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DigitalGlue and Breakthrough Photography Develop Award-Winning First Pro B4 to RF Mount for the RED V-RAPTOR and KOMODO

CMMA Blog

Murrieta, CA – May 10, 2022 – DigitalGlue, in partnership with Breakthrough Photography, is excited to announce the release of the industry’s first professional B4 to RF lens mount designed specifically for RED Digital Cinema’s V-RAPTOR and KOMODO cameras multi-sensor formats. The new MC-1 mount enables broadcast organizations to adopt the latest cinema technology while maximizing their investment in professional B4 lenses. Acknowledging its impact on the media and entertainment industry, ProductionHUB selected the MC-1 B4 to RF mount as a 2022 NAB Show Award of Excellence recipient. DigitalGlue is an official RED Digital Cinemas systems integrator and can provide a complete packaged solution. 

The invention of the B4 to RF mount saves DigitalGlue customers money by allowing them to purchase and use a RED camera without needing new lenses which are the most expensive part of the cinema camera assembly. The MC-1 mount allows HD, 120 fps on the RED Komodo and UHD, 60 fps utilizing a lenses doubler all while maintaining the lens’ zoom and aperture ranges. The RED Raptor enables HD 240 fps and UHD 120 fps through the utilization of a lenses built-doubler. Now, Broadcast organizations can achieve a cinematic look with upwards of 17 stops of dynamic range, smooth highlight roll-offs, and exceptional low light performance. 

Additionally, the RED Komodo brings its cinema global shutter for the first time to the world of live broadcast. This advancement gives broadcasters the ability to shoot both live and recorded cinematic images, maximizing their current investment in broadcast B4 lenses with a single camera. The B4 Mount will also enable video teams to extend their overall investment in the RED Digital Cinema ecosystem by allowing them to utilize their existing RF and PL based lenses, extending the overall investment in the RED Digital Cinema ecosystem. To learn more or place an order, email sales@digitalglue.com or call 949.388.9078 and press 2 for sales. 

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What Record-Breaking Heat Waves Mean For Your Business

CMMA Blog

Yesterday, I drove by a young man directing construction traffic from the side of a freshly-tarred road. We are in the middle of a heat wave in my area and even by 9 AM, we were well into the 90’s. If it had been a cartoon, I would’ve been able to see the heat waves rising beneath him. I wanted to drop some gatorade off for the guy! Don’t be mistaken: Heat stroke is not just dangerous to the most vulnerable among us. It can land even a young man like this worker in the hospital with very little warning.

We aren’t the only ones experiencing record-breaking highs this summer: Many regions are facing increasingly wild weather. So what does this mean for individuals or companies whose work requires them to be outdoors? I’ll tell you what it doesn’t mean: waiting until someone has a heat stroke to think about worker safety.

As we head into another record-breaking summer, it’s a good time to talk about workplace safety. Protecting workers—especially those who spend extended time outdoors—requires a little extra forethought and attention. While your workers’ health is a good enough reason to take extra measures, addressing safety risks can also prevent fines and lawsuits.

Worker Safety in Extreme Heat

Staying compliant with OSHA’s guidelines on Occupational Heat Exposure prevents workers from getting heat related illnesses. It also prevents them from missing work and you from getting fined. Keep everyone safe so neither you nor your employees end up paying the price.

  1. Provide water, rest, and shade: It’s easy to get into a project and forget about the time. Sometimes proactive measures like mandatory breaks with plenty of hydration will remind people to take care of themselves in the heat.  Make plenty of water and gatorade easily accessible.
  2. Recognize the signs: Managers should be on high alert for symptoms of heat exhaustion. According to the Occupational Safety and Hazard Administration (OSHA), “Persons suffering from heat exhaustion might have cool, moist skin; sweat heavily; or complain of headache, nausea or lightheadedness.”
  3. Watch the weather: At different temperatures and conditions, different measures are appropriate. Monitor the heat index as well as the associated risks. Schedule reminders and water breaks ahead of time and stick to them, regardless of your schedule.

General Emergency Preparedness

Heat isn’t the only hazard workers may face. OSHA’s website provides resources for winter weather and just about every situation here . Preventative measures for all inclement weather issues is a worthwhile investment. OSHA offers free on-site consultations to help diligent employers eliminate any problems up front. Contact them at 1-800-321-OSHA for more information.

Bottom Line

Watching out for your workers’ safety is not just about staying compliant with the letter of the law, but about understanding and staying true to the spirit behind it. Even if you can push workers a little further to get the job done faster, it’s worth going above and beyond to provide a safe environment. Watching out for people makes workers more loyal and you’ll ultimately be more productive, too.

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Gig Worker ≠ Independent Contractor ≠ Employee

CMMA Blog

Employee classifications identify how the Fair Labor Standards Act (FLSA)  apply to workers and what benefits they are legally entitled to or not. Because of this, the language we use around it matters! The terms we use to define workers can get thrown around interchangeably even though they’re actually different. Let’s define the language around independent contractor, gig worker, and employee.   

Gig worker

Merriam Webster defines the gig economy as “economic activity that involves the use of temporary or freelance workers to perform jobs typically in the service sector.”

The service sector piece is one of the main cues that indicates someone is a gig worker. Ride-sharing drivers and grocery delivery people are good examples. Their “gigs” are on-demand. It usually goes something like this: a customer coordinates a one-time service (such as a grocery cart full of food delivered to their doorstep) through a company like Uber or Instacart. They facilitate the transaction through an app and a worker accepts the task. 

The gig worker, then, is the person who does the driving or shopping/delivering. They might also be an independent contractor, but it’s not the same thing. 

Independent Contractor

Independent contractors are business owners who engage in a contract (either with another business or with an individual) to provide a service. They receive payment specifically for the work they perform and according to agreed-upon terms. Unlike a regular employee, they can pick and choose clients and regularly move from client to client.

Here are some of the key hints that someone is an independent contractor:

  • They have a specific skill set and a legally-established business entity
  • They report business income to the IRS and pay self-employment taxes 
  • They perform work that is not central to their client’s main line of business
  • Their work is project-oriented and is typically completed in a specified amount of time

Employees

Okay, so employees are a whole different thing. In short, they’re employed by a company and are entitled to the benefits and regulations that go along with that. There are multiple designations that can apply to employees–part time, full time, exempt, non-exempt. We’ll go into more of that next week.

Still have questions? 

Let us help you . It’s our business to keep clients compliant.

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You Have Better Things to do With Your Time Than an Audit

CMMA Blog

The court battle over which workers can be classified as independent contractors versus employees does affect your business whether you want to think about it or not. Whatever the IRS makes a priority  of a topic will soon be the focus of audits, too. In short: that means anyone with workers must be well-versed on worker classification.

 

Independent Contractors (ICs) are self-employed, hired to do a specific job, and receive payment only for the work performed. Unlike a regular employee, they pick their jobs and regularly move from client to client, business to business. Also referred to as freelancers, consultants, and 1099’s, they report their own business income and pay self-employment taxes.

Hiring an IC is attractive to companies looking for outside creative resources who want to outsource work that is not central to their main line of business. The work is project-oriented and is typically completed in a short amount of time. It’s also easier on the budget to pay your IC as a vendor, not as an employee.

Sounds nice, right? But there’s a big catch.

The IRS has very strict guidelines that define true business-to-business relationships. These guidelines are meant to prevent firms from misclassifying would-be employees, thereby avoiding a bounty of state and federal taxes.

Is your IC really an independent contractor?

This is a deceptively complex question. It’s important to justify your “yes” because of the high audit risk associated with loose practices around independent contractors.

Best Practices:

  • Contractor has an established business entity and EIN
  • Contractor provides services to multiple clients
  • IC provides certificates of insurance, including general liability insurance and worker’s comp
  • Company and contractor have a signed services agreement
  • Agreement specifies project length, compensation and liability

When working with your contractors:

  • Do not train a contractor, direct their work responsibilities or define their work schedules
  • Independent contractors should use their own equipment
  • Do not provide any employment benefits, such as health insurance and corporate stock options
  • Contract on a per-project basis
  • Keep in mind that this is a business-to-business relationship

Prevent an Audit/Years of Headaches

Audits are costly and time-consuming even for businesses that do everything by the book. How much are you willing to pay in time and hassle for employee misclassification? If you have any questions about independent contractor status, trust PayReel to help you make the determination.

We screen each employment situation carefully to assess the entire relationship to make sure you are in complete compliance. Call us at 303.526.4900 or email info@payreel.com.

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