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May 2002

SPEEA visibility
St. Louis Organizing Committee members, from left, Charlie Morris and John Gittemeier are seen with SPEEA St. Louis staff member Eddie Olivera.

Meet your 2002 Negotiation Teams - Part ll

President's Corner

NW BANQUET
Robinson, McCarty among banquet honorees

Letters to the editor

Start saving!
Negotiations are around the corner

Spokane employees
contemplate future

Discount on Wild Waves Tickets

In Brief

Classified Ads

News from Midwest Region

WEU Negotiation Timeline

Wichita-SPEEA in Lock-Up
for Muscular Dystrophy Association

Irving Negotiations, in Retrospect

Wichita-Hutchinson Labor Federation Meeting

MW BANQUET
Evans and Smith among many honorees

Airbus Industries
A look at Boeing's competition

Labor History
The eight-hour workday

 


Meet your 2002 Negotiation Teams - Part ll

The Northwest and Midwest Councils recently elected negotiation teams for upcoming contract negotiations. Last month we reported on the Puget Sound Prof Unit team members. This month, we'll cover the Puget Sound Technical Unit Negotiation Team. We will complete the introductions next month with the Wichita Engineering Unit Negotiation Team.

Puget Sound Technical Unit

____________

Larry Marrell

Real concern about the upcoming negotiations is the reason Larry Marrell applied for, and is now working hard to acquaint himself with negotiati
ons issues.

Born in Chicago and raised in Fremont, Calif., Marrell started his aerospace career with the U.S. Navy in 1967. He earned an Associate of Arts degree from Ohlone Community College and attended U.C.L.A.

He joined The Boeing Company in 1978, working in electrical mock-up as a member of the IAM. Marrell had a varied career, working for the Postal Service, in real estate and in law enforcement. His aerospace career includes time at General Dynamics and Northrop Aircraft.

Marrell returned to Boeing in 1990. He joined SPEEA the same year. When his family ran into problems with medical insurance, he made a telephone call to SPEEA.

"One phone call to SPEEA and within a few days the operation was approved," he said.

The experience pushed him into becoming an Area Rep. In 1992 he became a Council Rep. At the recent awards banquet, Marrell was named one of the union's Outstanding Activists. He has a tough time escaping talk about Boeing and SPEEA since his wife Sharon works at the Company and also serves as a SPEEA Council Rep from Everett.

"The events of the last year and the subsequent layoffs are creating serious challenges to our members and The Boeing Company," he said. "I believe sacrifices have, and will be, made.
I believe that those of us who remain are the future heart and soul of this Company and deserve to be compensated for what we will be asked to do."

Larry and Sharon Marrell have three grown children and six grandchildren.

____________ 

Chris Glenn

Chris Glenn has put in thousands of hours over the past seven years serving in various capacities for SPEEA. The work and dedication recently earned Glenn an Outstanding SPEEA Activist award at the recent Northwest Regional Awards Banquet.

Born and raised in Kirkland, Washington, Glenn attended Skagit Valley Junior College and Orange Coast College in Costa Mesa, California. He completed a tour of duty in the Navy during the Vietnam War. After leaving the Navy he worked for John Fluke Electronics, Bar-S-Cudahy, Orange County Parks Department and numerous other jobs, before joining The Boeing Company in 1989 as a Final Assembly Inspector. He transferred into the SPEEA Technical Unit in 1990, following the path of his father who was one of the earliest members of SPEEA.

Today, Glenn works in Manufacturing Engineering Planning in Everett.

He joined SPEEA in 1990 and, seeking more information, became active almost immediately as an Area Rep. In 1995 he was elected to the SPEEA Council, and served on the Bargaining Unit Negotiation Support and Dues Structure committees. In 1996, he was appointed to the Joint SPEEA-Boeing Benefits Discussion Group, working with Company representatives to help improve benefits for SPEEA members. He currently serves on several SPEEA committees and as a delegate to the Snohomish County Labor Council.

This is Glenn's second stint on the Negotiation Team. He served on the team in 1999 during the historic 40-day strike. He has also served on a wide variety of labor, local government and community service committees.

"I want to do everything I can to make sure we have the best contract for members," Glenn said. "I want to see SPEEA continue to evolve as the best union possible for the technical community at Boeing."

Glenn and his wife Dorothy have three grown children.

____________ 

Dave Landress

Since joining Boeing in 1985, Dave Landress has worked as a Tech/EE Equipment worker. His work is in the area of special test software and equipment to support manufacturing for production and development hardware.

Born in Dallas, Texas, Landress has lived around Renton, Washington since 1969. He studied electronics at Renton Vocational Technical Institute and is currently studying computer science at Grantham Engineering College. His work career includes time at the Renton Fireplace Shop and Seattle Wholesale Floral Supply.

Landress joined SPEEA when he came to work for Boeing in 1985. He became an Area Rep in 2000 and a Council Rep in 2001. This is his first time on the Negotiation Team. His teammates have elected Dave as their Chairman.

"I want to help determine SPEEA's future," he said. "My goal is for SPEEA to be a union that the membership truly believes in."

Landress has good advice for new members. "SPEEA works for you; if you don't speak you'll never be heard."

Landress and his wife Ronda have three children, Kristen, Alex and Aeriel.

____________ 

Judy Mogan

Tech Designer Judy Mogan joined The Boeing Company and joined SPEEA in 1992.

Born in Sacramento, California, she spent much of her youth living in Santa Barbara and San Luis Obispo in Southern California.

Mogan moved to the Puget Sound area in 1981 and was graduated from Highline Community College with a degree in design. She worked as a buyer for a retail furniture chain and in sales for about 10 years before hiring on at Boeing.

In SPEEA, she has served as an Area Rep, Council Rep and is currently the chair of the Organizational Planning Committee. She was a picket captain during the 40-day strike and serves as a delegate to the Pierce County Labor Council.

Judy has a strong desire to get the voice of members' heard. "SPEEA is nothing more than a union of the working people of Boeing," she said.

She urges all members to: "Get involved. Be pro-active. Always use your opportunity to vote and communicate with SPEEA."

____________ 

Alan Rice

A member of the 1999 Tech Unit Negotiation Team and currently serving on the Executive Board, Alan Rice is back on board this year as alternate for the Tech Unit Negotiation Team.

Born in Seattle and raised in the greater Snohomish County area, Rice earned an Architectural Design certificate from the Phoenix Institute of Technology, and an Aerospace Drafting certificate from Lake Washington Technical College.

He hired on with Boeing in 1978. Today, he works in Everett as a Technical Designer, 777 Systems Integration Focal. Rice's time
at Boeing includes work in Widebody Structures Design, Payloads and Mechanical/Hydraulic Systems.

Rice joined SPEEA because of a desire to learn more first-hand about what the union was about. He became an active Area Rep and later a Council Rep.

He applied again for the Negotiation Team because of a desire to use the experience he gained on the 1999 team.

"I enjoy the duties and service to members so it made sense to volunteer my time and energy again," he said.

Rice said he would like to help SPEEA attract new members.

"I want to see us deepen our internal solidarity," he said. "We spend a lot of time broadening our sphere of affiliation and influence and I want to see as much care given to our existing members."

His advice to members is straightforward. "This is your union. Get involved, stay informed and support those who you elect to represent you."

Rice has four children, Rob, Mike, DeeAnna and John.

 

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President's Corner

by Thomas E. Day

WE HAVE CAUSED OUR AUTHORITY TO BE DELEGATED! SPEEA is an organization whose policies are determined by a Council, managed by an Executive Board.

Unfortunately, at this time, most SPEEA Members don't yet understand the constitutionally defined operational structure of our organization. Though I may be wrong, my guess is that most people couldn't name 2 out of their 7 Executive Board members, and most probably don't know their Council Rep and Area Rep. This is reflective of the generally low level of involvement most members have in SPEEA. Given the strong position of SPEEA since the strike, and the gravity of the challenges facing SPEEA, it is no longer possible to rationalize lack of involvement. We now have a very real ability to deliver positive improvements.

Our low involvement level forces others to control our destiny! If we are not getting what we want out of SPEEA, then who can we blame?

In truth, the Members can and should control SPEEA. How? PETITION & VOTE! If any SPEEA Member wants to change our Governing Documents, lower or raise our dues, replace an officer or a Council Rep in their district, all they need to do is start a Petition, and acquire the needed signatures. A ballot to determine outcome is then put to the SPEEA Membership. It is that simple.

Do you like the way your dues are being spent?

Do you think the SPEEA Spotlite and Web-site should be run by SPEEA Members?

If you want to form a policy committee or open SPEEA publications to member control, and these initiatives are foiled by unresponsive officers or Council Reps, you can petition them out of office!

Personally I'd like to see the "Spot-Light" put on SPEEA Volunteers, SPEEA Members, Area Reps, Council Reps, and E-Board Members in the SPEEA Spotlite.

At present, we have numerous situations where SPEEA Staff have, of necessity, assumed responsibility to make decisions that can again be ours. VOLUNTEER TO STEP IN AND BEGIN TO ASSUME RESPONSIBILITY FOR THE CRITICAL FORMS of SPEEA Communication. Let's free the staff to do the things for us that can only be achieved by full time staff people.

TAKE CONTROL! Please get involved with SPEEA, and DETERMINE YOUR OWN DESTINY!!!

____________ 

President's articles are printed as submitted and with no editing.

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NW BANQUET

Robinson, McCarty among banquet honorees

With airplanes from the past hanging nearby, more than 300 SPEEA activists gathered in the Museum of Flight gallery Saturday, March 23, for the annual Northwest Region Recognition Banquet.

Jerry Robinson, recently retired after 11 years on the Executive Board, and Tom McCarty, father of the SPEEA burn barrel, took home Special Leadership Awards for their contributions to the union.

Robinson made a name for himself by always making it a point to stop and visit SPEEA members and other unions during his travels for Boeing.

"He's our 'Ambassador to the World'," said Past President Craig Buckham. "Every time Jerry visited someone, we got back a positive report."

Tom McCarty, currently on the Executive Board, received his award for "making the union stronger."

"Tom's wisdom and good judgment is always beneficial," said Buckham.

The banquet brought together union activists and leaders from throughout the Puget Sound bargaining units. In an effort to hold travel costs down and provide suitable recognition for Midwest Regional members, a banquet was held in Wichita on April 20. The banquets provide an opportunity to look back on the year and honor the many contributions of union activists.

"We recognize the contributions far too little at SPEEA," said Executive Director Charles Bofferding, who along with Buckham served as Masters of Ceremonies.

Making his last appearance as president, Buckham reflected on the friendships forged through three years as union president. It was a presidency marked by some of the most significant changes and accomplishments in the union's history. During Buckham's term, SPEEA affiliated with the International Federation of Professional and Technical Engineers (IFPTE), redrafted its constitution, succeeded in organizing the largest new bargaining unit in the United States in the past decade, and waged the largest white-collar strike against a U.S. corporation in history.

"I'm proud of what we have accomplished," Buckham said. "But, I do have a heavy heart that I'm leaving office and won't be as involved in the next two years."

Buckham reflected on the long days of negotiations and picket duty during the strike and then received a standing ovation from the more than 200 people in attendance.

The awards presentations moved quickly through long lists of accomplishments. [See complete list of winners on page 5.]

Judy Mogan, who recruited 89 new members last year, was the top recruiter. Following her were Bryan Young with 27 new members and Kevin Wescott with 22 new members.

Six Council Reps were honored with Top New Activist Awards. They were: Tom McCann, Council Rep (CR) Renton, for handling more than his fair share of retention appeals ... John Lynn, CR Everett, singled out for his complete knowledge of Company processes ... Kurt Schuetz, CR Everett, nicknamed by members as "Cool Hand" for his steady handling of issues ... Vicki Harp, CR Renton, who even performed her Council Rep duties while driving home from work. Other winners included Dave Pearson, CR Everett, who was immediately immersed in SPEEA representation issues after taking office last year, and Jean Ray, who stepped in this year to take over as chair of the Tellers Committee.

Larry Marrell, CR Everett, received an Outstanding Activist award for work that included pushing for a workable solution for employees at Harbour Point. Bill Sutton, CR Everett, also received an Outstanding Activist award. Sutton's work included countless hours on employee reclassifications.

Other Outstanding Activist Awards went to Steve Karich, CR Renton, for helping organize the SHEA employees ... and Chris Glenn, AR Everett, who chairs three different SPEEA committees. Cynthia Cole, CR Dev. Center, was honored for sharing what she learned at Union Counselor training and Common Sense Economics training for members. Joel Funfar, CR Plant II, received his award for constant activism on many committees, including taking over as chair of the Legislative and Public Affairs Committee.

"These are all people who jumped right in and started making a big difference for us," Buckham said.

A final new activist award was presented to Jennifer Mackay, who was Spokane Council Rep during the past year before being elected to the Executive Board in March.

"When Boeing said they were evaluating the Spokane Plant for possible closure, Jennifer stood up and took them on and planned the 'Save Boeing Spokane', campaign," Buckham said.

Receiving her award, Mackay said, "We all love our jobs in Spokane. I had a lot of help and we did what we had to do."

Northwest Region Awards List

Top NW Recruiters
Judy Mogan (89 members)
Bryan Young (27 members)
Kevin Wescott (22 members)
Jayme Schmidt (16 members)
Lynn Reynolds (15 members)
Phil Richmond (14 members)
Lynda Maynard (10 members)
Joe Lake (10 members)

Outstanding SPEEA Activists
Larry Marrell, CR Everett
Bill Sutton, CR Everett
Steve Karich, CR Renton
Chris Glenn, Area Rep, Everett
Cynthia Cole, CR Dev. Center
Joel Funfar, CR Plant II

Outstanding NEW Activists
John Lynn
, CR Everett
Tom McCann, CR Renton
Kurt Schuetz, CR Everett
Vicki Harp, CR Renton
Dave Pearson, CR Everett
Jean Ray, Chair Tellers Committee

Outstanding NEW Activist ­ Remote Site
Jennifer Mackay, Spokane, Ex-Board

Special Leadership Award
Jerry Robinson, Secretary Ex-Board
Tom McCarty, NW VP, Ex-Board

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Spokane sale weighs heavy

How do I feel about Spokane Boeing being sold? I feel extremely disappointed and abandoned. Having worked here for more than 10 years, I have witnessed drastic changes in this company. During the first 5 or 6 years, I felt valued, and believed The Boeing Company cared about its employees. Now, the culture has changed. I feel more and more like a number on a chart.

It is hard to work somewhere when strike, offset, offloads, plant closure, and divestitures are commonly used terms. There no longer appears to be any loyalty towards employees.

I am tired of listening to Boeing rhetoric about how competition forced the corporate culture to change. Boeing changed dramatically after the merger with McDonnell-Douglas. Why Boeing shifted to a culture that was less successful is beyond me. It seems that stock price is now the driving factor in every business decision.

Ultimately, I try to stay positive and believe that something good will come of this, whether it is at this facility or somewhere else. At times like this, a person can only lean on their faith in God, as it becomes increasingly difficult to put faith in mankind.

Eldon J. Barr
(Boeing-Spokane)

Wisdom of outsourcing questioned

I would like to know what is behind all the impending moves being made by Boeing management. As a 22-year employee in the technical world, I am very nervous about my future here at Boeing.

What is driving all these moves being made within our Company? We see more and more of the product line being sold or traded offsite to vendors and suppliers. Boeing only has one listed new model coming in the near future -- the Sonic Cruiser. Already, the Company is intending to use similar offload processes to build this aircraft. What is in the cards for us as workers? What is coming down the road for the employees in the Puget Sound region? I.A.M., SPEEA and non-represented employees need to know.

Has this Company decided to boycott current workers within the United States who have put them where they are today and wipe out the American-built airplane? Will Boeing give all the work away to the slave labor markets around the world while we become unemployed? Or, is Boeing headed into a new venue of airplanes coming soon called the "Blended wing" to body styles which represent why they are selling off the old model products.

These questions have me concerned since I am in the retirement years (22 years of service). After hearing of Spokane's pending sale and Harbour Pointe, I wonder what is next?

Gary Gleason,
Manufacturing Engineering (Everett)

 

SPEEA Letters Policy

SPEEA Spotlite welcomes letters to the editor that address issues. Letters should be 250 words or less and may be edited for publication. Letters should avoid personal attacks. All letters must include both home address and daytime telephone number for verification. Due to space, not all letters can be published.

Send letters to: Bill Dugovich, SPEEA * 15205 52nd Ave. S. * Seattle, WA 98188
E-mail: billd@speea.org

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Start saving! Negotiations are around the corner

SPEEA members in three bargaining units will negotiate new contracts with Boeing this year. While we hope for smooth and respectful dealings, there is also the recognition that anything can happen.

To be on the safe side, it would be best to put away a little extra money during the months ahead. The following are some
suggestions for saving a little extra and trimming the family budget in preparation for negotiations.

Put a little extra into a savings account each month. You can do this automatically with a BECU account.

Minimize debt by paying off high-interest credit cards.

Consider changing your future VIP contribution to "after-tax" in lieu of "pre-tax" in case a withdrawal becomes necessary. (A penalty may be incurred for early withdrawal.)

Conserve some vacation hours.

Consider applying for a home equity line of credit you could tap into if necessary.

Taking a few extra steps now will make any storm ahead easier to weather. It will also show strength to the Company when our Negotiation Teams sit down at the bargaining table.

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Spokane employees contemplate future

SPOKANE - Boeing's intentions to sell the Spokane, Washington parts manufacturing facility took no one by surprise March 20. But, the move is still a blow to the 500 employees and a community that relied on the $85 million the plant pumped into the local economy.

The sale came in the wake of intense public lobbying by SPEEA, other unions and political officials. While a review of the operations was conducted, no top level Boeing official visited the plant to talk with employees during the process.

In the end, the Company announced the plant would be sold, but added that it would seek a buyer who would keep the existing workforce in place. The commitment grew from union and employee pressure that included a rally and lobbying support from Congressional leaders.

SPEEA represents 59 engineers and other technical workers in Spokane. It is the only Boeing facility where 100 percent of the represented employees are full, dues paying SPEEA members.

"I'm so disappointed that our company decided to let us go," said Jennifer Mackay, Spokane E-Board member. "This site has done everything that has ever been asked. I had confidence the Company would do the right thing in return."

Given that SPEEA Policy allows SPEEA to represent our people who have been moved to suppliers, SPEEA will make every effort to continue to represent these people.

"We will be there for the Spokane employees," said Charles Bofferding, executive director.

U.S. Rep. George Nethercutt, R-Spokane, threatened to vote against Boeing interests on the House Appropriations Committee if the plant was closed. In addition, Washington State's U.S. senators, Patty Murray and Maria Cantwell, both Democrats, visited the Spokane plant and lobbied Boeing officials to keep it open. Boeing cancelled last minute meetings with the two Senators before announcing the closing. The Spokane Regional Chamber of Commerce has estimated the plant contributes $85 million a year to the Spokane area's economy.

"To close a plant that has been a faithful contributor because it no longer fits into the latest corporate vision tells me Boeing no longer understands the importance of commitment to people, commitment to communities, and what is needed for long-term success," Mackay said.

One of the possible sale options is a buyout by the Spokane employees. A group is studying the possibility.

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Discount on Wild Waves Tickets

SPEEA members can receive substantial discounts on "Passports" good at both Wild Waves and Enchanted Village. [NOTE: Under new Six Flags' management, ten exciting new rides are being added to the park this year!] Regular ticket prices are ~$30 for adults, ~$25 for kids 48" & under (children 2 and under are free).

SPEEA will have discount tickets at $14.25 per person for two dates in June ­ Saturday June 22nd (deadline to order is June 12th), and Friday, June 28th (deadline to order is June 19th). We will also be selling tickets that are good for ANY DAY in July or August (you pick your own date)-- these discounted tickets will cost $20.00 each.

Order forms can be found in our newsletter, on bulletin board notices or on our website at: http://www.speea.org under "General Info".

Please order by the deadlines noted, to allow time to get your tickets mailed to you (late orders CANNOT be processed). For information, contact Robbi at (206) 433-0995 x126, or email robbia@speea.org.

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In Brief

Mackay wins recount
Jennifer Mackay, Council Rep from Spokane, squeaked by Jeff Stone in an automatic recount of the election for Executive Board Secretary.
The final tally showed Mackay with 2,107 votes to Stone's 2,101 votes. The Tellers Committee performed the recount March 14.
Secretary Mackay, President Thomas Day and Treasurer Michael Dunn all took office on March 27th. Each was elected to a two-year term on the SPEEA Executive Board.

Area Reps have newsletter
The weekly SPEEA Newsletter is one of the easiest and fastest ways to learn about the latest union news. It's full of workplace information designed to keep members informed and help deal with workplace issues and changes.
Newsletters are mailed to Area Reps and Council Reps each week. The reps route the newsletter through their work areas. (Ask them to include you.)
If you don't regularly see the newsletter, you can also find it posted on the SPEEA website. Just surf to www.speea.org and look under the "Publications" tab.

Help SPEEA "Race for the Cure"
Be part of the SPEEA team in the annual Susan G. Komen Breast Cancer Foundation "Race for the Cure" run in Seattle on Sunday, June 2.
This year's 5K run starts at Safeco Field.
At least ten members are needed for a team. SPEEA staff member Sheila Martinez is once again organizing the union's team.
The annual event is one of the largest of its kind in the country, raising more than $1 million each year for research.
To learn more about the event, go online to www.seattleraceforthecure.org. To sign up for the SPEEA team, contact Sheila Martinez by e-mail at sheilam@speea.org or call her at (206) 433-0991.

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NEWS FROM MIDWEST REGION

WEU Negotiation Timeline

The WEU Negotiation Team has released a tentative timeline for this year's negotiation. These dates have been coordinated with the NW Negotiation Teams during a recent training trip by the WEU Negotiators to Seattle. These dates are only approximate and may change due to circumstances unforeseen at this time. Any questions on this Timeline should be sent to Joe Newberry, Chairman of the WEU Negotiation Team.




March  SPEEA Negotiation Survey Number 2 ­ responses collected
April SPEEA survey data compiled
Mid April WEU Contract negotiation kick-off meeting with the Company in Wichita
April - Aug  Joint WEU/Company internal subcommittee meetings to work long-lead items
TBD June  SPEEA internal team training of WEU and NW Negotiation teams
Mid June  Joint training of SPEEA and Company Negotiation Teams
July/Aug  WEU 2002-contract proposal created using SPEEA survey results
Early Sept All-Member meeting to present contract proposal to members
Present proposal to company
Sep/Oct  Joint SPEEA/Company meetings held to review & discuss contract proposal
29 Oct NW Negotiation Teams begin main table with company at hotel
4 Nov  WEU Negotiation Team begins main table with company at hotel
Approx. 12 Nov NW Negotiation Teams lift Company's contract offer from the table
Mail-out ballot package prepared and sent to all members
Approx. 18 Nov  WEU Negotiation Team lifts Company's contract offer from table
Approx. 21 Nov  WEU all-member meeting held to review new contract offer from the Company
December 1
SPEEA NW contracts expire
December 2
WEU vote on contract - ballots tabulated
NW contract mail ballots tabulated
Contract vote results announced for NW and WEU bargaining units
December 5  SPEEA WEU contract expires

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Wichita-SPEEA in Lock-Up for Muscular Dystrophy Association

SPEEA Wichita members were among 181 "Jailbirds" imprisoned at the Red Rock Canyon Grill on Wednesday, March 13, 2002. These notable "Most Wanted" citizens served time in the makeshift jail to raise money for "Jerry's Kids." More than $68,000 was raised from the "bail" money from each "inmate." Fun "warrants" for each person's arrest were on public display in the restaurant. While imprisoned, they had their mug shots taken, then were sentenced for having a "big heart" before going "behind bars for good." Then each "Jailbird" was given one hour to phone their family, friends, and business associates to help raise their bail money. The "inmates" used donated cellular phones. While they were "imprisoned," they did get to enjoy a free meal courtesy of Red Rock Canyon Grill. Funds generated from the Leprechaun Lock-Up go toward Muscular Dystrophy Association's (MDA) free patient services program which includes diagnosis and management of the patient's medical condition, physical, occupational and speech therapy, summer camps, and support groups. All services are provided by MDA without cost to the patient or their family. Funds also will be allocated for MDA's worldwide research program seeking causes of and treatments for 43 different muscle-wasting diseases affecting children and adults.

Some of the "Jailbirds" representing SPEEA included our former Contract Administrator Shelvy Brown, Office Manager Lacey Jilek, and WTPU Area Rep Phil Harris.

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Irving Negotiations, in Retrospect

The first SPEEA contract negotiations of 2002 occurred in Irving, Texas. The negotiation team consisted of Joyce Thomas, Reginald Thompson, and Clinton Kinser, who spent many weeks trying to convince the Company that their initial contract offer would be unacceptable without real improvements. Following the unanimous rejection of the initial offer, the negotiators went back to the bargaining table and got the wage improvements the members believed necessary. We spent some time discussing the negotiations and contract with the Irving negotiation team...

1) What expectations did you take to the table when you began negotiations?
We expected it to be tough. Addressing the non-economic issues was a breeze and working with the Irving management was more of a pleasant experience than we expected. The second week, however, when the folks from Corporate showed up ... well, let's just say it was tougher than we ever thought it could be.

2) Which items, either gained or given up, surprised you?
The biggest surprise was how adamant the Company was about not giving an inch on selective wage increases. And then, on the last day, right before we were to meet with the membership, the Company gave in on the issue.

As non-exempt employees, we also got back rights to use vacation in increments we desire (1 hour minimums), and are allowed to use sick leave for personal, "unplanned events" (up to a maximum of twice a month).

3) After 80% of Irving's membership voted on the first contract proposal, only 59% of the membership voted on the second proposal. What do you attribute to the drop in voting membership?
It puzzles us why there was only 59% voting at the second proposal. It could be due to the "cooling off period".

4) Do you feel members had ample time to look over the proposal changes in order to make the best decision on the second proposal?
There will always be a few who might disagree that they had ample time to look over the proposal changes. As the changes to the second offer occurred in just a couple of line items, however, and the other contract changes had been posted on the web for at least 3 weeks prior to the vote, we believe there was ample time for members to review the proposal.

5) What were the high and low points during negotiations?
The low point was writing "bumping rights" into the contract; the high point was getting wage pools that were equitable with the rest of Boeing's represented and exempt workforce in Irving (12% over 3 years).

6) Where does Irving go from here?
We shall endure the upcoming layoffs and continue to support our SPEEA brothers and sisters during their contract negotiations.

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Wichita-Hutchinson Labor Federation Meeting

The regular meeting business was suspended so that former Kansas Legislator Henry Helgerson could discuss the proposed Downtown Sports Arena. Mr. Helgerson helped to found the Children's Museum and Exploration Place so his knowledge of organizing municipal projects is both extensive and current. His contention is that the economic analysis of the value to the community was unsupportable. His main concern is that he has been unable to get answers to several basic questions that could be of interest to the labor community.

1) What will happen to the Kansas Coliseum and Century ll?
2) Is there any plan to ensure that Wichita workers will perform the construction work?
3) Two of the three proposed sites have polluted groundwater. Who will pay for the clean up?
4) What oversight procedures will be used to make sure the money generated is used as directed?
5) Who are the members of the Wichita Sports Authority? What will they gain from building the Arena?
 

Mr. Helgerson asked the Labor Federation to endorse a fact-finding team to explore some of these questions. The decision was made to consider this request following the April 2nd meeting between George Fahnestock and the local construction labor unions. (After that meeting, Mark Love, Labor Federation Chairman and Mr. Helgerson decided that they would take these questions to the City Commission meeting on April 12th. Then the Labor Federation will determine if they need to support or oppose the Arena.)

Sue Ledbetter reported on her trip to Topeka to monitor the legislators' decisions on the budget cuts that Governor Graves has proposed. The Labor Fed is concerned about the cuts that will hurt our poor and disabled citizens. These cuts include removing tax protection from a portion of a disabled individual's income, eliminating transportation services for the disabled, and taking away essential and expensive services such as providing oxygen to those that cannot afford it.

Other legislation that was being debated included providing funding for Wichita State University to build a subsonic cruiser research facility to ensure that at least part of the airplane would be produced in Wichita.

The new AFL/CIO United Way liaison, Mario Cervantes, talked about his trip to the George Meany Center training facility. His position will entail obtaining assistance for striking workers, educating the member unions about available services to help their members, and attempting to organize community services to assist working men and women.

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MW BANQUET

Evans and Smith among many honorees

SPEEA's Midwest leaders enjoyed their first awards banquet Saturday, April 20, honoring Harold Evens with the H.O.P.E. Award and Steve Smith and Joe Newberry with Special Leadership Awards.

More than 160 leaders and their guests attended the ceremonies. Special guests included Thomas Day, newly elected SPEEA president, and Greg Junemann, IFPTE president. Also in attendance were SPEEA Executive Director Charles Bofferding and National Council Chair
Pat Waters.

Longtime member, Council Rep and community supporter Harold Evans became the first member of the Midwest Council to receive the Stephen Pezzini H.O.P.E. Award. Evans' charitable work includes the Big Brothers/Big Sisters, Boeing Employees Community Fund, the Wichita-Hutchison Labor Federation and many other activities.

"It's really an honor to receive an award like this," Evans said. "But, I don't honestly think I deserve it."

Midwest Council Chair Steve Smith served as master of ceremony. After taking his seat in the audience, Smith was called up again to receive the Special Leadership Award.

International President Junemann said Smith, Evans, and the dozens of others who received awards were examples of the great contributions made by individuals.

"All we have to do is continue what we are doing," Junemann said. "Together, then, we can make important things happen."

Midwest Region Awards List

Stephen Pezzini H.O.P.E. Award
Harold Evans,
Council Rep

Special Leadership Award
Steve Smith
, Midwest Council Chair
Joe Newberry, Ex-Board

Special Recognition Award
Hoyt Hillman,
Council Rep
Shane Michael, Council Rep

Top Recruiters
Linda Newell
(37 members)
Randy Fleming (34 members)
Shelly Tucker (29 members)
David Fansler (26 members)
Carolyn Wood (22 members)
Philip Harris (18 members)
Debbie Logsdon (16 members)
Deborah Yeager (16 members)
Carl Nevitt (15 members)
Ron Long (15 members)
Elizabeth Birkner (14 members)
Hoyt Hillman (13 members)
Charlotte Conley (13 members)
Marcia Denman (12 members)
Harold Beedles (12 members)
Clarence Emery (11 members)
Paul Symes (10 members)
Lonnie Barnes (10 members)
Ed Lobmeyer (10 members)
Charles Shook (10 members)

Outstanding SPEEA Activist
Linda Newell
, CR, N-34
James Hatfield, CR, N-6
Debbie Yeager, CR, N-12
Ron Long, CR, N-6
Joyce Thomas, CR Irving Negotiator
Redge Thompson, CR Irving Negotiator

Outstanding NEW Activists

Stacey Shoffner,
AR
Laura Dykstra
, AR
Cathy Cummins, AR
Clint Kinser, Irving Negotiator
Dave Huster, CR, N-5

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Airbus Industries
A look at Boeing's competition

By Pat Waters
SPEEA Council Chair

A week in Toulouse, France, to meet with Airbus engineers, was a good opportunity to look at our key competition and to learn about Airbus and its employees.

I am the United States Co-Chair of the Mechanical Systems Harmonization Working Group. The group meets periodically in the U.S. or Europe for one-week meetings focused on developing harmonized Part 25 aircraft rules between the
FAA and JAA.

The trip, complements of The Boeing Company, taught me that we share many workplace issues. French workers are concerned about the future of their company, how their pay and benefits compare to others in the aerospace industry, and if their company is positioning itself for long-term success.

Toulouse is an old city. Many of the buildings and bridges date back to the 12th to 14th centuries. Yet, the narrow, cobblestone roads are filled with young, energetic people busily engaged in business and fun. The town has two universities as well as companies engaged in electronics and computing, which may explain the youth of its population.

The day for most people doesn't start until 9 or 10 a.m. But, activity continues well into the evening. Dinner is around 8:30 p.m. and often lasts until midnight.

The French language here is soft and warm, matching the warm friendliness of residents. The food is superb with little cafes everywhere. Meals are normally eaten outside at a table near the sidewalk given the warm days and evenings with little rain. This is the heart of French wine country; so wine, nicknamed "french water," is abundant and served at every meal.

I spoke to several Airbus engineers about their work and the working conditions for employees at Airbus. What I found was that, like at Boeing, engineering within Airbus is rapidly approaching a crisis
situation.

At Airbus, contract engineers now make up close to 30% of all engineering. Airbus adds and lets go of contract engineers, as a means of stabilizing the workforce since layoffs of French citizens is difficult and costly. As a result, while the engineering workforce is stable today, adequate numbers of new engineers have not been hired for the last
5 to 7 years.

The average age of the engineering workforce has increased. There is no formal program for transferring the knowledge of the seasoned engineers to the next generation of engineers. Like the situation within Boeing, there is a real concern about the long-term future of Airbus. No well-trained, knowledgeable workforce may remain in the future.

Regarding pay and taxes, our rough comparisons resulted in a belief that, while starting salaries are about the same at Boeing and Airbus, Boeing salaries are a little higher for the more experienced engineers. Interestingly, this is offset by, for example, the fact that education through a full four-year degree in engineering is free at public universities in France. Saving for your children's education is not necessary.

While income taxes in European countries are higher than in the U.S, the French do not pay the wide variety of state and local property and sales taxes that we do in the United States. Our rough comparison could not determine who paid the most in taxes as a result. They seemed about the same.

On our last day in Toulouse, I toured the Airbus factory. Since September, security within Airbus factories has eliminated most tours.

The Airbus factory was clean, neat and quiet, with few people in sight. Airbus flies in entire wings, tail assemblies and fuselage sections from other locations in their Bulaga Aircraft, and assembles them in one spot on their factory floor. Unlike Boeing, wings, fuselage and tail assemblies are complete with all systems, wiring, ducting, tubing, etc. The connection process is nearly completely automatic, with little manual labor needed. For example, connecting a wing to a fuselage required only one person to oversee the process using a computer-driven machine that drilled the holes and then inserted the bolts in the wing joint.

If you ever get a chance to visit this part of France, go and enjoy the people, wine and food. It has to be one of the best places on earth to live.

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Labor History

The eight-hour workday

In the 1880s, one of the most dramatic issues of the day was the concept that employees would work an eight-hour day. A new labor organization, the American Federation of Labor (AFL), held their support for the eight-hour workday as a key difference between their organization and the declining rival, the Knights of Labor.

AFL leaders staunchly supported the eight-hour day, but Knights of Labor leadership believed the demand for a shorter workday was too impractical. The issue allowed the younger organization to take over leadership of the national labor movement.

At its 1884 convention in Chicago, the AFL resolved that "eight hours shall constitute a legal day's labor from and after May 1, 1886, ...recommend to labor organizations...that they so direct their laws as to conform to this resolution by the time named."

Frank K. Foster of the Typographical Union proposed a "universal strike for a working day of eight (or nine) hours to take effect not later than May 1, 1886." The proposal met with favorable response from working people, particularly in large cities. The common motto was "Eight Hours for Work, Eight Hours for Recreation, Eight Hours for Sleep".

Eight-hour leagues formed everywhere to help unions spread the movement. On May 1, 1886, almost 350,000 workers took part in eight-hour-day demonstrations in Milwaukee, St Louis, Cincinnati, Washington DC, Baltimore, New York, Philadelphia, Boston and other cities. In Chicago, 80,000 workers demonstrated. As an immediate result about 185,000 workers gained a shorter workday.

That's how American workers invented May Day as International Labor Day. Now, it's celebrated as a holiday in every country with a free labor movement -- except the United States.

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