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education, training, skill utilization and career development
for represented employees. We expect to retain many of the
products and services currently offered, and will consider new
features and modification of existing programs that create a
benefit for the SPEEA-represented workforce and
the Company.
The Working Together Partnership also continues, now with a
strengthened focus. We will be identifying agreed-upon areas
where the Company, employees and SPEEA can work together
for mutual benefit. We now see a greater potential to involve
the technical workforce in decisions that affect their work and
to affect areas such as productivity, job satisfaction, and the
retention and transfer of technical knowledge.
Annual funding of $5.5 million will be allocated using a
single business plan that covers the activities of the Ed Wells
Initiative and the Working Together Partnership. A SPEEA/
Boeing Joint Policy Board approves the business plan and
oversees the allocation of funds.
For updates on our development and to check current program
offerings of the Ed Wells Initiative and the Working Together
Partnership, continue to use the web site addresses of each:
http://edwells.web.boeing.com
http://workingtogetherpartnership.web.boeing.com
Article 20 joins Ed Wells
Initiative and Working
Together Partnership
New Council members
receive training
:
2 • January 10, 2003 / No. 1908
It’s time to ask for nominations from the members for candidates
to receive our 2003 “Stephen Pezzini Helping Other People
Excel (H.O.P.E.) Award”. This award was established to
recognize a current member of a SPEEA bargaining unit who
“volunteers time and effort to benefit their community, as well
as being active in their union -- a person who excels beyond
expectations.”
Criteria for nominations:
1) Must be an active SPEEA member.
2) Volunteers ~50% of time in SPEEA activities.
3) Volunteers ~50% of time in community activities.
The nominator must submit a brief write-up stating what the
nominee’s activities are in both SPEEA and their community. If
you have a person you’d like to nominate who fits this criteria,
please complete and return the coupon below -- or email your
nomination to “robbia@speea.org” by the January 20th deadline.
NOMINATION -- Stephen Pezzini H.O.P.E. Award
I’d like to nominate ____________________________ to
receive this award. (Please ATTACH a detailed explanation of
both SPEEA activities and Community Activities performed by
this nominee.)
Your Name _________________________ Clock # ________
W. Phone ( ) _____________ H. Phone ( ) ____________
Submittal deadline is January 20, 2003 – mail to:
SPEEA (HOPE award) - 15205 52nd Ave S - Seattle, WA 98188
Or fax: (206) 248-3990 – Or email: “robbia@speea.org”
Nominations sought for the
Stephen Pezzini H.O.P.E. Award
BY CHARLES BOFFERDING
Notes from the Executive Director
This is the first newsletter in 2003. Here’s something obvious
that after a little thought has a bit more meaning:
2003 comes after 2002.
We do not start anew each year. Each year is built upon the past.
Our solidarity, commitment and accomplishments in 2002 have
given us a great foundation for 2003 (which promises to be a very
important year)
Top of the list for 2002 has to be negotiation of four contracts -
Irving, Puget Sound Tech and Prof, and Wichita Engineering. We
got off to a rocky start in Irving with 100% of the membership rejecting
Boeing’s fi rst offer. With the solidarity of Irving members,
the support of all SPEEA members, and a renewed commitment
from Boeing’s negotiators, we turned that negotiations around
and got an acceptable offer on the table. We continued that
momentum in the three December contracts and, again - with
the solidarity of the members in the affected bargaining units and
the support of all members and a good working relationship with
Boeing’s team - we negotiated contracts that made sense on the
fi rst try.
Just as in previous years, our most recent negotiations were built
upon the preceding ones. This time, in hard economic times, we
got to a contract that made sense for all stakeholders on the fi rst
try. Last time required an historic 40-day strike. However, in both
instances, SPEEA’s principles remained the same: we are committed
to joint problem solving and positive results for everyone.
The bad news was that, two times ago, we did not have a willing
partner in Boeing’s team and we ended up in a fi ght. The good
　
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