Stewards Corner: Weingarten Rights

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

Stewards Corner: Sexual Harassment

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

Stage Lingo

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.

Rigging Primer

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)

Types of Shackles:

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.

Master/Pear rings:

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.

Steel/Pipe:

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.

Chain Motors:

 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.

Beam Clamps:

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: Zero Tolerance Policy

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

 

Education Committee Report RE: Freeman AV

Written by Katy Hallee

April 24, 2014

 

As we move forward in our goals of obtaining a contract with Freeman AV, I believe training is an essential step in that process. If we continuously present Freeman with more and more highly trained workers, they will ask for a contract with us to retain those workers!

 

On January 29, 2014 I came across a set of PDFs on Local 122’s website entitled Freeman AV Operational Standards. The data seemed relevant to the work we have been doing for Freeman AV here in Austin. I saved the files and began making inquiries through Brother Perez to confirm that these PDFs were something we should be sharing with our membership.

 

I did not hear back from Brother Perez, so when I found myself working for Freeman at the end of February I questioned the Freeman employees I was working with and happened to be introduced to Dave Vass who is the Safety Officer for Austin’s Freeman AV and in charge of training here! Dave confirmed that they previously had a training seminar series for their employees that has since been distilled into these 25 PDFs. They now carry out training with these documents and on-the-job training.

 

Dave is more than happy to have this information disseminated as widely as possible. He also informed me that one area they are in need of trained individuals is covered in standard #9 AUDIO RECORDING – MARANTZ PROFESSIONAL CDR-420. This device is used to record sessions when the client wants a record of what happened. They are more than willing to provide their equipment for us to use in training our members and individuals on the hiring hall list that work Freeman calls. They are also open to members shadowing other members on a call, off the clock, in order to learn a new skill such as camera operator. This is how training is handled in the San Antonio local and they are more than willing to follow the same method here. All we have to do is show and interest and ask. Arnold Garcia has taken advantage of this opportunity and went to Freeman’s shop for training on one of their video recorders. He got a week of show call out of it!

 

I have already shared these documents with 19 members. All I need is a gmail address for anyone wishing to have access to the folder. We could also send the document at the bottom of the folder that is a copy of all the links I have downloaded to our membership. I would like the stewards help in informing those people working Freeman calls of this opportunity and collecting their email addresses if they want the information.

 

I also recommend compiling a list of members that have the aptitude and level of responsibility required to learn the audio recording skill and solicit their interest in a training class. I believe a demonstrated ability as board operator in another area and the corresponding level of responsibility is required for this job as it is like wedding photography. You only get one chance to do the job properly and there is little supervision to make sure you do the job correctly.

 

We need to make this information widely known and reach all of our workers that are working these calls. A more educated workforce will further our cause for a contract much better than trying to push the issue with Freeman!

AV Standard 0001 – Tripod and Fast-Fold Screens
AV Standard 0002 – Fast-Fold Screen Dress Kits-1
AV Standard 0003 – Flipcharts and Whiteboards
AV Standard 0004 – Safelock Stands and AV Carts
AV Standard 0005 – Cable Care and Taping
AV Standard 0006 – Electrical Metering-Circuit Load Calculation
AV Standard 0007 – Cleaning Exhibit Equipment
AV Standard 0008 – Meeting Room Speaker Placement-Setup
AV Standard 0009 – Audio Recording-Marantz CDR-420
AV Standard 0010 – Analog Audio Recording
AV Standard 0011 – Video Display Image Optimization
AV Standard 0012 – Choosing Correct Video Conduits-Distance Limitations
AV Standard 0013 – Presentation Computer Setup
AV Standard 0014 – Security-Theft Prevention
AV Standard 0015 – Pipe and Drape
AV Standard 0016 – Microphone Placement
AV Standard 0017 – General Session Lectern Microphone Placement
AV Standard 0018 – Conventional Lighting Instruments
AV Standard 0019 – Lighting Trees
AV Standard 0020 – Blocking Exits
AV Standard 0021 – Marking Damaged Equipment – Repair Stickers-Damaged Tape
AV Standard 0022 – Flat-Panel Video Display Handling
AV Standard 0023 – Console and Cable Labeling
AV Standard 0024 – Truck Loading-Unloading
 
AV Standard 0026 – Wireless Microphone Setup

Behind the tutu: A Nutcracker Review

by Sister Joan Miller

When talking with deckhands during Nutcracker, I often say, “They keep me in the basement”, like some monster in the cellar. During the Broadway shows, they can see what I do.  I may be in the wings or in a quick change area, and the performer arrives in one costume and leaves in another.

Nutcracker is different. Except for a single occasional quick change and the guest artist, I rarely go further than the wardrobe room, and the dancers can find me there. This is a resident company and I have been dressing the principal women for a long time, through changes of dancers, directors, theatre venues, and Nutcracker productions.

The new costumes are gorgeous. Every costume has multiple fabrics and trims with lots of details, from the small roses on the Sugar Plum classical tutu to the ruffles, beading and trim on the party dresses for the women and girls, with lush brocade fabrics throughout. The costume design reminds me of the women’s chorus costumes for Wicked – nothing succeeds like excess.

The previous costumes for the women in the opening party scene of Nutcracker were Empire style high-waist dresses.  They were not tightly fitted and went on and off with hooks and eyes and snaps. Trinka and I could easily get them all dressed in the last five minutes, and there was a long curtain speech.  The new design by Judana Lynn is Victorian, with tightly fitted bodices and very full skirts with lots of petticoats built in. And, every one of them laces up the back. The snowflake costumes also lace up the back, as they did before.

Sidebar — About lacing:  Usually, lacing is just like shoes, the lace going from inside to out. But sometimes the bodice stretches out. So, to get a tighter fit, we might overlap the back and lace like an over under running stitch. And always tie at top and tuck in the ends really well.

So I start checking on/nagging the company dancers at half hour. No one wants to wear a heavy skirt for long, but they cooperate, and I can usually get one laced in before Bill calls fifteen. Trinka comes in to help, and we hook skirts and lace bodices as quickly as we can.  Fortunately, there’s still a curtain speech.

Once they leave, I set out the romantic tutus for the 3 or 4 quick changes from party scene into snow. Then I help Trinka lace the apprentice dancers in the adjoining room into their tutus for snow.

The Snow Queen finishes putting on her shoes and ties the ribbons really well, stitching or taping the knot at her ankle, and I hook her into her classical tutu. (Made of a stretchy fabric, this one hooks up the back.)

There’s a brief pause before I hear the dancers running up the hall like the Queen Victoria race in a Monty Python sketch.  Trinka and I begin unlacing them in the wig room even as Wendy and Casey take off their hairpieces, and I follow the dancer up the hallway, usually unlacing as we go.

In the dressing room, I unhook the skirt, then go and unlace and unhook someone else. We act quickly so that she has time to put on her snowflake headpiece, and pin it really well.  Change from heeled character shoes to pointe shoes, and tie the ribbons really well.  As well as put on her costume, so that Trinka or I can lace her up.

Once they leave, the Sugar Plum Fairy finishes putting on her pointe shoes (and tying them really well) and gets into her tutu. She goes to stage as the snowflakes return to the dressing room.

And the Snow Queen who was gracefully bowing in front of the curtain has less than 20 minutes to become the lead Flower in Waltz of the Flowers in Act Two.

(End part one. Begin part two.)

As any stagehand knows, intermission is a break for the audience, not the crew or the dancers.  A full costume change can take as long as a full set change.  The spirit of cooperation among the dancers is amazing. The alternate dancer is standing by, helping with the change of headpiece and shoes.

So, intermission is — unlace and unhook snow costumes, hang them up, pull dress shields from the party dresses, take laundry to the laundry room where Linda will put it in the washer, while the dancers do their hair, makeup, and shoes. I lace and hook each dancer into the costume for whichever divertissement she is doing that show, which changes every performance.  And, sometimes they change from one pair of tights to another.  Which means, pointe shoes come off, old tights off, good tights on, and pointe shoes back on. There is no curtain speech, no extra time except a short overture.

Sidebar — we have a diminishing supply of tights as the Danskin factory has closed. The new costumes for party scene make the tights turn fuzzy with yarn pills. So the dancer changing to a classical tutu, such as in the Spanish divertissement, will save her better tights for act two.

Once the dancers go to stage, it’s time for Mother Ginger, the guest artist of each performance.

Usually Wendy is just finishing her makeup, and I chat with the ballet staff while keeping an eye on the show monitor.  I dress the guest in the bodice, gloves, and headpiece for photos, and then take it off and carry it while the ballet staff leads the guest to stage left. The goal is to start putting the guest into the skirt framework at the first divertissement.

Sidebar — My mnemonic for the order of Nutcracker is Sacre bleu!  Spanish, Arabian, Chinese, Russian, French — then Mother Ginger.

I turn the guest over to Val and they disappear under the skirt, while I climb the 8-foot ladder in back. The guest pops out of the top of the skirt and I dress him/her from the ladder, telling her/him to turn around so I can zip the bodice and clip the headpiece, then let the guest know which way is front. I climb down, leaving the guest trapped in the skirt.

The guest is usually someone notable from the city — I’ve met the mayor, the city manager, the fire chief, army colonels, teachers, reporters — all of whom have agreed to be made up, dressed up, climb a ladder, put on a rolling platform and sent onstage.

The first time Mother Ginger went out (without guest) in the new production, the bonbons drop came in and hit the rolling skirt; I heard Glenn say over radio something about he shouldn’t fly it in that fast.  The first guest for the dress rehearsal was Sarah Butler, one of the richest and most generous patrons of the arts in Austin. She told us that the hair was in her face (Wendy fixed it) and the chinstrap was too tight (Alexey fixed it). The first guest for a public performance was Jennie Tuttle, librarian at Clayton Elementary School.  The disease ALS (Lou Gehrig’s disease) has taken her ability to speak, but she communicated beautifully with a look and a gesture. She gave a delightful performance, recognizing the amazing dancing of the bonbons before her.

Then the bonbons exit downstage left.  Val and Charlie roll Mother Ginger off upstage left, George sets up the ladder for me, and I climb up, unhook the headpiece and unzip the bodice, and hand them to Sam, as the guest disappears back under the skirt. When he/she reappears, we go out to the hall, where I put the costume back on the guest for a picture with the bonbons. Wendy takes the headpiece and leads the guest artist off to remove the makeup. I take the bodice and gloves and go back to the basement.

I clean makeup off the Mother Ginger bodice and the snow tutu, and start replacing dress shields while the show finishes. The dancers return after curtain call, and we unlace and unhook, hang up costumes and spray them with alcohol, collect laundry from the dancers, start the washers, and go have a drink.

Then do it again the next day.

My prep for the call is to check tights and repair as needed (see sidebar about Danskin) and my show call is to lace bodices like corsets. I also do hand sewn repairs as needed, all very 19th century skills. I am glad that laundry has advanced to the twentieth century. And, grateful for 21st century monitors so I can see what is happening on stage, where the dancing is, and where my union brothers and sisters are doing their part to make Nutcracker a wonderful holiday tradition for Austin.

Names dropped
Part one: Trinka Withers, Judana Lynn, Bill Sheffield, Wendy Sanders, Casey (?), Queen Victoria, Monty Python
Part two: Linda Steele, Wendy Sanders, Valerie Sadorra, Glenn Dunn, Sarah Butler, Alexey Korygin, Jennie Tuttle, Charlie Hames, George Wenning, Sam Chesney

 

#StagehandView: Chattanooga Volkswagon Workers Decide for Themselves

Another busy week for me, so I’m sharing a second article on what’s happening right now in Chattanooga. This time it’s an opinion piece from Reuters. I think it might be particularly relevant to Local 205, given that we are currently involved in our own NLRB representation election. So, happy reading. (By the way, all of the links are the original author’s and they connect to other interesting pieces on both sides of this issue.)

To me, the most interesting point Logan hits on is the hypocrisy of the anti-union billionaires who have inserted themselves into this fight. These same Radical Right activists who normally insist that corporations should never, under any circumstances, be told by the evil federal government how to run themselves seem to have changed their tunes. Apparently what they’ve actually been saying all this time is that corporations should only be free to make choices which are in line with the Radical Right’s medieval views on employer-employee relations.

One last thing from me: don’t forget about that other election tomorrow. It’s a couple of months late, but it looks like we’ll actually get to vote on new officers. Many thanks to Sister Joan Miller for serving as the elections judge this time around. As we saw during last year’s cluster f**k, screwing up a local election is a lot easier than getting it right. -BPW

 

Why the Far-Right Fears Change in Chattanooga
Posted By John Logan On February 11, 2014 (6:49 pm).

 

On Wednesday through Friday, 1500 autoworkers at Volkswagen’s plant in Chattanooga, Tennessee will vote on whether to join the United Auto Workers union in a landmark National Labor Relations Board election. Like other U.S. outposts of foreign auto companies, the facility, which opened in 2011, has never had a union.

 

A vote for unionization at Volkswagen would be a historic victory — not only for the UAW, but for the entire labor movement. It would provide unions with a key victory in the South, even in the face of a lavishly-funded external anti-union campaign, and may lead to transformative changes in labor-management relations, especially among European-owned firms.

 

If the Chattanooga workers vote to unionize, they will provide another example that when companies remain neutral in union elections, employees usually choose unions. Instead of pressuring the employees to vote against the UAW, Volkswagen management has let workers make the choice on their own. This is exactly what should happen in union elections, but rarely does. Volkswagen would probably have recognized the union on the basis of documented interest among workers, but Republican politicians and anti-union groups such as the National Right to Work Committee (NRTWC) demanded that the company hold an NLRB election. Ironically, the NRTWC has insisted that Volkswagen provide employees who oppose the UAW with an opportunity to make their case to the workforce, something that pro-union workers never enjoy during standard U.S. anti-union campaigns.

 

Unionized workers at the Chattanooga plant would almost certainly get the first works council in the United States — a type of organization that deals with issues of employee welfare and management, such as flexibility in work schedules. Works councils, which operate at the plant level, have long been a key aspect of employment relations in many European countries. Currently, every one of Volkswagen’s 61 major production facilities outside of China has both a union and a works council, except for the Tennessee plant. A successful works council at Volkswagen may lead to other corporations adopting this innovative (for the U.S.) form of worker representation.

 

A vote for unionization would provide the UAW with a key victory in the “foreign auto transplants” — the U.S. plants of European and Asian auto manufacturers, most of which are located in southern right-to-work states. The UAW has encountered robust opposition when it has attempted to organize in these facilities. Nissan is currently resisting efforts by autoworkers in Canton, Mississippi to form a union. The company is also fighting pro-union workers in Smyrna, Tennessee, where it defeated organizing campaigns in 1989 and 2001, after it allegedly threatened job losses, plant closings, relocation to Mexico, and a loss of wages and benefits if the union prevailed. The UAW has organized in several U.S.-Japanese joint auto ventures, but not in any wholly-owned foreign automakers.

 

This time around, domestic and international allies have supported the struggles of U.S. autoworkers. The fact that Volkswagen is allowing its workers a free and un-coerced choice on unionization is in part because of support from the two million-member IG Metall, Germany’s largest union. Nissan workers have received support from unions in Brazil, South Africa, Japan, England and Australia. Civil rights, faith and environmental organizations have also assisted their efforts. If Volkswagen goes union, Nissan, Mercedes and other foreign auto transplants may soon follow suit.

 

A victory at Volkswagen would signal that the anti-union South — where elected officials have frequently joined with the business community and right-wing organizations to stop workers from organizing — might not be so solid in future years. Unions have enjoyed some important recent victories, especially among predominantly Latino workforces, such as the Service Employees International Union’s janitors’ campaign in Houston, and the United Food and Commercial Workers Union’s historic victory at Smithfield Foods in North Carolina. Union membership in the South is well below the national average of 11.3 percent, but in 2012, Tennessee had the biggest percentage growth in union membership of any U.S. state, with Georgia and Alabama not far behind.

 

Most importantly, a UAW victory would show that even billionaire anti-union zealots can be beaten. Right-wing groups are furious that Volkswagen is not fighting the UAW, so they have chosen to do so on their own. National organizations funded by the billionaire Koch Brothers and other right-wing activists have taken to the airwaves to demonize the UAW. State politicians have attempted to blackmail autoworkers to vote no by stating that Volkswagen may lose state financial support if it becomes unionized. Unionization, one elected official explained, “was not part of the deal.”

 

In their effort to whip up anti-union fervor, UAW opponents have called it the “vilest of cancers,” “Ichneumon wasp larvae,” and “black shirted thugs.” If Volkswagen workers resist this blatant attempt at intimidation by anti-union organizations, they will make clear beyond a doubt that they want UAW representation. They will have rejected the insidious lies about “Big Labor” — and the depiction of unions as narrow and self-serving — that the Koch Brothers and others have been peddling for far too long. And they will have participated in a historic union victory.

 

PHOTO:

Labourers work on the assembly line of the Volkswagen Kombi at the Volkswagen plant in Sao Bernardo do Campo December 9, 2013. REUTERS/Paulo Whitaker 

 

Article taken from The Great Debate – http://blogs.reuters.com/great-debate
URL to article: http://blogs.reuters.com/great-debate/2014/02/11/why-the-far-right-fears-change-in-chattanooga/

#StagehandView: Labor Notes, It’s Not Just for Labor Geeks Like Me

First off, comments are enabled. So dig in.labornotes.org

That said, be aware that I am the moderator of your comments. And, while I encourage a lively debate, I won’t tolerate meanness. To quote myself in an earlier Stagehand View post, “don’t be a dick.” That’s my only rule and I am the only interpreter or enforcer of that rule.  I’m not saying you can’t tell me you think I’m wrong. Quite the opposite, I hope you give full voice to your dissent from or critique of my opinions. Anything I write on this blog is fair game. But this is not the forum for any personal vendettas; if you go after individuals (especially by name) there’s a good chance your comment will not see the light of day. Like I said, my blog, my rules. Start your own if you want something different.

Oh, I guess I lied. There is one more rule for commenting: you have to register as a user of this website and give an email address to take part in the discussion. Sure you can make up a fake name and use a burner email address … if you’re too big of a wuss to stand by what you say. But I hope you don’t because that’s just not as much fun.

Otherwise, I’ve gone back and enabled the comments for all of past Stagehand View blog posts. You’re welcome to comment on those, as well as this and all future posts.

I think that’s all the housekeeping I’ve got to do.

Moving on to this week’s blog. I’m not going to lie to you.  I’ve got nothing. I’ve been loading in and teching Austin Lyric Opera‘s Tosca this week, my bathroom remodeling project sits stalled at the halfway point because our original tile guy is a horse’s ass who bailed at the last minute, and a bunch of other crap you don’t care about has happened, as well. Put simply, I’m tired this morning.

Troublemaker's UnionSo here are some links to just a few of the great articles published by my one of my favorite news sources, Labor Notes.

My favorite article from last month’s issue debunks the myth of the so called skills gap in the U.S. Don’t believe the hype. The only gap that exists is between what employers are willing to pay for highly skilled workers and what those workers are willing to work for. Another good piece from that same issue talks about how Seattle has elected a socialist city council member who ran on a tax the rich/$15 minimum wage platform. Or, in case you still think organized labor should continue its unholy alliance with the Democratic Party, you should read the article about how the unions in Lorain County, Ohio successfully fielded about two dozen independent labor city council candidates. And my last recommendation is that you read Jenny Brown’s concise recap of 2013. All in all, last year had some glimmers of hope for the American labor movement. Mostly in places where union members decided to start acting like they’re part of a social movement again.

Not sure why every union local in the country (including Local 205) doesn’t subscribe to Labor Notes. They offer steeply discounted rates for union locals that want to get the print version in bulk. I think it might make a nice (and informative) attendance prize for our monthly meetings.

That’s it for this week. I’ll have slept more by next Monday, and I’ll try to do better.

2014 Officer Nominations!

It’s that time (again)! Nominations happened at the meeting on January 20th.
Here’s the line up:

E-board

For President:
Rachel Magee

For Vice-President:
Todd Drga
Bon Davis

For Business Agent:
Lupe Perez
Nikki Combs
Keith Harris
Charlie King

For Secretary Treasurer:
Rita Kelso
Erica Richie

For Recording Secretary:
Michelle Ferrier

For Seargant at Arms:
Mikela Cowan

Trustees

For General Fund Trustee:
Kevin Richie
Keith Harris

For Death Fund:
Keith Harris
Rita Kelso

For Delegate to the International Convention (in 4 years):
Jim Ford
Bon Davis
Rachel Magee
Katy Hallee
Keith Harris
Rick Tatum
Lupe Perez
Kevin Richie

 

Voting will be held at the next meeting on February 17th at 10am.
IBEW
4818 E Ben White Blvd
Austin, TX 78741

 

Note: There will be NO write ins on this election.