• Stay Calm: You have the right to remain silent. Do not answer questions about your immigration status or where you were born.

• Do Not Sign Anything: Never sign documents without consulting a lawyer, even if they are in your language.

• Ask for a Warrant: ICE must present a valid judicial warrant signed by a judge to enter private areas of the workplace. Without a warrant, they can only enter areas open to the public.

• Request an Attorney: You have the right to legal representation and should ask to speak to an attorney before answering any questions.

• Call for Help: If you see or experience ICE activity, call the Colorado Rapid Response Hotline: ☎️ 1-844-864-8341 (Available 24/7, bilingual)

• Your Immigration Status: Your employer cannot fire you, threaten you, or discriminate against you based on your immigration status unless required by federal law.

• Confidential Documents: Employers must keep employee immigration documents confidential and cannot share them with ICE unless required by law.

• Refusing to Consent: You are not required to consent to a search of your personal belongings, such as lockers or desks, unless ICE has a valid warrant.

• Verify Warrants: Employers are not obligated to let ICE agents into private areas or provide access to employee records unless presented with a judicial warrant.

• Protect Employee Rights: Employers can and should inform workers of their rights. Providing Know Your Rights training can help employees feel prepared and supported.

• Contact Legal Help: Employers can reach out to organizations listed in the Legal & Community Resources section for assistance if ICE activity occurs at their workplace.

Before hiring an immigration attorney, ensure that they are members of the American Immigration Lawyers Association. Search AILA members at ailalawyer.com

If you witness ICE activity, it is important to act responsibly to support those affected. Here’s what to do:

• Call the Rapid Response Hotline: Dial 1-844-864-8341 (24/7, bilingual) to report the incident. Provide as much detail as possible, including the location, time, description of vehicles and agents, and what you witnessed.

• Document the Activity: If it is safe, record or photograph the incident to ensure accountability. Do not interfere with ICE operations.

• Avoid Sharing Information Publicly: Instead of posting on social media, report directly to the hotline or a trusted immigrant advocacy organization. This prevents spreading misinformation or putting individuals at further risk.

• Offer Support Discreetly: Notify local legal aid organizations or community groups so they can mobilize resources to assist those impacted.

• Judicial Warrant: Issued by a judge, a judicial warrant allows ICE to enter private spaces like your home or business. It will include:

  • A judge’s signature

  • Your full name

  • Your correct address

• Administrative Warrant: Issued by ICE itself, an administrative warrant (e.g., Form I-200 or I-205) does not authorize entry into private spaces. These warrants allow ICE to detain individuals but do not permit entry into homes or businesses without consent.

To verify if a warrant is valid:

• Look for a Judge’s Signature: Only a judicial warrant, signed by a judge, is valid for entry into private spaces.

• Check the Details: Ensure the warrant includes your full name and correct address.

• Confirm the Source: A valid judicial warrant will be issued by a court, not by ICE or DHS. Administrative warrants, which are often used by ICE, do not authorize entry without consent.

If the warrant does not meet these criteria, you are not required to allow entry or comply with the demands of ICE agents.

To ensure compliance and protect your workforce, consider the following proactive measures:

• Train Managers and Staff: Educate supervisors and HR personnel on how to handle ICE visits and employee rights.

• Establish Workplace Policies: Develop clear internal procedures for responding to ICE, including a designated point of contact for immigration enforcement issues.

• Communicate with Employees: Ensure workers understand their rights and provide Know Your Rights materials in multiple languages.

• Work with Legal Experts: Consult an immigration attorney to review your policies and ensure your business is compliant with federal and state laws.