5e attach

Item No.         5e_Agmt. 
Date of Meeting   June 4, 2013 
COLLECTIVE BARGAINING AGREEMENT 
By and Between 
Port of Seattle 
And 
Teamsters Local Union No. 117 
Affiliated with the 
International Brotherhood of Teamsters 
REPRESENTING BUS DRIVERS & PARKING SERVICE
REVENUE REPRESENTATIVES 



Term of Agreement 
June 1, 2012  May 31, 2015

NOTICE TO ALL MEMBERS 

If you become unemployed, or are off due to an on thejob
injury, in the jurisdiction of the Local Union, you will
be put on a withdrawal status on request providing all
dues and other financial obligations are paid to the Local
Union, including the dues for the month in which the
withdrawal status is effective. 
If you are on a dues check-off with your company and
leave for any reason and dues are not deducted, it is
your obligation and responsibility to keep your dues
current or request a withdrawal.

TABLE OF CONTENTS 
Port of Seattle 
Bus Drivers and Parking Service Revenue Representatives 
ARTICLE                                PAGE 
Article 1 - Purpose of Agreement --------------------------------------------------   1 
Article 2 - Union Security -------------------------------------------------------------   1 
Article 3 - Bulletin Boards and Electronic Mail ----------------------------------   1 
Article 4 - Business Representative Access ------------------------------------  2 
Article 5 - Pay Periods ----------------------------------------------------------------   2 
Article 6 - Uniforms and Equipment -----------------------------------------------   3 
Article 7 - No Reduction in Pay -----------------------------------------------------   3 
Article 8 - Holidays ---------------------------------------------------------------------   3 
Article 9 - Health and Welfare -------------------------------------------------------   4 
Article 10 - Pension --------------------------------------------------------------------   5 
Article 11 - Vacations -----------------------------------------------------------------   6 
Article 12 - Sick Leave ----------------------------------------------------------------   7 
Article 13 - Workers Compensation and Workplace Accommodation ----  9 
Article 14 - Bereavement Leave ---------------------------------------------------- 10 
Article 15 - Jury Duty and Court Time -------------------------------------------- 10 
Article 16 - Hours of Work and Overtime ---------------------------------------- 11 
Article 17 - Call Back ------------------------------------------------------------------ 13 
Article 18 - Schedule and Vacation Bidding ------------------------------------- 13 
Article 19 - Classifications and Rates of Pay ----------------------------------- 17 
Article 20 - Probationary Employees ---------------------------------------------- 19 
Article 21 - Non-Discrimination ----------------------------------------------------- 19 
Article 22 - Handling of Disciplinary Matters ------------------------------------ 19 
Article 23 - Grievance Procedure -------------------------------------------------- 21 
Article 24 - Strikes --------------------------------------------------------------------- 22 
Article 25 - Responsibility ------------------------------------------------------------ 22 
Article 26 - Sub-Rentals -------------------------------------------------------------- 22 
Article 27 - Union Shop Card -------------------------------------------------------- 22 
Article 28 - Meetings ------------------------------------------------------------------- 23 
Article 29 - Savings Clause ---------------------------------------------------------- 23 
Article 30 - Seniority and Reduction in Force ----------------------------------- 23 
Article 31 - Deferred Compensation ----------------------------------------------- 24 
Article 32 - Examinations ------------------------------------------------------------- 24

TABLE OF CONTENTS 
Port of Seattle 
Bus Drivers and Parking Service Revenue Representatives 
ARTICLE                                PAGE 
Article 33 - Drug Testing  Substance Tests ------------------------------------ 25 
Article 34 - Education Program ----------------------------------------------------- 25 
Article 35 - More Favorable Conditions ------------------------------------------ 25 
Article 36 - Miscellaneous ------------------------------------------------------------ 25 
Article 37 - Transfer of Work/Contracting ---------------------------------------- 26 
Article 38 - Business Partnership Committee ----------------------------------- 26 
Article 39 - Management Rights ---------------------------------------------------- 27 
Article 40 - Term of Agreement ----------------------------------------------------- 29 
Appendix A  Grievance Form ------------------------------------------------- 30

AGREEMENT 
ARTICLE 1 - PURPOSE OF AGREEMENT 
This Mutual Agreement has been entered into by the International Brotherhood of Teamsters,
Local Union No. 117 (hereinafter referred to as the Union), and the Port of Seattle
(hereinafter referred to as the Port), collectively herein referred to as the Parties.  The
purpose of this Agreement is the promotion of harmonious relations between the Port and the
Union: the establishment through collective bargaining the equitable and peaceful procedures
for the resolution of differences; and the establishment of rates of pay, hours of work,
benefits, and other terms and working conditions of employment. 
ARTICLE 2 - UNION SECURITY 
2.01       Only members in good standing in the Union shall be retained in employment.
For the purpose of this Article, "members in good standing" shall be defined to mean
employee members of the Union who tender the periodic dues and initiation fees uniformly
required as a condition of acquiring or retaining membership. 
2.02       All employees covered by this Agreement shall become members of the Union
within thirty-one (31) days from the effective date of the Agreement or within thirty-one (31)
days from the date of employment, whichever is later, and shall remain a member of the
Union in good standing as a condition of continued employment, or pay an agency fee in
lieu of Union membership. Employees shall be afforded their rights to religious objections
as protected in RCW 41.56. The Port shall advise the Union of the names and addresses of
Port employees covered by this Agreement within seven (7) calendar days following the
date of employment. 
2.03       The Port agrees to deduct from the paycheck of each member covered by this
agreement who has so authorized it by signed notice submitted to the Port, the initiation fee,
and monthly dues. Written assignment shall be irrevocable for a period of one (1) year. The
Port shall transmit such fees to the Union once each month on behalf of the members
involved. If a dues error is identified, following notice to the Port the error will be addressed
as soon as practicable following notice to the Port. 
ARTICLE 3 - BULLETIN BOARDS AND ELECTRONIC MAIL 
Two (2) bulletin boards found to be mutually acceptable and in compliance with the needs of
limited use by the Union shall be provided by the Port. These bulletin boards shall be located
one each near or in bargaining unit employee break areas. It is understood and agreed that 
the Union shall maintain the bulletin boards and that no material shall be posted which is
obscene, defamatory, endorses or opposes candidates for public office or which would impair
Port operations. 
Union Stewards may make limited use of the Port's telephones, FAX machines, copiers, and
similar equipment for purposes of contract administration in compliance with the Port's
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
July 1, 2012  June 30, 2015  Page 1

policies governing use of public resources. In addition, Stewards and Union staff may use
the Port's electronic mail system for communicationsrelated to contract administration and
sending notices, provided they comply with the Port's policies governing electronic mail and
internet use. In no circumstances shall use of the Port's equipment interfere with operations
and/or service to the public. 
ARTICLE 4 - BUSINESS REPRESENTATIVE ACCESS 
The Port agrees to allow reasonable access to Port facilities for business representatives
who have been properly authorized by the Union for contract administration purposes.
Such access shall be permitted in a manner as not to interfere with the functions of the
Department or the Port. This Article shall apply within the constraints of federal or state
regulations and statutes. 
A duly authorized Union representative shall be given an opportunity to meet with new
employees in the bargaining unit in conjunction with the Port's employee orientation
program. The Union shall be notified of the date of the orientation meeting and, upon 
request shall be provided with twenty (20) minutes to meet with the employees. 
ARTICLE 5 - PAY PERIODS 
All employees shall be paid biweekly, and in no case shall the Port hold back more than
fourteen (14) days pay. No deductions shall be made from paychecks without the written
consent of the employee, except as provided by federal, state, or municipal law. If the Port
makes a payroll error resulting in an employee being owed five-hundred dollars ($500.00) or
more in gross straight-time pay, the Port shall make payment to the employee in the form of
a separate check given to the employee within three (3) business days (for the purposes of
this Article, business days shall be defined as Monday, Tuesday, Wednesday, Thursday,
and Friday). If the Port makes a payroll error resulting in an employee being owed between
one hundred dollars ($100.00) and five hundred dollars ($500.00) in gross straight-time pay,
the Port shall make payment to the employee in the form of a separate check given to the
employee within five (5) business days. If there is a payroll error resulting in an employee
being owed less than one hundred dollars ($100.00) in gross pay, the Port will include the
pay correction on the employee's next regular pay check. 
If an employee is overpaid in the amount of five hundred dollars ($500.00) or more, the
employee will pay back the Port in four (4) payments, taken out of the next four (4)
paychecks. If the amount of overpayment is less than five hundred dollars ($500.00), it will
be taken in two (2) equal amounts out of the next two (2) paychecks. 
No claim by an employee of any discrepancy in pay shall be considered by the Union or the
Port unless filed within thirty (30) days after receipt of the paycheck containing such
discrepancy. The thirty (30) day limitation shall not apply, however, where the discrepancy
arises from failure by the Port to authorize payment of a general automatic wage increase
called for by this Agreement. 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 2

As a condition of continued employment, all employees are required to participate in the
Port's direct deposit program for payroll purposes. 
ARTICLE 6 - UNIFORMS AND EQUIPMENT 
All uniforms or specified wearing apparel necessary in the performance of his/her work shall
be furnished, laundered, or cleaned by the Port at no cost to the employee.  All wage
personnel will be required to wear Port authorized uniforms.
ARTICLE 7 - NO REDUCTION IN PAY 
It is understood and agreed that none of the present employees shall suffer any reduction in
pay rate by reason of this Agreement, nor shall their hours be increased without a
corresponding increase in pay. 
ARTICLE 8 - HOLIDAYS 
8.01       Employees shall receive twelve (12) paid holidays and designated days of
normal observance as indicated below: (Except as otherwise provided in Sections 8.02 and
8.03 below).  Employees shall be eligible for personal holidays after completing the
probationary period. 
HOLIDAY                 Normal Day of Observance 
New Year's Day                January 1 
Presidents' Day                  Third Monday in February 
Memorial Day                  Last Monday in May 
Fourth of July                     July 4 
Labor Day                    First Monday in September 
Veterans' Day                  November 11 
Thanksgiving Day                Fourth Thursday in November 
Christmas Day                 December 25 
Four (4) Personal Holidays           Dates Selected by Employee 
Employees shall individually select personal holidays of their choice to be used each
calendar year, January 1st through December 31st. Such personal holiday usage shall be
subject to Port management's approval in each case. Personal holidays must be used by
December 31st of each calendar year or will be lost. Requests for cancellation of approved
personal holidays can be made; however, to insure approval, personal holiday cancellation
requests must be submitted prior to the biweekly bid process that includes the requested
cancelled days.  Employees do not have a right to displace another  employee from
scheduled work due to personal holiday cancellation unless cancellation is the result of an
unforeseen personal hardship.
Holiday pay for regular part time and unscheduled part time employees shall be prorated on
an average daily work schedule per week, calculated over a five (5)-week period. 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 3

8.02       Holiday pay for full-time regular employees shall be eight (8) hours at the
employee's regular rate of pay. All full-time regular employees shall be paid for all holidays
indicated in Section 8.01 above regardless upon which day of the week the holiday shall fall,
except as provided in Section 8.03 below. Employees working on holidays shall receive one
and one-half (1) extra days pay which shall be added to their regular biweekly pay. Except
for personal holidays, holidays listed under Section 8.01 above shall be observed to coincide
with dates commonly observed by State authority in lieu of the above. Any such readjusted
schedule shall be established in December of each year for implementation in the following
year.  To be eligible for holiday pay, a full-time employee must have been on Port
compensated time during the thirty (30) calendar days preceding the holiday. Such qualifying
compensated  time shall be limited to time worked, paid vacation, paid sick leave,
bereavement leave, or jury duty. 
8.03       If a holiday falls on an employee's normal day off, the employee may exercise
the option of taking another day off within thirty (30) days; otherwise, holiday pay will be paid. 
ARTICLE 9 - HEALTH AND WELFARE 
9.01       Effective June 1, 2012 (based on May hours), and each month thereafter during
the period this Collective Bargaining Agreement is in effect, the Port agrees to pay to the
Washington Teamsters Welfare Trust c/o NORTHWEST ADMINISTRATORS, INC. for every
employee covered by this Agreement who was compensated for eighty (80) hours or more in
the preceding month as follows. The preceding month shall be defined by an eligibility date
range that has been established as administratively appropriate by the Port and the Trust. 
a.     Health & Welfare - Contribute the t o t a l sum of $1,145.55 per month for 
continued benefits under "PLAN A" (price includes an additional $14.00 for 
domestic partner coverage) ($1,114.70) with Time Loss "Plan A" ($16.00), 
Long  Term Disability ($6.25), and Life Insurance "Plan A" ($8.60). Upon
ratification of a new Agreement coverage under the Long Term Disability plan
will discontinue. 
b.     Dental - Contribute the sum of $127.79 per month for continued benefits under
the "PLAN A"  (price includes an additional $2.20 for domestic partner
coverage). 
c.     Vision Contribute  the sum of  $$14.20 per month for continued benefits 
under the "EXTENDED BENEFITS" (price includes an additional $0.20 for 
domestic partner coverage). 
Effective January 1, 2013, the Employer shall pay the full monthly contribution towards the
cost of the Health & Welfare, Dental and Vision benefits. 
Effective January 1, 2014 each employee eligible for benefits in any month shall contribute
$30.00 toward the cost of the Health & Welfare monthly premium. 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 4

Effective January 1, 2015 each employee eligible for benefits in any month shall contribute
$50.00 toward the cost of the Health & Welfare monthly premium. 
The Port will continue to cover at 100% employee Dental and Vision benefits during the life of
the Agreement. 
9.02       Maintenance of Plans. The Trustees may modify benefits or eligibility of any
plan for the purposes of cost containment, cost management, or changes in medical 
technology and treatment. If increases are necessary to maintain the current benefits or
eligibility, or benefits or eligibility as may be modified by the Trustees during the life of the
Agreement, the Port shall pay such premium increases as determined by the Trustees. 
9.03       The Port further agrees that, upon receiving thirty (30) days notice from the
Union of any delinquency in welfare payments, the following commitment applies: Should the
fund be required to take legal action to collect the Port's contribution due under this contract,
the Port shall be liable for all the necessary costs of such litigation. 
9.04       The Port agrees to provide to each unscheduled part time employee a yearly
calendar that shows the health and welfare eligibility date range for each month of the year in
January that includes January of the following year. 
9.05       Retirees' Welfare Trust. Effective June 1, 2012,  based on May hours,
contribute the sum of 94.85 per employee per month for continued benefits under the "RWT
PLUS PLAN." Monthly premiums required by the welfare trust, to maintain retiree coverage,
greater than $94.85 per month shall be paid by the employee through wage diversion. 
ARTICLE 10 - PENSION 
10.01     Western Conference of Teamsters Pension Trust Fund.   Effective as
designated below, the Employer shall pay the amounts stated below to the Western
Conference of Teamsters Pension Trust Fund on account of each of its employees who
perform the work listed under the classifications and wage section of this Agreement for
every hour for which compensation is paid, said amounts to be computed monthly, provided
that the maximum annual contribution shall be limited to 2,080 hours: 
(*Program for Enhanced Early Retirement) 
Basic         *PEER/84       Total 
Contribution     Contribution     Contribution 
Effective  Rate           Rate           Rate 
6/1/12     $2.59          $0.17          $2.76 
6/1/13     $2.69          $0.17          $2.86 
6/1/14     $2.78          $0.18          $2.96 
The contributions required to provide the Program For Enhanced Early Retirement (PEER)
will not be taken into consideration for benefit accrual purposes under the Plan.  The
additional contribution for the PEER/84 must at all times be 6.5% of the basic contribution
and cannot be decreased or discontinued at any time. 
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 5

The contributions shall be due and payable to the area administrative office no later than ten
(10) days after the end of each month. In the event the Employer fails to make the monetary
contribution in conformity with this Article of the Agreement, the Trustees shall be free to take
any action which is necessary to effect collections, and the Employer shall pay all costs of
collections, including reasonable attorney fees. 
Vacation time will be considered as time worked for the purpose of the Employer contribution
referred to above. 
In the event an employee received report-in pay, pension contributions for such employee
shall be credited, and pension contributions submitted in a prorated amount based on the
hourly contribution rate under this Section and employee's actual hours worked. 
10.02     PSRRs AND BUS DRIVERS - Pacific Coast Benefits Trust. Effective June 1,
2012, the Port shall pay into the Pacific Coast Benefits Trust, on account of each member of
the bargaining unit with at least two (2) years of continuous service, an amount equal to one
dollar ($1.00) for each hour for which compensation is paid to such employee.  The total
amount to be computed monthly. 
ARTICLE 11 - VACATIONS 
11.01     At any time after the successful completion of the probationary period,
employees may request and use vacation leave of up to the number of hours accrued at the
time of the desired vacation date. Vacation hours shall be accrued hourly based on the
following accrual rates: five (5) days vacation during the first (1st) year of service, ten (10)
days vacation during the second (2nd) t hrough the fourth (4th) years of service, fifteen (15)
days vacation during the fifth (5th) through the ninth (9th) years of service, and twenty (20)
days vacation during the tenth (10th) year of service through the fifteenth (15 th) years of
service; and twenty-one (21) days vacation during the sixteenth (16th) year of service and
beyond. 
Vacation pay shall be calculated on the basis of an employee's straight-time hourly wage. 
11.02     When paid holidays, as outlined in Article 8 of this Agreement, fall within an
employee's vacation period, employees shall receive an extra day's pay or an extra day of
vacation with pay. 
11.03     Vacation for regular part time and unscheduled part time employees shall be
pro-rated based on the number of hours compensated in the pay period for which the accrual
is credited, but in no case to exceed the annual accrual in Section 11.01 above. 
11.04     Whereas the Port and the Union recognize the importance of employees
utilizing accrued vacation leave to promote and enhance their mental and physical well-being,
employees shall attempt to use vacation leave during the year in which it is earned. To that 
end, an annual vacation bid process shall be conducted and additional vacation request
procedures are established as outlined in Article 18. 
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 6

11.05     Employees are strongly urged to take vacation in the year following the
eligibility date when it was earned. No more than one year's vacation accumulation may be
carried over at any time. 
11.06     Employees must use all accrued vacation and sick leave prior to using leave
without pay. 
11.07     When an employee terminates following the six (6) month probationary period,
the Port shall pay 100% of any accrued vacation. 
11.08     Requests for cancellation of approved vacation can be made; however, to
insure approval, vacation cancellation requests must be submitted prior to the biweekly bid
process that includes the requested cancelled days. Unscheduled part time employees shall
not be involuntarily displaced from scheduled work due to vacation cancellation of regular
employees, except in cases of emergency. Emergencies may include an employee's or
family member's illness, injury, or death. 
ARTICLE 12 - SICK LEAVE 
12.01     Upon completion of the probationary period, employees  shall retroactively
accrue, from date of hire, six (6) days of sick leave per year. This accrual will be computed
monthly, up to a maximum accumulation of sixty (60) days of unused sick pay, subject to the
limitations listed below:
12.02     Sick leave for regular part time and unscheduled part time employees shall be
pro-rated based on the number of hours compensated in the pay period for which the accrual
is credited.
12.03     Sick leave shall be used only in instances of bona fide employee illness or
injury (or others as required by law) resulting in absence from work as normally scheduled
and shall not be converted to any other benefit or lump sum payment upon termination
except as provided in 12.06 below. 
12.04     Sick leave shall be at the employee's regular rate. 
12.05     A physician's statement may be required after the employee is off work for three
(3) consecutive working days, was previously denied vacation leave for the same period of
time, or an established pattern of absences exists (in this instance the Employer must have
previously had a counseling session with the employee and given the employee an
opportunity to explain the alleged pattern, and inform the employee of the need for a
physician statement at the time of the sick call.). 
12.06     After completion of five (5) years continuous  service, an employee who
terminates shall receive payment for fifty percent (50%) of his/her accumulated unused sick
leave.

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 7

12.07     Medical/Dental Appointments. Employees shall make every effort to arrange
medical and dental appointments before shifts, after shifts, or on days off to ensure
operational continuity and to preserve sick leave for illness resulting in incapacity to work.
However, at the employee's discretion, accrued sick leave up to twelve (12) hours per
calendar year may be used when necessary for medical and dental appointments. Seven (7)
days advance notice shall be made to use sick leave for this purpose, except when the 
appointment is unforeseen and urgent. 
12.08     Shared Leave. 
Purpose. The Shared Leave Program enables employees to donate accrued vacation and
sick leave to fellow employees who are faced with taking leave without pay or termination
due to extraordinary or severe physical or mental illnesses. Implementation of the program
for any individual employee is subject to agreement by the Port, and the availability of
shared leave from other employees.  The Port's decisions in implementing and
administering the shared leave program shall be reasonable. 
Definition. The following definition shall apply to this provision. 
a.    "Severe or extraordinary":  Shall mean serious, extreme, or life-threatening
conditions; this includes the first (1st) six to eight (6-8) weeks of maternity leave
up until the physician releases the mother to return to work. 
b.    "Shared Leave Program": Shall mean "sick leave and vacation leave" as the
only leave time available to be donated to fellow employees. 
Donation Restrictions. The following restrictions shall apply to all shared leave transactions: 
a.    Employees may donate any amount of sick leave, provided the donation does
not cause the donor employee's annual sick balance to fall below ten (10) days
(80 hours). 
b.    Employees cannot donate excess vacation and sick leave that the donor would
not have accrued due to an approaching anniversary date. 
c.     The Port shall determine whether an eligible employee shall receive shared
leave. 
d.    Use of donated leave shall not be used to extend job protection leave rights. 
Eligibility. Employees may be eligible to receive shared leave under the following conditions: 
a.    When the Port determines the employee meets the criteria described in this
policy. 
b.    The employee has complied with department policies regarding the use of
vacation and sick leave. 
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 8

c.     If the donated leave is from a different Port Department, it shall be transferable
only by agreement of both Department Managers. 
d.    The Port may require the employee to submit, prior to approval or disapproval,
a medical certificate from a licensed physician or health care practitioner
verifying the severe or extraordinary nature and expected duration of the
condition. 
Recipient Responsibilities. 
a.    Donated leave shall be used only by the recipient for the purposes specified in
this policy. 
b.    All other forms of available paid leave shall be used prior to applying to the
Shared Leave Program, provided that the employee may reserve up to forty
(40) hours of sick leave and forty (40) hours of vacation leave. 
Return of Shared Leave. Shared leave not used by the recipient shall be returned to the
donor(s). Returned leave shall be: 
a.    Divided among the donors on a pro-rated basis, computed on the original
donated value; 
b.    Returned at its original donor value; and 
c.     Reinstated to each contributor's annual vacation or sick leave balance. 
Calculation of Shared Leave. The receiving employee shall be paid at his or her regular
rate of pay or the rate established by the Disability Insurance Carrier. There will be no dollar
value assigned to the recipient of the Shared Leave which would adversely impact the
employee's rate of pay or disability insurance rate of pay. The leave received shall be
coded as Shared Leave and be maintained separately from all other leave balances. 
Participation. Participation in the Shared Leave Program is voluntary. No employee shall
be coerced, threatened, intimidated or financially induced into donating sick leave and/or
vacation leave for purposes of this program. 
ARTICLE 13 - WORKERS COMPENSATION AND WORKPLACE ACCOMMODATION 
13.01     Supplemental Pay.  At the employee's discretion, an employee may use sick
leave during approved workers compensation time-loss periods.  Sick leave supplements
will be paid in amounts sufficient to bring the total pay up to the normal bi-weekly rate.
When sick leave is exhausted, vacation leave may be paid in the same proportion as
described for sick leave to bring total pay up to the normal bi-weekly rate. 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 9

13.02     Disability Case Management. The Port of Seattle will provide all employees
with reasonable accommodation and return-to-work assistance as determined on a case-bycase
basis. Appropriate Port of Seattle personnel will work with the employee to comply
with any and all legal requirements and insurance policies. Such legal requirements and
insurance policies may include the Americans with Disabilities Act (ADA), the Family and
Medical Leave Act (FMLA), the Family Care Act (FCA), workers compensation and long
term disability insurance. 
13.03     Declining Light Duty.  In the event a light duty assignment is offered by the
Port and the employee chooses not to accept such assignment, as provided by law, the
employee will not be eligible to receive time-loss compensation. Employees are not
required to accept any assignment that would exceed the restrictions set by their doctor. 
ARTICLE 14 - BEREAVEMENT LEAVE 
14.01     An employee who suffers a death in his/her immediate family shall be eligible
for five (5) days bereavement leave, which shall be granted by the Port subject to the
following conditions: 
a.    The Port shall pay compensation at the employee's regular rate of pay for three
(3) of the five (5) days. The two (2) days for which the Port is not compensating
can, with the employee's permission, be paid through use of vacation or
personal holidays, except when those days fall on the employee's normal days
off. When the two (2) uncompensated days fall on the employee's normal days
off, that employee shall not be paid for those two (2) days. 
b.    The employee attends the funeral, wake, memorial service, or provides official
documentation. 
c.     Immediate family shall be defined as wife, husband, daughter, son, mother,
father, sister, brother, mother-in-law, father-in-law, son-in-law, daughter-in-law,
brother-in-law, sister-in-law, grandparents, grandchildren, step-parents, stepsiblings
, step-children, and spouse's grandparents. Immediate family shall also
include domestic partners and their respective relatives listed above. 
d.    Compensation for bereavement leave shall cover only time lost during the
employee's scheduled workweek. 
e.    Paid bereavement leave for regular part time and unscheduled part time shall 
be pro-rated on the average daily work schedule per week. 
ARTICLE 15 - JURY DUTY AND COURT TIME 
15.01     After thirty (30) days of continuous employment, an employee covered by this
Agreement who shall be summoned for jury duty shall, upon submission of proper evidence
of his/her attendance in court, be paid his/her regular rate of pay for the actual hours lost (but
not to exceed eight (8) hours per day or forty (40) hours per week), less any compensation
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 10

he/she received as a juror. If an employee is released from jury duty and has at least four (4)
hours of his/her shift remaining, he/she shall immediately report back to work for the
remainder of the shift. 
15.02     An employee who is called upon by the Port to serve as a witness in a court
case or arbitration involving the Port of Seattle shall be paid his/her regular rate of pay while
performing such witness service during his/her normal shift schedule.  An employee
performing such witness service outside of his/her normal work schedule shall be paid for a
minimum of three (3) hours at the overtime rate for each court appearance required. Time
required in court for such witness service in excess of three (3) hours shall also be
compensated for at the overtime rate. To verify time in excess of three (3) hours spent in
court, an employee shall submit to the Port a time slip signed by an official of the court. 
15.03     Any fees received from the court by an employee who is a required witness in a
Port-related court appearance shall be turned over to the Port. The Port shall reimburse an
employee for mileage paid by the court when such employee is a required witness in a Portrelated
court case. 
ARTICLE 16 - HOURS OF WORK AND OVERTIME 
16.01     Regular Full Time. Eight (8) hours shall constitute a workday and five (5) full
eight (8) hour days shall constitute a workweek.  For payroll purposes the workweek is
defined as Sunday through Saturday. For PSRR the eight (8) hour day shall be worked
within an eight and one half (8.5) hour period in each of the five (5) days. For bus drivers the
eight (8) hour day shall be worked within an (8) hour period in each of the five (5) days.
Regular full time work schedule will include two (2) consecutive days off. 
16.02     Regular Part Time. A work day shall consist of one or more work shifts totaling
no more than eight (8) hours (exclusive of unpaid meal periods for PSRR). Regular part time
work schedules shall be twenty (20) to thirty-six (36) hours per week and will include two (2)
consecutive days off. Part time schedules of less than five (5) days may not have all work
days scheduled consecutively. Example: Work shifts on Sunday, Monday, Thursday and
Friday; Days off Tuesday, Wednesday, Saturday. 
16.03     Unscheduled Part Time Employees.  Unscheduled part time employees are
employees who do not have a regular full time or regular part time schedule and have no
guarantee of hours. Unscheduled part time employees are employees who  bid on variable
work week schedules during the biweekly bid process and are offered additional hours of
work by seniority according to the procedures set forth in Article 16, below. 
16.04     Variable Weekly Work Schedule Definition. Variable weekly work schedules
are work schedules comprised of hours of coverage needed in excess of those covered by
regular full time and regular part time schedules and include coverage, as needed, in the
absence of employees with regular full and regular part time schedules. Variable weekly
work schedules may consist of one or more daily work shifts totaling no more than eight (8)
hours (exclusive of unpaid meal periods for PSRR) and must include one day off in each

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 11

work week. Variable weekly work schedules are assigned using the processes outlined in 
Section 18.03, below. 
16.05     Relief Periods 
a.    PSRRs. A thirty (30) minute unpaid meal period and two (2) fifteen (15) minute
paid rest periods are established for each eight and one-half (8-1/2) hour shift.
If a PSRR does not get a break during a shift, the PSRR shall be paid at the
overtime rate for missing the break. 
The scheduling of such meal period and rest periods for an individual PSRR
shall be as follows:  The fifteen (15) minute breaks shall be scheduled
approximately midpoint of each half (1/2) shift and the meal period shall start no
earlier than three (3) hours nor later then the beginning of the fifth (5th) hour
from the start of the shift. 
A PSRR who is anticipated to, or works more than three (3) hours beyond their
normally scheduled quitting time shall have a one-half (1/2) hour unpaid meal
period either between shifts or during their shift extension, or one-half (1/2) hour
of additional pay at the overtime rate if not afforded the meal period. 
b.    BUS DRIVERS. The thirty (30) minute meal period and the two (2) fifteen (15)
minute rest periods may be combined to provide a one (1) hour PAID meal
period for each eight (8) hour shift. No other scheduled or relieved breaks,
except this one (1) hour meal period are provided. 
The scheduling of such meal period for individual bus drivers shall be at the
discretion of the Port based on appropriate manpower utilization and
accommodating to the flow of traffic during each shift. However, the meal
period shall start no earlier than three (3) hours or later than the beginning of
the fifth (5th) hour from the start of the shift. 
A bus driver who works through the lunch break shall be paid one-half (1/2)
hour of overtime. 
A bus driver who is anticipated to, or works more than three (3) hours beyond
his/her normally scheduled quitting time shall have a one-half (1/2) hour meal
period either between shifts or during his/her shift extension, or one-half (1/2)
hour of additional pay at the overtime rate if not afforded the meal period. 
c.     ALL BARGAINING UNIT EMPLOYEES.  During overtime hours, employees
shall be entitled to the same meal periods and/or rest periods that the employee
they are covering would have had. 
During overtime hours when an employee is working a special assignment,
breaks and meal periods will be provided as practicable. 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 12

Employees may be required to report to work or work extended hours in
emergency conditions. Employees required to stay overnight or between shifts
will be provided reasonable accommodations and subsistence. 
16.06     Overtime. Time worked in excess of eight (8) hours in any twenty-four (24)
hour period shall be considered overtime and shall be paid for at the rate of one and one-half
(1.5) times the employee's regular rate of pay; unless such period of work is as a result of the
employee's following shift beginning within the twenty-four (24) hour period; and the
employee has had ten (10) hours off before returning to work, in which case the time will be
considered straight-time. 
Time worked in excess of forty (40) straight-time hours in any one (1) employee's workweek
shall be considered overtime and shall be paid for at the rate of one and one-half (1.5) times
the employee's regular rate of pay. 
Overtime shall be paid on one basis only, and there shall be no compounding or pyramiding
of overtime.  The overtime rate shall be calculated based upon an employee's shift
differential, if applicable, as provided in Article 19 (c). On no occasion shall the Port offer
time off in lieu of overtime.
ARTICLE 17 - CALL BACK 
When an employee is called back the same day, after the completion of a day's work, and
after leaving the Employer's premises, a minimum of four (4) hours shall be paid at the
applicable rate of pay. Employees who are called back for failure to complete in a
satisfactory manner work which has been assigned shall not be eligible for the four (4) hours'
minimum pay provided by this Article. 
ARTICLE 18 - SCHEDULE AND VACATION BIDDING 
18.01     Annual Work Schedule Bid for Regular Full Time and Regular Part Time
Schedules. Regular full time and regular part time work schedules shall be bid once per
calendar year in order of seniority by the following procedure. Regular part time bid lines
shall only be created by mutual agreement of the parties.
1.    Available work schedules shall be posted and distributed to employees by
November 5 of each year with a bid preference sheet and seniority list.
2.    Each employee will indicate, in preference order, their preferred schedule
assignment(s). The numbered preferences must equal the seniority order of
the employee. For instance, the employee who is # 5 on the seniority list must
select five (5) schedules in order of preference. 
3.    Each employee shall submit their bid preference sheet by midnight November
15. 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 13

4.    The scheduling supervisor will assign work schedules in seniority order based
on employee preferences. For instance, the third person in seniority will be
assigned their #1 preference if the first and the second person (in order of
seniority) have not already been assigned that schedule.  The preference
sheets will be saved and upon request be made available to the Union. 
5.    Schedule assignments will be posted and distributed to staff by November 20. 
6.    New schedules will start the first Sunday of the New Year. 
More frequent schedule revisions may be necessary due to operational changes.  If
schedules require revisions of greater than fifteen (15) minutes to the start and or quit time,
the Port and the Union will meet in good faith to arrive at an alternative schedule. Such
changes will require the Union's agreement. 
18.02     Vacation Bidding.  An annual vacation bid shall be conducted following the
posting of the next year's regular full time and part time schedules as follows.
1.    Concurrent with the annual schedule bid, all employees shall indicate on the
annual schedule bid preference sheet whether or not they wish to participate in
the annual vacation bid process. Such indication is due by midnight November
15. 
2.    Starting November 20, a vacation bid master sheet shall be posted. 
3.    Employees will be assigned, based on seniority, a date on which to select their
vacation time. 
4.    Employees will have from 0000 to 2400 on their assigned bid day to select their
vacation time. 
5.    If an employee is on vacation during the bid process, he/she will leave a list of
preferred shifts and days in a locked proxy box prior to leaving for vacation. 
Three (3) vacation slots per day will be made available per classification during the annual
vacation bid process, limited to a maximum two (2) off on any shift.  Additional requests for
vacation leave from all bargaining unit members will be first come/first serve and approved
consistent with operational staffing needs. In general, requests for use of vacation leave
shall be granted, when the request is made prior to the bi-weekly bid process for the dates
requested, provided there is adequate coverage available. 
Requests to cancel approved vacation shall be considered based on operational impact. To
insure approval, vacation cancellation requests must be submitted prior to the biweekly bid
process that includes the requested cancelled days. Employees do not have a right to
displace another employee from scheduled work due to vacation cancellation unless
cancellation is the result of an unforeseen personal hardship. Employees released to return
to work from medical leave may displace employees from scheduled work. 
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 14

18.03     Biweekly Foreseen Schedule Bid 
A.    Two Week Biweekly Bid Schedules. Two (2) week schedules will be configured
by management as follows: 
1.    When back fill is needed for a forty (40) hour weekly work schedule of an
employee on leave, such schedule shall be an available schedule for bid
and shall not be broken up. Weekly 40-hour bid vacation assignments
shall be offered to unscheduled part time employees in order of seniority,
in lieu of rotation.  It is agreed that when 40-hour bid vacation
assignments offered under this Section are back-to-back, requiring two
(2) periods of work without a day off, the first day of the second 40-hour
period will be assigned to another employee. 
2.    Individual works shifts, to be filled, will be configured into two (2) week
schedules; first, with weekly schedules of thirty-two (32) to forty (40)
hours that include at least one day off; then, by combining the remaining
shifts while maintaining the "ten hour rule."
3.    Where possible shift rotation will be minimized. 
B.    The Bid Process (Foreseen).  To fill foreseen staffing needs a biweekly
schedule bid will be conducted for variable weekly work schedules as follows: 
1.    Regular part time employees will be offered additional hours, up to forty
(40) hours per week, prior to those hours being made available to
unscheduled part time employees through the biweekly bid process. The
additional hours offered will not include forty (40) hour blocks described
in Article 18.03 A (1) above. 
2.    On a biweekly basis, two (2) week schedules, configured according to
Article 18.03 (A) above, with a preference bid sheet will be posted and
distributed to employees. 
3.    The two (2) week bid schedules and bid sheets shall be posted and
distributed every two (2) weeks on a Saturday no later than 5:00 pm.
The day and time will be set annually by the Employer and
communicated to employees. A change to the set day and time must be
communicated to the Union thirty (30) days in advance unless an
emergency situation occurs such as the responsible supervisor is on
unscheduled leave. 
4.    The available two (2) week bid schedules will be posted and distributed
for bid via email, employee bulletin boards in the control center and the
Shelter 1 driver area, and electric media as available (e.g. Sharepoint). 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 15

5.    The designated day for posting shall be three (3) days prior to the bid
day. 
6.    Bidding shall be by seniority and each employee shall have a designated
bid  appointment  time  of  fifteen  (15)  minutes  with  the
scheduler/supervisor on every other Wednesday following the Saturday
posting. 
7.    Employees may submit a bid preference sheet prior to bid day in lieu of
bidding in person or by phone on bid day. 
8.    It is the employee's responsibility to contact the scheduler/supervisor
during the designated fifteen (15) minute time slot to bid on a preferred
two (2) week work schedule. 
9.    If an employee fails to submit their bid preference sheet prior to bid day
or fails to make contact during the designated time they may lose their
seniority preference for that biweekly schedule bid process. A late caller
can choose among schedules available at the time of the late call.
10.   Employees can choose to "drop to the bottom" by stating so at their bid
time, declining to submit a bid or choosing not to call in on the bid day.
Unfilled schedules will be assigned in reverse seniority order including
those employees who have "dropped to the bottom". 
11.   The final schedules will be posted no later than 4:00 pm Thursdays for
two (2) week schedule starting the following Sunday. 
18.04     Scheduling Unforeseen Hours.  When additional hours not included in the
biweekly bid process become available, those additional hours will first be offered on a
seniority basis to regular part time employees who do not have forty (40) hours per week
scheduled.  Next, additional hours will be offered in seniority order (highest seniority
employee first) to unscheduled part time employees who do not have forty (40) hours per
week. Those employees will have the option to bypass available hours when offered if there
is a lower senior employee available to take the offered hours and that employee will not go
into overtime or violate the ten (10) hour rule.  As a last resort, management reserves the
right to assign hours in reverse seniority order on a mandatory basis to unscheduled part time 
employees. When none are available overtime will be offered to regular full time employees
in seniority order. 
In addition to the option of bypassing work to less senior employees, unscheduled part time
employees may decline work offered three (3) times per quarter. When an employee
declines work that employee shall not be required to accept a new shift of work for twentyfour
(24) hours from the start of the offered shift. 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 16

Declining work a fourth (4th) time in a quarter will result in a written warnin g and further
incidents of declining work shall be subjected to further progressive discipline consistent with
Article 22. 
18.05     Scheduling Overtime.  Management shall offer overtime to the most senior
employee whose next regularly scheduled shift will not violate the ten (10) hour rule 
18.06     Trading Days Off. When an employee wishes to trade work shifts and/or days 
off with another employee, such trading of work shifts and/or days off shall be subject to
management approval and to the following controls and conditions: 
a.    A trade must involve a reciprocal even exchange of work shift and/or days off
between two (2) employees. 
b.    When a "trade" involving days off occurs, paychecks may fluctuate to reflect
actual hours worked. Management may deny any trade that results in payment
of any applicable overtime rate-of-pay for any party involved in the trade. In
each case, days off must be taken within two (2) weeks of when a "trade"
occurs. 
c.     Employees must give management notice in writing of a requested trade at
least seven (7) calendar days in advance of the proposed trade dates. 
18.07     Labor/Management Review. The Parties may agree to meet from time-to-time
to discuss issues that may arise concerning the scheduling procedures. 
ARTICLE 19 - CLASSIFICATIONS AND RATES OF PAY 
(a)    PSRR         Years of Service       Rate 
Entry         $15.00 
After 1 year       $15.75 
After 2 years       $16.50 
After 3 years       $17.25 
After 4 years       $18.00 
After 5 years       $18.75 
After 6 years       $19.50 
After 7 years       $20.25 
After 8 years       $21.00 
After 9 years       $21.75 
After 10 years      $22.50 
Effective 6/1/2012 PSRR's with ten (10) years of service shall receive a three percent
(3%) wage increase over rate in effect prior to 6/1/2012. 
Effective 6/1/2013 PSRR's with ten (10) years of service shall receive a three percent
(3%) wage increase over rate in effect prior to 6/1/2013. 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 17

Effective 6/1/2014 PSRR's with ten (10) years of service shall be placed at the top
step of the wage scale above. 
Effective 6/1/2012 (or hire date if after 6/1/2012) PSRR's whose base rate of pay is
less than the entry level shall be placed at the entry level of the new scale and
progress through the new scale on their anniversary date according to years of
service. 
All other PSRR's effective 6/1/2012 shall be placedon the new scale according to
years of service and progress through scale on anniversary date according to years of
service. 
(b)    BUS DRIVER    Years of Service       Rate 
Entry         $18.00 
After 6 mo.       $18.30 
After 1 year       $19.06 
After 2 years       $19.81 
After 3 years       $20.56 
After 4 years       $21.31 
After 5 years       $22.06 
After 6 years       $22.81 
After 7 years       $23.56 
Effective 6/1/2012 Bus Drivers with ten (10) years of service shall be placed on the
top step of the scale above. 
Effective 6/1/2013 Bus Drivers at the top of the scale shall receive a 1% one-time
lump sum calculated on gross wages of prior twelve (12) months. 
Effective 6/1/2013 Bus Drivers at the top of the scale who meet the eligibility
requirement of no driver caused accidents or no disciplinary suspension in the six
(6) months prior to 6/1/2013 shall receive a 0.5% wage premium over top step for
twelve (12) months. 
Effective 6/1/2014 Bus Drivers at the top of the scale shall receive a 1% one-time
lump sum calculated on gross wages of prior twelve (12) months. 
Effective 6/1/2014 Bus Drivers at the top of the scale who meet the eligibility
requirement of no driver caused accidents or no disciplinary suspension in the
twelve (12) months prior to 6/1/2014 shall receive a 1 % wage premium over top
step for twelve (12) months. 
Bus Drivers hired before 1/1/2013 with less than ten (10) years of service shall be
placed on the closest step of the new scale not less than 1.5% above the rate
received on their 2012 hire or anniversary date. Bus Drivers hired after 1/1/13 will
be placed on the new scale upon implementation at the step in the new scale
closest to but not less than their hire in rate of pay. Thereafter, these drivers will
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 18

progress to the next step in the wage scale above on their anniversary date
without regard to their actual years of service. 
(c)    SHIFT DIFFERENTIALS: 
1.    Shifts shall be identified by starting times, as follows: 
Day Shift:            From: 4:00 a.m.          To: 11:59 a.m. 
Swing Shift:          From: 12:00 noon         To:  7:59 p.m. 
Graveyard Shift:       From: 8:00 p.m.         To:  3:59 a.m. 
2.    Employees assigned to a swing shift shall receive seven and one-half
percent (7.5%) per hour above their regular classification rate [as listed
in items (a) or (b) above].  Employees assigned to graveyard or relief
shifts shall receive ten percent (10%) per hour above their regular
classification rate [as listed in items (a) or (b) above]. 
(d)    TRAINING PAY: Employees assigned to training duties shall be compensated
a $1.00 per hour premium for time spent performing those duties. 
ARTICLE 20 - PROBATIONARY EMPLOYEES 
After employment, PSRRs and bus drivers shall be on probationary status for a working
equivalent of six (6) months. The probationary period may be extended an additional three
(3) months by mutual agreement between the employee, the Port and the Union. 
ARTICLE 21 - NON-DISCRIMINATION 
It is mutually agreed between the Port and the Union that there shall be no discrimination
against any employment applicant or employee or against any Union member or applicant for
membership because of race, color, religion, national origin, sex, age, disability, sexual
orientation or veteran status. 
ARTICLE 22 - HANDLING OF DISCIPLINARY MATTERS 
22.01     Just Cause. The Port shall not discipline or discharge any employee without
just cause. 
22.02     Investigation Meetings. The Employer shall recognize the right of an employee
to union representation in an investigation/fact-finding meeting that could lead to the
discipline of the employee.  An employee who waives this right shall acknowledge such in
writing. 
22.03     Written Warning Notices. If a written warning notice involves a specific incident
or violation, such notice, to be considered valid, must be issued within fourteen (14) calendar
days after the Port became aware of the occurrence of such incident or violation claimed by
the Port. The timeline to issue written warning notices may be occasionally extended in order
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 19

for the Employer to perform a fair and complete investigation with mutual agreement between
the Port and Union. Written warnings shall be considered inactive and can no longer be used
to justify further disciplinary action after eighteen (18) months following the issuance of the
written warning as long as no further incident or violations of the same nature have occurred.
At least one written warning notice identifying a complaint against the employee must have
previously been given to the employee with a copy to the Union prior to discharge of the
employee with the following exceptions: 
a.    Probationary employees may be discharged for just cause without prior written
warning notice.  Such discharged employees will not have access to the
grievance procedure. 
b.    Discharge resulting from any of the infractions identified in 22.04 below require
no prior written notice. 
22.04      Infractions requiring no written warning notice prior to discharge. 
a.    Gross misconduct such as but not limited to the following: 
Theft in connection with Port employment -  including stealing time,
materials, money, belongings, or equipment, 
Gross Insubordination, 
Fighting on Port premises, 
Possession, sale, use of, or under the influence of - unprescribed narcotics
or controlled substances or alcohol while on Port premises, 
Deliberate falsification of official Port documents or records, 
Willful destruction or damage to Port property, 
Willful or gross disrespect for customers; or
Committing a felony while on duty. 
b.    Serious vehicle violations including but not limited to the following: 
A serious accident wherein the employee is proven to be grossly negligent
by a preponderance of the evidence, 
Willful failure to provide a timely report of an accident involving Port
equipment, 
Willful vehicle abuse of a serious nature including reckless driving, or 
Unauthorized use of a company vehicle or the carrying of unauthorized
passengers on the Port's equipment. 
22.05     Discharge and Suspension Notices. The Employer shall recognize the right of
an employee to due process prior to disciplinary suspension or discharge from employment.
Notice of recommended disciplinary suspension or discharge shall be timely made following
the investigation of the circumstances resulting in the recommendation, normally within thirty
(30) calendar days after the Port became aware of the incident. The notice of proposed
discipline shall include the facts upon which the charges are made and a scheduled
opportunity to respond to the charges. Notification of a final decision following the response
opportunity shall normally be within seven (7) days. 
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 20

22.06     Right of Rebuttal. Employees shall have the right to prov ide a written rebuttal
statement as an attachment to any/all corrective action. 
22.07     Notice to the Union. The Port agrees to provide courtesy copies (cc) to the
Union of written warnings; and, notices of recommendations for discipline and final
disciplinary letters in cases involving suspension and discharge. 
ARTICLE 23 - GRIEVANCE PROCEDURE 
23.01     A grievance shall be defined as an issue raised relating to an alleged violation
of any terms or provisions of this Agreement. 
23.02     Step 1. The employee or the employee and the shop steward shall, within
fourteen (14) calendar days from the occurrence or knowledge of the occurrence of an
alleged grievance, bring said grievance to the attention of the Supervisor, using the grievance
form attached to this agreement as Appendix A. The Supervisor shall make every effort to
resolve the alleged grievance within fourteen (14) calendar days after its initial submission. 
Step 2. In the event no settlement is reached within the fourteen (14) calendar day
period, the employee or the employee and the shop steward shall, then within fourteen (14)
calendar days, bring said grievance to the attention of the Manager or designee. The
Manager or designee shall make every effort to resolve the alleged grievance within fourteen
(14) calendar days after submission. 
Step 3. In the event no settlement is reached within this fourteen (14) calendar day
period, the Union shall provide a copy of the written grievance to the Port's Director of Labor
Relations or the Director's designee. Representatives of the Union and the Port shall then
meet to attempt settlement of the grievance. 
(Time limitations identified in Steps 2 and 3 may be waived by mutual agreement between
the Port and the Union.) 
Mediation. In the event no settlement is reached by the Union and the Port within
thirty (30) days of the Step 3 meeting, upon mutual agreement, the Port and the Union may
agree to submit the grievance to a mediator appointed by the Public Employment Relations
Commission or another mutually agreed upon mediator for mediation. If mediation fails to
resolve the issue(s), or if both parties do not agree to submit the grievance to mediation, then
the matter may be referred to arbitration by the grieving party. Nothing said or done by the
parties or the mediator during the grievance mediation can be used in the arbitration
proceeding. 
Step 4. In the event no settlement is reached by the Union and the Port, within thirty
(30) calendar days of the Step 3 meeting or the mediation session, the parties shall have the
right to submit a demand for arbitration to the Port. Within seven (7) calendar days after the
demand for arbitration, the Union and the Port shall mutually agree upon an arbitrator. If the
parties fail to agree, the grieving party shall, within seven (7) calendar days request a list of
seven (7) qualified neutrals from the Federal Mediation and Conciliation Service (FMCS).
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 21

Within seven (7) calendar days after receipt of the list, the Union and the Port shall alternately
strike the names on the list, and the remaining name shall be arbitrator. The hearing on the
grievance shall be informal and the rules of evidence shall not apply. The arbitrator shall not
have the power to add to, subtract from, or modify the provisions of this Agreement in arriving
at a decision of the issue or issues presented; and shall confine his/her decision solely to the
interpretation, application, or enforcement of this Agreement.  The arbitrator shall confine
himself/herself to the precise issue submitted for arbitration, and shall have no authority to
determine any other issues not so submitted to him/her. The decision of the arbitrator shall
be final and binding upon the aggrieved employee, Union, and the Port. 
The Port and the Union shall share equally the fees and expenses of the arbitrator. 
23.03     Nothing herein shall prevent an employee from seeking assistance from the
Union or the Union from furnishing such assistance at any stage of the grievance procedure. 
ARTICLE 24 - STRIKES 
In recognition of the Port's status as a municipal corporation, there shall be no strikes,
lockouts, picketing, work stoppages, or similar activities to impede Port operations. 
ARTICLE 25 - RESPONSIBILITY 
Employees shall not be responsible for lost, damaged, or stolen property except in the case
of proven negligence. Upon request of the Union a full report will be furnished to the Union
by the Port. 
ARTICLE 26 - SUB-RENTALS 
It is understood and agreed that where sub-rentals or leases are entered into covering any of
the operations set forth in Article 19 of this Agreement, the conduct of such operations shall
be in accordance with the provisions of this Contract. 
ARTICLE 27 - UNION SHOP CARD 
Both the Port and the Union agree that the employees covered by this Contract take pride in
their membership in the Teamsters Local 117. It is mutually agreed that in order to recognize
their membership and display that pride, the Port will provide nameplates for each employee
to use while at work. These nameplates will be mounted in the buses for the Drivers and on
the exit booths for PSRRs during each individual member's shift.  Each nameplate will
contain the first name of the employee and state their membership in Teamsters Local 117.
In addition, the nameplate may contain customer service oriented wording such as "reliable"
and "courteous." A sample depiction is below: 
Reliable and Courteous 
Helping you today is: 
CAROL 
Proud Member of Teamsters Local 117 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 22

ARTICLE 28 - MEETINGS 
28.01     Employees who are requested to attend optional instructional meetings on their
own time (not those held on Company time) shall be paid for actual time spent at the
meetings only. Overtime rate-of-pay shall be paid under the provisions of Article 16  
Scheduling, Hours of Work and Overtime. The four (4) hour minimum required under Article
17 - Call Back shall not apply. 
28.02     Employees who are selected by the Union to attend negotiating sessions shall
be paid for time lost from their regularly scheduled shifts. They will not be paid overtime on
hours outside of their regularly scheduled shifts. 
28.03     When employees are required to attend a mandatory meeting(s) and they meet
the requirements of Article 17, they shall be paid in accordance with Article 17 (Call Back).
This shall not be construed as to apply to training. 
ARTICLE 29 - SAVINGS CLAUSE 
If any article in this Agreement or any appendix hereto should be held invalid by operation of
law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any
article or appendix should be restrained by such tribunal, the remainder of this Agreement
and its appendix shall not be affected, and the parties shall enter into immediate collective
bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement of
such article. 
ARTICLE 30 - SENIORITY AND REDUCTION IN FORCE 
30.01     Seniority shall commence when assigned as an employee in the bargaining unit
and shall remain in force while assigned as an employee. Seniority shall be broken by
termination, after one (1) year on layoff, after (1) one year leave without pay, or by leaving the
bargaining unit. Seniority shall have no required applications except as specifically provided
for in this Labor Agreement. 
30.02     For purposes of shift and vacation bidding, and in the event of a reduction in
force, there shall be two seniority lists - one for regular employees assigned as PSRRs and
one for regular employees assigned as bus drivers. The least senior employee shall be the
first laid off and the last employee laid off shall be the first recalled. 
Appropriate utilization of affected classes may modify the preceding paragraph.  If this
becomes necessary, the Union will be notified prior to the layoff. If the Union requests a
meeting for the purpose of discussion, such a meeting will be scheduled. 
30.03     All time worked as an employee in the bargaining unit shall count towards
seniority.  Employees shall have seniority from their date of hire.  Employees shall be
promoted to full-time based on seniority. After one probationary period, employees shall not
be probationary again, except in the event an employee changes job classifications within the
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 23

bargaining unit. If an employee, under the aforementioned situation does not successfully
complete probation in the new classification he or she shall be allowed to return to his/her
prior classification without loss of seniority. 
30.04     In the event of a reduction in force due to automation, the following provisions
shall apply: 
a.    The Port of Seattle shall provide written notice to the affected employee at least
thirty (30) calendar days in advance of the effective date. 
b.    Employees receiving written notices shall have outplacement service made
available to them. These services shall be arranged and paid for by the Port of
Seattle. 
c.     An employee who has been subject to a reduction in force due to automation
shall not suffer a break in seniority and may be eligible for recall for up to two
(2) years from the date of the layoff. All employees in this category shall keep a
current address and phone number on file with the Port of Seattle.  The
employee shall notify the Port of Seattle of any change of address or phone
number, in writing, within fifteen (15) days of the change. 
30.05     Severance. Should the need arise for a permanent reduction in a classification
covered within this Agreement, the Port agrees to meet with the Union to bargain the effects
of such decision.  The topics to be included in such impact negotiations will include
severance payments, if any, and the timing and notice period for such reduction. 
ARTICLE 31 - DEFERRED COMPENSATION 
As provided below in this Article, Bus Drivers and Parking Service Revenue Representatives 
bargaining unit employees shall be eligible for participation in the Port of Seattle's Deferred
Compensation Plan as revised December 8, 1981. Eligibility and participation of said
employees shall be subject to the terms and conditions of such plan including any plan
amendments, revisions, or possible cancellation. It is further agreed that content of the plan
itself, plan administration, and any determinations made under the plan shall not be subject to
any other provisions of this Labor Agreement or to negotiation by the Union. 
ARTICLE 32 - EXAMINATIONS 
32.01     CDL Medical Card Exam. The Employer shall cover the cost of the medical
exam required to maintain the CDL related medical card for bus drivers. The cost of exam
shall be covered in one of two ways. First the employee may schedule the exam with a Port
provided physician at no cost to the employee; second, the employee may schedule the
exam with his/her own physician and the Port will pay the equivalent fee as the Port pays its
own provider to the employee's selected provider orto the employee on a reimbursement
basis. 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 24

32.02     CDL Medical Card Exam Stipend. Each bus driver shall be provided a stipend
equivalent to two (2) hours straight time pay for obtaining their CDL required medical card. It
is understood that the medical exam will be conducted on the employee's own time. 
ARTICLE 33 - DRUG TESTING - SUBSTANCE TESTS 
33.01     The Parties agree that for the purposes of Drug and Alcohol testing as it relates
to CDL positions, the Port shall be in conformance with all Federal Department of
Transportation regulations. 
33.02     The Parties agree that for the purposes of Drug and Alcohol testing as it relates
to CDL positions, the Port shall comply with the Port of Seattle Fit for Work Policy. In the
event the Port decides the Policy needs to be changed, the Port agrees to discuss these
changes with the Union prior to permanent changes being made. 
ARTICLE 34 - EDUCATION PROGRAM 
Educational assistance for employees shall be subject to management approval. It is agreed
that if funds are not available from other sources, such as special Federal or State programs,
with the advance approval of management, the Port shall provide reimbursement limited to
job related educational curricula. 
ARTICLE 35 - MORE FAVORABLE CONDITIONS 
Working conditions, such as wages, hours of work or conditions of employment currently in
effect, more favorable to employees than those set forth herein, shall remain in effect during
the life of this Agreement. 
ARTICLE 36 - MISCELLANEOUS 
36.01     Accidents. Employees shall not be required to stand the cost arising out of any
accident in which they may be involved during the normal course of their job duties, nor shall
they be discharged for being involved in an accident unless the employee in question has
been proven to be negligent by a preponderance of the evidence. 
36.02     Illegal Equipment. Employees shall not be required to drive equipment that
does not conform to applicable City, State, and Federal vehicle codes. The Port shall
reimburse employees for all fines and make whole any loss in pay resulting from arrests
and/or citations for driving illegal Port equipment. Drivers shall not suffer a loss of working
hours or pay for refusal to operate an illegal company vehicle which is a bona fide safety
hazard. 
36.03     Port of Seattle Long Term Care Insurance.  Employees shall be eligible to
participate in the voluntary, employee-paid Long Term Care insurance plan made available to
Port non-represented employees. Eligibility and participation of employees will be subject to
the terms and conditions of such plan including any plan amendments, revisions or possible
cancellation. It is further agreed that the content of the plan itself, plan administration and
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 25

any determination made under the plan shall not be subject to the grievance procedure or to
any other provisions of this Agreement or to negotiation by the Union. 
36.04     Time Clocks. All employees will be required to punch in and out on designated
time clocks. Employees will be paid for all time worked. 
36.05     Commuter Benefits. T he Port agrees to extend to members of the bargaining
unit a discount priced ORCA card on the same basis as such benefit is provided to nonrepresented
employees. The Port reserves the right to modify or discontinue the benefit
without a duty to bargain if the benefit is modified or discontinued for non-represented
employees. 
36.06     Employee Parking. For the life of this Contract employee parking shall be
provided at no cost to the employee at places designated by the Port. Additionally, vacation
parking shall be provided at no cost to employees on the same basis as provided to nonrepresented
employees as long as such benefit is provided. 
ARTICLE 37 - TRANSFER OF WORK/CONTRACTING 
The Port of Seattle will not contract out any of the work presently being done by PSRRs and
bus drivers during the term of this Agreement. It is understood that no Port client or customer
is forced to utilize Port services. The Port will not suggest to the customer or client that it
would be more economically feasible for the customer to use services other than those
provided by the Port. It is also understood the Port may not have any control over the
decision of the customer or client in selecting certain services or service providers. 
ARTICLE 38 - BUSINESS PARTNERSHIP COMMITTEE 
1.    The Port and the Union agree to establish a joint labor-management Business
Partnership Committee to deal with issues relevant to the Port's ground transportation
and public parking operations. 
2.    The BPC's mission or purpose is to use the collaborative problem-solvingprocess to
make recommendations in areas critical to the Port's ground transportation and public
parking operations by expanding the involvement of employees in the management
decision-making process. 
3.    The BPC may, for example, look at job enhancements, service levels, work practices,
health and safety concerns, increased productivity, training opportunities, and the best
practices of other organizations' ground transportation and public parking operations. 
4.    The BPC will develop recommendation(s) for action by Port Aviation Operations
management on issues related to the mission of the BPC. 
5.    If Port Aviation Operations management cannot support a BPC recommendation,
pertinent issues and information will be shared with the BPC. 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 26

6.    To insure that the Business Partnership Committee can effectively carry out its
mission, it will enforce the following standards for its members and Port and Union
representatives with whom it works: 
There will be open, immediate and candid sharing of all information that
affects the Port's ground transportation and public parking operations; 
The BPC will be a partnership in both substantive and procedural decisions
involving the Port's ground transportation and public parking operations; 
7.    The BPC will be made up of two (2) Port managers representing Employee Parking
and Public Parking and the Port's assigned Labor Relations Manager and two (2)
Union employee representatives and the Union's assigned Business Agent. Other
representatives may be added as needed and agreed upon by the BPC. 
8.    The BPC will not discuss pending grievances or interpret the Agreement.  Budget
matters and fundamental business decisions may not be appropriate for thorough
review by the BPC. 
9.    The BPC will meet within fifteen (15) days of ratification and on a regular basis
thereafter to: 
Determine BPC roles and responsibilities; 
Develop ground rules (which may include ground rules from bargaining); and 
Develop and implement a work plan. 
10.   Approved minutes of BPC meetings will be distributed to all employees, management
representatives and other Port personnel associated with the Port's ground
transportation and public parking operations. 
11.   The Port and the Union will commit sufficient resources to the BPC so that it can
effectively carry out its mission. Port and Local 117 staff will be available to assist the
BPC. 
12.   Employees on the BPC will attend meetings and conduct BPC business on work time
(not including overtime). 
13.   In line with the BPC's mission, the BPC may changeits focus during the term of the
Agreement due to changes in the Port's ground transportation and public parking
operations. 
ARTICLE 39 - MANAGEMENT RIGHTS 
39.01     The Union recognizes the prerogatives of the Port to operate and manage its
affairs in all respects in accordance with its responsibilities and powers of authority. 

Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 27

39.02     The Port reserves any and all exclusive rights concerning the management and
operation of the Department, except as specifically limited in this Agreement. In exercise of
such exclusive management rights, it is not intended that any other provision of this
Agreement providing a specific benefit or perquisite to employees shall be changed,
modified, or otherwise affected, without concurrence of the Union. 
39.03     Subject to the provisions of this Agreement, the Port reserves the following
specific and exclusive management rights: 
a.    To recruit, assign, transfer, or promote members to positions within the
Department, including the assignment of employees to specific jobs; 
b.    To suspend, demote, discharge, or take other disciplinary action against
members for just cause; 
c.     To determine the keeping of records; 
d.    To establish employment qualifications for new employee applicants, to
determine the job content and/or job duties of employees, and to execute the
combination or consolidation of jobs; 
e.    To determine the mission, methods, processes, means, policies, and personnel
necessary for providing service and Department operations, including, but not
limited to:  determining the increase, diminution, or change of operations, in
whole or in part, including the introduction of any and all new, improved,
automated methods of equipment; and making facility changes; 
f.      To control the Departmental budget, and if deemed appropriate by the Port, to
implement a reduction in force; 
g.    To schedule training, work, and overtime as required  in a manner most
advantageous to the Department and consistent with requirements of municipal
employment and public safety, subject to the provisions of this Agreement; 
h.    To establish reasonable work rules, and to modify training; 
i.       To approve all employees' vacation and other leaves; 
j.       To take whatever actions are necessary in emergencies (including runway
incidents, extreme weather, automated system failure, and public safety
threats) in order to assure the proper functioning of the Department; and 
k.     To manage and operate its Departments, except as may be limited by
provisions of this Agreement. 
39.04     It is understood by the Parties that every incidental duty connected with
operations enumerated in job descriptions is not always specifically described. 
Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 28

ARTICLE 40 - TERM OF AGREEMENT 
The term of this Agreement shall be June 1, 2012 through May 31, 2015. Effective dates for
individual provisions will be as negotiated, herein. 

PORT OF SEATTLE              TEAMSTERS LOCAL UNION 
NO. 117/IBT 

TAY YOSHITANI                TRACEY A. THOMPSON 
Chief Executive Officer               Secretary-Treasurer 

Date                           Date 











Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 29

Appendix "A" 


















Port of Seattle / Teamsters Local 117 Bus Drivers & Parking Service Revenue Representatives 
Collective Bargaining Agreement 
June 1, 2012  May 31, 2015  Page 30

Limitations of Translatable Documents

PDF files are created with text and images are placed at an exact position on a page of a fixed size.
Web pages are fluid in nature, and the exact positioning of PDF text creates presentation problems.
PDFs that are full page graphics, or scanned pages are generally unable to be made accessible, In these cases, viewing whatever plain text could be extracted is the only alternative.