CODE OF CONDUCT
Teamsters Local Union 155 represents workers in the film industry. The union works to strengthen and uphold their rights and promote their economic interests. In meeting our mandate, we strive to promote core values of solidarity, equality, democracy, integrity, and respect. We are committed to mobilizing our energy and skills to work together to promote these values and to attain these goals in our union, our community, and our industry.
Local 155 is committed to maintaining a union which is inclusive, welcoming, and free from harassment, discrimination and all types of bullying and intimidation. Our members, the officers they elect, and the staff who serve them deserve a safe and respectful environment. Local 155’s expectation is that mutual respect, understanding and co-operation will be the basis of all our interaction.
This Code of Conduct is intended to deal with complaints of inappropriate behaviour at the Local 155 office, at events and meetings organized by the union, and complaints which may arise in the workplace, although those will usually be dealt with by employers and controlled by the union through the grievance procedure or the workplace harassment policy.
As Local 155 members, staff, and elected officers, we commit to one another and to the union to be governed by the principles of the Code of Conduct and agree to:
- Respect the views of others, even when we disagree.
- Recognize and value individual differences.
- Make sure that we do not harass or discriminate against each other.
- Commit to not engaging in offensive comment or conduct.
- Maintain the integrity of the Dispatch Procedures.
- Ensure that we do not act in ways that are aggressive, bullying, or intimidating.
- Not attack or abuse coworkers, staff, and/or members using online platforms or post anything derogatory or offensive.
- Take responsibility for not engaging in inappropriate behaviour due to abuse of alcohol or other drugs while participating in union activities or in the workplace.
Harassment is objectionable behaviour which may include actions, language, gestures, and/or written material, and which the harasser knows or ought reasonably to know is abusive and unwelcome. Bullying is a form of harassment which is serious ongoing behaviour which targets an individual or group and which threatens that person or persons’ mental and/or physical well-being. Neither is tolerated.
Breaches of the Code of Conduct or problems arising under the Code of Conduct may be reported, in writing, to the Union by any two of the following:
- The Producer;
- Shop Steward;
- A member;
- Captain or Coordinator;
- The Union.
Where possible, complaints should be supported with documentation. After a reporting, every attempt will be made to work with the member to correct and solve problems with mentoring, training or counselling. Members are encouraged to be honest in their capabilities or ask for training or assistance in elevating their skills.
A violation of the Code of Conduct may, but is not limited to, any one of the following responses:
- Coaching (Shop Steward, Captain or Co-ordinator);
- Verbal or written warnings (Business Agent or Officer of the Union);
- Suspension from dispatch (Executive Board);
- Monetary fines (Executive Board);
- Such other action or penalty as may be levied by the Local 155 Executive Board.
Individual members not complying with membership responsibility may be brought before the Local 155 Executive Board, where the member’s failure to meet their obligations to the Local and their employer(s) will be addressed. As determined at the discretion of the Executive Board, Local 155’s role is to use all available means to correct the compliance problem, including discipline.
When charging, or lodging a complaint against a Union member, details concerning the actual offense(s) or misconduct must be clearly stipulated.
