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Doug Jenkins: Hello everyone and
welcome back to Chamber
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Amplified, brought to you by the
Fidlay Hancock County Chamber
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of Commerce.
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I'm your host, Doug Jenkins.
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Each week here on the podcast,
we're talking about the things
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that matter the most to local
businesses and organizations,
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from workforce and leadership
development to marketing, IT
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issues, it could be HR issues,
which is kind of what we'll
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delve into today.
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It's really about the everyday
realities of running something
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that serves our community.
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So if your business does
government-related contract work
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in Ohio, or, and this is
important, works as a
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subcontractor for companies that
do that government-related
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work, this could be a very
helpful episode for you.
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We're talking about e Verify.
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It's a federal employment
verification program that has a
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new Ohio mandate attached to it
with an upcoming deadline.
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It's one of those issues that
can sneak up on employers
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because it sounds pretty niche
at first.
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You don't think it's going to
impact that many people, but
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then you realize that it can
kind of ripple through
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contractors and staffing
agencies.
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So you want to pay attention to
these things, even if you don't
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think it's going to impact you
now.
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Always good to know have that
information in the back of your
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head.
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And there are real fines tied
to not following the process
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correctly, so you know, keep
that in mind.
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My guest today is Amanda Fisher
from Corporate Intelligence
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Consultants.
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We'll dig into what eVerify is,
who in Ohio needs to be paying
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attention right now, and what
you should be doing before an
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upcoming deadline.
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And if you enjoy the podcast,
don't forget to leave us a
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rating and review.
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You can do that pretty easily
on Apple and Spotify, I think.
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You can share it with others,
especially now that we're on
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YouTube with the podcast.
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Just share the link out there
if you want people to learn more
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about this topic.
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It really does help spread the
message, and that's an easy way
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to do it.
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Now, let's get into it.
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We're here to learn about all
things e-Verify today.
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Um, let's first talk about what
that is uh to get people in the
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loop who may not be familiar
with with what it's supposed to
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be.
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Amanda Fisher: Yeah, absolutely.
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So e-Verify is a federal
program that essentially is a
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way to verify um new employees'
um work authorization.
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They're legally authorized to
work for a company.
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Um now this is a federal
program.
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It is not necessarily in all
cases required for private
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employers.
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It is at the federal level for
federal employees, federal
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contractors, etc.
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But we have seen over the last
few years a lot of states
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picking up state mandates as
well.
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Some states have full mandates
for e-Verify, some states have
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partial um mandates for
e-Verify.
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But essentially what it is is
it goes hand in hand with the
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I-9 process, which most
employers hopefully are aware of
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that process where new employee
comes in, they fill out their
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I-9 form, an employer reviews
documents, and generally that
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would be the end of that
process.
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With e-Verify, it just kind of
tacks on a next step.
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So e-Verify is going to uh
confirm the information that is
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on the I-9, matches what is in
the Social Security
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Administration records as well
as the Department of Homeland
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Security records to make sure
that it is the same person and
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that they are legally authorized
to work.
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So private employers are
welcome and by the government
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and encouraged to use this.
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It is seen as kind of an extra
step of due diligence in that
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onboarding process to ensure
that you have a legally
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authorized workforce employed
for your company.
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Um and as I said, this is being
picked up more at the state
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level to make that a mandate.
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So to your point of that post
that came up, uh this is
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something new in Ohio now.
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Doug Jenkins: Um yeah, that's
what I was gonna ask, as you
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mentioned, it's kind of state by
state.
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Where are we at in Ohio then
with this process?
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Amanda Fisher: Yes, so in Ohio
we have the first uh mandate.
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It is a partial mandate,
mandate, and it is specific to
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employers that are
non-residential contractors.
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So that could be roads, it
could be utilities, it could be
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uh commercial buildings, that
kind of thing.
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Um, right now that does not
apply to say apartment building
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houses, that kinds of thing.
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Um, so only employers that fall
within that category are
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required to start doing e-verify
for all new employees starting
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March 19th of this year.
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And that will also apply for
subcontractors as well as say if
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they're hiring through staffing
agencies, it would apply for
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them as well.
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So it's kind of a a big deal in
that realm of having to uh
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start that pretty soon.
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Uh, that was um put into law
back in December, and just in a
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couple weeks here will be
required.
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Doug Jenkins: Look at us being
timely on the podcast.
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I just randomly reached out to
you guys about this, and uh, you
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know what?
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Sometimes better lucky than
good on uh on the timing of
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these things.
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Um you mentioned that so
subcontractors can be impacted
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by this, and that I would have
to imagine means there's a
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larger ripple effect than maybe
people think when you first talk
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about the types of uh employers
that can be impacted by
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e-verify.
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It might be a small set, but if
the subcontractors they use
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also have to use the system,
that ripples out pretty quickly.
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Amanda Fisher: Yes, it
definitely can.
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And that's one of those things
that I've been telling clients
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that are you know questioning
this is it's definitely a time
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to talk to legal counsel to see
not only for your pre-employment
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hires and you know what you
need to do, the policies that
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need to be in place uh as you're
making that transition, but
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also to review contracts with
your vendors and with those
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other contractors coming in to
make sure that they are doing
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what they need to do and that
you are covered as well as the
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employer that is bringing them
on site into your into your
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workforce.
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Doug Jenkins: So with this
rolling out relatively soon, I'm
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sure you're trying to walk
people through the process.
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Are there any stumbling blocks
people are running into uh that
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that maybe they need to be aware
of as they try and make sure
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their ducks are in a row to be
in compliance with this?
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Amanda Fisher: I'd say it's hard
to say quite yet.
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I think people are still trying
to figure it out.
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I think in general, and getting
enrolled in e-Verify, it's not
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very challenging.
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We um at corporate
intelligence, we are what's
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called an employer-designated
agent.
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So we can run basically
employers can use our system to
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run the I-9 electronically and
just automatically run the
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e-Verify right after that.
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And the setup process is fairly
simple.
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It's really you have to sign an
agreement with e-Verify and
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kind of just start from there.
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It can get more complicated as
you get if there are multiple
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hiring sites and where you're
actually doing your I-9s versus
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like if there's a lot of sites
where I-9s are done, you might
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have to set it up a little
differently than if it's all
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done in one location.
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So that's I help employers kind
of figure that out based on the
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structure of their company at
that point.
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But um I think that with any
new law, there could be some
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gray areas that we don't quite
see yet and might come uh you
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know to the surface as you move
forward and find more hiccups
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and where any gaps might be
within there.
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Doug Jenkins: The uh law of
unintended consequences starts
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to come into play with any of
these types of things.
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Amanda Fisher: Absolutely.
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Doug Jenkins: So obviously it's
rolling out in Ohio, uh in
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states.
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Uh is Michigan in the same
boat?
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Because I know you guys do some
work in Michigan as well.
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Have they rolled out in
Michigan for this or no?
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Amanda Fisher: Not quite
specifically.
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I do believe it's more uh it's
if they work under federal
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contracts in a different way.
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Doug Jenkins: That makes sense.
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Uh no, the only reason I ask on
that is just seeing how the
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process has gone in other states
can probably be a good guide of
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how it will go in Ohio as it
rolls out.
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Uh have you seen any issues?
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It seems like the biggest issue
is just being aware and making
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sure that you you get signed up
for it and are executing the
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process right now.
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I don't know if that's what
you're seeing across the board
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or not.
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Amanda Fisher: Yeah, I would say
so is you know keeping people
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informed, which I it was nice to
hear that you did see that post
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on LinkedIn and that it's
getting out there for people to
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see.
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So hopefully that will
continue.
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But it really is important in a
in a risk mitigating uh
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component of being an employer.
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So um not only not signing up
for e-Verify, there are fines
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associated with this new law.
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Um, and then also not complying
with how it's supposed to work.
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So once you enroll in e-Verify,
you have to run e-Verify and
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every new employee.
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Um, they cannot be used in any
picking and choosing potentially
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discriminatory manner.
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So under this law, there are
actually fines that range from
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$250 to $1,500 just for
forgetting to run an e-verify
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once you're enrolled.
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And then there are fines up to
$25,000 for employers who choose
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to continue um employing
somebody who does not pass the
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e-verify past the final
confirmation step.
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So this one, you know, there
are some heavy, heavy risk for a
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business for not complying.
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So it is definitely important
um, again, not only to enroll,
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but to make sure policies are in
place and that contracts are
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updated.
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Doug Jenkins: Yeah, I think it
would make sense for anybody who
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does subcontracting work just
to double check, uh, because I
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can just imagine this kind of
trickling down, and maybe a
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cleaning company could be
impacted, maybe a roofing
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company, and all these types of
companies that get contracted
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out on different types of
things.
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I guess in my mind, that's who
could be impacted that might not
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realize they could be.
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Uh, but that's why I'm talking
to you.
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You know more about this than I
do.
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Is it uh maybe maybe it doesn't
ripple out quite as much as
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that, but I think it's something
to consider.
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Amanda Fisher: I'm not sure yet
if it wouldn't get that far.
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There is, I wish I had that
definition up because I do
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believe there's a definition
within the law of what that
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would look like.
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I think it's more uh restrained
to the the contracting uh part.
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So if an employer or you know,
if you have one contractor
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company, they might not have
enough staff to cover a big
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project, they might have to
bring in some other uh companies
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to contract under them.
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So their employees would also
need to be run under e-verify.
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Um so that's my understanding
of it.
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Similar with staffing agencies,
if they need to hire out of a
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staffing agency, that staffing
agency would have had to do the
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e-verify as well.
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Doug Jenkins: That makes sense.
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And uh as well as this is why
we have the experts on this
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podcast because I just ask
random questions.
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I like having people who know
what they're talking about on.
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Amanda Fisher: Uh that is a
great point though, because it
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is vague oftentimes of what
exactly does that mean and how
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does it apply.
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And I mean, there's questions
too, because me as if I were an
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employer, I'm not running
e-Verify myself on another
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employer's employees.
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That's their responsibility.
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So that's where the contracts
and those things come into play.
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Um, because it can get more
complicated.
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Doug Jenkins: So, Amanda, if
people want to learn more about
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eVerify as it gets ready to be
implemented here in Ohio, what
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00:12:00,559
are some good resources for them
to turn to?
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Amanda Fisher: Yeah, I
definitely recommend um the
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eVerify website.
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I think it's everify.gov uh is
a great resource.
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I would also, you know, plug
our company, corporate
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intelligence consultants.
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Uh, we are on LinkedIn
primarily right now, and our
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website we're posting updates as
we learn more.
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Um and yeah, that that's what I
can think of right now for
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those two.
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Those are the primary sources
in my absolutely.
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Doug Jenkins: Well, Amanda, we
appreciate you taking out time
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out of your day to talk to us
about this.
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And uh thanks for being on the
podcast.
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Amanda Fisher: Yes, absolutely.
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Thank you so much.
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Doug Jenkins: So, again, the big
takeaway from today, e-Verify
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might not apply to you right
now.
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It's not going to apply to
every business, but if you're in
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the contractor and
subcontractor world, you
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00:12:49,679
definitely need to know whether
it touches you or not.
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So it's a good reminder that
compliance issues often spread
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farther than people first
assume.
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And so there's a ripple effect
to keep an eye on.
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And it's not just about signing
up, it's about having the right
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policies, contracts, and
internal processes in place to
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begin with.
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Of course, once you enroll, you
have to use the system
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correctly and consistent for
every applicable new hire.
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That's a big one.
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And if there's any uncertainty,
this is one of those moments
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where talking to legal counsel
or someone in your HR department
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or somebody just experienced in
the world of HR would make a
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lot of sense.
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00:13:23,840
Of course, it's always better
to have those questions answered
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now than discover later that
you missed something and that
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00:13:28,000
there are fines attached.
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00:13:30,320
That's really what we're trying
to prevent here is you getting
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00:13:33,600
hit with a bill or a fine that
you were not anticipating.
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00:13:36,960
Well, that'll do it for another
edition of Chamber Amplify.
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This is a free podcast
available to the community, made
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possible by the investment of
our members here at the Finley
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Hancock County Chamber of
Commerce.
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If you're looking at ways to
get your business involved in
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00:13:49,600
the community, a lot of times
the Chamber of Commerce is the
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00:13:50,480
best place to start.
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00:13:53,120
And if you'd like to learn more
about that, just send me an
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00:13:57,200
email, D Jenkins at Finley
Hancock Chamber.com, and we can
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00:13:59,600
talk about how an investment in
the chamber not only helps your
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00:14:02,000
business, but the business
community as a whole.
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00:14:04,559
Thanks again for listening, and
we'll see you next time on
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Chamber Amplified from the
Finlay Hancock County Chamber of
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Commerce.
