California health agency orders nearly 4,000 workers to reverify eligibility with E‑Verify+, sparking privacy and enforcement fears
Nearly 4,000 California Department of Public Health employees must reconfirm work eligibility through E‑Verify+ by April 10, risking federal funding for CDPH and prompting worker and union concerns over privacy, biometric sharing, and potential increased immigration enforcement.
- Who: Close to 4,000 CDPH employees are affected out of more than 4,500 full-time staff — sources include LAist and CalMatters.
- What: A drive to reverify employment eligibility using E‑Verify+, an enhanced federal system that can integrate identity photos and DHS databases.
- When: Compliance deadlines culminate on April 10.
- Why: CDPH says verification is required to retain federal funding and avoid penalties or contract disqualification; CDPH has not publicly responded to media inquiries.
Scope and how the E‑Verify+ requirement will work
A CDPH memo obtained by CalMatters and LAist instructs employees to complete E‑Verify checks tied to their I‑9 forms. E‑Verify compares I‑9 data with federal records held by U.S. Citizenship and Immigration Services, the Social Security Administration and the Department of Homeland Security. E‑Verify+ adds photo-matching and deeper integration with DHS databases, which may involve matching identity-document photos to government records.
Under the CDPH plan, employees hired before November can opt out of the photo-matching option but must still complete standard E‑Verify; employees hired since November are required to use E‑Verify+. The memo warns noncompliance could affect CDPH’s status as a federal contractor and jeopardize funding for programs — including a contract with the Centers for Disease Control and Prevention for the national death index.
Rationale: funding risk and agency-level decision-making
CDPH told staff the verification is necessary to meet federal contractor rules in place since about 2009. The department frames this as modernizing human resources and protecting federal funding streams from potential penalties. California Department of Human Resources is not overseeing the change; CDPH implemented it at the agency level. Reporters say CDPH did not respond to requests for comment.
Union and employee backlash
Labor groups representing state workers have pushed back. SEIU Local 1000 called the re-verification “unnecessary” for already-employed workers and flagged risks to privacy and data security. The California Association of Professional Scientists‑UAW Local 1115, representing about 800 CDPH staff, said E‑Verify+ is “deeply integrated” with DHS systems and relies on biometrics and data sharing that could put employees at risk.
“Most concern centers on privacy and whether the step could encourage Immigration and Customs Enforcement to show up at work sites,” said Jacqueline Tkac, president of the union.
An anonymous CDPH employee told reporters the opt-out communication was unclear and urged broader opt-out options for the photo-matching step. Unions argue the timing is sensitive amid aggressive federal immigration enforcement, I‑9 audits, workplace operations, and reports of deaths in ICE custody; they warn the policy may chill recruitment and retention of public health staff.
Errors, data risks and legal questions
Experts and lawmakers warn E‑Verify can produce false positives — incorrectly flagging eligible workers — and can miss identity-fraud cases. Rep. Jamie Raskin (D‑Md.) has said a nationwide mandate could mislabel more than 120,000 people, risking job loss or wage disruption. Critics also point to data-security concerns when state systems share biometric or identity photos with federal databases.
E‑Verify began as a voluntary program in the 1990s but has been mandatory for some federal contractors since about 2009. More than 20 states require E‑Verify for certain public contracts or licenses; expansions have prompted lawsuits and debate over privacy, accuracy and federal‑state authority.
What this means for CDPH operations and public health work
State public health agencies — especially rural counties and smaller health departments — rely on staff from diverse immigration backgrounds. Uncertainty about verification could slow hiring, reduce applicant pools, and strain local health services, from disease tracking to lab work, during ongoing workforce shortages.
Human resources offices will face extra administrative work tracking completions and answering privacy and legal questions. While CDPH frames E‑Verify+ as modernization, labor leaders see it primarily as a compliance measure driven by federal funding pressure rather than employee protection.
What reporters could not confirm
Reporting to date relies on a CDPH memo obtained by CalMatters and LAist. CDPH has not publicly answered questions about how long identity photos will be retained, whether DHS or ICE can access the data, or whether any employees have already been flagged by the system. No new state laws tied to 2026 employment or health programs were reported as part of this directive.
National implications: economic, political and social effects
Economic: Public health staffing could shrink if workers fear data sharing or enforcement. Fewer workers mean higher overtime costs, slower lab processing, and possible interruption of federally funded services — rural counties are especially vulnerable.
Political: The move highlights tensions between state-run services and federal contractor rules. Conservatives may question federal influence on state hiring; Democrats and unions may view the move as targeting immigrant workers and could pursue legal or legislative pushback.
Social: Fear of enforcement could discourage immigrant workers from public health jobs, reducing outreach and trust with communities and undermining disease prevention and emergency response.
Practical applications for agencies and workers
- Agencies should clarify photo-retention policies, access controls, and opt-out rules.
- Establish clear appeal processes for E‑Verify mismatches and provide administrative support for affected workers.
- Inform employees which data are shared with federal systems and the timeline for dispute resolution to reduce legal inquiries and administrative burden.
What to watch next
Watch for further statements from CDPH, potential formal complaints or legal action by unions, and whether other California agencies adopt similar E‑Verify+ requirements. State lawmakers and county public health directors may seek clarity on how federal contractor rules apply and which protections are available to employees.
Sources and reporting
Primary coverage and documents reviewed came from LAist and CalMatters, which obtained a CDPH memo. Additional background consulted includes Hunton guidance on California employment laws, CDPH pages on local environmental health (CDPH REHS), and a CMA overview (CMA Docs).
Note: CDPH did not provide a public comment to reporters at the time of those stories. Reporting cited here is based on documents obtained by LAist and CalMatters and on statements from union leaders and anonymous employees reported in those outlets.
