Sept. 30 |
The union continues to set false expectations with its members. We’ve made it clear we’re ready and willing to discuss proposals within the parameters of our market-leading offer that union leadership has twice endorsed, not modifications to their self-drafted proposal. We'll stay focused on executing our contingency plan, hiring permanent replacements and supporting our customers. |
Sept. 29 |
Despite a full day of mediation, we’re disappointed the union walked out on talks and rejected our offer to settle the strike. The union continues to mislead its members by inflating their expectations, promising outcomes that they know are unrealistic and not aligned with the current market realities. As we have said multiple times, we are open to constructive feedback from the union within the overall economics of our offer, which is at the top of the market for Midwest manufacturing. |
Sept. 23 |
As we said last week, it’s unfortunate the union led its members to vote on an offer that we didn’t extend or collectively bargain. Union leadership continues to have selective memory when it comes to real Boeing offers they have twice endorsed. In fact, IAM Resident General Vice President Jody Bennett originally said of our contract offer: “With stronger pensions, real wage growth, and better work-life balance, we’ve delivered a contract that meets the moment.” We agree with him and remain open to constructive talks within the boundaries of our landmark offer for Midwest manufacturing. |
Sept. 19 |
The following message is from Dan Gillian, Boeing Air Dominance vice president and general manager and senior St. Louis site executive. Team, It’s unfortunate that union leadership led some of you to vote on a deal today that isn’t real. Our previous offer is real and would make our team among the highest paid manufacturing employees in the St. Louis area. We want all 3,200 of you back at work as soon as possible. But that has to happen with a contract that makes sense in the Midwest, not the Pacific Northwest. Our previous offer is far more lucrative than other recently ratified contracts for complex manufacturing work in our region. That includes a deal between GE Aerospace and the IAM in Cincinnati, where union members just ratified a 5-year contract with general wage increases of 5%, 5%, 3%, 3% and 3.5% (19.5% GWI’s total). It makes sense for our teammates to be paid at the top of the market because what you do is amazing. That’s why we’re offering a 45% average wage increase, free primary care, and more vacation and sick leave. That offer remains available to vote on, less the ratification bonus that was based on a September 12th ratification. We remain open to constructive talks with the union to work within the boundaries of our landmark offer for Midwest manufacturing. Dan |
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Strike Settlement Offer
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Get the facts on Boeing’s contract offer.
FAQs
Thanks to guaranteed wage increases, increased auto progression, and new progression opportunities, our team could earn up to 45% more on average by the end of this contract.
Employees in progression, which is 78% of our team, have the potential to see their hourly wages grow even higher than 45% by leveraging the new pay enhancements.
Employees at the maximum rate would be at the new max rates and receive on average a 20% wage increase by the end of this contract, plus potential large lump sum payments in both Years 2 and 4. Employees at max would make an average of $115,000 per year by the end of the contract, not including overtime opportunities or other pay additives that you may be eligible for.
We’re taking the next step in our contingency plan and hiring permanent replacement workers for manufacturing roles to ensure we’re properly staffed to keep supporting our customers.
If a job has been permanently replaced, there may not be a role to return to immediately. If a role is not immediately available, they will be added to a recall list until a position for which they are qualified becomes available.
We will continue to hire permanent replacement workers to ensure we are staffing appropriately to meet business and customer needs.
These new employees will undergo the same training and certifications that we require of all our teammates.
We are following all federal labor laws.
Permanent replacement workers are hired as Boeing employees and remain employed when the strike ends. They are not subject to bumping rights under federal law.
No. Under federal law, anyone who has already crossed the picket line is protected from permanent replacement.
Yes. Under federal law, employees who are currently on strike can avoid being permanently replaced by crossing the picket line before their position has been filled by a permanent replacement.
Well before the strike began, employees were notified that striking employees would lose eligibility for company-paid health care benefits at the end of the month in which they strike. Employees may return to work anytime and resume their health care benefits.
Employees will have an opportunity to continue their existing company health benefits by electing and paying for COBRA coverage. Employees who elect COBRA coverage will be responsible for the full amount of any applicable premium, which includes a 2% administrative fee.
All benefits, including your company-paid healthcare coverage, will terminate immediately.
No. Company-paid coverage for these benefits ends immediately for employees who are on strike. However, employees may be eligible to convert company-paid life insurance benefits to an individual policy, for which they would be responsible for payment of all applicable premiums.
If an employee returns to work while the strike remains ongoing, their active health and insurance coverages (as in effect immediately prior to the strike) will be reinstated effective the day they return to work.
Note: The reinstatement may take up to 10 business days, which means during that time, individual health care providers may not have the most current information regarding an employee’s coverage and may not know that their coverage has resumed. In that case, the employee’s claims will be covered in accordance with plan terms but may need to be resubmitted. If an employee’s circumstances require more immediate attention, they should call Worklife at 866-473-2016, and when prompted, “Health and Insurance.”
No.
All of our St. Louis-area sites remain open and our non-striking workforce continues to support our customers.
- Production continues on Joint Direct Attack Munitions (JDAMs) to address customer needs
- MQ-25 ground testing and T-7 flight tests continue
- Flight ramp operations continue for products ready, or almost ready, for delivery
- Deliveries continue for completed 777X flight control surfaces
The strike began Aug. 4 at 12:01 a.m.
No, striking employees should remove all personal items, retain and safeguard their badge and Boeing devices, and return all company issued keys or tools prior to a strike.
Strikes do not usually have a predetermined end date and we cannot predict the duration of a strike if one occurs.
Contact your manager immediately if you plan to cross the picket line. Your manager will confirm when you should report to work and which gate to use. Once you receive that information, show your badge to Boeing Security. If the badge is not already activated, a manager will be called to bring you on site.
No.
Striking employees are generally not eligible for unemployment benefits.
No.
No.
No. Striking is not a qualified use of sick leave benefits.
No.
No.
No. Only employees who have started a course prior to the strike may complete the course through the LTP.
No, except for lease-related lodging allowances, which will continue for the striking employee. Employees who cross the picket line and work will receive all benefits and services under the DTA.
Yes.
