NCR Customer Engineers Are Skilled Professionals — And It’s Time We Had a Voice.

Customer Engineers keep NCR’s service and uptime running every day. A union gives us the power to negotiate fair standards, job security, and real respect for our work.

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A voice at work

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JOB SECURITY

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BETTER WAGES

Opportunity to thrive

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retirement security

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Great healthcare

ibew union authorization card

ABOUT THE IBEW

The International Brotherhood of Electrical Workers (IBEW) represents tens of thousands of technical field service and equipment maintenance workers across the U.S. and Canada — including technicians who install, repair, configure, and support mission-critical systems in banking, utilities, telecom, manufacturing, and public infrastructure.

NCR Customer Engineers already perform that level of skilled work. We keep NCR running by driving to customer sites, repairing equipment, restoring service, meeting strict SLAs, and protecting client uptime. Yet almost every rule that affects our jobs — scheduling, overtime, discipline, performance ratings, and availability — is set from the top with no input from the people doing the work.

Forming a union means Customer Engineers negotiate the terms of our work rather than having them dictated to us. When the workers who carry the service have a voice, our time, our families, and our future are taken seriously.

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Members Strong

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working in the industry

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Higher Wages

  • Pay that reflects the skill and responsibility of field technical work

  • Raises and wage progression defined in a contract, not just “at management’s discretion”

  • Premiums for nights, weekends, holidays, and emergency calls

  • Overtime rules that benefit the worker — not just the company

  • Transparency in pay scales instead of individual guessing

  • Union standards that keep wages moving forward, not frozen by corporate budgets

Respect

  • A real voice in how the work is structured — not policies handed down from above

  • Just-cause protection instead of at-will termination

  • Fair evaluation standards that don’t weaponize metrics

  • Scheduling and availability rules that recognize family time

  • Recognition for the essential work CEs do restoring uptime for customers

  • A grievance system that actually defends workers when something isn’t right

Benefits

  • Affordable healthcare and predictable out-of-pocket costs

  • Retirement plans that protect workers long-term, not just shareholders

  • Paid leave that’s not controlled by “operational needs”

  • Negotiated holidays and PTO instead of “approval dependent”

  • Training and upskilling protections to keep skills current without penalty

  • Union benefit plans that put workers first — not cost savings for corporate

Frequently Asked Questions
How NCR Workers Organize with IBEW

Yes. Under Canadian law, employees have the legal right to join and form unions and to be represented collectively when bargaining with their employer. This right is grounded in labour statutes and linked to the freedom of association in the Charter of Rights and Freedoms.

Workplaces in Ottawa and Gatineau are governed by provincial labour law if the employer is provincially regulated (most construction, utilities, local electrical contractors, etc.).

  • Ontario and Quebec each have their own labour relations boards and certification rules.

  • Federally regulated workplaces (telecoms, banks, airlines, rail, etc.) are governed by the Canada Industrial Relations Board.

Workers typically begin by contacting the union (IBEW) — Local organizing staff will explain the legal rules applicable to your sector and jurisdiction and provide support

To start legal certification, employees sign union membership cards indicating they want the union to represent them. These cards are confidential and not shown to the employer.

Each province and the federal system sets a minimum threshold of signed cards before a union can apply for certification:

  • Ontario: 40 % of employees must sign before applying for a vote.

  • Quebec: If over 50 % sign, the union may be certified directly; if 35 %+1 sign, a vote is held.

  • Federal (CIRB): If over 50 % sign, certification can occur without a vote; if between 35 % and 50 %, a vote will be held.

Once the union has the required signed cards:

  1. It files an application for certification with the appropriate Labour Board (provincial or federal).

  2. The Board verifies that card requirements are met.

  3. In most cases, the Board then holds a secret ballot vote where a simple majority of voting employees (50 % + 1) determines certification.

If enough cards are signed above the higher thresholds, sometimes certification may occur without a vote (especially federally and in Quebec).

A bargaining unit is the group of jobs/employees the union wants to represent. Defining this accurately is legally important, and the Labour Board must approve it.

During certification, employees enjoy protections under labour law:

  • Employers cannot discipline, terminate, or penalize workers for union activities.

  • Employers must “maintain the status quo” — no changes in conditions solely to influence the union drive once an application is filed.

Once the union is certified:

  • The union becomes the exclusive bargaining agent for everyone in the unit.

  • The employer must bargain in good faith with the union to reach a collective agreement — covering wages, hours, safety, benefits, etc.

This varies by province and sector. Some jurisdictions apply the Rand Formula (automatic dues check-off but union membership not mandatory), while others leave these terms to the collective agreement.

The union must submit membership evidence and often other documentation (like constitution/by-laws) when applying for certification. Labour Boards have strict rules on documents, posting requirements in the workplace, and timelines for employer responses and votes.

A Workforce Represented By The IBEW Means Having A Voice In Your Healthcare Your Safety Your Hours Your Wages .

Organize a Union in your workplace

Knowledge is Key

Every employer, regardless of size or sector, ought to treat employees with respect and dignity, ensuring fair pay, benefits, and healthy working conditions.

The Telecommunications Department represents 50,000 IBEW professionals in broadband, fiber, telephone, satellite and cable television and wireless systems. Since the earliest days of the telephone, the IBEW has represented workers in this important industry, from the first union of telephone operators in 1897 to cutting-edge fiber optic and wireless technicians today.

The International Brotherhood of Electrical Workers is made up of 873,000 active members throughout the United States and Canada. At almost one million members who all work in a variety of skilled professions relating to electricity, the IBEW is one of the largest and most respected labor unions in the world.

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TRANSMISSION & LINEWORK

cooperatives, utilities & generation

CLEAN ENERGY

RAILROAD

GOVERNMENT & MUNICIPALITIES

TELECOM & BROADCASTING

MANUFACTURING

CONSTRUCTION
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job security

An IBEW contract means protection for your job. Unions help safeguard you against arbitrary employer actions. They also mean the power to fight for a better work-life balance.

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opportunity to thrive

The IBEW takes pride in being the best-trained  workforce around, and we are committed to ensuring that all our members have the chance to grow professionally. The IBEW offers the most comprehensive training in the entire electrical industry, which means more career opportunities for you.

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Retirement Security

Union workers enjoy stronger retirement security than their nonunion counterparts. In fact, nearly 100% of union members have retirement benefits through their job.

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Great Healthcare

Union workers enjoy comprehensive and affordable family healthcare. The IBEW negotiates strong health benefits, so workers can access the care they need  without worrying about the costs.

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written contract

In the semiconductor industry, a written contract is the difference between promises and protections. Verbal commitments and company policies can change overnight, but a union contract puts wages, healthcare, retirement, and workplace protections in writing—where they are enforceable. Without a contract, benefits can be reduced, restructured, or taken away at management’s discretion. Through Chips Workers United and the IBEW, workers stand together to negotiate binding agreements that lock in hard-earned benefits, establish clear rules, and provide a real voice on the job. A written contract means stability, accountability, and peace of mind—today and for the future.

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opportunity to thrive

We take pride in supporting one of the most highly trained workforces in the semiconductor industry and are committed to ensuring workers have meaningful opportunities to grow professionally. Drawing on the IBEW’s proven track record and decades of experience advocating for workers, this effort emphasizes access to opportunity through comprehensive training in advanced manufacturing, cleanroom environments, safety, and evolving technologies. These skills help workers adapt in a rapidly changing industry and build strong, long-term careers with expanded opportunities across the semiconductor sector. With a voice at work and a seat at the table, process changes and industry evolution do not have to mean layoffs. Through collaboration, workers and companies can thrive.

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a voice at work

When workers come together through Chips Workers United, they gain a collective voice at work and meaningful representation on the job. Union representation gives workers a say in wages, benefits, and work rules, and provides important workplace protections, including the right to representation during investigatory meetings and the ability to raise concerns collectively without fear of retaliation. Without a union, decisions about pay, scheduling, and workplace rules are made unilaterally. Collective bargaining ensures workers have a seat at the table and a role in shaping fair, transparent workplace standards

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For Families

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Unions help workers earn better wages through collective bargaining. That extra income allows families to afford safer housing, healthier food, reliable transportation, and opportunities like college savings or vacations — all of which contribute to a better quality of life at home.

Better Work-Life Balance

Union contracts often include protections for fair scheduling, paid time off, and guaranteed breaks. This gives working parents more time to be present in their families’ lives — whether it’s attending a child’s school play, helping with homework, or just sharing dinner together.

Affordable, Reliable Healthcare

Union-negotiated benefits frequently include comprehensive health coverage for the entire family. That means fewer out-of-pocket medical costs, access to preventive care, and peace of mind knowing children and spouses are protected if health issues arise.

Job Security and Protection from Unfair Treatment

Unions ensure that workers can’t be fired without just cause and have a grievance process if they’re treated unfairly. This job stability helps families plan for the future and shields them from sudden job loss or retaliation, creating a more secure home environment.

Support for Education and Training

The IBEW is committed to providing resources that help families build long-term opportunities, allowing both workers and their children to grow and succeed through education.

Advocacy for Family-Friendly Laws

Unions don’t just negotiate with employers — they also advocate for policies that benefit all working families, like paid family leave, affordable childcare, and public education funding. Their political voice helps shape a society that better supports parents and kids alike.

Higher Wages Mean Greater Financial Stability

Unions foster solidarity and support, not only in the workplace but also in the wider community. From food drives and scholarship funds to helping members in times of crisis, unions create a culture of care that families can rely on in good times and bad.

Rights To Organize

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Worker Rights

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Forming A Union

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For You

Mutual Success and Stability:
Shared Prosperity: A positive and collaborative relationship fosters an environment where the success of the manufacturing company is intertwined with the well-being of its employees. When the company succeeds, it can share the benefits with its workforce through fair compensation, performance bonuses, and other incentives. This creates a sense of shared prosperity, aligning the interests of the employees and the company.

Long-Term Partnership: A stable and cooperative relationship between the company and the union sets the foundation for a long-term partnership. This stability allows both parties to plan for the future with confidence, knowing that they can rely on each other for support and collaboration. Long-term partnerships contribute to the overall sustainability and success of the business.

Adaptability and Resilience: In the face of economic challenges or industry changes, a mutually supportive relationship between the company and the union allows for collective problem-solving and adaptation. Joint efforts in navigating uncertainties can lead to more resilient strategies and solutions that benefit both individual employees and the company as a whole.

Employee Engagement and Commitment: When employees feel that their interests are considered and valued, they are more likely to be engaged and committed to the company’s success. A positive work environment resulting from the collaborative efforts of the company and the union promotes a strong sense of loyalty and dedication among employees, contributing to the overall stability of the workforce.

Open Communication Channels: Mutual success relies on transparent and open communication channels between the company and the union. Regular dialogue allows for the identification of common goals, the resolution of issues, and the continuous improvement of working conditions. Transparent communication builds trust and strengthens the foundation for a relationship based on mutual success and stability.

Competitive Advantage: A manufacturing company that can demonstrate a harmonious and mutually beneficial relationship with its workforce through the union gains a competitive advantage in the market. This positive reputation can attract top talent, enhance customer trust, and appeal to investors who value responsible and collaborative labor practices.

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For Manufacturing

Improved Communication:
Open and transparent communication between the company and union fosters trust and understanding. Timely sharing of information reduces misunderstandings, leading to smoother operations and better collaboration.

Enhanced Productivity:
A harmonious relationship encourages a cooperative approach to problem-solving and process improvement. Union workers, when engaged positively, are more likely to contribute to efficiency and productivity gains within the manufacturing processes.

Workforce Stability:
A positive relationship with the union helps in maintaining a stable and motivated workforce. Reduced labor turnover and increased job satisfaction contribute to consistent production levels and lower recruitment costs.

Conflict Resolution:
Effective labor-management collaboration facilitates quicker resolution of disputes and conflicts. Addressing concerns promptly helps maintain a positive work environment, preventing disruptions to production schedules.

Employee Well-being:
A harmonious relationship promotes the well-being of union workers through fair wages, benefits, and working conditions.
This, in turn, enhances employee morale, engagement, and commitment to the company’s success.

Competitive Advantage:
A positive relationship with the union can be a competitive advantage in the marketplace. Demonstrating a commitment to fair labor practices and collaboration with the workforce can enhance the company’s reputation and appeal to customers and investors. A harmonious relationship with union labor, therefore, not only contributes to a positive workplace culture but also brings tangible benefits to the manufacturing company in terms of productivity, stability, and competitiveness.

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For Communities

Economic Growth:
Strengthened worker-employer relationships foster a stable and productive workforce. Increased employment opportunities and job security contribute to a more resilient local economy.

Local Prosperity:
Healthy employer-employee partnerships lead to higher wages and improved living standards.
Increased disposable income within the community stimulates local businesses and services.

Social Cohesion:
Positive workplace relationships spill over into the community, promoting a sense of belonging and unity.
Shared values and mutual support create a socially connected and harmonious environment.

Skill Development:
Strong worker-employer collaboration encourages skill development and continuous learning.
A skilled workforce attracts new businesses and industries, further diversifying the local job market.

Innovation and Entrepreneurship:
Supportive employer-employee dynamics encourage innovation and creativity. This atmosphere can lead to the emergence of local entrepreneurs and startups, contributing to community development.

Community Involvement:
Engaged employers and workers are more likely to participate in community initiatives. Volunteerism, community projects, and corporate social responsibility activities strengthen the overall fabric of the community. A strong worker and employer relationship, therefore, has a ripple effect that goes beyond the workplace, positively impacting the community at large.

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For Workers

Fair and Competitive Compensation:
The union can negotiate fair wages and benefits for individual employees, ensuring that they receive competitive compensation within the industry.
This fosters job satisfaction and loyalty, contributing to a stable and motivated workforce.

Improved Working Conditions:
The union can advocate for improved working conditions, including safety measures and health benefits.  Better working conditions not only enhance the individual employee’s well-being but also contribute to a healthier and more productive work environment.

Job Security:
Through negotiations and collective bargaining, the union can work to secure job protection measures.
Increased job security provides peace of mind for individual employees and promotes a stable workforce for the company.

Professional Development Opportunities:
Collaborative efforts between the company and the union can lead to the establishment of training and development programs. These programs benefit individual employees by enhancing their skills and employability while supporting the company’s need for a skilled workforce.

Employee Representation:
The union serves as a representative for individual employees, ensuring their voices are heard in decision-making processes. This empowerment contributes to a positive workplace culture and helps the company address employee concerns proactively.

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better wages

Union members make more money. On average, union workers make nearly 20% more than nonunion workers according to the Bureau of Labor Statistics. That’s because a union contract gives workers the power to make sure they are paid their fair share.

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a voice at work

When workers come together as one, they gain a voice at work, with a say in wages, benefits, and  work rules. Without a union, everything from your paycheck to scheduling is at the whim of  management. But collective bargaining gives you power.

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