DGA Monthly

O C T O B E R 2 0 2 4 I 5 ACCOMMODATIONS The employer is responsible for providing "first class" or "best obtainable class" accommodations. What may be considered to meet "first" or "best obtainable" class standards can vary in different areas and may be evaluated on a case-by-case basis, however, being required to share rooms with other crew is not considered acceptable. The employer can meet their accommodation obligations either: • Directly, by arranging and paying for your hotel or other sufficient accommodations, or • Indirectly, by providing you a housing allowance sufficient to obtain first class accommodations in the area where work is being performed. If the employer offers to provide housing indirectly (e.g. a monthly allowance), first and foremost, you should have a clear understanding of the amount you are being offered for housing to gauge whether it is sufficient. Here are some things to keep in mind when evaluating this: • Your monies for housing alone must be identified, ideally at the point of hiring and in your Deal Memo. • If you are being offered an "all in" monthly allowance, the amount must be sufficient to cover your accommodations and meals (and incidentals if you are an AD or UPM); in many cases this amount may be insufficient. • To confirm the housing allowance portion of an "all in" amount is sufficient, you must deduct the monthly totals for per diem (and incidentals if you are an AD or UPM). What is left must be sufficient to cover your housing. Understanding and asserting these rights helps maintain the integrity of your creative process and ensures a collaborative, respectful production environment. As with all contract changes, these rights are only as effective as they are enforced: The Guild and your fellow members need you to do your part by standing firm with the contract's requirements and to asserting your rights when necessary. If there are any questions or concerns or you wish to learn more, please contact the DGA Contracts Department at 310-289-2010. For example, if your "all in" amount is $5000 per month, it may break down as follows: Monthly Total = $5,000 Per Diem ($70* X 31 days) − $2,170 $ for Housing $2,830 *FLTTA per diem amounts may vary. Your monies for housing alone must be sufficient to cover short-term, furnished housing in the area. If you are offered or are receiving less than what's sufficient for housing: • Ask for more and be prepared to provide info on the actual housing costs you're encountering. • Ask for assistance in finding and arranging for sufficient housing that fits within that allowance. • Ask the employer to agree to assume responsibility for the length of your lease if the only way to stay within the budget is to commit to a multi-month lease. • Know that if you are terminated, the employer may be responsible for taking over a lease or otherwise assisting in paying out a housing contract if the employer did not provide enough for sufficient month-to-month housing. INCIDENTALS DIRECTOR • Employers will further reimburse Directors for reasonable incidental expenses upon delivery of receipts/vouchers. AD/UPMs • While on Distant Location, the employer is responsible for providing an incidental allowance, which is currently $24 per day. If you have issues with obtaining any of these minimum conditions: Contact your Field Rep or the Contracts Department at contracts@dga.org or (310) 289-2010. Or, if you are an AD or UPM getting $5000 per month, meant to cover housing, per diem, and incidentals, your monies for housing alone may break down as follows: Monthly Total = $5,000 Per Diem ($70 X 31 days) − $2,170 Incidentals ($24 X 31 days) − $744 $ for Housing $2,086

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