🎭Stage Management Unit 12 – Union Regulations and Contracts

What Are Union Regulations?

• Union regulations are rules and guidelines established by labor unions to protect the rights and interests of their members in the workplace
• These regulations cover various aspects of employment, such as wages, benefits, working conditions, and job security
• Unions negotiate with employers to establish collective bargaining agreements (CBAs) that outline the terms and conditions of employment for union members
• Union regulations ensure that employers provide fair compensation, safe working environments, and reasonable working hours for their employees
• Compliance with union regulations is mandatory for employers who have entered into a CBA with a labor union
• Failure to adhere to union regulations can result in grievances, legal action, and potential strikes or work stoppages by union members
• Union regulations also provide a framework for resolving disputes between employers and employees through established grievance procedures

Key Players in Theater Unions

• Actors' Equity Association (AEA) represents professional actors and stage managers in the United States
• International Alliance of Theatrical Stage Employees (IATSE) represents various behind-the-scenes workers, including stagehands, technicians, and designers
• Stage Directors and Choreographers Society (SDC) represents stage directors and choreographers in the theater industry
• United Scenic Artists (USA) represents designers, artists, and craftspeople in the entertainment industry
• American Federation of Musicians (AFM) represents professional musicians in the theater industry
• These unions work to protect the rights and interests of their members by negotiating contracts, setting minimum pay rates, and establishing working conditions
• Union representatives, such as business agents and shop stewards, serve as liaisons between the union and its members, ensuring that employers comply with union regulations

Types of Union Contracts

• Collective Bargaining Agreements (CBAs) are contracts negotiated between a union and an employer that outline the terms and conditions of employment for union members
• Production Contracts cover a specific production or show and are negotiated on a case-by-case basis
  • These contracts may include provisions for rehearsal and performance schedules, compensation, and job responsibilities
• Area-Wide Agreements (AWAs) are contracts that cover multiple employers within a specific geographic area (New York City)
  • AWAs establish standard terms and conditions for union members working in that area, regardless of the specific production or employer
• Term Contracts are agreements that cover a specific period (1-3 years) and may include provisions for wage increases and benefit adjustments over the course of the contract
• Per-Performance Contracts are agreements that provide compensation to union members based on the number of performances they work
  • These contracts are common for musicians and may include provisions for rehearsals and sound checks
• Special Agreements are contracts that cover unique or non-standard production arrangements (touring shows, developmental workshops)
  • These agreements may include provisions for travel, housing, and per diem expenses

Negotiating Union Contracts

• Union contracts are negotiated between the union and the employer or producer
• The negotiation process typically involves union representatives (business agents) and employer representatives (producers, general managers)
• Both parties discuss and agree upon the terms and conditions of employment, including wages, benefits, working hours, and job responsibilities
• Negotiations may also address specific issues or concerns raised by either party, such as safety protocols or scheduling conflicts
• The goal of the negotiation process is to reach a mutually beneficial agreement that protects the rights and interests of union members while allowing the production to operate efficiently
• Once an agreement is reached, the terms of the contract are put into writing and signed by both parties
• The contract remains in effect for the duration specified in the agreement, and any changes or amendments must be negotiated and agreed upon by both parties

Union Rules on Working Hours and Breaks

• Union contracts typically include provisions for maximum working hours and mandatory breaks to ensure the health, safety, and well-being of union members
• The Actors' Equity Association (AEA) requires a minimum 12-hour rest period between the end of one day's work and the beginning of the next day's work
• AEA also mandates a five-minute break for each hour of rehearsal or performance, with a minimum 15-minute break after two hours of work
• The International Alliance of Theatrical Stage Employees (IATSE) requires a one-hour meal break after five hours of work, with additional meal breaks for extended workdays
• IATSE also stipulates that workers must receive a 10-hour rest period between the end of one day's work and the beginning of the next day's work
• Overtime pay is required for work beyond the standard eight-hour workday or 40-hour workweek, with rates typically set at 1.5 times the regular hourly rate
• Union contracts may also include provisions for "golden time" or "double golden time," which require higher overtime rates (2-3 times the regular hourly rate) for work beyond a certain number of hours or on designated days (Sundays, holidays)

Safety Regulations in Union Contracts

• Union contracts include safety regulations to protect the health and well-being of union members in the workplace
• The Actors' Equity Association (AEA) requires producers to provide a safe and sanitary working environment, including proper ventilation, temperature control, and access to clean drinking water
• AEA also mandates that producers provide appropriate safety equipment (harnesses, protective gear) for performers engaging in potentially hazardous activities (stage combat, aerial work)
• The International Alliance of Theatrical Stage Employees (IATSE) requires employers to provide proper training and equipment for workers handling dangerous materials or operating heavy machinery
• IATSE also stipulates that employers must maintain a safe and secure working environment, with adequate lighting, clear walkways, and properly maintained equipment
• Union contracts may include provisions for regular safety inspections and the appointment of safety representatives to ensure compliance with safety regulations
• In the event of an accident or injury, union contracts typically require employers to provide prompt medical attention and workers' compensation benefits to affected union members

Handling Union Disputes

• Union contracts include grievance procedures for handling disputes between union members and employers
• The first step in the grievance process is typically an informal discussion between the affected union member and their immediate supervisor or manager
• If the issue cannot be resolved informally, the union member may file a formal grievance with the union, outlining the nature of the complaint and the desired resolution
• Union representatives (shop stewards, business agents) will then investigate the grievance and attempt to resolve the issue with the employer through negotiations or mediation
• If the grievance cannot be resolved through negotiations, the matter may be referred to arbitration, where a neutral third party (arbitrator) will hear arguments from both sides and render a binding decision
• In some cases, the union may also file a complaint with the National Labor Relations Board (NLRB) or pursue legal action against the employer for violating the terms of the union contract
• Throughout the grievance process, union representatives work to protect the rights and interests of the affected union member and ensure that the employer complies with the terms of the union contract

Impact of Unions on Production Budgets

• Union contracts can have a significant impact on production budgets, as they establish minimum pay rates, benefits, and working conditions for union members
• Producers must factor in the cost of union wages, which are typically higher than non-union rates, when developing production budgets
• Union contracts may also require producers to contribute to pension and health benefit funds for union members, adding to the overall cost of labor
• Overtime pay and premium rates for work on designated days (Sundays, holidays) can significantly increase labor costs, particularly for productions with extended rehearsal periods or performance schedules
• Union contracts may also include provisions for travel and housing expenses, per diem rates, and other benefits, which must be accounted for in the production budget
• The cost of complying with union safety regulations, such as providing appropriate equipment and training, can also add to the overall production budget
• Producers must carefully manage their budgets to ensure that they can meet their financial obligations under union contracts while still maintaining the artistic integrity and quality of the production
• In some cases, producers may need to seek additional funding or make creative adjustments to the production to accommodate the costs associated with union contracts