CineMontage

Q1 2020

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20 C I N E M O N T A G E A S K T H E F I E L D R E P W hat the world needs now is severance, sweet severance … isn't that how the song goes? Anyway, we have good news for you: Yes! You may indeed be entitled to a few shekels in compensation for your job loss. We also have some bad news: Some restrictions apply. (Didn't you know that was coming?) Here's how it works: If you were employed under a Major, Independent, Story Analysts, Film Tech- nicians or Videotape Agreements – and those agreements cover thousands of Guild members every year - and you got laid off, you are eligible to receive severance from the producer. (There are also stand-alone facility agreements that contain severance provisions). Q. I JUST GOT LAID OFF FROM A TV SHOW WHERE I WORKED FOR THREE YEARS. SOMEONE TOLD ME I MIGHT BE ELIGIBLE FOR SEVERANCE PAY. I'VE NEVER HEARD OF ANYTHING LIKE THAT BEFORE IN OUR BUSINESS. YES TO SEVERANCE, PLEASE. HOW DO I GET IT? But here's where it gets tricky. You need to have been employed for at least 200 days within a one-year period at that job before you would be entitled to anything. If you worked there for two qualifying years or less, the amount of severance would equal one week's pay. However, the payout amount does increase the longer you worked that job. If you were on the job 20 years or more, you could qualify for 13 weeks pay, which could definitely help pay a few bills during unemployment. Here are some more things to keep in mind: To get the severance, you really have to have been laid off. That means you won't be eligible for it if you quit or were fired. And you need to request the sever- ance in writing within 365 days of being laid off. So no, don't bother rushing to file a claim today for that reality show you worked on back in '05. (Assuming it was union.) For more info, reach out to a Guild Field Rep at (323) 876-4770. ■ Got a burning question? Reach out to publications@editorsguild.com. Remember, answers are general and cannot possibly cover all situations. Always call a Field Rep to discuss your specifics when needed. In other words, your commute counts as part of your workday. So your time card should include the hours you spend commuting while on location. That's a major difference compared to when you are in your home city, where you log only the time in your work chair. Another major difference is the num- ber of work hours and pension/health hours guaranteed while on location. This varies by classification and location, so check with a Field Rep if you're unsure. And don't forget to stay in touch while you're away! ■

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