Contents: Work Rules Substance Abuse Policy Sexual Harassment and Discrimination Policy Theatrical Stage Employees Local 84 Work Rules History The International Alliance of Theatrical Stage Employees Local #84 was founded in 1901 as a member of the International Alliance of Theatrical Stage Employees, Moving Picture Technicians, Artists and Allied Crafts of the United States and Canada. Our organization is also a member of the Connecticut AFL-CIO and the Greater Hartford Labor Council. We are known by the abbreviation I.A.T.S.E. Who We Are I.A.T.S.E. Local 84 is a non-profit labor organization whose sole purpose is to improve the wages, benefits, and working conditions of the stage technicians in the Hartford, New London, and Northern Connecticut area, and to provide the highest skilled labor available to serve the needs of the region. The terms “Employer” and “rules” in these guidelines refer to the agency individuals are working for, and not Local 84. The following classification system and work hire rules to include Code of Conduct are necessary elements to ensure we provide the highest trained certified assets to meet the needs of the venues we serve. Individuals represented by IATSE Local 84 shall be one of the following:
The Executive Board governs the day-to-day operations and is composed of the six (6) elected officers: President, Vice President, Secretary, Treasurer, Business Representative, Members’ Representative. They are the governing body and responsible for all aspects of governance of Local 84, including, but not limited to:
The following rules are under their purview for review and enforcement. I.A.T.S.E. Local 84 Education & Training Program The I.A.T.S.E. Local 84 Education & Training Program is designed to train and educate the members of the Local and is funded by its members, associates, and employer donations. All funds collected for the I.A.T.S.E. Local 84 Education & Training Fund are reserved for education and training, and associated costs in the stagecraft field. This program is responsible for the certification and continued education of our members. Disclaimers These rules and guidelines are made without discrimination against any person, and without regard for race, color, sex, sexual orientation, age, religion, or national origin. All selection and procedures shall be in accordance with the procedures set forth herein. If any rule or guideline conflicts with State or Federal law, the laws will take precedence over the rule or guideline. Changes to Work Rules If at any time there is a proposed change to these work rules or hiring practices, the motion must be tabled until the next meeting so that the full membership can be notified of the change/motion. All Work Rules changes must be submitted at a meeting, in person to the Secretary, or via email to iatse84@iatse84.org before the meeting in which it is voted on. Eligibility & Responsibility All applicants for membership or job referrals must be at least 18 years of age and must register with the IATSE Local 84 office. All persons on, or applying for placement on, the job referral list are strongly encouraged to have a telephone at their place of residence and be able to be reached at any time. A cell phone is preferred. It is the referent’s responsibility to notify the I.A.T.S.E. Local 84 office of address and telephone number changes. Failure to notify the I.A.T.S.E. Local 84 office of such changes may result in the referent losing work and being dropped from the referral list. If there are any questions regarding pay through individual employers, they should be referred to the Job Steward, Stage Manager or Head Carpenter. It is the referent’s responsibility to keep any employer and union apprised of all address, telephone and tax changes. Referents performing shall be referred to jobs for employment without discrimination and in accordance with the procedures set forth in these rules and guidelines. Referents performing no work as a stage referent through this job referral procedure for one (1) year or more, unless being exempt as a result of disability or a break in service approved by the Business Representative or Executive Board, can be dropped from the referral list on which their name appears. The Executive Board may waive the break in service for requirements where it is shown to the Executive Board’s satisfaction that the break in service is for good and sufficient reasons, such as illness, disability, service in the armed forces of the United States, or similar reasons. All referents must read, sign and abide by the following attachments to these guidelines and rules BEFORE being allowed to work in any venue.
Classification System Referrals are made by classification on the basis of skills/practical experience, classification date, date of hire, and availability. The Executive Board and/or committee appointed by the President of the Local shall review and select all applicants for the classification system. Each member of the local will be trained and certified on tasks in order to maintain certification and validation within the classifications or level of consideration. The Basic Skills Certification as journeyman will qualify individuals to meet the majority of work calls. An individual’s skill certification above the standard journeyman’s level will be reviewed, taking into consideration the more experience an individual has. In certain instances, premium skills are required, and these skills will need to be reviewed in such cases. When such a need arises, the Business Representative will review all individuals who have such advanced skills and use the aforementioned criteria, skills certification being the highest priority, and follow the remaining criteria, as necessary. The following is a listing of the levels of classification within the Local and the guidelines associated with each. In the event any individual has been removed from one classification by failing to meet the requirements for their current level of classification, they will be moved down the classification list according to the requirements for each classification. When a person is moved down from one classification to another, they will maintain the classification date of their current classification, thereby maintaining seniority. When a person moves up a classification, they will receive a new classification date based on the date they have been assigned to their new classification. A person can be reinstated back to the previous level of classification date as long as less than six (6) months have transpired since the downgrade of classification, and they have paid all owed quarterly assessments, making them current and meeting that classification’s requirements. Individuals falling outside the six (6) month window will be required to pay all owed quarterly assessments and will receive a new classification date based on entry back into that classification. Individuals who have been downgraded out of the A-List for a period exceeding twelve (12) months will be required to pass the Journeyman’s Examination again in order to validate certification. Upon successfully passing the certification exam, this will now become their certification date. As part of the ongoing training and certification program, all journeymen will be re-certified every three (3) years on their skills, based on demonstrated performance or testing, unless they have achieved a higher certification based on additional training brought forth by them, or achieved as part of the ongoing advanced training program within IATSE Local 84. Effective 1/1/2023: all C-list and B-list classified members will be required to complete OSHA 10 certification no later than six (6) months after reaching classification, and maintain certification as set forth by state/federal OSHA guidelines. Individuals may petition Local 84 as a result of considerable hardship for special considerations to the aforementioned rules. In these instances, the person must write a letter attesting to the hardship and requesting special consideration. The letter should be addressed to the Executive Committee of IATSE Local 84. The Executive Committee may request additional documentation to validate such a claim, and the final determination is based on circumstances surrounding the hardship. The Executive Committee’s ruling will be the final determination on such applications. A-List Qualification A journeyman within the International Alliance of Theatrical Stage Employees (IATSE) Local 84 is a stage technician who has previously been certified, completed an apprenticeship program, and passed the entrance examination, and is either a card-carrying union member, or chooses not to become a member of IATSE Local 84, but instead become an associate. Their classification date is the date they entered into this classification and are accepted as skill-level qualified by a competent authority at the time. Journeymen who fail to maintain membership in good standing in the Education & Training Program by failing to pay the portion of the quarterly per capita fee shall be removed from this classification after having been afforded notice and a reasonable opportunity to reestablish good standing. Journeymen removed from the A-List may continue to register for work on the D-List. A Journeyman may be restored to the A-List by re-establishing membership in good standing, either as a full member or an associate. Members who are restored to the A-List within six (6) months shall have all seniority skills and classification dates restored. Otherwise, their date of classification will be the date on which they were restored to the A-List. All A-List members will be part of the I.A.T.S.E. Local 84 re-certification program, ensuring the highest standards of training are maintained by members. B-List Qualification This list is reserved for those individuals that are accepted into the Apprenticeship program within I.A.T.S.E. Local 84. These individuals must have been available for work in the geographical jurisdiction of I.A.T.S.E. Local 84 for a minimum of twenty-four (24) months, and worked for the Local a minimum of fifty (50) hours per year without a reasonable voluntary break in service immediately preceding application, and been accepted into the apprenticeship program in accordance with I.A.T.S.E. Local 84’s Constitution & By-Laws, and pay a non-refundable application fee as set by the International and an initiation fee as set by the Local. Individuals within this classification will be given an entry-level examination in order to assess the skills of new apprentices. Individuals within the B-List will be granted the “Apprenticeship Classification,” as they are in a formal training program within I.A.T.S.E. Local 84 working to attain the full Journeyman’s classification. Their certification date is the date they entered into this classification and have been accepted a skill level qualified as “in-training,” therefore, granted higher certification status over an extra, hand, or non-certified individual. The Apprenticeship program will be capped at a number determined by the Executive Board at the time of opening, covering the two-to-four year program, allowing for flexibility based on the needs and circumstances of the Local. Entrance into the Apprenticeship program will be on a “first-come, first-served” basis. Individuals requesting an application to the Apprenticeship program will complete the application for membership and pay a non-refundable application fee to be held for the next available opening. Furthermore, all B-list applicants must complete all assigned training and tasks, as set forth by the Local, in order to be eligible to test and move up to A-list classification. All B-List members are required to maintain their current membership classification with I.A.T.S.E. as either a card-carrying member or classified as an associate. In order to maintain membership, there is a per-quarter assessment which covers per capita fees that support I.A.T.S.E. Local 84’s training & certification program, and costs associated with representing non-union or associate members. While associate members do not attend monthly meetings, no B-List member has voting privileges or is considered a full union member. Individuals failing to maintain current classification standing will be removed from this classification and placed in the C- or D-List classification based on criteria and be required to maintain all requirements within that classification. Individuals who are part of the Apprenticeship training program will be classified as a B-List member until such time as they successfully complete the apprentice training program and pass the Journeyman’s Examination. All classified B-List members will have the right to opt out of being a Union member and to be classified as an associate. Those associates who have not been accepted by the membership can reapply for union membership upon completion of the Journeyman’s Examination and become an associate member of the A-List. All B-List members will be part of the I.A.T.S.E. Local 84 re-certification program, ensuring the highest standards of training are maintained by members. C-List Qualification An individual in this classification must have a minimum of twelve (12) months' experience in the Greater Hartford geographic area and have requested acceptance into this classification, applied during the appropriate enrollment periods for this classification, or been downgraded in classification based on failure to comply with a higher classification. Individuals within this classification will be required to pay a quarterly fee as set by the Local at the beginning of each quarter to subsidize the I.A.T.S.E. Local 84’s Education & Training Program. Individuals failing to maintain current classification standing will be removed from this classification and placed in the D-List classification after ninety (90) days of failure to comply and be required to maintain all requirements within that classification. Once a person is entered into the C-List, their date of classification is the date they entered into this classification, or the date of classification from a previous classification if they are downgraded. C-List enrollment periods will be twice a year and will be capped at 100 people. Those periods will be as follows:
Of each calendar year, with classification for those accepted to be the first of the following month of the enrollment period. If any person is downgraded from the C-List, they cannot restore their C-List classification until the next enrollment period, and must make whole all financial responsibilities. If they are dropped from the C-List, or downgraded for more than sixty (60) days, their classification will start at the next available enrollment period and they will not be able to hold their previous classification date. The I.A.T.S.E. Local 84 Education & Training Program is designed to train and educate stagehands employed in the jurisdiction of I.A.T.S.E. Local 84 and is funded by its members, associate members, and employer donations, as well as by contributions from C-List employees. All funds collected for the I.A.T.S.E. Local 84 Education & Training Fund are reserved for education, training and associated costs in the stagecraft field. This program is responsible for the certification and continued education of our members. All C-List members will be part of the IATSE Local 84 re-certification program, ensuring the highest standards of training are maintained by members. Employees on the C-List will be offered training in aspects of the stagehand trade at least once per year. Employees who have been on the C-List for at least five (5) years and who have availed themselves of training opportunities shall not be required to continue to pay the quarterly training fee, unless they have been offered an opportunity to participate in the Apprenticeship Program and have declined such an opportunity, in which case, they shall continue to be obligated to pay such quarterly training and certification fee. D-List Qualification An individual that has been downgraded in classification for failure to comply, or an individual with less than twenty-four (24) months working in the stagehand craft within the jurisdiction of I.A.T.S.E. Local 84 will be placed into this classification. These individuals do not maintain current certification within I.A.T.S.E. Local 84 and do not fall under ongoing education and training programs. Individuals within this classification will be instructed on safety and business practices and given a simple indoctrination into the different skilled concentrations within the Stagehand Business. They will be considered “casual hires” or “extras.” The date of classification for D-List members is the date on which an individual enters into this classification, or the date of classification from a previous classification, if downgraded. Referral Operation The Business Representative is responsible for enforcing the rules of conduct and referral guidelines set forth in these procedures. The Business Representative shall call referents at the phone numbers provided. Messages will be left when available and individuals will be placed on calls based on availability after the individual contacts the Business Representative to accept or deny the call. All referents must call the IATSE Local 84 office: (860) 233-8827 on Saturdays or Sundays to leave their availability for the week. If referents do not call and leave their availability for the week with the Business Representative, they forfeit their right to work based on the classification system. The referral list will be revised based on availability and, in such cases, when the referral list has been exhausted, the Business Representative will fill calls based on the needs of the Local without the constraints of the classification system as outlined in these documents. When an employer identifies the need for a particular skill (ex: sound operator, spotlight operator, forklift operator, rigger, wardrobe, etc.), the Business Representative will refer the next qualified person within that skilled category based on the classification guidelines and remaining available assets. Referents may not deny work in one job to take another, nor do they have the ability to choose the department. The Business Representative may pull an individual from one call and place them on a different call based on the needs of the Local. In case of an emergency, or in order to meet its contractual obligations, I.A.T.S.E. Local 84 shall have complete discretion to fill such calls with any available out-of-work referents, regardless of their position on the job referral lists. Referents that turn down a call will be marked as “unavailable for work” for that day, regardless of venue, and are eligible for referral the following day. At no time shall a referent replace themselves on calls; they must notify the Business Representative or their status for his action. All designated House personnel are required to work in the “House Position” whenever work is scheduled in that venue. By virtue of their status and position, they MUST fill that position, which renders them unavailable for all other calls. Under certain circumstances, the Business Representative may require the skills of a “House” member in another venue and replace them with another referent. Referents obtaining stagehand work within I.A.T.S.E. Local 84’s geographic jurisdiction without being referred by I.A.T.S.E. Local 84, or without notification to the Business Representative, can be removed immediately from the referral system. Referral Rules Referents who commit acts of dishonesty, consume alcoholic beverages, or use controlled substances on the job, or who report to work under the influence of alcohol or controlled substances, shall be subject to suspension/termination and fines from the job referral procedure by the Executive Board. Referents shall refrain from any acts or conduct which would be considered just cause for suspension or termination under general principles of labor arbitration. The Executive Board has the right to discipline, suspend, or drop any individual from the referral list for non-payment of referral fees, unsafe conduct, dishonesty, drunkenness, incompetence, having insufficient tools, and/or insubordination. Any person who engages in conduct or behavior damaging to I.A.T.S.E. Local 84’s contractual relations with employers, or conduct or behavior that disrupts or obstructs the referral system, or I.A.T.S.E. Local 84’s ability to carry out its duties and obligations shall be subject to suspension or termination from the job referral procedure by the Executive Board. Such offenses shall include, but are not limited to:
The Steward, Head, or Stage Manager on the call shall be primarily responsible for reporting any infractions of the above regulations; however, any person may do so. The Steward, Head, or Stage Manager may send a referent home for any of the above infractions and must report this action to the Executive Board. Failure by the Job Steward, Head, or Stage Manager to report infractions can result in disciplinary action. Hire of Heads & Assistants House positions or head/assistants of departments will be filled based on assessment of an individual’s qualifications. When a House position becomes available, the opening will be posted on the I.A.T.S.E. Local 84 website and applicants will be afforded a period of sixty (60) calendar days within which to submit a letter of intent to apply for the position and submit a resume. The Local will collect applications or resumes of members interested in being considered for such a position. Selection will be based on qualifications and background for each position, chosen by the Business Representative. If a position becomes vacant, and prior to being filled, the Business Representative will fill a specific call based on the needs of the Local on a temporary basis based on the skills required for the position. The Head/Assistant positions are considered to be “On the Call” as by the nature of the position they fill and do not fall under the normal classification system when these positions are required. The uniqueness of the House and Head positions places themselves above the call list or “On the Call” within their house. A house person CANNOT refuse work in their house simply to fill a more lucrative position in another venue. There may be times when the needs of the Local will preclude that and a person may, based on skills and a unique situation, be used to fill a position in another venue, temporarily vacating their house position for a specific call or time period. In such cases, the Business Representative will back-fill the vacant house position on a temporary basis on the skills required and the available members using the criteria set forth under the classification system. No employee shall hold more than one (1) house position provided that there are other applicants with the necessary qualifications to perform the duties of any open positions. The following are positions in the houses we maintain. The Bushnell Selected by the Bushnell Management and must be a member in good standing of IATSE Local 84 in one of the top three (3) classifications: A, B, or C Lists. Failure to maintain current status may result in being removed from the house position within The Bushnell. Heads or Assistants in either theater have the opportunity to fill a head or assistant position within their same class in the sister theater in the event a person is unavailable for a specific call. In such cases when a replacement is needed, the assistant will be offered first refusal to fill a head in the same theater, then offered to head and assistant in the sister theater in that order, then filled by the Business Representative based on the needs and available personnel. (Ex: Head of Sound in Mortensen is sick; Assistant Sound of Mortensen will fill the head, and assistant position is offered to Belding Head of Sound first. If refused, the Assistant Sound of Belding will be offered, and if refused, the Business Representative will fill from qualified individuals within the Local.) House positions are in both Belding and Mortensen Theaters in the following categories:
*In the event one of these three positions is moved to the Head Carpenters’ position. The order as stated is the order of precedence where Flyman is First Assistant and Curtainman Loader is considered the Second Assistant. Any vacant position on a call will be filled by the lower assistant before being opened to the sister house or members. XL Center Five (5) AT LARGE House positions are considered heads of departments and are “on the call” whenever an event is in the house. Due to the nature of these positions, each individual must have a good working knowledge of all aspects of the XL Center and, therefore, be considered “AT LARGE” house positions and interchangeable based on the needs of the show or call. Xfinity Theatre (formerly: The Meadows Music Center)
The Xfinity Theatre is based on contractual arrangements ensuring that individuals brought into IATSE Local 84 when the house was unionized be afforded “First On the Call” status. Hartford Symphony Stage Manager and Assistant Stage Manager These are two positions as selected by the Symphony in conjunction with the Business Representative and a possibility of a third person being added to a call based on need at the discretion and choice of the Union or symphony staff. The stature of the Bushnell house positions selected by the Bushnell Management places them at a premium over any other venue as a result of the higher pay scale, normal working schedule, and not being covered by the I.A.T.S.E. Local 84 selection guidelines. As a result, XL Center and Xfinity Theatre house positions maintain “On the Call” status even when there is no need for their respective house positions. The Bushnell Heads and Assistants are filled based on need within the house as defined in the contract. After the necessary House positions are filled, any and all additional positions fall under the normal classification system. House members not on the call will be utilized based on where they fall within the said classification system, but not given “On the Call” status as is given in the XL Center or The Xfinity Theatre contracts. Dress Guidelines Referents must report to work wearing clean and neat clothing and under good personal hygiene. No shorts shorter than mid-thigh, sleeveless shirts, or inappropriate footwear are allowed. At no time will anything be worn or used contain lewd, vulgar or offensive language or messages, including drug or alcohol references. No attire with political statements that endorse, support or demean specific political candidates or figures may be worn at work sites, including, but not limited to: hats, t-shirts, sweaters, and jackets. For safety reasons, referents are asked to remove jewelry and tie back long hair. All Dress Guidelines are the responsibility of the Steward, Head of House, or Stage Manager to enforce as they deem necessary for the working conditions. Unless specifically requested by show personnel, all referents are required to wear show blacks during any performance/event that they are working. Failure on the part of the referent to adhere to the dress guidelines may lead to fines, suspension, and refused work with no compensation as set forth in the Rules of Conduct. Tools All workers are required to arrive at work calls with sufficient tools to perform any assigned jobs. Failure to have the required tools at report time will subject the person to removal from the call with no compensation. The tools must be in working order. Sufficient tools are defined as the following:
The tools starred in the above section are the minimum required for every job accepted through this referral process. As a working professional in the Theatrical Arts field, being prepared for work with the necessary tools distinguishes us from the secondary labor pools. Additional tools may be helpful in carrying out our duties and responsibilities. These tools are:
And others that might suit the needs of the individual to increase productivity. Failure on the part of the referent to adhere to the tool guidelines may lead to fines, suspension, and refused work with no compensation as is set forth in the Rules of Conduct. The cost of these tools in many cases is less than one (1) hour of pay. Fines/Discipline Discipline regarding Tardiness, No-Shows, Intoxication, and Failure to Bring Tools/Blacks will result in fines and possible suspension or termination. The schedule below reflects the fines associated with said infractions. In all cases, disciplinary actions are associated with the individual acts.
These fines must be paid before the referent can be returned to the active work list. If a referent refuses to pay the fine, or does not pay the fine within the calendar month in which the fine occurred, the said referent can be removed from the active work list permanently. If a referent is fined $200.00 or more in any calendar year, they will be subject to a review by the Executive Board of IATSE Local 84. If the referent is a constant repeat offender, the Executive Board may fine that person an additional $200.00, or suspend them from the active work list for not less than one (1) month. If, at any time, a referent is considered intoxicated or shows signs of substance abuse on a job site or meeting, that referent will be subject to a $100.00 fine and up to a thirty (30) day suspension from the referral list. In the event that a referent is found guilty of violating any I.A.T.S.E. Local 84 policy or that of our clients or employers, the employer’s disciplinary action for said referent will be in addition to any disciplinary action deemed appropriate by the I.A.T.S.E. Local 84 Executive Board and in keeping within the Rules of Conduct. Any appeal regarding the disciplinary measures/fines outlined in the Rules of Conduct must be in writing within ten (10) days of the infraction to the I.A.T.S.E. Local 84 Executive Board. At no time will an appeal be allowed outside the specified timeframe. All Stewards, Stage Managers, and Heads are expected to notify the Executive Board of any and all offenses via email and will be responsible for notifying anyone in person they are writing up except for “No-Show,” as they will not be present, and “Late to Work,” as those people will know if they arrived on time for their call. If proper protocol is not handled by those designated in charge, they too will be subject to a $100.00 fine, assessed by the Executive Board. A list of names of those owing fines will be kept by the Treasurer and updated monthly. The Business Representative will receive an updated list from the Treasurer whenever anyone has paid in full, and those individuals will be referred for work per the work rules and hiring hall practices. Complaints Any referent may file a complaint concerning any alleged violation of the terms of the Referral Procedure or Rules of Conduct. Procedure
Appeal Process Any referent involved in the complaint process has the right to appeal any decision/fine/ discipline. In the event of an appeal, all disciplinary action/fines will be suspended until the appeal process has been exhausted. As part of the Appeal Process, the referent has the right to bring any evidence forward, to speak, or to have other individuals speak on their behalf, adding relevant facts in support of their appeal. Procedure
Institution of Work Rules For the purposes of instituting the revised work rules, all current members of I.A.T.S.E. Local 84 will be notified by mail at their current address on file, and informed of the posting of the revised work hiring hall rules, classification system, and Code of Conduct, which will be posted on the I.A.T.S.E. Local 84 website: iatse84.org, and made available on request. Additional postings will be available at all job sites. Members will be afforded forty-five (45) days to become current with outstanding dues to maintain their A-List classification or be rendered to the appropriate classification based on the current payment of dues outstanding. For example: if a member has 6 months outstanding in their per capita payments and refuses to pay those fees within the forty-five (45) day time period, they will be lowered to the D- List. Any person may write to the Executive Board requesting a hardship waiver explaining the extenuating circumstances surrounding the hardship. In no case shall a waiver be obtained that will last more than ninety (90) days. After conversion of all members and associate members into the revised classification system, the class they enter will be the classification of record. Reinstatement at that time would require them to meet criteria for the higher class, as if they never attained that level of classification previously. Theatrical Stage Employees Local 84 Substance Abuse Policy As a part of our commitment to safeguard the health of our membership and associate members, to provide a safe place for our people to work, and to promote a drug-free environment, I.A.T.S.E. Local 84 has established this policy on the use and abuse of alcohol and drugs by our members and associate members. Substance abuse, at work or otherwise, seriously endangers the safety of our people, as well as the general public. It also creates a variety of problems in the workplace: increased healthcare and benefits costs, increased theft, decreased morale and productivity, and an overall decline in the quality of work we provide. This program has been established to remove abusers of drugs and alcohol from our workforce. It is also our policy to prevent the use and presence of these substances in the workplace. The policy for I.A.T.S.E. Local 84 is that no referents will be allowed to work if they appear to be under the influence of alcohol or any illegal substance, including prescription medications, that may render a person impaired. Consumption of any alcoholic beverages or the taking of any illegal or narcotic substances that render a person in an impaired state during work hours, including breaks, is a violation of this policy and an individual will be sent home with potential loss of wages, fines and other disciplinary actions as necessary based on the circumstances. In the event an individual is refused work or to be sent home, the shop steward, Head of House, Members’ Representative or lead will be apprised of the situation and allowed to make a second assessment to ensure the referent's right to work is not violated. All actions taken by these individuals will be written and submitted to the Executive Board for appropriate action. It is the goal of I.A.T.S.E. Local 84 to have our workforce free of those who choose to use illegal drugs, misuse prescription drugs and abuse alcohol. This policy was designed to achieve this goal. This policy shall be effective as of the undersigned date. All members and associate members who remain on the I.A.T.S.E. Local 84 referral system after this date and by accepting referrals, will demonstrate that they agree to abide by the terms and conditions of this policy and any such amendments as required. I further understand it is my responsibility to remain current on any and all policies in force. Refer to IATSE84.org for hiring hall rules and policies. I.A.T.S.E. Local 84 Sexual Harassment and Discrimination Policy Table of Contents • 1. Policy Statement • 2. Definitions • 3. Recognizing Harassment • 4. Some Examples • 5. Grievance Procedures • 6. Non-retaliation • 7. Disciplinary Action • 8. For More Information 1. Policy Statement This defines the harassment policy of I.A.T.S.E. Local 84. The most productive and satisfying work environment is one in which work is accomplished in a spirit of mutual trust and respect. Harassment is a form of discrimination that is offensive, impairs morale, undermines the integrity of employment relationships and causes serious harm to the productivity, efficiency and stability of our organization. All employees have a right to work in an environment free from discrimination and harassing conduct, including sexual harassment. Harassment on the basis of an employee's race, color, creed, ancestry, national origin, age, disability, sex, arrest or conviction record, marital status, sexual orientation, membership in the military reserve or use or non-use of lawful products away from work is expressly prohibited under this policy. This policy will be issued to all current employees and during orientation of new employees. 2. Definitions In general, harassment means persistent and unwelcome conduct or actions on any of the reasons underlined above. Sexual harassment is one type of harassment and includes unwelcome sexual advances, unwelcome physical contact of a sexual nature or unwelcome verbal or physical conduct of a sexual nature. Unwelcome verbal or physical conduct of a sexual nature includes, but is not limited to • The repeated making of unsolicited, inappropriate gestures or comments; • The display of offensive sexually graphic materials not necessary for our work; Harassment on any basis (race, sex, age, disability, etc.) exists whenever • Submission to harassing conduct is made, either explicitly or implicitly, a term or condition of an individual's employment. • Submission to or rejection of such conduct is used as the basis for an employment decision affecting an individual. • The conduct interferes with an employee's work or creates an intimidating, hostile or offensive work environment. 3. Recognizing Harassment Harassment may be subtle, manipulative and is not always evident. It does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome and is personally offensive. All forms of gender harassment are covered. Men can be sexually harassed; men can harass men; Women can harass other women. Offenders can be managers, supervisors, co-workers, and non-employees such as clients or vendors. 4. Some examples: Verbal: Jokes, insults and innuendo based on race, sex, age, disability, etc., degrading sexual remarks, referring to someone as a stud, hunk or babe; whistling; cat calls; comments on a person’s body or sex life, or pressures for sexual favors. Non-Verbal: Gestures, staring, touching, hugging, patting, blocking a person's movement, standing too close, brushing against a person's body, or display of sexually suggestive or degrading pictures, racist or other derogatory cartoons or drawings. 5. Grievance Procedure Any employee who believes he or she is being harassed, or any employee who becomes aware of harassment, should promptly notify his or her supervisor. If the employee believes that the supervisor is the harasser, the supervisor's supervisor should be notified. If an employee is uncomfortable discussing harassment with his or her supervisor, the employee should contact the Members Representative or Business Agent for the Point of Contact at the venue you are working in. Information on your right to file a state or federal harassment complaint is also available from your Members' Representative or Business Representative. Upon notification of a harassment complaint, a confidential and impartial investigation will be promptly commenced and will include direct interviews with involved parties and, where necessary, with employees who may be witnesses or have knowledge of matters relating to the complaint. The parties involved in the complaint will be notified of the findings and their options. 6. Non-retaliation This policy also expressly prohibits retaliation of any kind against any employee bringing a complaint or assisting in the investigation of a complaint. Such employees may not be adversely affected in any manner related to their employment. 7. Disciplinary Action The company views harassment and retaliation to be among the most serious breaches of workplace behavior. Consequently, appropriate disciplinary or corrective action, ranging from a warning to termination, can be expected. Refer to IATSE84.org for hiring hall rules and policies.
Page Last Updated: Jan 26, 2023 (18:30:00)
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IATSE Local 84 Work Rules, Substance abuse and Sexual Harassment Policies |
Theatrical Stage Employees Local 84 Handbook.pdf
