Labor Services for Las Vegas

With years of labor experience, contracts with IATSE Local 720 as well as several other labor trade unions, In-House Production has assembled a working stagehand roster of over 5000 names. This ensures that, whatever your show labor needs may be, we can supply qualified, professional personnel from Truck Loaders to Video Engineers - and everything in between. Backed by years of industry experience, the staff at In-House Production works to make sure your project is on budget, on time, and safe.

WORK RULES

LAS VEGAS, NV

WORK DAY: Employees work day starts at call time.

WORK WEEK: Employees work week starts the first day the employee reports to a job and is ready to work. A work week consists of five (5) days worked in a seven (7) day period from the day the employee starts the job.

MINIMUM WORK CALL: Depending on the employee’s classification, there is a four (4) or eight (8) hour minimum call. Talk with your Account Manager as to which Minimum Call you are required to have.

BREAKS: All employees shall be granted a paid ten (10) minute paid break in the middle of each meal break. Breaks need not be granted during a performance, presentation, or meeting.

OVERTIME: Work performed in excess of eight (8) hours in a day, or fourty (40) hours in a work week, shall be paid one and one-half (1-1/2x) the straight time hourly rate.

Work performed in excess of the following hours during any work period, shall be paid for in accordance with the overtime rules set below:

Work performed on the sixth (6th) day shall be paid at one and one-half (1-1/2x) the straight time hourly rate for the first eight (8) hours, then two (2x) time there after.

Work performed on the seventh (7th) day shall be paid at two (2x) times the straight time rate until released from duty.

MEAL BREAKS: Employees shall not be required to work more than five (5) hours without being allowed a meal break for at least one (1) hour. One-half (1/2) hour meal break may be given under certain conditions. Meal break shall not exceed one (1) hour in duration. First meal should be no earlier than two (2) hours and no later than five (5) hours. Second meal should be no earlier than three and one half (3-1/2) hours after the end of the first meal and no later than (5) five hours after the end of the meal. Meal breaks can be staggered among members of the crews. Employees are guaranteed two (2) hours of work after returning from meal break.

PENALTIES FOR FAILURE TO PROVIDE A MEAL: In the event an employee is not provided with a meal break, as provided in Section 9.01 of the union contract, he/she shall be paid at the rate of two (2x) the prevailing rate of pay until such time as an appropriate meal break is taken.

SIX AND OUT: No meal penalty shall be required if employee work six (6th) hours without a meal break and is released from duty. However, if the employee is not released from duty at the sixth (6th) hour, the meal penalty shall be paid at the rate of two (2x) times the prevailing rate retroactive to the fifth (5th) hour, as per Section 9.02 of the union contract.

REST PERIOD: Each employee shall be entitled to a rest period of eight (8) consecutive hours after being relieved from duty. In the event an employee is recalled to the same job prior to receiving the full eight (8) hours rest period, such employee returning to work without the eight (8) hours rest period shall be paid three (3) times the prevailing rate until released for the full rest period. TURNAROUND PROVISION TO REST PERIOD can apply under special circumstances. Talk with your Account Manager as to the working of the Turn-Around Provisions

HOLIDAYS: All work performed on the following Holidays by an employee shall be paid at two (2x) times employee’s straight time rate of pay. Holiday Days are:

New Year’s Day, Memorial Day, Independence Day, Easter Sunday, Labor Day, Thanksgiving Day, Christmas Day.

TRUCK LOADERS: If employees are not requested to load or unload over the road trucks and step into the truck and help load or unload the inside of the truck, those that enter the truck/trailer will be paid at truck loader rate. Talk with your Account manager as to do's and don'ts of truck-loading.

HIGH RIGGERS: High riggers are paid at a higher rate of pay and can be used by all departments for the purpose of hazardous work. Any employee working within the hazardous guide lines shall be paid at hazardous or high rigging/hazardous rates of pay.

JOB STEWARD: Stage union requires a job steward on the job site at all times. The job steward is a working employee until, the crew exceeds twenty (20) employees. At that time, the job steward will become a non-working steward.

Departments: Specialty "A" and Specialty "B"

Specialty "A" is to deal with employees that would be used in Live or Tape Broadcast. This covers all Video Technical Directors, Video-Engineer, Audio-Engineer (A-1) and (A-2), Video Tape Editors, Camera Operators, TV Boom Operator, Character Generator, Advanced Audio Visual Technician, Audio Utility, Video Utility, Advanced Projectionist and Teleprompter Operators.

Specialty "B" is employees that work within Stages, Theaters Convention-Space, Presentations, Installations, and Musicals and deal with Carpentry. Props, Rigging, Curtains, Tracks, Fly-systems, Scenery, Wardrobe, Staging Equipment, Convention Equipment, Booths, Theaters, Theatrical Lighting, Theatrical Audio, Lasers and Special FX. This covers Foreman, Leads/Heads of Departments, Carpenters, Flyman, Riggers High and Low, Automation, Lighting Electricians, Board Programmers, Spotlight Operators, Audio Video Technicians, Truck Loaders, Pushers, Wardrobe, Dressers, Hair & Make-up Personal.

There are Specialty jobs and rates for Stage Labor, Stage Pushers, Helpers, Key Personnel, Stadium, Arena and Outdoor Events. Talk with your Account Manager as to the labor used for those job areas.

IHP REPRESENTATIVE. When required by the client, IHP will supply an IHP representative to supervise the signing-in and out of all labor requested to the job site for the client. The IHP Representative will insure the requested labor numbers, call times and call backs are correct, current timesheets are filled out properly, working with the client's representative as to labor calls, daily sheets, dealing with safety concerns, accidents or injury claims. IHP will also deal with concerns of lifts and problems with lifts if lifts are rented through IHP. If requested, IHP representative will be at an extra cost to the client.