Tag Archives: The Boeing Company

Letter’s To CEO’s :Dear Mr Conner

From: Ramsey, S Sent: Tuesday, December 17, 2013 3:39 PM

To: Ray Conner Cc: machinists@iam751.org

Subject: RE: Update on 777X site selection

Dear Mr Conner:

Your letter confirms the IAM’s position that a requirement was made of them to endorse the now rejected offer as a pre-condition.

Regardless of the merits or shortcomings of that offer, the president of IAM 751 could not, in good conscience comply with that demand.

Neither was it fair or just for you to place such a condition on one man. When Boeing did that, it ceased to be a contract negotiation. It ceased to be a mere business deal. It became an effort to exercise unfair and undue influence by the application of pressure on one man, Tom Wroblewski, who, along with his team, are my elected representatives.

That provision was coercive. It was unfair. It was intimidation. In spite of the reported atmosphere of cordiality.

I would point you to this bullet point from the company code of conduct:

“•I will observe fair dealing in all of my transactions and interactions”

In my view, this has not taken place. Neither has any sort of good faith bargaining taken place since the first offer was voted down.

I would urge you to reconsider your position, and return to negotiations with a true spirit of good faith bargaining.

Steve Ramsey


In support of a Better Vision for our Future

From: darrell To: jim.mcnerney@boeing.com; raymond.l.conner@boeing.com; tomw@iam751.org Subject: In support of a Better Vision for our Future Date: Mon, 16 Dec 2013 13:20:20 -0800

Mr. McNerney and Mr. Conner,


Every relationship is built on a foundation of “Trust”. How we behave in one aspect of our life carries over into other areas. Trust is just one of a number of building blocks that help to define our personal character and in your case as Presidents of Boeing, our Corporate Character. We are all asked to renew our commitment to the Boeing Company Ethical Business Conduct for All Boeing Employees every year. The long term image your building for this great Company is affected by how you both act with our customers, vendors, politicians and with the Union. You see, this battle is defining public opinion and your demonstrating poor behavior and the public and our customers are watching.  There is a reason we don’t allow bullying in our schools and we should never allow it in the workplace. These behaviors erode trust and set a bad precedent for those to follow.

 This fight you’ve created with the Union will ultimately define your legacy. Even if you win you will ultimately lose. The Pension, you’re fighting so hard to remove as a benefit is the thread that holds this delicate fabric together. Our “Pension drives our loyalty” it is what allows us to tolerate, exceptionally poor leadership at the lower levels, incomplete drawings, parts shortages, lack of vision, lack of inspiration, and lack of accountability at all levels and still show up, do our best work and deliver a quality product.  I urge you both to better understand the implications of what you are asking, because if you are successful, your legacy will ultimately reflect your “winning” as the main reason for Boeing’s long term market decline. While we’re on the topic, the Union isn’t the reason for declining market share, you are.

 There is so much low hanging fruit, opportunities to streamline and create efficiencies. If you invested as much time in solving our issues in house as you are lobbying against Union benefits you would be farther ahead. For example: You are both responsible for the Boeing Company being so top heavy  13 support and leadership people for every 1 mechanic. We lack accountability in all areas of our business, we pay extortionist rates for our parts and fasteners, we engineer an airplane a couple of times instead of doing it right the first time, our business is rooted in the past with processes that have not been updated in 30 years, we don’t manage to the processes already established with the Union, we don’t leverage technology, we promote from within even when applicants don’t demonstrate proper competencies, we are way behind the automation curve (we still pick parts by hand, etc.), and leadership practices are outdated and don’t reflect the needs of a younger workforce or women. We haven’t reorganized in years to better align our strengths to the needs of the business. I could go on and on with the challenges we face moving forward.

 Mr. McNerney and Mr. Conner, I strongly encourage you to rethink your strategy, create a better vision for our future for our employees and the overall long term success of our business. We need you to do better, inspire more, and reach higher than you are today. We need you to inspire our customers, politicians, vendors and employees by working together with the Union to find a reasonable solution. Demonstrate through your actions how Corporate Leaders should behave. Work with the Unions to show the rest of the America how we can partner for a better tomorrow for all involved. Push people out of their comfort level, challenge the status quo and give us something we can really support and believe in. Partner with us to reinvent what a Union is in today’s workforce! Help us move toward a more performance based culture where both sides win!


 Darrell Martin

The Boeing vs. Machinists Plot Thickens

I don’t know, it all seems so scripted to me. IP woos Boeing on plans to build new 777X, makes known the desire for IAM members at Boeing to gain the work and expresses a clear willingness to “work” with Boeing to achieve that goal. Sporadic talks are held around the country specific to costs, allegedly to enable our research department to prepare our negotiators. After only three or so full days of direct discussion and negotiation, on a very complex deal that will impact and affect related negotiations across the country for years to come, the IP (behind the scenes) demands a substandard, concessionary proposal, to extend a contract already in place with nearly three years of term remaining, be put to a vote. This despite majority opposition from the negotiating committee to do so.

Boeing launches a PR campaign the theme of which questions the very survival of the Puget Sound region, along with tens of thousand of jobs, should the IAM members at Boeing reject the deal. Despite this unremitting and unwarranted pressure from all sides; Boeing, the community, the state, and the International, our members courageously reject a $10,000.00 bribe, not to mention front loaded and short term pension and 401(k) payments, and chose to make a stand for middle class jobs with a fair rate progression and a secure retirement attached.

Like a rejected suitor Boeing plays the field, seducing states across the country with the promise of stable, long term middle class jobs and all they want is a few billion in tax incentives, etc. Now with a reported 22 states in the mix the drum beat and pressure will intensify. Despite the fact that perhaps 75% of those state offers or proposals are more than likely just fluff, add the fact that come close to the 8.7 billion dollar offer passed by WA legislature and that none can match the production and economic value of building the 777X in the Puget Sound region! Boeing will nonetheless nefariously use them to escalate and promote the “threat” of loss to the state, community and our members. Renewed talks break off after what, two days, with the union taking a defiant stance against an apparently improved, not perfect, but rumored to be (significantly) improved proposal without a vote of the membership. The plot thickens!

What comes next? I think the script will see our savior, IP Buffenbarger (who’s groveling at the feet of Boeing created the mess to begin with) swooping in to demand, this time publicly, that the membership have a say in the matter, and be allowed, in the IAM tradition, to vote on Boeing’s “final”, “final” offer. The outcome, unknown.

Despite the complexity and long term effect of this vote, I suspect you will be denied a reasonable period of time to fully analyze the complete terms of the proposed agreement. If I can be of any assistance please don’t hesitate to call on me, I will do whatever I can to assist you. As I do not, as they say, have a dog in this fight, it would be unfair for me to form an opinion or support a yes or no vote, that decision is rightly vested with the membership of DL 751. I can only wish you all Godspeed in your deliberations in the days to come and may the will of the majority prevail.

In Unity,
Jay Cronk

Boeing Machinist’s PR Nightmare

Hello everyone,

From a PR perspective Boeing has created a situation where they can place blame on both sides regardless of the outcome. The Union for rejecting the unreasonable proposals offered by Boeing and the States for not meeting the demands set forth in the criteria for acceptance i.e. the States proposals fall short of our demands so we have no choice but to go back and deal with an unreasonable Union. They’ve also created an environment of fear, we know that fear drives the people in this great country to make poor decisions. It’s a well organized PR initiative and our current Union leaders are not prepared to defend such an attack.

As I listen to the sticking points of the negotiation the “Pension” looks to be the biggest issue on the table. The Union should consider getting out in front and starting a different conversation in the media and our members. Here were my thoughts..

Pension and Trust:

The Boeing Company and the Union have struggled the past 20 years to build Trust. We can all accept Trust is fundamental in any discussion, either with a spouse, friend, co-worker or in the this case a Union Leader and a President. Washington State and the Union have already been mislead once when a portion of the 787 moved to South Caroline. These actions erode trust and make it difficult to have open and honest dialogue. Over time, Union members have lost Trust in the Boeing Company.

There is however an organization members Trust even less than the Boeing Company and that is “Wall Street”. To suggest to these hard working people they place their retirement in the hands of Wall Street bankers is absurd. How in good faith can the Boeing Company ask it’s workforce to Trust those that just about bankrupt the Country. The current pension plan provides protections from abuse and a guarantee of a modest retirement. Some security in a very unstable economy.

If a 401K program is so great for our members why not allow the members the option to choose which retirement plan they would prefer. Build an optional retirement program that Union members can select like we do with our health coverage instead of bullying us into accepting a retirement package we feel we can’t Trust to be their when we retire.

Market Share and Ray Conner:

The Boeing Company continues to position the Union as the main reason for the Company losing market share to Airbus. The fact that Boeing has been losing market share for some time is widely known. Boeing is claiming they need to cut costs to stay competitive, at time when they are posting record profits. They point their finger at the Union ,claiming we are the reason for their troubles. They site an unstable workforce as an issue but we have not had a strike for almost 6 years and by the time our current contract expires we will have 9 strike free years. So here is a call out to Mr. Conner. We produce the highest quality aircraft in the world at a competitive price. We provide the best service in the industry. We employ the best workforce in the world. Mr. Conner if you can’t sell against Airbus, if you can’t “win” against Airbus with the portfolio of products we deliver to the market place, you should look for a different job and we might consider recruiting your counterpart from Airbus. If we’re losing market share it’s not because of the Union, it’s because of your lack of core competency to get the job done. Now, we can continue to point fingers or we can come together and have solution based discussions that move us closer to our common goals. We can partner to find solutions and establish Trust along the way.


If Boeing won’t support and respect it’s workforce maybe someone else will. We might consider placing an add asking Airbus to come to Seattle, we have a workforce waiting and willing to support any Company willing to maintain our current standard of living which must include a Pension. If the Boeing Company won’t show loyalty to it’s workforce we will no longer show loyalty to the Boeing Company..

Darrell Martin