enforcement action. La Rosa recommended documenting each employee’s immigration status, employment authorization dates, and copies of related documents (such as work permits or visa approvals). “It’s better to be over-prepared than scrambling to pull files while an agent is standing in your lobby,” she noted.
3. Establish and Train on Enforcement Protocols
Develop clear written protocols for how to respond to site visits by ICE or other federal agents. These should cover who is auth- orized to speak with agents, how to verify warrants, and what steps to take if asked for access to non-public areas or employee records. “Training your staff is essential,” La Rosa said. “They should know what to do before anyone knocks on the door.”
4. Use Signage Strategically
Posting signs that designate “Private — No Entry Without Permission” in non-public work areas is both a legal and practical defense. “Unless an officer has a valid warrant, you do not have to allow them into private areas,” La Rosa explained. These signs reinforce that boundary and help avoid misunderstandings during a tense interaction.
5. Evaluate Sponsorship Options Thoughtfully
While not appropriate for every position, sponsoring a valued employee for legal status through H-2B, TN, or green card processes, can be a strategic investment. “It’s a longer game,” La Rosa said, “but for the right employee, it can be worth it.” She
Without a warrant, officers cannot enter a private area.
urged companies to consider this only after weighing legal costs, wait times, and the employee’s fit within the long-term business plan.
Finally, she stressed the need to challenge internal assumptions. “Don’t assume you can’t hire someone because of their immi- gration background,” she urged. “Talk to a professional. The paperwork may seem complicated, but don’t close the door without understanding what’s possible.”
By acting now, at the local level, with good advice, La Rosa believes pallet companies can meet urgent labor needs and become part of a more inclusive and resilient workforce strategy.
Disclaimer: This article is for informational purposes only and does not constitute legal advice. Employers should consult with a qualified immigration attorney or compliance professional before making decisions related to employment authorization or immigration matters.
WPM
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