A405 – Freedom from Racial, Sexual and Personal Harassment

The Union and the Producers (the “Parties”) agree that everyone should be able to work without fear of harassment or violence, in a safe and healthy environment. The Parties further agree to work cooperatively with each other so that the principles of this section are honored.

1. The Producer shall use its best efforts to maintain a working environment that is free from sexual, racial, or personal harassment, violence and discrimination on grounds prohibited by the BC Human Rights Code as it may be amended from time to time. Currently, the prohibited grounds include race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex (which incorporates pregnancy and breast-feeding), sexual orientation, gender identity or expression, and age. To that end, the Producer shall comply with all applicable obligations pursuant to human rights and health and safety legislation.

3. For the purposes of this Article, racial harassment includes engaging in a course of comment or conduct that is known or ought reasonably to be known to be unwelcome, where such comment or conduct shows disrespect or causes humiliation to a Performer because of the Performer’s race, colour, ancestry, or place of origin, and may include:
   1. actions or comments that are known or ought reasonably to be known to create an intimidating, demeaning or offensive work environment;
   2. actions or comments that may be reasonably perceived to demean, belittle, compromise or cause personal humiliation or embarrassment; and
   3. any act of intimidation or threat.

4. For the purposes of this Article, personal harassment includes any comment or conduct that is known or ought reasonably to be known to be unwelcome or 17 Union of B.C. Performers – 2021-2024 B.C. Master Production Agreement offensive, which creates an unduly intimidating working environment, which denies individual dignity and respect or which threatens the economic livelihood of that individual.

A1501 – Time for Make-up, Hairdressing, etc.

All time spent by a Performer for make-up, hairdressing, wardrobe or fitting, immediately prior to the Performer’s production Call, shall be considered as part of the regular eight (8) hour day.

A1502 – Choosing and Fitting Wardrobe / Make-Up Tests

When a Performer is required to report on other than a regular production day for choosing or fitting wardrobe or for a make-up/hair test, there shall be a minimum call of two (2) hours for such work at the Performer’s contracted hourly rate. Any work time in excess of two (2) hours shall be paid at Performer’s contracted hourly rate, paid in one-tenth (0.1) hour units.

A1504 – Hair

No Performer shall be required to cut or change the style or colour of the Performer’s hair unless this has been agreed upon prior to Booking. No Performer shall cut or change the style or colour of the Performer’s hair after the time of Booking without the consent of the Producer.

A2610 – Stunt Doubling for Females and Visible Minorities

Where a Stunt Performer doubles for a role which is identifiable as female or a visible minority, and the race and/or sex of the double is/are also identifiable, every effort shall be made to cast qualified persons of the same sex and/or race involved. When the Stunt Performer is not so identifiable, the Producer shall use best efforts to increase the employment of women and visible minorities for such Stunts.

The practice known as “painting down” is presumptively improper. Any disputes regarding “painting down” shall be dealt with expeditiously and shall first be a discussion between the Union’s Director of Contracts (or designee) and the President of the AMPTP or the Vice-President, BC Industrial Relations, of the CMPA-BC (or their respective designees), or the Producer (if not an affiliate of the AMPTP or member of the CMPA-BC), as applicable. The parties will make good faith efforts to resolve the issue; however, if a resolution is not achievable, the Union retains the right to grieve.

2. GENDER
   Every effort must be made to match the gender of the performer being doubled.
   1. “Wigging”, the hiring of men to double women, is inappropriate and unacceptable.
   2. The Stunt Coordinator should consult with the Producer if they are unable to find an appropriate double (e.g., when small adult women are required to double young boys) and should advise the union, the performer being doubled, and the stunt double prior to the engagement of the stunt double.

3. RACE
   1. Every effort must be made to match the race of the performer being doubled.
      1. The “painting down” of white performers to double performers of different races is inappropriate and unacceptable.
      2. If the stunt double is of the same race as the performer being doubled, but has different skin tone, changing the skin tone of the stunt double is acceptable and appropriate (this is not considered “painting”).
      3. Searches should include the UBCP/ACTRA membership, ACTRA National membership and then performers internationally, as necessary.
   2. If all options have been explored and it is not possible to match the race of the performer, hiring a BIPOC performer with similar skin tone may be an acceptable option.
      1. Changing the skin tone of such double should be limited to minor adjustments only.
   3. The Stunt Coordinator should consult with the Producer if they are unable to find an appropriate double and advise the union, the performer being doubled, and prior to their engagement, the stunt double being engaged. Alternative means to address the situation could include, but are not limited to:
      1. Reworking the stunt sequence so it is achievable with doubles that are appropriate matches.
      2. Job sharing – use multiple doubles with specific skillsets for different parts of the stunt sequences.