The members of International Association of Fire Fighters (IAFF) Local I-66 had rejected a previous Boeing offer on March 3. Union leaders say they are willing to continue talks in hope of reaching an agreement that brings pay up to the level of other Puget Sound fire departments, increases staffing to internationally recognized standards and reduces the amount of time it takes firefighters to reach the top of their pay scale.

SPEEA’s Executive Board sent a letter of support to the union’s leadership.

Local I-66 staffs Boeing fire stations at Auburn, Everett, Frederickson, Renton, Seattle and Moses Lake.

Along with being lifesaving first responders to accidents and medical emergencies on Boeing property, these specialized fire fighters are on hand whenever a Boeing aircraft is fueled or takes off for a delivery or test flight. The fire prevention work they do has saved the company billions of dollars in insurance premiums.

Read the letter

Are you a Northwest SPEEA member involved in STEM outreach? Apply for a Northwest Council grant related to Science, Technology, Engineering or Math (STEM).

Click here for application

The deadline to apply is Monday, Aug. 15.

The grants are distributed to help non-profit organizations promote students’ interest in STEM-related careers.

Grant applications can only be submitted by Northwest members who are connected to the organization as a coach, mentor or parent with a student involved, for example.

Past STEM grant recipients include robotics teams affiliated with For Inspiration and Recognition of Science and Technology (FIRST) and the Washington State Science and Engineering Fair (WSSEF).

Members needed for grant review committee

Northwest SPEEA members are encouraged to apply for the committee reviewing STEM grant applications. The committee, which includes Northwest Council officers, provides its recommendation to the Council for a vote.

To apply for the STEM Grant Review Committee, email nw_stem_grants@speea.org with your contact information and school district where you live by noon, Friday, June 28.

A Federal Aviation Administration (FAA) panel of experts, which included SPEEA Director of Strategic Development Rich Plunkett, spent the past 14 months reviewing safety procedures and quality processes at the Boeing Co. Their report is out this morning.

Read more

In an effort to improve quality and safety procedures at Boeing, SPEEA has proposed a new process that would protect unionized engineers and technicians who speak out about potential problems they see in their work area or even mistakes with their own work.

The proposed Aviation Safety Action Program (ASAP) would be a tri-party agreement signed by Boeing, SPEEA and the Federal Aviation Administration (FAA). SPEEA brought the proposal forward in a meeting with Boeing executives on Jan. 31.

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.Teller petitions
Congratulations to the members who submitted valid petitions for the Northwest Teller committee. They ran unopposed and will begin serving two-year terms April 1. The Northwest Council officers validated the petitions.

In the Midwest, no Teller petitions were submitted by the deadline.

• Midwest (two seats)
• Northwest Tech bargaining unit (one seat)
• SPEEA Pilots and Instructors Unit (SPIU) (one seat)

Tellers oversee union elections, Council district delineations and review the annual financial audit for SPEEA.

Rich Plunkett, SPEEA director of strategic development, also serves on the Federal Aviation Administration (FAA) Organization Designation Authorizations Expert Panel and recently joined the Department of Transportation (DOT) Aerospace Supply Chain Resiliency Task Force.

By Rich Plunkett
SPEEA Director of Strategic Development

By now, most members have taken the Safety Management System (SMS) training “Product Safety: Every Decision Matters” and are aware of Boeing’s Speak Up system. Yet, few use the Speak Up program, preferring to rely upon less formal reporting methodologies (e.g., talking with your local manager, another member of management, etc.) with the assumption that they will resolve the concern and/or mitigate the hazard. Unfortunately, informal reporting mechanisms don’t guarantee the issue will find its way into the SMS as they do not have the formality of the Speak Up system.

Boeing President and CEO Dave Calhoun’s words during the presentation by executives regarding the Alaska Flight 1282 accident were: “Everything matters, every detail matters” and “… the strength is all of you speaking up.” 

Boeing’s technical and engineering professionals are in powerful and unique positions to improve product safety and quality.  We have a direct impact on the technical and safety matters under our control (i.e., what we are paid to do). We can also impact other safety areas with thoughtful suggestions on improvements to processes, decisions, protocols.  Hence, we can answer Calhoun’s call to action by sharing our unique insights regarding all things that impact the collective ability to produce the greatest aviation products on the planet. 

Boeing is just starting to embrace the concept of “Just Culture,” which encourages the reporting of safety concerns without fear of retaliation. Fortunately, SPEEA-represented employees have an additional layer of protection – Just Cause, which is found in Article 3 of the Engineering and Technical contracts. With these tools, we can move towards what is known as a “reporting culture.” To help with the redundant systems, please consider sending a copy of any Speak Up submittals to SpeakUp@speea.org.

While Boeing continues to push for individuals to speak up when they see something and otherwise operate as informed, intelligent individuals, some managers are pushing for containment.

One of those measures is to keep employees in their current positions when the individual wants to transfer to another Boeing job. SPEEA’s Prof and Tech contracts limit the amount of time a manager can keep an employee from transferring, which is contrary to the new, non-union enterprise practice.

Our contracts reference an older Boeing policy that includes a number of important details. The policy includes a process for “Critical Situations” related to retention of employees which logically includes visibility to and the approval of a vice president. 

For all other situations, employees are considered “releaseable” 12 months after their date of hire, rehire, recall from layoff or being transferred at their own request. The policy also includes the caveat below:

Release earlier than 12 months or from an established program or job assignment conclusion date may be authorized when the releasing management determines such release to be in the best interest of the company and employee.

Reminder

If you are told you cannot take another position due to not being in your job long enough, email speea@speea.org and ask for your contract administrator. See your contract online at www.speea.org (drop-down menu: Bargaining Units/Contracts).

The Boeing Company’s unilateral corporate edict for employees to return to the workplace is more focused on workplace optics than actual data regarding productivity.

SPEEA-represented employees continue to show high levels of productivity – whether working on-site or virtually.

Union leaders and staff have repeatedly engaged Boeing on the need to allow employees to work virtually. Despite Boeing acknowledging virtual work is not impacting productivity and the company’s elimination of many on-site work spaces, corporate remains committed to returning its employees to the workplace.

While requiring its own direct employees to return to the workplace, Boeing continues to outsource work to locations around the world – effectively allowing this outsourced work to be performed offsite.

The people who are entrusted to design, engineer and support the manufacturing of the world’s most sophisticated aerospace products should also be trusted by their employer to decide how to best get their group’s work statement completed. It is unfortunate management continues to assert its right to manage workers with less than adequate regard for the needs and well-being of its employees.

We encourage employees who want or need to continue working virtually to discuss their situation, viable options, and accommodations with their manager. Many local managers are working with employees and finding solutions such as long-term telecommuting or leave of absences.

Information in LOU-13 relating to Virtual Office/Telecommuting of the Prof and Tech contracts may be helpful.

Committees are open to all members and cover a wide range of interests. Interested in politics? Join the Legislative and Public Affairs Committee. Other committees focus on diversity, member activities, new members, women's advocacy, veterans issues and other issues important to members. Attend a meeting to get a feel for the issues and activities. New issues and ideas are always welcome.

Established committees, along with their charter and officers are listed on the committee pages. For more information, attend a meeting or contact one of the committee officers.

SPEEA Committees                        Midwest Committees                    Northwest Committees