The U.S. Citizenship and Immigration Services recently announced that the Status Change Report will include an additional “Revoked Document Number” field to help employers determine whether an employee’s employment authorization document (EAD) presented when completing the Employment Eligibility Verification form (Form I-9) and used to create their E-Verify case is the revoked EAD in the report. If the EAD has been revoked, the employer must reverify the employee by completing Supplement B of Form I-9.
If an employer has a current employee who appears on the Status Change Report, the employer should compare the employee’s EAD card number used for Form I-9 to the Revoked Document Number field in the report to determine if the employer must reverify the employee’s employment authorization. For example, if the employee’s EAD used for Form I-9, which was used to create their E-Verify case, is the same number listed in the Revoked Document Number filed, then the employee’s EAD is revoked, and the employer must reverify the employee with a different acceptable List A or C document using Form I-9 Supplement B. However, if the employee’s EAD used for Form I-9 is different than the number listed in the Revoked Document Number field, the employee’s EAD is not revoked, and the employer does not need to reverify the employee’s employment authorization until the EAD expires.
Employer Takeaway
Employers should regularly generate the Status Change Report to identify E-Verify cases created with a revoked EAD and reverify each employee by completing Supplement B of Form I-9 if their EAD was revoked. Employees may still be employment authorized based on another status or provision of law and may provide other acceptable Form I-9 documentation to demonstrate employment authorization.
Employers can review the EAD Revocation Guidance for E-Verify Employers for more information about the Status Change Report.
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