Our Organizing Committee is dedicated to the continued growth and expansion of our membership. We must grow to maintain our way of life.

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                                 2008 Organizing Program  

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were no PAID HOLIDAYS until the 1950 contract. Before that a holiday was a day off without pay.

·         There

·         There was no MEDICAL COVERAGE until the 1952 contract, and the plan only covered the employee and featured co-payments and a one time paid ambulance fee of $8.

·         There was no RETIREMENT PLAN at Boeing until 1955, and in that contract the first 3 years didn't count, and no time before your 30th birthday counted.

·         There was no COLA until the 1963 contract, and at that time it was calculated once a year, with an 8-cent cap on the formula.

·         There was no SENIORITY until the strike and subsequent contract in 1965 (you had so called seniority, but not for layoffs, downgrades, upgrades, recalls from layoffs or shift preference.)

·         There was no JURY DUTY PAY until the 1965 contract, and those using it had to turn over any money received to the Company.

·         There was no MEDICAL COVERAGE FOR SPOUSES OR DEPENDENTS until the signing of the 1965 contract.

·         There was no V.I.P. SAVINGS PLAN until the 1965 contract, and at that time the plan's maximum contribution was 5%.

·         There was no DENTAL PLAN until the 1968 contract, and at that time members had to use part of their Cola to help pay for it.

·         There was no HOLIDAY between Christmas and New Year's until the 1971 contract.

·         There was no BEREAVEMENT LEAVE until the 1971 contract. To qualify you had to attend the funeral and prove it.

·         There was no coverage for EYE GLASSES until the conclusion of the 1977 negotiations.

·         Employees had no contractual rights to OVERTIME until the 1983 contract. Before that, the agreement addressed the company's rights.

·         There was no QUALITY THROUGH TRAINING PROGRAM or HEALTH AND SAFETY INSTITUTE until the 1989 contract.

·         7-YEAR RETURN RIGHTS to jobs previously held were gained in the 1992 contract.

·         INCOME PROTECTION of one week's pay per year of service plus 3 months health insurance after layoff was gained in the 1995 contract.

·         SUBCONTRACTING LANGUAGE that addresses Union concerns was gained in the 1999 contract.

·         SECOND SHIFT DIFF UPGRADE  from $0.50 to $0.75 in 1999 contract.

·         SAFETY SHOE UPGRADE – REIMBURSEMENT  from $50.00 to $75.00  seven types of shoes 2002 contract.

·         RETIREMENT BENEFIT- upgraded from $60.00 per month per credit year to $70.00 as of January 1, 2006.  2005 contract.

These are NOT Free
 Join Us See Your Steward Now More Then Ever!!!!

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 You Have The Right To Organize

   You have the legal right to do the following under Section 7 of the National Labor  Relations Act:
   1. Attend meetings to discuss joining a union.
   2. Read, distribute, and discuss union literature (as long as you do this in non-work   areas during non-work times, such as during breaks or lunch hours.)
   3. Wear union buttons, T-shirts, stickers, or other items on the job.
   4. Sign a card asking your employer to recognize and bargain with the union.
   5. Sign petitions or file grievances related to wages, hours, working conditions, and    other job issues.
   6. Ask other employees to support the union, to sign union cards or petition, or to file    grievances.
   Under Section 8 of the National Labor Relations Act, your employer cannot legally    punish or discriminate against any worker because of union activity.
  For example, your employer cannot legally do the following:
· Threaten to or actually fire, lay off, discriminate, harass, transfer, or reassign   employees because they support the union.
· Favor employees who don't support the union over those who do in promotions, job assignments, wages, hours, enforcement of rules, or any other working condition.
· Promise employees a pay increase, promotion, benefit, or special favor if they oppose the union.
  You can protect your legal rights by:
· Keeping written notes of any incidents in which company officials or supervisors    threaten, harass, or punish workers because of union activity.
·   Immediately reporting any such incidents to your organizing committee and the IAM staff.
   The National Labor Relations Act says:
   Section 7: "Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representation of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining..."
   Section 8(a): "It shall be an unfair labor practice for an employer...to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7..."