ITC/Equity Ethical Manager Status Information Pack - Studio ...
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ITC/Equity Ethical Manager Status Information Pack
ITC would like to invite you to become
a member of our Ethical Manager scheme.
Being an ITC member means that you already sign up to our values, aiming to put people
before profit and aspire to the best possible working conditions and pay. ITC Ethical
Manager Status is additional recognition that your company:
• Uses contracts that have fair terms and conditions negotiated by ITC and the unions.
• Has been approved by ITC and Equity as having a track record of good management.
• Has a legal structure.
• Is insured.
• Is financially stable.
Being an ITC Ethical Manager means we can help you to manage:
• Negotiating and drafting contracts - we have done that for you and they are union-
approved.
• Explaining your contracts to artists and agents - the Ethical Manager member logo
on your contracts will show that you are recognised by both ITC and Equity as a
reliable manager and are offering, at least, the sector’s agreed minimum terms and
conditions.
• Checking that your contracts cover all the areas that the law requires – we have done
this for you.
• Checking that your disciplinary and grievance procedures meet statutory
requirements – we have done this for you.
• Explaining your contract problems to ITC and finding solutions – we know our way
round the Ethical Manager member contracts.
Signing up is completely free of charge, with just a form to be completed, alongside
some information about your company. More information is available on our website:
https://www.itc-arts.org/resources/ethical-manager
Could your company be an Ethical Manager?
• Would you like to use the ITC/Equity Agreements?
• Is your company incorporated?
• Do you have a budget for 2019/2020?
• Do you have an Employer’s Liability Insurance Certificate?
• Do you have an Equal Opportunities Policy?
• Do you have a Child/Vulnerable Adult Protection Policy if necessary?
• Do you have a Health and Safety Policy?
• Do you have a Dignity at Work Policy?
• Could you pay your performers at least the minimum rates detailed in the Ethical
Manager rates table?
Signing up for Ethical Manager status commits you to issuing the ITC/Equity Performers
& Stage Managers Agreement and use its terms and conditions as the minimum. In
exceptional circumstances it may be possible to vary some of the terms, or use your own
version of the contract, however any changes must be agreed with ITC and Equity first.
Ethical Manager members also issue our other collective union agreements (for
Administrators, Choreographers, Designers, Directors, Fight Directors and Writers)
wherever possible and always pay at least the agreed minimum rates for these
contributors.
We will be holding an Ethical Managers Symposium on 2nd May 2019 where all Ethical
Manager members can meet other companies enrolled in the scheme and receive
additional support with their use of the Ethical Manager membership.
Last month we launched the ‘Featured Ethical Manager of the Month’ section of our
Members Matters newsletter, where a company ambassador for the scheme writes about
the benefits their membership has given them, alongside an image of a upcoming or
recent production they would like to have advertised. This is circulated to over 900
people every month and is excellent exposure for your company.
To sign up for Ethical Manager status simply complete the attached form and send it back
to i.burgess@itc-arts.org with the attachments requested.
I feel it is extremely important to send a message to actors, creatives, agents and venues that
red Ladder are proud to work alongside ITC on promoting ethical standards within the industry.
As a founder member of ITC and having recently celebrated our 50th birthday it proves that
subsidy and earned income can be used successfully AND ethically towards fair and profitable
productions and projects.
The kite mark allows people to see, at a glance, that Red Ladder can be trusted and that we
ensure a good working environment for staff, agents’ clients and crew alike.
Chris Lloyd, Producer, Red Ladder Theatre Company
We’re proud to be an Ethical Manager and it is important that ITC are encouraging and
equipping organisations to become accredited. Transitioning from a project funded company to
being a new Arts Council England NPO we’ve found the Ethical Manager structure helpful in
formalising our existing belief to look after the people we work with.
Working through the accreditation was a good way to audit our existing practices and streamline
them across all our work. Having a clear structure to work within and build upon saves us time by
giving a clear basis for negotiations, particularly as we begin to expand our touring
internationally and work on a larger scale at home. Ultimately having Ethical Manager status
gives us a confidence that we’re providing good conditions to foster the right environment in
which to make and present our work.
James Preston, Executive Director, Rosie Kay Dance Co.
Being an Ethical Manager is important to Boundless Theatre, to demonstrate that we respect
and value our artists and to promote a positive message to young emerging artists. Routes into
this industry are hard enough for young people, especially those from working class or
marginalised backgrounds, whether that’s competition to get into drama school or related
student debts.
We must make it clear as an industry that we value the people at the heart of making and
staging our work, and to enable them to have sustainable careers. By being part of this scheme,
we have more peace of mind when preparing contracts - knowing that we are offering fair terms
of engagement and meeting legal requirements - and it facilitates negotiation with agents. It
makes sense for our business as well as the artists.
Zoë Lally, Executive Producer & Joint CEO of Boundless TheatreAt the heart of all Deafinitely does, which includes an extensive education and training
programme, is the nurturing and development of deaf artists. Integral to this are equitable
employment conditions, which membership of ITC’s Ethical Manager Status helps to ensure. By
using the ITC/Equity Performers & Stage Managers Agreement, the company offers assurances
to its team – and signposts to the industry as a whole – that colleagues will be treated fairly and
with respect.
One of the many advantages of Ethical Manager Status is the support of the ITC team, who are
always available with helpful advice about contracts and other legal matters – one telephone call
can offer guidance and reassurance that you’re following best practice. In an industry where this
can vary widely, ITC’s Ethical Manager Status is something we can all aspire to.
Dominic Francis, Creative Producer, Deafinitely Theatre
As an employer, we strive to offer the best terms and conditions that we can and are unique for
a company our size in offering long contracts and retaining our performers for many years.
Contracts are typically for 40/52 weeks and recently we have been able to transfer several
dancers on to a permanent employment basis.
Being an Ethical Manager signposts to new company members that they will be treated fairly
and within a framework that makes expectations clear for both employer and employee. The
scheme has reinforced the good practice that we had already established and is useful as a
reference point when questions arise. We operate within a sector that offers little job security
and low pay where tales of artists being poorly treated are unfortunately still heard. We believe
strongly that it is important to lead by exmple and show that whilst there are undoubtedly some
challenges in acheiving Ethical Manager standards, it is undoubtedly something we should all be
striving for!
Jo Valentine, Programme Manager of MotionhouseMinimum rates of pay 2019/20
2019/20
ITC/ Equity: Performers & Stage Managers
Weekly Salary £483.00
Commuting Costs Threshold: Where relocation is not being paid £24.60
travel costs over this are repaid
Commuting Costs Ceiling: Maximum payable per week, above In London £126.25
the threshold Outside London £102.50
Relocation: Maximum weekly allowance/reimbursement for In London £126.25
those living 25+ miles from home, when working at company Outside London £102.50
base for up to first 16 weeks of the engagement
Recommended Allowances on tour The Manager has the option
to provide accommodation/meals, reimburse costs actually
incurred or pay the allowances below
Accommodation: Daily where Company Member arranges £40.00
hotel/B&B
Accommodation: Daily where Company Member stays with £12.60
friends etc. (not own home)
Meals: Daily where breakfast is provided £17.80
Meals: Daily where breakfast is not provided £25.20
Weekly Touring Allowance: Payable where working full weeks at £304.50
one venue to cover accommodation and meals
ITC/Equity: Directors
Preparatory Fee: Full length play £1579.50
Preparatory Fee: Short play £1093.00
Rehearsals: Weekly payment £483.00
Artistic/Resident Directors: Weekly pay for all duties £587.00
ITC/Equity: Designers
Design fee £2646.50
Making: Weekly fee for building set and other duties £518.50
ITC/Equity: Choreographers
Preparation & up to 2 weeks’ rehearsal £1951.50
More than 2 weeks’ rehearsal: Weekly Fee £483.00
More than 2 weeks’ rehearsal: Daily Rate £157.00
Session Rate: Max. 3 hours £101.00
ITC/Equity Fight Directors: Session rate £90.75
ITC/WGGB: Writers
Full length play £9,176.00
Play under 70 minutes in length £6,110.00
Play under 30 minutes in length £3,056.00
Minimum royalty (Clause I 7.2) £62.10
Royalty threshold (Clause II A.3) £61,807.00Meal Allowance (Clause II A.4c) £17.75
Management Participation Threshold (Clause II A.5) £35,296.00
Additional day rate (Clause II B.2vii) £66.65
Pre/post show discussions (Clause II B.2xi) £66.65
Option purchase (Clause II.C.4b) £882.00
£177.00
ITC/Unite: Admin & Management Staff
Weekly salary £483.00
Recording by Broadcasting Companies
Equity has agreed minimum conditions with broadcasters for News/Magazine programmes:
All Company Members involved in making the recording must have given prior consent (whether or not
they are included in the broadcast extracts).
Payments are the responsibility of the programme company and should be agreed before recording is
allowed (minimum rates set out below).
Recordings must not be made in the presence of a paying audience.
These arrangements do not apply to video, DVD/CD etc recordings for commercial use. Such recordings
should be negotiated via Equity.
News Access (News Bulletins. News Items In News Magazines) #
Transmission Time BBC TV ITV PACT * BBC RADIO
Up to 2 minutes No payment No payment No payment No payment
Over two minutes £34.20 £27.79 £29.00 £24.40
Magazines, Features & Documentary Programmes
Transmission Time BBC TV ITV PACT * BBC RADIO
Up to 3 minutes: £51.30 £43.00 £43.00 £38.90
Between 3 and 5 minutes: £78.10 £66.00 £66.00 £85.50
Up to 10 minutes: £603.00 N/A £220.00 N/A
Maximum call time (inclusive of
3 hours 3 hours 3 hours
travel time):
# Includes regional news programmes.
* P.A.C.T. These are the Independent Programme makers: their members make various Arts magazines,
reviews and ‘listings’ programmes, as well as some (regional) news programmes.
Interviews
Where Artists are invited to record a personal interview, it must be with the agreement of the Artist(s)
involved. Expenses incurred should be reimbursed and it will be at the Artist’s discretion whether or not
a fee is also agreed before recording.Pensions 2019/2020
The settlement is intended to establish sustainable pension provision, fairly sharing the burden of saving
between workers and managers. Ethical Managers’ contributions will rise to 3% of pay in 2018, then 5%
in 2019, with workers paying 2% and 3%.
Minimum Contributions: From April 2018 the statutory minimum contributions will be a minimum of
2% from the Employer, with Employee contributions making this up to an overall total of a minimum of
5%. As noted above, ITC and Equity have agreed on an enhancement to this for Ethical Managers
employing performers who are enrolled onto the Equity Pension Scheme.
Equity pension scheme: If you are issuing ITC/Equity Ethical Manager Contracts any performers or
Stage Managers who are in the Equity Pension scheme should have contributions paid into it from the
beginning of their engagement. The Equity Pension is a “qualifying scheme”, which means that you will
not need to auto-enroll or defer these workers.
We have agreed with Equity that Ethical Managers paying into this scheme will increase their Employer
contributions by 2% in 2018 and again in 2019. This means that the 5% minimum contribution from April
2018 should be comprised of at least 3% from the Employer. Also a reminder that companies who pay
higher contributions to workers in their auto-enrolment scheme are strongly encouraged to make the
same contributions for Equity scheme members.
Minimum
Minimum
Ethical Employee
Statutory Employee
Statutory Total Ethical Manager Manager contribution
Employer contribution
Date minimum contribution minimum (if EM
minimum (if Employer
contribution increase Employer Manager
contribution pays at min.
contribution pays at min.
level)
level)
01/04/19 2% increase on
8% 3% 5%
onwards previous year 5% 3%Ethical Manager Membership Form 2018/19
Please email completed form and requested attachments to i.burgess@itc-arts.org
Company Name:……………………………………………………………………………………………………………………………………..
Contact:………………………………………………………………………………………………………………………………………………….
Email:………………………………………………..………………………. Direct phone:………………………………………………
Contract requirements: Please give the maximum number of contracts you will issue in 2019/2020
Agreement No. Agreement No.
Equity: Performers & Stage Managers Equity: Choreographers
Equity: Directors WGGB: Writers
Equity: Designers Unite: Administrators
Constitution of company: What is your company structure (please delete as appropriate)?
• Company limited by guarantee
• Company with share capital
• Community Interest Company (CIC)
Date of incorporation …………........………….. Registered company no...........…………….................................
Financial stability: Do you currently have an accumulated surplus or a deficit?
Surplus £ ………………………………................ Deficit (£ ……………………………………….…….)
If a deficit, how will it be reduced?...................……………………………………………………………………………………..
Are you anticipating significant change in your funding from £2018/19? If so, please give details
…………………………………………………………………………………………………................................................................
Who are your funders? …………………………………………………………………………….……………………………………………
Please attach copies of your –
1. Equal Opportunities, Health & Safety, Child/Vulnerable Adult Protection Policies (if relevant)
2. Three year plan
3. Employer’s Liability Insurance Certificate
4. Budget for 2019/2020
ITC look forward to welcoming you to the Ethical Manager scheme soonYou can also read
