SPEEA Reaches Tentative Agreement with Boeing in Wichita

The union for 1,600 aerospace professionals in Wichita has reached a tentative agreement with Boeing on a new collective bargaining agreement.

The negotiation team is unanimously recommending that union members approve the offer.

Boeing’s offer “gives us better medical benefits, better dental benefits, more vacation time and a decent set of salary pools for raises,” said James Hatfield, who chaired the union’s negotiation team. “We will be joining other unions and Boeing non-union employees in enjoying the Boeing benefits; that’s why I would vote for approving this contract.”

“This proposal hits most of the areas we tried to address,” said Wes Gardner, the negotiation team’s vice chairman, who also cited improved pay, time off, benefits and bonuses – and improved contract language regarding retention ratings, flex time, and working from home.

“This is a huge increase for our SPEEA family,” Gardner said.

SPEEA’s WTPU represents more than 1,600 aerospace professionals working in non-engineering roles at Boeing’s recently reacquired Wichita operations. They have been working under a six-year contract that expires on Jan. 31.

Terms

Boeing’s contract offer to the WTPU includes:

  • 20% increases to wage pools over 58 months (4.8 years). Individuals’ pay increases would vary based on the scores they get in annual performance reviews, but everyone is guaranteed an annual raise of at least 2%. The wage pools will increase aggregate wages 5% on July 10 of this year; 3.5% in March 2027; 4% in March 2028; 3.5% in March 2029; and 4% in March 2030.

  • The offer also includes a 50% increase in promotional funds from 0.50% per year to 0.75% per year. Unspent promotional funds roll into the next year’s selective wage pools.

  • A ratification bonus of $6,000, which can be deposited into employee’s 401k (subject to IRS limits)

  • An increase in annual performance bonus payouts starting in 2027 (for the 2026 plan year), with the target going to 7% from the current 6%, and the maximum going to 14% from the current 12%.

  • A switch to a Boeing suite of medical insurance plans in 2027, which will save an average WTPU-represented employee $3,100 with some saving more than $7,000 a year, depending on their current plan.

  • Starting in 2027, a 10% 401(k) match for workers putting at least that much of their own money into the savings plans.

  • An average of six more days of time off per year – depending on years of service – plus a floating holiday; and improved parental, adoption and military service leave.

Next steps

In accordance with SPEEA bylaws, Boeing’s offer has been reviewed by the WTPU Bargaining Unit Council (BUC), which is comprised of 14 Council Representatives who serve as SPEEA union stewards. That committee also has recommended that WTPU members accept the offer.

Union members will have until 5 p.m. Jan. 30 to review the offer and vote on it. Voting will be conducted electronically using a secure voting system, although bargaining unit members will have the option of voting in-person with a paper ballot at SPEEA’s Wichita union hall. Instructions on how to vote will be mailed to dues-paying WTPU members next week and emailed to all those who have signed up to receive messages to their personal email inboxes.

Only dues-paying members will get to vote. A simple majority is required to ratify the agreement, and if ratified, the terms will take effect on Feb. 1.

SPEEA also represents 1,000 engineers working at Boeing-Wichita. They are in a separate bargaining unit and ratified their own contract in 2024.

AerospaceCandace RhettSPEEA, WTPU agreement