I.A.T.S.E. LOCAL #11

Congratulations Comcast Stagehands:

2/3 Majority voted YES for Union Representation

Thanks to all who worked so hard in this effort!

126 Eligible Voters

87 Ballots Cast

58 in favor of Union Representation

28 Against

1 Challenged Ballot

Your election has been certified by the NLRB

Local #11 is currently working with your elected Comcast Communication Committee in preparation for the upcoming negotiations!

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Thanks to everyone who came out for our

StagehandsUnite

Meeting & BBQ

Special Thanks to the

Live Naition/DLC Management Team

International Vice President Dan DiTolla

and the Boys from the Band!

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Local #11’s goal is to unite ALL Comcast voters. We are committed to educate ALL stagehands regarding the benefits of Union Representation.

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Congratulations Orpheum/BOHV/Steelman Stagehands

IT IS OFFICIAL

&

Your election has been certified by the

National Labor Relations Board

2/3 Majority voted YES for Union Representation

Thanks to all who worked so hard in this effort!

For all Stagehands currently registered with Local #11’s Hiring Hall please be advised of a new weekly D list registration in 2010. Please send us your weekly availability via e mail to:

Callsteward@iase11.org

Or, you are welcome to visit our web site and on the left side you will see a D list registration tab – click – fill out the form and hit submit.

www.iatse11.org

If you are not registered with Local #11’s hiring hall and would like increased work opportunities please call either Business Manager John Walsh or Colleen Glynn to set up an appointment.
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Help us get to know you better by completing the
voluntary
survey.

2010 Comcast Workers Survey

(Click on link above)

Please print out the survey

Fill it out

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Fax, mail or e mail it to the union hall or drop it off in person

I.A.T.S.E. Local #11

152 Old Colony Ave

South Boston, MA 02127

Thanks

Fax (617)-269-6252

THANKS FOR YOUR PATENCE & ALL OF YOUR ORGAINIZING EFFORTS! BROTHER AND SISTERHOOD IS PRICELESS!!!!!

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Local #11 is PROUD to share OUR HIRING HALL PLAN WITH ALL COMCAST STAGEHANDS.

PLEASE CAREFULLY REVIEW THE DOCUMENT BELOW AND YOU WILL SEE EXACTLY HOW THE UNION PROTECTS ALL OF OUR HIRING HALL PATICIPANTS!

Committee’s Statement of Purpose

The purpose of the hiring hall plan that was adopted in 2003 was to establish (1) the criteria for the initial placement of individuals within the hierarchy of the hiring hall and (2) the criteria under which registered individuals wouldwill be moved within that hierarchy on an annual basis.

That plan rank ordered individuals based on their knowledge, experience and effort expended in service to our industry. The plan’s criteria were based on wages earned in the industry, availability to the hiring hall and knowledge of the craft. It was expected that the implementation of this system would provide a fair transition for those individuals who then were currently registered and worked through the hiring hall and would facilitate the organization of new venues by the Local Union and the assimilation of new workers into the hiring hall.

It was the Committee’s belief that the adoption of this plan would provide a definitive, objective and fair process under which all workers could rise through the ranks of the hiring hall. It is further the policy of this Hiring Hall to endeavor to establish and maintain diversity in the workplace and that no person shall be discriminated against by reason of race, color, creed, national origin, sex, age, sexual orientation or marital status.

It was the Committee’s further belief that the hiring hall plan as originally adopted in 2003 would be reviewed and potentially revised after an appropriate transition period.

Criteria for Placement in the Hiring Hall

1. The placement of individuals in their respective groups will be reviewed annually in May based upon the previous calendar years’ earnings.The annual review for Hiring Hall rank will take place between January and May by the Hiring Hall Committee. The placement of individuals in their respective groups, i.e.; the new yearly rank order, will take place upon completion of the committee’s report.

2. For the purpose of meeting monetary thresholds, for all periods after September 30,2003, only earnings from work within the geographical jurisdiction of Local 11 that is covered under a Local 11 collective bargaining agreement on which work assessment is paid to Local 11 shall be considered for ongoing rank placement within the hiring hall. The only exception would be wages earned while under a National, International, or Locally originated IATSE road contract on which Local 11 work assessment is paid. Individuals will be responsible for providing to the hiring hall satisfactory evidence of qualifying earnings.

A List
An individual must have at least 5 years participation in the Hiring Hall.
An individual must have has earned a minimum $112,350 in service to the craft within the geographical jurisdiction of Local 11 over the preceding 3- calendar year period or has earned a minimum of $321,000 over the preceding 10- calendar year period. **
An individual must have successfully completed and passed the category appropriate skills test to move into Group A. *

B List
An individual must have at least 4 years participation in the Hiring Hall.
An individual must have to be considered for Group B and has earned a minimum of $64,200 in service to the craft within the geographical jurisdiction of Local 11 over the preceding 3- calendar year period.
An individual must have successfully completed and passed the category appropriate skills test to move into Group B.

C List
An individual must have at least 3 years participation in the Hiring Hall.
An individual must have earned a minimum $32,100 in service to the craft within the geographical jurisdiction of Local 11 over the preceding 3- calendar year period.
An individual must have successfully completed and passed the category appropriate skills test to move into Group B. *
In addition, all individuals must be qualified to work all venues.

D List
All individuals registered with the Hiring Hall that do not qualify for either the A, B, or C Lists. The number of years of experience to the industry may be used to determine a rank and file order in the D List.

* [This requirement is suspended until the Union establishes a skills testing program.]
**[These adjusted Monetary Thresholds reflect an overall 7% increase in Local 11’s current collective bargaining agreements and will not be effective until the 2007 review.]

3. At the Hiring Hall Committee’s yearly review, individuals in Group B, and newly ranked individuals of Group A, will be ranked and grouped in subgroups of no more than five according to their earnings through the hiring hall during the preceding three (3) calendar years.

4. Monetary thresholds will be subject to review.

Solidifying Final Rank

After 1/1/2006, all individuals who have achieved placement on the A list will be given a final rank. Final Rank is defined as the rank an individual acquires relative to all persons previously ranked above them and those persons subsequently ranked below them in the Hiring Hall the highest possible rank an individual can achieve in the Hiring Hall, as long as all monetary thresholds are upheld. Final rank movement can only happen through attrition. Final Ranks do not have to be organized in classes; they can and should be individuals if the above criteria have been met.

5. Any individual who has fallen from the A list, may earn their way back into their Final Rank provided they have not had a break in service. A break in service is defined as any three (3) year period with no earnings.

6. In the event that an individual takes more than three years to earn their way back on the A List, they would be given a new rank.

Newly Organized Workers

7. Individuals who are organized by Local 11 at new venues and / or companies will be placed initially on the D List and, subsequently, move up according to their earnings with Local 11. These individuals will receive first choice for calls at the new company and / or venue and be obligated to fill such calls, on a first come first serve basis, for Four (4) years. In addition,
commencing with the date of organization, individuals will receive the right of first refusal for their position within the new collective bargaining agreement, for as long as a collective bargaining agreement is in place between Local 11 and the previously organized company and / or venue.

8. Any individual who is part of a newly organized group but whom otherwise would be eligible for inclusion in either Group A, Group B, or Group C under the general criteria for those groups, may choose to be exempted from being ranked pursuant to his/her status as a newly organized worker.

9. Any organized worker who wishes to relinquish his/her first choice entitlement and be correspondingly released from the first job obligation may do so upon giving two weeks notice in writing to the Hiring Hall provided the individual has fulfilled their initial obligation of four years. In the event that an individual chooses to relinquish his/her entitlement before the end of the initial four year obligatory period, the said individual will be charged with a first job for the remainder of the four year period. The hiring hall committee under extenuating circumstances may review this policy.

Other

10. Any individual who is unable to work do to health, injury, or family circumstances will retain his/her relative position in the Group in which he/she was classified at the time of the circumstance.

11. Individuals who fail to abide by the work rules of Local 11 the hiring hall may have their ranking lowered and/ or be removed from the Hiring Hall List.

12. Individuals with a break in service of more than three years shall be dropped from the ranking order. A break in service is any three (3) year period with no earnings.

13. The hiring hall reserves the right to implement skill/knowledge tests as part of the criteria for job placement and / or movement between Groups.from Group D to Group C, from Group C to Group B, and from Group B to Group A.

14. Any individual who is either called to active duty or drafted into the armed forces of the United States will received no loss in rank and best efforts will be made to place that individual upon their return among their original working group within the Hiring Hall.

15. For the purpose of meeting monetary thresholds, the Hiring Hall may assign market value to a job that is below market value for the purpose of securing Local 11's jurisdiction and/ or to further the needs of the organization.

16. Any further additions, deletions, or modifications to the Hiring Hall Document must pass a 2/3 majority vote at three (3) consecutive monthly meetings.

Appeals of ranking

An individual may appeal his/her initial group placement and any subsequent ranking change. The Executive Board of Local 11, or its designee, will review and render a decision within thirty days of the submission of a written appeal containing a statement of the basis of the appeal and any supporting documentation. The Executive Board may, but need not, schedule a hearing on the appeal. The decision of the Executive Board shall be final and binding. In considering appeals the Executive Board, in addition to the supporting documents, may consider an individual’s singular skills or expertise when same is deemed necessary for the successful operation of the hiring hall. and whether the individual helps the hiring hall meet its goal of bringing continued diversity to the workplace.

Job Referral Committee

The President of the Union will appoint a Job Referral Committee consisting of three participants of the Hiring Hall in good standing. One committee member shall be designated as the chairperson. Committee members may be replaced at the discretion of the President of the Union or upon a union vote.

The Referral Committee shall be responsible for auditing the records of the Union to insure that the Hiring Hall referral procedure is being properly followed.

The Job Referral Committee shall meet at least once a month and the Chairperson will file a confidential written report with the President of the Union based on each meeting of the Committee. Two members of the Committee shall constitute a quorum.

IF YOU HAVE ANY QUESTIONS OR CONCERNS, PLEASE CALL EITHER JOHN, JEFF OR COLLEEN 617-269-5595 617-269-5595 .