Common use of Workplace Immigration Enforcement Clause in Contracts

Workplace Immigration Enforcement. The Employer shall notify a representative of the Union as soon as practical if the Employer receives a “no-match” letter from the Social Security Administration (“SSA”), if it is contacted by the Department of Homeland Security (DHS, formerly the INS), regarding the immigration status of an employee covered by this Agreement, or if a search and/or arrest warrant, administrative warrant, subpoena, or other request for documentation is presented. The Union agrees that it shall keep confidential any information it obtains pursuant to this provision, and that it will use any such information solely to represent and/or assist the affected employee(s) with regard to the DHS matter. Recognizing the intent of the Article, the Employer will comply with legal authorities, including agents of the DHS only as it deems necessary and appropriate. The Employer shall permit inspection of I-9 forms by DHS or DOL only after a minimum of (3) three days written notice, or other such period of time as provided by law or where such inspection is otherwise in accordance with the provisions of this Section. The Employer also shall permit inspection of I-9 forms where a DHS search and/or arrest warrant, administrative warrant, subpoena, or other legal process signed by a federal judge or magistrate specially names employees or requires the production of I-9 forms. The Employer shall not provide documents other than the I-9 forms to DHS for inspection or reveal to the DHS the names, addresses or immigration status of any employees in the absence of a valid DHS administrative subpoena, a search warrant, or subpoena signed by a federal judge or magistrate, or where otherwise required by law, or it is otherwise deemed by the employer to be appropriate under the circumstances. To the extent legally possible, the Employer shall offer a private setting for questioning of employees by DHS.

Workplace Immigration Enforcement. The To the extent permitted by law, the Employer shall notify a Union representative of the Union as soon as practical promptly if the Employer receives a “no-no- match” letter from the Social Security Administration (“SSA”), if it is contacted by the Department of Homeland Security (“DHS, formerly the INS”), regarding the immigration status of an employee covered by this Agreement, or if a search and/or or arrest warrant, administrative warrant, subpoena, or other another request for documentation is presented. The Union agrees that it shall will keep confidential any information it obtains pursuant to per this provision, and that it . It will use any such information solely to represent and/or or assist the affected employee(s) with regard to about the DHS matter. Recognizing the intent of the Article's intent, the Employer will comply with legal authorities, including agents of the DHS DHS, only as it deems necessary and appropriate. The To the extent permitted by law, the Employer shall permit inspection of I-9 forms by DHS or DOL only after a minimum of (3) three days written notice, or other another such period of time as provided by law or where such inspection is otherwise in accordance with following the provisions of this Section. The Employer also shall permit inspection review of I-9 forms where a DHS search and/or or arrest warrant, administrative warrant, subpoena, or other legal process signed by a federal judge or magistrate specially names employees or requires the production of I-9 forms. The To the extent permitted by law, the Employer shall not provide documents other than the I-9 forms to DHS for inspection or reveal to the DHS the names, addresses addresses, or immigration status of any employees in the absence of a valid DHS administrative subpoena, a search warrant, or subpoena signed by a federal judge or magistrate, or where otherwise required by law, or it is otherwise deemed by the employer to be appropriate under the circumstances. To In addition, to the extent legally possiblepermitted by law, the Employer shall offer a private setting for questioning of employees by DHS.

Workplace Immigration Enforcement. The To the extent permitted by law, the Employer shall notify a Union representative of the Union as soon as practical promptly if the Employer receives a “no-match” letter from the Social Security Administration (“SSA”), if it is contacted by the Department of Homeland Security (“DHS, formerly the INS”), regarding the immigration status of an employee covered by this Agreement, or if a search and/or or arrest warrant, administrative warrant, subpoena, or other another request for documentation is presented. The Union agrees that it shall will keep confidential any information it obtains pursuant to per this provision, and that it . It will use any such information solely to represent and/or or assist the affected employee(s) with regard to about the DHS matter. Recognizing the intent of the Article's intent, the Employer will comply with legal authorities, including agents of the DHS DHS, only as it deems necessary and appropriate. The To the extent permitted by law, the Employer shall permit inspection of I-9 forms by DHS or DOL only after a minimum of (3) three days written notice, or other another such period of time as provided by law or where such inspection is otherwise in accordance with following the provisions of this Section. The Employer also shall permit inspection review of I-9 forms where a DHS search and/or or arrest warrant, administrative warrant, subpoena, or other legal process signed by a federal judge or magistrate specially names employees or requires the production of I-9 forms. The To the extent permitted by law, the Employer shall not provide documents other than the I-9 forms to DHS for inspection or reveal to the DHS the names, addresses addresses, or immigration status of any employees in the absence of a valid DHS administrative subpoena, a search warrant, or subpoena signed by a federal judge or magistrate, or where otherwise required by law, or it is otherwise deemed by the employer to be appropriate under the circumstances. To In addition, to the extent legally possiblepermitted by law, the Employer shall offer a private setting for questioning of employees by DHS. Reverification of Status. To the extent permitted by law, no employee employed continuously on or before November 6, 1986, shall be required to document immigration status. To the extent permitted by law, the Employer shall not require or demand proof of immigration status, except as required by 8 USC 1324a (1)(B) and listed on the back of the I-9 form or as otherwise required by law. Suppose the Employer sells the business or its assets. In that case, to the extent permitted by law, the Employer shall offer to transfer the I-9 forms of its employees to the new employer or, at the employer’s option, to jointly maintain the I-9 records of its employees with the successor employer for three (3) years, after which the successor employee shall maintain said forms. To the extent permitted by law, the Employer shall not take adverse employment action against an employee based solely on the results of a computer verification of immigration or work authorization status.

Workplace Immigration Enforcement. The To the extent permitted by law, the Employer shall notify a Union representative of the Union as soon as practical promptly if the Employer receives a “no-match” letter from the Social Security Administration (“SSA”), if it is contacted by the Department of Homeland Security (“DHS, formerly the INS”), regarding the immigration status of an employee covered by this Agreement, or if a search and/or or arrest warrant, administrative warrant, subpoena, or other another request for documentation is presented. The Union agrees that it shall will keep confidential any information it obtains pursuant to per this provision, and that it . It will use any such information solely to represent and/or or assist the affected employee(s) with regard to about the DHS matter. Recognizing the intent of the Article's intent, the Employer will comply with legal authorities, including agents of the DHS DHS, only as it deems necessary and appropriate. The To the extent permitted by law, the Employer shall permit inspection of I-9 forms by DHS or DOL only after a minimum of (3) three days written notice, or other another such period of time as provided by law or where such inspection is otherwise in accordance with following the provisions of this Section. The Employer also shall permit inspection review of I-9 forms where a DHS search and/or or arrest warrant, administrative warrant, subpoena, or other legal process signed by a federal judge or magistrate specially names employees or requires the production of I-9 forms. The To the extent permitted by law, the Employer shall not provide documents other than the I-9 I- 9 forms to DHS for inspection or reveal to the DHS the names, addresses addresses, or immigration status of any employees in the absence of a valid DHS administrative subpoena, a search warrant, or subpoena signed by a federal judge or magistrate, or where otherwise required by law, or it is otherwise deemed by the employer to be appropriate under the circumstances. To In addition, to the extent legally possiblepermitted by law, the Employer shall offer a private setting for questioning of employees by DHS.

Workplace Immigration Enforcement. The Employer shall notify a representative of the Union as soon as practical if the Employer receives a “no-match” match letter from the Social Security Administration (“SSA”)Administration, if it is contacted by the Department of Homeland Security (DHS, formerly the INS), regarding the immigration status of an employee covered by this Agreement, Agreement or if a search and/or arrest warrant, administrative warrant, subpoena, or other request for documentation document is presented. The Union agrees that it shall keep confidential any information it obtains pursuant to this provision, provision and that it will use any such information solely to represent and/or assist the affected employee(s) with regard to the DHS matter. Recognizing the intent of the Article, the Employer will comply with legal authorities, including agents of the DHS only as it deems necessary and appropriate. The Employer shall permit inspection of I-9 forms by DHS or DOL only after a minimum of (3) three days written notice, notice or other such period of time as provided by law or where such inspection is otherwise in accordance with the provisions of this Section. The Employer also shall permit inspection of I-9 forms where a DHS search and/or arrest warrant, administrative warrant, subpoena, subpoena or other legal process signed by a federal judge or magistrate specially names employees or requires the production of I-9 forms. The Employer shall not provide documents other than the I-9 forms to DHS for inspection or reveal to the DHS the names, addresses or immigration status of any employees in the absence of a valid DHS administrative subpoena, or a search warrant, warrant or subpoena signed by a federal judge or magistrate, magistrate or where otherwise required by law, law or it is otherwise deemed by the employer to be appropriate under the circumstances. To the extent legally possible, the Employer shall offer a private setting for questioning of for employees by DHS.