Track Changes and Updates

Click Here for the updated 2-page AICP Covid-19 Symptom Screening Questionnaire

• Click Here for the updated Screening Package (Questionnaire, Instructional Videos, Acknowledgment Form)
• Click Here for the updated Screening Questionnaire only

• The AICP COVID-19 Symptom Screening Questionnaire has been updated and now includes a question regarding vaccination status.
• The quarantine language has been reduced from 14 days to 10 days for those that test positive or come in close contact with a positive person

As we continue to provide practicable and safe approaches to all phases of production and post production, we issue the following updates informed by a wealth of past experience in some of the most challenging of times and input from our union counter parts of the IATSE, Directors Guild of America and Teamster (Local 399 and 817).

A constant since version 1 is the emphasis placed on remaining diligent in placing an unprecedented amount of thought and planning with steadfast attention to hygiene and sanitation to maintain safe and healthy work environments. By proactively articulating our resolve toward this goal, we hope to continue to inspire the confidence of all participants, as well as civic leaders and regulators. We want our industry to function with full confidence that we are doing so responsibly, taking into consideration every angle of keeping all personnel on our sets and in our facilities, safe.

Depending on the specifics of the work location, the composition of employees, and the overall conditions dictated by the rules of civil authorities, practical adjustments will have to be made using individual judgement. It is safe to assume that the way we approach work has forever been changed. With leadership and planning, we can approach this from a place of innovation rather than concession, finding new ways to work safely, efficiently, and effectively.

All facets of our business must ensure the level of safety for all involved, by all involved, and should never be compromised. We must be mindful and realistic about factors such as time and cost that will be affected by necessary diligence. While we are constantly developing new practices to dovetail with outside entities, communication and understanding of these new practices must foster confidence with all parties who are part of the process. Other entities that influence or establish employee-based rules (unions, OSHA, etc.) and government authorities (Federal, State, Local or Foreign) that will have varying degrees of oversight regarding how we congregate in offices, facilities and on-set will continue to challenge our approaches (e.g. size of groupings allowed). These factors will evolve, as will our practices, but the basic premise of working with the safety of individuals in mind, and respect for all those in the surrounding environments in which we work will be a constant—and will inherently prefigure any developing requirements.

These new practices will require patience and mutual respect. Each company will implement the following guidelines, as works best for differing scenarios. Experience by our membership leads to responsible behavior that must ultimately become second nature for all personnel.

Having produced thousands of commercials under the previous six versions of the guidelines first developed in late April of 2020, we all continue to learn. We've proven our commitment to the business and to each other and have proven our ability to adapt. While there can be no equivocating when it comes to maintaining a safe work environment, our industry is comprised of filmmaking professionals who have each other's backs, at every turn of a project, this dynamic is of even greater importance when it comes to health and safety. There will undoubtedly be times when an individual will need to be reminded that they can step off the set and go outside for some mask-less fresh air, there will be times when an individual will need to be reminded to check their distance from another individual, there will be times when an individual will need to be reminded to wash their hands or fix their PPE. Any amount of designated COVID personnel cannot be in all places at all times. Any participant on any production not only has the right to help correct something in need of correcting, they should feel compelled to and should be encouraged to take action by those in charge. This goes between departments, and it knows no rank. And, this should not be done from the position of anger or shame. This is us having each other’s backs in a time where the entire world needs to have each other’s backs.

For the foreseeable future, we will keep offering leadership and  guidance, with the goal of maintaining the responsible, productive industry we are so proud to be a part of.

AICP COVID-19 Symptom Screening page (Formerly AICP Gold Standard for Personnel Screening) updates:

• Updated Symptom Screening Questionnaire
  - Click Here for the updated Screening Package (Questionnaire, Instructional Videos, Acknowledgment Form)
  - Click Here for the updated Screening Questionnaire only

Implementing Advance Planning, Communication and Training:

• Call sheets should contain contact information for the COVID-19 Compliance Manager, as well as a mechanism for anonymous reporting.
• Any employee that does not receive a call sheet shall otherwise be notified by the employer of the contact information for the responsible COVID-19 Compliance Manager(s), as well as a mechanism for anonymous reporting.
• All personnel must be notified if they have been exposed to an individual who has exhibited symptoms of COVID-19 or who has tested positive for COVID-19.
• Limit the duration of workdays and excessive consecutive workdays whenever possible.
• Minimize use of crowd scenes or street scenes when a controlled flow of people is not possible.

HR Considerations:

• Consider the mental and physical health and wellness of all personnel during these unprecedented times. The implementation of mental health resources to support the wellness of those participating in a production may be necessary. Options could include:
  ○ Emotional support hotline
  ○ Telemedical health and behavioral health resources
  ○ Mindfulness training; and
  ○ Provision of online tools and resources.
• All personnel are encouraged to report problems, ask questions and suggest solutions to enhance the safety and productivity of the workspaces.
• Contact tracing and notification shall be performed as defined by the CDC or local government authority, whichever is stricter.

Symptom Identification and Personnel Screening:

• Temperature checks may be performed daily on a prescribed basis.

Exposure Reduction - Employer:

• Handwashing facilities with running water, soap and paper towels (dispensed using a non-touch system, if possible), adequate for the number of cast and crew, shall be available and accessible from the first day of work. Hand washing with soap and water is considered more effective than hand sanitizer in preventing the spread of COVID-19.
• Physical contact should be avoided, including shaking hands, “high fives,” fist or elbow bumps, or hugging.
• The COVID-19 Compliance Manager may pause production or other work activities if he/she identifies a COVID-19 health and safety concern (e.g., issues of non-compliance with the health and safety protocols and procedures), to advise the appropriate party and resolve the concern.
• Companies should provide proper ventilation, with HVAC systems that are regularly inspected and clean filters. Where practicable, the employer shall make reasonable efforts to utilize air filters with a minimum MERV 13 rating, or, in the alternative, implement CDC recommendations on air filtration in buildings.
• After equipment and equipment carts are cleaned, they should be covered when not in use.
• Communal tools and equipment shall be regularly cleaned as appropriate.
• All food prep/styling should occur in a designated and exclusive area, with only necessary personnel having access.
• Any Property Person handling food on set must follow all required food handling hygiene requirements.
• All employees shall have access to a clean water supply.

Exposure Reduction - All Personnel:

• All personnel should be trained on hand hygiene practices (washing for a minimum of 20 seconds of duration, scrubbing all surfaces).
  ○ Periodically attend to hand hygiene during the day and at the start and end of all scheduled breaks.
  ○ Hands should be washed or sanitized:
     ■ Upon arriving at the job site;
     ■ After blowing one’s nose, coughing, or sneezing;
     ■ After using the restroom;
     ■ Before and after eating or drinking;
     ■ After contact with animals or pets;
     ■ After handling shared equipment or objects;
     ■ After cleaning or disinfecting equipment, tools or workspaces; and
     ■ At other appropriate times throughout the workday.
• Visitors to set should be limited to those who are absolutely necessary. If visitors are provided access, they will be subject to the same guidance as other personnel, including the need for symptom screening and PPE requirements.
• Union representatives exercising their rights to visit workspaces will be subject to the safety guidelines required of a visitor.
• Employers shall provide all employees with face coverings to be worn at all times on the job site, except when eating, drinking, or when their job duties prevent them from doing so. Maintain personal hygiene and follow CDC advice (e.g. sneeze or cough into the elbow or tissue).
• Employees should label PPE with their name when doing so does not interfere with the efficacy of the PPE.
• When individual or rental cars are being utilized, crew members shall not transport other members of the crew, except that crew members may transport other members of the crew who reside with them.
• When working in trucks, "bullpen style" offices or other confined spaces, efforts should be made to maintain social distancing. Consider using plexiglass to create individual workspaces, if appropriate.
• Plans for sheltering during inclement weather should be designed to ensure proper social distancing.

Surface Transmission Mitigation - Employer:

• The COVID-19 Compliance Manager will determine, in consultation with department heads or departmental operations, the health and safety protocols that are necessary and appropriate for work, which may differ from those in this document.

Reduce Commonplace Touchpoints - Employer:

• Communal “buffet style” food service, including salad bars, trays of food, or any food service that requires sharing of utensils such as serving spoons or tongs, will not be permitted.

Art Department:

• After a prop has been cleaned and prepared for use by a performer, only members of the property department will touch the item before it is used. If someone who is not a member of the property department touches the item after it has been prepared, it should be cleaned before being used by the performer.
• Set pieces, props and surfaces on which or with which performers are working should be cleaned before and after use.
• Applicable food safety protocols for COVID-19 prevention must be followed when preparing food and beverage items for use on set.
• Stunt department or other appropriate personnel should disinfect stunt mats between users, per manufacturer protocols.
• Members of the property department must have clean hands to handle any costumes, accessories, props and other items
• Consider whether show-and-tell of a property should be done virtually (e.g., by photos) or at a dedicated table separate from the main property storage area.

Camera Department:

• A member of the camera crew should disinfect the eyepiece of a camera or any viewing mechanism before the eyepiece or viewing machine is used.

Catering / Crafts Servies:

• If there is no access to running water in close proximity to the entrance of any designated eating area, handwashing facilities and/or hand sanitizer must be readily accessible and shall be used when entering and leaving the area.
• All eating surfaces shall be cleaned and disinfected before and/or after use to ensure appropriately cleaned area.
• Personnel should not leave the job site to obtain food during the course of the workday.
• Off-production offices, meeting rooms and other workspaces should have infection control protocols for use, especially when used for providing impromptu meals, snacks and coffee. Likewise, break rooms, microwaves, dishes and food deliveries will require regular cleaning and physical distancing.
• If food is to be delivered to the job site, one or more individual(s) should be designated to receive the delivery. Appropriate PPE should be worn when interacting with the delivery person and hand hygiene should be performed after handling the delivery.
• Consider options for cast and crew to place orders ahead of time to minimize the amount of time they must wait in line. Consider addition of plexiglass (or similar) barriers between servers and cast and crew.
• Avoid using or sharing items such as menus or condiments such as salt and pepper shakers. These items should be disposable and single serve.

Hair & Make-Up:

• Special attention shall be given to ensuring proper ventilation in hair and make-up workspaces.
• Schedule time to perform applicable disinfecting protocols between performers. Mix foundation, powders, lipstick, etc. on a separate clean palette for each individual.
• After each use, non-disposable hairbrushes, combs and make-up brushes should be cleaned with appropriate disinfecting solutions. All supplies for performers should be kept in individual cast bags.
• Artists involved in quick changes and continuity re-sets shall plan their touch-up procedures before approaching the performer, including by consulting with the performer.
• Production should schedule make-up/hair tests to avoid overcrowding.

Handling of Equipment:

• Stunt body pads should be assigned for use by a single stunt performer or cleaned before being assigned to another stunt performer. A stunt performer may choose to bring his/her own stunt body pads for his/her own use on a production.
• The location shall provide sufficient space for performing planned production activities while adhering to physical distancing recommendations.
• Prioritize locations with access to hand-washing facilities. Provide ample mobile hand hygiene stations.
• Productions should avoid locations that recently have been occupied or used by people thought to be infected with COVID-19, if possible.
• If an occupied private home or building location is required for shooting, the non-production occupants should be asked about signs/ symptoms of COVID-19 and should vacate the premises for proper cleaning and sanitizing prior to pre-production crew and production cast and crew entering the facility.
• Productions shall select buildings that can be easily and effectively cleaned and that provide sufficient space for performing planned production activities while adhering to physical distancing recommendations.
• Allow adequate ventilation of indoor locations.

Sound Department:

• Headsets, ear-pieces, IFB, hand mics and all communication equipment should be dedicated to a specific person or cleaned prior to a change in users

Travel:

• Employer shall notify employees as to any quarantine orders in effect.
• Employer shall review individual airport and airline requirements for the use of face coverings or other PPE.
• Identify local medical personnel in advance that could assist with care of cast and crew in the event of COVID-19 symptoms.
• Production shall monitor local outbreaks and trends, including local public health guidance and restrictions on travel to and from the U.S., and keep cast and crew informed as appropriate.
• Whenever possible, those traveling for productions should not bring family members or other non-essential personnel.
• Air travel shall be booked only on aviation suppliers (airlines) whose policies comply with the Federal Aviation Administration’s regulations with respect to COVID-19.

Wardrobe Department:

• Members of the costume department must have clean hands to handle any costumes, accessories and other items.
• Wear PPE when preparing the wardrobe.
• Advance planning should be employed to avoid overcrowding in costume and wardrobe areas.
• Whenever possible, performers should maintain appropriate physical distancing from other performers and costume staff when receiving a costume or item.
• Personal clothing items used as costumes, or personal items of above-the-line personnel should not be prepped (e.g., steamed, ironed, etc.) without first being cleaned, if practical. Background actors who are asked to bring personal clothing to be used on camera must bring clean clothing.
• All wardrobe items must be properly disinfected with appropriate EPA-registered disinfecting methods and supplies with a claim against SARS-CoV-2 before they are provided to a performer; however, items with unique cleaning requirements that cannot be disinfected with such methods or supplies will be cleaned in the customary manner before being provided to the performer.
• When dealing with items likely to be degraded by steam/hot washing, production may "quarantine" the item for an appropriate period of time as an alternative disinfecting method.

Unions & Guilds:

The following verbiage was added:
The Union will be notified promptly when employees test positive for COVID-19 or are being asked to return to a worksite that was shut down due to COVID-19 and shall be given the opportunity to address any concerns.

As we intelligently and cautiously ramp up live action commercials, we continue to provide practicable and safe approaches to all phases of production and post production. To this end, this document has been created and updated, and will continue to be.

A constant since version 1 is the emphasis placed on remaining diligent in placing an unprecedented amount of thought and planning with steadfast attention to hygiene and sanitation to maintain safe and healthy work environments. By proactively articulating our resolve toward this goal, we hope to continue to inspire the confidence of all participants, as well as civic leaders and regulators. We want our industry to function with full confidence that we are doing so responsibly, taking into consideration every angle of keeping all personnel on our sets and in our facilities, safe.

Depending on the specifics of the work location, the composition of employees, and the overall conditions dictated by the rules of civil authorities, practical adjustments will have to be made using individual judgement. It is safe to assume that the way we approach work has forever been changed. With leadership and planning, we can approach this from a place of innovation rather than concession, finding new ways to work safely, efficiently, and effectively.

All facets of our business must ensure the level of safety for all involved, by all involved, and should never be compromised. We must be mindful and realistic about factors such as time and cost that will be affected by necessary diligence. While we are constantly developing new practices to dovetail with outside entities, communication and understanding of these new practices must foster confidence with all parties who are part of  the process. Other entities that influence or establish employee-based rules (unions, OSHA, etc.) and government authorities (Federal, State, Local or Foreign) that will have varying degrees of oversight regarding how we congregate in offices, facilities and on-set will continue to challenge our approaches (e.g. size of groupings allowed). These factors will evolve, as will our practices, but the basic premise of working with the safety of individuals in mind, and respect for all those in the surrounding environments in which we work will be a constant—and will inherently prefigure any developing requirements.

One thing is for sure: planning to work with the fewest number of people in close proximity to each other will not only put evolving rules at the forefront of our minds, but it will create a sense of confidence amongst participants that safety measures are in place, and are of paramount concern to us.

These new practices will require patience and mutual respect. Each company will implement the following guidelines, as works best for differing scenarios. Experience by our membership leads to responsible behavior that will ultimately become second nature for all personnel.

Having produced hundreds of commercials under the previous five versions of the guidelines since late April, we all continue to learn. We've proven our commitment to the business and to each other and have proven our ability to adapt. While there can be no equivocating when it comes to maintaining a safe work environment, our industry is comprised of filmmaking professionals who have each other's backs, at every turn of a project, this dynamic is of even greater importance when it comes to health and safety. There will undoubtedly be times when an individual will need to be reminded that they can step off the set and go outside for some mask-less fresh air, there will be times when an individual will need to be reminded to check their distance from another individual, there will be times when an individual will need to be reminded to wash their hands or fix their PPE. Any amount of designated COVID personnel cannot be in all places at all times. Any participant on any production not only has the right to help correct something in need of correcting, they should feel compelled to and should be encouraged to take action by those in charge. This goes between departments, and it knows no rank. And, this should not be done from the position of anger or shame. This is us having each other’s backs in a time where the entire world needs to have each other’s backs.

For the foreseeable future, we will keep offering insights and commonsense guidance, with the goal of maintaining the responsible, productive industry we are so proud to be a part of.

COVID-19 WORKPLACE GUIDELINES AND CONSIDERATIONS
Version 6 - Last Updated 9/07/20 (Click Here for PDF Version)

• Try to book production company and post production company with as much lead time as possible to make sure all needs specific to the project can be attended to and scheduling thought out to  ensure safety measures can be met adequately (e.g.. any specific testing) or that props and specific equipment can be sourced.
• Costs for complying with workplace guidelines should be clearly delineated in the bid.
• Work should be planned to minimize COVID-19 related disruption risks so far as it is reasonably practicable to do so. However, no amount of planning can fully mitigate risks.  It should be understood that additional measures will require an approved overage.  For COVID-19 related risks, Agency / Client should:
  ○ Maintain contingencies for non-insurable COVID-19 related costs such as:
      ■ Additional production costs (e.g. locations become unavailable, duplication of crew required due to sickness, transmission failure, etc.)
      ■ Non-production related costs (e.g. regulations change, costs for quarantining crew are incurred, etc.).
      ■ Cancellation, postponement, and force majeure.
  ○ Reasonably approve replacement of key personnel (director, artist or talent) in the event they are unable to work due to COVID-19 exposure or infection or possible risk thereof.
  ○ Include in agreement with the Company that the Agency and/or Client is responsible for COVID-19 related costs in the likely event such costs are not covered by insurance.
• If Agency/Client are attending remotely, or if the project is to be completed remotely, cyber liability insurance should be in place (by way of wrap-up or individually acquired policy) to cover any data security breaches, and any delays due to connectivity should be treated as an overage.

• Click here to view detailed information recommended by IATSE Local 44 Set Decorators.
• Click here to view detailed information recommended by IATSE Local 44 Food Stylists.
• Click here to view letter from IATSE Local 44 to our member companies.

Camera Department:

• Click here to view detailed recommendations from IATSE Local 600.

Hair & Make-Up:

• Click here to view detailed recommendations from IASTE Local 706
• Click here to view detailed recommendations from IASTE Local 798

Sound Department:

• Click here to view detailed recommendations from IASTE Local 695

Transportation Department:

• Consider type of vehicle when determining number of persons allowed:
  ○ One person per row
  ○ Truck cab with a second row: Driver plus passenger in back on opposite side
  ○ Cube Truck: Driver only
  Golf Cart: Driver plus one person in back.
• Vehicles should have non-toxic disinfectants and appropriate disposal readily available.
• The following high-touch surfaces should be cleaned:
  ○ Door handles (inside and out)
  ○ Steering wheels, gear shift levers, signaling levers, air conditioning controls, and any other items the driver touches regularly
  ○ Seats, if they are made of a wipeable material such as vinyl. Fabric surfaces should not be wiped.
  ○ Seat belt buckles
• If physical distancing cannot be maintained and/or a trip of more than 15 minutes duration is anticipated, consider use of face shields (in addition to masks) for passengers and driver.
• Passengers should not sit in the front seat next to the driver.
• Passengers should not sit directly next to each other in a vehicle whenever possible. If spacing allows, ideally only one passenger should be in a row and should stagger seating diagonally, so they are not directly in front of or behind the passenger in the next row.
• Adjust practices to encourage physical distancing, such as staggering start times for drivers, to prevent crowding at pickup/drop-off locations.
• If staff need to travel between workplaces in vehicles such as vans, maintain physical distance wherever possible. Larger vehicles may be able to accommodate physical distancing by using a seat configuration that maximizes distance between people.
• One person per seat row in all vehicles (e.g. 5 including driver in 15 pass).
• In multi-passenger vehicles such as vans or buses, load the vehicle from back to front, and unload from front to back. The driver should be the last one to board.

Domestic Travel:

• Review state guidelines for travel restrictions or quarantine requirements. Links to state COVID-19 websites and information on travel, quarantine, and other orders are available via the Association of State and Territorial Health Officers.

International Travel:

• Review the U.S. State Department Travel Advisory for your intended destination, as well as the COVID-19 Country Specific Information.

HR Considerations:

• Identify person(s) responsible for COVID support and management.
  ○ Office: Person(s) assigned by company managers
  ○ Set: Person(s) assigned by Producer
• All personnel should be contacted if they were determined to have been in close contact with an individual confirmed with COVID-19.

Symptom Identification and Personal Screening:

• Currently, reliable testing with timely results for active cases is not readily available on-site, and varies geographically. Therefore, symptomatic polling is the most reliable screening process.
• In addition, many use periodic temperature taking as an easy form of identifying possible infection. While this is not a fail safe measure, it can be an effective way of identifying a symptomatic person who did not report a fever at the time of reporting via screening or check in.

Development of Symptoms:

• The CDC’s current Symptom-Based Strategy is recommended, which at this time calls for:
  ○ At least 24 hours have passed since recovery defined as resolution of fever without the use of fever-reducing medications and improvement in respiratory symptoms (e.g., cough, shortness of breath).

The AICP Gold Standard for Personnel Screening was added on June 1st, 2020.

HR Considerations:

• Consider the health and wellness of all personnel during these unprecedented times.
• Establish responsible policies for personnel to self-diagnose health symptoms and report to a designated Compliance Assistant.
  ○ Office: Existing Injury and Illness Prevention Program (IIPP) Administrator
  ○ Set: Person sourced by the production team
• Consider Policies for personnel traveling — locally and long distance.
• All personnel (in addition to those hired by Agency / Client i.e. talent) to provide contacts for family / household in case of emergency.
• All personnel should be contacted subsequently in the event that fellow workers or talent are found to have contracted COVID-19 within two weeks following possible exposure.
• Review any established Paid Time Off policy for conformity with new state and federal requirements.

Symptom Identification and Personal Screening:

• All personnel will be required to participate in daily symptom monitoring prior to arriving on set or their workplace.
• Some ways to fulfill this requirement are:
  ○ Electronic survey, which can be pushed to a mobile device. This then provides personnel with an electronic certificate, which they show to gain entry to the building, set, or location.
  ○ Manual screening by designated individual using checklist (if on set, done by, or coordinated with the Medic) prior to personnel entering the workplace.
• Americans with Disability Act (ADA) conformity:
  ○ All employees should be subject to the same screening, after a conditional offer of employment.
  ○ In accordance with the ADA and other applicable laws, only a designated person(s) may be privy to medical information provided by personnel. All such information must be stored separately from the employee’s personnel records and be held in the strictest confidence.
• Please note, when working at a rented facility (e.g. studio lot, stage), there may be specific requirements for screening and it may be performed by designated individuals employed by the facility.
• Currently, testing for active cases is not available on-site. In addition, testing such as antibody testing and temperature taking are not reliable screening indicators — therefore, using symptomatic polling is the most reliable screening process.

Development of Symptoms:

• All personnel are expected to immediately report to a designated person(s) at the workplace if they are experiencing symptoms of COVID-19.
• Designated person(s) must know symptoms, protocols to process symptomatic individuals.
• Anyone showing symptoms of COVID-19 will be asked to leave immediately, and return home.
• If any personnel develop symptoms of COVID-19, they must not go to work and should immediately contact their healthcare provider, and their direct supervisor as soon as practicable.
• Anyone who reports to work with symptoms of COVID-19 will be instructed to return home and contact their healthcare provider.
• Persons diagnosed with COVID-19 must follow CDC-recommended steps. They should not return to work until the following conditions have been satisfied:
  ○ The CDC’s current Symptom-Based Strategy is recommended, which at this time calls for:
      ■ At least 3 days (72 hours) have passed since recovery defined as resolution of fever without the use of fever-reducing medications and improvement in respiratory symptoms (e.g., cough, shortness of breath).
      ■ At least 10 days have passed since the symptoms first appeared.
      ■ A person who has tested positive for COVID-19 and has been hospitalized may return to work only when their healthcare provider advises them to do so.
• Persons who have not had COVID-19 symptoms but who tested positive and are under isolation should follow the CDC’s time-based strategy:
      ■ At least 10 days have passed since the date of their first positive COVID-19 diagnostic test, assuming they have not subsequently developed symptoms since their positive test.
      ■ If they develop symptoms, then the symptom-based strategy should be used.
• Doctor’s notes are not required to return to work as long as the individual meets the CDC criteria listed.
• If any personnel have come into close contact with someone who has tested positive for COVID-19, they must not go to work and should contact their healthcare provider, and direct supervisor or designated person as soon as possible. Local public health guidance for quarantine (14 days) will be followed. “Close contact” will be defined per CDC guidance as within six foot for more than a few minutes’ time.
• If any personnel is confirmed to have COVID-19, employers should inform fellow employees of their possible exposure to COVID-19 in the workplace, but maintain confidentiality as required by the ADA.

Additions to Exposure Reduction - Employer:

• High touch points and equipment should be regularly wiped down during the day.
• Consider having a designated person in the role of a Compliance Assistant to support in maintaining best practices suitable for your worksite(s).
  ○ This individual should be trained on health and safety precautions, policies and procedures related to COVID-19 prevention, infection prevention practices including disinfection, and PPE.
  ○ This individual should be present at all times during work hours.
  ○ The designated individual(s) will oversee and monitor physical distancing, symptom monitoring, disinfecting protocols, and PPE compliance.
  ○ All personnel should know who the designated person(s) is and how to contact them.

Addition to Surface Transmission Mitigation - Employer:

• EPA-approved disinfectant with a claim against SARS-CoV-2 should be widely available at the workplace.

• Follow all public health regulations regarding the delivery, handling, preparation, and distribution of food, including use of appropriate food service PPE, safe food temperatures, etc.

• Hands should be cleaned before and after handling props, accessories, and other items.

• Set medics should be trained to recognize symptoms of COVID-19 and procedures related to individuals who show symptoms.

• PPE should be worn for the duration of person-to-person contact.
• If you reside in a city, county or state with a stay-at-home order in effect, you should abide by the legal ordinance(s) governing your jurisdiction.
• Review individual airport and airline requirements for the use of face coverings or other PPE.

Domestic Travel

• Review state guidelines for travel restrictions or quarantine requirements. A list of opening states is available on our blog.
• Review CDC guidelines and considerations for domestic travel.

International Travel

• The U.S. State Department has a Global Do Not Travel Advisory in effect for U.S. citizens.
• Travel may be severely disrupted, and you may be forced to remain outside of the United States for an indefinite time frame with limited assistance from the U.S. Government.
• Review the U.S. Embassy website of the country you plan to travel to in order to determine if there are any entry restrictions or quarantine requirements for U.S. citizens.
• For travelers returning to the U.S., review U.S. Department of Homeland Security guidelines, entry restrictions and quarantine requirements.
• Review CDC health advisories and travel recommendations by country.
• Review CDC guidelines for returning from international travel.
• Review any World Health Organization (WHO) specific guidance for countries/regions you will be visiting.

Additions to General Practices for All Worksites - Exposure Reduction - Employer:

• Monitor country, state and local ordinances for disease control and implement local and national regulations before and during production.
• Encourage a work from home strategy when possible.
• Consider shifting work day start and end times to avoid rush hour commutes, congestion in elevators, lobbies and studio common areas.
• Consider having a designated person in the role of Compliance Coordinator to assist in maintaining best practices suitable for your worksite(s).

Additions to Production Specific Department Guidance
Casting:

• Consider backups for each role when making final cast selections.

Handling of Equipment:

• Check gear in a separate space to avoid cross contamination, when possible.

Wardrobe Department:

• Stagger talent appointments for fittings
• Use of antimicrobial floor mats and surfaces treated with bio-barrier coatings.

Addition to General Practices for All Worksites - Exposure Reduction - Employer:

• Employers may conduct basic testing and request COVID-19 related health history/information from current or prospective employees. All Employers should familiarize themselves with the US Equal Employment Opportunity Commission rules in this simple Q&A to create company policy and procedures for each work environment.