Strong Contract Gains, Job Security Secured for Versant Members

IBEW Local 1837 members at Versant ratified a 3-year collective bargaining agreement in early July after federal mediation was brought in to help the Union and the Company bridge remaining gaps during negotiations. The contract includes significant improvements to wages, benefits, working conditions, and a key victory in protecting job security.

All classifications will see general wage increases of 4% in 2025, 3% in 2026, and 3% in 2027. In addition, several positions will see market adjustments.

"These targeted market adjustments are crucial to remaining competitive in the labor market," said Renee Gilman, Assistant Business Manager for IBEW Local 1837. "We've seen ten first-class lineworkers leave Versant in the past year due to better pay offered by outside contractors. These adjustments help retain our existing workforce, ensuring we have qualified members on the system ready to restore power to customers when needed. It also helps to attract good, new talent to Versant."

Additionally, this agreement addresses one of the main issues for Customer Service Representatives (CSRs) who are the first point of contact for the company. They will now see an accelerated progression to the top pay scale. Previously, it took five years to reach the top level. Now, CSRs will achieve that status after three years.

"This change recognizes the expertise our CSRs are required to develop in a short period of time," Gilman added. "A faster track to the top scale rewards their commitment and hard work and also strengthens customer service by helping us retain experienced representatives."

Non-pension employees will also see improvements to their retirement savings, and all employees will see enhancements to time off, with a more generous vacation time schedule.

In addition, the contract improves compensation and scheduling during system emergencies for various departments.

“It is our expectation that when there’s a system emergency, normal day-to-day activities will stop, and the company will have all hands on deck to make sure customers’ power is restored as quickly and safely as possible. Although the company stopped short of making that commitment to us, we were able to make gains in our system emergency language in some departments. It is the Union’s belief that those qualified to do the work should be the ones doing it,” Gilman said.

In another big win for the Union, the company agreed to limit the use of outside contractors and safeguard the jobs of union members, including a plan to gradually reduce reliance on such contractors.

In 2025, there will be no reduction in contractors due to already approved projects. However, in 2026, the company agrees to decrease the total number of blue-sky contractors by 10%, with the intention of hiring internal resources to fill these roles. By 2027, a further reduction of 10% is planned, again with the goal of transitioning the work to internal employees. This phased approach allows time for training new hires to fill the additional positions and will actually save customers money over time.

The company agreed it will not use outside contractors to perform work regularly done by its internal employees if doing so results in any regular employee being displaced from their job, discharged, or terminated. Furthermore, staffing numbers will not be reduced due to layoffs or attrition if contractors are being utilized at that time or thereafter in the future.

"I want to extend a special thanks to our negotiation committee for the time and effort they put in throughout this process," Gilman said. "Their dedication and commitment helped to secure improvements to wages, benefits, and working conditions for our members who all play an integral part in keeping the lights on each and every day."