Fourth Amendment Workplace Toolkit

What kinds of workplaces should participate? 

Siembra NC recruits workplaces that do and do not have employees who are vulnerable to ICE detention – it’s in all of our self-interest to stand up against these abductions and trampling of judicial norms, and workplaces with more immigrants will be less at risk of retaliation if less vulnerable workplaces participate. 

What workplaces should not participate?

Some people believe that actively defending the rights of all staff and patrons will put them at risk of retaliation by federal law enforcement. We can’t know what ICE agents will decide to do, but they have repeatedly targeted workplaces like car washes, tire shops, and Home Depots for warrantless arrests despite not participating in any organized defense effort. (And we have yet to see them target one of these locations while community activists were present.) 

Mapping Our Relationships to Future 4th Amendment Workplaces

After months of outreach, we’ve discovered – perhaps unsurprisingly – volunteers have been having a lot more success signing up workplaces they have a connection to. The stronger the relationship, the more likely we get to ‘yes’. “Cold” outreach and canvassing can still work just fine; we just believe we’ll get to our goal faster by mapping our relationships. 

Here are some questions that might help you create that map. 

• Who are your closest friends nearby? Might include coworkers you’re close with. These are the people you’re most likely to convince to canvass with us or help recruit their workplaces, because you can speak to what they do and don’t care about, or your sense of their “stake” in this issue – they feel understood by you. Write them in the inner circle.
• Who do you see most weeks? These might be store clerks, parents you run into at school pickup, neighbors. These people are likely to hear you out, although you might have to spend more time understanding their “stake”, the things they care about that overlap with what we’re doing. Write their names in the middle circle. 
• Who do you know a little bit? Maybe people you meet at informal dinner clubs, activity groups, associations or other groups of people you hang out with sometimes. They might be “friends of friends”. They’ll give you “the time of day” because you have something or someone in common. Write their names in the outer circle. 

Within that list of “workplaces where you have a relationship,” we’re focusing on workplaces that share these characteristics. 

• High Profile: These are workplaces that are well-known within the community or industry, have a significant economic impact, or are frequent points of media focus. When people think of your city or town, they think of this workplace with a public brand or presence, the employer may be a celebrated or respected local, elected officials might seek their support or proximity. They might have received awards or regional/national publicity.
• High Visibility: They are visible from a road or sidewalk that gets a lot of foot or car traffic, or they are highly visible to online audiences. These locations see a large number of visitors or employees daily. Examples include large retail centers, corporate offices, hospitals, and educational institutions.
• Share Our Values: These are often workplaces to which we have existing personal connections. They are pro-worker, pro-immigrant, etc.

How to Identify High-Profile and High-Traffic Workplaces.

1. Utilize Local Business Directories

• Chamber of Commerce: Most local chambers of commerce provide a directory of businesses in the area. High-profile businesses are often active members.
• Better Business Bureau (BBB): Check the BBB’s local listings for accredited businesses, which often include some of the most reputable and high-traffic businesses in the county.

2. Research

• Google Maps: Search for business hubs in your county. Look for areas with a high density of businesses and check for those with a large number of reviews or Google Street View traffic.
• Yelp and TripAdvisor: These sites can provide insights into which locations are popular with locals and tourists, indicating high traffic.

3. Review Local Media Outlets

• Business News Sections: Local newspapers and business magazines often feature articles on significant local businesses and economic developments.

4. Check Public Transportation Usage

• Bus and Train Routes: High-traffic areas are typically well-served by public transportation. Review the routes and stops to see which areas have the highest service levels.
• Ride-Sharing Data: Some cities release data about the most frequent pick-up and drop-off points for services like Uber and Lyft, which can indicate high-traffic areas.

5. Walk Around

• Drive or Walk Around: Sometimes, the best way to identify high-traffic areas is to see where people are. Visiting different parts of the county at various times can provide a live snapshot of traffic patterns and hotspots.
• Talk to Locals: Speak with local residents, other business owners, and municipal officials to get their insights on which places draw the most visitors.

6. Use Government and Economic Development Resources

• Economic Development Offices: Most counties have an economic development agency that tracks major employers and commercial activity.
• Real Estate Listings: Commercial real estate firms often have data on high-traffic retail locations and prominent office parks.

7. Monitor Social Media

• Social Listening Tools: Use tools like Hootsuite or Mention to monitor mentions of local businesses and spots. High-profile places are often talked about more frequently.
• Hashtags and Geotags: Look at local hashtags or geotags on Instagram or Twitter to see which locations are most frequently highlighted.

If you’re not satisfied with the size of your own list, you could also look at your “Dream List” of workplaces your team wants to recruit, and decide to focus on building a relationship with someone at 3 of them over time. Ask your team members for advice!

How To Approach Employers

• Learn as much as possible about the workplace, key contacts, and the business. Follow the tips above to identify the right workplaces, and then go a layer deeper. Add some of this context to your workplace script. 
• Reach out to the workplace to find out when they’re working so you can pop by. But a note – don’t go in when it’s too busy or during a rush time – find a time when key people will be there, but they’ll have space and some time for a conversation.
• Have this guide and review all the materials in it, especially what these workplaces are, why they matter, and all the supports available for workplaces, like posters and cards. 
• Show up and have the convo! When you arrive, introduce yourself and ask to speak to the key people you already noted. Be patient if they’re busy. 

Learn more tips and tricks at Recruiting a Fourth Amendment Workplace.

Use this Recruitment Conversation Script as a guide. 

Once you start talking, keep to the script but don’t be a robot. Let the conversation flow as it goes, but always keep it to the core structure and steps. Never forget the ask! 

During the convo, be respectful and empathetic. Listen to their questions and concerns, and really listen actively to really understand what they’re saying – don’t make assumptions, and don’t interrupt. And even if you feel like it’s not going well or they’re ignoring you, don’t escalate to anger or arguments. Hear them out and use the conversation guide to always connect back to our shared stake and interest – the research you’ve compiled will also help with this. 

If a question comes up you can’t answer, be honest – don’t make stuff up! – and report it back so it can be followed up on. 

If they say yes, they’re in, have them sign the employer pledge and give them the materials they need. 

If they say they need more info, create next steps to get it to them! If that information is not available in this toolkit, please reach out to hola@siembranc.org if you’re based in North Carolina or hola@defendandrecruit.org if you’re based anywhere else in the U.S. 

If they say no, don’t give up! They might come around, or they might not be the right workplace anyway.

The next steps are key. Make sure you note them and follow up accordingly. If someone says no at first, follow up is how we can eventually move them on side.

Resources for Canvassers 

• 4thworkplace.org – website for employers
• Digital statement for any employer to sign 
  • Volunteers can find out which employers in their state have signed up as Fourth Amendment Workplaces by emailing hola@defendandrecruit.org 
• List of upcoming trainings and events

Materials You Can Print

• Posters: 8.5×11 + 11×17
• “Private Area” 8.5×11 sign 
• Printed protocol checklist & KYR at work
• Printed canvass handout
• Printed KYR palm cards
• Outreach conversation script

1. Implement new security protocols to prevent unconstitutional entry and protect employees’ rights
2. Host all-staff training: Make sure all employees know what their rights are and how to protect them 
3. Publicize your support: Signal to staff, patrons, and the wider community that this workplace is opposed to unconstitutional entry by federal agents
4. Recruit other workplaces to participate

• Workplace Guide
• Recordings
  • Virtual Workplace Training
  • 4AW Training of Trainers (August 20)
• Presentations + Templates
  • 4AW Presentation Slides
  • 4AW Jeopardy Template Slides [Make a Copy] 
  • 4AW Training Outlines
• Additional Training Resources
  • 4AW: Workplace detention examples
  • Request a training at hola@defendandrecruit.org 
  • National trainer Signal group