Wednesday, December 21, 2011

RENT A GANTRY AT IN-HOUSE PRODUCTION

 YOU CAN RENT ALL OR PARTS OF THIS GANTRY, TRUSS, I-BEAMS, MOTORS, TROLLEYS, WE ALSO HAVE THE LABOR TO INSTALL THIS. CALL US AT 702-631-4748


T6061 WITH 5" INSIDE TUBE. 





SPIGOTS ADDED TO TOMCAT TRUSS. WE AT IN-HOUSE PRODUCTION NOW HAS 2 - 42' RUNS OF 20.5" TRUSS THAT HAS BOLT PLATE ENDS AT EACH END OF THE 42' TRUSS. THIS IS TO BOLT TO CORNER BLOCKS FOR OUR TOWER TRUSS OR GANTRY FOR SPAN.  SPIGOTS FROM 6061 ALUMINUM WITH 5" PLACES INSIDE OF TRUSS TUBE AND WELDED FOR STRENGTH.
IN-HOUSE PRODUCTION 702-631-4748


Tuesday, November 1, 2011

Pay for All Working Time: The De Minimis Rule Q&A

Q: We have a supervisor who allows nonexempt employees to begin work a few minutes before their shift begins or to continue working “off the clock” for a few minutes after the shift ends to finish up a project. We are concerned that this time is not being properly logged on time sheets and paid as required under wage and hour laws. The supervisor says the time does not have to be paid because it is considered “de minimis” under the FLSA. Is he right?

A: Not if this “off the clock” or extra work occurs on a regular basis. Under the Fair Labor Standards Act (FLSA), nonexempt employees must be paid for all hours actually worked. According to Department of Labor (DOL) regulations implementing the FLSA, if you are aware that nonexempt employees are working extra time, you must compensate the employees, even if you did not specifically request the additional work and even if it is not reflected on their time records. (You will find these regulations codified at 29 C.F.R. §§785.11 – 785.47.)

The supervisor is correct that there is a “de minimis” rule, but he is not applying it properly. The Supreme Court recognized a “de minimis” rule in Anderson v. Mt. Clemens Pottery Co., 328 U.S. 680 (1946). According to the Court, insignificant amounts of time do not have to be counted as work time, such as when an employee spends a few extra seconds or minutes working.

This rule often has been misunderstood by employers who incorrectly conclude that they can require or permit employees to report a few minutes before their scheduled starting times or stay a few minutes later on a regular basis without paying them for that time. The DOL regulations specifically reject this interpretation. The regulations state that employers do not have to count the time “only where there are uncertain and indefinite periods of time involved of a few seconds or a few minutes duration and where the failure to count such time is because of considerations justified by industrial realities. An employer may not arbitrarily fail to count as hours worked any part, however small, of the employee’s fixed or regular working time or practically ascertainable period of time he is regularly required to spend on duties assigned to him.” (This regulation is found in 29 C.F.R. §785.47.) In other words, the de minimis rule should not be used broadly as a device to avoid clocking legitimate working time.



So, if nonexempt employees are regularly working extra time before or after their normal shifts, this pattern would not meet the DOL’s description of “uncertain and indefinite periods” that may be excluded from paid working time. And, the fact that your supervisor is allowing this practice only underscores that it should be paid working time since he is aware that they are working the extra time.

Further, you also should make sure your policies are not inadvertently encouraging this practice, such as by indicating that employees are not permitted to begin work more than 15 minutes before their scheduled starting times or to stop work more than 15 minutes after their scheduled quitting times. This type of wording implies that employees may work up to an extra 30 minutes each day without having the time counted for pay purposes. 

Accordingly, you should pay for the working time, even if it is not recorded on time sheets, since one of the surest ways to provoke a wage and hour complaint is not to pay employees for time they have worked. Be aware, too, that the extra time may cause the employee to work more than 40 hours in a single workweek and, thus, trigger overtime obligations as well. 
HR Matters E-Tips
Personnel Policy Service, Inc

In-House Production
www.ihplabor.com
702-631-4748
ENTERTAINMENT LABOR AND PAYROLL SERVICE.

EMPLOYEE OR INDEPENDENT CONTRACTOR

Employee Or Independent Contractor: One Way Of Thinking It Through

By John McLachlan



Deciding whether an individual is an employee or independent contractor is becoming an ever more important question. Employers should carefully scrutinize each and every independent contractor relationship which exists within the business before the Labor Department, the IRS, or a state agency does it for you.

While the issue is taking on a new importance in light of federal and state attention, the criteria for the determination of bona fide independent contractor status have not gotten any clearer. Nor will this article provide a way for you to determine with legal certainty which is which. While we have no magic formula which answers every question, we do want to provide a "rule of thumb" or a "quick-scan" way of thinking about the subject which can help to raise questions about independent contractor relationships where they should be raised.

Show Me The Money

One fact that is certain is that the price and penalties for misclassification of employees will get ever higher. As one example of the increasing danger to employers who utilize independent contractors, earlier this year the DOL and the IRS entered into a Memorandum of Agreement by which the two agencies as well as a number of participating states (Connecticut, Maryland, Massachusetts, Minnesota, Missouri, Utah, Washington, Hawaii, Illinois, Montana and New York) have agreed to share information about independent contractor relationships.

Much of the reason for the renewed interest in the distinction between employees and independent contractors has to do with state and federal revenues. Employers pay payroll and other taxes on wages they pay to employees – but not on payments to independent contractors.

This apparent benefit quickly becomes illusory in light of the penalties and back taxes which are levied when independent contractors are found to actually be employees. Another argument against a too-quick designation of independent contractor status is the presumption that everyone working for an employer is an employee. This presumption can be overcome by facts that establish a lack of employee status, but in case of doubt, the default position is inevitably in favor of employee status.

If it were easy to distinguish between employees and independent contractors, there would be no reason for this article. But as you may have guessed, it is actually quite complicated. The tests to determine whether an individual is a bona fide independent contractor are multi-tiered and subject to different interpretations. And if this weren't bad enough, the rules for determining an individual's status can differ, depending on which agency is asking the questions.

Rather than review each agency's tests for determining a legitimate independent contractor relationship, we can draw analogies to an indisputably independent contractor relationship – putting a new roof on a home. While this analogy only goes so far and is an oversimplification, it nonetheless illustrates a number of the tests used to distinguish between legitimate independent contractors and employees.

Dealing With A Roofer (make the roofer a stagehand)

A typical homeowner in need of a roof will find one or more contractors in the business. After locating one or more, the homeowner reviews qualifications, discusses price, and gets bids. After settling on details such as when the job will be completed, a contractor is ultimately selected to install the roof.

From there, it's the contractor who hires the proper number of individuals to install the roof, and who directs their work. The homeowner will not tell the contractor how the job is to be done (so long as it is done safely, and the premises are not harmed). The contract between them will include agreement about the job's completion date and the required quality of the final installation. Typically also there would be agreement on a schedule of payments which would be tied to the progress of the job.

When the roof is finished to contract specifications, the contractor receives the final agreed upon payment and the homeowner and contractor go their separate ways, likely never to do business with each other again.

Applying The Economic Realities Test

The roof installation model is a simplistic illustration but it reflects a number of factors used by government agencies and courts to scrutinize the legitimacy of a claimed independent contractor relationship. While this model doesn't include all of the relevant factors relied upon, it does provide a preliminary view into the examination which must be undertaken. It should be considered an initial screen, which, if not passed, at a minimum will be sufficient to alert employers that their use of independent contractors should be further analyzed before any federal or state authorities begin to consider the situation.

We will use the DOL set of criteria called the "economic realities test." Again we add that these are not the only criteria used by state and federal agencies, but they provide a reasonably comprehensive overview for the initial self-examination we are proposing for employers who use independent contractors in their businesses.

Control Of The Work

In our example the homeowner imposed very little direction on the actual roof installation. The homeowner set the requirements as to what final results were expected, but the method of obtaining that final result was left to the contractor. In a business context, the more control the business exerts over the manner in which the required work is accomplished, the more likely the relationship is that of employer and employee.

Investment By The Contractor

Our hypothetical roofing contractor provided all the tools and equipment he needed to install the roof on the home. On the other hand, the more a business provides the tools and equipment needed to perform the work, the more the relationship looks like that of employer and employee.

Opportunity For Profit

The roofing contractor was in charge of the ultimate amount charged for the work. He could have charged more or less for the job, depending on a number of factors exclusive to himself, such as how much profit he wanted to make on that particular job, the efficiency of his roofing crew, whether or not he was busy, etc. The less opportunity for profit, or the more an individual appears to be paid on an hourly basis, the less likely is a finding of independent contractor relationship. Payment on an hourly basis does not by itself negate a finding of independent contractor, but it is not helpful to that end.

Use Of Initiative And Judgment

The more efficient the roofing contractor, the greater is his opportunity for profit. If he has a highly trained roofing crew, he can increase his competitive relationship to other contractors. If he has invested in more efficient roofing equipment, he may be able to finish jobs faster and thus have a competitive edge over other contractors he is competing against. If he has developed a more efficient system for the installation of a certain roofing product, he will lower his costs and improve resulting profit margins.

In contrast, an employee works for an agreed- upon wage and does not have the opportunity for profit or loss. Of course, there is the possibility for career advancement for an employee, but this would take place over a period of time and an employee does not have the same opportunity for profit – or loss – as does the independent contractor.

Permanency Of The Relationship

Our roofing contractor finished the job and moved on to the next job with another homeowner. When the roof was installed, the relationship was over. Shorter or clearly defined discrete projects with a beginning and ending point are more closely associated with the independent contractor relationship and longer engagements look more like employment relationships.

Integration With An Organization's Business

In our example putting a roof on the house had no connection to the homeowner's primary employment or means of making a living. By the same token, the more central the work performed by the independent contractor is to the proper functioning of the business, the more the relationship looks like that of employer – employee. And certainly if the same work is done by employees and by independent contractors, that would be an extremely strong argument that the independent contractor is actually an employee.

Obviously each factor listed above does not always have one clear answer and a state or federal agency or court will consider all of the above factors as well as others in reaching a final determination whether there is an employment relationship rather than one of independent contractor.

Don't Try This At Home

While not fail-safe, this cursory summary can help you to identify where problems may exist. If you find questionable situations after this cursory examination, it is much preferable to contact your employment counsel to get certainty rather than let the government answer the question for you. You can get some additional information by visiting our website or our Wage and Hour Laws Blog.

For more information contact the author at jmclachlan@laborlawyers.com or (415) 490-9000.

In-House Production
www.ihplabor
702-631-4748


Sunday, October 30, 2011

BLIZZCON 2011

Blizzard Entertainment does it again.        BLIZZCON 2011         
 And again, In-House Production supplies labor for the event of the year. Anaheim Convention Center bulges at the seems as BlizzCon takes over 4 large halls A, B, C, and D as well as several of the meeting rooms.
From roles of table with 100's of computers and all the games that Blizzard develops, all in one place with the designers of all the games in one place, costumes from all the games and a runway to show off all the fabulous costumes contest.

We started laying out the floor in all the halls on Sunday at 5pm and for the next 7 hours layout was tape measures and chock. At 12 midnight Monday moning we started.

At midnight some 50 High Riggers, Ground Riggers, Truss Handlers, Truck Loaders started the rigging hang with over 300 chain motors, 4000 feet of aluminum truss, banners, sets .

At 8am the crews moved in with a total of 250 Audio Tech, Video Tech, Lighting Tech, Programmers, Stage Carpenters, Loaders, Pushers, Fork Lift operators.

Production Associates was the technical team that put it all together. Michael Thuney was the Technical Director that put this team together. Creative Technology was the Audio and Video team, 4wall took care of all the lighting, Sets built bu FRST, Direct TV was all over the center and on show days, Friday and Saturday had live feeds in all the halls.

In House Production supplied all the added labor needed for Creative Technology, 4 Wall and FRST. 504 was the IATSE Local stagehand labor union that we used for our labor. We had labor from 504, 33, 720, 707 all working through 504. We signed a labor contract with the International to divert al union benefits to the workers local union.

 What a great show. Started Monday morning and by Wednesday we were all ready or Thursday rehearsals for Friday opening day. The show started Friday at 9am with crowds of gamers running in. Show went from Friday through Saturday and at the end of Sunday night, all the halls were emptyas everyone and everything was gone.

16 boom lifts, 18 flat bed trucks, 9 - 3 wheel scooters, 3 forklifts, 8 - 32' scissors lift and over 250 crew members and the event was over as fast as it started.

In-House Production
702-631-4748
Union Labor and Payroll Service.


Wednesday, September 21, 2011

SAFETY TIPS ABOUT TEXTING AND DRIVING

September Safety Tip: Distracted Driving

Most people know that it's dangerous to text and drive, but there's another fact that most people probably don't know: vehicle crashes are the leading cause, year after year, of worker fatalities. Texting while driving - the latest, most dangerous form of distracted driving - is a fast-growing hazard that endangers everyone. The human toll is tragic. The U.S. Department of Transportation (DOT) reports that in 2009 more than 5,400 people died in crashes linked to distraction and hundreds of thousands more were injured. With the explosive growth of cell phones and texting technology, the numbers will only get worse - unless we do something about it.

Employers have a special role to play in this effort because of their legal obligation under the Occupational Safety and Health Act (OSH Act) to protect workers' safety. OSHA started by reaching out to employers to remind them that their obligation applies to all of their employees, including the millions of people who do their work behind the wheel of a vehicle.

Companies are in violation of the OSH Act if, by policy or practice, they require texting while driving, create incentives that encourage or condone it, or structure work so that texting is a practical necessity for workers to carry out their job. On OSHA's distracted driving webpage you'll find a letter to employers and a video in which David Michaels, the Assistant Secretary of Labor who heads OSHA, lays out the safety challenge posed by texting and driving and employers' roles in addressing this challenge. Also available on the webpage is a Distracted Driving: No Texting brochure which explains to employers and supervisors the importance of never requiring texting by their workers while driving.

President Obama took the first step in 2009 with an Executive Order banning texting for all Federal employees. Thirty-two states and the District of Columbia have already passed measures to make their roadways safe from this hazard and OSHA, DOT and other agencies and organizations have given this issue high priority. The Nevada legislature passed Senate Bill (SB) 140 that prohibits all drivers from texting or using a hand-held cell phone while driving. Beginning October 1, 2011, a warning will be issued to violators of the new law. Full enforcement of the law will begin January 1, 2012.

Texting while driving is a big and growing hazard and it will take a strong, concerted effort to bring this problem under control. Nevada SCATS urges our members, associates and allies to join in this effort. Together we can help reduce the great danger posed by drivers who send, receive and read text messages while behind the wheel of their vehicle.

For more information or for a schedule of Defensive Driving courses offered at no charge by SCATS, call toll free 1.877.4SAFENV [1-(877)-472-3368], or visit, www.4safenv.state.nv.us.
               



*The SCATS eBlast is provided as a public service by the Safety Consultation and Training Section (SCATS) of Nevada's Division of Industrial Relations. It does not impose any new compliance requirements or carry the force of legal opinion. The information contained in the newsletter is not a substitute for the safety and health standards for General Industry (29 CFR Part 1910), or Construction (29 CFR Part 1926), nor is it a substitute for Nevada Revised Statutes, and/or the Nevada Administrative Code.

Saturday, June 11, 2011

AUDIO VISUAL COMES TO IN-HOUSE PRODUCTION

In-House Production has over the years, had the best Install, Show and Strike labor Team for your Event. Now we can offer the next step in making that team even better for your AV show labor. TIM REDSULL has joined our team at In-House Production. He will be in-charge of all work relating to AV (Audio Visual) and Audio (Sound) for Corporate Shows or Events. Tim will start working on purchasing some of the, everyday rental-able item used in break-out rooms and events. He will be able to Supply AV Equipment from the Small Break-Out Room to that Large Corporate Event and that Skilled Labor to make that specialty AV Equipment work.

If you have a need for AV Labor for that Break-Out Rooms, Projectionist, Audio Technician or that One Extra Person, call TIM. If you have a need for Mics, Projector, Screens or any AV Rental Equipment, TIM is your person to call.

Tim has been a friend of In-House Production for years and we believe that with Tim's years of experience in AV, and the friendship and working relationship Tim has had with In-House Production, we could not have found a better, or more skilled person to start our AV Department.

WELCOME TIM REDSULL.

Give Tim a call at 702-631-4748 or email at tim@ihplabor.com

Monday, June 6, 2011

POOL PARTY WITH ALL THE TRIMMINGS

PARIS POOL PARTY / IHP TRUSS SYSTEM
     THE PARIS HOTEL AND CASINO, ENTERTAINMENT DEPARTMENT IN LAS VEGAS, HAD A GREAT IDEA. TO HAVE A LIVE BAND AT THEIR POOL WITH ALL THE LIGHTING , SOUND AND VIDEO FOR THEIR SPECIAL EVENT. WHAT A GREAT BAND THE HOTEL PICKED FOR THIS EVENT. EARTH WIND AND FIRE.

     JED AT PARIS CALLED IN-HOUSE PRODUCTION TO HELP WITH THIS TASK. WHAT WE CAME UP WITH WAS A SELF STANDING TRUSS TOWER SYSTEM TO HANG LIGHTING, SOUND AND VIDEO FROM. THE LIGHTING RIG HAD TO MOVE SEPARATE FROM SOUND AND VIDEO. WE HAD AT IN-HOUSE PRODUCTION ALL THE TRUSS, CHAIN MOTORS AND STAGING TO MAKE THEIR IDEA WORK.

      6 CHAIN MOTORS TRUSS TOWER SYSTEM CHANGED TO 18 CHAIN MOTORS, 12"X12" TRUSS, 1/4 TON MOTORS FOR SIDE VIDEO AND THEN  THEIR WAS SOUND. THAT IS WHAT SHOWBIZ IS ALL ABOUT. KNOWING HOW TO FIX THE "O-BY-THE-WAY".
IHP'S TRUSS SYSTEM, STAGE AND DESIGN
      THE STAGE WAS SET AT 4' HIGH ON A POOL DECK THAT SLOPED 9" IN 30'. GUITAR LAND STAGE LEVEL WITH STAIRS, RAMPS AND HANDRAILS. THE STAGE AND TRUSS SYSTEM WAS DESIGNED TO FIT WITHIN THE PLANTERS, TREES AND COLUMNS THAT DECORATE TO POOL DECK.

SPOT TOWERS AND CAMERA PLATFORMS
      THE ONLY REAL PROBLEM WITH HAVING A POOL PARTY AT THE PARIS HOTEL POOL IS THE POOL IN ON THE THIRD (3RD) FLOOR. THE ONLY ONE WAY THERE. DOWN A LONG HALL WAY, UP A SMALL ELEVATOR AND THROUGH DOUBLE DOORS THAT ARE 6'-8" TALL. IT TAKES ABOUT 15 MINUTES TO MAKE IT FROM THE LOADING DOCK TO THE POOL. 

      EVERYTHING WE HAD WAS ON WHEEL,S AND MADE TO FIT IN THE HALLWAY AS IT CAME OFF THE TRUCKS. IT ALL WORKED OUT AS PLANNED. 

      PARIS HOTEL HAD A GREAT EVENT. WE HOPE THEY HAVE PLAN TO DO MORE POOL PARTY'S IN THE FUTURE. WE LOOK FORWARD TO DOING IT AGAIN. 

Monday, May 30, 2011

IN-HOUSE PRODUCTION WAREHOUSE SPACE IN USE.

6 TOWER TRUSS SYSTEM AND STAGE

NEW TO BE PLATFORMS

TRUSS SITTING AROUND FOR RENTAL

4 WHEEL DOLLIES W/8" CASTERS

RIGGING STORAGE CASES

RIGGING STUFF




























In-House Production is your SHOW or EVENT  LABOR/ PAYROLLER SERVICE as well as RIGGING AND STAGING RENTAL SUPPLIES.          Phone: 702-631-4748

Tuesday, May 24, 2011

WHATS YOUR NEED. ""PAYROLLER OR PAYROLL SERVICE""

In-House Production, a Union Stagehand Payroller Service. A Payroller Service is a Payroll company with a twist. A Payroller is a Labor Provider that has Signed a Contract / Collective Bargaining Agreement (CBA) with a labor / trades Union. By signing this CBA with the union, the Payroller becomes the employer of the employees.

Payroll Service is an accounting business whose main focus is the preparation of payroll for other businesses. Such firms are often run by Certified Public Accountants, through a typical payroll processing company will refer to itself as a service rather then a CPA firm, to distinguish its payroll service from the general tax and accounting service that are generally not offered by a payroll service. The typical client of a payroll service is a small business - one just large enough for payroll to be complicated to the point of a hassle, but still small enough to not merit its own full-time payroll department.  The tasks that can generally be expected of just about all payroll serves are:
1: Printing of employee pay checks on time for payday
2: Appropriate calculation of withholding of federal, state, and local taxes
3: Calculation of payroll taxes to be paid by employer (such as Social Security and Medicare)
4: Filing of quarterly and annual payroll reports
5: Depositing of withholding amounts with tax authorities
6: Printing and filing of year-end employee tax documents such as Form W-2

A "Payroller" is a Labor Provider that has signed a contract (CBA) with a Union. The payroller is responsible for all employees working under the CBA, W-4, I-9, Sign-In Sheets, Sign-Out Sheets, Work Place Safety, Audits from the Union amd/or Insurance Companies, Dealing with Employees and there Problems (HR), Dealing with the Union and its Officers when they believe the CBA is not being followed to there interpretation of the Agreement. This is one reason why the Payrollers cost is more then a Payroll service. A Payroll Service has no interest or need to deal with the Employees, he Unions and its problems.

If the Employees Payroll Checks are Wrong, Union Benefits are Wrong, Hours and Rates aare Wrong, this is NOT the Payroll Services Problem. They did NOT Sign the CBA. You are NOT there Employees. Talk to your Employer.


      With all CBA's, the union has the right to go through the companies books. This is so the union can make sure that the company with the CBA is working or paying within the agreement. A payroll service has NO CBA, the union is unable to go through the Payroll Service books. As not having this CBA, dealing with the union and the cost that is associated with the union, the cost to do payroll is far less per employee.

A Union Payroller cost is much higher per person then a payroll service. This is because of the cost associated with dealing with the union and being the payroll service. Some Payrollers hire or have hired payroller services so they do not have to deal with state or federal taxes. In-House Production does all it payroll in house. We deal with the union, we deal with the audit from the union as well as audits from the insurance companies and all payroll service needs. You our client can spend more time on your business, not in audits.


Most Production Companies or Audio Visual Companies going out of state for their client, have no idea how to deal with the Out of State Labor, Labor Unions or go through all the Government Paperwork deal with the state taxes. This is when you call a Payroller / Payroll Service............... You need to call In-House Production at (702) 631-4748 or our webpage at http://www.ihplabor.com/.

Sunday, May 15, 2011

WORKING WITH RIGGING RENTAL HARDWARE

GROUND SYSTEM
 Having inside working space is a great thing. Being able to build our truss system without dealing with the weather works. The system below is 42' by 34' by 25' high. we added 5' off the front for front of stage lighting. We are making some clever grapples for inter truss to hang from. Soon to the blog.
As you can see in the photos, we have a 20' and 10' circle truss hanging. All our Rigging Hardware and Staging is RENT ABLE. The one thing we like doing is providing LABOR. We can supply all your show/event LABOR. We specialize in RIGGING, STAGE CARPENTERS, LIGHTING TECHS AND AUDIO VISUAL. Payroll / Payroller is what we do, it is all about supplying qualified labor for your EVENT.

SYSTEM IN AIR
 YOUR ENTERTAINMENT SUPPORT STAFFING AND SUPPLY COMPANY , STAGEHAND LABOR / PAYROLL SERVICE; That's Not Where It Ends..........
WORKING WITH IDEAS

FLOWER
 If you have a need for Union Stage Labor or Rigging and Staging Hardware, In-House Production is the company that are ready to work with you and your staff on that special event.

How does the Flower photo tie in with Payroll, Rigging and Hardware. Give me a call at 702-631-4748 or email me at pat@ihplabor.com and I will give you the low-down on the Flower.

Tuesday, May 10, 2011

SEVERAL OF THE CREW THAT WORK THE PENN & TELLER SHOW

    Many years ago in a far far away town, there was a crew that believed FRIDAY was HAWAIIAN SHIRT DAY, working as a team was how things were, making sure the show was flawless, and at the end of the night, sitting around with a GOOD CIGAR, and FRIENDS, GOOD FRIENDS. We like working the Penn & Teller Show. This is where In-House Production started, and after 10 YEARS, we are still working the Penn & Teller shows 5 nights a week.

    This photo is from a long time ago. Some of the crew in this photo have retired and moved on. Then  replaced with new faces, but most are still working the Penn & Teller show every night. This is less then half the crew  that works the show 5 night a week.

     I have to say that working the Penn & Teller Show is one of them jobs that come around once. Most of the crew in the photo have worked with Penn & Teller over 15 years. Working their stage show, the TV shows, or helping with the props in there shop. I started with Penn & Teller back in 1992 when they first showed up in a strip showroom in Las Vegas. It has been a great job from day 1...... 

    Hawaiian shirt day has moved to Wednesday. Thursday and Friday are dark days. Its a GREAT SHOW!!!!!!!!!!!

Friday, April 29, 2011

BUCCANEER DAYS AT SELENA CENTER IN CORPUS CHRISTI

Powering the Dimmers

First of Day Safety Meeting





 
STAGEHAND WORKING IN CORPUS CHRISTI TX.

FOH Video Screen Hang

Hanging and running motors
From starting the day with a Safety Meeting, then Introducing the Production Team to the Local Crews. The work day is ready to starts. Nothing better to start the job then opening that 400 amp disconnect box. Power for Dimmers, Audio and run Chain Motors. We have the crews in Corpus Christi. In-House Production Union Stage Crews are working to install the Las Donas De la Corte, Buccaneer Days Royalty Coronation in the ABC Selena Theatre. This is a Annual Festival held in Corpus Christi thanks to Las Donas De la Corte. Go to http://www.bucdays.com/ to find more out about Folklorico Competition, Trail Ride, Roping Showdown, PRCA Rodeo, BBQ, Carnival and Parades.

When you need crews that work together, feel at home on stage, and know what it takes to install a show in Corpus Christi, TX. In-House Production in the company to call. KELLY WHITLOCK CAN TAKE CARE OF ALL YOUR LABOR NEED FOR YOUR SPECIAL EVENT. She has the talented, and the crew.


The Final Set Look

She knows the crews, She know the jobs, She understands what it takes to stay within budget, and she know how to get the right talent for the right job at hand. IATSE Local 604 is our labor crews and what a job they do.

 

Wednesday, April 27, 2011

TEAM MEMBER LEAVES IN-HOUSE PRODUCTION


In-House Production will not be the same now days. Kyla Ferentz-Hughes and her husband Mark Hughes will be packing up all there goods and making the big move. They have decided to leave Sin City and try life in a quieter and slower part of the country.

There will always be a place for Kyla at In-House Production.


In-House Production has lost a good friend and a great team mate.  

Monday, April 11, 2011

INCREASE IN CONVENTION SERVICES COST.

Posted By Jim Wurm,




Electrical Service: The New Drayage 
If you're shocked by the escalation of gas prices lately you'll pass out when you hear what electrical services for trade shows can now cost.
According to Meeting News, gas prices have jumped more than 19 cents over the past three weeks, approaching the all-time high, according to the Lundberg Survey published Sunday. The average price of a gallon of self-serve regular is $3.76, the Lundberg Survey found. The previous survey three weeks ago found an average of $3.57. That means prices are now just 35 cents -- "within firing range" -- of the all-time high of $4.11 set in July 2008.

Not to be outdone by the hubris of the oil companies when it comes to setting prices, a recent show in Las Vegas charged $1,139 per hour to rent a condor, and $44 to rent an electrical cord for the show.
It would seem that exhibitor complaints about the cost of drayage may soon be drowned out by the gasps heard when they receive their electrical services invoices.

convention workers at work


Tags: electrical services

This came over the wire from EACA