Longtime representatives of the International Association of Machinists and Aerospace Workers (IAM) Midwest Territory, Chris Tucker and Geny Ulloa, have been involved in many union organizing campaigns. However, their experience with lab workers at Tempus, a Chicago-based AI-enabled precision medicine company, was different from previous efforts.
“They interviewed us,” said Tucker. “They were interviewing unions and we were one of the candidates that they were looking at to form their union.”
At the time, about 350 Tempus lab workers sought stronger safety standards, improved work-life balance, more competitive pay and benefits compared to industry peers, as well as greater equity and transparency from their employer. They wanted a union but aimed to find one suited to their specific field.
“They are at the forefront of technology, using AI to study diseased cells to improve cancer care. Yet, they believe that their work should not come at the expense of their rights and wellbeing,” said IAM Midwest Territory Coordinator William “Bill” LePinske. “Their union will set a new standard for what workers can expect and demand in the biotech industry.”
Many Tempus AI employees hold advanced degrees and work in leading cancer research labs using artificial intelligence. They conducted thorough research on potential unions.
“We landed on the Machinists because they had experience with tech, they had experience with healthcare, and the reps I talked to were very responsive,” said Anson Poe, a Tempus AI lab worker.
Tucker noted that responsiveness was key in IAM being chosen: “They chose the IAM because we were the most responsive,” he said. “When they reached out to us, we got back to them right away, and then if we didn’t know an answer to one of their questions, we’d say so, we would find an answer, and get back to them with it; then we didn’t hound them. We gave them the information and waited for them to come back to us.”
Once Tempus employees decided on IAM Union representation, both sides entered an educational phase where organizers learned about workplace challenges faced by research laboratory staff—such as long hours with little recognition or compensation—and shared knowledge about labor rights.
“I’ve never worked at a place where I get along so well with my coworkers,” Poe said. “I just saw management never listening to their good ideas, and I wanted to make them listen.”
“They needed our help,” Tucker added. “They know their field and workplace, and we know how to build a union. We came together, and they made this union their own.”
The organizing committee communicated regularly over two years through virtual meetings without missing any sessions. Their efforts included outreach campaigns among colleagues as well as establishing internal communications.
“The committee was very resilient for two years,” Tucker stated. “We met every other week in virtual meetings for two years… The committee was very dedicated.”
In addition to building support within Tempus AI’s workforce—which grew from 350 initially up to 443 by March 2024—the group created its own identity: naming itself Tempus Unio (Latin for “union”) and designing a logo symbolizing both scientific focus (DNA sequence) and solidarity (a fist).
“They educated themselves. The company came to find that these workers weren’t scared at all,” Tucker observed. “They knew their rights… They even set up a table at lunchtime that said ‘come ask me about our union’.”
After gathering enough authorization cards during year two of organizing—while maintaining morale—the group held a successful vote for IAM representation in March 2024.
“Even if they did feel like somebody was scared,” Tucker recalled,”the others would lift them up… There was such solidarity at an early stage.”
Tempus Unio became one of the first unions within biotech when it officially chartered Local H1 under IAM Midwest Territory’s healthcare division.
“What this group means to us is they have put us in a position where we are ready to take on any sector,” Ulloa explained.”So… Not only [were] we able be successful but it was something new…and we were able adapt.”
Lead negotiator Bill LePinske guided contract talks once Local H1 began bargaining for its first agreement after certification:
“We spent a lot of time in preparation,” LePinske said.”Everything was very well thought out.
I applaud the committee’s work away from the bargaining table… On both sides …it wasn’t about winning or losing—it was about solving problems.”
Just over one year after certification—and following eight bargaining sessions—a first contract took effect April 24th 2025 addressing core concerns: work-life balance; competitive pay/benefits; safety; transparency.
The contract includes guaranteed wage increases between 10%–12.5% over three years plus merit opportunities; retroactive wage hikes from February 24th 2025; wage protection if new hires exceed contractual minimums by more than five percent; annual stock grants; creation of safety committees; grievance/arbitration processes; improved paid leave rules.
Tucker remained involved throughout negotiations until ratification: “We got a first contract in only eight bargaining sessions,” he noted.”I really want tip my hat this bargaining committee—they were incredibly dedicated… They took everybody into account.”
Ulloa emphasized broader implications: “Securing first contract without any sort issues has sent strong message throughout labor movement …we are ready take on any challenge put front us.”
The formal name adopted is Next Generation Local H1—a nod both modern scientific practices (“Next Generation Sequencing”) used by members as well as aspirations toward contemporary approaches within labor organizing:
“The name is symbolic of their young energy coming into space,” LePinske commented.”It signifies …they’re going do things bit different way—a more modern way …because process sequencing patients’ DNA known ‘Next Generation Sequencing’ or NGS—and also signifies what trying accomplish local union.”
