Today, our team continued to work through feedback from SPEEA as we further refine our economic proposals and address the priorities the union said are most important to you.
We also made progress today toward gaining alignment on several non-economic items. SPEEA passed back proposals on retention and performance management, while our bargaining team passed proposals on NORA and the Ed Wells Partnership.
We look forward to more discussions on Thursday.
Following our discussions with SPEEA on pay and benefits, our team spent today working through the union’s feedback on what matters most to you in a contract offer. We look forward to continuing that dialogue this week.
We also moved closer to wrapping up non-economics topics including performance management, retention and the Ed Wells Partnership.
We continue to work toward making a contract offer as soon as possible.
We started today by passing back our proposals on performance management, retention and the Ed Wells Partnership as we try to close out the final non-economic items.
This afternoon, we turned our focus to pay. We had a robust conversation with SPEEA’s bargaining team and appreciated the transparency and honest conversation.
We’re taking that feedback seriously and look forward to keeping the conversation going as we work toward a strong contract offer for you.
Contract negotiations between Boeing and SPEEA are officially underway. During our early conversations with SPEEA, we’ve already found several areas of common interest and look forward to learning more about what’s most important to you at the bargaining table.
We’re approaching this negotiation as another opportunity to improve our culture by showing the respect we have for you and the important work you do.
We’ve made good progress as a company over the last two years and it’s important we do everything we can to continue that momentum. Anything that jeopardizes our progress would hurt our customers and throw our recovery off course. That’s why we wanted to start earlier to reach an agreement and allow everyone to focus on the important work ahead. And the dollars we’d spend executing a contingency plan could instead be invested in all of you as we work toward a strong contract offer.
You’ve probably seen the contract priorities that SPEEA’s bargaining team released a few weeks ago. We wanted to provide our thoughts on those priorities and share our own goals that we look forward to exploring with SPEEA at the bargaining table.
During our early conversations with SPEEA, we’ve already found several areas of common interest and look forward to learning more about what’s most important to you at the bargaining table.
We’ve made good progress as a company over the last two years and it’s important we do everything we can to continue that momentum. Anything that jeopardizes our progress would hurt our customers and throw our recovery off course. That’s why we wanted to start earlier to reach an agreement and allow everyone to focus on the important work ahead. And the dollars we’d spend executing a contingency plan could instead be invested in all of you as we work toward a strong contract offer.
No. This will be a full negotiation where both sides sit down at the bargaining table and work toward a strong contract offer for employees.
Interest-based bargaining is a collaborative negotiations approach that emphasizes mutual respect and problem solving. Instead of focusing on rigid demands and viewing negotiations as a win-lose battle, the two parties identify priorities and issues and then jointly work toward a solution.
We would reconvene later in the year closer to the contract expiration date.
No. The current contract does not expire until Oct. 6.
We’ve 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 if we can reach an earlier agreement, the dollars we’d spend executing a contingency plan could instead be invested in our team as we work toward a strong contract offer.
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.
