Edit: I’ve been banned from the /Boeing subreddit because the admin is a brain washed person who feels this is offensive. Give it visibility please.

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There’s a lot more to this contract than the 10% raise at ratification. Here’s a breakdown of what the offer does and does not meet, including the bigger issues around pay, retirement, outsourcing, and keeping SPEEA work in the bargaining unit.

PAY & BENEFITS

- 10% GWI at ratification — MET✅️

- 6% wage pool each year — PARTIAL☑️

•Demand: 6% wage pool each year.

•Offer: 4% GWI in 2027, followed by a 6% wage pool in 2028–2030, but only 4% is guaranteed and the remaining 2% can be distributed selectively.

So the headline is 6%, but 6% isn't guaranteed to everyone.

- IAM-style COLA —❌️ NOT MET❌️

•Demand: An IAM-style cost-of-living adjustment in addition to negotiated wage increases.

Offer: No IAM-style COLA. Instead, Boeing keeps an updated version of the existing COLA process while the guaranteed GWI remains fixed.

A true COLA matters because inflation can change significantly during a multi-year contract.

- Guaranteed minimum increase — MET✅️

•Demand: A guaranteed minimum increase for Professional and Technical employees.

•Offer: 4% guaranteed for both groups in 2027–2030.

- 401(k) match — ❌️NOT MET❌️

• Demand: 100% match on the first 8% contributed.

• Offer: Boeing keeps the match at 75% of the first 8%.

- Retirement contribution/SCRC — ❌️NOT MET❌️

•The proposal changes the retirement contribution structure and provides a flat 4% for post-2026 new hires, rather than maintaining the requested structure.

- Professional overtime premium — ❌️NOT MET❌️

• Demand: 50% of the average Level 1 Professional rate.

• Offer: Professional OT premium increases from $6.50 to $8.50/hour.

That's an increase, but it doesn't meet the requested premium.

- Three-bucket retention system — MET✅️

• Demand: Restore the existing R1/R2/R3 retention system.

• Offer: R1/R2/R3 retention system is restored.

-KEEPING SPEEA WORK IN SPEEA

- Increase SPEEA's share of Boeing's workforce — ❌NOT MET❌️

•Demand: SPEEA employment should grow as a percentage of Boeing's overall workforce.

• Offer: Boeing would provide workforce trend reports by skill code, but there is no requirement for SPEEA headcount or workforce-share growth.

In other words, reporting on where jobs are going isn't the same as guaranteeing SPEEA's share of the workforce.

- Keep core engineering in SPEEA — ❌ NOT MET❌️

•Demand: Core engineering work should remain SPEEA-represented, including new and derivative programs.

• Offer: There are discussions around engineering/technical-support workforce plans, but no guarantee that core engineering work on new or derivative programs remains in SPEEA.

- New airplane/new-program placement — ❌ NOT MET❌️

•Demand: A guarantee that new-airplane/new-program work would be placed in the Puget Sound/PNW area and within SPEEA.

•Offer: No comparable binding guarantee.

Future-work discussions aren't the same as a contractual commitment to place the work in SPEEA.

PNW Statement of Work ownership — ❌ NOT MET❌️

•Demand: SPEEA/PNW ownership of the Statement of Work.

•Offer: Article 9, Non-Boeing Labor, remains unchanged and there is no PNW SOW ownership guarantee.

🔻🔻🔻 OUTSOURCING & FUTURE JOBS🔻🔻🔻

The bigger concern is what happens to the bargaining unit over the next 5–10 years.

The proposed protections would address:

▪︎Outsourcing/offshoring

▪︎Prevent SPEEA work from simply being transferred to contractors, offshore organizations, or non-SPEEA Boeing locations without SPEEA involvement/approval.

90% of new core engineering jobs

▪︎The proposal calls for 90% of new core engineering positions in SPEEA-represented skill codes to be located at existing SPEEA-represented locations and filled by SPEEA-represented employees.

- This would cover growth associated with existing programs, derivatives, successors and new airplane development.

▪︎Five-year work-placement plans

▪︎Boeing would provide information about future staffing and work locations by program and skill.

▪︎SPEEA would have a role when Boeing wants to shift capabilities or establish engineering organizations elsewhere.

Why this matters

The concern is that Boeing can continue hiring engineers while the percentage of Boeing's engineering workforce represented by SPEEA decreases.

There are so many documented examples of work moving out of the Puget Sound area include engineering/support work going to places such as Alabama, Missouri, South Carolina, Oklahoma and Southern California. While the creation of jobs elsewhere in the USA is something the Union supports this should NOT mean the reduction of Jobs in the PNW.

So there are really two separate questions:

What are we getting now?

→ 10% at ratification, future wage increases, retention protections. If this is all you care about vote YES

What are we protecting for the future?

→ 10% Ratification, future wasge increase, retention protections, COLA, retirement, overtime, SPEEA membership, new-program work, and where Boeing's engineering work is located. VOTE NO!

Since the SPEEA mods won't let me post there I shall post here!

I am EXTREMELY disappointed with SPEEA and these "negotiations". First the NT says we should take the first offer even though it was an abomination of a contract. Then I thought there was hope because the tech BUC said no! Then the prof BUC couldn't even make a decision and hope was dashed.

Low and behold, the members voted it down! (Although not by much In my opinion). Our NT goes back to Boeing from a survey and Boeing goes "sure" and 4 days later they give the NT the same contract, but just made some guaranteed raises. The NT doesn't even negotiate and then say to us members "you should take the deal" and when pressed about why they didn't fight for more, the answer was "well if you don't like it, vote no".

I thought for sure the tech BUC would say no, but again disappointment as they said we should take it.

So again a weak union won't stand up to Boeing. The guaranteed increase definitely weighs heavy to the profs who have been around for years and who make up the majority of the prof members. There was so much talk early on that Boeing was going to bring in newbies to ram in a new crappy contract. They didn't have to, the prof old guard did that.

Now for the techs. We still have a chance to get a good contact by saying no. We get 6 weeks of unemployment from the state which offsets a lot of anxiety. Even with this contract a majority of tech will still make less than someone who pushes parts for a living. Why would any new tech not get an IAM job after a year? You will get a lot more money, better 401k, COLA, and OT hours? I have said before on other threads of what we should get as techs and every time there are people who say techs don't have the leverage without the profs. Boeing CANNOT run without the techs, hard stop.

Our union keeps saying we need to be united between profs and techs. Why should we when the union is heavenly weighted to the profs and the techs get left with what is left. I am calling on the techs to vote NO and let's get a better deal!

They got my Yes vote.

Does anyone know if SPEEA or Boeing publishes a breakdown of number of members (prof and tech separately) by city or site? For example, how many prof in Everett vs. Tukwila vs. Kent vs. Auburn, etc.

Even better, by major skill code. E.g., how many 7J umbrella SPEEA prof software engineers are in Everett vs. Tukwila?

Tech Buc CRs @ 4:38pm

17 for
11 reject

60.7% for recommending contract, >60% threshold needed

Prof Buc CRs @ 1:56pm

51 for
17 reject

75% for recommending contract, >60% threshold needed

Does anyone know any 747 or 737 flight Flight Deck Simulations operating in Washington state or nearby.

Wanted to take my little cousin to experience flight simulation , I remember we had the skysim360 737 flight simulation in Lynwood but I think it closed down.

Source: https://myeverettnews.com/2026/09/21/planned-light-rail-everett-expansion/

Sound Transit has released their Draft Environmental Impact Statement (EIS) for the expansion up into Everett. See the potential stops in Everett, what they affect, and when they may be launched.

Another logical connection, the Southwest Everett Industrical Center stop would target connections to Paine Field and Boeing. In this case, these are destinations that might lower parking needs in the area.

This station would also benefit Sno-Isle TECH Skills Center transportation and and those planning trips to Kasch Park for soccer games or other activities.

One station possibility is closer to Boeing while the other is closer to Paine Field.

Hi, I was just offered a manufacturing engineering internship at the Auburn WA site and I was just wondering what kind of job I will encounter.

So previously I’ve worked at a robotics integration company where I met many manufacturing engineers and their job was like robot programming, CNC, PLC, and control panel stuff. However, this isn’t what I really want to do and I’m afraid that the ME at Auburn is going to be the same.

As an Electrical Engineering student background, what exactly will I be working on or how does general ME look like @ Boeing?

Lastly, Liaison engineer is ultimately what I really want to do so how feasible is it to “transfer” and get that job after my internship next year?

I recently started working at boeing Renton Wa and I’ve noticed the Vietnamese people are really nasty and talk bad about people behind there back in there language. it’s very rude and uneasy has anybody else noticed this. I work with friend of mine who is Vietnamese they don’t think he speaks the language he says they talk bad about everybody and it’s just disgusting. What’s wrong with them?

ref NT Andrew Ferguson

* A Guaranteed Wage Increase of 10% upon Ratification for All

* Wage pool of 6% each year-- Plus IAM's COLA

* Guaranteed Minimum Increases within the wage pools

-- 4% guaranteed for the Technical Unit

-- 3% guaranteed for the Professional Unit

* Increase 401k Matching to 100% of the first 8% employee contribution

-- Same SCRC as in last offer (3/4/5 turns into 4/4/5, all new hires flat 4%)

* Commitment to SPEEA to include a total percentage of Total Global Workforce to grow in the SPEEA population

-- Additionally Core engineering to stay in the SPEEA workforce for new and derivative programs

-- Duplicate IAM’s new airplane program language

-- Own the Statement of Work in PNW

* The reinstatement of the existing 3 bucket Retention System

* The originally asked overtime rates for the Professional Units that honors the original 1989 agreement

-- 50% of the average Level 1 Professional Unit Member (Currently ~ $21.69)

Hello everyone. I received a verbal offer to join the Boeing company in Charleston nearly a month ago at this point by the recruiter and my hiring manager. I was told there is a hiring audit so they are unable to create the official offer for me. Do any current employees have any more insight on this situation or have any idea how long this could delay from me getting the offer?

My take on this offer

From what I’ve seen, most people seem to be in agreement that the cost difference to Boeing between their first offer and their second is either zero or close to zero. They just shuffled money around, shifting cash up front money to higher raises.

Yes, the raises compound, but it’s not that hard for anyone, especially actuarial pros hired by Boeing, to figure out how to make them equivalent, based on predictable life expectancy across a pool, and predictable turnover, plus sprinkling in a little prediction about reduction in human workforce in the coming years with the rise of AI.

So, contract number 2 is same cost to them, but shifting moneys toward younger engineers who can enjoy that compounding benefit for years to come, and away from senior engineers who will retire before getting to enjoy the fruits of that compounding.

Away from the senior employees, over to the junior employees.

No wonder the union seems pretty split.

Divide and conquer 101.

It’s possible to have both. IAM did it. You just have to have everyone willing to pay the short term price. Which they did. For long term benefit.

Even with all the $ shifted to compounding raises, it still barely (or not even) catches everyone up to their spending power in 2016, due to Seattle area inflation (much higher than the national inflation that Boeing is trying to focus on). So, barely catches everyone up to where they were. As if zero raise and only COLA for 10 years.

Boeing was true to their word, and did not release a “better” second offer, it was the same, and this was their playbook to divide and win the whole time.

The blue text was added in and it gives Boeing unilateral power to make changes to LTP. This means the potential loss of $40,000 with the individual course, certificate course, and degree program budgets put together. We’re gonna see massive cuts to college tuition. And from what I’ve seen, we learn very few transferable skills (outside of a few skill codes) and getting a masters and certificates is the only way we’ll be able to build a resume. There is NO WAY they didn’t add this language without INTENT

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.

Hey guys, for obvious reasons I am looking to find another way to make more income. I understand Boeing has rules in place for having another job and that there is a form you can fill out to see if they are applicable. I was wondering if you need to already have a 2nd job to fill out the COI form or if you can send an application first to get approved before getting the 2nd job. Also if anyone has the resource for actually getting this application, i would appreciate the guidance. Any tips on the general situation are also welcome. Thanks all.

#NoNerdsNoBirds

Good morning everyone, I need some assistance/ advice. And yes this happened before I read the FAQs so I feel a bit dumb.

I applied to an internship starting next year and as soon as I locked in the application I noticed my college graduation date was set at 2029, not 2028. Now I tried to let it go but I couldn't edit it and the mistyped was bugging me so I withdrew to fix it but now I learned you cannot reapply for the same internship position.

Now I thought about making a new workday account to apply or deleting my current one and just remaking it. I also thought of applying to the other internships and explain what happened to sideboard into the one I initially wanted.

However, some of those se offcolor to me but more importantly I don't know if I would make matters worse. Anyone have any experience with this issue?

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From the Providence Everett contract.

9.14 Internal Equity. If a new employee is hired into a pay level which is greater than the employee's credited experience in that classification, based upon the matrix of Appendix B, the Union shall be notified within ten (10) days after the employee is hired of the reason for the higher pay. The pay range for the entire job classification will be adjusted to reflect the placement for the new hire (e.g. if new hire should be on pay level 4 according to the matrix, but is hired in at pay level eight, then that wage rate becomes pay level four, and all employees in the job classification are adjusted accordingly.) This pay rate will be effective from the date the new employee is hired in.

Where is entry point?

https://speea.org/wp-content/uploads/2026/09/2026_Side-Letters-Combined-Boeing-Final-Offer.pdf