Welcome to District 837!
Home of the Fighting Aerospace Machinists!
June
27, 2010
Contract Accepted by a vote of
1237 Accept to 838 Reject.
Members are expected to report to their regular shift at Boeing.
June
24, 2010
Members have asked a lot of questions about why Boeing is taking away
the Defined Pension Plan in their latest offer. IP Tom Buffenbarger has
offered the following video message to our members to help explain what
is at stake. Tom understands how important this contract is and the
great sacrifice you and your families are being asked to make. Please
take the time to view his message before you cast your vote at this
Sunday's Ratification meeting. Your vote is yours alone to make, but the
District believes an informed member is the greatest asset your Union
has. An informed member will NEVER regret their vote.
Tom's message can be viewed by clicking here:
WMV Message From Tom Buffenbarger
If you have any doubt concerning Boeing's ability to get out from under the promised Defined Plan, please read the MDC Hourly East Pension Handbook (Employee Retirement Income Plan)
sent to each participant by the Company. Look on page 37 of the 2006 Plan Book for the section called Circumstances That May Affect Your Benefits"
and read the last paragraph that says:
"If the Plan terminates, your benefits will be guaranteed by the Pension Benefit Guaranty Corporation (PBGC) up to certain limits. If your Plan benefit exceeds PBGC limits, you may not receive the entire benefit you have earned. The Company does not guarantee any of the benefits payable under the Plan."
A pdf version of the book can be found here:
Employee Retirement Income Plan
The Company has a plan, can you afford to loose?
June
24, 2010
The St. Louis Post Dispatch wrote an interesting article on Defined
Pension Plans and 401K's. Members may be interested in reading it. The
link to the article is:
http://www.stltoday.com/business/article_cfd9961e-948d-5af5-b66b-3f79d5a1566d.html
Note: Boeing Shop Floor computers will not allow you to link to the external site the Post article is on.
June 23, 2010
For Immediate Release
IAMAW District 837 Hazelwood,
Mo 63042, June 23, 2010 12:00 P. M.
IAMAW 837 Schedules Contract Ratification Meeting
IAM District 837 Machinists representing over 2,500 Boeing employees will conduct a Contract Ratification Meeting on June 27, 2010 at 10:00 A. M. The move comes after two days of mediated meetings between the Machinist and Boeing where by the Company made two amendments to their previously rejected offer. The meeting will begin at 10:00 A. M. sharp with the doors opening at 9:00 A. M. and will take place at the Chaifetz Arena located on the campus of St. Louis University. The address is 1 South Compton Avenue, Saint Louis, MO 63103.
The Bargaining Committee is unanimously recommending the members REJECT the latest offer. The vote will be a simple accept or reject vote. If more than ½ the members REJECT the offer, the Machinist strike will begin at 12:01 A. M. Monday, June 28, 2010. If less than that reject, the contract will have been accepted.
District 837 notified Boeing that the work stoppage scheduled for 12:01 A. M. Friday, June 25, 2010 has been put on hold.
MEMBER NOTICE: The District has paid for parking (SLU contract agreement) in the Fred Weber VIP parking Lot and Garage so there will be no charge for member parking during this event.
Dear
Brothers and Sisters,
Union to Vote on New Proposal
This Committee knows
your issues and has pushed hard to get Boeing to address those issues.
Despite the Union’s willingness to continue discussing the issues, the
mediated talks have not achieved their desired outcome. Boeing used the
cooling off period to try to chip away at our strength with intimidation
tactics. In the mediated talks, Boeing made two minor changes, but the
issues that prompted your strike vote on June 13th remain in their
latest proposal.
Understanding the
importance of solidarity when entering such a critical decision, Union
leadership will bring the proposal (with only two minor changes) to the
membership so YOU can
reinforce your decision to
strike. Again, your leadership has decided to
revote to reaffirm your
decision to strike. Only you have the strength and unity to stop this
downward spiral. Stand together and demand Boeing offer the fair
contract you have earned.
The Boeing Company’s
contract offer that you rejected on June 13th will pit father
against son, mother against daughter, and Union brother against Union
sister down the road. It is nothing new for Boeing to use such a tactic.
They have a very predictable pattern that has been repeated across the
country. They propose takeaways aimed at specific groups and hope the
majority will vote to accept them. Then once you accept any reduction,
they push to further chip away and erode your benefits.
The facts remain: This Company is very profitable and the bottom line is there is NO reason for ANY takeaways in this round of bargaining. The additional costs to the medical plans are unnecessary. For a four and one half year contract the pension multiplier should be higher. What will happen to your pension when the next generation of workers outnumbers those who have defined pensions? You can bet Boeing will put forth a proposal asking them to vote out your pension, as they are asking you to do.
The vote will be
held at the Chaifetz Arena at the St. Louis University Campus. The
address is: Chaifetz Arena #1 South Compton Ave, St. Louis Mo. 63103.
Directions to the Arena are on the back side of this SpeedFacts. Workers
are to report at 8:00 a.m., the doors will open at 9:00 a.m. and the
meeting will start promptly at 10:00 a.m.
Your negotiating
Committee still stands firm on their original decision to NOT recommend
this contract. There will be
NO work stoppage until the final vote on Sunday, June 27, 2010.
A Quality Work Force Deserves a
Quality Contract.
Fraternally yours,
Gordon King
President Directing Business Representative

June 22, 2010 4:30 P. M.
For Immediate Release
IAMAW District 837 Hazelwood,
Mo 63042, June 22, 2010 4:30 P. M.
Machinists 837 Mediated Negotiations with Boeing
Conclude
IAM 837 Machinists Leadership concluded mediated negotiations with Boeing at 4:00 P. M. on June 22, 2010.
The Machinists members identified several issues when they rejected the contract offer on June 13, 2010. Among the issues that have not been resolved to date include Pension issues, medical coverage, and duration of contract.
While the Company removed the take away language involving dependent healthcare and offered a cap of $275 on non-formulary drugs, many of the members’ concerns remain unresolved.
The Union Leadership is willing to continue discussions with the Company on the remaining matters and will keep their membership informed.
---END---
June 22, 2010
The District Leadership met with The Federal Mediator and Boeing on
Monday. This meeting allowed the District to express the concerns the
membership had with the rejected contract offer. Further meetings are
being held today, Tuesday, June 22.
June 21, 2010
Click Here for latest update
Strike Assignments updated from completed forms.
Note: Forms without TWO signatures indicating a swap is agreed to will
not be processed. Also, phone messages concerning problems with assigned
times will not be returned. Request forms received after Wednesday June
23 will NOT be processed for change if the Strike begins Friday.
Bus Drivers: Schedule for bus Drivers Not Set Yet. Thank you for
volunteering and someone will be contacting you soon.
You may want to use F5 after your page loads to ensure you get the latest information. IE tends to pull from cache which is not always updated.
Members wanting to change strike duties, click here and follow the
instructions. Phone call
requests for a change in duties will not be accepted.
June 17, 2010 6:15 P. M.
Dear
Brothers and Sisters,
Some media reports have INCORRECTLY stated the
Union cancelled the IAM/FMCS/Boeing meeting that was scheduled for
Friday, June 18. The facts are the District was notified by the Mediator
that Friday's talks were cancelled for some unknown circumstances. Your
Leadership remains ready to meet with Boeing any time, any where, any
place with or without a Mediator in order to discuss the concerns of the
membership with the rejected offer. At no point has anyone from the
District indicated anything to the contrary.
A tentative meeting is still scheduled on Monday, June 21, 2010.
We can not control what is reported but we can assure you we have and
will continue to seek a resolution through any means possible.
June 17, 2010 10:00 A. M.
7-Day Notice Delivered
Dear
Brothers and Sisters,
Late yesterday I was informed by the Federal Mediator, Mr. Kirkpatrick
that the talks with Boeing tentatively scheduled for Friday, June 18,
2010, has been canceled because of unknown circumstances. A new meeting
has tentatively been scheduled for Monday, June 21, 2010.
Boeing has published an update on its website that this meeting
would simply be “an opportunity
to clarify” its best and
final offer leaving your Bargaining Committee with very low
expectations.
Last Sunday IAM 837 Members voted to reject the Company’s Final
Contract Offer and then voted overwhelmingly to strike if the Company
did not address your issues. Instead of requesting to resume talks
Boeing assembled tents and painted lines at its factory entrances. Once
again the Company chooses to test our resolve. Additionally, at no time
this week has the Boeing Company contacted my office and requested to go
back to the table. We will wait no longer.
As of this morning I have notified the Boeing Company of our intent to
commence strike action beginning at 12:01 a.m. Friday, June 25, 2010.
After months of rejecting the proposals of your bargaining committee
and several days to consider the loud message sent by IAM 837 Members
last Sunday, The Boeing Company now has just
7 days
to prevent a work stoppage, I
ask every member to
continue to show your support and solidarity.
A Quality Work Force Deserves a Quality Contract.
Fraternally
yours,
Gordon King
President Directing Business Representative
Members showing up for work at a time not assigned will not be put to work nor receive credit for having worked that week. Members with a conflict in assigned times must follow the procedure for requesting a change.
June 18, 2010
REVISED: DATE CHANGES
ONLY
Dear Brothers and Sisters,
Here’s some information you have asked about regarding your VIP plans
and COBRA rates.
Q. During the strike, can an employee still apply for a withdrawal or a
new VIP loan?
A. Yes.
Employees can process any transactions that they normally would.
However, you still have to meet the criteria for loans per the plan
documents. This is your money and you can still withdraw it as normal.
Hardship withdrawals may be requested once an employee has been absent
without pay for 15 consecutive business days or more. For more
information regarding your VIP, call Total Access at 1-866-473-2016 or
online web site at https://myext.boeing.com and click on Boeing Savings
Plans.
You will need
your BEMS ID (or SSN) and your Total Access password to access your
account.
A. There is no
limit or waiting time. As long as employees meet the requirements for a
withdrawal, they may apply as often as needed.
|
IAM 837 2010 Monthly COBRA Rates |
|||||
|
Plan |
Employee |
Emp+Sp |
Emp+Ch(ren) |
Family |
|
|
Missouri |
Aetna PPO+Account
(HSA) |
$428.04 |
$856.08 |
$856.08 |
$1,284.12 |
|
Missouri |
UHC Traditional PPO |
$528.10 |
$1,056.20 |
$1,056.20 |
$1,584.30 |
|
Missouri |
UnitedHealthcare Choice |
$533.83 |
$1,067.66 |
$1,067.66 |
$1,601.49 |
|
Missouri |
CompDent Dental |
$28.50 |
$57.00 |
$57.00 |
$85.50 |
|
Missouri |
WDS/Delta Dental |
$32.13 |
$64.26 |
$64.26 |
$96.39 |
Information Regarding COBRA Coverage Options
Below are questions and answers to help members in deciding on COBRA
coverage to continue medical coverage.
Q.
When my normal insurance expires, how long do I have to elect COBRA
coverage?
A. You have 60 days from the date coverage expires (or notification was
mailed) to decide if you want COBRA coverage. Keep in mind once you
elect coverage, it will be retroactive for all months (up to that time)
and will be due within 45 days of election date.
A. The first payment must be received within 45 days after you elect
coverage. Keep in mind when you elect coverage it is retroactive. This
means you will be billed for all months back. Remember: you can elect
what type of coverage you want, i.e. medical only, medical and dental,
life insurance only, etc. EAP is free and will continue.
Q. If I have elected COBRA coverage and have not made a payment, can I
go to the doctor?
A. Yes. Inform your doctor you have elected COBRA. There may be a week
or two before insurance comes through, but it will be retroactive. Most
doctors will cooperate and if insurance initially rejects it, it can be
resubmitted. Coverage does not officially begin until payment is
received by Boeing and it will be retroactive.
A. Typically, in the strike settlement agreement, the Union insists that
your health care coverage be made whole as though there was no
interruption. If a person paid COBRA or out-of-pocket medical expenses
because of a lapse in coverage, they would be reimbursed for that
expense as though there was no interruption in coverage.
A. Again, the Union typically insists that in the strike settlement
agreement your health care coverage be made whole as though there was no
interruption. Therefore, you would not need to pay.
A. Yes. If you decide to pay the office visit (which is cheaper than
COBRA), be sure to ask for a cash discount (the same discount given to
insurance companies which is substantially less than the regular rate).
If, after the doctor visit, you decide to elect COBRA coverage because
more visits or tests are required, you could file a claim to recover
what you have paid.
BOEING MACHINIST OVERWHELINGLY REJECTED BOEING'S CONTRACT OFFER AND AUTHORIZED THE DISTRICT PRESIDENT TO INITIATE STRIKE ACTIVITIES!
1548 VOTED TO REJECT THE OFFER AND 532 TO ACCEPT
1619 VOTED TO STRIKE AND 459 VOTED NO STRIKE
THE DISTRICT RECIEVED 78% OF THE MEMBERSHIP AUTHORIZING STRIKE ACTIVITES. THIS IS WELL ABOVE THE 66% NEEDED TO DO SO
For Immediate Release
IAMAW District 837 Hazelwood,
Mo 63042, June 13, 2010 1:30 P. M.
Boeing Machinists Overwhelmingly Approve Strike
Activities
Machinists from The International Association of Machinists & Aerospace Workers District 837, representing approximately 2,533 Boeing-St. Louis employees, overwhelmingly rejected Boeing’s Contract Offer at their Contract Ratification Meeting on June 13, 2010.
With 74% of the membership rejecting the final offer, the District held a second vote, as required by their Constitution to authorize a strike. 78% of the members voted to strike.
“Your issues were heard loud and clear,” declared Gordon King, President and Directing Business Representative for the Bargaining Unit. “The attack on your Defined Pension Plan is not acceptable. The take-aways of dependent medical coverage should you be on a medical leave longer than six months is not acceptable. The other issues you raised since reading the offer last Thursday is unacceptable. The Company thought you would sell out your future and you said NO! Future members of this community will look back with pride on your courage this day.”
With the strong show of support from the membership, the Union will inform the Company of the results and ask them to return to the table to address the issues.
---END---
Boeing Delivered the Final Contract Proposal to the Bargaining Committee at 1:00 P. M. on June 10, 2010.
The Bargaining Committee is recommending the membership REJECT the offer.
June 10, 2010 Press Release Click Here
Summary of Proposed Contract Between IAM&AW and Boeing
UNION RECOMMENDS REJECT
YOUR NEGOTIATING TEAM UNANIMOUSLY RECOMMENDS: REJECT PROPOSAL AND STRIKE!
Dear Brothers and Sisters,
Boeing’s "last, best and final offer" asks you to agree to the very corporate practices that are destroying middle class America. It is not about economics. It is about a corporate strategy to break the workers who have built this Company. Simply stated, there is no reason for ANY takeaways in this round of bargaining – much less asking us to steal the pension from the next generation of workers.
From the start, the Union has been very clear about our top issues – pensions (for all members), health care, and job security. We presented a fair and reasonable offer, but Boeing refused to address your issues and instead tried to divide you and get you to sell out future hires.
On pension, Boeing again is trying to divide our membership – asking you to sell out the next generation of Boeing workers. If they succeed, when you retire, the new hires may do the same to you. Accepting such an offer tells Boeing you will accept whatever they put on the table and would severely weaken your position for future negotiations.
It’s time to stand up and fight. It’s that plain and simple. It is the same fight all across America – to maintain the standard of living for working families who generate profits for the Corporate elite.
They think you are for sale, will accept takeaways, and will sell out the next generation. This summary points out some of the major take-aways and shortcomings of Boeing’s offer, as well as showing their other proposals.
PENSION - Boeing continues to offer a pension that even today is not up to industry standards. Boeing is offering pension benefits for those on the payroll today at $81 per year of service. Puget Sound currently receives this and bumps to $83 in Jan. 2012. Puget Sound will negotiate a new contract in 2012 - giving them another increase. This highlights how inadequate Boeing’s offer is.
Those hired January 2012 and after will receive NO GUARANTEED PENSION PLAN. Instead they will be offered an enhanced 401K that would have NO GUARANTEES.
Medical- Boeing continues their cost-shifting on medical and increasing your out-of-pocket costs. There are takeaways throughout your medical benefits along with a huge cost shifting on the prescription drug program. Network co-insurance coverage on the PPO plan reduced from current 90% to 80%.
In addition, employees on a medical leave of absence will now pay 100% of the medical and dental benefit costs for any dependents in addition to the active employee contribution. They are cutting out our families – something we will never stand for.
ECONOMICS - No GWI in the first year. In addition, those in Maintenance B and Utility Worker classifications above the maximum receive no GWI for life of the contract. Instead they’ll receive lump sums. We cannot let them carve out different classifications with different benefits. If we do, who will be next?
Company refused to pay the final quarter of COLA that would be due under the contract.
Other areas- There were numerous other issues you identified as important to address, and the Company was not interested in addressing any of them.
No one ever wants to strike, but withholding your labor is the only way to stop this attack on American workers. We are fighting to preserve this industry and to get a very profitable Company to be fair to its workforce. Don’t allow them to split us apart.
Stand with your Union negotiators and fight for pension for all, for medical benefits, and for your fair share. We need unity and solidarity. Our future depends on a sound and solid contract. That begins with YOU! If we accept concessions and eliminate benefits for future hires while the Company is doing well, you can bet Boeing will continue to erode our contracts and take from all of us in the future. What we have today is due to the sacrifices past generations have made. Those at the top of Boeing are not giving back and taking less, and neither should we. Do the right thing and stand together. Vote
NO on contract. Vote YES to Strike.As your negotiating team, we cannot, nor would we even consider, recommending a contract with so much disrespect riddled through it. It is, therefore, our unanimous recommendation is that you
REJECT this offer and vote YES to strike. Solidarity is all about sticking together and supporting each other. We will get through this and be better for it.Your IAM District 837 Negotiating Team
Retirement/VIP - Fail to Meet Industry Standards and Robbing from Future Workers
Pension benefit $81 for life of contract – keeping us below industry standards. Keep in mind Puget Sound is currently at $81 and will bump to $83 effective January 2012. When they negotiate a new contract in 2012, they will again bump ahead.
Anyone hired on or after January 2012 is eliminated from the pension plan. Instead of offering a guaranteed pension, Boeing offers an enhanced 401K with NO GUARANTEES. We have all seen the risks in the financial market and understand the value of a defined benefit.
DO NOT SELL OUT YOUR CHILDREN AND FUTURE GENERATIONS. If we give up their pension, Boeing will push for them to vote out our pension in the future.Boeing refused to give us the same match as management and other payrolls. While management gets matched at 75 percent of the first 8 percent, they believe you are fine with 50 percent of the first 6 percent.
The Economic Package
General Wage Increases
*0% General Wage Increase first year3% General Wage Increase second year.3% General Wage Increase third year.3% General Wage Increase fourth year.3% General Wage Increase fifth year.NOTE: Members classified in Maintenance B and Utility Worker who are paid above the rate range maximum will not receive a GWI any year, but will instead get a 3% lump sum in lieu of GWI.
Lump Sum Payment
Lump sum first year only $5,000 if ratified. Keep in mind 1/3 of this will go for taxes and it will not continue to pay.COLA
Maintained current formula; however, Boeing refused to pay the final quarter due under the contract per the current formula.Automatic Wage Progression
Boeing refused to put an end on time to reach the maximums. Increased amount of each progression to 50¢ (currently 45¢). Health Care - Takeaways & Cost ShiftingMedical Coverage - Takeaways and Cost Shifting
Boeing refused to budge off their modest takeaways and cost shifting in medical coverage. They believe by pushing them out later in the contract, you will find it more acceptable.
In addition, if you are on an extended LOA, they want to strip your family of medical coverage.
On all plans, effective January 2014, employees share will increase from 12 percent to 13 percent.
PPO PLAN
TAKEAWAYS/COST SHIFTEffective January 2014 the following reduced coverage/cost shifting will be implemented:
• Network co-insurance coverage reduced from 90% to 80%.
• The most dramatic cost shifting is on prescription drug coverage.
|
GENERICDRUGS |
|
|
Current contract |
$5 copay |
|
Proposed |
Paid at 90% with minimum copay of $5 and maximum copay $25 |
• Mandatory generic prescriptions. Even if your doctor prescribes a name brand drug, you
pay the generic copayment PLUS the difference in cost between the brand-name drug and generic. Only your doctor should dictate your prescription – a pharmacy should not override your doctor nor should your insurance provider.• Vision co-pay
increases from $15 to $20.HMO
TAKEAWAYS/COST SHIFTEffective January 2014, there will be an increase in many of the co-pays.
• Office visit copay
increases from $15 to $20.• Specialty office visit copay
increases from $15 to $30.• Vision co-pay
increases from $15 to $20.• If you have an on-going prescription, it will be mandatory to use the mail order prescription program.
Medical Coverage While on LOA
TAKEAWAY•
Boeing proposes to cut your family out of medical coverage after you are on an LOA for six months even if you are paying your share of the premium. Employees on a leave of absence longer than 6 months will now pay 100% of the medical and dental benefits costs for any dependents in addition to the active employee contribution.Coverage would continue for employee only under their proposal. Current language allows family coverage for up to 30 months on an LOA.
RETIREE MEDI
CAL/MEDICARE PART BEliminate Medicare Part B premium reimbursement for those retiring after January 2014.
Numerous out of state HMO Health Plans will no longer be available to employees who retire after January 1, 2011.
For employees who were hired on or after January 1, 2005 and otherwise not eligible for retiree medical coverage, the Company will match 50% of the first 8% of employees VIP contributions from eligible pay.
MINOR CHANGES
Life Insurance and Accidental Death & Dismemberment
Increased from $32,000 to $35,000. Keep in mind other payrolls at Boeing receive 2 1/2 times their salary for life insurance.
NO CHANGES
Your committee pushed for Boeing to make long overdue improvements, but their continuous response was "Not Interested."
Shift Differential
No change.
Vacation, Sick Leave
No change.
Holidays
No change.
The Company is still not interested in the following Union proposals on the table:
* Eliminating the $100 working spouse contribution.
* Maintaining active employees medical contribution rates at current levels.
* Increase to weekly sick leave pay.
* Improvements to Health, Dental and Vision coverage.
* Increase to LISA/ERS Supplement for retirees.
Duration
Four and a half year Agreement to expire January 25, 2015.
Union Negotiators Unanimously Recommend
Vote
NO on the Contract - Vote YES to StrikeThe contract vote is Sunday, June 13, at the Family Arena in St. Charles, Missouri. All assigned workers should report at 8 a.m. for check in. Doors open at 9 a.m. and the meeting will start PROMPTLY at 10 a.m.
What’s on the Ballot?
There are two separate ballots to vote.
Ballot 1
: Do you wish to accept or reject? You must vote for one.Ballot 2:
Do you vote to strike? Yes or No. IMPORTANT: The IAM Constitution requires two-thirds YES vote on this ballot to call a strike. Without two-thirds, even if a majority of the members reject the contract – the contract will be accepted by default.Boeing St. Louis
Strike Vote - June 13, 2010
What Do the Results Mean?
h✔
If a majority of voting members vote to ACCEPT the contract, negotiations end and the contract is signed.✔
If a majority of voting members vote to REJECT the contract, but LESS THAN TWO-THIRDS vote to strike, the contract is automatically accepted by default. The Union cannot call a strike.✔
If a majority of voting members vote to REJECT the contract and MORE THAN TWO-THIRDS vote to strike, then the earliest a strike can be called is at 12:01 a.m. June 21st.
June 8, 2010 URGENT UPDATE POSTED 10:18 AM
|
Who’s Looking Out for Their Future??? |
![]() |
|
Children depend on us to look out for their best interests. But Boeing is hoping you will deny the next generation a guaranteed pension and instead agree to an "enhanced 401k" that offers NO GUARANTEES. Even with a best case scenario, the Company’s proposed formula projects to generate 2/3’s LESS (66%) than the current defined benefit. AND these projections don’t take into account market volatility, fees charged for investment options, future financial collapses, etc.If we allow Boeing to strip this benefit for future hires today, the Company will come after your pension tomorrow AND why would those new hires care??Boeing’s pension proposal for new hires will at best generate 1/3 of the current benefit. Don’t strip new hires of 2/3 of the current defined pension benefit - VOTE NO!
|
|
Boeing Thinks They Hold All the Cards
BUT
YOUR UNITY
Trumps Their Offer
![]() |
June 9, 2010 Only YOU can eliminate pensions for the next generation if you accept Boeing’s proposal. Say NO to doing away with pensions in the future! Saving pensions for new hires strengthens your pension viability for the future. If we lose pensions for new hires, next they will come after your pension. |
|
Call their bluff! We want a redeal, tell Boeing to discard: • No pension for new hires • No GWI’s or COLA raises for certain job classifications for entire contract. • Supervisors, who don’t pay into VEBA, can transfer back and draw IAM benefits. • Boeing is EVEN going after your family. Boeing proposes now to cut your family out of medical coverage after you are on an LOA for six months even if you are paying your share of the premium. They would only continue coverage for the employee. Current language allows family coverage for up to 30 months on an LOA. We know there is a better hand to be dealt. Say NO to the current proposals. |
|
Don’t Sell Out the
Next Generation of
Workers in St. Louis!
![]() |
June 8, 2010 How do you leave less for your kids or the next generation of workers? Boeing is hoping you are willing to sell out the next generation to secure a contract today. Keep in mind everything in our contract today is built on the sacrifices others made who came before us. Boeing is not asking new executives to go without a pension (and theirs if far more costly). Why should our future members give up a pension when future execs continue to rake in millions in their pension? New executives still receive a GENEROUS pension that is way more costly than our pension and covers far fewer people. |
Stand united and
ensure
ALL
Machinists Members
at Boeing St. Louis continue
to have the pension they deserve!

URGENT
MESSAGE FROM YOUR
BARGAINING COMMITTEE
Don’t Sell Out Defend
Our Pension
Brothers and Sisters,
The Company remains convinced that you are willing to
sell out
your children and grandchildren by absolutely refusing to withdraw their
proposal to eliminate the pension for future employees. We all know that
the pension benefit we enjoy today was fought for and protected by those
that went before us. It is solely up to us now to
defend the pension benefit
today.
The current Company offer remains severely inadequate in many areas. We
will follow with a SpeedFacts today that reflects changes to the latest
Company proposal.
Every member of your bargaining committee urges you to reject any
contract offer that eliminates the defined pension benefit for future
employees.
ORIGINAL SIGNATURES ON FILE
//Gordon King
Stephen McDerman
Jim Randl
Keith Stratmann
Mark Hankley
Roger Smith
Sam Davison
Earl Schuessler
Don Lummus
Bill Brock
Mark Blondin
Mike Edwards
Bruce Darrough
NOTE: The May 20, 2010 SpeedFacts inadvertently listed Administrative Duty in the event of a strike as being four (4) hours in duration. The SpeedFacts should have read Administrative Duty is eight (8) hours in duration.
The Negotiating Committee is continuing to discuss your contract at the Main Table. As you read in the recent SpeedFacts, there are several issues still facing the membership that you have expressed grave concern with. We will continue to work toward a Contract worthy of your consideration. We hope for the best but must prepare for the worst.
The Tentative Strike Assignments are now available on-line. Please remember these are not firm until you receive a SpeedFacts stating all on-line postings are firm. This is due to the complex nature of scheduling and the Strike Committee may need to make some last minute adjustments.
While the District made every attempt to accommodate as many requested assignments as possible, there were some requests that were filled before all requests were honored. The entire process was first come first served but the District retains its obligation to make assignments as needed to ensure all picket duty and administrative duty assignments are covered.
Click the red date just above or below this message box to find the strike duty page dated June 1, 2010.
NOTE: The 3 character alphanumeric behind the time slot for picket duty is used as a specific gate assignment in the event you are forced by Boeing to reject their final offer (a place holder to ensure all assignments are covered). If a strike is forced upon you, the Strike Captains and Check-in persons will give you the gate you will be at when you report for your assigned duty. Additionally, ALL members are assigned duty. If you did not turn in a request sheet, it is still the obligation of the District to give a specific duty to each active member in good standing employed at Boeing.
Main Table Negotiations began May 24, 2010. It is the Bargaining Committee's sincere hope the company will remove the proposals left over from the Sub-committee meetings that we just cannot agree with.
The District will continue to use SpeedFacts as the primary method of communicating, but your website will contain a lot of information that does not appear in the SpeedFacts. It will also be used to raise awareness of issues that need rapid and accurate disbursement of information direct to the membership. A date will appear above and below this text indicating the last time a Negotiations Page was created or modified to allow you to determine if there is anything new to view since your last visit. Click the date to be transported to the 2010 Boeing Negotiation Index Page.
Final Count from the May 8, 2010 Local Lodge 837A Election Results - Official Results Available via 837-A Executive Board or the Election Judge
President
Bill Brock 578*
Ron Evola 524
Vice President
Ron Simpson 583*
Andre VanHook 514
Recording Secretary
Chuck Smith 562*
Roger Smith 527
Secretary Treasurer
Kurt Manns 535
Brian Adams 558*
Conductor/Sentinel
Pam Sanders 378
Traci Webb 651*
Trustee
Judy Lenoir 569*
Chuck Turbyeville 540
Sessie Spencer 571*
Michelle Diggs 498
Len Hackenewerth 501
Earl Schuessler 576*
District Delegates
Sam Davison 588*
Georgia Worsham 475
Chris Albin 578*
Mike Orf 512
Tom Chapin 479
Major Ross 5441*
Dave Turney 617*
Tom Baker 495
Local Lodge Auditors
Bob Tarrant 626*
Patricia Gaddy 499
Carline Lang 495
Martha Richardson 558*
Dan Engemann 483
Curt Pierce 579*
District Auditors
Deborah Howard 524
Bob Tarrant 557*
Bob Hudson 549*
Patsy Reddick 540
Mo State Labor Council
Robert Sargent 544*
Nick Lloyd 519
Pam Sanders 596*
Dave Fernandez 499
Il State Council of Machinists
Tommy Smith 586*
Kevin Buckingham 551
Mark Hankley 540*
Kris Lehmann 491
Jeff Cotter 556*
Odie George 492
Mo State Council of Machinists
Major Ross 557*
Chuck Turbyeville 5528*
Lisa Payeur 500
Joe Gruber 469
Rick Floyd 520
Don Jones 507
Bob Montgomery 557*
Dave Turney 646*
St Louis Labor Council
Luis Plaza 502
Sandra Henderson 552*
Chuck Hendricks 559*
Kurt Manns 542*
Rueben Melton 497
Rich Peppers 544*
Steve Newell 509
Tim Randall 510
Mike Smith 580*
Kent Ule 470





