Hiring / Work Referrals
The Hiring hall shall use the following criteria for accepting and maintaining individuals on the hire list and dispatching them for work.
01
Availability
Time of day, day of the week, and special availability
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Capability
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- Physically able to perform required work
- Demonstrated job skills
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Experience
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- Experience in the industry
- Recent experience in the specific job
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Reliability
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- Accepts assignments
- Does not cancel without reasonable notice being given to the Call Steward
- Arrives on time and ready to complete the assigned work
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Status in the industry
Journeyman, Apprentice, Casual, New Hire
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All of the above-listed criteria being equal, work referrals will then be made on a rotating basis.
TERMS & CONDITIONS
All New Hires will complete a one hundred & eighty (180) day probationary period. This will serve as an evaluation period for a determination as to whether the individual may continue to remain on the I.A.T.S.E. Local 101 Referral List. At any time during this one hundred & eighty (180) day probationary period, a worker may be dismissed from the Referral List of I.A.T.S.E Local 101.
Groups will be established as of January 1, 2017. They will be established based on the Local 101 Call Steward records between June 1, 2016, and December 31, 2016.
The Primary Group) Will consist of workers who have accepted at least 66% of the work calls dispatched through Local during the above-mentioned time period.
The Secondary Group) Will consist of workers who have accepted at least 50% of the work calls dispatched through Local 101 during the above period.
The Tertiary Group) Will consist of all other workers including those who are in their probationary period with the Local.
This list will be updated every 90 days.
Turning down three consecutive work calls in a 90 day period when contacted by the Call Steward or any call off of a work call that they have already accepted with less than 24 hours notice three times in a 90 day period will drop the worker to the next group on the list.
Turning down work or not responding to a contact from a Call Steward shall be interpreted as declining any and all work on that day.
Not responding to contact for work from a Call Steward three times in a 90 day period will drop the worker to the next group on the list.
A worker may move up the list by accepting at least 2/3 of the work calls offered to them in a 180 day period.
Workers will be dispatched to work at various venues according to their specific skills and the need to have each call staffed with experienced member representation.
Work Rules
01
A Call Steward or a designee assigned by the Executive Board of Local 101shall makes all work referral calls. At the time of contact, they will inform the worker of the date, time, venue, and any special instructions that may be required, such as special tools and gear, special clothing requirements, or special parking, or other venue-specific requirements.
The Job Steward/Leadman will make work assignments for each show according to the needs and demands of the Touring crew, and/or venue representative according to the abilities and availability of the workers on the call. When a position is offered to a person (dept. head, forklift, truck loader, etc…) and that person accepts the position, they will keep that position for the run of the show. They shall not be allowed to bump into any other position unless deemed necessary and only by the Job Steward/Leadman.
Once Department Head positions are filled, cardholder or other, NO ONE BUMPS THEM! All Department Heads should be prepared to work the full run of the show. If it should become necessary to change job assignments on the show because of changes by the company management, those who have been assigned by the Leadman/Job Steward, to work the show shall be the first one asked to move from a canceled position to a new position.
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- Once an individual refuses a call or does not respond, it shall be considered that the person involved does not want the work. A record of all calls made for work, whether accepted, declined, or no response shall be recorded and noted by the Call Steward.
- Once one declares their availability, accepts a job, and then decides to refuse the job, they will only be recalled if a position is added and the availability of other members has been exhausted.
02
Any worker who does not work at least 80 hours with Local 101 in a calendar year shall be removed from the active call list and will have to reapply with the Business Agent to have their name replaced on the active referral call list.
03
All Job Stewards/Leadmen shall have the authority to enforce the rules and requirements of this list, and shall at their best discretion, impose any punishments that are deemed appropriate given the nature of the infraction. Any challenge to any imposed discipline shall be subject to appeal pursuant to Local 101’s constitution and bylaws.
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- Show call will be offered first to workers who are working both the Load In and Load Out. Only in the event of a specialized skill being required, will a worker be given a show call who is not working both the Load In and Load Out.
- If any conflict arises due to the Job Steward or Designated Lead Person’s decision, that decision will stand through the run of the show. The conflict will then be resolved by the Executive Board at their next meeting. All Job Steward/Leadmen will fill out and submit a Job Steward /Leadmans Report form and submit it to the Recording/Corresponding Secretary of Local 101 by the next regular meeting following the job.
- Split calls (working just a load in or load out) will only be allowed if there is no other worker who can work both the load in and out.
04
All stagehands will report to the Job Steward/Leadman at least fifteen (15) minutes before the stated company call time to facilitate and expedite the roll call.
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- When arriving for a call, report first to the JobSteward/Leadman, and then to your Department Head. Anyone who has reported into the Job Steward/Leadman, but is not with his designated crew assignment when work in the respective department begins, shall be deemed to be tardy. The Department Head shall notify the Job Steward/Leadman of this tardiness, and a written report shall be made by the Job Steward/Leadman to the Business Agent at no later than seventy-two (72) hours from the job’s completion. All workers must check-in/sign out with the Job Steward or Designated Lead Person upon their departure if required. If a worker is on-site but has not signed in, they shall be deemed tardy.
- Tardiness shall be defined as being ten (10) minutes or more late signing in for a work call (unless extenuating circumstances arise: such as a traffic jam or other like situation, and the worker has notified the Call Steward or Job Stewrd/Leadman, unless an existing venue contract supersedes this rule), or if signed in, the worker is not available or present to begin working with their assigned department when it is summoned for work by the production crew.
Tardiness
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- The first offense for tardiness in a period of a calendar year will be a verbal warning from the Job Steward/Leadman and a written notice of reprimand from the Secretary of Local 101.
- The second offense may result in a fine of the rate of pay for two (2) hour’s gross wage and/or suspension from the call list for the next call that person would be eligible.
- The third offense may result in a fine being levied for the rate of four (4) hours gross wages and being removed from the call and/or may result in suspension from the call list for the next three calls that person would be eligible.
* All punishments will be imposed after a fair trial before the Executive Board in accordance with the constitution and bylaws of Local 101
05
CALL-OFF PROCEDURE
06
Any worker who misses a call or is a no show, without notification and documentable justification may be subject to a fine of up to 4 hours of the prevailing pay rate (in accordance with the const. & bylaws of Local 101) or may be removed from the call list for an indeterminate period.
07
Any worker who arrives for a job in a state of obvious intoxication, shall be fined $100.00 and immediately removed from the call and/or removed from the referral list for an indeterminate period.
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- Any worker deemed otherwise unfit for work because of the influence of prescribed medication or a high, and obviously fatigued condition may be removed from the call by the Job Steward/Leadman. If removed from the call at sign-in, the worker will not be paid. If removed once the work call has begun, they will be paid to the closest quarter-hour at the prevailing rate of pay. The work rules of the venue will take precedence where ever a contract is in place. If removed by venue management or Tour Crew for an above-listed reason, the worker may then protest such action via the
Grievance procedure is set forth in the contract. If removed by the steward, a worker may appeal the decision under the provisions of the constitution and bylaws of Local 101, or as set forth in these work rules.
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Any one in an obvious state of ill health may be dismissed from the call.
10
An unsafe and hostile work environment shall NOT be tolerated. Any personal slandering, insulting or slanderous remarks, remarks of inappropriate sexual nature, or regarding gender, sexual orientation, or religious views or beliefs and/or any unwelcome or unnecessary physical contact with other personnel may be punishable by a fine equal to the rate of four(4) hours gross pay at the venue in which the incident takes place, and an appearance before the Executive Board and or, suspension from the referral list for an indeterminate period.
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- A second infraction will result in a fine of two hundred ($200) dollars and an appearance before the Executive Board.
- A third offense will be punishable by indefinite suspension from the referral list.
11
All workers must possess a minimum fitness level. They may be required to be on their feet and moving for a four (4) hour period. They may need to be able to lift up to 50 lbs., and carry it for a distance of one hundred (100) feet. They may be required to climb and work from ladders, and/or a hydraulic lift, and if not able to do this, they must notify the Job Steward/Leadman and/or call steward
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- They must be able to read and follow instructions and cues, and be capable of communicating and understanding instructions with their co-workers.
12
All workers must wear appropriate attire for each job. For a standard work call, this means a shirt with sleeves and in good condition(no large holes, rips, or tears), trousers that fit and are worn around the waist, and aren’t so long as to pose a tripping hazard or otherwise impede or imperil the worker. T-shirts with lewd or suggestive slogans or designs are not acceptable attire. Substantial and protective shoes are to be worn. Rainwear and cold weather wear are to be worn when weather appropriate, especially if you are to be working outside or as a truck loader or road case pusher.
13
All workers will present themselves for work in a clean, and hygienic condition. Dirty, smelly, clothes or offensive levels of body odor will result in both oral and written reprimands from either the department head and/or the job steward/leadman. In the event that the situation is deemed by the steward/leadman, show representative, or venue representative to warrant it, the worker may be removed from the call and sent home without pay if the work call has not begun. They will be paid to the nearest quarter-hour at the prevailing rate for time worked if removed from the call after work has begun.
B) A third infraction may result in a one hundred ($100) dollar fine, and/or suspension from the call list for the next five(5) jobs Therefore, bringing spare clean clothing, deodorant, and any other hygiene products you may feel are necessary is highly encouraged.
14
Appropriate dress for any worker on the running crew of a show is the industry standard; ‘show blacks’. Unless otherwise informed by the Job Steward/Leadman, the definition of show blacks is a plain black shirt or a shirt with a discrete IATSE logo, all black shoes, black socks, and unfaded black pants. Occasionally a show crew may request the local running crew wear a specific article(s) of clothing that will either be provided by the show crew, or something that everyone on the local running crew should already have. For example a black, long sleeve shirt or turtleneck. If offered show call by the steward, failure to have this attire, and to have it there at the venue, may result in being passed over for the show’s running crew.
15
All members should carry their union cards at all times on a call. All workers will bring with them to a call either a passport or driver’s license, and a social security card, or proof of being a legal U.S. resident if applicable, for their first time working for a client or at a venue.
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Crew members will only work in the departments to which they are assigned. If directed to work outside of their assigned department by a member of the show crew, they will notify their Department Head and/or their Leadman/Job Steward of such instructions unless otherwise instructed by the Job Steward/Leadman at the start of the call.
17
No worker will go on a coffee break, restroom break, lunch break, or leave a call, without first informing their Department Head and/or their Job Steward/Leadman, even if told to do so by a member of the road crew.
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- Any worker found to be not working or having left their assigned department or left the venue without notifying their Department Head or Job Steward/Leadman will receive a verbal reprimand from the Leadman/Job Steward and a letter of reprimand from the Recording/Corresponding Secretary of IATSE Local 101 for a first offense.
- A second infraction may result in a fine of up to 4 hours of the prevailing rate of pay and/or in being removed from the call list for the next show that they would have been called.
- A third offense may result in a fine of up to the amount of the worker’s gross wages for that call, and possible removal or suspension from the call list.
18
All workers will do their equal share of work. All workers will keep socializing and chatter to a minimum. Any workers found to be socializing to a degree that affects the show crew’s or the local crew’s ability to maintain an effective workforce will be reprimanded at the discretion of their Department Head in consultation with the Job Steward/Leadman.
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- If the behavior continues, a fine of one (1) hour’s gross wages to four(4) hours gross wages may be assessed by the department head and/or the Job Steward/Leadman, subject to appeal to the Executive Board of IATSE Local 101and/or an indeterminate suspension from the referral list.
19
There will be no use of cell phones during work calls. A fine of fifty ($50) dollars may be imposed by the Job Steward/Leadman for multiple infractions during a work call and/or in an indeterminate suspension from the referral list.
20
The Job Steward/Leadman, and Business Agent, shall at all times back up and allow to stand any disciplinary decision of a Department Head on any given job, and the Business Agent shall back up, support, and allow to stand any disciplinary decision made by a Job Steward/Leadman on the job site. Any review of the disciplinary decisions made by the crew leaders on site will be dealt with by the Executive Board of Local 101 if and when the disciplinary action is appealed.
21
All workers will obey the management of the venue’s rules in a given facility. There will be no smoking, except on breaks, unless otherwise authorized by the show crew, Department Head, or Job Steward/Leadman. Any worker found smoking when they are supposed to be working will receive an oral reprimand, and may be fined up to fifty ($50) dollars for repeated infractions, and/or may result in an indeterminate suspension from the referral list.
22
All workers must bring with them the appropriate tools for the job. Basic tool requirements are work gloves, a flashlight, a knife and/or razor cutter, an 8″ crescent wrench, a multi-tool(or needle-nose pliers, slot head and Phillips head screwdrivers, and a pair of wire cutters), a pencil or marker, tape measure, and electrical tape.
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- Wardrobe workers will need to bring a small sewing kit (thread, needles, scissors, safety pins), working flashlight/bite light.
- Riggers basic tool will include a hard hat, 80’ to 120’ rope, crescent wrench, OSHA approved full-body safety harness with fall protection (unless provided by venue).
- You will be notified of the need for any other specifically required tools by the Call Steward, or for the next day's work by your Department Head or Job Steward/Leadman.
- Failure to have these tools with you at the start of work may result in a fine of the rate of one hour ‘s gross wages and may result in your being removed from the call.
23
Riggers: All riggers shall be qualified, able to climb, and able to perform all aspects of the job including tying knots. The Job Steward/Leadman should not have to designate or state whether you are an up or downrigger. This is decided by your seniority on the job, and/or abilities.
24
All injuries are to be immediately reported to the Job Steward or Designated Lead Person so that one may complete an accident/incident report form. Failure to do so may be punishable by a fine of fifty(50) dollars, and/or removal from the work call.
25
Anyone who may be under a Doctor’s care, or who has been recently hospitalized, may need to acquire a Doctor’s release to return to work. The Doctor’s release shall include a list of all prescribed medications and any other prescribed medications the worker may be taken shall be declared to the Job Steward or Designated Lead Person via a confidential personnel form in the event that an emergency situation may arise.
26
All loose objects must be removed or secured directly to your person before working in an overhead position such as a lift, weight bridge, grid, cove, lighting boom, etc. Dropping any personal item, or dropping a piece of working gear may result in a fine, suspension, or barring said worker from working in an overhead position, depending on the severity and circumstances of the incident.
27
Report any personal conflicts to the Job Steward or Designated Lead Person for mediation purposes. A personal complaint form shall be furnished to the complainant for completion and submitted to the Executive Board for resolution. If you have a suggestion, question, or complaint about someone on the Local 101 crew, venue staff, or show crew, do not approach that person or persons directly. First, approach your Department Head and/or Job Steward/Leadman. Following these procedures and protocols, and going through the proper channels, ensures that you are protected, and that unnecessary disturbance don’t become major problems.
28
Any safety violations shall be reported to the Job Steward or Designated Lead Person. We strive to maintain a safe work environment. All records of offenses by individuals shall be kept on file and accrued for a period of three (3) years.
29
Absolutely no complaints or Union business shall be discussed on the job site. See the Job Steward/Designated Leadman, or contact the person in charge of grievances. Any grievances must be in writing and should be filed within ten(10) calendar days from your knowledge of such, i.e.: pay the difference, etc.
30
All fines and or discipline of workers by Department Heads or Job Steward/Leadmen shall be submitted to the Executive Board of Local 101 in writing within 72 hours of the job’s end. The Recording Corresponding Secretary will then notify the worker in writing of any fines or punishments levied.
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APPEAL PROCEDURES: A written appeal of the discipline must be submitted to the Local within ten (10) calendar days of the fine being implemented.
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- The Executive Board of Local 101 or an assigned Grievance Committee will meet within thirty (30) calendar days of the receipt of the notice of appeal to review the circumstances and the merit of the imposed disciplinary action.
- A majority (three members) must rule in favor, for the discipline to be upheld, reduced, or overturned.
- The decision of the Grievance Committee/Executive Board will be tendered to the Recording/Corresponding Secretary in writing
- The ruling of the executive board/grievance committee shall be final.