²ÝÝ®ÊÓƵ

May 14, 2026

Contributors: Kerreen Conley

Uncertainty is a constant for public sector organizations. Regulatory changes, funding delays, workforce pressures, and public scrutiny can disrupt progress. Organizations that prepare early, align leadership, and act with purpose are better equipped to respond than those who wait for problems to escalate.Ìý

A reactive approach is costly. When HR processes are unclear or employee engagement slips, service delivery suffers,ÌýimpactingÌýthe communities you serve. A stronger strategy begins with two priorities: legal readiness and manager-led engagement.Ìý

Build a Strong Foundation for Legal ReadinessÌý

Proper workforce documentation, such asÌýForm I-9 compliance, has long beenÌýa key part of risk managementÌýfor public employers, but recent changes inÌýfederal legislation and enforcement have raised the stakesÌýsignificantly.

In 2026,ÌýImmigration and Customs EnforcementÌý(ICE)ÌýrevisedÌýseveralÌýstandards forÌýÌýand in doing so,ÌýendedÌýa 30-year era of “correctable” I-9 mistakes. Minor technicalÌýerrorsÌýthat previously allowed a grace periodÌýfor correctionÌýhave beenÌýreclassified as immediate, fineable offenses, significantly increasing the cost of non-compliance.ÌýÌý

Proactive auditing is crucial to protecting your organization from preventable I-9 errors — and your budget from the large, avoidable penalties those errors canÌýprompt:Ìýup to $2,861 per form.ÌýÌý

At the same time, ICE has bolstered its ranks and refined its resources to drive a surge in workplace audits. In this environment, your organization’s readiness for a federal visit is the most effective defense against costly compliance penalties and disruption.Ìý

I-9ÌýComplianceÌýand ICE PreparednessÌýÌý

If ICE arrives unannounced, your responseÌýinÌýthe firstÌýmomentÌýis vital. Delays, confusion, or inconsistent handling increase risk. Common issues include missing forms, incomplete documentation, and informal reviews that leave compliance gaps. A clear, trained response plan minimizes these risks and ensures consistent, legal action.Ìý

Five steps to strengthenÌýyour organization’s I-9Ìýcompliance readiness:Ìý

1. Assign ownership.ÌýDesignateÌýa team or individual to oversee Form I-9 compliance.Ìý
2. Review records systematically.ÌýIdentifyÌýmissing forms, errors, and risks through a structured process.Ìý
3. Ensure proper storage.ÌýAlign electronic and physicalÌýrecord keepingÌýwith federal standards.Ìý
4. Develop response protocols.ÌýOutline who to contact and what to share during workplace visits.Ìý
5. Train key employees.ÌýEquip front-desk staff, supervisors, and leaders with knowledge of their roles and legal boundaries.Ìý

Preparation creates options. Without it, organizations must make high-stakesÌýdecisions under pressure.Ìý

ComplianceÌýUncertainty ImpactsÌýEngagementÌý

How an organization handles compliance directlyÌýimpactsÌýits culture and, ultimately, howÌýits people perform. When employees lose confidence in yourÌýorganization’sÌýability to keep up with changing rules — or feel unprepared for a potential ICEÌývisitÌý—Ìýthat uncertainty creates a heavy layer of stress.Ìý

In the public sector, where work is fueled by a sense of purpose, this lack of clarity can feel like a personal burden, causing even the most dedicated staff to feel unsettled.ÌýTo cope with this emotional weight, many employeesÌýtendÌýto quietly detach as a defense mechanism, leading to a visible drop in moraleÌýand engagement.Ìý

Disengagement shows in signs like:Ìý

• Increased absenteeismÌý
• Lower participation in meetingsÌý
• Cynicism or frustration in interactionsÌý
• Slower response timesÌý
• Reduced focus on prioritiesÌý
• Fewer proactive problem-solving effortsÌý

These signals often surface before performance declines. Addressing them early helpsÌýmaintainÌýtrust and productivity.Ìý

Equip Managers to Support TeamsÌý

Managers play a key role in guiding employees through change. Effective managers reduce confusion, reinforce priorities, and keep employees connected to their work. Inconsistent management does the opposite.Ìý

Set clear expectations for managers by focusing on these five practices:Ìý

1. Connect regularly.ÌýShort, consistent check-ins help employees feel supported.Ìý
2. Clarify expectations often.ÌýRepeated communication keeps teams aligned.Ìý
3. RecognizeÌýgood workÌýfrequently.ÌýTimely appreciation boosts morale and performance.Ìý
4. Be visible.ÌýAccessible, responsive leaders foster engagement.Ìý
5. Create a communication rhythm.ÌýPredictable updates build trust and reduce anxiety.Ìý

Clear communication is essential. When employees knowÌýwhat’sÌýhappening and where to turn with concerns, they stay more engaged and productive.Ìý

Take ActionÌýBefore Uncertainty Becomes RiskÌý

Waiting for disruptions to reveal weaknesses is costly. Assess your organization now, address weak points, and equip managers to lead effectively.Ìý

Start with these questions:Ìý

• Are your Form I-9 processes consistent and up to date?Ìý
• Would your team know how to handle an unannounced workplace visit?Ìý
• Are managers prepared toÌýmaintainÌýtrust and engagement during change?Ìý
• Do employees receive clear, consistent messaging from leadership?Ìý

If any answers are unclear,Ìýit’sÌýtime for a review.Ìý

Empower Your OperationsÌý

Change is inevitable. The key is to respond with preparation, not hesitation. Public sector organizations that prioritize compliance and engagement are better positioned to reduce risk, protect operations, and support their workforce.Ìý

²ÝÝ®ÊÓƵ helps public sector entities take informed action. Whether assessing management effectiveness, conducting employee engagement surveys, or evaluating I-9 and ICE response readiness, our team can help you move forward with confidence.ÌýLearn moreÌýhereÌý