Last week, your WTPU negotiation team presented a complete redlined contract proposal to management that would improve pay, benefits and leave for all WTPU-represented employees.
The proposal was reasonable and incorporated existing Boeing policies and procedures that have served Boeing well at other locations across the country. This was presented with intention, to allow for a more seamless reunification of the Wichita site with the larger Boeing Company.
The proposal includes:
- A one-time, across-the-board salary increase to recognize that we are once again part of an Original Equipment Manufacturer (OEM). The company (Onex) that purchased the Wichita site 20 years ago sought to lower wages when it became a supplier to Boeing.
- Improved annual increases that reflect the skills of the top talent that Boeing needs to resume preeminence in aerospace.
- Improved 401(k) matching.
- Increases to our incentive bonus program associated with the company’s success and tied to the same performance metrics that are used to calculate other Boeing incentive pay plans.
- A one-time ratification bonus.
- A move to a Boeing suite of health benefits that the company has deployed with success at other locations nationwide. This would both reduce the costs of what WTPU-represented workers pay for coverage and improve the coverage they receive.
- Increases to Parental Leave, Leave of Absence coverage and paid time away from work.
Our proposal is in line with improvements achieved in the various Boeing labor agreements signed over the last 18 months. These include those gains that were only resolved via a strike (IAM District 751 in Seattle and IAM District 837 in St. Louis) and those resolved without a labor stoppage (IBT Local 174 and IUOE Local 302, both in Puget Sound).
Boeing’s response thus far has only been that they’re considering our proposal. We have made clear that we are ready to conclude bargaining as soon as this week.