IATSE Local 212
COLLECTIVE AGREEMENT FOR
MOTION PICTURE PRODUCTION
2024 – 2027
3 YEAR TERM
March 4, 2024 to March 3, 2027
Office Telephone:
(403) 250-2199 ext 250
Cell Phone:
(403) 512-0201
Motion Picture Dispatch Line:
(403) 250-5562
212 62nd Avenue SE
Calgary, Alberta, Canada, T2H 2E6
filmba@iatse212.com
www.iatse212.com
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Netflix/212 2024-2027 Collective Agreement
LIST OF REQUIRED INFORMATION FROM THE COMPANY
THE COMPANY MUST FURNISH THE FOLLOWING DOCUMENTATION TO THE UNION BY THE REQUIRED DATES:
Location:
Requirements:
Required Date:
1.
Article 13
Corporate Guarantee
Upon Initial
Engagement of
IATSE Members
2.
Article 12 (e)
Alberta Workers’ Compensation Board
Upon Initial
account number.
Engagement of
IATSE Members
3.
Article 17 (c)
IATSE Local 212 Deal Memos
Within 5 DAYS
of Engagement
or Upgrade
4.
Article 16 (a), viii), ix)
Proof of basic travel insurance coverage
Prior to
Principal
Photography
5.
Production Office
Crew list of all Local 212 Employees
Prior to
with Classifications, updated at
Principal
appropriate intervals.
Photography
6. Production
Daily call sheets
All days requiring call sheet
The Company will provide the Union with a copy of any and all documents that are to be signed by Local 212
Members or Permittees whether they address wages, working conditions, or issues of liability.
IATSE Local 212 will be provided a copy of a Certificate Of Insurance (COI), and the Company must notify IATSE
Local 212 in the event of any change, lapse or termination of such insurance.
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Netflix/212 2024-2027 Collective Agreement
Contents
LIST OF REQUIRED INFORMATION FROM THE COMPANY.......................................................................2
ARTICLE ONE - UNION OBLIGATION.......................................................................................................6
1.1 No Strike, No Lockout........................................................................................................................6
ARTICLE TWO - SCOPE OF AGREEMENT................................................................................................. 6
2.1 Enabling Clause................................................................................................................................. 6
2.2 Consultation Committee................................................................................................................... 7
ARTICLE THREE - JURISDICTION............................................................................................................. 7
3.2
Accounting and Art Departments.....................................................................................................7
3.3 Contracting Out......................................................................................................................... 7
ARTICLE FOUR - HIRING POLICIES.......................................................................................................... 7
4.1 Dept. Head/1st Asst./Crew Selection................................................................................................ 7
4.2 Working in Higher Classifications...................................................................................................... 7
4.3 Eight-hour Minimum Call.................................................................................................................. 8
4.4 Stand-by Calls.................................................................................................................................... 8
4.5 Employment on a Daily or Weekly Basis........................................................................................... 8
4.6 Additional Unit.................................................................................................................................. 8
ARTICLE FIVE - WORK PERMITS............................................................................................................. 8
5.1 Application for Work Permits............................................................................................................ 8
5.2 Criteria for Work Permit.................................................................................................................... 9
5.3 Work Permit Remuneration.............................................................................................................. 9
5.4 Personals (Hair, Make-up, Costume)................................................................................................. 9
5.5 Guaranteed Permits.......................................................................................................................... 9
ARTICLE SIX - CREW CALLS/CANCELLATIONS..........................................................................................9
6.1 Notice for Crew Requirement........................................................................................................... 9
6.2 Weekly Employees, Daily Employees, Permittees.............................................................................9
6.3 Notice for Change or Cancellation of Calls...................................................................................... 10
6.4 Cancellation of Calls/Weather Permitting Calls...............................................................................10
6.5 Force Majeure................................................................................................................................. 10
ARTICLE SEVEN - HOURS OF WORK/WORKWEEK/HIATUS....................................................................10
7.1 Workweek....................................................................................................................................... 10
7.2 Sixth or Seventh Day Premiums...................................................................................................... 11
7.3 Regular Workday Hours...................................................................................................................11
7.4 Minimum Call.................................................................................................................................. 11
7.5 Shifted Workweek........................................................................................................................... 11
7.6 Hiatus.............................................................................................................................................. 12
ARTICLE EIGHT - OVERTIME.................................................................................................................12
ARTICLE NINE - TURNAROUND (DAILY/WEEKLY REST PERIODS)............................................................12
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Netflix/212 2024-2027 Collective Agreement
ARTICLE TEN - MEALS/BREAKS/FRENCH HOURS.................................................................................. 13
10.1 Meal/Rest Period...........................................................................................................................13
10.2 Meal Penalty................................................................................................................................. 14
10.3 Nine-hour Penalty......................................................................................................................... 14
10.4 Hot Breakfast.................................................................................................................................14
10.5 Extension/Grace Period.................................................................................................................14
10.6 French Hours................................................................................................................................. 14
10.7 Washroom Facilities...................................................................................................................... 15
10.8 Proper Meals................................................................................................................................. 15
10.9 Craft Service.................................................................................................................................. 15
10.10 Off-Set Crew................................................................................................................................ 15
ARTICLE ELEVEN - WAGES AND DEDUCTIONS...................................................................................... 15
11.1 Calculation – 1/10th of an Hour....................................................................................................16
11.2 Paid Sick Leave.............................................................................................................................. 16
11.3 Pay Day..........................................................................................................................................16
11.4 3% Late Penalty............................................................................................................................. 16
11.5 Non-payment of Wages and Other Monies.................................................................................. 16
11.6 Payroll Information........................................................................................................................17
ARTICLE TWELVE - FRINGE RATES.........................................................................................................17
12.1 Administration and Training Fee................................................................................................... 18
12.2 RRSP Contributions....................................................................................................................... 18
12.3 Health and Welfare Benefits......................................................................................................... 18
12.4 Holiday Pay....................................................................................................................................18
12.5 WCB/CPP/EI...................................................................................................................................18
12.6 Employee Working Dues............................................................................................................... 18
ARTICLE THIRTEEN - PERFORMANCE BOND......................................................................................... 18
ARTICLE FOURTEEN - HOLIDAY PAY/VACATION PAY.............................................................................. 18
14.1 Recognized Holidays and Holiday Pay........................................................................................... 18
14.2 Vacation Pay.................................................................................................................................. 19
ARTICLE FIFTEEN - PREMIUMS & PARKING.......................................................................................... 19
15.1 Payment for Personal Vehicle Use.................................................................................................19
15.2 Premium for One-ton Production Vehicle.....................................................................................19
15.3 Parking..........................................................................................................................................
19
15.4 Distant Location and Mileage........................................................................................................19
ARTICLE SIXTEEN - TRAVEL/ ACCOMMODATION / PER DIEM................................................................20
16.1 Travel............................................................................................................................................. 20
16.2 Accommodation............................................................................................................................ 21
16.3 Per Diem........................................................................................................................................21
ARTICLE SEVENTEEN - INDIVIDUAL AGREEMENTS................................................................................22
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Netflix/212 2024-2027 Collective Agreement
ARTICLE EIGHTEEN - LAYOFF................................................................................................................ 22
ARTICLE NINETEEN - COMPANY RIGHTS, DISMISSAL............................................................................ 23
ARTICLE TWENTY - UNION RIGHTS...................................................................................................... 24
ARTICLE TWENTY ONE - FREEDOM FROM PERSONAL HARASSMENT....................................................24
ARTICLE TWENTY TWO – NO DISCRIMINATION....................................................................................25
ARTICLE TWENTY THREE - GRIEVANCE PROCEDURE.............................................................................25
ARTICLE TWENTY FOUR - HEALTH AND SAFETY....................................................................................25
ARTICLE TWENTY FIVE - TRAINEES.......................................................................................................26
ARTICLE TWENTY SIX - SCREEN CREDITS.............................................................................................. 26
ARTICLE TWENTY SEVEN - TECHNOLOGICAL CHANGE.......................................................................... 27
ARTICLE TWENTY EIGHT – RECONCILIATION, DIVERSITY, EQUITY AND INCLUSION................................27
ARTICLE TWENTY NINE - TERM AND AGREEMENT............................................................................... 29
Schedule (D) - IATSE MEMBER/START SLIP...........................................................................................36
Schedule (E) - Work Permit Form for Non-IATSE member Crew............................................................36
Schedule (E2) - Work Permit Out of Jurisdiction.................................................................................. 37
Schedule (F) - Extended Workdays.......................................................................................................39
Schedule (G) - Calgary Zone.................................................................................................................39
Schedule (H) - Location GPS Coordinates............................................................................................. 41
Schedule (I) - Location Travel Times.....................................................................................................42
Schedule (J) - Free Flow Calgary/Edmonton.........................................................................................43
SIDELETTER 1 - VFX EMPLOYEES.......................................................................................................... 44
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Netflix/212 2024-2027 Collective Agreement
ARTICLE ONE - UNION OBLIGATION
As the Motion Picture and Stage Technicians Union, Local 212 is a Local of the International Alliance of Theatrical
Stage
Employees,
Moving
Picture
Technicians,
Artists
and
Allied
Crafts
of
the
United
States,
its
Territories
and
Canada, then nothing in this Agreement shall be construed so as to interfere with the allegiance Local 212 owes to
the International Alliance by reason of prior obligation, provided that the foregoing shall in no event be construed
or implied so as to contravene any applicable Federal, Provincial, or Civic Law and provided that the Company has
been given express written notice of any such prior obligations before the execution of this Agreement.
1.1
No Strike, No Lockout
The Union agrees that, during the term of this Agreement, there shall be no strike, work stoppages or disruptive
activity by the Union or by an Employee, and the Company agrees that there shall be no lockout of Employees. It
shall not be a violation of this Agreement and it shall not be cause for dismissal or disciplinary action in the event
an
Employee
refuses
to
go
through
or
work
behind
any picket line related to a labour dispute, including such a
picket line at the Employer’s place of business, unless such picket line is deemed unlawful.
ARTICLE TWO - SCOPE OF AGREEMENT
(a)
In entering into this Collective Agreement (“Agreement”) in accordance with the Alberta Labour Relations
Code, it is the purpose of this Agreement to recognize the common interest between the Company and
the
Union
in
promoting
the
utmost
co-operation
and
friendly
spirit
between
the
Company
and
its
Employees;
to
set
forth
conditions
of
employment
to
be
observed
by
both Parties; and to provide for
prompt and equitable adjustment of grievances in order that there will be no impeding of work resulting
in
stoppages or strikes or any other interference with the production and Company facilities during the
term of this Agreement. To this end, both Parties do herein sign this Agreement in good faith.
(b)
This
Agreement
will
be
applicable
to
all
Employees
hired
by
the
Company
in
the
job
classifications
covered
herein
employed
on
a
Motion
Picture.
Such
job
classifications
shall
be
deemed
not
to
be
exercising management functions.
(c)
The term Employee will mean any person or Dependent Contractor employed in a Job Classification(s) as
listed
in
Schedule
(A2)
herein,
subject
to
the
terms
of
this
Agreement.
The
Company
will
not
hire
Members or Permittees as Independent Contractors unless approved by the Union.
(d)
It
is
mutually
understood
and
agreed
by
both
Parties
that
the
term
“Motion
Picture”
will
mean
and
include
motion
pictures
whether
made
on
or
by
film,
tape,
or
otherwise,
and
whether
produced
by
means
of
motion
picture,
electronic,
and/or other devices or any combination of the foregoing, or any
other means, methods, or devices now in use or which may hereafter be adopted.
(e)
In the event that the Company engages a person to perform work outside the limits of Canada and the
United
States
and
its
territories,
in
any
of
the
Job
Classifications
covered
by this Agreement, then the
Company at its discretion, may engage a person under a “flat deal” contract, in the place and stead of the
provisions of this Agreement except that the Company shall pay the applicable fringe contributions under
this Agreement.
2.1
Enabling Clause
On each production, on a case-by-case basis, the Company or the Union may request certain modifications to the
terms
and
provisions
contained
in
this
Agreement which are production-specific. The Union or the Company, as
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Netflix/212 2024-2027 Collective Agreement
applicable,
shall
give
consideration
to
said
modifications
and
make
reasonable
efforts
to
respond
to
the
other
party within five (5) business days of the receipt of the request.
2.2
Consultation Committee
The parties shall form a consultation committee, which upon the request of either party, will meet during the term
of this Agreement to discuss any issues.
ARTICLE THREE - JURISDICTION
3.1
Jurisdiction
Except as otherwise stated in Article 3.2, this Agreement will be applicable to all Employees hired by the Company
in the job classifications covered herein to perform services in the Province of Alberta or hired by the Company in
Alberta
to
perform
services
outside
of
Alberta
but
within
Canada or the United States and its territories, in the
production of Motion Pictures.
3.2
Accounting and Art Departments
The
Company
recognizes
IATSE Local 212 as the exclusive and sole Bargaining Agent for all Employees in the job
classifications
and
categories
as
listed
in
Schedule
(A2),
except
for Accounting Department and Art Department
classifications as otherwise described under this Agreement.
3.3
Contracting Out
The
Company
or
its
agents
will
not
subcontract
any bargaining unit work which customarily and historically has
been
performed
by
Employees
covered
by
this
Agreement
to
another
person,
business
entity,
corporation,
or
association
unless
the
Union
consents
thereto;
except
where
the
Company
requires
special
skills,
facilities,
or
resources
unavailable
through
the
Union
or
the
work
of
the
type
being
subcontracted
has
heretofore
been
subcontracted
by
a
producer
engaged
in
the
motion
picture
industry.
The
Company
must first consult with the
Union before subcontracting any bargaining unit work.
ARTICLE FOUR - HIRING POLICIES
The Union agrees to furnish all Employees covered by this Agreement to perform work in the job classifications of
each Department as listed in
Schedule (A2)
of this Agreement, and that said Employees will be competent and will
perform such work as is required by the Company under the provisions of this Agreement.
4.1
Dept. Head/1
st
Asst./Crew Selection
The Company may select their Head of each Department from the Local 212 Membership. The Department Head
may then select an Assistant Head of Department/First Assistant and all additional crew including “day calls” from
the
Local
212
Membership
roster,
regardless
of
seniority.
The
Company also has the option of submitting crew
requests to the Union’s dispatch office to fill calls by classification seniority. In the event that the Union is unable
to
supply
qualified
personnel,
the
Company
may
hire
personnel
from
any
source.
The
Union
will
grant
work
permits to said personnel. It is understood that the Department Head and the First Assistant will be hired prior to
the remainder of the crew as outlined per Department in Schedule (A2).
4.2
Working in Higher Classifications
(a) Any Employee may be required to perform work in any job classification listed in such Employee's department.
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Netflix/212 2024-2027 Collective Agreement
(b) If at the direction of the Company, an Employee works for two (2) hours or more in a classification higher than
the classification under which the Employee is called for work, the higher rate shall prevail for the entire workday.
The Employee reverts to their regular classification on the following day unless notified to the contrary. This shall
include
situations
whereby
an
Employee
operates
any
equipment
requiring
certification
to
do
so.
Equipment
requiring certification includes, but is not limited to, articulating and telescopic boom lifts, mobile aerial platforms,
scissor lifts, telehandlers and rotational telehandlers and vertical mast lifts.
(c)
Work
time
in
either
a
higher
or
a
lower
classification
shall
be
credited
to
fulfill
the
minimum
call
of
the
classification in which the Employee was hired.
4.3
Eight-hour Minimum Call
Unless otherwise stated in this Agreement, Employees called to work will be paid not less than eight (8) hours at
the applicable prevailing rate except as provided for in
ARTICLE 10.6
(“French Hours”).
4.4
Stand-by Calls
There shall be no stand-by calls.
Hiatus, holidays or days that would otherwise constitute the sixth (6
th
) or seventh
day
worked
in
the
Employee’s
work
week
are
not
considered
regular
days
of
work.
When
an
Employee
is
dismissed on the fifth (5
th
) day worked in the work week with a call for work on the first (1
st
) day of the following
work week, it shall not be considered a stand-by call.
The above also applies to calls spanning a Hiatus or holiday.
4.5
Employment on a Daily or Weekly Basis
Employment
shall
be
on
a
daily
or
weekly
basis.
A
daily
employee
hired
on
a
daily
basis
who
works
eleven
consecutive
scheduled
days
of
work
will
be
re-classified
as
a
weekly
employee.
Employment for a longer term
shall
be
specifically
set
forth
in
writing.
An
Employee
may
be
replaced
following
completion of their period of
employment.
4.6
Additional Unit
Additional
Unit
is
any
unit
that
is
not
under the direct supervision of the Main Unit D.O.P.
Additional Units are
separate
from
the
Main
Unit
along
with
separate
HODs
(if
needed)
and
crew.
All
Additional
Units
must
have
access
to
washroom
facilities,
proper
meals,
and
craft
service
adhering
to
the
standard
and
accessibility
as
described in Articles 10.7, 10.8 and 10.9.
Additional Units will be expected to utilize a separate call sheet from the
Main Unit.
ARTICLE FIVE - WORK PERMITS
5.1
Application for Work Permits
The
Individual/Company
must
apply
for
a
Work
Permit
in
the
applicable
form
attached
to
this
Agreement
as
Schedule (E)
or
Schedule (E2)
, and shall not commence work in the Union’s jurisdiction until the Company has a
copy of the Work Permit signed by the individual and endorsed by the Union. The Work Permit request must be
submitted at least five (5) days prior to the call and be accompanied by the following information:
(a)
the reason for the necessity of that individual being permitted;
(b)
a list of credits/credentials and/or a professional resume of the requested Permit;
(c)
proof of the requested Permit’s Union affiliation and standing, if applicable.
If there is no response to an application within five business days from the date of submission, the application will
be deemed granted.
Work
permits
granted
under
Article
5.2
are
in
addition
to
and
separate
from permits granted under Article 5.4
[Personals (Hair, Make-up, Costume)] and 5.5. (Guaranteed Permits).
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Netflix/212 2024-2027 Collective Agreement
5.2
Criteria for Work Permit
After the Company has given reasonable consideration (including the granting of an interview if requested by the
Union)
to
available
qualified
applicants,
the
Union
will
grant
to
the
Company
Work
Permits
for
person(s)
who
satisfy the following criteria:
(a)
persons who hold two (2) screen credits on dramatic productions (including situation comedy) that have
employed the proposed Director, Producer, or Director of Photography; or
(b)
persons who hold three (3) screen credits in the position for which the persons will be employed; or
(c)
persons
who
have
personally
received
at
least
one
(1)
nomination
for
an
internationally
recognized
industry
award
(e.g.
Academy
Award,
Emmy,
Golden
Globe, Canadian Screen Awards, British Academy
Award); or
(d)
persons who will operate specialty equipment not available in Alberta; or
(e)
persons for whose position the Union is unable to supply qualified personnel.
5.3
Work Permit Remuneration
Employees employed on a Work Permit will be remunerated as a local hire unless better conditions are stated on
their Deal Memo. The rates, conditions, and/or terms of this Agreement must be fully met, except when another
collective agreement applies which does not diminish the terms of this Agreement.
5.4
Personals (Hair, Make-up, Costume)
Work
Permits
will
be
granted
for
a
personal
Makeup
Artist,
personal
Hair
Stylist,
and/or
personal
Dresser,
per
individual
Cast
member,
and
that
Cast
member’s
Stunt
and/or
Photo
Doubles.
If
the
Permitted
Employee
is
unavailable
to
implement
these
duties,
then
an
IATSE
Local
212
Member
will
be
assigned
as
needed
in
consultation with the Head of Department.
5.5
Guaranteed Permits
The
Company
shall
be
allowed
four
(4)
guaranteed
permits
for
each
Motion Picture, with a limit of one (1) per
department. When practicable, the Company shall notify the Union of its intent to utilize this provision a minimum
of
five
(5)
business
days
prior
to
the
commencement
of
work
for
the
individual
and
provide
the
Union
with
a
completed work permit form at Schedule (E) or Schedule (E2), signed by the applicant prior to commencement of
work
for
the
individual.
It
is
further
understood
that nothing in the foregoing language is intended to limit the
Company’s
ability
to
employ
additional
Work
Permit
Employees
upon
consent
of the Union as contemplated in
Article
5
of
this
Agreement.
The
Union
will
not
unreasonably deny granting additional work permits consistent
with past practice.
ARTICLE SIX - CREW CALLS/CANCELLATIONS
6.1
Notice for Crew Requirement
The Company must use its best efforts to give the Union a minimum of twenty-four (24) hours’ notice before a call
of
additional
crew
requirements
outside
Local 212 Studio Zone, and a minimum of twelve (12) hours within the
Studio Zone.
6.2
Weekly Employees, Daily Employees, Permittees
The
Company
agrees
that
when
placing
calls
for
crew
requirements
beyond
Department
Head
or
Assistant
Department Head it must be clearly indicated whether the call is for a daily employee or a weekly employee. If the
Union
is
unable
to
supply
a
member
for
the
position,
then a Local 212 Permittee may be supplied (as a “daily”
only).
This provision does not alter the work permit process under Article 5.
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Netflix/212 2024-2027 Collective Agreement
6.3
Notice for Change or Cancellation of Calls
Any change or cancellation to next day calls will be made BEFORE the Employee leaves the workplace at the end of
the workday. The minimum information required to articulate a call to an employee at the end of the workday is
the time and location to report to for the next day’s work.
Employees who are not working the day prior to the
call
must
have
a
minimum
of
ten
(10)
hours’
notice
prior
to travel time or the start time of the call, whichever
comes
first.
Employees
will
be
paid
a
minimum
of
eight
(8)
hours
at
the
applicable
rate
for
all
cancelled
calls
without due notice.
6.4
Cancellation of Calls/Weather Permitting Calls
(a)
The Company may cancel calls for Employees working on a daily basis up to 8:00 p.m. (2000 hours) of the
day prior to the starting time of the call.
In the event that such notice is not given, the Company shall pay
the Employee one day’s pay at the basic rate.
(b)
The Company may issue a “weather-permitting” call for wildfire smoke, extreme heat, extreme cold, snow,
sleet
or
ice
storms
to
an
Employee
prior
to
the Employee’s dismissal for the day and to persons not on
payroll
up
to
twelve
(12)
hours
before
their
call
time
(even
if
a
call
had
previously
been
given).
The
Company
shall
provide
notice
to
the
Union
upon
the
issuance
of
a
“weather-permitting”
call.
The
Company may cancel a “weather-permitting call” up to four (4) hours prior to the Employee’s call time.
In
the event the Employee is notified not to report to work, the Employee shall be paid four (4) hours of pay
at straight time, which shall be subject to fringe contributions.
However, if the notification is untimely, the
Employee
shall
be
paid
for
the
applicable
daily
minimum
call,
which
shall
be
subject
to
fringe
contributions.
The
Union
agrees
that
it
will
not
unreasonably
deny
a
request
by
the
Company
to
issue
a
“weather-permitting” call under this Article 6.4 for other weather conditions.
6.5
Force Majeure
The
Company
may declare a Force Majeure due to circumstances considered to be uninsurable acts of God. The
Company
may cancel subsequent work calls, lay off Employees or otherwise suspend production as the result of
an inability to provide work.
Employees will be paid at least for the minimum call should the Force Majeure occur
during working hours or during/after travel outside of the Studio Zone.
For
any
and
all
additional days (except 6
th
& 7
th
days, and statutory holidays as per ARTICLE 16.3(b)) not worked
while on distant location, the Employee will receive eight (8) hours of straight time pay plus a day of per diem. This
would apply to crew members on a distant location regardless of a weekly or daily deal memo.
ARTICLE SEVEN - HOURS OF WORK/WORKWEEK/HIATUS
7.1
Workweek
The
regular
established
studio
workweek
shall
consist
of
any
five
(5)
consecutive
days
out
of
any
seven
(7)
consecutive
days.
Each
individual
Employee
may
have
a
different
and
distinct
workweek.
The
Employee’s
workweek
begins
on
the
first
day
worked,
unless
the
fractional
workweek
is
utilized
in
order
to
match
the
Employee’s schedule with the work unit’s workweek. A “work unit” means a first unit, second unit, splinter unit, or
any identifiable group of Employees working together within the Employer’s productions.
Fractional Workweek:
means the Company shall pay a weekly Employee whose assignment starts on other than
the first day of the workweek established for that Employee or ends on other than the last day of the workweek
established
for
the
Employee,
one
fifth
(
⅕
)
of
their
weekly
wages
for
each
day
worked
during
a
fractional
workweek,
provided
that
during
the
preceding
or
following
workweek
of
their
assignment,
the
Employee
is
10
Netflix/212 2024-2027 Collective Agreement
provided
a
full
workweek.
The
foregoing
is
intended
to
apply
to
both
the
start
and
finish
of
production,
any
production
hiatus,
and
the
individual
crew
member
coming
on
or
off
a
production.
The
Company
may,
at
its
discretion, reduce by one fifth (
⅕
) the weekly guarantee for each day an Employee is absent.
7.2
Sixth or Seventh Day Premiums
The
Company
will
implement
a
regular
five
(5)
day
workweek.
If
either
of
the
two
established
days
off
in
the
workweek are worked, the first such established day off worked will be paid at 6th day premiums and the second
such
established
day
off worked will be paid at 7
th
day premiums for those employees who have worked 5 (five)
consecutive days in that workweek. This practice will reset the workweek to the established regular workweek. It
is
understood
that
regardless
of
the
established
workweek,
any
individual
who
works
six
(6)
or
seven
(7)
consecutive days will be paid 6
th
and 7
th
day premiums on those days worked that are established days off.
For greater clarity, a 6
th
day premium shall be paid for the employee’s sixth day of work within a workweek.
A 7
th
day premium shall be paid for the employee’s seventh day of work within a workweek.
In
the
event
that
any
daily
employee
who is not on a regularly-scheduled workweek works six (6) days, starting
with the first day worked, within a seven (7) consecutive day period, they shall be paid time and one-half for the
sixth day worked.
The
Company
shall
not
lay
off
and
rehire
the
same
Employee
within
the
same
workweek
for
the
purpose
of
avoiding premium pay.
No Employee shall be entitled to bump another Employee in order to receive premium pay.
7.3
Regular Workday Hours
The regular workday will consist of eight (8) hours, and there will not be split shifts.
7.4
Minimum Call
Minimum Call is not less than eight (8) hours per day except as amended herein.
An employee may be called to
work for a minimum of not less than 4 hours pay at the employee’s straight-time contracted hourly rate, or in the
case
of
daily
or
weekly-rate
employees,
for
not
less
than
one-half
(1/2)
their
prorated
salary
for
one-half
day
exclusively for production meetings, rehearsals and location scouting. Sixth (6
th
) and Seventh (7
th)
) day premiums
may apply.
7.5
Shifted Workweek
Shifted Workweek:
Production will be allowed to shift the workweek with seven (7) days’ notice to the Employee
and The Union with the appropriate days off as per the Collective Agreement. Shifting the workweek back will be
allowed
with
seven
(7)
days’
notice
to
the
Employee
and
Union
provided
that,
once
the shift in workweek has
been executed, any additional requests for shift in the workweek would not be allowed earlier than five (5) weeks
from the date that the workweek had shifted.
-
To shift the Workweek forward, add one or two additional days off to the preceding Workweek and begin
the shifted Workweek on the following day.
-
To shift the Workweek back by one day, change the seventh day of the preceding Workweek to the first
day
of
the
shifted
Workweek,
provided
that
the
sixth
day
of
the
preceding
Workweek
is
a
day
off
[minimum of thirty-four (34) hour rest period].
-
To shift the Workweek back by two days, make the preceding Workweek a prorated four-day Workweek,
giving the fifth day off [minimum of thirty-four (34) hour rest period] and making the sixth day the first
day of the shifted Workweek.
Any Employees who work six or seven days in a Workweek shall be paid 6
th
or 7
th
day rates.
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Netflix/212 2024-2027 Collective Agreement
7.6
Hiatus
In the event of a hiatus (a break in production) of fourteen (14) consecutive days or less, (or such greater period as
may
be
agreed
between
the
Company
and
the
Union),
the
Company
and
the
Employees
shall
retain
an
employment
relationship
such
that
the
Company
will
retain
recall
rights. For
clarity,
this
does
not
constitute
a
guarantee
of
employment.
All
basic
Employee
and
Company
rights
and
obligations
will
apply
pursuant
to
the
Alberta Employment Standards Code.
(a)
Any hiatus, called after principal photography has begun, will require 10 calendar days written notice to
the Union.
(b)
Any
hiatus
over
fourteen
(14)
consecutive
days,
the
employer,
upon
request,
will
issue
a
record
of
Employment (ROE) to each requesting employee, triggering a discussion on recall after the hiatus.
ARTICLE EIGHT - OVERTIME
Days 1 - 5
Day 6
Day 7
First 8 hours
1 (x) rate
1.5 (x) rate
2 (x) rate
Next 4 hours
1.5 (x) rate
2 (x) rate
3 (x) rate
Next 2 hours
2 (x) rate
3 (x) rate
3 (x) rate
Next 2 hours
3 (x) rate
* 3 (x) rate
* 3 (x) rate
Thereafter
* 3 (x) rate
** 3 (x) rate
** 3 (x) rate
* These periods trigger a 2 hour extension to turnaround when:
1) there is a 2nd consecutive
triggering day worked and 2) there is any subsequent triggering day worked in the ensuing 30 day
calendar period measured from the first of two consecutive triggering days worked.
** These periods trigger a 4 hour extension to turnaround when:
1) there is a 2nd consecutive
triggering day worked and 2) there is any subsequent triggering day worked in the ensuing 30 day
calendar period measured from the first of two consecutive triggering days worked.
Calculations
are
based
on
the
Employee’s
negotiated
hourly
rate.
The
maximum
compounding
effect
of
the
application of work premiums set out in this Agreement shall not exceed three times (3x) the Employee’s Straight
Time Contracted Hourly Rate.
ARTICLE NINE - TURNAROUND (DAILY/WEEKLY REST PERIODS)
(a)
There will be a minimum rest period of ten (10) hours between the end of one shift and the beginning of
the next call.
(b)
The minimum amount of rest on a five (5) day workweek shall be fifty-four (54) hours.
(c)
The weekend rest period may be reduced to fifty-two (52) hours, inclusive of the daily rest period, in
the following circumstances:
(1)
the fifth day of the workweek is no longer than twelve (12) hours worked; and either
(2)
(i) exterior night shooting, as called for in the script, is scheduled for the fifth day of the
workweek;
(ii) work on the fifth day of the workweek takes place at a shooting location, access to which is
limited to certain hours; or
(iii) work on the fifth day of the workweek is delayed due to health and safety concerns as a
result of weather or a natural hazard that occurs during the course of the Employee’s work shift.
12
Netflix/212 2024-2027 Collective Agreement
(3)
Company may utilize the foregoing exceptions:
(i) once on a motion picture 66 minutes or more but less than 85 minutes in length;
(ii) no more than once every six (6) weeks on episodic series and mini-series;
(iii) twice on a motion picture 85 minutes or more in length.
(d)
The minimum amount of rest on a six (6) day workweek will be thirty-four (34) consecutive hours.
(e)
The minimum amount of rest on a three (3) day break will be seventy four (74) consecutive hours.
(f)
Encroachment
of
an
Employee’s
rest
period
shall be paid at three (3) times the Employee’s negotiated
hourly rate. In no circumstance shall the penalty exceed three (3) times the Employee’s negotiated hourly
rate.
All rest periods will be free from Company work. To clarify, the penalty for the encroachment of any
rest period applies to the invaded hours only.
(g)
In the interests of safety, the Company will be prepared to supply alternative means of transportation or
provide a rest area or hotel room to Employees who believe they are too tired to drive safely.
Employees
who
believe
that
they
are
too
tired
to
drive
safely
should
notify
an
authorized
representative
of
the
Company
before
leaving
the
set.
See
Schedule
F
–
Guidelines
Regarding
Extended
Workdays
for
additional information.
ARTICLE TEN - MEALS/BREAKS/FRENCH HOURS
10.1
Meal/Rest Period
All on-set Employees are to receive a first unpaid meal/rest period of thirty (30) minutes commencing NOT earlier
than the beginning of the second hour of work, and not later than the end of the sixth (6
th
) hour of work, from the
beginning of an individual’s start time, as given by the Company to each Employee. Subsequent meal/rest periods
will commence not earlier than the beginning of the fourth hour of work, and not later than the end of the sixth
hour
of
work,
after
the
end
of
a
prior
meal/rest
period.
Thirty
(30)
minutes
maximum
will
be
deducted
from
Employees’ time sheets for each meal/rest period received.
a)
The
meal/rest
period
will
commence
when
the
LAST
IATSE
Local
212
Member/Permit has been served.
The meal period will end 30 minutes later. Travel back to the set to continue the day’s work will commence
after the 30-minute meal/rest period has finished.
b)
Adequate time will be allowed for persons to get to a place of eating. Should the time, from calling lunch
on set, to arriving at the lunch line, exceed twelve (12) minutes, meal penalty may apply.
c)
Any
employee
who
is
asked
back
to
work
before thirty (30) minutes from the last Employee served has
expired
will
receive
a
thirty
(30) minute paid through lunch. To clarify, a thirty (30) minute paid-through
lunch
stops
incurring
any
further
applicable
meal
penalties
related
to
the
6-hour
work
period
that
precedes the commencement of the paid through lunch. To implement a paid through lunch it is assumed
that
the
period
for
lunch
will
be:
less
than
thirty
(30)
minutes,
the
member
must
be
free
from
responsibilities
of
work
and be allowed to sit while they have the meal. If these conditions are not met,
then
it
will
be
assumed
that
no
lunch
was
served,
and
all
meal
penalties
apply.
Implementing
a
paid
through lunch does not trigger a deduction for lunch from daily per diem. Lunch meetings cannot be made
mandatory and attendance at lunch meetings can be refused by an employee.
d)
Employees
may
have
individual
30-minute
lunch
breaks
as
required
for
production
efficiency
with
consultation of the department head
.
e)
The
Company
confirms
its
intention
to
break
Employees
for
meals.
Meal
breaks
may
occur at different
times
for
different
Employees
or
departments
and meal penalties apply only to Employees who are not
provided
a
timely
meal
break
by
being
freed
from the responsibility of work and/or allowed to sit for a
13
Netflix/212 2024-2027 Collective Agreement
meal. If cameras continue rolling, any Employee on the shooting crew who does not receive a timely meal
break
will
be
paid
the
applicable
meal
penalties.
The
parties agree to engage in good faith discussions
should any issues arise with respect to meals.
10.2
Meal Penalty
When the Employee is not able to commence a meal/rest period by the end of the sixth hour of work as specified
in Section 10.1 above, the Employee will be paid a penalty in addition to their hourly rate, until such time as the
meal period is forthcoming.
This penalty will be $3.00 for each 1/10
th
(.1) hour increment.
In no case shall any work period exceed nine (9) hours without a meal break. French Hours shall not be construed
to violate this provision.
10.3
Nine-hour Penalty
If
at
any
time,
starting
from
general
crew
call,
a
work
period
extends
past
nine
(9)
hours
without
a
meal/rest
period for a crew member the Company will pay the Employee triple the penalty, plus wages from the end of the
employee’s sixth (6) hour of work (retroactively), until such time as the meal/rest period is forthcoming.
10.4
Hot Breakfast
The
Company
may
also
provide to all on-set crew, at no cost to the Employees, an unpaid hot Breakfast at least
one half-hour before general crew call.
10.5
Extension/Grace Period
The Company’s intent to invoke a grace period must be declared to the Shop Steward prior to its commencement.
Each six-hour work period may be extended without penalty for the following:
●
twelve (12) minutes to complete a shot in progress
●
one-half (1/2) hour without penalty when used for wrapping up
●
If
work
exceeds
such
extension, then meal penalty shall be calculated and paid retroactively from
the
end of such six (6) hour period.
Extensions are not automatic and are not to be scheduled or
abused.
10.6
French Hours
The
Company
may,
with
at
least
ten
(10)
hours’
notice,
to
the
Union
institute
French
Hours.
French
Hours are
defined as follows:
(a)
A maximum eleven (11) hour period of elapsed time commencing with the general crew call and ending
after
camera
wrap,
which
includes
one
(1)
hour
of
paid
meal
period
before
work
begins,
or
includes
one-half
(½)
hour
paid
meal
period before the shift begins and two (2) fifteen (15) minute paid breaks
during the rest of such eleven (11) hour period.
(b)
Should
work
continue
past
the
eleventh
(11th)
hour,
such
work
shall
be
paid
for
by
the
additional
payment of the applicable rates of overtime pay.
(c)
Any
Employer
that
institutes
French
Hours
will
provide a continuing hot buffet on set, accessible to all
Employees.
(d)
Meal penalties shall apply if work continues past eleven (11) hours of elapsed time commencing with the
general
crew
call,
in
which
case
meal
penalties shall be paid commencing at the end of the sixth (6th)
hour from the beginning of the general crew call.
(e)
All
Employees
not
on
scheduled
French
Hours
shall
be
accorded
the
meal
standards
per
10.8
of
the
Agreement.
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Netflix/212 2024-2027 Collective Agreement
The parties agree to have good faith discussions to resolve any issues that may arise from the implementation of
French Hours.
10.7
Washroom Facilities
Clean
washrooms
with
hand-washing
facilities,
including
hot
water,
where practicable, must be provided within
sixty metres of every work unit (i.e., main unit shooting crew, all additional shooting units, all prep units, all wrap
units, etc.). Washroom and toilet facilities shall be provided by the Company at all sites and locations and shall be
maintained on a standard at least equal to the standards required by the Alberta
Occupational Health and Safety
Act
. The Union and The Company agree to discuss and address, in good faith, any specific issues that arise under
this provision
.
10.8
Proper Meals
It is understood and agreed that “snacks” (i.e., soft drinks, hot dogs, pizza, etc.) or “box lunches” do not constitute
a proper meal. Proper meals will be hot, with a reasonable selection. All taxes for meals are the responsibility of
the Production Company.
(a)
The Company will provide appropriate shelter for serving all catered meal/rest periods.
The shelter will
be
sufficiently
heated
in
colder
weather.
The
shelter
will
have
hand
washing
stations,
with
soap
and
where practicable, hot water, at the entrance or reasonably nearby.
(b)
The Company will use its best efforts to provide reusable dishes, containers, and cutlery.
(c)
ARTICLE 10.8
also applies to all crew on a paid through lunch.
10.9
Craft Service
All Employees including non-shooting crew will be provided with hot beverages, cold water, juice, pop and other
non-intoxicating
beverages
along
with
healthy
snack
food
and
other
food provisions, as decided in consultation
between
the
Production Manager and the Head of CS and the Department Heads. The Company will supply this
food and drink at no cost to the Employees.
10.10
Off-Set Crew
It is agreed that the Company will provide all off-set crew (whether in a studio, a shop, the production office, or on
location)
with
a
one-half (1/2) hour paid through lunch/rest period, when no meal is provided. However, should
the Shooting Crew be working at the same site as a Off-Set Crew, the Off-Set Crew will be provided with the same
meal/rest period as the Shooting Crew.
It is agreed that in conjunction with the above meal/rest periods, the off-set Crew will receive one (1) twenty (20)
minute coffee break during each six (6) hour work period.
Employees will be responsible for scheduling their own
meal
and
coffee
breaks
in
consultation
between
the
Coordinator,
supervisor
and
crew.
Craft
service
will
be
provided as per ARTICLE 10.9.
ARTICLE ELEVEN - WAGES AND DEDUCTIONS
The Company agrees to pay ALL Employees rates of pay not less than those rates as set out in Schedule (A2). All
penalties and premiums will apply to all crew working daily/weekly fees unless otherwise agreed to on individual
Deal
Memos
provided
that
the specific penalties and premiums in question, combined with the rate, do not fall
below the minimum standards of pay articulated in the Collective Agreement.
At no time can the Company offer
or
accept
terms and conditions lesser than what is provided for in the Collective Agreement. Meal penalties will
not apply to off-set crew who schedule their own meal breaks.
15
Netflix/212 2024-2027 Collective Agreement
11.1
Calculation – 1/10
th
of an Hour
Time
will
be
calculated
on
the
basis
of
1/10th
of an hour, so that Employees will be paid for 1/10th of an hour
period(s) when any 1/10th of an hour period is worked.
11.2
Paid Sick Leave
(a) An Employee covered by this Agreement who has worked for a Company within the province of Alberta under
this Agreement for at least thirty (30) days on or after January 1, 2024 within a one (1) year period (such year to be
measured,
as
designated
by the Company, as either a calendar year or starting from the Employee’s anniversary
date) shall accrue paid sick leave under one of the following options:
(i) The Company may elect to allow eligible Employees to accrue one (1) hour of paid sick leave for every
thirty (30) hours worked in the province of Alberta for the Company, up to a maximum of forty-eight
(48) hours or six (6) days. Sick leave accrued on an hourly basis may be carried over to the following
year of
employment, but in no event shall an Employee have more than forty-eight (48) hours or six (6)
days of
paid sick leave available for use during each year of employment at any time. The Company may
limit the use of sick leave accrued on an hourly basis to no more than twenty-four (24) hours or three (3)
days during each year of employment. A “year of employment” shall be defined by the Company in
advance as either a calendar year or starting from the Employee’s anniversary date.
(ii) The Company may elect to provide an eligible Employee with a bank of twenty-four (24) hours or
three (3) days of sick leave per year, such year to be measured, as designated by the Company, as either
a
calendar year or starting from the Employee’s anniversary date.
Such banked sick leave days may not
be carried over to the following year.
The Company shall provide the Employee with advance notice of the option it has elected.
11.3
Pay Day
Payment for all work performed in a workweek will be paid by direct deposit. Payments will be processed on the
fourth (4th) work day of the following week and deposited in the Employee’s account on or before 11:59 p.m. on
the
fifth
work
day.
Paystub
information
shall
be
made
available
to
Employees
by
4:00
p.m.
on
the
fourth
day
following
the
workweek
via
either
secure
electronic
means
or
regular
mail.
Such
information
will
provide
the
earnings and deductions in detail and a copy shall also be provided to the Union.
11.4
3% Late Penalty
In the event of a late payment by the Company, a penalty of three (3%) percent of gross wages for that week will
be paid to an Employee for each week that the payment of wages is deemed to be late. The calculations will begin
at
the
end
of
the designated payday and continue until the outstanding wages, including penalty, are paid.
The
penalty
can
be
added
to
the
next
paycheque
for
wages
or
paid
by
separate
cheque.
In
the
event
of
a
late
payment,
the
Company
will
immediately
notify
the
Union
and
crew
and
begin
immediate
discussions
with
the
Union.
In addition, employees must make sure their timecards are submitted in a timely manner. If the employee
has not received their paycheque on a regular pay day, the employee must notify The Company/Employer of such
a
missing
paycheque
immediately,
but
no
later
than
2
business
days
after the paycheque was due.
Should the
employee
not
submit
a
timecard
and/or
report
a
missing
paycheque,
in
a
timely
manner,
then
in
such
a
circumstance, late penalties shall NOT apply.
11.5
Non-payment of Wages and Other Monies
The non-payment of wages and other monies, when due to an Employee or to the Union, will constitute a breach
of
this
Agreement
by
the
Company.
In
the
event
of
non-payment,
the
Union
and
its
Members
are
under
no
obligation
to
provide
services
or
to
avert
a
work
stoppage.
The
Union
agrees
that
this
does
not
extend
to
a
16
Netflix/212 2024-2027 Collective Agreement
situation where there exists a bona fide dispute as to whether wages or other monies are actually due. When such
a dispute exists, the appropriate avenue to seek redress will be through the grievance procedure under Article 22.
11.6
Payroll Information
The
Company
will
cooperate
by
providing
the
Union
with
relevant
payroll
information
if
questions
arise
as
to
accurate payment of wages. The Company will not alter Employees’ time sheets without a prior explanation to the
employee.
The Company will provide the Union with all of the following information:
(a)
a list of Employees, showing names and job function classifications and rates of pay;
(b)
hires, discharges, suspensions, resignations, etc.
(c)
copies of all deal memos within five (5) days of obtaining the employee’s signature.
ARTICLE TWELVE - FRINGE RATES
In addition to the remuneration of wages, the Company will pay:
Fringe Rates
March 4, 2024
March 1, 2025
March 1, 2026
Administration / Training
Fee
2%
1.5%
1%
Pension RSP
6%
6.5%
7%
Health and Welfare
6%
6%
6%
Vacation Pay
4%
4%
4%
TOTAL
18%
18%
18%
Holiday Pay
2.75%
2.75%
3%
Fringes are calculated on Gross Wages, which includes Vacation and Holiday Pay [see
ARTICLE FOURTEEN
].
Definitions:
●
Permittee
is
an individual who has been approved by Local 212 for employment and is working towards
full membership in The Local.
●
Work
Permit
Employee
is an out of jurisdiction person who has been granted permission by IATSE Local
212 (including a guaranteed work permit) to work on a specific production at the request of the Company.
●
Gross Wages
include straight time, overtime, premiums, penalties, and vacation pay.
●
Fringes
include administration fee, pension, and health & welfare.
17
Netflix/212 2024-2027 Collective Agreement
12.1
Administration and Training Fee
This is paid weekly to the Union on behalf of all IATSE Local 212 Members, Work Permits and Permittees with full
remittance breakdown.
This fee is subject to GST.
12.2
RRSP Contributions
These
are
paid
to
the
Union
on
behalf
of
all
IATSE
members
working
under this agreement. It is agreed by the
Union
that
RRSP
contributions
made
by
the Company shall be paid into accounts administered by the Canadian
Entertainment
Industry
Retirement
Plan
(CEIRP)
#62724
for IATSE members, and that such contribution shall be
made payable from the first day of employment at such rates as are herein agreed.
For
all
other
Employees,
the
Company
shall make a contribution identical to the RRSP calculation, which will be
added to the Employee’s weekly remuneration. “Other Employees” would include IATSE Local 212 Permittees and
out-of-jurisdiction Work Permit Employees who do not belong to an IATSE Local.
12.3
Health and Welfare Benefits
These are paid to the Union on behalf of all Employees.
For Members of other IATSE Locals, the Union will forward
their H & W contributions to their home Local as per their Deal Memo.
12.4
Holiday Pay
Is
calculated
as a percentage of Total Gross Earnings on straight time, overtime, premiums, and penalties, and is
paid to all employees with their weekly remuneration.
12.5
WCB/CPP/EI
The
Company
will
make
all Company Contributions under the Workers’ Compensation Act (AB), Canada Pension
Plan
Act
(Canada),
Employment
Insurance
Act
(Canada),
and
any
mandatory
plan
or
legislation
that
may
be
applicable.
12.6
Employee Working Dues
Two percent (2%) of all Local 212 Members’ and Work Permit Employees’ gross wages, as well as four percent (4%)
of Permittees’ (non-member) gross wages, will be deducted weekly and then paid to the Union. The Company will
ensure authorization of this deduction by securing Employee signatures on the Deal Memo form contained herein.
ARTICLE THIRTEEN - PERFORMANCE BOND
The Company shall provide a corporate guarantee or performance bond to guarantee payments and remittances
due and payable to Employees and the Union under this Agreement.
ARTICLE FOURTEEN - HOLIDAY PAY/VACATION PAY
14.1
Recognized Holidays and Holiday Pay
The
following
days
will
be
recognized
as
General
Holidays
and
must
be
observed
as
such:
New Year’s Day,
Family Day,
Good Friday,
Victoria Day,
Canada Day,
Civic Holiday,
Labour Day,
National
Day
for
Truth
&
Reconciliation, Thanksgiving Day, Remembrance Day, Christmas Day, and Boxing Day.
When a Holiday, other than New Year’s Day, Good Friday, National Day for Truth and Reconciliation, Remembrance
Day, Christmas Day and Boxing Day falls on the second, third, or fourth work day of the workweek, the Company
may designate the first or fifth work day of the workweek as the day the Holiday is to be observed, and the actual
18
Netflix/212 2024-2027 Collective Agreement
day of the Holiday shall be worked and paid for at straight time. The Company shall file notice of the designated
Holiday schedule with the Union as soon as practicable but no later than seven calendar days prior to the Holiday.
The rate of pay for work performed on a Holiday during the workweek shall be the same as the rate of pay for the
sixth day worked in the workweek (i.e., 1.5x rate for the first 8 hours, 2x rate for the next four hours and 3x rate,
thereafter.) The rate of pay for work performed on a Holiday on a sixth day shall be the same as the rate of pay for
the seventh day worked in the workweek (i.e., 2x rate for the first 8 hours, 3x rate thereafter). The rate of pay for
work performed on a Holiday on a seventh day shall be 3x for all hours.
Work performed on a General Holiday will be capped at three times (3x) the Employee’s negotiated hourly rate.
Payment for an unworked Holiday shall be compensated pursuant to
ARTICLE TWELVE
of this Agreement, whereby
a
Holiday
Pay
Fringe
payable
to
all Employees is the means by which unworked Holidays are paid. An Employee
engaged
on
a
weekly
guarantee
will
have
their
weekly
rate
or
guarantee
reduced
by
one-fifth
(1/5)
for
each
unworked holiday that falls within the Employee’s guaranteed workweek.
The Holiday Pay Fringe shall apply against a guaranteed period of employment whether worked or not.
14.2
Vacation Pay
Is calculated on straight time, overtime, premiums, and penalties, and is to be paid at a rate of four percent (4%)
to all Employees with their weekly remuneration.
ARTICLE FIFTEEN - PREMIUMS & PARKING
15.1
Payment for Personal Vehicle Use
Employees
who
agree to use a private vehicle for production work, as requested by the Company, will be paid a
minimum of sixty-one ($0.61) cents per kilometre or, alternatively, at the company’s election, thirty dollars ($30)
per
day
plus
fuel
costs
with
receipts.
It
is
understood
that
the
use
of
personal
vehicles,
as
requested
by
the
Company,
on
all
nighttime,
weekend
and
off-camera
hour
shifts,
will
be
paid
for
unless
specified
otherwise
in
writing by the Company.
15.2
Premium for One-ton Production Vehicle
Qualified
Employees,
when
requested by the Company to drive a one (1) ton production vehicle, shall be paid a
minimum premium of thirty-five dollars ($35.00) per day for each day they drive said vehicle.
15.3
Parking
Whenever
the
Company
does
not provide transportation, the Employees shall be provided secure or supervised
parking
within a reasonable distance from the work site and at no cost to the Employees. If such parking area is
not
provided,
the
Company
will
reimburse
each
Employee
for
parking
fees
and
the
call
sheet
will
provide
directions to available parking lots in the area. Parking reimbursements will be claimed on Employees’ time sheets
as a non-taxable expense, with parking receipts attached if applicable.
The
Company
is
not
required
to
pay
for
personal
vehicle
parking
costs
if
instead they provide crew/equipment
shuttles from a free parking area to the work site and back at the end of the day. However, all transportation time
on the shuttles will be considered as part of the Employee’s workday whether inside or outside of the Zone.
15.4
Distant Location and Mileage
Anytime a crew member reports to a distant location and production does not offer a shuttle, that employee will
be paid mileage as outlined in ARTICLE 15.1 calculated from the edge of the zone to the location. The Company is
not
required
to
pay
for
personal
vehicle
mileage
if
instead
they
provide
crew/equipment
shuttles
from
a
free
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Netflix/212 2024-2027 Collective Agreement
parking area to the work site and back to the parking area at the end of the day. This ARTICLE will apply if the crew
member is traveling from one location to another within the
Calgary Zone
and no shuttle is provided.
ARTICLE SIXTEEN - TRAVEL/ ACCOMMODATION / PER DIEM
16.1
Travel
(a)
The Calgary Zone and beyond
i)
To establish travel time beyond the
Calgary Zone
, using Google Maps:
●
Drop a pin onto the location.
●
Drop the next pin onto the nearest exit from Stoney Trail (HWY 201).
●
Select the “directions” button for exact travel time.
●
If
travel
time
is
eighteen
(18)
minutes
or
less
the
location
is
“in-Zone”
and
no
paid
travel
is
required.
●
If
travel
time
is
greater
than
eighteen
(18)
minutes,
subtract
eighteen
(18)
minutes
of
unpaid
travel time to determine the paid travel time to location.
ii)
Outside of the
Calgary Zone
the reporting location is crew parking, not the shooting location.
iii)
Paid travel time will include any necessary additional time calculated by traveling on private roads.
iv)
Travel on a private road will be calculated at 20 km/hr, unless an increase is agreed to by the Union. A
private road is a road not maintained by any order of government or agency representing any order of
government.
v)
The Union will allow a travel time exclusion of 300 metres on a private road to access parking.
vi)
If
there
is
a
significant
discrepancy
between
the
Google
Maps
calculation
and
the
physical
measurement of the exact distance/speed limit = time traveled, the physical measurement calculation
will prevail.
●
The
Calgary Zone
is illustrated in
Schedule (G)
.
(b)
The
workday
will
be
defined
as
the
accumulative
of
time
worked
[minimum
of
eight
(8)
hours],
plus
actual travel time incurred in commuting to and from locations beyond the
Calgary Zone
. As travel time
is considered part of the workday, it will be subject to all provisions for remuneration as well as overtime,
and
turnaround
penalties as described herein. Such travel time will not be subject to meal penalties at
the
beginning
of
the
day
if
breakfast
is
served by The Company, or at the end of the day if 2
nd
meal is
served by The Company unless meal penalties have commenced before travel starts, in which case meal
penalties continue to accrue until the end of the day.
Adverse road and weather conditions will be taken
into account when calculating travel time. Employees will not be expected to drive personal vehicles on
rough terrain; shuttles will be provided.
(c)
When
Employees
are
required
to
work
at
a location beyond the
Calgary Zone
, the Company agrees to
originate and terminate the call at the
Calgary Zone
limit. If any location requires Employees to travel in
and out of the
Calgary Zone
in order to reach their destination, an Employee’s workday will begin at the
moment they first leave the Zone. Each Employee will have only one departure point at the start of the
workday and one destination point at the end of the workday.
(d)
Travel
Days:
Travel
days
will
be
a
minimum
four-hour
call
at
straight
time
unless
travel
exceeds
four
hours, in which case the minimum call will be eight hours at straight time or actual time spent traveling if
more
than
eight
hours.
The
second
consecutive
day
of
travel
will
be
at
double
time
using
the
same
four-hour
or
eight-hour
minimum call criteria.
Per diems will be thirty dollars ($30) on a four-hour call
and full per diem on an eight-hour call.
Travel day pay on Statutory Holidays will be at two and one-half
(2 ½) times the Employee’s rate.
Individual requests that transportation be provided by the Company will
not
be
unreasonably
refused.
Travel
only
days
will
not
be considered workdays.
(Note: this provision
sets forth minimum travel allowance payments – not minimum call times.)
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Netflix/212 2024-2027 Collective Agreement
(e)
When
providing
commercial
transportation,
Economy
Class
air
travel
shall
be considered adequate for
the
purpose
of
this
Agreement
except
that
Business Class air travel will be provided to any Employees
traveling to or from destinations outside of North America.
(f)
All transportation provided by the Employer shall be clean and comfortable.
(g)
When
Employees
are
required
to
move
from
one
place
of
work
to another, the Company will provide
legal
passenger
transport
and
the
time
spent
will
be
considered
as
time
worked.
The Company is not
required to pay for personal vehicle mileage if instead they provide crew/equipment shuttles from a free
parking area to the work site and back to the parking area at the end of the day. This ARTICLE will apply if
the
crew
member
is
traveling
from
one
location
to
another
within
the
Calgary
Zone
and no shuttle is
provided.
Employees are not permitted to ride in the back of open or closed trucks nor ride in the freight
areas of other vehicles.
(h)
The Employer will provide accidental death and dismemberment insurance in the sum of $200,000 to an
Employee
when
required
by
the
Employer
to travel by means of transportation furnished by Employer
other
than
by
air
during
Employee's assignment, $250,000 when the Employee is required to travel by
plane at the request of Employer, or $350,000 when the Employee is required to travel by helicopter at
the request of Employer.
(i)
Employees, refusing in good faith to travel by air, will not be discriminated against with respect to future
work opportunities or assignments with the Company that do not require travel by air.
(j)
The Company will provide the Union proof of appropriate insurance whenever employees are required to
travel by air.
(k)
Travel time will be considered work time. When work occurs on the same day as travel, the travel time
will be used to complete the day’s guarantee.
(l)
For Distant Locations, the Employer may designate, after consulting with the Union, an additional Studio
Zone(s) for an area within a circle having a radius of up to twenty-five (25) kilometres but not to exceed
an
average driving time of thirty (30) minutes, centred around an agreed upon central point.
In such a
case, payment for travel time will be negotiated.
16.2
Accommodation
(a)
Overnight
accommodation
will
be
provided
pursuant
to
Schedule
F
whenever
travel
time
to/from the
Calgary
Zone
to
a
Distant
Location
presents
excessive
or
unsafe
driving
conditions.
The
Union
may
request
a
meeting
with
the
Company
to
discuss
the
specific
criteria
under
which
overnight
accommodations will be required.
(b)
Courtesy Rooms: See Schedule F.
(c)
Distant Locations Defined:
Distant locations are locations on which the employee is required to remain
away
and
be
lodged
overnight.
Employees
required
to
remain
overnight
on
a
Distant
Location
will be
provided with individual, clean, comfortable accommodations by the Company. In cases where there is a
lack
of
proper
accommodations
the
Company
will
give
good
faith
consideration
to
transporting
individuals to nearby locations that do have proper accommodations, within a thirty (30) minute drive.
16.3
Per Diem
a)
On
Distant
Locations
within
any
of
the Canadian Provinces or Territories, the Employee shall be paid a
per diem allowance not less than seventy-five dollars ($75.00) per day; all mountain resort areas eighty
dollars ($80.00) per day; and U.S.A. locations eighty dollars ($80.00 U.S. funds) per day. Per diem must be
paid in full, and received no later than the paycheque for the days that the per diem has been allocated.
However,
lunch,
if
provided
at
the
expense
of
the
Company,
may
be
deducted
from
the
per diem
allowance in the following manner: Lunch – twenty dollars ($20.00). There are no partial per diems and
lunch is the only meal that is deductible.
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Netflix/212 2024-2027 Collective Agreement
b)
An Employee on distant location shall receive double the daily per diem on an unworked sixth day in lieu
of any other payment, double the daily per diem on an unworked seventh day in lieu of any other
payment and double the daily per diem on an unworked Statutory Holiday in lieu of any other payment.
For all additional days not worked while on distant location, the Employee will receive eight (8) hours
of
straight time pay plus a single day of per diem. (With respect to the per diem, fringe payments shall not
apply.) This provision would apply to crew members on a distant location regardless of a daily or weekly
deal memo.
ARTICLE SEVENTEEN - INDIVIDUAL AGREEMENTS
(a)
Nothing
in
this Agreement will prevent an individual, hired by the Company, from negotiating with and
obtaining from the Company, alternate terms of employment than those found herein.
(b)
Nothing
in
this
Agreement
will
prevent
the
Company
from
giving
an
individual,
with
or
without
consultation with the Union, alternate terms than herein provided.
(c)
Individuals
subject
to
this
Agreement
will
not
be
asked to agree to conditions that are less than those
provided herein.
The Company will provide the Union with a copy of any and all documents that are to
be
signed
by
Local
212
Members
or
Permittees
whether
they
address
wages,
working
conditions,
or
issues
of
liability.
Employees covered by this Agreement will not be required to assume exaggerated or
unrealistic
types
of
liability.
The
Company
will
keep
all
personal
Employee
information
secure
in
accordance with P.I.P.A. (Personal Information Protection Act).
(d)
The Company will provide each individual as well as IATSE Local 212 with a copy of their fully signed Deal
Memo within a week of the employee’s signature.
(e)
Granting
individuals
better
terms
and/or
conditions,
other
than those provided in this Agreement, will
NOT
affect
the
terms
and
conditions
of
this
Agreement,
nor
will
the
granting
be
considered
in
any
manner as precedent for granting to other individuals or jobs, better terms and/or conditions other than
those detailed herein provided.
(f)
On or before their first day of employment, Employees will supply to the Company reasonable residency
information
sufficient
to
ensure
that
the
Company
receives
all
federal
and
provincial
production
tax
credits.
Such
information
shall
be
kept
confidential
and
held
in
compliance
with
all
applicable privacy
legislation except to the extent necessary to obtain the production tax credits.
(g)
Should
the
Company
inform
an
Employee
and
the
Union
that
the
Employee
has
failed
to
furnish
appropriate
residency
information,
the
Employee
shall
have
five
(5)
business
days
within
which
to
provide
the
required
information
to
the
Company.
Should
the
Employee
fail
to do so within that time
period,
the
Company
may
terminate
the
Employee
for
just
and
reasonable
cause.
Further,
should the
Company
notify
the
Union
of
such
failure,
the
Union
shall
not
dispatch
that
Employee
for
any
employment
under
this
Agreement
until
the
Employee
has
supplied
the
required
residency
documentation to the Employer and the Union.
ARTICLE EIGHTEEN - LAYOFF
(a)
Layoff
is
defined
as
a
temporary
or
permanent
severance
of
employment
due
to
hiatus,
shortage
of
work,
or
the
scheduled
end
of
employment.
The
Company
agrees
that
in
the
event
of
a
layoff
of
an
Employee hired on a weekly basis, the Company will give such an Employee one week’s written notice or
one week’s pay in lieu thereof, except in the case of dismissal for just cause.
The Union agrees to require
one week’s written notice when an Employee wishes to leave the employ of the Company.
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Netflix/212 2024-2027 Collective Agreement
(b)
Daily Employees may be laid off due to the lack of work or may leave the employ of the Company upon
giving notice at the end of any working day.
(c)
An
Employee NOT personally notified of the lay-off at the end of the shift, who reports for work at the
next regular shift, will be considered as having been called for a minimum call of not less than eight (8)
hours. The Union and The Company agree that written notification of layoff, made through a department
head or on a call sheet or by verifiable personal email, will also be deemed as adequate personal layoff
notification.
ARTICLE NINETEEN - COMPANY RIGHTS, DISMISSAL
(a)
The Company shall have the right to make, and the Union shall cause its Members to conform to, rules
and
regulations
as
the
Company
deems
necessary
for
the
conduct and management of its operations,
provided
that
such
rules
and
regulations do not conflict with the terms of this Agreement, any laws of
Canada,
a
Province
and/or
Territory
thereof,
any
municipal
or
similar
authority,
or
a
country
or
other
political subdivision thereof, in which work is to be performed hereunder.
(b)
The
Company
shall
have
the
right
to
dismiss
any
Employee
hired
under
this
agreement
for which the
Company
can
show
just
cause.
In
every
case
of
dismissal for just cause the Company will immediately
give to the Union and the Employee, in writing, the detail of reasons and circumstances of the dismissal.
(c)
No Employee shall be discharged (as distinguished from laid off or replacement) by the Company without
just
and
reasonable
cause.
If
the
Union
believes
the
action
to
be
unjustified,
the
Union
may
file
a
grievance.
Refusal to comply with an order, directive, or assignment that is unlawful, unsafe, or which is
known by the Employee to be in violation of a location permit, shall not result in discipline or discharge.
Just and reasonable cause shall mean:
i)
breach
of
any
reasonable
regulation
made
by
the
Company
governing
the
duties
and functions
that
are
necessary
for
the
conduct and management of the business of the Company, insofar as
the
regulation
does
not
conflict
with
the
terms
of
this
Agreement,
and
provided
written
regulations are made available to each Employee prior to employment.
ii)
unsatisfactory performance of an employee’s duties.
iii)
dishonesty,
insubordination,
or
failure
to
comply
with
reasonable
instructions
issued
by
the
Company;
iv)
Crew
members
working
under
the
IATSE
212
Collective
Agreement
agree
that
being
under
the
influence
of
an impairing or intoxicating substance that inhibits the ability to work safely, and/or
effectively, is prohibited while working under this agreement. In instances where a crew member
is suspected of being under the influence, The Company may remove the crew member from the
work-site
and
transport
them
to
a
safe
place
to
ensure
safety
of
the
crew
member
and
fellow
co-workers, as well as to determine whether there is a violation of this prohibition. The Union will
be
notified
immediately
by
The
Company
should
any
member
be
suspected of being under the
influence of an impairing or intoxicating substance.
(d)
The
parties
agree
that
the
principles
of
progressive
discipline,
as
recognized
by
the
Alberta
Labour
Relations
Board,
will
be
applied
in
appropriate
circumstances.
The
Company agrees to have the Shop
Steward
and/or
designated
Union
Representative
witness
all
disciplinary
meetings
and
to
provide
the
Union with a copy of all written reprimands.
(e)
The Company is not required to employ, and the Union will not dispatch a person previously discharged
for
any
reason
under
this
Agreement,
provided
that
no
such
employee
shall
be
discharged
(as
23
Netflix/212 2024-2027 Collective Agreement
distinguished from replacements or layoffs) by a company without just and reasonable cause.
ARTICLE TWENTY - UNION RIGHTS
Protection of Employees
(a)
The
Company
will
save
Employees
harmless
from all liability and necessary costs, including reasonable
attorney’s fees, due to any injury, loss or damage suffered by any cast, crew or bystander, as a result of
any
incident
occurring
in
the
performance
of
their
duties
within
the
scope
of
employment under this
Agreement provided:
i)
ARTICLE TWENTY
, clause (a) shall not apply in any instance in which such injury,
loss or damage is
the
result
of,
or
caused
in
whole
or
in
part,
by
the
gross
negligence
or
misconduct
of
such
Employees.
For the purpose of this Article, gross negligence is defined as circumstances when it
must be plain that the magnitude of the risks involved are such that if more than ordinary care is
not taken, a mishap is likely to occur in which loss of life, serious injury or grave damage is almost
inevitable.
ii)
immediately
upon
such
Employees,
or
their
representative,
being
informed
of
any
claim
or
litigation, they shall notify and deliver to the Company every demand, notice, summons, complaint
or other process received by them or their representative and;
iii)
the Employee shall cooperate fully in the defense of the claim or action, including the attending of
hearings and trials, securing and giving evidence, and obtaining the attendance of witnesses.
(b)
The
Company
agrees
to
employ
only
Members
who
are
in
good
standing
with
the
Union,
or
Permit
workers
who
have
been
duly
approved
in
advance
by
the
Union.
Failure
to
abide
by these conditions
shall be sufficient reason and just cause for immediate dismissal.
(c)
The Company will permit a duly authorized Union Representative access to the workplace of any person
employed
by
the
Company
in
all
the
Job
Classification(s)
as
described
in
Schedule
(A2)
of
this
Agreement.
The
Union
agrees
that
such
access
shall
not
interfere
with
the
ability
of
the Employee to
perform normal duties. Union representatives will be provided with proper ID when necessary.
(d)
Indemnification:
It
is expressly understood and agreed that the Employer shall have no recourse of any
kind against the Union in respect to training or the issuance of a certificate of training to any Employee
under the provisions of any Federal, Provincial, Territorial, or Municipal regulating agency.
ARTICLE TWENTY ONE - FREEDOM FROM PERSONAL HARASSMENT
IATSE
Local
212
and
the
Company
agrees
that
everyone
should
be
able
to
work
without fear of harassment or
violence,
in
a
safe and healthy environment. The Parties further agree to work cooperatively with each other so
that the principles of this Article are honoured.
(a)
The Company shall use its best efforts to maintain a working environment that is free from sexual, racial,
or
personal
harassment
and
violence.
To
that
end,
the
Company
shall
comply
with
all
applicable
obligations pursuant to human rights and health and safety legislation.
The Company will provide the union a copy of their anti-harassment policy.
(b)
The Parties agree that an Employee who violates this Article of the Collective Agreement or violates the
Company’s
statement
on
anti-harassment
and
violence
prevention
by
engaging
in
harassing
and/or
violent
behaviour
towards
any
other
individual
engaged
on
the
Production,
or
by
not
respecting
the
statement, has displayed just cause as described in ARTICLE 19 (b).
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Netflix/212 2024-2027 Collective Agreement
(c)
Retaliation or reprisals against any Employee who, in good faith, raises a bona fide complaint pursuant to
this Article will not be tolerated.
ARTICLE TWENTY TWO – NO DISCRIMINATION
The
Company
agrees
it
shall
not
discriminate
against
or
engage
in
any
harassment
of
any
applicant
for
employment or Employee for reasons based on race, religious beliefs, colour, gender identity, gender expression,
physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or
sexual orientation, or any of the grounds prohibited by applicable federal or provincial law.
ARTICLE TWENTY THREE - GRIEVANCE PROCEDURE
(a)
All
Complaints,
disagreements,
or
disputes
between
the
Company
and
the
Union
or
the
Employees
covered
by
this
Agreement,
which
concern
the
interpretation,
application,
operation,
and/or
alleged
contravention
of
this
Collective
Agreement
or
any
related
Deal Memo, shall be considered a Grievance.
The Union and the Company are the only parties who may file a Grievance.
(b)
The time period for filing a grievance shall be fifteen (15) business days from the event giving rise to the
alleged
violation,
or
within
fifteen
(15)
business
days
after
the
facts
underlying
the
grievance
became
known
or
should
have
reasonably
become
known
by
either
the Employee, the Company or the Union -
whichever should have first reasonably gained knowledge of the facts underlying the grievance. The time
period for filing a grievance concerning wage or benefit payments shall be ninety (90) calendar days from
an alleged underpayment. If the applicable time period is not met, the grievance will be deemed waived.
(c)
The
grievance
shall
be
presented
in
writing
to
the
grieved
party,
and
within
five
(5)
business
days
of
receipt,
a
meeting
shall
be
held
between the parties. A written decision shall be presented to the party
with carriage of the grievance within five (5) business days following the meeting.
(d)
Should a resolution not be reached, the party with carriage of the grievance shall within five (5) business
days
submit
the
grievance
to
arbitration
before
a
single
Arbitrator,
whose
decision
will
be
final
and
binding.
Prior to arbitration, it may be agreed upon by both parties to seek non-binding mediation, which
may (if an agreement is reached) eliminate the need for further proceedings.
(e)
The Arbitrator will be a person agreed upon by the Company and the Union, and failing such agreement,
either
party
may request the Minister of Labour to appoint an Arbitrator in accordance with the Alberta
Labour
Relations
Code.
All
costs
of
Mediation
and/or
Arbitration
will
be
borne
equally by both parties.
Expenses of any witnesses shall be borne by the party who calls them.
(f)
The Arbitrator will not be vested with the power to change, add to or otherwise amend any of the rates,
terms or conditions of this Agreement.
(g)
The Company agrees that, after a grievance has been lodged, the Company representative(s) will not enter
into discussions with the aggrieved Employee without prior consent of the Union.
ARTICLE TWENTY FOUR - HEALTH AND SAFETY
(a)
It is agreed by the parties that great emphasis shall be placed on the need to provide a safe working
environment.
In that context, it shall be the responsibility of the Company:
25
Netflix/212 2024-2027 Collective Agreement
(1)
to provide employment and places of employment which are safe and healthful for the
Employees;
(2)
to provide and use safety devices and safeguards, and adopt and use practices, means, methods,
operations and processes which are reasonably adequate to render such employment and places
of employment safe and healthful;
(3)
to do every other thing reasonably necessary to protect the life, safety and health of Employees;
and;
(4)
to not require or permit any Employee to enter into or be in any employment or places of
employment which are not safe and healthful.
(b)
The Company and every Employee shall comply with the Alberta Occupational Health and Safety Act,
Regulations and Code and any amendments thereto.
(c)
No representative of the Company nor any Employee shall:
(1)
remove, displace, damage, destroy or carry off any safety device, safeguard, notice or warning,
furnished for the use in any employment or places of employment;
(2)
interfere with the use of any method or process adopted for the protection of any Employee,
including themselves or fellow Employees.
(d)
Rigid observance of safety regulations must be adhered to and willful failure of any Employee to follow
safety rules and regulations can lead to disciplinary action including discharge; however, no Employee shall
be discharged or otherwise disciplined for refusing to work on a job that exposes the individual to clear
and present danger to life or limb.
No set of safety regulations, however, can comprehensively cover all
possible unsafe practices of working.
The Company and the Union therefore undertake to promote in
every way possible the realization of the responsibility of the individual Employee with regard to
preventing accidents to themselves or fellow Employees.
(e)
Any Employee unable to complete the minimum daily call because of an injury sustained on the job
shall be paid the minimum daily call.
(f)
The Company will notify the Union in writing within four (4) business days of any occupational injury
which requires the Company to issue a Form 7 and will provide the date and general circumstances of the
occurrence.
ARTICLE TWENTY FIVE - TRAINEES
Employing
Trainees
whether
under
this
Article
or
Article
28
is
encouraged
by
the
Union.
All
trainee
positions
under
this
article
must
be
negotiated
on
a
case-by-case
basis
with
the
Motion
Picture
Business
Agent
and
Company.
Negotiations
between
the
Motion
Picture
Business
Agent
and
Company
should include consultation
with the affected Department Head.
ARTICLE TWENTY SIX - SCREEN CREDITS
The
Company
shall
give
credit
to
the
IATSE
by
displaying
its
official
seal
in
accordance
with
standard
industry
practice along with the following:
26
Netflix/212 2024-2027 Collective Agreement
Filmed on location in the Province of Alberta, Canada
with crew from IATSE Local 212, Calgary.
ARTICLE TWENTY SEVEN - TECHNOLOGICAL CHANGE
All
disputes
arising
in
relation
to
adjustment
to
technological
change
shall
be
finally
and
conclusively
settled
without stoppage of work, in accordance with ARTICLE 23.
(a)
Definition of Technological Change:
i)
As used herein, the term “technological change” means the introduction of any new or modified
devices
or
equipment for the purpose of performing any work by the Employees covered by this
Collective
Agreement,
which
directly
results
in
a
change
in the number of Employees employed
under this Collective Agreement or which results, with respect to the performance of work in any
classification
hereunder,
in
materially
changing
the
job
description
thereof
or
in
requiring
substantially different training, qualification or skills therefor.
(b)
Notice of Technological Change:
i)
When
the Company specifically intends to implement a technological change it shall give written
notice
thereof
to
the
Union
as
soon
as
possible,
but
not
less
than
thirty
(30)
days
prior
to
instituting such change.
ii)
If
the
Union
believes
that
a
technological
change
has
occurred,
it
shall
provide
written
notice
thereof to all Employers as soon as possible, but not more than thirty (30) days after the Union or
any employee/Union member knew or should have known of such technological change.
(c)
Technological Change Adjustment – Consultation Committee:
After notice has been given, the Company and the Union shall meet pursuant to ARTICLE 2.2 and in good
faith, endeavor to develop a technological change adjustment plan, which may include provisions for the
following:
i)
Human resource planning and Employee counselling and retraining.
ii)
Termination of a classification and creation of a new classification with appropriate scale minimum
wage.
iii)
Notice
of
termination
and
severance
pay
for
those
Employees
displaced
by
the
technological
change during the course of a production.
iv)
A bipartite process for overseeing the implementation of the adjustment plan.
(d)
Amendment to the Collective Agreement:
If, after meeting in accordance with subparagraph (c) of this ARTICLE 26, the parties have agreed to a technological
change
adjustment
plan,
it
is
enforceable
as
if
it
were
part
of
the
Collective
Agreement
and
the
Collective
Agreement shall be amended accordingly.
ARTICLE TWENTY EIGHT – RECONCILIATION, DIVERSITY, EQUITY AND INCLUSION
(a)
Statement of Commitment:
The
Company
and
IATSE, Local 212 (“Union”) recognize their joint interest in promoting reconciliation,
equity,
diversity
and
inclusion
in
the
workplace,
so
that
Indigenous
people
and
people
from
27
Netflix/212 2024-2027 Collective Agreement
“disadvantaged”
and
“under-represented”
groups
are
provided
with
employment
opportunities
and
greater
representation
in
the
Alberta
film
and
television
industry,
at
all
times
guided
by
the
Alberta
Human Rights Act and its principles. “Disadvantaged” and “under-represented” groups have traditionally
been
defined
as
women,
racial and ethnic minorities, LGBTQIA2S+, persons with a disability and other
protected categories; however, underrepresented classifications may vary per craft.
(b)
Self-Identification Data:
The Union agrees to encourage its members to voluntarily self- identify when requested to do so by
either the Union or the Company, including when members are completing new membership paperwork
for the Union or start paperwork for the Company. The Union further agrees to share with the Company,
as may be permitted by law, any diversity statistics that they currently possess or develop in the future.
(c)
Training Program Opportunities:
The parties shall discuss the development, administration and oversight of program(s) for on-the-job
training within the motion picture industry in the various job classifications covered by this Collective
Agreement. The goal of the training program(s) shall be to enhance employment for individuals who are
under-represented in this industry. The types of training programs established may vary depending on
the experience of the candidates and the requirements of the classification for which the training is
provided.
The training program(s) will include pre-training to teach set protocol, use of equipment, department
information, call sheets, safety and other information, as well as any applicable craft orientation. All
trainees shall be required to complete baseline courses (i.e. H&S 101) before commencing work.
Trainees will be compensated at the Trainee rate.
After the trainee completes any pre-training and/or craft orientation, the Company shall assign the
trainee to the production in consultation with the Union and Head of Department. Trainees will not
displace any crew members working under the Collective Agreement. The trainee may be assigned work
on different productions, including productions of entities related to or affiliated with the Company.
Trainees may be placed on a production(s) for up to 60 days, at which time they will be eligible to apply
for membership with the Union. Once accepted into membership, the Company may assign the
individual to work as a member of the regular crew under the Collective Agreement. The parties may
mutually agree to extend the 60 day trainee period.
28
Netflix/212 2024-2027 Collective Agreement
ARTICLE TWENTY NINE - TERM AND AGREEMENT
This Agreement will be in full force and effect from March 4, 2024 through
March 3
, 2027.
For IATSE Local 212:
For the Company:
___________________________________
___________________________________
Signature of Authorized Agent
Company Name
___________________________________
___________________________________
Title
Signature of Authorized Agent
___________________________________
___________________________________
Date
Title
___________________________________
Date
29
Netflix/212 2024-2027 Collective Agreement
ACCOUNTING*
March 4, 2024
March 1, 2025
March 1, 2026
Production Accountant
Negotiable
Negotiable
Negotiable
First Assistant Accountant
$3,053.23
$3,175.36
$3,302.37
Second Assistant Accountant
$2,015.20
$2,095.81
$2,179.64
Accounting Clerk
$1,675.20
$1,742.21
$1,811.90
ART*
March 4, 2024
March 1, 2025
March 1, 2026
Production Designer
Negotiable
Negotiable
Negotiable
Art Director
$3,987.15
$4,146.64
$4,312.50
1
st
Assistant Art Director
$3,177.34
$3,304.43
$3,436.61
Graphics
Artist,
Illustrator,
Set
Designer,
Storyboard Artist
$42.38
$44.07
$45.83
2
nd
Assistant Art Director
$39.33
$40.90
$42.54
Art Department Coordinator
$37.46
$38.96
$40.52
CONSTRUCTION
March 4, 2024
March 1, 2025
March 1, 2026
Construction Coordinator
$45.62
$47.44
$49.34
Construction Foreman
$43.15
$44.88
$46.67
Head Carp
$43.15
$44.88
$46.67
Lead Carpenter, Lead Metal Fabricator
$41.12
$42.76
$44.47
Buyer,
On-Set
Standby
Carpenter,
Scenic
Carpenter, Scenic Metal Fabricator, Model
Maker
$38.15
$39.68
$41.27
Certified Equipment Operator***
$37.82
$39.33
$40.90
Carpenter, Maintenance Person
$36.09
$37.53
$39.03
Metal Fabricator
$34.31
$35.68
$37.11
Assistant Carpenter
$31.22
$32.47
$33.77
30
Netflix/212 2024-2027 Collective Agreement
COSTUME
March 4, 2024
March 1, 2025
March 1, 2026
Costume Designer
Negotiable
Negotiable
Negotiable
Asst. Costume Designer,
Set Supervisor,
Costume Supervisor,
Costume
Coordinator, Background Coordinator
$41.80
$43.47
$45.21
Cutter, Tailor,
Key Breakdown,
Draper
$38.56
$40.10
$41.70
Truck Costumer,
First Hand,
Performer's
Costumer,
Buyer,
Costume Craftsperson,
Dyer,
Background Supervisor,
Milliner,
Breakdown Artist,
Senior Stitcher,
Painter
$37.51
$39.01
$40.57
Stitcher
$34.75
$36.14
$37.58
Costumer
$32.76
$34.07
$35.43
CRAFT SERVICES
March 4, 2024
March 1, 2025
March 1, 2026
Head of Craft Service
$43.15
$44.88
$46.67
First Assistant Craft Service
$37.82
$39.33
$40.90
Craft Service Assistant
$34.74
$36.13
$37.57
EDITORS (based on 10 hour days)
March 4, 2024
March 1, 2025
March 1, 2026
Supervising Editor,
Supervising Sound Editor
$4,066.42
$4,229.08
$4,398.24
Editor
$3,691.75
$3,839.42
$3,993.00
Dialogue Editor, Music Editor,
Sound Effects Editor
$62.97
$65.49
$68.11
Conformer
Negotiable
Negotiable
Negotiable
First Assistant Editor, Assistant Dialogue
Editor, Assistant Sound Effects Editor
$2,132.15
$2,217.44
$2,306.14
Second Assistant Editor
$1,854.66
$1,928.85
$2,006.00
FIRST AID
March 4, 2024
March 1, 2025
March 1, 2026
Advanced Care Paramedic (ACP)
$49.62
$51.60
$53.66
Primary Care Paramedic (PCP)
$43.41
$45.15
$46.96
Advanced First Aid Attendant
$36.72
$38.19
$39.72
GREENS
March 4, 2024
March 1, 2025
March 1, 2026
Head Greens Person
$43.15
$44.88
$46.67
Best Person, Lead Person, Certified
Equipment Operator***
$37.82
$39.33
$40.90
Greens Person
$34.74
$36.13
$37.57
31
Netflix/212 2024-2027 Collective Agreement
GRIPS
March 4, 2024
March 1, 2025
March 1, 2026
Key Grip
$43.15
$44.88
$46.67
Key Rigging Grip
$39.83
$41.42
$43.08
Gimbal Operator (i.e., MOVI, Ronin, etc.)*
$55.97
$58.21
$60.54
Best Person
$38.63
$40.17
$41.78
Dolly Operator
$38.63
$40.17
$41.78
Lead
$37.82
$39.33
$40.90
Certified Equipment Operator***
$37.82
$39.33
$40.90
Grip Crew
$34.74
$36.13
$37.57
Special Equipment Operator
Negotiable
Negotiable
Negotiable
HAIR
March 4, 2024
March 1, 2025
March 1, 2026
Head of Department
$43.15
$44.88
$46.67
Assistant Head of Department
$43.15
$44.88
$46.67
Key Hairstylist
$37.82
$39.33
$40.90
Hairstylist
$34.74
$36.13
$37.57
Additional Hairstylist
$30.01
$31.21
$32.46
HIGH RIGGER
March 4, 2024
March 1, 2025
March 1, 2026
High Rigger
$41.86
$43.53
$45.27
LIGHTING /ELECTRICS
March 4, 2024
March 1, 2025
March 1, 2026
Chief Lighting Technician / Gaffer
$43.15
$44.88
$46.67
Rigging Gaffer
$39.83
$41.42
$43.08
Best Person
$38.63
$40.17
$41.78
Certified Equipment Operator***,
Generator Operator, Lead, Lighting
Console Operator, Set Wireperson
$37.82
$39.33
$40.90
Lighting Technician/Lamp Operator
$34.74
$36.13
$37.57
Lighting Programmer
Negotiable
Negotiable
Negotiable
Special Equipment Operator
Negotiable
Negotiable
Negotiable
32
Netflix/212 2024-2027 Collective Agreement
MAKE-UP
March 4, 2024
March 1, 2025
March 1, 2026
Head of Department
$43.15
$44.88
$46.67
Assistant Head of Department, Prosthetic
Make-up Effects Artist
$43.15
$44.88
$46.67
Key Make-up Artist
$37.82
$39.33
$40.90
Make-up Artist
$34.74
$36.13
$37.57
Assistant Make-up Artist
$30.01
$31.21
$32.46
Animal Make-up Artist
$37.51
$39.01
$40.57
PAINTING
March 4, 2024
March 1, 2025
March 1, 2026
Paint Coordinator
$45.62
$47.44
$49.34
Paint Foreman
$43.15
$44.88
$46.67
Lead Painter, Sign Painter, Scenic Artist
$41.12
$42.76
$44.47
On-Set Standby Painter, Plasterer,
Scenic Painter, Wallpaper Hanger
$38.12
$39.64
$41.22
Certified Equipment Operator***
$37.82
$39.33
$40.90
Painter
$36.09
$37.53
$39.03
PROPS
March 4, 2024
March 1, 2025
March 1, 2026
Property Master
$43.15
$44.88
$46.67
Assistant Property Master, Props Builder,
Props Buyer
$37.82
$39.33
$40.90
Props Assistant
$34.74
$36.13
$37.57
2
nd
Props Assistant
$29.14
$30.30
$31.51
Armourer
Negotiable
Negotiable
Negotiable
SCRIPT COORDINATORS
March 4, 2024
March 1, 2025
March 1, 2026
Script Coordinator
$2,077.48
$2,160.58
$2,247.00
Assistant Script Coordinator
$1,661.60
$1,728.06
$1,797.18
SCRIPT SUPERVISORS
March 4, 2024
March 1, 2025
March 1, 2026
Script Supervisor
$44.39
$46.16
$48.01
Assistant Script Supervisor
$35.42
$36.84
$38.31
33
Netflix/212 2024-2027 Collective Agreement
SCULPTING
March 4, 2024
March 1, 2025
March 1, 2026
Sculpting Coordinator
Negotiable
Negotiable
Negotiable
Lead Sculptor
$43.15
$44.88
$46.67
Sculptor
$41.12
$42.76
$44.47
First Assistant Sculptor
$36.09
$37.53
$39.03
Second Assistant Sculptor
$30.01
$31.21
$32.46
SECURITY/WATCHMAN
March 4, 2024
March 1, 2025
March 1, 2026
Security Coordinator
$43.15
$44.88
$46.67
Security Captain (when necessary)
$37.82
$39.33
$40.90
Security Watchperson
$30.01
$31.21
$32.46
SET DECORATING
March 4, 2024
March 1, 2025
March 1, 2026
Set Decorator
$43.15
$44.88
$46.67
Assistant Set Decorator
$37.92
$39.44
$41.02
Set Decorator Coordinator, Certified
Equipment Operator
$37.82
$39.33
$40.90
Lead Dresser, On-Set Dresser, Set Buyer,
Warehouse Supervisor
$37.45
$38.95
$40.51
Draper, Set Dresser, Upholster
$34.74
$36.13
$37.57
SOUND
March 4, 2024
March 1, 2025
March 1, 2026
Mixer (Production & Dubbing)
$55.20
$57.41
$59.71
Boom Operator
$46.31
$48.16
$50.09
Utility Sound Technician
$35.41
$36.83
$38.30
SPECIAL EFFECTS
March 4, 2024
March 1, 2025
March 1, 2026
Special Effects Coordinator, Special Effects
Supervisor
$47.71
$49.62
$51.60
First Assistant Special Effects
$43.41
$45.15
$46.96
Buyer, Second Assistant Special Effects,
Special Effects Fabricator
$38.19
$39.72
$41.31
TUTORS
March 4, 2024
March 1, 2025
March 1, 2026
Tutor
$58.74
$61.09
$63.53
Interpreters/Translators
Negotiable
Negotiable
Negotiable
34
Netflix/212 2024-2027 Collective Agreement
ADDITIONAL CLASSIFICATIONS
March 4, 2024
March 1, 2025
March 1, 2026
Trainee
$23.19
$24.12
$25.08
Labourer**
30.01
$31.21
$32.46
*Individuals employed within the classifications provided under the Accounting and Art departments as well as
the Gimbal Operator are covered by this Agreement unless otherwise represented by another trade union or guild
.
** Labourer may be hired in Construction, Greens, Painting and Set Decorating departments.
*** Examples requiring certification include but are not limited to: articulating and telescopic boom lifts, mobile
aerial platforms, scissor lifts, telehandlers and rotational telehandlers and vertical mast lifts.
35
Netflix/212 2024-2027 Collective Agreement
Schedule (D) - IATSE MEMBER/START SLIP
IATSE Member/Start Slip
(does not initiate nor confirm membership status with IATSE Local 212)
HIRED DIRECTLY BY PRODUCTION:
__ __
IATSE Local Member
:
Y
☐
or
N
☐
IATSE Local #
___
NON-212
IATSE Member with approval/Schedule E2 permit on file with the Local 212:
Y
☐
or
N
☐
HIRED VIA UNION DISPATCH:
Y
☐
or
N
☐
OR WITH 212 APPROVAL ON FILE:
Y
☐
or
N
☐
IATSE Local 212
Member:
Y
☐
or
N
☐
IATSE Local 212
SISTER STATUS
Member
: Y
☐
or
N
☐
IATSE 212
Permittee:
Y
☐
or
N
☐
(can ONLY be placed through Dispatch)
- must also file Schedule (E)
*No status with IATSE 212:
Y
☐
or
N
☐
(can ONLY be placed with 212 Approval)
- must also file Schedule (E)
Show Title:
Position Employed As:
Start Date:
Full Name:
Phone #
Address:
Street
City
Prov./State
Postal Code:
GST#
Email:
Website:
Emergency Contact:
Relation:
Phone No:
Employment Status:
Weekly
Daily
Rate:
$
per hour
$
per day
hrs.
(daily rate based on 12 hour max days)
$
per week
days
(weekly rate based on 12 hour max days)
The Company will provide each individual as well as IATSE Local 212 with a copy of their fully signed Deal Memo within a week
of the employee’s signature.
No retroactive changes shall be made by the Company unless agreed to by the individual.
Notes:
Approved by:
PRODUCTION REPRESENTATIVE
TITLE
I, the undersigned, hereby authorize the Company to deduct from my gross wages an amount agreed upon under
the applicable Union contract, to remit that amount to the Union, and to forward my personal payroll information
to IATSE Local 212, as requested.
Date:
EMPLOYEE (signature)
COMPANY NAME (if any)
36
Netflix/212 2024-2027 Collective Agreement
Schedule (E) - Work Permit Form for Non-IATSE member Crew
WORK PERMIT APPLICATION TO IATSE LOCAL 212
(Does not initiate nor confirm membership status with IATSE Local 212)
I
hereby
make
application
for
a
Work
Permit
from
Local
212
of
the
International
Alliance
of
Theatrical
Stage
Employees, Moving Picture Technicians, Artists and Allied Crafts of the United States, Its Territories and Canada.
I
authorize
Local
212
to
negotiate,
bargain
collectively,
present
and
discuss
grievances
with
the
Company, as my
representative
and
as
my
sole
and
exclusive
Collective
Bargaining
agency.
I
shall
abide
by
the
Constitution,
By-Laws,
Decisions,
Rules,
Regulations
and
Working
Conditions
of
Local
212.
I
base
my
application
on
the
following facts that I affirm to be true:
I,
am applying for a work permit from IATSE Local 212.
Name
Main residence:
Street Address
City
Province/State
Postal/Zip code
Last 3 digits of
Social Insurance Number
/
Last 4 digits of
Social Security Number
Email
Website
I am by occupation a
My Union Affiliations are
I wish to be employed by
On the production entitled
I authorize the above-mentioned company to deduct from my wages a working assessment in the amount of 4%,
and to remit that amount to IATSE LOCAL 212.
Signature of Applicant:
Dated:
IATSE Local 212 hereby confirms that the above named person is permitted to work as follows:
On the production currently entitled
Local 212 authorized agent:
Signature
Title
Approved by:
Production Representative
Title
37
Netflix/212 2024-2027 Collective Agreement
Schedule (E2) - Work Permit Out of Jurisdiction
Work Permit Form for Out of 212 Jurisdiction-IATSE member Crew
(Does not initiate nor confirm membership status with IATSE Local 212)
I
hereby
make
application
for
a
Work
Permit
from
Local
212
of
the
International
Alliance
of
Theatrical
Stage
Employees, Moving Picture Technicians, Artists and Allied Crafts of the United States, Its Territories and Canada.
I
authorize
Local
212
to
negotiate,
bargain
collectively,
present
and
discuss
grievances
with
the
Company, as my
representative and as my sole and exclusive Collective Bargaining agent.
I shall abide by the Constitution, By-Laws,
Decisions,
Rules,
Regulations
and
Working
Conditions of Local 212.
I base my application on the following facts
that I affirm to be true:
I,
am applying for a work permit from IATSE Local 212.
Name
Main residence:
Street Address
City
Province/State
Postal/Zip code
Last 3 digits of
Social Insurance Number
/
Last 4 digits of
Social Security Number
Email
Website
I am by occupation a
My Union Affiliations are
I wish to be employed by
On the production entitled
I authorize the above-mentioned company to deduct from my wages a working assessment in the amount of 2%,
and to remit that amount to IATSE LOCAL 212.
Signature of Applicant:
Dated:
IATSE Local 212 hereby confirms that the above named person is permitted to work as follows:
On the production currently entitled
Local 212 authorized agent:
Signature
Title
Approved by:
Production Representative
Title
38
Netflix/212 2024-2027 Collective Agreement
Schedule (F) - Extended Workdays
Guidelines Regarding Extended Workdays
Theatrical
and
television
productions
are
budgeted
for specified hours of production. There are cost deterrents,
which encourage the production to be on budget and on time.
When an extended workday is necessary, the need for same should be identified as far in advance as possible so
that appropriate planning may occur.
The following guidelines set forth common sense measures, which should be considered when extended workdays
are necessitated:
(1)
Sleep deprivation, which may be caused by factors other than an extended workday, should be identified
by the Employee. The Canadian Automobile Association (CAA) cautions drivers as to the following signs:
●
Eyes closing by themselves
●
Difficulty in paying attention
●
Frequent yawning
●
Swerving in lane
CAA
warns
that
drivers
experiencing
any
of
these
danger
signs
could
fall
asleep
at
any
time.
CAA
recommends three basic solutions:
sleep, exercise, and caffeine
. CAA urges drivers who are too drowsy to
drive
safely to pull off the road to a safe area, lock the doors and take a nap – even twenty minutes will
help. Upon waking, the driver should get some exercise and consume caffeine for an extra boost.
(2)
Employees who believe that they are too tired to drive safely should notify an authorized representative of
the Producer before leaving the set.
In that event, the Producer will endeavour to find alternative means
of
transportation
or
provide
a
rest
area
or
hotel room.
Such request may be made without any fear of
reprisal and will not affect any future employment opportunities.
(3)
When the Production Company anticipates an extended workday, the Employees should be encouraged to
carpool.
(4)
When
an
extended workday is necessary, appropriate beverages and easily metabolized foods should be
available.
39
Netflix/212 2024-2027 Collective Agreement
Schedule (G) - Calgary Zone
CALGARY Zone illustration
To establish travel time beyond the
Calgary Zone
, using Google Maps;
●
Drop a pin onto the location.
●
Drop the next pin onto the nearest exit from Stoney Trail (HWY 201).
●
Select the “directions” button for exact travel time.
●
If
travel
time
is
eighteen
(18)
minutes
or
less
the
location is “in-Zone” and no paid travel is
required.
If travel time is greater than eighteen (18) minutes, subtract eighteen (18) minutes of unpaid travel time to
determine the paid travel time to location
.
40
Netflix/212 2024-2027 Collective Agreement
Schedule (H) - Location GPS Coordinates
IATSE 212 ZONE GPS Locations
Link to Map (Google Maps)
Location
GPS
A
Trans Canada West Zone Marker
51.0885807, -114.23249
B
Crowchild NW Zone Marker
51.1313231, -114.22749
C
Country Hills Blvd Zone Marker
51.1446924, -114.20347
D
Sarcee Trail Zone Marker
51.1519308, -114.16539
E
Shaganappi Trail Zone Marker
51.1523615, -114.14057
F
Simons Valley Zone Marker
51.1568735, -114.11601
G
Centre Street N Zone Marker
51.1734744, -114.06882
H
Deerfoot Trail North Zone Marker
51.1757983, -114.00072
I
Metis Trail NE Zone Marker
51.1756394, -113.96940
J
Country Hills Blvd NE Zone Marker
51.1544039, -113.92128
K
McKnight Blvd NE Zone Marker
51.0967274, -113.91853
L
16th Ave NE Zone Marker
51.0667042, -113.92049
M
17th Ave SE Zone Marker
51.0376575, -113.92130
N
Peigan Trail Zone Marker
51.0154886, -113.92130
O
Glenmore Trail SE Zone Marker
50.9794779, -113.92028
P
114th Ave SE
50.9474911, -113.92049
Q
Hwy 22x East Zone Marker
50.9066981, -113.90714
R
Deerfoot Trail South Zone Marker
50.9000692, -113.97545
S
Macleod Trail SE Zone Marker
50.8927914, -114.05482
T
Hwy 22x West Zone Marker
50.8916646, -114.12670
U
Hwy 8 West Zone Marker
51.0211856, -114.23252
V
17th Ave SW Zone Marker
51.039053, -114.23270
W
Bow Trail SW Zone Marker
51.0527053, -114.22666
X
Old Banff Coach Road Zone Marker
51.0670278, -114.22561
41
Netflix/212 2024-2027 Collective Agreement
Schedule (I) - Location Travel Times
Location Travel Times
The following travel times are agreed to by IATSE 212 and IATSE 669.
Any modifications will require "favoured nations" compliance
Travel Time
Location
Out of Zone
Comments
Airdrie
In the
Calgary Zone
Albertina Farms
In the
Calgary Zone*
Banff Town Site
48 min
Black Diamond
12 min
Bow Valley Ranch
In the
Calgary Zone
Brooks
96 min
Canmore
36 min
CL Ranch
In the
Calgary Zone*
Drumheller
54 min
Fortress Ski Lodge (parking lot)
54 min
Goodstoney Arena (Morley)
18 min
High River
(
N
orth or
S
outh)
6
N
-12
S
min
NOT
in the
Calgary Zone
Kananaskis Lodge
36 min
Lake Louise
84 min
Longview
24 min
Millarville
In the
Calgary Zone
Nakoda Lodge site
24 min
Kananaskis Backlot (North of 60)
6 min
NOT
in the
Calgary Zone
Okotoks
In the
Calgary Zone
Turner Valley
12 min
*Only one location will be in the Calgary zone when crew is required to work at both locations on the same day.
These calculations were made using the most efficient route, observing posted speed limits and under good travel
conditions.
Poor travel conditions, road construction, excessive traffic, or detours may increase travel times and
require
increased
compensation.
Travel
times
shown
for
municipalities
utilize
the
town
center
as
a
reference
point. Travel time to actual filming locations in and around the municipality may differ.
42
Netflix/212 2024-2027 Collective Agreement
Schedule (J) - Free Flow Calgary/Edmonton
Company Hires:
IATSE Local 212 and Local 210 have a free flow agreement that allows Members of each Union to
be hired in the other City.
Edmonton Members may be hired in Calgary and vice versa, as if they are Members of
both Unions, provided that they qualify according to the specific Department requirements of the jurisdiction they
are employed in.
Dispatched
Dailies:
Edmonton
(Local
210)
Members
can
be
hired
through
Local
212
Dispatch
as
Sister
Status
Members after primary and secondary Calgary Members have been called first. Calgary (Local 212) Members can
be
hired
through Local 210 Dispatch as Sister Status Members after primary and secondary Edmonton Members
have
been
called
first,
provided
that
they
qualify
according
to
the
specific
Department
requirements
of
the
jurisdiction they are employed in.
43
Netflix/212 2024-2027 Collective Agreement
SIDELETTER 1 - VFX EMPLOYEES
The
Company
agrees
to
be
bound
to
the
terms
and
conditions
of
this
Sideletter
and
to
also
voluntarily
recognize
IATSE
Local
212’s
representation
of
certain
visual
and
computer
generated
imagery
and
effects employees (VFX employees) for a specific production.
The
VFX employees, set out below, may be employed directly by the production upon the following terms
and
conditions.
This Agreement is not to be used to prohibit or inhibit the historical rights and practices of
producers
to
have
VFX
work
performed
by
third
parties
and
employees,
including
those
from
other
jurisdictions, without regard to union status or union affiliations. The parties agree that:
1.
The
Employer
shall
have
the
unrestricted
right to subcontract any or all VFX work of a production
without restriction as to union status, membership, or affiliation.
2.
The
practice
of
hiring
contractors
or
employees
who
are
not
subject
to
this
Sideletter
from
other
jurisdictions including the United States is confirmed and may be continued without objection from
the Union.
3.
Where
the
Employer
hires
an
employee
under
this
Agreement
in
a
VFX
classification,
such
employee
shall
be
or
become a member of IATSE Local 212 or a permittee. Rates are negotiable
and apply for up to a 12 hour work day.
Minimum Rates / 2024 - 2026
March 4, 2024
March 1, 2025
March 1, 2026
VFX Artists
Negotiable
Negotiable
Negotiable
VFX Technicians
Negotiable
Negotiable
Negotiable
4.
Such employees may be employed on a daily basis at 1/5 of the weekly rate.
5.
Overtime
shall
be
paid
at
a
rate of two times the employee’s hourly rate for all hours worked after
12
hours
and
one
and
one-half
times
the
employee’s hourly rate for all hours worked on the sixth
day
of
a
workweek
and
two
times
the
employee’s
hourly rate for all hours worked on the seventh
day of the workweek.
6.
The
work
duties
of
the
covered
classifications
shall
be
generally
described
as
creating computer
generated
VFX
where
such
employees
will
perform
interchangeable
work,
depending on skill set
and
supervision
required.
Skill
levels
will be set in accordance with the training and experience of
the
individual
employees.
It
is
understood
that
staffing
and
skill
level
shall
be
determined
by
the
Employer.
44
Netflix/212 2024-2027 Collective Agreement
7.
Employees
in
the
position
of
VFX
Artists
will
have
an
artistic
and
creative
component
to
their
work. Examples of this include modelers, compositors and character animators.
8.
Employees
in
the
position
of
VFX
Technicians
will
exercise
mainly
technical
skills.
Examples
of
this include matte painters, junior compositors, and data wranglers.
9.
Employees
who
are
not
working
with
a
shooting
unit
will
be
responsible
for
scheduling their own
meal
periods of no less than thirty (30) minutes and no more than one hour in length and shall not
incur
meal
penalties.
On
a
day
in
which
an
employee
is
assigned
only
to
a
shooting
unit,
the
employee
shall
be
subject
to
the
same
meal
provisions
as
other
lATSE
Local
212
covered
employees.
45
