Florida E-Verify

||Florida E-Verify
Florida E-Verify 2017-01-05T10:50:20+00:00

Florida Governor Rick Scott has signed an executive order that requires all state agencies to use E-Verify. Florida joins a growing number of states that have some version of a mandatory E-Verify law or executive order. Executive Order No. 11-116 (supersedes 11-02) requires state agencies to use the E-Verify system to verify employment eligibility of state employees.

Also, the order also requires state agencies to include in all state contracts a requirement that contractors and sub-contractors utilize the E-Verify system to verify the employment eligibility of:

  • all new employees hired by the contractor during the contract term; and
  • all new employees hired by a subcontractor during the contract term.

The requirement applies to “all contracts for the provision of goods and services to the state in excess of nominal value….” While “nominal value” is not a term defined in law, some Florida government agencies have set a minimum contract amount for which the E-Verify requirement would attach.

The Florida State Legislature is also expected to consider a bill that would require private employers to use E-Verify.

Our E-Verify service satisfies the requirements of the Florida E-Verify law and is being used by numerous Florida employers.

everify georgia alabama arizona utah south carolinaVerify I-9, LLC is an Employer Agent of the E-Verify program, approved by the United States Customs and Immigration Service to verify the workforce of employers in all 50 states.

We take the headaches and confusion out of E-Verify! We make E-Verify easy.

Our service brings your company into compliance with new state laws, federal contractor rules and local ordinances that require verification to qualify for public contracts or to maintain business licensing.

Learn more about how our “No Headaches” E-Verify service can benefit you or

[NOTE: This information is presented for general educational purposes only. It is not legal advice, neither expressed nor implied. You should consult with legal counsel before acting on the information found on this page or for any employment law matter. This information is subject to change without notice. This page was last updated on January 4, 2017.]