Boeing Learning Together: Online Degrees for Boeing Employees

There is one specific feature of Boeing’s education benefit that separates it from essentially every other major U.S. employer tuition program. For eligible STEM degree and certificate programs at hundreds of partner schools, the Learning Together Program (LTP) has no annual funding cap. Not $5,250. Not $15,000. Not $25,000. No cap at all. Boeing pays the full tuition directly to the school. For a Boeing employee pursuing a bachelor’s in computer science, a master’s in electrical engineering, or a PhD in aerospace engineering at a qualifying partner school, the entire tuition cost is covered.

For non-STEM programs, the caps are still among the highest in American industry: up to $15,000 per year for bachelor’s degrees and up to $25,000 per year for graduate degrees. Add reimbursement for hundreds of professional certification exam fees, incentive payments for flight training, fully funded high school diploma completion, fully funded English language learning, direct-to-school payment (so you never float tuition out of pocket), and day-one eligibility from hire date, and the result is a program that fundamentally changes what is financially possible for Boeing teammates pursuing education.

The Learning Together Program launched in 1998, celebrated its 25th anniversary in 2023, and has supported more than 225,000 Boeing employees with nearly $2 billion in cumulative investment. Boeing continues to invest more than $70 million annually in the program. The benefit can be used repeatedly throughout an employee’s Boeing career. For IAM-represented union employees in Districts 751 (Puget Sound) and W24 (Portland), a parallel joint-programs structure provides similar funding plus a feature that no other U.S. employer offers: Boeing stock unit awards for completing associate, bachelor’s, master’s, or doctoral degrees.

This guide walks through what LTP covers across different types of education, how the no-cap STEM pathway works in practice, what online schools align well with the program, how the IAM/Boeing Joint Programs differ for union-represented employees, and how the related Boeing education benefits (Bright Horizons tutoring, Tuition.io, National Merit Scholarship) fit together. For the broader framework on planning an online degree as a working adult, our Complete Guide to Earning an Accredited Online Degree as an Adult Learner applies regardless of which part of the LTP benefit you plan to use.

Quick Reference: What LTP Covers

Before going into specifics, here is the at-a-glance view of what Boeing’s Learning Together Program funds and the annual structure for each category.

Education type	Annual funding cap	Payment model	Notes
STEM degrees at partner schools	No cap	Direct to school	Hundreds of partner schools
Graduate degrees (non-STEM)	Up to $25,000	Direct to school	Many fields eligible
Bachelor’s degrees (non-STEM)	Up to $15,000	Direct to school	Broad school availability
Associate degrees and certificates	Generous funding	Direct to school	Specific caps vary by program
Professional certification exam fees	Covered for hundreds of certs	Reimbursement	Six Sigma, PMP, IT certs
Flight training (Private Pilot, Instrument, Commercial, Multi-Engine)	Incentive payments	Special incentive structure	Expanded in 2023
High school completion	Fully funded	Direct to provider	Online program for US employees
English language learning	Fully funded	Direct to program	myTimeENGLISH 6-month online

The table above summarizes what is publicly documented on Boeing’s own Learning Together Program pages and in Boeing’s official newsroom releases. Specific program caps and eligibility details can vary for subsidiaries, certain business unit programs, and union-represented employees. The authoritative source for a specific employee’s situation is Boeing’s internal education benefits portal. The direct-payment model applies across most categories, which eliminates the cash flow problem that makes reimbursement-only programs impractical for many working adults.

The No-Cap STEM Pathway

The single most distinctive feature of Boeing’s LTP is the no-cap funding for eligible STEM degree and certificate programs at partner schools. For a Boeing employee pursuing a bachelor’s degree in engineering, computer science, data science, cybersecurity, applied mathematics, or another qualifying STEM field, the program covers 100 percent of tuition with no annual ceiling. For a graduate STEM degree (a master of science in software engineering, for example, or a doctorate in aerospace engineering), the same no-cap structure applies at qualifying schools.

To put this in context: the average out-of-state tuition at a U.S. public research university is roughly $30,000 per year for undergraduate study and $35,000 or more for graduate study. A four-year bachelor’s STEM degree at such a school could easily represent $120,000 in tuition costs. Boeing covers that completely under the no-cap STEM pathway when the program qualifies and is at a partner school. No comparable employer program exists at Walmart, Amazon, Starbucks, Target, Chipotle, Verizon, or any of the retail and service employers that offer large tuition benefit programs. The feature is essentially unique to Boeing among major U.S. employers.

What qualifies as a STEM program

STEM in the LTP context covers what you would expect from an aerospace and defense company: engineering of all kinds (aerospace, mechanical, electrical, software, systems, industrial, structural), computer science and software development, cybersecurity, data science and analytics, applied mathematics and statistics, physics, materials science, and increasingly areas like machine learning and artificial intelligence. The specific list of eligible programs and partner schools is maintained in Boeing’s internal education benefits portal and evolves as partner relationships and program approvals change. Employees should verify their target program and school combination before enrolling.

For Boeing employees in non-technical roles (procurement, HR, finance, marketing, administration) who want to transition into technical career tracks, the no-cap STEM pathway is a career-transformation opportunity. A procurement analyst pursuing a computer science bachelor’s degree at a qualifying partner school can complete the entire program with zero out-of-pocket tuition, positioning for a transition into software development or IT roles at Boeing afterward. This kind of cross-functional career pivot, fully funded by the employer, is nearly unheard of in American industry.

The partner school network

Per Boeing’s 2023 LTP expansion announcement, the program includes more than 300 Boeing partner schools, plus hundreds of additional schools in the Bright Horizons EdAssist Education Network that offer discounts and waived fees to Boeing employees. Common partner schools for online STEM programs include Arizona State University, Purdue University, University of Illinois Urbana-Champaign, Colorado State University, Penn State World Campus, University of Maryland Global Campus, and Georgia Tech, among many others. Whether a specific program at a specific school qualifies for the no-cap STEM treatment is determined inside Boeing’s LTP system, which is why pre-approval is important before committing to enrollment.

Graduate Degrees Outside STEM

For Boeing employees pursuing graduate degrees in non-STEM fields (business, public policy, communications, education, healthcare administration, liberal arts), the $25,000 annual cap is exceptionally generous. The vast majority of traditional public and private master’s programs fall within or below this ceiling for a full year of study. For example, a full-time MBA at a major public university program typically costs $25,000 to $40,000 per year; Boeing’s cap covers the majority or entirety of annual tuition.

Under IRS Section 127, employer education assistance up to $5,250 per calendar year is excluded from taxable wages. The portion above $5,250 is generally treated as taxable income, though Boeing notes in its LTP fact sheet that depending on how the education relates to an employee’s current work role, tuition assistance may or may not be taxable. A Boeing employee receiving the full $25,000 graduate benefit could have as much as $19,750 treated as taxable wages, which at a 22 percent federal bracket works out to approximately $4,345 in additional annual taxes. In cases where the education qualifies as working condition fringe (directly related to current job duties and maintaining required skills), larger portions may remain tax-free beyond the $5,250 threshold.

For doctoral programs, the same $25,000 annual cap applies. Boeing’s coverage of doctoral programs is meaningful given that PhD programs in non-STEM fields typically run 4-6 years at $20,000 to $40,000 per year; Boeing’s annual cap can cover full tuition for many doctoral programs and substantial portions of more expensive ones.

Bachelor’s Degrees Outside the No-Cap STEM Pathway

For bachelor’s degrees that do not fall into the no-cap STEM category (including STEM degrees at non-partner schools, business degrees, healthcare programs, liberal arts, and other fields), the $15,000 annual cap applies. This is high enough to fully fund most low-to-moderate cost online bachelor’s programs in a given year, with meaningful margin remaining for additional coursework or certification exam fees.

Math on common online programs

Three schools commonly used by Boeing employees for bachelor’s completion illustrate how the $15,000 cap actually plays out:

• Southern New Hampshire University (SNHU) at $330 per credit: the $15,000 cap covers approximately 45 credits per year, which is a full year of full-time study plus extra credits for prerequisites or electives.
• Purdue University Global at approximately $371 per credit: roughly 40 credits per year, similarly more than a full year of full-time enrollment.
• Western Governors University (WGU) at a flat approximately $4,270 per six-month term: two terms annually would be approximately $8,540, which is well under the $15,000 cap and leaves roughly $6,460 annually for certifications or related coursework.

Because Boeing pays the school directly, the cap is functionally a usable budget rather than a reimbursement ceiling. Employees can plan their annual enrollment to stay within the cap, or coordinate with their school’s billing to split charges across calendar years if their coursework exceeds the annual cap.

Flight Training Incentives

As you would expect from an aerospace company, Boeing offers LTP incentives for flight training that no non-aviation employer provides. The program covers part of the cost of obtaining a pilot’s license, reimburses exam fees for flight-related certifications, and in 2023 expanded its flight certification coverage. Current flight incentives include:

• First Solo incentive payment (reaching the first solo flight milestone during training)
• Private Pilot Certificate incentive payment
• Instrument Rating
• Commercial Pilot Certificate
• Aircraft Multi-Engine Land

For Boeing employees with aviation interests, this is a meaningful supplementary benefit. Private pilot training typically costs $10,000 to $15,000 from start to certification; the incentive payments offset a portion of those costs. For employees pursuing aviation careers (either professionally or personally, or in Boeing roles where flight experience is directly valuable), the combination of flight incentives plus LTP funding for aviation-related academic coursework creates a pathway that no other major U.S. employer offers. The IAM/Boeing Joint Programs also provide flight training access for union-represented employees, discussed later.

Professional Certification Exam Fees

LTP reimburses exam fees for hundreds of professional certifications directly relevant to Boeing’s business and career paths. This category is often overlooked because it sits between tuition assistance and continuing education, but it is genuinely valuable for employees whose career advancement depends on certifications rather than (or in addition to) formal degrees. Commonly reimbursed certifications include:

• Six Sigma Green Belt and Black Belt for quality and process improvement
• Project Management Professional (PMP) and Program Management Professional (PgMP)
• CompTIA certifications including Security+, Network+, A+, and CASP
• Cisco certifications (CCNA, CCNP, CCIE)
• AWS and Azure cloud certifications
• Certified Scrum Master (CSM) and other Agile certifications
• ISACA certifications including CISA, CISM, and CGEIT
• International Council on Systems Engineering (INCOSE) certifications
• American Society for Quality (ASQ) certifications

Most of these certifications have exam fees in the $300 to $1,000 range. Since LTP reimburses exam fees rather than treating them as tuition, they typically do not count against the annual degree caps in the same way, though the specifics of how exam fees interact with other LTP funding should be confirmed in the portal. For Boeing employees pursuing certifications alongside degree programs, both funding streams can be used in parallel.

High School Completion and English Language Learning

Two specific LTP features deserve mention because they address needs that most employer tuition programs ignore entirely.

High school diploma completion

Boeing fully funds an online high school diploma completion program for eligible U.S. employees who have not previously earned a diploma. The program is designed for working adults and can be completed on a flexible schedule around work responsibilities. For Boeing employees who entered the workforce without a diploma (either because they left school early or earned a GED and want a formal diploma), this benefit opens up options that would otherwise require paying for GED prep or adult high school completion programs out of pocket.

English language learning through myTimeENGLISH

For U.S.-based employees who want to improve their English speaking, reading, and writing skills, Boeing funds a six-month online program called myTimeENGLISH. This serves employees for whom English is a second language and whose career advancement depends on stronger English fluency. The program is fully funded through LTP, with no out-of-pocket cost to the employee, and is designed with formats that accommodate working adult schedules.

Neither of these features is typical in U.S. employer tuition programs. They reflect Boeing’s commitment to meeting employees at wherever they are educationally, including before they would qualify for traditional college coursework.

IAM/Boeing Joint Programs for Union-Represented Employees

Boeing’s hourly workforce at Districts 751 (Puget Sound) and W24 (Portland) is represented by the International Association of Machinists and Aerospace Workers (IAM). IAM-represented employees access education benefits through the IAM/Boeing Joint Programs, a separate system from LTP that is jointly administered by the union and Boeing. The structure provides similar coverage to LTP with some distinctive features.

Tuition vouchers

All IAM-represented employees in Districts 751 and W24 who are active on the start date of their courses can apply for and receive a voucher for the full tuition for training at accredited educational or training institutions, or up to the IAM/Boeing Joint Programs funding limit per calendar year for non-accredited but Joint-Programs-approved training. This functions similarly to LTP’s direct-to-school payment model but operates through the joint program system.

Boeing stock unit awards for degree completion

The feature that makes the IAM/Boeing program unique in American industry: active IAM-represented employees who complete an associate, bachelor’s, master’s, or doctoral degree receive Boeing stock units. No other major employer tuition benefit includes equity compensation for degree completion. For a mechanic or production worker who completes a bachelor’s degree through the program, the stock award represents additional compensation on top of the tuition coverage itself. The specific stock unit amounts and vesting schedules are set through the joint program structure.

Flight training access

IAM-represented employees can pursue flight training through the IAM/Boeing Education Assistance system and receive the special incentive payments available to all Boeing employees once they solo or earn their flying license. This parallel structure means hourly union employees have access to the same flight training incentives as salaried LTP participants.

Extended benefits after layoff

Laid-off hourly employees from Districts 751 and W24 can receive education assistance benefits for up to three years after their date of layoff. This feature acknowledges the cyclical nature of aerospace manufacturing employment and provides genuine support during downturns. Most employer tuition benefits end on the date of separation; the IAM/Boeing program continues for three full years, which is enough time to complete a bachelor’s degree even during extended unemployment.

Online Schools That Work Well With LTP

Boeing employees have more flexibility in school choice than employees at most tuition-benefit programs because of the combined Boeing partner network (300+ schools) plus the broader Bright Horizons EdAssist Education Network. For the no-cap STEM pathway specifically, a partner school is required; for non-STEM programs within the annual caps, any regionally accredited school offering an approved program typically qualifies.

Arizona State University (ASU) Online

ASU is a major Boeing partner school and HLC-accredited. ASU’s online engineering, computer science, and data science programs qualify under the no-cap STEM pathway for Boeing employees, making ASU one of the most financially efficient choices for STEM degree completion. ASU Online also has strong non-STEM programs in business, health sciences, and liberal arts covered under the standard LTP caps. ASU’s 10-week accelerated terms with multiple start dates per year fit working adult schedules well.

Purdue University

Purdue’s main campus and Purdue Online programs include multiple engineering and computer science degree pathways that qualify under the no-cap STEM structure. Purdue’s engineering reputation is particularly strong in aerospace and mechanical engineering, both of which align directly with Boeing career paths. The main campus online programs (distinct from Purdue Global) are typically the more prestigious credential track for Boeing employees targeting senior engineering roles.

University of Maryland Global Campus (UMGC)

UMGC is MSCHE-accredited and serves working adult students nationally. UMGC’s cybersecurity, information technology, software development, and data science programs qualify under the LTP no-cap STEM pathway, and its business, healthcare administration, and criminal justice programs fit under the $15,000 undergraduate cap. UMGC’s scheduling and transfer-credit policies are designed for working adults. For a fuller review, see our University of Maryland Global Campus online college review.

Western Governors University (WGU)

WGU is NWCCU-accredited and uses a competency-based model with a flat six-month term rate of approximately $4,270. For Boeing employees with prior experience and industry certifications, WGU’s self-paced structure can substantially compress time-to-degree. WGU’s IT, software development, cybersecurity, and data analytics programs align well with Boeing technical career paths and qualify under the no-cap STEM pathway at WGU specifically. For a fuller review, see our Western Governors University online college review.

Southern New Hampshire University (SNHU)

SNHU is NECHE-accredited with a flat $330 per credit undergraduate rate. SNHU’s STEM programs may qualify for LTP STEM treatment depending on the specific program and whether SNHU is a partner school for that program category. SNHU’s broader non-STEM programs fit comfortably within the LTP annual caps with substantial margin. SNHU accepts up to 90 transfer credits toward a bachelor’s, which is useful for Boeing employees with prior community college or military education credits.

To compare accredited online programs that match Boeing career paths and LTP partner school availability, our online program explorer tool lets you filter by cost, major, and transfer credit policy. For cost context across online schools generally, How Much Does an Online Bachelor’s Degree Cost? covers per-credit rate comparisons.

Related Boeing Education Benefits

Beyond the core LTP funding, several additional Boeing programs support employees and their families on education-related matters.

Tuition.io for student loan management

For Boeing employees carrying existing student loan debt from education completed before or outside LTP, the company offers a partnership with Tuition.io. The platform provides loan management tools, repayment strategy guidance, and coaches who can discuss student debt and college funding sources. Family members (spouse, domestic partner, parents, children, grandchildren) can create their own Tuition.io accounts through the employee’s benefit. This is particularly valuable for employees pursuing Public Service Loan Forgiveness eligibility or evaluating refinancing decisions.

Bright Horizons tutoring

Boeing provides up to 80 hours of one-on-one online tutoring and test prep through Bright Horizons. The benefit covers adult learners (including college students using LTP) and K-12 children of Boeing employees. For adult employees returning to college after years away from academics, tutoring support is genuinely useful. For families with K-12 students preparing for AP exams or SAT/ACT testing, the hours of tutoring per year represent meaningful support.

Boeing-National Merit Scholarship for dependents

Boeing partners with the National Merit Scholarship Corporation to award scholarships annually for undergraduate education to employees’ dependents who meet eligibility requirements. This is a dependent-focused benefit (employee children pursuing undergraduate study) rather than an employee benefit directly, but it matters for Boeing families weighing education costs across multiple family members simultaneously.

Return Flight Program

The Return Flight Program provides a pathway for people to return to their careers at Boeing after an extended break. It is not an education benefit directly, but it intersects with education because it supports employees who left the workforce temporarily (for parenting, caregiving, health, or other reasons) who used that time to pursue additional credentials. An employee who completes a degree during a career break can use Return Flight to re-enter Boeing at a level appropriate to their updated credentials.

Common Questions About LTP

How does the no-cap STEM benefit actually work in practice?

For eligible STEM degree or certificate programs at qualifying partner schools, Boeing pays 100 percent of tuition directly to the school with no annual ceiling. The no-cap treatment requires three things to all be true: the program is a STEM program in a field Boeing has designated as eligible, the school is a Boeing partner for that program category, and the specific coursework has been pre-approved in the LTP system. If all three conditions are met, the employee’s tuition for the approved program is covered in full regardless of the total annual cost. If any one condition is not met, the standard LTP caps ($15,000 bachelor’s, $25,000 graduate) apply.

Can LTP be combined with the GI Bill or other federal funding?

Yes, though the interaction depends on specific program rules. Veterans using GI Bill benefits can often coordinate GI Bill funding with LTP coverage, with GI Bill applying first and LTP filling remaining tuition gaps, or vice versa. For Boeing employees who are veterans or active reservists, the combined funding can enable pursuing advanced degrees (master’s and doctoral programs) at minimal to zero personal cost. The specific coordination approach should be discussed with both the school’s VA certifying official and the Boeing LTP program liaison before enrolling.

What if I’m IAM-represented?

If you work at Boeing in Districts 751 (Puget Sound) or W24 (Portland) and are IAM-represented, you access education benefits through the IAM/Boeing Joint Programs rather than LTP directly. The structure provides similar funding support plus the distinctive Boeing stock unit awards for completing associate, bachelor’s, master’s, or doctoral degrees. Your application process goes through the joint program office rather than the LTP portal. The three-year post-layoff benefit extension is also unique to the IAM/Boeing program.

What is the tax treatment at the $25,000 graduate cap?

Employer education assistance up to $5,250 per calendar year is excluded from taxable wages under IRS Section 127. The portion above $5,250 is generally treated as taxable income. However, if the education qualifies as a working condition fringe benefit (directly related to maintaining or improving skills required in the employee’s current role), larger portions may remain tax-free regardless of the $5,250 threshold. Whether a specific program qualifies for working condition treatment depends on facts and circumstances. Employees using the full $25,000 graduate cap should consult their tax situation with a qualified advisor or review the LTP portal materials for guidance specific to their program.

How does LTP compare to other aerospace employers?

Boeing’s LTP is more generous than the tuition benefits at Lockheed Martin, Northrop Grumman, and Raytheon Technologies on both annual caps and coverage scope. Lockheed Martin offers tuition assistance with caps typically at the $5,250 Section 127 threshold for most employees. Northrop Grumman offers tuition reimbursement (not direct-to-school payment) at similar caps. Raytheon offers tuition assistance with various caps by role. None of these employers offer the no-cap STEM pathway, flight training incentives at Boeing’s scale, fully funded high school completion, or stock unit awards for degree completion for union employees. On the specific metric of program generosity and scope, Boeing’s LTP is in a category largely by itself among U.S. aerospace employers.

Can family members use LTP?

LTP funding for tuition applies to the employee only, not to family members. The related Boeing programs that do extend to family members include Tuition.io (spouse/domestic partner, parents, children, grandchildren can create accounts), Bright Horizons tutoring (K-12 children qualify), and the Boeing-National Merit Scholarship (for dependents meeting eligibility requirements). For family members pursuing undergraduate degrees, the dependent-focused scholarship is the relevant benefit; LTP itself does not fund family education.

What if I leave Boeing after using LTP?

LTP does not include a post-completion service commitment or tuition clawback for standard program usage. Coursework already paid to the school before separation is not recovered. Active employment with the minimum baseline work schedule is required during enrollment, so an employee who separates mid-term may have tuition liability for that term if the payment structure allows recovery. For IAM-represented employees, the three-year post-layoff benefit extension provides meaningful coverage if layoff rather than voluntary departure is the reason for leaving.

Getting Started

For a Boeing teammate planning to use LTP, the practical sequence is:

• Log in to the LTP portal through Worklife on the Boeing network to review current partner schools, approved programs, and eligibility specific to your situation
• If you are pursuing a STEM degree, verify whether your target program at your target school qualifies for the no-cap STEM pathway; this single determination dramatically affects your funding options
• File FAFSA for the current academic year at studentaid.gov for federal aid determination; for non-STEM programs, combining federal aid with LTP is worthwhile, and for STEM programs with no cap, FAFSA is still useful for covering books and fees
• Submit your pre-approval request through the LTP system before enrolling in any coursework; pre-approval is required and also triggers the direct-to-school payment mechanism
• If you are IAM-represented, go through the IAM/Boeing Joint Programs office rather than the standard LTP portal
• If you hold existing student debt from prior education, create a Tuition.io account to manage that debt alongside your new education funding

Boeing’s combination of no-cap STEM funding, high non-STEM caps, direct-to-school payment, day-one eligibility, and unique features like flight incentives and high school completion make the Learning Together Program genuinely one of the most valuable non-cash benefits in American industry. For employees willing to navigate the pre-approval process and match their education goals to LTP’s structure, the program can fully fund credentials that would otherwise represent six-figure costs.

To explore accredited online programs that align with Boeing’s partner school network and common career paths, our online program explorer tool lets you filter by cost, major, accreditation, and schedule. For the complete framework on planning an online degree as a working adult covering accreditation, financial aid, and school selection, start with our Complete Guide to Earning an Accredited Online Degree as an Adult Learner. For specific guidance on managing existing student loans alongside new education funding, How Adult Students Can Graduate With Minimal Debt covers the broader debt management framework.