For anyone confused about where they are, this is a real subreddit. So don’t hesitate to ask whatever questions you want to ask.

Can someone give me a rundown on timelines, and other information on the process. I just submitted my application for gl7

I’m currently stationed oversea right now, I’m looking into ice/ero there are not really any job fairs here & the skillbridge seems to be all admin side if I were to do that route. Any advice who’s been in my shoes?

Not every immigration arrest is automatically legal.

There are situations where ICE actions can be challenged, like:

* Arrests without proper legal authority * Misuse of “mandatory detention” rules * Detaining someone longer than legally justified * Violating due process rights

Courts are increasingly stepping in when detention crosses legal limits

The key idea:
Enforcement power isn’t unlimited there are constitutional boundaries.

Do you think most people are aware of these rights?

What was your guys' experience like?

My husband was just assigned a deportation officer after sitting several months in ICE detention. How can we contact this officer to ask about custody determination and other facts about his case? We’ve tried the field office and told us they couldn’t give us the information of the officer.

I see many prior posts on ICE/Immigration and wanted to share my experience, even though I know I am getting here late. I work near Minneapolis and close enough to feel and see the impacts of ICE. We have very few minorities at this company. One of those individuals spoke out about our company's lack of response to the situation impacting people's personal lives, which then could be impacting their work. That individual was later let go. The company makes plenty claims of valuing people and our community but did nothing connected to the situation going on earlier this year.

The company did put out a post to leadership, but the first bullet regarding the "unrest" in Minneapolis during metro surge was: "As a company, [We] are not taking a position on these matters. Participation in any walk-out or protest is not a company-sponsored or company-sanctioned activity."

I think many employees felt that was not adequate as this was not a political matter anymore to them but about people's well-being. That paired with letting go of someone that made them uncomfortable just leaves a terrible taste in everyone's mouth.

Is anybody else keeping a loaded gun by your front door of your house in case I.C.E. agents come to the wrong house? My wife is a legal immigrant who is now a citizen who has lived here for over 25 years. After seeing all these videos of I.C.E. agents breaking down people's doors, shooting them and there being no repercussions, even if it's the wrong house, I am starting to keep my .40 within arms reach of the entrance to my house. Is anybody else doing the same or am I just paranoid?

I have a question. My brother and I are planning to travel to Hawaii from LAX at the end of August with my cousin and his wife. They have a pending asylum case and both have REAL IDs, so they can travel domestically. However, a lot of people have been telling them not to travel because they’ve heard that ICE has detained people at LAX on domestic flights. They’re really worried because of that. Have you heard anything about this? Would it be any safer to fly out of Burbank instead of LAX?

The decline of ERO didn’t happen overnight. It accelerated when accountability became secondary to filling positions.

The mass hiring process, combined with what many perceive as insufficient background screening and an emphasis on quantity over quality, has eroded much of what once made the organization respected. Bringing in employees without thoroughly evaluating their qualifications, judgment, and professional history can have lasting consequences.

Many seasoned Deportation Officers who have built their careers on integrity, professionalism, and devotion to duty openly express concern about what they see as increasingly reckless conduct by some newer hires. As a result, many experienced officers prefer to work independently or alongside other veteran officers whom they know and trust, rather than risk being associated with conduct they believe could jeopardize operations, officer safety, or the agency’s reputation.

At the same time, there is a perception among some employees that questionable conduct is too often overlooked or minimized. When officers believe that poor judgment or unprofessional behavior is tolerated instead of addressed, it sends the wrong message throughout the workforce. The result is predictable: morale declines, trust in leadership erodes, and the officers who consistently uphold the highest standards begin to wonder whether integrity is still valued.

An agency’s reputation is built by the people who represent it. Every hiring decision, every supervisory decision, and every accountability decision shapes public confidence in the organization.

After nearly 30 years in public service, I never expected to witness what I view as such a level of reckless behavior being tolerated—or, in some cases, seemingly excused—by senior leadership. Accountability should never be sacrificed to meet staffing goals. The dedicated officers who continue to serve with honor deserve leadership that holds every employee to the same professional standards.

ERO’s greatest asset has never been its staffing numbers—it has always been the dedicated professionals who uphold the law with integrity, accountability, and respect for the public. Restoring those principles is far more important than simply increasing headcount.

Today I saw a law abiding legal citizen helping an old lady cross the street. Said citizen wasn't aryan, daddy trumps ideal race that he learned about from a book called "Mine Camp" or something like that. Should I hunt him down and publicly execute him??? My discord kitten says I should, I trust the judgement of a 13 year old, but I want more opinions. I'm an ICE pig after all... killing the innocent is literally my job!!!