The new collective bargaining agreement between AGMA and Los Angeles Master Chorale was approved by AGMA leadership last month, after being overwhelmingly ratified by the shop.
Thank you to the negotiating committee, and congratulations on this 4-year agreement!
CONTRACT HIGHLIGHTS
COMPENSATION AND OTHER BENEFITS:
- Wage Increases:
- 6% increase to all rates for 23-24 season
- 3% increase to all rates for 24-25 season
- 3% increase to all rates for 25-26 season
- 3% increase to all rates for 26-27 season
- 1.2% increase to retirement contributions (parity with the AFM bringing the new contribution rate to 12.1%)
- Expansion of paid sick leave to include an accrual of up to 6 paid services
- New Paid Bereavement Leave
- Significant increases (5-10%) for those performing 2-4 on a part
- New Tier of compensation for Artists performing 1-24 bars at 3 or 4 on a part (previously uncompensated)
- Rehearsals for annual fundraising events (the Gala) will be compensated at the full regular rates moving forward
- Clean up to the Standard Artists Contract including NEW Pay or Play provision
- New language permitting Artists to be excused without penalty from one staging rehearsal, for any LAMC production which has five (5) or more Staging rehearsals
- More favorable language for Artists to decline participation in a production without losing Roster status
- Significantly improved terms regarding Chorister Clothing including consultation with the Chorister Clothing Committee and less restrictive wardrobe attire rules for all Artists
- Increase of 50% to annual clothing stipend (now $150)
- New annual clothing reimbursement of up to $100 for Auxiliary Choristers
- Ability for Auxiliary Choristers to receive feedback after auditions
- New terms and conditions for Photo/publicity shoots including approval language and compensation
- New language that guarantees a 15% additional per diem in the event of a travel delay
DIVERSITY, EQUITY, INCLUSION, AND SAFETY:
- New Inclusion, Diversity, Equity and Access (IDEA) side letter agreement including:
- Stated commitment and definitions of terms
- IDEA Committee with Artist seat and annual reports shared with AGMA
- Compensated IDEA Training for the purposes of 1) teaching employees about explicit and unconscious bias, 2) articulating tangible steps that can be taken to make workplaces more inclusive, and 3) as appropriate, setting ground rules for convenings so that all ideas may be heard
- The Singers Committee will be afforded the opportunity to give feedback on the training each year and to offer suggestions for improving the training in future years
- Commitment to post audition notices for LAMC that reach the broadest possible range of artists, utilizing a curated list of outlets that include those most likely to be seen by constituencies that are underrepresented in the field. A report will be shared with AGMA
- Commitment to creating a casting process free of bias
- Commitment to having gender neutral lavatories and dressing facilities available for Artists
- General Clean-up of language throughout CBA including gender neutral terms
- Addition of Juneteenth to the Services on Holidays provision
- New Anti-Harassment/Non-Discrimination Side letter including compensated training, and reverse Weingarten rights
- New COVID-19 side letter including commitment that LAMC:
- Will keep AGMA informed and seek input on protocols
- Provide additional sick services for anyone who tests positive prior to accruing sick leave
- Will cover costs of tests
- Expanded language in the “Discrimination Forbidden” section to include that there will be no discrimination based on: gender, gender identity, gender expression, gender preference, sexual preference, color, creed, age, disability, hair textures and hair styles historically linked to race, veteran status, genetic characteristics and information, pregnancy