Sanctuary Employer Sample Clauses

Sanctuary Employer. On September 5, 2017, the Department of Homeland Security announced the end to the Deferred Action for Childhood Arrivals (DACA) policy. The DACA policy provided work authorization documents to nearly 800,000 young people who came to the United States as children. Epic Academy and the Union recognize that the young people who have received DACA benefits are a valued and important part of our community. Because the termination of the DACA policy may affect the work authorization of employees, the Employer and the Union agree to the following: 9.3.1 The Employer reaffirms its commitment to equal opportunity in the workplace and shall not discriminate on the basis of race, creed, color, age, sex, national origin, marital status, veteran status, disability, sexual orientation, gender identity or expression, civil union status, domestic partnership status, parental status, immigration status, eligibility for rehire within the Chicago Public Schools, genetic information, refusal to submit to a genetic test or make available the results of a genetic test. 9.3.2 The Employer shall not inquire about or demand proof of immigration or citizenship status, except as required by law. 9.3.3 Upon written request, the Employer should provide for legal consultation or resources for any employee who has received a work authorization document under DACA (“affected employee”) in order to determine the extent to which said employee’s work status will be affected by the termination of DACA and whether said employee may be eligible for any employment-based immigrant or non-immigrant visas. Upon request by the Union or an affected employee, the Employer will make all reasonable efforts to sponsor an affected employee for any employment- based immigrant or non-immigrant visas for which they are eligible. 9.3.4 Upon written request, an affected employee shall be released for up to seven (7) unpaid working days in order to attend to immigration or citizenship status matters. The Employer may request verification of such absence, as long as such a request does not violate paragraphs (1) and (2). 9.3.5 In the event that the Employer is no longer permitted to employ an affected employee, the Employer agrees to treat the affected employee’s separation as a leave of absence for purposes of the employee’s return to work. Specifically, the Employer agrees to reinstate the affected employee to the employee’s former position, if available, without loss of prior seniority upon the employee pro...
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Sanctuary Employer. On September 5, 2017, the Department of Home- land Security announced the end to the Deferred Action for Childhood Arrivals (“DACA”) policy. The DACA policy protected eligible immigrant youth from deportation and provided work authorization documents to nearly 800,000 young people who came to the United States as children. The BOARD and the UNION recognize that the young peo- ple who have received DACA benefits are a valued and im- portant part of our community. Because the termination of the DACA policy may affect the work authorization of em- ployees of the BOARD, the BOARD and the UNION agree to the following:
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Sanctuary Employer. 37.1. The Employer and the Union mutually recognize that people are a valued and important part of our community, without regard to their citizenship. Because of pending and possible threats to the immigration status of staff and students, the Employer and the Union agree to the following: 37.1.1. The Employer shall not inquire about or demand proof of immigration or citizenship status, except as required by law. 37.1.2. Upon written request, the Employer may provide resources for any employee who has received a work authorization document under DACA (“affected employee”) in order to determine the extent to which said employee’s work status will be affected by the termination of DACA and whether said employee may be eligible for any employment-based immigrant or non-immigrant visas. 37.1.3. Upon written request, an affected employee shall be released for up to ten (10) unpaid working days in order to attend to immigration or citizenship status matters for the employee or the employee’s parents, children, spouse, or partner. The Employer may request verification of such absence, as long as such a request does not violate paragraph 37.1.1. 37.1.4. In the event that the Employer is no longer permitted to employ an affected employee, the Employer agrees to treat the affected employee’s separation as a leave of absence for purposes of the employee’s return to work. Specifically, the Employer agrees to reinstate the affected employee to the employee’s former position or comparable position, if available, without loss of prior seniority upon the employee providing proper work authorization within two (2) years of the date of separation. If the former position is not available, the Employer agrees to reinstate the employee to substantially similar employment or the next available opening, to the extent possible, for which the employee is qualified at that position’s salary.
Sample 1
Sanctuary Employer. 33.1 The Employer and the Union recognize that people are a valued and important part of our community, without regard to their citizenship. Because of pending and possible threats to the immigration status of staff and students, the Employer and the Union agree to the following: 33.1.1. The Employer reaffirms its commitment to equal opportunity in the workplace and shall not discriminate on the basis of race, creed, color, age, sex, national origin, marital status, veteran status, disability, sexual orientation, gender identity or expression, civil union status, domestic partnership status, parental status, immigration status, eligibility for rehire within the Chicago Public Schools, genetic information, refusal to submit to a genetic test or make available the results of a genetic test. 33.1.2. The Employer shall not inquire about or demand proof of immigration or citizenship status, except as required by law. 33.1.3. Upon written request, the Employer should provide for legal consultation or resources for any employee who has received a work authorization document under the Deferred Action for Childhood Arrivals (DACA) policy (“affected 33.1.4. Upon written request, an affected employee shall be released for up to ten (10) unpaid working days in order to attend to immigration or citizenship status matters, regardless of whether the matter is related to DACA. The Employer may request verification of such absence, as long as such a request does not violate sections 33.1.1 and 33.1.2 of this Article. 33.1.5. In the event that the Employer is no longer permitted to employ an affected 33.1.6. Within thirty (30) days of the signing of this Agreement, the Employer and the Union shall send the following: a) A joint letter to educators and support staff with resources, such as the immigrant and refugee children guide for educators and support staff. b) A joint letter to students and their families with resources, such as those listed on the xxxxxxxxxxxxxxx.xxx. 33.1.7. Any dispute regarding the meaning, interpretation, or application of this Article shall be subject to the grievance and arbitration procedure provided in the parties’ collective bargaining agreement.
Sample 1
Sanctuary Employer. ‌ The Employer and the Union mutually recognize that people are a valued and important part of our community, without regard to their citizenship. Because of pending and possible threats to the immigration status of staff and students, the Employer and the Union agree to the following: 41.1. The Employer shall not inquire about or demand proof of immigration or citizenship status, except as required by law. 41.2. Upon written request, the Employer may provide a reference for legal consultation or resources for any employees who has received a work authorization document under DACA (“affected employee”) in order to determine the extent to which said employee’s work status will be affected by the termination of DACA and whether said employee may be eligible for any employment-based immigrant or non-immigrant visas. The Employer will consider efforts to sponsor an affected employee for any employment-based immigrant or non-immigrant visas for which they are eligible. Nothing in this Agreement shall prevent the employer from providing financial assistance to the affected employee. 41.3. Upon written request, an affected employee shall be released for up to ten (10) unpaid working days in order to attend to immigration or citizenship status matters for the employee or the employee’s spouse, domestic partner and/or children. The Employer may request verification of such absence, as long as such a request does not violate paragraphs (a) and (b). 41.4. In the event the Employer is no longer permitted to employ an affected employee, the Employer agrees to treat the affected employee’s separation as a leave of absence of up to 24 weeks in a one-year period for purposes of the employee’s return to work. Specifically, the Employer agrees to reinstate the affected employee to the employee’s former position, if available, without loss of prior seniority upon the employee providing proper work authorization within two (2) years of the date of separation. If the former position is not available, the Employer agrees to reinstate the employee to substantially similar employment or the next available opening, to the extent possible, for which the employee is qualified and at that position’s salary with no loss of pay. Any dispute regarding the meaning, interpretation, or application of this Article shall be subject to the grievance and arbitration procedure.
Sample 1
Sanctuary Employer. 22.1. On September 5, 2017, the Department of Homeland Security announced the end to the Deferred Action for Childhood Arrivals (DACA) policy. The DACA policy provided work authorization documents to nearly 800,000 young people who came to the United States as children. Urban Prep (“Employer”) and the Union recognize that the young people who have received DACA benefits are a valued and important part of our community. Because the termination of the DACA policy may affect the work authorization of employees of Urban Prep, Urban Prep and the Union agree to the following: 22.1.1. Urban Prep reaffirms its commitment to equal opportunity in the workplace and will adhere to the non-discrimination and non-harassment article. 22.1.2. Urban Prep shall not inquire about or demand proof of immigration or citizenship status, except as required by the Chicago Board of Education or local, state and federal law and regulations. 22.1.3. Upon written request, Urban Prep should provide for legal consultation or resources for any employee who has received a work authorization document under DACA (“affected employee”) in order to determine the extent to which said employee’s work status will be affected by the termination of DACA and whether said employee may be eligible for any employment-based immigrant or non-immigrant visas. Upon request by the AFT or an affected employee, Urban Prep will make all reasonable efforts to sponsor an affected employee for any employment-based immigrant or non-immigrant visas for which they are eligible. Nothing in this Agreement shall prevent Urban Prep from providing financial assistance to the affected employee. 22.1.4. Upon written request, an affected employee shall be released for up to ten
Sample 1

Related to Sanctuary Employer

  • Related Employers If any member of the Employer's related group (as defined in Section 1.30 of the Plan) executes a Participation Agreement to this Adoption Agreement, such member's Employees are eligible to participate in this Plan, unless excluded by reason of an exclusion classification elected under this Adoption Agreement Section

  • Project Employment A. Permanent project employees have layoff rights. Options will be determined using the procedure outlined in Sections 35.9 and 35.10, above. B. Permanent status employees who left regular classified positions to accept project employment without a break in service have layoff rights within the Employer in which they held permanent status to the job classification they held immediately prior to accepting project employment.

  • Secondary Employment A. For any employee entitled to disability leave, the employer shall pay the covered employee compensation in accordance with section 10.2 governing disability leave. B. The employer shall pay compensation for the period that the covered employee is entitled to disability leave for a maximum period of eighteen (18) months, except as set forth in 10.2(b) and 10.3(b). C. The employee shall be eligible for compensation for such disability leave if the employee is temporarily disabled from the duties of the public safety employment that gave rise to the injury, regardless or whether the employee engages in secondary employment, provided that: 1. The secondary employment commenced prior to the injury; 2. The duties of the secondary employment are not likely to cause delay or preclude full recovery and return to work as certified by the FROMS physician and such employment is approved by the Fire Chief. Such requests shall not be unreasonably denied.

  • Employer Union Relations No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. To implement this, the Union shall supply the Employer with the names of its officers and similarly, the Employer shall supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

  • Pilot Project – One Employer Two Homes Employment Opportunities Where the local parties enter into these agreements, the agreement shall include the following principles:

  • Employer The term “

  • Health & Safety Committee The Employer agrees to establish a Health & Safety Committee for all employees of the company under the auspices of the Occupational Health and Safety Act (OHSA). The Committee shall be made up of an equal number (not less than one each) of non-bargaining unit and bargaining unit persons who have completed their probationary period. The Union has the right to appoint the members representing the bargaining unit. The Committee shall keep minutes of its meetings and post them in the shop. One copy will be forwarded to the Union office.

  • TEACHER EMPLOYMENT 8.1. The Board agrees to employ only those teachers who hold at least a bachelors degree from an accredited college or university and are certifiable by the New Hampshire State Department of Education. This provision shall not apply in the instance where the availability of personnel is critical and an appropriate waiver is granted by the New Hampshire State Department of Education. 8.2 Teachers shall not be assigned outside the scope of their teacher certification and major or minor field of study except temporarily and for good cause. 8.3 For purposes of this Agreement, the period of service shall not be more than one hundred eighty-nine (189) days, to be allocated as follows: Regular School Days 180 Pre-School Year Faculty Meetings 1 Parent-Teacher Conferences 2 Teacher In-Service 3 Teacher Planning Days 2 Professional Development Day 1 Total Contract Days 189 The agenda for the Teacher Planning Days will be set by the teaching staff in each building, and shall be used for teachers to plan curriculum and/or curriculum development only. The Teacher Planning Days will be scheduled either immediately prior to the first day of school, during the school year, and/or after the last day of school, but no later than June 30. The Professional Development Day shall be scheduled in the fall and devoted to any activity that furthers the individual teacher’s Staff Development Plan. Parent- Teacher Conferences will be scheduled to accommodate and meet the needs of parents. Two (2) weeks notice will be given for make-up days. Teachers new to the District may be required to report one extra day. 8.4 Teachers employed by the District will be given an individual contract (See Appendix C attached hereto) each year of their employment. The contract will include teaching assignment, years of service, tenured status and annual salary. Tenure will be issued according to NH RSA 189:14-a. The notice of employment shall require that teachers certify they hold a valid New Hampshire certificate, license, or permit to teach. The Board agrees to pay for the State mandated recertification fee. The individual contract shall be subject to and consistent with the terms and conditions of this Agreement. 8.5 The workday shall begin for those teachers who have assigned duties at a time consistent with the individual schedules of each building. Those teachers who do not have duties before the start of the school day shall be required to report twenty (20) minutes prior to the first scheduled homeroom or class in their building each day. The workday for teachers will end at such time as necessary to carry out their professional duties including, but not limited to, faculty meetings, conferences with parents or students, extra help, open house, or conferences with administrators as required. Such meetings shall be of reasonable duration with end of day faculty meetings being no more than one (1) hour. Otherwise, the teacher workday shall end ten (10) minutes after the last period or class in their building each day, except for those teachers who have assigned duties consistent with the individual schedule of each building. In-service activities or workshops that are required of teachers by administrators will be conducted during the time regular classes are scheduled. 8.6 The Board will make every effort to provide a thirty (30) minute duty-free uninterrupted lunch period. In the event that a thirty minute lunch is not available for all teachers, a committee made up of three teachers appointed by the Association and three persons appointed by the Board shall study the situation and issue a report with recommendations as to how the thirty minute lunch period might be implemented for all teachers prior to the next annual District meeting. However, in no instance shall it be less than twenty (20) minutes. When a thirty (30) minute time period is not scheduled, teachers of self-contained classrooms will be provided a fifteen (15) minute relief period each day. 8.7 Teachers will be notified of their employment status and teaching assignments on or before April 15th, and will return their contract signed, no later than May 15. Any teachers who are in their state recertification year must have their State of NH Bureau of Credentialing Certification Renewal Form completed and approved by March 1st of Year 3, per the requirements of the FMRSD-SAU 60 Professional Development Master Plan, in order to be issued a contract renewal. In the event a teacher rejects a reassignment, the teacher shall be employed to fill any open position which may then be available, provided the Superintendent recommends to the Board that the teacher is qualified and certifiable. A teacher's refusal to accept the reassignment, or any open position which then may be available shall constitute a termination of contract without prejudice. Any change in assignment after April 15th shall be considered an involuntary transfer and shall be effected only for cause. 8.8 When involuntary transfers are effected for a necessary reduction in a school's staff allocation due to reduced student enrollments or the closing and/or consolidation of a building, resignations or leaves of absence, said transfers will be made on the basis of years of service in the District; that teachers in the affected building possessing the least amount of service and applicable certification being transferred first. Such transfer due to resignation or leave of absence shall be for a period not to exceed one (1) year. 8.9 Teachers actively engaged in credited coursework and/or matriculated in degree programs, should give notice by January 1 of their intent to pursue a salary lane change in the following year. All paperwork and formal grade documentation must be filed with the Superintendent’s office by August 1 in order for the salary adjustment to take effect for the upcoming contract year. Time requirements specified in this section may be extended by mutual agreement. 8.10 The Board agrees to submit to the Association for its consideration, suggestions for the school calendar on or before January fifteenth (15th) of the preceding year. The Board reserves the right to establish the school calendar and to make appropriate changes at any time.

  • Supervisory Employees ‌ For the purposes of this Article, the parties agree that Supervisory positions are those that are not excluded under Article 2.0 above and that satisfy the following criteria: a) Employees on Salary Schedule 01 who under Plan A "Nature of Supervision" have either Degree 3 (or higher) or its equivalent; b) Employees on Schedules 02 or 03 on condition they normally supervise other employees.

  • International Employee Plan Each International Employee Plan has been established, maintained and administered in material compliance with its terms and conditions and with the requirements prescribed by any and all statutory or regulatory laws that are applicable to such International Employee Plan. Furthermore, no International Employee Plan has unfunded liabilities, that as of the Effective Time, will not be offset by insurance or fully accrued. Except as required by law, no condition exists that would prevent Company or Parent from terminating or amending any International Employee Plan at any time for any reason.