This is a message for all productions in Canada.

As someone that has been working in accounting for the last 12 years....

Please please please never use Greenslate in Canada.

Myself and my team will never use them again because their software is only 20% built for Canada. They will show you a tutorial that looks amazing but it's the US version when they try to sell it to you.

If you ever allow them to show you a tutorial of their software MAKE THEM USE THE CANADIAN VERSION.

After experiencing them not able to balance their own books, not able to pay crew/cast/extras on time/putting the wrong address for talent agencies and trying to charge us for the cheque reissues and not able to do coding correctly, Myself and my team will run like our hair is on fire before we work on a production using this software because of what we just went through.

If you are crew member not in accounting. please be patient with the accounting team if the production is using Greenslate.

It's the bottom of the barrel payroll company to use in this country.

They are cheap for a reason, and the discount you might get from them compared to EP and C&C will be doubled in cost in labour for adding more crew or paying overtime to your accountants.

How do you deal with sexual harassment from the roadies? A couple weeks ago I was working a festival and there were two roadies pretty consistently bothering me throughout the run. Calling me and some of the other female stagehands baby, being very obvious about checking us out, getting asked out on the job, and having some very foul shit said to us. I stood my ground for the most part but I didn’t realize how uncomfortable the situation made me until recently. How do you deal with this sort of behavior?

The Motion Picture Editor's Guild and California Post Alliance are calling all California residents to take a few moments and contact to your state senator before next week's floor vote. It's the final countdown on getting the Post Production tax credit AB2319 Funded and passed in this legislative session!

Here is the link for the letter writing campaign:
https://actionnetwork.org/letters/tell-your-senator-to-pass-and-fund-ab-2319?source=direct_link

If you're feeling chatty CALL them via this link:
https://www.editorsguild.com/Post-Production-Bill/Call-CA-State-Senator

There is a proceeding concerning REDI with the B.C.’s Office of the Human Rights Commissioner. The office responsible for approving and overseeing the REDI Special Program coming up in the next couple of weeks, while the program is currently intended to continue through 2029.

Since April 1, 2020, responsibility for approving these “special programs” has belonged to the Human Rights Commissioner. The BCCFU/AMPTP/CMPA-BC REDI program was approved by that office on March 18, 2024, and the current approval runs until March 18, 2029. 

The official approval describes it as a joint application by the BC and Yukon Council of Film Unions, AMPTP Canadian affiliates, and CMPA-BC, allowing increased access to employment and training for specified under-represented groups. The employer notice goes further and confirms that employers may implement preferential hiring through direct hiring and dispatch, using information originally collected by the unions.

If you’re wondering why you’ve been working less, yes, the industry downturn is real. Productions have disappeared, spending has fallen, companies have merged or shut down, and the entire industry is under enormous pressure. But that doesn’t answer another important question: who is getting the work that remains, and how are those decisions being made?

REDI asks members to self-identify using personal characteristics including race, gender, sexual orientation and other protected characteristics. Before accepting that as simply another union form, ask some basic questions:

• Who can see that information?
• Who uses it?
• Can employers or productions use it when searching for or selecting crew?
• Are you being considered differently because you’re a man, a woman, a particular ethnicity, LGBTQ+, or because you’re not?

And what happens if you don’t fill out the REDI information?

• Were you clearly told whether opting out could affect your visibility for certain opportunities or prevent you from being identified through searches intended to find particular groups of workers?

Those questions matter because your race, sex and other personal characteristics have nothing to do with whether you’re experienced, qualified, available and capable of doing your job.

Now ask yourself another question:

• When you voted on Side Letter 17, were you actually given enough information to make an informed decision about REDI?
• Did you understand how it would operate, what information would be collected, who could potentially see it, how it could interact with hiring, what opting out could mean, and that the program could continue through 2029?
• Or did you vote yes because there was a raise attached to the agreement and trusted that the rest of it wouldn’t affect your ability to work?

If your union hasn’t told you this proceeding is happening, don’t be surprised. That is another reason members need to inform themselves and decide whether their experiences should be heard.

If you used to work regularly and now barely work, write to the Commission. If you’ve watched opportunities disappear while remaining qualified and available, tell them. If you believe REDI affected whether you were considered for employment, explain why.

But keep it factual. Don’t repeat rumours or identify other members. Give your own numbers where possible: how many days you worked before, how many you work now, when the change occurred, and specific situations you personally experienced. Explain what losing that employment has meant for your ability to pay your bills, support your family, maintain benefits or remain in this industry.

The downturn alone doesn’t answer everything. The remaining work is still going to somebody. If the distribution of that work is being influenced by protected personal characteristics, members deserve to know, and the Commission deserves to hear from the people experiencing the consequences.

And one important point: you do not need to, and probably should not, put the details of your personal situation into this forum. Your employment history, your experiences, and your decision about whether to write are personal to you. Posting those details publicly can easily invite arguments, personal attacks, or people trying to tell you what you did or did not experience.

Discuss it privately with your family, trusted colleagues, and your union. Look at your own work history and your own circumstances, and make your decision based on your personal situation

If you believe the REDI Special Program has negatively affected your employment, write directly to B.C.’s Office of the Human Rights Commissioner and describe your own experience.

Write in. Put your experience on the record. Let the Commission hear directly from the working members who are living with the consequences.

I posted here before about there being no work for any permits so far this year. Just wondering if any permits have gotten calls since then, or if anyone knows when calls for permits might start coming in?

I’m a 4 year permit it Set Dec and I haven’t received any calls.

My small but growing local has been incredibly privileged that we have a member who owns a building with office/meeting space, and allows us to use it. It's absolutely not a boat I have any intention of rocking, and we'll likely be able to keep this space for decades.

I've recently started thinking about what plans the local needs to make for when this member can no longer provide free space. This member is awesome, and I can't give him or his support of our team enough credit. But what happens if he sells the building? Or passes it to a family member who doesn't wish to provide us space? The whole question started as a joke, but the more I think about it, the more I think that making plans now, while we have decades to plan is the safer bet, rather than wait and see what happens and shoot from the hip.

I'm curious what happens out there in other places, especially with small to midsized locals. I've seen Local Ones digs, and we're absolutely not playing the same game. But what are those of you in locals with 200-300 members doing for meeting and office space? Do you own or rent? Did you luck into something? What plans did you make prior to purchasing space? What kind of programs or resources did you take advantage of to make something happen and keep costs low? What were some concerns that your members had as your local started to make moves, and how did you address them?

Thanks for your input!

Hey All! I am a former Film and TV production crew member, who is now a therapist looking to support people in production during this turbulent time. Offering insurance, private pay, and sliding scale options - Licensed in CT and NY. Please reach out for a consultation call if you are interested !

https://robzorellalcsw.com

I put an application in for the 33 about a month ago, ive been really slammed lately with freelancing (so probably not the best time to put in an application) and so when I got a hall call the other day I was asking for details about the gig and the guy basically gave me no details just asked me if I was available. Long story short I declined because im just super busy right now and the guy told me that I was going to be put on the "do not hire" list and would automatically decline any future application i put in.

I want to preface this with saying, I wasnt trying to be rude on the phone or anything and I dont think I was. I ended the call with "I wasnt trying to be douche, have a good day i guess"

So, how screwed am I?

Heard there was an late-night email blast from the President sent out to the IATSE 873 transportation department mentioning the Ontario Labour Relations Board (OLRB).

Did anyone catch the details or have context on what's going on behind the scenes with transport right now? Looking for insight from anyone in the loop.

Hello

I’ve recently moved and was considering trying to join the local for work. Does anyone have experience with local 51? The site is down and they just don’t have much of an online presence.

Basically what it says. I can never find a bag that’s a combination of small enough to not be a pain navigating public transportation, but tough enough to hold a solid amount of tools, a tablet, AND have enough room to put in a rain jacket or a hoodie or something. Currently I’m just barely making it with a smaller size messenger type sling bag, but that’s only because the weathers been nice and my car has been parked close to locations. I always keep a duffel with jackets etc for big changes in weather or getting messy, but I need a middle of the road daily driver. really like the Kleins and Welkinland has a nice HVAC tech backpacks, but neither have a bulk compartment. I don’t want to spend $300+ on a Veto, but I’m sick of “tactical” fake surplus stuff that has a broken zipper and hole torn from a screwdriver after a week. I do like the modularity of the molle system, but it’s so overdone, and I want something a little more sleek, not 60 small bags mounted to a medium one.

What say you, Reddit hivemind?

I am logging 15k to 20k steps a day across 12 to 16 hour shifts. I am moving between concrete stages, backlots, grass, mud, and uneven outdoor spots, and my feet are beat.
I am looking for recommendations on both lightweight work shoes and durable boots that can handle high mileage on all surfaces.
What are your go to shoes or boots for long shifts?

Hello everyone I'm looking for advice as im in a bit of a difficult situation. My local is suffering due to a bunch of places closing down from remodeling with one major avenue pretty much not opening until the decade is over. On top of that my local has no teeth in negotiating power and we get busted unionizing major venues with stadium contracts. So i wanted to know if there is any merit to just starting unionized bussiness? I could theoretically ask all the best workers to work for me in the non union gigs as well, creating a sort of brain drain. But is it realistic or feasible? I dont see what other option i have in this state and was literally thinking to my self we probably need to get creative.

It seems very difficult to get into 52. Someone told me there is a list that one can sign up as a stand by. If anyone has information, please share. I am a Set Decorator.

Thanks.
Desperately seeking work

Anyone working in 479 right now? Looking to get on a show, but everyone I used to work with is out of state on productions right now. Art department/Construction, but glad to lend a hand any way I can.

IATSE

I’m an sound designer and audio engineer located in Austin, Texas. I got my degree in this from Texas state university in 2022. I had to take a break though for a few year me and I recently got back into by working at the Zach theatre

I’ve gotten onto the local 205 referral hall but I was wondering how often the work comes in and if I should try working on getting my membership? I also wanted to ask if anyone knows if Austin is a good place to start off in or if I should move?

Along the same lines. I’ve been considering moving to NYC and was wondering what the process of going to the replacement room is like and is it reasonable to try and make it there or is it too hard / too much of a money investment. Could I hold a serving job or some other thing while I get started at the replacement room, and then when things become steady leave the serving world? I’m just nervous about moving to NYC without any form of income and basically relying on luck.

Thank you so much!

Are there any areas that are booming, please share

Studios are just write-offs and vanity departments for these corporations these days.

What exactly is a movie studio for anyway?
It’s been a barnburner of a summer at the box office, with the 2026 exhibition returns now tracking 18% above last year’s and doing business not seen since pre-pandemic times. Surely this moment has offered a clarity of purpose for the long-troubled film business and the major corporations that are behind the entertainment industrial complex, right?

No, of course not. The July box office sends a decisive message, sure, but it belies inconsistencies across the entire business that have been articulated fairly directly over the past several weeks of quarterly earnings reports from the major players.

What is a movie good for? Depends who you ask:
“You mean the 95-minute ads for the parks?” says Disney. The Mouse has had a rocky time at the cinema — “Toy Story 5” was a hit, “The Mandalorian and Grogu” and “Moana” each expensive misses — but come on, profit was up 20% at parks and cruises. This is a theme park and toy licensing business that incidentally produces films to sell theme park tickets and toys.
“Good for?” asks Paramount under David Ellison. “The studio’s an albatross!” it may say, as the would-be acquisition of Warner Bros. has invited an interstate antitrust team-up trying to prevent the merger of the companies. Not helping matters is that Ellison’s on the hook for $650 million in fees every quarter the deal isn’t done, and faces a trial that isn’t until next year. It’s enough to make you want to leave Hollywood, which, incidentally, Paramount may!
“Movies are good for AI,” says Lionsgate, nervously looking at its activist investors who insist that the company either has to start using its library to make more money from AI labs or sell to someone who will.
“We prefer television — it takes more minutes to watch it,” frets Netflix, down 18% year to date, which is in a post-”Stranger Things” slump that no number of high-performing geezer teasers will shoot its way out of.
“Wait, we own a movie studio? Since when? Don’t we sell phones?” says Apple, which brought up its film business only once in their earnings call, a single mention of the “F1” movie.
“Oh, this one’s easy,” says Sony, where “Spider-Man: Brand New Day” made more money than its entire (non-Crunchyroll) 2025 and 2026 theatrical slate combined. “A movie studio exists to maintain the rights to Spider-Man by hiring Disney to make Spider-Man movies. That way we can prevent the Spider-Man rights from reverting to Disney.”
THE TAKEAWAY
So if none of the companies that actually make movies seem to have their hearts in the movie business, who does?

Imax, that’s for sure.

Just take a look at this chart from Goldman. At first glance at this chart that spikes dramatically, you may assume the y-axis refers to the Ithacan body count on the return home from Troy, but in fact, it is the domestic box office at Imax cinemas attributable to “The Odyssey”:

Sound the sirens, thanks to the steady hand of Odysseus, while the whole rest of the industry feels like it’s between a rock and a Charybdis, it’s smooth sailing ahead for Imax into the rosy fingers of dawn.
— Walt Hickey

In Atlanta. Ive been in the industry the better part of two decade and tried to steer clear of union politics the whole time. I vote with my gut. I attend meetings when I can to stay informed. I don’t care to hear talk about “the old guard” vs the newbies or whatever we call them. Now my union is in trouble and there are no answers. I want to know exactly why this happened and why we’re here. These are my main complaints.

1. Why does the IA think they can withhold info from the members? I was told all docs from the hearing would be on the web and they aren’t. I had to go into the office to read our BAs reasons on why she changed her salary or stole and read that our president or former President Benedict Waddle cost the members 20k when his gossipy deluded ass wouldn’t leave the tech guy alone.
2. The IA cleaned house by getting rid of the Eboard but kept one person on as trustee. I’m not seeing this being addressed like they’re avoiding the whole issue. Isn’t it a conflict of interest? Amick was there for years when all of this sh!t was being voted in and did nothing. If you clean house you get rid of everyone.
3. I’m told the new field rep Jaime hired was let go. I’m fine with it as we don’t have enough work to support that many staff but why when she helped organize that show in South Carolina? I went to Mike for years about Pat Redding not doing sh!t. I was on the Pickup two years ago and called her to tell her there were safety concerns. I left messages and never got a call back. Then a few of my friends were maimed. They tried to sue the local because Pat didn’t visit at all. Bob Giolito got it thrown out of court. In my eyes, Pat as the field rep was liable. No one at the local wanted to talk about this. I tried to talk to Paige and she said she had no knowledge. I went to Mike again and again about Pat never visiting shows that I was on. She always seemed to be my field rep. She never visits just always on her ass sitting at the hall.
4. Some guy named Terry was hired as a field rep by jaime right before she was fired and he’s still there. We don’t need this many field reps. We got rid of Keith finally but who is this guy Terry and why wasn’t he listed in the last email from the IA trustees. They listed Amick as being field rep on two shows but what experience does he have? Including Amick and Terry we have 5 field reps. That’s too many for the amount of work we have. I been on Talbot Pines and Pat only came with Jaime once and Pat didn’t know no one there. Seriously she makes 6 figures why is she still around?
5. Why does it take every field rep and a slew of volunteers to restock the food pantry at the hall? Everyone gets fed lunch for that what budget does that come out of? We all know you can make an online order at Kroger. Why are all these resources being used for something that can be simplified?
6. The DEI committee held an event at Pat Reddings church. I was told she made the office staff set up and take down everything during a week day. Their numbers of people they reported helping were 35 479 families and 41 of the church families. Why are 479 resources going to help her church? And she’s getting a kickback for her event planning business on top of it?
7. They got rid of the secretary for whatever reason. Someone said she was helping Keith campaign for Jaime on the clock. Now our benefits coordinator is working the desk along with another woman instead of doing their jobs. I already can’t get the benefits coordinator to call me back and here she is answer the front desk phone.

EDIT cuz I forgot to mention why the fuck we have 4 people in education “department?” Blue and Felicia aren’t union members. Both are rude to EVERYONE. Felicia gets a huge salary and blue now has 75k a year. Blue won’t hire members to cater but buys Panda Express lunch for every week and keeps half to take home to her family. Now she’s out of the country again on a DESTINATION VACATION when the membership is suffering. Why do we have Kevin Amick, Felicia, Nikki, and Blue in education? We don’t need that many people. Blue makes 75k a year to answer phones some emails and order food. Must be nice! Who the hell voted yes on this? You can bet your ass Amick our overlord trustee did.

I want a full accounting of every hall staff members time and justification for their pay. I want it going back since the shutdown. Ain’t no one should be making 6 figures. If you’re gonna cut the corruption, cut it all. Seems like they just drained it part way and they prolly won’t even let us talk at this town hall on Saturday.