Click here for a full transcript of the episode.

Immigration compliance can feel overwhelming, especially as enforcement activity increases and guidance continues to evolve. You may think the topic is only relevant to organizations sponsoring work visas, but every U.S. employer has responsibilities tied to confirming that employees are authorized to work and documenting that process correctly.

In this episode of The JoyPowered® Workspace Podcast, hosts JoDee Curtis and Susan White talk with labor law attorney Gina Carrillo about what employers need to know about immigration compliance, I-9 documentation, E-Verify, internal audits, and preparing for possible worksite enforcement. Gina shares practical guidance for building consistent processes, correcting mistakes, training the right people, and responding calmly if government officials arrive.

The conversation highlights that good compliance is really about preparation, consistency, and fairness. Employers do not need to panic, but they do need clear ownership, written procedures, periodic reviews, and a plan for what happens when something unusual comes up. Gina reminds listeners that proactive questions and thoughtful systems can help prevent small issues from becoming much bigger problems.

Key Takeaways

• Immigration compliance applies to every U.S. employer. Even employers who do not sponsor foreign workers still need to complete I-9 forms, verify identity and work authorization, retain records, and avoid knowingly employing unauthorized workers.
• I-9 mistakes are common, and they can create risk. Missing signatures, incorrect dates, expired forms, incomplete sections, and inconsistent processes across locations can become bigger issues during an audit or government inquiry.
• Consistency matters from the beginning. Employers should use clear onboarding processes, train the people responsible for hiring, and make sure employees are treated fairly throughout the documentation process.
• Compliance and anti-discrimination responsibilities go together. Employers should avoid requesting extra documents from certain employees or treating workers differently based on perceived citizenship or national origin.
• Internal audits are an opportunity to improve. When employers find I-9 errors, they should correct them transparently, preserve the paper trail, document the reason for corrections when needed, and address the root cause of the mistake.
• E-Verify can be helpful, but it does not replace I-9 responsibilities. Employers using or considering E-Verify still need strong procedures, trained users, and a consistent process for handling non-confirmations.
• Employers should have a response plan before enforcement arrives. Reception staff, managers, HR, and leadership should know who is responsible for interacting with government officials and who to contact if that person is unavailable.
• Preparation supports calm, compliant responses. Written policies, training, audits, documentation, and access to counsel can help employers respond professionally and avoid decisions based on fear or assumptions.

Quote of the Episode

“Preparation—I mean, this applies to all facets of life—it allows people to respond calmly, appropriately.” – Gina Carrillo

Mentioned in this episode

• Purple Ink
• Susan Tinder White Consulting
• Form I-9, Employment Eligibility Verification
• E-Verify
• The Fair Labor Standards Act (FLSA)
• Immigration and Customs Enforcement (ICE)
• Gammage & Burnham
• Email Gina
• OPM awards major HR IT modernization contract to Oracle – Federal News Network, June 2026
• Oracle
• Workday
• SHRM credit evaluation – the SHRM credit code for this episode will expire on August 24, 2027
• JoyPowered® Patreon page
• JoyPowered® on LinkedIn
• JoyPowered® on Instagram
• Email JoyPowered®