E-Verify Program - Employment Eligibility Verification

Research Etc. is a designated E-Verify Employer Agent with the Department of Homeland Security’s E-Verify Program and will act as your designated agent, taking the stress off of you and saving you valuable time and money. As a licensed private investigation agency, we are also prepared to assist you with all types of pre-employment and background screening.

Using a E-Verify Employer Agent

E-Verify employer agents, formerly called designated agents, use E-Verify to confirm the employment eligibility of another company's employees. E-Verify employer agents frequently offer E-Verify along with other services, such as background checks, legal assistance and accounting services.

NOTE: The E-Verify program does not apply to existing employees or applicants - only your newly hired employees.

Research Etc. Offers Our Clients:

  •  A knowledgeable, courteous and professional staff ready to assist you 
  •  All required forms and display materials for the everify program
  •  Fast, Reliable Service
  •  Affordable Rates For Small or Large Businesses


E-Verify Rates:
  • No Subscription Fees
  • One Time Registration Fee of $50.00
  • $25.00 Per E-Verify Transaction
  • In case there is a problem with the program approval of your new hire, we will help you with the procedure to keep your company in compliance with the e-verify program – free of charge.

Register Online Now– It’s Fast and Easy - Avoid Delays In Your Hiring!

Download PDF registration form everify_app.pdf and fax or email to Research Etc.


Fax:  (480) 367-0119

E-Verify Status - check your state!

States that require E-Verify for all employers:

Passed in 2011, HB 56 (Beason-Hammon Alabama Taxpayer and Citizen Protection Act) is regarded as the nation's toughest immigration enforcement law passed at the state level. This law requires all businesses, public and private, to begin using E-Verify by April 2012. Employers must also prove not having employed any unauthorized aliens as a condition of being awarded any government contract, grant or incentive. The penalty for businesses not complying with the E-Verify mandate is a suspension of its business license upon first offense, and a potential permanent revocation of its business license upon the second. 

Passed in 2007, HB 2779 (Arizona Fair and Legal Employment Act) prohibits employers from knowingly hiring undocumented workers and requires all employers to use E-Verify, effective Jan. 1, 2008. It was followed up in 2008 with HB 2745, which prohibits government contracts to any businesses not using E-Verify, effective May 1, 2008. 

Passed in 2006, SB 529 requires public employers, contractors and subcontractors with 500 or more employees to use E-Verify for all new employees, effective July 1, 2007. Additionally, HB 87, passed in 2011, requires all private businesses with 10 or more employees to E-Verify all new hires as of July 1, 2013.

Passed in 2008, SB 2988 requires public and private employers to participate in E-Verify with full participation by July 2011.

North Carolina
HB 318, passed in October 2015, requires all contractors to participate in E-Verify for all employees before entering into any contracts with state agencies. Additionally, HB 36 (passed in June 2011) expands E-Verify requirements to encompass all county/municipal agencies and private employers with more than 25 employees as of July 1, 2013.

South Carolina
On June 27, 2011, Gov. Nikki Haley signed into law Act 69 that requires all employers to enroll in the E-Verify system beginning Jan. 1, 2012 and to verify the legal status of all new employees through E-Verify within three business days of hiring. 

Passed in 2010, SB 0251 requires all employers with more than 15 employees to begin using E-Verify by July 1, 2011. Companies that utilize legal guest workers do not have to use E-Verify, but private employers can also voluntarily register certifying participation in verification. Passed in 2008 and made effective on July 1, 2009, SB 81 requires public employers, public contractors and subcontractors to use E-Verify and makes it illegal to discharge a lawful employee while retaining an unauthorized alien in the same job category. 

States that require E-Verify for state agencies, public employers and contractors:

Gov. Scott State signed an executive order in May 2011 that requires all agencies under the direction of the Governor must verify the employment eligibility of all new agency employees through the E-Verify system. This order also mandates that state agencies include an express requirement that state contractors and subcontractors utilize the E-Verify system for all new employees during the contract term.

Passed in 2011, SB 590 requires state and local agencies and contractors to use E-Verify. The bill also requires private employers to use E-Verify in order to qualify for certain tax credits on their state income taxes. 

Passed in 2008, HB 1549 requires all public employers, businesses with a state contract or grant in excess of $5,000 or any business receiving state-administered or subsidized tax credit, tax abatement or loan to use E-Verify. If a court finds that a business knowingly employed someone not authorized to work, the company’s business permit and licenses will be suspended for 14 days. 

Passed in 2009, LB403 requires state and local governments, contractors and businesses qualifying for state tax incentive programs to use E-Verify effective Oct. 1, 2009. The bill also includes incentives for private employers to use E-Verify. 

Passed in 2007 and made effective on Nov. 1, 2007, HB 1804 (Oklahoma Taxpayer and Citizen Protection Act) requires public employers, contractors and subcontractors to participate in E-Verify and requires income tax withholding for independent contractors who do not have valid Social Security numbers. 

Passed in 2011, Pennsylvania Senate Bill 637, Act 127 requires all public works contractors and subcontractors with contracts of $25,000 or greater to be registered and using the E-Verify system as of January 1, 2013.

Passed in 2014, Texas Executive Order RP-80 requires all agencies, as a condition of state contracts for services, to use E-Verify for all employees assigned by the contractor, effective February 19, 2015. 

Passed in 2010, HB 737 requires all state agencies to begin using E-Verify by Dec. 1, 2012. Passed in March 2011, HB 1859/SB 1049 requires all state contractors with at least 50 employees and a contract worth at least $50,000 to use E-Verify.

States that require E-Verify for public employers and state agencies only:

Passed in July 2009, Executive Order 2009-10 requires that all state agencies use E-Verify on all new hires. Public contractors are required to declare they have “substantiated that all employees” are authorized to work in the United States; however, they are not required to use E-Verify to meet this requirement.

States that require E-Verify for contractors only:

Passed in 2006, HB 1343 prohibits state agencies from entering into contract agreements with contractors who knowingly employ illegal aliens and requires prospective contractors use E-Verify to ensure legal work status of all employees. In 2008, SB 193 was passed which requires contractors with state contracts to use E-Verify, effective Aug. 6, 2008. 

In January 2008, Gov. Tim Pawlenty issued an executive order stating that all hiring authorities within the executive branch of state government or any employer seeking to enter into a state contract worth in excess of $50,000 must participate in the E-Verify program. The executive order expired 90 days after Pawlenty left office. Under the Finance Omnibus Bill, a contract for services valued in excess of $50,000 must require certification from the vendor and any subcontractors that they have implemented or are in the process of implementing the federal E-Verify program for all newly hired employees who will perform work on behalf of the state of Minnesota effective July 20, 2011.

States that require employers to either use E-Verify or provide supporting documentation:

Passed in August 2011, HB 342 requires all state and local contractors to use E-Verify. HB 646 requires private employers to either use E-Verify or check multiple forms of identification from the new hire, which must be kept on file. The bill states that employers that chose to use E-Verify to check the status of new hires have acted in "good faith" and are protected from prosecution. 


Effective January 1, 2013, all private employers with more than 6 employees must use E-Verify for all new hires. Alternatively, employers may request that an employee provide a valid state-issued driver’s license or photo ID card. U.S. birth certificates, passports, and/or other documents demonstrating work authorization are also acceptable. Companies that utilize legal guest workers are not required to use E-Verify.

States that require use of E-Verify at the municipal or local level only:

Only Oakland, Macomb, and Ingham counties require public employers to use E-Verify for all new employees. Additionally, country service contractors within Oakland county must use E-Verify. 

New York
Effective August 2008, the village of Suffern, New York requires any new contractors with the village to use E-Verify for all new employees. There are no other E-Verify requirements within the state. 

All county employers within Columbia County must use E-Verify. Additionally, any employer within the county may not knowingly or intentionally hire illegal aliens. 

Washington does not have a statewide E-Verify requirement. However, there are several cities and counties that have enacted their own legislation to address E-Verify; these include the cities Hoqiuam, Kennewick, Yakima, and Lakewood, as well as Clark, Cowitz, Lewis, Pierce, and Whatcom counties.

States with E-Verify laws that have expired or been rescinded:

In October 2011, Gov. Jerry Brown signed AB1236 into law. The law prohibits state municipalities from passing mandatory E-Verify ordinances. 

HB 1744 bars companies from enrolling in the E-Verify system until accuracy and timeliness issues are resolved. On Aug. 24, 2009, Illinois enacted S1133 prohibiting the state or localities from requiring employers to use an employment eligibility verification system. Illinois also enacted HB 1743, which creates privacy and anti-discrimination protections for workers if employers participating in E-Verify do not follow the program’s procedures. As of January 2012 employers can voluntarily use E-Verify. 

Rhode Island
In March 2008, Gov. Carcieri issued an executive order requiring executive agencies to use E-Verify; and for all businesses, including grantees, contractors, subcontractors and vendors to use E-Verify. Shortly after taking office in 2011, Gov. Lincoln Chafee rescinded Gov. Carcieri's executive order. 


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