SEARCH THE SPEEA SITE

Home Contact News Organizing General info Negotiations Northwest Midwest Archive
Newsletter
Splotlite
Special Pubs
Retention
Attrition
News
layoff
Political Action
 

February 12, 2002 Newsletter #1876

Contents:

"Proximate Commute" participation

"Women on the Move" Forum

Medical/Dental/VPA Plans
"Annual Enrollment"

Notes from the Executive Director-
We had a meeting - Part 2

Workers Memorial Day Event ­ April 29th

 

 

Long-Term Care discounts
save members hundreds
of dollars

Employees can manage more of their payroll deductions using MyInfo

"Communicating for Safety" conference

3/2/2002
Wichita Engineering Unit(WEU)
Selective Salary Adjustment Information

 

 

Upcoming Meetings


"Proximate Commute" participation

Contrary to earlier communications, the Company would like SPEEA to know they will also be including SPEEA-represented employees in the "Proximate Commute" web-based pilot program which SSG is undertaking to try to facilitate job matches that are more commuter-friendly. SPEEA and Boeing are working in other areas to address this issue as well. We applaud the Company for partnering with SPEEA and making the right things happen.

Back to Contents


"Women on the Move" Forum

SPEEA's Women's Advocacy Committee is sponsoring its Sixth Annual "Women on the Move" forum:

 

This year's speakers are experienced women who will share information about their success and advise attendees how to be successful: Barbara Sando (Director, Mission Control Systems, Unmanned Systems Org., MA&MS) ... Jennifer Kolden (Mgr, Propulsion Aerodynamics, BCA) ... Sonja Johnson (Mgr, MR&D, 747 Body Structure & Tool Services, BCA) ... and Julia Miller (Technical Principal, 777, Environmental Control Systems, BCA).

Following previous seminars, participants commented: "I really enjoyed the evening. The speakers were inspiring, interesting, humble and personable!" ... "Excellent! I found each speaker unique and was able to glean information from all of them" ... "This is a great opportunity for an exchange of ideas and career advancement!"

Reservations are required

This event is FREE, but reservations are required.
To register, email your name, clock number & work phone to: robbia@speea.org. Space is limited; first-come, first serve.

Deadline for reservations: Friday, April 19th. For information, call Robbi at (206) 433-0995, x126.

Back to Contents


Medical/Dental/VPA Plans "Annual Enrollment" -- May 1st ­ 24th

SPEEA-represented employees may take advantage of an "Annual Enrollment" period for changing medical and/or dental plans for you and your dependents, and for enrolling in or changing your level of coverage under the Voluntary Personal Accident (VPA) Plan. If you don't want to make any changes, you don't need to do anything. But if you are considering making a change, we encourage you to watch your home mail in late April for enrollment information and your personal identification number (PIN) for the Boeing Service Center for Health and Welfare Plans. All changes will take effect July 1, 2002.

This year you can learn about your coverage options, access plan comparisons and provider lists, and make changes using the Your Benefits Resources web site. As always, you need your PIN and your Social Security number to access the web site or call Boeing Service Center.

NOTE: WTPU members will join all other SPEEA members as they transition to this May annual enrollment period.

Back to Contents


Notes from the Executive Director
We had a meeting - Part 2

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".

Last week I talked about the SPEEA interests; this week I'll discuss what we heard Boeing say.

Who Spoke:

There were a number of Boeing leaders who spoke:

Alan Mulally ­ Executive Vice President The Boeing Company, President and CEO for Commercial Airplanes (BCA)

Jim Jamieson ­ Executive Vice President Airplane Programs for BCA

Jim Morris ­ Executive Vice President Supplier Management for BCA

Bob Barnes ­ Vice President F-22 Program and A&M Puget Sound Site

Paul Bay ­ Senior Site Executive, Space and Communications

Pam Drew ­ Vice President of Engineering and Information Technology, Phantom Works

What They Said:

Alan and his team said that they are vigorously pursuing their plan for Boeing. The plan called for continued globalization and lean efforts that would result in a smaller but higher performing Boeing Commercial Airplane Company (even smaller than the current round of layoffs would suggest).

Boeing cannot afford a strike, but also can't afford to give everything the employees might want. Alan is committed to working with employees and their representatives to achieve his vision but needs to keep moving.

Boeing will be focusing more on its core competencies and less on low value-added functions and activities. This should result in a more stable company and work environment for employees while providing increased returns to shareholders.

There was capacity to assemble the Sonic Cruiser in Everett and, even though there was room, it was unlikely that the 737 would be moved to Everett.

It was also generally acknowledged that achieving the BCA plan was something that would require employee understanding and support. Also we were told that it was important to demonstrate to the world that The Boeing Company and the unions representing Boeing employees could find ways to mutually address our issues and develop solutions that worked for everyone.

Bob Barnes, Paul Bay and Pam Drew reported that, for A&M, S&C and Phantom Works, projections for Puget Sound employment have stabilized. There have been cuts recently but, while specific programs may require some churning of employees, their numbers for the coming years have stabilized.

Initial Reactions:

Our first reaction was that, good or bad, Boeing management needs to make sure that all potentially-affected employees fully understand Boeing management's plan. We also stated that we needed to see a plan (including implementation schedules) that made sense from our perspective; and we still don't see that offloading is in our or the Company's best interest. We underscored that the employee perspective is very different from top management; and even if we disagreed about specific actions, we should remember that we all want a viable Boeing.

This meeting was certainly not the final word on this or any issue. However, it was a start to a dialogue and a process that will involve SPEEA members. We had a meeting; now we have a challenge ­ help Boeing move in ways that make sense to employees.

Back to Contents


Workers Memorial Day Event ­ April 29th

As in the past, the Snohomish County Labor Council, AFL/CIO will be conducting a Workers Memorial Day commemoration at the Snohomish County Courthouse on Monday, April 29th. The event will be held in the plaza that holds the Workers Memorial sculpture (facing Wetmore Avenue, near the corner of Wetmore and Pacific in Everett). The commemoration will start at 5:30 p.m. ­ with those who would like to join in walking from the Labor Temple with their union banners leaving that site at 5:10 p.m.

This year they will not only be reading the names of those killed in work-related accidents in the State of Washington, but remembering union members who were killed in the attack on the World Trade Center on September 11, 2001. Related to the 9-11 tragedy, the program will feature a firefighter spokesperson, a member of the Service Employees International Union (SEIU), and a law enforcement speaker.

In the past, this has been a moving event, and the number of attendees has steadily grown. We hope some of you might set aside the time to attend.


Long-Term Care discounts save members hundreds of dollars

As you may know, for some time now, SPEEA members have been able to take advantage of substantial discounts on long-term care insurance. Pat Harter, owner of Long-Term Care & Retirement Planning, has been servicing these discounts for SPEEA members for over ten years. Discounts are available through six different insurance companies.

One of the best discounts seems to be on 10-Pay Plans with Allianz Life Insurance, which allows members to purchase a long-term care policy that is "paid in full" after 10 years. For example, if you take the policy out at age 54, you would have a long-term care insurance policy that is paid up by the time you reach 64. In this case, once you retire and are no longer a wage-earner, you no longer have to pay the long-term care insurance premiums and you have insurance in place.

An 11-year SPEEA member and his wife recently purchased such a policy. The annual, accelerated premium payment, with SPEEA's 15% discount, reduced their premium by $916.48 a year ­ or $9,164.80 over 10 years. The member tells us "Pat Harter has amazing depth of knowledge in the complex field of Long Term Care, and dispenses it in an unbiased manner." He and his wife found Pat's SPEEA-sponsored seminar (and the subsequent explanations) to be particularly enlightening. He felt it was an excellent example of SPEEA providing a valuable service for members. He said the discount was a bonus on top of the free education. [RA]


SPEEA ­ Making a Difference!

 

Back to Contents


Employees can manage more of their payroll deductions using MyInfo

MyInfo has been upgraded to allow you to have even more control over your personal payroll deductions. Now you can manage your own Savings Bond and Employees Community Fund (ECF) deductions. These transactions were just added to the "My Financial Info" suite of services already available through MyInfo.

To access these latest transactions, log on to MyInfo at http://myinfo.boeing.com. At the main menu go to the "My Financial Info" column, then select the applicable button and follow the directions. (If you are not able to access MyInfo, you can still submit these requests using the appropriate paper forms available at your local Payroll office.)

The Employees Community Fund capability comes just in time for the kick-off of the 2002 annual company-wide campaign. For more information about the Employees Community Fund, visit

http://community.web.boeing.com/community/ecf/

Last month, MyInfo also added the functionality for all employees to view their Training records and the name of their HR Representative. Training records are available by selecting "Training" under the "My Career Info" column. Employees can find their HR Representative under the "My Personal Info" column. For employees on the HRMS payroll, the link is named "People Rep". For employees on the pre-merger Boeing payroll, the link is named "Personnel Rep".

Back to Contents

 


"Communicating for Safety" conference

Tues., April 30 ­ Wed., May 1, 2002

Hilton Hotel-Airport

Kansas City, Missouri

The National Air Traffic Controllers Association (NATCA) is sponsoring this conference to address some of the challenges facing the aviation industry. They will cover the latest hot topics along with the age-old problems that just don't seem to go away. The focus will be on inherent system, procedures and communication problems that always seem to occur when least expected. They will look for reasons these errors occur and work on solutions to prevent their happening in the future. Air traffic controllers, pilots and Federal Aviation Administration reps will share their thoughts and experiences in panels and/or presentations.

Registration fee is $30 before April 15th ($50 after April 15) for the entire conference. To register, send your name, organization, title, mailing address, email, phone number and fax number to: Communicating for Safety, PO Box 65694, Washington, DC 20035. You can enclose a check (payable to "Communicating for Safety"), or include VISA or Mastercard credit card number, name, expiration date and signature.

A block of rooms has been reserved at the Hilton Hotel in Kansas City, MO. You can make your hotel reservations directly by calling (816) 891-8900 (call by April 15th to receive special rate).

For more information, call (202) 628-5451, ext. 51111. Fax number is (202) 628-7286.


Back to Contents

 


3/2/2002 Wichita Engineering Unit (WEU) 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 1,282 earning a total salary of $87,449,700. And 4% of this total is $3,497,988. The actual fund distributed effective March 2 was $3,596,130, or 4.11% of the payroll ($98,142 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 the 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 appro-priate, 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 13 employees; in these cases we used "age minus 23 years" for this value.

Upgrades + Out Of Sequence increases

Upgrades and out-of-sequence increases (Upg/OOS) since the 3/2/2001 exercise totaled $344,700, approximately 0.4% of salaries, and are reported below ­ but only for those who participated in the 3/2/2002 salary exercise. The minimum promotional increase is $3000. 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 5 shows distributions based on Upg/OOS % Increases.

 

GroupImage

 

 

 

GroupImage

 

GroupImage

 

GroupImage

 

 

Salary Increase Population Distribution

These charts below show the percent salary increase and salary increase distribution for the 1,282 employees eligible for a salary increase effective March 2, 2002.

. GroupImage

 

GroupImage

 

Back to Contents

 


3/2/2002 Wichita Technical and Professional Unit (WTPU) Selective Salary Adjustment Information

Fund Computation

The March 2, 2002 contractual selective salary adjustment fund is computed as the fund percentage (4.5% 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 3,666 earning a total salary of $196,277,250. And 4.5% of this total is $8,832,476. The actual fund distributed effective March 2nd was $8,778,100, or 4.47% of the payroll [NOTE: This is .03% less than the 4.5% our contract requires. Since this was discovered by SPEEA, we have been holding meetings with the Company. Both teams are partnering in an effort to reach a mutual under- standing of contractual language in regards to the disbursement of monies as it pertains to the use of lump sum payments.] A minimum participation of $750 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.

Upgrades + Out Of Sequence increases

Upgrades and out-of-sequence increases (Upg/OOS) since the 3/2/2001 exercise included both increases as well as reductions for 15 individuals as described below. Overall adjustments totaled $806,300, approximately 0.4% of salaries. Only those who participated in the 3/2/2002 salary exercise are included.

Lump Sums

There were 78 individuals who received lump sum distributions as described in Table 4.

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 5 shows distributions based on Upg/OOS % Increases.

GroupImage

GroupImage

GroupImage

GroupImage

 

GroupImage

 

Salary Increase Population Distribution

The charts below show the percent salary increase and salary increase distribution for the 3,666 employees eligible for a salary increase effective March 2, 2002.

GroupImage

GroupImage

Back to Contents


Ensuring members receive all benefits available

One of our members who was scheduled for layoff within 60 days became distressed by information received from his HR representative. The member, who is eligible and is anticipating taking an early retirement in the near future, was told that he could not receive both his 50% payout of his unreserved sick leave and his lump-sum benefit under his layoff benefits when he is involuntarily laid off. It was either one or the other! Upon receiving this explanation, he intuitively knew it was incorrect and proceeded to call the SPEEA offices for clarification and confirmation.

After brief conversations with the HR representative, a representative from Compensation and the Company's union relations focal, the contract administrator responded directly to the employee's concerns.

Since the employee was retirement-eligible at the time of layoff, Article 6.6 of his contract provides for a 50% payout of his unreserved sick leave balance. Since the employee was leaving employment due to an involuntary layoff (Code 14), the employee was eligible for his lump sum layoff benefit pursuant to Section 21.2. The only caution given the employee was to hold his retirement application until he received the lump-sum payment from the Layoff Benefit Plan. If the application was received prior to the lump-sum benefit being distributed, confusion could occur within payroll as to what termination code he was leaving the workplace under. [NOTE: Laid-off employees have six years in which to retire "as an active employee with full benefits", following their date of layoff.]

The employee felt reassured after receiving this information. Many employees facing potential layoff, retirement and unemployment are continually seeking assistance of their Contract Administrators to ensure awareness of all the various benefits available to them in these trying times.[BR]

SPEEA Does Make A Difference

Back to Contents

 


Council Vacancy ­ E-5

After many years of serving SPEEA as a Council Rep, Richard Morris will be retiring next month. This leaves a vacancy in his position as Council Rep for District E-5 (Profs, Everett, 40-83 & 40-84 Buildings).

If you reside in this area, meet the minimum one-year SPEEA membership qualification, and are interested in serving your co-workers as their union rep, please contact Terry Hall for instructions (206/433-0995 x130, or email terryh@speea.org). Your completed petition must be in SPEEA's Tukwila office no later than noon the day before the next Council meeting. The next deadline is noon, Wednesday, May 8, 2002.

The petition can be found on our website at: http://www.speea.org/whois/files/counc_rep_petition.pfd

Back to Contents

 


 

/whois/files/counc_rep_petition.pfd

Back to Contents