Thousands of you have already tried out our contract offer Wage Modeler. The modeler is designed to give each employee a personalized view of how the offer could financially benefit you over the life of the contract.
SPEEA has validated that our modeler is accurate and we encourage you to try it out.
This demonstration video shows you how it works. Thanks for taking the time to try out the modeler.
As you know, we worked closely with SPEEA for several weeks to reach a final contract offer that has been endorsed by the union’s bargaining team. We’re pleased to share the full details with you.
This was the first full negotiation with SPEEA in 14 years, and we wanted to do things differently than in the past. That’s why we went all in with our strongest offer that respects you and the work you do with immediate financial improvements.
We heard loud and clear that you’ve lost ground on wages due to inflation. Under our 4-year contract offer, SPEEA members would see the largest wage pools in 40 years. Total wage funds would increase by 28.5%, with the opportunity for 31.9% compounded wage growth.
The offer is also designed to help us continue the progress we’ve worked so hard to maintain over the past two years. We’re taking the money we’d have to spend on executing a strike contingency plan and put those dollars into this offer as an investment in you.
That means the offer would give you more money today than you would have otherwise received, and it allows us all to focus on ensuring our company’s continued recovery.
SPEEA-represented employees came into this negotiation at a different starting point than IAM 751 & W24 members. Prior to their current contract, members of IAM 751 & W24 had been in a long contract from 2014 – 2023 where they saw only 8% growth over the course of a decade. In several of those years, mechanics in the Pacific Northwest saw 0% or 1% increases.
During the same time frame, SPEEA Profs and Techs saw their wages grow more than four times faster than IAM 751 & W24. That doesn’t include lump sum payouts SPEEA-represented members also received during several of those years as part of the salary adjustment funds.
If the contract offers for SPEEA are ratified, wage growth for Profs and Techs would continue to outpace IAM 751 & W24.
You can see the average value of an early "yes" vote on these fact sheets:
We wanted to do things differently in this negotiation. Instead of spending money on contingency planning we saw an opportunity to invest in our team. And we found a way to structure the deal to give our employees a chance to regain some of the ground they lost over the past few years due to inflation and realize the benefits of an early “yes” vote this year. So, in our view, this is a win-win for our employees and the company.
Yes, if the contract offer is not ratified by 11:59 p.m. PT on August 21, 2026, these early “yes” vote incentives are deemed withdrawn and will not be offered again. The money would be diverted to the full activation of our contingency plan.
The immediate 3% guaranteed wage increase will be reflected in paychecks as a lump sum payment as soon as possible, typically within 2-3 paychecks following contract ratification.
The 2% additional incentive payout will be reflected in paychecks as a lump sum payment as soon as possible, typically within 2-3 paychecks following contract ratification.
If the contract is ratified, you will receive 40 RSUs that vest in one-third increments over three years. You must still work for the company on the grant date. You will get a Notice of Terms and other plan papers through Fidelity NetBenefits, and you must accept the Notice of Terms on time to get the award.
Interns are not eligible for this RSU grant and will instead receive a $2,000 cash payment following ratification.
If you retire from the company at age 55 or older with at least 10 years of service, or you retire at age 62 or older with at least 1 year of service, all unvested RSUs will immediately vest and you will receive your shares of stock, less applicable tax withholdings – as long as you give the company adequate notice (generally, six months) of your retirement to support work transition.
You would be able to use Primary Care+ no later than January 1, 2027.
Boeing committed to providing fertility benefits for SPEEA-represented employees beginning January 1, 2027, even before negotiations began. This ensures our teammates can take advantage of these benefits as early as possible.
Under the contract offer, there are no changes to the performance management process for 2026. In 2027, SPEEA-represented employees would participate in the Enterprise Performance and Development process. A few of the key changes include using the Enterprise Values and Behaviors (in place of the Performance Values) and moving to a three-point scoring scale (from a 5-point scale).
Under the contract offer, we would move from three bands of retention ratings to two bands.
No, the current contract does not expire until October 6.
Yes, we have developed a contingency plan to ensure business continuity in the event of a work stoppage. It’s the right thing to do for our customers. But we’d rather invest the dollars in our employees in this contract offer instead of executing a contingency plan.
Every effort has been made to ensure the accuracy of this summary information. In the event of a conflict between this summary and the collective bargaining agreement and/or benefit plan documents, the official documents will govern. All content is for informational purposes only. Federal labor law prohibits Boeing from bargaining directly with employees. We will only negotiate with union officials.
