E-Verify notified you via Case Alerts because one or more of your employees has an Employment Authorization Document (EAD) that has been revoked by DHS. This guidance provides important information on how to handle these cases.
What Employers Need to Know:
- DHS recently sent direct notifications to certain individuals who were paroled into the United States to terminate their parole and revoke their EADs.
- DHS may exercise its authority to terminate parole or other humanitarian programs and revoke aliens’ EADs at any time.
- DHS will not be collecting previously issued EADs that have been revoked.
- Employees with revoked EADs may still possess an EAD that appears valid, although their employment authorization has been revoked.
- E-Verify will continue to provide case alerts for any EADs that are nearing expiration or have been revoked.
What You Should Do:
You must follow-up on all case alerts in E-Verify and reverify each employee on Form I-9 if their EAD was revoked. Your employee may still be employment authorized based on another status or provision of law and may provide other acceptable Form I-9 documentation to demonstrate employment authorization.
Reverification on Form I-9:
- E-Verify employers with an employee whose EAD was revoked will be required to reverify that employee’s Form I-9 using Supplement B based on the Case Alert received from E-Verify.
- The employee must provide unexpired documentation from List A or List C of the Lists of Acceptable Documents. Do not reverify identity documents (List B). During this process, you must allow employees to choose which acceptable documentation to present for reverification.
- Do not create a new E-Verify case.
The Immigration and Nationality Act prohibits you from treating individuals differently on the basis of national origin, citizenship, or immigration status in the Form I-9 or E-Verify processes. This includes reverifying cases on Form I-9 with case alerts for employees whose EAD was revoked. You may not:
- Request that an employee produce more or different documents than are required by Form I-9 to establish their employment authorization;
- Require affected employees to show the same type of document they presented previously or require that someone present a particular document; or
- Reject documents that reasonably appear to be genuine and to relate to the person presenting them.
For more information on reverification of employees, visit uscis.gov/i-9-central and search for reverification.