May 25, 2001 Newsletter #1836
The Snohomish County Workers Monument Committee was proud to invite all Snohomish County workers and residents to the unveiling of a permanent monument in this County honoring those who have lost their lives while in the performance of their jobs. The sculpture was dedicated at the Snohomish County Courthouse on Monday April 30,2001, 5:30 p.m., during the Annual Worker Memorial Day commemoration, where we remembered those workers who suffered fatal injuries on the job in Washington State during the previous year. Speakers included Snohomish County Executive Bob Drewel, State Representative Aaron Reardon, and Al Link from the Washington State Labor Council, while Mike Sells from the Snohomish County Labor Council hosted the activity.
SPEEA, IAM and The Boeing Company were well represented at this event. SPEEA Activist Chris Glenn, Contract Administrator Bob Rommel and SPEEA member and Everett City Councilman David Simpson participated on this drizzly afternoon. However, the dedication of this sculpture reminding everyone's commitment to worker safety quickly turned the rain to sunshine. For the IAM, Secretary-Treasurer Bruce Spalding was in attendance along with the sculptor, retired machinist Ken Lonn. Tim Nowlis was there representing The Boeing Company. SPEEA was happy to report that all three institutions have purchased bricks and will have their logos displayed at the base of the sculpture.
Several large employers and labor organizations, such as CSR Associated, Kimberly Clark, Laborer's Local 292 and the Pacific Regional Council of Carpenters, stepped forward with contributions of $5,000 each. Numerous other businesses and individuals supplied generous contributions which got us ever closer to our ultimate goal of $60,000 for completion. We are still in need of funding, however, to finish the financing of the project. Brick order forms for paving bricks around the sculpture are available on the SCLC website by going to http://www.snolabor.org/workmen.htm. Individual bricks are available for $100 and organizational or corporate bricks are available for $500.
We thank everyone who took the time to participate! [BR]
Notes From the Executive
Can anyone say failed people strategy exhibit number 8,643?
Last Wednesday (May 16th), many SPEEA-represented employees received an email from "The Commercial Airplanes Leadership Team". I'm not sure exactly who the Commercial Airplanes Leadership Team is, but I would be surprised if anyone I'd think of as on the team actually read the email before it went out.
I had a number of copies of the email forwarded to me with comments such as the following one:
Isn't this a form of harassment? I'm a member of SPEEA and this is not just anti-IAM.
Why is it OK for a company to campaign against unions during work hours?
And, will the IAM be allowed to e-mail a rebuttal to "all Commercial Airplanes Paycode 2 & 6 employees"?
Oddly the subject was "Message to Paycode 2 & 6 Employees." This was a harbinger of the inaccuracies and misstatements to follow. The email purported to address the IAM organizing effort. It asserted that "A union is a business, with its own set of rules and regulations designed to ensure the authority of union leadership over key matters affecting their members. To fund their operations, unions depend on substantial dues and fees collected from members."
While I could write pages on this, I'll just touch on "regulations designed to ensure the authority of union leadership". Whose authority is really in question here? With unions, employees get a voice and a vote that can affect what actually happens to them. How many non-union employees got to vote on accepting the "total comp" benefits package? ZERO. How many got it? ALL OF THEM. How many union-represented employees got to vote on their benefits package? ALL OF THEM. How many union-represented employees got the "total comp" benefits package? ZERO. (And only then did the conditions for the non-union employees improve.)
Notice the trend?
How many union-represented employees got to vote for their president? ALL OF THEM. How many Boeing employees got to vote for their president? ZERO (OK maybe one or two on the Board of Directors - but you get my point).
The real authority issue here is not about union leaders, it is about management.
I don't accept that unions are businesses any more than I accept companies are unions. We have some characteristics in common, but our first priorities are very different. Boeing's business is making money for its shareholders. SPEEA's and the IAM's business is representing employees. If someone wants a plane built, they should seek out Boeing - it's their business. If someone wants a voice in the workplace, they should seek out a union - it's our business.
I think someone should issue an apology to the people who received the email. And I would support giving the IAM a chance to rebut it.
Member's letter published in "Aviation Week"
Tellers Committee member Al Withers recently wrote a letter to the editor of Aviation Week magazine, and it was published in the March 19, 2001 edition of that magazine, as reprinted below:
Don't underestimate the value of Performance Management!
By Mark Moshay, Everett Contract Administrator
We frequently receive questions and complaints from employees in regard to salary, job level assignment, and retention rating. Obviously, these are crucial factors that affect an employee's career.
Our Council Representatives and Contract Administrators routinely assist employees in processing actions (grievances or appeals) to address these concerns. Unfortunately, in many cases employees have neglected to take advantage of a valuable tool available to them - Performance Management (PM).
The SPEEA contracts provide that either the supervisor or the employee can initiate the process. Technically, the contract requires the process to take place. But more important, it represents a viable way for both the supervisor and the employee to clearly identify goals, expectations, and progress of individual career goals. The PM is a road map, a checklist, and a report card rolled into one.
Here are some tips to consider:
1. Take the initiative - If your supervisor has not initiated your PM with you, take the initiative and request to do so. Ask your supervisor to schedule a meeting so that you can begin the process.
2. Prepare a working copy of the PM form - This is also another way to demonstrate your interest in the process. Having a draft of your PM will also help you and your supervisor to have points of discussion related to your goals.
3. Identify your goals - Let your supervisor know what you want to accomplish - for example, to take on more responsibilities in order to achieve a promotion.
4. Listen carefully to your manager's "expectations" and try to incorporate those into the PM for easier manager buy-in.
5. Monitor your progress - Try to specify intervals for the supervisor to provide you with an assessment of your progress, and an opportunity for you to offer feedback.
There is no guarantee that having a current PM will result in the adjustment of a salary, an upgrade, or a higher retention rating. But one thing is for sure: without a current PM in place, the greater the odds against being successful in those challenges.
Performance Management, like any tool, can only be valuable when put to use.
Performance Management Training
The Performance Management "Interim Review Phase" is scheduled to be completed during the month of August.
The Ed Wells Initiative is offering "Performance Management in 60 Minutes" to interested Techs and Profs - with one session in the northend and one in the southend.
The training will cover: What Performance Management Can Do ... Making the Forms Work for You, and ... How to Have a Successful Meeting.
Space is available on a first-come,
first-serve basis. To reserve your spot, call the appropriate number listed
Schedule for 2001 Performance Management For SPEEA-represented employees
SPEEA flies over Chicago
A few heads turned skyward in Chicago recently as a small airplane welcomed Boeing Corporate leaders to their new hometown on behalf of the SPEEA-represented employees.
The banner, towed by air above Wrigley Field where the Chicago Cubs were playing the Houston Astros on Thursday, May 17, read: SPEEA welcomes Boeing! After spending about one hour around the ballpark, the airplane and banner traveled the commuter freeways during the afternoon drive time for the next hour.
"We were above the game for about one hour and then cruised the freeways for another hour," said Kent Heitzinger, pilot for Ad Airlines. "It was a great day and I'm sure a lot of heads turned to see the banner."
At least one SPEEA Council Rep received a telephone call from a friend who was attending the Cub's game.
The banner was originally scheduled to fly on Friday, May 18, while Boeing executives were still in Chicago announcing the Windy City as their choice for the new corporate headquarters. However, Chicago weather turned sour after the Boeing execs arrived. It finally improved after the weekend.
SPEEA flew the banner to remind Chicago residents that behind the corporate executives are more than 24,500 SPEEA represented employees. And, while they are staying in the Northwest, Kansas, California, Utah, Texas and Florida, they all know where Chicago is and are able to visit when necessary.
We're not sure where baseball fell in the "quality of life" issues that prompted Boeing's corporate leaders to leave Seattle, but it is interesting to note that with the SPEEA banner flying overhead, the Cubs lost their game to the Astros 4 to 2. The loss left the National League Cubs at just over .500 for the season. Over in the American League, the Chicago White Sox are hovering at .330 for the season. Meanwhile, back in the former headquarters town of Seattle, The Mariners are enjoying their best season ever and the best record in baseball. Going into June, the Mariners' record is soaring at .740.
Dental coverage "expires"
If you are thinking about going to the dentist and haven't yet used up all your benefit coverage for this year (July-June), we encourage you to schedule your next dental appointment prior to June 30th to take advantage of those benefits (or you simply lose them).
"Invisible Dot" feature available for Salary Charts
A current style of salary chart distributed by SPEEA is a scattergram showing "salary versus experience" for individuals within a group. While SPEEA only publishes the scattergram chart for those groups having 20 or more employees, in many cases, because of the group's demographics, it is easy to identify a particular individual.
To allow those individuals desiring greater confidentiality, employees may elect to have their data point concealed on the scattergram. The concealed individual is included in the summary tables and in data displays that only use salary (e.g., the histogram of salary distributions).
To have your data point concealed, send an e-mail to InvisibleDot@speea.org with your name and clock number.
Salary Charts for Wichita WTPU
The salary adjustments for the Wichita Technical & Professional Unit (WTPU) are tentatively scheduled to appear on the July 5th paycheck. These increases will be retroactive to the March 2nd effective date.
Following the salary increase distribution, SPEEA will publish salary charts for the Wichita TPU using the same format as for the other SPEEA bargaining units, and distribute them on the SPEEA web site. Based on the current schedule, the salary charts will be available near the end of July.
Wild Waves discount
Arrangements have been made for three dates this year where members can receive substantial discounts on "Passports" for both Wild Waves and Enchanted Village. Regular rates are $24.99 for adults, $20.99 for kids who are 48" and under. (Children 2 and under are free.)
Please order by the deadlines below (different for each date), allowing time to mail the tickets to you. (NOTE: late orders cannot be processed.)
SPEEA Wild Waves Discount Order Form
Enclosed is my check (payable to "SPEEA") for $ _________ OR
stamped envelope to:
New SPEEA discounters approved
At their May 17, 2001 meeting, the SPEEA Executive Board approved adding the following firms to SPEEA's discount list:
Buffalo Run Restaurant (60084 Hwy 20, Marblemount, WA) - (360) 873-2461. 15% off menu price. Motto: "Dine on the Wild Side". Located on N. Cascade Hwy, rustic restaurant decorated in buffalo motif and specializing in exotic game meats (i.e., buffalo, venison, elk and ostrich). Also salmon, pasta, chicken & vegetarian. Beautiful garden patio, truly unique dining experience. [www.buffalorunrestaurant.com]
House of Pizza & Pasta (9019 Aurora Ave N, Seattle) - (206) 522-9982. $3 off large house combination pizzas. $5 off two pasta dinners, purchase of $15 or more.
Morgan Stanley (in 50 states): 25% off Comprehensive financial plan (reg. $250; SPEEA members pay $187.50). Includes free periodic updates anytime you experience a change in your lifestyle or goals. Plan reviews cash flow & debt mgmt, education planning, retirement planning, portfolio mgmt, insurance coverage and estate planning. Also free seminars offered in Puget Sound area. For more info, call Andrew Hergert at (206) 224-4203 or 1-800-733-4873.
More SPEEA discounts and offers
Check out SPEEA's website for discounts on the following:
Seattle Storm tickets (LA June 16th, Houston July 13th, Utah August 3rd)
Golf Tournament (Sat, July 21st - Gold Mountain Olympic Course)
14th Annual SPEEA Picnic (Sat, July 28th - Woodland Park Shelter #3)
"Just Cause" must be upheld in termination cases
One of our Contract Administrators has recently been individually involved with employees identified for termination by the Employer. SPEEA's role in these situations is to ensure that the employee is fairly represented and to grieve the process where just cause has not been satisfied.
The first case involved an employee who had two previous suspensions for an attendance problem. During the meeting where the Employer was going to terminate the employee, the Union requested a caucus to discuss the employee's individual situation. During that conversation, the employee acknowledged that they had a potential drug/alcohol problem and needed assistance. When the meeting reconvened, the Contract Administrator referenced the language in Attachment 4 of the contracts, which allows for a termination to be held in abeyance subject to mandatory participation in the Employee Assistance Program (EAP). The meeting quickly changed directions affording the employee an opportunity for assessment and rehabilitation. Success for all parties will be achieved when the employee satisfactorily completes the terms of the Compliance Notification Memo (CNM).
The next termination dealt with a safety issue at the workplace. The Employer's position was that the action was so serious that it warranted termination while the Union argued that there was no "wanton disregard for the safety of others" by the employee and that the punishment did not correspond to the act. After going through the Step 3 process and the request for arbitration, the parties agreed to an appropriate resolution of the matter.
Termination of employment is sometimes considered the workplace equivalent of capital punishment. Even though some terminations will ultimately remain in effect, the grievance process allows for numerous checkpoints to ensure that people are being treated fairly. SPEEA is relentless in this effort. [BR]
SPEEA Does Make A Difference!
Contractual guarantees apply
SPEEA was recently contacted by one of our members who was working on a long-term domestic reassignment during the past year. While on that assignment (pursuant to Company policy), the Employer transferred the employee to a non-represented paycode retroactive to the start of April of 2000. Upon returning home in November, the Company restored the employee to our bargaining unit.
With that effective date of the initial transfer, the employee was not eligible for the $1000 bonus associated with the ratification of the SPEEA collective bargaining agreement. The Employer did, however, make sure that the employee was provided an EIP check in an amount exceeding the two bonus checks received by our members in the year 2000. When the employee returned home in November, he was immediately reinstated back within the SPEEA unit thus being eligible for the January 2001 bonus payment.
The employee's concern was heightened after the March 2001 raise. He asked the Contract Administrator to investigate if the entire situation was done appropriately and if he was compensated correctly according to his work history on our database. That investigation substantiated that the transfer, the EIP and bonus issues, and the return to our unit were done correctly. The one oversight that was uncovered was that he was an eligible participant in the March 2000 SPEEA salary exercise but never received any increase on his base salary. The People representative was notified and action was taken to provide the employee the increase due March 2, 2000 retroactively back to that date.
This employee acknowledged, for him SPEEA Did Make A Difference! [BR]
Opera discounts for 2001 - 2002 season
SPEEA has arranged for 30% discount on the following operas for the 2001-2002 season. The Opera will be moving to the Mercer Arena for next season. Shown are the costs per ticket in two sections: "Main Floor Preferred" (MCP) and Upper Center Front (UCF).
Sunday, January 20,
2002 (2pm matinee) - MCP $51 UCF $40
Friday, March 29, 2002
- MCP $48 UCF $38
Un Ballo in Maschera
Friday, May 17, 2002 - MCP
$48 UCF $38
Seats are limited, and available first-come, first-serve. To reserve your seats, complete and return the coupon. Once ticket sales are completed, we will order the tickets and mail them to you (at least 6 weeks before the date of the event). If you have questions, contact Robbi at (206) 433-0995, x126.
SPEEA Discount Opera Tickets Order Form
Please send me the following
tickets. Enclosed is my check (payable to "SPEEA") in the amount
VISA MASTERCARD AMEX
Name _____________________________ Clock # ________
H.Phone ( ) ___________ W. Phone ( ) ______________
Mail with self-addressed, stamped
Members help spruce up SPEEA's Everett office
Thanks to the following SPEEA members for their help in painting the inside of our Everett SPEEA office this past weekend:
Thanks, too, to our Everett Staff (Bob Rommel, Mark Moshay & Susanne Murphy) who helped prep the office and put things back when the painting was done. The whole event was completed over the weekend.
Special thanks to John Lynn who played chef and fixed everyone a BBQ lunch.
The office looks much brighter and is now ready for carpet to be installed. The Everett Site Assembly chose this as a first step toward doing projects to help SPEEA and the community. Participants demonstrated that the community spirit is still alive and well. They saved SPEEA over $3,000 by doing the work themselves. Unused paint and supplies were donated to the Everett-based charity, Cocoon House.
A sad farewell
Dear Fellow SPEEA members, and SPEEA leadership teams,
I am taking a new position in a NON-represented sector of The Boeing Company, as a Supply Change Management Analyst in BAS effective May 18, 2001. I regret that my new job is not within SPEEA jurisdiction; however, this position offers me an excellent career opportunity.
This letter is an opportunity to share my thoughts on a fascinating last two years. I have learned so much, and enjoyed every opportunity, and everyone of you for who you are. I would like to thank you all for your support, patience and coaching. SPEEA is truly a GREAT TEAM. I hope I will be back, and I'll be watching you.
I would encourage women to get involved in the SPEEA Women's Advocacy Committee (WAC). It is one of the SPEEA committees I feel many female SPEEA members benefit greatly from. They have a new web page, they encourage mentoring, and they provide a forum for tremendous personal growth. Though, we are only 10% of Boeing's Engineering community, we have been very visible, and successful in our goals and accomplishments. The team is largely focused on helping women break through the corporate glass ceiling, and provides other community educational opportunities.
During the past two years; I was Picket Captain, IFPTE Delegate, WAC member, Legislative & Public Affairs Committee member, Council Rep, Shareholder meeting attendee (in Huntsville in 2000 challenged Phil and Harry to represent the company with better citizenship; in 2001 provided shareholder proposal support offering the NSP's a Pension choice), Everett Roundtable member, elected by my fellow members to represent the Everett 3x3 at the Everett Division meetings (with Dale Shifflett and Alan Rice); and an Everett Site Assembly member. I was effective in supporting employees who challenged management's Level placement, successfully supported representation and forced the withdrawal of a CAM presentation, opened the door to communication in many ways for my fellow employees who had questions that needed to be answered by SPEEA and the company management team, and I was proud to support them.
Some things I believe SPEEA MUST DO for all Tech members is see to it that the Company uses Tech Education/BS degrees as part of the tech wage evaluations and advancement criteria. That will be a huge Tech class improvement. If you don't have a BS or BA (4 year degree), I recommend you do what it takes to get one, no matter what the type/subject. The company will pay for your education - take advantage of it, it is your future.
All SPEEA women and other Profs and Techs should access the Ed Wells Mentor program, and the PMAP evaluations. Council members are the members' coaches - take the challenge, be one who speaks from experience. The individual who has a mentor advances 2.5 years sooner than the employee without.
It is imperative that we as Council members know how to sit responsibly in CAM/NORA meetings. We cannot prevent a CAM/NORA unless we are prepared to see through management shortcomings, and call them on it. Other alternatives are more affective, such as encourage the use of education and coaching to work with the employee.
It made me feel so good be a member on the joint Everett Roundtable Council meetings this past year. This meeting forum provides a wonderful opportunity for SPEEA Council members to shape and change the Everett site. The implementation of the 3x3 subcommittee meeting will help provide for an effective meeting outcome, to address real issues, attainable goals, and encourage individual understanding of problems, and the state of our Division. I think we have made tremendous progress this year and I am proud to have been a part of it. We truly are "INSTRUMENTS OF CHANGE".
This past two years has been incredible, I thank you.