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WORKPLACE COMPLAINTS INVOLVING HARASSMENT
Updated On: Nov 17, 2017

INTERNATIONAL ALLIANCE OF THEATRICAL STAGE EMPLOYEES, MOVING PICTURE TECHNICIANS, ARTISTS AND ALLIED CRAFTS OF THE UNITED STATES, ITS TERRITORIES AND CANADA

Affiliated with the AFL-CIO, CLC

M E M O R A N D U M

To:                 IATSE Local Unions

From:            

International President Matthew D. Loeb  

                                      

 November 16, 2017

Re:      Investigating Workplace Complaints Involving Harassment

As you know, news reports have recently detailed a growing list of sexual harassment allegations involving media companies, celebrities and others. In response, the International Alliance has reissued its anti­ harassment policy and on October 20, 2017 published a statement strongly condemning sexual harassment in the entertainment industry.  Prior to this, the Delegates to the 68th Quadrennial Convention unanimously passed a resolution rebuking harassment and bullying in the workplace.

Members of the IATSE have not been at the center of these recent shocking stories of alleged misconduct. However, these allegations have resonated throughout the entertainment industry and touched upon countless rank-and-file workers throughout North America.  Consequently, this memorandum reminds all IATSE local unions that employers are responsible for providing safe, respectful work environments free from any discrimination, including sexual harassment.  In turn, we urge affiliated local unions to remind employers of this responsibility.

.

We also urge IATSE locals to adhere to the following best practices when responding to reports of harassment in their respective workplaces. Each union must strive to fairly represent those working under its collective bargaining agreements (CBAs). In the United States, unions have a duty to fairly represent all individuals working under its contracts. This has been legally required for decades.  In the United States, the duty of fair representation (DFR) requires, during the negotiation, administration and enforcement of CBAs, unions may not approach their representation of bargaining unit members in an arbitrary, discriminatory or bad faith manner.


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