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How to Break a Contract with an Entertainment Management Company

If one becomes a professional performer, writer or director, he may choose to add a manager to his representation team. These professionals work with a performer's agent and lawyer to help get the talent more opportunities. But when you want to fire any part of that team, some research is in order, as well as tact and discretion. You have to remember that any talent business is both insular and political with your reputation on the line. Old fashioned rules of courtesy are required. The best way to mess up relationships with all your representatives is to make an enemy out of one. Before you fire anyone from your team, always have a frank talk with them beforehand. Not telling them they're fired but stating areas where you are unhappy and why you think things need to change. Then give that manager a chance to make those changes. But if you do decide to fire them, be clear and honest.

Instructions

  1. How to Fire A Talent Manager

    • 1

      Remember how you first were introduced to the manager. If it was your lawyer or agent, you need to consult with them first to get their ideas on if this choice is in your best interest.

    • 2

      Review your contract. Here's one of the surprises about contracts in professional entertainment--they are rarely, if ever, signed. Usually an agency or talent management company will prepare contracts and send them to your lawyer or representation. And that's where they usually stay in a perpetual state of review. So the odds of having an actual signed contract are low.

    • 3

      Whether or not your contract is signed the options are still the same. If you no longer want to work with a talent manager, they probably no longer will want to work for you. Even if you have a solid written and signed contract, rarely will they hold someone to it for the full term, if the client is unhappy. Particularly if your agent and lawyer are behind your decision. Financial arrangements in this circumstance can be worked out, e.g. you can continue to pay their percentage (usually 10% but can as high as 25%) until the end of the year.

    • 4

      But if you are successful and your earnings are very high, don't be surprised if someone who worked as your talent manager will insist on a percentage of your earnings for the time specified in the contract. Remember, this is for a talent professional who might be earning well into the hundred thousand dollar a year mark. Way above. In this case, everyone will want a settlement that pleases everyone because they don't want the talent/performer to be unable to continue earning money for everyone. When the term of the contract expires, so will the percentage deal.

    • 5

      And while many successful people negotiate in and out of contracts, signed or unsigned, with money--someone starting out who signs with a manager should be very careful about signing any contracts. And think about hiring a lawyer to review the contract before signing. You can always get out of the relationship, but you can't always get rid of the necessity of paying a percentage until the contract expires.

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