labor-News-Blog

Teamsters 399 Locations Key Changes

The 2021 Teamsters Locations Agreement has been ratified effective August 1, 2021.

To help you prepare for retroactive payments and budgeting, hiring crew, and discussing benefits for your future productions, we've outlined the most recent changes below.

  • Wages for Location Managers
    •  3% increase for weekly “on call” minimum rates, retroactive to August 1, 2021
    • An additional 3% increase effective July 31, 2022
    • An additional 3% increase effective July 30, 2023
      Note: Increases shall be compounded.

    • Minimum wage rates for productions covered under Sideletter #1 and Sideletter #2 shall be calculated in accordance with the terms of those Sideletters, i.e., they lag one year behind the regular minimum wage rates
    • Minimum wage rates in Sideletter #3 shall be increased at the 3% rates listed above
  • Wages for Key Assistant Location Managers (Individual Negotiation)
    • Increase the minimum rate to $2,150/week effective August 1, 2021
    • Increase by 3% effective July 31, 2022
    • Increase by an additional 3% effective July 30, 2023
    • Note: Increases shall be compounded.

    • Minimum wage rates for productions covered under Sideletter #1 and Sideletter #2 shall be calculated in accordance with the terms of those Sideletters, i.e., they lag one year behind the regular minimum wage rates
    • Increase the minimum rate in Sideletter #3 to $1,967/week effective August 1, 2021
    • Increase by 3% effective July 31, 2022
    • Increase by an additional 3% effective July 30, 2023
      Note: Increases shall be compounded.
  •  Wages for Assistant Location Managers Minimum (Individual Negotiation)
    • Increase the minimum rate to $1,645/week effective August 1, 2021
    • Increase to $1,715/week effective July 31, 2022
    • Increase to $1,820/week effective July 30, 2023
    • The foregoing rates also apply on productions which are subject to Sideletter #1, 2 or 3
  • PH&W $15 Million Contributors
    • Health increases $0.40 per hour for each hour worked or guaranteed retroactive to August 1, 2021
    • Health increases an additional $0.40 per hour for each hour worked or guaranteed effective July 31, 2022
    • Health increases an additional $0.40 per hour for each hour worked or guaranteed effective July 30, 2023
  • PH&W Premium Employers (Non-$15 Million Contributors)
    • Health $1.20 per hour worked or guaranteed retroactive to August 1, 2021
    • Health $1.20 per hour worked or guaranteed effective July 31, 2022
    • Health $1.20 per hour worked or guaranteed effective July 30, 2023
  • “On-Call” Benefits to Weekly Scheduled Studio, Nearby and Distant Location Employment
    • Partial week (12 hours per day) increases to 13 hours per day effective July 31, 2022 and increases to 14 hours per day effective July 30, 2023
    • 5-day week (60 hours per week) increases to 65 hours per week effective July 31, 2022 and increases to 70 hours per week effective July 30, 2023
    • 6-day week (72 hours per week) increases to 77 hours per week effective July 31, 2022 and increases to 82 hours per week effective July 30, 2023
    • 7-day week (84 hours per week) increases to 89 hours per week effective July 31, 2022 and increases to 94 hours per week effective July 30, 2023

Note: For the sixth day not worked on distant location, health contributions for ‘on call’ employees shall be based on seven (7) hours. For the seventh day not worked on distant location, health contributions for ‘on call’ employees shall be based on eight (8) hours.

  •  Meal Reimbursement on “Shooting Day” on Location (Effective March 13, 2022)
    •   A Location Manager shall be reimbursed for the actual cost of his 2nd (evening) meal, not to exceed $20.00 (contingent upon submission of receipt of payment of the meal)

  •  Replace Sideletter #8 with the New Media Sideletter to the Locations Agreement (Effective March 13, 2022)

  •  Weekly Report of Employees
    • Location Manager shall issue a weekly report of the Location Managers, Key Assistant Location Managers and Assistant Location Managers that are employed on the production in the preceding week.

Note: Should the Union notify the production of the report not being submitted in a timely manner, the Producer shall have 3 business days to provide the report.

  • Employment Flexibility
    • When a Key Assistant LM is employed as an LM, he may not be re-employed as a Key Assistant Location Manager or an Assistant Location Manager until at least 6 months have elapsed from his first day of employment as an LM
    • Likewise, an LM may accept employment as a Key Assistant or an Assistant, in which case he will not be eligible for employment as a Location Manager for six months
  • Training Only Minimum (Minimum Guarantees; Workweek)
    • A four (4) hour minimum call shall apply for any day on which an employee is paid on an hourly rate under Sideletter #7 does not work and reports for safety or harassment prevention training at the request of an individual Producer
    • A weekly ‘on call’ employee who reports for safety or harassment prevention training shall be paid one-tenth of the weekly ‘on call’ rate for each such day

Note: The foregoing does not apply to a day that is within the weekly guarantee of the weekly employee or a weekly “on call” employee.

  • Housekeeping
    • Remove requirement to provide CSATF with I-9 information
    • Update Waiver of Sick Time Laws (as below)
  •  Holiday (Effective January 1, 2022)
    • Martin Luther King Jr. Day shall be added as a holiday

  • Holiday Accrual (Effective January 1, 2022)
    • Increase from 3.719% to 4%

  • Waiver of New York City Safe and Earned Sick Time Act and Similar Laws
    • Added the inclusion of employees hired in Los Angeles to perform work outside of the 13 Western states, but within the U.S. (under Sideletter #10)
    • Added The New York State paid sick leave law of 2020 (New York Labor Law, Section 196-B)
    • Added The City of Los Angeles Emergency Order regarding Supplemental Paid Leave Due to COVID-19 (amended February 10, 2021); the Los Angeles County COVID-19 Worker Protection Ordinance (Title 8, Chapter 8.200 of the Los Angeles County Code); Los Angeles County Employee Paid Leave for Expanded Vaccine Access (Title 8, Chapter 8.205 of the Los Angeles County Code)
    • Removed the Seattle Paid Sick and Safe Time Ordinance (#123698)

If you have any questions, please contact our Labor Relations team at LaborRelations@gslate.com.


This information in this communication is general in nature, and is not intended, nor should it be construed, as legal, accounting, tax or other professional advice rendered by GreenSlate, LLC. The reader should contact his or her attorney, CPA, or tax professional prior to taking any action based upon this information.

GreenSlate
08 July 2022

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