Proposed Saskatchewan standards
Sask Film Safety’s position on working conditions, with references for each expectation.
The working conditions we advocate for
These points state Sask Film Safety’s position. They are not a certification, a negotiated Saskatchewan agreement or a claim that every item is already required by law.
Some overlap with legal duties. Others need to be written into a booking or collective agreement. The references under each point show the difference.
A written rate with an actual end to the day
Put the covered hours, overtime, meal treatment and payment date in the booking. A day rate is not an unlimited call.
References for this expectation
General overtime information (opens in a new tab)
Saskatchewan employment standards
Being paid a flat amount does not by itself remove an eligible employee’s overtime entitlement.
Passage, source date & limits
General Overtime Information, opening explanation (third paragraph)
“Employees who are paid in some manner other than an hourly rate are still entitled to overtime.”
Coverage and exemptions still matter. A genuine self-employed contractor is not automatically covered.
Government of Saskatchewan · Checked Nov 11, 2026
B.C. Council of Film Unions Master Agreement, 2025–2028 (opens in a new tab)
Covered BCCFU crew; ordinary days 1–5
Ordinary days 1–5: 1.5× after 8 paid hours, 2× after 12, 3× after 15.
Passage, source date & limits
Article 4.06(a)–(c), printed p. 19
Minimum calls, sixth/seventh days, holidays, over-scale arrangements and special categories have other provisions.
BCCFU / negotiating producers · Checked Nov 11, 2026 · PDF page 28
All assigned work goes on the record
Prep, loading and wrap should not disappear because the camera was not rolling. Keep kit hire and expenses separate from wages.
References for this expectation
General overtime information (opens in a new tab)
Saskatchewan employment standards
The guidance includes work an employer knows, or reasonably ought to know, is happening and does not stop.
Passage, source date & limits
“Permitted to Work”
Keep actual times and the instructions you received. Ordinary commuting and work travel need separate consideration.
Government of Saskatchewan · Checked Nov 11, 2026
Food, breaks and somewhere to warm up
Plan them before the crew arrives. Do not turn basic needs into a reward for staying on schedule.
References for this expectation
Work schedules, meal breaks & rest (opens in a new tab)
Saskatchewan employment standards
Most employees get at least 30 minutes within five hours. Required work or availability during a meal is paid time.
Passage, source date & limits
2. Meal Breaks
“the employee must be paid for the time”
Exceptions and permitted variations exist. A contractual meal penalty is a separate question.
Government of Saskatchewan · Checked Nov 11, 2026
B.C. Council of Film Unions Master Agreement, 2025–2028 (opens in a new tab)
Covered BCCFU crew
Sets meal scheduling, break length and late-meal payments. The ordinary first-meal interval is six hours.
Passage, source date & limits
Articles 6.01–6.04, printed pp. 25–26
Special meal schedules and department provisions exist. This is not Saskatchewan’s statutory meal-break interval.
BCCFU / negotiating producers · Checked Nov 11, 2026 · PDF page 34
Rest and a safe way home
Build a workable turnaround into the schedule. When someone cannot safely drive, deal with that before sending them away.
References for this expectation
Driver condition: fatigue (opens in a new tab)
Saskatchewan driver guidance
SGI identifies long days, night work and inadequate rest as driving-fatigue concerns.
Passage, source date & limits
Driver condition → Fatigue
A rest-period minimum or an overtime payment does not establish that someone is fit to drive.
SGI · Checked Nov 11, 2026
NABET 700-M / CMPA Collective Agreement, 2025–2027 (opens in a new tab)
Covered NABET Ontario technicians
Sets at least ten hours between calls, with turnaround payments and weekend rules.
Passage, source date & limits
Article 14.9, printed pp. 21–22
Nearby-location rules can require more rest; read Article 9.7(j) as well.
NABET 700-M UNIFOR / CMPA · Checked Nov 11, 2026 · PDF page 22
Training before the task
Do not use the newest person as the workaround for missing skills, supervision or equipment.
References for this expectation
Duties and rights of workers (opens in a new tab)
Saskatchewan OHS
Lack of training, equipment or experience can be grounds for an unusually-dangerous-work concern. The page sets out the refusal process.
Passage, source date & limits
Right to Refuse; Steps for Refusing Unusually Dangerous Work; Employment Act s. 3-31
“not properly trained, equipped, or experienced”
A concern and a formal work refusal are not the same thing. Use the official process; move clear of immediate danger and call 911 for an emergency.
Government of Saskatchewan · Checked Nov 11, 2026
No surprise intimacy or physical risk
Explain the work before booking it. Discuss changes without an audience or a threat to the person’s job.
References for this expectation
ACTRA Independent Production Agreement, 2025–2027 (opens in a new tab)
Covered IPA performers
Within the nudity and sex-act provisions, A2402(b) addresses refusal of work absent from the contract. A2404 covers intimacy-coordinator requests.
Passage, source date & limits
A2402(b), printed p. 68; A2404, printed p. 69
“Performers may refuse to do anything not specified in the Performer’s contract”
A24 concerns nudity and sex acts. A changed kiss may involve other terms; ask ACTRA what applies. These protections are not automatic on a non-IPA job.
ACTRA / CMPA / AQPM · Checked Nov 11, 2026 · PDF page 79
ACTRA Independent Production Agreement, 2025–2027 (opens in a new tab)
Covered IPA stunt work
Stunt contracts specify the action, performer agreement and fee. Separate provisions address safety and protection.
Passage, source date & limits
A2604, printed p. 73; A2608, printed p. 74
ACTRA / CMPA / AQPM · Checked Nov 11, 2026 · PDF page 84
A concern gets an answer, not a threat
Give people a reporting route that does not depend on pleasing the person they are concerned about.
References for this expectation
Bullying and harassment in the workplace (opens in a new tab)
Saskatchewan OHS
The province says employers must have a harassment policy and investigate incidents. The page explains reporting options.
Passage, source date & limits
2. Creating a Harassment-free Workplace → Implementing a harassment policy; 3. Reporting Harassment
The legal definition and complaint route depend on the facts. You can ask for advice before deciding whether to make a complaint.
Government of Saskatchewan · Checked Nov 11, 2026
Discriminatory action after a safety concern (opens in a new tab)
Saskatchewan OHS
The page explains protections against discriminatory action for specified safety-related activity, and where to ask for help.
Passage, source date & limits
The Saskatchewan Employment Act, section 3-35
Protection in law does not guarantee that speaking up will be risk-free or anonymous. Ask how a complaint and your identity will be handled.
Government of Saskatchewan · Checked Nov 11, 2026
Use these points in a booking conversation, a department discussion or a negotiation. Do not use this page as a production’s “safety approved” badge.
What to include in a day-rate agreement