New ‘Urgent Care
at Home’ benefit
SPEEA-represented employees and their dependents enrolled in a Boeing BlueCross BlueShield of Illinois (BCBSIL) administered medical plan may now participate in the
‘Urgent Care at Home’ program, administered
‘Urgent Care at Home’ offers 24-hour access to
urgent medical care for non-work-related minor
illnesses or injuries in the privacy of home. The
program is available every day of the year at costs
similar to an office visit.
While a primary care provider (PCP) is often the
best bet for directing care, employees and their
dependents can use Urgent Care at Home in
cases when you can’t reach your PCP, especially
with after-hours needs such as a woman’s urinary
tract infection; nausea or vomiting; or a child’s
Providers are board-certified physicians and
registered nurse practitioners who are specifically trained to deliver medical care outside of
the traditional clinic setting. Care is provided
by phone or webcam in Washington, Oregon
and California, and by house call in certain
To access the program, choose one of the fol-
• Visit boeing.carenamd.com (check
here to determine cost per plan)
• Call toll-free at 855-935-WELL
• Call Boeing TotalAccess at 866-473-
2016, and say, “Urgent Care at Home”
when prompted for your BEMSID
More details about the Urgent Care at Home
program went to employees’ home mail.
This is one of many specialty care and well-being
programs now available as a result of the most
recent SPEEA contract.
Based on the annual recalculation of SPEEA dues, the monthly SPEEA dues rate for 2018 is $48.33. The adjusted rate
begins Feb. 8.
The calculation is based on a percentage of the
average hourly rate of all the SPEEA bargaining
units combined. Per the SPEEA constitution,
the dues are set at 85% of the average hourly rate.
SPEEA/Boeing joint statement
Salary Adjustment Funds for 2018
Boeing and SPEEA, IFPTE Local 2001, announced the 2018 salary adjustment funds for employees in the union’s
Professional and Technical bargaining units.
After reviewing the adjustment pools resulting from
agreed upon data, Boeing recognized the need to
go above and beyond contract requirements for
salary pools to retain expertise and experience in
the workforce. The additional adjustment results
in a 3.2% salary pool for engineers with an additional 1.8% lump sum for all employees in the
Professional Unit. The salary adjustment pool for
Technical Unit employees is the full 5%.
As adjusted, the salary pools meet the contractual
requirement to keep Professional Unit members
at or above 115% of the market and Technical
Unit members at or above 121% of the market.
Based solely on the market comparison outlined
in the Professional contract, the salary adjustment fund for engineers would be 1%. The market comparison determined Technical employees
were eligible for a 5% salary adjustment pool.
“This salary fund will allow us to recognize the
importance of the contributions made each day
by our engineering and technical employees,”
said Todd Zarfos, vice president of Engineering
Functions, Washington Design Center and
senior chief Engineer of Systems.
“We agreed to contracts that provide rates of pay
above the market and Boeing continues to work
with us to assure compliance with the letter and
intent of our negotiations,” said Ray Goforth,
SPEEA executive director.
Ryan Rule, SPEEA president, added: “This is
appreciated, and I believe, another reflection of
the improved relationship we’ve been developing.”
Boeing and SPEEA negotiated the contracts for
engineers and technical workers in February
2016. The contracts include a provision that
salary adjustment funds are established from a
pool of money of 5%. The pool is then divided
into two types of funds, one for salary adjustments and one for lump sums.
The size of the salary adjustment fund is then
determined by comparing the average salary of
Boeing’s employees in those units to the average salary of comparable employees in the market, with the annual Mercer-SIRS High Tech
Company salary survey providing the standard.
Thresholds for the salary adjustment funds allow
average wages 15% above market for engineers
and 21% above market for technical workers
in 2018. SPEEA and Boeing representatives
reviewed the Mercer data as well as data from
other sources to help assure the intent of the
agreement and the needs of the parties are met.
These efforts will continue.
“It’s important to keep wages competitive and
reward performance. That’s how we attract and
retain the best talent, while inspiring the innovative thinking we need to win in the marketplace,”
More information for affected employees is available from managers, union representatives and
Human Resources representatives.
Boeing honors Technical Excellence
SPEEA congratulates those who advanced to Associate Technical
Fellow (ATF) and Technical
Fellow (TF) at The Boeing
Company. They join the ranks
of the top of Boeing’s technical
community after a rigorous and
lengthy application process.
The names listed below are the
who achieved this recognition.
Note: All former Technical
Principals are now recognized
as Associate Technical Fellows.
The ATFs shown here are new.
• Thomas Baker, ET&T
• Douglas Brown, BCA
• Mark Denman, ET&T
• Roger Montoya, BCA
• William Nyberg, BCA
• Jeffrey Olberg, ET&T
• Joe Ortiz, BCA
• Craig Stetson, BCA
• Douglas Voss, ET&T
• Matthew Anglin, BCA
• Henry Bennett, ET&T
• Jamie Childress, ET&T
• Dan Day, BCA
• Patricia Estell, BCA
• David Foutch, BCA
• Gregory Gesell, BCA
• David Kirkland, BCA
• Robert Lenaburg, BCA
• Arne Lewis, BCA
• Evelyn Matheson, BCA
• Kevin Mejia, ET&T
• Joshua Montgomery, BCA
• Patrick Mulvaney, BCA
• Bernhard Muster, BCA
• Tri Phan, BCA
• Richard Rosman, BCA
• Robert Rothschilds, BCA
• Weidong Song, BCA
• Robert Steinle, ET&T
• Gregory Sweers, BCA
• Linda Thomas, BDS
• Mark Ulvin, BCA
• Van Winters, BCA
• Farzad Zafari, BCA
• David Zeitouni, BCA
• BCA – Boeing
• BDS – Boeing Defense
• ET&T – Engineering,
Test and Technology