Boeing – SPEEA

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if the contract offer is not ratified by 11:59 p.m. PT on August 21, 2026, these early “yes” vote incentives are deemed withdrawn and will not be offered again.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 3% retroactive wage increase has two components.

First, your base pay will be increased by 3%, retroactive to February 20, 2026, and that higher rate would continue going forward. If you received a promotion or out of sequence adjustments after that date, your promotion or out of sequence increase would be on top of that 3% increase.

Second, you would receive a lump-sum payment for the extra pay you would have earned from Feb. 20, 2026, to the date the increase is put in place. That lump-sum payment would include the 3% increase on all eligible earnings during that period, including overtime hours, applicable pay additives, and any other pay increases received during that time.

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 guaranteed increase would vary with year-over-year inflation, with a range from 0-3%. But that’s just the minimum. Employees are still eligible for the remainder of the ACR funds above this minimum, which is no change from the current process. Further, the company is contractually required to spend the entire wage fund during ACR.

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.

The Salary Adjustment and Performance Merit Funds are part of the Annual Compensation Review (ACR). Boeing must use the full ACR amount each year.

That means that in 2027, even with an assumed 3% minimum guarantee, all employees are eligible for the full 7% total fund. See total ACR wage funds outlined below for the life of the contract:

• 2027: 7.0% total
  • 6.0% salary adjustment
  • 1.0% performance
• 2028: 5.5% total
  • 5.0% salary adjustment
  • 0.5% performance
• 2029: 5.5% total
  • 5.0% salary adjustment
  • 0.5% performance
• 2030: 5.5% total
  • 5.0% salary adjustment
  • 0.5% performance

There is also a separate promotion and out-of-sequence adjustment fund of 0.5% per year. Any money not used in a given year must be rolled into the next year’s ACR fund.

The company would be providing all SPEEA-represented employees with a Health Reimbursement Arrangement (HRA) effective January 1, 2028, that would allow employees to get reimbursed for qualified healthcare expenses in retirement. The HRA would be 100% funded by Boeing and will match what the payable amount employees receive for their unused sick leave is when they retire. For example, if an employee who is retirement eligible and receives $10K for their unused sick time, the company would also match an additional $10K into their HRA.

Under the contract offer, the new ‘Access Only’ retiree medical coverage for employees hired on or after 1/1/2007 would be effective starting 1/1/28. Retirees will pay 100% of the premium. The ‘Access Only’ plan may be a better plan than is available on the retail insurance market, but individual results may vary. Importantly, this is an additional option that employees do not have now. The premium costs for the retiree medical plans for 2028 would be available next fall in advance of annual enrollment.

The intent of the change to retention index groups is to simplify a process that isn't often used and that if used, has rarely exceeded 20% in any reduction in force (RIF). In the highly unlikely event that we were to encounter a reduction greater than 20%, skill teams would conduct further retention meetings to reevaluate the remaining R1 population against the new business realities and necessary skills required. That doesn't change whether it's the current 3-band or proposed 2-band structure. Further, employees will continue to maintain all appeal rights to challenge their retention ratings as established under the current contract.

On-site work is our baseline, but temporary or situational virtual work can be allowed with prior approval from your manager. Decisions will be based on business and collaboration needs, your role and performance, deadlines, and team dynamics. Long-term virtual arrangements will require approval from the organizational VP.