May 24, 2002 Newsletter #1882
Life can be hectic at the Everett SPEEA Office, just ask Office Administrator Susanne Murphy. There are meetings to set up, schedules to update, and most importantly, members to serve.
Each day the Everett Office receives an average of 40 phone calls and as many emails. It is Susanne's responsibility to see that the calls get to the appropriate person. Her other duties include ensuring that our members receive support from the Contract Administrators, meetings, and other member benefits.
During the SPEEA Strike of 2000, Susanne was the critical link for keeping the Everett picket sites successfully coordinated.
Susanne also disseminates email sent to firstname.lastname@example.org and ensures that the messages get to the appropriate person.
Everett Contract Administrators Bob Rommel and Mark Moshay are extremely pleased with the support that Susanne provides to them in their role. Bob in particular can recall the days when he worked the office "solo."
"I dealt with all aspects of running the office; some days it was all I could do to keep up with incoming phone calls," says Bob Rommel. "When Susanne came on board in January of 1999, I was able to place more of my attention on the members' contractual issues."
Mark Moshay is also grateful for the support he receives from Susanne. "I think I'm spoiled ... no, I know I'm spoiled. Susanne was there from my first day at SPEEA, and she's been a great help to me. She is one of the most pleasant persons to deal with on the phone and in person. We are lucky to have her on our team," says Moshay.
Susanne isn't fond of being in the limelight. She's happy to assist members in her role as the Everett Office Administrator, but we thought you should know that Susanne Murphy is really making a difference for SPEEA!
Paul Morin (S-1) gave the Partnership update for this month, talking about the two teams that he helps facilitate - Facilities, and SHEA. Participants of each team include SPEEA members, SPEEA staff, and management representatives. He said they never run out of things to talk about.
Paul reviewed the list of topics being discussed in the Joint Facilities Team: Engineering Relocation ... Layoff Activities ... Critical Skills ... Reliability Engineer Skill Code ... Retentions ... Management Restructure ... Commercial Engineering Partnership status ... Project Tech Aide skill code ... Project Management responsibilities ... Degreed and Non-degreed criteria ... Offload of Engineering Work ... Cultural Mapping Workshop ... Ed Wells overview ... Lead selection process ... SJC Conversion process ... and Barry Foster overview.
Next he showed the list of topics being covered by the Joint SHEA Team: Benchmark studies ... Competencies and Key areas of Responsibilities ... Management Reclassifications ... SJC Overview/Boeing & SPEEA ... Layoff status ... EEO Objectives ... Salary SELA objectives ... Job description levels ... Retention Appeal process ... Tech Fellow program ... and Performance Management.
The Facilities Team got started in July of 2000, and has been meeting once a month using Boeing-paid time. The SHEA Team began in June 2001.
Paul said getting management to participate isn't that hard - just approach them, say you want to talk about issues in the workplace, and offer to set up a meeting. He said the second-level manager, who helps sponsor the Facilities Team, has included it on his Performance Management plan, and so has his first-level managers. Once engineers see that management is participating, they want to too.
Regarding setting up the agenda, ask the engineers what they want to talk about and ask management what they want to talk about. It's a way for management to have a forum for bringing information to the engineers. There is credibility when you establish a recognized team with published minutes, and it maintains a forum for discussion. Paul suggested maintaining a formal meeting time and list of attendees. He suggested you begin by talking about positive non-sensitive issues (such as Performance Management, Ed Wells Initiative, Tech Fellow program, etc.) Later, when you want to talk about things that might be more sensitive (retention appeals, etc), participants will be more willing to talk because they are more comfortable, know the people and are used to the forum.
Discussions should not attack people personally, but cover issues. You should facilitate the meetings, and always prepare minutes of the meetings, distributing them to all attendees (including managers) shortly afterwards. This is a good way to get feedback from employees and managers, to find out what they want to talk about. The minutes are also forwarded to SPEEA-represented employees who did not attend the meeting, in order to keep them informed.
Paul said this is also a good way to get your Contract Administrator involved in working with management on a less adversarial basis than filing grievances. Managers get to know SPEEA Staff on a positive basis, and SPEEA is further integrated into the workplace. Staff can often make presentations, to educate both employees and managers. Managers will begin to look to you (the Council Rep) and SPEEA Staff for guidance as things come along.
Paul said he believes it's worth your while to get a Partnership team going in your area.
Paul noted an unexpected event that limits the success of integrating SPEEA into the workforce and development of a SPEEA partnership with management. A manager from the Facilities Team who was instrumental in sponsoring the team was being reassigned to another organization. Before leaving the Team, this manager sent a note to Charles Bofferding The note said: "...Maria has been a key part of our success. She's willing to listen, is honest and open, but remains vigilant of SPEEA's role. She really represents the employee and the union, and I want to make sure she gets credit for that...."
Dave Baine (A-60) said he participated in one of those two teams. He said he'd like to give kudos to Paul Morin for his leadership the last two years. The problem of managers moving around is difficult for him. But there is a core of managers still coming, and new managers are getting involved too. Dave said this is something fruitful out of our last contract - we now have a chance to have dialogue with management in these meetings. Dave said both senior MBU's have been inviting him to attend their meetings with the IAM shop stewards. The VP of Fabrication has also asked the Council Reps to come in and talk to her. Dave said he sees a lot of positive things happening from this Partnership.
SPEEA is a labor union. As such we have special capabilities that positively affect represented employees on a daily basis. We can do things that no one else can. We can help make the right things happen. We can act collectively to remove barriers and make the right things happen as viewed from our perspective.
There are many groups within the larger "Boeing enterprise" - HR, Legal, Engineering, Operations, Marketing and so on. Each has its own perspective and focus. For example, legal tends to focus on legal risk management, finance focuses on their own metrics.
At Boeing, the unions are the only organizations that have employees as their undisputed top concern. Only unions run EVERY question through the filter of "What is best for the employees?" Now, to be sure, having a strong viable company in the long run is certainly in the best interest of employees - without a company there are no employees.
However, while others may focus on the risk implications to Boeing, or the financial metrics, it is the Unions that focus on employees.
This point is underscored when you consider that every Boeing employee's check is "signed by Phil Condit" while every Union employee's check is "signed by the members." This both provides and encourages a different perspective.
What does all this mean? It means that every action - taken or planned - is viewed by SPEEA through the lens of impact on employees. It also means that not everyone who disagrees is wrong. The hardest thing for me to learn after becoming a union leader was that two (or more) people can view the same data set, come to different conclusions, and each can be right from their own perspective. What this means is that not everyone who disagrees with us is our enemy. Often they are people with a different perceptive. Many times solutions are reached once we stop to listen and fully understand everyone's perspective, and then hammer out a solution that works from all perspectives - this is the heart of integrated design teams and many of our successes.
However, there are times that no common ground can be reached and drastic action is required. The good news is that, in over a decade as SPEEA's Executive Director, I have only seen this happen a handful of times. Even in those times, the critical ingredient to SPEEA's success has been our ability to stand our ground and advocate for what we believe is right while still employing the principles that drive our organization - respect and integrity. SPEEA has a great track record. The labor community holds us in high esteem for our recent successes at both the negotiation table and the organizing arena. We are strong and we are effective. We do what is right for the membership.
As an organization, and as a collection of people, we are very good at identifying what works for us and what works against us. While we strongly support and encourage what benefits us, we also strongly oppose and work hard to remove things that work against us. At the most basic level, this is how we continue to positively impact the lives of SPEEA-represented employees. SPEEA gives voice and power to the members to remove barriers and help make good things happen.
The SPEEA DER Committee will meet Tuesday, June 4 at 5:00 p.m.PDT, to consider how outsourcing and globalization affect certification for new airplanes and airline service issues. The committee will also discuss how work transfer affects technical competence within our engineering community in the short and long term.
All DER's and other interested SPEEA members are welcome to attend. We will meet at the Tukwila, Everett, and Wichita SPEEA offices, and link up by telephone. Please RSVP to the appropriate office (Tukwila: 206/433-0991; Everett: 425-355-2883; Wichita: 316/682-0262).
The Employee Community Fund is winding down its annual drive for donations. SPEEA has always been a strong supporter of this fund, and we encourage you to participate.
We'd also like you to be aware of the SPEEA fund that is available for ECF donations. This fund assists the SPEEA membership in emergency situations and also during labor disputes. This fund has assisted hundreds of people since our 1999 negotiations. If you'd like to donate to this fund, you can designate your donations to: King County Labor Agency AFL-CIO - SPEEA Fund ECF # 50461.
On April 19, 2002, 60-day notices of layoff (for layoff effective June 21, 2002) were issued to 141 SPEEA-represented employees, broken down as follows:
Details of layoff notices
by job-code and major org are available on the SPEEA web site at:
Chris Martelli, CFP, Investment Advisor and Certified Financial Planner, will be presenting a FREE 2-1/2 hour workshop dedicated to retirement planning and investing:
This workshop will answer questions like: How much money will I need when I retire? How will inflation affect my style of living through my retirement years? What should I be doing with my investments now and into retirement? Which pension option should I choose? When should I take Social Security? What can I do now to prepare for retirement later? How does a Rollover IRA work and is it right for me?
A complimentary 1-hour personal retirement planning consultation will be available to every attendee.
To register, call Chris Martelli at (206) 275-5138, or email email@example.com
For the pre-meeting, Staff member Stan Sorscher answered questions about Retirement and Layoff (refer to article in last week's newsletter).
Three newly-seated Council Reps were introduced:
E-5 - Betsy
E-6 - Steve
W-10 - David
Luci Hood was elected to fill the vacancy on the NW Region Tellers Committee.
NW Region Council Reps passed a motion supporting retaining of Phyllis Rogers as SPEEA's General Counsel, directing the Board to make negotiating her contract a priority.
ECF representatives spoke to the NW Region Council Reps soliciting SPEEA leaders' support in the current Employees Community Fund Campaign. In attendance were: Kristi Savacool (Corporate ECF Chair); Betty Moore (Everett ECF Site Director); Dwight Miller (Renton ECF Site Deputy Director); and Jon Cannon (Kent ECF Site Director).
Chair Judy Mogan reported the Organizational Planning Committee has been receiving regular updates on our activities in St. Louis (the local organizing committee has put together a three-month telephone blitz, soliciting volunteers to pass out a survey on workplace issues and demographics; we've received fantastic support from IFPTE and the AFL-CIO) ... the committee is also recommending members of the CLUB (Coalition of Labor Unions at Boeing) get together and strategize on how we can support each other in bargaining this year.
Under "Good of the Union", SPEEA member Mark Boswell shared with the Council a presentation that he, President Tom Day, Treasurer Mike Dunn and some other people pitched to Alan Mulally last week. The essence of the plan was to break Boeing into small parts that would each employ both "lean" and "theory of constraints" practices to expand their business base and profits - in essence, convert Boeing into a number of stand-alone companies to increase flexibility and performance. The plan was modeled after practices of ABB - a European "GE". The Council responded in very strong terms, questioning why this was done without the advance notification to the Council (as promised). An apology was later offered by Tom Day. The Council requested a copy of the pitch be emailed to them as soon as possible.
Judy Campbell encouraged members to sign up for SPEEA's team in the Susan B. Komen Race for the Cure (for Breast Cancer) to be held on Sunday, June 2nd. She also noted there are a couple of openings for the Union Women Summer School June 26-30.
Charles Bofferding reported the Northwest Airlines Master Executive Council of the Air Line Pilots Association recently passed a resolution expressing its thanks to SPEEA for our support and union solidarity.
NW Region Treasurer Joe Gregg explained this month's budget report. Our income showed a spike due to receipt of Agency Fee payments, which are paid on a quarterly basis.
The Council was reminded of their mandatory annual training at the Saturday, June 8th Leadership Conference. An extension was granted to Larry Wendt, who is unable to attend. Extensions for "basic training" were also granted for three people elected in March (i.e., who are beyond the two-month requirement): Bruce Liomin, Bob Wilkerson and Tom Day. They will attend the basic training scheduled for June 6th.
The Negotiation Preparation Committee filed its final report, and will reconvene in two years to prepare for next negotiations. The Negotiations Support Committee will hold its kickoff meeting on May 15th.
NW Region VP Ron Mathes reported he will be attending the Pierce County Labor Council graduation dinner tomorrow night, honoring SPEEA and other union members who completed the Union Counselor training. SPEEA graduates include: Laurel Reiff, Dave Baine, Ed Troughton, Larry Williams and Hubert Lee (see photo on page 6).
The NW Region Council Reps PASSED a motion that SPEEA take a position officially Opposing Initiative 777, known as the "Right-to-Work" Initiative.
Ted Nykreim reported the Negotiation Teams are coordinating joint training with management, conducted by the Federal Mediation & Conciliation Service (FMCS). We are also planning a "meet and greet" joint event, as well as more internal training. Joint committees (Comp, Benefits, Workforce) continue to meet regularly. The Company has also invited SPEEA to participate in some "partner teams" that are separate from negotiations. Wichita's team members will be in town June 7th to meet with the Puget Sound teams. Stan Sorscher is drafting a position paper on outsourcing/globalization, and we are coordinating our efforts with the IAM. Ted said he'd like to see more SPEEA shirts being displayed in the workplace, as a show of solidarity. [For info on purchasing SPEEA apparel, check out http://www.speea.progear.com ]
The NW and Midwest Councils both voted to SUPPORT legislation that will limit the amount of manufacturing and employment that is being outsourced to countries outside the U.S.
Executive Director Charles Bofferding reported: SPEEA is coordinating with the IAM and AFL-CIO on issues of globalization and benefits, in preparation for negotiations ... SPEEA has requested "effects bargaining" over the issue of transfer of jobs to Russia ... while in WA, DC, SPEEA reps participated in meetings with new NASA Administrator Sean O'Keefe and U.S. Secretary of Defense Donald Rumsfeld ... an arbitrator recently ruled in our favor, bringing two terminated employees back to work next Monday ... we are filing two arbitrations in Wichita (one involves interpretation of job-opening language, and the other involves Company use of their skill enrichment process to displace employees not previously surplussed) ... we won a summary judgment motion to compel arbitration in a case involving the Company's refusal to recall an employee (we may reach agreement on a back-pay settlement in lieu of going to arbitration) ... finally Charles said SPEEA's leadership needs to figure out a way to stop the implosion that is currently underway and work to build our strength and credibility as we prepare for negotiations.
Shane Michael reported SPEEA sent a bouquet of flowers to the WTPU member whose son died in Afghanistan.
Richard Ruhmann was introduced as the new Council Representative in District N-1, and B.J. Moore was introduced as the new Contract Administrator in SPEEA's Wichita Office.
MW VP Joe Newberry reported on the April 18th Executive Board meeting. The Board requested an updated staff duties matrix, authorized more Win-Win cards, approved funding for the Plain Dealer newsletter subscription, and made committee assignments. Charles Bofferding will be in Wichita on Tuesday, May 14th to talk to local SPEEA leaders. The Board finance committee reported income has exceeded our budget estimate for April 2002.
The WEU Negotiation Team reported a joint kickoff is planned for June 10, 2002. Members of the Company team will be defined at that time. Survey results will be communicated in upcoming SPEEA publications, and the Team is planning to hold lunchtime meetings.
The Membership Recruitment Commitee asked for help recruiting Wichita engineers that are nonmembers. Council Reps were asked to share each other's district lists so we can all help to recruit.
The Member Activities Committee reported the next MW golf tournament is scheduled for June 22 at Hidden Lakes, and SPEEA will not be sponsoring the Joyland event this year. The Chairman thanked this Committee for their hard work in planning the MW Recognition Banquet; the Treasurer announced expenses were $3,000 below what was originally estimated for the event. The Chairman asked if the Midwest Council wanted to have the MW Region participate in the annual awards banquet in Seattle every other year; but the Council overwhelmingly voted that we should continue separate, regional banquets.
Future "Benefits nights" meetings will cover personal money management. Bob Brewer mentioned we are working on an open enrollment period (with no proof of insurability needed) for WTPU members to sign up for SPEEA's Aetna supplemental life insurance.
Discussion was held on possible locations for an All-Members meeting, slated for the end of June/early July.
MW Secretary John Poettker reported on his recent trip to Washington D.C. for the CESO Meeting.
Wichita Contract Administrator Bob Brewer reported the Military Division is hiring Finance skill codes; SPEEA has contacted all employees with similar job codes in Commercial who were laid off or have WARN notices to apply for those jobs. Bob showed a list of all the grievances in work in Wichita (maintaining confidentiality). SPEEA is investigating the bumping of management into the bargaining unit in cases where the manager has no prior experience in the skill (Bob requested people send him detailed information on these types of cases). An Article 10 meeting has been requested by SPEEA to work an agreement to allow BAS layoff victims to recall into other major organizations. The pension plan arbitration case is still being prepared for filing in the courts.
Pre-Submitted motion MW02-003, Governances for Bargaining Unit Council Officers, was voted on and approved. Pre-Submitted motion M02-021, Support for Limited Outsourcing was discussed and voted on. The Midwest By-Laws, which were submitted for review last month, were voted on and approved. A motion to amend motion MW02-003 to allow an election of Bargaining Unit officers this year to fulfill the rest of the current term was approved.
Five SPEEA members recently graduated from the Pierce County Labor Council's Union Counselor Training class: Dave Baine (Council Rep, Auburn); Laurel Reiff (Ombudsman Committee Chair, Renton); Hubert Lee (Area Rep, Auburn); Ed Troughton (Tellers, Auburn); and Larry Williams (Area Rep, Sea-Tac Towers).
An administrative law judge for the National Labor Relations Board has ordered that Kaiser Aluminum Corporation provide back pay to 2,900 workers whom it locked out in the aftermath of a strike. The workers' union estimates the total amount at no less than $180 million, a sum that federal officials say would be by far the largest back-pay award in the labor board's 67-year history. Kaiser is now in bankruptcy reorganization after filing for Chapter 11 reorganization February 12th. This type of bankruptcy delays payments of bills run up before the filing, but requires the company to pay new bills. It is unclear whether it would ever be able to pay a judgment that large.
The company has announced it will appeal the decision to the full board.
The roots of the case date from September 1998, when the United Steelworkers of America struck Kaiser. After four months, the workers relented and agreed to return before a new contract was negotiated. But Kaiser locked workers out of five plants (two near Spokane, WA; one in Tacoma, WA; one in Newark, OH; and one in Gramercy, LA). Those 2,900 employees remained locked out for 20 months, until a new five-year agreement was reached in the fall of 2000. Lockouts are often legal. But in his decision, issued May 10th, the administrative law judge, Michael Stevenson, ruled that this one was illegal, for several reasons. For example, he said, the company made a wage offer that was so vague the union could never have been expected to accept it. He also ruled that Kaiser had improperly sought to force the union to break up its unit that bargained for members at a variety of locations. The ruling was made following eleven months of trial, thousands of pages of testimony and hundreds of exhibits.
Judge Stevenson, based in Oakland, CA, said Kaiser should pay back wages calculated from the time the lockout began until the workers returned to work, minus the amount they earned in other jobs.
This is one of the most difficult times of year for blood donations. We encourage you to donate, and we also encourage you to watch a PBS show that could be very interesting and educational. "Red Gold, the Epic Story of Blood" traces the story of lives defined and saved by this once mysterious substance. It delves into the present-day issues that confront donation and supply. The program will run Sunday, June 23 and Sunday, June 30 at 9:00 p.m. (EST) on PBS. Perhaps this will touch a few people's heart to support this vital program for the community. "In order for someone to live, someone must give." For more information about the union-operated Cascade Regional Blood Services, contact (253) 841-4236.
Now is an excellent time to hold our government representatives accountable. Most, if not all, of our state representatives have finished their 2002 sessions and their voting records are available. Congressional reps also have easily accessible voting records. Before fall begins and the campaigns start, let's calmly decide what kind of future we want.
Regardless of what state you live in, this is the time to take a good look at your representatives and judge their performance from a labor issue standpoint. They may be your personal friend, and you put their "vote for me" sign in your yard last election - but I urge you to look at how they supported labor and the issues that affect your life everyday during the past two sessions. SPEEA does not support any political party. We do support specific positions that favor our members. We keep it simple and favor keeping pro-labor representatives and favor replacing anti-labor candidates.
We will be reviewing representatives and their voting records. Where SPEEA cannot endorse the voting record of current representatives, we will call for members or retirees to step up and run as pro-labor candidates. Where no available SPEEA candidate is available, we will ask our fellow CLUB (Coalition of Labor Unions at Boeing) members, local Labor Councils or IFPTE members to help find pro-labor candidates from their ranks.
While SPEEA and the CLUB, and some Labor Councils have recently grown in influence, there are increasing numbers of anti-labor initiatives. Nationally the labor movement is slipping. The number of pro-labor candidates is slipping as well. In the next few years, much will be decided about how we will be treated as employees and retirees. Many NAFTA and outsource issues are yet to be resolved, so now is the time to move forward with our pro-labor agenda.
Dealing with the large number of retirees coming along should be on everyone's mind. The excellent economy in past years swelled retirement funds and allowed many companies, including Boeing, to forego contributions. Even with excessive funds in the Boeing Pension Trust Fund set aside and managed only for retirees, we have seen no ad-hoc increases for retirees since 1985. This brings up many serious questions about the viability of current and future pensions for retirees. Many Boeing employees have already begun to face reductions in retirement medical plans. Nationally, there are serious questions about changes to social security and prescription drug plans that must be addressed.
I suggest our long-term future depends greatly on pro-labor groups like SPEEA, the CLUB, local Labor Councils, and IFPTE holding our representatives accountable to our own pocketbook issues. Starting this summer, a series of articles will outline some of the pro-labor issues and how some of our representatives stack up. Getting labor unions to endorse pro-labor issues is nothing new. But, combining our votes with the CLUB or IFPTE in support of local pro-labor issues is new. This move has the power to change not just the political representation in the state houses, it could change the underlying political atmosphere. Even where we do not win, we will be recognized as a political force. When our legislative committees approach representatives for their support on pro-labor issues in future sessions, we will get the respect we deserve.
This is a chance to help ourselves. But, let me be clear, SPEEA still does not endorse political parties, just specific pro-labor issues. If you have an opinion, you can e-mail me or participate with your local Legislative and Public Affairs (L&PA) Committee at your local SPEEA office or by conference call.
A member writes: "Yesterday I went to the Health and Benefits site, http://resources.hewitt.com/boeing to make sure that the PIN recently sent to me worked. While on the site I decided to have a look at my insurance beneficiaries. It turned out that I didn't have any! I immediately followed the steps on the site to designate beneficiaries for all of the insurance coverages that I have. I also contacted the service center and spoke to a real person who didn't seem all that concerned that there was no beneficiary information for my accounts. He verified that the only way to take care of the problem is to re-designate them on line and wait for the confirming paperwork to show up for my signature.
"I've also recently found an interesting inaccuracy in my education information on MyInfo. My graduation dates were not correct. I don't know how the company uses that information, but it seemed like a good idea to have the correct dates in anyway. There didn't seem to be any way to fix this on line. It took a lot of navigation through voice-mail, but I finally found a person who said that the way to fix it is to completely delete the record and input an entirely new listing."
The annual Boeing Employee Survey was distributed to all employees beginning Monday, May 6. Survey distribution was staggered to prevent overloading the computer systems. Employees with an Exchange account received an e-mail survey invitation during the week of May 6.
Paper surveys were delivered via company mail directly to employees who routinely do not have access to a computer or Exchange.
The deadline to complete the survey is Friday, May 31.
If you have questions, visit the survey website (click on "Help" button for list of survey focals): http://employeesurvey.web.boeing.com/
SPEEA Puget Sound area Profs and Techs, and Wichita Engineers can now access personalized pension benefit information on line through the website below. (By June, access should also be available to WTPU employees.)
Those who are considering retirement under the Boeing Company Employee Retirement Plan (BCERP) may request a commencement packet on line. To help plan for the future, they can view their accrued pension benefit and calculate projected benefits for a future retirement date. Employees can even model various retirement scenarios based on retirement goals.
Because of the complexities of some calculations, certain participants may need to call the Boeing Pension Service Center - rather than access the web site - to obtain information. For example, those who have transferred to this plan from another Company retirement plan, have service with a subsidiary, or are eligible for a nonqualified benefit will be instructed, after logging in, to call the Boeing Pension Service Center at 1-800-356-7240 (hearing impaired: 1-800-356-7287).
The Company has made every effort to safeguard personalized pension information. That's why a Social Security number and personal identification number (PIN) are needed to access the site. Employees should have received a notification letter with their PIN at their home address on record with the Company. Those who have moved recently should update their home address (by accessing the MyInfo web site http://myinfo.boeing.com/ or contacting their People representative), then requesting a reminder notice by calling the Boeing Pension Service Center at 1-800-356-7240 (hearing impaired: 1-800-356-7287).
For More Information or for a PIN reminder...
The Boeing Pension Service Center is available at 1-800-356-7240 (hearing impaired: 1-800-356-7287) Monday through Friday from 9:00 a.m. until 8:00 p.m. Eastern time (excluding holidays).
Monday through Friday from 9:00 a.m. until 8:00 p.m. Eastern time (excluding holidays).
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