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.
Sound Technical Unit
Real concern about the upcoming negotiations is the reason
Larry Marrell applied for, and is now working hard to acquaint
himself with negotiations
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
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.
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,"
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.
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 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
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
"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
Glenn and his wife
Dorothy have three grown children.
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.
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.
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
She urges all members
to: "Get involved. Be pro-active. Always use your opportunity
to vote and communicate with SPEEA."
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
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
Rice has four children,
Rob, Mike, DeeAnna and John.
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
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
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!
like to see the "Spot-Light" put on SPEEA Volunteers, SPEEA
Members, Area Reps, Council Reps, and E-Board Members in the
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!!!
articles are printed as submitted and with no editing.
Robinson, McCarty among banquet honorees
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.
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
currently on the Executive Board, received his award for "making
the union stronger."
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.
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."
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.]
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.
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.
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
"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.
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."
Region Awards List
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)
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
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
NEW Activist Remote Site
Jennifer Mackay, Spokane, Ex-Board
Jerry Robinson, Secretary Ex-Board
Tom McCarty, NW VP, Ex-Board
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
Eldon J. Barr
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
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.
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?
Manufacturing Engineering (Everett)
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.
letters to: Bill Dugovich, SPEEA * 15205 52nd Ave.
S. * Seattle, WA 98188
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
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.
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
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
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,"
One of the possible
sale options is a buyout by the Spokane employees. A group
is studying the possibility.
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 email@example.com.
Jennifer Mackay, Council Rep from Spokane, squeaked by
Jeff Stone in an automatic recount of the election for Executive
The final tally showed Mackay with 2,107 votes to Stone's
2,101 votes. The Tellers Committee performed the recount March
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
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"
of the SPEEA team in the annual Susan G. Komen Breast Cancer
Foundation "Race for the Cure" run in Seattle on Sunday, June
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 firstname.lastname@example.org or call her at (206) 433-0991.
FROM MIDWEST REGION
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.
Negotiation Survey Number 2 responses collected
survey data compiled
Contract negotiation kick-off meeting with the Company
WEU/Company internal subcommittee meetings to work long-lead
internal team training of WEU and NW Negotiation teams
training of SPEEA and Company Negotiation Teams
2002-contract proposal created using SPEEA survey results
meeting to present contract proposal to members
proposal to company
SPEEA/Company meetings held to review & discuss contract
Negotiation Teams begin main table with company at hotel
Negotiation Team begins main table with company at hotel
Negotiation Teams lift Company's contract offer from the
ballot package prepared and sent to all members
Negotiation Team lifts Company's contract offer from table
all-member meeting held to review new contract offer from
NW contracts expire
vote on contract - ballots tabulated
contract mail ballots tabulated
vote results announced for NW and WEU bargaining units
WEU contract expires
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.
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
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
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.
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
happen to the Kansas Coliseum and Century ll?
any plan to ensure that Wichita workers will perform the
the three proposed sites have polluted groundwater. Who
will pay for the clean up?
procedures will be used to make sure the money generated
is used as directed?
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
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.
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
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.
and Smith among many honorees
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 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.
an honor to receive an award like this," Evans said. "But,
I don't honestly think I deserve it."
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.
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."
Region Awards List
Pezzini H.O.P.E. Award
Harold Evans, Council
Steve Smith, Midwest Council Chair
Joe Newberry, Ex-Board
Hoyt Hillman, Council Rep
Shane Michael, Council Rep
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)
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
A look at Boeing's competition
By Pat Waters
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
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
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
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
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".
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.