Opening of Bids - Water Treatment Chemicals 2017-2018 - Kemira Water Solutions, Inc.

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0 trmmMyvJ,aM N F IGNC3 <r Company ID Number. 221e27 6. The Employer understands that parilolpation in E-Veriy does not exempt the Employer from the responsibility to complete, retain, and make available for inspection Forms 1-9 that relate to its employees, or from other requirements of applicable regulations or laws, including the obligation to comply with the antidiscrimination requirements of section 274E of the INAwith respect to Form 1.0 procedures,, except for the following modified requirements applicable by reason of the Employer's participation In E-Verily: (1) identity documents must have photos, as described In paragraph 8 above; (2) a rebuttable presumption is established that the Employer has not violated section 274A(a)(1)(A) of the Immigration end Nallonalty Act (INA) with respect to the hiring of any individual if it obtains confirmation of the identity and employment eligibility of the individual in compliance with the terns and conditions of E-Verify; (S) the Employer must notify DHS if it continues to employ any employee after receiving atfinal nonconiirmation, and is subject to a civil money penalty between = and $1,100 for each failure to notify OHS of continued employment following a final nonconfirmation; (4) the Employer is subject to a rebuttable presumption that it has knowingly employed an unauthorized alien In violation of section 274A(a)(1)(A) if the Employer continues to employ an employee after receiving a final nonconfirmation; and (6) no person or ontily pargclpating in E-Verily is olvilly or criminally liable under any law for any action taken in good faith based on Information provided through the confirmation system. OHS reserves the right to conduct Form 1-9 compliance inspections during the course of E•Verfiy, as well as to conduot any other enforcement activity, authorized by law. 7. The Employer agrees to initiate E Verily verification procedures for new employees within 3 Employer business days after each employee has been hired (but after both sections 1 and 2 of the Form 1.9 have been completed), and to complete as many (but only as many) steps of the E-Verify process as are necessary according to the E Verify User Manuel. The Employer is prohibited from initiating verification procedures before the employee has been hired and fhe Form 1.0 completed, If the automated system to be queried is temporarily unavailable, the $-day time period is extended until it is again operational in order to accommodate the Employer's attempting, in good faith, to make Inqulrles during the period of unavailability. In all cases, the Employer must use the SSA verification procedures first, and use OHS ver lication procedures and photo screening toot only after the SSA verification response has been given, Employers may initiate verification by notating the Form 1-9 in circumstances where the employee has applied for a Soclal'Secuilly Number (SSN) from the SSA and is waging to receive the SSN, provided that the Employer performs an E-Verify employment verification query using the employears SSN as soon as the SSN becomes available- 0, The Employer agrees not to use E-Verify procedures for prs-employment screening of job applicants, In support of any unlawful employment practice, or for any other use not authorized by this MOU. Employers must use E-Verify for all new empfoyees, unless an Employer Is a Federal contractor that quallfies for the exceptions described In Aricle ILD.i.a Except as provided In Artlole ILD, the Employer will not verify selectively and will not verify employees hired before the effective date of this MOU, The Employer understands that if the Employer uses E•Verly procedures for any purpose other then as authorized by this MOU, the Employer may be subject to appropriate legal action and termination of its access to $SA and OHS information pursuant to this MOU. 9, Ther Employer agrees to follow appropriate procedures (sea Article III, below) regarding tentative noneonfirrnations, Including notlying employees of the finding, providing written refeffW instructions to employees, allowing employees to contest the finding, and not taking Pejo4l oHaisVarstMOUbr E,nphyellfty qn DO*2.90 vaAV.ilhe.dovrEWarli/