|President Luke Umstetter|
|Luke Umstetter, President|
Being involved with the South Carolina Chapter of the Association of Corporate Counsel continues to be a great privilege for me. I am happy to report that we continue to evolve and grow, not only in numbers but also in the level of engagement around the state. Our events are full of interesting and engaged members and sponsors. Since our last newsletter, Jackson Lewis hosted an incredible event in Greenville and Willoughby & Hoefer treated us to an interesting tour of the Clemson ICAR facility followed by an entertaining social event. Our Midyear Meeting in Charleston was also a resounding success! This Wednesday, Ogletree Deakins will host it's annual joint event between ACC South Carolina and ACC Charlotte at Topgolf. If you haven't already signed up, it's definitely a must. Buses will leave from Charleston, Columbia and Greenville Wednesday morning. These aren't just any buses. To maximize efficency, you'll get mobile CLEs in style on your way there.
Also, don't forget about the ACC SC Annual Meeting, held at the Capital City Club in Columbia on September 28th and the ACC National Annual Meeting in Austin, Texas on October 21-24th. Both are sure to be great events.
Our chapter is all about our members and sponsors and we want to extend a deep thanks to both groups.
Bowman and Brooke LLP
Constangy, Brooks, Smith & Prophete LLP
Sinkler Boyd, P.A.
Jackson Lewis, P.C.
K&L Gates LLP
McNair Law Firm, P.A.
Moore and Van Allen PLLC
Nelson Mullins Riley & Scarborough LLP
Nexsen Pruet, LLC
Deakins, Nash, Smoak & Stewart P.C.
Parker Poe Adams & Bernstein LLP
Turner Padget Graham and Laney, P.A.
Willoughby & Hoefer, P.A.
Womble Bond Dickinson LLP
Have a great summer!
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|Annette Ebright, Sarah Ford, Elizabeth Gibbes, and Todd Rubin|
|The ICE-Man Cometh: How to Avoid Becoming the Next Immigration Raid Headline|
|Annette Ebright, Sarah Ford, Elizabeth Gibbes, and Todd Rubin, Parker Poe Adams & Bernstein LLP|
is no stronger evidence of the increased scrutiny U.S. Immigration and Customs
Enforcement (ICE) is subjecting businesses to than this: Over the past six
months, the agency has been on track to quadruple the number of worksite
investigations it carried out in the prior 12 months.
announced last month that from October 2017 through early May 2018, it opened
more than 3,500 worksite investigations. In fiscal year 2017, ICE conducted
about 1,700 of those investigations in total. The agency also has more than
quadrupled criminal arrests – from 139 in fiscal year 2017 to approximately 600
so far this year. This follows a directive issued in October by Thomas Homan,
the acting director of ICE, in which he called for a significant increase in
worksite investigations to ensure U.S. businesses are complying with the
country’s immigration laws.
few months later, in January 2018, ICE raided nearly 100 7-Eleven stores across
the country, arresting at least 21 undocumented workers. In February, ICE conducted
more operations in Los Angeles, arresting more than 200 individuals for
immigration law violations. And in April, ICE conducted a workplace raid in
Tennessee on an employer suspected of
illegally hiring undocumented workers. That raid led to approximately 100
arrests, one of the largest single workplace raids of the past decade.
addition to arresting undocumented workers in each of these raids, ICE agents
also served notices of inspection allowing them to review each employer’s Form
I-9 files. During this kind of inspection, ICE typically
works from a roster of all employees, first checking to see whether the company
has a Form I-9 on file for each person, then reviewing those forms in detail
the Trump administration’s focus on dramatic gestures calculated to reduce
illegal immigration to the United States, employers should expect additional
raids. But that is not the limit of ICE enforcement activities. Also in the
first six months of this fiscal year, ICE significantly increased the number of
Form I-9 audits it performs outside the context of a raid. ICE has already
initiated nearly 2,300 of those audits, which puts it on pace to more than
triple the number it performed last fiscal year.
worksite enforcement strategy continues to focus on the criminal prosecution of
employers who knowingly break the law, and the use of I-9 audits and civil
fines to encourage compliance with the law,” said Derek Benner, acting
executive associate director for Homeland Security Investigations (HSI), in a press release accompanying the latest
data. “HSI’s worksite enforcement investigators help combat worker exploitation,
illegal wages, child labor and other illegal practices.”
should be aware of ICE’s new enforcement strategy, which includes the following
Incentivizing compliance through Form I-9 inspections, civil fines, and
referrals for debarment.
Achieving enforcement through the prosecution of employers who knowingly employ
undocumented workers, as well as the arrest of unauthorized workers.
Undertaking outreach to instill a culture of compliance and accountability.
What Does This Mean for
has pledged that employers of all sizes and in all industries will be targeted
for audits. An employer selected for audit first receives a “notice of
inspection.” In the past, this notice of inspection was served in advance, much
like a subpoena. Under ICE’s new enforcement strategy, however, the notice of
inspection may be served in conjunction with workplace raids in which suspected
unauthorized workers are arrested simultaneously.
of whether a company’s workers are authorized to work in the United States, the
employer must produce its Forms I-9 for ICE within three business days. ICE
officers also watch for evidence of trafficking, smuggling, harboring, visa
fraud, identification document fraud, money laundering, worker mistreatment,
and other illegal conduct.
What If There Are
Paperwork Errors on Employers’ Forms I-9?
the steepest penalties are reserved for employers who knowingly hire
unauthorized workers, errors on the Forms I-9 of legally authorized workers
(including U.S. citizens or legal permanent residents) can subject an employer
to serious fines.
need to understand that the integrity of their employment records is just as
important to the federal government as the integrity of their tax files and
banking records,” HSI’s Benner said in the press release about enforcement
data. “All industries, regardless of size, location and type are expected to
comply with the law.”
I-9 errors are divided into two categories: technical or substantive. Technical
errors often may be corrected within 10 business days of notification by ICE.
If those errors are not corrected, however, the technical errors turn into
substantive errors. Substantive errors include missing Forms I-9, improper documents
used to verify status, missing signatures, failure to reverify authorization
after expiration, uncorrected technical errors, and a variety of other issues.
Substantive errors can result in penalties that exceed $2,000 per form.
these penalties can be increased depending on factors such as business size,
lack of good faith, seriousness of violation, employment of unauthorized
aliens, and employer history (think: compliance efforts and past enforcement).
What Are Common
Mistakes That Employers Make on Forms I-9?
mistakes made on the Form I-9 stem from a lack of understanding about how the
form works. The Form I-9 is required for all employees hired after November 6,
1986 – not just those who are or appear to be foreign workers. Mistakes we
often see fall into the following categories:
- Recordkeeping: Employers must maintain a Form I-9 for
each current employee and for all former employees through the expiration of
the retention period (calculated as the later of three years from the date of
hire or one year from the date of termination of employment, whichever is
longer). Failing to maintain the forms deprives the employer of the legal
safety that is otherwise created by the employee’s attestation that he or she
is authorized to work in the United States.
- Timing: The employee must complete Section 1 of the Form I-9 on
or before the first day of work for pay. The employer must complete Section 2
within three business days of that first day of work. In addition, the employer
must enter the date work began so that it is clear on the face of the form
whether it was completed within the deadlines.
- Attestation and Certification: The employee herself – not the
employer representative – must check a box that indicates her immigration
status (U.S. citizen, lawful permanent resident, etc.). We frequently see that
confused employees have signed multiple
boxes, a legal impossibility. The employee herself must also sign and date
Section 1. This step cannot be skipped or completed by the employer on the
- Documentation: The Form I-9 process requires
employers to inspect identity documents (such as drivers’ licenses) and work
authorization documents (such as social security cards). Set lists of
acceptable documents are provided with the form. Employers should only accept
the minimum number of documents required. That can mean either (1) one document
from List A or (2) one document from List B and
one document from List C. (Employers can find which documents are on each list here.) Often we see employers inspect too many documents and
record too much information. Their intention may be only to assure that they
have something that works, but over-documentation is a compliance failure that
can lead to penalties, as well.
line: In addition to having all the required Forms I-9 on record, employers
must complete the forms in strict accordance with the requirements as to which
party completes which section, which documents are sufficient, and which
sections need to be completed at what times.
What Can Employers Do
to Avoid Problems?
and foremost, employers must make sure that their employees who are in charge
of hiring and onboarding have received up-to-date training in Form I-9
compliance. Form I-9 training is not a “one and done” venture. As the Form I-9
and its interpretation evolves, hiring managers and HR personnel will need
employers should complete their own Form I-9 audit before ICE shows up at their
door. Conducting regular, periodic audits allows employers to correct errors
before ICE arrives, as well as to identify any systematic issues that might
perpetuate them. While good faith
efforts to comply with current laws can help to mitigate fines and penalties,
employers should make sure they don’t compound any compliance problem with
faulty audit practices. Form I-9 audits should be conducted under the
supervision of an attorney or other advisor with relevant experience. Strict
preservation and nondiscrimination rules apply, and improperly correcting
errors may lead to bigger fines and penalties.
Elizabeth Gibbes, Todd
Rubin, Sarah Ford, and Annette Ebright are attorneys on Parker Poe’s
immigration compliance team. They can be reached at
firstname.lastname@example.org, email@example.com, firstname.lastname@example.org,
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|Ashley Wright, Kevin Klein, Mary Burke Baker, and Olivia Byrne|
|Opportunity Zones: A Powerful New Tool for Development in South Carolina|
|Ashley Wright, Kevin Klein, Mary Burke Baker, and Olivia Byrne, K&L Gates LLP|
Last year’s Tax Cuts and Jobs Act (the “Act”) introduced an
exciting federal program that promises deferred taxes on capital gains and the
elimination of taxes on gains from certain commercial investments in designated
areas. The Opportunity Zone Program is designed to encourage long-term
investment in low-income communities. This new program was originally
championed by Senator Tim Scott (SC) who explained, “Too many American
communities have been left behind by widening geographic disparities and increasingly
uneven economic growth…. [this program] will unlock new private investment for
communities where millions of Americans face the crisis of closing businesses,
lack of access to capital, and declining entrepreneurship.” Under the program,
taxes on capital gains invested in Opportunity Zone Funds are deferred and
taxes on earnings while the capital gains are invested in the fund may be
forgiven entirely, making new investments in commercial real estate and
businesses located in Opportunity Zones particularly attractive.
WHAT IS AN OPPORTUNITY
Opportunity Zones consist of low-income population census tracts
that have been designated for inclusion in the program by each state’s governor
and certified by the Secretary of the Treasury. Each state was allowed to
designate up to 25 percent of its qualifying low-income communities as an
Opportunity Zone. On March 23, 2018, Governor McMaster designated 135 of South
Carolina’s 538 low-income population census tracts as Opportunity Zones. The selection process focused on promoting
areas of South Carolina that have not shared in the general prosperity of
recent years, that require more workforce development and affordable housing,
and that are ripe for investing in startup businesses, as well as leveraging existing
underutilized assets. Further, at least one Opportunity Zone was designated in
every county in the state.
WHAT IS A QUALIFIED OPPORTUNITY ZONE FUND?
In order to take advantage of the program, all such investments
must move through qualified Opportunity Zone Funds. These funds are investment
vehicles organized as a corporation or a partnership for the purpose of
investing in and holding at least 90 percent of their assets in qualified
Opportunity Zone property, as defined below. Opportunity Zone Funds may be
established for individual projects or as free-standing funds that invest in
several Opportunity Zone businesses.
To register with the IRS, Opportunity Zone Funds can
self-certify their compliance with the Opportunity Zone Program. The
certification must be accomplished with a form that the taxpayer completes and
attaches to its federal income tax return. The IRS has indicated that the
certification form will be released later this summer.
WHAT ARE THE BENEFITS OF
OPPORTUNITY ZONE INVESTMENTS?
The program incentivizes investment into Opportunity Zones by
offering three major benefits to investors: capital gains deferral, partial
forgiveness of capital gains taxes, and forgiveness of capital gains on
A.) Capital Gain Deferral
possessing capital gains from the sale or exchange of any property with an unrelated person may invest in an Opportunity Zone Fund within 180 days of the
transaction and receive a deferral on the taxes due on that capital gain. The period of capital gain tax deferral ends
upon the earlier of i) the date on which the investment is sold; or ii)
December 31, 2026.
B.) Partial Forgiveness of Capital Gains
If the taxpayer
holds the investment for five years, the basis is increased by 10 percent and
90 percent of the deferred gain is taxed, resulting in a potential 10 percent
reduction in the amount of tax that would eventually be owed on the deferred
capital gain. If the taxpayer holds its investment for seven years, the basis
would be increased by a total of 15 percent and only 85 percent of the deferred
gain would be taxed, meaning that taxes owed on the deferred gain can be
reduced by a potential total of 15 percent. Because this tax would be owed on
December 31, 2026, regardless of when the investment is initially made, this
benefit will decrease after December 31, 2019, because the full 15 percent
increase in basis will not be achievable.
C.) Forgiveness of Capital Gains on
While taxes due
on deferred capital gains can be reduced under the program, they will
eventually have to be paid. The same is not true for any capital gain realized
due to appreciation on the investment, which can be eliminated entirely. Under the Opportunity Zone Program, if the
investment is held in a qualifying Opportunity Zone Fund for at least 10 years,
the basis of the investment is increased to fair market value upon election of
the taxpayer, and no capital gains tax will be owed on the appreciation.
Therefore, if an Opportunity Zone business or property experiences significant
growth or appreciation over a decade, this benefit could yield a substantial
permanent exclusion from taxation for an investor, which makes the program
attractive for start-up companies and commercial real estate investments that
often see an appreciation in value over time.
WHAT IS QUALIFYING OPPORTUNITY ZONE PROPERTY?
In order to qualify as an Opportunity Zone Fund, the fund must
maintain 90 percent of its assets in qualified Opportunity Zone property. Opportunity
Zone property may consist of Opportunity Zone stock or a partnership interest
in a qualifying Opportunity Zone business, but it may also include ownership of
qualifying Opportunity Zone business property. Qualified Opportunity Zone
business property is tangible property (including real estate) acquired after
December 31, 2017, and i) the original use of the property commences with the
qualified Opportunity Zone Fund, or ii) the qualified Opportunity Zone business
substantially improves the property.
Further, substantially all of the use of such property must be in an
Opportunity Zone. As such, commercial real estate investments are prime targets
for the use of the Opportunity Zone benefit.
The range of potential qualifying investments allows for variety
in investment structures, including using an Opportunity Fund as an
intermediary investment vehicle that owns a partnership interest in the project
owner, or using an Opportunity Fund as the developer of a project that owns the
project’s tangible property, including real property.
Businesses qualify as Opportunity Zone businesses when at least
50 percent of their gross income is derived from the active conduct of a trade
or business in an Opportunity Zone, a substantial portion of their intangible
property is used in the active conduct of the business in an Opportunity Zone,
no more than 5 percent of the average unadjusted basis of the assets consist of
“non-qualified financial property,” and substantially all of the tangible
property of the business (whether owned or leased) is qualified Opportunity
Zone business property. Certain disfavored businesses, including golf courses,
country clubs, massage parlors, hot tub facilities, suntan facilities, gambling
facilities, and liquor stores, cannot qualify as Opportunity Zone businesses.
WHAT ARE THE UNSETTLED ISSUES?
Several issues will hopefully be
resolved with more guidance from Treasury. Some of the unanswered questions
that many are contemplating are:
respect to qualified Opportunity Zone business property, and the requirement
that the original use of such property commence with the qualified Opportunity
Zone Fund, what constitutes “original use”?
the Opportunity Zone program be used successfully with new market tax credits
in order to achieve the maximum benefit for the taxpayer?
will taxpayers extract cash from the Opportunity Zone Fund over the ten year
the Act provides that Opportunity Zone Funds must be organized as either a
corporation or a partnership, can the Opportunity Zone fund be formed as a
limited liability company?
Treasury Department has indicated that it will issue additional guidance
clarifying these issues in the coming months.
Clearly, the Opportunity Zone Fund must be structured carefully in order
to achieve the taxpayer’s goals and comply with the Act.
On the whole, the Opportunity Zone program is a significant tool
in economic and real estate development with the potential to facilitate an
influx of capital into low-income communities in South Carolina and elsewhere.
This program is already generating great interest from investors looking to
receive tax benefits and put money into underserved communities, as well as
fund managers looking to assist with these arrangements. K&L Gates has a team
of lawyers in both South Carolina and Washington, D.C. that is dedicated to
leveraging this tool to grow investment in South Carolina.
Ashley Dantzler Wright – Ashley is of counsel in the Charleston office. She
concentrates her practice on commercial real estate, representing owners and
lenders in real estate acquisition, development and financing transactions.
Ashley is a member of the K&L Gates Opportunity Zone team.
Kevin Klein - Kevin is an associate in the Charleston office. He
focuses his practice in the areas of economic development incentives,
government relations and commercial real estate development. Kevin has
considerable experience representing clients before city, county, and state
government in securing economic development incentive packages and is a member
of the K&L Gates Opportunity Zone team.
Mary Burke Baker – Mary Burke Baker is a government affairs counselor
in the Washington, D.C. office. Mary advocates on behalf of clients and
consults with and advises Congressional, U.S. Treasury, and Internal Revenue
Service (IRS) staff on numerous domestic and international tax and tax policy
issues, including Opportunity Zones impacting community development programs
following the Tax Cuts and Jobs Act of 2017 (TCJA). Mary is a team lead on the
K&L Gates Opportunity Zone team.
Olivia Byrne – Olivia S. Byrne is a partner in the Washington D.C.
office. She spearheads the firm's U.S. Economic Incentives practice and is
active across the Opportunity Zones community development program. She is a
team lead on the K&L Gates Opportunity Zone team.
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