Many major convention centers, hotels and theaters work with union labor. It isn’t a problem to solve. It’s part of the venue, and it pays to plan with it.
Mind the gray area
Not every venue has an official union contract, and that’s where it gets less clear. We recently worked in Fort Mason’s Gateway and Festival Pavilions in San Francisco. Neither holds a union contract, but there’s an assumed jurisdiction. Start the conversation with your labor broker or the union early. In our experience, doing so has led to flexible terms and real collaboration.
Know the rules
Rules vary from city to city and venue to venue: which trades handle what, minimum calls, meal breaks and overtime. Understand them well. Get the labor rules with the venue contract and build the schedule around them.
Give everyone the full picture
Before bidding out labor, have everything drawn and scheduled, even if some of it is based on assumptions. Then review the scope with your vendor leads and agree on recommended crew calls. Only then sit down with your broker or the union, so the conversation starts from real details.
Get hard quotes early and often
Hard quotes from your broker or the union are the only foolproof way to build an accurate budget. Doing this early also puts your call on everyone’s radar, so you’re more likely to get your must-haves and a crew filled with the best people.
Be realistic, not wishful
It’s no secret that working in union venues usually costs more. Discuss it with your clients and teams early to set expectations. Build in contingency, and don’t cut crew calls just to hit a number. Something always goes sideways on load-in, and a thin crew pays for it.
Keep things team-oriented
No matter where your crew comes from, the hierarchy and org chart should work the same way. Bring everyone into the fold and work the way you always do.
