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PORT OF SEATTLE 
RESOLUTION NO. 3694 
A RESOLUTION  of the Port Commission of the Port of Seattle relating to safety and
security at Seattle-Tacoma International Airport and the necessary
hiring  standards,  training  opportunities,  and  minimum
compensation required to maintain a well-trained workforce at the
Airport. 
WHEREAS, the voters of King County authorized and approved the formation of a Port
District coextensive with King County to be known as the Port of Seattle in a special election on
September 5, 1911; and 
WHEREAS, the Port of Seattle was established upon election as a port district and has
been since then and is now a duly authorized and acting port district of the State of Washington;
and 
WHEREAS, in accordance with RCW 14.08.330, the Port of Seattle owns, operates, and
exercises exclusive jurisdiction and control over Seattle-Tacoma  International Airport (the
Airport); and 
WHEREAS, RCW 14.08.120(2) authorizes a port district, including the Port of Seattle,
to exercise managerial, regulatory, and governmental authority over its airports and to "adopt 
all needed rules, regulations, and ordinances for the management, government, and use" of its
airports; and 
WHEREAS, RCW 53.08.220(1) authorizes a port district, including the Port of Seattle,
to regulate the use of its airports by its "tenants, agents, servants, licensees, invitees, suppliers,
passengers, customers, shippers, business visitors, and members of the general public"; and 
WHEREAS, a secure Airport and a safe environment for passengers, employees,
airlines, and other businesses at the Airport are fundamental Port of Seattle priorities that are
incorporated as an official strategy of the Aviation Division to "Operate a world-class
international airport by ensuring safe and secure operations"; and 
WHEREAS, more than 15,000 workers are employed at the Airport by the Port of
Seattle and by tenants, licensees, contractors, vendors, consultants, airlines, or other businesses
of the Airport; and 
WHEREAS, many of these workers have regular access to the Air Operations Area or
work in other capacities that impact Airport safety and security and therefore must be
well-trained and possess the necessary education and/or work experience to ensure a safe and
secure Airport both for employees and for the traveling public; and 
WHEREAS, The staff report titled "Quality Jobs: Safety and Security for Aeronautical
Workers," dated June 26, 2014, and the testimony heard by the Port Commission reflected in that
report together establish a need for improved levels of general training, education, and/or work

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experience, employee qualifications for advancement, and corresponding compensation
incentives in order to attract and retain a high-quality workforce for the purposes of ensuring a
safe and secure Airport; and 
WHEREAS, addressing these needs will aid in reducing workforce attrition, increase
Airport safety and security, and promote the public health, safety, and welfare of the workforce
and the general public at the Airport; and 
WHEREAS, the Port Commission is the legally constituted governing body of the Port
of Seattle; and 
WHEREAS, the Port Commission desires to set forth certain additional standards of
employment to ensure the safety and security of the Airport; 
NOW, THEREFORE, BE IT RESOLVED by the Port Commission of the Port of
Seattle as follows: 
Section 1.    Findings. 
The Port Commission finds and declares that the recitals above are true and correct and
incorporated as provisions of this Resolution. 
Section 2.    Definitions. 
For the purposes of this Resolution: 
A.    "Air Operations Area" or "AOA" means the area that is inside the Airport
perimeter fence, including all areas with restricted access located outside the Airport terminal
buildings, including without limitation, runways, taxiways, ramps, hardstands, safety areas,
perimeter roads, and cargo areas. 
B.    "Airport" means the Seattle-Tacoma International Airport. 
C.    "Airport Employer" means any individual, partnership, association, corporation,
business trust, municipal corporation, or any person or group of persons acting directly or
indirectly in the interest of an employer in relation to an employee that is also a tenant,
subtenant, licensee, contractor, airline, or other business that operates at the Airport. The term
"Airport Employer" does not include the Port of Seattle.
D.    "Bonuses" means non-discretionary payments in addition to hourly, salary,
Commission, or Piece-Rate payments paid under an agreement between the employer and
employee, including, without limitation, profit-sharing arrangements that are not intended to
qualify as retirement plans for favorable tax treatment under the Internal Revenue Code. 
E.    "Commissions" means a sum of money paid to an employee upon completion of a 
task, usually selling a certain amount of goods or services. 


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F.     "Covered Employee" means any person employed by an Airport Employer that
(i) is required by the Port of Seattle to be issued an Airport badge with AOA access and
(ii) either (a) is required as a component of his or her essential job responsibility to regularly
work in and around the AOA or (b) has a responsibility to support passenger and facility safety
and security, including without limitation, AOA perimeter control, passenger check-in activities,
skycap and baggage check-in and handling services, wheelchair attendant services, baggage and
cargo handling, ground support equipment maintenance, fixed based operator activities,
international passenger assistance, checkpoint screening, and aircraft ground handling services
(which include, without limitation, aircraft catering, cleaning, fueling, load-balancing,
marshalling, dispatching, maintenance, and aircraft security). 
G.    "Director" means the Managing Director of the Aviation Division of the Port of
Seattle. 
H.    "Hourly Minimum Compensation" means the Minimum Compensation due to an
employee for each hour worked during a pay period. 
I.      "Hourly Minimum Wage" means the Minimum Wage due to an employee for
each hour worked during a pay period. 
J.     "Medical Benefits Plan" means an essential health benefits package, as defined in
42 U.S.C.  18022, or an equivalent plan. 
K.    "Minimum Compensation" means the Minimum Wage plus an additional amount
of compensation that may be comprised in whole or in part by any of the following items if
reported to the Internal Revenue Service: (i) Additional pay, (ii)Tips received by the employee, 
(iii) contributions  made  by  the  employer  to  an  employee's  Medical  Benefits  Plan,
(iv) contributions made by the employer to an employee's retirement plan that is intended to
qualify for favorable tax treatment under the Internal Revenue Code, and (v) any payments made
by the employer for an employee's educational expenses that are includable in the employee's
income under the Internal Revenue Code, whether paid directly to the employee or to a provider
of educational services. 
L.    "Minimum Wage" means all Wages, Commissions, Piece-Rate and Bonuses 
received by the employee and reported to the Internal Revenue Service. 
M.   "Paid Time Off" means accrued hours of paid leave provided by an employer for
use by an employee to receive the same Minimum Compensation (exclusive of lost Tips or
Commissions) as the employee would have earned during the time the paid leave is taken for an
absence from work for the reasons and in the manner specified in the Rules and Regulations
promulgated by the Director. 
N.    "Piece-Rate" means a price paid per unit of work. 
O.    "Rate of Inflation" means the Consumer Price Index annual percent change for
urban wage earners and clerical workers, termed CPI-W, or a successor index, for the twelve
months prior to each September 1 as calculated by the United States Department of Labor. 

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P.     "Rules and Regulations" means those rules and regulations promulgated and
administered by the Director under the authority provided in subsection 6(F) of this Resolution. 
Q.    "Tips" means a verifiable sum to be presented by a customer as a gift or gratuity
in recognition of some service performed for the customer by the employee receiving the Tip. 
R.    "Wage" means compensation due to an employee by reason of employment,
payable in legal tender of the United States or checks on banks convertible into cash on demand
at full face value, subject to such deductions, charges, or allowances as may be permitted by the
Rules and Regulations promulgated by the Director. 
Section 3.    Standards of Employment. 
In accordance with subsection 6(F) of this Resolution, the Director will develop and
promulgate Rules and Regulations to carry out the standards of employment in this Section 3.
These Rules and Regulations must require that every Airport Employer comply with the
following policies:
A.    Hiring Policy. For new hires, Airport Employers must comply with the following
hiring standard: Covered Employees must possess a high school diploma, a high school
equivalency credential recognized by the state of Washington in accordance with Chapter 131-48
WAC, or an equivalent level of education, training, or work experience as reasonably determined
by the Covered Employee's Airport Employer. 
B.    Training Policy. Airport Employers must ensure that their Covered Employees
receive the following training or credentials, where applicable by job responsibilities: 
"Security Identification Area" orientation 
Employment verification specialist training (badging compliance) 
Escort training 
Safety  training  consistent  with  Section 611  ("Airside  Personnel:
Responsibilities, Training and Qualifications") of the International Air
Transportation Association Airport Handling Manual, which includes: 
o  AOA safety training 
o  AOA driver training 
o  Aircraft handling training 
o  Ground support equipment training 
o  Human factors training 
Bloodborne pathogen and biohazards training 
C.    English Proficiency Policy. Airport Employers are encouraged to identify their
positions of employment that require English proficiency and the Covered Employees in those
positions who do not possess English proficiency.  In accordance with Federal Aviation
Administration "Advisory Circular No. 150/5210-20: Ground Vehicle Operations on Airports,"
any Covered Employee expected to operate on the AOA must demonstrate a functional
knowledge of the English Language. Airport Employers are encouraged to provide paid leave to
all identified Covered Employees for on-the-job English proficiency training through Airport

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University or an equivalent program authorized by the Port of Seattle. Airport Employers are
encouraged to offer similar on-the-job English proficiency training to other Covered Employees
for purposes of advancement.
Section 4.    Covered Employee Compensation. 
In accordance with subsection 6(F) of this Resolution, the Director will develop and
promulgate Rules and Regulations to carry out the wage and compensation standards in this
Section 3. These Rules and Regulations must require that every Airport Employer comply with
the following policies: 
A.    Hourly Minimum Wage Policy. Effective January  1 of each year, Airport
Employers are required to compensate each of their Covered Employees that year's
corresponding Hourly Minimum Wage for each hour worked within the physical boundaries of
the Airport according to the following schedule: 
Year             Hourly Minimum Wage 
2015                 $11.22 
2017                 $13.00 
Effective January 1, 2018, the Hourly Minimum Wage paid by Airport Employers to any
Covered Employee will increase annually on a percentage basis to reflect the rate of inflation,
calculated to the nearest cent on January 1 of each year. Airport Employers may meet the
applicable Hourly Minimum Wage requirement by a payment of the Minimum Wage, provided
that the Airport Employer is in compliance with all applicable law. 
B.    Hourly Minimum Compensation Policy. Subject to the initial hiring period
below, effective January 1 of each year, Airport Employers are required to pay each of their
Covered Employees that year's corresponding Hourly Minimum Compensation for each hour
worked within the physical boundaries of the Airport according to the following schedule: 
Year          Hourly Minimum Compensation 
2015                 $13.72 
2017                 $15.50 
Effective January 1, 2018, the Hourly Minimum Compensation paid by Airport
Employers to any Covered Employee will increase annually on a percentage basis to reflect the
rate of inflation, calculated to the nearest cent on January 1 of each year. Airport Employers
may meet the applicable Hourly Minimum Compensation requirement by a payment of the
Minimum Compensation, provided that the Airport Employer is in compliance with all
applicable law. 

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C.    Initial Hiring Period. At its discretion, an Airport Employer m ay delay the
effective date of the Hourly Minimum Compensation requirement for up to the first
90 calendar days of a Covered Employee's employment. 
Section 5.    Paid Time Off. 
In accordance with subsection 6(F) of this Resolution, the Director will develop and
promulgate Rules and Regulations to carry out the Paid Time Off standards of this Section 5.
These Rules and Regulations must require that every Airport Employer comply with the
following policies: 
A.    Eligibility. All Covered Employees have the right to Paid Time Off as provided
in this Section 5. In order to accrue Paid Time Off, a Covered Employee must work a minimum
of ten hours per work week within the physical boundaries of the Airport. 
B.    Accrual. Eligible Covered Employees accrue one hour  of Paid Time Off for
every 40 hours worked beginning at the commencement of employment with an Airport
Employer. A Covered Employee must be allowed to carry over to the following year a minimum
of 40 hours (more at the Airport Employer's discretion) of unused Paid Time Off. 
C.    Allowances. Covered Employees are entitled to use accrued Paid Time Off
beginning on the 180th calendar day after the commencement of their employment.
D.    Retransfers and Rehires. The accrued Paid Time Off of a Covered Employee
separated from employment or transferred to a position outside the physical boundaries of the
Airport must be reinstated upon the rehire or retransfer by the same Airport Employer of the
Covered Employee to a position within the physical boundaries of the Airport within 180 days of
the initial separation or transfer. 
Section 6.    Compliance, Reporting, and Enforcement. 
A.    Annual Certification. Beginning in 2015, each Airport Employer must annually
certify by February 1 to the Director that it is in compliance with Section 3 (Standards of
Employment), Section 4 (Covered Employee Compensation), and Section 5 (Paid Time Off) of
this Resolution. 
B.    Notice to Covered Employees. Airport Employers are required to provide a copy
of the annual certification to their Covered Employees. 
C.    Records of Compensation. Airport Employers must retain payroll records
pertaining to Covered Employees for a period of three years documenting the Minimum Wage
paid, the Minimum Compensation paid, and the Paid Time Off accrued and used for each
Covered Employee. 
D.    Retaliation Prohibited. Airport Employers are prohibited from interfering with,
restraining, or denying the exercise of, or the attempt to exercise, any right protected under this
Resolution.  Airport Employers are prohibited from taking adverse action or discriminating
against a Covered Employee for exercising in good faith the rights protected under this

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Resolution, including: (a) the right to inform his or her employer, union, or similar organization
regarding the provisions of this Resolution; (b) the right to obtain legal counsel about an Airport
Employer's alleged violation of this Resolution; (c) the right to oppose any policy, practice, or
act that is allegedly prohibited by this Resolution; and (d) the right to inform other employees of
their potential rights under this Resolution. 
E.    Penalties. Any Airport Employer found to be in violation of the Hourly Minimum
Wage, the Hourly Minimum Compensation, or the Paid Time Off requirements of this
Resolution, in addition to all other remedies available to the Port for violation of its rules and
regulations, is liable for and must pay to the Port of Seattle a penalty in the amount of three times
the difference between the Minimum Wage, Minimum Compensation, or Paid Time Off amounts
paid by the Airport Employer and the amounts due under this Resolution. This subsection 6(E)
is not intended to limit any other right of action that a Covered Employee may have against an
Airport Employer  for improperly withholding or diverting any portion of the Covered
Employee's wages.
F.     Rules and Regulations. The Director is authorized and directed to promulgate and
administer Rules and Regulations to carry out and enforce the provisions of this Resolution and
to provide a draft of any Rules and Regulations (or amendments) to the Port Commission,
Airport Employers, Covered Employees, and the general public at least 30 days before their
effective date. The Rules and Regulations must provide for Airport Employer reporting, periodic
audits of Airport Employer reports, and the procedures to receive and adjudicate complaints,
process appeals, and generally enforce the provisions of this Resolution and any assessed
penalties.  The Rules and Regulations must be consistent with state and federal law and
regulations.  The Rules and Regulations must take effect on the later date of either
(i) January 1, 2015, or (ii) 14 calendar days after the Washington Supreme Court issues a final
judicial determination in BF Foods LLC v. City of SeaTac, No. 13-2-25352, 2013 WL 6851515
(Wash.Super. Dec. 27, 2013).
Section 7.    Severability. 
The provisions of this Resolution are declared to be separate and severable. If any
clause, sentence, paragraph, subdivision, section, subsection, or portion of this Resolution, or the
application of it to any employer, employee, or circumstance, is held to be invalid, including,
without limitation, a holding of invalidity or partial invalidity based on preemption by state or
federal law, it shall not affect the validity of the remainder of this Resolution, or the validity of
its application to other persons or circumstances. 
Section 8.    Other Legal Requirements. 
This Resolution provides minimum hiring, training, compensation, and leave time
requirements and does not preempt, limit, or otherwise affect the applicability of any other law,
regulation, requirement, policy, standard, collective bargaining agreement, or private contract of
employment that provides for greater hiring, training, compensation, or leave time requirements.
Section 9.    Effective Date. 
This Resolution will take effect and be in force immediately upon its adoption. 

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ADOPTED by the Port Commission of the Port of Seattle at a duly noticed public
meeting thereof, held this _____ day of ____________, 2014, and duly authenticated in open
session by the signatures of the Commissioners voting in favor thereof and the seal of the
Commission. 




(Seal) 












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