AGREEMENT 
BY AND BETWEEN 
PORT OF SEATTLE 
AND 
INTERNATIONAL ASSOCIATION OF MACHINISTS 
AND AEROSPACE WORKERS, AFL-CIO, 
DISTRICT LODGE NO. 160, LOCAL LODGE NO. 289 
JULY 1, 2013 2017 - JUNE 30, 2017 2019 
TABLE OF CONTENTS 
ARTICLE                                              PAGE 
RECOGNITION, SCOPE AND HIRING ............................................    1 
DISCHARGE OF EMPLOYEES ....................................................... 222 
SHOP STEWARDS .......................................................................... 332 
SENIORITY ...................................................................................... 332 
PAYMENT OF WAGES .................................................................... 443 
SAFETY AND SANITARY CONDITIONS ......................................... 443 
VISIT TO THE ESTABLISHMENT .................................................... 554 
GRIEVANCE PROCEDURE ............................................................. 555 
ARBITRATION ................................................................................. 666 
SEPARABILITY AND SAVINGS CLAUSE ....................................... 776 
PERSONS PROHIBITED ................................................................. 777 
HOURS OF WORK .......................................................................... 887 
RATES OF PAY ............................................................................... 998 
ADDITIONAL SHIFTS ...................................................................... 121211 
CALL-IN TIME .................................................................................. 121212 
OVERTIME ....................................................................................... 121212 
HOLIDAYS ....................................................................................... 131313 
VACATIONS ..................................................................................... 141413 
HEALTH AND WELFARE PLAN ...................................................... 151514 
PENSION PLAN ............................................................................... 171716 
DENTAL PLAN ................................................................................. 171717 
FUNERAL LEAVE ............................................................................ 181817 
SICK LEAVE ..................................................................................... 181818 
FAMILY MEDICAL LEAVE.20           Formatted: Font: Arial, Check spelling and
PAYROLL DEDUCTIONS ................................................................ 202019              grammar
APPRENTICES' WAGES ................................................................. 202019              Formatted: Normal, Indent: First line: 0.5"
COVERALLS .................................................................................... 212120 
RELIEF PERIOD .............................................................................. 212120 
JOB RELATED COURSE WORK AND/OR TRAINING21             Formatted: Font: Arial, Check spelling and
SPECIAL TOOLS, TOOL INSURANCE ........................................... 222220              grammar
NON-DISCRIMATION ...................................................................... 222220              Formatted: Normal, Indent: First line: 0.5"
NO STRIKES .................................................................................... 222221 
DEFERRED COMPENSATION ........................................................ 222221 
BUSINESS PARTNERSHIP COMMITTEE ....................................... 232321 
NEW EMPLOYEE ORIENTATION...23            Formatted: Normal, Indent: First line: 0.5"
ENTIRE AGREEMENT ..................................................................... 242422              Formatted: Font: Arial, Check spelling and
grammar

DURATION OF AGREEMENT ......................................................... 242422

AGREEMENT 

This mutual agreement is made and entered into between the Port of Seattle, a
municipal corporation of the State of Washington, and the International Association of
Machinists and Aerospace Workers, AFL-CIO, District Lodge No. 160, Local Lodge No.
289. Wage rates shall be effective as indicated in Article 13. Other conditions shall be
effective on the date the Agreement is signed or as specified in the provisions of the
agreement. This Agreement is made for the purpose of reaching an equitable wage and
working agreement between the parties hereto. 
ARTICLE 1 - RECOGNITION, SCOPE AND HIRING 

The Port recognizes the Union as the sole and exclusive bargaining agent with respect
to wages, rates of pay, hours of work and other conditions of employment for the
employees covered by this Agreement. The work to be performed by the Union shall be
the various functions of maintenance of Port-owned vehicles, as assigned and in
accordance  with  historical  jurisdiction.  All  present  employees  covered  by  this
Agreement who are members of the Union as of the date of the execution of this
Agreement shall remain members during the life of this Agreement as a condition of
continued employment. Present employees who are covered by this Agreement but are
not members of the Union at the date of the execution of this Agreement and who elect
in the future to become members shall remain members thereafter during the life of this
Agreement  as  a  condition  of  continued  employment.  All  employees  hired  in
classifications covered by this Agreement after the execution of this Agreement shall
become members 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 in classifications covered by this Agreement. No employee will
be terminated under this subsection if the Port has reasonable grounds for believing: 
(a)     that membership in the Union was not available to the employee on the
same terms and conditions generally applicable to other members, or 
(b)     that membership in the Union was denied or terminated for reasons other
than the failure of the employee to tender the periodic dues and initiation
fee uniformly required as a condition of acquiring or retaining membership. 
Insofar as permitted by law, the Port shall give the Union equal opportunity with all other
sources to refer suitable applicants for employment. No applicant will be preferred or
discriminated against by the Port because of membership or non-membership in the
Union. 
The following information will be given in writing by the Port to the Union within seven
(7) calendar days from the date of hiring new employees: name and home address,
social security number, date of hire, classification and rate of pay. 

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The Port agrees to deduct from the paycheck of each employee covered by this
agreement who has so authorized it by signed notice submitted to the Port, the initiation
fee, and monthly dues.    The Port shall transmit such fees to the Union once each
month on behalf of the members involved. If a dues error is identified the error will be
addressed as soon as practicable following notice to the Port. 
The Union agrees to indemnify and save the Port harmless against any liability which
may arise by reason of any action taken by the Port to comply with the provisions of this
Article.  The Port will promptly notify the Union in writing of any claim, demand, suit or
other form of liability asserted against it relating to its implementation of this Article. 
This Agreement shall apply to and cover employees as defined herein. 
A full-time employee is one who has been continuously on the payroll of the Port for a
period of one hundred and twenty (120) calendar days. A probationary employee is one
who has not been continuously on the payroll of the Port for a period of one hundred
and twenty (120) calendar days. 
All  terms  and  conditions  of  this  Agreement  are  applicable  to  such  full-time  and
probationary employees except as specifically hereinafter exempted for probationary
employees. 
It is agreed and understood in the hiring of employees under this Agreement either
operation (Seaport or Airport) may hire directly from the outside if in management's
judgment it is in the best interest of the operations. In which case, the Union will be
given equal opportunity to furnish employees. 
The Union recognizes the prerogatives of the Port of Seattle 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. 

ARTICLE 2 - DISCHARGE OF EMPLOYEES 
The Port reserves the right to discharge any employee for just cause. The Port shall
have the right to suspend any employee for just cause not exceeding a maximum of two
(2) weeks. The Union shall be notified in writing of any discharge or suspension within
24 hours thereof. 
In the event of dispute as to whether or not "justifiable cause" existed, such dispute may
be processed through the grievance procedure contained in this Agreement. 
Probationary employees may be terminated at any time during the probationary period
at the discretion of the Port, without recourse to the grievance procedure. 

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ARTICLE 3 - SHOP STEWARDS 
The Union shall inform the Port in writing of its selection of authorized Shop Stewards, 
and the Port agrees to recognize Stewards so designated. 
Shop Stewards shall be allowed such reasonable time as is necessary to investigate
and process grievances in the shop arising under the terms of this Agreement. 
ARTICLE 4 - SENIORITY 
There shall be one seniority list for the bargaining unit employees. Seniority shall prevail
in the reduction and restoration of forces, provided the senior employee is capable of
performing work remaining in the shops. There shall be a distinct and separate seniority
list   by shop (Marine Maintenance, Aviation Fleet Maintenance and Aviation Bus
Maintenance) in the selection of vacation assignments. Seniority shall prevail in the
selection of shift assignments when openings occur provided the employee is capable
of performing the work. 
In the event of a reduction in force, management may reassign employees between the
Airport and the Seaport without regard to seniority provided that volunteers get first
consideration. 
Seniority for permanent positions shall date from day of hire, but no seniority rights shall
accrue therefrom until after a probationary period of one hundred and twenty (120)
calendar days. At the end of the probationary period, the employee shall be classified
as a full-time employee. 
Individuals employed as emergency hires, who are subsequently hired on a permanent
basis, shall have their seniority dates adjusted by the time worked during the previous
one hundred eighty (180) calendar days. 
The total calendar day time period including weekends shall be used to compute the
adjusted seniority date for an individual who was originally employed as an emergency
hire. 
However, in the event the Port retains an emergency hire after one hundred and twenty
(120) calendar days of continuous employment, such an employee  shall be on
permanent status. Normal practice shall be to post vacancies for permanent status
positions. The Port may not employ an emergency hire for more than two (2) one
hundred and twenty (120) day periods (excluding apprentices). 
Except for a reduction in force condition, the Port shall give consideration to the
employee's seniority in matters of interdepartmental transfer assignments and job
opportunities, and Port management shall make the determination at its discretion. 
An employee shall lose seniority rights for any of the following reasons: 
(a)     termination for just cause, 

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(b)     on layoff status for more than six (6) months, or 
(c)     when an employee does not return to the bargaining unit within six (6)
months after accepting a non-bargaining unit position with the Port, he/she
shall lose seniority. 
ARTICLE 5 - PAYMENT OF WAGES 
The Port will maintain a regular payday. If such regular payday falls on a Saturday,
Sunday, or holiday, the employee shall be paid not later than the last regular workday
preceding the regular payday. All employees covered by this Agreement shall be paid
biweekly. The Port may deviate from this provision with prior approval of the Union. 
ARTICLE 6 - SAFETY AND SANITARY CONDITIONS 

The Port shall comply with State Safety and Sanitation Laws, where applicable, and
shall maintain safe and sanitary conditions in its maintenance shop operations. 
Adequate dressing rooms and washing facilities shall be furnished by the Port. All
toilets, lunchrooms, and working areas shall be kept in a clean and sanitary condition,
properly lighted, heated and ventilated; soap, hot water, and towels shall be furnished.
Employees shall cooperate with management in the maintenance of a generally wellkept
shop, in the proper use of sanitary facilities, and shall wear and properly use all
protective equipment provided by the Port. 
The Port shall furnish all safety equipment as required except for safety shoes. Safety
glasses shall be reimbursed consistent with Port policy. The Port shall replace rain gear
that is accidentally damaged. 
Safety  Shoes: The  Department  of  Labor  and  Industries  (WAC  296 -800-16060,
previously WAC 296-24-088[1]) requires workers to wear appropriate foot protection in
areas where there is a possibility of foot injury due to falling or rolling objects,
piercing/cutting injuries or electrical hazards. In order to comply with this regulation,
appropriate foot protection must meet the specifications of the American National
Standard Institute (ANSI) for Protective Footwear, Z41-1999   American National
Standard for Personal Protection. 
In  order  to  assist  with  the  purchase  of  the  appropriate  footwear,  effective  upon
ratification of the agreement, the Port shall provide regular employees with a $120
annual stipend paid on the first pay period in July for reimburse regular employees the
purchase price or repair of the ANSI approved footwear for the duration of the 
agreement up to one hundred and twenty dollars ($120) each contract year. 
All injuries no matter how slight must be reported by the employee to the Foreman/ or
Manager and Shop Steward on the day the injury occurs. 

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In the event of an industrial accident of such nature that does not require an employee
to discontinue work but does necessitate further treatment by a doctor at various
intervals, the employee will make every effort to schedule such appointments outside of
his/her regular working hours. In the event that the employee is unable to arrange such
appointments outside the employee's regular working hours,  the employee shall be
compensated at his/her regular shift rate of pay for all time required for treatments
during employee's regular working hours. 
Any employee suffering an industrial accident shall be entitled to a full day's pay for the
day on which the accident occurs, provided it shall be medically certified by a physician
as a disabling accident. 
Holiday and/or vacation pay shall not be provided as a duplication of compensation
received by an employee on compensated time loss for an industrial injury. 


ARTICLE 7 - VISIT TO THE ESTABLISHMENT 
Business representatives of the Union, party to this Agreement, shall have access over
the area in which any  job is located by first making their presence known to
management during working hours for the purpose of enforcing the terms of this
Agreement. 
ARTICLE 8 - GRIEVANCE PROCEDURE 
For the purpose of this Agreement, the term "grievance" means any dispute between
the Port and the Union; or between the Port and any employee concerning the effect,
interpretation, application, claim of breach, or violation of this Agreement; or any dispute
that may arise between the parties. All grievances not mentioned within fifteen (15) days
after they occur, or first knowledge that a grievance exists, shall be considered as
outdated, thus preventing an accumulation of grievances. 
All grievances shall be reduced to writing and shall contain a statement of the relevant
facts, the specific section(s) of the Agreement allegedly violated and remedy sought and
then processed in accordance with the following grievance procedure: 
(a)     The dispute or grievance shall be taken up by the Shop Steward, the
aggrieved employee, and the Foreman of the department involved. The
Foreman must give his answer within four days. If no satisfactory
settlement is reached between the Shop Steward and the Foreman, then 
(b)     The Shop Steward shall within four (4) days call in a representative of the
Union who shall meet with the authorized representative of the Port and
Shop Committee, if any. 

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(c)     If  the grievance  or dispute  involves  a dispute concerning  the effect,
interpretation, application, claim of breach, or violation of this Agreement,
and if it cannot be satisfactorily adjusted within ten (10) days by the
business  representative  of  the  Union  and  the  Port  or  the  Port's
representative, then either party reserves the right and authority to submit
such grievance or dispute to arbitration in the manner herein provided. 
(d)     However, the grievance or dispute must be submitted to arbitration within
thirty (30) days  after completion of the grievance procedure in paragraph
(c) above. 
(e)     The aggrieved employee or the Shop Steward shall have the right to call
in the Union representative at any step of the grievance or arbitration
procedure. 
Either party to this Agreement shall be permitted to call employee witnesses at each
and every step of the grievance procedure beginning with step (c); the Port, on demand,
will produce production, payroll, and other records for the purpose of substantiating the
contentions or claims of the parties. 
The grievance procedure and arbitration provided herein shall constitute the sole and
exclusive method of determination, decision, adjustment, or settlement between the
parties of any and all grievances as herein defined; and the grievance procedure and
arbitration provided herein shall constitute the sole and exclusive remedy to be utilized
by the parties hereto for such determination, decision, adjustment, or settlement of any
and all grievances as herein defined. 
Any time specified herein shall not include any time on any Saturday, Sunday, or
holiday. Time limits may be extended by mutual agreement. 
ARTICLE 9 - ARBITRATION 
In the event a grievance or dispute is submitted to arbitration, an Arbitration Board shall
be selected according to, and shall be governed by, the following procedure: 
The Board of Arbitration shall consist of one (1) member selected by the Union and one
(1) member selected by the Port. In the event that these two (2) members of the Board
of Arbitration fail to agree upon the disposition of a dispute or grievance within three (3)
working days after the meeting for this purpose, then at the request of either of these
two (2) members of the Board of Arbitration, the Federal Mediation and Conciliation
Service shall be requested to appoint a panel of seven (7) arbitrators, from which panel
the two (2) arbitrators shall select the third and impartial arbitrator in the following
manner. 
The two (2) arbitrators shall determine by lot the order of elimination, and thereafter
each shall in that order alternately eliminate one (1) name until only one (1) remains.
The seventh (7th) or remaining person named shall thereupon be accepted by both
arbitrators as the third impartial arbitrator. 

Page 6

The three (3) arbitrators shall thereupon constitute the Board of Arbitration to decide the
issue or issues involved. The award of the Board of Arbitration must be rendered within
fifteen (15) days after the matter is finally submitted to the Board and shall be binding
upon the parties. 
The Board of Arbitration shall not have the power or authority to add to, subtract from,
or modify the terms of this Agreement. 
The Port shall pay the expenses and salary of its arbitrator, and the Union shall pay the
expenses and salary of its arbitrator. Expenses and compensation of the third arbitrator
shall be divided equally between the Port and the Union. Each party shall bear its own
costs of arbitration, including but not limited to attorneys fees and costs. 
Any period of time specified herein shall not include time on any Saturday, Sunday, or
holiday unless specifically provided otherwise herein. 
ARTICLE 10 - SEPARABILITY AND SAVINGS CLAUSE 
If any Article or Section of this Agreement should be held invalid by operation of law or
by any tribunal of competent jurisdiction or if compliance with or enforcement of any
Article or Section should be restrained by such tribunal pending a final determination as
to its validity, the remainder of this Agreement, or the application of such Article or
Section to persons or circumstances other than those as to which it has been held
invalid or as to which compliance with or enforcement of has been restrained, shall not
be affected thereby. 
Should any Article or Section of this Agreement be held invalid or be restrained as
provided herein, the parties shall immediately meet and negotiate valid alternate and/or
substitute provisions to replace and/or modify those provisions so affected. 
ARTICLE 11 - PERSONS PROHIBITED 
Only Union members, or those eligible to become members, who are Port employees
shall do work presently being performed, previously performed, or capable of being
performed by Union members and within the jurisdiction of the Union provided that such
work does not fall within the historical jurisdiction of Port employees who are not
members of Local #289, Automotive Machinists. All other persons are prohibited from
performing such work except as provided below: 
(a)     Work that is performed outside of Port-operated facilities. 
(b)     Work performed within Port-operated facilities that is of an emergency
nature,  warranty  work,  or  where  demonstrations  or  instructions  are
provided. The Port has the right to contract such work within the Port's
facility. 
(c)     When work requirements exceed the normal level, such as major repair.
Or when work is of a specialized nature, such as major modifications, said

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work may be performed by a Port contractor on Port operated facilities. In
any event, individuals directly employed by the Port who are not members
of the bargaining unit shall be prohibited from performing said work. 
The Port will cooperate with the Union to protect prevailing wage rates whenever in the
conduct of its business the Port requires work to be done by contract. This condition
shall apply when such work is performed both on and off Port operated facilities. 
Notwithstanding (a), (b) and (c), this Article does not prohibit the Port from leasing
equipment/facilities  which  may  be  maintained  by  the  employer  to  whom  the
equipment/facilities are leased. 
ARTICLE 12 - HOURS OF WORK 
Eight (8) hours within nine (9) consecutive hours shall constitute a workday, and five (5)
consecutive days shall constitute a workweek of forty (40) hours. There shall be two (2)
consecutive days' rest period between workweeks (Friday and Saturday, Saturday and
Sunday, or Sunday and Monday). Employees scheduled on a Tuesday through
Saturday workweek shall receive pay at the time and one-half (1) rate for Saturday
work. Employees scheduled on a Sunday-through-Thursday workweek shall receive
pay at the time and one-half (1) rate for Sunday work. 
Hours of work different from those described above (including 4/10 hour shifts) may be
mutually agreed upon by the Port and the Union.  There shall be an optional 4/10
operation, provided such schedule is mutually agreed to by the employee and the
manager. If either the Employer or employee wishes to discontinue the 4/10 schedule,
thirty (30) days' notice shall be provided prior to resuming 5/8's (unless otherwise
mutually agreed to or in the event of an emergency). 
The 4/10 shifts shall consist of four (4) consecutive ten and one-half (10) hour days to
include a thirty (30) minute unpaid lunch period. The 4/10 workweek shall consist of four
(4) consecutive workdays, Monday to Thursday or Tuesday to Friday. 
Paid leave shall be paid at ten (10) hours per day for the four (4) day regularly
scheduled workweek. 
If a limited number of 4/10 positions are available, seniority shall prevail with respect to
the granting of the 4/10 schedule, provided the employee possesses the necessary
skills to perform available work. 




Page 8

ARTICLE 13 - RATES OF PAY 


(a) Wage Rate Schedule 
Effective July 1, 2013 2017, base wages for all employees shall be increased by the
sum of one hundred percent (100%) of the Seattle/Tacoma/Bremerton CPI-U (All
Urban Consumers), with a zero percent (0%) minimum and a six percent (6.0%)
maximum all employees who were employed by the Port on July 1, 2013, shall
receive a onetime lump sum bonus of one thousand five hundred dollars ($1,500). 
The index used shall be the CPI-U, April 2016 through April 2017. 
Effective July 1, 2014 2018, base wages for all employees shall be increased by the
sum of one hundred percent (100%) of the Seattle/Tacoma/Bremerton CPI-U (All
Urban Consumers), with a zero percent (0%) minimum and a six percent (6.0%) 
maximum wages shall be increased by the sum of the one-hundred percent (100%)
of the percentage increase in the Consumer Price Index for Seattle, Tacoma,
Bremerton, with a minimum increase of not less than 0% nor more than 6.0%. The
index used shall be the CPI-U, April 2013 2017 through April 2014 2018. 

Effective July 1, 2016, wages shall be increased by the sum of the one-hundred
percent (100%) of the percentage increase in the Consumer Price Index for Seattle,
Tacoma, Bremerton, with a minimum increase of not less than 0% nor more than
6.0%. The index used shall be the CPI-U, April 2015 through April 2016. 

The rates of pay shall be as follows: 

Effective July 1, 2013 
Semiskilled help, 1st 60 days (75% of Journeyman rate)          $ $28.05 
Semiskilled help, after 60 days (80% of Journeyman rate)          $ $29.92 
Journeyman                                             $ $37.40 
Effective July 1, 2014 
Semiskilled help, 1st 60 days (75% of Journeyman rate)           $ $28.73 

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Semiskilled help, after 60 days (80% of Journeyman rate)          $ $30.64 
Journeyman                                             $ $38.30 
Effective July 1, 2015 
Semiskilled help, 1st 60 days (75% of Journeyman rate)           $TBD 
Semiskilled help, after 60 days (80% of Journeyman rate)          $TBD 
Journeyman                                               $TBD 
Effective July 1, 2016 2017 
Semiskilled help, 1st 60 days (75% of Journeyman rate)          $30.48 
Semiskilled help, after 60 days (80% of Journeyman rate)         $32.51 
Journeyman                                              $40.63 

Effective July 1, 2016 2018 
Semiskilled help, 1st 60 days (75% of Journeyman rate)          $31.49 
Semiskilled help, after 60 days (80% of Journeyman rate)         $33.58 
Journeyman                                              $41.97 

Working Leads shall receive five percent (5%) over the regular Automotive Machinists
Journeyman scale. 
Foremen, including working foremen, shall receive fifteen percent (15%) over the
regular Automotive Machinist Journeyman scale. 
General Foremen shall receive twenty percent (20%) over the regular Automotive
Machinists Journeyman scale. 

(b)     Work Definitions and Related Conditions 
Semiskilled help 
Semiskilled help may do tire repairs, mounting of tires on wheels, tire changing,
oil changing and lubrication, and may provide parts department assistance.
Semiskilled help may perform fueling and may use minor tools to perform lubing. 

Page 10

Working Leads, Foremen and General Foremen 
Working Leads, Foremen and General Foremen assignments shall be made at
the discretion of the Port. 
(c)     Other Pay Conditions 
Pay for any fraction of a week shall be computed according to the rates set forth
above. 
Weekly Guarantee: Full-time employees shall be guaranteed forty (40) hours
work or pay, with the following exceptions: 
(1)     An employee who quits, is terminated, is recalled from layoff, or is hired on
other than the first day of his regularly scheduled workweek, shall be paid
only for the days worked during that week. 
(2)     Employee absence during part of the workweek due to illness, injury,
vacation,  or  personal  reasons  shall  disqualify  an  employee  for  the
guarantee that week. 
(3)     Paid  holidays  occurring  within  an  employee's  regularly  scheduled
workweek shall be counted as part of the guarantee, and paid at the
regular rate. 
(4)     In cases where the Port's operations are adversely affected by a work
stoppage, Act of God, civil commotion or insurrection the guarantee shall
not apply. 
(d)     Overtime on Other than Regular Shift: 
(1)     A regularly assigned day shift worker who is assigned to work a swing or
graveyard shift shall be paid overtime at the day shift overtime rate of pay. 
(2)     A regularly assigned swing shift worker who is assigned to work a day or
graveyard shift shall be paid overtime at the swing shift overtime rate of
pay. 
(3)     A regularly assigned graveyard shift worker who is assigned to work a day
or swing shift shall be paid overtime at the graveyard shift overtime rate of
pay. 
(4)     Employees performing special work designated as "STS-PM" at Seattle-
Tacoma International Airport will be paid at the graveyard rate of pay
regardless of their regular shift if the work is performed during graveyard
shift hours. 
e)     Temporary Lead, Foreman and Crew Chief Assignments: 

Page 11

An employee whom management has temporarily assigned to be a lead, crew
chief or foreman shall receive the appropriate pay for all compensated holiday,
sick and vacation leave hours if: 
The employee worked the last scheduled workday prior to and the first
scheduled workday following the employee's vacation, sick or holiday as an
acting or temporary lead, foreman or crew chief and; 
The employee has been  working at least thirty (30) days prior to the holiday,
sick or vacation leave as an acting or temporary lead, crew chief or foreman
and upon return from holiday, sick or vacation leave will resume the acting or
temporary foreman, crew chief or lead assignment. 
ARTICLE 14 - ADDITIONAL SHIFTS 
Starting times for shifts scheduled by the Port shall conform with the following: 
First Shift                           5:00 a.m. to 9:00 a.m. 
Second Shift                     1:00 p.m. to 5:00 p.m. 
Third Shift                          10:00 p.m. to 12:00 midnight 
The second shift premium shall be ten percent (10%) more than the first (day) shift rate,
and the third shift premium shall be fifteen percent (15%) more than the first (day) shift
rate. 
Starting time for an individual employee shall be fixed at the same starting time for the
entire workweek. 
ARTICLE 15 - CALL-IN TIME 
The Port shall guarantee two hours call-in time at two times employee's shift rate of pay
for emergency call-ins. Emergency call-ins who work in excess of two (2) hours shall
also be paid at double the employee's shift rate for time worked in excess of two (2)
hours. 
There will be no pyramiding of overtime except as provided in Article 16, paragraph 4,
where no eight (8) hour break is provided. 
ARTICLE 16 - OVERTIME 
Double time shall be paid for all work performed on employee's normal rest period
between workweeks. 
Scheduled overtime will be voluntary when possible by shop (Marine Maintenance,
Aviation Maintenance, and Aviation Bus Maintenance) and skill. The Port reserves the
right when no volunteers are available to assign overtime by reverse seniority by shop 
and skill. When practical, employees will be notified by noon on the 4th workday of the
overtime required for the 6th or 7th day. Weekend overtime is subject to cancellation by

Page 12

the end of the shift on the 5th workday. No employee will be required to work two
consecutive weekends. 
Overtime, as it has historically been assigned in the past, will continue to be assigned
on the basis of seniority; i.e., the most senior employee has the right of first refusal for
overtime. If no one volunteers for the overtime, employees will be assigned from the
bottom of the seniority list up. The junior mechanic will be required to work. 
Employees required to work overtime past their regular shift, unless relieved from work
eight (8) hours before starting work on their next regular shift, shall be paid overtime for
such shift. 
For those employees on 5/8 shifts, any time worked in excess of eight (8) hours in one
day up to eleven (11) hours shall be paid at time and a half; beyond eleven (11) hours
shall be paid at double time. 
For those employees on a 4/10 shifts, any time worked in excess of ten (10) hours in
one day up to eleven (11) hours shall be paid at time a half; beyond eleven (11) hours
shall be paid a double time. 
The work done on STS PM will also be paid in accordance with the above
examples.(See Article 17 for the overtime rate covering employees who work on a
holiday.) 
ARTICLE 17 - HOLIDAYS 
The following holidays shall be recognized by the Port for all regular full-time employees
and no salary deductions shall be made for the same: 
New Year's Day                      January 1 
Martin Luther King's Birthday            Third Monday in January. 
Presidents' Day                         Third Monday in February 
Memorial Day                        Last Monday in May 
Fourth of July                             July 4 
Labor Day                            First Monday in September 
Thanksgiving Day                     Fourth Thursday in November 
Day After Thanksgiving                 Fourth Friday in November 
Day Before or day after Christmas       December 24 or 26 (as designated by
the Port) 
Christmas Day                        December 25 
2 Employee Designated Holidays 
Employee Designated holidays will be scheduled with the supervisor's approval. 
Holiday pay shall be eight (8) hours for those who work 5/8's shift and ten (10) hours for
those who work 4/10's shift at the straight-time shift rate. 
If a holiday falls during an employee's regular two-day rest period, the holiday shall be
observed on the last normal workday preceding or the first workday following the normal
days off, by mutual agreement. 
Page 13

Work performed on holidays shall be at the time and one-half rate in addition to straighttime
holiday pay. 
It is agreed there shall be twelve (12) holidays each contract year for any eligible
employee. Adjustments shall be made to reduce the number of Port designated
holidays, where providing such holiday/holidays for the first contract year would result in
more than twelve (12) holidays for any employee. 
Emergency hires will be eligible for holiday pay after employment on an emergency
basis by the Port for thirty (30) calendar days or more. 
ARTICLE 18 - VACATIONS 
Each employee coming under the jurisdiction of the Union, after having been in the
continuous employ of the Port for the following periods, shall be granted vacations as
follows: 
After 1 year                 2 weeks             (80 hours' pay) 
After 5 years                3 weeks            (120 hours' pay) 
After 12 years              4 weeks             (160 hours' pay) 
After 18 years              5 weeks             (200 hours' pay) 

Vacation pay shall be at the straight-time shift rate. 
An employee shall accrue vacation credit from his/her hire-in date at the rate of onetwelfth
(1/12th) of his/her next regular vacation for each month in which he/she was
compensated for eighty (80) hours or more. Vacation eligibility shall be based upon the
hire date. 
Pending vacation approval, employees may take vacation as they accrue it at any time
after a six-month period of continuous service has been completed since their hire date. 
Termination  Benefit: When  termination  occurs  after  six  continuous  months  of
employment, an employee so terminating shall be paid for any unused vacation credit
payable to him/her. Credit shall be toward his/her next full vacation for any month in
which he worked eighty (80) hours or more. 
Vacation assignments shall be made at the Employer's discretion, but no vacation
period shall be fixed during the months of November, December, January, and February
unless the employee entitled to such vacation period prefers his/her vacation in those
months. 
If a holiday falls within an employee's vacation period, such holiday shall not be
considered as part of the vacation period, and the employee shall receive another day's
vacation in lieu thereof. 
Vacation checks shall be given to employees in advance, if requested at least two (2)
weeks in advance of the vacation. 
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Employees may cash-out any amount of their accrued vacation hours, provided the
employee has a minimum balance of eighty (80) hours remaining immediately following
the cash out. Cash-outs shall be processed at the employee's current hourly rate of pay
as recorded in the payroll system. A "Paid Time Off Cash-Out Request and Waiver"
form must be submitted to Payroll by the payroll deadline. Vacation accumulations 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. Accruals over the limit are not cashed out. 
ARTICLE 19 - HEALTH AND WELFARE PLAN 

Eligible employees shall be covered by the Medical, Life Insurance and Long-term
Disability Insurance benefits described in paragraphs a, b, and c below. A. Medical
Insurance: 
Effective August 1, 2008 the Employer shall pay up to a maximum of one thousand
three hundred dollars ($1,300.00) for each employee who is compensated for eighty
(80)  hours  or  more  for  work  covered  by  this  Agreement,  regardless  of  Union
membership. Such employees shall be enrolled in the following benefit plan currently
provided by the Machinists Health & Welfare Trust Fund: 
Machinists H&W Plan 10 
Vision Service Plan 1 
Preventive Coverage 
During the term of this Agreement, the Employer agrees to increase their contribution
for each of the following years based on the average cost of the Port of Seattle's Family
Plans which will be averaged and that average increase will be added to the
contribution rate the Employer is responsible for as Section A. above through December
31, 2014.
Effective July 1, 2015 employees shall pay a $40.00 per month cost share of health and
welfare costs. 
Effective July 1, 2016 employees shall pay a $50.00 per month cost share of health and
welfare costs. 
Effective July 1, 2017 the Employer shall pay the full medical, vision, preventive
coverage and dental for each employee in the bargaining unit who is compensated for
eighty (80) hours or more for work covered by this Agreement, regardless of Union
membership. Such employees shall be enrolled in the following benefit plan currently
provided by the Machinists Health & Welfare Trust Fund: 

Machinists H&W Plan 10                                                              Formatted: No Spacing
Vision Service Plan 1 
Preventive Coverage 

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Effective July 1, 2017, through June 30, 2018, employees shall pay $50 per month cost share of
health and welfare cost.
Effective July 1, 2018, or upon ratification between the parties which-ever is later, and for the
duration of the agreement, employees shall pay $100 per month cost share of health and welfare
cost. 
If the benefits provided by the Machinists Health and Welfare Trust become subject to
an excise tax or other penalty, the parties agree to meet and discuss the impact. 
All payments to the Machinists Health and Welfare Trust Fund shall be paid on or
before the 15th day of the month following the month of employment. 
The Employer acknowledges receipt of and agrees to be bound by the Agreement and
Declaration of Trust, and any amendments thereto, covering the Machinists Health and
Welfare Trust Fund, and the Employer ratifies any action taken by the Board of
Trustees. The Health and Welfare Trust Fund shall always be maintained as a taxexempt
joint labor-management Trust Fund and administered in accordance with its
Agreement and Declaration of Trust and all applicable laws. The Employer accepts, as
its representatives, the Employer Trustees serving on the Board of Trustees of the
Health and Welfare Trust Fund and their duly appointed successors. Each Employer
agrees to abide by all rules and regulations as may be established by the Board of
Trustees pertaining to participation in the Health and Welfare Trust Fund. 
The Employer will continue to pay contributions for a regular employee who is off work
due to an industrial-injury for a maximum of six (6) months beyond the point in time
which the employee no longer qualifies under the above criteria for Employer provided
Health & Welfare benefits. 
Notwithstanding the forgoing provisions, if any employee should be disentitled to any
benefits under the Health and Welfare Plan by reason of the Employer's delinquency in
the payment of contributions, the Employer shall be liable to such employee in a civil
action for the full amount of the benefits which the employee lost, together with
reasonable attorney's fees and costs.   Acceptance or collection of delinquent
contributions by the Board of Trustees shall not absolve the Employer of this liability. 
B.     Life Insurance: 
On the first of the month following the date of hire, eligible employees and their
eligible dependents shall receive life insurance benefits in the amount of two (2)
times their annual base rate and their eligible dependents shall receive life
insurance benefits in such amounts and in such manner as are provided in
contracts with insurance companies or agencies selected by the Port to provide
such benefits. Employees shall also be covered by the Accidental Death and
Dismemberment policy provided by the Port. 
C.     Long-term Disability: 

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On the first of the month following the date of hire, eligible employees shall
receive long-term disability coverage. The eligibility and other conditions of
coverage are established with the insurance company or agency selected by the
Port to provide such benefits. 
ARTICLE 20 - PENSION PLAN 

Effective July 1, 2005, the Port shall pay the following amounts, per compensable hour, to the
Western Metal Industry Pension Trust Fund for each bargaining unit employee: 

July 1, 2012                  $7.96 and thereafter 
As a result of the Western Metal Industry Pension Fund's critical status for the plan year
beginning January 1, 2010 and as required by the Pension Protection Act, the Fund's Board of
Trustees adopted a Rehabilitation Plan consisting of a Preferred Schedule and a Default
Schedule.  The parties have agreed to adopt the Western Metal Industry Pension Fund
Rehabilitation Plan  Preferred Schedule.  The parties signed a MOU adopting the preferred
schedule on December 24, 2013, and by reference is made part of this document. 
Effective July 1, 2015, all bargaining unit members will contribute fifty dollars ($50) per month
toward the cost of the Western Metal Industry Pension Fund Rehabilitation Plan  Preferred
Schedule.   The fifty dollars ($50) per month, employee contribution shall be paid by payroll
deduction and shall cease when rehabilitation funds are no longer required by the Pension
Trust. 
Effective upon ratification between the parties, all bargaining unit members will contribute one
hundred dollars ($100) per month toward the cost of the Western Metal Industry Pension Fund
Rehabilitation Plan   Preferred Schedule.   The one hundred dollars ($100) per month,
employee contribution shall be paid by payroll deduction and shall cease when rehabilitation
funds are no longer required by the Pension Trust. 


ARTICLE 21 - DENTAL PLAN 
The Port shall pay each month into the Northwest I.A.M. Benefit Trust Fund the amount
necessary to fund Plan "125" for each employee who is compensated for eighty (80)
hours or more in the preceding month, for the purpose of providing a dental care
program for the employees covered by this Agreement. The Port agrees to increase its
contribution per employee at the time and in the amount determined necessary by the
Trustees of the Plan to maintain the present level of benefits. The details of the program
will be determined by the Board of Trustees of the Northwest I.A.M. Benefit Trust Fund
in accordance with the Trust Agreement creating the Trust Fund. The Port and the
Union agree to be bound by said Trust Agreement and all lawful amendments thereto,
and do further agree to accept as their representative the Employer Trustees and the
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Union Trustees who constitute the Board of Trustees of said Trust Fund and their lawful
successors. 
(a)     The contribution shall be paid to the Trust Fund by the 10th day of the month
following the month in which the contributions were earned. The Trust Fund will furnish
transmittal forms. 
(b)     The failure of the Port to make the required contributions may result in a
collection action by the Board of Trustees and, in such action, the Port
shall be obligated to pay liquidated damages, costs and attorney's fees, as
provided in the Trust Agreement 
ARTICLE 22 - FUNERAL LEAVE 
In the event of a death in the family (father, mother, wife, husband, domestic partner,
brother, sister, child or foster child, mother-in-law, father-in-law, stepchild, stepparent,
grandparent or grandchild), a full-time employee shall be entitled to such time off work,
without loss of pay, not to exceed three (3) days, as may be reasonably necessary to
attend the funeral and, if required on the part of the employee to make necessary
arrangements for the funeral, subject to the following conditions: 
(a)     The day for which compensation is sought must fall within the employee's
regularly scheduled workweek, and no compensation is payable if such
day falls on or during weekends, holidays, vacation, leave of absence, or
layoff. 
(b)     The employee must attend the funeral to be entitled to compensation. 
(c)     The compensable day (which must fall within the employee's regular
workweek) is limited to the day of the funeral or the day immediately prior
thereto. 
(d)     Pay for each compensable day shall be eight (8) hours at the regular
straight-time hourly rate. 
(e)     The  Port  may  require  reasonable  proof  of  funeral  attendance  or
responsibility for making arrangements for the funeral to support the claim
for compensation. 
(f)     Compensable funeral leave is limited to the relatives specified in this
Article. 
ARTICLE 23 - SICK LEAVE 

Eligible full-time regular employees shall accrue sick leave at the rate of 6 hours per
month (.03462 hours accrued per straight-time hour paid). Management may at any

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time require a physician's statement to justify validate use of sick leave as provided by
law. 
Unused sick leave shall accumulate in a bank of no more than one hundred and sixty
(160) hours. Sick leave shall be deducted from the bank on an hourly basis and may
only be used for regularly scheduled workdays (e.g., employees shall not receive sick
leave for holidays or overtime shifts). Accumulated sick leave shall be payable at the
employee's regular straight-time rate of pay. 
Upon termination, retirement or death, employees with at least five (5) years of
continuous service (or the employee's estate or designated beneficiary) may cash out
their sick leave bank (within the one hundred and sixty (160) hour limit) at 50% of the
then current rate of pay. 
Employees may use accrued sick leave in instances of non-job related employee illness
or injury or to care for a spouse, domestic partner, parent (or one who acted in loco
parentis when the employee was a child), sibling, parent-in-law or grandparent who has
a serious health condition or an emergency condition or to care for a child or stepchild
or foster child who has a serious health condition or an emergency conditionwith a
health condition that requires treatment or supervision or in instances required as
provided by law. 
Employees collecting Workers' Compensation temporary disability benefits may not
receive Sick Leave as herein provided; however, if such Workers' Compensation
benefits are less than the amount of sick leave otherwise provided, employees may, in
addition to the Workers' Compensation benefits, use accrued sick leave sufficient to
equal the amount of sick leave benefits that would otherwise have been received by
deducting from the bank the hours required to make up the difference. 
Absence from work must be called in to the Foreman/Crew Chief at least thirty (30
minutes prior to the start of shift. 
Leave without Pay: Lea ve without pay may be used for bona fide sick leave purposes
once all sick leave accruals are exhausted, not to exceed forty (40) hours per year. 
Leave without pay for pre-scheduled appointments, unless emergency in nature must
be requested five (5) days in advance. 
When the leave is for personal reasons, all vacation must be used before leave without
pay will be granted. Total leave without pay for any reason is not to exceed forty (40)
hours per year, with the exception of FMLA related absences. 



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Formatted: Font: Bold
ARTICLE 24  FAMILY MEDICAL LEAVE 

Family Medical Leave.  Family leave will be administered in accordance with current
Federal and State laws, and applicable Port policies. 
The Port shall comply with the requirements of the Washington Paid Family and Medical
Leave Act and shall have full discretion on meeting those requirements (e.g. Voluntary
Plan), which shall not be subject to the grievance procedure or to any other provision of
this Agreement or to negotiation by the Union. However, the Port agrees to provide
advance notice of how the Port intends to comply, and when and if there are any
changes to the Union. 


ARTICLE 24 25 - PAYROLL DEDUCTIONS 
Payroll deductions shall be made as specifically required by Federal, State, or Municipal
laws. In addition, the Port and the Union agree that payroll deductions for the
Machinists'  Credit  Union  and  Union  dues  may  be  implemented  if  appropriately
authorized by the employee in accordance with Port payroll procedures. 
Effective upon ratification by the parties, as a condition of employment, all employees
HIRED AFTER the ratification date, are required to participate in the Port's direct
deposit program for payroll purposes. 
ARTICLE 25 26 - APPRENTICES' WAGES 
1ST YEAR 
First 3 months      65% of Journeyman scale 
Next 9 months      73% of Journeyman scale 
2ND YEAR 
Full 12 months      77% of Journeyman scale 
3RD YEAR 
First 6 months      80% of Journeyman scale 
2nd 6 months      85% of Journeyman scale 
4TH YEAR 
First 6 months      90% of Journeyman scale 
Second 6 months   95% of Journeyman scale 

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Apprentices shall be governed by the standards set up by the Greater Puget Sound
Area  Automotive  Machinists  Apprenticeship  Committee  and  approved  by  the
Washington State Apprenticeship Council. 
Apprentices who receive credit for previous experience shall be paid upon entrance the
wage rate of the period to which such credit advances them. 
One Apprentice may be employed in any shop where a Journeyman is steadily
employed and one additional Apprentice may be employed for each additional four (4)
Journeymen employed. Apprentices will constitute the only employees learning the
trade, and shall be given every opportunity and encouragement to master it. 
The Port agrees to make payments into an Apprenticeship Training Fund not to exceed
$1.75 per month for each eligible employee who works eighty (80) hours or more in the
preceding month. Payments will be required as soon as the program is established by
Local 289 and other employer groups. 
ARTICLE 26 27 - COVERALLS 
All  coveralls  necessary  in  the  performance  of  their  work  shall  be  furnished  and
laundered by the Port, up to any combination of eleven (11) items (e.g., six (6) coveralls
and five (5) shirts and pants). 
ARTICLE 27 28 - RELIEF PERIOD 
Employees shall be entitled to a fifteen (15) minute relief period around the midpoint of
each half shift, having due regard for the continuity and nature of the work being
performed. 

ARTICLE 29  JOB RELATED COURSE WORK AND/OR TRAINING 

At the Port's discretion, the Port may provide compensation for job-related course work        Formatted: Font: Not Bold
or training. Effective July 1, 2018, members of the bargaining group will be eligible to           Formatted: Left
apply for Tuition Reimbursement pursuant to the Port's Employee Learning and
Development Policy (HR-12). 




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ARTICLE 28 30 - SPECIAL TOOLS, TOOL INSURANCE 
All special and heavy-duty tools required by the Port shall be furnished by the Port. The
tool kit generally furnished by journeymen shall not be classified as special tools. The
Port will reimburse employees for loss of required hand tools due to fire, proven theft, or
catastrophe on the Port's premises, less $25.00 on each loss. Claims will be honored
only for tools which have been listed on an appropriate inventory form and filed with the
Port. Employees shall notify management whenever they remove their tools from the
Port's premises. 
ARTICLE 29 31 - NON-DISCRIMATION 
It  is  mutually  agreed,  between  the  Port  and  the  Union,  that  there  shall  be  no
discrimination against any employee or applicant for employment or against any Union
member or applicant for membership because of race, color, religion, sex, age, national
origin, disability, or Vietnam era veteran status. 
Any use of the masculine gender in the language of this Agreement is intended to apply
to both sexes. 
The Port and the Union agree to take the necessary steps to remain in compliance with
the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act
(FMLA). It is further agreed that leave available under FMLA will not necessarily run
concurrently with other paid leave available under this Agreement. 
ARTICLE 30 32 - NO STRIKES 
The Port is a Municipal Corporation of the State of Washington. Under State law,
employees and labor unions do not have the right to strike or picket or engage in other
similar activities against a governmental unit such as the Port. Accordingly, the Union
recognizes the State law and agrees that neither the Union, the employees it
represents, its members, nor others acting for and on its or their behalf, will at any time
engage in any strike, picketing, stoppage of work, slow-down, or similar activity against
the Port, whether or not this Agreement is in effect. 
ARTICLE 31 33 - DEFERRED COMPENSATION 
As provided below in this Article, full-time employees shall be eligible for participation in
the Port of Seattle's Deferred Compensation Plan as revised December 8, 1981.
Eligibility  and  participation  of  said  employees  shall  be  subject  to  the  terms  and
conditions  of  such  plan  including  any  plan  amendments,  revisions,  or  possible
cancellation. It is further agreed that content of the plan itself, plan administration, and
any determinations made under the plan shall not be subject to any other provisions of
this Labor Agreement or to negotiation by the Union. 


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ARTICLE 32 34 - BUSINESS PARTNERSHIP COMMITTEE 
(1)     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. 
(2)     The Committee's mission or purpose is to use the collaborative problem-solving
process to make job enhancements, improve service levels, develop better work
practices, address health and safety concerns, find ways of keeping work inhouse
, develop training opportunities and learn from other companies to improve
the Port's maintenance operations. 
(3)     The Committee will be made up of two Port and two Union representatives, with
representation on each team from both waterfront and airport operations. The
Port's Labor Relations' staff will be available to assist the Committee. 
(4)     The Committee will not discuss pending grievances or interpret the Agreement. 
(5)     The Committee will meet within thirty (30) days of the signing of the Agreement
and on an as-needed basis thereafter to: 
determine Committee roles and responsibilities; 
develop ground rules (which may include the ground rules from collaborative
bargaining); and 
develop a work plan. 
(6)     The Port and the Union commit to provide sufficient resources to the Committee
so that it can adequately carry out its mission. 


ARTICLE 35 - NEW EMPLOYEE ORIENTATION                    Formatted: Font: Bold
Formatted: Font: Bold
Formatted: Font: Bold
New Employee Orientation: The Union, through a Union Member, Shop Steward, or
Union Representative shall at a mutually agreeable time with the employer have up to
thirty (30) minutes during the employer's new hire orientation program to meet with the
employee (s). 



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ARTICLE 33 36 - ENTIRE AGREEMENT 
(1)     This Agreement constitutes the entire agreement between the Port and the Union
and no oral statement shall add to or supersede any of its provisions. 
(2)     The Port and the Union acknowledge that during negotiations, each had the
unlimited right and opportunity to make proposals and bring forth past practices
related to subjects of collective bargaining. The results of those negotiations are
set forth in this Agreement. For the term of this Agreement, the Port and the
Union give up their right to oblige the other party to bargaining with respect to
any subject discussed in negotiations whether or not specifically referred to or
covered in this Agreement. 
ARTICLE 34 37 - DURATION OF AGREEMENT 
The provisions of this Agreement shall become effective July 1, 2013 2017, and the
term of this Agreement shall continue through June 30, 2017 2019. . This Agreement
shall remain in full force and effect from year to year thereafter, provided that either
party hereto may reopen this contract by giving the other sixty (60) days' notice in
writing prior to any anniversary date. Upon notice being given, the parties shall enter
into negotiations and the period from and after the giving of the notice shall be used for
negotiating a new agreement. The new agreement shall be effective the first day of July
unless mutually agreed to the contrary. 
DATED THIS ____________ DAY OF ______________________, 2015. 
PORT OF SEATTLE                     INTERNATIONAL ASSOCIATION 
OF MACHINISTS AND AEROSPACE 
WORKERS, AFL-CIO, 
DISTRICT LODGE NO 160, 
LOCAL LODGE NO. 289 
BY: ___________________________      BY: ____________________________ 

TITLE: _________________________      TITLE: BUSINESS REPRESENTATIVE 





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