• Annual Deductible: The deductible will increase from $200 per individual to $225 and $600 per family to $675. Prescription drugs will no longer apply to the deductible.
  
  
• Maximum Out-Of-Pocket: No change in the maximum out-of-pocket amount, but prescription drugs will no longer apply to the maximum out-of-pocket.
  
  
• Prescription Drugs: At a retail pharmacy, the employee will only be required to pay his or her portion of the prescription cost. Minimum and maximum co-payments have been added for drugs filled at a retail pharmacy. See summaries for dollar amounts.
  
  
• Preventative Care:
  

• Routine pap tests, mammograms, prostate, and colonoscopies are covered at 100%, deductible does not apply.
  
  
• In addition to the four screenings, the plan covers preventative care up to $500. Amounts in excess of $500 are covered as any other illness. Covered services are limited to childhood and adult immunizations and vaccines as recommended by the U.S. Preventive Service Task Force guidelines.

The $1,000 outpatient therapy maximum per year and $30,000 inpatient therapy maximum will be eliminated.

The 130-visit annual limit for home health care will be eliminated. • The lifetime transplant and donor procurement maximums will be eliminated.

The $2,000 ambulance annual maximum will be eliminated.

Group Health:

• No changes

Mental Health Benefits:

• Number of mental health visits and dollar maximums eliminated.

Vision:

• Increase coverage for vision hardware (frames & contacts).

Dental Plans:

• The Preferred Dental Plan will cover an additional two cleanings per benefit year if periodontal disease is present.
  
  
• Examinations by a specialist will be covered up to three times in a six-month period (instead of the current twice in each one-year period).
  
  
• The Scheduled Dental Plan WILL NOT be eliminated.

Retiree Medical:

• No change in premium structure.
  
  
• The defi nition of covered dependents will be expanded to include eligible same-gender domestic partners and their eligible children..

Other Insurance:

• Basic Life Insurance, AD&D, and Short-Term Disability: The company will continue to pay the full cost.
  
  
• Long term disability: The company will provide an open enrollment period Jan. 1, 2010 (no evidence of insurability) for all employees during 2009. Uninsured Members Encouraged To Apply!
  

• Defined Benefi t Pension: Continue the BCERP pension for ALL SPEEA members:
  

• Starting Jan. 1, 2009, the retirement accrued benefi t will increase from $70 to $81.
  
  
• Starting Jan. 1, 2012, the retirement accrued benefi t will increase from $81 to $83..

• Increase the amount that employees may contribute from 20% to 25%.

• Payout for vacation beyond the two-year accumulation maximum – trial through December 2010 (in side letter).
  
  
• New hires and those who are rehired will have vacation credit of one half of their annual accrual. Normal vacation accrual will commence six months after start of employment.

• Clarify bereavement leave option for Leave with Pay (LWP) if other time-off balances are exhausted.
  
  
• Prof only - Clarify partial day absence for incidental medical reasons (use ETS code for Paid Time Off (PTO) ‘non-industrial illness’).
  
  
• Prof only – Clarify partial day absence for reasons other than those identifi ed in Article 6 (sick leave) (use ETS code for PTO ‘personal business’).
  
  
• Reinserted sick leave administrative language in the contract which had been previously deleted by the company.

• For scheduled travel greater than 20 hours, optional stopover or 10 hours between arrival and start of shift.
  
  
• Prof only - Employees who travel outside their normal shift may, with management approval, make a temporary modifi cation to their work schedule.
  
  
• Tech only - Ensure techs will get paid for travel time – up to the limit of the hours in their normal shift.

• Regular company holiday schedule – 12 holidays per year.

• Recognition: Keeps Utah in Prof contract.
  

• Training: Increases level of Ed Wells Partnership funding to 24.8 million for classes, conferences and other training for SPEEA-represented employees.
  
  
• Job families: Improves documentation of SPEEA job families covered in the contract including new job families.
  
  
• Investigations: Establishes maximum time an employee can be without pay while out of the workplace during investigations.
  
  
• Union Value: Provides a written statement by Boeing that union business and union offi cials are valued in the workplace.
  
  
• Safety shoes: Improves and simplifi es process for managers to authorize money toward the purchase of safety shoes.

• Provides for early involvement by affected employees in allowing input of concerns and recommendations when considering decisions to outsource bargaining unit work.
  
  
• Commitment by company to adhere to international labor standards as expressed in Boeing company policy in order to level the global playing field.

• Contractors, with rare exception, will not be placed in lead roles.
  
  
• Provides increased reporting on contractors - focusing on limiting numbers and length of time.

• Voluntary Layoff with benefi ts (up to 13 weeks of severance and medical/dental coverage).
  
  
• Wage increases for laid-off employees upon return to employment (automatically gain, at a minimum, all Guaranteed Wage Increases (GWI) that occurred during layoff).

• Improvements to provide more fairness in the Notice of Remedial Action (NORA) process for performance..