Wednesday, March 5, 2008

Fun with E-verify

Over at Coyote Blog, Arizona businessman Warren Meyer details his state-mandated venture into the federally run E-verify system for determining the employment status of new hires. The dual-jurisdiction issue leads to some ... err ... interesting problems with conflicting rules.

Right now, I am going through a 6000 screen required tutorial that I have to endure before I can use a system that requires me to fill in about 3 blanks and hit enter.  (Of course, since this is a government system, the tutorial has already crashed twice three five times and I have had to restart it each time).  Somewhere in the midst of the training, I reach this admonition:

You may not discriminate against applicants and employees based upon their citizenship or immigration status with respect to hiring, firing, or recruitment or referral for a fee. This includes treating citizens and non-citizens differently during the hiring process, such as screening out non-citizens or not hiring lawful immigrants based upon their immigration status.

WHAT?  Personally, I am all for living by this, but isn't this EXACTLY what the law is requiring me to do?  To discriminate against people, and ban my hiring of them, based on their immigration status?  How can I possibly keep my actions legal if I am required to discriminate based on citizenship status but I am also banned from discriminating in hiring based on citizenship status.  How Orwellian can we get?


More on Arizona's experiment with xenophobia enacted through business regulations here.

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3 Comments:

Anonymous Anonymous said...

You may not be able to discriminate in regards to many things, but you can protect your company by doing proper background screenings that ensure the information you have been given is accurate. Background checks are now affordable and instantly accessible and should be a part of every companies hiring practices. You can get more information about background screenings at Priority Research.

March 6, 2008 8:15 AM  
Anonymous Bob Griggs said...

My company, Verify I-9 LLC at www.verifyi9.com, is a Designated Agent of the E-Verify program. As such, I and my employees have taken the online tutorial and test.

Mr. Meyer has grossly exaggerated the length and difficulty of the online experience. Because Meyer makes no effort to couch his comments as an exaggeration, I can conclude that Meyer has lied to his readers... and you have accepted it as gospel.

It is obvious that you and Meyer have a bias against verification and probably immigration laws in general. And that's okay-- differences of opinion is what makes the world go 'round.

But take this from someone who uses the E-Verify program daily... it's not that difficult.

Because of his bias, Meyer is likewise unable to understand the nuances of the so-called "discrimination" inherent in, yet allegedly prohibited by the system.

E-Verify recognizes that the employer is not a trained document analyst. It also recognizes that employment eligibility is a federally-imposed status. It therefore makes perfect sense for the employer to be required to hire pending authorization via E-Verify. Once authorization is denied, "discrimination" (through termination) is not only legal but required.

March 6, 2008 8:26 AM  
Anonymous Anonymous said...

^^ nice blog!! ^@^

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March 19, 2009 12:30 AM  

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