Upholding Industry Standards

Kia ora all. In mid July I sent out a rushes email to all members highlighting the increasing incidence of Australian production companies arriving in New Zealand with a predetermined agenda that their productions would be done outside The Blue Book’s standard practice (for the most part, working 12-hour days without overtime).

Now, this is not new and to date we have been able to successfully deflect attempts to erode conditions we have upheld as an industry which we deem acceptable, fair and safe in Aotearoa. Unfortunately acceptance of lesser conditions has been increasing and we risk a slippery slope into what may become accepted as ‘normal’ unless crew hold their ground ‘unitedly’. Lack of unification in upholding conditions is a small landslide which will ultimately become an avalanche from which we may not be able to recover.

When asked to work for less than your normal terms and conditions, questions need to be asked. First and foremost is why does the production budget not cover the true cost to employ crew at standard rates? Keeping in mind, the exchange rate is to their advantage. Is it an obvious low-budget production like a charity, humanitarian, not for profit, community messages etc? Or has the production company quoted so low to secure the job that crew are wearing the shortfall? I would hazard a guess that the production company still walks away with a balloon.

We all accept, on occasion, local producers negotiate with local crew for ‘exceptional’ circumstances – as mentioned above charity jobs. Often these requests come from long-established production company/crew relationships. Crew have the right to accept or decline, but for the most we are happy to give of our time – it is our way of contributing and giving back. The Australian productions referred to were all commercial, promoting large corporations and their products.

Apart from the slow erosion of conditions, these productions and the lack of communication between crew have resulted in various crew having had differing conditions. Some being paid overtime, others not – so discussions amongst your fellow crew when asked to deviate from standard practice is essential. I am sure no one wants to be the crew member left out of the loop.

As happened with the recent production that prompted me to send the rushes email, the first crew member approached by the production company accepted the terms (at the time, multiple 12-hour days with no overtime until 12 hours had been worked). This set up an uphill battle for all other crew members. More crew came on board with intimation that other crew had accepted the conditions. It wasn’t until there was a full contingent of crew that the rumblings of dissatisfaction with the offer became apparent. One department where crew appeared to network amongst themselves held their ground with five crew members not accepting the conditions and turning the job down. We have to commend them for their stance, as for many, it was a difficult decision when work was sparse. If the whole crew had taken this stance and communicated at the very beginning the ultimate negotiated position may very well have been better.

And yes, there will always be the production companies who will throw their toys out of the cot and threaten to leave. But with careful unemotional consideration the chances of this can be assessed and mitigated. This is often just that – a threat that is very unlikely to happen. In fact, having asked around, no one can recall an incident where this has ever happened. If the budget is so tight that you have been asked to compromise your pay versus hours of work – on average, a third of a budget is prep, a third is the shoot and a third is post – then consider how far down the track the production has come. Furthermore, what is the reality of shooting what may in fact be a NZ brand offshore? NZ crews have a universal reputation as a hard working diligent workforce. The dollar and exchange rate will almost always rule.

The point to take from this situation is communication amongst crew, to find a place of unity and not to work outside of standard practice or, as a group, accept the proposed offer. Ask the company in the first instance whether other crew members have agreed to the terms and conditions. If this is affirmative, you can ask for the names of other crew and have the discussion whether the offer as a group is acceptable. If you are not given the names of other crew, refer back to your agent or the production manager. Additionally keep your agent and the Guild informed. The Guild will not intervene unless asked to by the crew.

The last couple of months in particular have proved that good communication and collaboration amongst crew pays dividends. Handled calmly and professionally, negotiations can achieve favourable results – whether it be negotiating earlier payment or charging less overtime. You are a ‘crew’ and as defined by the dictionary are “a group of people working together”.