十二月 20, 2017
Immigration Law Alert
Immigration Law Alert
Author(s): Jason Gerrol
California’s Immigrant Worker Protection Act will impose various requirements on California employers with regard to restricting access of federal immigration agencies to nonpublic work areas and I-9 inspections, among other requirements.
Revised February 23, 2018
In the latest attempt by California legislators to counteract the immigration policies of the Trump administration, a series of state immigration laws will go into effect January 1, 2018, including the Immigrant Worker Protection Act (“the Act”), which will impose certain obligations on California employers where a federal immigration enforcement agent, specifically U.S. Immigration and Customs Enforcement (ICE), seeks access to nonpublic areas of the workplace or to review employee records including I-9 Employment Eligibility Verification forms.
Effective January 1, 2018, California employers, both public and private, will be prohibited from:
If an employer receives a Notice of Inspection, an employer must provide notice of the impending I-9 inspection to each current employee as well as any authorized union representative(s) within 72 hours of receiving the Notice of Inspection. The Act indicates a template notice will be made available to employers on or before July 1, 2018, but in the meantime, the Act outlines the specific information that must be included in the notice to employees.
UPDATE: In February 2018, the California Labor Commissioner’s Office issued a template notice for employers to use in the event of an inspection.
If during the course of an I-9 inspection by a federal immigration agency, an employee is identified as either lacking work authorization or possessing deficient work authorization documents, the employer must deliver to each “affected employee” an individual notice describing (1) the deficiencies identified during the course of the inspection, (2) the time period for correcting any potential deficiencies, (3) the time and date of any meeting with the employer to correct deficiencies and (4) informing the affected employee of his/her right to representation during any meeting with the employer.
Finally, the Act prohibits an employer from reverifying the employment eligibility of a current employee in a manner inconsistent with federal law.
Employers who voluntarily provide immigration enforcement agents with access to nonpublic areas of the workplace, or who fail to comply with the above notice requirements, may be subject to a civil penalty of between $2,000 and $5,000 for a first violation, and between $5,000 and $10,000 for each subsequent violation. The penalty will not apply where access was obtained without the consent of the employer or other person in control of the workplace, or where the required notice was not provided at the express and specific direction of the federal government.
The Act does not preclude an employer from taking an immigration enforcement agent to a nonpublic area for the purpose of verifying whether a judicial warrant has been obtained, provided that no consent to search nonpublic areas is given in the process.
No. The Act states that “nothing…shall be interpreted, construed, or applied to restrict or limit an employer’s compliance with a memorandum of understanding governing the use of the federal E-Verify system.”
The Act makes broad references to “immigration worksite enforcement actions” and “immigration enforcement agent” without identifying what or who these terms reference. Nevertheless, while the scope of the Act is not entirely clear, its history and context clearly contemplate the large-scale worksite raids conducted by ICE.
There are other instances where an employer may encounter an immigration-related inspection. For example, employers who sponsor H-1B visa workers must maintain a Public Access File, and make that file available for inspection by the U.S. Department of Labor. Such inspections, which are mandated by federal law and form part of an employer’s H-1B visa compliance obligations, would appear to fall outside the scope of the Act.
The foregoing has been prepared for the general information of clients and friends of the firm. It is not meant to provide legal advice with respect to any specific matter and should not be acted upon without professional counsel. If you have any questions or require any further information regarding these or other related matters, please contact your regular Nixon Peabody LLP representative. This material may be considered advertising under certain rules of professional conduct.
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