Common use of Professional and Technical Units Clause in Contracts

Professional and Technical Units. In an effort to assist all employees in reaching their full potential, a process has been adopted to identify and constructively address performance deficiencies and/or an insufficient level of skills, knowledge, and abilities necessary for current assignments. This program includes: • Notifying the employee of the performance deficiency through issuance of a Notice of Remedial Action form (XXXX). • Notifying the employee of the skills, knowledge and abilities necessary for current assignments. • Developing a clear and cogent program for the employee to correct the performance deficiency and/or acquire the necessary skills, knowledge, and abilities. Prior to issuance to the employee the proposed XXXX shall be forwarded to the appropriate Employee Relations focal for review with the Union. Such review will include a discussion about the performance criteria identified in the XXXX to be utilized by the Company in assessing the employee’s ability to satisfy the XXXX requirements and resolve the performance deficiencies. • Employees will be provided a minimum of 30 calendar days (excluding any paid holidays) to improve their performance and meet the requirements of the XXXX. • The manager or their designee will be available to participate in follow-up meetings with the employee, and the Union representative when requested and available, to provide status on progress. When the manager concludes that the employee has failed to achieve the minimally acceptable performance for their classification the manager will communicate that conclusion to the appropriate Employee Relations representative to jointly determine what action will be taken. Such action may include discharge or reclassification when appropriate. In accordance with the general objectives stated in Article 8, the Union and the Company agree that employees who are identified as having performance deficiencies or inability to acquire the necessary skills, knowledge, and abilities, may be terminated or, at the Company's option, may be declared surplus to the needs of the Company and placed on layoff in accordance with the layoff provisions of Article 8, irrespective of their retention rating. Employees laid off according to those provisions will retain all rights they may have under Article 3. Dated: March 10, 2020 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Dated Dated LETTER OF UNDERSTANDING NO. 8 RELATING TO VOLUNTARY LAYOFFS (Professional and Technical Units) The Company and the Union agree that, any provision in the parties' Collective Bargaining Agreements to the contrary notwithstanding, the Company will establish a pilot Voluntary Layoff with modified benefits process that shall be distinguished from the specific benefits provided for employees laid-off involuntarily and that will be applicable to SPEEA- represented employees. These benefits will consist of the following: • One week of pay for every one (1) year of service (up to a maximum 26 weeks of pay) to be paid as a single lump sum payable within a reasonable period of time following the later of the effective date of the layoff and the Company’s receipt of a valid release and waiver; • Medical and dental coverage for laid off employees and their dependents will continue until the employee is covered by any other group medical or dental plan either as an employee or as a dependent, but in no event beyond three months after the date of layoff. However, if the layoff occurs during or after a leave of absence, the maximum total period of continued coverage is thirty (30) months in the case of medical leave or twenty-four (24) months in the case of non-medical leave, measured from the end of the month in which the leave of absence began, irrespective of the date of termination. Required contributions, if any, must be paid during any period of such continuation of coverage. An employee classified in a job family and SMC that has been declared surplus may request that he or she be voluntarily laid off with modified layoff benefits if the request is approved by management subject to situational conditions and selection criteria as defined by the Company. The employee will be coded as a layoff and will be regarded for all Company purposes as a laid off employee (including for purposes of reporting to state employment security departments), entitled to receive layoff benefits provided under Article 21, except that the provisions of Article 21.3(a)(1) shall not apply and the provisions of Article 21.3(a)(2) shall apply only with respect to lump sum payments. The Union will be advised of all employees approved for voluntary layoff. Dated: March 10, 2020 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Dated Dated LETTER OF UNDERSTANDING NO. 9 RELATING TO TEMPORARY RECALL (Professional and Technical Units) The parties acknowledge that occasionally situations arise when short-term assignments require additional staffing. The Company in its sole discretion has from time to time preferred to have this work performed by employees on active recall status. The parties agree to continue the process described immediately below.

Professional and Technical Units. In an effort to assist all employees in reaching their full potential, a process has been adopted to identify and constructively address performance deficiencies and/or an insufficient level of skills, knowledge, and abilities necessary for current assignments. This program includes: •  Notifying the employee of the performance deficiency through issuance of a Notice of Remedial Action form (XXXX). •  Notifying the employee of the skills, knowledge and abilities necessary for current assignments. •  Developing a clear and cogent program for the employee to correct the performance deficiency and/or acquire the necessary skills, knowledge, and abilities. Prior to issuance to the employee the proposed XXXX shall be forwarded to the appropriate Employee Relations focal for review with the Union. Such review will include a discussion about the performance criteria identified in the XXXX to be utilized by the Company in assessing the employee’s ability to satisfy the XXXX requirements and resolve the performance deficiencies. •  Employees will be provided a minimum of 30 calendar days (excluding any paid holidays) to improve their performance and meet the requirements of the XXXX. •  The manager or their designee will be available to participate in follow-up meetings with the employee, and the Union representative when requested and available, to provide status on progress. When the manager concludes that the employee has failed to achieve the minimally acceptable performance for their classification the manager will communicate that conclusion to the appropriate Employee Relations representative to jointly determine what action will be taken. Such action may include discharge or reclassification when appropriate. In accordance with the general objectives stated in Article 8, the Union and the Company agree that employees who are identified as having performance deficiencies or inability to acquire the necessary skills, knowledge, and abilities, may be terminated or, at the Company's option, may be declared surplus to the needs of the Company and placed on layoff in accordance with the layoff provisions of Article 8, irrespective of their retention rating. Employees laid off according to those provisions will retain all rights they may have under Article 3. Dated: March 10February 11, 2020 2016 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Dated Dated LETTER OF UNDERSTANDING NO. 8 RELATING TO VOLUNTARY LAYOFFS (Professional and Technical Units) The Company and the Union agree that, any provision in the parties' Collective Bargaining Agreements to the contrary notwithstanding, the Company will establish a pilot Voluntary Layoff with modified benefits process that shall be distinguished from the specific benefits provided for employees laid-off involuntarily and that will be applicable to SPEEA- SPEEA-represented employees. These benefits will consist of the following: •  One week of pay for every one (1) year of service (up to a maximum 26 weeks of pay) to be paid as a single lump sum payable within a reasonable period of time following the later of the effective date of the layoff and the Company’s receipt of a valid release and waiver; •  Medical and dental coverage for laid off employees and their dependents will continue until the employee is covered by any other group medical or dental plan either as an employee or as a dependent, but in no event beyond three months after the date of layoff. However, if the layoff occurs during or after a leave of absence, the maximum total period of continued coverage is thirty (30) months in the case of medical leave or twenty-four (24) months in the case of non-medical leave, measured from the end of the month in which the leave of absence began, irrespective of the date of termination. Required contributions, if any, must be paid during any period of such continuation of coverage. An employee classified in a job family and SMC that has been declared surplus may request that he or she be voluntarily laid off with modified layoff benefits if the request is approved by management subject to situational conditions and selection criteria as defined by the Company. The employee will be coded as a layoff and will be regarded for all Company purposes as a laid off employee (including for purposes of reporting to state employment security departments), entitled to receive layoff benefits provided under Article 21, except that the provisions of Article 21.3(a)(1) shall not apply and the provisions of Article 21.3(a)(2) shall apply only with respect to lump sum payments. The Union will be advised of all employees approved for voluntary layoff. Dated: March 10February 11, 2020 2016 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Dated Dated LETTER OF UNDERSTANDING NO. 9 RELATING TO TEMPORARY RECALL (Professional and Technical Units) The parties acknowledge that occasionally situations arise when short-term assignments require additional staffing. The Company in its sole discretion has from time to time preferred to have this work performed by employees on active recall status. The parties agree to continue the process described immediately below.Aerospace

Professional and Technical Units. In an effort to assist all employees in reaching their full potential, a process has been adopted to identify and constructively address performance deficiencies and/or an insufficient level of skills, knowledge, and abilities necessary for current assignments. This program includes: • Notifying the employee of the performance deficiency through issuance of a Notice of Remedial Action form (XXXX). • Notifying the employee of the skills, knowledge and abilities necessary for current assignments. • Developing a clear and cogent program for the employee to correct the performance deficiency and/or acquire the necessary skills, knowledge, and abilities. Prior to issuance to the employee the proposed XXXX shall be forwarded to the appropriate Employee Relations focal for review with the Union. Such review will include a discussion about the performance criteria identified in the XXXX to be utilized by the Company in assessing the employee’s ability to satisfy the XXXX requirements and resolve the performance deficiencies. • Employees will be provided a minimum of 30 calendar days (excluding any paid holidays) to improve their performance and meet the requirements of the XXXX. • The manager or their designee will be available to participate in follow-up meetings with the employee, and the Union representative when requested and available, to provide status on progress. When the manager concludes that the employee has failed to achieve the minimally acceptable performance for their classification the manager will communicate that conclusion to the appropriate Employee Relations representative to jointly determine what action will be taken. Such action may include discharge or reclassification when appropriate. In accordance with the general objectives stated in Article 8, the Union and the Company agree that employees who are identified as having performance deficiencies or inability to acquire the necessary skills, knowledge, and abilities, may be terminated or, at the Company's option, may be declared surplus to the needs of the Company and placed on layoff in accordance with the layoff provisions of Article 8, irrespective of their retention rating. Employees laid off according to those provisions will retain all rights they may have under Article 3. Dated: March February 11, 2016March 10, 2020 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Dated Dated LETTER OF UNDERSTANDING NO. 8 RELATING TO VOLUNTARY LAYOFFS (Professional and Technical Units) The Company and the Union agree that, any provision in the parties' Collective Bargaining Agreements to the contrary notwithstanding, the Company will establish a pilot Voluntary Layoff with modified benefits process that shall be distinguished from the specific benefits provided for employees laid-off involuntarily and that will be applicable to SPEEA- represented employees. These benefits will consist of the following: • One week of pay for every one (1) year of service (up to a maximum 26 weeks of pay) to be paid as a single lump sum payable within a reasonable period of time following the later of the effective date of the layoff and the Company’s receipt of a valid release and waiver; • Medical and dental coverage for laid off employees and their dependents will continue until the employee is covered by any other group medical or dental plan either as an employee or as a dependent, but in no event beyond three months after the date of layoff. However, if the layoff occurs during or after a leave of absence, the maximum total period of continued coverage is thirty (30) months in the case of medical leave or twenty-four (24) months in the case of non-medical leave, measured from the end of the month in which the leave of absence began, irrespective of the date of termination. Required contributions, if any, must be paid during any period of such continuation of coverage. An employee classified in a job family and SMC that has been declared surplus may request that he or she be voluntarily laid off with modified layoff benefits if the request is approved by management subject to situational conditions and selection criteria as defined by the Company. The employee will be coded as a layoff and will be regarded for all Company purposes as a laid off employee (including for purposes of reporting to state employment security departments), entitled to receive layoff benefits provided under Article 21, except that the provisions of Article 21.3(a)(1) shall not apply and the provisions of Article 21.3(a)(2) shall apply only with respect to lump sum payments. The Union will be advised of all employees approved for voluntary layoff. Dated: March February 11, 2016March 10, 2020 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Dated Dated LETTER OF UNDERSTANDING NO. 9 RELATING TO TEMPORARY RECALL (Professional and Technical Units) The parties acknowledge that occasionally situations arise when short-term assignments require additional staffing. The Company in its sole discretion has from time to time preferred to have this work performed by employees on active recall status. The parties agree to continue the process described immediately below.Aerospace

Professional and Technical Units. In an effort to assist all employees in reaching their full potential, a process has been adopted to identify and constructively address performance deficiencies and/or an insufficient level of skills, knowledge, and abilities necessary for current assignments. This program includes: • Notifying the employee of the performance deficiency through issuance of a Notice of Remedial Action form (XXXX). • Notifying the employee of the skills, knowledge and abilities necessary for current assignments. • Developing a clear and cogent program for the employee to correct the performance deficiency and/or acquire the necessary skills, knowledge, and abilities. Prior to issuance to the employee the proposed XXXX shall be forwarded to the appropriate Employee Relations focal for review with the Union. Such review will include a discussion about the performance criteria identified in the XXXX to be utilized by the Company in assessing the employee’s ability to satisfy the XXXX requirements and resolve the performance deficiencies. • Employees will be provided a minimum of 30 calendar days (excluding any paid holidays) to improve their performance and meet the requirements of the XXXX. • The manager or their designee will be available to participate in follow-up meetings with the employee, and the Union representative when requested and available, to provide status on progress. When the manager concludes that the employee has failed to achieve the minimally acceptable performance for their classification the manager will communicate that conclusion to the appropriate Employee Relations representative to jointly determine what action will be taken. Such action may include discharge or reclassification when appropriate. In accordance with the general objectives stated in Article 8, the Union and the Company agree that employees who are identified as having performance deficiencies or inability to acquire the necessary skills, knowledge, and abilities, may be terminated or, at the Company's option, may be declared surplus to the needs of the Company and placed on layoff in accordance with the layoff provisions of Article 8, irrespective of their retention rating. Employees laid off according to those provisions will retain all rights they may have under Article 3. Dated: March 10, 2020 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Xxxx Xxxxxx The Boeing Company Dated Dated LETTER OF UNDERSTANDING NO. 8 RELATING TO VOLUNTARY LAYOFFS (Professional and Technical Units) The Company and the Union agree that, any provision in the parties' Collective Bargaining Agreements to the contrary notwithstanding, the Company will establish a pilot Voluntary Layoff with modified benefits process that shall be distinguished from the specific benefits provided for employees laid-off involuntarily and that will be applicable to SPEEA- SPEEA-represented employees. These benefits will consist of the following: • One week of pay for every one (1) year of service (up to a maximum 26 weeks of pay) to be paid as a single lump sum payable within a reasonable period of time following the later of the effective date of the layoff and the Company’s receipt of a valid release and waiver; • Medical and dental coverage for laid off employees and their dependents will continue until the employee is covered by any other group medical or dental plan either as an employee or as a dependent, but in no event beyond three months after the date of layoff. However, if the layoff occurs during or after a leave of absence, the maximum total period of continued coverage is thirty (30) months in the case of medical leave or twenty-four (24) months in the case of non-medical leave, measured from the end of the month in which the leave of absence began, irrespective of the date of termination. Required contributions, if any, must be paid during any period of such continuation of coverage. An employee classified in a job family and SMC that has been declared surplus may request that he or she be voluntarily laid off with modified layoff benefits if the request is approved by management subject to situational conditions and selection criteria as defined by the Company. The employee will be coded as a layoff and will be regarded for all Company purposes as a laid off employee (including for purposes of reporting to state employment security departments), entitled to receive layoff benefits provided under Article 21, except that the provisions of Article 21.3(a)(1) shall not apply and the provisions of Article 21.3(a)(2) shall apply only with respect to lump sum payments. The Union will be advised of all employees approved for voluntary layoff. Dated: March 10, 2020 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Xxxx Xxxxxx The Boeing Company Dated Dated LETTER OF UNDERSTANDING NO. 9 RELATING TO TEMPORARY RECALL (Professional and Technical Units) The parties acknowledge that occasionally situations arise when short-term assignments require additional staffing. The Company in its sole discretion has from time to time preferred to have this work performed by employees on active recall status. The parties agree to continue the process described immediately below.

Professional and Technical Units. In an effort to assist all employees in reaching their full potential, a process has been adopted to identify and constructively address performance deficiencies and/or an insufficient level of skills, knowledge, and abilities necessary for current assignments. This program includes: •  Notifying the employee of the performance deficiency through issuance of a Notice of Remedial Action form (XXXX). •  Notifying the employee of the skills, knowledge and abilities necessary for current assignments. •  Developing a clear and cogent program for the employee to correct the performance deficiency and/or acquire the necessary skills, knowledge, and abilities. Prior to issuance to the employee the proposed XXXX shall be forwarded to the appropriate Employee Relations focal for review with the Union. Such review will include a discussion about the performance criteria identified in the XXXX to be utilized by the Company in assessing the employee’s ability to satisfy the XXXX requirements and resolve the performance deficiencies. •  Employees will be provided a minimum of 30 calendar days (excluding any paid holidays) to improve their performance and meet the requirements of the XXXX. •  The manager or their designee will be available to participate in follow-up meetings with the employee, and the Union representative when requested and available, to provide status on progress. When the manager concludes that the employee has failed to achieve the minimally acceptable performance for their classification the manager will communicate that conclusion to the appropriate Employee Relations representative to jointly determine what action will be taken. Such action may include discharge or reclassification when appropriate. In accordance with the general objectives stated in Article 8, the Union and the Company agree that employees who are identified as having performance deficiencies or inability to acquire the necessary skills, knowledge, and abilities, may be terminated or, at the Company's option, may be declared surplus to the needs of the Company and placed on layoff in accordance with the layoff provisions of Article 8, irrespective of their retention rating. Employees laid off according to those provisions will retain all rights they may have under Article 3. Dated: March 10, 2020 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Xxxx Xxxxxx The Boeing Company Dated Dated LETTER OF UNDERSTANDING NO. 8 RELATING TO VOLUNTARY LAYOFFS (Professional and Technical Units) The Company and the Union agree that, any provision in the parties' Collective Bargaining Agreements to the contrary notwithstanding, the Company will establish a pilot Voluntary Layoff with modified benefits process that shall be distinguished from the specific benefits provided for employees laid-off involuntarily and that will be applicable to SPEEA- SPEEA-represented employees. These benefits will consist of the following: •  One week of pay for every one (1) year of service (up to a maximum 26 weeks of pay) to be paid as a single lump sum payable within a reasonable period of time following the later of the effective date of the layoff and the Company’s receipt of a valid release and waiver; •  Medical and dental coverage for laid off employees and their dependents will continue until the employee is covered by any other group medical or dental plan either as an employee or as a dependent, but in no event beyond three months after the date of layoff. However, if the layoff occurs during or after a leave of absence, the maximum total period of continued coverage is thirty (30) months in the case of medical leave or twenty-four (24) months in the case of non-medical leave, measured from the end of the month in which the leave of absence began, irrespective of the date of termination. Required contributions, if any, must be paid during any period of such continuation of coverage. An employee classified in a job family and SMC that has been declared surplus may request that he or she be voluntarily laid off with modified layoff benefits if the request is approved by management subject to situational conditions and selection criteria as defined by the Company. The employee will be coded as a layoff and will be regarded for all Company purposes as a laid off employee (including for purposes of reporting to state employment security departments), entitled to receive layoff benefits provided under Article 21, except that the provisions of Article 21.3(a)(1) shall not apply and the provisions of Article 21.3(a)(2) shall apply only with respect to lump sum payments. The Union will be advised of all employees approved for voluntary layoff. Dated: March 10, 2020 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Xxxx Xxxxxx The Boeing Company Dated Dated LETTER OF UNDERSTANDING NO. 9 RELATING TO TEMPORARY RECALL (Professional and Technical Units) The parties acknowledge that occasionally situations arise when short-term assignments require additional staffing. The Company in its sole discretion has from time to time preferred to have this work performed by employees on active recall status. The parties agree to continue the process described immediately below.

Professional and Technical Units. In an effort to assist all employees in reaching their full potential, a process has been adopted to identify and constructively address performance deficiencies and/or an insufficient level of skills, knowledge, and abilities necessary for current assignments. This program includes: •  Notifying the employee of the performance deficiency through issuance of a Notice of Remedial Action form (XXXX). •  Notifying the employee of the skills, knowledge and abilities necessary for current assignments. •  Developing a clear and cogent program for the employee to correct the performance deficiency and/or acquire the necessary skills, knowledge, and abilities. Prior to issuance to the employee the proposed XXXX shall be forwarded to the appropriate Employee Relations focal for review with the Union. Such review will include a discussion about the performance criteria identified in the XXXX to be utilized by the Company in assessing the employee’s ability to satisfy the XXXX requirements and resolve the performance deficiencies. •  Employees will be provided a minimum of 30 calendar days (excluding any paid holidays) to improve their performance and meet the requirements of the XXXX. •  The manager or their designee will be available to participate in follow-up meetings with the employee, and the Union representative when requested and available, to provide status on progress. When the manager concludes that the employee has failed to achieve the minimally acceptable performance for their classification the manager will communicate that conclusion to the appropriate Employee Relations representative to jointly determine what action will be taken. Such action may include discharge or reclassification when appropriate. In accordance with the general objectives stated in Article 8, the Union and the Company agree that employees who are identified as having performance deficiencies or inability to acquire the necessary skills, knowledge, and abilities, may be terminated or, at the Company's option, may be declared surplus to the needs of the Company and placed on layoff in accordance with the layoff provisions of Article 8, irrespective of their retention rating. Employees laid off according to those provisions will retain all rights they may have under Article 3. Dated: March 10April 28, 2020 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Xxxx Xxxxxx The Boeing Company Dated Dated LETTER OF UNDERSTANDING NO. 8 RELATING TO VOLUNTARY LAYOFFS (Professional and Technical Units) The Company and the Union agree that, any provision in the parties' Collective Bargaining Agreements to the contrary notwithstanding, the Company will establish a pilot Voluntary Layoff with modified benefits process that shall be distinguished from the specific benefits provided for employees laid-off involuntarily and that will be applicable to SPEEA- SPEEA-represented employees. These benefits will consist of the following: •  One week of pay for every one (1) year of service (up to a maximum 26 weeks of pay) to be paid as a single lump sum payable within a reasonable period of time following the later of the effective date of the layoff and the Company’s receipt of a valid release and waiver; •  Medical and dental coverage for laid off employees and their dependents will continue until the employee is covered by any other group medical or dental plan either as an employee or as a dependent, but in no event beyond three months after the date of layoff. However, if the layoff occurs during or after a leave of absence, the maximum total period of continued coverage is thirty (30) months in the case of medical leave or twenty-four (24) months in the case of non-medical leave, measured from the end of the month in which the leave of absence began, irrespective of the date of termination. Required contributions, if any, must be paid during any period of such continuation of coverage. An employee classified in a job family and SMC that has been declared surplus may request that he or she be voluntarily laid off with modified layoff benefits if the request is approved by management subject to situational conditions and selection criteria as defined by the Company. The employee will be coded as a layoff and will be regarded for all Company purposes as a laid off employee (including for purposes of reporting to state employment security departments), entitled to receive layoff benefits provided under Article 21, except that the provisions of Article 21.3(a)(1) shall not apply and the provisions of Article 21.3(a)(2) shall apply only with respect to lump sum payments. The Union will be advised of all employees approved for voluntary layoff. Dated: March 10April 28, 2020 Society of Professional Engineering The Boeing Company Employees in Aerospace By By Xxxx Xxxxxx The Boeing Company Dated Dated LETTER OF UNDERSTANDING NO. 9 RELATING TO TEMPORARY RECALL (Professional and Technical Units) The parties acknowledge that occasionally situations arise when short-term assignments require additional staffing. The Company in its sole discretion has from time to time preferred to have this work performed by employees on active recall status. The parties agree to continue the process described immediately below.