Thread: Immigration Rallies, Protests Forcing Employers to Make Toug

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April 25, 2006 05:40 AM US Eastern Timezone
Immigration Rallies, Protests Forcing Employers to Make Tough Calls; Workplace Law Experts Available to Discuss Employer Options as ''A Day Without an Immigrant'' Plans Nationwide Work Stoppage May 1

ATLANTA--(BUSINESS WIRE)--April 25, 2006--Jonathan Spitz, a partner with Jackson Lewis LLP, one of the nation's largest and most experienced law firms specializing in labor, employment and immigration law, is available to talk with members of the media about issues and options for employers as they prepare for a possible nationwide work stoppage on May 1, a day protest organizers are calling "A Day Without an Immigrant."


Approximately one million people demonstrated on April 10, 2006 in cities including Dallas, Washington, D.C., New York, Salt Lake City, Phoenix and Philadelphia. A larger event is planned for May 1, with calls by organizers for "a general strike, boycott, no sales or purchases, walkouts, marches, and actions in financial centers and at anti-immigrant corporations throughout the country." Those that must work are being urged to wear white arm bands as a sign of solidarity.

Options Available to Employers

As a result of worker participation in the demonstrations, employers are having to deal with attendance and productivity issues. How employers respond affects not only the individuals taking part in the actions, but also the employees who do not. The response also sets the tone for how situations may be handled in the future.

Mr. Spitz has prepared an article titled "Dealing with the Workplace Impact of Immigrant Rallies and Protests" (available at www.jacksonlewis.com) which discusses the following steps for organizations to consider:

-- Communicate with employees before you are confronted with requests for time off. Explain your organization's understanding of employee issues and commitment to equal employment opportunity. Underscore the importance of working all assigned shifts and the disruption which would occur without proper notification.

-- Prepare a contingency plan to deal with absenteeism and time off requests. Train management and supervisors on implementation of the plan and the issues that may arise. Designate a resource to assist with questions and potential personnel actions.

-- Consider whether to indicate your organization's willingness to work with employees in recognition of planned events, including whether to adjust work schedules or use temporary labor to accommodate requests for time off.

-- Consider whether to show support for appropriate events as evidence of your organization's commitment to immigrant causes.

-- Understand the legal issues involved with wearing buttons and insignia, determine your organization's rights, and develop a practical response.

-- Consult with employment counsel before warning of or taking personnel actions.

They are illegal, hiring them is illegal so what's to discuss???????

Personally, I would like many days without ILLEGAL immigrants.
Like the rest of my natural life.

I will be spending as much money as I can on May 1st.

a partner with Jackson Lewis LLP, one of the nation's largest and most experienced law firms specializing in labor, employment and immigration law, is available to talk with members of the media about issues and options for employers

ignorance of the law is no plea -- it is amazing how stupid some of these "legal experts" are ...