When are California employers allowed to use the E-Verify System?

When are California employers allowed to use the E-Verify System?

• A. Before a conditional offer
• B. After a conditional offer or when required by federal law or as a condition for receiving federal funds
• C. During onboarding of new hires
• D. Only for verifying current employees

Answer: (B)

E-Verify is meant to be used after you’ve extended a job offer and the offer has been accepted. It aligns with the onboarding process for new hires and is the point at which an employer can verify work authorization through the system. It isn’t appropriate to use E-Verify before there’s a conditional job offer, and it isn’t used to re-verify current employees. You must also follow E-Verify requirements if you’re under a federal obligation—for example, if you’re a federal contractor or you receive federal funds, use of E-Verify may be mandatory. In California, private employers aren’t universally required to use E-Verify, but they may have to when federal law or funding dictates it.

E-Verify is meant to be used after you’ve extended a job offer and the offer has been accepted. It aligns with the onboarding process for new hires and is the point at which an employer can verify work authorization through the system. It isn’t appropriate to use E-Verify before there’s a conditional job offer, and it isn’t used to re-verify current employees. You must also follow E-Verify requirements if you’re under a federal obligation—for example, if you’re a federal contractor or you receive federal funds, use of E-Verify may be mandatory. In California, private employers aren’t universally required to use E-Verify, but they may have to when federal law or funding dictates it.