UPTE members @

Lawrence Livermore National Laboratory

Thank you to all who participated in electing our UPTE labor-management committee at Lawrence Livermore National Laboratory. Building a strong union requires all of us coming together and participating in the democratic process to make our voices heard. As we move forward with our new union contract, having a strong presence on the labor-management committee is vital. Let’s ensure Lawrence Livermore National Security, LLC doesn’t forget who runs the lab—us, the workers.

Without further ado, we are excited to announce your new UPTE labor-management committee:

Robert Rowland
Alonzo Agrendano
Jim Huynh
Matt Epperley

It’s our collective strength that helped us achieve our new contract. Together, we can continue building a stronger, more inclusive union representing the goals and priorities of every UPTE member at Lawrence Livermore National Laboratory. If you’re invested enough to want a career at Lawrence Livermore Lab, you have a stake in making it the best possible workplace. Livermore Lab belongs to us as much as—no, even more than—it does to management.

What’s in our contract?

    • Previous contract language: Supervisors could work in the bargaining unit in cases of emergencies or short staffing.

    • UPTE win: The union will be notified if a supervisor works in the bargaining unit for more than fourteen consecutive days. The union can then meet with management to discuss the reason for the extended period and explore options to address short staffing.

    • Previous contract language: Union staff were required to notify Staff Relations at least 24 hours in advance to arrange a visitor badge and follow a process to reserve meeting spaces.

    • Management’s proposal: Increase the advance notice period for visitor badge requests.

    • UPTE win:

      • The union secured an uncleared temporary badge for one union representative, simplifying on-site access.

      • A clearer process for reserving meeting spaces.

      • A new union Membership Orientation for new members, allowing them to meet with a shop steward within two weeks of their start date for up to an hour to learn about the union and their contract.

    • Previous contract language: Four designated shop stewards received release time only for grievance handling.

    • Management's proposal: Eliminate paid release time for all steward duties.

    • UPTE win:

      • Increased the number of designated shop stewards to eight.

      • Granted up to two hours per month for general union duties and grievance handling.

    • Previous contract language: Six-month probation period.

    • Management’s proposal: Extend probation to one year, with a possible six-month extension (up to 18 months total).

    • Outcome:

      • Probation is now set at twelve months with no extension.

      • Employees will receive written evaluations at the six- and nine-month marks.

    • Previous contract language: Established health and safety committee and outlined protections for refusing unsafe work, personal protective equipment, and safety training.

    • Outcome: Stronger language protecting bargaining unit employees tasked with taking samples or swipes for environmental safety and health employees.

    • Previous contract language: Outlined employer and state leave policies. Mirrored Lab policies.

    • Changes: Bargaining unit employees will now follow the Lab employee leave policy directly, with HR handling inquiries. The union retains the right to discuss policy changes with management.

    • Previous contract language: Addressed tuition assistance repayment for employees terminating employment.

    • Changes: Closed a loophole, allowing smaller repayments. Notably, no former bargaining unit employees had used the loophole.

    • Previous contract language: Outlined prior wage increases.

    • Management's proposal: 11 percent increase over five years.

    • UPTE win:

      • Year 1 (2025): 4.5% increase retroactive to January 1, an additional 3% is for high voltage electricians, heavy equipment mechanics, and locksmiths. A new top step was also created, step 5. Each step is 5%. Everyone should get a step increase on their anniversary date.  If you are currently at step 4, you will have to wait until your anniversary to recieve step 5.  If you are below step 4, you will move to the next step in your pay scale.

      • Year 2 (2026): 3.5 percent increase, with an additional 2% for the specified roles.

      • Year 3 (2027): Four percent increase, with a mid-term wage survey to assess market competitiveness.

      • Year 4 (2028): Four percent increase.

      • Year 5 (2029): Four percent increase.

    Note to UPTE members: If you believe you are due for a step increase, proactively confirm with your supervisor via email.

    • Previous contract language: Outlined overtime for different schedules (8-hour, 9/80, and 4/10 shifts).

    • Management's proposal: Remove daily overtime.

    • UPTE win:

      • Protected daily overtime.

      • Secured overtime pay for scheduled days off.

      • Double time after 8 hours on holidays.

    • Management’s proposal: Shorten the grievance filing timeline.

    • Outcome:

      • Protected existing timelines.

      • Established distinct steps for greater transparency.

    • Management’s proposal: Require arbitration for issues traditionally handled through lawsuits.

    • Outcome:

      • Maintained the original arbitration process.

      • Updated the list of potential arbitrators.

  • Change: The side letter has been removed, as no current flex employees exist.

    • Maintenance of certifications: management will continue covering costs for required licenses, education, and training.

    • Workplace committees:

      • Formalized scheduling, agenda-setting, and participation guidelines.

      • Protected the Health and Safety Committee.

      • Established a new labor-management committee (LMC) to address non-grievance contract-related issues.

      • The union will have four members on the LMC.

    • Davis–Bacon appeals process:

      • Created an appeals process for employees believing their work should fall under the Davis–Bacon Act of 1931.

      • UPTE will also get to track outcomes

    Appeals can be submitted via https://upte.org/davisbacon or using the email directly in the contract.

Bargaining updates

Find a full archive of updates from UPTE’s 2024 – 2025 contract negotiations with Lawrence Livermore National Security, LLC, at upte.org/llnl-updates.

Thank you to our UPTE bargaining team!

Thank you to our UPTE bargaining team at Lawrence Livermore National Laboratory. Winning a strong union contract isn’t just about negotiations at the table; it requires all of us to demonstrate to management that we are united and ready to fight for what we deserve.

Here is your UPTE bargaining team.

Laureto Abella
Alonzo Agredano
Matthew Epperley
Mike Vasquez
Mike Wilson

Join us in ensuring that everyone working at Lawrence Livermore National Laboratory is treated with the respect and dignity we deserve!

Since joining University Professional and Technical Employees CWA Local 9119 (UPTE) in 2006, we have focused on winning better working conditions, supporting lab workers, and pushing for transparency to address pay disparities at the lab. However, LLNL policies have recently made laying off workers without recourse easier. We encourage you and your colleagues to join us, share your experiences, and advocate for a fairer and safer workplace.