COLLECTIVE BARGAINING AGREEMENT
By and Between
Port of Seattle 
And
Teamsters Local Union No. 117
Affiliated with the
International Brotherhood of Teamsters 
REPRESENTING RENTAL CAR FACILITY (RCF)
BUS DRIVERS



Term of Agreement
March 15, 2013  March 14, 2016

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
Rental Car Facility (RCF) Bus Drivers
ARTICLE                        PAGE ARTICLE NO. 
Bereavement Leave -------------------------------------------------- 12 -------------------- 19
Bulletin Board and Electronic Mail ---------------------------------  3 -------------------- 8
Business Representative Access ---------------------------------  2 -------------------- 7
Definitions and Rates of Pay ---------------------------------------  6 -------------------- 14
Drug Testing  Substance Tests ---------------------------------- 16 -------------------- 30
Emergency Situation ------------------------------------------------- 18 -------------------- 33
Examinations ----------------------------------------------------------- 17 -------------------- 31
Grievance Procedure ------------------------------------------------- 14 -------------------- 25
Handling of Disciplinary Matters ----------------------------------- 13 -------------------- 24
Health and Welfare --------------------------------------------------- 10 -------------------- 18
Holidays ----------------------------------------------------------------- 7 -------------------- 15
Hours of Work and Overtime ---------------------------------------  4 -------------------- 12
Jury Duty and Court Time ------------------------------------------- 12 -------------------- 20
Labor-Management Communication Committee -------------- 16 -------------------- 28
Management Rights --------------------------------------------------  2 -------------------- 3
Meetings ----------------------------------------------------------------- 16 -------------------- 27
Military Leave and Notification ------------------------------------- 13 -------------------- 21
Miscellaneous ---------------------------------------------------------- 17 -------------------- 32
Non-Discrimination ---------------------------------------------------- 13 -------------------- 23
Paid Time Off ----------------------------------------------------------- 8 -------------------- 16
Pay Periods -------------------------------------------------------------  2 --------------------  6
Payroll Deductions ----------------------------------------------------  2 --------------------  4
Pension ------------------------------------------------------------------ 10 -------------------- 17
Performance Evaluations ------------------------------------------- 3 -------------------- 10
Performance of Duty, Strikes and Lockouts -------------------- 16 -------------------- 26
Purpose of Agreement -----------------------------------------------  1 -------------------- 1
Relief Drivers ----------------------------------------------------------- 13 -------------------- 22
Savings Clause -------------------------------------------------------- 16 -------------------- 29
Scheduling and Bid Process --------------------------------------- 6 -------------------- 13
Seniority and Reduction in Force --------------------------------- 4 -------------------- 11
Service Charges -------------------------------------------------------  2 --------------------  5
Term of Agreement --------------------------------------------------- 18 -------------------- 35
Transfer of Work/Contracting -------------------------------------- 18 -------------------- 34
Uniforms and Equipment --------------------------------------------  3 -------------------- 9
Union Security --------------------------------------------------------- 1 -------------------- 2
Appendix "A"  Grievance Form -------------------------- 19

Port of Seattle
Rental Car Facility (RCF) Bus Drivers

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 of 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      The Employer recognizes the Union as the exclusive collective bargaining
representative for Rental Car Facility (RCF) Bus Drivers covered by this Agreement.
2.02      It shall be a condition of employment that all employees of the Employer
covered by this Agreement who are members of the Union in good standing on the effective
date of this Agreement shall remain members in good standing and those who are not
members on the effective date of this Agreement shall, on the thirtieth (30th) day following the
effective date of this Agreement, become and remain members in good standing in the
Union.  It shall also be a condition of employment that all employees covered by this
Agreement and hired on or after its effective date shall, on the thirtieth (30th) day following the
beginning of such employment become and remain members in good standing in the Union;
provided, however, where the effective date of the Agreement is made retroactive, the words
"execution date" shall be substituted for the words "effective date" in the foregoing Union
Security clause.
2.03      This Agreement shall apply to all employees covered by this Agreement
irrespective of membership or non-membership in the Union.
2.04      Two (2) weeks from the date of the execution of this Agreement the Employer
shall submit to the Union a list of names of all employees in the bargaining unit indicating
each employee's initial hiring date.
2.05      Thereafter, the Employer shall submit to the Union, the names and hiring dates
of all new employees and, in addition, any employee rehired. Such written notice shall be
submitted to the Union not later than ten (10) days from the date of employment or reemployment
of such employee.  This provision shall apply only to employees in the
bargaining unit.
2.06      Hiring: When new or additional employee s are needed, the Employer may
notify the Union of the number and classifications of employees needed. The Union may
refer applicants for the vacancies to be filled.

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ARTICLE 3 - MANAGEMENT RIGHTS 
In addition to all the customary and usual rights, powers, functions and authority which the
Port had prior to the signing of this Agreement with the Union are retained by the Port, except
those rights, functions, or authority which are specifically modified by the express provisions
of this Agreement.
Further, the direction of its work force is vested exclusively with the Employer. This shall
include, by way of illustration, but not limited to the forgoing: the sole right and responsibility
to establish new jobs, to determine staffing levels and schedules, abolish or change existing
jobs, establish, revise, direct, hire, promote, demote, lay-off, discharge or discipline for cause,
promulgating reasonable rules and regulations of uniform application, and to maintain
discipline and efficiency of employees, which shall include but not be limited to annual
performance evaluations in order to provide promotional and development opportunities, and
performance management.
ARTICLE 4 - PAYROLL DEDUCTIONS 
4.01      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,
assessments and regularly month dues. The Port shall transmit such fees to the Union once
each month on behalf of the members involved.
4.02      The Union agrees to indemnify and hold harmless the Port for any action(s)
taken by the Port pursuant to this Article.
ARTICLE 5 - SERVICE CHARGES 
It is hereby agreed that the Port shall pay for drug testing and any costs associated with
obtaining an initial identification badge incident to hiring of employees.
ARTICLE 6 - 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, the Port shall pay the employee money owed no later than the next
pay period, however the Port shall endeavor to pay the employee as soon as practical.
As a condition of continued employment, all employees are required to participate in the
Port's direct deposit program for payroll purposes.
ARTICLE 7 - BUSINESS REPRESENTATIVE ACCESS 
The Port agrees to allow reasonable access, with courtesy notice to Port Management, to
Port facilities for business representatives who have been properly authorized by the Union.

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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 and the Airport Security Plan.
ARTICLE 8 - BULLETIN BOARD AND ELECTRONIC MAIL 
A bulletin board found to be acceptable and in compliance with the needs of limited use by
the Union shall be provided by the Port. This bulletin board shall be used, maintained, and
controlled by the Union. It is understood and agreed to that no material shall be posted which
is obscene, defamatory, or which would impair Port operations.
Union Stewards may make limited use of the Employer's telephones, FAX machines, copiers,
and similar equipment for purposes of contract administration. In addition, Stewards and Union
staff may use the Employer's electronic mail system for communications related to contract
administration and sending notices to each other, provided they comply with the Ports policies
governing electronic mail and internet use. In no circumstances shall use of the Employer's
equipment interfere with operations and/or service to the public or violate Port policies.
ARTICLE 9 - UNIFORMS AND EQUIPMENT 
Uniforms necessary in the performance of bargaining unit work shall be furnished by the
Port at no cost to the employee. All wage personnel will be required to wear Port authorized
uniforms.
ARTICLE 10 - PERFORMANCE EVALUATIONS 
10.01     Objective: Management will eval uate employee work performance.  The
performance evaluation process will include performance goals and expectations that reflect
the organization's objectives.
The performance evaluation process gives supervisors an opportunity to discuss
performance goals and expectations with their employees, assess and review their
performance with regard to those goals, and expectations, and provide support to
employees in their professional development, so that skills and abilities can be aligned with
the department's requirements.
To recognize employee accomplishments and address performance issues in a timely
manner, discussions between the employee and the supervisor will occur throughout the
evaluation period. Such discussions will be documented in the supervisor's file.
Performance evaluations in conjunction with seniority will be considered for promotion from
relief driver to full or part-time driver.
10.02     Evaluation Process: Employee work perform ance will be evaluated at
completion of his or her probationary period and at least annually thereafter.  Prior to
preparing the employee's evaluation, the employee's supervisor will solicit input from other

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supervisors and leads. This input will be considered by the supervisor for inclusion in the
evaluation. Immediate supervisors will meet with employees to discuss performance goals
and expectations.  Employees will receive copies of their performance goals and
expectations at the beginning of the review period as well as notifications of any
modifications made during the review period.
The supervisor will discuss the evaluation with the employee. The employee will have the
opportunity to provide feedback on the evaluation. The discussion may include such topics
as:
Reviewing the employee's performance;
Identifying ways the employee may improve his or her performance;
Identifying performance goals and expectations for the next appraisal period; and
Identifying employee training and development needs.
The performance evaluation process will include, but not be limited to performance
evaluation forms used by the Employer, the employee's written signature acknowledging
receipt of the forms, and any comments by the employee. The evaluation, including the
employee comments, will be considered by the manager who shall review all evaluations.
Once completed and signed by the manager, a copy will be provided to the employee (with
manager comments, if any) who may provide responsive comments to be attached to the
evaluation. The original performance evaluation forms, including the employee's comments
will be maintained in the employee's personnel file.
This Article and the content of the performance evaluations are not subject to the grievance
process; however, employees may provide a written rebuttal for inclusion in their personnel
file.
ARTICLE 11 - SENIORITY AND REDUCTION IN FORCE 
11.01     Seniority shall commence when assigned as an employee in the bargaining unit
and shall remain in force while assigned as an employee. The probationary period for any
employee shall be one hundred eighty (180) calendar days from the employee's original date
of hire. Seniority shall be broken by termination, after one (1) year on layoff, after (1) one
year of being off work due to injury or illness, or by working outside of the bargaining unit in a
permanent position for more than six (6) months.  Seniority shall have no required
applications except as specifically provided for in this Labor Agreement.
11.02     There shall be one seniority list for the purpose of shift and vacation bidding,
and reduction in force seniority shall apply.
ARTICLE 12 - HOURS OF WORK AND OVERTIME 
12.01     Hours of Work: Eight and one half (8) hours, including a thirty (30) minute
unpaid meal period, shall constitute a workday and five (5) full eight and one half (8) hour
days shall constitute a workweek.

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12.02     Reporting Pay: Employees shall be paid a minimu m of four (4) hours, at their
application straight time rate unless an overtime rate applies to hours actually worked, when
reporting for a shift.
12.03     Emergency Conditions: Employees may be required to report to work or work
extended hours in emergency conditions.
12.04     Overtime 
a.   All hours worked in excess of forty (40) straight time hours in any one
employee's work week shall be considered overtime and shall be paid for at the
rate of one and one-half (1) times the employee's regular rate of pay.
b.   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.
c.    Management shall utilize shift extension, relief drivers and part-time drivers to
minimize overtime. If it is necessary to offer overtime to drivers other than
through shift extension, management shall offer overtime to the most senior
driver whose next regularly scheduled shift will not violate federal or state law
required rest period.
d.   When overtime is required and there are no volunteers, overtime will be
assigned in reverse seniority. 
12.05     Relief Periods 
a.   Combined Break Periods: At the discretion of manage ment, a thirty (30) minute
unpaid meal period and two (2) fifteen (15) minute rest periods may be
combined to provide a one (1) hour break period for each eight and a half (8)
hour shift (30 minutes unpaid/30 minutes paid). No other scheduled or relieved
breaks, except this one (1) hour period are provided. The scheduling of such
break period for individual bus drivers shall be at the discretion of the
management based on appropriate manpower utilization and accommodating to
the flow of traffic during each shift.
b.   Shifts over five (5) hours shall include a thirty (30) minute unpaid meal period.
c.    When an employee is working a special assignment, breaks and meal periods
will be provided as practicable.


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ARTICLE 13  SCHEDULING AND BID PROCESS 
13.01     Management shall determine the staffing levels and schedules based on
operational needs. At management's discretion, up to four (4) times per calendar year but
not less than once per year, full-time and part time drivers may bid on all available shifts. If
management institutes a bid, shifts shall be assigned by management to full-time and parttime
drivers, in seniority order.
13.02     Weekly Scheduling For Relief Drivers: During the course of the year, relief
driver assignments will be based on the following scheduling procedure:
a.   Schedules shall be assigned by management and provided to relief drivers no
later than 5:00 p.m. Thursday of the preceding workweek.
b.   Management shall endeavor to equalize weekly hours assigned to relief drivers.
c.    Management will attempt to honor shift preference for weekly scheduling.
13.03     Shift Bidding on Permanently Vacant Shifts: For the purposes of this Article, a
"permanently vacant shift" shall be declared by management.
a.   Management shall decide, at its discretion, whether to fill and when to fill a
permanently vacated shift, and may at its discretion modify the shift to meet
operational needs. Such modification must be made prior to posting the shift
for bid.
b.   Management may eliminate part-time shifts, but only through attrition.
c.    If management determines to fill a permanently vacant shift, the shift shall be
bid by full-time and part-time drivers based on seniority.
d.   After the full-time/part-time employees have completed the bid process, the
remaining open part-time or full-time shift shall be offered and assigned to the
relief driver with the highest performance level based on the most recent
performance evaluation and highest seniority.
ARTICLE 14 - DEFINITIONS AND RATES OF PAY 
14.01     DEFINITIONS:
Full-time drivers: A regular schedule of fort y (40) hours per each workweek
Part-time drivers: A regular schedule of less than fort y (40) hours but not less than twenty
(20) hours per each workweek.

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Relief Drivers: Assigned on an as-needed basis. This classification will not have a regular
schedule and no minimum amount of hours will be guaranteed except that during peak
season, straight time hours will be scheduled and endeavored to be equalized for relief
drivers prior to scheduling temporary drivers.
Relief drivers will receive holiday, PTO and bereavement leave benefits based on his or her
regular straight time hourly rate for the average of regularly scheduled hours worked per
week during the previous four (4) pay periods.
Seasonal/Temporary Drivers: Drivers hired on a temporary basis, who may be worked only
between May 15 and September 15. Seasonal temporary drivers shall not have regular bid
schedules or a guarantee of hours. Time worked as a seasonal hire does not count towards
a probationary period. Seasonal workers are not benefit eligible.
14.02     HOURLY WAGE RATES:
Wages (with retroactivity to March 15, 2013): 
Entry                      $17.30
6-12 months                $17.91
Year 1                    $18.85
Year 2                    $19.81
Year 3                    $20.56
Year 4                    $21.31
Year 5                    $22.06
14.03     SHIFT DIFFERENTIALS:
a.   Shifts shall be identified by starting times, as follows:
Day Shift:       From: 06:00 a.m.   To: 13:59 p.m.
Swing Shift:     From: 14:00 p.m.   To: 21:59 p.m.
Graveyard Shift:  From: 22:00 p.m.   To: 05:59 a.m.
b.   Employees assigned to a swing shift shall receive seven and one-half percent
(7.5%) per hour above the straight time rate. Employees assigned to graveyard
shifts shall receive ten percent (10%) per hour above the straight time rate. 
ARTICLE 15 - HOLIDAYS 
15.01     Employees shall receive ten (10) paid holidays.
Holiday                    Normal Day of Observance 
New Year's Day               January 1
Dr. Martin Luther King's Birthday       Third Monday in January
Presidents' Day                 Third Monday in February

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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
Native American Heritage Day       Day after Thanksgiving
Christmas Day                December 25
15.02     All regularly scheduled full-time, part-time and relief drivers shall be paid for all
holidays indicated in Section 15.01 above regardless upon which day of the week the holiday
shall fall.
15.03     Holiday pay for full-time employees shall be eight (8) hours at the employee's
regular rate of pay.
15.04     Holiday pay for part-time or relief employees shall be pro-rated based on the
average daily work scheduled per week during the previous four (4) pay periods
compensated at the employee's regular rate of pay.
15.05     In addition to any holiday pay owed, employees working on holidays shall be
compensated at time and one half for all hours worked. Holidays listed under Section 15.01
above shall be observed on the actual calendar date. Holiday schedules for the following
year shall be posted in December.
15.06     To be eligible for holiday pay, drivers 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.
ARTICLE 16 - PAID TIME OFF 
16.01     Full, part-time and relief drivers shall accrue paid time off.
After the successful completion of six (6) months of employment employees may request and
use PTO up to the number of hours accrued at the time of the PTO request date.
16.02     Management will balance the number of employees needed for operations with
the number of employees requesting PTO at a given time, but will authorize PTO for no less
than three (3) employees per day, including holidays:
Two (2) employees per day shift, start time between 6:00 a.m.  6:00 p.m.; and
One (1) employee per evening shift, start time between 6:00 p.m.  6:00 a.m.


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16.03     SCHEDULED PTO:
a. PTO Bidding 
1. Eligible employees will have an opportunity to bid for PTO in December for the
following year.
(a) The bidding order will be determined by the employees' seniority.
(b) Employees may bid up to 10 days (80 hours) of PTO, which may be bid
in blocks or as individual days.
(c) Employees may only schedule PTO up to the number of hours accrued
at the time of the request date.
b. Requests for PTO 
1. For requests and use of PTO not secured through the bidding process,
employees shall make their request on a PTO request form as far in advance
as possible, but at least fourteen (14) days in advance of the first day of leave
requested. Leave requests with less notice will be considered, but may be less
likely to be granted due to short notice.
2. Management will approve leave requests as received, on a first come first serve
basis.
3. PTO, or LWOP if paid leave is exhausted, may be used when notice is given to
management twenty-four (24) hours in advance of the need to be absent from
work for short-notice medical appointments.
c. Cancellation of Approved PTO: Employees shall be required to provide Port
management with at least fourteen (14) days advance notice in regard to
cancellation of requested PTO.
16.04     Limitation on Accumulating PTO: PTO accumulation shall be limited to 480
hours. Balances over the limit will be cashed out at the employee's current hourly rate of pay
during the first pay period of the payroll year. Subsequent accruals over the limit will be
cashed out quarterly at the employee's current hourly rate of pay. Employees may request
that the cash-out be postponed by up to two (2) pay periods to accommodate a prescheduled
PTO.
16.05     Payment for PTO at Termination: Upon termination, employees shall receive
100% of the value of unused PTO. Employees who terminate active employment before
completing six (6) months of employment shall receive no PTO pay. Pay for unused PTO
shall be computed through the last day of employment. This section may be subject to
modification to meet legal requirements in the event of further changes in State Law.
16.06     Voluntary Cash Out of Paid Time Off Hours: Employees may cash-out any
amount of their accrued vacation hours, provided the employee has a minimum balance of
two (2) work weeks of vacation hours remaining immediately following the cash out. Cash-

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outs shall be processed at the employee's current hourly rate of pay as recorded in the
payroll system. A "Paid Time Off Cash-Out Request and Waiver" form must be submitted to
Payroll by the payroll deadline.
16.07     Abuse of Same Day Call-Ins/Unscheduled Leave: Both parties are committed
to work to minimize or eliminate any abuse of same day call-ins/unscheduled leave.
16.08     Rates of Accrual: Accruals are based on the em ployee's date of hire with the
Port. Based upon a pro rata share of a full-time work schedule, PTO is earned as follows:
From Date of Hire Through 59th Month: Based on the first day of employment, from
the first full month to and including the fifty-ninth (59th) full month of continuous
employment, employees shall accrue paid time off at the rate of .0577 per
compensated straight time hour (.0577 x 2080 annual hours = 120 hours per year).
From the 60th Month Through 143rd Month: From the sixtieth (60 th) full month to and
including the one hundred forty-third (143rd) full month of continuous employment,
employees shall accrue paid time off at the rate of .0769 per compensated straight
time hour (.0769 x 2080 annual hours = 160 hours per year).
After 144th Month: After completion of twelve (12) years of continuous employment
starting with the one hundred forty-fourth (144th) month, employees shall accrue paid
time off at the rate of .0961 per compensated straight time hour (.0961 x 2080 annual
hours = 200 hours per year).
16.09     Any Extended Illness (EI) hours accrued prior to execution of this Agreement
shall be converted to PTO upon execution of this Agreement.
16.10     Shared Leave: The parties agree to adopt a Shared Leave Program under the
terms and conditions set forth in applicable Port policies covering shared leave of nonrepresented
employees.
ARTICLE 17 - PENSION 
The Port shall continue to contribute to the PERS program for eligible employees per policy
and state law.
ARTICLE 18 - HEALTH AND WELFARE 
18.01     Effective June 1, 2013 (based on May hours), or as soon as possible thereafter,
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 the following:

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a.   Health & Welfare - Contribute the sum of $1,187.35 per month for continued
benefits under "PLAN A" (price includes an additional $14.00 for domestic
partner coverage).
b.   Dental - Contribute the sum of $132.70 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 $15.10 per month for continued benefits under
the "EXTENDED BENEFITS" (price includes an additional $0.20 for domestic
partner coverage).
18.02     Maintenance of Plans. The Trustees may modify b enefits 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.
Effective June 1, 2013, each employee shall contribute $30.00 per month toward the cost of
the Plans. Effective June 1, 2014, each employee shall contribute $40.00 per month toward
the cost of the Plans. Effective June 1, 2015, each employee shall contribute $50.00 per
month toward the cost of the plans. Employee contributions shall be deducted on a pre-tax
basis.
18.03     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.
18.04     Life Insurance: Port Plan: On the first of the month following the date of hire,
eligible employees and their eligible dependents shall receive life insurance benefits in such
amounts and in such manner as are provided in contracts with organizations selected by the
Port to provide such benefits. 
The content of the plan itself, plan administration and any determination made under the plan
shall not be subject to the grievance procedure or to any other provision of this Agreement or
to negotiation by the Union.
18.05.     Long-Term Disability: Port Plan: On the first of the month following the date
of hire seniority eligible employees shall be covered for long-term disability insurance in such
amounts and in such a manner as the Port has established with organizations providing or
administering such benefits. 
The content of the plan itself, plan administration and any determination made under the plan
shall not be subject to the grievance procedure or to any other provision of this Agreement or
to negotiation by the Union.

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18.06     Accidental Death and Dismemberment: Port Plan: On the first of the month
following the date of hire seniority eligible employees shall be covered for AD&D insurance in
such amounts and in such a manner as the Port has established with organizations providing
or administering such benefits.
The content of the plan itself, plan administration and any other determination made under
the plan shall not be subject to the grievance procedures or to any other provision of this
Agreement or to negotiations by the Union.
ARTICLE 19 - BEREAVEMENT LEAVE 
19.01     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
will be paid through use of vacation, 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, aunts, uncles 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.   Bereavement pay for employees that work a part-time or relief schedule shall
be pro-rated based on the average daily work scheduled per week during the
previous four (4) pay periods.
ARTICLE 20 - JURY DUTY AND COURT TIME 
20.01     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

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not to exceed eight (8) hours per day or forty (40) hours per week), less any compensation
he/she received as a juror.
20.02     Any employee who is required to physically report for jury duty shall be
scheduled to a day shift schedule for the duration of the jury duty reporting requirement. If an
employee is released from jury duty on any given day and has at least four (4) hours of
his/her scheduled shift remaining, the employee shall immediately call his or her supervisor
and shall report to work for the remainder of the shift if instructed to do so.
20.03     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 at the
overtime rate for all time actually spent at each court or arbitration appearance.
20.04     The Union and Employer agree to address any issues that may arise as a result
of different court jurisdictions having different reporting requirements.
ARTICLE 21 - MILITARY LEAVE AND NOTIFICATION 
In accordance with RCW 38.40.060, employees will be granted twenty-one (21) working days
paid leave to be used for required military duty or to take part in training, or drills including
those in the National Guard or active status. In addition to the twenty-one (21) working days
of paid leave granted to employees for active duty or active duty training, unpaid military
leave will be granted in accordance with RCW 38.40.060 and applicable federal law.
Employees on military leave will be entitled to reinstatement at the end of such service as
provided in RCW 73.16 and federal law. Employees will notify the Employer of their twentyone
(21) working days active duty training no later than October 31 of each year for the
following calendar year.  All other military duty dates (to include weekend drills) will be
submitted to the Employer upon receipt of such orders. Employees will attempt to schedule
the leave on their regular days off.
ARTICLE 22 - RELIEF DRIVERS 
Relief drivers will receive holiday, PTO and bereavement leave benefits based on his his/her
regular straight time hourly rate for the average hours of regularly scheduled hours worked
per week during the preceding four (4) pay periods.
ARTICLE 23 - 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, sexual orientation age,
disability, veteran status or in any other basis protected by State and/or Federal Law.

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ARTICLE 24 - HANDLING OF DISCIPLINARY MATTERS
24.01     Just Cause: The Port shall not discipline, suspend, nor discharge any postprobationary
employee without just cause. The parties recognize the principle of progressive
discipline.  Probationary and temporary seasonal employees are at will and do not have
access to the grievance procedure.
24.02     Disciplinary Meeting Rights: The Employer recognizes the right of an employee
to Union representation during the investigative phase of corrective action and the Port shall
inform the employee of this right and shall, upon request, by the employee, provide Union
representation.
24.03     Discipline, Suspension and Discharge Notices: The Port will issue discipline,
including written warnings, suspension or discharge notices, as soon as practicable and
within a reasonable time, but in no event more than twenty-eight (28) calendar days from
when the Port became aware of the incident or violation, unless mutually agreed upon
otherwise. Employees shall have the right to provide a written rebuttal statement as an
attachment to all corrective action. Disciplinary notices shall be considered inactive and can
no longer justify further disciplinary action after eighteen (18) months from issuance,
provided, however, that the Port may rely upon any prior disciplinary notice to establish that
the employee had notice of a policy and/or consequences for violating the policy.
ARTICLE 25 - GRIEVANCE PROCEDURE 
25.01     A grievance shall be defined as an issue raised relating to an alleged violation
of any terms or provisions of this Agreement. Probationary employees do not have access to
the grievance procedure.
25.02     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.
The Supervisor shall within (14) calendar days after the initial submission of the grievance
submit a written response to the employee, the Manager and the Union. If the Supervisor
fails to respond the grievance will automatically be moved to Step 2. Written or verbal
warnings shall not be grievable provided, however, that when a suspension or discharge is
grieved, all discipline leading up to the suspension or discharge shall be deemed to have
been grieved and will be addressed throughout the grievance procedures.
Step 2. In the event no settlement is reached, within the fourteen (14) calendar day of
receipt of the written response or failure of a response at Step 1, the employee, the employee
and the shop steward, or the Union shall, then within fourteen (14) calendar days, meet
regarding said grievance with the Manager or designee. The Manager or designee shall
respond in writing to the employee and the Union within fourteen (14) calendar days after the

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meeting. If the Manager or designee fails to respond, the grievance will automatically be
moved to Step 3.
Step 3. In the event no settlement is reached, within the fourteen (14) calendar days
from receipt of the written response or failure of a response at Step 2, the Union shall meet
with the Port's Director of Labor Relations or the Director's designee in an attempt to develop
a settlement of the grievance.
Mediation. In the event no settlement is r eached 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).
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.
25.03     Notwithstanding the foregoing, the Union and the Port may mutually agree to
expedited arbitration. In the event expedited arbitration is agreed to, the parties will indicate
on the FMCS request for a list of arbitrators that the parties seek expedited arbitration. The
parties shall select an Arbitrator within three (3) days of receiving the FMCS list. The parties
and the Arbitrator must attempt to schedule the arbitration hearing within thirty (30) days.
Unless the parties agree otherwise, the arbitration hearing will be concluded in one (1) day,
there shall be no transcript of the proceeding and no post-hearing briefs will be filed. The
Arbitrator's decision and award shall be submitted to the parties within seven (7) days of the
arbitration proceeding.
25.04     Time limitations in this Article may be waived by mutual agreement between the
Port and the Union.

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ARTICLE 26- PERFORMANCE OF DUTY, STRIKES, AND LOCKOUTS 
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 27 - MEETINGS 
27.01     Employees who are requested to attend optional instructional meetings on their
own time (not those held on Port time) shall be paid for actual time spent at the meetings
only.  Employees shall be paid at the straight time rate, unless applicable overtime rate
applies.
27.02     When employees are required to attend a mandatory meeting(s) or instruction
outside of their normal work hours or assigned weekly driving shifts, shall be paid a minimum
if two (2) hours straight time unless applicable overtime rates apply.
ARTICLE 28 - LABOR MANAGEMENT COMMUNICATION COMMITTEE 
The Parties agree to establish a Labor Management Communication Committee for the
purpose of ensuring continuing communication and to promote constructive labormanagement
relations. The Committee will meet at least quarterly to discuss and exchange
information of a group nature and of general interest to both parties.
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 - DRUG TESTING - SUBSTANCE TESTS 
30.01     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.
30.02     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.


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ARTICLE 31 - EXAMINATIONS 
The Employer shall pay for employee medical examinations required to maintain the
employee's commercial driver's license (CDL).  Medical examinations required for
maintenance of the employee's CDL shall be scheduled on non-work time, and that time shall
not be compensated.
The Employer shall designate the medical facility. If the employee chooses to go to a
medical facility or physician other than the medical facility designated by the Employer, the
employee shall be responsible for the costs of the evaluation. The Employer will not
reimburse the employee for additional expenses.
ARTICLE 32 - MISCELLANEOUS 
32.01     Equipment. The Port shall provide vehicles that conform to applicable City,
State, and Federal codes. 
32.02     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
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. 
32.03     Time Clocks. All employees will be required to punch in and out on designated
time clocks. Employees will be paid for all time worked.
32.04     Commute Trip Reduction Program. Employees may participate in the Port's
Commute Trip Reduction Program per Port policy applicable to other employees. The policy
and any changes to the policy are non-negotiable.
32.05     Video Recording. The parties agree that the Po rt has and uses in-bus video
recording devices. At this time the Port does not intend or have the technical capability to
watch in-bus video in real time. If the technology changes and the Port intends to change its
process to incorporate real-time viewing, the Port will notify the Union prior to implementation
and fulfill any bargaining obligations that would be required.
Due to the nature of the need for high security and the potential risk associated with releasing
video, the Union understands and agrees that prior to release to the Union any request video
under RCW 41.56 and/or WPRA will be subject to review by the Federal Security Director for
a Sensitive Security Information.
32.06     Parking: The Port shall prov ide free parking to all bargaining unit employees
during work hours or parking for Port business. 

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ARTICLE 33 - EMERGENCY SITUATION 
In the event of a "regional catastrophic event" as declared by the state or federal government,
contract compliance issues shall be held in abeyance until such time as the situation is
declassified by state and/or federal government.  Examples:  Nisqually Earthquake,
Hurricane Katrina, Sandy, 9/11, tsunami.
The parties agree that the Union has not waived its right to enforce any provision of this
Agreement during a regional catastrophic event, but only that such enforcement actions will
be deferred until the catastrophe has been declassified.
ARTICLE 34 - TRANSFER OF WORK/CONTRACTING 
The Port of Seattle will not transfer, outsource or contract out any of the work being done by
Bus Drivers during the term of this Agreement.
ARTICLE 35 - TERM OF AGREEMENT 
This Agreement shall be in full force and effect from March 15, 2013 through March 14, 2016.
The Agreement may be opened to negotiate a successor Agreement by either party giving
notice in writing not later than sixty (60) days prior to the expiration date.

PORT OF SEATTLE             TEAMSTERS LOCAL UNION
NO. 117/IBT

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

Date                       Date





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Port of Seattle
Rental Car Facility (RCF) Bus Drivers

APPENDIX "A"


















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