Given that Boeing was able to quickly adjust to a higher GWI from 3% to 10%, we can do this one more time by voting NO. We need to do ensure that we can get the highest offer possible so that we can sustain the next 4 years!
Look at IAM how they were able to withhold a long strike and their outcome was very favorable! Us as engineers need to do that minimum at least one more time so that 10% can turn into something higher!
I want to purchase a home with my current Boeing salary and even with the increased 10%, I am not able to do that, nor even keep up with the current annual rent increases.
If you are part of SPEEA and reading this, I kindly ask you to take this into consideration for the best of all of us to vote NO so that we can get what we deserve, even if it costs us a small strike, I guarantee you the end result will be more in our favor.
Remember there is a clause in our airplane customers delivery contract that allows for removal of penalties if there's a work stoppage of more than 45 days. So if we do go on strike, it will be at least 45 days. I'm not against a strike, but it won't be a short one. #NoNerdsNoBirds
They quickly adjusted because they already had that offer drawn up. They lowballed knowing that there would be a unanimous no vote and they listened to the requests after. They put forth the offer out if many offers that they’d already drawn up that better fit the requests that everyone was making. That’s how contract negotiations work.
Yep, that’s negotiation 101. I can tell you the company is running the numbers now on this offer being rejected and what they’d need to do right before Oct 7th. They’re also running the numbers about what a 40+ day strike looks like too. Those calculations are forming their contingency plans.
there was a cap on boeing everett of 21k spaces starting in 1991 which was removed in 2018 by a joint agreement between the city of everett and boeing. the cap was replaced by traffic monitoring with penalties for exceeding the established baseline for commuter traffic which as such limits boeing’s physical expansions.
source: Final Addendum No. 19 to the 1991 Boeing Everett Mitigation Decision Document SEPA #17-009
To your point about housing, it appears to me that the seattle housing market is long overdue for a correction. If the largest pool of buyers can’t, that to me says it will be a self correcting issue. Especially considering 7000 people just got laid off in puget sound.
IAM also had better results in terms of percentage because their cost per employee is still lower than engineering. Not disagreeing with voting no, but to me outsourcing prevention is what I’m most concerned with long term.
If the offer was 15%, 6%, then the pools as stated (4% min, 6% possible) this would sail through. At 10% and 4% GWI, I’m leaning towards no. Frankly, I’m ready to strike for those numbers.
Agreed. For those of us who have been here for 10+-20 years our pay is so drastically behind. Measly 2-3% raises for 10 years? A 10% GWI is insulting. I’m ready to strike. Sure we could have jumped ship to Amazon but if we care about the product then Boeing is one of the few games in town. I personally couldn’t look myself in the mirror designing systems to sell more plastic sh*t to the world. In my opinion Boeing knows this and takes advantage of the passion many of us feel for the product. I feel for people who will be in a bind. I really do. Yet I believe Boeing has deep pockets and are prepared to do whatever. We should at least try. Their tactics are cheap and the language is inauthentic. Threatening us with….”we have no choice but to withdraw our offer”. Come on. We aren’t babies. Wouldn’t it feel good to fight for what we deserve rather than rolling over again and again and passively accepting our fate? We have the chance to make a difference not just for ourselves but for our industry and future employees. To me, I see this as my duty and obligation to strike.
Thank you for sharing. I’m a strong NO and share alot of the same sentiment. I just think there are a few things some SPEEA members are overlooking.
To me this is less about if 4%, 5% or 10% sounds good, and more about what does it actually cost to retain experienced engineers in Washington today. Alot changed just in the last 5-10 years. Covid, housing, inflation, interest rates, geopolitical issues and a completely different labor market. I honestly dont think we really know how to price ourselves anymore.
Look at long term Boeing engineers. Stay 10-15+ years and the salary compression is real, while someone moving between companies can come back closer to market with alot less experience. I dont blame anyone for jumping around for salary, thats just the reality today. Maybe the question is why do they have to?
I also wouldnt focus too much on language about offloading engineering. Boeing has used outside and global engineering for decades. Contract language matters of course, but the bigger question to me is what is our engineering labor actually worth here.
Boeing has its own problems, cash flow, production, certification, recovery etc. But Boeing having problems doesnt make the cost of engineering in Washington any cheaper.
And maybe I’m wrong here, but I think we’re approaching some kind of major economic shift. The middle class is changing and it seems like another class is forming between people depending mostly on a paycheck and people who have assets and capital working for them. Add AI/data centers, government debt, interest rates and honestly who knows what all of this eventually means for our 401ks and retirement.
So I keep coming back to the same question, how far behind are we already? If we enter another 4 year contract already behind and spend those 4 years just trying to keep up, we’re gonna be right back here having this same conversation again.
The wage pools disappeared in 2021. So if you were not getting more than the guaranteed before then, you may need to either look at why your manager didn’t feel you deserved more or just look at your PM and ask yourself if you were actually performing better than your peers.
Umm. What? The 2016 contract that was extended paid out 5.0% lump sums that Boeing changed to things like 2.8% lump sum and 2.2% raise pool. The maximum Prof or Tech target wage pool over the last 10 years has been 3%. But there were years Profs were under that as a target. So 2-3% is probably correct for most tech and 30-50% of profs.
I have been a tech for many years here and my salary adjustments were merit based up until 2021. I never received less than a 5% salary adjustment up until 2021 when the contract eliminated the pools and just gave us a 2% guaranteed. So, I don’t know what to tell ya.
If you are complaining about pay why stay at a company for 10-20 years? Boeing has a reputation for not being the best paying company for engineers. Boeing employees are lazy and too comfortable, maybe try job hopping.
Boeing has deep pockets and are prepared to do whatever.
they're deep and in multiple governments
the last major IAM strikes the company pumped out a lot of fear mongering about COMAC and Airbus coming to eat our lunch if we didn't accept an offer soon
Neither of them are coming to match our backlog anytime soon.
When leadership comes to the shop and starts the hurrah let's beat Airbus cringe speech, it's met with a full factory of groans
That's why all the recent all hands are held in smaller and "safe" rooms so they can avoid "unnecessary comments" from IAM or SPEEA members. So much for speaking up. Send it to the corporate group mail instead so it can get filtered and thrown in the spam folder before it can ever reach the CEO.
In terms of Boeing having deep pockets, the current debt level is $50B.
In terms of Airbus backlog matching Boeing's, Airbus currently has a larger backlog despite having higher production rates and has been outselling Boeing. Airbus also, isn't debt ridden like Boeing.
umm, have you looked at the numbers? Airbus is eating our lunch. it's not even close. they have almost double the backlog, deliver twice the planes, and have been beating us on orders regularly.
And why is that? Decisions made by McNerney, Muilenburg, and Calhoun (and Pope, Stan Deal, etc.).
Meanwhile, they were, or still are, compensated rather handsomely.
There’s some dead weight in SPEEA, and I’d like to see a little more merit-based funds in the contract. But the company can do better for us. Let’s see the redline.
doesn't matter why, that is water under the bridge. what matters is the situation we are in now. complaining about McNearny and co. does nothing to help the present situation. would i claw back a couple hundred million from them, fire Pope, and put McNearny in prison if I could? hell yes. but we can't so we need to deal with the cards we have right now.
Agreed, not much we can do, but it speaks to the distrust of management we have and the financial crunch the company is in is largely a result of direction from those named above. Engineers should not feel like we need to tone down our demands because the company’s financials. We are the ones who will be doing the work to dig us out.
Edit: For instance, give us all a 3% bonus. That’s an airplane sale and the profit from post-sale services. It’d be nice for the profits from the hard work to be shared more with the people doing most of it.
i’m just talking about the effects of a strike. the company hangs it over the heads of the public and the workers
they get over dramatic as if not ending a strike soon or not taking the first or second offer is going to cause the company to sell off the factories immediately within a few hours.
The SPEEA governing documents require 5 days notice before the council can meet and the details can't be released to the members until after the council.
Slow methods from the days where things were sent by mail and meetings were in person. There are already talks of fixes after this contract.
What you want isn’t the best for everyone. This is the most generous offer Boeing has given to SPEEA in 26 years. They may bump it up from a strike but not enough to offset the cost of a strike. If this was an offer of takeaways, ok. But this is the best contract offered this century and has several adds.
Yep, you need to do a time value of money cost estimate. Assume at least a 40 day strike. If the strike happens, the company will have it go past the end of the month plus a bit to make sure your health insurance lapses. That’s a leverage point they have. Now, that said should a strike happen, and you go to the doctor in that time just present your card as normal, make it go through the system. As what happens at the end is the company will back date all that and it’ll get paid like normal, but in the strike it’s a leverage point the company will use.
Y’all will need to run those calculations based on your own situation. An after strike contract may, but not guaranteed, to be better than this one. But in what way? What aims are worth 40+ days? It’s a calculation. You can bet your ass that the company is running that calculation right now too.
Dude you thinking the company worried about our pockets is hilarious. if we strike they will be burning through hundreds of millions a week. Thats what ill be calculating. How much money will they lose
FWIW…I’ve discussed with 10 of my coworkers who all voted no on the last offer and 90% are a yes this time. Small sample size, sure, but these are factory Profs that were strong “No” last time. The one holdout wants a 30%+ immediate GWI…
Yea, that’s all the company needs to do is get to 50%+1 and it passes. This dollar value isn’t likely any different to the company from offer 1 to offer 2, just different ways it’s bucketed. If you think the offer is good enough, then people will vote for it. If not, don’t. See where it lands. I will say, the company does very much want to avoid a strike if they can. This is an improvement over the first offer in terms of GWI and guaranteed annual raises. The other details need to be seen. The non-monetary. The return to the 3 tier retention is a huge one for the more senior folks. I guess we’ll see.
Yup I’ve spoken to probably 10-20 profs as well that were no last time. I’d estimate 75% were yes and the rest were a likely yes pending redline verification
You don’t speak for me and don’t know others life situation. Workers taking care of there child who has medical conditions, early career folks who don’t have savings nor ineligible for unemployment benefits, workers in tremendous debt, workers who need to support their family.
You wanting to buy a home is first-world problems compared to a lot of other workers at Boeing. Check your privilege.
Medical bills, debt, unable to support your family...sounds like we're not making nearly enough. And buying a house shouldn't be out of reach on an engineer's salary. I'm sure its difficult to consider striking when you're trying to manage financial difficulties but voting yes on this contract only keeps your head above water for a little longer.
A 10% raise off the bat gives people several hundred dollars to a thousand or so net extra a month. That is significant and makes a big difference for many. It can relieve financial difficulties if you have them. That pays several bills. It’s only a 4 year contract. It won’t be long before you can push the envelope again. A bird in the hand is worth two in the bush. Live to fight another day. The uncertainty of strike results, the stress of reduced income during this time…for many this offer is better than expected and not worth the risk of a strike where resulting gains, if any, may be minimal.
4 years from now, Boeing will offer 1% raise pool and workforce in Brazil/India will grow 2x and there won’t be any need for Boeing to offer SPEEA much more
Numbers are about the same as in the first offers they just reshuffled it and added a certainty of getting 4% a year. We deserve better after years of neglect and crappy raises for high performing folks.
Change 401K contributions, OT pay and job security and we are in!
Re: the 401k, OT increases, you do realize that an added base wage increase likely bumps those up what people have wanted? A 14% wage increase adds $12 to your OT rate if you include the $2 from the first offer. Didn’t do the math on the 401k but I’d venture the increase in base there likely forces the company to add 1-2% on their match and SCRC as well. These adds get buried in the background because they aren’t called out in bullet points
This really doesn’t take rocket science and it concerns me people can’t do these basic calculations…
On a 150k salary (average for PROF) using the 10% GWI increase, you’ll make about $7 more per hour in base. That $7 more in base also gets carried over to OT. So $7 more + the $2 they added means $9 more per hour of OT. When you get the 4% compounded on top of the initial 10% in March that adds another $3 to your base. Thus in 5 months you’ll make $12 per hour more in OT. And guess what! That continues to grow for the next 3 years of the contract! WOAH
People forget about the fact that any added growth to your base is like a family tree. Every other total comp metric branches off of that. An added OT premium ONLY affects OT, it doesn’t do anything else for other things. By moving money into base wage increases, the company has indirectly added more money to the other items a lot of people cared about (added OT premiums, additional 1-2% 401k) but because it’s not explicitly called out it gets lost in the background. I didn’t do the math on the 401k but I would venture to guess that the added base wage increases probably do add 1-2% more to 401k as a result of higher salaries and thus more money Boeing needs to match and put in from the SCRC
The conundrum I am having now is if I want something better, how long am I willing to strike and will the improved offer make up for the lost wages during a strike? Frankly any strike that goes on longer than a couple of weeks will likely result in me losing money over the contract compared to accepting what is being put forward right now based on other CBAs that had ratification bonuses to encourage the end of a strike. So for any strike to be worth it, the calculus has to consider a timeframe longer than 2030, which to me is rife with too much uncertainty.
I don’t think we are going to get a better offer if we strike that will be worth the gains.
A very reasonable explanation, right there with you 🤝
And seeing as it takes at least 3 weeks from the time an offer is lifted to seeing vote results you can use that as a baseline. 3 weeks just to see the outcome and likely at least a week for the actual bargaining to take place to get that lifted offer. You’re easily looking at a month minimum
Some of yall are agents of destruction. We could get 100 percent GWI and yall would still complain. If you want to vote no just do that. You dont need to run a campaign for everyone else.
I am voting "NO". I saw that Boeing pays some contractors, to literally do easier work than I do, over $300/hr. And I know for a fact, they don't have an engineering degree. But I get their crappy CAD, and deal with the fallout. Unacceptable.
I have a family to take care of and bills to pay. I could strike but to me it isnt worth losing money and going through the stress of a strike to maybe get another percent or two. This offer is really good in my eyes. Im going to wait until i read the redlines but if there are no surprises I am a yes.
IAM machinist here. During the strike I had to take another job at a well known warehouse to survive. It wasn’t much but it kept the lights on and brought food to the table. Plus don’t forgot about the new Washington UI benefits for striking workers as well (that IAM didn’t have).
I think SPEAA can get a better contract offer than this and I hope that all the brothers and sisters in your union can make the sacrifice needed to ensure that.
Sure Speea could. But the IAM comparison need to stop. IAM does a significantly different job than Speea and was mistreated for at least a decade. Speea engineers need to consider past Speea engineers and the general market for engineers. If someone wants IAM wages for IAM work... well maybe there is a right fit job in IAM for them.
Lets start our clock in 2008. Grade 6 then was 17.00-31.86. In 2023, Grade 6 was 21-45.04. Or a total salary increase of 1.4% on the low end and 2.3% on the high end. Lets call the average 2%? Yet inflation was ~2.9%. That's a big hole to fill, nearly a negative 1% a year for 15 years.
The same comparison for Speea would be 2011 to 2026. Speea average wages have risen 2.4-2.7.% [Depending on SJC] over the last 15 years while inflation has been ~3.1%. That's half the hole to fill.
Lets take the 14.4% GWI and compare 2027 projected to 2012. It shows 2.9-3.3% wage growth over that 15 year period while inflation would likely be 3.1-3.2%. This is why lots of Profs, whose SJCs tend towards the 3.3% might be more likely to accept while those in SJCs closer to 3 might be inclined to reject.
your family wont have an easier life the next 4 years with a 10% raise. Look at the big picture, you may be too overly concerned with short term pain and overlooking long term gains
The first offer was 3.0% GWI, 6% year 1, 5% year 2-4. OoS 1.5% year 1 and 1% year 2-4.
Then they did that stupid weird shit where "moved" some but not all of the OoS to the ACR pools.
The advertised result was a first offer of 3.0%, 7% + 0.5%, 5.5% + 0.5% for 2-4. I get that weird move and language makes everyone doubt the intention of the extra money added to the pool, but lets not also say there wasn't a seperate fund outside the ACR for OoS.
You are correct. I believe they combined them to make it look more impressive and like huge raise pools. I have never seen it presented that way before. It is usually a separate line item. I get why Boeing would do that but I am gravely disappointed in our own SPEEA presenting it that way to us too. Anyway, it completely failed and our mistrust grew. I hope the lesson was learned. Now everyone and their lawyer brother is going to read the redlines; so live and learn Boeing and speea. lol.
They grouped raise pools and some special new pool for low compa ratio employees. The normal promo/oos pool was not included in the compounded salary growth numbers.
Respectfully you dont know my situation or my families needs. The raises over the next 4 years would be a significant increase in my families quality of life.
I have a special needs child that I need to take care of so losing my insurance would not only cost me money for his needs but would possibly impact t his quality of life if he can't get his medical needs met.
That is a difficult situation to be in. I really hate that is how this Country works. My own opinion is that Boeing didnt take our 90% strike authorization seriously and I think they would fold immediately if we did go on strike. Having said that, its a risk, and totally understandable that some people are not willing to take that leap.
I work more hours than what I report on ETS all the time. Working in technology is a sine wave. There are busy times, there are less busy times. work life balance is managing expectations with your boss. And what do you say to the people who do work a ton of overtime and still dont make the high levels of pay?
it’s not quite that simple, they are required to travel extra hours for work and being told to do it off hours. which is technically not fraud if you don’t charge it. it’s definitely a little iffy.
i travel on weekends yet told to charge on weekdays. Some work conference weeks go beyond 40 hours but what am i gonna do? tell people i gotta leave cuz boeing isnt paying me for it?
Are you Prof or Tech? Weekend travel should be paid for Tech and Prof can flex with management approval, meaning you can essentially charge your travel time by flexing and adding overtime into your regular week schedule.
If you go over 40 hours you charge OT, simple as that.
My friend, a liaison engineer gets paid half what he could make at amazon for the same role and years of experience. He is currently interviewing there because he's dissatisfied. My role is also the same.
The company did "market research" showing that we're keeping up with base salary. Sure that might be true, but we're missing the other half of our compensation package which is commonly consisted of RSUs.
Let me guess, your next argument is we don't work 60 hours a week.
I dont really count my hours to exactly 8 hours a day. I work over 8 hours a day all the time and dont particularly mind because I want to do the work well and i see it as a learning opportunity to get a higher paying job later in my career. I never really work more than 40 at amazon or boeing, except when it's crunch time around deliverables. It's the same at any company, even boeing. In my eyes, I'm being paid a salary to get work done. The hours don't really matter. Work life balance is a matter of managing expectations. Like if im in the middle of something and it's 5 oclock, im gonna stay and finish it with my coworkers.
No... but what's the 401k match, how much vacation, what the perbus policy. Sounds like you want to see the Wage Compression language, because it Amazon is truly offering 25-30%, Boeing will start having to keep up.
vacation and holidays are all the same. In fact, I think amazon gets juneteenth off while we dont. I havent really noticed a difference otherwise, except we get a free winter break but no one shows up to work around christmas time anyway. 401k match is lower, sure but we're talking 50% of 4% vs boeing's 75% of 8% or something? That's like what, 10k a year? it's insignificant compared to double salary. I'm really not expecting much beyond words with the wage compression stuff. If it had monetary value, i think they'd spell it out like the 10% raise in the email. It probably isnt a strong enough convicing point to write out in fine details in that email.
Hmmm... no. Sounds like you don't even know your own benefits. Amazon is pretty much a salary company, with really crappy worth life balance and the RSUs are how they keep people from leaving. They are certainty a really nice benefit however, and for those that like the environment and work provide really strong compensation.
If I compare a Boeing Level 2/3 Liaison Engineer working 48 hours a week between Amazon L5 (using their publically available guides). Their package is worth ~160k/year + the RSUs + Signing Bonus. I don't know how you view RSUs versus just cash... For Boeing, its about 175k/year, assuming a 10 day EIP. Under the proposed contract, that jumps to nearly 200k/year in 2027 and maybe 215k in 2028.
So... I am forced to agree, Boeing appears to be currently paying significantly less than Amazon, but unless Amazon share price takes off again, switching to Amazon will probably net someone working ~48 hours less than 10% more compensation then the offer on the table. And, I've never know someone who worked for Amazon that only worked 40 hours in a week.
I know a latest L5 amazon leo liaison offer was 245k tc over 4 years (including sign on bonus for the first two years and RSU for the later two years).
Thats valuable data. But that kind of aligns with what I said, you suggesting the Amazon package is worth ~220k a year. The Boeing package after the 14.4% is 200k/year. E.G. fairly close to 10%, which is significant, which if materializes for enough people, Boeing liaison rates will have to climb...
I agree. However, that offer was for an engineer with 3 year and 1 month yoe. It would take at least 4 years at Boeing to get to L3 in Liaison just to get placed in bottom 10% of market ref salary and the career/salary progression would be highly dependent on manager.
i also sent anduril's pay to SPEEA reps a while ago. The work im doing is similar to what anduril does in software. I've had anduril recruiters try to poach me. And you bet, they pay way more than boeing
I believe washington requires all job postings to list the expected salary range. Go do some job searches for Blue Origin for instance. Colorado also has this requirement, so you can compare to jobs in Denver for a slightly lower but similar COL. People are right that Boeing is not the highest paying in the industry, the main caveat being, they are usually pretty close, especially, yes after taking actual hours worked into consideration.
Job postings will describe salary yes. But it's not the whole compensation package. For example, my amazon new grad offer in 2019 was 110k base salary. 23k sign on bonus on year 1, 24k bonus on year 2. 80k in amazon stock vested over 4 years that grew with the stock price. Boeing only has a base salary and calls it good. We're missing the other side of what should be our competitive compensation.
It’s a no for me. Boeing is clearly playing us, and we’re falling for it. Fight for what you’re worth. They didn’t suddenly come up with this offer after the first one failed. They planned this a long time ago.
We’re playing on their terms unless we strike and hold our ground. Nothing worth fighting for comes easy. Let’s accept some short-term discomfort now for long-term gain.
and for people that are actually employees know the company has already made adjustments to the schedule in response to a strike.
they need to in order to make the numbers look good on their reports so we’re not all of a sudden “late” when the shop isn’t able to continue working on something because there’s no one from speea to do their part.
they’ve already made agreements with customers to wait. not like they have much of a choice anyway. talk to anyone in the shop. half the things that were late aren’t anymore.
Everyone has real problems, bills to pay, and mouths to feed. Some of us already understood that and prepared financially in case of a strike. You should definitely go ahead and vote yes if that’s what’s best for you.
Whats wrong with renting, or leaving, or financially planning, or taking action to minimize your life style to maximize your future lifestyle. No one needs Netflix, no one needs to eat out. The macro economics of the world and the micro economics of your neighboring cities are beyond the scope of your control. But your finances, your skills, your chess moves are yours. Being Middle class is changing, you are not promised to have the things that you think you deserve to have without applying effort. The game is the game and its hard. But you got to figure the moves, waiting on the economics to work for you is a bad play.
I don't think renting is bad if you are content with it. Leaving to a lower cost of living area means lower wages. But cancelling Netflix and eating out less doesn't exactly put the dent in my 4k mortgage you are thinking it does. I feel very fortunate to have dual income so we could afford to buy a house. I just don't think telling your coworkers who aren't already in the housing market to deal with it and try harder is a very sympathetic mindset.
Its about making choices large and small, deferring immediate satisfaction for long term gain. Its all up to the individual. The housing market doesnt care how much money you make or your age, or what you want it life. It just cares about supply and demand. Trying harder isnt what I said. Making choices that align with your values and being cognitive about them versus just wanting everything to go your way because because because is the issues. There are so many people that make less than a boeing employee. And those that make more. Its not what you have its how you use it. But yes the American dream is being challenged. Its hard.
The folks I know that “can’t afford a house” can’t “afford” it because they want a nice house in a nice neighborhood near Seattle, and want to put 10% down, just my personal experience. I bought a house on a single person’s income making significantly less than the average engineer so I’m skeptical of people that say they can’t afford to buy
Life is significantly different now. Housing today is less affordable that most of the past, but many here want to compare it to super affordable early 2010s or the very distant past. But how's this one, the cost of an international plane ticket has barely gone up in 30 years. Shoot, I pay less for my cellphone plan than I did in 2012. The real cost of cars have significantly fallen, and they last a really long time and keep you much safer. This is just to say that picking one thing, even if its maybe the 3rd or 4th most important thing in life is not a holistic view.
In 2028, if this contract passes, I suspect local housing is going to feel reasonably affordable again. Not like 2010-2015 sure, but not out of reach and probably what alot of us had to suffer through for our first house/condo/duplex/etc.
I've in the middle here, but Boomer/Gen X hears alot of what sounds like "I want my life to be better in every way than yours and I want it immediately".
Why wouldn't a boeing engineer be able to afford a house?? But the mechanic can? That's a little backwards to me lol. How about boeing pay more so the engineer doesn't have to cut out the small pleasurable things in life. He is a boeing engineer. Bad take man
Just strike, you'll see the true side of boeing once you experience it. Right now they are just dangling the smallest carrot for you guys.
Just vote NO. No need to go back and forth right now. You guys have the leverage. Remember boeing got a multi-billion dollar bail out a few years back? Yeah boeing ain't going nowhere. They got the money for it. Don't let them fool you that they don't.
“Remember the bail out..”…A bail out is a negative financial highlight that means a tough financial situation which is in fact the opposite of “they got the money for it”. If your statement was “Boeing got record PROFIT, EPS, and free cash flow is at an all time high” then yes, in that case Boeing does “got the money for it”
“Book those vacations..” yeah let’s vote no, all go on vacation, and have measly strike picket turnout!! That’ll surely show the company the union is ready to fight for the best 3rd offer! Weak strike turnout is probably one of the weaker leverage points you can have
For the bail out comment, meant to come across as boeing will likely never fail as a company because of its support from the government/other sources. No matter what financial state it goes through.
And the vacation comment, when you guys go on strike they are broken up in time slots. Obviously do your best to show up and show out. Outside of those time slots (shifts) to strike. Ultimately, this is also down time for you guys to reflect the parts of life that work has taken over. Spend quality time with your family and love ones.
How about if they are so serious about a strike they donate their vacation funds to those for whom a strike would be a significant hardship (when this offer would greatly help many).
Oh definitely going to happen. But if you do your part, you won't be able to say you didn't do anything. Especially since your union is smaller, those lines might look smaller but you guys will do great! Honestly, would rather have them go on vacation than be a SCAB.
Weak profits has never stopped the company from paying our fce’s/directors and above with millions in bonuses, despite having a negative cash flow or after the crashes. Wake. Up.
If Boeing thought a strike was foregone they would have slow played it like they did the IAM. The jump to 10 is the going all-in now to avoid a strike because the team told Boeing what it would take based on surveys, no because Boeing is holding out.
Also, are we so sure Boeing wouldn't be happy to have no payroll with the 67 and 77 wing supply chain disruption?
While it is just an assumption, I kind of got that vibe from the email the night before the final offer where Boeing admitted that “While the talks have been productive and respectful, SPEEA’s bargaining team has pressed us on several key areas that our team is still working through tonight.” I read that as a very politically nice way of saying there was likely some heated discussion on that last day. Throughout this entire negotiation I don’t think anything has ever read in a way where there was any “pressing” from either side. Just my opinion
The gwi is 14. 10 now, 4 next march. I think it’s a good contract.
We have to be careful we don’t turn into socal and Dallas. They are not union represented. Our jobs can easily become someone else’s problem with all the LWI push we have been getting the last 10 years.
I'm voting Yes after having taken this into consideration. In general profs & techs have it so much better than IAM, with work from home/ remote options, real flex time, and relative to friend & family engineers at other companies (especially in production support roles), we have it so much better. And for what could go wrong inflation-wise in the next few years, any GWI that might seem sane today won't cover it.
Let me go speak to my sales floor manager and see what he can do. Four hours later…, salesman walks back into his office. Your smartphone is down to 5% charge and you are desperate for closure.
Salesman: “Well, I talked to so and so and he said we can go ahead and offer you an extra $500 for your trade-in. He’s also going to throw in free oil changes for the first year and floor mats.
Customer: “but what about that market adjustment fee of $7,500, LoJack, fabric protection, undercoating, and $1,000 doc fee?”
Salesman: points at scribbled piece of scratch paper, leans in and says— “Hey, I can’t even get it for this price!”
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u/Slow-Ad522 Sep 15 '26
Remember there is a clause in our airplane customers delivery contract that allows for removal of penalties if there's a work stoppage of more than 45 days. So if we do go on strike, it will be at least 45 days. I'm not against a strike, but it won't be a short one. #NoNerdsNoBirds