CONTRACTThe Animation Guild and Affiliated

Optical Electronic and Graphic Arts,Local 839 I. A. T. S. E.

phone: (818) 845-7500fax: (818) 843-0300

http://www.animationguild.orge-mail: info@animationguild.org

Effective August 1, 2009through July 31, 2012

Cover.P65 3/1/2010, 3:39 PM1

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AGREEMENT OF AUGUST 1, 2009

BETWEEN

AND

I. A. T. S. E. & M. P. T. A. A. C., LOCAL #839

TABLE OF CONTENTS

BASIC PURPOSES OF AGREEMENT ................................ 1AUTHORITY OF UNION AND PRODUCER ..................... 2

1. SCOPE OF AGREEMENT .................................................... 32. RECOGNITION ..................................................................... 33. SHOP REQUIREMENTS ...................................................... 44. WAGE SCALES, HOURS OF EMPLOYMENT

AND WORKING CONDITIONS ................................... 75. HOURS ................................................................................. 176. HOLIDAYS .......................................................................... 217. SICK LEAVE ........................................................................ 238. VACATIONS ........................................................................ 249. NON-DISCRIMINATION ................................................... 2910. MILITARY SERVICE PROVISIONS .................................. 2912. SENIORITY ......................................................................... 3014. DISMISSAL PAY ................................................................. 34

(continued)

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15. GRIEVANCE PROCEDURE ............................................... 3616. DISCIPLINE AND DISCHARGE ....................................... 4217. LEAVE OF ABSENCE ......................................................... 4318. EMPLOYEE BENEFITS

A. Pension Plan .................................................................. 44B. Health & Welfare Fund .................................................. 45C. Retirees’ Health & Welfare Fund................................... 45D. Supplemental Markets ................................................... 45

19. PRODUCER’S RIGHTS ...................................................... 4520. STUDIO PASS...................................................................... 4621. GENERAL PROVISIONS

A. Posting of Notices .......................................................... 46B. Screen Credit ................................................................. 47C. New Classifications ....................................................... 47D. Safety ............................................................................. 47E. Subcontracting ............................................................... 50F. Stewards ......................................................................... 51G. Supervisory Employees ................................................. 52H. Quarterly Reports .......................................................... 52I. Personal Service Contracts ............................................ 52J. No Strike – No Lockout ................................................. 53K. Gender – Included Meanings......................................... 53L. Computer As A Tool ...................................................... 54M. Co-Operative Committee ............................................... 54

22. CONTRACT SERVICES ADMINISTRATIONTRUST FUND ............................................................... 54

23. TERM OF AGREEMENT .................................................... 5524. TALENT DEVELOPMENT PROGRAM ............................ 5625. MISCELLANEOUS ............................................................. 57

WAGE SCALES ................................................................... 64SIDELETTERS .................................................................... 78INDEX ................................................................................ 106

Page 1

AGREEMENT OF AUGUST 1, 2009

BETWEEN

__________________________________________________________

AND

I.A.T.S.E. & M.P.T.A.A.C., LOCAL #839

THIS AGREEMENT is executed as of this first day of August, 2009between the following producers: ABC Studios, Adelaide Productions, Inc.,Animated Productions, Inc., Cartoon Network Studios, Inc., Columbia PicturesIndustries, Inc., DreamWorks Animation LLC, Fox Animation, Los Angeles,Fox TV Animation, Inc., Metro-Goldwyn-Mayer Animation Inc., RutherfordBench Productions, Inc., Universal Animation Studios LLC, Universal CityStudios LLLP, Walt Disney Pictures, Warner Bros. Animation Inc. and WarnerSpecialty Productions Inc.; as well as others who subsequently becomesignatory hereto (hereinafter collectively referred to as the “Producer”), onthe one hand, and the International Alliance of Theatrical Stage Employesand Moving Picture Technicians, Artists and Allied Crafts of the United States,its Territories and Canada, and The Animation Guild and Affiliated OpticalElectronic and Graphic Arts, Local #839 of the International Alliance ofTheatrical Stage Employes and Moving Picture Technicians, Artists and AlliedCrafts of the United States, its Territories and Canada (both hereinafter referredto as the “Union”), on the other hand. In consideration of the mutual agreementshereinafter contained, it is agreed as follows:

W I T N E S S E T H

The basic purposes of this Agreement are:

1. To assist each other in every fair and constructive way to secureuninterrupted work in the Producer’s place or places of business and the general

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stabilization of working conditions therein. To that end, Producer agrees todiscuss its annual production schedules and its personnel requirements withthe Union.

2. To provide methods for the fair and peaceful adjustment of alldisputes between the Producer and the Union or members of the Union forthe mutual benefit of the Producer and its employees.

3. Both parties hereto agree that these fundamental purposes shallserve as guiding influence in the settlement of all problems, disputes,grievances and differences between them during the term of this Agreement.

4. The Union hereby warrants and agrees that it is not under anydisability of any kind, either arising out of the provisions of its Articles ofIncorporation, Constitution, By-laws or otherwise, that will prevent it fromfully carrying out and performing each and all of the terms and conditions ofthe Agreement, and the Producer hereby warrants and agrees that it is notunder any disability of any kind, either contractual or otherwise, that willprevent it from fully carrying out and performing all of the terms and conditionshereof.

AUTHORITY OF UNION AND PRODUCER

The Union and the Producer each agrees that it will not maintain oradopt any Articles or By-Laws or any rules or orders which will be in conflictwith this Agreement.

Each party hereto agrees that it will not take any action that willimpede or prevent the full and complete performance of every term andcondition hereof.

BasicPurposes Of Agreement

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Nothing herein contained shall be deemed to vest in Local 839(hereinafter sometimes referred to as the “Local Union”) any rights, powersor privileges not granted to it by the provisions of the Constitution and By-laws of the I.A.T.S.E. in effect during the life of this Agreement, or whichmay be inconsistent with said provisions.

As Local #839 is a member of the I.A.T.S.E., nothing in thisAgreement shall ever be construed to interfere with any obligation Local#839 owes to the I.A.T.S.E. by reason of a prior obligation.

NOW, THEREFORE, in consideration of the mutual understandingscontained, the parties covenant and agree as follows:

ARTICLE 1.SCOPE OF AGREEMENT

This Agreement shall be applicable to all persons employed by theProducer to perform services in this County of Los Angeles, or employed bythe Producer in the County of Los Angeles to perform services outside saidCounty, in any of the job classifications hereinafter set forth except where theemployee is required to work under the jurisdiction of another union contract.

ARTICLE 2.RECOGNITION

The Producer recognizes the International Alliance of TheatricalStage Employes and Moving Picture Technicians, Artists and Allied Crafts ofthe United States, its Territories and Canada as the exclusive collectivebargaining representative of all classifications listed in this Agreement,

Authority of Union and Producer

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employed by the Producer. The Union makes this Agreement on behalf ofsuch employees employed by the Producer, the majority of whom the Unionwarrants are members of the Union in good standing.

The Local Union represents that the terms of this Agreement havebeen submitted to its membership and have been duly approved thereby.

ARTICLE 3.SHOP REQUIREMENTS

A. Each and every employee subject to this Agreement hired by theProducer to perform services in the County of Los Angeles, or hired by theProducer in the County of Los Angeles to perform services outside said County,except where he is required to work under another union’s jurisdiction, shallbe and remain a member in good standing of the Union on and after thethirtieth (30th) day following the beginning of his first employment, ashereinafter defined, or the effective date of this Agreement, whichever is thelater. The foregoing requirements of Union membership as a condition ofemployment shall be subject to the obligations of the parties under law.

B. The Producer may employ or continue to employ any suchemployee who does not become or is not a member of the Union as requiredunder Paragraph A. above until

(1) the Union first gives the Producer a writtennotice that such employee has not become or is not then amember of the Union as above required, because of suchemployee’s failure to tender the periodic dues and theinitiation fees uniformly required as a condition ofacquiring or retaining such membership, and

Recognition

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(2) such employee fails to tender to the Unionsuch required periodic dues or initiation fees, as the casemay be, within three (3) working days after Producerreceives such notice in which event Producer upon receiptof written notice by the Union requesting the discharge ofsuch employee for non-membership, as herein provided,shall discharge said employee at the close of shift on whichsuch employee is working at the time Producer receivessuch notice.

C. Producer agrees to inform the Local Union in writing withinseven (7) days (Sundays and holidays excluded) from the date of employmenthereafter of any employee subject to this Agreement, of such employee’sname, residential address, social security number, classification, applicablescale wage, and date of employment.

Producer agrees to inform the Local Union in writing within seven(7) days (Sundays and holidays excluded) of severance of employment andof permanent promotions.

D. “First employment” as referred to in Paragraph A. of this Articleshall (unless determined otherwise by the N.L.R.B., its General Counsel, or acourt of competent jurisdiction) mean, in the case of all employees, the firstsuch employment in any of the classifications covered hereunder by anyProducer in the animated film cartoon industry in Los Angeles County.

E. The parties hereto agree that the above Union security provisionsshall be interpreted and enforced in accordance with and subject to theprovisions of the National Labor Relations Act, as amended in 1947, or

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subsequent amendments thereto, or any other applicable law. When and ifsuch National Labor Relations Act, as amended in 1947, is amended to providemore favorable conditions for the Union than those provided herein withrespect to said Union security, or if the respective portions of the NationalLabor Relations Act, as amended in 1947, relating to said Union security areheld to be unconstitutional by the Supreme Court of the United States, then ineither of such events, the Union may, within sixty (60) days thereafter bywritten notice to Producer, signify its intention to negotiate a modification ofsuch Union security provisions only.

Such notice shall set forth in detail the proposals andrecommendations of the Union. The parties agree to commence negotiationsconcerning the proposals or recommendations set forth in such notice, withinten (10) days after receipt of such notice by the Producer, and to continuesuch negotiations diligently and in good faith until agreement is reached onsuch proposals and recommendations. In the event that no agreement to modifysaid Union security provision is reached within sixty (60) days aftercommencement of such negotiations, then within thirty (30) days thereafter,either party hereto may, by not less than sixty (60) days advance writtennotice to the other party hereto, terminate this Agreement. If no such sixty(60) day notice to terminate is so served, then the terms and conditions of theexisting Agreement shall continue in full force and effect.

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ARTICLE 4.WAGE SCALES, HOURS OF EMPLOYMENT AND WORKING

CONDITIONS

Wage scales, hours of employment and working conditions shall beas set forth in the Wage Scales, Hours of Employment and Working Conditionsattached hereto.

A. The rates of pay now being received by any employee shall notbe decreased by reason of the execution of this Agreement.

B. It is recognized that weekly employees in classifications coveredby this Agreement who are exempt under the Fair Labor Standards Act of1938, as amended, and whose rate is higher than one hundred ten percent(110%) of the applicable Journey rate may, at the Producer’s option, beconsidered on an “On-Call” basis if mutually agreeable with the employee.An employee placed in such category shall not be subject to the provisionsset forth in Article 5 (“HOURS”) of this Agreement for work performed on aregularly-scheduled workday as provided in Article 5 hereof and may berequired to work additional hours as required during those days. If an employeeemployed pursuant to Article 5, Paragraph A., below shall be required towork a sixth (6th) or seventh (7th) workday as defined in this Agreement,then he shall be paid one and one-half (1 1/2) times one-fifth (1/5) of theminimum basic weekly rate provided herein for such employee’s classificationfor each day so worked.

C. Nothing in this Agreement shall prevent any individual fromnegotiating and obtaining from the Producer better conditions and terms ofemployment than those herein provided. Further, the Union and the Produceragree that the Producer shall have the right to adjust compensation, conditions

Wage Scales, Hours of Employment and Working Conditions

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and benefits at the sole discretion of the Producer, but in no event less thanthe applicable minimum compensation, conditions and benefits providedherein for such employee’s classification.

For any employee whose salary is in excess of one hundred and tenpercent (110%) of the minimum scale required hereunder, any premium timepayments required under this Agreement may be credited, to the extent legallypermissible, to all overtime payments required under this Agreement.

D. If an employee shall be engaged in more than one (1) classificationof work during any workweek, he shall be paid on a pro rata basis for timespent in each classification.

E. Homework Assignment for Weekly Employees

1. Homework for employees currently employedon a weekly basis shall be voluntary. Overtime, whereapplicable, shall be paid in accordance with Article 5(“HOURS”) of this Agreement.

2. Contributions to the Pension Plan, Health &Welfare Fund and Retiree Health & Welfare Fund shallinclude hours worked or guaranteed on homeworkassignments.

F. Deductions for Time Off

Whether due to tardiness or other causes, deductions shall not be inexcess of time lost.

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G. Documentaries and Industrials

The Producer and Union agree to negotiate separate agreements forthe production of documentaries, commercials, educational or industrial filmswhen and as needed.

H. Materials: Tools and Equipment

If, because of lack of facilities, the Producer requires an employeeto work away from the studio, the Producer will furnish material and tools ofthe trade customarily furnished by the Producer. Necessary equipment shalllikewise be furnished unless the employee has such equipment available.

I. Technological Change

1. Definition of Technological Change: As usedherein, the term “technological change” means theintroduction of any new or modified devices or equipmentfor the purpose of performing any work by employeescovered by this Agreement, which work directly results ina change in the number of employees employed under thisAgreement or which results, with respect to theperformance of work in any classification hereunder, inmaterially changing the job description thereof, if any,provided herein, or in requiring substantially differenttraining, qualification or skills therefor.

2. Producer’s Right to Institute TechnologicalChanges: The parties hereto agree that Producer has theunrestricted right to make technological changes and that

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such right shall not be subject to grievance or arbitrationor any other proceeding. However, Producer’s right tomake technological changes shall be subject to theprovisions of Subparagraphs 3., 4., 5. and 6. of this Article4, Paragraph I.

3. Notice of Technological Change: If Producerproposes to make any technological change it shall givewritten notice thereof to Union and to any other unionaffected by such change. Such notice shall be given assoon as possible but no less than thirty (30) days prior toinstituting such change.

4. Retraining: If any technological changepermanently displaces any person in the performance ofhis job classification for Producer, and

1) such person, as of the date of such displacement, is entitled underthe provisions of Subparagraph 9. hereof to be credited with at least one (1)“qualified year” arising out of his employment by Producer and

2) such person is qualified to be retrained for an available jobresulting from such technological change or for other jobs which Producerhas available within Union’s jurisdiction, or within the jurisdiction of anyother union which is a party to the Memorandum of Agreement of 1965, orfor any other available job opportunity with Producer,

Producer agrees to endeavor to retrain such person for suchavailable job at Producer’s expense in which event theprovisions of Subparagraph 5. below shall not apply.

Technological Change

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Union agrees, anything in this Agreement to thecontrary notwithstanding, to permit such retraining and tocooperate with Producer with respect thereto. Union furtheragrees for the benefit of other union parties to theMemorandum of Agreement of 1965, in consideration ofthe inclusion in their respective contracts of a clauseidentical with this Article 4, Paragraph I, to permitretraining within this Union’s jurisdiction of employeesdisplaced from jobs within the jurisdiction of such otherunion parties, provided, however, that such other unionparties’ displaced employees are qualified for retrainingin this Union’s jurisdiction and provided, further, that suchpermission shall be on condition (applicable to this Article4, Paragraph I only) that this Union has been notified ofsuch available job and within forty-eight (48) hoursthereafter (excluding Saturdays, Sundays and holidays) isunable to furnish competent available persons on the StudioSeniority Roster, if any, applicable to this Union, to fillsuch available job. Any such persons offered retrainingpursuant to this Subparagraph 4. shall, of course, have theright to reject the same, but any such rejection shalldischarge Producer’s obligations under this Article 4,Paragraph I, unless the job opportunity for which Produceroffered retraining was at a lower rate of pay than the jobfrom which employee is being displaced.

5. Displacement Pay: If any such technological change permanentlydisplaces any person in the performance of his job classification for Producer,and

Technological Change

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1) such person, as of the date of such displacement, is entitled underthe provisions of Subparagraph 9. hereof to be credited with at least one (1)“qualified year” arising out of his employment by Producer and

2) such person makes written application to Producer within thirty(30) days after such displacement, to receive Displacement Pay (as hereindefined),

Producer shall pay him the amount of compensation set forth in thefollowing table and upon such payment he shall be removed from the StudioSeniority Roster, if any.

Qualified Years As Of The Number of Weeks ofDate Of Displacement Displacement Pay Payable

1 or 2 ...................................................... 13 ........................................................ 1 1/24 .............................................................. 25 to 9 (inclusive) ..................................... 310 or 11 .................................................. 512 or 13 .................................................. 614 or 15 .................................................. 716 or 17 .................................................. 818 or 19 .................................................. 920 or more ............................................ 10

The payment of Displacement Pay as above provided shall be separate andapart from any obligation Producer may have to pay Dismissal Pay to suchdisplaced person under the provisions of Article 14 hereof (“DISMISSAL

Technological Change

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PAY”). Anything in this Subparagraph 5. to the contrary notwithstanding,no such displaced person shall be eligible for Displacement Pay if

1) Producer offers the training referred to in Subparagraph 4. aboveand such person rejects it, unless the training rejected is for a job at a lowerrate of pay, or

2) such person is offered a job by Producer at an equal or better rateof pay, or

3) such person accepts any job with Producer even though such jobis at a lower rate of pay.

6. Negotiation of New Rates: If any technologicalchange results, with respect to the performance of work inany classification hereunder, in materially changing thejob description thereof, if any, provided herein, or inrequiring substantially different training, qualification orskills therefor, and either the Producer or the Union desiresto negotiate a new rate or classification for such job, theparty desiring such negotiation shall give written noticeto such effect to the other party within thirty (30) daysfollowing the date upon which any such job is so affected.Upon receipt of such notice the parties shall immediatelyendeavor to agree upon the proper classification or ratefor such job. Any such agreement shall be final and bindingupon the parties concerned. If no such agreement is reachedwithin thirty (30) days after such written notice is received,either party to this Agreement may within thirty (30) days

Technological Change

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thereafter invoke Step Three of the grievance procedureprovided in Article 15 hereof, or, if they mutually agree towaive Step Three, may proceed immediately to Step Fourof the grievance procedure so provided. The rate orclassification determined by such agreement or by anyarbitration pursuant to Step Four of the grievanceprocedure shall be effective retroactively to the date uponwhich any employee commenced performing services inany such affected job, but no reduction in rate shall beretroactive.

7. Experimental Technological Changes: Theprovisions of Subparagraphs 3., 4., 5. and 6. above shallnot apply to any experimental technological change exceptthat, if any such change becomes other than experimentaland any increased rate for a job affected thereby isnegotiated pursuant to Subparagraph 6. above, suchincreased rate shall be retroactive to the date upon whichan employee commenced performing the changed servicesin such affected job. As used herein the term“experimental” technological change shall mean atechnological change which is instituted by Producer forthe primary purpose of determining, under operatingconditions, the feasibility and adequacy of performanceof any new or modified device or equipment, provided,however, that the change shall no longer be consideredexperimental after the date upon which its operation bypersons under the jurisdiction of this Agreement is nolonger subject to supervision by the technicians orengineers concerned with its development. Nothing in this

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Subparagraph shall be construed to deprive Union ofjurisdiction over any job over which it otherwise hasjurisdiction hereunder.

8. Disputes Concerning Retraining,Displacement Pay and Negotiation of New Rates: If adispute arises between Union and Producer with respectto any determination required by Subparagraphs 4., 5., 6.or 7. of this Article 4, Paragraph I., such dispute shall besubject to the grievance procedure set forth in Article 15of this Agreement, but any award arising out of suchgrievance or arbitration shall be limited to the enforcementof the provisions of said Subparagraphs hereof and shallnot affect Producer’s right to make technological changes.

9. “Qualified Years”: As used herein, the term“qualified years”, with respect to any employee, shall referto the number of consecutive periods, of three hundredsixty-five (365) consecutive days each, calculatedbackward from the date of his severance, in each of whichthe employee has been employed by Producer for twohundred (200) or more work days (including paid vacationdays as work days), it being understood and agreed that ifin any such three hundred sixty-five (365) day period suchemployee was employed for less than two hundred (200)work days by Producer, such three hundred sixty-five (365)day period shall not be counted as a qualified year butshall be “bridged” for displacement pay purposes, withthe result that any such three hundred sixty-five (365) dayperiod or periods prior to such “bridged” year in which

Technological Change

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employee was employed by Producer for two hundred(200) or more work days shall be counted as qualifiedyears, provided, however, that any three hundred sixty-five (365) day period in which employee received anyauthorized leave of absence without pay shall be extendedby the length of such leave, and provided, further, that thecomputation of qualified years shall be subject to thefollowing exceptions:

a. If an employee is determined to have less than two (2) qualifiedyears, the employee shall be credited with a qualified year only if, in additionto having been employed for at least two hundred (200) or more days in thethree hundred sixty-five (365) days immediately preceding the date ofdisplacement, the employee shall have been employed for at least one (1) dayduring the first six (6) months of the eighteen (18) month period immediatelypreceding the date of displacement, in which case the employee shall becredited with one (1) qualified year.

b. Any period of two hundred and seventy (270) consecutive dayscommencing prior to January 31, 1961 in which such employee was notactually employed by Producer will be deemed to have broken the employmentrecord of such employee and no period prior to the completion of such twohundred and seventy (270) days shall be considered in determining qualifiedyears of such employee.

c. With respect to any severance of employment of an employeewhich occurred between February 1, 1961 and January 31, 1965, both datesinclusive, the passage of two hundred and seventy (270) days following suchseverance in which such employee was not employed and did not receive an

Technological Change

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offer of comparable employment under the terms and conditions specified inthe predecessor collective bargaining agreement or this Agreement shall resultin his being a new employee for displacement pay purposes upon thecompletion of such two hundred and seventy (270) day period.

d. If an employee on the date of the displacement from employmentunder this Agreement after January 31, 1961, with Producer, would otherwisehave had one (1), two (2), three (3), or four (4) consecutive “qualified years”with Producer but had received full dismissal pay or displacement pay priorto February 1, 1965, then the employee shall be deemed to be a new employeefor displacement pay purposes after being rehired and the applicableconsecutive qualified years shall be based and computed only uponemployment with Producer after the employee so became such a newemployee.

ARTICLE 5.HOURS

Employees may be employed on a weekly or a daily basis as hereinprescribed. The full payroll week shall be midnight Saturday through midnightSaturday.

A. Weekly Employment

1. Employees employed pursuant to thisParagraph A. shall be guaranteed a minimum of forty (40)hours in any five (5) workdays out of seven (7) consecutivedays, with two (2) consecutive days off and shall beguaranteed a minimum of one (1) week’s employment. Aday off at the end of any workweek immediately followed

Hours

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by another day off at the beginning of the next workweekshall satisfy the two (2) consecutive days off requirement.A workday starting on one calendar day and running intothe next calendar day shall be credited to the first (1st)calendar day.

All time worked in excess of eight (8) hours perday or forty (40) hours per week shall be paid at one andone-half (1 1/2) times the hourly rate provided herein forsuch employee’s classification.

2. 6th and 7th Days

a. Time worked on the employee’s sixth (6th)workday of the workweek shall be paid at one and one-half (1 1/2) times the hourly rate provided herein for suchemployee’s classification. Time worked on the employee’sseventh (7th) workday of the workweek shall be paid attwo (2) times the hourly rate provided herein for suchemployee’s classification.

b. Minimum call for the sixth (6th) and seventh(7th) days shall be four (4) hours.

3. Absences not to exceed eight (8) hours in anyone regularly scheduled workday occasioned by thefollowing shall be included in determining whether or notovertime shall be paid under the applicable clause.

a. Where absence is occasioned by the occurrence of a holiday onwhich no work is scheduled for the employee concerned.

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b. Where absence is occasioned by a certified illness for which theemployee is paid sick leave, or by an accident on the job.

c. Where the employee reported to work or was ready and willingto report for work but was laid off for the full day or part thereof due to lackof available work.

d. Where the employee has been granted a leave of absence duringhis normal working hours in order to conduct Union business.

4. Producer shall give notice of at least five (5)working days to employee of any change in that employee’sregular weekly schedule, except when exigencies ofproduction make such notice impractical or impossible. Ifan employee so notified of such change in his regularweekly schedule requests that Producer delay theimplementation of such schedule change due to theemployee’s unusual or emergency circumstances, theProducer shall not unreasonably or arbitrarily deny suchrequest.

B. Daily Employment

1. Employees employed pursuant to thisParagraph B shall be guaranteed a minimum of four (4)hours in any one day. All time worked up to eight (8) hoursper day shall be paid at 117.719% (which rate is inclusiveof vacation and holiday pay) of the minimum basic hourlyrate provided herein for such employee’s classification.

Hours

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All time worked in excess of eight (8) hours per day shallbe paid at one and one-half (1 1/2) times the applicablehourly rate provided herein for such employee’sclassification.

2. Employees employed on a daily basis shallreceive written confirmation from Producer prior tocommencement of employment that employment is on adaily basis.

3. In the event that an employee’s employmentstatus is changed from daily to weekly or weekly to daily,written notice of such change shall be furnished to theaffected employee at least seven (7) calendar days prior tothe effect of such change, except when exigencies ofproduction make such notice impractical or impossible.

4. A weekly employee shall not be changed todaily employment for the purpose of avoiding holiday paypursuant to Article 6 (“HOLIDAYS”) below.

C. Overtime premiums payable under any provision of thisAgreement shall not be compounded. When practicable, overtime shall bedistributed equally.

D. Golden Hours Provision

All time worked in excess of fourteen (14) consecutive hours(including meal periods) from the time of reporting to work shall be GoldenHours and shall be paid at two (2) times the applicable hourly rate providedherein for such employee’s classification.

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E. Short Workweek

Weekly employees who are unable to work a full workweek, eitherat the studio or at home, shall apply to the Union for a waiver.

ARTICLE 6.HOLIDAYS

A. There shall be nine (9) paid holidays during the year: New Year’sDay, Presidents’ Day, Good Friday, Memorial Day, Fourth of July, LaborDay, Thanksgiving Day, the day after Thanksgiving, and Christmas Day. Everyemployee shall receive straight time pay for each unworked holiday; doubletime shall be paid for all work done on said holidays.

B. For holidays not worked, 3.719% of the employee’s annualstraight time earnings shall be payable upon request of the employee afterMarch 15 in the calendar year subsequent to the calendar year in which suchearnings are accumulated. The total amount of salary paid in the period of acalendar year hereunder for recognized holidays not worked shall be offsetagainst an amount equal to 3.719% of such employee’s accumulated earningswithin the same period. The employee shall be paid the amount by whichsuch 3.719% computation exceeds the amount of holiday pay such employeehas received for such period.

C. Said holidays shall be counted as eight (8) hours of work incomputing the forty (40) hour week.

D. If any such holiday falls on the sixth (6th) day of an employee’sworkweek, then the fifth (5th) workday of such employee’s workweek shallbe considered as the paid holiday, unless another day off is mutually agreedupon by the Producer and the employee.

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E. If any such holiday falls on the seventh (7th) day of an employee’sworkweek, then the first (1st) workday of the following workweek shall beconsidered as the paid holiday, unless another day off is mutually agreedupon by the Producer and the employee.

F. To make it possible for the employees to enjoy an extended holiday,the sixth (6th) day may be worked in any week in which a holiday falls inplace of a regularly scheduled work day, provided it is mutually agreeablebetween the Producer and the Union. If an employee has not worked forty(40) hours in any such work week, the time worked on the sixth (6th) dayshall be paid for at straight time.

G. In the event a holiday should occur during the vacation period ona day the employee is normally scheduled to work, an additional day’s vacationshall be allowed an employee, or the Producer, at its discretion, may pay forsuch extra day in lieu thereof.

H. Procedure for Payment of Vacation and Holiday Pay

The following system shall be implemented regarding the paymentof vacation and holiday pay:

1. Producers which currently pay for vacationsand holidays on a weekly basis shall continue to adhere totheir existing practice.

2. Producers which currently pay for vacationsand holidays at the end of the calendar year shall complywith the following procedure:

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a. On or about March 15 of the year following the calendar year inwhich vacation and/or holiday pay was earned, employees and their LocalUnions will be notified as to the amount of vacation and holiday pay earnedin the preceding year. Employees on payroll may request vacation and holidaypay and schedule their vacations according to the Agreement. Employees onlayoff may claim vacation and holiday pay pursuant to the provisions of theexisting Agreement.

b. In or about February of the second calendar year following theyear in which vacation and/or holiday pay was earned (“the second calendaryear”), employees who have not taken or claimed vacation or holiday pay,and their Local Union, will be notified that they must claim such pay by June1 of that year. On or about May 15 of the second calendar year, the LocalUnion will be notified that, unless claimed by June 15, unclaimed vacationand holiday pay will be paid to the Motion Picture Industry Pension Plan. Onor about June 15 of the second calendar year, unclaimed vacation and holidaypay will be contributed to the Motion Picture Industry Pension Plan andcredited to the appropriate employee pension plan account.

ARTICLE 7.SICK LEAVE

If the Producer has a present policy of granting sick leave, saidpolicy will be continued for the duration of the Agreement.

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ARTICLE 8.VACATIONS

All weekly employees covered by this Agreement shall be givenvacations as follows:

A. Employees who have had one (1) year of continuous employmentwith the Producer shall be entitled to two (2) weeks paid vacation.

B. Employees who have been with the Producer more than one (1)continuous year shall accumulate vacation at the rate of one (1) week foreach six (6) months of employment.

C. Employees who have less than one (1) year of continuousemployment with the Producer whose services are terminated shall be paidvacation pay at the rate of four percent (4%) of straight time earnings.

D. Vacation shall not be cumulative between calendar years andshall be taken at times approved by the Producer. As much notice as possiblewill be given to employee.

E. An employee’s sixth (6th) and seventh (7th) work days occurringduring vacation periods are excluded as days granted.

F. When any portion of the vacation period is less than a full payrollweek, by mutual agreement between the Producer and the employee, theProducer may grant leave of absence without pay for the remaining fractionalportion of the payroll week.

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G. The Producer, at its election, may compute any payment ofvacation pay on the employee’s personal income tax earnings year, or theemployee’s anniversary year, or the studio’s established fiscal vacation year.The Producer will notify the Union accordingly.

H. Additional Vacation Provisions

The following vacation provisions shall apply to employees whomeet the necessary eligibility qualifications:

1. Eligibility Requirements

Eligible employees shall be entitled to onehundred twenty (120) hours of vacation after eight (8)years. Eligible employees are those who actually workedfor Producer for eight (8) consecutive “eligible” years.

As used in this provision, the term “year” shallmean the employee’s personal income tax earnings year(also hereinafter referred to as “tax year”). The Producer,at its election, may substitute for the tax year theemployee’s anniversary year or the studio’s establishedfiscal vacation year; the term “eligible year” shall mean atax year in which the employee worked one hundred (100)or more straight time days for Producer; the term “straighttime days” shall be deemed to include the five (5) days ofemployment specified under the normal work week.

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Any tax year in which employee actually worksless than one hundred (100) “straight time days” forProducer shall be excluded in computing the required eight(8)eligible tax years.

Employees who fail to work more than onehundred (100) straight time days for such Producer in eachof any two (2) consecutive tax years shall, at the end ofsuch second (2nd) year, be considered a new employeehereunder with no previous employment credit with theProducer for the purpose of establishing the aboveeligibility requirements; provided, however, that indetermining such two (2) consecutive years, no year shallbe included (and the straight time days worked in suchyear shall not be counted for any eligibility purposeshereunder) in which the employee could not work onehundred (100) straight time days for Producer due to eitheror both of the following:

a. The period of recorded leaves of absence granted by the Producer;

b. The period during which the employee was absent and physicallyunable to work for Producer solely as a result of an “Industrial Accident”occurring to such employee while employed by the Producer.

2. Vacation Days and Pay

Such employees who become eligible as aboveprovided shall, beginning with the date they so becomeeligible, earn with Producer fifty percent (50%) more in

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vacation time and money based upon the vacation scheduleset forth above. Any such employee shall be limited toearning a maximum of one hundred twenty (120) hoursvacation per year; provided that, for the remainder of anysuch tax year in which such an employee becomes eligible,he shall only earn additional vacation time and money, asabove provided, based solely on the straight time days heworked for Producer after he so became eligible and withinthe remaining portion of such year; to be computed separateand apart at the rate of one-half (1/2) of the vacation benefitspecified under the above vacation schedule.

3. Loss of Eligibility

Employees who become eligible, as aboveprovided, but who thereafter either resign fromemployment with Producer or fail to work for Producermore than one hundred fifty (150) straight time days inany one (1) tax year shall, as of the last day of such taxyear or, in the case of resignation, the date of suchresignation, lose such eligibility and right to earn theadditional vacation days and pay above provided; in suchevent they shall thereupon be considered new employeeshereunder with no previous employment credit withProducer for the purpose of subsequently establishing theabove eligibility requirements.

In determining whether any employee loses hiseligibility for failure to work for Producer more than onehundred and fifty (150) straight time days in a tax year as

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above provided, no such year shall be counted for thispurpose in which the employee could not work at leastone hundred fifty-one (151) straight time days for Producerdue to either or both of the following:

a. The period of recorded leaves of absence granted such employeeby the Producer;

b. The period during which such employee was absent and physicallyunable to work for Producer solely as a result of an “Industrial Accident”occurring to him while employed by Producer.

4. Eligibility Credit

For the purposes of determining “eligible” yearsand “loss of eligibility” only, as above provided, employeeswho leave the employ of Producer to perform militaryservice and who remain in the Armed Forces of the UnitedStates in accordance with the applicable National SelectiveService Act (or other subsequently enacted comparablenational legislation then in effect pertaining to such service)shall be credited as having worked for Producer the numberof applicable days the employee would normally have beenemployed by Producer for straight time days in eachworkweek of the period of such service.

5. The method of payment of vacation andholiday pay shall be as set forth in Article 6(“HOLIDAYS”),Paragraph H.

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ARTICLE 9.NON-DISCRIMINATION

The parties agree to continue to comply with all applicable federaland state laws relating to non-discriminatory employment practices.

Claims alleging a violation of this ‘Non-Discrimination’ provisionare not subject to grievance nor arbitration.

ARTICLE 10.MILITARY SERVICE PROVISIONS

In addition to abiding by all Federal laws in regard to employeesserving in the Armed Forces of the United States. the Producer agrees not todeduct any monies from the salary of any employee for time spent in beinginterviewed or examined by the Draft Board or any Medical Board prior torejection from or induction into the Armed Forces. The Producer may requireevidence of the necessity of such an interview from the Draft Board.

ARTICLE 11.LOAN OUTS

Employees loaned out by Producer shall continue to retain and toaccumulate their seniority and shall receive at least the hourly rate providedherein for such employee’s classification. Whenever an employee so loanedout by Producer is actually subjected to any additional expense because ofsuch loan out, then he shall be compensated therefor by the borrowingProducer.

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ARTICLE 12.SENIORITY

Seniority shall be cumulative from the first (1st) day of employmentwith the Producer. Seniority shall be broken by discharge for cause, voluntaryresignation (including refusal to accept any job assignment commensuratewith the employee’s experience at an hourly rate not less than such employee’sthen-current hourly rate; however, in no instance shall the rate exceed onehundred ten percent (110%) of the average hourly rate for bargaining unitwork performed by such employee for Producer over the preceding one (1)year period), unauthorized leave of absence, layoff in excess of twelve (12)months, or an absence in excess of twelve (12) months due to illness or injury.In no event may the above conditions be combined to extend the applicableperiod.

In hiring, layoffs and recalls, the principle of seniority shall applyas set forth below; except that, where the merit and ability of one individualis, in the sole discretion of the Producer, superior to that of another individual,Producer’s judgement shall prevail unless the Union can demonstrate thatProducer did not reach its decision fairly and reasonably and without illegaldiscrimination of any kind. The concept of merit and ability includes anemployee’s work performance in relationship to the Producer’s reasonableproduction standards, qualitative or quantitative. The principle of promotionsfrom within the organization is hereby acknowledged, but this principle orthe seniority principle shall not prevent the Producer from obtaining newtalent.

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A. Hiring, Layoffs and Recalls

1. If additional personnel are required by theProducer in any classification covered by this Agreement,the Producer agrees to give first preference of employmentto persons on layoff with seniority provided merit andability are relatively equal in the sole discretion of theProducer pursuant to the above.

2. If Producer determines that there are noqualified available persons eligible for recall underParagraph A.1. above, the Producer agrees to givepreference of employment to all qualified available personshaving six (6) months or more experience in the animatedcartoon industry in any job classification set forth in thisAgreement, provided the merit and ability of theseapplicants are equal to or greater than the merits andabilities of other applicants in the sole discretion of theProducer. The Producer shall in all events exercise saiddiscretion fairly and reasonably and without illegaldiscrimination of any kind.

In the event that Producer shall employ anindividual pursuant to this Paragraph A.2. which individualhas not had at least six (6) months experience within LosAngeles County at the time of hire, then Producer shallfurnish the Union with a summary of such employee’sexperience within ten (10) business days of suchemployee’s commencement of employment. The

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Producer’s decision in this regard shall be upheld unlessthe Union can demonstrate that such decision was arbitrary.

3. In the event there are insufficient availablequalified persons under Paragraphs A.1. and A.2. aboveto meet the employment needs of the Producer in saidclassifications, the Producer may secure employees fromany source.

4. If layoffs in personnel are effected, suchlayoffs shall be made in conformity with the principle ofseniority provided merit and ability are relatively equal inthe sole discretion of the Producer pursuant to the preambleof this Article 12. The Producer shall in all events exercisesaid discretion fairly and reasonably and without illegaldiscrimination of any kind.

5. Layoffs or reclassifications of personnel shallnot result in placing unreasonable or abnormal duties orwork upon any of the remaining employees.

6. If an employee is laid off, the Producer shallprovide either five (5) days’ notice or five (5) days’ pay,provided that the layoff was not occasioned by an act ofGod or other occurrence beyond the Producer’s control.Any weekly employee given notice as prescribed abovemay be laid off prior to the end of such employee’sscheduled five (5) day workweek; in such event, suchemployee shall be paid on a pro rata basis for those daysrequired to complete his assigned work, but in no event

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less than the number of days required to comply with thefive (5) day notice requirement. Such notice may be givenorally but must be confirmed in writing and given to theindividual employee.

Without need for additional notice, Producershall orally advise employee in the event such dismissaldate is extended in order to complete an assignment. Theforegoing does not affect the Producer’s right to proratepayment for a partial workweek.

Any probationary employee, as defined in Article16(A) of this agreement, who is engaged for eight (8) orfewer weeks and who is released from employment shallnot be eligible for notice or payment in lieu of notice underthe terms of this provision.

B. Any alleged violation of any provision contained in this Article12 shall be arbitrable only by Expedited Arbitration as provided herein, exceptwhere the parties shall mutually agree otherwise in writing, in which eventsuch alleged violation may be submitted to Regular Arbitration as providedherein. However, if such alleged violation is submitted to Regular Arbitration,the authority of the Arbitrator to award any damages or remedies to the partiesshall nonetheless be governed by the provisions of Expedited Arbitrationbelow.

ARTICLE 13 (none)

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ARTICLE 14.DISMISSAL PAY

A. Whenever an employee has been laid off by the Producer formore than one hundred ten (110) days and has not been offered employmentby the Producer during that time and is eligible for Dismissal Pay, he or sheshall be paid Dismissal Pay according to the provisions of this Article.

B. Employees with three (3) months but less than six (6) monthscontinuous employment shall receive one and one-fourth (1-1/4) day’s pay.

C. Employees with six (6) months but less than one (1) year ofcontinuous employment shall receive one (1) week’s pay.

D. Employees with one (1) or more years of continuous employmentshall receive two (2) weeks’.

E. Employees earning between one hundred percent (100%) andone hundred fifty percent (150%) of the applicable minimum hourly rate onthe date of layoff and otherwise entitled to Dismissal Pay, shall receiveDismissal Pay calculated at the employee’s contracted rate of pay in effect onthe date of layoff. Employees earning more than one hundred fifty percent(150%) of the applicable minimum hourly rate on the date of layoff andotherwise entitled to Dismissal Pay, shall receive Dismissal Pay calculated atone hundred fifty percent (150%) of the applicable minimum rate in effect onthe date of lay off, unless a higher rate has been previously negotiated andagreed upon between the employee and the Producer.

Neither interest, penalty or additional payment of any kind shall beapplicable in the event of non-timely payment of Dismissal Pay.

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F. Employees who are discharged for cause or who voluntarily resign(including failure to accept any job assignment commensurate with theemployee’s experience at an hourly rate not less than such employee’s then-current hourly rate; however, in no instance shall the rate exceed one hundredten percent (110%) of the average hourly rate for bargaining unit workperformed by such employee for Producer over the preceding one (1) yearperiod) or who are laid off as a result of physical incapacity, epidemic, fire,action of the elements, strikes, walk-outs, labor disputes, governmental order,court order or order of any other legally constituted body, act of God, publicenemy, war, riot, civil commotion, or for any other cause or causes beyondthe control of the Producer, whether of the same or any other nature, shall notbe entitled to the above Dismissal Pay.

G. For purposes of this Article only, continuous employment shallbegin from the employee’s starting date. Continuous employment shall bebroken by:

1. Voluntary resignation (including failure to accept any jobassignment commensurate with the employee’s experience at an hourly ratenot less than such employee’s then-current hourly rate; however, in no instanceshall the rate exceed one hundred ten percent (110%) of the average hourlyrate for bargaining unit work performed by such employee for Producer overthe preceding one (1) year period);

2. Discharge for cause;

3. Layoff for more than one hundred ten (110) days;

4. Absence due to illness or injury in excess of twelve (12) months; or

5. Unauthorized leave of absence.

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An employee re-employed after his continuous employment has beenbroken as stated above in Paragraph F.3. shall be considered a new employeewith respect to Dismissal Pay, but this shall not affect his seniority.

ARTICLE 15.GRIEVANCE PROCEDURE

In the event of any dispute between the Local Union or any of thepersons subject to this Agreement and the Producer with regard to discipline(up to and including discharge), wages, hours or other conditions ofemployment or with regard to the interpretation of this Agreement, theprocedure, unless otherwise specifically provided herein, shall be as set forthin this Article 15.

Failure to settle the dispute within ten (10) business days after theinvocation of Step One entitles either party to proceed to Step Two; failure tosettle the dispute within ten (10) business days after the invocation of StepTwo entitles either party to proceed to Step Three, or to Regular Arbitrationin the event of a written mutual agreement between the parties to waive theStep Three procedure, or to Expedited Arbitration in cases requiring such;failure to settle the dispute within ten (10) business days after the invocationof Step Three, or the written mutual agreement to proceed to Step Three incases requiring Expedited Arbitration, entitles either party to proceed toRegular Arbitration, or to Expedited Arbitration in cases requiring such.

In the event the grieving party does not exercise its option to proceedto the next step by serving notice upon the other party as required hereunderwithin ten (10) business days of entitlement to do so as provided herein, thensuch grieving party shall be deemed to have waived such grievance unlessthe parties mutually stipulate otherwise in writing.

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Each party agrees to provide, upon written request by the other party,non-proprietary information which is relevant and necessary to the processingof any grievance hereunder. Such information shall be provided to therequesting party in a timely manner.

STEP ONE —The representative of the Local Union and theProducer’s representative shall immediately discuss the matter and the disputeshall be settled if at all possible. The decision, if any, of these representativesshall be final and binding upon the parties to the dispute.

STEP TWO — In the event of a failure to settle the dispute underStep One above, the grieving party shall present the grievance in writtenform to the Representative of the other party. Such written notice shall containthe specific contract section(s) which are alleged to have been violated, thedate(s) or approximate date(s) of the alleged violation(s), the specific factsand details or a summary of the alleged violation(s) on which the grievance isbased, the name of the production (if any), the remedy sought and the name(s)of the individual(s) aggrieved, except for group claims for which theclassification(s) of the individuals aggrieved shall be listed.

In the event the party receiving the Step Two notice does not feelthat the written notice complies with the preceding, then the party receivingthe Step Two notice shall notify the grieving party within five (5) workingdays of receipt of such Step Two notice. This response shall indicate thoseareas in which more specific information is required. The grieving party shallthen have five (5) working days to provide such additional information. Thisprocedure tolls the running of the time limitations otherwise applicable.

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The Business Agent of the Local Union and the Labor Representativeof the Producer will then meet in an attempt to settle the same; their decision,if any, shall be final and binding upon the parties to the dispute.

STEP THREE — In the event of a failure to settle the dispute underSteps One or Two above, the aggrieved party shall deliver to the other partya written notice of intent to proceed to Step Three. The grievance shallthereupon be presented to a Grievance Committee. Such Committee shallconsist of an International Representative of the IATSE and a representativeof the CSATF. Such Grievance Committee shall immediately discuss the matterand the dispute shall be settled if at all possible.

Upon written mutual agreement of the parties, this Step Threeprocedure may be waived and the aggrieved party may proceed directly toStep Four.

In any case where Expedited Arbitration is required pursuant toArticle 12 (“SENIORITY”) or Article 16 (“DISCIPLINE ANDDISCHARGE”) hereof, this Step Three process shall not apply unless theparties mutually agree otherwise in writing.

STEP FOUR

A. REGULAR ARBITRATION: In the event of a failure to settle thedispute under Steps One, Two or Three above, the aggrieved party may electto proceed to Regular Arbitration by delivering or mailing to the other partya written demand for arbitration. In such event, an Arbitrator shall be mutuallyagreed upon by the parties to the dispute and such Arbitrator shall promptlyproceed to hear the matter and settle the dispute. In the event the parties to the

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dispute cannot mutually agree upon said Arbitrator as aforesaid, then theaggrieved party may immediately request the Federal Mediation andConciliation Service (“FMCS”) to submit a list of five (5) names of Arbitratorsto the parties to the dispute for the purpose of selection of an Arbitrator; eachparty shall be entitled to strike two (2) names from the list of five (5) namessubmitted by the FMCS and the remaining name shall be the sole Arbitratorto hear and determine the matter. The selection of such Arbitrator shall bemade within five (5) workdays, excluding Saturdays, Sundays and holidays,after receipt by the parties to the dispute of the names of the Arbitratorssubmitted by the FMCS. The Arbitrator selected shall notify the parties as tothe time and place of the arbitration hearing if the parties cannot agree.

The subject of the arbitration shall be limited to the specific issuesand facts set forth in the written notice required under Step Two above. Thedecision of the Arbitrator shall be binding upon the parties hereto and uponthe persons subject to this Agreement. The Arbitrator shall have the power tointerpret and apply the provisions of this Agreement, but shall not have powerto amend or modify any of its provisions, nor shall he have power to effect achange in any of its provisions. The Arbitrator shall not have power todetermine jurisdictional disputes between the Local Union and any other labororganization.

Fees and expenses of the arbitration shall be borne equally by theparties to the dispute.

B. EXPEDITED ARBITRATION: In cases involving any allegedviolation of any provision of Article 12 (“SENIORITY”) or Article 16(“DISCIPLINE AND DISCHARGE”), in the event of a failure to settle thedispute under Steps One or Two or, if applicable, Step Three above, the

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aggrieved party may elect to proceed to Expedited Arbitration by deliveringor mailing to the other party a written demand for Expedited Arbitration.

Cases that are submitted to Expedited Arbitration shall be heardwithin ten (10) business days after the party served receives the demand forExpedited Arbitration if the selected Arbitrator is available. If the Arbitratoris not available, he may hear the case as soon as mutually agreed by theparties. The method of selection of the Arbitrator shall be as prescribed underParagraph A. Regular Arbitration above. The parties, who may be representedby outside counsel, will not file post-hearing briefs nor will a stenographicrecord be made, but the parties may, prior to or during the hearing, present awritten statement of the facts. The Arbitrator shall have authority to rule onall motions and decide the case. The writing of an opinion will be at thediscretion of the Arbitrator. The decision of the Arbitrator, which shall beissued orally at the conclusion of the hearing and confirmed in writing toboth parties within three (3) days, or which shall be issued in writing withinthree (3) days from the conclusion of the hearing (the choice being at the solediscretion of the Arbitrator), shall be final and binding upon the parties andany employees concerned. The Arbitrator shall have the power to determineonly the specific grievance or dispute and, where applicable, award wagepayments, adjustments and/or damages consistent with this Agreement, butin no event shall the amount of any such award exceed fifteen thousand dollars($15,000.00). The Arbitrator shall not have power to amend, modify or effecta change in any of the provisions of this Agreement. The Arbitrator shall nothave power to determine jurisdictional disputes between the Local Unionand any other labor organization. The decision of the Arbitrator shall be non-precedential and his decision and/or opinion, if any, shall not be offered oradmitted into evidence in any proceeding other than 1) a judicial act seekingconfirmation, correction or vacation of such decision, or 2) a grievance orarbitration proceeding involving the Producer and Local Union.

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Fees and expenses of the arbitration shall be borne equally by theparties to the dispute.

CLAIMS — Any grievance for the payment of wages not presentedunder Step Two within three hundred and sixty-five (365) calendar days afterthe employee is entitled to such wages shall be deemed to be waived. Anygrievance for the payment of Dismissal Pay not presented under Step Twowithin one hundred and twenty (120) calendar days after the date the employeeis eligible under Article 14 for such Dismissal Pay shall be deemed to bewaived. Any grievance arising from an alleged breach of any provisioncontained in Article 12 (“SENIORITY”) or Article 16 (“DISCIPLINE ANDDISCHARGE”) hereof not presented under Step One within ten (10) businessdays after the occurrence of the subject matter of the grievance shall be deemedto be waived. Any other grievance not presented under Step Two within sixty(60) calendar days after the occurrence of the subject matter of the grievanceshall be deemed to be waived.

Upon mutual agreement of the parties, the powers hereby grantedto the Arbitrator may be deemed to include, among the other powersspecifically granted by the terms hereof, such other and additional powersgranted to an Arbitrator pursuant to the provision of Sections 1280 to 1292,inclusive, of the Code of Civil Procedures of the State of California; the partieshereto hereby agree that the Superior Court of the State of California in andfor the County of Los Angeles, may, upon notice to both parties hereto,specifically enforce any decision or award made by said Arbitrator.

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ARTICLE 16.DISCIPLINE AND DISCHARGE

A. The Producer shall have full rights to discipline or discharge forcause any employee subject to this Agreement, provided that the rules setforth in this Article have been followed; provided that an employee, whenhired by the Producer for the first time or rehired after a break in seniority,may be discharged or disciplined for any reason during his first ninety (90)days of employment (“Probation Period”). Employees who have completedthe applicable Probation Period shall only be disciplined or discharged forcause.

B. Before any employee subject to this Agreement shall be dischargedfor unsatisfactory work performance, including qualitative and quantitativework performance, at least two (2) written notices shall have been servedupon the employee. If the employee cannot be contacted, the Producer shallso notify the Business Representative of the Local Union.

C. The first (1st) notice shall clearly state in what manner theemployee’s work performance is considered to be unacceptable, and shallclearly warn the employee of the possibility of discipline including dischargeif his work performance does not improve.

The second (2nd) notice may be served upon the employee no soonerthan five (5) working days after the service of the first (1st) notice. The second(2nd) notice, if final, shall set the date and time of termination of employment,which may be contemporaneous with such notice.

D. Copies of all notices provided for in this Article shall be mailedor delivered to the Business Representative not more than two (2) workingdays after service of the notice to the employee.

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E. Failure of an employee to challenge a disciplinary warning noticeshall not constitute an admission of guilt under that warning notice.Disciplinary memos issued to an employee are admissible evidence in agrievance and/ or arbitration proceeding. However, such disciplinarymemoranda issued more than one (1) year prior to the incident or event givingrise to said grievance shall not be admissible. The employee shall have theright to challenge such disciplinary memo under the grievance and arbitrationprocedure of this Agreement.

F. An employee need not be warned prior to any possible disciplinaryaction based on dishonesty, alcohol or drug use, fighting, gross insubordination,recklessness resulting in serious accident while on duty, gambling, or otheroffenses of a similar nature. The foregoing is not intended to affect the meaningof “cause”.

G. Any alleged violation of any provision contained in this Article16 shall be arbitrable only by Expedited Arbitration as provided herein, exceptwhere the parties shall mutually agree otherwise in writing, in which eventsuch alleged violation may be submitted to Regular Arbitration as providedherein. However, if such alleged violation is submitted to Regular Arbitration,the authority of the Arbitrator to award any damages or remedies to the partiesshall nonetheless be governed by the provisions of Expedited Arbitration.

ARTICLE 17.LEAVE OF ABSENCE

A. The Producer may grant a leave of absence with or without payto any employee for a period of up to six (6) months. Based on the operationalneeds of Producer, such leave may be extended by Producer in increments ofup to thirty (30) days.

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B. An initial leave of absence of thirty (30) consecutive days or lessshall not be deducted from the continuous employment record of employee.

C. In a leave of absence of more than thirty (30) consecutive days,the number of days in excess of such thirty (30) days shall be deducted fromthe continuous employment record of the employee, except in case of juryduty. The Producer will notify the Local Union of any leave of absence inexcess of thirty (30) days. Inadvertent failure to notify the Local Union shallnot be considered a breach of this Agreement

ARTICLE 18.EMPLOYEE BENEFITS

A. Pension Plan

The Producer shall, for the period commencing August 1, 2009 toand including July 31, 2012, pay to the Motion Picture Industry Pension Planthrough its Administrator in accordance with the provisions of the I.A.T.S.E.and M.P.T.A.A.C. Basic Agreement, except as modified in the unit rates ofthe Animation Guild CBA Wage Minimums, 8/1/2009-7/31/2012 on pages##-## of this agreement. On-call weekly contributions shall be based upon afifty-six (56) hour week.

B. Individual Account Plan

Provisions of the Individual Account Plan shall be as provided inthe I.A.T.S.E. and M.P.T.A.A.C. Basic Agreement of 2009. On-call weeklycontributions shall be based upon a fifty-six (56) hour week.

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C. Health & Welfare Fund

Provisions of the Motion Picture Health & Welfare Fund shall be asprovided in the I.A.T.S.E. & M.P.T.A.A.C. Basic Agreement of 2009, exceptas modified in the unit rates of the Animation Guild CBA Wage Minimums,8/1/2009-7/31/2012 on pages ##-## of this agreement. On-call weeklycontributions shall be based upon a fifty-six (56) hour week.

D. Retirees’ Health & Welfare Fund

Provisions of the Retiree Health & Welfare Fund shall be as providedin the I.A.T.S.E. and M.P.T.A.A.C. Basic Agreement of 2009. On-call weeklycontributions shall be based upon a fifty-six (56) hour week.

E. Supplemental Markets

Provisions of the supplemental markets shall apply to animatedfeatures as provided in the 2009 I.A.T.S.E. and M.P.T.A.A.C. Basic Agreement.

ARTICLE 19.PRODUCER’S RIGHTS

Except as expressly limited by the specific provisions of thisAgreement, the Producer retains, among other rights, the sole and exclusiveprerogative to determine the types of production to be made, locations,schedules of productions, methods, processes and means of production, thesize of its workforce and facilities and workshifts, starting and stopping times,to hire, promote, discharge or discipline for cause, including unsatisfactorywork standards, qualitative or quantitative, to increase wages above the ratesset forth in this Agreement for excellent work performance, qualitative or

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quantitative, to maintain discipline and efficiency of employees, to subcontractout work, to assign personnel special work requirements and overtime, and todo all things necessary and lawful to run its business. The foregoing list ofrights reserved to Producer shall not be construed as complete or exhaustive.Accordingly, any rights not expressly limited by the specific provisions ofthis Agreement are reserved by, and shall be exclusive to, Producer. Suchrights shall not be used directly or indirectly to illegally discriminate againstany employee.

ARTICLE 20.STUDIO PASS

The duly authorized Business Representative of the Local Unionshall be furnished a pass to the studio. He shall be permitted to visit anyportion of the Studio necessary for the proper conduct of the business of theLocal Union during working hours provided that any such visits shall notunreasonably interrupt production.

ARTICLE 21.GENERAL PROVISIONS

A. Posting of Notices

The Union shall be accorded the privilege of posting official bulletinsor Union notices on the regular bulletin boards on the premises in which itsmembers are employed. It shall not post notices of a political nature.

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B. Screen Credit

Screen credit shall be required to be given only to the classificationsof animation, story, background and layout in theatrical pictures and intelevision pictures of one-half (1/2) hour or longer network shows which arenow non-segments. Credits shall be given on a per picture or show basis forwork performed.

In any screen credit dispute under this section., the parties will referany unresolved disputes to the President of the I.A.T.S.E. (or his designee)and the Head of the Labor Relations Department of the affected studio foradjudication. The decision of the adjudicators is final and is not subject togrievance and arbitration procedures.

C. New Classifications

In the event any classifications of employment are created duringthe life of this Agreement, the wage scale for employees in such new oradditional classifications shall be negotiated by the Local Union and theProducer and shall thereupon become a part of this Agreement.

D. Safety

1. It is agreed by the parties that too great anemphasis cannot be placed on the need to provide a safeworking environment. In that context, it shall be incumbenton Producer to furnish employment and a place ofemployment which are safe and healthful for the employeestherein; to furnish and use safety devices and safeguards,

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and adopt and use practices, means, methods, operations,and processes which are reasonably adequate to rendersuch employment and place of employment safe andhealthful; to do every other thing reasonably necessary toprotect the life, safety and health of employees.Correspondingly, Producer shall not require or permit anyemployee to go or be in any employment or place ofemployment which is not safe and healthful. In addition,Producer and every employee shall comply withoccupational safety and health standards and all rules,regulations and orders pursuant to applicable laws whichare applicable to his own actions and conduct; no person(employer or employee) shall remove, displace, damage,destroy or carry off any safety device, safeguard or noticeof warning furnished for the use in any employment orplace of employment; no person shall interfere with theuse of any method or process adopted for the protectionof any employee, including himself, in such employmentor place of employment.

2. Rigid observance of safety regulations mustbe adhered to and willful failure of any employee to followsafety rules and regulations can lead to disciplinary actionincluding discharge; however, no employee shall bedischarged or otherwise disciplined for refusing to workon a job that exposes the individual to a clear and presentdanger to life or limb. No set of safety regulations,however, can comprehensively cover all possible unsafepractices of working. The Producer and the Union thereforeundertake to promote in every way possible the realization

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of the responsibility of the individual employee with regardto preventing accidents to himself or his fellow employees.

3. It is also agreed that, when unresolved orcontinuing disputes exist regarding Safety and Healthcompliance, non-compliance or interpretation therein ofTitle 8, Chapter 4, Subchapter 7, General Industry SafetyOrders, said disputes shall be referred to the Alliance ofMotion Picture and Television Producers and CSATF-administered Labor Management Safety Committee forreview, investigation, interpretation and advisoryrecommendations to the Producer. It is understood that itis not the responsibility of the Safety Committee, or anymember of the Committee, the IATSE or its Local Unions,the Basic Crafts, CSATF or the AMPTP to implement orcomply with any such recommendations.

4. The Labor Management Safety Committeeshall meet at least once a month.

5. The cost of the Labor Management SafetyCommittee will be borne by the Contract ServicesAdministration Trust Fund.

6. A separate bulletin shall be issued by theAMPTP to provide the following:

a. The Producer reaffirms its commitment to regularly inspect thestudio working areas and to establish preventive maintenance procedures toassure safe working conditions.

Safety

Page 50

b. Complaints of unsafe conditions will be promptly investigatedby the Producer and appropriate action will be taken if the Producer findsthat an unsafe condition does exist.

c. Each Producer will designate an individual as the responsiblesafety officer for its respective studio, facility, laboratory or location site.Except on location, each safety officer will have a well-publicized “hot-line”phone number which employees can anonymously call to alert managementto any existing safety problems which may require correction.

d. The Producer will provide access to all working areas to the SafetyDirector of CSATF so that he will periodically inspect same.

e. Communications regarding safety policy will be made availableto all affected employees directly or by posting on bulletin boards.

7. An employee’s failure to successfully complete required safetytraining courses shall be grounds for disciplinary action.

E. Subcontracting

1. Within Los Angeles County

The Producer retains the right to purchase or rentstock art work and/or stock film of any kind or nature.

The Producer shall not, by independent contractor subletting, utilize the services of any individual, firm,partnership or corporation to perform work in Los Angeles

Safety

Page 51

County, California which would otherwise be performedby available and qualified persons subject to thisAgreement unless such work is performed at wages andconditions no less favorable than those provided herein.

However, before any such work is subcontractedor sublet, the Producer agrees to discuss the matter withthe Business Representative of the Union.

2. Outside Los Angeles County

Producer agrees that, fourteen (14) days prior tothe commencement of a production outside the County ofLos Angeles, Producer shall give written notice to the LocalUnion of the name of the production and the general natureand approximate length of production work to beperformed. Notwithstanding the foregoing, if Produceritself has less than twenty-one (21) days advance notice,it shall provide such written notice to the Local Union assoon as reasonably possible. All information shall be heldby the Local Union in strictest confidence.

F. Stewards

The Business Representative of the Union may appoint a reasonablenumber of stewards to inspect all working conditions affecting the term ofthis Agreement. Any member so appointed shall be permitted to perform theseduties provided that such duties do not interfere with his work or withproduction activities. The Union shall discuss the matter with the Producerbefore making such an appointment.

Subcontracting

Page 52

G. Supervisory Employees

Notwithstanding anything contained in the Constitution and By-laws of the Union, or in the obligation taken by a person upon becoming amember of the Union, or otherwise, which directly, indirectly or by implicationplaces upon a supervisory employee within the meaning of that term as setforth in the Labor Management Relations Act of 1947, as amended, the dutyor obligation to accord an unlawful employment preference to members ofthe Union, such supervisory employee shall not give or recommend anyunlawful employment preference, and the Union shall not in any mannerdiscipline or threaten with discipline any such supervisory employee for failingor refusing to give or recommend any such unlawful employment preference.

H. Quarterly Reports

Producer agrees to provide the Union with a quarterly report of thename, earnings and hours worked of each employee subject to this Agreement.

I. Personal Service Contracts

1. The Producer agrees that any Personal ServiceContract entered into between the Producer and theemployee for work performed under the jurisdiction ofthe Local Union shall provide that all of the applicableprovisions of this Agreement between the Producer andthe Local Union shall be deemed by reference to beincorporated and made a part of the Personal ServiceContract.

Supervisory Employees

Page 53

2. If any such work at the Producer’s discretionis to be performed away from the studio premises, suchagreement shall be reduced to writing and a copy furnishedto the Local Union within seven (7) working days.

J. No Strike — No Lockout

The Union agrees during the existence of this Agreement, unlessthe Producer fails to comply with an arbitration award, not to strike against,picket or boycott the Producer for any reason whatsoever, and to order itsmembers to perform their obligations to the Producer hereunder and to use itsbest efforts to get the employees to perform such obligations. The Produceragrees not to engage in any lockout unless the Union fails to comply with anarbitration award. However, the Producer’s or Union’s properly-served noticeto the other party of its intention to attempt to set aside an arbitration awardin a court of competent jurisdiction (including continuation through theappropriate appeals procedure) shall not constitute failure to comply withsaid award.

The Producer will not discipline any employee covered by thisAgreement because of his refusal as an individual to cross an I.A.T.S.E. picketline, provided that such picket line has been sanctioned by the I.A.T.S.E.

No employee covered by this Agreement shall be required by theProducer to go through any picket line where there is an actual and imminentdanger of bodily harm to the employee.

K. Gender — Included Meanings

Words used in this Agreement in the masculine gender include thefeminine and the neuter.

Personal Service Contracts

Page 54

L. Computer As A Tool

The parties to this agreement recognize that the computer can beone of the many tools utilized by artists performing animation dutiestraditionally covered under this Agreement. The sole fact that an artist performssuch traditional animation duties on a computer will not serve to removesuch artist from coverage under this Agreement.

M. Co-Operative Committee

A Co-Operative Committee will meet on an ad hoc basis to exploremechanisms to increase employment opportunities under the CollectiveBargaining Agreement.

ARTICLE 22.CONTRACT SERVICES ADMINISTRATION TRUST FUND

A. The Producer shall pay to the Contract Services AdministrationTrust Fund (“CSATF”) three cents ($0.03) per hour for each hour worked orguaranteed hereunder.

Effective August 3, 2003, increase by one cent ($.01) per hour thecontribution rate to CSATF for those Employers currently paying three cents($.03) per hour for so long as is necessary to fund the Safety Passport Program.Thereafter, the one cent ($.01) per hour increase shall revert to such lesseramount as is required to fund the ongoing needs of the Safety PassportProgram.

B. The Producer will establish a procedure whereby any interestedparty may contact CSATF to obtain information relative to the pastemployment of an individual on a specific motion picture. In response to

Com0puter As A Tool

Page 55

such an inquiry, CSATF will make a good faith effort to contact the involvedProducer and secure such information on behalf of the interested party. TheProducer on its part will make a good faith effort to respond to such inquiriesby CSATF.

ARTICLE 23.TERM OF AGREEMENT

A. Except as noted in this Article, the term of the Agreement shallbe for a period of three (3) years commencing August 1, 2009 and continuingto and including July 31, 2012.

B. Without affecting the status of the International Union asbargaining agent for the employees covered hereby, this Agreement authorizesLocal Union 839 to conduct the bargaining for such employees on mattersrelating to wages, hours, conditions and the term of the Local Agreement,except that the International Union will do the bargaining relating to pension,Individual Account Plan, health and welfare and CSATF.

C. Either party may, by written notice to the other, served on orbefore May 1, 2012, request renegotiations of the “Wage Scales, Hours ofEmployment and Working Conditions” of this Agreement. Such notice shallset forth in detail the proposals or recommendations of the party serving saidnotice of request for renegotiations. If such notice is served, the parties agreeto commence negotiations within thirty (30) days after May 1, 2012 concerningthe proposals or recommendations set forth in such notice and to continuenegotiations diligently and in good faith on such proposals and on counterproposals relating to the above said subject matter which are submitted insuch negotiations.

Contract Services Administration Trust Fund

Page 56

D. Retroactive Terms and Effective Dates

The terms and conditions of this Agreement relating to wages,pension contributions, Individual Account Plan contributions, health andwelfare contributions, retiree health and welfare contributions, supplementalmarkets contributions and CSATF contributions shall be effective commencingwith July 31, 2009. All other terms and conditions of this Agreement shall beeffective commencing the day after the ratification of this Agreement.

ARTICLE 24.TALENT DEVELOPMENT PROGRAM

A Talent Development Program has been established by Producer.Trainees shall be added to or deleted from the Talent Development Program,at the discretion of Producer, on a nondiscriminatory basis. Producer shallnotify the Local Union of the name and date of hire of each Trainee.

The normal period of enrollment in the Talent Development Programshall be eighteen (18) months. At the discretion of Producer, a Trainee maybe placed in an appropriate classification and paid as set forth in the currentAgreement between Producer and the Local Union before the end of theeighteen (18) months or allowed additional time to complete the programwhere extenuating circumstances exist.

Trainees who have not completed the Talent Development Programshall not receive Seniority and the dismissal of a Trainee from the Programand/ or employment shall not be subject to the Grievance procedure.

Each and every Trainee shall be and remain a member in goodstanding of the Union on and after the ninetieth (90th) day following thebeginning of his employment with Producer. Any Trainee who is a member

Term of Agreement

Page 57

of the Union at the time of entry into the Program will be required to remaina member in good standing. It is not the intent of Producer to utilize thisProgram to perform work which would otherwise be performed by availableand qualified persons subject to this Agreement. After the initial thirty (30)days of training, Trainees may perform production services within the scopeof this Agreement as long as a full complement of non-Trainees is maintainedin accordance with Producer’s past practice of staffing.

The wage scales and hours of employment shall be as set forth onpage ## of this Agreement.

The provisions of this Agreement shall be applicable except wheremodified by this Article or where it may not be practical to apply certainprovisions of this Agreement to the Talent Development Program.

ARTICLE 25.MISCELLANEOUS

The parties acknowledge that, during the negotiations which resultedin this Agreement, each had the unlimited right and opportunity to makedemands and proposals with respect to any subject or matter not removedbylaw from the area of collective bargaining, and that the understandings andagreements arrived at by the parties, after the exercise of that right andopportunity, are set forth in this Agreement. Therefore, the Producer and theUnion, for the life of this Agreement, each voluntarily and unqualifiedly waivesthe right and each agrees that the other shall not be obligated to bargaincollectively with respect to any subject or matter referred to or covered inthis Agreement or with respect to any subject or matter not specifically referredto or covered by this Agreement.

Talent Development Program

Page 58

All provisions of this Agreement shall be subject to andsuperseded by the laws, rules, regulations, requirements and orders whichmay be imposed by the Government of the United States and/or the State ofCalifornia.

IN WITNESS WHEREOF, the parties hereto have executed thisAgreement effective on the day and year first herein written.

AGREED TO:

ABC STUDIOS

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

ADELAIDE PRODUCTIONS, INC.

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

Miscellaneous

Page 59

ANIMATED PRODUCTIONS, INC.

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

CARTOON NETWORK STUDIOS, INC.

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

COLUMBIA PICTURES INDUSTRIES, INC

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

DREAMWORKS ANIMATION LLC

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

Page 60

FOX ANIMATION, LOS ANGELES

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

FOX TV ANIMATION, INC.

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

METRO-GOLDWYN-MAYER ANIMATION, INC.

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

RUTHERFORD BENCH PRODUCTIONS, INC.

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

Page 61

UNIVERSAL ANIMATION STUDIOS LLC

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

UNIVERSAL CITY STUDIOS LLLP

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

WALT DISNEY PICTURES

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

WARNER BROS. ANIMATION, INC.

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

Page 62

WARNER SPECIALTY PRODUCTIONS INC.

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

Page 63

___________________________________________

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

The Animation Guild and Affiliated Optical Electronic and Graphic ArtsLocal #839 IATSE

By: _________________________________________________________Steven R. Hulett

Title: ____Business Representative_______ Date: _________________

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

THE INTERNATIONAL ALLIANCE OF THEATRICAL STAGEEMPLOYES AND MOVING PICTURE TECHNICIANS, ARTISTS ANDALLIED CRAFTS OF THE UNITED STATES, ITS TERRITORIES ANDCANADA

By: _________________________________________________________

Print name ___________________________________________________

Title: _________________________________ Date: _________________

Page 64

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Page 65

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Page 67

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(whi

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te is

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usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

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cla

ssifi

catio

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21

-32

2A

pp

ren

tice

An

ima

tio

n S

tory

Per

son

an

d/o

r A

pp

ren

tice

Sto

ry S

ket

ch

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6 m

on

ths

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8.6

71

$1

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6.8

4$

29

.24

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1,1

69

.76

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9.8

29

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62

nd

6 m

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ths

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ub

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to

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ht

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cer

to r

equ

est

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nsi

on

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lim

ited

to

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e si

x-m

on

th e

xten

sio

n)

21

-33

2A

ssis

tan

t D

irec

tor

1st

6 m

on

ths

$2

9.7

96

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30

.39

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15

.68

$3

1.0

00

$1

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ths

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99

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9.9

6$

33

.14

9$

1,3

25

.96

$3

3.8

12

$1

,35

2.4

83

rd 6

mo

nth

s$

35

.20

7$

1,4

08

.28

$3

5.9

11

$1

,43

6.4

4$

36

.62

9$

1,4

65

.16

Jou

rney

$3

6.7

79

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37

.51

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00

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$3

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65

$1

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21

-33

5S

hee

t T

imer

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ths

$2

9.7

96

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,19

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4$

30

.39

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15

.68

$3

1.0

00

$1

,24

0.0

02

nd

6 m

on

ths

$3

2.4

99

$1

,29

9.9

6$

33

.14

9$

1,3

25

.96

$3

3.8

12

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83

rd 6

mo

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.20

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08

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4$

36

.62

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65

.16

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rney

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79

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6$

37

.51

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00

.60

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65

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21

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2S

cen

e P

lan

ner

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yea

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33

.40

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.16

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72

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,36

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34

.75

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90

.12

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rney

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93

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7.9

6

Page 68

TH

E A

NIM

AT

ION

GU

ILD

, L

OC

AL

83

9 I

. A

. T

. S

. E

.

Wa

ge

Sca

les,

Au

gu

st 1

, 2

00

9-J

uly

31

, 2

01

2

Wee

kly

em

plo

ym

ent*

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st p

erio

d

8/2

/20

09

-7/3

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01

0

Sec

on

d p

erio

d

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10

-7/3

0/2

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ird

per

iod

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url

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Ho

url

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ly

21

-25

2A

nim

ati

on

Ch

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er

1st

3 m

on

ths

$2

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50

$1

,12

2.0

0$

28

.61

1$

1,1

44

.44

$2

9.1

83

$1

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7.3

2N

ext

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ths

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55

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,15

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0$

29

.43

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77

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0.8

4N

ext

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ths

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44

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,24

9.7

6$

31

.86

9$

1,2

74

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2.5

06

$1

,30

0.2

4N

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ths

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81

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,28

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4$

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08

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93

.72

INK

AN

D P

AIN

T (

Ink

ing

, S

pec

ial

Eff

ects

, P

ain

ters

)

21

-41

2A

ssis

tan

t S

up

erv

iso

r (I

nk

an

d P

ain

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72

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9.8

96

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nd

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ths

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66

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Page 69

21

-42

2In

ker

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mo

nth

$2

4.9

96

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99

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26

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40

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Nex

t 6

mo

nth

s$

26

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54

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84

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27

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t 6

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60

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0

21

-44

2In

k C

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38

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-45

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ects

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28

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38

.44

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30

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0$

29

.61

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84

.44

Jou

rney

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80

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0$

29

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82

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-45

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ead

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ecia

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ts

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96

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15

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00

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21

-50

0C

olo

r M

od

elis

t

1st

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on

ths

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57

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8$

27

.90

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16

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62

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82

nd

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ths

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88

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28

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46

.00

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23

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urn

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29

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65

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08

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30

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12

.08

* M

inim

um sc

ale

for d

aily

em

ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

Page 70

TH

E A

NIM

AT

ION

GU

ILD

, L

OC

AL

83

9 I

. A

. T

. S

. E

.

Wa

ge

Sca

les,

Au

gu

st 1

, 2

00

9-J

uly

31

, 2

01

2

Wee

kly

em

plo

ym

ent*

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st p

erio

d

8/2

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09

-7/3

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01

1

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ird

per

iod

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url

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21

-50

1C

olo

r S

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ths

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0$

28

.61

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44

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$2

9.1

83

$1

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7.3

2N

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ths

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55

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,15

4.2

0$

29

.43

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77

.28

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0.8

4N

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44

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9.7

6$

31

.86

9$

1,2

74

.76

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2.5

06

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0.2

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ths

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81

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4$

32

.72

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08

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77

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8Jo

urn

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33

.49

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39

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60

$1

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6.4

0$

34

.84

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1,3

93

.72

21

-52

2P

ain

ter

1st

mo

nth

$2

4.9

96

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99

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96

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9.8

4$

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.00

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39

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4$

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t 6

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67

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0.6

8$

27

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12

.48

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rney

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21

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.37

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35

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$2

8.9

45

$1

,15

7.8

0

Page 71

21

-54

2X

ero

x P

roce

sso

r

1st

3 m

os

$2

4.9

96

$9

99

.84

$2

5.4

96

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,01

9.8

4$

26

.00

6$

1,0

40

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d 1

2 m

os

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91

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27

.73

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09

.40

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8.2

90

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77

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28

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57

.80

21

-55

2K

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x P

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72

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6.8

8$

28

.73

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49

.40

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9.3

10

$1

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2.4

0

CH

EC

KE

RS

21

-56

2X

ero

x C

hec

ker

1st

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28

.46

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38

.44

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1.2

0$

29

.61

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84

.44

Jou

rney

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80

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9.2

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.56

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82

.40

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51

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6.0

4

21

-57

2A

nim

ati

on

Sto

ck L

ibra

ria

n

1st

6 m

on

ths

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22

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8.8

8$

27

.76

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1,1

10

.64

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21

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2.8

42

nd

6 m

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ths

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09

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6.3

6$

28

.46

7$

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38

.68

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36

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4Jo

urn

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28

.98

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59

.20

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60

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1,2

06

.04

21

-63

2P

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ion

Fin

al

Ch

eck

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ark

-Up

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ths

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8.8

8$

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.76

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10

.64

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8.3

21

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2.8

42

nd

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ths

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09

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6$

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.46

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38

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urn

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.98

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.20

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60

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.15

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06

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* M

inim

um sc

ale

for d

aily

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ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

Page 72

TH

E A

NIM

AT

ION

GU

ILD

, L

OC

AL

83

9 I

. A

. T

. S

. E

.

Wa

ge

Sca

les,

Au

gu

st 1

, 2

00

9-J

uly

31

, 2

01

2

Wee

kly

em

plo

ym

ent*

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st p

erio

d

8/2

/20

09

-7/3

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d p

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ird

per

iod

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-63

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00

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-65

2P

ain

t C

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47

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27

.07

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83

.12

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20

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Page 73

21

-69

2C

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-72

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Ma

tch

1st

yea

r$

26

.86

1$

1,0

74

.44

$2

7.3

98

$1

,09

5.9

2$

27

.94

6$

1,1

17

.84

Jou

rney

$2

7.9

26

$1

,11

7.0

4$

28

.48

5$

1,1

39

.40

$2

9.0

55

$1

,16

2.2

0

21

-74

2P

ain

t T

ech

nic

ian

1st

yea

r$

29

.00

9$

1,1

60

.36

$2

9.5

89

$1

,18

3.5

6$

30

.18

1$

1,2

07

.24

Jou

rney

$3

0.0

17

$1

,20

0.6

8$

30

.61

7$

1,2

24

.68

$3

1.2

29

$1

,24

9.1

6

21

-79

2L

ette

r A

rtis

t

1st

6 m

on

ths

$3

1.2

44

$1

,24

9.7

6$

31

.86

9$

1,2

74

.76

$3

2.5

06

$1

,30

0.2

42

nd

6 m

on

ths

$3

2.0

81

$1

,28

3.2

4$

32

.72

3$

1,3

08

.92

$3

3.3

77

$1

,33

5.0

8Jo

urn

ey$

33

.49

0$

1,3

39

.60

$3

4.1

60

$1

,36

6.4

0$

34

.84

3$

1,3

93

.72

21

-22

2T

rain

ee

1st

6 m

on

ths

$2

5.3

44

$1

,01

3.7

6$

25

.85

1$

1,0

34

.04

$2

6.3

68

$1

,05

4.7

22

nd

6 m

on

ths

$2

6.5

53

$1

,06

2.1

2$

27

.08

4$

1,0

83

.36

$2

7.6

26

$1

,10

5.0

43

rd 6

mo

nth

s$

27

.76

7$

1,1

10

.68

$2

8.3

22

$1

,13

2.8

8$

28

.88

8$

1,1

55

.52

* M

inim

um sc

ale

for d

aily

em

ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

Page 74

TH

E A

NIM

AT

ION

GU

ILD

, L

OC

AL

83

9 I

. A

. T

. S

. E

.

Wa

ge

Sca

les,

Au

gu

st 1

, 2

00

9-J

uly

31

, 2

01

2

Wee

kly

em

plo

ym

ent*

Fir

st p

erio

d

8/2

/20

09

-7/3

1/2

01

0

Sec

on

d p

erio

d

8/1

/20

10

-7/3

0/2

01

1

Th

ird

per

iod

7/3

1/2

01

1-7

/31

/20

12

Ho

url

yW

eek

lyH

ou

rly

Wee

kly

Ho

url

yW

eek

ly

CO

MIC

ST

RIP

(W

ork

pre

sen

tly

ass

ign

ed)

21

-81

2C

lass

I (

Sto

ry P

erso

n o

r A

rtis

t d

oin

g t

wo

Su

nd

ay

pa

ges

or

six

da

ily

str

ips

per

wee

k)

1st

yea

r$

36

.02

4$

1,4

40

.96

$3

6.7

44

$1

,46

9.7

6$

37

.47

9$

1,4

99

.16

Aft

er 1

yea

r in

cla

ssi

cati

on

$3

7.6

10

$1

,50

4.4

0$

38

.36

2$

1,5

34

.48

$3

9.1

29

$1

,56

5.1

6

21

-82

2C

lass

II

(Wri

tes

or

dra

ws

on

e S

un

da

y p

ag

e p

er w

eek

)

1st

yea

r$

32

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5$

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03

.40

$3

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37

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1,3

56

.08

Aft

er 1

yea

r in

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ssi

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on

$3

3.8

93

$1

,35

5.7

2$

34

.57

1$

1,3

82

.84

$3

5.2

62

$1

,41

0.4

8

21

-83

2S

taff

Ass

ista

nt

1st

yea

r$

25

.21

6$

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08

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49

.36

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d y

ear

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6.3

02

$1

,05

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8$

26

.82

8$

1,0

73

.12

$2

7.3

65

$1

,09

4.6

03

rd y

ear

$2

7.7

36

$1

,10

9.4

4$

28

.29

1$

1,1

31

.64

$2

8.8

57

$1

,15

4.2

8Jo

urn

ey$

28

.24

6$

1,1

29

.84

$2

8.8

11

$1

,15

2.4

4$

29

.38

7$

1,1

75

.48

Page 75

CO

MIC

ST

RIP

(N

ew w

ork

)

21

-84

2S

ix P

an

els

(Wri

tes

an

d d

raw

s)

1st

yea

r$

29

.33

2$

1,1

73

.28

$2

9.9

19

$1

,19

6.7

6$

30

.51

7$

1,2

20

.68

Aft

er 1

yea

r in

cla

ssi

cati

on

$3

0.6

02

$1

,22

4.0

8$

31

.21

4$

1,2

48

.56

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38

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,27

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2

21

-85

2S

ix S

trip

s (W

rite

s a

nd

dra

ws)

1st

yea

r$

32

.58

5$

1,3

03

.40

$3

3.2

37

$1

,32

9.4

8$

33

.90

2$

1,3

56

.08

Aft

er 1

yea

r in

cla

ssi

cati

on

$3

3.8

93

$1

,35

5.7

2$

34

.57

1$

1,3

82

.84

$3

5.2

62

$1

,41

0.4

8

21

-86

2O

ne

Su

nd

ay

Pa

ge

(Wri

tes

an

d d

raw

s)

1st

yea

r$

29

.33

2$

1,1

73

.28

$2

9.9

19

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,19

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6$

30

.51

7$

1,2

20

.68

Aft

er 1

yea

r in

cla

ssi

cati

on

$3

0.6

02

$1

,22

4.0

8$

31

.21

4$

1,2

48

.56

$3

1.8

38

$1

,27

3.5

2

PR

OM

OT

ION

AN

D P

UB

LIC

ITY

AR

TIS

TS

21

-87

2C

lass

I (

Res

po

nsi

ble

)

1st

yea

r$

36

.02

4$

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40

.96

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44

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,46

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6$

37

.47

9$

1,4

99

.16

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er 1

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r in

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ssi

cati

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7.6

75

$1

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0$

38

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9$

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37

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9.1

98

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2

21

-88

2C

lass

II

(Ass

ista

nt)

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yea

r$

32

.58

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1,3

03

.40

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37

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,32

9.4

8$

33

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1,3

56

.08

Aft

er 1

yea

r in

cla

ssi

cati

on

$3

3.8

93

$1

,35

5.7

2$

34

.57

1$

1,3

82

.84

$3

5.2

62

$1

,41

0.4

8

* M

inim

um sc

ale

for d

aily

em

ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

Page 76

WR

ITIN

G A

ND

ST

OR

YB

OA

RD

CL

AS

SIF

ICA

TIO

N

1st

per

iod

8/2

/20

09

-

7/3

1/2

01

0

2n

d p

erio

d

8/1

/20

10

-

7/3

0/2

01

1

3rd

per

iod

7/3

1/2

01

1-

7/3

1/2

01

28

/1/2

00

9-

7/3

0/2

01

1

7/3

1/2

01

1-

7/3

1/2

01

2

SH

OR

T S

UB

JE

CT

S -

4 t

o 7

Min

ute

s (T

V o

r T

hea

tric

al)

Syn

op

sis

an

d O

utl

ine

$8

51

.76

$8

68

.80

$8

86

.18

22

33

Sto

r yb

oa

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nly

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,18

1.1

8$

1,2

04

.80

$1

,22

8.9

03

04

0T

elep

lay o

r S

cree

np

lay

$2

,03

4.8

1$

2,0

75

.51

$2

,11

7.0

25

06

7

SH

OR

T S

UB

JE

CT

S -

Ov

er 7

to

15

min

ute

s (T

V o

r T

hea

tric

al)

Syn

op

sis

an

d O

utl

ine

$8

59

.49

$8

76

.68

$8

94

.21

35

47

Sto

ryb

oa

rd O

nly

$1

,43

0.3

6$

1,4

58

.97

$1

,48

8.1

53

85

1T

elep

lay o

r S

cree

np

lay

$2

,80

3.3

6$

2,8

59

.43

$2

,91

6.6

21

15

15

3

HA

LF

-HO

UR

SU

BJ

EC

TS

(T

V o

r T

hea

tric

al)

Syn

op

sis

an

d O

utl

ine

$1

,52

8.9

9$

1,5

59

.57

$1

,59

0.7

66

89

1S

tor y

bo

ard

On

ly$

2,7

16

.20

$2

,77

0.5

2$

2,8

25

.93

75

10

0T

elep

lay o

r S

cree

np

lay

$5

,37

3.0

1$

5,4

80

.47

$5

,59

0.0

82

32

30

9

H &

W &

Pen

sio

n H

ou

rs

TH

E A

NIM

AT

ION

GU

ILD

, L

OC

AL

83

9 I

. A

. T

. S

. E

.

Wa

ge

Sca

les,

Au

gu

st 1

, 2

00

9-J

uly

31

, 2

01

2

Un

it r

ate

s

Page 77

HA

LF

-HO

UR

SU

BJ

EC

TS

(T

V o

r T

hea

tric

al)

- "

New

An

ima

tio

n W

rite

rs"

§

Syn

op

sis

an

d O

utl

ine

$1

,40

9.0

0$

1,4

37

.18

$1

,46

5.9

26

89

1T

elep

lay o

r S

cree

np

lay

$4

,95

1.3

4$

5,0

50

.37

$5

,15

1.3

82

32

30

9

ON

E H

OU

R O

R M

OR

E S

UB

JE

CT

S (

TV

or

Th

eatr

ica

l)

Syn

op

sis

an

d O

utl

ine

$2

,27

5.4

2$

2,3

20

.93

$2

,36

7.3

57

09

3S

tor y

bo

ard

On

ly$

4,0

51

.40

$4

,13

2.4

3$

4,2

15

.08

11

31

51

Tel

epla

y o

r S

cree

np

lay

$8

,08

2.5

9$

8,2

44

.24

$8

,40

9.1

22

30

30

7

ON

E H

OU

R O

R M

OR

E S

UB

JE

CT

S (

TV

or

Th

eatr

ica

l) -

"N

ew A

nim

ati

on

Wri

ters

"

Syn

op

sis

an

d O

utl

ine

$2

,08

6.6

0$

2,1

28

.33

$2

,17

0.9

07

09

3T

elep

lay o

r S

cree

np

lay

$7

,41

1.9

2$

7,5

60

.16

$7

,71

1.3

62

30

30

7

In r

efer

ence

to t

he

above

Unit

rat

es, th

e E

mplo

yer

may

req

uir

e tw

o r

e-w

rite

s or

re-w

ork

s af

ter

the

pre

senta

tion b

y t

he

Sto

ry P

erso

n/

Anim

atio

n W

rite

r w

ithout

addit

ional

com

pen

sati

on. I

f an

addit

ional

re-

wri

te o

r re

-work

is

requir

ed b

y t

he

Em

plo

yer

, an

addit

ional

20%

of

the

ori

gin

al U

nit

max

imum

shal

l be

pai

d f

or

each

re-

wri

te o

r re

-work

. A

ny a

mount

neg

oti

ated

in e

xce

ss o

f th

e ab

ove

min

imum

s m

ay b

e

appli

ed a

gai

nst

any a

ddit

ional

com

pen

sati

on f

or

re-w

rite

or

rew

ork

when

due.

§ I

n t

he

even

t a

scri

pt

wri

tten

by s

uch

a w

rite

r is

pro

duce

d, sa

id A

nim

atio

n S

tory

Per

son/A

nim

atio

n W

rite

r

shal

l be

pai

d t

he

dif

fere

nce

bet

wee

n t

he

appli

cable

New

Anim

atio

n W

rite

r ra

te a

nd t

he

Journ

ey-p

erso

n r

ate.

Page 78

The

follo

win

g m

inim

um w

age

scal

es a

re in

effe

ct b

etw

een

Loca

l 839

IATS

E a

nd th

ein

dica

ted

empl

oyer

s onl

y.

Wage

Sca

les,

Au

gu

st 1

, 2009-J

uly

31, 2012

Wee

kly

em

plo

ym

ent*

Fir

st p

erio

d

8/2

/2009-7

/31/2

010

Sec

on

d p

erio

d

8/1

/2010-7

/30/2

011

Th

ird

per

iod

7/3

1/2

011-7

/31/2

012

Hou

rly

Wee

kly

Hou

rly

Wee

kly

Hou

rly

Wee

kly

Com

posi

torD

1st

month

$24.9

96

$999.8

4$25.4

96

$1,0

19.8

4$26.0

06

$1,0

40.2

4N

ext

6 m

onth

s$25.9

81

$1,0

39.2

4$26.5

01

$1,0

60.0

4$27.0

31

$1,0

81.2

4N

ext

6 m

onth

s$26.7

32

$1,0

69.2

8$27.2

67

$1,0

90.6

8$27.8

12

$1,1

12.4

8Jo

urn

ey$27.8

21

$1,1

12.8

4$28.3

77

$1,1

35.0

8$28.9

45

$1,1

57.8

0

SID

EL

ET

TE

R A

[Walt

Dis

ney

Pic

ture

s an

d T

elev

isio

n -

C

om

posi

tor]

Page 79

D W

alt D

isne

y Pi

ctur

es o

nly.

WF W

arne

r Bro

s. A

nim

atio

n on

ly.

* M

inim

um sc

ale

for d

aily

em

ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

Wage

Sca

les,

Au

gu

st 1

, 2009-J

uly

31, 2012

Wee

kly

em

plo

ym

ent*

Fir

st p

erio

d

8/2

/2009-7

/31/2

010

Sec

on

d p

erio

d

8/1

/2010-7

/30/2

011

Th

ird

per

iod

7/3

1/2

011-7

/31/2

012

Hou

rly

Wee

kly

Hou

rly

Wee

kly

Hou

rly

Wee

kly

Vis

ual

Dev

elop

men

tWF

1st

6 m

onth

s$36.8

85

$1,4

75.4

0$37.6

23

$1,5

04.9

2$38.3

75

$1,5

35.0

02nd 6

month

s$37.7

26

$1,5

09.0

4$38.4

81

$1,5

39.2

4$39.2

51

$1,5

70.0

4Jo

urn

ey$39.1

33

$1,5

65.3

2$39.9

16

$1,5

96.6

4$40.7

14

$1,6

28.5

6

SID

EL

ET

TE

R B

[Warn

er B

ros.

An

imati

on

, In

c. -

V

isu

al

Dev

elopm

ent]

Page 80

The

follo

win

g m

inim

um w

age

scal

es a

re in

effe

ct b

etw

een

Loca

l 839

IATS

E a

nd th

ein

dica

ted

empl

oyer

s onl

y.

Wage

Sca

les,

Au

gu

st 1

, 2009-J

uly

31, 2012

Wee

kly

em

plo

ym

ent*

Fir

st p

erio

d

8/2

/2009-7

/31/2

010

Sec

on

d p

erio

d

8/1

/2010-7

/30/2

011

Th

ird

per

iod

7/3

1/2

011-7

/31/2

012

Hou

rly

Wee

kly

Hou

rly

Wee

kly

Hou

rly

Wee

kly

CG

I A

nim

ato

r/M

od

eler

D

1st

6 m

onth

s$36.8

85

$1,4

75.4

0$37.6

23

$1,5

04.9

2$38.3

75

$1,5

35.0

02nd 6

month

s$37.7

26

$1,5

09.0

4$38.4

81

$1,5

39.2

4$39.2

51

$1,5

70.0

4Jo

urn

ey$39.1

33

$1,5

65.3

2$39.9

16

$1,5

96.6

4$40.7

14

$1,6

28.5

6

Key

Ass

ista

nt

CG

I A

nim

ato

r/M

od

eler

D

$37.5

03

$1,5

00.1

2$38.2

53

$1,5

30.1

2$39.0

18

$1,5

60.7

2

SID

EL

ET

TE

R C

[Walt

Dis

ney

Pic

ture

s -

CG

I A

nim

ato

r/M

odel

ler]

Page 81

D W

alt D

isne

y Pi

ctur

es o

nly.

* M

inim

um sc

ale

for d

aily

em

ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

Ass

ista

nt

CG

I A

nim

ato

r/M

od

eler

ID

1st

6 m

onth

s$31.2

44

$1,2

49.7

6$31.8

69

$1,2

74.7

6$32.5

06

$1,3

00.2

42nd 6

month

s$32.0

19

$1,2

80.7

6$32.6

59

$1,3

06.3

6$33.3

12

$1,3

32.4

8Jo

urn

ey$33.4

90

$1,3

39.6

0$34.1

60

$1,3

66.4

0$34.8

43

$1,3

93.7

2

Ass

ista

nt

CG

I A

nim

ato

r/M

od

eler

IID

1st

yea

r$28.6

27

$1,1

45.0

8$29.2

00

$1,1

68.0

0$29.7

84

$1,1

91.3

6Jo

urn

ey$29.4

20

$1,1

76.8

0$30.0

08

$1,2

00.3

2$30.6

08

$1,2

24.3

2

Ass

ista

nt

CG

I A

nim

ato

r/M

od

eler

III

D

1st

6 m

onth

s$26.5

47

$1,0

61.8

8$27.0

78

$1,0

83.1

2$27.6

20

$1,1

04.8

02nd 6

month

s$27.3

14

$1,0

92.5

6$27.8

60

$1,1

14.4

0$28.4

17

$1,1

36.6

8Jo

urn

ey$28.3

12

$1,1

32.4

8$28.8

78

$1,1

55.1

2$29.4

56

$1,1

78.2

4

Page 82

The

follo

win

g m

inim

um w

age

scal

es a

re in

effe

ct b

etw

een

Loca

l 839

IATS

E a

nd th

ein

dica

ted

empl

oyer

s onl

y.

Wage

Sca

les,

Au

gu

st 1

, 2009-J

uly

31, 2012

Wee

kly

em

plo

ym

ent*

Fir

st p

erio

d

8/2

/2009-7

/31/2

010

Sec

on

d p

erio

d

8/1

/2010-7

/30/2

011

Th

ird

per

iod

7/3

1/2

011-7

/31/2

012

Hou

rly

Wee

kly

Hou

rly

Wee

kly

Hou

rly

Wee

kly

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r ID

1st

6 m

onth

s$36.8

85

$1,4

75.4

0$37.6

23

$1,5

04.9

2$38.3

75

$1,5

35.0

02nd 6

month

s$37.7

26

$1,5

09.0

4$38.4

81

$1,5

39.2

4$39.2

51

$1,5

70.0

4Jo

urn

ey$39.1

33

$1,5

65.3

2$39.9

16

$1,5

96.6

4$40.7

14

$1,6

28.5

6

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r II

D

$37.5

03

$1,5

00.1

2$38.2

53

$1,5

30.1

2$39.0

18

$1,5

60.7

2

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r II

ID

1st

6 m

onth

s$31.2

44

$1,2

49.7

6$31.8

69

$1,2

74.7

6$32.5

06

$1,3

00.2

42nd 6

month

s$32.0

19

$1,2

80.7

6$32.6

59

$1,3

06.3

6$33.3

12

$1,3

32.4

8Jo

urn

ey$33.4

90

$1,3

39.6

0$34.1

60

$1,3

66.4

0$34.8

43

$1,3

93.7

2

SID

EL

ET

TE

R D

[Walt

Dis

ney

Pic

ture

s -

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r]

Page 83

D W

alt D

isne

y Pi

ctur

es o

nly.

* M

inim

um sc

ale

for d

aily

em

ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r IV

D

1st

yea

r$28.6

27

$1,1

45.0

8$29.2

00

$1,1

68.0

0$29.7

84

$1,1

91.3

6Jo

urn

ey$29.4

20

$1,1

76.8

0$30.0

08

$1,2

00.3

2$30.6

08

$1,2

24.3

2

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r V

D

1st

6 m

onth

s$26.5

47

$1,0

61.8

8$27.0

78

$1,0

83.1

2$27.6

20

$1,1

04.8

02nd 6

month

s$27.3

14

$1,0

92.5

6$27.8

60

$1,1

14.4

0$28.4

17

$1,1

36.6

8Jo

urn

ey$28.3

12

$1,1

32.4

8$28.8

78

$1,1

55.1

2$29.4

56

$1,1

78.2

4

Page 84

The

follo

win

g m

inim

um w

age

scal

es a

re in

effe

ct b

etw

een

Loca

l 839

IATS

E a

nd th

ein

dica

ted

empl

oyer

s onl

y. Wa

ge

Sca

les,

Au

gu

st 1

, 2

00

9-J

uly

31

, 2

01

2

Wee

kly

em

plo

ym

ent*

Fir

st p

erio

d

8/2

/20

09

-7/3

1/2

01

0

Sec

on

d p

erio

d

8/1

/20

10

-7/3

0/2

01

1

Th

ird

per

iod

7/3

1/2

01

1-7

/31

/20

12

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url

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lyH

ou

rly

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url

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ly

CG

I A

nim

ato

r/M

od

eler

11

1st

6 m

on

ths

$3

6.8

85

$1

,47

5.4

0n

/an

/an

/an

/a2

nd

6 m

on

ths

$3

7.7

26

$1

,50

9.0

4n

/an

/an

/an

/a

CG

I A

nim

ato

r/M

od

eler

1

1st

12

mo

nth

s$

37

.30

5$

1,4

92

.20

$3

8.0

51

$1

,52

2.0

4$

38

.81

2$

1,5

52

.48

Jou

rney

$3

9.1

33

$1

,56

5.3

2$

39

.91

6$

1,5

96

.64

$4

0.7

14

$1

,62

8.5

6

CG

I A

nim

ato

r/M

od

eler

2

$3

7.5

03

$1

,50

0.1

2$

38

.25

3$

1,5

30

.12

$3

9.0

18

$1

,56

0.7

2

CG

I A

nim

ato

r/M

od

eler

31

1st

6 m

on

ths

$3

1.2

44

$1

,24

9.7

6n

/an

/an

/an

/a2

nd

6 m

on

ths

$3

2.0

19

$1

,28

0.7

6n

/an

/an

/an

/a

SID

EL

ET

TE

R E

[Dre

am

Wo

rks

An

ima

tio

n L

LC

]

Page 85

All

rate

s on

thes

e pa

ges a

re fo

r Dre

amW

orks

Ani

mat

ion.

1 The

se "

1st 6

mon

ths"

and

"2n

d 6

mon

ths"

rate

s are

onl

y ap

plic

able

to a

rtist

s who

are

em

ploy

ed in

eith

erth

e "1

st 6

mon

ths"

or "

2nd

6 m

onth

s" p

re-J

ourn

ey le

vel p

rior t

o A

ugus

t 2, 2

009.

2 Thi

s rat

e is

not

ava

ilabl

e fo

r the

ani

mat

or p

ositi

on. A

n an

imat

or b

eing

pro

mot

ed fr

om C

GI A

nim

ator

/M

odel

er 5

to C

GI A

nim

ator

/Mod

eler

4 sh

all g

o di

rect

ly to

CG

I Ani

mat

or/M

odel

er 4

, Jou

rney

.

* M

inim

um sc

ale

for d

aily

em

ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

CG

I A

nim

ato

r/M

od

eler

3

1st

12

mo

nth

s$

31

.63

1$

1,2

65

.24

$3

2.2

64

$1

,29

0.5

6$

32

.90

9$

1,3

16

.36

Jou

rney

$3

3.4

90

$1

,33

9.6

0$

34

.16

0$

1,3

66

.40

$3

4.8

43

$1

,39

3.7

2

CG

I A

nim

ato

r/M

od

eler

4

1st

12

mo

nth

s2$

28

.62

7$

1,1

45

.08

$2

9.2

00

$1

,16

8.0

0$

29

.78

4$

1,1

91

.36

Jou

rney

$2

9.4

20

$1

,17

6.8

0$

30

.00

8$

1,2

00

.32

$3

0.6

08

$1

,22

4.3

2

CG

I A

nim

ato

r/M

od

eler

51

1st

6 m

on

ths

$2

6.5

47

$1

,06

1.8

8n

/an

/an

/an

/a2

nd

6 m

on

ths

$2

7.3

14

$1

,09

2.5

6n

/an

/an

/an

/a

CG

I A

nim

ato

r/M

od

eler

5

1st

12

mo

nth

s$

26

.93

0$

1,0

77

.20

$2

7.4

69

$1

,09

8.7

6$

28

.01

8$

1,1

20

.72

Jou

rney

$2

8.3

12

$1

,13

2.4

8$

28

.87

8$

1,1

55

.12

$2

9.4

56

$1

,17

8.2

4

Page 86

The

follo

win

g m

inim

um w

age

scal

es a

re in

effe

ct b

etw

een

Loca

l 839

IATS

E a

nd th

ein

dica

ted

empl

oyer

s onl

y. Wa

ge

Sca

les,

Au

gu

st 1

, 2

00

9-J

uly

31

, 2

01

2

Wee

kly

em

plo

ym

ent*

Fir

st p

erio

d

8/2

/20

09

-7/3

1/2

01

0

Sec

on

d p

erio

d

8/1

/20

10

-7/3

0/2

01

1

Th

ird

per

iod

7/3

1/2

01

1-7

/31

/20

12

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url

yW

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lyH

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rly

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kly

Ho

url

yW

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ly

SID

EL

ET

TE

R E

[Dre

am

Wo

rks

An

ima

tio

n L

LC

]

Dig

ita

l S

cen

e P

lan

nin

g

1st

yea

r$

33

.40

4$

1,3

36

.16

$3

4.0

72

$1

,36

2.8

8$

34

.75

3$

1,3

90

.12

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rney

$3

4.7

93

$1

,39

1.7

2$

35

.48

9$

1,4

19

.56

$3

6.1

99

$1

,44

7.9

6

Sca

n C

hec

ker

1

1st

6 m

on

ths

$2

5.8

58

$1

,03

4.3

2n

/an

/an

/an

/a2

nd

6 m

on

ths

$2

6.5

71

$1

,06

2.8

4n

/an

/an

/an

/a

Sca

n C

hec

ker

1st

12

mo

nth

s$

26

.21

5$

1,0

48

.60

$2

6.7

39

$1

,06

9.5

6$

27

.27

4$

1,0

90

.96

Jou

rney

$2

7.9

55

$1

,11

8.2

0$

28

.51

4$

1,1

40

.56

$2

9.0

84

$1

,16

3.3

6

Page 87

All

rate

s on

thes

e pa

ges a

re fo

r Dre

amW

orks

Ani

mat

ion.

1 The

se "

1st 6

mon

ths"

and

"2n

d 6

mon

ths"

rate

s are

onl

y ap

plic

able

to a

rtist

s who

are

em

ploy

ed in

eith

erth

e "1

st 6

mon

ths"

or "

2nd

6 m

onth

s" p

re-J

ourn

ey le

vel p

rior t

o A

ugus

t 2, 2

009.

* M

inim

um sc

ale

for d

aily

em

ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

Dig

ita

l C

hec

k

1st

3 m

on

ths

$2

8.0

50

$1

,12

2.0

0$

28

.61

1$

1,1

44

.44

$2

9.1

83

$1

,16

7.3

2N

ext

9 m

on

ths

$2

8.8

55

$1

,15

4.2

0$

29

.43

2$

1,1

77

.28

$3

0.0

21

$1

,20

0.8

4N

ext

6 m

on

ths

$3

1.2

44

$1

,24

9.7

6$

31

.86

9$

1,2

74

.76

$3

2.5

06

$1

,30

0.2

4N

ext

6 m

on

ths

$3

2.0

81

$1

,28

3.2

4$

32

.72

3$

1,3

08

.92

$3

3.3

77

$1

,33

5.0

8Jo

urn

ey$

33

.49

0$

1,3

39

.60

$3

4.1

60

$1

,36

6.4

0$

34

.84

3$

1,3

93

.72

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r 1

1

1st

6 m

on

ths

$3

6.8

85

$1

,47

5.4

0n

/an

/an

/an

/a2

nd

6 m

on

ths

$3

7.7

26

$1

,50

9.0

4n

/an

/an

/an

/a

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r 1

1st

12

mo

nth

s$

37

.30

5$

1,4

92

.20

$3

8.0

51

$1

,52

2.0

4$

38

.81

2$

1,5

52

.48

Jou

rney

$3

9.1

33

$1

,56

5.3

2$

39

.91

6$

1,5

96

.64

$4

0.7

14

$1

,62

8.5

6

Page 88

The

follo

win

g m

inim

um w

age

scal

es a

re in

effe

ct b

etw

een

Loca

l 839

IATS

E a

nd th

ein

dica

ted

empl

oyer

s onl

y. Wa

ge

Sca

les,

Au

gu

st 1

, 2

00

9-J

uly

31

, 2

01

2

Wee

kly

em

plo

ym

ent*

Fir

st p

erio

d

8/2

/20

09

-7/3

1/2

01

0

Sec

on

d p

erio

d

8/1

/20

10

-7/3

0/2

01

1

Th

ird

per

iod

7/3

1/2

01

1-7

/31

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12

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url

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SID

EL

ET

TE

R E

[Dre

am

Wo

rks

An

ima

tio

n L

LC

]

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r 2

3

1st

9 m

on

ths

$3

4.5

74

$1

,38

2.9

6$

35

.26

5$

1,4

10

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n/a

n/a

2n

d 9

mo

nth

s$

35

.65

6$

1,4

26

.24

$3

6.3

69

$1

,45

4.7

6n

/an

/a

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r 2

1st

18

mo

nth

s$

35

.11

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04

.64

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$1

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2$

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.53

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61

.36

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rney

$3

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$1

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93

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82

$1

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8

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r 3

1

1st

6 m

on

ths

$3

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44

$1

,24

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6n

/an

/an

/an

/a2

nd

6 m

on

ths

$3

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$1

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/an

/an

/an

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Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r 3

1st

12

mo

nth

s$

31

.63

1$

1,2

65

.24

$3

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64

$1

,29

0.5

6$

32

.90

9$

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16

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rney

$3

3.4

90

$1

,33

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0$

34

.16

0$

1,3

66

.40

$3

4.8

43

$1

,39

3.7

2

Page 89

All

rate

s on

thes

e pa

ges a

re fo

r Dre

amW

orks

Ani

mat

ion.

1 The

se "

1st 6

mon

ths"

and

"2n

d 6

mon

ths"

rate

s are

onl

y ap

plic

able

to a

rtist

s who

are

em

ploy

ed in

eith

erth

e "1

st 6

mon

ths"

or "

2nd

6 m

onth

s" p

re-J

ourn

ey le

vel p

rior t

o A

ugus

t 2, 2

009.

3 The

se "

1st 9

mon

ths"

and

"2n

d 9

mon

ths"

rate

s are

onl

y ap

plic

able

to a

rtist

s who

are

em

ploy

ed in

eith

erth

e "1

st 9

mon

ths"

or "

2nd

9 m

onth

s" p

re-J

ourn

ey le

vel p

rior t

o A

ugus

t 2, 2

009.

* M

inim

um sc

ale

for d

aily

em

ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r 4

1st

12

mo

nth

s$

28

.62

7$

1,1

45

.08

$2

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00

$1

,16

8.0

0$

29

.78

4$

1,1

91

.36

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rney

$2

9.4

20

$1

,17

6.8

0$

30

.00

8$

1,2

00

.32

$3

0.6

08

$1

,22

4.3

2

Pro

du

ctio

n T

ech

nic

al

Dir

ecto

r 5

1

1st

6 m

on

ths

$2

6.5

47

$1

,06

1.8

8n

/an

/an

/an

/a2

nd

6 m

on

ths

$2

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14

$1

,09

2.5

6n

/an

/an

/an

/a

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du

ctio

n T

ech

nic

al

Dir

ecto

r 5

1st

12

mo

nth

s$

26

.93

0$

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77

.20

$2

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69

$1

,09

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6$

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.01

8$

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rney

$2

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12

$1

,13

2.4

8$

28

.87

8$

1,1

55

.12

$2

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56

$1

,17

8.2

4

Page 90

The

follo

win

g m

inim

um w

age

scal

es a

re in

effe

ct b

etw

een

Loca

l 839

IATS

E a

nd th

ein

dica

ted

empl

oyer

s onl

y.

Wa

ge

Sca

les,

Au

gu

st 1

, 2

00

9-J

uly

31

, 2

01

2

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kly

em

plo

ym

ent*

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st p

erio

d

8/2

/20

09

-7/3

1/2

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0

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on

d p

erio

d

8/1

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10

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1

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ird

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iod

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12

Ho

url

yW

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Ho

url

yW

eek

ly

SID

EL

ET

TE

R E

[Dre

am

Wo

rks

An

ima

tio

n L

LC

]

Dig

ita

l P

ain

ter

S

1st

mo

nth

$2

4.9

96

$9

99

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t 6

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t 6

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rney

$2

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4$

28

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7$

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35

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45

$1

,15

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0

Tra

inee

S,4

1st

6 m

on

ths

$2

3.3

47

$9

33

.88

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14

$9

52

.56

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4.2

90

$9

71

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mo

nth

s$

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.33

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.48

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44

$1

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6$

26

.36

1$

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54

.44

3rd

6 m

on

ths

$2

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02

$1

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6.0

8$

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.93

0$

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77

.20

$2

7.4

69

$1

,09

8.7

6

Page 91

S Dre

amW

orks

Ani

mat

ion

only

.D W

alt D

isne

y Pi

ctur

es o

nly.

4 Fo

r Tra

inee

s hire

d af

ter 8

/2/2

009

only

. The

21-

222

Trai

nee

min

imum

(pag

e 73

) sha

ll ap

ply

for t

rain

ees

hire

d on

or b

efor

e 8/

2/20

09.

* M

inim

um sc

ale

for d

aily

em

ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

Wage

Sca

les,

Au

gu

st 1

, 2009-J

uly

31, 2012

Wee

kly

em

plo

ym

ent*

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st p

erio

d

8/2

/2009-7

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on

d p

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ird

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iod

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rly

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rly

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imati

on

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ecto

rD

1st

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s$43.0

99

$1,7

23.9

6$43.9

61

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58.4

4$44.8

40

$1,7

93.6

02nd 6

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84

$1,7

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6$44.9

66

$1,7

98.6

4$45.8

65

$1,8

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0Jo

urn

ey$45.7

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$1,8

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2$46.6

58

$1,8

66.3

2$47.5

91

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03.6

4

Tim

ing D

irec

tor

D

1st

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s$41.3

25

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53.0

0$42.1

52

$1,6

86.0

8$42.9

95

$1,7

19.8

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month

s$42.2

69

$1,6

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6$43.1

14

$1,7

24.5

6$43.9

76

$1,7

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urn

ey$43.8

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$1,7

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0$44.7

32

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8$45.6

27

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8

SID

EL

ET

TE

R F

[Walt

Dis

ney

Pic

ture

s -

An

imati

on

/Tim

ing D

irec

tors

]

Page 92

The

follo

win

g m

inim

um w

age

scal

es a

re in

effe

ct b

etw

een

Loca

l 839

IATS

E a

nd th

ein

dica

ted

empl

oyer

s onl

y.

Wa

ge

Sca

les,

Au

gu

st 1

, 2

00

9-J

uly

31

, 2

01

2

Wee

kly

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plo

ym

ent*

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st p

erio

d

8/2

/2009-7

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010

Sec

on

d p

erio

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/2010-7

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011

Th

ird

per

iod

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Hou

rly

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kly

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rly

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rly

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CG

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tor

ID

1st

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2

CG

I 3D

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posi

tor

IID

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st 3

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0$28.6

11

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4$29.1

83

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8$30.0

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6$32.5

06

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23

$1,3

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2$33.3

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urn

ey$33.4

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2

SID

EL

ET

TE

R G

[Wa

lt D

isn

ey P

ictu

res

- 3

D C

om

po

sito

rs]

Page 93

Wage

Sca

les,

Au

gu

st 1

, 2009-J

uly

31, 2012

Wee

kly

em

plo

ym

ent*

Fir

st p

erio

d

8/2

/2009-7

/31/2

010

Sec

on

d p

erio

d

8/1

/2010-7

/30/2

011

Th

ird

per

iod

7/3

1/2

011-7

/31/2

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Hou

rly

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kly

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rly

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kly

Hou

rly

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kly

21-1

62 A

nim

ati

on

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cess

or

WF

1st

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onth

s$26.5

47

$1,0

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8$27.0

78

$1,0

83.1

2$27.6

20

$1,1

04.8

02nd 6

month

s$27.3

14

$1,0

92.5

6$27.8

60

$1,1

14.4

0$28.4

17

$1,1

36.6

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urn

ey$28.3

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$1,1

32.4

8$28.8

78

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2$29.4

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$1,1

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4

SID

EL

ET

TE

R H

[Warn

er B

ros.

An

imati

on

- A

nim

ati

on

Pro

cess

ors

]

T

he

job o

f A

nim

atio

n P

roce

ssor

shal

l en

tail

anim

atic

s w

ork

(th

e sy

nch

ing o

f pro

duct

ion

boar

d i

mag

es t

o s

oundtr

ack),

cat

aloguin

g a

nd s

tori

ng b

lack

and w

hit

e an

d c

olo

r im

ages

fro

m

over

seas

stu

dio

s w

hic

h a

re u

sed t

o r

epai

r or

chan

ge

imag

es t

hat

als

o c

ame

bac

k f

rom

over

seas

.

Furt

her

, th

ey s

hal

l be

doin

g s

cannin

g w

ork

and l

ine

repai

r.

D W

alt D

isne

y Pi

ctur

es o

nly.

WF W

arne

r Bro

s. A

nim

atio

n on

ly.

* M

inim

um sc

ale

for d

aily

em

ploy

ees s

hall

be 1

17.7

19%

(whi

ch ra

te is

incl

usiv

e of

vac

atio

n an

d ho

liday

pay)

of t

he m

inim

um b

asic

hou

rly ra

te p

rovi

ded

here

in fo

r suc

h em

ploy

ee’s

cla

ssifi

catio

n.

Page 94

The

follo

win

g m

inim

um w

age

scal

es a

re in

effe

ct b

etw

een

Loca

l 839

IATS

E a

nd th

ein

dica

ted

empl

oyer

s onl

y.

Wage

Sca

les,

Au

gu

st 1

, 2009-J

uly

31, 2012

Wee

kly

em

plo

ym

ent*

Fir

st p

erio

d

8/2

/2009-7

/31/2

010

Sec

on

d p

erio

d

8/1

/2010-7

/30/2

011

Th

ird

per

iod

7/3

1/2

011-7

/31/2

012

Hou

rly

Wee

kly

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kly

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21-9

51 D

igit

al

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r IC

1st

6 m

onth

s$36.8

85

$1,4

75.4

0$37.6

23

$1,5

04.9

2$38.3

75

$1,5

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s$37.7

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14

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52 D

igit

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C

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s$31.2

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6$31.8

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6$32.5

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42nd 6

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2

SID

EL

ET

TE

R I

[Cart

oon

Net

work

Stu

dio

s -

2D

Dig

ital

An

imato

r]

Page 95

c Car

toon

New

ork

Stud

ios o

nly.

* M

inim

um sc

ale

for d

aily

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ploy

ees s

hall

be 1

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(whi

ch ra

te is

incl

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asic

hou

rly ra

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here

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cla

ssifi

catio

n.

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53 D

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imato

r T

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1st

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44

$1,0

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51

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4$26.3

68

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22nd 6

month

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2$27.0

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22

$1,1

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8$28.8

88

$1,1

55.5

2

Page 96

SIDELETTER JSKILL EVALUATIONS

During the negotiations between the Producers and IATSE Local839, the bargaining parties discussed the concern raised by IATSE Local839 that skill evaluations or “tests” administered by the Producers inmaking hiring, promotion, and/or assignment decisions were excessive.The bargaining parties agreed that such evaluations should require only areasonable amount of work to complete and should be related to the hiring,promotion, and/or assignment decision. Evaluations which do not meetthis criteria should be discontinued or redesigned. Concerns or questionsabout the propriety of such tests should be directed to Labor Relations.

The parties further agree to form an abuse review committee,which shall meet upon request for the purpose of addressing alleged abusesof this sideletter.

SIDELETTER KCLASSIFICATION STUDY

During the course of negotiations the parties agreed to form ajoint committee to review job classifications covered under the collectivebargaining agreement.

The study will initially be conducted on a Producer by Producerbasis to identify obsolete classifications and identify working titles uniqueto each Producer. The Committee will then attempt to standardize suchclassifications for inclusion in the Codified Basic Agreement. The Union

Sideletter J [Skill Evaluations]Sideletter K [Classification Study]

Page 97

shall designate an individual to meet with representatives from eachProducer. The Committee shall commence meeting within ninety (90)days from ratification.

SIDELETTER LJURY DUTY

During the course of negotiations the parties agreed that each ofthe Producers would provide the Union with a copy of its written JuryDuty reimbursement policies, if any, applicable to Local 839 representedemployees. Those Producers without a written policy shall respond inwriting to the Union’s request setting forth their Jury Duty policy/practice.

SIDELETTER MDISTANT LOCATION WORKING CONDITIONS

The producers agree to discuss on a Company-by-Company basisthe conditions for the performance of covered work on distant location.

SIDELETTER NPRODUCTIONS MADE FOR NEW MEDIA

This Sideletter confirms the understanding of the InternationalAlliance of Theatrical Stage Employees (hereinafter “the IATSE”), onbehalf of itself and The Animation Guild, Local #839, on the one hand,and the Producers signatory to the successor agreement to the 2006Agreement between Producer and The Animation Guild and AffiliatedOptical Electronic and Graphic Arts, Local #839 (collectively “the

Sideletter K [Classification Study * Sideletter L [Jury Duty]Sideletter M [Distant Location Working Conditions]

Sideletter N [Productions Made For New Media]

Page 98

parties”), concerning the terms and conditions applicable to the productionof entertainment motion pictures of the type that have traditionally beencovered under the Local #839 Agreement (hereinafter “the Local #839Agreement”), that are made for the Internet, mobile devices, or any othernew media platform in existence as of August 1, 2009 (hereinaftercollectively referred to as “New Media”).1 With respect to suchproductions intended for initial use in new media, the parties agree asfollows:

The parties mutually recognize that the economics of New Mediaproduction are presently uncertain and that greater flexibility in termsand conditions of employment is therefore mutually beneficial. If one ormore business models develop such that New Media production becomesan economically viable medium, then the parties mutually recognize thatfuture agreements should reflect that fact.

A. Recognition

The Producer recognizes the IATSE as the exclusive bargainingrepresentative of employees employed within the classifications coveredby the Local #839 Agreement on entertainment motion pictures of thetype traditionally covered under said Agreement which are intended forinitial exhibition in New Media, but excluding news, sports, documentariesand “Experimental New Media Productions,” as that term is defined below,within the geographic scope covered by the Local #839 Agreement forthe classifications covered by that Agreement.

Sideletter N [Productions Made For New Media]

Page 99

B. Coverage

Coverage shall be at the Producer’s option with respect to“Experimental New Media Productions.” Should the Producer elect tocover an Experimental New Media Production, the terms and conditionsapplicable to employment on Original New Media Productions, as setforth in Paragraph D. below, shall apply.

An “Experimental New Media Production” is defined as anyOriginal New Media Production: (1) for which the actual cost ofproduction does not exceed: (a) $15,000 per minute of program materialas exhibited, and (b) $300,000 per single production as exhibited, and (c)$500,000 per series of programs produced for a single order; and (2) onwhich any combination totaling fewer than four (4) employees ashereinafter described are working in job classifications covered by theLocal #839 Agreement within the geographic scope of that Agreement.Such employees shall include any person having six (6) months or moreexperience in the animated cartoon industry in any job classificationcovered by the Local #839 Agreement.

The actual cost of the Experimental New Media Production shallconsist of all direct costs actually incurred in connection with theProduction. The only costs excluded in determining the actual cost ofproduction shall be development costs, overhead charges, financing costs(i.e., loan origination fees, gap fees, legal fees and interest), contingencyof up to ten percent (10%), essential elements insurance costs, the cost ofthe completion bond, marketing expenses, contingent payments to talentor other parties which are based on the proceeds derived from the

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exploitation of the Production and received after recoupment of thenegative cost, and delivery items required by sales agents, distributors orsub-distributors (i.e., delivery materials beyond the answer print, NTSCVideo Master if the Production is delivered on videotape, or the digitalequivalent if the Production is delivered in a digital format).

If the Producer began production of an “Experimental NewMedia Production” which the Producer elected not to cover under theterms of this Sideletter, but subsequently employs four (4) or moreemployees on the production in classifications covered by the Local #839Agreement, which employees meet the description in the second sentenceof the first paragraph of this Paragraph B., then said production shallautomatically be deemed covered hereunder, starting from the first dayon which at least four (4) or more such employees are so employed on theproduction and continuing until the production is finished.

Producer shall use reasonable efforts to notify the IATSE that itintends to cover an “Experimental New Media Production” as of the dateof commencement of layout or animation, as applicable.

C. Terms and Conditions of Employment on Derivative NewMedia Productions

A “Derivative New Media Production” is a production for NewMedia based on an existing television motion picture covered by the Local#839 Agreement that was produced for “traditional” media – e.g., a freetelevision, basic cable or pay television motion picture (‘the sourceproduction’) – and is otherwise included among the types of motionpictures traditionally covered by the Local #839 Agreement.

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Employees may be employed by a Producer and assigned to aDerivative New Media Production as part of their regular workday onthe source production. The work for the Derivative Production shall beconsidered part of the workday for the Employees on the source productionand shall trigger overtime if work on the Derivative Production extendsthe workday on the source production past the point at which overtimewould normally be triggered on the source production. All other termsand conditions, including benefits, shall continue as if the employee werecontinuing to work on the source production.

In all other situations, terms and conditions of employment arefreely negotiable between the Employee and the Producer, except forthose provisions identified in Paragraph E. below.

D. Terms and Conditions of Employment on Original New MediaProductions

Terms and conditions of employment on Original New MediaProductions are freely negotiable between the Employee and the Producer,except for those provisions identified in Paragraph E. below.

E. Other Provisions

(1) Union Security

The provisions of Article II, “Union Security,” of the Basic Agreementshall apply to New Media Productions, except that the requirement tobecome a member in good standing of the Union shall not apply until an

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individual has been employed for at least thirty (30) workdays on NewMedia Productions covered under this Sideletter, or for a combined totalof thirty (30) workdays on New Media Productions covered under thissideletter and on motion pictures of the type traditionally covered underthe Local #839 Agreement. In addition, all references in Article II to“West Coast Studio Locals” shall be replaced with “Local #839” forpurposes of this Sideletter.

The Union acknowledges and agrees that the obligations set forth insubparagraph (c) of Article II apply only to newly-hired employees whoare not members of the IATSE or of Local #839.

(2) Pension, Health and Individual Account Plans

On covered New Media Productions budgeted at $25,000 or less perminute (using the same cost elements as described in the second paragraphof Paragraph B. above), Producer’s only obligation hereunder shall be tomake contributions to the Active Health Fund, as required by Article XIIof the Basic Agreement, and to the Retired Employees Fund, as requiredby Article XIV of the Basic Agreement, on behalf of each Employeeemployed under the terms of this Sideletter.

On New Media Productions budgeted at more than $25,000 per minute(using the same cost elements as described in the second paragraph ofParagraph B. above), or when Employees are assigned by the Producerto a Derivative New Media Production as part of their regular workdayon the source production, Producer shall be obligated to make pension,health and Individual Account Plan contributions in accordance with theprovisions of Articles XII, XIII, XIIIA and XIV of the Basic Agreement.

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(3) Seniority

There shall be no preference of employment of any kind or nature in theemployment of Employees on New Media Productions hereunder. Theprovisions of Article 12, “Seniority,” of the Local #839 Agreement shallnot be applicable to New Media Productions.

(4) Grievance and Arbitration

Any dispute with regard to wages, hours of employment or workingconditions concerning an Employee employed by Producer under the termsof this Sideletter shall be resolved in accordance with the grievance andarbitration procedure set forth in Article XXXII of the Basic Agreement,except that references therein to “the Local Union” shall be replaced with“the IATSE” and the provisions with respect to the Step Two ConciliationCommittee shall be deleted. In addition, the reference in Article XXXIIto “West Coast Studio Locals” shall be replaced with “Local #839.”

(5) Staffing

It is expressly understood and agreed that there shall be no staffingrequirements on Productions made for New Media and that there will befull interchange of job functions among Employees, so that a singleEmployee may be required to perform the functions of multiple jobclassifications covered hereunder.

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(6) No Strike, No Lockout

During the term of this Agreement, the Union agrees not to engage in anystrike, sympathy strike or work stoppage against the Producer. TheProducer agrees not to engage in any lockout of its Employees employedhereunder during the term of this Agreement.

(7) No Other Terms Applicable

Except as expressly provided in this Sideletter, no other terms andconditions shall be applicable to Employees employed on New MediaProductions.

F. “Sunset” Clause

The parties recognize that these provisions are being negotiatedat a time when the business models and patterns of usage of productionsin New Media are in the process of exploration, experimentation andinnovation. Therefore, the provisions of this Sideletter shall expire onthe termination date of the Local #839 Agreement and will be of no forceand effect thereafter. No later than sixty (60) days before that expirationdate, the parties will meet to negotiate new terms and conditions for reuseof productions made for New Media.

The parties further acknowledge that conditions in this area arechanging rapidly and that the negotiation for the successor agreementwill be based on the conditions that exist and reasonably can be forecastat that time.

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1 This Sideletter applies to the production of certain types of programsintended for initial use in New Media and does not cover workinvolved in the selection of content for, design or management of anywebsite or any other New Media platform on which productions madefor New Media appear.

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Index

A

Ability. See Merit and ability: Seniority and [12]Accidents. See Industrial accidents: Overtime, weekly, and [5A(3b)]Additional vacation requirements [8H], 25-28Alliance of Motion Picture and Television Producers (AMPTP)

Safety, 49Safety bulletins [21D(6)], 49-50

Animatics. See Animation ProcessorAnimation Checker {21-252}, 68Animation Director {Disney}, 91Animation Guild and Affiliated Optical Electronic and Graphic Arts,Local 839 IATSE, The

Negotiation rights [23B], 55Animation Stock Librarian {21-572}, 71Animation Story Person, Apprentice {21-322}, 67Animation Story Person/Animation Writer {21-022}, 64Animation Processor {21-022}, 93Animation Writer {21-022}, 64Animator {21-012}, 64Animator, Digital I/II {21-951/21-952}, Cartoon Network}, 94Apprentice Animation Story Person (21-322}, 67Apprentice Background {21-202}, 66Apprentice Layout {21-202}, 66Apprentice Model designer {21-202}, 66Apprentice Story Sketch {21-322}, 67Arbitration. See GRIEVANCE PROCEDURE [15}, Step Four

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Index

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Index

C

Casual employment. See Daily employment [5B]Cel Service {21-692}, 73CGI 3D Compositor {Disney}, 92CGI Animator/Modeler {Disney}, 80CGI Animator/Modeler {DreamWorks}, 84-86Classification study {Sideletter K], 94Classifications

employees working in two [4D], 8new {21C], 47

Co-Operative Committee, 54Color Modelist {21-500}, 69Color Stylist {21-501}, 70Comic Strip Story Person and/or Artist, Assistant {21-802}, 65Comic Strip Story Person and/or Artist, Staff {21-801}, 64Commercials [4G], 9Compositor, CGI 3D {Disney}, 92Compositor {Disney}, 78Computer as a tool, 54Continuous employment

dismissal pay, for purposes of [14G], 35-36leave of absence and [17B], 44

CONTRACT SERVICES ADMINISTRATION TRUST FUND [22], 54-55employment records [22B], 54-55Labor-Management Safety Committee, [21D(3), 21D(4)], 49Safety Director [21D(6D)], 50

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Index

Contracts, personal service [21I], 52–53Better terms and conditions, 7–8

CSATF. See CONTRACT SERVICES ADMINISTRATION TRUSTFUND [22]

D

Daily employment [5B], 19–20Deductions for time off [4F], 8Digital Check {DreamWorks}, 87Digital Painter {DreamWorks}, 90Digital Scene Planning {DreamWorks}, 86Director, Animation {Disney}, 91Director, Assistant {21-332}, 67Director, Timing {Disney}, 91Discharge (for cause). See DISCIPLINE AND DISCHARGE [16]DISCIPLINE AND DISCHARGE [16], 42–43

continuous employment and [14G(2)], 35dismissal pay and [14F], 34–35exemptions from notice rules [16F], 43good standing, failure to maintain [3B], 4probationary period [12A], 42seniority broken by [12], 30trainees [24], 56two-notice system [12B and 12C], 42

Discrimination, non- [9], 29

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DISMISSAL PAY [14], 34-36computation [14B, C, D and E], 34continuous employment for purposes of [14G], 35-36exemptions [14F], 35grievances for failure to pay [15], 41imterest and penalties [14E], 34one hundred and fifty percent cap [14E], 34payment of [14A], 34

Index

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Index

Page 112

Index

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Index

I

Inbetweener {21-152}, 66Independent subcontracting. See Subcontracting [21E]Individual Account Plan [18B], 44Industrial accidents

overtime, weekly, and [5A(3b)], 19vacations, and eligibility [8H(1B)], 26

Industrial films [4G], 9Ink Checker {21-442}, 69Inker {21-422}, 69International Alliance of Theatrical Stage Employees and Moving

Picture Technicians, Artists and Allied Crafts of the United States,its Territories and Canada (I.A.T.S.E.)authority of, 3exclusive bargaining agent [3 and 23B], 3, 55picket lines [21J], 53President to adjudicate [21(B)], 47

Internet, productions made for. See Productions made for New Media[Sideletter N]

J

Jury duty [Sideletter L], 95

K

Key Assistant Animator {21-112}, 64Key Assistant CGI Animator/Modeler {Disney}, 80Key Xerox Processor {21-552}, 71

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L

Layoffs. See Hiring, layoffs and recalls [12A]continuous employment and [14G(3)], 35dismissal pay and [14F], 34overtime, weekly, and [5A(3c)], 19Producer to inform Union of [3c], 5Seniority, broken by [12], 30

Layout {21-042}, 64Layout, Apprentice {21-202}, 66Layout, Assistant {21-122}, 65LEAVE OF ABSENCE [17], 43

authorized, and loss of vacation eligibility [8H(3A)], 28authorized, and vacation eligibility [8H(1A)], 26overtime, weekly, and [5A(3d)], 19unauthorized, continuous employment broken by [14G], 35unauthorized, seniority broken by [12], 30vacation, to complete week [8F], 24

Letter Artist {21-792}, 73LOAN OUTS [11], 29Local 839 IATSE. See Animation Guild and Affiliated Optical

Electronic and Graphic Arts, Local 839 IATSEnegotiation rights [23B]

Location work. See Distant location working conditions [Sideletter M]Lockouts. See No strike – no lockout [21J]

M

Mark-Up [21-632}, 71Materials: Tools and equipment [4H], 9

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Index

N

Negotiations and renegotiationsnew classifications [21C], 47request, for new contract [32C], 55technological change [4i(6)], 13-14Union security [3e], 6

New classifications [21C], 47See also Classification study [Sideletter K], 94

New media, productions made for [Sideletter N], 97–105No strike – no lockout [21J], 53NON-DISCRIMINATION [9], 29

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Painter, Digital {DreamWorks}, 90

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Production Technical Director {DreamWorks}, 87-89Productions made for new media [Sideletter N], 97–105Promotion and publicity artists {21-872/882}, 75Promotions

Producer to inform Union of [3C], 5seniority and [12], 30

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Proposals, withdrawal of, 57–58Publicity artists {21-872/882}, 75

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Index

SICK LEAVE [7], 23Overtime, weekly, and [5A(2a) and 5A(3b)], 18, 19

SidelettersA [Disney – 2D Compositor], 78B [Warner Bros. Visual Development], 79C [Disney – CGI Animator/Modeler], 80–81D [Disney – Production Technical Director], 82–83E [DreamWorks – CGI], 84–90F [Disney – Animation/Timing Directors], 91G [Disney – CGI 3D Compositor], 92H [Warner Bros. – Animation Processor], 93I [Cartoon Network – 2D Digital Animator], 94–95J [Skill Evaluations], 96K [Classification Study], 96–97L [Jury Duty], 97M [Distant Location Working Conditions], 97N [Productions Made For New Media], 97–105

Sixth dayholidays falling on [6D], 21–22minimum call [5A(2A)], 18“on-call” employees [4B], 7vacation, excluded from [8E], 24worked during holiday week [6F], 22

“Sixty-day rule”discharge without notice [16A], 42

Skill evaluations [Sideletter J], 94Special Effects {21-452}, 69

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Index

TERM OF AGREEMENT [23], 55–56Tests [Sideletter J], 96Time off, deductions for [4F], 8Timing director {Disney}, 91Tools [4H], 9Trainee {21-22}, 73Trainee {DreamWorks}, 90Trainee, Digital I/II Animator {21-953, Cartoon Network}, 95Trainees. See also TALENT DEVELOPMENT PROGRAM [24]Two-notice system. See DISCIPLINE AND DISCHARGE [16]

U

Union security. See SHOP REQUIREMENTS [3]Renegotiation of clause [3e], 6

Union status, obligation of employees to maintain, 4Unit rates, 76–77

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Index

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Index

IMPORTANT SECTIONS OF THE

ANIMATION GUILD CONTRACTTO FIND OTHER PARTS OF THE CONTRACT,

CHECK THE INDEX BEGINNING ON PAGE 106.Better terms and conditions .............................. 7Discipline and discharge................................. 42Dismissal pay.................................................. 34Employee benefits (health and pension) ......... 44Forty hours’ notice .......................................... 32Freelance employees ........................................ 8Grievance procedure ....................................... 36Holidays .......................................................... 21Index ............................................................. 106New media (Internet, mobisodes, etc.) ........... 97“On-call” employees ........................................ 7Overtime ......................................................... 18Probation period ............................................. 42Seniority ......................................................... 30Sideletters ....................................................... 78Unit rates (scripts and storyboards) ................ 76Vacations......................................................... 24Work week ...................................................... 17Wage scales .................................................... 64