One of the biggest misconceptions employers have is that compliance is a one-and-done process. Many believe that as long as they’ve completed I-9 forms and enrolled in E-Verify, they’re in the clear. In reality, immigration compliance requires ongoing diligence. Regulations change, audits happen, and errors - even small ones - can result in significant penalties.

Another common misconception is that compliance is solely the responsibility of HR. While HR plays a key role, compliance is a company-wide effort that often involves executives, legal counsel, and even IT teams. For example, implementing systems to track work authorization expiration dates or ensuring consistent procedures across multiple locations requires collaboration beyond HR.

To address these misconceptions, I focus on education and proactive planning. I work with clients to conduct mock audits, develop tailored compliance policies, and train staff on best practices. By helping employers understand the risks and the steps they can take to mitigate them, we create a culture of compliance that benefits the entire organization.

‍

In recent years, employment-based immigration has become more challenging due to increased scrutiny and changing policies. We’ve seen higher rates of Requests for Evidence (RFEs) for visa applications, particularly for categories like H-1B and L-1. Employers are being asked to provide more documentation to prove the legitimacy of their need for foreign talent. This has made the process more time-consuming and unpredictable.

Despite these challenges, many businesses are finding creative ways to adapt. For example, companies are exploring alternative visa options, such as O-1 visas for individuals with extraordinary ability or E-2 visas for investors, when traditional routes like H-1B are not feasible. We’re also seeing a growing interest in global mobility strategies, where companies establish operations abroad to facilitate talent movement across borders.

To support my clients, I stay ahead of these trends by closely monitoring regulatory updates and tailoring strategies to each company’s unique needs. Employment-based immigration is a dynamic field, and businesses that stay flexible and informed are best positioned to succeed.

‍

ICE worksite enforcement investigations are indeed a serious concern for employers, as the consequences of non-compliance can include hefty fines, reputational damage, and even criminal charges. My primary focus is on proactive preparation because being prepared is the best way to mitigate risks.

I start by conducting I-9 audits to identify and correct errors before ICE ever comes knocking. This includes reviewing existing records, ensuring proper documentation is on file, and training staff to complete I-9s accurately going forward. For companies enrolled in E-Verify, I ensure their procedures are aligned with the program’s requirements.

When an investigation does occur, I help clients navigate the process step by step. This includes responding to Notices of Inspection (NOIs), representing the employer in communications with ICE, and advocating for fair outcomes. My goal is to protect the business while demonstrating good faith efforts to comply with the law.

While enforcement investigations can be intimidating, they’re also an opportunity to strengthen compliance practices. By staying proactive and informed, employers can not only avoid penalties but also build a more resilient and responsible organization.

‍

Staying current on immigration law is critical for providing the best possible guidance to my clients. Immigration regulations are constantly evolving, with frequent updates to visa programs, enforcement priorities, and compliance requirements. For example, recent changes in H-1B adjudication standards or updates to I-9 compliance rules can have a significant impact on how businesses approach their immigration strategies.

Through the Corporate Immigration Update, I’m able to research and analyze these developments in real time. This allows me to anticipate potential challenges and opportunities for my clients. For instance, if new enforcement initiatives are announced, I ensure my clients are prepared with proactive compliance measures to minimize risk.

Right now, I’m closely following trends related to STEM-related immigration programs, which are becoming increasingly important as businesses compete for tech talent. Additionally, I’m tracking how remote work policies impact compliance, particularly when employees are working from locations outside their original jurisdiction. Keeping up with these trends allows me to craft strategies that help clients adapt and thrive in a changing landscape.

‍

Managing international employees across multiple locations adds a layer of complexity to immigration compliance. To navigate this successfully, companies need a combination of strong policies, robust systems, and effective communication.

One of the first best practices I recommend is implementing a centralized tracking system for visa expirations, work authorization renewals, and compliance deadlines. This ensures that nothing falls through the cracks, especially for companies with large or dispersed workforces.

Second, I encourage companies to standardize their onboarding processes for international employees. This includes ensuring consistent documentation, training HR staff on I-9 procedures, and maintaining clear records. It’s also important to provide resources for international employees, such as guidance on maintaining status and navigating cultural adjustments.

Finally, I stress the importance of regular training and audits. Mock audits are particularly useful for identifying and addressing potential compliance issues before they become problems. By adopting these practices, companies can reduce risks while fostering a supportive environment for their international workforce. Managing global talent effectively is not just about compliance—it’s about creating a system that supports both the business and its employees.

‍

What I find most fulfilling about this work is the dual impact it has - on the success of businesses and the lives of the individuals involved. Businesses rely on global talent to remain competitive and innovative, and it’s incredibly rewarding to help them navigate the legal complexities that allow them to access that talent.

Equally meaningful is the opportunity to make a difference in the lives of the employees we help. For many, securing a visa or green card is not just a professional milestone—it’s a life-changing event that enables them to build a future for themselves and their families. Knowing that my work contributes to that is deeply gratifying.

I also enjoy the problem-solving aspect of my role. Every case is different, and finding creative solutions to unique challenges keeps the work dynamic and engaging. Whether it’s crafting a strategy to address a compliance issue or helping a client overcome an unexpected roadblock, I take pride in being an advocate and ally for my clients. At the end of the day, the relationships I build and the positive outcomes I achieve make this work incredibly fulfilling.

• Danielle Atchison bridges business goals and immigration compliance, ensuring employers can access global talent while navigating complex legal landscapes.
• She emphasizes proactive planning, from conducting I-9 audits to developing tailored compliance policies, to help businesses avoid penalties and build trust within their workforce.
• Danielle finds fulfillment in solving unique challenges, knowing her work not only drives business success but also changes lives by creating opportunities for employees and their families.

‍