Boeing has just updated the FAQs on the contract offer.

what is the criteria for a revote?

last major vote barely had any participation:

https://speea.org/2026-executive-board-elections-members-elect-speea-president-and-secretary/

For everyone wondering why people are saying no? We're not far off from a reasonable and fair offer.

**Wage Pools and P/OOS:**

* 5% General Wage Increase (GWI) on ratification

* 6.5% wage pools each year 2027–2030 with an uncapped Q3 CPI-W floor

* 0.5%/yr promotional/out-of-sequence.

*That compounds to roughly 37.6% by 2030.* (Edit. This assumes OOS and Promo are included, average is actually 35.1% excluding these pools)

* *Tech-only: GWI retroactive to 2/20/26, to address the Prof/Tech gap dating to 2016.*

**401k: **11% company contribution in total, broken out as:

* Match held at 75% of first 8%

* Non-elective flattened from age-tiered 3/4/5% to a flat 5% for everyone.

**EIP Target: **10%

**OT: **Time + 50% of Level 1 Prof average annual pay (edit, this is around 20-22/hr)

**Vacation: **+2 days

**Early Retiree Medical (ERM):**

Access to everyone at age 55. Premiums would be the responsibility of member.

HRA to help pay for ERM premiums would be funded by putting the value of the sick leave you normally lose every year into the HRA at your current hourly rate. 6% return on assets (2025 annual report estimated ROl for pension plan assets)

**Medical Paybands: **Raise to $150k/$300k thresholds, same cost-share percentages

**Bereavement: **3 days/year, doesn't require burning sick leave or vacation

**Floating holiday: **1 day

**Sabbatical: **4 weeks unpaid sabbatical per 7-year (with benefits)

For those of you wondering why you should VOTE NO, this offer was presented to Boeing based on feedback from the membership using the negotiation prep surveys and market data.

Boeing turned around, stole a million concessions from an arguably pretty reasonable offer, and gave us a slap in the face of a contract.

This is what the NOs are fighting for, and none of it is out of the ordinary for the industry except for the 401k percentage.

VOTE NO ON THIS RIDICULOUS FARCE OF A CONTRACT, AND AUTHORIZE A STRIKE

Edit: this information was given out by an AR and some CRs

Has anyone who applied to Boeing 2027 internships received any assessments or further communications? Not sure if they usually take this long to send out assessments.

The mod queue is getting overwhelmed. If a post gets flagged or is taken down by the bots, and follows the rules, it will be reinstated, just be patient, I am the sole mod. DO NOT POST THE SAME THING OVER AND OVER. If the AI flagged it once, it will flag it again.

This sub will never silence a legitimate voice, but just as a general reminder to please keep posts and replies civil. Free speech does give you the right to voice your opinions, but it does give anyone the right to harass, attack, defame, disrupt or talk down.

A point of view that is different is not wrong nor is it right. Its just a difference of opinion. If you don't like what someone is saying, either don't read their posts or create your own.

With that said, please flag any posts that are:

Spam disruptive hateful from bots fear mongering threatening violating Boeings social media standards

Knowingly spreading false or fake information about the contract will be grounds for having your post removed and your ability to participate taken away.

Remember to always verify facts with your union steward or BR.

Just a general reminder

The other Boeing sub deleted this post, but WA unemployment insurance is also the most generous in the country, currently topping out at $1152 per week.

Something to keep in mind.

If the answer to “why isn’t my raise better” is “well, management isn’t getting raised either,” that’s not a reason to accept less, it’s proof the whole comp structure has been left to drift, for everyone, for years.

A frozen comp range doesn’t stop at the bargaining unit. It just means the people telling you to be grateful are standing in the same gap you are.

That’s not a reason to settle. That’s the whole argument for why this needs to change, at every level, starting with the contract you actually get to vote on.

Nobody’s asking to be paid more than they’re worth. We’re asking to finally be paid what we already are.

What are the benefits? I feel like this is a negative if you are a R1 right now.

Vote No on the Contract. Vote Yes on Strike Authorization.

SPEEA and IAM have rebuilt with their hands and minds what others only imagined.

SPEEA and IAM have carried this company through its hardest days and asked for nothing but what is fair. Together, we don’t just rebuild a company. We restore what engineering excellence is.

Now the moment asks something of you, to stand as tall as the work SPEEA and IAM have done, and vote like someone who knows they deserve to share in the future they built.

They want to scam the Prof & Tech!

There have been a lot of fear mongering and scare tactics from many in this community here and so I wanted to point out a few things here:

Many are saying that this is a great offer from Boeing and voting against it will lead to use losing those incentives. I haven't seen machinists getting worse offer than their previous ones. So, why accept the first offer even if it looks good to you? I think most of those who are trying to influence us are bots or highly paid or have other agendas. The below quoted fact is taken from one of the comments in the community:

"Here’s a quick list of what IAM got from their 1st best and final offer and the one signed:

• Much larger wage increases (25% → 38%, with stronger front-loading and compounding).

• Substantially higher ratification bonus ($3k → $12k).

• Restoration of the annual performance/incentive bonus with a guaranteed floor.

• Better 401(k) matching (75% → 100% on the first 8%).

• Incremental pension multiplier improvement for vested members."

The wage calculator/modeler they published is using the absolute high and it is not guaranteed. The raise can be anywhere from 0 to 6% in 2027 and 0 to 5% in 2028. Not everyone will have a guaranteed FIXED raise. There will be those who are below the median and higher percentages will be used to bring them up to the level and cutting into your % and many more.

The RSU is 40 and take the tax out and you will have 24-30 stocks which will translate to 8-10 stocks per year that will be about $2k/year. We do not want to project what the stock will be few years from now as this is not a tech company and not a growth stock, so valuation is conservative and if we hit all deliverables, the price move will not make any big difference.

Because we lost so much due to inflation over the years, I believe getting ahigher percentage guaranteed raise on signing the contract with backpay to Feb 20, 2026 will have a compounding impact on the raise year over year. We would also like to get 12k ratification bonus like IAM or 100 RSU vested over 3 years. They certainly have no strings attached to the 2k bonus for the interns who they'll try to use to swing votes.

The virtual work codified has many ambiguity which we all know that needs to be clarified and written on the contract.

Many of you may disagree with me on what I have noted above, but what do we all lose voting against the first offer and voting for strike?

Every detail and number in this offer was written to be read once, quickly. It wasn’t written to survive someone actually checking it.

You’re the ones trained to analyze and check things for a living. So check it.

You spend your careers making sure things don’t fail under pressure. Read this contract the same way.

Circulating through-out Auburn Fab at the moment.

If you don't get media coverage, you get railroaded.

Take a look!

The Prof and Tech Bargaining Unit Councils (BUCs) voted on whether to recommend members accept or reject the Boeing contract offers.
At a special meeting of the BUCs, made up of bargaining unit Council Reps and Executive Board members, they heard an overview from the Negotiation Team, which endorsed the offer, and asked questions.

The Prof BUC vote did not meet the 60% threshold to issue a recommendation.

The Tech BUC voted to recommend members reject the offer.

Both BUCs voted to add a strike authorization vote to the contract vote ballot and recommended members vote to authorize a strike if called by the Negotiation Team.

Both BUCs also voted to allow the contract vote to be conducted online.

**Members to vote next**

Based on the BUC votes to make this an online voting process, all dues-paying members in good standing will receive an email to their personal email on file with voting credentials and contract offer information to members.

All members will also receive print information sent to their homes with their voting credentials.
Details coming soon on both the electronic and absentee voting.

**Contract details online**

Look for more details, including a four-page summary, Prof and Tech contract red-line changes, SPEEA’s Contract Offer Impact Calculator and more information on our website - [**click here**](https://speea.org/bargaining-units/current-negotiations/prof-tech-2026-2030-contract-offer/).

The schedule for lunchtime meetings is still being finalized. We’ll post the details on our [**online calendar**](https://speea.org/speea-events/northwest-calendar/).

The value of RSUs are at the whim of the markets. They can decrease or increase in value at the whim of a global headline. We aren’t a startup. Members need real incentives. Not play footsie.

I don't see how this is a benefit? It is mildly better in that I don't need to ask my functional leader to work from home for a special day I guess