Webinar Highlights Critical Insights on Employment Compliance and Immigration Policies

By Somdatta Basu

The Indo-American Chamber of Commerce of Greater Houston (IACCGH) hosted a highly relevant and timely webinar titled “Preparing for ICE Inspections: Best Practices and Compliance Tips for Business Owners/Managers,” drawing an audience of business leaders, HR professionals, and legal advisors navigating the complexities of immigration compliance. The session, held in collaboration with partner organizations including the Fort Bend Chamber of Commerce, Bay Area Houston Economic Partnership, TiE Houston, American Turkic Business Council, and TXACC, was moderated by IACCGH Founding Secretary and Executive Director Jagdip Ahluwalia.

We want to make sure that we empower our community—the whole business community—with the right knowledge to take the right decisions to maintain and grow their business,” Ahluwalia emphasized in his opening remarks. “The information shared today is extremely valuable, especially in light of a changing administration,” Ahluwali said.

The featured speakers were Charles Foster, Chairman of Foster LLP, and Avalyn Langemeier, Senior Partner at the firm. Together, they provided a comprehensive overview of workplace immigration compliance, recent regulatory changes, and the risks businesses face when proper procedures are not followed.

A key highlight of the session was the focus on avoiding penalties linked to I-9 form violations and ICE inspections. Charles Foster, Chairman of Foster LLP, stressed the importance of maintaining accurate documentation and understanding the consequences of non-compliance, including hefty fines, business license revocations, and potential criminal liabilities.

“This all started with the Immigration Reform and Control Act of 1986 under President Reagan,” explained Charles Foster. “It deputized all employers to verify that every hire is authorized to work in the United States.”

Foster emphasized that while the law has existed for decades, penalties for violations have become significantly steeper in 2025. “If you think about it, just one page of paperwork error on an I-9 form can now cost between $288 to over $2,800,” he said. “The fines for knowingly hiring or retaining unauthorized workers have also increased—now as high as $14,038 per violation.” Langemeier added, “These are not minor infractions. A pattern or practice of hiring unauthorized workers can even lead to criminal penalties, including imprisonment of up to six months.”

The discussion also touched on criminal penalties, with Foster highlighting cases where employers faced imprisonment for repeated violations. “A pattern or practice of hiring unauthorized workers can result in criminal charges, including up to six months in prison,” he noted.

With increased regulatory scrutiny, Immigration and Customs Enforcement (ICE) and Homeland Security Investigations have ramped up audits and unannounced workplace inspections. Foster described how businesses — especially those in high-risk industries such as construction, manufacturing, and food services—are often targeted.

Langemeier offered practical steps for businesses to take if they receive a Notice of Inspection from ICE or Homeland Security Investigations (HSI). “You’ll have three business days to respond. Do not hand over documents immediately—call immigration counsel and make copies of everything you submit,” she advised.

She also stressed the importance of preparing front office staff, especially receptionists, for surprise visits. “We’ve seen cases where ICE agents were asked to ‘sit and wait,’ which is not an ideal response. Your staff needs to know exactly what to do,” she said.

The webinar highlighted that compliance challenges extend beyond I-9 forms. Foster cautioned that employers must also avoid discriminatory hiring practices when verifying employment eligibility. “Asking for extra documents beyond what is legally required can lead to claims of document abuse and discrimination,” she warned.

Additionally, the webinar emphasized the increasing collaboration between ICE and the Department of Labor, leading to investigations beyond immigration compliance. “A wage and hour violation could trigger a broader investigation into hiring practices,” Foster said. “Employers must take a holistic approach to compliance.”

To navigate these regulatory complexities, businesses are increasingly turning to technology. Experts at the webinar discussed the role of electronic I-9 systems, AI-driven compliance tools, and biometric verification to enhance accuracy and readiness for audits.

“With digital solutions, businesses can minimize human errors and ensure that forms are completed correctly from the outset,” Foster explained. “An employer that proactively adopts these tools is in a much stronger position when facing an audit.”

The webinar concluded with a list of actionable best practices to help employers maintain compliance and mitigate risks: Conduct regular internal I-9 audits to identify and correct mistakes before an official review. Implement employee training programs to ensure staff handling I-9s understand the latest regulations. Utilize electronic I-9 management systems to reduce errors and improve record-keeping. Establish a compliance plan that includes legal counsel guidance for handling ICE inspections. Ensure employment verification practices are consistent and non-discriminatory to avoid potential legal claims.