A Message From The President – July 3, 2025

Updated July 22, 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 below 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:

• 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 and toolkit. (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)
• City of Santa Barbara Immigration Resources: (https://santabarbaraca.gov/immigration-resources)
• County of Santa Barbara Immigration Resources: (https://www.countyofsb.org/1668/Second-District)

From CalChamber

CalChamber Policy Statement: Our current immigration system is broken. There are approximately 11 million undocumented immigrants in the nation, with more than 2.4 million (according to PEW Research) or close to 21 percent in California, which impacts our economy, our labor force and our society. Immigration reform should bring certainty to employers, employees, and families. We need a comprehensive national program that addresses border security, temporary worker programs, employment verification and enforcement, as well as a path to legal status.

• Statement from the CalChamber President & CEO
• Immigration Law Resources – California Chamber of Commerce
• How to Prepare Your Workplace, Employees for Workplace Immigration Enforcement
• Labor and Employment Training
• Workplace Raids and I-9 Audits
• California Labor Commissioner Issues Immigration Compliance Reminders 

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.

Everyone has rights in the United States!

• You are not required answer any questions from an immigration agent. You have the right to remain silent (5th ammendment).
• You are not required to sign anything without first speaking to a lawyer.
• If you are outside, ask if you are free to leave. If they say yes, leave calmly.
• If you are inside, you are not required to open the door. Ask for a warrant with your name on it signed by a judge with your specific and correct name and address on it before allowing entry.