APRIL 2005APRIL 2005THETHE

SPEEA-IFPTE Local 2001 President Jennifer MacKay presents Contract Administrator Jim Singletary with a commemorative pen to say “thanks” for his extra work on SPEEA staff. The informal presentation was made at the Northwest Region Banquet on March 5. A complete list of the winners and highlights are on pages 6 and 7.

2APRIL 2005SpotLite

President Jennifer D. MacKay

Executive Director

Charles Bofferding

Executive BoardTom McCarty TreasurerDavid Patzwald SecretaryCynthia Cole NW Regional VPDavid Landress NW Regional VPLarry Marrell NW Regional VPBill Hartig MW Regional VP

SPEEA Council OfficersJimmie Mathis ChairHoyt Hillman TreasurerMichelle Cooper Secretary

Midwest Regional Council OfficersDebbie Logsdon ChairBurt Shah TreasurerRon Long Secretary

Northwest Regional Council OfficersAlton Folks ChairBob Wilkerson TreasurerPaul Wojciechowski Secretary

SPEEA PublicationsBill Dugovich Communications DirectorLori Dupuis Art DirectorRich Kremnetz Printing/Mail ManagerKaren McLean Publications Editor

speea@speea.orgwww.speea.org

SEATTLE HALL52nd Ave S • Seattle, WA 98188

M-Th, 8 am to 6 pm • Fri, 8 am to 4:30 pmPhone: (206) 433-0991

EVERETT HALL2414 106th Street SW

Everett, WA 98204M-F, 8 am to 4:30 pm

Phone: (425) 355-2883

WICHITA HALL973 S Glendale St • Wichita, KS 67218

M-F, 8:30 am to 5 pmPhone: (316) 682-0262

Newly elected Executive Board members

Congratulations to Cynthia Cole, Dave Landress and Larry Marrell who won the election for three Northwest Region Executive Board vice president positions.

Midwest VP Bill Hartig, an incumbent, ran unopposed in Wichita. Cole and Landress are also incumbents. They all began their two-year terms on March 23.

They join Executive Board President Jennifer MacKay, Treasurer Tom McCarty and Secretary Dave Patzwald.

The Northwest Tellers counted the ballots on March 9 at the SPEEA Seattle Hall. The following are the results. Special thanks to all who ran for office.

Larry MarrellNW Region VP

Cynthia ColeNW Region VP

Dave LandressNW Region VP

Bill HartigMW Region VP

Election resultsTotal ballots authorized 14,854

Total ballot envelopes received 2,283

Abstentions 1,052

Invalid ballots (no signature, wrong election, etc.) 28

NW vice presidents (order appeared on ballot) Count %Larry Marrell 921 40.8%

Cynthia Cole 1,482 65.7%Dave Landress 1,380 61.2%

Michelle Cooper 603 26.7%

Mark Schuetz 777 34.5%

Joseph Asaif 550 24.4%

Recall monitoring bringing results, back pay to members

Monitoring of The Boeing Company’s recall process continues to uncover data discrepancies that result in action

by SPEEA-IFPTE contract administrators.

Recall monitoring has resulted in contract administrators working about 50 individu-al cases for SPEEA-represented employees. Problems linger, and the work continues in particular skills.

Correcting the data errors has resulted in a num-ber of employees being recalled to Boeing. In several cases when the recall process was not followed correctly by Boeing, SPEEA was able to secure back pay for represented employees.

Settlement agreements do not allow actual amounts of back pay to be disclosed, but amounts have ranged from a few days to as

much as six months. Back pay is often secured when Boeing did not follow the Priority Recall list, leaving individuals on layoff longer than necessary.

“It’s always great to tell someone they are getting their job back and hand them a nice check for back pay at the same time,” said Rich Plunkett, SPEEA contract administrator.

With rehiring in Puget Sound bargaining units continuing at a good pace, the priority recall list has dropped to about 400 represented employees.

It is still unclear how the sale of the Wichita Commercial Division to Onex and the issu-ing of WARN notices as part of the transition process will affect employment for Midwest bargaining units.

SSuccess uccess storystory

3 APRIL 2005SpotLite

published monthly by:Society of Professional Engineering Employees in Aerospace, IFPTE Local 2001, AFL-CIO, CLC15205 52nd Ave S • Seattle, WA 98188 • (206) 433-0991

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Reproduction rights reserved. No part of this publication may be reproduced without permission of the editor. When permission is granted, material must be used in context and credit given to the SPEEA SPOTLITE.Original articles and feedback are solicited.

POSTMASTER: Address changes to The SPEEA SPOTLITE

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$2.00 of the annual membership dues is paid as a year’s subscription to the SPEEA SPOTLITE.

Volume 47, Number 4; April 2005

By Jennifer MacKay, SPEEA President

President’s Corner

IndexNewly elected Executive Board members .................. 2 Survey results show great expectations ....................... 4At a glance...your Prof & Tech Negotiation Teams ....... 5Northwest Recognition Banquet ................................... 6Midwest Area Rep/CARS receive special recognition .. 7CEO resignation opens door to opportunity ................. 8Partnership – Conference focuses on collaboration, building trust ................................. 9Leapfrog – Hospitals being asked to meet new ‘Patient safety standards’ ...................................... 10Labor events in state capitals ..................................... 11SPEEA prepares for negotiations as membership grows ................................................ 12

Page

The power of three

The Boeing Company, Onex, and SPEEA-IFPTE

A s we prepare to negotiate a collective bargaining agreement with the Onex Corporation for represented employ-

ees at the Wichita commercial plant, I can’t help but be a bit anxious. The impact this divestiture will have on employees could range from simply a change of the company name on their badge to devastating financial hard-ships for their family for years to come. Where individuals fall on this scale depends on three things:

1) The desire of The Boeing Company to honor the contributions of this long-time workforce.

2) The need for Onex (Midwestern Aircraft) to go into the aerospace business on a positive and productive note based on long-term objectives.

3) The unity and strength SPEEA-rep-resented employees affected by this change.

The desire of Boeing to honor the contri-butions of this long-time workforce:

Boeing can choose to move forward with a divestiture that commits to a ‘no take-away’ policy. Boeing has a say in how Onex will treat employees. Boeing controls who buys the plant; Boeing controls the agreement language between the buyer and the seller; Boeing views the new company’s business plan (which includes wage, pension, and benefit packages) before anything is final. Boeing has the final say.

The transition from Boeing to BAE Systems in 2004 worked for employees in Irving, Texas. It worked because Boeing selected a buyer able and willing to honor existing commitments to employees. Opening committed to a ‘no take-away’ policy made negotiations between BAE and SPEEA easier. Wages were not harmed and medical coverage was comparable. Pensions

and employees’ years of service carried over intact. One of the most stressful events in employees’ careers was handled in the best way possible. My hat goes off to Boeing because they did it right.

I also credit Boeing for the needless gutting our Spokane, Washington employees suf-fered during the sale to Triumph Composite Systems, Inc. in 2002. Instead of selecting a capable buyer with a proven track record of honoring employees, Boeing selected a buyer that said cuts are needed and will come from employees. It didn’t have to happen that way. Boeing could have declared a ‘no take-away’ policy with the sale. Triumph could have accepted this policy or bowed out. Boeing could have selected another buyer or agreed to the Employee Stock Ownership Plan (ESOP). Finally, Boeing could have continued operating the plant. Boeing allowed the Spokane sale to happen, and to claim otherwise is cowardice.

Wichita employees devoted years to Boeing. The average age of SPEEA-represented employees is 49 year and the average length of service is more than 18 years. In return for this dedication, Boeing promised employees good pensions and early retiree medical cover-age. This divestiture cannot be used as a way to back out of this promise. Publicly stating that a sale involving these employees will not include take-aways from employees is the right thing to say and the only ethical way to divest.

The need for Onex (Midwestern Aircraft) to go into the aerospace business on a posi-tive and productive note based on long-term objectives:

Onex wants to try their hand in the aerospace industry. They say they have invested millions of dollars into this purchase already and will invest “billions” more to ensure future growth. To do this, they need a skilled and experienced workforce. The people they need are in Wichita,

and they are ready to make exciting things hap-pen. The training needed to engineer, tool, and plan these products can’t be learned in school. It is shared through face-to-face mentoring that can only come from an experienced and mature workforce. If Onex is serious about becoming a leader in the aerospace industry, they must tap into this knowledge. A ‘no take-away’ contract offer is a start. Honoring the pensions and early retiree medical benefits that employees earned with years of service will earn Onex support from one of the greatest aerospace workforces in the world.

The unity and strength of employees affected by this change:

A united workforce can do incredible things. Negotiating a contract that respects the con-tribution of employees is necessary for this sale to work.

Boeing knows how many union members are at the Wichita plant. Onex knows this as well. Those numbers clearly say that there are many employees who care about the sale and who also want a voice in decisions.

Continuing to build union membership sends a strong message. A growing membership tells Boeing and Onex that when it comes to our company, our careers, our wages, our benefits and our pensions, employees are united and we will stand up for what is fair and just.

Although concerned and watchful of this dives-titure, I am confident that in the end the three parties – Boeing – Onex and SPEEA – will each do the right things. The Boeing Company will demand a ‘no take-away’ sale; Onex will com-mit to this incredible workforce; the employees will stand united at this important time. With everyone focused on the goal of a smart transi-tion, we can accomplish great things!

4APRIL 2005SpotLite

BenefitsSPEEA BoeingKristin Farr (staff focal) Stephanie Bertholf (co-chair)

Dave Baine Greg Marchand

Cynthia Cole Vic Morgan

Sharon Moats Norma Ramos

Ted Nykreim

Bob Santos

Stan Sorscher (staff )

Employee Relations/Labor Mgmt SPEEA BoeingBob Rommel (staff focal) Mike Denton (co-chair)

Dave Baine Ed Carrigan

Tony Gaudette Melissa Dyk

Dave Landress John Ehrenberg

Tom McCarty Myra Elliott

Alan Rice Willie Geary

Bob Santos John Mathis

BV McGrue (co-chair)

T. Moore

David Sando

David Stillings

CompensationSPEEA BoeingKurt Hanson (staff focal) Jeff Janders (co-chair)

employee relations/Northwest

Tony Gaudette Bob Low

Dave Landress Mark Morvice

Larry Marrell Todd Zarfos

Tom McCarty

Ted Nykreim

WorkforceSPEEA BoeingRich Plunkett (staff focal) Malcolm Case (co-chair)

Dave Baine Ray Bower

Cynthia Cole Rod Hanson

Larry Marrell Carol Luft

Tom McCarty Jeff Marcelia

Sharon Moats Craig Tewet

Jim Singletary

Alan Rice

Committees subject to change.

PS Negotiation Team Subcommittees

Boeing Main Table TeamJerry Calhoun, vice president - Human Resources, BCA

Stephanie Bertholf, director - Global Benefits Policy & Strategy, WH

Nancy Cannon, vice president - Human Resources, SSG

Malcolm Case, director - Workforce Planning and Adm, SSG

Joan Clarke, Legal Counsel, WH

Mike Denton, vice president - Engineering, BCA

B V McGrue, director - Employee Relations, WH

Jack Murphy, director - Engineering & Product Support, IDS

Survey results show great expectations

SEATTLE – The response to the SPEEA Negotiation survey doubled in 2005 from 2002. A total of 6,850 responded

to the recent survey. That’s 38% of the 18,000 in the bargaining units with upcoming con-tract negotiations (Northwest Prof and Tech and Wichita Engineering Unit).

In 2002, about 19% responded to the sur-vey (3,734 responses out of a total of 19,600 represented employees).

“The climate is totally different now than in 2005,” said Kurt Hanson, SPEEA assistant executive director and staff coordinator for Negotiations. “Boeing has recalled and hired thousands of employees in recent months as opposed to the layoffs occurring in 2002. I believe the high response reflects a greater expec-tation from these negotiations than in 2002.”

The Negotiation Prep Committee presented the results to the Negotiation Teams at their March 14 meeting.

Survey highlights • Maintaining benefits and increasing base

rate funds ranked as the top two issues, with job security, improving retirement and obtaining EIP following closely behind.

• About 78% overall said they are willing to exchange the annual Financial Security Plan (based on sick leave) for 75% match-ing of the first 8% of Voluntary Investment Plan (401k) contributions.

• 86% wanted to continue base wage increase pools split between general wage increases and selective salary adjustments.

• 74% agree or strongly agree that they need more job security from the risk of outsourcing.

• 43% of the respondents were between the ages of 40-49, and 28% between the ages of 50-59. These figures correspond closely to the actual population and reinforce the quality of the survey’s results.

5 APRIL 2005SpotLite

At a glance . . . your Prof & Tech Negotiation Teamse

Prof TeamProf TeamName Position at Boeing Quote

Dave Baine (alternate)Council Rep

Equipment services engineer (Frederickson)

“From a personal standpoint, I feel that we deserve the Employee Incentive Plan and that in withholding it from union members, the company is acting unethically.”

Cynthia ColeExecutive Board vice president (NW Region)

Lead system engineer C-40B (Developmental Center)

“I enjoy the process of creating agreements based upon understand-ing the other party’s point of view. I am focused on maintaining our good benefits package.”

Tony GaudetteCouncil Rep

Service engineer (Duwamish)

“We need to ensure management at all levels understands that the future prosperity of the entire company will be greatly enhanced by maintain-ing and improving the skills and experience of our members.”

Tom McCartySPEEA treasurer

AWACS communications engineering (Kent Space Center)

“I bring the experience of the last two negotiations and the strike back to the bargaining table. I want the members to feel that SPEEA effectively represents them in the workplace.”

Ted Nykreim (alternate)NW Health and Wellness Committee chair

Liaison engineer (Everett) “I believe member benefits and stopping the continued outsourcing of our jobs need to be tackled as unfinished business in 2005.”

Tech TeamTech TeamName Position at Boeing Quote

Dave LandressExecutive Board vice president (NW Region)

Test director – F/A-22 757 flying test bed (Developmental Center)

“I like that I’m representing our members, lending a voice to their issues and concerns at the highest level of the company.”

Larry Marrell (alternate)Council Rep

Manufacturing engineering planner (Everett)

“I joined the negotiation team out of sense of duty and to share the knowledge I learned during the last negotiations. I am concerned about our wages, benefits and the security of our members and feel that we must be involved to ensure our future success.”

Sharon MoatsCouncil Rep

Design lead/757 Wire Design OPPT (Duwamish)

“I’ve seen the decimation of the bargaining unit on the commercial side and the low morale that has resulted. I hope we can do some-thing to change that.”

Alan Rice (alternate)Council Rep

Tech designer (Everett) “I’m interested in the people issues, such as labor management, workforce and retention. They don’t add money, but they make a big difference on morale.”

Bob SantosCouncil Rep

Product assurance analyst (Renton)

“I love conflict - the idea that there’s give and take. We can talk about the issues in positive ways.”

Meet your Negotiation Teams. They have been elected by your Council Reps to bargain on your behalf.

All are union leaders – serving on the Executive Board, Council and/or numerous committees. More than half of the teams’ members served on previous SPEEA-Boeing contract negotiations teams.

Before they ever sit down across the table from Boeing negotiators, the teams undergo train-ing, numerous meetings with members and each other to identify and prioritize issues.

To stay informed, sign up for home e-mails with negotiations updates (via a link at www.speea.org), read SPEEA’s publications and

make plans to host a Negotiation Team mem-ber for a lunch-time meeting. You can also

send questions directly to the team mem-bers or to: negotiations@speea.org.

Negotiation process timelineMonthly tasks Jan Feb Mar Apr May Jun Jul Aug Sept Oct Nov Dec

Team trainingMember inputCreate proposalNegotiationsPresent offer/voteContracts expire

6APRIL 2005SpotLite

Northwest Recognition Banquet

Caring about unionSEATTLE – At the Northwest

Recognition Banquet, guest speaker Michael Ramos talked

about the importance of community. His message hit home with the audi-ence gathered together in recognition of what SPEEA-IFPTE activists do for their union community.

“We share a common caring about the future of SPEEA and the future of our members,” said SPEEA President Jennifer MacKay.

Northwest Council Chair Alton Folks asked the audience: “Why do we do this work? I know it’s easier to stay at home. But somehow we keep going.”

Ramos, director of social justice ministry with the Church Council of Great Seattle, talked about everyone’s responsibility to contribute to the larger community.

“When we realize so many people have fought and died over the right to citizenship, which includes the right to organize and bargain col-lectively, we must hold on to and utilize this power so that the good and health of the whole may be achieved,” he said. “This involves think-ing out of the box and sometimes taking risks for the greater good.”

New activistRoger Aisaka

Edwetta CurrieBarbara MooreCorey Rainboth Tim Schroeder

Julie ShinnRich Wichels

Outstanding activistDave Baine Bill Barrett

Orlando de los Santos Joel Funfar

Steffon Gillyard Richard GreeneBrent McFarlane

Judy MoganKeith NealPat Rinnert

Roni SchafferKurt SchuetzMark Schuetz

Rick Williamson

Special leaderSharon MoatsLaurel ReiffAlan Rice

Dale Shifflett

SPEEA ServiceDick FergusonChris GlennRon Mathes

Leadership awardCouncil officersMichelle Cooper

Alton FolksJimmie MathisBob Wilkerson

Paul Wojciechowski

Executive BoardCynthia ColeDave Landress

Jennifer MacKayRon Mathes

Tom McCartyDave Patzwald

Friend of SPEEARep. Steve Conway, D-29th

nnorthwestorthwestAAwardswards

1) Cynthia Coleman joins retired SPEEA Council Chair Pat Waters at the banquet.

2) SPEEA President Jennifer MacKay gets a little help with her birthday cake from her children, Rebecca and Travis, at the banquet.

3) Linda Eames, wife of Council Rep Bill Eames, receives a rose, which was handed out to all members’ guests in honor of their support of the union.

4) Council Rep Bill Barrett (left) receives an award from Northwest Council Secretary Paul Wojciechowski.

5) SPEEA Council Chair Jimmie Mathis (far right) presents service awards to: (l – r) Chris Glenn, Ron Mathes and Dick Ferguson.

7 APRIL 2005SpotLite

n community Recognition banquet highlights

• Awards presented to 39 people, including new and outstanding activists, special leaders and a Friend of SPEEA award to Washington State Rep. Steve Conway of Tacoma/South Pierce County.

• Roses presented to the guests of SPEEA members in rec-ognition of their support of SPEEA. In most cases, this included spouses, but several brought a son or daughter, or parent. SPEEA President Jennifer MacKay’s three chil-dren, Amanda, Rebecca, and Travis, helped hand out the roses.

• Donations totaling about $2,000 from the silent auction that was hosted by the Membership Activities Committee. The money goes toward the SPEEA Cares fund that pays for Christmas presents for the children of laid-off SPEEA workers.

• Recognition of special guests including retired SPEEA leaders and active SPEEA retirees, fellow IFPTE Local members, other union

activists who have part-nered with SPEEA such as WashTech, King County Labor Agency and the Washington State Labor Council and the attorney from the class action law-suit, Beck v. Boeing and retired staff. Other special guests included former SPEEA President Dan Hartley’s wife, Marian, and son, Mark. Dan died a year ago. Midwest Area Reps/CARs

receive special recognition

WICHITA – When Linda Roland went to the SPEEA apprecia-tion dinner for Area Reps and

Communication Action Reps (CARs), she was surprised by the crowd.

“I didn’t know there were that many of us,” said Roland, an Area Rep. “It was great to come together like that.”

About 60 members attended the dinner hosted by the Midwest SPEEA Council. At the dinner, several members won door prizes such as SPEEA shirts, baseball caps and gift cards for local restaurants.

SPEEA member Nick Wagner played Bluegrass music on his fiddle. SPEEA Council Reps Donna Castaneda and Earl Carter shared highlights from AFL-CIO organizing training and Bob Brewer, SPEEA Midwest director, dis-cussed the sale of Boeing Wichita’s commercial division. The Area Reps and CARs have taken an active role in helping share information between the members and SPEEA regarding the sale.

“As our communication network to the mem-bers, they are the frontlines of the union,” said Debbie Logsdon, Midwest Council chair. “We couldn’t be where we are today without their help and support.”

6) Thirteen of the 39 award winners are shown here – representing SPEEA activists whose hard work and dedication contribute directly to the strength of the union.

7) Guest speaker Michael Ramos (center) is joined by Judith Arms (SPEEA Staff Stan Sorscher’s wife) and Paul Shearon, SPEEA staff.

8) Attorney Leslie Hagin, who spoke to members on the Beck V. Boeing class action lawsuit, joins Michelle Cooper, SPEEA Council secretary at the banquet.

SPEEA members (l – r) Linda Roland, Jackie Reid, Diana Loux and Betty Rader received prizes at the Wichita appreciation dinner. Roland and Rader won restaurant gift cards. Reid and Loux both won SPEEA baseball caps.

8APRIL 2005SpotLite

SPEEA Cares Fundhelps during layoff

I checked with my dentist’s office and con-firmed that King County Labor Agency paid the past-due amount through your

“SPEEA Cares” program. This is really great news because I was laid off from the contract-ing job I was working the last 6 months. This was after already being laid off 21 months from The Boeing Company.

Boeing recalled me to Auburn this week. So, hopefully, things are finally turning around. I took a pretty severe financial beating the last couple years and would like to thank SPEEA very much for the assistance. The SPEEA Cares (KCLA) fund really helped me out in a time of need.

I signed up with SPEEA at the Boeing ori-entation as soon as I received the enrollment form.

Steve SeawellAuburn

Outsourcing drawsquality concerns

With outsourcing increasing, I am concerned about proper attention to quality. I have seen copies of

an official document called the Incident and Accident Report. Has anyone been assigned to evaluate its trends relative to outsourcing? Is there a correlation between non-Boeing provided/designed parts and greater failure rates? Has the overall incident rate been affected by the move towards large scale integration?

Has SPEEA requested this information from Boeing?

Alton FolksNorthwest Council ChairAuburn

ECF campaign May 2 - 6

Jennifer MacKay Jimmie Mathis Charles BofferdingSPEEA president SPEEA Council chair SPEEA executive director

Write to SPEEA

The monthly SPEEA Spotlite accepts letters to the editor that address issues. Letters should be 250 words

or less and may be edited for publication. Letters should avoid personal attacks. Letters must include both home address and day-time telephone number for verification. Due to space, not all letters can be published.

Send letters to: Bill Dugovich, SPEEA, 15205 52nd Ave. S., Seattle, WA 98188. Or e-mail your letter to: billd@speea.org

CEO resignation opens door to opportunity

SPEEA leaders are focusing on the potential opportunities ahead in the wake of the abrupt resignation of Harry Stonecipher,

president and CEO of Boeing. Stonecipher was called out of retirement in 2003 following an ethics scandal at the company.

While the reason for the resignation is surpris-ing, SPEEA President Jennifer MacKay said employees were aware Stonecipher was planning to retire within the next year.

“It’s time for the right change,” MacKay said. “Employees have had enough turmoil from Boeing’s leadership. It’s time to turn this around and bring back The Boeing Company we know and love. Employees are ready to get back to what we do best - building the best commercial and military aerospace products in the world.”

Jimmie Mathis, chair of the SPEEA Council, said the change can be positive for workers. “We’re looking forward to working with Harry’s replacement to make changes that will encourage all employees with an incen-tive to participate in building the world’s best aerospace company,” Mathis said.

Alton Folks, chair of the Northwest Council, said he thought it was “disheartening” to see the trouble at the executive level despite so many people’s efforts to make the company better.

“It is good that the board realizes the impor-tance of our name,” Folks said. “Maybe we can focus a little more internally to make sure that the people are respected for their contributions to this company’s success,” Folks said. “For now, I guess it’s off to more ethics classes.”

9 APRIL 2005SpotLite

We just come to work here, we don’t come to dieBy Ross K. Rieder, PresidentPacific NW Labor History Association

The famous Harry Stamper song, “We Just Come to Work Here, We Don’t Come to Die,” is about at

least two things — hours of work and the safety conditions of work.

In the month of April, we note that U.S. mineworkers obtained the 8-hour day in 1897. Incidentally, that’s just over 40 years after carpenters in Melbourne, Australia, forced the 8-hour day on their bosses.In April of 1930, British coal miners won the 7.5-hour day. A few years ago, most French work-ers obtained a 35-hour workweek , much under attack now.

The point is: Much has been written, stated, struggled over when it comes to how much work we do each day and each month. It’s sad to note that work-ers in the Middle Ages spent a whole lot less time putting food on the table than present day workers — no matter what country.

The Ludlow, Colorado, Massacre of Apr i l 1914 was over work h o u r s a n d s a f e t y c o n d i t i o n s .

The Occupational Safety and Health Act was signed in 1971 — which indicates how long it takes to not only shorten the time of work but to obtain and main-tain relatively safe conditions. (Pop quiz: Name the president who signed OSHA)

The situation for American workers is so dire, with work hours exceeding all but one or two industrial nations, and safety con-ditions under attack from a mean-spirited national government, that a new organiza-tion called “Take Back Your Time” had to be created. I recommend you check out their six-point program at www.timeday.org. Make it one of your “favorite” websites.

Conference focuses on collaboration, building trust By Ellen WhitfordSPEEA-Boeing Partnership

R eturning from a conference on how to foster successful collaboration, SPEEA-IFPTE leaders and managers

from The Boeing Company said they were inspired by what they learned and pleased with having a chance to get to know their counter-parts better.

Several partici-pants also said t h e y t h o u g h t the lessons would prove helpful in this year’s contract negotiations.

“It was a wonder-ful conference,” said Cynthia Cole, SPEEA Executive Board Northwest Region vice presi-dent. “And it con-firmed for me that the Partnership is headed in the right direction.” Cole is one of several SPEEA leaders who attended the March conference.

Building relationshipsSponsored by the Center for Collaborative Solutions, the conference - held in Anaheim, Calif. this year - is designed to help participantslearn how to develop stronger and more productive labor-management relationships. The Ed Wells Initiative/SPEEA-Boeing Partnership sent SPEEA contract administra-tors, Council Reps and Boeing managers from Integrated Defense Systems (IDS), Boeing Commercial Airplanes (BCA) and Shared Services Group (SSG).

The conference gives Boeing managers and SPEEA Council Reps an opportunity to sharpen their skills, said Jeanne Blue and Maria Nelson, co-directors of the Partnership.

“They come back to the workplace with some new ideas and skills,” Blue said.

“They also get a chance to learn from the experiences of labor-management partnerships outside of Boeing,” Nelson said.

SPEEA Council Rep Phil Richmond, Debbie Dubay, Boeing manager, and Cynthia Cole, SPEEA Executive Board vice president, take a break between workshops at the Center for Collaborative Solutions Conference.

Finding common groundCole said she was especially interested to hear one speaker’s ideas on how labor and manage-ment build trust. Trust is built on common ground, the speaker said, and it requires that labor and management address issues they usually avoid.

“That was validating, because that’s what we do in our monthly Partnership leadership

meetings,” Cole said. “We discuss the ‘undiscuss-able’.”

Debbie Dubay, an engineering manager for IDS in Puget Sound, said she learned techniques for rec-ognizing and over-coming barriers to collaboration and found suggestions for how managers can “jumpstart” a collaborative rela-

tionship with a workgroup.

New context, new informationJeff Marcelia, a BCA Human Resources man-ager in Puget Sound, said the opportunity to get to know his SPEEA counterparts in a different context was beneficial. “It helps us develop a fuller relationship,” he said. “And that helps us trust each other, which ultimately improves how well we can collaborate and negotiate.”

Larry Marrell, SPEEA Council Rep, newly elected to Executive Board Northwest Region vice president and Manufacturing Engineering planner, was impressed by what he learned about the reasons for escalating health care costs. Marrell, a member of the workforce and compensation committees in the upcoming contract negotiations, predicted the informa-tion would be valuable.

Since returning from Anaheim, conference par-ticipants have met to discuss how to most effec-tively use and share what they learned. Within the next month, they will post information at http://speea-boeing.web.boeing.com.

10APRIL 2005SpotLite

Timeline for salary charts

Based on the availability of data from The Boeing Company, SPEEA anticipates posting 2005 salary charts by mid-

April at www.speea.org. This will include salary data for the March 2005 selective sal-ary adjustments.

The salary charts are organized by job grouping (occupation, job family and/or skill manage-ment code). For each grouping, there are up to four data displays – a histogram of the salary distribution, a comparison to Boeing reference salaries, demographic data and a scattergram of salary vs. experience.

“SPEEA provides this information every year as a service to bargaining unit employees,” said Kurt Hanson, SPEEA assistant executive director. “This can help them with making good career choices and having meaningful conversations with their managers.”

Hospitals being asked to meet new ‘patient safety standards’

Retention reviews set to begin

During the month of April, retention ratings will be assigned to SPEEA-rep-resented workers in the Puget Sound.

Performance evaluation and job-specific criteria will be critical to the retention exercise.

Managers will receive notices May 9-13 and will distribute the notices to employees and conduct one-on-one discussions May 16-20. The retention effective date will be April 29.

SPEEA is holding a training session April 26 and April 28 for Council Reps to help them answer questions in the workplace.

W hen hospital care is needed, patients often do not have a choice. However, since July 2004,

SPEEA-represented employees at The Boeing Company enrolled in the Traditional Medical Plan need to look for hospitals that meet rec-ognized “patient safety standards” to get cov-ered hospital services paid in full.

The SPEEA-IFPTE Northwest Health and Wellness Committee has worked diligently the past year to encourage hospitals to meet the patient safety standards – called “Leapfrog” – and to honor Children’s Hospital, the only hospital of the 28 in Washington State to meet the standards. In Kansas, none of the 25 hos-pitals currently meet the standards.

The Traditional Medical Plan pays 95% of the cost of covered procedures performed at hospitals that do not meet the safety stan-dards. This leaves the remaining 5% as an out-of-pocket cost for the patient. It is also important that the hospital is inside the Regence Blue Shield network to receive full payment of covered services.

The term Leapfrog comes from the national

group that is working to promote improve-ments in safety, quality and affordability of healthcare. The Leapfrog Group rates hospitals in 30 areas, looking at a hospi-tal’s culture, capabilities, information and communications, care processes and use of medications. Each standard has dozens of individual requirements.

Hospitals find the standards difficult to meet. For example, a recent study by HealthGrades placed Seattle’s Virginia Mason Hospital among the top 5% nationally for patient care. Yet, Virginia Mason has not yet met the Leapfrog standards.

Inquiries by the Health and Wellness Committee of area hospitals find most are working towards compliance. Auburn General Hospital expects to meet the standards by summer 2005 and Valley General Hospital is targeting March 2006.

The compliance of individual hospitals can be checked by following the “Leapfrog” link on the SPEEA website. Information is also available on the Regence website at: www.wa.regence.com.

Discount savings for upcoming opera

When it comes to the opera, members say the SPEEA discount provides that added incentive.

“It’s one of the best features that SPEEA offers,” said John Fischer, who has been buying SPEEA discount opera tickets for years.

Fischer said the Seattle Opera is very user-friend-ly – with the free programs that summarize the plots and real-time English subtitles. “It’s a snap to follow what’s going on,” he said, “so you’re free to enjoy the power of the opera singer’s voice.”

Fischer retired in 2002 and moved to Eastern Washington. He calls the SPEEA discount a cata-lyst for planning a weekend get-away to Seattle.

“It’s that final push – to make the decision to go.”

Take advantage of the discount for Seattle Opera’s upcoming matinee performance of “The Tales of Hoffman” on Sunday, May 22. For more details, go to www.speea.org and look under “member programs.” You have three sections of seating options to choose from. Deadline for ordering: April 21.

It pays to be a member(One of several e-mails submitted to SPEEA to report problems with Total Access)

I was on medical leave. True to the pattern, the payment for medical leave was denied. Total Access called me and informed me of four (no cost to Boeing) options I had for paying my bills.

I reminded them that I had one additional option. I would go talk to SPEEA. Who is SPEEA? Ahem, mam, that is the professional union I belong to in Seattle. And what would SPEEA do? . . . long pause. We would probably revisit the denial of medical benefits. Mr. Cox, just a minute. . . Can you wait just a minute?

Five minutes later, just the threat of having a conversation with the SPEEA union and I had both approval and a promise of money in two working days. The promise was made good today.

Join and support SPEEA, it pays to be a member.

Roger Cox

Hartley scholarship takes off

Several SPEEA members joined Aviation High School students, parents and faculty at a special fund-raising dinner, March

18. They were celebrating the legacy of for-mer SPEEA president Dan Hartley and raising money for a scholarship in his name.

Hartley, who died a year ago, was very instru-mental in his support of the high school. The school opened last fall with 100 students. The scholarship will be given out to a graduate starting in 2008.

Donations should be made payable to the Aviation High School PTSA, noting the scholarship, and can be mailed to Aviation High School, 6770 E. Marginal Way S., Seattle, WA 98108. For more information, go to www.aviationhs.org.

11 APRIL 2005SpotLite

LABOR EVENTS IN

STATE CAPITALS

Bipartisan support in Olympiainsurance, which are inevitably subsidized by our medical premiums.

• Workers’ compensation – removing the loophole that allows taxpayers’ dollars to be funneled into lobbying on behalf of big business, and streamlining the processes that injured workers have to go through.

SPEEA Northwest participants

Dave Baine

Jessica Bonebright

Brenda Carlson

Edwetta Currie

Kristin Farr

Joel Funfar

Chris Glenn

Rick Hoffman

Jimmie Mathis

Karen McLean

Judy Mogan

Pat Waters

Bob Wilkerson

Olympia, Wash. – The mood in Olympia seemed especially positive following a series of SPEEA members’ visits with

lawmakers on both sides of the aisle.

“Most of the people we talked to were enthu-siastic, supportive of the issues and ready to do something about it,” said Pat Waters, past SPEEA Council chair.

A total of 13 SPEEA representatives went to Olympia for the Washington State Labor Council (WSLC) legislative conference, Feb. 24. Gov. Christine Gregoire spoke to the crowd of about 300 labor delegates at the conference.

SPEEA members and staff arranged to meet in small groups with 25-plus lawmakers in the afternoon.

SPEEA position on issues• Offshore outsourcing – focused on a bill

calling for a task force to study the impact of offshore outsourcing.

• Transportation – finding ways to pay for projects to reduce congestion, which will improve our economy and quality of life.

• Health care – the Health Care Responsibility Act (aka – the “fair share bill”) goes after larger companies that don’t offer health

National, state lawmakers meet with SPEEA

T OPEKA, KS – When in Topeka for a labor event and meetings with state lawmakers, SPEEA members

met with U.S. lawmakers as well.

From the state to the national level, they all showed support for SPEEA’s concerns regarding the sale of the majority of Boeing Wichita’s facility to Onex Corp.

“Although they can’t negotiate for us, I think this speaks volumes about SPEEA moving in the right direction that we are able to bring in our state and national leaders in support of our represented employees here in Wichita,” said Debbie Logsdon, chair of the SPEEA Midwest Council and MW Legislative and Public Affairs Committee.

She said the group’s key messages to the lawmakers focused on the potentially dev-astating economic impact if Onex cuts worker benefits.

The SPEEA group met with and received commitments of support from U.S. Sen. Sam Brownback, R- KS, U.S. Rep. Jerry Moran, R-1st district, and U.S. Rep. Dennis Moore, D-3rd district, who were all in Topeka that day. State Secretary of Labor Jim Garner and Lt. Gov. John Moore also met with the SPEEA representatives.

As part of the Big Tent labor event, March 3, SPEEA representatives also met with almost all of the state lawmakers who serve the greater Wichita area.

SPEEA Midwest participantsRhonda GreerHoyt Hillman

Sheree Kennedy Debbie LogsdonShane Michael

Ruth Mullhatten Burt Shah

Following the Washington State Labor Council legislative conference, 13 Northwest members and staff met with 25-plus lawmakers in their offices in Olympia. Shown here: (l – r) Dave Baine, Kristin Farr, Rep. Skip Priest (R-30th) and Pat Waters.

Midwest members sought support for workers affected by the Onex sale. Shown here: (l – r) Ruth Mullhatten, Rhonda Greer, Shane Michael, Burt Shah, Hoyt Hillman, Debbie Logsdon and Sheree Kennedy.

APRIL 2005SpotLite

Periodicals Postage Paid at Seattle, Washington

Society of Professional Engineering Employees in Aerospace, IFPTE Local 2001, AFL-CIO, CLC15205 52nd Ave S • Seattle, WA 98188Volume 47, Number 4 (ISSN 0194-8687) April 2005

MOVING? Please correct your address

_______________________________________________New Address

_______________________________________________City State Zip Code

POSTMASTER: Send address changes to:THE SPEEA SPOTLITE • 15205 52nd Ave S • Seattle, WA 98188

Local 2001, AFL-CIO, CLC

12

SPEEA prepares for negotiations as membership grows

W ICHITA, KS – More than a month after The Boeing Company announced the sale of its Wichita com-

mercial facility to Onex Corporation, employ-ees still have questions and concerns. SPEEA-IFPTE is working to get answers from both Boeing and Onex.

Retirement benefits, especially early retiree medical, continue to be the key issues voiced by SPEEA-represented employees attending lunchtime meetings.

Job security (for both employees going to Onex and those remain-ing with Boeing) rose in prominence with workers after 2,104 SPEEA-represented employ-ees received 60-day WARN notices from Boeing. In all, some 8,100 employees at the Wichita, Tulsa and McAlister, Okla. plants received layoff notices March 11 as part of the process to cut ties with Boeing and transition to Onex.

“People need answers so they can have peace in their lives,” said Bob Brewer, SPEEA Midwest director. “Employees are tired of not knowing what the future holds and they deserve to know.”

WARN notices have effective dates of “May 13,” but these dates could be extended if the sale is not com-plete by then. Canadian-owned Onex has named

the Wichita operation Midwestern Aircraft, Inc.

Onex is currently negotiating with International Association of Machinists (IAM) Local 834. On March 17, Brewer and SPEEA Executive

Director Charles Bofferding and IAM lead-ers Dick Pearson and Ron Eldridge met with Nigel Wright and Cameron Hutchinson of Onex for high-level discussions. The meeting reinforced a united and coordinated front from Wichita employees to Onex and Boeing.

SPEEA negotiations with Onex will follow the IAM talks. These talks were expected to start March 30.

Effects bargaining with Boeing will run concur-rent with the Onex negotiations. Negotiations with Boeing and Onex will define the total

package for employees.

Lunchtime meetings to share information, strat-egy and desires with Wichita employees continue to bring in record crowds. Some meetings have

drawn more than 100 employees.

During the five days following the sale announcement, 47 employees joined the Wichita Technical and Professional Unit (WTPU) and the trend continues.

“Employees real-ize that working together is the key to reaching the goals of stable employment with good wages, benefits and retire-

ment for Wichita employees, their families and the greater Wichita community,” Brewer said. “Negotiation success is directly tied to visible

Learn more about the buyerOnex Corporation – www.onex.com

Midwestern Aircraft, Inc. – www.midwesternaircraft.com

Timeline for sale transitionTimeline for sale transitionSale announced Feb. 22

SPEEA chooses negotiation team March

Onex negotiations Late March/April

Boeing effects bargaining April

Onex officially buys plant May/June

Effects bargaining

Effects bargaining is the negotiation that takes place between the seller (The Boeing Company) and the

employees’ union. Because the sale of a facil-ity has an effect on wages, hours and work-ing conditions, federal labor law requires the seller (Boeing) to bargain over the effects the sale has on existing employees. SPEEA will engage The Boeing Company in this process. SPEEA will not conclude negotiations with Onex until AFTER effects bargaining with The Boeing Company are completed.

Wichita