A Message From The President

Dear Members, 

Many of you have shared your thoughts and concerns about recent immigration issues and their effects on our businesses, workforce, and broader community. These conversations have been candid, heartfelt, and deeply personal. You, our members, have shared recent experiences and situations that are having a direct and profound effect on our workforce, our families, our neighborhoods, our friends, and our identity as a community.   

The Chamber’s role, is to listen to you, convene more conversations, do our research, and provide support to our members. In our mission to support economic growth and opportunity for all, our immediate response is to provide you with resources and information to help navigate these complex challenges.  

In several recent meetings, discussions revolved around the impact of ICE activities on local businesses, as well as the broader implications of immigration policies. These are not just economic or policy discussions—they are about people. 

I know this is a complicated issue, and I know there are many perspectives. What I also know is that we, as a business community, are stronger when we work together with collaboration and understanding. While the Chamber does not set federal policy, we are committed to keeping you informed and providing feedback to policy leaders when there is significant disruption to business. 

I encourage you to review the resources <link> we have gathered to help navigate the potential impacts on businesses. We will update these resources as needed; please send us additional resources as you have them. 

As we continue to evolve these discussions, let’s lead with the values that define us—empathy, respect, and a commitment to solutions that strengthen both our businesses and our community.

Thank you for your trust, your honesty, and your dedication to making this region a better place for all.

Immigration Resources:

• Navigating ICE Raids and Audits: A Practical Guide for California Employers: This guide outlines essential steps for California employers to prepare for and respond to ICE raids and audits, emphasizing compliance and protection of rights. (https://www.californiaemploymentlawreport.com/2025/02/navigating-ice-raids-and-audits-a-practical-guide-for-california-employers/)
• Recommendations for Employers Regarding ICE Visits and Raids: This resource provides a general guide on employer rights and strategies to protect both the business and its workforce during ICE visits and raids. (https://www.armstrongteasdale.com/thought-leadership/recommendations-for-employers-regarding-ice-visits-and-raids/)
• ICE Workplace Raids – How Employers Can be Prepared: This alert offers guidance to help employers effectively respond to workplace raids by ICE authorities, including preparation and response strategies. (https://www.fordharrison.com/ice-workplace-raids-how-employers-can-be-prepared)
• Best Practices for Employers Navigating ICE Visits: This article discusses strategies such as maintaining accurate I-9s and training staff to help employers navigate ICE visits effectively. (https://www.mclane.com/insights/best-practices-for-employers-navigating-ice-visits/)
• Employer Guidance on Handling ICE Workplace Investigations and Inspections: This alert provides guidance to employers on potential interactions with or inspections by ICE at the workplace, including preliminary actions and suggested steps during an ICE visit. (https://natlawreview.com/article/employer-guidance-workplace-interactions-ice)

CalChamber Podcast: Workplace Raids and I-9 Audits: What Employers Need to Know

In this episode of The Workplace podcast, CalChamber Associate General Counsel Matthew Roberts and immigration law experts Greg Berkand Andrew Desposito discuss employer obligations during federal  immigration raids and audits.

Best Practices

We have prepared these best practices for you and your management teams consideration should you have any visits from ICE or other government agencies to your businesses.

1. Proactive Communication & Team Support
   • Address concerns with staff proactively to reduce misinformation and emotional responses.
   • Emphasize the importance of relying on facts and official sources rather than rumors or speculation.
   • Encourage employees with specific concerns to consult local legal resources for guidance.
2. Compliance with Employment Verification
   • Ensure all I-9 forms are completed before employees begin work.
   • Provide I-9 training during onboarding and offer refresher courses as needed.
   • Maintain compliance with all employment verification requirements.
3. Response Protocol for ICE or Government Agency Visits
   • Remain Calm & Professional – Maintain a composed and respectful approach.
   • Contact The Appropriate Representative Immediately – Notify HR or legal support without delay.
   • Request Written Documentation – Obtain official records of any request before proceeding.
   • Avoid Immediate Compliance Without Guidance – Do not grant access or provide documents without consulting legal counsel.
   • Follow Legal Timelines – You have 72 hours to respond to inquiries.
4. Employee & Third-Party Communication
   • Communicate with employees as necessary but avoid speculation.
   • Temporary staff or third-party contractors are the responsibility of their staffing agency or employer for any legal inquiries.