On June 13, 2023, the National Labor Relations Board (NLRB) made a significant decision that will have far-reaching implications for workers and employers alike. The NLRB's ruling in The Atlanta Opera, Inc. (372 NLRB No. 95) redefined the standard used to determine whether a worker is an independent contractor or an employee. This decision, which focuses on common-law factors and diminishes the importance of entrepreneurial characteristics, will particularly impact freelance stagehands and audiovisual professionals. In this article, we will delve into how this decision may affect these workers and what steps employers should take to ensure compliance. Evolution of the Independent Contractor Standard: To understand the magnitude of the NLRB's recent decision, it is essential to examine the historical context. Previously, the NLRB relied on the FedEx Home Delivery (2014) ruling, which considered traditional entrepreneurial-driven common-law factors to determine independent contractor status. The emphasis was placed on assessing whether the worker operated an independent business and had genuine entrepreneurial opportunities. In 2019, the NLRB shifted its criteria in SuperShuttle DFW, Inc., giving greater weight to a worker's entrepreneurial opportunity for gain or loss. However, the recent Atlanta Opera ruling marks another shift away from focusing on a single factor, stating that no one factor should be determinative. Instead, the NLRB will consider a comprehensive analysis of multiple factors to determine classification. Implications for Freelance Stagehands and Audiovisual Professionals: Freelance stagehands and audiovisual professionals often operate within the gig economy, relying on project-based work for their livelihoods. The NLRB's decision may have significant ramifications for these workers. By reducing the importance of entrepreneurial characteristics in the classification analysis, the ruling potentially increases the likelihood that such workers will be classified as employees rather than independent contractors. This reclassification could grant them certain benefits and rights, such as the ability to unionize, receive minimum wage and overtime protections, and access to employee benefits. On the other hand, it may also restrict their flexibility and potentially lead to higher costs for employers who will need to comply with additional labor laws. What Employers Should Do: In light of the NLRB's decision, employers who engage freelance stagehands and audiovisual professionals as independent contractors should take proactive measures to ensure compliance with the evolving standards. Here are some key steps to consider: Formalize the Relationship: Establish a formal agreement between the employer and the worker that clearly outlines the nature of the relationship and the expectations of the work to be performed. Evaluate Payment Structures: Move away from hourly payment and consider project-based or day rates. This approach reflects the consideration of the work performed rather than focusing solely on the number of hours worked. Consider the IRS 20 Factor Test: Assess the criteria outlined in the Internal Revenue Service's 20 factor test to determine if critical components for independent contractor classification are met. Avoid Misclassification Risks: Refrain from stretching the definition of independent contractors to avoid adverse findings by the NLRB and potential legal consequences. Other federal and state agencies are also scrutinizing misclassification practices. Be Cautious with "Independent Contractor" Numbers: Large numbers of workers classified as independent contractors may grant them the right to vote in organizing campaigns or even act as "salts" in organizing attacks on employers. Employers should be mindful of this potential liability and take appropriate measures. The NLRB's decision to change the independent contractor standard has set in motion a new era of classification assessments. Freelance stagehands and audiovisual professionals, who are vital to the entertainment and event industry, may experience significant shifts in their employment status. Employers must adapt to these changes, ensuring compliance with the revised criteria to avoid legal repercussions. By proactively addressing the impact of this decision, employers can maintain productive relationships with their workforce while operating within the bounds of the law. Legal Notice: This article shall not be construed as legal advice. Given the complexity of employment laws and the evolving landscape surrounding independent contractor classification, employers should seek guidance from experienced labor and employment counsel. Consulting legal professionals can help navigate compliance issues, mitigate risks, and reduce potential legal exposure.

Just when we thought it was safe to start freelancing again. The DOL's final rule on independent contractor status under the Fair Labor Standards Act (FLSA) is a significant development that will undoubtedly have an impact on production labor. This rule, which adopts an "economic reality" test, shifts the criteria for determining whether an individual is classified as an independent contractor or an employee. From my perspective, this rule is likely to favor employers and may have potential implications for production labor. By emphasizing the level of control an individual has over their work and their opportunity for profit or loss, the rule provides employers with more flexibility in classifying workers as independent contractors. This flexibility may lead to a greater reliance on independent contractors in production labor. The rule's focus on an individual's control over key aspects of their work may result in employers utilizing independent contractors who have more autonomy and flexibility in managing their tasks and schedules. This approach can offer benefits to employers, such as cost savings and greater workforce flexibility, as independent contractors are not subject to the same minimum wage and overtime pay requirements as employees. However, there are concerns regarding the potential exploitation of workers under the guise of independent contractor status. The rule's emphasis on an individual's opportunity for profit or loss may inadvertently create an environment where workers are incentivized to take on more risks and bear the financial burdens associated with their work. This could lead to a situation where workers are forced into precarious positions, lacking job security, and facing challenges in accessing benefits and protections typically afforded to employees. Additionally, the rule's impact on production labor may vary across different industries. Certain sectors, such as the gig economy or freelance-based industries, may experience a more significant shift towards independent contractor arrangements. On the other hand, industries that heavily rely on traditional employment models and a more structured workforce may see minimal changes. It is important to recognize that this rule exists within a broader context of ongoing discussions and debates around labor rights and protections. The classification of workers as independent contractors or employees has far-reaching implications, including wage protections, access to benefits, and the ability to organize and collectively bargain. Therefore, any changes in the classification system should be approached with careful consideration for the rights and well-being of workers. Overall, while the DOL's final rule on independent contractor status may offer more flexibility to employers in the realm of production labor, it raises important questions about the potential consequences for workers' rights and the future landscape of labor arrangements. Striking the right balance between promoting economic growth and safeguarding workers' interests remains a crucial challenge that requires ongoing attention and dialogue.

The Importance of Speaker Prep for Hybrid Meeting Presenters There's no denying that hybrid meetings are here to stay, especially for companies with a decent percentage of their workforce working remotely. Managing Speaker Prep for a remote presenter typically involves several steps and responsibilities for a Zoom or webcast operator. Here's a general outline of the process: Pre-event coordination: Communicate with the presenter and event organizer to gather necessary details, such as the presentation agenda, slides, videos, and any other content the presenter plans to use. Confirm the technical requirements, including the presenter's internet connection, audio and video equipment, and any additional software or tools they may need. Schedule a pre-event technical rehearsal to ensure everything works smoothly. Technical setup: Ensure the presenter's computer or device is properly configured for the Zoom platform. Verify that the necessary software and plugins are installed and up to date. Test the audio and video settings to ensure clear communication and presentation quality. Check the internet connection speed and stability to minimize any potential issues during the presentation. Content preparation: Collaborate with the presenter to gather all the presentation materials, such as PowerPoint slides, videos, and images. Review the content for any potential technical issues, such as incompatible file formats, incorrect aspect ratios, or low-quality visuals. Optimize the content for online delivery, ensuring that fonts, graphics, and animations are easily viewable and legible on a screen. Create backups of all the files in case of any unexpected technical difficulties. Presentation setup: Set up the Zoom or vMix session, including configuring the appropriate settings, such as screen sharing, audio and video settings, and recording options. Test the presenter's audio and video feed to ensure they are clear and of good quality. Coordinate with the presenter to position their camera, adjust lighting, and create an optimal visual environment. Test the screen-sharing functionality to ensure smooth transitions between slides and other multimedia content. Rehearsal and troubleshooting: Conduct a pre-event technical rehearsal with the presenter to review the entire presentation, including transitions, multimedia elements, and any interactive features. Address any technical issues that arise, such as audio/video synchronization problems, slide alignment, or connectivity interruptions. Ensure that the presenter is comfortable with the Zoom interface and knows how to navigate the necessary controls during the presentation. Provide guidance and assistance to the presenter on best practices for engaging with the remote audience, such as using webcams effectively and managing Q&A sessions. Event support: Remain present throughout the hybrid meeting to provide technical support and troubleshooting, if needed. Monitor the audio and video quality, and address any issues promptly to maintain a seamless presentation experience. Assist with any last-minute changes or adjustments to the presentation, such as modifying slides, incorporating additional multimedia, or addressing unexpected technical challenges. A Zoom operator can help ensure a successful and professional Zoom presentation by following these steps and working closely with the presenter.

When planning for a production, one critical decision is whether to hire technicians as employees or opt for freelancers. Each option carries its own set of direct and indirect costs, benefits, and challenges. Understanding these nuances can help event production professionals make informed decisions. Direct Costs of Hiring Employees Salaries and Wages: This is the most straightforward cost. Salaries must be competitive to attract skilled technicians, and wages often include overtime pay for extended hours. Benefits: Providing health insurance, retirement plans, and other benefits significantly adds to the cost. These benefits are essential for attracting and retaining top talent. Training and Development: New employees need training to familiarize them with company protocols, safety standards, and specific technical skills. Ongoing development is also necessary to keep skills up-to-date. Recruitment Costs: These include advertising the position, recruiting agency fees, and the time spent by HR in the hiring process. Onboarding: Costs associated with onboarding include orientation sessions, initial training, and administrative processing. Indirect Costs of Hiring Employees Administrative Overheads: Managing payroll, benefits, compliance with labor laws, and other HR-related tasks require resources and can be time-consuming. Equipment and Tools: Providing necessary tools and equipment, as well as maintaining them, adds to the indirect costs. Workspace: Providing a workspace, whether in an office or on-site, involves costs related to rent, utilities, and maintenance. Turnover Costs: If employees leave, the costs associated with their departure (severance, unused leave payouts) and replacing them can be substantial. Employee Management: Supervising employees, performance reviews, and handling disputes are ongoing tasks that require managerial time and resources. Pros of Hiring Employees Loyalty and Commitment: Employees often show more loyalty and commitment, leading to better performance and lower turnover. Consistency: Having a consistent team ensures a standardized level of quality and familiarity with projects. Company Culture: Employees are more integrated into the company culture, which can improve teamwork and morale. Skill Development: Investing in employees' training can lead to a highly skilled and versatile team. Cons of Hiring Employees Higher Fixed Costs: Salaries, benefits, and administrative costs represent significant fixed expenses. Management Burden: Managing a full-time team requires substantial administrative effort. Rigidity: Employees offer less flexibility compared to freelancers, as scaling the workforce up or down can be challenging. Direct Costs of Hiring Freelancers Hourly/Project Rates: Freelancers typically charge higher hourly rates than employees, but you only pay for the hours worked or specific projects completed. Recruitment Fees: While freelancers might be hired through agencies, the fees are generally lower than those for full-time employees. Training Costs: Freelancers usually require less initial training, as they are expected to be skilled in their field. Indirect Costs of Hiring Freelancers Administrative Costs: While less than for full-time employees, there are still costs related to contracts, payment processing, and compliance with freelance regulations. Equipment: Freelancers often use their own equipment, but if they need company-specific tools, the company must provide them. Quality Control: Ensuring the work meets company standards may require additional oversight. Pros of Hiring Freelancers Flexibility: Freelancers provide the flexibility to scale the workforce according to project needs. Cost-Effective: For short-term or sporadic projects, freelancers can be more cost-effective than hiring full-time employees. Specialized Skills: Freelancers often bring specialized skills and can be hired for specific tasks without long-term commitments. Cons of Hiring Freelancers Less Loyalty: Freelancers may not show the same level of loyalty or commitment as full-time employees. Inconsistency: Quality and performance can vary between freelancers, leading to inconsistencies. Limited Control: Managing freelancers can be challenging, especially in ensuring adherence to company standards and protocols. The decision between hiring full-time employees and freelancers depends on the specific needs of the project, the company's long-term goals, and budget constraints. Full-time employees offer loyalty, consistency, and integration into the company culture but come with higher fixed costs and administrative burdens. Freelancers provide flexibility, specialized skills, and can be more cost-effective for short-term projects, though they may lack loyalty and consistency. Balancing these factors will help event production professionals make the best choice for their teams and projects.

Technology As A Catalyst In the dynamic world of event production, technology has become an essential catalyst for innovation and efficiency. Project managers and event designers are leveraging advanced tools and techniques to create immersive, memorable experiences. Let's explore how technology is revolutionizing modern event production and what it means for professionals in the event services industry. Enhanced Planning and Coordination The planning phase of event production has been significantly streamlined with the advent of sophisticated project management software. Tools like Asana, Trello, and Wrike allow project managers to track progress, assign tasks, and manage timelines with unprecedented precision. These platforms facilitate seamless communication among team members, ensuring that everyone is aligned with the event’s objectives and schedule. Virtual and augmented reality (VR and AR) have further enhanced the planning process. Event designers can create virtual mock-ups of venues, allowing clients to experience the setup before it’s physically constructed. This not only helps in visualizing the event space but also in making necessary adjustments to avoid costly changes during the actual setup. Innovative Design and Engagement Technology has opened new horizons in event design, enabling the creation of interactive and engaging experiences. LED screens, projection mapping, and holographic displays are just a few examples of how technology can transform a venue. These tools allow designers to create stunning visual effects that captivate audiences and elevate the event experience. Moreover, the integration of mobile apps and digital platforms has revolutionized attendee engagement. Event-specific apps provide attendees with real-time updates, interactive maps, and personalized schedules. Features such as live polling and Q&A sessions foster active participation, making the event more interactive and engaging. Improved Efficiency and Flexibility Automation and artificial intelligence (AI) are driving efficiency in event production. Automated systems for registration, ticketing, and attendee management reduce the burden on staff and minimize human error. AI-powered chatbots can handle common inquiries, providing instant responses and freeing up personnel to focus on more complex tasks. Flexibility is another key benefit brought by technology. Live streaming and hybrid event solutions have become crucial, especially in the post-pandemic era. These technologies allow events to reach a global audience, breaking geographical barriers and increasing participation. For event designers, this means creating adaptable setups that cater to both in-person and virtual attendees. Data-Driven Decision Making Data analytics has become a game-changer in event production. Advanced analytics tools provide insights into attendee behavior, preferences, and engagement levels. This data allows project managers to make informed decisions, tailoring future events to better meet the needs and expectations of their audience. For example, by analyzing data from previous events, managers can identify which sessions were most popular, which areas saw the most foot traffic, and what types of content engaged attendees the most. This information is invaluable for optimizing event layouts, schedules, and content strategies. Sustainability and Cost Efficiency Sustainability is a growing concern in the event industry, and technology is playing a crucial role in promoting eco-friendly practices. Digital ticketing, virtual event platforms, and energy-efficient lighting systems are just a few ways technology is reducing the environmental impact of events. Additionally, technology can lead to significant cost savings. Virtual site inspections, automated processes, and digital marketing reduce the need for physical resources and travel, lowering the overall cost of event production. These savings can be redirected towards enhancing the attendee experience, adding more value to the event. The impact of technology on modern event production is profound and far-reaching. For project managers and event designers, embracing these technological advancements is not just an option but a necessity to stay competitive in the industry. By leveraging technology, event professionals can enhance planning and coordination, innovate in design and engagement, improve efficiency and flexibility, make data-driven decisions, and promote sustainability and cost efficiency. As the event landscape continues to evolve, staying abreast of technological trends and integrating them into your production strategy will be key to delivering exceptional events that leave a lasting impression on attendees. The future of event production is bright, and technology is lighting the way forward.

InfoComm 2024 has once again proven to be a hub of cutting-edge technology, setting the stage for the future of live and hybrid events. As we explored the exhibition floor, we identified five standout innovations that promise to transform event production. These technologies not only enhance the attendee experience but also streamline production workflows, making them indispensable for any event production company. Epson’s EB-PU2220B Projector Epson’s EB-PU2220B projector is one of the most powerful and compact 20,000-lumen laser projectors on the market. This device is ideal for large-scale live events, offering outstanding brightness, color accuracy, and a robust, compact design that simplifies installation and transportation. It's perfect for dynamic visual presentations that captivate audiences while weighing in at a lean 24.9kg. Absen’s Venus Series LED Panels Absen’s Venus Series LED panels are specifically engineered for large-scale events. These panels offer superior brightness, color uniformity, and are designed for quick assembly and disassembly, making them perfect for dynamic event environments. Their robust build and easy maintenance features make them a reliable choice for staging impressive visual displays, whether for concerts, corporate events, or trade shows. Yamaha’s Rivage PM10 Digital Mixing System Yamaha's Rivage PM10 Digital Mixing System is a top-tier solution for live sound reinforcement. This system provides exceptional audio quality, comprehensive control features, and intuitive operation, making it ideal for live events of any size. Its ability to handle complex audio setups with ease ensures that sound engineers can deliver the best possible audio experience to attendees, whether in-person or remote. Sennheiser’s MobileConnect Sennheiser’s MobileConnect is an innovative assistive listening solution that leverages WiFi to stream live audio directly to attendees' smartphones. This technology enhances accessibility for hearing-impaired participants and offers an inclusive experience without the need for additional hardware. It’s a valuable addition for hybrid events, ensuring all attendees can fully engage with the content regardless of their location. Panasonic’s PT-RQ50K Projector The Panasonic PT-RQ50K is the world’s smallest 50,000-lumen 4K projector, making it an ideal choice for large-scale events where impactful visuals are paramount. Its compact size and high brightness allow for flexible installation and stunning image quality, even in well-lit environments. This projector is perfect for creating immersive experiences, from mapping projections to large venue displays. Final Thoughts Our journey through InfoComm 2024 was nothing short of inspiring. The innovations we discovered promise to elevate live and hybrid events, enhancing both production efficiency and attendee experience. As we integrate these technologies into our projects, we remain committed to working at the forefront of delivering unparalleled audiovisual experiences. These advancements not only showcase the industry's relentless drive towards excellence but also reinforce our commitment to pushing the boundaries of what’s possible in event production. For more details on the latest innovations showcased at InfoComm 2024, visit InfoComm 2024 (https://www.infocommshow.org/).

As an event production professional, staying on top of industry trends and technologies is crucial. Attending trade shows is one of the best ways to network, discover new tools, and gain insights into the future of event production. Here’s a rundown of some of the most significant trade shows that cater to event production companies, including those focusing on augmented reality (AR) and artificial intelligence (AI). 1. InfoComm InfoComm is one of the largest trade shows for audiovisual (AV) professionals. Hosted by AVIXA, it brings together AV and IT professionals from around the world. Attendees can explore the latest in AV equipment, conferencing systems, digital signage, and immersive audio technologies. The event features numerous education sessions, workshops, and networking opportunities. Why Attend? Discover the latest AV technologies and trends. Network with top professionals and companies in the industry. Attend workshops and sessions led by industry experts. 2. Integrated Systems Europe (ISE) ISE is a premier global event for AV and systems integration. It’s held annually in Barcelona and features the latest innovations in AV, lighting, and smart building technologies. The show attracts a diverse audience, including integrators, consultants, and end-users from various sectors. Why Attend? See cutting-edge AV solutions and integrated systems. Connect with industry leaders and innovators. Gain insights from educational programs and keynotes. 3. National Association of Broadcasters (NAB) Show The NAB Show in Las Vegas is a significant event for professionals in broadcasting, entertainment, and media. It covers a broad range of topics, including film, television, streaming media, and digital content creation. Why Attend? Explore the latest broadcasting and media technologies. Network with content creators, producers, and broadcasters. Attend sessions on emerging trends and best practices in media production. 4. Live Design International (LDI) LDI is the leading trade show for live event professionals, featuring products and services for the live entertainment industry. This includes lighting, sound, projection, and staging equipment. It’s an excellent venue for designers, technicians, and engineers to see the latest products and technologies. Why Attend? Experience the latest in live event technology. Participate in hands-on training and workshops. Network with other live event professionals. 5. Augmented World Expo (AWE) AWE is a major event focusing on augmented reality, virtual reality, and mixed reality technologies. It's the perfect place for event professionals interested in incorporating AR and VR into their productions. Why Attend? Explore the latest AR and VR innovations. Learn from pioneers in the immersive technology space. Network with tech developers and industry leaders. 6. Artificial Intelligence Conference (AI Summit) The AI Summit series of conferences focuses on the practical implications of AI for businesses. For event production professionals, this is an invaluable opportunity to learn how AI can enhance event experiences, from automated systems to intelligent data analysis. Why Attend? Understand the impact of AI on event production. Network with AI experts and solution providers. Discover AI tools that can optimize event planning and execution. 7. Consumer Electronics Show (CES) CES in Las Vegas is one of the most influential tech events globally, showcasing breakthrough technologies and global innovators. While not exclusively focused on event production, CES offers valuable insights into emerging technologies that can be applied to enhance event experiences. Why Attend? Witness the latest innovations in consumer technology. Explore trends in AR, VR, AI, and more. Network with tech leaders and innovators. 8. AI & Big Data Expo The AI & Big Data Expo is a leading conference and exhibition event focusing on AI and big data technologies. It brings together industry leaders, experts, and professionals to discuss the latest innovations and applications in AI and big data, making it highly relevant for event production companies looking to leverage these technologies. Why Attend? Learn about the latest trends and applications in AI and big data. Network with industry experts and thought leaders. Discover how AI and big data can enhance event planning and management. Maximizing Your Trade Show Experience To make the most of your time at these trade shows, consider the following tips: Plan Ahead: Review the schedule and list of exhibitors in advance. Identify sessions and booths that align with your interests and professional goals. Network Actively: Engage with other attendees, participate in networking events, and use social media to connect with speakers and exhibitors. Stay Updated: Follow up with new contacts and keep abreast of new developments post-show through newsletters, webinars, and industry publications. Take Notes: Document your learnings and share them with your team. This ensures that the knowledge gained benefits your entire organization. Attending these trade shows can significantly enhance your knowledge, skills, and network, keeping you at the forefront of the event production industry. Whether you're looking to explore new AV technologies, integrate AR and VR into your events, or leverage AI for smarter event management, these trade shows offer invaluable opportunities for growth and innovation.

The importance and benefits of submitting invoices on timeI'm sure there's not one I'm sure there's not one among us that hasn't been a few days late turning in an invoice. I get it. We live the Spartan life of long work days, late night load-outs, dead cell phone batteries, napping in cars, changing in bathrooms and scavenging kraft services for the last snickers bar. After all, we have to bring this rig in before midnight, load the truck, power nap on the bus and do this all over again 100 miles down the road. And maybe you just want to get home early to wash your hair... whatever. Regardless of why you're too busy to turn in your invoices on time, that procrastination has a real effect on the business people surrounding you - and ultimately that effect will cascade back on you. When you jeopardize someone's ability to run their own business effectively and efficiently, then they will simply elect not to work with you. And if enough people drop you, well then, you get the picture. How Do Late Invoices Impact Your Clients First, let's remind our freelance community that the guys cutting them the checks... that is the producers, gear houses, production companies, what have you... they are your clients. How some freelancers offer such horrible service, yet the labor coordinators receive so much grief, it's amazing. But back to the point, if you are like me, once upon a time I would think, "Damn, why are they so mad I haven't invoiced them yet - why are they so impatient about paying me. You'd think they'd be grateful, since they get to hold onto the money longer." Well, actually that's not how it works. Fact is, until producers get all their invoices in, they can't prepare their final bill to the end-client. And the end-client will start their payment clocks upon receipt of that final invoice. So if we hold up final billing for a couple of weeks, it could be 2 months before the producer receives final payment and is able to pay out his vendors. But that's not the only negative effect. Frankly, a producer will only wait so long for your invoice, because you're not the only vendor he has to pay. When we don't send him an invoice, thereby forcing him to invoice based on his best guess or estimation of what your final fee is, then if he's wrong and the client pays based on the wrong amount, you have less chance to getting paid the correct amount because the producer has less chance to modifying his number once it's started through the corporate accounts payable maze. Some Useful Tips But again, I understand the challenges, because I live the stagehand life as well. But living the life alongside you, I also know, we're not ALWAYS that busy. There are plenty of times throughout your schedule when we're in Stand by moments. Here are some best practices to help you, help them, help you. Prepare In Advance Instead of waiting until the following morning or the end of the night, prepare the invoice during the last day of the call, perhaps during show or during lunch. That way, at the end of the night, all you really need to do is plug in the time out and you're ready to submit. It should only take you a couple minutes, so if you can't finish your invoice template during a working lunch, then you need a better invoice format. Send It Early I know a tech that always sends his invoice on the morning of the load-out. His rationale is, we always know roughly how long the out is going to be, and if you're working against a mini, then you know the number of hours you'll get paid, regardless of the end time. So he prepares his invoice in the morning and sends it off long before the load-out starts. On the rare occasion that the times are longer than what he invoiced for, he makes the easy call to the producer or labor coordinators and simply say's "Disregard my last." The invoice is already formatted, so he updates and resubmits. Accounting Software Using a simple, but powerful accounting package can dramatically improve your accuracy, efficiency and even your profitability and revenue opportunities. Some popular ones are Quickbooks and FreshBooks. But you can use most any package you're familiar with. Just be consistent. Keep Them Simple I've seen some crazy complex invoices that calculate all the variables, cross references against other records, collects, reinvests, loses... it can be a mess. One of the best things you can do for yourself is keep your invoice simple. For the most part, all the client needs is: Today's Date Event Date Event Location Show Name Your Hours Your Pay Rate Today's Date Unique Invoice (we'll inform you of it) Hire A Service If it's still too hard for you to get your invoices out on time, consider hiring a bookkeeping business. They aren't that cheap, but I suspect you're more than making up for the mean of his words. But better to pick up the guys without guns facing off with the guys with guns. Long and short of it, if your clients have you set up as Net 5, Net 15 or even Net 30. That clock starts running the day you submit your invoice and it's accepted. It is really unfair to call 3 days after the show, having not even sent or confirmed your hours worked and start demanding pay. I really hope this helps you understand the issues behind invoicing - and look forward to seeing you on the campus soon.

It is crucial to understand the basics of invoicing to ensure smooth transactions with clients and accurate financial record-keeping. As the gig economy continues to thrive, more individuals are embracing independent contractor roles, seeking to leverage their skills and experience. However, many of these freelancers may be unfamiliar with the distinctions between employees and contractors, including the process and purpose of invoicing. What is an Invoice? An invoice is a vital commercial document issued by a temporary employment agency to a client or buyer, relating to a service transaction. It serves as a formal bill that outlines the products or services provided, the quantity or duration of the work, the agreed-upon rates, and the pre-established payment terms. Essentially, an invoice represents a contractual agreement, detailing what was delivered, and to whom, alongside essential details such as service description, job location, and basic terms and conditions. Why Do We Need to Invoice? The primary function of an invoice, like any agreement, is to serve as a record of the service provided. By listing the specific services rendered, their quantities or duration, and the corresponding rates, an invoice becomes a reference point for both the agency and the client to identify any discrepancies or reconcile misunderstandings. Furthermore, once the invoice is paid and archived, it becomes a long-term asset, acting as an indexed record of the transaction. This record can be linked to various supporting documents such as payment records, work schedules, employee time sheets, client agreements, and any other pertinent resources specific to the temporary employment industry. 12 Important Properties for a Properly Formatted Invoice To ensure the effectiveness of an invoice in the context of a temporary employment agency, it is crucial to include the following 12 elements: Billing Address: Provide the billing address of the client to accurately identify and verify the ricipient of the invoice. It is essential to double-check the contact information, including telephone and email, as well as the mailing address for any subtleties or differences that may exist. Billing Contact: Include the contact information of the person responsible for handling billing-related matters within the agency. This ensures effective communication and enables prompt resolution of any payment or invoicing issues. Venue Location: If the services are provided at a specific venue or location, include the address or name of the venue. This helps identify the exact place where the work was performed, especially when dealing with multiple venues or events. On-site Contact: For on-site services or deliveries, it is beneficial to provide the contact information of a person who can be reached at the location. This ensures effective communication and coordination between the temporary employees and the client's representatives. Item Description: Be specific in describing the services rendered by the temporary employees. Instead of using generic terms like "Technician," provide detailed descriptions such as "Technician to set up audiovisual equipment for a corporate event." Quantity (Units): Record the number of units or hours of work provided by the temporary employees. Maintaining consistent unit measurements facilitates accurate tracking of inventory, sales volume, and enables a better understanding of client preferences and profitability. Cost Per Unit: Specify the rate per unit or the hourly rate for the temporary employees' services. For example, if the cost per hour is $25, clearly state it in the invoice. If overtime rates apply, create a separate line item and calculate the adjusted rate accordingly. Invoice Number: Assign a unique identification number to each invoice. This helps both the agency and the client track individual transactions and reference them in the future. Sequential numbering simplifies the organization and retrieval of invoices. Payment Terms: Define the terms of payment for the invoice. Specify the number of days within which the payment should be remitted by the client to the agency. Prepay: If required, indicate that the buyer is obligated to make the full payment before the services are provided. This term establishes the expectation of upfront payment. Net-30: Specify the number of days within which the payment should be made after the invoice date. Net-30 indicates that the payment is due within 30 days from the invoice date. On-Receipt: If immediate payment upon receipt of the invoice is expected, clearly state this requirement. This term conveys the urgency for prompt payment without any delay. Remit Address: Provide the address where the payment should be sent. The remit address may differ from the billing address and is specifically provided for accounts payable purposes. Ensuring the correct department or entity within the agency receives the payment. Methods of Payment: Outline the acceptable methods of payment for the invoice. Include options such as checks, bank transfers, credit cards, or online payment platforms. Clearly stating the available payment methods streamlines the payment process and reduces potential confusion. Discount: If applicable, indicate any discounts applied to the total amount due. Common scenarios include early payment discounts or special promotions. Clearly state the discount as a percentage or a specific amount. Tax Rate: If applicable, specify the tax rate on the invoice. Different jurisdictions have varying tax regulations, and it is important to include the appropriate tax rate for the services provided. This allows the client to understand the tax amount included in the total bill. Total Bill Amount: Clearly display the total amount due on the invoice. This includes any applicable taxes and discounts. The total bill amount represents the final payment that the client needs to remit to settle the invoice. By including these specific elements in the invoice, a temporary employment agency can streamline the invoicing process, improve communication, and maintain accurate financial records. While some additional details may be required depending on specific industry needs, ensuring the inclusion of these fundamental elements is crucial for effective invoicing and transparent financial management.

Imagepro 2 not sending image to LED processor, but EDID detects source output. Just thought we'd share a recent experience - one of those obvious moments that can be easily overlooked or forgotten, a scenario that can easily stump novice video techs. Preface: As a best practice, it is protocol to make all your connections, both input and output, before energizing components or consoles. This appears to be particularly important with the Barco ImagePRO 2. During a recent install, we were sending a signal directly from a Barco E2 to a Evision HD101 LED Processor when we decided to install an ImagePRO for better scaling support. I dropped in the unit and energized it while I waited for the V1 to drop me an HDMI out of the E2. Once that was done, I ran an HDMI from the ImagePRO 2 to the HD101 and started the configuration. The ImagePRO display confirmed EDID detected the E2 and the HD101 display confirmed that EDID detected the ImagePRO. But after an hour of trying to get an image from the E2 on the LED wall, the best we could do was get a Test Pattern from the ImagePRO to work. After swapping cables, ports, sources and trying everything we could think of, I finally resorted to "tried and true" and power-cycled the units. Voila, it worked. That's when I happened to find the QuickStart card which clearly states connecting inputs and outputs before turning it on. Perhaps if any video experts that may read this post would like to comment on "why," I'd certainly be interested, but I'm sure it is an EDID of bus thing. Any other thoughts or remarks, I encourage you to share below in the comments section.

Published by the Dept of Industrial Relations The following is a list of laws enforced by the Labor Commissioner that specifically prohibit discrimination and retaliation against employees and job applicants. Complaints must be filed within one year of the retaliatory act, unless stated otherwise. Important: Effective September 30, 2021, Executive Order N-08-21, Section 24(f) ends the temporary suspension of deadlines to file complaints with the Labor Commissioner due to the COVID-19 pandemic and such deadlines will once again be in effect in their entirety. Labor Code section 96(k) Provides the Labor Commissioner with authority to be assigned claims for loss of wages that arise from retaliation for lawful conduct occurring during nonworking hours and away from the employer’s premises. Labor Code section 98.6 Protects an employee filing or threatening to file a claim or complaint with the Labor Commissioner, instituting or causing to be instituted any proceeding relating to rights under the jurisdiction of the Labor Commissioner, or testifying in any such proceeding, complaining orally or in writing about unpaid wages, or for exercising (on behalf of oneself or other employees) any of the rights provided under the Labor Code or Orders of the Industrial Welfare Commission, including, but not limited to, the right to demand payment of wages due, the right to express opinions about, support or oppose an alternative workweek election, or the exercise of any other right protected by the Labor Code. In addition to other remedies that might be available, a civil penalty of up to $10,000 may be awarded to an employee for each violation. Labor Code section 230(a) Labor Code section 230(a) prohibits an employer from retaliating against an employee for taking time off to serve on a jury, provided that the employee has given the employer reasonable notice. Labor Code section 230(b) Labor Code section 230(b) prohibits an employer from retaliating against an employee who is a victim of a crime for taking time off to appear in court to comply with a subpoena or court order as a witness in a judicial proceeding. Labor Code section 230(c) Labor Code section 230(c) prohibits an employer from discharging or in any manner discriminating or retaliating against an employee who is a victim of domestic violence, sexual assault, and/or stalking, who is a victim of a crime that caused physical injury or that caused mental injury and a threat of physical injury, or who is a person whose immediate family member is deceased as the direct result of a crime (regardless of whether there is an arrest, prosecution, or conviction for committing the crime), for taking time off from work to obtain or attempt to obtain relief to help ensure his or her health, safety, or welfare, or that of his or her child or children. Labor Code section 230(e) Labor Code section 230(e) prohibits an employer from discharging or retaliating against an employee because of his or her status as a victim of crime or abuse, provided that the victim provides notice to employer of the status or the employer has actual knowledge of the status. Labor Code section 230(f) An employer shall provide reasonable accommodations for a victim of domestic violence, sexual assault, and/or stalking, a victim of a crime that caused physical injury or that caused mental injury and a threat of physical injury, or a person whose immediate family member is deceased as the direct result of a crime (regardless of whether there is an arrest, prosecution, or conviction for committing the crime), who requests an accommodation for the victim’s safety while at work. Reasonable accommodations may also include assistance in documenting domestic violence, sexual assault, stalking, or “other crime” that occurs at work, or another work adjustment in response to domestic violence, sexual assault, stalking, or “other crime.” The employer shall engage in a timely, good faith, and reasonable process with the employee to determine effective reasonable accommodations Labor Code section 230.1 An employer with 25 or more employees is prohibited from retaliating against an employee who is a victim of domestic violence, sexual assault, and/or stalking, who is a victim of a crime that caused physical injury or that caused mental injury and a threat of physical injury, or who is a person whose immediate family member is deceased as a direct result of a crime (regardless of whether there is an arrest, prosecution, or conviction for committing the crime), and who takes time off to seek medical attention, to obtain services from a domestic violence program or psychological counseling, or to participate in safety planning. The worker must provide reasonable advance notice if feasible. Labor Code section 230.2(b) An employee who is a victim of a crime, an immediate family member of a victim, a registered domestic partner of a victim, or the child of a registered domestic partner of a victim is allowed to take time off from work to attend judicial proceedings related to that crime. Labor Code section 230.3 An employee who takes time off to perform emergency duty as a volunteer firefighter, a reserve peace officer, or emergency rescue personnel is protected. An employee who is a health care provider must notify his or her employer at the time the employee becomes designated as emergency rescue personnel and when the employee is notified that he or she will be deployed as a result of that designation. Labor Code section 230.4 Labor Code section 230.4 protects an employee who is a volunteer fire fighter, reserve peace officer, or emergency rescue personnel and provides that they can take up to 14 days off per calendar year to engage in fire or law enforcement training. This statute applies to employers with 50 or more employees. Labor Code section 230.5 Labor Code section 230.5 prohibits an employer from retaliating against an employee who is a victim of certain offenses identified in Labor Code section 230.5(a)(2) for taking time off to appear in court at any proceeding. Labor Code section 230.7 Labor Code section 230.7 prohibits an employer from retaliating against an employee who is a parent or guardian of a student for taking time off from work to appear at the student’s school due to a request made under Education Code section 48900.1. Labor Code section 230.8 Labor Code section 230.8 prohibits an employer with 25 or more employees from retaliating against an employee who is the parent of a child for taking off up to 40 hours a year, but no more than 8 hours per month, to participate in the child’s school activities, to locate or enroll the child in school or child care, or for school emergencies (no 8 hour restriction for school emergencies). For the purposes of this section, parent includes stepparent, foster parent, guardian, grandparent, or person who stands in the place of a parent for the child. Labor Code sections 232 Labor Code section 232 prohibits an employer from discharging or retaliating against an employee for disclosing his or her wages. Employers also cannot require an employee to sign a waiver or other document denying the employee the right to disclose his or her wages or otherwise require that an employee refrain from disclosing his or her wages. Labor Code section 232.5 Labor Code section 232.5 prohibits an employer from discharging or retaliating against an employee who discusses or discloses information about the employer’s working conditions. Employers also cannot require that an employee sign a waiver or other document denying the employee the right to discuss or disclose information about the employer’s working conditions or otherwise require that an employee refrain from disclosing information about the employer’s working conditions. Labor Code section 233 Employers providing sick leave for their employees must permit employees to use, in a calendar year, the employee’s accrued and available sick leave, in an amount not less than the sick leave that would have accrued during six months. Employees are permitted to use sick leave for any reason specified in section 246.5(a). Employees have the sole discretion to designate days taken as paid sick leave under section 233. Labor Code section 234 An employer’s absence control policy that counts sick leave taken under Labor Code section 233 as an absence that may lead to discipline, discharge, demotion, or suspension is a violation of section 233. Labor Code section 244 Labor Code section 244 provides that reporting or threatening to report the suspected or actual immigration status of an employee, former employee, or prospective employee who has exercised a right under the Labor Code, Government Code, or Civil Code to any government agency constitutes an adverse action. Labor Code sections 246.5 An employer cannot deny employees the right to use accrued sick days and is prohibited from otherwise retaliating against an employee who uses sick leave, attempts to use accrued sick leave, files a complaint regarding sick leave, alleges a violation of paid sick leave rights, cooperates in an investigation or prosecution regarding sick leave, or opposes a policy or practice that violates California sick leave law. In addition to other available remedies, additional amounts may be awarded under section 248.5(b)(2) and (b)(3). Labor Code section 432.3 Labor Code section 432.3 prohibits an employer from using a prospective employee’s salary history to determine whether to make an offer of employment and to determine at what salary to make the offer of employment. An employer is also prohibited from seeking personally, or through an agent, the applicant’s salary history. An employer must also, upon reasonable request, provide the salary scale for a position to an applicant for employment. Labor Code section 432.6 Labor Code section 432.6 prohibits employers from conditioning employment or receipt of benefits on the waiver of any right, forum or procedure for violations of the Labor Code or Fair Employment and Housing Act, including filing a lawsuit or administrative claim. Section 432.6 is currently not enforced pending ongoing litigation, except in cases involving (1) employment contracts for seamen, railroad employees, or workers engaged in foreign/interstate commerce, or (2) arbitration agreements that do not evidence a transaction involving interstate commerce. A federal court injunction currently only prevents the Labor Commissioner from enforcing this section as to waivers related to certain arbitration agreements. Other waivers of rights under the Labor Code are still prohibited by this provision, and the Labor Commissioner has jurisdiction to enforce those prohibitions. Labor Code section 432.7 Labor Code section 432.7(a)(1) prohibits an employer from asking for an applicant to disclose information regarding an arrest or detention that did not result in conviction, or information regarding a referral to or participation in a diversion program or a conviction that was judicially dismissed or ordered to be sealed. An employer also shall not seek or use, as a factor of in determining any condition of employment, any record of arrest or detention that did not result in conviction, or any record regarding a referral to and participation in a diversion program or a conviction that was judicially dismissed or ordered to be sealed. Labor Code section 432.7(a)(2) prohibits an employer from asking an applicant to disclose any information concerning or related to an arrest, detention, processing, diversion, supervision, adjudication, or court disposition that occurred while the person was under the jurisdiction of the juvenile court. An employer also shall not seek or use, as a factor of determining any condition of employment, any record concerning or related to an arrest, detention, processing, diversion, supervision, adjudication, or court disposition that occurred while the person was under the jurisdiction of the juvenile court. Labor Code section 432.8 Labor Code section 432.8 applies the limitations from section 432.7 to certain violations related to the possession of marijuana. Labor Code section 752 Ensures that employees in non-unionized smelters or underground mines have a right to a fair and impartial election to establish a workday greater than eight hours. An employer shall not retaliate against an employee for exercising any right under this law. Labor Code section 1019 Labor Code section 1019 makes it unlawful to engage in “unfair immigration-related practices” against any person for the purpose of retaliating against that person for exercising rights under the Labor Code or local ordinances related to employees. Exercising a right protected by the Labor Code or local ordinance includes: filing a good faith complaint about or informing a person in good faith about an employer’s violation of the Labor Code or local ordinance, seeking information about whether an employer is in compliance with the Labor Code or local ordinance, or informing a person of his or her rights and remedies under the Labor Code or local ordinance and assisting him or her in asserting those rights. An unfair immigration practice means any of the following practices: requiring more or different documents than required by federal immigration law, refusing to accept documents that reasonably appear to be genuine on their face, using the federal E-verify system to check the work authorization status of a person in a manner not required by federal immigration law, filing or threatening to file a false report with a state or federal agency, or contacting or threatening to contact immigration authorities. Labor Code section 1019.1 Labor Code section 1019.1 provides that it is unlawful for an employer to request more or different work authorization documents than required by federal law, refuse to accept work authorization documents that reasonably appear to be genuine on their face, refuse to honor documents or work authorization based on the specific status or term of status that accompanies the authorization to work, or attempt to reinvestigate or reverify a current employee’s authorization to work using an unfair immigration-related practice. In addition to other remedies that might be available, a penalty of up to $10,000 may be awarded for each violation. Labor Code section 1019.2 Labor Code section 1019.2 prohibits an employer, or a person acting on behalf of an employer, from reverifying the employment eligibility of any current employee at a time or in a manner that is not required by Section 1324a(b) of Title 8 of the United States Code. Violation of this section subjects the employer to a civil penalty of up to $10,000. Labor Code section 1024.5 Labor Code section 1024.5 prohibits the use of a consumer credit report for employment purposes unless the position of the person for whom the report is sought falls under certain enumerated exemptions. Labor Code section 1024.6 Labor Code section 1024.6 prohibits an employer from discharging or retaliating against an employee who updates or attempts to update his or her personal information based on a lawful change of name, social security number, or federal work authorization document. Labor Code sections 1025-1028 A private employer with 25 or more employees must provide reasonable accommodations for an employee to participate in a drug or alcohol rehabilitation program. Workers who are denied a reasonable accommodation may file a complaint with the Labor Commissioner. Labor Code sections 1030-1033 Employers are prohibited from discharging or in any manner retaliating against an employee for exercising or attempting to exercise any right under the state lactation accommodations laws to express milk for the employee’s infant child. Workers have a right to file a retaliation complaint for such violations under section 98.7. Labor Code section 1041-1044 A private employer with 25 or more employees shall reasonably accommodate and assist an employee who reveals issues with illiteracy and requests the employer’s assistance in enrolling in an adult literacy program. Workers who are denied a reasonable accommodation may file a complaint with the Labor Commissioner. Labor Code section 1101 Labor Code section 1101 prohibits an employer from preventing employees from engaging or participating in politics or preventing employees from becoming candidates for public office. An employer also cannot control or direct the political affiliations or activities of employees. Labor Code section 1102 Labor Code section 1102 prohibits an employer from coercing, influencing, or attempting to coerce or influence an employee to follow or refrain from following a particular course of political action or activity. Labor Code section 1102.5 Subsection (a) prohibits an employer, or any person acting on behalf of the employer, from making, adopting, or enforcing any rule, regulation, or policy that prevents an employee who believes that he or she is disclosing a violation of state or federal statute, or a violation or noncompliance with a local, state or federal rule or regulation: (1) from disclosing information to a government or law enforcement agency, to a person with authority over the employee, or to another employee who has authority to investigate, discover, or correct the issue; or (2) from providing information or providing to a public body conducting an investigation, hearing or inquiry. Subsection (b) protects against retaliation for disclosing information, or because an employer believes an employee has disclosed information or may disclose information, to a government or law enforcement agency, to a person with authority over the employee, or to another employee who has the authority to investigate, discover, or correct a violation, where an employee reasonably believes that the information discloses a violation of a state or federal statute, or a violation of or noncompliance with a local, state, or federal rule or regulation. Subsection (c) protects an employee who refuses to participate in an activity that would result in a violation of a state or federal statute, or a violation of or noncompliance with a local, state, or federal rule or regulation. In addition to other remedies that might be available, a civil penalty of up to $10,000 may be awarded for each violation. Labor Code section 1171 Labor Code section 1171 prohibits an employer from retaliating against an individual participating in a national service program, like AmeriCorps, for refusing to work overtime for any legitimate reason. Labor Code section 1197.5 Employees cannot be paid less than an employee of the opposite sex or another race or ethnicity for substantially similar work, when the work is viewed in light of skill, effort, and responsibility, and when performed under similar working conditions. However, differences in pay are acceptable where the employer can demonstrate that a payment is made pursuant to a seniority system, a merit system, a system which measures earnings by quantity or quality of production, or a differential based on a bona fide factor other than sex, race, or ethnicity. Workers may file a claim with the Labor Commissioner’s office or pursue a lawsuit. Generally, an employee must file within two years of the violation occurring, but workers may have three years in circumstances where a violation is willful. Employees who invoke or assist with the enforcement of the Equal Pay Act are protected against retaliation. Employees are protected if they disclose their own wages, discuss the wages of others, inquire about another employee’s wages, or aid or encourage any other employee to exercise his or her rights under this section. A complaint with the Labor Commissioner alleging retaliation must be filed within one year of the adverse action. Labor Code section 1198.3 Labor Code section 1198.3 prohibits an employer from discharging or retaliating against an employee who refuses to work hours in excess of those permitted by applicable Industrial Welfare Commission orders. Labor Code section 1311.5 Labor Code section 1311.5(c) provides for treble damages when an individual is retaliated against because he or she filed a claim or civil action alleging a Labor Code violation that arose when the individual was a minor. Such damages are available whether the claim or civil action was filed before or after the individual reached the age of majority. Labor Code section 1512 Labor Code section 1512 prohibits an employer from discharging or retaliating against an employee who takes a leave of absence for organ or bone marrow donation. Labor Code section 2102 Labor Code section 2102 prohibits a warehouse distribution center employer, as defined in Labor Code section 2100(f), from subjecting an employee to an adverse employment action for failing to meet a quota that does not allow a worker to comply with meal and rest periods, bathroom breaks, or occupational health and safety laws in the Labor Code or division standards, or for failing to meet a quota that has not been disclosed to the employee pursuant to Section 2101. Labor Code section 2104 Labor Code section 2104 Subsection (a) provides a current or former warehouse distribution center employees with a right to request a description of their quotas and their personal work speed data for the last 90 days. Labor Code section 2105 Labor Code section 2105 creates a rebuttable presumption of retaliation if an employer takes an adverse action against an employee within 90 days of initiating the employee’s first request in a calendar year for information about a quota or personal work speed data or making a complaint alleging any violation of Sections 2101 to 2104, inclusive, to the Labor Commissioner, the Division of Occupational Safety and Health, other local or state governmental agency, or the employer. Labor Code section 2810.8 Labor Code section 2810.8 prohibits an employer from retaliating against a laid off employee who exercises their recall rights related to the COVID-19 pandemic . Labor Code section 2814 Except as required by federal law or as a condition of receiving federal funds, an employer cannot use E-Verify to check the work authorization status of a current employee or applicant for employment who has not been offered employment. After using E-Verify and receiving a tentative non-confirmation, an employer must also provide the employee any notification issued by a federal agency of a possible non-confirmation. In addition to other available remedies, an employer may be liable for a civil penalty up to $10,000 for each violation. Labor Code section 2929 Labor Code section 2929 prohibits an employer from discharging an employee because garnishment of the employee’s wages has been threatened or because his or her wages have been subjected to garnishment for the payment of one judgment. The employee shall give notice to his or her employer of his or her intention to make a wage claim within 30 days after being discharged, and file a wage claim with the Labor Commissioner within 60 days after being discharged if he or she desires that the Labor Commissioner take assignment of the wage claim. Labor Code section 2930 Labor Code section 2930 protects an employee who is disciplined or discharged based on a shopping investigator’s report of the employee’s conduct, performance, or honesty when the employee was not provided with of copy of the report before the discipline or discharge. The shopping investigator must be licensed under the Business and Professions Code for this section to apply. Labor Code section 6310 Labor Code section 6310 prohibits an employer from retaliating against an employee who complains about safety or health conditions or practices at the workplace, institutes or testifies in any proceedings relating to the employee’s rights to safe and healthful working conditions, exercises any rights under the federal or California law relating to occupational health and safety, or participates in an occupational health and safety committee established under Section 6401.7. Employees are also protected if they report a work-related fatality, injury, or illness, or for requesting access to occupational injury or illness reports or records, unless the employee alleges retaliation because he or she has the intention to file or has filed a workers’ compensation claim pursuant to Labor Code section 132(a) Labor Code section 6311 Labor Code section 6311 provides the right to refuse to perform work that would violate any occupational safety or health standard or any safety order of the division or standards board if the violation would create a real and apparent hazard to the employee or his or her fellow employees. Labor Code section 6399.7 Labor Code section 6399.7 prohibits an employer from retaliating against an employee who complains or testifies about non-compliance with the Hazardous Substances Information and Training Act. Labor Code section 6403.5 Protects an employee who refuses to lift, reposition, or transfer a patient due to the health care worker’s concerns about patient or worker safety or because of the lack of trained lift team personnel or equipment. Labor Code section 6409.6 Labor Code section 6409.6 prohibits an employer from retaliating against a worker for disclosing a positive COVID-19 test or diagnosis or order to quarantine or isolate. Health and Safety Code section 1596.881 and 1596.882 Health & Safety Code sections 1596.881 and 1596.882 protects an employee who: (1) complains about the violation of any licensing or other laws relating to child day care facilities (e.g., staff-child ratios, transportation of children, or child abuse), (2) institutes or cause to be instituted any proceeding against the employer relating to the violation of any licensing or other laws, (3) appears as a witness or testifies in a proceeding relating to the violation of any licensing or other laws, or (4) refuses to perform work in violation of a licensing or other law or regulation after notifying the employer of the violation. A claim alleging a violation of section 1596.881 must be presented to the employer within 45 days of the alleged violation and presented to the DLSE within 90 days of the alleged violation. Unemployment Insurance Code section 1237 Unemployment Insurance Code section 1237 prohibits an employer from discharging or retaliating against an employee who seeks information from the Employment Development Department (EDD) concerning rights under the Unemployment Insurance Code or Labor Code, cooperates with any investigation undertaken by EDD, or testifies in any proceeding brought pursuant to the Unemployment Insurance Code or the Labor Code. IWC Orders 1 through 13, section 3(C)(8); IWC Order 16, section 3(C)(7); and IWC Order 17, section 5 “Election Procedures” (H) Employees who express an opinion regarding an alternative workweek election or oppose or support its adoption or repeal are protected. Please note: Except for the Labor Commissioner’s enforcement of the California Equal Pay Act (Labor Code section 1197.5 noted above), the Department of Fair Employment and Housing (DFEH) maintains the authority to investigate complaints of discrimination (based on race, religion, sexual orientation, gender, national origin, etc.) in the areas of employment, housing, public accommodations and hate violence. The National Labor Relations Board (NLRB) investigates complaints of unfair labor practices by employers and unions.

Stagehand & Audiovisual Technician Tools A stagehand or technician's tool kit or workbox is often as unique as the person that owns it. As they learn new tricks or devise ways to overcome challenges, their tools and gadgets will demonstrate the breadth of their experience. Therefore, it's important to emphasi ze that this guide should only be used as a reference for new techs preparing their first kits or techs that are deciding their path of specialization. A good event professional will always verify the scope of work they are expected to accomplish and tool themselves accordingly.