Effective August 1, 2026 – July 31, 2029
This is a separate Collective Bargaining Agreement from NCGMA's own contract. It applies to glaziers working in Southern California under the agreement between Glaziers, Architectural Metal and Glass Workers Local Union 636 and Painters and Allied Trades District Council 36, negotiated by the Southern California Glass Management Association (SoCal GMA). We're sharing it here because it may be relevant to members with operations or projects in Southern California.
A new Memorandum of Understanding (MOU) has been reached, effective August 1, 2026 through July 31, 2029. This MOU updates 16 sections of the existing Collective Bargaining Agreement, covering wages, benefits, jurisdiction, subcontracting rules, travel pay, and more.
Below is a summary of what's changing in each of those 16 sections. The summary is meant to give you a quick overview the attached MOU contains the full legal language, including the specific article and section numbers being amended, so we encourage contractors to review it directly and consult it when questions of contract interpretation come up on the job.
1. Wage and Benefits
Three-year wage and fringe benefit increases totaling $9.56 over the life of the agreement, effective August 1 of each contract year. You'll notice there are two wage rate sheets, reflecting an IUPAT Administration increase effective January 1 of that year.
2. Jurisdiction
Expanded and updated jurisdiction language to reflect current glazing materials, systems, equipment, technologies, and related work.
3. Cell Phone Reimbursement
Added language clarifying that $0.08 per hour of each employee's wages is designated as reimbursement for the required use of personal devices for work purposes.
4. Grievance Procedure
Added language clarifying that unpaid wages and benefits are excluded from the mandatory fourteen-day reporting window, consistent with applicable law.
5. Holiday Schedule
Added Martin Luther King Jr. Day as a holiday, increasing the total number of recognized holidays from 11 to 12.
6. Required Training
Updated the list of mandatory training courses for all apprentices and journeyworkers to include Harassment Prevention Training, Boom Scissor Reach, and Hoisting and Rigging.
7. Subcontracting
Added language stating that employers may only subcontract covered work to signatory contractors. If the Union can't provide qualified licensed contractors within five business days (with written confirmation), the Employer may subcontract the work to any source.
8. Moonlighting
Added language prohibiting members from performing covered work as an independent contractor, subcontractor, or employer without becoming signatory to the Agreement.
9. Foreman Pay
Increased foreman pay for foremen in charge of five to ten employees, with and without a leadership certification. Also added language requiring a foreman to be in good standing with LU 636.
10. Work Hour Variances
Added a requirement that the Union must respond to written variance requests within 72 hours, unless otherwise agreed.
11. Minimum Reporting Pay
Added language clarifying that the eight-hour minimum day will not come into effect in cases where no work can be performed due to circumstances beyond the contractor's control.
12. Travel Time Pay
Clarified travel time pay when employees are directed to report to the employer's place of business.
13. Travel Expense
Updated travel reimbursement to provide mileage at the applicable IRS rate, rather than reimbursement for reasonable expenses.
14. Apprentice Public Works Travel
Added travel expenses for apprentices dispatched to qualifying public works projects beyond specified distances.
15. Out of Town Expenses
Increased the daily meal and incidental allowance from $85 to $95.
16. Hazard Pay
Updated boom lift hazard pay eligibility to apply beginning from the floor the boomlift is on and above thirty feet.