There are two types of talent agents, theatrical (television and film) and commercial (for television commercials). Being with the same agency for both is called being "signed across the board," but many actors prefer to have separate agents for different types of work, because some agencies can be better commercially, but not as good theatrically, or vice versa. Agents get information about auditions for roles, either directly from casting directors and producers calling them asking for client submissions, or from a service called "the breakdowns," a daily list of roles being cast, sent only to talent agents. Agents work for you, but they only get 10% - 15% of what your child makes, so that means you need to do 90% of the work - especially when your child is getting started. That means your child should always be professional, be skilled in acting, you should network and let casting directors, producers and directors know about their work & upcoming performances by sending out postcards & invitations, know your child's "type", and make sure you and your agent have an understanding about what kinds of parts they will be submitted for.
The Strategy:
Do not randomly stop by agents offices unannounced, they do not accept personal drop-offs. Avoid calling the office for now. Simply send in an 8" X 10" color photo & resume, along with a brief cover letter. Show the agents that you understand how valuable their time is by keeping the cover letter short & sweet.
Far too many parents end up writing a long cover letter, and the agents end up just trowing it in the "circular file" aka trash can.
This is a sample of a good cover letter:
______________________________________
Your Name
4321 Superstar Street
Beverly Hills CA 90210
Attn: Mr. Agent
Enclosed you will find my photo and resume of my (son or daughter) for your consideration. I am currently seeking theatrical (and/or commercial) representation for (child's name). I will be calling your offices in the next week or so to make sure you have received this package in one piece.
Sincerely,
Star Parent
_____________________________________
Now the agent even has a few moments to actually look at the photo and resume!
Then after about a week, give them a quick call and just say your name, tell them that you sent in a photo and resume of your child, and that you are calling back as you had promised in your letter. They will usually write your name down, and say that they will give you a call if interested, or we are reviewing it, etc. Again, just keep it short and show them that you value their time. They will be pleasantly surprised.
Say something like.....
"No problem, I don't want to take up your time. I just promised I would make sure the package got there in one piece (then pause)"...
They'll either be impressed (and relieved) at the brief conversation, or will be so caught off guard that they'll try to explain further. If they haven't said goodbye, then just repeat a variation of your previous words (always offering them a chance to end the conversation and reinforcing that you know their time is valuable). Agents get tired off so many actors calling and somewhat begging, "can I come in for an interview", or "I am very talented and would be a great addition to your roster". If you follow these steps, keep your letter and conversation brief, the agent will most likely appreciate it.
Call the Better Business Bureau to see if any complaints have been made against the agency.
Tips & Warnings
* Agents making their living by earning a percentage of each job they book for an actor. Do not pay any up-front fees to an agent.
* If you're not happy with the number of auditions or bookings your child is getting, set up an appointment with your agent and discuss what you can do to generate more jobs.
Go to the website link below. It is the Screen Actors Guild Agent list for both SAG franchised and non-franchised agencies in all states:
Click Here for the Screen Actors Guild Talent Agency Database.
You can also check the website below to see which type of agency it is (Adults,Youth,Commercial,Etc.)
Click Here for the Association of Talent Agencies database.
Film and Television Terminology for Child Actors
Action: The cue that is shouted when the camera starts rolling
A.D.: Assistant Director
Ad Lib: made up dialogue that is not scripted; a form of improvisation
Art Director: Person who creates and designs sets
Avail: a courtesy situation extended by an agent to a producer indicating that a performer is available to work a certain job. Avails have no legal or contractual status
Background Talent: Also known as extras
Best Boy: In films, the assistant to the electrician
Billing: The order of the names in the titles or opening credits of a film or television show
Bio: (or biography) A resume in narrative form usually for a printed program or press release
Blocking: The physical movements used by actors in a scene
Booking: A firm commitment to a performer to do a specific job
Boom: An overhead microphone, often used on-set, usually mounted on an extended pole
Breakdown: A detailed listing and description of roles available for casting in a production
Buyout: An offer of full payment in lieu of residuals, when the contract permits
Callback: A follow-up audition
Call sheet: Production term for daily listing of shooting schedule, scenes and cast involved
Call time: The time you are due on a set
Cattle call: often known as an “open call”, a large open audition
Close-up (CU): Camera term for a tight shot of the shoulders and face
Cold reading: An unrehearsed reading of a scene, usually at auditions
Commissions: Percentage of a performer’s earnings paid to an agent’s managers for their services
Composite: A one-sheet of photos representing an actor’s different “looks”
Conflict: Status of being paid for services in a commercial for one advertiser, thereby contractually preventing performing services in a commercial for a competitor
Copy: The script for a commercial or voice-over
Craft services: On-set catering
Dailies: Screening of footage before it is edited
Day-player: A performer hired on a day-to-day basis, rather than under a long term contract
Downgrade: Reduction of a performer’s on-camera role from principal to extra
D.P.: Director of Photography of Cinematographer
Dress the set: To add items/props to the set
Drive-on pass: A pass to drive on and park at a studio
Emancipated minor: A minor under 18 who has been given the status of a legal adult by a judge
Employer of Record (EOR): The company responsible for employment taxes and unemployment benefits
Executive Producer: The person responsible for funding a production
EXT. (Exterior): A scene shot outside
Field rep: SAG or AFTRA staff member who ensures contractual compliance on a set
Forced call: A call to work less than 12 hours after dismissal of the previous day
FX (Effects): Special Effects
Gaffer: A crew member who places lighting instruments
GED: General Equivalency Diploma
Gofer: An errand runner
Golden time: Overtime after the 16th hour
Grip: A crew member who moves set pieces or props
Hiatus: Time when a TV series is in between production
Hold: A contractual obligation for a performer to be available for work
Holding fee: Set payment by an advertiser to retain the right to use a performer’s services, images or likeness on an exclusive basis
Industrial: Non-broadcast, often educational films
INT. (Interior): A scene shot indoors
In time: The actual call time or start time; also refers to return time from a break
Looping: An in-studio technique matching voice to picture (Also known as ADR)
Meal Penalty: A set fee paid by the producer for failure to provide meals as set by the contract
Monologue: A solo performance by an actor
Out time: The actual time after which you have changed out of wardrobe and are released
Overtime (OT): Work extending beyond the contractual workday
P.A.: Production Assistant
Pan: A camera shot which sweeps from side to side
Pick-up: an added take because of a problem with a shot
Pilot: The first show introducing the characters and situations for a potential series
Popping: A vocal term used to describe the sudden release of blocked air into a microphone causing a popping sound
POV shot: A point of view shot; camera angle from the perspective of one actor
Principal: A performer with lines or special business which advances the storyline
Producer: (or Line Producer) The person responsible for the day-to-day decision making on a production
Re-write: Changes in the scripts; often made using color-coded pages
Scale: Minimum payment for services under Union contracts
Scale+ 10: Minimum payment + 10% to cover agent’s commission
Script Supervisor: The crew member assigned to record all changes or actions as the production proceeds
Sides: Pages or scenes from a script used for auditions
Sight-and-sound: Parent’s right’s under Union contracts to be within the sight of the child performer at all times
Signatory: An employer who has agreed to produce under the terms of a union contract
Slate: A small chalkboard and clapper device, used to mark and identify shots for editing; also the verbal identification by a performer in a taped audition (i.e. “Slate your name.”)
Stage Manager: The person who oversees the technical aspects of an in-studio production
Stand-In: A stand-in for film and television is a person who substitutes for the actor before filming, for technical purposes such as lighting.
Station 12: At SAG, the office responsible for clearing SAG members to work
Studio Teacher: Set teacher or tutor, hired to provide education to working with young performers; also responsible for enforcing Child Labor Law
Stunt Coordinator: The persons in charge of designing and supervising the performance of stunts and hazardous activities
Submission: An agent’s suggestion to a casting director for a role in a certain production
Taft-Hartley: A federal statute which allows 30 days after first employment before being required to join a Union
Take: The clapboard indication of a shot “taken” or printed
Take 5: The announcement of a periodic five minute breaks
Waivers: Board-approved permission for deviation from the terms of a contract
Walk-on: A very brief role
Wardrobe: The clothing a performer wears on camera
Work Permit: A legal document required to allow a child to work, issued by various state or local agencies
Wrap: finishing a production
Working Hours of Minors In Films and Television
The amount of time minors are permitted at the place of employment within a twenty-four (24) hour period is limited according to age, as follows:
(a) Babies who have reached the age of fifteen (15) days but have not reached the age of six (6) months may be permitted to remain at the place of employment for a maximum of two (2) hours.
(1) The day's work shall not exceed twenty (20) minutes and under no conditions shall the baby be exposed to light of greater than one hundred (100) foot candlelight intensity for more than thirty (30) seconds at a time.
(2) When babies between the age of fifteen (15) days and six (6) weeks of age are employed, a nurse and a studio teacher must be provided for each three (3) or fewer babies. When infants from age six (6) weeks to six (6) months are employed, one (1) nurse and one (1) studio teacher must be provided for each ten (10) or fewer infants.
(b) Minors who have reached the age of six (6) months but who have not attained the age of two (2) years may be permitted at the place of employment for a maximum of four (4) hours. Such four (4)-hour period shall consist of not more than two (2) hours of work; the balance of the four (4)-hour period shall be rest and recreation.
(c) Minors who have reached the age of two (2) years but who have not attained the age of six (6) years may be permitted at the place of employment for a maximum of six (6) hours. Such six (6)-hour period shall consist of not more than three (3) hours of work; the balance of the six (6)-hour period shall be rest and recreation and/or education.
(d) Minors who have reached the age of six (6) years but have not attained the age of nine (9) years may be permitted at the place of employment for a maximum of eight (8) hours. Such eight (8)-hour period shall consist of not more than four (4) hours of work and at least three (3) hours of schooling when the minor's school is in session. The studio teacher shall assure that the minor receives up to one (1) hour of rest and recreation. On days when the minor's school is not in session, working hours may be increased to six (6) hours, with one (1) hour of rest and recreation.
(e) Minors who have reached the age of nine (9) years but who have not attained the age of sixteen (16) years may be permitted at the place of employment for a maximum of nine (9) hours. Such nine (9)-hour period shall consist of not more than five (5) hours of work and at least three (3) hours of schooling when the minor's school is in session. The studio teacher shall assure that the minor receives at least one (1) hour of rest and recreation. On days when the minor's school is not in session, working hours may be increased to seven (7) hours, with one (1) hour of rest and recreation.
(f) Minors who have reached the age of sixteen (16) years but who have not attained the age of eighteen (18) years may be permitted at the place of employment for a maximum of ten (10) hours. Such ten (10)-hour period shall consist of not more than six (6) hours of work and at least three (3) hours of schooling when the minor's school is in session, and one (1) hour of rest and recreation. On days when school is not in session, working hours may be increased to not more than eight (8) hours, with one (1) hour of rest and recreation.
(g) If emergency situations arise, for example, early morning or night exteriors shot as exteriors, live television or theatrical productions presented after the hours beyond which a minor may not work as prescribed by law, a request may be made to the Labor Commissioner for permission for the minor to work earlier or later than such hours. Each request shall be considered individually by the Division and must be submitted in writing at least forty-eight (48) hours prior to the time needed.
(h) When any minor between ages fourteen (14) and eighteen (18) obtains permission from school authorities to work during school hours for a period not to exceed two (2) consecutive days, the working hours for such minor during either or both of such days may be extended to but shall not exceed eight (8) hours in twenty-four (24) hours.
(i) Twelve (12) hours must elapse between the minor's time of dismissal and time of call on the following day. If the minor's regular school starts less than twelve (12) hours after his or her dismissal time, the minor must be schooled the following day at the employer's place of business.
(a) Babies who have reached the age of fifteen (15) days but have not reached the age of six (6) months may be permitted to remain at the place of employment for a maximum of two (2) hours.
(1) The day's work shall not exceed twenty (20) minutes and under no conditions shall the baby be exposed to light of greater than one hundred (100) foot candlelight intensity for more than thirty (30) seconds at a time.
(2) When babies between the age of fifteen (15) days and six (6) weeks of age are employed, a nurse and a studio teacher must be provided for each three (3) or fewer babies. When infants from age six (6) weeks to six (6) months are employed, one (1) nurse and one (1) studio teacher must be provided for each ten (10) or fewer infants.
(b) Minors who have reached the age of six (6) months but who have not attained the age of two (2) years may be permitted at the place of employment for a maximum of four (4) hours. Such four (4)-hour period shall consist of not more than two (2) hours of work; the balance of the four (4)-hour period shall be rest and recreation.
(c) Minors who have reached the age of two (2) years but who have not attained the age of six (6) years may be permitted at the place of employment for a maximum of six (6) hours. Such six (6)-hour period shall consist of not more than three (3) hours of work; the balance of the six (6)-hour period shall be rest and recreation and/or education.
(d) Minors who have reached the age of six (6) years but have not attained the age of nine (9) years may be permitted at the place of employment for a maximum of eight (8) hours. Such eight (8)-hour period shall consist of not more than four (4) hours of work and at least three (3) hours of schooling when the minor's school is in session. The studio teacher shall assure that the minor receives up to one (1) hour of rest and recreation. On days when the minor's school is not in session, working hours may be increased to six (6) hours, with one (1) hour of rest and recreation.
(e) Minors who have reached the age of nine (9) years but who have not attained the age of sixteen (16) years may be permitted at the place of employment for a maximum of nine (9) hours. Such nine (9)-hour period shall consist of not more than five (5) hours of work and at least three (3) hours of schooling when the minor's school is in session. The studio teacher shall assure that the minor receives at least one (1) hour of rest and recreation. On days when the minor's school is not in session, working hours may be increased to seven (7) hours, with one (1) hour of rest and recreation.
(f) Minors who have reached the age of sixteen (16) years but who have not attained the age of eighteen (18) years may be permitted at the place of employment for a maximum of ten (10) hours. Such ten (10)-hour period shall consist of not more than six (6) hours of work and at least three (3) hours of schooling when the minor's school is in session, and one (1) hour of rest and recreation. On days when school is not in session, working hours may be increased to not more than eight (8) hours, with one (1) hour of rest and recreation.
(g) If emergency situations arise, for example, early morning or night exteriors shot as exteriors, live television or theatrical productions presented after the hours beyond which a minor may not work as prescribed by law, a request may be made to the Labor Commissioner for permission for the minor to work earlier or later than such hours. Each request shall be considered individually by the Division and must be submitted in writing at least forty-eight (48) hours prior to the time needed.
(h) When any minor between ages fourteen (14) and eighteen (18) obtains permission from school authorities to work during school hours for a period not to exceed two (2) consecutive days, the working hours for such minor during either or both of such days may be extended to but shall not exceed eight (8) hours in twenty-four (24) hours.
(i) Twelve (12) hours must elapse between the minor's time of dismissal and time of call on the following day. If the minor's regular school starts less than twelve (12) hours after his or her dismissal time, the minor must be schooled the following day at the employer's place of business.
Kid Filmmakers Hosts Summer Camp in Rhode Island Movie Studio
What’s better than a Kid Filmmakers summer camp? A Kid Filmmakers summer camp held in an actual movie studio!
"Kay Studios is the only full-service motion picture company in Rhode Island ," says Kid Filmmaker’s founder and Executive Director Eleyne Austen Sharp. "Producing films in a real movie studio with a giant green screen will be a unique and exciting experience this summer."
Summer Shoot (Monday, July 27, 2009 thru Friday, July 31, 2009) is a working movie production unit. Held from 9 AM-4 PM at Kay Studios, 66 Valley Street in East Providence , Summer Shoot offers an intensive full-day curriculum for beginning and returning filmmakers, i.e. hands-on instruction in acting, animation, directing, editing, lighting, sound, makeup, screenwriting, set design and videography. Each crew (divided by age) will produce a documentary about peace or ecology, a Kid Filmmakers commercial, a silent film and drama, comedy or musical. Selected projects will appear on the Kid Filmmakers YouTube channel.
"Summer Shoot provides nearly 1800 minutes of professional filmmaking instruction in just 5 days," says Sharp. "The camp introduces young filmmakers to the Hollywood moviemaking experience, from planning and budgeting to getting the 'green light' from the studio, casting and producing the movie." Additionally, Summer Shoot offers daily movie screenings, production meetings and special guest speakers.
Space is available for 25 registrants, ages 10-15 years. Early Bird Registration is $325 per participant ($295 for returnees and Kid Filmmakers Club members) until March 1, 2009. After the Early Bird deadline, general registration is $365 per participant ($335 for returnees and Kid Filmmakers Club members). Registration includes a DVD copy of film projects and certificate of completion.
Now celebrating its eighth year, Kid Filmmakers is a traveling filmmaking academy for children, available year-round to schools and organizations for after school, weekend and summer programs. Faculty members are experienced film industry professionals with credits from MGM Pictures, Paramount , Warner Brothers, Dreamworks, Discovery Channel, NBC, PBS, ESPN, TNN, Turner Broadcasting, AOL/Time Warner and more.
For details, call (401) 294-4922 or write to: Eleyne Austen Sharp, Executive Director, Kid Filmmakers, P.O. Box 12 , Newport , RI 02840-0001 or visit the website at:
"Kay Studios is the only full-service motion picture company in Rhode Island ," says Kid Filmmaker’s founder and Executive Director Eleyne Austen Sharp. "Producing films in a real movie studio with a giant green screen will be a unique and exciting experience this summer."
Summer Shoot (Monday, July 27, 2009 thru Friday, July 31, 2009) is a working movie production unit. Held from 9 AM-4 PM at Kay Studios, 66 Valley Street in East Providence , Summer Shoot offers an intensive full-day curriculum for beginning and returning filmmakers, i.e. hands-on instruction in acting, animation, directing, editing, lighting, sound, makeup, screenwriting, set design and videography. Each crew (divided by age) will produce a documentary about peace or ecology, a Kid Filmmakers commercial, a silent film and drama, comedy or musical. Selected projects will appear on the Kid Filmmakers YouTube channel.
"Summer Shoot provides nearly 1800 minutes of professional filmmaking instruction in just 5 days," says Sharp. "The camp introduces young filmmakers to the Hollywood moviemaking experience, from planning and budgeting to getting the 'green light' from the studio, casting and producing the movie." Additionally, Summer Shoot offers daily movie screenings, production meetings and special guest speakers.
Space is available for 25 registrants, ages 10-15 years. Early Bird Registration is $325 per participant ($295 for returnees and Kid Filmmakers Club members) until March 1, 2009. After the Early Bird deadline, general registration is $365 per participant ($335 for returnees and Kid Filmmakers Club members). Registration includes a DVD copy of film projects and certificate of completion.
Now celebrating its eighth year, Kid Filmmakers is a traveling filmmaking academy for children, available year-round to schools and organizations for after school, weekend and summer programs. Faculty members are experienced film industry professionals with credits from MGM Pictures, Paramount , Warner Brothers, Dreamworks, Discovery Channel, NBC, PBS, ESPN, TNN, Turner Broadcasting, AOL/Time Warner and more.
For details, call (401) 294-4922 or write to: Eleyne Austen Sharp, Executive Director, Kid Filmmakers, P.O. Box 12 , Newport , RI 02840-0001 or visit the website at:
On Set Studio Teachers
Employers shall provide a studio teacher on each call for minors from age fifteen (15) days to their sixteenth (16th) birthday (age sixteen (16)), and for minors from age sixteen (16) to age eighteen (18) when required for the education of the minor. One (1) studio teacher must be provided for each group of ten (10) minors or fraction thereof. With respect to minors age fifteen (15) days to age sixteen (16), one (1) studio teacher must be provided for each group of twenty (20) minors or fraction thereof on Saturdays, Sundays, holidays, or during school vacation.
The studio teacher, in addition to teaching, shall also have the responsibility for caring and attending to the health, safety and morals of minors under sixteen (16) years of age for whom they have been provided by the employer, while such minors are engaged or employed in any activity pertaining to the entertainment industry and subject to these regulations. In the discharge of these responsibilities, the studio teacher shall take cognizance of such factors as working conditions, physical surroundings, signs of the minor’s mental and physical fatigue, and the demands placed upon the minor in relation to the minor’s age, agility, strength and stamina.
The studio teacher may refuse to allow the engagement of a minor on a set or location and may remove the minor therefrom, if in the judgment of the studio teacher, conditions are such as to present a danger to the health, safety or morals of the minor. Any such action by the studio teacher may be immediately appealed to the Labor Commissioner who may affirm or countermand such action.
The payment or salary of the studio teacher shall be paid by the employer.
The studio teacher, in addition to teaching, shall also have the responsibility for caring and attending to the health, safety and morals of minors under sixteen (16) years of age for whom they have been provided by the employer, while such minors are engaged or employed in any activity pertaining to the entertainment industry and subject to these regulations. In the discharge of these responsibilities, the studio teacher shall take cognizance of such factors as working conditions, physical surroundings, signs of the minor’s mental and physical fatigue, and the demands placed upon the minor in relation to the minor’s age, agility, strength and stamina.
The studio teacher may refuse to allow the engagement of a minor on a set or location and may remove the minor therefrom, if in the judgment of the studio teacher, conditions are such as to present a danger to the health, safety or morals of the minor. Any such action by the studio teacher may be immediately appealed to the Labor Commissioner who may affirm or countermand such action.
The payment or salary of the studio teacher shall be paid by the employer.
Beginners Resume For Child Actors
I am often asked about what to put on a child's resume when they have little or no experience. Well, we all have to start somewhere. When I first started acting, I only had some extra work that I had done. And I still landed an agent. Some people may say to lie. DO NOT lie! The business side of the entertainment industry is a tight knit community, and you will most likely be caught. You do not want to burn bridges in this business, especially when you are first starting out.
So here is a sample of what you should put down on your child's resume when they are starting out:
(NEVER list your home address or the school they attend if you are a minor for safety reasons)
Savannah Starlet
(your email address here)
(your phone number here)
Date of Birth: 06/15/1998
Height: 4'11"
Weight: 92 lbs
Hair Color: Brown
Eye Color: Green
Acting & Modeling Objectives:
Films
TV Shows
Commercials
Commercial Print
Experience:
Class Skits-
Anne Frank-Mrs. & Mr. Van Dann.
Training:
High School Drama Club
Special Skills, Talents & Hobbies:
Singing, Dancing, Drawing, Ballet, Soccer, Ice Skating, Basketball, Swimming, and Cheerleading. Like to hang out with friends, and volunteer for things to help people and animals.
That's it! You see, if a casting director really REALLY likes their photo and look, they will call them in. Regardless of experience, or if you are in the Screen Actors Guild or AFTRA.
So here is a sample of what you should put down on your child's resume when they are starting out:
(NEVER list your home address or the school they attend if you are a minor for safety reasons)
____________________________________________________________
Savannah Starlet
(your email address here)
(your phone number here)
Date of Birth: 06/15/1998
Height: 4'11"
Weight: 92 lbs
Hair Color: Brown
Eye Color: Green
Acting & Modeling Objectives:
Films
TV Shows
Commercials
Commercial Print
Experience:
Class Skits-
Anne Frank-Mrs. & Mr. Van Dann.
Training:
High School Drama Club
Special Skills, Talents & Hobbies:
Singing, Dancing, Drawing, Ballet, Soccer, Ice Skating, Basketball, Swimming, and Cheerleading. Like to hang out with friends, and volunteer for things to help people and animals.
____________________________________________________________
That's it! You see, if a casting director really REALLY likes their photo and look, they will call them in. Regardless of experience, or if you are in the Screen Actors Guild or AFTRA.
California Coogan Law Information
Coogan Act History
In 1919, five year-old Jackie Coogan (1914-1984) got his big break, landing a role opposite Legendary actor/director Charlie Chaplin in “A Days Pleasure”. Two years later, Chaplin hired Coogan again for “The Kid”. The film was a huge success and Jackie Coogan became the world’s first major child superstar. With fame came fortune, and for decades Jackie Coogan held the record of being the youngest millionaire in history. He earned an estimated $4 million as a child star. Unfortunately for Jackie, in the 1920’s there were no restrictions on how children in film were to be treated. In addition to improper treatment on set, (one director reportedly threatened to shoot Jackie’s dog to get him to cry), in 1938 Jackie was forced to sue his mother and step-father for what was left of his earnings. The court decided that Jackie had no right to his income due to his age at the time he earned it. The public uproar over this situation caused California to pass “The Coogan Act” in 1938.
The Coogan Law preserves a portion of a child performer’s earnings until that child reaches adulthood. The act has been revised a few times since 1938, most recently on January 1st, 2004.
What is a Coogan Account?
A “Coogan Trust Account” is a blocked trust account that is established at a qualified financial institution in California that is insured at all times by either the FDIC, SIPC or NCUSIF.
Under California law, whenever a minor renders artistic services, employers are required to deposit 15% of gross earnings directly into the minor’s “Coogan (blocked trust) Account”. The monies placed in trust cannot be touched by anyone until the minor turns 18 or becomes legally emancipated. Parents or Legal Guardians are required to establish a Coogan Trust Account within seven business days after a minor’s employment contract is signed, and to provide the minor’s employer with a copy of a trustee’s statement (evidencing proof of the account) within ten (10) business days after the start of employment. credit union, brokerage firm, or company registered under the Investment Company Act of 1940. To view a partial list of qualified financial institutions. For more information on Californias’ Coogan Law.
Coogan Account Update
On January 1st, 2004, the California Coogan law was amended. The following changes are now in effect:
Actors Fund of America
If a parent, guardian or trustee fails to provide the minor’s employer with a trustee’s statement within 180 days after the start of employment, the employer shall forward the set-aside funds to the Actors Fund of America (a non-profit organization that provides services to performers in the entertainment industry). The Actors Fund shall become the trustee of such funds until the parent/guardian produces the trustee statement, the minor turns 18, or the minor becomes legally
emancipated.
Entertainment Work Permits void without Coogan
California entertainment work permits are now void 10 business days after the date of issuance unless a copy of the trustee’s statement evidencing the establishment of a “Coogan Trust Account”, for the benefit of the minor, is attached.
In 1919, five year-old Jackie Coogan (1914-1984) got his big break, landing a role opposite Legendary actor/director Charlie Chaplin in “A Days Pleasure”. Two years later, Chaplin hired Coogan again for “The Kid”. The film was a huge success and Jackie Coogan became the world’s first major child superstar. With fame came fortune, and for decades Jackie Coogan held the record of being the youngest millionaire in history. He earned an estimated $4 million as a child star. Unfortunately for Jackie, in the 1920’s there were no restrictions on how children in film were to be treated. In addition to improper treatment on set, (one director reportedly threatened to shoot Jackie’s dog to get him to cry), in 1938 Jackie was forced to sue his mother and step-father for what was left of his earnings. The court decided that Jackie had no right to his income due to his age at the time he earned it. The public uproar over this situation caused California to pass “The Coogan Act” in 1938.
The Coogan Law preserves a portion of a child performer’s earnings until that child reaches adulthood. The act has been revised a few times since 1938, most recently on January 1st, 2004.
What is a Coogan Account?
A “Coogan Trust Account” is a blocked trust account that is established at a qualified financial institution in California that is insured at all times by either the FDIC, SIPC or NCUSIF.
Under California law, whenever a minor renders artistic services, employers are required to deposit 15% of gross earnings directly into the minor’s “Coogan (blocked trust) Account”. The monies placed in trust cannot be touched by anyone until the minor turns 18 or becomes legally emancipated. Parents or Legal Guardians are required to establish a Coogan Trust Account within seven business days after a minor’s employment contract is signed, and to provide the minor’s employer with a copy of a trustee’s statement (evidencing proof of the account) within ten (10) business days after the start of employment. credit union, brokerage firm, or company registered under the Investment Company Act of 1940. To view a partial list of qualified financial institutions. For more information on Californias’ Coogan Law.
Coogan Account Update
On January 1st, 2004, the California Coogan law was amended. The following changes are now in effect:
Actors Fund of America
If a parent, guardian or trustee fails to provide the minor’s employer with a trustee’s statement within 180 days after the start of employment, the employer shall forward the set-aside funds to the Actors Fund of America (a non-profit organization that provides services to performers in the entertainment industry). The Actors Fund shall become the trustee of such funds until the parent/guardian produces the trustee statement, the minor turns 18, or the minor becomes legally
emancipated.
Entertainment Work Permits void without Coogan
California entertainment work permits are now void 10 business days after the date of issuance unless a copy of the trustee’s statement evidencing the establishment of a “Coogan Trust Account”, for the benefit of the minor, is attached.
Child Work Permit Information
A minor desiring to be employed in the entertainment industry must obtain an Entertainment Work Permit. The application for permit can be obtained at any of the Division's District offices. The minor must provide the information called for on the application, to-wit: his/her name, age, birth date, address, sex, height, weight and color of hair and eyes. In addition, such minor must obtain verification in writing from the appropriate school district of the minor's school record and attendance, and must satisfactorily meet the requirements of that school district with respect to age, school record, attendance and health. Such verification of school record and attendance and proof that the school district's requirements with respect to age, school record, attendance and health have been met must be filed with the Division, concurrently with the filing of the application. Such verification and proof may be in any form as provided by the school district if reasonably demonstrative of the information required to be furnished by this subsection. The Division may require in appropriate cases a physical examination of the minor to ensure that the minor's physical condition permits the minor to perform the work or activity called for by the Permit to Employ Minor and Entertainment Work Permit.
Upon the filing by a minor with the Division of a completed Application for Entertainment Work Permit satisfying the requirements of this Section, the Division shall issue an Entertainment Work Permit to such minor. Such permit shall permit the minor to work only under the conditions prescribed by these regulations and in conformity with all provisions of law governing the working hours, health, safety, morals and other conditions of employment of minors. The permit shall be for a period not to exceed six (6) months, and application for renewal must be made in the same manner and under the same conditions as the original permit.
Typically, after an employer agrees to hire a minor, the minor obtains from his or her school a Department of Education form entitled "Statement of Intent to Employ Minor and Request for Work Permit". The form must be completed by the minor and the employer and signed by the minor's parent or guardian and the employer. After returning the completed and signed form to the school, school officials may issue the permit to employ and work.
Permits issued during the school year expire five days after the opening of the next succeeding school year and must be renewed.
Click Here for Statement of Intent to Employ Minor and Request for Work Permit.
Click Here for Child Work Permit Application.
Click Here for I-9 Form.
Upon the filing by a minor with the Division of a completed Application for Entertainment Work Permit satisfying the requirements of this Section, the Division shall issue an Entertainment Work Permit to such minor. Such permit shall permit the minor to work only under the conditions prescribed by these regulations and in conformity with all provisions of law governing the working hours, health, safety, morals and other conditions of employment of minors. The permit shall be for a period not to exceed six (6) months, and application for renewal must be made in the same manner and under the same conditions as the original permit.
Typically, after an employer agrees to hire a minor, the minor obtains from his or her school a Department of Education form entitled "Statement of Intent to Employ Minor and Request for Work Permit". The form must be completed by the minor and the employer and signed by the minor's parent or guardian and the employer. After returning the completed and signed form to the school, school officials may issue the permit to employ and work.
Permits issued during the school year expire five days after the opening of the next succeeding school year and must be renewed.
Click Here for Statement of Intent to Employ Minor and Request for Work Permit.
Click Here for Child Work Permit Application.
Click Here for I-9 Form.
In general:
- Most states require a letter from your child’s school indicating that the child is in good academic standing before they will issue a permit.
- You must also have a copy of your child’s birth certificate available.
- Always check with your local school and your State’s Department of Labor regarding employment in your area.
For more information about your state’s laws in relation to the employment of minors visit the following websites:
Alabama: http://www.alalabor.state.al.us/CD/Movie%20Release.pdf
http://www.alalabor.state.al.us/PDFs/Work_Permit_Application.pdf
Alaska: http://labor.state.ak.us/lss/childlaw.htm
http://labor.state.ak.us/lss/lssforms.htm
Arizona: http://www.azcommerce.com/Film/Child+Labor+Laws+(Arizona+Youth+Labor+Law).htm
Arkansas: http://www.arkansas.gov/labor/divisions/labor_standards_p1.html
Colorado: http://www.coworkforce.com/emp/know_your_rights.asp
Connecticut: http://www.ctdol.state.ct.us/wgwkstnd/faqs-minors.htm
Delaware: http://www.delawareworks.com/industrialaffairs/services/LaborLawEnforcementInfo.shtml
Florida: http://www.state.fl.us/dbpr/reg/childlabor/index.shtml
Georgia: http://www.dol.state.ga.us/em/child_labor.htm
Hawaii: http://www.hawaiifilmoffice.com/film-permitting/filming-regulations/child-labor-law
Idaho:
http://cl.idaho.gov/Portal/ICL/aliasjobservice/tabID4980/DesktopDefault.aspx
http://www3.state.id.us/idstat/TOC/44013KTOC.html
Illinois: http://www.ilga.gov/commission/jcar/admincode/056/05600250sections.html
Indiana: http://www.in.gov/labor/childlabor/
Kentucky:
http://www.oet.ky.gov/des/pubs/jobser/childlabor.pdf
http://www.labor.ky.gov/ows/employmentstandards/childlaborlaw/
Maine: http://www.maine.gov/labor/labor_laws/wagehour.html
Maryland: http://dllr.state.md.us/labor/empm.html
Massachusetts: http://www.ago.state.ma.us/sp.cfm?pageid=1119
Michigan: http://www.michigan.gov/documents/Work_Permit_FACT_SHEET_July_2006_169123_7.pdf
Minnesota: http://www.doli.state.mn.us/childlbr.html
Mississippi: http://www.mdes.ms.gov/wps/portal#null
Missouri:
http://dolir.missouri.gov/ls/brochures/11-AI.pdf
http://www.dolir.mo.gov/ls/childlabor/
Montana: http://erd.dli.mt.gov/laborstandard/wagehrchild.asp
Nevada: http://www.leg.state.nv.us/NRS/NRS-609.html
New Hampshire: http://www.labor.state.nh.us/youth_employment.asp
North Carolina: http://docsouth.unc.edu/nc/rules1933/rules1933.html
Oklahoma: http://www.ok.gov/~okdol/wh/ChildLabor/CHILDLABORSTATUTES.HTM
Oregon: http://www.boli.state.or.us/BOLI/WHD/CLU/index.shtml
Pennsylvania: http://www.dli.state.pa.us/landi/CWP/view.asp?a=185&Q=58124
Rhode Island: http://www.dlt.ri.gov/ls/childlabor.htm
South Carolina: http://www.llr.state.sc.us/Labor/wages/index.asp?file=childlabor.htm
South Dakota: http://www.state.sd.us/dol/dlm/dlm-home.htm
Tennessee: http://www.state.tn.us/labor-wfd/childlab.html
Texas: http://www.twc.state.tx.us/ui/lablaw/cllsum.html
Vermont: http://www.labor.vermont.gov/
Virginia:
http://www.dli.state.va.us/infocenter/publications/laborlaws/guideforteens_web.pdf
http://www.dli.state.va.us/whatwedo/labor_law/childlabor_faq.html
Washington State: http://www.lni.wa.gov/WorkplaceRights/TeenWorkers/default.asp
Wisconsin: http://www.dwd.state.wi.us/er/labor_standards_bureau/child_labor_laws.htm
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