Lessons from the Last 96 Hours

The recent operations by U.S. Immigration and Customs Enforcement (ICE), along with protests and civil unrest in Los Angeles and the Central Coast, have delivered a clear message to businesses in all sectors: If you don’t have a crisis communications and operations plan, now is the time to create one.

Immigration enforcement is among the most complex and politically charged issues confronting some employers today. In the past 96 hours, our two firms have been in non-stop meetings with city officials, small and mid-sized businesses, and trade associations that’ve found themselves caught in the middle of federal operations and public protests.

One thing is clear: businesses are often placed in an impossible position.

By law, employers must collect and submit employee documentation. However, they are not experts in document verification. Once the forms are collected, employers cannot confirm whether the documentation is valid, falsified, or belongs to someone else. Their responsibility ends, but the risk remains.

This legal gray area exposes businesses to operational, reputational, and legal risks. Employers must comply with federal law while steering clear of actions that could be seen as racial profiling or discrimination.

It’s a narrow and complicated path.

That’s why we’ve been working with our clients to develop clear messaging frameworks and tailored crisis response plans. Here are some resources for employers. Draft sample public statements that can be utilized when addressing media or stakeholder inquiries regarding immigration operations.

But messaging is just one piece. Your crisis plan should involve:

  • Legal: Knowing how to respond to ICE presence on-site
  • Human Resources: Communicating clearly and legally with employees
  • External Affairs: Coordinating with vendors, government officials, and the public
  • Reputation Management: Preparing for media attention and social media scrutiny

Sample Media Message (Customizable for Industry):

“Our company complies fully with all federal and state laws, including employment verification requirements. We also believe in treating all workers with dignity and respect. These are complex and sensitive situations, and we are committed to navigating them responsibly.”

 

INDUSTRY-SPECIFIC ADD-ONS

Garment & Manufacturing

Media Statement

“We are proud to be part of California’s garment industry—an industry powered by skilled, hardworking individuals. We fully comply with all employment eligibility laws. Our focus is on producing high-quality goods and supporting the workers who make that possible.”

Internal Statement

“We understand the fear and confusion these enforcement actions can create. We are committed to providing a respectful and safe workplace. We follow the law, and we will treat everyone here with dignity. If you have questions or concerns, please talk to your supervisor or HR. We’re here to support you.”

Agriculture & Food Processing

Media Statement

“California’s food supply depends on the labor of farmworkers and food processors. We meet all federal and state employment requirements. Our job is to feed America. Enforcement must be conducted safely and lawfully, without endangering workers or disrupting essential food operations.”

Internal Statement

“Our company is focused on putting food on the table for families across the country, and that work depends on you. We are committed to your safety and dignity. If you are worried, please speak with HR or your supervisor. We are here to listen and to help.”

Construction

Media Statement

“The construction industry is foundational to California’s growth. Our workforce includes people from all backgrounds who come here to build, not to cause harm. We comply with employment verification laws. ICE operations should not be used to disrupt job sites or threaten businesses following the law. We remain focused on building safe, lawful, and inclusive worksites.”

Internal Statement

“You came here to work, and we respect that. We follow hiring laws and are not immigration agents. We value every person who shows up ready to work safely and respectfully. If you feel uncertain or have concerns, speak to your supervisor or HR.”

Service Economy

Media Statement

“In hospitality and service, our employees are the heart of our business. We comply with all hiring laws. We urge that ICE operations not put our guests, staff, or business at risk. These are complex legal matters and deserve careful, lawful handling, not public spectacle or fear.”

Internal Statement

“We know many of you are hearing rumors or feeling nervous. Let us be clear: we follow employment laws, and we are not immigration officials. We’re here to serve our customers, support each other, and maintain a safe workplace. If you have questions or need help, please speak privately with HR or your manager. You matter here.”

Preparing early will help eliminate the guesswork and panic from the process.

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