By Rania V. Sedhom
The Department of Homeland Security is making unscheduled visits to businesses across all industries.
The Trump Administration is increasing enforcement against individuals who are not authorized to work through the Immigration and Customs Enforcement (ICE). Luxury brands are not immune from these raids.
Individuals who are unauthorized to work include those individuals who do not have documentation, have improper documentation or have expired documentation. With enhanced prosecution under way, this article will provide luxury brands with insights into their rights and responsibilities if ICE arrives at their doorstep.
To streamline the process, each company should designate a single point of contact at each location to communicate with ICE agents. The representative should advise the company attorney as soon as agents arrive and await further instruction.
If it is infeasible to communicate with the company attorney because s/he is away, in court, etc. brands can take the following steps: first, ask for ID from the ICE agents and take down their names and badge numbers. This is especially important if they come with a warrant.
If they have a warrant, keep an eye out for any damage that is caused during the search because you may be able to obtain damage. If they do not have a warrant, you may decide whether to allow them to search the premises.
Also, if they do not have a warrant, it is your option whether to provide them with copies of documentation validating work authorization or the like.
ICE agents are allowed to enter public spaces, including public areas within places of work. This means ICE can enter retail stores, restaurant lobbies, hotel lobbies, etc., without special permission or a warrant.
Employers throughout the country have begun receiving Notices of Inspection or subpoenas instructing them to supply ICE with complete I-9 records and other work-related documents related to their hiring practices and immigration compliance. I-9 audits can be costly and disruptive.
Many companies do not keep track of expired visas and simply file the I-9 after initially verifying employment. However, now may be the time to conduct an I-9 review.
Views shared are purely the author’s. Rania V. Sedhom is founding member and managing partner of the Sedhom Law Group, New York. Reach her at rsedhom@bespokelawfirm.com.
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