By the Numbers
Total
Total
Money
Lost
(per employee)
$21,000*
Total
Paychecks
Missed
4
Total Value
of Benefits
Lost
(per employee)
$3,036**
*Includes wages and $5,000 ratification bonus that was contingent on ratification by August 3. The wage calculation uses projected Day 1 average wage for the total unit of $40.58 per hour (this includes COLA fold, attendance progression eligibility, 2nd shift progression eligibility, followed by an 8% GWI). Not all employees will be eligible for attendance progression and/or 2nd shift progression. This does not include lost overtime or other additives.
** Includes medical coverage, lost automatic company contribution and lost company match to 401(k). Lost benefits due to medical coverage ineligibility represent a weighted average of the difference between IAM 837 paycheck contributions for Boeing-sponsored medical coverage and the cost of COBRA premiums for the same coverage.
All content is for informational purposes only. Federal labor law prohibits Boeing from bargaining directly with employees. We will only negotiate with union officials.
Updates
Oct. 9 |
Steve Parker shares a message to employees represented by IAM 837. Read the full letter here. |
Oct. 8 |
Striking employees should be aware that an important deadline is approaching to elect COBRA continuation coverage for healthcare. Read full details here. |
Oct. 7 |
Update from Dan Gillian, Air Dominance VP/GM and Senior St. Louis Site Executive A lot of words have been flying around the past several weeks about the strike, the company and the union. Here's the truth: I miss having our team together, and I want all 3,200 of you back at work. We’ve heard from many of you that you want to be back too. Since the strike began 65 days ago, our teammates have lost an average of more than $19,000 in pay and a signing bonus. That’s why finding a path forward is more important than ever. Your union leadership is telling you to hold out for a $10K ratification bonus and a different 401(k) formula. But I want to be clear: there is no more coming. That means we are not going to offer you a $10K ratification bonus or a different 401(k) plan. With that being said, we’re still willing to shift around some elements of our offer to best meet your needs. Our goal is always to pay you at the top of the scale. Our scale is advanced manufacturing in the Midwest, and our offer was deliberately better than your peers in this region. It currently features 45% average wage growth, a $4K ratification bonus, more vacation and sick time, and better health care. That offer reflects the respect you deserve, which is why your union leadership endorsed it in September, just like they endorsed our previous offer that they lauded as “landmark” in August. As leaders, our job is not to tell you what you want to hear; it's to tell you the truth. That's what your union leadership did back in August and September when they endorsed the contracts we negotiated together, and that's what I'm doing today. The truth is, the company made a great offer because you deserve a great offer. And we want you back doing what you do best. |
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Strike Settlement Offer
FAQs
You will not lose any rights under the collective bargaining agreement. The union must represent you fairly in bargaining and grievance handling whether you are a member or not.
No. Employees who cross the picket line or resign from the union remain part of the bargaining unit and retain their seniority.
Yes. If you successfully complete your probationary period, you are part of the bargaining unit and retain all your rights under the contract.
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.
