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April 6, 2001 Newsletter #1829

Contents:

WTPU members reject initial contract offer

Retentions to be effective May 14th

Notes from the Executive Director: Any Questions?

Modifications to Company's Drug/Alcohol-free Workplace Program

What does the energy crisis have to do with Boeing technical workers?

SPEEA Tellers appointed

 

Northwest Regional Tellers vacancy

What does SPEEA get from our local Labor Councils?

The benefit of being a Labor Council Delegate

"Reasonable accommodation" for disabled employees

Seeking volunteers to serve as delegates on your local Labor Council

Free FTAA-related training

RALLY to stop NAFTA for the Americas!

Annual SPEEA picnic

The Ed Wells Initiative announces leadership changes

Second issue of "Career Vector" to be distributed by Ed Wells

Orientation lawsuit settlement "in the mail"

"Women on the Move" Forum

Regular SPEEA Council Meeting

Upcoming Meetings


WTPU members reject initial contract offer

The newly-organized bargaining unit in Wichita, Kansas - the Wichita Technical & Professional Unit - began negotiations with The Boeing Company on Monday, February 19th. They were attempting to bargain an initial contract which would cover approximately 4,200 employees.

Five weeks later, on Friday, March 23, 2001, the WTPU Negotiation Team lifted the Company's "final" offer from the table. Details of the offer were posted on the SPEEA website, and a meeting was scheduled for Thursday, March 29th. Members could vote either at the meeting, or by dropping by the SPEEA-Wichita office and picking up a ballot.

Despite a team recommendation to accept, a vote count by the Midwest Regional Tellers Committee resulted in a rejection of the contract offer, with the following ballot tallies:

Eligible voters: 2,336 (100%)

Ballots issued: 1,899 (81%)

Valid Ballots cast: 1,896

Invalid ballots: 3

Accept: 912 48%

Reject: 984 52%

While the proposal was an improvement over the Company's initial offer, it fell short in several key areas. While most of the money sought for wage increases was included in the proposal, members are seeking an increase in the guaranteed money. They'd also like the Company to continue funding the disability insurance program, and keep these Wichita members in the Employee Incentive Program (EIP).

The proposed three-year contract offer included salary adjustment pools of 4.5% during the first year, 4.5% during the second year, and 4% during the final year. From these pools, each employee was guaranteed at least a $500 raise in each year of the contract. The proposal reduced deductibles, co-pays and out-of-pocket expenses which employees pay for medical coverage and prescription drugs. It also improved dental coverage and reinstated the old Boeing retirement plan for represented workers.

"These negotiations showed that the EIP is nothing less than an anti-union program" said Charles Bofferding, SPEEA's chief spokesman. "It is an old-school tactic to start a program and then offer it only to non-union employees. It's time Boeing moved beyond these mean-spirited tactics. This looks like a corporate agenda being forced on Wichita."

WTPU Negotiation Team chair Bob Brewer notes "We and the Company have some work to do. It's time for members to step up and show the Company we stand together."

Over 200 WTPU members joined the union during the past two weeks, and new applications continue to come in. We are hopeful negotiations can resume again soon.

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Retentions to be effective May 14th

The Company has stated that there will be a two-week slide in the schedule for the upcoming Retention Exercise for Profs and Techs. The slide is due to a delay in completion of the system modifications that were required for the new salaried job classifications (SJC) and was exacerbated by the earthquake related shut-downs. The Company informed SPEEA of the problem as soon as they were aware. SPEEA's response was that we would not grieve the slide because the causal circumstances were reasonable, and the slide itself would cause no harm to employees.

The official base-file cutoff date, to determine which retention groups employees fall into, was March 23rd. The management process to assign retentions will be conducted during the next few weeks.

Managers will receive the notices for distribution the week of May 8th, and new retentions will be effective May 14th.

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Notes from the Executive Director
Any Questions?

You're on Boeing's Board of Directors and I tell you that I have a program that inspires employees to be more productive and increase Boeing's profits. Who do you want in the plan? Do you want the people who have the greatest impact on profits in the program?

Here's the deal. Boeing has the Employee Incentive Plan (EIP) that purports to share increased profits with the employees who help generate them. In the Puget Sound, Boeing's Corporate Negotiators refused to allow the EIP in our contracts. Recently in Wichita, they said that they had concerns over confidentiality and their ability to make changes to the EIP. We offered to sign any confidentiality agreement they could write and offered to let them make unilateral changes to the plan as long as the plan existed in some form during the contract. They flatly refused to consider putting the EIP into the contract.

More questions - Do you really think the EIP is a profit sharing plan? Do you believe that corporate is telling us the truth about their reasons for the EIP? How credible are they?

Boeing has labeled the EIP as a non-union plan. I believe it is. However, this means that in Wichita there are now very few people left in the plan-machinists are out, engineers are out, technical and professional employees were taken out. Managers and some confidential employees are all that are in. Does this even make sense?

OK, let's go back to the boardroom - Now, if I told you I had a plan that would punish employees who form unions and helps keep others from organizing and ask, "Who should be in it?", you have a different answer.

So what do you think is the real function of the EIP at Boeing? What does this tell you about Boeing's people strategy?

What do you think about a people strategy that works hard to send the message that, if you are in a union, you are not part of the team?

This is the one question I will answer. It is a failed people strategy. It is the same strategy that led to our 40-day strike. It is old school and mean-spirited and works against teamwork. It is a strategy that divides employees and drives down morale and management credibility. Understand that the people driving this strategy are not evil - they are outdated. These strategies and tactics used to work - they just don't anymore. These people should not be attacked or hated, but they should be replaced before more harm is done.

Boeing people love to be on teams, we love to be part of teams. I have a simple suggestion - STOP IT. Stop attacking employees - instead, work with us, let's have a real partnership. Let's do it now. In Wichita, the members have given Boeing's negotiating team a second chance to form a partnership. I hope they take it.

I also hope that the negotiators in Wichita can rise above the Corporate anti-union campaign and do what is right for Wichita, what is right for employees, and what is right for a real partnership. And who doesn't want that?

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Modifications to Company's Drug/Alcohol-free Workplace Program

A representative from Union Relations recently met with several SPEEA Contract Administrators to outline the Company's proposed modifications in their PRO 388, "Drug/Alcohol-Free Workplace Program" from the previous procedure, AP 582. These changes coincided with the modified Letter of Understanding (ref. SPEEA contracts, Attachment 4) that was agreed upon by the parties during the 1999 SPEEA/Boeing negotiations. Since the new PRO is now in the queue to be implemented Company-wide, the Employer wanted to ensure SPEEA's awareness of the same.

The changes of significant interest to our membership from the previous policy were as follows:

* Employees on layoff would be subject to pre-employment testing upon extension of a conditional employment offer. (If the test were positive, the employee would be subject to the Compliance Notification Memo {CNM}.)

* Instead of the previous language that required observation by two managers to initiate "reasonable suspicion" and "post accident testing", the procedure allows for one of those employees to be a non-management person specifically "trained in observing and documenting impairment indicators".

* When placed under the constraints of a CNM, the employee is required to sign the same.

* The CNM remains in force for three years of active payroll status.

* If an employee is being terminated for either attendance or performance (not a Company rule violation), that action may be held in abeyance subject to the substance abuse problem being confirmed by EAP.

SPEEA spent a significant amount of time during the 1999 negotiations studying these modifications. We are proud that we had a significant role in the development of the procedure that the Employer is putting in place company-wide. [BR]

Working Together, We Can Make a Difference!

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What does the energy crisis have to do with Boeing technical workers?

By Kristin Farr, SPEEA Legislative Focal

The energy crisis is having a very real impact on the lives and livelihoods of the people of Washington State. Effects of the energy crisis have already been felt. For instance, on March 30th, 420 employees at Georgia Pacific in Bellingham were permanently laid off, due to the fact that GP could not afford the cost of running the plant. The crisis could lead to reduced-job growth and the loss of up to 43,000 jobs in Washington State over the next few years.

The most affected industries (because they are the most energy intensive) are: petroleum, aluminum, aerospace, pulp/paper/lumber, agriculture, and food processing and refrigeration. As workers in an industry that consumes vast amounts of power - the energy crisis affects us all!

On Saturday, March 31st, I attended the Washington Energy Conservation Summit, sponsored by Representative Jay Inslee (D-1st) and the Washington Congressional delegation at the US Federal Building in downtown Seattle. Senator Maria Cantwell, Representatives Jay Inslee, Jim McDermott (D-7th), Rick Larsen (D-2nd), and Adam Smith (D-9th), Seattle Mayor Paul Schell, representatives from Governor Locke's office, and local business leaders in the private and public sector were in attendance to address this serious issue for Washington State and the Pacific Northwest. The agenda for the Summit focused on: the energy outlook and conservation needs; steps to conservation; ideas for success; and challenges ahead.

What have our lawmakers done so far?

Congressmen Inslee and Larsen stated they tried to contact President Bush a few weeks ago; however, those calls have gone unanswered. In addition, the Federal Energy Regulatory Commission (FERC) has been urged to help, but they have said they will only help California, not the Pacific Northwest.

Three energy bills have been introduced to Congress thus far. The Senate Energy and Natural Resources Committee is looking at SB 287, co-sponsored by California's Senators Feinstein and Boxer. SB 287 directs FERC to impose cost-of-service based rates on sales by public utilities of electric energy at wholesale in the western energy market. SB 597 is the Comprehensive and Balanced Energy Policy Act of 2001, which includes credits for energy-efficient businesses and directs research for new energy technology. In the House, HR 778 has been offered as a bill to provide incentives to introduce new technologies to reduce energy consumption in buildings. To read the text of these bills, go to http://www.thomas.loc.gov

What can YOU do?

Contact President Bush and his administration to let them know that the energy crisis is not just a California problem. Tell him your job and the jobs of others in Washington State depend on a commitment to energy conservation, and the support of the Administration and perhaps federal programs for assistance. You can contact the President at (202)-456-1414 or president@whitehouse.gov

In addition, conserve energy at home and at work. Use less electricity, shift your use to less-expensive times of day. Puget Sound Energy is the first utility in America, and perhaps in the world, that is providing a large-scale group of business and residential customers with time-differentiated power-pricing signals. For additional tips, contact your energy provider or look on the Puget Sound Energy website: http://www.pugetsoundenergy.com

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SPEEA Tellers appointed

On Thursday, March 29, 2001, a combined meeting was held with the Northwest Regional Tellers Committee and the Midwest Regional Tellers Committee. At that meeting, the Tellers elected (from among their own ranks) the following SPEEA Tellers Committee:

Jean Ray (Chair) - Puget Sound Prof Unit

Karen Hikel - Puget Sound Tech Unit

Craig Sheldon - Wichita Engineering Unit

George Anthony - Wichita Tech & Prof Unit

Larry Thompson (At Large) - Wichita Engrg Unit

Rick Nelson (At Large) - Wichita Engrg Unit

This group of Tellers will be responsible for conducting SPEEA-wide balloting (elections, referendums, etc), and will oversee the activities of the regional tellers committees. Congratulations!

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Northwest Regional Tellers vacancy

Due to a resignation, there is a vacancy on the Northwest Regional Tellers Committee. Tellers are responsible for conducting all balloting, and determining the annual redistricting for the Council election. The ability to perform quick but accurate tallying is desired.

If you reside in the Northwest Region, are a member of SPEEA, and would like to apply to fill this vacancy (term expires in April 2002) - please contact Robbi Alberts at (206) 433-0995, ext. 126 (or robbia@speea.org) by Wednesday, April 11. Names of candidates will be given to the SPEEA Council members who will make the selection at their April 12th meeting.

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What does SPEEA get from our local Labor Councils?

When we affiliated with the IFPTE, the SPEEA Council voted to join various local labor councils where our members reside. Our members have appropriately asked what our dues to these councils buy us. I have served as a delegate to one of these (the King County Labor Council), and I would like to say what I see are the pros and cons. Benefits include information and cooperation, and the price of these is money and political action.

Speaking on political action, SPEEA doesn't endorse political candidates, whereas the Labor Councils do. SPEEA does, however, get involved in politics to the extent that we have a Legislative & Public Affairs Committee which analyzes pending federal and state legislation. That committee decides whether or not to recommend our SPEEA Council take a position on a particular issue, as it relates to SPEEA's goals and objectives. We have passed on to the L&PA many opportunities for involvement that we picked up in KCLC discussions.

We get a huge benefit from information the councils give us. By attending a KCLC meeting, we discovered that those unemployed by the earthquake or any other federally-acknowledged disaster were eligible for immediate benefits, and we published this fact to our members. We are aware of resources we can use when labor troubles arise because the local labor councils inform us of these things, especially resources available through them. I have taken countless notes at KCLC meetings on little things we need to know and disseminate. And we have done so, to our benefit.

We get a huge benefit from cooperation we get from other member unions of the councils. We got a good practical introduction to this during our strike last year. We got food donations, telephone network hubs, money for those in great need, media exposure, training for our pickets, and other help. We can put a dollar figure on some of that - at least $100,000 from the local labor councils in food and money (not counting the large donations from other labor unions for our cause). And we have returned the favor when the Newspaper Guild and others have called on us for help, so that this cooperation will continue.

The availability of this support gives us an edge we didn't have before we affiliated with the IFPTE.

Information and cooperation lead to improved quality of life for us all. By participating in the various levels of labor councils, we gain all of these benefits. I feel strongly that we should continue to "pay our dues."

/s/ Joseph Gregg
SPEEA Council Rep (District B-10)
SPEEA KCLC delegate

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The benefit of being a Labor Council Delegate

I would like to share the benefits of SPEEA's involvement in the King County Labor Council. In addition to what Joseph Gregg's letter has already stated there are other benefits we have received from our membership in the labor councils.

We have received notice of many events and ways we can support other unions in their struggles. We have tried to share this info the best we can and are working to get info posted on our web site in the future.

We found out about the Seattle Times continuing to punish strikers and strike leaders ... the struggle the UW teaching assistants faced in being recognized by the UW ... the effect the power problems are causing for the steelworkers at Kaiser ... the lack of union/worker rights in the proposed Free Trade Area of the Americas ('NAFTA' for all of rest of South and Central America) ... the farm workers' struggles coming up this summer (the only union without the right of representation) ... the upcoming struggle UFCW workers at our grocery stores may face and the possible need to help conduct another training class for picket captains. So many other unions need our help.

And so many unions share help with us. When we struck, we got tremendous help from the labor council; for instance, the day of training for our picket captains, and all the countless financial help we received.

After the strike, we found out other unions needed our help and the benefit of lessons we learned. I wish every member could have been at the picket captain training we did for the Newspaper Guild and the UW TA's. Like it or not, we earned quite a reputation for a very successful strike. So not only other unions locally but nationwide ask for our advice and help.

We have continued to build stronger relationships at the councils with unions within Boeing (like IAM, Teamsters and others). We are also building stronger relationships with unions like the Newspaper Guild. I do think because SPEEA donated funds and helped build burn barrels for the Guild, we will receive even better coverage if we are forced to strike again anytime soon.

Through the KCLC, we have been in contact with a group of unionists from Macedonia who traveled to Seattle to learn from the unions here.

The labor councils (like SPEEA) also have committees for various interest groups. They offer great classes and events throughout the year. If you have any interest, please consider being a delegate. I and other delegates will gladly answer any questions you have. I do feel the money we spend on being in the labor councils is well spent, and the KCLC gives lots of its money to support very good causes all around us.

/s/ Joel Funfar
SPEEA Council Rep (District P-4)
SPEEA KCLC delegate

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Company briefing
"Reasonable accommodation" for disabled employees

An Article 10 was recently held at SPEEA Headquarters where the Employer briefed the Union on updated procedures, PRO 784 and PRO 2368, entitled "Reasonable Accommodation" and "Light Duty Temporary Assignment", respectively. The Employer provided a brief presentation as to why the procedures were updated, what the changes were, what processes were being put in place to support the same, and how to request training in these areas.

With respect to PRO 784 "Reasonable Accommodation", the procedure is an effort at creating a consistent company-wide approach in complying with the Americans with Disabilities Act (ADA). The processes contained within this PRO are: identification of the reasonable accommodation process itself, creation of an interactive approach which accommodates people within their present job, job restructuring, and reassignment.

PRO 2368 "Light Duty Temporary Assignment" is the Company's attempt to standardize both "light duty" and "part-time rehabilitative employment" throughout the enterprise. The goal of this process is to work with employees and their doctors to restore employees to full-duty work schedules within six months after their return to work.

Employees experiencing problems or difficulties in these areas are encouraged to contact their Contract Administrator for assistance. [BR]

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Seeking volunteers to serve as delegates on your local Labor Council

SPEEA "delegates" have been serving on local labor councils (where our members reside), so we can have a voice in the local house of labor. Delegates currently serve on councils for King County, Snohomish County, Pierce County, Spokane County, and Wichita-Hutchison Labor Federation. We currently have vacancies on all of these Councils.

The core responsibilities of labor councils are: to assist workers and their unions in the struggle for social and economic justice ... involve working people in the political process through education ... advocate and support laws that protect working people ... support community services outreach work ... and unite with community allies who are also struggling for justice. As an example, SPEEA's striker relief fund was coordinated through the King Council Labor Council's "Labor Agency", which is their community services division. And the various labor councils voted to endorse SPEEA's strike last year, asking their members not to cross our picket lines.

SPEEA's delegates represent SPEEA's interests on these councils, and also bring back valuable information to share with our members.

Most labor councils meet once a month, in the evening, but this may vary. Delegates may also be invited to support rallies or functions sponsored by various labor unions within the council.

How to Apply?

Candidates should have been a member of SPEEA for at least one year, and have a good working knowledge of the SPEEA organization. You should run for the labor council where you either work or reside. Candidates will be interviewed and final appointment will be made by SPEEA's Executive Board. To apply, complete and return the coupon below (or email all of the requested information to robbia@speea.org).

Application for Local Labor Council

I would like to apply to serve as SPEEA's delegate on the following labor council:

___ King (12 vacancies)
___ Snohomish (6 vacancies)
___ Pierce (2 vacancies)
___ Spokane (1 vacancy)
___ Wichita (1 vacancy)

This is where I: ___ reside • ___ work

I feel I am qualified because:

 

Name ____________________________________ Clock # ____________

W.Phone (____) ________________ H.Phone (____) ________________

W. Email ________________ H. Email ________________

Address ________________________________________________

Mail to: SPEEA Candidate (labor council), 15205 - 52nd Ave S, Seattle, WA 98188

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Free FTAA-related training

The King County Labor Council Education Committee is presenting "Common Sense Economics and Campaign for Global Fairness - Training for Union Members":

Wednesday, April 11

6:00 p.m.

Seattle Labor Temple, Hall 90

2800 First Avenue

This will be the last chance for union and community members to attend this training on Free Trade Area of the Americas (FTAA) before the big action at Peace Arch Park in Blaine on April 21, 2001. Don't miss it!

If you would like to attend this training, or need more information, please call Verlene Wilder, KCLC Union Cities Organizer, at (206) 441-7102 before April 9th.

The training is free and snacks will be provided.

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RALLY to stop NAFTA for the Americas!

Saturday, April 21st

Peace Arch Park, Blaine, WA

Main event: Noon - 2 pm

Music & other entertainment: 10 am - 4 pm

Labor union members and their families are encouraged to participate. This will be a fun event!

The latest international trade agreement is called the Free Trade Area of the Americas. Based on NAFTA, the FTAA is currently being negotiated by the U.S. and over 30 other western-hemisphere countries, from Canada to Chile. The negotiations are being held in secret, but reports indicate it contains no labor and environmental provisions - and, in fact, encourages business practices that ignore such standards. The AFL-CIO has resolved to fight for "enforceable workers' rights and environmental protections in the core of all new trade and investment agreements...including the Free Trade Area of the Americas" and to "vigorously oppose any agreements that fall short of this standard." Coinciding with the meeting of international trade reps being held in Quebec, local labor groups are sponsoring this rally.

SPEEA Bus

SPEEA will be providing a bus to transport interested members (on a first-come, first-serve reservation basis) to this event. The bus will leave SPEEA Headquarters at 7:30 a.m., make a stop to pick up folks in Everett (if desired), to arrive at the event by 10 a.m. The bus will leave the event at 4 p.m.

If you would like to register to ride the bus, please contact Robbi Alberts at (206) 433-0995, ext. 126 or robbia@speea.org.

For more info, visit http://www.stopftaa.org/peacearch/

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Annual SPEEA picnic

Saturday, July 28 - Woodland Park

This year's annual picnic has been set for Saturday, July 28th at Woodland Park Shelter #3. Mark your calendar and plan to attend this fun event. 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 will go on sale in early June, at a cost of $2 per person 11 and older (children under 11 are FREE). [Watch for names & phone numbers of the ticket seller at your plant site in upcoming publications, bulletin board notices and on our website.] Please purchase your ticket in advance to aid in planning final logistics. We'll also have tickets for sale at our offices.

If you'd like to help in the planning, coordinating and carrying out of this picnic, contact Robbi at SPEEA on (206) 433-0995, ext. 126 or email robbia@speea.org. Our next planning meeting is set for Monday, April 30 at 5:00 p.m. at SPEEA Headquarters.

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The Ed Wells Initiative announces leadership changes

The Ed Wells Initiative announces its new leadership team -- Co-Directors Paul L. Zieske for SPEEA and Pamela D. Eakins for Boeing. They replace previous co-directors Kurt Hanson and Steven Coe.

Paul begins his duties April 6th. He is a physicist with 27 years of Boeing experience and will be joining the Initiative from the Avionics Instrumentation Group of the F-22 Program. His home organization is the Physics Department of Phantom Works Materials and Processes. His work history also includes ten-years with Avco-Everett Research Labs. Paul enjoys aviation history and is a 'docent on leave' at the Museum of Flight in Seattle.

Pam joined the Initiative in February. She has worked at Boeing with the Technical Design/Drafting organization in various capacities for 22 years. Her most recent assignment was in support of Platform Team implementation as Chief Technical Designer for the BCA Structures group, which included 1200 employees in the Puget Sound region. Pam likes sharing time with her family, golfing, skiing and RV'ing. Some SPEEA members may remember Pam as a guest speaker on our first annual "Women on the Move" forum in April 1997.

The Ed Wells Initiative is a joint program of the Society of Professional Engineering Employees in Aerospace (SPEEA) and The Boeing Company. As the company seeks to continuously refine and expand its technical capability, the Ed Wells Initiative helps enhance technical excellence through education, training, and career development.

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Second issue of "Career Vector" to be distributed by Ed Wells

The Ed Wells Initiative, a joint SPEEA-Boeing program for the application of technical excellence, soon will be distributing to all SPEEA-represented employees and their managers the second issue of its popular journal CAREER VECTOR, "Knowledge Work: The Key to Individual and Organization Success." It explores how employees can increase growing the knowledge base of an organization as they acquire, apply, create, share and leverage knowledge.

This issue follows the publication earlier this year of the first Career Vector, "Maximizing Your Employability."

Career Vector is published by the Ed Wells Initiative every six to eight weeks. It offers tools and suggestions to enhance personal value while contributing to organization success, making both the individual and the organization more competitive. Online versions are available from the Career and Leadership Resources page at http://edwells.web.boeing.com

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Orientation lawsuit settlement "in the mail"

In 1992, SPEEA filed a lawsuit against The Boeing Company for failing to pay employees for the time they spent in the Company's new-hire orientation. The Court eventually ruled in SPEEA's favor, requiring the Company to provide back-pay to employees who attended orientation in 1989 or later (and who were not salaried executive, professional or administrative personnel).

On March 31, 2001, the Company issued two separate checks to these eligible employees (or former employees). One check is for back wages (labeled "Sign-up Lawsuit Wages") and is based on minimum wage in effect on the date of the employee's orientation. The minimum wage varies by state. The second check (labeled "Sign-up Lawsuit Interest") contains interest from your date of orientation through March 30, 2001. Interest varies by state; for example, for Washington it is 12%; for Oregon it is 9%.

The number of hours compensated varies from 1.75 hours to 7.5 hours. Back wages are subject to normal payroll taxes and will be reported to the IRS on W-2 forms for the year 2001. No taxes will be withheld from the interest check, but interest payments will be reported to the IRS on form 1099 for the year 2001.

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"Women on the Move" Forum

Thursday, May 3, 2001

WestCoast Bellevue Hotel

625 - 116th Ave NE, Bellevue

SPEEA's Women's Advocacy Committee has scheduled their Fifth Annual "Women on the Move" forum - a panel event featuring successful women. This event has been very popular in past years; participants look forward to the varied backgrounds of our speakers.

This year's speakers are experienced women who will share information about their success and advise attendees how to be successful.
Tricia Stromberg Patricia Guthery
Associate Technical Fellow Manufacturing Eng. Manager
Avionics Weapons Sys. Eng. 777 Forward Cabin Integration Team
SPEEA Council Rep - DC (A&M) Everett (BCAG)
Marlene Nelson Charlotte Lin
Chief Project Engineer Program Manager (Director)
747 Platforms Airborne Surveillance Testbed (AST)
Everett (BCAG) Boeing Field (S&C)

ALL women (and men) who work at Boeing are invited to participate, but space is limited to the first 120 who sign up. The event is FREE to SPEEA members. We encourage nonmembers to attend for a nominal charge of $5 to help offset costs. (The $5 is refundable if you decide to join SPEEA.) Refreshments and social/networking will take place from 5:00 to 6:00 p.m. The forum will run from 6:00 to 8:00 p.m.

RESERVATIONS ARE REQUIRED

If you are a member, you can register by e-mailing your name, clock number & work phone to: robbia@speea.org. If you are NOT a member, you can send your $5 check (payable to "SPEEA") to: SPEEA WAC Forum, 15205 - 52nd Avenue South, Seattle, WA 98188.

DEADLINE for registration is Friday, April 20th. For information, call Robbi at (206) 433-0995, ext. 126.

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Regular SPEEA Council Meeting

Thursday, April 12, 2001

Bellevue Inn

(with phone hookup to Wichita)

A G E N D A

4 - 5 p.m. Pre-meeting: David Swain (Sr VP Engineering & Technology/CTO), "People, Technology and the Future"

5:00 p.m. Dinner Buffet

5:30 p.m. Regular Meeting

  • Shareholder Proposals
  • Filling of Tellers vacancy
  • Approval of Budget

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Weekly Meetings

Monday,
April 9
Legislative & Public Affairs Sub-Committee
5:00 PM
Wednesday,
April 11
Employee Diversity Team
5:00 PM
Thursday,
April 12
Council Meeting - Bellevue
5:00 PM
Monday,
April 16
WAC - West Coast Bellevue Hotel
5:00 PM
Thursday,
April 19
Executive Board
4:00 PM
Thursday,
April 19
Ombudsman
5:00 PM

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