Bargaining Update #13: We have a tentative agreement—voting begins next Thursday

After two days of mediation and nearly five months of bargaining, we are thrilled to announce a significant victory—our collective power, including each and every UPTE member, has led to a tentative agreement with Lawrence Livermore National Security, LLC. A majority of members will see a twenty-five percent increase over five years. That success is a testament to our unity and determination in fighting for competitive wages, better benefits, and fairness at work.

Now, we plan to solidify our gains. Next week, from Thursday, January 23, to Thursday, January 30, 2025, we will hold an online vote to ratify our hard-fought tentative agreement. Your participation in the vote is crucial to our collective success. Next week, we will release more of the details of our tentative agreement at upte.org/llnl.

Your bargaining team is unanimously recommending a YES vote for ratification. A YES vote indicates that you accept this deal and want the included pay increases to occur as soon as possible. Voting NO means you reject this deal, want the bargaining team to return to the table, and are willing to join in actions up to and including a strike, if necessary.

We improved our contract to strengthen our union, streamline dispute resolution with management, and enhance transparency. We hope these improvements will help us build a better relationship with management.

To learn more about the next steps, including details of our tentative agreement, our contract ratification vote, and how to build off of our momentum, join us:

📅Wednesday, January 22, 2025
📍Site 300 Experimental Test Site, at the picnic tables
🕛12 pm

📅Thursday, January 23, 2025
📍Site 200 Main Laboratory, near the paint shop
🕛12 pm

Fair pay, better working conditions, and improved job security are only won when we all participate together. We can continue building a stronger, more inclusive union representing the goals and priorities of every University Professional and Technical Employees (UPTE) member at Lawrence Livermore National Laboratory.

Remember, this is your Lab as much as – no, more than – management’s.

In solidarity,

Alonzo Agrendo
Laureto Abella
Matt Epperley
Mike Vasquez
Mike Wilson
UPTE Bargaining Team @ Lawrence Livermore National Laboratory

Bargaining Update #12: December recap

On December 3 and 5, 2024, we met with Lawrence Livermore National Security, LLC to discuss the few outstanding non-economic proposals and started more substantive economic discussions.

This week we have bargaining December 17 to 19. We hope to be able to finish non-economic proposals and head into the new year ready to fight for better wages. On December 17, we achieved overtime parity for scheduled days off on a 5/8  schedule, and the potential for double overtime on holidays.

Stay up to date with our progress using our proposal tracker here.

Next bargaining update meeting:
📅 December 19, 2024
📍 Site 200, near the paint shop
🕛 12 pm

Next bargaining session:
📅 December 18 & 19, 2024
📍 7575 South Front St
🕔 5 pm

Bargaining Update #11: Management makes small movement on their wage proposal

On Tuesday, November 26, we saw some movement from Lawrence Livermore National Security, LLC, on their wage proposal. Management’s latest offer is an 11 percent increase spread over five years. Additionally, titles identified as requiring market adjustments would receive an extra two percent increase for Step 1. You can review the full proposal here.

We are also pleased to share that we have finalized discussions on Employee Leaves. We agreed to align with the policies governing non-represented employees while maintaining our right to question any future changes.

While management’s wage proposal is a step forward, we know it does not meet our collective expectations. Thanks to your unwavering support, we were able to prompt faster action than anticipated. Rest assured, the bargaining team and shop stewards will continue strategizing ways for you to visibly support your union’s efforts at the bargaining table.

In the meantime, your participation remains vital. Please make every effort to:

1. Attend the next bargaining session later today, December 3, at 5 pm.

2. Stay informed by joining all available bargaining update meetings.

Thank you for your continued dedication to our shared cause. Together, we’ll keep pushing for the improvements we deserve.

Stay up to date with our progress using our proposal tracker here.

You can also keep up to date with our contract campaign here.

Next bargaining session:

📅 December 3, 2024
📍 7575 South Front St
🕔 5 pm

Next bargaining update meeting:

📅 December 4,  2024
📍 Site 300 picnic tables outside the gate
🕛 12 pm

Bargaining Update #10: Exciting non-economic wins in bargaining!

On Monday, November 18, we made significant progress on several important non-economic issues. We finalized three key articles that will strengthen our union and support our members at Lawrence Livermore National Laboratory for years to come:

• WIN: Labor-Management Committee with Davis-Bacon on the Agenda: We secured regular meetings between four union representatives and Management to address workplace issues, including Davis-Bacon topics.

• WIN: Davis-Bacon Appeals Process: Our new contract will include an appeals process with full transparency.Management will share the results of all appeals with the union. You can begin submitting appeals using this form.

• WIN: New Hire Orientation & Improved Access: New hires will now meet with a shop steward for an hour to learn about the union. We also won better access for union organizers and staff when they are on site.

We still have much work ahead, but momentum is on our side. Please connect with your shop steward for updates on upcoming events and bargaining sessions.

Apprenticeship program feedback needed!

We need your input on Management’s proposed apprenticeship program. The proposal includes on-the-job training led by certified journeymen who will receive an additional $2 per hour for training apprentices (note: this premium will not count toward retirement benefits and is subject to state certification). Please fill out the survey here to share your thoughts. You can review the full proposal here.

Bargaining Update #9: Significant progress on union-strengthening language

On November 5, we made progress during our highly productive meeting with Lawrence Livermore National Security, LLC. We have significantly strengthened our long-term position as a union by finalizing three crucial articles.

Article 8 – Steward Access: We secured a significant increase, doubling the number of shop stewards eligible for paid release from four to eight. Additionally, each steward will have two monthly hours explicitly allocated for union work.

Article 29 – Grievance Procedure: We defended against management's proposal to shorten the grievance timeline and established three distinct steps in the grievance process. Each step will be reviewed by a different person, providing greater oversight and fairness.

Article 30 – Arbitration: We rejected management's attempt to limit workers' rights and secured an equitable list of Arbitrators. This ensures we have a fair selection process in place should arbitration be necessary.

With these updates, we now have eight completed articles. Additionally, four articles have been withdrawn from negotiations, meaning they will remain unchanged. While there is still much work ahead, we are achieving meaningful advancements.

Mark your calendars for our next bargaining session: Monday, November 18, 2024, at 5 pm at 7575 Southfront Rd, Livermore, CA 94551. Please join us as we continue to advocate for your rights.

With only seven sessions left this year, your active participation is more crucial than ever. Securing a strong union contract isn't just about negotiations at the bargaining table—it's about all of us uniting to show management our unwavering determination to fight for the rights and benefits we deserve.

You can review the proposals here for detailed updates. Please note that the link has been updated.

Also, don’t forget to check out our new Davis–Bacon Appeal Form here. We’ve simplified the process to ensure you receive the pay you deserve.

Thank you for your continued support and dedication!

Bargaining Update #8: We have “some” articles finished

This week, we made meaningful progress on several non-economic articles in our bargaining discussions. We’re pleased to report that management has retracted their initial arbitration proposal, which would have limited members’ rights to file specific legal claims against Lawrence Livermore National Security, LLC. This is a significant win and testament to our collective strength.

We’ve also advanced discussions on two other vital areas:

• Shop Stewards’ Time: We are progressing with the number of shop stewards receiving paid time for union work.

• Access for Our Staff Representative: We achieved improved access language, a vital step for effective union representation.

• These wins and a one-hour new hire orientation will be crucial in building a robust and sustainable union for the future.

• Overtime Proposal Discussion: We also addressed management’s proposal to alter the overtime start time. Our proposal prioritizes fairness by ensuring daily overtime after a scheduled shift and any overtime for work on your scheduled days off. Under management’s proposal, however, overtime would not start until after 40 hours, which could reduce weekend work volunteers and complicate scheduling. We believe management has not fully considered the ripple effects of their proposal, which could inadvertently shorten members’ work weeks if overtime isn’t approved.

If you were there last night and had to leave early, don’t worry; you didn’t miss anything. 

Upcoming Bargaining Dates and Union Events

Be sure to join us for the next bargaining session on November 5 to stay updated on our progress and learn about upcoming union events. Below are additional confirmed bargaining dates:

• November 5

• November 18

• November 26

• December 3

• December 5

• December 16

• December 17

• December 18

Location: 7575 Southfront Rd, Livermore, CA 94551

Time: 5 pm

Dinner: Available on a first-come, first-served basis.

We’ll soon send out an updated Bargaining Update Meeting Schedule. In the meantime, you can always track our progress here.

Thank you for your continued support and engagement. We look forward to seeing you there.

Bargaining Update #7: Progress with “some” tentative agreements

On Tuesday, October 22, we made continued progress on non-economic proposals and reached tentative agreements on the following articles:

• Article 4: Supervisors in the Bargaining Unit—We successfully established time limits for supervisors to work within the bargaining unit.

• Article 12: Health and Safety—We secured more substantial health and safety provisions to protect bargaining unit employees from hazardous conditions.

• Article 10: Probationary Period—We fought a possible 18-month probationary period and won a more comprehensive review process. New hires will now have two written evaluations before the end of their probationary period, setting them up for success.

We are also progressing on critical issues, such as expanding the number of shop stewards eligible for paid time to support members and improving union staff access. Additionally, we reintroduced the need for a Davis-Bacon Appeals Process to be included in the contract.

A significant win came with management’s withdrawal of their regressive Article 19: Corrective Action proposal, which helps preserve due process in the workplace.

Upcoming Bargaining Update Meetings

Be sure to join us at one of the following locations this week for bargaining updates:

• Thursday, October 24, 2024, at 12:00 PM

• Site 200 – Paint Shop Parking Lot

• Site 300 – Picnic Tables outside the gate 

Next Bargaining Session

Bargaining resumes on Tuesday, October 29, 2024. We encourage you to join us at 5 PM at 7575 Southfront Rd, Livermore, CA 94551.

As always, you can track our progress here.

Bargaining Update #6: Waiting for wages, working on strengthening our union

We had two meetings last week on October 15 and 18, hoping to receive answers regarding the wage proposal. Unfortunately, those answers were not provided. Management continues to refer to the KornFerry report as the basis for their wage proposal, which you can review here. However, we strongly disagree with this approach. The KornFerry report offers only a snapshot of the present and does not provide a future-oriented plan. We have also previously stated our disagreement with their methodology. If you want to read their methodology, you can read it here.

On October 15, we submitted a proposal to remove the wage survey side letter from future contracts, as we believe Management violated the market study's spirit. We need your support at the bargaining table to push for a fair wage proposal. You can help by attending on Thursdays in your UPTE T-shirts or black shirts.

Progress on Noneconomic Proposals:

We are making significant headway on noneconomic issues, including:

• We’re close to limiting how long supervisors can work within the bargaining unit.

• We're nearing an agreement to strengthen health and safety language.

• Management has agreed in principle to establish a Labor-Management Committee to improve communication, although details are still being worked out.

• Management has withdrawn several proposals for performance evaluations and successorship, restricting shop steward rights and limiting union staff access.

• They have also agreed to a new hire member orientation, giving us an hour with new hires in their first two weeks to encourage active union membership.

To move things along and get “some” tentative agreements:

• We “tentatively agreed” to one of their proposals related to tuition repayment,

• Striking an expired side letter about flex employees from the back of the contract

• Withdrawn our proposal to get rid of the No Strike- No Lockout Clause

Additionally, we’ve begun working on probation periods. Management has agreed to formal check-ins to support probationary employees and ensure their success. They have also agreed to establish a more transparent grievance procedure. You can read all the proposals currently on the table here.

Upcoming Bargaining Session:

Your presence at our next bargaining session is vital:

• October 22 at 5 PM

• Location: 7575 Southfront Rd, Livermore, CA 94551

If you're unable to attend, please join our bargaining update meetings:

• October 24 at Noon

• Site 200: Paint Shop Parking Lot

• Site 300: Picnic Area

Know Your Rights:

Members requested additional information about the Davis–Bacon Act and related acts. Here you can read when Davis-Bacon is applied.

You can read what is covered under Davis-Bacon here.

Your continued support is crucial as we push forward in negotiations. We hope to see you at the table or at one of our update meetings.

Bargaining Update #5: Management *really* doesn’t want to talk about wages

On Tuesday, October 8, we arrived on time, ready to hear management’s justification for proposing a six-year contract with only a 10% wage increase. Instead, management showed up late, dismissed their wage proposal, claimed we had already discussed this matter via email, and attempted to move forward with their counters.

We asked them the following critical questions:

• How does their proposal keep up with the cost of living?

• How does it address the growing number of employees at the top step?

• How does it address recruitment and retention issues?

• Do they plan to use the top step as a starting rate?

They indicated they would get back to us with answers. They need to know we will continue to show up and fight for fair wages. They suggested that their consultant come to talk about their market study. We informed them that they could come, but we wanted to hear about their proposal, not the report.

On a positive note, management has pulled back on some of their anti-union proposals. They also showed progress in other areas, including:

• Strengthening our Health and Safety Committee.

• Expressing openness to a Labor-Management Committee to help address ongoing issues throughout the contract.

• Agree to establish a maximum consecutive timeframe for supervisors working within the bargaining unit.

It’s clear that our organizing efforts are pushing them to address non-economic proposals more quickly. Let’s keep up the momentum! When we get electronic copies of management’s counter-proposals, you can read our proposal tracker here. You can also read their market study and our wage presentation there. 

Next Bargaining Dates:

• October 15 at 5 PM
  Location: 7575 Southfront Rd, Livermore, CA 94551

• October 18 at 10 AM
  Location: 7575 Southfront Rd, Livermore, CA 94551

Bargaining Update #4: We showed up prepared. Management stayed silent.

Meeting Summary – October 1st

On October 1st, we met with Management, prepared to present our economic and wage proposals and hear their justifications for theirs. We were proud to have 40 members show up in support!

During our presentation, we highlighted the key concerns of our members:

• Competitive Wages are the number one priority for members.

• The instability of overtime (OT) and Davis-Bacon (DB) is driving quality workers away due to insufficient wages.

• Newly hired employees were placed directly on the top step, while many existing workers remain stuck.

• Improving recruitment and retention is critical to address issues of safety, low morale, turnover, and short staffing.

• We are facing a staffing crisis.

• In 2023, the total amount of overtime worked was equivalent to the workload of 34 full-time staff.

• We have seen a cumulative turnover of 47% since 2020.

You can read our entire presentation here.

Our Wage Proposal Highlights:

• Creation of a 10-step wage scale for all job titles.

• 15% across-the-board raises for most titles to start, with an additional 8% cost of living adjustment (COLA) in 2026 and 2027.

• Members will receive annual COLA adjustments, along with automatic step increases on their anniversary, without any additional requirements.

• Leads would receive a 20% wage increase to start.

• Certain job titles will also receive market adjustments to ensure their wages are competitive.

After presenting our proposal, Management chose to delay presenting theirs, opting instead to reveal it next week. Despite being prepared and available, they were not ready to discuss what we already know: their proposal doesn’t keep up with the cost of living, fails to address low wages, and won't solve the ongoing recruitment and retention issues.

Next Bargaining Session – October 8th, 2024

We resume bargaining next Tuesday, October 8th. We encourage all members and their families to attend. It's important for everyone to hear firsthand why Management thinks it’s acceptable to maintain the status quo—or worse, let conditions deteriorate. Management (despite being an hour late) insisted that we start on time. So please be there by 5pm. 

• Date: October 8th, 2024

• Time: 5:00 PM SHARP (please arrive by 4:45 PM to hear their presentation)

• Location: 7575 Southfront Rd.

You can track the progress of all proposals from both sides here.

As always, thank you for your continued support and solidarity!

Bargaining Update #3: We want better health and safety. Management wants cuts.

On September 17, 2024, our bargaining team met with management to discuss proposals that focus on improving health and safety in our workplace. Our proposals aim to give us:

• A stronger voice on safety issues

• Enhance health benefits and paid time off, 

• Maintain our certifications and licenses,

• Improve scheduling for 24/7 operations. 

We believe these changes are necessary to address the high turnover rate of 47.37% since 2020. Had our health insurance proposal already been in place, members would have saved an average of $2,909 in healthcare costs this year.

Rich Sanchez, who helped present our case, shared:

“I am glad I was there to help present our solutions for recruitment and retention.”

In response, Management has proposed the following:

• Restricting our rights to bargain over leave policies,

• Weakening the Health and Safety Committee,

• Reducing break times “to simplify payroll,”

• Changing due process, which assumes guilt until proven innocent,

• Weakening our union’s protections if Lawrence Livermore National Security, LLC, loses its DOE contract.

Additionally, Management refuses to compensate the bargaining team for attending these sessions, even though their team is paid to be there after hours. Despite this, we remain committed to showing up in good faith, though their expectation that we take a pay cut to negotiate is unreasonable.

Next Steps: On October 1, 2024, we will present our economic proposals. All members are encouraged to attend, and you’re welcome to bring your families. Bargaining will begin at 5 pm at 7575 Southfront Street, Livermore. Please RSVP here.

Here is the list of proposals we will present on October 1, 2024. Again, you can read all of our proposals and theirs here.

• Wages

• Ancillary Pay

• Overtime

• Retirement Income Plans

• Davis Bacon

• Reclassifications

• Duration

Thank you for your continued solidarity and support.

Bargaining Update #2

On Thursday, September 12, we met with management to present proposals aimed at strengthening our voice in the workplace. Our proposals focus on:

• Improving availability for union representatives and shop stewards

• Addressing systemic issues with subcontractors

• Enhancing our grievance process by moving it out of Staff Relations and into the hands of decision-makers who can provide more objectivity

David Tanno, a High Voltage Electrician, spoke at length about the problems with subcontractors:

"It creates so many problems because subcontractors don’t have the same standards that we have, and often we want and can do the work."

Despite our efforts, management wants to strip basic shop steward access to members and create solutions for problems that don’t exist. They proposed that shop stewards need to  become employees of the union to perform basic representation work. They also suggested changing the rehire process for layoffs—a situation that has never occurred, nor do they believe layoffs will happen anytime soon.

Our next bargaining session is on Tuesday, September 17, 2024, at 5 p.m. Members are welcome to attend. The location is 7575 First St, Livermore, CA 94551. Please RSVP here.

We will be presenting the following proposals:

• Supervisors Performing union work

• Health and Safety Committee

• Hours of Work

• Insurance Benefits

• Maintenance of Certifications

• Employee Leave

You can read all of our and management’s proposals here.

In Solidarity,

Alonzo Agredano
Laureto Abella
Matt Epperly
Mike Vasquez
Mike Wilson

Bargaining Update #1

We had our first session with management on August 29. They spent the night trying to justify their wage survey. We knew it would be flawed and won’t let it deter us. But we could not believe it would justify a 10% increase over six years! We received all of management’s proposals. They don’t want to improve retention or recruitment. Instead, they want to continue to limit our voice at the workplace, erode our rights, and keep our wages low. You can read all of our and their proposals here. 

Please be sure to join us at bargaining to show management you are disappointed in their initial proposals.

On Thursday, September 12, at 5 pm, we plan to present these proposals:

• Title

• Management’s Rights

• Work Rules

• Continuity of Service

• Access

• Shop Stewards

• Layoff

• Subcontracting

• Grievance 

• Arbitration

• Waiver

• Labor- Management Committee

• Company Vehicles

On Tuesday, September 17, at 5 pm, we plan to present these proposals:

• Title

• Performance of BU Work

• Health and Safety

• Hours of Work

• Insurance Benefits

• Maintenance of Certifications 

• Employee Leave

On Tuesday, October 1, we plan to present these proposals:

• Title

• Wages

• Ancillary Pay

• Overtime

• Retirement Income Plans

• Davis Bacon

• Reclassifications

• Duration

Bargaining Update #0: Surprise, surprise, management is already acting in bad faith

It’s almost the middle of August, and you might be wondering: Aren’t we supposed to be bargaining with Lawrence Livermore National Security, LLC by now? Surprise, surprise, management is already acting in bad faith.

It’s a situation that reeks of unfairness. Per our contract, we were supposed to start bargaining at the beginning of the month. Your bargaining team at Lawrence Livermore National Laboratory asked for dates to bargain with management all the way back in June. Management kept us in the dark for weeks, claiming they were working on their availability to meet with us. They also refuse to give your bargaining team paid release time, which means we will have to bargain the contract after work hours, spending less time with our families and the ability to rest. Their team gets paid regardless. It’s a clear case of unequal treatment.

When we finally received the dates to bargain, it started the last week of August, twenty-four days late. Our contract says that all proposals are due by Monday, September 2, 2024. Management still expects us to give them all of our proposals by September 2, violating both the letter and the spirit of the contract. It’s unclear if they will bargain in good faith with any proposals we submit after the deadline.

Management thinks they’re above the contract, using it against us to benefit them. But we’re not alone in this. We’re UPTE, a union, a collective force. Contact your bargaining team member or shop steward to learn more and stand together against this injustice.