LETTERS
OF
UNDERSTANDING
SUBJECT: DATA
REPORTS TO BE PROVIDED
TO THE
The
Company will continue to provide those data reports to the
Dated:
September 29, 2005
LETTER OF UNDERSTANDING NO. 2
SUBJECT: FACILITIES
MAINTENANCE SUBCONTRACTING
The Company and the
The Company will conduct
a quarterly review with the
In addition, the Company
agrees that employees in Facilities Maintenance and General Construction
organization as of September 2, 1999, will not be laid off as a direct result
of Facilities Maintenance or General Construction subcontracting. This
restriction does not apply in the event of a merger, sale, transfer, or other
disposition of a plant or facility or operating unit thereof, or to temporary
subcontracting necessary because of required equipment overhaul or repair, labor
disruptions, or events beyond the control of the Company (acts of God, natural
disasters, equipment failure, major accidents, etc.). In lieu of layoff,
employees will be retrained and reassigned for available work outside the
Facilities Maintenance and General Construction organization.
The Company may continue
to subcontract Facilities Maintenance and General Construction work to be
performed on Company property by outside workers provided that such work is of
a type and character as has been so subcontracted in the past.
Disputes involving
alleged violations of this Letter of Understanding shall be subject to the
grievance and arbitration procedure provided for in Article 19 of this
Agreement.
Dated:
September 29, 2005
LETTER OF UNDERSTANDING NO. 3
SUBJECT: UNION
INTERVIEW OF NEW EMPLOYEES
It is recognized by the
Company that the Union has an interest and responsibility in explaining the
function of the Union in a collective bargaining relationship and the
advantages of membership in the
1. At an appropriate time following the Company
interview, all individuals employed into the IAM bargaining unit will be
directed to an IAM&AW representative who is present in the Employment
Office.
2. The following message will be used by the
Company representative to introduce the IAM&AW representative:
"The Union representative
wishes to explain their designation as your bargaining agent, your opportunity
for membership, and the payroll deduction of dues for members."
3. The Union representative will advise the
employees that membership in the IAM&AW is voluntary and not a required
condition of employment.
4. Both the Company and the
5. The Union agrees to minimal interference with
the new employee employment processing and the Company agrees to refrain from
any actions or statements which could adversely reflect upon the
6. The
7. With the implementation of the procedure for
the interview of new employees it is agreed that any existing or contemplated
arrangements for permitting the
Dated: September 29, 2005
SUBJECT: EMPLOYEES
ON OVERSEAS ASSIGNMENT
Employees on overseas
assignment who perform production work will continue to accumulate seniority
during such period of assignment without regard to their payroll classification
while on such assignment. If such an
employee, at the time of such assignment, had on file with the Company an
effective authorization for Union dues deduction, the Company will continue to
make such Union dues deductions during such period, and the Union agrees to
save the Company harmless from any claim for damages on the part of any employee
so affected.
Dated:
September 29, 2005
LETTER OF
UNDERSTANDING NO. 5
SUBJECT: ESTABLISHMENT
OF JOBS TO COVER NEW,
SUBSTANTIALLY CHANGED, OR COMBINED WORK FUNCTIONS
The purpose of this
Letter is to set forth the procedure to be followed when the Company determines
it is necessary to combine jobs or establish a job or jobs to describe new or
substantially changed work functions in accordance with the provisions of
Article 13 of the Collective Bargaining Agreement of this date.
1. Company representatives identified with the
appropriate unit (as defined in Section 1.1 of the Agreement) will prepare job
descriptions and discuss such descriptions with Union representatives of the
appropriate unit as provided in Section 13.5.
In the event it is necessary to assign employees to the new or
substantially changed work functions prior to the establishment of the job or
jobs, Section 13.6 will apply.
2. The Company's Corporate Vice President,
Compensation will transmit a draft copy of the proposed job or jobs to the
Union representative designated by the International Association of Machinists
and Aerospace Workers, AFL-CIO, to receive such information.
3. Following transmittal of the proposed job or
jobs to the designated Union representative, the job or jobs will be
established by written notification from a Company representative to a Union
representative identified with the unit where the job or jobs are to be
established.
4. Union inquiries or grievances as provided for
in Article 13 will be received and processed by Company and
5. The Company agrees to train affected
employees to perform any newly defined tasks when it is determined training is
needed. Preference will be given to
senior employees when possible.
Dated:
September 29, 2005
LETTER OF
UNDERSTANDING NO. 6
SUBJECT: NEGOTIATED
JOB TITLE CHANGES
Following are provisions
mutually agreed to by the Company and the
A. *An employee's retention and Category A status
will be applicable to the new classification if:
1. There is a change in job code number or title
change only, or
2. A job title is deleted or depopulated and
employees are reclassified to a newly established job title.
3. The job title is upgraded and combined with
an existing job title.
4. The job title is deleted or depopulated and
employees are reclassified laterally to an existing job title for the purpose
of combination of said job titles.
B. An employee's retention status will be
applicable to the new classification if a job title is retained and some
employees are reclassified to a newly established job title.
Reclassifications made
in accordance with the foregoing will not be subject to other Bargaining
Agreement provisions relating to reclassifications.
*If a job title is
deleted or depopulated and employees are reclassified to more than one (1) new
classification in different labor grades, Category A rights will apply to the
job title in the lower labor grade.
Dated
September 29, 2005
SUBJECT: JOINT
COMPANY-UNION ALCOHOL AND
DRUG DEPENDENCY PROGRAM
The Company and the
A. The following are basic essentials for an
effective alcohol and drug dependency program:
1. Participation in the Program by an individual
employee must be voluntary and will be kept confidential to preserve the
employee's privacy.
2. Effectiveness of the Program is directly
dependent upon the degree to which the employee affirmatively seeks such
voluntary participation.
3. The Program is by its nature a progressive
undertaking, and failure of an employee to participate in an earlier stage may
eliminate the employee from subsequent stages.
4. The Company's right to discipline an employee
for unsatisfactory performance or attendance is not diminished or modified in
any way by the fact that the employee may have an alcohol or drug problem. However, while discipline for other Company
Rule violations shall not be affected by this Program, disciplinary action for
unsatisfactory performance or attendance may be held in abeyance during the
employee's cooperative participation in the Program, provided no further
performance or attendance problems occur.
B. The Program is divided into the following
stages:
1. Identification.
2. Evaluation.
3. Treatment.
4. Return to work.
C. Identification.
1. Identification of an employee as having an
alcohol or drug problem which interferes with job performance or attendance can
occur in several ways:
a. The individual employee acknowledges the
problem and so advises a Company or Union representative.
b. Company management or Union representatives
become aware of the employee's performance or attendance problems and have some
reason to believe the problems are alcohol or drug related.
2. At this stage, a brief counseling session
attended by the employee, his/her supervisor and, if agreeable to the employee,
his/her personnel representative and Union representative, should be arranged
and the following items covered: (If the
employee so desires, a separate, private counseling session with his/her Union
representative can be utilized as an alternative to the Union representative's
participation in the supervisor's counseling session with the employee.)
a. The Program shall be clearly explained to the
employee.
b. The facts that participation is purely
voluntary and will be kept confidential should be emphasized.
c. It should be stressed that the extent of the
employee's alcohol or drug problem, if any, has not yet been determined.
d. The employee should be advised that normal
disciplinary action appropriate for his/her job performance or attendance
problems may be held in abeyance so long as he/she cooperatively participates
in the Program, provided no further performance or attendance problems occur.
e. The session will conclude by advising the employee
that, if agreeable, an appointment will be arranged with the Company Medical
Department for a medical evaluation of the problem.
D. Evaluation.
1. Because alcohol and drug problems vary
considerably (their causes are innumerable, they may be temporary or of long
duration, they may be acute or chronic, they may or may not involve serious
physical deterioration), it is imperative that the scope of the employee's
problem must be medically evaluated at the outset.
2. At the appointment with the Company Medical
Department, the employee will be advised that:
a. Evaluation of his/her alcohol or drug problem
can be conducted by his/her selection of one of the following:
(i) Company Medical Department.
(ii) Any one of a list of outside community
resource organizations mutually agreed upon by the Company and the
(iii) His/her personal selection of a medical expert
in the field who is satisfactory to the Company and the
b. The results of the evaluation will become
part of the employee's Company medical record and will be provided to the
employee and, if agreeable to him/her, to the
c. If the evaluation concludes that the employee
does not have a significant alcohol or drug problem requiring further
treatment, no further participation in the Program is required.
d. If the evaluation concludes that the employee
has an alcohol or drug problem requiring treatment, such treatment by an
outside organization or medical expert from a list agreed upon by the Company
and the
e. The employee's participation in such
treatment is voluntary. However, if the
employee refuses such treatment, or fails to cooperate in its successful
completion, any disciplinary action for his/her job performance or attendance
problems which has been held in abeyance may be taken.
E. Treatment.
1. When the Evaluation Report indicates that
treatment is necessary and the employee agrees in writing to participate, the
Company's Medical Department will:
a. Arrange with the employee and the selected
treatment agency a schedule for treatment; and
b. If necessary for treatment, arrange with the
employee's Company organization a leave of absence under Subparagraph
15.1(a)(1) for the period of the treatment.
2. If the employee continues to work during
treatment, he/she will be subject to normal rules of conduct and performance.
F. Return to Work.
1. If a leave of absence is required for the
treatment of the employee's alcohol or drug related condition, the employee's
return to work must be approved by the Company Medical Department.
2. Such approval will depend, in large measure
but not exclusively, on the recommendation of the outside treatment agency or
expert as to the employee's successful completion of the treatment.
3. An employee's failure to successfully
complete the recommended course of treatment may result in termination of
employment unless, in the opinion of the Company Medical Department, the
employee is able to return to work.
G. Costs incurred by the employee for medical
evaluation and treatment will be reimbursed under the Company's Group Insurance
Program subject to the requirements and limitations of that Program.
H. The Company and the
Dated:
September 29, 2005
LETTER OF UNDERSTANDING NO. 8
SUBJECT: AOG
ASSIGNMENTS
Boeing Commercial
Airplane Group employees on emergency field assignments relating to airplane on
ground (AOG) involving overnight travel from their home location to a location
where the Company has not established an operation, and when such travel is
covered by the Company's Business Travel procedures, shall not be subject to
the provisions of Sections 5.3, 6.9 and 6.10 of the Agreement.
The employee's work
schedule status will be as follows:
(1) No shift identification will be assigned.
(2) The work week will be from 1:00 a.m. Monday to
1:00 a.m. the following Monday.
(3) Monday through Friday will be designated as
regular workdays.
(4) Saturday will be designated as the first day
of rest and Sunday will be designated as the second day of rest.
Wage payment basis will
be as follows:
(1) The employee shall receive at least eight (8)
hours pay at Labor Grade 8 for each regular workday on which the employee works
or is available for work.
(2) The employee's regular rate shall include his
or her base rate plus the applicable Cost of Living rate and the non-regular
workweek premium rate of 75¢ per hour.
(3) For the first eight (8) hours worked on other
than a day of rest, the employee shall be paid at his or her regular rate.
(4) For time worked in excess of eight (8) hours
on other than a day of rest, the employee shall be paid at his or her regular
rate for one and one-half times the hours worked through the first two (2)
hours and double the hours continuously worked thereafter.
(5) For time worked on the first day of rest the
employee shall be paid at his or her regular rate for one and one-half times
the hours worked through the first eight (8) hours of work and twice the hours
continuously worked thereafter.
(6) For time worked on the second day of rest the
employee shall be paid at his or her regular rate for twice the hours
continuously worked.
(7) For Company holidays which occur during a
travel assignment employees shall receive eight (8) hours' holiday pay, and in
addition, for time worked on a holiday, the employee shall be paid at his or
her regular rate for twice the hours worked.
The following telephone
and laundry allowance will be authorized:
(1) An employee will be authorized to telephone
his or her home at Company expense in accordance with applicable Company
policy. Where available, the Company's
BTN system will be used. When necessary
to use conventional long-distance service, the employee will be reimbursed for the
cost of the call, provided the call is of reasonable duration.
(2) An employee on a travel assignment will be
reimbursed for the cost of any laundry service which is reasonable and
necessary in accordance with applicable Company policy.
The
Employees returning from
such a travel assignment will be allowed twelve (12) hours between time of
arrival at the home terminal, or clearance from U. S. Customs in the case of
employees returning from international locations, and the start of their next
regular shift assignment. Employees will
be granted leave with pay for any unworked portion of their assigned shift
which falls within this twelve (12)-hour period provided they report for work
at the applicable time so described in this provision. Exception to the above provision will be in
the case where the twelve (12)-hour period extends beyond the end of the
employee's regularly scheduled lunch period, in which case the employee will
not be required to report for work and will be paid for the entire shift.
Employees on
intercontinental travel assignments for which time enroute exceeds twelve (12)
continuous hours will not be required to work their regular shift on the date
of departure and will receive a minimum of eight (8) hours pay for that
day. When travel time enroute to a
customer work location exceeds twelve (12) continuous hours, a minimum of
twelve (12) hours rest will be provided prior to beginning work whenever
possible within customer required schedules.
Dated:
September 29, 2005
LETTER OF UNDERSTANDING NO. 9
SUBJECT: CORPORATE
JOBS
The Company shall
establish and maintain Corporate job codes for all job classifications covered
by the parties' Collective Bargaining Agreement of this date. The Corporate job codes shall be used in the
Seattle-Renton,
The Job List will also
show the corresponding
It is understood that,
as a result of the Company's sole right to organize work and determine job
duties, work may be organized so that between units similar work functions and
activities will be designated by different titles and descriptions.
It is also understood
that the Company in organizing a new work activity, may install in a particular
unit those Corporate jobs, authorized for another unit, that describe the work
to be performed.
Dated: September 29, 2005
LETTER OF UNDERSTANDING NO. 10
SUBJECT: CORPORATE JOBS COMMITTEE
The purpose of this Letter is to define the objectives
of the joint Union/Company Corporate Jobs Committee.
1. The Corporate Jobs Committee shall consist
of not more than six (6) representatives appointed in writing by the Union's
Corporate Coordinator and not more than six (6) representatives appointed in writing
by the Company's Vice President of Union Relations. This Committee may be comprised of
representatives from the Puget Sound,
2. The Committee shall, as determined jointly
by its chairs, study the job classification system established by Article 13 of
the parties' Collective Bargaining Agreement in order to maintain the integrity
of the system and to develop and implement plans for change that will provide
job enhancement, employment security and productivity improvements. Such activities may include but are not
limited to:
·
Developing
innovative job structure proposals.
·
Deactivating
zero or minimally populated jobs.
·
Combining
jobs by placing similar work in similar job classifications.
·
Developing
new jobs and revisions to existing jobs to accurately reflect organization of
tasks.
·
Establishing
like classifications and titles for all locations covered by the Agreement
where work responsibilities are the same.
3. If a Committee member is required to visit a Primary Location to
fulfill a Corporate Jobs Committee commitment, the appropriate Committee
members shall be notified and participate as appropriate in any business
involving that visit.
4. The Committee shall report to the
5. The chairs may, from time to time, jointly
recommend the adoption by the
6. To create a proper environment for the
Committee's work, the Committee's proceedings shall not be used as the basis
for, nor as evidence in, any proceedings under Article 19 of the parties'
Collective Bargaining Agreement.
7. The Committee shall function through the
life of the Bargaining Agreement.
8.
The
Dated:
September 29, 2005
LETTER OF
UNDERSTANDING NO. 11
SUBJECT: OVERTIME
It is understood that the
authority of the Company to require overtime work, established by Section 6.10
of the Collective Bargaining Agreement, is necessary for business planning and
meeting operational objectives. The
parties recognize, however, that the exercise of this authority may affect
employee productivity.
Accordingly, the Company and the
Quarterly Limit
The limit shall be
one hundred twenty-eight (128) overtime hours in any budget quarter;
Weekend Limit
The limit shall be
two (2) consecutive weekends;
Employees who have
worked two (2) consecutive weekends may volunteer to work overtime on the
following weekend;
Overtime work on
either a Saturday and a Sunday, or on a Saturday or a Sunday, shall constitute
a weekend worked;
The limit for
overtime on a Saturday or a Sunday shall be eight (8) hours.
Holidays
All overtime on a
holiday as set forth in Section 7.1 of the parties' Collective Bargaining
Agreement or on the weekend which immediately precedes a Monday holiday or
immediately follows a Friday holiday shall be voluntary.
All overtime in excess of the above limits shall be strictly
on a voluntary basis and no employee shall suffer retribution for his/her
refusal or failure to volunteer. An
employee may be required to perform overtime work beyond the above limits where
necessary for delivery of an airplane which is on the field, for
customer-requested emergency repair of delivered products, or for Government DX
or Government DO rated orders. In
addition, an employee may be required to perform overtime on a holiday or on
the weekend which immediately precedes a Monday holiday or immediately follows
a Friday holiday where necessary for facilities maintenance.
The Company will brief the
Dated September 29, 2005
LETTER OF
UNDERSTANDING NO. 12
SUBJECT: MEANING
OF SECTION 19.3 OF COLLECTIVE
BARGAINING AGREEMENT
The
The
1. For purposes of Section 19.3 of the
Collective Bargaining Agreement and this Letter of Understanding, the term
"sex crime victimizing a child or children" includes rape, sexual
assault, statutory rape, incest, child molestation, child pornography, public
indecency, indecent exposure, indecent liberties, communications with a minor
for immoral purposes, promoting prostitution, and similar crimes as defined in
the jurisdiction in which the offense is committed, where the victim of said
crime(s) is under the age of 18 years at the time of the commission of the
crime(s). An employee shall be
considered to have committed such a crime if the employee is convicted of the
crime, or if the employee enters a special supervision program pursuant to a
deferred prosecution arrangement relating to the crime.
2.
The
provision of Section 19.3 of the Collective Bargaining Agreement referred to
herein and this Letter of Understanding shall not be deemed to define
"cause" or to affect Article 19 in any other respect whatsoever, and
shall not be introduced or relied upon in any arbitration or other proceeding
involving the parties which does not deal with the suspension or dismissal of
an employee who has committed a sex crime victimizing a child or children.
Dated:
September 29, 2005
LETTER OF UNDERSTANDING NO. 13
SUBJECT: TIME
LIMITS IN SECTION 19.3
The parties agree that
the seven (7)-workday time limit for filing of a written grievance in the case
of dismissals or suspensions shall be interpreted as follows:
1. If the
2. If no written grievance is filed during the
additional seven (7)-workday period specified in paragraph 1, the matter is closed,
provided, however, that if the Business Representative, within the additional
seven (7)-workday period, informs Union Relations that he/she has decided not
to file a grievance, the matter will remain open for fourteen (14) more
workdays to allow the employee to appeal the Business Representative's
decision. If the employee does not
appeal, the matter is closed. If the
employee does not appeal, but no written grievance is filed within the
additional fourteen (14)-workday period, the matter is closed.
Dated:
September 29, 2005
SUBJECT: DUES
DEDUCTION AUTHORIZATION
FOR
I hereby assign to
Aeronautical District Lodge No. 70 of the International Association of
Machinists and Aerospace Workers, and authorize and direct The Boeing Company
to deduct from wages due me each month, commencing with the month of
___________, 20___, my monthly dues for membership in, and/or financial support
of, said District Lodge in accordance with the Constitution of the International
Association of Machinists and Aerospace Workers and communicated to said
Company, and all amounts as provided for during any month by the Collective
Bargaining Agreement or amendments between the Company and the Union then in
effect. This assignment and
authorization shall also include an initiation or reinstatement fee in the
amount of $_________, which is to be deducted from wages due me in the month of
___________, 20___. These deductions
shall be made payable to, and be remitted to the Secretary-Treasurer of said
District Lodge.
This assignment and
authorization shall be irrevocable for a period of one (1) year from the date
hereof or until the termination date of any applicable collective bargaining
agreement, whichever occurs sooner, and shall automatically be renewed as an
irrevocable assignment and authorization for successive yearly or applicable
collective bargaining agreement periods thereafter, whichever is the lesser
unless I give written notice, by certified mail, of revocation to The Boeing
Company and the Union not more than twenty (20) and not less than five (5) days
prior to the expiration of each yearly period or of each applicable Collective
Bargaining Agreement, whichever comes sooner.
I expressly agree this
assignment and authorization is independent of, and not a quid pro quo for,
union membership and shall continue in full force and effect even if I resign
my membership in the
____________________________
Employee
Signature
Dated: September 29, 2005
LETTER OF UNDERSTANDING NO. 15
SUBJECT: JOINT
COMMITTEE ON HEALTH CARE
COSTS AND QUALITY
The Company and the
·
Costs
under the Company’s medical plans.
·
Overall
plan design.
·
Efficient
use of health care resources by consumers.
·
Cost
management programs to address specific cost areas, including:
·
Disease
management of selected high-cost chronic diseases.
·
Targeted
health risk assessment.
·
Catastrophic
case management.
·
Pharmaceutical
management.
·
Measurement
tools for evaluating health plans’ and providers’ efficiency, including but not
limited to programs of the National Academy of Sciences and National Quality
Forum as well as accreditation from nationally recognized groups such as the
National Committee for Quality Assurance (NCQA) or the Foundation for
Accountability (FACCT).
·
Benchmark
data from other employers.
·
Opportunities
to work with other employers, unions or other parties interested in obtaining
quality health care at affordable prices.
The Company and the
·
Provider
performance reporting on quality and efficiency to encourage use of the highest
quality providers, including those who meet the highest patient safety
standards.
·
Joint
Company and
·
Provider
programs focused on specific high-yield quality innovations shown to
substantially improve patient safety.
·
Computerized
physician order entry. Physicians will
be required to enter prescriptions into a hospital database to screen for
inappropriate medications and dosages and avoid potential adverse drug reactions/interactions.
·
Evidence-based
hospital referral. Physicians will be
required, where practical, to guide patients to facilities with superior
outcomes (linked to significantly lower patient mortality).
·
ICU
physician staffing. Where available,
physicians who are critical care specialists will provide ICU care.
To encourage plan
participants to use the highest quality health care available, it is the intent
that the Company will provide education to employees regarding the
effectiveness of physicians, hospitals and other health care providers as it
becomes available.
The Company and the
Dated:
September 29, 2005
SUBJECT: SECTION
6.10(b) OF COLLECTIVE
BARGAINING
AGREEMENT
The Company and the
1. With respect to Subparagraph 6.10(b)(1), the
Company's practice is to seek volunteers for the advance scheduling of overtime
within the shop and shift. However, the
parties agree that an exception may be made for certain assignments where the
employee regularly assigned to either the job, crew or position is the
appropriate individual to perform the work of the overtime call-out. Therefore, the parties agree that in order to
ensure that the employee regularly assigned to either the job, crew or position
is designated to work the overtime pursuant to Subparagraph 6.10(b)(1)(a) only
when he/she is the appropriate individual, such designation may be made only if
it is approved by the Director or his/her delegate, the delegate being at least
one (1) level above the employee's immediate supervisor.
2. With respect to
Subparagraph 6.10(b)(2)(f) the parties agree that the reference to deficient
schedule performance or work quality being "currently documented"
shall mean a Corrective Action Memo. In
order to be used under Subparagraph 6.10(b)(2)(f), a Corrective Action Memo
must state the period, not to exceed ninety (90) days, it will remain in effect
and may serve as a basis for exclusion from overtime consideration only during
that period.
3. The Company will provide
notification of designated weekend overtime no later than the first rest break
on Friday. When emergent situations
arise following first rest break, notification of such overtime will be
provided as soon as possible.
Dated: September 29, 2005
LETTER OF
UNDERSTANDING NO. 17
SUBJECT: SUPPORTED
EMPLOYMENT PROGRAM
The Company and the
The
- Job evaluation and analysis;
- Identify and pre-screen enclave candidates from county social
agency referral system and recommend candidates for selection by the Company;
- Provide public transportation training to enclave employees;
- Consult with supervisors on training and production matters;
- Act as focal point for Supported Employment enclave matters;
- Employ
a job coach whose salary and benefits will be funded by King County Services
Division;
- Train and provide technical assistance to leads and supervisors;
and
- Provide long term follow-up services.
The job coach will have
responsibility with respect to enclave employees for training and informal
supervision, maintenance of daily production records, troubleshooting both
within and outside the workplace and serving as a coordinator and facilitator
between enclave employees and their supervisors, leads and co-workers. It is recognized that the job coach may from
time-to-time perform productive work in order to train and otherwise assist
enclave employees.
Any modification of the
Supported Employment Program will be subject to mutual agreement by the parties. Discontinuance of the Program will not be
subject to the grievance/arbitration provision of Article 19 of the Collective
Bargaining Agreement.
Dated: September 29, 2005
SUBJECT: EXPENDITURE
OF FUNDS UNDER
ARTICLE 16 AND ARTICLE
20
The parties agree that the Company will provide
the necessary funding in support of IAM/Boeing Joint Programs (Joint Programs)
activities which include the IAM/Boeing Health & Safety Institute (HSI),
the IAM/Boeing Quality Through Training Program (QTTP), and other activities
approved by the IAM/Boeing Joint Programs National Governing Board (Governing
Board). The following sets forth the practices which will be followed:
1. The Company will provide in each year
fourteen (14) cents for each bargaining unit compensated hour, but not less
than fourteen (14) million dollars per year. In addition, the Company will
provide funding for the QTTP Education Assistance (EA) Program up to four (4)
million dollars per year. EA funds not
spent in one calendar year will not carry over to the next year.
2. The annual funding amounts for Joint Programs
shall be determined each September 2 and shall be based on the number of
bargaining unit compensated hours in the preceding period of September 2 to
September 1. Amounts not spent in one
annual period shall carry over to the next year, but not beyond the expiration
of the Agreement. Additionally, the Company will provide other funds, as
approved by the Governing Board, to support the Joint Programs’ statement of
work.
3. The Governing Board shall establish the
annual budget for the Joint Programs which includes HSI, QTTP, and other
approved joint initiatives. The initial budgets shall include a minimum of four
(4) million dollars for HSI and ten (10) million dollars for QTTP. The Governing Board shall, during any annual
budget year, have the authority to reallocate funds between HSI and QTTP as
they deem necessary.
4. All labor and non-labor will be treated
according to current Boeing accounting practices.
5. To the extent
permitted by law, one or more trust funds will be established pursuant to the
Taft-Hartley Act, 29 U.S.C. §186, to contract with the Union for the services
of any individual employed by the Union who is named to the administrative staffs
established by Section 16.2(b) and Section 20.2(c). The trust(s) shall be
established pursuant to a written agreement between the parties which complies
with clause (B) of the proviso to 29 U.S.C. §186(c)(5). In addition, the terms of any contract between
the trust and the Union shall provide that the Union will be reimbursed for the
services of these individuals on the basis of their base rate plus actual
expenses for payroll taxes and the following employee fringe benefits: employee
per diem; IAM pension plan; package H & W insurance; Western Metal Trades
pension; and automobile insurance. The Company shall provide funds to the trust
in a sufficient amount and in a timely manner to enable the trust to meet its
contractual obligations to the
6. Individuals employed by the
7. The Union will be reimbursed in accordance
with paragraph 5 for the services of the individual employed by the
8. The Governing Board will give consideration
to the IAM Corporation for Re-Employment and Safety Training, Inc. (CREST) as a
service provider in support of HSI and/or QTTP activities. Any such service may
be contracted for pursuant to paragraph 5 above. The parties have agreed to
authorize the services of CREST in support of the Vocational Solutions program
in an amount not to exceed three (3) million dollars annually. Such funding
will not extend beyond the expiration of the Agreement. Funds not spent in one calendar year will not
carry over to the next year.
9. The Company agrees to continue funding
through December 31, 2005 at the levels previously approved by the National
Governing Board for the 2005 Joint Programs budget.
Dated:
September 29, 2005
SUBJECT: ARTICLES
16 AND 20 - CONFIDENTIALITY
OF
INFORMATION
It is recognized by the
parties that a free flow of information between them is necessary to ensure the
success of the IAM/Boeing Health & Safety Institute and the Quality Through
Training Program. Information which
could be disclosed to the Union and to the Union Administrative Staffs includes
information relating to inventions, products, processes, machinery, apparatus,
prices, discounts, costs, business affairs or technical data which the Company
considers as confidential. In
furtherance of their objective to facilitate full participation of the Union in
these programs while recognizing the sensitivity of the Company's confidential
information, the parties agree that any such information shall be held in
confidence by the
Dated: September 29, 2005
LETTER OF UNDERSTANDING NO. 20
Subject: NC/CNC/ADAPTIVE COMPUTER SYSTEMS
AND COMPUTER AIDED WORK STATIONS
The Company and Union
agree to the identification and clarification of the below terms and
descriptions as applicable to all Corporate Jobs as identified in Article 13 of
the parties' Collective Bargaining Agreement:
A. 1. Numerically
Controlled/Computer Numerically Controlled (NC/CNC) or other adaptive computer
system machine controls are synonymous and will be used as such in all existing
job classifications, and shall be incorporated as such into all existing and
future job classifications as appropriate.
2. Operators may make adjustments to existing
machine control programs similar and in comparable technical complexity as
those required to manually provide machine instruction such that machines
optimally perform the identified machine tasks.
3. Such tasks as described above will not be
used or considered as justification for grade adjustment but are inclusive of
current grade level identification.
B. Computer aided/assisted work stations such as
those using PC's, computer terminals linked to main frame systems, CATIA or any
and/or all subsequent integrated computer assisted technology systems, which
are used to accomplish currently assigned or similar work assignments, shall
not be used as justification for revision of grade level, but are considered
tools and devices assisting the individual to accomplish assigned tasks. The actual duties and tasks accomplished by
the individual as a composite in comparison to the classification guides and
representative jobs will be the basis for grade designation as identified in
Article 13 as applied in the Collective Bargaining Agreement.
C. Such terms will be incorporated into revised or
new job descriptions and/or incorporated into the classification guides and/or
Glossary of Terms and Phrases within the Collective Bargaining Agreement or a
combination of the above.
Dated
September 29, 2005
LETTER OF UNDERSTANDING NO. 21
SUBJECT: NON-TRADITIONAL
WORK SCHEDULES
The parties recognize
that the efficient use of facilities and machinery is an integral part of the
Company's competitiveness and that the Company's competitive position is
essential to the employment security of its employees. The parties further recognize that a normal
work schedule of eight (8)-hours-a-day five (5)-days-a-week is not always
conducive to the efficient use of facilities and machinery. Accordingly, the parties agree they will
consider implementing non-traditional work schedules where they deem it
appropriate.
While the parties
recognize that the details of non-traditional work schedules will have to be
discussed on a case-by-case basis, and that no such schedules will be
implemented except upon mutual agreement by the parties, the following
guidelines will apply:
1. The workweek and shift times set forth in
Article 5 of the parties' Collective Bargaining Agreement will be adjusted to
accommodate the non-traditional work schedule.
2. The phrase "assigned shift" will be
substituted for "eight (8) hours" wherever it appears in the parties'
Collective Bargaining Agreement.
3. Employees who work on their third consecutive
day of rest will be paid overtime on the same basis as their first day of rest.
4. For those calendar weeks encompassing any of
the holidays observed by the Company, employees assigned to non-traditional
work schedules will be converted for that week to a normal work schedule.
Dated
September 29, 2005
SUBJECT: PART-TIME
WORK SCHEDULES
As a means of extending
their commitment to employment stabilization, the parties have agreed to
explore alternate work schedules which could serve the purposes of potentially
reducing the number of layoffs and responding to the needs of individual
employees. One of these alternate work
schedules is a "part-time work schedule" which, for purposes of this
Letter of Understanding, shall mean a fixed weekly work schedule which is less
than the regular forty (40)-hour week.
No minimum or maximum number of hours will be required, but fixed days
(other than Saturdays or Sundays) and hours of work must be established. This Letter of Understanding is strictly
limited to those part-time work schedules which are voluntary by an employee.
Participation in a
voluntary part-time work schedule is subject to management approval which shall
be effective for a minimum of ninety (90) days.
In the event that more employees in a particular job classification in a
shop volunteer than can be accommodated, selections will be made on the basis
of seniority. Employees on part-time
work schedules covered by this Letter of Understanding will be subject to all
provisions of the parties' Collective Bargaining Agreement, except as follows:
1. Holidays
Employees are eligible
for holiday pay if they are scheduled to work twenty (20) or more hours in a
seven (7)-day cycle or forty (40) or more hours in a fourteen (14)-day
cycle. Payment will be four (4) hours of
holiday pay for each Company holiday, regardless of calendar day or hours
scheduled on the respective holiday. Employees required to work on a holiday
will receive double their regular rate for the time worked in addition to any
holiday pay to which they are entitled.
2. Overtime
For the first ten (10) hours
worked in excess of forty (40) hours in a workweek, the employee will receive
one and one-half times the base rate; for hours worked in excess of fifty (50)
hours in a workweek, the employee will receive double the base rate. No overtime will be paid when less than forty
(40) hours have been worked during the workweek. Notwithstanding any provision in the parties'
Collective Bargaining Agreement, employees on part-time work schedules will not
be asked, or permitted, to work on a Saturday or a Sunday unless all other
employees in the same classification in that shop have been offered the
opportunity to perform the work.
3. Other Pay
Practices
Employees are eligible
for jury duty and witness service pay if they are scheduled to work twenty (20)
or more hours in a seven (7)-day cycle or fort (40) or more hours in a fourteen
(14)-day cycle. Payment will be four (4)
hours for each day served, regardless of calendar day or hours scheduled on
each day served. For purposes of
bereavement leave and report time, the phrase "assigned shift" will
be substituted for "eight (8) hours."
Employees on third shift who are approved for part-time work schedules
will be reassigned to second shift.
4. Group Benefits
Employees on part-time
work schedules will be offered an insurance package consisting of the
Traditional Medical Plan and Incentive Dental Plan. All normal Plan provisions will apply. Premiums will be paid by the Company on a
pro-rated basis, as determined by scheduled weekly hours as follows:
|
Pro-Rated Schedule Medical and Dental
Coverage |
|
|
1-19
hours |
Not
Eligible for Group Insurance |
|
20-32
hours |
70%
Paid by Company |
|
33
or more hours |
100%
Paid by Company |
Employees eligible for
group insurance may either pay the balance of the premium by payroll deduction
or decline coverage entirely.
This
Letter of Understanding may be cancelled by either party by giving written
notice to the other upon each six (6)-month anniversary of its execution.
Dated
September 29, 2005
LETTER OF
UNDERSTANDING NO. 23
SUBJECT: FACTORY
SERVICE ATTENDANTS
RATE STRUCTURE REVISION
The Company and the
The 8820A classification
applies only to newly hired employees and those individuals placed in this
classification through any means other than the exercise of contractual rights
provided by Article 22 of the Agreement.
This job may not be populated while there are employees with Category A
rights to the 88201 and 88202 job classifications.
Labor Grade
"A" is not covered in the classification guides for labor grades one
through eleven, but is to be assigned as stated in this Letter of
Understanding.
Dated: September 29, 2005
SUBJECT: CHILD DEVELOPMENT PROGRAM
The Company is
developing people strategies to support individuals in the workforce and retain
valuable employees with the end goal to make the Company more competitive. These strategies recognize that employee
concerns about child care can affect an individual's productivity and work
focus. To support these strategies, the
Company has implemented a Child Development Program to build on other Company
programs which support employees and their families.
As one element of the
Program, the Company has, in coordination with the Union, established two (2)
near-site day care centers (
Additional components of
the Company’s Child Development Program include providing leadership to help
improve the quality and availability of child care in communities where
employees live and enhancing child care referral services through the existing
Child and Elder Care referral program.
Consideration will be given to adding other elements, such as
collaboration by the referral program with day care providers and parents on
evaluation of facilities and day care curriculum, assistance in
extended/alternate hours, and assistance dealing with specific day care needs.
Dated: September 29, 2005
SUBJECT: QTTP
EDUCATION ASSISTANCE
PROGRAM/LEARNING
TOGETHER
The
The Company has
implemented a financial assistance program named Learning Together. This program is similar in scope to Education
Assistance, but provides restricted stock awards not available to Education
Assistance participants, and unlike Education Assistance has no fund limitations. In addition, Learning Together is made
available to all Boeing employees.
In the spirit of joint
cooperation, the
·
Learning
Together and Education Assistance will co-exist.
·
Education
Assistance will continue to be co-managed by the
·
QTTP
will administer Education Assistance for IAM participants at District 24,
District 70, and District 751.
·
Participants
will receive the most favorable benefits of either Learning Together or
Education Assistance.
·
Participants’
cost within Learning Together Guidelines will be borne by Learning Together.
·
IAM
participants who complete doctorate, masters, bachelors, and/or two-year
associate degrees will be awarded restricted stock in units identical to those
awarded in Learning Together.
Dated: September 29, 2005
LETTER OF UNDERSTANDING NO. 26
SUBJECT: ADMINISTRATION
OF JOINT PROGRAMS
A. IAM/Boeing Joint Programs National Governing Board. The
The Chair of the
Governing Board shall serve a one (1)-year term and rotate between the
Directing Business Representative of District Lodge 751 and a Boeing Senior
Executive.
The Governing Board will
provide general direction and guidance and establish policy for the IAM/Boeing
Joint Programs (Joint Programs). In
addition, the Governing Board shall establish the annual budgets and approve
expenditures of funds as outlined in the parties’ Letter of Understanding No.
18, entitled Expenditure of Funds under Article 16 and Article 20.
The Governing Board
shall meet twice a year to approve Joint Programs activities and assess if
progress is being made towards accomplishing the Mutual Objective of the Joint
Programs.
B. IAM/Boeing Joint Programs Executive Directors. The parties recognize
that an efficient administrative support process is essential to attaining the
goals of the IAM/Boeing Health and Safety Institute (HSI), the IAM/Boeing
Quality Through Training Program (QTTP) and any other joint efforts the parties
may establish. In order to further this
process, the parties have established the positions of IAM/Boeing Joint
Programs Executive Directors. The
C. IAM/Boeing Joint Programs Administrative Staff – Co-Directors. The
D. IAM/Boeing Joint Programs Administrative Staff –
HSI/QTTP. The combined HSI/QTTP Administrative
Staff will be comprised of a minimum of nine (9) individuals named by each
party. At least one (1) individual of
each party shall be from the
The combined
Administrative staff, as coordinated by the Executive Directors, will provide
support for the IAM/Boeing Health & Safety Institute, the IAM/Boeing
Quality Through Training Program and any other programs as approved by the
National Governing Board.
Dated:
September 29, 2005
SUBJECT:
ACCELERATED LAYOFF
The Company and the
Union agree that, subject to management approval, employees who have been
identified for and notified (either directly or to the Union) of potential
layoff may request acceleration of the anticipated layoff date provided that
management shall grant such a request when such employees have provided
satisfactory proof that they have accepted a job offer from another
employer. Employees whose requests are
granted shall be given a release date of not more than two (2) weeks (fourteen
(14) calendar days) following the date the request was granted.
Employees granted an
accelerated layoff date shall be regarded as having Category A rights of recall
as set forth in Section 22.9 of the parties’ Collective Bargaining Agreement
only upon receipt, following their layoff, of an effective application as
described in Section 22.1(d). Neither Section 22.7 nor 22.10 shall apply to
such employees. Employees granted an accelerated layoff date will be required
to sign a form waiving any rights under the Worker Adjustment and Retraining
Notification Act to a full sixty (60)-day period of employment prior to the
layoff.
Employees granted an
accelerated layoff date will be paid layoff benefits if they meet the
eligibility criteria set forth in Article 23 of the parties’ Collective
Bargaining Agreement.
Dated: September 29, 2005
LETTER OF
UNDERSTANDING NO. 28
SUBJECT: HIGH
PERFORMANCE WORK
ORGANIZATIONS
SUPPORT
The
In order to meet this requirement, QTTP will:
1. Work with the appropriate HPWO Leadership
Team(s) to identify training requirements.
2. Review available training materials and work
with HPWO Leadership Team(s) to develop a tactical training plan which may
include:
a. Teaming
skills training;
b. Business
skills training;
c. Decision
making leadership skills;
d. Union
history and contract training;
e. HPWO
culture, mission, and goals.
3. Develop
and provide training materials and handouts, etc.
4. Involve the IAM/Boeing Health and Safety
Institute on issues that relate to employee health and safety.
5.
Provide
support for the HPWO teams with communication and team facilitators, as
requested by the HPWO Leadership Team.
Dated:
September 29, 2005
SUBJECT: USE OF CAREER GUIDES
The purpose of this
Letter of Understanding is to define the scope and usage of Career Guides as
developed by the Quality Through Training Program (QTTP).
QTTP is responsible for
creating and maintaining Career Guides.
Career Guides are based on a review of the work requirements for each
job covered by the parties’ Collective Bargaining Agreement in the
Seattle-Renton,
The parties agree that
the purpose of the Career Guides is to provide up-to-date career development
and training information for each job.
Career Guides do not redefine Standard Factory Job Descriptions currently
utilized in the existing job classification system. Use of the Guides shall be limited to QTTP
career development programs or other programs as agreed to by the
The parties further
agree that no portion of the Career Guides shall be used as the basis for, or
as evidence in, any proceedings under Articles 13, 19, 22, the Rules Governing
Application of Job Descriptions, or the Glossary of Terms and Phrases of the
parties’ Collective Bargaining Agreement.
Dated: September 29,
2005
LETTER OF
UNDERSTANDING NO. 30
SUBJECT: SHAREVALUE PROGRAM
The Boeing Company and
the
Employees will be
eligible to participate in accordance with the governing provisions of the
ShareValue Program as set forth in the official Program documents. In the event of any conflict between this
Letter of Understanding and the official ShareValue Program documents, the
official ShareValue Program documents will prevail in every case.
Eligible participants
will proportionally share in a ShareValue Program distribution based on the
number of months they were eligible to participate during any investment period
falling within the term of this Agreement or any preceding Agreement that
provided for their participation in the ShareValue Program.
Dated: September 29, 2005
SUBJECT: TECH PREP
STUDENTS
The Boeing Company in 1993 started a
comprehensive program for high school students leading to a Manufacturing
Technology Associate Degree from ten (10) Puget Sound,
1. The students’ status
will be as follows:
(a) Students will be placed
in the internship through an outside agency, which will be their employer. The internship will last a maximum of eight
(8) weeks.
(b) During their assignment,
students will perform production work and maintenance under the guidance of one
(1) or more IAM-represented employees.
(c) The cognizant
IAM-represented employees and their supervisors will make recommendations
regarding Boeing’s hiring of students after the internship concludes.
(d) Students will be
required to donate $28.00 to “Guide Dogs of America” during this
internship. Such contribution will be by
payroll deduction during the first month of employment.
(e) The number of students
participating in the “job shadowing” portion of the Program will not exceed
ninety (90) students each year. These
students will not replace IAM-represented employees or prevent IAM-represented
employees from being recalled from layoff.
2.
The
student’s work schedule will be Monday through Friday on either first or second
shift, not to exceed forty (40) hours per week.
3.
The
students will be paid at the rate of $8.50 per hour during their first summer
and $9.50 per hour during their second
summer.
4.
The
students are not Boeing employees and thus will not be eligible for any
benefits, including but not limited to medical and dental coverage and vacation
and sick leave credits, described in the parties’ Agreement.
5.
The
parties agree to meet and discuss any concerns that may arise during the course
of this Program with the local Directing Business Representative.
6.
Two
hours of a new student’s internship shall be devoted to safety education and
orientation provided by the local Health and Safety Institute Site
Committee. This education and
orientation shall include but not be limited to personal protective equipment
use, emergency evacuation, shelter-in-place procedures and machine
guarding.
September 29, 2005
LETTER OF UNDERSTANDING NO. 32
SUBJECT: IAM SHARES PAYROLL DEDUCTION
The Company agrees to
provide a payroll deduction service to IAM-represented employees who choose to
invest in the IAM Shares Mutual Fund managed by State Street Global Advisors.
This service will begin as soon as practicable. The Company will play no role
in promoting or otherwise communicating the availability of this service, other
than to ensure there is a clear distinction between the service and the
Company’s Voluntary Investment Plan.
Dated:
September 29, 2005
LETTER OF
UNDERSTANDING NO. 33
SUBJECT: LIFE INSURANCE AND AD & D
PAYROLL DEDUCTION
The Company agrees to
provide a payroll deduction service to IAM-represented employees who choose to
purchase life insurance or accidental death and dismemberment coverage through
payroll deduction. Such coverage will be provided through Union Labor Life
Insurance Company. This service will begin as soon as practicable. It is
understood that the Company is not the plan sponsor and is not responsible for
plan administration, enrollment, or communication.
Dated: September 29, 2005
LETTER OF
UNDERSTANDING NO. 34
SUBJECT: RATIFICATION
BONUS AND LUMP SUM PAYMENTS
The Company agrees to pay employees covered by
this Agreement and on strike or on the active payroll on September 2, 2005, a
bonus of eight (8) percent of their bargaining unit gross earnings during the
period September 2, 2004, through September 1, 2005, less applicable
withholding, if the Agreement is ratified on or before September 30, 2005. The
bonus will be paid within sixty (60) days of ratification of the
Agreement. Bargaining unit gross
earnings are defined as that portion of an eligible employee’s total earnings
while in the bargaining unit which is computed at the employee’s base rate plus
cost of living adjustment rate, shift differential rate, remote assignment
premium (swamp pay) rate, team leader premium and non-regular workweek premium
rate, as applicable, on regular and overtime hours worked, overtime bonus
hours, third shift bonus hours, sick leave hours (including those paid from FSP
funds), vacation hours, holiday hours, report time hours and leave with pay
hours. All other payments to an
employee, imputed or otherwise, including this payment, are excluded from
bargaining unit gross earnings for purposes of computing the ratification
bonus.
For employees covered by
this Agreement and on the active payroll on September 1, 2006, the Company
agrees to pay a lump sum payment of $3000, less applicable withholding. The payment will be made by December 1,
2006.
For employees covered by
this Agreement and on the active payroll on September 7, 2007, the Company
agrees to pay a lump sum payment of $3000, less applicable withholding. The payment will be made by December 1, 2007.
Dated: September 29, 2005
LETTER OF
UNDERSTANDING NO. 35
SUBJECT: PATIENT SAFETY STANDARDS
Consistent with the
Parties’ commitment to ensuring that employees have access to cost effective,
quality health care coverage as detailed in Letter of Understanding No. 15, the
parties agree that the term “patient safety standards”, as set forth in
Attachment A and Attachment B of the parties’ 2005-2008 Collective Bargaining
Agreement, shall be modified to be defined in its entirety as follows,
effective immediately and continuing until the expiration of the Collective
Bargaining Agreement.
Patient safety standards
refer to nationally recognized criteria for making hospital services
safer. A hospital meets patient safety
standards if it meets established criteria such as those listed below. The hospital must publicly certify upon
request that it meets all criteria and the statements pertaining to standards
are accurate and reflect normal operating procedures at the hospital. The criteria include:
a. Criteria for
Evidence-based Hospital
Referrals: for patients admitted for one
of several complex procedures (coronary artery bypass grafts, percutaneous
coronary intervention, abdominal aortic aneurysm repair, pancreatic resection,
esophagectomy and high risk deliveries), network hospitals must meet experience
criteria, consisting of process, volume, and/or outcome measures, for the
performance of the specific procedure.
If complex procedures as identified by national standards change in the
future, the parties agree that they will meet and discuss the changes.
b. Criteria for Other
For patients admitted
for all other procedures or conditions, network hospitals must meet the
following standards:
Computerized Physician Order Entry: Prior to January 1, 2005, the hospital must
publicly assure that by January 1, 2005, physicians will enter at least 75
percent of inpatient medication orders via a computer linked to error-prevention
software. The software must be capable
of alerting physicians to at least 50 percent of common, serious prescribing
errors. On and after January 1, 2005,
the hospital must publicly assure that it actually fulfills these capabilities.
Intensive Care Unit Staffing: On and after July 1, 2004, the hospital
publicly assures that its adult and/or pediatric intensive care unit is managed
or co-managed by critical care specialists who:
1.
Are
present during daytime hours and exclusively provide clinical care in the ICU,
and
2.
At
all other times, can return urgent ICU paging calls within five (5) minutes and
arrange for a physician or FCCS-certified non-physician specialist to reach ICU
patients within five minutes at least 95 percent of the time.
In geographical areas
where scientifically rigorous, risk-adjusted outcome comparisons are publicly
reported for intensive care unit performance, favorable risk-adjusted outcomes
may replace the above criteria for intensive care unit staffing.
Dated:
September 29, 2005
LETTER OF
UNDERSTANDING NO. 36
SUBJECT: TEAM LEADER
The parties recognize that certain work groups may benefit from the designation
of an employee as a team leader for the purpose of creating and maintaining a
team environment and coordinating operational issues. The Company will
determine the necessity for, and number of, team leader assignments. The team leader will serve as the leader of
all bargaining unit employees in the assigned work group, irrespective of the
job classifications of those employees.
The selection of a team leader shall not be considered the establishment
of a new job for the purposes of Article 13.
IAM/Boeing Joint Programs will form a subcommittee to establish minimum
criteria for applicants who wish to be considered for team leader assignments.
The subcommittee will complete its work and present a joint recommendation to
the Company and the
Team leader selection, other than temporary team leader selection, will
be frozen until December 2, 2005 or until minimum criteria are approved by the
parties, whichever date is earlier.
Effective December 2,
2005, the selection of an employee for a team leader assignment shall be made
in the following manner: Employees who
meet the minimum criteria for a team leader assignment will self-nominate for a
posted open team leader assignment. A
structured interview will be utilized to select recommended candidate(s). If the posted team leader assignment is
filled by the Company, and there are two or more recommended candidates for the
assignment, the recommended candidate with the greatest bargaining unit
seniority will be selected. The
provisions of Article 13 and 22 shall not apply to such selection.
The Company will develop
a training program for employees selected for team leader assignments. IAM/Boeing Joint Programs may assist in the
development of this training.
An employee selected for
a team leader assignment shall be paid a premium of $1.75 per hour above
his/her current base rate.
Employees assigned as
team leaders shall not formally appraise
the work of other employees or make, as a result of solicitation by their
supervisor, recommendations concerning employment, release, transfer, upgrade,
or disciplinary action relative to other employees, be directly responsible for
the quantity or quality of work produced by other employees, be responsible for
the assignment of overtime within the shop, be required to take attendance for
other than purposes of making detailed work allocations, or be responsible for
handing out paychecks. When authorized by the Company, a team leader may
delegate a portion of his/her allocated work to employees in the team leader’s
group.
Current leads will not
lose grade or pay as a direct result of team leader assignments.
Nothing in this Letter
of Understanding will be subject to the grievance and arbitration procedure in
Article 19, with the exception of the seniority-based selection of recommended
candidates. Additionally, nothing in
this Letter of Understanding will alter or impact the Company’s right to select
any bargaining unit employee for a temporary team leader assignment for a
period of time not to exceed ninety (90) days.
Dated: September 29,
2005
LETTER OF
UNDERSTANDING NO. 37
SUBJECT: MATERIALS DELIVERY AND INVENTORY PROCESS
The Company and the Union agree that parts, materials, tools, kits and
other goods or products furnished by an internal or external supplier, vendor,
contractor, or subcontractor may be delivered or presented to the Company at
any location to be designated by the Company, including but not limited to
staging areas, parts control areas, materials and tool storage areas, and/or
factory locations where parts or assemblies are installed. In addition, internal and external suppliers,
vendors, contractors, or subcontractors may, at the Company’s request, perform
inventory transactions, which may include tracking use, disbursement,
acquisition, and/or inventory of parts, materials, tools, kits, and other goods
or products.
The Company will conduct a quarterly review with the
Nothing in this Letter of Understanding will be construed to permit
suppliers or vendors to install parts or components on the airplane, unless the
vendors or suppliers are correcting errors or performing warranty work.
The Company agrees
that bargaining unit employees will not be laid off as a direct result of the
Company’s conversion to the Materials Delivery and Inventory Process, unless
the employees are unwilling to change jobs (including a downgrade), shifts, or
locations within the bargaining unit. Employees who are employed
as forklift drivers as of September 2,
2005 will continue their regular assignments for the term of the contract,
including but not limited to the movement of supplier and vendor parts from
local receiving areas within the factory.
Dated: September
29, 2005
LETTER OF
UNDERSTANDING NO. 38
SUBJECT: SI&A / MSE INFRASTRUCTURE, ROLES
AND RESPONSIBILITIES
Self-Inspection and Acceptance (SI&A) / Manufacturing Self
Examination (MSE) is the process of having the employee who made the product,
or performed the task, also check the product or task data, and indicate that
the product/task conforms to requirements.
This is indicated by having the same employee stamp off his or her work
as conforming to requirements.
In February, 2001, a joint IAM/Company committee was formed in an effort
to facilitate resolution of issues and concerns regarding implementation and
maintenance of SI&A programs. The
committee’s charter was to work together to improve the SI&A implementation
and maintenance process. As further
described below, the committee will remain available as a resource to provide
guidance and direction for the Site Representatives as necessary. This committee shall be referred to as the
SI&A Leadership Committee.
The committee recommended changes to improve SI&A / MSE
implementation and maintenance processes.
It reviewed currently implemented areas and met with affected employees
to establish some of the existing best practices and areas of concerns. This provided the insight to make
improvements in several areas. The
committee also developed and implemented improvements to our procedures and
infrastructure for SI&A / MSE, and identified and documented the type of
environment required to foster successful implementation. To accomplish those changes, the committee
modified the procedures to provide criteria for implementation readiness
evaluation, for monitoring progress to ensure sustainability of the program,
and identification of the environmental factors that will lead to successful
implementation of SI&A / MSE programs.
The primary purpose of this Letter is to define the roles,
responsibilities and interaction within the new SI&A / MSE
infrastructure.
Each site having
implemented or that is in the process of implementing SI&A / MSE will have
two (2) Site Representatives, one (1) from the Company and one (1) from the
The Site Representatives’ primary responsibilities are to act as a resource
to the employees, management, and area committees; to provide information and
perform monitoring activities; to attend meetings and participate as
required; and to resolve issues and concerns elevated to them by area
committees. They will also help coordinate
and participate in area SI&A / MSE overview presentations. They will need to stay informed of SI&A /
MSE implementation progress and issues across BCAG & IDS as a network, to
identify and spread “best practices” tools, and to encourage communication.
The Company will provide a reasonable amount of time for the Site
Representatives to perform their required duties.
Area management will
provide active support for the implementation and maintenance of SI&A / MSE
by fostering an environment that encourages engagement and supports the desired
culture and values identified as keys for success.
The area committees
have the primary responsibility for implementation and ongoing maintenance of
SI&A / MSE in a specific shop or work area.
The area committees should decide the meeting frequency and include at
least the following functional representation:
Quality & Manufacturing IAM members and management. Additional participants, such as Quality
Engineering and Manufacturing Engineering, will be asked to participate as
needed and determined by the Area Committee.
The area manager and the Site Representative will work together to
select area committee members. The
active involvement of each of these team members is critical to success, and
adequate time should be allowed to ensure this involvement takes place. The number of committee members should be
appropriate to the size and complexity of the implementation work statement. Their responsibility is to work with Quality
Engineering in assessment of the suitability of SI&A / MSE for the work
area statement.
This assessment should include consideration of work content as well as
current process capability and control.
The area committee must ensure adequate employee involvement and
understanding of the SI&A / MSE process.
This includes addressing any concerns or issues and elevation of
unresolved issues to the Site Representatives for assistance. The area committee will provide input and
oversee the initial and ongoing employee training and assessment processes to
ensure each individual’s skill and knowledge is adequate to perform the
SI&A / MSE function and that any knowledge gaps are constructively
addressed through additional training.
Additionally, they may be involved in the development of training as
required. After implementation of
SI&A / MSE, the responsibility of the committee will change from active
engagement in the development process to that of monitoring success and resolving
concerns. In this role they can suggest
improvements and handle questions or concerns by resolving locally or elevating
to the Site Representatives for assistance.
The area committee will also keep the Site Representatives informed on
general implementation progress and ongoing maintenance so that they will be
able to identify “best practices” and communicate to the Site Representative
network.
QTTP, by working
together with Site Representatives, Area Committees, line organizations, and
subject matter experts, may assist in the development of and implementation of
education, training and retraining needs to support those organizations
implementing SI&A / MSE.
This Letter, together with PRO-1125, Self-Inspection and Acceptance
Requirements and BPI-298 Self Inspection and Acceptance, and/or the
D950-10306-1 IDS site specific MSE command media, is intended to provide the
framework necessary for successful implementation. It is the expectation of this committee that
all parties involved in the implementation and maintenance of SI&A / MSE
will adhere to the guidelines and principles described in PRO-1125 and BPI-298,
and/or the D950-10306-1 IDS site specific MSE command media.
Dated September 29, 2005