In the entertainment industry, background checks aren’t just about protecting your set—they’re about staying compliant. For union productions, especially those governed by organizations like SAG-AFTRA, IATSE, or DGA, aligning your screening practices with union rules is essential.
Failing to comply can delay your production, trigger fines, or even shut you down.
Why Union Compliance Matters
Unions exist to safeguard their members, and that includes ensuring that production environments are safe and harassment-free. This means producers must verify that all hires meet legal and ethical standards, particularly for roles involving close contact with minors, stunts, or public-facing events.
According to SAG-AFTRA’s 2023 safety bulletin, productions are required to conduct background checks on individuals working with minors and are encouraged to screen roles involving financial handling or authority positions. Non-compliance can lead to grievances or contract breaches.
Common Screening Requirements
While each union has its own terms, common screening expectations include:
- Criminal history checks
- Sex offender registry checks (especially for child-involved projects)
- Employment eligibility verification (I-9)
- Drug and alcohol testing (when required)
These checks help mitigate liability and ensure your project aligns with union safety standards.
Streamlining Your Compliance Process
To avoid friction between production schedules and union demands:
- Work with a background screening partner experienced in entertainment compliance
- Maintain a pre-vetted crew database with rolling checks every 6–12 months
- Communicate with union representatives early to align expectations
For large-scale productions, it’s helpful to designate a compliance coordinator to oversee adherence to both internal and union-specific policies.
The Bottom Line
Background checks are no longer optional—they’re an industry standard. With union scrutiny increasing and public attention on safety growing, making sure your screening practices align with union requirements is not just smart—it’s non-negotiable.
