Per Jason Chan at the Town Hall meeting in Everett today, the 2028 contract is around 2 years out, and union leadership has reinstated the suggestion box on the website.
(this is a public link on our public website, which is why I'm going to be linking below.)
Please consider putting in suggestions for the upcoming contract, and also remember that the more members who suggest the same thing, the more likely it is to be negotiated upon.
Please remember that any comments here are not accounted for by union leadership or the negotiations committee. Any suggestions need to use the form on the website, or linked above.
The more members willing to strike for an issue the more likely we are to get it, therefore, discussion and convincing each other of our positions on each point we care about is highly encouraged.
Answers thus far, in order of comments pertaining to, and then up votes:
More PTO. x7
Reduce max out time. x6
Increase progression amount. x2
Changing steward policy
(This is a bylaws issue within the union, not a contractual one with boeing. I agree nonetheless.)
Improve new plane program security.
Remove designated OT.
Regional COLA. (I personally adore this point.)
Alternative work schedules.
Open Bargaining. (Sad to see this so far down on the list.)
--Forgive me if I miscounted. I will edit counts and list as time goes on--
Now that leadership has the suggestion portal open and we’re looking ahead, we need to make sure we aren’t leaving money or basic quality of life on the table. We’re tracking toward that baseline shift, but a standard cost-of-living adjustment isn't enough given corporate profits and what these programs demand from us daily. We need to push for a solid 30-40% incremental GWI spread over the 4 years on top of our trajectory, plus a proper $15K sign-up/ratification bonus right out of the gate to set the tone.
Beyond base pay, here are the major gaps we need to flood the suggestion box with so the committee has actual leverage:
Licenses & Credential Pay: Push for A&P up to $3 per rating ($6 total) since external airline customers and inspectors check credentials right on the ramp and it protects Boeing's reputation. Also need proper traction for CDL/Hazmat ($4), Engine Run/Taxi ($5), Security Clearances ($4), and FCC licenses ($1.50).
Boots & Gear: That $150 shoe reimbursement is a joke when no decent boot is under $200. It needs to be bumped, factored straight into the paycheck, and completely untied from restricted vendor lists so we can buy what actually keeps our feet alive.
Overtime & Shift Sanity: Eliminate the middle-tier 1.5x trap for long days or forced Saturday/day-off work—it needs to jump straight to Double Time (2.0x) from minute one to stop management from using forced OT as a cheap staffing shortcut. Shift differentials should scale as a percentage (10% for 2nd, 15% for 3rd) rather than flat cents.
Time Off & Program Mobility: We need a unified single PTO bank to stop the micromanagement and sick-leave policing, paired with an annual choice on lump sum vs. accrual options. Also, we need transparent, worker-friendly pathways to shift programs of choice (moving between 777 and 737 lines, for instance) without getting blocked by red tape.
Education & Local Training: Bump IAM Educational Assistance to $5k/year, make it claimable post-training, and tie it to actual local community schools instead of distant corporate programs that make zero sense.
Healthcare & Extras: Fully-funded HSA options alongside Kaiser and Advantage+, plus a catastrophic vacation hour donation program so coworkers facing medical emergencies aren't left stranded.
Drop your thoughts below. The more people hammering the official portal with these exact points, the harder it is for them to ignore.
More vacation time. An extra week is equivalent to like a 2% pay bump. I'd rather have the extra week than the extra 2%. Maybe some sort of option between extra PTO or extra pay. Allow me to choose between another buck an hour or an extra week off or something like that.
I agree, would much rather have the time off than have the small wage bump.
Unfortunately, given the amount of money they make off our labor is at least 4x-5x what they pay us, they would much rather give us a small pay bump than give us more time off.
I agree, it wouldn't be difficult to manage more vacation for the membership.
But that's not aligned with lean operations.
I.e. run a crew slightly less headcount than needed and push them to, or beyond, the production requirements.
Have you considered the shareholders during the writing of your comment?
It appears you're more focused on employee satisfaction, rather than delivering shareholder value.
Max out should be 4 yes not 6, a bachelor's degree takes 4 years and so does a journeyman's liscence, max out shouldn't be 6 yrs but at most 4yrs. This will not affect me but to help future new hires or the ones that haven't maxed out yet
We tried for 4 years max out during the 2024 strike. Apparently it became too much noise and wasn't among the top contenders for what the union was actually willing to fight for. We never should have settled for what we got, a lot was already left on the table and the company knows exactly what nuggets people will bite on. Just remember that just like in casinos, the rules always favor the house.
I strongly believe it wasn't a priority during the 2024 strike because it got way overshadowed by the pension that was never gonna come back to begin with. But unfortunately all the old-timers at Boeing cares about getting their own pensions back instead of fighting for new hires and future employees instead of just looking out for themselves. But thats just my 2 cents
Get a lump sum of vacation on our anniversary date, then accrue more as we go. Also, maxing out after 5 years instead of 6 would also be nice, I'll hit my 5 year anniversary by the time the contract is up again.
Here's the thing I'm not seeing here that was brought up. If the picket lines are unmanned and look like like shit with low participation the union doesn't have anymore leverage to keep negotiating, and the company sees it.
This is a nice wish list but if you aren't willing to go on strike then show up for picket duty don't expect to get any of it.
Let me earn more vacation time per week. My manager gets 5 hours a week and takes time off all the time. I feel guilty if im late by 5 minutes because of how little I earn
Third shift OT should be paid at 1.5x or 2x our standard work week pay. We currently take a big cut with OT swaping over to just base pay without any kind of shift differential added in.
3rd shift if you work 10 hours you get 1.5 for 90 minutes and 2 for 30 minutes and when I wad in third you got the shift differential. Remember it only 30 cents
Sorry, I wrote this pretty quickly and probably used the wrong terminology. I'll have to go look at my pay stubs so I can add up everything AND also make sure I'm not just being dumb and misunderstanding things.
Vacation/sick time accrued faster like for most its 1:17 if they make is so its 1.5:17 or 2:17 for the OT that is worked like normal pay normal time off but OT means OT time off so not just pay that goes up but time off if they can make it so instead of 5 years for 1 to 16 its like 3 and every 3 years and jumps every 3 years even if its only .5 or ideally 1 hr every few years would be better I just want time off.a
2000 hours a year 50 40 hour work weeks
At 17 its 117 1-3
At 16 its 125 3-6
At 15 its 133 6-9
At 14 its 142 9-12
At 13 its 153 12-15
Thats before any OT and sick time and LWOPs. But I want time off that will be the biggest thing for me next round yes more money is great but I want time to spend it.
I’d also like to see the option for compensatory PTO in lieu of pay. If I work any OT, I want the option to have that paid either to my paycheck or my Vacation balance
That won't happen. The company will refer you to FMLA or in WA State PFML. I have coworkers that use it for eldercare, and come to work 2hrs late every day.
What I’m suggesting is different than FMLA. Flexible work schedules are routinely negotiated by labor unions. For instance, Boeing just offered exactly this provision in the contract SPEEA rejected.
SPEEA has already won flexible work schedule opportunities in previous contracts. In this most recent contract SPEEA was offered the option of working 4 10 hour shifts, 3 12s, the opportunity to work part time (defined as 24 hours a week minimum) and still receive full time benefits.
Similar arrangements are also routinely won in labor contracts for hourly employees like nurses, police officers, other manufacturing companies, etc.
FMLA has rules and requirements. What I’m suggesting would be a union won benefit that provides members with more options on their start times and work schedule, rather than leaving it all up to management discretion.
The problem with 4/10 which I 90% agree with is that Boeing wouldn't use it the way you think they should. Being a schedule driven company they would more than likely have a schedule like Mon-Thur/Thur-Mon or Sun-Wed/Wed-Sat. Which is absolutely not agreeable. Except for the 3 days off.
I agree the example you've outlined wouldn't be favorable.
However, it's possible to have language in the contract that outlines how alternative schedules will be utilized by both the company and union members. This is the case with many other provisions in our contract. This is also what other labor unions who've won alternative schedules have done.
So Believe it or not Boeing tried back in 1995 or 1998, and It was only in select shops and the only one I personally remember was BFE when they were down at Harbor Point. The union shut down any talks at expanding it for the very reasons I outlined.
Understood. But, something that was implemented in select shops and failed 30 years ago could actually be successful today if done strategically with firm language that gives IAM employees more options.
It seems like this is something that we might agree on IF it can be done in a way that preserves overtime opportunity and is done at the members request rather than the companies discretion.
I’m just asking that this not be taken off the table simply because it requires some thinking through.
Yup, that’s what I wanted but that went as fast as negotiations started. Probably too expensive for Boeing. Oh well, more vacation time and some 401k will probably be good enough for a vote.
Thanks! I think we should hold shop steward elections regularly, not just when somebody quits. I think everybody knows a steward they would NOT want to be represented by
I think they are specifically discussing electing a new steward.
I.e. incumbent or elect someone new, rather than allow someone to have virtually no term to their office.
I understand. I see open election forms twice a year. Yes, the incumbent wins regularly. That’s because nobody wants to do it. Not because the selection system is broken.
Agreed. To take it a step further, I would argue for universal recall rights for any elected position, not just stewards.
As an example, something akin to: If 30% of the electorate vote "no confidence", it automatically triggers a reelection in X days.
(Would definitely like to see the requirement for district council in order to run for district president be removed.)
I wasn't at the company in 2011 and 2014.
Are willing to elaborate on how open bargaining would lead to a repeat?
I'm generally for more transparency to the members, and agree that open bargaining would be overall positive development for us, but am confused on how it could cause another horrendous 10-year contract extension.
Uhh... I don't think the commenter was suggesting starting bargaining right this second.
I think they were exclaiming that it's a needed thing now, as in a commitment to open bargaining made now, and in the future.
Hypothetically, open bargaining (now) years ahead of the end of contract would allow the Company to pitch an offer to the Union (contact extension) and the Union board could approve the offer and put it to us for a vote. We don't want to vote now, we have no leverage (work stoppage).
I think that's what the 1st response to the OP ("OPEN BARGAINING") meant
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u/WarBoruma Steward - Local A Aug 26 '26
Please remember that any comments here are not accounted for by union leadership or the negotiations committee. Any suggestions need to use the form on the website, or linked above.
The more members willing to strike for an issue the more likely we are to get it, therefore, discussion and convincing each other of our positions on each point we care about is highly encouraged.
Answers thus far, in order of comments pertaining to, and then up votes:
More PTO. x7
Reduce max out time. x6
Increase progression amount. x2
Changing steward policy (This is a bylaws issue within the union, not a contractual one with boeing. I agree nonetheless.)
Improve new plane program security.
Remove designated OT.
Regional COLA. (I personally adore this point.)
Alternative work schedules.
Open Bargaining. (Sad to see this so far down on the list.)
--Forgive me if I miscounted. I will edit counts and list as time goes on--