The Society of Professional Engineering Employees in Aerospace (SPEEA) is encouraging its members to accept Boeing’s latest contract proposal when they vote on the latest offer.
On September 22, 2026, SPEEA’s Bargaining Unit Councils (BUC) for professional and technical units said members should vote ‘yes’ to the agreement when the ballot opens on September 24, 2026,
The two Bargaining Unit Councils said that the offers “meet most of the needs of the members”.
Boeing presented its final proposal to SPEEA on September 11, 2026, following the conclusion of the latest round of negotiations.
The new contract promises to increase wages and improve work lives and rebuild relationships between Boeing leadership and union members.
“The union has won from Boeing gains for most priorities outlined at the outset of negotiations: market-leading compensation, benefits that matter, time to work and time to live, fairness and accountability, and workforce development,” the BUC professional unit said.
The BUC professional technical unit added: “Members are encouraged to examine both the advantages and limitations of the proposed agreement and determine whether it meets their expectations and priorities.”
On August 21, 2026, the majority of its SPEEA’s Boeing union members rejected a new contract offer from the employer. Additionally voting members overwhelmingly supported SPEEA calling strike action if there were not “significant improvements to the offer”.
The rejected four-year proposal was presented to around 13,000 engineers and scientists, as well as around 4,000 technical staff.
Union members will have until October 4, 2026, to vote in the latest ballot.
Highlighted improvements in Boeing’s latest offer:
- A 10% Guaranteed Wage Increase (GWI) for all Prof and Tech unit-represented workers effective Oct. 16.
- Boeing will address concerns related to wage compression. The funds spent to address these concerns will be in addition to those identified in the contract offers.
- A 4% GWI for all Prof and Tech unit-represented workers during the annual compensation review in March 2027.
- 6% annual wage pools for 2028, 2029 and 2030, with each year having a 4% guaranteed increase for all.
- Revised language regarding work-from-home, overtime limits for Prof unit members and a new process for communicating Boeing’s future workforce needs to help SPEEA members plan their careers with the company
- A move back to our current three-bucket retention rating system.
- Carrying forward the gains from the first Boeing offer.
