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I-9 E-Verify Immigration Compliance

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  1. ICE Continues its Inspections of California Employers

    By: Bruce Buchanan, Sebelist Buchanan Law

    As I have discussed in a recent blog entry (http://blogs.ilw.com/entry.php?10373...ilent-Raids%94), Immigration and Customs Enforcement (ICE) is seemingly targeting California employers for inspections of their I-9 forms. In the past week, Bee Sweet Citrus in Fowler, California and about seven other Fresco area employers have received ICE visits for the purposes of subpoenaing their I-9 forms and other paperwork. In previous weeks, ICE targeted 77 employers in the San Francisco Bay Area and Sacramento.

    ICE spokesman, James Schwab, said the work site enforcement actions are nothing new and remain a priority of Homeland Security Investigations, a part of ICE, to ensure employers are in compliance with the law. However, this statement seems contradictory to ICE acting Director Homan’s statement that ICE was increasing their inspections by 400 to 500%.

    As many of my readers know, once an employer receives a Notice of Inspection/subpoena, it has 3 days to produce its I-9 forms to ICE for their inspection. In the inspection (also referred as an audit), ICE reviews the I-9 forms to determine whether all employees are legally authorized to work and whether there are substantive paperwork violations on the I-9 forms. If undocumented workers are employed, ICE may return to the employer and detain the undocumented workers. Alternatively, ICE may issue a Notice of Suspect Documents to the employer stating which employees do not have valid work authorization. If after the employer gives its employees an opportunity to provide valid documentation (“newer and better documentation”), the employees fail to provide such, the employer must discharge those employees. If the employer is knowingly employing undocumented workers, it faces penalties of up to $4473 per employee for first offenses. Additionally, substantive paperwork violations on I-9 forms are penalized at $224 to $2236 per I-9 form.

    At Bee Sweet Citrus, at least 40 workers quit after ICE delivered the NOI/subpoena, seemingly because they knew they were undocumented and were afraid of being detained by ICE. Jim Marderosion, president of Bee Sweet Citrus, said his workers were aware the ICE agents were coming and that was enough for some employees not to return to work. It’s unclear how the workers knew of the inspection as normally ICE does not provide advance notice.

    Marderosian said “One woman who has worked for me for nearly 20 years came up to me, gave me a hug and told me that she had to leave; she couldn’t take a chance.” Marderosian also stated “What good does it do to make these workers lose their jobs. They will have to find work somewhere. Some way or another they are going to have to feed their families.” This story was first reported by Robert Rodriguez of The Tribune, http://www.sanluisobispo.com.

    To learn more about employer immigration compliance and steps you can take to prevent I-9 violations and hiring undocumented workers, I invite you to read The I-9 and E-Verify Handbook, a book that I co-authored with Greg Siskind, which is available at http://www.amazon.com/dp/0997083379.
  2. ICE Targeting California for More “Silent Raids”

    By: Bruce Buchanan, Sebelist Buchanan Law


    On the heels of Immigration and Customs Enforcement’s (ICE) worksite enforcement actions/inspections against 97 7-Eleven convenience stores, ICE announced it has conducted I-9 inspections of 77 employers in the San Francisco and Sacramento areas. ICE did not identify any of the businesses its agents visited in the Bay Area and the Sacramento region. However, just the fact that ICE served subpoenas on so many employers demanding their I-9 forms and then announced it to the media, demonstrates ICE is trying to put the fear of government action in the minds of every employer, especially in California.

    When ICE conducts an I-9 inspection, their agents show up at employer locations and serve a subpoena and Notice of Inspection (NOI) demanding the employer produce the I-9 forms of current employees, and often former employees, within three days of service. Often, these inspections are referred to as “silent raids” because they can have the same effect as a raid – loss of employees through ICE detention, terminations or quick abandonment of jobs.

    According to James Schwab, a spokesman for ICE, their operation is part of a strategy that is “focused on protecting jobs for U.S. citizens and others who are lawfully employed, eliminating unfair competitive advantages for companies that hire an illegal workforce, and strengthening public safety and national security.”

    It is interesting that ICE chose California for these actions as ICE and the Trump administration are involved in an assault on California due to their recent legislation declaring California as a sanctuary state. Thomas D. Homan, acting director of ICE, has criticized California for state and local efforts to protect undocumented immigrants and limit law enforcement’s ability to cooperate with immigration officials. Homan recently stated “We’ve got to take these sanctuary cities on. We’ve got to take them to court, and we’ve got to start charging some of these politicians with crimes.”

    California recently enacted legislation requiring employers notify their workers of such an ICE audit and provide them with the results. The law also mandates that employers ask ICE to obtain a judicial warrant in some situations though not for NOIs. California Attorney General Xavier Becerra recently held a press conference where he warned California employers of the consequences of violating this legislation. Thus, many California employers are perplexed as to how to be in abeyance of both federal and state immigration laws.

    Angelo Paparelli, a prominent immigration attorney with Seyfarth Shaw, stated “Serving 77 notices of inspection on different employers in the last three days within a single area of responsibility, in this case, San Francisco, appears unprecedented.”

    After the businesses comply with the subpoena/NOI, ICE auditors will carefully review the I-9 forms to determine whether undocumented workers are employed at the business and whether the I-9 forms have substantive errors, which could cost $224 to $2236 per I-9 form. If undocumented workers are employed, ICE may return to the employer and detain the undocumented workers. Alternatively, ICE may issue a Notice of Suspect Documents to the employer stating which employees do not have valid work authorization. If after the employer gives its employees an opportunity to provide valid documentation (“newer and better documentation”), the employees fail to provide such, the employer must discharge those employees or face fines of up to $4473 per employee.

    I will keep you apprised on further developments of these “silent raids” and the 7-Eleven ones. If you are concerned about your I-9 forms and the legal status of your employees, I urge you to retain an immigration attorney trained in worksite enforcement, who can spearhead an internal I-9 audit.

    If you want a full discussion of internal I-9 audits and other important immigration compliance issues, I recommend you read The I-9 and E-Verify Handbook, a book I co-authored with Greg Siskind, which is available at http://www.amazon.com/dp/0997083379.
  3. California AG Threatens Actions Against Businesses if Don’t Abide by State Law

    By: Bruce Buchanan, Sebelist Buchanan Law

    California Attorney General Xavier Becerra held a press conference on January 18, 2018, wherein he warned California employers that businesses will face fines of up to $10,000 if they assist Immigration and Customs Enforcement (ICE) in potential workplace raids or other similar actions. Becerra’s warning was in response to fears of mass workplace raids due to ICE’s statement that it plans to target Northern California communities for deportations due in part to the state’s “sanctuary” law. Specifically, ICE’s acting director Thomas Homan has told Fox News that “California better hold on tight... If the politicians in California don’t want to protect their communities, then ICE will.”

    Attorney General Becerra stated, “It’s important, given these rumors that are out there, to let employers know that if they voluntarily start giving up information about their employees or access to their employees in ways that contradict our new California laws, they subject themselves to actions by my office.” Becerra was referring to the new state law called the “Immigrant Worker Protection Act,” which went into effect on January 1, 2018.

    As I previously discussed in my blog (see http://blogs.ilw.com/entry.php?10179...udits-and-More), California’s Immigrant Worker Protection Act requires the following:

    1. employers must notify their employees by written notice within 72 hours of Notice of Inspection (NOI) of I-9 records;
    2. employers must notify their employees, individually, of the results of the I-9 audit by Immigration and Customs Enforcement (ICE) within 72 hours of receiving the results of the NOI;
    3. ICE agents are to provide a judicial warrant to employers to access non-public portions of worksites; and
    4. employers are prohibited from sharing confidential employee information, such as Social Security numbers, unless required to do so in a NOI or provided a judicial warrant.


    The law does not restrict ICE from providing a NOI to an employer demanding the employees’ I-9 forms within three days of service of the NOI and the employer being required to honor it.

    For a review of all employment and immigration-related state laws and other issues related to employer immigration compliance, I invite you to read my new book, The I-9 and E-Verify Handbook, which is available at http://www.amazon.com/dp/0997083379.
  4. California’s New Law Requiring Employee Notification of ICE Audits and More

    By: Bruce Buchanan, Sebelist Buchanan Law

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    The State of California has a new law, “The Immigrant Worker Protection Act” (AB 450), which requires employers to notify its employees by written notice within 72 hours of Notice of Inspection (NOI) of I-9 records and to notify its employees, individually, of the results of the I-9 audit by Immigration and Customs Enforcement (ICE) within 72 hours of receiving the results of the NOI. Concerning these notifications, the Labor Commissioner is required to develop a template.

    The new California law also requires ICE agents to provide a judicial warrant to employers to access non-public portions of worksites. Thus, employers may not simply consent for ICE to have access to non-public portions of the worksite. The new law does not restrict ICE from providing a NOI to an employer demanding the employees’ I-9 forms within three days of service of the NOI and the employer being required to honor it. Additionally, employers are prohibited from sharing confidential employee information, such as Social Security numbers, unless required to do so in a NOI or provided a judicial warrant.

    The penalty for a first offense is $2,000 to $5,000 and for each subsequent violation - $5,000 to $10,000. The enforcement of these penalties is under the exclusive authority of the Labor Commissioner or California Attorney General. Thus, employers or employees may not seek enforcement of the statute.

    The question that I have with this legislation is whether any of it is preempted under federal law, Immigration Reform and Control Act (IRCA). Under federal law, when ICE wants to inspect an employer’s I-9 forms, it issues a Notice of Inspection and usually an administrative subpoena. I don’t believe the portions of the legislation concerning notifying workers would be preempted by federal law. It’s unclear whether restricting access to non-public portions of the worksites is preempted.

    I will keep you updated on any litigation over this new state law. For a review of all employment and immigration-related state laws and other issues related to employer immigration compliance, I invite you to read my new book, The I-9 and E-Verify Handbook, which is available at http://www.amazon.com/dp/0997083379.
  5. California Amends Law on Updating Immigration Status; by Bruce Buchanan, Siskind Suss

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    California Governor Jerry Brown has amended a recently enacted state employment law that expanded workplace protections for California workers, including immigrant employees. The amendment to the law adds language which clarifies the statute, especially for immigration purposes.

    Assembly Bill 263, which went into effect on January 1, 2014, provides greater protections against adverse employment actions to workers who are seeking to change their personal information or exercise their workplace rights. (See my prior blog post at LawLogix™) The statute says that employers may not discharge or take any other adverse employment action against an employee "because the employee updates or attempts to update his or her personal information, unless the changes are directly related to the skill set, qualifications, or knowledge required for the job." Thus, even if an employee made a prior false statement about their immigration status, an employer cannot discharge the employee for making such a statement.

    Assembly Bill 2751 amends AB 263 by adding language that employers may not discharge, discriminate, retaliate, or take any adverse employment action against an employee for updating or attempting to update personal information "based on a lawful change of name, social security number, or federal employment authorization document" (e.g., permanent resident card or Employment Authorization card), unless the change relates to skills, qualifications, or knowledge required for the job.

    For example, if an employee in California presents a new permanent resident card, Employment Authorization card and/or social security number, the employer may not discharge or take any adverse employment action against that employee. These types of situations occur when an employee receives employment authorization, such as through Deferred Action for Childhood Arrivals (DACA) or permanent residency through an immediate family member’s petition.

    Employers may, however, still discharge or take adverse employment action against an employee who makes false statements that do not involve updating their immigration status or other personal information.

    As the above language demonstrates, these situations can become complicated. Thus, California employers should seek the advice of an immigration compliance attorney to ensure compliance with the law.

    Name:  siskind_susser_logo.jpg
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Size:  2.9 KB ABOUT THE AUTHOR: Bruce Buchanan is an attorney with the law firm of Siskind Susser P.C. - www.visalaw.com - a full service U.S. immigration law firm representing employers and individuals nationwide for over 20 years. You can also follow this author on social media via Facebook and on Twitter @BuchananVisaLaw .

    Updated 08-05-2014 at 02:33 PM by BBuchanan

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