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Heck - enforce the laws we do have. Go after the employers of the illegals and the “land of opportunity” will go away. Although the illegals are also getting all sorts of welfare - not sure how that works. I suppose that is the “anchor baby” thing. I bet a lot of them are also getting benefits illegally too though (fake ID’s, etc.)

Towards the end of Bush’s presidency I recall lots of raids on companies and housing projects looking for illegals and deporting them. When that started happening, a lot of them left on their own as they were afraid of getting caught.

http://www.seattletimes.com/seattle-news/raids-target-immigrants-ordered-to-leave-us/

excerpt (from 1997)
“They happen almost daily, part of an aggressive nationwide effort to find and deport more than 600,000 immigrants for whom a judge has issued a final order of removal.”

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Granted - 600,000 isn’t much when looking at 30 million, but it’s a start. Say that by looking for 600,000 gets another 600,000 to 1.2 million to leave (family, friends, etc) - that is some progress.

I still think the primary thing is to go after the employers.

Go after the employers of the illegals and the “land of opportunity” will go away.

If you are talking about employers who knowingly hire illegals, those who help them get fake documents or pay them under the table – absolutely!

However there are employers who follow the rules of completing I-9 and use the E-Verify system that still get stung by unknowingly hiring an illegal with fake documents.

With the I9 all the new hire has to do is present either one document from list A or two documents one from list B and one from list C. As the employer I have to accept those documents “as long as they appear reasonably genuine on their face and relate to the employee”. In other words, I’m not a forensic document specialist. As long as the document “reasonably appears” to be genuine, I have to accept it and cannot legally ask for additional forms of identification even if I suspect the person is here illegally. In fact there are all sorts of penalties if I do, the employer could also be sued by the Government for discrimination. And with E-Verify, if it comes back with a “tentative non-confirmation”, i.e. that the person’s name and the document(s) presented on their I9 do not match in the DHS and INS databases, I have to keep them employed while they contest, if they choose to do so.

http://www.justice.gov/crt/about/osc/htm/I9_Verification.php

http://www.justice.gov/crt/about/osc/pdf/publications/e-verifydosanddonts3.pdf