James L. Hughes, a Principal in the firm, represents employers in all aspects of labor and employment law with particular emphasis on executive compensation, ERISA, employee benefits, employment contracts, and immigration.
Jim represents public and private companies and tax-exempt organizations in complex employment and executive compensation matters. He negotiates individual employment and severance agreements, separation and change-in-control agreements, and retention and bonus programs. He also designs, drafts and oversees retirement and welfare plans, deferred compensation and stock options.
Jim counsels companies on human resources concerns such as management training, OSHA compliance, and immigration matters including worksite enforcement. He also conducts internal employment audits.
College & Community
Jim is a magna cum laude graduate of Lambuth College and later graduated from Vanderbilt University School of Law where he was Executive Editor of the Vanderbilt Law Review. He frequently speaks on a variety of employment law issues.
He has a long history of civic involvement with a focus on initiatives to help young people succeed. He was on the Board of the Student Finance Foundation of Georgia (SFFG). Through its REACH program, SFFG provides financing through the State of Georgia to provide low-income students access to scholarships and low interest loans.
A former AAU basketball coach, he has also coached soccer and softball. He was a former director of the North American Baptist Education Foundation and now leads Bible studies at Peachtree Corners Baptist Church and in the community.
As the Trump Administration Ramps Up Worksite Enforcement, Here's How to Be Ready
In April 2025, ICE issued a notice of intent to fine three Denver, Colorado businesses over $8 million following worksite audits that uncovered widespread employment eligibility violations. ICE already has detained more than 1,000 workers through worksite enforcement actions this year. Are you ready for a worksite audit or worksite raid? In this on-demand webinar, we help you prepare.
Watch This Webinar
Webinar Key Insights
Based on Jim's presentation, here are the key insights and takeaways you should focus on regarding worksite enforcement and compliance:
- Increased Worksite Enforcement: The current administration is increasing its emphasis on worksite enforcement, which means employers should expect a sharp increase in raids, more aggressive tactics, and a focus on industries such as employee staffing, restaurants, manufacturing, and meat processing.
- High Financial Stakes: Non-compliance carries severe penalties, including potential fines of over $8 million, criminal sanctions for criminal conduct, and fines of over $5,000 per unauthorized worker. Simple I-9 paperwork violations alone can result in fines over $2,800 per form.
- Audit Readiness: Employers must be prepared for ICE Notices of Inspection (NOIs), which require you to present I-9s, payroll, and other documents within three business days.
- I-9 and E-Verify Accuracy is Critical: Rigorously ensure that all Form I-9 documents are properly completed, that hire dates match payroll and E-Verify records, and that documents submitted to E-Verify precisely match the options selected on the form. Errors here are a primary target for fines.
- Action on Status Changes: Utilize E-Verify Status Change Reports to identify employees who have lost work authorization (e.g., due to termination of TPS or parole status) and promptly take necessary action to ensure compliance.
- Raid Response Plan is Essential: Develop and practice a plan (similar to a fire drill) for how your company will respond to a surprise raid to minimize disruption, spoilage, and potential liability.
- Know Your Rights on Entry: Law enforcement agents (including ICE) can enter public areas of your business without a warrant. However, they need a judicial warrant signed by a judge (not just an administrative subpoena from DHS) or your consent to enter private, non-public areas.
- Limit Statements and Cooperate Politely: Do not block or interfere with the search, but also train your company representatives not to give statements or allow themselves to be interrogated without first consulting an attorney. You should also request a copy of the warrant and document everything the agents do and seize.
- Do Not Obstruct Justice: You cannot direct employees to refuse to speak to agents, nor can you hide or assist employees in leaving the premises, as this could lead to obstruction of justice charges.
