TAG is now a national local, this means that our union will eventually need a National Executive Director once we hit 8,000 members. We will Implement a constitutional changes that ensure a National Director will be voted on and elected by the membership.

Our union doesn’t bargain its own healthcare plan and our members are falling out of the plan because of a lack of hours! We will form a taskforce laser-focused on agitating around TAG’s participation in bargaining our MPIPHP conditions during the Hollywood Basic Agreement.

Implementing meetings about the District Conventions and Quadrennial where members can tell Delegates how they want them to vote, what they want them to do, and more.

Fully open bargaining by 2027, where anyone in the bargaining unit can attend. 

Implementing Hybrid bargaining.

Negotiators will learn to bargain from UC Berkeley, UAW, and more - not just IATSE.

GMM emails will be a separate email (not buried in This Week At TAG).

GMM emails will include clear, concise agendas, with a means for rank-and-file members to add items.

Every other month, when GMMs are not happening, will we have a Town Hall open to all members regardless of status.

Minutes from GMMs and Business Representative reports will be published behind a locked login wall.

Creating a Shareable Google events calendar members can sync to their own calendar.

Quick recap of “Roberts Rules of Order” at the beginning of each GMM to teach members how they drive their union.

Creating a clear “Guest” role for attending meetings for members who are not in Good Standing.

Creating a Dues Deferral Program that will allow members to remain in Good Standing in times of hardship instead of being forced to go on Honorable Withdrawal.

Implementing Hardship Dues of $50/quarter if you have worked less than 120 union days in a prior quarter. Priority will go to members on Honorable Withdrawal, then will roll out to everyone.

Creating a Hardship Fund from RAD fund. Any dues increase must come with a certain percentage going to this fund.

Creating an Alternates category for Delegates that can sub-in for Delegates who can’t attend the District Conventions and Quadrennial.

Allowing reports on contract negotiations to be given at GMMs by an elected member of the studio’s negotiation committee.

Eliminate requirement that members must be in Good Standing to be members of a Committee.

Meeting individually with each staff member to assess how they see their role in TAG, how they want to grow within their role, and what they would like to see the union take on.

Every other month, the Executive Board will perform an all-hands with the TAG staff.

Staff will commit to next-gen leadership training to allow members to build up experience for future staff roles.

Staff will be have clearly-outlined goals in order to follow through on the investments that members make in themselves and their union. Benchmark progress updates on these goals can be assessed by soliciting feedback from members who work directly with staff.

Hiring next Organizer or Field Representative from our union’s rank and file.

Creating an Organizer Fellowship role. This will be a paid six month program geared towards hiring and training future TAG leaders. If this role is successful, this will later transition into a more consistent Organizer In Training role that is meant to last one year.