Implement Effective Employee Communication and Record-Keeping

Jennifer Uranga from Mountain West Ag Consulting underscores the importance of clear communication and meticulous documentation. Often when ICE visits a farm, it’s to audit I-9s, search for specific individuals or conduct a raid with a warrant. Ensuring employees are aware of these procedures can alleviate stress and prevent absenteeism prompted by fears of ICE action.

Maintain an updated list of authorized personnel and contact information to share with employees, Uranga advises, thereby preparing them for regulatory visits without cultivating undue anxiety.

“Make employees comfortable with the fact ICE could show up on your farm. Any regulatory agency visit could make those workers nervous,” she says. “I think it’s so important to have a plan, talk to your employees and really be proactive in any of the I-9 employment paperwork process.”

I-9 forms must be complete and accurate given the legal obligation to retain the documents for each employee until a specified period of post-employment or hire date.

“Retain them until an employee is no longer working for the employer or three years after the date of hire or one year after the employee leaves, whichever is later,” she shares.

Farmers must remain vigilant and informed as they navigate the complexities of immigration enforcement. Developing comprehensive strategies can reduce risk and ensure farm operations proceed smoothly even amid potential ICE actions. As this landscape evolves, continued education and preparation are key to mitigate risks and maintain a stable workforce.

For further resources on the I-9 process, visit USCIS.gov/I-9.

For more details on immigration, check out this State of the Pork Industry report: