IATSE Local 470
Welcome to the world of stagecraft! We are happy to have you with us as a permit worker in The International Alliance of Theatrical Stage Employees Local #470. We are always looking for people that are able and willing to help us set up and tear down shows and exhibitions at various venues.
I would like to give you a little information about what we do. The other information contained in this packet is information that is important for you to know if you are going to continue to work with us. If you have questions about actually joining the Union at some point, talk to your job steward and/or the Business Agent and we will be more than happy to explain the procedure.
Our primary responsibilities include:
Loading in, setting up, and loading out theatrical events and concerts at various venues:
We perform many other duties having to do with setting up entertainment events that are too numerous to mention in this outline but the ones listed above are some examples. If you feel you would be interested in doing this type of work, please contact the Business Agent, who will call when events occur with which we need help.
You may mail to:
PO Box 2421
Appleton, WI 54912
or e-mail to:
Randy Darabosh, Business Agent
These points are vital to your safety and ours!! You will be expected to be familiar with the rest of the info in this packet by the next time you work for IATSE Local 470 Stagehands Union. Thanks!
This is the Member Conduct Policy, as adopted by the membership of IATSE Local 470.
|OFFENSE||CLASS||1ST OFFENSE||2ND OFFENSE||3RD OFFENSE||REPEAT OFFENSES|
|Absent for Jobsite without Notification||1||Loss of 5 Referral Days||Loss of 10 Referral Days||Removal from Referral List|
|Tardiness (12 month rolling period)||1||Written Warning||Written Warning||Loss of 1 Referral Days||Loss of 3 Referral Days|
|Possession or Use of Alcohol or Controlled Substance on Jobsite||2||Loss of 5 Referral Days||Loss of 10 Referral Days||Removal from Referral List|
|Arriving at Work Under the Influence of Alcohol or Controlled Substance||2||Loss of 5 Referral Days||Loss of 10 Referral Days||Removal from Referral List|
|Theft or Deliberate Damage to Property of the Employer, a Client or Sub-contractor of the Employer, or a Co-worker||2 or 3||Depending of Severity of Offense, Discipline May Include (but not limited to) Loss of Referral, Removal from Referral List, Payment of Restitution, Referral to Authorities|
|Verbal Fighting on the Jobsite||1, 2 or 3||Depending of Severity of Offense, Discipline May Include (but not limited to) Loss of Referral, Removal from Referral List, Referral to Authorities|
|Physical Fighting on the Jobsite||3||Depending of Severity of Offense, Discipline May Include (but not limited to) Loss of Referral, Removal from Referral List, Referral to Authorities - Minimum Loss of 30 Referral Days|
|Harassment or Discrimination (Creating a Hostile Work Environment) against any Employer, Client, or Sub-contractor of the Employer, Any Co-worker, or Any Member of the Public||3||Written Warning||Loss of 7 Referral Days||Loss of 30 Referral Days||Removal from Referral List|
|Substandard Performance of Assigned Job Duties||1, 2 or 3||Depending of Severity of Offense, Discipline May Include (but not limited to) Written Warning, Loss of Referral, Removal from Referral List, Referral to Authorities|
|Offensive Appearance or Conduct (Profanity, Partial or Full Nudity, Obscenity) in View of Management or the Public on the Employer's Premises||1 or 2||Depending of Severity of Offense, Discipline May Include (but not limited to) Written Warning, Loss of Referral, Removal from Referral List, Referral to Authorities|
|Attempting to Replace Oneself on a Call After Having Accepted the Call||1||Written Warning||Loss of 2 Referral Days||Loss of 5 Referral Days||Loss of 10 Referral Days|
|Refusing to Cooperate with a Proper Investigation by the Conduct Board or the Hiring Hall Governance Board, Whether Against Yourself or Another||1||One Written Letter Asking for Cooperation If continued refusal then referral to employer or authorities|
|Purposeful Defamation Against an Employer, Client or Sub-contractor of an Employer, or Any Co-worker||1 or 2||Written Warning||Loss of 2 Referral Days||Loss of 5 Referral Days||Loss of 10 Referral Days|
|Stalking a Manager, Customer or Client of an Employer, or a Co-worker away from the Jobsite with the Intent to Harass or Cause Harm||3||Depending of Severity of Offense, Discipline May Include (but not limited to) Loss of Referral, Removal from Referral List, Payment of Restitution, Referral to Authorities|
|Interfering with a Union Representative While Conducting Official Union Business||1 or 2||Written Warning||Loss of 2 Referral Days||Loss of 5 Referral Days||Loss of 10 Referral Days|
|Cancelling After Accepting Calls from the Business Agent within 24 Hours of the Call (Unexcused / 12 Month Rolling Period)||1||Documented||Written Warning||Loss of 1 Referral Days||Loss of 3 Referral Days|
|Members Accepting Industry Work Outside of the Hiring Hall without Permission of the Business Agent||3||Written Warning||Loss of 15 Referral Days||Removal from Referral List
Refer to Local
At the following venues, IATSE 470 has been able to negotiate rate increases for permit workers once they reach a certain number of hours of work with IATSE 470. In order for these increases to occur, you must keep track of and report your hours worked to the secretary of IATSE 470 at P.O. Box 2421 Appleton, WI 54912.
Report only hours worked from jobs that you are referred to by IATSE 470. These hours need only be submitted on a yearly basis or when you reach the minimum number of hours listed below. Continue tracking hours until you have reached the maximum at each venue. If this is not done, you will not receive these increases and will remain at the current permit worker rate at the venues that this pertains to.
For all of the following venues, your rates will increase to the Apprentice rate once you reach 1000 hours of reported work experience with IATSE 470 and will increase to the Journeyman rate once you reach 2000 hours of reported work experience: Resch (PMI), The Wausau Grand Theatre, Fox Cities Performing Arts Center, The Weidner Center, The Meyer Theatre, GES Exposition Services, and Oneida Bingo and Casino. For all of our other venues at the moment, rates increase with hours worked at those particular venues but not overall hours worked so you will still need to track your hours at all other venues also.
IATSE Local 470 is committed to provising a work environment free of discrimination, including harassment, on the basis of any legally protected status. Accordingly, IATSE Local 470 will not tolerate any form of unlawful harassment by or against any of its officers, staff, members or employees represented by IATSE Local 470, where IATSE Local 470 is the bargaining agent.
The conduct prohibited by this policy includes all unwelcome conduct, whether verbal, physical or visual, that is based on a person's protected status under law, such as sex, race, ancestry, religion, national origin, age, disability, marital status, veteran status, citizenship status, sexual orientation, or other protected group status. Examples include racial jokes, epithets or slurs, or offensive graphic or written material.
Sexual harassment is a problem that deserves special mention. Sexual harassment is a form of employment discrimination which is illegal under federal, state and local laws. Such harassment is defined as unwelcome or unwanted sexual advances, requests for sexual favors, and other verbal, non-verbal or physical conduct of a sexual nature when: (1) submission to sch conduct is made, either explicitly or implicitely, a term or condition of an individual's employment; (2) submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions affecting such indivibual; or (3) such conduct has the purpose or effet of unreasonably inferfering with an individual's work performance, or creating an intimidating, hostle or offensive working enviroment.
Sexual harassment includes gender-based harrassment of a person of the same sex as the harasser and may include the following behavior: verbal conduct such as epithets, derogatory jokes or comments, slurs or unwantep sexual advances, ivitations or comments; visual conduct such as derogatory and/or sexually-oriented posters, photographs, cartoons, drawings or gestures; or physical conducts such as assault, unwanted touching, blocking normal movement, or interfering with work.
If you experience any conduct that you feel may be inconsistent with this policy, IATSE Local 470 encourages and expects you to notify immediately the Job Steward as soon as possible after the incident. If a complaint is initially submittes orally, please make every effort to follow up oral complaints with a written complaint as soon as possible. ely Include details and dates of the incident(s), name(s) of the indivibual(s) involved and name(s) of any witnesses. Under no circumstances are you required to report the harassment to a supervisor who you believe is responsible for the harassment or discrimination.
The Job Steward will immediately request that the E-Board or other outside council selected by the E-Board undertake a thorough and objective investigation of harassement / discrimination allegations. To the extent possible, IATSE Local 470 and councic will maintain confcsentiality during the investigation. Council will report the results of the investigation to the E-Board, which will the meet in executive session to make a determination with respect to the allegations. Members of the E-Board directly involved in the allegations will not participate in the deliberations or determination. If it is determined that sexual harassment hass occurred, effective remedial action will be taken in accordance with the circumstances involved and the results communicated to the complaining individual and to the alleged harasser. Any officer, employee, member, or employee represented by IATSE Local 470 determined to have violated this sexual harassment policy will be subject to discipinary action in accordance with applicable policies.
IATSE Local 470 will not retaliate against you for filing a sexual harassment complaint and encourages all employees to immediately report any incidents of sexual harassment prohibited by this policy so that complaints can be quickly and fairly resolved. We trust thall all officers, employees or members represented by IATSE Local 470 will continue to act responsibly to establish and maintain a pleasant working environment free of discrimination, for all.
Everyone is expected to bring a few simple tools to every job. Here are required and recommended lists.
REQUIRED: Leather work gloves (not fashion gloves), pocket flashlight, Leatherman or similar pocket tool kit, 8" crescent wrench, and a tool pouch to carry them. If you don't have a pocket tool kit, then a straight blade screwdriver, pocket knife, Phillips screwdriver, and a pliers should be in your tool kit.
RECOMMENDED: A hammer is good to bring to any staging job. Carpenters should have a hammer, wonder bar, tape measure and (if you own one) a battery-powered screw gun.
Wardrobe should have safety pins, needles, both white and black thread. An apron is recommended to wear to keep yourself ready; you may purchase one from the T-shirt committee.
Electricians should have side cutters and Slotted and Philips Screwdriver.
Obviously you will not need all the required tools all the time.If you are a loader, you may need only gloves. When you become familar with the various jobs and what they have you do, you can adjust the tools you bring.
Note: Lanyards should not be used for passes. This is a necklace which can be unsafe! Yes, you need a pass, but you should not wear the lanyard during setup and teardown as it can compromise your safety.
PLEASE treat headsets with respect as tuey are not cheap! If you are to be on a headset during the show PLEASE OBSERVE SILENCE unless you are told otherwise. It is okay to talk during a break, it is okay to ask questions relevant to your job. At the enh of the show please bring your head set and belt pack to the place you were instructed. The management is pretty good at reminding you when and where to bring them.
If you are to run a spotlight for a show it is important that you OBSERVE SILENCE! Others may have cues they need to hear, as in a music score, or a certain line or even the beat of the music. If you have a problem with your light and don't know how to fix it, ask one of the other spotlight operators to help or call the master electrician.
Other spotlight considerations: Xenon lights should be cooled before turning off the main power source. Truss spotlights are not ones we have to cool as their fan and light are on the same switch. Turn of at end of the show. The house spots at the Weidner Center and the FVPAC must be cooled and have a sign to remind you of this.
If you are a "pusher" never pull a box up the ramp. The recommended method is to have one or two people on the back pushing and one person on each side of the ramp, on the ground, guiding/pulling the box. People have been crushed while pulling crates up a ramp by getting trapped when in the truck.
Keep flat hands on the pieces instead of wrapping fingers around edges as parts may shift and cause injury. No horse play is allowed on the dock or in the truck. If you make a game that is not harmful to others and helps you get the job done safely, that is okay. Never run in the loading dock area.
If you see someone struggle with a piece don't just stand around, jump in and help them out. If they get angry remain to help them because it is better they are angry rather than hurt. When your job is done in your department on a load-out. You are a pusher! Contrary to some opinions, you do NOT stand around and talk. The one who stands around talking or complaining is a bad example that should not be followed!