ICE Arrests Des Moines Superintendent: A Wake-Up Call for Nebraska Schools & Employers
On September 26, 2025, the superintendent of Des Moines Public Schools, Dr. Ian Roberts, was arrested by Immigration and Customs Enforcement (ICE). The incident—involving allegations of illegal immigration status, weapons possession, and fleeing from agents—has sent shockwaves through Iowa and beyond.
For Nebraska school districts, public employers, and families, this case is a critical reminder: diligent hiring, strict legal compliance, and awareness of immigration law are not optional. This article explains what happened, the legal questions raised, and what Nebraska employers and families need to know.
What Happened in the Arrest?
According to federal authorities, Roberts—a national of Guyana—was living in the U.S. under a final order of removal issued in May 2024. That meant he had no legal immigration status or valid work authorization when he was leading Iowa’s largest school district.
During a targeted ICE operation, Roberts allegedly fled from federal agents while in possession of a handgun, a fixed-blade knife, and thousands of dollars in cash. He was later apprehended with the assistance of the Iowa State Patrol.
The Legal Fallout: Key Questions for Public Institutions
This arrest raises urgent questions for public employers across the Midwest, including Nebraska:
Hiring Compliance: How was someone without work authorization able to hold a public leadership role?
Background Checks: Were school district and state licensing board checks thorough enough?
Employer Liability: Could a district face penalties for employing someone under a removal order?
Restoring Trust: How can public institutions reassure communities their hiring practices are legally sound?
These aren’t just Iowa’s concerns—they apply to every Nebraska school board, city office, and state agency.
Legal Takeaways for Nebraska Employers ⚖️
This case is a cautionary tale. For Nebraska employers—especially public entities—the obligations are clear:
I-9 Verification: Federal law requires employers to complete and retain Form I-9 for every employee.
Nebraska’s E-Verify Mandate: Under the Taxpayer Transparency Act (Neb. Rev. Stat. § 4-108 to 4-114), all public employers and public contractors in Nebraska are required to use the federal E-Verify system to confirm work eligibility for new hires.
Background Checks: For leadership positions, vetting must be rigorous and ongoing—not just a one-time check.
Recognize the Risks: Non-compliance risks federal fines, loss of contracts, reputational damage, and erosion of community trust.
Frequently Asked Questions (FAQ)
Why was the Des Moines superintendent arrested by ICE?
ICE alleges he was unlawfully present under a final order of removal and lacked work authorization, while also allegedly possessing weapons.
What is a “final order of removal”?
It’s a binding immigration court order requiring a noncitizen to leave the U.S. after all appeals are exhausted. Staying afterward is unlawful.
What is E-Verify, and is it required in Nebraska?
E-Verify is a federal system that cross-checks employee information from Form I-9 with DHS and Social Security records. Yes, Nebraska law requires all public employers and public contractors to use E-Verify. Private employers may participate voluntarily.
Could the school district face penalties?
Possibly. Investigators will examine whether all hiring and verification requirements were followed. Employers can be fined for knowingly hiring or continuing to employ unauthorized workers.
Does this affect Nebraska families?
Yes. Immigration status can impact employment, education, guardianship, and estate planning. Families facing immigration uncertainty should seek legal guidance early.
Why This Matters for Nebraska Families
While the headlines focus on Iowa, the underlying legal issues are directly relevant to Nebraska. Immigration law intersects with everyday life—shaping employment opportunities, family stability, and public trust in schools and institutions.
For families, it’s a reminder that immigration status matters in custody cases, guardianships, and even estate planning. For employers, it’s proof that compliance with E-Verify and I-9 verification isn’t just a box to check—it protects both your organization and your community.