IATSE_3rd2017_web

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nadian Labour Congress’ (CLC) youth initiatives. Several IATSE young workers from local unions in Canada attended the CLC’s inaugural Young Workers’ Summit in 2016. The Summit addressed an array of topics to help young workers build leadership skills, develop communication strategies, and engage in political action. The delegation also welcomed Prime Minister Justin Trudeau as a guest speaker. Through all of these efforts, the Young Workers Committee has garnered the expertise needed to develop unprecedented solidarity, skill, and leadership among our younger members. The Committee has fortified my strong conviction that we must nurture young members and support their leadership. In doing so, they become involved in the many important initiatives of the union and bring their ideas and energy to our efforts. IATSE SAFETY HOTLINE As I made clear to IATSE members during our last Convention, there is perhaps no function of a trade union more vital than defending the health and safety of its members. A strong union is a safe and healthy union. Workplace protections for IATSE members have improved greatly over the many decades of our existence. In recent years, we have made significant gains on this front by negotiating improved working conditions in IA contracts. However, workplace hazards have far from disappeared. Our members should never have to live in fear of work-related accidents and illnesses. Nor should any working person be forced to choose between doing a dirty, dangerous job or having no job at all. Members of the IATSE—in every one of our industries—must have simple ways to report, record, and prevent any danger they encounter. Therefore, under my guidance, in 2015 the Alliance launched its safety hotline program for members to report on-the-job hazards. The IATSE Safety Hotline is available 24 hours a day for the entire Alliance throughout the U.S. and Canada. It is apparent that a single hotline accessible to all IATSE members in all industries would greatly further our vision of making job sites as safe as possible. Crew members on set, on stage, and on location can call the IATSE Safety Hotline toll free at 844-IA AWARE or 844-422-9273. Callers can either leave a message or talk to a safety representative who will promptly respond to reported issues. Depending on the circumstances, safety representatives follow up by contacting a local union representative, directly assisting the caller or directly alerting the employer. Since its inception, the hotline has answered countless calls and addressed matters ranging from air quality concerns to potentially harmful weather conditions. More recently, during 2017 the International commissioned software professionals to develop a mobile device safety app in conjunction with the Safety Hotline. Like the Hotline, the IATSE Safety App will allow users to digitally notify the International of any workplace safety issues. It will also include a safety FAQ section, new safety bulletins, and a checklist detailing steps to follow in the event of a workplace accident. Implementation will be available on major digital device platforms (iOS and Android). Users can also take their discussions offline by using the App’s built-in phone dialer, which will cause the user’s mobile device to connect to the IATSE Safety Hotline. It should be noted that the IATSE Safety Hotline and App are not intended to replace any employer’s hazard reporting plan, or to relieve employers from their safety responsibilities. Nor is the Safety Hotline a replacement for commonsense preventative measures (if a hazard presents urgent immediate threats, members must clear the workspace and call emergency services). Rather, the IATSE Safety Hotline is meant to promote member recognition of safety problems and provide a secondary safety net when employers’ reporting plans break down. Employers are obligated to provide safe places to work and the IATSE envisions a system that will help employers make our members safer. The Safety Hotline and Safety App will further our goal of making it possible to enhance the health and safety conditions of IATSE members at work. Precautionary action can and must be taken by employers, the International, and our union brothers and sisters simultaneously. With these innovations and other important measures (awareness-raising, member training, safety committees, and additional safety programs) the IATSE International leadership is committed to providing our members many options when faced with an unsafe or unhealthy situation. AFFILIATED EMPLOYEE BENEFIT FUNDS IATSE National Benefit Funds The IATSE National Benefit Funds continue to offer a wide array of benefit options with flexible rate structures as 36 OFFICIAL BULLETIN
solutions to IATSE Locals when negotiating health and retirement benefits for their working members and families. The National Funds remain a source of comprehensive benefits that are obtainable not only by members with steady employment but also those with less frequent work. The National Funds allow members to obtain benefits and maintain them during non-working periods. My focus remains steady on efforts to preserve these offerings in the most affordable way possible. The National Benefit Funds have continued to see consistent growth in assets and in the participant base across all the Funds. Total annual contributions through the end of 2016 were $330,666,710 for all Funds, which represents a 61 percent increase since the end of 2012. Total net assets for the Funds as of December 31, 2016 were $1,470,746,118, which represents a 57 percent increase since the end of 2012. The Plans available within the National Benefit Funds are identified below. The IATSE Annuity Fund – this defined contribution retirement plan has no required employer contribution rate. A pre-tax salary deferred 401(k) feature is available in addition to negotiated employer contributions. Eligible participants can add to their retirement security on a voluntary basis. There are two different ways in which a participant can defer salary to this Fund. The first is through an IRS safe harbored feature that requires a minimum percentage of salary (3 percent or greater) contribution from the employer to the Annuity Fund in order for members to defer pre-tax contributions to the 401(k) component. The second is through the rules of the former 401(k) Fund, which merged into the Annuity Fund on January 1, 2010. There is no minimum required employer contribution rate for participation in this second deferral feature. The requirement is that employment be in the motion picture industry. The IATSE National Pension Fund – this defined benefit retirement plan features two unique programs, Plans B and C. Plan B was established in 1957. This Plan’s final retirement benefit is based on the last 3 years of employment and the associated daily employer contribution level. Participation in this Plan requires a daily employer contribution rate as prescribed by the Plan. Plan C was established in 2002 for the motion picture industry and any other industries and situations where flexibility in the contribution rate is needed. The retirement benefit is calculated as a percentage (three percent) of all employer contributions received throughout a participant’s career up to a twenty-five year cap. The IATSE National Vacation Fund – predominant participation is by Pink Contract employees for this post-tax annual benefit. The IATSE National Health and Welfare Fund – There are two unique offerings in this Fund, Plan A and Plan C. Plan A is a traditional health plan which requires a minimum daily employer contribution. Coverage is earned by working sixty days in a 6-month period. Coverage is granted in 6-month intervals. Coverage is either earned or not; there is no selfpayment or banking of days feature to this Plan. Plan C has seven coverage options designed to meet the needs of members in every phase of the entertainment industry and requires no fixed employer contribution. The coverage options available under Plan C are: - Plan C1 – the highest cost plan option features low co-payments in its medical, surgical, hospital, prescription and dental benefits program. There is an in-network and out-ofnetwork feature. - Plan C2 – an industry competitive plan option offering benefits similar to C1 but with higher co-payments; it offers both in-network and out-ofnetwork coverage. - Plan C3 - introduced in October 2007, this in-network only option provides higher cost-sharing in its medical, surgical and hospitalization benefits structure at very affordable rates. - Plan C4 – introduced as a high deductible option on January 1, 2015 this in-network only option is the lowest cost option meeting Affordable Care Act (ACA) guidelines available. - Triple S – this is an HMO option available for participants residing in Puerto Rico. - Stand-alone MRP – a medical reimbursement plan for those enrolled in another employer or union sponsored group health plan that meets the ACA minimum value standards. - Retiree Only MRP - established on January 1, 2014 as a medical reimbursement program for retired participants on Medicare. The National Benefit Funds are governed by 14 Trustees, seven representatives from Labor and seven representa- THIRD QUARTER 2017 37
Page 2 and 3: Stand Up, Fight Back! The Stand Up,
Page 4 and 5: EXECUTIVE OFFICERS Matthew D. Loeb
Page 6 and 7: OFFICIAL NOTICE This is to advise t
Page 8: INTERNATIONAL ALLIANCE OF THEATRICA
Page 11 and 12: Sarah Payne sang the anthems of the
Page 13 and 14: AFL-CIO President Richard Trumka Ka
Page 15 and 16: INTERNATIONAL PRESIDENT LOEB PRESEN
Page 17 and 18: SERGEANT-AT-ARMS AND PAGES Ben Adam
Page 19 and 20: Actions of the Convention AMENDMENT
Page 21 and 22: Actions of the Convention CONVENTIO
Page 23 and 24: that we must do all within our powe
Page 25 and 26: and applied the two Resolves to all
Page 27 and 28: THE DIPLOMAT RESORT HOTEL • HOLLY
Page 29 and 30: his tenure, he served the Internati
Page 31 and 32: The IATSE West Coast Office operate
Page 33 and 34: were achieved through the solidarit
Page 35: ties within their Locals, workplace
Page 39 and 40: for the 2016 work period contributi
Page 41 and 42: vider. The MPI Health Plans have ex
Page 43 and 44: agreement. It provides a mechanism
Page 45 and 46: concluded. Between November 2015 an
Page 47 and 48: cludes standard provisions such as
Page 49 and 50: Local 105 as the bargaining agent f
Page 51 and 52: successor negotiations with its oth
Page 53 and 54: nizing efforts have focused on thre
Page 55 and 56: The Department is led by Vice Presi
Page 57 and 58: provide safety and skills training
Page 59 and 60: under contract in recent years thro
Page 61 and 62: members, and the labor movement at
Page 63 and 64: immediately began requesting more i
Page 65 and 66: with topics that often arise on Int
Page 67 and 68: the IATSE has participated in “Hi
Page 69 and 70: could be used by local experts to t
Page 71 and 72: To increase our strength at the bar
Page 73 and 74: cers throughout these states have i
Page 75 and 76: motion picture and television indus
Page 77 and 78: Our involvement in legislative matt
Page 79 and 80: NAME LOCAL NAME LOCAL NAME LOCAL NA
Page 81 and 82: LOCAL SECRETARIES AND BUSINESS AGEN
Page 83 and 84: MAHSG 706 HOLLYWOOD‐John Jackson,
Page 85 and 86: LOUISIANA S 039 NEW ORLEANS‐Darre
Page 87 and 88:
M 311 MIDDLETOWN/NEWBURGH/KINGSTON
Page 89 and 90:
3340 Poplar Avenue, Suite 129, Memp
Page 91 and 92:
! B a c k i n t h e ! S o u t h e a
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