Top 5 Takeaways for Employers As Attorney General Announces Aggressive Immigration Stance

The Department of Justice (DOJ) recently announced a significant shift in immigration enforcement policy under Attorney General Pam Bondi’s leadership, prioritizing aggressive prosecution of immigration-related violations – including at the workplace. In a memo issued to all DOJ employees, Bondi said that the “nation faces historic threats from widespread illegal immigration.” As a result, “immigration enforcement” now tops the DOJ’s list of prosecution priorities. While this shift should come as no surprise given the new administration’s immigration focus, employers should use this February 5 guidance as a reminder to take proactive steps to ensure immigration compliance. Here are the five biggest takeaways for businesses looking to stay one step ahead of the current changes.

1. Expect Increased Criminal Prosecution for Immigration Violations

The main point in AG Bondi’s February 5 “General Policy Regarding Charging, Plea Negotiations, and Sentencing” memo is that DOJ has directed U.S. Attorney’s Offices across the country to use “all available criminal statutes to combat the flood of illegal immigration . . . and to support the DHS’s immigration and removal initiatives.” The memo cites provisions of the law (8 U.S.C. §§ 1324-1328) that pertain to imposing criminal penalties for harboring, hiring, or continuing to employ individuals without lawful US work authorization – as well as discrimination in recruitment, hiring, and employment based on national origin or citizenship status, or falsifying any immigration documents, petitions or applications. For employers, this means three main things:

• Employers knowingly hiring unauthorized workers face heightened legal risks under federal criminal statute.
• You can expect more criminal investigations into employers found to have committed workplace immigration violations – even seemingly unintentional mistakes.
• Companies with a history of non-compliance may be prioritized for enforcement actions.

2. State and Local Law Enforcement Will Play a Bigger Role

AG Bondi’s memo emphasizes that federal authorities will coordinate with state and local agencies, allowing them to make certain immigration-related arrests under federal law. It also states that the DOJ will investigate incidents where state and local actors resist, obstruct or otherwise fail to comply with “immigration-related commands and requests.” That means that you can expect to receive increased scrutiny from local authorities, not just federal agencies. With expanded law enforcement involvement, we expect to see an increase in the number of audits and raids carried out in workplaces across the country.

3. Immigration Compliance Failures Could Lead to Criminal Obstruction Charges

The DOJ’s guidance memo makes clear that it is prioritizing enforcement against individuals and businesses that obstruct federal immigration enforcement efforts. Employers need to know that the DOJ takes the position that businesses that fail to cooperate with audits or investigations – not just ones that actively hinder or interfere with enforcement – could face charges under the federal statute that prohibits any “conspiracy to defraud” the federal government. In fact, some employers and business owners across the country have already been charged with harboring undocumented workers, which has been a pretty rare action in the past.

4. Mandatory Reporting Will Increase Employer Risk

Another key point under AG Bondi’s memo is that each U.S. Attorney’s Office across the country must now track and report immigration-related cases and convictions. DOJ attorneys who fail to pursue immigration-related cases will be monitored and could face consequences.  This will obviously increase the likelihood that employers will face heightened scrutiny. Because immigration-related violations will be more visible and subject to DOJ oversight, you should expect increased follow-ups on any prior audits and investigations that you may have previously been subject to. This also means that businesses in industries with high immigrant workforces (like agriculture, hospitality, construction, etc.) will likely face targeted enforcement efforts.

5. You Must Take Immediate Proactive Compliance Steps

With heightened enforcement now a certainty, businesses should act immediately to minimize legal risks. We recommend you follow the steps outlined in our previous Insight, including:

• Understand the risks of immigration violations;
• Take steps to minimize the chances of facing a workplace raid, including conducting internal I-9 audits, implementing training programs, strengthening your internal reporting mechanisms to flag compliance risks, and consider using E-Verify;
• Know the difference between an audit and a raid, and train your key personnel to know how to handle both enforcement actions;
• Partner with your FP counsel to develop a compliance action plan before you face any action from the government and to help prepare for potential enforcement actions.

Conclusion

If you have any questions about these developments or how they may affect your business, please contact your Fisher Phillips attorney, the authors of this Insight, or any member of our Immigration Practice Group. Our Employers’ Rapid Response Team (877-483-7781 or DHSRaid@fisherphillips.com) is on call to provide immediate legal counsel when a raid occurs, assist with documentation and compliance review, and provide post-raid support and strategy assistance.

Visit our New Administration Resource Center for Employers to review all our thought leadership and practical resources, and make sure you are subscribed to Fisher Phillips’ Insight System to get the most up-to-date information.

About the authors:

Jocelyn Campanaro is co-chair of the firm’s Immigration Practice Group. She is a nationally recognized business immigration attorney, guiding companies throughout the country on how to effectively navigate U.S. immigration law. She has extensive experience in all areas of business immigration, including helping clients stay informed of current changes in the law, handling nonimmigration and immigration visa applications, securing outbound visas and developing global mobility plans. She represents local, national and multi-national companies in such industries as financial services, information technology, construction, hospitality, manufacturing, professional sports and other fields.

Angelica Ochoa is a partner in the firm’s Denver office. Her practice covers virtually all aspects of employment-based immigration into the United States. She has experience in obtaining nonimmigrant work visas and employment-based immigrant visas for management, professionals, and specialized skills employees. With respect to employment-based nonimmigrant work visas, she advises and represents companies in the preparation of a variety of petitions. With respect to employment-based immigrant petitions, she advises and represents clients in all employment preference categories as well as adjustment of status. She also advises companies on I-9 employment eligibility verification best practices and assists clients through I-9 compliance issues. She regularly provides management training on immigration-related subjects.

This article originally appeared on HospitalityLawyer.com.