In February,
Boeing began introducing their Material Delivery and Inventory
Process and 'selling' this program to our members. As managers
explain the program, keep one thing in mind: the Union adamantly
opposed this program, which was one of the major reasons we recommended
rejecting the contract last fall. Stewards have reported Boeing presentations try to make it appear as though the Union helped draft and propose this language. The fact is Boeing alone wrote the language in Letter of Understanding #37 - Material Delivery and Inventory Process. Input from Union negotiators fell on deaf ears. When Boeing says 'the Union agreed,' know that it came with the contract offer not language the Union proposed or approved. Because the contract was accepted (when the strike vote fell short of the required 2/3's majority), this language (as written by the Company) became a part of the new contract.
The main Union objection stemmed from the belief that the Material Delivery and Inventory Process would eliminate hourly jobs - even though the Company remains adamant that only 260 jobs will be impacted.
District President Mark Blondin noted, "The Company put in their standard line that 'no layoffs will occur as a direct result of this system'. However, they would be hard pressed to find even one employee that finds any security in this language. Boeing manipulates the wording so they eliminate jobs without layoff being a direct result."
"The fact is this system and team leader did not have to be included. Boeing took advantage of the economic times and moved forward with proposals designed to eliminate jobs and erode our seniority system. Our members have developed and perfected an intricate delivery system that has made Boeing the greatest airplane manufacturer in the world," Blondin added. "The Company's announced PCO job actions may be another attempt to hide what they are really doing. (see job action story on page 3)."
Beyond the potential job loss, the Company is using emotional tactics to try to "soften the blow" of the Material Delivery and Inventory process. Following is a direct quote from a memo sent to managers providing advice on how to "sell" the new system: "This is a change that employees were aware of from contract negotiations. It is becoming more real now. Some employees may react negatively. Please be prepared for this possibility. We can't talk them out of their reaction. We can talk with them about what we're doing, why, and what it means for them. When we use an empathetic approach, employees will move through the negative reactions more quickly. Empathetic responses could include statements like 'I see why you feel that way.' or 'All of this change is uncomfortable. It's uncomfortable for me some of the time, too.'"
Union members must all get involved and take action to protect our jobs as Boeing moves forward with this program. The choices are clear: we can either sit back and let things happen or get involved in the processes that affect us and push for what we believe is right. It is critical to document all the steps, changes and actions Boeing takes as they implement this system. Strong documentation not only gets members actively engaged and understanding what is at stake, but lays a good foundation for future action at the bargaining table, in the grievance procedure or the legal system.
Another tactic Boeing often uses to "muddy the issue" is proposing a job action, job combination or new job title, which is currently occurring for employees that may be affected by the new Material Delivery and Inventory Process (see related story on page 3). By moving people around, it becomes harder to track people and see a direct impact. This makes it even more important to document
activities, transfers, and movement of work packages so appropriate action can be taken.
At every juncture, Boeing has misrepresented the Material Delivery system and softened their answers with half truths. Many of the Company's Q & A's used in their presentation demonstrate their attempt to lead people to the wrong conclusion. An example:
Q: If my job is eliminated, do I have contractual rights and opportunities to other IAM represented jobs.
A: Yes. We will continue to follow the Collective Bargaining guidelines around Workforce Administration.
What the answer doesn't say is, if you have not held another job and do not have job rights to another job that your seniority will hold, you could be laid-off. If they truly believe no one will lose their job when this is implemented, then why isn't that the answer they give?
Members need to tell Boeing loud and clear that this will be an issue at the bargaining table in 2005. Boeing continues to insist that only 260 people will be affected by this system. We will watch these numbers diligently and track the impact. The Company's job combinations will not deter us from holding them to their word and protecting our members.
While no one can predict exactly how this will impact our members or if Boeing will ever even fully implement it or simply move on to their next program, be assured the Union will do everything in our power to preserve jobs. It will take all of us working together, gathering information and providing documentation to ensure we shape the direction the Company takes on such programs.