COLLECTIVE BARGAINING AGREEMENT 

BY 
AND 
BETWEEN 

THE PORT OF SEATTLE 

AND 

INTERNATIONAL BROTHERHOOD OF 
ELECTRICAL WORKERS, LOCAL 46 
REPRESENTING UTILITY WORKERS 

June 1, 2012May 31, 2017

COLLECTIVE BARGAINING AGREEMENT BETWEEN 
THE PORT OF SEATTLE AND 
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL 46 
REPRESENTING UTILITY WORKERS 
TABLE OF CONTENTS 
ARTICLE                               PAGE 
1     Purpose   ..........................................................   3 
2     Non-Discrimination     .    3 
3     Union Recognition and Membership    .    3 
4     Management Rights     .    4 
5     Classifications and Rates of Pay .    5 
6     Hours of Work & Overtime     .    6 
7     Holidays ..   8 
8     Vacations      9 
9     Sick Leave      ..   10 
10    Leave of Absence     ..   11 
11    Benefits  ..........................................................................   12 
12    Medical, Dental, and Life Plan  ..   13 
13    SeniorityShift Selection     ..   14 
14    Miscellaneous   ..   15 
15    Grievance Procedure        16 
16    Work Stoppages and Employer Protection     ..   17 
17    Savings Clause   ..   17 
18    Footwear   17 
19    Duration    18 
20    Emergency Situation 18 

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The purpose of this Agreement, made and entered into by and between Local Union No. 46,
International Brotherhood of Electrical Workers (hereinafter referred to as "the Union"), and the
Port of Seattle (hereinafter referred to as "the Port"), is to establish and clarify conditions, wages,
and benefits for Utility Workers at the Port. These articles constitute a maintenance agreement,
the terms of which have been negotiated in good faith between the Port and the Union. This
Agreement shall be subject to approval by the Commissioners of the Port of Seattle. 
The scope and classification of work to be performed by employees covered under this
Agreement shall include: 
Lighting replacement at the Seattle Tacoma International Airport or Seaport, including cleaning
of all types of lighting fixtures, lenses, and diffusers in luminous ceilings and all types of
diffused ceiling or area lighting installations; and the replacement of lamps, tubes, diffusers,
lenses, and similar equipment. Other work will include the reading of electrical meters and
material handling. Utility Workers may also be responsible for audio/visual duties (setup of
podiums, screens, LCD projectors, and TV/VCR combination units) as well as assisting
Electricians in all duties not requiring an electrical license or traditionally performed by
electrical apprentices.
ARTICLE 1: PURPOSE 
The purpose of this Agreement is to promote the continued improvement of the relationship
between the Port and its employees through their Union. The articles of this Agreement set forth
the wages, hours, and working conditions for the bargaining unit employees.

ARTICLE 2: NON-DISCRIMINATION 
The Port and the Union agree that they will not unlawfully discriminate in employment against
any employee by reason of race, color, age, sex, marital status, sexual orientation, creed, religion,
ancestry, national origin, veteran status, or physical, mental or sensory disability.

ARTICLE 3: UNION RECOGNITION AND MEMBERSHIP 

3.1    Recognition  The Port recognizes the Union as the exclusive bargaining representative
of all employees whose job classifications are in the work units listed in this Agreement.
3.2    Dues and Fees 
Section 1.    All present employees who are members of the Union as of the date of the
execution of this Agreement shall remain members during the life of this Agreement as a
condition of continued employment. All current employees who are not members of the
Union shall become members of the IBEW Local 46 within thirty (30) days after the
signing of this Agreement and shall remain members during the life of this agreement as
a condition of their continued employment. All employees hired hereafter shall become
members of the Union within thirty (30) days following the beginning of their
employment and shall remain members during the life of this Agreement as a condition

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of their continued employment. No employee will be terminated under this Article if the
Port has reasonable grounds for believing: 
(a) That membership was not available to the employee on the same terms
and conditions generally applicable to other members, or 
(b) That membership was denied or terminated for reasons other than the
failure of the employee to tender the periodic dues and the initiation fee
uniformly required as a condition of acquiring or retaining membership.
Section 2.    The Port shall discharge or otherwise cause the termination of
employment of non-complying employees upon receipt of written request to the Port's
Director of Labor Relations from the Union. Prior to sending a written request for
termination to the Port, the Union shall notify the affected employee of its intention to
request termination. Such termination of employment shall be within five (5) working
days of receipt of written request by the Port's Director of Labor Relations.
3.3    Payroll Deduction - Upon receipt of written authorization individually signed by an
employee, the Port will have deducted from the pay of such employee the amount of dues
and initiation fees as certified by the Union and will transmit the amount to the Union. 
3.4    Indemnification - The Union will indemnify and hold the Port harmless against
any claims made and against any suit instituted against the Port on account of any
check-off of dues and initiation fees for the Union. The Union agrees to refund to
the Port any amounts paid to it in error upon presentation of proper evidence
thereof. 
3.5    Hiring Procedure  The Port is a public employer subject to the requirements of
Chapter 53.18 RCW and Chapter 41.56 RCW regarding employment relations,
collective bargaining, and ability to hire personnel. In accordance with Chapter
53.18.060 the parties agree that this labor agreement does not restrict the right of
the Port in its discretion to secure its employees from the local community,
according to the Port's internal hiring procedures. All new employees hired in
this manner are subject to the terms and conditions of this Agreement.
ARTICLE 4: MANAGEMENT RIGHTS 
4.1    General - 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, subject to the terms and conditions of this Agreement. 
4.2    Rights Enumerated - Unless modified by this Agreement, the Port shall have the right to
determine staffing levels and work locations; determine any given employee's job
classification consistent with this Agreement; recruit, examine, hire, appoint, promote,
demote, train, transfer, assign, layoff, and discipline and discharge seniority employees
for just cause; direct and assign the work; develop and modify classification
specifications consistent with this Agreement; allocate positions to those classifications;
allocate employees to those positions; determine work shifts and work schedules;
schedule and assign overtime work; establish the methods, means and processes and
personnel by which work is performed; establish rules; secure its seniority and limited
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duration employees from the local community, specify certain employees as seniority
employees, subcontract work as allowed by this agreement, allow tenants and
leaseholders doing business with the Port to do the work covered by this agreement on
their leased premises only, and the right to take whatever actions are necessary in
emergencies in order to assure the proper functioning of the work unit. 
Due to the unique nature of the operations of the Port, the demands for skilled Utility
Workers are highly variable in specific skills and equipment, numbers of crew and
required response time. The parties have negotiated in good faith on the subject of
subcontracting, with the interest of the Union being maintaining job security and the
interest of the Port being the ability to adapt to the ever changing maintenance
requirements of the complex systems maintained by the Port as well as public statutes
and policies regarding purchasing of goods and services as a public entity. To this end
the parties have recognized the difficulty of adopting specific language limiting the right
of the Port to subcontract, if the need arises, work traditionally performed by employees
covered by this Agreement. No employee working under this Agreement shall be laid
off, transferred, or suffer loss of regular work hours due to subcontracting or transferring
of the work performed under this Agreement. Limited Duration Employees may be
terminated without just cause and without recourse to the grievance procedure regarding
termination. 
ARTICLE 5: CLASSIFICATIONS AND RATES OF PAY 
5.1    Rates of Pay 
Effective upon execution each employee shall be paid, as soon as practical, a one time
lump sum payment of $750.00 
Effective June 1, 2012     $22.77 
Effective June 1, 2013     50% CPI Increase CPI-W Seattle-Tacoma-Bremerton Index 
average from December 2011 to December 2012 (0% min  6 % max) 
Effective June 1, 2014      80% CPI Increase CPI-W Seattle-Tacoma-Bremerton Index
average from December 2012 to December 2013 (0% min  6 % max) 
Effective June 1, 2015      100% CPI Increase CPI-W Seattle-Tacoma-Bremerton
Index average from December 2013 to December 2014 (0% min  6 % max) 
Effective June 1, 2016      100% CPI Increase Seattle-Tacoma-Bremerton Index CPIW
average from December 2014 to December 2015 (0% min  6 % max) 
Foreman - The Foreman's differential shall be ten percent (10%) above the Utility
Worker's rate. 
High Time  The High Time differential shall be ten percent (10%) above the Utility
Worker's rate. (See Section 6.11). 

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5.2    Definitions 
5.2.1 Division  This Agreement applies to those two divisions of the Port of Seattle
known as Seaport Division and Aviation Division.
5.2.2 Seniority Employee - A seniority employee is an employee employed by the Port
who has worked in the bargaining unit at least 1,560 hours in a twelve (12) month
continuous period of time. Once an employee attains seniority employee status, seniority
shall be retroactive to their date of hire in the classification.
5.2.3 Limited Duration Employee - A Limited Duration Employee (LDE) is an
employee employed by the Port who has not worked in the bargaining unit at least 1,560
hours in a twelve (12) month continuous period of time. Limited duration employees are
at will and do not accrue seniority A Limited Duration Employee is eligible to take
vacation, sick leave and other approved leave after six months of service. 
ARTICLE 6: HOURS OF WORK & OVERTIME 
6.1    Standard Five-Eight (5x8) Work Schedule  The standard workweek shall be five (5) 
consecutive days Monday through Friday on the basis of eight (8) consecutive hours per 
day, or by mutual agreement four (4) consecutive ten (10) hour days (4x10) within the
standard workweek, exclusive of the unpaid thirty (30) minute meal period. 
6.2    Shifts and Shift Differentials 
First Shift - An employee assigned to work on a shift beginning between the hours of 
6:00 A.M. and 8:00 A.M. will be considered to be on first shift. 
Second Shift - An employee assigned to work on a shift beginning between the hours of 
2:00 P.M. and 5:00 P.M. will be considered to be on second shift. The pay rate for an 
employee assigned to second shift will be his/her base hourly rate of pay plus ten (10) 
percent. An employee who is regularly assigned to the second shift will have all
compensable time paid at the higher rate of pay. 
Third Shift - An employee assigned to work on a shift beginning between the hours of
10:00 P.M. and 1:00 A.M. will be considered to be on third shift. The pay rate for an
employee assigned third shift will be his/her base hourly rate of pay plus fifteen (15)
percent. An employee who is regularly assigned to the third shift will have all
compensable time paid at the higher rate of pay. 
6.3    Overtime During the Regular Workweek  All work performed outside of the
regularly scheduled working hours shall be considered overtime. During the regular fiveeight
(5x8) workweek, the first two (2) hours of overtime shall be at one and one-half (1
) times the regular shift rate. All other work performed outside the regularly scheduled
working hours and after ten 10 hours on a four-ten (4x10) schedule shall be paid at
double the shift rate.

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6.4     Meal Periods During Overtime  When employees are required to work more than
three (3) hours of overtime beyond their established shift, the employee shall be allowed
a paid thirty (30) minute meal period prior to or during the overtime period. The paid
meal period shall be scheduled by the Employer.
6.5    Weekend Overtime  All work performed on the employee's normally scheduled
weekend days off shall be considered overtime. 
6.5.1 Time and One-Half Overtime (1.5x) Rates  During the first eight (8) hours of
work on the employee's normally scheduled first weekend day off, all work performed
shall be paid at one and one-half (1.5x) the employee's regular shift rate of pay. 
6.5.2 Double Time (2x) Overtime Rates  All other overtime during the employee's
normally scheduled weekend, beyond the hours specified in Section 6.4.1 shall be paid at
double (2x) the employee's regular shift rate of pay. 
6.6    Scheduled Overtime Work  Scheduled overtime work will be offered to seniority
employees prior to all other employees on the same shift except in those instances where
seniority employees are not readily available. Readily available is defined as the
employee not being on a leave status and is present at work or at home when called at the
time the overtime work is being scheduled and is in the division in which the overtime
will be worked. When limited duration employees are used as part of a crew involved in
a specific work task, they will be allowed to work the overtime that is involved with that
specific work task.
6.7    Unscheduled Emergency Overtime Work  In the event of unscheduled emergency
overtime work, work management is not aware of in advance, management may offer
overtime to whoever is most available. However, when possible, management will make
a good faith attempt to offer this overtime to seniority employees, who are in the same
division in which the overtime will be worked, prior to limited duration employees.
6.8    Overtime Authorization  All overtime will be authorized in advance by the
manager/designee in writing, except in emergencies.
6.9    Callout Premium  A "callout" will be defined as a circumstance where an employee
has left the work premises and is subsequently requested to report back to work prior to
his/her normally scheduled shift. A minimum of four (4) hours at the double time (2X)
rate will be paid for each callout. Where such overtime exceeds four (4) hours, the actual
hours worked will be paid at the double time rate.
6.10   Off-Duty Time  There must be at least eight (8) hours of off-duty time for any worker
who moves to a different shift or who works overtime before or after a shift. When
workers are not given eight hours off before starting work again, double the shift time
rate shall apply to all hours worked.
6.11   High Time  When working on lift equipment or scaffolding in the Gina Marie Lindsay
Hall, Central Terminal, or the North Esplanade areas, Utility Workers shall receive a
premium of 10 % per hour based on the regular day shift rate. Additional areas
comparable in height will be added at Management's discretion. 
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6.12   Changes to Shift  Changes to work schedules will require one (1) week notice to 
affected employees. If the employer does not meet notification requirements, the
employee will be paid at the higher shift rate until the notification requirement is met. 
6.13   Snow Event - In the case of a snow event, the utility crew working snow duty waives the
right for a one week notice prior to a shift change. Their work schedule will shift to
coincide with their snow duty shift for the remainder of the week, allowing for a
minimum of five work shifts during that week. For example, an employee normally
works day shift but is called to snow duty for Wednesday night. Assuming they were
released from snow duty after only one shift, they would complete their week by working
Thursday night and Friday night, for a total of five shifts. The overtime language
contained in this Agreement applies to this section. If snow duty continues beyond one
day, each snow duty shift counts towards the minimum of five shifts. 
ARTICLE 7: HOLIDAYS 
7.1    Designated Holidays  The following days, or days in lieu thereof, shall be observed and
recognized as paid holidays for employees.
New Year's Holiday           January 1 
Martin Luther King, Jr. Day       Third Monday in January 
Washington's Birthday Observed   Third Monday in February 
Memorial Day              Last Monday in May 
Independence Day            July 4 
Labor Day                First Monday in September 
Thanksgiving Day            Fourth Thursday in November 
Day after Thanksgiving Day      Fourth Friday in November 
Christmas Day              December 25 
Employee's Birthday          An employee designated floater to be taken during
the contract year. 
7.2    Other Holiday Observance Considerations  Whenever any of the above holidays fall
on an employee's normal day off, either the last scheduled workday of the employee's
previous workweek or the first scheduled workday of the following week shall be
observed as the holiday and paid for accordingly. In such an instance, the Port shall
decide whether the last preceding workday or the first workday of the following week is
to be observed.
7.3    Holiday Pay Rate and Qualifications  Each employee after thirty days of continuous
service shall be eligible to receive eight (8) hours or ten (10) hours holiday pay at his/her
hourly shift rate of pay for the holidays designated in 7.1 above. 
7.4    Holidays and Vacations  If a holiday falls within the vacation period of an employee,
the employee shall be paid as set forth above for such holiday. 
7.5    Pay for Time Worked on Holidays - Employees who perform work on any of the
above holidays shall be paid, in addition to holiday pay, the actual time worked at double 

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(2x) the employee's regular shift rate; however, the minimum shall be four (4) hours at
the double (2x) time rate of pay. 
ARTICLE 8: VACATIONS
8.1    Rates of Accrual through May 31, 2013  Vacation leave is earned as follows: 
Two Weeks Vacation  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 vacation leave at the rate of six and sixty-seven hundredths (6.67) hours per
month of active employment, or the equivalent of up to eighty (80) hours per year (6.67
hours per month x 12 months = 80 hours per year). This shall also equate to .0385 hours
per straight-time hour compensated.
Three Weeks Vacation  From the sixtieth (60th) full month to and including the one
hundred forty-third (143rd) full month of continuous employment, employees shall accrue
vacation leave at the rate of ten (10) hours per month of active employment, or the
equivalent of three weeks per year (10 hours per month x 12 months = 120 hours per
year). This shall also equate to .0577 hours per straight-time hour compensated.
Four Weeks Vacation  After completion of twelve (12) years of continuous
employment, starting with the one hundred forty-fourth month, employees shall accrue
vacation leave at the rate of thirteen and thirty-four hundredths (13.34) hours per month
of active employment, or the equivalent of up to four weeks per year (13.34 hours per
month x 12 months = 160 hours per year). This shall also equate to .0770 hours per
straight time hour compensated.
Effective June 1, 2013: 
The Port shall credit sixteen (16) hours of vacation into each employee's vacation
accruals. 
Effective June 1, 2013 vacation leave is accrued as follows: 
Two Weeks Vacation - An employee with one (1) month and through thirty six (36)
months of continuous service shall accrue leave at the rate of 6.67 hours per month, or up
to two (2) weeks per year (6.67 hours x 12 months = 80 hours per year). 
Three Weeks Vacation - An employee with thirty seven (37) months and through
eighty-four ( 84) months of continuous service shall accrue leave at the rate of ten (10)
hours per month, or up to three (3) weeks per year (10 hours x 12 months = 120 hours per
year). 
Four Weeks Vacation - An employee with -eighty-five ( 85) months and through one
hundred forty-four (144) months of continuous service shall accrue leave at the rate of
13.34 hours per month, or up to four (4) weeks per year (13.34 hours x 12 months = 160
hours per year). 

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Five Weeks of Vacation - An employee with one hundred forty-five (145) months of
continuous service shall accrue leave at the rate of 16.67 hours per month, or up to five
(5) weeks per year (16.67 hours x 12 months = 200 hours per year). 

8.2    Limits on Accumulating Vacation Leave  The maximum accumulation of vacation is
480 hours. Accruals will cease when the limit is reached and will resume only when the
balance is below 480 hours. Accruals over the limit are not cashed out. 
8.3    Voluntary Cash-out of Vacation Hours - Employees may cash-out any amount of their
accrued vacation hours, provided the employee has a minimum balance of two work
weeks of vacation hours remaining immediately following the cash out. Cash-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. 
8.4    Scheduling of Vacation  Vacation assignments will be made at the Port's discretion,
following six (6) months of continuous service. A reasonable method for giving due
consideration to the employee's requests will be developed by management for vacation
schedules. Any time taken prior to six months of continuous service shall be considered
leave without pay.
8.5    Unscheduled Use of Vacation  After six (6) months of continuous service, vacation
leave may be used for unscheduled purposes such as sick leave with management
approval. However, a doctor's note may be required for absences lasting three days or
more. Any unscheduled time taken prior to six months of continuous service shall be
considered leave without pay.
8.6    Lay off - Employees who are laid off or without work through no fault on the part of the
employee will not suffer a break in length of service for vacation purposes provided they
are rehired within six (6) months of the date of the layoff. However, no vacation will
accrue during that period of time.
ARTICLE 9: SICK LEAVE 
9.1    Sick Leave Rate of Accrual - Employees shall accrue paid sick leave at the 
rate of .0230 hour per compensated straight time hour (.0230 x 2080 = 47.99 hours) not
to exceed to equivalent of six work days per year.
9.2    Pro-Ration  On a pro rata basis of a full-time work schedule, sick leave accruals will be
posted on the first pay day of the month for any sick leave earned during the prior month.
9.3    Pay Rate  Sick leave pay shall be at the shift straight-time hourly rate.
9.4    Eligibility  Sick leave will be used only in instances of bona fide employee, immediate
family, or others' (as required by law) illness, injury or disability resulting in absence
from work as normally scheduled. 

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9.5    Payment for Sick Leave On Termination  Any unused sick leave benefits shall be
accumulated into a sick leave bank to be used for future illness of an employee as his/her
needs may require, but may not in any event be converted to additional vacation, or time
off with pay. Sick leave used shall be deducted from the accumulated bank. Unused sick
leave may not be converted to cash payment except under termination or retirement
following five (5) continuous years of active employment in a permanent position. 
Qualified employees shall be compensated for fifty percent (50%) of their unused sick
leave at the employee's current rate of pay upon termination.
9.6    Payoff  The following provisions establish the methods for application of sick leave
benefits in conjunction with other benefits: 
9.6.1  In no case shall the combined effect of sick leave and/or other benefits be applied 
so that compensation exceeds the employee's normal rate of pay.
9.6.2  An employee who is collecting Worker's Compensation temporary occupational
disability benefits may draw sufficient sick leave benefits from his/her disability benefits,
provided the total daily or weekly amount of benefits does not exceed his/her daily or
weekly base wage rate, until such time as his/her leave bank is depleted.
9.7   Shared Leave - Employees covered by this agreement are eligible to participate in the
Port's Shared Leave program.
ARTICLE 10: LEAVE OF ABSENCE 
10.1   General  The Port shall comply with the Family Medical Leave Act (FMLA) and State
Family Care Act (FCA). These benefits shall be available to domestic partners of
employees as well as those persons required by these statutes. For purposes of this
Article, domestic partnership shall mean a heterosexual or same sex couple as defined by
Port of Seattle Policy.
10.2   Failure to Return to Work - Failure to return to work from an approved Medical or
Family leave of absence by the expiration date of the leave of absence may be cause for
termination of employment. 
10.3   Bereavement Leave  Any employee who suffers a death in their immediate family shall
be allowed twenty four (24) hours paid leave compensated at the employee's straight-
time rate as a result of the employee's absence. In cases in which the funeral is outside of
Washington State, the employee may request up to two (2) additional paid days leave.
Individual circumstances such as the distance to the funeral and the extent of employee
involvement with the arrangements for the deceased shall be considered in determining
the number of days to be granted an employee. Immediate family shall be defined as
wife, husband, daughter, son, mother, father, sister, brother, grandparents, grandchildren,
stepmother, stepfather, stepchildren, mother-in-law, father-in-law, sister-in-law, brotherin-law
, daughter-in-law, and son-in-law. Immediate family shall also include domestic
partners and their respective relatives listed above. 
10.4  Jury Duty - An eligible employee who serves on jury duty shall receive full regular
compensation less any compensation (excluding mileage and meals paid by the court)
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received for such service during the period of leave. Employees shall forward their jury
duty compensation paid by the court to the Port's payroll section upon return from jury
duty and receipt of the compensation paid by the court. 
Employees on swing or graveyard shifts shall receive jury duty pay (in lieu of working)
for their shift immediately preceding the start of jury duty. If the employee's next
scheduled Port of Seattle work shift starts less than 12 hours after the end of jury duty,
and jury duty is not scheduled for the next day (e.g., on a weekend or at the completion of
jury duty), the employee shall receive jury duty pay (in lieu of working) for the number
of hours required to provide the employee with a 12-hour break. For example, if jury duty
ends at 4:00 p.m. and the employee's work shift begins at 10:00 p.m., the employee may
receive jury duty pay in lieu of working from10:00 p.m. to 4:00 a.m. 
ARTICLE 11: BENEFITS 
11.1   Puget Sound Electrical Workers Pension Trust - The Port agrees to contribute the
following amounts for each Employee performing work covered by this Agreement,
except as provided for Apprentices, to the Puget Sound Electrical Workers Pension Trust
Fund, a jointly trusted pension trust created pursuant to Section 3.02(c) of the Labor-
Management Relations Act of 1947 (Taft-Hartley). 
Effective June 1, 2012 through May 31, 2014   $ 4.05 per hour WORKED 
Effective June 1, 2014 through May 31, 2017   $ 4.05 per hour COMPENSATED 
11.2   Annuity  Puget Sound Electrical Workers Annuity - The Port shall contribute the
following amounts for all Employees working under the several job classifications
described by this Agreement to the defined contribution plan of the Puget Sound
Electrical Workers Retirement Annuity Trust Fund. The contribution amounts are: 
Effective June 1, 2012 through May 31, 2014    $ 1.75 per hour WORKED 
Effective June 1, 2014 through May 31, 2017    $ 1.75 per hour COMPENSATED 
11.3   Variable Annuity - In addition to the amounts set forth above, the Port agrees to
contribute such sums, as may be elected to be paid by Employees working under the
several job classifications described by this Agreement, to the variable annuity plan of the
Puget Sound Electrical Workers Retirement Annuity Trust Fund. The amounts paid shall
be in accordance with the amounts periodically established and authorized by the Trust
Fund for all Employees who elect such coverage, provided however, that 1st and 2nd
period Apprentices are not eligible to participate in the Trust Fund.
Eligible Employees who work under the several job classifications described by this
Agreement and who elect to make contributions: 
1)     Are permitted to make such election only once each calendar year as established
by the Trust Fund; 
2)     Shall sign the appropriate authorization card provided by the Union and given to
the Employer; 
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3)     May elect up to the maximum amount of contribution established for the job
classification in which the Employee is working at the time, or a lesser amount,
and; 
4)     Agree to comply with all other rules and regulations required by the Trust Fund
for participation. 
11.4   Payment Due Date - Payment shall be due on the fifteenth (15) of the month following
the month in which the hours were worked. Each remittance shall be accompanied by a
form, which will be made available for this purpose.
11.5   Trust Terms - The Port agrees to be bound by the terms and provisions of the Trust
Agreement governing the Puget Sound Electrical Workers Pension Trust effective June 1,
1973, and all amendments or revisions hereafter adopted and further agrees as its
representatives the current Employer Trustees and their lawfully appointed successors. 
The failure of the Port to comply with the applicable provisions of the Trust Agreement
governing the Puget Sound Electrical Workers Pension Trust shall also constitute a
breach of this labor Agreement.
11.6   Paid Un-worked Hours through May 31, 2014 - Fringe benefit pension and annuity 
contributions shall not be made on vacation hours paid or holiday hours paid but not
worked. However, contributions shall be made on holiday hours worked.
Effective June 1, 2014  Fringe benefit pension and annuity contributions shall be made
on all hours compensated. 
11.7   Deferred Compensation - Employees shall be eligible for participation in the Port of
Seattle's Deferred Compensation Plan as revised December 8, 1981. Eligibility and
participation of 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 grievance or arbitration procedures or to any other provisions
of this Agreement or to negotiation by the Union.
ARTICLE 12: MEDICAL, DENTAL AND LIFE PLAN 
The employees covered by this Agreement shall be eligible for benefits under the Puget Sound
Electrical Workers Healthcare Trust Fund. Effective June 1, 2012, Port contributions to this plan
shall be seven dollars and twenty cents ($ 7.20) per actual hour worked for each employee.
Effective June 1, 2013 the employer shall contribute the amount of $7.20 per each hour
compensated for the monthly contribution equaling 155 hours each month for each Employee
covered by this Agreement. 
Effective January 1, 2014 the employer shall contribute the amount of $7.45 per each hour
compensated for the monthly contribution equaling 155 hours each month for each Employee
covered by this Agreement. 

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Beginning June 1, 2014, the hourly contribution rate paid by the Port per hour compensated for
the monthly contribution equaling 155 hours per month shall be maintained in the following
way: 
Any increases to the healthcare hourly contribution Base Rate of $7.45 that is necessary
to match the healthcare contribution rate in effect in the Inside Construction Agreement
after June 1, 2014 shall be shared 50% by the employee and 50% by the Port up to 10%
of the Base Rate. Once employee contributions have reached 10% of the Base Rate,
future increases shall be split 10% paid by the employee and 90% by the Port. 
The employee's share of the monthly contribution shall be a pre-tax deduction subject to the
monthly contribution amount based on 155 hours. 
The Parties agree should a material change take place in regards to Medical and Dental benefits costs, the
parties will meet as soon as practicable to bargain. 
ARTICLE 13: SENIORITY  SHIFT SELECTION 
13.1   Division Seniority Rights - Seniority employees will be afforded the right to utilize their
division seniority as hereinafter defined for the purposes of shift selection.
13.2   Layoffs/Reductions in Force  Any layoffs of Seniority employees shall be done by
reverse seniority within the division. When layoffs occur, all Limited Duration
employees shall be laid off before any Seniority employees within the division. After all
Limited Duration employees have been laid off then layoffs of Seniority employees if
need be shall be laid off in reverse seniority order within the division.
13.3   Recall from Layoff  In the event of a layoff, Seniority employees shall be placed on a
preferential hire list for six months from date of layoff. Openings in a division shall first
be filled in seniority order from the employees on the preferential hire list from that
division at the time the opening is posted.
13.4   Retention of Seniority Status  In the event a Seniority employee is hired or recalled to
another division, seniority shall begin from date of hire in the new division. However,
that employee shall retain seniority status and will not be reverted to limited duration
status.
13.5   Bid Postings - All newly established on-going work schedules (days of work), shifts
(hours of work) and vacant positions in the division work unit will be posted. Employees
within the specific classification in the division will have the opportunity to bid by
division seniority for the work schedule, shift or vacancy. Absent adequate interest,
employees will be assigned in reverse seniority order.
13.6   Seniority Lists - The Port will transmit to the Union a current listing of all division
employees in June of each contract year. Such list will indicate the name of the
employee, job classification, and division seniority date. The Port and the Union shall
mutually agree on a seniority list.

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ARTICLE 14: MISCELLANEOUS 
14.1   Election to Union Office - An employee elected or appointed to a position in the Union
that requires a part or all of his/her time will be given an unpaid leave of absence up to
one (1) year upon written application.
14.2   Port of Seattle Labor-Management Committee(s) - The Port and the Union recognize
the importance of a collective bargaining and employee relations climate in the Port that
encourages cooperative efforts and joint problem-solving amongst all involved parties to
better serve the public, increase productivity, reduce waste, improve safety, improve
morale, and recruit, train and retain quality employees. In the interest of meeting these
challenges, the Port and the Union agree to establish labor-management committee(s)
where mutually agreed. 
14.3   Biweekly Payroll  Payroll checks shall be issued on a biweekly basis consistent with
the payroll procedures for non-represented employees.
14.3.1 Direct Deposit - As a condition of continued employment, all employees are
required to participate in the Port's direct deposit program for payroll purposes. 
14.4   Bulletin Boards - The Port agrees to permit the Union shop stewards and business
representatives to post on designated Port bulletin boards the announcement of meetings,
election of officers, and other Union approved material. 
14.5   Shop Stewards - The Union shall appoint a shop steward for each division. Shop
stewards may conduct representational responsibilities including, but not limited to,
attending grievance, Weingarten and Loudermill meetings during his/her regular
scheduled shift, without a loss of regular compensation, if excused from work by the
employee's manager/designee. Port management must approve use of Port facilities for
Union business outside of these processes in advance and employee attendance will be on
unpaid time. 
14.6   Safety - The Port, Union and employees agree to comply with all applicable safety laws
and regulations. In the event an employee discovers or identifies an unsafe condition s/he
will immediately notify the manager/designee. No employee will be disciplined for
reporting an unsafe condition. No employee will be required to use unsafe equipment or
work in an unsafe environment.
14.7   Posting of Vacant Positions - Prior to the initiation of any open competitive process to
fill a vacant bargaining unit position, the Port will provide notice of the vacancy to all
employees within the bargaining unit and to the Union. Posting on the Port's Website
satisfies this requirement of notice to the Union. Any member of the bargaining unit
holding a position within the same classification as that of the vacant position will be
given the opportunity to apply for the position. The appointment will be made to the
applicant whom the Port determines has the knowledge, skills and ability to fill the
position. Where the knowledge, skills and ability of the applicants are equal, the position
will be awarded on the basis of division seniority.

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14.8   Use of Limited Duration Employees  The Port will notify the Union when it hires a
Limited Duration Employee. The notice will include the classification, division hired,
basis for the hire and expected length of employment.
14.9  Parking  In the event employees are not allowed to park in the parking garage or park
free of charge, the Port agrees to negotiate such impact on the employees.
14.10  Flexible Spending Account - Employees shall be eligible for participation in the Port of
Seattle's Flexible Spending account program. Eligibility and participation of employees
shall be subject to the terms and conditions of such plan including any plan amendment,
revision or possible cancellation. It is further agreed that content of the plan itself, plan
administration and any determination made under the plan shall not be subject to the
grievance or to any other provision of this Addendum or to negotiation by the Union.
14.11  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 shall be subject to the terms and
conditions of such plan including any plan amendment, revision 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.
ARTICLE 15: GRIEVANCE PROCEDURE 
It is the Port and the Union's goal that all employer/employee disputes be addressed as quickly
as possible. With this goal in mind, the parties agree to attempt to settle employer/employee
disputes prior to filing an official written grievance. 
15.1   Grievance Procedure - Disputes between employees and management arising during the
term of this Agreement shall be referred to a Business Representative of the Union and to
the Port within the timelines established. A grievance not brought within the time limit
prescribed in this Article, shall not be considered timely and shall be void. The time
limits may be waived at each step by mutual agreement, in writing, by the Union and the
appropriate management representative. 
Step 1 - The Union's business representative shall present the grievance in writing to the
Employer Representative. The written grievance shall contain a statement of the relevant
facts, the specific section(s) of the Agreement allegedly violated and the remedy sought. 
Any complaint, dispute or grievance not filed in writing by the complaining party within
twenty (20) calendar days from the date either party knew or reasonably should have
known of the alleged violation shall be waived. The Union Business Representative and
the Employer Representative shall meet to resolve the grievance within five (5) working
days from date of filing. In the event settlement is not reached, the grievance shall
proceed to Step Two (2). 
Step 2 - If a settlement is not reached in the manner above described, the dispute shall be
referred to a Joint Conference Committee that shall be set up under this Agreement and
shall consist of two (2) representatives of management and two (2) representatives of the
Union. This committee shall select its own chairman and secretary from within the
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committee, one from the Union and the other from Management and shall meet at such
times and places as it may decide. It must meet within five (5) working days after a
dispute is referred to it for resolution. However by mutual consent, the parties may
extend the meeting deadline. 
Step 3 - In the event the grievance is not resolved in Step Two (2), Representatives of the
Labor-Management Committee, one from each side, shall meet within five (5) working
days of the completion of Step Two (2) and select an arbitrator by alternately striking
from a list of five (5) names supplied by the Federal Mediation and Conciliation Service 
(FMCS). The arbitrator shall not have the right to add to or subtract from any term s of
this Agreement and all decisions must be within the scope and terms of this Collective
Bargaining Agreement. The Labor-Management Representatives shall meet with the
arbitrator and present their cases. They shall have the right to override the arbitrator
during this meeting. In the even they cannot reach a decision, the decision of the
arbitrator shall be final and binding. 
Each party will bear its own costs of presenting grievances under this agreement, including
attorney's fees. The Arbitrator's fee shall be shared equally by the Union and the Port.
ARTICLE 16: WORK STOPPAGES AND EMPLOYER PROTECTION 
16.1   Work Stoppages - There shall be no stoppage of work either by strike or lockout
because of any proposed changes in this Agreement or dispute over matters relating to
this Agreement. All such matters shall be handled using the grievance/arbitration
procedure in this Agreement.
16.2   Discipline - Any employee participating in such work stoppage or in other ways
committing an act prohibited in this Article may be subject to disciplinary action up to
and including discharge, suspension, or other disciplinary action as may be deemed
applicable to such employee.
ARTICLE 17: SAVINGS CLAUSE 
Should any part hereof or any provisions herein contained be rendered or declared invalid by
reason of any existing or subsequently enacted legislation or by any decree of a court of
competent jurisdiction, such invalidation of such part or portions of this Agreement will not
invalidate the remaining portions hereof; provided however, upon such invalidation the parties
will meet and negotiate such parts or provisions affected. The remaining parts or provisions will
remain in full force and effect 
ARTICLE 18: FOOTWEAR 
The Port shall pay a stipend of $100 the first full pay period of each contract year to employees
who on June 1 of each contract year have accrued at least six months of service for purchase
price or repair of footwear meeting the standards of ASTM-2413-05. 


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ARTICLE 19: DURATION 
19.1   Duration  This Agreement will become effective upon full and final approval by the
Union and the Port of Seattle Commission and will cover the period from June 1, 2102
through May 31, 2017. 
19.2   Modification and Re-opener Clause  Either party desiring to change or modify this
agreement shall notify the other, in writing, at least sixty (60) days in advance. Contract
negotiations for the succeeding contract may be initiated by either party by providing to
the other written notice of its intention to do so at least sixty (60) days prior to the
expiration date.
ARTICLE 20: 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 as such by state and/or federal government. Examples: Nisqually
Earthquake/Hurricane Katrina/Sandy, 9/11, tsunami. 

IN WITNESS WHEREOF, the aforementioned have executed this Collective Bargaining
Agreement on      day of          , 2013. 

PORT OF SEATTLE         INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL 46 

Tay Yoshitani, Port of Seattle       Virgil Hamilton, IBEW Local 46 
Chief Executive Officer           Business Manager and Financial Secretary 







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