Comprendre E-Verify+ : Ce que les nouvelles mises à jour signifient pour les employeurs et les employés

Angelica Rice • November 26, 2024

Click here to read this article in English

Qu'est-ce que E-Verify+?

E-Verify+ est la version la plus récente d'E-Verify, un système géré par le ministère américain de la sécurité intérieure (DHS) pour aider les employeurs à confirmer l'admissibilité au travail de leurs employés. Entrant en vigueur le 21 octobre 2024, E-Verify+ comprend de nouvelles fonctionnalités conçues pour rationaliser le processus de vérification de l'emploi et garantir des résultats plus précis et plus sûrs, tant pour les employeurs que pour les employés.

Le système E-Verify vérifie l'admissibilité au travail d'une personne en comparant les informations du formulaire I-9 (vérification de l'admissibilité au travail) avec les dossiers du DHS et de l'administration de la sécurité sociale (SSA). E-Verify+ va plus loin dans ce processus grâce à des capacités améliorées et à des fonctionnalités actualisées qui rendent la vérification plus rapide, plus fiable et plus conviviale.


Quoi de neuf dans E-Verify+?


     1.  Extensions automatisées de l'autorisation de travail


Pour les employés qui renouvellent leur autorisation de travail, E-Verify+ peut désormais fournir des mises à jour automatiques si le processus de renouvellement est retardé. Cela minimise les perturbations pour les employeurs et les employés, en garantissant que l'autorisation de travail est maintenue tant que le renouvellement est en cours.


     2. Précision accrue grâce à la vérification biométrique


L'une des principales nouveautés d'E-Verify+ est la vérification biométrique, qui utilise les empreintes digitales ou d'autres données biométriques pour confirmer l'identité d'un employé de manière plus précise. Cette fonction devrait permettre de réduire les usurpations d'identité et d'améliorer la fiabilité des contrôles d'autorisation de travail.


  3. Système de gestion des cas simplifié


E-Verify+ comprend un système de gestion des cas actualisé qui permet aux employeurs de résoudre les divergences et de mettre à jour les informations plus efficacement. Par exemple, en cas d'incohérence entre le formulaire I-9 d'un employé et les dossiers du gouvernement, E-Verify+ guidera les employeurs sur les prochaines étapes à suivre pour résoudre rapidement le problème.


  4. Intégration avec les mises à jour des EAD (documents d'autorisation de travail)


Les employés qui demandent des documents d'autorisation de travail (EAD) constateront que E-Verify+ comprend désormais une fonction d'intégration qui permet de suivre le statut des renouvellements d'EAD et de fournir aux employeurs des mises à jour sur les demandes en attente.


Qu'est-ce que cela signifie pour les employeurs?

Avec E-Verify+, les employeurs bénéficient d'un processus de vérification de l'emploi plus efficace et plus fiable. Les employeurs qui participent à E-Verify+ sont mieux équipés pour éviter les sanctions en cas d'embauche de travailleurs non autorisés, tout en réduisant les charges administratives liées à la vérification. L'automatisation accrue du système contribue à rationaliser le processus d'embauche, ce qui permet aux entreprises de gagner du temps et d'économiser des ressources.


Qu'est-ce que cela signifie pour les employés?

Pour les employés, E-Verify+ offre une sécurité et une transparence accrues. L'automatisation de l'extension des autorisations de travail permet d'éviter les interruptions d'emploi dues à des retards dans le traitement des autorisations, ce qui est particulièrement important pour ceux qui dépendent des renouvellements. En outre, l'utilisation de la biométrie permet aux employés d'être assurés que leur identité personnelle est protégée lors de la vérification.



Si vous souhaitez en savoir plus sur E-Verify ou mieux comprendre le processus de vérification de l'emploi, n'hésitez pas à contacter l'un de nos avocats expérimentés en droit de l'immigration ! 

Ce blog n'est pas destiné à fournir des conseils juridiques et rien ici ne doit être interprété comme établissant une relation avocat-client. Veuillez prendre rendez-vous avec un avocat spécialisé en droit de l'immigration avant d'agir sur la base de toute information lue ici.

This Facebook widget is no longer supported.

Angelica Rice

UPDATE: Federal Court Postpones DHS Rule Eliminating “Duration of Status” (D/S)

By Juliana LaMendola • September 22, 2026
On September 14, 2026, the U.S. District Court for the District of Massachusetts issued a nationwide preliminary injunction in Presidents' Alliance on Higher Education and Immigration v. U.S. Department of Homeland Security , halting the implementation of the Department of Homeland Security (DHS) final rule that was scheduled to eliminate “duration of status” (D/S) on September 15, 2026. As a result of this nationwide order, DHS is blocked from enforcing fixed periods of admission for F-1 students, J-1 exchange visitors, and I media representatives while the litigation moves forward. Because the current “duration of status” framework remains in full effect, F, J, and I visa holders are not required to file Form I-539 extension of stay applications to remain in valid status beyond program end dates at this time. Furthermore, restrictions on academic transfers, constraints on enrolling in second programs at the same degree level, 240-day caps on continued employment while extensions are pending, and shortened grace periods do not apply during the injunction. F-1 nonimmigrants retain the full 60-day post-completion grace period, and J-1 holders maintain their 30-day grace period. However, please note that this preliminary injunction is not a final ruling invalidating the rule , and a status conference is scheduled for October 2, 2026, to determine next steps in the litigation. Immediate Practice Tips: Inspect I-94 Travel Records Upon Reentry: F, J, and I visa holders currently admitted under D/S retain their status and should continue to be readmitted under D/S following international travel until the injunction is lifted. However, because the I-94 record controls legal stay, travelers must inspect their CBP-issued Form I-94 immediately upon reentry to confirm the "Admit Until Date" states "D/S" rather than a specific expiration date. If a specific date is mistakenly recorded, contact a local CPB Deferred Inspection Site. Notify HR and Review Workplace Compliance: Employers sponsoring F-1 or J-1 employees should inform HR and hiring managers that the September 15 fixed-period rule is postponed and standard D/S rules govern. This development does not alter standard filing windows or Form I-9 verification procedures for post-completion OPT or STEM OPT extensions.  Maintain Operational Readiness and Defer Unnecessary Filings: Visa holders and employers should defer travel or filing strategy decisions made solely in anticipation of the fixed-admission rule. Because DHS may appeal or the court could alter the timeline on short notice, institutions and visa holders should maintain readiness to adjust plans if implementation resumes. There are many evolving components to this litigation. If you are an F-1, J-1, or I visa holder, sponsoring institution, or employer, you should proactively coordinate with your international student office and legal counsel to protect your status and monitor upcoming court proceedings.

DHS Final Rule Eliminating “Duration of Status” (D/S): Practice Tips and Transition Procedures

By Juliana LaMendola • September 3, 2026
The Department of Homeland Security (DHS) published its final rule eliminating the longstanding "duration of status" (D/S) policy for F, J, and I visa holders, replacing it with a fixed period of admission effective September 15, 2026. This rule requires that those who need additional time to complete their programs must file Form I-539 with USCIS or travel abroad and seek to reenter to extend their authorized period of stay. F and J visa holders present in the U.S. and in valid status on September 15, 2026, will be allowed to remain in the United States until the Program End Date listed on their current Form I-20 (for F-1s) or Form DS-2019 (for J-1s), up to a maximum of four years (until September 15, 2030) plus a 60-day grace period for F-1s and a 30-day grace period for J-1s, without filing an Extension of Status request with USCIS. However, this safety net only applies while staying in the U.S.; international travel and subsequent reentry after September 15, 2026 will result in readmission under the new rule with an I-94 that expires on the Program End Date or Employment Authorization Document (EAD) expiration, but no later than four-years after their date of re-entry. Additionally, once re-admitted under the new rules, F-1s will only receive a 30-day grace period. Immediate Practice Tips: Any F-1 or J-1 nonimmigrant currently in the U.S. who plans to change programs, start a new degree level, or needs more time to complete their studies must work with their school or program sponsor to update their SEVIS record and receive an extended Form I-20 or DS-2019 before September 15, 2026. Eligible F-1 students should submit their post-completion OPT or STEM OPT work authorization applications (Form I-765) before September 15, 2026, to secure their status and drastically reduce the likelihood of needing a Form I-539 extension application. Any F-1 student who is eligible to apply for OPT or STEM OPT before March 18, 2027, should do so as soon as they are eligible to file their Form I-765. Since F-1s can file OPT applications up to 90 days in advance of graduation, F-1 students graduating before June 15,2027, should be able to file their OPT applications before March 18, 2027, and should do so to avoid also having to file Form I-539 to extend their stay. Thus, most F-1 students graduating in December 2026 and May/June 2027 should be able to take advantage of the transition rule’s delay in having to file Form I-539 applications and should only need to file Form I-765 to apply for OPT. Incoming F-1 and J-1 students who can enter the United States before the September 15, 2026 effective date (within the permissible 30-day window prior to their program start) should do so to benefit from the transition rules, including the full 60-day F-1 grace period and deferred extension requirements. Students (F-1 and J-1) who are planning international travel should return before the effective date if possible to preserve their transition benefits.  There are many parts of the rule that are not discussed here. If you are currently an F-1 or J-1 visa holder, you should proactively coordinate with your institutions and international office to protect your status and stay informed.

USCIS Issues Updated Guidance on Public Charge Rules

By Kris Quadros-Ragar • August 27, 2026
U.S. Citizenship and Immigration Services (USCIS) has released updated policy guidance detailing how officers will evaluate "public charge" inadmissibility for individuals applying for green cards through adjustment of status. This update follows a Department of Homeland Security (DHS) final rule that rescinds the 2022 public charge regulations. The new policy takes effect on September 18, 2026 , and applies to all green card applications (Form I-485) postmarked or submitted on or after that date. Who Is Subject to the Public Charge Rule? Most family-based and employment-based green card applicants will be subject to the public charge ground of inadmissibility. This includes spouses, children, and parents of U.S. citizens or legal permanent residents, as well as most employment visa preference categories, investors, and diversity visa applicants. Certain categories remain explicitly exempt under immigration law. These include: Asylees and refugees Victims of human trafficking (T visa) or crime (U visa) Violence Against Women Act (VAWA) self-petitioners Special Immigrant Juveniles Temporary Protected Status (TPS) applicants Certain military-related applicants and other designated humanitarian groups How USCIS Will Make Determinations USCIS officers will evaluate whether an applicant is likely to become a public charge by reviewing the totality of their circumstances on a case-by-case basis. Key factors include: Five Statutory Factors: Age, health, family status, assets/financial resources, and education or skills. Affidavit of Support: Submission of Form I-864 executed by a sponsor. Use of Public Benefits: USCIS will look at means-tested public benefits, such as cash assistance for income maintenance, housing assistance, food stamps (SNAP), or college financial aid. Note on timing: For benefits received before September 18, 2026, USCIS will only consider public cash assistance for income maintenance and long-term institutionalization at government expense. For benefits received on or after September 18, 2026, the broader consideration of all listed means-tested benefits will apply. Public Charge Bonds If an officer determines that an applicant is inadmissible solely on public charge grounds, USCIS may issue a Notice of Intent to Deny that invites the applicant to post a public charge bond using Form I-945. If an invited applicant successfully posts the required cash or surety bond, USCIS may approve the application for permanent residence. Public charge bonds can only be submitted if explicitly invited by USCIS. Santos Lloyd Law Firm will continue to monitor immigration developments closely and provide updates as further implementation details are released. For more information, please access: https://www.uscis.gov/newsroom/alerts/uscis-issues-guidance-on-making-public-charge-inadmissibility-determination
Show More