Local 802 takes incidents of sexual harassment, bullying, and discrimination extremely seriously and wants to ensure that all musicians have the support they need to thrive.  Although employers have responsibilities under both Title VII and their collective bargaining agreements to provide safe workplaces for all workers, many musicians nevertheless have been subject to sexual harassment and other forms of discriminatory treatment and have not reported what has occurred for fear of retaliation.

Please remember: the responsibility to ensure a safe workplace and to investigate claims of on-the-job harassment/discrimination/violence legally rests with the employer. However, Local 802 is here to provide support to its members through the process — from the initial report to the resolution.

What is the Role of the Employer?

• To provide a copy of an anti-discrimination and harassment policy on your first day of employment
• To make this policy readily available throughout your employment
• To follow this policy on harassment when complaints are made
• To investigate harassment and discrimination claims

What is the Role of Local 802?

• Local 802 CAN
  • Demand that employers provide a safe workplace for Local 802 members
  • Help members access their employer’s harassment policy
  • Take action if employers do not have harassment policies or fail to conduct full and fair harassment investigations
  • Help members navigate their options
  • Help members navigate the reporting and investigative processes
  • Protect members from potential retaliation or reprisals
  • Help keep the employer accountable
• Local 802 CANNOT
  • Intervene in situations where a member doesn’t want us to be involved
  • Take over the employer’s responsibility to investigate and remedy harassment
  • Take action to implement a specific remedy

Local 802 members can use the Local 802 Hotline (www.local802afm.org/hotline) to report any incidents