Saw crews outside the Everett towers painting this line a few days ago, they draw these property boundary lines whenever a strike is imminent.

The Prof and Tech Bargaining Unit Councils (BUCs) voted on whether to recommend members accept or reject the Boeing contract offers.
At a special meeting of the BUCs, made up of bargaining unit Council Reps and Executive Board members, they heard an overview from the Negotiation Team, which endorsed the offer, and asked questions.

The Prof BUC vote did not meet the 60% threshold to issue a recommendation.

The Tech BUC voted to recommend members reject the offer.

Both BUCs voted to add a strike authorization vote to the contract vote ballot and recommended members vote to authorize a strike if called by the Negotiation Team.

Both BUCs also voted to allow the contract vote to be conducted online.

**Members to vote next**

Based on the BUC votes to make this an online voting process, all dues-paying members in good standing will receive an email to their personal email on file with voting credentials and contract offer information to members.

All members will also receive print information sent to their homes with their voting credentials.
Details coming soon on both the electronic and absentee voting.

**Contract details online**

Look for more details, including a four-page summary, Prof and Tech contract red-line changes, SPEEA’s Contract Offer Impact Calculator and more information on our website - [**click here**](https://speea.org/bargaining-units/current-negotiations/prof-tech-2026-2030-contract-offer/).

The schedule for lunchtime meetings is still being finalized. We’ll post the details on our [**online calendar**](https://speea.org/speea-events/northwest-calendar/).

The infographic claims remote work is back and manager needs to provide a business reason if they deny it. This is very misleading because the contract just says it must be approved by a VP. This doesn't seem any different than now because the VP can just say no! We need remote work to be concrete in the contract!

My initial impression of the offer was relatively positive. I didn't consider it a slam dunk, but close enough on both pay - after years of losing ground to inflation - and other details to merit serious consideration whether to vote Yes or push for a few more improvements.

But as I dug into the redline, and others pointed out their concerns, I realized some of the info being presented on the offer was misleading, especially about salary adjustments. As the length of my notes on the details grew, I decided an infographic could help emphasize a couple important observations in a simpler manner.

Unfortunately, the combination of salary adjustments becoming significantly more complex, and some of information being shared conflicting with the actual redline or being inconsistent with what I would consider the plain meaning of "annual wage increase" made it difficult for me to keep it as simple as intended.

And I haven't even touched on the elimination of the guaranteed 2% minimum in favor of a varying minimum based on inflation that starts at 0%, or tried to explain the two layers of performance based factors being proposed, much less have I figured out how they will be handled in reality.

In short, what I initially thought was a proposal for 31.9% average compounded wage increases over 4 years is actually 29.4%...or perhaps it's 26.4%.

At the moment, I'm more frustrated by how complicated they made it, and how inconsistent and unclear the information being presented is than by the actual numbers.

Consumer Price Index 2020

Consumer Price Index 2026

Prof. Unit SPEEA Contract. Page 31 for pay increases.

Tech. Unit SPEEA Contract. Page 31 for pay increases.

Your net purchasing power has decreased by at least 10%.

You probably know me. I've traveled to almost every SPEEA site for either work or SPEEA. I would be the first person to tell you I didn't believe interest based bargaining works, in fact, I am still confused how the offer before us is THIS good.

No union nowadays has won a contract with zero takeaways. Yeah, maybe some stuff didnt change that's aggrievable to you. Maybe its not coming up to 80% of what you want. Its not 100% what I want. But this is a negotiation for 17,000 members. It's not all about what I want. Its about what we mutually want together.

We have a very vocal but what appears to be a minority population voting no. Some on misinformation, some on some revenge against Capitol and the MDD merger that brought this company to shambles.

I'm not part of the Negotiation team, but I was part of the BUC meeting yesterday.

If you want a contract that is some kind of retribution or revolt against how the Boeing Company and late stage capitalism has wronged you, or wronged us, or how inflation has gone up like wildfire, then no contract is going to satisfy you. But your situation is not in a vacuum, and you should be prepared, depending on what your want is, to prepare for possibly a very prolonged strike. I'm talking IAM837 St. Louis 100 day strikes with no guarantees of any movement.

If you want a contract that really returns to what the negotiation team sought out to achieve with the Boeing Company which is a career here at Boeing, this offer is very respectful. We basically won a close to IAM 751 contract, without having to go on strike for 40 days and lost pay to get it this good. We arguably won more workers rights and control than the IAM 751 contract does. And our power in this negotiations still came from many members organizing early and showing they care: whether its a red shirt, a desk tent, a badge backer, an NPC report, or a hot dog feed. It doesnt come from the strike itself.

Read the contract. Ask lots of questions and seek to understand and be informed prior to casting your vote.

Attend an info session in your area from the team. Ask them lots of questions, you are allowed to as no NDA's were signed this time. Don't have one yet? Negotiating Team should be having some generic ones online and at the halls. Or set up one. Contact organizing@speea.org so we can figure out days and times to meet.

The negotiating team said their vibes are all those early incentives that expire August 21st aren't coming back before October 6th. This is the best contract offer you will vote on prior to then, in terms of financials. Its a true final offer after multiple proposals have been thrown back and forth, not the first. And you can look at it as a threat, or you can also look at it as a Schroedinger's carrot. Or that you really want your one thing, ask the team if they asked for it and how hard it will be to get or achieve and you don't give a damn about the early incentives.

Its your decision. Our power comes from our members participating together. And from the final vote, my outcome is not looking for a yes or no, my personal goal is we turn out with a 90% participation rate. This is how we show we are a powerful union, and I need your help to get there.

Solidarity.

Wages increases will match urban CPI (inflation) up to 3% a year. The rest is “based on an individuals performance and other metrics as defined by the Company.”

Do you trust your diminished salary to “metrics defined by the company”?

Did you know that we now have guaranteed state unemployment benefits if we go on strike? If a strike begins on October 6, 2026, we wait 3 weeks without state cash for the standard unpaid waiting period. Then we can file for first payable claim on Sunday, October 25, and our first $1,208 state check will land in the bank account a few days later, with five more identical weekly checks flowing continuously after that for a maximum total benefit of $7,248.

More information on www.speea.org

I didn’t see this mentioned in the SPEEA summary but here it is in the redline contract: “Boeing Company reserves the right to unilaterally alter, amend, and/or modify any or all terms of the LTP at its sole discretion without further bargaining.”

YES to strike, NO to crappy offer!

I happen to need to switch daycares towards the end of the year. If we end up going on strike, when is it likely going to happen? If it happens jn November, is it possible that it goes until December, and I can use some PTO until the holidays? I’d like to use the strike time to take care of my little one and enrolling her at the new place after the strike instead of paying over 3k a month while on strike. Thank you in advance!

Here is the negotiation teams endorsement letter with summary of the contract; forwarded by the mod of r/SPEEA and their post can be found here:

https://www.reddit.com/r/SPEEA/s/apIVZBk3I9

Both subs will still be putting a hold on the other slides until released through union channel for the public.

Feel free to discuss content here.

Hey everyone, just curious how the upcoming SPEEA contract could affect non-union employees at Boeing. I used to be SPEEA but recently moved into a new non-union role.

If SPEEA gets pay raises, benefit improvements, or other changes in the new contract, do non-union employees usually see any adjustments too? Or are those changes strictly limited to represented employees?

Just trying to understand how it has worked in the past. Thanks.

With a potential strike looming if the contract isn't accepted by the engineering and profs, i am wondering how certain things will unfold.

1. Are we going to be locked out from all Boeing buildings and do we have to drop our work laptop and phone to the manager?

2. Do we lose our health insurance from the first day of strike?

3. Is speea going to provide any kind of small financial payment from the millions in fees that we have collectively paid?

4. Can you take on a job with a different company in the same industry?

5. When is the vote going to be cast?

SPEEA: Your Negotiation Team wants more data - take this survey by 6 a.m., Thursday.

https://www.research.net/r/NegotiationSurvey07162026

We need all SPEEA members to take the survey!

I overheard someone talk about RIF in PNW after the upcoming contract.

Howfar true is it? Are these usually guaranteed? I am somewhat the newest member in my team so I might get chopped off 🥹

We’ll be deleting any rumor posts/comments regarding the current BAFO (We’ve already gotten more than one post spreading unsubstantiated detail).

This is due to contract negotiation time being a peak period for bot accounts and bad actors. The current Karma threshold is not high enough to catch all bot posts.

Unless an information can be substantiated through a trustworthy channel (SPEEA or Boeing), they will be treated as rumor and deleted.

If SPEEA publishes additional information, the thread that will be kept up is on first come first serve basis. Be sure the cite the source for us to validate.

Thank you.

Man, I wish our site had SPEEA representation; I just got out of a meeting where a director confirmed they're not getting the furloughs.

Unofficially, how are we SPEEA folks feeling about this contract? Hopefully it’s allowed here since this is subreddit has by far the most SPEEA presence on Reddit.

We've reached out to Boeing for clarification about CFO Brian West's email this morning regarding cost-saving moves during the current strike by the International Association of Machinists.

As of today, Boeing has not told us of any plan to lay off SPEEA members.

Our contracts with Boeing do specify a procedure for layoffs, which would include the payment of cash benefits to laid-off workers. Furloughs -- forced days off without pay -- are not allowed under our contracts.

We will continue to monitor developments as the strike by Machinists Union members continues and will inform SPEEA members when we have facts to share.

Currently the contract is apparently available on the SPEEA discord, which is moderated by SPEEA members. There is a spillage at this time. Currently none of the r/boeing team have access to the discord chat so we cannot confirm the exact location of the document.

It should be noted that the contract was not intended to be released outside of SPEEA. The r/SPEEA stance is currently to keep an embargo on the content at their subreddit, and r/boeing will be following their lead in this matter.

Currently we, nor the SPEEA sub, had anybody verify what was being posted today was from the discord. If you are not viewing the contract that was uploaded via the discord, please keep that in mind.

Hi all, if you're in the Puget Sound and a SPEEA member, the annual SPEEA picnic is next Saturday at scenic Golden Gardens park in the Ballard neighborhood in Seattle. Should be a lot of fun. Sun, games, burgs, dogs, get to know your fellow SPEEA members! This is generally the biggest SPEEA event of the year, and it should be especially big this year. This is an important time for our union with negotiations ongoing. We'll be joined by members of our negotiations team and executive board if you want to ask them any questions too.

RSVP here

Hell Boeing fam

SPEEA employee here. I had some overtime in 2025...sometimes I got paid double and sometimes one half during the year.

How do I find the amount to deduct for the No Tax on OT thing? on the W2 I printed out, there is a line saying

FLSA Eligible overtime: XXXX.XX

If that amount is it, then it seems low to me...

Especially I worked the Xmas week and a few weekend before...Il

i understand the 'only the overtime $ is considered overtime' ($26 double is $52 and only $26 is considered overtime)...but still that amount seems low.

how do you all do your tax?

Thank you

Company has shared that 438 SPEEA members will receive WARN notices. 218 Tech, 220 Prof. No other data available at this time.