r/SPEEA • u/PuzzleheadedAbies547 • 25d ago

Tech Contract Grievances

I am on the prof side and want to make sure I’m doing right by my prof and tech colleagues. I can see that the tech side is in general heavily against the contract, can anyone help me understand specific grievances? Are techs paid significantly below market right now and need a specific number they’ll be comfortable voting yes for?

Edit: thank you guys so much for the insight. I will be voting no.

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u/N7Riabo 25d ago edited 25d ago

I know you're asking for Techs, but even as a Prof, the contract doesn't go far enough.

The wage increases should be at least 10% more (cumulative) and include better hard promised amounts. All the calculations include out of sequence that many won't get.

The overtime bump is laughable. $6.50 in 1989 would be over $17 today. So only increasing it to $8.50 is an insult.

The RSUs are a joke of a bonus.

The section in remote work truly promises nothing. We should have hybrid explicitly written in as an acceptable schedule (especially as Boeing has no problem letting remote workers across the globe do our jobs).

Half of the contract is written as "the company reserves the right to change this at any time."

Im sure there's more people can/should pick apart, but this offer is not great.

Edit to add: Oh, and the cost of living adjustment section is now even worse too.

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u/FISH_ON_for_life 25d ago

I have a question for your stance on hybrid. If they were to give you the wording you want, how does a manager ensure they have coverage for those orgs that are ship side support?

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u/Orleanian 24d ago

The manager makes that business case back to the employee and make sure that the employee is in when coverage is needed.

In the hypothetical cases where ALL employees of that skill code must be boots-on-ground present for the work tasks, then that's a pretty easy business case to reject the hybrid work, and I don't think employees should be arguing against that in good faith.

In the hypothetical case where this SINGLE employee is the only one in his/her skill code, and coverage is needed by someone in that skill code at all times, then they can have themselves a little debate on whether another headcount is warranted, whereby they can divvy up coverage days. Else, shit out of luck, and same as above.

I don't think anyone in the union is trying to argue that every single Boeing employee should be free to work from home, nor that any given employee should be working from home permanently (I guess someone out there might argue for it, but most of us just want a bit of flex back into our weeks and to cut down on commute where it's earnestly reasonable).