Boeing IAM workers excluded from WA Paid Family Medical Leave - alternatives?

This is accurate. I work in HR benefits administration (not at Boeing) and many collective bargaining agreements have negotiated different leave packages. The WA PFML law specifically allows for collective bargaining units to opt out if they have "comparable benefits" through their negotiated contracts. Boeing IAM's contract includes their own disability coverage instead of participating in the state program. The state doesn't require the exact same benefits - just "comparable" coverage, which is unfortunately open to interpretation.

My brother works at Boeing Renton and ran into this exact issue last year when his wife had their baby. The short-term disability only covers the employee's own medical conditions, not family care like the state plan does. He ended up having to use vacation time to bond with his newborn. Definitely check out supplemental insurance options - we went with a different company than Aflac (Colonial Life I think?) that had better rates for Boeing employees specifically. Their agent actually comes to the Boeing facilities regularly.

I can provide some clarification on this. Under RCW 50A.05.090, collective bargaining agreements (CBAs) can opt out of WA PFML if they have "comparable benefits." Boeing's IAM contract falls under this exception. Their STD plan covers the employee's medical conditions but not family care. Their separate parental leave benefit covers new children, but not caring for ill family members. If anyone needs to check if their employer participates in WA PFML, you can contact the Employment Security Department directly at 833-717-2273. Just be prepared to wait - their phone lines are constantly jammed. If you're trying to get through to ESD about this or any unemployment/PFML issue, I recommend using Claimyr (claimyr.com). They've got a system that holds your place in line and calls you when an agent is available. Saved me hours of holding when I had a PFML question. There's a video showing how it works: https://youtu.be/7DieNd3C7zQ?si=26TzE_zGms-DODN3

the Boeing STD plan is total garbage compard to state PFML. I took 12 weeks when my dad got cancer and got 90% of my pay from the state plan. my cousin @ boeing could only get 2 weeks of his own sick time. that's why i turned down a boeing offer last year, benefits matter!

Important clarification on Boeing benefits: There are DIFFERENT benefit structures depending on which union represents you or if you're non-union. IAM (machinists) have different benefits than SPEEA (engineers/techs) or non-represented employees. All three groups have different leave policies. IAM-represented employees specifically don't participate in WA PFML, while some other Boeing employees do. It's confusing even for those of us who work there!

my wife worked for boeing 15 years as a machinist and we learned the hard way about this too when i got hurt in 2023... they CLAIM the boeing short term disability is "comparable" but its NOT AT ALL... u cant use boeing STD to care for family like state PFML lets u do... total BS and i hope they fix it in the next contract !!!

For those in this situation, there's a little-known option worth investigating. If your spouse works somewhere that DOES participate in WA PFML, they might be eligible to take PFML to care for you even if you can't take it yourself through Boeing. The state program allows eligible employees to take leave to care for family members with serious health conditions regardless of where the family member works. This won't help for your own conditions but could be an option for family care situations.

I actually contacted our IAM union rep about this exact issue last month!!! They said it's definitely on the table for the next contract negotiations but wouldn't guarantee anything (of course). FYI the Machinist Union contract is up for renewal in 2025 so hopefully this gets addressed then. Until then we're all basically screwed compared to other WA workers.

Something everyone should know: If you're looking into supplemental coverage like Aflac, be aware that most policies have waiting periods before you can use them (often 30 days from enrollment) and they usually won't cover pre-existing conditions in the first 6-12 months. Don't wait until you need it to sign up - these policies are meant to be purchased well before you have a need for them.

As someone who just went through a similar situation with a family member at Boeing, I want to add that you should also check if your husband's specific health condition might qualify for FMLA (Family and Medical Leave Act) instead. While FMLA is unpaid, it does provide job protection for up to 12 weeks, which Boeing has to honor regardless of their PFML opt-out status. It won't replace income like the state program would, but it's better than nothing and can be combined with any short-term disability benefits he might be eligible for through Boeing's plan. The paperwork is a hassle but worth it for the job security alone.

As a newcomer to this discussion, I wanted to thank everyone for sharing their experiences - this is incredibly helpful information! I'm actually considering a position at Boeing and had no idea about this PFML exclusion for IAM workers. It's really eye-opening to see the real-world impact this has on families when serious health situations arise. The suggestion about checking if a spouse at another employer can use their PFML benefits is brilliant - that's definitely something I wouldn't have thought of. And the advice about getting supplemental coverage early (before you need it) is spot on. It sounds like Boeing IAM workers really need to be proactive about planning for these gaps in coverage. Does anyone know if there are resources or advocacy groups pushing for this to be addressed in the upcoming contract negotiations? It seems like this affects a lot of families and the current Boeing coverage really isn't comparable to the state benefits based on what everyone's shared here.

As someone new to Washington and currently job hunting, this thread has been incredibly eye-opening! I had assumed that all Washington workers were covered by the state's PFML program - I had no idea that collective bargaining agreements could opt out with "comparable" benefits that clearly aren't actually comparable based on everyone's experiences here. This really highlights how important it is to dig deep into benefits packages during job interviews, especially asking specific questions about family leave policies. I'll definitely be asking potential employers whether they participate in state PFML or have opted out, and if they've opted out, exactly what their alternative coverage includes. The recommendation about Claimyr for getting through to ESD is also super helpful - I've been trying to call them about a different issue and those hold times are absolutely brutal. Thanks to everyone who shared their real experiences here, it's exactly the kind of practical information that you can't get from official HR materials or benefit summaries.

As a newcomer to this community, I'm really grateful for all the detailed information everyone has shared here! I'm currently navigating a similar situation - my partner works for a different union (not Boeing, but also opted out of WA PFML) and we're trying to figure out our options before we potentially need family leave. Reading through everyone's experiences, it's clear that the "comparable benefits" language in the law is being interpreted very loosely. The fact that Boeing's STD only covers the employee's own medical conditions but not family care seems like a huge gap compared to state PFML, which explicitly covers both. I'm curious - has anyone tried filing a complaint with the state about whether these opt-out arrangements are truly "comparable"? It seems like there should be some oversight mechanism to ensure that CBAs that opt out are actually providing equivalent coverage. The stories here suggest they're not even close to equivalent in many practical situations. Also want to echo the thanks for the Claimyr recommendation - just bookmarked that for future reference since ESD's phone system seems to be a nightmare for everyone!

As a newcomer to this discussion, I'm really appreciating all the detailed experiences everyone has shared! I'm currently in a similar boat - my spouse is starting at Boeing as an IAM member next month and we had no idea about this PFML exclusion until I stumbled across this thread. What's particularly frustrating is that during the hiring process, Boeing's benefits overview made their leave policies sound comprehensive, but clearly didn't spell out these important gaps compared to state coverage. The distinction between coverage for your own medical conditions versus family care is huge and not something that was made clear upfront. I'm definitely going to look into the supplemental insurance options mentioned here - the Colonial Life recommendation for Boeing employees specifically sounds promising. And I'll make sure we understand exactly how Boeing's FMLA process works since that seems to be an important backup for job protection even without pay replacement. This whole situation really highlights how complex benefits can be when you have multiple overlapping systems (federal FMLA, state PFML, union-negotiated benefits). It's disappointing that Boeing IAM workers are essentially getting less protection than other Washington workers despite being part of what should be a strong union. Hopefully the 2025 contract negotiations will address this gap - it seems like there's definitely awareness of the issue among members based on this discussion. Thanks again to everyone for sharing your real-world experiences. This is exactly the kind of information you need but can't easily find through official channels!

As someone new to this community and Washington state, I'm finding this discussion incredibly valuable! I just relocated here for work and had been impressed by Washington's progressive benefits like PFML, so learning about these collective bargaining opt-outs is definitely eye-opening. Reading through everyone's experiences, it's clear that Boeing IAM workers are in a really tough spot compared to other Washington employees. The gap between "comparable benefits" on paper versus what people actually experience when they need family care is striking. It seems like the state's definition of "comparable" needs to be much more specific about covering the same situations - not just the same dollar amounts. I'm curious whether other states with similar family leave programs have run into this issue with union opt-outs, or if Washington's law is particularly permissive in this area? It might be worth looking at how other states handle the "comparable benefits" standard to see if there are better models out there. The practical advice here about supplemental insurance, FMLA coordination, and spouse coverage through other employers is really helpful. It's unfortunate that Boeing families have to navigate such a complex patchwork of benefits to get coverage that other Washington workers get automatically through the state program. Hopefully the upcoming contract negotiations will address this - it sounds like there's definitely member awareness of the problem!

As a newcomer to this community, I'm really grateful for all the detailed information shared here! I'm currently job hunting in the Seattle area and had no idea that some employers could opt out of Washington's PFML program. This thread has been incredibly eye-opening about the gaps that can exist even in states with progressive benefits. What strikes me most is how the "comparable benefits" language seems to create real hardships for families when they actually need care. The distinction between Boeing's STD covering only the employee versus state PFML covering family care situations is a huge practical difference that clearly isn't being treated as such by whoever determines what's "comparable." I'm definitely going to start asking much more specific questions during interviews about whether companies participate in state PFML or have opted out. And if they've opted out, I'll ask for detailed comparisons of what their alternative coverage actually includes versus what the state program would provide. The timing advice about getting supplemental insurance before you need it is really valuable too - I'll look into that regardless of where I end up working. It seems like even employees at companies that do participate in PFML might benefit from additional coverage. Thanks to everyone for sharing your real experiences. This is exactly the kind of practical information that helps newcomers understand what to really look for when evaluating job offers in Washington!

As a newcomer to this community, this discussion has been incredibly informative! I'm currently working for a different employer in Washington that does participate in PFML, but my partner is considering a position with Boeing IAM. Reading through everyone's experiences really highlights how significant these benefit gaps can be for families. What's particularly concerning is how the current system seems to create inequality among Washington workers based on their union representation. It feels like the "comparable benefits" standard needs much clearer criteria to ensure families aren't left with substantially less protection than what the state intended to provide all workers. I'm wondering if anyone has tried reaching out to state legislators about this issue? With multiple unions potentially affected and the 2025 Boeing contract negotiations coming up, it might be worth advocating for changes to the law itself - either strengthening the "comparable benefits" requirements or providing more oversight of these opt-out arrangements. Thanks to everyone who shared their experiences and practical advice about supplemental coverage, FMLA, and the Claimyr service. This is exactly the kind of real-world information that helps people navigate these complex benefit systems!

As a newcomer to this community and someone currently navigating Washington's employment landscape, this discussion has been absolutely invaluable! I had no idea that collective bargaining agreements could essentially exempt workers from what I thought was universal state coverage. What really stands out to me is how this creates a two-tiered system where some Washington families have comprehensive leave protection while others - despite being in what should be strong union positions - actually have less coverage than non-union workers. The Boeing IAM situation seems like a perfect example of how "comparable benefits" can be comparable in name only. I'm particularly grateful for the practical advice shared here - the tip about spouses potentially using their own PFML coverage to care for Boeing employees is brilliant, and the warnings about supplemental insurance waiting periods and pre-existing condition exclusions are exactly what someone needs to know before they find themselves in a crisis. The suggestion about contacting state legislators is also really compelling. It seems like the 2025 Boeing contract negotiations present a unique opportunity to highlight how these opt-out arrangements are affecting real families and potentially push for either better union contracts or clearer state standards for what truly constitutes "comparable" coverage. Thank you all for sharing your experiences so openly - this is the kind of community knowledge that makes a real difference for people trying to navigate these complex systems!