julessomme
Virgin
- Joined
- Jan 24, 2026
- Posts
- 17
Hmmm. Target rich environment. An easy one first:
E-Verify (or a manual I-9) is already mandatory under the law (see 8 USC 1324a) despite your claims to the contrary. If verification fails, a Temporary Nonconfirmation notice (TNC, referred to in the same page you linked) is issued. If, after the appeals process, a Final Nonconfirmation notice is issued, the employer can terminate the employee or inform DHS of their intent/desire to retain the employee.
Simply put, your hypothetical has no basis in fact.
The EEOC is referring to pre-employment inquiries & actions in relation to employment eligibility verification, which is indeed required under the INA. The reason verification occurs after the job offer is to prevent discrimination against applicants during the hiring & selection process. This does not in any way prevent or inhibit employment eligibility checks.
E-Verify (or a manual I-9) is already mandatory under the law (see 8 USC 1324a) despite your claims to the contrary. If verification fails, a Temporary Nonconfirmation notice (TNC, referred to in the same page you linked) is issued. If, after the appeals process, a Final Nonconfirmation notice is issued, the employer can terminate the employee or inform DHS of their intent/desire to retain the employee.
Simply put, your hypothetical has no basis in fact.