2021 MOA Local 755 Agreement Key Changes

The Local 755 Agreement has been ratified effective August 1, 2021.

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

• Wages
  • 3% increase retroactive to August 1, 2021
  • An additional 3% increase effective July 31, 2022
  • An additional 3% increase effective July 30, 2023
    Note: Increases shall be compounded

• • Minimum wage rates for the productions covered under Sideletter #3 and Sideletter #4 shall be calculated in accordance with the terms of those sideletters, i.e., they lag one year behind the regular minimum wage rates
  • Minimum wage rates in Sideletter #5 shall be calculated at 85% of the otherwise applicable theatrical wage rates

• PH&W $15 Million Contributors
  • Health increases $0.40 per hour for each hour worked or guaranteed retroactive to August 1, 2021
  • Health increases an additional $0.40 per hour for each hour worked or guaranteed effective July 31, 2022
  • Health increases an additional $0.40 per hour for each hour worked or guaranteed effective July 30, 2023

• PH&W Premium Employers (Non-$15 Million Contributors)
  • Health increases $1.20 per hour worked or guaranteed retroactive to August 1, 2021
  • Health increases an additional $1.20 per hour worked or guaranteed effective July 31, 2022
  • Health increases an additional $1.20 per hour worked or guaranteed effective July 30, 2023

• “Shop” or “Facility” Signatory (New Name of Signatory)
  • Remains at $2.00 above the “Then-Current” Basic Rate

• “On-Call” Benefits for Weekly Scheduled Studio, Nearby and Distant Location Employment
  • Partial week (12 hours per day) increases to 13 hours per day effective July 31, 2022, and increases to 14 hours per day effective July 30, 2023
  • 5-day week (60 hours per week) increases to 65 hours per week effective July 31, 2022, and increases to 70 hours per week effective July 30, 2023
  • 6-day week (72 hours per week) increases to 77 hours per week effective July 31, 2022, and increases to 82 hours per week effective July 30, 2023
  • 7-day week (84 hours per week) increases to 89 hours per week effective July 31, 2022, and increases to 94 hours per week effective July 30, 2023

• Ten Hour/Four Day Workweek for “Off-Production” Employees
  • Work on daily basis with a 10 hour minimum call at straight time (provided there is a 40 hour guarantee within workweek)
  • 1.5x for the 5^th and 6^th day worked within their workweek
  • 2x for the 7^th day worked within their workweek
    Note: Those who absent themselves without Producer’s consent may be reduced to ¼ of weekly guarantee for each day of absence

• Allowances (Effective February 13, 2022)
  • Cell Phone: $3.00 per day, not to exceed fifteen dollars ($15.00) per week. 
    Note: This provision is not applicable when the Producer provides a cell phone or other device (e.g., an iPad) to the employee for work-related purposes or when the Producer makes other arrangements with the employee for payment as allowed under applicable law.

• Meal Penalties (Effective February 13, 2022)
  • Meals “On Production” and “Off Production” 
    • $15.00 for 3^rd and 4^th (added 4th)
    • $25.00 for 5^th and succeeding (added 5th and subsequent)
    • For any workweek in which an employee is entitled to more than 20 meal period penalties, all subsequent meal period penalties in that workweek will be paid at 1 hour of pay at the prevailing rate for each half-hour of meal delay or fraction thereof (added 20 plus in a week)
  • Meals Television Motion Pictures Shooting in a Studio 
    
    • $15.00 for 3^rd and 4th meal (added 4th)
      
    • $25.00 for 5^th and succeeding (added 5th and subsequent)
    • For any workweek in which an employee is entitled to more than 20 meal period penalties, all subsequent meal period penalties in that workweek will be paid at 1 hour of pay at the prevailing rate for each half-hour of meal delay or fraction thereof (added 20 plus in a week)

• Golden Hours/Overtime (Effective February 13, 2022)
  • Any Day Other Than Holiday, 6^th, or  7^th Day Worked in a Studio Workweek:
    • 2.5x for all straight time hours worked in excess of 14 consecutive hours
    • 3x for all straight time hours worked in excess of 16 consecutive hours
  • Occurring on 6^th Day Worked in a Studio Workweek:
    • 3 ¾x for all straight time hours worked in excess of 14 consecutive hours
    • 4.5x for all straight time hours worked in excess of 16 consecutive hours
  • Occurring on 7^th Day Worked in a Studio Workweek or Holidays 
    • 5x for all straight time hours worked in excess of 14 consecutive hours
    • 6x for all straight time hours worked in excess of 16 consecutive hours

• Golden Hours/Overtime on Distant Location (Effective February 13, 2022)
  • Occurring on Any Day Other Than a Holiday or the 7^th Day Worked in a Workweek:
    • 2.5x for all straight time hours worked in excess of 14 consecutive hours 
    • 3x for all straight time hours worked in excess of 16 consecutive hours
  • Occurring on a Holiday or the 7th Day Worked in a Workweek:
    • 5x for all straight time hours worked in excess of 14 consecutive hours 
    • 6x for all straight time hours worked in excess of 16 consecutive hours

• Modify Paragraph 5 (ii) of Sideletter #5 (Effective February 13, 2022)
  • Overtime
    • 0.5x after 8 hours worked
    • 2x after 14 elapsed hours 
    • 3x after 16 elapsed hours
      Note: Overtime pay for weekly employees shall be based on 1/40 of the weekly rate

• Weekend Rest Period for Employees Who Work a 5-Day Consecutive Workweek (Effective May 15, 2022)
  • 54 hours (inclusive of daily rest period)
  • May be reduced to 50 hours, inclusive of the daily rest period when:
  • 5^th Day of the workweek is no longer than 12 hours; and either:
    • While working on exterior shooting the rest is 50 hours 
    • Where shooting location, access to which is limited to certain hours, the rest is 50 hours
    • Work on 5^th day of workweek is delayed due to health and safety concerns (weather or natural hazard)
    • Exceptions: Once in a one-time motion picture 66-85 min in length, no more than 6 weeks on episodic series and mini-series, twice on a Theatrical Motion Picture or one-time motion picture 85+ min in length

• Weekend Rest for Employees Who Work a 6-Day Consecutive Workweek (Effective
  May 15, 2022)
  • 32 hours rest period – inclusive of the daily rest period (penalty is 1 additional hour of straight time for invaded hours)

• Weekend Rest for Employees Whose 6^th Day Worked Occurs on the 7^th Day of the Workweek (Effective May 15, 2022)
  • 32 hours (dismissal to start penalty is 1 hour at straight time for all hours invaded)
  • Distant - portal-to-portal or worksite-to-worksite

• Holiday (Effective January 1, 2022)
  • Martin Luther King Jr. Day shall be added as a holiday

• Holiday Accrual (Effective January 1, 2022 - December 31, 2024)
  • Increase from 3.719% to 4%
    
    
• Add the New Media Sideletter to the Teamsters 399 Black Book Agreement (Effective February 13, 2022)

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

• Minimum Call 
  • A 4-hour minimum call shall apply for any day on which an employee, at the request of an individual Producer, reports for safety or harassment prevention training 
  • A weekly ‘on call’ employee who reports for safety or harassment prevention training shall be paid one-tenth of the weekly ‘on call’ rate for each such day

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