IBEW Local 424 and Blanchett Neon Limited finalize three-year collective agreement covering sign industry electricians

The deal runs from April 1, 2025 to March 31, 2028 and includes annual wage increases for all classifications, a new outside-work hourly premium, enhanced pension contributions, and updated scheduling provisions including a four-day workweek option.

At a glance

Union: Local Union 424, International Brotherhood of Electrical Workers (IBEW)
Employer: Blanchett Neon Limited
Province: Alberta
Term: April 1, 2025 – March 31, 2028
Top wage: $37.78/hr (Foreman, April 1, 2027–March 31, 2028)
Vacation: Two weeks (4% of gross) to five weeks (10% of gross) based on years of service
Benefits: Employer-paid health and welfare plan through the Electrical Industry Benefit Trust Fund of Alberta; 80% drug and 80% dental coverage; employer-funded pension/RRSP contributions up to $4.00/hr

Wages

Regular Hourly Rates by Classification

Role	Apr 1, 2025–Mar 31, 2026	Apr 1, 2026–Mar 31, 2027	Apr 1, 2027–Mar 31, 2028
Foreman	$35.96	$36.86	$37.78
Journeyman	$33.01	$33.83	$34.68
Apprentice – 4th Level (80% of Journeyman)	$26.40	$27.06	$27.74
Apprentice – 3rd Level (70% of Journeyman)	$23.10	$23.68	$24.27
Apprentice – 1st & 2nd Level (60% of Journeyman)	$19.80	$20.30	$20.81

Outside Work Hourly Premium

Period	Hourly Premium
Apr 1, 2025–Mar 31, 2028	$2.88/hr

Journeymen performing outside work receive this premium on top of their regular hourly rate for all hours worked outside the employer’s lands or buildings.

Premium Pay Multipliers

Pay Type	Multiplier
Regular Overtime	Base Rate × 1.5
Night Shift	Base Rate × 1.25
Night Shift Overtime	Base Rate × 1.875
High Time (65+ feet free fall)	Base Rate × 1.25
High Time Overtime	Base Rate × 1.875

Allowances

Clothing allowance: $400/year for inside workers; $500/year for outside workers (receipts required before fiscal year end)
Out-of-town overnight travel allowance: $80 per night; room and board paid directly by employer when return home is unreasonable
Referral/hiring incentive: $500 for any employee who refers a new hire who successfully completes their probationary period (Letter of Understanding)

Benefits

Health and welfare: Employer-paid coverage through the Electrical Industry Benefit Trust Fund of Alberta; employer may change carriers provided benefits are equal to or better than the Trust Fund plan
Drug coverage: 80% of eligible expenses
Dental: 80% reimbursement of the Dental fee guide to a maximum of $1,500 per person per year (combined basic and major dental)
Orthodontics: 80% coverage to a lifetime maximum of $1,500 per child under age 17
Premiums: Paid solely by the employer; no deductions from employee wages
Hour bank: Employees who voluntarily resign without two weeks’ notice forfeit their hour bank payout

Pension Plan / RRSP

Employer Pension Contributions (per hour worked)

Years of Service	Apr 1, 2025–Mar 31, 2026	Apr 1, 2026–Mar 31, 2027	Apr 1, 2027–Mar 31, 2028
Probationary (under 720 hours worked)	Nil	Nil	Nil
Less than 2 years	$2.50	$2.50	$2.50
3rd year	$3.00	$3.00	$3.00
4th year	$3.50	$3.50	$3.50
Greater than 4 years	$4.00	$4.00	$4.00

Employees hired on or after April 1, 2025 are enrolled in the EBFA Pension Plan
Employees hired prior to April 1, 2025 had a one-time option to switch from the Group RRSP to the EBFA Pension Plan, exercisable by August 31, 2025 (effective October 1, 2025)
All contributions are made solely by the employer; no deductions from employee wages
Upon termination, the individual RRSP becomes the sole property of the participating employee

Hours, Overtime & Scheduling

Standard hours: Eight hours per day, 40 hours per week. The workday is the 24-hour period beginning at the employee’s scheduled shift start time. The workweek runs midnight Saturday to midnight the following Saturday.

Hours of Work Averaging Arrangement (HWAA): The employer may schedule employees on a four-days-on/three-days-off rotation (four consecutive 10-hour days). Employees on an HWAA are paid overtime at 1.5× for:

All hours worked in excess of 10 hours in a single day, or
All hours worked in excess of an average of 40 hours per week during the averaging period — whichever is greater

The employer may cancel or replace an HWAA with at least two weeks’ written notice to the union and affected employees.

Standard overtime (non-HWAA): 1.5× the regular rate for hours worked in excess of eight hours per day or 40 hours per week, whichever is greater. Management approval is required before an employee works overtime.

Night shift premium: 1.25× regular rate where the majority of the shift falls between 9:00 p.m. and 4:00 a.m.

High time premium: 1.25× regular rate for work performed at 65 feet or more free fall; overtime on high time is 1.875× the regular rate.

Callout minimum: Four hours at the applicable rate for any single emergency callout.

Reporting pay: Employees who report for work and are not assigned any duties receive a minimum of three hours at the regular rate. The supervisor must sign the employee’s time card confirming no work was available.

Leaves & Time Off

Vacation Entitlement

Years of Continuous Service	Weeks of Vacation	% of Gross Pay
1 or more but less than 5 years	2 weeks	4%
5 or more but less than 10 years	3 weeks	6%
10 or more but less than 25 years	4 weeks	8%
25 or more years	5 weeks	10%

Vacation pay is paid each pay period. Employees terminated before completing one year of service, or before their next scheduled vacation, receive 4% of gross earnings in lieu. If a named holiday falls during a vacation, the vacation period is extended accordingly. Vacation timing is mutually agreed upon by employer and employee.

Named Holidays

Holiday
New Year’s Day
Family Day
Good Friday
Victoria Day
Canada Day
Civic Day
Labour Day
Truth and Reconciliation Day
Thanksgiving Day
Remembrance Day
Christmas Day
Boxing Day
Any day declared a public holiday by the federal government

Named holiday pay equals at least the employee’s average daily wage, provided the employee worked the day before and the day after the holiday (unless otherwise authorized). Work on named holidays is paid at 1.5× the regular rate. No work is permitted on Labour Day except to protect life or property.

Other Leaves

Bereavement leave: Up to three paid working days upon the death of an immediate family member, provided the employee attends the funeral. Pay is calculated at eight hours per day. Bereavement days do not count as hours worked for overtime purposes. For funerals outside Alberta, the employee may take two additional days (one paid) for travel, with employer consent (not to be unreasonably withheld). A multiple bereavement arising from the same incident is treated as one bereavement event.
Sick leave: Four paid sick days per year, calculated at the employee’s normal wage × eight hours. Unused sick days expire December 31 each year and cannot be carried over or paid out.

Other Highlights

Job Security, Layoff & Recall

Laid-off employees must be recalled to their previous position before the employer hires a new employee for that role.
Termination notice minimums: one week (3 months–2 years of service), scaling to eight weeks for 10 or more years of service. Copies of termination notices are given to the shop steward.
Employees terminated without just cause may file a grievance. Employees who believe they have been unjustly suspended or discharged may file under Article Seven.
The employer may not sublet or contract out work that customarily belongs to bargaining unit employees if doing so would result in layoffs or prevent the recall of laid-off employees, unless the employer lacks the manpower, skills, equipment, or facilities to complete the work within required specifications or timelines.
In a workforce reduction, any general labourer position is the first affected.

Grievance & Arbitration

Disputes are first addressed by the union business manager and the employer, or by a Joint Grievance Committee of two employer representatives and two union representatives. The committee meets within 48 hours of notice and renders a decision within five working days of its first meeting. If no settlement is reached within 10 working days, either party may submit the grievance to a single arbitrator. If the parties cannot agree on an arbitrator, either may ask the Minister of Labour to appoint one. Arbitration costs are shared equally. The arbitrator cannot alter the terms of the collective agreement. There shall be no strike or lockout while a grievance is before the committee or arbitrator.

Health & Safety / Licensing

Field employees must hold a valid Alberta Sign Service Certificate; initial certificate costs are the employee’s responsibility, while renewal and upgrade fees are covered by the employer.
Journeymen performing outside work must hold a Class 3 licence with Q (Air Brakes) endorsement or a Class 1 licence, and must complete employer-required orientation and training for boom truck operation.
The employer provides insurance for employee personal tools stolen from locked employer vehicles by forced entry, provided a police report is filed. Broken tools used on authorized work are replaced by the employer upon presentation of the broken tool.

Non-Discrimination & Labour Policy

The employer agrees not to dismiss or otherwise discriminate against any employee for filing a complaint or giving evidence regarding an alleged agreement violation.
Shop stewards designated by the union are recognized and may not be discriminated against.
Employees are not required to cross a recognized picket line.
The employer may not require employees to accept lower pay or inferior conditions when working in another territorial jurisdiction of the union.

Apprenticeship

The parties agreed in a Letter of Understanding to develop a formal apprenticeship-style program for the installation/service group immediately following ratification.
Apprentice advancement is based on performance evaluation and job requirements, not calendar periods alone. A Joint Apprenticeship Committee of two management and two union designates reviews apprentices at program completion and determines journeyman eligibility.

Source Document

Collective Agreement – Blanchett Neon Limited and IBEW Local 424 (April 1, 2025–March 31, 2028)