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 “hows” and “whys” of our organization, including the Metal Trades Department, the Metal Trades Council of Amarillo & Vicinity, the IBEW, Local 602, our programs, benefits, rights, responsibilities, history, and ways to get involved.

As you build your career with the IBEW, you are upholding a proud tradition that started more than 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, is a living foundation. These documents 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. Contract language, dues amounts, officer assignments, benefit rules, meeting schedules, and worksite policies may change. Members should rely on the current agreement, official notices, and Local 602 or MTC representatives for controlling information.

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

Public-source review updated: June 2026.

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 construction began.

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 years of heavy production.

The Pantex Ordnance Plant closed on August 16, 1945, shortly after the announcement of Japan’s surrender. The land acquired to build Pantex was leased to Texas Technological College, now Texas Tech University, for $1.

1951–1991: Pantex Rebuilt for the 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 conflict: the Cold War. 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 the nuclear weapons complex.

The Pantex mission continued to grow over the decades as other facilities closed and responsibilities for modification, surveillance, assembly, disassembly, 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

Pantex continues its key role of ensuring the safety, security, reliability, and effectiveness of the nation’s nuclear stockpile. Current work includes support for nuclear weapons Life Extension Programs, nuclear weapons dismantlement, development, testing, and fabrication of high explosive components, interim storage, surveillance, and other national security missions assigned by the National Nuclear Security Administration.

As of November 1, 2024, Pantex is managed and operated by PanTeXas Deterrence, LLC. The current NNSA Pantex Plant management and operating contract is Contract No. 89233224CNA000004, with a basic term from November 1, 2024, through October 31, 2029.

Credit: Katie Braughton, Pantex Cultural Resources, and public Pantex/NNSA source material.

For source material and more information about Pantex history, please visit Pantex Plant History, Pantex Mission, and the NNSA Pantex Plant Contract page.

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 gain some semblance of equality with management were frustrated by indifferent lawmakers and aggressive management organizations. Unions had no legal status, and lawmakers were often cavalier about responding to the concerns of workers.

On June 15, 1908, the AFL Executive Board officially chartered four new departments for the Federation, including the Metal Trades, Building Trades, Union Label, and Railroad departments.

The Metal Trades Department held its founding convention in Cincinnati in February 1909. The concept behind the Metal Trades had developed since the 1890s, largely through efforts to create unity among the many unions representing workers in the metal trades.

The organization was realigned as the Federated Metal Trades on a national basis during the 1900 AFL Convention. That forerunner of the MTD operated independently of the AFL until the AFL formally chartered the Metal Trades Department in 1908.

Today, the MTD is a department of the AFL-CIO, chartered to coordinate negotiations, organizing, and legislative efforts of affiliated metalworking and related craft and trade unions. Seventeen national and international unions are affiliated with the MTD. Metal Trades Councils represent workers in private industry and federal establishments, including shipyards, nuclear facilities, petrochemical plants, government installations, and other specialized industries in the United States and Canada.

For source material and more information about the MTD, please visit the Metal Trades Department, AFL-CIO.

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 low. A union became the logical solution. With help from the American Federation of Labor, 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. The 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 feelings 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. International President Kenneth W. Cooper, International Secretary-Treasurer Paul A. Noble, 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 composed of a geographic 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 Christian J. Wagner, and our International Representative is Joe P. Smith.

The IBEW Seventh District represents more than 50,000 members across 48 local unions and is home to members in every branch of the Brotherhood. From solar and wind construction and transmission to data centers and advanced manufacturing, the Seventh District is helping lead the IBEW into the future.

IBEW Seventh District Office:
320 Westway Place, Suite 531
Arlington, TX 76018
Phone: (817) 557-1611

The Local Union Organization

IBEW Local 602 was chartered in Amarillo in 1911. In November 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.

The Local Union is made up of the membership, elected officers, the Executive Board, the Examining Board, stewards, committees, representatives, and staff who carry out the business of the Local in accordance with the IBEW Constitution, Local 602 By-laws, collective bargaining agreements, and official policies.

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 with 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 for performing 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 its work; in deciding the number and kind of employees needed 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 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 under the Constitution and By-laws of the Metal Trades Department. Each local union is entitled to delegates, and the allocation of votes is based on the membership of the respective unions at the Pantex Plant. Official meeting notices control, and members should confirm current meeting dates and times with posted notices, the Local 602 calendar, the MTC, or their affiliate.

IBEW Regular Meetings

• Main Meetings are held on the 2nd Wednesday of the month, starting at 6:30 p.m. at the Amarillo Meeting Hall. The Lubbock Division Meeting is held on the 1st Thursday of the month, starting at 6:30 p.m. at the Lubbock Meeting Hall.
• The membership is notified of any change in regular meeting dates.
• Official business of the Union, including transactions such as paying bills, purchasing equipment, considering proposals, and selecting delegates for events, is 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 the appropriate order of business.
• Members may speak on topics of general discussion during Good of the Union after being recognized by the presiding officer.

IBEW Special Meetings

• Special meetings may be called as provided by the IBEW Constitution and Local Union By-laws.
• Members shall be notified of the purpose 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 4th Wednesday of the month to handle business of the Local between regular meetings.
• Special meetings of the Executive Board may be called as provided by the Constitution and By-laws.
• Executive Board meetings are for elected Executive Board members only unless otherwise directed.

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 unless the meeting has been properly called as an official meeting.

Some notes about IBEW meetings

• Members may be required to show a paid-up dues receipt to attend.
• Any member may speak when asked for comments but must be recognized by the President or presiding officer first.
• Crosstalk or side conversations are not allowed.
• Members should keep comments on topic and avoid repeating what others have said.
• Voting may be conducted by show of hands, standing vote, roll call, or secret ballot when required.

Official meetings observe the IBEW Constitution, Local Union By-laws, and applicable rules of order.

Monthly Dues Breakdown

Dues are paid on a monthly basis. Dues support representation, contract administration, organizing, member communications, arbitrations, legal and accounting expenses, office operations, training, and the broader work of the Brotherhood.

Federal election law generally prohibits labor organization treasury funds from being used as contributions to federal candidates. Voluntary political action funds, where used, are separate from regular dues and are governed by federal election law.

Dues amounts can change through International Convention action, Local Union action, or other governing authority. Members should verify current dues through the Hall, member portal, official notices, or the LaborPower app.

Latest publicly listed Local 602 dues summary:

Local Union portions by classification:

Published Local 602 payment options include paying in person, through the member portal at ibew602.org, using the LaborPower app, or calling the Hall. Payment fees may apply depending on the method used.

Members should keep dues current. Falling behind on dues may affect good-standing status, meeting attendance, death benefit eligibility, pension eligibility, and membership status under the IBEW Constitution and Local Union rules. Contact the Hall immediately if you have a question about your dues status.

All pay and benefits are defined by the current Articles of Agreement, applicable benefit plan documents, and official notices. Members should refer to the current Pantex/Metal Trades agreement for controlling information on insurance, classifications, wages, schedules, overtime, leave, holidays, paid time off, seniority rights, termination, sick leave, working rules, assignment of work, safety and health, grievance procedures, retirement, and other areas of interest.

This orientation page is a summary. When a question involves pay, benefits, discipline, seniority, contract interpretation, or a grievance deadline, consult the current agreement and contact a steward, MTC representative, or Local 602 representative.

Union-represented employees have the right to request union representation during an investigatory interview that the employee reasonably believes could result in discipline. These rights are commonly called Weingarten Rights.

Use clear language:

“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.”

Or, more 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 confusing methods. The U.S. Supreme Court ruled in 1975 that employees have a protected right, known as Weingarten Rights, to request union assistance during investigatory interviews. A representative is not just a witness. A representative may provide advice and active assistance, ask clarifying questions, help the employee understand what is being asked, object to confusing or intimidating questions, and help identify relevant facts.

The right to union representation relates to investigations or fact-finding that the employee reasonably believes could lead to discipline. Not every conversation with management is an investigatory interview. Routine work instructions, normal job discussions, and ordinary coaching conversations may not trigger Weingarten Rights. When a discussion turns toward possible discipline or fact-finding that could lead to discipline, members should clearly request representation.

Once representation has been requested, management generally has three options: delay questioning until the union representative is available, end the interview, or give the employee the choice of continuing without representation or ending the interview. If management denies a valid request and continues the investigatory interview, that may violate the National Labor Relations Act.

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 health care, 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 is 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 raises. By bringing in more members, we strengthen our position. Organizing is the foundation of every gain we have made. Let your electrical friends and neighbors know that there is a place for them in our Union.

Some members believe we do not need more new members, but nothing could be further from the truth. The more members we have, the stronger our hard-won retirement benefits and working standards 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: following through on commitments / communicating bad news quickly / verifying information before passing it on / addressing difficult issues / admitting when you are wrong

What integrity is not: withholding information / portraying something as better or worse than it is / fixing blame or taking credit inappropriately / making decisions only to please

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

What trust is: asking for clarification / seeking to understand / allowing concerns to be raised and addressed / openly sharing appropriate information / doing what you say

What trust is not: leaving issues unsaid and festering / hesitating to ask for help / concealing weaknesses or mistakes / speculating about the intentions of others / overpromising but underdelivering / reversing positions without sharing new information

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

What respect is: assuming positive intent / treating others as you want to be treated / valuing people regardless of roles / being on time to meetings / understanding the perspective of the other person

What respect is not: using derogatory references about people / talking behind people’s backs / usurping authority / initiating last-minute changes to schedules or priorities without cause / belittling the recommendations of others

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

What brotherhood is: encouraging healthy debate until a decision is made / supporting team decisions even if you disagree / collaborating and pointing out the contributions of others / focusing on achieving collective results / celebrating team achievements / “I am my brother’s keeper”

What brotherhood is not: being inattentive or not engaged during team interactions / pointing fingers at team members / communicating poorly or too late / giving insufficient priority to team efforts / criticizing decisions merely because they were not your preference

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

What excellence is: presenting verified source data / evaluating decisions based on defined criteria and technical or programmatic merit / making decisions based on written justification / verifying assumptions from previous decisions

What excellence is not: accepting “good enough” thinking / assuming someone else will check the details / leaving loose ends unanswered

The Hall

The business office of your local union. The Hall includes meeting space that is available for members’ use under established guidelines. Monthly IBEW Local 602 meetings are held according to the current Local 602 calendar and official notices.

Jurisdiction

The geographic area that defines the boundaries between local unions of the same craft. Jurisdiction can also refer to the lines that separate different craft specialties, such as electrical, ironwork, plumbing, insulation, sheet metal, and related trades.

Business Manager

The principal officer of the Local Union who handles the day-to-day business of the Local Union.

President

The President of the Union presides over Local Union meetings and performs duties assigned by the Constitution and By-laws.

Vice President

The Vice President presides over meetings in the absence of the President and performs other assigned duties.

Recording Secretary

The officer who records the minutes of Local Union meetings and maintains assigned records.

Examining Board

The board that examines applicants for membership in the Local Union and performs duties assigned by the Constitution and By-laws.

Executive Board

The Executive Board handles the business of the Local Union between Union meetings, serves as the trial board when required, and fills vacancies in offices as provided by governing documents.

Steward

The Business Manager’s representative on the jobsite. The Steward is under the supervision of the Business Manager and assists members with contract administration, representation, communication, and issue identification.

Organizers

Every member of the IBEW is tasked with organizing. It is our duty to organize workers in the electrical industry into Local Unions and to strengthen the Brotherhood through membership development.

Union Card

Your dues receipt showing that you are a paid-up member in good standing of your Local Union. Members should keep their dues receipt current and available.

Strike

A lawful work stoppage called or authorized under applicable law, agreement language, and union procedures, usually connected to bargaining, contract enforcement, benefits, jurisdiction, or other labor disputes.

Overtime

A premium rate of pay for working longer hours, weekends, holidays, or other conditions defined by the applicable agreement. Organized labor has worked for more than 100 years to establish and defend the 40-hour workweek.

Benefits

Compensation or protection provided under a negotiated contract or benefit plan, such as insurance, paid leave, retirement, or other negotiated benefits.

Safety

The employer is responsible for maintaining a safe jobsite, but every worker has a responsibility for personal safety and for stopping unsafe work. If you see something unsafe, stop the work and notify the appropriate person immediately.

Seniority

Precedence or status based on length of service, as defined by the applicable agreement.

Grievance

When any party to the agreement believes there has been a violation of the contract, the grievance procedure may be used to resolve the matter. Grievances are handled under the process established in the applicable agreement.

Charges

The internal union process used to address alleged violations of the IBEW Constitution, Local Union By-laws, working agreement, or other applicable union rules. Charges may involve alleged violations of the working agreement, Constitution, By-laws, or a combination of those documents.

Sources and Special Thanks:

Braughton, K. – Pantex Cultural Resources, personal communication, 12/27/2021

Pantex Plant History

Pantex Mission

NNSA Pantex Plant Contract

PanTeXas Deterrence Assumes Management and Operation of Pantex

Metal Trades Department, AFL-CIO

Metal Trades Department Executive Council

Amarillo Metal Trades Council

IBEW International Leadership

IBEW Seventh District

IBEW History & Museum

IBEW Local 602 Calendar

IBEW Local 602 Officers & Staff

IBEW Local 602 Dues Summary, 2025 Q3 Live Wire

National Labor Relations Board: Weingarten Rights

Federal Election Commission: Separate Segregated Funds

Deeter, D. D. – Pantex Production Technician, personal communication, 12/27/2021

Additional local historical material is credited to prior Local 602 and MTC orientation records. Members should confirm current names, assignments, agreement language, meeting times, dues, and benefit details with official Local 602, MTC, employer, and benefit plan documents.