Hiring Hall Dispatch Rules

Theatrical Wardrobe Union Local No. 887 Hiring Hall Dispatch Rules,
Revised 2004, amended 2006, 2007 and 2010.


I. Preamble:

These are the Dispatch Rules of the Theatrical Wardrobe Union Local No. 887 Hiring Hall as revised January 2004, effective April 1, 2004, and amended 2006, 2007, and 2010. It is the mission of the Hiring Hall to use these rules to dispatch available work to its registered employees in a fair and equitable manner. The Hiring Hall Rules will not discriminate by race, color, national origin, creed, religion, age, gender, sexual orientation, disability, union affiliation or as otherwise prohibited by applicable state or federal legislation.

The Business Representative of Theatrical Wardrobe Union Local No. 887 shall be the officer in charge of the Hiring Hall. The Business Representative shall answer for his or her actions in the management of the Hiring Hall to the Executive Board and membership of the Local. The Executive Board of TWU Local No. 887 shall be the sole disciplinarian of these rules.

The Dispatch Governance Board shall govern and administer these rules. The Dispatch Governance Board will review and revise the Hiring Hall Dispatch List and submit it for approval by the body during the First Quarter of each year. They will review these rules and offer any proposed revisions during the Third Quarter of each year. The Dispatch Governance Board shall be made up of four (4) members. They shall be the Business Representative of Theatrical Wardrobe Union Local No. 887, the Hiring Hall’s Call Steward, a past Call Steward and one member at large of the Local who may be elected by the membership of or appointed by the President of the Local.

All workers are employed by the entity issuing their payroll paycheck. The Hiring Hall is not an employer of any worker.

Holding a place on any of these dispatch lists and maintaining good standing in the Hiring Hall in accordance with these rules does not guarantee employment for any worker.

Contract language that differs with the Hiring Hall Dispatch Rules shall take precedence in hiring

II. Dispatch Lists: The Hiring Hall shall maintain a dispatch list made up of five (5) groups.

A. Group A:
1. The first group – Group A – shall consist of a maximum of thirty (30) qualifying workers. This maximum shall not include those qualifying workers age sixty-two (62) or older or any other employee receiving Social Security Benefits.
2. The qualifications for remaining in Group A shall be the acceptance of at least five (5) calls or the completion of at least two hundred (200) hours of work in one (1) of the previous two (2) years.
3. Should a worker in Group A fail to meet these call acceptance or hour requirements, that worker will be placed at the top of Group B when the dispatch list is reviewed.
4. Those workers in Group A who have met the qualifications for remaining in the group shall be moved up in numerical order to fill the spots left empty. Any spots still available in Group A shall be filled by qualified workers in numerical order from Group B.

B. Group B:
1. The second group – Group B – shall consist of a maximum of forty (40) qualifying workers. This maximum shall not include those qualifying workers age sixty-two (62) or older or any other employee receiving Social Security Benefits.
2. The qualifications for remaining in Group B shall be the acceptance of at least four (4) calls or the completion of at least one hundred sixty (160) hours of work in one (1) of the previous two years.
3. Should a worker in Group B fail to meet these call acceptance or hour requirements, that worker will be placed at the top of Group C when the dispatch list is reviewed.
4. Those workers in Group B who have met the qualifications for remaining in the group shall be moved up in numerical order to fill the spots left empty. Any spots still available in Group B shall be filled by qualified workers in numerical order from Group C.

C. Group C:
1. The third group – Group C – shall consist of a maximum of fifty (50) qualifying workers. This maximum shall not include those qualifying workers age sixty-two (62) or older or any other employee receiving Social Security Benefits
2. The qualifications for remaining in Group C shall be the acceptance of at least two (2) calls or the completion of at least forty (40) hours of work in one (1) of the previous two (2) years.
3. Should a worker in Group C fail to meet these call acceptance or hour requirements, that worker will dropped from the list when the dispatch list is reviewed.
4. Those workers in Group C who have met the qualifications for remaining in the group shall be moved up in numerical order to fill the spots left empty. Any spots still available in Group C shall be filled by qualified workers in numerical order from Group D.

D. Group D:
1. The fourth group – Group D – shall consist of all other qualifying workers and all new workers.
2. All new workers shall be placed in Group D commencing with the first day the individual is employed under a collective bargaining agreement held by TWU Local No. 887, whether by dispatch or direct employment.
3. If two or more workers begin on the same day, the order of their placement shall be determined by the date their Roster Information Sheet was received by TWU Local No. 887. If both Sheets were received on the same date, or if neither worker has a Sheet on file with the Union, the order of their placement shall be determined by lottery.
4. The qualifications for remaining in Group D shall be the acceptance of at least one (1) call or the completion of at least four (4) hours in one (1) of the previous two (2) years. Should a worker in Group D fail to meet these qualifications, they will be removed from the dispatch list. These workers may re-apply to be placed in Group E at any time after being removed from the dispatch list.
5. The first year of employment is a probationary period. Should a worker violate the Worker Agreement within one year of the first date the individual is employed under a collective bargaining agreement held by TWU Local No. 887, whether by dispatch or direct employment, the Executive Board may remove them from the 887 Hiring Hall Dispatch List. The workers are allowed a hearing with the Executive Board as stipulated in the Worker Agreement. These workers may re-apply to be placed in Group E.

E. Group E – the Extras List:

1. The fifth group – Group E – shall consist of all Hiring Hall applicants who have submitted their Roster Information Sheet to TWU Local No. 887 for consideration.
(a) Anyone who sends a resume to the office of TWU Local No. 887 at 2800 1st Ave., Suite 229, Seattle, WA 98121 shall be sent a packet of information including a Roster Information Sheet and the Worker Agreement. The Hiring Hall applicant will be considered for dispatch upon the return of the requested information.
(b) A reasonable effort shall be made to keep the Hiring Hall applicants in an order determined by the date their Roster Information Sheet is received. However, an applicant who is determined to be better qualified on the basis of their resume and Roster Information Sheet or an applicant who is requested by an employer in accordance with this document and the applicable collective bargaining agreement may be dispatched for employment ahead of other applicants.
2. If an applicant has not accepted a call within the one (1) year of the receipt of their information they may reassert their interest in remaining in the group either in writing or by phone message to the Call Steward.
3. Should an applicant in Group E fail to meet these qualifications, they will be removed from the list. Those removed may reapply at any time.
4. The Call Steward will initiate the first telephone contact with the applicant in regard to dispatched employment.
5. Once a worker in Group E accepts a call through the Hiring Hall or is employed directly by an employer under a collective bargaining agreement held by TWU Local No. 887, they will be placed at the end of Group D.

F. Lack Of Available Work:

1. For any year that the work available to the workers on the Dispatch List is not enough to allow them to maintain their positions on the lists, the Dispatch Governance Board may revise the required minimum number of calls or hours to reflect the work available. They will do so during the First Quarter of the following year.
2. Any worker feeling that the number of calls made available to them has adversely affected their position on the Dispatch List may request such a review of the Board.
3. Any revisions by the Dispatch Governance Board of these minimums must be approved by the membership.
4. Workers who are sixty-two (62) years of age are exempt from the call or hour acceptance requirements of their group. However, they will not count as a part of the maximum number of their group.
5. Workers who receive Social Security, limiting their ability to accept calls, may be exempted from the minimum number of calls or hours required to remain in their group at the discretion of the Dispatch Governance Board. It is the responsibility of such employees to inform the Dispatch Governance Board of their situation. Some documentation may be required.


G. Additional Methods of Qualification:

1. The Dispatch Governance Board may consider additional methods of meeting the qualifications for remaining in a dispatch list group. These methods may include:
(a) Hours worked in the trade within the boundaries governed by these rules. Hours must be documented by pay stub and/or payroll records. The current TWU Local No. 887 payroll percentage assessment must be paid on gross wages in accordance with Local 887 rules once the hours are accepted by the Dispatch Governance Board for actual qualification.
(b) Satisfactory completion of formal education or training programs deemed relevant to the trade. Completion must be documented by report of grades or written report by a qualified educator. The Dispatch Governance Board may request an interview with a worker when assessing a request for qualification by education or training.
(c) Volunteer work in the trade within the boundaries governed by these rules. Such credited work shall not exceed 20 hours or one call per year. Volunteer work should be documented in writing by the worker and be corroborated by a supervisor. An example of the work accomplished can be included. The Dispatch Governance Board may request an interview with a worker when assessing a request for qualification by volunteer work.
(d) The Call Steward shall be exempt form the qualification requirements.
(e) Workers may seek an exemption from the hours/call qualification based on health issues that prevent them from working for an extended period of time. (adopted 2006)

2. Workers seeking credit for additional methods of qualification must apply in writing to the Dispatch Governance Board by January 15th of each year.
3. Alternative methods of qualification endorsed by the Dispatch Governance Board for any worker must be approved by the membership of the Local.

H. Super Seniority:

1. Workers who are on the A or B list and have been on the TUW #887 roster for 12 or more years, shall only need to meet half the number of qualifying hours or calls to retain their spot.

2. Workers over 62 may request Hiatus Status (no calls) from the Hiring Hall. This status shall allow the worker to maintain their Dispatch List placement without having to meet the qualifying work hours for that group. The worker must maintain all financial obligations to TWU Local No. 887. Workers seeking Hiatus Status must apply in writing to the Dispatch Governance Board by January 15th during the First Quarter; the status will remain in effect year-to-year until a written request to change their status is received by the Dispatch Governance Board.

III. Calling Procedure:

A. Eligibility: Once an employee has a position on the Hiring Hall Dispatch List the requirements to be eligible for dispatch are as follows:

1. A worker must be current with any payment of dues, fees or payroll percentage owed to the Hiring Hall or to TWU Local No. 887 in accordance with the guidelines set forth in the Worker Agreement.
2. A worker must have a signed affidavit on file with the Hiring Hall indicating receipt of and agreement to abide by the Hiring Hall’s Dispatch Rules and Worker Agreement.
3. The worker must not be barred from dispatch to the employer in question. Such barring may only take place following the language outlined in the appropriate collective bargaining agreement or by other legal procedure.
4. The worker must not have been suspended from dispatch by the Executive Board of TWU Local No. 887. Such suspension may only take place following the guidelines set forth in the Worker Agreement.
5. It is the responsibility of the Business Representative or their designee of TWU Local No. 887 to apprise the Call Steward of a worker’s eligibility status. Any question a worker may have about their eligibility status must be directed to the appropriate officer through the TWU Local No. 887 office by phone at (206) 443-9354 or in writing to TWU Local No. 887 at 2800 1st Ave., Suite 229, Seattle, WA 98121.


B. General Calling Rules:
1. It is the responsibility of the Business Representative to communicate work calls to the Call Steward. If the Call Steward’s schedule causes him or her to be unable to contact workers in a timely fashion, the Business Representative will appoint a temporary Call Steward or make the calls him or herself.
2. The Call Steward shall contact each eligible worker in Dispatch List order starting at the top of Group A and continuing through each subsequent group using the procedure set forth here.
3. The Call Steward will make calls between the hours of 9:00 AM and 10:00 PM except in the case of an emergency or prior arrangement with a worker.
4. The Call Steward is not obligated to call workers who have already began working on a dispatched call when the hours conflict with the new call being dispatched.
5. For each dispatch, the Call Steward will be required to make one call to a worker. The procedure regarding these calls is put forth in Section II, C.
6. Direct contact:
a. The Call Steward must make direct contact with the worker or leave an electronic message. No third party messages will be left unless that is the only option.
b. An electronic message may consist of a voice mail or answering machine message or an electronic page.
c. The Call Steward may not accept a third party response to accept or decline any offered work.
7. Non-availability:
a. Any worker wishing not to be called for dispatch to specific venues or for specific skills must inform the Hiring Hall of this request in writing. A form for this purpose is available upon request from the TWU Local No. 887 office.
b. A worker wishing not to be called for dispatch for a period greater than seven (7) days must inform the Hiring Hall in writing, in care of TWU Local No. 887 at 2800 1st Ave., Suite 229, Seattle, WA 98121, or by email to dispatch@twu887.org.
c. Any worker who accepts full time work of two (2) or more weeks must inform the Call Steward of their availability to take dispatched work.
(1) If the Call Steward is aware that someone is unavailable for dispatch due to other work, but has not received a letter stating so, he or she may petition the Executive Board to forgo the obligation to call that worker.
(2) The Executive Board will write a letter to the worker informing them of the decision not to call until a letter of availability has been received.
(3) Once the worker has informed the Call Steward of their availability, they will not be called for work that conflicts with their schedule, unless they specifically ask to be. A worker may request to be informed of calls, but not require the Call Steward to wait for their response before continuing through the dispatch list.
d. If at any time the Hiring Hall, Call Steward, Dispatch Governance Board, or TWU Local No. 887 are not able to reach a worker by the contact information on file with the Union, the Call Steward will not be obligated to attempt contact while dispatching until the worker provides their current contact information.
8. The Call Steward shall keep complete and accurate records of all calls made. Any worker with a question about a specific call may review these records by appointment with the Business Representative and the Call Steward.
9. No worker shall accept a dispatch call directly from an employer.

C. Calling Procedure:

1. Calling:
a. The Call Steward shall attempt to make direct contact with the worker. The Call Steward shall call up to two (2) available contact phone numbers for the worker at this time.
b. If direct contact is made with the worker, the worker shall have twenty-four (24) hours to accept or decline the call.
c. If no direct contact is made an electronic message will be left.
d. If no message can be left, this still counts as the call.
e. A worker accepting a call within 24 hours will be placed on the call in Dispatch List order.
f. A worker responding after 24 hours may be placed on a call in the order of their response, regardless of their place on the Dispatch List, if any places remain on the call at the time they respond.

2. Availability Call:
a. To expedite the filling of a call(s), the Call Steward may, in consultation with the Business Representative, make a call to workers to determine their availability to take work. The call will be made in Dispatch List order.
b. The Availability Call will include the venue(s) of the work concerned, the start and end dates and the type of work. Also, the Call Steward will make a statement to the effect that this is not an offer of work, but a call to ascertain availability/interest in taking the work in question, and that only those responding within 24 hours will be called in Dispatch List order, should the work get to them.
c. Once the 24 hours has passed, the Call Steward will offer the work, in Dispatch List order, only to those people who have responded that they are available for the work.
d. Once the call is filled, the Call Steward is not required to respond to people who stated their availability, but who are not needed to fill the call.
e. The order of response to the Availability Call will not determine the order that the call is offered to workers.
3. Accepting a call in writing:
a. If a worker knows they will be out of contact during the time a call they wish to accept is being dispatched they may indicate so in advance to the Call Steward.
b. The worker must, in writing, inform the Call Steward which call they wish to accept, including options such as day-work, load-in, laundry, etc.
c. The worker must contact the Call Steward as soon as they return to confirm the details of the call.

D. Emergency Calls:

1. Thirty six (36) hours prior to the commencement of a call:
a. In the event that there are thirty-six (36) hours or less until a call commences, the call shall be considered an emergency.
b. In such emergencies, the Call Steward shall move directly through the Dispatch List in the order outlined in the General Calling Rules.
c. Each worker shall receive one (1) call at the phone number they are most likely to be reached.
d. Until eighteen (18) hours prior to the commencement of the call, the call will be filled in Dispatch List order.
e. If contact is not made, the Call Steward will leave an electronic message indicating that he or she is making an emergency call and of the time Dispatch List order will end.
f. The Call Steward is not obligated to call workers who are already working on a dispatched call or any other call under a TWU Local No. 887 collective bargaining agreement where the hours conflict with the new call he or she is dispatching.

2. Eighteen (18) hours prior to or 6:00 PM the night before the commencement of a call, whichever occurs first:
a. The Call Steward may call any eligible worker who is known to be available regardless of Dispatch List order so that the call may be filled in a timely manner.
b. The Call Steward will leave electronic messages informing the worker of the call being dispatched, but is not obligated to wait for a return call before moving on.
c. The first person(s) to accept the call shall be dispatched, regardless of their place on the Dispatch Lists.


E. Additions and Replacements to Calls:

1. If additional of replacement workers are added to an existing call, and the additional times and dates differ from the original call, the Call Steward shall first contact any workers who are already on the call, in order of call acceptance, but not employed during the hours of the additional call.
2. If no worker currently on the call is able to take on the additional duties, the Call Steward will then contact workers who have been on the call and have left for any reasons other than disciplinary. These workers shall be contacted in the order describe of call acceptance.
3. If no current or previous workers are available, the Call Steward shall then return to the beginning of the Dispatch List to dispatch the additional workers.
4. If the new call is of a temporary nature, the replacement worker will be informed at the time the dispatch call is made to them.
5. If any additions to a call are eligible to be requested by name or are Specialty Personnel (as described in Section II, H), they will be dispatched as such.

F. Reductions in Calls:

1. In the event that an employer decreases the original number of workers requested, then the last worker accepting the call will be the first worker to be removed from the call.
2. On calls where Specialty Personnel have been requested, reductions to the call must be made on the same basis. The last worker accepting the call on said basis will be the first worker removed.

G. Leaving a Dispatched Position:
1. Any worker who accepts a call and then reneges before the job begins on three separate occasions in a calendar year will be asked to appear before the Executive Board of TWU Local No. 887. This does not apply to workers who are offered an alternative call by the Call Steward.
2. Any worker who accepts a call for work and fails to report for work without giving the Hiring Hall notice at least twenty four (24) hours prior to the call shall be subject to discipline or fines as stipulated to the TWU Local No. 887’s Constitution. The worker may appeal all such fines to the Executive Board of TWU Local No. 887.
3. All advance requests for temporary replacement from a call, whether they are made at the time the call is accepted or during the term of employment, must be made to the Business Representative and must be agreed to by the Wardrobe Supervisor.
4. Any worker making excessive requests for temporary replacement or arranging directly with a Wardrobe Supervisor or other workers for temporary replacement may be asked to appear before the Executive Board for appropriate disciplinary action.
5. Any worker requiring either temporary or permanent emergency replacement should first attempt to make direct contact with the local Wardrobe Supervisor/House Head or his or her Assistant. If the Wardrobe Supervisor is not available they should next attempt to contact the Call Steward. If they are unable to contact the Call Steward they should then attempt to contact the Business Representative. While it is appropriate to leave a voice mail message, the worker should not assume that such a message will be retrieved in a timely manner and should continue to attempt to make direct contact with one of these three people.
6. Any worker needing to leave a position permanently shall notify their Wardrobe Supervisor and the Business Representative with as much notice as possible so that they may be replaced in a timely manner.
7. If a worker who has been requested by name leaves a call, either permanently or temporarily, they may be replaced by another request by name.

I. Specialty Personnel:

1. In the absence of collective bargaining agreement language governing the requesting of Specialty Personnel for skill, gender or experience, the guidelines in this document shall apply.
2. There is no limit to the number of Specialty Personnel that may be requested on a work call.
3. Specialty Personnel are workers requested by skill, experience, or gender, not by name.
4. Specialty Personnel requested by skill must be used in the capacity requested.
5. Specialty Personnel skills may include, but are not limited to: sewing, beading, millinery, shopping, shoe maintenance, cutting, specific craft skills or tailoring
6. Specialty Personnel experience may include, but is not limited to years of experience, experience at a specific venue, or experience with a specific artist.
7. Specialty Personnel may be requested by gender for dressing calls only and is based on the preference of the employer.
8. Specialty Personnel requested by skill will be placed in Dispatch List order within the skill group. This applies only when the call is dispatched through the Hiring Hall.
9. In the event that any Specialty Personnel leaves a call or assumes other duties, whether permanently or temporarily, the position of Specialty Personnel remains a requested position and may be filled by a request as often as necessary during the run of a show.

J. Personnel Requested by Name:

1. In the absence of collective bargaining agreement language governing the requesting of personnel by name, the guidelines in this document shall apply.
2. The employer or their designated representative may request one (1) worker by name per dispatched call.
3. Requests by name will not include permanent titled staff such as House Department Heads and Assistants.
4. Both Local and Touring Heads of Department must notify the Hiring Hall through the Business Representative of anyone they wish to request seven (7) days prior to the commencement of the call. This may be done by phone, but should be confirmed in writing when a touring show reaches town. If the call has already been filled by the Call Steward per the IATSE yellow card or other form of official request, no subsequent requests can be honored.
5. If a request by the Local House Head and the Touring Head conflict, the local employer will determine whose request to honor.

K. Skill Assessment:

1 Skill requirements needed for particular jobs shall be provided by the employer and the Call Steward shall make every effort to accurately convey the requirements when dispatching a call.
2. It is each employee’s responsibility to assess his or her own skill level when accepting a dispatched call.
3. An employee may be dismissed from a call when they do not meet the level of skill required to perform the tasks at hand.
4. An employee who misrepresents their skill level when accepting a call may be called before the Executive Board of TWU 887 for disciplinary action as stated in this document.

K. Inclement Weather:
1. No employee shall be required by the Hiring Hall to make a dangerous commute to an event or venue for work during inclement weather, natural disaster, riot, act of God or general conflagration.
2. It is the responsibility of any employee who feels that they must be tardy for or absent from work due to the above conditions to contact the appropriate Hiring Hall representative as described in Section II, G so that they may be replaced if necessary.
3. An employee who is tardy or absent with out informing the appropriate Hiring Hall representative may be asked to appear before the Executive Board for appropriate disciplinary action.
4. Any employee or applicant who is not currently working and feels that they are able to safely commute to an event or venue where employees are working under a TWU Local No. 887 collective bargaining agreement during the above conditions should indicate their availability to the Call Steward.

IV. Discipline:
A. Expectations:
1. All workers and applicants registered with and dispatched by the Hiring Hall are representatives of TWU Local No. 887 in their place of employment and as such are expected to abide by and uphold these Dispatch Rules. Failure to do so may result in disciplinary action.
2. All workers are expected to abide by the Worker Agreement and Working Rules of TWU Local No. 887.

B. Disciplinary Action:
Should the Executive Board of TWU Local No. 887 expel a worker from the Hiring Hall for violations of the Worker Agreement, the worker will lose their Hiring Hall Dispatch List placement. They may re-apply to the Hiring Hall through Group E.

V. Additional Items
1. A worker may petition the Executive Board of the local for a $50 "dispatch mistake" fee, if he/she is given incorrect call information that results in lost wages.


History

These lists were originally established in 1992. (The rules were revised in 1993, 1997, 1998, 2000, 2003, 2004, 2006, and 2010.) They were set up in 1992 using the following rules:

• All workers shall be placed in one of four groups depending on their qualification date.
• The qualification date will be the date of a worker’s first employment as a Wardrobe Department employee working with previously constructed costumes in a theatre of LORT B+ size or larger within the boundaries to be governed by these rules. If two or more workers start working on the same date, the one with the greatest number of hours or calls in the year preceding placement will have the higher qualifying date.
• The first group, which shall consist of a maximum of twenty workers, shall initially consist of workers who have a qualification date of prior to December 31, 1989.
• The second group shall initially consist of workers who have a qualification date of prior to December 31, 1990. It shall consist of a maximum of 25 workers.
• The third group shall initially consist of workers who have a qualification date prior to September 1, 1992.
• The fourth group shall be a probationary group. All new applicants for referral shall be placed on a twelve-month probationary period commencing with the first day the individual is dispatched by the Call Steward. During this period the individual will not be given a qualifying date, but shall be placed in a separate chronological group maintained by the Call Steward. Upon completion of the probationary period and assuming the worker has completed one call in the preceding year, an individual shall be placed in Group Three and his/her qualification date shall be recorded as his/her first day referred for work through the dispatch system.
• Original start dates were submitted by the individual workers and checked by dispatch and payroll records by the Board of Examiners. A good faith effort was made by the Board of Examiners to insure that all qualifying workers were encouraged to submit their start dates to the Board.