October brought some exciting product updates changes to Wrapbook that will save you hundreds of hours in data collection, reporting, and managing projects.
Without further ado, let’s dive in!
In order to hire employees in the United States, you have to verify their identity via an I-9 form and keep them on file. They are yet another endless paper form producers have to collect on set. Until now.
Using our new portal, you can perform the entire I-9 creation process digitally through Wrapbook.
To have your employees fill out an I-9 through Wrapbook, just toggle it on in your company settings. As part of their onboarding, employees will be presented with an I-9 to be reviewed and signed each time they join a new project.
Production coordinators can track the completion of I-9 forms at any time under the People Section on the left hand side and are alerted when their portion of the I-9 form are ready to be completed.
You can now set different rates for prep, shoot, and wrap days in Wrapbook!
Assign each employee as many different rates of pay as you like. On a timecard, simply flag the day type as you’re entering in the worked hours. Wrapbook will automatically calculate the correct payment rate for you.
Daily and weekly overtime hours are correctly calculated using overtime options set per employee and timecard. Weekly overtime uses a weighted average of the total number of hours worked to ensure that you’re always paying 1.5X of the weighted average of time worked.
You can even change the overtime method by day type.
When setting payments in Wrapbook, you can always choose between an hourly rate and day rates of 8, 10, or 12 hour days.
To further help pay your employees, we’ve introduced four standard overtime rates for you to pick from.
The company will pay no overtime at all no matter how many hours are worked in a day. This is acceptable as long as you are paying at least the minimum wage whichever state you are working.
Only pay what required federally 0 1.5X the base rate after 40 hours of work in a week. This is all that is required in NY, TX and many other states.
Pay according to the overtime rules in California.
Currently, California requires overtime of 1.5X the hourly rate after 8 hrs or 40 hours in a week, and 2X of the hourly rate after 12 hrs in a day.
For instance, somebody being paid $1000/10 hour day on California overtime will have OT at $136.36 and DOT at $181.82. Note than in California, 2 hours of overtime are included in a 10 hour day.
Pro tip: Many productions pay California overtime rates outside of California. This is not required but many crew members expect it. Many pieces of budgeting software actually bake in California overtime rates into their budgets.
Pay your crew members a little extra.
Premium overtime is like California overtime but the ST rate of pay used as a basis for calculation is slightly higher, because it does not include overtime hours to derive the standard rate of pay.
Somebody being paid $1000/10 hour day on California overtime will have OT at $150 and DOT at $200. These overtime hours kick in at 8 and 12 hours in a day effectively.
You can get a glance of what the ST, OT & DOT rates & when each kicks in for each day rate as you go input the rates in.
Companies can now download PDFs of payroll invoices whenever you run a payroll.
These breakdown the fees, taxes, and gross wages paid to everyone on set. Download invoices to share with your accounts payable dept or include in a physical wrapbook binder.
Please find PDF invoices in the past payroll index, along with a download button at the end of each completed payroll.
If you’re ever confused about running payroll through Wrapbook in general, just click a question mark icon to give you a better understanding of what’s going on.
Check back in October for more exciting updates!
At Wrapbook, we pride ourselves on providing outstanding free resources to producers and their crews, but this post is for informational purposes only as of the date above. The content on our website is not intended to provide and should not be relied on for legal, accounting, or tax advice. You should consult with your own legal, accounting, or tax advisors to determine how this general information may apply to your specific circumstances.
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