INDIVIDUAL LEGAL RIGHTS. 29.1 The Union is obligated to represent all employees without discrimination based upon national or ethnic origin. The Union is therefore obligated to protect employees against violations of their legal rights occurring in the workplace, including unreasonable search and seizure by a governmental agency.
29.2 In the event an issue arises involving the employment eligibility or social security number of an employee, the Employer shall promptly notify the employee in writing. Upon request, the Employer shall provide the Union with a copy of any correspondence or notice which the Employer receives regarding the immigration or work-authorization status of a bargaining unit employee.
29.3 If a question regarding an employee’s immigration or work-authorization status arises and the employee takes leave to correct any immigration related problems or issues, the Employer, upon the employee’s return, shall hire the employee into the next available job for which he or she is qualified and restore his/her original seniority date.
29.4 Any lawful corrections in an employee’s documentation, name, or social security number shall not be considered new employment or a break in service, and shall not be cause for adverse action.
INDIVIDUAL LEGAL RIGHTS. 29.1 The Union is obligated to represent all employees without discrimination based upon national or ethnic origin. The Union is therefore obligated to protect employees against violations of their legal rights occurring in the workplace, including unreasonable search and seizure by a governmental agency.
29.2 In the event an issue arises involving the employment eligibility or social security number of an employee, the Employer shall promptly notify the employee in writing. Upon request, the Employer shall provide the Union with a copy of any correspondence or notice which the Employer receives regarding the immigration or work-authorization status of a bargaining unit employee.
29.3 If a question regarding an employee’s immigration or work-authorization status arises and the employee takes leave to correct any immigration related problems or issues, the Employer, upon the employee’s return, shall hire the employee into the next available job for which he or she is qualified.
29.4 Any lawful corrections in an employee’s documentation, name, or social security number shall not be considered new employment or a break in service, and shall not be cause for adverse action.
INDIVIDUAL LEGAL RIGHTS. The Employer and the Union have a mutual interest in retaining trained employees. To this end, if the employment of a non-probationary Regular employee is terminated solely because of the employee's loss of United States employment eligibility, such termination shall not in and of itself bar reinstatement of such employee's employment status provided that, within one hundred eighty (180) days of such termination, such employee presents to the Employer acceptable evidence of current United States employment eligibility or documentation of lawful change of name, Social Security number, and/or employment authorization document. Any such reinstatement shall include restoration of the seniority status accrued by such employee as of the date of termination; under no circumstances will seniority and benefits accrue or be deemed to have accrued during the period of termination. For placement purposes, any employee whose employment status is reinstated under this provision will be placed in any classification, status or unit as would have occurred if the employee had been continually employed, less all seniority time which would otherwise have accrued during the period of termination; under no circumstances shall such employee have rights greater than he would have had if his employment had not been interrupted. The Employer agrees to provide to the Union a copy of the written notification to an employee that his United States employment eligibility must be re-verified pursuant to applicable law or regulations, on or about the date the written notification is sent to the employee. An employee receiving such written notification may request the Employer to confirm in writing the contents of this provision in a letter to whom it may concern. Notwithstanding the foregoing, the failure of the Employer to provide such written notification and/or written confirmation shall not, under any circumstances, be a basis to rescind the termination of any individual's employment or to require the Employer to reinstate any individual's employment status.
