If this contract offer is ratified by Oct. 1, the 10% guaranteed wage increase would be effective Oct. 2 and would be reflected in your Oct. 22 paycheck.
FAQs
GENERAL
From the beginning of this negotiation, we committed to listening closely to your concerns and addressing your priorities. We took the feedback from you and SPEEA’s bargaining teams to deliver an offer that addressed your top priorities:
- Immediate guaranteed wage increase
- Wage pools with guarantees that protect against inflation
- Plus, employees keep the same enhanced healthcare and retirement benefits from our prior contract offer
COMPENSATION
During the Annual Compensation Review (ACR) process for those specific years, managers will receive a 6% wage pool to distribute to their team. Every employee is guaranteed at least a 4% wage increase each year. Managers will continue to consider an employee’s performance and salary position to market, which is consistent with the enterprise ACR process. Actual salary increases from 2028-2030 may be higher than 6% based on individual performance, compa ratios, and several other factors. The company is required to spend the full wage fund on each bargaining unit each year.
Under this contract offer, the incentive target increases to 7%, up from 5%, effective in 2027, with payout in 2028.
Exempt, salaried employees are rarely paid overtime in most industries. Boeing is unusual in that we have a long-standing practice of compensating our SPEEA-represented professional employees for all hours worked. This is an industry-leading benefit that we continue to review and thus decided to increase this year to time + $8.50/hour. Because this benefit is tied to base salary, its value also increases as salaries rise over the life of the contract.
The value of the Restricted Stock Units was moved to contribute to more wages up front.
HEALTHCARE BENEFITS
The timing is set to allow for necessary time to establish the new plan including building eligibility rules, vendor contracting and vendor implementation.
The HRA funds are available for a period of 20 years following retirement or upon death, whichever comes first. A covered spouse would be eligible for qualified medical expenses.
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.
No, there are no changes to the retiree medical program for employees hired prior to 2007.
‘Access-only’ means the retiree can enroll in Boeing-sponsored pre-65 and/or post-65 Medicare plan options. The retiree pays the full premium for the plan.
You would be able to use Primary Care+ no later than January 1, 2027.
Boeing committed to providing fertility benefits for SPEEA-represented employees beginning January 1, 2027, even before negotiations began. This ensures our teammates can take advantage of these benefits as early as possible. The details regarding available fertility coverage will depend on the medical plan option an employee enrolls, beginning with the 2027 plan year.
PERFORMANCE MANAGEMENT
Under the contract offer, there are no changes to the performance management process for 2026. In 2027, SPEEA-represented employees would participate in the Enterprise Performance & Development process. A few of the key changes include using the Enterprise Values and Behaviors (in place of the Performance Values) and moving to a three-point scoring scale (from a 5-point scale).
Here’s a short video that explains the changes.
SPEEA-represented employees will use the Boeing Values and Behaviors in their Performance and Development Process starting in 2027.
There is no change to the self-evaluations. Employees are still encouraged but not required to complete self-evaluations as part of the process.
No, SPEEA-represented employees remain on the Employee Incentive Plan, which does not include an individual performance differentiation element only company score. The incentive target for SPEEA-represented employees would increase from 5% to 7% of eligible earnings under this contract offer.
Yes, under this contract offer, and with the move to the Enterprise Performance Management process, employees would no longer receive a separate OPR score during the Annual Compensation Review (ACR).
RETENTION
This offer maintains the current R1, R2 and R3 retention rating system. The feedback was clear that maintaining the three retention categories was important and we heard concerns that condensing the R1 and R2 populations removed a layer of protection from the current R1 population who have worked hard to gain their rating.
FLEXIBLE WORK
Under this contract offer, employees can work directly with their manager for approval of situational and temporary flexible or virtual work opportunities. Ongoing, long-term requests will require your director's approval to ensure consistency across teams.
Each situation and set of circumstances is unique. Situational and temporary means that it’s occasional and time-limited (not recurring in perpetuity). You are encouraged to engage with your manager to further clarify your needs and explore how the company may be able to support.
The letter of understanding was rewritten to put this flexibility into clearer contract language and to create more consistent expectations across organizations. It confirms that managers may approve temporary or situational virtual work requests as business needs allow.
If your manager already allows this, the change may feel small to you. The main change is that the language is now clearer and more consistent across the company.
There is new language in the letter of understanding defining this process. If unresolved after having a conversation with your first-line manager, then you may include your union representative in a discussion with your senior manager and manager to better understand why the request was denied. If you still do not agree with the senior manager’s decision, you may then pull in your HR contact to review the circumstances and attempt to reach agreement.
CAREER DEVELOPMENT
We feel employees could benefit from a better understanding of the health and long-term plans of their engineering and technical functions. Under this LOU, the company would provide SPEEA-represented employees with transparent data and workforce projections so you understand organizational trends, staffing needs, and how those factors shape career pathways and development opportunities.
What it means for you:
- Clearer career decision‑making: use workforce metrics to prioritize skill development, role changes.
- Better timing and planning: know which skills and roles are in demand so you can focus on training that increases your readiness and promotability.
- Increased transparency and trust: regular, published reviews reduce uncertainty about staffing and hiring priorities.
- Stronger development conversations: managers and employees share the same data during performance and career planning.