Disaster Restoration Labourer

WINMAR® Property Restoration Specialists

We build disciplined crews that execute at a high standard and are compensated based on proven performance.

Placement, wage level, and advancement are determined by demonstrated skill, leadership, and alignment with company standards.

COMPENSATION — FIELD TEAM

Starting Base Wage

· General Labour: $19–$22/hr

Health Benefits

RRSP Matching

Performance Incentive Program:

· Quarterly GP-based payout

· Tied directly to crew and team execution

· Documentation, communication, and margin discipline required

· Audit compliance is a hard gate

· Standards are enforced consistently across all levels

We do not pay for time served. We pay for proven skill, leadership, execution, and discipline.

If you believe you are worth more — demonstrate it. We reward verified capability.

General Labour:

· Entry-level field support

· Learns process, safety, and documentation discipline

· Advancement based on reliability and skill development

ROLE EXPECTATIONS

· Execute emergency and reconstruction work safely and efficiently

· Follow site standards and supervisor direction exactly

· Maintain accurate documentation and reporting

· Represent the company professionally on site

· Protect margin through disciplined execution

· Support crew-level accountability

Overtime is required when operationally necessary.

Emergency crews participate in an on-call rotation.

QUALIFYING REQUIREMENTS

· Valid driver’s license

· Bondable (mandatory)

· Physically capable of demanding field work

· Willingness to work overtime and emergency response

· Ability to follow process and standards without deviation

· Safety-first mindset; unsafe practices are not tolerated

Certifications such as IICRC, trade credentials, or safety training are valued and may accelerate advancement and wage progression.

GROWTH PATHWAY

We promote from within based on performance.

Example pathway: General Labour → Skilled Technician → Emergency Lead or Reconstruction Foreman → Project Management opportunities.

Advancement and wage increases are performance-triggered — not time-based.

PERFORMANCE ALIGNMENT & ENFORCEMENT

New hires complete a structured ramp period to align with operational and audit standards.

Performance concerns are addressed through coaching and correction.

Continued non-compliance with safety, documentation, or execution standards results in demotion or termination.

This is not a casual labor environment. Structure, pace, and accountability are expected daily.

WINMAR® – We Do It Right.

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