Bonus Pay Date

November 2, 2009

Dear Brothers and Sisters,                                                                                                               

The Company has notified the Union that your newly negotiated bonus checks in the amount of $3500.00 will be included in your November 5^th, 2009 paycheck.  The bonus will be taxed separately but will be combined into the same check as your regular pay.  Members should also see all general wage increases along with any upgrades and one time payments negotiated for you, incorporated into the same check.  You can log into total access now to view your work history and your new pay rates.  Any questions or problems please see your shop steward as soon as possible to have them addressed.

All employees on the active payroll on the day of ratification or on an approved leave of absence for 90 days or less is eligible to receive the bonus.

Keep in mind as the year comes to a close that we still have an opportunity to increase our other union won bonus, the Philadelphia Performance Incentive.  The plan is currently at 7 days pay.  The membership is doing an absolutely outstanding job in the quality and safety metrics used to determine this payout.  Let’s do our best to see if we can’t do a little more so everyone can benefit with a few more days of pay.  You can keep track of the plan’s progress on the electronic information monitors throughout the plant.  The payout for this plan is scheduled for February 2010.

It appears as though Boeing Company Chairman and CEO Jim McNerney toured our facility late in the day October 29, 2009, for the first time since he came to Boeing in 2005.  I use the word appears because no one was officially notified here at the hall but more importantly the very workers who are responsible for the aircraft we manufacture were not given the courtesy to be aware that he was coming in.  I find it hard to understand why someone of his importance would come here unannounced.  Shouldn’t there be some interaction with his workforce?  Did he not want to hear from the membership or did our management not want him to hear from you?  This is not the way to build trust between the parties after two months of bargaining.

On another note, there are still hundreds of pallets of wood behind the hall gathered by the strike committee.  There are also a few burn barrels as well.  Please feel free to help yourself to as much of it as you would like.

Please remember to give generously on November 5^th & 6^th as our Community Services Committee will be at gate entrances collecting for our yearly Thanksgiving Gate Collection.

In Solidarity,

Anthony J. Forte, President

UAW Local 1069

CONTRACT RATIFIED

OCTOBER 20, 2009

Dear Brothers and Sisters,

On Sunday October 18^th, 2009, the membership ratified our new 5 year Collective Bargaining Agreement by an overwhelming 80%.  The vote tally was 1149 to accept and 228 to reject with 17 void.  Your entire Union Leadership would like to thank all who came out Sunday and looks forward to working with every member to better understand the long term economic benefits and security this contract provides. 

There were two items mistakenly omitted in the highlight brochure that need to be mentioned.  One is a new 90 day probationary period for employees hired after 1/1/2010.  The 90 day period replaces the current 60 day period which will expire at the end of this year.  The new 90 day term will not affect anyone presently in their probationary period. 

The second issue is the company’s elimination of the 6 hour overtime shift on weekends.  Since the 6 hour shift is no longer part of our contract the Union proposed a new letter of understanding that was accepted by the company.  The letter in effect states that all employees must maintain their normally scheduled work times on the weekend or holiday and if asked to work on the weekend/holiday will be charged the applicable rate for a full eight hour shift.  In the event you are given permission to come in earlier than your normally scheduled shift those hours before your shift will be added to your hours charged.  Should you also have permission to leave prior to the end of your normally scheduled shift you will NOT be charged an infraction.  You will however still be charged a full day for the purpose of overtime record keeping.  

 Example; Employee asked to work Saturday will be charged 12 hours.  Should the employee be given permission by his supervisor to come in 2 hours early those 2 hours will be charged at the applicable rate and added to the 12 hours he/she was already asked to work.  Should the employee be permitted to leave at 10:00 a.m. no infraction will be charged but employee will still be charged for the full day plus the 2 hours he/she was permitted to work early.   This is no way reduces or eliminates any other shift’s demand right to overtime nor is meant to circumvent the grievance procedure.  It is simply language to allow managers and employees to have flexibility where and when it is deemed beneficial to both parties. 

This Sunday, October 25^th, our monthly membership meeting will be held as scheduled at 10:00 a.m.  Please bring any questions you might have regarding our new agreement.  

In Solidarity,   

Anthony J. Forte, President

UAW Local 1069

AJF/nsh

Tenative Agreement Reached

Tuesday, October 13, 2009 @ 11:59 p.m.

UAW Local 1069 has reached a tenative agreement with the Boeing Company late Tuesday evening, October 13, 2009.

Ratification Meeting will be held 10:00 a.m. Sunday, October 18, 2009 at the Tri-State Sports Center on 63 Concord Rd. in Aston, PA (view map)

Details of the tenative agreement will be communicated at the ratification meeting. No one will be admitted without out their Union Card, nor will anyone who is suspected to be under the influence of drugs or alcohol.