IATSE-2nd2018_web

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track the Hollywood Basic Agreement. It also included lengthened rest periods, ensured producers provide a “reasonable opportunity” for IATSE crews to sit and eat, and better travel reimbursement. Most notably, it set an industry precedent by getting Hollywood’s largest pay cable producer to recognize IATSE’s participation in supplemental markets. It established that supplemental market payments would be paid into IATSE Pension and Health Plans. In addition, the 2004 agreement widened IATSE’s jurisdiction, covering multi-camera half-hour sitcoms, clarifying that IA members handle aerial/balloon lighting, and recognizing the Marine Department in the classifications of marine coordinator, boat handlers, and on-set picture boats. By 2010, IATSE was negotiating new contracts not only with HBO but also with Showtime and Starz, whose agreements followed the same general patterns. This bargaining, under the leadership of President Loeb, would achieve a new landmark by putting wage rates in New York and Hollywood on a ladder to become equal to the studio contracts in these regions by 2014 and across the country soon after. Prior to this point, the HBO contract’s rate scales and other provisions were based on the company’s relative youth and its position in an emerging media sector. But by 2010, HBO had become a pillar in a well-established industry. And in that year alone, it had approximately two million hours of IA covered employment. President Loeb’s goal in these negotiations was to reach parity with the majors — and he achieved it. Over the twenty-plus years that these pay television agreements have been in place, they have matured into strong contracts with full-scale wages. Above-standard terms and conditions such as Martin Luther King Day as a holiday, improved turnaround and rest period provisions, higher meal penalties, and bereavement leave are a strong incentive for IATSE members to seek out employment on pay cable productions. PINK CONTRACTS For more than half a century, the Pink Contract ensured union protections, decent wages and benefits, and workplace rights for thousands of traveling IATSE members. From the time he took office in 2008, President Loeb made modernization and strengthening of the Pink Contract one of his top priorities. That’s why a primary objective of the 2010 negotiations was to identify members of the Broadway League, and to demand that Pink Contracts would no longer be permitted for the shows of employers who are not signatories to and bound by the Broadway League agreement. In addition, President Loeb and IATSE negotiators sought to gain IATSE National Health Plan A Benefits for members, secure a Project Agreement connecting to the Pink Contract companies formed by League members to produce Broadway shows, increase wages and benefits, and standardize contract provisions. Bargaining concluded on January 7, 2010, with the IATSE achieving these goals and reaching a SET agreement for tours that need more flexibility. In addition, the IA for the first time obtained media language (buyouts), and codified practices regarding bonds, audit language, rights and expedited arbitration. Gains were made in other areas, such as compensation for use of a live performance in television or other media. And for the first time, the agreement provided traditional contract protections such as scope and recognition, union security, grievance and arbitration, and minimum conditions provisions. That same year, the Stagecraft Department released a new Pink Contract book containing all applicable contract language and accompanying Passports for members traveling under the Agreement between the IATSE and the Broadway League. In fact, the concept of turning a two-sided document into a full-fledged collective bargaining agreement reflected the vision of President Loeb. The changes he implemented included a new Traveling Members program tracking those who are on the road. 92
This allowed for the creation of a database for reports that quickly proved useful in subsequent negotiations with road employers. The new system of utilizing Passports applied at first only to IATSE’s contract with the Broadway League. As each term agreement came up for renegotiation — with employers such as NETworks, Troika, Phoenix, Work Light, Big League, Feld, VEE Corp, and TOTS — the Alliance worked to fit these agreements within the structure of the Broadway League contract and Passport. In the fall of 2010, IATSE finalized a new Canadian Pink Agreement. It was nearly identical to its American counterpart, but was designed to reflect Canadian standards and practices. In addition, Canada has no large employer association representing all of the major theatrical producers in the country, so the agreement was signed on an individual basis with each producer. In 2013, IATSE reached a new Pink Contract agreement with The Broadway League and Disney Theatrical Productions. In addition to wage increases, a primary goal for President Loeb and Alliance negotiators was to address challenging travel conditions faced by workers on these tours. Thus, the agreement included premium pay for load-outs on multiple show days and for travel after a short-rest period, first time additional pay for make-up artists and hairstylists traveling on a seventh day, and first-time overage participation for workers on successful tiered tours. The Agreement included significant employer contributions to the health and pension plans for workers on tiered tours and wage increases for workers in all categories. It also included employer contributions to the IATSE Training Trust. Also in 2013, a new contract was negotiated with the five Non-League touring companies: NETworks, Troika, Big League, Work Light and Phoenix. As bargained then and renegotiated successfully in 2016, there are now two contracts covering five different tier levels corresponding to different weekly guarantees. The “L” agreement covers tiers conforming to the levels in the Broadway League agreement — Full Pink, Modified and SET. The “Bus and Truck” contract covers two tiers at lower levels — “M” and “S.” The “L” agreement is nearly identical to the League agreement in wages, benefits and most conditions. The “Bus and Truck” agreement provides reduced terms and conditions in response to evidence presented during negotiations that showed reduced or stagnant guarantees received by the producers. Traveling and touring IATSE members were further helped by the conversion of the Yellow Card system from paper to electronic format in December 2013 — 101 years after Yellow Cards were launched. Ever since, both the Yellow Card and the White Card for Wardrobe have been available on the IATSE website, along with blank forms for Head Carpenters and Wardrobe Supervisors. The Stagecraft Department created a database to track the Yellow Card production requests that came through the General 93
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EXECUTIVE OFFICERS Matthew D. Loeb
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PRESIDENT MATTHEW D. LOEB reflectio
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The year is 1893. Grover Cleveland
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THE LEGACY OF LEE HART Lee Hart is
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order its members to withdraw from
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THE FIRST JURISDICTIONAL BATTLES Me
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THE MOVING PICTURES When moving pic
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at West End Park. The Holland broth
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The city became an open battlegroun
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never seen before. Steps, ledges an
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22
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In 1921, the collective salaries of
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(1927), Hollywood changed forever.
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widely considered the Golden Age of
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In the studios, craft workers gaine
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The Alliance and a splinter group,
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WAR: AT HOME AND ABROAD With the ou
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36
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Carpenters, the AFL committee issue
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systems set up in many theaters aro
Page 42 and 43: the organizing difficulties when he
Page 44 and 45: AND NOW FOR THE NEWS During this ti
Page 46 and 47: THE STORIES IA MEMBERS CAN TELL As
Page 48 and 49: “AND NOW IN LIVING COLOR” By th
Page 50 and 51: manship of theater-based IA carpent
Page 52 and 53: to start rebuilding its theater com
Page 54 and 55: THE MOTION PICTURE INDUSTRY TRANSFO
Page 56 and 57: acting in a Cinemascope picture was
Page 58 and 59: ALFRED W. DI TOLLA — PIVOTAL LEAD
Page 60 and 61: CENTENNIAL In July 1993, the IATSE
Page 62 and 63: HEALTH AND RETIREMENT SECURITY Prov
Page 64 and 65: pants were primarily projectionists
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Page 68 and 69: 4 Local 796 Texas, covering the Hou
Page 70 and 71: GAINING POWER AT THE BARGAINING TAB
Page 72 and 73: DIGITAL AGREEMENT As motion picture
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Page 76 and 77: The work in safety that began in th
Page 78 and 79: IATSE included George Fern Co., All
Page 80 and 81: NEW LEADERSHIP RISES The year 2002
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Page 84 and 85: Colorado. Workers at these faciliti
Page 86 and 87: opportunities in legitimate theatre
Page 88 and 89: history and culture. Young people o
Page 90 and 91: coverage with the Producers paying
Page 94 and 95: Office. The database has built-in r
Page 96 and 97: EMPOWERING MEMBERS THROUGH EDUCATIO
Page 98 and 99: In its first four years, the IATSE
Page 100 and 101: tainment Safety OSHA 10 class at th
Page 102 and 103: able, and taking other bold initiat
Page 104 and 105: AV ESSENTIALS For many years, sever
Page 106 and 107: A 21ST CENTURY UNION FOR 21ST CENTU
Page 108 and 109: INTERNAL RESTRUCTURING In, 2012, th
Page 110 and 111: time staff who work out of the IATS
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Page 114 and 115: Ratifying this wisdom of this strat
Page 116 and 117: Acknowledgments This special issue
Page 118 and 119: M 634 SUDBURY/NORTH BAY, ON‐Keith
Page 120 and 121: S 629 AUGUSTA‐Anthony Capaz, 2312
Page 122 and 123: M 616 MERIDIAN‐Benny Eggler, abeg
Page 124 and 125: (216‐621‐9537) (Fax: 216-621-35
Page 126 and 127: M 141 LaCROSSE‐Peggy Sannerud, ps
Page 128: PRINTED IN THE U.S.A.
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