Many employers hire employees months ahead of the start date, and a percentage of those begin the onboarding process prior to the first day of work. This often leads employers to question how far in advance they may create an E-Verify case for an employee with a future start date.
An employer may create a case in E-Verify for an employee whose first day of employment is up to 90 business days in the future. The employee’s first day of employment is the date the employee began (or will begin) work for pay. This date appears in Section 2, Certification on Form I-9 next to The employee’s first day of employment (mm/dd/yyyy).
The ability to select a future first day of employment does not change any policy, including the rule that prohibits prescreening. A prospective employee must have accepted an employment offer before you may complete Form I-9 and create a case in E-Verify. The offer and acceptance rule has long been applicable to the I-9 itself, and carries over to the creation of E-Verify cases.
E-Verify: Future First Employment Date