Lawrence Livermore National Laboratory Members win $10k+ bonuses ahead of contract negotiations

In November 2023, UPTE members at Lawrence Livermore National Laboratory protested for better working conditions and fair compensation, highlighting the issues of uncompetitive wages and workforce attrition. Marching on the boss, workers delivered a petition to the laboratory’s management demanding market equity raises for high-voltage electricians and seriously addressing recruitment and retention issues, leading to increased stress and exhaustion.

This showcase of collective action marked a significant step towards equitable treatment and improved labor conditions. It also caught management’s attention, as the lab responded by implementing a pilot program and distributing retention bonuses amounting to ten percent of base pay in two installments in acknowledgment of ongoing recruitment and retention issues.

“It’s the beginning of a win. It feels great, like a boiling pot finally releasing some pressure,” said David Tanno, a High Voltage Electrician at the lab. “It’s like being heard after years of inaction and excuses. The fact that they acknowledged the issues and provided a bonus makes it all feel worthwhile. It validates our feelings and reassures us that we’re not just going through the motions every day.

Derek Edwards, a High Voltage Electrician Lead, echoed David’s sentiments. He described the current changes as “a crack in the longstanding dam” of resistance from management. “It’s a result of the march we did last year,” Derek explained. “Management finally realizes that there are issues at the lab. So we’re definitely heading in a good direction now to where we actually can have movement both ways on the subject.”

Both laboratory workers stressed the importance of these initial gains in building momentum for the upcoming bargaining process, which begins later this year. The two lump-sum payments are viewed as “a down payment” to address the lab’s challenges more thoroughly.

Derek pointed out the positive impact of these early wins on morale, inspiring other members across different departments to engage more actively in union activities and discussions. “It definitely got other crafts’ attention that we’re beginning to make a difference,” David noted, illustrating the broader influence of their achievements. “We explained to them that we’ve been fighting for these improvements for over four years, and we’ve had a lot of big discussions with every higher-up, right up to the director, Kimberly S. Budil. We went up the chain of command. So it’s created a little bit of a stir.”

The pilot program and retention bonuses have set the stage for a more equitable and effective dialogue about the future of worker power at the lab.