Unions??? In my industry, salaried professionals work until the job gets done (i.e. there is no such thing as paid overtime), and get a better raise by distinguishing themselves from their peers. They don't need a union to protect their jobs, or fight for raises - they earn them. The suggestion that aerospace professionals need a union is a sad commentary on the overall competence and capability of the engineers - I guess if you have no skills that are transferable outside of the industry, you need 'mother union' to protect your sorry job..
niv, you are sadly very, very mis informed and brainwashed by the anti union sentiment in this country. Unions made America the greatest nation on the earth. Now the anti union brainwashed idiots wonder why they are losing benefits and lower salary's. WAKE UP AMERICA!!!
Really!! What century are you from. I'm not sure if your a Lockheed employee or not but I know we pay 20-25% more with higher deductables than the union employees for the same health care coverage plus they have a choice between the PPO & HMO, we're forced to their PPO. They also put a freeze on all promotions across the board and since most are over their midpoints they have not recieved any substantial raises for a number of years, unlike the 3-4% plus bonus's the hourly get every year. Even with all that corporate charity they also make you work your first 5 hours of overtime for free, not even straight time. I dont know if you just havent noticed what they have been doing to the salary over the last several years or your just corporate managment drinking the Kool-aid.
Boeing Engineers Union Rejects Contract Offer
Send Boeing engineers union rejects contract offer
Negotiations between Boeing and SPEEA began April 19, 2012. In the weeks since then, the company and union have continued to meet on a regular basis, focusing on specific issues each week.
One SPEEA contract covers 23,000 professional engineers in Puget Sound, Portland and Ogden, Utah; the other covers technical workers in Puget Sound and Portland. The two contracts are similar in many respects but not identical.
Main issues included wage pools, medical premiums, the inflation factors, pension, standard benefit formula, alternative benefit formula, status of pension and leakage in wage pools.
1. Wage Pools and Medical Premiums
Boeing has proposed the following wage pools for the SPEEA-represented professional and technical contracts:
Profs: 4.5% in 2013, 4.0% in 2014, 4.5% in 2015 and 4.0% in 2016
Techs: 3.5% in 2013, 3.0% in 2014, 3.5% in 2015, and 3.0% in 2016
Boeing proposed medical plan premiums on all available medical plans. The Traditional Medical Plan (TMP) is currently free from premium contributions, but the Boeing corporate offer increases premium contributions to 8%. The annual impact of the 8% premium on the TMP will significantly offset the wage pools.
The majority of SPEEA-represented Profs and Techs cover their families in the TMP, work with their doctors to manage their health conditions and do not participate in third-party health-risk screenings.
The tables below show the impact of the medical premiums as a percent of base salary and assume that an individual receives the entire wage pool. The current average base salary is $109,257 for Profs and $80,539 for Techs.
| Year | Salary Prof. | Pool Increase| Family Premium TMP | Medical Premium as % of Salary |
| 2013 | $114,174 | 4.50% | $ | 0.0% |
| 2014 | $118,741 | 4.00% | ($1,535.30) | -1.3% |
| 2015 | $124,084 | 4.50% | ($1,651.59) | -1.3%