Wichita's newest bargaining unit approves 1st contract
Wichita - The Boeing Company's newest employee bargaining unit voted to accept a proposal that gives 4,200 professional and technical employees their first employment contract.
The approved contract, which covers Boeing office workers, was an improved version of the one narrowly rejected last month. Boeing's latest offer allocated more money for general wage increases, offered cost of living protection against extreme inflation, and allowed employees to purchase supplemental life insurance from the Company.
Members of the Wichita Technical and Professional Unit (WTPU) cast ballots after an all-member meeting May 7th at the Century II convention center. When the count was finished, 1,588 members, or 81%, voted to "accept" the contract while 354 members, or 18%, voted to "reject." The membership also authorized a strike in the event of a rejection with 1,297 members, or 67%, voting "Yes" and 626 or 32% voting "No."
The Negotiation Team and the WTPU Council recommended members approve the proposal.
"This is a real victory for the employees," said Charles Bofferding, SPEEA Executive Director. "The strong yes-yes vote on contract acceptance and strike authorization says that people believe they have a victory and they are standing united to push forward for future victories."
The contract creates salary adjustment pools of 4.5 percent during its first year, 4.5 percent during the second year and 4 percent during the third and final year. Each employee is guaranteed at least a $750 raise in each of the first two years of the contract. The proposal reduces the deductibles, co-pays and out of pocket expenses employees pay for medical coverage and prescription drugs. It improves dental coverage and reinstates the old Boeing retirement plan for represented workers. Finally, each bargaining unit employee will receive a $1,500 cash bonus.
Bob Brewer, chairman of the WTPU negotiations team, said he is pleased with the contract, and pleased the Negotiations Team and WTPU Council will not need to exercise the strike authorization granted by the members on the same ballot.
"We had the solidarity if we needed it," Brewer said. "This contract is good. We can use this contract as a starting point and as a vehicle for seeking more improvements during the interim."
Brewer added, "This contract acceptance completes the job of organizing that started several years ago and that resulted in the SPEEA recognition victory last June 30. We now have a formal mechanism to partner with Boeing and we intend to use it."
Union members were disappointed in the Company's insistence that represented employees are not eligible for the Employee Incentive Plan (EIP). The plan awards extra pay to employees when the Company performs well.
"We fully understand that the EIP is simply one more of the Boeing corporate leader's old-school anti-union tactics," Bofferding said. "It also proves that if employees want to improve their situation, they have to organize."
The WTPU was organized by SPEEA last summer. Its creation made Boeing's Wichita plant the most heavily unionized in the Company.
SPEEA and Boeing opened faced to face negotiations on February 19. Members rejected the Company's first offer March 28. The two sides returned to the bargaining table April 17. The union lifted the improved offer April 26.
Craig Buckham, SPEEA president, said approval of this contract is a significant step for the membership.
"This contract is truly historic," Buckham said. "One year ago these employees did not have a bargaining unit, they were just individuals going it alone against the Company. Today, they are the largest bargaining unit organized in the United States in more than a decade. And, they did it in a Right to Work state. This vote gives them a contract. We are all very proud of their accomplishment."
Regional Councils elect new officers
SPEEA's Northwest and Midwest regional councils recently conducted elections to select new officers. Officers are elected from the councils to serve two-year terms.
The Council Officers' duties include setting the agenda of the Council meetings and monitoring the activities of the various Council committees. They are some of the hardest working members of our organization, participating on numerous committees themselves.
Chairman Jimmie Mathis (R-10) is a previous council chairman and a Council Rep since 1980. He is an engineer in Boeing Materials and Technology. He most recently held the position of Council Treasurer.
Treasurer Joe Gregg (B-10), an engineer, joined Boeing in 1981. He has been a Council Rep since 1993 and previously served a term as Council program chair.
Secretary Sharon Moats (R-6), a technical unit member, joined Boeing in 1979. She most recently held the post of Council program chairman.
Chairman Steve Smith (N-32) joined Boeing in February 1998 and holds the position of Avionics Technical Writer. He was a member of the WTPU Negotiation Team.
Treasurer Burt Shah (N-5) is a Senior Specialist Engineer in Boeing-Wichita's Manufacturing Research and Development organization and has been with Boeing since June 1988.
Secretary John Poettker (N-7) is a 15-year Structural Design Engineer and is currently working in 777 Thrust Reverser Design. He was re-elected to this position.
The news media - They care what we think
SPEEA is in the midst of a transformation. We are growing out of our role as merely the Boeing union for technical workers and into our new role as a model for organized labor everywhere.
The process is evident in the amount of attention our union receives from the news media. Not long ago SPEEA had to work extra hard to earn the attention of the local news media. While we still must work at it, the media, including the national and international press, now often calls SPEEA. Rarely a day goes by that a reporter from some newspaper or broadcasting outlet does not call SPEEA headquarters to ask about some issue in the workforce or event at The Boeing Company.
During the past week alone we have assisted reporters from Chicago, New York, Great Britain and France. Add to that an assortment of telephone calls from the local press. Local for SPEEA includes media throughout the Puget Sound region and in Spokane, Portland, Wichita, Texas, California, Utah and Florida.
This newfound fame is enviable. It speaks volumes about how the engineers, technical and professional workers at Boeing have earned the respect of the general public. The public has learned to care what SPEEA members think. Make no mistake: The Boeing Company cares what the public thinks. Just look at the recent public relations campaign Boeing mounted to decide on and finally announce the location for the new corporate headquarters. Generating that level of hoopla is not cheap.
The news media did more than simply carry the Company's message. News coverage amplifies the message. When people hear or read something in the news, a little voice is screaming in the back of their head, "Hey! Pay attention! We're covering this because it's important!" Paid advertising carries nowhere near the weight. That's why you'll never hear this phrase: "Our top story tonight - Wal-Mart is having a sale on blue jeans."
The news media is also one of our greatest member communications tools. Meet their criteria for "news value" and the media will carry our message to SPEEA members. And, as good as our own publications and communications become, the news media is faster. When the strike started in 2000, I suspect most members heard about the call to walk out first from the news media. The same is probably true for members of the WTPU and how they learned about the recent ratification of their first contract.
Some of us might prefer receiving such news first through our own channels. The fact is that the people who report the news are paid to get it first and get it out fast.
The realization that the news media can help carry our message is somewhat unique among labor unions. Few unions today recognize the value of news coverage. Even fewer are patient enough to let the process take root and evolve within their own organization.
The recognition of this tool comes with the realization that the coverage we earn will not always be flattering. Occasionally it might be harsh or, at least in our view, misleading. But, over the long term, few things will have the impact, both internally on our members and externally on the Company and the general public, as will good solid coverage by the news media.
Pull it all together and the result is a broad recognition that SPEEA is a rising force in the American labor movement. As much as we would like to flatter ourselves, people in other parts of the country, and even The Boeing Company, didn't learn about SPEEA by reading the monthly Spotlite. Many times they learned about SPEEA by reading the newspaper or listening to the evening news.
The news media is not the only tool for expanding the influence of SPEEA, but it is an important tool.
NEWS FROM MIDWEST COUNCIL
CESO Conference Report - April 2001
Burt Shah and Dan Mengoni represented the Midwest Council at the Spring CESO (Council of Engineers and Scientists Organizations) meeting in Washington, DC. Groups of the union representatives visited legislators and discussed a variety of issues affecting our members. Among the issues discussed were:
PROTECTION OF FLSA
PRIVATIZATION OF PUBLIC-SECTOR
H-1B VISA MAINTENANCE
Wichita/Hutchinson Labor Federation celebrates OSHA's 30th anniversary
Wichita - The Wichita/Hutchinson Labor Federation recently honored the 30th anniversary of OSHA.
Recent years have seen a rolling back of laws that had been in place for ergonomics (crippling repetitive strain injuries). In the U.S., there were 1.8 million repetitive strain injuries in the year 2000.
Judy Freeman, State of Kansas OSHA representative, indicated that worker fatalities are down by 50% since OSHA came into existence in 1970. In spite of the success, every morning in the United States sixteen people leave from home, never to return alive. In Kansas, 66 workers statewide lost their lives in the workplace during 2000.
Hartig gets a star
Bill Hartig, chairman of the Wichita Communications Team, was recently presented with an "All-Star" award for his hard work and dedication during the formation and recent contract vote for the WTPU. The award included the registration of Hartig's own star with the National Star Registry. The star is appropriately named "Wild Bill Hartig."
An interview with WTPU Negotiations Team Chairman Bob Brewer
Before the Wichita Technical & Professional Unit (WPTU) ratified its contract, Negotiation Team Chairman Bob Brewer answered many questions from members about the process and his thoughts about negotiating a contract for SPEEA's newest bargaining unit. Following are some of his responses from the all-member meeting and other meetings held with members. WTPU member Earl Carter pulled together the responses into this interview.
Q. As you began negotiations, what were your expectations for the outcome?
A. I knew going into negotiations that the exciting contracts for other SPEEA units were the results of decades and decades of negotiations. So, to expect that we would come out as good as or better, I really didn't feel that. I thought if we could get close, we'd be successful. We had some shortcomings as we came out of this thing, our expectations weren't met; but we got a lot that we didn't think we'd come out of this thing with, actually.
Q. In light of the things that we did have taken away from us (disability, EIP), you guys have said a lot of times that you feel that the Company really wanted to team with us; and there's a feeling out there that they really didn't want to team with us, that this was just smoke and mirrors and their taking those takeaways was the obvious signs of that. How do you feel about that?
A. Let me put one thing
straight about the disability. One of the things that we had going
in that the members told us is "do not lose our disability." It's
the best disability program Boeing has. Now, are we going to pay
a little bit for that? Yeah, we are. We are going to be required
at this time to pay a little bit for that. I think there are some
offsets out there to that, also. We sat across the table for five
weeks with people that had never worked with union people before.
Q. You mentioned that you gave up some things you really didn't expect. Where do you think the Company made out?
A. I think, even if you looked at benefits, we made some gains there that I don't think they wanted to give. I think another one was the VIP. Their first proposal was to come in and take us back to FSP. They wanted to go back to 50 cents on the dollar match. We fought that. There were some institutional issues as far as the union that were very important that we stood our ground on, and stood it hard. And they did not want to move, but they did. At one point in time, it was Charlie (Bofferding) who actually said, "Until we get two of these certain issues worked, we're not going into the economic issues." We didn't want people to see us as swapping, non-economic issues for economic issues. We kept them separate.
Q. Why weren't members given more time to think about, or look over the first contract proposal before we voted in it.
A. We tried to put as much information out there that we possibly could for the five-week period as we went through this thing. And it was actually the Council that made the decision on how much of a period there would be from the time we looked at the offer to the time that we actually sat down and had the vote.
Q. What was your low point of the negotiations, and then your high point?
A. My low point, and I'll be honest with you, was probably the benefits package on the medical. On the disability, we were talking pennies on a dollar. We thought that would have been an excellent return on an investment from the Company's standpoint, to go ahead and pick that up and continue it. That surprised me about as much as anything at the table. I think the EIP was a given that it was going to go away, although we pushed it from day one clear up to the morning we picked up the offer. That was also a low point.
The high point was probably the non-economic issues. It felt very good after all these years to be able to go to my wife and say "You know, I've got rights now. I've got rights as an employee. I've got recall rights. I've got bump-back rights. You know, I've got seniority rights." Those are things that I've always wanted to share in with salary ranks at Boeing. They've never been there before; now we have them and, not only that, they're guaranteed.
Q. What is the most important thing you've learned from the negotiations?
A. I think probably the biggest thing I learned was that, when the Council sat down to pick the team that was going to negotiate this contract for them, I had no idea what I was getting myself into. I don't think anybody on the team did. I've been on several committees and teams over my 20 plus years at Boeing, and this is probably one of the most diverse teams that I have ever had the opportunity to sit in with or work with. Everybody brought a different strength to the table. It was neat to watch.
Retired from Boeing - but not from his union
"The guy who lives there retired at 65 and had to take a new job at QFC because he didn't have any health insurance," Keyser, 59, said. "The guy who lives next to him works at McDonalds to pay for his own insurance."
"Me, I'm retired and thanks to SPEEA, I have my retiree medical benefits. That means I can go fishing instead of to work," Keyser said. "That's what the union did for me. They saved my retirement medical benefits."
Keyser is a walking billboard for unions and for SPEEA. He is rarely without a SPEEA strike hat on his head. He earned it.
Scheduled to retire at the end of 1999, Keyser postponed his retirement so he could stay a voting SPEEA member and support the strike.
"I got up and went to work on the picket line six days a week," he said. "If it wasn't my turn to walk at my station at Harbour Pointe, I would find a site that looked like it needed help and picket there."
After the strike, he stayed on at Boeing to cast his vote on Agency Fee.
"Casting that vote on Agency Fee was great. I loved it," he said. "I just kept thinking about all the people who took the benefits won by the union and never had to pay. Make no mistake, if unions had not bargained for pay and every other benefit employees have today, nobody would get them."
Keyser finally retired on August 31, 2000. He and his wife, Caroline, have a grown son. Unions and company policies are frequent subjects in the house. Caroline is a mid-level manager and a frequent member of her employer's management negotiating team. The conversations are always pleasant. The couple has been married 35 years.
The son of a union meat packer, Keyser has been a union member for most of his adult life. After leaving the Marines in 1966 he went to work at The Boeing Company and joined the IAM. In 1969 he left Boeing for a higher paying job at Ernst Hardware where he joined the Retail Clerks Union. In 1971 he joined a construction firm and also joined the Heavy Construction and Highway Union. After learning how to operate a crane he switched to the International Union of Operating Engineers. It was there had he walked his first picket line.
"We were out for more than 30 days," he said. "I can say for a fact, nobody crossed our picket line."
In 1988, after running his own business for a few years, Keyser went back to Boeing. He joined SPEEA at the orientation meeting on his first day.
"SPEEA wasn't a strong union then," he said. "But any union is better than no union. Joining was a no-brainer for me."
The 40-day strike, and the vote on Agency Fee, transformed the union.
"SPEEA today is a strong union," Keyser said. "The strike, and the vote on Agency Fee, showed everyone this is a REAL union."
Keyser believes all workers, and particularly young professionals, should learn more about the battles unions won in the past to make the workplace what it is today. He said while some people view unions as trouble, he views them as an "employee benefit" on the same level as vacation time, sick leave and a 401-K plan. He opposes hiring contractors and out sourcing jobs.
"I haven't met a contractor yet that didn't want to become a full-time employee," Keyser said. "As far as outsourcing goes, every time the Company outsources a part, that's work that a Boeing worker doesn't get to do."
The longtime union member believes employees must be diligent watchdogs of their employer, particularly in the area of benefits. Benefits are where companies are looking to save money and trim costs. He believes Boeing will make new attempts to cut benefits for employees in years to come.
"Next time you are at the store, ask the white-haired guy pushing your grocery cart or checking you out why he is still working," Keyser said. "It's not because he likes to push grocery carts. It's because he retired from somewhere that doesn't provide benefits for retirees.
"People today think they don't have to worry about such things. They say I'll worry about it 'someday'," he said. "Well, it wasn't too long ago I was a young man looking in the mirror at a guy with a full head of black hair. Now, I'm a bald gray-haired guy. Someday gets here real fast - faster than anyone wants it too.
"The time will come when SPEEA needs to strike again," Keyser predicted. "When it happens, just call me. I'll be there."
The following essay was a prizewinner in the annual IFPTE scholarship competition. Heather Trees received one of three $1,500 scholarships awarded annually by the IFPTE.
Being a member of a union family
By Heather Trees
To me, unions have always been just something that I read about in newspapers and history books. That is, until I came home from school on February 9, 2000 and saw my dad at home working on the car. For weeks before that he had been working dozens of hours of overtime and I had not even seen him in the daylight.
My dad is a member of the Society of Professional Engineering Employees in Aerospace (SPEEA) and when his new contract was voted down, he went on strike with the other SPEEA Boeing engineers for 40 days. I couldn't believe that a company would think so little of its employees and so much of the value of its stock value that it would offer a contract to its employees that took away benefits they had worked hard for and had in the previous contract. When I thought through this, I was extremely glad that my dad was part of a union and that the union would fight for its member's interests.
It was actually fun and exciting walking the picket line with my dad when he was on strike and it was an experience that I will never forget. My two younger sisters and I (I'm next to my dad in the photo) went out on the picket line with him several times and really enjoyed the camaraderie among the picketers. We stood in the rain and cold while hugging the burn barrels, waving at honking cars, and drinking hot apple cider. Teamsters and Machinists driving by would stop and talk to us and let us know how things were progressing within Boeing, sometimes giving us donuts. Often times I would share with my history class what was happening and how the strike was impacting Boeing. While on strike, we had no idea how long it would be before an acceptable contract was offered, so we had to watch every penny we spent. Pretty much, the only things we purchased were milk and bread. Everything else, we already had or we just did without. I never realized before that it was possible for my family to live on so little.
Unions have done so much for my family and for all Americans. Over the years they have given invaluable benefits such as a 40-hour workweek, job security, and decent wages. My dad is able to spend time with his family because he is given vacation time and holidays off. With that time our family has been able to enjoy each other and to learn what a great country we live in by camping and traveling. We also don't have to worry about him being laid off for no reason and if his job is no longer needed, he will be retrained at the expense of the company. The benefits just seem to go on and on. Medical insurance is offered, sick leave is provided, and good retirement benefits will be there when my dad retires. These are some of the many great benefits that my family enjoys because we are a union family.
Now, when I read in my history books about unions and why they were begun, I understand more fully what the early union members and their families had to endure and why they fought so hard for decent wages and working conditions. I have also learned to appreciate other unions and I am more aware and supportive of these unions when they go on strike. I am one hundred percent in favor of unions and am very thankful for what they have brought my family and America.
SPEEA Activity Report
"Just Cause" must be upheld in termination cases
One of our Contract Administrators has recently been individually involved with employees identified for termination by the Employer. SPEEA's role in these situations is to ensure that the employee is fairly represented and to grieve the process where just cause has not been satisfied.
The first case involved an employee who had two previous suspensions for an attendance problem. During the meeting where the Employer was going to terminate the employee, the Union requested a caucus to discuss the employee's individual situation. During that conversation, the employee acknowledged that they had a potential drug/alcohol problem and needed assistance. When the meeting reconvened, the Contract Administrator referenced the language in Attachment 4 of the contracts, which allows for a termination to be held in abeyance subject to mandatory participation in the Employee Assistance Program (EAP). The meeting quickly changed directions affording the employee an opportunity for assessment and rehabilitation. Success for all parties will be achieved when the employee satisfactorily completes the terms of the Compliance Notification Memo (CNM).
The next termination dealt with a safety issue at the workplace. The Employer's position was that the action was so serious that it warranted termination while the Union argued that there was no "wanton disregard for the safety of others" by the employee and that the punishment did not correspond to the act. After going through the Step 3 process and the request for arbitration, the parties agreed to an appropriate resolution of the matter.
Termination of employment is sometimes considered the workplace equivalent of capital punishment. Even though some terminations will ultimately remain in effect, the grievance process allows for numerous checkpoints to ensure that people are being treated fairly. SPEEA is relentless in this effort. [BR]
SPEEA Does Make A Difference!
Few SJC reclass grievances
Each of SPEEA's Contract Administrators have been feverishly working the grievance process for employees that did not receive what they perceived to be the appropriate job level in the recent SJC conversion process. Immediately upon the conversion process being completed, Council Reps (armed with brochures) were working with employees assembling the necessary information to process grievances and participating in Step 1 with the employees and their managers. If resolutions were not achieved at that point, the Council Reps would introduce the employees and their cases to the Contract Administrators for further processing.
One of the Contract Administrators recently reported that he processed five cases as Step 3 grievances to the corporate offices. Out of those cases, 2 of the cases are still awaiting meetings with the respective skill teams. In the other 3 cases, 2 of the employees received the desired reclassification with the retroactive increases while the third unfortunately did not. However, the latter received valuable feedback from the skill team that will enhance his opportunity for reclass in the near future.
During the last 2 months, the comments and concerns regarding the SJC conversion process have diminished greatly and the identified problems are being worked. This provides both parties feedback that the conversion process did work as planned and ensuing disagreements over job classification should either be handled directly with the management chain or through Article 22 of the collective bargaining agreements. [BR]
Laid Off member faces denial of unemployment benefits
About a year ago, one of our members was laid off after declining a "less-than-equivalent" offer. Soon after, she began to receive her unemployment benefits and enrolled in a re-training program. Late last summer, she was notified that her unemployment benefits were being challenged on the basis that she "quit the Company". She contacted SPEEA and a Contract Administrator began an investigation.
Unfortunately, this is one case in which the Company was less than helpful. Ultimately, the Contract Administrator prepared to take the former employee's case before an Administrative Law Judge to explain that she had been laid off and did not quit. Two days before the hearing, the Contract Administrator was contacted by the State Employment Security Office and notified that they had reversed their decision. The Hearing was canceled and she continued to receive her unemployment benefits.
The former employee (and former union activist) was grateful that SPEEA advocated on her behalf. She also believes that she might not have prevailed without our assistance. Though we would like to believe that the "right thing" would have happened, it's hard to say. Regardless, there's no doubt that this long-time member is sure that SPEEA MAKES A DIFFERENCE! [MM]
Pre-SJC tech level upgrades
A SPEEA Council Rep notified SPEEA staff that two Technical Unit employees in his group had recently received upgrades of 3 levels, but had only received the new minimum $2000 rather than $2400 (i.e., $800 per step under the old job description system). Staff contacted representatives at The Boeing Company and reached an agreement to correct this problem. Boeing agreed to pay these two employees an additional $400 retroactive to the effective date of the upgrade.
SPEEA Staff conducted additional research and found 10 more Tech Unit employees who had been promoted 3 levels (under the old job description system) but had only received $2000. SPEEA contacted Boeing and arranged for the correction of their salaries (an additional $400) retroactive to the effective date of their upgrades. These corrections were delayed in some cases due to the SJC conversion process, but all employees received the retroactive pay when the SJC conversion was completed. [MN]
"A deal is a deal"
A new member who transferred into the Tech Bargaining Unit on January 2, 2001 was mistakenly entered into the payroll system as a non-represented employee. When January 10, 2001 came around, this member was fully expecting to receive the $1,000 delivery bonus as stated in the SPEEA contract. When he didn't receive it, he contacted the SPEEA office to find out why.
The Contract Administrator conducted an investigation and discovered the error in his company records. The member was advised to contact his HR representative and have the record changed to reflect that he was in fact in the bargaining unit on January 10.
We have learned the records were changed and the member received his delivery bonus check as guaranteed by the contract. [DG]
Council Rep makes a difference!
On December 7th 2000 I was called into a meeting with my peers to discuss my work performance. Management was under the impression that I was not getting work done satisfactorily and not working a full 8 hours each day. I was also informed that if this trend continued, I would receive a CAM (Corrective Action Memo) possibly resulting in termination.
My supervisor put together a plan to review my performance. The plan called for another review after six weeks. My supervisor also met with me each week. Vicki Harp, my SPEEA Council Representative, also attended the meetings.
At the end of the six-week period, my supervisor not only came to the conclusion that I was doing the work satisfactorily, but that I was performing at a higher skill level than my current salary reflected. With Vicki's help I went from my first meeting and fear of "receiving a CAM" to my last meeting where I won the support of my supervisor and "received a level upgrade".
Thank you Vicki for all your help!
Recalled employee faces delay
Recently, the Everett SPEEA office was contacted by an employee who had been recalled. The employee had accepted the recall offer, but his situation was complicated by the fact that he had recently undergone surgery and could not return to work right away. The Company agreed to give him time to recuperate. Several weeks later, he contacted the Company to return to work. He informed the Company that he had a requirement to avoid heavy lifting and climbing for a period of time, but that he should be able to perform his job without much in the way of accommodation. He was contacted by a representative of the Company and told that he could not return until any and all medical limitations were taken away. The Contract Administrator contacted the Human Resources supervisor and was able to clear up the confusion.
Result: The employee was brought back to work immediately after the break. But without SPEEA's intervention, his return could have been delayed until later, possibly February. Also, getting back on the payroll meant that he would be eligible for the final delivery bonus.
The employee is grateful to SPEEA for the help. [MM]
Steel-Toed shoe reimbursement program
The new SPEEA contracts
allow each employee up to $50 per year reimbursement of the purchase
price for steel-toed safety shoes that are necessitated by either
regulatory compliance or company directive. Following is a brief
overview of the newly-developed reimbursement process that was developed.
SPEEA is satisfied that this process complies with the intent of the language negotiated. [BR]
Let's celebrate the past year's successes! Get your tickets now for the
14th annual SPEEA picnic
Saturday, July 28, 2001
Woodland Park Shelter #3
(North Seattle, north of 50th between Green Lake Way & Hwy 99)
We'll have volleyball, bean bag toss, and entertainment starting at 10:30 a.m. Lunch will be served from noon to 1:00 p.m. SPEEA will provide the hotdogs/sausages, buns, condiments, and soda pop. We ask that each of you bring a potluck dish of your choice (appetizer, salad or dessert) - perhaps your "burn barrel specialty"!
Starting at 1:00 p.m., we'll have games for every age group from smallest children to adults. Prizes will be awarded to the game winners. Activities will wrap up about 3:00 p.m.
Tickets are now on sale, at a cost of $2 per person age 11 and over (children under 11 are FREE). Please purchase your ticket ahead of time to aid in planning final logistics. [NOTE: Cost will go up to $3 per person if purchased after July 15th.]
OR you can purchase your tickets at either SPEEA Office - OR you can mail in your ticket request, using the coupon at right:
Ticket sellers can be found at each plant location shown below:
SPEEA Picnic - ticket order
Please send me tickets for the following meals. I've enclosed a check in the amount of $__________ (payable to "SPEEA") to cover $2 per person for ages 11 and over:
IMPORTANT: Please list the number in your party who will attend the picnic in the following age groups:
Age 0-2 _____
* After July 15th, it's $3pp 12 & over.
Clock No. _________
W.Phone ( _____ ) _____________________
Mail to: SPEEA Picnic, 15205-52nd Ave S, Seattle, WA 98188
SPEEA discounts and offers
Check out SPEEA's website (www.speea.org) under "general info" for discounts on the following:
Opera tickets (Madama Butterfly, Salome, Un Ballot in Maschera)
Seattle Storm tickets (LA June 16th, Houston July 13th, Utah August 3rd)
Wild Waves/Enchanted Village (June 13th, July 22nd, August 18th)
Golf Tournament (July 21st - Gold Mountain Olympic Course)
You'll find tremendous savings on many of these events.
Be sure to USE your VACATION!
Just a reminder, you need to start monitoring your vacation account to assure that you do not stop accruing vacation credits. Under the new vacation plan, if your vacation account reaches the maximum hours allowed, accrual will cease until hours drop back under the allowable amount. Check out SPEEA's "vacation calculator".
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
Penthouse condo in Ravenna/Seattle. 3 BR, 21/2 BA, private roof-top deck w/hot tub, view. Close to bus, Burke-Gilman trail, U.W. $314,950. (425) 771-7625.
Ballard-cute 3 BR house with detached garage. Full basement, gas heat, hardwood floors, yard, nice location, 2000 sq. ft. total. $259,900. (206) 367-4090.
Maui Condo: comforts of home, overlooking beach. 1BD, 1BA, SLP4, discounts offered, children 12 & under free. Owner (253)839-6705 or email firstname.lastname@example.org
Cabin at Copalis Beach, WA (5 miles north of ocean shores). Sleeps 5. Two blocks from beach. $75.00 per night. For information call (253)529-5444.
Boutique Bed & Breakfast, Nelson, New Zealand. Victorian home, quiet garden setting, stunning sunset views across Bay. 10% discount for SPEEA members. Book through www.serendipity.co.nz
Time share at Lake Chelan for sale. Wapato Point. 2 BR, 2 BA, sleeps 7. $5,995. (425) 337-7135 or (425) 308-0311.
1998 30 ft. SeaBreeze 5th Wheel. Like new. Deluxe options, 2 slides, used 56 nights/8,000 miles, + resort & coast deluxe memberships. $28,000 OBO. (206) 824-1291.
1992 Toyota Previa, 4 WD, cruise control, low miles, 91,000. One owner. $8,500. (253) 941-5215.
1967 Buick Skylark. 2 door, hard top mild costume. For more info, call Jared Hansen, (360) 659-7316. $3,500 OBO.
Whitewater kayak gear: Perception Matrix & WaveSportLazer (both with airbags/skirts/paddle) - $350 each OBO. Good gear for beginners. (206) 567-4489.
5 walnut side chairs, made about 1840. $560. (253) 891-6945.
48 inch round tilt-top game table with clam feet. Made of mahogany, made about 1870. $900. (253) 891-6945.
FREE! Twin day bed + mattress, good condition. (425) 778-5229 evenings.
Push lawn mower, $15.00. (206) 722-7979.
1999 15 hp Yamaha outboard, L/S. Purchased new in 2000 and used only twice . $1,595 firm. Call (206) 230-9866.
Looking for nice but used swing set/slide play set. The larger the better. We have a 5 yr. old and 3 yr. old. Nice! (360) 653-8624.
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
Getting married? Music planner/musician/vocalist. 19 years experience, access to other instrumentalists: flute, violin, cello, piano, guitar, harp, viola. Contact Jack (425) 745-3884, email@example.com
Quality fun and educational books for children ages 9 months on up. Great prices! call Nancy, Usborne consultant. (425) 483-8910.
GERMAN WAR SOUVENIRS from WW! & WWII. Cash or trade for authentic items. What do you have or know of ? Call Ron (425) 432-3282
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
Back to Top