SPEEA technical members vote to ACCEPT Boeing’s offer for a new four-year contract
Boeing Commerical President and CEO, Ray Conner concludes SPEEA Tech negotiations.
March 18, 2013 Techs approve contract offer; SPEEA negotiations conclude
Tonight, technical workers represented by SPEEA approved Boeing's contract offer, bringing to a close negotiations that formally began almost a year ago. In February, SPEEA-represented engineers approved the same offer which is now in place until October 2016.
We're pleased to have settled a contract that rewards SPEEA-represented employees for their contributions to the company's success while maintaining a superior package of retirement and health care benefits. The contract also establishes a new retirement savings plan for future new hires. The plan is market-leading among our peer companies in the aerospace industry and promotes our competitiveness going forward.
The votes by technical workers and engineers in recent weeks will allow us to come together and focus on the challenges and opportunities we face this year. We're moving forward with an excellent team in place.
Ray
According to SPEEA report, dated, March 18th, 2013, Technical Unit members have approved a new four-year contract with The Boeing Company.
Votes tallied Monday (March 18) at SPEEA headquarters, show Technical workers approved the contract offer by a vote of 4,244 to accept and 654 to reject in addition there are 2 abstain.
The new contract extends salary pools of 5 percent annually for the duration of the contract. New contract defines the contribution retirement plan for
new hires on or after March 1, 2013 accordingly, for the best and final offer from Boeing. Current employees will
continue in the BCERP retirement plan.
Under this offer, both Profs and Techs would see salary pools of 5 percent annually for the duration of the contract.
SPEEA and Boeing started negotiations since April, 2012. Technical workers have been without a contract since Nov. 25. While engineers and technical workers negotiating at the same time, the contracts are separate and independent agreements. SPEEA North West Technical Unit accepted the contract from Boeing's Final-Best -Final offer for 4 years contract 2013 to 2016.
Boeing is the world's leading aerospace company and the largest manufacturer of commercial jetliners and military aircraft combined. Additionally, Boeing designs and manufactures rotorcraft, electronic and defense systems, missiles, satellites, launch vehicles and advanced information and communication systems. As a major service provider to NASA, Boeing is the prime contractor for the International Space Station. The company also provides numerous military and commercial airline support services. Boeing provides products and support services to customers in 150 countries and is one of the largest U.S. exporters in terms of sales.
Sources: Boeing, SPEEA Catch4all.com, Sandra Englund, March 18, 2013,
Boeing Release Date: March 7, 2013
Re-vote begins for SPEEA technical workers
Boeing technical workers represented by SPEEA will soon receive ballots in the mail for a vote on the company's best-and-final contract offer. SPEEA has said it is sending ballots by March 7, and they are due back to be counted March 18.
Boeing and SPEEA met Feb. 27. Boeing said it would leave its best-and-final offer on the table for about 7,500 Technical Unit members, and SPEEA decided to put that offer up for a re-vote. The SPEEA bargaining unit committee representing Techs decided March 1 to make no recommendation on how employees should vote.
We urge employees to take charge of their future and approve the contract. It is time for all of us to come together and focus on the challenges facing the company. You can visit the negotiations website for full contract details, where you'll also find the Pay & Benefits Estimator.
Boeing Negotiations Team:
- Julie-Ellen Acosta, vice president, Human Resources, Commercial Airplanes - Conrad Ball, Functional Engineering director, Boeing Military Aircraft - Mark Burgess, chief engineer, Engineering, Operations & Technology - Mike Delaney, vice president, Engineering, Commercial Airplanes - Gene Woloshyn, vice president, Employee Relations, Boeing - Todd Zarfos, vice president, Engineering - Commercial Aviation Services, senior chief engineer of Support
---------------------
As you can see via Boeing SPEEA Negotiation website, Pay and Benefit estimator is available which provided tutorials with Instructions (PDF) and Estimator demonstration (Power Point).
The estimator will work for both Profs and Techs (you will be asked to indicate your classification). The estimator does not collect or store any information. You will open a “clean copy” each time you run it. NOTE: You will need to enable macros for the Estimator to work properly. The tutorial contains examples of how to do that in various versions of Excel.
SPEEA Tech will be voting again which the Ballot packages, with a letter from the SPEEA Negotiation Team and instructions, are scheduled for mailing by Thursday, March 7, and ballots will be due Monday, March 18. The ballot vote will be asking that accept or reject the contract from Boeing's Final-Best -Final offer. Meanwhile, Boeing sent out the lay off notices for 100s of the Boeing employees a few days ago.
Under this offer, both Profs and Techs would see salary pools of 5 percent annually for the duration of the contract.
Meanwhile, it is linked to the SPEEA Negotiation, however, on March 8th, 2013, Boeing announced it is consolidating flight training capabilities in North America – including 787 flight and maintenance training – at the Boeing Flight Services training campus in Miami.
The majority of the Seattle Flight Services team will not be affected, but some employees will be impacted by the planned consolidation, Carbary said. "Our training team is the best in the industry. We value the contributions they bring to Boeing every day, and the competitive advantage they bring to our customers around the world."
Boeing is plan to locate 787 training in Miami was announced in 2008 as part of Boeing's strategy to better serve the training requirements of airlines by locating training closer to where they do business. See more detail.
According to Puget Sound Business Journal, March 8th, 2013, The simulator complex, located next to Boeing Commercial Airplanes headquarters in Renton, will lose about 75 positions out of the current 500.
Some of the workers are members of Society of Professional Engineering Employees in Aerospace (SPEEA), and a notice of the move was up on the SPEEA website. The move was announced to workers Friday. The Miami positions will be non-union, Condelles said.
Also Boeing sent out the lay off notices for 100s of the Boeing employees on February 27th, 2013.
Even so, It will be wise, if SPEEA tech will concentrating to keeping job remaining in Washington state and not making complication WHICH SHOULD BE (NO STRIKE). for the Boeing's BEST AND FINAL OFFER. Sometimes, deeper straragies comes when there is complication comes and hope SPEEA Tech is not making worse cases. ESPECIALLY The Boeing has battery crises to solve together. It will be wise, THINK GREEN.
Sources: Boeing, SPEEA, Puget Sound Business Journal Catch4all.com, Sandra Englund, March 9, 2013,
Boeing and SPEEA Negotiation Update
SPEEA Tech will be voting again which the Ballot packages, with a letter from the SPEEA Negotiation Team and instructions, are scheduled for mailing by Thursday, March 7, and ballots will be due Monday, March 18. The ballot vote will be asking that accept or reject the contract from Boeing's Final-Best -Final offer. Meanwhile, Boeing sent out the lay off notices for 100s of the Boeing employees a few days ago.
Under this offer, both Profs and Techs would see salary pools of 5 percent annually for the duration of the contract.
On January 17, 2013, The Boeing Company submitted the attached proposal as its best and final offer in these
negotiations for a new collective bargaining agreement. In addition to incorporating all
of the tentative agreements reached by the parties during the course of the negotiations,
the company’s best and final offer adopts the approach suggested by SPEEA of
extending the terms of the 2008-2012 collective bargaining agreements for professional
and technical bargaining units as they apply to current employees for another four
years which was Date-related items have been updated.
The Boeing Company cover letter shows that As requested by SPEEA, the Company also agrees to continue no contribution side
letter (dated December 8, 2008), the LOU related to Boeing VIP Loan repayment
(dated June 4, 2009), the LOU related to financial advisory services (dated December
16, 2010), and the LOU related to the merger of the FSP (dated May 31, 2011)for the
duration of the new contract.
Consistent with what we have said throughout the negotiations, it is critical to the long
term health of the business that we change to a defined contribution retirement plan for
new hires on or after March 1, 2013. Accordingly, our best and final offer includes the
defined contribution retirement plan for new hires only. Current employees will
continue in the BCERP retirement plan.
After the meetings after meetings, finally, Professional Engineers Speeas and Technical Speeas had vote. Votes tallied Tuesday, February 19th, 2013 which was closed at 5:00 PM pacific time by the Society of Professional Engineering Employees in Aerospace (SPEEA), IFPTE Local 2001, show engineers in the Professional unit accepted Boeing’s latest offer for a new four-year contract 6,483 to Accept and 5,514 to Reject. Boeing Best-and-Final Contract Offer to SPEEA Contract vote resulted in: Split decision by
Grand total contract accepted by 9,351 and Grand Total rejected by 8,717.
Letter of Boeing Commercial President, and CEO, Raymond Conner, dated February 7, 2013, shows that the Boeing believes that the company made an offer that recognizes the tremendous contributions and skills that the engineers and technical employees bring to BCA, BDS, EO&T and SSG.
The SPEEA negotiating team asked Boeing to extend the terms of the current contract another four years which was communicated and clarified a few points based on some of the questions and concerns raised by the SPEEAs with the Following:
There are no changes to your pension plan in this offer, and Boeing cannot make changes in the future unless ratified by members in a contract - it's that simple.
This offer guarantees a 5 percent salary pool for each year of the contract. Boeing executives, non-union and other union-represented employees have a 3 percent salary pool.
In the prior contract, SPEEA-represented employees paid 10 percent of their medical costs. This is unchanged in our final offer. Boeing executives and all non-union employees pay 20 percent of the costs.
The next contract vote will be the third for the 7,500 members in the SPEEA Technical Unit.
SPEEA Tech will be voting again which the Ballot packages will be mailed by Thursday, March 7, and ballots due by Monday, March 18.the ballot vote will be asking that accept or reject the contract from Boeing's Final-Best -Final offer which was resulted and made split decision by Grand total contract accepted by 9,351 and Grand Total rejected by 8,717 on February 19th, 2013.
Yet calls for the Strike which was complicated situation and the resulted in Boeing's Best-and-Final Contract Offer Split decision SPEEA Technical Unit rejected the company’s offer by 335 more count on reject.
Technical workers granted strike authorization by a vote of 3,903 Do strike authorization to 2,165 Do Not. Technical group accepted 2,868 and rejected3,203. Even so, Grand total contract accepted by 9,351and Accepted Grand Total was 634 votes more than rejected grand total numbers. Many are saying that is not making sense to vote again. It will make sense if we can consentrating and helping Boeing to successduring so many crisis going for 787 Dreamliner battery crisis. The company success is when each individualthink green while the company needs more help than ever puting together back. Better think green which the company is giving more than what the market value is......making worse cases will be unwise..... as the Boeing SPEEA Techs are highly intelligent and understanding the current situation.
The Boeing remains with no changes although Boeing sent out the lay off notices for 100s of the Boeing employees on February 27th, 2013.
Sources: Boeing, SPEEA
catch4all.com, Sandra Englund, March 2, 2013,
Release Date: 2/27/2013
Boeing and SPEEA negotiations update
Boeing and SPEEA met with federal mediators today to discuss next steps on the company's best-and-final contract offer to technical employees. Professional engineers approved their contract last week, but techs rejected their contract and authorized a strike.
The terms of the company's best-and-final offer remain unchanged.
We believe that it's time for all of us to come together as one team and focus on the challenges facing the company.
Boeing Negotiations Team:
- Julie-Ellen Acosta, vice president, Human Resources, Commercial Airplanes
- Conrad Ball, Functional Engineering director, Boeing Military Aircraft
- Mark Burgess, chief engineer, Engineering, Operations & Technology
- Mike Delaney, vice president, Engineering, Commercial Airplanes
- Gene Woloshyn, vice president, Employee Relations, Boeing
- Todd Zarfos, vice president, Engineering - Commercial Aviation Services, senior chief engineer of Support
----------------------
On January 17th, 2013, Boeing gave SPEEA its best-and-final contract offer, agreeing to the union's approach to extend the terms of the previous contract for current employees. With the exception of proposals explicitly agreed upon by both parties, the provisions of the current agreement will roll forward as they apply to current employees. This four year contract would allow all of us to focus our time and energy on the immediate challenges facing the company.
Under this offer, both Profs and Techs would see salary pools of 5 percent annually for the duration of the contract. The average Prof would see $84,071 in additional pay and performance-based incentive payments (EIP) over the life of the agreement. The average Tech would see $64,515 in additional pay and incentive payments
Members in the Professional Unit accepted the company’s second offer on Feb. 19, 2013 The next contract vote will be the third for the 7,500 members in the SPEEA Technical Unit with the following benefits has been upgraded as the Boeing's best-and-final contract offer to technical employees on January 17th, 2013 which the Boeing remains with no changes:
On January 17, 2013, The Boeing Company submitted the attached proposal as its best and final offer in these
negotiations for a new collective bargaining agreement. In addition to incorporating all
of the tentative agreements reached by the parties during the course of the negotiations,
the company’s best and final offer adopts the approach suggested by SPEEA of
extending the terms of the 2008-2012 collective bargaining agreements for professional
and technical bargaining units as they apply to current employees for another four
years which was Date-related items have been updated.
The Boeing Company cover letter shows that As requested by SPEEA, the Company also agrees to continue the no contribution side
letter (dated December 8, 2008), the LOU related to Boeing VIP Loan repayment
(dated June 4, 2009), the LOU related to financial advisory services (dated December
16, 2010), and the LOU related to the merger of the FSP (dated May 31, 2011) for the
duration of the new contract.
Consistent with what we have said throughout the negotiations, it is critical to the long
term health of the business that we change to a defined contribution retirement plan for
new hires on or after March 1, 2013. Accordingly, our best and final offer includes the
defined contribution retirement plan for new hires only. Current employees will
continue in the BCERP retirement plan.
Boeing sent out the lay off notices for 100s of the Boeing employees a few days ago, meanwhile the Tech Negotiators tentatively scheduled a meeting of the Tech Bargaining Unit Council for Friday to plan for a vote of tech members. Ballots will go to the general membership shortly thereafter.
Sources: Boeing, SPEEA Catch4all.com, Sandra Englund, February 2013,
Boeing Makes Best-and-Final Contract Offer to SPEEA Contract vote results in: Split decision Boeing Co and SPEEA agreed to resume talk on Wednesday, February 27th, 2013
Update on Labor Negotiations Between the Boeing Company and SPEEA
Release Date: 2/23/2013
WASHINGTON, D.C.. — The Federal Mediation and Conciliation Service (FMCS) today issued the following statement on the labor negotiations between the Boeing Company and the Society for Professional Engineering Employees in Aerospace (SPEEA):
"In response to a request from the Federal Mediation and Conciliation Service, the representatives of the Boeing Company and Society for Professional Engineering Employees in Aerospace have agreed to meet on Wednesday February 27 under the auspices of FMCS to explore settlement options for a new collective bargaining agreement.”
”Due to the sensitive nature of these discussions, FMCS will have no further comment."
Click here for a PDF version of the FMCS statement.
Source: FMCS
Boeing Co and SPEEA agreed to resume talk on
Wednesday, February 27th, 2013
According to Reuters, dated Feb 22nd, 2013, Boeing Co and SPEEA have agreed to resume talks on Wednesday, February 27th, 2013 to replace an expired contract for 7,500 technical workers.
Report also shows that Boeing said it had agreed to resume the talks with the Society of Professional Engineering Employees in Aerospace (SPEEA) under the auspices of the Federal Mediation and Conciliation Service, which has been involved in the talks since December. The union also said it had sought talks next week.
Boeing and SPEEA have been in talks since April. On September 26th, 2012, SPEEA and Boeing Co. both have agreed that Professional and Technical and Boeing Contracts will be terminated as of midnight, November 25th, 2012 which refers to Article 23 of both of the current collective bargaining agreements between Boeing Company and SPEEA. With long hours of hours talking after, On January 17th, 2013, Boeing Finally has offered the Best-and-Final Contract Offer to SPEEA. Market leading offer includes 5 percent annual salary increases, No increase in employee health care contributions, and Increased pension basic benefit for current employees.
The Boeing Company cover letter shows that As requested by SPEEA, the Company also agrees to continue no contribution side
letter (dated December 8, 2008), the LOU related to Boeing VIP Loan repayment
(dated June 4, 2009), the LOU related to financial advisory services (dated December
16, 2010), and the LOU related to the merger of the FSP (dated May 31, 2011) for the
duration of the new contract.
Professional Engineers Speeas and Technical Speeas had
Votes and tallied Tuesday, February 19th, 2013 which was closed at 5:00 PM pacific time by the Society of Professional Engineering Employees in Aerospace (SPEEA), IFPTE Local 2001, show engineers in the Professional unit accepted Boeing’s latest offer for a new four-year contract 6,483 to Accept and 5,514 to Reject.
Boeing
Best-and-Final Contract Offer to SPEEA Contract vote resulted in: Split decision by Grand total contract accepted by 9,351 and Grand Total rejected by 8,717.
SPEEA members in the
Technical SPEEA Unit rejected the company’s
offer by 335 more count on reject. Technical workers Technical group accepted 2,868 and rejected 3,203.
Boeing believes
this offer leads the market in every way which was carefully selected and to make sure SPEEA-represented employees were rewarded
for the contributions they bring to the Boeing company every single day which invest in new products and leading the best and competitive environment, and allows the company to continue to
provide a solid future to the employees.
401(k) plans have become one of the most popular types of employer-sponsored retirement plans. Retirement plans established under Section 401(k) of the Internal Revenue Code, commonly referred to as "401(k) plans," have become one of the most popular types of employer-sponsored retirement plans which is highly compensated plan for the employees.
"Our goal throughout
this entire process was to make sure SPEEA-represented employees were rewarded
for the contributions they bring to this company every single day," said
Ray Conner, president and CEO, Boeing Commercial Airplanes. "We believe
this offer leads the market in every way."
Sources: Boeing News, SPEEA, Reuters, Yahoo news. wikipedia, and Ameriprise Market research catch4all.com, Sandra Englund, February 22nd, 2013,
SEATTLE, Feb. 20, 2013
/PRNewswire/ -- Boeing [NYSE: BA] and its negotiations team are pleased that
professional engineers represented by the Society of Professional Engineering
Employees in Aerospace (SPEEA) approved their contract tonight.
However, the company is
deeply disappointed that technical employees rejected the company's
best-and-final offer and authorized a strike.
"Our goal throughout
this entire process was to make sure SPEEA-represented employees were rewarded
for the contributions they bring to this company every single day," said
Ray Conner, president and CEO, Boeing Commercial Airplanes. "We believe
this offer leads the market in every way."
"The realities of the
market require us to make changes so we can invest in new products and keep
winning in this competitive environment, which will allow us to continue to
provide a solid future for our team. That's why our proposal to move future
hires to an enhanced 401(k)-style retirement plan is so important, as we have
repeatedly emphasized over the course of these negotiations," said Conner.
"Now more than ever is the time to move forward together."
Contact:
Doug Alder
Boeing Commercial Airplanes Media Relations
+1 206-660-2978 doug.alder-jr@boeing.com
SOURCE Boeing
----------------------------------
Boeing Responding to SPEEA's Contract: Vote
February 19th, 2013,
Tonight, professional engineers represented by SPEEA approved the company's best-and-final contract offer. While we are pleased with the vote by our professional engineers, I can tell you that the company and its negotiations team are deeply disappointed that our technical employees rejected the contract and authorized a strike.
Our goal throughout this entire process was to make sure SPEEA-represented employees were rewarded for the contributions they bring to this company every single day. We believe we've done that with an offer that leads the market in every way.
The realities of the market require us to make changes so we can invest in new products and keep winning in this competitive environment, which will allow us to continue to provide a solid future for our team. That's why our proposal to move future hires to an enhanced 401(k)-style retirement plan is so important, as we have repeatedly emphasized over the course of these negotiations.
I still hope we can all come together and focus on the challenges facing the company.
Ray
Source: Boeing
Boeing Makes Best-and-Final Contract Offer to SPEEA Contract vote results in: Split decision
February 19th, 2013 Market leading offer includes 5 percent annual salary increases No increase in employee health care contributions Increased pension basic benefit for current employees
According to SPEEA dated February 19th, 2013, Engineers and technical workers at The Boeing Company returned a split decision in voting on new four-year contract offers with engineers accepting their offer and technical workers rejecting the offer and giving their negotiation team authority to call a strike.
Boeing Commercial CEO President, RayConner had statement on Last February 7th, 2013 had webcast about Boeing's contract offer which he received many emails afterwards, and shared some additional thoughts:
I believe we've made an offer that recognizes the tremendous contributions and skills that our engineers and technical employees bring to BCA, BDS, EO&T and SSG. The SPEEA negotiating team asked us to extend the terms of the current contract another four years. We did that in our best and final offer.
Based on some of the questions and concerns raised in the emails I received, I want to clarify a few points:
There are no changes to your pension plan in this offer, and Boeing cannot make changes in the future unless ratified by members in a contract - it's that simple.
This offer guarantees a 5 percent salary pool for each year of the contract. Boeing executives, non-union and other union-represented employees have a 3 percent salary pool.
In the prior contract, SPEEA-represented employees paid 10 percent of their medical costs. This is unchanged in our final offer. Boeing executives and all non-union employees pay 20 percent of the costs.
Future employees would be part of an enhanced retirement savings plan that would exceed anything offered by our aerospace peers. I can't stress enough how important this move for new hires is to our company's future. Getting a better handle on our pension costs now will enable us to do more amazing things in the future like the 777X and the 787-10X.
The proposed retirement plan is similar to plans that have been in effect for new hires in other parts of Boeing since 2009. Every potential employee has a choice to either join or not join the Boeing team. Since implementing that change, we have not seen any impact to our recruitment and retention efforts.
As you know, we are facing challenges on the 787 program. It was your innovation, talent and skill that brought the 787 Dreamliner to life, along with so many other market-leading products and services we've promised our customers. Now more than ever, we need to deliver on those promises by coming together as one team.
Nobody wins in a strike. While hurting Boeing and our employees, it would also impact our customers who've put their trust in Boeing's people and products. It's important that we protect our competitiveness in the long-run, even if that means some short-term pain.
We have so much opportunity ahead of us. Together, we can continue to build our reputation as the best aerospace company in the world. We can do anything together, including emerging from our recent difficulties with the 787.
If you haven't already, I encourage you to review the contract on our website. You can also view a replay of Tuesday's webcast.
This is a contract for your future, and I hope that you will vote to ratify it. Most of all, I hope you take the opportunity to vote.
Ray
------------------------
On January 17, 2013, The Boeing Company submitted the attached proposal as its best and final offer in these
negotiations for a new collective bargaining agreement. In addition to incorporating all
of the tentative agreements reached by the parties during the course of the negotiations,
the company’s best and final offer adopts the approach suggested by SPEEA of
extending the terms of the 2008-2012 collective bargaining agreements for professional
and technical bargaining units as they apply to current employees for another four
years which was Date-related items have been updated.
The Boeing Company cover letter shows that As requested by SPEEA, the Company also agrees to continue no contribution side
letter (dated December 8, 2008), the LOU related to Boeing VIP Loan repayment
(dated June 4, 2009), the LOU related to financial advisory services (dated December
16, 2010), and the LOU related to the merger of the FSP (dated May 31, 2011) for the
duration of the new contract.
Consistent with what we have said throughout the negotiations, it is critical to the long
term health of the business that we change to a defined contribution retirement plan for
new hires on or after March 1, 2013. Accordingly, our best and final offer includes the
defined contribution retirement plan for new hires only. Current employees will
continue in the BCERP retirement plan.
After the meetings after meetings, finally, Professional Engineers Speeas and Technical Speeas had
vote today Votes tallied Tuesday, February 19th, 2013 which was closed at 5:00 PM pacific time by the Society of Professional Engineering Employees in Aerospace (SPEEA), IFPTE Local 2001, show engineers in the Professional unit accepted Boeing’s latest offer for a new four-year contract 6,483 to Accept and 5,514 to Reject.
Boeing
Best-and-Final Contract Offer to SPEEA Contract vote resulted in: Split decision by Grand total contract accepted by 9,351 and Grand Total rejected by 8,717. Yet calls for the Strike which was complicated situation and the resulted in Boeing's Best-and-Final Contract Offer Split decision with the following numbers.
Professional
Group
Accept:
6,483
Reject:
5,514
Do Authorize Strike:
6,727
Do Not Authorize Strike:
5,249
Technical Group
Accept:
2,868
Reject:
3,203
Do Authorize Strike:
3,903
Do Not Authorize Strike:
2,165
Meanwhile the numbers was not matching with the contract
accepted number for the strike which Votes tallied Tuesday (Feb. 19) by the Society of Professional Engineering Employees in Aerospace (SPEEA), IFPTE Local 2001, show engineers in the Professional unit accepted Boeing’s latest offer for a new four-year contract 6,483 to Accept and 5,514 to Reject.
However, SPEEA members in the SPEEA Technical Unit rejected the company’s offer by 335 more count on reject. Technical workers granted strike authorization by a vote of 3,903 Do strike authorization to 2,165 Do Not. Technical group accepted 2,868 and rejected 3,203 which difference was 335 count more on reject.
Grand total contract accepted by 9,351 and Grand Total rejected by 8,717.
Boeing and SPEEA have been in talks since April. On September 26th, 2012, SPEEA and Boeing Co. both have agreed that Professional and Technical and Boeing Contracts will be terminated as of midnight, November 25th, 2012 which refers to Article 23 of both of the current collective bargaining agreements between Boeing Company and SPEEA. With long hours of hours talking after, On January 17th, 2013, Boeing Finally has offered the Best-and-Final Contract Offer to SPEEA. Market leading offer includes 5 percent annual salary increases, No increase in employee health care contributions, and Increased pension basic benefit for current employees.
On Friday (Feb. 22), SPEEA is holding a press conference at the National Press Club in Washington, D.C.., to outline the impact a strike by technical workers will have on airlines, defense programs, trade and the tourist industry.
SPEEA contracts expired Nov. 25. Negotiations to secure new contracts started in November, 2011. SPEEA presented a full proposal to Boeing on June 15, 2012. After three months, counter offer was given. The first was rejected by the Speea Union Board members. The Second times, rejected by the Technical Worker although the Engineers
While the majority of covered employees are in the Puget Sound region of Washington state, these contracts include employees in Oregon, Utah and California.
A local of the International Federation of Professional and Technical Engineers (IFPTE), SPEEA represents 26,560 aerospace professionals at Boeing, Spirit AeroSystems in Wichita, Kansas, and Triumph Composite Systems, Inc. in Spokane, Wash which the engineers those of who voted for 15,500 employees have the new contract and Union soon will be resume the contract talks on behalf of the 7,400 technical workers. Boeing Commercial Airplanes President and CEO Ray Corner said in a statement that the company was pleased with the engineers' vote but "deeply disappointed" in the technical workers' rejection of what he called the company's "best and final offer".
“The realities of the market require us to make changes
so we can invest in new products and keep winning in this competitive
environment….”Boeing Commercial CEO Ray
Conner said in his statement.“That’s
why our proposal to move future hires to an enhanced 401(k)-style retirement
plan is so important, as we have repeatedly emphasized over the course of these
negotiation.”
Boeing spokesman Doug Alder said the company is legally
obligated to have discussions with SPEEA, but he noted Boeing Commercial CEO
Ray Conner’s statement about the importance of the 401k transition for future
hires.“That remains our position,”
Alder said.
Sources: Boeing News, SPEEA, Yahoo news. catch4all.com, Sandra Englund, February 19, 2013,
Boeing Makes Best-and-Final Contract Offer to SPEEA Market leading offer includes 5 percent annual salary increases No increase in employee health care contributions Increased pension basic benefit for current employees
SEATTLE, Jan. 17, 2013 /PRNewswire/ -- Boeing [NYSE: BA] today presented the Society of Professional Engineering Employees in Aerospace (SPEEA) union with its best-and-final contract offer, agreeing with the union's approach to extend the terms of the previous contract for current employees. The proposed four year contract would roll forward the current agreement, except for proposals explicitly agreed upon by both parties during negotiations.
Under this offer, all employees represented by SPEEA would see salary pools of 5 percent annually for the duration of the contract. The average professional engineer would see $84,071 in additional pay and performance-based incentive payments over the life of the agreement. The average technical employee would see $64,515 in additional pay and incentive payments.
"This is a market-leading offer by all measures – rewarding our employees for the contributions they make every day," said Mike Delaney, vice president of Engineering, Boeing Commercial Airplanes. "Agreeing to this contract as soon as possible will allow all of us to focus our time and energy on the immediate challenges facing the company."
Under the offer, the company's high quality health care plans would remain in place with no increase in employee contributions. For new hires only, an enhanced retirement savings plan is being proposed that would replace the traditional pension. Pensions for current SPEEA-represented employees would not be affected, and the pension basic benefit would be increased.
"Moving new hires to an enhanced retirement savings plan will provide future employees with a market-leading retirement plan -- while allowing Boeing to better manage retirement plan expenses, reduce financial risk and invest in areas critical to the success of our business," said Delaney.
Boeing and SPEEA have been in contract negotiations since last April. The current contract expired in October 2012.
After long, Many Months and hours of meetings Boeing Offers The Best-and-Final Contract to SPEEA and Highlights
The Boeing continues to innovate and execute on its programs for their future plan for the employees which is critical to a business like Boeing. The change to an enhanced savings plan is in line with market trends and practices of peer companies, and allows Boeing to better manage retirement plan expenses and reduce financial risk. At last, After long months after hours and hours of discussion with SPEEA Representatives and Boeing managements, The Boeing offered the best market leading benefits to the SPEEA EVEN in the mist of the lay off notice will go out to the some employees...SPEEA EVEN MENTIONED THAT The Best-and-Final Contract to SPEEA OFFER HAD IMPROVEMENT although SPEEA has the negative reaction (Source Speea site)....I had conversation with some Boeing Engineers (prefer not mentioning their name), they are not for sure what is going on with the SPEEA they prefer to see our economic to recover soon. The Boeing keeps the high tech and the most compatible market resources including the professional engineers and the best skilled technical workers..THE OFFER HAS COME TO THE BETTER THAN THE CURRENT MARKET VALUE, SEE IN THE SITUATION OF COMPLICATION OF MEDICAL AND GLOBAL ECONOMIC TO RECOVER SITUATION.........IF JOB IS SECURE FOR YOU, YOU ARE IN GOOD SHAPE.....THINGS APPRECIATED AND with no COMPLICATION..WHEN SOME STILL LOOKING FOR JOBS AND STRUGGLING THE SUPPLIERS AND PARTNERS TRYING TO KEEP UP WITH THE ECONOMIC TO SUPPORT FOR CIRCLE AROUND AND AROUND THE WORLD......WE SHOULD SUPPORT EACH OTHER TO RECOVER ANY SITUATION. ENCOURAGE THE COMPANIES MOTIVATE THE COMPANIES TO EXPEND AND MAKE SUCCESS and recover the economic after all these complication of situation during the recessions and economic crisis.....DEMANDING FOR MORE AND MORE WILL CRASH THE COMPANY.....LIKE OTHERS WHO HAVE BANKRUPED AND NO MORE COMPANIES TO LEAD AND PAY THE EMPLOYEES....IT IS NOT JUST FOR BOEING, IT IS FOR MANY COMPANIES WHO ARE IN SUFFER AND IN PAIN DUE TO ECONOMIC CRISIS.
Meanwhile SPEEA council to meet Tuesday on sending contract for no / or accept The Best-and-Final Contract to SPEEA .
SPEEA is governed by an elected Executive Board and Council, but daily operations are handled by a professional staff and Executive Director. Union headquarters are in Seattle, with branch offices and union halls in Everett, Washington and Wichita, Kansas.
Boeing is the world's leading aerospace company and the largest manufacturer of commercial jetliners and military aircraft combined. Additionally, Boeing designs and manufactures rotorcraft, electronic and defense systems, missiles, satellites, launch vehicles and advanced information and communication systems. As a major service provider to NASA, Boeing is the prime contractor for the International Space Station. The company also provides numerous military and commercial airline support services. Boeing provides products and support services to customers in 150 countries and is one of the largest U.S. exporters in terms of sales.
Boeing has a long tradition of aerospace leadership and innovation. The Boeing continues to expand the product lines and services to meet emerging customer needs. The broad range of capabilities includes creating new, more efficient members of our commercial airplane family; integrating military platforms, defense systems and the warfighter through network-centric operations; creating advanced technology solutions that reach across business units; e-enabling airplanes and providing connectivity on moving platforms; and arranging financing solutions for our customers.
Earlier this week SPEEA offered Boeing a plan to extend the existing contract and include provisions upon which both sides agree.
• Professional and technical workers would see salary pools of 5 percent annually for the duration of the contract. The average engineer would see $84,071 in additional pay and performance-based incentive payments over the life of the agreement. The average technical worker would see $64,515 in additional pay and incentive payments.
• Health care plans would remain in place with no increase in employee contributions.
• For new hires only, the company would offer an enhanced retirement savings plan, such as a 401k, that would replace the traditional pension. Pensions for current SPEEA-represented employees are unchanged except for an increase in the pension basic benefit.
"Over the past nine months, our team has negotiated in good faith to provide a market-leading offer to our employees," the company told employees.
Boeing and SPEEA have been in talks since April. On September 26th, 2012, SPEEA and Boeing Co. both have agreed that Professional and Technical and Boeing Contracts will be terminated as of midnight, November 25th, 2012 which refers to Article 23 of both of the current collective bargaining agreements between Boeing Company and SPEEA. With long hours of hours talking after, On January 17th, 2013, Boeing Finally has offered the Best-and-Final Contract Offer to SPEEA. Market leading offer includes 5 percent annual salary increases, No increase in employee health care contributions, and Increased pension basic benefit for current employees.
SPEEA will mail the roughly 23,000 ballots next Monday; members would have 10 days to return the ballots, according to SPEEA spokesman Bill Dugovich. Ballot counting at SPEEA's Tukwila headquarters is tentatively set for Feb. 7. With global crisis and recovery session in all that now, overall media
reports show that this offer is far better offer than the one Hostess was
offered which the Hostess is now bankrupted in 2012 due to demanding more benefits than what the company can manage with their finance.
Sources: Boeing SPEEA Negotiations website, wikipedia. and SPEEA site, and Renton Reporter.com catch4all.com, Sandra Englund, January 18, 2013, Rev. January 22, 2013.
SPEEA Contract Highlights: Profs SPEEA Profs (48 months) – Puget Sound/ Portland/ Utah/ California January 11, 2013
On January 11th, 2012, Boeing made revision of Contract offer with Increased Salary Pool. The following statement is detailed information via Boeing Speea Negotiation site:
Today, Boeing presented a revised contract offer to SPEEA featuring increased salary pools for both engineers and technical employees.
Profs would see salary pools of 5 percent during the first two years of the contract and 4 percent in the last two years. Techs would see salary pools of 4 percent annually for the duration of the contract, with an additional lump sum payment equaling 1 percent of their salary in years one and two.
Under this revised offer, profs would average $85,600 in additional pay and performance-based incentive payments (EIP) over the life of the agreement. Techs would average $61,200 in additional pay and incentive payments.
Our proposals on health care (Washington, Oregon, California and Utah) and retirement remain unchanged from our pre-Thanksgiving offer.
Throughout these negotiations, our goal has remained the same — a market-leading contract that rewards employees while keeping the company and workforce competitive for future work. We've worked to resolve our differences with the SPEEA negotiations team, withdrawing many proposals that were important to the company. Since our initial offer back in September, we've shown considerable movement by increasing our salary proposal twice and revising our medical proposal to lower paycheck contributions.
We encourage you to visit the negotiations website where you'll find new fact sheets with all the details of the new offer, as well as an updated Pay & Benefits Estimator that shows what the offer means to you.
Boeing and SPEEA's negotiations teams have agreed to continue discussions next Wednesday.
Boeing Negotiations Team: - Julie-Ellen Acosta, vice president, Human Resources, Commercial Airplanes - Conrad Ball, Functional Engineering director, Boeing Military Aircraft - Mark Burgess, chief engineer, Engineering, Operations & Technology - Mike Delaney, vice president, Engineering, Commercial Airplanes - Gene Woloshyn, vice president, Employee Relations, Boeing - Todd Zarfos, vice president, Engineering - Commercial Aviation Services, senior chief engineer of Support
------------------------------------------
The Professional Speea will have the Average $85,600 in additional pay and performance-based incentive payments (EIP) over the life of the new agreement when the new contract accepted.
Basically, the salary will be increased which It will be 5.0% salary adjustment fund in years 1 and 2 of agreement, 4.0% fund in years 3 and 4 meanwhile, it will be guaranteed salary adjustment for 2.0% in years 1 and 2, 1. 5% in years 3 and 4 and further more the 0.5%, promotion fund will be distributed for each year based on a new contract after the Professional Engineers have accepted a new contract.
Speaking of increased salary pay for a new contract, Employee Incentive Plan (EIP) will target 10 days of additional pay 4.0 % which is based on previews salary average for 2008 through 2012 contract agreement $45,000.
Technical Speea Average $61,200 in additional pay and performance-based incentive payments (EIP) over the life of the new which they would see agreement salary pools of 4 percent annually for the duration of the contract, with an additional lump sum payment equaling 1 percent of their salary in years one and two.
The next meeting for Negotiations are scheduled to resume at 1 p.m., Wednesday, Jan. 16
Sources: Boeing SPEEA Negotiations website,and SPEEA. catch4all.com, Sandra Englund, January 14, 2013
FMCS Statement on Mediation Between the Boeing Company
And the Society of Professional Engineering Employees in Aerospace
December 5, 2012:
WASHINGTON, D.C.. - Federal Mediation and Conciliation Service Director George H. Cohen issued the following statement today on the ongoing labor negotiations between the Boeing Company and the Society of Professional Engineering Employees in Aerospace:
"At the request of the Federal Mediation and Conciliation Service, negotiations between The Boeing Company and the Society of Professional Engineering Employees in Aerospace (SPEEA), IFPTE Local 2001 are being suspended until after the first of the year. Both sides agreed to this mediator request."
"In the interim, the FMCS will be in discussion with the parties to schedule resumption of negotiations."
###
The Federal Mediation and Conciliation Service, created in 1947, is an independent U.S. government agency whose mission is to preserve and promote labor-management peace and cooperation. Headquartered in Washington, DC, with 10 district offices and 67 field offices, the agency provides mediation and conflict resolution services to industry.
----------------------------------
Boeing continued to discuss with SPEEA, Wednesday. On September 26th, 2012, SPEEA and Boeing Co. both have agreed that Professional and Technical and Boeing Contracts will be terminated as of midnight, November 25th, 2012 which refers to Article 23 of both of the current collective bargaining agreements between Boeing Company and SPEEA. The contracts expired at midnight Sunday, Nov. 25,the majority of contractual protections stay in place while negotiations continue. The only provisions that do not stay in place are the no strike / no lock-out clause, dues deduction, arbitration rights and the management rights clause. Now it relays in working with FMCS (Federal Mediation & Conciliation Service) mediator, the both side agreed to the mediator that request to suspended until after the first of the year. You can view the PDF version of the FMCS statement.
With an agreement FMCS, Boeing and SPEEA also posted same statement with the above provided.
FMCS mediators, one of its most common tasks is to help to mediate labor disputes around the country. The headquarters is located in Washington, D.C.. Its employees include certified mediators.
Sources: Boeing SPEEA Negotiations website,and SPEEA, wikipedia, and FMCS . catch4all.com, Sandra Englund,12/6/2012
2012 SPEEA
Negotiations Update Update on Boeing's proposal for mediation in SPEEA talks
Nov 30, 2012:Boeing has been in contact with senior officials of the Federal Mediation and Conciliation Service (FMCS) in Washington D.C.. The Deputy Director of the FMCS told Boeing that he would be available to meet with SPEEA and Boeing in Washington, D.C.. beginning on Monday, December 3. Boeing accepted the invitation.
Boeing then asked SPEEA if they would attend. Unfortunately, SPEEA is declining to attend on Monday. We hope SPEEA will reconsider. We believe the involvement of senior officials of the FMCS is necessary to expedite the process. One of the FMCS' primary missions is to assist parties in collective bargaining who are unable to reach agreement after protracted talks.
Boeing and SPEEA have been in talks since April. The contract has expired. The dialogue during the meeting between the Boeing and SPEEA negotiating teams on November 29 demonstrated that the sides are far apart on the key economic issues. The time is right to ask for help from the experts at mediation, people who regularly get involved in high profile labor negotiations and who have a good track record of helping parties bridge their differences.
Given that SPEEA has declined to go to Washington, D. C. to meet with FMCS officials there, Boeing is prepared to invite an FMCS official to meet with the parties at a location in the Seattle area away from either Boeing's or SPEEA's facilities so the two parties can meet for concentrated periods of time singularly focused on trying to reach an agreement.
Boeing Negotiations Team:
- Julie-Ellen Acosta, vice president, Human Resources, Commercial Airplanes - Conrad Ball, Functional Engineering director, Boeing Military Aircraft - Mark Burgess, chief engineer, Engineering, Operations & Technology - Mike Delaney, vice president, Engineering, Commercial Airplanes - Gene Woloshyn, vice president, Employee Relations, Boeing - Todd Zarfos, vice president, Engineering - Commercial Aviation Services, senior chief engineer of Support. _____________________________________________
Federal Mediation & Conciliation Service Mission is to Promoting the development of sound and stable labor-management relations, Preventing or minimizing work stoppages by assisting labor and management in settling their disputes through mediation, Advocating collective bargaining, mediation and voluntary arbitration as the preferred processes for settling issues between employers and representatives of employees, Developing the art, science and practice of conflict resolution, and
Fostering the establishment and maintenance of constructive joint processes to improve labor-management relationships, employment security and organizational effectiveness.
Meanwhile, on November 30th, 2012, Spirit AeroSystems and the Wichita Engineering Unit (WEU) reached tentative agreement for new contract: Negotiation Team are pleased to announce a tentative agreement was reached late Thursday (Nov. 29) for a new 6-year contract agreement.
The WEU Negotiation Team and the Bargaining Unit Council recommend members accept the offer. SPEEA members will vote on the offer Tuesday, Dec. 11, at Curtis Middle School (1031 S. Edgemoor).
Sources: Boeing SPEEA Negotiations website,and Yahoo , wikipedia, FMCS and SPEEA. catch4all.com, Sandra Englund, 12/1/2012
Hostess
and Boeing
Hostess
Brands, Inc founded in 1930 which the headquarters based in Irving, Texas, Hostess Brands has
approximately 18,500 employees and operates 33 bakeries, 553 distribution
centers, approximately 5,500 delivery routes and 527 bakery outlet stores
throughout the United States.
Unfortunately,
Over 82 years of company history now has been forced by a
Bakers Union strike to shut down all operations and sell all company assets and defunct in November 21st,
2012.
November
21, 2012 – Hostess Brands Inc. announced that the U.S. Bankruptcy Court for the
Southern District of New York today approved its emergency interim motion for
the orderly wind down of its business and sale of its assets.Judge Robert Drain approved the motion after
the Company and the Bakery, Confectionary, Tobacco and Grain Millers Union
(BCTGM) were unable to reach an agreement during 11th-hour mediation
on November 20th, 2012.
Hostess Brands worked tirelessly to
complete a reorganization of its business as a going concern, including
spending the better part of 18 months negotiating with its key constituents to
obtain a consensual agreement to lower costs to a sustainable level.
The Company had obtained the support of its
largest union, the International Brotherhood of Teamsters, and its lenders.
However, the BCTGM leadership chose not to negotiate a new labor contract and
instead, when presented with a final offer, launched a campaign to cripple the
Company’s operations and force it to liquidate.
The wind down means the closure of 33 bakeries, 565 distribution centers,
approximately 5,500 delivery routes, 570 bakery outlet stores and the loss of
18,500 jobs.
The
Society of Professional Engineering Employees in Aerospace(SPEEA) at Boeing and
the 23,000 members of its two bargaining
units, professional and technical workers should be careful how they
negotiating.Keeping
job is another main thing and sustainable jobs to consider.There are many unemployed employees are seeking for jobs. It is alreadyThe
company's already offered its engineers pay raises of about 4.25% per year over
the next four years. Its technical workers would get roughly a 3.25% annual
bump. If you assume an annual inflation rate of 3%, Boeing has already stated that it's also lowered employees' out-of-pocket
contributions for health care and eliminated hospital co-pays, among other
concessions which it can be the most important to key constituents to
obtain a consensual agreement to lower costs to a sustainable level which you do not want the wind down the companies one company after another.
With global crisis and recovery session in all that now, overall media
reports show that this offer is far better offer than the one Hostess' union was
offered due to demanding more benefits what the company can manage the finance.
Source: Boeing, Speea, yahoo, and wikipedia Catch4all.com,
Sandra Englund, November 26, 2012
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