Picture This has provided the best crews for broadcast and corporate productions taking place locally and around the world for over 25 years. Our pool of talented professionals allow us to place the right crew with the right project.

Day rates are based on a 10 hour day and will follow OMPA (Oregon Media Production Association) guidelines. Picture This is required to employ all freelancers who do not qualify as independent contractors according to the federal and state guidelines. Our payroll management fee is 18% of total labor. This covers workers comp., payroll liabilities (i.e.., SS, Medicare, matching federal and state taxes,
unemployment taxes) and payroll processing. See Federal and State guidelines at the bottom of this page.

Thereʼs a reason why weʼre still crewing after 25 years. Keep Reading.

"Perry – you and your team were awesome. I am very excited by the results of all four projects. This should provide video content for us for months to come. THX." - Andy, Chicago, IL

"Thanks for your prompt and friendly service! We'll be back in Portland in March, I'll be sure to give you a call." Tacia V., Vancouver, BC

"Best crew I have worked with on this project." - Producer MD "A Day in the Life", Austin, Texas

"Thanks or all your help with our production. Everything was a success and the operator that was sent was great to work with. Thanks so much!" - Christina L., Roseville, Oregon

"I just want to thank you for having us in for the last week, everything went off without a hitch and everyone was pleased with the Picture This experience. Thanks for everything and hopefully we'll see you again soon." - Rob T., Portland OR

"They were both great!!!!!!!!! Awesome!!!!!!!! I don't give out unwarranted compliments but for sure when
we come back I want these guys again (and extra time to shoot). Thanks." - Scott B., Kansas City, MO

"Just wanted to let you know everything went well for the shoot. We only shot a day and a half as opposed to the two days. Your prompter operator was great!! Will definitely ask him to work with me again. Thanks again for your help!" - Rochelle A., Portland, OR

"By the way, Jessie loved working with your DP. I understand it was a "challenging" environment but the
crew rose to the occasion with professionalism and grace. Thanks! Please be sure and pass on our
appreciation to them!" - Cathleen O., Somerville, MA

"Thanks again for making everything run so smooth for our testimonial shoots on your stage. I appreciate all the planning and logistical help that you provide – and going above and beyond to help us out with casting! The crews were very professional and all of the equipment was in great working order. Your Stage Manager was also a great help and very responsive to all our equipment needs. We'll certainly continue to work with Picture This on future projects." - Sara A., Portland, Oregon

Producer / Technician

Employer/Employee
It is assumed throughout the body of this section of the guidelines that an employer/employee relationship exists between the producer and the technician. If it is believed that this is not the case, there is appended at the end of this document both state and the federal guidelines to aid in determining whether an employer/employee or an independent subcontractor relationship exists.

Rates
Rates are based on a 10-hour day and set by the technician. "Work time," that part of the day in which the technician may charge for his or her time, shall begin at the call time (or under conditions discussed in section 3) and shall end when the technician has discharged all duties for the day. Minimum call, 5 hours or less of work time, shall be billed at 60% of the day rate. Hourly straight-time rates are determined by dividing the technician's daily rate by 10.

Overtime rates are according to the following schedule:

Monday-Saturday
10-12 hours @ hourly x 1.5
12-18 hours @ hourly x 2.0
over 18 hours @ hourly x 3.0

Sunday
1.5 x Monday-Saturday rates

Holidays
1.5 x Monday-Saturday rates
• New Years Day
• Washington's Birthday
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas

If the workday commences between the hours of 2 p.m. and 12 midnight and extends beyond midnight, or if it commences between 12 midnight and 5 a.m., the technician shall be paid an additional 15% of his or her gross wages.

Those required to work a split shift shall be paid straight hourly time for the period between those shifts; however, only those hours actually spent in production shall be counted toward overtime.

"Prevailing rate" shall be defined as the technician's applicable daily rate with the addition of any penalties for overtime.

Scheduling
Postponement of Confirmed Days. Postponements will not be charged providing the technician is given notice of such postponement at least 12 hours prior to the intended call time and the project is rescheduled within 10 calendar days. If insufficient notice is given or rescheduling does not take place, cancellation policy will apply.

Cancellation of Confirmed Days. Cancellations made less than 48 hours before shoot time will be charged a minimum call for labor and 50% of the day rate for equipment for all confirmed days, not to exceed 10 confirmed days. Additionally, the technician shall be reimbursed for all out-of-pocket expenses.

Weather/Contingency. Work held up due to weather, illness, absence of irreplaceable production members, or other conditions beyond the control of the production company shall be billed as follows:
1. Minimum call if technician is released for day (or night).
2. Time spent by the technician who is required to wait for weather/contingency
situations to change shall be considered as work time and be billed at full rates.
3. All direct and out-of-pocket expenses shall be reimbursed.
4. Equipment held under such conditions shall be billed at full rates.
5. If work is not resumed at the end of the contingent situation, postponement and/or cancellation conditions apply.

Travel time
Travel to and from work in the area within a 25 mile radius of City Hall shall not be considered as work time. Travel outside the 25 mile radius on a day when no production occurs shall be billed at the straight hourly rate set by the contractor, shall begin upon commencement of travel, and shall not constitute less than a minimum call (see Section 1).Travel time outside the 25 mile radius on a day in which production does occur shall be considered as work time. Such work time will commence at the 25 mile point and cease upon re-entering the 25 mile zone. The prevailing rate shall be applicable until the 25 mile zone is re-entered. Personnel required to drive production vehicles, regardless of what that vehicle is or who is the owner, shall have their work day begin at the commencement of travel in said vehicles and end when all duties have been discharged for the day.

Distant locations
At a distant location (one outside the 25 mile zone and where the technician is lodged for
the night), lodging shall be provided to the technician by the producer. When available, single
room accommodations shall be required. The producer shall provide meals or a per diem
commensurate with the standard of living in the area.

Meals
The first meal break shall commence no sooner than 4 hours and no later than 6 hours from the beginning of the workday. There shall be no less than 4 nor more than 6 hours from the end of the preceding meal break and each subsequent meal break. A meal break shall be no less than 30 minutes, nor more than one hour in length. If the meal break occurs in less than 4 hours, the whole meal period shall be considered as work time. No employee shall be required to work during a meal break. If restaurant facilities are not reasonably available when on location, the producer agrees to provide a well-balanced meal at no charge. The meal period shall not be considered as work time. A grace period of 15 minutes to complete the shot in progress shall be allowed so long as all department heads are notified in advance. If no meal break occurs after this grace period, penalties shall continue to accrue from the point at which the 6 hour period was exceeded. The producer will be assessed a penalty according to the following schedule for each 30 minute period (or fraction thereof) of work exceeding the 6 hours between meals:
• first half hour - $7.50
• second half hour - $10.00
• third & subsequent half hours - $12.50

If more than one meal occurs in a work day, then all additional meals shall be hot meals.

Turnaround
There shall be no less than 10 hours between the completion of the work time on one day and the commencement of work time on the next day, for the same project. Commencement of work time in less that 10 hours shall result in a penalty, in addition to the prevailing rate, according to the following schedule:
• 0-5 hrs. - $50/hr
• 5-10 hrs. - $25/hr.

Scheduling
Postponement of Confirmed Days. Postponements will not be charged providing the project is rescheduled within 10 calendar days. If rescheduling does not take place, cancellation policy will apply. Any out-of-pocket or non-recoupable expenses due to postponement shall be billed in addition to quoted job costs (e.g., equipment rentals, shipping costs, etc.).

Cancellation of Confirmed Days. Cancellations made less than 48 hours before shoot time will be charged all out-of-pocket expenses plus mark-up plus all appropriate in-house expenses incurred by the production company. Cancellations made less than 48 hours before shoot time will be charged all out-of-pocket expenses plus a minimum call for all scheduled crew for all confirmed days, not to exceed 10 confirmed days, 1.5 day rate for equipment, plus all appropriate in-house expenses and mark-up.

Weather/Contingency. Work held up due to weather, illness, absence of irreplaceable production members or other conditions beyond the control of the production company shall be billed as follows:
1. Minimum call if contractor is released for day (or night).
2. Time spent by the contractor who is required to wait for weather/contingency
situations to change shall be considered as work time and be billed at full rate.
3. All direct and out-of-pocket expenses shall be reimbursed.
4. Equipment held under such conditions shall be billed at full rates.
5. If work is not resumed at the end of the contingent situation, postponement and/or
cancellation conditions apply

Employee or Independent Contractor (Federal)
Under common law rules, every individual who performs services that are subject to the will and control of an employer, as to both what must be done and how it must be done, is an employee. It does not matter that the employer allows the employee discretion and freedom of action, so long as the employer has the legal right to control both the method and the result of the services. An employer must generally withhold income taxes, withhold and pay social security taxes, and pay unemployment taxes on wages paid to an employee. An employer does not generally have to withhold or pay any taxes on payments to independent contractors.

The 20 factors listed below have been identified to help indicate whether sufficient control is present to establish an employer/employee relationship. The degree of importance of each factor varies depending on the occupation and the context in which the services are performed.
1. Instructions. An employee is required to comply with instructions about when, where and how to work. Even if no instructions are given, the control factor is present if the employer has the right to give instructions.
2. Training. An employee is trained to perform services in a particular manner. Independent contractors ordinarily use their own methods and receive no training from the purchasers of their services.
3. Integration. An employee's services are integrated into the business operations because the services are important to the success or continuation of the business. This shows that the employee is subject to direction and control.
4. Services rendered personally. An employee renders services personally. This shows that the employer is interested in the methods as well as the results.
5. Hiring assistants. An employee works for an employer that hires, supervises and pays assistants. An independent contractor hires, supervises and pays assistants under a contract that requires him or her to provide materials and labor and to be responsible only for the result.
6. Continuing relationship. An employee has a continuing relationship with an employer. This indicates that an employer/employee relationship exists. A continuing relationship may exist where work is performed at frequently recurring although irregular intervals.
7. Set hours of work. An employee has set hours of work established by an employer. An independent contractor is the master of his or her own time.8. Full-time work. An employee normally works full time for an employer. An independent contractor can work when and for whom he or she chooses.
9. Work done on premises. An employee works on the premises of an employer, or works on a route or at a location designated by an employer.
10. Order or sequence set. An employee must perform services in the order or sequence set by an employer.
11. Reports. An employee submits reports to an employer. This shows that the employee must account to the employer for his or her actions.
12. Payments. An employee is paid by the hour, week or month. An independent contractor is paid by the job or on a straight commission.
13. Expenses. An employee's business and travel expenses are paid by an employer. This shows that the employee is subject to regulation and control.
14. Tools and materials. An employee is furnished significant tools, materials and other equipment by an employer.
15. Investment. An independent contractor has significant investment in the facilities he or she uses in performing services for someone else.
16. Profit or loss. An independent contractor can make a profit or suffer a loss.
17. Works for more than one person or firm. An independent contractor gives his or her services to a multiple of unrelated persons or firms at the same time
18. Offers services to the general public. An independent contractor makes his or her services available to the general public.
19. Right to fire. An employee can be fired by an employer. An independent contractor cannot be fired so long as he or she produces a result that meets the specification of their contract.
20. Right to quit. An employee can quit his or her job at anytime without incurring liability. An independent contractor usually agrees to complete a specific job and is responsible for its satisfactory completion, or is legally obligated to make good for failure to complete the job.

Employee or Independent Contractor (State)
SECTION 1. As used in various provisions of ORS chapters 316, 656, 657 and 701, an individual or business entity that performs labor or services for remuneration shall be considered to perform the labor or services as an "independent contractor" if the standards of this section are met.
1. The individual or business entity providing the labor or services is free from direction and control over the means and manner of providing the labor or services, subject only to the right of the person for whom the labor or services are provided to specify the desired results.
2. The individual or business entity providing labor or services is responsible for obtaining all assumed business registrations or professional occupation licenses required by state law or local government ordinance for the individual or business entity to conduct the business.
3. The individual or business entity providing labor or services furnishes the tools or equipment necessary for performance of the contracted labor or services.
4. The individual or business entity providing labor or services has the authority to hire and fire employees to perform the labor or services.
5. Payment for the labor or services is made upon completion of the performance of specific portions of the project or is made on the basis of an annual or periodic retainer.
6. The individual or business entity providing labor or services is registered under ORS chapter 701, if the individual or business entity provides labor or services for which such registration is required.
7. Federal and state income tax returns in the name of the business or a business Schedule C or Farm Schedule F as part of the personal income tax return were filed for the previous year if the individual or business entity performed labor or services as an independent contractor in the previous year.
8. The individual or business entity represents to the public that the labor or services are to be provided by an independently established business. An individual or business entity is considered to be engaged in an independently established business when four or more of the following circumstances exist:
a. The labor or services are primarily carried out at a location that is separate from the residence of an individual who performs the labor or services, or are primarily carried out in a specific portion of the residence, which portion is set aside as the location of the business.
b. Commercial advertising or business cards as is customary in operating similar businesses are purchased for the business, or the individual or business entity has a trade association membership.
c. Telephone listing and service are used for the business that is separate from the personal residence listing and service used by an individual who performs the labor or services.
d. Labor or services are performed only pursuant to written contracts.
e. Labor or services are performed for two or more different persons within a period of one year.
f. The individual or business entity assumes financial responsibility for defective workmanship or for service not provided as evidenced by the ownership of performance bonds, warranties, errors and omissions insurance or liability insurance relating to the labor or services to be provided.