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Sadly, it is full of crap.

It is true that the EEOC prevents *many* means of detecting illegal aliens in the workforce. You cannot even reject someone because their legally required employment documents appear to be fake. This is why it’s absolutely urgent that the Department of Labor be led by someone who does NOT support illegal immigrants in the workforce.

However, E-Verify is created as a legal safe harbor. It’s about the only legal way to make sure you don’t hire illegal aliens, but it is entirely legal.

The reason it isn’t used by more companies is twofold:

1) refusing to hire illegal aliens puts businesses at a competitive disadvantage with those that do hire them,

2) several STATES and municipalities have prohibited the use of E-Verify. And many interstate corporations have assessed that creating different employment processes in different states opens them up to various legal difficulties. This is why E-Verify is widely used by small-to-mid-sized corporations, but not most of the largest corporations.

Yes, illegals have used stolen documents to get around identification requirements, but that’s the purpose of E-Verify: it can find out whether a given social security number, for instance, was truly assigned to a given person.

Yes, those instructions about NOT immediately firing people for discovering mismatches in E-Verify are real, but they exist to protect LEGAL workers from being fired due to clerical errors, etc., which can produce mismatches. The mismatched employee has the right to be notified about and challenge a mismatch. The true owner of the SSN is also notified. Once it has been established that the I-9 has been submitted with falsified documentation, then not only CAN the business owner fire the fraudulent employee, he MUST do so.