September 21, 2020

COVID-19 RETURN TO WORK AGREEMENT

WITH DGA, IATSE, SAG-AFTRA AND TEAMSTERS/BASIC CRAFTS

This Agreement is entered into by and between:

The Directors Guild of America (“DGA”), on the one hand, and certain Companies
represented by the Alliance of Motion Picture and Television Producers (“AMPTP”) that
are signatory to the 2020 Basic Agreement and 2020 Freelance Live and Television Tape
Agreement and Netflix Productions LLC, on the other hand;

The International Alliance of Theatrical Stage Employees and Moving Picture

Technicians, Artists and Allied Crafts of the United States, its Territories and Canada
(“IATSE”) on behalf of itself and its Locals in North America, on the one hand, and
certain Companies represented by the AMPTP that are signatory to the agreements
referenced in Item 1.b. below, Netflix Productions, LLC and Netflix Animation, LLC, on
the other hand;

The Screen Actors Guild-American Federation of Television and Radio Artists (“SAG-
AFTRA”), on the one hand, and certain Companies represented by the AMPTP that are
signatory to the 2020 Codified Basic Agreement, the 2020 Television Agreement, the
2020 Television Animation Agreement and the 2020 Basic Cable Animation Agreement,
Netflix Productions, LLC, Netflix Animation, LLC and NF Voices, LLC on the other
hand;

The “Basic Crafts Unions” (which comprise Studio Transportation Drivers, International
Brotherhood of Teamsters (“Teamsters Local #399"); International Brotherhood of
Electrical Workers, Local #40 (“IBEW Local #40); United Association of Journeymen
and Apprentices of the Plumbing and Pipe Fitting Industry of the United States and
Canada, Local #78; Southern California District Council of Laborers and its affiliate,
Studio Utility Employees, Local #724 and Operative Plasterers and Cement Masons
International Association of the United States and Canada, Local #755 (“OPCMIA, Local
#755")), on the one hand, and certain Companies represented by the AMPTP that are
signatory to the 2018 agreements with each of the Basic Crafts Unions that are referenced
in Item 1.b. below, Apple Studios LLC, Netflix Productions, LLC and Netflix Animation,
LLC on the other hand; and

Theatrical Drivers and Helpers, Local Union #817, International Brotherhood of

Teamsters (“Teamsters Local #817"), on the one hand, and certain Companies
represented by the AMPTP that are signatory to the agreements referenced in Item 1.b.
below and Netflix Productions, LLC, on the other hand.

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The Companies referenced above are each hereinafter referred to as the “Producer” or
collectively as the “Producers.” The other parties referenced above are each hereinafter referred
to as the “Union” or collectively as the “Unions.” Together, the Producers and Unions are
hereinafter referred to as “the parties.”

The parties agree that preventing the spread of COVID-19 and maintaining a safe and healthy
working environment is of utmost importance. This shared goal can only be achieved through
the participation, support and commitment of the Producers, Unions and every employee, at all
levels of the production. The Producers will implement COVID-19 health and safety protocols
and procedures carefully crafted to ensure a safe and healthy working environment. It is each
individual's responsibility and duty to comply with those protocols and procedures, not only for
the individual's own protection, but also for the protection of others in the workplace. All
employees covered under this Agreement, as well as executives and producers who come into
contact with such employees, must be prepared to engage in good safety practices, including
practicing hand hygiene, self-monitoring for COVID-19 symptoms, maintaining social distancing
and wearing appropriate PPE, while at the workplace if the COVID-19 health and safety
protocols are to be effective. Individuals should also recognize that when it comes to COVID-
19, their actions outside the workplace have an impact on the health and safety of those they
encounter at the workplace, and so it is important to exercise good judgment and maintain safety
practices when not at the workplace. It is only through the dedicated partnership of all involved
that production will safely resume.

1. Term and Scope:

a. Term: The parties acknowledge that this Agreement is a temporary agreement,

intended to last only during the duration of the COVID-19 pandemic. The term of
this Agreement shall commence on September 21, 2020 and extend to and include
April 30, 2021. The provisions of this Agreement have been negotiated based on
the present conditions, which include currently available scientific/medical
information, current levels of infection, public health authorities’ current
guidelines and recommendations and the current lack of a vaccine for COVID-19.
The parties acknowledge that the conditions surrounding COVID-19 are subject to
continuous change, and so they agree to meet one (1) month after the effective
date of this Agreement and every two (2) months thereafter to discuss whether to
make any modifications to this Agreement in light of the conditions and
information that is available at such time. The parties may mutually agree to
terminate this Agreement prior to April 30, 2021 if warranted by the
circumstances.

b. Scope: The provisions of this Agreement apply to all employees employed under
the Agreements listed below, unless specified otherwise.

DGA Basic Agreement and DGA Freelance Live and Television Tape
Agreement;

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 SAG-AFTRA Codified Basic Agreement, SAG-AFTRA Television
Agreement, SAG-AFTRA Television Animation Agreement and SAG-
AFTRA Basic Cable Animation Agreement;

All collective bargaining agreements that a Producer has with the IATSE
or an IATSE Local Union for motion picture production throughout North
America;

All collective bargaining agreements that a Producer has with a Teamster

Local Union for motion picture production throughout the United States
(including any individual agreements covering New Media productions);

Agreement between Producer and IBEW Local #40;

Agreement between Producer and OPCMIA, Local #755;

Agreement between Producer and Southern California District Council of

Laborers and its affiliate, Studio Utility Employees, Local #724; and

Agreement between Producer and United Association of Journeymen and

Apprentices of the Plumbing and Pipefitting Industry, Local #78.

This Agreement contains the entire agreement and understanding among the
parties with respect to the temporary modifications to such agreements that are
necessary in light of COVID-19. Provided that the Producer complies with the
pre-employment testing provisions of this Agreement, no further action on the
part of the Producer with respect to COVID-19 is necessary before engaging
and/or returning individuals to work under the Agreements referenced above.

The parties intend this Agreement to address the subjects covered in the White
Paper. In some instances, the parties have agreed to incorporate portions of the
White Paper. (See Item 17 below.) In other instances, the parties have negotiated
additional or different provisions in this Agreement regarding subjects covered by
the White Paper.

c. Enabling Clause: On a case-by-case basis, one or more Producers or the Union

may request certain modifications to the terms and provisions contained in this
Agreement to be applicable only to a specific production(s). The party proposing
the modification shall provide all appropriate and necessary information and
documentation for the other party(ies) to evaluate the proposed modification. The
Union(s) or the Producer(s), as applicable, shall give good faith consideration to
said modifications and make reasonable efforts to respond to the other party
within three (3) business days of receipt of the supporting information and
documentation. Any such modifications to this Agreement shall be memorialized
in a letter signed by all affected parties and shall only apply to the specific
production.

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 d. When a company that is related to or affiliated with a Producer signatory to one of
the collective bargaining agreements described in Item 1.b. above produces a
motion picture under the terms of that collective bargaining agreement, that
company shall also be bound by this Agreement.

2. Health Screening:

The following applies to all employees other than those who work exclusively remotely:

a. Testing:

i. Pre-Employment: Prospective employees shall be tested for COVID-19

prior to the start of employment in accordance with subparagraph (1), (2)
or (3) below:

(1) The employee may be tested using a lab-based PCR diagnostic test
(i.e., not a rapid test) conducted within forty-eight (48) hours prior
to the start of employment, except that a test conducted within
seventy-two (72) hours shall be acceptable until December 31,
2020, at which time the test must be conducted within forty-eight
(48) hours unless the parties agree otherwise; provided, however,
Producer shall continue to make good faith efforts to find and
transition to lab-based PCR tests with a turnaround time of less
than seventy-two (72) hours prior to December 31, 2020. The test
result must be obtained prior to the start of employment. The
parties agree that a pre-employment test is timely if a prospective
employee who is scheduled to start work on a Monday is tested at
any time on the immediately preceding Friday.

(2) If it is not viable for the prospective employee to take a lab-based

PCR diagnostic test, the results of which are returned in forty-eight
(48) hours (or until December 31, 2020, within the seventy-two
(72) hour period described in subparagraph (1) above), the
prospective employee shall undergo a lab-based PCR diagnostic
test as close in time to the start of employment as may reasonably
be achieved, while still allowing for results to be obtained prior to
the start of employment. In this case, the prospective employee
shall also undergo a rapid test within forty-eight (48) hours prior to
the start of employment. The results of both the lab-based PCR
diagnostic test and rapid test must be obtained prior to the start of
employment.

(3) Alternatively, the employee may be tested using two (2) rapid tests
conducted within forty-eight (48) hours prior to the start of
employment using samples collected at the same time. Both test
results must be obtained prior to the start of employment.

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 Notwithstanding the foregoing, the Producer need not conduct a pre-
employment test if the employee has been tested by a Producer within
forty-eight (48) hours prior to starting work for the Producer, and the test
yielded a negative result.1 If the test relied upon to satisfy this requirement
was a lab-based PCR diagnostic test, it is acceptable for the test to have
been administered within seventy-two (72) hours prior to the employee’s
start of work. If the test was conducted by a different Producer, the
employee must provide sufficient documentation establishing the time and
result of the test.

Producer may establish a policy requiring prospective employees to

undergo additional pre-employment testing beyond the foregoing. If so,
the Producer will notify the prospective employee of the policy prior to the
first pre-employment test.

It is understood that offers of employment are contingent on the

prospective employee undergoing pre-employment test(s) required by the
Producer which yield(s) a negative result.2 A prospective employee who
undergoes the requisite pre-employment test(s) shall be considered
“employed” if the test(s) yield(s) a negative result. However, the
employee may also be required to complete a Health Assessment Survey
and/or to conduct a temperature check in accordance with instructions
supplied by the Producer before he/she starts his/her first day of work. If
the Producer instructs an employee with the requisite negative COVID-19
test result(s) to stay home on his/her first day of work based on the results
of a temperature check and/or Health Assessment Survey, the employee
will be paid pursuant to any sick leave provisions of the applicable

1
In addition, a pre-employment test is not required for: (1) employees at facilities
who returned to work prior to the effective date of this Agreement without a pre-
employment test, and who continue to work during the term of this Agreement; and (2)
performers employed for a voiceover, ADR or looping session outside a personal or home
studio who are alone in a space (e.g., a recording booth) while recording, and who are not
required to come within six (6) feet of any other individual at the location where work is
to be performed for longer than fifteen (15) minutes.
2
This provision is not intended to alter terms of any existing engagement (as
defined in Section 4.A. of Schedule A, Section 6.B. of Schedules B, C and K-II, and
Section 3.A. of Schedules H-I and K-I of the SAG-AFTRA Codified Basic Agreement) or
personal services agreement negotiated prior to the effective date of this Agreement. This
provision shall not be construed to prejudice any party’s position with respect to a
Producer’s obligations under an individual’s existing engagement (as defined in the
preceding sentence) or personal services agreement in the event that individual tests
positive in a pre-employment test. In addition, nothing herein shall preclude the parties
from negotiating better terms.
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 collective bargaining agreement or an applicable statute, if any, and once
exhausted, pursuant to the temporary COVID-19 paid sick leave
provisions in Item 7 below. Item 7.k. will apply to determine whether and
when the employee may commence work.

ii. Periodic:

(1) During employment, “Zone A" employees who work five (5) or
more days in a week shall be tested for COVID-19 at least three (3)
times per week. At least one test per week shall be a lab-based
PCR diagnostic test, the results of which must be returned within
forty-eight (48) hours (or until December 31, 2020, within the
seventy-two (72) hour period described in subparagraph i.(1)
above). The remaining tests required in that week may be rapid
tests. The parties agree that it may be necessary to conduct
additional testing of performers or background actors and crew
involved in production of scenes that require close or intimate
contact or extreme exertion. “Zone A” consists of (A) all
performers and background actors working on set; and (B) all
employees who are present in a workspace with a performer or
background actor while the performer or background actor is not
wearing PPE.

“Zone A” employees who work fewer than five (5) days in a week
need not be tested more frequently than once within the seventy-
two (72) hours prior to each day of employment. At least one test
per week shall be a lab-based PCR diagnostic test, the results of
which must be returned within forty-eight (48) hours (or until
December 31, 2020, within the seventy-two (72) hour period
described in subparagraph i.(1) above). Any other tests required in
that week may be rapid tests.

A Producer need not commence periodic testing for a “Zone A”

employee if: (A) the employee starts and concludes employment
within seventy-two (72) hours following the time the employee
took a pre-employment test which yielded a negative result; or (B)
the performer is employed for a voiceover, ADR or looping session
outside a personal or home studio, is alone in a space (e.g., a
recording booth) while recording and is not required to come
within six (6) feet of any other individual at the location where
work is to be performed for longer than fifteen (15) minutes.

(2) During employment, “Zone B" employees shall be tested for

COVID-19 at least once per week if using a lab-based PCR
diagnostic test. The results of the test must be returned within
forty-eight (48) hours (or until December 31, 2020, within the

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 seventy-two (72) hour period described in subparagraph i.(1)
above). Alternatively, a "Zone B" employee shall be tested at least
twice per week using a rapid test; the results of the tests must be
returned within forty-eight (48) hours.

“Zone B” consists of those employees who work on a “hot” set, but

who are not present in a workspace with a performer or
background actor while the performer or background actor is not
wearing PPE, all Zone B employees while they work during prep,
and employees who work in any other area where the production
has a footprint that is not an area where “Zone C” or “Zone D”
employees work.

(3) During employment, “Zone C” employees shall be tested for

COVID-19 at least once every two (2) weeks using a lab-based
PCR diagnostic test. The Producer will give good faith
consideration to staggering testing of “Zone C” employees, so that
one-half of the “Zone C’ employees on a production is tested in
one week, and the other half is tested in the following week. The
results of the test must be returned within forty-eight (48) hours (or
until December 31, 2020, within the seventy-two (72) hour period
described in subparagraph i.(1) above). The parties agree that
"pool testing" may be used for "Zone C" employees, which must
comply with the then-current FDA authorization for pool testing.
"Pool testing" refers to combining samples from several people and
conducting one laboratory test on the combined pool of samples to
detect the presence of SARS-CoV-2, the virus that causes
COVID-19.

“Zone C” consists of those employees who:

(A) are able to wear PPE at all times while working;

(B) only work with other employees who are also able to wear
PPE at all times while working;

(C) are not required to be within (6) feet of other individuals for
longer than fifteen (15) minutes while working (provided
that if the local governmental authority has issued
guidelines with a more stringent time/distance standard for
determining when individuals come into “close contact”
with other individuals for purposes of COVID-19 contact
tracing, the standard in such guidelines shall apply instead);
and

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 (D) do not come into contact with “Zone A” or “Zone B”
employees in the course of their work, unless both the Zone
“A” or “Zone B” employee and the “Zone C” employee are
wearing PPE at all times and do not come within six (6)
feet of each other for longer than fifteen (15) minutes;
provided, however, “Zone C” employees may not enter
“Zone A” or “Zone B” when “Zone A” or “Zone B”
employees are present unless they have tested negative in
accordance with the procedures set forth below.

Producer shall provide the Union(s) representing “Zone C”

employees with a list of “Zone C” employees on the production
prior to the start of their employment. If any Union has any
objections to the characterization of an employee as a “Zone C”
employee, it may contact the Producer to discuss whether such
employee should instead be considered a “Zone B” employee.

A “Zone C” employee may not go to a “hot” set or other area

where “Zone A” or “Zone B” employees are present at work unless
he/she has tested negative within forty-eight (48) hours prior to
entry using a lab-based PCR diagnostic test (or until December 31,
2020, within the seventy-two (72) hour period described in
subparagraph i.(1) above). Alternatively, the “Zone C” employee
may undergo two rapid tests within forty-eight (48) hours prior to
entry; both tests must be negative.

(4) “Zone D” employees do not require periodic testing after a pre-

employment test. “Zone D” consists of employees who meet the
requirements for a “Zone C” employee listed in Item [Link].(3)(A)-
(D) above and are employed in one of the following
classifications:3

(A) Local #600 (Publicists) – All classifications, except for

Unit Publicists.

(B) Local #695 – All projection personnel, all post-production

personnel and any employee employed on animated motion
pictures.

3
A Producer which owns a studio facility shall contact the applicable Union(s) to
discuss testing for Union-represented back lot employees hired to work in a classification
other than those listed above, based on the circumstances of their employment. Union-
represented back lot employees who returned to work at a Producer-owned studio facility
prior to the effective date of this Agreement without periodic testing may continue to
work without periodic testing until an agreement is reached between the Producer and the
Union(s), even if they are not employed in one of the listed classifications.
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 (C) Local #700 (Post-Production) – All classifications when
employed at a facility and/or in the archive department, or
when employed on animated motion pictures.

(D) Local #700 Screen Story Analysts – All classifications.

(E) Local #700 Lab Technicians – Still lab and film vault
personnel.

(F) Local #700 Warner Bros. Advanced Media Services (Film

Archives) – All classifications.

(G) Local #705 – The following classifications when employed

at a costume department house or studio wardrobe
department and/or in the archive department:

Costume Department Foreperson

Costume Department Supervisor
Costumer Keyperson
Costumer Entry Level
Checkers
Stock Clerk
Table Person
Figure Maker
Head Dyer
Beader
Cleaner
Finisher
Workroom Apprentice

(H) Local #800 (Set Designers and Model Makers) – All

classifications, unless required to work with the shooting
crew.

(I) Local #800 (Illustrators and Matte Artists) – All

classifications.

(J) Local #800 (Scenic, Title and Graphic Artists) – All

classifications.

(K) Local #839 – all classifications.

(L) Local #871 – Script Coordinators and Writers' Room

Assistants.

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 A “Zone D” employee may not go to a “hot” set or other area
where “Zone A” or “Zone B” employees are present at work unless
he/she has tested negative within forty-eight (48) hours prior to
entry using a lab-based PCR diagnostic test (or until December 31,
2020, within the seventy-two (72) hour period described in
subparagraph i.(1) above). Alternatively, the “Zone D” employee
may undergo two rapid tests within forty-eight (48) hours prior to
entry; both tests must be negative.

(5) If an employee tests positive for COVID-19, the Producer shall

follow CDC guidelines in effect at the time or the guidelines of the
local governmental authority in effect at the time, whichever is
stricter, with respect to treatment of other employee(s) (e.g.,
testing, quarantine or self-isolation) who have been exposed to the
employee who tested positive. The employee(s) who was (were)
exposed to the employee who tested positive shall also comply
with those guidelines.

(6) Consistent with current CDC guidelines, Producer may establish a

policy that:

(A) Individuals previously diagnosed with symptomatic

COVID-19 who remain asymptomatic after recovery need
not be tested within 3 months after the date of symptom
onset for the initial COVID-19 infection.

(B) Individuals who develop new symptoms consistent with

COVID-19 during the 3 months after the date of initial
symptom onset will be tested unless an alternative etiology
can be identified by a healthcare provider.

(C) For individuals who never developed symptoms, the date of

first positive RT-PCR test for SARS-CoV-2 RNA should
be used in place of the date of symptom onset.

(7) Failure to obtain a test result within the requisite period shall not
prevent any employee from continuing to work, so long as one of
the following conditions is met:

(A) The employee has taken a rapid test and received a negative
result within the past twenty-four (24) hours; or

(B) The employee is being periodically tested more frequently

than the minimum periodic testing requirements of this
Agreement, and all other tests taken and received within the
past seven (7) calendar days have yielded negative results.

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 iii. Testing in Connection with Air Travel: If an employee is traveling by air,
the employee shall be tested for COVID-19 and obtain the results of the
test prior to the flight (the “pre-flight test”). Pre-flight testing shall be
subject to the same requirements as pre-employment testing (see Item
2.a.i. above), except that an employee who has already been tested in
accordance with the periodic testing requirements in Item [Link]. above
without interruption need not undergo additional testing before the flight
so long as the test was conducted within forty-eight (48) hours of
departure (or, if a lab-based PCR diagnostic test was administered, within
the seventy-two (72) hour period as described in subparagraph i.(1) above,
until December 31, 2020).

If the employee has already begun periodic testing pursuant to Item [Link].
above, he or she may commence work upon arrival at the destination,
provided that the employee continues to undergo periodic testing without
interruption.

If the employee has not yet begun periodic testing, he or she shall be tested
again after the flight prior to starting work pursuant to Item 2.a.i above,
but no sooner than forty-eight (48) hours after arrival at the final
destination, except that:

(1) An employee who undergoes a pre-flight test within forty-eight

(48) hours of departure time and obtains test results prior to
departure may work upon arrival at the final destination during the
forty-eight (48) hour period following the time of the pre-flight
test; and

(2) If the employee is scheduled to commence work at the final

destination before results can be obtained from a test that is
conducted forty-eight (48) hours after arrival, the Producer may
test the employee after the flight, but within forty-eight (48) hours
prior to the start of work (the “post-flight test”). The employee
may start work at the final destination after receiving a negative
test result, so long as the employee’s first periodic test is conducted
within forty-eight (48) hours of the post-flight test.

iv. Types of Tests and Consent to Testing: When testing employees, Producers
shall use diagnostic tests that test for the virus that causes COVID-19,
which does not mean and shall not include antigen or antibody tests.
Currently, the parties have agreed not to use antigen or antibody tests;
however, they agree to continue to evaluate antigen and antibody tests,
including information on the accuracy of available tests in the market
and/or other scientific/medical information, to determine whether antigen
or antibody tests may be appropriate for use in the future subject to the
agreement of the parties. Testing may be done on- or off-site. Test results

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 shall be provided to the employee. Prior to being tested, employees may
be required to sign consent forms for the test and disclosure of test results.
The Producer must comply with all applicable laws in regard to the
issuance of consent forms and the disclosure of test results. Consent forms
shall not include waivers of the Producer’s liability. The Unions agree to
make best efforts to assist the Producer in obtaining such consent forms
from the employees they represent, if necessary.

v. Limited Testing Availability: In the event that availability of COVID-19

testing is limited or there are known delays in processing of test results,
the Producer and the Unions shall discuss the possibility of appropriate
adjustments in the foregoing testing requirements according to the
procedure set forth in Item 1.c. above.

vi. Testing Limited by Law: When production is taking place in a jurisdiction

that limits or prohibits COVID-19 testing (including a jurisdiction that
prioritizes who may be tested) or an employee is flying from or to such a
jurisdiction, the Producer shall comply with the foregoing testing
requirements to the extent permissible by law. In the event that such
circumstances arise, the Producer shall contact the Unions to notify them
of the limitations imposed by the jurisdiction and the parties shall discuss
the possibility of appropriate adjustments in the foregoing testing
requirements according to the procedure set forth in Item 1.c. above.

vii. Testing in Jurisdictions With a Low or High Rate of Infection: The

foregoing COVID-19 testing requirements do not apply to work taking
place in a jurisdiction with a low or high rate of COVID-19 infection. The
parties shall discuss changes to the testing protocols in this Agreement for
jurisdictions with either a low or high rate of infection according to the
procedure set forth in Item 1.c. above. Employees traveling by air to a
location with a low rate of infection from a location that does not have a
low rate of infection shall be tested pursuant to Item [Link]. above
(“Testing in Connection with Air Travel”) and quarantined pursuant to the
requirements of the governmental authority in the jurisdiction, if any. (See
Item 8 below for payment during quarantine prior to start of production or
in connection with a move in production location.)

viii. The parties shall discuss the feasibility of a system to address the
employment of daily hires who have satisfied the Producer’s COVID-19
training, testing and screening requirements and who can be called to work
on short notice.

ix. A Producer may implement more stringent testing protocols than those
detailed in this Agreement.

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b. Health Assessment Survey:

i. Employees will be required to complete a health assessment survey prior

to the start of work each day.

ii. The Producer may require the employee to submit the health assessment
survey electronically (including by means of an application on their
personal cell phone) or in person.

c. Temperature Checks:

i. Employees may be subject to temperature checks, to take place at least

once per day.

ii. Employees who do not pass the temperature check will not be permitted
on the premises and will be directed to contact their healthcare provider,
provided that an employee who does not pass a temperature check
conducted at the work site may rest for fifteen (15) minutes (or will be
advised to return to the temperature checkpoint after fifteen (15) minutes),
before having his/her temperature checked again. If the employee does not
pass the second temperature check, he/she will be denied entry to the
premises and will be directed to contact his/her healthcare provider. No
payment is due for time that an employee spends undergoing a temperature
check at the entrance to the work site. Employees who are denied entry to
the premises due to a failed temperature check will be paid pursuant to any
sick leave provisions of the applicable collective bargaining agreement or
an applicable statute, if any, and once exhausted, pursuant to the temporary
COVID-19 paid sick leave policy in this Agreement.

d. Compensation for Time Spent Screening:

i. An employee other than a background actor who travels outside his/her

home to undergo a test on a day in which the employee does not work for
Producer shall receive a stipend (no fringe) of two hundred fifty dollars
($250.00) ($250.00 CAD, if applicable). A background actor shall receive
a stipend of one hundred dollars ($100.00), which shall be subject to
pension and health contributions only if the background actor is ultimately
employed by the Producer following the test. Such stipend may also cover
payment for time spent completing COVID-19 training of up to one (1)
hour, which need not occur on the same day as the test, and time spent
completing start paperwork, if a Producer elects to require the employee to
complete start paperwork on a day when the employee does not work.

An employee who undergoes a test at home on a day in which the

employee does not work for the Producer shall receive a stipend of twenty
dollars ($20.00) ($20.00 CAD, if applicable).

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 However, no stipend is due if the employee is otherwise paid for the day
(e.g., payment of a travel allowance to a performer or payment for a travel
day to a member of the crew). Also, no stipend is due to a Director of a
theatrical motion picture, a Schedule F performer or a series contract
performer. Producer may individually negotiate payment with IATSE
employees employed in the jurisdiction of the IATSE Basic Agreement or
from within the geographical jurisdictions of the IATSE Area Standards
Agreement or IATSE New York Local Agreements (i.e., Locals #52, #161,
#764, #798 and USA 829) to perform work outside the limits of the United
States, its territories and Canada.

ii. An employee who is required to self-administer a temperature check or fill

out a Health Assessment Survey prior to reporting to work on a day in
which such employee also does work for Producer shall be paid an
additional one-tenth (1/10) of an hour. Once the employee’s engagement
has commenced, if the Producer instructs the employee not to report to
work based on the results of the temperature check and/or Health
Assessment Survey, the employee will receive paid sick leave for that day
pursuant to any sick leave provisions of the applicable collective
bargaining agreement or an applicable statute, if any, and once exhausted,
pursuant to the temporary COVID-19 paid sick leave policy in this
Agreement. Paid sick leave shall be inclusive of the one-tenth (1/10) of an
hour payment for undergoing the temperature check or filling out the
Health Assessment Survey.

The foregoing does not apply to employees employed on an “on-call”

basis, employees employed under the DGA Basic Agreement or FLTTA,
series contract performers, performers employed under Schedule F and
stunt coordinators employed under Schedule K-III.

In no event shall time spent undergoing health screening procedures prior

to reporting to work affect the employee’s start time, meal times, rest
periods or overtime.

iii. Any time that an employee spends undergoing health screening procedures
after reporting to work shall be considered work time.

3. Implementation of Work Groups to Limit Contact and Movement

Each Producer will adopt a system which divides employees into work groups
(sometimes referred to as “zones” or “pods”) that are designed to minimize contact and
interaction between performers and background actors who cannot wear PPE while
performing their duties, on the one hand, and the rest of the crew, on the other hand, and
specifies where employees in each group may go during the course of their workday. The
system may also be used to separate employees in the same “Zone,” as described in Item
2.a. above, into distinct work groups in order to further limit contact and interaction
among them and to maintain a safe and healthful working environment. While the exact
[Link]; 3 14
 details of the system may vary from production to production, the overall system should
be consistent with this goal.

For example, a system could consist of the following groups of employees: those who are
never permitted to go to set because their duties do not require them to be on set; those
who are permitted to go on set to perform their duties, but only when performers and
background actors are not present; those who are permitted to go on set and perform their
duties while performers and background actors are present, but must maintain physical
distance from the performers/background actors; and those who may interact with
performers/background actors at a distance of less than six (6) feet because their duties
require them to do so.

The foregoing does not apply to employees employed on animated motion pictures.

4. COVID-19 Compliance and Enforcement

a. COVID-19 Compliance Supervisor

i. The Producer shall designate a COVID-19 Compliance Supervisor who is

responsible for COVID-19 safety compliance and enforcement on each
production. The COVID-19 Compliance Supervisor may be assigned to
oversee COVID-19 safety compliance and enforcement on one or more
productions. At the Producer’s discretion, more than one COVID-19
Compliance Supervisor may be engaged. The COVID-19 Compliance
Supervisor designated on the production shall be identified on the call
sheet. A Producer which owns a studio facility shall designate a COVID-
19 Compliance Supervisor who is responsible for COVID-19 safety
compliance and enforcement with respect to facility maintenance work and
studio departmental operations. The Producer shall designate a
COVID-19 Compliance Supervisor to be responsible for COVID-19 safety
compliance and enforcement at the Producer's premises where employees
are employed on animated motion pictures. The COVID-19 Compliance
Supervisor shall be accessible at all times during working hours, which
may include via telephone, and all personnel shall have access to the
COVID-19 Compliance Supervisor. It is understood that a Producer may
refer to the individual who performs these functions by a different title.

With respect to live action productions, the COVID-19 Compliance

Supervisor or a member of the COVID-19 compliance team who has
undergone sufficient training and has the authority to enforce the safety
protocols in this Agreement shall be physically present on the
production(s) to monitor and enforce COVID-19 safety protocols
beginning from general crew call and continuing until camera wrap. (This
requirement is not intended to obligate a Producer to engage an additional
individual on the production.) Because employees assigned to the
production may be working at various sites, the parties understand that the
Compliance Supervisor or a member of the compliance team may need to
[Link]; 3 15
 roam between or among those locations throughout the workday to carry
out monitoring and enforcement functions. With respect to animated
productions, the COVID-19 Compliance Supervisor or a member of the
COVID-19 compliance team who has undergone sufficient training and
has the authority to enforce the safety protocols in this Agreement shall be
physically present on the Producer's premises during regular business
hours, which may include “roaming” various locations, depending on
where his/her physical presence is most needed.

The parties further agree that the COVID-19 Compliance Supervisor or a

member of the compliance team can adequately monitor and enforce
COVID-19 safety protocols without a constant physical presence on
certain productions such as multi-camera dramatic series and non-dramatic
productions (e.g., quiz and game shows, talk shows, etc.), or when activity
on the production is limited (e.g., second unit work, green screen work,
etc.) In those situations, the Compliance Supervisor or a member of the
compliance team shall be physically present on the production, but the
determination of the extent of that presence shall be reserved to the good
faith judgment of the Compliance Supervisor.

ii. The Producer shall ensure that the COVID-19 Compliance Supervisor has
access to medical professionals and other subject matter experts who can
address any questions that may arise regarding health and safety.

iii. The COVID-19 Compliance Supervisor shall identify and report any
COVID-19 health and safety concerns (e.g., issues of non-compliance with
the Producer’s COVID-19 health and safety protocols and procedures) to
the Producer’s safety department (or, if the Producer does not have a safety
department, to the individual designated at the start of production to
receive those reports). The COVID-19 Compliance Supervisor shall work
with the appropriate party (e.g., department head, other production
management personnel, the Producer’s safety executives, Labor Relations)
to address the concern.

The COVID-19 Compliance Supervisor may pause production or other

work activities if he/she identifies a COVID-19 health and safety concern
(e.g., issues of non-compliance with the Producer’s COVID-19 health and
safety protocols and procedures), to advise the appropriate party and
resolve the concern. The COVID-19 Compliance Supervisor shall also
have the ability to effectively recommend discipline or termination for
violations of COVID-19 health and safety protocols.

b. The parties acknowledge that promoting health and safety requires the collective
efforts of all individuals involved on production, and that it is important to create
an environment in which individuals are comfortable raising health and safety
concerns so that they can be addressed. The COVID-19 Compliance Supervisor
or his/her designee shall provide training to the UPM, First AD/Key Stage
[Link]; 3 16
 Manager and other department heads so that they can assist in the execution of the
COVID-19 Compliance Supervisor’s directives with respect to employees under
their supervision. In the event that any individual believes that there has been a
violation of the Producer’s COVID-19 health and safety protocols, he or she
should report the matter to his/her supervisor, who shall elevate the matter to the
COVID-19 Compliance Supervisor as necessary to resolve any issues. Individuals
may also report any concerns to the Producer’s safety hotline or, if there is none,
the individual designated at the start of the production to receive those reports.

No employee shall be discharged or otherwise disciplined for refusing to work on

a job that exposes the individual to a clear and present danger to life or limb
relating to COVID-19, or for making a good faith report relating to the safety of
another employee exposed to a clear and present danger to life or limb relating to
COVID-19.

c. Producer shall hire additional staff as it deems necessary to work under the
COVID-19 Compliance Supervisor’s supervision and assist in carrying out his/her
duties. A Producer may elect to hire an employee from a classification
represented by the IATSE, Teamsters, Basic Crafts Unions or DGA to perform
both COVID-19 compliance and enforcement duties and work covered by one of
the agreements referenced in Item 1.b. above (“bargaining unit work”), provided
that the employee is hired in addition to the regular complement of crew on the
production. Employees so hired shall be covered by the applicable collective
bargaining agreement and subject to the minimum terms and conditions applicable
to the classification in which the employee is engaged. During the course of the
workday, the employee may be assigned to perform COVID-19 compliance and
enforcement duties and/or bargaining unit work, the extent and duration of such
duties being at the Producer’s discretion.

It is understood that employees who are part of the regular complement of crew
may perform duties related to COVID-19 compliance and enforcement that are
incidental to the employee’s bargaining unit work and do not interfere with the
employee’s performance of bargaining unit work.

The Unions agree that the assignment of COVID-19 compliance and enforcement
duties to members of their respective bargaining units is on a non-exclusive basis
and without any requirement for additional minimum compensation, and that
Producers’ practices in so assigning such duties shall not create exclusive
jurisdiction or binding practice to assign any portion of such work to employees
represented by any Union.

The COVID-19 Compliance Supervisor may make recommendations to the

Producer regarding the level of staffing required within his/her office in order to
effectively enforce COVID-19 health and safety protocols, and shall also make
recommendations regarding the selection of staff who will be under his/her direct
supervision.

[Link]; 3 17
 d. The COVID-19 Compliance Supervisor or his/her designee will provide
instruction to employees on COVID-19-related protocols as needed.

e. The Producer may comply with its obligations under this provision by hiring the
COVID-19 Compliance Supervisor and any other members of the COVID-19
compliance team directly or by contracting with a third party to supply such
personnel.

5. Training:

a. COVID-19 Health and Safety Protocol Training:

i. Contract Services Administration Trust Fund (“CSATF”), the IATSE

Training Trust Fund (“IATTF”), the Directors Guild-Producer Training
Plan and the New York Assistant Directors Training Program shall
develop a COVID-19 health and safety protocol training (the “COVID-19
Training”) for all employees in consultation with the Industry-wide Joint
Labor-Management Safety Committee, consistent with the usual process
for developing safety training programs. Representatives from the DGA,
Teamsters, Basic Crafts Unions and SAG-AFTRA shall also be included
in the committee for this purpose. For those IATSE Local Unions not
associated with CSATF, such training shall be supplied by the IATSE
Training Trust Fund, except that training for employees employed under a
Canadian IATSE Local agreement shall be supplied through the applicable
organization responsible for health and safety matters in the motion picture
industry, e.g., ActSafe. DGA training shall be supplied through the
Directors Guild-Producer Training Plan and the New York Assistant
Directors Training Program.

When the COVID-19 Training has been developed, successful completion

of such training shall be a condition of employment for all employees. An
employee employed in a classification for which a roster or Qualification
List exists must complete such COVID-19 Training no later than sixty (60)
days following the execution of this Agreement as a requirement for
continued placement on the roster or Qualification List. Details of the
COVID-19 Training to be discussed.

The COVID-19 Training shall be updated from time to time as necessary

to reflect changes in circumstances, such as scientific developments or
agreed changes to protocols in this Agreement. Any updates may be
distributed to those who have already taken the COVID-19 Training via
bulletins or briefings at daily safety meetings.

ii. Prior to the development of the COVID-19 Training, employees shall be

required to undergo COVID-19 health and safety protocol training
developed by each Producer before commencing work.

[Link]; 3 18
 b. Compensation for Time Spent Training: Each employee who takes the COVID-
19 Training shall be paid a stipend of $20.00 for each hour that he or she attends
such training outside of his or her employment, unless the employee is otherwise
already being paid for the day (e.g., payment of a travel allowance to a performer
or payment for a travel day to a member of the crew). No stipend is due if a series
contract performer takes training on a day within his/her span.

6. Personal Protective Equipment:

a. Producers shall provide all employees with face coverings to be worn at all times
on the job site, except when eating, drinking, or when their job duties prevent
them from doing so.

b. Employees who are working in close contact with another individual (where
“close contact” is defined as being within six feet of another individual for fifteen
minutes or more, provided that if the local governmental authority has issued
more stringent time/distance guidelines defining “close contact,” such definition
shall apply instead) shall be provided with a face shield in addition to a face
covering, and may also be provided with goggles.

c. The face coverings, face shields and/or goggles provided may be disposable or
reusable. If such personal protective equipment is reusable, it may only be reused
by the same individual, unless sanitized between users.

d. Employees who wish to bring and utilize their own face coverings, face shields
and/or goggles may do so, provided that the COVID-19 Compliance Supervisor
or his/her designee approves in advance.

7. Temporary COVID-19 Paid Sick Leave

a. An employee shall receive temporary COVID-19 paid sick leave for each day that
the employee is absent from work due to an Eligible COVID-19 Event for which
the employee is not otherwise paid by the Producer until the earlier of the
following:

The employee returns to work or declines to return to work; or

The end of the employee’s guaranteed employment period, provided that,

for purposes of determining temporary COVID-19 paid sick leave, this
period shall include the number of days that it was reasonably anticipated
that the employee would work.

However, in no event shall an employee receive more than a total of ten (10) days
of temporary COVID-19 paid sick leave per Producer, which may cover one or
more Eligible COVID-19 Events.

[Link]; 3 19
b. There shall be no accrual period. Temporary COVID-19 paid sick leave shall be
immediately available to employees upon commencing work.

c. Temporary COVID-19 paid sick leave may be used for any of the following
“Eligible COVID-19 Events,” or any combination of Eligible COVID-19 Events:

i. The employee has tested positive for COVID-19 or exhibited symptoms of

COVID-19.

ii. The Producer has requested that the employee isolate or self-quarantine
because another person with whom he or she has been in close contact has
tested positive for COVID-19 or exhibited symptoms of COVID-19.

iii. A member of the employee’s household has tested positive for COVID-19
or exhibited symptoms of COVID-19.

iv. A public official or healthcare provider has requested that the employee
isolate or self-quarantine due to COVID-19 (other than a quarantine
described in Item 8 below).

v. The Employee must provide care for a child or senior, whose childcare or
senior care provider ceases operations due to COVID-19.

vi. The Employee needs to care for a child, parent or spouse who is subject to
a federal, state or local quarantine or isolation order related to COVID-19
or has been advised by a healthcare provider to self-quarantine related to
COVID-19.

d. For each day of temporary COVID-19 paid sick leave used by an employee, the
employee shall receive payment as set forth below, based on the employee’s
contracted rate, but in no event more than $750 ($750 CAD, if applicable) per day
and $7,500 ($7,500 CAD, if applicable) in the aggregate. An employee who is
paid his/her full regular salary or guarantee for a period that includes absence due
to an Eligible COVID-19 Event shall not receive temporary COVID-19 paid sick
leave in addition to his/her salary or guarantee.

i. IATSE/Teamsters/Basic Crafts Unions

(1) Daily employees – payment for a minimum call.

(2) Hourly employees without a minimum call – payment for eight (8)
hours.

(3) Weekly employees – one-fifth (1/5) of weekly/on-call rate.

(4) Employees whose rates are subject to individual negotiation under

the collective bargaining agreement – pro rata daily rate.
[Link]; 3 20
 Fringe benefits: Such payments shall be subject only to health/welfare
contributions, pension contributions and IAP/annuity contributions, if
applicable. Such payments shall not be subject to vacation or unworked
holiday payments, nor any other fringe benefit contributions, except that
paid sick leave for a daily employee employed under the Local #839
Agreement is inclusive of vacation and holiday pay.

ii. DGA

(1) Directors – one-fifth (1/5) of the weekly salary, or the daily rate for
a Director who is engaged for daily employment as permitted under
the Basic Agreement or FLTTA.

(2) UPMs/Assistant Directors/Associate Directors employed under the

Basic Agreement

(A) Daily employees – applicable daily rate.

(B) Weekly employees – one-fifth (1/5) of the studio weekly

rate.

(3) Associate Directors/Stage Managers employed under the FLTTA

(A) Prime Time Dramatic

1) Daily – applicable daily rate.

2) Weekly – one-fifth (1/5) of the studio weekly rate.

(B) Other than Prime Time Dramatic

1) Daily – payment for eight (8) hours (or twelve (12)

hours if engaged on a daily flat basis).

2)) Weekly – one-fifth (1/5) of the weekly rate.

Such payments shall be subject to pension and health contributions.

iii. SAG-AFTRA

(1) Day performer – daily rate.

(2) Three-day performer – one-third (1/3) of the three-day rate.

(3) Weekly performer – one-fifth (1/5) of the weekly rate.

[Link]; 3 21
 (4) Major role performer – performer’s contracted rate, divided by the
number of work days covered by the contracted rate.

(5) Series contract performer – performer’s “per episode” salary,

divided by the number of scheduled work days for the episode.

A series contract performer shall receive temporary COVID-19

paid sick leave only under the following circumstances:

(A) The performer’s Eligible COVID-19 Event causes the

performer to be absent for all or part of the production of a
guaranteed episode in which he/she was scheduled to
appear, and the performer is not otherwise paid his/her full
episodic fee for that episode. If the performer is absent for
the entire episode, he/she shall be paid temporary COVID-
19 sick leave based on the number of scheduled shooting
days. If the performer is absent for part of the episode,
he/she shall be paid temporary COVID-19 sick leave based
on the number of days in the shooting schedule less the
number of days worked on the episode.

(B) The performer’s Eligible COVID-19 Event causes the

performer to work outside his/her overall production
period, in which case the performer shall be paid temporary
COVID-19 sick leave based on the number of days worked
outside the overall production period.

(C) The performer has an Eligible COVID-19 Event that occurs

outside his/her overall production period, in which case the
performer shall be paid temporary COVID-19 sick leave
based on the number of days of absence.

(6) Background actor – daily rate.

(7) Voice actor – session fee.

Such payments shall be subject to pension and health contributions.

A Schedule F deal performer or a performer employed on a multi-part

closed-end picture under Schedule F who is absent because of an Eligible
COVID-19 Event which occurs during the period of time that the
performer is contracted to work for the Producer shall not be entitled to
payment for such days under the temporary COVID-19 sick leave
provision, unless the performer’s guarantee is reduced as a result. If the
performer is not replaced and cannot complete services within the
contracted work period due to absence because of an Eligible COVID-19
Event, the Producer may recall the performer outside the contracted work
[Link]; 3 22
 period for a number of non-consecutive days equal to the number of days
the performer was absent due to the Eligible COVID-19 Event, subject to
the performer’s professional availability. The performer shall advise the
Producer of any existing professional commitments outside the contracted
work period and shall keep the Producer apprised of his/her professional
availability by advising the Producer of any new professional
commitments outside the contracted work period in a timely manner. The
performer will cooperate to the fullest extent in trying to make his/her
services available to the Producer if recalled outside the contracted work
period. In the event the performer is recalled outside the contracted work
period, he/she shall receive temporary COVID-19 sick pay for the number
of days the performer’s contracted work period was extended. The
foregoing shall not be deemed to diminish any other rights of recall the
Producer may possess.

Payments made under this temporary COVID-19 sick leave provision shall
not impact any calculation of residuals.

e. Producer may require the employee to submit verification (e.g., a doctor’s note) of
the Eligible COVID-19 Event in order to receive more than three (3) days of
temporary COVID-19 paid sick leave for such Eligible COVID-19 Event.

f. Employees are not entitled to payment for any unused temporary COVID-19 sick
leave under this Agreement.

g. Paid sick days under this temporary COVID-19 sick leave provision shall not be
considered workdays for any purpose under the applicable collective bargaining
agreement; however, paid sick days may be counted for purposes of determining
whether an employee is eligible for health coverage under the “alternative days
eligibility rule” of the SAG-AFTRA Health Plan.

h. Any requirements for prior notice of layoff (or pay in lieu of) in a collective
bargaining agreement shall be suspended in the event that an employee is
receiving payment pursuant to the foregoing temporary COVID-19 paid sick leave
policy.

i. If an employee has an Eligible COVID-19 Event while on distant location and is

unable to return home, the Producer shall provide the employee with lodging and
per diem while on distant location, in addition to temporary COVID-19 paid sick
leave under the foregoing provisions of this Item 7.

j. To the extent that an employee is eligible for paid sick leave in a jurisdiction with
a law that cannot be waived in a collective bargaining agreement, the law of the
jurisdiction shall apply in lieu of the provisions herein.

k. An employee who is absent from work due to an Eligible COVID-19 Event will
be reinstated to his/her original position on the production, provided that: (a) the
[Link]; 3 23
 position continues to exist or the role has not been recast; and (b) if the absence
was due to the employee’s own COVID-19 status (i.e., a positive test or
symptoms) or the COVID-19 status of someone in the employee’s household or
with whom the employee had come into close contact, the employee satisfies the
Producer’s eligibility requirements for return to work; however, for continuity
purposes, a Producer is not required to reinstate an employee on an episodic series
or serial until work on the current episode has been completed. If the employee’s
absence exceeds fourteen (14) consecutive calendar days, the parties will discuss
on a case-by-case basis, upon the request of the Producer, issues related to the
individual’s reinstatement.

l. The Union shall waive COVID-19-related sick leave laws to the extent that such
laws permit waiver in a collective bargaining agreement. The AMPTP and each
of the Unions shall execute a letter agreement to provide:

“Reference is made to the COVID-19-related return to work agreement of the

parties, dated September 21, 2020, in which the parties agreed to waive the
application of all COVID-19-related paid sick leave laws for which waiver is
permissible under a collective bargaining agreement.

“The Union expressly waives, to the full extent permitted by law, the application
of the following to all employees employed under [the applicable collective
bargaining agreements of each Union]: The City of Los Angeles Emergency
Order regarding Supplemental Paid Leave Due to COVID-19 (issued April 7,
2020); the Los Angeles County COVID-19 Worker Protection Ordinance; and any
other ordinance, statute or law requiring COVID-19-related paid sick leave that is
hereafter enacted. It is understood that the Unions and the AMPTP shall
memorialize any such waiver for any newly-enacted law by letter agreement.”

m. The payments in this temporary COVID-19 paid sick leave policy shall be
available to employees in addition to any other leave the employees would receive
under any applicable collective bargaining agreement. In the event an employee
has an “Eligible COVID-19 Event” as defined in Item 7.c. above, the employee
must use the temporary COVID-19 paid sick leave described in this Item 7 before
any other leave available under the applicable collective bargaining agreement.

n. The provisions of this temporary COVID-19 paid sick leave policy shall be in
effect until the expiration of this Agreement.

8. Payment for Required Isolation or Self-Quarantine (Other than for an Eligible COVID-19
Event)

This Item 8 applies after an employee has been engaged and the employee is required to
isolate or self-quarantine at the request of the Producer (other than for an Eligible
COVID-19 Event) and/or because the law of the jurisdiction where production is taking
place requires travelers from outside the jurisdiction to self-quarantine, under the
following circumstances:
[Link]; 3 24
 prior to the commencement of an employee’s work on a production; or

when an employee who has already commenced work travels to a production

location where applicable law requires travelers from outside the jurisdiction to
self-quarantine.

If the employee does not perform work at the direction of the Producer while in isolation
or self-quarantine:

a. The Producer may individually negotiate payment for time spent in isolation or
self-quarantine with:

i. Directors employed on a theatrical motion picture, a pilot or a long-form

television motion picture/long-form High Budget SVOD Program, or who
are employed under Paragraph 10-109 of the Basic Agreement;

ii. Schedule F deal performers guaranteed $40,000 or more per television

motion picture or High Budget SVOD Program or $80,000 or more per
theatrical motion picture. Notwithstanding the foregoing, no payment is
due for days spent in isolation or self-quarantine that are within the overall
production period of a series contract performer whose guarantee meets
one of the thresholds specified in Section 14(b)(1) or (2) of the SAG-
AFTRA Television Agreement.4

iii. Performers employed on a multi-part closed-end picture under Schedule F

who are guaranteed $80,000 or more for the multi-part picture and
$20,000 or more per part.

iv. IATSE employees employed in the jurisdiction of the IATSE Basic

Agreement or from within the geographical jurisdictions of the IATSE
Area Standards Agreement or IATSE New York Local Agreements (i.e.,
Locals #52, #161, #764, #798 and USA 829) to perform work outside the
limits of the United States, its territories and Canada.

b. All other employees shall be paid for time spent in isolation or self-quarantine as
set forth below, based on scale for the employee’s job classification/applicable
minimum.5

4
The foregoing is not intended to preclude a series contract performer who enters
into a contract on or after the effective date of this Agreement and whose guarantee meets
one of the thresholds specified in Section 14(b)(1) or (2) from negotiating payment for
time spent in isolation or self-quarantine as a better condition of employment.
5
This provision does not alter the terms of any agreement entered into prior to the
effective date of this Agreement regarding payment for time spent in isolation or self-
quarantine under the circumstances covered by this Item 8.
[Link]; 3 25
 i. IATSE/Teamsters/Basic Crafts Unions

(1) For each of the first five (5) days out of each seven (7) consecutive
day period in which the employee is in isolation or self-quarantine:

(A) Daily employees – payment for a minimum call.

(B Hourly employees without a minimum call – payment for

eight (8) hours.

(C) Weekly employees – one-fifth (1/5) of the distant location

weekly/on-call rate.

(D) Employees whose rates are subject to individual negotiation

under the collective bargaining agreement – pro rata daily
rate.

(2) For each of the final two (2) days out of each seven (7) consecutive
day period in which the employee is in isolation or self-quarantine:

(A) Daily and weekly (other than “on-call”) employees; hourly

employees without a minimum call – four (4) hours of pay,
plus pension and health/welfare contributions for eight (8)
hours.

(B) “On-Call” Employees – one-twelfth (1/12) of the

weekly/on-call rate, plus pension and health/welfare
contributions for seven (7) hours on the sixth (6th) day out
of each seven (7) consecutive day period, or for eight (8)
hours on the seventh (7th) day out of each seven (7)
consecutive day period.

(C) Employees whose rates are subject to individual negotiation

under the collective bargaining agreement – one-half (½) of
the pro rata daily rate, plus applicable pension and
health/welfare contributions and contributions.

If the applicable collective bargaining agreement provides for a

daily contribution rate, contributions shall be made at the daily rate
for each of the sixth (6th) and seventh (7th) days out of each seven
(7) consecutive day period. If the applicable collective bargaining
agreement provides for a percentage contribution rate,
contributions shall be calculated on the payment set forth above.

Fringe benefits: Such payments shall be subject only to health/welfare

contributions, pension contributions and IAP/annuity contributions, if
applicable. Such payments shall not be subject to vacation or unworked
[Link]; 3 26
 holiday payments, nor any other fringe benefit contributions, except that
paid sick leave for a daily employee employed under the Local #839
Agreement is inclusive of vacation and holiday pay.

ii. DGA

(1) Directors – one-fifth (1/5) of the weekly salary, or the daily rate for
a Director who is engaged for daily employment as permitted under
the Basic Agreement or FLTTA, for each of the first five (5) days
out of each seven (7) consecutive day period in which the
employee is in isolation or self-quarantine.

(2) UPMs/Assistant Directors/Associate Directors employed under the

Basic Agreement

(A) Daily employees – one-fourth (1/4) of the distant location

weekly rate for each of the first five (5) days out of each
seven (7) consecutive day period in which the employee is
in isolation or self-quarantine.

(B Weekly employees – one-seventh (1/7) of the distant

location weekly rate for each day in which the employee is
in isolation or self-quarantine.

(3) Associate Directors/Stage Managers employed under the FLTTA

(A) Prime Time Dramatic

1) Daily employees – one-fourth (1/4) of the distant

location weekly rate for each of the first five (5)
days out of each seven (7) consecutive day period in
which the employee is in isolation or self-
quarantine.

2) Weekly employees – one-seventh (1/7) of the

distant location weekly rate for each day in which
the employee is in isolation or self-quarantine.

(B) Other Than Prime Time Dramatic

1) Daily – payment for eight (8) hours for each of the

first five (5) days out of each seven (7) consecutive
day period in which the employee is in isolation or
self-quarantine.

2) Weekly – one-fifth (1/5) of the weekly rate for each

of the first five (5) days out of each seven (7)
[Link]; 3 27
 consecutive day period in which the employee is in
isolation or self-quarantine; eight (8) hours at
straight time for each of the final (2) days out of
each seven (7) consecutive day period in which the
employee is in isolation or self-quarantine.

Such payments shall be subject to pension and health contributions.

iii. SAG-AFTRA

(1) Performers – Schedule B weekly minimum (currently $3,575) for

each seven (7) consecutive day period in which the employee is in
isolation or self-quarantine (or pro rata for any period of less than
seven (7) days).

The overall production period for a series contract performer

whose guarantee does not meet one of the thresholds specified in
Section 14(b)(1) or (2) of the Television Agreement shall be
suspended during any period for which he/she receives payment for
time spent in isolation or self-quarantine under this provision (i.e.,
such days shall not count towards the performer’s overall
production period).

No payment is due if such days are within the overall production

period of a series contract performer whose guarantee meets one of
the thresholds specified in Section 14(b) (1) or (2) of the
Television Agreement.6

(2) Background actors – daily minimum for a background actor for

each of the first five (5) days out of each seven (7) consecutive day
period in which the employee is in isolation or self-quarantine.

Such payments shall be subject to pension and health contributions, but

shall not impact any calculation of residuals.

If the employee performs work at the direction of the Producer while in isolation or self-
quarantine, he/she shall instead be paid pursuant to his/her contract of employment for
any day on which the employee performs such work.

6
The foregoing is not intended to preclude a series contract performer who enters
into a contract on or after the effective date of this Agreement and whose guarantee meets
one of the thresholds specified in Section 14(b)(1) or (2) from negotiating payment for
time spent in isolation or self-quarantine as a better condition of employment.
[Link]; 3 28
9. Meals and Individual Packaging

Meals and snacks will be served in individually packaged or wrapped portions.

Communal “buffet style” food service, including salad bars, trays of food, or any food
service that requires sharing of utensils such as serving spoons or tongs, will not be
permitted. Compliance with the foregoing satisfies any obligations under the collective
bargaining agreements to provide a meal to employees. Producer shall not be required to
provide employees with a hot meal.

10. Electronic Receipt of Documents

To the extent the Producer implements electronic documents in lieu of paper documents,
employees shall accept e-delivery of and provide e-signatures for the following items: (1)
start paperwork; (2) time cards; (3) deal memos; (4) direct deposit of payroll (where
Union consent to direct deposit is not permissible, Producers shall be permitted to mail
checks); (5) extras vouchers; (6) fitting vouchers; (7) audition sign-in sheets and (8)
SAG-AFTRA Exhibit Gs (one electronic Exhibit G may be sent to all performers). If an
employee does not possess or have access to a device or technology which permits receipt
and transmission of electronic documents, the Producer will either provide the employee
with a hard copy of the document or make other arrangements for the employee to receive
and sign electronic documents. Producer agrees to meet with each of the Unions during
the term of this Agreement to discuss measures for ensuring the proper protection of
personal information contained in the foregoing documents and other related privacy
concerns.

11. Contact Tracing

While the employees are on the job site, Producers may require that employees participate
in systems that enable contact tracing, such as use of a “punch card” system to record the
employee’s location throughout the day or by means of electronic devices (e.g., phone
“apps” or wearable electronic devices that track the movement or location of a person or
which detect when a person wearing the device comes into close contact with another
person wearing the device). Producers may require employees to sign documentation
consenting to the use of such electronic devices in contact tracing.

In the event that a Producer uses electronic devices for contact tracing, it may access
information collected from those devices only for purposes of tracing individuals that the
employee has been in contact with during working hours when there has been a COVID-
19-related event, or for purposes of managing and enforcing social distancing protocols.

12. Consent to Producers’ COVID-19 Policies and Procedures

Each Producer has developed detailed policies and procedures to address COVID-19 in
the workplace. To the extent those policies or procedures conflict with the provisions of
this Agreement, this Agreement shall prevail as it relates to employees covered by this
Agreement.

[Link]; 3 29
 The Producer may require employees to acknowledge receipt of the Producer’s
COVID-19 policies and procedures and to adhere to such policies and procedures.

Union representatives agree to cooperate and comply with all Producer policies and
procedures with respect to testing and other health screening procedures for Zone A or
Zone B employees, as applicable. The Union shall be responsible for ensuring that any
representatives exercising their right to visit the workplace are in compliance with testing
requirements prior to visiting the workplace.

Each Producer shall provide the Union with a copy of its COVID-19 policies and
procedures.

13. All Budget Thresholds Exclude COVID-19-Related Expenses

Under certain provisions of the collective bargaining agreements (including the IATSE
and DGA Low Budget Agreements), terms and conditions of employment are linked to
the budget of a program. The parties have discussed the increased costs that productions
will incur to implement various health and safety protocols related to the COVID-19
pandemic. Because those unprecedented costs are additive to the standard production
costs on which the parties negotiated the budget tiers that determine terms and conditions
of employment, the parties agree that the following costs shall be excluded from
consideration of whether a program falls within a given budget tier: health screening
(including testing, health assessment surveys and temperature checks), personal
protective equipment, salaries of COVID-19 compliance monitor(s) performing only
COVID-19-related duties, COVID-19-related cleaning costs in excess of ordinary or
usual cleaning costs, portable hand washing stations (unless they would have been
necessary in the absence of COVID-19), additional bathroom units, costs of lodging and
per diem for employees who are required to isolate or self-quarantine and payments made
to employees during any self-isolation or quarantine (other than those due to an “Eligible
COVID-19 Event,” as defined in Item 7.c. above).

14. Work from Home

The following applies when a Producer requires an employee to work remotely from
home:

a. If an employee does not have equipment necessary to work remotely from home
and the Producer does not provide such equipment, the employee shall submit a
request to the Producer for purchase of the necessary equipment. Producer shall
reimburse the employee for any pre-approved purchases after the employee
submits receipts or other appropriate proof of purchase.

b. Producer shall provide an employee with any technology training that it

determines is necessary in order for the employee to work remotely from home.

c. Producer shall reimburse any necessary and reasonable costs that an employee
incurs as a direct consequence of working remotely from home, provided that the
[Link]; 3 30
 Producer has approved such expenses in advance and the employee submits
appropriate proof of the expense.

15. Dispute Resolution/Grievance and Arbitration

Any dispute arising out of the provisions of this Agreement may be referred to the
grievance and arbitration procedures in the applicable collective bargaining agreement.

16. Conflict of Law

In the event that any of the terms or conditions of this Agreement are contrary to or
unenforceable by reason of any law or governmental decision, ruling or regulation, such
terms or conditions shall be deemed to be severed from this Agreement, and the illegality
or unenforceability thereof shall not in any manner affect or impair any other terms or
conditions of this Agreement.

17. Industry-Wide Labor-Management Safety Committee Task Force White Paper

The parties incorporate certain of the guiding principles and the following
recommendations of the Industry-Wide Labor-Management Safety Committee Task Force
White Paper, which are reproduced in Exhibit A to this Agreement:

a. Infection Control – Hand Hygiene

b. Infection Control – Disinfection and Maintenance [reference to “COVID-19
Compliance Officer” changed to “COVID-19 Compliance Supervisor or his/her
designee.”]
c. Infection Control – Food and Beverages
d. Infection Control – General Infection Prevention Issues [note addition of
clarifying footnote 1 on p. 44]
e. Protecting and Supporting Cast and Crew Health and Safety – Development of
Symptoms [reference to “COVID-19 Compliance Officer” changed to “COVID-
19 Compliance Supervisor.”]
f. Physical Distancing – Meetings
g. Physical Distancing – Writers’ Rooms
h. Physical Distancing – Audiences [modified to reference jurisdictions which
prohibit live audiences]
i. Physical Distancing – Working Remotely (Telecommuting)
j. Physical Distancing – Shared Workspaces
k. Training and Education
l. Unique Production-Specific Concerns – Special Considerations for Cast and Crew
Working in Close Proximity to Performers
m. Unique Production-Specific Concerns – Special Considerations for Performer
[note addition of clarifying footnote 2 on p. 48 and footnote 3 on p. 49]
n. Unique Production-Specific Concerns – Transportation
o. Unique Production-Specific Concerns – Special Considerations for Travel

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 p. Unique Production-Specific Concerns – Special Considerations for Filming on
Location

DGA Items

18. One Director To A Film on Episodic Television

The parties recognize that situations may arise in which the original Director of an
episode is unavailable due to reasons related to COVID-19 (e.g., the original Director is
or becomes ill, a location becomes available after being closed due to COVID-19 when
the original Director is unavailable, or scenes must be shot at a time when a jurisdiction
eases restrictions on crowd or intimate scenes and the original Director is unavailable at
such time). To minimize the possibility of introducing a new employee who may be
infected with COVID-19 to the production, the Guild and the Producer shall enter into
good faith discussions to allow someone who is already engaged on the production to
direct scenes for another Director’s episode when such situations arise.

19. Temporary Upgrade of an Assistant Director

Producer may temporarily upgrade an Assistant Director to a higher classification to

replace an employee who is absent due to an Eligible COVID-19 Event (as defined in
Item 7.c. above for purposes of temporary COVID-19 paid sick leave), even if he/she is
not on the Qualification List for such higher classification. The Producer shall notify the
Guild as soon as practicable after it becomes aware that a replacement is necessary, so
that the parties can discuss a plan for the return of the absent employee or a replacement
from the applicable Qualification List.

20. Electronic Transmissions

The following represents the parties’ understanding regarding electronic transmission of

images and/or sound under Paragraph 7-1505 of the DGA Basic Agreement during the
term of this temporary Agreement to address return to work issues associated with
COVID-19. Upon the expiration of this temporary Agreement, the parties agree that the
terms of Basic Agreement Paragraph 7-1505 shall apply, and that the parties shall have
three months from the expiration of this temporary Agreement to negotiate the terms and
best practices referred to in Basic Agreement subparagraph 7-1505(c).

“Due to the unique nature of the COVID-19 pandemic, the use of electronic transmission
of images and/or sound from the set, stage or control booth may be necessary to reduce
the number of people that are physically present on the set or stage or in the control
booth, so as to allow for appropriate physical distancing.

“Accordingly, the parties acknowledge that the Producer may make images and/or sound
of rehearsals and/or takes of scenes available via electronic transmission to one or more
locations near and/or outside the production area to persons who, if not for physical

[Link]; 3 32
 distancing necessitated by COVID-19, would have been present on the set or stage or in
the control booth, including:

“(i) the Director of Photography and Sound Mixer;

“(ii) Assistant Directors;

“(iii) Hair Stylists, Make-up Artists and Costumers;

“(iv) parents, guardians, teachers, social workers, welfare workers and other people
responsible for monitoring minor performers;

“(v) union representatives; and

“(vi) other employees of the Employer or visitors to set who would have had a
legitimate business reason to be present on set (e.g., writers, executive producers,
network executives).

“It is understood that the use of such electronic transmission for purposes of COVID-19
prevention shall not expand the number of people who would have had access to the set,
stage or control booth, if not for the physical distancing requirements necessitated by
COVID-19. With respect to rehearsals and/or takes of intimate scenes, access to images
and/or sounds via electronic transmission shall be limited to those who would have been
physically present on set or who would have had access to monitors during such scenes, if
not for the physical distancing necessitated by COVID-19.

“Such electronic transmission shall be implemented in consultation with the Director. If

the electronic transmission is to a location outside the production area, the Employer shall
notify the Director of the name and title of the individual(s) receiving the electronic
transmission. If more than one such individual has creative notes for the Director, the
notes should be delivered to the Director by a single person designated by the Employer,
or, alternatively, the individuals should coordinate with each other and the Director to
deliver the notes together. Ideally, notes should be reserved until after the Director has
had a chance to make initial adjustments with performers, and should be succinct and
immediate, if possible.

“It is understood that the parties may make separate arrangements for use of electronic
transmissions on multi-camera programs in order to accommodate the continuation of
normal business practices on such programs, while also providing for physical distancing
necessitated by COVID-19.”

21. “On or About” Start Dates

The DGA waives the obligation in Paragraph 4-103(c) of the Basic Agreement and
Article 14.D.3. of the FLTTA to provide a specific date when postponing a Director’s “on
or about” start date for COVID-19-related reasons, so that the Employer and Director may

[Link]; 3 33
 agree to move the "on or about" start date to a future unspecified date. A Producer and
the DGA may also discuss the possibility of being able to move the Director’s start date
more than once when necessitated by reasons related to COVID-19.

If the Producer and Director are ultimately unable to agree on a new "on or about" start
date for the motion picture or program on which the Director is booked, the Producer,
upon mutual agreement by the Director, may attempt to book the Director on a
comparable assignment which has minimum terms and conditions no less than those of
the booked episode, and this new assignment shall satisfy the Producer's pay-or-play
commitment.

The employment on a comparable assignment must commence within one year of the
originally scheduled start date of the episode for which the parties could not agree on a
new start date. In the event no agreement can be reached on scheduling a comparable
assignment, the Director shall be paid the episodic fee for the episode for which the
parties could not agree on a new start date.

In the event the Producer chooses to pay the Director’s salary or a portion thereof in
advance of the Director’s start date, such payment may be credited against compensation
for future services performed for the Producer, provided that the Producer notifies the
DGA and the Producer and Director execute a confirming agreement.

22. Substituting Director

Without prejudice to either party’s position on the application of Paragraph 3-102 or the
double-asterisked provision of Paragraph 10-101 of the Basic Agreement, the parties
agree to the following when a Director is replaced due to the Director’s Eligible COVID-
19 Event:

a. Theatrical motion picture – The substituting Director shall only be guaranteed the
greater of the number of guaranteed days remaining under Paragraph 3-101 or the
number of days actually remaining on the shooting schedule at the time such
substituting Director begins the assignment. In addition, the substituting Director
shall receive no less than one hundred fifty percent (150%) of minimum
compensation for the work performed. However, there shall be no compounding
of premium pay to such substituting Director for work performed on a holiday or
for the sixth or seventh day worked in the Director’s workweek.

b. Television motion picture/High Budget SVOD Program – The substituting

Director shall only be guaranteed the greater of the number of guaranteed shooting
days remaining under Paragraph 10-101 (or Paragraph D. of Sideletter No. 35 for
a High Budget SVOD Program) or the number of days actually remaining on the
shooting schedule at the time such substituting Director begins the assignment. In
addition, the substituting Director shall be guaranteed payment for prep time as
follows: the guaranteed prep time shall bear the same relation to the number of
days remaining on the shooting schedule at the time the substituting Director

[Link]; 3 34
 begins the assignment as the maximum preparation days provided in Paragraph
10-101 (or Paragraph D. of Sideletter No. 35 for a High Budget SVOD Program)
for a motion picture of that type bears to the maximum number of shooting days
provided in Paragraph 10-101 (or Paragraph D. of Sideletter No. 35 for a High
Budget SVOD Program) for a motion picture of that type.

23. Employment of DGA-Represented Individuals to Work Under the COVID-19

Compliance Supervisor’s Supervision

An employee previously employed under the DGA Basic Agreement or FLTTA who is
hired to perform work covered under either of those agreements and to assist the COVID-
19 Compliance Supervisor in carrying out his/her duties under Item 4.c. above shall be
covered as a Second Second Assistant Director, an Additional Second Assistant Director
or Stage Manager, as applicable.

The Employer shall submit a deal memo reflecting the category under which the
employee is hired and indicating that the individual is employed as part of the COVID-19
compliance team. There shall be no penalty for an inadvertent failure to indicate that an
employee is part of the COVID-19 compliance team on the deal memo.

Such employee cannot be upgraded pursuant to Item 19 above (“Temporary Upgrade of

an Assistant Director”), shall not share in any residuals generated from the project and
shall not be entitled to mandatory DGA screen credit.

IATSE Item

24. Stand-by or Relay Calls: Producer shall have the ability to issue a stand-by call or relay
call if a production exigency related to COVID-19 arises.

SAG-AFTRA Items

25. Consecutive Employment/Span:

a. Testing: Time spent undergoing COVID-19 testing and awaiting the results of
such testing does not start span for series contract performers whose guarantees do
not meet one of the thresholds specified in Section 14(b) of the SAG-AFTRA
Television Agreement (i.e., $20,000 per episode, $100,000 per series when such
series is one of a number of series presented in a combined series format or
$150,000 for a 13 episode guarantee), nor consecutive days of employment for
performers other than series contract performers.

b. Quarantine: If a performer is placed in quarantine prior to the start of production

due to COVID-19, such quarantine period does not start span for series contract
performers whose guarantees do not meet one of the thresholds specified in
Section 14(b) of the SAG-AFTRA Television Agreement (i.e., $20,000 per
episode, $100,000 per series when such series is one of a number of series

[Link]; 3 35
 presented in a combined series format or $150,000 for a 13 episode guarantee),
nor consecutive days of employment for performers other than series contract
performers.

c. The Union shall not unreasonably deny requests to waive payment of intervening
days when a Producer recalls a daily or weekly performer following an
interruption in the performer’s work due to reasons related to COVID-19,
provided that the Producer gives the performer a specific recall date which is at
least five (5) days after the date of the interruption, and the performer is not on
overnight location.

d. In the event that a production is suspended due to reasons related to COVID-19,

the Producer may renegotiate the performer’s personal services agreement for the
production so that the performer can be recalled (subject to his/her professional
availability) without payment for the intervening days, in lieu of terminating the
performer under Section 61 of the Television Agreement or the “Illness of
Performer (Suspension of Salary and Termination)” or “Emergency Suspension or
Termination” provisions in the Codified Basic Agreement.

26. Studio Teachers - Remote Instruction: Amend SAG-AFTRA Codified Basic

Agreement Section 50.D. to provide that studio teachers may instruct minors remotely to
the extent permitted by law or the applicable governmental authority.

27. Voiceover/ADR/Looping

The following provisions are applicable when recording is performed in facilities other
than in personal or home studios:

a. Producer will consider in good faith the request of any voiceover/ADR/Looping

performer to work from home when circumstances permit. Producer's decision
shall be final.

b. The protocols to be followed for sanitizing voiceover and audio booths, and the
equipment contained in those booths, are set forth in the section entitled,
“INFECTION CONTROL – DISINFECTION AND MAINTENANCE,” in
Exhibit A of this Agreement. Voiceover and audio booths and the equipment
within those booths shall be cleaned between each use by different performers.

c. Performers may use their own individual equipment, including but not limited to
headphones, pop filters, tablets, etc., upon approval by the Producer.

d. Confined spaces where performers vocalize, such as voiceover and recording

booths, shall have 100% exchange of air by ventilation or air filtration between
each user, as determined by reference to the manufacturer's specifications for the
ventilation or air filtration system in use in the confined space. Ventilation may
be conducted with HVAC systems that conduct air exchange with outside air, or

[Link]; 3 36
 which filter recirculated air and are regularly inspected and equipped with MERV
13 or higher rated filters (i.e., filtration of particles as small as 0.3 microns, and
minimum of 90% filtration of particles larger than 1 micron). In the alternative,
Producer may conduct air filtration using portable HEPA filters in accordance
with the manufacturer’s specifications.

e. When practical to do so and subject to the Producer’s security and/or

confidentiality concerns, scripts and/or music will be provided to the performer in
digital format when the performer indicates to the Producer a preference for that
format. If a performer expresses a preference for a paper copy of materials, or if it
is not practical to provide the scripts and/or music in digital format, single-use
individual paper copies will be provided.

f. A performer who is alone in a space (e.g., a recording booth) while recording

voiceover, ADR or looping sessions, and who is not required to come within six
(6) feet of other individuals at the location where work is to be performed for
longer than fifteen (15) minutes, is not required to undergo COVID-19 testing.

Multiple performers present in the same space (e.g., a recording booth) while
recording voiceover, ADR or looping sessions are subject to the testing protocols
for “Zone A” employees set forth in Item 2.a., “Health Screening – Testing,” of
this Agreement.

g. Producers and SAG-AFTRA will meet as soon as practicable after the effective
date of this Agreement to discuss additional protocols that may be applicable to
group voiceover/ADR/looping and singing.

ON BEHALF OF THE PRODUCERS LISTED IN THE PREAMBLE REPRESENTED

BY THE ALLIANCE OF MOTION PICTURE AND TELEVISION PRODUCERS

By: _________________________________ Date: _______________________

Carol A. Lombardini

ON BEHALF OF THE DIRECTORS GUILD OF AMERICA, INC.

By: _________________________________ Date: _______________________

Russell Hollander

[Link]; 3 37
ON BEHALF OF THE INTERNATIONAL ALLIANCE OF THEATRICAL STAGE
EMPLOYEES AND MOVING PICTURE TECHNICIANS, ARTISTS AND ALLIED
CRAFTS OF THE UNITED STATES, ITS TERRITORIES AND CANADA, AND ITS
LOCAL UNIONS IN NORTH AMERICA

By: _________________________________ Date: _______________________

Matthew D. Loeb

ON BEHALF OF SCREEN ACTORS GUILD-AMERICAN FEDERATION OF

TELEVISION AND RADIO ARTISTS

By: _________________________________ Date: _______________________

David P. White

ON BEHALF OF THE BASIC CRAFTS UNIONS LISTED IN THE PREAMBLE

By: _________________________________ Date: _______________________

Steve Dayan

ON BEHALF OF THEATRICAL DRIVERS AND HELPERS, LOCAL UNION #817,

INTERNATIONAL BROTHERHOOD OF TEAMSTERS

By: _________________________________ Date: _______________________

Thomas O’Donnell

[Link]; 3 38
 EXHIBIT A

GUIDING PRINCIPLES

• All state, local, and federal (CDC) public health guidelines will be followed.

• Medical expertise must always guide decision making with respect to testing, contact
tracing, symptom screening and similar protocols that raise medical questions.

• The judgment of Department Heads and their crews, in collaboration with Unit
Production Managers (UPMs) and Assistant Directors (ADs), will be considered when
structural and logistical changes are made to accommodate the new working practices.

• Adequate staffing and space for physical distancing is essential for an effective health and
safety plan.

• Resuming production during this time may be highly stressful and cause anxiety. The
implementation of mental health resources to support the wellness of those participating
in a production may be necessary. Options could include:
o Emotional support hotline
o Telemedical health and behavioral health resources
o Mindfulness training; and
o Provision of online tools and resources.

• Cast and crew are encouraged to report problems, ask questions and suggest solutions to
enhance the safety and productivity of the workspaces.

• The CDC advises that those over age 65 and those with co-morbidities consult with their
healthcare providers regarding the risks of COVID-19.

• Given the dynamic and evolving nature of the COVID-19 pandemic, these interim
guidelines will likely need to be modified and adapted as circumstances change.

INFECTION CONTROL – HAND HYGIENE

Hand hygiene is a cornerstone of infection prevention and will need to be practiced widely in
entertainment industry work environments. Given the potential concern about transmission of
COVID-19 via contact, enhanced hand hygiene measures are critical. Hand washing with soap
and water is considered more effective than hand sanitizer in preventing the spread of
COVID-19.

The Task Force recommends the following regarding hand hygiene:

• Cast and crew should avoid touching their eyes, nose and mouth.

[Link]; 3 39
• Handwashing facilities with running water, soap and paper towels (dispensed using a
non-touch system, if possible), adequate for the number of cast and crew, shall be
available and accessible from the first day of work.

• Handwashing facilities shall be kept clean and well-stocked.

• When production is taking place where handwashing facilities are not readily available,
mobile handwashing stations shall be provided.

• Stations with alcohol-based hand rub ("hand sanitizer") with at least 60% alcohol shall be
strategically placed around work areas and readily accessible.

• Sufficient supplies of hand sanitizer shall be stocked and maintained.

• Cast and crew shall be provided with pocket-sized hand sanitizer that can be used if hand
washing or sanitizing stations are not available, such as in vehicles or remote locations.

• Cast and crew should be trained on hand hygiene practices (washing for a minimum of 20
seconds of duration, scrubbing all surfaces).

• Production should encourage and promote opportunities for cast and crew to practice
hand hygiene and perform disinfectant wipedowns of high-touch areas.

• Hands should be washed or sanitized:

• Upon arriving at the job site;
• After blowing one's nose, coughing, or sneezing;
• After using the restroom;
• Before and after eating or drinking;
• After contact with animals or pets;
• After handling shared equipment or objects;
• After cleaning or disinfecting equipment, tools or workspaces; and
• At other appropriate times throughout the workday.
• Signage should be posted prominently with instructions on how to stop the spread
of COVID-19, including hand hygiene and PPE instructions.

INFECTION CONTROL – DISINFECTION AND MAINTENANCE

Heightened cleaning and disinfection should be practiced. Those responsible for performing
cleaning should adhere to the following recommendations and any other guidance issued by
public health authorities with respect to cleaning practices.

• Appropriate, EPA-registered disinfecting methods and supplies with a claim against

SARS-CoV-2 shall be available in all workspaces.

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• High-touch surfaces shall be wiped down periodically with appropriate, EPA-registered
disinfectant, following the disinfectant manufacturer's instructions (e.g., safety
requirements, protective equipment, concentration, contact time). Examples of
high-touch surfaces are tables, doorknobs, countertops, phones, faucets, etc.

• Productions and a COVID-19 Compliance Supervisor or his/her designee (discussed in

Item 4 of this Agreement) will work with all departments to review and implement
specific plans for disinfection of department-specific equipment. Departments will
review specific workflows and identify ways to ensure disinfection of equipment and
physical distancing (e.g., cleaning of camera dollies, use of remote focus devices, lights).

• All workspaces should be cleaned with increased frequency, with an emphasis on

high-touch surfaces.

• Whenever possible, minimize use of shared office equipment such as copiers and fax
machines. When use of such equipment is unavoidable, hand hygiene should be
performed after use.

• Manufacturer's cleaning instructions should be followed for cleaning of sensitive

equipment such as electronics.

• Production on set and work off set should designate specific individuals to perform
high-touch wipedown, with an emphasis on shared spaces and equipment.

• Shared workspaces should be cleaned daily with an emphasis on high-touch surfaces,

including but not limited to production sets, studios, dressing rooms, hair and make-up
stations, trailers, on- and off-production offices, break areas, shops and eating/meal areas.

• Dedicated cleaning crews should clean common spaces at appropriate daily intervals.

Props, Costumes, Accessories, Wigs, and Other Specialty Items

Due to inability to clean many of these objects, special care should be taken.

• As many of these items have unique cleaning requirements, those responsible for cleaning
such items will do so in the customary manner.

• Hand props (other than those with unique cleaning requirements) shall be cleaned and
disinfected before and after use.

• Hands shall be cleaned before and after handling props, accessories and other items.

Personal Equipment

• Personal equipment (such as tools, headsets, microphones and radios) shall be cleaned
and disinfected before being issued and then at least once per day. Manufacturer's

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 suggested cleaning instructions should be followed for electronics and other sensitive
items.

• Equipment such as radios/walkie-talkies will be issued to a single cast or crew member

and used exclusively by that cast or crew member for the duration of production.

• Personal items or equipment that must be shared between members of the cast and/or
crew must be wiped down with disinfectant between use and hand hygiene shall be
performed after handling.

Vehicles

• High-touch surfaces in vehicles (e.g., steering wheels, controls, seatbelts, door handles,
arm rests) shall be cleaned at least once per day and prior to a change in operator or
passenger.

Paper

• Whenever possible, use of paper should be minimized. Alternatives such as electronic

scripts and electronic sign-in/out should be explored.

• Consider alternatives to petty cash to minimize the need to handle paper money, such as
purchase cards.

• When paper scripts are unavoidable, they should be assigned to a specific individual,
clearly labeled with their name, and not shared between others.

• Crew lists, call sheets, production reports and other similar documents should be
electronic whenever possible.

• When use of shared paperwork is required, such as blueprints or editing binders, hand
hygiene before and after handling is recommended.

INFECTION CONTROL – FOOD AND BEVERAGES

COVID-19 is unlikely to be spread through food or beverages; however, catering, crafts service
and eating within workspaces present several unique challenges.

• Those responsible for preparing and distributing food must clean their hands with soap
and water or hand sanitizer prior to beginning food preparation and/or distribution and
regularly thereafter.

• All local public health regulations regarding preparing and distributing food must be
followed, including regulations regarding the use of appropriate food service PPE (hair
nets, gloves, and face coverings), safe food temperatures, etc., and all personnel

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 responsible for the preparing and/or distribution of food must be properly certified to do
so.

• As face coverings cannot be worn while eating, adequate eating space must be provided
to ensure physical distancing can be maintained during meal periods.

• Handwashing facilities and/or hand sanitizer must be readily accessible at the entrance of
any designated eating area and shall be used when entering and leaving the area.

• Meal times should be staggered in a manner designed to avoid the gathering of large
groups in the same location at the same time.

• All eating surfaces shall be cleaned and disinfected before and after use.

• Eliminate communal "buffet style" food service, including salad bars, trays of food, or
any food service that requires sharing of utensils such as serving spoons or tongs.

• Meals and snacks should be served in individually packaged or wrapped portions. Avoid
shared communal trays or bowls.

• Eating utensils should be disposable and individually wrapped.

• Cast and crew should not leave the job site to obtain food during the course of the
workday.

• Off-production offices, meeting rooms and other workspaces should have infection
control protocols for use, especially when used for providing impromptu meals, snacks
and coffee. Likewise, break rooms, microwaves, dishes and food deliveries will require
regular cleaning and physical distancing.

• If food is to be delivered to the job site, one or more individual(s) should be designated to
receive the delivery. Appropriate PPE should be worn when interacting with the delivery
person and hand hygiene should be performed after handling the delivery. Cast and crew
who bring their own food are encouraged to bring food that does not require refrigeration
or heating/microwaving.

• Consider options for cast and crew to place orders ahead of time to minimize the amount
of time they must wait in line. Consider addition of plexiglass (or similar) barriers
between servers and cast and crew.

• Avoid using or sharing items such as menus or condiments such as salt and pepper
shakers. These items should be disposable and single serve.

[Link]; 3 43
Beverages

• Drinks should be individually packaged or, if drinks are to be dispensed from a water
station, soda fountain, coffee machine or similar equipment, receptacles should not come
into contact with dispensers.

INFECTION CONTROL – GENERAL INFECTION PREVENTION ISSUES

• Limit the duration of workdays and excessive consecutive workdays whenever possible.

• Physical contact should be avoided, including shaking hands, "high fives," fist or elbow
bumps, or hugging. Physical contact related to performers is discussed below.

• Visitors to set should be limited unless absolutely necessary.1 If visitors are provided
access, they will be subject to the same guidance as cast and crew, including the need for
symptom screening and PPE requirements.

• Union representatives exercising their rights to visit workspaces will be subject to the
safety guidelines required of a visitor.

• All cast and crew should avoid touching their eyes, nose or mouth.

• In indoor spaces, ventilation systems and other measures should be used to increase
circulation of outdoor air as much as possible (e.g., by opening windows and doors, using
fans and other methods).

• Stagger cast and crew call and wrap times to limit the number of individuals arriving to
and departing from work simultaneously.

• In the course of performing their duties, various cast and crew members may enter retail
establishments during the workday. Applicable public health guidance should be
followed, including use of face coverings. They should carry hand sanitizer and practice
hand hygiene before entering retail establishments and after exiting.

PROTECTING AND SUPPORTING CAST AND CREW HEALTH AND SAFETY –

DEVELOPMENT OF SYMPTOMS

• Cast and crew are expected to immediately report to a designated person or persons (such
as the COVID-19 Compliance Supervisor or such other person designated by the
Producer) if they are experiencing, or a member of their household is experiencing,

1
The parties agree that this means the individuals who have no business purpose
for being on set should not visit the set.

[Link]; 3 44
 symptoms of COVID-19. If a cast or crew member is experiencing symptoms or has
come into close contact with someone who has tested positive for COVID-19 either on or
off site, they must report to their employer and follow the employer's contact tracing
guidelines.

• If a cast or crew member develops symptoms of COVID-19 when off site, they must not
go to work and should immediately contact their healthcare provider. Anyone who reports
to work with symptoms of COVID-19 will be instructed to return home and contact their
healthcare provider.

• Cast and crew must be notified if they have been exposed to an individual who has
exhibited symptoms of COVID-19 or who has tested positive for COVID-19.

PHYSICAL DISTANCING

Limiting face-to-face contact with others is the best way to reduce the spread of COVID-19.
Cast and crew must practice physical distancing whenever possible. Physical distancing involves
maintaining a distance of at least 6 feet from any other person at all times, except when doing so
is incompatible with one's job duties (see below). Cast and crew should avoid congregating in
groups. When practical, separate work locations into zones to facilitate physical distancing.
Visible physical indicators (e.g., cones, duct tape or signage) marking 6 feet of distance should be
placed in areas where people must congregate, such as crafts service, eating/meal areas, make-up
and costume trailers.

Meetings

• Use phones, videoconferencing or similar technologies for meetings whenever possible.

Avoid people gathering around a computer to watch together. Consider virtual
production meetings whenever feasible.

Writers’ Rooms

• Whenever possible, move to virtual writers' rooms.

• When virtual writers' rooms are not possible, maintain 6 feet of distance, use face
coverings, and perform hand hygiene before and after the meeting. Minimize use of
paper.

Audiences

• At this time, the use of live audiences is discouraged and, in some jurisdictions,
prohibited. On a case-by-case basis, live audiences may be used as long as audience
members

• Wear face coverings at all times

[Link]; 3 45
 • Maintain 6 feet of physical distance, including while waiting in line and sitting in
a studio; and

• Undergo symptom screening on entry.

• An appropriate physical separation shall be maintained at all times between performers

working without PPE and audience members. Medical professionals shall be consulted to
determine the nature of the physical separation required for the safety of the performer in
such situations, including additional physical distance or physical barriers (e.g., plexiglass
walls).

Working Remotely (Telecommuting)

• On a temporary basis and without diminishing work opportunities, consider remote

work/telecommuting opportunities for cast and crew. This should only apply to those who
can perform their job duties effectively while working remotely/telecommuting.

Shared Workspaces

• To the extent possible, reduce crowding of all shared workspaces (e.g., production offices
and shops) with a goal of keeping people 6 feet apart.

• In control rooms, editing rooms and other small spaces, if physical distancing cannot be
maintained, all individuals must wear face coverings and should practice hand hygiene.

TRAINING AND EDUCATION

• The Task Force recommends that training in the employer's COVID-19 plan to reduce
infection risk be mandatory on or before the first day of employment.

• All employees should be educated about the signs and symptoms of COVID-19 as part of
their training. People with COVID-19 have reported a wide range of symptoms, ranging
from mild to severe. Signs and symptoms include the following:
• Fever
• Cough
• Shortness of breath or difficulty breathing
• Chills
• Repeated shaking with chills
• Muscle pain
• Headache
• Sore throat
• New loss of taste or smell

[Link]; 3 46
• All employees should receive dedicated training on the following topics:
• PPE, with a focus on safe donning and doffing
• Hand washing, including proper techniques
• Environmental cleaning and disinfection, including high-touch wipedown
• Policies and procedures related to COVID-19 on set or in offices
• Psychological impact of the crisis
• Protecting yourself at home
• Preventing cross-contamination

• Post signage in all production workspaces where production activities occur, reinforcing
training principles.

UNIQUE PRODUCTION-SPECIFIC CONCERNS – SPECIAL CONSIDERATIONS FOR

CAST AND CREW WORKING IN CLOSE PROXIMITY TO PERFORMERS

The work of some cast and crew members (e.g., hair stylists, make-up artists, costume designers,
costumers, wardrobe department personnel, sound technicians, property persons, studio teachers
and special effects technicians, etc.) may not be possible while maintaining physical distancing
from others. The performers with whom they work may not be able to wear face coverings at all
times, for example when make-up is being applied. Testing, contact tracing and task-specific
controls such as the following shall be in place:

• Alter workspaces to permit physical distancing.

• Control the entrants to trailers and other workspaces.
• Allow sufficient work time to follow safety protocols.
• Cast and crew in close proximity must wear a face mask and/or face shield at all times
and perform hand hygiene before and after the encounter.
• Additional protocols must be established before work of this nature could resume.

UNIQUE PRODUCTION-SPECIFIC CONCERNS – SPECIAL CONSIDERATIONS FOR

PERFORMERS

The work of performers will frequently put them in close (less than 6 feet) contact with other
performers or cast and crew including, for example, hair stylists, make-up artists, stunt
coordinators, costumers and wardrobe personnel. Face coverings/masks may not be practical
during many of these activities. Additionally, certain activities such as fight scenes or intimate
scenes increase the risk of transmission.

• Whenever possible, performers shall practice physical distancing.

• When maintaining physical distancing is not possible (e.g., between a performer and
make-up artist) and the performer cannot wear appropriate PPE, contact must be kept to
the shortest amount of time possible, and the other cast or crew member must wear
appropriate PPE and observe hand hygiene practices.

[Link]; 3 47
• The number of people involved in close proximity with a performer should be kept to a
minimum whenever possible. If a performer requires work by more than one make-up
artist/hairstylist, make-up artists/hairstylists should observe appropriate PPE
requirements, and both performer and make-up artist/hairstylist should observe hand
hygiene practices immediately after completing the task.

• Consider measures to minimize scenes with close contact between performers, such as
amending scripts or use of digital effects.

• Stand-ins should wear face coverings even if the performer they are standing in for may
not.

• When possible, adjust shooting schedules to minimize the amount of back-and-forth

travel needed by performers.

• Visitors should be limited unless their presence is absolutely necessary.2 If visitors must
come, they will be subject to the same guidance as cast and crew, including, but not
limited to, symptom screening and/or temperature screening, and PPE requirements.

• When performers are in a holding area, waiting to be used in a production, employers and
performers must adhere to the recommendations outlined herein, including
recommendations regarding physical distancing and the use of PPE.

Personal Protective Equipment for Performers

• When it is possible to do so consistent with their job duties, performers shall wear
appropriate PPE.

• When wearing PPE is not possible, such as when a scene is being filmed or after make-up
has been applied, the number of people with whom the performer is in close contact shall
be minimized.

• As soon as possible after filming a scene, the performers shall put on their PPE and/or
physically distance themselves.

Casting and Auditions

• Casting should be conducted virtually via self-tape, online video conference, or other
applicable technology whenever possible.

• If that is not feasible, or for any additional calls or live sessions necessary, there must be a
sufficient space large enough to accommodate 6 feet physical distancing in all directions.

2
The parties agree that this means that individuals who have no business purpose
for being on set should not visit the set.

[Link]; 3 48
• If performers will not be wearing PPE during an audition, a plexiglass partition or similar
barrier between the performers and those observing the audition shall be provided by the
employer and used and cleaned between performances along with any furniture, props etc.

• If no barrier is present, increase the physical space between those observing to those
auditioning beyond the 6 feet physical distancing standard.

• No more than one individual auditioning at a time except for legitimate pairs (e.g.,
household members, domestic partners, roommates, living together for a minimum of 14
days or more prior to the audition).

Minors

As minors may have difficulty adhering to physical distancing, wearing PPE, and practicing hand
hygiene, when not working, they should be relocated to a secure off-set location to the extent
possible.

• Extra personnel on set with a minor are strongly discouraged and should be limited to a
studio teacher and one guardian only.

• Visitors should be limited unless their presence is absolutely necessary.3 If visitors must
come, they will be subject to the same guidance as cast and crew, including, but not
limited to symptom screening and/or temperature screening, and PPE requirements.

• Physical distancing and face coverings should be used at all times on set, including in
school areas.

• As studio teachers will need to interact with minors within 6 feet of distance, teachers
should wear face coverings, practice frequent hand hygiene, and receive training on
COVID-19 prevention. Whenever possible, remote schooling should be made available.

• PPE requirements and options may be modified for minors, especially those of tender
years. Face coverings are not expected for minors under two years of age.

Animal Performers

There is presently no data to suggest that companion animals/pets such as dogs and cats serve as
vector for transmission of SARS-CoV-2 to humans.

• Animal handlers/trainers should receive training on COVID-19 prevention and should

follow all rules regarding physical distancing and PPE.

3
The parties agree that this means that individuals who have no business purpose
for being on set should not visit the set.

[Link]; 3 49
• Animals should not be handled by others except those necessary for shooting a scene (i.e.,
no petting, cuddling, feeding). All those involved in touching animals should perform
hand hygiene before and after.

• Other animals not involved in production such as personal pets should be kept off sets.

UNIQUE PRODUCTION-SPECIFIC CONCERNS – TRANSPORTATION

• Private (i.e., self-drives) or production-provided transportation to and from sets, offices

and locations should be prioritized over mass transit/public transportation whenever
possible. All drivers and passengers should wear face coverings and maintain social
distancing to the extent possible. High-touch surfaces in vehicles shall be cleaned and
disinfected frequently throughout the day.

• If neither private nor production-provided transportation is available or reasonably

practical under the circumstances, public transportation may be used.

• At all times while in transit, cast and crew should wear face coverings per local public
health guidance. Whenever it is reasonably possible to do so, cast and crew shall
maintain a distance of at least 6 feet from the driver and other passengers, if any. Upon
disembarking, cast and crew should promptly practice hand hygiene.

• If public transportation is used, travel should be arranged to avoid peak travel times, if
practical.

UNIQUE PRODUCTION-SPECIFIC CONCERNS – SPECIAL CONSIDERATIONS FOR

TRAVEL

Production travel presents multiple unique circumstances and challenges. Given the changing
nature of the COVID-19 pandemic, individual countries are likely to have separate restrictions on
travel to and from the United States. Individual states and counties will also have separate
restrictions in their jurisdiction. Pandemic "hot spots" may change rapidly, necessitating
alterations in plans. Cast and crew traveling for productions should be aware that, should
circumstances change in the location, they may be subject to travel restrictions, including
enforced quarantine.

• Minimize travel to the extent possible. When travel is necessary, attempt to minimize
frequent back-and-forth travel.

• Identify local medical personnel in advance that could assist with care of cast and crew in
the event of COVID-19 symptoms.

[Link]; 3 50
• Production shall monitor local outbreaks and trends, including local public health
guidance and restrictions on travel to and from the U.S., and keep cast and crew informed
as appropriate.

• Whenever possible, those traveling for productions should not bring family members or
other non-essential personnel.

• Air travel shall be booked only on airlines whose policies comply with the Federal
Aviation Administration's regulations with respect to COVID-19.

UNIQUE PRODUCTION-SPECIFIC CONCERNS – SPECIAL CONSIDERATIONS FOR

FILMING ON LOCATION

Filming on location can pose certain risks compared with shooting on a studio/stage set. Given
the changing epidemiology of COVID-19, particular attention to current public health guidelines
and outbreak hotspots is important.

Those responsible for selecting a location should take the following considerations into account.

• Provide adequate space, such as additional trailers, tents and eating space, during location
filming to allow for physical distancing.

• Perform wipedown of high-touch areas at least daily.

• Minimize use of crowd scenes or street scenes when a controlled flow of people is not
possible.

Outdoor Locations

• Prioritize locations where access can be secured and members of the production can be
kept away from the general public when possible.

• The location shall provide sufficient space for performing planned production activities
while adhering to physical distancing recommendations.

• Prioritize locations with access to hand-washing facilities. Provide ample mobile hand
hygiene stations.

• If shooting in inclement weather, provide adequate shelter facilities such as tents to allow
physical distancing of cast and crew.

Indoor Locations

• Productions should avoid locations that recently have been occupied or used by people
who may have been infected with COVID-19, if possible.

[Link]; 3 51
• If an occupied private home or building location is required for shooting, the occupants
should be asked about signs/symptoms of COVID-19 and should vacate the premises for
proper cleaning and sanitizing prior to pre-production crew and production cast and crew
entering the facility.

• Productions shall select buildings that can be easily and effectively cleaned and that
provide sufficient space for performing planned production activities while adhering to
physical distancing recommendations. Locations with hand-washing facilities available
should be prioritized.

• Allow adequate ventilation of indoor locations.

Scouting

Traditional, in-person location scouting is considered essential to the success of a production.

However, given the need for physical distancing and minimizing entry into private spaces,
consider alternative options.

• To the extent possible, location teams should pursue alternatives to traditional, in-person
location scouting, such as creating virtual options including the use of photographs and
digital scouting.

• Tech and director scouting should occur in small groups to the extent possible.

• All departments that provide assessments of scouting locations (environmental hazard

assessment, engineering, etc.) as well as the location teams shall be trained in appropriate
PPE use and provided sufficient PPE.

• Locations shall be prioritized during scouting that allow complete control of the site,
including controlling access, ability to shut down the site for cleaning and high standards
of hygiene.

[Link]; 3 52
 APPENDIX A

The Producers and the IATSE acknowledge that certain principles should guide those who are
resuming work in the motion picture industry with COVID-19 present in the community. In
particular, advance planning, communication and training, adherence to sound cleaning and
hygiene practices (including addressing ventilation and reducing the touching of surfaces),
maintaining appropriate physical distancing and the use of personal protective equipment will all
contribute to the maintenance of a safe working environment.

While no document can memorialize every practice that may be used to implement these
principles safely and effectively, the practices described in this document are intended to provide
points of consideration for operating in a safe work environment and are offered as examples of
the ways those involved in motion picture production, pre-production and post-production can
organize their work environments with these principles in mind. It is important to keep in mind
that it may not be appropriate to utilize each and every practice in this document, depending on
the circumstances. The COVID-19 Compliance Supervisor will determine in consultation with
department heads or departmental operations the health and safety protocols that are necessary
and appropriate for work, which may differ from those in this document.

Advance Planning, Communication and Training

Implementing advance planning, communication and training:

• Call sheets should contain contact information for the COVID-19 Compliance
Supervisor(s), as well as a mechanism for anonymous reporting.

• Any employee that does not receive a call sheet shall otherwise be notified by the
employer of the contact information for the responsible COVID-19 Compliance
Supervisor(s), as well as a mechanism for anonymous reporting.

• The Union will be notified in advance when employees are being asked to return to a
worksite that was shut down due to an outbreak of COVID-19 and shall be given the
opportunity to address any concerns.

In the Costume Department:

• In-depth planning should be done in advance of shopping and pulling from rental houses.
Delays at rental houses, retail stores, and in shipping items should be anticipated.

• It is desirable for cast to be booked as early as possible so that sizes can be obtained as
early as possible.

• Advance planning should be employed to avoid overcrowding in costume and wardrobe

areas.

[Link]; 3 53
In the Make-up and Hair Departments:

• Artists involved in quick changes and continuity re-sets shall plan their touch-up
procedures before approaching the performer, including by consulting with the performer.

• Hair and make-up should be planned so as to minimize the amount of time an actor is
required to remove PPE.

• Production should schedule make-up/hair tests to avoid overcrowding.

Cleaning and Hygiene

Implementing cleaning and hygiene practices:

• Companies should provide proper ventilation, with HVAC systems that are regularly
inspected and clean filters. Where practicable, the employer shall make reasonable efforts
to utilize air filters with a minimum MERV 13 rating, or, in the alternative, implement
CDC recommendations on air filtration in buildings.

• After equipment and equipment carts are cleaned, they should be covered when not in
use.

• Communal tools and equipment shall be regularly cleaned as appropriate.

• All food prep/styling should occur in a designated and exclusive area, with only necessary
personnel having access.

• Any Property Person handling food on set must follow all required food handling hygiene
requirements.

• All employees shall have access to a clean and water supply.

• A member of the camera crew should disinfect the eyepiece of a camera or any viewing
mechanism before the eyepiece or viewing mechanism is used.

• Headsets, ear-pieces, IFB, hand mics and all communication equipment should be
dedicated to a specific person or cleaned prior to a change in users.

• Shared workspaces shall be cleaned prior to each shift of work.

In the Costume Department:

• Personal clothing items used as costumes, or personal items of above-the-line personnel

should not be prepped (e.g., steamed, ironed, etc.) without first being cleaned, if practical.
Background actors who are asked to bring personal clothing to be used on camera must
bring clean clothing.

[Link]; 3 54
• Costumes/outfits of each performer should be separated from those of other performers.

• All wardrobe items must be properly disinfected with appropriate EPA-registered

disinfecting methods and supplies with a claim against SARS-CoV-2 before they are
provided to a performer; however, items with unique cleaning requirements that cannot
be disinfected with such methods or supplies will be cleaned in the customary manner
before being provided to the performer.

• When dealing with items likely to be degraded by steam/hot washing, production may
"quarantine" the item for an appropriate period of time as an alternative disinfecting
method.

• Members of the costume department must have clean hands to handle any costumes,
accessories and other items.

In the Property Department:

• After a prop has been cleaned and prepared for use by a performer, only members of the
property department will touch the item before it is used. If someone who is not a
member of the property department touches the item after it has been prepared, it should
be cleaned before being used by the performer.

• Set pieces, props and surfaces on which or with which performers are working should be
cleaned before and after use.

• Applicable food safety protocols for COVID-19 prevention must be followed when
preparing food and beverage items for use on set.

• Stunt department or other appropriate personnel should disinfect stunt mats between
users, per manufacturer protocols.

• Members of the property department must have clean hands to handle any costumes,
accessories, props and other items.

• Stunt body pads should be assigned for use by a single stunt performer or cleaned before
being assigned to another stunt performer. A stunt performer may choose to bring his/her
own stunt body pads for his/her own use on a production.

In the Make-up and Hair Departments:

• Special attention shall be given to ensuring proper ventilation in hair and make-up
workspaces.

• Schedule time to perform applicable disinfecting protocols between performers.

[Link]; 3 55
• Wash hands in accordance with CDC-recommended guidelines before and after working
on each individual's hair or make-up.

• When practical, professional tools such as brushes and applicators should be assigned to
one performer and not used for anyone else. Disposable tools should be utilized whenever
possible. After each use, non-disposable hairbrushes, combs and make-up brushes should
be cleaned with appropriate disinfecting solutions. All supplies for performers should be
kept in individual cast bags.

• A disposable or washable palette for each performer should be used to mix foundation,
powders, lipstick, or other compounds.

In the Make-up and Hair and Sound Departments:

• Transmitters and lav mics will be disinfected before and after each use.

• Transmitters will be labeled to identify the individual user.

• Lav mounting components that cannot be thoroughly cleaned will be replaced.

Use of Personal Protective Equipment

Examples of practices surrounding the use of personal protective equipment:

• Employees should label PPE with their name when doing so does not interfere with the
efficacy of the PPE.

• Passenger vans should have signs indicating mandatory PPE use.

• Employees shall wear appropriate PPE at all times on the job site, except when eating,
drinking or when job duties prevent them from doing so.

In the Make-up and Hair Departments:

• Full PPE must be worn by hair and make-up artists at all times while in proximity of
performers (i.e., masks and face shields, gloves as appropriate).

Physical Distancing

Examples of the implementation of physical distancing:

• When individual or rental cars are being utilized, crew members shall not transport other
members of the crew, except that crew members may transport other members of the
crew who reside with them.

[Link]; 3 56
• Whenever possible, crew members should maintain the same vehicle seat for the duration
of the trip and for any return or subsequent transportation.

• When working in trucks, "bullpen style" offices or other confined spaces, efforts should
be made to maintain social distancing. Consider using plexiglass to create individual
workspaces, if appropriate.

• When possible, visible physical indicators (e.g., cones, duct tape, signage) shall be placed
in areas where employees stand in line to mark six feet of distance.

• Plans for sheltering during inclement weather should be designed to ensure proper social
distancing.

• Consider using remote monitoring, remote focus, remote head and other technologies that
facilitate operating at a distance.

• Consider using zoom lenses when appropriate to minimize traffic around the camera and
to avoid "stacking" when using multiple cameras.

In the Costume Department:

• Whenever possible, performers should maintain appropriate physical distancing from

other performers and costume staff when receiving a costume or item.

In the Property Department:

• Consider whether show-and-tell of a property should be done virtually (e.g., by photos) or

at a dedicated table separate from the main property storage area.

[Link]; 3 57
 ALLIANCE OF MOTION PICTURE AND TELEVISION PRODUCERS
15301 Ventura Boulevard, Building E, Sherman Oaks, CA 91403
Tel: 818.995.3600 • Fax: 818.285.4450 • [Link]

Carol A. Lombardini Direct: 818.935.5930

President carol@.[Link]

SIDELETTER

As of September 21, 2020

David P. White
National Executive Director
SAG-AFTRA
5757 Wilshire Boulevard
Los Angeles, California 90036

Re: Group Voiceover/ADR/Looping and Singing and Work in the Presence of

Smoke or Other Airborne Particles

Dear David:

The Producers and SAG-AFTRA (the “parties”) have agreed to meet as soon as practicable
following the effective date of the temporary “return to work” agreement (“Agreement’) to
discuss the possibility of additional COVID-19 health and safety protocols for group
voiceover/ADR/looping and singing. The parties have also agreed to discuss additional protocols
relating to performers working in the presence of smoke or other airborne particles. Until such
time as the parties have reached an agreement based on those discussions, a Producer signatory to
the “return to work” Agreement may engage and/or return individuals to work for group
voiceover/ADR/looping and singing or work in the presence of smoke or other airborne particles
under the terms and conditions set forth in the “return to work” Agreement.

Sincerely,

Carol A. Lombardini
CAL:vwl

ACCEPTED AND AGREED:

By:_________________________
David P. White
on behalf of SAG-AFTRA

[Link]; 3 1
 ALLIANCE OF MOTION PICTURE AND TELEVISION PRODUCERS
15301 Ventura Boulevard, Building E, Sherman Oaks, CA 91403
Tel: 818.995.3600 • Fax: 818.285.4450 • [Link]

Carol A. Lombardini Direct: 818.935.5930

President carol@.[Link]

SIDELETTER

As of September 21, 2020

Steve Dayan Thomas O’Donnell

Secretary-Treasurer President
Studio Transportation Drivers, Local #399 Local #817/I.B.T. Theatrical Drivers and Helpers
P.O. Box 6017 127 Cutter Mill Road
North Hollywood, California 91603 Great Neck, New York 11021
Russell Hollander David P. White
National Executive Director National Executive Director
Directors Guild of America, Inc. SAG-AFTRA
7920 Sunset Boulevard 5757 Wilshire Boulevard
Los Angeles, California 90046 Los Angeles, California 90036
Matthew D. Loeb
International President
International Alliance of Theatrical Stage Employees and
Moving Picture Technicians, Artists and Allied Crafts
of the United States, its Territories and Canada
207 West 25th Street, 4th Floor
New York, New York 10001

Re: British Columbia - COVID-19 Testing Protocols

Gentlemen:

During negotiations for a temporary agreement to address return to work issues associated with
COVID-19 (the “Agreement”), the parties agreed that as of August 28, 2020, British Columbia is
a jurisdiction with a low rate of COVID-19 infection, and that the COVID-19 testing protocols in
Item 2.a. of the Agreement may be modified for employees working on certain productions in
British Columbia. Specifically, the parties agreed to modify the periodic testing protocols in
Item [Link]. for productions that commenced pre-production prior to the effective date of the
Agreement as follows:

(1) “Zone A" employees who work five (5) or more days in a week need only be
tested for COVID-19 two (2) times per week. (The protocols for “Zone A”
employees who work fewer than five (5) days in a week are unchanged, i.e., they
need not be tested more frequently than once within the seventy-two (72) hours
prior to each day of employment.)

[Link]; 3 1
Letter re: British Columbia - Testing Protocols
Page 2
September 21, 2020

(2) “Zone C” employees do not require periodic testing after a pre-employment test.

A Producer may contact the Unions to discuss application of these modifications to productions
that commence pre-production in British Columbia on or after the effective date of the
Agreement under the enabling procedure in Item 1.c. of the Agreement.

Either the Unions, on the one hand, or the AMPTP, on behalf of the Producers, on the other, may
notify the other party if either believes, based upon changes in conditions in British Columbia,
that these modifications should be discontinued or amended. The parties shall meet to discuss
the matter and any agreement reached by the parties shall be memorialized in a letter agreement.

Sincerely,

Carol A. Lombardini
CAL:vwl

ACCEPTED AND AGREED: ACCEPTED AND AGREED:

By:_________________________ By:_________________________
Steve Dayan Thomas O’Donnell
on behalf of the Basic Crafts and on behalf of Teamsters Local #817
Teamsters Local #399 Location
Managers and Casting Directors

ACCEPTED AND AGREED: ACCEPTED AND AGREED:

By:_________________________ By:_________________________
Russell Hollander David P. White
on behalf of the DGA on behalf of SAG-AFTRA

ACCEPTED AND AGREED:

By:_________________________
Matthew D. Loeb
on behalf of the IATSE

[Link]; 3 2