YWC report IATSE YWC Report 2014
Local 205 sent two representatives to the IATSE Young Conference this year. Sister Cowan and Brother Levin would like to share some of their experience with you.
Did you know?
-21% of IATSE membership is 35 and younger Continue reading Young Workers Conference 2014
”Today, we say that when you pick a fight with any of us, you pick a fight with all of us! And that when you push us, we will push back!”
-speech by Richard Trumka, secretary-treasurer, AFL-CIO, 10/26/1995
The American Labor Movement has progressed slowly and painfully through the last century. From this effort there have been many successful gains for the American worker. Perhaps the most significant would be the cornerstone of US labor law, the National Labor Relations Act (NLRA), sometimes called the Wagner Act. Here’s a short chronicle of events leading up to it being enacted by Congress. Before the passage of the NLRA in 1936, employers were free to spy on, interrogate, discipline, fire, and blacklist union members. During the Great Depression workers engaged in general strikes. On numerous fronts and workplaces they battled police and private security forces. They had next to no rights or privileges insured by law. After much effort by organized labor, benefits slowly evolved; 40 hours, vacation pay, medical benefits, weekends, etc. These are undeniable facts that come directly from efforts by unions & the American Labor Movement. But now union-busting groups and the politicians they own tend to interpret historical events in a light shaded toward management. They promote the idea that unions impeded the growth of American industries, increased costs, and hampered free-trade and capitalist principles, in general. Basically, that trade unionism was un-American. SO NOT TRUE! I feel that the best of today’s historians think Congress instigated the Wagner Act to steer unions away from potentially revolutionary confrontations. Because of the NLRA, by 1945 union contracts covered one third of the private sector workforce. A great wave of strikes hit the US in 1945-1946. Business interests petitioned Congress to amend the NLRA. This resulted in the Taft-Hartley Act of 1947 that weakened many union protections. And then the Landrum-Griffin Act of 1959 imposed additional restrictions. Our agenda for the future is clear: we need to continue to fight for and advance these workplace protections and, at the same time, create new strategies and tactics for the battles of the new century.
-ARE UNIONS DEAD?
Quite often these days you see reports saying UNIONS ARE DEAD. It is true, there has been a decline in unionized numbers. There is strong anti-union sentiment in all parts of this country backed by corporations. They feed off these reports. We must fight back against these anti-union arguments. The average person these days knows more of these “un-truths” than the real story of what benefits come from unions. Here are some facts and ideas for rebutting these common complaints against unions:
-GREEDY UNIONS?
Corporations blame unions for rising prices of consumer goods, plant shutdowns and the decline of entire industries. But they never mention bad management decisions, or competition from state-subsidized nations, or corporations moving abroad to pay less wages, or corporate greed. Consider this, in the 1970’s, the average chief executive officer of a major corporation was paid 41 times what his average worker was paid. By 2004, the average CEO in a large corporation was paid a whopping 431 times what his company’s average hourly wage worker was paid. Mind blowing statistics, and still growing. Undeniable CORPORATE GREED.
-ALL UNIONS CORRUPT?
Yes, it’s true a few union leaders have been convicted of illegal activities. The vast majority of union leaders are honest and hard working folks. They have to be, unions are one of the most democratic institutions in the country. Union failings are nothing compared to what goes on in American business. I looked up some old numbers by the US Chamber of Commerce, and the estimate for the total cost of white collar crime in 1997 was $338 billion dollars. Keep in mind that the Chamber of Commerce is hardly an organization that wants to make US corporations look bad. And the numbers are higher today in.
The annual costs of anti-trust & trade violations is more that $250 billion. Compare that with all the Union dues collected in a year, approx. $7-$10 billion a/year. Corruption in big corporations makes all other things insignificant. Think greedy scandals with giants like Enron, Worldcom, Tyco, Adelphia, Global Crossing, and the banking scandals, to name a few. A good juicy corrupt union scandal gets all the media coverage. As long as corporations own the mass media, that’s the way it will be.
-UNIONS: ARE A SPECIAL INTEREST GROUP?
Of all the anti-union arguments, this is the worst. That we just cater to our own special group of unionized labor. Look at what unions have done for all Americans. Union support helped pass laws to achieve SOCIAL SECURITY, PUBLIC EDUCATION, UNEMPLOYMENT COMPENSATION, CIVIL RIGHTS, VOTING RIGHTS, AND WORKER SAFETY. Even after passing of ACA, Unions still continue to fight for HEALTHCARE for everybody. Unionized workers earn not only one third more on average than non-union, but also have more job security, health benefits, pensions, and protection against UNJUSTIFIED DISCIPLINE.
This reveals a simple truth: unions are good for ALL American workers. To make this point clear, John F. Kennedy spoke on this topic in one of his speeches on the Labor Movements in this country. To quote President Kennedy, “Our Labor Unions are not narrow, self-seeking groups. They have raised wages, shortened hours, and provided supplemental benefits. Through Collective Bargaining and Grievance Procedures, they have brought justice and democracy to the shop floor”.
-A CALL TO ARMS?
When you hear news on these topics from the media, try to discern the facts from a labor perspective. The gains made in this last century are significant. Now, as in the past, large corporations have made efforts to roll back any progress made for the American worker. It will take a concerted effort of all unionized workers to push back. Our strength is in our organized numbers, but individual efforts are crucial. Stand up and be counted. Join in the effort to PUSH BACK.
Jim Ford
Stewards Committee
Stagehands are known for their multitude of talents, not the least of which is a talent for swearing. Some oaths have been uttered that would make a sailor blush. There is one oath in particular that is occasionally spoken by a select few that goes like this:
“…as a condition of my membership in Local No. 205 and in the International Alliance of Theatrical Stage Employes (sic), Moving Picture Technicians, Artists and Allied Crafts of the United States, Its Territories and Canada, (I) do solemnly pledge myself to accept and abide by the provisions of the Constitution and Bylaws of this Local and of the Alliance.”
Most of us have repeated these words and have heard them repeated at meetings when we gain a new brother or sister. The question is: what were we committing ourselves to?
We must turn our hymnals to ARTICLE TWO Section 1 of the Constitution and Bylaws of IATSE Local 205 to gain insight into the meaning of the words we were required to speak.
Here we find that we are swearing to dedicate ourselves “to the principles of trade unionism.” This means that we are committed to organizing workers who practice our craft. In the case of Local 205, the crafts covered by our charter are stagehands and projectionists. The important distinction here is that we are swearing to dedicate ourselves to trade unionism, not industrial unionism. Industrial unionism’s purpose is to cast a wide net and organize everyone in a particular industry regardless of their craft.
Next, we are swearing to abide by the intention to improve the wages and hours of work, to increase job security, and to better working conditions. Improving wages and working conditions is self explanatory, but what is this bit about “job security?”
In a word, job security means seniority. That so called dirty word that some would have you believe is illegal. As members of Local 205, we have sworn to promote the idea that we are secure in our jobs and will not lose them.
The last few principles we have sworn to abide by should be expounded upon in a later article, but bear mentioning. We have all sworn to advance our economic, social, and cultural interests, and establish peaceful and harmonious relations between members and employers. We swear to increase the stability of the industry, to assure full employment, and to promote and support democracy and free trade unionism.
There it is again. We are sworn to promote and support free trade unionism. This is a concept so important that it is stated at the beginning and repeated. We raised our right hand and committed ourselves to furthering the cause of the skilled workers in our craft. Our purpose is not just to take in individuals in the hope that they will become skilled. It is to seek out the skilled workers in our craft and invite them to stand up in front of us and swear like any good stagehand should.
– Keith Harris
Hello, world! Time for another edition of Stage Call.
Notes:
3% raise in wages for Ballet Austin contract is in effect!
PLASA Austin has been cancelled.
Glad to see that Stagecall is back up and running. It is an important way for our members to stay connected with each other, as well as disseminate information and ideals to the workers in our trade. A big “thank you” to the newly organized Newsletter Committee and it’s editor for jump-starting this periodical.
As the Stewards Committee has been actively involved in educating and bringing along a new crop of qualified job site stewards, I have received some interest from members about stepping up to represent their brother and sisters as an advocate in the workplace and becoming an IA Steward. Perhaps at this point it would be best to outline some of the basic requirements, qualities, and responibilitites of becoming an effective job site union steward. Laying these out in one issue here would be next to impossible. So, toward that end, I will elaborate on these topics through subsequent issues of Stagecall.
Stewards face a variety of problems: the mechanics of grievance handling, the wide variety of problems that members bring them, dealing effectively with management, and keeping in touch with union leadership. The following are a few thoughts to help the new steward get through their first introductions to the job and become an effective advocate for the union and the contract. Lets call it “Stewards Basic 101.”
1) Enthusiasm
One of the problems you’ll encounter is negative attitudes from some co-workers. This could be from former officers, members with more seniority, or just plain anti-union folks. They’ll tell you that your efforts are fruitless, things never change, you’re wasting your time. All organizations need new caring people to keep them strong and growing. You have every right to be enthusiastic about your local. Don’t let naysayers discourage you from your duties.
2) The Long View
A good Steward does not develop overnight. It’s a process that takes time. You’ll have to learn to be patient. Remember that your goal is to develop your skills over time, and in the process you’ll build respect from your fellow members and management. Like the old sage, take the Long View.
3) Learning Attitude
You’ll have a lot to learn: the contract, past practices, and the way your union and management operate. You aren’t expected to know all the answers, but you must be the kind of person that enjoys finding them. Ask questions, and then keep asking them. You’ll learn a lot about people, the nature of working attitudes, unions and labor relations. So these things should appeal to you.
4) Dealing with Management
Management will often test stewards to see how well you represent your co-workers. This comes in many forms: denying you reasonable time to carry out your duties, refusing to give you extension of time to research a first step towards a grievance. They may deny you access to records in a clear-cut case of injustices in a disciplinary complaint. All this is clearly a breach of the contractual agreement, as well as Federal Law. Learning to work with the particulars of each management situation, while enforcing the contract can be tricky. Your skill at this, with time, will improve.
5) Organizing Approach
As stated, you don’t need to know answers to all questions posed to you. Learn to organize your co-workers varied skills and then access them with your problems. The whole point of the trade union movement is power in numbers, working with others to achieve common goals.
I hope this article helps anyone contemplating becoming an advocate and steward for your fellow co-workers. As mentioned, I will be laying out more on this topic in future articles in an attempt to answer some of the questions about this union function. With hard work, a determined and positive pro-labor attitude, and a willingness to teach and mobilize your brothers and sisters, you will become a vital part of a prosperous and vibrant union. Not a small task, but certainly worthy of great respect for stepping up.
Yours in Solidarity,
Brother Jim Ford, IATSE 205
Winter 2012
One of the most valuable protections a worker has is the right to representation when called in by your employer or management. A steward’s presence as an union advocate can sometimes mean the difference between someone being railroaded out of a job or falsely accused, and not having justice prevail. Weingarten Rights are key when discussing representation. In 1975, the US Supreme Court said that during an investigatory interview, employees have the right to request union assistance and can refuse to answer questions until the request is honored.
Under Weingarten, in order for the worker to have the legal right to representation during a meeting with management, the following conditions must be met:
1) Is it an investigatory interview?
If the employee is expected to answer questions concerning wrongdoing that might lead to his dismissal or discipline he is eligible for union representation. Discussions pertaining to job performance do not automatically include the right to representation. The right entails only in situations where it could lead to discipline.
2) Does the employee believe that the discussion may lead to discipline?
Whether the belief is reasonable or not,it is a judgement call based on the circumstances. If the employer merely wants to convey info to a worker then representation is not necessary. However, the burden falls on the worker to decide motive.
Unlike the police MIRANDA RIGHTS, where your right to silence is given prior to speaking, employers have no legal obligation to advise a worker of their right to representation. It is up to the individual employees to know their rights. So, a good rule is to stay cool, quiet and respectful, if urged by employer to discuss the matter.
Call for your Rep and present the following Declaration:
‘WEINGARTEN DECLARATION’ (aka Weingarten Rights)
For workers’ own protection, workers should be instructed to read or hand this statement to management before the start of any meeting that could lead to discipline:
“IF THE DISCUSSION I AM BEING ASKED TO ENTER INTO COULD IN ANYWAY LEAD TO MY DISCIPLINE OR TERMINATION, OR AFFECT MY PERSONAL WORKING CONDITION, I ASK THAT A UNION STEWARD, REPRESENTATIVE, OR OFFICER BE PRESENT. UNLESS I HAVE THIS UNION REPRESENTATION I RESPECTFULLY CHOOSE NOT TO PARTICIPATE IN THIS DISCUSSION’.
In the future, we will again be distributing ‘WEINGARTEN RIGHTS’ cards for each union member to add to their tool kit. Know your rights and use them when needed.
Jim Ford
Stewards Committee
IATSE Local 205
As a steward faces many challenges daily, there is an important topic that they must learn to handle in a professional manner: it’s called sexual harassment in the workplace. And the responsibility falls not only on stewards but all of the members of the union, as well.
Incidents involving sexual harassment are particularly challenging. The incidents involve strong emotions, misuse of power, and the tension that historically surrounds men and women in our society. Our union has an obligation to insure that its members are sensitive to the issues of sexual harassment. Additionally, it must create an environment where victims are comfortable turning to someone in the union for assistance. This means we must build an educated membership on this topic. Also, we need stewards who know how to investigate for possible follow up grievances.
So first off, here’s a brief definition of Sexual Harassment:
“Any unwelcome sexual advance, request for sexual favors, or any verbal or physical conduct of a sexual nature.”1 Sexual Harassment, a form of gender discrimination, includes “lewd proposals, sexual jokes, and unwanted physical contact.”2 So in some cases this falls under legal heading of civil rights laws.
As good brothers and sisters we must be sensitive to the victim’s concerns. Victims, most of whom are women, can feel powerless, anxious, or even guilty. Standing by them sends a powerful message of unity. Stewards need to listen, record, and document all the details of any incident, and other members should immediately report these situations to their steward. As members we must show support to all victims and create a discrimination free environment.
If the supervisor is the offender, he may deny he made advances. He may blame the employee’s poor work performance or make other excuses. If it’s by a co-worker, he may claim their behavior was “in good fun,” or she “just can’t take it.”
Here you might remind them that if it was his daughter, wife, mother, or sister, he wouldn’t want her treated like that. Sometimes members are just ignorant about the issue of harassment. I say ignorant, not stupid. Ignorant means lack of knowledge.
The best strategy for dealing with this issue is a proactive one: we must educate ourselves on this subject before incidents occur. Legally the employer is responsible for the atmosphere we work in. However, it is our responsibility to educate ourselves and our brothers and sisters to stand up against this offending conduct.
Why? Because it’s the right thing to do.
Jim Ford, Chair, 205 Stewards’ Committee
1 Legal Rights of Union Stewards, 4th edition, Robert M. Schwartz
2 The Union Steward’s Complete Guide, 2nd edition, David Prosten
Bible – Stage Manager’s script with all cues noted.
Bobtail – Short semi, a box truck used to transport stage equipment.
Boneyard – Where empty cases are stored.
Bounce – A thin and light colored drop used to “bounce” light off of.
Bring It In – Lower the pipe.
Buddy (Uncle Buddy) – Friction tool used on the fly rail to help control the movement of out-of-weight battens.
Bull Lines – Ropes pulled from the floor to assist the flyrail in overhauling heavily loaded battens.
Bump – To make an instantaneous lighting change or to quickly flash a light. Also, the command to make a tiny adjustment to a chain motor, either in or out.
Cable Stretcher – Tool used when you need just 6” more to make a connection. Rare.
Carpenter Focus – When the flyman nails lights on a pipe with an adjacent batten. Best when lights were focused.
Carptrician – Person who performs work which spans grey area between carpentry and electrics.
Coffee – A 15 minute break about two hours into a call in which stagehands eat as many donuts as they can.
Courtesy tab- End of a piece of tape that’s folded over and stuck to itself for easy removal.
Cyclorama (Cyc) – A curtain positioned upstage and sometimes concave to include stage sides. Used with lighting effects to create the illusion of sky or infinite space.
Dead – No longer in use.
Deck – Stage floor.
Dock – Place where post show socializing takes place.
Drop – Goods hung from the air, scenic element.
Ghost Light – Light left onstage after all work is over to keep the ghost company. Also a safety feature for humans.
Gobo – lit. “Go between optics.” A perforated piece of metal that alters the shape of a light beam, generally used in ellipsoidal fixtures. Also made of glass.
Goods – Fabrics suspended in air by battens, scenic elements.
Hod – Large cable loom.
House – Seating area in a theatre.
IA (IATSE) – International Alliance of Theatrical Stage Employees and Studio Mechanics.
Jesus bolt – Pan bolt on a c-clamp, sometimes referred to as a f*** nut
Kabuki – Special effect drop that falls swiftly to reveal talent/other dramatically
Leko – Ellipsoidal fixture in general, originally Lekolite introduced in 1933
Lightwalk – To be onstage as light levels are set. This is done so the designer can see light on people
Loom – Assortment of cables taped together at intervals to keep a long run cleaner and more manageable.
LX – Electrics
Main rag – Downstage most drape, hides whole stage from view
Merde – Pre-show good luck saying in ballet
Mouse – To use a piece of tie line, sash cord, or rope to secure something in place
Olio – A single (often painted) drop. Also, a short piece in between acts in a burlesque or minstrel show.
Overhaul – To bring heavy goods all the way in to the deck. Often requires assistance from loading rail and bull lines.
Parterre – Upper part of the main seating level
Phoning it in – Usually in reference to the talent half-assing a performance
Pigeon Plate – metal floor plate
Rep. (Repertory) – A space or company which performs several different plays alternately throughout the season. Also refers to lighting, staging, etc. which is used with minimal manipulation.
Ring out – To adjust equalization so as to eliminate monitor feedback; also older term for trouble-shooting electrics
Roadie – Technician who travels in support of a show/artist.
Rub – Assistance from the loading rail in pulling the purchase line which moves a heavy pipe.
Sheave – A wheel with a groove on its edge for holding a belt, rope or cable. Sometimes used synonymously with “pulley”.
Sitz (Sitzprobe) – German for seated rehearsal, often first rehearsal with talent and orchestra, sans blocking.
Sky hook – Special rigging tool that allows one to safety off to the sky.
Spark – To turn on a follow spot.
Sport bitching – What you hear around the water cooler.
Sprinkles – Optimal donut topping, especially on pink icing.
Strike – What you get when you knock down all the pins.
Take It Out – Raise the pipe.
Toi Toi Toi – Pre-show good luck saying in opera.
Tootsie Roll – While folding goods, the tendency for goods to roll up instead of folding cleanly.
Vomitorium – Exit from the house.
Wedge – A stage audio monitor.
West Coast – To gather a drop as it is lowered in, and to tie it in a bunch either to a pipe or truss, or to itself for storage.
Whoa – A word used while riding a horse.
Wilson – In cribbage a high point hand at the end of a game that you will never count.
IATSE 205 ETCP RIGGING STUDY RESOURCES
BY JOE MARTIN
DISCLAIMER
THE RESOURCES AND TIPS GIVEN IN THIS GUIDE ARE NOT ENDORSED BY ETCP OR ANY ORGANIZATIONS RELATED. THIS IS MERELY A GUIDE TO FIND INFORMATION AND REINFORCE INFORMATION THAT IS RELATED TO STAGE RIGGING AND COVERS KNOWLEDGE THAT WILL BE USEFUL IN TAKING THE EXAM. UNDER NO CIRCUMSTANCES USE THIS KNOWLEDGE WITHOUT PROPER EXPERIENCE AND TRAINING. JOE MARTIN AND IATSE ARE NOT AFFILIATED WITH ANY OF THE MANUFACTURERS LISTED. ALL MANUFACTURER LINKS ARE FOR THEIR SUPERIOR INFORMATION AND REPRESENT INDUSTRY STANDARDS. THIS DOCUMENT WILL NOT BE PUBLISHED OR DISTRIBUTED OUTSIDE OF IATSE UNLESS PERMITTED.
FORWARD
Hello Brothers and Sisters of the 205! I have created this guide in hopes that all in our local who want to pass the ETCP Theater and Arena Rigging exams have the resources necessary to pass with flying colors. As someone who is a certified Theater Rigger, I have taken the exam and know what it takes to acquire the title. While individual study is necessary, the essential key to success is group study. Throughout the year, I will be holding study sessions for everyone who is interested in testing for the certification. These sessions will be mostly on the math aspects of the test, as most experienced riggers can already pass the general knowledge portions. Those with an interest in rigging but not the test should attend the Beginner Rigging Class, as everyone in the field deals with rigging on a daily basis. I encourage everyone to dig deep into the knowledge pool of rigging. The principles that we use in stage rigging apply to many other trades, and will serve you well in your career. Much of it comes straight from high steel ironwork and ship/crane rigging. In your studies, it is also important to brush up your knowledge of mathematical and general physics. Everything we do as riggers is directly related to the properties of gravity and geometry/trigonometry. A solid background in these subjects will be a big help. I wish everyone success in their journey, and I am always here to help! If you have any questions, please contact me here.
RIGGING PRACTICE, TERMINOLOGY, AND MATHEMATICS
Unfortunately, the information that needs to be given in this section can not be pulled from a website. That used to be the case, but some of the authors listed below figured out that this information is valuable, and should be compensated for their time and effort in compiling it. While I know the books are pricey, they are the definitive texts in the field. Any serious rigger with intensions of moving on up in the entertainment world needs this information. You will have it for life. The texts here should be studied more than anything above. The respective books on Arena and Theater are mostly what the ETCP test is written from, and have the most official information on the subject to date. The math book by Delbert Hall is a fantastic addition to your arsenal. While Arena Rigging and Stage Rigging Handbook: 3rd Edition explain the math, Delbert teaches it in a way that doesn’t blow most humans minds. The book is totally optional, but will help immensely. When the book was a website a few years ago, I used it to study and I would have been much worse off without it.
Stage Rigging Handbook: 3rd Edition -For Theater test takers
Harry Donovan’s Arena Rigging – For Arena test takers
Rigging Math Made Simple – All disciplines
Continue for links containing detailed manufacturer information on rigging materials.
COMMON RIGGING MATERIALS
Here are links to many of the major manufacturers that provide rigging hardware for the entertainment industry. The information you are looking for are the material data that specifies weight capacity, tolerances, and acceptable uses. Arena applicants should pay special attention to shackle, chain motor, and wire rope specifications, while Theater applicants need to pay special attention to hardware used in a counterweight system (i.e. batten clamps, tracks, hand line, 1⁄4” wire rope, trim chain, loft blocks, head blocks, and SCH40 1 1⁄2 pipe)
This page shows what types of shackles you might encounter out in the field. Anchor shackles are what we most commonly use, you will likely never see chain shackles out in the entertainment world outside of special circumstances. If you do see a chain shackle, remember they are only to be used with one rigging attachment. A bridle hung from a chain shackle will place a side load on the straight vertical members causing an unsafe situation. Remember that an anchor shackle can only be used in a bridle if the bridle angle is more than 30 degrees. Anything less will be considered a side load on the shackle. For example, when we do low-low bridles at the Erwin center, we use a pear ring to make the apex of the bridle to prevent side loading of the hardware.
Make sure you scroll all the way on this page. It covers a variety of hardware from different manufacturers you will see in the field. As described above, this is the hardware you need to use for any bridle over 30 degrees or when there are more than 2 rigging attachments in the shackles bell. While it is not recommended you do so, sometimes the only way to get a point where you need it is through the utilization of this hardware. As long as you are using a Master/Pear ring that is rated at least 5:1 the tension you are placing on the bridle, all is well.
Wire Rope/Eye Bolts/Chain/Hooks/Turnbuckles/Swages/Clips/Thimbles/Snatch blocks:
Here is one of the greatest resources I have ever found on the subject of wire rope. Contained is not only strength ratings of many different types, but explanations of the reasoning behind structural design with wire rope as well as most everything it attaches to. Not only does it give the raw info, it lays out theory behind safe usage. All disciplines of rigging should study this well.
This page lists many of the common ropes used in counterweight and hemp systems today. Multiline II is the most common, you can see it in use at the Long Center. Stage Set X is also a variety you see in the McCullough Theater at UT. Other ropes listed on this page are much less commonly seen, but it is nice to know of their existence and material properties in case you are ever faced with a project that requires rope with a special application. These ropes come from manufacturer New England Ropes, which has been the standard in quality for entertainment industry rope needs. Most theaters you go into with a counterweight system will likely have New England Ropes, which is handy to know when ordering replacement line. When it comes down to your personal hauling line, generally any polybraid or polyester rope between 1⁄2” and 5/8” diameter with over 2000lbs tensile strength will get the job done. Your rope needs to pull through a pulley easily, and provide a good gripping surface without being hard on your hands. Do not purchase rope from a big box hardware store however temping it may be. The rope sold there is mass produced in China and does not come with an official tensile breaking strength or material data sheet. Make sure the rope you are buying is rated and batch tested. You can find rope for the same price as Home Depot through Rose Brand that is solid core polybraid and carries an official rating. Even cheaper if you buy a spool, which I highly recommend. (Custom colors!)
Track Hardware/Counterweight Hardware and Operation/Pipe Attachments:
H&H Specialties has a veritable gold mine of information on these subjects in their catalogs. Diagrams, rules of use, in depth explanation of track weight capacities and hanger spacing are all here. The PDF on Counterweight Rigging isn’t very exiting visually, but is a fantastic guide for the beginner, and a great refresh for the experienced. Spend some time here.
Check out this website to look up information on common steel material you will rig on in theaters and arenas. As a rigger, it is useful to know more than the average bear about building structure and the materials that comprise your theater/arena specifically. Always consult the building engineer in regards to the actual strength of the beams. Every building is different. In no way should the tensile strength of any material be used as a means of rating a system.
Fantastic article about chain grading and the reasoning behind chain grading. It even gives you the formula for calculating tensile strength of chain. As long as you know the size and grade, you can calculate the strength rating of any chain. Also provides links to spec sheets for every grade of chain. Note that anything under Grade 80 is not suitable for overhead lifting. Example of deck chain used in Arena rigging.
Here you have the bread and butter of the entertainment rigging industry, the classic CM Lodestar motor series. Most road shows and rental houses will have a small army of these in varying lifting capacities. It is essential to know chain weights and motor weights to calculate your lifts. On the page, you can find the official maintenance manual for Lodestar series motors. Study this to get a really in-depth look at chain hoists, their parts, and troubleshooting. You will know much more than the average rigger. Most of the info you need to pay attention to for the tests purposes are the lifting capacities, electrical/control properties, and knowing that chain motors are rated 25% under their actual capacity to account for the small shock load produced by the initial inertia of lifting/lowering. Also note that Lodestars are rated in metric tons. Make sure to check out all the different models CM offers too. ProStars are popular for their light weight and silent operation, and are rated from 300-1000lbs, differing from the metric rated Lodestars. Make sure to note this difference when you look at the label on the butt of the motor housing.
You will use beam clamps whenever beam clearance is too low to use traditional 5’ wire rope slings and still achieve trim height. Note that beam clamps of large capacities will not allow you to attach to steel too small to take the load it is rated for. In other words, if your rig is going into a building with 2” angle trussing (typical in small ballrooms and venues), you won’t be able to rig your show with your 1 ton beam clamps. Better hope your points are rated for less than a half ton!
STEWARDS CORNER
In past articles I have tried to shy away from fluff pieces that just mimic old inefficient policies of dealing with important topics. Our members need perspective and honest appraisals on important issues that face our workers today. With that in mind, I have tried in the past to address the issue of lax and less than forceful representation by our leaders, sexual harassment in the workplace, and political activism.
This piece involves the complicated issue of suspension and termination from your job, due to drug test failures and drug use by our workers, either in the work place or on your personal time. This issue tends to be very divisive in its opinions by our members. There are strong feelings for and against the implementation of heavy-handed drug policy with vigorous enforcement clauses. I make no moral judgments on anyone’s opinion either way. I will simply attempt to lay out some legal aspects maybe not commonly known by our members; and yes, I will try to point out some improvements that can be brought to bear. My only motives are to educate and to keep our technicians on the job and working.
—Zero Tolerance Policy—
Bosses LOVE “zero tolerance policies.” One arbitrator called them “the last refuge of weak managers.” In my opinion, he should also to include weak union negotiators in his statement. Hard to believe, but several of our current contracts rely on a zero tolerance policy regarding what might be called egregious behavior in the workplace. This could refer to fighting, threatening violence, stealing, drug test failures, verbal abuse, sexual harassment, felony convictions, etc. For our discussion purposes, let’s narrow our view to drug test failures. This could mean just using pot, not just the harder drugs which are in no way acceptable to our professional standards. Hey, come on, some have called out liberal Austin as a marijuana local. Be that as it may, these discipline policy issues are on the rise.
A ZERO TOLERANCE POLICY provides that workers who commit a specific infraction (failed drug test) be immediately discharged with no consideration for mitigating circumstances such as an employee’s long standing seniority or past record. Worse yet, if an accident occurs they test all parties, even those collaterally damaged by the incident. These workers are clearly victims in the incident, only to be re-victimized by having to pass a urine test.
If the union questions the policy, the employer is likely to cite contractual language which gives it the right to issue rules and regulations. This is part of the “managements rights” section in most contracts. Management can set rules, policies, and regulations for employment. Arbitrators generally uphold these rules when they are used to maintain production quotas and insure a safe working environment (something they are legally bound to do).
However, even if the contract’s management rights clause waives the union’s right to negotiate on the contents of the rule, the employer must allow the union to bargain on how it will be applied. I believe this tactic has eluded our leadership. Our representatives simply look to a strict interpretation of contract language for what they can and can’t do. But, as labor attorney and writer Robert Schwartz shows, there is a tactic to combat, somewhat, even the strictest of contract language. I believe Local 205’s negotiators are not aware of this tactic and simply say “it’s not in the contract,” believing they can’t argue, discuss, or negotiate on the contents of the rule; or bargain on how it’s applied. To clarify, we have an option to challenge the conditions of the violation and we are not doing it. I believe our negotiators just look at strict contract wording, which is very limiting as the final word. And apparently Schwartz agrees with my interpretation.
These overly broad zero tolerance policies can lead to grossly unfair punishments. And some of our working brothers and sisters have suffered because of them.
Let me explain. When an employee whose conduct should result in a warning or short suspension is discharged because of a zero tolerance policy, the union should assert – through the Business Agent and Stewards’ Committee (Grievance Committee) – that the policy violates the Just Cause clause of the contract. Fair notice, disparate (uneven) treatment might be a good reasonable argument. This is one of several possible tactics to argue against a mandatory drug test. At the very least, it may mitigate the severity of the punishment. It would be to our benefit for our contracts to have language – that employers deem reasonable – more clearly defining the union’s contract interpretation.
Summary discharge is contrary to the basic principle of just cause for discipline. Outdated as it is, it’s the old master vs. servant attitude that employers constantly try to enforce. Not to mention, if discharge was instituted before test results or a good faith investigation of facts, we can argue the employee did not receive due process.
It is widely accepted that the just cause concept compels an employer to weigh the gravity of the offense, consider the mitigating and extenuating circumstances, and apply the least severe penalty that is likely to lead the employee to correct his or her mistakes. A disciplinary firing and drug test failure can have long term negative effects on an employee’s career.
Zero tolerance unilaterally extinguishes these just cause-bargained protections.
Union Silence on the Issue
The union will have a hard time contending that zero tolerance violates the contract if it has failed to object before the current discharges. The employer will undoubtedly argue that past practice shows agreement with the policy. Management will never want to appear to condone illegal recreational drug usage by its employees. As a tactic to overcome that contention, we, the union, should distinguish the current cases from the earlier cases, stating that current cases more clearly violate the just cause standard.
Other Arguments
Unions can use the wording of zero tolerance policies against the employer. A policy might state that a violation “may” lead to immediate discharge. This can be interpreted to mean that dismissal is only one of several possible alternatives. Similarly, if a policy states the offender is “subject” to discharge or punishment “up to and including discharge,” the union may have some wiggle room.
It is hard to believe that our International and local representatives signed on to this overly broad zero tolerance policy. Although we as stewards, reps, and advocates can raise defenses such as lack of evidence, lax of enforcement, disparate treatment, and due process, we will be fighting a battle with one hand tied behind our backs until we get some basic change at the contract level.
Until then, in my opinion, it’s nothing short of a crapshoot to spend time and money taking these kinds of situations to arbitration.
I found a case recently in researching arbitration cases of mandatory dismissal in drug cases:
COMPARE BIOLAB INC., 114 LA 279 (BRODSKY 2000) “If required by the contract, a discharge based on a positive drug test is likely to be upheld in arbitration even without evidence of impairment.” (*3)
GES Contract Wording
Our agreement with the Tradeshow employer GES has this kind of extreme zero-tolerance policy. I would hope the International and IA Reps would listen to our pleas to change this policy in future contracts or give us support, in both time and monies, to properly process these kinds of dismissals through the Grievance Procedure. It would surely go all the way to arbitration and that is an unfair burden on a small local like ours. Or, a much easier remedy would be to strike it from future contracts all together.
Jim Ford, chair
Stewards’ Committee
IATSE Local 205
Austin, Tx
j…@hotmail.com
JUST CLAUSE: A UNION GUIDE TO WINNING DISCIPLINE CASES by Robert Schwartz was the primary source for this article.
***A good contract with a good union is good business***
—John T. Dunlap, US Secretary of Labor
