Key Takeaways
• DOJ fined Epik Solutions $71,916 for favoring foreign H-1B visa holders over American workers.
• Settlement mandates anti-discrimination training, policy changes, and fair job ads within 60 days.
• Case marks DOJ’s first major action under the relaunched Protecting US Workers Initiative.
The U.S. Department of Justice (DOJ) has taken decisive action against Epik Solutions, a California-based technology company, for allegedly favoring foreign H-1B visa holders over qualified American workers. On June 10, 2025, the DOJ announced a settlement requiring Epik Solutions to pay $71,916 in civil penalties and overhaul its hiring practices. This enforcement marks the first major case under the DOJ’s relaunched “Protecting US Workers Initiative,” signaling a new era of strict immigration enforcement in the United States 🇺🇸.
DOJ Settlement: Who, What, When, Where, and Why
Who: Epik Solutions, also known as Epikso, is a tech company based in the San Francisco Bay Area.
What: The company was found to have discriminated against American workers by favoring foreign H-1B visa holders in its hiring process.
When: The settlement was announced on June 10, 2025.
Where: The case centers on Epik Solutions’ operations in California, but its implications reach across the United States 🇺🇸.
Why: The DOJ’s Civil Rights Division determined that Epik Solutions violated the Immigration and Nationality Act (INA), which protects U.S. workers from discrimination based on citizenship or immigration status.
The DOJ’s action is part of a broader push to ensure that American workers are not unfairly excluded from job opportunities, especially in industries that rely heavily on foreign labor.
Key Details of the Settlement
The settlement between the Department of Justice and Epik Solutions includes several important requirements:
- Payment of Civil Penalties: Epik Solutions must pay $71,916 to the U.S. Treasury.
- Mandatory Training: The company must provide anti-discrimination training to its staff within 60 days.
- Policy Revisions: Epik Solutions is required to revise its employment policies to comply with federal law.
- Job Advertisement Changes: The company must stop placing job ads that unlawfully exclude U.S. workers from employment opportunities.
These steps are designed to prevent future discrimination and ensure that all qualified workers, regardless of citizenship or immigration status, have a fair chance at employment.
Background: Epik Solutions and the Allegations
Epik Solutions is a technology company that develops AI-powered business management software for a wide range of industries, including banking, energy, biotechnology, education, and even the federal government. The company partners with major tech firms such as Amazon Web Services, Microsoft, Google Cloud, Salesforce, and Oracle.
According to its LinkedIn profile, Epik Solutions employs about 170 people across nine locations, with more than half reportedly living in India. The DOJ’s investigation found that Epik Solutions’ recruiters regularly hired foreign H-1B visa holders over U.S. workers, violating the Immigrant and Employee Rights Section (IER) of the Immigration and Nationality Act.
While Epik Solutions has cooperated with the DOJ’s investigation, the company has not admitted to any wrongdoing or accepted the legal conclusions in the settlement agreement.
The Legal Framework: Immigration and Nationality Act (INA)
The Immigration and Nationality Act (INA) is the main federal law governing immigration and citizenship in the United States 🇺🇸. Under the INA, it is illegal for employers to make hiring, firing, or recruiting decisions based on a person’s citizenship, immigration status, or national origin. These protections cover:
- U.S. citizens (including naturalized citizens)
- U.S. nationals
- Lawful permanent residents (green card holders)
- Refugees and asylees
The DOJ’s Civil Rights Division, through its Immigrant and Employee Rights Section, is responsible for enforcing these anti-discrimination provisions. Employers found in violation can face civil penalties, mandatory training, and other corrective actions.
For more information about the INA’s anti-discrimination rules, readers can visit the U.S. Department of Justice’s Immigrant and Employee Rights Section.
The H-1B Visa Program: What Employers and Workers Need to Know
The H-1B visa program allows U.S. employers to temporarily hire foreign workers in specialty occupations. These jobs usually require a bachelor’s degree or higher and include fields like technology, engineering, science, healthcare, and law.
Key facts about the H-1B visa:
– It is a temporary, employment-based visa.
– Workers must have specialized knowledge and at least a bachelor’s degree.
– Employers must show that they could not find a qualified U.S. worker for the job before hiring a foreign worker.
– The program is capped each year, with a limited number of visas available.
The H-1B visa program is popular among technology companies that need highly skilled workers. However, it has also faced criticism and increased scrutiny, especially when employers are seen as favoring foreign workers over qualified Americans.
DOJ’s “Protecting US Workers Initiative” and Broader Enforcement Trends
The settlement with Epik Solutions is the first major enforcement action since the DOJ relaunched its “Protecting US Workers Initiative.” This program targets companies that discriminate against American workers in favor of foreign labor.
Recent trends in immigration enforcement include:
- Expanded DOJ Focus: The Department of Justice is now paying closer attention to corporate immigration violations, including the misuse of visa programs like the H-1B visa. The DOJ has also expanded its whistleblower program, making it easier for employees to report suspected violations.
- Increased Penalties: The Department of Homeland Security (DHS) has raised the fines for companies that break federal immigration laws. This means that employers face higher financial risks if they do not follow the rules.
- Multi-Agency Enforcement: Other federal agencies, such as the Department of Labor (DOL), are also stepping up enforcement. They are focusing on visa programs like H-1B and H-2B and increasing penalties for violations.
- Targeted Initiatives: In February 2025, a department memo specifically targeted fraud by immigrant and H-1B employers, showing that the government is serious about rooting out abuse in these programs.
According to analysis by VisaVerge.com, these changes reflect a broader shift toward stricter immigration enforcement, especially in the workplace.
The Role of President Trump’s Executive Orders
The current enforcement environment is shaped by recent executive orders from President Trump. These orders have signaled a renewed focus on worksite enforcement and protecting American jobs. Many experts believe that 2025 will be one of the toughest years for immigration enforcement in recent history.
Employers should expect more investigations, higher penalties, and greater scrutiny of their hiring practices, especially if they use visa programs like the H-1B visa.
What This Means for Employers: Practical Steps to Avoid Violations
The Epik Solutions case serves as a warning for all employers, especially those in the technology sector. To avoid similar problems, companies should take the following steps:
1. Review Hiring Practices:
Make sure your company’s hiring process does not exclude U.S. workers. All job candidates should be considered fairly, regardless of their citizenship or immigration status.
2. Train Recruiters and Managers:
Provide regular training on anti-discrimination laws and the requirements of the INA. This helps ensure that everyone involved in hiring understands the rules.
3. Check Job Advertisements:
Do not post job ads that say only foreign workers or visa holders can apply. All qualified candidates should be able to apply for open positions.
4. Keep Good Records:
Document your hiring decisions and the reasons for choosing one candidate over another. This can help protect your company if there is ever an investigation.
5. Stay Informed:
Immigration laws and enforcement priorities can change quickly. Keep up to date with the latest rules and guidance from the DOJ, DHS, and DOL.
6. Conduct Internal Audits:
Regularly review your company’s use of the H-1B visa and other immigration programs. Look for any patterns or practices that could be seen as discriminatory.
7. Seek Legal Advice:
If you are unsure about your company’s compliance, consult with an immigration attorney. They can help you identify and fix potential problems before they lead to government action.
Implications for H-1B Visa Holders and Job Seekers
For foreign workers on H-1B visas, this case highlights the importance of fair hiring practices. The H-1B visa program is designed to fill gaps in the U.S. workforce, not to replace qualified American workers. If employers misuse the program, it can lead to stricter rules and fewer opportunities for everyone.
Job seekers—both American and foreign—should know their rights under the INA. If you believe you have been discriminated against because of your citizenship or immigration status, you can file a complaint with the DOJ’s Immigrant and Employee Rights Section.
The Broader Impact on the Technology Sector
The technology industry relies heavily on skilled foreign workers, especially through the H-1B visa program. However, cases like the one involving Epik Solutions show that companies must balance their need for talent with their legal obligations to American workers.
Potential impacts on the tech sector include:
- More Cautious Hiring: Companies may become more careful in their hiring practices to avoid legal trouble.
- Increased Compliance Costs: Employers may need to spend more on training, audits, and legal advice.
- Possible Delays in Hiring: Stricter enforcement could slow down the process of hiring foreign workers.
- Reputation Risks: Companies found in violation of the INA may face negative publicity and damage to their brand.
Expert Perspectives and Industry Response
Legal experts say that the Epik Solutions settlement is likely just the beginning of a new wave of enforcement actions. With the DOJ’s whistleblower program now covering immigration violations, companies could face complaints not only from regulators but also from their own employees.
Immigration attorneys are advising clients to:
- Conduct internal reviews of their hiring and visa practices
- Address any potential compliance issues before they become public
- Prepare for possible investigations by keeping thorough records and documentation
Industry groups have called for clear guidance from the government to help companies comply with the law while still meeting their workforce needs.
What to Do If You Suspect Discrimination
If you are a job seeker or employee and believe you have been discriminated against because of your citizenship or immigration status, you have options:
- File a Complaint: You can file a complaint with the DOJ’s Immigrant and Employee Rights Section. The process is confidential, and you do not need a lawyer to file.
- Know Your Rights: The INA protects not only U.S. citizens but also lawful permanent residents, refugees, and asylees.
- Seek Help: Many nonprofit organizations and legal aid groups can help you understand your rights and navigate the complaint process.
For more information on how to file a complaint, visit the official DOJ IER website.
Conclusion: A New Era of Immigration Enforcement
The DOJ’s settlement with Epik Solutions marks a turning point in the enforcement of immigration laws in the United States 🇺🇸. Employers must take proactive steps to ensure their hiring practices comply with the law, especially when using programs like the H-1B visa. The penalties, training requirements, and policy changes imposed on Epik Solutions serve as a clear warning to other companies.
As reported by VisaVerge.com, the government’s renewed focus on protecting American workers means that both employers and employees need to understand their rights and responsibilities. By staying informed, following the law, and treating all workers fairly, companies can avoid costly penalties and help build a stronger, more inclusive workforce.
Actionable Takeaways:
– Employers should review and update their hiring policies immediately.
– Recruiters and managers must receive anti-discrimination training.
– Job seekers should know their rights and report suspected discrimination.
– All stakeholders should monitor official government updates for changes in immigration enforcement.
By following these steps, companies and workers alike can help ensure a fair and lawful job market for everyone.
Learn Today
DOJ → U.S. Department of Justice, responsible for enforcing federal laws, including immigration and labor regulations.
H-1B Visa → Temporary work visa for specialty occupations requiring at least a bachelor’s degree or equivalent experience.
Immigration and Nationality Act → Federal law prohibiting employment discrimination based on citizenship or immigration status in the U.S.
Protecting US Workers Initiative → DOJ program targeting companies that unlawfully favor foreign workers over qualified Americans.
Civil Penalties → Monetary fines imposed by the government for violating laws or regulations.
This Article in a Nutshell
The DOJ penalized Epik Solutions $71,916 for hiring bias favoring H-1B workers over Americans, demanding policy reforms. This landmark case under the Protecting US Workers Initiative signals tougher enforcement on immigration-related workplace discrimination.
— By VisaVerge.com
