HIRING HALL AGREEMENT

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Imogene Bell
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1 International Alliance of Theatrical Stage Employees and Moving Picture Machine Operators OF THE UNITED STATES AND CANADA HIRING HALL AGREEMENT This agreement states the responsibilities of the worker to the Union and the Union s responsibility to the worker. A signed copy of this agreement must be on record, in order for an individual to be dispatched. Membership in IATSE local 675 is not a requirement to be eligible for work referral through the Hiring Hall of IATSE local 675. An eligible worker must pay 4% of Gross Wages as assessment for dispatched work, be at least 18 years old, have at the job site the tools required to do the job, abstain from controlled substances and alcohol in the work place, arrive at the job site on time for the job, follow the dress code, adhere to all safety protocols and must keep Local 675 current on their address and phone number. General Personnel Dispatch Lists- Maintaining a position on the Dispatch List in accordance to these rules does not guarantee labor referral for any worker. All persons who are available for referral to jobs within the geographic jurisdiction of IATSE Local 675, Eugene Oregon, shall be placed on the A, B, C or D work referral lists of Local 675 (for purposes of this document, the Union) for which they qualify. Referral to available jobs will be made in accordance with the provisions of these job referral procedures. Some categories require skills and knowledge testing. The list will be reviewed and updated at the end of each quarter of each year. Skill levels shall include the objective criteria described as follows; (1) A short initial Utility exam will be given by the Business Agent on or near the time of initial hire to assess a worker s general understanding of stage craft. (2) One can advance their skill level status by successful completion of either IATSE Local #675 practical exam or the achievement of IATSE Local 675 Apprentice status, or (3) The successful completion of either IATSE Local #675 written exam or the achievement of IATSE Local 675 Journeyman status.

2 Workers in good standing may attempt the written exam either in June or in January on the date of the regularly scheduled meeting of IATSE Local #675. One must request to do so, in writing, to the education committee chair at least two (2) calendar weeks prior to such meeting. Workers who are not members of IATSE Local #675 shall be subject to a nonrefundable exam administration fee prior to each exam attempt. Workers who have limited availability due to injury or because they receive Social Security Disability or Workers Compensation may appeal, in writing, to the Hiring Hall Governance Board for special attention concerning this area. Documentation shall be required for exemption from minimum hour requirements. Hiring Hall Certification Date (HHCD) shall be based on the date a worker in good standing successfully completes the examination procedures as described Dispatch Groups Group A: The qualifications for achieving and remaining in Group A shall be to have met all eligibility requirements as outlined under Eligibility, have passed the written portion of the general skills test and have accepted of at least two hundred fifty (250) hours of work in one (1) of the previous two (2) years. However, should a worker in Group A fail to meet the annual hour requirements or turn down three consecutive work calls in a given year when offered by the Business Agent, after having indicated to the Business Agent their availability for that time period or cancel more than three work calls in a given year after accepting them from the Business Agent, that worker will be placed at the top of Group B when the dispatch list is reviewed. Those workers in Group A who have met the qualifications for remaining in the group shall be moved up in numerical order based on HHCD fill the spots left empty. After 10 years of activity on this list the worker will not lose his/her placement on this list for failure to have met the minimum hours requirement. Group B: The qualifications for achieving and remaining in Group B shall be to have met all eligibility requirements as outlined under Eligibility and the acceptance of at least hours of work in one (1) of the previous two (2) years. However, should a worker in Group B fail to meet the annual hour requirements or turn down three consecutive work calls in a given year when offered by the Business Agent, after having indicated to the Business Agent their availability for that time period or cancel more than three work calls in a given year after accepting them from the Business Agent, that worker will be placed at the top of Group C when the dispatch list is reviewed. Those workers in Group B who have met the qualifications for remaining in the group shall be moved up in numerical order based on HHCD to fill vacancies. After 10 years of activity on this list the worker will not lose his/her placement on this list for failure to have met the minimum hours requirement.

3 Group C: The qualifications for achieving and remaining in Group C shall be the acceptance of up to 124 hours of work in one (1) of the previous two (2) years. However, should a worker in Group C fail to meet the annual hour requirements, that worker will be placed at the bottom of Group C when the dispatch list is reviewed. Those workers in Group C who have met the qualifications for remaining in the group shall be moved up in numerical order based on HHCD to fill the spots left empty. Any person who passes the utility examination or extensive technical theatre training is placed on this on this list. Group D: The Extras List: The fourth group shall consist of all Hiring Hall applicants who have submitted their Dispatch Information to IATSE Local # 675 for consideration. Anyone who sends a worker inquiry to the office of IATSE Local # 675 at P.O. Box shall be sent a packet of information including a Dispatch Information Sheet and the Worker Agreement. The Hiring Hall applicant will be considered for dispatch upon the return of the requested information. A reasonable effort shall be made to keep the Hiring Hall applicants in an order determined by the date their Dispatch Information Sheet is received. However, an applicant who is determined to be better qualified on the basis of their resume and Dispatch Information Sheet may be dispatched for employment ahead of other applicants. If an applicant has not accepted a call within the one (1) year of the receipt of their information they may reassert their interest in remaining in the group either in writing or by phone message to the Business Agent. RESIDENCY - Residency in the Union's geographical jurisdiction is not required. (Employees who perform less than 10 hours work as a theatrical- arena technician grip employee within the Union's jurisdiction, for one year or more, except as a result of disability, illness, military service, or education shall be dropped from the referral list, and shall lose all accrued seniority for job referral purposes. Such an individual may request and again be placed on the appropriate list in the future, but with his or her new seniority date.) Specialty Personnel Dispatch List- In the absence of collective bargaining agreement language, governing the requesting of Specialty Personnel for skill, gender or experience, the guidelines in this document shall apply. There is no limit to the number of Specialty Personnel within any labor request. Specialty Personnel are workers requested by skill, experience or gender (gender requests are specific to the wardrobe department), not by name. The employer will provide Specialty Personnel skill level requirements needed for a particular labor request. The Business Agent shall make every effort to fulfill these requirements when filling a labor request. Specialty Personnel skill levels shall be calculated by the E- Board as objectively as possible using, but not limited to the following criteria: documented, demonstrated or other objectively recognized skills, documented hours worked within particular Specialty Skills areas and workers Hiring Hall Certification Date.

4 Specialty Personnel skills shall be within the following departments: Carpentry: Shop carpenters, fly rail operators, theatrical and non-theatrical riggers, forklift and aerial lift operators and truck loaders. Electrics: Qualified hookup electrician, system operators and technicians, spot operators. AV: Projectionists, video system operators and technicians. Sound: System operators and technicians. Wardrobe: Dressers, sewers, beaders, laundry personnel. Hair: Hair and make-up personnel. Props: Properties personnel. Personnel Requested by Name In the absence of collective bargaining agreement language, governing the requesting of personnel by name, the guidelines in this document shall apply. There may be times a user will request personnel by name. A request by name must be made at least 48 hours in advance and the Business Agent shall make every effort to fulfill these requirements when filling a labor request. General Personnel All other requests for personnel shall be considered requests for General Personnel. The Business Agent shall follow the General Personnel Dispatch List order when making dispatch calls for General Personnel labor requests. General Dispatch Calling Rules It is the responsibility of the Business Agent of IATSE Local #675 to fill employer labor requests to the best of their ability in accordance with the rules of the Hiring Hall. The Business Agent shall contact each eligible worker in Dispatch List order using the procedure set forth here. The Business Agent will make dispatch calls, by telephone, between the hours of 9:00 am and 8:00 pm except in case of an emergency or by prior arrangement with a worker. The Business Agent is not obligated to call workers who have already begun working on a labor request when their current hours conflict with the new labor request. For each labor request the Business Agent will be required to make only one dispatch call to each worker.

5 Calling The Business Agent shall attempt to make direct contact with the worker by calling the worker s primary telephone number. If no direct contact is made, an electronic message (voic or answering machine) will be left and the worker will have a response grace period to accept or decline by phone, or , to the Business Agent s office. The response grace period shall be 3 hours from the time of the call. If no message can be left, because the worker has no voic or answering machine, this shall be accepted as the dispatch call attempt. Workers responding within the response grace period will be placed on the labor request in Dispatch List order. Workers responding after the response grace period may be placed on the labor request, if a position remains, in the order of their response, regardless of Dispatch List order. Outside in Industry Work- If a worker takes outside in the industry work it must be reported to the union Business Agent. If after working on a hiring hall dispatched job, a worker independently negotiates further employment from that employer, a fair share assessment of 4 % of earned wages from said employer must be paid to the hiring hall for all wages earned from that employer within 6 months of completion of the original hiring hall dispatched job for that employer. If after six months from initially meeting an outside employer by working through a Hiring Hall dispatched job, ongoing work on a payroll for an hourly wage is still being taken from said employer with a continuing agreement with the hiring hall, creating a situation where there is conflict of interest for said employee, or causing bypass of hiring hall dispatch protocols for said employee, (i.e. through potential favoritism given to dual employees by outside in industry employers), said employee doing so shall be considered fully the employee of the outside industry employer for said employment ( i.e. work simultaneously dispatched to hiring hall crews) and be dispatched by and paid in accordance to that employer s rules and wage scales. Workers known to be accepting outside in jurisdiction in industry work for less than industry standard wages: While the Hiring Hall accepts the varied circumstances faced by the members of our temporary workforce, to accept less than industry standard wages for the work we do is considered contrary to the basic fundamentals of our organization as stated in Article 2 Section 1a of our Constitution declaring our objective to improve wages. The E-Board reserves the right to determine on a case by case basis if workers who independently agree to work for in industry employers apart from the hiring hall but with whom the hiring hall has an existing agreement, for a less than industry standard wage, are impeding ongoing hiring hall negotiations with said employers and may be considered grounds for said worker s limitation or termination of dispatch through the hiring hall.

6 Expectations All workers dispatched by the Hiring Hall are representatives of IATSE Local #675 in their place of employment and are expected to abide by and uphold the IATSE Local #675 Hiring Hall Conduct Policy. Failure to do so shall result in disciplinary action. Disciplinary Action Disciplinary action shall be taken by the E-Board on the basis of written information provided by the Business Agent, an Employer and/or Coworker. Disciplinary action will be suspension from dispatch. Suspension from dispatch could be temporary, job specific (i.e. only from a single complaining employer), or permanent. Any disciplinary action taken by the E-Board will be done in closed session and be accompanied by a letter of explanation to the worker. There shall also be opportunity granted for appeal to the E- Board and/or the membership of IATSE Local #675. The Business Agent shall answer for the actions in the management of the Hiring Hall to the E-Board and the general membership of IATSE Local #675. It shall be the responsibility of the Business Agent, after being advised of such ineligibility by the E-Board, to immediately suspend any worker from dispatch who does not meet all eligibility requirements. Local 675 pledges to carefully review all worker s inquiries or grievances arising from Union action or work related matters. This may require the appearance of the worker before such Union tribunals as necessary. The worker pledges to adhere to Job Referral Procedures of Local 675 and not to seek legal action against said Union without first bringing grievances or complaints before the Local. IATSE 675 Hiring Hall Rules of Conduct Dress Code Labor Call Load in, Load out, Construction Worker shall arrive for work bathed, well groomed (clean shaven or facial hair trimmed), long hair to be restrained for safety. Dress should consist of long trousers with no holes, clean shirt or t- shirt with no holes and no obscene, inflammatory messages and/or graphics, long- sleeved shirt or sweatshirt allowed when necessary that is clean with no holes. A hat, cap, headband or scarf is allowed. Boots or shoes which enclose the feet with a non slip sole are required. All workers must have appropriate work gloves. Show call Performance related or in public

7 Workers are required to wear dress blacks, i.e. clean, black trousers, a clean black t-shirt or polo style shirt, small logo only or long sleeves when requested. Black boots or shoes which enclose the feet, with non-slip soles are required, as are black socks. Exemptions/Modifications A) Dress attire for special circumstances: Sport coat, nice shirt with tie, nice shoes. Women may wear a dress of moderate length, shoes with low heels allowed only for console operators, front of house, spot operators, and projectionist. (No grip or high work in dresses.) Tuxedos for employees if requested and provided. Circumstances for special attire include the symphony, opera, ballet, and fund raisers. B) Clean up/paint attire: Older or stained clothing may be worn if the call requires. Call sheets should reflect the need for such clothing. C) Hot weather/outdoor: Shorts of moderate length and tank tops with a reasonable neckline may be worn with permission on specific calls. Clothing must have finished edges- no cutoffs. No Show Policy Any worker who misses a call shall be considered a NO SHOW and will be subject to suspension of dispatch. Not showing up for a call is subject to review by the Executive Board at its next scheduled meeting after the offense. The Executive Board review will determine if worker s unexcused absence was due to a legitimate reason. Lateness Policy Workers must be on site and/or at designated station i.e. loading dock, wardrobe area, or stage and ready to work with proper tools at the designated call time. It is the responsibility of each worker to check in with Steward or Lead Carpenter for the call and failing to do so will mean the worker will be considered late. All lateness is to be reported to Business Agent by the Steward or Carpenter. Once a worker is considered late, the Steward or Carpenter is required to take steps to fill worker s position. The Steward/Carpenter will take reasonable action in dealing with tardiness but constraints of certain jobs may compel the action of considering the tardiness a No Show and call for a replacement. If a tardy worker reports to work after a replacement has been obtained, the tardy worker will lose his or her position to the replacement worker. Voluntary Replacement on a Call Illness: Any worker needing to be replaced due to illness must give a minimum of one hour notice to Business Agent. If Business Agent cannot be reached, the Steward, Carpenter or appropriate lead needs to be notified.

8 Unforeseen Circumstances: Accidents, family emergencies, injuries, and/or acts of nature which prevent worker from call obligations all need to be reported to Business Agent to aid in replacement and excusing the absence. Replacement Request: Replacement request not covered by the above categories must reach the Business Agent 24 hours prior to the call and be approved by the Business Agent. Substance Abuse Policy The use of, or being under the influence of, alcohol or drugs shall not be permitted at the work site and/or on duty. If there is reasonable suspicion that a worker has reported to work showing signs of drug or alcohol use, the steward/carpenter has the authority to suspend worker from duties and call for replacement. If use or evidence of use is witnessed by another worker, a report must be made to the steward/carpenter or to department lead who will report to steward/carpenter. If a steward/carpenter relieves a worker from duty due to use or evidence of use of drugs or alcohol, the steward/carpenter will submit a written report to Business Agent to be kept on file. If a worker believes removal from work is unjust, the worker has the right to appeal to the Executive Board. If the drug or alcohol abuse incident occurs during a call for the City of Eugene, procedures will follow according to the IATSE Local 675 contract with the City of Eugene. Serviceability- Should any changes, modification or amendments to this document be required, modifications will follow the amendments procedure described below. Any member of IATSE Local 675 who wishes to propose any adjustments, amendments, or modifications to this document may do so by contacting the Hiring Hall Governance Board. Upon receipt of such proposals for adjustments, amendments, or modifications, the Hiring Hall Governance Board shall review these requests. If, in the view of the Hiring Hall Governance Board, the adjustments, amendments, or modifications are constructive, the Hiring Hall Governance Board shall submit the above to the membership of IATSE Local 675 at any regularly scheduled General Meeting for approval, as outlined below. Adjustments, amendments, or modifications may also be brought before the membership of IATSE Local 675 (by member motion or proxy) on a quarterly basis. Upon prescribed submission to the membership as outlined above, notice of proposed changes shall be sent to the general membership of IATSE Local 675. A secret ballot on the adjustments, amendments, or modifications shall be taken at the next General Meeting. Upon approval, ALL documentation shall BE UPDATED. Savings Clause: In the event that any term, paragraph, or provision of this document should be found to be unenforceable, illegal (under Federal, State, Local, or Union laws and Contracts), the Hiring Hall

9 Governance Board shall submit any changes to the general membership, as outlined above. Should any term, paragraph, or provision of this document be found to be illegal or unenforceable, ONLY that part shall become void. All other provisions of this document shall apply. In the event there is a lack of available work: For any year that the work available to the workers on the Dispatch List is not enough to allow them to maintain their positions on the lists, the E-Board may revise the required minimum number of hours to reflect the work available. Any revisions by the E-Board of these minimums must be approved by the membership. Workers, who are injured or receive Workers Compensation from work accepted through this hiring hall, limiting their ability to accept calls, may be exempted from the minimum number of hours required to remain in their group at the discretion of the E- Board. The Board shall publish and submit the Dispatch Lists to the Business Agent and general membership of IATSE Local 675 at the first regularly scheduled general membership meeting of each calendar year. I have read and fully understand this Hiring Hall agreement for IATSE 675 PRINT SIGNED DATED I.A.T.S.E. local 675 PO Box Eugene, Oregon iatse675@gmail.com Office /FAX Cellular

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