What is a Signatory?

The most important rule the unions have established is that no member may work in an area under the union’s jurisdiction without a signatory employer, that is to say someone who has agreed in writing to the terms and conditions of the appropriate contract. This is to ensure that the unions have some recourse in the event that any of the terms or conditions of the applicable contract have been violated.

Who can I hire?

The union contracts set guidelines on hiring performers primarily through two provisions. The first is called Preference of Employment. Simply put, Preference of Employment means that an employer who is signed to a union contract must give preference to performers who are. Waivers of this rule must be granted by the union prior to the first employment of the performer. The union will only grant a waiver if there is a viable reason to hire a non-member over a member (an example would be if the call were for a person with a special ability such as a tight rope walker). Violations of the Preference of Employment provision are costly and are taken seriously. Upon your request Trice will check the union status of your performers.

What am I paying for?

Performers must receive at least the minimum scale rate specified in the appropriate contract. Talent or their agent may always negotiate above scale. In addition, these disbursements are made on your behalf when using our service: Union Pension and Welfare, Employer FICA and Medicare, Workers Compensation, State and Federal Unemployment. For our services we charge a nominal filing fee.

When do I have to pay?

In short it depends on the contract. Payments may be due in as few as twelve business days or as long as thirty days.

Payment to union performers is due within a certain time which is specified under each contract. Additionally, the checks must go to specific places depending on where the work was done, if there is an agent involved, what union has jurisdiction over the work and other factors. At Trice we will make sure your talent payments get where they are supposed to go when they are supposed to get there.

Are performers employees or independent contractors?

All of the union contracts as well as IRS regulations state that performers working in the areas in which AFTRA & SAG have jurisdiction should be treated as employees of that company, and accordingly should be paid with all of the required deductions and withholdings taken into account. Trice handles all payroll liabilities for our clients, including unemployment insurance.