december 2004

DECEMBER 2004
THE
By Bill Dugovich
SPEEA Communications Director
F
rank Wright’s voice was slightly upbeat – a signal that perhaps
after several years in the rough, he and wife Patty received some
good news from The Boeing Company.
Indeed, Frank had good news. The couple who, combined, have 53 years
experience at Boeing, were going out to dinner to celebrate. Thanks to
a helpful manager in Frank’s office in Customer Service at Boeing
and an understanding and patient manager for Patty at
Labinal Corporation in Everett and some help from
SPEEA contract administrators, they are both back
working in the aerospace industry.
“I’m going back to work in the field I was
trained,” Patty said. “It’s a big relief. I can go
get my hair done, and we can buy the tennis
shoes we’ve wanted.”
The two managers, along with Frank and
Patty, found an acceptable solution to
Boeing’s concerns about Patty taking a
job with a supplier.
After laying Patty off from her job as a
technical product designer in July 2003,
Boeing almost dealt the couple a second
blow by saying Frank, a publications
analyst at Boeing, would have to leave
his job if his wife worked at Labinal.
A French firm with 2,500 employees
in the U.S., Labinal supplies wiring for
the Boeing 767. In July, the company
received a contract to supply electrical
wiring for the 7E7. Accepting the 7E7
contract, Labinal said it would allocate
the work to three plants: Everett, Wash.;
Chihuahua, Mexico; and Casablanca,
Morocco.
continued on page 5
2
SpotLite
DECEMBER 2004
Thanks for the recall list
Working the issues –
SPEEA issues vs. non-SPEEA issues
S
ome groups within our union are moving to
establish priorities for SPEEA business. Others
want to consider issues not directly related to
our union. These two efforts, SPEEA issues and
non-SPEEA issues, can cause controversy.
Union priorities were discussed by the Executive
Board and Council officers at this year’s
Leadership Conference. The group agreed jobs,
compensation, benefits, and working conditions
are SPEEA’s priorities. In addition, it was agreed
that political involvement and legislative action
are key to working these priority issues.
In addition to these priority SPEEA issues, our
union works assorted non-SPEEA issues. One
example is a motion brought before the Council
on a bill in Congress dealing with DNA testing.
I see two problems with supporting this type of
non-SPEEA and non-priority issues. First, there
is no consensus from members to support action
and no way to determine if support exists.
Second, SPEEA’s credibility is undermined when
we lobby politicians on issues outside our expertise.
When we do lobby our issues inside our expertise, we are largely successful. A recent example
is the testimony of SPEEA staff member Stan
Sorscher before the U.S. House Armed Services
Committee. IFPTE Legislative Director Matt
Biggs said “All committee members, Democrats
and Republicans alike, were very impressed with
Sorscher’s insights.” It is this focus on SPEEA
issues that maintains the support of members and
maintains our credibility with elected officials.
We should represent the views of members on
important issues and should find a way to poll
members to determine theirs views on issues we
work politically.
David Montgomery
Product Engineer
Sign-up
at www. s p eea . org
to get t he la s t es t
news , ev en t s
an d la bor is s ues
ha p p en in g in y our
area em ailed t o
your hom e!
I just received a nice letter about the ‘2004
SPEEA Holiday Outreach.’ I want to thank
you and everyone in SPEEA for their generosity and their holiday spirit of giving and for
making such an effort to brighten the season
for the children and less fortunate. I also
want to thank SPEEA for the recall list. I
have been back at Boeing for over two weeks
now. The fact that I belonged to a union is the
only reason I’m back. I was on top of sending
in my form in time, but I appreciated getting
a reminder (including the forms), so that I
did not forget. It’s great to be back at work.
Thanks again, SPEEA!
I had just completed four quarters at Edmonds
Community College and had three more quarters to go to get the degree. A couple of my
fellow students did not keep up on the ‘recall
list’, and now they are sorry. When we were
laid off, we were told that we were probably
never coming back to Boeing. They were
wrong. Thanks again for all your help!
Warren Williamson
Manufacturing Engineer
Dan Hartley
Airport
honors
SPEEA
past
president
Executive Director
Charles Bofferding
Executive Board
Jennifer D. MacKay
Tom McCarty
David Patzwald
Cynthia Cole
Ron Mathes
David Landress
Bill Hartig
SPEEA Council Officers
Jimmie Mathis
Hoyt Hillman
Michelle Cooper
Chair
Treasurer
Secretary
Midwest Regional Council Officers
Debbie Logsdon
Burt Shah
Judi Hurd
Chair
Treasurer
Secretary
Northwest Regional Council Officers
Alton Folks
Bob Wilkerson
Paul Wojciechowski
SPEEA Publications
R
Bill Dugovich
Lori Dupuis
Rich Kremnetz
Karen McLean
speea@speea.org
www.speea.org
“This was an example of how Dan, through
his volunteering at SPEEA and elsewhere,
fought for SPEEA’s issues and interests,” said
Joel Funfar, SPEEA Council Rep. “It shows
his commitment to SPEEA, Boeing, and aerospace,” he said.
Headquarters
15205 52nd Avenue S
Seattle, WA 98188
[206] 433.0991
eflecting SPEEA members’ active role
in their communities, the King County
International Airport Master Plan
was dedicated to Dan Hartley, who served
as SPEEA president from 1991 to 1994.
Hartley, a Boeing flight test engineer, passed
away March 17, 2004 at the age of 70.
Hartley was honored in large part because of
his contribution as an original member of the
Airport Round Table. The airport initiated the
master plan in 1995 to provide guidelines for
future airport development to support a large
variety of aircraft and a diverse tenant base while
adhering to safety, environmental and noise policies. The plan became final earlier this year.
Funfar replaced Hartley as SPEEA representative on the King County Airport Round
Table.
President
Treasurer
Secretary
NW Regional VP
NW Regional VP
NW Regional VP
MW Regional VP
Chair
Treasurer
Secretary
Communications Director
Art Director
Printing/Mail Manager
Publications Editor
Everett
2414 106th St. SW
Everett, WA 98204
[425] 355.2883
Wichita
973 S Glendale
Wichita, KS 67218
[316] 682.0262
3
SpotLite
DECEMBER 2004
Thanksgiving tidbits
President’s Corner
By Jennifer MacKay, SPEEA President
Giving thanks
A
large part of my position deals with
understanding the issues and concerns of members and finding ways
to eliminate or at least minimize the negative impacts. The result is that a lot of these
columns talk about outsourcing, job loss,
and a lack of corporate social responsibility in the companies where represented
employees work.
In the year ahead, I will continue to work and
write about the issues that are not working well
for represented employees. If treatment of our
Wichita members looks like it did this past
year, I will write about it. It was unethical and
unnecessary, and we will work hard to ensure
it never happens again.
Boeing’s existing Employee Incentive Plan
(EIP) is a plan that rewards some employees
but excludes its largest population. This is
wrong. The WTPU’s new EIP and Boeing’s
willingness to consider gain-sharing plans is a
step in the right direction, but if the rewards
fall short, then we will continue to push for an
equitable solution.
If the sale by Boeing of the Wichita plant’s commercial airplane division is handled in a manner
that hurts the employees we represent, then I
will write about it. Boeing has the ability and
the capacity to do right by the people that have
done their best. As a union, we will hold them
accountable to do so.
Does this mean that I think Boeing is all bad?
Absolutely not. There are many great things
that Boeing does for employees that are without
question, very good. But as long as there are
ways to improve the working environments for
the employees SPEEA represents, then I will
focus on those issues and write about them in
this monthly column.
Where credit is due
That said, I hope I never lose sight of those
things Boeing does well and give credit where
credit is due.
As part of his proclamation of Thanksgiving
Day in 1864, Pres. Abraham Lincoln said,
“…while He has opened to us new sources of
wealth, and has crowned the labor of our working
men in every department of industry with abundant rewards.” Though the ‘abundant’ part
seems to be more and more limited to a small
population of CEOs (and I do not believe that
was the Lincoln’s hope for the nation’s future),
there are indeed rewards that many of us have
received during careers at Boeing for which I
am thankful.
I was able to raise my daughter with the wages
and benefits the company provided. As a single parent for the first half of my career at
Boeing, that is not a small thing. I was given
opportunities for personal and professional
growth and development. Many represented
employees have benefited from one of the best
higher education programs available. We were
each given the opportunity to be a part of
something truly great … our nation’s aerospace industry. When I write about areas where
Boeing falls short, it doesn’t mean that I’ve
forgotten the good. Rather, it means I know
the company can, and has, done better. It’s up
to us to remind them.
As I spent Thanksgiving Day with my family,
and look to the coming holiday season, I wanted
to take a moment and say “thanks Boeing” for
helping me and fellow members. I want to end
this column with a request and hope that we
can honor Lincoln’s Thanksgiving proclamation
throughout the year. Specifically, I hope that the
decisions being made now regarding the future
of Boeing will, years from today, have workers
still offering thanks for the rewards that came
from jobs in the aerospace industry.
Local 2001, AFL-CIO, CLC
published monthly by:
• In 1621, the Plymouth Pilgrims (joined by
about ninety Wampanoag tribesmen) held
their first Thanksgiving celebration on Dec.
13. The celebration lasted three days.
• In 1676, the governing council of
Charlestown, Mass., proclaimed
Thanksgiving June 29 (not November).
• In 1789, Pres. George Washington proclaimed Thanksgiving Nov. 26 and did so
again in 1795.
• In 1863, President Lincoln proclaimed the
last Thursday in November as a national
day of Thanksgiving (before that, the president had to make an annual proclamation
naming the day when Thanksgiving was
going to be held; by naming it a national
holiday, it became annual).
• In 1939, 1940, and 1941, Franklin D.
Roosevelt changed Thanksgiving to the
third Thursday in November (to lengthen
the holiday shopping season).
• In 1941, Congress put Thanksgiving back
to the fourth Thursday in November.
• In 1879, Canada proclaimed their
Thanksgiving Day to be the second
Monday in October.
• The average American eats 18 pounds of
turkey a year and consumes 4,500 calories
on Thanksgiving Day.
• Though L-tryptophan is a natural sedative
found in turkey meat and many people believe
it causes sleepiness after a Thanksgiving feast,
the truth is that it doesn't act on the brain
unless you take it on an empty stomach (no
protein present). So it probably isn’t to blame
for your after-meal tiredness.
(contributed by Jennifer MacKay)
Index
Page
Letters to the Editor ............................................. 2
A bicycle, a union and a happy ending .....................4
News Briefs .......................................................... 5
But my pension is guaranteed, right? ................... 6
Employees seek smooth transition if plant is sold .....7
Interested in running for SPEEA executive board .....8
SPEEA puts a face on outsourcing........................ 9
Q/A on gender pay lawsuit draws crowd ............ 10
Research shows engineer burnout .............. 11
Shop “union” this holiday season ............... 12
Periodicals Postage Paid
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Society of Professional Engineering Employees in Aerospace, IFPTE Local 2001, AFL-CIO, CLC
15205 52nd Ave S • Seattle, WA 98188 • (206) 433-0991
Reproduction rights reserved. No part of this publication may be
Volume 46, Number 12; December 2004
ISSN 0194-8687
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$2.00 of the annual membership dues is paid as a year’s subscription to
the SPEEA SPOTLITE.
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
SpotLite
4
DECEMBER 2004
WTPU incentive
plan will address
sale
A bicycle, a union
and a happy
ending
ICHITA – A side letter addressing the need to have an incentive
payout to employees affected by
a plant sale was added to the draft Wichita
Incentive Plan before it was sent to Boeing’s
Chicago headquarters.
M
W
The side letter is designed to ensure that
employees whose jobs are sent to a new company if the Wichita plant is sold receive their
share of an incentive payout.
Originally expected to be submitted to the
Board Boeing of Directors in October, the draft
plan is now slated to be on the board’s agenda in
December. The deadline for Boeing and SPEEA
approval was adjusted to allow the delay.
“We are on target to have it in place by
January,” said Bob Brewer, SPEEA Midwest
director.
The plan is based on calendar year (Jan.
1 to Dec. 31) performance with payout to
employees in February. The first payout of
up to 5% will occur in February 2006.
When the approval process is complete, a
detailed overview will be provided to all
affected employees and plan administrators.
The Wichita Technical and Professional Unit
incentive plan is the first plan of its kind for
salaried employees represented by a union
at Boeing.
By Debbie Logsdon
SPEEA MW Council Chair
y son, James, moved into a group
home at the end of April. A few
months ago, he got a new roommate, David. David is around 24 years old
but looks 16. He can’t talk but is high functioning. He is the sweetest young man you
will ever meet.
David came from a foster home and couldn’t
bring his beloved bicycle with him. This upset
him greatly since the bicycle was an important
part of his life. When I heard about this, I thought
I would go buy him a new bicycle. Then, I wondered if somebody might have a bike in their
garage that is not being used and would donate
it to David. I sent a note out to fellow union
members. I received several offers.
It was very emotional to actually see how kind
our members are and how willing they are to
jump in and make life better for someone less
fortunate. The first bike that was delivered to
David was a little small for him, but he was riding it and happy. A union member asked me
if things had worked out, and I explained that
the bike was actually a little small, but David
was riding it.
This union member went out and bought a
new 26-inch shiny black boys’ bike and two
other union members delivered it to David
at the group home. The members said when
An anonymous donor answered the call for a new
bicycle that’s just the right size for David.
they arrived, David was riding the small bike. The
SPEEA members agreed the bike was too little.
They got the new bike out and David looked at
his caretaker, Jerome, as if to ask ‘is it for me?’
Jerome nodded and said: “Yes, it is yours, David.”
With that, David jumped on the bike and took
off. The new bicycle is a perfect fit. David is a
very happy young man.
David and his three roommates, including my
son, James, usually go to church on Wednesday
nights. The union members who delivered the
bike thought Jerome might have a difficult time
getting David off the bike and to church. By the
way, the smaller bike will be provided to another
client in a group home.
Priority recall works for most, not all
S
WTPU contract
signing
S
PEEA President Jennifer MacKay
and Jeff Clark, Boeing Wichita
Unions Relations director and chief
negotiator, signed the Wichita Technical
and Professional Unit (WTPU) contract in
Wichita on Oct. 25. The contract included
a one-time signing bonus of $1,800 as well
as salary increases, and a commitment to
an employee incentive plan – the first for
salaried, union represented employees.
ince Boeing began significant re-hiring
this summer, the priority recall process spelled out in the SPEEA contract
resulted in hundreds of laid-off members
returning to work. However, some laid-off
members were left behind by the company.
Boeing to get them resolved, including grievances where available,” he said. “We disagree
with the company over how the contract has
been interpreted. If this is not resolved in favor
of the employees, we will push to make this an
issue in upcoming contract negotiations.”
SPEEA monitors the new hire report every
week to match it to the priority recall list,
and follows up on all of the lay-offs that
do not follow the protocol, said SPEEA
Contract Administrator Rich Plunkett.
How the recall process works
“In working this list, we’ve caught some
discrepancies and were successful in getting
Boeing to address these by recalling the laidoff members; and, in some cases getting back
pay,” Plunkett said.
In a couple of cases, Boeing is attempting
to stretch the interpretation of approximate
reverse order, Plunkett said. In yet another
case, Boeing managers hired a single contract labor employee without recalling all
laid-off members in that particular skill.
“In those cases, we are in discussions with
Laid-off members are hired back in the order
they were laid off in their specific skill (most
recent layoffs are the first to go back). The laidoff members are solely responsible for keeping
their priority recall status current.
That involves sending a letter to Boeing twice a
year to say they are still interested in returning
to their previously held skill at Boeing. SPEEA
sends reminder letters to laid-off members to
assist them in this regard.
SPEEA staff each week review the new hire list
compared to the laid-off member list to make
sure Boeing exhausts the priority recall list for
each job code before hiring new employees or
bringing in contract labor.
5
SpotLite
DECEMBER 2004
Jumping through Boeing ethics to
work at Labinal
News Briefs
Irving all-member meeting Dec. 8th
continued from the cover
Boeing officials told the Wrights that Patty’s
new job would result in a “conflict of interest.”
Given the job Frank holds in customer service,
the Wrights were told Patty’s new job at the
Boeing supplier, Labinal, would put the couple
in violation of Boeing’s new ethics rules.
“Boeing is just one piece of my life, but it is the
piece that has been consuming everything else
for me and Frank, because they can’t figure out
what they are doing,” Patty said. “I’m just one
person trying to survive. I have to wonder how
many other people are going through this and
haven’t said anything.”
Part of the irony is that the work Patty will do
at Labinal was previously done by Boeing. That
changed when, in April 2003, Boeing sold its
Corinth, Texas, wire shop to Labinal. Boeing
outsourced much of the remaining wiring work.
Labinal’s plant in Everett works on the 767 and
recently received a contract for the 7E7. Labinal
also does work for the Boeing 717, Lear and the
Airbus 320, 330 and 340.
“This is an example of the unintended effects of
outsourcing,” said Rich Plunkett, SPEEA contract
administrator working with the Wrights. “It also
points out how average workers are paying the price
for the ethical missteps of Boeing executives.”
Laid off for 18 months
The past 18 months have been rough in the
Wright household. After being laid off, Patty took
advantage of a retraining program and went to
work as a medical administrator. The salary was
a fraction of what she earned at Boeing. Recently,
her hours were cut to half-time, so when the job
offer came from Labinal, she jumped. So excited,
she called Frank at work.
“I had been through the ethics training and went
to work the next day with a pang of conscience,”
Frank said. “I talked with my manager and
filled out all the ethics paper work and figured
it would all work out.”
The word back from Boeing ethics was straightforward. Frank could not stay employed at
Boeing or perform his current work statement
if Patty worked for Labinal.
“I had to either quit or transfer,” Frank said.
The news devastated Patty.
“I cried. I was not at Boeing and yet Boeing
was stopping me from surviving,” she said. “I
called Labinal and told them I couldn’t come
to work. The manager at Labinal said he would
call Boeing.”
Two rounds of mitigation plans
An initial mitigation plan offered little recourse.
I
RVING, TX – The Irving Negotiations
Team is holding an all-member meeting
on Wednesday, Dec. 8th. The meeting
is scheduled as a lunchtime meeting at the
plant. Bob Brewer, SPEEA Midwest director, along with the Irving team and Council
Reps, will provide represented employees
with an update on preparations for formal
negotiations with BAE Systems.
According to Frank, it essentially prohibited
him from speaking to anyone in his group of 16
co-workers. Patty’s new manager offered to help
by assuring Boeing she would not be involved
in discussions regarding work placement from
Boeing. The company let Patty’s starting date
slide to give time for the couple, married 18
years, to find a solution.
Frank and his manager drafted a second
mitigation plan. This one offered additional
assurance that Frank will not be included in
any discussion concerning work placement
or service bulletins to Labinal.
Main Table talks with BAE are scheduled
to start the third week of January. The contract expires Feb. 2nd, 2005.
Dependent coverage needs
update
On Friday, Nov. 12, a representative from
Boeing Ethics called Frank and said the second mitigation plan is acceptable. He immediately called Patty to give her the news.
E
mployees at The Boeing Company
with dependent coverage under
any Boeing supplemental life or
Accidental Death and Dismemberment
(AD&D) have until Jan. 1 to specify which
dependents you want to cover or lose coverage for those dependents. To avoid losing
coverage, enroll online or by telephone and
provide the name, Social Security number
and birth date of each individual you want
to cover.
Appreciative for the assistance provided by
SPEEA contract administrators, Frank said
it’s nice to know the system can work. “It
works slowly, is sometimes painful, but it does
work,” he said.
Former Boeing employee Patty Wright started
work at the Labinal Corporation in Everett the
week of Nov. 15. She is working on wiring for
the Boeing 767.
You can do this on the “Your Benefits
Resources” web site or by calling the Boeing
Service Center at: 1-866-473-2016
Union Plus®
Mortgage
AIL dropped as discounter
T
he SPEEA Executive Board recently
dropped the Altig Agency, an agency
for American Income Life Insurance
Company, from the SPEEA member discounter list. The action, which removes the
agency from the online list of SPEEA discounters, comes after a number of members
complained about Altig agents’ efforts to
sell insurance to represented employees.
Strengthen Your Union
by adding the Union Plus
Mortgage Benefit to your
home one of two ways:
Member comments about discounters are
reviewed regularly by staff and the Executive
Board Communications Committee.
1) Refinance your current
home mortgage
2) Purchase a new home using
the program benefit
Health care story update
R
To find out more about the No Cost
Strike, Unemployment & Disability
Protection provided by:
Union Privilege
IFPTE and SPEEA:
Call Area Coordinator
Eddie Anderson
1-800-826-7888 ext.216
PAID ADVERTISEMENT
Conflict of interest?
epresented employees are reminded
to check a hospital’s acceptance as
an “approved provider” under their
medical plan before scheduling elective
procedures. As an example, the Regence
Network sets patient responsibility for
hospitals within the network at 5% while
patient responsibility at hospitals outside
the network is 40%.
An upcoming Spotlite article will feature
more details.
6
SpotLite
DECEMBER 2004
Transfer freezes
SPEEA members’
pension benefits
By Karen McLean
SPEEA Staff
B
ob Murphy worked for McDonnell
Douglas (MDC) in California, but
the day Boeing officially merged
with MDC, Murphy’s Flight Operations
Engineering team began reporting directly
to leadership in Puget Sound.
“When it came time to consolidate the
group in one location, I was asked and was
assured this was merely a location change
and that all my benefits would continue,”
he said. “I have over 19 years in the Heritage
plan and now the pension benefits in that
plan are frozen at the level they were when
I transferred.”
The same thing has happened to about 100plus SPEEA members who transferred from
MDC since 1997. Although it looks like
they fell through the cracks, SPEEA continues to work with the members and Boeing
representatives to raise the level of awareness and get this resolved. SPEEA recently
hosted meetings with affected members and
Boeing.
Murphy’s experience is reflected in many of
the letters that members wrote to SPEEA
about losing the ongoing accrual in their
heritage pension plans. “This doesn’t seem
fair,” Murphy said. “It’s as if I’ve quit and
then was rehired.”
Three Boeing representatives met with
a total of about 40 people at meetings in
Everett and Renton. The company representatives explained that retirement plans
had been combined more favorably for
other groups at Boeing, but it was not their
intent to leave anyone behind in terms of
retirement benefits.
The managers at the meeting said they
expect the Boeing benefits committee to take
another look at this issue. We understand it
would be their responsibility to construct
an argument for the committee to review.
SPEEA has offered to help provide material to persuade the committee to come to a
favorable decision.
Gordon Sandell made the decision to move
his family to Everett even though he was in
his late 40s at the time. “Retirement benefits were a big consideration in preferring
a Boeing solution to looking for a position
outside.”
Sandell, who now works on the 7E7 avionics team, estimates that if he retires at 65,
he will lose about $1,000 per month if his
continued on page 10
But my pension is guaranteed, right?
By Stan Sorscher
SPEEA Staff
T
he average age in our
bargaining units is
nearly 50 years. As
those members approach
retirement, they pay more
attention to pension and
retiree medical benefits,
which some people refer to
as “lifeboat” issues.
PBGC Guaranteed plans
PBGC Guaranteed plans
Employers increasingly shift
medical costs to workers,
but on the pension side,
we are also seeing employers unable or unwilling to
continue funding promised
benefits. Airlines, steel companies and others have used
bankruptcy or the threat of
bankruptcy to reduce pension benefits.
Traditional “defined benefit” pensions are funded
by employer contributions.
That is, the employer
promises a specific pension
benefit and accepts the risk
of investing pension trust
funds to cover those future
expenses. If the trust fund
assets exceed obligations,
then employers receive
accounting advantages. If
the trust fund assets fall
below obligations, employers are required to pay into
the trust funds.
PBGC plans
Government
protection
Over the last few decades,
hundreds of pension plans
failed, and were taken over
by PBGC (Pension Benefit
Guaranty Corporation) – a
government agency created
in 1974 to protect workers’
pensions.
PBGC collects small payments from about 30,000
pension plans nationwide.
When troubled plans are
taken over, PBGC makes
up some, but not all, of the shortfall.
Protecting the protector
But what happens when PBGC needs money? In the dot-com boom, pension trust funds prospered, and PBGC’s investments did well, also. (See Figure 1.) The bubble burst, and PBGC
suffered with the rest of the investors, with historically bad results in 2002 and 2003. PBGC
officials recently projected somewhat worse conditions for 2004.
continued on page 7
7
SpotLite
DECEMBER 2004
Employees seek smooth transition
if plant is sold
W
ICHITA – A group of labor representatives was recently informed by
plant executives that “everything will
be looked at” as efforts continue to cut costs at
the Wichita plant.
The declaration was made
during a meeting with representatives of the Coalition
of Labor Unions at Boeing
(CLUB) and Jeff Turner,
vice president and general
manager of the Wichita
plant. Boeing is currently
negotiating to sell the
commercial airplane division of the plant.
the expense of workers, even as the economy
starts to rebuild and Boeing profits increase, is
a disappointing signal, Brewer said. The most
recent quarterly net earnings for Boeing were
$456 million, an increase of 78% from the
same period last year.
“There are many ways
to realize additional
cost savings,” Brewer
said. “To jump to the
conclusion that you
must attack employee
wages and benefits in
order to make this happen is the wrong decision to make.”
The meeting resulted after
five labor unions representing employees at the
Wichita plant requested
a meeting with Turner in
a joint letter of solidarity.
Unions had hoped the
meeting would be a first
step toward a smooth
transition to a new owner.
Union representatives used the recent sale to BAE
Systems as an example of a smooth transition.
“The transition at Irving plant was very successful,”
said Bob Brewer SPEEA Midwest director. “The
sale to BAE Systems is a great model to follow.”
Turner informed the CLUB that everything would
be looked at in the event of a sale in Wichita.
Material, overhead and labor costs will get close
looks. It is expected that new Collective Bargaining
Agreements will be negotiated if the sale of BCA in
Wichita is announced.
The continued emphasis on cutting costs at
The unions emphasized
their message of employees standing together and
having earned respect
from the company. They
asked Turner to take
the ideas and thoughts
expressed at the meeting
to the Boeing decision
makers.
“Employees made the Wichita plant productive and profitable for The Boeing Company,”
Brewer said. “They will do the same for a new
company.”
Negotiation
Team orientation
seminar
Y
ou still have time to sign up for an
orientation session if you are interested in running for the Puget Sound
Negotiation Team. Orientation sessions will
be held from 5 to 6:30 p.m. in the SPEEA
Tukwila office, Tuesday, Dec. 14, and in
Everett on Thursday, Dec. 16. Please RSVP
– Tukwila (206) 433-0991 or Everett (425)
355-2883.
In addition to attending one orientation
session, you must submit a complete application to the SPEEA office at Tukwila or
Everett by Friday, Dec. 17. You will find
the application form at www.speea.org
The Negotiation Team Nominating
Committee will interview applicants in
January and present a slate of nominees at
the Feb. 10 Northwest Council meeting. The
Bargaining Unit Council Representatives
(Professional Unit and Technical Unit) will
choose their respective negotiation team
members.
Team training and preparation for contract
negotiations begins soon after the teams are
chosen. Puget Sound contracts expire Dec.
1, 2005.
In addition to Turner, copies of the letter initiating the meeting and the unions’ desire for
a smooth transition, were mailed to federal
and state political leaders, including Kansas
Gov. Kathleen Sebelius. The unions, including SPEEA-IFPTE, are continuing their joint
efforts to push for a smooth transition that
protects the interests of employees, Wichita
and Kansas.
But my pension is guaranteed, right?
continued from page 6
Boeing Pension Plans
Boeing has two large pension funds, with about
$10 billion each in assets. There are four billion-dollar-plus-size heritage funds from BNA
and McDonnell Douglas, and a collection of
smaller ones. Taken together, they represent over
$30 billion in assets – one of the largest singleemployer trusts in the country. (See chart.)
Protect employees’ interests
SPEEA members always place high priority on
retirement issues in our contract negotiations.
I expect this to be a top issue in 2005.
Federal law requires employers to keep pension plans healthy, but troubled companies
with insufficient resources may choose to pay
creditors and shareholders before honoring
retirement promises. Our elected officials
need to hear from us that we expect retirees to
be treated at least as well as other stakeholders
in a company’s business affairs.
SPEEA retirees should make use of the ERS
(Engineering Retirees Society), which has
educated retirees and advocated for their
interests under SPEEA-sponsorship for many
years. For more information about ERS, go
to www.speea.org and look under “how to
join.”
PAID ADVERTISEMENT
8
SpotLite
DECEMBER 2004
Interested in running for SPEEA
Executive Board?
Campaigning for SPEEA office
Federal law requires labor organizations to
comply with all reasonable requests of any
candidate to distribute campaign literature,
at the candidate’s expense, to members in
good standing of the labor organization.
The labor organization must refrain from
discrimination in favor of or against any
candidate with respect to distribution of
campaign literature and the use of lists of
members.
T
he four regional vice president positions
on the SPEEA Executive Board are up
for election in February 2005. If you’ve
been a SPEEA member for at least the past two
years and are interested in running, you may
want to start planning now.
Candidate petitions are due by Jan. 26. All members will vote on their regional vice president (three
serving the Northwest and one in the Midwest).
Ballots are mailed by Feb. 23. (See deadline schedule on this page for more details).
Federal law also prohibits candidates for
union office from utilizing union or company resources in the conduct of their
election campaigns. This means it is inappropriate to campaign on company time or
use employer (or union) resources such as
paper, copy machines, fax machines, mail
or email. Campaign literature should not
be posted on union or company bulletin
boards.
More about the Executive Board:
Seven members comprise the SPEEA Executive
Board – president, secretary, treasurer and four
regional vice presidents. Board members serve
staggered two-year terms of office, beginning
the fourth Wednesday of March.
The prohibition against using employer (or
union) resources to promote candidates for
union office applies to ALL situations where
resources are used to promote a candidate(s),
regardless of whether the party using the
employer (or union) resource is running for
union office.
The Board administers the affairs of the organization according to governing documents
established by the membership and Council.
Through meetings generally twice a month,
the Board:
NOTE: If a candidate wishes to conduct a
mailing to union members, it must be conducted (at the candidate’s expense) by either SPEEA
staff or a bonded mailing house. Mailing labels
are never provided directly to a candidate.
• Prepares the annual budget
• Monitors expenses
• Directs SPEEA’s activities through the
executive director
Board members also serve as the interim negotiation team for any interim negotiations that may
occur between formal bargaining sessions.
The regional vice presidents:
• Represent their regions
• Coordinate between the Executive Board
and Regional Councils
• Oversee legislative actions
• Assist the Regional Council in interacting
with the employer
• Assist in coordination and communications between members, Executive Board
and Negotiation Teams within their
region.
How to apply:
If you are interested in filing for the SPEEA
Executive Board election – and meet the minimum qualification (SPEEA membership continuously for at least two years) – pick up the
petition at the SPEEA office (or call (206) 4330991 for one to be mailed to you).
Nominations for the Executive Board will be
made by petition, signed by 20 or more regular
members of SPEEA, within the region. Petitions
must state the Executive Board position sought,
and must include the signature of the nominee
to signify the nominee’s consent.
SPEEA will begin collecting petitions at SPEEA
Tukwila office no earlier than Wednesday, Jan.
12. The filing deadline is 5 p.m., Wednesday,
Jan. 26.
About the ballot package
Candidates will be asked to submit a photo, a
25-word-or-less qualification statement, and
a maximum 250-word platform statement for
inclusion in the ballot package. Also included
in the mailed-out ballot package will be a pamphlet containing five questions determined by
the SPEEA Council, along with candidates’
answers (limited to 1,000 words total).
Executive Board ballot packages will be mailed
to eligible members by Feb. 23. Ballots will be
counted March 9, and the new Board members will take office Wednesday, March 23.
For more information
Contact one of the current Board members, a
former Board member or staff for more information on what is involved in being on the
SPEEA Executive Board.
PAID ADVERTISEMENT
Schedule of Executive Board election events
Petitions due at SPEEA Tukwila
No earlier than Jan. 12, but no later than
5 p.m., Wednesday, Jan. 26
Platform statements and
photos due at SPEEA headquarters
By 5 p.m., Monday, Jan. 31
Ballots mailed to eligible members
By Wednesday, Feb. 23
Deadline for ballots:
Tellers count ballots
Noon, Wednesday, March 9
New Executive Board
members take office
Wednesday, March 23
9
SpotLite
DECEMBER 2004
SPEEA puts a face to outsourcing
By Karen McLean
SPEEA Staff
O
LY M P I A –
SPEEA members
and staff testified
before the Washington
State Senate Commerce
and Trade Committee in
Olympia.
SPEEA Legislative
Director Kristin Farr and
Stan Sorscher, SPEEA
staff, gave a presentation
on how Boeing’s attempts
at offshore outsourc- Stan Sorscher and Kristin Farr testify on
outsourcing.
ing affects workers, the
community and product
quality. Cynthia Cole,
SPEEA Executive Board
regional vice president,
and Steffon Gillyard, a
SPEEA member active
in the area of Commercial
Aviation Services that was
subject to outsourcing,
were invited at the meeting to share their perspectives.
• Look for direct commitments for domestic investments
• Pass legislation
prohibiting the
offshoring of state
government jobs
Sorscher, who has
also testified at the
federal level on behalf
of SPEEA, discussed
what could happen
if globalization continues to be purely
profit driven, with a
focus on short-term
shareholder value.
“ Market forces are
powerful and efficient, but totally out
of balance,” he said.
That will lead to huge
trade deficits that will
lower the standard of
living for the majority of Americans.
“The Senate committee
hadn’t heard from the Cynthia Cole and Steffon Gillyard testify
Cole gave her perspective
workers’ perspective,” at the Senate hearing.
as a Boeing engineer. “It’s
Farr said. “SPEEA is glad
hard to integrate final
to have the opportunity to be the first to appear assembly when you have questions and concerns
in a formal setting to share our concerns about about the parts coming from Boeing partners
current trends in offshore outsourcing.”
overseas,” she said.
At the work session Oct. 26 with Sen. Jim Gillyard, who testified at a previous outsourcHoneyford (R-15), chair, Sen. Karen Keiser ing hearing in Olympia, worked under the
(D-33) and Sen. Rosa Franklin (D-29), Farr shadow of outsourcing until Boeing leadertalked about Boeing’s quest for “cheaper” and/or ship responded to employee input. “I’m not
“smarter” labor and the hidden costs to outsourc- an economic theory, I’m not an educational
ing technical design work to a country where theory. I’m a person who has lived it (outsourclanguage and experience are both barriers.
ing) and it affects lives in a dramatic way.” He
urged the Senate to “think out of the box” and
For next steps, the senators were urged to:
invite members of labor unions to the table to
• Develop incentives for investing in Washington discuss possible solutions.
state and its workers
SPEEA members and staff also testified at
• Question legislation that protects corporations the Washington State House work session in
without accountability measures
Everett, Nov. 17.
Zervas-Berg named Ed Wells co-director
Sophia Zervas-Berg is named Boeing co-director of the Ed Wells Initiative.
She replaces previous Boeing co-director Pam Eakins.
Her most recent assignment was the Skill/Functional manager for Commercial Airplanes Payloads
supporting the Payloads and Structures organization.
The Ed Wells Initiative is a jointly administered program by SPEEA and Boeing. As the company
seeks to continuously refine and expand its technical capability, the Ed Wells Initiative helps
enhance technical excellence through education, training, and career development.
Labor history
tidbits for the
busy shopper
By Ross Rieder
President, Pacific Northwest
Labor History Association
F
or our final month of 2004, we pass
briefly over a number of labor history events of note.
• Dec. 1, 1930, the Kellogg Cereal
Company adopted a six-hour work
day as a method of keeping people at
work during the Great Depression.
• Dec. 3, 1910, the Industrial Workers
of the World (IWW) formed the
Brotherhood of Timber Workers —
many of whom became part of that
pack of “such a lot of devils” in the
1917 strike of 50,000 lumberjacks.
• Dec. 4, 1970, Cesar Chavez was
jailed for refusing to end the grape
boycott.
• Dec. 5, 1955, the AFL and the CIO
merged into the peak body of American
labor.
• Dec. 6, 1906, the IWW conducted the
first U.S. sit-down strike at General
Electric (GE) in Schenectady, NY.
• Dec. 9, 1869, the Knights of Labor
formed.
• Dec. 14, 1890, Seattle National
Association of Letter Carriers was
chartered – probably the first public employee union in Washington
state.
• Dec. 15, 1906, Seattle Metal Trades
Council was chartered.
• Dec. 22, 1919, the U.S. deported 250
alien “radicals.”
• Dec. 23, 1908, American Federation of
Labor officers were found in contempt
of court for urging a labor boycott.
• Christmas Eve, 1934, Laborers 276 of
Bellingham, Wash., was chartered.
• Dec. 28, 1879, Jimmy Duncan, leader
of the Seattle Central Labor Council
in the teens and twenties of the 20th
century, was born.
• Dec. 29, 1925, Electrical Workers
Local 77, public and private utility
workers, was chartered.
And that’s a few items of our labor history you probably won’t hear about on
the History Channel.
10
SpotLite
DECEMBER 2004
Q/A on gender pay Wichita adds staff to
lawsuit draws
support members
ICHITA – Debbie Shepard recently “I’ve learned a lot in the past year about how
crowd
moved into the newly added contract SPEEA works for our members,” Shepard said.
T
UKWILA – Attorney Leslie Hagin gave
a crash course in the class-action lawsuit
that affects about 28,000 women who
worked at The Boeing Company’s Puget Sound
facilities in the past several years.
The Nor thwest
Women’s Advocacy
Committee (WAC)
invited Hagin who
spoke to about 50
people at the Tukwila
office Nov. 15. Hagin
gave an overview and
answered general questions about the lawsuit,
Leslie Hagin
Beck v. Boeing, involving pay and overtime disparity for women.
The lawsuit filed in 2000 by McNaul, Ebel,
Nawrot & Helgren of Seattle ended in a negotiated settlement with Boeing prior to going
to trial in May of this year. The period for
appeal recently ended, and now the settlement
can move forward with a total payout ranging
from $41 to $72 million, Hagin said.
Eligibility applies to SPEEA-represented
techs, hourly (IAM) and non-union (nonexecutive) salaried Boeing women at any time
since February 1997 at Puget Sound locations. That includes women who changed
jobs to non-eligible positions after that time,
or left the company for any reason (lay off,
retire or quit, for example).
Although the dollar amount will vary
depending on several factors, Hagin said
she expects eligible women who file a claim
to receive a minimum of $500.
The forms will be mailed to those eligible in
mid-December to early January. Hagin said
the form includes a deadline giving women
some specific period of time to reply (which
will be noted on the claim form that class
members receive). Late responses will not
be eligible. Hagin suggests mailing the claim
form in as soon as possible to the claims processor via certified mail.
The settlement also calls for “systemic”
changes at Boeing in current and future salary planning to stop perpetuating the gender
gap in pay, Hagin said. “We think that will
have one of the biggest impacts,” she said.
NW WAC will host a meeting with Hagin at
the Everett SPEEA office, Dec. 13, from 5 to 7
p.m. Refreshments will be provided. Seating
is limited, please RSVP: (425) 355-2883.
For more information on Beck v. Boeing, go
to: www.mcnaul.com
W
administrator position in the Wichita
office and Sandy Early joins the Wichita staff as
office administrator as of Dec. 6.
“That builds a foundation for my ability to help
serve members as a contract administrator.”
“With the pending sale in Wichita
and upcoming negotiations for the
Wichita Engineering Unit (WEU)
and Irving, Texas, members, SPEEA
elected leaders chose to enhance the
coverage we provide to our members,” said Bob Brewer, SPEEA
Midwest director.
Shepard joined the Midwest office in
October 2003. Prior to SPEEA, she
worked at The Boeing Company’s
Wichita plant as a maintenance analyst III. Laid off in January 2002, she
returned to Wichita State University
to finish her bachelor’s of science
degree in business administration
with a minor in management.
Debbie Shepard
Early is moving from SPEEA headquarters in Seattle to Wichita. She
brings 14 years experience in customer service and office administration – including serving as legislative
secretary in Washington state for the
King County Hearing Examiner’s
office. Her background includes
work as a dispatcher for 911 calls and
news director for a radio station.
Early took meeting minutes for
both the SPEEA and Northwest
Council meetings as well as joint
SPEEA-Boeing meetings, supported the Governing Documents
committee, processed membership applications, maintained the
SPEEA discounter list and other
administrative support.
Shepard has more than 20 years business experience, including banking
Early is noted for her strong writSandy Early
ing skills, attention to detail and her
and municipal government. Shepard
is noted for her strong management skills, focus on positive focus on the members.
customer service and organizational abilities.
Early has personal ties to the Midwest, which
Shepard managed the front office in Wichita is one reason why the opening appealed to
which included responding to members’ calls and her, but she also wanted to grow her career
e-mails, scheduling meetings, processing the mail with SPEEA. “This opening gives me a chance
and bills, and coordinating events and activities to broaden my professional skills and get to
in support of the committees and members.
know our Midwest members,” Early said.
“I’m glad I can make this move.”
Negotiations
2005
Dates are expiration of
current contracts.
Wichita sale – ?
Irving – Feb. 3
Puget Sound Professional – Dec. 1
Puget Sound Technical – Dec. 1
Wichita Engineering – Dec. 5
Transfer freezes SPEEA
members’ pension benefits
continued from page 6
pension benefits remain frozen. “That is a significant loss and a shabby way to be treated
for the sacrifices we made in coming here,”
Sandell said in his letter to SPEEA.
Many members expressed frustration that they
thought the pension benefits would seamlessly transfer instead of getting frozen. “We
made sacrifices . . . in transferring to Seattle
and were assured by management that it is
the same company and NOTHING would
change,” said a member in Renton. “We acted
in good faith and did not get these questions
specifically answered at this time,” he said.
Frank Celli went through a lot of career
upheaval, but says he’s happy overall with his
job in Everett. He is, however, still frustrated
by the benefits issue, which unfairly singles
out a certain group. “I do believe our situation has fallen through the cracks,” he said. “I
am a firm believer that all employees should
be treated equally and fairly, and it is quite
apparent this is not the case here.”
11
SpotLite
DECEMBER 2004
Research shows engineer burnout
By Karen McLean
SPEEA Staff
T
UKWILA – What Jill Jacobson discovered in her research about Boeing engineers may come as no surprise to about
50% of that population. Her study concludes
that aspects of burnout may affect about half
of the engineering group.
Although she doesn’t diagnose the causes, she
does offer several ways to deal with burnout
– ranging from taking better care of yourself to
improving communications at work and possibly changing jobs.
Jacobson, who recently completed her Ph.D. in
clinical psychology at Seattle Pacific University,
presented her findings to SPEEA this fall. Jacobson
also has a master’s in business administration.
She sent a survey via an anonymous mailing list of
about 1,000 SPEEA-represented engineers. The
315 responses generated a sample size of healthy
statistical power. “Because of the response rate,
I can say – yes – a lot of Boeing engineers are
experiencing burn out,” she said.
Cost of burnout
She believes both the company and individuals
should care about burnout. For the company,
burnout not only means less-effective employees, it can lead to turnover and difficulty in
recruiting new people to the work. And burnout undermines profit.
Burnout also leads to a loss of creativity, she
said. “How do you come up with ideas to make
things cheaper and better if your creativity is
dampened?”
People who suffer from burnout face not just
mental, but physical problems such as weight
gain. Other physical symptoms include problems
with eyesight, tense muscles, ringing ears, headaches, stiff joints, skin rashes and an exhaustion
that doesn’t go away after a good night’s sleep.
Why Boeing engineers
She targeted engineers based on her experience
working for 23 years at Boeing, where she worked
in the finance/procurement area and estimating.
She also worked as a process analyst supporting
organizational consulting and coaching for the
767 engineering group before retiring.
At Boeing, she relied on engineers’ input in
making pricing decisions. “I would watch these
engineers work on the fly and be able to account
for so many details,” she said. Engineers liked
their work and they worked hard demonstrating
a level of passion not seen in others areas, she
said. That planted a seed for her research.
Despite extensive data research, she didn’t find
any other study targeting burnout exclusively to
engineering. “It’s time that they are heard,” she
said.
Her goal was to identify whether burnout was in
fact prevalent among Boeing engineers based on
a four-part questionnaire measuring exhaustion,
cynicism and professional efficacy.
Results of burnout survey
Her results showed an elevated level of exhaustion, a moderate level of cynicism and a good
level of professional efficacy (what Jacobson
calls pride of ownership in your work). The
combination of results, particularly exhaustion, led her to conclude a large group of
Boeing engineers are experiencing burnout.
Her ultimate goal with this research is to
help Boeing realize the valuable investment
they have in the engineering and technical
workforce and take steps to reduce burnout.
“Avoiding burnout is not only a social obligation; it is vital to the well being and growth
of the company.”
While nothing completely buffers against the
exhaustion component of burnout other than
not over working, Jacobson does say what’s
most effective in helping ward off burnout in
general. “It’s not necessarily whether you’re
married or your degree of spirituality; it’s
about having friends,” she said. The social
support of friends is statistically significant
in preventing burnout.
After completing this research, Jacobson said
she would like to pursue more research into
this subject because of the connection between
the mind and health. She believes that awareness of burnout is a first step toward her number one rule in life – to take care of yourself.
Jacobson can be reached at (206) 778-3458.
Take care of yourself
• Limit overtime (negotiate with your boss
and/or co-worker to split the OT)
• Make your home life less hectic
• Take a relaxing vacation
• Take your lunch away from your desk
• Take morning and afternoon breaks away
from your desk
• Exercise, even if it’s just a daily walk outdoors
• Spend at least one hour a week in a social
group setting
Members recall
757 memories
R
ENTON – When the first 757 took
its first flight in February, 1982,
Ron Wodtli witnessed the event. As
Boeing bid farewell to its last 757 on Oct.
28 in a special ceremony, Wodtli, a SPEEA
Council Rep, joined the crowd.
Wodtli recalled with nostalgia that first take off.
“It was really neat to see it screaming down the
runway,” he said. “When those front wheels
went up, everyone burst into applause.”
The final ceremony featured the 1,050th 757
ready for delivery to Shanghai Airlines. The
ceremony included guest speaker such as Lew
Wallick, test pilot for the 757, who called it
one of the best planes Boeing built.
About 5,000 came to the ceremony which
also featured Boeing Commercial Airplanes
CEO Alan Mulally, Carolyn Corvi, vice
president for 737/757, and Renton Mayor
Kathy Keolker-Wheeler who presented a
proclamation declaring Oct. 28, 2004 as 757
day. Because of the crowd size, a large screen
projected the speakers in the darkened factory floor – creating a mood like a stadiumsized rock-concert.
“I was in the 757 Wire Installations and
Wire Design Groups at the beginning of the
program. This program brought changes in
the kind of databases that we were able to use
for our ‘drawings.’ We were the first program
to directly input data to the WIRS (Wiring
Information and Release System). This was
a very large cultural change in engineering.
Keyboarding was not a skill that many engineering employees had at that time.
Sharon Moats
757 Wire design focal
• Consider counseling to help you clarify
your goals
I was one of three lead engineers for the
design of 757 electrical wiring, and was
fortunate to be among the first designers on the program. The people were
wonderful. They were enthusiastic and
intent on incorporating lessons learned
from other projects they had worked
on. Our leadership was also top notch
– with legendary engineers like Jim
Copenhaver, Walt Gillette, Phil
Condit among them.
(Source: Jill Jacobson, Ph.D., M.B.A.
clinical and organizational psychology)
Ed Walker
retired Boeing 1998
• Volunteer for training that’s different from
what you’re doing now
• Learn how to ask for what you want/need
in your career – whether it’s training or
appreciation or a change or specific support
12
SpotLite
DECEMBER 2004
SPEEA Holiday
Outreach Fund to
help laid-off families
I
t’s that time of year again, when SPEEA elves are busy shopping
to make the holidays a little brighter for laid-off SPEEA members’ families.
This holiday, more than 50 children will receive something under their tree from SPEEA. Their
parents responded to a letter sent by SPEEA requesting their kids’ wish lists. SPEEA members
and staff will deliver the presents in mid-December.
Thanks to those who have already contributed to this special fund. If you’d like to make a
donation, please send a check made payable to SPEEA Holiday Outreach Fund and send it to:
SPEEA, c/o Robin, 15205 52nd Ave. S, Seattle, 98188.
Shop “union”
this holiday season
H
elp build a stronger economy this holiday season by
looking for the union label
during your holiday shopping.
ping season of the year and, therefore, offer the best
opportunity to wield
our buying power in
support of good jobs.
With manufacturing and now many
white collar jobs going overseas or
being outsourced to non-union
workers, we all need to do our part
to support products that carry the
union-made label.
Buying union made
products this holiday
season recognizes and
respects the represented
employees, co-workers, relatives, neighbors,
friends and the buying
public who share our
communities. Please help
throughout the Christmas,
Hanukkah and Kwanzaa
holidays.
U.S. Department of Commerce
figures show consumer spending accounts for 68% of the $10
trillion U.S. Gross Domestic
Product, giving shoppers enormous power over the economy
and labor market. The winter
holidays are the biggest shop-
Santa
at
SPEEA!
A
re you planning to visit Santa this
year? Skip the crowds at the mall
and enjoy the camaraderie of fellow union members with Santa at SPEEA
offices in Tukwila and Everett on Saturday,
Dec. 11, between 10 a.m. and 3 p.m. You
can sign up for a time slot, although walkins are also welcome. You will get a digital
photo and have the option of bringing your
own camera. To sign up, contact the SPEEA
Tukwila office at (206) 433-0991 or SPEEA
Everett at (425) 355-2883.
Local 2001, AFL-CIO, CLC
Society of Professional Engineering Employees in Aerospace, IFPTE Local 2001, AFL-CIO, CLC
15205 52nd Ave S • Seattle, WA 98188
Volume 46, Number 12 (ISSN 0194-8687) December 2004
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