Boeing-SPEEA negotiations start Monday.

SEATTLE--(BUSINESS WIRE)--Oct. 19, 1995--Negotiating teams from Boeing and the Seattle Professional Engineering Employees Association (SPEEA) sit down at the bargaining table Monday, Oct. 23, to open face-to-face bargaining toward agreement on a new three-year contract.

SPEEA, the Boeing Co.'s second largest union, represents more than 21,000 engineers and technical workers.

"We're using a completely revamped negotiations process this time that, hopefully, will allow us to focus on problem solving rather than politics," said Charles Bofferding III, executive director. "However, it will still be a struggle to find a solution that meets everyone's needs."

Talks open as Boeing's largest union, the International Association of Machinists (IAM), remains on strike. SPEEA shares many of the same issues and concerns as the IAM.

Some 200 SPEEA members joined the IAM picket lines in Auburn during their lunch break on Friday to show support and solidarity.

"Certainly the IAM strike will be a factor in our negotiations," Bofferding said. "We won't know how big a factor until we start talking."

Major issues divide Boeing and its professional and technical workers. SPEEA wants to maintain adequate company funded health care benefits, a commitment to maintaining and developing the technical skills of existing workers and guaranteed wage increases for all employees.

Past contracts have won only "selective money" for engineering employees -- meaning that although a large pool of dedicated salary dollars was guaranteed, actual individual raises were completely at the discretion of managers.

The union will also press Boeing to remove the barriers to agency fee status. SPEEA, one of six unions representing Boeing employees, is the aerospace giant's only union that does not collect an agency fee from bargaining unit members.

An agency fee requires all bargaining unit members to make a financial contribution to the union as a condition of continued employment.

By law, SPEEA must represent all 20,000 employees in the bargaining unit. Without an agency fee thousands of workers gain the benefits of union representation without paying for the service.

SPEEA members have designed every Boeing airplane and modification for more than 50 years. Their engineering and technical expertise made Boeing airplanes the best in the world. Maintaining that expertise will keep Boeing No. 1 in the years to come.

MAJOR SPEEA NEGOTIATION ISSUES

MAINTAINING MEDICAL BENEFITS: surveys show preventing any cutbacks in coverage or increases in deductibles/co-pays is a high priority for the people we represent. Cutbacks in benefits are wage cuts in disguise.

GUARANTEED MONEY: Prof and Tech members deserve to receive salaries that keep up with inflation. A minimum guaranteed wage increase is important, in conjunction with a selective salary pool to recognize outstanding performers.

BRIDGING BREAKS IN SERVICE: This is an equity issue -- employees deserve to receive retirement benefits for every year they have worked for the company.

AGENCY FEE: Since SPEEA is required by law to represent every single bargaining unit member, it makes sense that everyone should contribute equally to the cost of keeping their union alive. This is a "no-cost" item for the company. Why not let our bargaining unit members vote on whether or not they want Agency Free?

JOB SECURITY: Experienced, higher-grade Techs will be in jeopardy of layoff if the company has its way with their retentioning proposal. Also, the company must employ a better way of forecasting future skill needs so they can retain a qualified, motivated, and experienced staff who can work without the spectre of layoffs.

PROMOTING TECHNICAL EXCELLENCE: SPEEA proposes the idea of ITEA (Institute for Technical Excellence & Application) to be funded by the company to promote and enhance the technical excellence of SPEEA-represented employees.

CONTACT: Bill Dugovich, 206/227-3968

Charles H. Bofferding III, 206/433-0991