3 Ways to Prepare for Increased Enforcement Efforts Following DHS’s Recent Worksite Enforcement Memo
Updated: Aug 1
DHS Secretary Directs ICE, USCIS, and CBP to Focus on Enforcement Efforts Against Employers in Recent Worksite Enforcement Memo
On October 12, Alejandro Mayorkas, Secretary of the Department of Homeland Security, issued a memo to ICE, USCIS, and CBP directing them to focus their attention on worksite enforcement against employers.
DHS plans to adopt policies and practices that:
- Focus on worksite enforcement against employers and deliver more severe
consequences to employers that are not in compliance
- Broaden and deepen cooperation and coordination between DHS, DOL, DOJ, and other
state labor agencies
DHS also called on agencies to review current employment-related policies and propose recommendations within the next 60 days targeted at supporting the enforcement of employment and labor standards. As a result, employers may see an increase in the number of ICE I-9 audits taking place or the amount of fines given to non-compliant employers.
3 Things You Can Do to Prepare for Increased Worksite Enforcement Efforts Against Employers
As DHS works alongside other agencies to increase the focus on worksite enforcement against employer, employers should:
1. Make sure your I-9 administrators are properly trained
2. Ensure Your Corporate Immigration Compliance Officer is trained and understands how
to use ICE Best Employment Practices to build Corporate Immigration Compliance Plan,
Policy, and Procedures
3. Undergo annual I-9 audits to identify and correct practices causing errors
Utilizing well-crafted compliance tools can help protect you from potential liability. Here are some useful resources:
Business Immigration Attorney
MDIVANI CORPORATE IMMIGRATION LAW FIRM
NOT LEGAL ADVICE: This article is for educational purposes only, it is not legal advice that may be applicable to your situation
The information provided here does not constitute legal advice. It is general information regarding law and policy that may be applicable to your particular HR issue or legal problem. Information provided in this blog, or any of our other public posts, does not create an attorney-client relationship. For specific advice you can rely upon, please contact your attorney.