Compare the whole union and non-union offer
A union scale and an open-shop offer can be structured differently. The right comparison includes the actual base rate, expected hours, health coverage, retirement, dues, travel, training, and the work you want to do.
There is no reliable national pay gap for every role
The BLS OEWS HVAC/R occupation figures report wages by geography and occupation; they do not provide a simple union-versus-non-union wage table for commercial HVAC technicians. A union rate also depends on the local agreement and classification. Ask for the current wage sheet rather than using a nationwide premium from an article.
Compare these items side by side
Cash pay
Record the base hourly rate, guaranteed hours, overtime rule, shift premiums, on-call pay, callback minimums, and any bonus criteria. Separate base pay from a best-case annual total.
Benefits and costs
Compare health premiums and deductibles, employer retirement contributions, vesting, paid time off, dues, and initiation fees. Ask for plan documents and the current agreement where applicable.
Work and stability
Check the equipment, site types, service territory, layoff or dispatch process, and whether you will have steady hours. A higher rate on irregular work can produce less annual income than a lower rate with consistent hours.
Training and progression
Ask how apprentices advance, how certifications are funded, and what leads to a foreman, chiller, controls, or management role. Compare the actual program offered by each employer.
Questions for a union employer
- Which local, agreement, classification, and wage sheet apply to this opening?
- What are the current benefit contributions, employee costs, dues, and vesting rules?
- How are dispatch, layoffs, travel, and jurisdiction handled?
- What premium rates apply to overtime, nights, weekends, and holidays under this agreement?
Questions for a non-union employer
- What is the written base rate and how are raises decided?
- What do health coverage and retirement cost the employee, and what does the employer contribute?
- How are on-call work, travel, overtime, training, and specialty tools paid?
- What is the path from field technician to lead or specialist?
For covered, nonexempt employees, the federal overtime starting point is time-and-a-half after 40 hours in a workweek; state law or an agreement may offer more. See the U.S. Department of Labor's overtime guidance. Compare overtime examples and current jobs by state before deciding.