Last Updated on January 16, 2025

The 2019 Central Mississippi Immigration and Customs Enforcement (ICE) raids marked a turning point in workplace immigration enforcement. As one of the largest single-state operations in U.S. history, these raids sent shockwaves through the business community, highlighting the critical importance of compliance with federal employment verification laws, as well as immigration laws. The events not only disrupted businesses and communities but also underscored the severe consequences employers can face when verification processes are inadequate.

This blog explores the key lessons from the Central Mississippi ICE raids, strategies for mitigating compliance risks and how MyHRConcierge can help support compliance efforts for businesses across the United States.

Overview of the Central Mississippi ICE Raids

In August 2019, U.S. Immigration and Customs Enforcement (ICE) conducted a series of coordinated raids on chicken processing plants across Central Mississippi. This operation resulted in the arrest of over 680 workers, marking one of the largest single-state workplace immigration enforcement actions in U.S. history. The raids targeted facilities owned by major companies, including Koch Foods and Peco Foods, and brought national attention to issues surrounding employment verification, immigration enforcement and labor rights.

The raids revealed significant challenges for businesses in complying with federal employment verification laws, including employees using fraudulent documents and potential lapses in adherence to Form I-9 and E-Verify requirements.

Following the 2019 raid, four plant executives were indicted on federal charges related to the employment of undocumented workers- as of January 2025, there is no publicly available information related to the specific fines imposed. However, if indicted, the executives face significant fines and prison sentences.

Key Takeaways from the Case

The primary reasoning behind the 2019 Central Mississippi ICE raids was to enforce federal immigration and employment laws. Specifically, the raids were part of a broader crackdown on unauthorized employment of undocumented workers in the U.S.

The investigations leading up to the raids suggested that some companies may have knowingly employed undocumented immigrants or failed to properly adhere to employment verification processes, such as Form I-9 compliance. There were also allegations of identity fraud and the use of counterfeit documents by some employees, which triggered further scrutiny by federal authorities.

Key Drivers Behind the Central Mississippi ICE Raids

• Employment Verification Violations: The raids aimed to address systemic issues with compliance, such as employers failing to complete or correctly maintain I-9 forms or not using E-Verify where required.
• Use of Fraudulent Documentation: Some employees were found to have used stolen or falsified documents to gain employment, which is a violation of immigration and labor laws.
• Federal Focus on Deterrence: The scale of the operation sent a strong message to employers about the consequences of failing to comply with employment laws, reinforcing the importance of adhering to federal hiring requirements.

While the workers faced immediate arrests and deportation proceedings, the investigations also looked at whether the employers were complicit in hiring practices that violated federal law. These raids underscored the necessity of proper documentation, proactive audits, and strict adherence to compliance protocols to avoid similar enforcement actions.

How Employers Can Prevent Workplace Compliance Issues

Employers must take proactive steps to ensure compliance with federal employment laws and mitigate the risk of enforcement actions. Key measures include:

1. Implementing Robust Hiring Processes

• Conduct thorough Form I-9 reviews for every new hire and ensure documentation is completed correctly within the required timeframe.
• Use E-Verify where applicable to add an additional layer of verification. It is important to note that as of January 2025, E-Verify requirements vary by state, with some mandating its use for all employers and others limiting the requirement to public employers or contractors.

2. Regular Training and Audits

• Train HR staff and hiring managers on proper employment verification procedures and the legal requirements surrounding Form I-9.
• Conduct regular internal audits of I-9 forms to identify and correct any errors or inconsistencies.
• Review Form I-9s annually to determine those that can be purged. Federal regulations require companies to retain a Form I-9 for each person you hire for three years after the date of hire OR one year after the date employment ends, whichever is later.

3. Establishing a Compliance Culture

• Develop clear policies for hiring and employment verification that comply with federal and state regulations.
• Stay informed about changes to immigration laws and enforcement priorities to adjust practices accordingly.

How MyHRConcierge Can Help

Navigating the complexities of employment verification and compliance can be daunting, but MyHRConcierge is here to help. Our services include:

1. Outsourced HR Management and Government Compliance

Does your business need a personalized, and affordable way to manage your human resources tasks or supplement your current HR team? HRCompli and HRCompli+admin are monthly subscriptions with fees based on your number of employees. HRCompli® offers employers of all sizes a resource to help them maintain government compliance, while MyHRConcierge’s HRCompli+admin® allows you to outsource more of your administrative human resources tasks.

2. I-9 Processing and Management

At MyHRConcierge, we understand the importance of HR compliance, which is why we have created HRHealthCheck™, a compliance review service designed to help you identify and mitigate potential risks. One of the key components of the HRHealthCheck is to understand how our client processes and maintains Form I-9s. We then provide personalized recommendations on how to ensure they are compliant.  

3. E-Verify Support

The first step to sourcing viable candidates is through a trusted screening partner. MyHRScreens provides a streamlined, online employment screening solution that provides easy and efficient ordering backed by best-in-class customer support. With your online screening platform, you can order screenings 24/7 and have access to your historical screenings at your fingertips. 
 

Included in MyHRScreens’ vast array of criminal searches, resume verifications, drug tests and immunization tracking is the ability to compliantly and easily perform e-verify.   

What’s Next?

The Central Mississippi ICE raids serve as a stark reminder of the importance of robust employment verification processes and compliance with federal laws. By taking proactive steps and leveraging the expertise of partners like MyHRConcierge and MyHRScreens, businesses can reduce risks and maintain a compliant and reliable workforce.

For more information on how we can support your compliance efforts, contact MyHRConcierge today at ccooley@myhrconcierge.com, 855-538-6947 ext. 108, or, schedule a free consultation below: