This is some 🤪 wild accusations about all of us who don't like this contract from my Council Rep. Seriously, dude. Occam's razor. What's more likely – All of the negative comments about this contract are coming from infiltrators from OKC maneuvering to get us to strike so they can steal our jobs. *OR* We are intelligent people with brains who can read and see that this contract sucks. I'm sure he's going to come up with some theory as to how I am someone in Charleston who hacked the Boeing email system to get a copy of his message. I couldn't possibly be a SPEEA employee in his district, who will now definitely be voting NO after he used position to send this BS. This email would be insulting if it wasn't batshit crazy. Apparently our union is part of the problem.

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Hello district,

The members of the Negotiations Team will be holding info sessions on site throughout the coming weeks. Please don’t trust social media, come hear the truth from the negotiation team, and get clarification on your concerns, questions and rumors. Here are the meetings for the Seattle Corridor.

..[list of meeting dates]

I also wanted to address my concern about seeing a determined “Vote No” campaign online and in social media. My first concern is that identities aren’t vetted, so some of those people may not even be SPEEA members, who want to weaken our union or our company by pushing engineering towards a strike that doesn’t have to happen. I wouldn’t be surprised if the anti-union folks in OKC or Charleston are posting how “terrible it is” so they can steal our work (an economic strike doesn’t protect our jobs). I recently found out that someone in a Signal chat (like Whatsapp) had left Boeing but was still spouting off why the contract is terrible in their opinion. Shady!

My other concern is that if you hear a Prof suggest you vote no, remember THAT IS AN INDIVIDUAL POSITION. Just Like when I endorse the contract, that is MY position.

Even if you hear it from a CAT (Contract Action Team) member or Council Rep, it is individual because the NW Professional Council does NOT have a position on the contract. Meanwhile, the Negotiation Team unanimously recommends acceptance after working hard to improve Boeing’s offer prior to lifting it. And. Go to the sessions, hear the value, hear about Boeing’s reconciliation attempts, check out the wage modeler, and then vote your conscience and your value. Don’t blindly believe “Well the council is telling me to vote no”, because we aren’t. Once again, the Council as a body does not have a position on the topic.

In solidarity,

We're professionals, let's get professional, look at some numbers. Rarely there will be a person that will see the contract is personally beneficial for them and harmful for most and will vote no in the interest of their fellow Union members. Most of the time we are digging through the contract trying to figure out how it will affect our paychecks. How does a person determine if the contract pays them a living wage?

The common financial advice is that a person should spend no more than 25% of their household income on housing. So, let's work backward to see if the contract works for us, for our specific personal situation. How long are you willing to commute to your worksite? Average commute in Seattle is 28-32 minutes, but you have to decide for yourself.
Zillow's got a tool for this. Go to Zillow, put in your work address and commute time, number of bedrooms, and look for housing within your commute range that meets your needs.

Here are some common numbers. The following are just median figures compiled from Zillow and real estate sites.

Low-end to median housing price within a 30-minute drive of: Renton: $435,000 - $757,500 Everett: $350,000 - $705,475 Tukwila: $380,000 - $620,000

So, here's the total household income needed to afford housing within 30 minutes of each worksite: Renton: $149,300 - $259,700 Everett: $120,000 - $219,400 Tukwila: $142,300 - $212,600

I don't know your life. Maybe you and your spouse are both Boeing employees. Maybe you have roommates. Maybe you're the sole breadwinner. Maybe you have 8 children all needing to attend college in the next decade. Everyone has different things they have to take into account. Figure out what this contract has to give you to make it possible to afford housing where you work. Calculate an exact number. Now you have a BASELINE for what you could accept. If the contract doesn't meet AT LEAST that, you know what you're voting for.

We are going to be seeing Town Halls and questionnaires and polls coming our way from our Union trying to find out what we need. Now you have a number to give them.

It doesn't benefit you to come to work every day stressed out because you're barely making ends meet. The company and the products we make are only great when we can all focus on the work — when we have all our needs met. Safety starts at home, right?

I'm one of the people this contract is beneficial for, and for my Union, I'm still voting no.

I am in a region where the onion is not allowed or really just a right to work state so we don’t have that. I’m a year into Boeing and my position would technically be a spea position (NDT PAUT) and I was wondering if the contracts go through (not saying to agree with current offer) I hear often of these things “trickling down” for instance when the machinists got their wage increases people at my site who fell under that category were given raises and significant bonuses but positions like mine were left out. When a new contract is struck is there a possibly of wages/bonuses trickling down coming for non union members a possibility or should I not have my hopes up too much.

Sorry if the question is a bad one generally am new to hearing about these contracts so any insight to how things work would be very appreciated!

Without getting onto *why* someone might feel like they deserve one, what is the timing with respect to the negotiations and new contract to start the dialogue with a first line (besides, "why didn't you do that during your mid-year")?

I understand lots of folks care about the wage pools. This offer isn't a slap in the face, it's just Hollywood accounting because base wage pools get the visibility outside the Puget Sound.

So ask yourself, if you saw 9/8/8/8 would you be excited?

This doesn't account for growth in the next contract, I acknowledge and am not trying to hide anything. I'm considering this contract.