In August, Immigration and Customs Enforcement (ICE) raided seven chicken-processing plants, resulting in the arrest of close to 700 individuals, according to the Associated Press. While the Trump Administration hadn’t immediately charged any of the companies’ owners or top leaders, company officials can generally be held criminally liable for knowingly hiring workers who aren’t authorized to work in the United States. And, the process of investigating managers is a more laborious process than rounding up illegal workers during workplace raids.
But, given the Trump Administration’s continued commitment to holding individuals accountable for undocumented individuals in the country illegally, it’s perhaps more important than ever for employers to understand their legal rights and responsibilities in the event of an ICE raid.
Worksite audits and raids have skyrocketed under the Trump Administration. And, if you have “constructive knowledge” of a worker’s unauthorized status, you could be in big trouble with the federal government. But, what does “constructive knowledge” mean in the eyes of the law?
Join us on November 6 for an all-new webinar on how to recognize your organization’s legal rights and responsibilities in the event of an ICE raid and how to keep business operations running as smoothly as possible if ICE agents descend on the workplace.
- What to immediately do and not do if ICE agents come to your worksite(s) unannounced
- What ICE agents may request of you and your company—and which requests you should grant, and which you should stall
- What the federal government’s burden is to prove that an organization has “knowingly” employed someone unlawfully
- How to communicate with your workforce about what’s happening and resume as close to normal business operations as possible
- And more!
YOUR EXPERT INSTRUCTOR
Jacob Monty, Esq.
Jacob M. Monty is the founding and managing partner of Monty & Ramirez LLP and is Board Certified in Labor and Employment by the Texas Board of Legal Specialization. His distinguished career involves the representation of employers in litigation matters in Texas and California and his expertise in handling labor issues in Hispanic workforces. He represents employers in federal and state courts in civil cases and in investigations and audits conducted by the National Labor Relations Board (NLRB), Department of Labor (DOL), Department of Homeland Security-Citizenship and Immigration Service (DHS-CIS), Occupational Safety and Health Administration (OSHA) and Equal Employment Opportunity Commission (EEOC). In these cases, Monty specializes in employee allegations of wage and hour violations, invasion of privacy, wrongful discharge and discrimination based on age, race, sex, national origin, disability, and other protected classes, as well as traditional labor matters including collective bargaining agreements and executive employment contracts.
This program has been submitted for pre-approval for 1.5 hours of general recertification credit toward PHR and SPHR recertification. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at www.shrm.org/certification.