The Department of Homeland Security (DHS) has made a significant change in how employers verify employment authorization for foreign workers. Specifically, DHS is now revoking Employment Authorization Documents (EADs) for individuals whose parole has been terminated, including who entered the U.S. through the CHNV (Cubans, Haitians, Nicaraguans, and Venezuelans) parole programs.
To support employers in responding to these changes, E-Verify has introduced a new tool: the Status Change Report. This feature helps identify employees whose EADs have been revoked, even if their documents appear valid.
What Employers Need to Know
If your organization employs foreign workers who were paroled into the U.S., there is a chance some of their work permits may no longer be valid. DHS is now shifting more responsibility to employers to ensure continued compliance and to take action if an employee’s work authorization has changed.
Here is what you need to know:
- Parole Termination & EAD Revocations: DHS is sending termination notices to individuals whose parole status has ended, resulting in automatic revocation of their EADs.
- Status Change Report: E-Verify’s new report compiles case data for employees who used EADs for verification and have since those documents revoked. This replaces the older Case Status Alerts.
- Updated Regularly: The report includes revocation dates, case numbers, and A-numbers and is updated as new revocations occur.
What Should Employers Do?
- Log into E-Verify Frequently: Generate the Status Change Report regularly to monitor your workforce’s employment authorization.
- Reverify Affected Employees: If an employee appears on the report, use Form I-9, Supplement B to reverify their work eligibility promptly.
- Don’t Create a New Case: Reverification should be done on the I-9 form only. There is no need to open a new E-Verify case.
- Act Promptly: Ensure reverification is completed promptly to maintain compliance.
Final Thoughts
This update marks the importance of staying proactive with employee verification. Employers enrolled in E-Verify now have an important tool to stay ahead of compliance risks. Make sure your HR and legal teams are aware of this change and have a process in place for reviewing the Status Change Report regularly.
