New England Part Time Employee Handbook
The Green Line Group, Inc. provides media and television broadcast production services, with a special focus on the live television coverage of professional and collegiate sporting events. Our company mission is to provide highly skilled personnel to ensure our clients get the best quality results.
This handbook is intended to inform you of GLG policies, performance guidelines, and code of conduct that should be considered and adhered to when employed by GLG.
Please read the information provided here and indicate your acknowledgement and agreement where indicated.
GREEN LINE GROUP POLICIES
AT-WILL EMPLOYMENT STATUS
This document is not a contract, expressed or implied, of guaranteed employment for any specific length of time.
Employment at GLG is at-will. This means that you have the right to accept or decline work. An at-will employment relationship can be terminated at any time, with or without reason or notice by either the employer or the employee. Your hours will vary according the schedule of client events. There is no guarantee of minimum hours per week.
EQUAL OPPORTUNITY EMPLOYMENT
GLG is an equal opportunity employer and does not unlawfully discriminate against employees or applicants for employment on the basis of an individual’s race, color, religion, creed, sex, sexual orientation, gender, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. This policy applies to all terms, conditions and privileges of employment, including recruitment, hiring, placement, compensation, promotion, discipline and termination.
Whenever possible, GLG makes reasonable accommodations for qualified individuals with disabilities in accordance with the Americans with Disabilities Act. Employees who would like to request an accommodation should contact GLG and provide information about their need for accommodation.
NON-HARASSMENT / NON-DISCRIMINATION POLICY
GLG expects that all employees take part in our effort to create a comfortable and non-threatening work environment. We have a zero tolerance policy for sexual, racial, or harassment of any kind.
GLG prohibits discrimination or harassment based on race, color, religion, creed, sex, sexual orientation, gender, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and is free from discriminatory practices, including without limitation harassment.
Harassment is generally defined as unwelcome verbal or non-verbal conduct that denigrates or shows hostility towards a person because of a certain characteristic. Harassing conduct includes, but is not limited to: epithets; slurs or negative stereotyping; threatening, intimidating or hostile acts, and denigrating jokes, as well as unwanted sexual advances. It also includes display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group based on any protected characteristic.
Furthermore, violence of any kind in the workplace will not be tolerated.
Anyone who feels they have been harassed or discriminated against, or has witnessed or become aware of discrimination or harassment in violation of these policies, should bring the matter to our immediate attention. GLG will promptly investigate all allegations of discrimination and harassment, and take action as appropriate based on the outcome of the investigation. An investigation and its results will be treated as confidential to the extent feasible.
No employee will be retaliated against for making a complaint in good faith regarding a violation of these policies, or for participating in good faith in an investigation pursuant to these policies. If an employee feels he/she has been retaliated against, the individual should immediately inform GLG.
DRUG-FREE / ALCOHOL-FREE ENVIRONMENT
Drug and alcohol use is not permitted on any work site. Any level of impairment while working is a danger to yourself and to those around you. If you are impaired or under the influence of drugs and/or alcohol on a GLG worksite, you will be considered unable to fulfill your job requirement at that time and will have to leave site.
Employees are prohibited from unlawfully consuming, distributing, possessing, selling, or using controlled substances while working. In addition, employees may not be under the influence of any controlled substance, such as drugs or alcohol, while at work. Prescription drugs or over-the-counter medications, taken as prescribed, are an exception to this policy. Anyone violating this policy may be subject to disciplinary action, up to and including termination.
OPEN DOOR POLICY
GLG has an open door policy and takes concerns and problems seriously. The company values each employee and strives to provide a positive work experience. You are encouraged to inform us of any workplace concerns or problems you might be having.
CODE OF CONDUCT
While working, GLG employees must adhere to a standard of professional conduct and integrity towards coworkers, clients, and the general public. Employees should be respectful, courteous, and mindful of others. This ensures that the work environment is safe, comfortable, productive, and supports our clients’ objectives.
Cooperation between coworkers and the ability to take direction well is key to a successful production. Employees are expected to do the job they are hired for, and act with diligence and consideration at all times.
Employees must be respectful of the venue they are working in and must abide by venue rules and regulations. Individuals who act in an unprofessional manner may be subject to disciplinary action.
Employees are expected to dress appropriately for their individual work responsibilities and position. Employees should not wear clothing with logos, images, or text that may be interpreted as offensive, or not in line with the client’s brand.
We ask everyone to practice safety in the workplace. Safety should always be a consideration and closed footwear with good traction should always be worn. If you believe your safety is at risk, you should stop work and immediately report the unsafe situation to the appropriate person on-site. GLG should also be informed of the situation.
In the event of an emergency, dial 911 immediately. If you hear a fire alarm or emergency alert system and/or the venue is being evacuated, you should also proceed quickly and calmly to the nearest exit. Please adhere to any safety protocol that is set-up by the client or the venue, such as a specific location to meet in the event of a building evacuation.
Safety awareness should also extend to caution with equipment. All equipment should be checked for safety before use and should always be in a safe position and secured when left unattended.
If anyone sustains an injury while working, the incident should be first reported to the appropriate medical personnel, the production supervisor, and the GLG Point of Contact (POC). The GLG POC will collect as much information as possible concerning the incident and a follow-up will be done by GLG.
All equipment should be checked at the start of the workday to ensure it is operating properly and is complete. This needs to happen both when it comes out of truck cases and when it is already set-up from the previous show. The truck EIC should be alerted to any damages, operational problems, or missing pieces and supplies. Employees will be held financially responsible if damage to equipment is caused specifically by their negligence.
EQUIPMENT, INTERNET, AND SOFTWARE USE
Employees must only use the equipment provided on site for the sole purpose of essential job-related functions for the event they have been hired to work on. Employees may not use Internet access provided by the client or by the venue for transmitting or downloading any materials that are not expressly associated with the work of the production. Furthermore, the EIC must give approval to any software or files being installed or loaded into any equipment.
Any material that is recorded or produced on-site must be related to the event being worked. Furthermore, employees may not distribute any materials from an event or production in any manner through any medium.
USE OF PERSONAL COMMUNICATION DEVICES
Use of personal cell phones and computers for reasons not related to the production being worked should be kept to an absolute minimum and should never interfere with your ability to do your job.
The credentials that are provided to you are solely for your individual use while working and may not be transferred, loaned, or given to anyone else. Crew credentials cannot be used for event seating.
GLG, employees, and clients share a relationship based on trust and mutual respect. Any proprietary or sensitive information that you become aware of during the course of your professional engagement concerning clients or GLG must be kept confidential. This includes any conversations or videos that are inadvertently recorded in the work place in which personal, sensitive, or confidential information is discussed or displayed.
Punctuality is essential. Employees are expected to arrive at the work site at the time that has been designated for crew call or for their individual work shift to begin. In the event of an unavoidable delay, you should contact GLG to inform them of your situation.
All crew members are required to participate in the facilities and equipment strike. Any exemption must be approved by the onsite Tech Manager or person in-charge.
If a work assignment is cancelled, the compensation due is pre-determined by the applicable union agreement.
The GLG work week as determined by the union agreement is Wednesday through Tuesday. Overtime pay is governed by the applicable union agreement.
GLG asks all union employees to review the union agreement between GLG and IBEW Local Union 1228 and be knowledgeable with the terms that govern their work with GLG. The union agreement will specify the parameters pertaining to:
BREAKS AND MEALS
It is extremely important that the GLG crewer is notified as soon as possible if you cannot make it to your assigned workday. In notifying the crewer, you must confirm that the message has been received. GLG will find a replacement for you, or in case of emergencies, may ask you to assist in finding a replacement. All replacements must be able to execute and complete the work at the skill-level required.
GLG CONTACT PROTOCOL
For employee issues or questions regarding crewing matters, please first contact Amy Scheller. In the following order: Please text, call, or e-mail until you get a response. The follow-up GLG contact for crew is Paul Goldman.
POINT OF CONTACT / SIGNING IN and OUT
Upon arriving on site for a day of work, crew members must sign in with the Point of Contact (POC) and prior to leaving site, crew members must sign out with the POC. Your signature will act as confirmation of the hours worked as well as any overtime, meal penalties and expense that the POC will be reporting to GLG for payroll purposes. If there is a dispute of what is being reported, the crew member must communicate with GLG no later than the day after the event.
DUTIES OF THE POC
The duties of the POC include recording and submitting crew hours and expenses via a spreadsheet provided by GLG. The spreadsheet must be submitted within 24 hours of the end of the event. The POC is responsible for alerting GLG to crew members not on site within 20 minutes of their crew call. If any issues arise on site during the workday, the POC is responsible for alerting GLG at the time of the incident.
It is the intention of GLG to fully comply with all applicable federal, state, and local laws and to respect the terms of our union agreement with IBEW Local Union 1228. This handbook may be updated to maintain compliance with all governing parties or to address any new issues, procedures, or protocols.
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Terms of Agreement
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