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The Fair Employment Practices Committee (FEPC) was formed by the CFM in response to members' requests to address challenges that may arise in workplaces due to workplace misconduct, and in an effort encourage diversity, equity, and inclusion. The FEPC facilitated the CFM's partnership with #notme, an anonymous reporting platform which is offered free to CFM members to utilize should they encounter a difficult situation at work. The #notme app can and should be used to engage in open communications with the CFM about what you see happening in your workplace. Please read the article below for more information and download the #NotMe app to your phone!

Equality in the Workplace

The CFM Fair Employment Practices Committee (FEPC) encourages all members to know their rights in the workplace. CFM members have a right to work in a safe and healthy environment, free from discrimination, harassment, bullying, unsafe conditions, or other unfair or unlawful mistreatment. If you see or experience any form of inappropriate conduct have concerns for your safety in the workplace, please review the FAQ below, but also report it via the #notme app.

Frequently Asked Questions

When should I report workplace safety concerns?

Any time you feel unsafe at work or you know a safety rule is being violated, you should report that to your union steward, committee member, personnel manager, contractor, or designated safety officer. In addition, you can use the #notme app to alert the Union to concerns you have about any safety related issue, such as failure to follow COVID safety protocols or other safety hazards you observe at the workplace.

What is "workplace misconduct"?

Workplace misconduct is a very broad term that intentionally encompasses any conduct in the workplace that may be unwelcome to others, interfere with the work environment, or violate a collective bargaining agreement, work rule, CFM bylaws, or the law. While there may not be a remedy for all workplace misconduct, knowing what is happening in our workplaces can help the Union to tailor its policies and procedures to address both actual and potential issues.

What is "workplace discrimination"?

Workplace discrimination is any adverse action taken against a member in a workplace or other location that is related to work that occurs on the basis of race, religion, age, political affiliation or persuasion, disability, ancestry, pregnancy, national origin or ethnic background, color, sex, gender, gender identity or expression, sexual orientation or preference, citizenship status, marital/partnership status and genetic predisposition, or against any other protected class under federal or state law.

For example, workplace discrimination occurs when musicians are passed over for a gig because they are a particular race or religion. Such behavior is also prohibited by Section VIII.D.2.a of the CFM bylaws. Retaliation against any member for reporting workplace discrimination or misconduct is also a violation of the CFM bylaws and may be unlawful.

What is "sexual harassment"?

Sexual Harassment is workplace discrimination that is unwelcome, severe, and pervasive, and is based on sex. There are two types of sexual harassment: hostile work environment and quid pro quo. Quid pro quo sexual harassment occurs when work assignments are conditioned on sexual favors or on other conduct that is related to the person’s sex. For example, if a musician is not hired because he or she refuses to go on a date with the contractor, that would constitute sexual harassment. A hostile work environment is created when the sexual harassment is so severe and pervasive that it alters the work environment. For example, when a stand partner makes constant comments about a person’s appearance, such that the person finds it hard to concentrate and makes mistakes, that could be severe and pervasive enough to constitute hostile work environment sexual harassment. Certain conduct, such as sexual assault in the workplace, may be severe enough on its own to be considered hostile work environment sexual harassment.

What is the Union doing to protect members and provide safer workplaces?

The Union has established the Fair Employment Practices Committee (FEPC). The FEPC’s purpose is to provide resources and tools for encouraging a healthy, safe, and inclusive working environment in our union. The FEPC has recommended and the Board has implemented the #notme app to assist the Union in tracking incidents of workplace misconduct and helping members feel protected in the workplace. You can help the Union and the FEPC stay on top of what’s happening in our union by using the #notme app to report what you see and experience in the workplace.

What is the Union's role in workplace misconduct?

The Union and the FEPC are here to support all members in the workplace and provide resources and information to members when their health and safety is threatened. Typically, when a member feels unsafe or experiences unwelcome conduct in the workplace or as a result of a work relationship, it is the Employer who is legally responsible and liable to correct such behavior. The Union has a legal duty to represent all members fairly and equally, regardless of the member’s role in any workplace issue, and the Union can help facilitate the exchange of information so that the Employer can try to address issues before they have any adverse effects on the workplace.

What protections do I have if I feel like I have been discriminated against or harassed, or if I have witnessed discrimination or harassment?

If you see something, say something. You can only be protected if you tell someone what is going on. The CFM encourages all members to report any instances of actual or suspected discrimination and harassment in the workplace to their employer and to the CFM. Many employers have designated staff or hotlines to which such conduct can be reported. Members can also use the #notme app to report these incidents to the CFM. Alternatively, members may contact State, Federal, or Local authorities to receive guidance and assistance.

The United States Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination and anti-harassment laws, which protect individuals who are discriminated against or harassed because of their race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability and genetic information (including family medical history).

Members should visit https://publicportal.eeoc.gov/Portal/Login.aspx for more information or to file a charge of discrimination.

The EEOC Chicago Office is located at:

JCK Federal Building

230 S Dearborn Street

Chicago, IL 60604

United States

Phone (312) 872-9744

Fax 312-588-1260

TTY 1-866-740-3953

ASL Video Phone 844-234-5122

The Illinois Department of Human Rights (IDHR) enforces anti-discrimination and anti-harassment laws at workplaces with at least one employee, and covers more protected classes than the EEOC.

Members should visit https://www2.illinois.gov/dhr/Pages/default.aspx for more information or to file a charge.

The IDHR is located at:

555 West Monroe Street

7th Floor

Intake Unit

Chicago, IL 60661

(312) 814-6200

(866) 740-3953 (TTY)

(312) 814-1436

(FAX - Administration)

(312) 814-6251

(FAX - Charge Processing)

The IDHR also staffs a sexual harassment hotline. Members can call the State of Illinois Sexual Harassment and Discrimination Helpline at 877-236-7703 Monday through Friday, 8:30 a.m. to 5:00 p.m.

The City of Chicago, Cook County, and other counties in the region also have human rights divisions or departments that can help. Members are encouraged to utilize those resources.