Preparing Your Business for Immigration Policy Changes Under a New Administration

FEBRUARY 6, 2025

New Americans

Task Force

• Welcome Remarks
• Community Announcements
• Preparing Businesses and Nonprofits for Immigrant Enforcement Compliance
• Community Resources
• Closing Remarks

AGENDA

WELCOMING REMARKS

PETE CODELLA

Managing Director

Business Services, Governor’s Office of Economic Opportunity

Scan QR Code to event website/ rsvp link

Questions? Email ....

UTAH CITIZENSHIP INITIATIVE

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COMMUNITY ANNOUNCEMENT

business.utah.gov/global-talent/citizenship

Internationally-Trained Applicant Credentialing Program

dopl.utah.gov/internationally-trained-applicant-information/

email doplglobal@utah.gov

GET LICENSED, STEP AHEAD

Journeyman Electrician

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in-person, en español: February 13 @6pm, UVU

online, English: February 20 @6pm

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COMMUNITY ANNOUNCEMENT

Venita Ross 801-957-5336

Venita.Ross@slcc.edu

GLOBAL BUSINESS MANAGEMENT

Online Information session│February 26

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For business executives, professionals, working staff and entrepreneurs interested in global business practices.

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COMMUNITY ANNOUNCEMENT

PRESENTER

KATHLEEN WERON

Attorney

Ogletree Deakins

Kathleen Weron has extensive experience as a management-side employment lawyer and litigator. Her practice focuses on defending employment discrimination claims, collaborating and defining employers specifically in areas of occupational safety and health, labor law, and defending discrimination claims. She also advises and represents employers during government inspections and investigations.

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Kathleen has over 30 years of experience representing employers in both federal and state court and before the EEOC, OSHA, the U.S. Department of Labor, the U.S. Department of Justice, and the Utah Labor Commision. Kathleen offers an array of employment services to her clients to promote best practices, including providing compliance advice, reviewing and drafting workplace policies, as well as drafting restrictive covenants, employment and severance agreements.

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Presented by

© 2025, Ogletree Deakins

www.ogletree.com

Kathleen D. Weron

Salt Lake City, Utah

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Disclaimer

These materials have been prepared by the lawyers of Ogletree Deakins to inform our clients of important information in these areas of law. They are not, of course, intended as specific legal advice, but rather are offered to alert our clients to important developments and potential problems that may affect their business operations. When clients are faced with actual or potential business problems relating to these areas, they are encouraged to seek specific legal counsel by contacting the lawyers in our firm with whom they normally work.

Any reproduction in any form or incorporation into any information retrieval system or any use without the express written consent of Ogletree Deakins is prohibited.

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Trump Administration’s Immigration Actions: �What You Need To Know

The Trump Administration confirmed that increased immigration enforcement actions will begin within the first several weeks of the administration.

These enforcement actions may be taken against any individual in the United States without proper documentation and individuals with final orders of removal.

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Expanded Locations

The Department of Homeland Security has expanded the locations at which enforcement actions may occur. ICE Officers are now authorized to conduct enforcement actions in the workplace and in previously designated sensitive areas, which include:

• Schools
• Medical facilities
• Places of worship
• Social establishments
• Children's gathering places
• Places for disaster or emergency response and relief
• Wedding and/or funeral sites
• Public demonstrations (parades, marches, rallies)

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

What Employers Should Do Now

Ensure You Are Following the Law

• The Immigration Reform and Control Act requires employers to verify all job candidates’ identity and employment eligibility.
• Along with having employees fill out the Form I-9, employers must also “examine the employment eligibility documents and identity document(s) an employee presents to determine whether the document(s) reasonably appear to be genuine and to relate to the employee record the document information on the Form I-9”

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

What Employers Should Do Now

• Two Important Implications:
• First, employers cannot overlook discrepancies between job candidates’ I-9 disclosures and immigration documents. Employers must review job candidates’ I-9 forms. If the information on an I-9 is inconsistent with the information contained in a job candidate’s immigration documents, employers cannot assume this is a mistake. Instead, they must investigate and make an informed decision regarding the job candidate’s immigration status.
• Second, employers cannot accept questionable immigration documents. If a job candidate’s documents appear to be forged or altered, this requires additional scrutiny.�

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

The Form I-9

• Employees must complete and sign the Form I-9 no later than the first day of employment, but not before accepting a job offer.
• Employers or their authorized representative must complete and sign the Form I-9 within three business days after the employee’s first day of employment; and
• Must physically examine, or examine consistent with a procedure authorized by the Secretary of DHS, documents listed on the Form I-9

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Acceptable Documents

Employees may present one from List A or a combination of one selection from List B and one selection from List C on Form I-9.

• All documents containing an expiration date must be unexpired.

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

A Word of Caution: �The Interplay Between The I-9 and Discrimination

• Generally, employers are required to accept facially-valid documents from the list of the I-9 acceptable documents list without further inquiry.
• Duty to inquire further under government’s “constructive knowledge” standards.
• But, if employer terminates employee, could implicate discrimination concerns.

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Tips

• You’re not a document expert. Apply common sense.
• Carefully review original documents.
• Ensure documents “reasonably appear” to be genuine (free of typos, obviously altered, cut and paste).
• Ensure documents reasonable appear to relate to the person presenting them (age, appearance).
• Check the document’s expiration date.
• If you are unsure, make a clear copy and have an immigration attorney review the document.
• Sign up for E-Verify, which can be helpful.

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

E-Verify

• Federal: Voluntary federal program allows employers to submit information from employees’ I-9 forms to the U.S. government for confirmation that the employee is work-authorized.
• Utah: A private employer who employs 150 or more employees on or after May 4, 2022, may not hire a new employee on or after May 4, 2022, unless the employer is registered with and uses a status verification system such as E-Verify to verify the federal legal working status of any new employee.
• https://corporations.utah.gov/business-entities/verifyutah/

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

What Employers Should Do Now

Conduct I-9 Audits and Remediation

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

What Employers Should Do Now

Review and Strengthen Policies

• Track re-verifications and temporary visas that will expire.
• Develop robust employment verification policies that integrate state and federal contract E-Verify requirements.
• Establish protocols for addressing SSA number mismatches.
• Develop escalation SOPs for fraudulent documents or unknown document concerns.
• Reinforce the importance of avoiding discrimination while adhering to federal and state laws.

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Monitor Third Party Labor and Service Providers

Check Your Agreements with Staffing Companies, PEOs, Vendors, etc.

• Review the language and ensure reasonable representations and warranties are in place.
• Staffing agencies should consider and adopt best practices and be fully compliant with the I-9 laws and other relevant immigration laws.
• Vendors who provide contractors should have contract language ensuring they provide contractors legally authorized to work in the U.S.

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Unannounced Visits

Visa Sponsorship Verification (employers who have sponsored certain visa types, such as H-1B, L-1, or F-1 STEMP Opt).

• Does not require a subpoena or warrant. Visits are to ensure compliance with employer-sponsored visa program.

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Unannounced Visits

Form I-9 Audit

• An immigration agent may visit and request the employer produce Form I-9 and supporting documents.
• Typically, the agent will deliver a written request for documents, often in conjunction with a subpoena.
• Agents are not permitted to ask questions or search the premises and must leave after delivering the government’s written request.

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Unannounced Visits

Warrant

• An immigration agent may present an arrest warrant or search warrant.
• A judicial warrant is signed by the judge and is the only type of document that authorizes government agents to enter private areas of a business and must specifically describe the areas that may be accessed.

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

ICE Workforce Enforcement Actions: �Considerations for Employers

• ICE agents may arrive at a worksite without prior notice as part of an investigation.
• ICE agents are not police officers, but their uniforms may display “Police” or “Federal Agent.”
• They may be armed.
• Occasionally, local police officers may accompany ICE agents during these actions.
• ICE agents may visit your business to locate a specific individual or individuals. During their visit, they may attempt to question, detain, or arrest other individuals present.

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

How Employers Can Prepare for Immigration Agents�

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Develop a Written Response Plan in Advance

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Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

• Request identification and contact information of the government agent (name, phone, email, business card, badge number) and calmly ask the agent to wait while the appropriate contacts are notified and consulted.
• Immediately reach out to the Company’s designated Points of Contact.
• Confirm whether the government agent has a search warrant.
• If the agent does not have a search warrant, the agent’s access should be limited to a reception area or adjacent conference room, and the agent should always be accompanied.
• The agent should not be given access to inspect the facility or worksite, nor be allowed to interview employees until after a discussion between the agent and the Company.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Train Your Staff to Avoid �Interaction with ICE Agents

• An agent will serve the search warrant on a receptionist or company representative and alert other agents to enter.
• Your company can accept the warrant but not consent to the search. If you do not consent to the search, the search will proceed anyway but you can later challenge it if there are grounds to do so.
• Employees may respond with,

“I can’t give you permission to enter. You must speak with my employer.”

• Agents may demand that equipment be shut down and that no one leave the premises without permission.
• Agents may move employees into a contained area for questioning.

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Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Evaluating a Search Warrant

• Understand Private vs. Public Areas
• Private Areas: Doors that are locked, areas where “Private” signs are posted. Areas not accessible by anyone without permission.
• Public Areas: Reception or lobby area, dining areas, parking lots, waiting areas, which can be accessed by anyone without permission.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Public Areas

• Public areas of your business, such as dining areas, parking lots, lobbies, or waiting areas, can be accessed by anyone, including ICE agents, without permission.
• Being in a public area does not grant ICE the authority to stop, question, or arrest individuals indiscriminately.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Private Areas

Private areas of your business cannot be entered without your permission (consent) or a judicial warrant.

• Mark private areas “Private”
• Keep doors closed or locked
• Enforce a policy that visitors and the public cannot enter these areas without permission. Make sure employees know not to grant permission to private areas.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

For Private Areas

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Judicial Warrant: What to Look For

• A judicial warrant must be signed by a judge.
• A judicial warrant must indicate “U.S. District Court” or a State Court at the top of the warrant.
• If ICE agents attempt to enter a private area, state: “This is a private area. You cannot enter without a judicial warrant signed by a judge. Do you have a judicial warrant?”
• Make sure to request to see it and review it!

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Administrative Warrant

• An administrative warrant does not permit ICE agents to enter private areas without your permission.
• Administrative warrants are issued by the Department of Homeland Security.
• Look for a DHS seal, label, and/or the actual form number, i.e., DHS Form I-200, “Warrant for Arrest” or Form I-205, “Warrant for Removal/Deportation.”
• If presented with an administrative warrant, you may refuse to comply with the warrant and ask the agents to leave.

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Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

With a Warrant: Employer’s Initial Procedures

• If ICE agents claim to have a warrant, request a copy and review it.
• Immediately send a copy of the warrant to the Company’s designated Points of Contact
• Designated Points of Contact should examine the search warrant to make sure:
• It is signed by a judge
• It is valid:
• The period of validity has not expired;
• The office address is listed as the place to be searched;
• There is a description of the items to be searched.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

With a Warrant: Employer’s Initial Procedures

• If agents present an administrative warrant, the employer may choose to decline further cooperation.
• If presented with an administrative warrant naming an employee:
• An employer is not obligated to disclose whether the employee is present.
• An employer is not required to lead ICE agents to the named employee.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

During the Worksite Enforcement Action

• Remain calm and instruct employees to do the same.
• If a government agent enters private areas either with or without a warrant, assign employees to follow each agent. The employee may take notes and/or record video if possible.
• Observe the agents to ensure they comply with the warrant’s terms.
• Do not block or interfere with the agent’s activities.
• Do not allow news reporters to have access to the work site.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Administrative Warrant Naming an Employee

• If ICE presents you with an administrative warrant naming an employee:
• You are not obligated to disclose whether the employee is present.
• You are not required to lead ICE agents to the named employee.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

During the Worksite Enforcement Action

• Ask the agent to leave a list of all property taken and the names of any employees arrested.
• If any workers are arrested, ask ICE agents where they are being taken to assist the worker’s family and lawyer in locating them.
• Prepare a detailed written summary of what happened immediately after the search has concluded.
• Contact worker’s emergency contact to notify them of arrest and location of where the worker was taken.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

If ICE Agents Attempt to Stop, Question, Detain, or Arrest a Worker

• Your employees have the right to remain silent
• Employees do not need to answer questions about their immigration status, where they were born, or how they entered the United States.
• They may exercise their right to remain silent and may ask to speak to an attorney.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

If Ice Agents Attempt to Stop, Question, Detain, or Arrest a Worker

• If federal agents try to determine your employees’ immigration status by asking them to stand in groups according to status, they do not have to move, or they can move to an area that is not designated for a particular group.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Control the Flow of Information

• As the employer (or employer representative), provide only information that ICE requests, when they request it.
• Advise your representative not to PROVE their case or defend the worksite enforcement action.
• Any additional information offered verbally can be used against the employer.

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Questions?�

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Resources

• USCIS I-9 Handbook
• https://www.uscis.gov/i-9-central/form-i-9-resources/handbook-for-employers-m-274
• Searchable, updated regularly
• Includes a specific searchable section on receipts: https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents/receipts
• USCIS I-9 Central
• https://www.uscis.gov/i-9-central
• Breaking news
• Helpful tools
• DOJ Immigrant and Employee Rights Section
• https://www.justice.gov/crt/employer-information
• On-demand Training
• Best practices to avoid I-9 discrimination

​

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Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

Thank you!

Kathleen D. Weron

Ogletree, Deakins, Nash, Smoak & Stewart, P.C.

15 West South Temple, Suite 950 | Salt Lake City, UT 84101

801-658-6166

Kathleen.Weron@ogletree.com

Find Us Online

www.ogletree.com

twitter.com/ogletreedeakins

linkedin.com/company/ogletree-deakins

Atlanta / Austin / Berlin / Birmingham / Boston / Charleston / Charlotte / Chicago / Cleveland / Columbia / Columbus / Dallas / Denver / Detroit (Metro) / Greenville / Houston / Indianapolis / Kansas City / Las Vegas / London

Los Angeles / Memphis / Mexico City / Miami / Milwaukee / Minneapolis / Montréal / Morristown / Nashville / New Orleans / New York City / Oklahoma City / Orange County / Paris / Philadelphia / Phoenix / Pittsburgh

Portland (ME) / Portland (OR) / Raleigh / Richmond / Sacramento / Salt Lake City / San Antonio / San Diego / San Francisco / Seattle / St. Louis / St. Thomas / Stamford / Tampa / Toronto / Torrance / Tucson / Washington, D.C.

PRESENTERS

LILIANA BOLANOS

Immigrant Family Policy Analyst

Voices for Utah Children

BAILEY RIVERA-WYMES

Senior Project Manager

The Center for Economic Opportunity and Belonging

Utah Immigrant Advocacy Coalition

Navigating the complexities of immigration can be overwhelming. At UIAC, we believe in building a community where all immigrants in Utah can thrive and make meaningful contributions. This guide serves as a one-stop hub for trusted information, connecting individuals with support networks and equipping them with the tools to advocate for their rights and future.

Utah Immigrant Advocacy Coalition

Regardless of immigration status, every family should have a Family Preparedness Plan. While we hope that you never have to use this plan, it is good practice to have one in place to help reduce the stress of the unexpected. We hope this guide helps you and your loved ones feel empowered to take control of your safety and well-being.

DISCUSSION & QUESTIONS

THANKS FOR JOINING US!

MARCH WEBINAR

2025 Legislative Updates

Claudia Gutiérrez Sánchez, Interim Director

Governor’s Office of Economic Opportunity

Utah Center for Global Talent

business.utah.gov/global-talent

​

Ze Min Xiao, President & CEO

Center for Economic Opportunity & Belonging

belonginutah.org

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