COLLECTIVE BARGAINING AGREEMENT 

BY AND BETWEEN 

THE PORT OF SEATTLE 

AND 

INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS 
LOCAL UNION #46 

REPRESENTING ELECTRICIANS 
JUNE 1, 2017  MAY 31, 2019

TABLE OF CONTENTS 
LOCAL 46 ELECTRICIANS 
ELECTRICAL MAINTENANCE AGREEMENT 
ARTICLE                                               PAGE 
Article 1: Purpose ----------------------------------------------------------------------------- 3 
Article 2: Non-Discrimination --------------------------------------------------------------- 3 
Article 3: Union Recognition and Membership ------------------------------------------- 3 
Article 4: Management Rights --------------------------------------------------------------- 5 
Article 5: Classifications and Rates of Pay ------------------------------------------------ 5 
Article 6: Hours of Work --------------------------------------------------------------------- 7 
Article 7: Overtime ---------------------------------------------------------------------------- 9 
Article 8: Holidays ---------------------------------------------------------------------------- 11 
Article 9: Paid Time Off (PTO), Extended Illness (EI) and Sick Leave --------------- 12 
Article 10: Leaves of Absence --------------------------------------------------------------- 15 
Article 11: Benefits ---------------------------------------------------------------------------- 18 
Article 12: Medical, Dental and Life Plan ------------------------------------------------- 19 
Article 13: Seniority - Shift Selection ------------------------------------------------------ 20 
Article 14: Miscellaneous -------------------------------------------------------------------- 22 
Article 15: Grievance Procedure ------------------------------------------------------------ 25 
Article 16: Work Stoppages and Employer Protection ----------------------------------- 26 
Article 17: Savings Clause ------------------------------------------------------------------- 26 
Article 18: Duration --------------------------------------------------------------------------- 26 
Article 19: Apprenticeship ------------------------------------------------------------------- 26 
Article 20: Footwear -------------------------------------------------------------------------- 27 
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PORT OF SEATTLE ELECTRICAL MAINTENANCE AGREEMENT 
BETWEEN THE 
PORT OF SEATTLE 
AND 
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS 
LOCAL UNION NO. 46 
Effective June 1, 2017 through May 31, 2019 
These articles constitute a maintenance agreement, the terms of which have been negotiated in good
faith between the Port of Seattle and the International Brotherhood of Electrical Workers (IBEW)
Local 46. This agreement shall be subject to approval by the Commissioners of the Port of Seattle. 
The Port of Seattle maintenance divisions covered by this agreement provide maintenance, additions,
alterations, repair, renovation on Port owned facilities.  The Port of Seattle as owner and operator of
Seattle-Tacoma International Airport, and numerous Seaport properties in the geographic area between
the Duwamish waterway to Shilshole Bay Marina, is responsible for continuous safe operation of a
great  variety  of  facilities  with  numerous  complex  electrical  systems  seldom  encountered  in  a
construction environment, which are essential to commerce, health and safety of people who travel
through and reside in King County Washington.  This agreement reflects the mutual intent of the
parties  to  facilitate  the  performance  of  maintenance  electrical  work  in  a  critical  operations
environment, which contributes to this effort. 
Employees working under this agreement perform electrical maintenance work, as traditionally
performed by Port maintenance electricians on Port owned premises, including additions, alterations,
repair and renovation as directed or assigned to Port maintenance electricians by the Port.
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 will not tolerate discrimination against any persons on the grounds of age,
race, color, national origin/ancestry, ethnicity, religion, disability, Family Medical Leave Act, (FMLA)
use, pregnancy, sex/gender, sexual orientation, whistleblower status, military affiliation, marital status,
worker's compensation use, transgender status, political beliefs, or any other protected status as 
guaranteed by local, state, and federal laws. 

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.

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3.2     Dues and Fees 
3.2.1   All present employees who are members of the IBEW Local 46 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 IBEW
Local 46 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
IBEW Local 46 within thirty (30) days following the beginning of their employment and shall
remain members during the life of this Agreement as a condition 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.
(c) That the employee is in compliance with exceptions to membership under RCW
41.56. 
3.2.2   The Port shall discharge or otherwise cause the termination of employment of noncomplying
employees upon receipt of written request to the Port's Director of Labor Relations
from the IBEW Local 46. Prior to sending a written request for termination to the Port, the
IBEW Local 46 shall notify the affected employee of its intention to request termination. Such
termination of employment shall be made following the Port's due process procedures but in
no case greater than ten (10) working days after 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 of Seattle 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 of Seattle in its discretion
to secure its regular or steady 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. 

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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 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.  Limited
duration employees may be terminated without just cause and without recourse to the
grievance procedure regarding termination. 
Due to the unique nature of the operations of the Port of Seattle, the demands for skilled
electricians 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 IBEW being maintaining job security and the interest of the Port of Seattle being
the ability to adapt to the ever-changing maintenance requirements of the complex systems
maintained by the Port of Seattle 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 of Seattle to subcontract, if the need
arises, work traditionally performed by employees covered by this agreement. Although, if the
Port subcontracts, then the employees working under this agreement shall not be laid off,
transferred, or suffer loss of regular work hours due to subcontracting as allowed in this
Agreement. 
ARTICLE 5: CLASSIFICATIONS AND RATES OF PAY 
5.1     Classifications  Electrical work under this Agreement shall be performed by the following
classifications: Journeyman Wireman, Apprentice, Foreman and General Foreman. 
5.2     Base Rates of Pay  The following day shift rates of pay shall apply: 
Effective Date                                              June 1, 2017 
Journeyman Wireman                                 $47.07 
Foreman (10% above Journeyman)                      $51.78 
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Temporary Assigned Foreman (10% above Journeyman)   $51.78 
General Foreman (20% above Journeyman)              $56.48 
Project Support Electrician (10% of Journeyman)          $51.78 
Apprentice                                       According to Puget Sound JATC 

The following premium pays shall be applied to classification base rates as listed above and as
they may change over the life of the agreement (exclusive of shift differential) for hours
worked in these capacities. 
Cable Splicer                        10% above Journeyman 
Welder                            5% above Journeyman 
CDL                        5% above Journeyman 
High Time                        5% above Journeyman 
5.3     Effective June 1, 2017, the day shift Journeyman rate shall increase by 3.7% equal to 100% of
the  February  to  February  CPI  change  in  the  previous  12-month  period  using  the
Seattle/Tacoma/Bremerton CPI-W Index. 
5.4     Effective June 1, 2018, the day shift Journeyman rate shall increase by 3.0%. 

5.5     Shift Pay 
5.11.1 Swing Shift  The pay rate for an employee assigned to swing shift will be his/her base
hourly rate of pay plus ten (10) percent. An employee who is regularly assigned to the swing
shift will have all compensable time paid at the swing rate of pay. 
5.11.2 Graveyard Shift  The rate for an employee assigned graveyard shift will  be his/her
base hourly rate of pay plus fifteen (15) percent. An employee who is regularly assigned to the
graveyard shift will have all compensable time paid at the graveyard rate of pay. 
5.6     Definitions 
Division  This Agreement applies to those two divisions of the Port of Seattle known as
Maritime Division and Aviation Division.
Foreman -  Whenever an employee is assigned the responsibility of the supervision of
employees or the coordination of subcontractors on a project or routine work assignment,
he/she will be paid at least the foreman's scale. Foreman shall perform duties with regards to:
supervision, assignments, track and report on performance, safety and compliance, and other
duties as assigned.
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General Foreman - Whenever an employee is assigned the responsibility of supervision of
multiple crews and/or multiple shifts, where other Foreman have been assigned to manage
crews, he/she will be paid at least the General Foreman scale. A General Forman has the
responsibility of supervision/coordination of multiple Foreman and/or multiple shifts. 
High Time   When working at heights over 75 feet on lift equipment or scaffolding,
Electricians shall receive a premium of 5% per hour. 
Journeyman Wireman  A journeyman wireman must possess a valid Washington State EL01
Electrician Certificate. 
Limited Duration Employee- A limited duration employee is an employee employed by the
Port of Seattle who has not worked in the bargaining unit at least 1,566 hours in a 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 PTO, EI, and other approved leave time after six
months of service. 
Seniority Employee- A seniority employee is an employee employed by the Port of Seattle
who has worked in the bargaining unit at least 1,566 hours in a 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. 
Project Support Electrician  A classification that may be established and discontinued at the
discretion of management, assigned to a seniority journeyman wireman or foreman, after
interview and acceptance by the Port, to provide a full scope of project support services to Port
engineering and project management staff.  The Port may limit the duration of assignment of
employees to this classification. Employees shall have the right of return to their bid position
without loss of seniority.  Escorting by bargaining unit employees shall not be considered
assigned to performing the duties of this classification. 
Notice to Union - Limited Duration New Employees  The Port will notify the Union within 
one (1) week when it hires any new employee. The notice will include the classification,
division hired, basis for the hire, and expected length of employment. 
ARTICLE 6: HOURS OF WORK
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,
with a thirty (30) minute meal period. Alternative schedules are permitted to be filled and
added under the conditions stated in 6.5, 6.6 and 6.7 below. No employee shall be required to
work both Saturday and Sunday. 
6.2     Standard Shift Hours 

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6.2.1   Day 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 day shift. 
6.2.2   Swing 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 swing shift. 
6.2.3   Graveyard Shift  An employee assigned to work on a shift beginning between the
hours of 9:00 P.M. and 1:00 A.M. will be considered to be on graveyard shift. 
6.3     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. 
6.4     Changes to Workweek Schedule  Changes to workweek schedule will require a minimum of
seven (7) days' notice. If the transition to the new workweek schedule provides less than two
consecutive days off, the employee shall be paid time and one-half for the first day of their new
workweek and double time for the second day of their new workweek. 
6.5     Optional Four-Ten (4x10) Work Schedule at the Maritime Division  In the Maritime 
Division the Port, with the agreement of the employee, may schedule workweeks, which
consist of four (4) consecutive work days of ten (10) consecutive hours each, exclusive of the
meal period and not to exceed forty (40) hours per workweek. An established four-ten (4x10)
work schedule will provide for three (3) days off which will be consecutive days, with at least
one (1) day being a Saturday or Sunday, except when transitioning between a 4x10 and 5x8
schedule. The employee may opt out of a four-ten (4x10) schedule with two (2) weeks notice
to the employer. 
Management at the Maritime Division may schedule five-eight (5x8) and four-ten (4x10) work
schedules with different shift start times on the same shift at its discretion 
6.6     Airport  At the Airport, at the request of the employee and agreement of management, the
Port may schedule a four-ten (4x10) workweek within the employee's previously bid five-eight
(5x8) workweek schedule.  This four-ten (4x10) schedule will consist of four (4) consecutive
work days of ten (10) consecutive hours each, exclusive of the meal period and not to exceed
forty (40) hours per workweek. An established four-ten (4x10) schedule will provide for three
(3) consecutive days off, with at least one (1) day being a Saturday or Sunday, except when
transitioning between a four-ten (4x10) and five-eight (5x8) schedule.  The employee may opt
out of a four-ten (4x10) schedule after six months of working the requested schedule with two
weeks' notice to the employer and thereafter return to their previously bid five-eight(5x8)
schedule. Employees working a regular shift that includes a weekend day will need to include
their regularly scheduled weekend day in their four-ten (4x10) schedule.  An employee may
request a four-ten (4x10) schedule that includes both weekend days under the same conditions.
Returning to a five-eight (5x8) bid schedule within less than six months may occur with mutual
agreement between management and the employee. Management reserves the right to return an
employee to the employees regular five-eight (5x8) bid shift as per 6.3 above. 

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Management at the Aviation Division may schedule five-eight (5x8) and four-ten (4x10) work
schedules with different shift start times within the limits of 6.2 above, on the same shift, at its
discretion. 
Establishment of any four-ten (4x10) schedule shall not impact the schedules of employees
who wish to stay on their five-eight (5x8) schedule that they previously bid. Employees who
wish to work a four-ten (4x10) schedule will submit their request through the chain of
command to management. Every effort will be made to respond to requests timely and, when
approved, facilitate timely and smooth transitions to the four-ten (4x10) shift. 
6.7     Alternative Workweek Schedule 
MARITIME DIVISION:   Alternative workweek schedules shall be five (5) consecutive
days of any of the following schedules: Tuesday through Saturday, Sunday through Thursday;
and at the Maritime Division during cruise ship season Wednesday through Sunday, on the
basis of eight (8) consecutive hours per day, with a thirty (30) minute meal period. 
AVIATION DIVISION:   Alternative workweek schedules shall be five (5) consecutive
days of either of the following schedules: Tuesday through Saturday, Sunday through
Thursday. 
The Port agrees that beginning 1/1/14 there shall be no more than six (6) maintenance
electricians on Saturday day shift, no more than six (6) on Saturday swing shift; no more than
six (6) on Saturday graveyard shift.   There shall be no more than six (6) maintenance
electricians on Sunday day shift, no more than six (6) on Sunday swing shift, and no more than
six (6) on Sunday graveyard shift. 

ARTICLE 7: OVERTIME 
7.1     Overtime - All work performed outside of the regularly scheduled working hours shall be
considered overtime. When employees on eight-hour work shifts 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. When employees on
a ten (10) hour shift are required to work more than one (1) hour of overtime, exclusive of any
unpaid meal period, the employee shall be allowed a paid thirty (30) minute meal period prior
to or during the overtime period.  Employees required to work continuous overtime beyond
their regular work shift shall be provided paid meal periods.  During work of a continuous
nature, successive meal breaks must occur every five (5) hours from the end of the preceding
meal period. Paid meal periods shall be scheduled by the Employer.
7.2     Scheduled overtime work  Scheduled overtime shall be defined as overtime with at least
sixteen (16) hours of advance notice to the employee before the overtime will begin, except
when an employee is notified of a shift extension request prior to leaving 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
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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. A minimum shift for scheduled overtime shall be four (4)
hours, unless the scheduled overtime is immediately before or after a regularly scheduled daily
shift.  When employees report for management approved scheduled overtime and are told not
to start work, the employee shall receive four (4) hours of applicable overtime pay. 
7.3     Shift Extension  A shift extension shall be defined as one of the following: 
(a) where an employee is provided at least sixteen (16) hours of notice before an early start
time or notified prior to the end of their current shift to report early for their next shift; or 
(b) where an employee is notified prior to the end of their current shift to stay late on that shift. 
7.4     Overtime Rates of Pay 
7.4.1   Time and One-half Overtime (1) Rates - During the regular five-eight (5x8) work
week the first two (2) hours of scheduled overtime worked shall be at one and one half (1)
times the regular shift rate. During the first eight (8) hours of work on the fifth (5th) day on a
4x10 schedule or the sixth (6th) day on a 5x8 schedule, the overtime rate shall be one and onehalf
(1) times the regular shift rate.
7.4.2   Double Time Overtime Rates - All other overtime beyond the hours specified in
Section 7.4.1 and on the sixth (6th) or seventh (7th) day of a 4x10 schedule or the seventh (7th)
day of a 5x8 schedule shall be paid at double (2x) the shift rate.  For the 4x10 shift employee,
all hours worked beyond their normal shift end time shall be paid at double (2x) the employee's
regular shift rate of pay. 
7.5     Unscheduled emergency overtime work  In the event of unscheduled emergency overtime
work, i.e. work management is not aware of in advance, management may offer overtime to
whomever 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. 
7.6     Overtime  Authorization    All  overtime  will  be  authorized  in  advance  by  the 
manager/designee in writing, except in emergencies.
7.7     Callout  A "callout" will be defined as overtime where less than sixteen (16) hours of notice
is provided to the employee, prior to the start of the work being requested. This applies when
an employee has ended their normal shift and has left the premises, not to a Shift Extension. A
minimum of four (4) hours at the employee's double time (2x) shiftrate will be paid for each
callout. Employees, who are still on the jobsite working during the four (4) hour call-out
period, may be required to take other emergency calls, if the call occurs during the four (4)
hour call-out period.  Where such overtime exceeds four (4) hours, the actual hours worked
will be paid at the employee's double time (2x) shift rate.
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7.8     Off-Duty Time   The Port and the Union recommend at least eight (8) hours of off-duty time
for any employee who moves to a different shift or who works overtime before or after a shift.
However, at the option of the employee, the employee may take PTO, LWOP, or work their
regularly scheduled daily shift after working overtime before or after their shift. Due to safety
concerns, the Port may require employees to take off-duty time. 
7.9     Phone Consultation Pay   With approval or direction from a Foreman, to call an employee
outside of his or her shift to seek technical advice or support, the employee giving the advice
over the phone shall be compensated at the double (2x) time rate in one-half (.5) hour intervals
per phone call.  Phone consultations to employees outside their regular shift in regards to
scheduling or other non-technical support shall not result in any compensation. Multiple calls
within a thirty (30) minute interval shall not be compensated as separate calls. 
ARTICLE 8: HOLIDAYS 
8.1     Designated Holidays - The following ten (10) days shall be observed and recognized as paid
holidays for employees:  New Year's Day, Martin Luther King Jr. Day, President's Day,
Memorial Day, Fourth of July, Labor Day, Thanksgiving, the day after Thanksgiving, the day
before or the day after Christmas Day and Christmas Day as observed by the Port.
8.2     Pay for Time Worked on Holidays  Employees who perform work on any of the above
holidays shall be paid the actual time worked at double the employee's regular shift rate. 
8.3     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.
8.4     Holiday Pay Rate and Qualifications - Each employee shall receive eight (8) hours or ten
(10) hours (if working a 4x10 workweek) holiday pay at his/her hourly shift rate of pay for the
holidays designated in 8.1 above, provided: 
8.4.1   That the employee worked the regularly scheduled workday prior to, and the first (1st)
scheduled workday following the holiday.  Exceptions will be made in cases where absences
have been approved by management. 
8.4.2   Employees who are absent due to an industrial injury and who receive Washington
State  Workers'  Compensation  for  the  date  of  the  holiday  shall  be  compensated  with
supplemental holiday pay, provided the total daily or weekly amount of benefits received does
not exceed his/her daily or weekly base wage rate.
8.4.3   Eligibility for Holiday Pay - In order to be eligible for holiday pay, an employee must
be on Port payroll for the thirty (30) consecutive days preceding the holiday. 

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8.5     Holidays and Paid Time Off - If a holiday falls within the PTO period of an employee, the
employee shall be paid as set forth above provided the employee works the last scheduled
workday prior to and the first scheduled workday following the employee's PTO period unless
otherwise excused by management. 
Holidays and PTO shall be administered separately and neither holiday nor PTO time shall be
forfeited in the event that holidays and PTO are scheduled during the same period. 

ARTICLE 9: PAID TIME OFF (PTO) AND EXTENDED ILLNESS (EI)
9.1     Paid Time Off  
(a) Accrual Rates: 
Paid Time Off (PTO) is earned at varying rates based upon tenure and straight-time hours paid.
The number of earned PTO days shown below is based on full-time, straight-time hours paid.
Part-time employees earn a proportional share of hours. Upon the Union's request only, the
Port agrees to open on the issue of PTO accrual rates in the event the Port changes the rates
through the Salary and Benefit Resolution. 
Years of Service              Days Per Year              Accrual Rate Per Hour 
0  3                            19.6                          .07538 
4  7                            24.6                          .09462 
8 - 11                           27.1                           .10423 
12  end of employment      29.6                       .11385 
(b) Accumulating and Taking Paid Time Off: 
Employees shall be allowed and encouraged to take at least two work weeks of Paid Time Off
each year. Paid Time Off may be taken up to the accrued balance, after the completion of six
month and following management approval of a request made at least one week in advance. 
(c) Maximum PTO Accumulation and Automatic Cash-out for Employees Hired Before
12/20/98: 
Maximum accumulation for employees hired before 12/20/98 is 1,400 hours in 2005. This limit
will decrease by 100 hours each successive January until January 2014, when it will decrease
from 600 to 480 hours. Balances over the limit will be cashed out 100% at the employee's
current hourly rate of pay during the first pay period of the payroll year. Subsequent accruals
over the limit will be cashed out quarterly at the employee's current hourly rate of pay.
Employees may request that the cash-out be postponed by up to two pay periods to
accommodate a pre-scheduled vacation. 
(d) Maximum Paid Time Off Hours Accumulation for Employees Hired On or After 12/20/98: 

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For employees hired on or after 12/20/98, the maximum accumulation 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. 
(e) Voluntary Cash-out of PTO Hours While an Active Employee: 
Effective January 1, 2019 employees will be subject to the Port of Seattle PTO Cash Out
Policy and Procedure. 
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. 
9.2     Extended Illness (EI) and Sick Leave 
Effective June 1, 2017, Eligible, full-time employees normally accrue Extended Illness leave at
the rate of a half-day a month (.02308) hours accrued per straight-time hour paid). 
Effective January 1, 2018, employees will accrue Sick Leave at the rate of.025 hours accrued
per hours compensated. Sick Leave may accumulate with no maximum limit. In the event of
illness, Sick Leave up to the accrued balance may be used after employment of at least 30 days. 
Sick Leave can be used for instances of employee or immediate family member illness, injury
or disability. Sick Leave can also be used for an employee's health care appointments.
Immediate family shall be defined as spouse or domestic partner and the parents or children of
the employee, spouse or domestic partner. 
In special circumstances, Human Resources may include others in this definition. 
Management may at any time require a physician's statement to justify use of Sick Leave. A
physician's release shall be required prior to the return to work by an employee who has
experienced inpatient hospitalization of any kind that requires an absence from work or who
has suffered an absence of longer than two weeks due to illness, surgery, or an accident. 
9.3     Payment for Accrued Leave at Termination 
(a) Extended Illness Leave: 
Upon termination or retirement immediately following five consecutive years of active
employment with the Port of Seattle, an eligible employee shall be compensated for 50% of his
or her Extended Illness accrued balance at the employee's hourly rate of pay in effect at
termination or retirement. 
(b) Paid Time Off: 
Upon termination, an employee who has completed six months of continuous service in the
bargaining unit or who has not been terminated for cause shall be compensated for 100% of his
or her Paid Time Off accrued balance at the employee's hourly rate of pay at termination. Paid
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Time Off hours for such an employee may be cashed out, used as service time after the last day
worked, or taken in a combination of cash and service time. 
An employee who terminates active employment before satisfactorily completing six months of
continuous service shall receive no Paid Time Off pay. 
An employee who is terminated for cause shall receive a lump sum payment for 100% of his or
her Paid Time Off accrued balance at the hourly rate of pay in effect at termination. The
employee is not eligible to use Paid Time Off as service time after the last day worked unless
authorization is received from Human Resources and Development Management. 
Emergency hire employees at Marine Maintenance who work a minimum of thirty (30) days
shall be compensated for 100% of his or her Paid Time Off accrued balance at the employee's
hourly rate of pay at termination. Compensation shall be made in a lump sum payment. 
9.4     Leave Without Pay (LWOP)  When an employee requests leave without pay in conjunction
with any other leave, the requests should be combined so the employee's manager may assess
the consequences of the entire period of time off being requested. Requests for LWOP may not
be approved unless it will occur after all appropriate paid leave accruals are exhausted.  When
the absence is for personal reasons, all paid time off must be exhausted.  If illness is involved,
all extended illness, long-term sick leave, and paid time off leave must be exhausted. 
Suspensions or unpaid time for disciplinary reasons may result in LWOP while there are
payable leave balances. If LWOP is requested in conjunction with paid time off, compensation
may be arranged to be paid over the entire period off at a reduced amount or schedule. This
arrangement requires advance notice and a Request for Personnel Action form to advise
Accounting of the change in schedule. 
9.5     General Leaves Without Pay 
Approval of a leave under the conditions and limits stated in this section assumes the
employee's right to reinstatement without loss of seniority in the same position and pay held
before the leave. However, if a reduction in force should occur during a period of leave, the
returning employee would be subject to the action which would have taken place if the
employee had remained at work. 
A department director within the conditions and limits indicated may authorize the following
types of leave: 
9.5.1   Personal Leave Without Pay: 
A request for time off the job without pay for non-military or non-medical reasons will be
considered a request for personal leave without pay. Approval of personal leave is not
automatic.  Port  management  considers  leaves  extending  beyond  an  employee's  accrued
vacation as a special consideration to be granted only after careful evaluation. A request for
personal leave without pay should be made only when an employee intends to return to work
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for the Port following such leave. Each request for personal leave will be considered on its own
merits, and the factors to be considered by the department director shall include: 
(a) The purpose and length of the requested leave; (b) The employee's length of service; (c) The
effects of such an extended absence on the operational efficiency of the department; (d) The
contribution of the employee to the organization. 
A personal leave without pay in which there is mutual benefit for the Port and the employee
would receive greater priority, for example, than a request for time off to travel. After such an
evaluation, a manager who is willing to accept the employee upon return may authorize up to a
six-week LWOP to a regular employee whose performance and attendance is satisfactory. 
9.6     Supplemental Pay During Workers Compensation Time Loss Periods - An employee may
use extended illness leave during approved workers compensation time-loss periods. Extended
illness supplements will be paid in amounts sufficient to bring the total pay up to the normal biweekly
rate. When extended illness leave is exhausted, paid time off leave may be paid in the
same proportion as described for extended illness leave to bring total pay up to the normal biweekly
rate. 
9.7     Disability Case Management  To comply with the law and as provided by the Disability
Case Management Procedure HR-6, the Port of Seattle will provide all employees with
reasonable accommodation and return-to-work assistance as determined on a case-by-case
basis.  Appropriate Port of Seattle personnel will work with the employee to comply with any
and all legal requirements and insurance policies.  Such legal requirements and insurance
policies may include the Americans with Disabilities Act (ADA), the Family and Medical
Leave Act (FMLA), the Family Care Act (FCA), workers compensation and long term
disability insurance. 
ARTICLE 10: LEAVE OF ABSENCE 
10.1   General - The Port shall comply with the Family Medical Leave Act and State Family Care
Act.  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. 
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 the employee's immediate family
shall be allowed three (3) days paid leave compensated at the employee's regular shift rate as a
result of the employee's absence. The employeemay be allowed up to two (2) days  of
additional paid leave in consideration of distance to the funeral or the extent of the employee's
involvement with arrangements for the deceased.  Immediate family shall be defined as wife,
husband,  daughter,  son,  mother,  father,  sister,  brother,  mother-in-law,  father-in-law,

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grandparents, grandchildren, stepmother, stepfather, sister-in-law, brother-in-law, daughter-inlaw
, and son-in-law, aunts, uncles, domestic partner 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) 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 juryduty and
receipt of the compensation paid by the court. 
Employees on swing and or graveyard 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 there is not jury duty
schedule 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 juryduty pay in lieu of
working from 10:00 p.m. to 4:00 a.m.
10.5   Shared Leave  An employee may donate any amount of paid time off or extended illness
leave at a 100% rate, or hour-for hour to another employee (or employees child, spouse,
domestic  partner  or  parent)  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. Administration of the
shared leave program will be determined by the Port. 
10.6   Military Leave  With appropriate military orders, employees called for active training duty in
military reserve units shall be allowed up to 21 working days per Federal fiscal year (October
through September) of paid military leave as provided in and limited by RCW 38.40.060. 
Employees called for active duty beyond the 21 working days will be placed on Paid Leave of
Absence/Military status.  This status will provide supplemental pay and a continuation of
benefits to keep the employee "whole" in cases his or her military pay and benefits are less than
what the Port provides.  An example is the guidelines requested of the Port Commission for
activations following September 11, 2001.  In all cases, the Uniformed Services Employment
and Reemployment Rights Act (USERRA) provides the minimum definition of benefits
guaranteed to employees called for active duty. 
10.7   Other Leave Entitlements  The Port shall provide other leave as may be provided by law,
such as under the Washington State Pregnancy Disability Leave Act, the Washington Family
Care Act, the Washington State Military Family Leave Act, and the Washington State
Domestic Violence Leave Act. The Port shall comply with all legal requirements to continue
health insurance benefits during eligible statutory leave. 
10.8   Subpoenaed Witness Leave  When an eligible employee is subpoenaed as a witness under
circumstances which are determined by Human Resources to constitute Port duty, the same pay
and conditions listed for jury duty shall apply. 
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10.9   Maintenance of Benefits - For employees with less than five years of service with the Port,
his or her insurance benefits will be maintained for at least the first 30 days of medical LWOP
(after FMLA leave is exhausted). If the employee cannot return to work within the next 15
days, he or she will be responsible for paying the premiums for the benefits they wish to retain
while on LWOP as of the 31st day of LWOP (after FMLA leave is exhausted). 
For employees with more than five years of service with the Port immediately preceding the
disability, his or her medical and life insurance benefits will be maintained for the first six
months of medical LWOP (after FMLA leave is exhausted). The employee will have the
option to pay for dental and dependent medical insurance during this time. After six months,
the employee will be responsible for paying all the premiums for the benefits they wish to
retain. 
10.10  Medical Leave Without Pay Covering Periods of Disability - A disability period is the time
an employee is unable to perform the duties of his or her position due to illness, injury or
disability, as determined and certified by a licensed physician in writing to the Port. For the
purposes of this procedure, the normal definition of illness includes, but is not limited to
disabilities related to pregnancy or childbirth, conditions related to alcoholism, drug addiction,
and psychological disorders. When time off the job without pay is requested in excess of the
certified period of disability, it is handled in the same manner as any other request for personal
Leave Without Pay. For example, an absence for maternity reasons is a combination of medical
leave and a personal leave when a female employee is authorized time off beyond the period of
disability following childbirth. This is intended to be consistent with the Washington State
Maternity Regulation, WAC 16230020 and also with the USEEOC Employment Policies
Relating to Pregnancy and Childbirth, 29 CFF 1694.10. 
Under this section, medical leaves which are required to cover certified periods of disability
may be granted to regular, post-probationary employees suffering from either job-related or
non-job-related disabilities for up to six months. When disability conditions continue into the
fifth month since the first day of unpaid leave, the department director and Human Resources
and Development Management shall make a determination concerning appropriate action.
Medical leaves in excess of six months are covered under Special Leave Without Pay
Considerations. 
10.11  Unpaid Leave of Absence Exceeding Maximum Time Period -  Personal unpaid leave in
excess of six weeks and medical leave in excess of six months shall be granted only upon the
recommendation of the employee's manager and with the approval of Human Resources and
Development Management. The decision of Human Resources and Development Management 
shall be based upon the special circumstances of the case, such as doctor's recommendations
when considering medical leave/Particularly in the case of job-related illness or injury, the
length  of  approved  leave  shall  be  carefully  considered  in  the  light  of  the  doctor's
recommendations. Refer to the Disability Case Management Procedure HR-6 for more details.
Employment longevity, the employee's performance record, and the mutual benefit to the Port
and the employee shall receive appropriate consideration when reviewing personal leave
without pay requests. 

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10.12  Paid Parental Leave  The Port shall continue to provide Paid Parental Leave to members of
this bargaining unit.  Eligibility, participation, and terms of the paid Parental Leave shall be as
provided to non-represented employees as outlined in Port Policy HR-5. The Port may change
or  modify  its  Paid  Parental  Leave  policy  and/or  procedure.    If  the  Port  desires  a
change/modification, the Port agrees to provide the Union with advance notice of any change.
The same benefit shall be extended to this bargaining unit as provided to other bargaining units
and non-represented employees, as may be changed, at the discretion of the Port. 
ARTICLE 11: BENEFITS
11.1   Puget Sound Electrical Workers Pension Trust - The Port shall contribute the following
amounts for each hour compensated for each employee covered by this agreement, except as
provided for Apprentices, to the Puget Sound Electrical Workers Pension Trust Fund, a jointly
trusteed pension trust created pursuant to Section 3.02(c) of the Labor-Management Relations
Act of 1947 (Taft-Hartley). (Refer to Section 8.5) 
Effective June 1, 2017        $4.95 per hour 
Effective January 1, 2018    $5.45 per hour 
Effective May 31, 2019 the hourly pension contribution of $5.45 per hour shall increase by 2%
to $5.56 per hour. 
11.2  National Electrical Benefit Fund 
It is agreed that in accord with the Employees Benefit Agreement of the National Electrical
Benefit Fund (NEBF), as entered into between the National Electrical Contractors Association
and the International Brotherhood of Electrical Workers on September 3, 1946, as amended,
and now delineated as the Restated Employees Benefit Agreement and Trust, that unless
authorized otherwise by the NEBF the Port will forward monthly three percent (3%) of gross
monthly labor payroll paid to, or accrued by the Employee in this bargaining unit and a
complete payroll report prescribed by the NEBF. 
The payment shall be made by check or draft and shall constitute a debt due and owing to the
NEBF on the last day of each calendar month, which may be recovered by suit initiated by the
NEBF or its assignee. The payment and the payroll report shall be mailed to reach the office of
the appropriate local collection agent not later than fifteen (15) calendar days following the end
of each calendar month. 
The Port hereby accepts, and agrees to be bound by, the Restated Employees Benefit
Agreement and Trust. If the Port fails to remit as provided above, it will additionally be subject
to having this Agreement terminated upon seventy two (72) hours' notice in writing upon being
served by the Union, provided the Port fails to show satisfactory proof the required payment
has been paid to the appropriate local collection agent.
The failure of the Port to comply with the applicable provision of the Restated Employees
Benefit Agreement and Trust shall also constitute a breach of the Labor Agreement.
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11.3   Annuity   Puget Sound Electrical Workers Annuity -  The Port shall contribute the
following amounts, for each hour compensated for each employee covered by this agreement to
the defined contribution plan of the Puget Sound Electrical Workers Retirement Annuity Trust
Fund. (Refer to Section 8.5)  Effective June 1, 2016 $2.05 per hour Effective January 1, 2018
4.5% of gross pay per month 
11.5   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.
11.6   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.
11.7   Deferred Compensation - Full-time, eligible 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 Port agrees to contribute the following amounts for each Employee performing work covered by
this Agreement to the Puget Sound Electrical Workers Healthcare Trust Fund, a jointly trusteed
welfare trust created pursuant to Section 3.02(c) of the Labor-Management Relations Act of 1947
(Taft-Hartley). 
Effective June 1, 2017, 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 $8.10 that is necessary to match the
health care 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.  One employee
contributions have reached 10% of the Base Rate, future increases shall be split 10% paid by the
employee and 90% by the Port. 
Effective January 1, 2018, the Employer will contribute a lump sum amount of $1200 per month and
the Employee will contribute a lump sum amount of $25 per month for a total monthly base rate of
$1225 per month. Any necessary increases to the monthly base rate amount shown above per contract
year will be shared on a 50%-50% cost basis with the Employer, until the Employee's share equals

Electricians Collective Bargaining Agreement June 1, 2017  May 31, 2019 
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10% of the monthly base rate. After that, future increases to the monthly base rate will be shared 10%
by the Employee and 90% by the Employer.
Effective May 31, 2019, the Employer will contribute a lump sum amount of $1231 per month and the
Employee will contribute a lump sum amount of $25 per month for a total monthly base rate of $1256 
per month. Any necessary increases to the monthly base rate amount shown above per contract year
will be shared on a 50%-50% cost basis with the Employer, until the Employee's share equals 10% of
the monthly base rate. After that, future increases to the monthly base rate will be shared 10% by the
Employee and 90% by the Employer.
Payment shall be due on the fifteenth 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. 
The Port agrees to be bound by the terms and provisions of the Trust Agreement governing the Puget
Sound Electrical Workers Healthcare Trust Fund, effective January 1, 1976, and all amendments or
revisions hereafter adopted, and further agrees to accept as its representatives the current Employer
Trustees and their lawfully appointed successors. Except monthly contributions by the Port shall not
exceed the negotiated amounts above. 
The failure of the Port to comply with the applicable provisions of the Trust Agreement governing the
Puget Sound Electrical Workers Healthcare Trust Fund shall also constitute a breach of this Labor
Agreement.
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  subject to possessing necessary special qualifications
required in the division, as established by the division labor management committee.
13.3   Recall from Layoff  In the event of a layoff, seniority employees shall be placed on a
preferential hire list for six (6) 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, subject to possessing necessary special qualifications required in the
Division. Employees accepting recall from layoff shall be allowed a minimum of two (2) weeks
to transition into the Port position, or more time by mutual agreement.  If no employees from
the Division are on the preferential hire list at the time the opening is posted, the position shall
be filled from the remaining employees on the preferential hire list in seniority order subject to
the employee possessing necessary special qualifications required in the Division.

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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. In the event a 
seniority employee is re-hired into the same division within six (6) months after a layoff, the
employee retains all previous seniority.  However, that employee shall retain seniority status
and will not be reverted to limited duration status.
13.4.1 Special Qualifications  In laying off employees, recalling employees to their Division
or hiring employees to another Division, special qualifications as established by the division 
Business Partnership Committee may be required for a specific job assignment.
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.  The employer agrees to identify all open positions by shift and work
schedules prior to bidding on open positions. At the Airport all work schedule postings will be
posted as five day, eight hours per day, work schedules for bidding purposes. A position that
was changed from a five-eight schedule to a four-ten schedule will revert back to its original
five-eight schedule for future bidding purposes, if that position becomes open for bid. 
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.
13.7   Filling Vacant Shifts on a Temporary Basis 
13.7.1 Intent  The  Union  and  the  Port  understand  that,  from  time  to  time,  a  Seniority
Electrician Employee on a weekend shift may take temporary leave due to injury or illness, or a
vacancy that may occur due to retirement or other separation of employment of a bargaining
unit employee. The Union and the Port recognize their mutual interests in not disrupting  the
regular flow of work or disrupting an individual employee's permanent shift with a transfer.
With these mutual interests in mind, the parties agree to follow the procedure below in filling
temporary shift vacancies. 
13.7.2 Temporary Shift Vacancy Definition  A temporary weekend shift vacancy occurs 
when: 1) a Seniority Employee, who has bid on and occupies his/her shift permanently, will 
take temporary leave from work for more than two (2) weeks due to injury, illness or FMLA
reasons, not including vacation leave; and 2) when a vacancy, intended to be filled occurs, such
as, but not limited to a retirement or separation of employment. 
The Parties agree to fill a temporary shift vacancy using the following procedure:
13.7.3 Options to fill a temporary shift vacancy not to exceed 90-days duration.

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Option 1. If there is one or more Limited Duration Employee (LDE's) on the crew, an
LDE may be assigned to fill the temporary vacancy. 
Option 2. If no LDE is assigned, volunteers from all Monday through Friday (M-F)
shifts may be considered provided shift coverage can still be met. Volunteers from the
same shift as the vacancy shall be preferred. 
Option 3. If no volunteers come forward, then the least senior Seniority Employee
from the Monday through Friday schedule, on the same shift as the vacancy, may be
assigned.  No Seniority Employee shall be involuntarily assigned to temporarily fill a
vacant weekend shift for more than ninety (90) days in a twelve month period.
Option 4. If there are additional temporary vacancies that occur during the same
twelve month period Option 3 will involve the least senior employee who has not been
involuntarily assigned to fill a temporary vacancy for more than ninety (90) days in a
twelve (12) month period. 
No Seniority Employee will lose their permanently bid shift, if he or she volunteers or is
assigned to a temporary shift. 
ARTICLE 14: MIS CELLANEOUS 
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   Business Partnership 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 a joint labor-management Business Partnership Committee to continue the
collaborative process during the term of the agreement. 
14.2.1 The Aviation Committee will be made up of three (3) Port representatives and three (3)
Union electrician representatives, plus the Union Business Representative. The Port's Labor
Relations Staff will be available to assist the Committee. The Real Estate Committee shall be
made up of two (2) Port representatives and two (2) Union electrician representatives, plus the
Union Business Representative. 
14.2.2 The Committee will not discuss pending grievances, which shall be processed in
accordance with Article 19 of the Agreement. 
14.2.3 The separate Committees shall meet on a bi-monthly basis, unless mutually agreed to
meet on a more frequent or less frequent basis. 

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14.2.4 The Port and the Union commit to provide sufficient resources to the Committees so
that it can adequately carry out its mission. 
14.3   Biweekly Payroll  Pay shall be distributed on a biweekly basis consistent with the payroll
procedures for non-represented employees. As a condition of employment, all employees are
required to participate in the Port's direct deposit program for payroll purposes. A pay card
option will be provided to members of this bargaining unit if such option is made available to
other Port employees. 
The Port shall not remove money from any employee's direct deposit account. 
The parties agree to work together in labor/management partnership with the Port's labor
relations,  payroll  and  human  resources  departments  to  make  visible  to  bargaining  unit
employees all of the Port's benefits contributions made on behalf of employees. 
14.4   Bulletin  Boards -  The  Port  agrees  to  permit  the  Union  shop  stewards  and  business
representatives to post on designated Port bulletin boards the Union's 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 and assistant shop
stewards for each shift. 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. Foreman and General Foreman position vacancies will be
posted internally, by Division, as internal promotional opportunities for bargaining unit
employees in the Division where the vacancies are to be filled. For journey level Electrician
openings, current seniority bargaining unit employees from another Division, other than the
Division in which the opening exists, may apply and will be provided an opportunity to be
interviewed,  provided  the  applicant  documents  meeting  minimum  qualifications  in  the
application process.
14.8   Journeyman Tool Requirements  The minimum amount of tools journey workers shall
provide and carry in their tool box or tool pouch shall be as follows: 
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Knife                                                        Pencil 
Channel Locks                                            Six (6) Ft. Ruler 
Pliers                                                          Cold Chisel 
Flashlight                                                      Hammer 
Hacksaw Frame                                        Plumbob 
Wood Chisel (small)                                        Keyhole Saw Frame 
Test Lamp, or Wiggen                                     Center Punch 
Crescent Wrench (not over 10")                              Level (small) 
" Tap Wrench                                        Screw Driver (not over 8" blade 
Current NEC Code Book                                 Set of Allen Wrenches (not over 3/8") 
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  Employee File  In regards to an employee's file and disciplinary history, written warnings
and other evidence of discipline shall be expunged from the file after twenty four (24) months,
unless there is a repetition of the offense within that period.  In the case of repetition, the
twenty four (24) month period begins anew.
14.12  Notice of New Policies and Policy Changes  The Port shall promptly notify the Union and
unit members of all new policies and changes to existing policies that affect bargaining unit
members.
14.13  Employee Learning and Development  The Union and the Port will work together to
identify, prioritize and deliver job related training to all staff within Division budget constraints
through labor/management and workplace forums and other forums as the parties may establish
to convene at mutually agreeable locations. 
Employees may submit requests to their manager for educational assistance for professional
development, which may include requests for tuition reimbursement, by August 1, in advance
of the annual budget process, for consideration of approval. It is up to the employee to request
assistance and approval will be made at the discretion of the Port. 
To provide career development opportunities to bargaining unit employees, the Union and
management will continue to support employee participation in the Port's internship programs.
Successful applicants to internship programs shall remain members of the bargaining unit and
retain all rights and benefits under the collective bargaining agreement, except that temporary
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schedule adjustments and/or alternate work schedules to accommodate internship activities
shall be allowed as agreed between the participating departments and the intern. 
The parties agree to establish a jointly managed IBEW 46/Port of Seattle Electrician Training
Fund for the sole purpose of funding electrician technical training classes designed specifically
for the needs of Port of Seattle electricians. Beginning March 1, 2013, the parties agree to
reduce the JATC hourly contribution rate from $.58 per hour to $.20 per hour and designate the
remaining $.38 per hour of the contribution to the IBEW 46/Port of Seattle Electrician Training
Fund. Beginning January 1, 2018, the Employer shall contribute twenty cents ($.20) to the
IBEW Local 46/Port of Seattle Electrician Training Fund. The Port and the Union will work
together to identify the technical training classes necessary and oversee the implementation of
each class. The parties will conduct a yearly review of the success of the training classes and
the status of the Fund. 
14.14   Regional Catastrophic Events  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, or tsunamis. 
14.15  License Reimbursement  The Port will reimburse regular employees for EL01 and FA1
license renewals if required by the Port. 
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. 
Disputes between employees and management arising during the term of this Agreement and not
resolved prior to filing an official written grievance shall be referred to a Business Representative of
the Union and to the Port within the timelines established below.  A grievance not brought within the
time limit prescribed in Step 1, 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's
representative. The written grievance shall contain a statement of the relevant facts the specific
section(s) of the Agreement allegedly violated or other issues in dispute 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. 
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)
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representatives of management and two (2) representatives of the Union.  This committee shall select
its own chairman and secretary from within the 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, Representatives of the Labor-
Management Committee, one from each side, shall meet within five (5) working days of  the
completion of Step Two and select an arbitrator by alternately striking from a list of five (5) names
supplied by the Federal Mediation and Conciliation Service. The arbitrator shall not have the right to
add to or subtract from any terms 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 Employer.
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: DURATION 
18.1   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, 2017 through May
31, 2019. 

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18.2   Modification and Re-opener Clause  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 19: APPRENTICESHIP 
19.1   The Parties to this Agreement shall be bound by the Puget Sound Joint Apprenticeship and
Training Trust Fund Agreement, which shall conform to Section 3.02 of the Labor-Relations
Act of 1947 as amended, ERISA and other applicable regulations.
19.2   The Employer and the Union have agreed to utilize the Joint Apprenticeship Training Council
(JATC) for maintenance apprenticeship training. When apprentices are utilized, the Employer,
the Union and Apprenticeship agree to be bound by all the rules and regulations of the JATC
Program. The ratio of apprentices to Journeyman shall be consistent with the JATC standards.
19.3   Although an Apprentice is required to work under the supervision of a Journeyman at all times,
the Journeyman is not required to constantly work with the Apprentice, but is to lay out all
work required and is permitted to leave the work without being accompanied by the Apprentice
who is assigned to work under his supervision. The Journeyman has overall supervision of the
Apprentice and will give direction, on-the-job training, and supervise work in progress.
19.4   Apprenticeship and Training Funds Contributions - The Employer shall contribute twenty
cents ($.20) per hour worked by all Journeyman and indentured Apprentices beginning to the
Puget Sound Electrical Joint Apprenticeship Training Trust Fund. Beginning March 1, 2013,
the Employer contribution to the Puget Sound Electrical Joint Apprenticeship Training Trust
fund shall be allocated as follows: twenty cents ($.20) to the Puget Sound Electrical Joint
Apprenticeship Training Trust Fund and Beginning January 1, 2018, the Employer shall
contribute twenty cents ($.20) to the IBEW Local 46/Port of Seattle Electrician Training Fund.
The Apprenticeship contribution shall be due to the Trust Fund by the 15th day of the month
following the month in which the hours were worked. The IBEW 46/Port of Seattle Electrician
Training Fund contribution shall be due to the designated Credit Union by the 15th day of the
month following the month in which the hours were worked.
19.5   Apprentices shall be rotated from the Port to another employer after one-year of service.
ARTICLE 20: FOOTWEAR 
The Port shall pay a stipend of $150 to employees who on June 1 of each contract year have accrued at
least six months of service for the purchase or repair of footwear meeting the minimum standard of
ASTM F2413-05. 

Stephen P. Metruck, Port of Seattle     Bud Allbery, IBEW Local 46 

Executive Director                              Business Manager and Financial Secretary 
Date: ______________________                Date: _______________________ 
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MEMORANDUM OF UNDERSTANDING 
BY AND BETWEEN 
IBEW LOCAL 46 
REPRESENTING MAINTENANCE ELECTRICIANS 
AND 
THE PORT OF SEATTLE 
SCHEDULED OVERTIME DISTRIBUTION PROCESS 
In order to assure that scheduled overtime work assignments are allotted in a fair and
equitable manner, consistent on each shift (within each Division), and that the process for
assigning overtime is transparent and communicated to crew members, scheduled overtime
work of at least four (4) hours or more shall be assigned using the following procedure: 
1.  Each shift shall post a list of employees on that shift ranked in seniority order listing
the most senior at the top. The Employer will offer the overtime assignment
beginning with the most senior employee first and will continue down the list to
offer overtime to the next person rotating down the list for each overtime
opportunity. Foremen are included in the overtime rotation unless they are actively
supervising a project. 
2.  An employee must respond as soon as possible to phone calls or other requests
from their manager or supervisor when asked to work overtime when their name
comes up in the rotation. 
3.  An employee who turns down the overtime or requests to be skipped shall not be
asked again for overtime work until his/her name is reached in the continuing
overtime rotation. 
4.  When no one accepts the overtime assignment on one shift, the Employer may ask
LDE's from the same shift or electricians from other shifts to work the overtime.

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This would entail a special overtime offer and not be counted against the electrician
on the other shift if they accept. 
5.  Overtime associated with special project work shall be offered first to employees
performing the special project work, then to others in the rotation. 
6.  Overtime associated with work that requires special skills such as welding, medium
voltage switching, or cable splicing may be offered to those who have the special
skills. However, they will be skipped once during the next rotation for overtime. 
7.  If an employee is skipped or denied an opportunity to work overtime on their shift in
error or in violation of this procedure, he/she shall be the first person scheduled for
the next overtime assignment. 
8.  Employees on modified duty are not eligible for overtime assignments. 
9. LDE's are eligible for the overtime rotation assignments after six months of service
and shall be inserted in the seniority rotation list based on their seniority date. 
10. The Shift Foreman shall keep and update an overtime spreadsheet showing who
has worked the overtime, refused the overtime, or who was not available to work
the overtime. 
11. The overtime spreadsheet shall be posted on each shift and available for review by
employees. 
12. Employees who are on scheduled PTO of 5 days or more and/or on sick leave of 5
days or more and who miss the offer of overtime in the rotation, shall be offered the
next scheduled overtime shift after their return to work. 
13. The overtime rotation shall reset each year on January 1 and offers of overtime
shall begin at the top of the seniority list and continue down the list for each
overtime opportunity. 
14. Disputes regarding the application and results of this procedure shall be referred to
the Business Partnership Committee for resolution. The BP Committee can
resolve disputes regarding this MOU at more frequent intervals than waiting for
their regularly scheduled BP meetings. 
15. Refinements and modifications may be made by mutual agreement between the
parties during the term of this Agreement. 
This MOU shall become effective upon final approval by the Commission through May 31, 2019
Collective Bargaining Agreement and attach to that Agreement. 

For the Port:                                              For the Union: 

_______________________________ ____________________________ 
Stephen P. Metruck, Port of Seattle                    Bud Allbery, IBEW Local 46 

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Executive Director                                      Business Manager and Financial
Secretary 
Date:                                                  Date: 

__________________ ___________________ 















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