What labor concerns do you have?
What labor concerns do you have? Please comment. I’ll start things off with the followng list, in no specific order:
- Portability of job descriptions and duties across departmental lines
- Ability to work both in studio and on location.
- Agreements to ensure pay and safety for location work
- Agreements with IATSE & Cinematographer guilds to integrate FX location and stage work
- Setting a minimum pay scale with no caps
- Ensuring overtime pay structures
- Vacation Time
- Holiday Time
- Ensuring payment in a timely fashion
- Worker Classification Vis a Vis W-2 or 1099
- Holding the studios and facilities to the agreements made
- Monitoring and reconciling abusive work policies as reported by members
- Portable health insurance
- Pensions (Vested and Un-vested)
- Portable 401K retirement account
- Health care in retirement
- Job Placement services
- Training
Additions picked up from the forums:
- Sick Time
- Credits
I would add sick time on the list too. I know some instances where people don’t get paid for sick time, and so go to work sick (and infect all those around them).
Credits will also be something sure to come up.
Protections from aggresive HR Agencies such as MBO & Yurkor.
I’ve been very happy as an LLC, but clients are now trying to force me into a situation where I would need to pay a 3rd party for my hard work – even though an LLC & an S-Corp are viewed the same in the states of NY & CT and my business is perfectly legal.
I have a hard time believing studios would force a member of the producers or editors guilds to use these services – so why should VFX artists have to deal with this?
I have very strong concerns about creating more tension within the facility-artist context. Scott Ross’ interview on fxguide.com explained this best. More and more facilities are paying less and less because the margins for this work have been squeezed so tightly – we’ve already witnessed the extinction of the mid-sized facility. My hope would be that moderate regulation of artist compensation packages would be reinforced by stronger agreements between studios and facilities.
Keeping on topic, however, up front, paid, vacation time is a real sore point for me every time I negotiate a new position. There seems to be this pervasive notion on the part of HR managers that more time in the office equates to more productivity / output. That just is not the case.
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