The next issue under title 2 that will be discussed will be about people applying for lawful permanent resident status for those who have already been granted RPI status. First off, in order to apply for LPI status, the applicant must have met all of the trigger requirements. If an applicant wants to apply for LPI status, they have to meet the six required application requirements. They have to already have possession of the RPI status, they cannot be out of the United States no longer than 180 days of each year under their term of RPI status (MPI 6). They have to satisfy any federal tax liability, demonstrate satisfactory English skills as well as some basic knowledge of history and civics in the United States. Lastly, they must be registered
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First off, employers are required by law in this bill to use EEVS for the purposes of confirming that the employees they hire to work for them are actually authorized to work in the United States (MPI 12). Agencies and departments that fall under the executive, legislative, and judicial branches have to use EEVS no later than 90 days after the bill has been enacted. For any employers that have a workforce of anything greater than 5,000 employees, they must participate in EEVS within 2 years of the bill being in effect. For employers with more than 500 employees but less than 5,000 employees, they must use EEVS no later than three years of the bill being enacted (MPI 15). Lastly, all employers in general are required to use EEVS within 4 years. There is one exception for this however. Any employers that have ownership by any recognized Indian tribe are not required to use EEVS no later than 5 years, which essentially means they get an extra year that they don’t have to use EEVS. When employers apply the practice of using EEVS to verify eligibility of prospective workers, they must use the photo tool. This is used to double-check that they picture of the applicants’ photo identification matches the picture in the EEVS system (MPI 15). For the issue of acceptable identity and work authorization documents, there are a few different kinds of identification measures the applicant can use. They can use passport cards, LPR cards, and EAD cards for work authorization purposes. For identity purposes, they can use their driver license and their voting registration card (MPI
First off, employers are required by law in this bill to use EEVS for the purposes of confirming that the employees they hire to work for them are actually authorized to work in the United States (MPI 12). Agencies and departments that fall under the executive, legislative, and judicial branches have to use EEVS no later than 90 days after the bill has been enacted. For any employers that have a workforce of anything greater than 5,000 employees, they must participate in EEVS within 2 years of the bill being in effect. For employers with more than 500 employees but less than 5,000 employees, they must use EEVS no later than three years of the bill being enacted (MPI 15). Lastly, all employers in general are required to use EEVS within 4 years. There is one exception for this however. Any employers that have ownership by any recognized Indian tribe are not required to use EEVS no later than 5 years, which essentially means they get an extra year that they don’t have to use EEVS. When employers apply the practice of using EEVS to verify eligibility of prospective workers, they must use the photo tool. This is used to double-check that they picture of the applicants’ photo identification matches the picture in the EEVS system (MPI 15). For the issue of acceptable identity and work authorization documents, there are a few different kinds of identification measures the applicant can use. They can use passport cards, LPR cards, and EAD cards for work authorization purposes. For identity purposes, they can use their driver license and their voting registration card (MPI