April 27, 2001 Newsletter #1832
Fifty years ago, it was common for employees at Boeing to be asked by dozens of local charities throughout the year for contributions. While employees wanted to help their communities, the constant disruption and inefficiencies gave them the idea to form a single charity to manage all requests, and to set aside a time once a year to make contributions.
They got their wish. In 1951, the Employees Community Fund - then the Good Neighbor Fund, Boeing Employees of Seattle Division - was formed just a month after employees first proposed the idea of an all-in-one charity. And union leaders enthusiastically endorsed the concept.
Jim Copenhaver Jr., chairman of the executive committee of (then) Seattle Professional Engineering Employees Association (SPEEA), said he was all for the idea. "It will eliminate the bothersome repeated solicitations we have had in the past and benefit charities and donors alike."
So the new organization named an interim board of trustees. It was September 20, 1951, and a new way of helping the community began at Boeing.
The first campaign began October 3, just 13 days after the Fund's beginning, and raised $250,000 for people in need, or $1.6 million in today's dollars. Employee gifts ranged from 25 to 27 cents each payday. A cup of coffee in the Plant I cafeteria cost 7 cents.
During the first few years of the Fund, employees gave to such organizations as Children's Orthopedic Hospital, Ryther Child Center, American Red Cross and the American Cancer Society.
A significant grant came in 1972 when the Employees Community Fund gave its largest award ever, $299,550, to the King County Fire Chiefs Association to help jump-start its fledgling Medic One program. For 28 years, that program has been modeled throughout the country as a top-notch emergency service and saved countless lives in the Puget Sound area.
Since 1951, the Fund has grown, giving a whopping $370 million to help local people in need. And more giving options have been adopted including the Heart of Gold level of giving, Personalized Giving where employees can direct their money to specific agencies, and Direct Aid where contributions of up to $3 a month are set aside to help Boeing employees facing short-term financial crises.
Employees can be proud of the generosity shown by Boeing people during the past 50 years. And they are positioned for another extraordinary 50 years of giving. Take a few minutes to talk to a booster during the annual Employees Community Fund campaign running April 30 through May 11. Boosters will hand out milk chocolate bars and lapel pins sporting the 50-year emblem, as well as answer questions and ask for contributions through payroll deduction.
For a comprehensive history of the Fund, read the 2000 annual report, mailed to members at the end of April. For more information about the campaign or additional copies of the report, call Boeing Community Relations at 1-888-412-CARE.
SPEEA salary charts available on web
The SPEEA salary charts showing the March 2, 2001 selective salary adjustments are now posted on the web as Adobe Acrobat PDF files.
New for these salary charts are a common format. All three bargaining units, Washington based Engineers (including the out-of-state locations Florida, Utah and Edwards Air Force Base), Washington Technical Unit and Wichita Engineers, use a salary versus experience scatter plot. For engineers, experience is defined as the year 2000 minus the year of graduation with an engineering baccalaureate (B.S. equivalent year). For technical unit employees, experience is computed as the employee's age on 3/2/2001 minus 20.
Charts are printed for family and skills management code combinations that have 20 or more employees. Summary tables serve as a chart index and a compilation of data across all charts.
Wichita salary to appear in next week's newsletter
In today's Newsletter is the
summary data for the Technical Unit and Puget Sound-based Engineering
Unit from the March 2, 2001 selective salary adjustments. The summary
data for the Wichita Engineering Unit will be published in next week's
Kudos to Council Rep Sharon Marrell
SPEEA contract administrators beam like proud parents when they receive feedback of the accomplishments of their respective council representatives. That is how the Everett Contract Administrators felt upon receiving feedback on the activities of Council Rep Sharon Marrell.
During the last 3 months, Sharon has been busy working with employees on both disciplinary and performance type issues. One of the employees she came across in her activities had severe medical limitations. Sharon took it upon herself to ensure transportation of the affected employee to Boeing Medical to get the necessary paperwork started for inside parking. Sharon remained diligent in her efforts to the degree that she physically provided the parking credential to the employee along with offering to hold the umbrella while Facilities painted the stall number on the white square. The employee was very thankful to the extra effort of this SPEEA council representative.
We proudly extend a "Job Well Done!" to Sharon! [BR/MM]
SPEEA DOES Make A Difference!
Results of survey:
Some of our members recently participated in a survey on Early Retirement Decisions of Baby Boomer Scientists and Engineers. More than 700 scientists and engineers from over 300 companies, government, and professional organizations contributed to this doctoral study by Mr. John Whipple.
From the study, it was learned that baby boomer scientists and engineers are taking early retirement at extraordinary rates. Over 70% plan to retire before the age of 65. Are they leaving the workforce? Not necessarily! Among these early retirees, 80% plan to take bridge employment jobs for an average of 8 years. Among those, approximately half intend to continue working in a related field, and the other half plan to do something totally different. Their primary motivations to retire early are: (1) they can afford to, (2) they do not feel a strong obligation to stay with their current employer, (3) they desire more control over their daily lives, (4) employer provided inducements to stay are insufficient, and (5) they want more family and leisure time.
To view the results of this survey, please go to www.retirementearly.com/results.htm.
A follow-up questionnaire - a post-doctoral study - has been posted at retirementearly.com, to include all professionals employed in the U.S. workforce. If you know of other professionals that might be interested in participation, please tell them of this Web site.
Finally, from the study, there are important lessons for employers who want to take actions now to minimize the probability of losing their highly-valued, older employees. Mr. Whipple has organized these lessons into a formal presentation. He is offering this presentation, as well as a management workshop, to help employers tailor these actions for their organizations.
To schedule one of the seminars at your organization, you can contact John N. Whipple, Ph.D. at (760) 772-9619 or email@example.com.
3/2/2001 Technical Unit salary adjustments
The March 2, 2001 contractual salary adjustment fund is computed as the 4% fund percentage times the total salaries of eligible employees. For the March 2, 2001 salary adjustment fund, the eligible population was 8,009 earning total salaries of $390,748,350. The contractually-required fund was $15,629,934, or 4% of the total payroll. The actual fund distributed effective March 2 was $15,750,450, or 4.03%, ($120,516 beyond the required amount). A minimum participation of 3% was guaranteed to all eligible employees.
Eligible employees are those employees in the bargaining unit and on the active payroll on both the fund computation date (January 3, 2001) and the fund distribution date (March 2, 2001). An employee does not have to work for an entire review period in order to be included in the salary adjustment fund process. The separation of the dates for the fund computation and the fund distribution allows for more timely distribution of funds.
Upgrades + out of sequence increases
Upgrades and out-of-sequence increases (Upg/OOS) since the 3/2/2000 exercise are reported below. But only for those who participated in the 3/2/2001 salary exercise. The majority of these increases were associated with SJC conversion in November 2000. The December 8, 2000 SPEEA Newsletter reported 1004 of 8040 bargaining unit employees received upgrades averaging $2630 (upgrade increases are $2000 minimum). The Upg/OOS and 3/2/2001 increase percentages are not additive since upgrades and out-of-sequence raises were received prior to the 3/2/01 exercise and are included in the 3/1/2001 salaries. Those who received upgrades are shown at their new grade.
The tables below summarize the distribution of the 3/2/2001 Tech Unit salary increases by a variety of categories. The shaded columns only apply to upgrades and out-of-sequence raises (Upg/OOS). "% Change Upg/OOS" includes the overall percentage including those who didn't receive an upgrade or out-of-sequence increase. However, "Average Upg/OOS" is the average of just those who received an upgrade and/or out-of-sequence increase. Table 5 shows distributions based on Upg/OOS % Increases.
Salary increase population distribution
The charts below show the percent salary increase and salary increase distribution for the 8,009 employees eligible for a salary increase effective March 2, 2001.
3/2/2001 Professional Unit selective salary adjustment information
The March 2, 2001 contractual selective salary adjustment fund is computed as the fund percentage (4% for the March 2, 2001 fund) times the total payroll on the fund computation date (January 3, 2001, in this case). For this exercise, the eligible population was 10,838 earning a total salary of $75,2722,150. 4% of this total is $30,108,886. The actual fund distributed effective March 2 was $30,453,100 or 4.05% of the payroll ($344,214 beyond the required amount). A minimum participation of 3% was guaranteed to all eligible employees.
Eligible employees are those employees in the bargaining unit and on the active payroll on both the fund computation date (January 3, 2001) and the fund distribution date (March 2, 2001). An employee does not have to work for an entire one-year review period in order to be included in the salary adjustment fund process. The separation of the dates for the fund computation and the fund distribution allows for more timely distribution of funds.
Engineering experience data
"Equivalent BS Year" is subtracted from 2000 to compute years of engineering experience shown in the tables below. Generally it is equal to the year an employee received his/her BS degree. Boeing records include adjustments, if appropriate, for time not performing engineering work after earning degree, or engineering-related experience prior to earning degree.
Upgrades + out of sequence increases
Upgrades and out-of-sequence increases (Upg/OOS) since the 3/2/2000 exercise are reported below. But only for those who participated in the 3/2/2001 salary exercise. The majority of these increases were associated with SJC conversion in November 2000. The December 8, 2000 SPEEA Newsletter reported 4224 of 10924 bargaining unit employees received upgrades averaging $3985 (upgrade increases are $3000 minimum). The Upg/OOS and 3/2/2001 increase percentages are not additive since upgrades and out-of-sequence raises were received prior to the 3/2/01 exercise and are included in the 3/1/2001 salaries. Those who received upgrades are shown at their new grade.
The tables below summarize the distribution of salary increases by a variety of categories. The shaded columns only apply to upgrades and out-of-sequence raises (Upg/OOS). "% Change Upg/OOS" includes the overall percentage including those who didn't receive an upgrade or out-of-sequence increase. However, "Average Upg/OOS" is the average of just those who received an upgrade and/or out-of-sequence increase. Table 6 shows distributions based on Upg/OOS % Increases.
Salary increase population distribution
The charts below show the percent salary increase and salary increase distribution for the 10,838 employees eligible for a salary increase effective March 2, 2001.
Open enrollment for benefits changes - May 1st -25th
The open enrollment period for SPEEA members (to change medical or dental plan options ... to enroll in Long Term Disability Insurance ... or to enroll same-gender domestic partner in medical, dental or VPA plan) is May 1st through 25th.
Benefits information on Boeing Web site
One way to gather data to help make your decision during the open period is to check out the Company's union-related benefits website at:
Or you can call the plan administrator, Hewitt, who can provide you with the plan comparisons for your area (call 1-888-747-2016, and have your PIN ready). Through this toll-free number, you can also be connected directly to a specific plan if you have questions.
SPEEA Q & A compares options
SPEEA prepared a series of questions reflecting members' experiences with our medical plans. Responses from the four plans will be posted here on our web site.
We encourage you to call EARLY in order to receive the materials in plenty of time to review them.
Each of SPEEA's Contract Administrators have been feverishly working the grievance process for employees that did not receive what they perceived to be the appropriate job level in last Fall's SJC conversion process. Immediately upon the conversion process being completed, Council Reps (armed with brochures) were working with employees assembling the necessary information to process grievances and participating in Step 1 with the employees and their managers. If resolutions were not achieved at that point, the Council Reps would introduce the employees and their cases to the Contract Administrators for further processing.
One of the Contract Administrators recently reported that he processed five cases as Step 3 grievances to the corporate offices. Out of those cases, 2 of the cases are still awaiting meetings with the respective skill teams. In the other 3 cases, 2 of the employees received the desired reclassification with the retroactive increases while the third unfortunately did not. However, the latter received valuable feedback from the skill team that will enhance his opportunity for reclass in the near future.
During the last few months, the comments and concerns regarding the SJC conversion process have diminished greatly and the identified problems are being worked. This provides both parties feedback that the conversion process did work as planned and ensuing disagreements over job classification should either be handled directly with the management chain or through Article 22 of the collective bargaining agreements. [BR]
SPEEA Does Make A Difference!
An employee recently approached his Contract Administrator with an overpayment dilemma. When he was reviewing his GWI/SELA in March of this year, he noticed that his hourly rate did not increase by the equivalent amount of the raise. Upon seeking clarification through his supervisor, they jointly discovered that he had been inappropriately compensated a shift premium even though he was working 1st shift. It was ascertained that the problem originated when the employee was assigned to a travel assignment last year with the Employer.
Nevertheless, Payroll identified that the employee had been overcompensated nearly $1700 over the past 12 months. They requested repayment in the subsequent 4 pay periods, which would equate out to $850 per month (or 1 mortgage payment each month). The employee's spouse had only recently returned to work, which helped substantiate the individual's immediate hardship.
After several iterations through both the People representative and the Union Relations representative, Boeing Payroll agreed to a schedule that would have them repaid by the end of summer. The employee was delighted and extremely thankful for the Union's assistance in this matter.
New retentions to be effective May 14th
A retention exercise is underway for Profs and Techs. New retentions will be effective May 14th. Managers will begin distributing notices the week of May 8th.
Join your fellow SPEEA members and friends for our 5th annual Camping/White-water River Rafting trip. Take a thrilling ride on Washington's most well-known white-water river, the Wenatchee River. We will be guided by Pacific Rim Expeditions, whose guides have run commercial river trips together for many years.
We have reserved space at Tumwater Campground (located on the north side of Highway 2, ten miles west of Leavenworth) for both Friday & Saturday nights, June 1 & 2. Come camp overnight in this beautiful park located on the Wenatchee River. Enjoy hiking, fishing, games, camaraderie and a potluck dinner on Saturday night, reminiscing the day's white-water experiences.
We'll be rafting the river on Saturday, June 2. We'll gather that morning in Leavenworth and be bussed to the "put in" spot. We'll spend the afternoon floating (?!?) down to Wenatchee River State Park, then be bussed back to our cars.
COST PER PERSON: $55 ... (After May 1st, it's $60). Includes rafting fee with lunch on Saturday, plus two nights' camping fees, games and prizes.
TO REGISTER: If you have questions, please contact Robbi Alberts at w: (206) 433-0995, ext. 126 or h: (425) 235-6348 or email "firstname.lastname@example.org". Limited space is available. To reserve your spot, complete the coupon below, and return with your check(s) to: SPEEA Rafting Trip, 15205 - 52nd Ave S, Seattle, WA 98188.
RESERVATION FORM - SPEEA Rafting/Camping trip
Enclosed is my check (payable to SPEEA) in the amount of $_________ for _____ people at $55 each ($60 after May 1) for the June 2 rafting trip.
Name ______________________________________________ Clock # ____________
Phone: W: ( ) _______________________ H: ( ) ___________________________
GUEST(s) NAME(s) (include age if under 21):
WETSUIT ORDER FORM:
Enclosed is a separate check (payable to "Pacific Rim Expeditions") in the amount of $________ for:
___ wetsuit & booties @ $10 each
___ booties only @ $3 each
(Please include Name, Height, Weight & Shoe Size for each order)