This page is designed as a resource for topics related to membership in the International Brotherhood of Electrical Workers, Local 602 while employed by Southwestern Public Service Company/Xcel Energy. It provides information about the IBEW, Local 602, the SPS/Xcel Energy collective bargaining agreement, our programs, benefits, rights, responsibilities, history, and ways to get involved.

As you build your career with the IBEW, you are continuing a proud tradition that began more than a century ago. By participating in the modern labor movement, you help protect safety, dignity, fairness, and a stable future for yourself, your family, and the members who work beside you.

Our Constitution, Local 602 By-laws, collective bargaining agreements, benefit plan documents, and official policies are living documents. They are shaped by the experience, judgment, and participation of members who respect the past and bring new ideas for the future.

This page is an orientation summary. It is not a substitute for the current CBA, benefit plan documents, official notices, or direct guidance from a steward, the Utility Representative, the Business Manager, or the Local 602 office. Contract language, dues amounts, officer assignments, benefit rules, meeting schedules, and worksite policies may change.

We encourage you to stay informed, keep your dues current, know your agreement, attend meetings, and be an engaged member of IBEW Local 602.

Summary based on the SPS/Xcel Energy and IBEW Local 602 Agreement for November 1, 2025 through October 31, 2028. Orientation review updated July 2026.

The current collective bargaining relationship between Southwestern Public Service Company and IBEW Local 602 rests on a long-standing agreement. The SPS agreement states that it was initially entered into on March 1, 1947, between Southwestern Public Service Company, called the Company, and Local Union No. 602 of the International Brotherhood of Electrical Workers, called the Union.

The current Agreement is for the contract years November 1, 2025 through October 31, 2028. It covers represented production and maintenance employees of Southwestern Public Service Company/Xcel Energy and establishes negotiated terms for wages, classifications, overtime, holidays, vacations, seniority, bidding, health and welfare benefits, retirement benefits, safety rules, grievance handling, arbitration, and other conditions of employment.

Basic Principles

The Company 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 Company, the Union, and the Public. Progress in industry demands a mutuality of confidence between the Company and the Union. All will benefit by continuous peace and by adjusting differences by rational, common-sense methods.

Every member working under the SPS agreement should understand the agreement as a negotiated contract. It contains rights and obligations for both labor and management. The CBA is the controlling document when a question involves pay, classifications, overtime, bidding, seniority, benefits, discipline, grievances, or contract interpretation.

Agreement Summary

No Work Stoppage During Agreement Term

During the term of the Agreement, there shall be no stoppage of work by strike or lockout. Grievances and disputes are handled through the procedures stated in the Agreement.

Successor Language

The Agreement contains successor language addressing merger, consolidation, transfer, sale, assignment, name change, and ownership change issues, including notice to the Union and responsibility to inform new ownership of the Agreement’s terms.

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 workers 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 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. Together, we are strong. With a well-negotiated contract, we gain legal protections and enforceable rights 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, the name National Brotherhood of Electrical Workers was chosen, and the emblem of the hand grasping the lightning bolt was established.

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 covering several states or provinces.

IBEW Local 602 is in the 7^th District, which covers Kansas, Oklahoma, Texas, New Mexico, and Arizona. The 7^th District represents members in every branch of the Brotherhood, including utility, construction, manufacturing, telecommunications, government, maintenance, and related work.

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 those 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 under the IBEW Constitution, Local 602 By-laws, collective bargaining agreements, and official policies.

SPS/Xcel Energy Bargaining Unit

The SPS agreement recognizes Local Union No. 602 of the IBEW as the sole and exclusive bargaining agency for production and maintenance employees of the Company, excluding local managers, part-time employees, office and clerical employees, watchmen and guards, professional employees, and supervisory employees with authority to hire, promote, discharge, discipline, or effectively recommend such action.

Stewards and Union Representation

The Company recognizes the right of the Union to appoint a Steward or assistant where employees are employed under the terms and conditions of the Agreement. The Steward or assistant will not be discriminated against because of faithful performance of steward duties.

The Utility Representative or appointed designee is allowed a reasonable amount of time on Company time to conduct Union Orientation with a new employee at the new location.

Grievance and Arbitration Procedure

Accident Investigation Committee

The interested Steward or representative shall be included in all accident investigation committees investigating accidents concerning bargaining unit employees.

Member Guidance

• Report possible contract violations promptly. Deadlines matter.
• Write down dates, times, names, classifications, locations, and what occurred.
• Contact a steward, the Utility Representative, or the Hall before assuming an issue cannot be addressed.
• Do not wait until the deadline is close. Timeliness protects the grievance.

Regular Meetings

• The membership is notified of any change in regular meeting dates.
• Official business of the Union, including paying bills, purchasing equipment, considering proposals, and selecting delegates, is handled at Regular Union Meetings.
• Any member in good standing can make motions or requests during the proper order of business.
• Members may speak on topics of general discussion during Good of the Union after being recognized by the presiding officer.

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.

Some notes about 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.
• 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. Official notices control over this summary.

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.

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.

SPS Payroll Dues Deduction

The SPS Agreement provides for dues and assessments to be deducted from wages after receipt of an employee authorization. Deductions are made from the first paycheck of each month for the current month and paid to the Financial Secretary of Local Union No. 602 on or before the fifth day of the following month.

New Mexico Stationed Employees

The Agreement contains separate union-security language for employees with a predominant job situs in New Mexico. Members assigned to or transferring into New Mexico facilities should review Article III, Section 5 and contact the Hall with questions.

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.

Vacancies

When a bargaining unit position becomes vacant, the Agreement requires a notice for bids or notice of intention to discontinue the position to be posted within ten calendar days. Five days are allowed for bids to be received by the departmental supervisor, and ten additional days are allowed for the position to be filled, unless unusual circumstances require handling through the agreement’s dispute procedure.

Entry-level positions are posted Company-wide at the same time they are released to fill externally. The Agreement lists entry-level positions including Control Room Operator B Apprentice 1st Year, Maintenance Apprentice 1st Year, Electrician Helper D, Electrician Apprentice 1st Year, Protective Material Tester B, Meter Apprentice 1st Year, Plant Warehouse Worker D, Fleet Mechanic C, Truck Driver 1st Year, Line Worker Apprentice 1st Year, Ground Worker D, Meter Helper D, Chemical Technician E, Instrument & Controls Technician G, System Operator C, and Protective Relay Technician E.

Seniority

Seniority in a local department dates from the first date of employment in that local department, except where an employee resigns or is discharged for just cause and is later reemployed. In making reductions or demotions in all classifications, seniority rules. When adding to the force or making promotions in most classifications, seniority rules provided the senior employee has suitable qualifications. Suitable qualifications are determined by representatives of the Company and the Union.

Work in Higher Classification

Any employee required to work in a higher classification than the work regularly performed, for a period of two hours or more, will be paid at the rate of the higher classification.

Layoff

Regular employees shall be notified at least two weeks in advance if they are to be laid off. In a reduction of force, an employee retains seniority for one year if the employee keeps the immediate supervisor advised of whereabouts and reports or responds within the required period after notice.

Regular Work Schedule

Where a single daylight shift is worked, eight hours constitute a regular day’s work. The regular day generally begins at 7:00 a.m. and ends at 4:00 p.m. with a lunch period beginning at 12:00 noon, or as mutually agreed upon with local work units. If lunch periods are one-half hour, quitting time becomes 3:30 p.m.

The work schedule is Monday through Friday, except that the workweek for Service Technicians and Garagemen consists of seven consecutive days beginning at 12:01 a.m. Monday and ending at 12:00 midnight Sunday. Service Technicians and Garagemen work five days of the seven-day workweek according to their schedules.

Holidays

• New Year’s Day
• Martin Luther King Jr. Day
• Good Friday
• Memorial Day
• 4th of July
• Labor Day
• Thanksgiving Day
• Friday following Thanksgiving
• Christmas Eve Day
• Christmas Day
• Floating holiday

Holiday Pay

If a holiday falls within an employee’s regular schedule and the employee is not required to report for regular duty or emergency work, the employee receives regular pay. If required to report for regular duty or emergency work during the regular schedule, the employee receives additional time and one-half for hours worked. Work outside the regular schedule on holidays is paid at double straight-time pay.

Overtime Highlights

• All work performed outside the regularly scheduled workday is paid at time and one-half, except as otherwise provided in the Agreement.
• Scheduled overtime with at least eight hours’ notice is paid at time and one-half, except on holidays and the seventh day of the employee’s workweek.
• Callouts and scheduled work outside the regular workday generally carry a two-hour minimum, subject to the Agreement’s exceptions.
• For five-day schedules, time and one-half is paid on the sixth day and double time on the seventh day, except as otherwise provided.
• The Agreement contains detailed rest-period rules for callouts, work before the regular work period, work past quitting time, continuous work, and maximum continuous work periods.
• Overtime is to be equally distributed insofar as practicable among regular employees in the classification of work where the overtime is worked.

Meals

When workers are required to remain away from headquarters overnight, lodging and meals are arranged and furnished by the Company under the Agreement. Employees who miss meals because of emergency callouts or overtime during normal meal periods may receive meals or reimbursement as provided by the Agreement and applicable Company policy.

Inclement Weather

Workers shall not be required to work in inclement weather until, by mutual agreement between the appropriate Company and Union representatives, the weather would not endanger employee welfare. Required outside work in rainy or snowy weather includes rain suits, hats, rubber boots, or overshoes of proper height as provided by the Agreement.

Vacation

An employee receives forty hours of vacation on the first day of employment. During probation, the employee may use only sixteen hours of vacation. Unused vacation carries over from the first calendar year into the next and is added to vacation accrued under the Agreement. Vacation eligibility for regular employees is based on months on payroll in the preceding calendar year and years of consecutive service.

Illness

Regular full-time employees and probationary employees may be entitled to regular pay when absent from work due to personal or family illness under the Agreement. One workday, or eight hours, is allowed for each calendar month of continuous employment. Family illness may be authorized by a supervisor in one-hour blocks up to eighty hours in a calendar year, subject to the Agreement’s limits.

New Mexico Healthy Workplaces Act

New Mexico headquartered bargaining unit employees have separate illness-leave language under SP-2022-16 to ensure compliance with the New Mexico Healthy Workplaces Act, including accrual of at least one hour of illness leave for every thirty hours worked when necessary.

Bereavement

Time off of three days at regular pay will be authorized for death in an employee’s immediate family. Time off of up to five days at regular pay may be authorized for death in extended family or immediate family as defined in the Agreement.

Jury Duty and Military Service

Employees do not lose straight-time pay while serving on jury duty if they report for work when released or excused. The Company’s military service language states that it complies with USERRA and any state laws providing greater rights, with additional benefit language stated in the Agreement.

IBEW Pension Benefit Fund (PBF)

The Pension Benefit Fund is secured by Article XI of the International Constitution. A members should keep dues current because International Pension Benefit Fund eligibility and death benefits depend on membership status and good standing under the Constitution and governing plan rules.

Xcel Energy Defined Benefit Retirement Plan

The SPS Agreement provides that defined benefit pension benefits under the Xcel Energy Inc. Retirement Plan for SPS Bargaining Unit Employees and Former Non-Bargaining Unit Employees, including the SPS traditional formula and the 5% cash balance formula, are provided under the same terms without substantive change as in the preceding Agreement.

Xcel Energy SPS 401(k) Savings Plan

• Beginning January 1, 2026, the Company posts 401(k) matching contributions each pay period instead of annually.
• Beginning January 1, 2027, overtime compensation is included in eligible pay for the Company’s 401(k) matching contribution.
• Beginning January 1, 2027, the Company’s 401(k) matching formula changes to 100% of the first 3% of eligible pay and 50% of the next 4% of eligible pay.

Retirement questions should be checked against the applicable plan documents, plan administrator guidance, and current official notices. Individual plan disputes are generally resolved through the applicable plan’s dispute resolution process rather than the CBA grievance procedure.

Health Care Coverage

The SPS Agreement provides that employees may participate in the NECA/IBEW Family Medical Care Plan (FMCP), Plan 16. The Employer does not impose a spousal surcharge. The Agreement states that the Company pays 82.5% and the employee pays 17.5% of the applicable monthly premium, subject to the Agreement’s premium-adjustment language.

Coverage is offered under FMCP through December 31, 2028, with health care after 2028 subject to successor labor agreement negotiations. Premiums may be adjusted by FMCP, and the Agreement contains cap and continuation language for 2027, 2028, and any interim 2029 period before a new agreement or post-impasse terms are implemented.

Other Insurance Benefits

• Vision: Provided under the current Xcel Energy Vision Plan administered by VSP, offered at a 75%/25% cost share.
• Dental: Employees and eligible retirees may participate in the dental plan under the terms stated in the Agreement, offered at a 75%/25% cost share.
• Long-Term Disability: Basic LTD coverage is at the 60% level. Employees may purchase an additional 10% coverage, up to 70%, with the additional cost paid monthly and capped as provided in the Agreement.
• Group Life Insurance: Provided under the current Xcel Energy Life and Voluntary Accidental Death and Dismemberment Plan for SPS bargaining unit employees through Hartford Life, under the Agreement’s terms.

Benefit plan documents and official plan communications control. Contact the Hall, the plan administrator, or the Company benefits contact for current benefit questions.

All wage rates below are hourly rates listed in the SPS/Xcel Energy and IBEW Local 602 Agreement. Verify against the current signed CBA before relying on a rate for payroll, bidding, grievance, or benefit purposes.

Negotiated Wage Increases

• 3% effective November 1, 2025
• 1.3% effective November 1, 2026
• 2.75% effective November 1, 2027
• Control Room Operator A wage rate shall be 104% of the Control Room Operator B wage rate.

POWER PLANTS – OPERATIONS:

POWER PLANTS – MAINTENANCE:

POWER PLANTS – ELECTRICAL:

Note: Power Plant Electrical apprentice rates are entered as shown in the signed wage table. Verify against the CBA before publication.

TECHNICAL SUPPORT:

FIELD LOGISTICS / SYSTEM OPERATIONS:

DISTRIBUTION CONTROL CENTER:

LINE DEPARTMENT:

DISTRIBUTION TECHNICIANS:

SUBSTATION DEPARTMENT & TRANSFORMER SHOP:

ELECTRIC METER DEPARTMENT:

SYSTEM PROTECTION DEPARTMENT:

TRANSPORTATION DEPARTMENT:

CONSTRUCTION SERVICES – TRUCKING:

TRANSMISSION CONSTRUCTION – PATROLLER:

INFORMATION TECHNOLOGY DEPARTMENT:

Line, Substation, and Meter Apprentices

The Agreement contains department-specific language for apprentices. Apprentices generally work under the direct supervision of a Journey Worker for the first two years. Apprentices may work on voltages up to 550 volts without Journey Worker supervision after that period, and work on voltages above 550 volts only as provided by the Agreement and under required supervision.

Employees may be eligible to fill a vacancy in an apprentice classification after serving at least one year as a Ground Worker or Helper. A Ground Worker or Helper selected as an Apprentice may receive credit for time spent in that classification, but not more than one year of credit.

Promotion to Journey Worker

When an Apprentice has completed the fourth year of apprenticeship and has sufficient experience, training, and knowledge, an examination may be given if recommended by the Fore Worker. The examination board includes a Professional Engineer, Working Fore Worker, and Journey Worker selected by the Steward. The apprentice takes the examination on Company time. If the apprentice passes with a test grade of 80% and qualifies, the apprentice is advanced to Journey Worker.

Power Plant, I&C, Chemical, System Operations, Communications, and Other Programs

The Agreement contains separate rules for Power Plant apprentices, Instrument & Controls Technicians, Chemical Technicians, System Operators, Distribution System Operators, Communication Technicians, Fleet Mechanics, Truck Drivers, Heavy Equipment Operators, and other classifications. Members should review the article that applies to their department and classification before relying on any advancement timeline or testing requirement.

Safety Clothing and Footwear

• The Company determines requirements and provides special flame-retardant clothing that meets applicable safety regulations.
• The Union may recommend an alternative flame-retardant clothing program that meets applicable regulations and pay the evaluated difference between programs, subject to agreement and administration language.
• The Company supplements safety footwear and safety boots, including line boots, capped at $150.00 per calendar year when proof of purchase is presented.
• Employees may roll over the annual $150.00 into the next calendar year if unused. The balance may not exceed $300.00.

Safety Equipment

The Company furnishes protective shields, rubber gloves, rubber blankets, suitable blankets in each crew truck, and other protective equipment when required. The Company also replaces similar safety straps, hook straps, hammer handles, hand tools, body belts, hooks, and tool bags when condemned by the Safety Committee or other authorized personnel.

Gloves

The Company furnishes long-cuffed leather gloves for the Line, Substation, and Meter Departments on a replacement basis.

Transportation Department Uniforms and Tool Allowance

The Company furnishes uniforms to employees within the Transportation Department working as Garage Working Fore Worker, Auto Mechanic, Fleet Mechanic A, Fleet Mechanic B, and Fleet Mechanic C.

Commercial Driver’s License

Company employees are required to obtain a Commercial Driver’s License with proper endorsements in accordance with state laws when operating covered vehicles or combinations. The Company reimburses employees requiring a CDL for the amount in excess of the price of the Operator’s License, with receipts required and state-specific reimbursement terms stated in the Agreement.

Suspended or Revoked DL/CDL

The Agreement contains administrative guidelines for employees who are required to maintain a valid Driver’s License or CDL and experience a suspension or revocation. Employees must keep their manager informed and must notify management within the required timeframe. Failure to do so may result in termination under the Agreement.

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 an employee requests representation during an investigatory interview, management generally has three options: delay questioning until a representative is available, end the interview, or give the employee the choice of continuing without representation or ending the interview. A representative is not just a witness. A representative may help clarify questions, provide advice within legal limits, object to confusing or intimidating questions, and help identify relevant facts.

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.

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 and industry to join the Union. This includes talking to people you know, encouraging new employees to understand the value of the agreement, welcoming members into the Brotherhood, and helping coworkers become active participants in their Local Union.

When you consider what organizing means to you, think about improving your quality of life, protecting safety, maintaining strong benefits, and building the power to collectively negotiate future gains. Organizing is the foundation of every gain we have made.

The Code of Excellence program defines what is expected from the IBEW Local Union, participating employers, and the IBEW workforce. The Code seeks to build upon IBEW skill and training advantages and combines them with a well-managed workplace, a professional attitude, and productive mentality.

• Provides increased value by enhancing the performance of signatory employers and the efficiency and craftsmanship of IBEW workers.
• Enhances the partnership between labor and management that is devoted to furthering common objectives while maintaining high standards of workmanship.
• Requires high standards for worker efficiency, safety, and personal conduct.
• Builds awareness of the importance of proper management, planning, and supervision.
• Creates increased confidence in the value provided by IBEW members.
• Reinforces what every member swore to in the Oath of Obligation when becoming a Local Union member.

Designated Code of Excellence projects may include regularly scheduled meetings involving a COE steward, a Local 602 representative, and an employer representative to promote the program and protect standards.

The Hall

The business office of your Local Union. The Hall includes meeting space available for member 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 or work area that defines boundaries between local unions, crafts, departments, or bargaining units.

Business Manager

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

Utility Representative

A Local 602 representative assigned to utility agreements and utility members, including SPS/Xcel matters, as directed by the Business Manager.

President

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

Executive Board

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

Steward

The Union representative on the jobsite or in the work group. The Steward assists members with contract administration, representation, communication, and issue identification.

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.

Collective Bargaining Agreement / CBA

The negotiated contract between the Company and the Union. It governs wages, hours, classifications, benefits, working rules, grievance procedure, arbitration, and other conditions of employment.

Bargaining Unit

The group of employees represented by the Union for purposes of collective bargaining.

Probationary Employee

Under the SPS Agreement, a new employee is probationary until employed for one hundred twenty days. After one hundred twenty days, the employee becomes a regular employee under the Agreement.

Classification

The job title or negotiated job grouping that determines the applicable wage rate, progression path, qualification requirements, and work rules.

Local Department

The department or work group used for seniority, bidding, overtime, and other agreement purposes.

Seniority

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

Vacancy / Bid

A posted opening for a bargaining unit position. Employees submit bids under the process and deadlines established in the Agreement.

Fore Worker

A negotiated supervisory or lead classification. Temporary Fore Worker pay may apply when a Journey Worker or Technician is responsible for and placed in charge of work where two or more employees are under direct supervision for two or more hours.

Journey Worker

A worker who has completed the required apprenticeship, training, testing, and qualification requirements for the classification.

Apprentice

A worker in a structured training and progression program. Apprentice duties, supervision, voltage limits, testing, and advancement requirements are governed by the applicable department language.

Callout

Work outside the regular workday after being called to report, generally subject to overtime, minimum callout, rest period, and meal rules stated in the Agreement.

Standby

When employees are requested to stand by, they are paid for standby time at the appropriate rate and report to the appropriate place of duty.

Rest Period

Contractual time for rest after certain callouts, extended work, or work before the regular shift. Rest period rules are detailed and should be checked against the Agreement before making payroll or scheduling assumptions.

Headquarters

The assigned reporting location or base location used for travel, per diem, work away from headquarters, and related rules.

Per Diem

A daily or hourly allowance for certain work away from headquarters or Construction Services assignments, as defined by the Agreement and applicable tax rules.

CDL

Commercial Driver’s License. Certain Company vehicles, combinations, hazardous materials duties, and interstate travel require a CDL with proper endorsements.

Grievance

A contractual process used when a party believes there has been a violation or dispute under the Agreement. Timelines are strict and should be acted on promptly.

Arbitration

A final and binding dispute-resolution process before an arbitrator. The arbitrator cannot change the Agreement.

Safety

The employer is responsible for maintaining safe working conditions, and 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.

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.

Sources and Special Thanks:

Southwestern Public Service Company/Xcel Energy and IBEW Local No. 602, 2025 Agreement, Contract Years November 1, 2025 through October 31, 2028.

IBEW International Leadership

IBEW Seventh District

IBEW History & Museum

IBEW Local 602

IBEW Local 602 Calendar

National Labor Relations Board: Weingarten Rights

Members should confirm current names, assignments, agreement language, meeting times, dues, wage rates, benefit details, and policy requirements with official Local 602, Company, and benefit plan documents.