For those Indie filmmakers and producers which meet the requirements, SAG’s Interim Agreement allows you to continue or start filming during the current strike.
But there are changes in the Interim Agreement that differ from previous pre-strike agreement obligations.
Let’s go over what those are and how they could impact your budget if your Interim Agreement application is accepted. But first…
What are Interim Agreements?
From the SAG-AFTRA Strike Member Faqs page, “This Interim Agreement was created for several reasons, all of which are aimed at protecting the interests of our members, helping them successfully navigate the strike and demonstrating to the AMPTP that other producers are eager to work with our members under these terms.”
“Working with these independent producers proves that the wage increases and other terms, which the AMPTP has so far rejected, are in fact reasonable and realistic.”
The interim agreement is comprised of areas of improved terms that SAG-AFTRA is asking the AMPTP for. For a sample SAG Interim Agreement, go here.
If you’re curious as to which productions have signed interim agreements, you can see a full, updated list here.
Interim Agreement Update (August 15, 2023)
SAG-AFTRA recently announced an update to the Interim Agreement that excludes WGA-covered projects produced in the US from Interim Agreement Eligibility.
“We have been advised by the WGA that this modification will assist them in executing their strike strategy, and we believe it does not undermine the utility and effectiveness of ours. It is a win-win change,” the SAG-AFTRA negotiating committee said according to The Hollywood Reporter.
Now for the changes...
Changes impacting indie production budgets under the Interim Agreement
➡️ Changes to payroll
There’s an 11% wage increase in the first year and 4% in years following.
- Increase by 11% on July 1, 2023
- Increase by an additional 4% on July 1, 2024
- Increase by an additional 4% on July 1, 2025
➡️ Pension ceilings raised for all schedules
TV / New Media Ceilings increase as below:
- ½ hour program increases from $15,000 to $45,000 in salary
- 1 hour program increases from $24,500 to $75,000 in salary
- 1.5 hour program increases from $33,000 to $100,000 in salary
- 2 hours or longer program increases from $40,000 to $120,000 in salary
➡️ Meal penalties have changed
Principle performers:
- 1st MPV = 7.5% of the current day player rate
- 2nd MPV = 10% of the current day player rate
- 3rd - 8th MPV = 15% of the current day player rate each
- 9th+ = 50% of the current day player rate each
Background performers:
- 1st MPV = 12% of the applicable rate for that Background Actor’s classification
- 2nd MPV = 15% of the applicable rate for that Background Actor’s classification
- 3rd - 8th MPV = 20% of the applicable rate for that Background Actor’s classification
- 9th+ = 50% of the applicable rate for that Background Actor’s classification
➡️ Per Diem has increased
Per Diem increases from $60 per day to 125% of the US GSA allowable amount for the city where the performer is held over at an overnight location.
➡️ Rest period violation penalty change
The penalty for rest period violation is now 1 full day of pay.
Schedule A and K-I:
- The penalty for rest period violations is 1 day of pay.
Schedules B, C, E, F, K-II, and K-III:
- The penalty for rest period violations moves from 1 day of pay with a maximum of 1 to 1 day of pay.
➡️ Wardrobe allowance has increased
Principle Performers:
- Formal wear increases to $54
- All other wardrobe increases to $24
Background Performers:
- Formal wear, fur etc. increases to $54
- First wardrobe change increases to $18
- Each additional change increases to $12.50
- Police uniforms increases to $72
For questions you can contact Jennifer Triplett, Manager of Labor Relations: LaborRelations@gslate.com
Note: The Strike Order does not affect rendering services or performing work, and it is not considered a violation of the SAG-AFTRA Constitution or Membership Rules to report for work that is covered by the contracts in the list linked here.
**The above information is not to be construed as legal advice nor relied upon as legal advice, and is subject to change without notice. If you have specific questions regarding the Interim Agreement’s potential impact on your project, please work with your legal counsel or labor relations advisor.
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