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Case: 15-15211, 08/31/2015, ID: 9666315, DktEntry: 60, Page 1 of 106

No. 15-15211, 15-15213 & 15-15215

IN THE UNITED STATES COURT OF APPEALS

FOR THE NINTH CIRCUIT

PUENTE ARIZONA, et al.,

Plaintiffs-Appellees,

v.

JOSEPH M. ARPAIO, Sheriff of Maricopa County, et al.,

Defendants-Appellants.

Appeal from the United States District Court for the District of Arizona

The Honorable David G. Campbell No. 2:14CV-01356 (DGC) (PHX)

MOTION FOR LEAVE TO FILE BRIEF OF AMICUS CURIAE NATIONAL IMMIGRATION LAW CENTER, ET AL., IN SUPPORT OF PLAINTIFFS-APPELLEES

Joshua T. Stehlik, SBN 220241 Nicholas Espíritu, SBN 237665 NATIONAL IMMIGRATION LAW CENTER 3435 Wilshire Blvd., Suite 2850 Los Angeles, CA 90010 stehlik@nilc.org espiritu@nilc.org Telephone: 213.639.3900 Facsimile: 213.639.3911

Counsel for Amicus Curiae

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Pursuant to FED. R. APP. P. 29(a)-(b)(1)-(2), the National Immigration Law

Center (“NILC”) and 28 Co-Amici, as listed in Appendix A, (collectively “Amici”)

submit the accompanying brief in support of the District Court’s order granting

Plaintiffs-Appellees’ request for a preliminary injunction suspending portions of

two Arizona state identity theft criminal statutes. 1

Amici are each non-profit organizations, with no parent corporations or

publicly traded stock. A description of the individual Amici and their corporate

disclosure information is included in Appendix A to the concurrently submitted

brief.

In their accompanying brief, proposed Amici supplement Plaintiff-

Appellees’ appeal by drawing on their knowledge and, where relevant, the

experiences of their members, to present information within their unique expertise.

In particular, proposed Amici provide this panel with detail regarding the conflict

preemption arguments, the purposes and objectives of Congress in its regulation of

the federal employment eligibility verification system, and the complex array of

workforce protection, humanitarian, and law enforcement interests the federal

government considers when enforcing that system.

1 All parties have consented to this filing and this motion is unopposed. Thus, Amici have authority to file pursuant to FED. R. APP. P. 29(a).

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No party or party’s counsel authored this brief in whole or in part. No party

or party’s counsel contributed money to fund the preparation or submission of this

brief. No other person except NILC and its counsel contributed money to fund the

preparation or submission of this brief. See FED. R. APP. P. 29(c)(5).

Amici respectfully request that the Court grant leave to file the

accompanying amicus brief submitted concurrently with this motion.

Date:

August 31, 2015

Respectfully Submitted,

NATIONAL IMMIGRATION LAW CENTER

/s Joshua T. Stehlik Joshua T. Stehlik, SBN 220241 Nicholas Espíritu, SBN 237665 3435 Wilshire Blvd., Suite 2850 Los Angeles, CA 90010 stehlik@nilc.org espiritu@nilc.org Telephone: 213.639.3900 Facsimile: 213.639.3911

Counsel for Amicus Curiae

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CERTIFICATE OF DIGITAL SUBMISSION

I hereby certify that: (1) all required privacy redactions have been made in

compliance with 9th Cir. R. 25-5; (2) the ECF submission is an exact copy of the

hard copies to be submitted to the court; and (3) the digital submissions have been

scanned for viruses with Adobe Acrobat XI, Version 11.0.12, and according to the

program are free of viruses.

CERTIFICATE OF SERVICE

I hereby certify that I electronically filed the foregoing MOTION FOR

LEAVE TO FILE BRIEF OF AMICI CURIAE NATIONAL IMMIGRATION

LAW CENTER, ET AL., IN SUPPORT OF PLAINTIFFS-APPELLEES with the

Clerk of the Court for the United States Court of Appeals for the Ninth Circuit by

using the appellate CM/ECF system on August 31, 2015. Participants in the case

who are registered CM/ECF users will be served by the appellate CM/ECF system.

NATIONAL IMMIGRATION LAW CENTER

Date: August 31, 2015

/s Joshua T. Stehlik Joshua T. Stehlik

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No. 15-15211, 15-15213 & 15-15215

IN THE UNITED STATES COURT OF APPEALS

FOR THE NINTH CIRCUIT

PUENTE ARIZONA, et al.,

Plaintiffs-Appellees,

v.

JOSEPH M. ARPAIO, Sheriff of Maricopa County, et al.,

Defendants-Appellants.

Appeals from the United States District Court for the District of Arizona

The Honorable David G. Campbell No. 2:14CV-01356 (DGC) (PHX)

AMICUS CURIAE BRIEF OF NATIONAL IMMIGRATION LAW CENTER, ET AL., IN SUPPORT OF PLAINTIFFS-APPELLEES

Joshua T. Stehlik, SBN 220241 Nicholas Espíritu, SBN 237665 NATIONAL IMMIGRATION LAW CENTER 3435 Wilshire Blvd., Suite 2850 Los Angeles, CA 90010 stehlik@nilc.org espiritu@nilc.org Telephone: 213.639.3900 Facsimile: 213.639.3911

Counsel for Amicus Curiae

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TABLE OF CONTENTS

TABLE OF AUTHORITIES

iii

IDENTITY AND INTERESTS OF AMICI

1

INTRODUCTION AND SUMMARY OF ARGUMENT

1

ARGUMENT

3

I. State Laws Are Preempted When they Conflict with the Federal Government’s Ability to Achieve a Balance of Statutory Objectives

3

II. Arizona’s Use of Identity Theft Statutes to Criminalize Fraud in the Employment Eligibility Verification Process Conflicts with the Comprehensive Federal Scheme Governing the Same Activity

5

A. Congress’ Objectives in Enacting IRCA Involved a Complex Balance of

 

Interests

6

B. Arizona’s Identity Theft Statutes Intrude on the Federal Scheme Governing the Same Conduct

10

C. Arizona’s Identity Theft Statutes Present an Obstacle to the Federal Government’s Ability to Balance Diverse Federal Objectives

15

III.

Congress Explicitly Subordinated the Federal Interest in Enforcing the Employment Verification System to the Federal Interest in Protecting Victims of Trafficking and Certain Other Crimes

27

CONCLUSION

31

i

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CERTIFICATE OF COMPLIANCE

32

STATEMENT OF RELATED CASES

32

CERTIFICATE OF DIGITAL SUBMISSION

93

CERTIFICATE OF SERVICE

93

ii

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TABLE OF AUTHORITIES

Cases

AM Property Holding Corp.,

352

NLRB 279 (2008)

19

Arizona v. United States,

 

132

S. Ct. 2492 (2012)

passim

Arizona v. Valle Del Sol Inc.,

134

S. Ct. 1876 (2014)

13,14

Bailey v. Gulf Coast Transp., Inc.,

280

F.3d 1333 (11th Cir. 2002)

18

Buckman Co. v. Plaintiffs’ Legal Comm.,

 

531

U.S. 341 (2001)

passim

Centeno-Bernuy v. Perry,

302

F. Supp. 2d 128 (W.D.N.Y. 2003)

18

Contreras v. Corinthian Vigor Ins. Brokerage, Inc.,

103

F. Supp. 2d 1180 (N.D. Cal. 2000)

18, 19

Crosby v. Nat’l Foreign Trade Council,

530

U.S. 363 (2000)

5

CSX Transp. v. Easterwood,

 

507

U.S. 658 (1993)

3,

4

Equal Emp. Opportunity Comm’n v. Locals 14 and 15, Int’l Union of Operating Eng’rs,

438

F. Supp. 876 (S.D.N.Y. 1977)

Farmer Bros. Coffee v. Workers’ Comp. Appeals Bd. , 35 Cal. Rptr. 3d 23 (Cal.

Farmer Bros. Coffee v. Workers’ Comp. Appeals Bd., 35 Cal. Rptr. 3d 23 (Cal. App. 2005)

18, 19

9

iii

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Gade v. Nat’l Solid Wastes Mgm’t Ass’n,

505

U.S. 88 (1992)

4

Georgia Latino Alliance for Human Rights v. Governor of Georgia,

691

F.3d 1250 (11th Cir. 2012)

passim

Hines v. Davidowitz,

 

312

U.S. 52 (1941)

3

Hoffman Plastic Compounds, Inc. v. Nat'l Labor Relations Bd.,

535

U.S. 137 (2002)

6

Immigration and Naturalization Serv. v. Nat’l. Ctr. for Immigrants' Rights, Inc.,

502

U.S. 183 (1991)

6

In re Herrera-Priego, U.S. Dep’t of Justice, Exec. Office for Immigration Review (July 10, 2003)

21

Int’l Paper Co. v. Ouellette,

479

U.S. 481 (1987)

4

Motor Coach Employees v. Lockridge,

403

U.S. 274 (1971)

5

Nathan Kimmel, Inc. v. DowElanco,

275

F.3d 1199 (9th Cir. 2002)

5

Patel v. Quality Inn S.,

846

F.2d 700 (11th Cir. 1988)

9

Puente Arizona v. Arpaio, 76 F. Supp. 3d 833 (D. Ariz. 2015)

11

Rivera v. NIBCO,

364

F.3d 1057 (9th Cir. 2004)

17

Singh v. Jutla & C.D. & R's Oil, Inc.,

214

F. Supp. 2d 1056 (N.D. Cal. 2002)

19

iv

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Sure-Tan, Inc. v. Nat’l Labor Relations Bd.,

 

467

U.S. 883

(1984)

9

United States v. Alabama,

 

691

F.3d 1269 (11th Cir. 2012)

13, 14

United States v. Arizona,

 

641

F.3d 339 (9th Cir. 2011)

12

United States v. South Carolina,

 

720

F.3d 518 (4th Cir. 2013)

14

Utah Coal. of La Raza v. Herbert, 26 F. Supp. 3d 1125 (D. Utah 2014)

14

Valle del Sol Inc. v. Whiting,

 

732

F.3d 1006 (9th Cir. 2013)

13,14

Wyeth v. Levine,

 

555

U.S. 555 (2009)

3

Statutes

 

18

U.S.C. § 1546(a)

11

18

U.S.C. § 1546(b)

11

18

U.S.C.

§ 3231

12

22

U.S.C. § 7101(a)

29

22

U.S.C. § 7101(b)(17)

28

22

U.S.C. § 7101(b)(19)

29, 30

22

U.S.C. § 7101(b)(20)

28

29

U.S.C.

§ 215(a)(3)

18

8 U.S.C. § 1101(a)(15)(T)

27, 28

v

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8

U.S.C. § 1101(a)(15)(U)

27, 28

8

U.S.C. § 1101(a)(15)(U)(iii)

27, 30

8

U.S.C. § 1182(a)(6)(C)

11

8

U.S.C. § 1227(a)(3)(C)(i)

11

8

U.S.C.

§ 1255(c)(8)

29

8

U.S.C. § 1255(l)

28, 29

8

U.S.C. § 1255(m)

28, 29

8

U.S.C. § 1324a

10, 11

8

U.S.C. § 1324b(a)

7

8

U.S.C. § 1324a(e)(4)

10

8

U.S.C. § 1324a(f)

10

8

U.S.C. § 1324c

11

8

U.S.C.

§ 1427

28

A.R.S.

§

13-2008(A)

passim

A.R.S. § 13-2009(A)(3)

passim

Immigration Reform and Control Act of 1986, Pub. L. 99–603, 100 Stat. 3445

passim

Fair Labor Standards Act, 29 U.S.C. §§ 201-219

17, 18

vi

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National Labor Relations Act,

29

U.S.C. §§ 151-169

17, 18

Title VII of the Civil Rights Act of 1964,

42

U.S.C. §§ 2000e-2000e-17

17, 18

Victims of Trafficking and Violence Protection Act of 2000, Pub. L. 106-386, 114 Stat. 1464

passim

Rules

FED. R. APP. P. 29(c)(5)

 

1

FED. R. APP. P. 29(a)

1

 

Regulations

8 C.F.R. § 274a.10

10

28 C.F.R. § 0.53

 

8

Legislative Materials

 

119 Cong. Rec. 14184 (1973)

10

H.R. REP. NO. 99-1000 (1986) (Conf. Rep.)

 

7

H.R. REP. NO. 99-682 (II) (1986)

7,

8

H.R. REP. NO. 99-682 (I) (1986)

8,

9

Other Authorities

Hearings before the Senate Subcommittee on Immigration and Refugee Policy, 99th Cong. 59 (1985)

10

ICE Operating Instruction 287.3a, Questioning persons during labor disputes, passim

vii

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Maricopa County Sheriff’s Office, News Release: Sheriff Now Investigating Uncle

Sam (July 17, 2013)

25

Memorandum from John Morton, Director, U.S. Immigration and Customs Enforcement, Prosecutorial Discretion: Certain Victims, Witnesses, and Plaintiffs (June 17, 2011)

passim

Revised Memorandum of Understanding between the Departments of Homeland

Security and Labor Concerning Enforcement Activities at Worksites (Dec. 7,

2011)

passim

Phil Benson, MCSO: 21 workers with fake IDs busted at Maryvale grocery, World

Now (Jan. 17, 2013)

25

U.S. Dep’t of Labor, Fact Sheet: Establishment of Interagency Working Group for the Consistent Enforcement of Federal Labor, Employment and Immigration

Laws,

23

U.S. Dep’t of Labor, Interagency Working Group for the Consistent Enforcement of Federal Labor, Employment and Immigration Laws Action Plan (May 8,

2015),

U.S. Dep’t of Labor, News Release, US Department of Labor statement on ‘We Can Help’ campaign (June 24,

24

19

U.S. Dep’t. of Labor, Fact Sheet #48: Application of U.S. Labor Laws to

Immigrant Workers: Effect of Hoffman Plastics decision on laws enforced by the

Wage and Hour Division (Revised 2008),

18

U.S. Immigration and Customs Enforcement Special Agent’s Field Manual §

33.14(h)

viii

20

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IDENTITY AND INTERESTS OF AMICI The interests of the individual Amici and their corporate disclosure

information are attached as Appendix A.

Pursuant to FED. R. APP. P. 29(c)(5), Amici states that no party’s counsel

authored this brief in whole or in part, no party or party’s counsel contributed

money that was intended to fund preparing or submitting the brief, and no person

contributed money that was intended to fund preparing or submitting the brief.

All parties have consented to this filing and this motion is unopposed. Thus,

Amici have authority to file pursuant to FED. R. APP. P. 29(a).

INTRODUCTION AND SUMMARY OF ARGUMENT Amici respectfully request that this Court uphold the District Court’s finding

that federal law likely preempts portions of two of Arizona’s identity theft statutes,

A.R.S. §§ 13-2008(A) and 13-2009(A)(3), which the Arizona legislature passed in

2007 and 2008 and which criminalize the use of false information and documents

to obtain or continue employment. Amici submit this brief to present further detail

regarding Congress’ purposes and objectives in its regulation of the employment of

unauthorized immigrants and the complex array of methods by which the federal

government has chosen to achieve these purposes and objectives. Additionally,

this brief will demonstrate the conflict between Arizona’s use of its identity theft

statutes to prosecute fraud in the employment verification process and the federal

1

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government’s ability to effectuate its careful and complex balancing of interests in

the enforcement of federal laws regulating the employment of unauthorized

immigrants. 2

Arizona’s identity theft in employment provisions create state sanctions for

the use of fraudulent information and documents to establish employment

eligibility that are separate and distinct from the comprehensive set of sanctions

established by Congress for the same conduct in the Immigration Reform and

Control Act of 1986 (“IRCA”), Pub. L. 99–603, 100 Stat. 3445, and subsequent

Congressional enactments. In contrast to the exclusively federal enforcement of

IRCA, Arizona’s provisions apply only in Arizona, are enforced only by Arizona

officials and are independent of federal direction or control. Thus, Arizona’s

identity theft statutes create a “conflict in the method of enforcement,” Arizona v.

United States, 132 S. Ct. 2492, 2505 (2012), that interferes with the careful

balancing struck by Congress in its design of the comprehensive federal regulatory

scheme to govern this behavior.

Additionally, Arizona’s creation of a distinct state enforcement scheme that

operates outside federal control, unmoored from the consideration of workforce

2 Although this amicus brief focuses on the conflict presented by Arizona’s laws, Amici also agree with the arguments made by Appellees that Arizona’s identity theft statutes unconstitutionally intrude on a field that was reserved for the federal government. See Appellees’ Answering Br. Re: Prelim. Inj. 24-34, Dkt. No. 50.

2

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protection, humanitarian, and law enforcement interests that are embodied in the

federal scheme, divests the federal government of its ability to implement its

balancing of enforcement priorities. Further, Arizona’s law is conflict preempted

because it is divorced from the Congressional recognition, explicit in federal law,

that penalties for violating federal employment verification requirements should be

subordinated to the need to protect trafficked individuals and immigrant victims of

certain other crimes. This conflict is not merely a potential obstacle: the actions of

the Maricopa County Sheriff’s Office (“MCSO”) demonstrate how enforcement of

the state laws has directly conflicted with federal policy goals.

Accordingly, Amici respectfully request that this Court uphold the injunction

against A.R.S. §§ 13-2008(A) and 13-2009(A)(3).

ARGUMENT

I. State Laws Are Preempted When they Conflict with the Federal Government’s Ability to Achieve a Balance of Statutory Objectives

A central “principle[] of preemption” is “that a state law is preempted where

it ‘stands as an obstacle to the accomplishment and execution of the full purposes

and objectives of Congress.’” Arizona, 132 S. Ct. at 2505 (quoting Hines v.

Davidowitz, 312 U.S. 52, 67 (1941)); CSX Transp. v. Easterwood, 507 U.S. 658,

663 (1993); accord Wyeth v. Levine, 555 U.S. 555, 577 (2009). The “ultimate task

in any pre-emption case is to determine whether state regulation is consistent with

the structure and purpose of the statute as a whole.” Gade v. Nat’l Solid Wastes

3

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Mgm’t Ass’n, 505 U.S. 88, 98 (1992). To determine whether state laws stand in

conflict with federal law, courts “look[] to the provisions of the whole [federal]

law, and to its object and policy

.” Id. (quotation omitted). Courts must

examine not only the state law’s professed purpose, but also determine its effect on

the federal scheme. See id. at 105. A state law can present such an obstacle where

it interferes with the methods chosen by Congress to achieve its legislative

purposes and objectives. See Int’l Paper Co. v. Ouellette, 479 U.S. 481, 494

(1987).

One way that such a conflict can occur is when “the federal statutory scheme

amply empowers the [the federal government] to punish and deter” the prohibited

behavior, and this authority is used by the federal government to “achieve a

somewhat delicate balance of statutory objectives,” but state law nonetheless

authorizes prosecutions for the same behavior, unmoored from the federal

government’s delicate and deliberate balancing. Buckman Co. v. Plaintiffs’ Legal

Comm., 531 U.S. 341, 348 (2001). A state scheme that criminalizes, and thus

allows for prosecution of, the same activity, may be preempted where state law

fails to recognize the careful balance of interests contained in federal law. See

Arizona, 132 S. Ct. at 2505 (“a ‘[c]onflict in technique can be fully as disruptive to

the system Congress enacted as conflict in overt policy’”) (quoting Motor Coach

Employees v. Lockridge, 403 U.S. 274, 287 (1971)); see also Crosby v. Nat’l

4

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Foreign Trade Council, 530 U.S. 363, 379 n.14 (2000) (“Identity of ends does not

end our analysis of preemption.”). Otherwise, “the State would have the power to

bring criminal charges against individuals for violating a federal law even in

circumstances where federal officials in charge of the comprehensive scheme

determine that prosecution would frustrate federal policies.” Arizona, 132 S. Ct. at

2503. For example, in Buckman, the Court held the state law fraud statutes were

preempted from being used to prosecute fraud-on-the-U.S. Food and Drug

Administration (“FDA”) claims because federal law empowers the FDA to pursue

a variety of options aimed at punishing and deterring fraud against the agency, and

these options afforded the agency the flexibility necessary for it to balance

difficult, and often competing, statutory objectives. Buckman, 531 U.S. at 348–51;

see also Nathan Kimmel, Inc. v. DowElanco, 275 F.3d 1199, 1206 (9th Cir. 2002)

(holding that federal preemption also applied in the fraud-on-the-U.S.

Environmental Protection Agency context).

II. Arizona’s Use of Identity Theft Statutes to Criminalize Fraud in the Employment Eligibility Verification Process Conflicts with the Comprehensive Federal Scheme Governing the Same Activity

The statutory structure and legislative history of IRCA demonstrates that

Congress’ purpose in enacting the statute was to create a comprehensive

framework for the regulation of immigrant employment, which includes a

graduated series of penalties for employers who violate its employment eligibility

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verification requirements and sanctions for fraud. These penalties, and their

method of implementation, have been carefully calibrated to allow the federal

government to balance enforcement with consideration of various interests at the

national level, including labor and employment protections. Allowing state

enforcement of parallel penalties for fraud in the employment verification context

undermines the federal control necessary to execute this careful balancing of

enforcement priorities, which has been reflected in various federal interagency

agreements, agency guidance, and agency memoranda. Indeed, MCSO’s

enforcement of Arizona’s identity fraud statutes concretely demonstrates the

obstacle that these laws present to the accomplishment of federal purposes and

objectives.

A. Congress’ Objectives in Enacting IRCA Involved a Complex Balance of Interests

“Congress enacted IRCA as a comprehensive framework for ‘combating the

employment of illegal aliens.’” Arizona, 132 S. Ct. at 2504 (quoting Hoffman

Plastic Compounds, Inc. v. Nat’l Labor Relations Bd., 535 U.S. 137, 147 (2002)).

One of Congress’ purposes in enacting IRCA was to make combating the

employment of unauthorized immigrants “central to ‘[t]he policy of immigration

law.’” Hoffman 535 U.S. at 147 (quoting Immigration and Naturalization Serv. v.

Nat’l. Ctr. for Immigrants' Rights, Inc., 502 U.S. 183, 194 n.8 (1991)).

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IRCA’s regulatory scheme was widespread, affecting not just immigrant

workers but changing the requirements for hiring and employment for all

employees and employers in the United States. Congress had to take into

consideration a range of interests and objectives that extended beyond immigrants

and immigration laws, including preserving the integrity of labor standards for all

workers in the United States, regardless of immigration status.

The legislative history of IRCA makes clear that, in drafting the law,

Congress was balancing its intention to minimize, through an employer sanctions

regime, the employment of individuals who lacked employment authorization and

its countervailing concerns that those employer sanctions would result in increased

discrimination against workers based on their perceived national origin or

citizenship status. See, e.g., H.R. REP. NO. 99-682 (II), at 3 (1986), as reprinted in

1986 U.S.C.C.A.N. 5649, 5761 (“It is the committee’s view that if there is to be

sanctions enforcement and liability, there must be an equally strong and readily

available remedy if resulting discrimination occurs.”); H.R. REP. NO. 99-1000, at 3

(1986) (Conf. Rep.), as reprinted in 1986 U.S.C.C.A.N. 5840, 5842 (“The

antidiscrimination provisions of this bill are a complement to the sanctions

provisions.”). As a result, Congress included in IRCA an antidiscrimination

provision that makes it unlawful for an employer to engage in national origin or

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citizenship status discrimination against protected individuals. 3 See 8 U.S.C. §

1324b(a).

The legislative history also reflects Congress’ intent that IRCA not weaken

existing labor protections under federal and state laws:

It is not the intention of the Committee that the employer sanctions provisions of the bill be used to undermine or diminish in any way labor protections in existing law, or to limit the powers of federal or state labor relations boards, labor standards agencies, or labor arbitrators to remedy unfair practices committed against undocumented employees for exercising their rights before such agencies or for engaging in activities protected by existing law.

H.R. REP. NO. 99-682 (I), at 8 (1986), reprinted in 1986 U.S.C.C.A.N. 5649, 5662;

see also H.R. REP. NO. 99-682 (II), at 1 (1986), reprinted in 1986 U.S.C.C.A.N.

5757, 5758 (expressing same understanding by the House Committee on Education

and Labor). Congress recognized that existing labor protections had to be

preserved for unauthorized workers, or else IRCA would provoke an unintended

consequence – the creation of an economic incentive for unscrupulous employers

to prefer unauthorized workers over their authorized counterparts – directly

contrary to the primary congressional objective of IRCA to deter unauthorized

3 In IRCA, Congress also created the Office of Special Counsel for Immigration- Related Unfair Employment Practices within the U.S. Department of Justice to enforce the new antidiscrimination provision, see IRCA, Pub. L. 99-603, § 102(c), see also 28 C.F.R. § 0.53, and provided for funds for the Department of Labor’s Wage and Hour Division to bolster enforcement of employment laws for undocumented workers. See IRCA, Pub. L. 99-603, § 111(d).

8

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employment. H.R. REP. NO. 99-682 (II), at 1-2, reprinted in 1986 U.S.C.C.A.N. at

5758 (“To [limit employment protections] would be counter-productive of our

intent to limit the hiring of undocumented employees and the depressing effect on

working conditions caused by their employment.”). In passing IRCA, Congress

thus explicitly intended to safeguard “labor protections in existing law” in order to

prevent a race to the bottom by unscrupulous employers. H.R. REP. NO. 99-682(I),

at 8, reprinted in 1986 U.S.C.C.A.N. at 5662.

This logic has been routinely affirmed by courts in the years since IRCA’s

passage. Ensuring that employees without work authorization receive the same

minimum labor protections as work-authorized workers removes the economic

incentive for employers to hire unauthorized workers. See Sure-Tan, Inc. v. Nat’l

Labor Relations Bd., 467 U.S. 883, 893 (1984) (finding that “[i]f an employer

realizes that there will be no advantage under the NLRA in preferring illegal aliens

to legal resident workers, any incentive to hire such illegal aliens is

correspondingly lessened”); Patel v. Quality Inn S., 846 F.2d 700, 704-05 (11th

Cir. 1988) (“FLSA’s coverage of undocumented aliens goes hand in hand with the

policies behind the IRCA. Congress enacted IRCA to reduce illegal immigration

by eliminating employers’ economic incentive to hire undocumented

aliens…FLSA’s coverage of undocumented workers has a similar effect.”);

Farmer Bros. Coffee v. Workers’ Comp. Appeals Bd., 35 Cal. Rptr. 3d 23, 28 (Cal.

9

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App. 2005) (making workers’ compensation benefits dependent on federal work

authorization would act as an encouragement for “unscrupulous employers…to

hire aliens unauthorized to work.”).

B. Arizona’s Identity Theft Statutes Intrude on the Federal Scheme Governing the Same Conduct

IRCA “makes it illegal for employers to knowingly hire, recruit, refer, or

continue to employ unauthorized workers.” Arizona, 132 S. Ct. at 2504. Further it

“requires every employer to verify the employment authorization status of

prospective employees,” and enforces these requirements “through criminal

penalties and an escalating series of civil penalties tied to the number of times an

employer has violated the provisions.” Id. (citing 8 U.S.C. §§ 1324a(e)(4), (f); 8

C.F.R. § 274a.10). IRCA also sets out the specific tools for federal officials to

address anticipated fraud in response to the federal employment verification

system.

When enacting this scheme, Congress explicitly considered proposals to

criminally sanction unlawfully present immigrants for merely seeking or

performing work but ultimately rejected them. See Arizona, 132 S. Ct. at 2504

(citing 119 Cong. Rec. 14184 (1973) (statement of Rep. Dennis) 4 ; see generally 8

4 See also Immigration Reform and Control Act of 1985: Hearings before the Senate Subcommittee on Immigration and Refugee Policy, 99th Cong. 59 (1985) (statement of Sen. Simpson, Chairman, S. Comm. on the Judiciary) (“[I]t was my

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U.S.C. § 1324a. Instead, IRCA’s “comprehensive framework…on the employee

side” imposes only civil penalties “on aliens who seek or engage in unauthorized

work.” Arizona, 132 S. Ct. at 2504. This framework only allows for limited

criminal penalties “for unauthorized workers to obtain employment through

fraudulent means.” Id.; see 18 U.S.C. § 1546(b) (creating criminal sanctions for

the use of a false identification document or attestation to satisfy employment

verification requirements); 18 U.S.C. § 1546(a) (prohibiting use of fraudulent

immigration documents “as evidence of authorized

employment in the United

States.”). 5 Given the comprehensive nature of this federal enforcement scheme,

state laws that place criminal sanctions on noncitizens who “seek, or engage in,

unauthorized employment … interfere with the careful balance struck by Congress

thought, and the thought of the Select Commission, we ought to try the most humane [way] first, which is to reduce the magnet of jobs.”). 5 While Arizona’s identity theft statutes are potentially “punishable by a prison term that may exceed five years,” the federal penalties only carry “prison sentences of five years or less.” Puente Arizona v. Arpaio, 76 F. Supp. 3d 833, 858 (D. Ariz. 2015). Federal law also establishes a range of civil penalties to disincentivize use of false documents in the employment verification context that are not contemplated by Arizona’s regulatory scheme. See, e.g., 8 U.S.C. § 1227(a)(3)(C)(i) (creating immigration consequences for fraud in the employment verification process); 8 U.S.C. § 1182(a)(6)(C) (creating immigration consequences for false claims to citizenship); 8 U.S.C. § 1324c (providing for potential fines for falsely using a document to obtain employment). As the district court correctly noted, these “different sanctions” that “‘layer additional penalties atop federal law,’ likely result in conflict preemption.” Puente Arizona, 76 F. Supp. 3d at 858 (quoting Georgia Latino Alliance for Human Rights v. Governor of Georgia, 691 F.3d 1250, 1267 (11th Cir. 2012) (“GLAHR”)).

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with respect to unauthorized employment of aliens.” Arizona, 132 S. Ct. at 2504-

05 (striking down Arizona provision criminalizing unauthorized employment).

While the federal employment verification system imposes penalties for the

use of fraudulent documents in the context of employment eligibility verification,

Congress also prohibited the information provided pursuant to these requirements

from being used for any purpose other than those specified by federal law. See id.

(“Congress has made clear…that any information employees submit to indicate

their work status “may not be used” for purposes other than prosecution under

specified federal criminal statutes for fraud, perjury, and related conduct.”)

(emphasis added); see also United States v. Arizona, 641 F.3d 339, 359 (9th Cir.

2011), aff’d in part, rev’d in part and remanded, Arizona, 132 S. Ct. 2492 (2012)

(federal law “would prohibit Arizona from using personal information in the

verification system for the purpose of investigating or prosecuting violations” of its

unconstitutional state law that criminalized unauthorized employment.).

This limitation on the use of information that is required by the federal

employment verification system to prosecution under specific federal statutes

serves to ensure federal control of the criminalization of these actions because only

federal prosecutors can bring these charges, and these charges can only be brought

in federal court. See 18 U.S.C. § 3231 (“The district courts of the United States

shall have original jurisdiction, exclusive of the courts of the States, of all offenses

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against the laws of the United States.”). The provisions of Arizona’s identity theft

statutes dealing with employment divest federal authorities of the exclusive power

to prosecute these employment verification violations. As the U.S. Supreme Court

has recognized, states’ attempts to independently engage in the enforcement of

immigration related laws “diminish the [Federal Government]’s control over

enforcement and detract from the integrated scheme of regulation created by

Congress.” Arizona, 132 S. Ct. at 2502 (holding Arizona preempted from

prosecuting state alien registration crimes) (internal quotation marks omitted).

Indeed, the diminishment of federal control that would occur if states were

allowed to bring their own prosecutions for fraud in the employment verification

process is similar to that which multiple federal courts, including this circuit, have

recognized can occur in the context of laws criminalizing the harboring and

transporting of unauthorized immigrants. Federal circuits have unanimously held

that federal harboring statutes are part of an “extensive and complex” federal

scheme of criminal sanctions for those who facilitate the unlawful entry, residence,

or movement of aliens within the United States. Valle del Sol Inc. v. Whiting, 732

F.3d 1006, 1024 (9th Cir. 2013) cert. denied sub nom. Arizona v. Valle Del Sol

Inc., 134 S. Ct. 1876 (2014); see also United States v. Alabama, 691 F.3d 1269,

1285 (11th Cir. 2012) (holding “federal law ‘provides a comprehensive framework

to penalize the transportation, concealment, and inducement of unlawfully present

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aliens’”); GLAHR, 691 F.3d at 1263-64; United States v. South Carolina, 720 F.3d

518, 531-32 (4th Cir. 2013). The Ninth Circuit recognized with respect to

Arizona’s harboring statute that was held preempted:

the current federal scheme reserves prosecutorial power, and thus discretion, over smuggling violations to federal prosecutors. By allowing state prosecution of the same activities in state court, Arizona has conferred upon its prosecutors the ability to prosecute those who transport or harbor unauthorized aliens in a manner unaligned with federal immigration enforcement priorities. In other words, “the State would have the power to bring criminal charges against individuals for violating a federal law even in circumstances where federal officials in charge of the comprehensive scheme determine that prosecution would frustrate federal policies.”

Valle del Sol Inc., 732 F.3d at 1027 (quoting Arizona, 132 S. Ct. at 2503); see also

South Carolina, 720 F.3d at 531-32 (holding that state harboring statute

“improperly place[d] in the hands of state officials the nation’s immigration policy,

and strip[ped] federal officials of the authority and discretion necessary in

managing foreign affairs”); GLAHR, 691 F.3d at 1265-66 (“[i]nterpretation of

[state law mirroring federal immigration law] by state courts and enforcement by

state prosecutors unconstrained by federal law threaten the uniform application of

the INA”); Alabama, 691 F.3d at 1287 (“by confining the prosecution of federal

immigration crimes to federal court, Congress limited the power to pursue those

cases to the appropriate United States Attorney”) (internal quotation marks

omitted); Utah Coal. of La Raza v. Herbert, 26 F. Supp. 3d 1125, 1145 (D. Utah

2014) (finding that state criminalization of the same types of behavior as federal

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law “interferes with Congress’ chosen balance”). In addition to the lack of

uniformity, several courts concluded that allowing state prosecution and

adjudication in this area would allow for state authority in matters of federal

immigration law enforcement outside the limited circumstances specified by

federal law and would “interfere with the careful balance struck by Congress” with

respect to the harboring of unauthorized non-citizens. Arizona, 132 S. Ct. at 2505–

06 (noting a difference in the method of enforcement can create a conflict with

federal law).

Thus, Arizona’s identity theft in employment provisions conflict with

federal law because they subvert the ability of the federal government to control

enforcement of the laws governing employment eligibility verification in a way

that allows them to balance this enforcement against a complex array of other

federal interests.

C. Arizona’s Identity Theft Statutes Present an Obstacle to the Federal Government’s Ability to Balance Diverse Federal Objectives

The federal government must balance a range of federal interests—including

labor and employment, humanitarian, and law enforcement interests—when it

engages in enforcement of federal employment eligibility verification

requirements. Allowing Arizona to prosecute undocumented workers under its

state identity theft laws strips federal officials of the discretion necessary to

balance the various federal concerns implicated in the enforcement of federal

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employment verification requirements. The potential for state actions to frustrate

federal policies is especially acute in the context of federal regulation of the

employment verification process, because the federal government must balance its

interest in the enforcement of IRCA’s fraud provisions with the federal interests in

enforcing federal labor and employment laws. This intent to balance IRCA’s

enforcement provisions, while ensuring protection from immigration-based

retaliation against workers, de-conflicting federal worksite immigration

enforcement with federal labor and employment law enforcement, and

safeguarding the integrity of worksite investigations by federal labor and

employment agencies, is demonstrated through a complex array of federal

interagency agreements, agency guidance, and interagency practices. These

policies and practices allow the federal government flexibility in making a

“measured response to suspected fraud” and are, as such, “a critical component of

the statutory and regulatory framework under which the [federal government]

pursues difficult (and often competing) objectives.” Buckman, 531 U.S. at 349.

MCSO’s enforcement of Arizona’s identity theft in employment laws demonstrates

how state enforcement in this realm frustrates the full effectuation of federal

policies.

As discussed above, Congress, in enacting IRCA, recognized that pure

enforcement of its sanctions against unauthorized workers, without regard to other

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existing workplace protections, fails to fully effectuate the purposes of IRCA to

disincentivize the hiring of unauthorized workers and undermines the ability of the

federal government to achieve other important federal interests. Centrally,

immigrant workers facing civil and labor rights violations are too frequently

chilled from enforcing their workplace rights for fear that they will face

immigration consequences as a result. See, e.g., Rivera v. NIBCO, 364 F.3d 1057,

1064-65 (9th Cir. 2004) (noting that “most undocumented workers are reluctant to

report abusive or discriminatory employment practices” since “plaintiffs found to

be undocumented might face criminal prosecution and deportation”); cf. Arizona,

132 S. Ct. at 2504 (“IRCA’s framework reflects a considered judgment that

making criminals out of aliens engaged in unauthorized work—aliens who already

face the possibility of employer exploitation because of their removable status—

would be inconsistent with federal policy and objectives.”). Unaddressed, this

chilling effect undermines the ability of the federal government to enforce federal

labor and employment laws, and ultimately erodes workplace standards for all

workers.

The need to protect workers against the potential for employers to use

immigration sanctions to chill workers’ ability to enforce their workplace rights is

a central component of the effectuation of the statutes protecting workers’ rights.

Notably, the Fair Labor Standards Act (“FLSA”), 29 U.S.C. §§ 201-219, Title VII

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of the Civil Rights Act of 1964 (“Title VII”), 42 U.S.C. §§ 2000e-2000e-17, and

the National Labor Relations Act (“NLRA”), 29 U.S.C. §§ 151-169, all protect the

rights of workers by prohibiting employers from using workers’ immigration status

as a means of retaliating against them for asserting their rights under these laws.

The FLSA, which was enacted to eliminate substandard working conditions

in the industries within its coverage, specifically provides employees protection

from retaliation in order to insulate employees from adverse actions from their

employers if they complain about a violation of its standards. See 29 U.S.C. §

215(a)(3); Bailey v. Gulf Coast Transp., Inc., 280 F.3d 1333 (11th Cir. 2002);

Centeno-Bernuy v. Perry, 302 F. Supp. 2d 128, 135 (W.D.N.Y. 2003) (noting the

anti-retaliation provision is critical to the entire enforcement scheme of federal

wage and hour law); cf. Equal Emp. Opportunity Comm’n v. Locals 14 and 15,

Int’l Union of Operating Eng’rs, 438 F. Supp. 876, 879–80 (S.D.N.Y. 1977)

(“witnesses who … are [] retaliated against because of their testimony, are going to

be much less likely to testify in a subsequent proceeding

if such retaliation goes

unchecked.”). Undocumented workers are protected against immigration-based

retaliation through this anti-retaliation provision. 6 See Contreras v. Corinthian

6 The U.S. Department of Labor (“DOL”) has also consistently held that the substantive protections of the FLSA apply to workers regardless of their immigration status. See, e.g., U.S. Dep’t. of Labor, Fact Sheet #48: Application of U.S. Labor Laws to Immigrant Workers: Effect of Hoffman Plastics decision on laws enforced by the Wage and Hour Division (Revised 2008),

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Vigor Ins. Brokerage, Inc., 103 F. Supp. 2d 1180, 1185 (N.D. Cal. 2000) (holding

employer’s reporting of plaintiff’s undocumented status to federal immigration

officials days after a conference in her unpaid wage claim constituted retaliation);

Singh v. Jutla & C.D. & R's Oil, Inc., 214 F. Supp. 2d 1056, 1059 (N.D. Cal. 2002)

(holding employer’s threat to call immigration authorities unless plaintiff withdrew

his unpaid wage claim stated a claim for retaliation under FLSA). Similarly, courts

have found that immigration-based retaliation against workers is actionable under

Title VII, see, e.g., Equal Emp. Opportunity Comm’n v. The Restaurant Co., 490 F.

Supp. 2d 1039, 1050 (D. Minn. 2007) (finding “even if [plaintiff] is

undocumented, she still has standing to pursue her Title VII claims,” and allowing

her claim of immigration-based retaliation to proceed), and under the NLRA, see,

e.g., AM Property Holding Corp., Maiden 80/90 NY LLC and Media Technology

Centers, 352 NLRB 279, 282 (2008) (finding an employer’s threat to investigate

the immigration status of its employees in retaliation for providing testimony at an

NLRB proceeding was an unfair labor practice).

To ensure IRCA’s employment verification requirements do not

inadvertently undermine these protections, the various federal agencies enforcing

http://www.dol.gov/whd/regs/compliance/whdfs48.htm, (See Amici’s App. B for a true and correct copy); U.S. Dep’t of Labor, News Release, US Department of Labor statement on ‘We Can Help’ campaign (June 24, 2010),

http://www.dol.gov/opa/media/press/whd/WHD20100890.htm#.UIBV3Wc8r2Q

(See Amici’s App. B).

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the respective statutes have had to strike a deliberate balance in their worksite

enforcement activities. The federal government has adopted an array of

interagency agreements, agency guidance, and interagency protocols to effectuate

and maintain that balance. Two federal policies—the Revised Memorandum of

Understanding between the Departments of Homeland Security and Labor

Concerning Enforcement Activities at Worksites (Dec. 7, 2011), (“DHS-DOL

MOU”), http://www.dol.gov/asp/media/reports/DHS-DOL-MOU.pdf, (See Amici’s

App. B), and the ICE Operating Instruction 287.3a, Questioning persons during

labor disputes, (“OI 287.3a”),

http://www.uscis.gov/iframe/ilink/docView/SLB/HTML/SLB/0-0-0-1/0-0-0-

53690/0-0-0-61072/0-0-0-61097.html, (See Amici’s App. B) 7 —reflect the balance

of national interests that the federal government has struck to ensure that its

worksite immigration enforcement actions do not undermine its enforcement of

labor and employment laws. In the DHS-DOL MOU, the Department of

Homeland Security (“DHS”) and the DOL acknowledge that “effective

enforcement of labor law is essential to ensure proper wages and working

conditions for all covered workers regardless of immigration status.” DHS-DOL

MOU at 1. The MOU reflects the agencies’ shared desire to protect immigrant

7 OI 287.3a, initially adopted in 1996, was re-designated on April 28, 2000 as U.S. Immigration and Customs Enforcement (“ICE”) Special Agent’s Field Manual §

33.14(h).

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workers from employers who would seek to invoke federal immigration

enforcement to chill workers from asserting their workplace rights, including filing

claims with the DOL or participating in DOL investigations. See id. at 2. In

addition, ICE agrees to refrain from initiating civil immigration enforcement

activities at a worksite where DOL is investigating a labor dispute. Id. This

agreement protects DOL’s ability to effectively enforce labor standards by

ensuring access to reliable employee testimony, which is difficult to obtain when

an employee fears that participating in an investigation may result in immigration-

related consequences.

The DHS-DOL MOU complements ICE’s operational guidance intended to

“protect the Service from unknowingly becoming involved in a labor dispute” and

to prevent federal immigration authorities from being used “to interfere with or to

retaliate against employees for exercising their rights.” OI 287.3a at 1; see also

DHS-DOL MOU at 2 (same); In re Herrera-Priego, U.S. Dep’t of Justice, Exec.

Office for Immigration Review, 1, 24 (Lamb, Immigration J., July 10, 2003),

http://www.nilc.org/document.html?id=363 (concluding that OI 287.3a “was

designed to protect fundamental labor rights”) (See Amici’s App. B). OI 287.3a

requires that, whenever information received from any source creates suspicion

that an immigration enforcement action might involve ICE in a labor dispute, “a

reasonable attempt should be made by [Immigration and Naturalization] Service

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enforcement officers to determine whether a labor dispute is in progress.” OI

287.3a at 1. OI 287.3a requires ICE agents to ask specific questions of individuals

providing tips, including whether there is a labor dispute at the worksite in

question, whether the individual is employed by or related to anyone at the

worksite, and whether the workers have complained about any workplace

violations. Id. Where it appears that information may have been provided “in

order to interfere with or retaliate against employees for exercising their rights,” OI

287.3a instructs ICE agents to take no action without higher level approval within

the agency. Id.

In addition to the DHS-DOL MOU and OI 287.3a, ICE has attempted to

protect the ability of immigrant workers to enforce their labor and employment

rights by providing for administrative relief for workers involved in a labor dispute

or otherwise asserting their civil rights. See Memorandum from John Morton,

Director, U.S. Immigration and Customs Enforcement, Prosecutorial Discretion:

Certain Victims, Witnesses, and Plaintiffs 1 (June 17, 2011), (“Victims’

Memorandum”), http://www.ice.gov/doclib/secure-communities/pdf/domestic-

violence.pdf, (See Amici’s App. B). 8

The memorandum instructs ICE officers to

8 In addition to the provision of administrative relief in the memorandum, the DHS-DOL MOU reflects ICE’s agreement to “consider DOL requests that ICE

grant a temporary law enforcement parole or deferred action to any witness needed

for a DOL investigation of a labor dispute

such witness is in the country unlawfully.” DHS-DOL MOU at 3.

and any related proceeding where

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give particular consideration to “individuals engaging in a protected activity

related to civil or other rights” and includes, as examples of such activity, “union

organizing or complaining to authorities about employment discrimination” and “a

non-frivolous dispute with an employer.” Id. at 2. In those cases, absent serious

adverse factors, “exercising favorable discretion, such as release from detention

and deferral or a stay of removal generally, will be appropriate.” Id.

Finally, in order to coordinate and manage the complex array of federal

interests implicated by federal enforcement of IRCA’s employment eligibility

verification provisions, the federal government has brought together DHS, DOL,

the Department of Justice, Equal Employment Opportunity Commission, and

National Labor Relations Board to form the Interagency Working Group for the

Consistent Enforcement of Federal Labor, Employment, and Immigration Laws.

See U.S. Dep’t of Labor, Fact Sheet: Establishment of Interagency Working Group

for the Consistent Enforcement of Federal Labor, Employment and Immigration

Laws, http://www.dol.gov/dol/fact-sheet/immigration/interagency-working-

group.htm, (See Amici’s App. B) The working group facilitates federal interagency

coordination to “promote workers’ cooperation with labor and employment law

enforcement authorities without fear of retaliation.” Id. To achieve this the

interagency working group aims to “[e]nsure federal enforcement authorities are

not used by parties seeking to undermine worker protection laws by enmeshing

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immigration authorities in labor disputes,” id., by “enhanc[ing] coordination in

those cases where federal responsibilities to enforce labor, employment, and

immigration laws may overlap.” U.S. Dep’t of Labor, Interagency Working Group

for the Consistent Enforcement of Federal Labor, Employment and Immigration

Laws Action Plan 1 (May 8, 2015), http://www.dol.gov/dol/fact-

sheet/immigration/IWGSix-MonthActionPlan.htm, (See Amici’s App. B) The

potential for overlapping “federal responsibilities” underscores the complexity of

the federal interests that are implicated by the enforcement of IRCA and the need

for federal control over the enforcement of sanctions on federal employment

verification fraud to balance the federal government’s array of interests.

Because of this need for federal control, enforcement of Arizona’s identity

theft in employment provisions frustrate the federal government’s ability to

effectuate the careful balancing of interests and enforcement priorities and

techniques described above. Unlike federal immigration officials, Arizona law

enforcement agents and prosecutors are not required to engage in enforcement in a

manner consistent with the DHS-DOL MOU. State officials are not bound to

assess whether their enforcement activities at a worksite could undermine a DOL

investigation, which leads to the potential for immigrant workers being chilled

from participating in the investigation or, if such workers have been the target of

state or local enforcement efforts, may mean they are unavailable to participate in

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the DOL’s investigation effectively. Indeed, the record reflects that MCSO’s

enforcement operations have, in fact, chilled workers from reporting workplace

violations out of a “fear [of] being taken by the Sheriff or having their employer

report them to law enforcement.” 14-ER-3187, Garcia Decl. ¶ 19; see also 14-ER-

3193, de la Fuente Decl. ¶ 7 (attesting that “the most common reason workers were

reluctant to assert their rights under the labor and employment laws was because

they were concerned about retaliation based on their immigration status.”); 14-ER-

3196, Romero Decl. ¶ 9 (attesting that “I never complained about not getting paid

overtime

because I was afraid my employer would retaliate against me.”). 9

Similarly, the record demonstrates that MCSO’s practice has included

receiving hotline tips and basing enforcement actions on those tips, 10 revealing

another problem with allowing state enforcement of the identity theft in

employment provisions. These actors, unlike federal officials, are not required to

9 Further, enforcement of the state identity theft in employment provisions also potentially subjects the same undocumented workers to state prosecution whom the federal government has determined should qualify for prosecutorial discretion and termination of removal proceedings, undermining the federal government’s explicit policy against “remov[ing] individuals in the midst of a legitimate effort to protect their civil rights or civil liberties.” Victims’ Memorandum at 2.

10 See Maricopa County Sheriff’s Office, News Release: Sheriff Now Investigating Uncle Sam (July 17, 2013) (noting that the Sheriff’s Office’s 73 rd workplace ID theft operation began “after his office received a tip from a caller”); Phil Benson, MCSO: 21 workers with fake IDs busted at Maryvale grocery, World Now, Jan. 17, 2013 (stating that the Sheriff’s Office’s 70th “employer’s sanctions raid” began with a hotline tip from a former employer).

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assess whether the tips received could be motivated by an improper retaliatory

purpose, presenting an obstacle to the federal government’s ability to enforce the

balance between immigration and labor law enforcement reflected in these federal

policies. Indeed, since the MCSO accepts and bases enforcement actions on tips

without any regard to guidance provided under the DHS-DOL MOU and OI

287.3a, savvy employers and managers in Maricopa County can circumvent the

federal safeguards by contacting the MCSO instead of federal immigration

officers. In fact, the record reflects that immigrant workers in Arizona have been

chilled from asserting their workplace rights based on employer threats to “call the

Sheriff” or to “‘send Arpaio’ to arrest them.” 14-ER-3194, de la Fuente Decl. ¶ 9;

see also 14-ER-3187, Garcia Decl. ¶¶ 18-19 (attesting to “instances where bosses,

managers, and supervisors have told workers that if they don’t do certain things,

such as work overtime without pay, their superiors will call the Sheriff or turn

them in.”).

Finally, enforcement of the state identity theft laws undermines the very

point of the interagency working group, which is to coordinate the overlapping

federal responsibilities to enforce labor, employment, and immigration laws. If a

state, in prosecuting individuals for fraud in the employment verification process,

is free to take action at odds with the enforcement policies coordinated and

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implemented by the working group, it obstructs the federal government’s ability to

administer these overlapping “federal responsibilities” effectively.

MCSO’s enforcement of Arizona’s identity theft statutes demonstrates how

state laws permitting independent state workplace enforcement efforts undermine

the federal control necessary to accomplish the objectives that the interagency

working group, the DHS-DOL MOU, OI 287.3a, and the victims’ memorandum

were designed to protect.

III. Congress Explicitly Subordinated the Federal Interest in Enforcing the Employment Verification System to the Federal Interest in Protecting Victims of Trafficking and Certain Other Crimes

Arizona’s identity theft statutes also conflict with federal law and policy

because they allow for prosecution of victims of human trafficking or of certain

other crimes despite Congress’ explicit intent that these individuals be insulated

from penalties for using false identity documents to secure employment. Congress,

through the Victims of Trafficking and Violence Protection Act of 2000

(“VTVPA”), Pub. L. 106-386, 114 Stat. 1464, provides immigration relief to

undocumented immigrants who have been the victim of human trafficking or of

certain crimes through the provision of T and U visas. 11 See generally 8 U.S.C. §§

11 The statute also reflects Congress’ express objectives to encourage law enforcement officials at the state and local levels to serve immigrant crime victims more effectively. See Victims of Trafficking and Violence Protection Act of 2000, § 1513(a)(2)(A), see also 8 U.S.C. § 1101(a)(15)(U)(iii) (enumerating the

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1101(a)(15)(T), 1101(a)(15)(U). 12 There, Congress recognized that absent

additional protections, undocumented victims of trafficking and of certain crimes

face a host of barriers that discourage them from reporting the criminal activity

they have suffered, including “coercion and intimidation” by their traffickers and

“fear [of] retribution and forcible removal to countries in which they will face

retribution or other hardship.” 22 U.S.C. § 7101(b)(20).

Congress noted T and U visa relief was needed to allay the fears of

undocumented immigrant crime victims, given that “[e]xisting laws often fail to

protect victims of trafficking, and because victims are often illegal immigrants in

the destination country, they are repeatedly punished more harshly than the

traffickers themselves.” 22 U.S.C. § 7101(b)(17). In light of these particular

vulnerabilities, Congress determined that trafficking victims should not be

penalized for certain potentially unlawful acts: “Victims of severe forms of

trafficking should not be inappropriately incarcerated, fined, or otherwise

penalized solely for unlawful acts committed as a direct result of being trafficked,

such as using false documents, entering the country without documentation, or

qualifying criminal activity “in violation of Federal, State, or local criminal law” that provides the predicate for U visa relief) (emphasis added). 12 The VTVPA provides eligible victims of trafficking and certain other crimes with protection from removal and four years of nonimmigrant legal status and the ability, after three years of continuous presence in the U.S., to apply for lawful permanent residency and, ultimately, for U.S. citizenship. See 8 U.S.C. §§ 1101(a)(15)(T), 1255(l), 1101(a)(15)(U), 1255(m), 1427.

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working without documentation.” 22 U.S.C. § 7101(b)(19) (emphasis added).

Similarly, the adjustment of status process for an individual in T or U

nonimmigrant status to become a lawful permanent resident is exempted from

provisions of the INA that would render an individual ineligible to adjust her status

based upon prior unauthorized employment. Compare 8 U.S.C. § 1255(c)(8) with

§ 1255(l) and § 1255(m).

Thus, the VTVPA demonstrates Congress’ intent that, in certain cases,

federal humanitarian and public safety interests take precedence over enforcement

of employment verification laws. See Victims of Trafficking and Violence

Protection Act of 2000, § 1513(a)(2)(A) (stating this relief was “in keeping with

the humanitarian interests of the United States.”); § 1513(a)(1)(B) (intent of statute

to strengthen the ability of undocumented crime victims “to report

crimes to

law enforcement and fully participate in the investigation of the crimes committed

against them.”); § 1513(a)(2)(A) (describing Congress’ intent in creating the U

visa to “encourage law enforcement officials to better serve immigrant crime

victims and to prosecute crimes committed against aliens.”); see also 22 U.S.C. §

7101(a) (noting the T visa was created in order to “combat trafficking in persons

. and to protect their victims.”).

Enforcement of state identity theft in employment provisions conflicts with

the federal enforcement priorities established by the VTVPA because it could

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subject an undocumented worker who has been the victim of trafficking to state

prosecution for using documents that are not her own, directly conflicting with

Congress’ express intent to protect victims of trafficking from punishment for

“using false documents.” 22 U.S.C § 7101(b)(19). Here, Arizona’s state identity

theft statutes contain no provision to determine whether individuals may have been

the victims of trafficking or other criminal activity. Indeed, MCSO’s systematic

enforcement of the state identity theft laws against immigrant workers, unmoored

from the federal interests in protecting immigrant trafficking and crime victims,

has resulted in a chilling effect that undermines the ability of MCSO to serve

immigrant crime victims effectively, which, in turn, undermines the ability of

MCSO to identify and prosecute crimes committed against immigrants. 13

//

//

//

13 This chilling effect on the willingness of undocumented individuals to report crimes to the MCSO includes certain crimes, such as peonage, involuntary servitude, and trafficking, that most often arise in an employment context and which provide the predicate qualifying criminal activity for a U visa. See 8 U.S.C. § 1101(a)(15)(U)(iii) (listing qualifying criminal activity); see also 14-ER-3187, Garcia Decl. ¶¶ 18-19 (attesting to the chilling effect that MCSO’s enforcement has had on immigrant workers’ willingness to report workplace violations out of fear of being taken by the Sheriff); 14-ER-3193-94, de la Fuente Decl. ¶¶ 7-9 (same).

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CONCLUSION

For the reasons in Appellees’ brief and the reasons above, Amici respectfully

request that this Court uphold the injunction of A.R.S. §§ 13-2008(A) and 13-

2009(A)(3).

Date:

August 31, 2015

Respectfully Submitted,

NATIONAL IMMIGRATION LAW CENTER

/s Joshua T. Stehlik Joshua T. Stehlik, SBN 220241 Nicholas D. Espiritu, SBN 237665 3435 Wilshire Blvd., Suite 2850 Los Angeles, CA 90010 stehlik@nilc.org espiritu@nilc.org Telephone: 213.639.3900 Facsimile: 213.639.3911

Counsel for Amicus Curiae

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CERTIFICATE OF COMPLIANCE WITH RULE 32(a)

This brief complies with the type-volume limitation of FED. R. APP. P.

29(d) and 32(a)(7)(B), because this brief contains 6,994 words excluding the parts

of the brief exempted by FED. R. APP. P. 32(a)(7)(B)(iii).

This brief complies with the typeface requirements of Rule 32(a)(5) and the

type style requirements of Rule 32(a)(6) because this brief has been prepared in a

proportionally spaced typeface using Microsoft Word in 14-point Times New

Roman font.

STATEMENT OF RELATED CASES

Amici are not aware of any related cases pending in this Court.

NATIONAL IMMIGRATION LAW CENTER

Date: August 31, 2015

/s Joshua T. Stehlik Joshua T. Stehlik

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APPENDIX A Pursuant to Federal Rules of Appellate Procedure 29(c) and 26.1, Amici

are each non-profit organizations, with no parent corporations or publicly traded

stock and provide the following:

The National Immigration Law Center (“NILC”) is the primary national

organization in the United States exclusively dedicated to defending and advancing

the rights and opportunities of low-income immigrants and their families. Over the

past 35 years, NILC has won landmark legal decisions protecting fundamental

rights, and advanced policies that reinforce our nation’s values of equality,

opportunity, and justice. NILC’s interest in the outcome of this case arises from its

first-hand experience with the ways that immigration-based retaliation against

workers chills them from asserting their workplace rights, which, in turn, erodes

workplace standards for all workers.

Advocates for Basic Legal Equality, Inc. (“ABLE”) is an unrestricted

legal services program that provides representation to low-income groups and

individuals. One of its practice groups, the Agricultural Worker and Immigrant

Rights Practice Group, has litigated a number of lawsuits on behalf of immigrants

and groups with large numbers of immigrant members, including the Ohio

Immigrant Worker Project and the Farm Labor Organizing Committee, AFL-CIO.

This litigation has included employment, immigration and civil rights issues,

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including wage and working conditions claims, sexual harassment claims, profiling

of Hispanics by local, state and federal law enforcement agencies, issuance of

marriage licenses to persons without Social Security numbers, and filing habeas

corpus petitions for detained immigrants.

The Arizona Border Rights Foundation (DBA) Coalición de Derechos

Humanos (“DH”), based in Tucson, Arizona, is a grassroots organization which

promotes respect for human/civil rights and fights the militarization of the

Southern Border region, discrimination, and human rights abuses by federal, state,

and local law enforcement ocials aecting U.S. and non U.S. citizens alike. The

Arizona identity theft laws and their enforcement apparatus have used the criminal

justice system to target workers based on their immigration status, a function that

is wholly a federal responsibility. Our community has faced hundreds of criminal

convictions, incarcerations and the collateral consequences from these policies.

Asian Americans Advancing Justice - Asian Law Caucus (“Advancing

Justice - ALC”) was founded in 1972 with a mission to promote, advance, and

represent the legal and civil rights of Asian and Pacific Islanders, with a particular

focus on low-income members of those communities. Advancing Justice - ALC is

part of a national affiliation of Asian American civil rights groups, with offices in

Los Angeles, Chicago, Washington DC, and Atlanta. Advancing Justice - ALC

has a long history of protecting low-wage immigrant workers through direct legal

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services, impact litigation, community education, and policy work. Advancing

Justice - ALC's regular docket includes retaliation cases and advocacy on behalf of

undocumented workers.

Asian Americans Advancing Justice – Los Angeles (“Advancing Justice

– LA”), formerly the Asian Pacific American Legal Center, is the nation’s largest

legal and civil rights organization for Asian Americans, Native Hawaiians, and

Pacific Islanders. Founded in 1983, Advancing Justice – LA has had a long history

of promoting immigrants’ and workers’ rights through policy initiatives and

lawsuits, including a successful lawsuit against employers who trafficked and

forced 80 Thai garment workers to work behind barbed wire and under armed

guard in El Monte, California. Bureerong v. Uvawas, 922 F. Supp. 1450 (C.D. Cal.

1996), and 959 F. Supp. 1231 (C.D. Cal. 1997). Advancing Justice - LA continues

to represent low-wage, immigrant workers with employment discrimination,

trafficking, and wage & hour claims, and thus, has a strong interest in the outcome

of this case to ensure that workers are not chilled from asserting their rights.

The California Rural Legal Assistance Foundation (“CRLAF”) is a non-

profit legal services provider that advocates for the rural poor and promotes the

interests of low-wage workers, particularly farm workers. Since 1986, CRLAF has

engaged in impact litigation, community education and outreach, and legislative

and administrative advocacy in the areas of labor, housing education, health,

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worker safety, pesticides, citizenship, immigration, and environmental justice. A

high percentage of CRLAF’s clients are unauthorized workers, many of whom are

eligible for relief from deportation and may be able to regulate their immigration

status with our help. Many are members of mixed status families, where the

children’s well-being can be dependent on careful review and adjustment of their

parents’ status through the federal immigration system. CRLAF attorneys and

staff are acutely of the devastating impact a state enforcement scheme that operates

outside federal control and without concern for workforce protection,

humanitarian, and law enforcement interests can have on such individuals and their

families.

Casa Latina is a nonprofit, social justice organization founded in 1994 that

empowers low-wage Latino immigrant workers with educational and employment

opportunities to move from economic insecurity to economic prosperity and to

participate fully in our democracy. These opportunities include day labor

employment through Casa Latina’s worker center, English language classes,

workplace safety and job skills trainings, leadership development, and organizing

around issues of public policy that affect immigrant workers. In addition to directly

serving the Latino community in King County, Casa Latina has national impact as

a model day worker center whose programs, curricula, and operations have been

emulated by worker centers throughout the country. Casa Latina fights hard for

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workers to have livable wages and dignified lives and opposes immigration-based

retaliation practices that diminish the rights of workers and create conditions of

abuse and exploitation.

The Center for Neighborhood Leadership of Phoenix, Arizona, is an

anchor organization that is shifting the landscape of social justice, community

development, and community-driven public policy by training under-represented,

low-income Arizonans to engage stakeholders in meaningful dialogue, form

collaborative partnerships, and take action to address local issues. Sheriff Arpaio's

racially biased, predatory, and unlawful use of state identity theft laws has

victimized our families, volunteers, members, and the community at large. Center

for Neighborhood Leadership's volunteers and their family members have been

targeted, arrested, jailed, and deported as a result of Sheriff Arpaio's workplace

raids. Those unlawful actions against immigrant workers have had devastating

repercussions on families including, homelessness, hunger, and the endless

heartache of family separation. Moreover, Sheriff Arpaio has created a widespread

culture of fear of the police and crime reporting that further terrorizes victims of

crime as well as undermines the Maricopa County Sheriff’s Office's mandate to

protect and serve our community.

Central Arizonans for a Sustainable Economy (“CASE”), based in

Phoenix, Arizona, is committed to quality jobs and fair working conditions for all

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Arizonans. The use of state identity theft laws to criminally prosecute immigrant

workers for "misusing identity information in order to obtain employment" creates

an additional tool employers can use to intimidate and exploit their employees.

Holding the threat of deportation and identity theft prosecution over the heads of

workers those very employers brought into their company to complete important

tasks is a tactic we see all too often, and one that needs to stop. The Maricopa

County Sheriff's Office should not be twisting statutes for the purpose of pursuing

workers whose only wish is to be able to provide for their families.

Centro Legal de la Raza (“Centro Legal”) has, since 1969, provided legal

aid services to low-income, predominantly Spanish-speaking residents of

Oakland's Fruitvale District and the greater Bay Area. Centro Legal represents

thousands of workers, tenants, and immigrants annually. Centro Legal works to

protect the legal rights of all workers, regardless of their immigration status.

Immigrant workers are especially vulnerable to employer abuse, and in the

previous two years Centro Legal has recovered for workers over one million

dollars in stolen wages. The outcome of this case is important to our clients

because employers too often unlawfully take advantage of immigrant workers who

are afraid to assert their rights, and protections are needed to prevent such

exploitation.

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Farmworker Justice is a non-profit organization based in Washington,

D.C. that seeks to empower migrant and seasonal farmworkers to improve their

living and working conditions, immigration status, health, occupational safety, and

access to justice. Farmworker Justice accomplishes these aims through policy

advocacy, litigation, training and technical assistance, coalition-building, public

education, support for union organization and corporate social responsibility. The

nation’s roughly 2.5 million seasonal agricultural workers are among the lowest-

paid and exploited employees in the nation. Farmworker Justice participates in this

case due to its strong interest in preventing conflicting laws and practices from

undermining the few workers’ protections that are currently available from

employer intimidation and harassment.

The Florence Immigrant & Refugee Rights Project (“Florence Project”)

is the only non-profit organization that provides free legal assistance and

coordinated social services to women, men, and unaccompanied children detained

for immigration proceedings in Arizona. The Florence Project seeks to ensure that

all immigrants facing removal have access to counsel, understand their rights under

the law, and are treated fairly and humanely. The Florence Project believes in

defending the civil rights of immigrants in Arizona, thus our interest in this case.

Since 1920, Friendly House has served the citizens of Arizona and those

seeking a legal path to citizenship, by providing the tools, training and support

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needed to attain sustaining, self-sufficiency. Through this work, Friendly House

has seen first-hand and is concerned with the barriers potential citizens face in

establishing residency and a pathway to citizenship.

Immigrant Law Center of Minnesota (“ILCM”) is a Minnesota based

non-profit organization that engages in advocacy, direct services, education,

outreach, and impact litigation to protect the civil and human rights of noncitizens.

ILCM represents noncitizens throughout Minnesota in removal proceedings before

immigration courts, the Board of Immigration Appeals, and in the federal courts.

ILCM routinely represents noncitizens with criminal convictions and receives state

funding to provide technical assistance and training on the immigration

consequences of criminal convictions to Minnesota's public defenders so that

noncitizens receive effective assistance of counsel in their criminal proceedings.

ILCM has a strong interest in the fair, predictable, and correct interpretation of the

criminal and immigration laws in the United States.

The Immigration Law Clinic of the University of Arizona James E.

Rogers College of Law (“Clinic”) provides free legal services to low income

immigrants. The Clinic also provides a clinical legal education for law students

enrolled in the program. Student participants, under attorney supervision, provide

direct representation to a limited number of immigrants each semester, including

respondents undergoing removal proceedings at an immigration detention center in

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Eloy, Arizona, some of whom are Maricopa County residents. The Clinic's clients

include actual or potential asylum seekers, victims of severe forms of human

trafficking, survivors of domestic violence and other crimes, individuals potentially

eligible to immigrate through petitions filed by U.S. citizen or permanent resident

family members, long-term residents of the U.S. eligible for humanitarian waivers

of removal, and individuals who may be subject to removal but qualify for

prosecutorial discretion. The Clinic has a direct interest in the outcome of this case

because, depending the circumstances of the case, a criminal conviction may

render an individual ineligible for certain immigration benefits or may create

hurdles to obtaining such benefits.

Jobs With Justice is a national network bringing together labor,

community, student, and faith at the national and local levels to fight for

employment security and a decent standard of living for workers. Our interest in

supporting the plaintiff in this case stems from our experience supporting workers

who find themselves at the nexus of immigration and workplace laws. We have

seen the imperative need to balance immigration enforcement with the

enforcement of labor and employment laws. We believe this balance is best

achieved through federal policies and practices.

Jobs with Justice, Tucson Chapter, is one of 26 local coalitions that are

part of the national Jobs with Justice organization. Being in a city that is the sixth

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poorest in the nation and living in a state with the Right to Work laws since 1947,

combined with an unrelenting attack on immigrants, is a formula for disaster for all

who toil in this area. The further criminalization of immigrant workers through the

unjust and added burden of identity theft is simply and painfully another tool used

by racist exploiters of labor to depress the overall wages of everyone. In the

struggle for economic and social justice it is absolutely imperative to peel away the

legal hindrances that keep working people poor and oppressed.

The Legal Aid Society–Employment Law Center (“LAS-ELC”) is a

nonprofit legal services organization, founded in 1916, that litigates cases

nationwide on behalf of low-wage workers, particularly those who belong to

traditionally subordinated communities. Through its Immigration and National

Origin Program, LAS-ELC endeavors to protect the rights of individuals who face

discrimination because they belong to a particular ethnic community, or because

they or their ancestors immigrated to the United States. As part of this work, LAS-

ELC has litigated numerous cases vindicating the ability of workers to protect their

legal rights irrespective of their immigration status and despite the prospect of

employer retaliation. LAS-ELC has a deep interest in the outcome of the present

case, because a finding that that IRCA does not preempt the laws and practices at

issue would frustrate the strong federal policy in favor of the vigorous enforcement

of workplace protections that IRCA, in fact, embodied.

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Living United for Change in Arizona (LUCHA) organizes Arizona’s low-

and moderate-income and minority families to take action on the issues most

important to them and advance the cause of social and economic justice for all.

Through leadership development, grassroots issue-based campaigns, advocacy and

civic engagement, we seek to create an Arizona in which every resident has an

equal voice in determining the policies and shaping the decision-making bodies

that will govern our communal life. LUCHA organizes a very diverse constituency

or workers and immigrants. Our workers face daily issues such as wage theft,

being underpaid, overworked with little to no sick days, and work place raids.

Immigration is another issue that has affected our constituency through the most

heinous discrimination practices, as exemplified by Arizona’s SB1070. SB1070

brought work place raids, home raids, police profiling of minorities, family

separation and detention. Thousands of immigrant families left our state,

construction, fast food and hospitality sectors being directly affected by the mass

exodus of families, workers and students. Currently, we still see the effects of

SB1070 and racial profiling as many of our members have family members that

have been detained or deported due to the predatory and discriminatory practices

of Sheriff Arpaio.

The National Employment Law Project (NELP) has worked for nearly 45

years to advance the workplace rights of low-wage and immigrant workers. Both

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directly and through its partnerships with community groups, civil rights groups

and worker organizations, NELP has represented thousands of immigrant workers

attempting to enforce their labor rights. NELP attorneys have written, lectured,

litigated, and engaged in policy advocacy on behalf of low-wage immigrant

workers throughout the United States.

The New Orleans Workers’ Center for Racial Justice is a non-profit

membership organization that was founded in the aftermath of Hurricane Katrina

in response to the structural exclusion of African Americans and the brutal

exploitation of immigrants across the Gulf Coast South. The organization has over

1,000 members spanning across the States of Louisiana, Mississippi, and Texas—

including day laborers, temporary guestworkers, and African American residents -

who work collectively towards workers’ rights, racial equality and human dignity

for all.

The North Carolina Justice Center's core mission is to advance economic

and social justice for low-income and marginalized individuals and communities

across North Carolina. To make opportunity and prosperity for all a reality, we

work to secure jobs that are safe and pay a living wage; access to quality health

care; consumer protections from abusive business practices; quality education for

every child; safe and affordable housing; and fair treatment, regardless of race,

ethnicity, or country of origin. The Center’s work includes a special focus on

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representation of North Carolina’s low-income immigrants. Since its inception in

1996, the Justice Center has successfully helped thousands of individuals avoid

deportation, keep their families together and obtain legal status. We have also

defended the rights of immigrants facing abuses in housing, consumer and

workplace cases, and have secured access to services and public benefits. We have

engaged immigrant allies in the fight for fairer policies at both the state and federal

level.

The Service Employees International Union (“SEIU”) is an international

labor organization representing approximately two million working men and

women in the United States and Canada employed in the private and public

sectors. Many of SEIU’s members are foreign-born U.S. citizens, lawful

permanent residents, or immigrants authorized to work in the United States. Many

of SEIU’s members have mixed-status families. SEIU and its members have an

interest in Arizona's two identity theft in employment statutes as they undermine

federal labor and employment protections.

Somos America / We Are America is a non-profit organization composed

of organizations and individuals whose work encompasses issues affecting migrant

communities. Through the collaborative efforts of our members, Somos America

acts as an educational center for migrant rights organizations and a place for

coordinated action to ensure the realization of our vision.

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The Southside Worker Center, based in Tucson, Arizona, supports a

community of worker-leaders building collective power and raising the standards

of worker conditions so that members can take part in dignified work and earn just

wages. The Center sees approximately 35 workers daily, who, in spite of the

hostile conditions in Arizona, continue to maintain that they too have a right to

work by gathering at the Center. Along with offering a space for workers to wait

for work, we also focus on empowering the leadership of the workers through a

variety of leadership trainings, shared decision making, and by maintaining the

Center as a worker-led organization. Our members are day laborers mostly from

Mexico, Guatemala, Honduras, El Salvador, and Nicaragua.

UNITE HERE is a labor union that represents 270,000 women and men

across North America working in the hotel, gaming, food service, manufacturing,

textile, distribution, laundry, transportation, and airport industries. In the State of

Arizona, UNITE HERE’s local affiliate (Local 631) represents workers in hotels,

restaurants, airport concessions, and in-flight catering. UNITE HERE and its

member locals are committed to the rights of immigrant workers, who make up a

substantial percentage of the workforce within the industries the union

represents. UNITE HERE also actively assists non-unionized workers, including

immigrant workers, in asserting their rights under federal law to organize for

improved wages and working conditions.

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The United Food and Commercial Workers International Union

(“UFCW”) represents more than 1.3 million workers in the United States and

Canada, primarily in retail, meatpacking, poultry, and food processing industries.

UFCW’s mission is to better the terms and conditions of employment of all

workers it represents and thereby better the lives of their families and communities.

In implementing its mission, UFCW organizes and represents workers from around

the world who comprise a range of races and ethnicities. UFCW believes that all

workers deserve the rights granted by U.S. federal laws. In particular, UFCW

believes that the federal rights of immigrants must be protected so that they can

contribute to their communities and our entire nation, as they have done for

centuries. Accordingly, UFCW has an interest in promoting laws and policies that

protect immigrant rights, and UFCW will fight against all forms of discrimination

against immigrant workers.

Based in Tucson, Arizona, the Workers’ Rights Clinic of the University

of Arizona James E. Rogers College of Law (“WRC”) advocates for the rights

of low-wage immigrant workers through direct service, public policy research, and

community education and outreach. WRC operates an in-house employment rights

clinic where workers receive confidential legal information, advice, and counseling

about their rights in the workplace from trained law students and supervising

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attorneys. WRC has an interest in this case because of its commitment to

protecting the rights of low-wage immigrant workers in the state.

Worksafe, Inc. is a California-based non-profit organization dedicated to

promoting occupational safety and health through education, training, and

advocacy. Worksafe advocates for protective worker health and safety laws and

effective remedies for injured workers through the legislature and courts. Worksafe

is also a Legal Support Center funded by the State Bar Legal Services Trust Fund

Program to provide advocacy, technical and legal assistance, and training to the

legal services projects throughout California that directly serve California's most

vulnerable low-wage workers. Worksafe has an interest in the outcome of this

case as it relates to access to justice issues of low-income immigrant workers.

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APPENDIX B

INDEX OF APPENDIX B

Description

Appendix B Page. No.

ICE Operating Instruction 287.3a, Questioning persons during labor disputes

51

Memorandum from John Morton, Director, U.S. Immigration and Customs Enforcement, Prosecutorial Discretion: Certain Victims, Witnesses, and Plaintiffs (June 17, 2011)

53

Revised Memorandum of Understanding between the Departments of Homeland Security and Labor Concerning Enforcement Activities at Worksites (Dec. 7, 2011)

56

U.S. Dep’t of Labor, Fact Sheet: Establishment of Interagency Working Group for the Consistent Enforcement of Federal Labor, Employment and Immigration Laws

61

U.S. Dep’t of Labor, Interagency Working Group for the Consistent Enforcement of Federal Labor, Employment and Immigration Laws Action Plan (May 8, 2015)

63

U.S. Dep’t of Labor, News Release, US Department of Labor statement on ‘We Can Help’ campaign (June 24,

 

2010)

65

U.S. Dep’t. of Labor, Fact Sheet #48: Application of U.S. Labor Laws to Immigrant Workers: Effect of Hoffman Plastics decision on laws enforced by the Wage and Hour Division (Revised 2008)

66

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In re Herrera-Priego, U.S. Dep’t of Justice, Exec. Office for Immigration Review (July 10, 2003)

68

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OI 287.3a Questioning persons during labor disputes. (Revised 12/04/96; Added to INSERTS April 99)

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\ slb \ SERVICE LAW BOOKS MENU \ Operating Instructions \ OI 287 Field officers; powers and duties. \ OI 287.3a Questioning persons during labor disputes. (Revised 12/04/96; Added to INSERTS April 99) Previous Document Next Document

OI 287.3a Questioning persons during labor disputes. (Revised 12/04/96; Added to

INSERTS April 99)

When information is received concerning the employment of undocumented or unauthorized aliens, consideration should be given to whether the information is being provided to interfere with the rights of employees to form, join or assist labor organizations or to exercise their rights not to do so; to be paid minimum wages and overtime; to have safe work places; to receive compensation for work related injuries; to be free from discrimination based on race, gender, age, national origin, religion, handicap; or to retaliate against employees for seeking to vindicate these rights.

Whenever information received from any source creates a suspicion that an INS enforcement action might involve the Service in a labor dispute, a reasonable attempt should be made by Service enforcement officers to determine whether a labor dispute is in progress. The Information Officer at the Regional Office of the National Labor Relations Board can supply status information on unfair labor practice charges or union election or decertification petitions that are pending involving most private sector, non­ agricultural employers. Wage and hour information can be obtained from the United States Department of Labor (Wage and Hour Division) or the state labor department.

In order to protect the Service from unknowingly becoming involved in a labor dispute, persons who provide information to the Service about the employer or employees involved in the dispute should be asked the following: 1) their names; 2) whether there is a labor dispute in progress at the worksite; 3) whether they are or were employed at the worksite in question (or by a union representing workers at the worksite); and 4) if applicable, whether they are or were employed in a supervisory or managerial capa city or related to anyone who is. Information should be obtained concerning how they came to know that the subjects lacked legal authorization to work, as well as the source and reliability of their information concerning the aliens= status.

It is also appropriate to inquire whether the persons who provide the information had or have a dispute with the employer of the subjects of the information. Likewise, the person providing the information about the aliens should be asked if the subjects of the information have raised complaints or grievances about hours or working conditions, discriminatory practices or about union representation or actions, or whether they have filed workers' compensation claims.

Generally there is no prohibition for enforcing the Immigration and Nationality Act, even when there may be a labor dispute in progress. However, where it appears that information may have been provided in order to interfere with or to retaliate against employees for exercising their rights, no action should be taken on this information without the review of the District Counsel and approval of the Assistant District Director for Investigations or an Assistant Chief Patrol Agent.

When Service enforcement action is taken and it is then determined that there was a labor dispute in progress, or that the information was provided to the Service to retaliate against employees for exercising their employment rights, the lead immigration officer in charge of the Service enforcement team at the worksite must ensure to the extent possible that any arrested or detained aliens necessary for the prosecution of any violations are not removed from the country without notifying the appropriate law enforcement agency which has jurisdiction over these violations.

Any arrangements for aliens to be held or to be interviewed by investigators or attorneys for the state or federal Department of Labor, the National Labor Relations board or other agencies/entities

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enforcing labor/employment laws will be determined on a case­by­case basis.

\ slb \ SERVICE LAW BOOKS MENU \ Operating Instructions \ OI 287 Field officers; powers and duties. \ OI 287.3a Questioning persons during labor disputes. (Revised 12/04/96; Added to INSERTS April 99) Previous Document Next Document

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8/28/2015 Fact Sheet: Establishment of Interagency Working Group for the Consistent Enforcement of Federal Labor, Employment and Immigration Laws ­ U.S. De…

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United States Department of Labor

Secretary of Labor Thomas E. Perez Fact Sheet: Establishment of Interagency Working Group for the Consistent Enforcement of Federal Labor, Employment and Immigration Laws

Federal agencies responsible for worker protections seek to protect all workers from exploitation and workers’ rights violations, regardless of immigration status. Many workers, however, are deterred or prevented from asserting workplace rights and protections. In some cases, employers may exploit immigration status to deter employees from asserting their rights. In other cases, the protections available to workers are unclear. To promote effective enforcement of federal labor, employment, and immigration laws, the Administration is announcing the creation of an interagency working group to identify policies and procedures that promote the consistent enforcement of those laws and protect all workers in the U.S.

This working group will be comprised of federal immigration enforcement agencies and federal agencies responsible for worker protections, including the Department of Labor, Department of Homeland Security, Department of Justice, Equal Employment Opportunity Commission and National Labor Relations Board.

The working group will seek to:

Ensure agencies’ immigration enforcement and worker protection policies, promote workers’ cooperation with labor and employment law enforcement authorities without fear of retaliation;Labor Relations Board. The working group will seek to: Ensure federal enforcement authorities are not used

Ensure federal enforcement authorities are not used by parties seeking to undermine worker protection laws by enmeshing immigration authorities in labor disputes; and,law enforcement authorities without fear of retaliation; Ensure the consistent enforcement of federal labor,

Ensure the consistent enforcement of federal labor, employment, and immigration laws.enmeshing immigration authorities in labor disputes; and, To achieve these objectives the working group will: Develop

To achieve these objectives the working group will:

Develop policies and procedures to ensure consistent enforcement of labor, employment, and immigration laws;laws. To achieve these objectives the working group will: Develop consistent standards and procedures for immigration

Develop consistent standards and procedures for immigration agencies to contact labor agencies when they encounter a potential labor dispute within the meaning of the Revised Memorandum of Understanding between the Departments of Homeland Security and Labor Concerning Enforcement Activities at Worksites, executed on December 7, 2011;enforcement of labor, employment, and immigration laws; Provide greater clarity to workers, worker representatives,

Provide greater clarity to workers, worker representatives, advocates, and employers regarding processes and procedures on the intersection between immigration law enforcement and labor and employment law enforcement;Activities at Worksites, executed on December 7, 2011; Strengthen processes for staying the removal of, and

Strengthen processes for staying the removal of, and providing temporary work authorization for, undocumented workers asserting workplace claims and for cases in which a workplace investigation or proceeding is ongoing; andlaw enforcement and labor and employment law enforcement; Provide stakeholders open and transparent modes of

Provide stakeholders open and transparent modes of communication with enforcement authorities.a workplace investigation or proceeding is ongoing; and 61

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The working group will provide opportunities for communication with external stakeholders, including workers, worker representatives, advocates and employers as appropriate.

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8/28/2015 Fact Sheet: Interagency Working Group for the Consistent Enforcement of Federal Labor, Employment and Immigration Laws Action Plan ­ U.S. Depart…

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United States Department of Labor

Secretary of Labor Thomas E. Perez Interagency Working Group for the Consistent Enforcement of Federal Labor, Employment and Immigration Laws Action Plan

On November 20, 2014, the federal government announced the formation of the Interagency Working Group for the Consistent Enforcement of Federal Labor, Employment and Immigration Laws (Interagency Working Group), comprised of the Department of Labor, Department of Homeland Security, Department of Justice, Equal Employment Opportunity Commission and National Labor Relations Board. This Interagency Working Group builds on the existing relationships between the member departments and agencies and agreements such as the Department of Labor and the Department of Homeland Security's Revised Memorandum of Understanding Concerning Enforcement Activities at Worksites (2011).

The Interagency Working Group's goals are to enhance coordination in those cases where federal responsibilities to enforce labor, employment, and immigration laws may overlap, to ensure that workers who cooperate with labor and employment enforcement may continue to do so without fear of retaliation, to ensure that unscrupulous parties do not attempt to misuse immigration enforcement or labor laws to thwart or manipulate worker protections or labor and immigration enforcement, and to ensure the effective enforcement of these laws.

To achieve these goals, the Interagency Working Group commits to pursuing the following tasks:

Identify and recommend, as needed, policies and procedures that ensure effective enforcement of labor, employment, and immigration laws and prevent the abuse of the legal process to undermine that enforcement;Working Group commits to pursuing the following tasks: Develop consistent internal standards and procedures for

Develop consistent internal standards and procedures for agencies to resolve conflicts regarding ongoing civil investigations into the violation of immigration and labor laws;abuse of the legal process to undermine that enforcement; Provide greater clarity to workers, worker representatives,

Provide greater clarity to workers, worker representatives, advocates, employers and federal agencies regarding processes and procedures when immigration law enforcement and labor and employment law enforcement intersect;into the violation of immigration and labor laws; Review existing processes for staying the removal of

Review existing processes for staying the removal of certain undocumented workers who assert meritorious workplace claims, providing access to apply for temporary employment authorization when consistent with regulations and policy, and establishing interagency coordination to facilitate these actions in appropriate cases; andand labor and employment law enforcement intersect; Provide open and transparent modes of communication between

Provide open and transparent modes of communication between enforcement authorities and external stakeholders, including workers, worker representatives, advocates and employers, as appropriate.to facilitate these actions in appropriate cases; and Within six months of the issuance of this

Within six months of the issuance of this Action Plan, the Interagency Working Group will have initiated or completed the following steps:

Establish regular meetings of the Interagency Working Group to ensure closer coordination, and a strong network of contacts across departments and agencies that will convene throughout the implementation of this Action Plan and continue thereafter for as long as the Interagency Working Group deems necessary.Group will have initiated or completed the following steps: Produce a coordinated set of resources on

Produce a coordinated set of resources on Workplace Protections and Immigration Enforcement. Theseas long as the Interagency Working Group deems necessary. 63

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resources, which may be made available as a handbook, online, or in other formats deemed easily accessible to the public, will include:

A compilation of relevant agreements between Interagency Working Group members, as well as appropriate agency guidance on the intersection between immigration law enforcement and labor and employment law enforcement that presently exists or may be created as part of this Action Plan;deemed easily accessible to the public, will include: Clear explanations and methods for accessing any temporary

Clear explanations and methods for accessing any temporary or permanent immigration benefits or relief that may be available as the result of workplace violations or criminal activity in the workplace. This will include information on how to seek a stay of deportation or removal, significant public benefit or humanitarian parole, deferred action, and other exercises of prosecutorial discretion. This will also include information on how to obtain employment authorization, if available;exists or may be created as part of this Action Plan; Clear guidance to employers on

Clear guidance to employers on avoiding retaliation and explaining their obligations to workers in the case of a workplace dispute, including guidance on avoiding discrimination when conducting an internal Employment Eligibility Verification Form I­9 Audit; andon how to obtain employment authorization, if available; Instructions on ways for the public to engage

Instructions on ways for the public to engage the Interagency Working Group and its members with related inquiries.Employment Eligibility Verification Form I­9 Audit; and Facilitate formal communication and processes among

Facilitate formal communication and processes among Interagency Working Group members. In particular, the Interagency Working Group will identify procedures to ensure the respective civil authorities of its members do not conflict. Interagency Working Group Members also agree to explore development of potential agreements or other procedures as appropriate.Working Group and its members with related inquiries. Maintain a robust dialogue with stakeholders, including

Maintain a robust dialogue with stakeholders, including workers, worker representatives, advocates, and employers as appropriate, through public engagement.of potential agreements or other procedures as appropriate. Engage other federal or state agencies and officials

Engage other federal or state agencies and officials on an ad hoc basis as necessary to achieve articulated goals and objectives.and employers as appropriate, through public engagement. 64

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WHD News Release: US Department of Labor statement on ‘We Can Help’ campaign [06/24/2010]

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United States Department of Labor

Secretary of Labor Thomas E. Perez News Release

WHD News Release: [06/24/2010] Contact Name: Dolline Hatchett Phone Number: (202) 693­4667 Release Number: 10­0890­NAT

US Department of Labor statement on ‘We Can Help’ campaign

WASHINGTON — In response to questions regarding the U.S. Department of Labor's Wage and Hour Division's "We Can Help" campaign — an effort to educate workers across the United States of their rights under the law — the department today issued the following statement:

"Through Democratic and Republican administrations, the Department of Labor consistently has held that the country's minimum wage and overtime law protects workers regardless of their immigration status. To argue otherwise diminishes the value of work in this country.

"This position provides two very important protections. First, it ensures that U.S. workers have a level playing field when seeking employment. Consider the lost advantage to U.S. workers when unscrupulous employers purposely pass them over to hire workers who are afraid to file a complaint about not being paid the minimum wage or often not being paid at all.

"Second, no employer should gain an economic edge by hiring undocumented individuals who feel that they must accept working conditions below those required by law. Good employers, who abide by the law, should not suffer the consequences of those businesses engaged in a race to the bottom."

For more information on the "We Can Help" campaign, visit http://www.dol.gov/wecanhelp.

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U.S. Department of Labor ­ Wage and Hour Division (WHD) ­ Fact Sheet

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United States Department of Labor

Wage and Hour Division

Wage and Hour Division (WHD)

(Revised July 2008) (PDF)

Fact Sheet #48: Application of U.S. Labor Laws to Immigrant Workers: Effect of Hoffman Plastics decision on laws enforced by the Wage and Hour Division

On March 27, 2002, the U.S. Supreme Court ruled in Hoffman Plastic Compounds, Inc. v. NLRB, No. 00­ 1595 (S. Ct.), that the National Labor Relations Board (NLRB) lacked authority to order back pay to an undocumented worker who was laid off from his job because of union activities.

In Hoffman Plastics, the Supreme Court decided that providing back pay to the undocumented worker would conflict with policies under U.S. immigration laws. Those laws require employees to present documents establishing their identity and authorization to work at the time they are hired. An employer must check those documents and cannot knowingly hire someone who is not authorized to work. In Hoffman Plastics, the employee presented false documentation when he was hired. He was later laid off for trying to organize a union, in violation of the National Labor Relations Act (NLRA). The NLRB sought back pay for a period of time after the layoff. The Supreme Court concluded that back pay should not be awarded "for years of work not performed, for wages that could not lawfully have been earned, and for a job obtained in the first instance by a criminal fraud."

The Supreme Court's decision does not mean that undocumented workers do not have rights under other U.S. labor laws. In Hoffman Plastics, the Supreme Court interpreted only one law, the NLRA. The Department of Labor does not enforce that law. The Supreme Court did not address laws the Department of Labor enforces, such as the Fair Labor Standards Act (FLSA) and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA), that provide core labor protections for vulnerable workers. The FLSA requires employers to pay covered employees a minimum wage and, in general, time and a half an employee's regular rate of pay for overtime hours. The MSPA requires employers and farm labor contractors to pay the wages owed to migrant or seasonal agricultural workers when the payments are due.

The Department's Wage and Hour Division will continue to enforce the FLSA and MSPA without regard to whether an employee is documented or undocumented. Enforcement of these laws is distinguishable from ordering back pay under the NLRA. In Hoffman Plastics, the NLRB sought back pay for time an employee would have worked if he had not been illegally discharged, under a law that permitted but did not require back pay as a remedy. Under the FLSA or MSPA, the Department (or an employee) seeks back pay for hours an employee has actually worked, under laws that require payment for such work. The Supreme Court's concern with awarding back pay "for years of work not performed, for wages that could not lawfully have been earned," does not apply to work actually performed. Two federal courts already have adopted this approach. See Flores v. Albertson's, Inc., 2002 WL 1163623 (C.D. Cal. 2002); Liu v. Donna Karan International, Inc., 2002 WL 1300260 (S.D.N.Y. 2002).

The Department of Labor is still considering the effect of Hoffman Plastics on other labor laws it enforces, including those laws prohibiting retaliation for engaging in protected conduct.

Where to Obtain Additional Information

For additional information, visit our Wage and Hour Division Website:

http://www.wagehour.dol.gov and/or call our toll­free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1­866­4USWAGE (1­866­487­9243). Information about the FLSA and

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U.S. Department of Labor ­ Wage and Hour Division (WHD) ­ Fact Sheet

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MSPA is also available on the Internet.

This publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations.

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CERTIFICATE OF DIGITAL SUBMISSION

I hereby certify that: (1) all required privacy redactions have been made in

compliance with 9th Cir. R. 25-5; (2) the ECF submission is an exact copy of the

hard copies to be submitted to the court; and (3) the digital submissions have been

scanned for viruses with Adobe Acrobat XI, Version 11.0.12, and according to the

program are free of viruses.

CERTIFICATE OF SERVICE

I hereby certify that I electronically filed the foregoing AMICI CURIAE

BRIEF OF NATIONAL IMMIGRATION LAW CENTER, ET AL., IN SUPPORT

OF PLAINTIFFS-APPELLEES with the Clerk of the Court for the United States

Court of Appeals for the Ninth Circuit by using the appellate CM/ECF system on

August 31, 2015. Participants in the case who are registered CM/ECF users will

be served by the appellate CM/ECF system.

NATIONAL IMMIGRATION LAW CENTER

Date: August 31, 2015

/s Joshua T. Stehlik Joshua T. Stehlik

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