6c reso signed
Port-
of Seattle
2015
SALARY & BENEFIT
RESOLUTION NO. 3699
Effective January 1, 2015
INDEX
RESOLUTION NO. 3699 Page No.
I. DEFINITIONS
...................................................................................................................
1
II. RETIREMENT SYSTEM ELIGIBILITY
......................................................................
4
III. ESTABLISHING JOBS, PAY GRADES, AND SALARY RATES AND RANGES...4
A. Salary Ranges........................................................................................................... 5
B. Amending Authorized Jobs, Pay Grades, and Salary Ranges .................................6
C. Salary Rates, Ranges, and Allowances for Non-evaluated Jobs ..............................6
1. High School, College, Graduate or International Intern Positions ..............6
2. Chief of Police, Fire Chief, Deputy Chief of Police, Assistant Fire Chief..6
3. Veterans Fellow Positions
............................................................................
6
4. Chief Executive Ofcer
............................................................................... 6
IV. ESTABLISHMENT AND ADMINISTRATION OF JOB
EVALUATION SYSTEM
.................................................................................................
6
V. FILLING VACANT POSITIONS AND' TRANSFERRING POSITIONS
AND/OR EMPLOYEES
....................................................................................................
7
A. Authorized Positions
................................................................................................
7
B. Selection Criteria
.....................................................................................................
7
C. Internal Internships
..................................................................................................
7
VI. ESTABLISHMENT AND ADMINISTRATION OF SALARIES,
ALLOWANCES AND ADJUSTMENTS
........................................................................
7
A. New Hires
................................................................................................................
7
B. Pay and Benets for the Chief Executive Ofcer ................................................... 8
C. Pay for Performance and Special Adjustment Administration ................................ 8
D. Promotional Increases
..............................................................................................
8
E. Six-Month Increases
................................................................................................
9
F. Completion of Probation Increases ..........................................................................9
G. Administering Salary Increases or Allowances for Positions Which
Fall Outside Ranges
.................................................................................................
9
H. Temporary Assignments ..........................................................................................9
I. Payment for Relocation Costs ................................................................................ 10
J. Interns
....................................................................................................................
10
VII. ADMINISTRATION OF PAY PRACTICES ...............................................................10
A. Conversion of Salary Rates
....................................................................................
10
B. Authorized Flextime and Alternative Work Arrangements for Full-Time
Employees .............................................................................................................. 10
C. Other Compensation Considerations ..................................................................... 10
l. Overtime 10
....................................................................................................
2. Shift Differential
........................................................................................
11
3. ICT Standby Pay
.......................................................................................
12
4. Daylight Savings Time .............................................................................. 12
D. Payroll .......................................................................................................................... 12
VIII. ADMINISTRATION OF BENEFIT PROGRAM
........................................................
13
A. Authorization to Amend Benet Program
.............................................................
13
B. Basic Benets Provided for Non-represented Employees
..................................... 13
1. Social Security (FICA) Insurance
..............................................................
13
2. Industrial Insurance or Other Duty Disability Benets
.............................
l3
3. Unemployment Compensation................................................................... 13
4. Military Leave ............................................................................................ l3
5. Faith and Conscience Days
.........................................................
14
6. Holidays ..................................................................................................... 14
a. Ineligible Employees ..................................................................... 15
b. Eligible Employees ........................................................................ 15
C. Benets Provided Eligible and DRS-retired Employees
.......................................
17
1
.
Retirement
..................................................................................................
1 7
2. Compensated Leave ................................................................................... 18
a. Civic Duty Leave
...........................................................................
18
b. Extended Illness Leave
..................................................................
18
c. Bereavement Leave
........................................................................
19
(1. Paid Time Off
................................................................................
19
e. Awarded Time
...............................................................................
20
f. Shared Leave
..................................................................................
21
g. The Family Care Act (FCA) of 2002
.............................................
21
3. Family and Medical Leave Act (FMLA) of 1993 ......................................21
4. Insurance Benets for Employees
.............................................................
21
a. Medical Insurance for Employees
.................................................
21
b. Medical Insurance for Dependents of Employees
.........................
22
c. Life Insurance for Employees and Dependents
.............................
22
d. Long Term Disability Insurance for Employees ............................22
e. Dental Insurance for Employees
....................................................
22
f. Dental Insurance for Dependents of Employees
...........................
22
5. Insurance Benets for Port Commissioners
..............................................
23
a. Medical Insurance for Commissioners
..........................................
23
b. Medical Insurance for Dependents of Commissioners
..................
23
c. Medical Insurance Premium Reimbursement for Commissioners 24
d. Life Insurance for Commissioners
.................................................
24
e. Dental Insurance for Commissioners
.............................................
24
f. Dental Insurance for Dependents of Commissioners
.....................
24
g. Dental Insurance Premium Reimbursement for Commissioners...25
IX. ADMINISTRATION OF SPECIAL PROGRAMS
...........................................................
25
X. ADMINISTRATION OF RETIREE MEDICAL AND RETIREE LIFE BENEFIT
PROGRAMS
.........................................................................................................................
25
A. Authorization to Amend Retiree Medical and Retiree Life Benet Programs
......
25
B. Eligibility Requirements for Retiree Medical Benets .........................................25
C. Eligibility Requirements for Commissioners for Retiree Medical Benets ..........25
D. Eligibility Requirements for Dependents for Retiree Medical Benets ................26
E. Eligibility Requirements for Retiree Life Insurance ..............................................26
XI. EFFECTIVE DATE
............................................................................................................26
RESOLUTION NO. 3699
A RESOLUTION of the Port Commission of the Port of Seattle
Establishing Jobs, Pay Grades, Salaries,
Allowances and Adjustments for Port Employees
not represented by a labor union; Authorizing and
Establishing Conditions in Connection with the
Following Benets: Social Security, Industrial
Insurance, Unemployment Compensation,
Military Leave; Faith and Conscience days
Retirement; Compensated Leave, Including Civic
Duty, Bereavement Leave, Holidays, Paid Time
Off/Extended Illness Leave, Shared Leave, and
Awarded Time; Insurance Benets, including
Medical, Dental, Life and Long-Term Disability;
and Authorizing this Resolution to be Effective on
January 1, 2015, and Repealing all Prior
Resolutions Dealing with the Same Subject,
Including Resolution No. 3686.
BE IT RESOLVED by the Port Commission of the Port of Seattle as follows:
1. DEFINITIONS
Except as otherwise provided, the following denitions apply to this Resolution:
At-will: A designation given to some jobs or positions at the Port where the employment
relationship may be terminated by the Port or employee at any time and for any or no
reason. Employees hired as at-will are not subject to the Port's progressive discipline
process. Jobs designated as at-will are noted in Exhibit A of the Salary and Benets
Resolution, and will be identied as at-will when a job opening for an at-will position is
posted and/or before an offer of employment is made.
Chief Executive Officer: An Employee Who is appointed by the Commission and who
is subject to the terms and conditions of this Resolution. However, any terms, conditions,
adjustments to pay or salary range for the Chief Executive Ofcer adopted in open
session by the Commissioners shall prevail over any relevant conicting or inconsistent
terms and conditions in this Resolution. Such agreement shall become effective without
an amendment to this Resolution.
Commissioner: An individual who is elected for a 4-year term and may be re-elected for
subsequent 4-year terms and is eligible for benets as provided in the relevant provisions
of Section VIII.C.5. This denition includes a Commissioner who may be appointed
mid-term due to an unanticipated vacancy.
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DRS-retired Employee: An Employee who is receiving a pension from any retirement
plan administered by the State of Washington Department of Retirement Systems (DRS)
and who is eligible for benets as provided in the relevant provisions of Sections VIII.B.
and VIII.C. Refer to the DRS web site or brochures for specic information about
any
limitations on working after retirement.
Eligible Employee: An employee as dened below who is eligible for benets as
provided in Sections VIII.B. and VIII.C. Eligible Employees can be: (a) Full-Time
Employees, (b) Part-Time Employees who work at least 21 hours per week, (0)
Probationary Employees, and (d) Limited Duration Employees.
Emergency Hire Employee: An Employee who is hired for no more than 3 months. A
one-time extension may be approved by HRD Management for a maximum of two
additional months.
Time spent as an Emergency Hire does not count toward probationary period, PTO
accrual or 401(a) plan eligibility.
Employee: An individual who performs personal services for the Port, and receives a
paycheck from the Port payroll system with employment taxes withheld; a common-law
employee. Employees of temporary agencies or independent contractors are not
Employees.
Exempt Employee: An Employee who is employed in a job that is not eligible for
overtime pay per the provisions of the Fair Labor Standards Act (FLSA) and the
Washington Minimum Wage Act (WMWA)
For Cause: A designation given to most Port of Seattle jobs and positions where the
employment relationship can be terminated by the Port for reasons that conform to
previously dened standards of unacceptable conduct or performance. Standards are
dened in policies included in the Code of Conduct, most specically in HR-18
"Standards of Performance and Conduct, Corrective Action and Discipline".
Full-Time Employee: An Employee who is regularly scheduled for 75 or 80 hours of
work per bi-weekly pay period.
Ineligible Employee: Ineligible Employees are: (a) Employees who work less than 21
hours per week indenitely, (b) OnCall Employees, (0) Seasonal Employees, (d)
Emergency Hire Employees, and (e) Interns. Ineligible Employees are provided with
only the benets described in Section VIII.B and VIII.C.3. if the position in which they
are placed does not meet the State of Washington Public Employees' Retirement Systems
(PERS) eligibility criteria. If the position does meet the PERS eligibility requirements,
then the employee is provided with the benets described in Sections VIII. B. and
VIII.C.l and VIII.C.3.
Intern: A temporary Employee who is hired in accordance with the Intern Program
Guidelines, is considered a student per the program guidelines and is performing duties in
accordance with the student's course of study.
10/02/13 - 2
Limited Duration Employee: An Employee who is hired for more than 90 days in a job
with a planned end date.
Non-Exempt Employee: An Employee who is employed in a job that is eligible for
overtime pay per the provisions of the Fair Labor Standards Act (FLSA) and the
Washington Minimum Wage Act (WMWA)
Non-represented Employee: An Employee in an Exempt or Non-exempt Position not
represented by a labor union.
On-Call Employee: An Employee who does not have a regular work schedule and
whose work hours can vary from week to week indenitely.
Part-Time Employee: An Employee who is regularly scheduled to work at least 21
hours per week indenitely, but less hours than a Full-Time Employee.
Probationary Employee: A newly hired or rehired Employee who has not yet
successfully completed the six-month probationary period and is expected to establish a
consistent, acceptable level of performance and behavior that is sufcient to retain their
employment.
Probationary Period: The period of time from the day a newly hired Employee begins
work at the Port of Seattle through the end of the sixth month of employment.
Represented Employee: An Employee in an Exempt or Non-exempt job that is
represented by a labor union.
Seasonal Employee: An Employee who is hired for a season not to exceed 6 months.
Temporary Assignment: An assignment for a Full-Time or Part-Time Employee that is
generally expected to last no longer than six months. A Temporary Assignment may
only be extended one time for a maximum of six additional months with the approval of
HRD Management.
Veteran Fellows: An Employee who is hired and receives benets in accordance with
the Veterans Fellowship Program guidelines.
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10/02/13 - 3 _
II. RETIREMENT SYSTEM ELIGIBILITY
Determination of whether a position is "ineligible" or "eligible" to participate in
a
retirement plan administered by the State of Washington Department of Retirement
Systems (DRS) must be made by Human Resources and Development before a
temporary position may be lled. Employment status of Port positions must be in
conformance with Washington State retirement laws.
The work schedule for an Employee in an ineligible position must not exceed the limit
established at the inception of the job in order to preserve the position's retirement plan
status. Under unusual conditions and with appropriate documentation, Human Resources
and Development management may authorize an extension to the termination date which
would change the position's retirement plan status.
If at any time an Employee becomes eligible for retirement benets according to the
applicable laws contained in the Revised Code of Washington (RCW), he or she must
become a member of the State of Washington Department of Retirement Systems (DRS).
III. ESTABLISHING JOBS, PAY GRADES, AND SALARY RATES AND RANGES
The following pay grades and salary ranges for all jobs of the Port of Seattle are
hereby established:
A. Salm Ranges: All non-represented jobs shall be evaluated and graded according to
their relative skill requirements, responsibilities, and other factors as explained in
Section IV. Each job will have a salary range that corresponds to its grade. Grades
and salary ranges for 2015 will be as follows:
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10/02/13 - 4
-
GRADED SALARY RANGE STRUCTURE
2% Range Adjustment Effective January 1, 2015
'
Hourly ' Annually
Grade Minimum Midgoint Maximum Minimum Midpoint Maximum
42 $92.29 $115.37 $138.44 $179,966 $224,972 $269,958
41 $87.52 $109.40 $131.28 $170,664 $213,330 $255,996
40 $82.93 $103.66 $124.39 $161,714 $202,137 $242,561
39 $78.58 $98.22 $117.86 $153,231 $191,529 $229,827
38 $74.42 $93.02 $111.62 $145,119 $181,389 $217,659
37 $70.44 $88.05 $105.66 $137,358 $171,698 $206,037
36 $66.71 $83.39 $100.07 $130,085 $162,611 $195,137
35 $63.11 $78.88 $94.66 $123,065 $153,816 $184,587
34 $59.68 $74.60 $89.52 $116,376 $145,470 $174,564
33 $56.44 $70.55 $84.66 $110,058 $137,573 $165,087
32 $53.33 $66.66 $79.99 $103,994 $129,987 $155,981
31 $50.40 $63.00 $75.60 $98,280 $122,850 $147,420
30 $47.57 $59.46 $71.35 $92,762 $115,947 $139,133
29 $44.89 $56.12 $67.34 $87,536 $109,434 $131,313
28 $42.36 $52.94 $63.53 $82,602 $103,233 $123,884
27 $39.92 $49.90 $59.88 $77,844 $97,305 $116,766
26 $37.61 $47.02 $56.42 $73,340 $91,689 $110,019
25 $35.42 $44.27 $53.13 $69,069 $86,327 $103,604
24 $33.31 $41.64 $49.97 $64,955 $81,198 $97,442
23 $31.31 $39.14 $46.97 $61,055 $76,323 $91,592
22 $29.41 $36.77 $44.12 $57,350 $71,702 $86,034
21 $27.58 $34.47 $41.36 $53,781 $67,217 $80,652
20 $26.38 $32.97 $39.56 $51,441 $64,292 $77,142
19 $25.24 $31.55 $37.86 $49,218 $61,523 $73,827
18 $24.16 $30.20 $36.24 $47,112 $58,890 $70,668
17 $23.15 $28.94 $34.73 $45,143 $56,433 $67, 724
16 $22.17 $27.71 $33.25 $43,232 $54,035 $64,838
15 $21.20 $26.49 $31.79 $41,340 $51,656 $61,991
14 $20.32 $25.40 $30.48 $39,624 $49,530 $59,436
13 $19.51 $24.38 $29.26 $38,045 $47,541 $57,057
12 $18.68 $23.35 $28.02 $36,426 $45,533 $54,639
11 $17.93 $22.41 $26.90 $34,964 $43,700 $52,455
10 $17.18 $21.48 $25.77 $33,501 $41,886 $50,252
9 $16.50 $20.62 $24.74 $32,175 $40,209 $48,243
8 $15.84 $19.80 $23.76 $30,888 $38,610 $46,332
7 $15.22 $19.02 $22.82 $29,679 $37,089 $44,499
6 $14.57 $18.21 $21.85 $28,412 $35,510 $42,608
5 $14.01 $17.51 $21.01 $27,320 $34,145 $40,970
4 $13.48 $16.85 $20.21 $26,286 $32,858 $39,410
3 $12.97 $16.21 $19.45 $25,292 $31,610 $37,928
2 $12.44 $15.55 $18.66 $24,258 $30,323 $36,387
1 $11.98 $14.97 $17.96 $23,361 $29,192 $35,022
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B. Amending Authorized Jobs, Pay Grades, and Salm Ranges: Salary ranges may be
amended by ordinary motion approved by the Commission at any regular or special
meeting when the changes are the result of provisions contained in this Resolution.
Exhibit A may be amended by Human Resources and Development Management when
the changes are the result of provisions contained in this Resolution (e.g., job
evaluations). '
. Salm Rates, Ranges, and Allowances for Non-evaluated Jobs: Salary rates, ranges, and
a provision for a special allowance have been developed for non-evaluated positions:
1. High School, College, Graduate or International Intern Positions: Salary
rates and employment conditions for students or foreign trainees employed under
special work study or foreign exchange programs shall be determined by Human
Resources and Development staff based primarily upon the prevailing rates of pay
and other conditions established by the program's sponsors.
2. Chief of Police, Fire Chief, Deputy Chief of Police, Assistant Fire Chief:
These jobs are not evaluated, and ranges are established to facilitate appropriate
salary administration for Employees in these jobs.
3. Veteran Fellows Positions: These jobs are not evaluated, and ranges are
established to facilitate appropriate salary administration based on the work
performed and in accordance with the Veterans Fellowship Program guidelines.
4. Chief Executive Ofcer: This job is not evaluated and the CEO's salary is
established by the Port Commission.
IV. ESTABLISHMENT AND ADMINISTRATION OF JOB EVALUATION SYSTEM
It is the policy of the Commission to pay Port Employees based on the Port's Total
Rewards Philosophy. It is also the policy of the Commission to establish a job evaluation
system that evaluates the mental, physical and social requirements, work environment
and accountability of each position. The job evaluation system shall be administered by
Human Resources and Development Management under the supervision of the Chief
Executive Ofcer. Salary levels and the results of the job evaluation system shall be
considered in determining the appropriate grade for each job. It shall also be used to
determine the exempt and nonexempt status of each job according to the criteria of the
Federal Fair Labor Standards Act (FLSA).
Each job authorized in Exhibit A has been evaluated via the job evaluation system,
except those noted in Section III.C., and each evaluated job has been assigned a grade
related to the salary range structure set forth in Section 111A. Human Resources and
Development staff shall, on an on-going basis, evaluate new jobs and re-evaluate existing
jobs, taking into account any change in mental, physical or social requirements, etc., or
changes to salary levels within the appropriate geographic market, which could result in
placement in a different salary grade and range. The Director of Human Resources and
Development, under the supervision of the Chief Executive Ofcer, shall have the nal
approval authority for all job evaluations and title changes except for that of the Chief
10/02/13 - 6 -
Executive Ofcer. This authority shall include re-evaluation of existing jobs and
establishment and evaluation of new jobs.
V. FILLING VACANT POSITIONS AND TRANSFERRING POSITIONS AND/OR
EMPLOYEES
A. Authorized Positions: The Chief Executive Ofcer is hereby authorized to recruit
and ll authorized positions (except that of Chief Executive Ofcer) up to the
full-timeequivalent number of positions authorized and to set salaries within the
salary ranges as outlined below. Total Port non-represented positions shall not
exceed the total of numbers authorized in the budget, except the Chief Executive
Ofcer is authorized to ll additional positions, provided that funding is available
in the Commission-approved budget. Also, prior to termination or retirement of
Employees where overlap is clearly essential for effective continuity, the Chief
Executive Ofcer may authorize lling an extra position to provide for a
transition period. To promote organizational effectiveness, the Chief Executive
Ofcer may authorize transfers of positions and/or Employees from one work unit
to another. This includes reallocating additional resources, up to one Full Time
Equivalent, to the Commission Ofce. The Chief Executive Ofcer may carry
out reorganization of functions, work units, and staff assignments. The Chief
Executive Ofcer may authorize non-competitive placements in selected
circumstances.
B. Selection Criteria: Selections of appointees for new hires, transfers, or
promotions shall, to the extent feasible, conform to current job evaluation criteria
and appropriate competencies for each authorized job; however, in the paramount
interest of developing a strong personnel base, Human Resources and
Development Management shall ensure that consideration be given to equivalent
education, experience, special abilities or job knowledge in lieu of that provided
in position specications.
C. Internal Internships: Upon mutual agreement and in coordination with Human
Resources and Development staff, managers may work together to authorize and
coordinate transfers of Employees for the purposes of cross training,
development, and the fulllment of organization goals. In such instances, the
Employee's same benets and FLSA status are typically maintained during the
temporary internship and their pay is administered as if there was no change to
their grade. Internships are designed to be a minimum of 6 months in length and
last no more than one year.
VI. ESTABLISHMENT AND ADMINISTRATION OF SALARIES, ALLOWANCES,
AND ADJUSTMENTS
The Commission hereby authorizes the following salary guidelines:
A. New Hires: Though salaries shall normally be based on skill, knowledge and
experience and set between the minimum and midpoint of the salary range for
hires, under special conditions and with appropriate documentation, Human
Resources and Development Management may authorize a salary above midpoint
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10/02/13 - 7 -
of the salary range for appointee-sor hires possessing exceptional qualications
or
experience, or for internal/external equity reasons.
B. Pay and Benets for the Chief Executive Ofcer: Pay and performance
evaluation for the Chief Executive Ofcer shall be approved by the Commission
members in public session. The Commission members shall have discretion in
determining pay and/or the salary range for the Chief Executive Ofcer. The
Chief Executive Officer will also receive the same benets package other Eligible
Employees receive as provided in Sections VIII.B and VIII.C. The Port
Commission may also authorize different or additional benets for the Chief
Executive Ofcer.
C. Pay for Performance and Special Adjustment Administration: The Pay for Performance
program shall be administered under Port Policy HR21, Salary Administration. The pay
for performance amount shall be established by the budget process and administered
according to a plan approved by the Chief Executive Ofcer and implemented by Human
Resources and Development Management, subject to the following provisions:
1. Human Resources and Development staff shall collect and analyze salary
survey data. If survey ndings indicate the Port salary ranges or rates are
not in proper alignment with appropriate markets, Human Resources and
Development will, subject to approval by the Chief Executive Ofcer,
adjust ranges or recommend adjustments to rates to align them with the
appropriate market.
2. Eligible Employees whose salary ranges are established in Exhibit A shall
be eligible for pay for performance increases according to the Pay for
Performance program guidelines.
3. The Chief Executive Ofcer, or the Director of Human Resources and
Development under the supervision of the Chief Executive Ofcer, may
approve special salary adjustments for reasons deemed appropriate.
Special adjustments provide exibility in ensuring appropriate
compensation in unusual situations and circumstances that are not
otherwise addressed in Port salary administration policies and procedures.
D. Promotional Increases: Promotional increases may be awarded when an Employee's
salary grade and the accompanying pay range increase due to job re-evaluation or a
competitive hiring process. Promotional increases, if any, should take into account salary
and performance comparisons with other Employees in the same work group and the
extent to which the Employee is prepared to perform the higher-level duties. Promotional
increases will be based on the promotional guidelines included in the Pay for
Performance program that are in effect at the time the Employee is promoted.
Under special conditions and with appropriate documentation, Human Resources and
Development management may authorize a promotional increase outside these guidelines
for Employees possessing exceptional qualications or experience, or for
intemal/external equity reasons.
10/02/13 - s -
E. Six-month Increases: Employees are eligible for a performance-based increase following
sixmonths of satisfactory work performance in the same job with a higher salary grade
and range. Six-month increases will be made based on the sixmonth increase guidelines
included in the Pay for Performance program that are in effect at the time the Employee
completes six-months in their new job, or that were in effect at the time the Employee
started their new job, whichever is higher.
F. Completion of Probation Increases: Employees who have shown satisfactory work
performance during their probationary period (the rst six months of continuous
employment as a new hire or a rehire in an authorized, eligible position) are eligible for a
performance-based probationary increase. Probationary increases will be made based on
the probationary increase guidelines included in the Pay for Performance program that
are in effect at the time the Employee completes their probationary period or that were in
effect at the time the Employee started their probationary period, whichever is higher.
An Employee on an approved leave of absence in excess of two weeks during their rst
six months of employment will have their probationary period extended by the amount of
time in excess of two weeks.
G. Administering Salm Increases or Allowances for Positions Which Fall Outside the
Ranges: Employees whose salaries fall below the minimum of the salary range for their
job shall have their salary automatically increased to the new minimum of the salary
range. Employees whose salaries exceed the maximum of the range for their position
will have their salary adjusted to the maximum of the range in accordance with Port
Policy HR21 , Salary Administration Policy.
H. Temporm Assignments: In coordination with Human Resources and Development staff
and by mutual agreement with Employees, managers may request that staff temporarily
perform responsibilities that are at a higher level to help meet business needs. Such
assignments often provide intensive development of an Employee's skills and abilities.
In addition to the developmental opportunity afforded, Employees may be
awarded temporary pay increases if the Temporary Assignment will be at least 30 days in
duration. The amount of the increase will be determined by Human Resources and
Development staff to ensure consistency across the Port. If the temporary pay increase is
awarded, the increase will be processed after the Employee has been performing the
assignment for 30 days, and will be retroactive to the day the assignment began. A
Temporary Assignment request should be submitted only for Employees who are actually
performing the higher level work. These assignments are typically due to a vacancy,
extended absence of another Employee, or are project-related. The pay adjustments are
not intended for employees who are in a learning or training capacity.
Temporary Assignment pay increases may not take an Employee's pay to a level that
exceeds the maximum of their current range.
Temporary Assignments are generally expected to last no longer than six months
and approval from Human Resources and Development Management is required to
extend their duration beyond six months. Temporary Assignments are limited to a
maximum of 12 months of duration. Temporary Assignments are requested in writing
and must have Department Director authorization.
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10/02/13 - 9 -
I. Payment for Relocation Costs: Human Resources and Development Management shall
be responsible for payment for agreed upon relocation costs for new exempt Employees
who are required to relocate to accept Port employment as dened in Port policy HR-24.
Interns: High School, College and Graduate interns are hired to learn and perform a
specic set of responsibilities for a specied period of time. As such, interns are not
eligible for pay for performance or other types of pay increases during their internship.
VII. ADMINISTRATION OF PAY PRACTICES
Conversion of Salary Rates: To convert hourly salaries to annual salaries, multiply the
hourly rate by 1950 hours (for a 75 hour pay period) or 2080 hours (for an 80 hour pay
period).
. Authorized Flextime and Alternative Work Arrangements for Full-Time Employees:
Normal full-time work schedules are made up of either 75 or 80-hour bi-weekly pay
periods and follow the normal Port work'schedule of 8:00 am. to 4:30 pm. Flextime and
Alternative Work Arrangements may be authorized in accordance with Port Policy HR-
15, Flextime and Alternative Work Arrangements Policy. Paid time off, extended
illness, bereavement leave, holiday pay, etc., will be determined by the Employee's
schedule for that specic day.
Other Compensation Considerations: The following terminology shall be used in this
section and Section VIII.B.5., Holidays. These denitions apply to overtime
determinations only and in no way alter the dened Port payroll week that begins at
12:01 am. Sunday and ends at midnight Saturday.
An Employee's work schedule shall consist of their normal daily and weekly work
schedule during a two-week pay period. A full-time Employee's work schedule is either
75 or 80-hours each bi-weekly pay period.
A full-time Employee's work week shall consist of the number of hours necessary for the
Employee to work during each week of the biweekly pay period so that their total hours
for the pay period equal either 75 or 80.
An Employee's work day shall consist of the number of hours necessary for the
Employee to work each day during a bi-weekly pay period so that their total hours for the
pay period equals 75 or 80. Full-time Employees typically work between 7.5 and 10
hours each day.
1. Overtime: Full-time and Part time Employees whose jobs are classied
as Non-exempt shall receive overtime compensation at the rate of one and
one-half times their straight-time hourly rate of pay for hours worked in
excess of their regularly scheduled work week (maximum of 40 hours)
within the Port payroll week (Sunday through Saturday). Overtime should
be pre-authorized by the Employee's supervisor or manager. Employees
who work unauthorized overtime may be subject to disciplinary action.
10/02/13 -10-
Port designated holiday hours will be counted as "hours worked" for
purposes of calculating overtime in the event the Employee does not work
on the holiday. Paid Time Off, Extended Illness or any other type of paid
leave will not be counted as "hours worked" for the purposes of
calculating overtime.
Employees will receive compensation at the overtime rate -- in addition to
holiday pay or another day off within the current pay period -- for all
hours worked, when required, on a holiday (as dened by Section
VIII.B.5., Holidays), regardless of the number of hours actually worked in
the holiday work week. Please see the following examples:
Example #1 Holiday (Monday) is on the Employee's regularly scheduled work
day, they take the day off and then work an extra day later in the week.
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IIIIIIIIiiillilIIEEEHEEIIIllliihlIiiil
Example #2 Holiday (Monday) is on the Employee's regularly
scheduled work day, they work on the holiday and take another day
off during the week;
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Example #3 Holiday (Monday) is on the Employee's regularly
scheduled work day, they work on the holiday and do not take
another day off during the week.
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Regular Overtime Regular Regular Regular
+
Holida
In no case shall overtime cempensation be duplicated. Overtime pay will
be based on the rate the Employee would have received, including any
shift differential, if the need for overtime had not become evident. This
will apply to time worked either before or after a regularly scheduled shift.
2. Shift Differential: All non-exempt Employees shall receive a shift
differential of 7.5% over their regular salary when required to work Swing
Shift and 10% over their regular salary when required to work Graveyard
Shift.
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10/02/13 -11-
Swing Shift shall be a regularly scheduled work shift which ends after
10:30 pm. and no later than2:00 a.m.; Graveyard Shift shall be a regularly
scheduled work shift which starts before 2:00 am. and ends later than
2:00 am.
If management has approved attendance at a meeting or training session
conducted during the day shift that is compensable to the Employee, the
Employee's shift differential will be paid for the time they spend at the
meeting or training session.
Non-exempt Employees shall receive Shift Differential pay when using
PTO, E1 or Shared Leave, and/or Holiday pay in lieu of time worked,
excluding PTO used as service time after an Employee's last day at work.
Cashed out PTO, E1, or Holiday pay in addition to time worked (when no
holiday day off is taken) are paid at the Employee's base rate.
Overtime pay will be based on the rate the Employee would have
received, including any shift differential, if the need for overtime had not
become evident. This will apply to time worked either before or after a
regularly scheduled shift.
3. ICT Stand-by Pay: Some Employees in the Information and
Communication Technology (ICT) Department are required to be
available by pager or phone or available to come to work during the
evening, on a weekend, or on a holiday to solve a problem. Non-exempt
ICT Employees will be compensated at a rate of $2.50 per hour for all
required stand-by time. In addition, they will be compensated at their
regular overtime rate for time worked solving problems Via telephone or
remote connection (in quarter-hour increments) or for time worked in
person at a Port location (with a two hour minimum).
4. Daylight Savings Time: Those employees working the Graveyard shift
when Daylight Savings Time begins (Spring) work one hour less because
the clocks are set ahead one hour at 2:00 am. This hour can be accounted
for by having the employee use an hour of PTO or LWOP to account for
the hour not worked, or the employee's manager approving a schedule
adjustment during the time change week so that the employee works the
hour missed with the clock change. Those employees working the
Graveyard shift when Daylight Savings Time ends (Fall) work an extra
hour because the clocks are set back one hour at 2:00 am. This additional
hour can be accounted for by paying employees working the additional
hour when the clocks change overtime for the additional hour worked, or
the employee's manager can approve an adjustment to the employees
schedule during the time change week so that the employees works their
scheduled hours.
D. Payroll: Employees shall be paid on Friday on a bi-weekly basis. Employees are
required to complete a Direct Deposit Authorization Form upon hire and to keep such
information current so that electronic paycheck deposits can be made automatically to the
10/02/13 - 12 -
Employee's designated nancial institution. The Port shall have the right and obligation
per RCW 49.48.200 to recover any amounts paid in error.
VIII. ADMINISTRATION OF BENEFIT PROGRAM
A. Authorization to Amend Benet Program: The Chief Executive Ofcer is authorized to
amend benets as necessary to comply with any changes in statutory requirements.
B. Basic Benets Provided for Non-represented Employees (except as noted) beginning on
date of employment:
1. Social Security (FICA) Insurance: All Non-represented Employees are
covered by law under the Federal Insurance Contribution Act (FICA).
Employee and employer contributions and the wage base shall be the
amounts designated by law. The Police and Fire Department non-
evaluated, non-represented management staff is covered under the Police
and Fire Department FICA alternative plans.
Industrial Insurance or Other Duty Disability Benefits: All Port
Employees except Law Enforcement Ofcers' and Fire Fighters' (LEOFF)
Plan One Fireghters are covered by the Port under its self-insured
industrial insurance plan, which provides the same coverage as the State
Workers' Compensation Act. Certain other supplemental coverage for
duty disability conditions only may be provided to protect the Port from
contingent liability (i.e., Longshore and Harbor Workers' Act); to meet
requirements of law; and/or to maintain competitive protection levels for
certain Employees or classication of Employees. For example, use of
accrued extended illness leave as a supplement to Workers' Compensation
is provided as established in Port Policy HR-S, Leave Procedure.
Unemployment Compensation: All Port Employees residing in
Washington State are covered for unemployment compensation benets
under the Washington State Employment Security Act. Unemployment
compensation coverage shall be provided for Employees residing in other
states to the extent that coverage is available and that Port Employees are
eligible.
Military Leave: With appropriate military orders, Employees called for
annual active duty training periods in the military (including weekend
reserve drills for Employees who normally work weekends) shall be
allowed up to twenty-one (21) working days per Federal scal year
(October through September) of military leave as provided in and limited
"
by RCW 38.40.060.
Employees on swing or graveyard shifts shall receive Paid Administrative
Leave (in lieu of working) for their shift immediately preceding the start
of military leave. If the Employee's next scheduled Port of Seattle work
shift starts less than 12 hours after the end of military leave, the Employee
shall receive Paid Administrative Leave (in lieu of working) for the
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10/02/13 -13-
number of hours required to provide the Employee with a 12-hour
break. For example, if military leave ends at 4:00 pm. and the
Employee's work shift begins at 10:00 pm, the Employee may receive
Paid Administrative Leave in lieu of working from 10:00 pm. to 4:00 am.
Compensation during the period of such a leave shall not exceed that
which would be required to cover the number of hours regularly
scheduled. For absences that exceed twentyone (21) working days,
Employees may use Paid Time Off (PTO) in accordance with the
provisions of the addendum to Port Policy, HR-S, Leave. Time off
without pay shall be allowed at the Employee's request.
The Commission may authorize additional temporary military leave
benets in response to mobilization call-ups of military personnel (e.g.,
providing additional pay to make up the difference between the
Employee's military base pay and their normal compensation from the
Port).
Faith and Conscience Days: The Port will provide up to two unpaid Faith
and Conscience Days (FCD) per calendar year to all Port employees in
compliance with state law. This law permits employees to take time off
for a reason of faith or conscience or an organized activity conducted
under the auspices of a religious denomination, church, or religious
organization. Employees may use FCD as unpaid leave even if they have
PTO available.
Holidays: (This section is effective from January 1, 2015 through
December 31, 2015.) These ten holidays shall be observed according to
the conditions outlined herein. Holiday hours will be paid at the
Employee's current hourly rate of pay including any shift differential.
When Non-Exempt Employees are required to work on a holiday,
overtime pay (in addition to holiday pay or another day off within the pay
period) shall apply within the limits and conditions of this section and
those listed in Section VII.C.1., Overtime.
Normal Date of Observance for
Monda Thr0u_h Frida Schedule U.S. Staff Holida s
Thursday,
Monday,
Monday, w...
Monday,
Friday,
Monday, September 7 Labor Day
10/02/13 -14-
Normal Date of Observance for
Monda Thr0u_h Frida Schedule U.S. Staff Holida s
Thursday, November 26 Thanksgiving Day
Friday, November 27 Native American Heritage Day
Thursday, December 24 Port Designated Floater
Friday,
Ineligible Employees: Unless hired and actively working at least
30 calendar days prior to a holiday, Ineligible Employees (which
includes, but is not limited to, High School, College and Graduate
Interns as well as Emergency Hire and OnCall Employees) are not
eligible for pay on holidays not worked. Compensation will be on
a pro-rata basis as dened in Section VIII.B.5.b (4) and up to a
full-time schedule.
Ineligible Employees shall, if required to work on a holiday, be
paid at the overtime rate of pay in addition to holiday pay, if
applicable.
Eligible Employees: Holidays for Eligible Employees shall be
handled as follows:
( 1) Employees on a Monday through Friday Work
Schedule: When a holiday falls on a Sunday, the following
Monday will be considered the holiday. When a holiday
falls on Saturday, the preceding Friday will be considered
the holiday.
(2) Employees Working in a Seven Day Operation: When
the actual holiday falls on a Saturday or Sunday, the actual
holiday will be considered "the ofcial holiday" for those
Employees scheduled to work that day, not the designated
holiday date on the preceding Friday or following Monday.
(3) Full-Time Employees: If the holiday cannot be scheduled
as a day off, any other day within the pay period may be
scheduled as a day off. Voluntary Paid Time Off day may
not be taken until the holiday has been taken. The holiday
hours paid shall be based on the Employee's normal work
schedule and will not exceed one regular work day.
Non-Exempt Employees shall receive overtime
compensation for the number of hours they are required to
work in addition to holiday pay at their regular rate of pay.
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10/02/13 -15-
Days off in lieu of holidays shall not be carried over into
other pay periods.
If the holiday falls on a Non-Exempt Employee's day off
and another day off within the holiday pay period cannot be
scheduledgthe employee will receive a straight-time pay
cash-out of the holiday based on the Employee's normal
schedule.
If a day off within the holiday pay period cannot be
scheduled, Exempt Employees will receive straight-time
pay up to their full-time schedule and may take an "in lieu
of holiday" day off within three months of the holiday that
was worked.
(4) Part-Time Employees: Part-Time Employees may receive
compensation for the holidays on a pro rata basis of a full-
time schedule; i.e., a 22.5 -hour Employee may receive pay
for 60% of the holiday hours provided, or 4.5 hours per
holiday. When the number of hours worked varies each
week, an average based on the most recent four-week
period or a proportionate number of hours based on a
predetermined schedule is used to determine the holiday
paY-
Part-Time Employees, either exempt or non-exempt, who
receive paid holiday hours on a pro-rata basis, may take off
one of their regularly scheduled work days and either make
up the hours shortfall through PTO or work a partial day.
The number of hours worked by a part-time exempt
Employee when added to any pro-rated holiday hours may
not exceed the number of regularly scheduled hours for a
regular pay period.
If the holiday cannot be scheduled as a day off, any other
day within the pay period may be scheduled as a day off.
Voluntary Paid Time Off day may not be taken until the
holiday has been taken. The holiday hours paid shall be
based on the Employee's normal work schedule and will
not exceed one regular work day.
Days off in lieu of holidays shall not be carried over into
other pay periods.
If the holiday falls on a non-exempt Employee's day off
and another day off within the holiday pay period cannot be
scheduled, the Employee will receive a straight-time pay
10/02/13 -16-
cash-out of the holiday based on the Employee's normal
schedule.
If a day off within the holiday pay period cannot be
scheduled, Exempt Employees will receive straight-time
pay up to their full-time schedule and may take an
"awarded time" day off within three months of the holiday
that was worked.
(5) Terminating Employees: A terminating Employee whose
normal last day on the payroll is a Port-designated holiday,
shall receive the holiday pay if the Employee worked a full
shift or used an equivalent amount of PTO the work day
prior to and after the holiday.
(6) Employees on Approved Leaves: Employees on unpaid
leave of absence or on disability leave which constitutes
inactive status such as but not limited to long-term
disability leave and duty-disability leave (workers'
compensation), are not eligible for holiday pay. However,
to the extent that extended illness or paid time off
supplements are being paid during the holiday week and for
a day or more immediately preceding or following the
holiday, pro rata holiday pay does apply.
Eligible and DRS-retired Employees authorized to return to
work from an approved leave without pay on the next
scheduled Work shift after a holiday(s) shall receive pay for
the holiday(s) within limits stated in this Resolution.
Eligible and DRS-retired Employees who begin an
authorized leave without pay on the next scheduled work
shift after a holiday(s) shall receive pay for the holiday(s)
within limits stated in this Resolution.
C. Benets Provided Eligible and DRS-retired Employees:
1. Retirement: Employees (other than DRS-retired Employees receiving a
pension from any State of Washington DRS pension plan) will become
members of the Washington Public Employees' Retirement System
(PERS) from date of employment if they are hired in an eligible position
and are eligible for membership as dened in RCW 41.40. Fire ghter
and Police management personnel, if eligible under RCW 41.26, become
members of the Washington Law Enforcement Ofcers' and Fire Fighters'
Retirement System (LEOFF). Service credit and pension eligibility are
determined by the regulations governing the PERS plan elected by the
employee.
m
10/02/13 -17-
Eligible Employees hired in otherwise eligible positions under
RCW 41.40, who are excluded from membership in PERS because of non-
citizen, nonresident status, may be provided from date of employment
with an individual pension or annuity arrangement which will provide
benets similar to those provided under PERS, Plan Two. The Port
Auditor is authorized to execute any and all documents and to take any
and all action necessary to implement such an arrangement.
Compensated Leave: See Port Policy HR-S, Leave Procedure and the
addendum to Port Policy HRS, Leave for provisions covering all forms of
paid and unpaid leave.
a. Civic Duty Leave:
(1) Jury Duty: An Eligible or DRS-retired Employee who
serves on jury duty shall receive full regular compensation
less any compensation (excluding mileage and meals paid
by the court) received for such service during the period of
leave.
(2) Subpoenaed Witness Leave: When an Eligible or DRS-
retired Employee is subpoenaed as a witness under
circumstances which are determined by Human Resources
and Development Management to be related to or involve
the Port, the same pay conditions listed for jury duty shall
apply.
b. Extended Illness 1EI) Leave: Eligible and DRS-retired Employees
shall receive Extended Illness leave accruals as follows:
Eligible and DRS-retired Employees shall accrue EI leave at the
rate of 0.02308 hour per straight-time hour paid. The accruals
shall commence from the date of employment and shall not exceed
the equivalent of 6 work days per year. EI leave shall be used only
as permitted by the HR-5 Leave Procedure and HR-5 Leave
Addendum.
Exempt Employees who work less than their regularly scheduled
hours in a pay period shall use EI for situations that are consistent
with the provisions of this section
Upon termination or retirement immediately following ve
complete years of active employment in a continuous period of
employment with the Port of Seattle, qualied Employees shall be
compensated for 50% of their unused EI leave at the rate of pay at
termination.
In the case of an Employee's death, a lump sum payment
equivalent to 50% of unused EI leave at the rate of pay at the time
10/02/13 -18-
of the Employee's death shall be paid to the Employee's heir or
estate, as appropriate, provided the Employee had completed ve
complete years of active employment in a continuous period of
employment with the Port of Seattle.
Bereavement Leave: Bereavement Leave shall only be used as
permitted by Port Policy HR-S, Leave Procedure. Such leave shall
not result in compensation for more than the number of hours in
any normal workweek.
Paid Time Off (PTO 1:
(1) Scheduling of PTO: At any time after the successful
completion of the six-month probationary period, Eligible
and DRS-retired Employees may request and use PTO in
accordance with Port Policy, HRS Leave Procedure and
the addendum to Port Policy, HR-S Leave.
Exempt Employees who work less than their regularly
scheduled hours in a pay period shall use PTO for
situations that are consistent with the provisions of this
section.
(2) Limits on Accumulating PTO:
(a) Employees Hired Before 12/20/98: PTO
accumulation is limited to 480 hours.
Balances over the limit will be cashed out quarterly
at the employee's base rate as indicated in the Port's
payroll system at the time of cashout.
(b) Employees Hired On or After 12/20/98: PTO
accumulation shall be limited to 480 hours.
Accruals will cease when the limit is reached and
will resume only when the balance is below 480
hours.
(3) Rates of Accrual: Eligible and DRS-retired Employees
shall receive PTO accrualsbased upon a pro rata share of a
full-time work schedule. PTO is earned as follows:
(a) 19.6 Days PTO: Based on the rst day of
employment from the rst full month to and
including the thirty-sixth full month of continuous
employment, Eligible and DRS-retired Employees
shall accrue PTO at the rate of .07538 hours per
straight-time hour paid (.07538 x 1950 annual hours
= 147.0 hours; .07538
x 2080 annual hours = 156.8
hours).
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10/02/13 -19-
(b) 24.6 Days PTO: From the thirty-seventh full month
to and including the eighty-fourth full month of
continuous employment, Eligible and DRSretired
Employees shall accrue PTO at the rate of .09462
hours per straight-time hour paid (.09462 x 1950
annual hours = 184.5 hours; .09462 x 2080 annual
hours = 196.8 hours).
(c) 27.1 Days PTO: From the eighty-fth full month to
and including the one-hundred thirtysecond full
month of continuous employment, Eligible and
DRS-retired Employees shall accrue PTO at the rate
of .10423 hours per straight-time hour paid (.10423
= 203.3 hours; .10423
x 1950 annual hours x 2080
annual hours = 216.8 hours).
((1) 29.6 Days PTO: After completion of eleven years
of continuous employment starting with the one
hundred thirtyathird month, Eligible and DRS-
retired Employees shall accrue PTO at the rate of
.11385 hours straight-time hour paid (.11385 X
1950 annual hours = 222.0 hours; .11385 X 2080
annual hours = 236.8 hours).
(4) Cash Out Option: Employees may cash out PTO time
under procedures detailed in Port Policy HR-5.
(5) Payment for Accrued PTO at Termination: Upon
termination, Eligible and DRS-retired Employees shall
receive compensation at 100% value in lieu of unused
accrued PTO. Paid time off may be cashed out, used as
service time after the last day worked, or taken in a
combination of cash and service time at the current base
rate of pay. A Probationary Employee who terminates
active employment before satisfactorily completing the
probationary period is ineligible to receive compensation
for accrued PTO.
(6) Payment for Accrued PTO upon Death: In the case of an
Employee's death, a lump sum payment for payable
amounts of unused PTO shall be paid to the Employee's
heir or estate, as appropriate, provided the Employee had
satised the probationary period immediately preceding
death.
Awarded Time: The awarding of time to Exempt Employees is at
management's discretion within the guidelines provided in Port
Policy HRS, Leave Procedure. Awarded time is not convertible to
10/02/13 -20-
cash and is not awarded on an hour-for-hour basis. Awarded Time
may not be taken after the last day actually worked.
f. Shared Leave: On a voluntary basis and in accordance with
procedures outlined in Port Policy HRS, Leave Procedure,
Employees may donate accrued PTO and EI hours to benet other
Employees who are suffering from an extraordinary or severe
illness, injury, impairment, or physical or mental condition which
has caused, or is likely to cause, the Employee to take leave
without pay or terminate his or her employment. Donated leave is
not "earned" by the recipient and therefore does not earn the
Employee service credits for pension calculations. Employees must
exhaust all accrued leave before shared leave can be used.
g. The Famin Care Act (FCA) of 2002: The FCA gives Employees
in the State of Washington the right to use Extended Illness or Paid
Time Off to care for an ill child or a seriously ill family member.
FCA Leave cannot be used on an unpaid basis. Procedures are
outlined in the addendum to the Port Policy HR-S, Leave.
Family and Medical Leave Act (FMLA) of 1993: The FMLA gives
eligible Employees the right to take paid or unpaid leave for a period of up
to 12 workweeks in any 12 months for certain family and medical reasons.
Additional information about eligibility requirements and leave
procedures are outlined in the addendum to Port Policy, HR-5, Leaves.
Insurance Benefits for Employees: Coverages listed in this section are
available to Eligible and DRS-retired Employees as dened in Section 1.
Employees may be required to pay all or a portion of the insurance
premiums by payroll deduction. Employees are responsible for notifying
the Port by an approved enrollment method of their coverage elections and
eligible dependents. Any extra costs associated with a lack of notication
shall be the Employee's responsibility.
The Port retains the right to modify or terminate insurance benets and/or
to modify the cost charged to Employees or dependents for such coverage.
a. Medical Insurance for Employees: On the rst of the month
following date of hire or concurrent with date of hire if
employment begins on the rst of a month, Eligible and DRS-
retired Employees shall be eligible for medical coverage in such
amounts and in such manner as the Port has established with
organizations selected to provide or administer such benets.
There shall be a choice of at least two medical insurance plans
from which Employees who so elect must choose via approved
methods if they desire coverage.
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10/02/13 -21...
Medical Insurance for Dependents of Employees: On the rst of
the month following date of hire or concurrent with date of hire if
employment begins on the rst of a month, dependents of Eligible
and DRS-retired Employees shall be eligible to have medical
coverage in such amounts and in such manner as the Port has
established with organizations selected to provide or administer
such benets.
The eligibility and other conditions of coverage are established
between the Port and the organizations selected to provide such
benets. Coverage for dependents, if elected, shall be provided by
the same medical insurance plan which the Employee has chosen.
Employee premium costs shall be by payroll deduction. If an
employee does not elect a plan, the dependents shall have no
coverage.
In no case shall the Port be responsible for more than two regular
adult premiums (Employee and spouse or domestic partner) for an
Employee's family unit.
Life Insurance for Employees and Dependents: On the rst of the
month following date of hire or concurrent with date of hire if
employment begins on the rst of a month, Eligible and DRS-
retired Employees and their eligible dependents shall be eligible to
receive and/or elect life insurance and accidental death and
dismemberrnent insurance benets in such amounts and in such
manner as are provided in contracts with organizations selected by
the Port to provide such benets.
Long-Term Disability Insurance for Employees: On the rst of the
month following date of hire or concurrent with date of hire if
employment begins on the rst of a month, Eligible and DRS-
retired Employees shall be covered for long-term disability
insurance in such amounts and in such manner as the Port has
established with organizations providing or administering such
benets.
Dental Insurance for Employees: On the rst of the month
following date of hire or concurrent with date of hire if
employment begins on the rst of a month, Eligible and DRS-
retired Employees shall be eligible to have dental coverage in such
amounts and in such manner as the Port has established with
organizations providing or administering such benets. The
eligibility and other conditions of coverage are established with the
organization selected by the Port to provide such benets.
Dental Insurance for Dependents of Employees: On the rst of the
month following date of hire or concurrent with date of hire if
employment begins on the rst of a month, dependents of Eligible
10/02/13 -22-
and DRS-retired Employees shall be eligible to have dental
coverage in such amounts and in such manner as the Port has
established with organizations selected to provide or administer
such benets.
The eligibility and other conditions of coverage are established
between the Port and the organizations selected to provide such
benets. Coverage for dependents, if elected, shall be provided by
the same dental insurance plan which the Employee has chosen.
Insurance Benets for Port Commissioners: Coverages listed in this
section are available to Port Commissioners.
Commissioners may be required to pay all or a portion of the insurance
premiums by payroll deduction. Commissioners are responsible for
notifying the Port by an approved enrollment method of their coverage
elections and eligible dependents. Any extra costs associated with a lack
of notication shall be the Commissioner's responsibility.
The Port retains the right to modify or terminate insurance benets and/or
to modify the cost charged to Commissioners or dependents for such
coverage.
a. Medical Insurance for Commissioners: Port Commissioners who
so elect shall receive these benets on the rst of the month
following one calendar month as a Port Commissioner.
They shall be eligible for medical coverage in such amounts and in
such manner as the Port has established with organizations selected
to provide or administer such benets. There shall be a choice of
at least two medical/health insurance plans from which
Commissoners who so elect must choose via approved methods if
they desire coverage.
Medical Insurance for Dependents of Commissioners: Port
Commissioners who so elect shall receive these benets for their
dependents on the rst of the month following one calendar month
as a Port Commissioner. Dependents of Commissioners shall have
medical coverage in such amounts and in such manner as the Port
has established with organizations selected to provide or
administer such benets.
The eligibility and other conditions of coverage are established
between the Port and the organizations selected to provide such
benets. Coverage for dependents shall be provided by the same
medical insurance plan which the Commissioner has chosen.
10/02/13 -23-
In no case shall the Port be responsible for more than two regular
adult premiums (Commissoner and spouse or domestic partner) for
a Commissoner's family unit.
Medical Insurance Premium Reimbursement for Port
Commissioners: In lieu of Port coverage, Port Commissioners
may elect reimbursement by the Port for medical insurance
premiums for themselves and for eligible dependents after one full
calendar month as _a Commissioner. Reimbursement may not
exceed the maximum premium for the most costly plan provided
by the Port for Employees with similar family member coverage.
Life Insurance for Commissioners: Port Commissioners who so
elect shall have coverage under a $50,000 life insurance policy
and/or $100,000 business travel accident insurance policy on a
self-paid basis on the rst of the month following one calendar
month as a Port Commissioner.
Commissioners who elect shall receive life insurance benets in
such amounts and in such manner as are provided in contracts with
organizations selected by the Port to provide such benets.
For purposes of optional, self-paid life insurance benets, Port
Commissioners are included in the denition of Eligible
Employee. For purposes of optional, self-paid business travel
accident insurance, Port Commissioners are included in the
denition of Eligible Employee.
Dental Insurance for Commissioners: Port Commissioners who so
elect shall receive these benets after one calendar month as a Port
Commissioner. Dental coverage will be provided in such amounts
and in such manner as the Port has established with organizations
providing or administering such benets. The eligibility and other
conditions of coverage are established with the organization
selected by the Port to provide such benets.
Dental Insurance for Dependents of Commissioners: Port
Commissioners who so elect shall receive these benets for their
dependents on the rst of the month following one calendar month
as a Port Commissioner. Dependents of Commissioners shall have
dental coverage in such amounts and in such manner as the Port
has established with organizations selected to provide or
administer such benets.
The eligibility and other conditions of coverage are established
between the Port and the organizations selected to provide such
benets. Coverage for dependents shall be provided by the same
dental insurance plan which the Commissioner has chosen.
10/02/13 -24-
g. Dental Insurance Premium Reimbursement for Port
Commissioners: In lieu of Port provided coverages, Port
Commissioners may elect reimbursement by the Port for their
dental insurance premiums and for the premiums of their eligible
dependents after one full calendar month as a Commissioner.
Reimbursement may not exceed the maximum premium for the
most costly plan provided by the Port for Employees with similar
family member coverage.
IX. ADMINISTRATION OF SPECIAL PROGRAMS
The Chief Executive Ofcer is authorized to establish and implement Voluntary
Separation, Furlough, or other similar programs deemed necessary to benet the nancial
health of the Port and amend benets provided for in the Salary and Benet Resolution
as necessary to execute the provisions of these programs. The Commission shall be
notied of any amendments to benets prior to implementation of any special program
not currently provided for in the Salary and Benet Resolution.
X. ADMINISTRATION OF RETIREE MEDICAL AND RETIREE LIFE BENEFIT
PROGRAMS
A. Authorization to Amend Retiree Medical and Retiree Life Benet Programs: The Port is
authorized to amend the benets in this section as necessary to comply with any changes
in statutory regulations, to require retirees to contribute all or a portion of the premium,
and to amend or terminate governing contracts at any time for any reason.
B. Eligibilig Requirements for Retiree Medical Benets: A retiree is eligible for retiree
medical benets subject to insurance contract provisions and upon payment of 100% of
the associated premiums if the following requirements are satised:
1. Has at least ve (5) consecutive years of credited service in a non-represented
position with the Port of Seattle immediately preceding retirement and is eligible to
begin receiving a pension, based in part upon Port of Seattle employment, within one
month following departure from the Port.
2. Completes and submits an enrollment form, if any, for the desired retiree benet plan
within 31 days of his/her retirement date.
3. Retirees who are 65 years of age or more must have coverage under Medicare Parts A
and B to be eligible for enrollment in a retiree medical plan.
C. Eligibility Requirements for Commissioners for Retiree Medical Benets: A Port of
Seattle Commissioner is eligible for retiree medical benets subject to insurance contract
provisions and upon payment of 100% of the associated premiums if the Commissioner
has at least ve (5) consecutive years of service with the Port of Seattle immediately
preceding termination of Port employment, and employment history equivalent to that
which would be necessary to retire under one of the State of Washington PERS plans
within one month following departure from the Commission. The Commissioner must
also satisfy the eligibility requirements in Sections X.B.2 and X.B.3.
10/02/13 - 25
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D. Eligibili Requirements for Dependents for Retiree Medical Benets: Dependents of
retirees and Commissioners are eligible for enrollment in a retiree medical plan, subject
to insurance contract provisions, if the retiree and dependent(s) enroll on a timely basis.
Spouse and domestic partners are eligible to continue coverage should they be pre-
deceased by the retiree.
E. Eligibilig Requirements for Retiree Life Insurance: A retiree or commissioner is eligible
for enrollment in the retiree life insurance plan if the eligibility requirements listed in
Section X.C are satised.
XI. EFFECTIVE DATE
THIS RESOLUTION shall be effective January 1, 2015 through December 31, 2015. The
Chief Executive Ofcer is authorized to take necessary action to make all terms, provisions,
and conditions contained herein effective as of January 1, 2015. Notwithstanding the
foregoing, the Port reserves the right to amend or terminate any Employee welfare benet
plan and/or salary practice.
The intent of this resolution is to administer pay and benets in accordance with State and
Federal law. Should any part of this resolution require a change to pay or benet
administration practices by reason of any existing or subsequently enacted legislation such
change(s) will be incorporated without the need to amend this Resolution.
BE IT FURTHER RESOLVED that all prior resolutions dealing with these subject
matters, including but not limited to Resolution No. 3686, are hereby repealed.
ADOPTED by the Port Commission of the Port of Seattle thisg "'day of
NOVEMBEK 20, and duly authenticated in open session by the signatures of the
,
Commissioners voting in favor thereof and the seal of the Commission.
BILLBRYANT
COURTNEY GREGOIRE
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'JOHN cnsxeuron-
STEPHANIE BOWMAN
Port Commission
10/02/13 - 26 -
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