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What to Do During I-9 Audits and ICE Raids
- The difference between an ICE audit and raid—and what to expect generally in either instance
- The roles and responsibilities of key team members at various levels of your organization
- How to negotiate for additional time from ICE following a Notice of Suspect Employees to prevent your business from shutting down due to labor shortages
- Tips for communicating with workers about ICE’s activities—what to share, when, and how
- 5 things you should be prepared to do in the event of an ICE audit—and what you should never do
- 5 things to expect in the event of an ICE raid
- How to handle calls from the media or concerned workers’ family members about what’s going on in the event that a worker is removed from the worksite and detained during a raid
Overview of the webinar
What must you do during an ICE raid or audit? What don’t you have to do? What are you and aren’t you allowed to do? How do you manage your employees during an ICE audit or raid? Learn that more in our upcoming webinar.
Who should attend?
- CEO’s
- Business Owners
- Senior Managers
- HR Directors/Managers
- Supervisors
- Front office staff
- All HR professionals
- All Employers
Why should you attend?
Last year, ICE stormed a meatpacking plant in rural Tennessee, arresting 97 immigrants in the largest single workplace raid in a decade. Last January, ICE special agents descended on nearly 100 7-Eleven franchises nationwide armed with notices of employment verification inspection.
During an August 2019 raid at poultry plants in Mississippi, ICE detained more than 600 workers. Following that raid, the White House ordered US Immigration and Customs Enforcement (Ice) agents to identify more targets across the country, according to a report by CNN, which also says that the raids would be specifically aimed at workplaces, like those in Mississippi.
The Trump Administration has made immigration enforcement a priority. Employers who cannot document that their employees are authorized to work in the US can be – and often are—subject to exorbitant fines and penalties, or worse still, shut down. With appropriate preparation, however, that does not have to happen to you.
This scenario is preventable. Attending this webinar will get you headed in the right direction.
Faculty - Ms.Janette Levey Frisch
Janette Levey Frisch, Founder of The EmpLAWyerologist Firm, has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law.
Janette and The EmpLAWyerologist Firm operate under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems before they result in lawsuits or steep fines caused by government audits. Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs.
Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer. Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many, many others. Janette also serves as a Task Force Member of the Workplace Violence Prevention Institute, a multi-disciplinary organization dedicated to providing cutting edge resources to employers serious about taking a holistic, proactive approach to preventing and minimizing workplace violence.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org