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Title: Boeing Company and Society of Professional Engineering Employees in 
Aerospace (SPEEA) (2004) 
 
K#: 4209 
 
Employer Name: Boeing Company 
 
Location: KS Wichita 
 
Union: Society of Professional Engineering Employees in Aerospace (SPEEA) 
 
Local: 
  
SIC: 3721     NAICS: 541710 
 
Sector: P     Number of Workers: 1280 
 
Effective Date: 07/07/04   Expiration Date: 02/19/08 
 
Number of Pages: 127   Other Years Available: N 
 
 
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TABLE OP CONTENTS 
P.C 
Prcarnble . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.  
Arricle I Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.  
Article 2 Rights of Manqemcnr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.  
Arriclc 3 Grievance Procedure and Arbitration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.  
Article 4 Employee Rrforrnance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ...I  
Arriclc 5 Vacation Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.  
Article 6 Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9.  
Airiclr 7 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.0 
Arricle 8 Workforce . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.l  
Arricle 9 Conracr Pcrrannel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.2.  
Arricle 10 JoinrMeerkgr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23  
Article 11 Work Schedules - Pay h r e r  - Overrime -Temporary 
Military Izave - Jury Dury And Witness Service . . . . . . . . . . . . . . . . . . . . . . . . .2.3  
Arricle 12 UnionOAicialr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.9 
Arricle 13 Deductian of Union Dues . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .32.  
Arricle I 4  Strikes and Lockours . . ............................................ 33 
Arricle 15 Volunrnry lnvesrmenr Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.  3  
Arriclc 16 Group Bencfitr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.4 
Arricle 17 RerirementPlan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.7  
Arricle 18 Non-dircriminacion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.8  
Arricli 19 Srverabiliy . . ................................................... 38 
Article 20 7h.s apeemmr h a  no Ari;rlr 20 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3. 8  
Arriclc 21 Layoff Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.8.  
Arricle 22 Job Clasrificarioni . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.9  
Arricle 23 Durarion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.1.  
Letten Of Understanding Relating To: 
Arrachment 1 Carh Payment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.3.  
Arrachmenr 2 ChildlElder Care Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.4  
Arrachmcnr 3 Drug and Alcohol Free Work Placc Pmgmm . . . . . . . . . . . . . . . . . . . . . . . . . . . . .44  
Arrachmenr 4 Work Environmrnr and Healrh and Safery ............................. -45 
Arrachmenr 5 Relaring to Data Reporrs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.5  
Arrachment 6 Printing of Conrracrs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.6  
I Arrachmenr 7 Oversight of Labor-Managemenr Caopcrative Iniriariver . . . . . . . . . . . . . . . . . . .4 6  
Arrachmenr 8 SharrValue Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.7  
Arrarhrnent 9 Viirual Oificc . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  48 
Arrachmenr 10 The Travel Card Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.9  
Arrachmenr 11 Frequenr Flier Milcage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.9.  
Arrachmcnr 12 SPEEA Access to rhe Bocing Web . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 0  
Arrachmcnr 13 Working Togcrhcr Panncnhip . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5.0 
Arrachmenr 14 RrviewofSJCHares . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 1 
Arrachmenr 15 AOGhrignmcnrs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5.1.  
Arrachmenr 16 Managemenr Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5.3.  
Arrachmenr 17 ScxCrimcs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5.3  
Appendix A OrganizariondFunrtions Wirh Confidenrial 
Employecr And Currcnr Jobr Identified As Confidcnrial 
Atrachmcnr A Group Renefirr Package . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. .1. .  
Arochmenr R Rerirec Medical Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8...1 
Index . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11.. . .  
COLLECTIVE BARGAINING AGREEMENT 
T H E  BOEING COMPANY 
a"d 
S O C I E O~F  PROFESSIONAL ENGINEERING EMPLOYEES I N  AEROSPACE - \VTPU 
THIS AGREEMENT is a reflection of rhc parrici commitmcnr to rhere shared principles: 
To mainrain a respccrhl, ooperarlve relationship; rmgniring rhac rhc employcw arc rhe most 
valued rcrourcr The Boeing Company ('the Campany' or 'Baeing') has. 
To work cogether ro furthcr the murud ruccerr of borh parries; so rhar rhe Company will 
continue to have a pmductivc, flexible, ompcririve business wirh a highly-morivarcd, skilled and 
involvcd workforce while enabling SPEW to best rcprerenr and scrvc irr members. 
To resolve issues ro rhc greatesr crrcnr possible through a collaborative process marked by open 
communicarion and rcspccr for the employ~er,t he Company and the Union. 
ARTICLE 1 
RECOGNITION 
Senion 1.1 Recognition. For the purposes ofcollecrivc bargaining wirh respect to races of pay and other 
conditions of cmploymenr, rhc Company recognizes the Union as rhe exclurivc bargaining agenr for chi 
collective bargaining unir described as follows: 
I.l(a) All full-rime and regular parr-rime non-excmpr employees and exempr salarird non-engineering 
employees (except rhc OccupationlFamily codes includcd below) primarily employed and working at 
the Company's Wichita, Kansas facilities, bur excluding all full-rime and regular parr-rime employees 
doignared as being in the professional unir in rhc agmment wirh rhe Company, the Union and rhc 
National Labor Relacions Board in rhe OccuparionIFamily codes GANB. BBAQ BBAP, 7BTP. 
BCCK, 7BTN. 7BTR and rhe 7BTY employed wirhin the SHFA Medical Orgahizarion, confidential 
employies I(l.l(b) below)], managerial employees, guard5 and supervisors as defined in rhe National 
Labor Relations Act, and all arhcr employccr. 
I.l(b) The Company and rhc Union agrcc char a number of  employm are crdudcd from the 
bargaining unir because of their job functions andlor organizations. Thc following is a lisr of 
carcgorier ofwork rhar rhere employees do andlor rhe organiurionr rhry are in: 
l.L(b)(l) Employcu who work with confidential personnel information. The people in 
rhir group include (a) all individuals working in human resource functions including 
employment, organizational personnel reprcsentariver, compensation and benefits, cqual 
employmcnr opprrunirylworMarce divcrriry, rraiiing and workforce, union rclnrionr, people 
ryrrcmr and management dwelopmcnr: (bl dl individualr working in rhc Employee Asrirrancc 
Program; (c) all individuals in the Law and Ethics organizations; and (d) all individuals in rhe 
Sccuriry and Fire prorccrion organization. Nor included in rhir group of confidcnrial employees 
arc chose emplayccs who coordinate and provide training programs. 
l.l(b)(Z) Employees who work with confidential business information. Thc pcople in chi9 
group include all individualr in the Business Operarionr, in lnrernal Audit, in Communicarionr 
and Public Affairs, in Srarc and Local Government Relations and all Executive Ofice  
Adminisrarorr. Additionally, certain rmployccl in rhe Finance Organiurionr in payroll, 
paymcnr services, insurance, errimaring/pricing, invcrrmcnt analysis, cost managemcnr, 

I 3.610 The Company and [he Union shall, by mutual conrcnr, Fu rhe amount of compenrarion to bc I paid for rhc services of the arbiter Thc Union or the Company, whichever is ruled against by rhe 2 
arbirer, shall pay the campensarion of rhc arbircr including necessary expenses. 3 
4 
3.6(g) The coral cost of rhc stenographic record, if requested, will be paid by rhe parry requesring it. 5 
If the other parry also requests a copy, that parry will pay onc-halfof the stenographic corrs. 6 
7 
Section 3.7 Biding Effect 0fAwp.d. All decisions arrived ar under the provisions ofthir Article by rhc 8 
representatives of rhe Company and the Union, or by rhc arbirer, shall be final and binding upon both 9 
parrics, provided chat in arriving at such decisions ncirher of the parrier nor rhe arbirer shall have rhe I0 
authority to alrer this Agreement in whole or in part. I i  
Section 3.8 l i m e  Limitation u t o  Back Pay. Grievance claims regarding rerroacrivc compenrarion shall 
be limiccd ro rhirg (30) calendar days prior to the wrirrcn submirrion of chc gricwnce ro Company 
Rcprcrenrativer, provided; however, char chis rhirry (30) day limirarion may hc waived by murual consent 
a f  the parrier. 
S m i o n  3.9 Extension of Time Limiu by Agreement. Thc rime limits set forth in rhir Arricle art 
recognized by rhe particr as being necessary for prompr resolution 06gr ic~ncer .R easonable extensions of 
rhere rime limits may be arranged by murual wrirrcn agreement. If a decision is nor rendered by the 
Company wirhin the rime limirs esrablished for Srcps I and 2, Section 3.2, the Union may rhcreupan 
advance che grievance m the ncrr s tep  Grievances nor prerenced, or presenccd and nor pursued, wirhin 
the specified or mutually arcndcd time limirs will be considered waived. .' 24 
Section 3.10 Conferencn During Working Hours. All confcrencer resulring from the applicarion of.  25 
of chis Article shall be held during working hours. 26 
I -7,7  
Senion 3.1 1 Signing Grievance Doe Not Concede Arbitrable Issue. The  signing of any grievance by 28 
any employee or reprcscnrarivc of either the Company ar rhe Union shall nor bc construed by either party- 29 
as a concesrion or agreenienr rhar the grievance conrriruter an arbirrable isrue or is properly subject to the 30 
griwanrc machinery under the rerms of chis Arride. 31 
32  
Senion 3.12 JurLdictiand D i p u t a .  Any disputes whcre rhe Union contends eicher ( i )  char w o h  3 3  
performed by rep-nrrd employees nor wirhin the unir dercribed in Article I should be performed by 34 
employees wirhin rhe unir, or (2) that rcpresenrcd employees nor within rhr unir described in Arridc 1 should: 35  
be induded wirhin rhc unir, rhall nor be subjecr to the grievance and arbitration provirion of h i c k  3. Upan. . 36 
rhe requerr of the Union, the Company will meet wirh the Union and discus rhe Uniorir concerns regarding, 37 
jurirdictional disputes. Thc Company will consider any information rhe union wiQes to provide befotc 38  
reaching a final decision. l h i r  final decision will be neirhcr griwable nor arbirrable, This Secrion 3.12 hall 39 
nor apply ro such dispurcr where the Union obtains rhe wirren consent of all other inccresred bargaining 40  
repraenrariver to parriciparc in and be bound by the decision of an arbitrator or Panel of arbirraron. 41 
42 
43  
ARTICLE 4 44 
EMPIDYEE PERFORMANCE 45 
Section 4.1 Employee Performance Process. The Union and rhc Company agree rhar many factors 
conrriburc to pcrfotmance. including bur not limited ro curcomer rarirfacrion, continuous quality 
improvcmenr, initiative, producriviry, technical compcrcnce, o m m u n h t i o n ,  teamwork, innovation1 
crcariviry, integrity, and leadership. The Employer Pcrformancc Process provides a documenrcd means 
for rhc cmploycc and managcr to ascs performance and build employcc devclopm~nr The 
componcnrr of the Employee Performance Process are Performancc Evaluation and career developmmr. 
The Ncw Employe Progress Rrvicw (NEPR) for nov-hire employees is described in Section 4.5. 
S m i o n  4.2 Performance Evduation. Each employee and hir or her manager, with rhc ulrirnarc 
goal of improving individual and organization performance, will use Performance Evaluation. 
Performance Evaluarian is designed ro pmmore effective measuremcnr of the value objectives listed 
below: 
Problem Solving Uudgmenr) 
Communi<arion 
. Technical Skills 81 Knowledge 
lncegriry 
. Qualiry and Producriviv 
- Cuiromer Sarisfaction 
- People Working Together (A Diverse and Involved T a m )  
Corporate Cirizenrhip 
. Enhanced Shaiehaldcr k l u e  (Business Knowledge) 
. Leddcrship 
Perfarmaclce Evaluarion may also indude measurable performance goals tailored ro supporr rhe burincrs 
goals of rhe individual's arganirarion. These performance goals may be specific to rhc organimrion, job 
classification, rargerr (eg. Qualiv. Cost, Deliver); Safery, and Morale), or values. 
A weighring methodology and value objective clarificarian can be applied to all or portions of these 
mcasuio at rhc organintian. skill team or empluyec level during rhc define rcrrion. T h o e  weighring 
merhodologier and value objecrivcr shall bc explained ro rhe employrc during DcfinellnrerimiFinal 
I'E rwiewr. 
4.21.) The  Performance Evalurrion Process conrirrr of rhree acrivities: definc, inrerim rcvirw and final 
review Addirional reviews may be conducrcd ar requesred. 
4,2(a)(L) "Dcfinc consists of cammunicarion and documentarion a f  currtnr job respoosibiii6es, 
value objccriver, performance goals, any weighting, and areas of srrcngrhi and weaknesses for 
dcvclapmenr, a i  well as any arher subjects relaring co performance. Oefinc activities will be 
compleccd wirhin foiry-five (45) calendar days of rhe beginning of rhr annual Performdncc 
Evaluarion cycle. 
4.2(3[2) "lnrcrim Revicw(~Yc onsists of ongoing commuaication and asscrsmcnr of currcnr job 
rciponsibiliries, value abjerrives, pcrformnnce goals, any weighring, and areas of rrrengrhr 
and weaknesses for dcvelopmcnr. as well ar any oiher subjects relating to performance. Each 
shall have at least one interim review during each nvelve (12)-monrh period. In rhcsc 
reviews, progress cowards achieving rhc defined pcrfarmancc and devclopmcnr goals is 
assessed and rummarizd. Either rhe employee or manager may requesr additional reviews, as 
appropriate. lnrcrim rwiews will normally occur wirhin nvo (2) w t c h  of being requested but in 
na case longcr than thirry (30) drys. 
4.Z(a)(3) -Final Review" will be completed by rhc end of chc annual Performlance Evaluation 
cycle. In che final review metring. overali performance is asrcrred, summarized, and documented. 
Employerr may attach a list of accomplirhmenrs and inputs from curcomers for dircusion during 
rhe review period char are in addition to d u e o bjecrives and performance goals. A copy of rhc 
form with rhe final rwiew summary will be placed in the employcei personnel folder Supporting 
dam may be retained by rhr employce and rhe manager 
4.2(b) Ir is apecrcd rhar occasional diragreemcnr over Performance Evaluation conrenr will be 1 
resolved at the lowcrr possihle Inel. A skip-level manager may be involved in the process for this 2 
purporc. However, in rhorc few inrranccr where such resolution is nor possible, rhe Union may 3 
involve rhe Major Organiurion Human Resource Director (or designee). 4 
4.2(c) Performance Evaluation ierrionr (define, interim and final reviews) rhall be schcdulcd 
to maximize rheir uriliry in rclccrive salary and retention index decisions. Recommended schedule 
is: Define rersions: January - February: lnrerim sessions: June - July; Final review: Deccmbcr - 
January 
4.2(d) Wlcn an employee rranrferr ro a new group wirh differing performance goals, a nnv 
Rrformance Evaluarion Definc session will bc scheduled within forry-five (45) days of rransfcr to the 
new group. 
Senion 4.3 Performance Evaluation Form. Farmr used in the Performance Evaluarion Process shall be 
the same for all employees in chis bargaining unit. 
Senion 4.4 h e r D evelopment. The Union and rhe Company agree that employees wanring to 
pursue further career development may use the Pcrformance D ~ e l a ~ m c nPra rtnership procedure. 
PRO-1488, ar a tool to work roward chat goal. 
Section 4.5 New Emplope Pmg.es~a nd Performance. In an effort ra arsiar new-hire employecr in 
reaching rheir full parcnrial. the New Employee Progress Review (NEPR) will be adopred to counsel new 
employees ro cnioumge and srimulare job progrerr and growth. The NEPR can also be used ro idenrify 
and conrrrucrively addicsr performance deficiencies in a timely manner The program includes: 
Opporrunities far positive, conrrrucrive exchange beween a managcr and a newly-hired employee. 
Rrformance discurriona upon complerion of rhe 30th and 90th calendar days of employment 
F e r fo rman~d ircunionr upon rhe 180th and 360ch calcndar day; of cmplaymcnr unless chc 
employee and supervisor have iniriated a performance waluarion process. 
Norifying the employee of a performance deficiency 
Developing a clear and cogent program for the employee to correct a performance deficiency 
Providing the Union wirh a copy ofrhe  proposed action in  a rimcly manner 
Section 4.6 Pmccu Revisions. R~presenrarivcro f the Company or Union may ark for a review of the 
Employee Performance Process during chis Agreemenr. Changes ro rhe Performance h l u a r i o n  Process 
are subject to the murual agreement of borh parries. 
ARTICLE 5 
VACATION PLAN 
Section 5.1 Gcnenl. Reasonable rime away from che joh is conducive to good health and d l b eing 
and is considered in rhc berr inrcrerr of rhe employee and rhe Company. Each employee should have the 
apporruniry ro schedule and rake vacation each year and thereby uic rheir vacarion crrdirr, allowing 
adcquare staffing for Company operations. 
5.2(4 Vacarion crcdirs are accrucd daily and awarded weekly, wirh credirr increasing on the baris of 
errablirhed increments as follows: 
Company Service Annull Vvltioo 
1 rhru 4 years 80 hours 
5 rhru 9 years 96 hours 
10 and 11 years 120 hours 
I2 and 13 years 128 hours 
14 and I5  years 136 hours 
16 and 17 years 144 hours 
18 yeam or more 160 hours 
Company service dare will be used to determine the credits ro be awardcd. Vacation credits may 
accumulare to a mzximum of nvo years of credir (as determined fmm above schedule). No additional 
vacarian credicr will be accrued unril the numbcr of credirs in che accounr drops below the nuo-year 
maximum. 
Vacarion credits will not be accrued in exccss of ninety calendar days on a l m e o f abscncr 
5.2(b) Part-time employees are =waded vacation credits in arcordance wirh <he above xhcdule 
an  a pro-rara basis. Vacation credirs will be pro-raced based on hours paid (excluding overrime and 
shorr-term disability leave payments). 
5.2(c) Vacation accounrr will be mainrained to rhc ncarrrr tenrh of an hour unir. 
5.2(d) Eligibility dares and accumulared vacarion crcdirr errablished prior to rhis agrccmenr will nor 
be changed as a result of rhis agreement. 
Section 5.3 Use of Vacation Credits. 
5.33 Subjccr ro mzinagcmcnr approml bared on Company work schcdule requiremeno, previously 
awarded ncarion crcdirr may be used by rhc ~mployce% ,ithour limir. Management will encourage 
employee urc of vacarion for rime off within rhe period when credirr are available. USLo f vacation 
ar r ime convenient ro the employee will be arranged ro rhe exrenr permirrcd by Company work 
rchcdule requircmenrs. 
5.3(b) Vacations arc ro be rakcn as time off and there will br  no pay in lieu of rime o& 
5.3(c) Generally, vacation crcdirr are robe urcd in units equal ro the schedulrd hours in rhc ~mploycci 
normal workday; howcvcr, non-exempr employees may use vacation crcdirr in lcsscr amounrr ro permit 
a parrial day abacncc. Also, in urcr when sick lmvc cridirc are nrhausted, non-rxempt cmployccr may 
charge a parrial &y of absence for sick leave against ncarian credirs in any amount up ro the scheduled 
hours in the employce'~ normal workday Excmpr employccr musr cake ncarion in whole day 
incrrments. 
5.3(d) Part-time employecr normally will use vacarian crcdits in amounts comparable to rheir 
part-rimc work schedukr. Howcuer, rubjrct m rhc scheduling requirements of h i s  ar her organization. 
a parr-rime cmployre may requerr and receive vacarion in eighr-hour incrrmenrs. 
5.3,) Holidays occurring while an employec is on vacarion are nor dcducred from vacarian credirs. 
5.3(fl Payment for vacarionr will be made ar rhe employcci bare rare in effccr ar the rime vacation is 
taken plus, if applicable, any rupplcmrnr ro rhe base rare approved by the Company far inclusion in 
vacarian pay 
5.3(g) An employee on leave ofabsence is eligible to use vacarion credirs. 
Smion 5.4 Vacation Payment on Trrmintion. An employee who rcrminares for any rearon will be paid 
for all unused credicr in his or her ncarian account and all accrued \%carion rhraugh the l a c  day worked. 
I Senion 5.5 V'ation Crrdiu  When Payroll Ir Changed. In all care, involving che transfer of an cmployee from one payroll ro anorhcr, rhc provisions of rhc Compmy'r pertaining to vacarionr. ar may be rcviscd from rimc-ro-rime by the Company, shall bc applicable. 
ARTICLE 6 
SICK LFAVE 
SNcion 6.1 Ltablishmmc of Initial Eligibility for Sick Leayc. 
6.1(a) Employees classified on a ralaricd payroll bccomc eligible for rick leave upon romplcrion of 
one (1) monrh continuour active service wirh the Company 
6.l(b) When rhe conrinuiry of emplaymenr ir broken other rhan by layoff or terminarion 
ro enter military service, an employcc murr begin wirh the dare of reemployment co accumularc 
one (1) monrh continuous acrive service with rhe Company beiore being eligible for rick 
leave. 
I SeEtion 6.2 Accumulation of Sick bye. 
6.2(a) On rhe finr workday following complerion of one (1) monrh of cantinuour acrive service, a 
full-rime employee will be credited wirh eighr (8) hours rick leave. Thereafter, hc or she will 
accumulate eight (8) hours sick leave for each monrh of active service ro a maximum of righry (80) 
hourr during the firsr and each ruccecding year of service. For parc-timc employcer, sick leave credits 
will be a<cumularcd in rhe proponion char rhe hours worked bear ro full-rime houri, rounded ro the 
nearest one-tench (1110) hour unir. 
6.2(b) lo all cares involving the rmnrfer of an employee from one payroll ro another, rhe provisions 
of rhc Companyi proccdurer pcrraining to sick lcavc, as may bc revised from rime ro rime by the 
Companp shall be applicable. 
6.2(c) No sick leave crcdir will be accumulated during periods on layoff or for abrencc in excess of 
rhe firsr nincry (90) calendar days on a leave of absmce. Such absence from rhe acrivc payroll will 
reduce the monrhly sick leave award. iinpplicablc, in the proportion of l130rh ofcighr hours far each 
calendar day of abr~nccd uring rhe monrh, or a comparable proporrionatc rcducrian if a pan-rime 
employee, rounded to rhc ncarcrr rcnrh ofan hour 
I 6.2(d) Eligibiliry dares and accumulated sick leave crcdirs established prior ro this Agrecmenr will nor be changed as a result oirhir Agrecmenr. 
Senion 6.3 Usc of Sick Leave. 
6.3M Sick leave credirr are ro be used only in the event of absence duc to rhe following causes: 
(a) illness of employer, including physical incapaciry of a female cmployee due ro hcr pregnancy: 
(b) illness or dearh in rhe family (requiring rhe employmi presence); and (c) mcdical or dcnral 
appoinrmrnr which can be rchcduled only during the working hours. Nan-exempt employecr may 
use sick leave in any increments, but cxrmpr employeer shall use NONIND far usage of lcrr rhan a 
full day 
6.3(b) Sicklcavc payments will bear theemployee's base mrc in effect ar rhr rimcofhir or hcr abrencc 
plus; if applicable, any supplcmcnr to rhc base rare approved by rhc Company far inclusion in rick 
leave pay. 
6.3(3 Sick lcavc hours will bc used from sick leave hours most rccenrly credited. 
6.3(d) Nolwirhsranding 6.3(a), sick leave credirr may bc urcd by an cmploycc on leave of abrcncc. 
deemed practicable by rhc Company, rurpluscs will br resolvrd by placing individualr in vther 
asrignmcnrs. 
8.l(b) Job Clasifiution urd SMC of Record Shall Pmai l .  Noovirhrranding any challenger 
concerning job classification and SMC by individual employers or the Union under Article 3 or 
kricle 22, cmploycr rrawgnmenrs m layoffs ~fferrcdu nder the provisions of this Artide shall bc 
based upon each employee's job classification and SMC of record at rhc rimc of such acrion. 
Individual employec or Union conrentions thar a re-assignment or layoff is inappropriarc, inasmuch 
as rhr employeci assigned job classificarion and SMC prior to or ar the rime ofruch re-assignment or 
layoff is or w x  ~ l l r t~o dbe inappropriare, arc rpccifically ercludcd from the gricvancc procedure 
docribed in Acridc 3, and shall affarJ no basis for any claim on the parr ofrhc individual cmpla)~cc 
or Union that such re-assignment or layoffshould be voided or rcr aside. 
Section 8.2 Procedure Rchting to the Filling of Posiriaa.. 
8.2(a) The partics are agreed rhar it is in their murual interest ro assure rhar favorable promotional 
and rcrcnrion consideration ir granted ro chose individuals who are best able ra maintain or improve 
rhc eRdcno/ of rhr Compmy, further i s p rogress and contribure co rhc succesrful accomplirhmenr 
of current and fururc business. Accordingly, in the filling of positions, parricular actenrion will be 
given ro the developmenr, advancemenr and retention of the existing workforcr. 
8.Z(b) Re-asrignmcnrr and rransfers of rhe following kinds may bc made by rhc Company wirhour 
regard m chr pmvirianr of 8.2(e). Positions so filled shall not be regarded as open paririonr. 
8.2(b)(l) Re-assignments of surplus employres and ruiplu individuals from mmagegemcnr, 
engineering, or ocher salaried paymllr. 
8.2(b)(Z) Non-pramorional reassignments of nan-surplus employees (as, for example, m staff 
nou programs or ro avoid surpluses). 
8.2(b)(3) Return of employees from layoff status or from leaves of abrencc. 
8.2(b)(4) lianrfcrs into the bargaining unir of individualr who ar some previous rimc were 
assigned ro Job Clasriticarion and Skills Management Codes currently wirhin rhc bargaining 
unit. 
8.2(d An "in-placi' promotion is rhc pmmorion of an employee to n higher level wirhin 'he 
same Job Classification and Sklls Managemcnr Code. This promotion ierulrr from expansion 
of the employee's own work assignment and is nor for the purpose of filling a paririon vacated 
by anorhcr cmployee. Such an in-place promorion doer nor consrirure rhr filling of a posirion 
wirhin the meaning of 8.2, and rhc Company may make such in-place promorions without 
limitations. 
8.2(d) All =cant positions other than thow 6lled ac described in 8.2(h) and 8.2id shall be derignarcd 
as opcn 
8.Z(J The Company will reek candidarcs from wirhin rhe existing workforce for all positions that are 
derignarcd by the Company as open paririons. Employees on the active payroll who havc bccn 
declared surplus and/or who have bcol previoudy downgraded shall haw prioricy cights ra open 
poririonr as described in 8.2(e)(l) and 8.2(e)(2), respecrivcly For open paririons remaining after the 
prouisionr of 8Z(c)(l) and B.Z(c)(Z) hare been met. other candidarcs shall receive consideration as 
described in 8.2(e)(3). 
B.Z(e)(II If an opcn position occurs far a Job Classification and Skills Managcmenr Code in 
which layoffs are aurhorizcd, an employee already assigned ro rhar Skills Management Code shall 
be selected for the open posirion. 
8.2(e)(2) If,a frcr applicarion of 8.2(e)(l), rhc open paskion arill crirts, first conridearion shall 
be given roan employre who mecrr all rhe following conditions: 
8.2(e)(Z)n Was, wirhin six (6) years preceding rhc datc on which the open paririon i r  
designarcd. while on rhc acrivc payroll, downgraded for other than performance masons as 
specified in 22.4(b) from rhc same Job Clarcificarion and Skills Management Code as the open 
position, or from a higher level of char JobClassificsnion and Skills Management Code, or from 
a dirrcrly-rcland management, cnginccring, or other payroll position. 
8.2(c)(2)b Has nor declined a Company offcr of mrurn to the Job Clarsifiration and Skills 
Managrmenr Code from which downgraded. 
8.2(e)(3) I f rhr  open position s t i l l  = ins  following application of 8.2(3(1) and 8.2(~)(2).o ther 
candidarcr will receive consideration in rhe following order: 
(a) Individuals on file far recall as described in 8.4(b) and candidarcr who makc timely 
applicarion for rhc open posirion through rhe Company's Employee Requerred Transfer 
ryrrim. 
The Company will select For the open position whichever ofche canaidered candidates it dcrerminer will 
besr achieve rhe purposes set forth i n  8.21a). 
8.2(0 Employee Rrqucsu for Transfer. The Company will mainrain an environmcnr in which 
employees can make known rheir inreresr in  rransferring ro orher posirionr for whkh rhcy arc 
qualified to perform and which may rarisiy rheir personal needs. A job porting and transfer process 
will be maintained which will allow cmployecr, without fear of reprisal, ro make application for 
transfer and receive conridcracion as a candidate for open poririonr for which they are qualified. All 
employees, including rhose involved in surpluro. shall have full accrrs ro the Jobi@Boeing process. 
The Company will provide the Union wirh a copy of the request for rransfer procedure and any 
changes rhercto. 
Section 8.3 Retention System and Rc-deployment Procedure. 
8.3(a) Ohjenive. The general objccrive o f  rhe procedure scared in rhir 8.3 i s  to provide for 
the acramolishmenr of lavafh for business reasons. to the end rhar insofar as .or~acr iwblc the ~~~ ~ 
layoffs will be made cquicably expcdiriously and ecnnomicallfi and ar the same rime will resulr in 
rercnrion on the payroll o f  rhose employccr regarded by management as comprising rhe warkiorce 
rhar i s  bcrr able ro mainrain or improve rhc efficiency o f  the Company, further irr progress and 
success and conrribute ro rhc successful accomplirhmenr of the Compan$s currenr and Fururc 
business. The occurrcncc and existence o f  any condirion necessitating a layoff and rhe number of 
cmp.l ov.e es invalvcd will bc dercrmined cxclurivcl,v  b,v  the Cumo.s nv,.  Fallowin"e  such dererminarion. 
the Company will nority rhe Union of rhc anticipated IayoR and, the affected rercnrion groups 
and numbcrr ofemployecr apr ra hc affected. Mecred employer will be given rwo (2) weeks' noricc 
prior ro layoff wherever practicable, and will receive conridecarion for open positions in accordance 
wirh 8.2(c). 
8.3(h) Retention Inda  Management will assign a rereorion raring ro cach employee ro whom this 
kricle applicr wirh rhc basic objccriveafidenritying rhose employccr berr able ro maintain or improve 
rhc efficiency o f  the Company, furchcr irr progress and succcri and conrriburc ro rhc successful 
accomplishrnenr of rhc Companyi currcnr and filrure business ar idcnrificd in rhc cmploycei 
Performance Evalurrion Procrrr. Consistent with rhir ohjccrivc, Management will rake into accounr 
each tmploycci competence, diligcnrr and drmonaratcd usable capabilirics bared upon rhr 
cmploycei current pcrformancc and a review o f  the cmployce'r prcviour pcrfarmancc. Employrcr an 
parr,rimc work schcdulcr as drfinrd in 11.4 will be rercnrion rated with cmplgvcer on full-rime work 
schedules. Length of company service will be a paritivc factor to rhc exrenr that rhr experience so 
gained continues ro be reflected in increased capability 
8.3(b)(l) Frequency. A retention index review will bc conducted no sooncr rhan four (41 
months nor longer rhan welve (12) months from the prior rercntion indcx review I n  
each review, the Company will group employes for retcnrion purposes and designate rhc 
rerenrion raring of each employer in  the group ar RI ,  RZ or IU. 
8.3(b)(Z] Retention lnder Group Makcup.  Managemen? will dcrermine rerention indcx 
groups raking inra account skill reams, Major Organizarions, Principal Subordinare 
Organizations, Occuparion Cade, Job Family, Slallr Managemenr Cade and Level. The Union 
will be provided a listing of the Rerention Index Croups and ar groups am formed or changed, 
the Union may make ruggcrrions ro the Company on how to improve rhc groupings. Whenever 
possible, rcrcntion groups will bc defined in rucha way as ro group employees in groups afar least 
ren (10) who are performing rht  ramc ype ofwork. In a Rcrenrion lndex Group, the same-levcl 
employcer should be able to perform each other's work and higher-levcl employees should be 
able to perform lower-level work. Exempr and non-cxempt employecr will not be in rhe same 
rerenrion group. 
8.3(b)(3) Rniew Procew. T h e  Gmpany will d~rermineth e rctenrion raring afeach employee. 
rhr mpmhers ofmanagcmenr who will participate in retention index rcvicws, the rerenrion index 
groups ro be usrd, the timing, and rhc ocher details of such reviews. Members of management 
participating in ihe reviews will be instructed by the Company ro make rcrenrion index 
arsignmcnrr with care, giving full consideration ro the objective stared in 83(a) and 8.3(b). Such 
instructions will rrrers rhar rerenrion raring ir ro bc assigned without regard' to potenrial 
adjusrrnenrr far Company service ar provided for in  8.3(b)(5). It i s  recognized thar any 
pracricablc process o f  arrigning a retention raring ro each ~mpio~ecaen not be complercly frce of 
error as ro merhod used or ar ro resulting rercnrian raring. raking into accounr: thc large numbers 
of ~mplayees,S kills Managrmenr Code, organivrians nnd requirements inualvcd: rhc lacr rhar 
numerous management representatives neccwarily murr p~rricipzrein  the process; and rhar many 
of rhe facrorr which must bc dcalr wirh are intangible in nature. The review process shall nor 
be subjecr ro the gricvancc and arbirmrion pmcedum; howecr, an employee mdy appeal rhe 
employee's assigned retention raring ar provided in 83(b](7]. 
8.3(b)l4) Distribution. Each emplo)*ce will bc ~~,igncdrl  rretenrion i l t ing such rhar, as 
as i s  mathcmariuilly practirablr. and except as provided in 8.3(b)(8). rhc rercntion index 
dirrriburion for rerenrion groupings within each rcrenrion indcx group i s  R I  - 38 ro 42%. 
R2 - 38 co 4296, m d  R3 - 18 m 22%. 
Since personnel rranractions will occur subsequent ro each periodic rcvier it shall nor be necessary ro 
mainclin chis dirrriburion during inrcrvals beween perindic reviews. 
8.3(b)(5) Adjurunenu for Company Senice. As apart ofcach periodic retenrion indcx review, 
and immediarely following completion o f  rhc dirrribuiion procedure her forth in  8.3(b)(4), rhe 
retention raring of certain ernplayees will bc adjusted in complianc~w irh the following: 
Employees wirh nvcnry (20) or more years of Company service whore arrigncd rcrcntion 
raring is R3 will hc given an adjusted rerenrian raring o f  RZ. Employees wirh thirty 130) or 
mom years of Company service will have rheir retenrion rating raircd one lcrcl if rheir 
rerenrion raring is  R? or R2. Such adjurrmenrs will be rcflecred in the writren narificarion 
ro each cmployee dercribzd in 8.3(b](61. (Employees who rcach rhc aforementioned 
Company service dares bcrwecn periodic rerenrion indcx reviews will receive an adjusted 
retention raring accordingly) Nonvithrranding rhc above adjurrmenrs, management shall be 
obligated to prorccr employees wirh an unadjusred R2 or R1 rercntion raring From being laid 
off ahe~do fcmplnyees wirh an ~djusrcdR Z or R I  rcrenrian raring in the same rercnrion 
group. 
The adjurrrd rerention raring shall apply ro rhe layoff sequence described in 8.3(dl. Employees designaced 
punuant to chc process described in 8.5 bclaw may nor be eligible for rcrenrion wrvicr adjurrmencr. Such 
cmployen may appeal rhcir R3 using rhc proms described in 8.3(b)(7). 
8.3(b)(6) Employe. Notification. Following cach retenrion indor rw iw ,  rhc 
Company will provide each cmployce wirh a wrircen noriticarion of the employeci rerenrion 
raring prior ro rhc cffccrive dare, except where such is made impracticable due ro rhe 
un~vailabiliry,oft he employce or the rupcrviror occaioned by vacations, crave1 arrignments, 
erc. In such circumsrance the notification will he given as soon ar pracricable. In  addition. 
managemenr will discuss rhe new rerention raring wirh employees. The wrirren norificarion will 
conrain: 
8.3(b)(6)a The employcek Job Classiticarion. 
8.3(b)(6)b Thc employcis mrenrion raring prior ro and following any adjurrmenr under I5  
8.3(b1(51, 16 
17 
8.3(b)(6)c Thc numbcr of employccr in cach of rhe three rerenrion i n d a  carcgories 18 
[as adju~cedu nder 8.3(b)(5)1, within the employe& rerention indrx group. 19 
20 
8.3(b)(6)d The effective dace, and 21 
"- 
LL 
8.3(b)(6)e A dcsiriprion of thc  johs and levels included in rhe retention group. 23 
24 
8.3(b)(7) Retention Index Appals. An employce who feels rhe assigned rcrenrion raring 25 
is inappropriate may at any time discuss the marter wirh his or her immediate supervisor If 26 
within 30 calendar days following nacificarion of rhe assigned rerention raring the employee elecrs 27 
ro appcal the raring, and dicusrian wirh the immediarc rupcrviror ha not resolved the 28 
employeei concern, certain ratings may be appealed for furrher review as provided below: 29 
?n 
8.3(b)(7)a The rerention raring rcpresenrr a one or more posirion drop from rhc prwiour 
raring, and ir is rubitanriared char the drop is nor due to the effect ofworkiorce reduction 
andlor consolidation of  rcrcntion index groups. 
8.3(b)(7)b The employce has been arrigned a retenrion raring of R3 during four or more 
~onse~ucivr et ention reviews. 
8.3(b)(7)c The employee so affccrid will addrcrr his or her concerns in writing to the Union 
rctring forth the basis for such appcal. 
8.3(b)(7)d l f thc  Union believes the employee's appeal warrants further review, rhe Union 
will narify rhe Worldorce Adminisrrarion Manager of rhc applicable Majar Organization 
wirhin ten (10) workdays of receipr of the employeis appeal. 
8.3(b)(7)e Whhin rcn (LO) workdays following such norice, rhc Majar Organizarion 
Workforce Adminisrrarion Manager (or designee who shall nor have been prcviourly 
involved in rhe asrignmenr or appeal of rhe rcrenrion raring), the appropriate Human 
Resources Rcpierenrarive and a Union Rcpmrenmrive will meet ro resolve rhe appeal. 
Perrinenr information may be obtained from rhc employee. the immediate rupcrviror and/or 
the Managern~n'th a m  Caprain. 
8.3(b)(7)f The Workforce Skill Team Srrarcgirr, rhc labor Relations Reprewnrarive, and the 
Union Reprercnrativc will resolve rhc appeal by majority dccirion at rhe meeting or within 6vc 
(5) workdays rhrrcaitcr In rhc went the Union considers rhc dccirion ro be inappropriate ro 
rhc has of the cast, che Union may advance irs ippcal to the Site Workiorcc Manager Afrcr 
this rcview ofrhe marter by rhc Sire Workforce Manager, unresolved appeals may he advancrd 
ro the Sirc Manager of Labor Rclarionr who shall resolvc the appeal. Such resolution 
by majority decision or by decision af  rhc Sirc Wurkiorc~M anagcr or the Sire Manager 
of Labor Relations. as rhc care may bc, will be find and binding and will cancludc rhc 
appeal process. 
8.3(b)(7)g If rhc rerulr of an appeal over a w o  posirion drop in recention level is in favor 
of rhe employee, one of  the following oprionr may be relecred as determined by Company 
and Union represenrativer: 
(I)  Rerrorarion to rhc previous rerenrion raring of RI ,  01 
(2) M o d i h r i o n  of rhe assigned rerenrion rating ro R2 
8.3(b)(8) Summer Interns and Co-ops. Summer Interns and Co-ops  will nor be included in 
or subject to rhc periodic retenrion index review 
8.3(0 Out-of-Sequence Rerention Rating. 
8,3(c)(l) The rerenrion raring of an employee who is reclarified beween periodic rerenrion 
indcx rrviews will be rusraincd or rrvised, dcpcnding an wherhcr rhc empioFc mover benvcen 
rercnrion groups rhar are sequenced with regard to levcis. 
8.3(r)(L)a With downward movement bcween sequenced rrrcnrion groups, the employee 
will become an RI unril the next rerenrion index rcview or unril managcmenr reassigns a 
retenrion. 
8.3(c)(l)b Wirh an upward movcmcnr berwecn sequenced rcrcnrian groups. the cmployce 
will aucomarically receive a retention raring of R 3  unril the nexr rerenrion index review or 
unril managemenr reassigns a rcrenrion. 
8.3(c)(l)c When no lcvel sequencing bewccn groups is involved, the employec will rerain 
the same rccention rating as before the rcclasrificarion until the nexr rcrenriun indor review 
or unril managemcnr rcassignr a retention. 
8.3(c)(Z) An employee who returns from leave of absence bcwecn periodic rercnrion index 
rcviewr shall main rhe same rerenrion rating as before the leave of absence unril management 
assigns the cmploycc r diffcrenr icrcnrion raring and so notifics the employee. 
8.3(0(3) An individual who cnrcn rhe bargaining unir berwccn periodic rerenrion index reviews 
shall aurumarically bc arsigned rerenrion raring R3 unril managcmenr assigns the employee a 
diffcrenr rercnrian raring and so notifics rhe employec. 
8.3(~)(4A) n individual who rcrurnr from layoff shall be assigned the recennon clring of record 
ar rhc rime of layoff, providing rhere h a  nor been a rcrenrion indcx rcview during rhe layoff 
The individual will automatically be asrigncd rerention raring Ri if a rcrenrian index 
review has been conducred during the layoffperiod. 
83(c)(5) The our-of-scquence rcrenrian raring ariigned under the provisions of 8.3(c)(l) 
rhrough 8.3(c)(4) will be reaffirmed or supcrreded by the rerenrion raring assigned during rh; 
n n r  periodic rer~nrioni ndex review 
8.3(d) Re-deployment Procedures, 
8.3(d)(l) Application. When a workforce redurrion is derermined by management ra be 
neccrraty wirhin one or mare Retention Index Groups, managcmenr will follow the applicable 
pmvisian~o f Artide 9 and daignatr far layoff chc required number of employm wichin 
such Rcrcnrion lndcx Groups, beginning wirh rhi lowesr rcrcntion index. Exceprionr ro rhe 
designation for layoff may be made by the Company wherc ir desires to rcrain a maximum of 
10% of employees who ire rcrcnrion index R1, 10% of employeer who arc rcrcnrion index RZ, 
and 109'0 ofcmployccr who arc rercnrion index RI within an affrcrcd Rcrcorion Indrx Gmup ar 
of rhc rime of rhc most recrnr rcrcnrion indcx rpvirw Gepr ionr  will be identified in writing to 
rhc Union reprermrarivr. 
8.3(d)(l)a One (I) employe may be subject ro rhc 10% cxccprion if there are onc (1) to 
fourrecn 114) employees in rhr reccnrion index group; 
8.3(d)(l)b Two (2) rrnployeer may be subjecr to the 10% exccprion ifchrre arc tifrecn 115) 
to nucnry-four (24) employres in rhc rerention indcx gmup: 
8.3(d)(l)c Threc (3) employees may be subject to the 10% exception if there are wenry- 
five (25) to rhirry-four (34) employees in the rcrenrion index group; 
89 ld ) ( l )d  Higher numbered rcrinrion index groups may be rounded similarly 
8,3(d)(Z) Employee designared for layoff in a retention group rhar ir sequenced by levels wirh 
a group that has lawn lm,cln m d  which is populated will be givrn ronsidrrarion h r  downgrade 
in lieu of layoff 
8.3(d)(3) Employees on travd narw may nor br laid offwhilc on such irarus. Such employees 
shall not be counted among or reduce the number of ncepzions permirtrd by ihr  ptovirions of 
8.3 nor shall rhcir rcrcnrion prment rhe layoff or downgrade of rmployea with a higher 
retolzion index who are orhenvise subject 70 such action. 
8.3(d)(4) Employees selecred by management to par~icipatci n a program of formal training 
in a field oursidc their cuirenr SWlr Management Code, which rraining ir mnducred or 
rpprovcd by rhe Company, and cmployeer who at managcmcnir requrrr rmsfcr from one major 
functional area ro another for a Company-sponrorcd skill rransirion and riraining program 
will bc -signed a unique job code upon cnriiing cht rraining pmgram or upon transfir ro 
cht new tuncrional area respectively The trainee shall rcrain this unique code for a pcriod 
ofrix 16) mon th  followin*e com.olerio n of rrainin"e  or rranrfer to h e n clv functional area, ar the 
care may be, in oder ro allow time for the trainee to dernonrtnte his or her adaptability to rhe 
new asiignmenr. During the period in which the trainee is arsigncd the unique codc, he or she 
will rerain the rercorian index held ar the rime of a ignmenr  ro h e u nique code. In rhe evcnr 
a surplus ic declarcd in rhe trainee's no*. arignmenr and if rhe trainee's retention indcr w u l d  
cause him ar her to be an individud aurplured, thc rminee will be ccrurncd far saignment ro an 
area under his ar her larr held regular assigned Skills Management Code and the nrenrion i n d u  
8.3(d)(S) Emplayeer laid off afrer refusing l a t han equivalent job offers made ar a rerulr of 
re-deploymcnr acrivirier will be considered invalunrary IayoRi and will be ~kgibleF or layoff 
benefirr as defined in Article 21. 
8.3fd)(G) Duriog pcriods of rurplui acrivir): the Company may makt availabk programs 
intended ro mirigare rhe impact of layoffs. Thc Company will advire rhe Union of rhcse progams 
and rhcir availahiliy 
8.3(.d .1.(7 .)  The Como.a n'v  and rhe Union a"ei ec rhar, an'v .or ovisian in rhc oarriei Collccrivc 
Rargaining Agrccmenrs to rhc contrary nonvithrtanding, an cmployw may rcguesr char he or she 
be volunrarily laid off If rhc rcqucst is appmvcd by managcmcnr, rhc employee will be cod& 
as a lavoff and will be rccardcd for all Como.a n.v D.u r.w Xs as a laid off cm.o lo.v e, crctw for v 
purposes of lapffbcncfirsu nder Arricle 21. The Union will bc advised of all cmployccr approved 
for volunnry lay& 
I 7  
8.3(e) Lccprions to  Foregoing Procedures. 
8.3(c)(lJ The Company may lay offemployco without regard to the provisions of the layoff 
procedures ser forrh in 8.3, provided the number of such layo% pcr monrh docs nor 
~rcced0 .25% (one quarter of one percenri of the total number of employees employed in rhe 
bargaining unit on rhe tinr day of char monrh. 
8.3(4(2) In i n m c a  where in she opinion of rhe Company &c layoff prrwcdurs wr fonh in 8.3 do 
nor arhiwe the objecriver stared in 8.3(a), exceptions rhezto, withour any limiurion a to the 
numbcs m y b e m d c  when approved by the ChieiExecuiive Offimr or dsignared rcprescnraiive lr 
will bc rhr raponsibility of any iupelvisor who mommen& such an erieprion ro prrpare and 
tranrmir through rhr linc orwizarion m the Major O r p i m i o n  Manyer, and then to the Office of 
rhc Chief Exerurive Officer or derignated reprewnerive, a derailed report ofrhe p i o p e d  umpcion(i) 
and the rcawnr thmfwr. An n p h t i o n ,  prior co implmenrarion, will bc provided led* rhe Union. 
Senion 8.4 L?yoK&rur m d  Return to A d -  Employment. 
8.4(=)(1) Each cmployee laid offunder rhe provisions of this Article will remain on layoffstarus 
for a total period of three y e m  from rhe dare the layoffwas effcctivc, subirct ro 8.4(~)(2). 
8.4(1)(2) An employee shall rimain on layoff status in accordance with 8.4(a)(l), provided he 
or rhr doer nor: 
8,4(aJ(Z)a Fail ro respond ro a formal o&r from rhc Company of a job wirhin ten (10) 
workdays after it is nrendcd or by such later date as may be stipulated by rhe Company, or 
8.4(;1)(2)b Rchrre a formal offw from the Company for a full-rime job wirhin the 
bargaining unit or in rhc same labor marker area from which laid OR for which thc salary 
or lwel offered is equal ro or grearer rhnn the ~rnployeeis &ry ar the time of layoff plus 
thc inflation adjssrmenr in a c t a t the ~ i m eof  layo& or 
8A(aJ(ZJr Fail ro reporr ro work within rcn (10) workdays following acceprance ofaformal 
Company offer or on such later &re as may bc sripulared in chc Company oar, or 
8.4(aJ(Z)d Bcct retirement under the Company Reriremenr Plan rhrrcby removing 
~hemrclverp ermancnrly from layoff nrarus, 
8.4(3(3) Employees removed from layoff rrarw hr any rcson orher &an rcrircment or 
expirarian ufrhe rhrce (3)-year pcriod fi,llowing layoffwill he notified in writing ofsuch rcmoval, 
and thr rc;uroni therefore, by rhc Company. 
8 .40(4)  Laid-offempbyea who are prwcnred fram mccring the mndirionr dewrihcd in R,4(a)(Z)a, 
84(a)(2Jb or 8.4(a)(Z)c solely due ro medical disability, vcrified m rhe Companyb rarisfiction by 
rheir penonal physician, shall upon rcyuerr he gtanrcd a waiver for rhc m i d x dquiremcnr(r). 
8.4(b)(l) Ir is a mutual obj~ctivco f rhe Company and rhe Union that laid-off cmpluyces who 
have nor been derermined ineligible under R.4(b)(3), 21.3(a), or 8.5 bc rccallcd to active 
cmplqvmcnt, and a mutual desire char n ~ c hre call inro the klajor Organization from which rhe 
employee w;lc laid off be offered in approxim;l<e rrvcrre ordcr of layoff Accurdbgly, cmpluyeer 
on file far recall pursuanr to R.4(b)(4) will he offered r e r u n  to active employment wirhin h e  
applicable Retentian Group in appraximare reverse ordcr of layoff, prim ro workforce additions 
fmm raurccr external ca rhc Company, subject ro the following limicadons: 
8.41b)(l)n Norhing in 8.4 will preclude che Company from hiring from sources ourride che 
Company when projrcrcd rcquircmcnrs erceed rhc number of employees in applicable Skills 
Mtnagcmcnr Codes on file pursuant to 8,4(b)(4) who are eligible for an offer of recall. 
8.4(b)(l)b In making rewll and hiring decisions, the Company will wiew the specific 
qualifirarioni of individuals on rhe basis of product familiarir): specialivd experience or 
cducarion, customer mquiremcnrr, and the need ro achieve the moir efficienr and accurate 
march of individual capabiliries to job rcquiremcnrr. Consequently, nor all Company 
decisions relaring ro rccall and hiring can promote the murual objective and desire rmrcd 
above. Such decisions will nor be rubjccr ro Arridc 3. 
8.4(b)(2) If a Major Organimrion h a  an opening for a posirion or positions and the Major 
Organization has no pcople who are eligible to recur" to acrivc employment under 8.4(b), bur 
there arc persons who arc eligible for recur" to active cmploymcnr under 8.4(b) in r different Major 
Organization or in a different Retention Group, in rhe same Job Clarsificarion and the same Skills 
Management Code. chcn those eligible pcople should be conridered for the posirion or positions 
before the job is parred cxrcrnally If no one is relecred for the opening from the lisr of cligiblc 
persons from another Major Organization or different Rerenrion Group, then apprwd musr be 
obtained from rhe appropriate sire-wide skill ream before the posirion ir advcrrired exrernally 
8.4(b)(3) The Company periodically will review wirh the Union rhe operation of 8.4(b)(l) in 
order ro fncilitare achicvcmenr of the murual objective and desire rrarcd above. 
8.4(b)(4) Prior ro layoff, the Company will review rhorr employees holding an R3 rerenrion 
index ro determine eligibiliry for re-employment considerarion under 8.4(b)(l). The rwiew $11 
he limited to thore employees for whom there ir supporting documentation of 
deficiencies. The review will be oerformed bv chc coenirant mana"er mrnr for the em.~ lo.v eisS kills 
Managemenr Code. Bared on rhe review, rhe employce will be advised no larer than the time the 
layoff nodcc is irrurd as to his or her eligibiliry hr rc-employment considmarion under 8.4(b)(l). 
An cm.ol o.vr e dererminrd ineli"ei blr mav.  a.o.~ e dsu ch dererminarion to the co"en izant canlain. If 
the appeal does nor resolve the marrrr, the employer may then file a griwance in arcordanccwirh 
Arrirle 3. Such grievance shall be limirrd ro the first three (3) sreps of the grievance proiedurc 
and shall nor be subject ro arbirrarion. 
8.4(b)(5) At the rime of layoff, rhe Company automaridly will place in rhe file for prioriry 
conridemion rcrurn to active employmcnc rhe names of all laid-off employees. Thr Company will 
maintain a lirr of rhe names of all laid-off employees excepr thme determined ineligible under 
8.4(b)(4), rhoic who have received layoff bencfirr ar a lump rum under 21.3(a), and those 
identified in 8.5. In order to maintain such rccall srarur, the em.~ lo.v cem usr k c e ~rh e Com.~ a.n v  
informed of his or her interrrr in returning to acrivc employmcnr by rubmiming a lerrcr so sating. 40 
The rmployee must rcgirrer by lerrrr once each mnrccutive ralcndar half-ynr period (January 41 
rhroue-h .lun e: .lulv' th rough December) durine rhe three (31-.v ear ~. c r iodfr om the dare of layoff. 42 
Regirrrarion letters musr be reccivcd wirhin forry-five (45) days prior ro rhe expirarion of the 43  
currcnr half-year period and must conrain rhe individuays name, social securiry number, addrcss. 44 
and relcphone number. Individuals who do nor properly register in each altndar period will be 45 
removed from the prioriry considerarion eligihiliry list. Failure to register properly will result in 46 
prioricy conridirarion cligibiliry being rmked  for the remainder of the three (3)-year period. 47 
Eligible employees on file for ream ro acrive employment are rubjecr to the provisions of 8.4(a). 48 
4') 
8.4(b)(6) If any employtc on layoff srarur disputer his or hcr r e d l  rrarur ar reflecrcd in 50 
Compsny records, Company records shall prevail unkrr reburrcd by either: 5 1 
52 
( I )  a Company rcccipr, or 53 
54 
(2) a properly addtcrwd US. Postal Service return receipt evidencing filing of rhe regisrrarion 55 
lcrrcr during rhe olcndar period in querrioo. 56 
8.4(c) Sdvy m d  LFIEI of Refuming Laid-OREmpleyees. Company o&rs ro laid-off employes 
far rcturn m acrive employment in rhe same area will be cxtcnded ar whacevcr salary and level is 
deemed by management co bc appropriate. Kcjection of a formal Company offer for a posirion 
outride rhc bargaining unir or a labor marker area orhcr chan from which laid off, or st a salary lower 
rhan rhc cmployeei salary at time of layoff,o r a level lower than the lwel from which laid o& will nor 
be oure  for removal from layoff srarur. 
8.4(d) Employees who remain an layoff status for rhc full period specified in 8.4(a)(l) will, for a 
period up ro six (6) years from the dare the layoff war effective, remain eligible for certain additional 
rerircmcnr benefits as specified in the Rcrirernent I'lan. 
8.4(c) The Company will maintain a record of all laid-off ernployecs who arc on layoff status under 
rhc above provisions. 
%&an 8.5 Derigneted Employees. 
8.5(a) A mutually agreed upon process has been developed and implemented for the purport of 
identifying ernployecr who, while not rubjecr to 8,4(b)(4). either will be declared ineligible for first 
consideration recall rights or will nor rcccive rerention service adjustmenr or both. This process 
includcs the fallawing elements: 
8.5(1)(1) Dcsignared crnploye~rw ill be identified as part of the rercnrion indexing process 
and advised in wiiring rhar, in rhe went oFlayoff during the of rime benvcen retention 
indaer,  eithcr they will have no Prrt considcrarion recall righrr or will not rcccive a retention 
service adjustment or bath. 
8.5(=)(2) Dnignarcd employees muri have an assigned R3 retention index racing. 
8.5(2)(3) Designated employes will be identified by skill reams, 
8 .58(4)  Dcrignarcd anployces who have one (I) full yrar ofscrvirr and who elcct ro receive income 
concinusion bendir* under 21.3(b) will nwcrdidcrs be incligiblc for Prrt conideration recall rights. 
8.5(b) Employees who have been so designated will be provided wirh an Employee Improvement 
Acrion Plan which will identify the specific conditions leading to rhe designarion and impiovcmcntr 
necrrrary ra avoid such designarions in the future. Managernenr and rhe employee will have on-going 
dircurrions abaur the emplqyeei progress in achieving rhe objectives outlined in the action plan. 
The Company will promptly notify the Union of rhe idcnrirics of designaced ernployecr. The  
idcnrificarian a f  derignared ~ r n ~ l o ~ cshealrl nor be subject ro Article 3: however, designated 
cmploycer may appeal the designarian regardless oftheir pieviour rercntion index raring in accordance 
wirh 8.3(b)(7). Designarionr pursuant to chis recrion will remain in effect until the next scheduled 
rcrcntian review cxcrcisc or until rhe employec sarirfacrarily complcrcr rhe Improvement Acrion Plan 
and has been removed from dcrignarion. 
% d o n  8.6 Temporary R d l .  
8.6(a) The parries acknowledge rhar Article 9 limits thc use of contract personnel during workforce 
mducrions or when employees arc on acrive recall status. The parties aiknowlcdge furrher rhar 
occasionally riruarions arise when short-term assignments require additional srafing. In rhc past, the 
Company has ontractcd rhorc work packager to non-Boeing entities. 'The Company in irr sole 
dircmrion har from time to rime preferred to have chis work pcrfornled by cniployces an rcrive layoff 
status. In rccognirian o f rh i  kcr chnr the work under discussion involv~rs hort-rcrm assignmcnrr, the 
parrin agree ra rhc implcmencarion of <he pmcns dcsccibcd immedintcly below 
8.6(b) The process shall be known as Temporary Recall and shall be defined as rhc temporary 
rcgmploymcnr of individuals on accive layoff status (hereinafrcr "employto"). 
8.6(c) Temporary Recall assignments may bc derignarcd for specific programs or projecrs whose 
normal maximum will be six (6) monrhs. Assignments will normally be full time (average 80 hours 
in a pay period). 
8.6(d) T h e  Company will dcrerminc which employ=cs will be offered Temporary Recall arsignmenrr. 
Temporary & d l  will be rrrictly voluntary an rhc part of the employee. Refusing to canrider an 
cmployce for Temporary Recall or an employeis rejection of an offer of Temporary Recall will nor 
affecr the employcei active layoff rtarur. 
8.61~) Temporarily-recalled employect will receive rhe same salary they were receiving prior ro layo& 
adjusted for any wage increaser implcmenred benvccn rhc dart of their original layoff and 
rcmporary recall. 
8.6(0 If the rrmporarily-rccalled employee beginr within one (1) year of rhc original layoff effective 
date, eligibiliry for coverage for medicalldenral insurance, life insurance, accidental death and 
dirmembcrmcnr insurance, business travel accidcnt insurance, long-term and short-term dirabiliry 
insurance, and volunrary personal accident inrurancc begins on the Grsr day ofrhe month following 
the month in which the re-employmenr commences. If the remporarily-recalled emplqvcc begins at 
least one (1) year after the original layoffeffcctivc dare, eligibiliry for coverage for such bcneficr begins 
the Grsr day of rhe monrh following onc (1) full calendar month of cantinuour employment. 
8 . 6 0  Uiiih regard ro chc Retirement Plan. unused rick leave, and vacation, employec~o n Temporay 
Recall will be ser up in the system bared on rheir rerpccrivc layofflrecall circumrranccr. This will 
indude the reacrivarion of unused bur earned credits and rhe gcnerarion of future benefits conrirrcnr 
wirh standard policies. Volunrary lnvertmenr Plan conrriburions may hc resumed, beginning on rhc 
first o i t he monrh following recall. 
8.6(h) Company rcrvicc will be earned beginning the first day back on the arrive payroll. 
8.60) Acrive layoff scarui will not be inrerrupred. Filing requirementr once during csch half-year for 
firrr consideration recall ararus will remain. 
8.6(i) Employees on Temporary Recall will nor receive a rcrcnrion index based on Temporary Recall 
nrrignmena. 
8.6(k) Employees on Temporary R m l l  will gemcrate hndr for a selrcrive adjlrrcmenr exercise if rhey 
mcec ~antraccualc riteria. 
8.6(1) Employees on Temporary Recall will nor be eligible far layoff bencGrr when rheir Temporary 
Recall usignmenr ends. 
8.6(m) The Company is in rhc process of drvclopirig a policy on temporary recalls. Upon 
implcmenrarion of chat policy rhe rcrmr and conditions of rhc policy will govern employers on 
temporary r e d l  and supersede this Section. The Campany will revinv the dm6 wirh the Union 
prior ro implcmenrarian and will consider its comments when farming the conrenrn of the policy 
kction 8.7 General  provision^ 
8.7(a) Cornpensable Iniuria.  Any employee who har been wholly or partially incapacirared far rhar 
employed rcguldr work by compenrable injury or compensablc oct~parionald isease while in rbc 
employ oirhe Company may, while so incapacirated, be cmplayed in work which the employee can 
do without regard to rht of this Agrecmenr. Thc Union  hall be norified of pcrsonr to 
whom this waiver applies and the effective darer of such waiver. 
8.7Ib) Vncrulr. The Company and rhr Union, recognizing rhar the re-employment righrr of 
cmplayeer enrering or inducred into the Armrd Forces oSrhe United Starca arc the subject marrer of 
legislation, agree rhat nothing conrained in this Agreement will preclude rhe Company fmm 
re-employing such employees in compliance wirh provisions of applicable laws. 
8.7(c) Trvldr Return Rights. An employee who is transferred by rhe Company from rhe 
bargaining unir dcsrribed in Arriclc I of rhir Agreemcnr to another SPEEA-represenred bargaining 
unit, and ar rhe rime of such rransfer is accorded rerurn righrr by the Company in wriring, will nor 
be laid off whilc assigned at such orhcr unir, bur will be rranrferrcd back ro the original unir in 
accordance wirh thc return righrr previously accorded by rhc Company Anexception will be made if 
rhe cmployce elects to be laid off in which care rhe employee will waiie rransfer rerurn rights. 
8.7(d) Hiring of Employees on Put-Time Work Schedule. The Company will not hire new 
employees inro the bargaining unir on part-rime work schedules and will not normdly approve 
parr-rime work schedules for employees wirh los  than nvo (2) ycars of Company service; providrd. 
hmvwer, that the Company may rehire rerircer on part-time schedule. Approval of parr-dme work 
scheduler may be revoked ar any rime ar managemenr's discrcrion. 
ARnCLE 9 
CONTRACT PERSONNEL 
Section 9.1 Purpose. The Company and rhe Union rccognile rhar Canrracr personnel are a pracrical 
souice of skilled remporary labor that allows the Company ro acquire skilled profeuional and technical 
supporr in a rimely manner The Company and Union recognize rhat rcquiremenri for experienced 
Conrracr pcrronncl must be bdanced wirh rhe need ro build and maintain rhe Boeing expcriencc base and 
to support our murual objective ofworkforce srabilizarion by minimizing employec layoffs 
Section 9.2 Definition. The cerm Conrracr personnel refer, ro remporary personnel supplied by 
another businerr enriry to perform work on Company premises under the daily control and rupcrvision 
of Campany mamgemcnr. The burincar entities rhar provid~C anrracr narmally arc in the 
business of providing temporary services (such ar remporary employmcnr agencitr and smfting firms). 
Shurccs of Conracr may also includc businesses in thc aemrpace or relared fields chat mate rhcir 
personnel available for temporary labor (ru called 'indusrry asiirr' arrangemenrs). Excluded from the 
definition of Conrracr peironnel arc consulrants and rheir employee and employees of rubcantranors or 
vendors. 
9.3(a) The Company shall norify the Union of the basis for the need, the approximate number 
of Conrracr personnel required and che Skills Managcmenr Coder normally held by cmployee 
performing rhc rypc afwork involved. 
9.3(b) Ifbared an a variery of facron (including bur nor limited ro rhc narurc of rhc assignment, rhe 
srarus of rhc program, rhe overall need for the skills at  issue, and rhe purpose of using Conrract 
personnel described .bow) the Company needs rhc skills supplird by Conrracr perronnrl on a 
long-rcrm basis, rhe poririnn shall be made av~ilablei n accordance wit11 the Boeing job posring 
process. 
3.314 'The Company and the Union agree rhar ir is normally inappiopriare ro hirc Conrracr 
personnel as direcr h i m  in periods ofsurplus acriviry within aJob Classifiarion or Skills Managem~nr 
Coder. Deviations will be subiecr ro approval hy rhe appropriate senior-lcuel cxecurivc hr the Mjor 
Organization. The Company will norify the Union prior to granring any deviarinn. The granring 
of a deviation tu allow such hiring shall not bc subject to rhe g r i e ~ n c aen d arbitration procedure of 
Article 3. 
9.3(d) Conrracr personnel shall nor be authorized ro make decisions normally associated wirh 
rnanagcmenr resp~nribiliryi ncluding salary dcrermination, rerenrion and discipline. 
22 
( No employee from r surplursing Major Organizarion shall he laid off while Conrracr I 
perronnrl are still cmployed in rhar Skills Management Codc wirhin rhar Major Organization, except 2 
rhos cmployecr as ro whom there is supporring dacumcnrarion of performance deficiencies. No 3 
~ m p l ~ y we cit h an assigned rerention raring of R1 or RZ shall be laid off from a surplursing Major 4 
Organilarion while Conracr pcrronnel arc srill employed in rhar skills managemcnr code wirhin rhar, 5 
or any other, Major Organizarion. 6 
7 
9.3(0 Excprions ro this Article ro avoid significant dirruprion or impacr on committed packages a f  8 
work will require rhe approvd of rhc affected Major Organilarion Senior Human Roourccr person 9 
wirhin rhc Major Organizarion and rhc concurrence of the Funcrional Dirccro~w ho reporrs ro the I 0  
Geneal Manager Natificarion will be provided to che Union as soon as practicable. I I 
12 
Section 9.4 Data. Upon request, the Company shall supply the Union wirh dara rhar displays rhe 
number of contract pcrranncl utilized by Skills hlanagcmenr Code by Major Organization, so that 
compliance wirh all limirarions idenrifed in 9.3 can be monitored. The dara shall includc names, Skllr 
Managcmenr Codes as applicable, organizations, and starr dares. 
ARTICLE 10 
JOINT MEETINGS 
& d o n  10.1 Joint Mcstingr. 
10.1(3 Should eirher parry desire ro discuss wirh the ocher any marrer affecting generally rhe 
relacionship of rhe parries, a meeting of Union and management reprcrenrarivcr shdl be arranged 
upon request of either parry. Such merring shall r&e place at a rime murudly convenient ro both 
parries. Any use of Company rime for artendance a t  such mecrings shall be arranged in advance by 
mutual agrccmenr. 
IO.l(b) This Artide is inrended to provide an open avenue of communicarion berwcen rhe Union 
m d  the Company, and suggesrionr, complainrr, or ocher marrers may be prescntd hy either pacry, 
provided thar neirhcr parry shall bc required to discuss any irem hroughr up  by the other parry nor he 
bound co acr upon any item prerenred. Hawwer, both parries agree to discuss informal grievances 
and camplainrr. 
WORK SCHEDULES - PAY RATES - OVERTIME - 
TEMPORARY MILITARY LEAVE - 
JURY DUTY AND WITNESS SERVICE 
Srdon 11.1 Full Tims Work Schedules. 
11.1(a) Each employee working full rime shall be assigned onc of the following work schedules: 
(I) Carrgory 1 Weekday Schedule: 40 hours in a work week or 80 hours in a pay period, wirh 
rcgular workdays during rhe Monday through Friday period. 
(2) Caregory I Weekend Schedule: 40 hours in a work week or 80  hours in a pay pniod, wirh 
Sarurday and/or Sunday as a regular workday 
(3) Category 2 Wcckday Schedule: Lerr rhan 40  hours in a work week or less than 80  hours in 
a pay pcriod. wirh rcgular workdays during rhc Monday through Friday period. 
(4) Carrgory 2 Weckcnd Schcdulc: I ~ r rh an 40 hours in a work wcrk or less rhan 8 0  houn in 
a pay pcriod, wirh Saturday andlor Sunday as a regular workday 
Schedule Category One Gtcg0.y Tvo 
Hours Scheduler o f  Schedule with fewer than 
40 hours in a work week or 40 hour, i n n  work srck or 
80 hours in a pay period 80 hours in a pay period 
Schedule Type Weekday Weekend Weekday Wekend 
Shift Incentivu 
First i None I Weekend Rare Schedule Factor Wcekend Rare Schcdulc Facror 
1 1 Shift Rare ( Shift Rarc 1 Shift Rare I Shift Rate W~ekendR are Schcdule Factor Weckend Rare *d I M u l t F actor 1 
/ Third 1 Shift Rare Shift P C 1 Shift Pcrccnrage 1 Shih Rare 1 Shift Rare  Shift Rlcc Schedule Facim Weekad l l ~/  Weekend Rare Schedulr Farror 
Shift Percentage Shift Rate Weekend Rate Schedule Factor 
Mainrains "cquiry" Working orher Working on a Work less than 
with 3rd rhifr than 1st shift SarurdqviSunday 40180 hours, 
6.5 hour schedule as a regular day paid for 40180 
i 23% $.75 pcr hour Sac, or Sun. $1.50 Pay pcriad haunl Sat. &Sun $2.00 Scheduled hours 
En~ploycum ay. ar rheir requerr and wirh managemcnri appmwl, wock any of rhc abaw scheduler. 
Employees working rch~dulera r their request for personal reasons, and in rhc abrcnce of a company 
reauircmenr far such a schedule. will not bc elie"i ble for Work Schtdulc Incenrivcs. Mana"e cment will staff 
work schedules wirh voiunrecrr; in rhc abrcncc of a suficicnr number of volunrcerr, thc Company may 
assign individualr to work rcquircd schcdula. Wencver possible, employees will he consulrcd ra dcvelag 
workable schedules. 
I l . l ( b )  Non-aempr employees may, at thcir rcqucrr and with managemenri approval, make a 
remporary modification ofrhcir work schedule rhmugh movement oFhours From one day to anarhcr 
wirhin a forty (40)-hour work wrck. Excmpr cmployces may, ar thcir rcqucrr and wirh management's 
approval make a rcmporary modificarian of rhcir woikrchedule through movcment of houo from onc 
day to another within an 80-hour pay period. 
I l . l ( d  The Company will arrempr ro errablirh work schedules wirh at least rwo (2) dayr designated 
as days of rcrr. 
ll.2(1) An cmployee arrigned ro rhe second ar third rhift shall reccive a rhift rare inccnrlve of  sevcnry- 
Five cenrr (10.75) per hour, which shall he added to his or her base salar). and madc a part rhercof. 
11.2(b) An employccassigned ro cirhcr Sarurday or Sunday as a regular day afwork shall rcceivr$1.50 
per hour added to his or her hase salary and made s part rhcreof while so assigned. An employee 
arsigncd ro barh Sarurday and Sunday as regular days of work shall rccrivc $2.00 per hour added ro his 
or her base salary and made a part rhermf 
11.2(c) Employees assigned to a Category 2 rchcdulc rhall receive a rchedulc factor incentive 
qu in l en r  ro rhe difference bcnveen rhc hours scheduled and forry (40) hourr in a workweek. 
11.2(d) Emplqvees assigned ro a Carqgory 1 rchedulc and idenrified to receive rhe'shih perccnragd 
shall receive nvenry-rhrcc perccnr (23%) of rhcir base rare, which shall bc added ra rheir base salary 
and made a pan rhereof 
S m i o n  11.3 Shifts and Lunch kriods. 
11.3(a) Each cmployee shall he assigned to a dcfinire shih with designated beginning and ending 
times. 
11.3Ib) Non-exempt employees will work rchcduler which provide a fixed unpaid meal period to 
srart nor more rhan fire (5) hourr ahrr srarr rime, can'sisring o f a  forry (40)-minure lunch period, ten 
(10) minutes of which shall be paid rime and rhirry (30) minutes a f  which shall be unpaid. 
Non-trcmpr employees working in excess of an eleven (11)-hour shih are enritled to a second unpaid 
meal period, to rrart nor more rhan cighr (8) hourr aker srarr rime, conrirring of a minimum of 
rhirry (30) minurcr. Meal periods will be paid if rhe employee is nor iully rclievcd of his or her durier. 
11.3(c) The Company may assign an individual cmployee or groups of employrcs ro any rhih ro meer 
operational rcquiremcnrs. The following ih ih  idenrilicarion will apply: 
(1) A shih which begins ar any time bcnvecn 4:00 a.m. and 11:59 a.m. (both rimer inclusive) 
will he designaced ar 8n r  shift. 
(2) A rhih which begins at any iimc bemeen 12:00 noon and 7 5 9  p.m. (borh rimer inclusive) 
will be designaced as second rhih. 
(3) Ashih which bcginr at any rime henveen 8:00 p.m. and 359 a.m. (barh rimes inclusive) will 
he designated ar rhird shih. 
11.3(d) rep or^ Time For Non-exempt Employees. 
11.3(6)(1) A non-ncmpr hll-rime employee who, in accordance wirh instructions, repoms for 
work an his or her assigned shift will be paid at hase salary and any applicable shifr bonus for no 
less rhan the rchcduled hourr for rhar rhih. 
II.J(d)(Z) If a nan-erempr employre works his or her assigned shih or portion rhercofand also 
rrporcs, in accordance wirh inrrrucrionr, for one (1) or marc additional rcpararc work periods on 
rhe same day, he or she will rcccive a minimum of four (4) hours pay at base stlary for each such 
work period. 
11.3(6)(3) If a non-nempt full-rime empluyee, in accordance wkh inrtruaionr, reporrr far one 
( I )  work period on a scheduled day of rcsr or on a holiday, he or she will reccive a minimum of 
cighr (8) hours pay Ir bare salary for char work period. 
11.3(d)(4) If a non-exrmpr employee, in accordance wirh inrrrucrionr, reparrr for one ( I )  or 
more additional repanrc work poiads on rhc day of rerr or holidly he or she will receive a 
minimum of four (4) houn pay ar bare salary for each such workpcriod. 'Shereminimum report 
rime rcquircmcnrs will nor apply in caw of emergency rhurdown arising our of any condition 
beyond the Compm);s control. 
11.3(d)(5) Non-aempr employees who leavc work of their own volirion or because of incapaciry 
(other rhan industrial injury or illnerrl, or arc discharged or suspended after beginning work, will be 
paid only for the number of hourr actually worked during rhar daji 
Senion 11.4 Pan-lime Employeu. Any employee whose workrcheduleconsisir ofarcven 0)-day cycle 
wirh fired days and hours o f  work char are less rhan forty (40) hours over a regular work weck, or a 
fourreen (14)-day cycle with Bxed days and hours of work chat are less than eighty (80) hour, over nvo 
regular work \r,ecks, and is nor on a Carcgury 2 Schedule, shall bc onsidered as z pam-rime employee and 
shall be subject to all provisions of chis Agreement crcepr as orhenvise provided in I 14 (a) through 11.4(0. 
11.4(a) Shiftr and lunch periods for parr-rime employ~esw ill be assigned in accordance wirh 
Company proccdurcr and will nor be subject to 11.3. Meal periods will be paid ifrhe employee i s  not 
fully relieved of his or her durics. 
11.4(b) Work Schedule Incentives. Empioyecr =signed co second or third shift may reccive a shift 
race and a schedule factor incenrive. Employees arc nor eligible to rceive the wcekcnd rate incenrive. 
11.4(6 Holidays, Employees arc eligible for holiday pay if rhcy arc scheduled to work nvenry (20) 
or more hour, in a reven (?)-day cyde or forry (40) or more hours in a fourreen (14)-day Tde. 
Paymenr will be four (4) hours o f  holiday pay h r  each Company holiday, regardless af the calendar 
day or hours schcdulcd on rhe respective holiday 
11.4(d) Overtime. The provisions o f  11.8 do nor apply ro part-time employees. Employees will be 
paid overrirnc for hours in excess of forry (40) compensated houn in n work week. All overrime, 
excepr on holidays, will be paid at rime and one-half Hours worked on a holiday will be paid per the 
provisions o f  Article 7. 
11.4(e) Jury Duty and Wtuleu Service. Employees arc eligible for jury dury and witness service 
pay if they are scheduled to work twenty (20) or more hourr in  a scvcn (7)-day cycle or forry (40) or 
more hours in a fourtecn (14)-day cycle. Paymenr will be four (4) hours for each day served, 
regardless of calendar day or hours scheduled. 
11.4(FJ Other Pay Practices. Lrempr employees on part-rime scheduler will conrinuc to be 
identified as Paycodc 6 bur will be treated as non-exempt far all pay pracrices. Employee, on part-time 
work schcdulcs shall nor bc eligible for leave wich p p a nd may nor charge cime ro pcmnal business. 
Section 11.5 Pay h e r a nd Selective Wary Adjurmcnu. 
11.5(3 Thc Company will csrablirh and dirrriburc, in  a manner cunrirrenr with Company 
guidelines, rhrcc scleciivc salary adjusrmenr funds in accordance wirh rhe dares rcr forrh in Table I: 
Fund Increme 
Review k i-n n i n-e  G m ~ u u t i o n  E&&M Endinp-.  Increase Minimvm 
Period Date Date Date Date Percentage Increase 
1 3/6/03 3/5/04 3/5/04 3/5/04 3.5% 8750 
2 316104 1121105 314101 3/4/05 3.0% $500 
3 315105 1/2010G 313106 313106 3.0% $0 
4 3/4/06 1/19/07 3/2/07 32/07 Marker' $750 
Il.5(b) Base salaries of eligible employees will be increased from a fund computed by mulriplying 
rhc Increase Percentage by total salaries of eligible cmploycer and subtracting from rhc product any 
increases arcomplirhcd without change of lwel during rhc review All increaser will be 
effective on the lncreasc Effecrive Dare of the rwiew pcriod and will be rounded ro the ncarcsr $50. 
Eligible employees are chose classified in rhe bargaining unit and on the acrivc payroll on both the 
Fund Compurarion Darc and the Increase Effccrive Dare. Occasionally employccr will receive lump 
rums in lieu a fo r  in addition ro base salary increases. Said lump rum payments will aunt toward rhc 
expenditure of rhc funds. 
ll.5(c) Thc "Marker" rare for rhc 2007 ralary increase is to be dcrcrmincd by reviewing a number of 
factors which include: 
The rclarivc position ofsalaries to the marker which is called rhc romprotin 
The errimared market salary escalation ar drrermined by the SIRS poll or orhrr like salary survey. 
Consideration of mirigacing factors which would include local marker differenriation and rhc 
relative levcling of positions. 
. Any other relwanr factors which the parries may agree upon. 
The Company will look ar rhcre factors, consult with the union and dcrcrmine the increase percentage. 
The final determination rhall be made by rhc Company The Company's dercrminarion of rhe increase 
percenrage shall nor bc subjecr to the griwance and arbirrarion procedure detailed in Arricle 3. 
11.5(d) The Company in its role discretion may selectively increase base salary races of individual 
employees on effccrive dares orher rhan the Increase Effecrivc Dares in Table I (out-of-sequence 
increases). 
11.5(e) Cast of Living Adjwtment~. 
11.5(e)(l) Employees eligible to parricipare in the selective adjurrmcnr funds under 11.5(a) may 
also rcccive Carr ofLiving Adjustments ro rhc extent such adjurmenrs become cffecrive under and 
in accordance wirh all of rhe terms, conditions and liminrianr rrarcd in the Secrion I l.l(e). The 
" 
the darer rdecified inTable I. 
11.5(c)(Z) Dererminarion afdosr  of Living Adjustments shall bc made in reference ro the series 
U.S. ciry average "Consumer Price lndex Urban Wagc Earnerr and Clerical Workerr" 
by the Bureau of Labor Statirtic~,U .S. Deparrmenr of Labor, with the following bare period: 
1982-1984 = 100, such Index being rcfcrred to herein as the BLS Index. 
11.5(c)(3) Compurarianr will bc made using the three (3)-monrh average of the  RLS lndex far 
July. August and September 2000 ar the bare pcriod. 
11.5(e)(4) During rhc life of this Agreement, Cost of Living Adjusrmrnrr rhall be computed 
using rhc rhree-month average of rhc BLS lndex far the periods specified in Table I1 and the 
corresponding BLS I n d a  threshold values expressed ar pcrccnragr increaser over rhe 2000 bare 
period. The formula will be: penenrage of Cosr of 1.ivingAdjurrmcnr equals fihy percenr (50%) 
of rhc pcrccnrage increase in the BLS Indcr, from rhe 2000 hasc period ro the BLS lndex 
Comparison Quarrer, rhar nceidr the RIS IndcxThrcrhold Pcrccnragr shown in Table 11. In 
order ro preclude rccognirian, on more than one cffccrive dare, of the same pcrcenrnge increase 
in rhc BL? Index, any recognition on one cfferrive dare of a percentage incrcarr over the 
applicable BLS Index Threshold Percenragc will cause rhar percentage ro be scr aside and 
dirrcgardcd in ensuing compurarions. IE.g., if rhe B U  lndcr for Ocrober. November, and 
December 2003 reprcsenrrd n 12.0 percenr increase over rhr bare pcriod (yielding a 2.5 percent 
Cosr "f Living Adjurrmcnr effective March 5, 2004). no Cosr of Living Adjurrmcnr would result 
for rhc March 4. 2005. effective dare unless. and ro rhe exrcnr, the BLS lndex for Ocrober 
November, and December 2004 reprerented an increase in excess of 18.2 percent (18.2%) over 
the bare period.] RLS Index three (3)-month averages, B U  lndex increase perccnrager, and salary 
increase percenrages will be rounded ro rhc nearest rentb, wirh 6ve hundrcdrhr rounded upward 
to rhe nearest tenth. 
..  
I2 E&&vc Date BUi Indn BL5 Indn 
13 of Adjvrtment Comparison Q m e r  Thraho ld  Percentage 
14 
15 31512004 Ocr, Nov. Dcc 2003 7.0% 
16 31412005 Ocr, Nov, Dec 2004 13.2% 
17 3/3/2006 Ocr. Nov, Dcc 2005 19.6% 
18 31212007 Ocr, Nov, Dec 2006 26.2% 
I9 
20 11.5(c)(5) In connecrion with each of rhc cffecrive dates in Tablr 11, the computations set forth 
21 in 11.5(c)(4) will be madc. 
22 
23 Section 11.6 Temporvy Milirvy Leave. An employre who is a member of a reserve component of the 
24 Armed Forces, who is abrint due ro requiicd acrivc annual training duryor remporaryspccirl services dury, 
25 rhall be paid his or her normal rrraighr rime eainingr, including shifr differential where applicable, up to a 
26 maximum of80 hours each militaryrervice fiscal year The amounr duc rhcemployee under this 11.6 rhall 
27 bc reduced by the amounr rcccivcd from the governmcnr body identified wirh ruch acrivc or temporary 
28 special dury, for the period of ruch dury (up to the muimum period mentioned above). Such items ar 
29 subsistence, uniform and travel allowance rhall nor be included in dercrmining pay received from rhc 
30 srarc or federal government. An employee who elccrr ro work or use available vacation crcdirs while on 
31 temporary acrivc dury shall nor be eligiblc far military pay differential for char period. 
Members of a rcrervc component of a uniformed service ordered to annual acrive dury are cligible 
for military differenrial pay up ro a maximum afeighry (80) hours each military 6rcal year (October I - 
Seprembei 30). 
Members of a reserve componenr of a uniformed service ordered to remporary special ducy undcr Military 
U.S. Code Tirlc 10 or mobilized by the applicable scare agency are eligible for milirary differential pay up 
ro a maximum of ninery (90) calendar dayr for each occurrence. 
Employees will rerain all compcnrarian received from rhe uniformed services. If this campcnration ir less 
than rheir regular Campany pay (ba.s e rare applicable addiriver), the Company will provide pay equal ro rhc difference berwrcn the em~lo,v ecib ase rare (.. ~ l u ra .o.~ licablea dditives) and rhe com~cnrarion 
received from rhe uniformed services. This pay will be upon rcceipr of the employee's leave and 
carningr sraremenr. Subrirrcncc (does not include quarrers), uniform, and crave1 allowances will nor be 
included in dcrermining milirary pay, 
48 Scction 11.7 Jury Duty and Wimur Senice. Time off wirh pay, up to thirty (30) dayr each calcndar 
49 year, will be granted for abrcncc necessary for an employec to perform jury dury or wirness service. The 
50 employee will rerain all fees received. Timc off with pay will nor bc gmnted if the emplaycc: 
<,.I  
52 (1) Is subpoenaed as a wirnerr againrr rhc Company or irr inrcrerra. 
5..1  
54 (2) Is subpoenaed as a wirnerr as a dirccr parry in the acrion. 
55 
56 (3) Voluntarily srckr ro rrrrify as a wirncs. 
(4) Ir rubpocnacd as a wirness in a care arising from ar related to the employeei outride employmenr 1 
or ourride burinirs acrivirier. 2 
3 
Deviarionr ro this procedure murr be approved by Company Oficcr Compensation and Benefits. 4 
5 
Scction 11.8 Ovcnime. 6 
7 
11.8(3 The Company will arrcmpr to mecr its overtime requircmenrs on a volunrary basis among 8 
the employees. In the went there are inruficienr volunrcerr ro mrer requirements, management may 9 
dcrignare and require the necessary number of employees to work rhc overrime. 10 
11 
11.8(b) Category I Schedulu Non-exempt Employees. For rime worked in r*ccrr of forry (40) 
compcnrarcd hours in a work week, orher rhan the 2nd day of rerr, an employee shall be paid one and 
one-half rimes his or her bare rare. All rime worked on rhe sccond day of rerr will be paid at double 
his or her bare rare after forry (40) compcnrard hourr in that work week. All avcrrimc worked in 
excess of IWE~YC (12) hours in a work wcek will be paid at double his or her base rare. 
11.8(c) C a t p r y  2 Schcdulu Non-exempt Employees. For time worked in excerr of scheduled 
and compensated hours in a work week, orher rhan rhe 2nd day of rerr, an employee shall be paid at 
one and one-half rimes his or her base rare. All haurr worked on the second day of resr will be paid 
ar double his or hcr bare rare after scheduled and compcnrarcd hourr in a work wcek. All ovcrrime 
workcd in excess of nvclve (12) haurr in a work week will be paid ar double his or her base rare. 
1 l.Ll(d) Category I and 2 Schedules Exempt Employeu. The hourly rare to be paid for scheduled 
ovcrrime warked by employees will be straight rime $6.50 per hour 
11.8(d)(l) The term 'schcdulcd overrim< as used in this paragraph will refer ra a program 27 
of  work in excor of eighty (80) compensated hourr in a rwo-week pay period authorized as 28 
scheduled overrime by rhe Company ra mecr increased workload. 29 
-qn"  
11,8(d)(Z) The provisions of 11.8(d) will nor be applicable ro rhc following: 31 
3 2  
11.8(dl(2l(il Employees on parr-rime work schedule. 33 
34 
11.8(d)(2)(ii) Time enroure on travel arrignmenrr ar the request of rhe Company. 35 
76 
I 11.8(d)(Z)(iii) All hours workcd in excess of the scheduled hours which arc nor requested 
by rhc Campany 
M o m 1 1.9 Labor Charging. Except as exprerrly providd in rhir Agreement, the Company rhall have rhe 
1 right to require employees ro record rime worked (however caregorized) and ro adminirccr rhe overtime and 
all ocher arpecrr of irr labor charging gvsrem in rhc mannrr rhe Company may dcrcrminc fmm rime co rime. 
ARTICLE 12  
UNION OFFICIAL5 
I Section 12.1 A c c d t c d  Representatives. 
12.l(a) The Union rhall inform the Campany in writing of the namcr and positions of irr officials 
and, currcnrly, any changer rherero. Only persons ro dcrignarrd ro the Company will be accrcdircd 
ar rcpresenrarives of rhc Union. Arcredirarion rhall be effccrive on the rhird day following rhc 
Companyi rcceipr of the norification. 
lZ.l(b) Solicitation of Union membcrship, callccrion or checking of dues, or reading of Union 
I ncwslerrcrr or publications will nor be permirrcd during working rime. Dirrriburion of Union 
ncwslerrerr or publicarionr will nor be made duringworking rime or in work areas. The Campany agrecr 
nor ro discriminare in any way against any employee for legirimarc Union acrivirl, but such icriviryrhdl 
nor be carried on during working time ncepr as rpccificdly provided for in chis Agrcemenr. 
IZ.l(c) Each employee. before leaving his or her assigned work on Union business, rhall have 
aurhorilarion therefore from rhc Union and shall notify his or her supervisor prior to raking such 
leave. The Union shall provide to rhr dcrignared Company Reprerenrarive oral cunfirmarion of such 
authorization ar leasr one ( I )  day prior ro such leavc and wiirren confirmarion immediately rhereafrer. 
Such un-worked rime. limited to regular working hours, shall bc charged to a special charge accauni 
number and the Union agrees to reimburse rhc Company ar the employee's regular hourly rare for all 
ruch rime so spent. 
12.1 Id) Grievance m d  Gntram Administration 
lZ.l(d)(l)  Thc  Union shall investigate and adjust grievances and perform contract administration, 
in rhc work area, cxcluiivcly rhmugh Execurivc Board members and Council Representatives, 
who rhdl be employees, and Union Staff Rcpresenratives. 
12.lId)lZ) Each Execurivc Board Member and Council Rcprercnrarive shall noriG and obtain 
pernlisrion from hir ar her supervisor before leaving the work arrignmcnr for the purpose of 
investigating complainrr or claims of grievance on the parr of employees in his or hcr work area. 
Such pcrnmissiun shall be cxccpr where 'he supervisor conriderr such absence would 
seriously interfere wirh the of the group ofwhich the represenrarive is a parr. Time 
rpenr on ruch approved investigations and discussions shall be considered work rime provided 
such acriviry docs nor exrcnd beyond rhe rinic rhar the supervisor considers reasonable under the 
circumrrances. Any Fxecurivc Boad Member and Council Rcpresenrative in the conducr of 
his or hrr invesrigarian, and before conracring an employee, shall obtain permission of the 
supcwiror of such employee and advise rhe supervisor ofrhc nature of rhe complaint or grievance 
and rhe orimared rime required for the discussion. Such permission shall be granred w e p t  
where rhe visit would scriourly inrerfere wirh rhc work of the group. Except as provided in 
I2.i(c) and lO.l(a), a11 time lost from work due to such Unian business rhall be handled in 
accordance wirh IZ.I(c). 
IZ.l(d)131 Acccrr by Union Sraff Reprercnrariver shall begoverned by 12.2 below 
lZ.l(c1 laave ofabsence of ar icasr rhirty (30) days withour pay rhall be granrcd fur rhc following 
reasons: 
12.1(e)(l) Full-time emplaymcnr by rhc Union or irr nariand organizarion. 
12.lIe)lZ) Union buiincri aurhorivd by the Execurive Board and approved in writing by rhc 
derignarcd Company Rcpresenrarive, which approval shall nor he wirhheld absent legirimarc 
business circumsrancer. 
Thc Company will ieinrra>~cm ployces on such leaves ar nor l o r  than his or her former gmde levcl 
and salary plus any gcncrrl salary increarcr rhar occurred during rhe period of the leave of absence. 
1Z.lIfl Thc  Company and the Union recognize rhar each individud within the bargaining unit bas 
a full-time work arrignmcnr for rhc Company and, if Union business impairs prrformancc of such 
work arrignmcnr, rhe Company and Union agree co make arrangements ro prevent such impairment 
in rhe future. 
IZ.lfgl Executive B o d a nd Council. 
lZ.l(g)(lI Thc  Unian may designate one (1) Council Fkprescntarive for each 200 employees, or 
major fraracrion thereof, in each Major Organirarion in the bargaining unir In unique 
30  
circumrranccr where mainraining ruch a rario creates a hardship m rhe Union, the Company mill 
give due cnnriderarion ra a wrirten rcquor from rhe Union far a waiver of rhc ratio requirement. 
lZ.l(g)(Z) 'The parries will rwicw bi-annually, prior to Council elccrions, the number ofcouncil 
Reprrrenrarives allowed under 12,l(g)(l). The number agreed upon as contractually allowable 
during there reviews may nor be reduced prior m rhe nexr such review except by murual 
agreement ofthe parries. Any increases ro rhe number o f  Rcprescnrariver must be i n  accordance 
wirh 12.l(g)(l) and is also subjecr ro mutual agrcemenr ofthe parries. 
12.l(g)(3) No more rhan seven (7) Fxecurive Board members shall ar any rime be acccpred by 
rhe Company as accredired reprercnrarives of  the Union. 
12.1(g)(4) In the absence of  a Council Reprerenrarive for any reason, rhc Union may designate 
a temporary rubrrirure. 
lZ.l(h) Protection of Union Officials. 
lZ.l(h)(l) Executive Board members and Council Representatives shall nor be laid o f f  during 
their respecrivc rcrms of  ofiice crccpr as described herein. 
lZ.l(h)(L)a Execurivc Board members and Council Rrpresenrarivcr will be given a 
retenrion raring while serving during rhrir term ofofiicc rhar will be adjusted ro indicate rhar 
the employee has rhc higherr retention raring in the applicable rkill or job acrivir). code. So 
rated, rhc Represenrarives will be subject to all rermr and conditions of  Arriclc 8 o f  rhe 
parriei Agreemenrr. Once the Representatives are no longer in afiice, the retention raring 
will be re-adjusted to rhc athenvise applicable raring. 
IZ.l(h)(l)b If Council Representatives arc rclocared, due ro rranrfcr or orherwire, our 
o f  rhe dirrricr in which rhcy were elecred, rhe Rcprcrenrarives will conrinue ro be 
prorected from layoff for the balance of rheir term o f  ofiicc so long as rhey icmain 
recognilcd members o f  rhe Council. Each designated Council position can be filled by 
only one (1) mcmbrr 
lZ.l(h)(l)c Layoff protecrion docs nor apply ro Execurive Board Members and Council 
Reproentarives who, ar rhe rime ofelecrion or appointment, have irceived an acrive advance 
notice of  potenrial layo& unless the Board Membcr or Reprerenrarivr i s  running for 
reelecrion co a consecutive term of  ofifice. 
12. l (h)( l )d Nothing herein precludes an Erecurivc Board Mcmbrr or Council 
Representative from requerring a voluntary or accelerated layoff. 
lZ.l(h)(Z) In rhe went managemcnr deems i t  necessary ra involuntarily rranrfcr or loan a 
Council Representative, and orhcr employecr then represented by rhc Council Reprercnrarive 
would remain in rhc same skill code, when practicable rhc Company will inform rhe Union o f  
rhr proposed transfer or loan thirry (30) days prior to irs effecrivc dare and will discuss wirh the 
Union rhc fearibiliry o f  transferring or loaning anorhcr employee. 
W o n 1 2.2 Union SuffReprcmenutiw' Access to P lmu .  Union SraffRcprrrcntarivet nor employed 
by rhc Company will he permirrcd accar during working hours ro areas in the Cornpanis faailiries where 
cmploycer i n  the bargainingunits defined i n A rticle 1 are assigned, to rhc txrenr governmcnr andcustomer 
rrgularionr permit. Unless murually agrecd i n  advance, ruch acccrr shall be only for rhc purpose o f  
i n~c rd~a t ingcamp la inc~lairm s afgrkvancc an the parr afcmplayeca or rhc Union and rhzll be rubjccr 
to the following: 
12.2(a) The Company shall be rcquircd to admit only rhorc Staff Rrprerenrarivcs who havc becn 
agrecd ro i n  writing or as may bc agreed ro by rhc Company rhroughour rhc rcmaindcr o f  the 
Agrecmenr. Except for visits to the Corporate Union Relations Officer, Sraff Represenrariver shall 
notify rhc designated Human Resourccr organization of rheir conrcmplrred virirr. 
12.2(b) Sraff Reprerenrariver who arc entitled ro admirranie to the Company? facilirics shall rign in 
where required rhrough rhe Company derignared organizatio-n  at rhe planr or facility rhey deriie ro enrcr Unnn being admitted,.  rhe.v  shall ~ roc rcdr o rhc oreanizarion rhcv wish ro visir, contact 
the rupcrviror then prcrcnr, inform him or her of the purposc of rheir virir and ohrain hir or her 
permission prior ra contacting any employee in ruch organiation. Such permission will be granred 
e x c c ~ rw here there is a rubscanrial rearon ior dela'v ine rhc conracr due to safew conditions or rhc fact 
that a critical openirion is in proccrr. Upon leaving the planr or facility, rhey shall rign out where 
and rerurn any remporary idcnrificarion badger rhat were irrucd ior the purpose of the 
specific visir. 
12.2(c) The Company ahall supply identification badger so that each Union SraffRcpresenrarivc can 
have access during working hours to the area in which Bargaining Unir employee are assigned. Sraff 
Rcpresenrarivcr may rerrin rheir badgea affording ruch access during the period they are assigned such 
duties by the Unian, subject to 122(a). 12.2(b), and IZ.Z(d) ofrhis Agieemenr. 
12.2(d) StaRRcprerenrrriver who fail ra comply wirh provisions of 12.2 rhall forfeit their admirrance 
rights. 
ARTICLE 1 3  
DEDUCTION O F  UNION D U D  
Section 13.1 Dedunion of Union Dues. The Company agrees ro makc monthly payroll deductions far 
rhc Union's dues upon receipr by the office designated by rhc Company of a voluntary written assignment 
covering ruch deductions on a farm murually agreed ro by the Union and the Company Such assignmenr 
is ro remain in effect until cancelled by the bargaining unir employee so signing on a Company form or in 
any ocher written manner acceptable ro rhe Company This notification of canccllarion must be mailed or 
delivered repararely to the Company and the Unian (SPEEA-Wichira, 973 South Glendalc, Wichira, KS 
67218). The cancellation shall become cffccrive no larer rhan the monrh fallowing rhe monrh in which 
the narificarion is received. 
'The Company will carry ovcr dues authorizations of cmployres among and bcrwcen the bargaining 
unirr represent~db y rhc Union; i .r ,  whcre a valid aurhorization card is an file with rhe Company 
for an employee within a bargaining unir and rhc employee rheicafrcr is tranrfcrred direcrly ro one 
of rhe orher Union bargaining unirs and the employee has nor in rhe meantime cancelled ihc 
aurharizarion. 
Section 13.2 Union Dvcr Tables. In the evcnt rhe Union desires ro change rhc presenr merhod of 
computing rhc amount ofducr ra be deducted, the Unian will ahrain wriran Company approval of the 
merhod prior to the change becoming effective rhrough payroll dcducrian. 
Section 13.3 Indcmnifiution and Waiver of CMms. The Union expressly agrees to indemnify 
the Company against any and all employee and governmental claims. demands, suits or other forms of 
liabiliry rhat arirc our of or by reason of action taken ar nor taken by [he Company for the purposes of 
complying wirh this agrermenr to dcducr Union ducr. 
Borh the Company and the Union will utilize due diligence in administering and rcvicwing, rerpccrively, 
the dues deducrion system. In rhe went the Union discovers adminisrrarive errors in Company 
adminirrrarion of the ryrrcm, rhe Union will givc the Company prompt and timely norice of same, 
whereupon the Company will ~ndeavorr o make reasonable adminirrmrive coirecrionr canrisrent wirh 
applicable scare and federal law. Respecting Company adminirrrarion of the ryrrcm, the Union rxprerrly 
waives as againr<r he Company any and all 'laims, demands, suits or other forms of liabiliry that may 
arirc our of or by mason of good faith action rake" or nor taken by rhe Company for purposcr of 
complying wirh rhir Arriclc. 
Senion 13.4 Offreu. The Union agrees rhar, subject to ongoing Union approval, the Company can 
o&cr amaunrs rheUnion owcr the Company for rime charged hy employcer ro Union charge numbers for 
Union business as derailed in Secrion 12.1(c) from the monrhly dues paymenrr collccrcd by rhe Company 
for rhr Union. The Company will provide a monthly accounting to rhe Union of all offrcrs. The parries 
will a g e o n guidelines for making ruch deductions prior to implcmenring chis Sccrion. 
ARTICLE 14 
STRIKES AND LOCKOUTS 
W o n 1 4.1 Striku and Lockouts. 
14.l(al The Union agrees that during rhc rcrm ofrhir Agreement and regardless ofwhether an unfair 
labor pracrice is alleged, (a) rhere rhall be no srrikc (whcrhcr ir be an economicstrike, symparhy rrrike, 
or orhenvircl slow down, walk our, boycorr, picketing, or any other inrerkrence wirh the Company's 
opcrarionr by bargaining unit members, including any refusal ro cross any ocher labor organizarion's 
or arhcr parry's line and (b) rhe Union shdl nor direcrly or indirectly authorize, encourage. 
ratify, arrirr in, condone or approve any rcfural on the part of emplaycer ro procecd to the locarion of 
normal work arsignmenr. Norhing in 14.1 shall require rmployees to work in an unrafc environment. 
Any employee who violares this Article may be subject ro disciplinary acrion. 
14.lib) The Union will make rvery cfforr ro srop and dircounge any acrion prohihired by 14.1 il ir  
should occur and will keep the Company advised of its actions. 
14.1icl ThcCompany agrees rhar rhcrerhall be no form oflockour during rhe term ofrhis Agreement. 
14.l(d) Any claim by either the Campany or the Union char rhir Article has been violared rhall nor 
be subject ro the grievance and arbirnrion provisions of this Agreement, and eirher parry shall have 
rhe right ro submit such claims ro the courts. 
ARTICLE 15 
VOLUNTARY INCTSTMENT PLAN 
Smion 15.1 Continuation ofP lm.  Subjecr to rhe continuing approval ofrhe Commissioner of lnrernal 
Revenue and of orhcr cognimnr governmental aurhoririer, ar more parricularly hcrcinahcr specified, and 
to the provisions of 15.4, a Voluntary lnverrmcnr Plan (hereinairer called rhc Plan) in the form ar now in 
effccr as ro the cmploycer wirhin the unir ro which rhir Agreemenr relates shall continue ro be effecrive 
while chis Agreement is in cffecr as co ruch employees in accordance wirh and subjccr ro the rerms, 
iondirions and limitarionr of the Plan. 
Smion 15.2 Appmvd of Plm. A p p m ~ ol f  rhe Plan by chc Cammirrianer of lnrrcrnrl Rncnuc as 
rcfcrrcd ro in 15.1 meanr a continuing approval ruGcienr to establish rhar rhe Plan and related trusr or 
rrusrr are ar all rimes and eicmpr from income tax under Section 401(a). Section 401ik) and 
arhcr applicable provisions of rhc Internal Rwrnuc Code of 1986. and rhar conrrihurions made by the 
Company under rhc Plan arc deducriblc far incamc rax purposes in accordance wirh law. The cognizant 
govcrnmcnral aurhorities referred to in 15.1 include, without limirarion, the Dcparrmenr of Labor and the 
Sccuriries and Exchange Commission. and their approval meanr rhcir confirmarion with respecr to any 
marrcr wirhin their regularory authority rhar rhe Plan docs nor conflict wirh applicable law. 
Section 15.3 Continusdon +ad Agrccmcnr. Thc Company rhall nur bc pm-ludd fmm onrinuing 
rhc Plan in effect as to cmployccr within the units ro which rhir Agr~emenrr elater afrcr expiration or 
rcrminarian of rhir Agreement, subjccr ro rhe terms, ~ondirionra, nd limirarionr of rhc Plan. 
Smion 15.4 Changes to the Current Plm. Subjccr to acrion by rhe Company's Board of Direcrors 
(or irr drlegate) and to the approvals specified in 15.2, all provirions of rhr urrrmnt Plan applicable ro 
employees cavered by rhir Agrcemenr are to remain unchanged including the Company's match of 
sevenv-five perccnr (75%) of rhe firrr cighr percenr (8%) of bare pay conrributed by a plan Member The 
following changes are effective October 1, 2004. 
1. Employes enrolled in the Plan may concribore beween one persenr (1%) and wency percenr 
(20%) of their compcnrarion in one pcrcenr (1%) incremenrr on a prc-tax and/or after 
rax basis. 
2. The Boeing Stack fund porrion of the VIP will be dcrignared as nn Emplayce Srock Ownership 
Plan. Employeer who have all or a portion of their VIP account invested in rhe Boeing Srock 
Fund will be able ro choose a one hundred percent (100%) carh paymcnr of dividends. 
Alrernativrly, may continue automatic reinvestment of those dividends. 
M a n 1 5.5 Required Plan Amcndmena. The Company mms rhe righr co imcnd rhe Plan co 
rarirfy all icquiiemenrs of Section 40l(a). Section 401(k) or any orher applicable provision of the lnrcrnal 
Revenue Code of 1986. Additionally, when the Company idenrifies adminirrmrivc services char in its 
esrimaiion reflect indu~rryb est pracrices, rhe Employee Benefit Plans Commitree has dircreriun ro adopt 
thesc 'hanger to the Savings Plan. The Company will norify the Union in advance of implemenrarian of 
any changes adopted by the Employer Bencfir Planr Commirrec. 
Scnion 15.6 Participant Elective Contributions Not Applicable for Other Purporu. It is 
acknowledged that rhe clerrisn of r Memhrr ro convert a ponion of his oi her base pay under the 
terms of rhe Plan will be effective for purposes of this Plan and will reduce the Membcri compensation 
insofar as certain payroll taxer may be applicable. However, for all orhcr employmenr-related purposes, 
including all of rhe Membeib rights and privileges under rhis labor agrccmcnr, his or her base pay or 
compensation will be considered as though no election had bccn made. 
ARTICLE 1 6  
CROUP BENEFITS 
%'tian 16.1 Type of Croup Benefits Package for Employcu on che Active Payroll. The Company 
will continue unril September 30, 2004. rhc exirring healrh care. dirabiliv and life packagc. Effective 
Ocrober 1. 2004, the Company will provide the life benefits, accidenral dcarh and dismembermrnr 
benefirs, medical bcnctirr and dental henefirr fur eligible employees and medical bmefirs and dental 
henefirr for covered denendenrr of clieible ernoloveer as summarized in the dncumcnr entitled Artachmrnr 
. . . . . . 
within rhis unir. Employccr will be required ro pay for rhese bcnefirr. Effective lrnuacy 1, 2005, 
employees may also contribute, on a prc-rax basis up to a maximum of $3.000, ro a Health Care 
Reimbumement Account Plan for qualifying expenses. 
Senion 16.2 Cost of the Group Benefits Rrluge for Employees on the Anivc Payroll. 
16.2(a) Life and A c d d m t d  Dcach and Dismemberment Bcncfia. The Company will pay rhe h l l  
corr af  rhc Life and Accidenral Dcarh and Dismembcrmenr Plans for eligible employees. 
16.2(b) Medical Bendits. 
16.2(b)(l) The current conrriburions for rhe Tradiriunal Medical Plan will continue through 
September 30, 2004. 
16,Z(b)(Z) Effecrive October 1. 2004, in regions wherc employees may choose beween the 
Traditional Medical Plan and a coordinared care plan, rhe Company will pay the full cosr of rhe 
lowerr-corr plan in the applicable region for eligible employecr and dependents. Employecr 

1 16.4(b) For employecr who were hired on or ahcr January I.  1993, and before January 1. 1999, 
2 rhe Company mniriburionr are limiced rdo three and one-rhird ~ r c e n r(3 .113%) of chc cost of che 
3 coordinated careihcalrh maintenance organiurion plan or Traditional Medical Plan the rerired 
4 employee chooses per year of service for rhe durarion of rhe Agrecmenr. Retircd ~ m ~ l o y c cpasy  the 
5 difference (rhc carr of the plan minus rhc Company canrributionrl. However, all covered rerircd 
6 emplaycer must m ~ k ceo ntributions nor less &an specified in 16.4(a). 
7 
8 16.4(c) The rerired employee is required to conrribure $100 each month ro enroll a dependenr spouse 
9 in the Rerirce Medical Plan if the rpaurc is eligible for coverage undcr another rmplayer-sponsored 
10 an acrive cmployee and waives such coverage. This $100 conrriburion will nor he required for 
11 a spouic who waived coverage under anorher employer-sponsored plan prior to eligibility for medical 
I2 coverage under rhc Group Benefits Package, provided rhe spouse enrolls ar rhe other plank nar 
13 enrollment period or, if earlier, at an enmllmenr date allowed by the orhrr plan or for a rpoune who 
14 is employed parr-rime. 
I5 
16 Scnion 16.5 Details and Method of Covcngc. The benefits summarized in the Group Benefirr 
17 Pachge and chc Retiree hlcdical Plan rhall be by the Company undcr conrractr andlor 
18 administrative agrecmenrs wirh insurance companirs, health care contracrarr or adminirrrarivc agenrr 
19 which will be in the iorm iurrornarily wrirren by such carriers and administrative agcnrs, and the Group 
20 Bcncfirr Package and Rericee Medical Plan rhall be subject ro the rermr and conditions of ruch contracts 
21 andlor adminirrrativr agrccmenrs, conrirrenr wirh the summary in the Group Benefits Package or Retiree 
22 Medical Plan. 
23 
24 Such contracrs andior adminisrrative agrecmcnrr will require the adminisrrarive agents ro develop various 
25 programs and procedures designed ro conrain corrr based on rharc portions of rhe Group Benefirr Packagc 
26 and the Rcriree Medical Plan that canrain rhe requircmcnt that charges are covered only on the basis of 
27 medical neccriiry Such corr conrainmenr programs or procedures may be urilized co dcrerminr chc 
28 medical nccesriry of rhe treatment irself, the appropriarenerr of the services provided, rhc place of 
29 rrcarment or the durarion of rrearmenr. The adminirrrarive agenrr and rhe Company will announce 
30 each ruch program or procedure bcfare ir is required or available to the affecrcd employees or rcrirrer. Any 
31 such corr containment program or will nor operare ro reduce or deny rhe bcnefit 
32 properly due under chc Plans ro any covered person or ro rhifc the cosrr covered under chc Plans <o rhc 
33 covered person. 
34 
35 The failure uf an insurance company, hcalrh care conrracror or adminirrrarive agent co provide any ofthe 
36 benefits for which it has conrracred rhrll result in no liabiliry to rhe Company, nor shall ruch failure bc 
37 cortsidcred a breach by the Company of rhe obliganons thar it has undertaken by chis Agrccmcnt. 
38 However, in rhc event ofany such failure, the Company rhall immediarcly artempr to provide substicure 
39 coverage. 
40 
41 Senion 16.6 A d m i n i s t d o n .  Thc Group Bcnefirs I'ackagc and the Rcrirec Medical Plan shall be 
42 ndministercd by chc insurance companies, hcalch care conriaccorr or adminirrrative agcncr w,ith uhom chc 
43 Company enreis into contractual iclarionshipr for the purparc of providing andior adminisrering rhe 
44 coveragcconrcmplared by the Group Bcncfirs Pacluigc or the Rerirec Medical I'lan and no question ofirsuc 
45 arising under rhc administration of soch Group Benefits Package or the Rerirec Medical Plan or the 
46 conrracrr andior administrative agreemenrr identified rhercwith rhall be subject ro rhe griennce and 
47  arbicracion procedure of Arricle 3 of chis Agr~g~gment. 
48 
49 Section 16.7 Copier of Policies to be furnished to Union. Copier of the policicr, conrracts, and 
50 adminirrrarive agrremcncr executed pursuanr to chis Article 16 rhall be furnirhcd to rhe Union and rhe 
51 coverages and bcncfirs indicared in rhe Group Benefirr Package or the Rrrirec Medical Plan, rhe rights of 
52 eligiblc cmployen in repecr of ruch cuverages, and che serdcmenr of all claims arising out of such 
53 coverages rhall be in accordance wirh the provisions, terms and ruler rer forth in such contracts. 
54 
55 Scnion 16.8 Fcdcrd or State Pzcluger. If during rhe reim of chis Agreement rhcrc is mandared by 
56 fedcral or state government a program char affords ro employcer andior rerireer covered by rhir Agreement 
similar benefits (ruch ar but nor limiced ro medial bcncfirr and dental bcnefirs) to those rhar are afforded 
by rhis Agrcemcnr, benefic$ afforded by rhis Agreement will be replaced by such federal or scare program. 
Thc Company will comply with the provisions for rhc furnishing of such program ro the cxrcnt required 
by law. No qucrtion or isrue regarding the level of ben~firru ndcr rhc scare or federal program will be 
subject ro the grievance and arbirarion procedures Article of this Agreement. 
Scnion 16.9 Hralth l k e R eimbursement Account Plan. The Health Care Reimbursement Account 
Plan will be cffecrivc January 1,2005. 
hRnCLE 17 
RETIREMENT PLAN 
S m i o n  17.1 Continuation of Nan. Subjecr ro the continuing approval of the Commissioner of Intnnal 
Revenue and of orher cognizant govcrnmcnral aurhoriricr, as more parricularly hereinafrer specified, and 
ro rhc provisions of 17.5, a Rerircmenr Plan (hereinafter called the "Plan" in rhe form now in effecr as ro 
rhc wichin rhe unirr ro which chis Agrccmenr relaces rhall continue ro bc effecrivc while rhir 
Agrecmcnt is io effect as ro ruch emplayecs in accordance with and subject ro rhc rcrmr, conditions, and 
limirarionr of the Plan. 
S m i o n  17.2 Apprwal of Plan. Approval of rhe Plan by rhc Commissioner of Internal Revcnue as 
referred to in 17.1 means a continuing approval ruficienr ro crrablirh rhar rhr Plan and relared rrust(s) are 
ar all rimer qualified and exempt from incomc rax under Sccrion 401(6) and ocher applicable provirionr of 
the lnrernsl Revenue Code of 1986, and rhar conrriburionr made by rhc Company undcr the Plan arc 
deductible for income rax purposes in accordance wirh law The cognimnc gouernmenml aurhoriricr 
rcferrcd ro in 17.1 include, wirhour limitation. rhe Dcparrmenr af  Labor, the Rnsion Bcnefir Guaranry 
Corporation and rhe Securities and Exchange Commission, and rhcir approval means rheir confirmarion 
with inpcct to any rnarrer wi~hint hnr regularory aurhoriry that the Plan doer nor conflicr wirh 
applicable law. 
Scction 17.3 Continuation beyond &cement. The Company rhall nor be precluded from conrinuing 
the Plan in cffccr ar ro employes wirhin the unirs co which rhir Agrcernenr relaces h e r  expiration or 
termination ofchis Agreemenr, subject ro rhe rermr, conditions, and limirarionr of rhe Plan. 
Scnion 17.4 Grievances ar to the Plan. Only qundonr concerning rhe amount of Credited Service 
under the Plan rhar an employce har accumulared by reson of employment after rhc effecrivc date of rhc 
Plan shall be subjecr ro the grievance and arbitration procedure of rhis Agreement. 
S m i i n  17.5 Chlngu to the Current Ph. Subjccr ro action by rhe Campanfs Board of Dirccron 
(or its delegate) and to rhe approvals specified in 17.2, as well as any changes required by applicable law, 
all provisions of The Boeing Company Employee Reriremenr Plan are to remain unchanged wirh rhc 
exception ofchr following amendmenrr: 
17.5(a) Basic Benefit. The Basic benefit will be increased to $59 per month for all years ofcredited 
Service for Employerr on rhc active Payroll of chc Cnmpany on or ahcr Ocrobcr 1, 2004 (including 
rhaac who rcrire from rhe cmploy of rhe Company on October 1,2004). 
17.5(b) Basic Benefit. The Basic benefic will be increased ro 560 per monrh far all years ofCredired 
Service for Employees on the active Payroll of rhe Company on or ahcr January I .  2005 (including 
rhosc who rerirc from rhr employ of the Company on January 1, 2005). 
Senion 17.6 Administration of the Retirement Plan. The Company rhall have rhc right ro 
unilarcrally make any changer in acruarial arsumprionr ~ n fdun ding mcrhodr, pmvided ruch changes 
arc dcrcrminrd by the Plan's cnrollcd actuary ro bc reasonable in rhe aggregate. The Company shall 
be cnrirled ro unilarerally adopr such amendments ro rhe Plan as may bc required in order ro 
obrnin any approval referred to in 17.1 and dcrcrikd in 17.2 ofrhc Agreement. 
I ARTICLE 18 
2 NON-DISCRIMINATION 
3 
4 Section 18.1 Non-Discrimination. All terms and candirionr ofemploym~nirn cluded in chis Agreen~enr 
5 shall be adminiatcrcd and applied without rcgard to race, color, religion, national origin, srarus as a 
6 dirablcd or Vier Nam era veteran, age, sex, snual prrfrrenie, mariral starus, or the presence of a 
7 disability except in  chose inrranccr where age, sex or the abscnce a f  n disabiliry may constitute a bona fide 
8 ocruparionnl qualification. 
9 
LO Administration and npplicarian ofrhe Agrremenr rhar i s  not in  conrravcntion o f  fedeml or rrarr law shall 
11 nor be conridercd discrimination under rhis Article. The parties recognize rhar the Company ir required 
12 io comply with ;lpplifahlefrderal and siare disabilirydiscriminarion laws, and agree rbar rhr Company may 
13 rake acrionr necessary to rray in compliancc. Thc Campany agrees to notify rhe Union in advance in rhc 
14 wcnr rhat compliancc wirh such laws affects the employee rights rer forth in rhis agreement. 
15 
Senion 18.2 Non-Dir=rimination G r i m c e s .  Nowirhsranding any other provision of Article 3, a 
grievance nllcging a violation of chis Arricle 18 shall be rubjecr ro the grievance and arbitration procedure 
ofArricle 3 only if it i s  filed an bchalfof and pertains to a singlc employee. Class grievances under Article 
18 shall nor be rubjecr to the grievance and arbirclrion procedure under rbir Agreemmr. 
W o n  19.1 Swerbiliry. Should any part hereof or any provision herein conrained be rendercd or 
declared innl id  by raron of any exisring or rubseqequenrlg enacrcd legirlarion or by any decree by a court 
of comperenr jurisdiction, such invalidarion of any such part or portion of rhis Agrermenr shall nor 
invalidare rhe remaining porrions hereof and they shall remain in full force and effccr. 
ARTICLE 20 
Thji ugreemmt hm no Artiik 20. 
ARTICLE 21 
LAYOFF BENEFITS 
Section 21.1 Establishment of Plan. The Company will errablirh a Layoff Benefit Plan ro provide far 
lump rum or income conrinuarion benefits as set forth in  rhis Article. Such Plan will apply ro employees 
who arc laid offwirh m rffictivc dare on or afrer rhc effcfecrivc darc of  chic agreemenr. 
Section 21.2 Eligibility All bargaining unit employees who have ar lcasr one ( I )  ycar of Company 
service and who are involuntarily laid off from the Company (including such employees who 
accclerarc rheir layoff data and emplvyeer laid off because of  declining an offer for lerr chan 
equivalenr employmcnr as defined by Company policy) are eligible to xceivc the bcnefir described 
in 21.3; provided, however, the following cmployeer shall not be ~l igiblc for rhe benefic: 
cmplayc~r who volunreer for layoff, employees who upon rheir layoff become employed by a 
subsidiary .or affiliate of the Company; employers who are laid off from the Company because 
of a merger, sale or similar rranrfer o f  assets and arc offered employment wirh the new employer: 
employees who are laid off because of an acr of God, narural disaster or national emergency; employccr 
who are laid off because of a srrikc, picketing of the Company's premisa. work sroppage or any 
similar action which would interrupt or inrerlere wirh any operarion of rhc Company; and employecr 
who terminare employmenr for any reason orher than layoff, including, bur nor limited ro, resignarion, 
dismissal, retircmenr, death, or lcave o f  abrcnce. During times o f  significant rurplur, the Company 
may. ar its discrrrion, provide layoff brndirs as described in 21.3 to onplo~~eews ho volunrcer for 
layoff 
Scnion 21.3 Amonnt and Payment of Benefit. An eligible employee'r toral lump sum or incomc 
ronrinuation bcnefir shall cqual one ( I)  week ofpay 1i.e.. forty (40) hours ar rheemployee's base salary, bur 
excluding any shift differenrials or orhcr premiums) for cach full year of Company service as of the 
employee's layoff dare, rubjecr to a maximum benefit of26 weeh o fpay  Eligible employees may elect 
eirher of rhc following 
21.3(a) Benefirr will be paid as a lump rum following thc effective dare o f  layoff. Employees who 
elecr rhir option will have fimr considcrarion recall rights under Article S canceled. 
21.3(bI Income conrinuarian bencfirr will be paid in 80 hour incremcnrr. subject to an employech 
coral benefit, on rcgular paydays beginning wirh the second payday following the effective dare of 
lavoff Income continuation bencfits shall immediarelv cease u ~ a nth e earlier of anv of rhc foliowin"e  
evenrr: exhaustion o f  the employer's total income conrinuarion benefic; re-employment wirh rhc 
Company or any of i t s  subsidiaries or afiliarer; Failure to accepr a formal offer o f  ilcall from layoff 
wirhin rcn (10) workdays after ir is exrendcd or by such later dare as may be sripularcd by rhe 
Company (provided such offer is for a poririon rhar is rubsranrially equivalenr ro the posirion from 
which the employee war laid om; failurr to reporr to work on the drrc designated by rhc Company; 
or change i n  rhe employee's cmploymenr scarur from layoff ro resignarion, dismirrd, rerirement, dearh, 
or leave o f  absence. 
21.3(.b ).(.l)  . Sub,ie cr ro conrinuaiion ofrhe Plan. no em.~ lo,v ees hall bc m i d  income conrinuarion 
benefits more rhan once during any rhrec (3)-year period; provided, however, i f  an employee is 
re-employed by rhe Compnny before psymenr of the cmployeei roral income conrinuarion 
benefic and is rubsea.u enrl.v  laid off i n  such three (.3)-v, ea r .~ e r i o du nder conditions which make 
the employee eligible for a bcnrfir. any unused benefic will be payablc to the employee under rhe 
procedures established by rhir Arride. 
Stcuon 21.4 Benefit Not App l iub l t  for Other hrpoxn. Periods for which an employec receiver 
incomc continuation benefirr shall nor be considered as compenrarion or service under any employee 
bcnefir plan or program and shall nor be counted coward Company service. Benefits under chis Arricle 
may not bc deferred inro rhe Volunrary lnveitmenr Plan. 
S m i o n  21.5 Continuation of Medical Covcra"ee . In rhe evenr o f  lavnff medical coverase for u 
employees and dependents will conrinue unril rhe employee is covercd by any arher group medical plan 
either ar an employce or ar a dependenr, bur i n  no evenr bcyond rhrec (3) monrhs aher rhe dare o f  layoff 
Required cuntriburionr, if any, murr be paid during any ofruch continuation o f  coverage. 
ARTICLE 22 
JOB CLASSIFICATIONS 
Srnion 22.1 Jab C lv r i f i u t i on r  Sptcm. 
ZZ.l(a1 The Company will mainrain a job classification ryrrcm. I n  the system each occuparion, job 
family, and aurhorizrd level shall be idenrified wirh an occupation description, job family dcrcriprion, 
and level guide. Each skills managemcnr code shall he idrnrificd with a skillr management codc 
docriprion. The definitions ofrhe clemenrr of the sysrem arc as follows: 
22.1(1)(1) Occupations, which arc the broadcsr categories of work 
22.1(1)(2) Job families, which dercribe the organiurion of rash. 
22.1(a)(3) LNcl guides, which identify various levels o f  responribi l i~w irhin rhe job Family 
22.1(4(4) FLSA codc, which ideorifier rhe rrarur of rhe job relarive ro rhc Fair Labor S~aodardr 
Act. 
39 
I 22.1(*)(5) Skills managcmtnr codcs, which idenrify unique knowledge, skills. abiliries, and 
2 environments within the job family. 
I :3  22.l(b) A job clasrificarion is the combination of the occuparion code, job family code. FLSA code. and level. 
6 
7 ZZ.l(c) The Union will participare in <he idenrifiratian, evaluarion and rwicw of all proporcd 
8 changes to jab classificarionr in two ways. Firrr, rhe union will have a member on the Company SIC 
9 Maintenance Re\,iou h a r d .  Second. rhc local Conrracr Adminirrmror may bring forwrd job 
10 clasrificarion issues to the local Company Compensation organirarian for resolution at rhe level 
I. "I  andlor for molurion through rhe Company SJC Mainrenance process. 
22.l(d) The Company may add dements ro, ddere elmenrs fmm, or modifyanyrlcmeni of rhcjob 
classificarion rysrem. 
Section 22.2 Classification of Emplojee. It is a murual objecrive of the Union and rhc Campany ihar 
rhe Job Clasrificarion and Skillr Managemenr Code of cach employee be an accurate and timely rcflecrion 
of the work assigned; howver, the Company shall rerain rhe crclurivc right to assign or change rhc Job 
Clasrificarion or Skillr Management Codc of an employee. The Company may from rime to rime arsign 
an employee work of a higher or lower level and work outride of his or her Job Classification or Skillr 
Managemcnr Code. Any work assignment may include: 
22.2(a) Teaching. instructing, leading or providing assistance ro others 
1 25 22.2(b) The use of equipmcnr to facilirare the work assignment. 
26 
27 22.2(c) The rubmission af  completed work or any portion thereof for checking or approval. 
7..8  
29 22.2(d) Thc reporring ofany work impairment ruch as errors in mareiialr, processes, equipment, crc. 
30 
Secrion 22.3 Individual Employeci Job Classification or Skillr Mvllgemcnt Code R e v i m  An 
individual employcc may request a rcvicw of his ar her job clarrificarion or levrl based on the conrenrian 
the work arrigncd by rhe Company differs frum rhc job clarrificarion or skills management codc to 
rhc extent and in ruch a manner as to warrant reclassifying the employee to a different exirring job 
clarrificnrion or ,kill. oile;lgcinenr code. Employees will arrcmpr rn resolve classification fiirr by 
discusrian wirh firrr-line managemcnr. In rhe absence of a resolution mutually agncable to both 
managemcnr and the cmploycc, rhc following rreps will be urilixd in the review process: 
22.3(a) If rhe employee contends char a classificarion or lcvcl issue still exirrr. he or she along wirh 
his or her ~ n ' i o nR epresentative will notify rhcTorem andlor Skiil.Tcam Manager to requesr a review. 
22.3(b) 'l'hc Torcm andlor Skill Team Manager will meet wirh rhe employee and thc Union 
Representative to fully discuss rhe cmployeei issue in an eifurr ro reach murual resolution. 
22.3(c) If rhe employee and Union R~piaenrarivrd o not agrec with the Torem andlor Skill Team 
decision, rhe Torem andlor Skill ' lbm Manager. the appropriate Human Reraurco Representative 
and the Union Reprcrenrarive will meer to rcralve rhe marrcr by a majority decision. 
Smion 22.4 Rcdasrification to a Lawcr L ~ ealt  Employee$ Request or in Lieu of Layoff. 
51 22.4(a) The Company may ar rhe employess requcsr effecr a reclassification to a lower Iwcl. 
52 
53 22.4(b) The Company may offer an employee a rcclarrificarion to a lower level in lieu of layoff. 
54 
55  Section 22.5 The provisions afArricle 22 are nor subject ro the grievance and arbitration procedure in 
56 Arricle 3. 
ARTICLE 2 3  
DURATION 
13.1(=) This Agreement shall bccomr cffecrivc upon iatific%rion, and shall remain in full forrr and 
effecr unril rhe close of Fcbruaty 19, 2008, and shall bc auromarically renrwed far consecutive 
periods ofonc (I) year rhcreafrer, unless either parry shall notify rhe ocher in writing, ar least sixty (60) 
dayr and nor more rhan ninery (90) dayr prior to February 19 of any calendar year, beginning with 
2008, of irr desire either (1) ro amend rhis Agreemcnr, or (2) ro rcrminarc rhis Agreemcnr as o f a  dare 
srarcd in such notice ro rcrminare, which dare shall bc subsequent to such February 19 provided char, 
in any evenr, this Agrcemenr shall expire at rhe close of February 19, 2013. 
23.l(b) If cirhcr a notice ro amend or a notice ro rerminare ir timely given pursuant ro 23.l(a), the 
parricr agree to meet wirhin rhirry (30) days rhercahcr for rhc purpose of nigoriaring an amendment 
to rhis Agrcemenr or a new conrracr. 
23.1(c) If a notice ro amend is rimely given pursuanr ro (I)  of 231(a), cirher parry may ar any rime 
rhereaficr norify the other in wriring of its desire ro rcrminare rhis Agrcemcnr as of a dare stared in 
such noricc to rerminare, which date shall be rubseouenr ro Februarv 19  of rhc "ear in which such 
norice to amend is rimely given and ar least sixry (60) dayr subsequent to the giving ofsuch norice ro 
cerminacc. 
23.l(d) This Agreement and any amendmenr thcreofpurruanr ro chis Arriilc shall continue in full 
force and effect until eirher (I)  a new conracr superseding it ir conrummared, (2) iris rcrminarcd by 
a norice to terminarc rimely given pursuanr ro (2) of 23l (a)  or 23.l(c), or (3) it npircs, whichever 
shall firs( occur. 
23.1(e) Upon mutual wrirrcn agrcernenr of rhc parries, rhlr agreement may be amended or 
rerminared at any rime prior ro February 19, 2008. 
Signed ar Wichira, Kansas, and dared rhis 25th day of Ocrober 2004 
Sodev of Rofu.iond Engineering The Boilng Company 
Employees in Aerospace 
BY 
Jennifer MacKay Jeffrey V Clarke 
President Scnior Manager. Employee & Union Relations 
Attachment I I 
LETTER O F  UNDERSTANDING 2 
RELATING T O  CASH PAYMENT 3 
4 
The Company agrecr ro pay employees covered by chis agreement and on the active payroll or on leave of 5 
absence for nincry (90) days or less on bath Februaiy 19,2004, and on rhe dare of the mrification of rhis 6 
agreement, a lump rum paymcnr of eighreen hundred dollars ($1.800) less applicable wirhholding if chis 7 
agrcemenr is mrified on or before July 12. 2004. 8 
The payment will bc made rwo (2) weeks after rarificarian of rhis agreement. 
Incentive Plan 
The Company and rhe Union have horh scared rheir inrcrerr in  establishing an incenrivc plan for rhe 
WTPU bargaining unit. Howcver, rhey understand rhar developing such r plan is difficult. Therefore, rhe 
panics agree ro esrzblish a joior commircce ro develop an incendve plan far the WTPU unir for yero two, 
rhree and four ofrhis collective bargaining agrcemenr (2005,2006 and 2007). This joint commirree rhall 
review incenrivc plans wirhin Boeing and outside of Boeing in an cfforr ro rerch an agreement on a plan 
that will errablirb goals, which if mer, will provide incenrive pay for members of the  unir. 
TheJainr lncenrive Plan C~mmirreesh all consist of up to four (4) persons represenring rhc Company and 
four (4) perronr representing the Union. Each parry shall appoint a chairperson of its group. 
Any information regarding incenrive plans at Boeing will bc provided at the Companfs discretion 
if the Company decmr i r  necessary and appropriate for review The Joinr lnccnrive Plan Commirrec 
may neccrrarily be required ro execute a confidenrialiry agreemenr before such informarion ir 
provided. 
Thepartier will joinrly selen and retain an independent conrultanr ro arsin in rhe development of 
rhe incenrive plan. Said consulrant will be murually agreed to by the Company and rhe Union. The 
1 consulranr'r fees shall bc paid by the Company 
The Joinr lncenrive Plan Commirree shall meet as ohen as irs members agree. Thc Company and rhe 
Union Chairpersons will orablirh commircec meering loc~rionr,a gendas and procedures. Thc Commitree 
/ will complete irs work and prcscnr a joint recommendarion for an incenrive plan ra rhe Union and the 
Company by D~cembcr1 , 2004. The parries undersrand rhar any incenrive plan murr have rhe approval 
of rhe Board of Directors of the Boeing Company Any plan agreed upon by the Commirree will be 
submirrcd m appropriare execurive aflicers for review, and then ro rhr Boeing Board of Directors ar rhcir 
ncxr regularly scheduled mecring. 
It is undcrrrood char developing a murually agrecablc plan may be difliculr. Thcrcfore, if the Joinr 
Commirrcc is unable to develop a plan rhar is agreeable ro horh parries, then the members of the 
i bargaining unit who are on the acrive payroll or on an approved leave of absence an  November 30,2005, 
' will rcccivc a one-rime cash paymenr in Dccember 2005 of one percent (1%) ofan employee's bargaining unir gross earninp during rhc period from December 1, 2004, through November 30, 2005, less 
j applicable withholding. 
x. 
I Thc parries agree rhar any incentive plan developed by <he Cornmirtee will coorain rhc fallowing 
conditions: 
' I .  The plan will allow employers to rcceivc an incentive bonus of 0% to 5% each year for ycarr nuo, 
I rhrec and four of rhe bargaining agrecmcnr. The plan shall have a 2.5% rarger i f thc  basic goals 
' of rhc plan arc mer. 
', 
::L.  The bonus will he calcularcd upon each cligihle emplaycc's gross salary for a conrccurivc m l v e  (12)-month period as dcrailcd in rhc plan. 
1 To create a prapcr cnvironmenr for rhe commirrce's ~ o kno,  a rpecr oftheCommirreei proceedings or any 
2 arpecr of chis larrer of Understanding shall be urcd as the basis far, or as evidence in. any proccedingr 
3 under Arricle 3. 
4 
5 Dared October 25, 2004 
6 
7 Society of Profur iond Engineering The Boeing Company 
8 Employees in Aerospace 
9 
I 0I  By p.@ T* BY 
I2 President Senior Manager. Employee & Union Relacions 
13 
14 Attachment 2 
15 LETTER O F  UNDERSTANDING 
16 RELATING T O  CHILDIELDER CARE PROGRAM 
17 
18 The Company will conrinuc a comprehensive child and clder care program. The program will consist of 
I9 referrals ofemployecr ro licensed care facilities, ~onsulcationw irh cmployeer to derermine individual needs, 
20 and providing educational materials and programs. 
21 
22 Dared October 25. 2004 
23 
24 Sodery of Professional Engineering T h e  Boeing Company 
25 Employees in Aerospace 
26 
278 BY p.@ W * BY %I&. 
29 Presidcnr Senior Manager, Employee & Union Relations 
30 
31 Attachment 3 
32 LETTER O F  UNDERSTANDING 
33  RELATING T O  DRUG AND ALCOHOL FREE WORKPLACE PROGRAM 
34 
35 'Thc Company and rhc Union enrer this larrer of Understanding ro address the serious socirral problcm 
36 of drug and alcohol aburc. Thc Company and the Union affirm their joint ubjecrive to achieve a drug and I 
37 alcohol free workplace *,bile complying with applicable governmcnr lawr and regulations. To that end, rhc 
38 parties agrce to a drug and alcohol frrc workplace program as described in PRO-388. 
39 
40 The Company will conrinuc its drug and alcohol awareness program designed to kcep cmploycer informed 
41 of rhe drug and alcohol frce workplace program, including opporruniricr for professional assisrancc 
42 rhrough rhc EAP, the dangers ofdrug and alcohol abuse, and drug and alcohol resting. J 
43 I 
44 The Company will mainrain r drug and alcohol free workplace rraining program for irr managers, medical i ! 
45 profcsrionalr. and ocher sclrcrcd employees. Union selecrcd individuals, including bur not limited ro the , 
46 Union's Executive Board, Council Rcpmsentarivrr, and sraffmembers, will bc invited ro participate in 
47 training. Oncc a year rhe Union will provide rhe Company wirh a list of those prrrans to bc rnined. , ,' 
48 
49 The Company will implemcnr a drug and alcohol rerring program designed ro dcrcr abuse and ro provide 
50 a mcanr for early idenrificarian, reierral for rrearmenr. and rehabilitation of employees wirh iburc 
51 problems. The Company will ar all rimer comply wirh icr policy and procedures and wirh applinkllc 
52 gavernmenr laws and regularions designed ro safeguard the accuracy and reliability af  drug and dcaL?ol , 
53 resting and to prorecr the confidenriality of rhore rored. 
54 
55 For reasonable suspicion and porr-arcidenr resting ~ n l yr,h e employee has the righr to requcrr rhc pr6fcnce 
56 of a Union R~~rcrcnrarivare  the collection sire. The Union Rcprerenrarivc shall nor in any way inr irftre 
44 
~ i t hor ~ r h ~ ~ob~stirurcte rh e collection Droces. The rrarties agree rhar the collccrion may be dclaved 
~ ~ ~~~~~~ 
a rcaronable period. nor ro excecd rhirry (30) minuter, to awair the arrival of rhe Union Representative. Tic 
(30)-minute p r i od  will commence when rhe Union, co include a Union Puprerenrarivc, is notified. 
'The Union reserves rhe righr to grieve and arbitrate rhe question ofwhether the Company's program is 
conrirr~nrw ith the rerms described in chis lerrer 
Dared Occober 25,2004 
Society of Rofcrsienal Engineering The Boring Company 
Employcu in Aerospace 
BY p+v + By T/jf$l& 
Prcsidcnr Senior Manager, Employee & Union Relarions 
Attachment 4 
L E l T E R  O F  UNDERSTANDING 
RELKnNG T O W ORK ENVIRONMENT AND HEALTH AND SAFETY 
The Campany and the Union recognize their mutual concern for rhe hcdrh and safety of employees; for 
the free flow of informarion to and fmm harh parrier and Company employees regarding irrurr of safery, 
healrh, and rhc use and handling of hazardous materials and equipment in rhe workplace: and for the 
physical conditions under which the work is performed. 
The parries' longscanding commitment ro individual employee rafcry and regularory compliance exrends 
m issuer regarding personal prorecrivc equipmenr and safety dwices and rhe value ofworking together ro 
cream an injury-free workplace. To further this commirmcnr, rhe parries have agreed to develop a process 
chat will provide employees up ro $75 per year cowards the purchase of scecl-toed rafcry shoes where such 
shoes air mandatary due to regulatory compliance ar Company directive. Reimbursemenr will rakc 
place through rhe Companfs check requesr process by submitring forms io the employe& immediate 
management for approval. 
In addition, the Company agrrer ro prcrenr rhc Union, annually ar rheir requerr, a rcvicw ofcurrent isues 
regarding the work environment and rhc acrivirier of the Corporare Safcry, Health and 
Environmenral ARdirr (SHEA) organization. The Union may request addiriond Meeringr in order ro 
address its concerns. The agenda for each meeting rhdl be agreed ro by both parries in advance of ruch 
meetings. 
, Socicry of P m k r i o n a l  Engineering The Bocing Company Employcu in Aemspncc 
By w v +  BY $I& 
\ Prcridcnr Senior Manager, Employer & Union Relations 
i 
Attachment 5 
LETTER O F  UNDERSTANDING 
RELATING T O  DATA REPORTS 
The Company will provide rhc dara to rhc Union which is lirrcd in rhc memorandum from rhc Company 
to rhc Union effective November 4, 2002, rubjrcr ro ruch revisions in rhe future as may be made by 
! 
mutual agreement of rhc  parties. Nochins herein is intended to waive any righr rhc Union may have ro 
receive additional data. 
Dared Ocrahcr 25 .  2004 
Sociery of Profrrsionll Engineering 
Employerr i n  Acmrpacc 
BY w *
President Senior Manager, Employee & Union Relarionr 
The parries agree, in the rpirir of laborlmanagemenr cooperarion, rhar rhey will equally share the corrr of 
priming the labor agrecmenr. 
Dared Ocraher 2 5 ,  2004 
Sodery of Professional Engineering 
BTYh e 
Prcridrnr Senior Manager, Employee & Union Relations 
'The parries enrcr rhir Lcrrcr of Understanding ro errablirh a joint commirree to oversee labor management 
iniriarives the parries undertakc. Thcre joinr iniriarives are inrendcd ro cnhance and develop employees as 
rhe Company's key resource. 
The Joinr Union-Gmpany Oversighr Commirrce shall conrirr of up to four (4) perwnr rcprescnting rhc 
Company and four (4) persons rcpxsenring rhe Union. 'lhe Campany represcnmrives will he appoinred from 
Buriner, Unit and Human Recources managrmcnr. The Union reproenerives will include three (3) 
employees and the Union's Execurive Dimror or designee. Each parq shall appoinr a chairperson of ic. group. 
, 
The Joint Oversight Commirrce may oversee initirrives: . . ,  1 
- Monitoring and exploring dcvclopmenrs in the area afcducarion and training, skill utilization and ;'  
and career developmenr as rhore link to emerging rechnologier including the Ed Wells i 
lniriarive and Technical Principal Program. i 
, 
Moniroring devclopmenrs in the areas of use of ~ompenraroryri me off, child and elder care, Dru ' 
and Alcohol Free Workplace Program, and rhc Employee A~rirranccP rogram. fi 
- I Exploring alrernare forms of compensation and delivery merhodr, salary planning process, mar&< 
~larionrhipsa nd compensation philosophy 
. Discussion groups on ropics of murual interest. ? 
Exploring healthcare costs and plan derails 
- Continuing devcloprnenr of Carccr Enhancement, including: 
Programs ro provide employees the information. training, and opparruniry ro influence rheir 
career direction. 
- A program to provide a meaningful career alrcrnarive For those employees who choose to 
remain on a rcchnically orienred career parh (as opparcd tor  managerial crack). 
Coordination wirh related acrivirics ro maximizz efficiency and involve appropriate pmplc and 
vinvpointr as rcquircd. 
Conrinuing rwiew of rhc PRO-700 Tranrfcr process. Thc Company and the Union recognize rhe 
mutual benefic of making ir possible for cmploycer ro request a rnnsfcr ro anorher type ofwork. 
organization or geographical locarion. 
Conducting briefings on rhe Company's plans for rhc inrroducrion of new rc~hnolo~icachl ange 
char may a&cr employes, including schedules of inrraduccion and arcas ofrkill impacrr. 
Planning, developing, implementing and evaluaring pilot projccrs involving innomrive appmachcs 
in the workplace aimed at improving the qualiry of work lift and productiviry 
h i w i n g o n a quarrcrly basis, if requested, data regarding overrime worked by employees. 
The oversight funcrion will indude: (1) establishing rubcommitrecr ra handle rhe initiatives: (2) reviewing, 
expanding where appropriare, and rcralving issuer related to ongoing iniriarivcs; and (31 formularing future 
labor-management cooperative iniriarives. The Company in irs sole discretion will provide adminisrrarivc 
sraff and appropriare funding to supporr the initiatives. 
The Joint Ownight Commirtee shall meet as often as its members agree, but in no wenr less 
rhan quarterly The Company and Union chairpersons will establish commirree meeting locations, 
agendas and procedures. To create a proper environment for rhr commirteei work, no aspect of 
the commirteei shall be urcd as the baris f o ~or  ar evidence in, any under 
Article 3. 
1 Darrd October 25,  2004 
Society of Pmfrrsional Enginerring The Baring Gmpmy 
Employee. in Aemrpve 
BY 
Senior Manager, Employee & Union Relations 
L E m R  OF UNDERSTANDING 
RELATING TO SHARES'ALUE PROGRAM 
\Ihe Company and the Union agrcc char all eligible rcpresenrcd employees may participate in rhc Boeing S krcValue Program (also known ar rhe ShareValueTrurr) for rhe durarian of this Agrccmcnr. The parricr ~g .e e char rhc Companyi succcrr depends upon rhc abiliry ro rerurn long-term value to the shareholders. T c inrcnr a f  chis incenrivr program ir ro help inform employecr about what maker a burinerr run and 
pro~luccrs hareholder valuc, and to allow employees ro share in rhe rerulrs of rheir efforts ro incrcare 
rha; th oldcr valuc. 
Employees will bc eligible to parriciparc in accordance with the governing provisions of the ShareValue 
Program as rer forth in the official Program documents. In rhe event of any conflicr between this Lerrei 
of Understanding and rhe official SharcValue program documenrs, the official ShareValue Progmm 
documents will prwail in every care. 
Eligible parricipancr will proporrionally share in a ShareValuc Program dirrriburion bared on rhe number 
of monrhs they were eligiblc to participate during any inverrmenr period falling wirhin the term of rhis 
Agreement or any prciedinsAgreemcnr rhar provided for their parriciparion in the SharcValuc Program. 
Dared Ocrober 25 .  2004 
Society of Profersiond Engineering The Boeing Company 
Employcer in Aerospace 
By "9 BY 
President Senior Managcr, Emplayec & Unian Rthtiocu 
Attachment 9 
I T'I-IER or USUEKSTAUUIV(; 
KEIATIXC; 1 0 \ 'IRTL'AL OFFICL 
The patier enrn inro chis Lencr of Undersmdingas a mulr ofthe implemenmim o f r h e V i d  Offie Pmgram. 
Follohlng is a summary of h e  general pmvisiom af chis P m g m  as hey apply ro SPEEA-repmenred crnployca. 
Aspects of the Virrual Office have proven ro be a viable work option that, whm appropriately applied, 
benefit both the Company and the individual. The Virrual Officc provides a balance between the tasks 
rhar are the rerponsibiliry afrach individual and rhe requiremenrs of each ream and group. 
Thc Virrual Office is a coopcrarive agreement b e w e n  rhe mrnagcr and rhe employee, nor an enritlemcnr. 
and ir bascd on: (1) rhe needs of rhe job assignment, work group and rhe Company, and (2) the 
emplayr<~p air and present levrls of performance and defined personal characrcrirtici. Spccificarions 
rrlared ro corr, number ofdays per week, equipmcnr, and parriciparion crircria are nor specified in Boeing 
policy Each oiganilarion has rhe latitude ro urilirc and tailor the application ufVirrurl Officc policy ro 
bcrr meet its ncrdr according to requirementr, skills. and reaponribilities. 
The employee; duries. obligarions. r~r~onsibilirieasn d conditions of emplayment with the Company 
remain unchanged. Employees remain obligarrd to comply with all Company rules, policies, practices and 
instructions. Parriciparion in the Virtual Office Program 'Work ar Home' clement is entirely ~ o l u n r & ~  
and may br rerminarcd by the employee, his or her manager, or rhe Company ar any rime. 
The detailed rermr and conditions of rhis Program are covcred in rhe Virrual Officc Program proccduz, 
PRO-497, which is subjccr ro chrngc ar the Company's discretion. 'The parries inrend rhar union- 
~ ~ ~ ~ ~ s~emn~rl co ydbc ee c~lig ible ro parricipare in the Program ro the same cxcenr as "on-union employee. 
Dispurcs concerning the content of chis Letter of Understanding shall nor be subject ra rhc grievance and 
arbirrarion ofArriclc 3. Nothing in rhis Lerrcr waives any righrs reserved in Article 2. / 
Dared October 2 5 ,  2004 / 
Society of  Profersiond Engineering The Bminz ( 
Employees io Aerospace 

including hose derigncd ro minimix travel-rdared costs withour regard to frequent flier milcagc program 
considerarionr. 
Dared October 25, 2004 
Society of Profur iond Engineering The Boeing Company 
Employees in Aerospace 
BY r17- BY 
Presidcnr Senior% Manager,l E'm@ployee & U nion Relations 
1.t'ITF.R O F  IJNDERSTANL)IN(; 
WLATING'I'O S I 'LU ACCESSTOTHE ROEING WEB 
The parries hereby agree char SPEEA shall have access to rhe Boeing internal Web page. To that effect, the 
parrier agree ar follows: 
(I) SPEEA shall mainrain rhe confidenrialiry of all information, data and ompurcr programs 
('Information Asseii) ro which SPEEA has access, along wirh any passwards or access procedures 
given to faciliiatc access to 'authorized SPEEA users'. 
(2) SPEEA shall only access rhc Informarian Asscrs specified by the Boeing Computing Accerr Focal 
Poinr, and rhen only in accordance wirh the access procedures. 
(3) SPEEA shall nor access any orhcr Information Assers nor approved by rhc Boeing Computing 
Access Focal Paint. 
(4) SPEEA shall nor remove any Information Assets from Boeing compuring syrrcmr, or delete, 
change or orhenvisc modify any Informarion Assets. 
(5) Acccrs ro Information Assrrr marked 'Roeing Limited' or bearing Gavcrnmcnr ciairificd marking 
is strictly piohibired. 
The Company may re-evaluate access at any rime. Any decision by the Company ra withdraw acccss rhall 
nor be subject to rhe provisions ofArricle 3.  
Dared October 25, 2004 
Society of  Profusiond Engineering The Boring Company 
Employees in Aerospze  I 
""ti BY $I& , 
Presidcnr Senior Manager, Employee &Union Fklarionr 
Amchmcnr 13 i 
LETTER O F  UNDERSTANDING ! 
RELATING T O W ORKING TOGETHER PARTNERSHIP I 
I 
The parries acknowledge char a Warking Togrrher Partnership has been crrablished beween SPEEA and  
The Boeing Company in an agreement cxccuicd beovccn SPEFAandThe Boeing Company on Dcccrn!wr 
6, 2002. I 
t 
The primary mission of rhc Working Togerher Farrnerrhip is to identify agrced-upon arcas where rhc I 
Campany, rhe rrchnid workforce and the Union can work together to conrrihurc to the success ofSPEEA 2 
and the Company far rhcir murual benefic. 3 
4 
A Join( Policy Board has h e n  established, comprised of an equal number of representatives of each parry 5 
Both rhe Company and SPEEA have appoinrcd a rcprc~nrarivef rom Wichira to rhc Board. In rhcir 6 
participation rhc Wichita Reprerenrarivcs will consider the intererrs and concerns of the WTPU as well as 7 
the WEU. Any additional parriciparion by the WTPU will be as required and deemed appropriate by rhe 8 
Board. 9 
10 
Ir is acknowledged chat the Working Together Parrnerrhip includes allowing time during rhc new employee 11 
orienrarion of all nnv rechnid and prafcuional employee< employmenr far them to meet with a SPEW 12 
reprerentarive and learn abour SPEWSr ole in the Parmerrhip. I 3  
I 14 D x d O cmber 25.2004 15 
16 
Sodcty of Profuriond Engineering The Bocing G m p a n y  17 
Employe- in Aerospace 18 
v+ 19 By BY 20 
21 
Prcridenr Senior Manager, Employee & Union Relations 22 
29 
Attachment 14 
LElTER O F  UNDERSTANDING 
RELATING T O  REVlEW OF SIC RATUi 
The Company agrees to annually rwiew pay rates of the Salaried Job Classification system ro ensure ir 
continues to pay comperirivr salaries ro rechnical and professional employees. 
Society of Profuriond Engineering The Boeing Company 
Employeu in Aerospace 
Attachment 15 
LElTER O F  UNDERSTANDING 
RELATING T O  AOG ASSIGNMENTS 
Non-cxcmpr cmployccr on emergency ficld assignments relaring to curromcr'r airplanc on ground (AOG) 
involving ovcrnighr ravel from their home locarion to a locarion where rhc Company has not errablirhcd 
an operation, and when such rravcl is covered by the Companjs Business Travel proccdurcs. shall nor be 
rubjcct to the provisions of Section 11.2. 
The employcci work schedule srarur will bc as follows: 
( I )  No rhifr idenrificarion will hc assigned. 
(2) Monday through Friday will bc dcrignared as regular workdays 
(3) Saturday will be dcrignared as the iirrr day of rcrr and Sundayw ill be designated as thesecond day 
of resr. 
Wage payment basis will he as followr: 
( I )  'The employce rhall rccrivr at learr eighr hours pay for each regular workday on which the 
employee work  or is available for work. 
(2) Wc cmployce'r rcgular rare rhall includr his or her base rare plua a weekend premium rare of 
$2.00 per hour 
(3) For cimc worked in acerr  of farry (401 through fifiy-ovo (52) compensated hours in a work week 
on ocher than a second day of rest, the employee shall be paid one and one-half (1-112) rimes his 
or her base rare. For time worked in exccrr of fifv~nvo (52) compensated hours in a work week. 
rhc cmployce rhall bc paid ar double his or her base rarc. 
(4) For rime worked on rhe second day of resr and in excess of forty (40) compensated hours in a 
work wcek, rhe employee shall be paid ar double his or hcr bare rare. 
(5) For Company holidays which occur during a travel arsignmenr ~ m ~ l o y crrhra ll receiw eight (8) 
hour i  holiday pay and, in addition, for rimc worked on a holiday, the employee shall be paid at 
his or hcr regular rarc for nvice the hours worked. 
'The following telephone and laundry allowance will be authorired: 
( I)  An employee will be authorized ro telephone his home at  Company expenre in accordance 
wirh applicable Company polic). When necessary to use conventional lang-dirrance rervice, 
rhe employee will be reimbursed for rhc cost of the call, provided the call ir of reasonable 
(2) An employee on a rravsl asiignmcnr will be reimbursed for the cosr of any laundry service which 
is reasonable and necessary in zccordance wirh applicable Company policy 
Employees rer~lrningf rom such r rrnvel assignmenr will hc sllowrd nvelvc (12) hours herween rime of 
arrival at the home rerminal, or clcarancc frani U.S. Customs a t  rhe home rcrminal in the care of 
empluyccr rcrurning from international loc~rionr,a nd rhe start of rheir nexr regular shift assignment. 
Employees will be granted Icave-wirh-pay Far any un-worked portion of their assigned ahift which falls 
wirhin rhir nvclvc (12)-hour period (hey ieporr for work at rhc applicable rime so described in 
rhir provision, Exception ro rhc abavc provision will be in rhe case where rhe rwilvc (121-hour period 
extends beyond the cnd of rhe employeei regularly scheduled lunch period, in which care the employee 
will nor be required to reporr for work and will be paid far the entire shift. 
Employcer an inrer-conrincnrd rravcl assignments for which rime rnroure exceeds nvelve (12) continuous 
hours will nor be to work rheir regular rhifr on rhe dare of dep r r r~ racn d will receive a minimum 
of cighr (8) hours pay for rhar day When travel rime enrourc ro a customer work locarion exceeds nvelve 
(12) conrinuour hours, a minimum of nvrlve (12) hours resr will be provided prior to beginning work 
whcncvcr poriiblc wirhin curomcr requircd schedules. 
Darcd Ocrober 25. 2004 
Society of Profcssianll Engineering The Bacing Company 
Employees in Aerospace 
BY v* BY 
Prcridenr Senior Manager, Employee h Union Relatir n' 
LETTER OF UNDERSTANDING 
RELATING TO MANAGEMENT RIGHTS 
It is  undersrwd by rhe parria rhar rhe Rights of Managemenr ar derailed in Arricle 2 indude the Company's 
orclusivc righr m reorganile, transfer, conrracr or subconrracr our, rdl, diaonrinue, or relonre any or all o f  
rhe opcrarions of rhc business, including bur nor limited ra work being scheduled ro be performed by 
employer in chis unir, which righr shall nor he subiccr ro rhe griwance and arbirratian procedure of chsi 
Agrecmenr. Norhing h~reinw vver rhe Union's right to negotiate rhe effmrs of management unilateral 
decisions as nored above on rhe rermr and conditions of employment of unir memberr. The Company 
qrecs rhar it will notify the Union bcfore any major changc i s  madcwhichwould rigniiicanrly affect the Unit. 
'The Campany and the Union agree thar due to the narurcofrhe workpirforrned by employers reprerenred 
by rhe Union, managers may, fmm rime ro rime, perform work thar would orhcnvise be performed by 
bargaining unit mcmberr. Likewise. rhc Company and the Union agm rhar the profcrrional employees 
and certain emplaycrr due ro rhe confidential nature af rheir work, borh o f  whom are idenriiied in 
Arricle I, are nor included wirhin rhe jurisdictional unir represenred by rhe Union and thar rhc work 
performed by rhcrc confidential and prafcrrional employees may be similar ro work orhenvise performed 
by rhese unir memberr. The Company rerains rhe righr ro make work assignments ro such employees and 
rhc Comprnyi actions in doing so rhall nor be subjccr to the gricvance and arbirrarion procedure of rhis 
Agreement. 
Dared Ocrober 25 ,  2004 
Society of Profesianll Engineerin"g  The Boeinr Company 
Employees in Aerospace 
BY BY 
" 
President Senior Manager, Employee 81 Union Relations 
Attachment 17 
LETTER OF UNDERSTANDING 
RELATING TO SEX CRIMES 
The Company and the Union recognize ( I )  the growing awareness and lbhnirencc in our rocicry of sex 
crimes ~icrimizingch ildren, and (2) the dclrrerious effccr the prerence in the workforce of pcrperraton of 
such crimes would have on che efficiency and morale of profcrrional/enginee~inagn d rcchnical employees 
o f  the Company and on rhc repurarion of the Company and i t s  products. The parries therefore agrce as 
follows: 
( I )  Any discipline or discharge o f  a Union-rcprcrcnrcd employee who has commirrcd a sex crime 
vicrimizing a child or children shall be dccmed ro bc for "jurr cause" and rhall nor bc subject to 
chc grievance and arbirrarion provisionr of rhc parries' rollecrivc bargaining agrrcmencs or to any 
I ocher challenge or proceeding by rhe Union. 
(2) For purposes of chis Lcrrer of Understainding. the term 'sex crime vicrimizing a child or children" 
includes ape, rcxual assault, srarurory rape, inccrr, child molcrrarion, child pornography, public 
indecency, indccenr cxporurc, indcccnr liberrier, cammunicatianr with a minor for immoral 
purposes, promoring prosrirurion, and similar crimes as defined in rhc jurisdiction in which the 
offenrc i s  commirrcd, whcrc the victim of said crime(r) ir under rhc age o f  18 ycarr ar the rime of 
rhe commirsion ofthecrirnr(r). An employccrhall be considered ro have commirred such a crime 
if rhc cmploycc is convicted of the crimc, or if the cmploycc plcsdr guilry or nolo conrrnderc 
to the crimc, or if rhc crnployec cnrerr a special rupcrvirion program pursuant ro a dcfcrrcd 
prosccurion arrangcrnenr relaring to rhc crime. 
(3) The provisions of chis Letter of Understanding shall nor be deemed to define "jurr c a u S  or ro 
affect the grievance and arbirrarion provirionr in any orhcr respect wharoever, nor shall ir be 
inrroduccd or relied upon in any arbirrarion or other proceeding involving rhe parries which docs 
nor deal with rhe discipline or discharge of an employee who h a  commirred a sex crime 
vicrimizing a child or children. 
Dared Ocrober 25, 2004 
Society of Profwional Engincedng The Boeing Gmpuly 
Employees in Aerospace 
By T* BY 
President Senior# M7aniagwer,  Ernployre 81 Union Relarionr 
1 APPENDIX A 
- 
3 
4 ORCANIZZTIONSIFLlNCT7ONSW ITH CONFIDENTM EMPlQYEES AND 
5 CURRENT JOBS IDENTIFIED AS CONFIDENTIAL 
6 
7 
8 k CONFIDENTIAL GROUP I -PERSONNEL INFORMATION 
9 
10 1. P.e ople OrganizationlPcople Syrtcms excluding Tnincm and Health Scrvicu Adminismtors II  FADU - HUMAN RESOURCE GENERALIST 
14 . BDAW - APPLICATIONS ANALYST RIIAU - PROGRAMIANALYST - BUSINESS 
9AWE - BUSINESS AND PLANNING ANALYST CONFIDENTIAI 
2. E.m ployee Assistance Pro- 7BTW - EMPLOYEE ASSISTANCE PROGRAM ADMINISTRATOR 
3. b w m d Ethics 
CABN - COUNSEL 
. UAMX - ADMINISTRATIVE ASSISIXNT SAMT - ETHICS ADVISOR 
4. S.e curity & Fire Protenion BCBH - DBK7OP SYSTEMS INSrALLER 
34 - UAW - OFFICE ADMINISTRATOR 
35 
36 8. CONFIDENTIAL GROUP 2 - BUSINESS INFORMATION 
37 
38 1. Pragnm Manqement Office 
39 . ZAGP - WNTERIEDITOR 40 KADN - MARKETING AND SALES EPRESENTATIVE 
47 -.  UAMX - ADMINISTRATIVE ASSISI'ANT 48 UANR - STAFF ANALYST 
49 
50 2. I-n ternal Audit 51 9AHL - INTERNAL AUDITOR 
3. Cammunicationr & Public Afhirr end State & Lo& Government Relations 
. ZAGR - GRAPHIC ARrlST 4ADI. - COMMUNICATIONS SPECLALIST 
MACU - COMMUNIlT RELATIONS SPECIALIST 
-.  MACV - EDUCATION RELATIONS SPECIALIST - MACX - GOVERNMENT RELATIONS SPECIALIST . UAWL - OFFICE ADMINISTRATOR CONFIDENTIAL . UAMX - ADMINISTRATIVE ASSISTANT UANR-,STAFF ANALYST 
4. F.in ance 9AWC - ACCOUNTANT CONFlDENTlAl 
. 9 A W -  BUSINESS AND PLANNING ANALYST CONFIDENTIAL IAHN -TAX SPECIALIST 
. 9AWG - ESTIMATING AND PRICING SPECIALIST CONFlDENTlAl IAHK - INSURANCEIRISK MANAGEMENT ANALYST 
PARA - PROPERIY MANAGEMENT SPECIALIST 
- 5AAD - CONTRACTS &PRICING ADMINISTRATOR (Levels 4 & 5) - 5AAE - EXPORT ADMINISTRATOR . 5AAH - IMPORT ADMINISTRATOR 5AMS - COMMERCIAL AiC CONTRACTS ADMINISTRATOR 
5. E- rerutire Office Administrators UAWL- OFFICE ADMINISTRATOR CONFIDENTIAL 
C. CONFIDENTIAL GROUP 3 -INFORMATION TECHNOLOGY 
1. Svstrms LNel Root Authoritv 
a.'  BCWD - SYSTEM DES~GN&  INTEGRATION SPECIALIST CONFIDENTIAL BDBA - DATABASE ADMINISTRATOR 
ATTACHMENT A 
SOCIETY of PROFESSIONAL ENGINEERING 
EMPLOYEES in AEROSPACE 
(Wichita Technical and Rofssional Unit) 
GROUP BENEFITS PACKAGE 
Life Insurance 
Accidental Death and Dismemberment 
Medical 
Dental 
TABLE OF CONTENTS 
The P a c k  
Section Title 
2 ELIGIBLEDEPENDENTS .........................................A.-.4 
A . Special Provirions When &mily Mcmbers Arc Hoeing Employeca . . . . . . . . . . . . . . . A.  .5 
B . lncapacirarcd Childrrn . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A. . 5 
3 HOWTOENROLL .............................................A..-5.  
A . Life lnrurancc and Accid~ncalD carh and Dismcmbermrnr Plans . . . . . . . . . . . . . . . .A .5 
B . Mcdical Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..5 
C . DenralPlanr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.-6  
D . Annual Enrollment Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..6  
E . Special Enrollrnenr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..6  
F ChangesinSrarus . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.- 7 
4 EFFECTIVE DATE OF COVERAGE .................................A..-8  
A . Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.- 8 
R . Dependents ....................................................... A.8 
5 COMPANY AND EMPLOYEE CONTMBUTIONS .......................A..8 
I 
6 LIFE INSURANCE PLAN ........................................A..-8.  
7 ACCIDENTAL DEATH AND DISMEMBERMENT PLAN ..................A. -9 
8 CHANGES IN AMOUNT 
OF LIFE INSURANCE BENEFIT ...................................A.-.9  
9 MEDICAL PLANS .SC HEDULE OF BENEFITS .......................... A.9 
A . Preventive Care Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..1.0  
B . Covered Medical Services and Supplies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A...10  
C . Special Condirionr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A...12  
D . Virioncare . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.-1. 2  
E.  Prescription Drugr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.1 2 
10 MEDICAL PLANS .PA YMENT PROMSlONS .........................A.-1 2 
A . Dcducriblcr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..1.2  
B . Co-paymenn . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.-.I4  
C . Plan Payment Lcvrlr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. ..15.  
D . Liletimc Maximum Benefit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  A.21 
11 TRADITIONAL MEDICAL PLAN ..................................A.-.2 1 
A . Descriprion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.-2 1 
B . Medical Review Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..2 1 
C . Prevenrive Care . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..2 2 
D . Covered Medical Servicrs and Supplio . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A -22 
E . Special Conditions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A. . 27 
F.  Vision Carc Benciir . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.3 2 
C . Prescription Drug Bcn&z . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A -33 
H.  Tradirional Medical Plan Bclurions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..3 5 
I . Right ra Receive and R e l a e  Necessary Lnformarion . . . . . . . . . . . . . . . . . . . . . . . . .A .37 
(PREFERRED DENTAL PLAN AND PREPAID DENTAL PLAN) ............A -38 
A . Covered Services and Supplies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..3.8 .  
8 . Dcnral Plan Exlusianr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.-4 1 
13 PREFERRED DENTAL PLAN .....................................-4.-.42  
A . Description of  Preferred Dcnral Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A. .42.  
B.  Plan Paymenr Levels . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.- 42 
C . Marimum Bencfitr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..4.3.  
14 PREPAID DENTAL PLAN ........................................A...43.  
A . Descriprion Prepaid Dcntal Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.43  
B.  Provider Selection . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.43. .  
C . Plan Payment Levels and Maximum Bcnefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.43  
D . Our-of-Area Emergencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..4.4 
15 SCHEDULED DENTAL PLAN ...................................A..-4.4  
A . Dercriprion of Scheduled Dental Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A...44.  
B.  Provider Selecrion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..4.4  
C . Deducriblrr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A...44  
D . Plan Payment Levels . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..4.4  
E.  Maximum Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..4.5  
F Schedule of Covered Dental Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.4 6 
G.  Limirarions on Rrnefirs .............................................. A-48 
H . Scheduled Denral Plan Exclusions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. .49  
16 COORDINATION OF BENEFITS ...................................A. -50 
A . Order of Payrncnr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.-.50.  
B . Traditional Medical Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.- 51 
C . Cwrdinarcd Care Plana . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. -.5 2 
D . Dental Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..5.2  
17 W E N A N INJURY OR ILLNESS IS CAUSED 
BY THE NEGLIGENCE OF ANOTHER .............................A..-5 2 
18 DEFINITIONS ................................................A.-.5.2  
19 TERMINATTON OF COVERAGE ..................................A.-.5 8 
A . Life Insurance Caveragc . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..5.8.  
B.  Accidental Death and Dirmcmbermenr Coverage . . . . . . . . . . . . . . . . . . . . . . . . . A. .58  
C . Medical Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. -.5.8  
D . Dental Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.5.9  
E.  Change in Eligible Clars of Employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.5 9 
F. Continuation o f  Medical and Dental Covcragc (COBRA) . . . . . . . . . . . . . . . . . . .A. - 59 
20 mVESOFABSENCE ...........................................A.-.5 9 
A . Approved Medical Laver of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.- 60 
B . Other Approved Lcavcs ofAbrcnce . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.60.  
C . Family and Medial Leavc Acr of 1993 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. ..60  
D . Uniformed Scrviccs Leave of Abscnce . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.-.60.   
E . Changer in LcavcTypes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..6.1. .  
F.  Succerriv~P eriodr of Leaves of Abrcnce . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. -.6 1 
THE PACKAGE INCLUDES: 
Life Plan Accidenral Death and Dismcmhermenr Plan 
' Medical Plans Dental Plans 
SECTION l 
ELIGIBLE EMPLOYEES 
4 Employees eligjble for rhe Package are acrivc Roeing salaried emplayees represented by the Society of 
5 Professional Engineering Employees in Aemrpacc ('SPEEA'). The employee is nor eligible ro cnroll ifhe or 
6 she is working in acapacicy char. ar <he sole discretion of the plan adminirrrator, is considcrcd conrract labor 
7 or independent conrracring. 
8 
9 
10 SECTION 2 
I 1  ELIGIBLE DEPENDENTS 
I2 
13 Dependenrs eligible for the mcdical and denral plans arc the employee's lcgal spoure and children (narural 
14 children, adopted children. children legally placed wirh rhc employee far adoption, and srepchildren) who 
15 arc undcr rgc 25, unmarried, and dependent on rhe employce for principal supporr, including rhildrtn 
16 who are arrcnding school. 
17 
18 An employee may requerr coverage for rhc following dependenra: 
19 
20 I .  A common-law spouse if che ielarionahip merrs rhc common-law icquiicmcnts for the stare in 
which the employee entered into the common-law relarionihip. 
1 22 23  2. A same-gender domcrric parrner if the employee and same-gender domestic parrner meet all of 24 rhe following requirements. The  employee and partncr muar be: 
I 71 
I ii a. O f  rhe same gender 
I 27 
28 b. Eighteen years of age or older 
' 29 
30 , c. I:inancially inrcdepcndenr arld share rhc same residence. 
-1 1.  
32 d. Nor marrkd to or legally repararcd from anorher person or invalved inanarhciramc-gender 
33 domestic parrner relarionihip. 
34 
35 c. Nor blood relatives o f a  degree of closeness that would prohibir marriage. 
36 
37 A same~gcnderd omestic partner is considered a spouse for thc purpose of the medical and 
38 denral plans. The  cmployrr murr complerc an AtXdavir o i  Domestic Parrncrrhip ro cover 
37  a same-gendcr domesric parrner undcr the medical md denral plans. 
4~0~  
41 3. Unmarried children a f  the employee's rame-gendcr domcrric parrncr who are under agc 25. Thcre 
42 children are considered stepchildren for the purpose of rhe medical and dental plans. The 
43 Aftidavir of Domearic Parrnenhip requiremcnr applies. 
44 
45 4. Ocher children, as fallowr, who are under age 25, unmarried, and dependenr on the employee for 
46 principal supporr, including children who are artending school: 
47 
48 a. Childrrn who arc ielarcd ro the employee either directly or through marriage k g . ,  
49 grandchildren, nieca. nephews). 
-5 n-  
51 b. Children for whom rhe cmployee has legal custody or guardianship, or has a 
52 pending application for legal cusrody or guardianship, and are living wirh rhe 
53 employee. 
54 
55 Annual cerrificarion of eligibiliry is rcquired to conrinuc coverage for childrcn from age 19 rhrough 
56 age 24. 
In accordance wirh federal law, rhe Company als6 provider medical and denral coverage ro certain 
dcpcndenr children (called alcernarc recipients) if the Company ir directed ro do ra by a qualified medical 
child supporr order (QMCSO) issued by a court or scare agency of compercnr jurisdiction. 
Documenrarion i s  required ro requesr coverage for a child named in a QMCSO. for a child for whom rhe 
cmploycc has been given legal currndy or or for a ramc-gender domerric parrner or his or her 
children. 
A. Special Provisions W e n F amily Members Arc Bocing Employec~.N o person may be covered both 
as an employee (acrive or rerired) and as a dependcnr under any rype of plan offered by Bocing, and 
no person will be considered a dependenr of more than one employee. Eligible depcndenrs do nor 
include ocher Rocing employees covered under any Company-~pomondplanp roviding medical, virion 
care, prercriprian drug, denral, or similar services. Howeucr, if a depcndenr spouse i s  also a part-time 
Bo~inge mployee, rhe spouse and eligible dependent childrcn are considered eligible dependenrs i f  
ocher Boeing coverage ir waived. If the employee and spouse borh are Boeing employees and 
have dependent children, the parrnrr may elect medical and denral coverage for eligiblc children 
under one parent's As an alcernrrive, parrnrr may clecr medical coverage far eligible children 
under one parenr's plan and denral coverage under rhe other parcnr'r plan. In either care. all 
rligible children musr be enrolled in the same medical plan and rhe same denral plan (except as 
required by a QMCSO). The same provisions apply to a same-gender domesric partner and his or 
her childrcn. 
B. lnupacitated Children. A disabled child age 25 or older may conrinue to be eligible (or rnrollcd if 
rhc cmployee i s  a newly-digible cmployee) if he or she i s  incapable ofself-suppart duc to any mental 
or physical condition char began before age 25. The child musr be unmarried and dependent on rhe 
employee for principal support. Coverage may conrinue under the medical and denral plans for rhe 
duration of the incapaciry as long as rhe employee continues ro be eligible under the plans and rhc 
child conrinues to meet rhese eligibiliry rcquiremenrs. 
Special applicarionr for coverage ace required for disabled dependenr children age 25 or older 
SECTION 3 
HOW TO ENROLL 
A, Life Ins-ce and Accidental Dcath and Dirmcmbcrmcnt Plans. Employees auramarically are 
enrolled in the Life Insurance and Accidental Dearh and Dismembermenr Planr when eligible. The 
employee may d~rignarea beneficiary for l i fc and accident benefits through the Boeing Servicc Cenrer 
B. M e d i d  Plans. In designaced locations, rhe Company provider employees wirh a choice among 
medical plans. TheTradirional Medical Plan offers enhanced bcnefirs when a member of irr neiwork 
i s  used. Coordinated care also rely on selected nriworkrofpmvidtri 
Employem receive enrollmenr inrrrucrionr ar rhe rime of employmcnr and may elect medical coverage 
under one medical plan by rhc dare indicared on rhc enrollmenr workrheec. All family membrrr, 
including the rmployec, must be enrolled in rhc same medical plan, accpr ar specified in Secrian 2.A. 
The Company providm mcdical coverage as follows: 
1. Employees who live or work in a coordinated care plan vrvicc ama may enroll in a cwrdinarcd care 
plan or rhcTndirional Medical Plan. 
2. Employccr who do nor live or work in a coordinarcd care plan service area may enroll in the 
Taditional Medical Plan. 
Some coordinated care plans do nor offcr samc-gender domcrric partner coverage 
3. Each employee with a spouse (or same-gcndcr domestic parmcr) cnrollcd in a Compmyipomomd 
p h n  musr provide information regarding coverage available &rough another employer to drcermini 
wheyher or nor special conrriburions are rcquirtd to enroll the spouse. If rhr employee doer 
nor authorize a required canrriburion, the spouse will nor bc cniollcd for medical wvcragc. The 
employee will nor be able co enroll the spouse until h e r arlier o i  
a. The ncxr annual cnrollmenr period 
b. The dare the spousc loses rhc option ro be covered under h e  arher employer-sponsored 
medical plan. 
Thc Company will require periodic verifcation of data 
C. D c n d  Plans. Employees in cercain arcas arc offered three (3) dcnral plans: rhe Scheduled Denral 
Plan, Preferred Dental Plan, and Prepaid Denral Plan. In ccrrain areas, prouder nenuorkr for the 
Preferred Dcnral Plan andior Prepaid Denral Plan may nor be available and employees arc offered only 
the Scheduled Denral Plan. Employccs rcceive enrollment instructions at rhe rime ofemployment and 
may elect denral cuvcragc undcr one denral ~ l a nby rhr dare indicated on the enrollmenr workihecr. 
All hmily mcmberr, including the cmployce. muit bc enrolled in rhc same denral plan except as 
apccifrd in Section 2.A. 
The Company provides demal cwtiage as follows: 
I .  The Company provider coverage undcr rhe Scheduled Dental Plan, Prcfrrred Denral Plan, or 
Prepaid Dental Plan far employees who live in a aervicc area of rhc Preferred Denral Plan or 
Prepaid Dcnral Plan. 
Under the Prepaid Denral Plan, employees must select a parricipating proildtr from rhr 
prepaid prouihr network. No dcnral bcnefrr are payable unril rhc cmployer rclecrr a panicipring 
provider 
2. The Company provides dcnral coverage undcr rhc Schrdulcd Denral Plan to employees who do 
nut live or work in a service area of thc Pxfcrced Dental Plan or Prcpaid Dcnral Plan. 
D. Annual Enrollment Period. The Company csrablirhcr an annual cnrollmcnr period when employees 
may change medical andiar denral planr. 
E. Special Enrollment. If an employee declines dependenr cnrollmcnr in rhc medical and denral planr 
because of orhcr cmploycr-rponrored hcalrh carc coverage (such as thmugh a spouse's cmplopr), rhc 
employce may be able ro enroll cligiblc dependents in the Componrrponsomdmcdical and dental planr 
during rhe year a3 long as tnrollmem is within sixry (60) days afrer other coverage ends. 
If an employee declines dcpcndent cnrollmcnt when first eligible and the dependenii other hcalrh care 
covcragc war through conrinuarion covcragc from a previous employer (coverage mandared by chi 
Canrolidated Omnibus Budget Reconciliation Act of 1985, or COBRA), the dependent must cxhaust 
his or her COBRA coverage to be eligible for rhc special enrollment period. 
If a dcpendcnri arhrr health care covcragc war nor rhrough COBRA, rhc covcragc lorr murr be due 
to lorr of eligibiliry for rbc health care coverage (including from divorce. dearh, terminarion of 
employmcnr, or rcducrion in hours ofemployment) ar rerminarion ofemployer conrriburions coward 
such coverage. 
If an cmployce has a new dependent as a rerulr of marriage, entering into a rame-gender domcrric 
partner relarionrhip, birch, adoprion, or placement for adoprion, the cmployee may enroll the new 
dcpcndcnr during the year as long as enrollment is req~csrcdw ithin one hundred weny (120) days 
aher rhe qualified event. See 'Changer in Srarur," Sccrian 3.F.. for more information. 
F. Changu in Sutus. An employee will nor be able to make cnrollmcnr changes unril the next annual 1 
cnrallmenr period unless the employee experiences onc of rhe qualified changer in starur described in 2 
chis section. Any changc in enrollment murr be consirrent wirh the change in srarur.To be conristenr. 3 
rhc event murr aurc rhe employec or Family member ro gain or lose eligibility for Cemponyipon~~red 4 
~ r n p l ~ y chcra lrh care coverage or healrh care covcragc sponsored by a rpour<s or dependenr child's 5 
employes and the elccrion change murr be on accounr of and correspond wirh rhe employeck or 6 
I ~ m ~ l q v cfcaim ily member's gain or loss of eligibility 7 8 
Qualified changer in srarur includc the following: 9 
10 
1. Thc cmployee marricr, divoms, or bccomcr legally separared, or the maniage ir annulled. I.1"  
11 
2. The employee enren into or dirsolves a same-gender domclric parrncr relationship. 13  
14 
3. Thc employec acquires a new eligible dependent child, such as by birrh, adoprion, or placcmrnr 15 
for adoption. 16 
17 
4. Thc cmploycci spouse or dependenr child d ie .  18 
19 
5. The employee's spouse or dependent child rrarrs or rrops working. 20 
-? I.  
6. The employec, spouse, aidependent child has any orhcichangc in employment rrarus rhar affects 22 
rligibiliry for coverage such as changing from full rime to parr rime (or parr rime ro full rime), 23 
salaried to hourly (or hourly to salaried), srrike or lockour, or beginning or murning from a leave 24 
of absencc. 2 5  
26 
7. Thc employee, spouse, or depcndenr child experiences a significant increac in rhc cost of 27 
cmploycr-sponsored healrh care coverage or rhe employer-sponsored healrh Fare coverage 28 
ends, including expiration of COBRA coverage. 29 
2<0"  
8. The cmployce, spaurc, or dependenr child exprriencer a significanr currailmenr or cerrarion of 31 
employer-sponsored hcalrh a r c  coverags 32 
21 
A, 
9. The employee, spouse, or dependent child becomes eligible or ineligible for Mediurc or Medicaid. 34 
7.5. 
10. The employee's dependent child becomes eligible for, or no longer is eligible for, h d r h  care 36 
coverage due to agc limirr, rrudcnt rrarus, or a similar eligibility rcquircmcnr. 37 
38 
11. Thc ernplaycck rpourc or dependenr child maker an olrollmmt change in his or her 
cmploycr-sponsored health care coverage, either bccallrr of a qualificd change in sratur or an 
annual enrollment. 
12. The employee. rpourr, or dependent child changes place of residence or work, affecring access ro 
a r c  wirhin rhc current plan. 
13. The employec is rranrfcrrcd ro a different division, sffccring digibiliry for bolefir3 undcr 
Company-rpomrrd heakh cam plans. 
The employee also may change an election to comply wirh a qualified medical child rupporr ordcr 
(QMCSO) ro provide or canccl coverage far a child mrulring from a divorce, annulment, or change 
in lrgal custody. 
In most Wruarions, the cmploycc musr mquerr cnrollmcnt within gxry (60) days after rhr qualified 5 3  
event. An crnployec can enroll a new dependent within one hundred wcnry (120) days following the 54 
employee's marriage or enrering into a ramc-gmdcr damcrric partner rclationrhip or a dependent 55 
childi birrh, adoption, or placcmcnr for adoprion. To requcsr cnrollmenr for a new dcpcndenr more 56 
1 rhan iixry (60) days bur within one hundred nvenry (120) days aher marriage, cnrering inro a 
2 same-gender domestic partner relationship, birth. adoprion, or placement for adoption. the employee 
3 murr call rhc Bocing Servicr Cenrer and spczk with a curromcr scrvicc representative. In all cares, the 
4 employee murr providc rhe Boeing Service Center with any required supporting documenrarion 
5 within rh i rpone (31) days of the darc rhe enrollmenr is requested or rhc coverage changc request will 
6 be denied. 
7 
8 l f thr  employce is cnrolled in a coordinaredcareplan, HMO, Preferred Dental Plan, or Prepaid Dcnral 
9 Plan and moves out ofrhe service area. the employee can enroll in 1 plan available in the new location 
10 by calling rhe Boeing Service Cenrer 
1 1  
SECTION 4 
EFFECTIVE DATE OF COVERAGE 
I5 
1 16 k Employees. For nwly  hired employees, rhe Package becomer cffectivc a fallowr: 
17 
18 I. Medical and dental coverage becomes effccrive on the finr day of rhe monrh following the 
19 employeei firrr day of employmenr. 
20 
21 2. Life insurance and accidenwl deach and dirmembcrmenr coverage becomes cffccciue on rhe first 
22 day of rhc monrh following the employceb tirrr dry of emplqvrnenr. provided rhe employee is 
23 ortioeiy work on char date. 
24 
25 To be an eligible employee in any rubscquenr calendar month, rhe employee must be on rhe active 
26 payroll on rhe first day of that monrh. 
27 
28 For coverage doring a leave of absence. see Section 20. 
29 
30 An cmployer enrolled in medical coverage must make any r c q u i ~ dco nrriburions. 
? I  
0. Dcpcndcntr. Current eligible dcpendcnrr are covered for medical and dental benefits on the srmc 
darc the cmployeei covcrage is cffcctivc. Eligible dcpc~~drnarcrq uired aftcr rhe cmployeh coverase is 
effective become covered an  the dare of marriage or cnrering inro a same-gender domestic parrncr 
rclarionrhip, dare of birrh, or dare rhe child is legally placrd wirh rhe employre for adoption, if 
application is made within one hundred nvenry (120) days of the wenr. For ocher newly cligible 
37 dcpendcncr, coverage is effective on the date dependency is crrablished, if application is made wirhin 
38 sixty (60) days of rhc evenr. 
39 
40 The cmployec authorizes required conrrihurions when enrolling eligible dipendents. 
41 
42 
43 SECTION 5 
44 COMPANY AND EMPLOYEE CONTRIBUTIONS 
45 
46 Company and employee conrriburiona for the Group Bencfirr Package arc described in Arriclc 16 - 
47 Group Bcnefira. 
48 
49 SECITON 6 
50 LJFE INSURANCE PLAN 
51 
52 The lifc insurance benefic ir equal ra wo and a quarter (2-114) rimes the crnploycr's bare annual rrlary up 
53 ro a maximum benefit of55~0. 0.000. The covrraeeamounr is munded to the ncxr hie-h crt $1.000 ifir is~  n~ or 
54 already an even $1.000. Thc total amounr is pqvable in rhe wenr olrhc cmploycir death from any causc 
55 ar any time or place whilc covered. Payment is made in a lump rum or inrrdlmcnrr to the daignarrd 
56 beneficiary The employee may change beneficiaries m y  rime by contacring the Boeing Service Ccnrer 
I Ifchr ~mployecb x a m n  permancnrly and totally disabled while covered and heforeage 6 0  from any caurc. I 
the life insurance benefit will remain in force. without cost ro rhc cmployce, as long as rhe ~mployce 2 
emainr dirabld. If an onployee h o m e s  permanently and coolly disabled bcnvecn ages 60  and 65. 3 ' 
rhe life insurance benefit will be continued wirhout premium payment until the earlier of the cmployeci 4 
recovery or arrainmenr ofage 65. Proof of dirabiliry murr be furnished wirhin nvclvc (12) months of the 5 
dare active work ends. 6 
7 
The dirabiliry must have existed continuously for rix (6) months and be npecred to keep rhe emplayec, 8 
for life, from p r r f o ~ m i n ~ a nwyo rk for compcnsacion or profir. 9 
10 
If rhe employer recovers but doer nor return to work, all coverage rerminares. Thc empioyec may then I1 
canvcrt the total amount of the life insurance bcnetir undcr the conversion of henetirs provision. 12 
13 
14 
SECTION 7 
ACCIDENTAL DEATH AND DISMEMBERMENT PLAN 
Accidental death and dismcmbcrm~nrb enefits are paid if rhc employcei lorr of life, paralysis, or loss of 
limbr, qvcsighr, speech, or hearing ir caused by a covercd accidenr (including an occupational accident) thar 
occurs whilc the employee is covered under the Plan. 
The full principal sum, $25,000, is paid ro the beneticiary if rhc employee dies. This amount is in 
addition to any amount payable under the Life Insurance Plan. 
The following b~netirra re payable if the overed injuly causer any of the following lonrcs wirhin 365 days 
after the covered accidenr: 
Percentage of 
Principal Sum 
Life . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . loo% 
Quadriplegia . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 0 0 %  
Borh Hands or Bath Feet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .loo% 
Sighr of Borh Eyes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .100% 
One  Hand and One Faor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . loo% 
One Hand and rhe Sighr o fOnc  Eyr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .100% 
One  Foor and the Sight o f o n e  Eye . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 0 0 %  
Speech and Hearing in 80th Ears . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .loo% 
Paraplegia . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7.5.%  
Hcmiplegia . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5.0.%  
One  Hand or One  Foor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .50% 
Sighr o f o n e  Eye . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ,5096 
Specch or Hearing in Borh Ears . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .50% 
Hrar inginOneEar  . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.5 % 
Thumb and Index Finger of Same Hand . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25% 
"lass" of a hand or foot means the camplerc severance rhrough or above rhc wrirr or ankle joint. "Lorr" 
of righr of an eye means the <oral and irrccovcrable 10s of <hee ntire righr in thar eye "Lars" of hearing 
in an ear means rhe roral and irrecoverable loss of rhe cnrirc abiliry to hear in rhar ear "Lorr" ofrpecch 
m n n s  rhc <on1a nd irrecoverable loss of rhc enrirc abiliry ro spcak. "Lorr" of a rhumb and index finger 
means rhc complcre rwcrancc rhrough or above rhe mcracarpophalangeal joinr of borh digirs. 
"Quadriplegia mcanr the complete and irrcvcrsiblc paralysis of both upper and bath lowcr limbr. 
"Paraplegia" means rhe c<,mplcre and irreversible prslysir of bnrh lower limbs. 'Hcmipl~gia" mranr rhe 
complerc and irrwerrible paralysis of thc  upper and lower limbr of rhe same side of the body " l n r i  of a 
limb means the 10s of nn cnrire arm or cnrirc I q .  

i A. Pmcntive Cuc Ssn icu .  The following prcvenrive care scrvicer arc provided according ro nrnuork 1 guidcliner: 2 3 
I.  Rourinc physical examinations for employees and spouses and routine screening examinations for 4 
cmployeer and dependents. 5 
6 
I 2. Rourinc wcll-haby and~rll-childc are, including periodic naminarions, prcvenrive immunilarions, 7 
and inocularions a. prescribed by aphyhviiinn. 8 
9 
8. Covered M&lS-ice~ andsapplies The plans provide benefits according ro nrworkguideliner 10 
for rhe following rnrdiraNy nrrrrray ~ervi rnr znd iupplia required far the diagnosis andior I1 
therapeutic treatment oi a non-occupational accidental injury or illness or medically necessary 12 
rrcarmcnr of certain listed conditions. 13 
14 
I .  Phyirim rcnicer, including aficc visirr, consulcation far a rccond or chird opinion, surgery, and 15 
hapitnlvisirr. An initial chiropracric examinarian, including initial X-rays, is covered. Bcnefirs 16 
for manipulation of rhc spine and the exrremiries are limited to cwcnry-six (26) visits each year 17 
18 
2. Services provided by orher licenrcd health care professionals. I9 
20 
a. Diagnostic X-ray and laboratory sclvicer. 21 
22 
b. Physical, occupational. and speech therapy ro rescore function. Scrvices murr be prescribed 23 
by a phyri&n. 24 
25 
c. Nnrrodrvrloprnrnrol therapy far children age six or younger 26 
27  
3. Medical equipment, servicer, and supplies. 28 
29 
a. Ambulance scrvicer. 
b. Durable medical cquipmcnr, 
c. Hcaring aidr. 
d. Hemodialysis. 
c. Home medical equipment. 38  
3 9  
f Orthopedic appliances and bracer. 40 
41 
g. Oxygen and anerrhcsia. 
h. Pronrheres. 
i. Radiation therapy (including X-ray chcrapy) and chemorherapy 
4. Horpirdl r n o i ~ ca~nd  rupplicl, including semi-private room and board: aperaring rooms and 48 
equipment; surgical dressings and ~ ~ p p l i eXs ;-r ay and laboratory rcrvicer; anerrhcsia, including 49 
adminirrrarion and materials; pathology: drugs; and ourparicnr horpital and emergency room 50 
services. 5 1 
52 
5. Hoipiral alternatives. Benefits for the following are in place of medically necessary 53 
horpiralilarion: 54 
55 
a. Skilled nursing facilities. 56 
1 b. Home healrh care. 
L 
3 c. Hospice ace .  
4 
5 C. Specid Conditions. S~rvicrra re covered for rhc following conditions, according ro network 
6 guidelines: 
7 
8 I .  Cosmeric surgery far prompt repair of accidenral injury 
9 
10 2. Mrntal iNnm and rubitanir nbure. 
11 
12 3. Oral surgery 
13 
14 4. Pregnaniy 
15 
16 5. Reconstrucrivi bras<s urgery in connection wirh a marrccromy 
17 
18 6. Srerililarion (vasectomy and tubal ligarion). 
19 
20 7. TMJ and MPDS (coverage varies by n e w & ) .  
21 
23 
24 D. Vision Gre. Vision care bcncfiri are provided according to a schcdule o f  benefits. Thc schedule 
25 varies by network. 
26 
27 E. Prescription Drugs. Presciiprion drug benttics vary by nnwork. 
2R 
SECTION 10 
31 MEDICAL PLANS - PAYMENT PROVlSIONS 
<7-7  
33 Payment provisions undcr the p l a n ~fo llow. 
34 
.. 
38 Deducribles arc upenrcr for certain covered rrruira and iirpplifi that rhc employcc or family 
39 member murr pay before benctirr arc pryablc. 
40 
41 Dcductiblcs are rubtracrcd from rhc total of all orhrr submitted expen~crfo r covered mcdicnl x m i m  
42 o n d ~ u p p l ibt e~f ore benefits arc payable. Only expcnrrr covered by a plan may be counced toward 
43 accumulation ofdeducribhs. 
44 
45 Annual base wage, for rhe purporc o f  calcularing deducriblo, i s  the cmployeei annual bace wage on 
46 July I of each year 
47 
48 
49 
50 
5 1 
52 
53 
54 
55 
56 
Traditional M e d i d  Man Coordinated Cue Plans 
- 
1. Erpcnsu aubjcn 
to dcductiblu 
a. Nemorkprnvi&n All covered expenses (except chose Covered expenses are nor subject 
for nmuorkprouidrrofice, home, to deductibles. If the nrmrkplan 
or hoipiinlourparienr virirs where requires char care be received fram 
rhe $15 co-payment applies, (or referred by) a primary care 
preventive a r c ,  vision care, mail phyiiiian, then care not received 
service prescription drugs, and from (or referred by) a primaly 
smolang ccrsarion rrearmcnd are carephiiiion ir conridcrcd a non- 
subject to deducribles. nctwork service. 
b. Nan-ncmork All covered expenrcs (cxcepr chore All covered crpcnrcr (ercepr 
providers for prwmtive care, vision care, rhoat for emergency care) are 
mail rcrvicr prcrcriprion drugs, subject co deducriblcr. 
and smoking cessation rrcarmcnr) 
are subject to deducribles. 
2. Deductible vnountr 
a. Individual deducrible 
I) Nemoni Each year a reparare deductible No deductible applies. 
provihrr applies to each covered person. 
The deductible applies only once 
in any year even rhough the 
person may have several diffcrenr 
accidcnral injuries or illnesses. 
Thc  individual deductible is rhc 
grearcr of $200 or 0.2 percenr of 
annual base wage. 
2) Non-nework Nemorkdeduaible provirionralro Fach year a acparare deductible 
providers apply ro non-nework providcrs. applies co each covered pcrron 
for non-network rrrviccr. 
The dcducrible applies only once 
in any year even rhough rhe 
pcrron may have swea l  different 
accidental injuries or illnesses. 
T h e  individual deductible is 
$400. 
b. Eamily dcducrible 
I) Nflmork Each year, the Plan limits rhc Nodcducribleapplies. 
provihn deductible amounrr applied to 
the employeei family ro the 
grcarer of $600 or 0.6 pcrccnr of 
annual bare wage. 
Aker rhc family dcducriblc has 
bccn mcr, no furrher dcducrible 
is applied during char year ro 
the cmployre or to rhe family 
members. 
Traditional M e d i d  Pl ln  Coordinated Gre Muu 
Family deductible (cent.) 
2) Non-network Netwark deductible provi~ions No family deducriblc limit 
providcrr also apply ro non-network applies to non-ncwork services. 
providers. 
B. Co-paymcnu 
Traditiond Medial Plvl  Coordinated G r c  P l v u  
1. Emfncrgenry room A $50 emergency room A $50 cmcrgcncy roam 
uo-payment co-payment applies ro each co-paymenr applies ro each 
hoipital emcrgcncy room visit, hmpitnlemcrgency room visit. If 
The emergency r w m  ca-payment the patient is admitted 
d o a  nor apply if the patient: to the hoipiiol immediately 
following rrcarmenr, the 
a) Is admimed ro the horpitol emergency room co-paymcnt 
immcdiarely following such doer nor apply (Other reasons 
trcatmcnc. for waiver of rhc co-payment 
vary by plan.) 
b) Is treated in the cmcrgcncy 
room far 12 or more hours. Thir cmergcncymomco-paymcnr 
doer nor apply roward the 
c) Dies in the emergency room, individual deducrible, family 
deducrible or co-paymmr 
Thir emergency room w-paymcnr provisions. 
doer nor apply coward the 
individual deducrible, family 
deducriblr, or out-of-pocker 
apenrc limirr. 
2. Officevisit co-payment A $15 co-paymenr applies to A $10 co-payment applies to 
tach covered outpatient virir to each covered ofice virir ro a 
a nmuork phyri&n (crccpr for ntworbprovidrr 
prcvcnrivc care, smoking 
cessation, mental health, and 
iubirancc obwtsewicer). 
3. Pmcripdon drug co-paymen* 
a. Rcrail Pharmacy Covered prescriprions or refills A $5 ca-paymcnr applies to each 
are subject to the deducriblcr. covered generic prercriprion or 
The prefcrrcd pharmacy card retill "brained fmm a nmuork 
program provider up ro a rhirry- pharmacy A $15 ca-payment 
four (34)-day supply applies ro each covered brand- 
name finnnlav prcscriprion or 
refill obtained from a ntnuork 
pharmacy. A $30 co-paymcnr 
applies to each cavcrcd brand- 
namc non-formulary pmscripriun 
or refill obtained from a network 
pharmacy. These co-payment 
amounts provide up ra a rhirry- 
four (34)-day supply (supply 
varies by plan). 
Tmditiond Mcdicnl Plan Gordinated Grc Plvla 
b. Mail service A $10 co-payment applies ro A mail rrruice pnrcription drug 
pwviprion drug each covered gene* p~escriprion progem may not bc available in 
P W m  or refill obtained from rhe all coordinarrd care plans. 
nrmorki mail rnvicr prtmiption 
dnrgprogram. A $30 co-payment If a program is available, a 
applies ro each covered brand- $10 co-paymcnr applies ro cach 
name formulary prescription or covered generic prescriprion 
refill obtained from the ncmrki  or refill obtained from 
moil rrrvire prtxripipnon drug rhc nttworki mail rervirr 
I progrow. A $60 cwpaymenr pmuiption drug progrow. A applies ro each covered $30 co-payment applics ro cach 
1 brand-name non-formulary coverrd brand-name formulary 
prercriprion or refill obtained prcrcriprion or re611 obraincd 
! from rhe networki mail irrvirr from the ntnuodi mail rewi<e 
pnrrription d m g p m p ~ mT. h ere preiniption drug propam. 
co-paymcnr amounts piovidc A $60 co-payment applies ro 
up ro a ninery (901-day supply each covered brand-name 
nan-formulary prescriprion or 
refill obrained from rhc 
nrtworki m i l  r<wi<<p rrrmption 
drugprogrom. Thcrc co-paymenr 
amounts provide up ro a ninery 
(90)-day supply 
4. Vidon d n a t i o n  A $15 ca-paymcnr applies ro Varies by plan. 
co-papat cach cavered eye examination 
performed by a nerworkprovidn 
>, 
Plan paymenr lwelr are subjccr ro all provisions of rhe wlecrcd plan, induding medial review 36 
requiremenrr, maximum bcnckrs, coordincion of bcnefirr, exclusions, and definitianr. 37 
38 
Ahcr sarisfaction of the deductible and co-payment rcquircmcnts, thr planr pay for covered medieol 39 
rrrvirn and rupplie, according ro rhc following charr. (Payment levels for the coordinated a r e  plans 40 
may vary from rhe schcdule as requircd by applicable rrare law.) 41 
42 
- - 
Traditional M e d i d  Plvl Coordinated Cam Nvrr 
I. Neworb h o r p i d  Covered rervica are paid in full Covcrcd services received from 
when rcuived from a nrrwork a network hoipitalare paid in hll. 
horpiul that mcerr parzrnr rafiry 
~~an&rdr. 
Covered services arc paid ar 
~nincry-finp cnrcrlr (9596) of rlrc 
ollowtd rharfe when reccircd 
from a nrtumrk horpirol rhrr 
doer nor mccr parirnt 
,,'rn&rdJ. 
Trmditiod Mcdiul Plan Coordinated Oue Plans 
Plan payment levels ( ~ o n t )  
2. Other notwork Ourparienr visits to a network Covcrcd srrvicer of actwork 
prouidrr9 phyriiiirn arc paid in full after a providoi are paid in full (aher 
$15 co-payment, exccpr as nored any applicable co-payment) 
in Sccrion II.B.2.t except when provided for rhe 
trcarmenr of ~ubrronir obuir, 
Ocher covered services of rnrntal i l ln~~osr, T MJIMPDS. 
network prouidtn are paid at  
ninev-five percent (95%) af rhe 
allowed chargr, exccpr when 
provided for outpatient rnrntol 
rllneri. prcvenrive care, smoking 
cesrarion, or thc rrearmenr of 
TMJJMPDS. 
3. Non-nrrwork providers 
a. I'hyririani, 
ho,pzlol and ocher 
covered health 
care providrdrdr 
ill a licenrc 
caregory eligible 
to parricip~re 
in rhc nrcwsnb 
I) In servicc area Covcred services of non-network Covered rerviccr of non-nework 
pruviderr arc paid rr rixry percrnr providers are paid ar iixry 
(60%) of uual and r u i o m q  percent (60%) of uiunl and 
charger in a lacarian wherc there rurromnry charger." 
are rzenuork proiiidtrr qoalificd 
to provide rncdiraliy nccrrrary 
services.' 
2) Our of area Cavered services of nan-network Covercd services of non-ncwoh 
providers are paid at nincry-five providers are paid at rixry 
pciccnr (95%) of usual and perccnr (60%) of uruol and 
iuriornory charger in a locarion currornriry~har~cr." 
where there ir no nriwork 
providtr qualified ro providc 
rnrdicnNy ntrtrinry icruirrc.+ 
3) Emergency Covered services are paid Varicr by plan. 
room according to nmoork provisions 
for medical emcigencies. 
These payment levclr do nor apply ro coverag of treatment for rubitancr 
obxr<, rn~nmdl1I111, TMJIMPDS, or vision care. 
KEY '' ' Thw paymenr lrvels do nor apply ro coveragc o f  trearmenr for ,ubitznie 
obue, rn~ntnlil lnmo rTMJ/MPDS. 
+ This paymenr level does nor apply to pmvcnrive care, smoking cessation, 
vision care, or rhr creatmcnt o f r n e n ~ l i l l ~ ~rarbrr,t~ ?nccobmco,o rTMJJMPDS. 
TRditiond Medical Plan Goniinated Care Plans 
mm payment levels (cont.) 
b. Other covered Coverrd services are paid ar Covercd services must be 
hcalrh care eighry percent (80%) o f  uruol approved by the plan; payment 
prouidrri, frrrvirrr andnrrtomory charger.' levels vary  depending on rhc 
and iuppiia ~icuzrion. 
I furnished by 
I pmvihn not in 
1 a license carcgory eligible ro 
participate in rhe 
1 relccced nerwork 
4. Ambulance senices Covered ambulance services are Varin by plan. 
paid at ninety-five percent (9%) 
of wual end wtomnv chargcs. 
5. D u n b l e  medical 
equipment 
a. In reaionr Cavercd durable medical Covered durable medical 
whrrea network equipmenr is paid according equipmenr is paid ar eighry 
is available, ro network prouidtr and (80%) perccnr of usual and 
as determined non-network piovidci levelr, cusromary charger: limits vary 
by rhe service ar described in Secrian 11.C.2 by plan. 
representarivc and Secrion 11.C.3.a.l). 
b. In regions where Cavercd durable medical Covered durable medical 
a nrtworkir not equipmrnt is paid at  eighty rquipmtnr is paid at eighty 
available, as pcrcenr (80%) o f  uiual and pcrcem (80%) of  usual and 
derermined cuitomarychargci, ar described in curromary charges: limits vary 
by rhe service Section 1 l.C.3.b). by plan. 
rcpresenrarivc 
6. Alternativu Covered ~ t r v i mn nd suppliri When approved by rhe plan, 
to horpiralilation provided by a ikilkd nurring covered irrviiei and iupplirr 
f;lili9 or a horpiie agmry are paid provided by a rkilled nuning 
a t  one hundred percenr (100%) Joriiiv, a home h e l d  tan 
of  luullmdcurtomnrychages. qmmg and a haipire a p i y  arc 
mid in full. 
7. Treatment 
of m m d i lillnrsr 
a, lnparicnr Covered scrvicrr for inparienr Covered scrvicer far inparienr 
treacrnenf trcarmenr o f  rnrntai illnrir are rreatmenr of  mrnral illnm are 
coordinarcd paid ar ninety-five pcrcenr (95%) paid in full to rhirry (30) dayr 
chrough rhr of nlbwed chdrgri a c h  year if coordinated rhrough 
nrrworfi thr  plan. 
wfcnal rnviir 
b. Ourparicnr Covcrcd rcrvices for aurparicnr Covered serviccs for aurpaticnr 
rrcarmcnr rrearmrnt of mrntnl iUnm arc rmrmcnr of mrnrol illntn are 
coordinated paid ar a conrranr eighty percent paid in full to rhirry (30) visits 
rhrough the (80%) of nlbwcd d h ~ h ~ r .  tach year if coordinated rhrough 
nrrworki rhc plan. 
wfi"alr<ni"ice 
T i t i o n d  Medical Plul Cwrdiluted GR P h s  
~ - -  
Treatment of m e n d  
illnus (ant.) 
c. Trearrncnr nor Covered rcrviccs for rrearrnenr Covcred rervicrr for rrearmenr 
coordinated of rnentd i l l~ei ia rc paid at of rnenul illneii arc paid ar a 
through he a conrranr fifry pcrcenr (50%) ronsranr fifty percent (50%) of 
ncnuorki of usual and cuirornory chaser mu1 m d  curtomry charge5 to 
refin#lrrrvice to a maximum of w e n y  (20) the rhirry (30)-day inparienr and 
inparienr days and wenry (20) rhirry (30)-virir ourparienr lirnirr 
outparient visits each year if if nor coordinared through the 
the rcrvices are ccrrified as plan. 
covered by rhe npzwrk r'rml 
invicr 
8. Treatment of 
lub,tnnre abure 
a. Trcarmenr Covered services for inparienr Covercd services for inpatient 
coordinated and uurpnricnr rrearmcnr of and ourparienr rrcarment of 
rhrough the wb,ranrr abu~e arc paid at  ~ubrtdnrpobuiearep aid in full if 
ntnuorh ninev-five percent (95%) of rervicer arc coordinated rhrough 
rrfmnl *".",re allowd rhorfes. rhc plan. 
b. Treatment not Covered services for inparienr Covcred services for inparienr 
coordinarcd and outparienr rreatmcnr of and ourparicnr rrearmcnr of 
rhrough rhc rubzroncc aburr arc paid at a iu6,tanir oburr are paid at a 
n~iworkj constanr fifty percenr (50%) of mnrrsnr  6 h p c r m r  (50%) of 
nfrrrel rervict u n r o l a n d r ~ ~ ~ m o r y c h a r g e s ~  uiual and rustornary charger if 
rcrvicer arc nor coordinated 
through rhc plan. 
c. Benefit maximum Rencfirr arc paid ro 9 lifetime Bcnefirs are paid to a liferime 
marir>~umo f r ~ oco urser of maximum of two courses of 
rrotmenr. Each ' courac of treatment or $10.000, if g r a m  
rrearmenr nor coordinated Each course of rrearmenr nor 
through rhe r'rral ~ e ~ v isn  coordinarcd through rhc plan is 
subject ra a $5,000 maimum.  subject to a $5,000 maximum. 
Covcred rcrvicer for Varier by plan. 
nmrodtvriopnrcnroi thc~upy for 
children age six or younger are 
paid at network and non-nenvork 
levrls to a maximum of 81,000 
cach year 
10. Treatment of Covered services for rrearment o f  Varier by plan. 
TMJ uld MPDS TMJ and MPDS are paid ar a 
conrianr fify percent (50%) of 
wual and iwtornoty charges to a 
$3,500 lifetime maximum. 
11. Smo!4ng resation Covered irrviiri and iupplicr are Varier by plan. 
treatment paid at onc hundred percent 
(100%) of wudl ond rwromory 
charger ro a $500 lifetime 
marimurn. 
Traditional M e d i d  Plvl hrdinatcd  Care Plvlr 
12. Pmentive care 
a .  Nmrkproui&m Covcrcd services are paid in Varier by plan. 
full; covered rourine physical 
examinations for employees and 
spourcr aye paid up to $200 per 
examinarion, including related 
laboratory and X-ray charger. 
b. Non-nenvork No coverage for rervicer obtained Varies by plan. 
providers in a newark remice area. 
13. Virion care Covered services arc paid as Varies by plan 
specified in Sccrion ll.F. 
14. Prucription drug 
a. Ntrwork 
1) Generic Cavcred generic prescriptions or Covered generic prescriptions or 
refills are paid at ninery percenr refills obrrincd from a network 
(90%) of ollowtdcbnrgri, up ro a pharmacy are paid in full a k r  
rhirry-four (34)-day supply. rcquired co-paymenu, up to a 
rhirry (3O)bday supply (supply 
varies by plan). 
2) Brand-name Covered brand-name f o m u h r y  Covered brand-name fonnuhry  
formulary prescriptions or refills are paid ar prescriptions or reiills obrained 
cighry peicenr (80%) of allowed from a nrmork pharmacy are 
<harp, up p r o  a rhirry-four (34)- paid in full after required 
day supply co-payments, up ro a rhirry (30)- 
day supply (supply varies by 
plan). 
3) Brand-name Coverrd brand-name non- Covcred brand-name non- 
non-formulary formulary prescription~o r refills formulary prescriprianr or refills 
are paid ar revenry percenr obtained from a ncrwork 
(70%) of allowed ihargtr, up to pharmacy are paid in full aher 
a rhirry-four (34)-day supply required co-payments, up ro a 
rhirry-four (34)-day supply 
(supply varies by plan). 
b. Non-nmvork &red non-ncnvork p-riptiam Nor covered excepr when appmved 
or refdls arc rubjeo to the same foremergencycare. 
p~aymenr lcvelr *dewribed ab~we for .  
c. Mail rcrvicc A mail icvirr prrrrriptioron dnrg 
prercriprio~ progmm may nor bc available in 
drug program dl coordinarcd care plans. 
I) Generic Covcrcd generic prcrcriptions or Covered generic prcwriprionr or 
rcfillr obtained from rbe nriworki refills obtained fmm rhe ncrworki 
mail iervirc prrrrripiion drug moil rcrvicc prrrniption drug 
progmm arc paid in full after pmgrnm are paid in full a h r  
required co-payments, up ro a rcquircd co-paymcnrr, up to a 
ninccy (90)-day supply nincry (90)-day supply 
- 
Tmditiond Medial P h  Coordinated Gnc Plmr 
Mail rmicr pnsm*tio* 
d r q p r o p n ,  (cont.) 
2) Brand-name Covered brand-name fbrmulav Covered bnnd-name formulary 
fimnnhr/ prescriptions or rcfills obtained prmciprionr or reijllr obrained 
from the nrnuorbj m i l  icwiie from rhc neworhi m i l  rrviir 
pmmption drqpmgram arc paid pmrription dnrgpmgmrn are paid 
in full h e r  required co-payments, in full h e r  required co-paymenrr, 
up ro a nincty (90)-day supply up to a nincty (90)-day supply 
Covered brand-name non- Covcred bnnd-name non- 
formulary prescription~o r refills formulary prcscriprions or rcfills 
obraincd from the nrtworki mnil obraincd from rhc nenuorki mail 
wruirc pr~rnipriond rug p m p m  rerviir pre~iriprion drug 
are paid in full after rcquirid p m p m  are paid in full aher 
ca-paymmrs, up to a ninety (90)- requircd co-payments, up ro a 
day supply nincty (90)bday supply 
Network rcrvices are subject ro Nor applicable. 
the ramc limirr described below 
for non-network serviccr. 
When a overed pemn's our-of- Whcn a covercd person's out-of- 
pdter mpenra r e d  $2,000 in pocket expenses reach $2,000 in 
any year, any hrrher knefirr char any yeah any further beneSrr 
would have b n p aid ar 60%. rhar would have been paid at 
70%. 80%. 90%. or 95% will rixry percenr (60%) will be paid 
bc paid ar 100% of -1 and at one hundred percent (100%) 
nutornary charges for the of u i u l  and rutomdry charger 
remainder of char ycar, to rhr for rhc rcmainder of rhar ycar, to 
maximum benefit mount r .  rhc maximum benefic amounrs. 
When w o  or more family When two or more family 
members rarisfy rheir dcductiblcs members satisfy rheir deducribles 
and have combined our-of-pucker and have combined out-of- 
expenses of $4,000 (bur nor pockcr expenses of $4,000 (but 
more than $2,000 for any one nor more than $2,000 for any 
individual), any hrrhrr benefic$ onr individual), any furrher 
thar would have been paid at benefits rhar would have been 
60%. 7096, SO%, 90%. or 95% paid at  sixg percent (60%) will 
will be paid at 100% of u u l  be paid at one hundred percent 
and cutornary charges for rhc (100%) of urunl and cutornary 
remainder of rhat year, ro rhc chargcr for rhe rcmainder of rhat 
maximum benefit amounts. year, ro ihc maximum benefit 
arnounrr. 
c. Expenses rhar I )  Yearly deductibler. Varier by plan. 
do nor count 2) Horpiral emergency room 
coward thc co-payment. 
individual 3) Office visit io-prymcnr. 
or Family 4) Diffrrcnce bewcen wuol 
our-~f-~ocker ond ruriornnry charger and 
expense limirr rhe prnuAri acrual charge. 
Tcdtiond Medial Plvl Coordinated Grr MMS I 
2 
Erpensu that do 5) Any halancc remaining afrer 3 
not munt tmvd the a bcncfir maximum has bcen 4 
individual or family reached. 5 
out-of-pcket expense 6) Covcrcd medical iervicer 6 
limib (COOL) . paid e one hundred percent 7 
(100%) of  wual and 8 
wromorychargcr or in full. 9 
7) Covered medical services for 10 
rmrmenr of mmml iUnr~s, 11 
smoking cessation, sub~mlmnre 12 
a b w ,  or TMJIMPDS. 13 
8) Benefits paid at a reduced 14 
amount ar denied when the 15 
par+ fails m follow medical 16 
review program proccdurer 17 
m d  requixmcnw. 18 
19 
20 
D. Lifetime Maximum &n&t 21 
22 
Thc lifetime maximum bcncfir for all covered medical services (including prcrcriprion drugs) is 23 
51,500,000, rubjccr to all other medical plan provirions. This maximum applies separately ro each 24 
~ovcredf amily member Benefirs paid and applied ro reduce chc maximum benefit, while covered 25 
under a Cornpony-pnmrrdph for active or rerired personnel and nor reinrrared under a prior 26 
agreemenr, are nor reinsraced by chis agreement and serve ro reduce the maximum henrfirs available 27 
hereunder 28 
29 
SECllON 1I  30 
TRADITIONAL MEDICAL PLAN 31 
32 
Payment provisions arc described in Secrion 10. ~xcepra s nored under rhc virion care benetir. 33  
34 
A. Description 35 
36 
The Traditional Medical Plan provider benefits for procedures, servicer, and supplies rntdically 37 
neir~loryf ar rhc diagnosis andlor rherapruric rrcatment of "on-occupational accidental injuricr or 38 
illnesses and treatment ofcerrain lirrcd conditions. 39 
40 
Enhanced hcnefirs are available ro employees who receive care fram network providcr~a s described 41 
in Sccrion 10. Preventive care, prescriprion drug, andvision care bcnefitsalro are includcd in rhe Plan. 42 
43 
B. Medial Review Pmgrm 44 
45 
Thc Tndiriond Mcd id  Plm has a medical review pmgam to encouqc appmphar eutimtion of h d t h  46 
a r e  urvices. The program induder pmm$cntion rcquiremeno, volunraty second surgical opinion 47 
pmvirianr, a vfmlrmirr for  mmiolilnmand iubrranrtnbw~rrermenta,n d individual aw management. 48 
49 
I. Prertrr$~.~?rionre quirrmenrr. 50 
.51  ~ 
The cmplayce is rcrponsihle for obmining prerur$carion for all "on-emergency horpirnl 52 
admissions (.e xce.nt  admissions for childbirrh during"  rhe 6nr forw'-ci"eht (. 48.1 h ours fullowin-e  a 53 
normal delivery or nincry-six (96) haurr Fallowing a cesarean action). rkilkd nurcin8/ncili~ 54 
admissions, and services for home health care and hospice cam. Trcarmcnr ofrubrranccobuieand 55 
rnrnralillnm must be prrccrrificd rhrough the r.f.rn/mvirr 56 
a. If the medical rwiew program is not contacrcd, bur rcrrorpecrive rwiew shows char the 
horpirolor rkilLdnurirng/arilrryadmirrion, home health care, or hospice carc war medically 
necessary, Plan hencfirr arc reduced ro fihy (50%) percenr of urual and rutornap 
charges to a maximum cmployee expense of $1,000. 
I) This $1.000 expense does not apply toward the yearly deductible andior ou t -~ f -~ocke r  
expense limits. 
2) Bencfirs denied under other Plan cxcluaionr do nor count toward this $1,000 expense. 
b. No benefits arc provided for any services or supplies rhar arc nor rncdicaliy neieriary 
2. Volunrary second surgical opinion provisions. 
The  Plan provider benefirs for second surgical opinions the same as for orhcr covered services 
provided by nrrwork and nan-menuark providers. 
Employcer and eligible dependenrs may usc a ~ j n a l r r r v i r ef or trcarmenr of mrnrd iilnrir and 
~ubitanrea but. The rcfmolsrruic~re fers the patienr to a r e j m l  rrrvieprovidtr and precerrificr 
inirial rrearmenr: ongoing rredrmenr is prcccrrificd on a regular basis. lndividualr who do nor use 
rhc ~ ~ m a l w rrevcbeiv e reduccd henefirr. 
4,  Individual care managemenr. 
In rhc cvcnr of a revere or long-rcrm illncrs or injury, the rtruice nprt~mrariuew ill asrirr the 
patient's ncnuorkpmvidrr in identifying rrearmenr alrcrnarives rhar offer corr-effecriue care and 
enhancements to rhc qualiry of life. 
Preventive C u e  
32 
3 3  1. Benefits arc providcd for a routine physical examination for employees and spouses as follows: 
34 
35 a. One (I) examination every rhree (3) years for employeo and spouses under age 35. 
36  
37  h. One ( I )  cxaminarion cvery year for employees and spouso age 35 and above. 
38  
39  2. Bcnefirr are provided far rhe following rourine screening ~xaminarionr: 
40 
41 Mammograms, R p s mcan, and prarracc examinations (including rhc 06cc  visit) as reommcndcd 
42 by the parienriphyxiiiin. 
43  
44 3. The Plan covers up ro eight (8) rourine physical examinations for well-baby care duringrhechildi 
45 firrr wenry-four (24) monrhs. 
46 
47 4. Fur children age w o  through age five, the Plan covers one ( 1 )  murinc well-child 
48 examinarion each year 
49 
50  5. Thc Plan covers rourinc childhood immunizarions recommended by rhe childi pbziczan 
51 according ro American Academy of Pediarrie guidelines. 
52 
53 D. Gvemd Medical Smiririr dnd Supplies 
54 
55 The  Tradirional Medical Plan provides benefits for rhc following procedures, services, and supplies 
56 medically neicrrary for the diagnosis andlar rhcrapeuric rrcarmenr of non-orcuparianal accidcnral 
injuries or illnesses and rrearmenr of certain lirrcd conditions. Benefits for special conditions are 
specified in Seirian 1I.E. 
I .  Thc services ofaphyrdd", including: 
a. A voluntary second (or third) surgical opinion obtained from one (1) or w o  (2) ocher 
specialists. 
b. An eye craminarian including refraction performed in conjuncrion with a medical condirion 
such as diabcrcs, glaucoma, and cararacrs. (See Section I1.F for rourinc eye cxaminarion 
coverage.) 
c. Injectable Lgrnd dnrgi adminisrcrcd in a phyiirianl oEcc for covered condirions; medical 
devices (including conrnccptive injections, devices, and implanrs) dispensed by a physician. 
Prevenrivc iniccrions or immunilarionr are nor covered exceor as described in Secrion I1.C. 
Antigen, allergy rerum, and inrulin are nor considered a physirioni service; antigen, allergy 
serum, and inrulin are covered under rhe prefcrrcd pharmacy card program: insulin also is 
covered under the mailimviirpnrniption dmgprogram. 
2 .  Servicea of other health care prnf.rrianalr 
a. Diagnosric X-ray and laboratory m i n a r i o n s ,  including examinations incurred in connection 
with a second (or rhird) surgical opinion. 
b. Inrermirrenr visits o f a  regirrercd nurse (R.N.), other rhan a nurse who ordinarily lives in rhc 
employee's homcarwha is a family membcr of rhcemployecor spouse, ifrkillcd carcin place 
of hospiralilarion is nor available rhrough an alrernative providmar a lcrrer cost. 
c. Thc scrvices of a phyiiiani ariirrant far rcrvices chat would have been covcrcd if performed 
by a physician licenrcd as  a doctor of medicine (M.D.). 
d. The services of aphyira l  thnopbr for physical rherapy (bur nor ocher rypes of therapy), the 
services of an orcwpotionnl rheroprrt for occupatianal therapy, and the services of a qerih 
therapist for speech rhcrapy, when specifically prescribed by a phyririon ar ro rypc and 
duration. Services musr be performed under the phyiicioni rupcrvision while the patient 
remains under rhc artending phyiirioni care, and only ro rhe exrenr that the rhcrapy will 
significanrly rorore bodily functions. Thcphyirian murr reevaluate rhc rhempy ar least every 
three (3) monrhr and arrify char continuing therapy is required. All therapy bcyond rhrec 
(3) monrhr musr be approved by the  miit it vprrrmroiivt. Renefir dererminarion ir based on 
the arrendingphyricioni evaluarion of rhe therapy a5 well as the rhcrapisti progress reports. 
The informarion from the phy~iciana nd rhrrapisr ir then reviewed againrr crrablirhcd 
medical crireria ro determine medical neccrsiry. 
No bencfirr are payable for therapy given at the rhcrapisti discretion or elccrcd by the 
covered person; any rrearmenr for dclaycd dcvelopmenr; therapy char is solely for rhe purporc 
of slowing body drgcnerarion rather rhan rescoring functional improvemenr; or rhcrapy for 
currodial mainrcnancc, self-help, iecrearional, or cducarional purposes. 
Rencfirr also are provided for nruro&vt(opmmral thrrnpy rcccived from a liccnrcd and 
terrified rhcrapisr for children age six (6) and younger, including in-home rhcrapy if 
homebound, to a maximum bcncfir of $1,000 each hcnefir year 
e. The rerviccr of a drnhrtar specified in Section I I.E.6 and Section 1 I.E.lO. 
f. Thc rcrviccr of an aurhorilcd Chrirrian Science practitioner necessary for rhc healing 
rrcarment o f a  non-occupational physical or mental condition. 
g. Acupuncture services for a covered illness or in place of covcred anerrhcria when provided by 
a licensed acupuncrurirr (L.A.C.), a docror of medicine (M.D.), or a docror of orreopathy 
(D.O.). 
h. Spinal and extremity manipulations by an approved pmvihr, such as a docror of medicine 
(M.D.), a docror oforrmparhy (D.O.), or a chiropracric doctor (D.C.), for up to nvcnry-six 
(26) spinal and extremiry manipulations performed by hand each year Relared services, such 
as an inirial cxaminarion and initial X-rays, also are covered. 
3. Medicd equipment, services, and supplies 
a. Professional ambulance service when used ro rranrpon rhe parienr from the place of injury, 
accidcnr. or illneu to the first horoirnlwhere rrearmcnr is "ei ven. These services also are covered 
when rhc phyxirian rcquirer an ambulance ro transport the paricnr ca a hoqirnlin rhe patient's 
arn of residence to pmrect the paticnri bcalrh or life. Air ambulance transportation is covered 
when m~dicallvn rcesdrv Ambulance rcrvice from one hoinitolro another. includin"e  rerum, is 
covered only if the facility is the nearest one wirh appropriare regional specialized treatment 
faciliries, equipment, or rmff phyririnm. Ambulance transportation from ar co rhr paricnri 
home is ovcrcd when medrrolly ntrmiaty No other cxpcnwr in connerrion wirh travel are 
covered. 
b. The cost and installation of a hearing aid or aids purcha~cdu nder a phyir iad  or terrified 
audiologist's wrirten recommendation. to a 8600 benefit payable for each hearing aid. This 
bcncfir is limited ro one (1) per ear every rhrec (3) cansecurivc years, including any period 
covercd under a Company-ponrondphn. The Plan also covers rhe overhaul o f a  hearing aid 
in place o f a  new hearing aid afrer three (3) years. 
No benefits are payable for: 
1) Hearing or audiometric cxaminarionr. (When disease is present. such apcnres may be 
covcrcd undcr other portions of rheTradirional Medical Plan.) 
2) Hearing aidr ordered cirher before rhe person bccamc rligiblc or after coverage cnds 
3) Hearing aidr ordcrid before coverage cnds bur dclivcrcd more rhan sixry (60) days after 
coverage ends. 
4) Charges for hearing aids rhar do nor meet prafcrrionally accepred standards of pracrice 
or for rxprrimmrdl or invririgaiional wwict~o r i~pplies. 
5) Rcplaccmenr of hearing aids chat are lost, broken, or stolen unless rcplaccmenr is within 
rhe frequency limir ofone (I) hearing aid per car wery rhree (3) consecutive yian. 
6 )  Rcplacemenr parts for hearing aid repairs, unless parr of an avcrhaul after three (3) yearn. 
8) Chargcs for eycglarr-type hearing aids above rhc covcrcd crpenrc for one (I)  herring aid. 
c. Hernodialysis in rhe parienri home when rhc rrearmcnr is repetitive and for chronic, 
irrcverrible kidney disease. Covcrcd rnvi ir i  mdrirpplit~in clude the renral, lease, or (under 
cerrrin conditions) o. urchare of maior hemodialv,s ir eo,ui,om cnr and r~ccificr u.o. ~ l iesa nd 
cercain training necessary ro operare rhc dialyxr Purchase of specific supplies is contingent 
on the supplier having no 1-1 utiliry ro rhe patient in rhe abrcnce of rhc dircase and having 
no value ra other household mcmherr. Cavcrae"e  of the ourchare ofea.u i.~ menris  rubiecr to 
specific condirionr, including an amorrimion period, dccidcd by the servirr nprmt-rariv<. 
A-24 
d. Renral (or purchase if approved by the ~rrui r tr rpnirntmvr) of durable medical or surgical I 
equipment used erclurivtly for the parknt's rhcrapcuric rrtarrnenc. 2 
3 
e. Orrhopcdic appliances and braces, including repair and replacement necessary as a result of 4 
normal usage or change in condition. 5 
6 
t Oxygen and anerrheria. 7 
8 
g. Artificial limbs, mificial cya, and orhcr prosrhaes. This benefit induda repair and rcplacemenr 9 
necrssary as a result of normal usage or change in condirion. 10 
1 1  
h. Radiation therapy (including X-ray therapy) and chemotherapy. 12 
13 
i. Smoking cessarion services, including rhr rclvicer of a p&~i&n or orhcr health carc 
who is practicing within the scope of his or her license, or an apprwed smoking 
cessarian provider To rcceivc benefits for smoking cessation rrcarmcnr, the parienr murr cam- 
plcre rhr full course of rrearmcnr. No smoking cessation benefirs will be providcd 
for inparicnr services; viramins, minerals, or other supplcmenrr: acupuncture; 
over-rhc-counrcr drugs or prouidrr-prescribed prescription drugs ro care nicotine 
withdrawal; book: rapes; or hypnarhrrapy (unlcsr performed by an approved prouidd. 
Prescription drugs prescribed by an approved provider ra ease nicotine wirhdrawd arc 
covered under the prescription drug benefit. 
4. Koqital room, board, services, and supplies, including a medical4 nrreriaty p r i ~ t ero am. If a 
p r i ~ r cro om ir used when one is nor rncdicaiiy ntrrsaq  any a c e s  of daily hoard and room 
charges over rhe hoqit.diaveragc rcmi-private room charge is not covcred, If rhe horpitaldoes nor 
have rcmi-prinre accommodarionr, the semi-prince charge for similar facilities in the area ir 
considered in determining the rare. 
Horpirol benefits are subjecr ro the m e d i d  rwiew program for m c d i d  nccerriry, appropriarcness. 
level of care. and scrring. 
a. Homc health care visirs and supplies provided to patients in rheir home by a horn< hca(rh cart 
qtng instead of confinement in a horpirol or 1ki1Ld nuningfnrility 
Benetirr are ruhjcct ro the m e d i d  review program. 38 
39 
I) To be cligible for benefits: 40 
41 
a) Home hcdrh care virirs and supplies musr bc far the medical4 nerrirary treatment 42  
of a covered illness or injury 43 
44 
b) Aphy~itinnm usr crrablish a wrirren horn< hcalrh r a n  nronmrplnn.  45  
46 
c) The parirnt murr be homcbound, which means leaving home involves a 47  
canrideablc, w i n g  effort and the paricnr is unable to use public rranrporrarion 48 
wirhaur assistance. 49  
50 
2) Covered bencfirr for home hcalrh care visits and supplier must he providcd by and billed 51 
by the horn< health rnrr agrng and arc limited ra: 52 
51 
b) Nursing virirr by a regisrered nurse (R.N.) or licensed pracrical nurse (I..PN.). 56 
d Physical therapy virin by ~ p h y ~ i irnhlc rapirr 
dl Specch therapy virirr by a rprcrh therepiit 
e) Occuparional rherapy visits by an orcupationolihempiir 
0 Medical social virirs by a person wirh a marrcri degree in social work 
(M.S.W.). 
g) Horn< hralth oidtvirirs. 
h) Respirarov rhcrapy virirr by an inhalation rherapirr cirrifird by the National Board 
of Respiratory Therapists. 
i) Medical supplier dispensed by rhe homt health ran nxtnq that would hare been 
provided on an inparicnr basis. 
j) Nutritional supplemcnrs such as dicr substicures adminisrercd in t ra~cnouslo~r 
rhrough hyperalimentation. 
k) Nurrirional guidance by a regisrered dietitian. 
I) Seruice~e nd supplies for infusion rheiapy. (Patients do nor need ro meet the 
rrearmenr plan and homcbound requiremcnts.) 
3) Sec Section l I .H. for listed home hcalrh care crclurionr 
b. Virirs and supplies of a hoipin ofcnvwhcn provided in place of~onfinemenri n a hoipiralor 
~killcdn unin~fi~ili'y, 
Benefirr arc subjccr to thc medical review program. 
I) To be eligible for bcncfirs: 
a) Hospice o m  vkirr ;md supplia mun be far rhc mrdtioUy nciicwryrrearment or pdiativr 
c a o~f te rminally ill patiens wirh a life aprancy of six (Om onrhr or la. 
b) Thc phyririan murr establish a wrirren hoipiir can momentpLzn. 
2) Hospice virirr and supplies in the parirnti home must bc providcd by and billed by the 
hoipiie a p q a n d  are limited ro rhe same items ar lisred under Section Il.D.5.a. In 
addirion, bencfirs arc providcd for respire care for a minimum af w o  (21 hours per day 
(conrinuous paricnt care ro provide temporary relicfro family members or friends). 
31 bpxpenrcr for inparienr hospice confinement arc covered ro rhc same extent as if incurred 
in a horpital. 
a) Respire cart af  two (2) or more hours per day when no skilled care is rcquired is 
limited ra a combined coral of one hundred wcniy (120) hours in each rhrcc 
(3)-month period. 
b) Expenses for hospice care char qualify under this benefit and under any other 
benefic af  this Plan are covered only under rhc benefit rhe icruire nprrrrniodvr 
derermincr as rhc mart appropriate. 
Patienrr who cxhauir the above limits may apply ro the rwirt rrpnrmmrivc for an 
extension of benefits, which will bc approved by the ~trvicr rprtwnmriut ifrhe rsarmenr 
is mtdiraih n t ~ t ~ w q  
5) See Sccrion 1I.H for listed hospice a r e  aclusians 
c. SkilLd nursing firi1i.y room, board, services, and supplies when provided in place of 
medically neenary hospiralizarion, limited to rhe facilityi average semi-private room charge. 
If the ikilkd nnuniigficilig docs nor have semi-private accommodarionr, the rcmi-privarc 
charge for similar faciliricr in the area is considered in determining the rarc. 
Benefirs arc subject to rhc medial rwiew program for medical neccsity, appropriateness. 
lwel of care, and setting. 
Parients who cxhaurr the above limirr may apply ro the I L . N ~r<ep~r ts~nimivrfora n cxrcnsion 
ofbenefirr, which wiii be approved ifrhr rrearment is mraira(ly necessary 
d. Expenses incurred for room and board whilr in a Christian Srirnrr ianatorium also are 18 
covered if the paticnr is admirred for healing (nor rerr or study) and ir under <he care of an 1 Y 
authorized Christian Science pnctirioner. If a privare room is ~ s e da,n y excess of daily room 20 
and board charges over rhc facility's average r~mi~r ivacreo om charge is nor covered. If the 21 
Fsctliry doer not have remiprimre accommodstions, rhc ~ r n j p r i w r ec h3rp~f or orher 22 
Chrbrion Sritnrr ianatorium will be considered in derermining the race. -23 l d.  
c Senices of an approved fm-sanding surgical center or hoipitzihased emcrgenly faciliry if 25 
such rerviccs would bc covered if received in a horpnol. 26 
-17,  
6. If the patient accepts a referral from the inuiir npmrniatiur to a ntnuorkprnridn designated ar 28 
a 'cenrer of ucellencr," rearonable rravel and lodging expenses for the paricnr and the parienr's 29 
family will bc covered when rhe patienr is required by che rmicr rrpmmmtiocro rmvd more chao 30 
onc hundred Bhy (150) miles from his or her place of residence for an approved service. Benefirs 31 
for travel expenses will be paid in full to a maximum of $2,500 per episode requiring travel and 32 
murr bc appmvcd in advance by rhc rrrvicr wprr~entatiw 33 
34 
E. Spccid Conditions 35  
36 
Covered mrdiral itruicrr ondruppliri described in Sccrion 11.D also are provided for the following 37 
special conditions. 38  
19 
A ,  
I 1. Congenital abnormalities and hcredirary ~orn~licarionr.  40 41 
Bencfirr are provided for mrdi<al!y nrrrrrary irrvtiri and supplim required for the treatment of 42 
congeniral abnormalities and hereditary complications. This coverage applies to ncwborn 43  
children as well ar ra all orhcr pcnons covered under rhc Plan. 44 
45 
2. Cosmcric surgery. 46 
47 
Bcnefirs are provided for cosmcric rurgcry only if the rurgcry is for prompt repair of an accidental 48 
i n juq  49 
50 
3.  Erccrilt dyrfuncrion. 5 1  
52 
Benefits are provided for rhe rrearmenr of organic ermrilc dysfunction when rhc patient har a 53  
history of one or more of rhe following. 54 
55 
a. Fcriphcral wcu l a r  dircasc or loul  penile vascular abnormaliricr. 56 
b. Peripheral neuropathy or auronomic insufficiency 
c. Prosrare cancer 
d. Spinal cord diseare or injury 
e. Major pclvic s u ~ e r y  
f Insulin-dependent diabetes. 
g. Severe Peyronie's diseare. 
Cwered thnapy includes vacuum ererrion dcvice, injection rherapy penile prosrhesir, urerhral 
pellerr, and prescription medicarians. 
The Plan does nor cover rrcarmenr for non~organici mporencc such as psychorexual dysfunction. 
Benrfiw arc provided for the following acrviies in connection wirh rhe diagnosis and rrearrncnc of 
infertility: 
a. Dragnostic resrs nccesrary ro dererrnine rhc cause of infertility 
b. Surgical correcrion of a condirion causing or conrriburing ro infernilicy 
r. Convenrional medical rrearrncnrr (such as office visits, laboratory servicrr, and prercriprion 
mcdicarionr) of rhc infertility 
The Plan does nor cover rhc infcrrility ~eruicrirndrupplit~lirruedn der "Traditional Medical Plan" 
Exclusions in Secrion I I.H. 
Menml iilnm and iubsdnrf abuie rrearmenr. 
Bcnetirr arc provided for the semicc of rhc following proohin in connection wirh rhe 
inparienr and ourpatieor rrearmcnt of arn~olii lnm: 
I )  Any providnconrracred wirh rhe refimireruict. 
2) Licensed piychiarrir doctor (M.D.). 
3) Licensed dinicai psychologisr. 
4) Licensed psychiarric nurse (R.N.). 
5) Piofcsrional ar marreir lev4 or above whom ir liccnscd in rhc area where rhe services are 
performed. 
6) Licensed hoipifalor n r a m t n t / b ~ i I i ~  
Trcacmenr of a arntdiNnm includes oely trcarmcnr of a mental disorder or condition nor 
relared co, accompanying, or resulting from iubrwnce abut  Tmtmcnr of any such rclated, 
acrompanying. or resulting disordcr or condirion is considered ro be rrearrncnt of the 
subsfante obirrc 
b. Subrronrr nbwr 
Expenses incurred at a iubszaitonm nbmr nrotmmrficility or a hoipir.d including phYriciani 
charger and charges for prercriprion drugs, arc covered only to the crcenr rhcy are in 
connection wirh the effective rrcarmenr of rubsranrc obwr Thc bcnrfir at a iub~ronrro bme 
m,znmrf ir i i i ty  is limired ro intensive inpatient treatment and ourparicnr rubstanre abwr 
counseling as prescribed by a phy~icidn. 
No bencfirr arc provided for recovery houses rhar provide an alcohol- or drug-free residential 
setring; alcohol or drug informarion and referralrrrvices;r choolr; emergcnq service 
or dcrarificarion, accpr  when immediately followed by a rehabilirarive program. 
The parienr must complete rhecourse of rrcarmcnr ro bc eligible for ~ u b s ~ n i r a b u ~ b e n r f i r r .  
6. Oral surgery 
a. Benefits arc ~ r o ~ i d eodnl y ro the errrnr nor covered in the dental plans for services in 
connection wirh rhe prompt repair of natural teeth or ocher body rirruc performed by a 
ph,iicion or drnriri and required ar a rerulr of a non-occupational injury, provided rhar: 
1) The damaged, lorr, or moved teeth were free from decay or in good repair and firmly 
arrached to chc jaw bane ar rhc rime of rhe injury, and 
2) If crowns (caps), denrurer (false reerh), bridgework (fixed or removable), or in-mouth 
appliances are inscalled due to such iniury, only charger for the first denture or 
bridgework ro replace lorr rcerh, the first crown needed to repair each damaged roorh. 
and an in-mourh appliance "red in the first course of orthodontic therapy after the 
injury are included. 
Charger ro remove, repair, replace, rescore, or rcposirion recrh lorr or damaged while biting 
or chewing are nor covered. 
b. Benefits are provided for medimlly ntcrirary rewic~ri n connection wirh oral surgery 
performed by a phyirion or drnrirt for a medical condirion that does nor relate ro rhc 
correction of the gum, reerh, or mouth cissues for dcnral purposes, arcepr where covered 
under rhe dcnral plans. There services include, bur ire not restricted to: 
1) & m o d  ofrumonand vts ofthe jaw, cheek, lips, ronpc, and roofand floor ofthe mourh. 
2) Surgical required ro correcr accidcnral injuries of the jaw, cheeks, lips, 
conguc, and roof and floor of rhe mourh. 
3) Rcmoval afororrorer of the jaw and hard palate. 
4) Treatment for fractures of rhc hcial boner (maxilla or mandible) 
5) Incision and diainagc of ccllulirir 
6) Incision of accessory rinurcr, ~divaryg lands, or ducts. 
c. Bencfirr are pmvidcd for phyrirGn or dmtirr services in connccrion wirh rhe correction 
of dcvclopmrnral abnormalities of the jaw or malocclusion of rhc jaw by osreoromy (rhe 
surgical curring of bone or h n y  riaue) with or wichour bane grafting. 
d. T h r  surgical placcmenr of endorscour implanrs is covrrcd if there is a rcaronablc crpeccarion 
of success for a minimum of five (5) years. 
1 e. Horpirolservices and benefits for general ancsrhcsia arc ~ r a ~ i d cind c onnection with other 
2 dental or oral rurgcry when mcdicdlly nrrciroy 
3 
4 The preceding lirrcd services incurred in connecrian wirh dcnral work or oral surgery do nor 
5 apply to any services in cannccrion wirh the diagnosis and treatment afremporomandibular joint 
6 disease (TMJ) or myofascial pain dysfunction syndrome (MPDS). See Section 1 l.E.10. 
7 
10 Benctirr are providcd for pregnancy the same as any other condirian far covcrcd employrer or 
11 covcrcd depcndenrs, provided rhar expenses are incurred while chis coverage is in force. 
I2 
Pregnancy includes normal dclivery, ccsarein secrion. sponraneous abortion (miscarriage), legal 
aborrion, and complications of pregnancy 
Following childbirth, mothers and newborns may scay in the horpiiaifoi forry-eighr (48) hours 
following a normal delivery or for ninery-six (96) hours following a cesarean section, unlcrs a 
shorrer sray is authorized by rhc atrending health care prouidtr in consultation wirh rhc mother 
Pradmirsion review h nor requircd for ihcsc Imgrhs of sray Any length of rray beyond 
forry-eighr (481 hours or ninety-sir (96) hours must be approved chrough rhe medical revicw 
pmgram. 
Benefits are provided for a birihingcrnreronly to the extent rhar such scrvicss would have been 
covered in a hoipiral. 
25 
26 A newborn child is eligible from the darc of birth if the child qualifies as a dependcnr of rhc 
27 employee and is enrolled within one hundred nvenry (120) days. Thc following services and 
28 supplies are covered for a ncwborn child enrolled in the Plan, iubjecr ro rhe paymenr provisions 
29 ofSccrion 10. 
30 
31 a. Rourinc horpiralirrvircr ondiupplies and phyii~ians ervices during rhe firs forry-eighr (48) 
32 hours following a normal delivery or ninery-six (96) hours fallowing a cesarcm section. 
33 
36 8. Reconrrrucrivc breast surgcy 
%7 
Bcncfirs are provided for breast reconrrrucrion in connccrion wirh rhe mastectomy in a manncr 
derermincd in consulcarion wirh rhc patient and artendingphyririon. Covcrcd rervices include the 
following: 
a. All stages of reconstruction of the brcarr on which rhe masrectomy was performed 
b. Surgery and reconstruction of rhr arhcr brearr to produce a symrnerrical appearance 
c. Prosrheses and rreatmcnr of physical complicarions of all rrager of marrecromy, including 
lymphedcma. 
Srcrilizrion (wcctomy and tuba1 ligarion). 
50 
51 Bcncfirs are provided for a vasectomy or tuba1 ligarian, but not a reversal. 
5.-2  
53 10. Temporomandibular joint disease (TMJ) and myoh~cialp ain dysfunction (MPDS). 
54 
55 a. The following surgical or nonsurgical rrrarmrnr of TMJ or MPDS by a phyiicinn or a 
56 dmiiirarc included as covered mrdiinii~rvicera nd iupplies: 
I) lnirial dugnosic examinarians and X-rays. 
2) Follow-up oflice visits. 
4 
3) Surgical procedures and rclarcd hospitalization. 5 
6 
4) Appliances (i.e., nightguards, bite places, orrhopcdir rcporirioning. or mandibular 7 
orthopedic devices). 8 
7 
5) Appliance management, lunesirherapy, physical therapy, bioftedback therapy, joint 10  
manipulation, prcrcriprian drugs, injecrionr of muscle relaxants, and rhcrapcuric drugs 1 I 
or agcnrr. 12 
13 
b. The fallowing expenses arc nor covcrcd: 14 
.I T.  
1) Rcrrorativc rcchniqucr ro build occlurion unlcrr the tooth is diseased or accidenrally 16 
damaged. 17 
18 
2) Non-surgical orthodontic rrcarmenr, excepr as provided above. 19 
20 
3) Randing rrcarmenr. 21 
22 
11. Transplan.i benefits. 23 
24 
Benefits are provided for mediwlly nrrciiory i n u i i a  relaring ro a covered transplant. Tranrplanrr 25 
rhar arc part of an approved clinical rrial also may bc covemd. 26 
27 
a. If rhe parienr covered by chis Plan is rhc recipient of a human organ or rissue 28 
transplanr covrrcd by rhir Plan, donor organ procurement cosrs are covcrcd ro a 29 
maximum benefit of $30,000 per rranrplanr, to a liferime marimurn benefit of 30 
$60,000. Benefirs are limirrd ro selecrion, rcmaval of the organ, rrorage, 31 
rransporrarion of the surgical harvesting team and the organ, and ocher 32 
medically necendry procurement costs. Donor expenses chat are covered under this 33 
Plan are applied against the Plan lifcrime maximum bcnefir (or the recipient 34 
under this Plan. 35 
36 
b. No benefirr arc for the following: 37 
38 
1) Nonhuman, artificial, or mechanical organ rransplanrr 
2) Erpe~imcnralo r inve~tiptiondlr eruict~ or rupplirr unlcrr rhey are parr of an approved 
clinical rrial. 
3) Se~niii iand~upphtrftohre  donor when donor bcncfirr are available through orhrr group 
coverage. 
4) Expcnrer for rhar portion of  treatment funded by govcrnmenr or private cnririo ar parr 
ofan approved clinical trial. 
5) Fxpcnrcr when the recipient ir nor covcmd under this Plan. 
6) Lodging, fwd,  ar rranrpomrion mrrr, unlcir orhcwirc rpcifically pmvidcd undcr this 
Plan. 
7) Donor and prncurcmcnr rcrvico and cosrs incurrcd outride the Unircd Srarcr. unless 
rpccifically approvcd by the wruiif r<prcr<nrorilu 
1 8) Living (noncadaver) donor transplants (except kidney, liver, lobar lung, and 
2 bone-marrow or stem cell rransplanrs for covered condirions) including rclecrivc isler 
3 cell rnnsplanrr of rhc pancreas. 
4 
5 E Vision G r c  Benefit 
6 
7 Virion 'arc bencfirs are nor rubjcct ro rhe Traditional Medical Plan annual deductiblr. our-ofpocker 
8 expense limirr, plan payment levclr, or lifetime maximum benefit. 
9 
LO 1. Coverrd vision care expenrcr are charger (ra rhe amounts shown in the Schedule of Covered 
I1 Virion Care Expmrcr) for the following: 
I ?  
.A 
13 a. A complcce eye examination ofvisual function, performed by a legally qualified ophrhalmologisr 
14 or opromerrirr. 
I5 
16 b. Prescribed lenscs. 
17 
18 c. Canracr lcnrcs if elecrcd in place of convenrional lenses and framer. 
19 
2 0  d. Frames required for prescription lenses 
21 
22 Bcncfics are provided for anc ( I )  eye examination every benefic year and w o  (2) sets aflcnrcr and nvo 
23 (2) framer wcr/ rwc (2) bcncfir years lnrnuorkand non-nework combined). Thir period includes the 
24 rime covered under a Company-rponiorrd medical plan. Any replacement of lost, stolen, or 
25 broken lcnres and/or framer is included under the w o  (4-set limit. 
26 
27 SCHEDULE O F  COVERED VISION CARE EXPENSES 
28 
29 
30 Services m d  Mmimum 
31 Svppl iu  Gvered Expense 
32 . . 
3 3  Eye exammar~on . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..P.a.id  in full after 
34  $15 co-payment for 
35 nriworkprouidtr servicfr 
36  
37 Up ro $50 for 
38 non-nmwork 
39 ~rovidcrse rvices 
40 
41 Lense.s 42 S ingle vision (2 lmrer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .,.35 0' 
43  Bifocd (2 lcnscs) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ,.3 80' 
44 .Trifocal (2 lenses) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$.9.5 .  
45  Lcnricular (2 lenses) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ,.3 155' 
46 
47 Frames $70' 
48 
49 Contacr lcnres (2 lenses) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ...$I  05' 
50 in p l a ~ co iallow=nccsi or cunuenriond icnscr and irama rhovi 
51 
52 N t m r k p r o v i d n i  offcr a dirrount on Icnrcr, frames, and contact Icnr~s;r hc implaycr will pay ,he nmmrk 
53 providn rhe rxccs ovcr rhi amouno shown in rhc rchcdvlc ahovc. Nan-ncwork providrr chargcl iar 
54 Icnscs. fnmcr. and conracs lrnsrr arc rcimhurxd up to rhc amounrr shown in rhr rihcdulc abort; no 
55 dircounr nppiies. 
56 
Paricnrs will incur an addirional charge for non-covered lens oprionr ruch aslens I 
or hardening, rinrr, or phorochromic, polycarbonare, or rcrarch-resirrant or sharrcr-rcrirranr 2 
lenses. 3 
4 
All other vision care u p e n r o  are not covered undcr chis bcnefir, bur may be covered ar a medical 5 
condition under thcTradiriona1 Mcdical Plan. 6 
7 
2. The following vision care apenrer are nor covered: 8 
9 
1 a. Special supplier, such as "on-prescriprion sungla%. and subnormal virion aids. 10 
11 
b. Orrhapricr or vision training and any arsociared supplemental testing. 12 
I~?  . 
c. Plano lenses (less than a e.38 dioprcr power), w o  pair of glasses in lieu of bifocalr, or extra 14 
charger for progressive lenrer inexcerr of chc b i f o d  allowam. I5  
~1 6~  
d. Mcdial or surgical rrerrmcnr of the eyes. (However, nmuo;kprovi&o offer dincounrr for 17 
refractive surgery1 - I8  
19 
c. Corrccrivi virion rrearmenr of an crprrirnrntol naruw. 20 
2 1 
f. Solurionr and/or cleaning producrs for rprcracle glasses or contact Icnscs. 22 
23  
g. Costs above the maximum covcrcd npenrer. 24 
25 
h. Services or supplies nor listed ar covered expenses. 26 
27 
i. Sclvices or supplier rccrived while the individual was nor covered under the plan or charges 28 
for lcnrer and frames furnished or ordercd before the individual becamc covered under rhe 29 
plan. 30 ,. 
31 
j. Scrvicer or supplier received more rhan sixry (60) days after the irrviir wpnrmtddue 32 
aurhorizes the parienr'r virion care benefirs. 3 3  
1 34 
G. Prescription Drug Benefit 35 
36 
Benefits arc subjecr to all Traditional Medical Plan provisions, including exclurionr. 37  
38  
I .  Prefcrrcd pharmacy card program. 39  
40 
a. Description of benefic. 41 
42 
Employeer and dependcnrr may obrain covcrcd prcscriprion drugs through the preferred 43  
pharmacy card program or through any licensed pharmacirr 44 
45  
b. Covered prcrcriprian drug expenses. 46  
47 
Thc Plan covers the following rntdirolly nrirsrary prescription drug erpcnrcs: 48 
49 
I) Lqmd drug. which murr be dirpcnrcd under federal or scare law rhrough the wrirren 50 
prescription of a phy~iciano r drnrit 51 
52 
2) lnjecrable insulin (including nccdles, syringa, chem scrips, chcm pads and lancers when 53 
prercribcd along wirh insulin) when ordered in writing by rhe p~ r i en rpih Yri<ian. 54 
55 
3) Antigen or alleru serum prescribed by a phyiicinn in wriring. 56 
A-33 
1 'Thr I'lan also covers prescribed &nd dnrgr for conrraceprion and smoking cessation. 
2 
3 However, any drug labeled "Caurion - Limired by Fcderd Law to Investigational Use' or any 
4 ~ ~ ~ ~ ~ i mdrcugn, revaenl   though a charge is made ro the ~ ~ r is ~nor~ a rcov, er ed prescription 
5 expense. 
6 
7 c. Maximum medicarion covered. 
8 
9 The program covers a supply of medicarion which, when raken according co thephyriciani 
10 written order, docs nor exceed a rhirry-four (34)-day supply 
I1 
12 2. Moilrerviiepnirriphon drugprogram. 
13  
14 a. Dcscripiion of benefic. 
15 
16 Employees and eligible dependents may use the moil rrmiie prcicriprion drug pragrarn to 
17 obtain covered prescription drugs. 
18 
19 Unlers thephy~icianin dicares orherwire, a generic equivalcnr of rhe prescribed drug will be 
20 dispensed when available and permirriblc under the law 
.7 1 
22 b. Covered prescription drug expenses. 
23  
The  Plan covers the following rnrdiinlly ntrtrrary preroiprion drug expenses: 
1) Ltgcnd  drug^, which must be dispensed under fedcral or scare law rhrough the wrirren 
prcscriprion of a phyririan or dmrisr. 
2) lnjecrable insulin (including ncedlcr, syringes, chem strips, chcm pads and lancers when 
prescribed along wirh insulin) when oidcrcd in writing by the parienriphylirion. 
The  Plan also covers prescribed kgggddrugr for conrrareption and smoking ccaaarion. 
34 . c. Maximum medication covered. 
35 
36 Thc program covers a supply of mcdicarion which, when raken according ro rhc physiiioni 
37  writrcn order, does nor crcccd a ninety (90)-day supply per prescription or reiill. Authorized 
38 rcfillr arc covered only ahrr rhr initial subsrance has bccn used. Certain conrrolled 
39  subscancer arc rubjccr to quanrity limirarionr. 
40  
4 1 3. Exclusions. 
42 
43  No bmefrr are payable under the prercriprian drug programs for rhe following: 
44 
45  a. Appliances. devices, or orhcr nondrug ircmr. including but nor limited ro rhcrapeuric dwiccs 
46 or artificial appliance. Howcver chis does nor apply to nccdlcs, syringes, or orhcr diabrric 
47 ~ ~ ~ ~whleni pcresrcri bed dong wirh insulin. 
48 
49 b. Any charges for the adminirrrarion or injcirion of any drug. 
.5n~   
51 c. Any prcrcriprion for which h e  pcrron is eligible to receive henciirs under another employeis 
52 group benefic plan or a workers' ~ ~ ~ ~ ~ n rlaaw rori foromn   any municipdity, stare. or federd 
53  program. 
54 
55 d.  Any prescriprion filled in excor a f  rhc number prescribed by rhcphyririanor any refill after 
56 one (1) ycar from the date of the  phyririani order 
e. Immunizing agcnrr, cxccpr rhar allergy rcrum (anrigen) is covered undcr the prcrcriprion 
drug card program with a phyiiioni written prcrcription. 
f. All medications ro rrcar scxual dyrfuncrion, unless rhc paricnr is being created for a diagnosed 
m e d i d  condition. 
g. Fcrriliry agents, unless approved by the muire rcpre~eniativr 
h. Obesity drugs. 
i. Drugs dispensed during an inpatient admission by a horpitol, diNtd nuning firilig 
sanatorium, or orher bciliry 
j. Expcrimenral drugs or drugs used for invcsrigarional purposes. 
k. Drugs char arc nor mrdicnUy ncrrirary for the rrearmcnr of an illness, injury, or other covered 16 
condition, including vitamins, exccpr as spccificdly provided by the Plan. 17 
18 
1 I ,  lniurion therapy drugs exccpr as described in the home health care benefit. 19 
m. Delivery or handling charger. 
n. Any servicc or supply athewire excluded by the Plan. 
I H. Traditional Medical Plan U l u i o n s  
These charges are deducted from the eligible expenses before che bentfirs of rhis Plan arc 
determined. The Plan doer not pay for charges far or relarcd ro: 
I 1. Any accident or illness covered by a workerr' compensation law 
2. Services or supplies nor iccommendcd and approved by a ph~irinno r orher covered health rare 
professional or provided beforc the person becomes covercd under rhir Plan. 
3. Services or supplier rhar the Plan's rnu i~nt  pn~cnroaurdcrcrminesa re nor mrdi<al(y ncrtiray for 
rrearmenr ofan accidrncal injury, illnes, or other condition covered under rhe Plan. This includes 
routine p h p i d  examinarionr, immunizations, or other preventive z<rvirn andsupplie~,e rccpr as 
specifidly provided by the Plan. 
lnparicnr hospirnl care (including phyiirion visits while hospitalized) is not conridered mtdi<a/ly 
nccemrry when rhc care can be pmvided rafcly in an ourparient setting, ruch as a horpiral 
aurpatienr drparrmenr, physician> ofice, or an ambulatory surgicaJ faciliry, without adversely 
affecting the parienir phys id  condition. 
Examples of care rhat gcncrdly should be in an outparicnr rerring include observarion 
and/or diagnosricrrudies, surgcry rhat can bc on arame-day basis, and psychiatric care 
primarily aimcd at conrrolling or changing the parienir environment. 
48 
4. Amounts exceeding urua l rndmi~ma~chargcr .  41 
,$0"  
5 .  SkiI~dnuriingfi~iIiy~crvicwchie n the services usually arc nor provided by ruch facilirirr or when 51 
rhc services are nor cxpecred ro lcrren the disability and enable rhc person ro live outside rhc I2 
faciliry Howcver, rkilltd nurringfiriliy rcrvices are cavcrcd for rhc rrrminal parienr when the 53 
illncrr has reached a poinr of prcdicrablc end. 54 
55 
6 .  Services or supplier relarcd to cormcric surgery, except ar rpccifically provided. 56 
7. Services or supplier rclared to obesiry, unlesr approved in advance by rhe i n v b  npreirntariur 
according to wrirren guid~lines. Employees may request a copy of the by calling rhe 
~ r u i irie p~pi lmnci~~~.  
8. Any rrearmenr or rcrvices required in connection wirh a sex transformarion. 
9. Servico or supplier ro the exrcnr rhey are covered under m y  Compony-iporuoredphn rhar har been 
disconrinued. 
10. Services or supplier to rhe exrcnr rhey arc covered under any fcdcml, stare. or ocher government 
plan, except where required by law 
I I .  Confinement or surgical, medical, or orher rrearmenr. rcrvices, or supplies reccived in or from a 
U.S. Government horpirol, excepr as required by law. 
12. Services or rupplio for which no charge is made or charges the employee or dependenr is nor 
required to pay 
13. Dyslexia, visual analysis therapy, or training relarcd to muaular imbalance of rhc qe, or for 
orrhoprics. Howwer coveragc is provided for up to sii (6) months when necesary to correct muscle 
imbalance (rrrabismur, erorropia, ar exurropia) if rreatmenr bcginr before the pennnb 12th birchday 
14. Complrrion of claim forms or rcporrs. 
15. Full body compurerized axial tomography (CAT) scans other than at  a horpitolor an inrrirurion 
having an agreement wirh a hoipirniro rupply rhese rervicer. Howevei, cxpenses arc covered under 
other circumstancer if the equipment is required and certified by the phyiiridn for immcdiare use 
to diagaorc a potenrially life-rhrearcning condiriun or if the services arc provided ar a p/yiriani 
~ f i i i c ~cl.i nic, or ocher inrrirurion approved by rile Company fur uchcr than emergency use. 
16. Bcnefics payable under any auromabilc medical, injury pmcrcrion (I'IP), auromobilc 
no-fault, auromobilc uninsured or underinsured mororirr, hommwncri, or cammercial prcmises 
n~edicalc overagc when such conrrarr or iniurancr is issued ro or provider bencfirs available ro rhc 
patient. Any benefirr paid by this Plan before benefirr are paid under one of rhcse orher types of 
conrracrs or insurance arc to araiit rhe paricnr and do nor indiwrc the arvirr repnrtntariur 
ir acting ar a volunrecr or waiving any righr to reimbunemenr or subrogation. 
17. Erptrirnrnral or invni i~ac ionni~rrvoicr ~su~p plier, or rclarcd complicarions. 
18. Serviccs or supplier relared ro rrcarmenr of mrnia/illn~ssi,n cluding eating disorders, or rubitanre 
<but ,  excepr as specifically provided. 
19. Services or supplies rclarcd to rrcarmenr ofTMJ and MPDS. cxcepr as rpecifically provided. 
20. Smoking ccrsarion rrcarmcnr, exccpr as specifically provided 
21. Radial kcrarotomy or ocher eye surgery ro correcr refncrive errors, cxccpt when preoperarivr 
visual acuity is 20150 or l o i  wirh a Icnr. 
23. lr~ferrilitys ervices or ~ ~ ~ p l iinr crlu, d ing but nor limircd ro in virio fertilization: artificial 
insemination; embryo transfer; gamere inrnhllopian transfer (GIFT); microinjecrions; wna 
drilling; sperm prepaiarian; sperm rcpararion; fcrriliry drugs (including bur nor limircd to 
Clomid, Fergonal, Serophene, or HCG) when associarcd with any arrificial mcanr ofconceprion; 
consecutive follicular ulmsoundr, cycle therapy, or corresponding lab rcrrs when associated with 
any artificial means of conceprion; any tests. visits, conrulrarions, or trcarmenr relared ro, or 
rcsulring in, one of rhc preceding lirrcd non-covered services. 
25. Services or supplies requirrd by law ro be provided by any school sysrem. 
26. Education. rpccial educarion, or job rraining, whcrher or nor provided by a faciliry rhar also 
provides medical or prychiarric care. 
I 27. Marriage counseling. family counseling, child counseling, career counseling, social adjurrmenr 
counseling, pastoral counseling, or financial counseling. 
I 28. Inrentionally self-inflicrcd injury, unless under rrearmenr for a mrnin l i l lnm 
I 29. Missed appoinrmenrr. 
30. Equipmcnr or supplies rhar are nor ralely related to rhe medical care of a diagnosed illnerr or 
injury Examples includc, bur are nor limiced ro, any luxury or convcnicnce item or supplfi 
gcneral exercise equipment, modificarion ro home (e.g.. whcelihair ramps, support railings) or 
automobile or van (e.g., ramps. lifts), enviranmenral conrrol devices ( e g ,  air conditioners, 
purifiers, humidifiers), swimming pool, spa or whirlpool, Crahmaric or similar bed, orrhopcdic 
chair, special car sear, or m y  personal hygicne irem. 
31. The following home health care and hospice services: 
a. Homemaker or hourekecping services. 
b. Services provided by volunreers, household mcmberr, family, or friends, 
c. Unnecessary or inappropriate sewicea, food, clothing, housing, or rmn~~or ta t inn .  
d. Social rcrvicer. 
e. Psychiarric care. 
f. Maintenance or rwrodiol rare, 
g. Supplies or rervicer nor included in rhc wrirren horn< health or hospice rare r m n ~ n t p l a nor 
nor orhewise covered. 
h. Hospice services to ocher family members, including bereavemenr counrcling. 
i. Hospice rcrvicer of financial, legal, or rpirirual counselors. 
I I. Right to Receive snd Rel- Necessvy Information 
As a condirion of receiving benefirr under this Plan, rhc parienr agrees to authorire: 
I .  Any phy~ician,h orpirol, or ocher prouihr or parry having knowledge to dirclare ro the service 
reprcrcnrarive any medical information rcquerred to administer chis Plan. 
2. The  rcrvict nprrrmrotiuc ro: 
a. Examine medical records at rhc oficcr of any phyrician, horpirdi or orher providcrro verify 
services or supplicl. 
b. Releare to or obrain from any ocher insurer, organizarion, or person any information 
necessary to adminirrcr rhc coordination of benefic provirioni. 
c. Exercise the rubrogation rights described in Section 17 releaing any informarion about 
rhe accident, injuries, and bcncfirs or services rcceivcd ro any person who may be liable to 
rhe parient, to that person's insurer, or ro rhe iemirr rcprc~ce~?true. 
d,  Examine emplayrncni and payroll records of the parienr ro ~cr i fyP lan digibiliry and 
enrollment. 
3. Thc remiic wp~~~enrariwyicll keep this informarion confidcncial whencver posriblc, bur undcr 
cerrain circumsrances it may be disclosed to other panics, such as: 
a. To a law enforcement or orher governmcnral authority in care of fraud or illegal activity 
b. In rerponrc ro a subpoena or judicial ordei 
c. To a medical person or inrrirurion to ~er i fyco verage or ro conduct an audit. 
d. To a professional review organizarion to review the service or conduct af  a mcdical person or 
institution. 
4. The parienr waiver any claim of privilege or confidenridiry in any action by or against the remice 
rrpre,cntotiue or the party furnirhing the informarion. 
SECTION 12 
DENTAL PLANS 
(PREFERRED DENTAL PLAN AND PREPAID DENTAL PLAN) 
k Covered Smites and Supplie, 
The following itmiirr nndiupplirr ire covered under borh the Preferred Dcnral Plan and rhc Prepaid 
Dental Plan ro rhc specified limiir. The plans pay for covered services only if rhorc services are 
performed by or undcr the direction of a liccnrcd r*nrirr or other plan-approved licensed praferrional. 
A liccnrcd &t~tiiidoesn or mean a dcnral mechanic or any orhcr rypc of dcnral rechniciun. Coverage 
is subject ro rhc benefit payment lwels, exclusions, and other piovinionr of each dental plan. 
1. Diagnostic. 
Routine cxaminarionr, X-rays, emcrgcncy cxaminarionr, and cxaminarionr by rpccialists in an 
American Dental hrociarion recognized specialry 
Examinations are covered once in a six (0-month period. Chargca to review a proposed 
trearmenr plan or for case presentation by rhc attending drnririare nor covercd. Camplcre mouth 
or panorex X-rays arc covered once in a five (5)-year period. Supplementary birewing X-rayr 
are covercd once in a nvclve (12)-monrh ~er iod.  Study and diagnostic modclr and decay 
rurcepribiliry rerrr are nor covered. 
Prophylaxis (clcaningl, either a regular prophylaxis or a pcriadanral prophylaxis, and topical 
application of fluoride. 
Prophylaxis (cleaning), eirher a regular prophylaxis or a periodontal prophylaxir, is covered once 
in a four (4)-month period. Topical applicarion of fluoridc is covercd once in a sir (6)-month 
period when performed in conjunction with prophyl~is t,o  rhc paricnis 19rh birchday. Home 
fluoride kits, cleaning of a prorthrtic oppli6nrc. plaque control, oral hygiene, or dicrary 
inrrrucrionr are nor covered. 
Firrure rcalanrs arc covcmd for eligible children under age 14. Firrurc sealant! include topically 
applied acrylic, or composite material used ro seal dcvclopmcnral grooves and pirs in reerh 
for the purpose of dcnral decay Firrure rcalanrr include application only to 
permanent molars with occlusal surfaces inracr, no decay, and no rcrrararionr. Firrure scalanrr 
exclude any repair or replacement of a realanr on any tooth wirhin three (3) ycarr of its 
apphcarioo. (This repair or rcplaccmcnt is considered included in the fee for rhc initial 
placcmenr of rhe realanr.) 
a. Minor restorarivc. 
Rcsrorarion of carious lerians (visible derrrucrion ofhard roorh structure rcsulring from moth 
decay) to a starc of funcrional acceptability using filling marerialr, such as amalgam , SI' I '  ~cate, 
or plastic. 
b. Major restorative. 
' L  
Restoration ofcarious lesions (visible dcsrrucrion ofhard roorh srrucrure rcrulring from roorh 23 
dccay) ro a scare offunctional acceptability wirh crowns, inlays, or onlays (gold, rynrheric 24 
porcelain, plastic, gold subrrirure castings, or cambinarianr). The artending hniirt  must 25 
vcrify that rerrh cannor be restored with filling marerials such ar amalgam, rilicarc, or 26 
plasric. 27 
28 
c. Limirr on minor and major rerrorarivr benefits. 29 
30 
1) Rerrararionr on the same surface or surfaces af  the same tooth are covcred once in a wo 31 
(2)-year period. If a composire ar rerrorarion ir placed on a posterior rooth, an 32 
amalgam allowance is made. 33  
34 
2) Crowns, inlays, or onlays on the ramc roorh arc cavered once in a five (5)-year period. 35 
Srainlerr rrcel crowns are covered once in a TWO (2)-year period. If a roorh can bc 36 
restored wirh a filling marcrial such ar amalgam, silicate, or plastic, an allowance is made 37 
toward the cost of any orher rype of restoration. 38 
39 
3) Appliances or restorations ncccrrary ro carrecr verrical dimension or restore the 40 
occlusion, overhang removal, rcconrouring, or polishing of rcsrorarion are nor covered. 41 
A crown urcd ar an aburmcnr ro a parrial denture is not covered unless the roorh is 42 
decayed to the cxrenr a crown would be required ro restore rhe roorh whether or nor a 43  
partial denrure is required. 44 
45 
4. Oral surgery 46 
47 
Removal of teeth and surgical procedures. Cavcrcd services include surgical and non-surgical 48 
cxrracrionr, preparation of the alveolar ridge and soh risruer of  rhe mourh for insertion of 49 
denturo, ridge urcnrion for insnlion of drnrurer (vcrrihuloplar~)a, nd matmcnr of pathological 50 
conditions and taumaric &cia1 injuries. 51 
52 
Extraoral grafts (gr&ingofrirrucs from outride the mouth or uringirtificial marcridr) and rooth 53 
rranrplanrs are not covered. 54 
55 
5. Pcriodonries. 56 
Surgical and "on-surgical procedures for rrearmenr of rhc cissues supporting the rceth. These 
include root planing. subgingival curerrage, gingivecromy, and limited adj~rrmenrsr o occlusion 
(eight (8) recrh or fewer) such as smooching of recrh or reducing cusps. 
Periodontal splinting andlor crown and bridgework ured in conjunction with periodonral 
splinting arc nor coucred. Root planing or rubgingival curerrage (bur nor borh) are covered once 
in a ovelve (12)-month period. Major (complete) occlusal adjurrmenr and pcriodonral appliancer 
arc nor covered. 
Procedures for pulpal and root canal rhcrapF Covered services include pulp exposure rrearment, 
pulpororny, and apicuecramy 
Roor canal riearmenr on rhe same tooth is covcrcd only once in a w o  (2)-year period 
Space maintainen when ured to mainrain space for cruprion of permanent reerh. 
Replacement of a space mainraincr previously paid for by the pardriparing plan is nor cwered. 
Dentures, bridgrr, partial denrurcs, and relared iremr and adjurrmcnr or repair of an existing 
prosrhcric device. 
Replacement of an exisring prosrheric device is covered only if it is unrcrviccablc and cannor 
be madc rcrviceablc. Services necessary ro makc rhc dcvicc serviceable are covercd. 
I'rosrheric dwicer are covcred only five (5) years after any prior dcvice was paid for under 
rhoe plans. 
a. Full. immediate, and overdenrurer. 
If peraonalilcd restorations or rpecialilcd rrcarmcnrs are ured, [he I'lan payr the appropriate 
amount for a full, immediate, or overdenture toward the cox of chis treatment. Roor canal 
thempy performed in conjunction wirh overdenrurer is limired to wo (2) rccrh per arch. 
Temporary dcnrurcr are not covered. 
If a morc clabararc or precision device is used ro rcrrorc the care, rhe Plan pays for a c a r  
chromc and acrylrylic parrial drnrurc (applied roward the cost of any orhcr proccdurr). 
c. Denture adjustmenrr and relines. 
Dencure adjusrmenrr and rclincr done mom rhan six (6) monrhr after inirial placement 
arc covered. Subsequent relines or jump rebarer (nor horh) arc covered once in a twelve 
(12)-month period. 
d ,  Implants 
'The Plan payr rhc appropriacc amounr for a full or partial denrurc. applied coward appliances 
constructed on the implanr. If the plan makcs an allowance toward rhe carr of such 
appliance, ir will nor cover any rcplaccmenr for five (5) years. 
A-40 
Duplicate denture, cleaning ofprmih<rico pplinnrri, rcmporap denrurei, surgical placement 
or removal of implanrr or arrachmcnrr ro implants, or crowns and copings in conjuncrion 
wirh ovcrdenrurcr are nor covered. 
Correcrion or previnrion of malocclusion. Under the Preferred Denral Plan only, orclusal guards 
far bruxism are covercd. 
Any services or supplies for orrhodanric trearmenr (rrraighrening of reerh) including correcrion or 
prevention of malocclusion, except ar specifically provided as orthodontic carc, are nor covcrcd. 
10. Gcncral anerrheria. 13 
14 
a. General anesrhcria is covered when mtdically ntrcriary and adminisrered by a drnrirr in 15 
connccrion with a covered oral. endodonric, or periodontal rurgical pracedurc. 16 
.1,7   
b. (Prepaid Dencal Plan only) Gcneal anesthesia is covered when mediroliy nrcclrary for 18 
children through age six (6) and younger or for a physically or developmenrally disabled 19 
person when adminisrered in connection wirh a covered dental procedure. 20 
21 
B. D c n d  Plv l  E r d v r i o ~  22 
23  
The plans will nor pay for charges for or related to: 24 
25 
I. Scrvicer payable under workers' compensarion or employers' liabiliry laws of any federal or state 26 
or provincial government agency or provided free to rhc eligible penon by any similar agency, 27 
except to the extent char rhcre paymcnrs are inautlici~nr o pay for covered denral benefits. 28 
7') 
2. Procedures, appliances, or rerrorarions primarily far cosmeric purposcr, including laminates or 
bleaching of reerh. 
3. Any charge incurred while nor covered under a Company-pomoedphn; however 
a. mere rhe covered dcnral bcncfir war norcd by rhe &nrirr ar required before rhc employee 
terminated employmenr (unless rhe benefit war rubjccr to rhe predcrerminarion procedure 
and war submirred ro rhe ~ervire pr<~tniatiur)s,e rvices arc covercd if performed during the 
three (3) calendar manrhr aher rhe termination. 
h. Chargcr in connection with a prosrheric device, whkh includo the aburmcnr crowns of a 
parrial denture, are covercd ifdenture imprssionr were taken while the employer was actively 
cmployid andcovered under chese dcnml plans and were inrcalkd or delivered within the rhree 
(3) calendar months ahcr rerminarion of the cmployec'r cmploymenr. Charges are nor covercd 
if dencure impressions were r&n beforc coverage began or &er rhc dare rhe employee 
rcrminared employmenr, unlrrs rhcy mcer rhe requircmcnrs of rubsccrion a. ahove. 
c. Charges in connerrinn wirh n crown reguimd ro rcrrore a tooth (independent of rhc use of 
rhc crown in connection wirh a parrial denrurc) arc covered if rhc rwrh war prepared for rhe 
crown while rhe person was eligible or rhe crown war inscalled in accordance wirh subsection 
a. above. 
d.  Charges in ronnp~rionw ith covered onhodontic rrrarmcnr are covered if performed during 
the rhrce (3) calendar monrhr afrcr rcrminarion of rhc employre's cmploymcnr. 
4. Anrlgrio (such as nitrous oridcor incravenour rcdation) or any orhercupharicdrugr, injections. 
or prercriprion drugs. 
2 
3 6. Full-mouth rcconrrrucrian (extensive rrearment plans involving ten (101 or more crowns or unirs 
4 of fixed bridgework). 
5 
6 7. Rilure to keep a scheduled denral appoinrmenr. 
7 
8. All other scrviccr not specified ar covered dcnral benefits or nor specifically included in this 
program. 
9. Covered dcnral benefits for orthodontic care over rhc $2,000 lifetime maximum benefic for each 
cligiblr person. 
I I. Experimental denral services or supplies (and relared ~om~licarionrw)h ore use ir nor generally 
recognized by rhc American Dental Association as terred and acccpred dcnral practice. This 
exclurion also applies to items requiring Food and Drug Administration or orhcr govcrnmenral 
agency approval if nor granred when rhc service or supply was ordercd. 
12. Services to rrcar rcmporomandibular joinis (jaw joints). 
13, Patient management problems. 
I 5  hborarory examinarion of rirsue specimen. 
16. Habir-breaking appliances 
17. (Prepaid Dcnral Plan only) Services or rrearment, which in rhe opinion of rhc portiiipring 
prouidcrare nor necessary far the paricnt's dental health. 
18. (Prepaid Dental Plan only) Remomble parrial bridges are covered only if replacing w o  (2) 
or more missing rccrh in che ramc arch. Fixed bridges to rcplacc mising reerh are considered 
~ p r i a r~re~arml e nt; rhe paricnr is responsible for the difference in cost bewcctl the &ntiirl 
allowable fecr for the covered removable bridge bencfir and the fired bridge. Replaccmenr of 
an exact exisring fixed bridge is covered only if the existing bridge ir ar lcarr five (51 years old 
and cannot be made serviceable. 
SECTION 13 
PREFERRED DENTAL PLAN 
Description of Prderred D e n d  Plan 
Under the Preferred Dmrd  Plan, cmployces and eligible dependents may receive dcnral care from any 
licensed &niiii. Howwer, benefirs are paid ar a higher lwrl if the rcrviccs arc received from a nnwork 
prouihr Nenuorkproui&n have agreed ra bill the Plan's imvicr nprrrrnrndur dirrcrly, eliminating rhc 
need for claim forms. 
Plvl  Payment Levels 
The Plan pays for covered ivviiri  andrupplic~a r follows: 
a. Diagnosric and prevcnrivc rrrvirex nnd ~uppl ina re paid ar nincry (90%) pcrcenr of I 
charges. 2 
b. Oral surgc~y,m inor rwrorariuc, pcriodontic, endodontic, and pcdodanric services and 4 
rupplies are paid at eighry (80%) pcrcenr ofcharger. 5 
6 
E .  Major rcrrorative, prosthodontic, and orrhodonric icruim nndsupplitrare paid ar rixry (60%) 7 
perccnr of charge. 8 
9 
2. Smiccc nndiupplirr received from orhcr covered hriru who are nor n<nuarkprovi&n. 10 
I~  ~I  
a. Diagnosric and prwenrive irruirs and rupplief are paid at rwcnry (70%) percenr of I2 
maximum nlbwabkfia. 13 
14 
b. Oral surgery, minor resrorarivc, periodontic, cndodonric, and pedodondc services and 15 
supplies arc paid at  scvcnry (70%) percent of rnmirnurn oibuabLfief. 16 
17 
c. Major restorarive and prosrhodontic itrvice~a n d ~ p p l i ar e paid at tifry (50%) percenr of I8  
marimurn ahrudblfirr  19 
20 
d. Orthodontic srrvirrr and iupplit~a rc paid ar sixty (60%) percenr of marirnirrn olbwoblr 21 
fi<s . 22 
23 
C. Maximum Bcncfiu 24 
2 5  
Exrept for orrhodonric rreatmenr, the maximum benefic payable for all denral services is $2,000 for 26 
each eligible peaon cach year 27  
28 
For orrhodanric rreacmenc, the liferime maximum benefic payable during d l  periods the eligible 29 
pcaon is covered under this Plan is $2.000. 30 
31 
32 
SECTION 14 
PREPAID DENTAL PLAN 
k Description of Prepaid D e n 4  Plan 
The Prepaid D c n d  Plan offcrs compkm dcncal a r c  ro crnployocr and cligiblc dependents by a 
n<rworkofportiripotingp~o~i&r~. 
Employees murr select a prrriripatin8pmv&~ at  cnrollmenr. All covered dental rerviccr, exccpr 
orrhodonric and our-of-area emergency care, are provided to rhe cmployce and eligible dependents 
by rhis relerted p r o ~ i & ~  
Ernploycts wishing m rranrfcr to anothet pnrriciporingprovidrr must conract rhc urvicc npnicntativr 
An approved transfer is effecriuc rhc first day ofthc month fallowing receipt of thc  change rcquesr by 
rhc ~rrvierr eprt~mrativr,i f reccivrd by the 25th of rhc month. 
Orrhodonric care may be obtained from any licensed &nn'rr 51 
,47-  
C. Plan Payment L m L  and Mprimum BeneGu 53 
54 
Thc Plan provides all nccernry covered denral ~trnirrrn nd rirpplits ar no cost ro crnploycer and 55 
rligiblc dcpcndenrs except as rpccificd hdmv, rubjtcr m the p l > b c xclusionr and lirnirrrionr. 5 6  
I I. The Plan pays fifry (50%) percent of m d u m a Nowo61Pjes for orthodontic serviccs to a $2,000 
2 lifcrime maximum during all periods rhc eligible person is covcrcd under the Plan. 
4 2. The Plan pays up  to $50 of reasonable charger for our-of-area emergency ifruirri andruppirrr. 
I 5  
6 D. Our-of-ha Emergencicr 
7 
8 The Plan provides an our-af-area emergency benefit for denral rtrvirrr and iupplia provided by a 
9 licensed hnrirr who is not a mcmbei of rhe providrr nriwork. Our-of-arca means the covered 
10 perran is more than Bfcy (50) miles from the sclecredpdrticip~ringprou&r The Plan pays reasonable 
I I charges for rhoe  itruirei and iupplie,, wirhout prior approval, ro a maximum of $50. Payment for 
12 our-af-arca emergencier is made only if all thesc conditions apply: 
13  
14 I. 'The dental care is providcd by a drntir ourride the Plan's service area. 
15 
16 2. The service or supply is covered under the Plan. 
17 
3. The denral care is required for an acurc condition and is provided solely for the immediate rclief 
of rhar condirion. 
4. l h e  prienr a u l d  nor have bcen rcaanabl~a p e d 1 0 go to r h e ~ l e ~ ~ e d p ~ p t i n ~ p & f othf eom .  
SECTION 15 
SCHEDULED DENTAL PUW 
A. D u u i p r i o n  of Scheduled Dend Plan 
The  Schcdul~dD ental I'lan pays for covered expenses, m chc maximum amounrr listed in rhc 
Schcdule of Covered Denral Scrvices (Section 15.F.L in connecrion with rhc prevenrion, diagnosis, or 
rrearmcnr of denral disease or rreacmmt o f  a non-occupaciunal accidenol injury 
3 3  
34 EmploFes and eligible dependeorr may rcceive denral care fmm any liccnsed r*niiir. They also may 
35 rcccivc ~uvcredp iusthodontic rcrviccs from any licensed dcnrurirr. 
36  
37 C. Dedueiblcr. 
38  
39  Deducriblcs arc crpenrcr for ccrrain covered xerviro o n d i u p p L  rhar the crnploycc or dependent must 
40 pay cach ycar before bcncfirs arc payable. Covercd denral expenses are divided into rwo (2) 
41 caregorics far the purpose of applying deducriblea: 
42 
43  1, Diagnosric and prcventivc serviccs. 
44 
45 Dcducribles are nor applied ro covered dcnral apenrcr in this carcgory 
46 
47 2. All other covered denral expenses. 
48 
49 Thc deducrible for chis caregory is $25 each year for each person covered under the Plan. However, 
50 if rhree (3) or more family members have a combined deditctiblc rotaling $75, no furrher 
51 dcducrihle will be applied for any covcred farnily member during rhc remainder of the year 
52 
53  D. Plao Payment Lweh  
54 
55 Aficr satisfaction of rhe yearly dcducrible (and subject to the limitations and exclusions of the Plm), 
56  rhc Plan pays ior covered icruim and s ~ p p l ia~s lf ollows: 
I. The Plan pays the rnmimum a/hz,abIrjt<f or che service lisrcd below, hur nor mare rhan I 
rhe maximum expense indinrcd for each service in rhe Schedule of Covered Dcnral Services 2 
(Sccrion 1S.F.). 3 
4 
a. Oral examinations, including scaling and cle~ningo f teeth. 5 
6 
b. Topical rpplicarion ofaodium or aannaur fluoride 
r. Applicarion of a firrurc scalanr. 
d. Denral X-rays. 
c. Extr~c.ctionsi.n cluding rho* required to correct malocclurian 
i Oral surgery, including excision of impacccd teeth. 
g. Fillings. 
h. Trearmcnt ofperiodontal and othcr diseases ofrhe gums and mouth. 
i. Endodonric rrearmcnr, including root canal thcrapy 
j. Space mainrainen. 23 
24 
k. Crowns and initial inscallstion of fxrd bridgework (including inlays and crowns ro form 25 
abutmenrr) 26 
27 
I. Initial inrrallarion (including adjurrmenrs during the six (6)-monch period following 28 
installation) of a prosrheric dwice (including crowns and inlays thrh form ahurmenrs). 29 
30 
m. Replacement of nn aisring parrial or full removable denrure or h e d  bridgework or the 31 
addition of reerh ro an exirring parrial removable denrure or ro hridgework, bur only if 32 
cvidence sari~facrorym  rhe remicc rqmicnratiot L preacnted char: 33 
34 
1) The existing denrure or bridgework was inrrallcd ar leasr Eve ( 5 )  years prior 10 
irr replacemenr and rhar rhe airring denture or bridgework cannot be made 
itniceable, or 
2)  The a i n i n g  denrure or bridgework is an immediare cemparaly denrure ar bridgework 
and replaccrnenr by a pcrmanenr denrure or bridgework is required, and raker place 
wirhin wclve (12) months from the dare of inrcallarion of rhe immcdiare remporary 
denture or bridgework. 
n. Repair or rrcemcnrarion of inlsys. c~ownib,  ridgework, dcnrurcs, or relining ofdcnturcs. 
a. Orrhodonric care 
2. Thc allowance for a dental procedure nor listed in the Schedule of Covcrrd Dcnral Services is 
determined by raking inro account the nature and camplexily ofrhc treatment. Thc allowance ir 
consiirenr with those lirred in the schedule. In no evcnr will an allowancr fot an unlisred service 
br made for a procedure covered by rhe Medical Plan. 
Ercepr for ~rrhodonricr rearmcnr, rhr maximum hcncfir payable for all drntal rrrviccr ir $2,000 far 
each eligible prrran each ycar 
Far orrhodonric rrearmenr, the lifetime maximum benefic payable during all periods the eligible 
person is covered under this Plan is $2,000. 
F. Schedule of Covered h o d S ervice 
ADA Code Mvimum 
Cowmi Expense 
DlAGNOSTlC 
Euminationr (limit one per course of treatment); 
DO150 Comprehensive oral evaluation . . . . . . . . . . . . . . . . . . . . . . . . . . ..$ 48 
DO120 Pcriodic oral exam . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..2 6 
DO140 Limiced oral edurlulrion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.  7  
Radiappha !X-rays): 
Complcte mourh X-rays 
(limit once in a finycu period) 
DO210 inrraoral (including hirewings) . . . . . . . . . . . . . . . . . . . . . . . ..6 9 
DO330 Panoramic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5. 3.  
lntraoral periapical 
DO220 Single, finr film.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..I 4 
DO230 Each addirional film . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 1  
Bitewings 
(limit once in a 11-month period) 
DO270 Single film . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 3 
DO272 Twofilmr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.1.  
DO274 Four films . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3. 2  
PREVENTIVE 
Prophylaxis (limit once in a four-month pcriod): 
Dl110 Age 14 and over . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..5.8  
01 120 Toage14 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37.  . .  
Fluoride l iurment  (limit once in a sir-month period): 
01203lDI204 Tupicai ipplicacian of fluuridc . . . . . . . . . . . . . . . . . . . . . . . . . . .2.1 
F i s m  Sedulrr (to ige 16); 
Dl351 Topical applicarion of firrure sealants (per qurdrant) . . . . . . . . . . . ..2 6 
MINOR RESTORATIONS 
Amalgam Rutorationm; 
D2140 Primaryo r permanent - ~ n scurf ace . . . . . . . . . . . . . . . . . . . . . . .5. 8  
D2150 Primary or permanenr - w a  surfacer.. . . . . . . . . . . . . . . . . . . . . . ..7 4 
02160 Primary or permanent - three surfacer . . . . . . . . . . . . . . . . . . . . . . .9 5  
D2161 &rmancnt - four ruifaca . . . . . . . . . . . . . . . . . . . . . . . . . . . .,.1.1 6  
D2951 Pin retention - exclusive of amalgam . . . . . . . . . . . . . . . . . . . . . . . ..I 6 
Other Minor Restoration% 
02330 Resin - one rurhcc anterior . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..6.9 
D233 1 Resin - nuo surfaclr anrcriar . . . . . . . . . . . . . . . . . . . . . . . . . . . . ...90  
D2332 Resin - rhree surfaces anterior . . . . . . . . . . . . . . . . . . . . . . . . . . .,.1 16 
D2335 Rcsin - four or morr surfaces anterior ...................... ,127 
Dl391 Resin-basrd composite - onc rurhcc (primary or . . . . .7 4 
02392 Rcsin-bared composire - wo surfacer (primary or permanend . . . . , 100 
D2393 Resin-based cornparice - rhrcc surfaces (primary or permanent) . . . 1 2 7  
ADA Code 
MAJOR RESTORAnONS 
Inlays and Onlayr: 
D25lO Gold inlay .on e surface . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 217 
D2520 Gold inlay .w o s urfacn . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.7 5 
D2530 Gold inlay- three rurfacn . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.1 7 
02542 Metallic onlqv- nvo surfacer . . . . . . . . . . . . . . . . . . . . . . . . . . . . -.3 79 
D2543 Mrrallic onlay .rh rcc surfaccr . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.1 2 
D2544 Merallic anlay .Fo ur ~urfaccs . . . . . . . . . . . . . . . . . . . . . . . . . . .4.1 2 
D2910 Recrmrnr inlay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.2  
Cmwnr; 
D2720 Resin wlhieh noble mcrd 
D2721 Rcrin wlpredorninanrlyb ase mcral . . . . . . . . . . . . . . . . . . . . . . . .3.8 0 
D2722 &sin wlnablc metal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.8 0 
D2740 Porcelain/ccramic noble . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.8 0 
D2750 Porcelain fused to high noble . . . . . . . . . . . . . . . . . . . . . . . . . . . .3 80  
D2751 Porcelain ca prcdominanrly bare mcrd . . . . . . . . . . . . . . . . . . . . . .3.8 0 
D2752 Porcelain iuscd ro noblc . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.8 0 
D2790 Full cart high noble rncral . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3 80 
D2791 Full casr prcdominanrly bac mcral . . . . . . . . . . . . . . . . . . . . . . . .3.8 0 
D2792 Full car  noble m e d  . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.8 0 
D2782 Crown - 314 carr noble metal . . . . . . . . . . . . . . . . . . . . . . . . . . .3.8.0  
D2930iD2931 Stainless sreel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8. 5.   
D2970 Tcmparaly (fracrurcd roach) .............................. 6 3  
D2950 Crownbuildup  . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.16  
D2920 Recemcnrcrown . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.2.   
E N D O W N n C S  
D3110 Pulp cap .di recr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.2  
D3120 R l p  cap .in dirccr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.6.  
D3220 Viral pulporomy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6. 9  
Rwt Canal Thcnpy 
( induda uestment plm. clinical proccdurer. 
m d  $110~-up caw u c l u d a  find rcrtontion): 
Single roored . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.1 2 
Bi-roored . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.1.2  
Tci-moccd . . . . . . . . . . . . . . . . . . . . . . . . . . . . ...- .. . . . . . . . . . .5 12 
Apicoccromy (performed a a rcpararc rurgicd pmrcdurc) . . . . . . . 4.1 2 
PERlODONnCS 
Nonsurgical Services; 
Compreheosivc pcriodonrd maluatian . . . . . . . . . . . . . . . . . . . . . . .  74 
Pcriodonrd prophylaris (limir once in a four-month period) . . . . . . . .7 9 
Ocrlurd adjurrmenr (limired) . . . . . . . . . . . . . . . . . . . . . . . . . . . .10.6  
Occlural adjurrmcnr (complete) . . . . . . . . . . . . . . . . . . . . . . . . . .3.0 6 
Pcriodonral scaling andlor root planing (per quadran3 . . . . . . . . . . . .9 5 
Surgical SIrvicu: 
D4210 Gingivcctomy (pcr quadranr) . . . . . . . . . . . . . . . . . . . . . . . . . . .2.9.1  
D4260 Osseous surgery (per quadranr) . . . . . . . . . . . . . . . . . . . . . . . . . . .6.4 4 
04271 F ~ r r$ oft tisue grak~. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .41.7.  
D7340 Vcrribuloplaly . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.4.9  
ADA Code M v i m u m  
C o m d E xpenre 
PROSTHODONTICS 
Dentures (includes sir (6) months port-delivery care); 
D51101D5120 Complere upper or lower . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  .$481 
D5130lD5140 Immediate upper or lower . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ., 528 
D52111D5212 Partial upper or luwcincrylic base 
(including any mnvenciuna darps and rcro) . . . . . . . . . . . . . . . . ., 317 
D5213iD5214 Partial upper or lower, predominanrly carr base wirh 
acrylic saddles (including any ronvenrional clasps and rests) . . .,58 1 
Related Denture Servicer; 
D5410-D5422 Denture adjurrmcnr (complete or partial) . . . . . . . . . . . . . . . . . . . ..3 4 
D5510 Repair denture (no teeth damage! . . . . . . . . . . . . . . . . . . . . . . . . . ..4 8 
D5520 Replacc missing or broken roarh (per tooth) . . . . . . . . . . . . . . . . . ..4 8 
D5710-D5721 Denruiecom~ersion . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  . ... 148 
D5730-D5741 Reline denture - oflice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7 9 
D5750-D5761 Reline dencure - lab . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ., 148 
Bridgework 
D6240-D6242 Pontic - porcelain - high noble, noble, and predominanrly barc . . .  ,370 
D6250-D6252 Ponric - resin - high noble. noble, and predominanrly bare . . . . . .3 7 0  
06930 Rccemcnr bridge . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..6 3 
ORAL SURGERY 
Extractions (includu local alertheria and routine posropcretive care): 
Exrracrion, erupred taorh or exposed tour . . . . . . . . . . . . . . . . . . . .6 3  
Eruprcd roorh . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ,.1 27 
Impacted toorh - aufr tissue . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 4 3  
Impacted tooth - partially bony . . . . . . . . . . . . . . . . . . . . . . . . . ,.1 85 
ImpacrrJ rooch - compleccly buny . . . . . . . . . . . . . . . . . . . . . . .2. 2 7  
Root recovery (per roorh) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..I  32 
Related Or11 Surgicd Proccduru: 
Alvcoloplrrry- per . . . . . . . . . . . . . . . . . . . . . . . . . . . . ,.1 06 
Incision and drainage of abscess - inrr~oral . . . . . . . . . . . . . . . . . . .8 5  
Frcnectomy (separate procedure) . . . . . . . . . . . . . . . . . . . . . . . . .,.19 0 
General m u t h u i (~w hen nor provided at a horpital); 
Firrr30minures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .I8.5  
Each addirianal 15 minutes (or major fracrion rhcreof) . . . . . . . . . .. 63 
ORTHODONTICS (coverage for cmployeu and drpendcnu) 
50 pcicenr of mruimum niiowablfrci ro a lifetime maximum benefit of 82,000 
If nva (2) or mare dcnral services arc rendered, payment will bc made, subject ro the provisions of  the 
Scheduled Dcnral Nan, for each denral service unless rhe Srhcdule of Covered Dental Swicrs  sprcifier a 
marirnum amount ior a particular combination of the services rcndcrcd. 
Covered dcnrd services do nor include and no benefits are payable for: 
I .  Charges for crrarmmr by arhcr rhan r drnni~,H owcvcr, this Plan will rover cemain rwmmcnr by 
a liienrcd denral hygicnirr if rhe rrcarmenr is supervised by a drntirt. The term dentist means a 
legally drnr;irpracricing within rhe scope of ruch license. For the purposes of rhir Plan. 1 
rhc rerm denknnri d ro  includes a legally qualified physician authorized by liccnre to perform the 2 
particular denral ierviccl char such person has rendered. 3 
4 
2. Charges for serviccr or supplies rhar are parrially or wholly cosmeric in nature, including charges 5 
far perionalizarion or characrerkarion of dentures. 6 
7 
3,  Any 'huge incurred whilc not covercd under rhir Plan. Howwer, where the covered dental 8 
benefit war norrd by the denrirr ar rcquired before rhe cmployec rerminarcd cmploymcnt, 9 
rcrvices are covercd if during the rhrrc (3) calendar monrhr aher the termination. 10 
II  
a. In connecrian wirh rhe charges for a prorrheric dwicc which includcr the aburmcnr crowns I2  
of a partial denture, such charger will be covered if che impressions were raken while the 13  
employce war employcd and covered undcr this Plan and inrrallcd or delivered to the parienr 14 
wirhin the nvo (2) calendar months following rerminarion of rhe cmployeei cmploymenr. 15 
Charger will nor be covered if <he imprerrianr were taken beforc he dare covcrage 16 
commenced or iftaken after the dare of termination of the  emplaycei employment. 17 
1~ R . 
b. In conntaion wirh rhe charge for a crown required for the resrorarion of 3 rwrh  I9  
(independenr a f  the use of rhe crown in connecrion wirh a parrial denture). such charges will 20 
be covered if the roorh war ~ ~ ~ ~foar trhee crdow n whilc the employee was employed and 21 
covered under this Plan and the crownis  placed wirhin rhc ma (2) calendar month 22 
following terminarion of rhe employee> employment. 23  
2- 4~  
4. Charger for the replacemenr of a lost or stolen prosthetic dwice. 25 
26 
5. Charges for any services or supplies char are for orrhodonric trearmenr (stmighrening oireerh). 27 
including correction or prwenrion of malocclurian, excepr ar specifically provided. 28 
29 
6. Charger for treatment in connecrion wirh oicuparional accidenrs or illnesses covered by any 30 
workerr' compensation law. 31 
32 
7. Charges far more ohen rhan once in each four (4)-month period. 33 
-96.  
8. Stparare charges far anesthetics or rhe adminirrrarion thereof, anesrheric supplies, or drugs, excepr 35 
general ancrrhesia when mrdicaliy nricirory 36 
97 
t 9. Thar portion of a charge rhar exccedi maximum ollowobirfPrr or exceeds the maximum rovered expense as shown in the Schedule of Covered Dcnral Services (Sccrion 15.F). 
10. Charges lirtcd as exclusions in Semian 15.H 
II . Charger for periodontal services or supplier, including periodontal splinring or bridgework, nor 
specifically Cured in rhc periodonria rccrion of rhr Schedule of Covered Denral Services. 
12. Charger for rrcarrncnr of temporomandibular joint diseare and myofasrid pain dysfunction 
syndrome (TMJIMPDS). 
H. Scheduled D r n d  Plvl Exclusions 
No bcnctirr arc payablc undcr rhir Plan for rhc charges lirrcd below; rhc amount of any ruch charger 
will be dcducrcd from rhe paricnr's cxpcnra beforc rhe covcrrd dental expcnses are used to rarirfy the 
dcducrible or beforc rhc benefits ufthis Plan arc dcrcrmincd: 
1. Charger thar would nor have been made if this Plan did nor exist or chargo that neither the 
cmploycc nor any of rhe dcpendenrr of the employee is rcquircd to pay. 
1 2. Chargcs for services or supplies rhar arc furnished or paid for by reason of rhe past or present 
2 service af any person in rhc armed forces of a government. 
3 
4 3. Charges for services or supplier char are paid for or otherwise provided for under any law of a 
5 government, excepr where rhe payments or rhe bencficr are provided by rhc government for its 
6 own civilian employees and their dependenrr, subject to rhc coordinarion of benefic provisions. 
7 
8 4. Charges for sovicej or rupplirr that am nor necessary for rrearmenr of  rhe injury or illncrs or are 
9 nor recommended and approved by the attending drntiitor charges thar arc unreasonable. 
10 
I 1  5.  Charger for failure to kccp a scheduled virir wirh rhe dmrisr 
12 
13 6. Charger far completing claim forms. 
14 
SECTION 16 
COORDINATION OF BENEFITS 
If m employee or dependent has medical, dental, or ocher healrh coverage in addirion to being covercd 
under rhese medical and denral plans. the following ruler govern coordinarion ofbencfirs wirh the other 
coveragc. Other coverage includcr, wherhcr insured or uninsured, another employeis group bcnefir plan, 
orhcr arrangement of individuals in agroup, Medicare (to rhc exrent allowed by law), individual insurance 
or hcalrh coverage, and insurance rhar pays without consideration of fault. 
The ~ n v i i rrr pnrrnrotive has rhc right to obtain and releasc any information or recover any payment ir 
conriden necessary ro adminirrci these provisions. 
'The orclusion ofgovernmenr benefirs and services is described in"Medica1 Plan Erclusionr" in Section 1 I.H., 
in  "Denral Plan Fzclurioni' in  Secrion 12.B., and in "Schedule3 Dental Plan Exclusions" in Srcrian 15.H. 
k Ordcr of Payment 
The primary plan pays its bencfirs firrr and pays irr bcnefirs without regard to benefits rhar may bc 
payable under orher plans. When another plan i s  the primary plan for health care covrragc, the 
secondary plan pays the diffrrrncr le~wccti( lie bcnrfita paid by rhc primary plan and rhar would have 
been paid had the secondary plan bccn primary 
38 I. A plan i s  conridcred primary ii. 
39 
a. I t  has no ordcr of benefit determination rules. 
b. lr has benefic dererminarion ruler rhar diffcr from oordinarion of benefit rulrr under stare 
regulations or, if nor insured, that diffcr from rhrrc rules. 
c. AJl plans that cover an individual use rhc same coordination ofbenefit rulcs. and under rhorc 
ruler, [he plan is primary 
Ift he aforemmrioned ruler do not deccrmine which group plan i s  conridcred primaiy, this plan 
applies the following coordinarion of  benefit rules: 
a. A plan rhar covcrs a person as an employee, rerircc, member. or subscriber pays before a plan 
thar covcrs rhe perran as a dcpendcnt. 
h. A plan rhar covers a person as an active cmployce or dcpendenr of an acrive employee is 
primary The plan ihar covcrs a person as a rcrired, laid-off, or orhcr inactive rmployce or 
as a dcpendenr of a rcrired, laid-off or arhcr inactive cmployec ir secondary 
c. Ifa dependent child is ~ovcrcdu nder both parenrr' group plans, rhc childi primarycoveragc 
is rhrough rhe plan of the parent whose birthday comer first in rhc calendar year, 
with recondaryrnverage provided rhrough rhr plan of rhe parenr wharc birthday comes larer 
in rhc calendar year 
d.  If a dependent childi parenrr arc divorced or reparared and r courr decree esrablishcr 
financial reponsibiliry for rhe hcalrh care ~ o v e a g co f rhe child, the plan of rhe parenr wirh 
such financial rrrponribiliry is rhc primary plan of coverage. If rhe divorce decree is silenr on 
rhc irruc of coverage, the following guidelines arc urrd: 
I) The plan of rhr parenr wirh currody pays benefits firrr. 
2) Thc plan of <he spouse of rhe parenc wirh cusrody payr second 
3) The plan of rhe parenr withour custody pays third. 15 
I.h"  
4) 'The plan of rhc spouse of the parenr wirhour currody pays fouirh. 17 
I.S~   
r .  If none of rhe aforementioned rules errahlirhes which group plan should pay firrr, rhcn [he 19 
plan char has covered the person for the longor ~ c r i o dis  ~onridcred[ he primary plan of 20 
coucrage 2-1"  
ii 
f Conrinuarion coverage under the Consolidated Omnibus Budget Reconciliarion Acr of 1485 23 
(COBRA) always is secondary to orhcr coverage. crcept as required by law. 24 
25 
g. If the cmploycc or dependenr is confined ro a horpitalwhen firrr becoming covered under 26 
rhir plan, this plan ir secondary ro any plan already covering rhc employee or dependent for 27 
rhe cligihle expenses relarcd ro thar horpiraladmirrion. If the emplaycc or dependenr does 28  
nor have other covengc for hoipiioland relarcd expenses, chis plan is primary 29 
i n  
Benefits under a Company-lponioredmedicalo r denral plan are nor coordinared wirh benefirs paid 31 
undm any other group plan offered by the Company An employee c%n receive kne6tr from only 32  
one (1) Cornpony-~p~nioredmcdicoalr  dcnral plan. Hawever, when denral rervicer pcrfarmed by 33 
a liccnred drniiir also are covered under the medical plan, rhe denral plan payr irr beneficr 6rsr 34 
and the medical plan is secondary 35 
36 
i Feded ruler govern coordinarion of benefits wirh Mcdicare. In morr carcr. Medicare is rccondary to a plan rhar covers a penon as an active employee or dependent of an  active employee. Medicare is primary in most other circumrrancer. 
B. T r d i t i o n d  Medical Plan 
The primary plan payr henetits wirhour regard ro any orhcr When rhc Tradirional 
Medical Plan ir rccondan: it adjurcr benefits so rhar the toral payable under both plans 
for upenscr covered under rhc Tradirional Medical Plan ir nor morc rhan would be payable 
under the 'Traditional Medical Plan. Neither plan pays more rhan it would wirhour coordination 
of bcnefirr. 
Plan mcanr any plan providing medical, denral, vision care, he~r inga id benefits, ar rrearmenr under 
individual insurance, group insurance, ar any ocher coverage for individuals in 1 group, whether on 
an inrurcd or uninsured hasir. 
,- 
licarmenr ofend-~rager enal discare ir covered by rheTradirional Medical Plan for rhc f i n ~th ircy (30) 53  
months following Medicare enrirlerncnr dur to end-stage renal disease, and Medicare providcr 54 
rccondary coverage. Ahcr rhir rhirry (30)-monrh pc r i~dM,  cdicare provides primary coverage and rhc 55 
'liadirianal Medical Plan provide rccondary cnvcrqe. 56 
C. Coa&atcd Care Plans 
Coordinarion of btneiir provisions vary by plan. 
Bcnefirs payable undcr rhe Scheduled Dcnral Plan, Preferred Dcnral Plan, and Prepaid Denral Plan 
rake into account any covcrage (including orrhodonric coverage) the emplayce or Family members 
have under another plan. 
Plan means any plan providing medical, denral, virion care, hearing aid bencfirr, or rrearmenr under 
group insurance or any orher covcrage for individuals in n group. wherhcr on an insured or uninsuccd 
basis. Howevcr, plan excludes any m c d i d  plan sponsored by the Company This means the dental 
planr pay first whcn dental expenses performed by a & n i t  also arc covered by any medical plan 
sponsored by the Company 
The  denral plans always pay rcgular benefits in full or a reduced amount chat, when added ro benefirr 
payable by another plan, cqualr one hundred (100%) percent of allowable expenses. 
Allowable npense mcanr any charge, up to rhe marimurn a/bwoble je~in curred during a year and 
while eligible for benefits undcr rhe Scheduled Dcnral Plan, Preferred Dental Plan, or Prepaid Dental 
Plan part or all ofwhiih would be covered under any ofrhe planr. 
No benefits are payable under chis provision unless the charges were incurred in connecrion wirh a 
denral servicc or rmmmcnr. 
SECTION 17 
WHEN AN INJURY OR ILLNESS IS CAUSED BY THE NEGLIGENCE OF ANOTHER 
If a rhird parry is legally liable for an injury or illness ro a person overed under t h w  medical and dental 
plans. rcgulnr plan bcnefirr will be paid if the injured pciron agrccr to coopcrate wirh the r r r u b  
rrprrrrniarivr in adminirrcring the plan's subragarion rights. This includes providing all rhc necessary and 
requcrrcd informarion and rubmitring bills relarrd ro the injury or illncrr to any applicable insurer The 
injured person also must agree ro reimburse rhc plan if he or she recovers paymenr from the liable parry ar 
any othcr source. A rhird parry includes any parry possibly rcsponsiblc for causing or compensating the 
injury or illncrr of a penon covercd under rhir plan, or the covcrrd person's auromobilc, homcawneri, or 
other insurance coverage. r 
SECTION I 8  
DEFINITIONS 
'The following dcfinirionr apply to iraliciled rerms in rhir documcnr: 
46 1. Act* or work m a n s  the employee is arrcnding to his or her normal duties at rhe asrigncd place of 
47 ~mploymenr.O n a holiday, marion day, weekend day, or orher regularly scheduled day off, actively 
48 at work m a n s  rhc emo. lov,e e ir nor ill..  ini,u red. or orhenvirc disabled or confind ro a ho~oiralor 
49 similar inrrirurion, and is performing the normal rcriviria of a person of his or her gendcr and age. 
50 
51 2. Albwcd chnrgr ('liadirional Medical Plan, including preferred pharmacy card program) m a n s  
52  the amount char would have been paid for like serviccr or supplies to a nriworkprovider or 
53 pam~otingngpharmnq who h a  a parriciparian agreement with the muice reprexniarivc. 
54 
55 3. Birthing rrnrrr mcanr a faciliry for normal delivery operating under rhc direction and conrrol of 
56  chr licensing or rrgularary agency in i n  location. 
4. Chiropronor means a person duly licensed in the area where his or her services are performed and 1 
practicing within thc scope o f  char license. 2 
3 
5. Chrktizn Siirnrr~onaioriumm eans a faciliry rhar, at the rime of the hcaling rreatmenr, i s  operated 4 
( ~ lirrc d) and ccnified by the First Church ofChris<, Scientist, in  Boston. Masrachurerrr. 5 
6 
6. Company-rpoaowdphnm eans a group health a r c  or dental plan approved by Boeing or one of 7 
its subsidiaries or affiliara for itr employees and dependenrr. Thir includes rhe Traditional 8 
Medical Plan, coordinated a r e  plans, health maintenance aryanirarions, Preferred Dental Plan, 9 
Prepaid Denral Plan, and Scheduled Dental Plan. 10 
I. I.  
7. Cutodihl r a n  meanr care rhar docs nor require the continuing ~crvicrro i skilled medical or I 2  
hcalrh profcssionalr and i s  primarily co assist patients in acrivirier of daily living, including 13 
insrirurional care primarily ro cupporr self-care and provide room and board. Cwiodiol ran 14 
includes, bur ir nor limired to, help in walking, gerring into and our of bed, bathing, dressing. 15 
feeding and preparation of special dictr, and supervision of medications that are ordinarily 16 
sdf-adminisrered. 17 
18 
8. Drnihtmcans a Icgally-qualifiedd rnri i tpra~ricinw~ir hin the scope of his or her license. 19 
.7.0  
9. Orpnimrntolor inuerrigdtionalw r v i o r ruppiy means: 21 
22 
a. A service or supply char mcers ar least one of rhc following criteria: 23 
24 
I )  Ir requires appro& by the Food and Drug Administration or other governmenr agency, 25 
which approvd has nor been granred when rhe rervicc or supply i s  ordercd. 26 
1-7,  
2) Ir h a  been classified by rhe national Blue Cross and Blue Shield hsociarion ar 28 
experimenral or inuesdgarional. 29 
30 
3) I r is  under clinical investigation by health professionalr. 31 
32 
4) I r  is nor generally recognized by rhc medical profession as rested and accepted medical 33 
pracdce. 34 
35 
b. Howwer, arcrvice or supply will nor beconsiderede xperimentalor investigational i f i r  i s  part 36 
of an approved clinical rrial. An approved clinical rrial i s  one that mccts each of rhe criteria 37 
in eirhcr Category 1 or 2 below. 38 
39 
I )  Category 1 40 
41 
a) The rrial has been by rhe National lnrrirurcs of Healrh, the Food and 42 
Drug Adminirrrarion, the Dcparrmenr of Vereranr Affairs, or a research center 43 
approved by rhc Plank IEIV~CC rrpnimrorivr 44 
45 
b) The rrial has been reviewed and appmvcd by a qualified inrrirurional review board. 46 
47 
c) The faciliry and personnel have rufficirnr expcriencc and training to provide the 48 
rrracnlcnr or use che rupplia. 49 
50 
2) Category 2 5 1 
52 
a) The rrial i s  ro treat a condirion rhar i s  roo n r e  to qualify for approval undcr 53 
Category I. 54 
55 
b) 'lbc rrial har hem reviewed and appruvrd by a qurlificd inrrirurional review board. 56 
C) 'The faciliry and p~rsonnelh ave ruRicienr expericilce and training to provide the 
rrearmcnr or use the supplies. 
I :3  d) The available clinical or preclinical dam provide resonable expectation rhar rhe trial rrearmcnr will hear leasr ar effective as nun-in~erri~arianathie rapy 
I i e) There is no rherapy clearly rupcrior ro the rrial rrearment 
I t 10. &ptrimentdnmun(virion care benefic) means a procedure or lens rhar is nor used universally or acceprcd by the vision cars profession, as determined by the service iepnientorivc. 
I 12 11. Formulary means a list of drugs determined ra be effective in both corr and rrrarmcnr. A I 3  non-formulary drug also may be effccrivc for rrearmcnr, bur is nor as cosr-effecrivc asfomrrlary :: or generic drugs. A group of practicing phyriciom and pharmacisrr rourincly reviews drugs ro include in rhe formulary If clinical dara show several drugs arc equally effective. 
1 l6  rhe mast corr-eff~crived rug usu~llyi s chosm. The formrrkq may change from rime ro 
17 time. 
1 18 
19 12. Home health aidr means an individual cmplayed by a home hedlrh can z g m q  or a horpirr agnrq 
20 who provides, under rhe supervision of a rrgisrcrcd nurse or plyiyiirnl rhcropirr or ipipcih therapist, 
2 1 or inrermirrenr perrunal care. ambularion and exeicisc, houachold services crrenrid to 
22 heakh care at home, and assisc~nccw ith mediccd~nso rdinaily self-adminirreicd., reporu on 
23 =hanger in conditions; and completes appropriare records. 
24 
25 13. Hornt health cdre a g m q  mcans a public ar private organiurion that administers and providcs 
26 home health care and is eirhei Mcdicare certified or operating under the direction and conrrol of 
27 the licensing or regulatory agency in its location. 
-2-8 
29 14. Homt heolil, for hoipici, can nrameni p b n  memr a written program for continued care and 
30 rrearmcnr by the artending phY~iiian. Thir plan must bc reviewcd and the conrinurd 
31 need for arcm urr be terrified by a plyictan at least every wo (2) monrhs. 
32 
33 15. Hoipicc ngrnrymeanr n public or privare organizarion thar administers and provides hospice care 
34 and is eirher Medicare cerrificd or operaring under rhe direction and control of the licensing or 
35 regularory agency m its locarion. 
,2 A"  
37 16. H q i r d m c a n s  an accredited instirution licenrcd by rhe Joinr Commission on Accreditation of 
38 Hralthcaie Organizations UCAHO) as a hoipitnl. 
39 
40 17. L~grnddnr~meanans  y drug rhar ir requircd by F~derala w ra be labelcd "Caurian: Federal law 
41 prohibirr dispensing wirhour a prcrciiprian." 
6.7-  
43 18. Moilinuic<pr~rrripiiond nrgprogarn mcans a mail service piocriprian company approved by the 
44 irrviir npmcnmriur to provide rcrviccr under an arrangement with the mvirr nprrrmtarioe. 
45 
46 19. Marimurn o l h w a b l t j e  (Dental Plans) means rhe maximum dollar amounr char is allowed in 
47 reimburremenr for any covcred denral service, based on pinailing fees as deterrnincd by rhc 
48 rrrvicc repre~tnmtive, 
49 
50 20. Medi<aNy nrrerrar/prorcdurr, rrrvice, oor supply means one rhar, in the rearonrblc opinion of rhe 
5 1 i r ru ie  repnc~nrotiut,m eets the following criteria: 
52 
53 a. It is rquired to diagnorc or rrrat the patien& condition, and rhe condition could nor have 
54 bccn diagnosed or rreared without ir. 
55 
56 b. Iris ~onr i rvnwr  ith rhc symptom or dltgnasis and rrearmenr of rhe candirian. 
c. Iris rhe most appropriare service or supply essential ro the parienr'r needs. 1 
2 
d. It is appropriate as good medical practice. 3 
4 
e. It is professionally and broadly accepted as the usual, customary, and effecrivc means of 5 
diagnosing or rrcaring rhc illness, injury, or condition. 6 
7 
f When applied roan inpzcimr. ir cannor safely be ro rhe pzdrnr as an ourparienr. 8 
The hcr that a procedure, servicc. or supply is furnished, prescribed, recommended, or approved 10 
by a phyirinn doer nor, of iraelf, make ir medically necerraly A servicc or supply may be I l 
medically necessary in part only 12 
13 
21. Mmrol ;Nnm means a disorder (including an eating disorder) chsr exhibin rympromology. 14 
criology, and fcar~resc nngruenr with a Diognortii and Smriiiir Manual of Mtnrol Dlrordrrs W I 5  
diagnosis of mental disorder. 16 
17 
22. Network means a group of health care provideri approved hy rhc r ru iw npmmtariur u meeting 18 
criteria for efficient care delivery and performing scrvicn under r concracr n,ich the t<rvite 19 
nprrrmronuc. zo 
21 
The irrvirr nprrirnrnrive may dcrignare certain health care providrrr and hciliricr as nrnuonb 
prov;drrr for specific medical rcrvices rhrough a "centers of excclienc< program. 
23. Nctwonlprovidnmeanr aprovidrrwho is a member of a network. 
24. Nrurodrvrlopmrnrnl rhtropy meanr physical. occupational, and speech therapy for treatment of 
neuradevelopmenral delay Ncur~develo~menrdael lay means lack of develapmenr of motor or 
speech funcrion nor due ro injury or Trauma. 
I 25. P ~ ~ i i c @ a n n p p h a m ea~n s a pharmacy char has an agreemcnr wirh rhe smict rrprmralir,r ro accepr paymenrr in excerr of the prescription drug coinrurance as payment in full for covered prescriprion costs. 
34 
26. Parriiipoiing provider mcanr a licensed knrict who has agreed ro render rcrvices and receive 35 
paymenr according to the rerms and conditions of a wrirrcn parriripatinp providrr agreemenr 3 6  
1 under rhe Prepaid Dental Plan. 3 7  
I 38 27. Patient I& iran&rdi mean orablirhed crireria for parienr safery relarcd ro hoipirai services. 37 
I A holpiial m ~ r pr  a h r  rafiy ~randardi if ir meerr crrablirhed crircria such as rhore lirred 40  
hdow The ho~pifoimusr terrify char ir rnecrs all crireria and rho rraremcnrr pertaining 41 
! ro the standards are accurate and reflect normal operaring procedures nr the hoipitol Thc 42 
1 criteria include: 43  
44 
a. Compurerizcd physirian order entry: rhe hoipiral requires phyririam to enter all mcdicarian 45  
orders via compurcr linked to prescribing error-prevention sohare  char hclpa eliminate 46 
confurion over paper prescription orders and alerts providrrr to negarivc drug inreracrions or 47 
ocher possible problems. 48 
47 
b, lnrcnrive cure unit rra%ng: rhc horpirolrhar opcrarcr an adult general mcdicallrurgical ICU 50 
arrures all ICU patients are managid or co-managed byphyicianl cerrificd (or eligible for 51 
ccrtiBcacion) in critical care medicine during daytime hours, and inrenriviirr are on dl and 52 
available 24 hours a day 53 
54 
c. Evidence-bared horpiinl rcferralr: rhc horpitolrneerr cxpcrirncc criteria for performance of 55 
specific, lisred complex proccdurer. 56 
28. P\T~ical r1,mipiir ur occupationnl rhcraph or iprwh thmapisr means a qualified phyiird 
oinrparionaL or r pmh  pihhcraph licensed in rhe jurirdicrion where his or her services arc rcndered 
and ~racricingw ithin the r o p e  of rhar license. In locarionr wirhour licensing requircmenrs. 
rhe phyliral rhrrapbi must be certified by rhc American Physical Therapy Asrociarion, the 
occuprianol rhcrapkr murr he cerri6ed by the American Occupational Therapy Association, and 
the ,perch thnopisr murr he ccrrified by &c American Speech and Hearing Arrociarion. 
29. Physician means only a phyiiiian who is liicnsed ro prescribe and adminisrer all drugs or ro 
perform surgery Phvhviiiran also means rhe following hcalrh care profersionxlr if rhcy are liccnied 
in rhe jurisdiction where they render services and arc practicing within the scope ofthar license: 
a. Podiatrist. 
e. Registered nursc (if services normally would have been pcrfarmed by a Tmdirional Medical 
Plan phyriiian). 
If a healrh care professional lawfully performs a service covcred by rhc Tradirional Mcdical Plan 
when performed by a phyiician and if applicable law rcqui~esr eccgnirion of chis healrh care 
under rhe Traditional Mcdical Plan, rhc rerm phyii&n will includz rhe professional 
only ro rhe extcnr required by law 
30. Phy~i~cilianiii rronrmeans a person duly licensed in rhe area where his or her services arc 
and practicing wirhin rhe scopc of such license. 
31. Phn dminLw~?rormeanrh e Boeing Employee Benefit Plans Commirtce 
32. Pnrtrtfietiron means prospecrive review and e ~ l u a r i o no f elecrive hospital. iubx~anrc 
abuir neanmt fo r i i q  and dilled nurringforiliry admissions ar well ar homc hcalrh and hospice 
rare by qualified heald> care prufc,liunals. This rvaluatiun. wllich uses acccpted mcdical ciircrir 
ro determine medical neccssiry and whcrher rrratmenr could be given in a Icss incense or mare 
appropriate serring, may include: 
a. Paricnt safcry review: referrali to horpitoLwhiih mecr parimrrzfiryrtandarj,, including. for 
rprcific, lirred complex procedurcr, horpiroh rhar meet orperiencc, volume, and ourcomcr 
cric~ria. 
h. 1.eegrh of stay review: a process that begins during prrrenCiation rwinv in which mcdicrl 
indicare rhc number of inpatient drys medically appropriare ior [he proposed 
admission or certify medical necessiry of the iorrnriry or rypc of services received for homc 
healrh or hospice care. Follow-up reassormenu and exrcsrions are made as medically 
warranted. 
c. Concurrenr rcview: ongoing review while rhe patienr is undrrgoing rreatmenr in the 
hospitalor rcceivir~gc are frum a home health r a n  qcniy or hoipirt a p n g  
d. Discharge discharge planning is designed to idcnrify paricnts who could bc 
discharged early iiappropriatc arrangements are made for covered alrernarive care. 
e. Rerrosprctive review: Rcrrospccrive review includes all rhc rreps of prercrtifiration iwieh; 
bur afrer scrviccs arc rendered. Rrrrospecrive review occurs when the medical rcvim 
program (or r$nal ~t rv ic tfo r the rrcarmenr of rub~mnrta b w  and mtntol illnru) is nor I 
contacted before treatment. 2 
3 
The role oirhe reviewing organization is ro advise on medical appropriarenesr. The paricnr and 4 
physicinn decide an the rrearmenr actually performed. Medical review affects paymenrs undcr the 5 
Traditional Mcdical Planar rpccificd in Section Il .6.  6 
7 
33. Rorrh<ricopplianremcans a dcnrure, parrial denture, fixed or removable bridge, crown urcd ar a 8 
bridge abutment, and other relared ircmr. 9 
1~ ~0  
34. Sfinrllrruirr means an organization that manager riearmcnr of iubrranre obueand rnrntal illncll I I 
by conrracring wirh providrrrof this rrearmenr. The organirarion is rerponribl~f or: 12 
19 
a. Arsesrmenr ofrhe paricnri condition (including crisis intervention). 14 
15 
b. Referrals to r$nolitrvictpmuid~rr. 16 
.1,7   
c. R~rrr r i fc~t iornw iew of rrcarmenr for su6,mnu oburn mmraliUnrrr, and eating disorders. 18 
19 
d. lnirial and angoing review of pmm& rrcatmenr plans co assure services arc mdiiolb  20 
nririratyand given in the appropriate rening. 21 
22 
The r.fennl~rrr,;<t is considered thr ~t rv i r rw pre~mroriuef ar determining medical necersiry of 23 
iub~tairancta bwr and rnmralitnm. 24 
25 
35. Rrfirrnl ~nvir rpmvidnm canr a p r o ~ i h r  services under a canrracr with the efinal 26 
rrrvirror aprovidmmeering nfmlrcrvicecriteria for care ro a designaced parienr. 27 
28 
36, hrviir  rcppnrmtatiur meanr an agenr who has a conrracr wirh the Company to make benefir 29 
dercrminarionr and administer bcnefir payments undcr rhe plans described in rhis documenr. The 30 
Company may change a rervire nprerrntativr at any rime. 31 
.32-  
37. Shil&dnsnigfiriBjmeans an insrirurion approved as such by Medicare. 33  
34 
38. Subironieobwr means alcohol or drug dependence as clacrificd in caregorier 303.0 ro 304.9 of the 
most curienr cdirion of the lnumorionol CL2Iiifcration qf Diirorc~. 9th Revirion, Cliniiul 
Modifjration. 
39. Subrtnnrc a b u t  (alroholi~m andlor drug abure) mnmmtnificiliry means an institution providing 
rrearmenr for chronic alcoholism andior drug aburc and operating under the direction and 
control of the licensing or regularory agcnv in its lacation. 
40. Vruaiirrrd wrommy(Tmdicional hlcdical IJlan), as dercrmincd by chc i~ ru i inr  prr~mtdtiwi,s  the 
lowerr ofthere amounts: 
a. T h c p r o ~ i ~ a c r ucahlar ge ro the patient after any dircounrr or orher rcducrions. 
b. The charge most frequently made by the providrr ro all othcr parienrr for comparable 48 
rcrvicer or supplier. 49 
50 
c. The charge most frcquenrly made by provi2m wirh similar prafcssianal qualificariunr for 51 
comparable services or supplier in the same geographic arer. 52 
.5~ 3  
d. In rhc service a r n  of a nmuork, [he amount that would have been paid for like 54 
services or supplies ro a providrr who has a participating agrcemenr wirh the irrvirr 55 
reprr~nr~?tiur. 56 
I :I  The wuol and iwtomory charge for an unusual or complicated scruice will be cvaluarcd by considering rhrrger ro treat illnesses or injuries of a comparable nature or complexicy 
SECTION 19 
TERMINATION OF COVERAGE 
I 8I  A. Life Insurance Coveage 
1 .  
10 Life insurance coucrage srops on rhe dare employmcnr terminates. 
II  
12 Wrh in  ~ h i ~ r y -(3~1") ~da ys afrer the employee rerminates employment, by making application 
13 m d  paying first premium ro rhe Plan's inrurrr, rhc may convert life inrurancc coverage 
14 to an individual life inrurance policy on any regular whole life insurance plan. This individual 
15 policy will be issued, without medical examinariun. ar the iilsurer'r regular rater. 'The amounr 
16 of life insurance converted crnnor cxcced rhr amounr in force on rhc dare insurance 
17 ierminaces. 
18 
19 If, afcei an individual conversion policy is issued, benefirr under rhr Lifc lnrumnce Plan are 
20 continued due to coral disabiliry, the individual policy must be rurrenderrd without claim other 
21 than the rerurn of paid premiums. 
22 
23 If rhc employee dies within rhe rhirry-one (31)-day conversion period, rhe convrrrion amounr is 
24 . 
25 
26 An employer who is being rransferrcd and is no longer eligible for covemgc under the Life Insurance 
27 Plao, bur who remains employed by rhe Company or one a f  its subridiario, also may convert rhc 
28 difference beween the amaunr oflife inrumnce provided by the Life Insurance Plan less rhc amount 
29 provided by thr plan for which rhe employee has become eligible. Applicarion musr be made uirhin 
30 thirry-one (31) days of the  dare of rransfei. 
31 
32 B. Accidcnd Death and Dirmcrnbcrmcnt Coverage 
-i-?  
34 Accidental dcarh and dirmembermenr coveragc rropr an  the dare employmcnr rerminares. 
35 
36 C. Medical Coverage 
,2.7  
38  hledical coverlge for rhe employee and dependents sropr ar the end of rhe calcndar monrh in which 
39  rhc cmploycc terminates cmploymenr or rhe end of rhe last monrh required conrriburionr are paid, 
40 whichever occurs first. If earlier, a dependenir caveragr rropr at rhe end of the month in which he or 
41 she no longer qualifier as a dcpendcnr. 
42 
43  However, coverage may be conrinucd under cerrain circumrrancer ar specified below Any required 
44 conrriburians murr be paid during rhcse periods for coverage ro continue. 
45 
In casc of IayoK medical coverage for emplayccs and dependents canrinua until rhc cmploycc ir 
covered by any orher group medical plan either ar an employee or as a dcpendenr, bur in no Evcnr 
beyond rhrcc (3) months afrcr the dare of layoff. 
If the employce dies (orher than from an industrial accident). mcdicai covcrage conrinues for 
eligible dcpendenrs unril rhe earlier of nvclve (12) rnonrhr afrcr rhe employee's dearh or when 
the dependents bccomc covered by any other group medical plan. 
If the cmployce dies from an indurrrial accidenr, medical coverage continues for eligible 
depcndenrs until rhe earlier of rhirv-six (36) monrhs afrcr the cmployeci dearh ar when rhe 
dcpendenrr become ~ovcccdb y any ocher group medical plan. 
The r r r v b  nprmnraiivc will make available ro a rcrminaring employee an individual program of I 
medial benefic$ similar ro chose rhcn being irrucd for group convcrrion. The bcncfirr provided under 2 
rhc individual plan will nor exactly duplicarc the benefits provided undcr chis group medial plan. 3 
This conversion privilege is also available ro covered dcpendcnrr char cease to qualify under the group 4 
policy and ro ~urvivingc overed dependenrr if the employec dier. No evidence of insurability is 5 
rcquircd. 6 
7 
D. Dental Coverage 8 
9 
Denral coverage for rhc employee and depcndenrr rrops ar rhc end of the calendar monrh in which 10 
rhc employee rerminares employmenr. If earlier, a depcndenr's coverage rropr at rhe end of rhe I I 
calendar month in which the dependent no l a n g r  qualifies as a dependent. 12 
13  
1. If rhe employee dier (other rhan from an indurrrial accident), denral coverage conrinues for 14 
eligible dcpendenrr until the carlier of welve (12) monrhr after rhc cmployeei dearh or when I 5  
the depcndenrr become covered by any orher group denral plan. 16 
1.,7  
2. If rhe ~mployeed ier from an industrial accident, dental covcrage conrinues for eligible 18 
depcndenrs until the earlier of rhimy-six (36) monrhr after the employee's dearh or when the 19 
dependents become covered by any orhcr group dental plan. 20 
21 
I E. Change in Eligible C l v s  of Employment 
When an employee remains emplnycd by rhc Company bur is no longer in rhe emploF class 
eligible for coverage under this Package, coverage for the employee and dependrncr stops at the end 
of the month in which rhc employcei transfer ir effecrivr. If rhc employee becomes totally disabled 
I before coverage ends under the Package, the life insurance and accidental dearh and dismemberment 
benefirr of the Package. which would have continued if the employee had srayed in the eligible class, 
will continue during rhe roral disability instead of all orher Company life insurance and accidenral 
dearh and dismemberment bencfirs. 
I F. Continuation of Medical and Dental Covrrage (COBRA) 
If medical and dcnral coverage for rhc employee and depcndenrr (including a same-gender domestic 34 
parrner and his or her children) orhenvirc would rerminate due ro one of the following reasons, rherc 35 
benefirr mgy conrinue for ~ p ~ c i i i epd~ ~ i o dunsd cr Public Law 99-272, Tirlr X. as amcnded, if rhe 36  
individual matcr a timely request to the Company and pays rhc required contriburion: 37 
-7 8-  
I .  Rcducrion in hours or cerminarion of employment far any rearon. 39  
40 
I 2. Thc employce'r dcarh. 41  A.?-  
h 3. The employee's divorce or dissolution of a rame-gender domestic partner rclarionrhip. 43  
44 
4. A dcpendenr child ceasing to be a dependent as defined under chis Package. (A child cligible to 45 
be eonrinued under the Package's incapacirarcd child provision still will be conridcrcd ro have 46 
dependent starus.) 47 
6.R-  
I 5. A dcpcndenri lorr of eligibiliry because the employee became cligible far Medicare. 49 
50 
> I  
SECTION 20 52 
LEAVES O F  ABSENCE 53 
54 
When an employee is abrcnr wirh Icavc, cnvcragc may continue ar fallawr; any required conrributionr murr 55 
be paid during rhirc periods for coveragr ru concinur. 56 
k Approved Medial Lezw of Absence 
An employec who is eligible for coverage and begins an approved mcdical leavc of absence due to 
a coral disability is eligiblc for rhc Packqe the same as an active employee unril the lasr day of rhe 
calendar monrh in which rhe leave began. (Eligible dependenrr also are eligible for medical and 
dental bmefirs.) 
Ifrhe employee is rotally dirabled and remains on an approvcd medical leave of absence char exrcndr 
beyond rhir period, rhe cmployec's life insurance, accidenral dearh and dismemberment, medical, and 
dental bcnefirs (and dependent medical and dental benefits) conrinue up ro six (6) full consecutive 
calendar monrhr during rhc approved medical leavc wirh Campany canrributioni. 
If rhe n.o, ~ rovedm edical leavc extends bevond this six (.6 .) -month ocriod due ro continuous rota1 
disability, medical coverage for rhc employe conrinues for up ro an addirional wcnty-four (24) 
monrhs wirh Company conrriburions. (If an employce is nor on an approved medical leave and has 
been torallv dirablcd for six 16) comccnrive man& rhk wenni-bur (241-monrh nccvivM mw 
apply) Medial covenge ends earlicr if the employee becomes eligible for Medicare or is no longcr 
considered torally disabled. Thc employec also may continue rhe life insurance, accidental dearh and 
dismembermcnr, and denral benefits (and medical and denral benetirr for eligible dependenrr) during 
rhir rime by paying the required rates on or before rhc 10th day of the manrh in which they arc due. 
Life insurance waivcr of prcmium may apply if approved by rhe irrvirr r~pmmrotivr 
If the toral disability continuer beyond rhe thirty (30)-monrh period, or a covered family member 
is considered disabled by Social Securiry during rhe seventh or cighrh month of rhc absence, the 
employee may conrinue medical and dcnral coverage for himrelfiherseliand eligiblc dependcnrr for 
up co five (5) more months by paying one hundrcd fifty (150%) percent of rhe cost of coverage. Thc  
employee may conrinue life insurance and accidenral dearh and dismcmbcrmenr coverage for the 
durarion of rhe approved lcavc ofabsence. 
B. Other Approved Leave of Absence 
An employee who is eligible for coveragc and begins an approved leave of absencc is eligible for the 
l'ackage rhe same as an acrive employee unril the last day of rhc calendar monrh in which chi leave 
began. (Eligible dependents also are eligible for medical and denral benefits.) 
lf che approved lcavc cxtends beyond chis rime, rhc employcci life insurance, accidmral dearh and 
dismcmbcrmenr, midicd, and denral benefic$ (and dependent medical and dcnral benefits) continue 
for up  to rhicr (3) full conrecurivr calendar monrhs wirh Company conrriburions. 
If the approvcd leaveurends beyond this rime, rhc employee maycontinuc life insurance coverage hr 
rhe duration of rhe approved leave of absence by self-paying the prcmiumr. 
C. Family and Medial Leave Act of 1993 
Ifthe rcquired coverage for family and medial lcaver of abscnce undcr the Family and Medical Leave 
Acr of  1993 is more gcnerous rhan that already provided in Sccrion 20.A and Sccrion 20 .8 ,  the 
Company provido any requircd additional coverage under its group hcalrh plans. 
D. Uniformed Services Luvc o f  Absence 
If rhe employee raker a leave of abscnce for service in the U S ,  uniformed serviccs (including rhe 
miliraty, National Guard, and the Commissioned Corps of rhe Public Healch Service). he or she is 
covered under the Package unril rhe end of rhc monrh in which the leave began. If the cmployce 
remains on an approved leavc of absence, coverage under rhe Package conrinucr unril rhc end of rhc 
mird iull calendar month of rhc leave as if the individual were an m i v e  rmployrt on an approvcd 
non-medical leave of abscnce. 
If uniformed service cxrendr beyond rhrce (3) months, the employer may conrinue medical and 1 
dental coverage under COBRA. 2 
3 
If rhe employee rerurns ro acrive employment promprly after uniformed service, according to f e d e d  4 
law rhe Packagc is reinsraced on rhc dare rhe employee rerurns ro the acrivc payroll. 5 
For an employee changing direcrly from an approved non-medical leave ro an approved medical leave 9 
or from an approved medical lcavc to an approved non-medical leave, the w r a g r  period provided 10 
with Company contributions under one rypc of leavc reducer rhe coverage period provided with 11 
Company contributions under rhe orher we of leave. 12 
13  
F. Succusiw Periods of Lea= of Absence 14 
15 
Two (2) mrdical leaves of absence rcparnred by fewer rhan rhirry (30) days of conrinuour work arc 16  
conridered one (1) leave of absencc unless rhc second leave is due to cnrirely unrelated condirians. 17 
18 
19 
20  
ATTACHMENT B 
SOCIETY of PROFESSIONAL ENGINEERING 
EMPLOYEES in AEROSPACE 
(Wichita Technical and Profissional Unit) 
RETIREE MEDICAL PLAN 
TABLE OF CONTENTS 
Tide P%c 
ELIGIBLE RETIRED EMPLOYEES ............................... 8.3 
ELIGIBLE DEPENDENTS OF RETIRED EMPUlYEES ...............8..3  
HOWTOENROLL ........................................8.4..  
EFFECTIVE DATE OF COVERAGE .............................8..6.  
COMPANY AND RETlRED EMPLOYEE CONTRlBUTlONS ...........8. 7 
RETIREEMEDICALPLAN .....................................8 .7 
TERMINATION OF COVERAGE ...............................8..7.  
SECTION 1 
ELIGIBLE RETIRED EMPLOYEES 
TOb e digiblc for rhe Retiree Medical Plan, rhc employee murr retire fmm rhc rervice of thc Company 4 
under The Boeing Company Employee Reriremenr Plan at age 55 or older wirh ren (10) or more yean of 5 
 ring service under a Company-sponsored reriremcnr plan. 6 
7 
Ifa n cmployce bccomer eligible for disabiliry benefirr under The Bocing Company Employee Rerircmcnr 8 
Plan, rhc employee dso is eligible for the Rcriree Medical Plan if he or she ir at least age iifry (50) and has 9 
rcn ( lo) or more years of "<sting service nr rerircmcnr. 10 
II  
An employee who i s  ar leasr age fifry-five (55) and has rcn (10) or more years o f  vcrring service ar 12 
rerircmcnr iseligible for rhc RerireeMrdicd Plan ifhcor she retires underThe Boeing Company Employn 13 
Rerircmenr Plan wirhin rhe following rime limirr: 14 
. I..S  Two (2) ycarr following the srarr of an prc-reriremenr leave of absence, provided thc 16 
approved leave of absence has not ended prior to the employcPr reriremmr. 17 
. I~ R ~  Six (6) ynrs following rhe employee's layoff 19 
20 
An employer who i s  eligible for the Reriree Medical Plan ar the rime active employmc~twirhth e Company 21 
ends and who defers his or her reriremenr bcneiirr also musr defer enrollmenr in  the Rerirec Mcdical Plan 22 
until rhe dare benefics begin under rhe Company-sponsored reririmenr plan. 23 
2-4  
A rerired employee no longer k eligible for coverage under the Rerirce Mcdical Plan described in chis 25 
Arrachmenr afrer arraining age 61 or becoming eligible for Medicare. 26 
27 
28 
SECTION 2 29 
ELIGIBLE DEPENDENTS OF RETIRED EMPLOYE& 30 
<41 . 
Dependents eligible for the Retiree Medical Plan are rhe rerired employee's legal spouse and unmarried 32 
children (natural children. adopted children, children leg~llyp laced with the rerired employee for 33 
adoption, and stepchildren) who are under age 25 and dependent on rhc retired employce for principd 34 
rupporr, including children who are artending rchoal. 35 
36 
A retired employee may rcqicsr coverage for the following dependenrs: 37 
38 
1. A common-law spouse if the relarianrhip mcers rhe common-law requiremenrs for thc stare in  which 39 
rhe rerired cmployee enrercd into rhc common-law relacionship. (A domestic parrncr is nor considered 40 
an eligible spouse.) 41 
' 42 
2. Ocher children, ar follows, who are under age 25, unmarried, and dependent on the rerircd cmployce 43 
far principal support, including children who are attending school: 44 
45 
a. Children who are relaced ro rhe retired ~ m ~ l o y eceirh er directly or rhrnugh marriage ((e.g., 46 
grandchildren, nieces, nephews). 47 
48 
b. Children far whom the rerired employee has lcgal custody or guardianship, or har s pending 49 
applicarion for legalc ustody or guardianship, and arc living with rhc rerircd employee. 50 
51 
Anoualccrrificarion ofcligibiliry is required ro continuecoverage for children from age I 9  rhroughage 24. 52 
53 
In accordrnce wirh fiderd law, rhe Company also providcr medical covcragc ro ccrrain dcpendcnr children 54 
(called alrcrnarc recipients) i f  the Company i s  dirrctd to do so by a qualified med id  child suppon order 55 
(QMCSO) issued by a court or srarr agency nf competent jurisdiction. 56 
Documentation ir required to request coverage for a child named in a QMCSO or for a child for whom 
the rerired employee has bccn given legal cusrody or guardianship. 
A disabled child age 25 or older may continue to be eligible (or enrolled if the employee is a nmly  
eligible employee) if he or she is incapable of self-support due to any m e n d  or condition rhar 
began before age 2 5 .  The child murr be unmarried and dependent on che employee for pcincipal support. 
Coverage may conrinuc under the Rcrirec Mcdical Plan far rhe duration of rhe incapaciry as long ar 
the cmployce conrinucr to bc eligible undcr the Plan and rhe child canrinucs ro mecr these cligibiliry 
rcquiremenrr. 
Special applications for coverage arc required for disabled dependenr children age 25 or older 
A spouse or dependent child no longer is cligiblc for coverage under the Rcrirec Mcdical Plan described in 
this Artachmcnr afrci atraining age 65 or becoming eligible for Medicare. 
SECTION 3 
HOW TO ENROLL 
k Initial Enrollment 
The retired employce and cligihlc dependents automatically will be enrolled ar the rimc rhe 
rerimd cmployee becomes eligible, provided the retiicd employec pays any required contributions. 7hc  
retired employee and dependenrs are enrolled in the iame plan as immediately before reriremcnr. if 
applicable. 
A rerired employee who has becn enrolled in a health mainrcnance organization (HMO) or 
coordinated care plan may elecr to change to the Tnidirional Medical Plnn by calling rhr Boeing 
Sclvice Ccnrer within thirry-one (31) dnyr of rhe dare rhe employce rcrirer. The Company will 
supply enrollment inrrrucrions at rhe rime of reriremcnr. 
All Family memhen, including rhc rerired employee. murr be cnrullcd in rhc ramc medic21 plan. 
B. Spouse Coverage 
Each rcrired employce with a spouse must provide informarion regardi?g coverage available rhrough 
another employer ru determine whc rh~srp ecial conrributianr arc required to enroll the rpourc. If the 
rcrircd employee does nor aurharizt a rcquircd conrriburion. rhe spouse will not be inrollcd for 
medical coverage. The retired employrc will nor be able ro enroll rhe spouse unril the dare rhe spouse 
loser rhe option to hc covcred under the other employer-rpanrored medical plan. 
The Company will rcquire periodic verification of data 
C Special Enrollment 
If a rerired employee declined enrollment for himselfihersclf or dependents in the Reriree 
Medical Plan because of orher onployer-sponsored healrh care coverage (such as through a spourci 
employer), the rerired employee may bc able ro enroll himseliiherself and eligible dependenrr in the 
Company-sponsored Rcrirc~M edical Plan at alater date ar long as cnrollmenr is wirhin sixry (60) days 
afcer ocher ~ovcragce nds. 
I f a  retired ernploycc dcclincd enrollment far himselfiherrclfor dependenrr when firrr eligible and the 
retirrd ernployrc's or depmdcnr's orher health care covcragr was rhrough conrinuarion coverage from 
a previous employcr (coverage mandared by the Consolidaced Omnibus Budget Rcconciliarian Acr of 
1985, or COBRA), rhe rerired emplayec or dependenr murr exhausr his or her COBRA coverage ro 
be eligible for the special enrollmcnr period. 
If a rcrirrd employee's or dependcnr'r ocher healrh care coverage was nor through COBRA, rhc 
coverage loss musr be due to larr of eligibility for char healrh care coverage (including from divorce, 
death, rcrmination of employment, or reduction in hours of employmint) or termination of 
employer conrriburions toward ruch coverage. 
If a employee is nor enrolled in the Company-sponsored Rniree M r d i d  Plan and has a new 
depcndcnr as a rcrulr of an wcnr ruch as marriage, birrh, adoption, or placemenr for adoprian, the 
rcrired employce may enroll himself or herselt his or her rpoure, and any dependenr children during 
rhe year as long as enrollmcnr is requcrred within (60) days aher the evcnr by conracring the 
Boring Service C E ~ C ~ L  
If a rrrired employce is enrolled in the Retiree Medical Plan and har a new depcndenr as a rerulr of 
marriage, birrh, adoprian, or placement for adoprion, rhc rcrircd employee may enroll the new 
dependent during rhe year as long as enrollmenr is rcquerred within one hundred twenty (120) days 
'n icer  rhe qualified cvcnr. SceeChange of Dependent Srarur," Sccrion 3 .E .  for more information. 
D. Transfer Between Plans 17 
1 8  
Transfer between plans is ~ n l dyu ring authorized annual cnrollmenr ~c r i odsor  following a 19 
change of residence. 20 
21 
1. Annual enrollmcnr period. 22 
-23.  
The Company esrablirhes an annual enrollmcnr period each year when retired employem may 24 
change medical plans. 25 
-2 6~  
I 2. Change of residence. 27 28 
A mired employee who mavcr our of an H M O  or roordinarcd care plan scrvice area har sixty 29 
I (60) days to selccr a medical plan awilablc in rhe new location by calling rhc Boeing Service 30 
1 Center 31 32  
I It is the retired employee? rerpanribility to norify the Company of the change in residence 3 3  
wirhin the sixry (60)-day period. 34 
.3.5 
E. Change of Dependent Smw 36 
37 
A rcrired employee will nor be able to make dcpendenr enrollment change5 until rhc nexr annual 38 
enrollment period unless rhe rerired employee experiences one of the qualified changes in rrarus 39 
described in chis secrian. Any change in enrollment must be conrirrenr wirh rhe changc in rrarur. To 40 
be conrirrenr, the event muir cause the rerircd employee or family member to gain or lose cligihiliry 41 
for the Company-rponrored hcalrh care covcrage or he l rh  care coverage sponsored by a rpourc's or 42 
dependent child's employer, and rhe clecrion change murr be on account of and correspond wirh the 43  
gain or loss ~ f e l ~ i b i l i Qr yu alified changcr in rrarus include the following: 44 
45  
I. Thc retired employce marries, divarcer, or becomes legdlly separated, or rhe marriage ir annulled. 46 
47 
2. The rerired employee acquircr a ncw, cligible dependcnr child, such as by birrh, adoprion, or 48 
placement for adoption. ' 49 
50 
3. The rcrircd cmploycr's spouse or dcpcndcnr child dies. 51 
52 
4. The rcrircd rmployrc. spouse, or dependent child srarrr or r c ~ pwr  orking. 53  
,.  
5. The rerired employee, rpoure, or dcpcndenr child has any orhcr changc in cmploymcnr starus that 55 
afftcrr eligibiliV for covrrage such as changing from full rime to parr dmc (ur parr dmc ro full 56 
I time), salaricd to hourly (or hourly ro salaried), srrikc or lockour. or beginning or rcrurning fmm 
2 a leave of absence. 
1 
4 6. Thc rcriied spouse, or dependent child experiences a rignificanr increase in the cost of 
5 employer-spanrored healrh care caverage ar rhe employer-~ponsored healrh care coverage ends, 
6 including expicarion of COBRA coverage. 
7 
8 7. Thc  rerired employee, spouse. or dependent child experiences a significant currailmenr or 
9 ressrrion of employer-sponsored health care coverage. 
10 
I I 8. The retired employee, spouse, or dependent child bccomer eligible or ineligible for Medicare or 
12 Medicaid. 
l..i  
14 9. 'The icrired employee's dependent child becomes ~ I i ~ ifborl, o~r no longcr i s  eligible hr,  healrh 
15 care coverage due ro age limits or a similar eligibility rcquiremenr. 
16 
17 10. The rerircd employee, spourc. or dependenr child maker an enrollment change in his or her 
18 employer-rponrored hcalrh care coverage. either because of a quali6ed change in sratus or an 
I9  annual enrollmenr. 
20 
21 I I .  7'hc retired employee, spouse, or dependenr child changes place of ieiidcncc or work, affecting 
22 access ra care within the currenr plan. 
7--1  
24 The retired employee also may change an elecrion to comply with a qualified medical child support 
25 order (QMCSO) to provide or cancel coverage for a child rerulring from a divorce, annulmenr, or 
26 change in legal currody 
In most siruarionr, rhe mired employee murr requect the dcpendenr cnrullmenr change wichin rkry (60) 
days after rhe cvenr. A retired employee can enroll a new depcndenr wirhin one 
hundred wnry (120) days folluwing rhc mired  employee'^ marriage or a dcpendenr diildi biirh. 
adoption, or placemenr for adoption. Enrollntenr may k req~esredb y d i n g < he Bacing Sewicr Center 
'lb rrqucsr enrollment for a novdcpendenr more than rkry (60) days bur wirhin one hundred wcnry (120) 
d a p  after marriage, biirh, aduprion, or placemcnr for adoprian, rhe retired employm mucr call rhc Boeing 
Servicc Center and speak wirh a customer servicc rrpiotnrarive. Thr  rerired cmployee must 
provide rhcBoeing ServiccCccltrr will) s l y  riquirrd supporringdocumenrarion within rh i ryoni  (31) dqvr 
of chc dare the dependent enrollmenr changc is mqunrcd or rhe 'avenge changc request will be denid .  
SECTION 4 
EFFECTIVE DATE OF COVERAGE 
For newly rerircd employees, the Plan becomes effective on rhc first day of the monrh coinciding wirh 
the day such eligible cmployee retires, provided the rerircd cmployec pays any required conrriburions. 
The rcrired employeei currcnr eligible dcpcndenrs are covered auromatically under the Plan on the 
same dare the rerired ~m ~loyeec'osv erage is effccriue, provided proper applicarian is made and rhc 
rerircd employer pays any required conrriburionr. Eligible depcndenrr acquired afrer the rerired 
employee'scovcrage is effecrive become covered on rhedarcofmariiage, dareofbirch, or dare rhe child 
is legally placed wirh the rerired employcc for adoption, if application is  made wirhin one hundred 
wency (120) days and rhc retired employee pays any required conrriburionr. For ocher newly eligible 
drpcndenrr, coverage is effective on the darc dependency is established, if application ir made wirhin 
sixty (60) days and rhe rerired empluyec pays any required conrriburions. 
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SNOLLnSMM03 BZAlXdln13 arnU3ll UNVANVdW03 
5 N O W B S  

WICHITA 
TECHNICAL & PROFESSIONAL UNIT 
INDEX 
Subject Article Page 
Accos ro Boeing Web. SPEEA (Lerrer of Understanding .A trachmcnr 12) . . . . . . . . . . . . . . . . . . . 5.0  
Acicrr ro Planrr .U nion Staff . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12 .2 . . . . . .3 1 
Accredired Rcpres~nrarives. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 2.1 . . . . . .2 9 
AD&D lnsurancc (Arrachmenr A - Secrion 7) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. . 9 
Alcohol & Drug Frec Workplace Progmm (Lerrcr of Underscanding - Attachment 3) . . . . . . . . . . .4.4  
Arbiters. Sclccrion of . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3 4 .  3.5 . . . . 4  
Arbirrarion Panel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.. 5 . . . . . . .4  
Arbirra. rian Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3 .6 . . .4  Bonus Cash Payment (Lcrrer of Undcrrranding - Arrarhmenr 1) . . . . . . . . . . . . . . . . . . . . . . . . . .4.3  
Child & Elder Carc Program (Letter a f  Undenranding - Arrachmenr 2) . . . . . . . . . . . . . . . . . . . . .4 4  
Conrracr Personnel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9  . . .22  
Cosr of Living Adiustmenra . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1. 1 .5(d) . . . . 2 7  
Dara Reparrs (Lerrer of Undcnnndirlg -Arrachsncnr 5) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.5  
Denral Bencfirr (see Insurance) 
Designated Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8..5  . . . . . 2.0  
Drug & Alcohol Free Workplace Program (Lcrrer of Underrranding- Aitachmcnr 3) . . . . . . . . . . . .4 4 
Drugs. Prescriprion (see Insurance) 
Dues - Payroll Deduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 3.1 . . . . . .3 2 
Duration ofAgrecmenr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.3 . . . .4 1  
Frequent Flier Milcage (Lerrer of Understanding - Armdimen: I I) . . . . . . . . . . . . . . . . . . . . . . . . .4.9  
Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3.  . . . . . . .2 
Guaranteed Salary Adjusrmcnra (minimum increarc %) . . . . . . . . . . . . . . . . . . . . . . . .1 1.5 . . . . 2 6  
Healrh &Safety (Lcrrer of Understanding - Arrachmenr 4) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.5  
Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.   . . . . . .1 0 
Insurance -The Package Plan (Arrachmenr A) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..1  
Accidenrd D e ~ r h&  Dirmemb~rmcnr( Section 7) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..9  
Corr of Group Benefirs Package . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16 .2 . . . . . .3 4 
Deductible (Section 10.A.) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.- I 2  
Dcnral Benefits (Secrionr 12. 13. 14 & 15) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..3 8 
Exclusions. Scheduled Dental Plan (Srcriun 15.H.) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A -49 
Prckmd Dcnral Plm (Secrian 13) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A. .4 2 
Prepaid Provider ncnral I'lan (Section 14) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A. .4 3 
Scheduled Dcnral Plan (Section 15) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..4 4 
Early Rerirce Medical Bcnefirr (Arrachmcnr B) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8.1.  
Leave of Abrcnce (Secrion 20) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..5.9 .  
Life Insurance (Section 6) ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A. .8 Mcdical Bcnefirr (Secrion 9 10, 11) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..1.0 
Excluriuns. 'hdiriunal Medical I'ian (Sccrion Il .H.1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..3 5 
Hearing Aid Benefits (Sccrion I I.D.3.b) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..2 4 
Marernicy Bencfirr (Secrion I I.E.7) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.. 30 
Maximum Bcnefir (Sccrion 10.D.) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. ..21  
Optional Health Plans (Section 10) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. . 12 
Precertificarion Recquircmenrs (Sccrion 11.81) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..2 1 
Prcrcriprion Drugs. Mail Order (Secrian IO.C.10.c) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..1 9 
Second Surgical Opinion (Secrian I I.H.2) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. .2 2 
Spousal Conrribution (8100) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 62(b)(2) . . . .34  
Substance AboseTrcarmenr (Section 11.E.5.b) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..2.9  
Tcrminarion of Coverage (Section 19) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.. 58 
Vision Care Benefit (Section I I E )  . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A..3 2 
Joint Meerine . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 0 . . . . . .2 3 
Joini Union/Company Oversight Commirrcc UOC) (Lerrer of Undcrsranding- Arrachmcnr 7) . . . .4 6  
JuryDury . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 1.7 . . . . . .2 8 
Layoff Praccdure (Rrdeploymenr Procedures) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8 .3(d) . . . . 1 6  
Cantraft Pcrronnel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9..3  . . . . . .2 2 
Subject Puticle Page 
Executive Board 81 Council Prorecrion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.  . h . . . . . .3 1 
LayoffBrncfits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.1 . . . . . .3 6 
Maimmance of Acrivc Layoff Srarur . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8.. 4(a) . . . . I 8  
Rerurn ro Active Employmcnr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8.4 (b)  . . . .18  
Voluntary Layofi . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8. .3 (d)(7) . . . . .1 7  
Leave ofAbscnce 
Medical (Attrachmcnr A, Section 19.C.) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A.- 58 
Union Burinerr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1. 2.  l ( )  . . . .30  
Life Insurance (Armchmenr A. Section 6) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A. - 8 
Lockouts. Srrikcs . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.4  . . . . . .3 3  Major O~ganilariond efinition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8.. l(a)(2) . . ..I  I 
Mcdical Benefirs (see Insurance) 
Milirary Leave: 
Pay for temporary lcave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.1 .6 . . . . . .2 8 
Re-employmenr Righrs for Veterans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8.7.(b )  . . . . . .2 1 
New Employee Progress Reviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4. ..5 . . . . . . .7 
Non-Discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 8 . . . .38  
Overrimc .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.1 .8 . . . . . .2 9 Rrmerrhip Workingl'ogerhcr (Lerwr of Underscanding - Accachmcnr 13) . . . . . . . . . . . . . . . . . . .5.0  
Parr-rime Employmenr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.1 .4 . . . . .2 6  
'Hiring employecr on Pacr-rime schedule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8.. 7(d) . . . . . .2 2 
Medical Benefits for Parr-time Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 62(d) . . . . . .3 5 
Performance. Employee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.  .  . . . . . . .5 
Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1. . . . . . . .1  
Report Time for Non-exmpr Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.1 3(d) . . . . . .2 5 
Rercnrion Indexing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8..3  . . .13  
Appeds ...................................................... 8.3(bl(7) . . . . . .1 5 
Notification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . :. . . . . . . . . . . . . . . . . . . . .8 .3(b)(6) . . . . . .1 5 
Reriremenr Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 7 . . . . . .3 7 
Medical Benefits for Early Rerirecr (Arrachmcnr B) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .B. ..l  
Canrriburionr (Section 5) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8..7  
Covered Medical Expenses (Arrachmenr B. Section 6) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8 - 7  
Effective Dare of Coverage (Secrion 4) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8.6  
Eligihiliry (Secrianr 1 81 2) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .0.3  
Exclusions (Arrachmenc A. Section 1 I.H.) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A.  -35 
How to Enroll (Section 3) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8.-4.  
Termination of Coverage (Section 7) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8..7  
Righrr of Managemenr (Lerrer of Undcrrranding - Arrachmenr 16) . . . . . . . . . . . . . . . . . .2  . . . . 2. 53 
Salaried Job Clasriticarionr (SIC) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.2  . . . . . .3 9 
Challenger ro job clarrificarion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2 2 . 3  . . . . . .4 0 
Sclecrivr Salary Adjustmcnrr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11. 5  . . . . . 2.6  
Senioricy Adjustmenr for Rercnrian Index . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8 .3(b)(5) . . . .14  
Scvcrabiliry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.9  . . . .38  
Severance Pay (Layoff Bcnefirr) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2. .1  . . . . . .3 8 
Sex Crimes (Lcrrcr pfUndersranding - Arrachmcnr 17) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5.3  
Sharevalue Program (Lcrrer of Undcrrranding - Arrachmenr 8) . . . . . . . . . . . . . . . . . . . . . . . . . . 4.  7  
Shih Differenrial (Incenrivcr) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.1 .2 . . . . . .2 4 
Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6. .  . . . . . .9 
Pay for Unreserved Sick Leave on Rerirmenr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6..5  . . . 1 0  
Unrererve Account . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ...6..4 .  6.5 . . . . . .10  
Skills Management Code Arsignmenr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.2.. 2 . . . . . .4 0 
Srrikcr 81 Lockouts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.4.  . . . . 3 3  
Tclccommuring/VirrurI Oilice (Lerrcr oiUndcrsranding - Arrachmenr 9) . . . . . . . . . . . . . . . . . . .4.8.  
'l'emporary Recall . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8. .6. . . . . . .20  
Subject ht ic le  Page 
Transfer Requelrs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8.  2 ( 0  . . . . . .1 3 
Travel Card Process (Lerrcr of Undcrrranding- Artachmcnr 101 . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.9  
Union Activity During Workng Hours . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .I Z.l(b) . . . . . .29  
UnionDucr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.3  . . . . . .3 2 
UnionOtficialr . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 2 . . . . . .2 9 
Aurharilcd Leave ofAbsencc - Union Business . . . . . . . . . . . . . . . . . . . . . . . . . . .I Z.l(c1 . . . . . .3 0 
Departurc from the Workplace . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .lZ .l(c1 . . . . . .3 0 
Sraff Access to Plants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 2.2 . . . . . .3 1 
VauirionPlan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5  . . . .7  
Paymenr on Tcrminarion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  5.4 . . . . . . .8 
Virion Care Benefic (Arrachmcnr A, Section 11.I;) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A -32 
Volunrary lnvesrmenr Plan (VIP) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I.5  . . . . . .33  
W~messServicc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.1 .7 . . . . . .2 8 
Work Environmenr (Letter of Understanding - Artachmcnt 4) . . . . . . . . . . . . . . . . . . . . . . . . . . . .4.5  
Work Schedulca 81 Shihs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1. 1 .1. 11.3 . .  .23. 25 
Working Together Partnership (Letter of Understanding- Attachment 13) . . . . . . . . . . . . . . . . . . . .5 0 
Presorted Standard 
U.S. POSTAGE 
PAID 
SEATTLE, WA 
PERMIT No. 4876