Champion Security Workers Ratify their First Contract

On April 9, 2025, Champion Security (Flexwire d/b/a Champion Security) and CWA Local 9588 reached a tentative agreement covering pay, protections, and day-to-day working conditions. This agreement is about setting clear standards, strengthening job security, and creating a fair process to resolve issues at work.

Here are the main topics included:

1) Union recognition and contract stability

The agreement confirms CWA Local 9588 as the bargaining representative and sets clear rules for how the contract continues, gets updated, or is reopened. It also includes protections so employees’ contract rights carry forward if the company is sold, assigned, or expands through acquisition.

2) Wages and job classifications

The agreement establishes wage scales by classification (Wireman through Certified Lead Technician) and defines the core job expectations for each role. It also includes rules for wage progression and how pay is handled when employees move into higher or lower classifications.

3) Work schedules, overtime, and standby pay

The agreement outlines the normal workweek, overtime rules (including double time conditions under California law), and protections around schedule changes and shift assignments. It also sets standby pay rates and call-out compensation rules, including minimum pay for emergency call-outs.

4) Paid time off: holidays, vacation, and paid absences

Employees receive paid holidays with premium pay for working on holidays, vacation accrual based on years of service, and paid time provisions for bereavement and jury duty. Vacation selection timelines are also clearly spelled out to improve planning and fairness.

5) Seniority and layoff/recall protections

Seniority rules are defined for scheduling and vacation selection, and the agreement includes protections around layoffs and recall—helping ensure decisions are based on clear, consistent standards instead of favoritism.

6) Job security and fair discipline

The tentative agreement includes “just cause” protections for discipline and discharge—plus a defined process for addressing disputes. This is a major foundation of workplace fairness and due process.

7) Strong grievance and arbitration process

If disagreements happen, the agreement provides a structured grievance process with timelines, paid meeting time in certain cases, and access to relevant information. If issues can’t be resolved, arbitration is available for contract enforcement (with limits spelled out on what can be arbitrated).

8) Tools, equipment, vehicles, and safety basics

The company provides required tools and equipment, sets rules for replacement and responsibility, and includes clear vehicle provisions—especially that no one is required to use their personal vehicle, and that personal vehicle use comes with safety limits and reimbursement rules.

9) Union rights, dues, and representation

The agreement includes union security and dues/service-fee procedures, along with employer reporting that helps the Union communicate with and represent members effectively. It also reinforces non-discrimination for union activity and protected classes.