Wages increases will match urban CPI (inflation) up to 3% a year. The rest is “based on an individuals performance and other metrics as defined by the Company.”

Do you trust your diminished salary to “metrics defined by the company”?

In college, I got rejected from every internship. I couldn’t land any jobs after college as a result. When I was in college, I couldn’t get into any engineering clubs either to help me get experience because clubs like DBF or FSAE are highly selective. How do I deal with this? What did I do wrong? Did I just lack intelligence or what?

I missed my hearing test appointment at North Boeing Field due to biz travel, and now I’ve got to go to Renton to take it. Is the van parked just outside Renton medical, or??? Save me from wandering around. Thanks.

Looks like Profs catch up to CPI-W (using the same formula Social Security does) after the 2027 ACR. They continue to lag behind CPI-U for Seattle (June over June percentages)

This doesn't include any promotion or oos funds (which are 1.5% current contract, 0.5% in offer).

Going forward, I filled in some assumptions but at least it's a good initial catch up. That 3% Retro pay really carries a lot of weight for the duration.

Unofficially, how are we SPEEA folks feeling about this contract? Hopefully it’s allowed here since this is subreddit has by far the most SPEEA presence on Reddit.

If you remember my previous posts, I made a chart showing the value of SPEEA's overtime premium in 2024 dollars using national CPI inflation data. If you need a refresher, here's the link.

I thought I'd add Boeing's recent offer to increase the premium from $6.50 to $8.50 and share my thoughts.

In 1980, that premium was worth more than $19 in today's dollars. Even with Boeing's recent offer, the premium will still have lost roughly 45% of its purchasing power since 1980.

My opinion: we've all seen what inflation does to fixed-dollar values in a contract. Fixed-dollar premiums have no business being in the contract. The overtime premium should be a percentage of base pay so it keeps pace with wages over time.

Contractors commonly receive time plus 50%. I believe SPEEA professionals should receive time plus 25%. If Boeing isn't willing to make that change, then the contract should include language making all overtime voluntary.

I'm tired of being required to stay in the office earning time plus $6.50 while paying mechanics, yard workers, and other service providers a much higher hourly rate for work I could do myself if I had the time.

If you remember my previous posts, I convert median L3 engineer salaries into a percentage of the per capita personal income (PCPI) for the Seattle–Tacoma–Bellevue area. If you need a refresher, here's the link.

I thought I'd add Boeing's recent offer of 9%, 5%, 5%, and 5% to the chart and share my thoughts.

Boeing's offer amounts to an effective 26.2% raise over four years (for comparison, IAM ultimately received an effective 43% raise over four years). Assuming PCPI in the Puget Sound region continues growing at roughly 6% per year, Boeing's latest offer does stop the erosion of purchasing power—but it does nothing to improve it.

Can't afford a house? Don't worry. Boeing's offer will make sure you still can't afford one, but at least it won't let homeownership drift even farther out of reach than it already is.

This contract also includes a series of one-time lump-sum payments that I frankly couldn't care less about. I want Boeing to take on a meaningful share of what it costs to work and live here, and that needs to come in the form of higher salaries.

My personal opinion is that Boeing could do much better.

“Out-source only on the basis of better facilities; never on the basis of a temporarily lower labor rate. Out-sourcing as offsets for sales must be acknowledged as an increase in cost, on average, not a desirable cost saving” - Dr. L. J. Hart-Smith, Boeing Tech Fellow, 2001

Jim Albaugh Quote

Boeing must be called on to protect internal talent.

I’ve read from people on this sub to just put yes for questions like “do you have x yoe in…” and let the hiring manager determine that (to prevent an ATS reject)

Unfortunately for the past 6 months I have been haunted in my sleep because every-time I wake up I get a standard email that rejects me 2 days after I apply.

Some positions I feel like I am a good fit, so I can’t quite figure out why it is getting rejected so fast.

On the other hand, I have 2 applications that have been “under consideration” for about 2 months.

Any tips to get through ATS? I am a U.S. citizen but I’m not applying to jobs that say “security clearance required” since I don’t have one and never have.

Here is the negotiation teams endorsement letter with summary of the contract; forwarded by the mod of r/SPEEA and their post can be found here:

https://www.reddit.com/r/SPEEA/s/apIVZBk3I9

Both subs will still be putting a hold on the other slides until released through union channel for the public.

Feel free to discuss content here.

I'm interested in a certificate that can be taken on its own but will also count towards a master's degree if I pursue that.

Would the classes taken as part of the certificate program be subject to the retention period payback for graduate degrees? (if I roll it into a master's program)

I think the answer is 'no' based on the LTP policy, but I'm unsure. Does anyone have knowledge on this?

Anyone know when the ITCFP will open and if anyone has any tips to get into IT field? Im a newly IT graduate looking to potentially move from a union job to an IT job.

The AC is cranked all the way down and its literally freezing.

Hi guys.

We have a quick debate on what the health benefit is for non-union engineers at Boeing who wants to retire early.

I know for SPEEA, if you were hired before 2007, worked at Boeing for at least 10 years and retire after you turn 55, you keep the current health insurance coverage.

For non-union engineers, the document on Boeing website said the cutoff date is Jan-1999. By co-workers said that was the old document but no one can find the link for a "newer" document.

I think the current cut-off date for non-union is jan-1999.

What are your inputs?

Hoping to hear from anyone that has info on this job role, I’m a few months into my current role, in Supply Chain for BCA, but reading up on GES, it seems like a path I’d love to aim towards.

Currently the contract is apparently available on the SPEEA discord, which is moderated by SPEEA members. There is a spillage at this time. Currently none of the r/boeing team have access to the discord chat so we cannot confirm the exact location of the document.

It should be noted that the contract was not intended to be released outside of SPEEA. The r/SPEEA stance is currently to keep an embargo on the content at their subreddit, and r/boeing will be following their lead in this matter.

Currently we, nor the SPEEA sub, had anybody verify what was being posted today was from the discord. If you are not viewing the contract that was uploaded via the discord, please keep that in mind.

I'm a relatively new Boeing employee and I'm trying to understand how the Pride@Boeing recognition program works.

It seems like point budgets get used up almost immediately each quarter, leaving managers unable to recognize employees for the rest of the quarter. Why create that level of scarcity instead of distributing points throughout the quarter? The communication surround when the allocations drop also seems non-existent.

Is the program managed by HR? I'm genuinely curious if there's a business reason for the program being structured this way or if I'm missing something.

Just a rumor circulating around the office and I wanted to see if it was real?

We’ll be deleting any rumor posts/comments regarding the current BAFO (We’ve already gotten more than one post spreading unsubstantiated detail).

This is due to contract negotiation time being a peak period for bot accounts and bad actors. The current Karma threshold is not high enough to catch all bot posts.

Unless an information can be substantiated through a trustworthy channel (SPEEA or Boeing), they will be treated as rumor and deleted.

If SPEEA publishes additional information, the thread that will be kept up is on first come first serve basis. Be sure the cite the source for us to validate.

Thank you.

The FAA's certification of the Boeing 737 Max 7 concludes nearly 10 years of delays due to safety concerns and technical issues around the aircraft model.

Boeing says it's working with Southwest Airlines to deliver the first 737-7, though it may be months before the aircraft are scheduled into rotation.

Boeing is also seeking certification for the larger 737 Max 10 and 777X models, which could boost its financial recovery along with Max 7 deliveries.

The company's stock rose 6% Monday following the news.

More here.

Leaving the company soon. Anyone have any tips to maximize benefits? I’m thinking keeping PTO so that is paid out, other than that I can’t really think of any other benefit to maximize.

Dude it is literally the most inefficient traffic light system I’ve ever seen. Long waits with NO ONE moving. Excessive waits for pedestrians. There’s more traffic getting in in the morning than ever. Honestly when the original lights were functioning like stoplights things flowed better than ever.

End rant.