u/longjumpingmangoes

For the length of the last SPEEA contract, wage pools were fixed at ~3% a year. On its own, that’s just a number. But the salary ranges used to judge whether that number was adequate stayed frozen the entire time.

A stale range doesn’t just fail to catch up, it actively hides how far behind a small raise really is, because there’s nothing current to measure it against other than outside job offers.

That’s not one bad year. That’s years compounding, quietly, while the range said everything looked fine.

Then, before this contract year, the ranges moved all at once. That’s the real number finally showing up. And the fix offered for years of that gap is a single 3% bump, sized for one year, applied to a problem that took years to build.

This isn’t the inflation argument. This is simpler. Boeing’s own updated numbers confirmed people were underpaid the whole time. The fix should be sized to match what actually broke. It isn’t.

One clean, one-time adjustment sized to match the actual gap the range update revealed, not a normal 3% raise, a real catch-up number. Not four years of backpay, just one honest correction that closes the real distance instead of pretending a standard raise already did it.

No need for fancy charts and graphs to know this contract needs a better adjustment on the GWI that is accurate.

Four years is a long time in this industry. Whatever comes after the 777X, whatever comes after that,
the people designing it are the same people reading this contract right now.

So this isn’t just about the number on this vote. It’s about what kind of company we’re still willing to give the next decade of our careers to. Read it with that in mind, not just what it pays today.

If the answer to “why isn’t my raise better” is “well, management isn’t getting raised either,” that’s not a reason to accept less, it’s proof the whole comp structure has been left to drift, for everyone, for years.

A frozen comp range doesn’t stop at the bargaining unit. It just means the people telling you to be grateful are standing in the same gap you are.

That’s not a reason to settle. That’s the whole argument for why this needs to change, at every level, starting with the contract you actually get to vote on.

Nobody’s asking to be paid more than they’re worth. We’re asking to finally be paid what we already are.

Vote No on the Contract. Vote Yes on Strike Authorization.

SPEEA and IAM have rebuilt with their hands and minds what others only imagined.

SPEEA and IAM have carried this company through its hardest days and asked for nothing but what is fair. Together, we don’t just rebuild a company. We restore what engineering excellence is.

Now the moment asks something of you, to stand as tall as the work SPEEA and IAM have done, and vote like someone who knows they deserve to share in the future they built.

Every detail and number in this offer was written to be read once, quickly. It wasn’t written to survive someone actually checking it.

You’re the ones trained to analyze and check things for a living. So check it.

You spend your careers making sure things don’t fail under pressure. Read this contract the same way.

The value of RSUs are at the whim of the markets. They can decrease or increase in value at the whim of a global headline. We aren’t a startup. Members need real incentives. Not play footsie.

Ignoring OOS and promotion. That’s useless for the majority of union members. No need to dress this up as value here as a headline number with the correct asterisks.

Reality (normal SPEEA force) Pool

3%/6%/5%/5%/5% compounded is 26.3%.

High Performer Pool

3%/7.5%/5.5%/5.5%/5.5% compounded is 30%

31.9% is what the few get. 24-26% is what the rest of us are voting on.

One of the most important roles of the negotiation team is not drop ball on this category, in my opinion they may have.