A person with glasses and a beard holding a camera, capturing footage of a man speaking into a microphone.

Set the stage for Respect on Set.

Four people sitting on chairs in a theater, reviewing scripts or papers, with an ornate backdrop and red theater seats in the background.

Respect on Set is built around a set of clear, actionable practices to help independent productions prevent discrimination, harassment, abuse, and retaliation. 

While these guidelines are voluntary, they closely align with legal obligations under federal and state law and industry-recognized best practices, including those in union agreements.

They’re designed to be realistic, adaptable, and easy to integrate.

Respect on Set guidelines support U.S.-based independent film, television, and digital productions, from prep through post.

Black and white checkerboard pattern with alternating squares and a large black area on the right.

About the Guidelines

Looking for the IATSE LBA Requirements?
Click here

Who & When

Respect on Set guidelines apply across all phases of production, to everyone involved in production while in the workplace: 

  • Cast and crew

  • Writers and directors

  • Applicants, interns, and staff

  • Producers, department heads, and supervisors

  • Independent contractors, vendors, and affiliated personnel. 

The workplace includes:

  • On and off-site production locations, including post-production

  • Writers’ rooms, production offices, and virtual/remote workspaces

  • Off-hours settings that impact the work environments (e.g., wrap parties, travel, housing).

6 Core Practices

These 6 core practices apply to every production. When you’re ready to integrate them, visit our Production Tools page.

1. Policies

Every production adopts and distributes:

  • A conduct policy that prohibits harassment, discrimination, abusive conduct, and retaliation

  • An Equal Employment Opportunity (EEO) policy

These policies set the standard for respectful conduct and serve as the foundation for accountability.

2. Communication

Policies and reporting information are shared with everyone working on production during onboarding and kick-off and are visible in:

  • Start paperwork or deal memos

  • Orientation materials

  • Signage on set (when feasible, based on location)

Cast and crew must know how to raise a concern and who to contact if they have questions or experience a problem.

3. Training

All production staff receive training that:

  • Meets applicable federal and state law

  • Covers harassment (including sexual harassment), discrimination, abusive conduct, and working with minors

  • Clearly explains how to raise concerns and what to expect

4. Reporting

Reporting options should  include:

  • Internal channels (e.g., supervisor, First AD, safety officer)

  • External resources (e.g., MyConnext, Entertainment Industry Helpline)

At least one reporting option should appear on the daily call sheet. Other methods (e.g., posters, crew briefings) are encouraged.

5. Investigation

When a concern is raised:

  • Investigate promptly, fairly, and without retaliation

Use a qualified, impartial investigator who meets state or applicable legal standards.

6. Corrective Action

If a violation occurs: 

  • Respond promptly and appropriately

  • Put steps in place to prevent repeat issues - even if you receive the report after wrap.

Scenarios that carry additional risk require extra planning and protections.

Special Considerations

Intimacy Coordination

  • When cast and crew are required to be involved in scenes that include nudity, partial nudity, simulated sex acts, and/or passionate kissing, the Producer will use commercially reasonable efforts to provide an Intimacy Coordinator.

  • Producer will consider in good faith any other requests for an Intimacy Coordinator.

Working with Minors

If your production includes minors (under 18):

  • Producer has written policies on adult-minor interactions (e.g., touch, social media, one-on-ones)

  • Ensure active supervision in line with union rules and best practices

  • Provide clear procedures for reporting safety concerns

  • Conduct background checks on teachers, tutors, and welfare workers

  • Consider background checks for others working in close proximity to minors

Managing High-Risk Situations

Proactively address situations where there is increased risk of harm or boundary-crossing: 

  • Substance use in or near the workplace.

  • Personal relationships between team members

  • Use of social media or behind-the-scenes content.

Filming crew capturing scene of a basketball player during a shoot indoor. Camera operator wearing a hoodie, cap, and watch with focus on camera equipment, while the player and shooter are out of focus in background.

Bring Respect on Set guidelines to life

Practical tools for creative minds. Our customizable resources are designed to make your job easier, so you can focus on creating the magic.

Production Tools

Working under the I.A.T.S.E. LBA?
Read the Requirements >