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OnBlass.com Employment Verification Agency:

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Registered Employment Verification Agent for the
Department of Homeland Social Security


OnBlass.com Employment Verification Agency:

  • Introduction of the U.S. Passport Card
  • The U.S. Department of State began production of the U.S. passport card on July 14, 2008. The passport card may be used by those entering the U.S. by land or sea from Canada, Mexico, the Caribbean and Bermuda. The passport card is a valid passport that attests to the U.S. citizenship and identity of the bearer and is acceptable as a List A document for the Form I-9. The passport card may also be used in E-Verify if it is presented to an employer for the Form I-9. For more information, please see the U.S. Passport Card link located in the Related Links section of this page.
  • E-Verify (formerly known as the Basic Pilot/Employment Eligibility Verification Program) is an Internet based system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA) that allows participating employers to electronically verify the employment eligibility of their newly hired employees.
  • E-Verify Top Five Questions

  •    Q : Why should I consider participating in E-Verify?
  • E-Verify is currently the best means available for employers to electronically verify the employment eligibility of their newly hired employees. E-Verify virtually eliminates Social Security mismatch numbers, improves the accuracy of wage and tax reporting, protects jobs for authorized U.S. workers, and helps U.S. employers maintain a legal workforce.
  • Q : I am an employer with multiple hiring sites. Can one site verify everyone? How?
  • Yes, one site may verify new hires at all sites. When registering, the individual at the site that will be verifying new hires should select "multiple site registration" and give the number of sites per states it will be verifying.
  • Q : I am an employer with multiple hiring sites. Does every site need to enroll in E-Verify?
  • No, you can choose which sites to enroll.
  • Q : What is the required timeframe for conducting an employment eligibility check on a newly hired employee?
  • The earliest the employer may initiate a query is after an individual accepts an offer of employment and after the employee and employer complete the Form I-9. The employer must initiate the query no later than the end of three business days after the new hire's actual start date. An employer may initiate the query before a new hire's actual start date; however, it may not pre-screen applicants and may not delay training or an actual start date based upon a tentative non-confirmation or a delay in the receipt of a confirmation of employment authorization. An employee should not face any adverse employment consequences based upon an employer's use of E-Verify unless a query results in a final non-confirmation. In addition, an employer cannot use an employment authorization response to speed up an employee's start date. This would be unfair treatment to use E-Verify results to accelerate employment for this employee compared to another who may have received a tentative non-confirmation. For example, Company X always assigns a start-date to new employees that is two weeks after the employee has completed an approved drug test. After the employee has accepted a job with Company X and after the employee and Company X completes the Form I-9, the company can initiate the E-Verify query. However, the company cannot speed up or delay the employee's start date based upon the results of the query (unless the program issues a final non-confirmation, in which case the employee should not be further employed). Employers must verify employees in a non-discriminatory manner and may not schedule the timing of queries based upon the new hire's national origin, citizenship status, race, or other characteristic that is prohibited by U.S. law.