Industries & Professional Activities Subcommittee: Committee Meeting Notice, November 5, 2025
Summary
Meeting packet for the Florida House of Representatives Industries & Professional Activities Subcommittee, Wednesday, November 5, 2025. The notice lists consideration of HB 197, Employment Eligibility, sponsored by Jacques, Michael, and an update on enforcement of gaming laws and operations to shut down illegal gaming by The Florida Gaming Control Commission. The bill analysis states that HB 197 expands to all private employers the requirement to use the E-Verify system, beginning on July 1, 2026, and gives the fiscal impact as indeterminate. A closing section on illegal gambling enforcement lists 4,275 illegal slot machines seized and $11.2 million in illegally obtained proceeds seized.
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“Industries & Professional Activities Subcommittee: Committee Meeting Notice, November 5, 2025.”
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Industries & Professional Activities
Subcommittee
Wednesday, November 5, 2025
1:30 PM – 3:00 PM
Webster Hall (212 Knott)
Daniel Perez Mike Giallombardo
Speaker Chair
Committee Meeting Notice
HOUSE OF REPRESENTATIVES
Industries & Professional Activities Subcommittee
Start Date and Time: Wednesday, November 05, 2025 01:30 PM
End Date and Time: Wednesday, November 05, 2025 03:00 PM
Location: Webster Hall (212 Knott)
Duration: 1.50 hrs
Consideration of the following bill(s):
HB 197 Employment Eligibility by Jacques, Michael
Update on enforcement of gaming laws, and operations to shut down illegal gaming by The Florida Gaming
Control Commission
NOTICE FINALIZED on 10/28/2025 12:18PM by Marks.Amie
10/28/2025 12:18:28PM Leagis ® Page 1 of 1
HB 197
FLORIDA HOUSE OF REPRESENTATIVES
BILL ANALYSIS
This bill analysis was prepared by nonpartisan committee staff and does not constitute an official statement of legislative intent.
BILL #: HB 197 COMPANION BILL: None
TITLE: Employment Eligibility LINKED BILLS: None
SPONSOR(S): Jacques, Michael RELATED BILLS: None
Committee References
Industries & Professional Activities Commerce
SUMMARY
Effect of the Bill:
The bill expands Florida’s E-Verify employment eligibility verification requirements so that all private employers
are required to use the E-Verify system, ensuring that every new hire is legally authorized to work in the United
States, beginning on July 1, 2026.
Fiscal or Economic Impact:
Indeterminate. The bill may have an indeterminate fiscal impact on state government and the private sector.
JUMP TO SUMMARY ANALYSIS RELEVANT INFORMATION BILL HISTORY
ANALYSIS
EFFECT OF THE BILL:
The bill expands to all private employers the requirement to use the E-Verify system to verify each employee’s
employment eligibility, beginning on July 1, 2026. (Section 1)
The effective date of the bill is July 1, 2026. (Section 2)
FISCAL OR ECONOMIC IMPACT:
STATE GOVERNMENT:
Indeterminate. The bill may have an indeterminate fiscal impact on state agencies related to enforcement.
PRIVATE SECTOR:
Indeterminate. Businesses may have additional workload related to the use of the E-Verify system 1, and some may
be subject to fines related to violations.
1 E-Verify, History and Milestones, https://www.e-verify.gov/about-e-verify/history-and-milestones (last visited
Oct. 23, 2025). In 1996, Congress passed the Illegal Immigration Reform and Immigrant Responsibility Act, which, among
other provisions, created various employment eligibility verification programs, including E-Verify. E-Verify is an Internet-
based system through which an employer can verify that a newly hired employee is authorized to work in the United States. E-
Verify is administered by DHS in partnership with the Social Security Administration. It is free for employers to use and
provides an automated link to Government records to help employers confirm the employment eligibility of employees.
STORAGE NAME: h0197.IPA
DATE: 10/28/2025
1
HB 197
RELEVANT INFORMATION
SUBJECT OVERVIEW:
Florida E-Verify Law
E-Verify is a web-based system that allows enrolled employers to confirm the eligibility to work in the United
States. Florida requires the use of the E-Verify system to verify a new employee’s employment eligibility by: 2
• All public employers.
• Private employers with 25 or more employees.
Each employer that is required, or who volunteers, to use the E-Verify system, must certify on its first return each
calendar year to the tax service provider that it is in compliance with the E-Verify requirements when making
contributions to or reimbursing the state’s unemployment compensation or reemployment assistance system. 3
The law provides requirements for employers when the system is unavailable, 4 requires employers to retain
documentation of verifications, 5 and prohibits an employer from continuing to knowingly employ an unauthorized
alien. 6
If the E-Verify system is unavailable for the three business days after the first day a new employee begins working
and the employer cannot access the system to verify the employee’s employment eligibility, the employer must use
the Employment Eligibility Verification Form (Form I-9) to verify employment eligibility. The employer must
document the unavailability of the system by retaining: a screenshot each day that shows the employer’s inability
to access the system; a public announcement that the E-Verify system is not available; or any other communication
or notice regarding the unavailability of the system.
The following entities may request, and an employer must provide, copies of any documentation relied upon by the
employer for the verification of a new employee’s employment eligibility: 7
• The Department of Law Enforcement (FDLE);
• The Attorney General (AG);
• The state attorney in the circuit in which the new employee works;
• The statewide prosecutor; or
• The Department of Commerce (DC).
These entities must rely upon the Federal Government to verify an employee’s employment eligibility and may not
independently make a final determination as to whether an employee is an unauthorized alien. 8
An employer that uses the E-Verify system or, if that system is unavailable, the Form I-9, with respect to the
employment of an unauthorized alien has established a rebuttable presumption and an affirmative defense that the
employer has not violated the state prohibition on hiring unauthorized aliens, 9 with respect to such employment. 10
The DC is responsible for the administration of compliance requirements, as follows: 11
• If it determines that an employer failed to use the E-Verify system, the DC is required to:
o Notify the employer of its determination; and
2 S. 448.095(2)(a) and (b), F.S.
3 S. 448.095(2)(b)3., F.S.
4 S. 448.095(2)(c), F.S.
5 S. 448.095(2)(d), F.S.
6 S. 448.095(2)(e), F.S.
7 S. 448.095(3)(a), F.S.
8 S. 448.095(3)(b), F.S.
9 S. 448.09, F.S.
10 S. 448.095(4)(a), F.S.
11 S. 448.095(6), F.S.
JUMP TO SUMMARY ANALYSIS RELEVANT INFORMATION BILL HISTORY
2
HB 197
o Provide the employer with 30 days to cure the noncompliance.
• If the DC determines that an employer failed to use the E-Verify system as required three times in any 24-
month period, it must impose a fine of $1,000 per day until the employer provides proof of compliance.
• Noncompliance constitutes grounds for the suspension of all licenses issued by a licensing agency subject
to chapter 120, F.S., until the noncompliance is cured.
• Fines must be deposited into the State Economic Enhancement and Development Trust Fund for use by the
DC for employer outreach and public notice of the state’s employment verification laws.
E-Verify Federal Law
To use the E-Verify system, an employer must open a “case” for the employee on the system and enter basic
information from the employee’s Form I-9 (name, address, SSN) into the case. 12 Then, the system checks the
submitted information to records that are available to the U.S. Department of Homeland Security (DHS) and the
U.S. Social Security Administration (SSA), and issues one of the following possible results to the employer: 13
• Employment Authorized - The employee’s information matched records available to the DHS and/or SSA.
• E-Verify Needs More Time - This case was referred to the DHS for further verification.
• Tentative Non-confirmation (Mismatch) - Information did not match records available to the DHS
and/or SSA. Additional action is required.
• Case in Continuance - The employee has contacted the DHS or visited an SSA field office, but more time is
needed to determine a final case result.
• Close Case and Resubmit – The DHS or SSA requires that the employer to close the case and create a new
case for the employee. This result may be issued when the employee’s United States passport, passport
card, or driver’s license information is incorrect.
• Final Non-confirmation - E-Verify cannot confirm the employee’s employment eligibility after the
employee contacted the DHS or SSA, the time for resolving the case expired, or the DHS closed the case
without confirming the employee’s employment eligibility for some other reason.
If the result is Tentative Non-confirmation, then the employer must notify the employee, who must take further
action to verify his or her eligibility. If the result is E-Verify Needs More Time or Case in Continuance, then the E-
Verify system needs more time to process the case. 14
E-Verify Defenses for Employers
The Immigration Reform and Control Act (IRCA) provides sanctions to be imposed on employers who knowingly
employ aliens who are not authorized to work. 15 Federal law contains no criminal sanction for working without
authorization, although document fraud is a civil violation. 16 The United States Citizenship and Immigration
Services (USCIS) enforces these provisions. 17
According to the Immigration and Nationality Act (INA), an employer using E-Verify or the Form I-9, establishing
good faith compliance with the law, has established an affirmative defense and a rebuttable presumption that the
person or entity has not violated the federal law with respect to such hiring, recruiting, or referring. 18, 19
12
E-Verify, Verification Process, for details on how the system works, https://www.e-verify.gov/employers/verification-process (last
visited Oct. 23, 2025). Before using E-Verify, an employer must enroll and sign a Memorandum of Understanding that provides the
terms of agreement between the employer and the DHS. See E-Verify, The E-Verify Memorandum of Understanding for Employers,
https://www.e-verify.gov/sites/default/files/everify/memos/MOUforEVerifyEmployer.pdf (last visited Oct. 23, 2025).
13
Id.
14
Id.
15
8 U.S.C. s. 1324a(a)(1)-(2).
16
8 U.S.C. s. 1324c.
17
8 U.S.C. s. 1324a.
18
8 U.S.C. s. 1324a(a)(3) and (b)(6).
19
8 U.S.C. s. 1324a notes, Pilot Programs for Employment Eligibility Confirmation.
JUMP TO SUMMARY ANALYSIS RELEVANT INFORMATION BILL HISTORY
3
HB 197
RECENT LEGISLATION:
YEAR BILL # HOUSE/SENATE OTHER INFORMATION
SPONSOR(S)
2025 HB 955 Jacques, Michael The bill passed the House, but
died in the Senate.
2023 CS/HB 1617 Michael, Jacques The bill became effective July
1, 2023, except as otherwise
provided
U.S. Department of Homeland Security, E-Verify
Florida Department of Commerce, E-Verify Compliance
BILL HISTORY
STAFF
DIRECTOR/ ANALYSIS
COMMITTEE REFERENCE ACTION DATE POLICY CHIEF PREPARED BY
Industries & Professional Activities Anstead Bunnell
Subcommittee
Commerce Committee
JUMP TO SUMMARY ANALYSIS RELEVANT INFORMATION BILL HISTORY
4
F L O R I D A H O U S E O F R E P R E S E N T A T I V E S
HB 197 2026
1 A bill to be entitled
2 An act relating to employment eligibility; amending s.
3 448.095, F.S.; requiring that all private employers,
4 rather than only those employing more than a specified
5 number of employees, use the E-Verify system to verify
6 a new employee's employment eligibility beginning on a
7 specified date; providing an effective date.
8
9 Be It Enacted by the Legislature of the State of Florida:
10
11 Section 1. Paragraph (b) of subsection (2) of section
12 448.095, Florida Statutes, is amended to read:
13 448.095 Employment eligibility.—
14 (2) EMPLOYMENT VERIFICATION.—
15 (b)1. A public agency shall use the E-Verify system to
16 verify a new employee's employment eligibility as required under
17 paragraph (a).
18 2. Beginning on July 1, 2026 2023, a private employer with
19 25 or more employees shall use the E-Verify system to verify a
20 new employee's employment eligibility as required under
21 paragraph (a).
22 3. Each employer required to use the E-Verify system under
23 this paragraph must certify on its first return each calendar
24 year to the tax service provider that it is in compliance with
25 this section when making contributions to or reimbursing the
Page 1 of 2
CODING: Words stricken are deletions; words underlined are additions.
hb197-00
F L O R I D A H O U S E O F R E P R E S E N T A T I V E S
HB 197 2026
26 state's unemployment compensation or reemployment assistance
27 system. An employer that voluntarily uses the E-Verify system
28 may also make such a certification on its first return each
29 calendar year in order to document such use.
30 Section 2. This act shall take effect July 1, 2026.
Page 2 of 2
CODING: Words stricken are deletions; words underlined are additions.
hb197-00
FGCC
*****
Florida Gaming
~~~---~ Control Commission
~3 -
Overview and Law Enforcement
Mission
House Industries & Professional Activities Subcommittee
Alana Zimmer, Executive Director
November 5, 2025
About the Commission
• The Florida Gaming Control Commission (FGCC) was established in 2021.
• The agency is overseen by a five-member commission appointed by the
Governor.
• FGCC employs 197 Full-Time Employees.
• Within its Division of Gaming Enforcement, FGCC has:
o 31 Full-Time Employees; including
o 19 Sworn Law Enforcement Personnel.
2
Organization Structure
3
FGCC Mission
The mission of the Florida Gaming Control Commission is to
preserve and protect the integrity of gaming activities through
fair regulation, licensing, effective criminal investigation, and
enforcement.
4
Legal Slot Facility Locations
)i ume
• Eight State Licensed Slot
Facilities in Miami-Dade (4)
and Broward (4) Counties
~--t
I
• Seven Seminole Tribal Venii;e
locations, identified in the
Punta Gorda
__ _ /
Compact, in Glades (1),
Hendry (1), Hillsborough (1),
Collier (1), and Broward (3) Ever
and
Counties.
~ 7i
w,-
Big Cypress Man
N<Jcianal
Pr~~rve
5
Legal Cardroom Locations
• 28 Pari-mutuel Permitholders have a
Cardroom Operating License for FY
2025-2026.
Panam,3
• Counties that have a State Licensed
C,ty
Cardroom are Brevard (1), Broward (4),
Clay (1), Duval (1), Escambia (1),
Gadsden (1), Hamilton (1),
Hillsborough (2), Lee (1), Marion (3),
Miami-Dade (4), Palm Beach (1),
Pinellas (1), Sarasota (1), St. Lucie (1),
St. Johns (1), Volusia (2), Washington
(1) Counties.
• Seven Seminole Tribal locations,
identified in the Compact, in Glades
(1), Hendry (1), Hillsborough (1), Collier 0
(1), and Broward (3) Counties.
Hc>ml!StHd
6
2021 Gaming Compact
• The 2021 Gaming Compact between the Seminole Tribe of Florida and the State of Florida was executed by
Governor Ron DeSantis for a 30-year term valid through July 31, 2051.
• The Compact provides the Seminole Tribe exclusivity to certain gaming activities, such as sports betting and
banked games (e.g., blackjack, roulette, and craps), on Tribal lands in exchange for revenue sharing payments to
the State of Florida.
• The FGCC is the State Compliance Agency, authorized to carry out the state's oversight responsibilities under the
Compact.
• The Compact provides for a cessation of payments under the following conditions:
o Florida law or Florida Constitution is amended to allow the operation of regulated gaming or other casino-
style gaming at any location under the jurisdiction of the state that was not in operation as of January 1,
2021, or to allow the operation of new forms of regulated gaming or other casino-style gaming not in
operation as of January 1, 2021;
o A court decision or administrative ruling expands regulated gaming or other casino-style gaming and the
Florida Legislature does not pass legislation to reverse such decision or ruling; or
o The Florida Constitution is amended to authorize regulated gaming or other casino-style gaming at any
location less than 100 straight line miles from a Tribal facility. 7
Illegal Casinos Are Harmful
Illegal casinos are harmful, as they:
• Exploit consumers with rigged, unregulated gambling devices;
• Threaten small businesses;
• Destabilize communities;
• Associate with organized crime organizations;
• Foster environments that proliferate other types of crime such as theft and
nuisance activity; and
• Undercut state and education revenues generated by lawful, regulated
gaming facilities.
8
Reports of Illegal Activity FY 2024-2025
32 2
8 11
1 Complaints per County
5 5
8
2 1 1 273
11 1
Darker areas indicate
5 4 15
11 1 4 5 13 23
3
3 54 17
higher reports of
illegal activity.
22
12 1
50
5
Reports include illegal
48
casinos, slot
26 28 57 machines, illegal
poker, illegal bingo,
2
..
12
4
65
6
illegal raffles, alleged
33
118
sweepstakes, and
178 others.
11
9
Illegal Casinos
10
Successes
Since the creation of the Commission, Special Agents have conducted 116 operations
and 54 joint investigative operations with local, state, and federal partners, resulting in:
• 4,275 illegal slot machines seized;
• 113 illegal casinos or businesses raided;
• $11.2 million in illegally obtained proceeds seized;
• 168 arrests;
• 5 confiscated weapons; and
• 55 dogs rescued in connection with the shutdown of an illegal dog-fighting ring.
FGCC has dedicated efforts to destroying seized illegal slot machines.
• This promotes public safety and the welfare of the state’s residents by removing illegal slot
machines from circulation and reducing the total number of machines that must be stored by the
Commission; providing a cost savings in warehousing.
The Commission has also created educational materials made available to the public,
law enforcement, and prosecutors on how to recognize illegal gambling.
11
Il Villagio (The Villages)
191 Slot Machines Seized 6 Arrests - Possession of Slot Machines
$650,000 Cash Seized 2 Arrests - RICO
1 Gold Bar Seized 3 Arrests - Money Laundering
12
Challenges and Looking Forward
Barriers to Success
While FGCC has seen increasing success with combating illegal gambling, to improve its posture:
• There must be stronger disincentives. Criminal penalties must be increased to balance the severity
of the offenses with the conduct.
o Suggested Fix: Increasing the misdemeanor criminal penalties associated with illegal gambling
to felonies.
• Additional resources and personnel are needed for the Commission’s Division of Gaming
Enforcement to better meet the widespread and growing challenge.
o Suggested Fix: Additional Division of Gaming Enforcement agent squads.
Looking Forward
FGCC will continue to:
• Aggressively pursue illegal gambling that hurts Florida citizens and jeopardizes public safety.
• Provide resources and expertise on gaming regulation and enforcement.
• Ensure the preservation and integrity of licensed gaming activities.
• Build investigative relationships with law enforcement partners.
13
Thank you
Henry Mahler, Legislative Affairs Director
Henry.Mahler@FLGaming.gov
850-964-2766
14
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