Mobile TV Group
8269 E. 23rd Ave,
Denver, CO 80238
Phone: (303) 388-8500
Fax: (303) 542-5678
Philip Garvin, Manager
Phone: (303) 542-5555 office
Cell: (303) (303) 549-8585
Fax: (303) 388-9600
E-mail: philip@coloradostudios.com
Denise Veiga, Event Coordinator
Phone: (770) 645-4796
E-Mail: dveiga@mobiletvgroup.com
Loyce Broughton, Crew Coordinator
Phone: (828) 287-2191 (home office -- best number to use)
(704) 577 6426 (mobile)
Email: LBroughton@MobileTVGroup.com
Cordy Mooney, Payroll
(303) 542-5572
E-Mail: cmooney@mobiletvgroup.com
Sherry Lewis, Payroll
Phone: (303) 542-5541
E-Mail: slewis@mobiletvgroup.com
Brian Brieske, Employee Relations
Phone: (303) 542-5566
Fax: (303) 253-9505
E-Mail: bbrieske@mobiletvgroup.com
Welcome
This handbook is intended to help you understand the Mobile TV Group’s part-time freelancer personnel system and to open communication channels. This handbook should be used as a guide, not a contract. The Mobile TV Group may change, unilaterally, the provisions of this handbook. Final interpretation of this handbook’s provisions lies solely with management. The employee understands that neither this manual nor any other written or verbal communication by a management representative is intended to in any way create a contract of employment, and that this handbook is for information purposes only. The employee also understands that the company abides by employment-at-will, which permits the company or the employee to terminate the employment relationship at any time.
Mobile TV Group as an employer remains committed to hiring the best, the brightest, the most talented television crews. We are dedicated to treating our employees well.
Employee Integrity
The Mobile TV Group believes integrity in all matters is of paramount importance. Employees are expected to treat each other, clients, and management with the highest level of honesty, courtesy, respect and consideration. Employees are expected to be truthful in all forms of communication, billing and working practices. Any misleading or misrepresentation of any type will not be tolerated. Untruthful practices will result in immediate termination and employees will not be re-hired for future events.
Equal Employment Opportunity
It is Mobile TV Group’s policy to employ the best qualified applicant for any job opening without regard to race, color, religion, sex, age, sexual orientation, marital status, veteran’s status, medical condition, physical handicap (except where physical strength or agility is a valid requirement for the job), disability, ancestry or national origin. Our employment standards are based on the matching of applicant abilities with job requirements. It is Mobile TV Group's policy that all personnel decisions including those relating to compensation, benefits, promotions, layoff, return from layoff, terminations, company sponsored training, and social and recreational programs will be administered in accordance with principles of equal employment opportunity.
Solicitation and Distribution
In order to avoid unnecessary annoyances and interruptions, solicitation by an employee of another employee is prohibited while either person is on working time.
Employee distribution of non-work related literature, including handbills, in work areas is prohibited at all times.
Trespassing, soliciting or distribution of literature by non-employees on the work premises is prohibited at all times.
Harassment, Including Sexual Harassment
The Mobile TV Group has a policy against unlawful and improper discrimination or harassment of employees by other employees or supervisors, based upon gender, race, national origin, religion, age, disability or sexual preference. The Mobile TV Group also prohibits retaliation against an employee who reports harassment. Allegation of harassment or retaliation will immediately be investigated and if there is reasonable support for the charge, the offending employee will be subjected to disciplinary action, up to and including immediate termination, depending upon the seriousness of the offense.
All employees are encouraged to make it clear when they have been offended by another employee’s conduct so the other employee knows what effect his or her conduct has on others. Our experience is that most people do not intend to offend others and will stop if they understand that their conduct has been offensive. Let us know promptly about offensive behavior, so that we can do something about it. You can let us know by telling Philip Garvin or the Employee Relations Department. If for some reason it is not practical to report it to either of them please report it to the Crewing Coordinator or the Director of Operations.
Communication is the key to creating a work atmosphere where everyone is comfortable and can do his/her best work. Management needs to know if you are experiencing any kind of harassing behavior.
What is Sexual Harassment?
The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature, when submission to such conduct is made, whether explicitly or implicitly, a term or condition of an individual’s employment, submission to or rejection of such conduct by an individual is used as the basis for employment decisions, or when the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile working environment.
Sexual harassment can include a wide variety of behaviors and occurs on various levels, ranging from:
The company’s response will vary depending on the level of offense. For first level offenses, an employee may feel comfortable issuing his/her own light informal message designed to communicate that the behavior is offensive. However, if that is not a realistic option, and in the cases of level two or three offenses, management should be informed, through the contacts chosen. It is essential that management be informed and involved in all level two and three offenses. Certain management personnel have been advised on how to appropriately respond to and investigate complaints and issue discipline that is warranted, including reprimands, suspensions and terminations. Please help them help you make your work environment the best it can be.
We will pay employees twice a month, on the 15th and on the last day of the month. Work performed between the 1st and 15th is paid on the following 30th/3lst. Work performed between the 16th and 30th/31st is paid on the 15th of the following month. The workweek is Sunday through Saturday. (Workweek definitions are subject to change.)
Employees must complete and have on file in our office a W-4, Form I9 with supporting documentation, and Direct Deposit authorization before their first day of work and before payroll deposits will be released.
Appropriate taxes will be withheld. As the employer, we pay one half of your social security. We also provide workman’s compensation for all employees. You must inform us of any work-related injury within twenty-four hours of the injury.
Pay Rates
Our policy is to pay a single rate for each job. Everyone working a particular position gets the same pay rate. Rates are announced annually.
Method of Compensation
All employees will be required to have their pay deposited directly to the financial institutions of their choice via electronic transfer (Direct Deposit). When a payday falls on a weekend or bank holiday your electronic deposit will be made on the next business day.
For Direct Deposit, you need to provide a voided check from your banking institution. With receipt of your direct deposit forms, your first payroll deposit will be electronically deposited to your specified account. If you change banking institutions, the same process applies.
Call Times
All positions are 10-hour positions with overtime after 10 hours worked, except Runner/Parab/Utility which have a minimum of 5 hours.
Set Day
When approved by our client, a crewer may book a freelancer to work a Set Day. A Set Day is paid as a minimum of 5 hours for “ten hour rate positions”. Work performed after 5 hours shall be paid hourly and in accord with the existing terms of this freelancer handbook. (Overtime after 10 hours for “10 hour positions”.)
Cancelled Calls
If the Mobile TV Group cancels an employee more than 36 hours prior to call time, no pay will be due to the employee. If the Mobile TV Group cancels an employee more than 12 hours but less than 36 hours prior to call time, the Mobile TV Group will pay half of the regular rate. If the Mobile TV Group cancels an employee the day of the show and the employee reports at the call time, the Mobile TV Group will pay a full regular rate.
Overtime
Overtime is that time worked in excess of 10 hours in the standard workday or over 40 hours of straight pay hours in a work week. Overtime is paid only to those positions determined to be eligible.
Travel Policy
At the time of crewing, the Crewing Coordinator will state the location of the job (venue) and whether this is a local, automotive travel, or public transportation travel situation for the employee. If applicable, the city/central point and drive time & distance of the employee’s starting point will be stated. The Mobile TV Group reserves the right to require employees to drive/fly back on the same day as the event, but employee may decline the job. If per diem and hotel expenses are applicable, the Crewing Coordinator will specify when crewing.
The company’s in-house travel department shall arrange all travel in accordance with the company travel policy. Travel arrangements made outside of MTVG’s travel office should be for urgent situations only and should be in accordance with these travel policies. Choice of flights, seating arrangements, hotel rooms, type and model of rental cars, etc., are all determined by company policy. Any changes to a travel itinerary must be made in cooperation with the company travel department or event coordinators.
The freelancer is responsible for any charges that result from special requests, changes in company travel itineraries and/or all additional charges incurred outside of this policy. (Examples of such additional charges include: Airlines - upgrades, changes, air-phone, movies, television, etc.; Hotels: movies, phone calls, high speed internet access, etc.; Rental Cars: upgrades, GPS service, cell phones, etc.) Please note that our standard company insurance policy covers rental cars and you are not permitted to purchase additional insurance from the rental car companies.
Mobile Group's clients are not required to use traveling crew. They may choose not to pay the travel costs for crew and request only "local" crew for their events.
Public Transportation (such as airline)
When the Crewing Coordinator determines that public transportation is required to get the employee to the venue, the Mobile TV Group will provide or reimburse approved tickets and the long term airport parking fee. (Currently $8 per day.) If the employee is authorized to return the next day, approved lodging expenses will be paid.
Missed Meals
A one-hour meal break is expected for crew working a scheduled 10-hour day. Crew members that are required by the production staff to work so they do not receive their meal break will be compensated in 1/2 hour increments, up to one hour, at straight time. The Producer, Director or EIC as well as the crew chief must approve any missed meal payments on the event crew sign-out list.
Replacing Crew
The Mobile TV Group takes pride in the fact our crew is reliable. Crews are only allowed to replace themselves for emergency situations only. These emergencies must be documented. Any replacement situations must be submitted in writing or email with documentation to the Crewing Coordinator. It is the originally assigned crew member’s responsibility to find an approved replacement. The replacement must be approved by the Mobile TV Group management and the client.
Expenses
The Mobile TV Group will reimburse for pre approved expenses when original receipts are submitted to the company within 15 days of the event.
Non-local Venue
MTVG will determine method of travel and applicable reimbursement for all freelancers traveling to venues outside of a local region.
Attendance and Punctuality
Due to the time sensitive nature of live sporting events, punctuality is a must. In the event of unforeseen circumstances, please contact the event crew chief and/or the crewing coordinator and notify them if you will be late for a call.
Credentials
The event crew chief is responsible for picking up and distributing passes. The crew chief will be responsible for the sign-in and out of crew as well. Crew members should not contact the venue Public Relations department directly. Television crew credentials permit access to the television and broadcast areas only. Credentials are not to be used for event seating.
You are not permitted on the trucks, or in the television compounds of stadiums, unless you are scheduled to be working at that time.
Regular crew may be granted season credentials. Season passes are NOT to be used by crew for any reason other than working games for which they are scheduled. Of course, they are not transferable to family and friends of working crew members. Any violation of these guidelines will result in immediate revocation of the credential, prohibit further access and possible termination of employment.
Most venues and pro sports prohibit anyone under the age of 18 to have credentials and reserve the right to refuse to approve credentials for any person based on prior violation of the policies or procedures.
Please remember we are guests in the venue and need to abide by the rules of the facility. Common sense applies.Signing In and Out
Sign in/Sign out sheets are posted in the truck. It is the employee’s responsibility to sign in and out with times noted. If you are a replacement, you must also note on the sign out sheet, who you replaced. The crew chief, normally the TD, is responsible for returning the sign-in/sign-out sheet to the payroll department no later than the next day.
Dress Code
At the least, non-offensive attire appropriate for the event.
Minimum Age
You must be at least 18 years of age to work for the Mobile TV Group.
Working with Venue Staff
Employees need to cooperate with venue staff who may need to set up and strike events at the same time as the TV show.
No Food or Drinks Allowed
Only bottled water is allowed in the trucks. In the past, the Mobile TV Group’s equipment has experienced repeated extensive damage due to spilled food and drinks.
Event Strike
All crew members are required to strike the truck, unless specifically exempted by the crew chief. Stage managers, Clock/Score Op, Stats, Phone AD are not normally required to strike.
Client and Public Relations
As an employee of the Mobile TV Group, you will treat as private all information concerning both Mobile TV Group matters and clients’ affairs that the Mobile TV Group gathers during the course of professional engagements, and you will not take personal, financial or other advantage of material or inside information coming to you or the Mobile TV Group’s attention, nor will you as an employee of the Mobile TV Group provide the basis on which others might take such advantage.
Freelancers are not permitted to work for any other employer at the same time that they are being paid to work by the Mobile TV Group.
Employees must not discuss a client’s business with anyone outside of the Mobile TV Group and may only discuss such business with other Mobile TV Group employees who are directly concerned with that client’s affairs.
Employees should decline to be interviewed by the media, the press, or any third party about any matter relating to the Mobile TV Group and our clients, should make no statements on any matter relating to the Mobile TV Group, and should not, in any way, claim to represent the Mobile TV Group’s, or our clients’, opinion or position in any discussions with non staff members. Any requests for interview or comments should be referred to the Manager of the company.
Changes in Personal Data
It is the employee’s responsibility to inform the Mobile TV Group of any changes in his or her personal data.
Care of Equipment
You are responsible for all of the equipment entrusted to your care. At the start of every shift you should carefully examine all of the gear you will be using - regardless if it comes out of cases packed on the truck or if someone else set it up on a previous show. If you have any questions or problems regarding equipment, please see the Engineer-in-Charge. All damaged equipment or missing supplies need to be brought to the attention of the EIC and/or crew chief immediately and should also be noted on the crew sign-out sheet.
You may be suspended from our future shows if equipment is lost or damaged due to your negligence. The duration of this suspension may vary according to the circumstances involved. (For example: The value of the gear that is damaged or lost; The specific activity that caused the equipment to be damaged or lost. Etc.) The freelancer will not be paid during this suspension period nor will the normal cancellation policy apply.
You are not permitted to use any equipment, including telephone, fax machines, computers, networks, internet access, etc., for any purpose other than that approved by the company and assigned to you.
All outside software and data must be pre approved by the EIC, and scanned for potential viruses, before being installed on Mobile TV Group equipment.
Internet / Phone Access and Company Equipment
All electronic systems and equipment provided by MTVG including computers, telephones, cell phone access, internet access, networks, data storage and communication systems, etc., are for business use only; they may not be used for personal use; they remain the property of MTVG; and MTVG retains the right to monitor and inspect such systems and their operation by all users. This equipment and communication services may not be used for personal use; and such things as texting, emails, social networking, phone calls, etc., may not take place on company equipment without prior approval of MTVG management.
Personal Communication Devices and Other Distractions.
Barring extraordinary circumstances, personal communication devices should not be used while working for MTVG. This includes mobile phones, computers, tablets, cameras, iPods, MP3 players, personal ear phones & ear buds, PDAs and any other similar devices. Any exceptions must be approved by MTVG management in advance.
SECTION 4: Safety in The Workplace
Each Employee’s Responsibility
It is each employee’s responsibility to use common sense and practice safety in the workplace. Do not ever do anything that will put you, fellow workers, the public, or any equipment at risk.
All equipment that requires set up for an event must be DOUBLE CHECKED for safety before use. This includes, but is not limited to, tripods, camera mounts, microphones, robotics, cable runs, etc. You must also protect, and double check for safety, all equipment before leaving it unattended.
Substance Abuse Policy
The Mobile TV Group has a vital interest in maintaining a safe, healthful and efficient working environment for its employees, clients, and the public. Employees impaired by alcohol or other drugs during work hours may pose safety and health risks, not only to themselves, but also to others. Therefore, to ensure a safe working environment, it the policy of the Mobile TV Group that use of alcohol, other drugs, or controlled substances that result in job impairment is prohibited. Likewise, it is the policy of the Mobile TV Group that illegal possession, manufacture, use, sale, or transfer of a controlled substance during work hours by it employees is prohibited. Violations of this policy will result in immediate termination of employment.
Substance abuse is prohibited. Substance abuse includes the use of illegal drugs and the misuse of alcohol (including drinking & driving), prescription medications, and over-the-counter drugs. The Mobile TV Group may conduct tests following accidents, for reasonable suspicion or at pre-employment for illegal drugs listed in the Controlled Substances Act, 21 U.S.G.S. 812 (1984, Supp. 1994). Consumption of alcohol on the job, traveling to/from the job, or less than eight hours prior to the beginning of a workday, is prohibited. Violation of this substance abuse policy shall be subject to disciplinary action including immediate termination of employment.
Workplace Violence
The Mobile TV Group will not tolerate violent behavior or the threat of violent behavior directed by anyone toward a fellow employee, client, or facilities.
Possession of fireworks, a firearm or weapon of any kind, including those defined by Colorado Revised Statute (C.R.S) Title 18, Article 12, is prohibited at work.
Violent behavior is defined as any act or threat of physical, verbal or psychological aggression or the destruction or abuse of property by an individual. Threats may include veiled, conditional or direct threats in verbal or written form, resulting in intimidation, harassment, harm or endangerment of the safety of another person or property.
All threats to employee safety from any source, including domestic violence occurring in the workplace, will be taken seriously and addressed appropriately.
Employees who believe they have been subjected to behavior prohibited by this policy or who have observed any such behavior should report the incident to their supervisor or other appropriate authority. The supervisor or appropriate authority will investigate and take appropriate action. Any violation of this policy may result in corrective and/or disciplinary action or termination.
Arbitration
The freelance employee and the Mobile Television Group expressly agree that all disputes, controversies and claims between them shall be determined exclusively by final and binding arbitration before a single arbitrator according to the National Rules For the Resolution of Employment Disputes of the American Arbitration Association, and that the judgement upon the award of the arbitrator may be entered in any court of competent jurisdiction.
Acknowledgement of Employee Handbook
By accepting work with the Mobile TV Group, all employees agree that he/she is responsible for reading this Part-Time Freelance Handbook and that they will abide by the policies and practices contained within.
This handbook replaces any and all prior handbooks, policies, and practices of the company.
The employee understands that neither this manual nor any other written or verbal communication by a management representative is intended to in any way create a contract of employment, and that this handbook is for informational purposes only. The employee also understands that the company abides by employment-at-will, which permits the company or the employee to terminate the employment relationship at any time.