Raid on Factory Reveals Scheme to Use Foreign Workers Beyond Permits

(CAMARILLO) Federal officers raided cannabis farms in Camarillo and Carpinteria on July 10, 2025, arresting at least 361 people and rescuing 14 children amid claims of foreign workers being deployed beyond their work authorization.

The action reflects a broader 2025 crackdown: more I‑9 verification, joint DHS–DOL enforcement, and new child‑labor probes following raids on factory and farm sites across Southern California.

What happened and where the cases stand

• DHS executed criminal warrants at two marijuana grow sites. By July 13, officials reported at least 361 arrests and the rescue of at least 14 children from possible exploitation, forced labor, or trafficking.
• Authorities said more than 500 people tried to disrupt the operation. Four U.S. citizens were criminally processed for assault or resistance. The FBI posted a $50,000 reward tied to a gunfire incident during the action.
• Local reporting counted 319 arrests tied to Ventura and Santa Barbara County farms and noted child‑labor probes involving Glass House Farms. The company said it complied with warrants, denied knowingly hiring minors, and is helping detained workers obtain legal counsel.
• A separate late‑spring worksite sweep in Los Angeles’s apparel district saw at least 14 garment workers detained at Ambiance Apparel. Families and advocates contested the warrant scope and raised due‑process concerns.

As of August 11, 2025, investigations into immigration and potential child‑labor violations remain open. DHS, ICE, CBP, and DOL have not released full details while cases proceed.

Why this matters for employers and workers

Authorities say some employers used ruses to deploy foreign workers beyond the scope of their work permits, including at industrial cannabis sites and in the garment sector. DHS also reported arrests of individuals with prior deportations and serious criminal convictions within the grow‑site workforce.

Officials framed the California operation as targeting exploitation and violent interference. Senior DHS leadership described it as among the largest actions since President Trump took office.

Child labor is central to current probes. Federal minimum‑age rules for agriculture allow certain work starting at age 14 outside school hours (and in some cases at age 12 with parental consent), while California law permits hiring at 12 for some farm roles. Investigators are reviewing whether employers broke these rules or exposed minors to unsafe conditions.

The policy shift in 2025

The federal workplace enforcement posture this year emphasizes:

• More frequent I‑9 audits and on‑site checks
• Higher penalties for documentation failures
• Tighter ICE–DOL coordination to combine immigration checks with wage, hour, and child‑labor enforcement
• Possible new electronic verification tools beyond E‑Verify, tied to the January 20, 2025 executive order, “Protecting the American People Against Invasion”

According to analysis by VisaVerge.com, the government is also expanding lawful pathways—such as added H‑2B visas and portability protections—so authorized workers can change employers faster if they face abuse, while increasing penalties for illegal hiring.

Practical risks by sector

Agencies are directing attention to sectors with a history of vulnerabilities:

• Agriculture and cannabis
• Garment and apparel factories
• Meat and poultry processing
• Logistics and warehousing
• Construction

A raid on factory floors can halt production, trigger audits up the supply chain, and expose subcontracting gaps where unauthorized hiring may occur.

Action checklist for U.S. employers

1. I‑9 employment verification
   • Conduct internal audits now. Correct technical errors where allowed and reverify when work authorization expires.
   • Train managers to examine documents carefully, without over‑documenting or discriminating.
   • Use the official Form I‑9 and instructions posted by USCIS: https://www.uscis.gov/i-9
2. E‑Verify and electronic checks
   • Use E‑Verify where required by law or contract.
   • Watch for possible pilots or updates that could expand electronic verification later in 2025.
3. Policies and recordkeeping
   • Keep written compliance procedures and centralize I‑9 files.
   • Track reverification dates and add vendor oversight to prevent indirect unauthorized hiring through labor brokers.
4. Response planning
   • Prepare a worksite‑enforcement plan.
   • Verify warrant scope, call counsel immediately, assign a single on‑site point of contact, and avoid obstruction while protecting legal rights.
5. Child‑labor compliance
   • Map every role against federal and state rules.
   • Build age‑verification steps into onboarding.
   • Adjust schedules to avoid school‑hour conflicts and document safety training for any minor employees.

For workers and families

• If detained at a worksite
  • Ask to speak with an attorney.
  • Share identity details, but do not sign papers you don’t understand.
  • Family or counsel can contact the local ICE field office to locate a detainee and check status.
• If you are in H‑2B status
  • Under a permanent rule effective January 17, 2025, certain H‑2B workers can start work with a new employer once USCIS receives a qualifying petition.
  • This portability helps people leave abusive conditions without losing lawful status.

Community impact and viewpoints

• DHS, CBP, and ICE describe the Camarillo–Carpinteria actions as joint criminal‑warrant operations focused on exploitation, with child‑labor reviews underway alongside DOL.
• Glass House Brands says it verified the warrants and is assisting detained workers with legal counsel while denying any intent to employ minors, expecting limited disruption.
• In Los Angeles, apparel businesses reported major disruption and uncertainty. Families and advocates dispute detention practices and warrant scope; those challenges are still unfolding.
• Worker groups such as United Farm Workers criticize deportation as the answer to widespread youth labor in fields, noting that teens often work under current legal rules and economic pressures in the United States 🇺🇸.

Key community takeaway: enforcement actions can have broad effects on employers, workers, families, and local economies while raising sharp debates over due process and appropriate remedies.

Case example: subcontractor blind spot

A medium‑sized garment factory outsources sewing to a subcontractor to meet a rush order. During an I‑9 verification audit, agents find the subcontractor placed unauthorized labor, including a minor, on the main floor.

Even if the prime factory completed I‑9s for its own direct staff, the company faces penalties for indirect hiring and child‑labor exposure. A simple fix—requiring subcontractors to certify their I‑9 compliance, plus spot checks—could have reduced this risk.

What to expect next

• More multi‑agency operations where tips suggest child labor, trafficking, or organized exploitation schemes
• Additional I‑9 guidance, steeper civil fines, and possible pilots that expand electronic verification beyond current E‑Verify tools
• Continued reliance on capped seasonal visas like H‑2B, with portability rules used to balance labor demand and enforcement

Key takeaways

• Enforcement is intensifying now. Employers should act before an audit or raid arrives.
• Document carefully, train staff, and verify ages. Small errors can lead to large fines when combined with broader violations.
• Plan for a worksite visit. Know who speaks to agents, how to check warrant limits, and how to contact counsel quickly.
• Workers have rights. Ask for a lawyer and don’t sign forms you don’t understand.
• Portability can protect authorized workers. H‑2B portability offers a path out of abuse without losing status.

The 2025 message is clear: hire lawfully, keep clean records, protect minors, and be ready for unannounced visits. Employers that invest in solid I‑9 verification and child‑labor safeguards today will be better positioned if tomorrow brings a knock at the door.