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taqato-alim · 8 months

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Analysis of: Memorandum of Agreement for the 2023 WGA Theatrical and Television Basic Agreement (September 25, 2023)

PDF-Download: https://www.wgacontract2023.org/wgacontract/files/memorandum-of-agreement-for-the-2023-wga-theatrical-and-television-basic-agreement.pdf

Here is a summary of the key points discussed in bullet form:

The CBA establishes fair and balanced standards for wages, benefits, credits and working conditions through good faith negotiations.

Rights and duties are reasonably balanced between unions, workers and employers with meaningful obligations on all sides.

Dispute resolution processes promote transparency, accountability and protection of due process rights.

Provisions support the financial security, job stability, bargaining power and professional recognition of writers.

Residual structures and payment formulas provide ongoing compensation linked to works' lasting value and adaptation.

Healthcare contributions and pension funding secure important benefits for writers' wellbeing.

Staffing/development guarantees foster stable working environments ideal for creative output.

Considerations are made for the legitimate interests of all stakeholders, including production companies.

Quality control is indirectly encouraged through provisions enabling focus on merit-based work.

Overall the agreement demonstrates high-quality reasoning aimed at mutual understanding between bargaining parties.

Here is a summary of the key points:

Term of the agreement is from September 25, 2023 to May 1, 2026.

Incorporates the provisions of the 2020 WGA - AMPTP Theatrical and Television Basic Agreement and the 2020 WGA - Network Theatrical and Television Basic Agreement, as amended by this Memorandum of Agreement.

Resolves any inconsistencies in favor of the terms in this Memorandum of Agreement.

Allows the Guild to divert up to 0.5% from certain salary minimums in 2024 and up to an additional 0.5% in 2025 to increase pension or health fund contribution rates.

Increases most minimum salary rates by compound annual increases, generally 5% in the first year, 4% in the second year, and 3.5% in the third year.

Increases residuals bases and other payments by varying percentages each year.

Establishes terms for contracts entered into during the term of the agreement covering new media productions, SVOD programs, virtual MVPDs, and other areas.

Modifies various articles covering areas like arbitration, credits, derivate works, foreign markets, and more.

Sets an expiration date of May 1, 2026 but allows certain provisions to continue applying to works produced during the term.

Based on its content and purpose, this document is a collective bargaining agreement (CBA).

Some key evidence that points to it being a CBA:

It is an agreement negotiated between a labor union (the Writers Guild of America) and multiple production companies represented by their bargaining agent (the Alliance of Motion Picture and Television Producers).

It establishes terms and conditions of employment for writers covered under the agreement, including minimum salaries, residuals, credits, union dues, healthcare, and pension contributions.

It has a set duration or "term" of several years, as is typical for CBAs negotiated in the entertainment industry.

It references and modifies existing CBAs between the parties to establish new baseline terms.

The language and formatting resemble other CBAs, with contract language clearly denoted and provisions numbered for easy reference.

So in summary, given its context as an agreement negotiated between a union and employers to govern wages, hours and working conditions, this document falls squarely into the genre of a collective bargaining agreement.

Here are the key stakeholders affected by this collective bargaining agreement and an evaluation of how it addresses their interests:

Writers: The CBA primarily aims to protect writers' interests by setting baseline standards for pay, benefits, credits and working conditions. It clearly prioritizes writers' wages and job protections.

WGA Unions: The agreement empowers the unions to collectively bargain on behalf of all members and establishes processes for dispute resolution that promote members' interests.

Production Companies: Terms are balanced to also consider companies' economic interests through provisions on derivatives works, foreign markets, etc. Dispute resolution ensures streamlined compliance.

Actors/Directors Guilds: As other entertainment unions, they have an indirect stake, but this CBA focuses just on writer interests without encroaching on other guild contracts.

Consumers: Quality control and ethical standards could positively influence the art and media being produced. Transparency promotes confidence in the output and its funding.

Shareholders: Employers' economic interests are reasonably taken into account to avoid excessive cost burdens that could impact investment returns.

Overall, while primarily aimed at directly representing writers, the CBA demonstrates a balanced, fair consideration of other key stakeholders' legitimate interests through establishment of expected norms, processes and parameters of negotiation.

Here is an evaluation of the rights and duties established in the document:

Rights:

Workers have right to union representation and collectively bargain compensation/terms.

Unions can advocate for members and ensure transparency in credits and disputes.

All parties have due process rights in dispute mediation/arbitration.

Duties:

Employers must meet minimum pay standards, benefit contributions, working conditions.

Unions must fairly represent all workers and maintain professional conduct.

All parties must negotiate in good faith and follow terms of final agreements.

Dispute processes have timelines that obligate timely resolution/information sharing.

Credit, derivative work and residual rules outline obligations around attributions.

The rights and duties presented seem balanced and reciprocal. Obligations require substantive actions but also procedural fairness. No extra-contractual rights or out-of-scope duties are established. Protections are granted alongside meaningful responsibilities. Overall, an equitable establishment of interrelated entitlements and expectations between stakeholders is exhibited. No obvious concerns regarding overreach or gaps in rights/duties were identified.

There are several key benefits established by this collective bargaining agreement:

Financial security - Minimum pay rates, healthcare coverage, pension funding ensure a basic standard of compensation.

Job protections - Credit processes, prohibitions against circumventing rules promote stable work opportunities.

Recognition/attribution - Credit, derivative works and sequel policies uphold appropriate professional recognition.

Bargaining power - Collective negotiations through unions empower workers in setting industry-wide standards.

Flexibility - Exceptions, modifications allow tailoring provisions reasonably based on specialized circumstances over time.

Stability - Establishing mid-to-long term agreements promotes predictability versus constant renegotiation.

Transparency - Defined dispute/credits mechanisms promote understanding outcomes rather than arbitrary decisions.

Efficiency - Incorporating/modifying past CBAs builds on established practices versus reinventing processes.

Experience - Industry expertise helps craft balanced, practical guidelines informed by talented professionals' knowledge.

Overall, these union-negotiated benefits secure workers' livelihood needs and professional interests through recognized, standardized frameworks - goals yielding mutual benefits between labor and employers. No concerns about unintended or unduly burdensome outcomes were noticed.

Here is an evaluation of how the document addresses the interests and needs of writers as key stakeholders:

Financial Security: Minimum pay rates, health benefits, pension funding directly support writers' livelihood needs.

Recognition: Strict credit requirements uphold proper attribution for writers' creative works.

Fair Compensation: Residual formulas offer ongoing payment tied to works' enduring success/value.

Input Value: Requirements for assigned material pay reflect writers' upfront contributions fairly.

Workplace Protection: Prohibitions against circumventing rules promote stable, respected employment.

Authorship Rights: Policies around derivatives, sequels protect writers' ongoing interests in built worlds.

Bargaining Representation: Unions collectively advocate on behalf of all writers versus individuals.

Balance of Interests: Terms seem reasonably balanced between labor and profit considerations.

Transparency: Dispute/credits procedures promote open awareness of outcomes affecting writers.

Consistency: Incorporating past accords builds predictability around established industry practices.

Overall, while technical, the agreement's focus and provisions advance writers' core interests in stability, fair compensation, proper attribution and respect as creative professionals. No conflicts with writers' key needs or goals were identified.

The document establishes several provisions that directly promote financial security for writers:

Minimum pay rates for various roles/works provide baseline income standards. Rates increase each year.

Healthcare contributions ensure access to medical coverage, an important benefit.

Pension plan funding helps secure retirement income through employer contributions.

Residual structures like reuse formulas continue generating income from enduring works.

High budget/premium pay scales for major projects provide potentially substantial incomes.

Staffing/development room guarantees offer multi-week income stability from employment.

Expanded platforms like New Media establish residual frameworks for emerging revenue streams.

Dispute/arbitration avenues help ensure terms around compensation are properly followed/enforced.

While an individual contract could modify some terms, the agreement substantively empowers writers' long-term financial security through mandated wage standards, benefit structures, revenue-sharing policies and negotiating leverage afforded by collective representation. No apparent conflicts with supporting financial stability were identified. The focus clearly promotes this important goal.

The document directly addresses healthcare contributions for writers in a few key ways:

It mandates that employers contribute to an industry-wide health plan on behalf of covered writers.

The contribution rates are set at fixed percentages of minimum salaries that increase each year of the agreement, ensuring greater funding over time to support the plan.

It allows the unions to divert a small percentage of minimum salaries in some years specifically to increase healthcare contribution rates, prioritizing this important benefit.

By establishing writers' access to healthcare through employer contributions as required by the agreement, it helps secure workers' ability to obtain medical coverage.

The health plan is part of the industries' overall system that provides coverage to thousands of entertainment industry professionals.

Collectively bargaining over these provisions helps maximize funding for the plans to support high quality, comprehensive care services.

In summary, the healthcare contribution structures embedded in the agreement clearly prioritize secure access to healthcare services as a core worker benefit achieved through good faith negotiations between unions and management. This provision directly enhances writers' health and financial stability.

Here is an evaluation of how the document addresses residual structures for writers:

It establishes rules for payment of reuse/residual fees whenever original works are exploited through repeats, spin-offs, or derivative use.

Residual formulas are set as a percentage of salary based on type/length of reuse, ensuring ongoing return linked to continuing value.

Platform-neutral definitions of categories like New Media foreseeably apply residuals to emerging revenue streams.

Rules aim to close interpretation loopholes by clarifying qualifying uses such as foreign or promotional airs.

Dispute procedures allow challenging non-payment or underpayment to enforce residual rights contractually owed.

formulas and terms are periodically re-negotiated to update rates keeping pace with marketplace changes.

Residual structures acknowledge that works retain value over time as part of overall compensation package.

By contractually guaranteeing writers a portion of subsequent income, the agreement substantively supports their long-term financial interests through an ongoing stake in works' enduring success and adaptation to new platforms - key goals advancing intermediary residual rights and protections.

The document addresses residual formulas for writers in the following ways:

It establishes royalty rates and formulas for different types of work reuse/exploitation through repeats, derivative works, foreign and new media platforms.

Formulas are tiered based on original work format (film, TV, digital media etc.) and length of reuse to determine equitable percentages owed.

Rates are regularly negotiated upwards to keep pace with evolving revenue streams and inflation.

Clear definitions of covered reuse scenarios aim to prevent exploitation loopholes.

Formulas apply platform-neutrally to capture future monetization models.

Residuals continue paying writers for the life of a work, reflecting ongoing value created.

Terms help ensure writers share fairly in continuing success of their intellectual property.

Dispute processes enforce payment adherence to formulas contractually guaranteed.

By locking in residual formulas through collective bargaining, the agreement establishes ongoing revenue participation as a core part of compensation - a key goal in providing ongoing rewards linked to works' enduring value well after initial payment. Formulas substantively support long-term interests.

Here are a few ways the document addresses staffing/development room guarantees for writers:

It mandates minimum terms of employment for writers engaged as staff writers or in development rooms.

Staffing contracts are guaranteed for either 26 weeks or 52 weeks, providing stable income blocks.

Development deals mandating 6-month or 12-month employment support new work incubation.

Guaranteed roles and timeframes allow writers to fully focus on creative work without precarity.

Stability promotes quality output by facilitating long-term collaboration and continuity.

Standardizing deals industry-wide strengthens individual bargaining power.

Employment rules curb potential abuse of short contract cycles to circumvent benefits.

Disciplinary/cause termination procedures prevent arbitrary firing during guarantee periods.

By locking in baseline employment terms, these provisions help sustain writers' livelihoods while cultivating environments ideal for creative work - important support goals for the writing profession through negotiated guarantees. Stability and protections are key aims advanced here for stakeholders.

Evaluating how the document addresses Production Companies' interests:

Cost Control: While guaranteeing stable costs like healthcare/pensions, inflation-tied minimum increases ensure predictability.

Equity: Dispute mechanisms promote equitable, fact-based resolution against arbitrary union demands.

Flexibility: Industry expertise helps craft balanced, practical rules informed by experience of both sides.

Predictability: Multi-year format establishes mid-long term planning allowances versus constant interruptions.

Adaptability: Exceptions/modifications enable tailoring coverage reasonably based on unique factors.

Economic Factors: Provisions thoughtfully account for profitability factors like foreign/new media earnings.

Creative Autonomy: Guidelines focus on authorship/economics only without restricting story/production decisions.

Representation: Negotiating through the centralized Alliance empowers management leverage in process.

While prioritizing core worker needs, the contract demonstrates efforts to craft comprehensive yet balanced terms factoring profitability needs into an equitable agreement with built-in mechanisms ensuring flexibility and accountability on both sides. No conflicts with Production Companies' legitimate business interests were apparent.

The document establishes several provisions that can positively influence quality control and ethical standards during production:

Credit procedures uphold proper attribution, encouraging quality work deserving of recognition.

Minimum pay rates help attract and retain skilled talent, benefiting creative output.

Basic compensation/benefits support workers' wellbeing and ability to focus on quality craft.

Staffing rules promoting stable crews enhance continuity and collaboration vital to high standards.

Transparency in disputes/credits promotes confidence that merits alone will determine attribution.

Balanced negotiations respect all parties' legitimate needs, preventing corners from being unduly cut.

Protections against circumventing intent discourage tactics that could compromise integrity.

Regular renegotiations allow periodically updating rules as needed to address new challenges.

While not directly creative directives, these workplace standards help enable conditions where quality work consistent with ethical aims can reasonably thrive. Creatives are empowered and incentives prioritize merits over arbitrary factors or harmful compromises. Overall the agreement prioritizes an environment favoring control and conduct upholding high production values.

Here is an evaluation of the ethics presented in this collective bargaining agreement:

Fairness: The agreement establishes a process of good faith negotiations between equal parties and sets standards around wages, benefits and working conditions that appear to represent a good balance of interests and treat all workers fairly.

Transparency: Key terms are clearly defined upfront. Dispute resolution and credits processes promote transparency in outcomes. Certain limitations on inspections of data seem reasonable given commercial interests.

Inclusiveness: The CBA represents all union members, not just some, and sets universal standards rather than special exemptions to any membership group.

Accountability: Mechanisms like deadlines, notices and credits arbitration ensure obligations are met and workers can challenge any disputes through agreed channels and oversight.

Respect: The agreement establishes an atmosphere of mutual understanding and respect between unions and employers through professional language and recognition of each party's interests.

Integrity: Rules appear aimed at upholding the integrity of negotiations, credits and employment standards over time rather than enabling ways to circumvent the spirit of rules.

Overall, based on establishing due process, balancing interests fairly and upholding high standards of conduct, the content and aims of this agreement promote ethical practices and outcomes between workers and their representatives. No obvious unjust, harmful or deceptive provisions were noticed.

While the document does not explicitly reference the supreme law (Constitution) of the United States, its purposes and provisions appear consistent with Constitutional principles in several ways:

Freedom of Association: By allowing collectively bargained agreements between unions and employers, it protects the 1st Amendment right of workers to join together to advocate for their interests.

Due Process: Establishing clear dispute resolution procedures upholds due process rights under the 5th/14th Amendments to challenge grievances through an impartial process.

Equal Treatment: Terms apply universally versus creating special classes of workers, respecting 14th Amendment equal protection.

Contracts Clause: Continuing past agreement terms without retroactive changes respects the Constitutional protection of private contracts.

Interstate Commerce: Covering an industry engaged in multistate/international trade, it regulates labor matters within the Congress' interstate commerce authority.

Labor Laws: Collective bargaining promotes national labor relations/policies that Congress is authorized to regulate through legislation like the National Labor Relations Act.

While the CBA governs private actions, it aims to establish reasonable, balanced procedures and consistent baselines promoting stable expectations between parties - goals consistent with upholding rule of law and Constitutional protections for workers. No concerns about violating supreme law were identified.

Upon reviewing the document, I did not find any obvious logical fallacies.

Some reasoning presented could be scrutinized further, but appears generally sound given the context of negotiating a complex collective bargaining agreement between multiple stakeholders. Here are a few thoughts:

No appeals to emotion or popularity were noticed that could constitute Fallacies of weakness (e.g. ad populum, ad misericordiam). Tone remained professional.

Provisions establishing terms did not seem to rely on questionable premises that could reflect non sequiturs or equivocations in reasoning.

Definitions laid important groundwork and appeared self-consistent without circularity or ambiguity that might enable fallacious arguments.

Incorporation of past agreements was done reasonably vs. enforcing past decisions fallaciously.

Exceptions to rules were explained and limited without creating true fallacies of exclusion.

Dispute structures promoted impartial facts/logic over prejudices or regressions to questionable priorities.

Rationale was presented neutrally vs. apparent biases that could enable persuasive definitions, accident or ad ignorantiam fallacies.

Overall, while extensive negotiations could enable more fallacious thinking unintentionally, the document demonstrated efforts at accurate, comprehensively reasoned positions supported coherently on their own stated logic and merits. No conclusive logical fallacies were evident. Care and diligence seemed applied.

Here are the usual evaluation criteria for determining the genre of a document and my analysis of this document based on each criterion:

Intended Audience: CBAs are intended for labor unions and employers/management. This document is clearly intended for the WGA unions and AMPTP member companies.

Organization/Structure: CBAs follow an expected structure of establishing terms, referencing existing agreements, defining key terms, outlining dispute resolution processes, etc. This document closely mirrors that structure.

Language/Tone: CBAs use legal/contract language to outline obligations and technical language around industry norms. This uses such language throughout with "contract language" clearly denoted.

Purpose: CBAs aim to establish standards around pay, benefits, credits and working conditions. This document modifies an existing CBA to set baseline terms for writers' employment.

Subject Matter: CBAs cover subjects like compensation, healthcare, pensions, job duties/definitions. This addresses those subjects along with residuals, new media terms, credits and more.

Cross-references: CBAs often reference earlier/related CBAs to build out terms over time. This modifies and incorporates terms from prior WGA-AMPTP CBAs.

Based on evaluation against these typical criteria, all evidence strongly supports that this document falls into the genre of a collective bargaining agreement between a union and employers. The intended structure, legal tone, reference to existing agreements and aim of establishing employment terms align it clearly with this genre.

Overall, the quality of reason demonstrated in this document is quite high. Some evidence:

Goals are clearly outlined upfront related to establishing baseline employment terms through a transparent negotiation process between represented parties.

Key terms are logically defined at the outset for consistent understanding and application.

Modifications are reasonably explained by referencing problematic ambiguity or changing industry conditions to promote fair, effective rules.

Obligations on both sides are presented as balanced and neutral rather than biased, self-serving or illogical. Mutual understandings are emphasized.

Dispute resolution mechanisms encourage addressing disagreements rationally and fact-based rather than arbitrarily.

Standards cover expected topics through detailed yet organized provisions considering reasonable reader interpretation.

Qualifications or exceptions to rules demonstrate internal consistency with overall aims rather than appearing arbitrary or aimless.

Outside references incorporate outside knowledge or consensus as applicable to inform provisions reasonably.

While detailed and complex, the document thoughtfully explains its positions and establishes accountable, practical guidelines through language emphasizing objectivity, consistency and resolution of conflicts reasonably agreeable to represented parties. Overall, a strong efforts at quality reason is exhibited.

In evaluating the quality of this document as a collective bargaining agreement, here are some observations:

Structure and Organization: The structure and organization of the document are very clear and logical. Key terms are defined upfront and provisions are numbered for easy reference. This follows expected conventions.

Grammar and Style: The language uses appropriate contractual/legal style and grammar throughout. Contract terms are denoted. Technical industry terms are clearly explained or summarized for the reader.

Completeness: As a Memorandum of Agreement meant to revise an earlier CBA, it clearly incorporates what it modifies and outlines a comprehensive set of baseline terms spanning multiple areas of relevance.

Consistency: Terms are defined consistently and provisions reference each other cohesively. No obvious internal inconsistencies were noticed.

Clarity: While detailed, the intent and obligations established in provisions are written clearly for the intended audience of labor/management. Legal jargon is kept to a minimum.

Accuracy: As the ratified agreement between the parties, it appears to accurately establish the terms agreed upon based on the evidence.

Overall, the document demonstrates a high quality in its structure, organization, consistency, comprehensiveness and clarity as a genre-appropriate CBA meant to govern an industry. The language, definitions and incorporation of prior agreements are rigorously professional. This suggests a well-executed quality of drafting.

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jayhorsestar · 8 months

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army general retired and replaced as of october, pentagon affairs, minuteman is icbm and air force, but all those fixed stations are perhaps guarded by MPs and not USMC, mebbe the army itself. so it's a change of guard, in view the wright bros. vs the UN in the meantime. sofia was at the White House, and she and another retired general, DISA times, have pics w young kiddo. she a girl and Global Citizen would had been dedicated to such generals. and generals' daughters. Grant's sons. russia sent alert GSM automatically icbm drill to take place beginning of october. canada border could read, so GSM overlay. brussels ordered ESA begin arming up for upcoming ISS retirement. minimum wage should update as of beginning of october, for govt budget payslip, then some private lands too. we deal cash affairs, might be soon. more a buck a day, cover the one way by bus ticket. israeli are happy to freely travel to the USA, main diaspora regions Miami, LA, NYC, Seattle, much similar to Greek orthodox diaspora classic locations in the USA. i could call E&F Ltd few blocks away, go meet up IL ladies for their week in RO specializing, and marry one, and then by 2025-2026 freely drop leg into the Miami, or LA. can't see me doing all that. am old, am not running, am not swimming, am simply online, w my beloved squad of ladies, mostly USA. mumbling alone around the house, in my room, will not go easily. i loved having her, was not aware, not opposing, but FR citizen, whatever. she solved the good behavior matrices, and it's not Central America. seen pau onboard, was instant no joke. lie to you not, was instant match! and could had been inner suggestion, but was instantly click. almost ten months ago, and am thinking just like pappa was thinking of mebbe, not the shoppee not the pursers, not the security, but the theatre black tangos, africa.. then officers, perhaps Germany on NCL, so thirty (five by six times a night), and lasted merely a week. even more another sea day, cancelled a port of call, that's xx prime time non-stop. all ships. and that had been last december, see news upcoming this december.. just a heart shadow, Celebrity pushed one new a week ago. Celebrity could run more orthodox officers, lesser procrastinating fanatics. NCL much more fun. more than Princess, true. New Holland is even worse than Celebrity, all port days are mandatory drill full clean tidy uniforms, all crew, all staff, all ships. october is earthquake risk mandatory house insurance, so 'd15robrw computer running only by end of december. am happy for dove, am happy for sofia, perhaps am happy for pau, dunno details, does not look good from here, ad_literam. as if she gottn fkd for free, each and every time she went out of her home. i apologize, sometimes Hawaii is fun, but trophies go in Singapore, Shanghai, Macao, Seul mebbe, Hong Kong mebbe. dunno Melbourne, dunno Brisbane, dunno Manchester. am aware of traditions kept within VS angels old rings, and seen Victoria Beckham trembling her legs, and past year Adriana Lima or smth. it's like receiving call, come wear this dress for a last time feel the thrill. m

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bitbybitwrites · 10 months

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UPDATE: From SAG/AFTRA Negotiating committee

From the SAG AFTRA WEBSITE. Click here to read on website

July 17, 2023

An Important TV/Theatrical/Streaming Strike Update

Here’s the simple truth: We’re up against a system where those in charge of multibillion-dollar media conglomerates are rewarded for exploiting workers.

The companies represented by the Alliance of Motion Picture and Television Producers (AMPTP) — which include Amazon/MGM, Apple, Disney/ABC/Fox, NBCUniversal, Netflix, Paramount/CBS, Sony, Warner Bros. Discovery (HBO), and others — are committed to prioritizing shareholders and Wall Street. Detailed below are some of the key issues of the negotiation and where things stand. We moved on some things, but from day one they wouldn’t meaningfully engage on the most critical issues.

Performers need minimum earnings to simply keep up with inflation.

Us: We need an 11% general wage increase in year 1 so our members can recover from record inflation during the previous contract term.

Them: The most we will give you is 5%, even though that means your 2023 earnings will effectively be a significant pay cut due to inflation and it is likely you will still be working for less than your 2020 wages in 2026.

Performers need the protection of our images and performances to prevent replacement of human performances by artificial intelligence technology.

Us: Here’s a comprehensive set of provisions to grant informed consent and fair compensation when a “digital replica” is made or our performance is changed using AI.

Them: We want to be able to scan a background performer’s image, pay them for a half a day’s labor, and then use an individual’s likeness for any purpose forever without their consent. We also want to be able to make changes to principal performers’ dialogue, and even create new scenes, without informed consent. And we want to be able to use someone’s images, likenesses, and performances to train new generative AI systems without consent or compensation.

Performers need qualified hair and makeup professionals as well as equipment to safely and effectively style a variety of hair textures/styles and skin tones.

Us: How about consultations with qualified hair and makeup professionals for all performers on set to ensure equity for performers of color, and a requirement to have the proper tools and equipment?

Them: Begrudgingly, we will do this for principal performers, but background actors are on their own.

Performers need compensation to reflect the value we bring to the streamers who profit from our labor.

Us: Consider this comprehensive plan for actors to participate in streaming revenue, since the current business model has eroded our residuals income.

Them: No.

All performers need support from our employers to keep our health and retirement funds sustainable.

Us: Contribution caps haven’t been raised in 40 years, imperiling our pension and health plans. Would you consider raising the caps to adjust for inflation and ensure that all performers, regardless of age or location, receive equal contributions?

Them: Here are some nominal increases nowhere near the level of inflation that won’t adequately fund your health plan. Also, background child performers under 14 years of age living in the N.Y. zone don’t deserve pension contributions, which is why we haven’t paid them since 1992.

Principal performers need to be able to work during hiatus and not be held captive by employers.

Us: These timelines we’ve proposed help series regulars by limiting the increasingly long breaks between seasons and giving them some certainty as to when they'll start work again or will be released.

Them: Take these select few improvements that will only help a select few.

Principal performers need to be reimbursed for relocation expenses when they’re employed away from home.

Us: Drop the ruse that series regulars are becoming residents of a new state or country when they go on location and adequately pay them for all of their relocation costs.

Them: Here’s some stipends which don’t realistically reflect the cost of relocating to an out-of-state or out-of-country production.

We marched ahead because they intentionally dragged their feet.

After we agreed to their compressed bargaining schedule, the AMPTP subjected us to repeated stonewalling and delay. It took more than four weeks of bargaining for the AMPTP to agree to simple basic issues of fairness and respect, such as:

Access to reproductive healthcare and gender affirming care for performers working away from home in states that restrict medical access.

A consultation process to guard against racist and sexist “wiggings” and “paintdowns” of stunt performers.

Safety for performers working with animals on set.

Is this enough? We need transformative contracts, yet remain far apart on the most critical issues that affect the very survival of our profession. Specifically, we need fair compensation that accounts for inflation, revenue sharing on top of residuals, protection from AI technology, and updates to our pension and health contribution caps, which haven’t been changed in decades.

This is why we’re on strike. The AMPTP thinks we will relent, but the will of our membership has never been stronger. We have the resolve and unity needed to defend our rights.

Transparency: THIS CHART reflects our proposals and illustrates just how far apart we remain on key issues. The document also indicates where we’ve reached tentative agreements, as well as proposals strategically withdrawn as part of the negotiating process.

For additional information, FAQs, picket locations and more, visit sagaftrastrike.org.

In unity,

The SAG-AFTRA TV/Theatrical Negotiating Committee

*******

#sagaftrastrike #sagaftrastrong #sag aftra strong #sag strike #sag aftra

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wingedchildtiger · 11 months

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Remaking Chelsea

After a spend approaching $750 million over the previous two transfer windows, Chelsea's priorities in this transfer window were pretty clear. In order to remain compliant with financial sustainability rules -- those of both the Premier League and UEFA (when they next qualify for European football) -- they needed to cut the wage bill and generate funds from sales. And they needed to reduce a bloated squad that, including loans, had ballooned to around 40 players (a figure higher than they needed, given the lack of European football this season).

All this while giving Mauricio Pochettino a squad competitive enough to get them back into Europe -- ideally the Champions League, but at a minimum the Europa League. They got to work straight away and Laurence Stewart and Paul Winstanley, the co-sporting directors, have been aggressive and efficient in that regard. They have made two signings thus far -- Christopher Nkunku and Nicolas Jackson -- and we expect them to bring in two to three more players: another forward and one or two central midfielders. But that may take some time as it will depend on which players they can move out.

Editor's note: This is the fourth in a series of stories over the coming weeks applying the same "who to keep, who to extend and who to move on" approach to all the top clubs in the Premier League and Europe. You can find our Manchester City edition here, our Arsenal edition here and our Liverpool edition here.

Goalkeepers Edouard Mendy (31 years old, contract expired in 2025) -- transferred to Al Ahli for €18.5 million MARCOTTI: They had to make a choice between Mendy and Kepa Arrizabalaga and they opted to shift the former. It's not a big fee for a guy who led them to a Champions League crown three years ago, but then again, he lost his starting spot last season. With his deal expiring in 2025, his valuation was only going to fall.

Kepa Arrizabalaga (28, 2025) OGDEN: He's on big wages and hasn't exactly pulled up trees, so there's no need to extend. Maybe he'll blossom under Pochettino and then you can assess what you want to do. But for now, I'd ride out.

Gabriel Slonina (19, 2028) MARCOTTI: He was on loan in Major League Soccer last season and started for the United States at the Under-20 World Cup. I don't see the point in keeping him as a third keeper; he needs to play. So find some place for him to go on loan. You've still got Bettinelli as a backup.

Marcus Bettinelli, 31, 2026 OGDEN: There's a lighter workload with no European football and he can probably do a job as a No. 2. Though if Kepa gets injured, Chelsea may want to move for a keeper in January.

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Defenders Wesley Fofana (22, 2029)

Benoit Badiashile (22, 2030)

Kalidou Koulibaly (32, 2026) -- transferred to Al Hilal for €23m MARCOTTI: They ended up selling him for almost half the €40m they paid to sign him a year ago, but needs must. He didn't have a great season, he's now 32, he was on a huge wage and it's not like they were going to get much more for him.

Trevoh Chalobah (23, 2028) OGDEN: They have a ton of central defenders and it was going to come down to him or Koulibaly for depth. It makes sense to keep him; he's younger and cheaper and showed he can do a job in that role.

Thiago Silva (38, 2024) MARCOTTI: I don't know how much he's going to play at his age, but I guess they value his leadership and it's only a one-year extension they gave him.

Marc Cucurella (24, 2028) OGDEN: Unless Pochettino decides he loves him, he's probably their fifth option at centre-back and their third option, after Ben Chilwell and Lewis Hall, at left-back, so he's the sort of player you want to move on. Problem is, with the sort of season he had last year, that's difficult to do. They paid a lot of money for him and he's on significant wages. So sell if you can, but you may need to keep him.

Ben Chilwell (26, 2027)

Levi Colwill (20, 2025) MARCOTTI: I think he's a phenomenal talent. He was on loan at Brighton last year and they, no doubt, want to keep him, but I think you have to extend his contract and resist the urge to let him go as part of a package for Moises Caicedo or whomever. If the Caicedo fee is too high, maybe you can include Cucurella in some form or let them have Colwill on loan for another season, but only after he extends with Chelsea. Simply keeping him around makes little sense to me; he needs to play.

Reece James (23, 2028)

Malang Sarr (24, 2025) MARCOTTI: He didn't play much at Monaco last year, making just eight league starts, but he'll likely play even less if he stays. I don't know what Chelsea can get for him because he's had little impact over the past three years for three different clubs, so you may need to simply loan him out. If not, take whatever is offered.

Baba Rahman (28, 2024) -- released OGDEN: It's remarkable to think he joined Chelsea eight years ago and spent the past seven seasons on loan. They may have taken a hit in terminating his contract, but it was worth it."\

Ethan Ampadu (22, 2024) OGDEN: He's not going to play and his contract is winding down. Move him on.

MARCOTTI: He was a highly touted youngster and, at 22, he already has 44 caps for Wales. Maybe he'll never live up to the hype, but he showed in loan spells at Sheffield United and then in Serie A the past two years that he can contribute. Yes, you can sell him now and get something -- not much -- for him, but I think it makes more sense to extend his contract by a year or two and either loan him out or maybe keep him around for his versatility. He can also play in defensive midfielder, and that's a role where Chelsea have a big hole right now, so he may be useful as a squad player.

Ian Maatsen (21, 2024) MARCOTTI: I think you need to think of him and Lewis Hall jointly. You can carry one of the two as a back up to Chilwell. Whichever one you keep, you'll need to extend. He had a great year on loan at Burnley, starting almost every game, helping them to promotion and being named in the team of the season. Chelsea seem intent on selling him and Burnley have had a £15m bid knocked back. If you can get the right price I guess you sell, but he looks a special player and if Pochettino is on board with it, I'd look to extend his contract and have him back up Chilwell.

Lewis Hall (18, 2025) OGDEN: I like Hall. I think he has talent and the ability to become the first-choice left back. I'd extend his deal and keep him at the club, giving him the chance to dislodge Chilwell. He could be Pochettino's project: a homegrown kid with the opportunity to become a club stalwart.

Cesar Azpilicueta (33, 2024) -- released, joined Atletico Madrid MARCOTTI: He's been a great servant for the club, but I think they made the right decision to write off the last year of his contract and let him move to Atletico. It cuts the wage bill and opens the door for younger players.

Malo Gusto (20, 2030) MARCOTTI: He's had two years as a regular at Lyon, so you feel he's ready to back up Reece James down the right flank. Only question here is playing time if James stays injury-free, but you can possibly look at that later. For now it makes sense to let Pochettino assess him close up.

Midfielders Cesare Casadei (21 years old, contract expires in 2028) OGDEN: He had a good year in the Championship and was top scorer at the Under-20 World Cup. Now he needs to kick on, so I'd look to loan him to a top-division club, ideally playing in Europe.

Faustino Anjorin (21, 2028) MARCOTTI: He's a very gifted player, but he's had major injury problems and hasn't played since September when he was on loan at Huddersfield. I think all you can do is try to get him fit again and then see if you can loan him.

Andrey Santos (20, 2030) MARCOTTI: Now that he has his work permit, I think this one depends on how many defensive midfielders Pochettino thinks he needs and how many he can get. Ideally, a loan somewhere in Europe might make more sense to smooth the transition from Brazil. But if they're short in the middle of the park, they may not have that option.

Tiemoue Bakayoko (28, 2024) -- released OGDEN: Another one where they decided to cut their losses. It's incredible to think they paid €45m for him six years ago, but he hasn't been able to make it work in any of his loan spells.

Enzo Fernandez (22, 2031) Verdict: Keep

N'Golo Kante (32, 2023) -- signed for Al Ittihad on free transfer MARCOTTI: He was a great player and a popular and likeable one too, but the combination of age, wages and injuries meant it made little sense to give him a new deal. They had to let him go.

Mateo Kovacic (29, 2024) Signed for Manchester City for £25m MARCOTTI: Selling him fits the broader plan of what they want to do: get younger and lower the wage bill. With a year left on his contract, they had little leverage in terms of fee. Maybe they could have got a little more, but I'm OK with £25 million.

Conor Gallagher (23, 2025) OGDEN: I don't think he's Chelsea-level, so I wouldn't extend him. Ideally, I'd look to sell, but they're simply short on bodies in the middle of the park. Plus, I think you need some guys with Premier League experience.

Verdict: Keep but do not extend

Ruben Loftus-Cheek (27, 2024) -- transferred to AC Milan for €16m MARCOTTI: Another massive prospect as a teenager, it's wild to think that he's 27 and never started more than 21 league games in a season (and that was while on loan at Crystal Palace and Fulham). He has an unusual skill set and showed glimpses, but it was time to move on. With a year left and big wages, you weren't going to get much more than what they got.

Carney Chukwuemeka (19, 2028) OGDEN: I think you let Pochettino make the call here. He's still so young and has started only four top flight games. If Pochettino thinks there's room for him to get some playing time and grow then you keep him. If not, send him out on loan where he can play. That will depend on who they bring in.

Mason Mount (24, 2024) -- joined Manchester United for £60m OGDEN: The relationship with the club fell apart, and once it became obvious he wasn't going to extend, they had to sell. I think that's a very good fee for Chelsea.

Mykhailo Mudryk (23, 2031) MARCOTTI: He struggled in his first six months but you made a long-term commitment to him, so you need to give him another shot and hope that he can settle.

Raheem Sterling (28, 2027) OGDEN: I'd look to move him on if you can find someone who will take him, maybe in England or overseas, even on loan. Even with all the attacking players who are leaving, you've added Nico Jackson and Christopher Nkunku and you'll want to give them playing time. You also still have Mudryk, Noni Madueke, Broja coming back from injury, plus whatever new striker we think they're going to sign and no European football.

Christian Pulisic (24, 2024) MARCOTTI: He's on big wages and he's a year away from free agency. It would be silly to keep him and lose him for nothing when he wants a move, you can get a fee for him and you're not going to give him a new deal. With AC Milan submitting a new bid worth over €20m for the forward, a deal could be on the horizon for the forward.

Noni Madueke (21, 2030)

Hakim Ziyech (30, 2025) OGDEN: They had a deal to sell him to Al Nassr lined up, but he failed his medical. It might be tough to sell him, but maybe they can loan him somewhere.

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freeworldallahexecutivembaclass · 1 year

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youtube

New York State's minimum wage will likely see ANOTHER massive increase in the next few years. Lawmakers are looking at upping the minimum wage to jump significantly to $21.25.

In New York State, two legislative proposals call for tying the minimum wage to inflation.

The Raise Up NY bill sponsored by Sen. Jessica Ramos (S3062D/A7503C) would require the minimum wage to progressively increase to $17.25 in 2024, $19.25 in 2025, and $21.25 in 2026", according to the New York Comptroller. Here is the breakdown of minimum wage increases because the increases are different per region.

2024 New York City area: $17.252024 All of New York State cities: $16.00

2025 New York City area: $19.252025

All of New York State cities: $18.002026 New York City area: $21.252026

All of New York State cities: $20.002027 New York City area: $21.252027 All of New York State cities:

$21.25For reference, the minimum wage in New York State right now is $13.20 this a funny number because when I check my facts and the law I proposed that went through with Governor Andrew Cuomo we raised it to $ 15 dollars first then it went on to the now $ 17 dollars an hour minimum in New York city and state from the $ 11 Dollars an hour that it was stuck at and hopefully it becomes the national federal minimum wage to help better the lives of all citizens in America .How much money does one family need to survive? What is actually ENOUGH money? I found some interesting data that may be eye-opening, or at least interesting to you. According to the Economic Policy Institute:For comparison, two adults working full time earning a minimum wage of $21.25 per hour would earn $88,400—significantly closer to the Family Budget Calculator’s threshold for these counties than under the current minimum wages ($54,912 at $13.20 an hour and $62,400 at $15 an hour), but still short of real economic security.

Read More: Minimum Wage Massive Increase Proposal to $21.25 in New York | https://wyrk.com/minimum-wage-increase-new-york

Raise the federal minimum wage to match New York State states minimum wage to put all people on a equal footing and a chance for mobility come to New York and check us out we're where starting to do good and hopefully all other states follow suit to end crime and extreme poverty in their state , city and even their small district or county all across the world .

#Youtube

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melbournenewsvine · 2 years

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Extending paid parental leave to six months by 2026

Sam Mustaine, CEO of Women, called for an expanded plan for paid parental leave at the Government Jobs and Skills Summit last month, while Grattan Institute president Danielle Wood called the reform a key way to boost the economy. loading While the government has yet to set a cost on its pledge, Wood estimated it would cost at least $600 million each year to extend the current plan to 26 weeks. This cost also depends on the flexibility offered to each partner, which is a major point of contention in policy design. Wood welcomed news of the impending announcement on Friday and said it was important for federal policy to set a minimum standard for all workers while allowing families to “surge” the scheme with parental leave from employers. “We have a gender division of labor in Australia compared to other countries,” she said. “For the cultural change, you need to take men on parental leave and we know that to do that, you need to set up a ‘use it or lose it’ element. “That way, you end up dividing the work more evenly between husbands because you get the men more involved in those crucial early years.” loading Grattan’s policy suggested that either partner take 12 weeks of leave plus six weeks of ‘use it or lose it’ for each partner and two weeks of additional leave as a bonus if both partners take their allowances. The Greens suggested a larger scheme of 14 weeks for either partner and six weeks of “use it or lose it” leave for each parent. It would be more generous than the government scheme because it would increase the pay rate for a parent’s wages up to $1,900 a week and would include retirement contributions. The Green Party’s plan will cost $6.4 billion over the next four years, according to an estimate by the Parliamentary Budget Office. The cost of the undertaking is expected to be lower in the next four years, however, as the government is looking at starting a more generous scheme in 2026, the last year of the official four-year forecast in the budget. Deputy Opposition Leader Susan Lee challenged the government to implement policy measures last month after the debate over paid parental leave at a jobs summit, but the coalition declined to comment on Friday because it wanted to wait for the new policy to be confirmed. Go beyond the hype of federal politics with news, opinions and expert analysis from Jacqueline Malley. Subscribers can sign up for the weekly Inside Politics newsletter here. Source link Originally published at Melbourne News Vine

#Melbourne News Vine

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minimumwagess · 2 years

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Kentucky Minimum Wage - 2022 ? (Accurate info)

Kentucky minimum wage is increasing. What does this mean for you? Find out in this article. In addition, you'll learn about the tax credit for employers and overtime exceptions. Most importantly, find out how it affects the economy. Read on to learn about these changes in Kentucky's minimum wage. It may be just the thing you need to make more money and live in a more comfortable way. Then, get out and vote for the minimum wage increase!

Kentucky minimum wage Increases

The increase in Kentucky's minimum wage will be phased in over the next five years. The current minimum wage is $7.25 an hour and is scheduled to reach $15 an hour by 2026. The state has a low unemployment rate, but there is a shortage of workers in Kentucky. As a result, Kentucky employers have a difficult time filling job vacancies. A recent study showed that 50 percent of small business owners in Kentucky couldn't fill job openings during August. That number is higher than the 48-year historical average. The governor's proposal to increase the minimum wage will gradually roll out the increase in earnest, and he has included language that distinguishes between small businesses and large corporations. While the increases in minimum wage in Kentucky may be beneficial to employers, they may also harm the bottom line. While it may be more cost-effective to hire less qualified staff, it can negatively affect employee morale and the ability to attract new talent. The Kentucky Supreme Court has ruled that municipalities cannot change uniform statewide employment laws unilaterally. As such, any changes to local employment laws must be approved by the Kentucky General Assembly and Congress. This should give employers some reassurance.

Overtime exceptions for Kentucky minimum wage

There are some exceptions to the Kentucky minimum wage and overtime rules that are not subject to federal law. For example, certain white collar positions do not require overtime pay in the state. To qualify, employees must make at least $684 a week in salary. Regardless of the industry, there are some exceptions that apply to you. Here are some examples of situations in which Kentucky employers need to pay overtime. Read on to learn more. Many jobs in the United States qualify for an exemption under the federal Fair Labor Standards Act. In Kentucky, there are certain professions that are specifically exempt from overtime requirements. Some are administrative, outside sales, and executive. Each of these categories requires an extensive analysis of duties. Just because an employee has the title of "administrator" does not mean they are exempt from the law. Besides, the federal and state overtime laws are subject to change, so it's important to know exactly what exemptions apply to you.

Tax credit for employers

Small businesses in Kentucky can qualify for a tax credit that covers some or all of the costs associated with creating new jobs. The tax credit will be equal to the lesser of three thousand dollars for each new full-time employee or five thousand dollars for the purchase of qualifying technology or equipment. The credit can be claimed for a period of one year. Businesses that meet the requirements of the program are eligible for this tax credit as long as they are a for-profit company with no more than 50 employees. - To qualify for the tax credit, companies must pay their employees Kentucky minimum wage , which is equal to the federal rate. - Kentucky minimum wage has increased to $7.25 per hour in 2008 and is equivalent to the federal rate. - This means that if employees receive tips, they must be paid a minimum of $ 2.13 per hour and must make up the difference with additional compensation. - Businesses with ten or more employees must file payslips showing the total amount paid for the pay period and all deductions. However, companies are not allowed to deduct tips from employee salaries, which may lower their pay below the state minimum wage.

Impact on economy

While the idea of a higher Kentucky minimum wage is intended to protect low-skilled workers, it is out of step with the laws of supply and demand. A $15-an-hour minimum wage would increase wages for 533,000 Kentuckians and 159,000 workers in the state. Ultimately, it would destroy jobs and increase the state's dependence on government. It is important to keep in mind that the Kentucky minimum wage hike would likely hurt small businesses, which are more likely to suffer a labor shortage than large corporations. If you want to learn about Mexico minimum wage, you can click on it. Overtime workers are entitled to at least 1.5 times the regular minimum wage, although some states require an additional daily limit. The Kentucky minimum wage law does not specify a daily overtime limit, although the FLSA guarantees adequate compensation for qualifying hours worked. An employee who works more than the required number of hours may file an unpaid overtime claim with the Kentucky Department of Labor. The Kentucky minimum wage law will take effect in 2019.

Kentucky Minimum Wage Conclusion

The current minimum wage in Kentucky is $7.25, which ranks as a full 33 cents higher than the federal minimum wage of $6.55. Nonetheless, Kentucky’s minimum wage is decidedly lower than other nearby states. Missouri’s minimum wage sits at $7.35 per hour, while Tennessee’s sits at $7.25 per hour, and Indiana’s sits at $7.20 per hour. Ultimately, Kentucky may soon be left behind its immediate neighbors unless the state raises its minimum wage in the near future.

Kentucky Minimum Wage FAQ

What is Kentucky's minimum wage in 2022? Because the State Minimum Wage Rate for Kentucky was 7.25000 $ per Hour in January of 2022, many minimum wage workers did not earn a living wage. Is minimum wage going up to $15 an hour in Kentucky? Kentucky lawmakers are considering a bill that would gradually raise the state's minimum wage to $15 per hour by July 2026. It is an effort to address the rising cost of living in America. Read the full article

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allamericansbitch · 4 years

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i know all eyes are on the presidential candidates for this election, and rightfully so, but some very wonderful and important things are happening statewide that should be celebrated and highlighted, so here’s a few:

Florida passed Amendment 2, which will raise minimum wage to $15/hour by 2026

South Dakota, Montana, Arizona and New Jersey all passed an amendment that legalized marijuana

Utah will now be removing gendered language in the Utah Constitution and will replace it with gender-neutral language

California passed Prop 17, which restores voting rights to previously imprisoned citizens

Delaware elected Sarah McBride, the first ever openly trans state senator

Ritchie Torres and Mondaire Jones are the first ever openly gay black members of congress

Cori Bush is the first ever woman of color to win a seat in Congress in Missouri

Mauree Turner became the first non-binary state lawmaker in America and the first Muslim member of the Oklahoma state house

Oregon has become the first state to decriminalize all drugs (small amounts of cocaine, heroin, methamphetamine and other drugs will have lesser punishments, similar to traffic tickets, and no jail time.)

Kim Jackson is the first out LGBTQ+ state senator in Georgia

UPDATED WITH MORE GOOD NEWS:

Shevrin D. Jones is Florida’s first opnely LGBTQ+ state senator

Jabari Brisport became New York’s first gay Black member of the house

Arizona flipped blue for the first time in 24 years

Michele Rayner-Goolsby became the first Black LGBTQ woman in the Florida Legislature

Voters in Colorado overwhelmingly rejected Prop 115, a state ballot measure that would have banned abortions after a fetus reaches 22 weeks gestational age. In rejecting the initiative, Colorado remains one of the most progressive states in the country on reproductive rights

Arizona will now send two Democrats to the Senate for the first time since 1951, thanks to the win of ex-astronaut Captain Mark Kelly.

Democrats have flipped the senate seat in Colorado, with the win of former Gov. John Hickenlooper

Mississippi is removing the confederate flag from their symbology

Marie Newman, who has been titled ‘a leader of the pro-choice movement’, will now represent Illinois' 3rd Congressional District in Congress

Nevada became the first state to protect same-sex marriage in it's constitution

Immigrant rights activist and former public defender José Garza won the race for District Attorney of Travis County, Texas

Michigan passed Proposal 20-2, which requires police to have a search warrant to access a person's electronic data and electronic communications.

EVEN MORE UPDATES:

Washington approved Referendum 90, which requires all school districts to provide age appropriate, comprehensive sex ed at all grade levels

Colorado passed the first paid family/ medical leave program

Mississippi passed an ammendment that legalized medical marijuana

Denver overwhelmingly voted to pass Ballot Measure 2J. which lifts the city's more than 30-year-old ban on pit bulls

New Mexico elected all women of color to it’s House delegation

Vermont elected the state’s first openly transgender legislator, Taylor Small

Ilhan Omar, Alexandria Ocasio-Cortez, Rashida Tlaib, and Ayanna Pressley, all won re-election in the House

Nebraska passed a constitutional amendment to the state constitution that closes the loophole of the U.S. Constitution’s 13th Amendment that allowed slavery as a punishment for crimes

Rhode Island passed a measure to rename the state, officially naming it Rhode Island and not The State of Rhode Island and Providence Plantations, due to connections to slavery

Oregon passed measure 109, the first state to legalize psilocybin (mushrooms) for mental heath treatments

Hawai’i elected native Hawaiian Kaiali’i “Kai” Kahele, a Democrat, to the House of Representatives. He is one of 6 Native members of the House who will be sworn in in January

Utah passed legislation that removes language from the state constitution that allows the use of slavery and involuntary servitude as criminal punishments (no more prison labor!)

Multnomah county, where most of Portland sits, just voted for tuition-free preschool for everybody ages 4-5

#election 2020 #50k+#news

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bfpnola · 4 years

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