agreement of august 1, 2015 between producer and … · (b) the term "first aid...

AGREEMENT OF AUGUST 1, 2015 between PRODUCER andInternational Alliance of Theatrical Stage Employees and

Moving Picture Technicians, Artists and Allied Craftsof the United States, Its Territories and Canada and

MOTION PICTURE STUDIO FIRST AID EMPLOYEES,LOCAL #80

Table of Contents

Article Page

1. Scope of Agreement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2. Recognition. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 3. Union Security.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 4. Wage Scales, Hours of Employment and Working

Conditions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5. Better Conditions.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 6. Authority of Union and Producer. . . . . . . . . . . . . . . . . . . . 6 7. Grievance and Arbitration Procedure. . . . . . . . . . . . . . . . . 6 8. Conflict with Laws. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 9. Term of Agreement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 10. Interpretation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 11. Gender - Included Meanings. . . . . . . . . . . . . . . . . . . . . . . 15 12. California Sick Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 13. Waiver of New York City Sick Time Act and Similar

Laws. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

WAGE SCALES, HOURS OF EMPLOYMENT AND WORKINGCONDITIONS

§I. STUDIO MINIMUM WAGE SCALES

Paragraph Page

1. Studio Minimum Wage Scale. . . . . . . . . . . . . . . . . . . . . . 18 2. Classification and Wage Schedule. . . . . . . . . . . . . . . . . . 26 3. Payroll Week. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 4. Fractional Payroll Weeks. . . . . . . . . . . . . . . . . . . . . . . . . 27

§II. STUDIO WORKING CONDITIONS

5. Night Premiums. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 6. Minimum Calls. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 7. Overtime. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

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§II. STUDIO WORKING CONDITIONS (continued)

Paragraph Page

8. Workweek; Sixth or Seventh Day Worked in anEmployee's Workweek. . . . . . . . . . . . . . . . . . . . . . . 28

9. Holidays.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 10. Call-backs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 11. Golden Hour Provisions. . . . . . . . . . . . . . . . . . . . . . . . . . 37 12. Interchange of Job Classifications. . . . . . . . . . . . . . . . . . 39 13. Working in Higher Classification. . . . . . . . . . . . . . . . . . . 40 14. Layoff Provisions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 15. Change and Cancellation of Calls. . . . . . . . . . . . . . . . . . . 40 17. Time Cards and Computation of Work Time. . . . . . . . . . 41 18. Stand-by Calls. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42 19. Pay-off Requirements. . . . . . . . . . . . . . . . . . . . . . . . . . . . 42 20. Meal Periods and Meals. . . . . . . . . . . . . . . . . . . . . . . . . . 42

§III. STUDIO ZONE AND SECONDARY STUDIO ZONEDEFINITIONS AND WORKING CONDITIONS

21. Studio Zone. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 22. Secondary Studio Zone. . . . . . . . . . . . . . . . . . . . . . . . . . . 47 23. Zone Waivers.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

§IV. NEARBY LOCATION DEFINITIONS AND WORKINGCONDITIONS

25. Nearby Locations Defined.. . . . . . . . . . . . . . . . . . . . . . . . 49 26. Work Time; Travel Time.. . . . . . . . . . . . . . . . . . . . . . . . . 49 27. Transportation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49 28. Truck Travel Allowances. . . . . . . . . . . . . . . . . . . . . . . . . 49 29. Golden Hours.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49

§V. DISTANT LOCATION MINIMUM WAGE SCALES

31. Distant Location Minimum Wage Scales. . . . . . . . . . . . . 50 32. Minimum Calls and Allowances on Distant Location. . . 54

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§VI. DISTANT LOCATION DEFINITIONS AND WORKINGCONDITIONS

Paragraph Page

36. Distant Locations Defined.. . . . . . . . . . . . . . . . . . . . . . . . 54 37. Traveling Expenses and Accommodations. . . . . . . . . . . . 54 39. Travel Time, Work-and-Travel Conditions and Pay

Provisions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55 41. Call-backs (Rest Period). . . . . . . . . . . . . . . . . . . . . . . . . . 57 43. Sixth Day Worked on Distant Location. . . . . . . . . . . . . . 58 44. Golden Hours on Distant Location. . . . . . . . . . . . . . . . . . 58 45. Meal Periods on Distant Location.. . . . . . . . . . . . . . . . . . 58 46. Night Premiums on Distant Location. . . . . . . . . . . . . . . . 60 47. Time Cards on Distant Location. . . . . . . . . . . . . . . . . . . . 60 48. Clean-up Facilities on Location. . . . . . . . . . . . . . . . . . . . 60 50. Other Working Conditions. . . . . . . . . . . . . . . . . . . . . . . . 60

§VII. GENERAL CLAUSES

51. Hazardous Work. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60 52. Allowances for Hazardous Work. . . . . . . . . . . . . . . . . . . 61 53. Abnormally Cold or Wet Work.. . . . . . . . . . . . . . . . . . . . 62 54. Overscale Employees. . . . . . . . . . . . . . . . . . . . . . . . . . . . 62 55. Nearby and Distant Locations. . . . . . . . . . . . . . . . . . . . . . 62 57. Earnings Reports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62 58. Personal Service Contracts. . . . . . . . . . . . . . . . . . . . . . . . 62 59. Studio Pass.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62 60. Stewards.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63 62. Safety. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63 63. Equipment and Supplies. . . . . . . . . . . . . . . . . . . . . . . . . . 65 63.1 Uniforms. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65 63.2 First Aid Equipment on Location. . . . . . . . . . . . . . . . . . . 65 63.3 Temporary Shelter for Outdoor Work.. . . . . . . . . . . . . . . 65 66. Non-Discrimination.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66 67. Foremen and Supervisory Employees.. . . . . . . . . . . . . . . 66 68. Seniority.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66 69. Substituting for Department Head.. . . . . . . . . . . . . . . . . . 79 70. Reporting of Accidents. . . . . . . . . . . . . . . . . . . . . . . . . . . 79 71. Employees in the Armed Services.. . . . . . . . . . . . . . . . . . 79 72. Vacations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 80 73. Jurisdictional Disputes. . . . . . . . . . . . . . . . . . . . . . . . . . . 89 73.1 Letter of Understanding re Procedure for Implementing

Paragraph 73.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 90 74. Severance Pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 90 76. Re-employment of Former Labor Union Officers. . . . . . 97

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§VII. GENERAL CLAUSES (continued)

Paragraph Page

77. Return of Transferred Employee to Bargaining Unit. . . . 97 78. Technological Change.. . . . . . . . . . . . . . . . . . . . . . . . . . . 98 79. Leave of Absence. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 102 80. Bulletin Boards. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 102 85. Training. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 102 91. Relieving Daily Schedule Employees on Shooting Unit. 102

EXHIBITS: Exhibit "A". . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 104 Exhibit "B" - Guidelines re Extended Work Days. 109 Exhibit "Z" - Studio Zone and Secondary

Studio Zone Map.. . . . . . . . . . . . . . . . . . . . . 110

SIDELETTERS:

1. Staffing of First Aid Personnel During PlannedHazardous Activities on Production Units within theJurisdiction of IATSE, Local 16, in California. . . . . . . . 111

2. Failure to Maintain Medical Technician Certification. . 112

3. Special Conditions for One-Half Hour and One-HourPilots and One-Hour Episodic Television Series (Other than Pilots or Series Made for Basic Cable). . . . 113

4. Special Conditions for Long-Form Television MotionPictures (Including Movies-of-the-Week, Mini-Seriesand Two (2) Hour Pilots for Which No Commitmentfor a Series Exists at the Time of the Pilot Order). . . . . 116

5. Made-For-Home Video Productions.. . . . . . . . . . . . . . . 130

6. Productions Made for Basic Cable. . . . . . . . . . . . . . . . . 131

7. Sideletter to the Producer-IATSE Basic Agreement reProductions Made for New Media. . . . . . . . . . . . . . . . . 132

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AGREEMENT OF AUGUST 1, 2015BETWEEN PRODUCER AND I.A.T.S.E. & M.P.T.A.A.C.

AND LOCAL #80 (FIRST AID) THEREOF

THIS AGREEMENT, executed as of August 1, 2015between the International Alliance of Theatrical Stage Employees andMoving Picture Technicians, Artists and Allied Crafts of the UnitedStates, its Territories and Canada (hereinafter referred to as the"IATSE") and

LOCAL #80 (FIRST AID)

(hereinafter referred to as the "Local Union") of the InternationalAlliance of Theatrical Stage Employees and Moving PictureTechnicians, Artists and Allied Crafts of the United States, its Territoriesand Canada (both hereinafter referred to as the "Union"), on the onehand, and the following companies, separately and respectively:

THE ALLIANCE OF MOTION PICTURE AND TELEVISIONPRODUCERS ON BEHALF OF THE COMPANIES LISTED ONEXHIBIT "A" ATTACHED HERETO AND THOSE PRODUCERSWHO HAVE EFFECTIVELY CONSENTED, IN WRITING, TO BEPART OF THE SINGLE MULTI-EMPLOYER BARGAINING UNIT(each hereinafter respectively referred to as the "Producer" andcollectively referred to as the "Producers"), on the other hand.

In consideration of the mutual agreements herein contained,the parties hereto agree as follows:

ARTICLE 1. Scope of Agreement

This Agreement is made subject to the "Producer-I.A.T.S.E. andM.P.T.A.A.C. Basic Agreement of 2015."

(a) This Agreement shall be applicable to the classifications ofemployees listed in the "Wage Scales, Hours of Employment andWorking Conditions" set forth herein, employed by Producer to performservices in the County of Los Angeles, or hired by the Producer in theCounty of Los Angeles to perform services outside the said County, butwithin the limits of the United States, its territories and Canada.

In the event the Producer elects to and does employ a personin the County of Los Angeles, California to perform work outside thelimits of the United States, its territories and Canada in any of the jobclassifications covered hereunder, then the provisions of this Agreementshall apply to such person. However, such person and Producer may

make any other agreement to apply to such employment, such as a "flatdeal" contract, in the place and stead of the provisions of thisAgreement, provided such other agreement requires not less thanseventy-five (75) hours per week in pension and health contributions tobe made on behalf of such person (which amount may be prorated forpartial workweeks).

(b) The term "First Aid Personnel," as used herein, meansqualified First Aid personnel who possess an Emergency MedicalTechnical Certificate issued by the State of California, or the equivalentthereof, except as is otherwise provided by Paragraph 68(a).

(c) Producer will supply First Aid Personnel in the studio whenthere are shooting crews or regularly-scheduled construction shiftsworking at the studio or when there is sufficient irregular constructionwork at the studio warranting First Aid coverage.

(d) Producer agrees that during planned hazardous activities onproduction units within the state of California, the Producer must supplyFirst Aid Personnel under this Agreement. During planned hazardousactivities on production units within the states of Washington, Oregon,Idaho, Nevada, Arizona, Montana, Wyoming, Colorado, Utah andNew Mexico, Producer may supply First Aid Personnel under thisAgreement.

The staffing of First Aid Personnel under this Agreementshall be left to the Producer's discretion when employees are engaged instriking or rigging.

With respect to construction, the Producer shall make a goodfaith determination whether First Aid Personnel employed under thisAgreement should be assigned. In making such determination, theProducer shall consider the following: (i) the size of the crew; (ii) theproximity of emergency medical care; (iii) the type of equipment andtools involved in the construction; and (iv) whether the constructionrequires work at elevations. If Local #80 believes that the Producer'sdetermination concerning the staffing of First Aid Personnel duringconstruction has not been made in good faith, the Local may request thatthe International Representative-in-Charge, IATSE West Coast ("theRepresentative") review the Producer's decision. If the Representativedetermines that such determination has not been made in good faith, theRepresentative will meet with a representative of the AMPTP and thetwo parties will resolve the issue. Such procedure shall be the sole andexclusive procedure for resolving disputes concerning the assignment ofFirst Aid Personnel under this Agreement when employees are engagedin construction; Article 7 of this Agreement is not applicable.

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Producer may assign First Aid Personnel covered under thisAgreement in other situations.

(e) Whoever is employed in a First Aid capacity on distantlocation shall have proper first aid equipment.

(f) With respect to construction shifts in the studio or on alocation, the general custom and practice shall continue.

(g) Producer agrees to give the Union forty-eight (48) hoursnotice when possible, but in no event less than twenty-four (24) hoursnotice, of any distant location where First Aid Personnel or a doctor isnot to be used. Failure of the Union to protest within such notice periodshall be deemed a waiver of any objections it may have to such decisionof the Producer.

(h) The term "employee," as hereinafter used, shall be deemed tomean an employee subject to the terms and conditions of thisAgreement.

ARTICLE 2. Recognition

The Producer recognizes the IATSE as the exclusive collectivebargaining representative of all employees employed by Producer in theclassifications listed in this Agreement. The Union makes thisAgreement on behalf of such employees, the majority of whom theUnion warrants are members of the Union in good standing.

The Local Union represents that the terms of this Agreement havebeen submitted to its membership and have been duly approved thereby.

ARTICLE 3. Union Security

(a) Each and every employee subject to this Agreement, hired bythe Producer to perform services in the County of Los Angeles, or hiredby the Producer in the County of Los Angeles to perform servicesoutside said County, shall be and remain a member in good standing ofthe Union on and after the date he is placed on the Industry ExperienceRoster or on and after the thirtieth day following his first day ofemployment or the effective date of this Agreement, whichever is later. The foregoing requirements of Union membership as a condition ofemployment shall be subject to the obligations of the parties under thelaw. As defined and applied in this Article 3(a), the term "member of theUnion in good standing" means a person who offers to pay (and, if the

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Union accepts the offer, pays) Union initiation fees and dues as financialobligations in accordance with the requirements of the National LaborRelations Act.

(b) Within a reasonable time, but not to exceed three (3) daysafter receipt of written notice from the IATSE and/or the Local Unionthat any such then-employed employee is not a member as aboverequired, and that such employee has been so notified in writing prior tosuch notice to Producer, the Producer shall discharge any such employeewho fails to remedy such default within said three (3) days afterProducer receives such notice. The Producer shall not be in defaultunless it fails to act, if necessary, within said time after receipt of suchnotice.

(c) Producer agrees to inform the Local Union, in writing, withinseven (7) days (Saturdays, Sundays and holidays excluded) from the dateof employment hereafter, of the name, residence address, social securitynumber and date of employment of any employee subject to thisAgreement.

(d) In case of repeal or amendment of the Labor ManagementRelations Act of 1947 or in case of new legislation rendering permissibleany union security to the Union greater than those specified in thisArticle of this Agreement, then and in such event, such provisions shallautomatically be deemed substituted in lieu thereof. In such event, andif permissible under law, the Union agrees to supply adequate,competent and qualified employees for the job requirements of theProducers in the crafts and classifications covered by this Agreementand, if the Union fails to do so, the Producer may secure such employeesfrom any source.

ARTICLE 4. Wage Scales, Hours of Employment and WorkingConditions

Wage scales, hours of employment and working conditions shallbe as set forth in the "Wage Scales, Hours of Employment and WorkingConditions" herein for employees employed on theatrical and televisionmotion pictures recorded on film and on theatrical motion pictures andone-hour and long-form prime time dramatic television motion picturesrecorded digitally.

Wage scales shall be as set forth in this Agreement, and workingconditions shall be as set forth in the Videotape ElectronicsSupplemental Basic Agreement ("Videotape Agreement"), for

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employees employed on one-half hour prime time1 dramatic televisionmotion pictures recorded digitally,2 except that:

(a) Paragraphs 5 ("Night Premiums") and 10 ("Call-backs")of Section II ("Studio Working Conditions") of this Agreement shallapply in lieu of Paragraph 16 ("Night Premiums") and 28 ("Call-backs")of the Videotape Agreement for employees employed on one-half hoursingle camera prime time dramatic television motion pictures recordeddigitally;

(b) The special conditions set forth in Sideletter No. 1 tothe Videotape Agreement shall apply to employees employed on one-half hour pilots recorded digitally;

(c) The special conditions set forth in Sideletter No. 2 tothe Videotape Agreement shall apply to employees employed on one-half hour single camera prime time dramatic television series recordeddigitally, the production of which commenced on or after October 1,2006; and

(d) The special conditions set forth in Sideletter No. 4 tothe Videotape Agreement shall apply to employees employed on one-half hour dramatic pilots or series recorded digitally that are made forbasic cable.

ARTICLE 5. Better Conditions

Nothing in this Agreement shall prevent any individual fromnegotiating and obtaining from the Producer better conditions and termsof employment than those herein provided. Provided also, that theProducer, at its discretion, with or without Union consultation, may giveany individual better conditions and terms than those herein provided.

Producer will notify the Union of the fact that it has executed anywritten personal service contract with any person subject to thisAgreement, and will certify that such personal service contractconforms, at least, to the terms and conditions of this Agreement andthat an extra copy of such contract has been furnished to the employee.

1 For the purpose of this Agreement, "prime time" shall be defined as the hours between8:00 p.m. and 11:00 p.m. in the Eastern and Pacific time zones from Monday through Saturday(one hour earlier in the Central and Mountain time zones) and between the hours of 7:00 p.m.and 11:00 p.m. in the Eastern and Pacific time zones on Sunday (one hour earlier in the Centraland Mountain time zones).

2 For sake of clarity, "situation comedies" recorded digitally for television are includedwithin the meaning of "dramatic television motion pictures."

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No such granting to any individual of better conditions and terms,if any, shall in any manner affect the conditions and terms hereinprovided, nor shall it be considered in any manner as precedent forgranting better conditions and terms than those herein provided to anyother individuals or job.

ARTICLE 6. Authority of Union and Producer

The Union and the Producer each agrees that it will not maintainnor adopt any Articles or By-laws or any rules or orders which will be inconflict with this Agreement.

ARTICLE 7. Grievance and Arbitration Procedure

In the event of any dispute between the Local Union or any of thepersons subject to this Agreement and the Producer with regard to wagescales, hours of employment or working conditions or with regard to theinterpretation of this Agreement concerning such provisions, theprocedure, unless otherwise specifically provided herein, shall be asfollows:

Step One - The aggrieved party shall mail or deliver to the otherparty a written notice of the claim and concurrently furnish a copy ofsuch notice to the International Representative of the IATSE andContract Services Administration Trust Fund. Such written notice shallcontain the specific contract sections which are alleged to have beenviolated, the date(s) or approximate date(s) of the alleged violation(s),the facts on which the grievance is based, the name of the production (ifany), the remedy sought and the names of the individuals aggrieved,when known, except for group claims for which the classifications of theindividuals aggrieved, when known, shall be listed. The party which hasreceived the grievance shall, within fifteen (15) working days after thegrievance has been received, respond in writing to the aggrieved party,setting forth the reasons, if any, for the action(s) taken by it, whichaction(s) gave rise to the grievance. Copies of such written responseshall also be furnished to the same parties served with the grievance. The representative of the Local Union and the designated representativeof Producer shall immediately discuss the matter and the grievance shallbe settled if at all possible. The decision, if any, of such representativesshall be final and binding upon the parties and any employeesconcerned.

A claim by the Local Union that the confirmation set forth in thesecond paragraph of Paragraph 6(a) of this Agreement has been violated

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by a Producer may be filed only upon the written approval of the WestCoast office of the International Union. Such written approval shallaccompany the claim.

If the party receiving the grievance fails to serve the writtenresponse as required by Step One, then the other party may elect toproceed directly to arbitration or to Step Two by serving a writtendemand upon the other party within five (5) working days after thewritten response was due.

Conciliation Committee

Step Two - If, within ten (10) working days after the response hasbeen served, the parties fail to meet, or if the grievance is not settled,then the aggrieved party may proceed to Step Two, by delivering ormailing, within five (5) working days thereafter, a written demand,which shall include a statement of the particulars of the claim, upon theother party and upon the International Representative of the IATSE andCSATF. If neither party requests a Step Two conciliation meeting, thenthe aggrieved party may proceed directly to Step Three regardingexpedited or regular arbitration, by serving a written demand upon theother party within the time periods set forth above. Failure of theaggrieved party to so serve such demand for a Step Two conciliationmeeting or an arbitration shall constitute a waiver of the claim, unlessthe parties mutually stipulate otherwise in Step One.

If a demand for Step Two is so served, the grievance shall bebrought before the Conciliation Committee as soon as practicable, butnot later than twenty (20) working days following the receipt of suchnotice. The Conciliation Committee shall consist of an InternationalRepresentative of the IATSE and a representative of CSATF.

The parties to the grievance shall be present and shall beresponsible for the presentation of their own position at such time andplace. If the aggrieved party fails to appear, then the grievance shall beconsidered as waived. If the responding party fails to appear, then theaggrieved party shall be entitled to proceed with the presentation of itsposition, and the Conciliation Committee, upon presentation of evidenceshowing a contract violation, shall have the authority to and shall issuean immediate final and binding award in favor of the aggrieved party,including an appropriate remedy.

If either party intends to appear, but does not intend to present anyfacts or arguments as to a defense or as to the claim, then such partyshall so notify the other party as to such intention at least three (3) daysprior to the conciliation meeting. In any event, either party may, at least

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three (3) days prior to the date of the Conciliation Committee meeting,cancel such Conciliation Committee meeting and the aggrieved partymay proceed directly to arbitration under Step Three.

The AMPTP and the IATSE shall adopt written rules andprocedures which shall be designed to foster to the maximum extentpossible the exploratory and conciliatory nature of Step Two of thisprocedure.

The Conciliation Committee shall, at the beginning of the meeting,assist the parties in a good faith attempt to resolve the dispute. In theevent the parties, identified as the Producer and the Union, are able toresolve the grievance with the assistance of the Conciliation Committee,the Conciliation Committee shall reduce the resolution of the grievanceto writing as a binding determination on all parties. Such adetermination shall be signed by the parties.

If the dispute is not resolved as provided above, then both partiesat that time must declare whether they will be bound by a decision of theConciliation Committee. If both parties agree to be bound, then theConciliation Committee shall hear the evidence and arguments of theparties and shall render a decision, which may include a "no decision"award, which shall be final and binding on all the parties, including anyindividual grievant. Disputes involving jurisdiction or technologicalchanges shall be specifically excluded from the jurisdiction of theConciliation Committee.

The Conciliation Committee shall have the right, upon writtenrequest of either party, to refer the dispute back to the parties, withoutprejudice to the merits and without expanding the time limits for thefiling of a grievance or a response, if the Conciliation Committee is ofthe opinion that either the written grievance or response does not meetthe requirements set forth in Step One.

Step Three - If the parties do not agree that the ConciliationCommittee's recommendation will be final and binding on them or if theparties fail to resolve the grievance, or if the Conciliation Committee hasissued a "no decision" award, then the parties may proceed to expeditedarbitration or regular arbitration as provided below:

(a) Expedited Arbitration - The aggrieved party may elect toproceed to expedited arbitration within ten (10) working days followingthe Step Two meeting if no agreement has been reached by the parties,or within ten (10) working days following the cancellation of the StepTwo meeting, but only in cases wherein the claim arises under Paragraph68 involving disputes relating to the failure to follow studio seniority or

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industry seniority, and disputes arising under Paragraph 68 covering thedischarge or discipline for cause of an employee subject to Paragraph 68of the applicable West Coast Studio Local Agreements, or in caseswherein the claim for wage payments, adjustments and/or damagesconsistent with the contract does not exceed fifteen thousand dollars($15,000). The aggrieved party may likewise proceed to expeditedarbitration following Step Two over disputes with regard to only"WAGE SCALES, HOURS OF EMPLOYMENT, AND WORKINGCONDITIONS" provision of the Agreement subject to this Article andprovided the claim for damages does not exceed fifteen thousand dollars($15,000). Any other case may be submitted to expedited arbitrationonly by the mutual agreement of the parties.

Disputes involving jurisdiction or technological changes shallbe specifically excluded from the jurisdiction of expedited arbitration.

Except as time limits are set forth in Paragraph 68, cases thatare submitted to expedited arbitration shall be heard within ten (10)working days after the other party received the demand for expeditedarbitration or within ten (10) working days after the other party givesnotice of its agreement to proceed to expedited arbitration in cases inwhich the mutual agreement of the parties is required.

The Alliance of Motion Picture and Television Producers andthe IATSE shall revise the list of arbitrators assigned to hear expeditedarbitrations. The list shall consist of four (4) arbitrators and one (1)alternate with recognized experience as professional labor arbitrators.

During the term of this Agreement, the parties may mutuallyadd the names of additional persons to the panel of neutral arbitrators toeither supplement the panel or replace persons no longer available toserve.

From the panel of names of the neutral arbitrators set forthabove, the arbitrators shall be assigned, depending upon theiravailability, in rotation, to the cases as they arise. The parties may, bymutual consent, select an arbitrator out of rotation provided that noticeof their selection is given to CSATF prior to the appointment of thearbitrator next in rotation.

The expedited arbitration hearing shall be presided over by aneutral arbitrator assigned from the panel of neutral arbitrators. TheIATSE and CSATF shall schedule the grievances to be heard in order ofreceipt. The grievances must be heard by the assigned arbitrator unlessthat individual becomes unavailable, in which instance the nextarbitrator in the rotation shall hear the grievance. If either party intends

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to be represented by outside counsel at the expedited arbitration hearing,then such party must notify the opposing party within two (2) workingdays after the hearing date for the expedited arbitration has beendetermined. The parties, who may be represented by outside counsel,will not file post-hearing briefs, but may, prior to or during the hearing,present a written statement of the facts. If either party so desires, astenographic record may be made and that party shall pay for thetranscript. In such cases, the transcript shall be solely for the use of theparty requesting it and shall not be used to delay a decision in the matter. The two preceding sentences shall not apply to roster placement norroster removal arbitrations, for which no stenographic record shall bemade. The neutral arbitrator shall have sole authority to rule on allmotions and decide the case.

The writing of an opinion will be at the discretion of theneutral arbitrator. The decision of the arbitrator, which shall be issuedorally and confirmed in writing if requested by either party at theconclusion of the hearing, or in writing within three (3) days from theconclusion of the hearing (the choice being at the sole discretion of thearbitrator) shall be final and binding upon the parties and any employeesconcerned. The neutral arbitrator shall have the power to determine onlythe specific grievance or dispute and, when appropriate, award wageadjustments or damages consistent with the contract, in an amount not toexceed fifteen thousand dollars ($15,000), but shall not have the powerto amend, modify or effect a change in any of the provisions of thisAgreement, nor to determine jurisdictional or technological changedisputes. The decision of the neutral arbitrator shall be non-precedentialand his decision and/or opinion, if any, shall not be offered or admittedinto evidence in any other proceeding other than: (1) a judicial actionseeking confirmation, correction or vacation of said decision; or (2) agrievance or arbitration proceeding involving the same Producer andLocal Union.

Fees and expenses of the arbitrator shall be borne equally bythe parties to the dispute. All other costs shall be borne by the partyincurring the same.

The bills of the arbitrator, together with a completedinformation form, shall be sent by the arbitrator to the IATSE and theProducer involved in the expedited arbitration with copies to CSATF. The information form shall be jointly prepared by the IATSE andCSATF.

The neutral arbitrator shall proceed to hear a dispute properlybefore him under this provision of expedited arbitration, notwithstandingthe fact that a similar case may be pending in a regular arbitration.

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(b) Regular Arbitration - The aggrieved party may elect toproceed to regular arbitration within ten (10) working days following theStep Two meeting if no agreement has been reached by the parties orwithin ten (10) working days following the cancellation of the Step Twomeeting.

The IATSE and the Producers agree to establish a panel ofindividuals with recognized experience as professional labor arbitratorsas members of a standing panel of neutral arbitrators. The panel shallcomprise an odd number of arbitrators.

If demand is served for regular arbitration, then the partiesshall select a sole arbitrator to hear and determine the grievance bymutual agreement. If the parties cannot agree to the arbitrator to beappointed, then each party shall have the right to alternately strike anarbitrator's name from the panel until such time as one arbitrator is leftand the remaining arbitrator shall be selected and appointed as thearbitrator in the proceedings.

The parties shall select the arbitrator within five (5) workingdays after the demand for regular arbitration has been served. Theparties may, by mutual agreement, select the arbitrator outside of thepanel of neutral arbitrators or utilize the list of arbitrators obtained fromthe Federal Mediation and Conciliation Service.

Such hearing shall be held within fourteen (14) days after thearbitrator is selected, at such time and place as the arbitrator shalldetermine. If the arbitrator so selected is unable or unwilling toundertake the arbitration within the time limit herein provided, anotherarbitrator shall be selected from such list. The decision of the arbitratorshall be rendered in writing, stating his reasons for the award, withinthirty (30) days after the submission of the grievance for decision. Thearbitrator's decision shall be final and binding upon the parties theretoand upon any employees concerned. The arbitrator shall have the powerto determine the specific grievance or dispute, but shall not have thepower to amend, modify or effect a change in any of the provisions ofthe Agreement, nor to determine jurisdictional disputes.

Fees and expenses of the arbitrator and cost of a courtreporter and original transcript, when jointly requested, shall be borneequally by the parties to the dispute; otherwise, the party making suchrequest shall pay for it. All other costs shall be borne by the partyincurring same.

(c) Claims - Any claims for the payment of wages or severancepay, not presented under Step One within three hundred sixty-five (365)

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consecutive days after the employee is entitled to such wages orseverance pay, shall be deemed to be waived. Any dispute as to thecorrect amount of payment of holiday or vacation pay, not presentedunder Step One within three hundred sixty-five (365) consecutive daysafter March 15 of the calendar year next following the calendar year inwhich such holiday or vacation pay, as the case may be, was earned,shall be deemed to be waived.

Any other claim or grievance not presented under Step One,within (i) sixty (60) calendar days after the occurrence of the subjectmatter of the grievance or (ii) within sixty (60) calendar days after theemployee or the Union has had a reasonable opportunity to becomeaware of the occurrence, whichever of (i) or (ii) is the later (but in anyevent not to exceed three hundred sixty-five (365) calendar days afterthe occurrence), shall be deemed to be waived. Time on distant locationshall not be included in this period.

For the purpose of this Article, "aggrieved party" shall meanthe Producer or the Union acting on its own behalf or on the behalf of anemployee covered by this Agreement.

(d) In General - The time periods provided for herein may beextended by mutual written consent of the parties.

(e) Scheduling - In scheduling any grievance in Step Two orStep Three, preference shall be given to any grievance involving thedischarge of an employee or a grievance involving the IndustryExperience Roster.

(f) Disciplinary Memos - Disciplinary memos issued to anemployee are admissible evidence in a grievance and/or arbitrationproceeding. However, such disciplinary memoranda, other than thoseresulting in a suspension or discharge, issued more than two (2) yearsprior to the incident or events giving rise to said grievance shall not beadmissible.

(g) An arbitration award issued in either expedited or regulararbitration proceedings or a final and binding award rendered in StepTwo of the grievance procedure which requires the payment of a specificsum of money shall be paid within thirty (30) days of the date of theaward. If payment is not made within said period, interest shall accrueon the sum(s) due from the date of the award at the rate of one percent(1%) per month.

If a calculation is required to determine the specificamount(s) due under the award, the Producer shall calculate such

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amount(s) and shall notify the other party of the specific sum(s) duewithin sixty (60) days of the date of the award. If such calculation is notmade or if notice is not given as required, interest shall accrue on thesum(s) due from the date of the award at a rate of one percent (1%) permonth. If, after calculation, the parties disagree on the sum(s) due, or ifthe amount(s) due and owing under the award cannot be calculatedwithin the sixty-day period as a result of factors beyond the control ofthe Producer, then no interest shall accrue upon the sum(s) due.

ARTICLE 8. Conflict With Laws

In the event that any provisions of this Agreement relating to theamounts and payment of wages or other financial benefits are affectedby any legislation, decision of a court of competent jurisdiction orgovernmental regulation in such manner so that such wages or otherfinancial benefits would be increased over, or decreased under, theamount intended to be paid by the parties hereto at the time of theexecution of this Agreement, then each of the parties hereto agrees thatupon written notice from the other party setting forth the provisions to benegotiated, they will renegotiate for modification of such provisions sothat such provisions will conform to such legislation, decision of a courtof competent jurisdiction or governmental regulation, as the case maybe, and will provide, as nearly as possible, for payment of wages or otherfinancial benefits in the amount intended to be paid by the parties heretoat the time of the execution hereof.

If the parties are unable to arrive at an agreement within thirty (30)days after delivery of such notice, then such provisions in question shallbe immediately submitted to an Arbitration Committee composed of onemember designated by the Producer, one member by the Union and anImpartial Chairman, to be selected by such other two (2) members withinten (10) days following such thirty-day period provided above. ThisArbitration Committee shall promptly proceed to hear and settle suchmatter. The authority of this Arbitration Committee to decide shall belimited solely to determining the appropriate modifications of suchprovisions so that such provisions will conform to such legislation,decision of a court of competent jurisdiction or governmental regulation,as the case may be, and will provide, as nearly as possible, for thepayment of wages and other financial benefits in the amount intended tobe paid by the parties at the time of execution of this Agreement.

The terms and conditions of such appropriate modifications, if any,by the said Arbitration Committee, shall be effective and operative as ofthe date on which the provisions, so modified accordingly, were soaffected by any such legislation, decision of a court of competent

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jurisdiction or governmental regulation, as the case may be, in suchmanner and to the extent as above described and provided. The amountsand payments of wages or other financial benefits contained in suchappropriate modifications, if any, made by such Arbitration Committee,shall be computed and paid thereunder retroactive to the effective date ofsuch modifications. In the event that no such modifications can bemade, as above provided, because of any legislation, decision of a courtof competent jurisdiction or governmental regulation, Producer shall notbe liable for any retroactive back pay adjustments, or any other penalty,if any such modification is thereafter permissible. The decision of thesaid Arbitration Committee shall be final and shall not be subject to theGrievance and Arbitration Procedure in Article 7 above, but its authorityto decide shall be limited to the issue and remedy herein provided. Theabove procedure and conditions shall be the exclusive remedy fordetermining any dispute arising under this Article 8.

Upon written notice by such Arbitration Committee to therespective parties hereto, the modification of such provisions asdetermined by said Committee, as above provided, shall automaticallybecome a part of this Agreement. Fees and expenses of the ImpartialChairman shall be borne equally by the Union and the Producer.

ARTICLE 9. Term of Agreement

The term of this Agreement shall be for a period commencing withAugust 1, 2015 and extending to and including July 31, 2018.

Either party may, by written notice (certified mail) to the otherserved on or before May 1, 2018, request renegotiation of the "WageScales, Hours of Employment and Working Conditions" of thisAgreement. Such notice shall set forth in detail the proposals orrecommendations of the party serving said notice of request forrenegotiation. If such notice is served, the parties agree to commencenegotiations within thirty (30) days after May 1, 2018 concerning theproposals or recommendations set forth in such notice and to continuenegotiations diligently and in good faith on such proposals orrecommendations which are submitted in such negotiations.

ARTICLE 10. Interpretation

Unless otherwise specifically defined herein, terms shall be givencommon meaning in the motion picture industry.

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This Agreement hereby terminates and replaces the previousAgreement between the parties hereto entitled "Agreement of August 1,2012 between Producer and I.A.T.S.E. & M.P.T.A.A.C. and Local #767thereof."

ARTICLE 11. Gender - Included Meanings

Words used in this Agreement in the masculine gender include thefeminine and the neuter.

ARTICLE 12. California Sick Leave

(a) Accrual. Commencing July 1, 2015, eligible employeescovered by the IATSE Basic Agreement shall accrue one (1) hour ofpaid sick leave for every thirty (30) hours worked in California forProducer, up to a maximum of forty-eight (48) hours or six (6) days. (Inlieu of the foregoing hourly accrual of paid sick leave, and provided thatadvance notice is given to the employee, a Producer may elect to provideemployees, upon their eligibility to use sick leave as provided below(i.e., upon working thirty (30) days in California for the Producer andafter their ninetieth (90th) day of employment in California with theProducer (based on days worked or guaranteed), with a bank of twenty-four (24) hours or three (3) days of sick leave per year, such year to bemeasured, as designated by the Producer, as either a calendar year orstarting from the employee’s anniversary date. Under this electedoption, such banked sick leave days may not be carried over to thefollowing year.)

(b) To be eligible to accrue paid sick leave, the employee musthave worked for the Producer for at least thirty (30) days in Californiawithin a one (1) year period, such year to be measured, as designated bythe Producer, as either a calendar year or starting from the employee’sanniversary date. Sick leave may be used in minimum increments offour (4) hours upon oral or written request after the eligible employeehas been employed by the Producer in California for ninety (90) days(based on days worked or guaranteed), such period to be measured, asdesignated by the Producer, as either a calendar year or starting from theemployee’s anniversary date. Reasonable advance notification of theneed for sick leave is required if the use is foreseeable; otherwise, noticeis required as soon as practicable. Sick days accrued on an hourly basisshall carry over to the following year of employment; however, theProducer may limit the use of such accrued time to no more than twenty-four (24) hours or three (3) days during each year of employment asdefined by the Employer in advance.

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(c) For employees employed on an hourly or daily basis, a day ofsick leave pay shall be equal to eight (8) hours’ pay at the employee’sstraight time hourly rate. If a four (4) hour increment of sick leave istaken, the employee shall be paid four (4) hours of pay at his straighttime hourly rate. For weekly employees (including "on call"employees), a day of sick leave pay shall be equal to one-fifth (1/5th) ofthe employee’s weekly rate under the studio minimum wage scales orone-sixth (1/6th) of the employee’s weekly rate under the distantlocation minimum wage scales (or fifty percent (50%) thereof for a four(4) hour increment of sick leave taken). Replacements for weeklyemployees (including "on call" employees) may be hired on a pro ratabasis of the weekly rate regardless of any contrary provision in thisAgreement. The employee shall not be required to find a replacement asa condition of exercising his right to paid sick leave.

(d) Sick leave may be taken for the diagnosis, care or treatmentof an existing health condition of, or preventive care for, the employeeor the employee’s "family member."3 Sick leave also may be taken byan employee who is a victim of domestic violence, sexual assault orstalking.

(e) Accrued, unused sick leave is not paid out on termination,resignation or other separation from employment. If an employee isrehired by the Producer within one (1) year of the employee’s separationfrom employment, the employee’s accrued and unused sick leave shallbe reinstated, and the employee may begin using the accrued sick leaveupon rehire if the employee was previously eligible to use the sick leaveor once the employee becomes eligible as provided above.

(f) Producer shall include in the employee’s start paperwork thecontact information for the designated Producer representative whom theemployee may contact to confirm eligibility and the amount of accruedsick leave available. Such start paperwork shall also include informationwith respect to the year period (i.e., calendar year or the employee’sanniversary date) that the Producer selected to measure the thirty (30)day and ninety (90) day eligibility periods and the cap on accrual setforth in subparagraph (b) above or, alternatively, if the Producer electedto provide employees with a sick leave bank, the year period (i.e.,calendar year or the employee’s anniversary date) that the Producerselected for the bank of three (3) sick days as provided in subparagraph

3 "Family member" means any of the following: (1) a biological, adopted or foster child,stepchild, legal ward or a child to whom the employee stands in loco parentis; (2) a biological,adoptive or foster parent, stepparent or legal guardian of the employee or the employee’s spouseor registered domestic partner or a person who stood in loco parentis when the employee was aminor child; (3) a spouse; (4) a registered domestic partner; (5) a grandparent; (6) a grandchild;or (7) a sibling.

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(a) above. Producer also shall notify the West Coast office of the IATSEof the name and contact information of the designated Producerrepresentative.

(g) Any Producer that has a sick leave policy, or paid leave orpaid time off policy that permits the use of paid sick time, as of June 30,2015, may continue such policy in lieu of the foregoing. Nothing shallprevent a Producer from negotiating a sick leave policy with better termsand conditions. There shall be no discrimination or retaliation againstany employee for exercising his or her right to use paid sick leave.

(h) Any dispute with respect to sick leave for employees coveredunder this Agreement shall be subject to the grievance and arbitrationprocedures provided herein.

ARTICLE 13. Waiver of New York City Sick Time Act and SimilarLaws

The Union expressly waives, to the full extent permitted by law,

application of the following to all employees employed under thisAgreement: the New York City Earned Sick Time Act of 2013; the SanFrancisco Paid Sick Leave Ordinance (San Francisco AdministrativeCode Section 12W); all requirements pertaining to “paid sick leave” inChapter 37 of Title 5 of the Municipal Code of Emeryville, California,(including, but not limited to, Chapter 37.01.e), 37.03, 37.07.a)1)B.ii.and 37.07.f)); the Oakland Sick Leave Law (Municipal Code Section5.92.030.); Chapter 4.62.025 of the Santa Monica Municipal Code(enacted by Ordinance No. 2509); the Seattle Paid Sick and Safe TimeOrdinance (Ordinance No. 123698); Chapter 18.10 of Title 18 of theMunicipal Code of the City of Tacoma, Washington (enacted byOrdinance No. 28275); Chapter 160 of the Ordinances of the Townshipof Bloomfield, New Jersey (enacted by Ordinance No. 15-10); the PaidSick Time for Private Employees Ordinance of East Orange, New Jersey(Ordinance No. 21-2014; East Orange Code Chapter 140, Section 1 etseq.); the Paid Sick Time Law of Jersey City, New Jersey (Chapter 4 ofthe Jersey City Municipal Code); the Sick Leave for Private EmployeesOrdinances of Elizabeth, New Jersey (Ordinance No. 4617); Irvington,New Jersey (Ordinance No. MC-3513); Montclair, New Jersey; Newark,New Jersey (City Ordinance 13-2010); Passaic, New Jersey (OrdinanceNo. 1998-14); Paterson, New Jersey (Paterson Code Chapter 412); andTrenton, New Jersey (Ordinance No. 14-45) and any other ordinance,statute or law requiring paid sick leave that is hereafter enacted. It isunderstood that the IATSE and the AMPTP shall memorialize any suchwaiver for any newly-enacted law by letter agreement.

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WAGE SCALES, HOURS OF EMPLOYMENT AND WORKINGCONDITIONS

I. STUDIO MINIMUM WAGE SCALES

1. (a) (1) (i) The following studio minimum wage scales shallbe effective only on August 1, 2015 and shallapply to employees employed on motion picturescovered by this Agreement other than one-halfhour prime time dramatic motion picturesrecorded digitally.

Motion Picture Studio FirstAid Employees, Local #80

Studio Minimum Rates

Schedule ADaily Employees

Schedule B-11

Weekly Employees

1½ after 8 and/or40; Min. Call -

8 hours

Weekly Guar. - 43.2 cum. hrs.;

5 cons. days;Min. Call - 7 hrs.

Occ.CodeNo. Classification

Regular BasicHourly Rate

Regular Basic Hourly Rate

Per Hour Per Week(Per Hour)

4301 Supervisor Nurse $36.36 $1,598.76($35.687)

4311 Registered Nurse 34.56 1,520.89 (33.948)

4321 Nurses, First Aid Menand Women

34.56 1,520.89 (33.948)

Footnotes applicable to this Paragraph 1(a)(1)(i) appear on page 25.

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(1) (ii) The following studio minimum wage scales shallbe effective only on August 1, 2015 and shallapply to employees employed on one-half hourprime time dramatic television motion picturesrecorded digitally.




Schedule B-21

Weekly Employees

[One-Half Hour Prime TimeDramatic Television MotionPictures Recorded Digitally]


8 hours

Weekly Guar. - 42 cum. hrs.;5 cons. days;

Min. Call - 8 hrs.







4321 Nurses, First Aid Menand Women

34.56 1,459.80 (33.949)

Footnotes applicable to this Paragraph 1(a)(1)(ii) appear on page 25.

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(2) (i) The following studio minimum wage scale shallbe effective for the period commencing withAugust 2, 2015 to and including July 30, 2016 foremployees employed on motion pictures coveredby this Agreement other than one-half hour primetime dramatic motion pictures recorded digitally.




Schedule B-11

Weekly Employees


8 hours









4321 Nurses, First Aid Menand Women 35.60

1,566.66 (34.97)


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(2) (ii) The following studio minimum wage scale shallbe effective for the period commencing withAugust 2, 2015 to and including July 30, 2016 foremployees employed on one-half hour prime timedramatic television motion pictures recordeddigitally.




Schedule B-21

Weekly Employees



8 hours

Weekly Guar. -42 cum. hrs.;5 cons. days;

Min. Call - 8 hrs.






4311 Registered Nurse 35.60 1,503.71(34.97)

4321 Nurses, First Aid Menand Women 35.60

1,503.71(34.97)


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(3) (i) The following studio minimum wage scale shallbe effective for the period commencing with July31, 2016 to and including July 29, 2017 foremployees employed on motion pictures coveredby this Agreement other than one-half hour primetime dramatic motion pictures recorded digitally.




Schedule B-11

Weekly Employees


8 hours









4321 Nurses, First AidMen and Women 36.67

1,613.70 (36.02)


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(3) (ii) The following studio minimum wage scale shallbe effective for the period commencing with July31, 2016 to and including July 29, 2017 foremployees employed on one-half hour prime timedramatic television motion pictures recordeddigitally.




Schedule B-21

Weekly Employees



8 hours


Min. Call - 8 hrs.








1,548.86(36.02)


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(4) (i) The following studio minimum wage scale shallbe effective for the period commencing with July30, 2017 to and including July 31, 2018 foremployees employed on motion pictures coveredby this Agreement other than one-half hour primetime dramatic motion pictures recorded digitally.




Schedule B-11

Weekly Employees


8 hours










1,662.08 (37.10)


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(4) (ii) The following studio minimum wage scale shallbe effective for the period commencing with July30, 2017 to and including July 31, 2018 foremployees employed on one-half hour prime timedramatic television motion pictures recordeddigitally.




Schedule B-21

Weekly Employees


1½ after 8 and/or40; Min. Call - 8

hours


Min. Call - 8 hrs.








1,595.30(37.10)

Footnotes applicable to this Paragraph 1(a)(4)(ii) appear below.

1 a) Weekly Employees - Employees under this schedule shall bepaid at the scheduled Regular Basic Hourly Rate for the first forty(40) hours of the five (5) day workweek and not less than one andone-half (1½) times such basic hourly rate of pay for all time overforty (40) hours in such workweek, with a guarantee that theemployee shall receive, for regular time and for such overtime asthe necessities of the business may demand, a sum not less than thescheduled guarantee for each five (5) day workweek.

b) The guaranteed pay of weekly employees who absentthemselves without the employer's consent may be reduced one-fifth (1/5) of the weekly guarantee for each day of absence.

c) A combination of employment under studio and distant locationschedules may be used to fulfill the weekly guarantee of five (5)days for studio employment.

(b) No Clause.

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(c) Cumulative Weekly Schedule Employee's Workweek SplitBetween Studio and Distant Location

(1) When a cumulative Weekly Schedule employee worksfive (5) consecutive days in a combination of studio and distant locationemployment in the same workweek, such five (5) days shall becomputed and paid based on a full workweek under the studio minimumweekly schedule applicable to such employee.

(2) When a cumulative Weekly Schedule employee workssix (6) consecutive days in a combination of studio and distant locationemployment in the same workweek, with the sixth day worked a distantlocation day, then the first five (5) days of such workweek shall becomputed and paid based on a full workweek under the studio minimumweekly schedule applicable to such employee. If the sixth day worked inan employee's workweek is a distant location day in such a six (6)consecutive day week, such day shall be paid for at straight time basedon the Regular Basic Hourly Rate of such employee's weekly schedule,subject to time and one-half after forty (40) hours of work time. Theminimum call for the sixth day worked in an employee's workweek iseight (8) hours.

(d) Payment for Sixth Day Worked when Cumulative WeeklySchedule Employees Work Six (6) Days in the Studio or on NearbyLocation

When an employee under a cumulative Weekly Scheduleworks six (6) days within his workweek in the studio or at a nearbylocation, compensation for such sixth day worked shall be at the rate oftime and one-half based on the employee's Weekly Schedule RegularBasic Hourly Rate. The minimum call is eight (8) hours.

2. Classification and Wage Schedule

(a) Each employee shall be notified at the time of hisemployment under which classification and wage schedule he isemployed. He shall also be notified before any change of classificationor wage schedule is effective and such change shall not be retroactive. However, employees may be adjusted retroactively when misclassified. The employee's classification and wage schedule shall be shown on histime card.

(b) Should the parties find that there are other classificationsemployed on productions recorded digitally for which there are noanalogous classifications herein and the duties for which would fallwithin the jurisdiction of this Agreement, the parties agree to meet in the

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Producer – I.A.T.S.E. Cooperative Committee to resolve questions as tothe appropriate rate for such classifications.

3. Payroll Week

The full payroll week shall be from midnight Saturday to midnightSaturday.

4. Fractional Payroll Weeks

The parties confirm that any day worked by a Weekly Scheduleemployee in a partial workweek either before or after one (1) full weekof employment may be prorated at the rate of one-fifth (1/5) of the studioweekly rate for each studio workday.

II. STUDIO WORKING CONDITIONS

5. Night Premiums

Work time for "Off Production" casual First Aid employeesassigned to servicing construction crews, when no "On Production" unitis operating, shall be paid for according to the following schedule:

(a) Employees called to work between 6:00 a.m. and 8:00 p.m.shall receive a ten percent (10%) premium for all time worked between8:00 p.m. and 6:00 a.m.

(b) Employees called to work between 8:00 p.m. and 4:00 a.m.shall receive a twenty percent (20%) premium for all time worked.

(c) Employees called to work between 4:00 a.m. and 6:00 a.m.shall receive a twenty percent (20%) premium for all time worked until6:00 a.m., and straight time for the remainder of the minimum call.

6. Minimum Calls

(a) The minimum call is a guarantee of employment for thenumber of hours of the minimum call indicated in the wage schedules.

The parties hereby confirm the following: The guaranteedlength of employment shall be daily or weekly. A guarantee for a longerterm shall be specifically set forth in writing. An employee may bereplaced following completion of the guaranteed period of employment.

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(b) Employees shall hold themselves in readiness to serve theProducer during the period of the minimum call and such additional timeas the Producer may require.

(c) Minimum calls for Daily Schedule employees are subject tothe provisions of Paragraph 14.

(d) Minimum calls for Weekly Schedule employees areguaranteed for five (5) consecutive days out of seven (7) consecutivedays, commencing with the first of such five (5) days worked, includingholidays, during the period of employment.

(e) A four (4) hour minimum call shall apply for any day onwhich an employee, at the request of an individual Producer, reports forsafety training.

7. Overtime

(a) All time and one-half, "not less than one and one-half,"double time, Golden Hour pay and pay for the sixth or seventh dayworked in the employee's workweek and holidays in excess of theRegular Basic Hourly Rate are paid as overtime compensation and shallnot be compounded.

(b) Overtime paid on a daily basis shall be computed at theRegular Basic Hourly Rate in effect when the overtime occurs.

(c) Overtime paid on a weekly basis shall be computed at themean Regular Basic Hourly Rate.

(d) Night premiums shall be included as a part of the RegularBasic Hourly Rate in computing overtime.

(e) Meal delay penalties (Paragraph 20), truck travel allowances(Paragraph 28), pay for call-back intervening time of less than five (5)hours (Paragraph 10) and hazardous work allowances (Paragraph 52)shall be included as a part of the Regular Basic Hourly Rate incomputing overtime required by the Fair Labor Standards Act.

8. Workweek; Sixth or Seventh Day Worked in an Employee'sWorkweek

(a) The regular studio workweek shall consist of any five (5)consecutive days out of any seven (7) consecutive days, commencingwith the first of such five (5) days. However, the five (5) consecutiveday requirement shall not apply upon the commencement of any

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regularly-scheduled five-day-per-week shift. (For example, on starting anew shift, a schedule that provides for an employee to work on Mondayand Tuesday, with Wednesday and Thursday as the regular days off, andis followed by work on Friday through the following Tuesday does notviolate the five (5) consecutive days requirement.)

(b) Time and one-half shall be paid for the employee's sixth dayof work within a workweek. Double time shall be paid for theemployee's seventh day of work within a workweek. If an employeeworks six (6) or seven (7) days within his workweek, the sixth orseventh day worked shall be subject to Paragraph 5, "Night Premiums." All employees are paid at their scheduled Regular Basic Hourly Rates. The minimum call is eight (8) hours.

In the event that any daily employee who is not on aregularly-scheduled workweek works six (6) days, starting with the firstday worked, within a seven (7) consecutive day period, he shall be paidtime and one-half for the sixth day worked.

If a weekly employee or a regularly-scheduled, five-day-per-week daily employee is required to work six (6) days in his workweek,the Producer shall make reasonable good faith efforts to schedule theemployee to work on six (6) consecutive days. Any unresolved disputeas to whether the Producer has made such reasonable good faith effortsshall be submitted to the International President and the President of theAMPTP for resolution.

(c) Except as provided in this subparagraph, a work day startingon one calendar day and running into the next calendar day shall becredited to the first calendar day. The foregoing rule shall not apply inthe following situations: (1) If an "on production" employee's fifth dayof work in a workweek occurs on a Friday and his shift commences after8:00 p.m. and overlaps into Saturday, he shall be paid time and one-halffor the hours worked on Saturday; and (2) an employee whose work shiftoverlaps into a holiday or from a holiday into the next day shall be paidin accordance with the "Provisions for Holidays Worked" under thisAgreement for those hours worked on the calendar holiday.

(d) The guaranteed pay of weekly employees who absentthemselves without the Producer's consent may be reduced one-fifth(1/5) of the weekly guarantee for each day of absence.

(e) (1) In situations involving a change of schedule forregularly-scheduled employees, accommodations will be made, to theextent practicable, to avoid a reduction in the number of workdays forthe employee, without requiring the employer to pay premium pay.

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(2) The Producer shall give reasonable notice of a changeof shift (e.g., from a Monday through Friday shift to a Tuesday throughSaturday shift) to regularly-scheduled employees. In the event that theemployee would receive fewer than two (2) days off in the workweek asa result of the shift change, the following alternatives shall be available:

(i) As to "off production" employees:

(A) If the Producer and the employee so agree,the employee may work at straight time without having two (2) days off;

(B) The Producer may require employees to takean additional day off (and such scheduling shall not be deemed toconstitute a prohibited relay call), thereby avoiding premium pay; or

(C) The Producer must pay the employee timeand one-half if it requires the employee to work on the day which wouldotherwise be the employee's regularly-scheduled day off.

(ii) As to "on production" employees, once during theproduction of a motion picture, or in the case of episodic television, oncebetween hiatus periods (i.e., between the commencement or resumptionof production and a cessation of principal photography for the series forat least one week), the Producer may shift the workweek for employeesworking on production without incurring extra costs, by adding one (1)or two (2) days off consecutive with the sixth and/or seventh days off inthe prior workweek and/or by shifting a workweek commencing on aTuesday to a workweek commencing on a Monday, provided that theintervening Sunday is a day off. Otherwise, the Producer must pay theemployee appropriate premium pay if it requires the employee to workon the day(s) which would otherwise be the employee's regularly-scheduled day(s) off.

(iii) In addition to the shift in the workweek outlinedin subparagraph (ii) above, the IATSE agrees that it will notunreasonably deny a request to shift the workweek of productionemployees without incurring additional costs when a production travelsto a new city.

(3) The Producer shall endeavor to make reasonableaccommodations for regularly-scheduled employees on payroll who donot wish to change to a new shift that includes Saturday or Sunday asregularly-scheduled workday(s).

(f) The Producer shall not lay off and rehire the same employeewithin the same workweek for the purpose of avoiding premium pay.

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(g) Assignments to regularly-scheduled, five-day-per-week shiftsthat include Saturday and/or Sunday shall be based upon seniority asrequired by Paragraph 68. If such positions cannot be filled on the basisof seniority, Producer shall solicit volunteers to work such shifts. In theevent of an insufficient number of volunteers to fill such positions, theProducer may hire as provided in this Agreement.

(h) Employees who are not on the payroll of the Producer willnot be taken off the roster for refusal to accept calls for work onSaturday and/or Sunday. In other cases, the exceptions to roster removalset forth in Paragraph 68 of this Agreement shall continue to apply.

(i) In the event an employee is absent on a regularly-scheduledworkday and offers to work an additional day in such workweek tocompensate for the day of absence, and the Producer accepts such offer,such employee shall be paid at straight time for such "make-up" day.

(j) In the event a holiday falls on an employee's regularly-scheduled workday and the employee is not required to work on suchholiday, but is required to work on either or both of his regularly-scheduled days off in that workweek, such employee shall be paid timeand one-half if he works on one of such regularly-scheduled days offand, in addition, shall be paid double time if he also works on the secondof such regularly-scheduled days off.

9. Holidays

(a) Work time on holidays shall be subject to Paragraph 5,"Night Premiums." All employees are paid at their scheduled RegularBasic Hourly Rates. The minimum call for any day other than the sixthor seventh day worked in an employee's workweek is as specified inParagraph 1 above. The minimum call for the sixth day worked in anemployee's workweek is eight (8) hours.

An employee shall not be taken off a weekly schedule solelyfor the purpose of evading the holiday obligation under this Paragraph.

(b) New Year's Day, Presidents' Day (third Monday in February),Good Friday, Memorial Day, Independence Day, Labor Day,Thanksgiving Day, the day after Thanksgiving and Christmas Day shallbe recognized as holidays. Martin Luther King Day shall be added as aholiday if the Producers agree in negotiations with either the DirectorsGuild of America, the Screen Actors Guild–American Federation ofTelevision and Radio Artists or the Basic Crafts Unions (i.e., I.B.E.W.,Local #40; Plumbers, Local #78; Teamsters, Local #399; Laborers,

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Local #724 and Plasterers, Local #755) to add same as an additionalholiday.

If any of the above holidays falls on a Saturday, thepreceding Friday shall be considered the holiday and if a holiday falls onSunday, the following Monday shall be considered the holiday, exceptthat on distant location, Saturday holidays will be recognized onSaturday.

(c) Provisions for Holidays not Worked

(1) Daily Employees

Effective in the period January 1, 2015 to and includingDecember 31, 2015, in the period January 1, 2016 to and includingDecember 31, 2016, and in the period January 1, 2017 to and includingDecember 31, 2017, a Daily Schedule employee shall receive 3.719% ofhis annual straight work time earnings, including night premiums, aspayment for holidays not worked. Pay at straight time only forunworked holidays paid to Daily Schedule employees during distantlocation employment shall be offset against such employee's annualholiday compensation, computed as above.

(2) Employees temporarily employed under a dailyschedule pending transfer to a cumulative weekly schedule at thebeginning of the next full payroll week, and such employees temporarilyemployed under a daily schedule following transfer from a cumulativeweekly schedule pending completion of assignment, shall be paid anallowance for each holiday not worked in their regular studio workweekonly during such daily schedule employment as follows:

(i) For studio employment, such employee shallreceive one-fifth (1/5) of the weekly schedule guarantee.

(ii) For distant location employment, employee shallreceive one-sixth (1/6) of the weekly schedule guarantee.

(3) Weekly Employees:

Employee shall receive work time credit for eachholiday not worked in an amount equal to the minimum call specified inthe schedule under which employee is employed. Said amount shall bepaid as compensation for readiness to perform services even though noactual work is required.

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(d) Provisions for Holidays Worked

(1) Daily Employees shall receive double the Regular BasicHourly Rate.

(2) As to Weekly Employees, hours worked shall beincluded as work time. In addition, employee shall receive pay at theRegular Basic Hourly Rate for the number of hours worked, but not lessthan the hours of the minimum call.

(e) The total amount of salary paid in the period January 1, 2015to and including December 31, 2015, in the period January 1, 2016 toand including December 31, 2016, and in the period January 1, 2017 toand including December 31, 2017 to a Weekly Schedule employeehereunder for recognized holidays not worked shall be offset against anamount equal to 3.719% of such employee's accumulated weeklyschedule earnings within the same period. The employee shall be paidthe amount by which such 3.719% computation exceeds the amount ofholiday pay such employee has received for such period for holidays notworked.

The foregoing shall be subject to the following provisions:

(1) "Weekly schedule of pay," in the case of a WeeklySchedule employee with a basic hourly rate and a specified number ofhours in the workweek, shall be deemed to mean the scheduled pay,including overscale pay, if any, for such specified hours only. A day'sholiday pay for such schedule shall be considered as one-fifth (1/5) ofsuch weekly schedule rate of pay for studio workweeks, and one-sixth(1/6) of such weekly schedule rate of pay for distant locationworkweeks.

(2) No Clause.

(3) Vacation pay, severance pay and premium pay forholidays actually worked shall be excluded from the applicablepercentage computation required under this subparagraph (e) above.

(4) The applicable percentage computation described underthis subparagraph (e) above shall not be applicable to any employeehereunder for any calendar year in which he is paid for nine (9)recognized holidays not worked.

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(f) Presentation of Claim For Holiday and/or Vacation Pay

(1) Producers that currently pay for vacations and/orholidays on a weekly basis shall continue to adhere to their existingpractice. Producers that currently make vacation and/or holidaypayments pursuant to subparagraph (f)(2) below may instead elect on aproduction-by-production basis to pay on a weekly basis.

(2) Producers that currently pay for vacations and/orholidays at the end of the calendar year shall elect one of the followingprocedures for employees on layoff and for employees on payroll:

(i) With respect to employees on layoff:

(A) On or after March 15 of the year followingthe calendar year in which vacation and/or holiday pay was earned, theProducer shall either:

(1) mail or deliver to such employee hisvacation and/or holiday pay; or

(2) notify each such employee that heshould claim his vacation and/or holiday pay pursuant to the provisionsof this Agreement.

(B) In the event the Producer mails theemployee's vacation and/or holiday paycheck and it is returned or if theemployee fails, within thirty (30) days following the date of mailing ofthe notice referred to in subparagraph (f)(2)(i)(A)(2) above, to claimhis/her vacation and/or holiday pay, the Producer shall notify the LocalUnion of the names of those employees who have not claimed vacationand/or holiday pay. In the case of employees whose checks werereturned, the Producer shall also forward the returned check(s) to theLocal Union.

(C) The Local Union shall endeavor to locateany employee who has not claimed his vacation and/or holiday pay. If itdoes so, it shall forward to the employee his check or otherwise advisethe employee of the department of the Producer to contact to claim suchpay.

(D) If the Local Union is unable, within thirty(30) days following the receipt of the notice referred to in subparagraph(f)(2)(i)(B) above, to locate such employee(s), the Local Union shall soadvise the Producer and return any unclaimed check(s) to the Producer.

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(E) On or about March 15 of the secondcalendar year following the year in which vacation and/or holiday paywas earned ("the second calendar year"), employees who have notclaimed their vacation and/or holiday pay will be notified that unlessclaimed by July 15 of that year, such pay will be sent to the MotionPicture Industry Pension Plan. On or about May 15 of the secondcalendar year, Producer will furnish to the Local Union a list showingthe names of those employees who have not claimed vacation and/orholiday pay and the amount of vacation and/or holiday pay due to each,together with a notice that unless claimed by July 15, such vacationand/or holiday pay will be sent to the Motion Picture Industry PensionPlan.

(F) On or about July 15 of the second calendaryear, unclaimed vacation and/or holiday pay will be contributed to theMotion Picture Industry Pension Plan and credited to the appropriateemployee pension plan account. Money so contributed shall not bereturned to the employee and shall fully discharge the Producer's and theLocal Union's obligations hereunder to the employee with respect to thepayment of holiday and/or vacation pay.

(ii) With respect to employees on payroll:

(A) On or after March 15 of the year followingthe calendar year in which vacation and/or holiday pay was earned, theProducer shall either:

(1) mail or deliver to such employee hisvacation and/or holiday pay; or

(2) notify each such employee that heshould request holiday pay pursuant to the provisions of this Agreementand schedule his vacation according to this Agreement.

(B) In the event the employee fails to requestsuch holiday pay and/or to schedule his vacation within thirty (30) daysafter the date of mailing of the notice referred to in subparagraph(f)(2)(ii)(A)(2) above, the Producer shall notify the Local Union of thenames of those employees who have not claimed such pay and/orscheduled their vacation.

(C) The Local Union shall, within thirty (30)days after receipt of the notice referred to in subparagraph (f)(2)(ii)(B)above, endeavor to notify the employee and advise him to claim holidaypay and to schedule his vacation.

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(D) On or about March 15 of the secondcalendar year, employees who have not claimed their vacation and/orholiday pay will be notified that unless claimed by July 15 of that year,such pay will be sent to the Motion Picture Industry Pension Plan. On orabout May 15 of the second calendar year, Producer will furnish to theLocal Union a list showing the names of those employees who have notclaimed vacation and/or holiday pay and the amount of vacation and/orholiday pay due to each, together with a notice that unless claimed byJuly 15, such holiday and/or vacation pay will be sent to the MotionPicture Industry Pension Plan.

(E) On or about July 15 of the second calendaryear, unclaimed vacation and/or holiday pay will be contributed to theMotion Picture Industry Pension Plan and credited to the appropriateemployee pension plan account. Money so contributed shall not bereturned to the employee and shall fully discharge the Producer's andLocal Union's obligations hereunder with respect to the payment ofvacation and/or holiday pay.

(3) New signatory Producers shall adhere to the practice ofpaying vacation and holiday pay currently on a weekly basis unless otherarrangements are made by them with the IATSE.

10. Call-backs

Rest periods following dismissal shall be eight (8) hours for "OffProduction" employees, except that for "Off Production" employees whoreport for work outside a studio but within the studio zone (or secondarystudio zone), the rest period shall be ten (10) hours; nine (9) hours for"On Production" employees at the studio; ten (10) hours following anyday worked within the studio zone (or secondary studio zone) for anemployee who reports for work outside a studio but within the studiozone (or secondary studio zone); nine (9) hours for "On Production"employees on nearby locations; and eight (8) hours for "Off Production"employees on nearby locations.

Intervening time of less than five (5) hours between dismissal andcall-back for work shall be work time; intervening time of five (5) ormore hours shall not be work time. When intervening time is less thanfive (5) hours, such time may be applied as part of the "call-back"guarantee. All employees are paid at their scheduled Regular BasicHourly Rates.

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Minimum Guarantees for "Call-backs"During Rest Period Following Dismissal

Classification Any Day Other than aHoliday or the Sixth orSeventh Day Worked in anEmployee's Workweek

Sixth or Seventh DayWorked in anEmployee'sWorkweek andHolidays*

DailyEmployees

4 hours at 1½; 1½ thereafter

3 hours at doubletime; double timethereafter

WeeklyEmployees

½ minimum call ½ minimum call

*The above "call-back" guarantees for the sixth or seventh dayworked in an employee's workweek or holiday do not apply whenemployee reports to work on such days within the appropriate rest periodfollowing dismissal from work starting on the previous day. In suchevent, the "call-back" guarantee is the minimum call in hours asspecified in Paragraph 1.

By way of clarification, the parties agree that forced calls aretriggered by time worked, rather than time paid.

11. Golden Hour Provisions

(a) (1) All time worked at a studio zone (or secondary studiozone) location4 or nearby location, including a combination of work inthe same shift of work between a studio and any of such locations, inexcess of fourteen (14) consecutive hours (including meal periods) fromthe time of reporting for work shall be Golden Hours and shall be paidfor at the following rates:

Occurring on Any Day Other than a Studio Holiday orthe Sixth or Seventh Day Worked in an Employee's Studio Workweek: Two (2) times the scheduled Regular Basic Hourly Rate.

Occurring on the Sixth Day Worked in an Employee'sStudio Workweek: Three (3) times the scheduled Regular Basic HourlyRate.

4 See Paragraph 21(d)(2) for the Golden Hour rules that apply when an employee reportsfor work outside a studio and within the studio zone or secondary studio zone.

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Occurring on the Seventh Day Worked in anEmployee's Studio Workweek or Holidays: Four (4) times the scheduledRegular Basic Hourly Rate.

(2) In a shift of work all of which occurs solely on thepremises in a studio, all time worked in excess of twelve (12)consecutive hours (including meal periods) from the time of reportingfor work shall be Golden Hours and shall be paid at the following rates:

Occurring on Any Day Other than a Holiday or theSixth or Seventh Day Worked in an Employee's Studio Workweek: Two(2) times the scheduled Regular Basic Hourly Rate.

Occurring on the Sixth Day Worked in an Employee'sWorkweek: Three (3) times the scheduled Regular Basic Hourly Rate.

Occurring on the Seventh Day Worked in anEmployee's Studio Workweek or Holiday: Four (4) times the scheduledRegular Basic Hourly Rate.

(3) For "on production" employees who are employed ontelevision productions and whose shift of work occurs solely on thepremises in a studio, or at a studio zone (or secondary studio zone)location, or at a nearby location, or at a combination of a studio and astudio zone (or secondary studio zone) and/or nearby location, GoldenHours as provided in subparagraphs (1) and (2) above and in Paragraph21(d)(2) shall be based on hours worked, rather than elapsed. Forexample, if such an employee works solely at a studio, all time workedin excess of twelve (12) work hours shall be Golden Hours and shall bepaid for in accordance with subparagraph (2) above.

(b) Once an employee is on Golden Hours, all work timethereafter (including meal periods, but excluding interruptions as definedbelow) shall be paid for at the applicable Golden Hour rate until he shallhave received a rest period of not less than eight (8) consecutive hours. (Deductible meal periods shall not be included in work time which is tobe paid for at the applicable Golden Hour rate for "on production"employees employed on television productions whose shift of workoccurs solely on the premises in a studio, at a studio zone (or secondarystudio zone) location, at a nearby location, or at a combination of astudio and a studio zone (or secondary studio zone) and/or nearbylocation.)

If an employee reaches the Golden Hour rate applicable tothe seventh day worked and continues to work past midnight on suchseventh day worked, such rate shall apply until the employee is

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dismissed for a period of five (5) or more consecutive hours. If suchdismissal is for five (5) or more hours but less than eight (8) hours, theemployee shall revert to the regular weekday Golden Hour rate until heis dismissed for a period of eight (8) consecutive hours.

(c) To determine (1) when Golden Hours begin, or (2) thenumber of Golden Hours to be paid for once Golden Hours have begun,the following provisions shall apply:

WHENINTERVENINGTIME BETWEENDISMISSAL ANDCALL-BACK TOWORK IS LESSTHAN FIVE (5)HOURS

WHENINTERVENINGTIME BETWEENDISMISSAL ANDCALL-BACK TOWORK IS BETWEENFIVE (5) HOURSAND THE END OFTHE APPLICABLEREST PERIOD

WHENINTERVENINGTIME BETWEENDISMISSAL ANDCALL-BACKEXCEEDS THEAPPLICABLE RESTPERIOD

(Work time) (Interruption) (Full Rest Period)

Intervening time iswork time and isadded to previous andsubsequent work time.

Intervening time is notwork time, butprevious andsubsequent work timeare added together todetermine (1) and (2)above.

Intervening timebreaks accumulationof hours toward theGolden Hour pointand stops GoldenHours if once begun.

(d) No Clause.

(e) Compensation for Golden Hours shall be used only to pay forGolden Hours and shall supersede and replace any other compensationfor work time during Golden Hours. However, in the event of a forcedcall, Golden Hours may be used to fulfill minimum call guarantees onthe day(s) of the forced call.

12. Interchange of Job Classifications

(a) Any employee may be required to perform work in any jobclassification listed in the Wage Scale (Paragraph 1).

(b) For work time in a classification higher than employee'scurrent classification, the provisions of Paragraph 13 shall apply.

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(c) Work time in either a higher or a lower classification shall becredited to fulfill the minimum call of the current classification.

13. Working in Higher Classification

If any part of the workday is worked in a classification higher thanthe classification under which the employee is called for work, thehigher rate shall prevail for the entire workday. The employee reverts tohis regular classification on the following day unless notified to thecontrary. However, the provisions of this Paragraph do not apply unlessthe employee is assigned to work in the higher classification for two (2)hours or more.

14. Layoff Provisions

This provision applies to "Off Production" employees only.

(a) Any employee not personally notified of his discharge at theend of his shift, who reports for work at his next regular shift, shall beconsidered as having been called for a minimum call. Shiftscommencing on days that would otherwise constitute the sixth orseventh day worked in the employee's workweek shall not be consideredas regular shifts.

(b) The employee and the Union shall be notified of layoffand/or work call at the earliest time reasonably possible.

In order to implement this policy, upon the request of anyBusiness Agent, a joint meeting will be arranged with the appropriateExecutive, the Labor Relations Manager and the Producer's DepartmentHead to discuss the above policy as applied to the Union.

If, subsequent to such meeting, the Union at any timebelieves that the notification policy is not being administered properly, itwill discuss the matter with the Producer's Labor Relations Manager.

If the Union is not satisfied with the results following itsdiscussion with the Labor Relations Manager, it may refer the matter tothe Industry-Union Standing Committee.

15. Change and Cancellation of Calls

(a) If, at the time of a call, the employee called is not on theemployer's payroll, such call may not be cancelled.

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(b) No calls may be cancelled after an employee has beendismissed for the day and has left the work site.

(c) Calls may be cancelled or changed (except as provided insubparagraphs (a) and (b) above) if made: (1) before 8:00 p.m. of the daypreceding the call; or (2) with six (6) hours’ notice on the day of the call,provided such notice is given after 7:00 a.m. on the day of the call.

(d) In addition to (c) above, calls may be pushed to a later hourprovided that the employee receives at least nine (9) hours’ notice of thenew call time.

For example, an “on production” employee working at thestudio is dismissed at 8:00 p.m and given a call time of 7:00 a.m. for thenext day. The Producer wishes to push the employee’s call time to 9:00a.m. The Producer may change the employee’s call time to 9:00 a.m. bygiving the employee notice of the change prior to midnight.

16. No Clause.

17. Time Cards and Computation of Work Time

(a) The employee's classification and wage schedule, starting andfinishing time, deductible meal periods, rate changes and penalties, ifany, shall be shown on his time card. Any items changed after time cardis approved must be reviewed by the employee.

(b) Work time shall be computed from time ordered to report atdepartment headquarters until dismissed at department headquarters.

(c) The IATSE and an individual Producer may agree to relocatethe time clock at a place other than an employee's departmentheadquarters. The IATSE shall not unreasonably deny a request forrelocation; provided, however, not more than one such request shall bemade during the term of this Agreement. In the event of a dispute as torelocation of a time clock, the matter shall be submitted to the Presidentof the IATSE and the President of the AMPTP for resolution.

When a designated time clock is established at a place otherthan an employee's department headquarters, work time shall becomputed from the time the employee is ordered to report to thedesignated time clock location until dismissed at same location. Employees shall be given sufficient time to travel to and from suchdesignated time clock and their department headquarters and work site.

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(d) All time shall be computed in one-tenth hour (six minute)periods.

18. Stand-by Calls

There shall be no stand-by or relay calls. Holidays or days thatwould otherwise constitute the sixth or seventh day worked in theemployee's workweek are not considered regular days of work. Whenan employee is dismissed on the fifth day worked in his workweek witha call for work on the first day of the following workweek, it shall not beconsidered a relay or stand-by call.

The parties agree that the relay call prohibition shall not applywhen an employee is not required to report to work on the dayimmediately prior to or following a holiday, which day would otherwisebe a regularly-scheduled workday. For example, suppose an employeeordinarily works on a Monday through Friday schedule and December25 (the Christmas holiday) falls on a Thursday. If the employee is notrequired to report to work on Friday, he may be given a call for thefollowing Monday (December 29). As a further example, suppose thesame facts as above except that Christmas falls on a Tuesday. If theemployee is not required to work on the preceding Monday (December24), he may be given a call on the preceding Friday (December 21) toreturn to work on Wednesday (December 26).

19. Pay-off Requirements

(a) The regular pay day will be on Thursday (holiday weeksexcluded). When employee is laid off and requests pay, he shall be paidat time of layoff or his pay check will be mailed within twenty-four (24)hours, excluding Saturdays, Sundays and holidays.

(b) If, due to the fault of the Producer, an employee does notreceive wages or salary on a timely basis, the Producer shall, withinthree (3) days after being so notified by the employee, issue a check inpayment of same to the employee.

(c) The Producer agrees to use its best efforts to break downovertime payments on the employee's pay check stub and to showamounts paid as meal penalties.

20. Meal Periods and Meals

The meal period provisions below apply to both "On Production"and "Off Production" employees.

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(a) Meal periods shall be not less than one-half (½) hour normore than one (1) hour in length. Not more than one (1) meal periodshall be deducted from work time for an employee during the minimumcall. A second meal period may be deducted from work time for thoseemployees who work in excess of the minimum call. The minimumguarantee of work time after an evening meal shall be one and one-half(1½) hours. This guarantee does not apply when such meal is suppliedat the Producer's expense.

(b) The employee's first meal period shall commence within six(6) hours following the time of first call for the day; succeeding mealperiods for the same employee shall commence within six (6) hours afterthe end of the preceding meal period. A twelve (12) minute grace periodmay be called for production efficiency prior to imposition of any mealpenalty. Such grace period shall not be scheduled nor automatic nor is itintended for everyday use. The twelve (12) minute grace period may notbe utilized when the meal period has been extended as permitted bysubparagraph (c) below. An employee's first meal period shallcommence no earlier than two (2) hours after such employee reports forwork, except as provided in subparagraph (d) below.

The Producers and the IATSE agree that they will work withthe DGA and/or production executives on both the East and West Coastsin an effort to ensure that meal periods are called at the contractually-prescribed time for employees working on television motion pictures ina studio.

Upon the Local Union filing a claim that the Producer hasviolated the foregoing, it shall immediately notify the designatedrepresentative of the Producer. The Local Union and such representativeof the Producer shall meet or confer in an attempt to resolve the dispute. In the event that no resolution is reached during such meeting orconference, the Local Union or the Producer may, within three (3)business days, request a hearing before a Special Committee consistingof three (3) representatives designated by the AMPTP and three (3)representatives designated by the IATSE.

The Special Committee shall investigate the facts of the caseand mediate the dispute. In the event that the Special Committee isunable, through mediation, to achieve a resolution satisfactory to allparties, then the Local Union may proceed to arbitration.

(c) The meal interval may be extended one-half (½) hour withoutpenalty when used only for wrapping up or to complete a camera take(s)in progress, until print quality is achieved. Such extension shall not bescheduled nor automatic. In the case of Gang Bosses and/or other "Off

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Production" employees who normally overlap shifts, the meal intervalwill be extended not to exceed one-half (½) hour without penalty.

(d) If any member of the company after commencement of worktime is given a reasonable hot breakfast, without deducting the timespent in eating (30 minutes) from work time, then the first meal may besix (6) hours after such breakfast, except that when such breakfast isgiven within one (1) hour of the general crew call (either before or after),the first meal for such employee shall be due at the same time as a mealis due for the general crew. The parties hereby confirm that thereference to "a reasonable hot breakfast" means a meal appropriate to thetime of day.

(e) When an "On Production" employee is away from homestudio, Producer will supply meals (except when work is at anotherstudio which has adequate meal facilities).

(f) When an "Off Production" employee on a nearby location isrequired to work where convenient meal facilities are lacking, theProducer will furnish meals unless employee is notified the night beforereporting for work that he is to work where such facilities are lacking. However, in no event shall such employee be required to furnish morethan one meal per day.

(g) When the Producer furnishes meals to a shooting unit off anylot, and an "Off Production" crew is working on the same site at thesame time for the same unit, the Producer will likewise furnish meals tothe "Off Production" crew.

(h) (1) Except as provided in subparagraph (2) below, the mealpenalty for delayed meals shall be computed as follows:

First one-half (½) hour meal delay or fractionthereof. . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.50

Second one-half (½) hour meal delay or fractionthereof. . . . . . . . . . . . . . . . . . . . . . . . . . . . . $10.00

Third and each succeeding one-half (½) hour mealdelay or fraction thereof. . . . . . . . . . . . . . . $12.50

(2) The meal penalty for delayed meals for employeesemployed on television motion pictures shooting in a studio shall becomputed as follows:

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First one-half (½) hour meal delay or fractionthereof. . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.50

Second one-half (½) hour meal delay or fractionthereof. . . . . . . . . . . . . . . . . . . . . . . . . . . . . $11.00

Third and each succeeding one-half (½) hour mealdelay or fraction thereof. . . . . . . . . . . . . . . $13.50

Such allowances shall be in addition to the compensation forwork time during the delay and shall not be applied as part of anyguarantee.

(i) As an alternative to the foregoing provisions of thisParagraph as they relate to "on production" employees, the Producer, atits option, may institute "French hours" on a daily basis for "onproduction" employees, with the approval of a majority of the IATSE-represented crew. An employee's consent to the use of a "French hours"meal system shall not be a condition of employment.

III. STUDIO ZONE AND SECONDARY STUDIO ZONEDEFINITIONS AND WORKING CONDITIONS

21. Studio Zone

(a) Studio Zone Defined

The studio zone shall be the area within a circle thirty (30)miles in radius from Beverly Boulevard and La Cienega Boulevard, LosAngeles, California and includes Agua Dulce, Castaic (including LakeCastaic), Leo Carillo State Beach, Ontario International Airport, Piruand Pomona (including the Los Angeles County Fair Grounds. TheMetro-Goldwyn- Mayer, Inc. Conejo Ranch property shall be consideredas within the studio zone. (See Exhibit "Z" attached.)

(b) Work Time

Studio rates and working conditions shall prevail for all workperformed within the studio zone. However, for newly-called employeesand those employees notified on the previous day prior to their departurefrom the studio (or the zone location) to report at the zone location, worktime shall begin and end at the zone location; otherwise, work time shallbegin and end at the studio. Such work time includes travel time bothways between the studio and the zone location.

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(c) Transportation Within the Studio Zone

Except as is otherwise provided herein, with respect to workat any studio zone location, Producer shall either furnish transportationto the employee or, at its option, may require employee to report at suchlocation, in which case it will allow mileage of thirty cents (30¢) permile computed between the studio and zone location and return. Thisallowance shall be paid on the employee's pay check that covers thepayroll week in which the mileage was incurred. Employee shall not berequested to transport other employees or equipment (other than tradetools). The studio shall have the right to require the employee to report(subject to the same mileage allowance between the studio and thepick-up point) at a pick-up point within the studio zone for subsequenttransportation furnished by the studio from such pick-up point to nearbylocation and return to the pick-up point. Work at another studio is not a"zone location." The IATSE will not unreasonably deny a request forwaiver of the mileage allowance for employees who report to a "zonelocation" which is a regular place of employment for a production. As totheatrical motion pictures only, the Producer shall not be required to paya mileage allowance to any employee reporting to a "zone location"within Los Angeles County which is within a ten (10) mile radius from apoint to be designated by the Producer. Commencing outside the ten(10) mile radius, a mileage allowance will be paid as provided above. Secured parking will be provided at such locations as hereinafterrequired in this provision.

(d) Reporting Within the Zone

As to an employee reporting to a designated site within thestudio zone:

(1) If there are any moves required in the zone from onelocation to another, or to a nearby location, the employees will betransported to and from such other location.

(2) Golden Hours - When this provision applies, if anemployee reports for work outside a studio and within the zone, theGolden Hour pay rates will commence after twelve (12) elapsed hours,except that on television productions, “Golden Hour” pay rates for “onproduction” employees shall commence after twelve (12) hours workedas provided in Paragraph 11(a)(3).

(e) Parking Facilities

When an employee reports for work within the studio zoneother than at a studio to work inside or outside such zone, the Producer

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will pay for parking in a supervised public parking lot. If no such publicparking is available, the Producer will provide supervised or securedparking.

(f) Material Violations

If the Local Union claims that a material violation of SectionIII is occurring with respect to the employees covered by thisAgreement, then:

(1) Such Local Union shall immediately notify thedesignated representative of Producer, the IATSE, the AMPTP andCSATF.

(2) Such Local Union and such representative of theProducer shall immediately settle the dispute or determine whether ornot there is a material violation of this Section.

(3) In the event the Local Union and the Producer do notsettle the dispute or make such a determination as above provided, thenthe IATSE, the AMPTP and CSATF must, within twenty-four (24) hoursafter receipt of such notice of the alleged material violation, determinewhether or not there is such a material violation. Such a determinationshall be final and binding upon the parties and the employees subject tothis Agreement.

If it is so determined that there is such a materialviolation, this studio zone provision: (i) with respect to television films,shall be suspended in respect to production of the television episodeinvolved; and (ii) with respect to a theatrical motion picture, shall besuspended in respect to production of the theatrical picture involved fora period of fifteen (15) calendar days following the determination thatthere is such a material violation. Provided, however, Producer shall notreschedule the shooting from the zone to the studio in order to avoid theapplication of this provision.

(d) Alleged violations of this studio zone provision shallnot be subject to the Grievance and Arbitration Procedure of Article 7.

22. Secondary Studio Zone

(a) The secondary studio zone shall be the area extending ten(10) miles from the perimeter of the studio zone and including JohnWayne Airport. It does not include any of the areas that fall within thedefinition of the studio zone in Paragraph 21 above.

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(b) When an employee is directed to report to a location withinthe secondary studio zone, the following shall apply:

(1) Producer shall notify employees not less than twenty-four (24) hours in advance that it intends to require employees to reportto a location within the secondary studio zone. Such notification shallnot constitute a work call.

(2) Mileage shall be paid from the studio or productionoffice to and from the location within the secondary studio zone. Inaddition, the Producer shall pay a $4.50 per day allowance to eachemployee asked to report within the secondary studio zone.

(3) Courtesy housing shall be offered to those employeeswho work in excess of twelve (12) hours in the secondary studio zone.

(4) Rest periods shall be calculated from the perimeter ofthe thirty (30) mile studio zone. A designated representative of theProducer and a designated representative of the IATSE shall determinethe amount of time needed to travel between the secondary studio zonelocation and the perimeter of the thirty (30) mile studio zone forpurposes of calculating rest periods. In the event of a dispute, the mattershall be referred to a representative of the Union and to the LaborRelations representative of the Producer for resolution.

(5) Except as otherwise provided in this Paragraph 22, allof the other provisions applicable to an employee reporting within thestudio zone shall apply.

23. Zone Waivers

The IATSE agrees to continue to grant waivers on the same basisas it has in the past for locations that are outside the studio zone and thesecondary studio zone, such as Lake Hughes, Elizabeth Lake and theNikken Building in Irvine.

24. No Clause.

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IV. NEARBY LOCATION DEFINITIONS AND WORKINGCONDITIONS

25. Nearby Locations Defined

Nearby locations are those locations outside of the studio zone (orsecondary studio zone) on which employees are not lodged overnight,but return to the studio or home at the end of the workday.

26. Work Time; Travel Time

Studio rates and working conditions shall prevail on nearbylocations; however, the provisions of Paragraph 20(h)(2) shall not applyon nearby locations. Work time shall begin when ordered to report atthe studio and continue until dismissed at the studio. Travel time to andfrom the location shall be work time.

27. Transportation

The studio shall furnish transportation to and from nearbylocations.

28. Truck Travel Allowances

Employees riding trucks to and from nearby locations shall receivetruck travel allowances of twenty-five cents (25¢) per hour or fractionthereof for such time travelled. The minimum allowance each way isone (1) hour. Such allowance shall be in addition to the compensationfor work time during travel and shall not be applied as part of anyguarantee.

29. Golden Hours

Travel time shall be considered as work time in the computation ofGolden Hours. In addition, Paragraphs 11(a)(1) and (3), (b), (c) and (e)shall apply.

30. No Clause.

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V. DISTANT LOCATION MINIMUM WAGE SCALES

31. (a) (1) The following distant location wage scale shall beeffective only on August 1, 2015.

Motion Picture StudioFirst Aid Employees,Local #80

Distant Location Minimum Rates


Schedule B1

Weekly Employees

1½ after 8 and/or 40; Minimum Call -

9½ hours

Weekly Guarantee - 57 cumulative hours; 6 consecutive days;

Minimum Call - 8 hours




WeeklyGuarantee

Per Hour Per Hour Per Week

4301 Supervisor Nurse $36.36 $35.686 $2,337.45

4311 Registered Nurse 34.56 33.948 2,223.61

4321 Nurses, First AidMen and Women 34.56 33.948 2,223.61

(2) The following distant location wage scale shall beeffective for the period commencing with August 2,2015 to and including July 30, 2016.

Motion Picture Studio First Aid Employees, Local #80



Schedule B1

Weekly Employees

1½ after 8 and/or 40; Minimum Call -

9½ hours






WeeklyGuarantee





Footnotes applicable to these Paragraphs 31(a)(1) and 31(a)(2) appear onpage 52.

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(3) The following distant location wage scale shall beeffective for the period commencing with July 31, 2016to and including July 29, 2017.




Schedule B1

Weekly Employees

1½ after 8 and/or 40;Minimum Call -

9½ hours






WeeklyGuarantee





(4) The following distant location wage scale shall beeffective for the period commencing with July 30, 2017to and including July 31, 2018.




Schedule B1

Weekly Employees

1½ after 8 and/or 40;Minimum Call -

9½ hours






WeeklyGuarantee





Footnotes applicable to these Paragraphs 31(a)(3) and 31(a)(4) begin onpage 52.

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1 a) Weekly Employees - Employees under this schedule shall bepaid at the scheduled Regular Basic Hourly Rate for the first forty(40) hours of the six (6) day workweek and not less than one andone-half (1½) times such basic hourly rate of pay for all time overforty (40) hours in such workweek, with a guarantee that theemployee shall receive, for regular time and for such overtime asthe necessities of the business may demand, a sum not less than thescheduled weekly guarantee for each six (6) day workweek.

b) The guaranteed pay of weekly employees who absentthemselves without the employer's consent may be reduced one-sixth (1/6) of the weekly guarantee for each day of absence.

(b) The distant location minimum rates for cumulative WeeklySchedule B-1 (non-exempt) employees shall apply for full six (6)consecutive day workweeks of distant location employment only. SeeParagraph 1, "Studio Minimum Wage Scale," for provisions applicableto combinations of studio and distant location employment in the sameworkweek.

The regular distant location workweek shall consist of anysix (6) consecutive days out of any seven (7) consecutive days,commencing with the first of such six (6) days. However, the six (6)consecutive day requirement shall not apply upon the commencement ofany regularly-scheduled six-day-per-week shift. (For example, onstarting a new shift, a schedule that provides for an employee to work onMonday and Tuesday, with Wednesday as a regular day off, and isfollowed by work on Thursday through the following Saturday does notviolate the six (6) consecutive days requirement.) Double time shall bepaid for the employee's seventh day of work within a workweek.

(c) The day of departure and the day of return shall beconsidered distant location days.

(d) Sixth and Seventh Day in an Employee's Workweek onDistant Location

For the seventh day worked in an employee's workweek ondistant location, the following shall apply: All employees are paid attheir scheduled Regular Basic Hourly Rates. The minimum call is eight(8) hours. All allowances and computations are separate and apart fromthe six-day workweek.

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Daily and Weekly Employees

Sixth or Seventh Day NotWorked in theEmployee's Workweek

Allowance of four (4) pay hours atstraight time at the minimum wage rate(not work time), plus pension and healthcontributions for eight (8) hours.

Seventh Day Worked inthe Employee'sWorkweek

Double time, separate and apart.

(See Paragraph 39 for work-and-travel.)

(e) No clause.

(f) Holidays on Distant Location

All employees are paid at their scheduled Regular BasicHourly Rates. Minimum calls are as specified in Paragraph 31.

Payment shall be made or work time credit shall be given in accordancewith the following schedule:

Daily Employees Weekly Employees

HolidaysNotWorked

Work time credit of minimum call. This iscompensation for readiness to perform services eventhough no actual work is required.

HolidaysWorked

Double time. (Hoursworked are excludedfrom weeklycomputation for thesix-day workweek.)

Hours worked are includedin weekly computation ofwork time for the six-dayweek. In addition, holidaypremium pay for an equalnumber of hours.

(See Paragraph 39 for work-and-travel.)

(g) No clause.

(h) The regular pay day will be on Friday for employees workingon distant location, provided that the Producer has madeaccommodations to allow employees to cash their pay checks on thatday.

(i) The parties confirm that any day worked in a partialworkweek either before or after one (1) full week of employment may be

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prorated at the rate of one-sixth (1/6) of the distant location weekly ratefor each distant location workday.

32. Minimum Calls and Allowances on Distant Location

(a) Except as provided in Paragraph 32(b) below, all employeesare guaranteed pay for the scheduled minimum call as work time foreach day of the regular workweek on distant location.

(b) All employees are guaranteed a four (4) hour straight timepay allowance at the minimum wage rate (not work time) for the sixth orseventh day not worked in the employee's workweek, plus pension andhealth contributions for eight (8) hours.

(c) Minimum call time and cumulative work time are recognizedas work time and employees shall hold themselves in readiness to servethe Producer during such times.

33-35. No Clauses.

VI. DISTANT LOCATION DEFINITIONS AND WORKINGCONDITIONS

(Only Paragraphs 36, 37 and 39(f) of this Section VI are applicable toemployees hired under the "On Call" schedule.)

36. Distant Locations Defined

Distant locations are locations on which the employee is requiredto remain away and be lodged overnight.

37. Traveling Expenses and Accommodations

(a) Traveling Expenses

The employee's necessary traveling expenses, meals andlodging shall be made available at the Producer's expense. For travelanywhere in the United States, Canada and Mexico, the Producer shallfurnish air transportation to and from distant location. For travel outsidethe United States, Canada and Mexico, employees shall be furnishedbusiness class air transportation, except that when business classaccommodations are not available, employees shall travel first class. Producer agrees to use its best efforts to furnish and maintain, duringtravel time, reasonably comfortable riding conditions in the class of

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transportation provided, avoiding overcrowding and providing properspace for baggage and tools.

Producer will direct the employee that he must use theProducer's form of transportation to distant location. In those instancesin which Producer purchases public air transportation to and from suchlocation site, the Producer agrees to purchase tickets refundable only toProducer.

(b) Accommodations

Employees on distant location shall be entitled to single roomhousing when it is reasonably available.

38. No Clause.

39. Travel Time, Work-and-Travel Conditions and Pay Provisions

(a) For any day of the week (including holidays) on which anemployee travels only, the employee shall receive an allowance of four(4) hours of pay at straight time or pay for time actually travelled,whichever is greater, but in no event more than eight (8) hours of pay atstraight time.

(b) No clause.

(c) Travel-and-Work or Work-and-Travel

Travel time within the minimum call shall be paid for as worktime and computed towards the commencement of Golden Hours, butshall not be paid for at the Golden Hour rate. If travel time occursoutside the minimum call, it shall be deemed to be "work time," but shallnot be used in determining the commencement of Golden Hours. However, travel time occurring outside the minimum call and betweenthe hours of 6:00 p.m. and 6:00 a.m., when sleeping accommodations areprovided, shall not be deemed to be travel time or work time.

For example - (applicable only where the minimum call isnine and one-half (9½) hours):

(1) On day of departure, employee travels ten (10) hours,then works five and one-half (5½) hours. All hours are deemed worktime and fifteen (15) hours are computed toward Golden Hours.

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(2) On day of return, employee works eight (8) hours andtravels seven (7) hours. All hours are deemed work time but only nineand one-half (9½) hours are computed toward Golden Hours.

(d) Other Travel Provisions

(1) Distant location working conditions shall apply on theday of departure, day of return and intervening days.

(2) Local Travel Time

There shall be no deduction from work time for localtravel time on distant locations. For the purposes of this Paragraph,"local travel time" is defined as the actual time consumed at thebeginning and end of each day's work in transporting the employee toand from the housing base at distant location and the shooting site orplace of work.

(e) Time Spent Waiting to Travel on Day of Departure fromDistant Location

On the day of departure from a distant location, whensleeping accommodations at the location are not available to theemployee after 9:00 p.m., time spent after 9:00 p.m. in waiting fortransportation, when the minimum call is not in effect, shall becompensated for as an allowance.

(f) Travel Insurance

The Producer shall provide accidental death insurance in asum not less than two hundred thousand dollars ($200,000) for thebenefit of the employee's designated beneficiary when the employee isrequired to travel at the request of the Producer in transportationfurnished by the Producer.

Employees shall be permitted to fill out a form specifying abeneficiary. Such form shall be filed with the designated representativeof the Producer.

An employee, by refusing in good faith to travel by airplane,will not jeopardize his future working opportunities on assignmentswhich do not require travel by airplane.

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(g) Truck Travel

An employee required to ride a truck and assigned to andresponsible for the care of the cargo in transit shall be deemed workingand not travelling for the purposes of Golden Hours.

40. No Clause.

41. Call-backs (Rest Period)

Rest periods following dismissal shall be eight (8) hours on distantlocation.

Intervening time of less than five (5) hours between dismissal andcall-back for work shall be work time; intervening time of five (5) ormore hours shall not be work time. When intervening time is less thanfive (5) hours, such time may be applied as part of the "call-back"guarantee. All employees are paid at their scheduled Regular BasicHourly Rates.

Minimum Guarantees for "Call-backs"During Rest Periods Following Dismissal

Classification Any Day Other than aHoliday or the SeventhDay Worked in anEmployee's Workweek

Seventh Day Workedin an Employee'sWorkweek andHolidays*

DailyEmployees

4 hours at 1½; 1½ thereafter

3 hours at double time;double time thereafter

WeeklyEmployees

½ minimum call ½ minimum call

* The above "call-back" guarantees for holidays and the seventhday worked in an employee's workweek do not apply when employeereports to work on such days within the appropriate rest period followingdismissal from work starting on the previous day. In such event, the"call-back" guarantee is the minimum call in hours as specified inParagraph 31.

By way of clarification, the parties agree that forced calls aretriggered by time worked, rather than time paid.

42. No Clause.

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43. Sixth Day Worked on Distant Location

Subject to any overtime requirements of this Agreement, the sixthday worked in an employee's workweek on distant location is a straighttime day.

44. Golden Hours on Distant Location

(a) Travel time to be used in the computation of Golden Hoursshall be subject to the following:

If travel time, with other than truck transportation as aboveprovided in Paragraph 39(g), added to recesses (if any) immediatelybefore and after such travel, totals less than eight (8) hours, such intervalshall be deemed an "interruption" for the purposes of Golden Hours, butif such interval equals eight (8) or more hours, it shall be considered a"full rest period."

(b) The rate for Golden Hours, as defined in Paragraph 11(a)(1),for distant location employment shall be as follows: For suchemployment occurring on any day other than a holiday or the seventhday worked in an employee's workweek, two (2) times the employee'sscheduled Regular Basic Hourly Rate. For such employment occurringon a holiday or the seventh day worked in the employee's workweek,four (4) times the employee's scheduled Regular Basic Hourly Rate.

(c) In addition, Paragraphs 11(b), (c) and (e), as modified in thisParagraph, shall apply.

45. Meal Periods on Distant Location

(a) Meal periods (not counted as time worked) shall be not lessthan one-half (½) hour nor more than one (1) hour. The first meal periodafter reporting for work shall be called not later than six (6) hours afterreporting for work, and subsequent meal periods shall be called not laterthan six (6) hours after the expiration of the previous meal period, exceptthe interval prior to the last meal period of the day may be extended tosix and one-half (6½) hours without penalty provided the employeeperforms no work on the shooting site after such meal. The interval mayalso be extended one-half (½) hour when used for wrapping up or tocomplete the camera take(s) in progress, until print quality is achieved. Such extension shall not be scheduled nor automatic. In addition, atwelve (12) minute grace period may be called for production efficiencyprior to imposition of any meal penalty. Such grace period shall not bescheduled nor automatic nor is it intended for everyday use. The twelve

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(12) minute grace period may not be utilized when the meal period hasbeen extended as permitted above.

Upon the Local Union filing a claim that the Producer hasviolated the foregoing twelve (12) minute grace period, it shallimmediately notify the designated representative of the Producer. TheLocal Union and such representative of the Producer shall meet orconfer in an attempt to resolve the dispute. In the event that noresolution is reached during such meeting or conference, the LocalUnion or the Producer may, within three (3) business days, request ahearing before a Special Committee consisting of three (3)representatives designated by the AMPTP and three (3) representativesdesignated by the IATSE.

The Special Committee shall investigate the facts of the caseand mediate the dispute. In the event that the Special Committee isunable, through mediation, to achieve a resolution satisfactory to allparties, then the Local Union may proceed to arbitration.

(b) If an employee works less than nine and one-half (9½) hourson a shift, only one meal is to be deducted. If he works nine andone-half (9½) hours or more, more than one meal period may bededucted.

(c) Meal penalty for delayed meals shall be computed as follows:

First one-half (½) hour meal delay or fractionthereof.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.50

Second one-half (½) hour meal delay or fractionthereof.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $10.00

Third and each succeeding one-half (½) hour mealdelay or fraction thereof. . . . . . . . . . . . . . . . . . . . $12.50

Such allowance shall be in addition to the compensation forwork time during the delay and shall not be applied as part of anyguarantee.

(d) As an alternative to the foregoing provisions of thisParagraph as they relate to "on production" employees, the Producer, atits option, may institute "French hours" on a daily basis for "onproduction" employees, with the approval of a majority of the IATSE-represented crew. An employee's consent to the use of a "French hours"meal system shall not be a condition of employment.

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46. Night Premiums on Distant Location

There are no night premiums on distant location.

47. Time Cards on Distant Location

Time cards shall be approved by a representative of the Producer. The employee's classification and wage schedule, starting and finishingtime, deductible meal periods, rate changes and penalties, if any, shall beshown on his time card. Any items changed after time card is approvedmust be reviewed by the employee.

48. Clean-Up Facilities on Location

With respect to employees who are required by Producer to travelon public transportation on a work-and-travel day, upon completion ofwork on the day of departure from a location, the Producer shall makeavailable two (2) rooms where members of the crew who performedmanual work may change and wash up, unless rooms are not available asa result of circumstances beyond the Producer's control.

With respect to employees who are required by Producer to travelon public transportation on a work-and-travel day, upon completion ofwork at the studio on the day of departure, an adequate opportunity shallbe afforded members of the crew who performed manual work to changeand wash up.

If such opportunity and facilities are not so made available to suchemployee as required above, each such employee shall be paid, inaddition to other compensation, an allowance at straight time for thelength of the return travel time.

49. No Clause.

50. Other Working Conditions

Unless modified by Paragraphs 31 to 49 inclusive, all other studioworking conditions shall prevail on distant location.

VII. GENERAL CLAUSES

51. Hazardous Work

The employee selected to perform hazardous work and Producerare to negotiate and agree upon a rate in advance for such work and, if

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no agreement is so reached, the employee will not jeopardize workingopportunities by refusing to perform work that is considered hazardous. The employee may request the assistance of the Business Representativeof the Union in such negotiations.

When an employee covered by this Agreement is working in closeproximity and is exposed to the same hazard with the same degree ofrisk to which another employee covered by the Basic Agreement isexposed who has negotiated a hazardous pay adjustment, the employeecovered by this Agreement is entitled to that same hazard payadjustment. In all other hazardous work situations, the amount of suchadjustment shall be the subject of individual negotiations.

If an employee is required to sign a waiver due to hazardousconditions for any state or governmental agency or owner of privateproperty and refuses to sign such waiver, such employee may bereplaced, but such refusal shall not limit such employee's futureemployment opportunities with Producer.

When Producer knows in advance that such a waiver is required,Producer will advise the Union of the situation.

52. Allowances for Hazardous Work

The following allowances shall be paid for hazardous work:

(a) For taking motion pictures on aerial flights or submarinediving, employee shall receive sixty dollars ($60.00) per flight or dive,but with a maximum of payment in a single shift of one hundred eightydollars ($180.00).

(b) Any employee designated by Producer to work completelyunder water using a diving mask, air helmet or diving suit, includingskin diving, will be paid a bonus of twenty-five percent (25%) of his ratein effect at the time of such performance, except when the total timerequired by the employee to perform such work, including diving, is lessthan one (1) hour. The provisions of Paragraph 13 shall apply whensuch work is one (1) hour or more.

(c) Any employee designated and required by Producer to diveto a depth of fifteen (15) feet or more in water using a diving mask, airhelmet or diving suit, including skin diving, will be paid an allowance ofsixty dollars ($60.00) for each dive, with a maximum payment in asingle shift of one hundred eighty dollars ($180.00). Such allowanceshall supersede and replace the twenty-five percent (25%) bonus referredto in subparagraph (b) above.

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When an employee is required to dive under water twenty(20) feet or more, he shall be accompanied by another diver.

53. Abnormally Cold or Wet Work

(a) Producer will provide suitable wearing apparel forabnormally cold or wet work.

(b) When required by Producer to work in water three (3) feet ormore in depth for a period of an aggregate of at least four (4) hoursduring any workday, employee will be paid a fifteen percent (15%)bonus. The provisions of Paragraph 13 shall apply when such work isfor four (4) hours or more.

54. Overscale Employees

Rates of pay of overscale employees shall not be reduced by reasonof this wage agreement.

55. Nearby and Distant Locations

Producer will notify Union of locations and names of crewassigned thereto. Notice of same shall be given twenty-four (24) hoursin advance for work on distant locations. For work on nearby location,notice shall be given as soon as practicable.

56. No Clause.

57. Earnings Reports

At the end of each quarter, the Producer will submit a list of itsemployees subject to this Agreement, showing each employee's earningsfor that quarter.

58. Personal Service Contracts

Producer will notify Union in writing stating that wages andconditions are at least equal to the minimum requirements of this wageagreement.

59. Studio Pass

The duly authorized Business Representative of the Union shall befurnished a pass to the studio. Such Representative shall be permitted tovisit any portion of the studio, lot or ranch necessary for the properconduct of the business of the Union during working hours.

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60. Stewards

The Business Representative of the Union may appoint oneSteward per shift per department at each studio, lot and/or location toinspect all working conditions affecting the terms of this Agreement. Itshall be the responsibility of the Shop Steward to settle minor grievanceswith the head of the department in which the grievance arises and, in theevent such grievance cannot be adjusted, to notify the BusinessRepresentative. Any person so appointed shall have the completecooperation of management in the performance of these duties, but suchduties shall not unduly interfere with his work and he shall not leave hisstation without notifying his immediate supervisor.

61. No Clause.

62. Safety

(a) It is agreed by the parties that too great an emphasis cannotbe placed on the need to provide a safe working environment. In thatcontext, it shall be incumbent on each employer (herein referred to as theProducer) to furnish employment and a place of employment which aresafe and healthful for the employees therein; to furnish and use safetydevices and safeguards, and adopt and use practices, means, methods,operations and processes which are reasonably adequate to render suchemployment and place of employment safe and healthful; to do everyother thing reasonably necessary to protect the life, safety and health ofemployees. Correspondingly, no employer shall require or permit anyemployee to go or be in any employment or place of employment whichis not safe and healthful. In addition, every employer and everyemployee shall comply with occupational safety and health standardsand all rules, regulations and orders pursuant to applicable laws whichare applicable to his own actions and conduct; no person (employer oremployee) shall remove, displace, damage, destroy or carry off anysafety device, safeguard, notice or warning, furnished for the use in anyemployment or place of employment; no person shall interfere with theuse of any method or process adopted for the protection of anyemployee, including himself, in such employment or place ofemployment.

(b) Rigid observance of safety regulations must be adhered toand willful failure of any employee to follow safety rules and regulationscan lead to disciplinary action including discharge; however, noemployee shall be discharged or otherwise disciplined for refusing towork on a job that exposes the individual to a clear and present danger tolife or limb. No set of safety regulations, however, can comprehensivelycover all possible unsafe practices of working. The Producer and the

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Union therefore undertake to promote in every way possible therealization of the responsibility of the individual employee with regardto preventing accidents to himself or his fellow employees.

(c) It is also agreed that when unresolved or continuing disputesexist regarding Safety and Health compliance, non-compliance orinterpretation therein of Title 8, Chapter 4, Subchapter 7, GeneralIndustry Safety Orders, said disputes shall be referred to the AMPTP andCSATF-administered Labor-Management Safety Committee for review,investigation, interpretation and advisory recommendations to theEmployer(s). The CSATF-administered Labor Management SafetyCommittee is the industry-wide Safety Committee consisting of theIATSE and its West Coast Studio Local Unions, the Basic CraftsUnions, the Screen Actors Guild–American Federation of Television andRadio Artists, the Directors Guild of America and representatives of theProducers. It is understood that it is not the responsibility of the SafetyCommittee, or any member of the Committee, the IATSE or its LocalUnions, the Basic Crafts, CSATF or the AMPTP to implement orcomply with any such recommendations.

(d) The Labor-Management Safety Committee shall meet at leastonce a month.

(e) The cost of the Labor-Management Committee will be borneby CSATF.

(f) A separate bulletin shall be issued by the AMPTP to providethe following:

(1) The Producers reaffirm their commitment to regularlyinspect the studio working areas and to establish preventive maintenanceprocedures to assure safe working conditions.

(2) Complaints of unsafe conditions will be promptlyinvestigated by the Producer and appropriate action will be taken if theProducer finds that an unsafe condition does exist.

(3) Each Producer will designate an individual as theresponsible safety officer for its respective studio, facility, laboratory orlocation site. Except on location, each safety officer will have a well-publicized "hot-line" phone number which employees can anonymouslycall to alert management to any existing safety problems which mayrequire correction.

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(4) The Producers will provide access to all working areasto the Safety Director of CSATF so that he will periodically inspectsame.

(5) Communication regarding safety policy will be madeavailable to all affected employees directly or by posting on bulletinboards.

(g) Concerns stemming from the use of smoke on sets shall bereferred to the industry-wide Safety Committee for resolution.

63. Equipment and Supplies

Employees shall not be required to furnish equipment, medicine orsupplies to render adequate first aid. However, when it is mutuallyagreed between Producer and employee for such employee to supplyfirst aid bag and equipment, employee shall receive an allowance offifteen dollars ($15.00) for each agreed-upon day. If a First Aid personis required to supply oxygen, he shall be reimbursed at a rate of fivedollars ($5.00) per day.

63.1 Uniforms

Uniforms required by the employer will be furnished and cleanedat the employer's expense or employer will give employee two dollars($2.00) allowance for each uniform cleaned at the employee's expense.

63.2 First Aid Equipment on Location

(a) The Producer shall supply whatever equipment is necessaryto render first aid on location (blanket, cot, chair, pillow). If theProducer determines that a walkie-talkie is needed by a First Aid personto perform his duties, one shall be provided.

(b) Producer will provide suitable storage space on location forfirst aid equipment supplied by employees, provided that the Producershall not have any responsibility for equipment supplied by theemployee and the same shall not be subject to Article 7.

63.3 Temporary Shelter for Outdoor Work

When working outdoors in inclement weather, the Producer willmake available temporary shelter, such as a dressing room, for the careof ill or injured employees.

64-65. No Clauses.

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66. Non-Discrimination

The parties agree to continue to comply with all applicable federaland state laws relating to non-discriminatory employment practices.

Claims alleging a violation of this "Non-Discrimination" provisionare not subject to arbitration, but are instead subject to non-bindingmediation.

67. Foremen and Supervisory Employees

Notwithstanding anything contained in the Constitution and By-laws of the Union, or in the obligation taken by a person upon becominga member of the Union, or otherwise, which directly, indirectly orimpliedly places upon a foreman (or any person who is a supervisoryemployee within the meaning of that term as set forth in the LaborManagement Relations Act of 1947, as amended), the duty or obligationto accord an unlawful employment preference to members of the Union,such foreman or supervisory employee shall not give or recommend anyunlawful employment preference and the Union shall not in any mannerdiscipline or threaten with discipline any such foreman or supervisoryemployee for failing or refusing to give or recommend any such unlawful employment preference.

68. Seniority

(a) Maintenance of Industry Experience Roster

Under prior collective bargaining agreements, signatoryProducers have established an Industry Experience Roster, which will bemaintained under this Agreement, composed of the names of employeessubject to this Agreement who were included on said roster on July 31,2015 and employees who thereafter satisfactorily fulfill all of theeligibility provisions set forth under Industry Group 1, below, includingemployees who actually performed services hereunder in one or more ofthe job classifications covered by this Agreement in the production ofmotion pictures in the motion picture industry in Los Angeles County oremployees who have been hired hereunder in said County and performedsuch services outside said County.

The physical maintenance of said roster shall be under thesupervision of CSATF.

The Industry Experience Roster shall consist of a singlegroup, identified as Industry Group 1.

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Industry Group 1 of said Industry Experience Roster iscomposed of persons who were on said roster on July 31, 2015.

Additional persons may be added to Industry Group 1 asfollows:

A person who performs services in the job classificationscovered by this Agreement for a total of at least thirty (30) actualworkdays with one or more Producers engaged in the production ofmotion pictures in the motion picture industry in Los Angeles County orwho has been hired by such Producer in said County and performed suchservices outside said County, shall be entitled to placement on theIndustry Experience Roster in Industry Group 1, provided that suchemployee has satisfactorily passed a color-blindness examinationadministered by qualified persons designated for such purpose byCSATF, at no expense to the employee and, provided further, that allsuch workdays were performed within a period of twelve (12)consecutive months immediately preceding the date of his submitting anapplication, as provided, to be placed on said Industry ExperienceRoster. Any individual making application to be placed on the IndustryExperience Roster must perfect the application no later than one (1) yearfollowing the date of the last work day to be considered as qualifyingexperience. The parties hereby confirm that I-9 information must beprovided to CSATF as a condition of placement on the IndustryExperience Roster. Notwithstanding the foregoing provisions of thisParagraph, if an individual working under an O-1 or O-2 visa applies forplacement on the Industry Experience Roster, such application shall beheld in abeyance until such time as the individual is again available to beengaged to perform work covered under the IATSE Basic Agreement orthe Videotape Supplemental Agreement.

The minimum qualification for placement of First Aidemployees on the Industry Experience Roster, except those who werelisted on the Industry Experience Roster on July 31, 1982, shall be anEmergency Medical Technician Certificate issued by the State ofCalifornia, or the equivalent thereof. Upon presentation of suchEmergency Medical Technician Certificate, CSATF shall reimburse theemployee: (i) for the initial fee, if any, paid by the employee inconnection with the certificate; and (ii) for any renewal fee (exclusive ofany late payment fees or penalties for failure to renew such certificate ona timely basis), provided that the employee has been employed underthis Agreement for at least 1,200 hours within a period of two (2)consecutive years immediately preceding the expiration date of the priorcertificate. Requests for reimbursement must be submitted within ninety(90) days of the fee payment. Individuals who are required to, but failto, maintain a current Emergency Medical Technician Certificate, or the

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equivalent thereof, shall be suspended from the Industry ExperienceRoster in accordance with the provisions of Paragraph 68(d)(6).

(b) Establishment of Studio Seniority Roster

Except as provided in Paragraph 68(b)(2) of the 1988 Local#767 Agreement, Producer has established and will maintain, ashereinafter provided, a Studio Seniority Roster of those persons subjectto this Agreement who: (i) on August 11, 1949 had actually worked forProducer two hundred fifteen (215) days (215 minimum calls) or moreduring the period of January 1, 1948 to and including August 10, 1949,in the job classifications covered hereunder in the production of motionpictures in Los Angeles County, or who have been hired in said Countyand have performed such services outside said County, or (ii) afterAugust 11, 1949 have completed two hundred (200) or more workdayswith Producer, within any three hundred sixty-five (365) consecutiveday period, in the job classifications covered hereunder in suchproduction of motion pictures.

No person who possesses Studio Seniority status, as definedherein, with any other motion picture Producer shall be eligible for thisStudio Seniority Roster. Each applicant for the Studio Seniority Rostershall certify in writing at the time of application that he does not possesssuch motion picture Studio Seniority status.

For the purpose of determining such two hundred (200) daysof required work referred to above, employees temporarily employedunder a daily schedule pending transfer to a cumulative weekly scheduleat the beginning of the next full payroll week, and such employeestemporarily employed under a daily schedule following transfer from acumulative weekly schedule pending completion of assignment (asprovided in Paragraph 9(c)(2) herein) shall be credited with one (1) dayfor each day actually worked, or intervening holidays paid for but notworked. Only straight time days shall be counted as days worked bySchedule A Daily employees.

The Seniority Roster shall consist of the following StudioSeniority Group:

Studio Group A

Studio Group A shall consist of Producer's employeeswho have met the above Studio Seniority Roster requirements and whoare listed in Industry Experience Roster Group 1.

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Effective as of August 1, 1982, any employee who isremoved or terminated from the Studio Seniority Roster, as provided insubparagraph (d) of this Paragraph 68, shall not be replaced and nofurther additions shall be made to such Roster.

Layoffs from said Studio Seniority Roster shall be madein inverse order of seniority.

(c) Hiring, Layoff and Rehire

The Producer shall give preference of employment toqualified available persons within the job classifications covered by thisAgreement as follows:

Such preference of employment in hiring and rehiring shallbe given in the said job classifications to qualified persons as follows: First, to such qualified persons in Studio Group A; in the event there areinsufficient available qualified persons in Studio Group A to meet theemployment needs of Producer in said classifications, the nextpreference shall be given to such qualified persons in Industry Group 1;in the event there are insufficient available qualified persons in IndustryGroup 1 to meet the employment needs of Producer in saidclassifications, Producer may secure employees from any source.

With respect to such hiring and rehiring, the Producer maynotify the Local Union of its need to fill calls for "extra" employees insuch classifications, and may also specifically request particular namedpersons from the Industry Experience Roster. Upon such notice orrequest, the Local Union will undertake to obtain and dispatch toProducer such persons so specifically requested or, on the other hand,when persons are not so requested, any available qualified eligiblepersons, as the case may be, from the Industry Experience Roster inaccordance with the above preference of employment provisions. Producer reserves the right to select those to be hired or rehired, as thecase may be, from among such eligible persons who are so dispatched toProducer, as above provided. Neither as to such undertaking ordispatching by the Union nor as to any other related portion of thisAgreement will the Union discriminate either in favor of or against anyperson by reason of membership or non-membership in the Union. Producer shall not in any manner be liable hereunder for any allegedviolation of this Paragraph 68 because of the Producer's employment ofany person through the dispatching facilities of the Union, as aboveprovided. The Local Union agrees to keep its offices open and availableto service the Producer from 8:00 a.m. to 8:00 p.m., Monday throughFriday, inclusive. It is understood that the above provisions with respectto the Producer's utilization of the dispatching facilities of the Union

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apply only to the filling of such "extra" calls from available qualifiedpersons from the Industry Experience Roster; that such provisions do notapply in the event Producer does not meet its employment needs in suchclassifications from among the available qualified persons on theIndustry Experience Roster and Producer is required to employ personsfrom other sources, in which event the recruiting of such new employeesshall only be done by Producer directly.

The parties hereto shall post all of the provisions of thisParagraph 68 in places where notices to employees and applicants foremployment are customarily posted.

In the event of layoffs in such job classifications, theProducer will lay off in the inverse order of groups with no bumping;i.e., first, all employees in such job classifications not listed on theIndustry Experience Roster; then, employees in such classifications whoare listed on the Industry Experience Roster; then, last, like employees inStudio Group A shall be laid off. The above layoff provisions, withrespect to Weekly Schedule employees, shall be effective as of thecompletion of such employees' current assignment. Notwithstandinganything in this Paragraph 68 to the contrary, an employee properlyhired and assigned to an "on production" position may be retainedwithout being bumped.

Unless otherwise provided in this Agreement, each qualifiedperson listed on the Studio or Industry Roster shall have preference ofemployment, as above provided, equal to the preference of employmentof all other qualified persons on the Studio or Industry Roster,respectively, and the Producer shall have complete freedom of selectionfrom among such persons for the purpose of hiring, layoff and rehiring.

In administering hiring, layoff and rehiring, the Producer,upon giving advance notice to the Local Union, may (1) call, retain orrecall out of Studio Seniority or Industry Experience status an employeebecause of his special studio experience, skill and qualifications for theduties and/or equipment necessary for operation; or (2) call or recall, andthereafter retain, out of Studio Seniority or Industry Experience status anemployee because there are insufficient qualified available persons inthe Studio Seniority Group or Industry Experience Group, as aboveprovided.

In the event that it is not possible for the Producer to givesuch advance notice to the Local Union, Producer may so call, retain orrecall out of Studio Seniority or Industry Experience status, as aboveprovided, but shall notify the Local Union as soon as possible thereafter. If no protest is presented to Producer by the Union Representative within

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twenty-four (24) hours after receipt of such notice, Saturdays, Sundaysand recognized holidays excepted, the protest shall be deemed to bewaived. If the Union shall protest, the Union Representative shallpromptly discuss with the Director of Industrial Relations of Producerthe application of such exception and settle the dispute if at all possible.

In the event of a failure to settle the dispute in the discussion,as provided above, the matter shall be subject only to the expeditedarbitration procedure provided for in Article 7, and shall be heard withinthree (3) working days from the time of notification by the Union toCSATF of the failure to settle such dispute. Such procedure shall belimited as herein provided. Failure or refusal of such representative ofeither party to meet at the appointed time shall constitute an automaticand final withdrawal or approval of the protest, as the case may be.

If, in such expedited arbitration procedure, it is determinedthere was no need so to call, retain or recall an employee out of StudioSeniority or Industry Experience status, the arbitrator may requireProducer to forthwith employ a person in Studio Seniority or IndustryExperience Roster status, whichever the case may be. If the matter is sodetermined, the individual may be immediately awarded back pay, ifany, but in no event more than three (3) days back pay. No other penaltymay be imposed on the Producer. The decision in such expeditedarbitration shall be final and binding and the expedited arbitrator'sauthority to decide shall be limited to the issue and remedy hereinprovided. The above procedure shall be the exclusive remedy for anydispute arising under this Paragraph and such dispute shall not be subjectto the provisions of Article 7 of this Agreement.

(d) Removal of Person from Producer's Studio Seniority orIndustry Experience Roster

(1) (i) A person shall be removed from the IndustryExperience Roster and the Studio Seniority Roster if such person has notbeen employed for at least one (1) day within the crafts andclassifications of work of such Roster under this Agreement, theVideotape Electronics Supplemental Basic Agreement, the 2012Supplemental Digital Production Agreement or the Commercial FilmSupplemental Agreement within a consecutive three (3) year period. Insuch event, CSATF will notify, in writing, the Local Union and theinvolved person at his last known address of the intended removal andspecify the date of such removal. Such notice shall be given not lessthan fifteen (15) business days prior to removal of such person from theIndustry Experience Roster.

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(A) The IATSE or a Local Union designated bythe IATSE and/or the involved person shall have the right to challengethe removal based on good and sufficient cause existing for the person'sbeing unavailable for employment under the Agreement within the three(3) year period, by submitting a written protest within twenty (20)business days following receipt of the notice of intention to remove theindividual from the Roster. If no protest is filed within said time period,the right to protest is waived. In the event of a protest, the person's namewill not be removed from the Industry Experience Roster until the matterhas been determined.

(B) Protests involving removal shall be subjectto the following procedure:

(1) The IATSE and CSATF agree tosubmit to final and binding arbitration before the impartial arbitratordisputes involving the removal of any person on the Industry ExperienceRoster.

(2) In an arbitration conducted pursuant tothis Article, CSATF shall participate as a party, and the IATSE, or aWest Coast Studio Local Union designated in writing by the IATSE,shall represent the IATSE. Any person whose intended roster removal isinvolved in such dispute shall be entitled to have his own counsel at hisown expense present at the arbitration.

(3) The IATSE and CSATF selectFrederic Horowitz to act as the impartial arbitrator in all cases submittedto arbitration under this Article and Mark Burstein as the alternateimpartial arbitrator in the event the impartial arbitrator is unavailable orunwilling to act. In the event that both the impartial arbitrator and thealternate arbitrator are unable or unwilling to act, the arbitrator shall beselected by mutual agreement of the IATSE and CSATF.

(4) The impartial arbitrator shall hold ahearing within ten (10) business days after receipt of a request from theIATSE or CSATF. Such hearing shall be held on an informal basis. Thearbitrator shall have the authority to establish uniform and equitableprocedures for the conduct of the hearing.

(5) The award of the arbitrator shall berendered in writing within twenty (20) business days after the conclusionof the hearing unless the time is expressly extended by the CSATF andthe IATSE. The written award of the impartial arbitrator shall be finaland binding upon the IATSE and its West Coast Studio Locals, CSATFand any person whose roster removal is at issue.

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(6) The fees of the impartial arbitrator andthe costs of the arbitration, if any, shall be shared equally by CSATF andby the IATSE or the involved IATSE West Coast Studio Local Union. All other costs and fees shall be borne by the party incurring the same.

(7) Any of the time limits set forth hereinmay be extended by mutual agreement of the parties.

(C) For purposes of this provision, a personshall be deemed to have "good and sufficient cause" for beingunavailable for employment for any of the following reasons:

(1) Such person was employed in a laborrelations position by the Alliance of Motion Picture and TelevisionProducers; the Association of Motion Picture and Television Producers,Inc.; Contract Services Administration Trust Fund; the Motion PictureIndustry Pension and Health Plan; the International Alliance ofTheatrical Stage Employees and Moving Picture Technicians, Artistsand Allied Crafts of the United States, its Territories and Canada; any ofthe IATSE West Coast Studio Local Unions; or any other labororganization recognized by the member companies of the Alliance ofMotion Picture and Television Producers as the bargainingrepresentative for an appropriate unit of employees employed in themotion picture industry.

(2) Such person was employed by anyEmployer who is a member of the multi-employer bargaining unit whichconsists of those companies listed in the 2015 IATSE Basic Agreementand those Producers which have effectively consented to be part of thesaid multi-employer unit.

(3) Such person had a disability whichprevented him from performing work assigned to the craft(s) orclassification(s) in which he was formerly employed.

(4) Any other good and sufficient cause asdetermined by the arbitrator in accordance with the foregoingprocedures.

(ii) The parties confirm that an employee onpermanent disability status with one Producer will be removed from theIndustry Experience Roster in that craft and may not work for anotherProducer in that craft.

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(2) A person may be removed by the Producer from itsStudio Seniority or Industry Experience Roster for any of the followingreasons:

(i) Discharge by the Producer for cause. Producerwill immediately notify employee and Local Union and will reduce thecause for discharge into writing and mail or deliver same to theemployee, the Local Union and CSATF. In the event the discharge isnot protested in writing within ten (10) calendar days from receipt by theUnion of notice (excluding Saturdays, Sundays and holidays), thedischarge shall be deemed to be for cause and shall not be subject to thegrievance procedure hereunder or any other procedure. If such protest ismade within such ten-day period, it shall immediately be submitted toStep One of the grievance procedure in Article 7. Either party may,within the time provided in Step One, elect to go either (A) to Steps Twoand Three of the grievance procedure or (B) directly to expeditedarbitration. The selection by either party of expedited arbitration shallprevail. Three discharges for just cause shall subject the employee toautomatic removal from the Industry Experience Roster.

(ii) If an employee is called three (3) times by theProducer and refuses such calls, the Producer will give written notice tothe Local Union of such employee's failure to accept such calls and theUnion will be given seven (7) days to ascertain the reason for suchemployee's refusals. After seven (7) days have elapsed after receipt ofnotice by the Union, if such employee fails again to accept a call by theProducer, the Producer may remove such employee from the Producer'sIndustry Experience Roster by written notice to such employee.

(iii) Voluntary resignation. The Union shall benotified of the employee's action.

(iv) In the event a person called by the Produceraccepts the call and fails or refuses to report for work after acceptingsuch calls on two occasions during the term of this Agreement, theProducer may remove such employee from the Producer's IndustryExperience Roster by written notice to the employee. The Produceragrees to notify the Union in writing of such employee's first failure towork after accepting such call.

(v) Absence because of illness exceeding one (1)year, provided the Union receives written notice before the employee istaken off the Roster.

(vi) Retirement under the Motion Picture IndustryPension or private company pension plan; however, the employer may

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employ such employee as though he had not been removed from suchRoster.

(vii) Death.

(viii) A person may be removed from the StudioSeniority Roster only if he is not hired, or is laid off and not rehired,under the terms and conditions of this Agreement, within a period ofnine (9) consecutive months.

(3) A person on the Producer's Industry Experience Rosterwho is called for work and who is properly unavailable for work may betemporarily removed from such Roster until he notifies the Producer ofhis availability. During the time the person is so temporarily removedfrom such Roster, the Producer is not obligated to call such person.

(4) The Local Union may advise CSATF of the name ofany person who has not complied with the obligations of Article 3 of thisAgreement within sixty (60) days following such person's placement onthe Industry Experience Roster. The Local Union shall also provideCSATF with documentation indicating that the employee has been giventhe opportunity, as required by law, to pay to the Local Union anydelinquent fees and/or dues required by law. In such event, the personshall be deemed unavailable for employment and his name shall beremoved from the Industry Experience Roster.

In the event of a protest involving removal of a personfrom the Industry Experience Roster pursuant to this subparagraph (4),the provisions of Paragraph 68(d)(1)(i)(B) shall apply.

Any problems caused by or relating to theadministration of this subparagraph (4) shall be referred to the IATSEPresident Matthew D. Loeb, or his designee, and to AMPTP PresidentCarol A. Lombardini, or her designee, for resolution.

(5) A person on the Industry Experience Roster who failsto successfully complete legally-required industry safety training coursesby a date to be mutually agreed upon by the I.A.T.S.E. and AMPTP, orrefresher Safety Pass training and/or harassment prevention training by adate scheduled by CSATF, or to renew all required “H” bloodbornepathogen certifications within ninety (90) days after notice by CSATF ofthe recertification deadline, shall be suspended from the IndustryExperience Roster. During the time the person is so suspended fromsuch Roster, the Producer is not obligated to call such person. Theperson shall be reinstated to his/her former Roster status upon successful

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completion of said course(s) and/or training, which must be donethrough the Safety Pass training program.

(6) A person on the Industry Experience Roster who failsto maintain a current Emergency Medical Technician Certificate, or theequivalent thereof, shall be suspended from the Industry ExperienceRoster. During the time the person is so suspended from such Roster,the Producer is not obligated to call such person. The person shall bereinstated to his/her former Roster status upon submission to CSATF ofa current Emergency Medical Technician Certificate, or the equivalentthereof.

(e) Absences

For the purposes of this Paragraph 68, an employee who hasbeen employed in any of the job classifications covered by thisAgreement shall not be removed from the Industry Experience Roster forany of the following reasons:

(1) Absence because of illness not exceeding one (1) year;

(2) Absence because of military service;

(3) Absence because of service (in the same line ofoccupation pursued by the employee in the motion picture industry) forthe United States Government on any research projects for the defenseof the United States, provided such employee was expressly recruited byauthorized government representatives for such service;

(4) Employment in a paid full-time job in Los AngelesCounty, California by the IATSE or a Local Union of the IATSE subjectto the Producer-I.A.T.S.E. and M.P.T.A.A.C. Basic Agreement;

(5) Employment by the Producer as a supervisor whenemployee has had previous work and experience in the motion pictureindustry in the job classifications covered by this Agreement.

The burden of proving the above absences from servicewith Producer shall be on the employee.

(f) Establishing Eligibility

In order for any eligible person to be placed on the Industry Experience Roster of Producer, such person shall make writtenapplication to be placed on such Roster on application forms providedfor such purpose.

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Any person claiming to have fulfilled the IndustryExperience Roster requirements shall have the burden of establishingand proving such claims.

With respect to calls for work, the Producer's call record shallbe prima facie evidence of the fact that such person was called and saidcall record shall be available for inspection by the Union.

(g) Roster Certification Form

The Producers and the Union have jointly developed a formfor use by all Employers to notify CSATF that an individual is beingcertified for Roster placement. The form includes provisions for:

(1) The number of qualifying days worked by theemployee;

(2) The roster classification within which the employeeworked; and

(3) A notation whether the work performed wassatisfactory or unsatisfactory.

(h) Roster Arbitration Procedure

Disputes regarding the placement of any person on theIndustry Experience Roster arising from the contention that the person isnot eligible to be placed on the Roster under the applicable Agreementshall be resolved in the following manner:

(1) CSATF shall notify the IATSE and the Local Unioninvolved of its intention to place a person on the Industry ExperienceRoster. CSATF's notice shall contain the individual's name, address,telephone number and social security number, provided CSATFpossesses such information. The IATSE or the Local Union may protestthe intended action of CSATF within ten (10) business days by a writtennotice to CSATF. The IATSE and the affected Local shall have the rightto challenge any roster placement with respect to the qualificationsrequired pursuant to subparagraphs (g)(1) and (g)(2) above. In the eventof a protest, CSATF shall notify the Producer(s) involved and theperson. The person will not be placed on the roster until the matter hasbeen determined. Upon such protest, a hearing shall be scheduled beforethe impartial arbitrator. If no protest is filed within ten (10) businessdays, the respective parties waive the right to protest.

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(2) The IATSE and the Producers agree to submit to finaland binding arbitration, before the impartial arbitrator, disputesinvolving the placement of any person on the Industry Experience Rosterin accordance with this Article.

(3) The IATSE and Producers select Frederic Horowitz toact as the impartial arbitrator in all cases submitted to arbitration underthis Article, and Mark Burstein as the alternate impartial arbitrator in theevent the impartial arbitrator is unavailable or unwilling to act. In theevent that both the impartial arbitrator and the alternate arbitrator areunable or unwilling to act, the arbitrator shall be selected by mutualagreement of the IATSE and Producer(s).

(4) In an arbitration conducted pursuant to this Article,CSATF shall participate as an administrative witness and a custodian ofrecords, and the IATSE or a Local Union designated in writing by theIATSE shall represent the IATSE. Any person whose intended rosterplacement is involved in such dispute shall be entitled to have his owncounsel at his own expense present at the arbitration. This provisionshall not be construed as conferring upon such person the rights of athird party to the arbitration, and such arbitration will be solely betweenthe Producer(s) and the IATSE.

(5) The impartial arbitrator shall hold a hearing within ten(10) business days after receipt of a request from the IATSE orProducer(s). Such hearing shall be held on an informal basis. Thearbitrator shall have the authority to establish uniform and equitableprocedures for the conduct of the hearing.

(6) The award of the arbitrator shall be rendered in writingwithin ten (10) business days after the conclusion of the hearing unlessthe time is expressly extended by the Producer(s) and the IATSE. Thewritten award of the impartial arbitrator shall be final and binding uponthe IATSE and its West Coast Studio Locals, CSATF, the Producer(s)and any person whose roster placement is at issue. In the event that theaward of the impartial arbitrator is to place the individual's name on theroster, the person's roster date shall be retroactive to the date that saidperson would have been placed on the roster but for said protest.

(7) The fees of the impartial arbitrator and the costs of thearbitration, if any, shall be shared equally by the Producer(s) and by theIATSE. All other costs and fees shall be borne by the party incurringsame.

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(i) Posting

Said Studio Seniority and Industry Experience Rosters havebeen posted by the Producer on the bulletin board in the applicablestudio departments. A copy of such Rosters was furnished to the LocalUnion and the Local Union posted a copy of such Rosters on the bulletinboard at its business office.

Such rosters, when posted, shall remain posted for a period ofthirty (30) days.

Any objections by the Union or any person affected to thecontents of such rosters as so posted shall be made, in writing, to theProducer within such thirty (30) days and, if not so made, shall bedeemed to be waived.

The said Rosters shall be revised from time to time asrequired.

69. Substituting for Department Head

Whenever the Producer designates an employee to substitute for adepartment head or assistant department head, for periods of time suchas vacations, extended leave of absence or prolonged illness, suchemployee will be paid, during the substitution period, at the highestweekly rate in the wage schedule applicable to the classification inwhich the substitution occurs or, if the relieving employee is thenreceiving such highest weekly rate, he shall receive as additionalcompensation a bonus of fifteen percent (15%), but in no case more thanthe current rate of the person for whom he substitutes.

70. Reporting of Accidents

The nature and place of hospitalization of all accident casesrequiring hospitalization shall be reported to the Union as soon aspracticable after the accident.

71. Employees in the Armed Services

Recognizing the moral and legal responsibility to the employeessubject to this Agreement who have entered into the Armed Services, theProducer and the Union agree that they have a joint responsibility(subject to the then-existing statutes) in the reinstatement of suchemployees to the jobs such employees held prior to their entry into theArmed Services.

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Producers and the Union agree that employees temporarily holdingsuch jobs will be displaced by such returning employees.

72. Vacations

Vacations with pay will be allowed as follows:

(a) Daily Schedule Employees

(1) Vacation pay for a person employed solely under aDaily Schedule shall be computed at the rate of four percent (4%) oftotal annual earnings for those hours worked at straight time, includinghours worked on night premiums at straight time and hours paid asvacation time, during the employee's personal income tax reporting year.

(2) Employees must actually take time off from work forpaid vacations in accordance with the following schedule:

For Daily Schedule Employees

Straight time hours workedin preceding year

Straight timeworking daysrequired to be

taken off

1,928.0 and over (inclusive) 10

Between 1,734.4 and 1,927.9 (inclusive) 9




Between 960.0 and 1,153.5 (inclusive) 5

Between 766.4 and 959.9 (inclusive) 4




185.5 and under (inclusive) 0

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Employees with 50% Additional Vacation Pay (See (e) below)

For Daily Schedule Employees

Straight time hours workedin preceding year

Straight timeworking daysrequired to be

taken off

1,888.0 and over (inclusive) 15








Between 876.8 and 1,003.1 (inclusive) 7







118.3 and under (inclusive) 0

(b) Weekly Employees (including combinations of Weekly andDaily Schedule employment):

*Straight Time Days Worked in Preceding Year

Days of Vacation WithPay in Succeeding Year

Over 200 10 (maximum)

Between 181 and 200 9






Between 61 and 80 3

(continued)

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(continued)

*Straight Time Days Worked in Preceding Year

Days of Vacation WithPay in Succeeding Year

Between 41 and 60 2

Between 21 and 40 1

**20 and under 0

* For vacation purposes only, full six-day weekly scheduleworkweeks on distant location shall be credited as five (5) days worked. In addition, one (1) workday shall be counted for each paid vacation day.

** Employees who are employed less than twenty-one (21)days and who do not qualify for a day's vacation pay under thisprovision shall be paid vacation pay as follows:

Daily Schedule Employment: 4% of straight timeearnings including hoursworked on night premiumsat straight time.

Weekly Schedule Employment: 4% of guaranteed weeklyearnings.

(c) To determine, for vacation purposes, the number of daysworked in any workweek, the following formulae shall be used:

(1) Daily Schedule Employees (who also worked under aweekly schedule in the preceding year):

Studio Employment

5 x Total hours worked at straight time (including40 hours worked on weekday night premiums) to a

maximum of 40 hours.

(2) Cumulative Weekly or "On Call" Weekly Employees:

Days worked are equal to the number of minimum callspaid for days other than sixth or seventh days in the employee'sworkweek, subject to the provisions of Paragraph 72(b)*, above.

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(d) To determine, for vacation purposes, the rate at which eachvacation day shall be paid, the following formulae shall be used:

(1) Daily Schedule Employees (who also worked under aweekly schedule in the preceding year): One (1) day is equal to eight (8)hours average pay at straight time.

(2) Cumulative Weekly Schedule Employees: One (1) dayis equal to one-fifth (1/5) of average weekly earnings, limited each weekto the hours specified under the employee's weekly wage schedule.

(3) Combination Daily and Weekly Schedule Employees: One (1) day is equal to average daily pay based on total earnings ascomputed under subparagraphs (1) and (2) above, divided by totalnumber of days worked.

(4) Rates of pay shall be those in effect during the year inwhich the vacation is earned ("preceding year").

(e) Additional Vacation Provisions

The following additional vacation provisions shall apply toWeekly or Daily Schedule employees who meet the necessary eligibilityqualifications:

(1) Eligibility Requirements

Commencing with vacations earned in the year 1979and payable in the year 1980 and thereafter, eligible employees shall bethose employees who actually worked for Producer for eight (8)consecutive "eligible" years, with an aggregate of not less than 1,600"straight time" days worked with Producer in such eight (8) years.

As used in this provision, the term "year" shall mean theemployee's personal income tax earnings year (also hereinafter referredto as "tax year"); the term "eligible year" shall mean a tax year in whichthe employee worked one hundred (100) or more "straight time" days forProducer;5 the term "straight time" days shall be deemed to include thefive (5) or six (6) days of employment, as the case may be, specifiedunder the respective five (5) or six (6) day cumulative weekly schedules.

5 The term "eligible year" shall be applied in the following manner with respect tocalendar year 1988 to take account of the WGA strike: As to calendar year 1988 only, anemployee shall be deemed to have an "eligible year" if he has worked at least seven-twelfths(7/12) of the number of days otherwise required under Paragraph 72(e) to attain an eligible year. Thus, any employee who has worked 58 or more "straight time" days for Producer duringcalendar year 1988 shall be deemed to have an "eligible year" for purposes of the additionalvacation provision.

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Any tax year in which the employee actually works lessthan one hundred (100) "straight time" days for Producer shall beexcluded in computing the required eight (8) "eligible" tax years, and the"straight time" days worked in such year shall not be counted incomputing the required aggregate of 1,600 "straight time" days to beworked in such eight (8) tax years.

Employees who fail to work more than one hundred(100) "straight time" days for such employer in each of any two (2)consecutive tax years shall, at the end of such second year, be considerednew employees hereunder with no previous employment credit withProducer for the purpose of establishing the above eligibilityrequirements. Provided, however, that in determining such two (2)consecutive years, no year shall be included (and the "straight time" daysworked in such year shall not be counted for any eligibility purposeshereunder) in which the employee could not work one hundred (100)"straight time" days for Producer due to either or both of the following:

(i) The period of recorded leaves of absence grantedby Producer;

(ii) For the period during which the employee wasabsent and physically unable to work for Producer solely as a result ofan "industrial accident" occurring to such employee while employed byProducer.

(2) Vacation Days and Pay

Commencing with October 26, 1955, such weekly ordaily employees who become eligible on or after such date, as aboveprovided, shall, beginning with the date they so become eligible, earnwith Producer fifty percent (50%) more in vacation time and moneybased upon the applicable weekly or daily employee6 vacation scheduleset forth above; any such employee shall be limited to earning amaximum of only fifteen (15) days vacation per year. Provided, that forthe remainder of any such tax year in which such an employee becomeseligible, he shall only earn additional vacation time and money, as aboveprovided, based solely on the "straight time" days he worked forProducer after he so became eligible and within the remaining portion ofeach year, to be computed separate and apart at the rate of one-half ofthe vacation benefit specified under the above applicable daily or weeklyvacation schedule.

6 Vacation pay for such employee employed solely under a daily schedule shall becomputed at the rate of 6.2762% instead of 4% as set forth in subparagraph (a)(1), above, of thisParagraph 72.

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(3) Loss of Eligibility

Employees who become eligible, as above provided,but who thereafter either resign from employment with Producer or failto work for Producer more than one hundred fifty (150) "straight time"days7 in any one (1) tax year shall, as of the last day of such tax year or,in the case of resignation, the date of such resignation, lose sucheligibility and right to earn the additional vacation days and pay aboveprovided; in such event, they shall thereupon be considered newemployees hereunder with no previous employment credit with Producerfor the purpose of subsequently establishing the above eligibilityrequirements.

In determining whether any employee loses hiseligibility for failure to work for Producer more than one hundred fifty(150) "straight time" days in a tax year, as above provided, no such yearshall be counted for this purpose in which the employee could not workat least one hundred fifty-one (151) "straight time" days for Producerdue to either or both of the following:

(i) The period of recorded leaves of absence grantedsuch employee by Producer;

(ii) The period during which such employee wasabsent and physically unable to work for Producer solely as a result ofan "industrial accident" occurring to him while employed by Producer.

(4) Eligibility Credit

For the purposes of determining "eligible" years and"loss of eligibility" only, as above provided, employees who leave theemploy of Producer to perform military service and who remain in theArmed Forces of the United States in accordance with the applicableNational Selective Service Act (or other subsequently enactedcomparable national legislation then in effect pertaining to such service),shall be credited as having worked for Producer the number ofapplicable days the employee would normally have been employed byProducer for "straight time" days in each workweek of the period of suchservice.

7 For purposes of calendar year 1988, the "more than one hundred fifty (150) 'straighttime' days" requirement shall be reduced to "more than eighty-eight (88) 'straight time' days" totake account of the WGA strike.

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(f) Daily and Weekly Schedule Employees

(1) Vacations are earned in one personal income taxearnings year and are paid for in the succeeding calendar year.

(2) Vacations shall not be cumulative between calendaryears and shall be taken at times approved by the Producer.

(3) Days that would otherwise constitute the sixth orseventh days in the employee's workweek and holidays occurring duringvacation periods are not counted as days granted.

(4) When any portion of the vacation period is less than afull payroll week, by mutual agreement between the Producer and theemployee, the Producer may grant leave of absence without pay for theremaining fractional portion of the payroll week.

(5) Eligible employees who are no longer employed at thebeginning of the calendar year in which their vacation pay for thepreceding year is payable may obtain such vacation pay at any timesubsequent to March 15 by notifying the Producer of their desire toobtain such vacation pay. Such notice shall set forth a date on orsubsequent to the date of notice for the commencement of the period towhich such vacation pay shall apply. The designation of suchcommencement date shall be at the sole discretion of such employees,and the Producer agrees to pay such employees the vacation pay due onor prior to such commencement date, but in no event shall the Producerbe obligated to make such payment prior to March 15.

(6) In the event of a layoff, an employee eligible forvacation shall not be required to take vacation at time of layoff.

(7) Each eligible employee shall, if he so desires, submit tohis department head, prior to June 1st, three (3) vacation dates in theorder of his preference. In the event that none of the three (3)preferential dates is granted, the department head may establish date ofvacation if conditions permit. However, he shall give any suchemployee not less than one week's notice as to date of vacation unless,upon the request of the employee, it is otherwise mutually agreed. Employees who do not submit preferential dates shall receive vacationson dates subject to the discretion of the department head.

(8) Producer shall pay an eligible employee his vacationpay check not later than noon of the pay day preceding thecommencement day of his vacation, provided the employee has made a

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request to Producer for such vacation check at least one (1) week prior tosuch pay day preceding the commencement of such vacation.

(9) If a successor company buys out Producer andcontinues the operation of Producer's studio, and if the buying companycontinues the employment at the studio of an employee of Producer,such employee shall retain with the buying company his appropriatevacation pay experience credit accrued with the selling company. Ifsuch employee is not so continued in employment by the buyingcompany, then only Producer is responsible for any vacation pay due theemployee at the time of his termination. If such employee is offeredemployment by the buying company, but elects not to continue hisemployment with the buying company, he shall be entitled to his accruedvacation pay from Producer.

(10) Presentation of Claim for Vacation and/or Holiday Pay

(i) Producers that currently pay for vacations and/orholidays on a weekly basis shall continue to adhere to their existingpractice. Producers that currently make vacation and/or holidaypayments pursuant to subparagraph (f)(10)(ii) below may instead electon a production-by-production basis to pay on a weekly basis.

(ii) Producers that currently pay for vacations and/orholidays at the end of the calendar year shall elect one of the followingprocedures for employees on layoff and for employees on payroll:

(A) With respect to employees on layoff:

(1) On or after March 15 of the yearfollowing the calendar year in which vacation and/or holiday pay wasearned, the Producer shall either:

(a) Mail or deliver to such employeehis vacation and/or holiday pay; or

(b) Notify each such employee thathe should claim his vacation and/or holiday pay pursuant to theprovisions of this Agreement.

(2) In the event the Producer mails theemployee's vacation and/or holiday paycheck and it is returned or if theemployee fails, within thirty (30) days following the date of mailing ofthe notice referred to in subparagraph (f)(10)(ii)(A)(1)(b) above, to claimhis/her vacation and/or holiday pay, the Producer shall notify the LocalUnion of the names of those employees who have not claimed vacation

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and/or holiday pay. In the case of employees whose checks werereturned, the Producer shall also forward the returned check(s) to theLocal Union.

(3) The Local Union shall endeavor tolocate any employee who has not claimed his vacation and/or holidaypay. If it does so, it shall forward to the employee his check orotherwise advise the employee of the department of the Producer tocontact to claim such pay.

(4) If the Local Union is unable, withinthirty (30) days following its receipt of the notice referred to insubparagraph (f)(10)(ii)(A)(2) above, to locate such employee(s), theLocal Union shall so advise the Producer and return any unclaimedcheck(s) to the Producer.

(5) On or about March 15 of the secondcalendar year following the year in which vacation and/or holiday paywas earned ("the second calendar year"), employees who have notclaimed their vacation and/or holiday pay will be notified that unlessclaimed by July 15 of that year, such pay will be sent to the MotionPicture Industry Pension Plan. On or about May 15 of the secondcalendar year, Producer will furnish to the Local Union a list showingthe names of those employees who have not claimed vacation and/orholiday pay and the amount of holiday and/or vacation pay due to each,together with a notice that unless claimed by July 15, such holidayand/or vacation pay will be sent to the Motion Picture Industry PensionPlan.

(6) On or about July 15 of the secondcalendar year, unclaimed vacation and/or holiday pay will be contributedto the Motion Picture Industry Pension Plan and credited to theappropriate employee pension plan account. Money so contributed shallnot be returned to the employee and shall fully discharge the Producer'sand the Local Union's obligations hereunder to the employee withrespect to the payment of vacation and/or holiday pay.

(B) With respect to employees on payroll:

(1) On or after March 15 of the yearfollowing the calendar year in which vacation and/or holiday pay wasearned, the Producer shall either:

(a) mail or deliver to such employeehis vacation and/or holiday pay; or

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(b) notify each such employee thathe should request holiday pay pursuant to the provisions of thisAgreement and schedule his vacation according to this Agreement.

(2) In the event the employee fails torequest such holiday pay and/or to schedule his vacation within thirty(30) days after the date of mailing of the notice referred to insubparagraph (f)(10)(ii)(B)(1)(b) above, the Producer shall notify theLocal Union of the names of those employees who have not claimedsuch pay and/or scheduled their vacation.

(3) The Local Union shall, within thirty(30) days after receipt of the notice referred to in subparagraph(f)(10)(ii)(B)(2) above, endeavor to notify the employee and advise himto claim holiday pay and to schedule his vacation.

(4) On or about March 15 of the secondcalendar year, employees who have not claimed their vacation and/orholiday pay will be notified that unless claimed by July 15 of that year,such pay will be sent to the Motion Picture Industry Pension Plan. On orabout May 15 of the second calendar year, Producer will furnish to theLocal Union a list showing the names of those employees who have notclaimed vacation and/or holiday pay and the amount of vacation and/orholiday pay due to each, together with a notice that unless claimed byJuly 15, such holiday and/or vacation pay will be sent to the MotionPicture Industry Pension Plan.

(5) On or about July 15 of the secondcalendar year, unclaimed vacation and/or holiday pay will be contributedto the Motion Picture Industry Pension Plan and credited to theappropriate employee pension plan account. Money so contributed shallnot be returned to the employee and shall fully discharge the Producer'sand Local Union's obligations hereunder with respect to the payment ofvacation and/or holiday pay.

(iii) New signatory Producers shall adhere to thepractice of paying vacation and/or holiday pay currently on a weeklybasis unless other arrangements are made by them with the IATSE.

73. Jurisdictional Disputes

The Union agrees to cooperate in good faith with the Producer andother Local Unions in the industry in working out a method for thedetermination of jurisdictional disputes without work stoppages. Appropriate clauses shall be incorporated in this Agreement to cover anymethod or means that shall be agreed upon.

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73.1 Letter of Understanding re Procedure for ImplementingParagraph 73

(a) If a jurisdictional dispute should arise between or among theWest Coast Studio Local Unions, it will be submitted to the IATSE forresolution.

(b) Prior to rendering a decision thereon, the IATSE shall notifythe AMPTP of the existence of the dispute and, upon request of theAMPTP, shall consider the position of the Producer concerning thedispute.

(c) In the event that the AMPTP disagrees with the IATSEdecision as to which Local should be assigned the work, the IATSEagrees to meet with the AMPTP in a good faith effort to resolve thequestion.

74. Severance Pay

(a) General

(1) (i) An employee employed by the Producer underthis Agreement or its predecessor agreements for one or more qualifiedyears (as defined in subparagraph (f) hereof) whose employment issevered after August 1, 2015; or

(ii) an employee who had at least one (1) qualifiedyear (as defined in Paragraph 74(f) of this Agreement) as of August 1,1985 who has made the required application for retirement to the MotionPicture Industry Pension Plan at least sixty (60) days prior to retiring orhas made the required application for retirement to any privateretirement plan referred to in Article XV of the Trust Agreement of theMotion Picture Industry Pension Plan and who retires

shall receive the applicable severance pay set forth below (as modifiedby subparagraphs (c) and (d) hereof) unless such employee isdisqualified for severance pay purposes pursuant to subparagraph (e)hereof.

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QualifiedYears

Number ofWeeks of

Severance Pay

1-2 1

3-4 2

5-8 3

9 4

10 5

11-12 6

13-14 7

15 8

16 9

17 10

18 11

19 12

20 13

The rate at which severance pay is payable shallbe determined in the same manner as the rate at which vacation pay isdetermined under the vacation pay provisions of this Agreement;provided, however, that the base period used in computing theemployee's average earnings shall, for the purpose of severance pay, bebased on the twelve (12) consecutive month period ending on the date ofseverance, instead of the employee's personal income tax earnings yearused in computing vacation pay.

(2) Ninety (90) elapsed days after severance occurs suchemployee shall be entitled to:

(i) one (1) week of said severance pay if he has two(2) or less qualified years as of date of severance;

(ii) two (2) weeks of said severance pay if he hasthree (3) or more qualified years as of date of severance;

provided, however, such employee shall not receive such severance payif within such ninety (90) day period he receives the followingemployment by Producer:

(A) five (5) days’ employment, not necessarilyconsecutive, if he has one (1) or two (2) qualified years as of the date ofsuch severance;

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(B) eight (8) days’ employment, not necessarilyconsecutive, if he has three (3) qualified years as of the date of suchseverance;

(C) ten (10) days’ employment, not necessarilyconsecutive, if he has four (4) or more qualified years as of the date ofsuch severance.

(3) If such employee entitled to severance pay after ninety(90) elapsed days has five (5) or more qualified years as of the date ofseverance, he shall be entitled to the balance of his accrued severancepay ninety (90) elapsed days following the completion of the first ninety(90) day period, unless during the second ninety (90) day period hereceives fifteen (15) days’ employment by Producer, not necessarilyconsecutive.

(4) Notwithstanding the provisions of subparagraphs (2)and (3) above, an employee who retires in accordance with subparagraph(a)(1)(ii) above shall receive severance pay within thirty (30) daysfollowing his retirement.

(b) Payment of Full Severance Pay

Once an employee has received full accrued severance pay,pursuant to subparagraph (a) above, he shall thereafter be a newemployee for severance pay purposes and future computation ofqualified years shall apply only to employment by Producer, if any, afterthe receipt of such full severance pay.

An employee who retires pursuant to subparagraph (a)(1)(ii)above and receives his full accrued severance pay shall be removed fromthe Industry Experience Roster and the Studio Seniority Roster of theProducers.

(c) Offset

If an employee on the date of severance of employment withProducer after January 31, 1961 would otherwise already have five (5)or more qualified years with Producer, he shall be entitled to the totalnumber of weeks of severance pay, as provided in (a) above, less an"offset" in the number of weeks of any severance pay he received fromProducer before January 31, 1961 in connection with employment whichis considered in the computation of such qualified years or with"bridged" years as referred to in subparagraph (f) hereof. This "offset"shall apply only towards payments due after the completion of thesecond of two ninety (90) day periods referred to in subparagraph (a)(3)

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above. In this instance, payment by Producer of full severance pay toemployee prior to January 31, 1961 shall not break the employee'semployment with such Producer for purposes of computing consecutivequalified years hereunder.

(d) Reduction of Severance Pay Amounts

Any severance pay paid to an employee after January 31,1961 shall correspondingly reduce the total number of weeks ofseverance pay to which he is thereinafter entitled before again becominga new employee hereunder. An employee who receives or has receivedfull severance pay hereunder after January 31, 1961 shall be consideredto be a new employee thereafter for severance pay purposes.

(e) Disqualification for Severance Pay

Employees hereunder shall be disqualified for severance payin accordance with the provisions of subparagraphs (1) and (2) below.

(1) Refusal of Offers of Employment

If an employee rejects an offer of employment fromProducer hereunder during either of the ninety (90) day periods referredto in subparagraph (a)(3) hereof, such employee shall lose hisqualification for severance pay and, if subsequently rehired, shall berehired as a new employee for severance pay purposes. If any employeewas not available or could not be reached when called for work byProducer, he shall be deemed to have rejected an offer of employment;provided, however, that:

(i) Producer shall be obligated, in the event of suchrejection or unavailability, to notify the Union on the same day bytelephone unless the Union office is not open, in which case suchnotification must be made on the next following workday, and toconfirm such call by letter posted on the day of such notification to theUnion.

(ii) If Producer is unable to reach the employee(including such inability to reach because no one answers employee'stelephone), Producer shall be obligated to telephone the Union andrequest the Union to make the call, in which event the Union shall eitherpromptly confirm to the Producer by telephone its inability to reach theemployee or advise the Producer by telephone that it has reached theemployee and of the results of such call.

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(iii) It is recognized that in certain circumstances itmay be difficult for an employee to accept a call immediately when he iscurrently employed at another studio. It is further recognized that incertain circumstances it may be difficult for the employee, as well as ahardship to the studio at which he is then employed, to be required toaccept a call immediately without any notice to his then presentemployer. It is believed that in the great majority of cases reasonableconsideration would be given so that the employee would not lose hisseverance pay credits. To this end, it is the intent of the parties heretothat if an employee who is qualified for severance pay has been laid offby a studio and, within either of the ninety (90) day periods referred to,such studio recalls the employee at a time when such employee is unableto accept such recall because of other employment in the motion pictureindustry, then either of such ninety (90) day periods shall be deemedextended by a period equivalent to the period of employment for whichthe employee was being recalled, but in no event to exceed twenty (20)days. In the event such employee is again recalled within either of theninety (90) day periods and does not accept such recall because of otheremployment in the motion picture industry, or for any other reasonexcept as otherwise herein provided, then such employee shall lose hisqualification for severance pay and, in the event he is subsequentlyrehired by the Producer, then such rehire shall be as a new employee forseverance pay purposes, except that if the employee's call was on a dailybasis, there may be two (2) extensions of either of the ninety (90) dayperiods by reason of inability to accept calls because of employmentelsewhere in the motion picture industry.

(iv) If the employee is unavailable to accept suchrecall because of employment outside the motion picture industry at thetime of such recall, he shall have a maximum of two (2) days after thedate of such recall to make himself available and, if he fails to do so,then such employee shall lose his qualification for severance pay and, ifhe is subsequently rehired, shall be a new employee for severance paypurposes.

(2) Severance Beyond Control of Producer

In the event any severance is the result of a dismissaldue to seniority requirements, a voluntary resignation or a layoff as aresult of physical incapacity, epidemic, fire, action of the elements,strike,8 walkouts, labor dispute, governmental order, court order or orderof any other legally constituted body, act of God, public enemy, war,riot, civil commotion or for any other cause beyond the control of the

8 The 1988 strike by the Writers Guild of America shall not be considered a disqualifyingevent for purposes of severance pay. Instead, any periods provided in Paragraph 74 shall betolled for the duration of the WGA strike (March 7, 1988 through August 7, 1988).

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Producer, whether of the same or any other nature, the employee shallnot be entitled to any severance pay arising out of the completion of bothof the ninety (90) day periods following such severance. In the eventany severance is the result of dismissal for cause, the employee sosevered shall be disqualified for severance pay.

(f) Qualified Years

As used herein, the term "qualified years,"9 with respect toany employee, shall refer to the number of consecutive periods of threehundred sixty-five (365) consecutive days each, calculated backwardfrom the date of his severance, in each of which the employee has beenemployed by Producer for two hundred (200) or more work days(including paid vacation days as workdays); it being understood andagreed that if, in any such three hundred sixty-five (365) day period,such employee was employed for less than two hundred (200) work daysby Producer, such three hundred sixty-five (365) day period shall not becounted as a qualified year but shall be "bridged" for severance paypurposes, with the result that any such three hundred sixty-five (365) dayperiod or periods prior to such "bridged" year in which employee wasemployed by Producer for two hundred (200) or more work days shall becounted as a qualified year; provided, however, that any three hundredsixty-five (365) day period in which employee received any authorizedleave of absence without pay shall be extended by the length of suchleave and provided, further, that the computation of qualified years shallbe subject to the following exceptions:

(1) If an employee is determined to have less than two (2)qualified years, he shall be credited with a qualified year only if, inaddition to having been employed for at least two hundred (200) or moredays in the three hundred sixty-five (365) days immediately precedinghis date of severance, he shall have been employed for at least one (1)day during the first six (6) months of the eighteen (18) month periodimmediately preceding his date of severance, in which case he shall becredited with one (1) qualified year.

(2) Any period of two hundred seventy (270) consecutivedays commencing prior to January 31, 1961 in which such employee wasnot actually employed by Producer will be deemed to have broken theemployment record of such employee and no period prior to the

9 The definition of a "qualified year," for purposes of this Paragraph 74(f), shall beapplied in the following manner with respect to calendar year 1988 to take account of the WritersGuild of America strike: As to calendar year 1988 only, an employee shall be deemed to have a"qualified year" if he has worked at least seven-twelfths (7/12) of the number of days otherwiserequired under this Paragraph to attain a "qualified year." Thus, any employee who has workedone hundred seventeen (117) or more work days during calendar year 1988 shall be deemed tohave a "qualified year" for purposes of this provision.

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completion of such two hundred seventy (270) days shall be consideredin determining qualified years of such employee.

(3) With respect to any severance of employment of anemployee which occurred between February 1, 1961 and January 31,1965, both dates inclusive, the passage of two hundred seventy (270)days following such severance in which such employee was notemployed and did not receive an offer of comparable employment underthe terms and conditions specified in the predecessor collectivebargaining agreement of this Agreement shall result in his being a newemployee for severance pay purposes upon the completion of such twohundred seventy (270) day period.

(4) If an employee on the date of the severance of hisemployment under this Agreement after January 31, 1961 with Producerwould otherwise have had one (1), two (2), three (3) or four (4)consecutive "qualified years" with Producer, but had received fullseverance pay prior to February 1, 1965, then he shall be deemed to be anew employee for severance pay purposes after being rehired and theapplicable consecutive qualified years shall be based and computed onlyupon his employment with Producer after he so became such a newemployee.

(g) Severance Obligation of Successor Company

If a successor company buys out Producer and continues theoperation of Producer's studio, and if the buying company continues theemployment at the studio of an employee of Producer, such employeeshall retain with the buying company his appropriate severance payexperience credit accrued with Producer and his employment shall notbe considered to be terminated for severance pay purposes as a result ofsuch successor company's acquisition of Producer. If such employee isnot so continued in employment by the buying company, then Produceris responsible for any severance pay due the employee at the time of histermination. If such employee is offered employment by the buyingcompany, but elects not to continue his employment with the buyingcompany, he shall not be entitled to any severance pay from eitherProducer or buying company.

(h) Presentation of Claim for Severance Pay

Any claim for the payment of severance pay, not presented tothe Producer within three hundred sixty-five (365) calendar days afterthe date upon which the employee is qualified under this Paragraph forsuch severance pay, shall be deemed to be waived.

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75. No Clause.

76. Re-employment of Former Labor Union Officers

Any employee who has been employed by the Producer for thetwelve (12) consecutive months (and has actually received pay for twohundred (200) or more days in that period) immediately prior to the dateof his election or appointment to a paid full-time job with a labororganization in the motion picture industry shall be re-employed in hisformer job within ninety (90) days after leaving his Union position, onthe same basis and seniority as though he had never left such job withProducer. Provided, however, that such job is available at the time ofrequest for re-employment; that the job is not then held by an employeeholding a personal service contract; that the employee, in the opinion ofthe Producer, is qualified and able to perform the duties required in suchjob, and that such employee has made application within thirty (30) daysof leaving his Union position.

If such position has been abolished or the labor requirements of theProducer have materially changed, then subject to the above conditions,the Producer will give such employee preference of employment for anyjob available within the classifications of the bargaining unit.

77. Return of Transferred Employee to Bargaining Unit

Any employee of the Producer subject to this Agreement who istransferred or promoted to a position with Producer outside theclassifications of the bargaining unit may, at the sole discretion of theProducer, upon the termination of such transfer or promotion, berestored to a position within the classifications of the bargaining unit onthe same basis and seniority as though he had never been transferred orpromoted from such bargaining unit. Provided, however, that suchemployee makes application with Producer for reinstatement to suchposition within the bargaining unit within ninety (90) days afterseverance from the position to which he had been transferred orpromoted, as above described.

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78. Technological Change

(a) Definition of Technological Change

As used herein, the term "technological change" means theintroduction of any new or modified devices or equipment for thepurpose of performing any work by employees covered by thisAgreement which directly results in a change in the number ofemployees employed under this Agreement or which results, withrespect to the performance of work in any classification hereunder, inmaterially changing the job description thereof, if any, provided herein,or in requiring substantially different training, qualification or skillstherefor.

(b) Producer's Right to Institute Technological Changes

The parties hereto agree that Producer has the unrestrictedright to make technological changes and that such right shall not besubject to grievance or arbitration or any other proceeding. However,Producer's right to make technological changes shall be subject to theprovisions of subparagraphs (c), (d), (e) and (f) of this Paragraph 78.

(c) Notice of Technological Change

If Producer proposes to make any technological change, itshall give written notice thereof to Union and to any other Unionaffected by such change. Such notice shall be given as soon as possiblebut not less than thirty (30) days prior to instituting such change.

(d) Retraining

If any technological change permanently displaces anyperson in the performance of his job classification for Producer, and

(1) such person, as of the date of such displacement, isentitled under the provisions of Paragraph 74 hereof ("Severance Pay")to be credited with at least one (1) "qualified year" arising out of hisemployment by Producer; and

(2) such person is qualified to be retrained for an availablejob resulting from such technological change or for other jobs whichProducer has available within Union's jurisdiction, or within thejurisdiction of any other Union which is a party to the Memorandum ofAgreement of 1965, or for any other available job opportunity withProducer, then:

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Producer agrees to endeavor to retrain such person for such available jobat Producer's expense, in which event the provisions of subparagraph (e),below, shall not apply. Union agrees, notwithstanding anything in thisAgreement to the contrary, to permit such retraining and to cooperatewith Producer with respect thereto. Union further agrees, for the benefitof other Union parties to the Memorandum of Agreement of 1965, inconsideration of the inclusion in their respective contracts of a clauseidentical with this Paragraph 78, to permit retraining within this Union'sjurisdiction of employees displaced from jobs within the jurisdiction ofsuch other Union parties; provided, however, that such other Unionparties' displaced employees are qualified for retraining in this Union'sjurisdiction and provided, further, that such permission shall be oncondition (applicable to this Paragraph 78 only) that this Union has beennotified of such available job and within forty-eight (48) hours thereafter(excluding Saturdays, Sundays and holidays) is unable to furnishcompetent available persons on the Industry Experience Roster or StudioSeniority Roster, if any (applicable to this Union), to fill such availablejob. Any such person offered retraining pursuant to this subparagraph(d) shall, of course, have the right to reject the same, but any suchrejection shall discharge Producer's obligations under this Paragraph 78unless the job opportunity for which Producer offered retraining was at alower rate of pay than the job from which employee is being displaced.

(e) Displacement Pay

If any such technological change permanently displaces anyperson in the performance of his job classification for Producer, and

(1) such person, as of the date of such displacement, isentitled under the provisions of Paragraph 74 hereof ("Severance Pay")to be credited with at least one (1) "qualified year" arising out of hisemployment by Producer; and

(2) such person makes written application to Producerwithin thirty (30) days after such displacement to receive displacementpay (as herein defined), then:

Producer shall pay him the amount of compensation set forth in thefollowing table and, upon such payment, he shall be removed from theIndustry Experience Roster, so far as such Producer is concerned, andfrom the Studio Seniority Roster, if any.

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Qualified Years as ofthe Date of

Displacement

Number of Weeksof Displacement

Pay Payable

1 or 2 1

3 1½

4 2

5 to 9 (inclusive) 3

10 or 11 5

12 or 13 6

14 or 15 7

16 or 17 8

18 or 19 9

20 or more 10

The payment of displacement pay, as above provided, shall be separateand apart from any obligation Producer may have to pay severance payto such displaced person under the provisions of Paragraph 74 hereof("Severance Pay"). Notwithstanding anything in this subparagraph (e) tothe contrary, no such displaced person shall be eligible for displacementpay if:

(i) Producer offers the training referred to insubparagraph (d) above and such person rejects it, unless the trainingrejected is for a job at a lower rate of pay, or

(ii) such person is offered a job by Producer at anequal or better rate of pay, or

(iii) such person accepts any job with Producer eventhough such job is at a lower rate of pay.

(f) Negotiation of New Rates

If any technological change results, with respect to theperformance of work in any classification hereunder, in materiallychanging the job description thereof, if any, provided herein, or inrequiring substantially different training, qualification or skills therefor,and either the Producer or the Union desires to negotiate a new rate orclassification for such job, the party desiring such negotiation shall givewritten notice to such effect to the other party within thirty (30) daysfollowing the date upon which any such job is so affected. Upon receiptof such notice, the parties shall immediately endeavor to agree upon theproper classification or rate for such job. Any such agreement shall be

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final and binding upon the parties concerned. If no such agreement isreached within thirty (30) days after such written notice is received,either party to this Agreement may, within thirty (30) days thereafter,invoke Step Two of the grievance procedure provided in Article 7 hereofor, if they mutually agree to waive Step Two, may proceed immediatelyto Step Three of the grievance procedure so provided. The rate orclassification determined by such agreement or by any arbitrationpursuant to Step Three of the grievance procedure shall be effectiveretroactive to the date upon which any employee commenced performingservices in any such affected job, but no reduction in rate shall beretroactive.

(g) Experimental Technological Changes

The provisions of subparagraphs (c), (d), (e) and (f) aboveshall not apply to any experimental technological change except that ifany such change becomes other than experimental and any increased ratefor a job affected thereby is negotiated pursuant to subparagraph (f)above, such increased rate shall be retroactive to the date upon which anemployee commenced performing the changed services in such affectedjob. As used herein, the term, "experimental technological change" shallmean a technological change which is instituted by Producer for theprimary purpose of determining, under operating conditions, thefeasibility and adequacy of performance of any new or modified deviceor equipment; provided, however, that the change shall no longer beconsidered experimental after the date upon which its operation bypersons under the jurisdiction of this Agreement is no longer subject tosupervision by the technicians or engineers concerned with itsdevelopment. Nothing in this subparagraph (g) shall be construed todeprive Union of jurisdiction over any job over which it otherwise hasjurisdiction hereunder.

(h) Disputes Concerning Retraining, Displacement Pay andNegotiation of New Rates

If a dispute arises between Union and Producer with respectto any determination required by subparagraphs (d), (e), (f) or (g) of thisParagraph 78, such dispute shall be subject to the grievance procedureset forth in Article 7 of this Agreement, but any award arising out ofsuch grievance or arbitration shall be limited to the enforcement of theprovisions of said subparagraphs hereof and shall not affect Producer'sright to make technological changes.

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79. Leave of Absence

A regular employee's request for a leave of absence, not to exceedsix (6) months, will be given consideration by the Producer and Producerwill not unreasonably refuse to grant such a leave of absence for goodcause, provided the employee's service can be reasonably spared. Allsuch requests for leaves of absence will be in writing. No such leave ofabsence will be extended beyond six (6) months, except for compellingreasons.

80. Bulletin Boards

Producer will make available in an appropriate area in the studio(such as Department Headquarters) a glass-enclosed bulletin boardwhich can be locked. It shall be at least 3 x 2 feet in size. The materialposted shall be subject to review by Producer.

81.-84. No Clauses.

85. Training

The parties agree to recommend to CSATF cross-training forpersons employed under this Agreement to cover the First Aid functionand other functions.

86.-90. No Clauses.

91. Relieving Daily Schedule Employees on Shooting Unit

Daily Schedule employees working with a shooting unit shall notbe relieved for the purpose of avoiding overtime. Provided, however,when it is anticipated that the shooting unit will work into GoldenHours, the workday on such shooting unit may be divided into shifts andsubstitute employees may be called to relieve such employees on suchshooting unit, provided such substitute employees are guaranteed aminimum call for work.

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IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed as of the day and year first above written.

FOR THE ALLIANCE OF MOTION PICTURE AND TELEVISION PRODUCERS ON BEHALF OF THE COMPANIES LISTED ON EXHIBIT "A" ATTACHED HERETO AND THOSE PRODUCERS WHO HA VE EFFECTIVELY CONSENTED TO BE PART OF THE SAID MULTI-EMPLOYER BARGAINING UNIT

Carol A. Lombardini President, AMPTP

Date: 4f 9 d-41 b 0 I

FOR THE INTERNATIONAL ALLIANCE OF THEATRICAL STAGE EMPLOYEES AND MOVING PICTURE TECHNICIANS, ARTISTS AND ALLIED CRAFTS OF THE UNITED STATES, ITS TERRITORIES AND CANADA

By:~ Matthew D. Loeb Inteniational President

LOCAL #80 (FIRST AID)

Date:~~

~a~ By: _ _ ______ _____ _ Date:

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EXHIBIT “A”

Companies Represented by the AMPTPin 2015 IATSE Negotiations

7 Friends Pictures Inc.300 Pictures, Inc.12:05 AM Productions, LLC2006 Film Services, LLC

ABC Signature Studios, Inc.Abominable Pictures, Inc.Academy Lighting Consultants, Inc.Accendo Faction, Inc.Acne Media Inc DBA Acne ProductionAdobe Pictures, Inc.AEG Ehrlich Ventures, LLCAlcon Entertainment, LLCAlive and Kicking, Inc.All Axis Inc.American International Media Group, Inc.American Summer Productions, Inc.Amnesia Productions, LLCAnd Action, LLCAnEFX Inc.Annapurna Productions, LLCAnonymous Content, LLCArtcraft Productions Inc.Artina Films, LLCAscension Films, Inc.Atlantic Pictures, LLC

Beachwood Services Inc. (except for Videotape Agreement)Big Beach LLCBig Ticket Television Inc.Bill Melendez Productions, Inc.Bold Films, L.P.Bonanza Productions Inc.Breakthrough Awards Productions, Inc.

BrentSpector/USA, Inc.Broken Foot Productions, Inc.Bronson Avenue LLC

C4 Productions, Inc.Calabasas Camera Inc.CaliYork ProductionsCanada Premiere Pictures Inc.Capital Concerts, Inc.Captive Productions, LLCCartoon Network Studios, Inc.Cast & Crew Production Payroll, LLCCastle Rock Pictures, Inc.CBS Films Inc.CBS Studios Inc.CD2 Pictures Inc.Charlestown Productions LLCChime Productions, LLCClassic Films Inc.CMS Productions, Inc.Columbia Pictures Industries, Inc.Corporate Management Solutions, Inc.CP Entertainment Services LLCCPT Holdings, Inc.Cranetown Media, LLCCream Cheese Films, Inc.Creative Music Source, LLCCrescent City Pictures, Inc.Crews Unlimited II Inc.Crown City Pictures Inc.Crowned Productions, Inc.CT Productions, LLCCustom Film Effects, Inc.

Dakota Pictures, Inc.Dare Productions, Inc.Dawgs Sound Design, Inc. (The)

EXHIBIT "A"-104-

Dean River Productions, Inc.Delta Blues Holdings LLCDemo Movie NY, Inc.DHR Project LLCDiary the Movie LLCdick clark productions, inc.Digital 49 Productions, Inc.Digital 360 Productions, Inc.Digital Cinema, LLCDigital Image Associates LLCDone and Dusted Productions, Inc.DreamWorks II Production Co, LLCDreamWorks Animation Television Post Production, Inc.DreamWorks Post Production LLCDuncan Media Group, Inc.Dutch Boy Productions, LLCDW Dramatic Television L.L.C.DW SKG TV L.L.C.DW Studios Productions L.L.C.

Ease Entertainment Services, LLCEgregious Entertainment, LLCElectric Entertainment, Inc.Elephant Eye Films LLCEmkar Productions, Inc.EPSG Management ServicesESM ProductionsEvans/ McNamaraEvolutionary Pictures, LLCEye Productions Inc.

Family Productions, Inc.Favian Wigs Inc.Film 49 Productions, Inc.Film Solutions, LLCFilms In Motion, LLCFinal Stretch Productions, Inc.Focus Features Productions LLCForward Processing CA, Inc.FRB Productions, Inc.FTP Productions, LLC

Full Circle Show, LLC

GMayTV L.L.C.Gold Circle Productions LLCGoldcrest Features Inc.Gramercy Productions LLCGrand Experiment, LLCGrass Skirt Digital Productions, Inc.Green Set Inc.Greenco Studio Rentals Inc.GT Films Inc.GVF Productions, Inc.GWave Productions, LLC

H2 Films LLCHazardous Productions, LLCHearthlight Pictures, Inc.High Noon-ish, LLCHold Fast Productions, LLCHollywood Camera, Inc.Hop, Skip & Jump Productions, Inc.Horizon Scripted Television Inc.Hostage Productions, Inc.Howler Monkey Productions Inc.

I Like Pie, Inc.Indieproduction, LLCInformant Productions LLCInterpol Pictures, LLCIsland Film Studios, LLCITV US Productions, Inc.

J. Arnold Productions Inc.J.C. Backings CorporationJ.E.M. F/X Inc.

Ken Ehrlich Productions, Inc.Kiki Tree Pictures Inc.Knight Takes King Productions, LLCku associates llc

EXHIBIT "A"-105-

Lakeshore Entertainment Group LLCLaugh Attack Productions, Inc.LD Entertainment LLCLegendary Pictures Productions, LLCLennox House Pictures Inc.Liberty Pictures, Inc.Lions Gate ProductionsLiquid Music, Inc.Long Night Productions, LLCLouisiana Premiere Productions LLCLove Seat EntertainmentLWH Productions, LLC

M & J Custom Tailoring Inc.Main Processing, Inc.Malibu Road, LLCMalke, LLCMarilyn J. MadsenMartell SoundMarvel Film Productions LLCMarvel Picture Works LLCMCPA - Multicultural Community Production Production AssociationM.E. & Me Costumes, Inc. dba Bill Hargate CostumesMetch-Kangmi Pictures, Inc.Metro-Goldwyn-Mayer Pictures Inc.MFV Productions, LLCMGM Television Entertainment Inc.MICDI Productions, Inc.Midnight Special Pictures, LLCMidnight Special Productions Inc.Minassian Productions Inc.Monarch Consulting Inc. dba PAEINCMotion Picture Costume CompanyMountainair Films Inc.MRC II Holdings, L.P.

Mutiny Pictures Inc.

New Liberty Productions, Inc.New Line Productions, Inc.New Regency Productions, Inc.Next Step Productions LLCNightfall Productions, LLCNinjutsu Pictures, Inc.NS Pictures, Inc.NYSM2 Productions Ltd.

Olive Productions, LLCOn-Air Design, LLCOn The Brink Productions, Inc.Open 4 Business Productions LLC

P-LA Prods., LLCPacific 2.1 Entertainment Group, Inc.Paige Productions, Inc.Paramount Pictures CorporationParamount Worldwide Productions Inc.Perdido Productions, Inc.Picrow Inc.Pool Mate Pictures, LLCPractice Productions, LLCPrimalux Video, Inc.Produced Bayou Productions, Inc.Production Partners, Inc.Puck Productions, LLC

Quantum Payroll Services, Inc.Quay Street Enterprises, Inc.

Raging Bear, LLCRandom Pictures Inc.Rat Pac, Inc.Red Sun Productions, LLCRed Zone Pictures, Inc.Redemption Pictures, Inc.Reunion Design Services Inc.RH Factor, Inc.

EXHIBIT "A"-106-

Rhomboid Music, Inc.Right Here Right Now Productions, LLCRiverboat Productions, LLCRogue Films LimitedRose City Pictures, Inc.Rosen Hill, LLC dba Costume Co-OpRoyce Productions Inc.Rozar Pictures, LLCRRCB Media Assets Inc./DBA Cabin 21 Sound

S&K Pictures, Inc.SC Saints Productions, LLCScope Productions, LLCScreen Gems Productions, Inc.SF Film Services, LLCShovel Buddies, LLCSicario Movie, LLCSight & Sound ProductionServices, Inc.Sign Set, Inc.Significant Productions White Label, LLCSingularity Creative LLCSixteenth Moon Productions, LLCSky Lantern, LLCSkydance Pictures, LLCSLO Productions Inc.Sneak Preview Productions, Inc.Sony Pictures Studios, Inc.Sound One Inc.Southward Films, LLCSPAD Films, Inc.Stage 6 Films, Inc.Stage 16 Pictures, LLCStalwart Films, LLCStu Segall Productions, Inc.Subconscious Productions Inc.

Take Note, Inc.TGE Prods., LLCThe Traveling Lab

Theoretical Pictures, Inc.Third Act Pictures Inc.Thunder and Lightning, Inc.To Have and To Hold, L.L.C.Tom T. Animation, Inc.Too Many Toppings, Inc.Touchstone Television Productions, LLC dba ABC StudiosTrio Entertainment Services Group, LLCTurner Films, Inc.TVM Productions, Inc.TWA Productions, Inc.Twentieth Century Fox Film CorporationTwin Holdings LLCTWT NOLA, LLC

Ultra Louisiana, LLCUndiscovered North American Ape Pictures, Inc.United Artists Media GroupUniversal Animation Studios LLCUniversal City Studios LLCUniversal Network Television LLCUniversal Payment Services, Inc.Unpronounceable Productions, LLCUntitled Inc.Upload Films Inc.Upper Grand Enterprises, Inc.Upside Down Productions Inc.

Vendome Productions LLCVideohouse, The

WAG Pictures Inc.Walden Media Productions LLCWalt Disney PicturesWarner Bros. Advanced Media Services, Inc. (except IATSE Local 700/formerly Local 683)

EXHIBIT "A"-107-

Warner Bros. Animation Inc.Warner Bros. PicturesWarner Bros. Studio FacilitiesWarner Bros. TelevisionWarner Specialty Productions Inc.Warner Specialty Video Productions Inc.Western Costume Company

Westwind Studios, LLCWhole Truth Post Production, Inc.Wildfire Studios, LLCWings Wildlife Productions, Inc.Wonderland Films LLCWVP Boston

EXHIBIT "A"-108-

EXHIBIT “B”

GUIDELINES REGARDING EXTENDED WORK DAYS

Theatrical and television productions are budgeted for specified hours ofproduction. There are cost deterrents which encourage the production tobe on budget and on time.

When an extended work day is necessary, the need for same should beidentified as far in advance as possible so that appropriate planning mayoccur.

The following guidelines set forth common sense measures whichshould be considered when extended work days are necessitated:

1. Sleep deprivation, which may be caused by factors other than anextended work day, should be identified by the employee. TheAmerican Automobile Association (AAA) cautions drivers as tothe following danger signs:

• Eyes closing by themselves• Difficulty in paying attention• Frequent yawning• Swerving in lane

AAA warns that drivers experiencing any of these danger signscould fall asleep at any time. AAA recommends three basicsolutions - sleep, exercise and caffeine. AAA urges drivers whoare too drowsy to drive safely to pull off the road to a safe area,lock the doors and take a nap - even twenty minutes will help. Upon waking, the driver should get some exercise and consumecaffeine for an extra boost.

2. Any employee who believes that he/she is too tired to drive safelyshould notify an authorized representative of the Producer beforeleaving the set. In that event, the Producer will endeavor to findalternative means of transportation or provide a hotel room or aplace to rest. Such request may be made without any fear ofreprisal and will not affect any future employment opportunities.

3. When the production company anticipates an extended work day,the employees should be encouraged to carpool.

4. When an extended work day is necessary, appropriate beveragesand easily metabolized foods should be available.

EXHIBIT "B"-109-

EXHIBIT "Z"STUDIO ZONE AND SECONDARY STUDIO ZONE MAP

Studio Zone Defined - The Studio Zone shall be the area within a circlethirty (30) miles in radius from Beverly Blvd. and La Cienega Blvd., LosAngeles, California and includes Agua Dulce, Castaic (including LakeCastaic), Leo Carillo State Beach, Ontario International Airport, Piruand Pomona (including the Los Angeles County Fair Grounds). TheMetro-Goldwyn-Mayer, Inc. Conejo Ranch property shall be consideredas within the Studio Zone.

Secondary Studio Zone Defined - The Secondary Studio Zone extendsten (10) miles from the perimeter of the Studio Zone and includes JohnWayne Airport.

This map is available at www.csatf.org/zonemap.pdf.

EXHIBIT "Z"

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AuiANCE OF MOTION PICTURE & TELEVISION PRODUCERS 15503 Ventura Boulevard Encino, California 91436

(818) 995-3600 Direct Dial (818) 382-1710

J. Nicholas Counter III President

Rana Platz-Petersen Business Representative Motion Picture First Aid Employees Local#767 14530 Denker Avenue Gardena, California 90247-2323

Fax:(818) 382-1793

August 1, 2000

RE: Staffing of First Aid Personnel During Planned Hazardous Activities on Production Units within the Jurisdiction ofIATSE, Local 16, in California

Dear Rana:

Reference is made to the provisions of Article l(d) of the 2000 Local #767 Agreement. During the 1999/2000 negotiations, the parties agreed that, notwithstanding the provisions of Article 1 ( d) ofthis Agreement, the Producer may meet the requirements of Article l(d) to supply First Aid Personnel during planned hazardous activities by engaging employees represented by IATSE, Local # 16, in lieu of employees represented by Local #767, under the following circumstances: (1) when a production is based in IATSE, Local #16's jurisdiction in California; (2) when a production based within Local 767's jurisdiction requires First Aid Personnel in IA TSE Local #16's jurisdiction in California for a minimum period of time, defined as a period of one or two days; or (3) when an episodic series based within Local #767's jurisdiction regularly travels to Local # 16's jurisdiction in California to perform shooting for the series.

ACCEPTED AND AGREED :

n Business Representative

Sincerely,

- 111 -

.ALLIANCE OF MOTION PICTtJRE &. TELEVISION PRODUCERS 15503 Ventura Boulevard

J. Nicholas Counter III President

Ms. Rana Platz-Petersen Business Representative

Encino, California 91436 (818) 995-3600

Direct Dial (818) 382-1710 Fax(818) 382-1793

As of August 1, 2000

Motion Picture First Aid Employees, Local #767 14530 Denker Avenue Gardena, California 90247-2323

Re: Failure to Maintain Medical Technician Certification

Dear Rana:

Reference is made to the provisions of Paragraph 68(a) of the Local #767 Agreement, which requires First Aid Personnel, other than those First Aid Personnel who were listed on the Industry Experience Roster. on July 31, 1982, to maintain current Emergency Medical Technician ("EMT") certification, or the equivalent thereof, in order to be eligible for employment under the Agreement. This will confirm our understanding that in adding this requirement to the Agreement in 1982, the parties intended that individuals who fail to maintain a current EMT certification shall be removed from the Industry Experience Roster in accordance with the provisions of Paragraph 68(d).

ACCEPTED AND AGREED:

/1u~JJ4W/) Rana Pl~ersen

Sincerely,

OefJ/G-.#~~ter ill '"'Y

- 112 -

ALLIANCE OF MOTION PICTURE AND TELEVISION PRODUCERS

15301 Ventura Boulevard, Building E, Sherman Oaks, CA 91403Tel: 818.995.3600 • Fax: 818.285.4450 • www.amptp.org

Carol A. Lombardini Direct: 818.935.5930President


Matthew D. LoebInternational PresidentInternational Alliance of Theatrical Stage Employees and Moving Picture Technicians, Artists and Allied Crafts of the United States, its Territories and Canada207 West 25th Street, 4th FloorNew York, New York 10001

Re: Special Conditions for One-Half Hour and One-Hour Pilots and One-HourEpisodic Television Series (Other than Pilots or Series Made for Basic Cable)

Dear Matt:

This will memorialize the agreement reached in the 2015 negotiations to apply the specialconditions set forth herein to pre-production and production of the following dramatic televisionmotion pictures (other than a pilot or series made for basic cable), which are committed to beproduced in Los Angeles:

(1) One-half hour and one-hour pilots; and

(2) One-hour episodic television series, the production of which commenceson or after August 1, 1993.

The special conditions applicable to such programs are:

a. Wages – For pilots and the first two (2) production seasons of any series, the wagerates set forth in the Local Agreements for the period immediately preceding theperiod in question shall apply (e.g., during the period August 2, 2015 to July 30,2016, the wage rates for the period August 3, 2014 to July 31, 2015 shall apply);thereafter, the wage rates in the Local Agreements shall apply.

b. Vacation - No vacation pay shall be payable for a pilot and the first year of anyseries; in the second year of the series, vacation will be payable at one-half of theapplicable percentage in the Local Agreements; thereafter, the vacation provisionsin the Local Agreements shall apply.

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Matthew D. LoebAs of August 1, 2015Page 2

c. Holidays Not Worked - No unworked holiday pay shall be payable for a pilot andthe first year of any series; in the second year of the series, unworked holiday paywill be payable at one-half of the applicable percentage in the Local Agreements;thereafter, the unworked holiday provisions in the Local Agreements shall apply.

d. Holidays Worked - Each employee working on a holiday shall be paid a minimumof eight (8) hours at double time for such holiday.

e. Overtime - Daily overtime for hours worked shall be paid at the rate of time-and-one-half for each hour worked after eight (8) work hours, except as otherwiseprovided in a Local Agreement; golden hours, when applicable, shall be paid foreach hour worked after twelve (12) work hours.

f. Transportation Allowance - With respect to employees reporting to a “studio zonelocation,” as described in the Basic Agreement and Local Agreements, Producershall not be required to pay a transportation allowance to any employee whotravels to any location in Los Angeles County within a ten (10) mile radius from apoint to be determined by the Producer. Producer shall give prior notice to theIATSE of the point so designated. Such point may be changed by Producer at thebeginning of each season. Commencing outside the ten (10) mile radius, atransportation allowance will be paid pursuant to the Basic Agreement and/orLocal Agreements. Secured parking will be provided at such locations inaccordance with the Basic Agreement and Local Agreements.

g. Interchange - Producer shall select employees with the applicable primary skilland "on production" IATSE personnel will be interchangeable in performingbargaining unit work within the IATSE crafts based upon the VideotapeAgreement concept.

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Matthew D. Loeb As of August 1, 2015 Page 3

If the foregoing comports with your understanding of our agreement, please so indicate by executing this sideletter in the space reserved for your signature.

Sincerely,

Carol A. Lorn

CAL:bel


~d-Matthew D. Loeb International President

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Re: Special Conditions for Long-Form Television Motion Pictures (IncludingMovies-of-the-Week, Mini-Series and Two (2) Hour Pilots for Which NoCommitment for a Series Exists at the Time of the Pilot Order)

Dear Matt:

This will confirm the agreement reached by the ALLIANCE OF MOTION PICTURE ANDTELEVISION PRODUCERS, on behalf of the Producers listed in the 2015 Producer-I.A.T.S.E.Basic Agreement (hereinafter referred to individually as "the Producer") and INTERNATIONALALLIANCE OF THEATRICAL STAGE EMPLOYEES AND MOVING PICTURETECHNICIANS, ARTISTS AND ALLIED CRAFTS OF THE UNITED STATES, ITSTERRITORIES AND CANADA, AFL-CIO ("IATSE").

WHEREAS the Producer is a signatory party to the Producer-I.A.T.S.E. Basic Agreementof 2015 and the West Coast Studio Local Agreements; and

WHEREAS special conditions exist regarding productions of made-for-television long-form programs, and of long-form motion pictures made for the videocassette/DVD market whichare budgeted at $9,000,000 or less, as further described below, concerning whether suchprograms or motion pictures will be produced by the Producer; and

WHEREAS special conditions exist in order to preserve and maintain employment forIATSE members;

THEREFORE, it is agreed as follows:

1. This sideletter and its special conditions shall apply to those made-for-televisionlong-form projects (movies-of-the-week, mini-series and two (2) hour pilots,

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Matthew D. LoebLong-Form Television SideletterAs of August 1, 2015Page 2

provided that no commitment for a series is attached to the pilot order*), as well asto long-form motion pictures made for the videocassette/DVD market which arebudgeted at $9,000,000 or less, which are produced by the Producer in LosAngeles during the term of the 2015 IATSE Basic Agreement. Additionally, formade-for-home video productions budgeted at no more than $12,000,000,Producer may elect to use the terms of the Low Budget Theatrical Agreement asprovided in the Sideletter re Made-For-Home Video Productions.

2. All of the terms and conditions of the IATSE Basic Agreement of 2015 and theWest Coast Studio Local Agreements shall apply, except as provided in thespecial conditions in this sideletter.

3. These special conditions shall not apply to any post-production work on theproductions covered hereunder, and all post-production and lab work shall beperformed in accordance with the IATSE Basic Agreement of 2015 and the WestCoast Studio Local Agreements.

4. The roster provisions of the IATSE Basic Agreement and the West Coast LocalAgreements are fully applicable; however, prospective employees are free toaccept or refuse a call to work on any production covered hereunder and anyrefusal to accept a call will not count as a refusal under the roster provisions ofParagraph 68 of the applicable Local Agreements.

5. The special conditions applicable to the productions covered hereunder are:

(i) (A) Notwithstanding any wage rate changes made in the future in theBasic Agreement and the West Coast Local Agreements, wages areas listed on the attached "Made for Television Long-FormAgreement Rate Schedules."

(B) It is the good faith intention of Producer that an employee (otherthan an employee engaged as Local #44 "Construction Labor" orLocal #729 "Set Painter") who works in a pay classification forwhich a weekly wage rate has not been specified in the applicableLocal Agreement (e.g., Production Painter in Local #729, Grip in

* If there is a firm commitment for a series at the time the two (2) hour pilot is ordered, the Sideletter

entitled "Special Conditions for One-Half Hour and One-Hour Pilots and One-Hour Episodic Television

Series (other than Pilots or Series Made for Basic Cable)" shall apply.

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Local #80, and Lamp Operator and Lighting Technician in Local#728) and who is employed and paid at the weekly wage rate isbeing engaged to perform the required work within theclassification for all the time that particular work is needed on theproject (e.g., Producer expects at the time of hiring to utilize a gripfor all three (3) weeks on which grip work is needed during a four(4) week shoot). Otherwise, the applicable hourly or daily rateshall be paid for these classifications. This shall not be construedto be a run-of-the-show guarantee.

However, an employee in the "Construction Labor" and "SetPainter" craft and classifications on pre-production, for which theLocal Agreement does not provide for a weekly salary, shall behired only as a daily employee.

Any allegation of improper application of the above shall bepromptly reviewed by representatives of the affected Local(s), theIATSE International Office and the Labor Relations Department ofProducer before filing any grievances on the matter.

(ii) Staffing will be fully interchangeable with the following crew:

- Art Director (1)- Camera (4)- Set Construction as needed- Grip Operations (4)- Craft Services (1)- Production Painter as needed- First Aid as needed- Make-up and Hair Stylist (1 each)

- Sound (¶106 of the Local #695 Agreement is applicable)- Greensperson- Electrical Operations (4)- Special Effects as needed- Set Dressing (3)- Props (2)- Wardrobe (2)- Script Supervisor (1)- Set Designer as needed

(iii) Overtime will be paid at the rate of time and one-half after eight (8) hoursworked, except that daily overtime for Script Supervisors shall be paid asprovided in the Local #871 Agreement (i.e., time and one-half after six (6)hours); double time, when applicable, to be paid after fourteen (14)elapsed hours. Overtime pay for weekly employees shall be based on one-fortieth (1/40) of the weekly rate.

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(iv) Meal periods - The time for breaking for the meal period may be extendedby up to one-half hour beyond the time specified in the Local Agreementswithout penalty at the request of the Director. Notice for such a delayedbreak must be given no later than one (1) hour before the meal period andthe extension may not be scheduled.

(v) Producer will not be required to pay the percentage of salaries for thespecified contractual holidays; however, any employee working on suchholiday will be paid double time. Weekly employees will be paid for anyholiday not worked during their period of employment.

(vi) Producer will not be required to pay the percentage of salaries as vacationpay.

(vii) Producer will not be required to pay any transportation allowance, such asspecified in Paragraphs 21(c) and 22(b)(2) of the West Coast Studio LocalAgreements.

(viii) An employee hired as a weekly employee shall be paid a full week's pay. Producer will not prorate the weekly rate for the purpose of paying theemployee on a daily rate or fractional weekly basis, unless the employeeelects not to perform the full week's work (e.g., the employee, hired for aweek, works three days and quits).

6. Prior to actual employment, Producer shall inform and provide writteninformation to each employee to be hired of the special conditions applicable tothe production.

7. Producer will provide to the appropriate West Coast Studio Locals the name ofthe project and, upon request, the names and classifications of the employees whowill be employed under the special conditions of this sideletter.

8. The following additional special terms and conditions shall apply only to two (2)hour pilots for which there is no series commitment at the time the pilot is orderedand which are produced under the terms of this sideletter.

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(i) Producer agrees to produce all future episodes resulting from the two (2)hour production under the episodic television provisions of the IATSEBasic Agreement in Los Angeles County or immediate areas, provided thatwhen the series is required to be produced outside Los Angeles County orimmediate areas due to creative reasons only, employment of a majority ofthe crew from Los Angeles County (or if the episodes are made in one ofthe "IATSE production cities") will satisfy this condition.

(ii) When the series is based in Los Angeles County, the Producer may dolocation work outside of Los Angeles County on isolated episodes andemploy portions of the crew from Los Angeles County without the numberconstituting a majority of the crew from Los Angeles County.

(iii) If principal photography of the first episode commences within seventy(70) days of completion of principal photography of the two (2) hour long-form television production, the Producer shall retroactively pay to theIATSE-represented employees who worked on the two-hour televisionproduction the wages set forth in the episodic television provisions of theBasic Agreement.

(iv) The AMPTP and the IATSE shall appoint a joint committee to review andmonitor any issues relating to the above.

9. The following additional special terms and conditions shall apply only to long-form motion pictures made for the videocassette/DVD market which are budgetedat $9,000,000 or less and which the Producer has elected to cover under the termsof this sideletter, rather than under the terms of the Low Budget TheatricalAgreement:

(i) The IATSE shall have the right to audit any such production to ensure thatits budget falls within the aforementioned limitation. If the budget cap isexceeded, the wages, terms and conditions of the Basic Agreement shallapply.

(ii) "Behind-the-scenes" shots, when done by the signatory company for suchproductions, shall also be covered under the terms of this sideletter.

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Matthew D. Loeb Long-Form Television Sideletter As of August 1, 2015 Page 6

The IA TSE agrees to meet and negotiate on a production-by-production basis with respect to new one-hour episodic television series for which the pattern budget does not exceed $1,300,000 in direct costs of production per episode. This approach will allow the parties to tailor the agreement to the specific needs of the production and, thus, is more likely to achieve the goal of encouraging low budget one-hour series production to be done in Los Angeles.


~~~ Matthew D. Loeb International President

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MADE FOR TELEVISION LONG-FORM AGREEMENT RATE SCHEDULEEFFECTIVE ON AUGUST 1, 2015 ONLY

Long-Form Rates 8/1/15 Weekly* Hourly Daily* Hourly

1801 Art Director - on call $2,621.47

1802 Director of Photography As negotiated underLocal Agreement

As negotiated underLocal Agreement

1803 Camera Operator1804 First Assistant Camera1805 Second Assistant Camera1806 Still Photographer1847 Film Loader

1,677.551,534.861,391.641,485.621,208.08

$41.9438.3734.7937.1430.20

$387.97 354.89 321.63 343.49 278.93

$48.50 44.36 40.20 42.94 34.87

1807 Construction Coordinator - on call1808 Construction Labor1809 Construction Foreman1810 Key Grip1811 Best Boy - Grip1812 Company Grip1813 Dolly Grip

2,247.69

1,200.711,348.831,225.751,199.21

30.0233.7230.6429.98

256.87 277.25 311.59 260.81 256.87 256.87

32.11 34.66 38.95 32.60 32.11 32.11

1814 Crafts Service - on call1815 Crafts Service

1,583.181,034.36 25.86 238.58 29.82

1816 Production Painter1817 Set Painter1849 Sign Writer

1,348.83 33.72 311.59 256.87 351.46

38.95 32.11 43.93

1818 Chief Lighting Technician1819 Assistant Chief Lighting Technician1821 Electrical Lighting Technician1822 Chief Rigging Technician

1,348.831,225.791,199.211,225.79

33.7230.6429.9830.64

311.59 260.81 256.87 260.81

38.95 32.60 32.11 32.60

1823 Special Effects1824 Assistant Special Effects

1,348.83 33.72 311.59 256.87

38.95 32.11

1825 Set Decorator - on call1826 Lead Person1827 Swing Gang1828 Prop Master1829 Assistant Prop Master

2,247.691,199.21

1,348.831,130.32

29.98

33.7228.26

256.87 239.83 311.59 260.81

32.11 29.98 38.95 32.60

1830 Costume Designer - on call1831 Assistant Costume Designer - on call1832 Key Costumer1833 Costumer

2,081.671,707.791,120.001,024.54

28.0025.61

258.45 236.30

32.31 29.54

1834 Make-Up Department Head1835 Assistant Make-Up Department Head1836 Hair Stylist Department Head1837 Hair Stylist

1,420.181,248.941,248.941,113.61

35.5031.2231.2227.84

328.23 288.34 288.34 256.87

41.03 36.04 36.04 32.11

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Long-Form Rates 8/1/15 Weekly* Hourly Daily* Hourly

1838 Sound Mixer1839 Boom Operator

$1,727.251,534.86

$43.1838.37

$399.76 354.89

$49.97 44.36

1840 Welfare Worker/Teacher 1,379.36 34.48 318.78 39.85

1841 First Aid 1,113.61 27.84 256.87 32.11

1842 Other Technical Person1843 Other Stagecraft Person

1,391.641,113.61

34.7927.84

321.63 256.87

40.20 32.11

1844 Script Supervisor#1850 Teleprompter Operator

1,141.671,216.95

28.5430.42

296.41 259.24

32.93 32.41

1845 Set Designer 1,433.47 35.84 331.28 41.41

1846 Scenic Artist 1,491.53 37.29 344.86 43.11

1899 All Other Classifications Subject to negotiation Subject to negotiation

In the event IA classifications are utilized that may not be reflected in the above Rate Schedule, theparties will meet to determine the appropriate rate.

*Weekly rates are for 40 hours of work (except for "on call"). Daily rates are for 8 hours of work.

# Script Supervisor Preparation Pay:60 Minute Program - $ 870.4790 Minute Program - $1,740.94

120 Minute Program - $2,785.50

Script Supervisors hired on a daily basis shall receive time-and-one-half after six (6) hours.

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MADE FOR TELEVISION LONG-FORM AGREEMENT RATE SCHEDULEEFFECTIVE AUGUST 2, 2015 THROUGH JULY 30, 2016

Long-Form Rates 8/2/15 - 7/30/16 Weekly* Hourly Daily* Hourly



As negotiated under Local Agreement


1,728.001,580.801,433.201,530.001,244.40

$43.2039.5235.8338.2531.11

$399.68365.52331.28353.84287.36

$49.9645.6941.4144.2335.92


2,315.12

1,236.801,389.201,262.401,235.20

30.9234.7331.5630.88

264.56285.60320.96268.64264.56264.56

33.0735.7040.1233.5833.0733.07


1,630.681,065.60 26.64 245.68 30.71

1816 Production Painter1817 Set Painter1849 Sign Painter

1,389.20 34.73 320.96264.56362.00

40.1233.0745.25


1,389.201,262.401,235.201,262.40

34.7331.5630.8831.56

320.96268.64264.56268.64

40.1233.5833.0733.58


1,389.20 34.73 320.96264.56

40.1233.07


2,315.121,235.20

1,389.201,164.40

30.88

34.7329.11

264.56247.04320.96268.64

33.0730.8840.1233.58


2,144.121,759.021,153.601,055.20

28.8426.38

266.24243.44

33.2830.43


1,462.801,286.401,286.401,147.20

36.5732.1632.1628.68

338.08296.96296.96264.56

42.2637.1237.1233.07

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$1,779.201,580.80

$44.4839.52

$411.76365.52

$51.4745.69


1841 First Aid 1,147.20 28.68 264.56 33.07


1,433.201,147.20

35.8328.68

331.28264.56

41.4133.07


1,176.001,253.20

29.4031.33

305.28267.04

33.9233.38

1845 Set Designer 1,476.80 36.92 341.20 42.65

1846 Scenic Artist 1,536.40 38.41 355.20 44.40







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MADE FOR TELEVISION LONG-FORM AGREEMENT RATE SCHEDULEEFFECTIVE JULY 31, 2016 THROUGH JULY 29, 2017






1,780.001,628.401,476.001,576.001,281.60

$44.5040.7136.9039.4032.04

$411.68376.48341.20364.48296.00

$51.4647.0642.6545.5637.00


2,384.57

1,274.001,430.801,300.401,272.40

31.8535.7732.5131.81

272.48294.16330.56276.72272.48272.48

34.0636.7741.3234.5934.0634.06


1,679.601,097.60 27.44 253.04 31.63


1,430.80 35.77 330.56272.48372.88

41.3234.0646.61


1,430.801,300.401,272.401,300.40

35.7732.5131.8132.51

330.56276.72272.48276.72

41.3234.5934.0634.59


1,430.80 35.77 330.56272.48

41.3234.06


2,384.571,272.40

1,430.801,199.20

31.81

35.7729.98

272.48254.48330.56276.72

34.0631.8141.3234.59


2,208.441,811.791,188.401,086.80

29.7127.17

274.24250.72

34.2831.34


1,506.801,324.801,324.801,181.60

37.6733.1233.1229.54

348.24305.84305.84272.48

43.5338.2338.2334.06

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$1,832.401,628.40

$45.8140.71

$424.08376.48

$53.0147.06


1841 First Aid 1,181.60 29.54 272.48 34.06


1,476.001,181.60

36.9029.54

341.20272.48

42.6534.06


1,211.201,290.80

30.2832.27

314.46275.04

34.9434.38

1845 Set Designer 1,521.20 38.03 351.44 43.93

1846 Scenic Artist 1,582.40 39.56 365.84 45.73







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MADE FOR TELEVISION LONG-FORM AGREEMENT RATE SCHEDULEEFFECTIVE JULY 30, 2017 THROUGH JULY 31, 2018






1,833.601,677.201,520.401,623.201,320.00

$45.8441.9338.0140.5833.00

$424.00387.76351.44375.44304.88

$53.0048.4743.9346.9338.11


2,456.11

1,312.401,473.601,339.601,310.40

32.8136.8433.4932.76

280.64302.96340.48285.04280.64280.64

35.0837.8742.5635.6335.0835.08


1,729.991,130.40 28.26 260.64 32.58


1,473.60 36.84 340.48280.64384.08

42.5635.0848.01


1,473.601,339.601,310.401,339.60

36.8433.4932.7633.49

340.48285.04280.64285.04

42.5635.6335.0835.63


1,473.60 36.84 340.48280.64

42.5635.08


2,456.111,310.40

1,473.601,235.20

32.76

36.8430.88

280.64262.08340.48285.04

35.0832.7642.5635.63


2,274.691,866.141,224.001,119.60

30.6027.99

282.48258.24

35.3132.28


1,552.001,364.401,364.401,217.20

38.8034.1134.1130.43

358.72315.04315.04280.64

44.8439.3839.3835.08

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$1,887.201,677.20

$47.1841.93

$436.80387.76

$54.6048.47


1841 First Aid 1,217.20 30.43 280.64 35.08


1,520.401,217.20

38.0130.43

351.44280.64

43.9335.08


1,247.601,329.60

31.1933.24

323.91283.28

35.9935.41

1845 Set Designer 1,566.80 39.17 362.00 45.25

1846 Scenic Artist 1,630.00 40.75 376.80 47.10


In the event IA classifications are utilized that may not be reflected in the above Rate Schedule,the parties will meet to determine the appropriate rate.

*Weekly rates are for 40 hours of work (except for "on call"). Daily rates are for 8 hoursof work.



Script Supervisors hired on a daily basis shall receive time-and-one-half after six(6) hours.

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ALLIANCE OF MOTION PICTURE & TELEVISION PRODUCERS 15301 Ventura Boulevard, Building E, Sherman Oaks, CA 91403

Tel: 818.995.3600 • Fax: 818.285.4450 • www.amptp.org

Carol A. Lombardini President

Matthew D. Loeb International President


International Alliance of Theatrical Stage Employees and Moving Picture Technicians, Artists and Allied Crafts of the United States, its Territories and Canada

207 West 25th Street, 4th Floor New York, New York 10001

Re: Made-For-Home Video Productions

Dear Matt:

Direct: 818.935.5930

This will memorialize the agreement reached in the 2012 negotiations that a Producer may elect, on a production-by-production basis, to use the terms of either the Long-Form Television Sideletter or the Theatrical Low Budget Agreement for employees employed under the Basic Agreement on made-for-home video productions; provided, however, a Producer electing the Theatrical Low Budget Agreement: (1) shall not be entitled to use the Ultra Low Budget provisions thereof, and, instead, Tier One shall apply to all made-for-home video productions budgeted at $5 million or under; and (2) shall pay the applicable Production Cities rates to employees represented by Locals 600, 700 and 800, even if those employees are employed outside the Production Cities.


~~ Matthew D. Loeb International President

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ALLIANCE OF MOTION PICTURE AND TELEVISION PRODUCERS 15301 Ventura Boulevard, Building E, Sherman Oaks, CA 91403



Matthew D. Loeb International President


International Alliance of Theatrical Stage Employees and Moving Picture Technicians, Artists and Allied Crafts of the United States, its Territories and Canada

207 West 251h Street, 4th Floor New York, New York 10001

Re: Productions Made for Basic Cable

Dear Matt:

Direct: 818.935.5930

The following terms and conditions shall apply to productions made for basic cable:

Employees working on the pilot or first season of any series produced for basic cable shall be subject to the terms and conditions of the Sideletter re Special Conditions for Long-Form Television Motion Pictures. Employees working on the second and subsequent seasons of any such series shall be subject to the terms and conditions of the Sideletter re Special Conditions for One-Half Hour and One-Hour Pilots and One-Hour Episodic Television Series to the Agreement ( except that the reference in subparagraph a. of that Sideletter to "the first two (2) production seasons" shall be changed to "the second and third production seasons" and the references in subparagraphs b. and c. of that Sideletter to "the first year" and "the second year" shall be changed to "the second year" and "the third year," respectively).


4~~ Matthew D. Loeb International President

- 131 -

ALLIANCE OF MOTION PICTURE AND TELEVISION PRODUCERS 15301 Ventura Boulevard, Building E, Sherman Oaks, CA 91403




Matthew D. Loeb International President International Alliance of Theatrical Stage Employees and

Moving Picture Technicians, Artists and Allied Crafts of the United States, its Territories and Canada

207 West 251h Street, 4th Floor New York, New York 10001

Direct: 818.935.5930

Re: Sideletter to the Producer-IA 1'SE Basic Agreement re Productions Made for New Media

Dear Matt:

During the 2015 negotiations, the parties agreed to reprint the Sideletter to the Producer-IATSE Basic Agreement re Productions Made for New Media in the West Coast Studio Local Agreements for convenience only. By so doing, the parties did not intend to change the meaning or effect of or alter the interpretation of the Sideletter. Accordingly, attached as Exhibit 1 is the Sideletter re Productions Made for New Media to the Producer-IA TSE Basic Agreement.

Sincerely,

~ Carol A. Lomb


4./·/~~ Matthew D. Loeb International President

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Revised as of August 1, 2015


Re: Productions Made for New Media

Dear Matt:

This Sideletter to the Producer – IATSE Basic Agreement of 20151 confirms the understandingof the International Alliance of Theatrical Stage Employees (hereinafter “the IATSE”), on behalfof itself and its West Coast Studio Local Unions, on the one hand, and the Alliance of MotionPicture and Television Producers, on behalf of the Producers it represented in the negotiations fora successor agreement to the 2012 Producer – IATSE Basic Agreement (hereinafter collectively“the parties”), concerning the terms and conditions applicable to the production of entertainmentmotion pictures of the type that have traditionally been covered under the Producer – IATSEBasic Agreement (hereinafter “the Basic Agreement”)2 that are made for the Internet, mobiledevices, or any other new media platform in existence as of August 1, 2009 (hereinaftercollectively referred to as “New Media”).3 With respect to such productions intended for initialuse in new media, the parties agree as follows:

1 For convenience only, and without intending to change the meaning or effect of or alter theinterpretation of this Sideletter to the Basic Agreement, the parties agree to reprint this Sideletterin the West Coast Studio Local Agreements.

2 Such entertainment motion pictures do not include non-dramatic programs and non-prime timedramatic programs which are instead covered under the Producer – I.A.T.S.E. VideotapeElectronics Supplemental Basic Agreement (hereinafter “the Videotape Agreement”).

3 This Sideletter applies to the production of certain types of programs intended for initial use inNew Media and does not cover work involved in the selection of content for, design ormanagement of any website or any other New Media platform on which productions made forNew Media appear.

EXHIBIT 1- 133 -

Matthew D. LoebProductions Made for New MediaRevised as of August 1, 2015Page 2

The parties mutually recognize that the economics of New Media production are presentlyuncertain and that greater flexibility in terms and conditions of employment is therefore mutuallybeneficial. If one or more business models develop such that New Media production becomes aneconomically viable medium, then the parties mutually recognize that future agreements shouldreflect that fact.

A. Recognition

The Producer recognizes the IATSE as the exclusive bargaining representative ofemployees employed in the job classifications covered by the West Coast StudioLocal Agreements (hereinafter “the West Coast Studio Local Agreements”) withinthe geographic scope of the applicable West Coast Studio Local Agreement onentertainment motion pictures of the type traditionally covered under the BasicAgreement, other than those covered under the Videotape Agreement, which areintended for initial exhibition in New Media, but excluding news, sports,documentaries and “Experimental New Media Productions,” as that term isdefined below.

B. Coverage

Coverage shall be at the Producer’s option with respect to “Experimental NewMedia Productions.” Should the Producer elect to cover an Experimental NewMedia Production, the terms and conditions applicable to employment on OriginalNew Media Productions, as set forth in Paragraph D. below, shall apply.

An “Experimental New Media Production” is defined as any Original New MediaProduction: (1) for which the actual cost of production does not exceed: (a)$15,000 per minute of program material as exhibited, and (b) $300,000 per singleproduction as exhibited, and (c) $500,000 per series of programs produced for asingle order; and (2) on which fewer than four (4) employees as hereinafterdescribed are working in job classifications covered by, and within the geographicscope of, an industry-wide agreement between Employers and the IATSE, or aLocal thereof, which agreement covers television productions as well asproductions made for new media. With respect to any employee working withinthe geographic scope of the Basic or Videotape Agreement, such employees shallinclude any person listed on the Industry Experience Roster established by theBasic Agreement, or on the New Media Roster established pursuant to ParagraphE.(3) below of this Sideletter, or in the case of employees working inclassifications with no Roster, any person who has thirty (30) or more days ofwork experience within the last three (3) years, either alone or in combination,under the West Coast Studio Local Agreement covering that classification, the

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Videotape Agreement, or on New Media productions covered under this Sideletteror the corresponding Sideletter in the Videotape Agreement.4 With respect to anyemployee working in the respective classifications and geographic scope of anyother industry-wide Agreement described in the first sentence of this paragraph,such employees shall include any person who has thirty (30) or more days of workexperience within the last three (3) years under any such Agreement and/or onNew Media productions covered under any such Agreement.5 Notwithstanding thepreceding two sentences, in determining whether fewer than four (4) suchemployees are employed on the production, the following employees shall not becounted: employees not specifically charged to the production or who areincluded in general overhead; projectionists and in-house publicists (but not unitpublicists); and employees engaged in post-production or distribution functions,including, but not limited to, editing and looping, regardless of where or whenthose functions are performed, but excluding the editor, provided that such editoris working in conjunction with the shooting company.

The actual cost of the Experimental New Media Production shall consist of alldirect costs actually incurred in connection with the Production. The only costsexcluded in determining the actual cost of production shall be development costs,overhead charges, financing costs (i.e., loan origination fees, gap fees, legal feesand interest), contingency of up to ten percent (10%), essential elements insurancecosts, the cost of the completion bond, marketing expenses, contingent paymentsto talent or other parties which are based on the proceeds derived from theexploitation of the Production and received after recoupment of the negative cost,and delivery items required by sales agents, distributors or sub-distributors (i.e.,delivery materials beyond the answer print, NTSC Video Master if the Productionis delivered on videotape, or the digital equivalent if the Production is delivered ina digital format).

If the Producer began production of an “Experimental New Media Production”which the Producer elected not to cover under the terms of this Sideletter, butsubsequently employs four (4) or more employees on the production in jobclassifications covered by, and within the geographic scope of, an industry-widecollective bargaining agreement which meets the description in the first sentenceof the second paragraph of this Paragraph B., and such employees meet thedescription in either the second or third sentence of the second paragraph of thisParagraph B., and are not excluded pursuant to the fourth sentence of saidparagraph, then said production shall automatically be deemed covered hereunder,

4, 5 The Producer shall be entitled to rely on the representation of the employee as to whether heor she meets the “thirty (30) or more days of work experience within the last three (3) years”requirement.

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starting from the first day on which at least four (4) or more such employees areso employed on the production and continuing until the production is finished.

Producer shall use reasonable efforts to notify the IATSE that it intends to coveran “Experimental New Media Production” by the start of principal photography.

C. Terms and Conditions of Employment on Derivative New Media Productions(Other than a Derivative High Budget New Media Production Made forInitial Exhibition on a Subscription Video-On-Demand Consumer PayPlatform (“High Budget SVOD Program”))

A “Derivative New Media Production” is a production made for New Media based on an existing television motion picture covered by the Basic Agreement,other than a non-dramatic or non-prime time dramatic program covered under theVideotape Agreement, that was produced for “traditional” media – e.g., a freetelevision, basic cable or pay television motion picture (“the source production”) –and is otherwise included among the types of motion pictures traditionallycovered by the Basic Agreement, but is not a non-dramatic program or non-primetime dramatic program covered under the Videotape Agreement.

Employees may be employed by a Producer and assigned to a Derivative NewMedia Production as part of their regular workday on the source production. Thework for the Derivative Production shall be considered part of the workday for theemployees on the source production and shall trigger overtime if work on theDerivative Production extends the workday on the source production past thepoint at which overtime would normally be triggered on the source production. All other terms and conditions, including benefits, shall continue as if theemployee were continuing to work on the source production.

In all other situations, terms and conditions of employment for a Derivative NewMedia Production (other than a derivative High Budget SVOD Program, the termsand conditions of employment for which are provided in Paragraph G.) are freelynegotiable between the employee and the Producer, except for those provisionsidentified in Paragraph E. below which shall be automatically applicable toemployees.

D. Terms and Conditions of Employment on Original New Media Productions(Other than an Original “High Budget SVOD Program”)

Terms and conditions of employment on Original New Media Productions (otherthan an Original “High Budget SVOD Program” as defined in Paragraph G.below) are freely negotiable between the employee and the Producer, except for

- 136 -


those provisions identified in Paragraph E. below which shall be automaticallyapplicable to employees.

E. Other Provisions for New Media Productions (Other than a “High BudgetSVOD Program”)

(1) Union Security

The provisions of Article II, “Union Security,” of the Basic Agreementshall apply to New Media Productions, except that the requirement tobecome a member in good standing of the Union shall not apply until anindividual has been employed for at least thirty (30) workdays on NewMedia Productions covered under this Sideletter, or for a combined totalof thirty (30) workdays on New Media Productions covered under thisSideletter and on motion pictures of the type traditionally covered underthe Basic Agreement.

The Union acknowledges and agrees that the obligations set forth insubparagraph (c) of Article II apply only to newly-hired employees whoare not members of the IATSE or the applicable Local Union hereunder.

(2) Pension, Health and Individual Account Plans

On covered New Media Productions budgeted at $25,000 or less perminute (using the same cost elements as described in the third paragraphof Paragraph B. above), Producer’s only obligation hereunder shall be tomake contributions to the Active Health Fund, as required by Article XIIof the Basic Agreement, and to the Retired Employees Fund, as requiredby Article XIV of the Basic Agreement, on behalf of each employeeemployed under the terms of this Sideletter.

On New Media Productions budgeted at more than $25,000 per minute(using the same cost elements as described in the third paragraph ofParagraph B. above), or when employees are assigned by the Producer to aDerivative New Media Production as part of their regular workday on thesource production, Producer shall be obligated to make pension, health andIndividual Account Plan contributions in accordance with the provisionsof Articles XII, XIII, XIIIA. and XIV of the Basic Agreement.

- 137 -


(3) Preference of Employment/Industry Experience Roster/New Media Roster

There shall be no preference of employment of any kind or nature in theemployment of employees on New Media Productions hereunder. Theprovisions of the Basic Agreement relating to Preference of Employmentand to the Industry Experience Roster shall not be applicable to NewMedia Productions, except to the extent provided below. An employeeneed not be on the Industry Experience Roster, nor on the New MediaRoster described below, in order to be employed on a New MediaProduction.

Work on New Media Productions in job classifications covered by andwithin the geographic scope of a West Coast Studio Local Agreement forwhich the same work, if performed in connection with a theatrical ortelevision motion picture, would qualify for placement on the Local’sIndustry Experience Roster, shall be counted for purposes of placement ona New Media Roster to be established by the parties. Any individual withthirty (30) days of such work experience shall be added to such NewMedia Roster. If an individual has worked in more than one classificationon a single New Media Production, the Producer of such New MediaProduction shall identify the employee’s primary skill for purposes ofdetermining the classification to which such person’s workdays shall becredited for purposes of placement on the New Media Roster.

Each applicant for placement on the New Media Roster shall have theburden of establishing his or her eligibility. The applicant must file anapplication with Contract Services Administration Trust Fund (“CSATF”)within six (6) months after the completion of the work experience requiredfor eligibility. Such application must be perfected no later than one (1)year following the date of the last work day to be considered as qualifyingexperience. Such application shall be subject to appropriate verificationby CSATF. The applicant shall provide I-9 information to CSATF as acondition of placement on the New Media Roster.

Notwithstanding the foregoing, any individual on the New Media Rosteras of August 1, 2015 shall be transferred to the Industry Experience Rosteron that date, provided that he has satisfied any licensing, testing andtraining requirements for the roster classification(s) in which he is to beplaced. Any person placed on the New Media Roster after August 1, 2015who works an additional one hundred twenty (120) days on New MediaProductions covered under this Sideletter, or a combined total of one

- 138 -


hundred twenty (120) days on New Media Productions covered under thisSideletter and on motion pictures of the type traditionally covered underthe Basic or Videotape Agreement, in the same classification in whichhe/she is listed on the New Media Roster following placement thereonshall be entitled to be transferred to the Industry Experience Roster in thatclassification.

(4) Grievance and Arbitration

Any dispute with regard to wages, hours of employment or workingconditions concerning an employee employed by Producer under the termsof this Sideletter shall be resolved in accordance with the grievance andarbitration procedure set forth in Article XXXII of the Basic Agreement,except that references therein to “the Local Union” shall be replaced with“the IATSE” and the provisions with respect to the Step Two ConciliationCommittee shall be deleted.

(5) Staffing

It is expressly understood and agreed that there shall be no staffingrequirements on productions made for New Media and that there will befull interchange of job functions among employees, so that a singleemployee may be required to perform the functions of multiple jobclassifications covered hereunder.

(6) No Strike, No Lockout

During the term of this Agreement, the Union agrees not to engage in anystrike, sympathy strike or work stoppage against the Producer. TheProducer agrees not to engage in any lockout of its employees employedhereunder during the term of this Agreement.

(7) Sick Leave

The provisions of Articles XLV (“California Sick Leave”) and XLVI(“Waiver of New York City Earned Sick Time Act and Similar Laws”) ofthe Basic Agreement shall apply to New Media Productions covered underthis Sideletter.

- 139 -


(8) No Other Terms Applicable

Except as expressly provided in this Sideletter, no other terms andconditions shall be applicable to employees employed on New MediaProductions.

F. Reuse of New Media Programs (Other than a “High Budget SVODProgram”)

Only those covered New Media Productions (other than High Budget SVODPrograms) on which two (2) or more “employees employed by the Producer underthe Basic Agreement,” as that term is used in Article XIX(a) and in ArticleXXVIII(a)(2) of the Basic Agreement,6 shall generate residual payments and thenonly in accordance with the following:

(1) Reuse in New Media

(a) The Producer shall have the right to use an Original New MediaProduction budgeted at $25,000 or less per minute (using the samecost elements as described in the third paragraph of Paragraph B.above) on any new media platform without limitation as to time,and without payment of residuals.

(b) The Producer shall have the right to use an Original New MediaProduction budgeted at more than $25,000 per minute (using thesame cost elements as described in the third paragraph ofParagraph B. above) or a Derivative New Media Productionwithout the payment of residuals under the followingcircumstances:

(i) When such New Media Production is used on any free-to-the-consumer, advertiser-supported platform; and

6 It is understood and agreed that any employee employed under the terms of the corresponding“Productions Made for New Media” Sideletter in either the Local #52 Agreement or in the Local #161Agreement shall not be considered an “employee employed by Producer under the Basic Agreement” forpurposes of Paragraph F. of this Sideletter.

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(ii) When such New Media Production is first released on aconsumer pay platform (i.e., download-to-rent, download-to-own or paid streaming), even if it is subsequentlyreleased on a free-to-the-consumer advertiser-supportedplatform.

(c) If an Original New Media Production budgeted at more than$25,000 per minute (using the same cost elements as described inthe third paragraph of Paragraph B. above) or a Derivative NewMedia Production is initially released on a free-to-the-consumer,advertiser-supported platform and is subsequently released onconsumer pay platforms (i.e., download-to-own, download to rentor paid streaming), then Producer shall have a twenty-six (26)consecutive week period of use on consumer pay platforms,commencing with the first day of use on consumer pay platforms,without the payment of residuals. If the Producer uses the NewMedia Production on consumer pay platforms beyond such twenty-six (26) consecutive week period, then Producer shall pay to theMotion Picture Industry Pension and/or Health Plans 5.4% of“Producer’s gross,” as that term is defined in Paragraph 3 of the“Sideletter re Exhibition of Motion Pictures Transmitted via NewMedia,” attributable to use on consumer pay platforms beyond thetwenty-six (26) consecutive week period.

(d) If an Original New Media Production budgeted at more than$25,000 per minute (using the same cost elements as described inthe third paragraph of Paragraph B. above) or a Derivative NewMedia Production is initially released simultaneously on free-to-the-consumer, advertiser-supported platforms and to consumer payplatforms (i.e., download-to-own, download-to-rent or paidstreaming), then Producer shall have a twenty-six (26) consecutiveweek period of use on consumer pay platforms, commencing withthe first day of use on consumer pay platforms, without the payment of residuals. If the Producer uses the New MediaProduction on consumer pay platforms beyond such twenty-six(26) consecutive week period, then Producer shall pay to theMotion Picture Industry Pension and/or Health Plans 5.4% of the“Producer’s gross,” as that term is defined in Paragraph 3 of the

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“Sideletter re Exhibition of Motion Pictures Transmitted via NewMedia,” realized from any subsequent license which includes useon consumer pay platforms, which “gross” is attributable to use onconsumer pay platforms beyond the twenty-six (26) consecutiveweek period, measured from the first day of use on consumer payplatforms under the first license.

(2) Reuse in Traditional Media

The applicable provisions of Article XXVIII with respect to exhibition on“pay television,” as that term is defined in Article XXVIII(a)(3)(ii) of theBasic Agreement, shall apply when a covered New Media Production isexhibited on pay television. The applicable provisions of Article XXVIIIwith respect to exhibition on “cassettes,” as that term is defined in ArticleXXVIII(a)(3)(i), shall apply when a covered New Media Production isexhibited on videocassettes or DVDs.

(3) General

It is understood that the tests for triggering Post ‘60s and SupplementalMarkets payments set forth in Article XIX and XXVIII of the BasicAgreement, including the understandings set forth in subparagraph (g) ofthose Articles, and the proration provisions in those Articles, shall also applyto residual payments due under the terms of this Sideletter. Residualpayments due under this Sideletter shall be prorated in the same manner asare Supplemental Market monies under Article XXVIII of the BasicAgreement.

G. High Budget Derivative and Original Dramatic New Media ProductionsMade for Initial Exhibition on a Subscription Video-on-Demand ConsumerPay Platform

(1) Prospective Application

The terms and conditions set forth in this Paragraph G. shall be applicableprospectively only. They shall not apply to:

(a) any program or series that would otherwise qualify as a “HighBudget SVOD Program” within the meaning of this Sideletter, forwhich the principal photography of the program, in the case of aone-time program, or the principal photography of the first episode,in the case of a series, commenced prior to November 1, 2015; or

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(b) any program or series that would otherwise qualify as a “HighBudget SVOD Program” within the meaning of this Sideletter, forwhich the principal photography of the program or the first episodeof the series commenced after November 1, 2015, if such programor series was produced pursuant to the terms of a bona fide licenseagreement with fixed and definite terms entered into by theProducer prior to November 1, 2015.

However, if such license agreement is entered into subject toconditions precedent, then all such conditions must be satisfiedprior to November 1, 2015.

Any program or series described in subparagraphs (a) or (b) above shallcontinue to be subject to the terms of Sideletter Re: Productions Made forNew Media under the 2012 IATSE Basic Agreement. However, withrespect to any such program or series described in subparagraphs (a) or (b) above, if the licensee orders additional programs or episodes pursuant tothe terms of the license agreement after November 1, 2015 and theProducer has the right to negotiate with respect to the material terms andconditions of the license for the additional programs or episodes, then suchadditional programs or episodes shall be subject to the terms of thisSideletter.

Notwithstanding the foregoing, the Producer shall not reduce the termsand conditions of employment previously provided to IATSE-representedemployees on programs or series covered by subparagraphs (a) or (b)above.

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(2) High Budget SVOD Programs Defined

The terms and conditions set forth in Paragraph G. of this Sideletter shallbe applicable only to original and derivative dramatic new mediaproductions made for initial exhibition on a subscription video-on-demandconsumer pay platform which meet the following “high budget” criteria(hereinafter “High Budget SVOD Programs”):

Length of Program “High Budget” Thresholdas Initially Exhibited*

20-35 Minutes $1,300,000 and above36-65 Minutes $2,500,000 and above66 Minutes or more $3,000,000 and above

* Programs less than 20 minutes are not considered “high budget” for thepurpose of this Sideletter, regardless of their budgets.

(3) Tier 1 and Tier 2 Defined

For purposes of Paragraph G.(4) below, Tier 1 and Tier 2 shall be definedas follows:

ProgramLength

Budget Tier

20-35Minutes

Tier 1: $2,000,000 or more ($2,100,000 or moreeffective August 1, 2017)

Tier 2: $1,300,000 or more but less than $2,000,000($2,100,000 effective August 1, 2017)

36-65Minutes

Tier 1: $3,700,000 or more ($3,800,000 or moreeffective August 1, 2017)

Tier 2: $2,500,000 or more but less than $3,700,000($3,800,000 effective August 1, 2017)

66-95Minutes

Tier 1: $4,000,000 or more

Tier 2: $3,000,000 or more but less than $4,000,000

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ProgramLength

Budget Tier

96 Minutesor more

Tier 1: $4,500,000 (plus $2,250,000 for each additional35 minutes or portion thereof) or more

Tier 2: $3,000,000 or more but less than $4,500,000(plus $2,250,000 for each additional 35 minutes orportion thereof)

(4) Terms and Conditions

(a) The terms and conditions applicable to a High Budget SVODProgram in Tier 1, as defined in subparagraph (3) above, that areintended for initial exhibition on a subscription video-on-demandconsumer pay platform with 15 million or more subscribers in theUnited States and Canada, regardless of where such High BudgetSVOD Program is produced, shall be as provided in the 2015IATSE Basic Agreement and the West Coast Studio LocalAgreements, for a program produced for free television, exceptthat:

(i) The Sideletter re Special Conditions for One-Half Hour andOne-Hour Pilots and One-Hour Episodic Television Seriesshall apply to a High Budget SVOD pilot or series that isfewer than 66 minutes in length, as if it were a “one-hourpilot” or a “one-hour episodic television series” andregardless of where such High Budget SVOD Programs areproduced.

(ii) For High Budget SVOD Programs that are 66 minutes ormore in length, the Sideletter re Special Conditions forLong-Form Television Motion Pictures (Including Movies-of-the-Week, Mini-Series and Two (2) Hour Pilots forWhich No Commitment for a Series Exists at the Time ofthe Pilot Order) to the Basic Agreement shall apply as ifsuch High Budget SVOD Program were a “long-formtelevision motion picture” or a “made-for-television long-form project,” regardless of where such High BudgetSVOD Programs are produced. References to a “two hourpilot” in the Sideletter shall mean a High Budget SVODpilot that is 96 minutes or more in length.

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(iii) Post-production employees employed on a one-time HighBudget SVOD Program, High Budget SVOD pilot and thefirst and second season of a High Budget SVOD series shallbe paid at the wage rates set forth in the Local #700(Majors) Agreement, including the Amendment Agreementif applicable, for the period immediately preceding theperiod in question (e.g., during the period July 30, 2017 toJuly 31, 2018, the wage rates for the period July 31, 2016 toJuly 29, 2017 shall apply).

(iv) Daily overtime for hours worked shall be paid at the rate oftime-and-one-half for each hour worked after eight (8)work hours, except as otherwise provided in a LocalAgreement; golden hours, when applicable, shall be paidfor each hour worked after twelve (12) work hours, exceptthat on “bus to” and distant locations, golden hours shall bepaid after fourteen (14) elapsed hours.

(b) The terms and conditions applicable to High Budget SVODPrograms in Tier 2, as defined in subparagraph (3) above, that areintended for initial exhibition on a subscription video-on-demandconsumer pay platform with 15 million or more subscribers in theUnited States and Canada, or for High Budget SVOD Programsthat are intended for initial exhibition on a subscription video-on-demand consumer pay platform with fewer than 15 millionsubscribers in the United States and Canada, regardless of wheresuch High Budget SVOD Programs are produced, shall be as setforth in the Sideletter re Productions Made for Basic Cable as ifsuch High Budget SVOD Program were a pilot or episode of aseries produced for basic cable, subject to the followingmodifications:

(i) Post-production employees employed on a High BudgetSVOD Program, High Budget SVOD pilot and the firstseason of a High Budget SVOD series shall be paid at therates set forth in Exhibit 1 to this Sideletter; post-production employees employed on the second and thirdseasons of a High Budget SVOD series shall be paid at therates set forth in the Local #700 (Majors) Agreement,including the Amendment Agreement, if applicable, for theperiod immediately preceding the period in question (e.g.,during the period July 30, 2017 to July 31, 2018, the wage

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rates for the period July 31, 2016 to July 29, 2017 shallapply).

(ii) Daily overtime for hours worked shall be paid at the rate oftime-and-one-half for each hour worked after eight (8)work hours, except as otherwise provided in a LocalAgreement; golden hours, when applicable, shall be paidfor each hour worked after twelve (12) work hours, exceptthat on “bus to” and distant locations, golden hours shall bepaid after fourteen (14) elapsed hours.

(c) Preference of employment under the provisions of Paragraph 68 ofthe West Coast Studio Local Agreements shall apply on a HighBudget SVOD Program to the same extent required on a freetelevision motion picture. Persons on the New Media Roster shallhave equal preference with those listed in the same classificationon the Industry Experience Roster. Days worked on a High BudgetSVOD Program shall count towards placement on the IndustryExperience Roster and the New Media Roster.

(d) Paragraph E.(6) of this Sideletter shall apply.

(e) The second paragraph of Paragraph C. shall apply to any HighBudget SVOD Program that is a Derivative New MediaProduction.

(5) Reuse

Only those covered High Budget SVOD Programs on which two (2) ormore “employees employed by the Producer under the Basic Agreement,”as that term is used in Article XIX(a) and in Article XXVIII(a)(2) of theBasic Agreement,7 shall generate residual payments and then only inaccordance with the following:

(a) Except as provided in subparagraph (c) below, the Producer shallhave the right to use a High Budget SVOD Program on anyconsumer pay platform (including any domestic or foreignsubscription video-on-demand consumer pay platform that is

7 It is understood and agreed that any employee employed under the terms of the corresponding“Productions Made for New Media” Sideletter in either the Local #52 Agreement or in the Local #161Agreement shall not be considered an “employee employed under the Basic Agreement” for purposes ofParagraph G.(5) of this Sideletter.

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related to or affiliated with the subscription video-on-demandconsumer pay platform on which the High Budget SVOD Programwas initially exhibited) without payment of residuals.

(b) Except as provided in subparagraph (c) below, Producer shall havethe right to use a High Budget SVOD Program on any free-to-the-consumer, advertiser-supported platform without payment ofresiduals.

(c) If a High Budget SVOD Program is initially exhibited simultaneously on a free-to-the-consumer, advertiser-supportedplatform and the subscription video-on-demand consumer payplatform (including any domestic or foreign subscription video-on-demand consumer pay platform that is related to or affiliated withthe subscription video-on-demand consumer pay platform onwhich the High Budget SVOD Program was initially exhibited),then Producer shall have a twenty-six (26) consecutive week periodof use on the subscription video-on-demand consumer payplatform (including any domestic or foreign subscription video-on-demand consumer pay platform that is related to or affiliated withthe subscription video-on-demand consumer pay platform onwhich the High Budget SVOD Program was initially exhibited),commencing with the first day of use on the subscription video-on-demand consumer pay platform, without the payment of residuals.

If the Producer uses the High Budget SVOD Program on aconsumer pay platform beyond such twenty-six (26) consecutiveweek period, then Producer shall pay to the Motion PictureIndustry Pension and/or Health Plans 5.4% of the “Producer’sgross,” as that term is defined in Paragraph 3 of the “Sideletter reExhibition of Motion Pictures Transmitted Via New Media,”realized from any subsequent license which includes use onconsumer pay platforms, which “gross” is attributable to use onconsumer pay platforms beyond the twenty-six (26) consecutiveweek period, measured from the first day of use on the subscriptionvideo-on-demand consumer pay platform under the first license.

Notwithstanding the foregoing, Producer shall have the right toexhibit a High Budget SVOD Program (including any one-timeprogram or the first three (3) episodes of a new series)simultaneously on a free-to-the-consumer, advertiser-supportedplatform and the subscription video-on-demand consumer payplatform (including any domestic or foreign subscription

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video-on-demand consumer pay platform that is related to oraffiliated with the subscription video-on-demand consumer payplatform on which the High Budget SVOD Program was initiallyexhibited) for a period of seven (7) consecutive days for thepurpose of promoting the High Budget SVOD Program, withouttriggering payment of residuals as provided in the precedingparagraph.

(d) Paragraph F.(2) of this Sideletter regarding reuse of New Mediaproductions in traditional media shall apply to High Budget SVODPrograms.

(e) Paragraph F.(3) of this Sideletter regarding the tests for triggeringSupplemental Markets payments and the proration provisions inXXVIII of the Basic Agreement shall apply to residual paymentsdue under this Paragraph F.(5).

H. Representatives of the IATSE shall have the right to review the budget of acovered new media production solely for the purpose of determining whether thecovered new media production falls within the definition of a High Budget SVODProgram, and, if so, whether the production meets the budget break in Tier 1 orTier 2 as set forth in Paragraph G.(3) above. Producer agrees to cooperate andprovide requested relevant additional information about the budget that isreasonably available to it. All information received or reviewed byrepresentatives of the IATSE shall be kept confidential, and neither the IATSE norits representatives shall disclose any such information, except as necessary toenforce its rights under this Agreement.

I. “Sunset” Clause

The parties recognize that these provisions are being negotiated at a time when thebusiness models and patterns of usage of productions in New Media are in theprocess of exploration, experimentation and innovation. Therefore, except asprovided in the next paragraph, the provisions of this Sideletter shall expire on thetermination date of the Basic Agreement and will be of no force and effectthereafter. No later than sixty (60) days before that expiration date, the partieswill meet to negotiate new terms and conditions for reuse of productions made forNew Media.

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Matthew D. Loeb Productions Made for New Media Revised as of August 1, 2015 Page 18

The terms and conditions herein applicable to High Budget SVOD Programs shall apply and remain in full force and effect, and without change, to High Budget SVOD Programs produced by the Producer hereunder, regardless of the terms or provisions of any agreement which is a modification, extension or renewal of, or substitution for, this Sideletter.

The parties further acknowledge that conditions in this area are changing rapidly and that the negotiation for the successor agreement will be based on the conditions that exist and reasonably can be forecast at that time.


~~ Matthew D. Loeb International President

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EXHIBIT 1LOCAL #700 RATE SCHEDULE

HIGH BUDGET SVOD PROGRAMS

1. Local #700 (Editors) Agreements (Majors and Independents)

Effective on August 1, 2015 only

High Budget SVODProgram Rates

Weekly* Hourly RateDaily*

Motion Picture Editor -on call Z-1

$2,615.13 $46.26 ($370.08/day)

Sound Effects Editor Z-5cc 1,577.60($39.44/hr.)

39.45( 315.60/day)**

Foley Artist Z-11cc 1,577.60( 39.44/hr.)

39.45( 315.60/day)**

Music Film Editor Z-5ff 1,577.60( 39.44/hr.)

39.45( 315.60/day)**

Asst. Editor Z-6c 1,297.20( 32.43/hr.)

32.45( 259.60/day)

Apprentice Z-7 1,150.00( 28.75/hr.)

28.74( 229.92/day)

Effective August 2, 2015 - July 30, 2016




$2,693.58 $47.65 ($381.20/day)


40.63( 325.04/day)**


40.63( 325.04/day)**


40.63( 325.04/day)**

Asst. Editor Z-6c 1,336.00( 33.40/hr.)

33.42( 267.36/day)

Apprentice Z-7 1,184.40( 29.61/hr.)

29.60( 236.60/day)

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Effective July 31, 2016 - July 29, 2017




$2,774.39 $49.08 ($392.64/day)


41.85( 334.80/day)**


41.85( 334.80/day)**


41.85( 334.80/day)**

Asst. Editor Z-6c 1,376.00( 34.40/hr.)

34.42( 275.36/day)

Apprentice Z-7 1,220.00( 30.50/hr.)

30.49( 243.92/day)





$2,857.62 $50.55 ($404.40/day)


43.11( 344.88/day)**


43.11( 344.88/day)**


43.11( 344.88/day)**

Asst. Editor Z-6c 1,417.20( 35.43/hr.)

35.45( 283.60/day)

Apprentice Z-7 1,256.80( 31.42/hr.)

31.40( 251.20/day)

In the event IA classifications are utilized that may not be reflected in the above RateSchedule, the employee’s rate may be individually negotiated.

*Weekly rates are for 40 hours of work (except for “on call”). Daily rates are for 8 hoursof work.

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** Employees may be employed on a daily basis as a Sound Effects Editor, Foley Artistor Music Film Editor under the Local #700 (Editors) Agreements (Majors andIndependents) in the following circumstances: for the purpose of replacing employeeswho are given time off pursuant to Paragraph 7.1 of the Agreement, for work on screentests or for additional work to be performed after the final dub. In the latter case,employment shall first be offered to the individual(s) who performed work during theregular post-production period in the job classification(s) in which the additional work isto be performed. If such individual(s) accepts the offer of employment, he (they) shall bepaid at the rate under which he (they) was (were) formerly employed. Such employeesmay also be employed on a daily basis for electronic sound editing on motion picturesother than theatrical motion pictures, but such daily schedule employment shall not beused for the purpose of avoiding premium pay for the sixth or seventh day worked in anemployee's workweek. In addition, Assistant Editors and Librarians may be employed ona daily basis due to temporary increases in workload (including temp dubs).

Except as provided above, employment on a daily basis shall be on an emergency basisonly. The Producer shall immediately notify the Union of its intention to employ suchemployees on a daily basis in an emergency and state the emergency purpose for whichthe employee will be employed on a daily basis.

2. Local #700 (Editors) Amendment Agreement (New York-Based Productions Within250 Miles of Columbus Circle, New York)




Motion Picture Editor $2,359.16 ($58.98/hr.)

$73.72 ($589.79/day)

Sound Effects Editor 2,158.05( 53.95/hr.)

67.44( 539.51/day)

Foley Artist 2,158.05( 53.95/hr.)

67.44( 539.51/day)

Music Film Editor 2,158.05( 53.95/hr.)

67.44( 539.51/day)

Asst. Editor 1,384.48( 34.61/hr.)

43.27( 346.12/day)

Editing Room Assistant 771.99( 19.30/hr.)

24.13( 193.00/day)

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$75.93 ($607.44/day)


69.46( 555.68/day)

Foley Artist 2,222.80( 55.57/hr.)

69.46( 555.68/day)


69.46( 555.68/day)

Asst. Editor 1,426.00( 35.65/hr.)

44.57( 356.56/day)


24.85( 198.80/day)





$78.21 ($625.68/day)


71.54( 572.32/day)

Foley Artist 2,289.60( 57.24/hr.)

71.54( 572.32/day)


71.54( 572.32/day)

Asst. Editor 1,468.80( 36.72/hr.)

45.91( 367.28/day)


25.60( 204.80/day)

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$80.56 ($644.48/day)


73.69( 589.52/day)

Foley Artist 2,358.40( 58.96/hr.)

73.69( 589.52/day)


73.69( 589.52/day)

Asst. Editor 1,512.80( 37.82/hr.)

47.29( 378.32/day)


26.37( 210.96/day)


*Weekly rates are for 40 hours of work. Daily rates are for 8 hours of work.

3. Local #700 (Editors) Amendment Agreement (Third Area)





$2,523.60 N/A


$39.67 ($317.36/day)


39.67( 317.36/day)


39.67( 317.36/day)

Asst. Editor Z-6c 1,257.30( 31.43/hr.)

32.70( 261.60/day)

Apprentice Z-7 1,056.52( 26.41/hr.)

27.43( 219.44/day)

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$2,599.31 N/A


$40.86 ($326.88/day)


40.86( 326.88/day)


40.86( 326.88/day)

Asst. Editor Z-6c 1,294.80( 32.37/hr.)

33.68( 269.44/day)

Apprentice Z-7 1,088.00( 27.20/hr.)

28.25( 226.00/day)





$2,677.29 N/A


$42.09 ($336.72/day)


42.09( 336.72/day)


42.09( 336.72/day)

Asst. Editor Z-6c 1,333.60( 33.34/hr.)

34.69( 277.52/day)

Apprentice Z-7 1,120.80( 28.02/hr.)

29.10( 232.80/day)

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$2,757.61 N/A


$43.35 ($346.80/day)


43.35( 346.80/day)


43.85( 346.80/day)

Asst. Editor Z-6c 1,373.60( 34.34/hr.)

35.73( 285.84/day)

Apprentice Z-7 1,154.40( 28.86/hr.)

29.97( 239.76/day)


*Weekly rates are for 40 hours of work (except for “on call”). Daily rates are for 8 hoursof work.

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agreement of august 1, 2015 between producer and … · (b) the term "first aid...

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