Welcome! The PG&E Negotiations process has begun. Your participation remains vital as bargaining begins!
IBEW 1245 Business Manager Bob Dean with 1245 Senior Staff and Rank & File Committee members kick off formal bargaining at the IBEW 1245 Union Hall in Vacaville
PG&E Negotiating Committee Update
November 4, 2025
Vacaville, CA – PG&E General Negotiations continue in earnest.
Led by IBEW 1245 Business Manager Bob Dean and senior staff, the 25-member PG&E Bargaining Committee has spent the last two months negotiating with the Company. Collectively, committee members have invested thousands of hours analyzing proposals, collating data, and developing counter proposals which are presented at the General Negotiating Table at the Union Hall in Vacaville.
In addition to the General Negotiating Committee, eighteen (18) Ad Hoc Subcommittees meet with PG&E management weekly to review and debate proposals with a fine-tooth comb. The Ad Hoc Subcommittee members are comprised of staff, bargaining committee members and dozens of additional Subject Matter Experts(SMEs) taken from our membership. Among other items, Ad Hoc Subcommittees are addressing:
3.5 Residency for Service Employees
Rubber Glove Consensus Language
Lineman Issues
Tower
Insulation and Coatings
Hydro
Substation
Meter Tech
Vegetation Management
Benefits including Retiree Medical
Contract Clean Up
Bare handing
Dispatch
General Construction T 300
Clerical
Title 200 Gas LOP
Title 300 Gas Welding LOP
Title 300 Drilling LOP
Gas Field Service LOP
Gas System Operator LOP
Once Ad Hoc subcommittees identify areas of alignment and/or disagreement, they return with recommendations to the General Negotiations Table where all issues will be discussed in the broader conversation including General Wage Increases, Benefits and other global issues.
“Our committee has been superb, working nonstop and bringing their expertise to the Table and to the Ad Hoc Subcommittees,” said Bob Dean. He emphasized, “Getting it right is more important than getting it fast.”
The current contract expires on December 31, 2025. Absent a new, ratified agreement, the
“evergreen status” will kick in. “Evergreen status” means the contract automatically renews after the expiration date, unless otherwise indicated by either party.
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PG&E BARGAINING BEGINS
IBEW 1245 Business Manager Bob Dean led IBEW 1245’s bargaining committee, which includes IBEW 1245 senior staff and a 25-member bargaining committee.
PG&E’s Chief Operating Officer Sumeet Singh along with Vice President of Coworker Relations Andy Williams and Senior Director of Labor Relations Matt Levy led the management side of the Table.
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PG&E Negotiating Team Exchanges Proposals With PG&E at the Hall
IBEW 1245 Business Manager, Sr. Assistant Business Managers Ralph Armstrong & Doug Girouard & Committee Members listen to PG&E VP for Co-Worker Relations Andy Williams at Proposal Exchange
July 1, 2025
Vacaville, CA – On Tuesday, July 1, 2025, IBEW 1245 and PG&E exchanged opening proposals at the IBEW 1245 Union Hall in Vacaville, California.
IBEW 1245 Business Manager Bob Dean, joined by senior staff and the twenty-five-member, rank and file bargaining committee, led the exchange of opening proposals.
PG&E’s fourteen-member management team was led by Andy Williams, Vice President of Co-Worker Relations and Matt Levy, Senior Director of Labor Relations.
PG&E submitted sixty-five (65) proposals.
IBEW 1245 submitted ninety-four (94) proposals, based on 13,000 proposals representing our members’ voices.
Bargaining committee members
IBEW 1245’s opening proposals represent the culmination of weeks and countless hours of intensive work by the bargaining committee.
Over the next several weeks, both sides will clarify questions, examine operating assumptions, cost out the proposals and return to the table in late August.
For updates, please click here.
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PG&E NEGOTIATIONS’ CALENDAR
July 1, 2025 (Completed): Company and Union exchange proposals.
Summer 2025 (In progress): Parties review and evaluate proposals.
Late August 2025: Bargaining process begins.
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Meet Your IBEW 1245 Bargaining Committee
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More Information
IBEW 1245 Business Manager & Chief Negotiator Bob Dean addresses PG&E Bargaining Committee
Find all the latest Bargaining Updates by clicking here.
Scroll down for a Glossary of Common Terms in Union Negotiations.
Thank you for your attention to these contract negotiations. Check back often for updates. An informed and engaged membership is a measure of our strength at the Table!
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Glossary of Common Terms in Union Negotiations
Collective Bargaining: The process in which working people, through their unions, negotiate contracts with their employers to determine their terms of employment, including pay, benefits, hours, leave, job health and safety policies, ways to balance work and family, and more. (https://aflcio.org/what-unions-do/empower-workers/collective-bargaining)
Bargaining Unit: The group of employees within a workplace who share similar job duties and interests, and are represented by a single labor union when negotiating with management regarding working conditions, wages, and benefits through collective bargaining.
Table Agreement(s): Agreement(s) on specific issues at the bargaining Table between the employer and the Union during the process of negotiating a comprehensive Collective Bargaining Agreement.
Tentative Agreement (T.A.): A comprehensive negotiated agreement between an employer and the union that defines the term/length of the agreement, wages, benefits, hours, leave, job health and safety, medical benefits and other working conditions that is presented to the full bargaining unit for ratification.
Collective Bargaining Agreement (CBA): The legally binding agreement or Memorandum of Understanding (MOU) that is the result of negotiations between an employer and a union representing employees and which is ratified by the Bargaining Unit through a secret ballot vote. Also commonly referred to as “the Contract.”
Term: Length of agreement.
General Wage Increase (GWI): General Wage Increases (GWI) are mutually agreed upon annual wage increases, commonly referred to as “cost of living” increases.
Equity Adjustments: Additional wage adjustments negotiated that affect specific work groups and/or classifications.
Good Faith Bargaining: Good faith bargaining is a legal requirement that both parties in a negotiation must act in good faith to reach an agreement.
Bad Faith Bargaining: Bad faith bargaining occurs when a party in labor negotiations is not acting in good faith, with the intention of preventing an agreement from being reached. It is an unfair labor practice (ULP) under the National Labor Relations Act (NLRA) and can result in penalties.
Impasse: When the employer and union are unable to resolve issues and are at a stalemate, they may declare impasse, resulting in more fact finding, mediation or arbitration.
Last, Best and Final: a formal proposal presented by one party (usually the employer) to the other, signifying that it is their absolute final offer and they will not negotiate further on the terms, marking the end of their bargaining position; this offer is typically presented when a stalemate is reached and is often put to a vote by union members to decide whether to accept or reject it. Needs to contain all 3 descriptive words to meet the above definition.
Evergreen Status: Evergreen status means the contract automatically renews after the expiration date, unless otherwise indicated by either party.
