DISCRIMINATION FOR UNION ACTIVITY Clause Samples

DISCRIMINATION FOR UNION ACTIVITY. There shall be no discrimination, interference, restraint or coercion by the employer or supervisors against any employee, applicant or probationary employee for their activity on behalf of or membership in the union or anti-union activity. There shall be no discrimination, interference, restraint or coercion by the union or any of its officers or members against any applicant, probationary employee or employee for their activity for or against the union or another union. The union shall share equally with the city the responsibility for applying the provisions of this section, which responsibility includes fair representation of non-members and other responsibilities as a bargaining agent.

DISCRIMINATION FOR UNION ACTIVITY. The Theatre shall not dismiss or otherwise penalize any Actor for fulfilling the Actor’s duties or obligations as a Deputy or an Equity member. Rule 21. DUES AND INITIATION FEES Rule 22. DUTIES OF THE ACTOR Rule 23. ELECTRONICS‌

DISCRIMINATION FOR UNION ACTIVITY. (A) The Producer shall not dismiss or otherwise penalize any Actor for fulfilling the Actor's duties or obligations as a Deputy or as a member of Equity. (B) In the event the employment of a Deputy is terminated for any reason whatsoever, the Producer shall furnish written reasons for such termination to both the Deputy and Equity at the time of dismissal. (C) Any Deputy or member who claims that the Producer has given notice or otherwise penalized the Deputy or the member of Equity for fulfilling duties either as a Deputy or as an Equity member may present the case to the Equity Regional Director who shall give the Producer an opportunity to be heard. If the Regional Director is satisfied that such activities are the real cause of dismissal or of any penalty, the Equity Regional Director may permit the Actor's claim to be arbitrated, and shall have the right to determine the character and the amount of the claim to be submitted. (D) It is further agreed that, if upon arbitration the claim of the Deputy or member is sustained, the arbitrator shall have the right to impose a penalty, which penalty shall be at the discretion of the arbitrator, but shall not exceed the sum of $1,000 or five weeks’ salary, whichever sum is the greater. If the claim is sustained, the Deputy or the member shall also be reinstated with back pay from the date of dismissal to date of reinstatement.

DISCRIMINATION FOR UNION ACTIVITY. ‌‌ The University and/or Theatre shall not dismiss or otherwise penalize any Actor for fulfilling duties or obligations as a Deputy or an Equity member. Any Equity member, who claims that the University and/or Theatre has given him notice, or otherwise penalized the Actor for fulfilling duties as an Equity member, may present his case to Equity, which shall give the University and/or Theatre an opportunity to be heard if it desires to avail itself of this opportunity. If Equity is satisfied that such activities are the real cause of dismissal or of any penalty, it may permit the Actor's claim to be arbitrated and shall have the power to determine the character and the amount of the claim to be submitted. In the event the employment of a Deputy is terminated, the University and/or Theatre will furnish the reasons for this termination to both the Deputy and Equity simultaneously. Whenever a Deputy is dismissed or otherwise penalized, Equity shall investigate the reasons for such dismissal or penalty. If Equity is satisfied upon investigation that said Deputy was dismissed or otherwise penalized for fulfilling duties or obligations as a Deputy, the case shall be presented to Equity and the University and/or Theatre shall have the right to appear before Equity. After said hearing, Council shall have the right to permit arbitration of the Deputy's claim and to determine the character and amount of the claim submitted. It is further agreed that, if upon arbitration the claim of the Deputy is sustained, the arbitrator in his discretion shall have the right to impose a penalty not to exceed five weeks' salary. If the Deputy's claim is sustained, the Deputy shall also be reinstated with back pay from date of dismissal to date of reinstatement.

DISCRIMINATION FOR UNION ACTIVITY. The Producer shall not dismiss or otherwise penalize any Actor for fulfilling duties or obligations as an Equity member. (See also Rule 54(F) TERMINATION.) In the event the employment of an Actor is terminated, the Producer shall furnish the reasons for this termination to both the Actor and Equity simultaneously at the written request of the Actor who has been dismissed. Any Equity member who claims that the Producer has given notice or has been otherwise penalized for fulfilling duties as an Equity member may present his case to Equity, which shall give the Producer an opportunity to be heard if the Producer desires to take advantage of this opportunity. If Equity is satisfied that such union activities are the real cause of dismissal or of any penalty, it may permit the Actor's claim to be arbitrated and shall have the power to determine the character and the amount of the claim to be submitted. It is further agreed that if upon arbitration the claim of the Actor is sustained, the arbitrator, in his discretion, shall have the right to impose a penalty in an amount he determines. If the Actor's claim is sustained, the Actor shall also be reinstated with back pay from the date of dismissal to the date of reinstatement.

DISCRIMINATION FOR UNION ACTIVITY. The Theatre shall not dismiss or otherwise penalize any Actor or Stage Manager for fulfilling their duties or obligations as a Deputy or an Equity member.

DISCRIMINATION FOR UNION ACTIVITY. The Theatre shall not dismiss or otherwise penalize any Actor for fulfilling the Actor’s duties or obligations as a Deputy or an Equity member. (A) The Theatre shall deduct from the weekly salary of every employee who is, or may become, a member of Equity, as provided for in this Agreement, initiation fees and union dues, provided that the Theatre receives from Equity a proper authorization, agreed to and signed by the employee. (See also Rule 72, Union Security.) (B) Any monies so deducted shall be held in trust by the Theatre for the benefit of Equity and delivered to Equity no later than 30 days following the date on which the deductions were made. (C) Should the Theatre fail to deliver to Equity any and all monies so deducted within 30 days following the date on which the deductions were made, Equity shall assess a penalty of $50.00 for each week of failure to deliver the monies so deducted. Any such penalties shall be paid to the Equity-LORT Subsidiary Rights Trust Fund.

DISCRIMINATION FOR UNION ACTIVITY. 12.01 The Company will not in any manner discriminate against any employee because of membership in or activity on behalf of the Union. Any claim charging discrimination because of such memberships or activity shall be reviewed in accordance with the provisions of Article 13. If the controversy is processed under that Article and not satisfactorily settled, either party may submit, by written notice, the question to arbitration as provided in Article 14 of this agreement. Such written notice must be given no later than 30 calendar days from the Company’s or the Union’s answer or the expiration of time within which to answer at the final step of the grievance procedure. If written notice of arbitration is not given within the time specified, the grievance shall be considered settled. Awards shall be retroactive to the extent provided in Article 18 of this Agreement.