A Message From The President

July 3, 2025

In recent weeks, many of you have shared candid and heartfelt concerns about increased ICE activity and immigration-related challenges. You’ve told us how these issues are affecting your businesses, your workforce, your families, and the broader connections we share as neighbors in this region.

To support you, we’ve compiled key resources on our website to help you and your teams navigate these complex situations. We will continue to keep this information updated, and we welcome any additional materials you would like to share with us.

View earlier post from March 13, 2025 here.

Immigration Resources:

• UPCOMING WEBINAR: Immigration Compliance for Hotels: What You Need to Know
  • Thursday, July 10, 2025 | 10:00 – 11:00 a.m.
  • The California Hotel & Lodging Association invites all local hotel employers to a special immigration-focused webinar. REGISTER HERE
• 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.