The arrest of Ian Roberts, superintendent of Des Moines Public Schools (Iowa’s largest district), has drawn national attention. Immigration and Customs Enforcement (ICE) detained Roberts on September 27, citing unlawful presence in the U.S. and prior weapons charges.
The case underscores how breakdowns in employment eligibility verification can expose school districts and other large employers to significant legal, reputational, and operational risks.
What Happened in Des Moines
- The Arrest: DHS confirmed Roberts was taken into custody during a targeted enforcement operation. Officials said he was in possession of a handgun and cash at the time.
- The Record: Roberts previously disclosed a firearms offense during his hiring process and held a valid superintendent license issued in 2023.
- The School District’s Position: Des Moines Public Schools said Roberts submitted an I-9 form as part of his hiring and that the district was unaware of his outstanding order of removal issued in 2024.
- The Fallout: The district, which serves more than 30,000 students, appointed an interim superintendent amid protests and public division over the arrest.
Compliance Gaps Exposed
This case raises urgent questions for HR leaders and compliance officers:
- I-9 Verification: Was Roberts’ I-9 properly completed and stored? Did Section 2 include a full review of original documents?
- E-Verify Use: Did the district enroll in and consistently use E-Verify to confirm employment eligibility?
- Remote Verification: If the I-9 process was done virtually, were DHS-approved procedures followed?
- Audit Preparedness: Did the district maintain audit-ready records to withstand scrutiny if challenged?
Jed Butler, CEO of i9 Intelligence, noted:
“If Des Moines Public Schools had fully leveraged E-Verify or followed strict I-9 Section 2 protocols, this issue would have been flagged long before ICE intervened. This is not just a legal gap—it’s a leadership and community trust gap.”
Why This Matters for Employers and HR Leaders
Even though this case involves a high-profile superintendent, the lessons apply across industries:
- Business Continuity: Leadership disruption impacts operations and public trust.
- Reputational Risk: Headlines about unauthorized hiring damage employer credibility.
- Compliance Liability: Failure to properly complete or reverify I-9s can result in ICE fines up to $28,619 per violation.
- Community Confidence: Parents, employees, and stakeholders expect transparency and compliance at the highest levels.
Key Takeaways for HR Leaders
To protect against similar risks, HR leaders should:
- Conduct an internal I-9 compliance audit annually.
- Require all hires, including executives, to go through E-Verify.
- Implement secure remote verification processes when onboarding off-site employees.
- Ensure subcontractors and staffing agencies provide proof of compliance.
- Prepare an ICE audit response plan with legal counsel and HR leaders identified.
The Superintendent Arrest Is a Wake-Up Call for HR Leaders
The superintendent’s arrest in Iowa shows how compliance failures at the top of an organization can create ripple effects across entire communities. For HR leaders, it is a reminder that I-9 and E-Verify compliance must extend to every hire, from entry-level staff to executive leadership.
Use our I-9 Risk Calculator to assess your organization’s exposure and ensure your compliance program can withstand scrutiny.
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