DGA Monthly

4 I D G A M O N T H L Y When working as a Distant Hire, it's essential to understand your rights and benefits as the employer has responsibilities for your salary, travel, meals, incidentals, and accommodations. DEFINING "DISTANT HIRE" A "Distant Location" is one where your employment requires you to remain away from your home and be lodged overnight. If you are working on a Distant Location, you are a "Distant Hire." Outlined below are the minimum compensation and benefits each Directorial team member should receive when working as a "Distant Hire." While some fully negotiable projects may differ from the below, these guidelines establish the fundamental standards in the Basic Agreement and FLTTA available for all members. Please Note: These rules do not apply to commercials. For more information please contact Commercials@dga.org. DISTANT HIRE SALARY DIRECTOR • While on distant location, any worked 6th days or 7th days in which you travel, or scout are paid at your normal pro-rata rate of pay. Additional premium pay is due on work performed on the 7th day. • Directors receiving more than three hundred percent (300%) of minimum compensation may agree to waive additional pay for travel. AD/UPMs • While on Distant Location, your minimum weekly salary is higher than the "Studio" (aka Local Hire) rate, because you are required to be paid all 7 days of the week spent on location instead of the standard 5-day Studio week. • Your pro-rated daily rate is the same for both: the Distant weekly rate / 7 = the Studio weekly rate / 5. • Work on the 6th day is already included in your weekly rate. If you work on the 7th day, you are entitled to additional premium pay. AD/SMs • AD/SMs receive a Distant Location Fee of $60 per day while on Distant Location, including travel and idle days. • AD/SMs must be paid for all days on distant location, whether worked or not. AD/SMs employed on a weekly rate receive premium pay for working on a 6th or 7th day. MEALS While on Distant Location, the employer is responsible for providing meals, either by: • providing you with actual meals, • providing a per diem, or • arranging for reimbursement of meals purchased The Basic Agreement states that meals shall be "first class" and the Guild therefore expects DGA employees to receive no less than other union agreements require. FLTTA amounts may vary based on region. TRAVEL • Travel to/from Distant Location: You must be provided travel at the beginning and end of your employment. You are entitled to Business Class travel except when flights are less than 1,000 miles and non-stop from departure point to final destination or flights between Los Angeles and Vancouver which may be in Coach Class. When traveling Coach, the BA & FLTTA require Elevated Coach Class where available (e.g., extended leg room, economy plus). • Baggage fees and in-flight meals in coach are subject to reimbursement by the employer upon delivery of receipts/vouchers. • The employer is responsible for providing means of transportation while you're on Distant Location, which may be in the form of production- provided transportation, or arrangements to reimburse you for the cost of your transportation (such as a rental car or Uber/Lyft rides). Know Your Contract: Understanding "Distant Hire" Contract Provisions Under the BA & FLTTA

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