COVID 19 Resources and Information - IAM District 751

This page iam751.org/covid19 is dedicated to information and resources surrounding the COVID-19 issue.

Does a mask make a difference? The answer is YES. View a power point put together by Providence Health Care that shows the dramatic difference between mask and no mask.

Employment Security Department Links - COVID 19 (click here for ESD languages page if English is not your first language)

IAM District 751 Links

				Safety info for Essential businesses to operate
DOSH Directive Sept. 25, 2020	Joint Programs Services Offered Flier	Veterans Resources Information	Washington State Labor Council's Resource Page	DOSH Directive 1.70 – April 7, 2020	Boeing Letter to DOSH – April 9, 2020	DOSH Letter to Boeing – April 13, 2020

Update May 30, 2020 - Late Friday evening (May 29^th), we received the list of members who received 60-day WARN layoff notices. It takes time to research to ensure what we post is accurate. This list is the best information we have at this time. We are still double checking the numbers and seniority, but understand members are anxious to see this information. Click here to view the list.Update May 27 - Boeing to Issue 60-Day WARN Notices

On May 27th, we were notified by the Company that approximately 3800 WARN notices would be issued to our members by the end of this week, Friday, May 29^th. This is in addition to the 1150 Voluntary Layoffs (VLO) that members chose to accept previously.  

Once the list of WARN notices by job code and seniority date is received from the company, we will make it available on our website, as we have in the past. The list will show how many WARNs were issued in each job code and the seniority dates impacted as well.

We will also work to provide information regarding movement out of a job code (when a member has downgrade or return rights) which explains why the total number of members removed from a job code is higher than the actual WARN notices issued in each job code. This surplus action always results in members returning back to job codes in which they earned downgrade or return rights back into.

We are updating our facing layoff brochure and will post and email it out when we have the current information. We are also preparing a flyer designed to educate members on their downgrade, recall and return rights, as well as asking members to verify their work history. Some of this information is in the June AeroMechanic that went to print last night. Click here to view June AeroMechanic.

NOTE:  Members cannot file Category A Recall Rights until after they are laid-off and will do this through Worklife.

751 Member Communications

Update 4/30/20 – May 2020 Aero Mechanic & More VLO Job Codes

Click here to view our May Aero Mechanic newspaper, which is posted online for members to read and will be mailed to your homes.

Boeing added additional jobs to the VLO and sent invitations since our email on Monday so we are also attaching an updated VLO Information sheet. Again, members invited to participate in the VLO can apply through May 4. 

751 Member Communications

Message to Members on VLO – April 27, 2020

Today (April 27), Boeing sent out notices to eligible members in the job codes they have identified for the voluntary layoff (VLO). Boeing evaluated critical skills needed going forward and determined which job codes and how many are eligible for the VLO. (see job chart below).

Members will receive their invitation to participate in the VLO through WorkLife. If you received your invitation to apply for the VLO in WorkLife, you will only have one week to register to participate in the VLO (April 27-May 4). Then, Boeing will notify members on May 14 of approval or denial for the VLO, and the layoff date for those approved will be June 5.

As we reported earlier, Boeing offered VLO’s in 2016 and 2017, and we currently have a Memorandum of Understanding (MOU), regarding Voluntary Layoffs, that was signed in 2016 and is active through Dec. 31, 2020.

The MOU provides that those approved for VLO:

• Will receive a lump-sum payment of one week of pay for every year of service (up to a maximum of 26 weeks of pay),

• Are eligible to receive a continuation of medical insurance for up to six months after date of layoff, and

• Will forfeit recall rights and lose seniority (the same as those accepting the lump sum payment option on regular layoff benefits or those who retire from Boeing). Therefore, anyone requesting the voluntary layoff should be certain they will not return to Boeing in the future. 

• If more individuals apply for voluntary layoff than the allocated reductions set by Boeing, requests will be approved based on employees with the highest seniority.

Those considering the VLO will need to look at the potential impacts on drawing their Boeing pension at a later time, based on their age and individual circumstances.

Voluntary layoffs allow 751 members to volunteer for layoff by seniority order making them eligible for certain benefits they might not otherwise have received. Our Union believes voluntary layoffs are an important option to allow some members to leave. This may be a positive opportunity for those that are ready to retire to utilize additional benefits that were not otherwise available to them so other members can remain on the payroll. This is just an option that may be appealing to some members, but only the individual can determine what is best for their situation.

The table below contains the job numbers included in Boeing’s current VLO:

VLO & Boeing Pension

For those considering Boeing’s Voluntary Layoff, we want to be sure members understand the potential ramifications a VLO could have on drawing their pension, which factors in both age and years of service, as well as whether or not a member draws the pension the first of the month following their layoff. The following information is taken from information in the BCERP Plan Document, which governs the pension plan that covers our members at Boeing.

In order to qualify for the full retirement (with no early retirement reduction factors), you must be at least 58 years old, and you must commence your pension the first of the month following your date of layoff.

Nothing in the voluntary layoff program changes the rules of the pension plan regarding when you may commence your pension. However, if you are not 55 years old or older at the time you take the voluntary layoff, you will not be eligible to commence your pension the first of the month following your date of layoff, and there could be consequences you need to be aware of.

At the time of layoff, if you are:

• Younger than 55 years old, with less than 10 years of service:  You will not be able to commence your pension until you are 62 years old, and will have an early retirement penalty of 6% per year for every year under age 65.

• Younger than 49 years old, with more than 10 years of service:  Since you are not in the age category to retire within the next six years, when you go to draw your pension you will be considered a vested former employee. This means your pension would be reduced by 6% per year for every year under age 65.

• Between 49 and 54 years old, with 10 years of service:  You will be able to commence your pension any time after turning 55.  Your early retirement penalty will be 2% per year for every year under age 60.

• 55 or older with any years of service:  You may commence your pension the first of the month following your date of layoff. Your early retirement penalty (if younger than 58) will be 2% for every year under 58.

If you are not able to, or choose not to commence your pension on the first day of the month following your layoff, then you are considered a “Deferred Early Retirement” and the 2% reduction rate will be from 60 years of age back to your age at layoff. Example: If you are 56 years of age and do not retire on the first day of the month following your layoff, then your reduction factor will be 2% per year from 60 back to your age of 56. 4 years x 2% = 8%. The rates are prorated, so for example, if a person is 56 ½, the reduction rate would be slightly less.

AGAIN, IF YOU ARE UNDER THE AGE OF 49 AT ANY VOLUNTARY LAYOFF DATE:

You would have an early retirement reduction of 6% per year between the ages of 55 and 65 because you are deemed a former vested employee (see chart below).

Applicable Terminated Vested Reduction Basis:

OTHER QUESTIONS ON VLO:

How many voluntary layoffs will be allowed?

Boeing will determine that number based on their needs going forward. Boeing will send approval/denial letters to those who applied by May 14.

Can I change my mind?

Upon being notified of acceptance into the VLO program, the employee will have five days to withdraw from the VLO program. So if you apply, you need to be sure that is the option you want to pursue.

What happens to my recall rights and seniority if I take the VLO?

Approved employees forfeit their applicable recall rights and union seniority. Therefore, anyone requesting the voluntary layoff should be certain they don’t intend to return to Boeing in the future. 

What if I am in one of the job codes identified for VLO, but I didn’t get an invitation for VLO? The Company is making eligibility decisions based on critical skills or special clearances in each job classification. Please contact the Union for assistance if you work in one of the job classifications identified for VLO, but were excluded.

Why wasn’t my job code included in this VLO? Not all job codes were included. The Company controls the workforce and has sole determination of which job codes they need to reduce employment in and which jobs they will continue to hire in. Job codes determined for reduction are not subject to negotiation.

751 Member Communications

Update 4/20/2020 - MESSAGE TO MEMBERS:

Dear Members:

We recognize the anxiety and uncertainty that each member is dealing with during these difficult times. Your situations are unique and each of you must make decisions based on your own personal circumstances. As union leaders, we try to provide you with the best information to make an informed decision that is right to keep you and your family safe during this global pandemic.

Many of you have expressed frustration that Boeing is allowed to restart operations while the Governor’s Stay Home, Stay Healthy Order is still in place. We understand and share your concern; however, Boeing is classified as an essential business and exempt from the Governor’s proclamation because they are a defense contractor and support the transportation system. Your Union is also considered an essential business and is working hard to support our members during this time.

As an essential business under the Governor’s order, Boeing MUST comply with the DOSH Directive that outlines specific requirements to continue operating under the Governor’s Stay Home, Stay Healthy Order. We have posted Boeing’s letter to DOSH outlining their COVID safety plan and also posted DOSH’s response to Boeing so you can see what should be done to keep your workplace safe.

You have a right to a safe work environment, and your union is doing everything in our power to protect our members.

It is important that every member ensure that all new safety requirements are being followed in their shop when they return to work. If you see safety issues related to COVID 19, for examples lack of PPE, cleaning supplies or if sanitation is not being kept up in the workplace, you should use our Article 16.1 Imminent Danger Stop Work clause to address the situation. There is more information in earlier updates or you can contact a Union Steward for assistance.

Boeing is allowing members to bring their own cloth mask. However, if you don’t have a mask, Boeing will provide the proper mask for your work situation. It is Boeing’s responsibility to provide all the proper Personal Protection Equipment (PPE) and training to operate in this COVID-19 environment.

We also want to provide information and options for those members that must remain out of the workplace due to their individual circumstances. These are very personal decisions. Each member should explore their options and make the best choice for you and your family.

Any member will be allowed to take excused LWOP during this time without having to exhaust your benefits or face discipline. You need to notify your manager that you must be off work due to COVID-19 reasons and follow your organization’s requirements for reporting daily attendance. As we noted in previous updates, you may be able to collect unemployment insurance under emergency state and federal rules.

Important Unemployment Insurance Considerations based on current knowledge and advice from ESD

• You MAY be eligible for Unemployment Insurance benefits if you are unable to return to work and fall into specific COVID-related categories defined by the Employment Security Department (ESD). More details are on page 2 of ESD’s Eligibility Checker.

• When filing your weekly Unemployment Insurance claim, you DO have to report if you refused an offer to return to work during the benefit week. A questionnaire will be sent asking why you refused an offer of work and an adjudicator at ESD will review the circumstances to determine if there was good cause. They consider many factors.

• If you are unable to return, or are not working, due to the COVID situation, you should continue to report your separation as “laid off.”

• Whenever you are out of work (unpaid) and/or work reduced hours, continue to file for UI on a weekly basis for the benefit week that just ended (Saturdays are the end of the filing week). Continue to file weekly even if your claim is under review, pending or being appealed.

• Whether you return to work or not, continue checking regularly for correspondence from ESD regarding your Unemployment Insurance claim. It is still very important to respond to requests for information in a timely manner. Otherwise, you risk having your entire benefit claim denied and your only option is to appeal the decision.

Again, please know your Union leaders are doing everything to provide options and information for our members to ensure that you and your family can make the decisions during this global pandemic that presents all of us with new challenges daily.

Take care and stay safe!

751 Member Communications

Update 4/16/20 – Boeing Announces Staggered Return; Your Safety is Our Priority

Your union leadership was notified today (April 16) that Boeing is planning staggered return to work operations in Puget Sound next week.

Boeing’s message to employees read:

“737 will resume working toward restarting MAX production, and 747/767, 777, Fabrication and support teams will restart production operations as follows:

• Executives and senior managers on April 17

• First-line managers on April 20

• Third-shift employees on April 20, and first-and second-shift employees on April 21

The 787 team will restart operations as follows:

• Executives and senior managers on April 22

• First-line managers on April 23

• Third-shift employees on April 23, and first- and second-shift employees on April 24.

Employees who are returning to work will receive additional information from their managers regarding the return process.”

Your Safety is Our Top Priority: Our top priority remains the safety of our members and your families. You have a right to a safe work environment and should be provided with all the proper Personal Protective Equipment (PPE).

We are asking every member to take responsibility to ensure you are safe as you return to work. While many changes in the work environment may be inconvenient or make your job more cumbersome, know that it is to prevent the spread of the COVID-19 virus, while also protecting you and your co-workers in the factory. Please take the use of PPE very seriously and continue using increased handwashing to slow the spread of COVID-19.

We are also providing a link to the Department of Labor & Industries Division of Occupational Safety and Health (DOSH) Directive on essential businesses operating under the Governor’s Stay Home – Stay Healthy Order. https://www.iam751.org/docs/2020/DD170.pdf. As we said in earlier updates, Boeing and other essential businesses must comply with specific requirements in this directive.

Article 16.1 Imminent Danger Stop Work clause of our contract will continue to be the best way to identify and react immediately to hazardous working conditions during this time utilizing the Stop Work authority formulated in the CBA. This allows for members to identify hazards and work to resolve them quickly. Here is how it works:

• Identify the hazard (contact your Steward and IAM Site Safety Committee for assistance)
• Notify your manager that work will cease, and you are invoking the Imminent Danger clause in Article 16
• The EHS focal will be contacted to evaluate the hazard
• Work to resolve the issue before work commences

What to do if you are unable to return to the workplace

We have heard from many members who, for a variety of reasons, may not be able to return to work during this COVID-19 pandemic. Members who are high risk, or who need to care for children that are out of school, have an ill family member or are “concerned with working on site due to Coronavirus,” can be absent from work and use vacation, sick leave or excused LWOP, without having to exhaust benefits or face discipline. You will need to notify management that you must be off work due to COVID-19 reasons. Be sure that you discuss this with your manager and follow your organization’s requirements for reporting daily absences.

• For members taking excused LWOP due to COVID-19, some MAY be able to collect unemployment insurance benefits under new emergency rules and CARES Act provisions. Use page 2 of the ESD eligibility checklist as a guideline. ESD is also building many of the new rules around UI into their system over the coming week, so more guidance should be available soon. They do recommend signing up for their COVID Alert email updates, which are also on the linked document.

• Members always have the option to use benefits to cover time away from work; however, if they are filing for UI they must declare this as pay, which could reduce their weekly UI benefit.

Feel free to share this information with other members who may not have signed up to receive our emails. Together, we will get through these difficult times.

751 Member Communications

Update 4-13-20 

Click here to view update as pdf

Members:

Throughout the escalating situation with the COVID-19 pandemic, our Union has been continuously working on behalf of our members and speaking with Boeing daily about the situation. Now that Boeing has begun to call members back and restart limited operations in some specific areas (mainly defense), we want to be sure that our members understand what options are available to them and their rights to a safe workplace.

As members begin returning to work, our priority is that they enter a safe work environment and be provided with the proper PPE, so they can return home without endangering themselves or their families. We also want to ensure information is available for members that must remain out of the workplace due to their individual circumstances.

No matter how you filed for Unemployment Insurance, regarding standby status, it will not affect your eligibility for benefits. Also, job searches have been temporarily waived.

• We have been assured by the State Employment Security Department that, whether a claimant requested standby or not, it will not affect their eligibility for benefits as long as there are no other issues with their claim.

• The requirement for job searches are waived at this time, so you can indicate “no” when questioned about job searches in your weekly claim filing.

• YOU MUST file a weekly UI claim for every week that you are off work or have reduced hours, even if your claim is still under review.

• We received many questions about reporting pay from last week. You need to report your pay for Monday, April 6 and Tuesday, April 7 in your weekly UI filing.

• There are many people working very hard at ESD to answer questions from every group or individual in need of benefits across the state. As we know, information is rapidly changing during this time and ESD advice has changed throughout the process. Rest assured that ESD is doing everything they can to ensure as smooth a process as possible during these very stressful times.

Boeing announced the resumption of targeted operations across Puget Sound and Moses Lake facilities, including the return to work in limited areas associated with BDS, which they identified as:

• Defense programs, including P-8 and KC-46 (post-factory rollout: Area 51, Everett Modification Center, Finishing Center).
• Other defense labs and support teams will also resume to support critical customer needs.
• A limited team in BCA Supply Chain Fulfillment and Fabrication will also resume operations to support P-8 and KC-46.
• Moses Lake site operations in support of 737 MAX storage.
• Limited Everett Delivery Center activities.

NOTE: Boeing has said managers will contact employees returning to work on a case-by-case basis with report date and shift information. For those who are not contacted by their managers, the suspension of operations will continue and such employees should not physically report to work.

Essential Businesses must comply with the Governor’s proclamation and DOSH Directive in order to operate

Essential businesses are prohibited from operating under this Proclamation unless they establish and implement social distancing and sanitation measures established by the United States Department of Labor’s Guidance on Preparing Workplaces for COVID-19 at https://www.osha.gov/Publications/OSHA3990.pdf and the Washington State Department of Health Workplace and Employer Resources & Recommendations at https://www.doh.wa.gov/Coronavirus/workplace

This requires that Boeing and any employer operating under the Governor’s Stay Home Stay Healthy order as an essential business must comply with this directive. It contains specific requirements for:

Social Distancing of 6 ft in the workplace

Sanitation of work areas and high touch places, to include tools before and after use

PPE available for working in close proximity

Article 16.1 Imminent Danger Stop Work will be essential going forward

The best way to identify and react immediately to hazardous working conditions during this time is to utilize the Stop Work authority formulated in the CBA. This allows for members to identify hazards and work to resolve them quickly. Here is how it works:

o   Identify the hazard (contact your Steward and IAM Site Safety Committee for assistance)

o   Notify your manager that work will cease, and you are invoking the Imminent Danger clause in Article 16

o   The EHS focal will be contacted to evaluate the hazard

o   Work to resolve the issue before work commences

What to do if you are unable to return to the workplace when called

We have heard from many members who, for a variety of reasons, may not be able to return to work when they are told to report. Members who are high risk, or who need to care for children that are out of school, have an ill family member or are “concerned with working on site due to Coronavirus,” can be absent from work and use vacation, sick leave or excused LWOP, without having to exhaust benefits or face discipline. You will need to notify management that you must be off work due to COVID-19 reasons. Be sure that you discuss this with your manager and follow your organization’s requirements for reporting daily absences.

• For members taking excused LWOP due to COVID-19, some MAY be able to collect unemployment insurance benefits under new emergency rules and CARES Act provisions. Use page 2 of the ESD eligibility checklist as a guideline. ESD is also building many of the new rules around UI into their system over the coming week, so more guidance should be available soon. They do recommend signing up for their COVID Alert email updates, which are also on the linked document.

• Members always have the option to use benefits to cover time away from work; however, if they are filing for UI they must declare this as pay, which could reduce their weekly UI benefit.

There is a lot of information coming out daily, which we strive to provide to each of you. Feel free to share information with other members who may not have signed up to receive our emails. Together, we will get through these difficult times.

751 Member Communications

Update 4-12-20 

The following information is being posted as the best information that we have today (April 12). This post focused on the topic most members are asking about: Unemployment Insurance benefits.

• No Matter how you filed for Unemployment Insurance, benefits will be paid timely and job searches have been waived. We have been assured by the State Employment Security Department (ESD) that no matter how someone filed for UI benefits, as standby or not standby, all benefits will be received in a timely manner. Job searches are waived at this time, so you can indicate no when questioned about job searches in your weekly claim filing.
• After filing for UI, watch for notifications from ESD and provide any requested information.
• Be sure to file your weekly claim as long as you’re off work. The UI claim benefit week runs Sunday-Saturday.
• Several members had questions on the April 5-11 UI benefit week. Boeing paid time for suspension of operations covered April 6 and 7 (Monday and Tuesday).
• There are many people working very hard at ESD to answer questions from every group or individual in need of benefits across the state. As we know, information is rapidly changing during this time and advice has changed throughout the process, understandably so. Rest assured that ESD is doing everything they can to ensure as smooth a process as possible during these very stressful times.

Stay safe and healthy, and we will have more information on our update tomorrow.

Happy Easter to those who celebrate!

751 Member Communications

Update 4-10-20 Boeing Announces Return to Work for Limited Workgroups in BDS & Moses Lake

We were notified late today (April 10) that certain groups supporting defense programs and Moses Lake operations in support of the 737MAX will be returning to work early next week.  Members will be getting contacted to report.

We will be providing more information and options for those who cannot re-enter the workplace at this time.

Our focus is to ensure the safety of our members and their families. We told Boeing before restarting operations the workplace must be safe for our members, which means they must provide ALL proper PPE, including masks, sanitization, additional hand washing stations, and social distancing – which is obviously very challenging in many locations.

When you return to work, if PPE is not available or social distancing is not being followed, we encourage you to contact a Union Steward and utilize our Article 16 Imminent Danger Stop Work Clause, which will trigger an investigation from EHS and stop work until the work environment is deemed safe.

Look for more information on this in future updates.

We are also including our updated FAQ’s with more answers as well as updated filing advice.
Advice for Filing Updated 4/10/2020 

Update FAQs on UI 4/10/20 

Stay safe and take care of yourself and your families during this stressful time.

751 Member Communications

Update 4-7-20 Unemployment Insurance FAQ

It is a priority of ours that we provide the best possible guidance on accessing UI benefits for our members during this difficult time.  Click here for the most recent information gathered in consultation with the Employment Security Department. We will continue to update you with additional information on this and other important topics.

751 Member Communications

Update April 6, 2020 - Unemployment Update

Many members have asked if they are required to exhaust their sick leave and vacation benefits before they are eligible to file for unemployment. Members ARE NOT REQUIRED to exhaust these benefits before filing for unemployment.

 However, in our discussions with the Employment Security Department, the agency that administers Unemployment Insurance (UI) in Washington, we were informed the agency is working on an expedited method for Boeing workers to apply for UI benefits.

 We’ve just been notified mid-day April 6th that Unemployment Insurance is overwhelmed due to all of our members applying for benefits. The Department is working on an expedited process that will make it easier for our members to apply for UI. We now recommend that members hold off on applying for UI benefits until we can provide that process in order to ensure successful application for benefits.

 We are moving as quickly as possible to provide our members support during this difficult time and want to help minimize your frustration when applying for UI benefits. 

 Medical

Also please know medical coverage is secured while on suspended operations.

 Dues

We have also received many questions about whether dues will be charged during the month of April. The IAM Constitution requires that if a member is paid for half or more of the working hours in a month, they are required to pay dues. If a member is paid for less than half of the working hours in a month, they would only owe $2 out-of-work dues. Paid hours include all time worked, suspension of operations pay, vacation and sick leave. Without knowing how long we will be out in the month of April, payment or refund of dues will be determined later.

751 Member Communications

UPDATE April 5, 2020 – Boeing Extends Temporary Suspension of Operations in Washington

Dear Members:

As we navigate these uncharted times, we understand the great concern this is causing you and your families. We are working hard to protect your interests during this ever-changing landscape.

In daily discussions with Boeing, we expressed ongoing issues about keeping the workplace safe when operations resume and also raised concerns from state and federal experts and our members about returning to work during the next two weeks, a time considered the most critical in regards to slowing the rate of infection. We also expressed that if suspended operations were extended, our members should be paid during that time.

Just this morning, we were holding discussions with the Company over what we thought was going to be a return to work April 7 and 8 and topics focused on how to ensure the workplace was safe and ensure social distancing happens in all work areas. Work place sanitization was thoroughly discussed, as well.  Additionally, it was very important to ensure that those who needed to be away from the workplace longer due to high risk and other COVID issues had opportunities for unemployment insurance.

Mid-day, we were then notified by Boeing that they were going to extend the suspended operations in Washington state. However, they have stated this time would be unpaid.

We will be shifting our efforts to effects bargaining. We will focus on the impacts of this decision in regard to areas of concern that include wages, health care, date of return, process to volunteer for available essential work, PPE and social distancing when operations restart, and other safety requirements associated with the Governor’s Stay Home/Stay Safe order, etc. However, in the meantime, we encourage our members to file for unemployment insurance with the state. (Click here for pdf for how to file for unemployment insurance. We hope to provide more specific instructions on unemployment shortly.)

At this point, Boeing has not indicated a return date as they evaluate the COVID outbreak and intends the suspension of operations to be unpaid. Below is what Boeing announced:

“Puget Sound area and Moses Lake Operations (posted April 5, 2020)

Due to the company's continuing focus on the health and safety of its employees, current assessment of the spread of COVID-19 in Washington state, the reliability of the supply chain, and additional recommendations from government health authorities, Boeing is extending the temporary suspension of operations at all Puget Sound area and Moses Lake sites until further notice.

Boeing will continue to listen to our team, and assess applicable government direction, the spread of the coronavirus in the community, and the reliability of our suppliers to ensure we are ready for a safe, responsible and orderly return to operations. Employees who can work from home should continue to do so. Volunteers supporting essential work will continue to report to their assigned shifts.”

Through our discussion with the Company, Boeing is going to engage a small number of our members during this time to manufacture cloth masks. These cloth masks are to be used by our members in the workplace when work resumes in areas where N95 masks aren’t required. Boeing will reach out to specific members to perform this type of work in their areas. Boeing will also utilize 3D printers in Puget Sound to make face shields for the health care industry.

We are in direct contact with the Employment Security Department in order to provide details on unemployment insurance. We have also been in contact with the State Labor & Industries, Department of Health and Safety in regard to working conditions within Boeing facilities.

Our union continues to work hard to provide protections and options for our members during this very stressful time. Please stay tuned and look for further updates throughout the week.

751 Member Communications

Update April 2 - Suspended Operations, Voluntary Layoff & Aero Mechanic

Click here to view Aero Mechanic April 2020 Edition Online

We have received many questions regarding whether or not our members at Boeing will return to work as scheduled, on April 7th (3^rd shift) and April 8^th (1^st and 2^nd shift), when Suspended Operations are scheduled to end.

We have been in contact with Boeing daily, and things change rapidly when dealing with the COVID-19 crisis. At this time we have not received any information from Boeing that extends Suspended Operations at Boeing Facilities in Washington State past the scheduled return on April 7^th (3^rd shift) and April 8^th (1^st and 2^nd shift). We understand how stressful the uncertainty is right now. If there are any changes communicated to us, we will post them on our website, and send out an email blast to all home emails we have on record.

Boeing’s Voluntary Layoff

Boeing announced today (April 2^nd) it will be offering voluntary layoffs (VLO) in the near future. The Company is currently evaluating critical skills and will announce which job codes might be eligible for the VLO over the next several weeks.

As we learn more details regarding the upcoming VLO, we will provide information as quickly as we can.

The company offered VLO’s in 2016 and 2017, and we currently have a Memorandum of Understanding (MOU), regarding Voluntarhttp://www.iam751.org/y Layoffs, that was signed in 2016 and is active through Dec. 31, 2020.

The MOU provides that those approved for VLO:

• Will receive a lump-sum payment of one week of pay for every year of service (up to a maximum of 26 weeks of pay),

• Are eligible to receive a continuation of medical insurance for up to six months after date of layoff, and

• Will forfeit recall rights and lose seniority (the same as those accepting the lump sum payment option on regular layoff benefits or those who retire from Boeing). Therefore, anyone requesting the voluntary layoff should be certain they will not return to Boeing in the future. 

• If more individuals apply for voluntary layoff than the allocated reductions, requests will be approved based on employees with the highest seniority.

• Those approved will be coded as being laid off, for the purposes of reporting to the state Employment Security Department.

However, there are specific rules that may limit unemployment insurance benefits for those laid off, who then receive retirement benefits.

Again, at this time, we have not been notified which job codes might be eligible, or the timing of a VLO. Those who consider the VLO will need to look at the potential impacts based on their age and individual circumstances and also how it could impact any potential unemployment benefits. We will provide more information on these topics as the situation develops.

751 Member Communications

Update March 25 2020 From IAM District 751

We continue to work on your behalf on the legislative front in both Olympia and Washington DC, as well as working to answer your questions during this temporary shutdown. We also wanted to let you know of a few services from IAM-Boeing Joint Programs available during the suspension of operations.

Below is a link to today's update:

http://iam751.org/docs/2020/Update%20March%2025th.pdf

751 Member Communications

Member Q&A's March 24, 2020

Below is a link to some Q&A’s to help answer questions we have been getting from members.

http://iam751.org/docs/2020/MemberQ&AMarch24.pdf

If you have additional questions, please send an email to Machinists@iam751.org and we will work to get you an answer.

751 Member Communications

Update March 23rd at 1 pm Boeing Temporary Suspension of Operations

We are receiving a lot of questions about how Boeing’s suspension of operations will unfold. We are requesting specifics from the Company and will communicate them as soon as possible. Please be patient as we hear the details throughout the day.

Depending on the work needed to close operations in your shop, you will get your specific start of the 14-day shutdown for your area from your manager. Contact your manager for details.

In preparation for the suspension, be sure your personal contact information is updated in WorkLife so you can receive updates. Know your external WorkLife password or reset it BEFORE leaving the site (WorkLife > WorkDay > Personal Information > Contact Information). If you get home and need to access WorkLife and do not know the password, there is no way to reset without requesting a mailing to your home with the new password. NOTE: This process takes 3 to 5 business days or longer so it is best to make sure you have your password before leaving the workplace.

Click here to see Suspension of Operations Boeing Employee Checklist.

751 Member Communications

Update March 23 - 14 Day Boeing Suspension Announced

Today, Monday, March 23, Boeing announced a temporary 14-day suspension of Puget Sound and Moses Lake operations, with operations being reduced and the suspension completed over the next few days. Through our discussions, the company has committed to pay wages for 10 workdays during that period. Details are still being formulated, and we will communicate the specifics as they are known.

Additionally, we want to notify you that a union brother and union steward in Everett has sadly passed away and family members have publicly stated it is from the COVID-19 virus. Our hearts and prayers go out to his family. This devastating fact adds to an already deteriorating situation.

During this COVID-19 pandemic impacting our members, the citizens of Washington State and the world, we support this action and hope this will reduce the rate of infection within our membership at work and in the community at large.

We continue to work with the Employment Security Department and the Governor’s office on details of how those members in high risk categories based on their age or underlying health conditions will have the opportunity to stay home from work and be provided unemployment insurance benefits to protect themselves and their families at home.

More information and details to come.

751 Member Communications

Update COVID-19 – March 20, 2020

Our Union is continuously working on your behalf and is very concerned about the current situation.  

1) You have the right to take time off work.

So far your union leadership has secured that members who are high risk, or who need to care for children that are out of school, or are “concerned with working on site due to Coronavirus,” can take time off from work, and use excused LWOP, without having to exhaust benefits or face discipline. Be sure that you follow your organization’s requirements for reporting daily absences.

Anyone placed on mandatory quarantine and sent home due to COVID-19 or potential exposure to COVID-19 will be paid for up to 14 days. (The Company has defined mandatory quarantine as direction from Boeing Health Services and/or a public health official to quarantine because of a risk of COVID-19).

Anyone sent home by management due to being generally ill or has received direction from Health Services or a medical professional to remain out of work due to a general illness or non-COVID related illness will be able to use their benefits or excused LWOP to cover these absences.

We had reports that some managers were denying requests for excused LWOP. We asked Boeing to immediately educate their managers to correct this issue. We will continue to enforce these provisions. If you have an issue and need assistance, please contact your Steward and Business Rep. 

[NOTE: For an absence lasting more than 7 consecutive calendar days (other than vacation), contact the Boeing Leave Service Center at 866-473-2016 to request a leave of absence. When the system asks “How can I help you?” say “Leave Service Center” and have your WorkLife password available. If you are on excused LWOP to care for children that are out of school or are concerned with working on site due to Coronavirus, this will be a nonmedical or personal LOA, which provides three months of continued active medical coverage at the active employee rates.]

2) You have the right to continue to earn a living.

Excused LWOP provides options for some, but there are members that must have their paycheck. The union leadership has received calls from members that are frustrated we have not called for Boeing to shut down operations in Puget Sound. This union membership includes 32,000 families that depend on their paychecks to survive. If we demand that operations be shut down, we have no way of knowing how long a shutdown will last and how much pay members will receive.

If our factories are shut down, either by the state or the company, we will demand to bargain the effects of this change in working conditions to capture as many resources as we can for our members.

3) You have the right to a safe workplace.

In the meantime, it is incumbent upon all of us to hold Boeing to their own safety practices and enforce them on the shop floor. In areas where this is not happening, we need your help. Members should use the “Imminent Danger” clause to enact the contractual process designed to ensure members are safe in the workplace before work continues.

CONTRACT LANGUAGE READS:

16.1(c) Should the employee believe that there is imminent danger due to work required to be performed, the employee should inform the immediate supervisor and/or the responsible site safety manager or a designee. In addition, the employee may contact the Union Steward or a Health and Safety Institute (HSI) Site Safety Committee member who will assist in contacting the Site Safety Manager.

16.1(d) Work will not continue until the responsible Site Safety Manager or designee makes the final determination concerning the safety of the individual and the work to be performed.

Click here for the list of Site Safety Committee members.

4) Workers Should be Protected in Any Federal Bailout

Our Union is also working hard on the legislative front, at both the state and federal level. We are working closely with legislators to ensure that any aerospace industry bailout at the federal level includes protections for aerospace workers at Boeing and throughout the supply chain. 

We are also working with the Governor’s office and Employment Security Department officials to try and remove barriers to accessing unemployment insurance benefits for those workers who are at high risk of severe health consequences from COVID-19 infections due to their age or underlying medical conditions.

751 Member Communications

Update 3-18-20 Regarding Article 16.1 Imminent Danger Stop Work

Our Article 16 “Imminent Danger Stop Work” clause is a very important aspect of our contract. It allows members to identify an unsafe working environment and provides a formal process to address it.

When our members feel that the work environment is unsafe or when it is not possible to follow the direction Boeing put out in their communication (below), it is appropriate to utilize the structured, contractual Article 16 “Imminent Danger Stop Work” clause to ensure the area is made safe before work can proceed. The Company has committed to address each Article 16 “Imminent Danger Stop Work” issue with EHS and our contractual process.

Below is what Boeing committed to in their communications:

 “• A deep cleaning will be performed in the work spaces of employees with the virus and those who may have been potentially exposed.

• Cleaning across Boeing sites has also been stepped up, focusing on high-touch surfaces such as handrails, door knobs, and elevator buttons, as well as secondary cleaning of flat surfaces in cafeterias and high-touch surfaces such as cooler handles.

• The Boeing Facilities team has activated a process for quickly addressing and cleaning areas of concern as identified by Boeing Health Services.

• Shuttle vendors will conduct extra cleanings with special attention on high-touch surfaces.

And employees are encouraged to be vigilant in personal hygiene habits and keep their work areas clean. We are working to increase the amount of cleaning supplies; please continue using the normal ordering process for supplies such as hand sanitizer and disinfectant wipes. Other extra precautions employees should take when they are working in production areas and other on-site locations include:
 

• Try to find ways to give people more physical space to minimize close contact with large numbers of people.

• Avoid close contact as much as possible with coworkers and minimize close contact with large numbers of people.

• Spread out a little more at crew and stand-up meetings to give more distance between people.

• Keep more spaces between coworkers in break areas or lunch areas, and wipe down tables and surfaces after use.

• Production teams should also discuss ways to maintain a distance of six feet when working in enclosed areas, when possible, and ensure employees are not sick when it’s necessary to work in enclosed spaces.”

All members should have a safe and healthy workplace. We continue to insist that Boeing provide proper social distancing and personal protective equipment (PPE) in the workplace during these extraordinary times.

For those members who are assigned to deep clean the areas potentially contaminated by the COVID-19 virus, we demanded proper PPE be provided, as well as proper training and equipment (including appropriate chemicals/cleaners) for this task. Ensure you have checked MSDS sheets and uses are appropriate for cleaning COVID-19. These members should consider using Tyvek suits or coveralls, masks, gloves, and eye protection to make them feel comfortable in the workplace.  Although the Company says use of masks are not required when deep cleaning these areas, if you feel more comfortable with a mask, we recommend you request it.

For those that are asked to clean in production areas, we have demanded that you are provided proper training and PPE, as well.

We have also asked the Company:

• to provide more crew space in all areas; 

• to provide masks in work areas where six foot social distancing is not possible; and

•  to provide training for all workers when assigned deep cleaning in and outside of production areas.

We continue to advocate on your behalf and raise all your concerns with Boeing in this ever-changing environment.

751 Member Communications

Update 3-12-2020 on Boeing Pay Practice Policies Regarding COVID-19 Virus

Your union is engaging with Boeing in an effort to provide further clarification for our members of options for time loss during the Coronavirus outbreak. Below is the latest information as of today.

With the Governor’s announcement of school closures in King, Pierce, and Snohomish Counties for health related reasons, we wanted to let members know of Boeing’s latest Coronavirus pay practices, as of March 12, regarding school closures. Members with children in those schools have the option to use available sick leave or vacation benefits or with management approval take excused LWOP if they choose not to use or exhaust their benefits.

If you are in a category defined by the CDC as having a higher risk of infection or are concerned with working on site due to Coronavirus, you have the option to use available vacation benefits, or with management approval take excused LWOP (which will be coded as an Absence without Pay by using the code “COM” in ETS).

For any members who are sent home on mandatory quarantine, these absences will be covered with pay for up to 14 calendar days and will be coded as “Suspension of Operations” per the Boeing Paid Time Away from Work policy.

Employees who are sick or have sick family members have the following options:

• Use their benefits (sick leave or vacation)

• Absence without pay (excused) regardless of whether they have exhausted their benefits

• FMLA or Boeing Leave of Absence if qualify per guidelines

• Short-term disability (if qualify per contractual provisions)  

NOTE: For an absence lasting more than 7 consecutive calendar days (other than vacation), contact the Boeing Leave Service Center at 866-473-2016 to request a leave of absence. (when the system asks “How can I help you” say “Leave Service Center” and have your WorkLife password available.)

Paperwork deadlines have been extended an additional 10 days for COVID-19 as testing/diagnosis can take longer.
 

As the majority of our members don’t have the ability to work remotely from home, we asked Boeing and they agreed not to require our members to exhaust all their benefits before taking leave without pay; however, management approval is still required in several instances (school closure and voluntary absence). If you are in one of the listed categories, requested LWOP and are denied, please contact your Union Steward for assistance in working through the issue.

Click here for the Company’s latest pay practices that removed the sections that only apply to other payrolls. We will continue to share information as the documents and policies are updated.

Please feel free to share this information with other members.

Member Communications 

Update March 11th 2020 - COVID-19 Virus

Our Union understands the anxiety our members are feeling as we deal with this COVID-19 virus. District 751 has been closely monitoring this situation, as well as reviewing updates from the CDC, Washington State Department of Health and other organizations.

 We are actively working with the Company to determine ever-changing requirements going forward and will report information as it becomes available. The situation has and continues to evolve rapidly; the guidance from public health officials is also evolving rapidly with new announcements, decisions and policies surrounding the COVID-19 virus.

 Our paramount concern is that our members can work in an environment that is safe and healthy. We recognize that every person’s risk tolerance and health situation is different. As we work through those issues with Boeing, we are providing trusted information from public entities working this issue at the state and federal level to help you educate yourself on the COVID-19 virus and utilize best practices to keep you and your family as safe as possible.

 U.S. Center for Disease Control site has comprehensive information: https://www.cdc.gov/coronavirus/2019-ncov/about/index.html

 Washington State Department of Health website: https://www.doh.wa.gov/Coronavirus/Workplace

 Governor’s Proclamation 03-11-2020: https://www.governor.wa.gov/sites/default/files/20-07%20Coronavirus%20%28tmp%29.pdf

 751 Member Communications

Update March 3rd 2020 - Canceling Remaining Lodge Meetings; Other Events Postponed

Due to the COVID-19 Virus and the impacts it is having in our community now, to err on the side of safety, we are:

• Canceling the remaining Local Lodge meetings for the month of March;

• Canceling the March 10 District Council meeting;

• Postponing the Local F Bowling Tournament, which had been scheduled for Sunday, March 22 at both Glacier Lanes in Everett and Secoma Lanes in Federal Way;

• Postponing the 2020 Membership Conference, which had been scheduled for Saturday, March 28 at the Seattle Union Hall;

• Postponing the 2020 MVP Banquet, which had been scheduled for Saturday, April 4^th at the Seattle Union Hall

During these times, there isn’t any local lodge business that we can’t conduct the following month. Because the Locals had scheduled a pre-Local Lodge meeting to discuss resolutions and amendments to the IAM Constitution, please take this opportunity to collect your ideas to present at the April pre- Lodge meeting. Click this link to view a pdf of the current IAM Constitution.

Again, these canceled meetings and postponed events are to err on the side of caution.  Feel free to share this information with other members.

751 Member Communications