California's freelance event professionals are facing uncertainty and potential chaos as California Assembly Bill AB-5 makes its way through the State Senate. This ground-breaking, proposed amendment to the California Labor Code, passed by the Assembly in May, is certain to have an unpredictable impact on the industry and possibly devastating most freelancer's business. Sadly, most of the industry isn't even aware of it. While other industries are bracing for the broad-sweeping, new legislation by educating stakeholders, meeting with local representatives and working on compliance strategies, the freelancers (stagehands, technicians, engineers, event producers, event planners, florists, photographers, chefs, parking attendants, etc) and the employers hiring them are mostly apathetic and in denial.
A Brief Look At AB-5
A brief look at AB-5As independent contractors, freelancers do not have the rights and privileges reserved for employees. Unlike popular belief, clients are not required by law to pay freelancers or independent contractors for overtime, provide meals, reimbursement for travel or provide break periods. These perks are simply negotiated into an agreement between freelancer and employer, whether intentionally or not, and is simply an incentive for freelancers to take work from one client over another. AB5 means to change that. The bill expands on last year's groundbreaking California Supreme Court decision last year known as Dynamex. The ruling and the bill instruct businesses to use the so-called “ABC Test” to determine whether a worker is an independent contractor or an employee. To hire an independent contractor, businesses must prove that the worker:
(A) is free from the company’s control,
(B) is doing work that isn’t central to the company’s business, and
(C) has an independent business in that industry.
If they don’t meet all three of those conditions, then they have to be classified as employees.
Failing The ABC Test
Last year's decision requires all employers with freelancers that fail any ABC Test criteria to treat those freelancers like employees, complying with the applicable EDD Wage Order. The court's decision does not require companies to convert them into true employees, just provide the same rights as employees in related Wage Orders - including OT after 8 hours, meals by the 5th hour and OT after 40 hours of work in any workweek, travel reimbursements, etc. However, they employers are still not required to pay employer taxes, withhold income taxes or provide workers compensation insurance for contractors that have their own policy in effect.
Should this law go into affect in January, all freelance workers failing the ABC Test may only be hired, whether full-time, part-time or seasonal, by employers willing to invest into making them employees. Employers wanting to hire a couple more video utilities or scenic carpenters will be required to make employees out of their previously contingent workforce, providing insurance, indemnifying them from liability, paying employer taxes and providing benefits, as required by local employment laws. Good news is, all previously freelance workers will have all the same labor protections, wage guarantees, and benefits that all employees get, including unemployment insurance, health care subsidies, paid parental leave, overtime pay, workers’ compensation, and a guaranteed $12 minimum hourly wage. Bad news is, jobs for full-time technicians and stagehands are scarce due to the dynamics of the event calendar.
Impact On Employers
Most freelancers easily pass part A of the test. Many noteable freelancers will pass part C. But part B is so broad and relies on the business structure of the employer, scope of work of any given job and compliance by the freelancer, that it's virtually impossible to circumvent. Currently, employers are only required to pay freelancers based on the applicable Wage Order, but they may continue to classify them as contingent workforce. When it goes into effect in January, the new law will have a direct and indirect impact on companies typically accustomed to hiring freelancers.
Many event services companies have office staff and limited technical staff - to maintain the sales support, business operation and pre-production operations. Since the production of an event may have larger staff requirements, but run only days or weeks, most companies manage the event's dynamic staffing needs by hiring from a community of independent contractors and consultants. Otherwise, these companies could see their headcount requirement pendulum back and forth from tens to hundreds and back to tens from one week to the next. Although California is a Right To Work state, hiring and laying off and rehiring hundreds of people from one week or month to the next would be an HR nightmare. Companies dependent on scalable workforces simply can't afford to keep an overhire employees on payroll until their next large event.
Impact On Freelancers
Since the anchoring force is the broad scope of the "ABC Test," unless lawmakers provide the same exclusion for event professionals, such as has been done for medical clinicians, hairdressers, and real estate agents, then even the most professional, compliant and legally-organized freelancer will be affected.
It won't matter if a freelancer is organized as an LLC or C-Corp, has its own Workers Comp Policy, has an office space and company-issued American Express Platinum Card. If “the freelancer that performs a job in the same line of business of the hiring company,” means that the skills and duties of the freelancer are in-line with the business-type of the hiring company therefore the freelancer must be classified as an employee.
Of course, if a hiring company that hires “the freelancer to do a job that is different from the hiring company’s line of business,” means that the freelancer is hired to do a job in his/her specialty and is not in-line with the hiring company’s type of business,” then the freelancer passes the ABC Test and can be truly classified as an independent contractor.
If this Bill is signed into law, it's unclear how companies will react. Expect this law to have the most impact on companies reliant on contingent workforce such as Production Companies, Scenic Shops, Rental Houses, AV Companies, Lighting Companies and Video Production Houses. Certainly, the way companies will meet their waxing and waning headcount needs depends on the type of company, the type of worker, the availability of scalable options and certainly the enforcement of the law. Most certainly the passage of AB-5 will result in the expansion or creation of an enforcement agency and the hiring of investigators and auditors.
There is still time to pound on your representative's door to demand they push for an exclusion for event professionals, but if the law goes into effect in its current form, the most likely reaction will be among the following:
Reliance on Labor & Staffing Companies
California already has a vast number of local labor providers compliant with current and proposed Labor Code regulations. Companies such as Labor Resource Management and Rhino Staging offer employers the ability to hire event technicians, engineers and stagehands like temp employees similar to agencies like Apple One or Robert Half. The workers on their roster are still free to take work from other employers and neither entity attempts to control the calendar of the employees on their roster, so the availability of the same crew is unpredictable, but compliance is guaranteed. Whether other small labor providers or national providers, doing business in California, reorganize to comply by the time the law goes into effect is a matter of continued debate.
Exclusive Use of Labor Unions
The safest option would be for companies to sign Term Agreements with Labor Unions such as IATSE, IBEW and the Teamsters. They have an exclusive and well-established labor pool, coverage in every key market in California, support from state agencies and local municipalities and being a signatory of their Collective Bargaining Agreement assures companies access to qualified and experienced personnel, and guaranteed regulatory and legal compliance.
Assignment of Employer of Record to Temp Agencies & Payroll Agencies
Some payroll agencies offer clients dynamic and scalable workforce solutions from a roster of which the Agency is listed as the Employer of Record. Similar to Labor Unions, the Agency pays the mandated employer tax and holds the workers' comp insurance, and the companies simply hire their contingent workforce from the Agency. Some agencies may allow companies to place its workers on their roster, subject to Agency guidelines and approval, but the varying levels of coverage in markets outside their jurisdiction can be a drawback.
Reorganizing Existing Workforce Compliance
Some companies may reorganize how they conduct business to accommodate the staffing requirement. This would impact whom they hire and for what roles, or may result in them abandoning some parts of their business altogether to comply with Part B of the ABC Test. We might expect to see production companies no longer employ Video Engineer, for example, as employees so that they may continue to hire video engineers as freelancers. It will be interesting to watch how that affects the overall quality of field leadership when companies cannot depend on a reliable and consistent field leadership structure.
New Associations and Workforce Solutions
There's an opportunity to form altogether new solutions for a reliable workforce statewide or possibly nationally. The creation of associations or strategic partnerships with smaller labor providers or the companies themselves could give rise to workforce solutions similar to the structure of the Ad Specialty and Promotional Products Industries. Such an organization, hiring its workforce as employees and offering them on loan-out to companies would ensure adequate coverage, availability of qualified personnel and access to higher discounts through collective bargaining with insurance carriers, financial institutions, and other employee benefit solutions.
California employers are experienced with the complex and ever-changing labor and tax code and their industry advocates are already petitioning lawmakers to add exclusions for their industry when they return to chambers in September. Since there hasn't been much response to the bill from associations or advocacy groups representing event professionals, freelancers should contact their local representatives directly, before they return to Sacramento. Deadline to influence their decision is Sept 13.
Fact is, for decades the entertainment industry has been exempt from similar workforce regulations and challenges because of its unique organizational structure, widely-accepted industry standards, and exclusive relevance of trade protocols. There continues to be a posture of “We don't follow those rules because those rules can't be applied to us.” Admittedly, things haven't changes much in the last 50 years, but it's uncertain if that will stay true for another 50 years. This may be the beginning of a new way of doing things.
It's been a while since we added to the Production Glossary. Since we've been doing a lot more camera work than we typically do, it's appropriate that this vocab update is focused on Camera (pun-intended).
Comment below if we missed any common terms. We'd love your feedback.
Camera Operator Direction
Next camera to be cut (live) to program out
Next camera to be dissolved (live) to program out
Ready camera is quickly cut to program out (eg. Cut 1)
Standby camera is slowly dissolved to program out (eg. Dissolve 2)
Stop camera movement (hold current shot)
Return to previous position (starting point)
Begin prescribed movement (eg. start push)
Move camera lens right
Move camera lens left
Move camera lens up
Move camera lens down
Tighten camera framing
Loosen camera framing
Zoom in slightly to tighten camera framing
Zoom out slightly to loosen camera framing
Zoom in slowly on subject
Zoom out slowly from subject
It's with great pride and a renewed faith in the future of this company that we introduce our new Crew Operations Manager, Missy Salatto. Although she's new to life as a crewing company, she's not new to crewing. She brings with her a roster of talented and experienced stagehands and technicians across the country.
"Her first week on the job and [Missy] successfully staffed 5 shows in various cities across three states. It was impressive how quickly and effectively she worked and I'm eager to see what kind of changes she plans to implement." says outgoing Director of Crew Operations, Brandon Cruz.
Missy realizes she has challenges to face. There is increasing concern how legislation will continue to impact the labor market. It's no surprise that the Gig Economy is strong in California, consider the cost of living. So it's also not a surprise that California continues to corral and sheppard over its population of freelance contractors. Certainly, their rights and protections are top of mind, but we can be assured the State will continue enforcement of statutes and regulations concerning tax revenue, unemployment benefits, workers comp coverage and indemnity.
But she seems to take things in stride, and while we migrate our freelance community to part-time seasonal employees, she's already looking forward to the advantages of reclassification. The most impactful is our ability to train and manage. Among her goals, including a complete overhaul to payroll processing, is to return to the dynamic and scalable workforce we were in the early days, when we were only a handful of techs.
"We're really excited to have her onboard. He energy and enthusiasm is infectious and you can't help but be excited around her. Our clients like her, our techs respect her and she's immediately adapted in our office culture. It's awesome to see here just jump right in." says Jake Evans, Crew Operations Manager, LA/OC Region.
So please join us in welcoming Missy. We wish you the best of luck and prosperity. ✌🏼
Since we make no secret about the rates we charge our clients and the rates we pay our team members, many times we are asked to explain the delta between the two. Now, for those unfamiliar with those rates (which you can find here), I don’t think those asking thing the difference is unreasonable. The conversation is more about justifying what is often mistaken as profit. In fact, the cost of labor, especially in states with strict definitions regarding contractors, can be stifling. And the indirect costs of labor can get so out of control, that many clients and contractors are overwhelmed by the challenges the average crewing company must face.
So we decided to publish an article the fully describes the cost of labor, from the direct costs such as payroll, payroll tax, benefits and insurance to indirect costs such as payroll processing, operating costs, invoice exceptions and time theft. The sections to follow will not only explain the rationale behind our rate system, but can be useful for companies requiring a contingent workforce to analyze their own investment into their workforce and determine if a staffing or crewing company is a better model for them to pursue.
Keep in mind, companies can have subtle differences in business model, have a higher tolerance for risk or work in states with less impactful regulations - but for the most part, this article is applicable to a broad range of employers in countless industries. This does not pertain strictly to the live event industry, but frankly, it applies to just about any industry and company requiring an employee - and in many cases applies to freelancers also.
Bring On The Specialty Shapes
This is a pretty slick display panel. The DESAY Series E display was designed and developed around the needs of indoor touring applications.
The series E may not be a game changer, but it's already available as a 1.5mm, 1.875mm, 2.5mm to 3.75mm. It boasts a precise, quick connector system safe for even displays super fine pixel pitches.
Like most popular touring display tiles, the series E is 100% front serviceable. It offers a wide viewing angle, high contrast ratio and high refresh rate, making this suitable as an indoor touring module - and I suspect we'll see more of these specialty shapes and sizes
The LED world is really starting to pick up speed.
why producers are so persistent?
I'm sure there's not one among us that hasn't been a few days late turning in an invoice. I get it. We live the Spartan life or long work days, late night load-outs, dead cellphone batteries, napping in cars, changing in bathrooms and scavenging kraft services for the last snickers bar. After all, we have to bring this rig in before midnight, load the truck, power nap on the bus and do this all over again 100 miles down the road.
And maybe you just want to get home early to wash your hair... whatever.
Regardless of why you're too busy to turn in your invoices on time, that procrastination has a real effect on the business people surrounding you - and ultimately that effect will cascade back on you. When you jeopardize someone's ability to run their own business effectively and efficiently, then they will simply elect not to work with you. And if enough people drop you, well then, you get the picture.
how do late invoices impact your clients
First, let's remind our freelance community that the guys cutting them the checks... that is the producers, gear houses, production companies, what have you... they are your clients. How some freelancers offer such horrible service, yet the labor coordinators receive so much grief, it's amazing. But back to the point, if you are like me, once upon a time I would think, "Damn, why are they so mad I haven't invoiced them yet - why are they so impatient about paying me. You'd think they'd be grateful, since they get to hold onto the money longer."
Well, actually that's not how it works. Fact is, until producers get all their invoices in, they can't prepare their final bill to the end-client. And the end-client will start their payment clocks upon receipt of that final invoice. So if we hold up final billing for a couple of weeks, it could be 2 months before the producer receives final payment and is able to pay out his vendors.
But that's not the only negative effect. Frankly, a producer will only wait so long for your invoice, because you're not the only vendor he has to pay. When we don't send him an invoice, thereby forcing him to invoice based on his best guess or estimation of what your final fee is, then if he's wrong and the client pays based on the wrong amount, you have less chance to getting paid the correct amount because the producer has less chance to modifying his number once it's started through the corporate accounts payable maze.
some useful tips
But again, I understand the challenges, because I live the life as well. But living the life alongside you, I also know, we're not ALWAYS that busy. There are plenty of times throughout your schedule when we're in Stand by moments. Here are some best practices to help you, help them, help you.
prepare in advance
Instead of waiting until the following morning or the end of the night, prepare the invoice during the last day of the call, perhaps during show or during lunch. That way, at the end of the night, all you really need to do is plug in the time out and you're ready to submit. It should only take you a couple minutes, so if you can't finish your invoice template during a working lunch, then you need a better invoice format.
send it out early
I know a tech that always sends his invoice on the morning of the load-out. His rationale is, we always know roughly how long the out is going to be, and if you're working against a mini, then you know the number of hours you'll get paid, regardless of the end time. So he prepares his invoice in the morning and sends it off long before the load-out starts. On the rare occasion that the times are longer than what he invoiced for, he makes the easy call to the producer or labor coordinators and simply say's "Disregard my last." The invoice is already formatted, so he updates and resubmits.
use accounting software
Using a simple, but powerful accounting package can dramatically improve your accuracy, efficiency and even your profitability and revenue opportunities. Some popular ones are Quickbooks and Fresh Books. But you can use most any package your familiar with. Just be consistent.
keep them simple
I've seen some crazy complex invoices that calculates all the variables, cross references against other records, collects, reinvests, looses... it can be a mess. One of the best things you can do for yourself is keep your invoice simple. For the most part, all the client needs is:
hire a service
If it's still too hard for you to get your invoices out on time, consider hiring a bookkeepiing business. They aren't that cheap, but I susect you're more than make up for the mean of his words. But better to pick up the guys without guns facing off with the guys with guns.
Long and short of it, if your clients have you set up as Net 5, Net 15 or even Net 30. That clock starts running the day you submit your invoice and it's accepted. It is really unfair to call 3 days after the show, having not even sent or confirmed your hours worked and start demanding pay. I really hope this helps you understand the issues behind invoicing - and look forward to seeing you on the campus soon.
The Real Cost of Circumventing
Written by @justdontcallmeeddie
Circumvention: No, it's NOT a tradition practiced on male infants NOR is it a witty name for an adult film convention.
Circumvention [Circumventing] is the act of bypassing your client and going direct to his end-client; and allowing that end-client to hire you directly, thereby "circumventing the individual or company that originally made the connection for you to begin with.
so what does that mean?
When a stagehand is introduced to the employer by a labor company, who then purposefully and deceptively solicits the employer, with the intention of soliciting jobs unknown to the labor company; or
When the employer or hiring company uses contact info provided by the labor company or solicits the stagehand directly, with the purposeful and deceitful intention of offering the stagehand to work as a freelancer without the labor company's knowledge,
We’ve noticed that this trend has grown recently and it actually has a negative impact for all stakeholders involved. We wanted to share a little insight about how and why this behavior has a long term negative influence.
so what's wrong with that?
It's widely accepted as unethical (although some companies see no malpractice). And certainly there are reasons to go around or go direct some times. But those legitimate reasons are specific and do not lend to the negative impact on morale or quality of service that direct circumvention can have - and I'm faced with two cases of it right now.
For the most part, the overall stagehand community, and the companies that hire crew through crewing companies, understand and respect the industry ethics surrounding their relationship with each other and their union brothers. Sadly, sometimes an innocent stagehand can be adversely affected if the hiring company puts pressure on them, while they are trying to be noble. The crewperson may actually run the risk of losing the client either way [thru the labor company and direct].
In short, it’s understood that stagehands are expected to protect the relationship between the end-client [the hiring company known as employers] and the stagehand's actual client [the labor company, labor broker or independent labor coordinator]. The end client is not the stagehands client to begin with.
still don't get it?
Imagine when we were kids, and we're all out on the playground, and you just happen to be an amazing friend that was generous ands selfless in giving. You liked to see your friends happy, so ever day you brought some brand new toy, never been touched, nothing broken off, everything perfect. And there was this one kid that every day, he would take the toy, push you down, and walk away laughing. But you being the amazing you that you are, keep bringing a new toy, every day, believing that he must have learned his lesson by now. He must see the folly of his ways now. This time, maybe he'll bring some of his toys, and we'll build a toy empire...
But every day is much like the last one. The new toy is stripped away, you are pushed to the ground, your friends won't help you out and instead just laugh at you while astonishingly enough, asking if they can play with your toys, but with the other kid. You think this sounds far fetched or not aligned. Well consider, just our company spent thousands on recruiting and double that on marketing last year. All that investment into marketing, the time, the resources, the money - and we earned the right to monetize them. So how fair is it if Jeff started hiring me just long enough for me to put on other hands, in essence, strangling myself. Just another story of a school yard bully.
Basic Safe Practices
I was working with some younglings last week, and it's part of my regular conversation, we spent a good amount of time on workplace safety. As I listed various practices, I spent a little time on "the why" behind the practice, and share examples of how a failure to follow procedure might result in an accident - or worse, a tragedy.
As I went through the most common, I started to realize how many of my examples were from accidents that I witnessed or affected someone I knew personally. Albeit, I've been doing this for a number of years, but I was still shocked at the number of accidents that I could personally speak to. At one point, I even stopped and said, "Damn, this job really can be dangerous." I say that to mean, as we go about our day, so much is process and procedure that we can take for granted the actual danger that surrounds us.
So I figured I would share some common, important best practices and safety protocols and the "why" behind them. This is for the new kids, of course. But also, as much for us vets that forget how dangerous the job can be - not only if we don't follow protocol, but if we fail to teach and correct those around us.
"Lift[gate] Coming In" [dock safety]
When loading or unloading a bobtail truck or any box with a lift gate, always call it when you start to move the lift gate. Loading and unloading can be fast paced, but mindless - and often filled with a number of conversations. A stagehand that's not paying attention can lose a toe under the gate or a finger in the chain or maybe take a rider to the side of the head because they don't realize the head, and hastily set load is now moving.
Although I've seen a few accidents, some more costly than other, the one that involved human injury is what were focused on here. So I'm reminded of a load-in where the truck's owner was screaming at his crew. As they unloaded the truck, he berated his guys, screaming obscenities and insulting them. I guess we know why the lift operator didn't call out that the lift was coming in - but it was and good ol' company owner didn't hear it over his own voice. In fact he didn't turn to face the load until the lift was inches from his feet, and caught off guard, he didn't jump back in time until he came down on his foot. He didn't finish the load-in,. His guys did, and at least it was quieter.
What to do, not do, pretend to do, expect doing again, and who to blame for doing it.
It's true, like most specialized trades, stagehands and stagecraft professionals have their own unique culture and etiquette associated. We've covered topics about vocabulary, style and even the perspective on the length of a work day. However, when we collect and present all the unique aspects of stagehand life, there is undeniably a code of ethics or general etiquette that we all kind of naturally follow. Those that resist don't seem to last long.
Some of the rules are unspoken and some are clear communicated. But in total, there exists a set of guidelines and principles that stagehands seem hold to. It's worth mentioning that stagehand norms and mores do differ according to geographic location and even age group. But we wanted to pull together a general list of expectations and etiquette for new recruits and even veteran review. Not all these instructions may apply to crews everywhere, but they are group of standards that will set most up for success if understood and practiced. We encourage our readers to comment and add perspective.
IRS Rule on "Expensing Your Image"
Taxpayers in the entertainment industry sometimes may incur expenses to maintain an image. These expenses are frequently related to the individual's appearance in the form of clothing, make-up, and physical fitness. Other expenses in this area include bodyguards and limousines. These are generally found to be personal expenses as the inherently personal nature of the expense and the personal benefit far outweigh any potential business benefit.
No deduction is allowed for wardrobe, general make-up, or hair styles for auditions, job interviews, or "to maintain an image".
Excerpt from IRS Website on Business Expenses in the Entertainment Industry
(Page Last Reviewed or Updated: 02-Aug-2018)
Guidelines for Determining Internship Program Compliance with the FLSA.
Before I dig into this topic, just want to clarify The Stagecraft Agency does not have unpaid internship programs. Even among our youngest, most ambitious recruits, we value their contribution and return their investment into learning the craft specific skills and talents involved in event production.
The fact sheet below was provided by the US Dept of Labor to help companies determine whether their programs and compliant with The Fair Labor Standards Act. For more information, we urge you to visit the US Dept of Labor at https://www.dol.gov
The FLSA requires “for-profit” employers to pay employees for their work. Interns and students, however, may not be “employees” under the FLSA—in which case the FLSA does not require compensation for their work.
The Test for Unpaid Interns and Students
Courts have used the “primary beneficiary test” to determine whether an intern or student is, in fact, an employee under the FLSA.2 In short, this test allows courts to examine the “economic reality” of the intern-employer relationship to determine which party is the “primary beneficiary” of the relationship. Courts have identified the following seven factors as part of the test:
We're often asked the difference between employee and freelance stagehands. It's curious how many stagehand's don't understand the basic pros and cons of taking on a job(s) that impact how they may be classified. Frankly, there can be a number of subtle or intrinsic benefits (or challenges) associated with every classification. We've listed and detailed some of the basics below, and we welcome your thoughts and opinions.
We've narrowed down the broad range of classification to 4 basic categories:
1. Union Member, Temporary Employees
2. Non-Union, Regular Employees
3. Freelance Independent Contractors
There are a number of subgroups under these three categories, such as Permalancers, Contract Employees, Seasonal Employees, Part-Time, Full-Time, etc. Of course there are variations and exceptions to many situations, but for the most part, they all fall into these three basic categories and the pros & cons are the most common for that group.
Determining Independent Contractor Compliance
It's alarming how few freelancers are aware that there is a mandate for employers to comply with strict, but loosely defined, rules when hiring freelance stagehands - identified as independent contractors. It's not surprising however, since even those employers, HR specialists, labor specialists and even the independent contractors themselves argue over their interpretation of the rules. The guidelines, applicable state and federal laws and regulatory and legal requirements are a constant topic among our team, and we want to open the conversation up to our entire community and ensure all our colleagues and clients are aware of the current guidelines.
There 20 factors used by the IRS to determine whether an employer has enough control over a worker for that worker to be classified as an employee, rather than a contractor. Though these rules are intended only as a guide - the IRS says the importance of each factor depends on the individual circumstances - they are helpful in determining whether our relationships demonstrates an employer-employee relationship. When the answer is “Yes” to the first four questions, you can typically satisfy compliance as an independent contractor; “Yes” to any of questions 5 through 20 means we will need to classify you as an employee, subject to backup withholding, among other requirements.
1. Profit or loss. Can the worker make a profit or suffer a loss as a result of the work, aside from the money earned from the project? (This should involve real economic risk-not just the risk of not getting paid.)
2. Investment. Does the worker have an investment in the equipment and facilities used to do the work? (The greater the investment, the more likely independent contractor status.)
3. Works for more than one firm. Does the person work for more than one company at a time? (This tends to indicate independent contractor status, but isn’t conclusive since employees can also work for more than one employer.)
4. Services offered to the general public. Does the worker offer services to the general public.
5. Instructions. Do you have the right to give the worker instructions about when, where, and how to work? (This shows control over the worker.)
6. Training. Do you train the worker to do the job in a particular way? (Independent contractors are already trained.)
We're so close to having a lot of the systems ready to be deployed, we all figured it was a good idea to start getting product literature and some basic training already scheduled. In the meantime, I'm going to start running a couple of training series. I thought it might be helpful if I advised everyone in advance, so they can plan alternative comm that period.
Stagehand & Business Training
The first training series will be a series of tutorials, instruction videos, infographics and worksheet templates for most operations. This series is designed to help you best understand how our business is planned to work. The series will include:
1. Understanding our Workforce Management process
2. Scope-based graded compensation system
3. Using Infusionsoft & Hubspot
4. Setting up & effectively running freelance company
5. Total Cost of Crewing
6. Preparing your Federal Tax returns
7. Tips, Tricks & Little known Resources
8. Marketing & Sales Operations
9. Tentpole Marketing Strategy
I hope you get something out of this series.
The Stagecraft Agency
Came across a couple of very easy to follow & understand videos that explain what 3 phase power is, vectoral math and give a basic fundamental primer on the differences between single phase and 3 phase and why we use one over the other depending on application.
These should be must-review videos for every electrician, but is equally helpful to audio, video, projection - just about anyone involved in the production of an event.
Common Power Connectors
Qualification is a new category of testers designed to meet the emerging needs of network technicians who need to upgrade to higher network speeds as well as troubleshoot connectivity problems. Qualification testers, like Fluke Networks new CableIQ Qualification Tester, determines if an existing cabling link can or can not support certain network speeds and technologies. This differs from certification testers, like the DTX CableAnalyzer, which guarantees cabling installations comply with TIA/ISO performance standards and basic verification testers, like the MicroScanner Pro, which tests if the cable is connected correctly.
CableIQ qualification tester's powerful troubleshooting capability and intuitive interface enable you to identify and troubleshoot a wider range of problems within a network infrastructure.
When to use a Qualification Tester
oh the many things I am thankful for...
Let’s all be be grateful that it is that hard.
Radio Do's & Dont's
DO keep chatter to a minimum. Carrying a radio is already distracting and it becomes annoying when you have to keep shifting your focus from the task in front of you to the comments on your radio.
DO hold (key) your talk button for a full second before you start to speak, otherwise we lose the first part of your sentence, which is usually who you are.
DO NOT change off your assigned channel without notifying your group that you're changing.
DO NOT use you radio to play jokes or have inappropriate conversations.
DO remember to return your radio to its charging station at the end of each day.
DO record the serial number of your assigned radio, in case you lose it or it gets accidentally swapped