{"id":2695,"date":"2009-11-18T16:27:19","date_gmt":"2009-11-18T21:27:19","guid":{"rendered":"http:\/\/kevinbryant.com\/?p=2695"},"modified":"2009-11-18T16:27:19","modified_gmt":"2009-11-18T21:27:19","slug":"e-verify-requirements","status":"publish","type":"post","link":"https:\/\/www.kevinbryant.com\/kbarchive\/e-verify-requirements\/","title":{"rendered":"e-verify requirements"},"content":{"rendered":"
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South Carolina Office of Immigrant Worker Compliance<\/span><\/strong><\/strong><\/p>\n<\/div>\n

Office of Immigrant Worker Compliance
\nPost Office Box 11329
\nColumbia, SC 29211-1329
\n(803) 896-2606
\nFAX: (803) 896-4393<\/span><\/p>\n

South Carolina Illegal Immigration Reform Act<\/span><\/strong><\/p>\n

\"statueIllegal Aliens and Private Employment Law Now in Effect for Employers Who Employ 100 or More Workers<\/span><\/strong><\/p>\n

Effective July 1, 2009, South Carolina businesses that employ 100 or more workers must verify the legal status of new employees and remove from their payrolls any worker who is not legally in the United States and authorized to work .\u00a0 The requirements are a part of the South Carolina Illegal Immigration Reform Act that became effective on June 2, 2008.<\/span><\/p>\n

Beginning July 1, 2009, all businesses in South Carolina are imputed a South Carolina employment license which permits an employer to hire employees. The imputed employment license remains in effect as long as the business abides by the law.<\/span><\/p>\n

Employers who employ less than 100 workers have until July 1, 2010 to fully comply with the law.<\/span><\/p>\n

The South Carolina Department of Labor, Licensing and Regulation will investigate complaints and conduct audits of employers to assure compliance with the law.\u00a0 Complaints must be signed and in writing. Complaints against employers who employ less than 100 workers can not be accepted until July 1, 2010.\u00a0 Click here to access a\u00a0complaint form<\/a> (pdf).<\/span><\/p>\n

Verification Requirements<\/span><\/strong><\/p>\n

In addition to completing and maintaining the federal employment eligibility verification form, more commonly known as the Form I-9, all South Carolina employers must within five days after employing a new employee:<\/span><\/p>\n

1. <\/span><\/span><\/span>Verify the employee\u2019s work authorization through the E-Verify federal work authorization program administered by the U.S. Department of Homeland Security; or<\/span><\/p>\n

2. <\/span><\/span><\/span>Verify that the employee possesses a valid South Carolina driver\u2019s license or identification card issued by the South Carolina Department of Motor Vehicles; is eligible to obtain a South Carolina driver\u2019s license or identification card; or possesses a valid driver\u2019s license or identification card from another state whose qualification requirements are as strict as those of the state of South Carolina.<\/span><\/p>\n

The South Carolina Department of Motor Vehicles has determined that drivers\u2019 licenses or identification cards issued by the following states are acceptable: AK, AZ, CT, FL, GA, ID, IN, KS, KY, ME (credentials issued after 11\/15\/08), MA, MI, MO, MT, NH, NJ, NC, PA, RI, TX, VA, WV and WI.\u00a0 For the most current list, visit the DMV web site at:\u00a0www.scdmvonline.com<\/a>.<\/span><\/p>\n

For information on E-Verify, and to register for the program, go to the\u00a0E-Verify<\/span><\/strong><\/a> web site.<\/span><\/p>\n

Compliance Dates<\/span><\/strong><\/p>\n

Compliance with verification requirements begins July 1, 2009 for private employers who employ 100 or more employees. For private employers who employ less than 100 employees, the compliance date is July 1, 2010.<\/span><\/p>\n

Penalties<\/span><\/strong><\/p>\n

The South Carolina Department of Labor, Licensing and Regulation must: (1) notify the United States Immigration and Customs Enforcement of suspected unauthorized aliens employed by a private employer; (2) notify state and local law enforcement agencies responsible for enforcing state immigration laws, and; (3) assess penalties for violations of the Act. For violations of the procedures for verifying worker eligibility, a private employer can be assessed a civil penalty of not less than $100 and not more than $1,000 for each violation. Upon the first violation, the employer can avoid assessment of a penalty if within 72 hours of notification of a violation the employer complies with the verification provisions. An employer who knowingly or intentionally hires an unauthorized alien faces suspension or revocation of the employer\u2019s imputed license. During the time that the license is suspended or revoked, the employer cannot employ any employees.<\/span><\/p>\n

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Immigrant Worker Menu<\/span><\/strong><\/strong><\/p>\n<\/div>\n

Laws\/Regulations<\/span><\/strong><\/a> E\u2013verify <\/span><\/strong><\/a>Drivers’ Licenses<\/span><\/strong><\/a> Employers Cited<\/span><\/strong><\/a> IAS Registration<\/span><\/strong><\/a> Complaints<\/span><\/strong><\/a> Audits<\/span><\/strong><\/a> Training<\/span><\/strong><\/a> Public Contracts<\/span><\/strong><\/a>FAQs<\/span><\/strong><\/a> Links<\/span><\/strong><\/a> Contact Us<\/span><\/strong><\/a> Customer Survey<\/span><\/strong><\/a><\/span><\/p>\n<\/div>\n

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The S.C. Department of Labor, Licensing and Regulation is pleased to provide various publications in portable document format (PDF). You will need\u00a0Adobe Reader<\/a> to view and print these publications.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Home |\u00a0Contact Us |\u00a0Inside LLR |\u00a0Licensee Lookup |\u00a0Media Center Search:Search LLR’s Web site [Search LLR] Licensing Boards Labor Programs Immigrant Worker Compliance S.C. OSHA State Fire Marshal State Fire Academy South Carolina Office of Immigrant Worker Compliance Office of Immigrant Worker Compliance Post Office Box 11329 Columbia, SC 29211-1329 (803) 896-2606 FAX: (803) 896-4393 South […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2}},"categories":[1],"tags":[],"class_list":{"0":"post-2695","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-uncategorized","7":"entry"},"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_shortlink":"https:\/\/wp.me\/p2gEQ0-Ht","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/www.kevinbryant.com\/kbarchive\/wp-json\/wp\/v2\/posts\/2695","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.kevinbryant.com\/kbarchive\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.kevinbryant.com\/kbarchive\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.kevinbryant.com\/kbarchive\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.kevinbryant.com\/kbarchive\/wp-json\/wp\/v2\/comments?post=2695"}],"version-history":[{"count":0,"href":"https:\/\/www.kevinbryant.com\/kbarchive\/wp-json\/wp\/v2\/posts\/2695\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.kevinbryant.com\/kbarchive\/wp-json\/wp\/v2\/media?parent=2695"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.kevinbryant.com\/kbarchive\/wp-json\/wp\/v2\/categories?post=2695"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.kevinbryant.com\/kbarchive\/wp-json\/wp\/v2\/tags?post=2695"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}