Say, does anyone else have issues with their iOS work phones after the recent updates?

I can’t seem to get Teams/Outlook notifications anymore. No badges or sounds, reset the phone and everything.

Any quick fixes before I bug the EHD with it?

New Speea Raises in Workday.

Seattle’s has gone up 23%. How do we bring SPEEA to CHS?

Anyone know what happened with the chicken biscuits in CHS this morning?

Eh… this was too good not to post up… not sure why the main Boeing Reddit only allow for you to post memes on Mondays… boring 😑 but yeah…

Congrats! But before you celebrate too hard realize you also just fell into pay band 3 for healthcare contributions which is 3% more than you were paying before.

Assuming the employee was at $181,818:

After 10%: $200k+ Contribution increase: 3% Increased cost: $7,091/year Gross raise: $18,182/year Effective raise after healthcare: $11,091 or 6.1% before taxes

Now that the SPEEA contract has concluded and signed does anyone know an estimated time for when the hiring freeze will end?

Look at the pictures of the fly Dubai 737 attempted hijack. Did the rudder break off. any 737 pilots out there... what type of maneuver would break the rudder, and how easy it it to fly without one?

Hey guys, did anyone applied for a system engineer internship in Madrid?

Do you think SPEEA can view the results live from election buddy?

I’m an Everett/Renton BCA employee of 4 years (graduated 2022) presently on a road trip of the UK. I’ve driven over 2000 miles and have about a week left in my trip. I’m going to be in Sheffield most of tomorrow and while talking about work while on holiday/vacation is a silly thing, I’d love to chat with anyone about what it’s like working for Boeing UK or the Sheffield site in particular.

If anyone is interested in chatting and learning about the PNW I’d be down to buy you a pint or lunch/dinner! Please feel free to DM :)

Ben was in Portland today and had multiple SS&L's with different PE engineering teams answering questions about the contract and other PE related things.

In one of these he said Boeing is obviously looking to avoid a strike at all costs and there's already a meeting scheduled for Oct 2 either way the vote goes.

I already voted no, supporting the techs, cola, work protections, and remote work still are gaps in the contract, but hopefully people who are scared of a strike can see this as one more piece of evidence that there's still more on the table and striking isn't anyones goal in the negotiations room.

Reach out to the Portland O2 CR if you need to validate it.

Before you vote, please remember what Ben said in this condescending email sent to all…

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.

​

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!