I.A.T.S.E. Theatrical Wardrobe Union Local 887

What's new?

2012-02-02T08:30:00.000-08:00

See new job postings from ACT and TZ in Job Opening section of this blog.

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Washington Young Emerging Labor Leaders (WA YELL) Mission: WA YELL will strive to create a labor movement that is inclusive, accessible and relevant in today's society. We will develop future leaders with the knowledge and skills necessary to strengthen their roles as leaders within the movement and the community at large and reinvigorate the emphasis on organizing the unorganized. We will mobilize young people by coordinating solidarity actions, educational workshops, and social events welcome to all those who share the vision of WA YELL. WHO IS WA YELL? WE ARE ALL WA YELL!

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Protect IATSE jobs and benefit contributions. The Motion Picture Association of America and the Canadian Motion Picture Distributors Association have provided a list of sites where you can download/stream movies, TV shows and music legally.

On the International's website you will find the most current information in the battle against illegal downloads, copyright infringement. and the industry-wide effort to protect jobs and creativity .

ACT seeks dressers and stitchers

2012-02-02T08:15:00.000-08:00

ACT Theatre is gearing up for the 2012 season! We have several slots for both stitchers and dressers from mid-February through the end of May. Please contact Carolyn Keim (keimcl@acttheatre.org) and let me know your availability and area of expertise; we have both contemporary and period pieces (1930 & 1980) and both men's and women's wear. There are a number of ways to arrange these weeks, so I'd love to see who's out there! Email much preferred. Thanks.

Overhire Draper for Teatro ZinZanni

2012-02-02T08:13:00.000-08:00

TeatroZinZanni operates under a contract with the IATSE Theatrical Wardrobe Union. The minimum wage for this job is $17/hr, with $1/hr H&W.

Teatro ZinZanni isseeking an overhire Draper for Show Builds. A high level of independentjudgment, initiative and problem solving skill are required. Interprets Design Director’s research, concept development and/or renderings. In collaborationwith Design Director, determines garment construction procedures, materialslist and labor plan. Primary cutter, draper and patternmaker and supervisesand instructs stitchers. Oversees preparation of existing costumes for Changeovers.Four years related experience in garment construction and a working knowledgeof theatrical production are required.

Send cover letter andresume to: Human Resources atTeatro ZinZanni at hr@zinzanni.org. No phone calls please. For furtherinformation please visit our website at http://dreams.zinzanni.org/jobs.htm.

Executive Board of #887

2011-07-29T12:55:00.000-07:00

President: Erin Peron

Vice President: Marlys McDonald

Business Representative: Delia Mulholland

Recording Secretary: Imelda Daranciang

Financial Secretary: Rita Brown

Trustee: Applications Clerk: Cindy Sabye

Trustee: Benefits Liaison: Veronica Dimoff

Seargent at Arms: Scott Gray

5th Ave seeks resumes for upcoming season

2011-07-25T12:25:00.000-07:00

The 5th Avenue Theatre is updating its costume personnel files and seeks resumes from those interested in most costume shop positions: Cutter/Draper, Tailor, Alterations Lead, First Hand, Stitcher, Crafts Artisan, Milliner. Please submit resume, short cover note and preferred means of contact to: Julia L. Collins, Interim Costume and Wardrobe Director, The 5th Avenue Theatre, 1308 5th Avenue, Seattle WA 98101. jcollins@5thavenue.org. No phone calls, please.

Register with TWU #887

2010-05-17T22:45:00.000-07:00

To register with IATSE TWU #887 read the Frequently Asked Questions posted on this blog. Then, contact us to email you the the needed forms. office@twu887.org
Once we have your forms, your name will be added to our “Extras” list. A is person moved from this list to our Roster on the first day that they work at a represented venue.

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Worker Agreement (as amended 2010)

2010-03-16T12:31:00.000-07:00

WORKER AGREEMENT

This agreement states the responsibilities of the Worker to the Union hiring hall and the Union’s responsibilities to the Worker.

The Executive Board of TWU Local No. 887 shall be the sole disciplinarian of these rules, and pledges to carefully review all workers’ requests or grievances arising from Union action or work related matters. An employee being considered for fines or suspension, or with other concerns or grievances, may chose to appear before the Executive Board at it’s meeting by making prior arrangements with a member of the Executive Board or the Local 887 office clerk. Consideration and determination of fines and suspensions and of payment schedules will be made by, or at the direction of, the Executive Board of Theatrical Wardrobe Union Local No. 887 at the regular Executive Board meeting following the report of the incident. The Executive Board regularly meets prior to the general membership meeting on the fourth Monday of each month. If no Executive Board meeting is held for reasons of cancellation or lack of quorum, a special Executive Board meeting will be held within 10 days of the originally scheduled meeting date in accordance with the I.A.T.S.E. Constitution. Any employee whose charges are being considered for fines or suspensions at such special meeting will be informed of it’s time, date and location.

The worker pledges to remain in good standing in regard to moneys owed to the Union by virtue of the worker’s use of the hiring hall. Delinquent employees will not be dispatched by the Local 887 Hiring Hall. Delinquent employees may be terminated by their employer based on the terms of the collective bargaining agreement under which they are working. The worker is responsible for keeping track of and making timely payment of the following:

A. Membership Dues

Members of Local 887 are required to pay membership dues which include their Hiring Hall Fee. These are due at the beginning of each quarter of the year (January 1st, April 1st, July 1st and October 1st), and delinquent within 30 days after such due date. Members will be informed of the amount of their quarterly dues at the time they join Local 887. Members will be informed in writing of any change of quarterly membership dues. Members who are delinquent with their dues are required to pay a $25 reinstatement fee. Workers who have not resigned their membership, who are not current with their Membership Dues, are not eligible for dispatch.

B. Regular Hiring Hall Fees

Non Members of Local No. 887, who have a place on the Local 887 Hiring Hall Dispatch List between 1-120, must pay a Hiring Hall Fee of $10 a quarter to be eligible for dispatch. Workers who have a Hiring Hall Dispatch List number larger than 120 are not required to pay the Hiring Hall fee. The fee is due at the beginning of each quarter of the year (January 1st, April 1st, July 1st and October 1st), and delinquent within 30 days after such due date.. Workers will be informed of any changes in that fee in writing. A re-instatement fee of $25.00, is required for those who fail to pay the Hiring Hall fee within 30 days of the first day of the quarter in which they are due. Workers who are not current with their Hiring Hall fee or penalties are not eligible for dispatch.

C. Payroll Percentage Assessment

All workers employed under contracts held by Local 887 are required to pay a percentage assessment of their gross wages to Local 887, unless they have requested Financial Core Payee Status. The current percentage assessment is 3%. Most percentage assessments are deducted by contracted employers with the worker’s permission and paid directly to Local 887. It is the worker’s responsibility to check their pay stub to insure that the percentage assessment has been made correctly. If the percentage assessment is not deducted by the employer, or the full amount due is not deducted, it is the worker’s responsibility to make payment to Local 887. Payroll percentage assessment is due upon the date paychecks are issued (or on an engagement of exceeding an eight week stand, on the regularly scheduled pay day), and delinquent within 30 days after same.

D. Fines and Fees

A fine may be assessed due to disciplinary action or delinquent payments. A fee may be assessed in special circumstances by the Local’s Executive Board. Fines and fees will be assessed in writing. All fines and fees are due within thirty days of assessment and delinquent thereafter.

Local 887 Working Rules

The worker pledges, when working under contracts held by Local 887, to abide by the terms of the contract, the employer’s working rules and the Union’s Working Rules. Copies of each venue’s contract and working rules are available at the job site. Workers are expected to be knowledgeable of the Union’s Working Rules - no warnings will be given.

1. Dispatching Personnel

In dispatching wardrobe personnel the Call Steward, under the direction of the Business Representative, shall follow the T.W.U. Local No. 887 Hiring Hall Dispatching Rules.

2. Personal Calls

No worker shall receive a “personal call” to work for a job under a contract calling for a dispatched employee. All wardrobe workers shall be dispatched from T.W.U. Local No.887 if the contract so states. Management has the privilege of choosing their Wardrobe Supervisors, Assistants or Seasonal Staff as stipulated in specific contracts. Personnel requests as allowed by the Hiring Hall Dispatch Rules or by contract must be made through the Business Representative and Call Steward. Any worker knowing of a vacancy in any theatre or place of amusement shall report same to the Business Representative immediately.

3. Failure to Report for Work

Any worker who accepts a dispatch call for work and fails to report for work without giving the Business Representative or Call Steward 12 hours prior notice shall be subject to a fine according to the signed Worker Agreement, but subject to appeal to the Executive Board.

4. Leaving a Post

No worker shall leave his/her post during a performance without permission of the Wardrobe Supervisor. Any worker doing so will be subject to a fine according to the signed to the signed Worker Agreement.

5. Being on Time

All workers must arrive on or before the specified call time and show that they are ready for work. Any worker who does not do so shall be subject to fine or suspension according to the signed Worker Agreement.

6. Dressing on One Floor

Dressing shall be done on one floor only, except in emergencies and when necessary to go to quick change areas. Any deviation shall be reported to the Business Representative by the Job Steward and negotiated by the Business Representative with Management.

7. Post Show Clean Up

After the performance is over, a post show clean up period is allowed. This period varies by contract and is allowed to straighten costumes, put wardrobe in order and report repairs. This clean up period is a part of the dressing call and is compensated as such.

8. Working All Performances

Workers accepting work dispatched through the Union’s Hiring Hall ~~dispatch to a position~~ shall be expected to work all days/performances scheduled unless a prior agreement has been made between the Business Representative ~~Agent~~ and the Wardrobe Supervisor/Shop Head. In the case of an emergency, a worker will be replaced temporarily and the replacement shall be notified that this is only a temporary replacement if such is the case.

9. Failure to Receive Salary

Any worker not receiving his/her salary within a reasonable time after it is due shall report same to the Business Agent. Any employer still owing money to workers a reasonable time after it is due shall be denied the services of TWU Local 887 until all recognized claims are paid. Head office of the International Alliance shall be notified accordingly.

10. Discussion of Conducting of Local Business

No member of this Local shall discuss the business of the Local with any Manager or other persons who are not members of this Local. All persons requesting information shall be referred to the Business Representative.

11. Seeking Another’s Position

No member or worker representing this Local shall endeavor to obtain employment in a theatre or place of amusement where the position is held by another member or worker represented by this Local or another affiliated Local who has not given or received the customary notice.

12. Working Tools

A worker reporting for work in a costume shop is obligated to find out what tools are required and to provide them.

A worker reporting for a dressing or maintenance call must have the following tools and a device to carry them in while working (i.e. apron, fanny pack, etc.): Scissors, hand sewing needles, thread (preferably black or white), measuring device, flashlight, writing implement, paper and safety pins.

Repeated failure to provide required tools may result in disciplinary action by the employer and/or the T.W.U. Local No. 887 Executive Board.

13. Alcohol and Controlled Substances

A worker under the influence of drugs or alcohol in the work place will be replaced on the call and may be dismissed by the employer.

A worker replaced on a call or dismissed due to use of alcohol or controlled substances will be subject to a timely review and discipline by the Executive Board. Such worker may be suspended from dispatch until their review has taken place.

14.

The first year of employment is a probationary period. Should a worker violate this 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 worker is allowed a hearing with the Executive Board at their request. These workers may re-apply to be placed in Group E at any time after being removed from the Hiring Hall Dispatch list.

In the Union’s Working Rules, numbers 3 (Failure to Report for Work), 4 (Leaving a Post), and 5 (Reporting Time), refer to disciplinary actions as defined in this Worker Agreement. These are further defined as follows:

Additional Rules For Costume Shop and Other Non-Dispatched Employees

1. A worker must arrive at the job site on time for the job. (Working Rule No. 5)

a. On time is defined as ready to begin work at the time the call is scheduled to begin. Workers at the job site but unprepared to begin work at the scheduled call time may be considered tardy.

b. Excessive tardiness will first be discussed with the employee and then with the Shop Manager. If continued tardiness is deemed to impede work flow in the shop, the Job Steward will bring it to the attention of the Shop Manager. The worker understands that continued tardiness may be cause for dismissal as specified in the site contract and/or working rules.

2. A worker should make every effort to call in to the Shop Manager or Job Steward if they are absent from work without notice. (Working Rule No. 3)

3. The worker understands that an unexcused absence without notice may be cause for dismissal as specified in the site/venue contract and/or working rules.

4. Employees dispatched by Local 887 for work in a costume shop may be covered by the Costume Shop rules for tardiness. They should check with the Shop Manager, Job Steward or Business Representative for further clarification.

Additional Rules For Employees Dispatched through the Local 887 Hiring Hall

1. All workers must report to the Job Steward by or before the specified call time for each call to show that they are ready for work. (Working Rule No. 5)

a. Absence without notice, or with less than 12 hours notice, may be considered a No Show. (Working Rule No. 3)

b. Unexcused absence from an assigned dressing position or unavailability to perform dressing duties may be considered a No Show. (Working Rule No. 4) Assigned dressing position is defined as the area of the theatre and responsibilities assigned to an employee as outlined by dressing notes and the Wardrobe Supervisor. A “break” from dressing duties, when indicated in dressing notes, does not indicate permission to leave the general work area of the venue.

c. No Shows will be fined $50 per unexcused absence. Additional fines or other penalties may be assigned by the Union’s Executive Board when a worker has accrued more than three “tardies” and/ or “no-shows” in a period of 6 months or less.

d. On time is defined as ready to begin work at the time the call is scheduled to begin. Workers at the job site but unprepared to begin work at the scheduled call time may be considered tardy.

e. Tardiness will be fined $20.00 Written notice of the penalty is to be given to the worker by the Job Steward before the end of the work day. Additional fines or other penalties may be assigned by the Union’s Executive Board when a worker has accrued more than three “tardies” and/ or “no-shows” in a period of 6 months or less.

f. The worker understands that continued tardiness may be cause for dismissal by the employer as specified in the site/venue contract and/or working rules.

g. The Job Steward may try to replace the tardy employee at 10 minutes past the scheduled call time. If a replacement has been found before the tardy employee has arrived, the tardy employee will be replaced for the call. A worker who has been replaced due to tardiness will still be liable to the Union for the appropriate fine or other penalties determined by the Union’s Executive Board.

2. Any worker charged as “tardy” or “no-show” and fined or penalized for such charge has the right contest the charge, fine or penalty to the Union’s Executive Board in writing or in person.

a. Three charges of “tardy” and/or “no show” in a period of 6 months or less will result in a mandatory review of the worker by the Union’s Executive Board at their next regularly scheduled meeting. Any worker subject to such review will be informed of the time and date of the review by letter and by phone. Any worker subject to review by the Union’s Executive Board has the right to attend the Executive Board meeting at which they are being reviewed. They may present any information that they feel will help the Executive Board make a fair and informed decision.

b. After reviewing the worker’s “tardy” and “no-show” history, the Union’s Executive Board may decide to impose greater fines or penalties, including suspension from the Hiring Hall, for future “tardies” or “no-show” incidents by the worker in question. Written notice of these penalties will be provided to the worker at their last known address.

3. Any worker who receives three Employer Do Not Dispatch requests for Disciplinary reasons shall be expelled from the Hiring Hall.

4. Any worker who is expelled from the Hiring Hall will lose their Hiring Hall Dispatch List placement. They may re-apply to the Hiring Hall through Group E.

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The Union retains the right to amend these rules. A current copy of these rules may be requested from the Union office at any time.

I the undersigned have read the Worker Agreement and understand all its provisions. I have retained a copy for personal reference.

Printed Name:

Signature:

Date:

Hiring Hall Dispatch Rules

2010-02-16T14:22:00.000-08:00

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.

Your Health Insurance Options

2009-10-01T14:14:00.000-07:00

A link to the IA National Benefit Funds can be found under the "links" portion of this blog. The rate information is posted on their website. We participate in Plan C. If you cannot afford the IA Health Plan, there are other options. You can use your IA CAPP account to buy other insurance. Everyone should have at least catastrophic coverage!

I have come across a website: ehealthinsurance (or 1-800-977-8860) that does an excellent job of sorting though health care plans offered for individuals in the state of Washington. On it I have seen a number of no frills plans that offer completely covered preventative care, as well as protection against unforeseen catastrophic costs. Another interesting alternative for your basic care is Qliance. You would still need catastrophic coverage, but you would have access to unlimited primary care for a low monthly retainer ($35-$50/mo). Qliance can refer you to health insurance brokers to select a good match to their primary care service.

If you are having trouble getting or maintaining coverage through the IA plan, look into one of these options. They even offer a very affordable option for the person who seeks only preventative care and a medical safety net. (I am not endorsing a plan. It is your responsibility to see if any of them are right for you.) If your CAPP account balance is high enough, you may use the money for reimbursement for the premiums. (You will need to pay up front for these plans, but usually only one month at a time.) If you have money in your CAPP account beyond the premium, you could use it to cover some of the out of pocket expenses you might incur under these no frills plans. If you are planning on un-enrolling from the IA Plan, contact them regarding the process.

Confused? Call or email me.

Delia Mulhollandr>Business Representative IATSE, TWU #887
deliam@twu887.org (206) 478-8877

discount industry tickets

2009-02-26T12:25:00.000-08:00

Many of our employers offer discounts to those who can provide a Union membership card, or a pay stub that indicates that you work in the industry. The discount information may be available on the venue's website, or you may need to call their box office for details.

Finding affordable health insurance.

2009-02-03T07:48:00.000-08:00

A great resource for everyone is Parent Help 123. While the name suggests a focus on families, they offer their services to everyone. They will evaluate your financial situation and put you in touch with the programs that you qualify for. They do the searching for you!

If you are specifically looking for health insurance for your children, Apple Health Care for Kids.
may be right for you. (Parent Help 1,2,3 can also help you with this.)

The Actors' Fund of America also offers help to "entertainment professionals in times of need, crisis or transition." This includes housing, social services, and health services.

Costume Classes

2008-12-01T14:37:00.000-08:00

887 has joined local 15's education outreach program the Western Washington Theatrical Training Trust (WWTTT). Class registration will happen through that program. Classes will be $15 for a 3-4 hour class. There may also be required materials or tools. Classes size is limited.

See the list of classes at WWTTT.

Member information

2008-04-05T17:27:00.000-07:00

In 2012 quarterly Membership dues of $66, are due by the 1st of each quarter. January 1st, April 1st, July 1st, and October 1st. Payments received more than 30 days after the due date will result in an additional late fee of $25. Persons more than 30 days late are not eligible for dispatch until all dues and fees are paid.

Checks payable to: TWU 887

Mail to:
TWU 887
2800 1st Ave, #229
Seattle, WA 98121

General membership meetings are held at 6:30 in the Labor Temple (1st and Broad) on the 4th Monday of each month, unless a holiday interrupts the normal meeting schedule. Any member in good standing (current with dues) is encouraged to attend. Upcoming meetings for 2012:

January 9th (December 2011 meeting)
January 30th
February 27th
March 26th

Full Referral Union

2008-02-15T14:09:00.000-08:00

Please be advised that people filing for unemployment insurance and listing themselves as not needing to do an active work search because they are registered with our local, must be MEMBERS who are current with all dues and fees and eligible for dispatch! If you are registered with us, but not a member, you are not qualified for this status. If you are a member who is not in good standing/eligible for dispatch you are not qualified for this status.

Employment Security asks us to verify your eligibility for this status when you file a claim. If you are not a member, or a member who is not in good standing/eligible for dispatch, we must inform them of that.

_____________________________________________________________________

filing a claim online

2008-02-01T15:11:00.000-08:00

TWU #887 members filing for Unemployment Insurance may list themselves as being members of a Full Referral Union. When people open a claim online they have occasionally had trouble finding our local in the list of Unions offered by the site. If you key in 887 or the words theatrical or wardrobe a list of unions will appear. However, if you key in iatse, the system will not be able to recognize this acronym.

Costume shop Contacts

2007-06-18T12:34:00.000-07:00

Seattle Opera:
Susan I. Davis
Costume Shop Manager
email: susan.davis@seattleopera.org

Seattle Children’s Theatre
Nanette Acosta
Costume Shop Manager
Seattle Children’s Theatre
201 Thomas St .
Seattle WA , 98109
nanettea@sct.org

ACT:
Carolyn Keim
Costume Director
keimcl@acttheatre.org

Village Theatre:
Cynthia Savage,
Costume/Wardrobe Manager
csavage@villagetheatre.org

5th Avenue TheatreTobi deGoede
Interim Costume and Wardrobe Director

tdegoede@5thavenue.org

Seattle Repertory Theatre
Denise Damico
Costume Shop Manger
denised@seattlerep.org

Basic Sewing Classes

2007-04-04T11:46:00.000-07:00

If you need to learn sewing skills or update your skills to include industrial machine techniques, try the great classes offered at Seattle Central Community College. The Apparel Design Program offers some basic classes that are open to anyone. The suggested classes are ADS 096, 098, and 100. SCCC class-schedule

Frequently Asked Questions

2006-06-18T14:19:00.000-07:00

What work is represented by IATSE Theatrical Wardrobe Union #887?
TWU #887 represents workers (This means that workers have voted to give TWU #887 the right to bargain for their wages and working conditions.) in costume shops and backstage wardrobe crews in Seattle, Bellingham, Issaquah, and Tacoma. These include:
ACT, 5th Ave Theatre, Intiman, Mt. Baker, Seattle Children’s Theatre, Seattle Opera, Seattle Repertory Theatre, Broadway Center for the Performing Arts, Pacific Northwest Ballet, Paramount, Moore, Village Theatre, as well as work performed at McCaw Hall, Benaroya Hall, Meany Hall and Key Arena when requested.

What is IATSE?
IATSE (International Association of Theatrical Stage Employees) is the international union that we are affiliated with. They represent workers in the theatre, film and TV industries, among others. In our area, in addition to TWU #887, local #15 represents stagehands, and local #488 represents film work as well as theatrical hair and makeup.

Do I need to be a member of the Union to work at venues represented by TWU #887?
No, but we do require that everyone register with us by filling out a Roster Information form and signing a Worker Agreement before starting work. Once on our Roster members and non-members are treated the same in hiring.

When do I need to become a member?
Union contracts with most employers include what is known as a Union Security Clause. Any employee who works for an employer for the number of hours listed in the Contract's Union Security Clause will be asked to apply for membership to continue working. The hour threshold for the clause varies from venue to venue. It is usually around 750 hours. Of course a person may apply for membership at anytime. The membership filing fee and application fee cost $385. A member has the right to participate in Union governance.

How do I get on the TWU #887 Roster? Follow the instructions listed on this blog for "Registering with TWU #887". You will then be placed on our “extras” list. The Union calls upon these workers when it is dispatching a call for workers and has exhausted the list of previously employed workers. A worker moves from the “extras” list to the bottom of our Roster (dispatch list) on the date that they first work at a represented venue. A worker may also move from the “extras” list to the Dispatch List if they are hired by a costume shop.

How do I get costume shop work?
TWU #887 represents workers in costume shops at Seattle Opera, Seattle Repertory Theare, Seattle Children’s Theatre, ACT, 5th Avenue, and Village Theatre. Most of these employees are hired through the usual process of resumes and interviews. Please contact them directly to express your interest in employment. Workers who have previously worked under an 887 Union contract are given a preference in hiring.

How do I get Wardrobe (dressing) work? What is dispatched work?
Employers hire some of this work directly. Generally, venues come to the Union when they are in need of workers for dressing crews. The Union will dispatch workers from our Roster following the Union’s Dispatch Rules. The Dispatch Rules are posted on this site. There is also a copy at every venue, and they can be mailed to you from our office.

Who is the Call Steward?
The Call Steward is the person who contacts the workers on the Roster to offer work.

What is the Hiring Hall Fee?
A Hiring Hall Fee of $10/quarter is required for those who are high on the Rostrer (numbers 1-120) who wish to be called for dispatched work. (All members, regardless of their place on the Dispatch List, pay this fee as part of their membership dues.) The fee helps to cover the salary of the Call Steward.

How much will I be paid? Do I get benefits?
Each venue has its own pay scale. A copy of the contract with pay rates and conditions is available at each venue. Venues generally pay every week or every two weeks. In addition to wages, each employer (except the Mt. Baker) contributes an agreed upon percentage to health insurance and retirement plans on your behalf.

How do I qualify for Health Insurance?
In addition to your hourly wage Employer’s contribute a negotiated amount, generally around 10%, to the IATSE National Health and Welfare Fund in your name. Your account is referred to as a CAPP (contributions available for premium payments) account. You may find out the balance in your account by calling 1-800-456-fund. You are alsoto monitor your account online at iatsenbf.org

Your right to enroll in the health insurance plan offered by IATSE National Benefit funds will begin when your CAPP account reaches the cost of one month of the plan plus a one time $150 administrative fee. There is no time limit to accumulate this amount. When you reach this amount the National Benefit Funds will send you an information packet. You may choose to enroll by self paying the amount needed to make up one quarter of the cost of the plan.

If you do not enroll at the time that you first meet the minimum eligibility requirement of one month’s premium, you must wait until your CAPP account balance reaches the cost of one quarter of the plan (as of January 2008 this is about $800 for the lowest plan), plus the $150 administrative fee. You will be sent enrollment information. You will be offered a choice to either buy insurance from IATSE or if you have proof that you have health insurance coverage from another source, use the account as a Medical Reimbursement Program for premiums and co-pays. You may not waive coverage at this time. If you do not make a coverage selection, you will automatically be enrolled in the IATSE health insurance program through Empire Blue Shield. Read the material sent to you. The National Benefit Funds have an excellent website with the most current information, iatsenbf.org. Local 877 only participates in the Health Plan portion of the funds.

Who does IATSE contract with to provide coverage?
Dental, vision, and general health coverage are serviced by different providers. You will be sent coverage information. The National Benefit Funds have an excellent website with the most current information, iatsenbf.org. Local 877 only participates in the Health Plan portion of the funds.

Where do the retirement contributions go? Can I contribute more? How do I manage my 401(k) account?
Local 887 participates in the Western Employee Benefit Trust (WEB Trust). Participating employer’s send your retirement contribution (this is in addition to your wage) to WEB Trust in your name. The plan also allows for employees to make additional voluntary pre-tax wage deferrals. This means that you can elect to have employers deduct a percentage of your wages to be sent to the 401(k) account in addition to the employer contribution. You will need to fill out the appropriate paperwork to set this up. WEB Trust information is available at each venue. They can be reached at 206-282-3205 or 800-524-4852. (Manage your account on line at myretirementaccount.com.)

You will receive a quarterly statement in the mail from WEB Trust regarding contributions to your account and gains or losses in earnings. You may manage your account and allocate your funds into one or more of several portfolio options managed by Rainier Investment Management. (Manage your account on line at myretirementaccounts.com.) To find out more about the performance of the various mutual funds offered by Rainier Investment Management you may call them at 206-464-0400 or 800-536-4640, or rainierfunds.com. For those who do not fill out a form to direct their contributions, their investments will be automatically placed in the First American Money Market Fund. ____________________________________________________________________