This page is designed as a resource for topics related to membership in the International Brotherhood of Electrical Workers, Local 602, while employed at the Pantex Plant. It provides valuable information about the “how’s” and “why’s” of our organization, covering the Metal Trades Department, the IBEW, Local 602, our programs, benefits, rights, and responsibilities. You’ll also find details about our history and ways to get involved.

As you build your career with the IBEW, you are upholding a proud tradition that started over a century ago. By being part of the modern Labor Movement, your participation drives positive change in both the workplace and our communities. As a member of the IBEW and Local 602, you will have every opportunity to grow and thrive in your chosen career path.

Our Constitution, along with the Local’s By-laws, Agreements, and policies, are living documents. They evolve through input from members who respect the past while bringing new ideas for the future.

This page offers an overview of key topics, but more detailed information and full documents are available upon request.

We encourage you to stay informed and engaged, gaining a deeper understanding of what makes this organization great.

1942: Pantex Helps Win World War II

The desperate need for munitions to fight World War II led to the creation of the Pantex Ordnance Plant, built on 16,000 acres of land east of Amarillo, Texas. Operations began on September 17, 1942, only nine months after the commencement of construction.

Pantex was the last of 14 ordnance plants constructed in Texas to support the war effort, producing nearly four million conventional bombs and artillery shells during three whirlwind years of heavy production.

The Pantex Ordnance Plant closed on August 16, 1945, just one day after the announcement of surrender by Japan. Theland acquired to build Pantex was leased to Texas Technological College (now Texas Tech University) for $1.

1951–1991: Pantex Rebuilt for Cold War Era

The development of nuclear weapons that led to the end of the Second World War, also ushered in a new type of war – the Cold War. The Pantex Plant played a key role in the Cold War, assembling thousands of nuclear warheads that helped maintain the détente between the Soviets and the West. The federal government reclaimed the land and facilities that made up the Pantex Plant in 1951 and undertook a building campaign to create a cornerstone of thenuclear weapons complex. The Pantex mission continued to grow over the decades as other facilities closed and responsibilities for modification, surveillance, assembly and high explosives operations were moved to the site. Since 1975, Pantex has been the nation’s primary assembly, disassembly, retrofit and modification center for nuclear weapons.

The Present and Future of Pantex

The mission of the Pantex Plant promises to be an enduring one as dwindling worldwide stockpiles of nuclear weapons demand increased reliability to maintain the security of the United States through a credible nuclear deterrent.

Pantex continues its key role of ensuring the safety, security and reliability of the nation’s nuclear stockpile: excess weapons are dismantled, surveillance is conducted on the stockpile and aging weapons are maintained through Life Extension Programs.

The critical and unique nature of work done at Pantex ensures that the site will continue to secure America for decades to come.

Credit: Katie Braughton, Pantex Cultural Resources

For source material and more information on Pantex history, please check out Pantex Plant History (energy.gov), 12/20/2021

By 1908, workers and their unions had grown restive over the preceding two decades. Sporadic efforts to raise wages, secure an eight-hour day and to gain some semblance of equality with management were frustrated byindifferent lawmakers and aggressive management organizations. Unions had no legal status, and lawmakers werecavalier about responding to the concerns of workers.

It was June 15, 1908. The AFL [American Federation of Labor] Executive Board officially chartered four new departments for the Federation, including the Metal Trades, the Building Trades, the Union Label and theRailroad Department.

The Metal Trades Department [MTD] held its founding convention in Cincinnati, in February 1909. The concept behind the Metal Trades had incubated since the 1890s, largely on the strength of efforts by the IAM [International Associationof Machinists and Aerospace Workers] to create unity among the many unions representing workers in the metal trades.At the IAM’s urging, a number of interested organizations held a conference in 1894 where the parties elected Lee Johnson president of the nascent organization, joined by William Anderson as secretary treasurer and James O’Connell, vice president.

The organization was realigned as the Federated Metal Trades on a national basis during the 1900 AFL Convention, under the leadership of President James Cramer and Secretary L.R. Thomas. That forerunner of the MTD operated independent of the AFL for the next eight years until the AFL formally chartered it in June 1908 with anaggregate membership of some 600,000 workers.

As of today, the MTD is a coalition of 17 National and International labor unions, and 31 local Metal Trades Councils, that cover work in shipyards, nuclear facilities, petrochemical plants and various other areas of expertise in both the USA and Canada.

For source material and more information on the MTD, please check out Metal Trades Department, 12/20/2021

The nucleus of our Brotherhood was formed in 1890 in St. Louis, Missouri. That year, an exposition was held in St. Louis, showcasing “a glorious display of electrical wonders.” Electricians from across the country flocked to the city to wire the buildings and exhibits.

At the end of each workday, these men gathered to discuss the harsh conditions they faced in the electrical industry. The work was hard and dangerous, the hours were long, and the pay was small. A union became the logical solution. With the help of the American Federation of Labor (AFL), this small group was chartered as the Electrical Wiremen and Linemen’s Union, No. 5221. Henry Miller, a St. Louis lineman, was elected president.

As individuals, most of us have limited bargaining power, but together, we are strong. With a well-negotiated contract, we gain legal protections that we would not have otherwise.

On November 21, 1891, the first convention was held in St. Louis, attended by ten delegates representing 286 members. These founders of our union met in a small room above Stolley’s Dance Hall, marking a humble but significant beginning.

The outcomes of this first convention laid the foundation for our organization. The Constitutional Preamble was written, and is included below. The name of the organization – the National Brotherhood of Electrical Workers – was also chosen. Even our emblem, the hand grasping the lightning bolt, was established at this first convention.

The objects of the International Brotherhood of Electrical Workers are:

• To organize all workers in the entire electrical industry in the United States and Canada, including all those in public utilities and electrical manufacturing, into local unions;
• To promote reasonable methods of work;
• To cultivate feeling of friendship among those of our industry;
• To settle all disputes between employers and employees by arbitration (if possible);
• To assist each other in sickness or distress;
• To secure employment;
• To promote reasonable hours of daily labor;
• To secure adequate pay for our work;
• To seek a higher and higher standard of living;
• To seek security for the individual;
• And, by legal and proper means, to elevate the moral, intellectual, and social conditions of our members, their families, and dependents, in the interest of a higher standard of citizenship.

International Offices

The International Offices of the IBEW are located in Washington D.C. The International President Lonnie Stephenson and International Secretary Treasurer Kenneth Cooper and their staff have their offices there.

The International Offices and the International Executive Council are responsible for the administration of the IBEW Constitution and provide guidance and assistance to Local Unions through District Offices. There are 11 districts across the United States and Canada. Each District is comprised of a geographical area that covers several states or provinces. We are in the 7^th District, which covers Kansas, Oklahoma, Texas, New Mexico, and Arizona. Our International Vice President is Steve Spears, and our International Representative is Todd Newkirk.

The Local Union Organization

IBEW Local 602 was chartered in Amarillo in 1911. In November of 1999, Local Unions 460 Midland and 850 Lubbock were amalgamated into Local 602. With the addition of the two locals, IBEW Local 602 now covers 67 counties and 84,512 square miles.

Basic Principles

The Employer and the Union have a common and sympathetic interest in the Electrical Industry. Therefore, a working system and harmonious relations are necessary to improve the relationship between the Employer, the Union, and the Public. Progress in industry demands a mutuality of confidence between the Employer and the Union. All will benefit by continuous peace and by adjusting any differences by rational, common-sense methods.

Union Recognition

The Employer recognizes the Union as the exclusive representative of all its employees performing work within the jurisdiction of the Union for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment. Any and all such employees shall receive at least the minimum wages and work under the conditions of this Agreement.

Management Rights

The Union understands the Employer is responsible to perform the work required by the owner. The Employer shall, therefore, have no restrictions except those specifically provided for in the Collective Bargaining Agreement, in planning, directing and controlling the operation of all his work, in deciding the number and kind of employees to properly perform the work, in hiring and laying off employees, in transferring employees from job to job within the Local Union’s geographical jurisdiction, in determining the need and number as well as the person who will act as Foreman, in requiring all employees to observe the Employer’s and/or owner’s rules and regulations not inconsistent with this Agreement, in requiring all employees to observe all safety regulations, and in discharging employees for proper cause.

MTC Meetings and Times

The MTC uses a delegate system following with Roberts Rules of Order, in accordance with the Constitution and By-Laws of the Metal Trades Department. Each local union is entitled to six delegates, and the allocation of votes is based on the membership of the respective unions at the Pantex Plant.

MTC: 2^nd Monday of each month, 6pm at 200 S. Fannin

IBB 531: Last Saturday of each month, 10am at 1505 SW 7^th

IAFF 1117: Meet upon notification. Contact Brent Matlock for more information.

IAM 1255: 1^st Mondayof each month, 5:30pm at 4230 State Highway 136

IBEW 602: 2^nd Wednesday of each month, 7:30pm at 200 S. Fannin

IUOE 340: 1^stThursday of each month, 5:30pm at 702 S Madison

GMP 404: Meet upon notification. Contact Richard Stone for more information.

OPEIU 306: 4^thMonday of each month (Sept – May), 5:30pm at 1505 W. 7^th

IUPAT 53: Meet upon notification.Contact JJ Paetzold for more information.

UA 404: 1^st Tuesday of each month, 7pm at 1505 W. 7^th

SMART 49: Meet upon notification. Contact Brack Mickey for more information.

IBEW Regular Meetings

• Main Meetings are the 2^nd Wednesday of the month, starting at 7:30 pm at the Amarillo Meeting Hall. Lubbock Meeting is the 1^st Thursday of the month at the Lubbock Meeting Hall.
• The membership is notified of any change in regular meeting dates
• Official business of the Union, transactions, (like paying bills, purchasing new equipment, etc.) new proposals and selecting delegates for events are handled at the Regular Union Meeting
• Any Member in good standing can make motions or requests for expenditures or amendments to the By-laws during New Business
• Members may speak on topics of general discussion during Good of the Union

IBEW Special Meetings

• Only the Business Manager or the Executive Board can call special meetings
• Members shall be notified in writing (by mail, leaflets, in the Union newspaper or onaccessible bulletin boards) of any special meeting
• No business shall be transacted at any special meeting except that for which it has been called

IBEW Executive Board Meetings

• The Executive Board meets on the 4^th Wednesday of the Month to handle business of the Local
• Special meetings of the Executive Board may be called by its Chairman or the Business Manager

IBEW Informational Meetings

• Additional meetings may be called to provide information about topics or items relating to the Local Union
• No official business may be handled at an Informational Meeting

Some notes about IBEW meetings

• Members must show paid up dues receipt to attend
• Any member may speak when asked for comments, but must be recognized by the President first
• Cross talk or side conversations are not allowed
• Members are allowed up to 7 minutes to speak
• Try to keep comments on topic and avoid repeating what others have said
• Votes may be done by show of hands, standing, or secret ballot

Official Meetings observe Roberts Rules of Order.

Monthly Dues Breakdown

Dues are paid on a monthly basis and conveniently deducted from your paycheck. These funds are distributed to four entities: the MTC, the MTD, your local union, and your local’s international. Despite popular belief, it is illegal for your union dues to support any political candidate. Your Union uses these resources to pay for Officers training and salaries, printing and office material, legal and accounting expenses, arbitrations, audits, and more. The financials are audited by reputable accounting firms and approved by the Executive Boards each year.

Monthly Dues for an IBEW A member are $62.50 per month and $41.50 for a B member. Monthly dues amounts are determined at the International Convention held every 5 years. In accordance with the Local By-laws, these dues are payable in advance and no later than the first of each month. After three months of late dues, the member will be in arrears and become ineligible for International Pensions. To become current, a $30 re-instatement fee is assessed. After 6 months of late dues, the member is dropped from membership.

                  The breakdown of Monthly IBEW A member Dues is as follows:

• $21.00 for International Pension Benefit Fund contribution(A Members)
• $23.00 for International Office General Fund
• $18.50 for the Local Office General Fund

All pay and benefits are defined in the current Articles of Agreement, 2024-2029 MTC/CNS Contract. Please refer to the Contract for information on Insurance, Classification, Wages, Schedules, Overtime, Leave, Holidays, Paid Time Off,Seniority Rights, Termination, Sick Leave, Working Rules, Assignment of Work, Safety and Health, GrievanceProcedures, Retirement, and other areas of interest.

“I believe this discussion could lead to my being disciplined. I therefore request that my union representative or officer be present to assist me at the meeting. I further request reasonable time to consult with my union representative regarding the subject and purpose of the meeting. Please consider this a continuing request; without representation, I shall not participate in the discussion. I shall not consent to any searches or tests affecting my person, property, or effects without first consulting with my union representative.”

Or simply…

“I think this might get me in trouble. I want a Union rep.”

When employers investigate employees, there is always a chance they could use coercive or even deceptive methods. The US Supreme Court ruled in 1975 that employees have a protected right, known as Weingarten Rights, to request union assistance and can refuse to answer questions until the individual has the proper representation. Not only can Stewards serve as a witness, but the representative can also offer advice on how to answer questions, help the employee avoid making fatal admissions, object to intimidating questions, ask for specifics, insist on private meetings with the employee, and point out extenuating circumstances, among other things.

The right to union representation relates to all investigations or “fact-findings.” Of course, not every conversation with a manager is an investigatory interview, and rarely do run-of-the-mill discussions turn sour. In such cases, Stewards aren’t needed where the likelihood of discipline is remote; however, should things take a turn for the worse, employees are encouraged to exercise their Weingarten Rights.

Once representation has been requested, the employer may: A) delay questioning until the union representative has arrived, or B) discontinue the interview. If the employer/manager denies the request and/or continues the interview, they commit an unfair labor practice as in accordance with the National Labor Relations Act, and the employee cannot be charged with insubordination for refusing to answer questions.

Since the IBEW’s early days, we have achieved our goals by welcoming new members into our Brotherhood. As our membership grows, so does our ability to bargain for better wages and working conditions. The IBEW Constitution emphasizes the need to organize all workers in our trade into Local Unions. A well-organized union is one that can make its voice heard and legitimately represent the majority of workers in the industry.

The issues we face today are much the same as they were over 100 years ago: improving safety, enhancing workplace dignity, and securing a stable retirement. It is our right as American workers to unite and protect ourselves, our families, and each other. IBEW members have shown that when workers stand together, we can achieve better wages, affordable healthcare, improved staffing, retirement security, educational opportunities, and more.

Organizing means continuously inviting workers in our trade to join the Union. This includes talking to people you know—whether it’s a high school friend or a non-union electrician you work with—and encouraging them to join and benefit from what the IBEW offers.

When you consider what organizing means to you, think about improving your quality of life, having more time with your family, and being able to collectively negotiate for a raise. By bringing in more members, we strengthen our position. Organizing is the foundation of every gain we’ve made. Let your electrical friends and neighbors know that there’s a place for them in our Union.

A small minority of members believe we don’t need more new members, but nothing could be further from the truth. It’s simple mathematics: the more members we have, the stronger our hard-won retirement benefits become. By bringing in new members, you are securing not just their future, but your own as well.

Safety is at the Core of Everything we do!

Integrity, Trust, Respect, Brotherhood, Excellence

Integrity – We seek and speak the truth, confront ethical challenges, and always “do the right thing.”

What integrity is: Follow through on commitments / Communicate bad news quickly / Verify information before passing it on / Address difficult issues / Admit when you are wrong

What integrity isn’t: Withhold information / Portray something as better or worse than it is / Fix blame or take credit inappropriately / Make decisions only to please

Trust – We enter into every interaction with the belief that the person is acting with positive intentions. And we always behave in the way that earns trust from employees, customers, and co-workers.

What trust is: Ask for clarification / Seek to understand / Allow venting and address negative comments /Openly share information / Do what you say

What trust isn’t: Leave issues unsaid and festering / Hesitate to ask for help / Conceal weaknesses or mistakes / Speculate on the intentions of others / Over-promise but under-deliver /

Reverse positions without sharing new information

Respect – We foster an inclusive environment where all employees are comfortable contributing their unique perspectives. We value all opinions.

What respect is: Assume positive intent / Treat others as you want to be treated / Value people regardless of roles / Be on time to meetings / Understand the perspective of the other person

What respect isn’t: Use derogatory references about people / Talk behind people’s back / Usurp authority / Initiate last-minute changes to schedules or priorities / Belittle recommendations of others

Brotherhood – We actively partner with peers, colleagues, and stakeholders across the industry to reach ourgoals.

What teamwork is: Encourage healthy debate until a decision is made / Support team decisions even if you disagree / Collaborate and point out contributions of others / Focus on achieving collective results / Celebrate team achievements/ “I am my brother’s keeper”

What teamwork isn’t: Inattentive or not engaged during team interactions / Finger pointing at team members / Pooror untimely communications / Insufficient priority for team efforts / Criticize decisions that were not your preference

Excellence – We strive for precision in our work execution and in the basis for every decision.

What excellence is: Present verified source data / Evaluate decisions based on defined criteria and technical or programmatic merit / Make decisions based on written justification / Verify validity of assumptions forprevious decisions

What excellence isn’t: Accept “good enough” thinking / Assume someone else will check the details / Leaving loose ends unanswered

The Hall;

The Business office of your local union. The Hall includes the meeting space which is available for Member’s use under the guidelines established. Monthly Union Meetings are held on the 2^nd Wednesday of every month in Amarillo at 7:30 PM and the 1^st Thursday of every month in Lubbock.

Jurisdiction;

The geographical area which separates local unions of the same craft. Also the lines that separate the different craft specialties such as: electrical, iron, plumbing, insulators, sheet-metal, etc.

Business Manager;

The Principle Officer of the Local Union, whom handles the day to day business of the Local Union.

President;

The President of the Union presides over Union and Building Corp. Meetings. The President also approves all committee appointments.

Vice-President;

The Vice-President presides over meetings in the absence of the President.

Recording Secretary:

Records the Minutes of the Local Union Meeting.

Examining Board;

Examines applicants for membership of the Local Union.

Executive Board;

The Executive Board handles the business of the Local Union between Union meetings, serve as the trial board, & fill vacancies in offices.

Steward;

The Business Manager’s representative who works on the jobsite. The Steward is under direct supervision of the Business Manager.

Organizers;

Every member of the IBEW is tasked with organizing. It is our duty to organize all workers in the entire electrical industry in the United States, including all those in public utilities and electrical manufacturing, into local unions.

Union Card;

Your dues receipt that shows you are a paid up member in-good-standing of your local union. The by-laws state that you must show your card to a fellow member when asked.

Strike;

A legal work stoppage, usually, because of problems with contract, payments to benefits programs, or jurisdiction.

Overtime;

A premium rate of pay for working longer hours, weekends, and holidays. Remember that Organized Labor has worked for over 100 years to establish a 40-hour workweek.

Benefits;

Non-financial compensation provided under the negotiated contract such as insurance or retirement plans.

Safety;

The employer is responsible for maintaining a safe job site, but ultimately you are the authority on your personal safety. If you see something on the job that is unsafe, stop the work and tell the proper person immediately.

Seniority;

Precedence in rank as a result in a members length of service.

Grievance;

When any party to the agreement feels that there has been a violation of the contact, they can file a grievance to settle the matter. The matter can be settled locally by the Labor Management committee or by the C.I.R.

Charges;

This is the process the local union can use to discipline a member(s) who break(s) the rules of the local or international union. Charges can be violations of the working agreement, constitution, by-laws, or a combination of all.

Sources and Special Thanks:

Braughton, K. – Pantex Cultural Resources, Personal Communication, 12/27/2021

History |Pantex Plant (energy.gov), 12/20/2021

Metal Trades Department, AFL-CIO | Established in 1908, 12/20/2021

https://scholarspace.library.gwu.edu/downloads/0p0967470?locale=en,  12/14/2021

Heritage of Texas Labor | Texas AFL-CIO (texasaflcio.org), 12/16/2021

Deeter, D. D. – Pantex Production Technician, Personal Communication, 12/27/2021