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AIMEG Collective Bargaining Framework

For AI-Era Creative Workers

1. Introduction

As artificial intelligence transforms media production, traditional guild roles evolve and new creative professions emerge. The AIMEG Collective Bargaining Framework establishes the Guild's authority and methodology for negotiating on behalf of prompters, AI pipeline engineers, creative supervisors, and other AI-era creative workers.

This document serves as both a guide for AIMEG negotiators and a public commitment to the workers we represent.

2. Bargaining Units

AIMEG recognizes the following bargaining units for collective representation:

2.1 Prompters & Creative Directors

Individuals who craft prompts, direct AI systems, and curate outputs to achieve creative vision.

2.2 AI Pipeline Engineers

Technical professionals who build, configure, and maintain AI production pipelines, including model fine-tuning, API integration, and workflow automation.

2.3 Creative Supervisors

Senior creatives who oversee AI-assisted production, ensuring quality, consistency, and adherence to creative briefs.

2.4 Synthetic-Augmented Voice Artists

Performers who provide voice reference, direction, or performance capture used in AI voice synthesis, or who perform alongside synthetic voices.

2.5 AI-Assisted Editors

Editors who work with AI-powered editing tools, including automated cutting, color grading, and VFX compositing systems.

2.6 Traditional Roles in AI Productions

Traditional crew members (directors, cinematographers, production designers, etc.) working on AI-assisted productions retain their existing guild affiliations where applicable, but may access AIMEG supplementary protections for the AI-specific aspects of their work.

3. Negotiation Priorities

In all collective bargaining, AIMEG prioritizes the following objectives:

3.1 Compensation Floors

  • Establish minimum day rates, weekly scales, and project fees for all bargaining units
  • Annual cost-of-living adjustments (COLA) tied to CPI + 2%
  • Overtime premiums: 1.5x after 8 hours, 2x after 12 hours
  • Weekend and holiday premiums: 2x base rate

3.2 Residuals & Revenue Participation

  • Minimum residual percentages on streaming, theatrical, and digital revenue
  • Performance bonuses tied to viewership milestones
  • Equity participation options for creators on indie productions
  • Mandatory contribution to AIMEG Creator Welfare Fund (18.5%)

3.3 Working Conditions

  • Maximum consecutive work days: 6 (with 24-hour rest period)
  • Turnaround time: 10 hours minimum between sessions
  • Mental health provisions: access to counseling for workers in high-intensity AI supervision roles
  • Right to disconnect: no mandatory response to AI system alerts outside contracted hours

3.4 Creative Rights

  • Right to creative consultation on final output
  • Right to reject work that violates personal ethics (with pay protection)
  • Credit guarantees: accurate and prominent placement
  • Portfolio rights: ability to use work samples for professional advancement

3.5 Job Security & Transition

  • Retraining rights: 40 hours paid retraining annually for displaced workers
  • Notice requirements: 30 days notice before AI system replacement of a role
  • Severance: minimum 2 weeks per year of service for displaced workers
  • Preferential hiring: displaced workers given first right of refusal on new AI-era roles

3.6 Health & Safety

  • Ergonomic standards for AI supervision workstations
  • Eye strain and repetitive strain protections
  • Mental health support for workers managing high-volume AI curation
  • Insurance requirements: productions must carry E&O and workers' comp

4. Negotiation Process

4.1 Authorization

  • AIMEG surveys bargaining unit members to determine priorities
  • Members vote to authorize specific negotiation demands
  • Board of Directors approves final negotiation mandate

4.2 Negotiation Team

  • Each bargaining unit elects 2-3 representatives
  • AIMEG provides professional negotiators and legal counsel
  • All negotiation sessions recorded (with consent of both parties)

4.3 Ratification

  • Tentative agreements distributed to all affected members
  • 10-day review period
  • Ratification requires majority vote of voting members in the bargaining unit
  • If rejected, negotiators return to table with member feedback

4.4 Enforcement

  • AIMEG monitors compliance through production audits
  • Members may file grievances through AIMEG dispute resolution
  • Unresolved grievances proceed to binding arbitration
  • Willful violations may result in strikes, boycotts, or legal action

5. Master Agreements

AIMEG seeks to establish Master Agreements with major studios, platforms, and technology companies. Master Agreements set baseline terms that apply to all AIMEG-certified productions under that company's umbrella.

5.1 Key Master Agreement Provisions

  • Universal rate floors across all productions
  • Standardized residual formulas
  • Simplified certification process for compliant productions
  • Fast-track dispute resolution
  • Annual reopener for economic terms

5.2 Most Favored Nation

  • If a company grants better terms to another guild or union, AIMEG automatically receives equivalent terms
  • Prevents competitive undercutting between creative worker organizations

6. Strike & Job Action Policy

AIMEG considers strike action a last resort, to be used only when:

  • Good-faith negotiations have broken down
  • A majority of affected bargaining unit members authorize strike
  • Board of Directors approves by two-thirds vote
  • 10-day cooling-off period has elapsed

Strike benefits are paid to eligible members from the AIMEG Strike Fund, subject to fund availability.

7. Independent Contractors

Many AI-era creative workers operate as independent contractors. AIMEG advocates for:

  • Portable benefits (health, retirement) not tied to employer
  • Minimum project fees equivalent to employee day rates + 30% (self-employment tax offset)
  • Prompt payment terms (net 15 for invoices)
  • Kill fees: 50% of contracted fee if project cancelled through no fault of contractor

Effective Date: May 18, 2026
Next Review: January 1, 2027
Contact: bargaining@aimeg.net