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April 5, 2002 Newsletter #1875

Contents:

Changes for Harbour Pointe Employees

SPEEA Salary Charts available on web

Goodbye, Shelvy!

Notes from Exec. Director: "We had a meeting - Part 1"

60- day notices issued to 232

Call for Papers: Technical Principal Conf.

Military Leave benefits extended

SCPEA put into "Trusteeship"

Dues to come out of "1st" paycheck

 

 


Changes for Harbour Pointe Employees

On Friday, March 8th, the SPEEA Council Rep at the Harbour Pointe facility (Larry Marrell) and the local Contract Administrator were invited to a briefing concerning the relocation of Integrated Aero Systems (formally known as Harbour Pointe, Lot Time and Unit Issue). This announcement helped corroborate previously-released information that the Company was intending to have this facility totally vacated prior to the end of 2002.

The Employer discussed the move with us explaining the different aspects and details, which had just been previously shown to the local management. They explained that the move process would begin in April and would be completed no later than December of this year. The move chart implied that Lot Time would begin moving in monthly increments while Unit Issue would move in three main increments (i.e. Phase one April, May, June; Phase two July, Aug. etc.) A chart was displayed which indicated that approximately 50-60 people from Unit Issue would be reassigned to the Everett Plant while the balance of the people from Lot Time (approximately 150-160) would be assigned to the Auburn Plant, Bldg 17-45.

The Company's presentation also addressed employee-related issues, which encompassed the primary concerns of the SPEEA representatives. It was expressed that the employer's skill teams would make every effort to place those individuals who live in the north-end at the Everett site. It was also noted and discussed that there might be some individuals with special skills that live in the north-end who might still be assigned to Auburn. Special consideration would probably be given to individuals with specific logistical concerns. Other programs to assist employees include the "Employee Assistance Program", a Transportation Fair, Van Pools and possibly additional buses running from Everett to Auburn. It was acknowledged that it would be their intent to give all affected employees a minimum of 30 days' notice of their new work location.

SPEEA intends to become involved with any change in the Company's operations that potentially disrupt our members' lives. [BR]

SPEEA "Making A Difference!"

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SPEEA Salary Charts available on web

SPEEA salary charts showing the March 2, 2002 selective salary adjustments are now posted on the SPEEA website as Adobe Acrobat PDF files (available here). Charts have been prepared for four SPEEA bargaining units: Professional Unit, Technical Unit, Wichita Engineers Unit, and Wichita Technical and Professional Unit.

Charts are printed for job family and skills management code combinations that have 10 or more employees. Summary tables serve as a chart index and a compilation of data across all charts.

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Goodbye Shelvy!

Wichita Contract Administrator Shelvy Brown has decided to go back to work for Boeing. He enjoyed his time with SPEEA but this isa move he wanted to make. We wish him well in all future endeavors. We will be filling his vacated poston in the very near-term.

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Notes from the Executive Director

We had a meeting - Part I

As reported in the Boeing News clips, SPEEA and Boeing leaders met for seven hours on Friday, March 29 to share information in preparation for contract negotiations this fall. "Participants discussed SPEEA interests, business issues and ideas for helping the Company succeed in the future".

This week I'd like talk about the SPEEA interests; next week we'll discuss what we heard Boeing say.

We had three major points:

SPEEA has high level concerns: One is Boeing's ability to attract and retain the best employees (as outlined in previous newsletter articles, our demo-graphics are terrible). We also need to see a plan and a process for Boeing to survive and thrive in the future that makes sense from our perspective (today we don't), Finally, we are very concerned about our wages, benefits (medical and pension) and our careers (read this as job security).

We have a unique perspective: Things look different from the bottom of the food-chain than they do from the top. Often when Boeing leaders say "lean and profit maximizing" we hear "CUT JOBS, WAGES AND BENEFITS". It is impossible for employees to support something that only harms us. We will stand strong for things that make sense from our perspective.

We know how we want to negotiate: We want to negotiate as strong committed partners in a design-build effort. This means that we use facts and data and outside experts. We also need to respect each other's institutional needs. From SPEEA's perspec- tive, this would include our wages, benefits and career advancement and our desire to organize.

We believe that, if SPEEA and Boeing can find a way to positively engage, we can also find positive ways to address everyone's needs. In an internal SPEEA poll, nearly 70% of SPEEA-represented employees thought that it was at least somewhat likely that SPEEA and Boeing can develop a cooperative Working Partnership - however, about a quarter didn't (there were some who were unsure).

Candidly, we have some hurdles to get over in these negotiations.

SPEEA members have identified their top issues (in no particular order) as benefits (medical and pension), wages and job security.

Taking these one at a time:

Benefits: The major thrust (as in our last negotiations) is no benefit take-aways. We'd like some tweaking of current benefits. On the pension front, we need to see increases - this is one way to help fix some of our demographic problems: find ways to help people move on willingly. Pension can be a big factor. It is very difficult to survive for decades on a pension that doesn't adjust with time.

Compensation: We are low in our markets. This is very clear when a "maturity curve" analysis is done. However, Boeing has stopped doing them. Even with the "level" based analysis done today, we believe that the data clearly show that SPEEA is under-represented in the higher grades. To adjust to match the market would require something around 6%. Then there is the money required to adjust for inflation and have careers (this generally is approx- imated by inflation plus 2%). Adding all this up suggests a double-digit pool to get us where we need to be in the first year. Our salary pools should have been supplemented in this contract, but Boeing held the money. Now is the time to pay it. We also have issues about the EIP and VIP. The appropriate amount of GWI will be a big factor.

Job Security: Boeing is telling us that they will continue to downsize in the future. If employees don't see a plan that makes sense for us, it will fail; and, while Boeing may be smaller, Boeing will not be succeeding. Here's what we think - no one should be forced out of Boeing as a result of downsizing. We are standing strong to give employees both respect and choices. This means that the mechanism to bring employment numbers down should allow people to choose to leave and NOT people being kicked out the door. Certainly this is not what has been done recently - but we need to change the process. We need to stand united for what is right. We need to stand together to help make the right things happen.

We had a meeting. It was a good exchange of ideas. We each know where the other is coming from. What isn't clear is exactly where we're going or how. I think we all share a desire to find common ground that works for everyone. Some people wonder if we can do it. I say it is too important. Failure is not an option. We will negotiate a contract as strong committed partners, and we will have something acceptable to both Boeing employees and Boeing leaders. We will negotiate like our futures depend on it - because they do. This is where our solidarity will make the difference. (Watch for Part 2 in next week's Newsletter.)

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60 Day notices issued to 232

The Company reports that, on March 22, 2002, 60-day notices of layoff (for layoff May 24, 2002) were issued to 232 SPEEA-represented employees, broken down as follows:
Location MAJCO PC2 PC4 PC6 Totals
Kansas BCAG 46 17 30 9
Kansas SSG 3
Kansas A&M 3 3 1 7
Puget Sound A&M 12 7 19
Puget Sound BCAG 65 23 88
Puget Sound S&C 5 4 9
Puget Sound SSG 2 11 13
Totals 133 65 34 232

 

 

 

 

 

 

 

Details of layoff notices by job-code and major org are available on-line at:
http://www.speea.org/hotissues/files/layoffs/head_count/headcounts.html

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June 2002 Technical Principal Conference: Call for Papers

The First Annual Technical Principal Conference will be held in Seattle on Tuesday, June 11, 2002 to advance and apply technical excellence at Boeing. It is open to all Technical Principals and their managers.

The conference opens the way for Technical Principals to work together on the Company's current technical challenges, share and add to their technical knowledge, and improve their ability to mentor others. Like other Boeing technical conferences, it helps the Company take advantage of its own technical talent and its own infrastructure of technical excellence.

Technical Principals are invited to make a presen- tation at the conference. Sessions are planned around career planning, business skills, coaching and mentoring, and such technology topics as CAD/CAM technologies, assembly technology applications, analysis applications, simulation and modeling, and manufacturing technologies, etc.

To propose a presentation, Technical Principals prepare and submit an abstract of 150 words or less using the guidelines listed at the Technical Principal web site: The conference will be held June 11 in the 2-22 building auditorium at Seattle's Plant 2. Registration for the conference will begin in April. There are no confer- ence fees. Attendance requires management approval and labor charges must be provided by your home organization.

For conference details, contact June Ogawa at (206) 655-6701.

http://techex.web.boeing.com/principal/index.html

 


Military Leave Benefits Extended Again

Boeing is extending its policy for employees who are on military leave of absence as a result of the September 11 terrorist attacks. Effective immediately, the Company will provide military differential pay, as well as medical, dental and basic life insurance coverage, for individuals supporting the current U.S. efforts for up to 60 calendar months.

 

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SCPEA put into "Trusteeship"

The Southern California Professional Engineering Association (SCPEA), which represents engineers who formerly worked for McDonnell-Douglas, now Boeing, in Southern California voted some time back to affiliate with the Office & Professional Employees International Union (OPEIU). We learned that on April 2, 2002, SCPEA was put in trusteeship by OPEIU. This means that the International has the right to suspend SCPEA's internal rules, remove current officers, and install a trustee to govern the union.

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Dues to come out of "1st Paycheck of the Month"

As part of Boeing's conversion to their new common payroll software system (BPS), union dues will now be deducted from the FIRST paycheck of the month. (instead of the second). Thus, April SPEEA union dues will be deducted from the April 11th paychecks.

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3/2/2002 Professional Unit
Selective Salary Adjustment Information

Fund Computation

The March 2, 2002 contractual selective salary adjustment fund is computed as the fund percentage (4% for the March 2, 2002 fund) times the total payroll on the fund computation date (January 3, 2002, in this case). For this exercise, the eligible population was 10,911 earning a total salary of $786,002,398. So 4% of this total is $31,440,096. The actual fund distributed effective March 2 was $31,551,050 or 4.01% of the payroll ($110,954 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, 2002) and the fund distribution date (March 2, 2002). 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 2002 to compute years of engineering experience shown in the tables below. [Note: This is a change in convention from last year when we used 2000 instead of 2001.] 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. The Equivalent BS Year value was not available for approximately 750 employees. In these cases we used age-23 years for this value.

Upgrades + Out Of Sequence increases

Upgrades and out-of-sequence increases (Upg/OOS) since the 3/2/2001 exercise are reported below. The contract required promotional funds of 0.5% of total unit salaries as of 3/1/2001 ($3,763,611) to be spent between January 2001 and December 2001. A total of $5,311,100 was spent on upgrades and other out of sequence increases during that time. Of that amount $4,496,900 (0.6% of salaries) was verified to be associated with upgrades. The minimum promotional increase is $3000. Just over $200,000 was associated with individuals transitioning from Technical Unit to Professional Unit jobs. Those who received upgrades are shown at their new grade.

Fund Distribution

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.

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Salary Increase Population Distribution

The charts below show the percent salary increase and salary increase distribution for the 10,911 employees eligible for a salary increase effective March 2, 2002

 

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3/2/2002 Technical Unit
Selective Salary Adjustment Information

Fund Computation

The March 2, 2002 contractual selective salary adjustment fund is computed as the 4% fund percentage times the total salaries of eligible employees. For the March 2, 2002 salary adjustment fund, the eligible population was 7,647 earning total salaries of $390,681,200. The contractually-required fund was $15,627,248, or 4% of the total payroll. The actual fund distributed effective March 2 was $15,748,702, or 4.03% ($121,454 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, 2002) and the fund distribution date (March 2, 2002). 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 3/2/2001 exercise are reported below. The contract required promotional funds of 0.5% of total unit salaries as of 3/1/2001 ($1,953,742) to be spent between January 2001 and December 2001. A total of $3,285,400 was spent on upgrades and other out of sequence increases during that time. Of that amount $3,090,750 (0.8% of salaries) was verified to be associated with upgrades (upgrade increases are $2000 minimum). Those who received upgrades are shown at their new grade.

Fund Distribution

The tables below summarize the distribution of the 3/2/2002 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.

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Salary Increase Population Distribution

The charts below show the percent salary increase and salary increase distribution for the 7,647 employees eligible for a salary increase effective March 2, 2002.

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Wichita Salary Information

Next week's newsletter will contain the new salary summary information for our two Wichita Units - WEU (Wichita Engineering Unit) and WTPU (Wichita Technical & Professional Unit).

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CASE HISTORY

"I'm a SPEEA-Represented employee I tell ya!"

The Everett SPEEA Office received a call from a member who had been mistakenly classified into a position not covered by SPEEA. Once that happened, his insurance, Long Term Disability, and other benefits were in a mess. Needless to say, he was not a happy camper.

An Everett Contract Administrator worked with various Company reps to get the problem straightened out. After a series of phone calls and emails, the member's job classification and benefits were restored.

This situation serves as a reminder to our members to remain vigilant to any changes in their pay and benefits, as this member did. Something as "simple" as an incorrect job code can lead to a series of other errors.

The member was very grateful that his Union was there to turn to for help! [MM]

SPEEA Makes a Difference!

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Send a letter to SPEEA

The monthly SPEEA SPOTLITE is now accepting "Letters to the Editor" that address issues. Letters should be 250 words or less and may be edited for publication. Letters should avoid personal attacks. All letters must include both home address and daytime telephone number for verification. Due to space, not all letters can be published.

Send letters to: Bill Dugovich, SPEEA, 15205 52nd Ave. S., Seattle, WA 98188. Or e-mail your letter to: billd@speea.org

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letter to: billd@speea.org

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