The Union Difference for Professionals in the Arts, Entertainment, and Media Industries
With a say in their workplaces and the ability to collectively negotiate their terms and conditions of work, union members in the arts, entertainment, and media industries have better pay, benefits, and working conditions. According to the U.S. Bureau of Labor Statistics and the U.S. Census Bureau, in 2023, creative professionals represented by unions made on average 34% more than their nonunion counterparts. The examples below provide specific examples of the workplace improvements union members in the arts, entertainment, and media industries have negotiated.
Tangible gains that union creative professionals have made in their recent collective bargaining agreements:
Pay
Actors' Equity members working on Broadway League touring productions secured salary improvements with some members receiving 26% increases in the first year of the contract and all other members earning at least 4% increases in each year of the contract.
Actors’ Equity members working at Chicago Area Theatres secured wage increases of 13% to 46% over the duration of their union contract. Additionally, they negotiated for increases in compensation of 12.5% to 25% for actors who play instruments on-stage.
Actors' Equity members working on League of Resident Theatres (LORT) productions secured salary increases of up to 26% over the course of their union contract. Additionally, stage managers won overtime pay for work they do outside of rehearsal and performance hours.
Actors’ Equity members at the Griffith Observatory secured pay increases of 46.2% with their first union contract.
Actors’ Equity members who work on the development of new performances for Broadway secured total pay increases of over 8% with their union contract.
Actors’ Equity members at the Second City improv theatre secured pay increases of 40.5% over the life of the five-year contract.
American Federation of Musicians (AFM) members at the Cincinnati Symphony Orchestra secured a 23% base salary increase over the lifetime of their contract.
Actors’ Equity members educating theatre-goers about negotiations with the Broadway League on the touring agreement. Photo by Michael Courier.
AFM members at the Eugene Symphony secured annual wage increases for a total raise of 10.5% over the three-year lifetime of their contract.
AFM members at the New York Philharmonic secured 30% raises over the three years of the contract.
AFM members at the St. Paul Chamber Orchestra secured guaranteed minimum raises of 3.5% in each year of their contract and a $12,500 bonus for ratifying their contract.
AFM members at the Toledo Symphony Orchestra secured a 39% pay increase, which is the highest pay raise in the history of the orchestra for musicians.
Elgin Symphony Orchestra musicians who are members of AFM secured 11% pay increases with their union contract.
AFM members who perform for the Blue Canvas Orchestra secured 10% annual pay increases, which raise wages by a total of 33% over the next three years.
American Guild of Musical Artists (AGMA) members who are dancers at the American Ballet Theatre secured cost of living increases of between 9% and 19% (varying by rank) across their three year contract.
AGMA members at the Sarasota Ballet secured wage increases ranging from 11% to 24%, depending on position, over the life of the contract.
AGMA members at the Texas Ballet Theatre secured pay increases ranging from 3% to 50%, depending on position, in the first year of their first contract. Additionally, over the last three years of the contract, members’ wages will increase by 6% to 9.5% in total, depending on position.
AGMA members at the Dallas Opera secured guaranteed pay raises totaling 14.5% to 18%, depending on position, over the five-year life of the contract.
AGMA members at Philharmonia Baroque Orchestra & Chorale secured 5% guaranteed annual raises for choristers with their first union contract.
AGMA members at the Kansas City Ballet secured pay increases totaling 9% to 14% over the three-year life of the contract.
AGMA members at the Lyric Opera of Kansas City secured guaranteed annual raises of 3% with their union contract.
AGMA members at the Colorado Ballet secured wage increases ranging from 11% to 16%, depending on position, over the three-year life of the contract.
AGMA members at Opera Theatre of St. Louis secured a 15% wage increase over the five years of the contract.
AGMA members who are part of the Los Angeles Master Chorale secured wage increases of 6% in the first year of their contract and 3% in each of the remaining three years of their contract.
AGMA members at Atlanta Ballet secured substantial wage increases across the company. Additionally, their latest contract introduced “exit pay,” or a compensation package for dancers who leave or retire from the company.
AGMA members at the San Francisco Ballet secured wage increases for dancers and stage managers ranging from 4% to 13.5% in the first year of their union contract and additional increases ranging from 4% to 6% in the second year of the contract.
Stagehands who are International Alliance of Theatrical Stage Employees (IATSE) members at Bodyvox doubled the base wage to $32 per hour with their first union contract and secured annual cost of living adjustments of 3.5% to 6.5%, depending on the regional inflation rate.
IATSE members working in the costume shop of the Los Angeles Opera secured wage increases between 30% to 52% depending on job classification and time limits on how long someone can be classified in the two lowest wage categories with their union contract.
The crew at The Alliance Theatre who are IATSE members secured wage increases between 8% and 22% (depending on classification), daily overtime after 10 hours, and longevity bonuses.
IATSE members who work on visual effects for Marvel and Disney productions secured minimum pay rates for all job titles and overtime pay.
IATSE members at Walt Disney Animation Studios secured minimum wage rate increases of 24% for production managers, 29% for production supervisors, and 35% for production coordinators with their first union contract.
IATSE members at the Atlantic Theatre Company secured significant wage increases with their first union contract.
Office and Professional Employees International Union (OPEIU) members at Universal Studios Hollywood secured pay increases of roughly 12% with their contract.
Screen Actors Guild - American Federation of Television and Radio Artists (SAG-AFTRA) members employed on scripted television shows, including animated television shows, and theatrical productions secured 7% wage increases in the first year of their contract, 4% in the second year, and 3.5% in the third year.
SAG-AFTRA members working on animated television productions secured a 26% improvement in residuals (direct payments to members) for high-budget animated programs made for subscription streaming services like Amazon Prime and Hulu.
SAG-AFTRA members at WHYY, Philadelphia’s public media station and NPR affiliate, secured across the board raises of 3%, with many members receiving raises between 4% and 11%.
SAG-AFTRA members performing on commercials secured wage increases of 12.5% over the three years with their contracts.
Writers Guild of America East (WGAE) members at MSNBC secured guaranteed 3% pay increases every year for three years and received a 2% bonus when they ratified their union contract.
WGAE members at iHeartMedia secured a first union contract that provides for a salary floor of $63,000 for employees in Los Angeles and $58,000 for employees in New York. Additionally, the contract guarantees pay increases of at least 3% in the first year of the contract and 2% in the last two years of the contract. Further, the contract ensures that employees will receive time and a half pay for working on a holiday.
WGAE members at the Civic News Company including reporters, story editors, and visual staff secured annual guaranteed minimum raises of 3.5% in the first year and 3% in the second and third years of their union contract.
WGAE members who are producers, engineers, editors, and other podcast professionals at Pineapple Street Studios secured a minimum starting salary of $72,000. Additionally, they won guaranteed annual minimum raises of 3% in the first year and 2% in each of the next two years of their three-year contract. WGAE members also negotiated pay for job applicants who have to perform tests or work during the interview process of at least the minimum rate for that role.
WGAE members employed at Crooked Media secured a minimum starting salary of $80,000 and an immediate 15% increase to all other base salaries.
WGAE members at PBS member stations WGBH, THIRTEEN, and PBS SoCal secured guaranteed raises of 3.5% in 2024 and 3% in 2025.
WGAE members at ABC News secured guaranteed pay raises of 3.5% per year with their union contract.
WGAE members who are editorial staff at Gizmodo secured 3% guaranteed raises with their contract.
WGAE members, who include producers, editors and engineers, at Pushkin Industries secured a salary minimum of $73,000 with guaranteed raises in each year of the contract, including 6% in the first year and 3% in each of the two final years.
WGAE members at NowThis secured raises totaling at least 9.25% over the course of the contract, increased the salary floor to $65,000, and established a longevity bonus of $1,500 for every four years of employment.
Healthcare
Actors’ Equity members working at Chicago Area Theatres secured protections for reproductive and gender-affirming healthcare.
American Federation of Musicians (AFM) members who work on theatrical motion pictures, scripted television shows, and new media secured healthcare contributions for streamed content.
AGMA members who work at the American Ballet Theatre secured provisions in their union contract for two physical therapists to travel with the company when they are on tour and to be available to members for the four weeks preceding any performance period.
AGMA members at Texas Ballet Theatre (TBT) secured access to physical therapy services for at least 10 hours per week and massage therapy for at least two hours per week at TBT’s studio and theater.
IATSE members working in the costume shop of the Los Angeles Opera secured healthcare contributions for overhire workers, or workers hired on an as-needed basis.
Retirement
AGMA members at the American Ballet Theatre secured a 5% increase in retirement contributions by the third year of their union contract.
AGMA members at the Los Angeles Master Chorale secured a 1.2% increase to their retirement contributions in their union contract.
AFM members at the Toledo Symphony Orchestra secured an increase in matching contributions to their retirement plans with their union contract.
Directors Guild of America (DGA) members who work for ABC, CBS, and NBC in broadcast news, sports, documentary, operations, and local stations secured an increase in the rate the networks contribute to the DGA Pension Plan, bringing the network contribution rate to 9%.
IATSE members working in the costume shop of the Los Angeles Opera secured a 3% increase to retirement contributions with their union contract.
IATSE members who work at the Showbox Market and Showbox SoDo secured retirement contributions with their first union contract.
WGAE members at iHeartMedia enshrined their 401(k) matching program with their union contract.
WGAE members at Pushkin Industries secured a 401(k) match of 3% with their first contract.
Paid Time Off (PTO) and Work-life Balance
Actors' Equity members working at Chicago Area Theatres secured improved work-life balance protections that provide coverage when stage managers need to take time off for illness, vacation, and important life events.
AGMA members at the Washington Concert Opera secured the addition of Maundy Thursday (the Thursday before Easter) evening through Easter as holidays.
AGMA members at the Chicago Symphony Orchestra secured Martin Luther King Jr. Day as a holiday where work is not permitted and added Juneteenth to the list of holidays where the company needs to try to avoid scheduling work.
AGMA members at the Kansas City Ballet secured Juneteenth as a holiday.
IATSE members who work on visual effects for Avatar secured Juneteenth as a paid holiday.
IATSE members who are the crew at The Alliance Theatre secured additional paid time off when they work on holidays.
IATSE members at Bodyvox won classification of 11 different holidays as qualifying for premium pay when members work on those days as well as one hour of paid time off for every 30 hours worked in their union contract.
IATSE members working at Nickelodeon Animation Studios secured increased bereavement leave.
OPEIU members at Universal Studios Hollywood secured more paid sick and personal leave time, and Juneteenth as a paid holiday.
WGAE members at MSNBC secured the ability to decline on-call assignments and eliminated the 6-week on-call rotation schedule that was previously in place. Additionally, employees who work on holidays will get a comp day, which is paid out if it is not used within six months.
WGAE members at Pineapple Street Studios secured an increase in bereavement leave from three days to 10 days with their union contract.
WGAE members at the Civic News Company secured five days dedicated to sick leave in addition to their accrued PTO. Additionally, WGAE members won four additional weeks of paid parental leave, bringing their total parental leave to 18 weeks.
WGAE members at Crooked Media secured a PTO policy with a minimum 49 guaranteed days off as well as 20 weeks of parental leave.
McGee Media producers, archivists, and researchers who are WGAE members secured “the right to disconnect” language in their union contract, which says that employees are not required to respond to work communications after 8pm or on days off, unless advanced notice is given and it is urgent.
WGAE members at ABC News secured additional paid time off, including for Juneteenth, with their union contract.
WGAE members at ABC News secured a provision that reduced the time that temporary employees must work to earn comp days with their union contract.
WGAE members at Pushkin Industries secured six weeks of paid parental leave with their first contract.
WGAE members at NowThis secured a paid winter break from Christmas through New Year’s Day.
Work Expenses
Actors’ Equity members working on Broadway League touring productions secured an increase of between 10% and 23% in the housing per diem in the first year (depending on housing options). The new touring agreement guarantees producer-paid housing options for members across the entire touring landscape, an improvement from previous touring agreements in which some members who were part of a different touring agreement with the Broadway League needed to pay for housing upfront and then get reimbursed, leading some to partly pay out-of-pocket if the housing in a city exceeded the reimbursement cap.
AGMA members at the Dallas Opera secured reimbursements for stage directors, associate stage directors, and production assistants who use their personal car for work purposes.
AGMA members at Philharmonia Baroque Orchestra & Chorale secured reimbursements for mileage above 40 miles at the federal rate, carpooling, parking, and tolls when required to travel for work.
AGMA members at the Washington Concert Opera secured a 20% increase in their transportation stipend.
AGMA members who are part of the Los Angeles Master Chorale secured a 50% increase in their annual clothing stipend and a new annual clothing reimbursement of up to $100 for Auxiliary Choristers. Members also secured a 15% per diem increase in the event of a travel delay.
AGMA members at the Opera Theatre of St. Louis secured mileage reimbursement for production staff who drive and a lodging reimbursement of up to $100 for production staff who drive 500 miles or more for a project.
WGAE members at the Civic News Company secured a monthly internet stipend for working from home with their union contract.
Artificial Intelligence (AI)
AFM members who work on content for motion pictures, scripted television, and new media negotiated AI protections, including compensation when the employer uses their musical work to prompt an AI system and acknowledgment that musicians are human beings to establish that human-made artistic content takes precedence over computer-generated content.
AGMA members at the Cincinnati Opera secured policies addressing artificial intelligence with their contract.
DGA members working in motion pictures and scripted television secured AI provisions including: consultation between both parties if either wants to use generative artificial intelligence (GAI) in a creative capacity; twice yearly meetings with the employer to discuss advancements in AI technology; and language stating that GAI is not a person.
SAG-AFTRA members who work in motion pictures, scripted television, and new media secured language in their contract that requires their consent and compensation for the collection, use, and manipulation of AI-powered assets like digital replicas.
SAG-AFTRA members who work in animated television shows secured provisions related to AI and GAI, including: producers need consent to use a performer’s name as a prompt in a GAI system to create a synthetic voice; producers must notify the union and negotiate if they want to use a synthetic voice instead of a voice actor in a production; regular meetings with producers to discuss AI (i.e. methods of tracking the use of digital replicas); and a “voice actor” can only refer to humans.
WGAE members who work in online media have negotiated for protections against byline misuse for material written by GAI and layoffs due to AI. They also secured consent when an employer wants to clone their voices (for example, for a podcast production).
WGAE members who work in motion pictures and scripted television secured provisions on AI and GAI that include: employers must disclose whether any material given to the writer was generated by AI or incorporates AI-generated material; writers covered by the agreement can choose to use AI in their work as long as the employer consents to its use; acknowledgement that neither AI nor GAI is a writer; and employers cannot undermine a writer’s credit by using AI to generate or rewrite literary material and/or create source material.
WGAE members at iHeartMedia secured the ability to bargain over AI use at work.
WGAE members at Crooked Media secured notice from the company of at least 30 days before AI is used in any way that materially impacts union-represented employees. Additionally, the company agreed to have a public-facing AI policy by March 31, 2025.
Employees at McGee Media who are WGAE members secured language that requires their employer to provide notice and discuss AI tools before they are used in the workplace.
WGAE members at ABC News secured provisions related to the use of Generative Artificial Intelligence (GAI) in their newsroom with their union contract. These provisions include not laying off any current staff employees due to the use of GAI, at least three weeks’ notice of management’s intent to implement a GAI system that would impact written news material or other covered work, the company must bargain with the union with regards to the impact of any new GAI systems, and management must meet with the union semi-annually to discuss its use of GAI.
WGAE members at Pushkin Industries secured provisions requiring consent to use a union member’s voice or likeness and the ability to decline a byline on work generated or edited by AI.
WGAE members at NowThis secured AI contract protections that prevent an employer from using or selling a digital replica (voice or likeness or style) of any individual without consent, require the employer to provide notice when intending to use AI that impacts the terms and conditions of work, and allow employees to decline being credited on AI generated content.
Diversity, Equity, and Inclusion (DEI) and Anti-Harassment
Actors’ Equity members working on productions at LORT member theatres secured widened equity, diversity, and inclusion protections, including those regarding hair styling and costuming. Additionally, the agreement uses gender neutral language throughout and includes other gender inclusive initiatives. For example, requiring gender-affirming skin parts, or undergarments that correlate to a person’s chosen identity. Auditions are now more accessible for d/Deaf performers as well. Expanded protections surrounding bullying, discrimination, and harassment, including the ability to waive the timeline to file a claim if the trauma of an incident prevents an individual from reporting sooner were also negotiated.
AGMA members at the Chicago Symphony Orchestra secured the ability to wear gender neutral attire for concerts.
IATSE members who are facilities and custodial workers at the Oregon Shakespeare Festival secured language accessibility in meetings and documents, and a bilingual pay differential with their union contract.
IATSE members at the Children’s Theatre Company secured language protecting diversity and accessibility with their first union contract.
Stage Directors and Choreographers Society (SDC) members working for Broadway League theatres secured contract language that requires employers to share anti-discrimination and anti-harassment policies prior to first rehearsal. The contract requires policies to include reporting structures and anti-retaliation language.
American Ballet Theatre AGMA Artists. Photo by Johnny Angelillo.
WGAE members at many digital news companies have secured in their union contracts the creation of diversity committees made up of management and union representatives with financial support from the company to support diversity work, professional development, and attendance at relevant conferences.
WGAE members at Spotify secured protections that guarantee that the employer will not ask for an employee’s immigration information unless legally required to do so. Employees are also permitted to request a meeting about securing a green card through the employer after they have worked at Spotify for one year.
WGAE members at the Civic News Company secured provisions requiring the company to work with their diversity, equity, inclusion, and belonging committee to develop best practices for supporting LGBTQIA employees and to conduct a study on pay with analysis that focuses on race, gender, and identity equity.
Telework
WGAE members at MSNBC codified the existing expectation that they work in the office three days per week. Additionally, the contract requires the company provide WGAE members with 75 days' notice and an opportunity to bargain if they want to change the remote work policy. WGAE members now have the right to strike over changes to the remote work policy.
WGAE members who work for CBS News Streaming negotiated for a 30-day notice period before management can change their hybrid work schedule.
WGAE members at Pineapple Street Studios secured contract language that requires management to provide employees with at least three months notice, or six months notice if interstate relocation is needed, to change the company remote work policy.
Health and Safety
AGMA members at the Chautauqua Opera secured a provision requiring consultation with an intimacy director for staging intimate scenes with their union contract.
AGMA members at Texas Ballet Theatre secured guarantees that the stage floor has adequate spring for jumping and marley covering, as well as that water vapor or dry ice will be used to generate smoke or fog effects. Additionally, the Texas Ballet Theatre agreed to engage an expert fight director when a production requires stage combat.
AGMA members performing at the outdoor stage Little Island secured safety provisions that include providing cooling towels, ice packs, and sports drinks; allowing costume adjustments; permitting extended rest periods; and limiting strenuous physical activity.
AGMA members at the Kansas City Ballet secured protections against performing in over nine performances in a row.
IATSE members at the Children’s Theatre Company including ushers, ticket takers, front of house associates, ticket office associates, performance supervisors, and concessions workers established health and safety protections with their first contract.
Staffing
AFM members at the Toledo Symphony Orchestra secured two new core string positions and made a number of positions that were previously part-time, full-time positions with their union contract.
AFM members at the Baltimore Chamber Orchestra secured the creation of assistant principal positions for the string sections and standardized the minimum number of players in each section of the orchestra with their union contract.
AFM members of the Blue Canvas Orchestra secured a guaranteed minimum number of musicians for every performance. Blue Canvas Orchestra musicians also secured a provision where the employer agreed not to substitute musicians with recordings or electronic devices without their permission.
Intellectual Property
WGAE members Pushkin Industries secured mandatory intellectual property (IP) negotiations for workers who write, research, and host their own shows.