National | 1980 employees | Nondestructive Testing and Heat Treatment Technicians, Trainees and Helpers | Various unions
Click here to view the original collective agreement.
Renewal agreement: Term: August 4, 2024, to April 30, 2027.
Wage adjustments: Wages increase by regional averages minus 1% in the first year.
Shift premium: Supervisors earn a 9% premium; General Superintendents earn 13% for day shift and 11% for night shift.
Paid holidays: Includes 14 holidays such as New Year’s Day, Truth and Reconciliation Day, and Boxing Day. Observed on specific dates.
Vacations with pay: 6% of gross earnings, with four weeks annually after one year of service.
Overtime: Monday-Friday: 1.5x first 2 hours, 2x thereafter; Saturday: 1.5x first 10 hours, 2x thereafter; Sunday/holidays: 2x.
Meal allowance: $25 for unscheduled overtime meals; specific allocations for travel jobs.
Medical Benefits: $2.80/hour contributions to Health Benefits Fund. A detailed description of the coverage and eligibility of the NDT Industry Health Benefit Plan is available in the benefits booklet provided by the Administrator of the Plan or available on ndtbenefits.org.
Weekly indemnity: N/A.
Pension: $7.00/hour (Pacific Region); $6.25/hour (Quebec Region).
Bereavement leave: N/A.
Seniority – recall rights: N/A.
Call-in pay: Minimum 2 hours for local projects; 4 hours if LOA applies.
Probationary period: 500 hours for non-unionized employees, then application for membership required.
Discipline: Disciplinary meetings require QCCC notification.
Severance: N/A.
Safety shoes, uniforms/clothing, tool allowance: All safety equipment as required under the applicable government accident prevention regulations … but shall not include safety shoes except for underground work.
Mileage: Based on agreed rates or schedules.
Sample rates of pay: Level 2 Technician (Pacific Region) starts at $55.58/hour; Pipeline Level 2 Technicians earn $62.60/hour.
Editor’s Notes: This agreement emphasizes precise travel and subsistence terms, such as mandatory employer-provided accommodations and allowances for out-of-town work. Notably, employees cannot use personal funds for employer-directed room and board, ensuring comprehensive support for remote assignments.
