PS Technical and Professional Units -
Detailed Summary Proposal


Careers and Job Security

  • Improve performance management language to provide for career growth and reflect current forms
  • Force Boeing to properly account for all non-Boeing personnel working on Boeing property
  • Provide controls on the use of all non-Boeing labor with the emphasis on providing career growth opportunities and job security to SPEEA-represented members.
  • Eliminate 12-month minimum time between job changes
  • Increase funding to $19.5M for the Ed Wells Partnership for the three years of the agreement
  • Add voluntary layoff with benefits program
  • Contract duration of three years

Vacation, Sick Leave and Holidays

  • Improve vacation schedule to reflect the best in industry
  • Add up-front vacation for new and field hires
  • Cash-out option for up to half of one year’s award of vacation
  • Award one (1) additional vacation hour for every sixteen (16) hours of overtime worked
  • Clarify the use of non-industrial (NONIND) sick leave for partial days of sick leave (Prof Only)
  • Eliminate cap on payout of one’s unused sick leave upon retirement (current max is $40/hr)
  • Make additional hours available to cover bereavement

Pay

  • Eliminate thresholds in current COLA formula and provide for REAL protection against the ravages of inflation. Current SPEEA proposal calls for COLA of 90% U.S All Cities Inflation Index.
  • Add in general wage increases that allow for reasonable wage progression throughout one’s career. Boeing is a market-leading company, and the union has proposed market leading wages (current proposal is 10%/10%/10% salary adjustment pools in the 3 years of this contract).
  • A selective salary adjustment large enough to allow for line managers to truly reward top performers
  • Improve pay for travel
  • Increase shift premiums and weekend incentives
  • Increase military annual leave coverage to reflect reality
  • Finally increase engineering overtime beyond the 1980s level of time plus $6.50. SPEEA proposes to restore time and a half equivalent pay for an entry-level engineer by increasing the overtime rate to $14.50 with future increases flowing automatically.
  • Clarify the use of perbus is to handle urgent personal business (Prof only)
  • Increase minimum salary adjustments associated with upgrades and promotions

Voluntary Investment Plan

  • Additional funds including federally insured and commodities options
  • Improve transparency of VIP transactions and eliminate unnecessary fees
  • Add Roth 401K option

Retirement Plan

  • Improve the standard benefit
  • Bridge all previous breaks in service
  • Eliminate “early death” penalty reductions
  • Improve portability; earlier vesting and portable cash-out option

Miscellaneous

  • Increase safety shoe reimbursement to $100
  • SPEEA proposes a comparable replacement for the Share Value plan or a $5,000 payment to members in exchange for loss of the plan
  • Improve the travel-card reimbursement process
  • Continue participation in the Employee Incentive Plan (EIP)

Medical

  • Eliminate any confusion on what Boeing can and cannot change, switch or eliminate between Contracts
  • Combine Regence plans (TMP and Select Network) into one improved plan with no premium contributions, no deductibles and no referrals.
    • In Network  - No matter what, you know your cost before the visit!
      • Regence BlueShield of Washington  PPO and Nationwide BCBS PPO network
      • $15 office visit copay
      • Unlimited preventative care including immunizations (adult and child)
      • Recognize alternative care and cover as any other treatment
      • Regence Pharmacy Management (not Medco) $0/$15/$30 for 34 day supply
      • Replace VSP with Regence Vision

    • Out of Network
      • $200 (3x) deductible
      • $2000 (2x) out-of-pocket maximum
      • 60% co-insurance
      • No co-pays
      • No preventative
      • No alternative care

    • Increase maximums to keep pace with inflation
      • Lifetime, transplant, hearing aids, vision

    • Eliminate maximums for;
      • Ambulance, hospice, neurodevelopment, rehab, etc.

    • Limit exclusionary provisions under administrative authority
      • Items not specifically limited contractually are covered as any other illness/treatment

Dental

  • Eliminate scheduled dental plan
  • Increase yearly maximum to $3000
  • Increase orthodontic lifetime maximum to $3000

Vision

  • Increase coverage for lenses and frames
  • Cover Lasik Surgery

Life and Disability

  • Increase AD&D coverage to 2.25 x annual salary
  • Allow for open enrollment for Long Term Disability without proof of insurability

Retiree Medical

  • Early Retiree Medical(ERM)
    • Restore Early Retiree Medical to those hired after December 2006
    • Aggregate active and early retiree claims pools to lower rates
    • Eliminate any confusion on what Boeing can and cannot change, switch or eliminate between Contracts

  • Medicare Supplement
    • Add more Medicare supplement plans, including a low cost supplement

  • Add electronic “recurring” payment option for ERM and Medicare Supplement plans