1. What is ESC proposing?
We as workers collectively determine the goals and priorities for any round of contract negotiations, including negotiations for our first contract with Edison. Our Edison unit completed the bargaining survey to share their perspective on our current working conditions and their priorities for improvement. The Bargaining Committee is now moving forward in negotiations based on the information gathered through the survey.
Any agreement that the Bargaining Committee negotiates will be subject to a vote by all members before it goes into effect. Our Union, ESC Local 20, provides legal and logistical support through this process.
2. What does Edison mean when they say something is up for negotiation?
This is a good thing. Before we unionized, Edison had all the power in determining everything regarding our working conditions. Now we can pool our collective power to negotiate with Edison directly over our working conditions.
3. Who negotiates on our behalf?
Negotiations are led by the Bargaining Committee, which is made up of a lead negotiator from ESC Local 20 and a group of employees elected to represent our shared interests. Bargaining representatives are organized across 13 groups based on the current SCE organizational chart: San Joaquin, Telecom, Metro West, North Valley, Transmission, Rurals, North Coast, DPIE (Design, Programs, Invoicing & Engagement), San Jacinto, Desert, South Coast, DCP (Design Contractor Planning), and Metro East.
Within each group, members nominated and elected individuals to three key roles in an election conducted in August 2025:
- 1 Bargaining Committee (BC) Member who participates directly in negotiations. The nominee who received the second-highest number of votes serves as the Bargaining Committee Alternate/Member of the Contract Action Team. (See current Bargaining Committee Members here and current BC Alternates/CAT Members here.)
- Up to 4 Contract Action Team (CAT) Members who facilitate communication with coworkers about bargaining developments. (See current CAT Members here.)
- Up to 2 Interim Stewards who act as points of contact for worksite issues and Union-related questions. (See current Interim Stewards here.)
While elected within their respective groups, these representatives are responsible for advocating for the interests of the entire bargaining unit, not just their individual group.
Before negotiations, all represented employees were surveyed on their experiences to help shape the priorities at the bargaining table. After each negotiation session, the bargaining unit will receive updates to stay informed and engaged throughout the process.
4. How long will it take to negotiate a contract?
It’s on us to keep the company focused on reaching a fair and timely agreement as quickly as possible by participating in this democratic process.
5. What is at risk of being taken away through bargaining?
Before we had a Union, the company could change anything at any time. Now that we are represented, the company must maintain the status quo for pay, benefits, and working conditions until we negotiate changes. Through our Union, we’ll have a say in any changes that impact us, and we can propose improvements, too.
6. Should I expect to end up with less than I have now?
No. Any changes to our terms of employment will be negotiated, and we wouldn’t agree to a contract that gives us less than we have today. Any agreement reached will be put to a vote by all members before it’s finalized.
7. What will happen to the duty?
The company must maintain the status quo for overtime rates, including for the duty. We are able to negotiate for changes, such as double-time or fatigue pay, which will be included in the contract.
8. What will the contract say about seniority?
Seniority is a common topic in union contracts, and what it looks like for us will be determined by what we prioritize through bargaining. Nothing has been agreed to yet – we’ll decide together how we want seniority to factor into key issues. Whatever is proposed will be subject to a vote by all members before it’s finalized.
9. Can the company take away hybrid or alternate work schedules?
No. Work schedules are subject to negotiation. Now that we are representing employees, the company cannot unilaterally change them; we will be able to negotiate changes or maintain our current flexibility.
10. Will everyone be automatically converted to hourly?
No. Whether an employee is exempt (salaried) or non-exempt (hourly) is determined by state law, not union representation. The ESC bargaining unit at PG&E is made up of both salaried and hourly employees.
11. How will this impact my ability to advance my career at the company?
Being able to promote and grow professionally is essential for our careers. Through bargaining, we aim to secure job growth opportunities with transparent and fair processes for either promotions or progressions.
12. Will I lose the ability to talk to my leader directly?
No. We can still have direct conversations with our managers. Unionization doesn’t take away our ability to communicate with leadership—it strengthens our ability to advocate for change when needed.
13. Can I still be involved in Union activities if I don’t want to participate in everything?
Yes. We don’t have to participate in every activity. Still, as Union members, we’ll benefit from collective bargaining power, legal support, and the ability to have a voice in workplace decisions.
14. What does the mandatory arbitration policy the company implemented mean for me?
Before we unionized, the company had sole discretion over how most employment-related disputes were handled, limiting our ability to seek remedies. In contrast, as a Union, we can negotiate a grievance process to address employment disputes and contract violations with a Union advocate on our side. Any agreement reached in our contract will supersede the company’s arbitration policy.
15. What are my rights when it comes to Union activity in the workplace?
Under federal law, you have the right to engage in Union activity. It’s illegal for the company to interfere with, retaliate against, or coerce employees regarding our Union support and representation. If you feel like your rights under federal law are being interfered with by the company, reach out to SCErep@nullIfpte20.org.
16. What are my representational rights now that we have a Union?
Weingarten Rights are federal labor protections that entitle union-represented employees to request union representation during a meeting that may result in disciplinary action. These rights are not automatic, and your employer is not required to inform you of them. If you believe a conversation could lead to discipline, you must request representation to exercise this protection.
An appropriate statement is: “If this discussion could lead to disciplinary action, I respectfully request union representation.”
Once requested, the employer must pause the meeting until representation is provided or offer the employee the option to proceed without it. Reach out to ESC directly at SCErep@nullifpte20.org if you believe you’re being called into a disciplinary meeting.
17. How much are Union dues?
You will not pay anything in dues until contract bargaining is complete and the contract has been voted on by the membership.
ESC members pay 1.5 hours of pay per month toward Union dues. If you are a salaried employee, you can find your hourly rate by dividing your annual salary by 2080. Then multiply that hourly rate by 1.5 to get your monthly dues. If you get paid hourly, just multiply your hourly pay by 1.5. For example, if your hourly wage is $50, you will pay $75 a month in Union dues.
18. I still have more questions. Where can I get them answered?
We want to hear from you! Reach out to us at SCErep@ifpte20.org with any questions or concerns, and we will follow up with you.
