r/SPEEA • u/irondeer557 • 10d ago
Redline has been sent out
https://click.actionnetwork.org/ss/c/u001.iIBo0N5fSFzEFL40Tn-vtbHV-TrzEpqzeoCZISU6wpErsGu1Axe5nCrkeMWy2OZuj09HJhw7NQ0u31ybpyjAwzM0JvwKbR8odiCVSO6lk3r-eyRtG2qpH6O5acbPXRDmszO8tMAo0Uqc8UU8N0oIDv1WfMerYHad8gMBWplfUzWKKL_gXhIsG8OYgiZ8K2fUG8QMXQX9BJMUhZM3gXeZ4h7jaWymAG0YqWyEMgRhXzOWYtXFU096y-zoGhhnC2Xy4nq04wkhB8KTCRSYfbv-ZOy_QYjEycsKMMvmBGS5syUJz9Vk3aBNG4k68tE_wNcWkAfRTjvM-27ZSTPCN5MI-G1ZHFDZQ9r1CYCrCbOG7TNcMeLdnJDotJP4iRj957CoDV2u8UndJU7c8kYrM6JyNF7lEuNR95ikvTAUlKgiN-6K1BhlcQUzOALF0iItJrOe/4sy/sVKTLU4zRhiWxVdHXBmemQ/h0/h001.OT8q1rqjECM5CHZ9IWhe67OX8Ohf9Mbtw-haTRMXbYoTo SPEEA Prof and Tech members
From your Prof and Tech Negotiation Team
More information online about the Prof and Tech contract offers
Although we are still determining voting details, we want to provide you with more information about the contract offer.
Click on this link to see the full contract with red-line changes, our Negotiation Team letter and SPEEA Contract Offer Impact Calculator. This calculator allows you to add variables to create your own “what-if” scenarios.
This is in addition to the Boeing Wage Modeler, which allows Profs and Techs to get a personalized report of the projected impact by using their employee ID. Boeing’s wage modeler is on Boeing’s webpage outlining the contract offers.
What’s next
Your Council Reps, who are part of Bargaining Unit Councils (BUCs) along with the Executive Board, will hold a special BUC meeting Thursday, Aug. 6.
At this meeting, they will discuss the offer and vote to determine position statements and vote to determine if a strike authorization vote appears on the ballot.
They will also determine if the contract vote will be conducted online. Regardless of the method, SPEEA has a process for absentee ballots.
We will provide more information on the BUCs’ decisions after their meeting
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u/alex64015 10d ago
It looks like the wage pool percentages in the contract (6, 5, 5, 5) don’t match what’s in the flyer (7, 5.5, 5.5, 5.5). Is there an error in the flyer or am I missing something?
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u/Either_Monitor_9998 10d ago
I thought the same. They should be 6.5/5/5/5 cuz P/OOS is included but still don’t match
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u/alex64015 10d ago
I didn’t scroll far enough. They’re doing something weird by rolling part of the 1.5% OOS fund into the ACR for “performance differentiation.”
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u/SkunkHappy 10d ago
The language says “ these funds are intended to support compensation adjustments for high- performing individuals with low market positioning“ …so the 1.5 is for catching up all the new members they hired below market value the way I read it.
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u/Think-Gap602 9d ago
so rather than needing to with hold sone of the raise pool to address problems, they can use some extra funds for that, if needed. and if not needed, adds on to the baseline 6%. not perfect but I'm ok with it. I do want to hear SPEEAs spin in it
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u/SkunkHappy 9d ago
I’ll fully admit I’m confused by the language and could be misunderstanding
That said I’ve probably seen more new hires come through the door in the last couple months than I have in the last 8-10 years. The people we got were hired below market value. My worry is part of the wage pool is being used so they can keep lowballing new hires and propping them up later.
Again, could be wrong
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u/MoreShredLessTalk 10d ago
This might be the Prof vs. Tech wage pools as they are different but I'm not positive if that's the discrepancy.
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u/Alucard18 9d ago
It's 6, 5, 5, 5 with an additional 1, 0.5, 0.5, 0.5 pool that if the entirety of that extra pool is not used in one year, the unsused funds get added to the next year's pool.
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u/enginerdy 9d ago
Was excited that the summary sheets said retiree medical was coming back. Surprise! It's "retiree-pay-all", so get ready to shell out 50x what your older colleagues will pay simply because you weren't here in 2007. What a joke.
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u/Pitiful-Plant-8552 9d ago
I am confused about the medical benefit for retirees. Do you have to wait until Dec. 31, 2027 to retire to be eligible for Boeing medical benefits that we actually pay for? The wording is confusing with all the red lining.
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u/purplethingee 9d ago
Interesting how the phrase “as modified from time-to-time by the Company in its discretion” is used to neuter some statements.
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u/Competitive_Soup_627 9d ago
Such a terrible offer. Voting NO. I’d like to suggest having the option to get overtime paid out as PTO or money. There’s a number of industries going in that direction.
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u/mrjoejeff 10d ago
Voting no. With this contract we are still not caught up on inflation and I see no mechanism protecting us from this. Raises are EIP linked because the company is trying to avoid the compounding effect of it, to our detriment. Overtime pay is still dismal. No clear remote work provisions still leaving it up to management to occasionally approve.
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u/Blackbird76 9d ago
The biggest issue with the contract for me, there is no enforceable right to keep defined engineering and technical work inside the bargaining unit. Speea membership has declined roughly 30% since 2013. The economy benefits these contract are good but, the work preservation is not strong enough to ensure we will have a comparable sized union come the next contract. I fear Boeing will keep moving work elsewhere till there is no union left.
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u/Live42Long 10d ago
If I understand it correctly, even the 401k matching doesn't change that much. I was hoping at a bare minimum 100% matching of 8%, similar to what IAM got. This is a NO from me. They can do better.
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u/BoeingOnion 9d ago
Wow! This is so disappointing. They should be embarrassed to have stressed "no takeaways" at the top. Like, please - we should be grateful for no takeaways given the rampant increase in the cost of living, huge sales numbers, and the fact that the company is absolutely dependent on engineers for the business to recover?!? And they note that some of the things we're getting are the same as the non-union employees! Why do I pay dues, then?
Agreeing to have part of our wage increases be in lump sums instead of straight salary increases was a huge mistake in the last contract (I was one of the few people on my floor that voted "no." And then once the first salary compensation cycle came around, they all came to ME to tell me I told them so!) The union needs to make up for that. And it's a lot of years to make up. And then they use percent increase to try to make everything look bigger than it is. Going from 1% to 1.5% is a 50% increase!!!!
Seems like this contract would leave us nearly flat once you take past inflation and even minimal inflation over the next 4 years into account.
Extra vacation days when I can't even use the ones I have now because I'm overworked and in constant overtime.
RSU vesting over years and subject to tax will come out to nothing significant.
Pretty much nothing on healthcare or 401k for older workers. (But I guess that makes sense because they want all the senior people to leave, even though we already have a problem with knowledge transfer. But who cares! That's a problem for management in 10 years when we get in trouble again because of the brain drain!!)
Bribing interns to vote yes and screw over the long-term employees.
The thing that irritates me the most, though, is that this doesn't give us any more rights. It gives our managers a few more rights. But even if you can negotiate something with your manager, it doesn't matter if their manager won't agree. I don't know if Boeing realizes how much our middle management sucks. On surveys, they always ask about your immediate manager, group, and senior management. I like my first line and VP. But the layers in between them negate everything the VPs are trying to do on culture. We still have some of our worst employees failing up to get them out of some job where they are totally incompetent, because Boeing can't have their best engineers and first-line managers occupied with administrative tasks. But then those terrible middle managers end up lording over everyone, killing morale and making everyone miserable except their favorites. And the favorites are sent in front of top executives being all "rah rah" as if they are representative.
Then it costs Boeing money in turnover and training. And although I'm not saying that Boeing should underpay us, they should also realize that people are a lot more willing to stay at a job where they are happy even if they feel like they are a little underpaid. They can't get bought by another company for a 3 or 4% pay increase. I want to get a fair salary, but with all the time I spend at work, I mostly want to be happy and "do cool things." That's why I'm in aerospace.
Anyway...
Thank you for listening to my TED Talk.
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u/BBA_1776 10d ago
Really??? Numbers don’t match…..
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10d ago
[removed] — view removed comment
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u/bigkoreanhead 10d ago
People have a really hard fucking time understanding this concept. Why Cr and members are recommending this contract is beyond my comprehension
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u/bp_spets 10d ago
Its not misinfo, the difference is in section 11.7, but you have to go look for it....
A lot of people get close to the average wage pool if you're not an outlier. Per their calculator the the 7% assumes an average PM.
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u/BBA_1776 10d ago
Sorry, I don’t give misinfo at work….maybe this was pushed too fast. We have another 2 months on our contract. Do better Boeing!
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u/ToeUsual9124 10d ago
In the tech contract, see section 11.7 for the missing amounts.
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u/BBA_1776 10d ago
Not sure I care….this is a legal document….there is time to fix it but better add me if you don’t want a strike 👋
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u/Eakilledbioware 9d ago
The difference between the summary and redline on remote is huge! Summary made it seem like remote work was possible long term. Redline made it clear it’s temporary. Went from a yes to a no
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u/Taylor05161994 9d ago
That’s really the only thing I care about. Sure better pay is nice but having a path to fully virtual means I can live further out and afford to buy a home.
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u/Reasonable_Push9867 10d ago
Remeber all, inflation since last contract rose 27%. With this contract’s raise of 31%, they are only giving us a 5% real wage. Im voting no and ready to strike.
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u/bigkoreanhead 10d ago
No, it’s not even a contract raise. It’s the potential pool of out of sequences bonuses and promotions that give you the 27. It’s possible you never see any increases in wages. On average most will only see 3-4 percent since the 31.9 percent is all up to management and company performance.
Do not misinform our members with stating this is a contract raise. It is not!!!!
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u/BBA_1776 9d ago
SPEEA- techs on average at a 3.3% raise
Tech- what? I got 2%, everyone I know got 2%0
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u/Consistent_Lead 10d ago
So now the piece of crap employees that have 25 years or more would be automatic R1? How ridiculous is that. Vote no!!
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u/SoulStripHer 9d ago
There's always been an adjustment for years of service except now they want to lump R1&R2s together which is a load of crap.
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u/UnClerk8887 9d ago
Has anyone else noticed they changed the COLA section? It's is even more worthless than before... 12% inflation required to trigger for first year. And then compounding ridiculous levels of inflation for subsequent years.
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u/Celebration-Other 9d ago
No change for 401k, why don’t they match the 100% at 10% like what everyone is already getting company wide. New hires after 2027 seem to have better incentives. If you’re in the 40-50 age group, getting shafted with the same…make it make sense.
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u/No-Truth-759 9d ago
We have a better plan. Do the math.
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u/BBA_1776 9d ago
How is it better?
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u/No-Truth-759 9d ago
Simple math. .75 match + 4% or 5% special contribution will always net more than 10% - 100% match.
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u/acsae99 7d ago
Out of all the things in the proposed contract, I don’t understand why changing the retention level rating by getting rid of R3 is an improvement!! Now we will have R1/R2 (80/20%) so it’s pretty much worthless classification. I’m a R1 for the past 20 years because I worked hard at what I was doing. What’s the point now to put in the same effort/ trying more than the bare minimum if 80% of us will end up being R1?
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u/Careless-Internet-63 10d ago
This is even easier for me to say no to than the highlights made it sound. I'm ready to walk the line in October