News, Articles & Updates


Following Donald Trump’s recent executive orders and the release of a new Form I-9 that became mandatory on January 22, employers must remain aware of their obligations to correctly complete and store their Forms I-9. To better protect your company, to ensure your workforce stays intact, and to better prepare for new federal regulations and presidential directives, we at The Mitzel Group, LLP encourage you to consider an I-9 training and internal I-9 audit with our office.

Why I-9 Training now?

On January 25, 2017, President Donald Trump issued an executive order tripling the number of immigration and customs enforcement (“ICE”) officers with potential authority to conduct I-9 audits. In addition, a draft executive order is now circulating that would require ICE officers to target certain employers as a means of immigration enforcement. These signed and draft executive orders imply that increasing number of I-9 audits are certain and imminent.

Changes to the new form I-9 and new federal regulations also present substantial pitfalls for employers. The new paper and electronic versions of the form introduce changes that can lead well-intentioned employers to commit grievous and irremediable errors. Increased civil and criminal penalties magnify the impact these errors can have to employers, potentially resulting in asset forfeiture, loss of business license, mandatory layoffs, and criminal liability, among others. Civil penalties increased in August 2016 and can now amount up to $21,000 per form I-9.

The best way to protect your business and yourself from criminal and civil liability is to review your current forms I-9 and train staff in properly completing the new form going forward. Thus, I-9 training and audit are two crucial measures that you, as an employer, can take when preparing for changes brought by the new presidential administration.

How do I schedule I-9 Training?

Please contact The Mitzel Group, LLP attorneys Lisa Liu or Amelia Lancaster by email or by calling (415) 742-4972 to schedule a training at your earliest convenience. As always, we are available to answer any questions you may have and help ensure your company is protected in the event of future immigration enforcement.


The San Francisco Paid Parental Leave Ordinance (PPLO) took effect on January 1, 2017, requiring San Francisco employers to provide supplemental compensation for employees who receive California Paid Family Leave benefits to bond with a new child. The PPLO is now in effect for employers with 50 or more employees and will expand on July 1, 2017 to cover employers with 35 or more employees, and again on January 1, 2018 to cover those with 20 or more employees.

Eligible employees under the PPLO generally include those who have worked for at least 6 months with the employer and have worked at least 8 hours per week in San Francisco. Employees must also be eligible to receive California Paid Family Leave benefits and provide proof of their receipt of such benefits to their employers.

Employers who are subject to the PPLO are advised to do the following:

1. Post the PPLO poster in the workplace;
2. Provide the PPLO form to employees planning to go on leave to bond with a new child and apply for Paid Family Leave benefits and request that they complete the form;
3. Determine the amount of PPLO compensation the employee is entitled to receive and when they should receive it;
4. Ensure that any updates to their current employee handbook include a policy on the PPLO.

Please do not hesitate to let us know if you have any questions about the PPLO to ensure proper compliance with this new law.