5
The deal runs from Feb. 1, 2026 to Jan. 31, 2029 and includes hourly wage increases from $31.00 to $32.75 per hour, plus updates to mileage rates, benefits, scheduling, and workplace safety rules.
At a glance
- Union: L’Association des Camionneurs de L. Breton Transport Ltée
- Employer: L. Breton Transport Ltée
- Province: Quebec
- Term: Feb. 1, 2026 – Jan. 31, 2029
- Top wage: $32.75/hr (effective Jan. 23, 2028)
- Vacation: 2 weeks after 1 year of service, up to 5 weeks after 15 years
- Benefits: Group insurance maintained for the duration of the agreement; employer contributes up to $58.90/pay period for family plans
Wages
Hourly and Mileage Rates — Canada
| Effective Date | Hourly Rate | Mileage Rate (per mile) | Rate per km |
|---|---|---|---|
| Jan. 25, 2026 | $31.00 | $0.6200 | $0.3853 |
| Jan. 24, 2027 | $32.00 | $0.6300 | $0.3915 |
| Jan. 23, 2028 | $32.75 | $0.6400 | $0.3977 |
Mileage Rates — United States
| Effective Date | Mileage Rate (per mile) | Rate per km |
|---|---|---|
| Jan. 25, 2026 | $0.7200 | $0.4474 |
| Jan. 24, 2027 | $0.7300 | $0.4536 |
| Jan. 23, 2028 | $0.7400 | $0.4598 |
Additional Pay Notes
- Probationary/training rate: $23.00/hr; employer reserves the right to modify at any time
- Training premium: $4.00/hr for drivers training a new employee
- Holiday work premium: $200.00 for working Dec. 25 or Jan. 1; $100.00 for working Dec. 26 or Jan. 2
- U.S. overnight allowance: $50.00 per overnight stay at a terminal other than the home terminal for U.S. destinations
- Customs wait time: Paid at the hourly rate after more than 30 minutes of waiting
- Road inspection wait time: Paid at the hourly rate when documented by a control officer
- Quebec local movements: All movements within 160 km of any of the three terminals are paid at the hourly rate
- Special clients (Stablex, Sucre Lantic): Paid at the hourly rate
- Special client mileage adjustment (International Paper / SMI Ticonderoga): Mileage paid based on 394 km (Bedford to Bedford)
Benefits
- The employer will maintain the existing group insurance plan, or equivalent, for the duration of the agreement
- To be eligible, an employee must be full-time and actively at work
- Probationary eligibility:
- After 6 months of continuous work: prescription drug insurance and life insurance
- After 12 months of continuous work: long-term disability insurance
- Employer maximum contributions per pay period (effective Jan. 25, 2026, Jan. 24, 2027, and Jan. 23, 2028 — rates unchanged across all three years):
- Family plan: $58.90
- Single-parent plan: $44.05
- Individual plan: $29.95
- Exempt plan: $10.60
- Disability insurance premiums are the employee’s responsibility
- For employees unable to work due to occupational or non-occupational illness or injury for up to 18 months, the employer covers the employee’s share of premiums; the employee reimburses the employer
- If an employee fails to pay their share for more than one month, the employer may notify and cancel coverage after 10 days if payment is not received
- Footwear and gloves allowance: $300.00 paid annually each July 1 via direct deposit, after 6 months of seniority
- Work clothing voucher: $300.00 per calendar year for drivers with more than one year of seniority, redeemable at a Sherbrooke store designated by the employer
Hours, Overtime & Scheduling
- Minimum call-in guarantee: Any employee called in who works fewer than four hours receives a minimum of four hours’ pay
- Weekly overtime threshold: Overtime at time-and-a-half applies after 60 hours in a seven-day period, calculated by combining hourly work and mileage-converted hours (using the driver’s average km/h speed per ISAAC)
- Booking cutoff: The daily booking window closes at 5:00 p.m.; trips arriving after that point may be scheduled without regard to seniority
- Scheduling priority: Regular drivers maintain priority for their scheduled time slots
- Weekend work: Drivers who have not completed 60 hours may be required to work on weekends when a shipping surplus exists
- Accident investigations: The employer may suspend an employee without pay during an investigation into an accident, loss, or damage, for a maximum of 10 working days; the employee is notified within 30 days of the accident date whether they are found responsible
Leaves & Time Off
Vacation Entitlement
| Years of Service | Vacation Weeks | % of Gross Earnings |
|---|---|---|
| Less than 12 months | 1 day per month of service (max 10 days) | 4% |
| 1 year completed | 2 weeks | 5% |
| 5 years completed | 3 weeks | 6% |
| 10 years completed | 4 weeks | 8% |
| 15 years completed | 5 weeks | 10% |
- Vacation scheduling is done by seniority order; no more than five employees may be on vacation simultaneously
- The vacation period runs Jan. 1 to Dec. 31; no more than two consecutive weeks may be scheduled per employee, with additional weeks scheduled separately by agreement
- A maximum of two vacation weeks may be scheduled during the summer period (May 1 to Sept. 30)
- Vacations are not cumulative
Paid Holidays
| # | Holiday |
|---|---|
| 1 | New Year’s Day |
| 2 | Day after New Year’s Day |
| 3 | Saint-Jean-Baptiste Day |
| 4 | Victoria Day (Fête de la Reine) |
| 5 | Labour Day |
| 6 | Confederation Day (Canada Day) |
| 7 | Christmas Day |
| 8 | Boxing Day |
| 9 | Good Friday |
| 10 | Thanksgiving Day |
| 11 | National Day for Truth and Reconciliation |
- Statutory holiday pay is equivalent to 12 hours at the regular rate, regardless of the day it falls on
- Employees must have been available to work the shifts immediately before and after the holiday to be entitled to holiday pay
- The holiday provision does not apply to employees on leave or laid off for more than five working days prior to the holiday
- Employees may bank up to five statutory holidays; banked holidays must be scheduled within 12 months
- After three months of seniority, each employee is entitled to three personal days per year; unused personal days are paid out automatically 30 days after year-end (January)
Other Leaves
- Bereavement leave: Three paid days upon the death of an immediate family member (after three months of continuous service), at the regular rate for a standard 12-hour driver’s shift; two additional unpaid days available on request
- Bereavement — extended family: One paid day for the death of a brother-in-law or sister-in-law
- Parental leave: Employees may access applicable government programs upon the birth of a child
- Medical leave / absence: Verified illness or accident does not constitute grounds for loss of seniority; employees must notify a management representative at least four hours before the start of their shift
Other Highlights
Job Security, Layoff & Recall
- Layoffs follow reverse-seniority order, provided senior employees hold the necessary qualifications, experience, and physical capacity
- Recalled employees must notify the employer within seven days of receiving a registered letter and report on the date specified, or risk losing seniority
- Employees unable to work for more than 18 months due to occupational or non-occupational illness or injury lose all seniority and the employment relationship is terminated
- Employees hired before Sept. 26, 1991, cannot be laid off as a direct result of contracting or subcontracting work to parties outside the bargaining unit, except in emergencies or circumstances beyond the employer’s control
- The employer is not required to follow seniority rules for layoffs of two working days or fewer
- The 10 most junior drivers — union and non-union — are included in a work rotation in the event of a shortage of work
Grievance & Arbitration Procedure
- Employees must first raise a complaint with their immediate supervisor within six working days of the event
- If unresolved within two working days, the complaint may be filed as a formal grievance within two additional working days
- Stage 1: The delegate meets with the manager or representative, who issues a written decision within five working days
- Stage 2: If unresolved, either party may request arbitration within five days of the Stage 1 decision; failure to do so results in the grievance being considered settled or abandoned
- A single arbitrator is appointed and must render a decision within two months of appointment; arbitration costs are split equally between the employer and the association
- Grievance settlements are not considered precedents
- Saturdays, Sundays, and statutory holidays are excluded from all procedural timelines
Health & Safety
- The association agrees to cooperate with the employer to promote safety education, accident prevention, and employee health
- Employees must promptly report equipment defects in writing; the employer is obligated to maintain all vehicles in safe operating condition in compliance with applicable laws
- The employer may not require an employee to operate equipment that poses a safety risk or violates existing regulations
- The employer may require medical examinations at its own expense and retains the right to choose the examining physician; the association may arrange an independent examination at its own cost
- Employees receive a copy of any medical report resulting from a company-required examination
Rules & Discipline
- A graduated discipline system applies for violations including speeding (0–10 km/h over: standard derogation; 11–20 km/h: equivalent to a second offence; 21–30 km/h: equivalent to a third offence; 31+ km/h: subject to dismissal), failure to wear a seatbelt, running stop signs or red lights, improper vehicle inspections, hours-of-service violations, unauthorized cellphone use while driving, and misuse of social media
- Standard derogation scale: 1st offence — reprimand; 2nd — 3-day suspension; 3rd — 7-day suspension; 4th — subject to dismissal
- Management has one month from the date of an incident to apply sanctions
- Suspension days are reimbursed at 12 hours per day if a driver is found not guilty upon presenting court evidence
Non-Discrimination
- Neither the employer nor the association will engage in discrimination, coercion, or intimidation against any employee on the basis of union activity, race, religion, or colour
- The agreement’s harassment policy (Annex A) covers all employees — union, non-union, and management — and prohibits vexatious conduct that undermines dignity or psychological or physical integrity; a single serious incident may constitute harassment
- Complaints are submitted in writing within 10 working days of the incident; the responsible person (Andréanne Brulotte) or a designated person conducts an investigation and advises parties of the outcome as quickly as possible
- Employees may file complaints without fear of reprisal; confidentiality is maintained to the extent possible
Pension
- A Simplified Retirement Plan (Régime de Retraite Simplifié) is mandatory for all drivers with more than two years of seniority
- Employer contribution: $31.00/week; minimum employee contribution: $31.00/week
- Employer contributions are deposited to a locked-in account; funds are accessible at age 55 or per applicable Quebec pension legislation
- If an employee fails to make their contribution, the employer will not make the matching employer contribution
Source Document
L. Breton Transport Ltée – Collective Agreement 2026–2029 (PDF)
Tags
- NAICS Code: 484121 (General Freight Trucking, Long-Distance, Truckload)
- Union: L’Association des Camionneurs de L. Breton Transport Ltée
- Employer: L. Breton Transport Ltée
- Province: Quebec
