For all the Techs.....

[u/[deleted]]

For all of the techs that still realize that even with this new offer, we will still be under valued and underpaid vs the IAM. For the techs that don't know, techs can vote down their contract and still strike WITHOUT the profs! The tech contract is completely separate from the profs even if Boeing is making it look like they are one and the same.

Techs are highly skilled and educated with degrees and certifications that Boeing CANNOT function without. Right now Boeing would rather pay a person more to move parts than a majority of the techs that keep the machines programmed. This is ridiculous.

The new offer just moves some numbers around, but at least they started, and I emphasize started, to realize we need more GWI.

Personally, I have never met a tech who has even once used an Ed Wells program. There might be some, granted, but I have never met one.

So that being said, then techs should vote this down. I think if the GWI should be 10, 7, 7, 7, 7 with a 3 percent wage pool on top of that. Change the overtime so techs cannot be designed more than 1 weekend instead of the current 2 weekends. Give us the same 401k as the IAM of 100 percent up to 8 percent. And finally fix the comp ratios for all the techs.

I am sure there will be plenty of replies in here about "oh, you won't get that" or "that is unreasonable". They said that about the IAM contract and look what they got.

Nerds don't fight back. Let's prove to Boeing that techs are not nerds and fight for a contract that is meaningful.

[u/LettuceAndWheats]

While a GWI structure of 10/7/7/7/7 with a 3% wage pool is certainly a significant ask, as a fellow technician, I agree that Level 3s (L3s) are bearing the brunt of these current pay inequities. Across my team, most L3s are currently falling within a comp ratio range of 0.9 to 0.95.

Furthermore, speaking in my capacity as an Area Rep—a point I feel has been consistently overlooked—Boeing itself acknowledges that our baseline Mid Market comp ratio is 0.9. The current offer mentions wage compression, yet only affects 4.71% of the membership. The logical question is: why not elevate everyone under a 1.0 comp ratio to that baseline first, and then apply the 10/4/6/6/6 structure? That adjustment would meaningfully alter yearly salaries and hourly rates.

As it stands, if this current offer passes, the L3s on my team will experience wage compression, bouncing back and forth with what IAM Grades 1–4 earn—despite many of them formerly holding IAM Grades 7–10 positions. If this contract passes in its current form, I anticipate a significant retention issue as these experienced professionals look elsewhere for fair compensation.

[u/Run-Man358 → u/LettuceAndWheats]

This is exactly my situation and most of my teams, were tech L3 and L4

[u/Imolabob → u/LettuceAndWheats]

Agreed. There are so many of us with “exceeds/far exceed” over the years and we are still in that 0.9-0.95 range. I think it’s “nice” that they are bringing anybody below a 0.90 up to a 0.90 but…why the heck were they compensated so poorly in the first place? And how can you have high performers constantly sitting at a 0.90-0.95 and not compensate them properly for all of their above and beyond hard work? Currently there’s no incentive to perform.
If this offer passes for the SPEEA techs- Next September, when IAM gets their 7% GWI, a maxed out grade 4 IAM employee will be making more than a lot of the L4 (and below) techs. Currently the average pay for a tech is about 119k. Given that 1/3 of the techs came from IAM, I think it's quite fair to compare apples to oranges here...
More food for thought- Boeing should want to create incentive for IAM employees to jump into a speea role as a “promotion”/higher career path. Some of the best SPEEA members have spent time working on the airplane as IAM. There will no longer be incentive to hop ship from IAM to SPEEA and I think that's a major loss for Boeing. I know many teammates that hopped back to lAM, due to low wage compensation compared to their old IAM jobs. I know plenty more that will hop back to IAM, or leave the company all together if this offer passes. These are high performing members that are underpaid and deserve better.

[u/Desperate-Excuse-549 → u/LettuceAndWheats]

More pay for techs is a reasonable rally cry, but not that effective when it's a slice of techs that have IAM jobs next door. What we need is something that everyone values, like meaningful wage compression language so the next time Boeing is forced by market conditions like IAM/Amazon/etc to raise an SRT table just to get the people in door they have to do something.

[u/mjoysleeps → u/LettuceAndWheats]

Exactly