As the union of hospitality workers, we know that the industry couldn’t function without immigrant labor. Millions of immigrant workers serve our country and the hospitality industry everyday as housekeepers, cooks, food preparers and servers, airport workers, dishwashers and beyond.
That’s why our Union has fought to ensure that immigrant workers are treated with respect and have rights on the job. Regardless of your legal status, you have protections in this country when you are covered by a union contract.
- Employers can’t discriminate against a worker because of their national origin, immigration status, or in the event their work authorization changes, so long as the worker is authorized to work in the U.S.
- Workers get a paid holiday to attend their citizenship swearing-in ceremony without losing compensation for that time off.
- Employers contribute to a joint fund with workers for legal assistance on immigration and naturalization proceedings.
- Workers are protected from employers using an authorization check like E-Verify, unless required by law.
- If a worker is fired or resigns because of an issue in their work authorization, they get 12 months to provide proof of work authorization for immediate rehire without loss of seniority.
- Employers must contact the Union immediately in the event of an inquiry into a worker from the Department of Homeland Security.
- The employers are also expected to refuse ICE agents entrance to the workplace or inspection of worker documents without a valid judicial warrant, granting workers relief from fear of surprise raids.
The information contained in this web site is provided as a public service for informational purposes only. The content of this web site does not constitute legal advice and should not be used as a substitute for the advice of competent counsel. Legal advice must be tailored to the specific circumstances of each immigration matter. Legal information, by itself, is often insufficient to resolve the complex legal problems that arise in immigration cases. You should not act upon this information without seeking professional counsel.