Bargaining Update #14: What’s in our tentative agreement? Voting begins tomorrow
We are proud to announce that on January 15, 2025, we reached a bold new tentative agreement between University Professional and Technical Employees CWA Local 9119 (UPTE CWA 9119) and Lawrence Livermore National Security, LLC—a milestone victory for our union. Now, it's time for every UPTE CWA 9119 member to shape our future by voting online between January 23 and January 29, 2025. If ratified, the contract will take effect retroactively from January 1, 2025, ensuring we all secure and solidify our united efforts. Together, let's seize the current moment to stand strong, lift each other up, and chart a triumphant path forward.
Your bargaining team unanimously recommends a YES vote for ratification.
A YES vote indicates that you accept the deal and want the included pay increases to occur as soon as possible. Voting NO means you reject the deal and are willing to go on strike.
Read below what we won—together. You can vote to ratify our new contract beginning tomorrow, Thursday, January 23, 2025, at upte.org/llnl.
Article 4: Performance of Bargaining Unit Work by Supervisors
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. UPTE can then meet with management to discuss the reason for the extended period and explore options to address short staffing.
Article 7: Union Access
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.
Article 8: Steward Access
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.
Article 10: Probation
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.
Article 13: Health and Safety
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.
Article 14: Employee Leaves
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.
Article 16: Employee Development
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.
Article 21: Wages
Previous contract language: Outlined prior wage increases.
Management's proposal: 11 percent increase over five years.
UPTE win:
Year 1 (2025): 4.5 percent increase retroactive to January 1, plus a new 5th step for employees currently at step 4. Each step is 5%. Anyone not at top step will move to their next step on their anniversary as well. An additional three percent is for high voltage electricians, heavy equipment mechanics, and locksmiths.
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.
Article 23: Overtime
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.
Article 29: Grievance Procedure
Management's proposal: Shorten the grievance filing timeline.
Outcome:
Protected existing timelines.
Established distinct steps for greater transparency.
Article 30: Arbitration Process
Management's proposal: Require arbitration for issues traditionally handled through lawsuits.
Outcome:
Maintained the original arbitration process.
Updated the list of potential arbitrators.
Side Letter for Flex Employees
Change: The side letter has been removed, as no current flex employees exist.
New Articles
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.
UPTE 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.
All other contract provisions remain unchanged: You can view the full contract changes here.
In solidarity,
Alonzo Agrendo
Laureto Abella
Matt Epperley
Mike Vasquez
Mike Wilson
UPTE Bargaining Team @ Lawrence Livermore National Laboratory
