Job Security at Seal Beach
One of the reasons we are forming a union is because work has been moving out of Seal Beach. We realize this is now the reality of Boeing’s business model.
CREATE wants a collaborative work environment with Boeing to provide the best customer support in the aerospace industry moving forward. When management decides to move work, we want to have a voice to advocate for our jobs, our careers and the company.
SPEEA’s experience with work movement shows how much a contract can make a difference – both in stopping work movement and lessening the impact.
With our union, CREATE, we can have a voice to address the impact of work movement decisions on our careers.
With CREATE, we can negotiate:
Guarantees with contract language related to job movement, job security and outsourcing.
Transparency on where work is performed, i.e. Moscow, Ukraine, India or other U.S. companies, such as CDG (Continental Data Graphics), and the business case for work being performed there.
Effects Bargaining, which calls for negotiations to reduce or remove the impact of work movement.
Information and data requests related to our work statement such as future headcount forecasts, contract labor data and overtime utilization in order to administer our contract.
A forum for discussion, such as the SPEEA Joint Workforce Committee, which meets regularly with senior executives to discuss relevant workplace issues.
Questions and Answers
What difference does a union contract make?
Q: If employees at Seal Beach vote for CREATE, will Boeing move the work to a non-union location?
Moving work because employees form a union violates federal labor law. Given the numerous statements made by site leadership about the work staying here, Boeing would have great difficulty explaining such a change to the National Labor Relations Board. Our work is critical, and our skills are important.
Q: Our work is already moving out of Seal Beach. If we were in a union, what would be different?
The work moving out of Seal Beach to Moscow, India, Florida and elsewhere is one of the main reasons we are forming a union. With a union, we have a seat at the table to discuss issues and concerns related to outsourcing and its impact on the company and us, the employees. For example, SPEEA members have a joint workforce committee where Boeing executives brief them on workforce projections a year in advance. This provides the opportunity to have input on decisions and to implement mitigation measures such as job training and/or reassignment of impacted employees. This forum creates more transparency around outsourcing and allows for information requests to aid in discussions about impacts.
Q: Can a contract limit or stop Boeing from hiring other companies to replace the work we are doing?
Yes, Boeing employees represented by SPEEA have a collective bargaining agreement that puts restrictions on how non-Boeing labor can be used. This includes language related to contractors leaving first in the event of layoffs. SPEEA continually monitors the data to ensure the contracts are enforced. Recently, Boeing was forced by the National Labor Relations Board to provide SPEEA’s data request regarding non-Boeing labor.
Q: What if Boeing wanted to move only part of the work or a few hundred jobs?
Being in a union means the employer is required to ‘bargain the effects’ of a decision like this. Sometimes, this can be in the form of negotiations to reduce the harm to the impacted employees. At other times, SPEEA has been successful at reversing these decisions by presenting a business case. For example, when Spirit AeroSystems wanted to outsource 85 supply chain management jobs, SPEEA stepped in, giving affected employees an opportunity to show how they can save the company money. That led to Spirit reversing its decision and keeping the work in house.
Q: If it comes down to layoffs, how can CREATE help?
Because of the cyclical nature of the aerospace industry, potential layoffs are a fact of life. SPEEA has approached these situations in different ways. When we have a union contract, we can negotiate a process, which allows employees to know their risk of layoff if the company declares a reduction in force.
SPEEA contracts include employee protections in case of layoff
Retention process – Management rates employees on a scale of one to three each year even when layoffs are not anticipated. This is based on a formula involving current performance and other factors spelled out in the contract.
Retention Appeal process – Per the contracts, employees have the right to appeal a drop in retention rating.
Recall Rights – This provision in SPEEA’s contracts gives laid-off employees first consideration for openings in their job classification for up to three years.
Enhanced Layoff Benefits – SPEEA negotiated this benefit for work moving out of state. The benefit includes two weeks of pay for every year of service from 26 (minimum) to 60 (maximum) weeks and medical benefits up to six months.
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