We have had the issue of e-Verify background checks come up again. The
University currently conducts several types of background checks on all
new hires, but there is a wide difference of opinion about if and when
e-Verify checks should be conducted.

1.	There are some that feel we should conduct an e-Verify check
only when specifically required under the terms and conditions of a
specific agreement. Any employee assigned to such an agreement would
have to undergo a check at the time of assignment.
2.	There are some that feel we should conduct an e-Verify check
only when the nature of the work being conducted (e.g. import/export
restrictions) would pose some risk. Any employee assigned to such an
agreement would have to undergo a check at the time of assignment.
3.	There are some that feel we should not necessarily conduct an
e-Verify check on foreign-nationals from countries upon which the
Federal government has imposed some restrictions as that could, lacking
any other reason, be viewed as discriminatory.
4.	There are some that feel that we should do an e-Verify check for
all new employees as we never know what they may be involved with in the
future. Within the context of an overall background check this would
impose the least additional administrative burden and require the lease
amount of employee tracking.

I note that over 30 states have either current or pending legislation
requiring e-Verify checks to be conducted by either all employers or all
public employers
(http://www.trackercorp.com/everify-legislation-map.php).

So………..what is your institutions position/policy on this?

Larry

~~~~~~~~~~~~~~~~~~~~~~~
Larry Waxler, Director
Office of Sponsored Programs
University of Southern Maine
1 Chamberlain Avenue
P.O. Box 9300
Portland, ME  04104-9300
Telephone: 207-780-4413
Telefax: 207-780-4927

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