Good News from SAG-AFTRA

By Suzanne Burkhead
SAG-AFTRA National Board Member

We’re all aware that there are members who have solid earnings but are still falling short of qualifying for union health coverage because those earnings are being split between SAG and AFTRA contracts. Although there have always been participants that have had employer contributions made to both plans, the split in those contributions has been aggravated in recent years by shifts in the industry that have resulted in increasing numbers of participants who have sufficient joint earnings, but are not qualifying for either plan.

In a first move that will help many members in that position, the SAG Health Plan Trustees announced that beginning July 1, 2014, members with earnings under SAG-AFTRA contracts who do not qualify for health coverage under either the AFTRA or the SAG health plans may be able to combine their earnings reportable to each plan in order to meet the dollar earnings requirement for Plan II eligibility (currently $15,100). This means that beginning with the base earnings period of April 2013 through March 31, 2014, earnings reported to both plans may under certain circumstances be combined to meet the dollar threshold to qualify for Plan II under the SAG Health Plan.

Although this is only a first step, the SAG P&H and AFTRA H&R Trustees are actively exploring additional options to qualify the greatest possible number of participants for health coverage through SAG-AFTRA work. Both plans are putting special focus on the possibility of creating a single health plan to cover all eligible participants working under SAG-AFTRA contracts. The union will do whatever we can to encourage and support the efforts of the plans.

In other good news, have you noticed that your residual checks are getting to you faster than before? Residuals processing time has been improved greatly, and technology and process improvements will help staff keep on top of the volume moving forward.

SAG-AFTRA has released the first-ever Personal Manager Code of Ethics and Conduct. The goal in developing this code is to establish a framework of mutually agreeable principles and practices related to representation of performers by personal managers. This voluntary agreement is designed to promote honest and ethical relationships between the union’s members and the managers they choose to represent them.

I am at your service as your national board member. Please feel free to contact me with your ideas and concerns.