Make your ‘wish list’ for
By Maria Nelson
Ed Wells Partnership SPEEA co-director
The online catalog for Ed Wells Partnership (EWP) now offers the full list of course titles and schedule for 2016.
SPEEA-represented Profs and Techs have access
to more than 500 sessions throughout the coming year.
Many EWP students decide which class to take
when they receive the bi-weekly email sent to all
SPEEA-represented employees in the Prof and
Tech bargaining units. Most of the classes listed
in the email are open for students to apply at
Why wait? A class you’re interested in may be
offered only once or twice next year, and you risk
the chance of missing the email which advertises it.
• Go to the EWP website (http://edwells.web.
boeing.com) on the Boeing intranet
• Click on “Browse the Catalog” to see what’s
coming up in 2016
• Click on a class title to see more information
• Add it to your “wish list” by clicking “Notify
Me When I Can Apply”
As soon as the class is open for enrollment, you
automatically receive an email reminder. You can
apply at that time.
There is no limit to the number of classes you
can add to your own personal ‘wish list.’ Enjoy
planning ahead to get the most of this SPEEA/
Boeing contract benefit.
Help from SPEEA
fixes ETO issue
WICHITA – SPEEA recently helped a member correct a processing error when his vacation balance was shortchanged.
The problem arose when the laid-off member accepted a job offer to return to Spirit. He
noticed his Earned Time Off (ETO) was less than
he expected, given his years of service, but he had
trouble getting answers.
That’s when he contacted SPEEA for help. Earl
Carter, a contract administrator, made a couple
of calls, starting with Labor Relations. Finding
the right person helped get the mistake fixed
right away, Carter said.
The problem stemmed from a mix up. The
member was coded with seven years of experience – which amounted to his time at Spirit. But
the correct number is 30 years – which includes
his years of service at Boeing Wichita.
“It was clear that this was a mistake,” said Carter,
“because the company had already issued him
(the member) a parking pass reserved for employees with a minimum of 25 years.”
Union push for
fairness leads to
‘make whole’ check
By Bob Rommel
SPEEA assistant executive director
and Everett contract administrator
A SPEEA member stopped by the Everett hall and showed me a copy of his check stub resulting from an arbitration case
SPEEA won on his behalf. The net amount
after taxes was close to six figures! He was
The employee was terminated during the summer of 2014 for allegations regarding an altercation with another employee. After that, he
struggled to find another job and was still looking when he was reinstated at Boeing as a result
of the successful arbitration.
An Everett contract administrator (CA) met
with the employee on multiple occasions and
found significant problems with the company’s
investigation. Even though the CA pointed out
multiple issues in the company’s administration
of the ‘just cause’ labor standards, Boeing still
denied the SPEEA contract’s Step 3 Grievance
(final step before arbitration).
The CA’s perseverance is the reason this case was
heard by an independent arbiter who ruled the
employee should be reinstated and made “whole”
for all damages.
The employee’s back pay, 401(k) contributions,
missed Employee Incentive Plan (EIP), etc., easily exceeded six figures.
Also, since the employee had completed a master’s degree via the Learning Together Program
(LTP) during the 24 months prior to termination, Boeing was collecting reimbursement. That
reimbursement was returned to the employee,
since he went back to work.
The employee also received a retroactive salary
increase equaling the average of his last three
raises along with retaining his R1 retention rating. His vacation and sick leave accounts were
restored to the appropriate levels.
Prior to the termination, the employee had been
well respected in the workplace. After coming
back to work, the employee, working with the
manager, started the process to get the employee
reclassified to the next higher level within his
Skill Management Code (SMC).
Often, we only hear about problems. This is just
one example of staff helping to enforce workers’ rights with an outcome that clearly made
[Bob Rommel recently retired after more than
20 years at SPEEA].
WICHITA – Talks broke down between Spirit AeroSystems and a potential buyer for Spirit’s fabrication division
Spirit announced plans earlier this year to sell
this division to make room for expansion. The
potential buyer was planning to move the work
elsewhere in Wichita.
SPEEA leaders have been waiting for a decision
regarding the sale, which would then lead to effects
bargaining over contract benefits for SPEEA-represented employees affected by the sale.
“We’ve approached Spirit to ask what Plan B is,”
said Bob Brewer, SPEEA Midwest director, “but
we’re still waiting for an answer.”
Brewer said SPEEA leaders will continue to pursue answers on behalf of those affected – who
may lose their jobs if a buyer moves the work
out of Wichita.