Florida Agency Provides Some Guidance on State's New Immigration Law (SB1718)

By Angel Valverde, Bruce Buchanan and Jorge Lopez on July 17, 2023

The state of Florida recently enacted legislation that will have a significant impact on employers across the state. Senate Bill 1718 (SB1718), which Governor Ron DeSantis signed into law on May 10, 2023, requires private employers with 25 or more employees to use E-Verify for all new hires, effective July 1, 2023. E-Verify is an internet-based system operated by the U.S. Department of Homeland Security and the Social Security Administration that allows employers to electronically verify the employment eligibility of newly hired employees. The Florida Department of Revenue (FDR) recently provided some guidance clarifying which employers are covered by SB1718's requirements, although some questions remain.

New Law's Requirements

Private employers subject to SB1718 must verify compliance with the E-Verify requirement on their first unemployment compensation or reemployment assistance "return" or report each calendar year when making contributions to or reimbursing the state's unemployment compensation or reemployment assistance program.

There are several civil penalties for non-compliance with the E-Verify requirement. Beginning on July 1, 2024, if the Florida Department of Economic Opportunity (DEO) determines that an employer failed to use E-Verify three or more times in any 24-month period, it may fine the employer $1,000 per day, until corrective action is made (from the date that the DEO determines that the employer failed to use the E-Verify System), in addition to suspending all licenses, until the employer provides proof of compliance.

25-Employee Requirement

Many private employers are uncertain about the 25-employee threshold triggering the E-Verify requirement. It was unclear whether all 25+ employees had to be based in Florida, and whether out-of-state employers with at least 25 employees working remotely in Florida must comply with the new law.

The FDR recently acknowledged the confusion surrounding SB1718 by providing some clarification. Recent guidance, "New Employee Eligibility and E-Verify - Frequently Asked Questions," addresses some of this uncertainty. Question five and its answer states:

Q: Is an employer required to certify the employment eligibility of Florida and non-Florida employees?

A: Section 448.095, Florida Statutes, requires that public agencies and private employers with 25 or more employees performing services in Florida must certify the eligibility of their employees performing services in Florida." (Emphasis added).

According to this Q and A, private employers with 25 employees or more will be subject to the E-Verify mandate if the employees are performing services in Florida at the time of the new employee's employment verification. Therefore, SB1718's E-Verify mandate will not apply to private employers with 25 or more employees who are not performing services in Florida.

This does not remove all uncertainty, however. Under federal law, to participate in E-Verify, employers must create an online account and designate at least one "verification location" and a "hiring site." The verification location is where the employer's staff takes the information from an employee's Form I-9 and creates a case in E-Verify. The hiring site is the location where the employer hires employees and completes the Form I-9. As an example, if a business is headquartered in New York with remote workers in Florida and the employer completed Form I-9 and E-Verify at the New York office, then the verification location and hiring site are in New York. Thus, under federal law, the Florida remote workers are subject to their employer's New York office E-Verify compliance requirements, of which there are none. Thus, under federal law, private employers with 25 or more employees working remotely in Florida, with their hiring site in another state, would not be subject to Florida's E-Verify requirements. But SB1718's language and the guidance’s use of the phrase "performing services in Florida" appears to put federal and state law requirements at odds.

How does an employer stay in compliance with SB1718 in light of federal E-Verify guidance as it relates to remote employees in Florida whose hiring site is outside the state of Florida? There is no perfect answer. Employers should therefore consult with their attorney as to what action to take.

This article was originally published on Littler Mendelson's website. Click here to read the original article.

© 2023 Littler Mendelson. All Rights Reserved. LITTLER MENDELSON®, ASAP®, INSIGHT® and LITTLER REPORT® are registered trademarks of Littler Mendelson, P.C.

Posted: July 18, 2023

All Rights Reserved © 2023 Business Information Group, Inc.
This document and/or presentation is provided as a service to our customers. Its contents are designed solely for informational purposes, and should not be inferred or understood as legal advice or binding case law, nor shared with any third parties. Persons in need of legal assistance should seek the advice of competent legal counsel. Although care has been taken in preparation of these materials, we cannot guarantee the accuracy, currency or completeness of the information contained within it. Anyone using this information does so at his or her own risk.

Thank you for your interest in Business Information Group. We have received your message and will contact you in one business day or less.
You have exceeded the number of attempts to submit this form. As a result, your IP address has been temporarily blocked.

Get In Touch

Send a Message *fields required

What are your Interests?optional

Contact Information

Even our RFP PROCESS is state-of-the-art.

Take a look

What our clients are saying

We cannot express enough how much we have enjoyed working with BIG! It has really benefitted our processing and ease of doing business!

Licensing and Registration Manager
Investment and Insurance Company

I enjoy collaborating with BIG, and know that if I have to reach out with a question/concern, a positive attitude with a willingness to find resolve is on the other side of an email or a phone call.

Human Resources Administrator
Global Financial Services Firm

You have been the most professional and most helpful business partner that I have ever been associated with — always there to assist us and with rapid turnaround times.

Principal Consultant
Major Professional Services Network

I am confident whenever we add a product with your company that I will have a good experience.

Division Manager
Insurance and Financial Services Agency

We have received superior service and we know this is what you and your team strive for. We are grateful for the dedication, level of professionalism and effort shown.

Large Insurance Agency

You are leaving

Ok, Continue Cancel