Company: BA
Filing Date: 2025-10-29
Form Type: 10-Q
Source: 0001628280-25-047023
Chunk: 86

Company: BOEING CO
Filing Date: 2025-10-29
Form: 10-Q
Item: Item 1
Chunk 86
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 months ended September 30Three months ended September 30Other Postretirement Plans2025202420252024Service cost$38 $38 $13 $13 Interest cost102 93 34 31 Expected return on plan assets(9)(8)(3)(2)Amortization of prior service credits(1)(8)(1)(3)Recognized net actuarial gain(106)(132)(35)(44)Net periodic benefit cost/(income)$24 ($17)$8 ($5)Net periodic benefit cost included in Loss from operations$38 $35 $13 $12 Net periodic benefit income included in Other income, net(14)(55)(5)(18)Net periodic benefit cost/(income) included in Loss before income taxes$24 ($20)$8 ($6)

20

Note 15 – Share-Based Compensation and Other Compensation Arrangements

Stock OptionsOn February 19, 2025, we granted 366,869 premium-priced stock options to our executive officers as part of our long-term incentive program. These stock options have an exercise price equal to 120.0% of the fair market value of our stock on the date of grant. The stock options are scheduled to vest and become exercisable three years after the grant date and expire ten years after the grant date. If an executive terminates employment because of retirement, layoff, disability, or death, the executive (or beneficiary) may receive some or all of their stock options depending on certain age and service conditions. The fair value of the stock options granted was $79.53 per unit and was estimated using a Monte-Carlo simulation model using the following assumptions: expected life seven years, expected volatility 39.0%, risk free interest rate 4.5% and no expected dividend yield.Restricted Stock UnitsOn February 19, 2025, we granted 2,244,444 restricted stock units (RSU) to our executives as part of our long-term incentive program. The RSUs granted under this program have a grant date fair value of $184.53 per unit and will generally vest in three approximately equal installments on the first, second, and third anniversaries of the grant date. These RSUs will settle in common stock (on a one-for-one basis). If an executive terminates employment because of retirement, layoff, disability, or death, the executive (or beneficiary) may receive some or all of their stock units depending on certain age and