Swift action by SPEEA this week clarified and ended Boeing informing, or letting some represented employees believe, they could be furloughed – i.e. forced to take days off without pay.
SPEEA contracts do not allow for represented employees to be furloughed.
Additionally, employees available for work should not be in a non-pay status for even a portion of their work week. This includes being forced to use sick leave and vacation to get to full time status.
While many things in our lives have changed as the world deals with the COVID-19 crisis, the protections afforded by our SPEEA contracts remain in place. SPEEA staff and your elected leaders continue working hard to ensure our companies abide by our legally binding contracts.
The contracts do allow for layoffs when a surplus condition occurs. These start with a call for Voluntary Layoffs and the elimination of non-Boeing personnel performing similar work prior to a SPEEA-represented employee facing a non-voluntary layoff. Represented employees subject to layoff are given 60 Days Advanced Notification of the layoff. At the time of layoff represented employees receive layoff benefits in accordance with SPEEA contracts.
should help clarify any questions members have regarding charging and the protections provided by our union contracts with Boeing.