2004-2005 Basic Agreement Rate Card

Directors Guild of America Minimum Salary Schedules as per the Film Basic Agreement for Directors, Unit Production Managers, Assistant Directors & Technical Coordinators.

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OTHER CONTRACT INFORMATION

All single camera productions will be covered under the Basic Agreement. Programs that were in production prior to February 11, 2002 remain under the terms and conditions of the BA or FLTTA agreement in effect on that date. The "Interim Settlement Agreement" covers NEW Prime Time Multi-camera Dramatic Programs, principal photography of which begins on or after February 11, 2002. Live Multi-camera dramatic productions are covered under the FLTTA.

Staffing

The first two 2nd ADs employed are the Key 2nd AD and 2nd 2nd AD. The term "Additional 2nd AD" applies to the subsequent 2nd ADs assigned to a shooting unit. An Additional 2nd AD may only be employed if the Key 2nd AD and 2nd 2nd AD are employed and may perform all the duties of a 2nd AD. The Additional 2nd AD does not receive preparation time, production fees or completion of assignment pay.

In Los Angeles and New York, the Company must employ two 2nd ADs and two Additional 2nd ADs before it may assign other persons (production assistants, etc.) to perform crowd control.

Completion of Assignment Pay

Completion of Assignment Pay is capped at a maximum of six events per production, per season.

Unit Production Managers, 1st Assistant Directors, Key 2nd Assistant Directors, and 2nd 2nd Assistant Directors (other than those employed on a daily basis for less than 5 days) are entitled to an additional week's salary upon completion of assignment if employed 2 or more weeks or 2 ½ days salary if employed less than two weeks.

For feature films, long-form television and series on distant location, no Completion of Assignment is paid for a hiatus of at least one week over Christmas/New Year's so long as the Employee receives unworked holiday pay for Christmas Day and New Year's Day; the hiatus is a maximum of 2 consecutive weeks; if on location the Employer will provide travel to/from location or will provide per diem and housing if the Employer agrees that Employee remains on location.

Technical Coordinators receive 1 week of Completion of Assignment Pay if employed for at least 2 or more 5-day workweeks. If employed for fewer than 2 5-day workweeks, but employed for 5 or more days in the aggregate between the commencement or resumption of employment and hiatus or layoff, shall receive completion of assignment pay of 2 ½ days.

Extended Workday

UPM: Any UPM who works more than 16 hours before being dismissed shall receive an additional day's salary for each 4-hour period or portion thereof worked beyond 16 hours. Such salary in all cases shall be 1/5 of the studio work week rate and shall be excluded from all other computations.

Work Week

The studio workweek consists of 7 days with the 6th and 7th days off; the location workweek has the 7th day off only. The start day of the initial workweek must be designated in the deal memo and Employees must be advised of any changes in advance.

For work on the 6th day in the studio workweek, Employees must be paid 150% of their pro-rata daily salary; on the 7th day, Employees must be paid 200% of their pro-rata daily salary (studio) or an additional 1/5th of weekly studio salary (distant location). With certain limited exceptions, Employer must pay the 6th or 7th day premium if the workweek is shifted so that Employees work on a 6th or 7th day.

A studio weekly or daily Employee who works 14 hours & past 1:00 a.m. into a 6th or 7th day will be paid for 6th or 7th day unless the Employee receives a rest period of 33 hours for one day off or a 50 hour rest period for 2 days off .

Residency

The Guild will provide Employer with documentation of the home address of each member to be hired on location. The Employee may change his/her home address by notifying the Guild in writing; the change will be effective 60 days after the request is received by the Guild; the Employee may not change his/her address more than once in any 12 month period.

The Guild will consider a member's request to change his/her address outside of the above time period if member can document s/he has been a resident of the area in which employed at least 60 days prior to first day of employment and the area is not Los Angeles, New York, Chicago, Wilmington (NC), San Francisco, Toronto, or Vancouver.

Capricious Discharge  

Assistant Directors and Unit Production Managers employed on a weekly basis for at least 3 consecutive workweeks should be made aware of problems with their performance at least two days prior to being replaced. If such Employee is replaced other than for cause, without the 2 days notice, s/he shall be entitled to one week plus 2 days salary in addition to any other payments due.

AD/UPM General Information

When a UPM, AD or TC furnishes his or her own transportation, he or she shall be entitled to a mileage expense of $.30 per mile.

The distant location incidental allowance for all UPMs and ADs is $18.00 per day and is payable at the same time and in the same manner per diem is paid.

Except on distant location, if a UPM, AD or TC starts work on or before 9:00 a.m. and works after 7:30 p.m., he or she shall be paid a dinner allowance of $22.00 unless dinner is furnished by the Employer commencing no later than 9:00 p.m.

Any UPM, AD or TC is entitled to receive with his or her closing check earned vacation pay at the rate of 4% of salary paid during the period of employment. Such employees are entitled to another 3.719% of salary as Unworked Holiday pay (subject to an offset of amounts paid for holidays occurring during employment period), payable by check sent to the Employee by April 15 of the year subsequent to the calendar year in which such pay is earned.

Contributions:

Pension-Health

Company will contribute 5½% to the Pension Plan and 7½% to the Health Plan. Employee contributes 2½% to the Pension Plan.

DGACA-Assistant Director Training Program  

Company will also contribute ½% to Training Plan and DGACA for AD/UPMs employed in L.A. County or on location outside L.A. County when transported by Employer to location.