After a productive month of listening, engaging and problem solving with SPEEA, we presented our final contract offer today. We’re pleased to say the union’s negotiations team has endorsed our offer and we look forward to sharing details with you after SPEEA completes its internal process.
Please watch this short video to learn more.
We continued to reach more tentative agreements with SPEEA today on several topics including:
Based on the progress we’ve made, we expect to provide the union with a comprehensive contract offer before the end of this week. We look forward to sharing full details with you in the coming days once the union completes its official process.
We reached more tentative agreements today with SPEEA in several areas including:
All tentative agreements will be part of our comprehensive contract offer that we anticipate sharing with the union in the next few days.
We made substantial progress today at the bargaining table by reaching more than 10 tentative agreements with SPEEA on various articles and letters of understanding (LOUs). Specific details of those tentative agreements will be released when we make our contract offer.
We look forward to our continued discussions with the union’s bargaining team on Tuesday.
As we closed out another week of negotiations with SPEEA, there’s positive momentum for the week ahead. We’re pleased to have reached four tentative agreements on non-economic issues over the past few days, and our discussions on pay and benefits have been productive. We look forward to continuing the conversation on Monday as we work toward a strong contract offer for you.
We made good progress today at the bargaining table reaching tentative agreements with SPEEA’s bargaining committee on the following items:
The specifics of those tentative agreements will be shared once we make our full contract offer.
We also continued to make progress during our discussions on pay and benefits. We look forward to more dialogue on those important topics tomorrow.
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.
We’ve had a productive week of negotiations with SPEEA and made good progress on addressing many of the non-economic topics. We’re now starting conversations on pay and benefits and look forward to continuing to work toward a strong contract offer for all of you.
We spent today aligning on avenues to address Tech career growth and skill development, as well as talking potential concepts for flexible work and Performance Management. We also listened to SPEEA’s ideas on overtime and on-call.
The goal is to wrap up these topics soon and move forward with our discussions on pay and benefits.
In the coming days, our discussions with SPEEA will turn to pay and benefits. Members of our Total Rewards team shared their thoughts on these important topics in this video.
Work-life balance and flexibility were discussed at the bargaining table today. We know that’s important to all of you.
Please watch this video for our thoughts.
Today we met with SPEEA’s bargaining committee to begin sharing potential solutions to a range of non-economic topics. Those conversations will help both parties begin to formulate contract language as we move closer to an offer.
Watch the short video to hear more about today’s discussions.
Our bargaining team wrapped up the week by mapping out potential solutions to the list of non-economic problems identified by the joint Boeing and SPEEA subcommittees. We look forward to sharing those ideas with SPEEA next week before eventually turning our discussions to compensation and benefits.
We met with SPEEA’s full bargaining committees today to discuss the topics of performance management and job security. We’re now working to finalize the full list of problem statements identified over the course of this week and then move toward finding potential solutions.
We expect to begin passing formal proposals and counterproposals next week before moving on to economic discussions around pay and benefits.
Our conversations continue to be respectful, and we look forward to learning more about the issues most important to you.
Over the coming days, we’ll start answering some of the most frequently asked questions we’re hearing when it comes to negotiations.
Today, we’re addressing the topics being discussed at the bargaining table as well as the time frame to complete negotiations and make a contract offer.
Watch this short video for more.
There’s good progress to report today as the Boeing and SPEEA bargaining teams split up into two subcommittees. One group focused on work-life balance while the other focused on career development.
Both subcommittees jointly identified problem statements in each area and are now working on possible solutions. At this point, no specific proposals have been passed by Boeing or the union.
We know work-life balance can mean something different to each of you. As we focus on meeting our customer commitments, there’s no substitute for face-to-face collaboration on site. But we also want to make sure there’s some level of flexibility to help our team.
When it comes to career development, we’re committed to building a strong future by investing in you and your Boeing career. We already have a strong foundation and look forward to working with SPEEA in this area. Since 2020, Boeing has paid $91 million in tuition and flight incentive benefits for SPEEA-represented employees through our Learning Together Program, with more than 1,000 degrees earned. And 73% of SPEEA members have taken a course through the Ed Wells Partnership over the past three years.
We remain focused on getting to a common understanding with SPEEA in all the key areas.
During our conversations today with SPEEA’s bargaining teams, we discussed our mission to deliver engineering and technical excellence in all that we do. Our goal is to make our company the most sought-out place to build a career by providing the best environment, the best tools and the best resources.
Over the coming weeks, we’ll be working with SPEEA to identify roadblocks and find solutions to ensure we’re able to meet that goal by attracting and retaining the best talent. We’ll be addressing a range of topics and initially focus on career development and work-life balance.
We look forward to listening, learning and identifying solutions as we continue to work toward a strong contract offer.
Today’s discussions with SPEEA continued to build on listening and understanding.
We had robust discussions around the alignment of company and employee values. We talked about our customer commitments at length, and how important it is for us to deliver on those promises.
We also shared a business update which included a discussion of several key focus areas:
Stabilize our business: We’re focused on enhancing safety and quality, stabilizing the BCA production system and our supply chain, and executing on our production rate increases.
Development program execution: We have to keep our customer commitments by certifying the 737-7, 737-10 and 777X. On the defense side, we’re focused on continuing to improve performance and reducing risk on our fixed-priced development programs.
Culture change: We’re committed to living our Values and Behaviors as we continue to work together to rebuild our company’s culture. While the most recent employee survey shows we’re making progress, there’s still more work to do.
Build our future: We’re investing in our people and making additional strategic investments in research and development.
By listening and working together, we can be successful in all these areas.
We had a productive first day of talks with SPEEA’s negotiations team. Both parties reaffirmed their commitment to interest-based bargaining with the goal of identifying priorities and issues, and then working together toward solutions.
SPEEA shared a deeper dive of the contract priorities they outlined a few weeks ago. Our team then provided an overview of how we benchmark against other local companies to ensure competitive pay, as well as how our market-leading 401(k) and healthcare plans keep us ahead of our aerospace and tech peers.
We’ll reconvene for a session tomorrow and then move to more in-depth discussions after the holiday weekend.
