Immigrant Rights Sample Clauses

Immigrant Rights. The parties recognize that questions involving an employee’s work status or personal information may arise during the course of such employee’s employment, and that errors in an employee’s documentation may be due to mistake or circumstances beyond their control. The parties agree to attempt to minimize the impact of such issues on both the affected employee and the Employer by working together to fairly resolve such issues while complying with all applicable laws. As appropriate, the Employer will make appropriate accommodations to

Immigrant Rights. ‌ This Article provides rules and guidelines for the Organization’s compliance with its immigration obligations while protecting the rights of its employees. It is acknowledged that this Article and Agreement shall not be interpreted to cause the Organization to knowingly hire or continue the employment of any person not authorized to work in the United States as prohibited by IRCA 8 U.S.C. 1324a(a)(2). Section 1: Union Notification‌ In the event the Organization becomes aware of a question of whether an employee currently holds authorization to work in the United States, the Organization shall notify the employee within one (1) business day. The Organization shall not notify the Guild without an employee’s written permission, and shall notify the Guild within one (1) business day of receiving such written permission from the employee. To the extent consistent with the Organization’s legal obligations, the affected employee shall be given a reasonable opportunity to remedy the identified problem before any action is taken, which may include reasonable paid time off to attend relevant proceedings or to visit pertinent agencies, for the purpose of correcting the identified problem. Upon return from leave after remediation of the identified problem, the employee shall return to their former position without loss of seniority. Section 2: Absence from Work‌ Upon notice, an employee shall be allowed up to ten (10) paid working days per year during the term of this Agreement to attend immigration proceedings related to the employee and/or the employee’s family. The Organization will not discipline, discharge, or otherwise act against any employee who is absent from work due to arrest, detention, or incarceration by law enforcement pursuant to the employee’s citizenship status or visa status, and those days will not count against the employee’s time and attendance record, provided the employee communicates as soon as reasonably practicable. On the day an Employee becomes a U.S. citizen, the Organization will compensate the Employee with a one-time paid personal holiday in recognition of their citizenship.

Immigrant Rights. ‌ 1. The Organization will not discriminate against refugees, individuals seeking or granted asylum, individuals with temporary visas, DACA recipients, or people with any other immigration status that allows for lawful work authorization. TAIF will not reject valid work authorization documents or ask for additional documents beyond what is required for work authorization verification. Upon an employee’s reasonable request, TAIF will provide necessary documentation confirming the employee’s employment status and/or salary. 2. Upon request, TAIF will assist employees, by providing information, documentation and/or financial reimbursement as provided below, in obtaining necessary visas and work permits for living and working in the United States during their employment with TAIF. 3. TAIF shall reimburse up to $1,000 in filing fees, or other immigration status related expenses, for employees who seek to renew or obtain employment authorization to work in the United States, including to obtain a work visa, or who seek to adjust their immigration status/register for permanent residence. In the event that filing and attorney’s fees for obtaining a visa is deemed prohibitively expensive by the employee, the employee may request a meeting with management and a union representative to discuss additional strategies for financial relief, including but not limited to a consultation with a different immigration lawyer, advocate, or additional financial support by the Organization. 4. Should the Organization be required to remove an employee from employment due to the expiration of the employee’s work authorization document, the Organization shall reinstate the employee to the job without loss of seniority upon receipt of the renewal work authorization document if the employee provides appropriate documentation within ninety (90) calendar days of their removal from employment. 5. Unless otherwise required by applicable law, the Organization’s practice will be to require a valid, signed warrant prior to allowing any Law Enforcement including but not limited to, the police, the FBI, and ICE, to enter any facility owned or leased by the Organization where staff, contractors, or volunteers of the Organization work; provided that the Organization may authorize entry by the police or the FBI in emergency circumstances (i.e. medical emergency or a physical safety issue). 6. The Organization will provide training for employees responsible for interacting with law enforcement who...

Immigrant Rights. The Organization will not discriminate against refugees, individuals seeking or granted asylum, individuals with temporary visas, DACA recipients, or people with any other immigration status that allows for lawful work authorization. Concerted Action will not reject valid work authorization documents or ask for additional documents beyond what is legally required for work authorization verification. Upon reasonable request by an employee, Concerted Action will provide necessary documentation confirming employment or salary. Upon an employee’s request, Concerted Action will assist the employees in obtaining necessary visas and work permits for living and working in the United States during their employment with Concerted Action. Should the Organization be required to remove an employee from employment due to the expiration of the employee’s work authorization document, the Organization shall reinstate the employee to the job without loss of seniority upon receipt of the renewal work authorization document if the employee provides appropriate documentation within ninety (90) calendar days of their removal from employment. Unless otherwise required by applicable law, the Organization’s practice will be to require a valid, signed warrant prior to allowing any Law Enforcement including but not limited to, the police, the FBI, and ICE, to enter any facility owned or leased by the Organization where staff, contractors, or volunteers of the Organization work; provided that the Organization may authorize entry by the police or the FBI in emergency circumstances (i.e. medical emergency or a physical safety issue). The Organization will provide training for employees responsible for interacting with law enforcement who operate in the Employer’s all office(s) in how to interact with ICE or other law enforcement agents. This training will provide information regarding the rights of people, regardless of immigration status, in incidents involving law enforcement and address steps such staff should take should an immigration status-related event occur near or at their office space.

Immigrant Rights