Join the Crew
Get the best resources for producers delivered to your mailbox
Get the best resources for producers delivered to your mailbox
Loring is a Los Angeles-based writer, director, and creative producer. His work has been commissioned by a diverse range of clients- from Havas Worldwide to Wisecrack, inc.- and has been screened around the world. Through a background that blends project development with physical production across multiple formats, Loring has developed a uniquely eclectic skillset as a visual storyteller.
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.
The foundation of the relationship between a union signatory and a union is the signatory union agreement—the contract that outlines the employer’s obligations to union members.
Once a production company becomes a union signatory, it is legally required to comply with the specific terms of that agreement. Depending on the scope of the production, that may mean entering into separate signatory union agreements with multiple unions before cameras roll.
While each union contract addresses distinct categories of labor—SAG-AFTRA for performers, IATSE for crew, DGA for directors, and so on—the agreements are built around shared principles: fair wages, defined working conditions, benefit contributions, safety standards, and enforceable grievance procedures.
In practice, that means productions operating in good faith under one major union agreement are typically well positioned to comply with others. The frameworks are structured and predictable. However, predictable does not mean interchangeable.
Each contract carries its own reporting requirements, holidays, rate structures, turnaround rules, and penalty provisions. Even small oversights—misclassifying labor, missing a holiday premium, overlooking a fringe calculation—can result in grievances or financial exposure. Managing multiple union relationships successfully requires discipline, attention to detail, and proactive communication.
The key to avoiding problems is straightforward: understand the agreement, plan accordingly, and document compliance at every step.
Technology can also play a role in supporting union compliance. Production payroll platforms that are built for entertainment finance can help automate union rate calculations, fringe contributions, and timecard rules—reducing the risk of manual errors across complex labor agreements.
If you’d like to see how Wrapbook supports productions working under union contracts, explore a demo to understand how payroll, reporting, and compliance workflows connect in one system.
Now, before we move on to the process of becoming a union signatory, let’s take a quick detour to discuss becoming a union signatory contractor.
A union signatory contractor is an independent contractor who has formally agreed to operate under the terms of a union agreement.
It’s important to distinguish union signatory contractors from signatory producers or production companies. While both enter into signatory union agreements, their obligations and relationships to the union differ.
When a production company becomes a union signatory, it agrees to follow union rules in employing union members on a production. A union signatory contractor, by contrast, agrees to follow union rules in how they conduct their own independent business—typically in trades where contractors compete directly with one another for work.
In some industries outside of film, this structure helps establish consistent wage standards and working conditions among independent professionals. By signing a union agreement, contractors commit to minimum rates and conditions, reducing downward pricing pressure and preserving industry standards.
In practical terms, a contractor who wants to align with union guidelines without becoming a traditional union employee may enter into a signatory agreement. In doing so, they become a union signatory contractor and agree to operate within that framework.
Union signatory contractors are relatively uncommon in film and television production, but the concept is worth understanding—particularly for professionals who operate independently and may encounter union agreements in adjacent industries.
If you’re considering becoming a union signatory contractor, the appropriate next step is to contact the local union representing your craft. They can clarify eligibility requirements, contractual obligations, and whether a signatory arrangement applies to your line of work.
Becoming a union signatory ultimately requires entering into a formal union agreement. That process involves direct communication and negotiation with the union representing the craft or department involved in your production.
While each union has its own procedures, documentation requirements, and timelines, there are several best practices that can make the process smoother and more predictable.
Every union operates under its own collective bargaining agreement, and signatory producers should review the relevant terms before initiating the signatory process.
Understanding the scope of the agreement helps you determine:
Entering discussions informed and prepared signals professionalism and allows you to navigate negotiations efficiently from the outset.
Once you’ve identified the appropriate agreement, reach out directly to the union to begin the signatory process. Establishing contact early helps create a constructive working relationship and ensures you receive accurate guidance tailored to your production.
Proactive outreach also protects your production. If a union contacts you first due to a reported grievance or compliance issue, you may face delays—or, in some cases, risk your production being “flipped” to a union contract midstream, which can significantly disrupt timelines and budgets.
Timing matters. Do not wait until the week before principal photography to begin the signatory process.
Most unions recommend initiating discussions at least four to six weeks prior to production. This window allows time for:
Beginning early demonstrates respect for the union’s process and reduces the risk of production delays.
The union signatory process is fundamentally relationship-driven. Union representatives are tasked with protecting their members while ensuring productions can operate successfully under the contract.
Approach the process professionally and collaboratively. Clear communication, transparency, and responsiveness go a long way toward building trust.
Even when negotiations require clarification or adjustment, maintaining a solution-oriented mindset helps preserve a productive working relationship. Union representatives are doing their job—just as you are doing yours.
As with any binding contract, legal review is strongly recommended.
An entertainment attorney familiar with union agreements can:
Professional guidance early in the process can prevent costly misunderstandings later.
SAG-AFTRA is one of the most prominent and widely recognized unions in the entertainment industry. For productions hiring union performers in the United States, becoming a SAG signatory is often a central step in the overall union signatory process.
A SAG signatory is a production company or producer that has executed a SAG-AFTRA signatory union agreement and agreed to comply with the applicable contract terms. Those terms vary depending on the type, scope, and budget of the production. SAG-AFTRA offers multiple agreements tailored to features, television, new media, commercials, and low-budget or micro-budget projects.
By becoming a SAG signatory, productions gain access to union performers while committing to SAG-AFTRA’s established standards regarding compensation, residuals, working conditions, and reporting requirements.
To begin the SAG-AFTRA signatory process, producers must submit the preliminary information form corresponding to the specific contract that applies to their project. From there, the union will guide the production through required documentation, budget review, and compliance steps.
SAG-AFTRA provides contract-specific guidance and signatory resources directly through the SAG-AFTRA Production Center. Producers can also consult detailed breakdowns—such as our essential guide to SAG paperwork—to better understand the documentation and timelines involved.
Becoming a union signatory is more than a procedural requirement—it’s a foundational step in producing responsibly within the unionized film and television landscape. Signatory status formalizes your commitment to established standards for compensation, working conditions, and labor protections, all of which support the long-term sustainability of the industry.
If you’d like to deepen your understanding of union relationships and compliance, explore our guide to labor relations or our breakdown of IATSE agreements and basic crafts.
If you plan to hire union talent or crew for your next production, you’ll need to become a union signatory under the appropriate collective bargaining agreement.
But what does it actually mean to be a union signatory? What obligations does that status create for a producer or production company? And what steps are required to secure signatory approval before production begins?
This guide breaks down what a union signatory is, how the process works in the film and television industry, and what you should expect when pursuing union signatory status for your project.
Let’s start with the basics.
The term signatory refers to any individual, company, or entity that signs a written agreement and is therefore legally bound by its terms.
In simple terms, a signatory is a party to a contract. Once a contract is signed, the signatory agrees to comply with the rights, obligations, and restrictions outlined in that agreement.
However, there is an important legal distinction to keep in mind: a signatory must have the legal capacity to enter into the agreement. If a party lacks legal capacity at the time of signing, the contract may be unenforceable.
For a contract to be valid, all signatories must have the legal authority and capacity to sign. A contract may be challenged or voided if, for example:
If a contract cannot be enforced, it has little practical value. That’s why clarity, authority, and proper documentation are critical in any contractual relationship.
Now that we’ve clarified what a signatory is in general terms, we can narrow the focus to the film and television industry.
Let’s look specifically at union signatories.
A union signatory is an individual, production company, or other entity that has entered into a signatory union agreement and agreed to operate in compliance with that union’s rules and contract terms.
In practical terms, becoming a union signatory means your production is legally bound to follow the wage rates, working conditions, benefit contributions, reporting requirements, and residual obligations set forth in the applicable union contract.
For example, a SAG-AFTRA union signatory must adhere to SAG minimum rates, pension and health contributions, and residual payment structures. A DGA signatory must comply with DGA compensation, credit, and working condition provisions. The same principle applies when working under agreements with IATSE, the Teamsters, WGA, or other guilds and labor unions in the film and television industry.
Productions often become signatory to multiple unions simultaneously. While each agreement contains union-specific provisions, most signatory union agreements are built around shared core principles: fair compensation, standardized working conditions, and clearly defined employer obligations.
Managing multiple agreements may sound complex, but for productions that plan ahead and understand their contractual responsibilities, the process is structured and predictable rather than overwhelming.
