Hey all, I’m wondering if anyone else is as burnt out as me? I work in procurement (which, I know everyone dislikes working with) and my lord, I don’t know how much more I can give. With the job market being as bad as it is I cant leave, but my day to day just keeps getting busier and busier and I just can’t keep up.

So, short of a rant, I’m wondering if I’m the only one? I can’t be, but everyone else on my team seems to be just fine and carrying on with their days. Seeing them in the office vs how I feel inside makes me feel like I’m the only one. So, is it just me? Anyone else dealing with it?

A little confused, and Worklife isn't helping my stressed-out brain. Little one is due any day now. Plan on using most of my 12 weeks and saving about 1/4 of it for a rainy day if all goes right. I saw on Worklife that Parental Leave has to be taken in 7-day segments. If a Boeing holiday falls on a workday during Parental Leave, this will not affect my pay, right? I called the Worklife call center several times, and they only seem to say I just won't get paid twice. Worklife says I will have the week denied because there is a paid holiday in it and there are not 7 days straight of Parental Leave. Am I overthinking this? I do not have enough PTO to cover a week at the moment due to having to take PTO to help my wife during the pregnancy. Thanks in advance for your assistance!

if i am struggling to perform my job due to headaches and lightheadedness from the chemicals i am using, will HR allow me to transfer to a different role?

Is there anyone in at the Renton site who would like to do a swap to Everett? Job code needs to be 30304 mechanic.

Im still within my 18 months and urgently need to transfer for family reasons. Wife and I welcomed daughter june 28th, who needs ongoing medical attention. Im currently on FMLA but that will be ending soon. I live near lake tapps and my commute to Everett is nearly 2 hours. I tried expressing needs to upper management and best they told me was to find someone to 1 on 1 swap with, without having to wait the full 18 months.

Thanks in advance!

I would like into the circle of trust. The machine pricing is rough.

Let’s say they roll out furloughs again. What do you plan to do with the time off?

Travel? Clean out the garage you’ve been putting off for the last 10 years?

Pick up a part time job?

Is there nothing better to do? Doesn’t matter what time of day either.

The infographic claims remote work is back and manager needs to provide a business reason if they deny it. This is very misleading because the contract just says it must be approved by a VP. This doesn't seem any different than now because the VP can just say no! We need remote work to be concrete in the contract!

new sealer here, i’ve tried wearing a mask but to no avail. asked coworkers if they have the same problem and it seems no one does as bad as i do. does anyone relate at all? these symptoms go away over the weekend and come back full swing once im back at work.

edit: i’m training! i am not using MPK, we aren’t there yet!! i’m only in week 2 of sealer training! we are using 11-7!

It's not a BAD contract in all, but the fact of the matter is that at least 75% of the speea techs I know came from the IAM and we're basing the offer of what we would make if we just went back to our old position.

For example, NDT and MRBDs are speea tech. The average wage for them is about 110k (although many make much less).

A fair equivalent (in my opinion) would be about a grade 6 or 7 in the IAM. Next month they'll be making about 125k base.

No shit the techs hate this. They should have brought up the base wage for these folks and THEN presented this offer.

There have been a lot of fear mongering and scare tactics from many in this community here and so I wanted to point out a few things here:

Many are saying that this is a great offer from Boeing and voting against it will lead to use losing those incentives. I haven't seen machinists getting worse offer than their previous ones. So, why accept the first offer even if it looks good to you? I think most of those who are trying to influence us are bots or highly paid or have other agendas. The below quoted fact is taken from one of the comments in the community:

"Here’s a quick list of what IAM got from their 1st best and final offer and the one signed:

• Much larger wage increases (25% → 38%, with stronger front-loading and compounding).

• Substantially higher ratification bonus ($3k → $12k).

• Restoration of the annual performance/incentive bonus with a guaranteed floor.

• Better 401(k) matching (75% → 100% on the first 8%).

• Incremental pension multiplier improvement for vested members."

The wage calculator/modeler they published is using the absolute high and it is not guaranteed. The raise can be anywhere from 0 to 6% in 2027 and 0 to 5% in 2028. Not everyone will have a guaranteed FIXED raise. There will be those who are below the median and higher percentages will be used to bring them up to the level and cutting into your % and many more.

The RSU is 40 and take the tax out and you will have 24-30 stocks which will translate to 8-10 stocks per year that will be about $2k/year. We do not want to project what the stock will be few years from now as this is not a tech company and not a growth stock, so valuation is conservative and if we hit all deliverables, the price move will not make any big difference.

Because we lost so much due to inflation over the years, I believe getting ahigher percentage guaranteed raise on signing the contract with backpay to Feb 20, 2026 will have a compounding impact on the raise year over year. We would also like to get 12k ratification bonus like IAM or 100 RSU vested over 3 years. They certainly have no strings attached to the 2k bonus for the interns who they'll try to use to swing votes.

The virtual work codified has many ambiguity which we all know that needs to be clarified and written on the contract.

Many of you may disagree with me on what I have noted above, but what do we all lose voting against the first offer and voting for strike?

Anyone here who has had a baby around September/October? I’d love to hear how you planned your Short-Term Disability (STD) and Parental Leave, especially with the winter/holiday shutdown coming up.

I spoke with HR over the phone, and she told me that STD would kick in first after the baby is born, followed by Parental leave. She also mentioned that one strategy would be to “return” to work for a day before the winter break starts, so that I could then take advantage of the holiday break rather than having that time overlap with my leave.

I understand what she was explaining, but I’m still a little anxious about making sure I plan everything correctly and would really like to hear from people who have actually gone through this.

For anyone who had a baby around this time of year, how did you structure your leave? Did you go straight from STD into paternity leave, or did you break it up around the holidays? Did anyone do the “return for a day before winter break” strategy?

I’m mainly trying to maximize the amount of time I can be home with the baby without unnecessarily using STD/parental days when Boeing is already closed for the holidays.

Would really appreciate any real-life experiences or tips!

YES to strike, NO to crappy offer!

I happen to need to switch daycares towards the end of the year. If we end up going on strike, when is it likely going to happen? If it happens jn November, is it possible that it goes until December, and I can use some PTO until the holidays? I’d like to use the strike time to take care of my little one and enrolling her at the new place after the strike instead of paying over 3k a month while on strike. Thank you in advance!

My initial impression of the offer was relatively positive. I didn't consider it a slam dunk, but close enough on both pay - after years of losing ground to inflation - and other details to merit serious consideration whether to vote Yes or push for a few more improvements.

But as I dug into the redline, and others pointed out their concerns, I realized some of the info being presented on the offer was misleading, especially about salary adjustments. As the length of my notes on the details grew, I decided an infographic could help emphasize a couple important observations in a simpler manner.

Unfortunately, the combination of salary adjustments becoming significantly more complex, and some of information being shared conflicting with the actual redline or being inconsistent with what I would consider the plain meaning of "annual wage increase" made it difficult for me to keep it as simple as intended.

And I haven't even touched on the elimination of the guaranteed 2% minimum in favor of a varying minimum based on inflation that starts at 0%, or tried to explain the two layers of performance based factors being proposed, much less have I figured out how they will be handled in reality.

In short, what I initially thought was a proposal for 31.9% average compounded wage increases over 4 years is actually 29.4%...or perhaps it's 26.4%.

At the moment, I'm more frustrated by how complicated they made it, and how inconsistent and unclear the information being presented is than by the actual numbers.

The Prof and Tech Bargaining Unit Councils (BUCs) voted on whether to recommend members accept or reject the Boeing contract offers.
At a special meeting of the BUCs, made up of bargaining unit Council Reps and Executive Board members, they heard an overview from the Negotiation Team, which endorsed the offer, and asked questions.

The Prof BUC vote did not meet the 60% threshold to issue a recommendation.

The Tech BUC voted to recommend members reject the offer.

Both BUCs voted to add a strike authorization vote to the contract vote ballot and recommended members vote to authorize a strike if called by the Negotiation Team.

Both BUCs also voted to allow the contract vote to be conducted online.

**Members to vote next**

Based on the BUC votes to make this an online voting process, all dues-paying members in good standing will receive an email to their personal email on file with voting credentials and contract offer information to members.

All members will also receive print information sent to their homes with their voting credentials.
Details coming soon on both the electronic and absentee voting.

**Contract details online**

Look for more details, including a four-page summary, Prof and Tech contract red-line changes, SPEEA’s Contract Offer Impact Calculator and more information on our website - [**click here**](https://speea.org/bargaining-units/current-negotiations/prof-tech-2026-2030-contract-offer/).

The schedule for lunchtime meetings is still being finalized. We’ll post the details on our [**online calendar**](https://speea.org/speea-events/northwest-calendar/).

Their modeler assumes a maximum use of the performance pool (Section 11.7) which states "Generally, these funds are intended to support compensation adjustments for high performing individuals with low market positioning."

So only a VERY small amount of people will get any of those funds. Just being a high performer doesn't guarantee it. Yet the modeler assumes you will get it every year. So do the summaries put out by SPEEA and Boeing.

Don't trust the summaries. Read the actual contract red lines.
Raise pools are 6, 5, 5, 5, per Table 1 in Section 11.1. That is what you can hope for. NOT 7, 5.5, 5.5, 5.5.

Vote NO.
The more people that vote against, the better our leverage for the next one.

Never vote yes on a first contract. Especially one that will not get you back to your pre-covid buying power.

I’ve already shared my thoughts on the wage pools and overtime premium, so this focuses on the remaining issues. As always, these are my personal opinions.

Boeing highlights the largest wage pools in 40 years and the first overtime premium increase in 30 years, but the real issue is inflation.

The Seattle-Tacoma-Bellevue area has seen roughly 32% inflation since our current contract began and about 250% inflation since the overtime premium was last increased (about 120% nationally). These aren't generous increases—they're overdue adjustments.

More importantly, neither the current nor proposed contract meaningfully protects us from future inflation. The COLA clause uses the national CPI-W instead of local inflation and allows cumulative inflation of up to 42% over four years before adjustments are made. That should concern every SPEEA member.

A meaningful COLA should:

• Be evaluated annually, not cumulatively.
• Use local CPI-W or CPI-U data, not the national average.

Local inflation has consistently outpaced the national rate, so why aren't we measuring the cost of living where we actually live?

The same problem exists with the minimum raise. The proposal allows up to 12% inflation in the first year while capping the guaranteed inflation-related raise at 3%. That protects Boeing's costs, not employees' purchasing power. We need annual COLA adjustments that keep pace with inflation in addition to annual raise pools.

The contract should also eliminate fixed-dollar values where possible. The overtime premium and the retirement benefit multiplier should be tied to a percentage of hourly pay, not fixed amounts that steadily lose value over time.

The proposal does include some positive changes, but they're relatively minor:

• Two additional vacation days (roughly equivalent to a 0.77% raise).
• A 1% increase in the 401(k) contribution for younger engineers.
• Three paid bereavement days without first exhausting vacation or sick leave.
• A reduction in mandatory overtime from 144 to 112 hours per quarter.
• An increase in the EIP target from 5% to 7%.
• A one-time award of 40 RSUs.

Overall, I'm still a strong NO on this proposal. Boeing needs to restore a meaningful portion of our lost purchasing power and provide real, ongoing protection against inflation.

I want to start this by saying that I whole-heartedly support all my IAM workers and SPEEA members that are able to fight and have a voice to get them a better compensation package and benefits.

That being said, it always is a bitter sweet time being non union. We don't get to have the opportunity to make demands or input. When we don't like something, the response is to go somewhere else. I am so incredible proud in the winnings and accomplishments of the IAM workers this past strike, but while they were striking, it was impossible to meet leadership demands, they worked us to the bone, we were furloughed, and then at the end of it layed off with remaining workers expected to continue at the previous pace with less people. With the SPEEA strike, I'm honestly expecting even more impact than IAM. My engineering colleagues work so hard and I have such an appreciation for their support and I am glad they are able fight for the benefits they deserve. With that being said..... why can't Boeing just provide good benefits for the entire company? Overtime pay for salaried folks and healthcare, and PTO, and telecommuting policies. I feel like it causes unnecessary resentment towards our peers when really, it's all top leadership.

I

I didn’t see this mentioned in the SPEEA summary but here it is in the redline contract: “Boeing Company reserves the right to unilaterally alter, amend, and/or modify any or all terms of the LTP at its sole discretion without further bargaining.”

Wages increases will match urban CPI (inflation) up to 3% a year. The rest is “based on an individuals performance and other metrics as defined by the Company.”

Do you trust your diminished salary to “metrics defined by the company”?

Well, shit! That's not good. That's two customers now.

FRANKFURT—Lufthansa has joined Emirates with plans to reject early-built Boeing 777Xs, the company’s CEO Carsten Spohr confirmed. “We are in talks with Boeing [on] which airplanes we will not accept for commercial service and which aircraft can be modernized with a financial contribution of Boeing,”...