All members (Managers) of the Association (OMAI) agree to abide by this Code of Professional Conduct.
1. Transparency & Collaboration
- 1.1. To promote collaborative relationships between Managers
- 1.2. To promote open communication and sharing of information between Managers
- 1.3. To provide accessibility to information and resources agreed upon by the Managers
- 1.4. To encourage trust building and consensus between Managers
- 1.5. To create trust and stronger relationships with Producers and Artists
2. Advocacy & Safeguards
- 2.1. To act in delivering clarity of purpose on behalf of the Association
- 2.2. To act as advocates in the industry on behalf of the Managers
- 2.3. To act to safeguard the interests of the Managers
- 2.4. To acknowledge the independence of Managers as separate business entities
3. Disputes between Management Firms
- 3.1. To renounce and abstain from pursuing Artists under management with another Manager (poaching)
- 3.2. To respect and not discredit existing management contracts and relationships with other Managers
- 3.3. To not speak disparagingly, discredit, damage or sabotage the reputation of other OMAI Managers
- 3.4. To not speak disparagingly, discredit, damage or sabotage the reputation of any Artist
4. Terms & Conditions for Transfer of Artists
When an Artist transfers to new management the following will apply:
- 4.1. To honor the terms of existing management agreements and the terms agreed upon in separation commitments
- 4.2. To honor the terms of existing general or verbal management agreements between the Artist and the outgoing Manager and the terms agreed upon in separation commitments
- 4.3. To consent to the terms outlined in OMAI’s Terms and Conditions for Transfer of Artists if no contractual management agreement exists
- 4.4. To provide the Artist and the incoming Manager with the terms, where applicable, of the separation agreement and a list of all upcoming engagements. The list will contain fully executed contracts, confirmed and negotiated contracts pending as well as offers for which the Artist has blocked their schedule at the time of management termination.
- 4.5. To inform the Producers, outlined in the separation letter/agreement, of the Artist’s transfer to new management and which Manager will resume negotiations for existing and forthcoming contracts. This arrangement is based on the status of existing management and/or engagement contracts or OMAI’s Terms and Conditions for Transfer of Artists
- 4.6. To offer a means to resolve disputes between OMAI Managers
- 5.1. In the case of fully executed contracts, the outgoing Manager is entitled to receive the full amount of the agreed commission.
- 5.2. In the case of confirmed and negotiated contracts that are pending, the outgoing Manager is entitled to receive the full amount of the agreed commission.
- 5.3. In the case of unconfirmed engagement offers, for which the Artist has blocked their schedule, the incoming Manager will negotiate any forthcoming contracts. If the contract is offered within six months of management termination, the outgoing Manager is entitled to receive 50% of the agreed commission.
- 5.4 Managers are free to decide on their own terms regarding the transfer of an Artist to new management by written mutual agreement.
- 5.5. In the case of a contract cancellation by an incoming Manager of an engagement included in the list of upcoming engagements provided by the outgoing Manager, the outgoing Manager is entitled to receive the full amount of the agreed commission.
- 5.6. If an Artist cancels an engagement for reasons of illness, documented by a letter from a physician, the engagement is not replaced with another and the Artist does not perform elsewhere else within seven days, then no commission is paid to the Manager.
- 5.7. Managers agree to charge Artists commissions based on the Artist’s work (performances and rehearsals) and not on compensation for expenses provided to the Artist by the Producer.
6. Equal Opportunity & Non-discrimination
- 6.1. To not discriminate on the basis of race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status, in any or all of its activities or operations as specified in the OMAI’s non-discrimination statement.