Contract 2008 Web Site
Strike checks:
After the November 8th check distribution, any remaining strike checks will be available for pickup at the Seattle Union Hall only beginning Tuesday, November 11th. Check pickup will continue weekdays only through Monday, December 1st. All checks in Seattle not picked up by December 1st will be sent back to Grand Lodge on December 2nd.
Volunteers:
We will need volunteers to help distribute checks on Saturday November 8th. Please call 1-800-763-1301 if you would like to volunteer. The shifts will be 7:30am-12:30pm and 12:30pm-6:30pm. Thanks to all the great volunteers to have been helping so far.
Lump Sum Payment: In a letter of clarification from Boeing in regard to the first lump sum payment: The first lump sum payment will be made through normal payroll practices (i.e. direct deposit if that is how you are normally paid) on or before November 7, 2008 even if employees return to work on November 10th. The exception will be for employees who between September 3, 2008 and the date of contract ratification (Nov. 1, 2008) commenced work, were rehired, recalled or cleared to return to work from leave of absence. The lump sum payment to these employees will be made on or before November 19 through normal payroll practices.
Machinists Approve New Boeing Contract by 74%;
57-Day Strike Ends
The International Association of Machinists and Aerospace Workers (IAM) announced today that its members voted to ratify a new 4-year contract with the Boeing Company by 74 percent.
The new agreement covers 27,000 IAM members at Boeing facilities in Washington, Oregon, Kansas and California, and ends a strike that began on September 6, 2008.
Machinists will begin returning to work as early as November 2 (for third shift employees) and November 3 for first and second shift employees. Per the Settlement Agreement, members have until the beginning of their shift on Monday, November 10 to return to work.
"Our Union has delivered what few Americans have - economic certainty and quality benefits for the next four years. Each of you stood up and did your part to win this battle," said District 751 President Tom Wroblewski. "Your solidarity brought Boeing back to the table and made this Company address your issues. After 57 days of striking, we have gained important and substantial improvements over the Company's offer that was rejected on September 3. I am proud to be a member of the Machinists Union and want to thank our members for their solidarity and commitment."
"This contract gives the workers at Boeing an opportunity to share in the extraordinary success this Company has achieved over the past several years," said Aerospace Coordinator Mark Blondin. "It also recognizes the need to act with foresight to protect the next generation of aerospace jobs. These members helped make Boeing the company it is today, and they have every right to be a part of its future."
Among the many job security gains, the Union reasserted its jurisdiction over the scope of work of bargaining unit represented jobs that was lost in the 2002 contract. The Union members' share of medical costs will remain unchanged from 2002 through 2012. In addition to the many monetary gains achieved in the new contract, the takeaway language that was riddled throughout the Company's 9/3/08 proposal was withdrawn - retiree medical is preserved, survivor benefits are returned, reinstatement of seniority lost due to layoff is returned, promotional rights restored and the list goes on.
As part of the Settlement Agreement, the Union negotiated insurance and benefits will be considered continuous for all returning employees and their dependents. The Company will return all insurance premiums that were paid during the strike and all valid insurance claims will be paid.
Your Union Leadership Unanimously Recommends Accept, click here to read recommendation
Clarification on Medical Language
Members have asked for clarification on the effect of reverting to the 2005 language with regard to medical coverage and premiums.
The language that determines what is taken out of your paycheck every 2 weeks for your medical plan choice is found in article 11.2(b)(1). It states: "...the Company will pay the full cost of the low-cost plan in the applicable region for eligible employees and dependents. For those employees and dependents whose coverage is with another plan, employees will contribute on a pre-tax basis the difference between the cost of the low-cost plan and the plan the employee chooses."
The low cost plan is strictly determined by the premium cost for each plan, not the costs you incur when you use your insurance to cover medical expenses for you and your family. Boeing calculates the premium cost each year before open enrollment to determine on an annual basis, which plan is the low cost plan based solely on premium. With the calculation in 2008 for last May's open enrollment, the Traditional Medical Plan became the low cost plan so there is no monthly premium cost if you chose that plan.
Our contract has never specified a particular plan (ie: Selections) as the "low cost plan" therefore preserving the language of the 2005 contract in the proposed 2008 contract did not override the last calculation and the current premium costs you are now paying.
Again, by reverting to the 2005 language, Boeing did not succeed in cost-shifting increased co-pays and deductibles nor were they able to implement their mandatory generic prescription program. All co-pays, deductibles and coverage levels will remain the same for the life of the agreement.
Concurrently, with the new contract you do not have the ability to change plan choices at this time. Your next opportunity will be during the month of May 2009 when open enrollment occurs. We encourage you to make your choice not just on the monthly premium cost but to compare the features of the different plan designs to be able to make an informed choice of how you use your health insurance and the entire costs of each plan.
Clarification on New Subcontracting Language
Several members have asked questions regarding new language in Article 21.7 regarding offloading and subcontracting decisions affecting less than 10 employees. Some assumed the new paragraph was a takeaway when it was simply putting into writing what had been a verbal agreement in the past.
Here is the clarification:
In the 2002 contract, Boeing gutted 21.7 and added stipulations on what does not require notice or the review process (a through e). The 2002 changes meant anything that affected 10 or less employees did not go through the 180 day review process.
After the 2002 contract, we convinced Boeing that their own offload process takes longer than 180 days to complete. We made an agreement they would provide notification to the Union of intentions to offload decisions affecting 10 or less employees and if the Union presented a proposal or alternative before they completed their financial business case, they would consider the Union proposal. This had been a handshake (or verbal) agreement for the past six years. The new language simply captures that verbal agreement to ensure we will continue to get the notification and have the chance to present an alternative before their review process is complete.
Following is the new language which puts this verbal agreement into the contract:
For subcontracting and offloading decisions affecting less than ten (10) employees (including but not limited to decisions to consolidate work for efficiency or strategic reasons in a Company facility not covered by this Agreement), the Company will provide notice to the Union Site Representatives of plans to subcontract or offload work then being performed by bargaining unit employees. The notice will include the reason for the planned subcontracting or offloading. The one hundred eighty (180) day or sixty (60) day notice restriction will not apply to subcontracting and offloading decisions affecting less than ten (10) employees. If time permits following the notice, Union Site Representatives may recommend subcontracting or offloading alternatives to such decisions (those affecting less than ten (10) employees) that are financially and strategically sound.
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