Irving chooses Negotiation Team
With the current contract expiring in about seven months, the Irving, Texas Bargaining Unit last month got started on a new contract by electing a Negotiation Team.
The Irving contract expires February 2, 2002.
Four names were placed into nomination. Irving Teller Kathy Davis conducted the balloting during the week of May 21st. She and Tom Jensen counted ballots on May 25th. Results are as follows:
Congratulations to Redge, Joyce and Clint, who will form the team. Gail will serve as alternate team member.
Take time to welcome new employees
One of the easiest ways for members to help SPEEA is to say hello to new employees in their work area.
While it's part of the duties of Council and Area Representatives to welcome employees to their areas, it isn't always possible. SPEEA's workplace coverage is not perfect. And, with each representative assigned up to 200 employees, it's sometimes impossible to know when new workers arrive.
When you do welcome a new face, ask if they joined SPEEA. Tell them why you joined. There is no better way to spread the word about how unions benefit workers than by doing it with a face-to-face conversation.
While talking, remind new employees about the temporary medical coverage available through SPEEA. To be eligible, the new employee must join the union within the first 10 days of employment. The policy provides up to $10,000 in medical coverage for employees and their families during the time before their Boeing benefits take effect.
While you're welcoming the employees to the SPEEA family, welcome them to The Boeing Company. No one is more concerned about the welfare of Boeing than the people who work there. Together, we are all making Boeing better.
Changes coming for banquet, conference in 2002
The tables for this year's banquet and leadership conference were not yet set when planning started for next year's event.
One major change that will take effect with the 2002 event is the creation of "regional" awards banquets. To accomplish this, the banquets will be separated from the annual leadership conference.
A joint committee, which included this year's leadership committee and regional representatives from the Executive Board and Council, concurred that separating the two events would allow a more targeted effort for each.
The result is that in 2002, the Midwest Council and the Northwest Council will each hold their own recognition and awards banquet.
The annual Leadership Conference will still serve the function of bringing the entire SPEEA Council together for training and networking.
It is hoped that splitting the banquet will allow more people, particularly from the Midwest Region, to attend and be recognized for their contributions to their Union.
Union workers have greater job stability
Although nearly 50 percent of union workers have been with their current employers for at least 10 years, only 22 percent of nonunion workers can make the same claim. Union workers have greater job stability, in part because they're more satisfied with their jobs, receive better pay, have better benefits, and have access to fair grievance procedures. Even more important, most collective bargaining agreements protect union members from unjust discharge. Nonunion workers are "employees at will" who can be fired at any time for any reason--or for no reason.
WORKERS AND JOB STABILITY
by Craig Buckham
The annual Leadership Conference for SPEEA Council Reps, officers and staff took place earlier this month. The week's activities included the first SPEEA Convention under the new Constitution. By all accounts, the events were a success.
Several speakers noted the merit of recognizing that "Challenge" is closely associated with "Opportunity," and more than one pointed to the challenge of Partnership versus Confrontation, noting the vastly greater opportunities possible through working together.
Here is an interesting
challenge for The Boeing Company: Demographics of the American workforce
indicate that more Baby Boomers will be retiring than Generation
X workers will become available to replace them over the next decade.
Companies will have to behave differently in the near future in
order to maintain a
Knowing this in advance presents Management with a great opportunity to act NOW to make Boeing a more attractive place to work. This is true for existing employees and employees needed during the next decade. Some measures are already underway. For example, the "engagement" efforts in Commercial Airplanes, re-energized career development programs through the Ed Wells Initiative - both with SPEEA involvement - and the "talk to your employees" training that is part of the "Love 'em or Lose 'em" pitch.
We must do more.
Boeing should apply the EIP (Employee Incentive Plan) across the board, to all employees. Boeing should commit to a principle of acknowledging the market for determining salary levels. Although money issues - salary and benefits - are not the only important characteristics of a successful work environment, salary and benefits top the list of concerns at companies with a defective people strategy. Salary and benefits also top the list of employee concerns at companies viewed as treating workers unfairly.
Boeing should make a visible and unambiguous commitment to the world's most productive aerospace workforce. We know we are a vital part of a successful future for Boeing. The continued reluctance of top management to acknowledge this fact contributes to workers' declining morale and attrition. If Boeing management put as much effort into the success of the entire Company as they have in committing to the success of shareholders, we would all be better off (including the shareholders!) We are unique in the world. If we are outsourced, our profits will be outsourced, and likely greatly diminished.
We are ready to work with Management to meet the challenge of creating an attractive workplace environment. We are ready to seize the opportunity to differentiate Boeing from the other companies competing for tomorrow's workforce
NEWS FROM MIDWEST COUNCIL
The Joint Oversight Committee (JOC) is an excellent opportunity for SPEEA and the Company to work together on issues that are mutually beneficial to both. As stated in our contracts, the committee was established to oversee labor-management initiatives at Boeing-Wichita that are intended to enhance and develop employees as the Company's key resource. The oversight function includes establishing subcommittees to handle these initiatives; reviewing, expanding and resolving issues related to ongoing initiatives; and formulating future labor-management cooperative initiatives. These "initiatives" are summarized as follows:
The Letters of Understanding pertaining to the JOC provide for up to four representatives from the Company and four representatives of SPEEA on the committee. Each of the two parties appoints a chairperson for their group. Shane Michael is the current acting chairperson for the Wichita Professional Unit (WPU) and Jeff Clark is the chairperson for the Company. The WTPU is in the process of organizing their JOC.
The agreements require that the committees meet a minimum of once each quarter. The WPU JOC has been meeting since the spring of 1996. A lot of initial work had to be done to establish internal operating procedures. Questions had to be addressed on how subcommittees would be chartered, monitored, and finally terminated once their task was complete. Agreement had to be reached on the content of reports covering overtime, contract engineers, and the number of personnel in and out of the bargaining unit. Other items that have been addressed in committee meetings include grievance issues, performance management issues, and organizing of New Salaried Payroll (NSP). Thanks to some relentless badgering from the union side of the table, improvements were made back in '96 & '97 to the travel package for engineers going on temporary assignment to Seattle. More recently, that same kind of effort has resulted in the establishment of the Ed Wells Initiative here in Wichita.
Now that you have a basic understanding of how the Joint Oversight Committee functions, and the scope of its efforts, our hope is to help both Council bodies support the efforts of their respective JOCs in Wichita and review all reports to update the membership. It is vital that responses and feedback from the membership are heard. When asked or when a vacancy appears, we hope that some of you will consider becoming a committee member. It is an opportunity to address membership issues with the Company, which usually includes issues of particular concern to you. If you are going to get your voice heard, you need a platform. Our SPEEA contract provides us with the JOC platform. Please take advantage of it.
Wichita welcomes new staff member, Bob Brewer
As we continue to grow in Wichita, we find we also need to grow our staff to handle the ever-increasing activity. Thus, we have hired Bob Brewer to serve as a Contract Administrator in the SPEEA Wichita Office, effective June 6th.
Many Wichita members already know Bob, as he served as the Chairman of the WTPU Negotiation Team, which recently completed bargaining their initial contract.
Born and raised in Wichita, Bob graduated from Derby Senior High School. He attended Cowley County Community College in Ark City, KS where he earned an Associate of Science degree in Industrial Technology. He went on to Southwestern College in Winfield, KS and earned a B.S. in Manufacturing Technology (graduating Summa Cum Laude 4.0). With this new job, Bob felt he could benefit from more training, so he is currently pursuing a degree in Human Resource Development.
Bob served two years in the military, stationed in Washington, DC, in the Army's Honor Guard (which included guarding the Tomb of the Unknown Soldier). He hired on with Boeing in 1973 as a tool crib storage attendant. From there he went into the Machine Shop. In 1975, he left Boeing to build residential homes for five years. He came back to Boeing in 1980, working as a Tool Analyst. Over this period, he spent six years in the hourly payroll, represented by IAM, and 11 years in management. Most recently, he worked in Facilities Acquisitions.
While working with Bob in negotiations, we found him to be a great communicator and people-person. He put in hours of preparation and effort, helping to organize, educate and lead the team and the WTPU members to an outstanding contract.
Bob lives in the country with his wife Lori, and raises miniature horses. Other hobbies include golf, mountain biking and hiking. Welcome, Bob!
Memories - A Retrospective
On the first anniversary of the election that created the Wichita Technical and Professional Unit (WTPU), I have had time to sit back and reflect on the beginnings of our bargaining unit; the ups, the downs, the missed opportunities, and the grand achievements. The WTPU is a high point in SPEEA's history, particularly in the history of SPEEA in Wichita. In honor of the people who worked so hard to organize and unite us, I wish to share my memories of the launch of the WTPU.
During the 1998 organizing campaign, The Boeing Company sent a letter promising "we will take care of you." Technical employees supported the Company in that election. Soon after, many techs like myself began to notice that the budgets for training were lowered and quality people were being laid off. These layoffs were in addition to the seniority that previously was taken away, inconsistent problems with overtime and on-call practices, the merger with McDonnell Douglas going poorly, and angry engineers claiming management was making bad decisions. The Company claimed to be losing money for the first time.
In 1999, the Company rolled out the Total Comp Benefits package. Not only were reduced benefits being imposed, employees had to pay more for them. We felt mugged. Suddenly, it was our pocketbooks being looted to cover failed programs. As the details of the new medical, dental, and retirement plans were released, the anger began. The feeling was campus wide, so it was easy to find concerned employees to discuss the issues. Boeing Human Resources was not interested in discussing the problems employees saw in the new programs. As non-represented employees, we had no say.
We knew that organized employees retained their benefits. They did not have to deal with Total Comp. With SPEEA's help, employees started meeting once a week to evaluate current issues. Our enthusiasm, open debate, and heated discussions helped the diverse group decide to organize. One day, a member showed a plan titled "Organizing Oz." We laughed, but the title stuck.
Every character was represented within our group. The humor of "Organizing Oz" and perspective helped as we developed plans to fix the problems caused by the wizards in the Emerald City. As the ideas solidified, flyers and sign-up sheets were printed and we went out for petition signatures. It wasn't hard to get employees to sign up. As the campaign and the dialog grew, our signature lists grew. By April 2000, we had enough signatures so we drove to Kansas City to file at the National Labor Relations Board (NLRB) office.
The Company brought in a team of union-busting lawyers. There were posters portraying SPEEA as a wolf in sheep's clothing. There was e-mail telling us our cause was hopeless and rumors of Boeing selling Wichita. Harry Stonecipher visited and "explained" that Boeing didn't need us to be successful, that our friends and neighbors would be glad to line up and apply for our jobs. He angered an entire audience of employees. Right before the vote, Boeing bought out Joyland Park for the day and set up a gauntlet of white, "VOTE NO" shirts at the entrance. Confrontational presentations and intimidation were the order of the day. The newspaper headlines the next day read "Boeing Lobbies Employees" and had a great picture of us working the front gate.
Election Day was exciting. The NLRB collected votes and we, as observers, were present for the count. There were eight counting tables, each with about 500 votes to count. At each table the NLRB rep opened each vote and read the result to the observers. I kept count at my table. The scene was tense as monitors moved around the room guessing at the outcome. The No vote was ahead at most tables and management was patting each other on the back. My table was quiet, but I was grinning ear to ear. Our table's YES vote was ahead by 200 votes. When the counting was done we had won by 65 votes! Victory! Management was stunned! We were exuberant! We laughed, we cried, we hugged! We had made history!
Hoyt was elected the first chairman of the Midwest Regional Council and was recently elected as treasurer of the national SPEEA Council.
"A Real Union" - National Convention, Conference are big success
More than 150 SPEEA Council Representatives, staff and guests gathered in Bellevue, Washington June 7 to 9 for a joint council meeting, awards banquet and the annual Leadership Conference, this year titled "A Real Union."
The three days of events included talks by IFPTE President Greg Junemann, Boeing Commercial Airplane President Alan Mulally, and SPEEA's own President Craig Buckham and Executive Director Charles Bofferding.
Between the meetings, speeches and workshops, SPEEA Council Representatives from around the country had a chance to meet each other and talk about issues and concerns that affect them and their members.
"I think it was one of the most worthwhile conferences I've been to," said Chris Glenn, former Council Rep and recipient of this year's Stephen Pezzini H.O.P.E. Award at the banquet.
Mike Johnson, Council Rep from Cape Canaveral, Florida, said he welcomed the opportunity to talk with fellow reps.
"It's great to get together with the other reps," Johnson said. "We have a great group in Florida, but we don't have a lot of contact with SPEEA members outside our area."
A change this year was the addition of a motivational speaker at the Friday night awards banquet. Albert Mensah, who grew up in Ghana, West Africa, held the crowd's attention while delivering an inspirational talk about opportunities.
"Opportunities are everywhere," Mensah said. "But, they are invisible to people who are not clear about what they want from life."
Saturday morning, Executive Director Charles Bofferding opened the 2001 Leadership Conference by reminding members that SPEEA earned its wings as "A Real Union" in the eyes of labor with the 40-day strike.
"I don't think we believe in a fight," Bofferding said. "But, I think everyone knows that if we are pushed, we will run the best strike possible."
IFPTE President Greg Junemann welcomed and congratulated members of the Wichita Technical and Professional Unit (WTPU) who, as SPEEA's newest bargaining unit, were attending their first conference.
"I'm so proud to see the new people here," Junemann said. "It was a tough fight, but we won. It was close, but we won! Now, more than 4,000 people in Wichita are better off. They have a contract."
Pat Waters, elected SPEEA Council Chairman at our first annual Convention on June 7th, said he was pleased Alan Mulally, President of Boeing Commercial Airplanes, addressed the council.
"I'm suffering from shock," Waters told the conference attendees. "The shock came from Alan Mulally saying he was sorry. That's the first time I've heard anyone in management say that. I was really affected by it."
SPEEA President Craig Buckham outlined the challenge for the coming year succinctly.
"We are now faced with a new challenge," Buckham said. "It is a challenge and an opportunity. That is, to engage and involve ourselves with the employees in the workplace. And, to do the best we can representing them."
Mulally offers his vision to SPEEA's Council
In typical upbeat fashion, Mulally said he looked forward to running Boeing Commercial Airplanes and building the company by working closely with the people. His definition of people includes customers, investors, our communities, Boeing employees and the people represented by SPEEA.
Mulally made the remarks during a one-hour talk before the SPEEA Council. It was the first meeting of the complete Council in one room under the union's revised constitution. He touched a variety of subjects, including the Sonic Cruiser, efforts to enlist Russian engineers and Airbus Industries.
Early in his talk, he confronted the subject of the 40-day strike.
"I don't ever want to go through that again," Mulally said. "I wish I could see everyone of you and tell you I'm sorry." He went on to say that while progress has been made, differences remain.
"We've got a lot of issues," Mulally said. "We need to work them out."
He noted that the next negotiations are critical.
"Airbus is scaling up production for next year," he said. "They don't have the orders but they are scaling up because they are looking forward to us fighting each other."
Calling the Sonic Cruiser "the coolest thing" he's ever seen, Mulally told the council the airplane is a "100 percent go."
"We absolutely believe it can be done," he said.
While Airbus and others continue concentrating on bigger airplanes, the Sonic Cruiser is what the flying public wants.
"We've got a big airplane. We've got all the major work done on the 747X. If we need it, it can go ahead," Mulally said. "Now, with the Sonic Cruiser, we're not concentrating on Airbus, we're concentrating on the customers and the people at Boeing."
As for Airbus' A380, he said, with an even broader smile than normal, "I think it's great the world will have an 800-seat airplane. That's what people want to do, fly around with 800 other people."
Stating the Puget Sound region is a front-runner for performing the design and assembly of what will be Boeing's eighth completely designed aircraft, the head of Boeing Commercial Airplanes stopped short of guaranteeing the work to any area.
"If we keep improving our quality and productivity, I don't see any reason why we can't design the Sonic Cruiser in Puget Sound," he said.
Russian Design Center
Mulally confirmed that the Company is working on partnering with Russian firms to build two regional jets. Using Russian designers is also a possibility. He said Russia has the need and the high quality workforce necessary to build the jetliners.
"Somebody else will be a partner with them if you are not," he told the Council. "If there is a chance of them partnering, I want them to do it with Boeing."
Wichita and other sites
Commenting on plans to move some 757-fuselage work to Wichita, Mulally said the move takes advantage of special expertise Wichita developed by building 737 fuselages. He said final assembly would remain in the Puget Sound area.
"We're taking advantage of the best people to do fuselage work," he said.
Mulally declined to refer to other Boeing locations as "outplants," noting that it makes them sound less important. He accepted an invitation, and made a commitment to visit the Irving facility in the near future.
Throughout the hour-long talk, Mulally referred to the need to work together on improving quality and productivity of Boeing operations. That, he said, was the key for the Company.
"If we keep improving our quality and our productivity, we can grow The Boeing Company," Mulally said. "If we can do that, Boeing will be okay."
New employee benefits from temporary medical coverage
One of the best benefits available to new Boeing employees in a SPEEA bargaining unit is temporary medical coverage.
But don't take our word for it. Ask Toivo Loukusa.
Toivo learned firsthand how important medical coverage was while returning to Seattle with his wife, Laura, from Finland. The pair lived in Finland for the past three years while Toivo attended a trade school.
Originally scheduled to start at Boeing in May, he thought there was time for his Boeing Company-sponsored medical coverage to start before the couple's first baby was due in late July. Halfway across the ocean, the baby in waiting thought differently. Laura was starting premature labor. While the baby didn't arrive in the sky, the young couple knew waiting until the end of July was a long way off. They needed medical coverage and they needed it right away.
"It was pretty stressful," Toivo said. "Especially after I learned my Company medical wasn't going to start until August."
Luckily, Toivo learned
about the temporary medical coverage provided by SPEEA. The coverage
is available to all new employees who sign up as a union member
during their first 10 days of employment. The
"I learned about that coverage and suddenly I could breath again," Toivo said. "It was actually like a miracle because we had no idea how we were going to pay the medical bill."
Toivo started work as a Boeing software engineer in Everett on June 12. He works in the same building as his two brothers.
"They work on the third floor and I work on the second floor. I expect we'll have lunch a few times together," Toivo, 27, said. "I expect they'll want to see the baby too."
With Boeing medical coverage starting on the first day after an employee's first full month of employment, new workers could be without coverage for up to 60 days. In Toivo's case the Company medical will not be available until August 1. SPEEA's temporary policy bridges that gap.
"Employees should have medical coverage from their first day of employment," said Charles Bofferding, executive director of SPEEA. "That's what we believe and if the Company doesn't provide it, we will."
It doesn't take a major event or pregnancy for it to help either. Doctor visits associated with minor illnesses or accidents are also covered.
The policy carries a $100 deductible for an individual, or $300 per family. Perhaps the best news is there is no premium, just sign up with SPEEA and complete the medical dependents card and you are covered.
Temporary medical coverage for new Boeing employees is one more way SPEEA works for members.
Expecting a baby? Don't forget to notify your insurance
With all the plans and details that accompany the arrival of a newborn baby, it's understandable that an employee may overlook the need to notify their insurance provider of the new arrival.
But it happens more often than you might think. And, when an employee fails to notify their insurance provider within the 60-day period noted in the SPEEA contract, it's not unthinkable that coverage for the newborn will be denied.
Late last year an employee contacted his SPEEA Contract Administrator with such a denial and sought assistance. The Contract Administrator advised the employee to contact the provider, and also seek a medical review.
But wires got crossed. The medical review concluded the employee would not be able to add his newborn to his insurance until the next open enrollment. However, the provider had already accepted the employee's justification for the late notice. This resulted in the Contract Administrator continuing through the appeal process on behalf of the employee.
In late April, a Company Benefits Representative contacted the Contract Administrator and explained the mix up. The Benefits Representative made a special effort to contact the insurance provider to get the needed information. Success came a short time later when the insurance provider withdrew the denial letter. Thanks to the persistence by the SPEEA CA and the Company representative, the employee's problem was solved. However, it's safe to say this is one employee who will not miss another open enrollment deadline. [MM]
Council elects new officers
At their first annual Convention on Thursday, June 7th, the SPEEA Council - comprised of Northwest Region and Midwest Region Council members - elected officers for a two-year term.
Pat Waters, from Everett, was elected to serve as SPEEA Council Chairman. Pat served as SPEEA Council Chair under our previous structure for the past two years. He was actively involved in the reorganization effort and helped establish the DER Committee. Pat is an Associate Technical Fellow, and one of his hobbies is racing sailboats.
Hoyt Hillman from Wichita was elected to serve as SPEEA Council Treasurer. Hoyt deserves credit for helping spearhead the organizing effort for the new WTPU unit in Wichita. Most recently, he served as Chairman of the Midwest Regional Council. At Boeing, he is a Regulatory Compliance Programs Advisor.
Bill Scott, an engineer from Plant II, was elected as SPEEA Council Secretary. Bill has served as a Council Rep for three years. He is an engineer on the flight line at Boeing Field, and has decided to take a more active role in SPEEA. His favorite hobby is trout fishing.
New! Show your SPEEA pride with new apparel
Now you can show your union pride with new SPEEA apparel.
SPEEA recently teamed with ProMarketing Gear to provide members with 100 percent U.S. made apparel that sports the new SPEEA logo. The line of clothing includes an assortment of polo and regular shirts, sweatshirts, hats and outerwear. You may have already seen some of the apparel on your local Council Representative.
To get a garment of your own, simply visit the dedicated website at : www.speea.progear.com
You can find a link on the "General Information" area of the SPEEA website.
On your first visit to the site, you will want to log in and establish your own password. After that, revisit anytime to see the latest garments available.
Upcoming additions include two upgraded jackets, one with leather arms and collar and the other a full-leather flight jacket.
Every item is 100% Made In USA. Union workers in several different companies manufacture the raw materials and are brought together to make each garment.
SPEEA apparel from ProMarketing Gear is the best way to show you are a SPEEA member!
Wichita member honored by ASME
Lawrence D. Hole, P.E., a resident of Wichita, KS, an engineer at The Boeing Company, and a SPEEA member, has been named a Fellow of ASME International (The American Society of Mechanical Engineers).
The Fellow grade is conferred upon a member with at least 10 years active engineering practice who has made significant contributions to the field. Larry earned his bachelor's degree in mechanical engineering from Wichita State University. He is also a member of the Kansas society of Professional Engineers, the Kansas State Board of Technical Professions, and the National Council of Examiners for Engineering and Surveying.
The 125,000-member ASME International is a worldwide engineering society focused on technical, educational and research issues, and sets many industrial and manufacturing standards.
The economic benefits of organizing
By Gregory Junemann, President, IFPTE, AFL-CIO & CLC
Often we are asked, "Why are you spending my dues money to organize other workers instead of spending the money on me?" This is a valid question, and it needs to be addressed.
We invest a great deal of our time and resources into organizing new members. Nay Sayers would have you believe that our primary interest is in collecting the additional dues from the new members. However, in reality, it takes several years to begin to recover from the investment of a successful organizing campaign, and obviously, we never recover the money we invest into unsuccessful campaigns. Our true concern in organizing new members is in gaining leverage in bargaining new contracts for our existing members. The rationale for this comes in two bites.
First, labor statistics clearly show unionized workers in every occupation "out earn" their non-unionized counterparts. According to the Economic Policy Institute, wages of unionized workers are an average of 15% higher than non-unionized employees with similar education and experience and working in similar occupations. The benefits of unionized employees tell the same story. Union represented workers are 16% more likely to have health insurance than employees without representation and 27% more likely to have an employer-paid pension than non-represented workers. These percentages are even higher among women and minorities.
Secondly, employers throughout the United States have been implementing a system called "Market based pay." Through this system, employers measure the perceived worth of their employees against other employee groups working in similar occupations. Moreover, long before the advent of "Market-based pay," employers used industrial and occupational salary scales to weigh employees' worth. Needless to say, employers do not seek out the wage and benefit packages of unionized workers when making their comparisons.
What this all means is that during contract negotiations, your wages and benefits are measured against the wages of employees who are statistically underpaid, and who receive comparatively inferior benefits.
By attempting to organize the employees working in similar occupations to those of our current members, we are taking a proactive approach to solving this problem. As more professional and technical workers join the ranks of unionized workers, they will come to enjoy the same benefits of unionization that we have long realized. At the same time, their increased wage and benefit packages will help drive up the industrial and occupational standards. So, instead of them holding you down, you are pulling them up.
Obviously there are other benefits to organizing new members such as more potential leaders, new ideas, more power, and increased resources. However, organizing new members to address the positive impact their improved financial status will have on the salary and benefits standards is simply sound paycheck economics.
RULES FOR CLASSIFIED ADS
Classified Advertising is provided free-of-charge to SPEEA members. The editor has full and final authority to make decisions concerning publication of each ad. SPEEA is not responsible for the authenticity or validity of ads or the quality of merchandise advertised in the SPOTLITE.
Ads are limited to 25 words or less, must be received by the 10th of the previous month and receive priority on a "first-come, first-serve" basis. To submit an ad, include your name, address, home and work phone numbers, and your clock number. Ads are published once and must be resubmitted for each subsequent monthly publication. No more than two ads per member can be accepted each month. Submit your completed ad by:
is also available on Boeing's internal web at http://classifieds.web.boeing.com
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Gas range counter unit for rec. vehicle. Two burner. $30. (206) 722-7979.
Old Fishing Tackle: seeking those old forgotten tackle boxes in the garage or attic containing wooden salmon or bass plugs, fishing reels, poles, or creels. Call Larry (425) 392-1632
GERMAN WWI & WWII War Souvenirs. Cash or Trade for authentic items. What do you have or know of ? Call Ron (425) 432-3282
Recycled laser printer cartridges. Le$$ expensive than buying new, 100% guaranteed, pick-up and delivery included. Call 1-888-608-1674 or (425) 353-3597.
Professional wedding photographer, will develop and print film, and deliver BOTH proofs and negatives for the set price of $1,000. Sarah Church (253) 946-6950.
Web page design. Does your organization or small business need a web presence? Call Tom at (360) 579-2730 or visit our web site at www.netwebbers.com
Rising utility bills? Reduce your dependency on utility companies by using alternative and renewable energy. Call Tom (360) 579-2730 or www.renewable-engineering.com
Cash for income streams, mortgage payments, notes. Contact 1-877-216-2566.
Professional sewing alteration bridal gown occasion dress making. 10% discount for Boeing employee. Donna Vo (425) 514-0963.
Rio guided tours. Please inquire at: email@example.com for details if you are going.
Today's Child Montessori. Pre-school, kindergarten, child care. In-home facility, professional staff, hot meals. Loving care in a stimulating, educational environment. Buckley/ Bonney Lake. (253) 862-3760.
35mm wedding photography. Want lots of great wedding pictures at a great price and you keep the negatives? Call now. (253) 566-4067.
Party games & karaoke rentals. Twenty games to choose from as low as $10 each. Call now for info. (253) 566-4067.
A meaningful career: get paid for helping families solve financial problems. High earnings potential. Set your own hours. For more info, call Robert Shigley. (206) 213-7475.
rate: $2 per year, $2 of the annual membership dues is paid as a year's subscription
to the SPEEA SPOTLITE.
r, Robbi Alberts
Art Direction, Wayne Schwisow
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