IER Letters of Resolutions FY 2026

IER issued letters of resolution to U.S. employers who voluntarily entered into bi-lateral and unilateral settlement agreements with the charging parties resolving discrimination charges. Letters of resolution were also issued to conclude independent investigations where the employer has voluntarily corrected its practices, and no victims were identified.

The following are summaries of letters of resolutions issued in fiscal year 2026 (October 1, 2025 - September 30, 2026):

On December 11, 2025, IER issued a letter of resolution (LOR) dismissing a charge of discrimination filed against a staffing company. The charging party, a naturalized U.S. citizen, alleged that the company told her that a position was only open to U.S. citizens even though there was no legal justification for such a restriction, asked her for proof of citizenship status, and then withdrew the job offer after she showed them her naturalization certificate. The charging party reached a bilateral agreement with the company through which the charging party received $5,600 in back pay. The LOR memorialized the company’s commitment to train relevant staffers about the anti-discrimination provision of the Immigration and Nationality Act. (Columbus, OH)

On December 18, 2025, IER issued a letter of resolution (LOR) dismissing a charge of discrimination filed against a staffing company. The charging party, a naturalized U.S. citizen, alleged that the company asked for specific citizenship status information when he first expressed interest in a position, and, when he would not provide this information, refused to consider him further. In response to IER’s investigation, the company voluntarily changed its recruitment practices. Additionally, as memorialized in the LOR, the company agreed to remove all citizenship status restrictions from job advertisements unless legally required, and train all recruiters on citizenship status discrimination prohibited by 8 U.S.C. § 1324b(a)(1)(B). (Westlake Village, CA)

On December 22, 2025, IER issued a letter of resolution (LOR) dismissing an independent investigation against a manufacturing company. IER opened the investigation to determine if the company was requesting specific documents based on citizenship status. During the course of the investigation, the company took a number of voluntary actions including providing training and resources on proper completion of the Form I-9 and committed to continue trainings going forward. The LOR memorializes the company’s actions. (Knoxville, TN)

On January 5, 2026, IER issued a letter of resolution (LOR) dismissing an independent investigation against a pharmaceuticals company. IER opened the investigation to determine if the company was requesting specific documents based on citizenship status. The company agreed to provide training and resources on proper completion of the Form I-9. The LOR memorializes the company’s actions. (East Brunswick, NJ)

On January 12, 2026, IER issued a letter of resolution closing an independent investigation into a manufacturer for citizenship status discrimination based on advertisements it had posted. As a result of IER’s investigation, the company agreed to update its policies to prevent potential future violations and to train its employees on how to avoid discrimination. (Loves Park, IL)

On January 13, 2026, IER issued a letter of resolution (LOR) dismissing a charge of discrimination filed against a staffing company. The LOR memorializes the company’s unilateral commitments to train staff responsible for requesting or reviewing documents for the Form I-9 using IER’s factsheet on U.S. Export Control Laws. (Hialeah Gardens, FL)

On February 6, 2026, IER issued a letter of resolution (“LOR”) dismissing a charge-based investigation into a utility company for citizenship status discrimination. After the investigation, the company performed several voluntary actions, including not limiting positions based on citizenship status without proper justification, revising company policies, and providing training. The LOR memorialized the company’s actions. (Newark, NJ)

On February 9, 2026, IER issued a letter of resolution (“LOR”) dismissing an independent investigation into an IT services company for citizenship status discrimination. After the investigation, the company performed several voluntary actions, including not limiting positions based on citizenship status without proper justification, revising company policies, and providing training. The LOR memorialized the company’s actions. (Falls Church, VA)

On February 20, 2026, IER issued a letter of resolution (LOR) dismissing a charge against a building supply chain for a potential retaliation and unfair documentary practice arising from the company’s termination of a lawful permanent resident. IER’s investigation did not find reasonable cause to find a violation of the INA but identified deficiencies in the company’s employment eligibility verification practices as applied to the Charging Party.  IER believes that these deficiencies have been adequately addressed through the company’s unilateral action of paying $16,730 to the Charging Party and undergoing Form I-9 and E-Verify training.  (Murfreesboro, TN)

On March 23, 2026, IER issued a letter of resolution (LOR) closing an independent investigation into potential citizenship status discrimination by a manufacturing and distribution company. IER’s investigation identified issues with the company’s practices for complying with export control laws which could lead to violations of 1324b. The LOR memorializes the company’s voluntary commitment to correct incomplete descriptions of U.S. persons and the documents that prove U.S. person status, and it will train staff on avoiding immigration-related discrimination when complying with export control laws.  (Miami, FL)

On May 28, 2026, IER issued a letter of resolution (LOR) to a property management company operating in Alexandria, VA. The LOR related to a charge-based investigation into whether the company committed termination discrimination and unfair documentary practices when it did not allow an employee to show his asylum I-94 for Supplement B reverification. Upon receiving notice of IER’s investigation, the company voluntarily acknowledged it should have accepted the worker’s I-94. It also offered the charging party reinstatement, paid him $30,000 in back pay, and had its human resources staff conduct an employer-based IER training. (Alexandria, VA)

On June 17, 2026, DATE, IER issued a letter of resolution (LOR) dismissing a charge of discrimination that a U.S. citizen filed against a restaurant. The charging party alleged that the company fired him due to an E-Verify issue. The worker received a Tentative Nonconfirmation and when he went to the Social Security Administration (SSA) to address the issue, SSA told him that the employer should run the E-Verify case using a slightly different name, to match SSA records. However, the employer refused to run the case using the slightly different name. The company eventually terminated the employee after the E-Verify case could not resolve because the company would not run the case in the way SSA had instructed. Shortly after IER opened its investigation, the company acknowledged its error and paid the employee a total of $8,000 in front pay and back pay. It also created Form I-9 and E-Verify policies and trained all of its human resources employees on the anti-discrimination provision of the Immigration and Nationality Act. (New York City, NY)

On July 6, 2026, IER issued a letter of resolution (LOR) dismissing a charge of discrimination that a U.S. citizen filed against an online design company. The Charging Party alleged that the company did not consider him for a position advertised as part of permanent labor certification program (PERM) recruitment process. In response to IER’s investigation, the company voluntarily committed to updating its PERM recruitment practices. These commitments include posting PERM-related positions on its external career website, accepting electronic applications through its website, and creating a system to track and review all applications. In addition, the company committed to training employees on the anti-discrimination provision of the Immigration and Nationality Act. (West Hollywood, CA)