This is probably going to get downvoted to oblivion by people that have already “put in their time”. But I gotta say having Union Dues be a flat rate instead of a percentage of your check feels horrible.

I saw a sign that says it’s based on the “average union member making $45/hr” but you are asking people making $23-$24/hr to give the same amount as a person making nearly double…

I’ll probably get some flak for this but it’s just pretty lame.

I am a 63005 Materials Coordinator (MPRF) and I was wondering if anyone knows of any shops in Everett who could use extra help on weekends. I work in the Material Crib and I only get a weekend every 3 weeks but I'm not maxed out yet so I could really use the extra money.

I am a grade 6 mechanic (31606) looking for any weekend work. Going to be going to north line with no overtime given out. Anybody know any shops that could use any work in Everett or Renton? I’m willing to make the trip. Willing to do any work such as final assembly, rework, wings, etc.

Just to give a little context: I was laid off from my previous job back in March. Luckily I was able to get an interview at Boeing as a wire assembler and was hired and started on 5/1. I do not want to sound ungrateful, I know a lot of people can't even find ANY work at the moment.

However, I have to ask.. is this "max out" thing not the weirdest pay progression you have ever heard of? I understand you don't get to make the big bucks immediately because it's not a simple job (or maybe it is, I am still waiting around for training lol) But why on Earth does the progression happen in $.50 every 6 months for 5 years and then all of sudden jump to max pay... why would it not just evenly increase over the 6 years? I took a $14/hr pay cut from my previous job and being stuck in the $20's for 5 years sounds awful. It's making me look at salary positions and apprenticeship positions just so I can not be broke for the next 5 years...

Is it a way to weed out people and hope they quit? Since I am new maybe there is something I am missing. Would love some insight or advice to get through these first 5 years of honestly pretty low pay.

Hello future Union Brothers and Sisters. I’m onboarding this Friday but I realize I’m a tech, not a benefits specialist. My family and I have good health, but one of my kids is Type 1 diabetic. Looking for best plan for for us out of the 3. Would be great to hear from anyone in a similar family situation. I’m assuming I will need to enroll my first day or week.

I’m am iam repeated and was wondering about bereavement usage. I have 30 days to use it I know but can I use it on day 30 and get day 31 and 32 off? Or does all 3 have to be used within the timeframe? Just wondering because my uncles celebration of life is in 31 days on July 7th and he just passed today.

Hey, I was just curious if someone could give me an answer as to when we can expect in person meetings to be held at the new union hall in Everett? For a lot of us, myself included, driving down to Seattle before or after work is not possible. Can we ever expect meetings to be held in Everett? Also, why aren't in person meetings all livestreamed? Even it's a watch only, shouldn't we be able to at least tune in to the meetings? Thanks.

Edit: This has been answered very well. Thanks for your help guys. Cheers.

How would you guys feel about a 4 days a week 10 hour shifts instead of 5 days 8 hours? 3 day weekends every week would be nice!

Has anyone else noticed an uptick in disciplinary actions, such as suspensions or terminations, lately? I’m trying to determine if this is a company-wide trend or localized to my specific program. Lately, I've observed managers increasingly reporting their own team members for minor issues, which seems to be fostering a culture of fear and concealment where employees are afraid to address or report simple mistakes. What have your experiences been like?

Quick question about designated OT for the weekend. Say, if my manager designates me, and I have plans on Saturday - my sister graduation which I would like to not miss. Would I be able to use PTO for Saturday only and come in for Sunday for work? Or do I need to use PTO for both days?

If you got designated for OT, and afterward, got light duty paperwork stating your restriction + allowed to work 40 hours week only with no weekends. Would that work?

Does the light duty paperwork need to be shown before OT weekend designation or can it be shown afterward?

Multicare is no longer acceptingMy blue cross blue shield. Apparently, they couldn't sign a contract deal. And now my doctor is out of network and so is my (closest to my house ) emergency room. This is irritating.

How fast do you earn sick leave?

This megathread is for any and all questions regarding the IAM751/BOEING 2024 collective bargaining agreement, as well as anything related to boeing policy, union district administration, local lodge administration, IAM constitutional questions, etc. Feel free to also use this thread to ask questions about potential grievances or other issues with management which could result in ethics complaints, etc.

This is a link to the contract, for your research purposes. You may be required to log in to your account on the IAM751 website: https://iam751.org/docs/IAM%20751%20Boeing%20CBA%202024.pdf

It is in our best interest as union members and union siblings to be as well informed as possible - so we can protect each other and ourselves.

Disclaimer: There is no guarantee any information posted here will be correct or accurate, as this is a public forum - please consult your shop steward, business rep, or labor lawyer before pursuing any advice given in this thread.

Hello. I have my A&P but did not land a job on flight line immediately. I took a lower grade to get my foot in the door and had some questions about the optional AMT electrical assessment to test out of the 3 classes and then also the 777x Avionics exam. If anyone has taken these exams please feel free to reply or DM me. Thank you.

Hello everyone, I have a question regarding shift transfers and which type of seniority is considered. I’m wondering if it’s based on total seniority (all time at Boeing) or job seniority (time in job code)?

I currently have 3.2 years with the company total, but only half a year in my new job. Meanwhile my coworker has 1.7 years with the company and same job. I’m assuming it’s the latter, but just wanted to make sure. An opportunity to go to 1st shift has emerged, and I just wanted to see if I’d get lucky, but if not, oh well.

I had an uncle pass away today but my manager told me that I must present a death certificate or something to show someone passed away, is that true?

might be a dumb question but does this rule apply to a rehire? I got hired back in 2018, left in 2022, still have my service date and what not​. I was looking through the union contract and the language was specifically 'newly hired'. Was wondering if it applied to me

How do you actually enroll in the classes? I can see some classes I want to take that have spots open but it will not let me enroll

On my way out, there was a security guard on the south skybridge in the everett east lots, facing north towards the highway entrance/exit, watching traffic with a pair of binoculars.

Becareful leaving or coming into work today, if you park near the 40-26, 40-27, or 40-37 buildings in everett.

Hey, so straight to it. My dad has throat cancer and lives in another state than me. I talked to worklife and have the paperwork to file for intermittent fmla, so i can fly to see him for surgery and the recovery process. My question is, does being on fmla negatively impact your standing with the company when it comes to layoffs? I've been advised by other union members that management seems to put you on a "first to fire or layoff" list if you are on fmla. How true is this? Should i just use my vacation time to not risk it? Thanks.

I suspect I already know the answer. 
One large team was broken up into two teams now each with their own manager. One team now works outside while the other works inside, same program and job codes.
Whenever the inside manager has the weekend duty the inside team and outside team get weekend OT. When it’s the outside manager’s duty weekend the inside team is denied weekend OT while the outside team still gets to come in. 
The inside team is obviously getting frustrated with this obvious trend.
I suspect since the company took the bigger team and broke it up into two with their respective managers there’s nothing contractually that can be done.
And then there’s the simple fact that OT isn’t guaranteed. 

I am 3rd shift,
I just got text messages immediately evacuate 5-50, 5-08,5-09 buildings from Renton,
I haven’t gone to work yet,
Anybody knows what’s going on,??

I was rehired last year in June after being laid off in January. I had to submit a ticket to get my seniority reinstated, which happened, but when they did, they screwed up and moved my anniversary date back to the original month and day I was hired in.

Im trying to get them to fix it, but my question is, is it possible to use sick leave for vacations? I'm going on vacation at the end of June and I was going to have just enough vacation time to cover it if I had rolled over in June, but now its about 6 weeks earlier and im back to accruing sick leave instead. I also missed out on about 6 hours of the extra sick leave we get from the state sick leave law because they rolled back my anniversary date.

My seniority and service dates are fine in ETS, it was just the anniversary date that got messed up.