I recently came from Ginna as a Sr RP Tech for $26/hour last fall. For the Spring at Brunswick and at North Anna I am being quoted the same rate. Has this always been their pay rate? When I enquired about other places like Texas and some of the sites with DZAtlantic I was getting rates of $28 - 30 Hour. It is my imagination or are our wage rates stagnant or slowly decreasing for us? Or is it I am I simply choosing the wrong sites to apply at?
I recently came from Ginna as a Sr RP Tech for $26/hour last fall. For the Spring at Brunswick and at North Anna I am being quoted the same rate. Has this always been their pay rate? When I enquired about other places like Texas and some of the sites with DZAtlantic I was getting rates of $28 - 30 Hour. It is my imagination or are our wage rates stagnant or slowly decreasing for us? Or is it I am I simply choosing the wrong sites to apply at?Go where the money is the best until your pocket is full enough to allow the luxury of going where you want.
A certain company's policy of importing hps who's first language is not English may enhance their bottom line but it certainly doesn't aid in raising the workers who made themselves compensation
Most foreign nationals working as HP's made an effort to learn the language. As long as they go home each season to a home plant in their nation it probably helps both nations. In addition, they are legal aliens following the rules to get here. It is those here illegally that hurt our economy. The job of an HP is both the easiest and the hardest jobs, depending on your assignment. I wish Barlett would help us to do outage at foreign plants so we could have similar experiences. I always want to do Canada or Britian, for example. I'd go if I could learn the language, especially in Britian.
A certain company's policy of importing hps who's first language is not English may enhance their bottom line but it certainly doesn't aid in raising the workers who made themselves compensation
British is a fairly hard language to learn.
A certain company's policy of importing hps who's first language is not English may enhance their bottom line but it certainly doesn't aid in raising the workers who made themselves compensationHaving worked with and Supervised many of these guys, I must say I am impressed with their work ethic and professionalism. I see these traits rubbing off on some of the American workers (not all sadly). I look forward to
Too bad you don't know what you are talking about as it actually costs said company more to bring in and utilize foreign nationals than it does Americans. The reason they do so is to ensure they meet their contractual obligations to staff a contract. Once those individuals come in and work at a site they are then normally the first to be requested back by a site due to their work ethic and job skills. So it does not add to the bottom line other than ensuring that the contractual obligations are met, thus ensuring the ability to maintain a contract for future billings.
If you would pay more you would not have to bring in foreign nationals. Bartlett has been the death of the RP industry with lowballing bids to get contracts for as many years as i can remember.
If you would pay more you would not have to bring in foreign nationals. Bartlett has been the death of the RP industry with lowballing bids to get contracts for as many years as i can remember.
AMEN!!
Why would Bartlett pay more for internationals instead of offering more to the horses that have pulled the wagon for decades? Could the interest be in diluting the supply of techs cementing bartletts position of always being the lowest paying option?
1. It ain't BNI's fault that wages are falling or stagnating. The CLIENT sets those rates and BNI gets 15-20% markup. 8)
2. Corporate infrastructure is so budget tight. Careers are made by saving that $1 or $0.10. Careers end with falling short on that year end dividend by the same
dime. :o
HPs are one of the fall guys. Just ask any worker, 'How much work do HPs do?' - ans. 'Nuthin'. :(
Corporate types follow the stereotypes and shortchange the HP dept. :o
Not enough HPs to cover the jobs, it's the RPMs fault for not allocating necessary resources. Not enough instruments, damn HP techs keep breaking our 40 yr. old
meters. >:(
All I have ever heard is 'HP HOLDUP!!!!'. Never have I heard of a work group 'holdup' due to improper planning, scheduling or screw-up. >:(
The DOE had one thing right about billing. A project or work group is directly billed for ALL the HP's time (waiting, wasted, actual, and, most important, paperwork).
Another trick is to bill the project for meter use and sample analysis. This would be an excellent way for HP Depts. to save their budgets and actually become a
money maker instead of a money hole. ;)
3. HPs used to be THE Work Control group. That changed when HP was removed from QA/QC and given to operations. Operations (at some plants) can cause an
accident or repeated spills (that is why end of outage venting is called 'fill and spill') that HP and decon have to recover. OOPSerations is rarely held accountable
for repeated mistakes and corporate turns a blind eye since operations make the turbines turn. :(
4. HPs are held responsible for worker dose and work area contamination. When you have a containment rover covering 5-6 jobs and an LHRA entry, stuff happens
and the HP is held accountable (he should have asked for help - from the off-going rover -, should have stopped the job - yeah, right - or raise an ALARA or safety
issue - now you are refusing to work??). HPs cannot win when the deck is stacked against them. :'(
With shorter outages, the aging HP pool, and a pessimistic outlook at utility management, a lot of HPs are looking to become WalMart greeters or any other job outside of HP. It is no longer the money fountain it used to be. When utilities stop making shortcuts and applying band-aids to dying systems professional health physics technicians / nuclear monitoring technicians / radiological controls technicians, monitors, or inspectors will return. The in-house training does not teach detection and investigation. Resent graduates of a 'house' sponsored RP program were taught the basics and not the application. An INPO Nuclear Standard is ' A questioning attitude is encouraged'. Good lip service but, it will get you fired or on the first layoff list. It is 'encouraged' not tolerated.
Just my observations. 8) 8) 8)MERRY CHRISTMAS, SHALOM, INSH'ALLAH, HAPPY HOLIDAYS AND FOR THE ATHEISTS, GOOD LUCK AND GET BACK TO WORK!
BA 8) 8) 8)
4. HPs are held responsible for worker dose and work area contamination. When you have a containment rover covering 5-6 jobs and an LHRA entry, stuff happens
and the HP is held accountable (he should have asked for help - from the off-going rover -, should have stopped the job - yeah, right - or raise an ALARA or safety
issue - now you are refusing to work??). HPs cannot win when the deck is stacked against them. :'(
With shorter outages, the aging HP pool, and a pessimistic outlook at utility management, a lot of HPs are looking to become WalMart greeters or any other job outside of HP. It is no longer the money fountain it used to be. When utilities stop making shortcuts and applying band-aids to dying systems professional health physics technicians / nuclear monitoring technicians / radiological controls technicians, monitors, or inspectors will return. The in-house training does not teach detection and investigation. Resent graduates of a 'house' sponsored RP program were taught the basics and not the application. An INPO Nuclear Standard is ' A questioning attitude is encouraged'. Good lip service but, it will get you fired or on the first layoff list. It is 'encouraged' not tolerated.
Just my observations. 8) 8) 8)MERRY CHRISTMAS, SHALOM, INSH'ALLAH, HAPPY HOLIDAYS AND FOR THE ATHEISTS, GOOD LUCK AND GET BACK TO WORK!
BA 8) 8) 8)
I have been to outages where I had 11 hours in containment, with only a break for lunch due to lack of techs. (North Anna)
At Ginna, I was lucky most of the time if I could get my 30 minute lunch, usually only 20 minutes, no other breaks. (Last outage) We don't complain .
These utilities violated every wage and hour law that exists. C'mon... a 20 minute break in a 12 hour shift?.
An INPO Nuclear Standard is ' A questioning attitude is encouraged'. Good lip service but, it will get you fired or on the first layoff list. It is 'encouraged' not tolerated.
A stagnet or shrinking paycheck thanks largely to Bartlett's effort at saturating the market through bringing in imports. They are certainly not as productive as the old hands. The only one who would say so obviously has a substantial financial interest in the experiment . Maybe one could be found to replace Eric
RP is about the highest paying trade that has literally no secondary education requirement. Too many of the techs do not have the solid grounding in RP theory necessary to make sound protective decisions, they just do it the way they were taught without understanding why. Unfortunately, Sr pay gets you the mouth breather or the supertech...
Nope - Bartlett isn't bringing in tons of imports. They are a minor ripple in the pool, always have been. Its about overall supply and demand. There are more techs vs the number of jobs, and while there are many great techs, it seems there are also many "warm bodies". The outages are getting shorter. And with deregulation and the price of natural gas driving down the electric market, the utilities aren't spending the money they used to.. That "ripple" is the camels nose into the tent. Imports cost us natives money
RP is about the highest paying trade that has literally no secondary education requirement. Too many of the techs do not have the solid grounding in RP theory necessary to make sound protective decisions, they just do it the way they were taught without understanding why. Unfortunately, Sr pay gets you the mouth breather or the supertech...
RP is about the highest paying trade that has literally no secondary education requirement.
It is a crying shame when Atlantic pays material handlers (forklift drivers) 30.00 an hr and Bartlett pays ANSI 3.1 SR RP's 28.00 in the Duke system. Something is bad wrong with this picture. I have said it all along, without the union, this will continue to happen.
It is a crying shame when Atlantic pays material handlers (forklift drivers) 30.00 an hr and Bartlett pays ANSI 3.1 SR RP's 28.00 in the Duke system. Something is bad wrong with this picture. I have said it all along, without the union, this will continue to happen.
If you don't like the pay rate at a given location, don't go. When the Utility starts having problems because they can't get enough Techs to show up, the pay rate goes up . . . as we've seen over and over again. That doesn't take a Union. It just takes some initiative and some determination. Will the Union tell you to take the job for what is perceived as sub-par pay rates or will "they" stand by the Techs and help bargain for an increase? Wait a minute . . . that's what Bartlett and the other job shops are already doing. Okay, I guess I missed something. Explain to me again why we "need" a union versus practicing our own selfish self-interest?
Just waiting for the accident/incident caused by inadequate RP coverage. :o
But wait. The utility will discover it is the fault of the 'sacrificial' RP tech and life goes on. :(
Until the regulators (NRC, DOE or EPA) step in and require specific RP job coverage requirements, the corporate bean-counters will continue to short-change and cutback on Radiation Protection. :D
Up until deregulation, a medical staff was maintained at most sites. Now all ERO people are trained in first aid and medical help is provided by the ambulance EMTs. :-X
YOU ARE A FREE AGENT AND YOU DO NOT HAVE TO ACCEPT THE LOW PAY RATES!
Find another line of work. I understand the medical field will be picking up (nursing aids). Otherwise, become a forklift driver and join the union @ $30/hr. 8)
Now ST*U and get over it.
No unions in SC and i have new tires on my forklift.
Future WalMart greeter,
BA 8) 8) 8)
The "skilled" trades have actual apprentiship programs, with training at the union hall, testing and mentoring by senior Journeymen. While it is not college, you cannot advance without it for the most part. That is secondary education.
OPs is now pretty much looking for college degrees. You can be an AO without it, but you won't advance far in todays comeptetive work environment. College is secondary education.
RP has nothing. House has initial training, if you are already a Sr. Takes about 3 months. But you can become a Sr RP tech (over time) without a basic understanding of many RP functions. All ya gotta do is pass the test, and there are plenty of study guides out there that will teach you the answers.
QUIT BLAMING BARTLETT. THE CLIENT SETS THE RATE! >:(
Bartlett has overhead costs and skims ~15% off the top of your rate. :D
(WARNING MATH EXAMPLE AHEAD) ???
WinoNuclear is having an outage. BNI bids to provide support for the outage along with other companies.
The RP techs are paid $30/hr and the utility is billed at $45/hr. (not including PD) ;)
The RP techs are paid $45/hr for overtime and the utility is billed $45/hr. :o
Based on an outage workweek the RP tech grosses $2640. :)
BNI grosses $3240, a net of $600/week. :D
Out of this $600/week-technician, BNI must pay multiple support people (office workers and support staff) and business development costs. :o
Specialization is one issue that probably has a larger effect on pay than we realize. An RP is a very specialized job. There isn't much call in the world for an RP tech vs. say a welder. And it is a strange and tortuous path to become an RP. Can be good and bad. The good is when there is a larger call for RP than techs available, then the pay could go up. Also people might get overworked due to a shortage, not enough RP, forces RP techs out who don't want to deal with that, pay could go up even more. The bad is we are specialized. Can't really do much else that makes good money unless happenstance. A less specialized trade could relatively more quickly change to something else, like a welder might have started out as an ironworker and he can go back to that maybe could branch into something else. In a way some of us are stuck for better or for worse unless you want to endure more than an average amount of pain to try something else.
You have the right idea, but are missing some key points that I have mentioned before. As a small business owner myself, I have to pay myself payroll, as well as others.
Lets say your pay rate is $30/hr. (Which is set by the utility, not the vendor)
There is around 30% in additional costs directly related to that pay rate (Uncle Sam related expenses), and about 10% for company overhead, for a total of 40% multiplier required to staff a position with no profit. An additional 10% profit is common. Some times the profit is 5%, depends how bad they want to win. So you are talking about $1.5/hr profit on your $30/hr pay. Maybe $3/hr profit on a "fat" contract.
Lets say you work for a vendor at a site for a year. The vendor pays you for 10 vacation days and 11 holidays. That means the vendor can only bill for 1912 hours, but has to pay you for 2080 hours. Or $62,400 in payable wages, but only $57,400 in billable wages. There is FICA that the employer pays in addition to what you pay, of 6.2%. They pay an additional 1.5% to medicare. They have to pay into the state unemployment tax/insurance, then they have to pay Federal unemployment tax/insurance. The worst other than FICA, is workers comp, which can be 5%, or as much as 20% for higher risk job titles.. like anything with nuclear or radiation in the title. Then there is General Liability insurance which starts at 2%. Then you add in payroll processing, loan on payroll (you know, cause they pay you NOW, but don't get paid by the client for 90 days. Add in PPE and drug tests. Some times even medical insurance and 401k match... but lets be realistic.
So:
9% for Holidays/vacation.
6.2% FICA
1.5% Medicare
1.3% Federal/State Unemployment
10% Workers Comp
2% General Liability
2% Payroll Processing/Loan
32% Sub Total
So, at 32% 'Direct Costs', they are taking a LOSS, because none of that includes overhead of %12%. 44% would be break even, anything above that is profit. The costs vary a little from company to company, but those numbers are a good thumb rule. Some job titles have higher Workers Comp rates, it varies on the job title, the state, and your carrier. Other numbers could get better like not having to finance payroll, and slightly lower liability insurance. The big numbers are very consistent though. The larger companies may get a small advantage over the small companies on factoring payroll or insurance, but they have to make up for it with a larger staff/overhead, so the bottom line is about the same.
$30.00/hr pay rate
$9.60 in Direct costs
$3.60 Overhead
$3.00/hr profit
$46.20 billing rate.
You had $30 and $45 which sounds reasonable, but $3/hr * 72 hrs during an outage week is only $216/wk profit. Even if you counted 'overhead' as profit, which you cant, it would only be an additional $260 a week for overhead. You know, those recruiters, people in payroll, and managers. There cost is real, not profit.
So, on a 40 hr week, the vendor has to pay out of pocket $1200 to you, $384 in direct costs, $144 in overhead a week NOW ($1,728) to bill the client $1,848 in 90 days to get $120 in profit. I don't know about you, but I could make a better ROI in other ways with less headache.
.....Navy nuclear training,......
Which Navy nuke school class and section and which rating did you graduate in?
Just trying to get a perspective on your perspective,... 8)
McDonalds is hiring in South Dakota, starting at $17/hr. 'Do you want fries with that?'
I have a BA in education, two years of law school, one year of electronic engineering schooling, Navy nuclear training, and the year of teacher credentialing. These other jobs I left for the money that RPs get paid.
I mean RP the job is very specialized. Not each individual doing it. There isn't much that borders on the job RP. So if a guy does RP for 10 years, he isn't getting much experience doing anything related to anything else. I don't think you get what I am trying to say. Sure alot of guys doing rp can do other stuff, that is a whole other side to it. But the job itself, not the person.
Jobs? All you show is a predilection for being a professional student. When you classed up at MINSY, what was your class number?
Think relative to other jobs, not condemned. I'm not saying you are trapped in a cage as an RP tech. Just more specialized than any other job I can think of that doesn't require a degree. I guess this is one of those times I can't tell you what I mean without speaking it. Compared to other jobs, relative, comparitive. Don't take offense, just an observation in comparison to many other jobs.
There are no outage jobs there now due to the poor worksmanship in the S/G tubes when it was outsourced.
Unless you've got some eddy current data or lots of S/G internals images to back that up, you should be thankful MHI isn't litigious. BTW, where else could those S/Gs have been procured at the needed time?
Unless you've got some eddy current data or lots of S/G internals images to back that up, you should be thankful MHI isn't litigious.
How about in America by Americans, like with Babcock and Wilcox, Westinghouse or General Electric. It was outsouced because it was probably cheaper, but being shutdown for a year is expensive too. America can produce these items again and we, as a nation, need the jobs. If it takes re-engineerin to get us to do it again, so be it.
.....For example, all my education in biology and computer science from college is archaic and useless as compared to what is taught in high school today.....
Actually I think it's lack of infrastructure, quality, and interest,...
If you perceive your pay rate is stagnant, it's probably because your skillset is stagnant,...
But, if you are at a good comfort zone, stagnant is okay as long as there is a market for it, just like buggy whips,...
You said it yourself:
The difficulty with your posts Content is that you kind of argue with yourself on several sides of an issue, like this one,...
I know that is an erudite affectation which always seems to impress 67% of the female population in any university dormitory but it's annoying in here, probably because of all the type A personalities who just want to stop talking and do something already,...
Enjoy the Day!!!! (creds to my friend MS for that salutation),... 8)
I guess I have a strong power of thought, for you, and the other techs are in the same "stagnant skills" as I am, so I guess we all need to stop talking and do something as you say. Some things do end by natural causes as with me. I have never been to a dorm, but I guess I missed somethink back in my college days . . . and probably before you were born.
not noing about pay rates dropping, but take home pay just took a 2% hit. sew, yinz better buckle up caws it's going to bee a ruff ride four a wile.
If bni isn't making a decent return they wouldn't be in business. If Bartlett dose anything well it's poor mouthing. Every coordinator I have spoken with urges techs to hold out to force an increase in compensation
Step 1: Make the call, and ask the rates.
Step 2: Write them down.
Step 3: Post it.
1. Don't like to reinvent the wheel if someone has done it
2. If nobody has done it, I must ask why?
3. It would be wiser as a collaborative effort. If everyone simply posted their site this Spring, then all can chime in. Should we make a separate post such as "Where I am going, what the site is paying" such as done at the request of a moderator for input like yourself. Otherwise, if I made such an effort, what would motivate me to share such info, and if I did it alone many may think my info is innacurate verses everybody who have a offer states what they were told, the data would be more trusted, the whole purpose of a Bulletin board. Care to make a new posting. I would start: Brunswick, Sr. HP $26/hr, $1000 in and out travel, bonus $1/1.5.
Otherwise, if I made such an effort, what would motivate me to share such info,
If bni isn't making a decent return they wouldn't be in business. If Bartlett dose anything well it's poor mouthing. Every coordinator I have spoken with urges techs to hold out to force an increase in compensation
And that's why it isn't done.
I guess I will make a secret spread sheet with info about all the sites for comparison, done slowly enough so nobody suspects, and only share the data with those willing to do some of the work.
Using the password of "malContent1" ?!? :P
Only in the dictionary does success come before work. If I do the labor, I am entitled to benefit from the fruits of that labor. If anyone works with me I will share with them. I hope this spreadsheet will help in future decisions on which outage to go to.
Wow. Just wow. Let me see. How much does the job board cost you? The forum? The study guides or online practice tests here? Some people are givers, and some are takers. You, sir, are a taker.
Yeah . . . what Mike said. 8)
I can see why nobody does anything or talks about it if they did. If you ask, it is like you are wasting everyones time. If you do something, and do all the work yourself, and no one helps, it either "all about you" or you are a "taker." I can see why nothing is done, and if it is done, nobody says anything.
You still don't get it.
I can see why nobody does anything or talks about it if they did. If you ask, it is like you are wasting everyones time. If you do something, and do all the work yourself, and no one helps, it either "all about you" or you are a "taker." I can see why nothing is done, and if it is done, nobody says anything.
Posted by: Atomic Archeologist
While I see this is under the Outage file, I thought I'd toss in my two cents from a non-outage perspective. My pay goes up about 3% a year, accompanied by all the machinations of management to maintain that rate.
people who were caught sleeping only once
I have no sympathy for anyone caught sleeping on the job. They deserve to be fired. I don't buy the '12 hr shift plus drive time' excuse, either. That's why you go home and sleep, and not party, in between shifts.
I've had to pick up the slack for a lot of 'resting' techs over the years, and it's a personal peeve.
I have no sympathy for anyone caught sleeping on the job. They deserve to be fired. I don't buy the '12 hr shift plus drive time' excuse, either. That's why you go home and sleep, and not party, in between shifts.
I've had to pick up the slack for a lot of 'resting' techs over the years, and it's a personal peeve.
I hope you are never drowsy even when in your 60's when doing 84's. He didn't party between shifts in the time to eat, shower and sleep. When you are working 84's is starts to catch up on you after 2 weeks and no breaks. People are only human.
Ok, how about this. You issue 300 respirators during a week and made 2 errors (from an audit) of marking medium verses small because the customer asked for medium by mistake, then you go down the road for it. Yes the information was on a computer screen but that is so easy to do. Fair treatment? You have a rush with 20 in line at any time waiting on you and you have other duties like assembling them and frisking old ones. Is that fair on the tech? Is perfection the new rule? Or do you also have a pet peeve on respirator issuance?
One factor not mentioned here, the company that pays more expects higher quality techs. I heard a couple of people who were caught sleeping only once were sent home and subsequent outages cancelled. Kind of strict for a first offense for people on 12's plus 2 hour daily drive times. Another I heard severe punishment is a medium respirator issued when the quals called for a small. They expect quality for the higher pay, something to keep in mind. It may be less stressful at a lower-paying site it is harder to get people to go to.
Bingo!
I get damned tired of taking up the slack of the no loads, slackers, slugs, know-it-alls, etc.
Having worked with and Supervised many of these guys, I must say I am impressed with their work ethic and professionalism. I see these traits rubbing off on some of the American workers (not all sadly). I look forward to
having them work for and with me again soon.
The only technicians that should feel their opportunities are fewer because of these few guys are the ones who usually are not welcomed back to sites anyway.
signed: El Jeffe (inside joke)
They don't even use pictures on their survey maps ;)meaning their aren't c.a.d. on there maps, theirs knot any hand drawn pix, oar photos aren't imported and integrated with they're mapage?
As far as " Mexican mafia" goes....they are also the ones who locked personnel in a LHRA....deposted instead of down posted.........have to upgrade a non American to lead tech to be an interpreter then it takes two techs to do a job.....the ones I work with are no ball of fire......they get more IPad time than most......and what about three part communications? That goes out the window a lot. And why do we need Mexican deconners? Can only be so bhi makes money for there friend Bartlett de Mexico which doesn't help us Americans as there is no reciprocation with jobs down there. And the h1b visa is a joke because they work doing isfsi over summer as opposed to American techs. So they can spend three hours drawing a beautiful map and in the mean time the other techs are in the field covering the work why they do unnecessary drafting for a ten minute survey.
techs know. I know where the money isn't. Dominion for instance pays like 26/100 last I heard. I think that is about the lowest in the industry. I heard they don't have an easy time getting techs and alot of the ones they do get may not be the greatest. people vote with their feet. happens all the time.n on da threads four bonuses ( fall 2015, spring 2016) yins posted a couple sites on da fall, butt none fore spring....
here are some things I know from experience in the last 2 years. maybe you had a diff exp.
fpl/nextera - brought in late 28/100 returnees 30 tiny bonus, 72s love to lay people off early
duke - brought in early 32/85 tiny bonus 72s decent on layoffs, little early
exelon - brought in early and late, 29ish/120 big bonus like 6$ an hour. work 84s decent on layoffs
early means at least 2 weeks of training
fpl/nextera is my least fav up there. they bring you in early, don't pay very good, let you go quick. i was on last layoff but still early compared to most plants
The future for HPs is not looking good ..... Shorter outages, stagnant pay and fewer plants to work at.awl these reasons wood be a good reason two give serious consideration too change watt we can.... wages.z
Now I'm about to P.O. people with one word - Union.
Road tech being paid $27/hr working 40's. Annual re-certification test and daily paperwork.
House techs paid $35/hr working 40's+. Annual re-certification test and daily paperwork.
Union Laborer pushing a broom and hauling trash $42/hr working 40's+ (includes medical and retirement but minus 2.5% dues). Annual GERT and NO paperwork.
Union Rigger lifting boxes paid $45/hr or Union Equipment Operator running a backhoe paid $50/hr. Again, annual GERT and NO paperwork.
Difference being UNION.
We had our chance to unionize years ago and were bought off by BHI, PSESI, ARC, NSS and intimidated by various site coordinators. The HP tech pool is shrinking due to age and pay. A deconner is nothing but a nuclear laborer (soon to be unionized). Who wants the hassle of low pay, limited hours, constant harassment by management, and getting older as a senior HP tech? Hell, Costco workers start at $17.50/hr with benefits and top at $25/hr.
I should have become a nuclear welder and have a retirement built up and a new Cadillac every 3 years. Instead, two marriages, two bankruptcies, and no retirement.
Ladies and Gentlemen, we have screwed ourselves by being too independent ("I ain't joining no GD union!!!").
I'll save you a box for under the bridge, or some newspapers for that park-bench bed.
Welders have to requalify every 6 months in Indiana. The certification isn't easy at all.
[BS] You tell me where a union laborer is making $42 an hour. As far as the riggers and heavy equipment operators go, that actually takes skill and experience earning the higher rate. Although I'd bet that your quoted rates for them are high as well. If your concerned or jealous of their wages and benefits switch over.
Incorrect. I run a training department. Every qualified welder has to perform a requal set of welds every 6 months.
If your site is mandating that all welders requal every 6 months regardless if they have welded utilizing the applicable process then they are going above and beyond the Code, which is asinine.
$39.52 fore n.r.r.p.t wit 20 years
http://www.payscale.com/research/US/Certification=National_Registry_Of_Radiation_Protection_Technologists_(NRRPT)/Hourly_Rate
For what it's worth, those numbers aren't far off what I see at my union plant. Nearly $39 for senior utility workers ie laborers. A good number of them got a pay bump years ago for a maintenance helper position that went obsolete, but the uprate remained in place; they make over $41 an hour. So it is accurate at some sites. I'm also not complaining: what goes in one man's pocket doesn't take food out of my child's mouth.
For what it's worth... [beer]
I took a look at the site you referenced. Dang . . . I'm way overpaid.Own it! Somebody has to be average...just be glad it's not you!
yeah, like that never happens...
Chicago Union Laborer 20 yrs - $42/ hr w/ benefits.
If you don't make nuclear welds, there is no bi-annual certification. Construction welders don't have the same requirements as nuclear.
Chicago Union Laborer 20 yrs - $42/ hr w/ benefits.
If you don't make nuclear welds, there is no bi-annual certification. Construction welders don't have the same requirements as nuclear.
If they are making welds covered by ASME, yes they do. Whether the welders are working jobs commercial, industrial, or nuclear. All have to test to be qualified and if they don't utilize the process within 6 months they have to recertify. The nuclear industry didn't create the 6 month rule. It is controlled by ASME. Additionally the same rule applies to structural welding covered under AWS D1.1 (bridges, buildings, etc.).
Does any of the readers of this thread have an elegant equation to show the decline of the HP technician pay rate declination over the years since the wage became stagnant, using the COL as the variable?
Does any of the readers of this thread have an elegant equation to show the decline of the HP technician pay rate declination over the years since the wage became stagnant, using the COL as the variable?
Does any of the readers of this thread have an elegant equation to show the decline of the HP technician pay rate declination over the years since the wage became stagnant, using the COL as the variable?aye ain't elegant, butt fingered out an equation four yins. eye yam thinking that using an inflation rate wood bee moor simple than the complexities of the c.o.l. fore formula construction.
Or you could just use this:knot the same fun factor....
http://www.bls.gov/data/inflation_calculator.htm
http://data.bls.gov/cgi-bin/cpicalc.pl?cost1=28&year1=2008&year2=2016
pay gone up 10% inn those ate years?
$28/hr in 2008 is equal to $30.84 now. So... you would need a raise of about 10% over 8 years. Inflation has not changed much in that time.
pay gone up 10% inn those ate years?
aye ain't elegant, butt fingered out an equation four yins. eye yam thinking that using an inflation rate wood bee moor simple than the complexities of the c.o.l. fore formula construction.
a=a(original)x(1-inflation rate as decimal)e t
ware:
a is the amount of hourly pay
a(original) is the amount of hourly pay at the start of time frame
e indicates exponent
t is time in years of the time frame
$28/hr in 2008 is equal to $30.84 now. So... you would need a raise of about 10% over 8 years. Inflation has not changed much in that time.
like 1.1% a year, less than the low inflation rates in the last ate. looking at the last fifteen will curl yore hare.no surprises;
no surprises;
there is that bow wave of retirements coming up, but you're in it,... :P ;) :) 8)
Chicago Union Laborer 20 yrs - $42/ hr w/ benefits.
If you don't make nuclear welds, there is no bi-annual certification. Construction welders don't have the same requirements as nuclear.