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Press release - Jan, 13 2016
Contract Details
Professional Unit
Contract Redline
Attachment A
Attachment B
Technical Unit
Contract Redline
Attachment A
Attachment B





Negotiations 2016
SPEEA and Boeing tentative agreements on new contract extensions

(Details apply to both units unless otherwise specified. Contract duration: Feb. 11, 2016 to Oct, 6, 2022.)

  • Six-year contract extension (expires October 2022)

  • Most of the contract remains unchanged, changes to select articles only

  • Intended ratification date of Feb. 10, 2016
Compensation
  • 2016 Salary Exercise

    • No change

  • 2017-2021 Salary Exercise

    • 5% compensation pools (wages and lump-sum award) guaranteed by contract

      • Profs: Company targeting a SPEEA-weighted average at 115% of national medians

        • 2015: $125,146 / $111,557 = 112.2%

        • 5% compensation pools until target (115%) achieved,
          remaining in lump-sum award

      • Techs: Company targeting a SPEEA weighted average 2017 at
        122%, 2018 at 121%, 2019 at 120%, 2020 at 119% and 2021 at 118%

      • 2015: $93,787 / $79,909 = 117.4%

      • 5% compensation pools until target achieved, if any remaining, in lump-sum award

    • Annual 0.5% promotional funds continue to be guaranteed by contract

  • 2022 Salary Exercise

    • Same as above, with 4.5% compensation pools (wages and lump-sum award)
      guaranteed by contract

      • Market targets of 115% for Profs, 117% for Techs

    • Annual 0.5% promotional funds continue to be guaranteed by contract

  • Vacation: Upon Ratification: Improved vacation accrual schedule as shown below

    • Resulting in over 25,000 more vacation days each year for Profs and Techs
  • Sick Leave: Upon Ratification: Up front lump-sum award of sick leave each year in
    lieu of monthly accrual

  • Continued participation in the Employee Incentive Plan (EIP)
Retirement
  • Effective July 1, 2016: Added Roth 401(k) feature, ability to defer EIP and
    lump-sum award, increased employee maximum contribution to 30%

  • Effective Jan. 1, 2017:

    • Boeing Company Employee Retirement Plan (BCERP) standard conversion
      factor increases to $100, effective Jan. 1, 2017

    • Option to roll over cash value into IRA or 401(k) (more favorable than required by law)

    • Lump-sum awards (if applicable) count for final average earnings

  • Company matching remains unchanged until Jan. 1, 2019, at which time all receive
    75% of the first 8% (no change for those hired before 2013).

  • BCERP soft freeze effective Jan. 1, 2019:

    • No more BCERP additional credited service, however continued final average
      earnings growth impacts alternate formulas.
Medical, Dental, Life & Disability
  • Plans stay the same through 2017

  • Effective Jan. 1, 2018 – All Locations

    • Medical:

      • Traditional Medical Plan – 5% contribution (2018 – 2022)

        • $300 deductible ($900 per family), then 90%/10% coinsurance

        • Medical out-of-pocket max $2,000 per person
          ($4,500 per family) (including deductible)

        • Naturopaths now recognized

        • No change to in-network retail prescription co-pays

        • New prescription out-of-pocket max $4,000 per person ($8,000 per family)
  • Select Network, Group Health, etc. – 12% contribution
    • Office and Emergency Room co-pays increase
    • New $250 co-pay per hospitalization
    • Select Network: Network expanded in Washington state

  • Advantage+ – 0% contribution

    • Lowered deductibles, higher Health Savings Account (HSA) contributions

      • HSA 2018: 75% deductible, 50% thereafter

    • Deductibles, out-of-pocket maximums and associated company HSA contributions grow with federal regulations

  • Preferred Partnership Option

    • Option for Traditional, Select Network and Advantage+ in the Puget Sound only

      • Free generics and free primary care office visits

        • After deductible if in Advantage+
    • Lower paycheck contributions or increased company contribution to the HSA

      • Non-HSA -$30/-$60/-$90

      • HSA 2018: 100% deductible, 80% thereafter

    • Quicker access to network primary care providers and specialists

    • More after-hours care availability

    • Dedicated care teams for complex medical situations

  • Health Risk Assessment & biometric screenings

    • $20/$40 monthly additional contributions for non-compliance

  • Affordable Care Act:

    • Employees will not pay excise tax (Cadillac Tax)

      • If threshold met, benefits and premiums reduced equally - equality subject to agreement between Boeing and SPEEA

  • Retiree Medical:

    • Contributions: No change

    • Retiree medical coverage remains protected for those hired before 2007

    • Medical plan benefits: Same as active employees

  • Dental Plans

  • Effective Jan. 1, 2020, increase Preferred Dental annual maximum
    from $2,000 to $2,500

  • Long-Term Disability (LTD)

  • All SPEEA-represented employees will be covered on Jan. 1, 2018 (company paid)

  • 10% employee-paid optional ‘buy up’ available, with one-time open
    enrollment (without Evidence of Insurability (EOI)) for Jan. 1, 2018

  • If not currently enrolled in LTD, pre-existing conditions apply

    • 12 month pre-existing with three-month look back
Workforce
  • Movement of existing work to other locations

    • Boeing commits to extraordinary efforts to place individuals

    • If placement doesn’t occur, individuals are eligible to receive:

      • Six months of company subsidized (just like active employees)
        COBRA medical and dental

      • Two weeks of pay for each year of company service (lump sum)

        • Minimum 26 weeks, maximum 60 weeks

  • Voluntary layoff benefits doubled up to 26 weeks of pay
Ed Wells Partnership
  • 2% funding growth remains
Adoption Assistance
  • Special adoption assistance plan codified in new Letter of Understanding (LOU)

    • Reimbursement of up to $5,000 per child, up to two per employee
 

The National Labor Relations Act (NLRA) extends and protects the rights of employees, including your rights to:
  • Wear union buttons, clothing, stickers, or display union items.

  • Read, distribute and discuss union literature in non-work areas
    during non-work times, including breaks and lunch hours.

  • Sign petitions and take surveys related to wages, hours, working
    conditions and other job issues.

  • Attend union meetings during lunch hours, breaks and outside of work.

  • Ask other employees to support the union.