What Southern Utah Employers Should Be Doing Differently Now
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Reviewed & verified by A. Jason Velez, Esq.*
Founding Attorney, 1LAW · Last reviewed September 23, 2026
Legal Inquiry
Consumer Legal Issue
Given what is happening on the ground right now, what should employers be doing differently?
Attorney Answer
Update the site-response plan and train supervisors on it; review I-9 records consistently and with neutral selection; check subcontractor practices and contract terms; refresh referral contacts; and start temporary-visa planning early. Two cautions: do not request additional or different documents from existing workers because of enforcement news - that is document abuse under 8 U.S.C. § 1324b, and 8 C.F.R. § 274a.1(l)(2) forbids inferring unauthorized status from appearance or accent and forbids demanding more than the law requires. And verify local enforcement assumptions before changing employment decisions.
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Frequently Asked Questions
What should employers change first?
Update the site-response plan and train supervisors on it, review I-9 records consistently with neutral selection, check subcontractor practices and contract terms, refresh referral contacts, and start temporary-visa planning early.
Should we ask current workers for new documents because of enforcement news?
No. Requesting additional or different documents from existing workers because of enforcement news is document abuse under 8 U.S.C. § 1324b.
Can we treat a worker differently based on appearance or accent?
No. Federal regulations forbid inferring unauthorized status from appearance or accent, and forbid demanding more documents than the law requires.