The Department of Homeland Security (DHS) has begun revoking Employment Authorization Documents (EADs) for certain individuals whose parole into the United States has been terminated. This includes groups paroled under specific processes, such as the CHNV (Cubans, Haitians, Nicaraguans, and Venezuelans) programs. As a result, some EADs previously accepted for employment eligibility verification may no longer be valid.
To support awareness of these changes, E-Verify has introduced a new “Status Change Report.” This report provides information on E-Verify cases where the EAD used for employment verification has since been revoked. The report includes details such as the revocation date, case number, and A-number. It replaces the use of Case Status Alerts for EAD revocations and will be updated as needed.
The report is available to E-Verify users through the “Reports” tab within their account. Users may generate a report covering all revocation dates or filter by a specific date. The report can be downloaded as a CSV file. Employer agents can also generate reports on behalf of client companies and are reminded to safeguard any personally identifiable information (PII) contained in the report.
If the report identifies a revoked EAD for a current employee, employers should begin reverification using Form I-9, Supplement B. The employee must present unexpired documentation from List A or List C of the Lists of Acceptable Documents. Employers may not reverify identity documents (List B) and may not continue to accept a revoked EAD, even if it appears unexpired.
A new E-Verify case should not be created for reverification. All reverifications should be completed within a reasonable timeframe.
Additional guidance is available on the EAD Revocation Guidance for E-Verify Employers page, as well as the I-9 Central resource for completing Supplement B.
Compliance Perspective
Issue
DHS is terminating parole and revoking EADs for certain individuals, including those paroled under specific programs such as CHNV. In response, E-Verify has released a new Status Change Report that identifies previously accepted EADs that have since been revoked. Employers who use E-Verify are advised to regularly generate and review this report to determine whether any current employees are affected. If a revoked EAD is identified, employers must complete reverification using Form I-9, Supplement B, within a reasonable timeframe. These developments have implications for workforce eligibility verification, compliance with Form I-9 requirements, and organizational risk management.
Discussion Points
- Review and update policies related to employment authorization, E-Verify participation, and Form I-9 reverification. Ensure procedures outline appropriate steps for reviewing the Status Change Report, initiating timely reverification, and maintaining compliance with federal requirements.
- Provide training to staff responsible for onboarding, E-Verify use, and I-9 completion. Ensure they understand how to access and interpret the Status Change Report, conduct reverification using Supplement B, and manage affected cases in accordance with current guidance.
- Conduct periodic audits of E-Verify case records and Form I-9 files to confirm that any revoked EADs have been identified and addressed appropriately. Review documentation of reverification efforts and ensure processes are consistent with DHS and USCIS requirements.
*This news alert has been prepared by Med-Net Concepts, Inc. for informational purposes only and is not intended to provide legal advice.*