COLLECTIVE BARGAINING AGREEMENT 
BY AND BETWEEN THE 
PORT OF SEATTLE 
AND 
INTERNATIONAL ASSOCIATION OF MACHINISTS 
AND AEROSPACE WORKERS, AFL-CIO, 
DISTRICT LODGE 160, LOCAL LODGE 289 (Parts Procurement) 
January 1, 2013  December 31, 2015 
ARTICLE                                    PAGE 
RECOGNITION, SCOPE AND HIRING .   1 
MANAGEMENT RIGHTS ..  2 
DISCHARGE OF EMPLOYEES ..  2 
SHOP STEWARDS ...  3 
SENIORITY .  3 
PAYMENT OF WAGES .  3 
SAFETY AND SANITARY CONDITIONS ..  4 
VISIT TO THE ESTABLISHMENT .   4 
GRIEVANCE PROCEDURE    4 
ARBITRATION   6 
SEPARABILITY AND SAVINGS CLAUSE   6 
PERSONS PROHIBITED ..  6 
HOURS OF WORK .  7 
RATES OF PAY ..  7 
ADDITIONAL SHIFTS   9 
CALL-IN TIME .  10 
OVERTIME ..  10 
LEARNING AND DEVELOPMENT .  10 
HOLIDAYS   10 
VACATIONS .  10 
HEALTH & WELFARE PLAN   10 
DENTAL PLAN .  12 
BEREAVEMENT LEAVE   13 
SICK LEAVE ..  13 
PAYROLL DEDUCTIONS   13 
UNIFORMS .  13 
RELIEF PERIOD   13 
NON-DISCRIMINATION  13 
NO STRIKES ..  14 
ENTIRE AGREEMENT .  14 
DURATION OF AGREEMENT   14 
ADDENDUM A  LEAVES ...  15 
APPENDIX A  WAGE RATES  27 
LETTER OF UNDERSTANDING . 28

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 14. 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 receipt, storage, delivery of parts, processing and procurement
of goods and services in compliance with established levels of authority and with Port
policy and procedures, and in accordance with historical jurisdiction, customs and
practices. These functions shall be performed in the Aviation Maintenance Department 
at the Distribution Center (DC) warehouse, or other assigned DC satellite locations.. 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. 
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,
date of hire, classification and rate of pay. 

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This Agreement shall apply to and cover employees as defined herein. 
A seniority employee is defined as 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 seniority employees and
probationary employees except as specifically hereinafter exempted for probationary
employees. 
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. 
ARTICLE 2 - MANAGEMENT RIGHTS 
Management Rights. Except as otherwise specifically provided in this Agreement, the
Company reserves the right to make all the decisions relating to the conduct of the
business, including by way of example and not by way of limitation, the following: 
The right to manage the business, to schedule the hours of work, to establish, modify or
change work scheduled, to direct and determine the size of the working forces including
the right to select, hire, promote and transfer employees, to periodically review
employees performance, to relieve employees from duty due to lack of work, to demote
and discipline, to terminate employees for just cause, and to determine training
procedures in accordance with policies established or to be established by the
Company. 
It is hereby agreed that the enumeration of the above-listed management rights shall
not be deemed to exclude other management rights not specifically enumerated. Any of
the rights, powers, functions or authority which the Company had prior to the signing of
this Agreement are retained by the Company, except for those rights, powers, functions
or authority which are specifically abridged or expressly modified by this Agreement.
This Section is not subject to grievance process. 
It is hereby agreed that any waiver or any breach of terms of this Agreement by either
party, or by an employee, shall not constitute a precedent in the future enforcement of
all the terms and conditions herein. 

ARTICLE 3 - 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
twenty four (24) hours thereof. 


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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. 
ARTICLE 4 - SHOP STEWARDS 
The Union shall inform the Port in writing of its selection of authorized Shop Stewards,
and the Port agrees to recognize the Steward so designated. 
Shop Stewards shall request and be allowed such reasonable time as is necessary to
investigate and process grievances in the shop arising under the terms of this
Agreement. 
ARTICLE 5 - 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 DC Warehouse and assigned locations. Seniority shall
also prevail in the selection of vacation assignments. Vacation request that have been
approved are final and cannot be reversed bv more senior vacation request. Seniority 
shall prevail in the selection of shift assignments when openings occur provided the
employee is capable of performing the work. 
Seniority for permanent positions shall date from day of hire into the bargaining unit, but
no seniority rights shall vest 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 seniority employee.  Probationary employees shall be paid the
probationary wage rate listed in appendix A during their probationary period. 
An employee shall lose seniority rights for any of the following reasons: 
a) termination for just cause, 
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 6 - 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. As
a condition of continued employment, all employees are required to participate in the
Port's direct deposit program for payroll purposes. 

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ARTICLE 7 - SAFETY AND SANITARY CONDITIONS 
Employees shall cooperate with management in the maintenance of a generally wellkept
distribution center, 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. In
addition the Port will provide seasonal clothing for weather as necessary 
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, the Port shall provide
employees a stipend of $100.00 for the purchase or repair of the ANSI approved
footwear each contract year. 
All injuries no matter how slight must be reported by the employee to the Lead
Supervisor or Manager on the day injury occurs. 
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 shall be compensated at his/her shift rate of pay for all time
required for treatments during employee's regular working hours. The employee must
make every effort to schedule doctor visits outside of normal working hours or as close
to the beginning or end of the employee's regular shift. 
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 8 - 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 9 - GRIEVANCE PROCEDURE 
For the purpose of this Agreement, the term "grievance" means any contractual dispute
between the Port and the Union; or between the Port and any employee concerning the

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effect, interpretation, application, claim of breach, or violation of this Agreement. All
grievances not filed 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 settled 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 manager of the department involved. The
manager must give his/her answer within five (5) calendar days. If no
satisfactory settlement is reached between the Shop Steward and the 
manager, then 
b) The Shop Steward shall within seven (7) calendar  days  call in a
representative of the Union who shall meet with the authorized Labor
Relations representative of the Port and Shop Committee, if any. 
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 resolved within ten (10) calendar 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) calendar 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. 

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ARTICLE 10 - ARBITRATION 
In the event a grievance or dispute is submitted to arbitration, the Union Representative
and the Employer or the Employer's representative shall select a single arbitrator
mutually acceptable. If they are unable to agree upon an arbitrator, they shall request
Federal Mediation and Conciliation Service to appoint a panel of seven (7) arbitrators,
and they shall alternately strike names from the list. The last name remaining shall be
the arbitrator. 
The decision of the arbitrator shall be final and binding upon the Union, the Employer
and the employee(s) involved. 
The arbitrator shall not have the power or authority to add to, subtract from, or modify
the terms of this Agreement. 
The arbitrator shall render his decision promptly after the hearing date. The arbitrator's
fees and expenses shall be shared equally by the parties. 
Any period of time specified herein shall not include time on any Saturday, Sunday, or
holiday unless specifically provided otherwise herein. 
ARTICLE 11 - SEPARABILITY AND 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 12 - PERSONS PROHIBITED 
Only bargaining unit 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 jurisdiction of Port
employees who are not members of Local #289. All other persons are prohibited from
performing such work except as provided below: 
(a)    Work that is performed outside of Port-operated facilities, Aviation
Maintenance Department at the Distribution Center (DC) warehouse, or
other assigned DC satellite locations, referenced in theRecognition
Clause. 
(b)    Work performed within Port-operated facilities that is of a temporary or an
emergency nature, or where demonstrations or instructions are provided.
The Port has the right to contract such work within the Port's facility. 
(c)    Veteran's fellows performing bargaining unit work through the Port of 
Seattle Veteran's Fellowship Program for a period of six months or less. 

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ARTICLE 13 - HOURS OF WORK 
Normal Workweek  The normal workweek (forty (40) hours) shall be defined as five (5)
consecutive eight (8) hour days (5x8) or four (4) consecutive ten (10) hour days (4x10)
within a standard week of Sunday through Saturday, exclusive of the unpaid thirty (30)
minute meal period. Employees are guaranteed one weekend day, either a Saturday or
a Sunday during two (2) or three (3) day rest period. If the Employer wishes to
discontinue the four/ten (4x10) schedule, the Employer agrees to provide the affected
employees the maximum notice possible, but not less than a minimum of fourteen (14)
calendar days notice shall be provided prior to resuming five eight (5x8) schedule. 
Paid leave shall be paid according to the hours of the employees regularly scheduled
workweek. 
When work requirements exceed the normal level on a temporary or emergency basis,
said work may be performed by a Port contractor on Port operated facilities. 
Selection Day: One time per year, in January, the employees will be allowed to select
their choice of work schedule and shift by seniority. 
ARTICLE 14 - RATES OF PAY 
a)    Wage Rate Schedule 
Wage scale is attached as Appendix A. The employee's base wage rate will be
minus the premium, and then premium added for work preformed at that higher
rate. 
b)    Classifications and Premiums 
Lead Inventory Clerk - all duties and responsibilities of Lead Inventory Clerk are
contained in the job analysis. 
Working Leads shall receive five percent (5%) premium. 
Working Leads assignments shall be made at the discretion of the Port. 
DC Inventory Specialist 
All duties and responsibilities of DC Inventory Specialist are contained in the job
analysis.
Forklift Training - During hours of Forklift training the instructor shall be paid a
premium of five percent (5%). Forklift training shall be pre-scheduled and preapproved
by DC Management. 

c)    Temporary Assignments: 

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An employee whom management has temporarily assigned to be a lead 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 and; 
The employee worked at least thirty (30) days prior to the holiday, sick or
vacation leave as an acting or temporary lead and upon return from holiday, sick
or vacation leave will resume the acting or temporary lead. 
When an employee is assigned to fill in for a non-bargaining unit employee
(supervisor), they shall receive a ten percent (10%) premium. This shall apply
when the supervisor is sick or on vacation and the employee is filling in for the
supervisor. 
d)    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. 
e)    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. 


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(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. 
ARTICLE 15 - ADDITIONAL SHIFTS 
Starting times for shifts scheduled by the Port shall conform to the following: 
First Shift                    5:00 a.m. to 9:00 a.m. 
Second Shift              11:00 a.m. to 5:00 p.m. 
Third Shift                  10:00 p.m. to 12:00 midnight 
4/10 First Shift               6:00 a.m. to 9:00 a.m. 
4/10 Second Shift           11:00 a.m. to 3:00 p.m. 
Effective upon ratification, 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 16 - CALL-IN TIME 
The Port shall guarantee two (2) hours call-in time at double the employee's shift rate of
pay for emergency unscheduled call-ins. 
ARTICLE 17 - OVERTIME 
All overtime shall be pre-approved in writing by the logistics manager or designee. Time
and a half (1x) shall be paid for all work performed on employee's normal two (2) day
or three (3) day rest period between workweeks. All hours compensated over forty (40)
hours in one week will be paid for at the rate of time and one-half (1x). All hours
worked in excess of the regular eight (8) hours in one (1) day up to eleven (11) shall be
paid for at the rate of time and one half (1x). 
For the 4/10 shift all hours in excess of the regular ten (10) hours shall be paid at time
and one half (1x). For 4/10 shifts, work in excess of thirteen (13) hours shall be paid at
double time. 
The most senior employee has the right of first refusal for overtime, except for shift
extensions related to an ongoing project or assignment. The Port reserves the right
when no volunteers are available to assign overtime by reverse seniority and skill.. The
most junior employee able to complete the work will be required to work the overtime.
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. 


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ARTICLE 18  LEARNING AND DEVELOPMENT 
The Port is committed to providing employees learning and development opportunities
where possible. Employees interested in pursuing development outside of training
specified and directed by management shall work with management to draft an agreed
upon development plan. 
ARTICLE 19 - HOLIDAYS 
See Addendum A 
ARTICLE 20 - VACATIONS 
See Addendum A 
ARTICLE 21 - 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. 
Employees making contributions which maintain continuity of coverage for one or both
types of benefits will be treated as though they have continued to work for purposes of
eligibility for Hospital-Surgical-Medical benefits, or for the type of benefit for which
continuity of coverage is maintained if it is maintained for only one of the two types of
benefits. 
a)    Medical Insurance: 
.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. This maximum shall include health and welfare benefits,
vision services, and preventative care. 

If at any time during 2011 these rates are less than the monies necessary to fund the
Machinists Health and Welfare Benefits listed below  the employees shall be
responsible for the increased cost. The Trust shall notify the Employer immediately of
any monthly increase to the Trust Plan. The parties agree that any increase exceeding
the employer maximum monthly contribution  will be offset by a monthly payroll
deduction equal to the amount exceeding the cap.

BENEFIT                     June 2013 COST 
Machinist H &W Plan 10              $1,430.03 

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Vision Services Plan 1                  $ 11.81 
Preventative Care                     $ 50.69 
TOTAL                     $1,492.53 

All payments to the Machinists Health and Welfare Trust Fund shall be paid on or
before the 10th 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: 
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

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coverage are established with the insurance company or agency selected by the
Port to provide such benefits. 
The Port shall continue to pay the PERS contribution per Port policy. 

Deferred Compensation: Effective upon ratification, 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 22 - 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
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 23 - BEREAVEMENT LEAVE 
See Addendum A 
ARTICLE 24 - SICK LEAVE 
See Addendum A 


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ARTICLE 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 deductions for the Machinists' Credit
Union, MNPL, Guide Dogs of America, and Union dues may be implemented if
appropriately authorized by the employee in accordance with Port payroll procedures. 
ARTICLE 26 - UNIFORMS 
All uniforms or specified wearing apparel necessary in the performance of their work
shall be furnished, laundered, or cleaned by the Port at no cost to the employee. 
ARTICLE 27 - 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 28 - NON-DISCRIMINATION 
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 29 - 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 30 - ENTIRE AGREEMENT 
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. 


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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 31 - DURATION OF AGREEMENT 
The provisions of this Agreement shall become effective, January 1,  2013 except as
otherwise provided herein, and the term of this Agreement shall continue until 
December 31, 2015. 
The parties agree to begin bargaining a successor collective bargaining agreement no
later than November 2015. 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. 
DATED this ______________ day of ________________________, 2013. 

PORT OF SEATTLE              INTERNATIONAL ASSOCIATION 
OF MACHINISTS AND AEROSPACE 
WORKERS, AFL-CIO, 
DISTRICT LODGE NO 160, 
LOCAL LODGE NO. 289 

BY: ___________________________    BY: ____________________________ 
Tay Yoshitani, Chief Executive Officer       Dan Morgan , Business Representative 
Port of Seattle                        IAM District 160, Local 289 







Page 14

ADDENDUM A 
LEAVES 
Details: 
A. Purpose: 
To provide a leave program with an equitable system of handling requests for leave with
pay and reasonable amounts of leave without pay to employees in eligible nonrepresented
and represented positions. In all cases, compensated leave will be charged
or paid according to the employee's work schedule. 
B. Scope: 
1. Holidays: Port Designated Holidays for 2011, 2012 
a. Ineligible Employees: Unless hired and actively working at least 30
calendar days prior to a holiday. 
b. Eligible Employees: Holidays for Eligible Employees shall be 
handled as follows: 
(1) Employees on a Monday Through Friday Work 
Schedule: When a holiday falls on a Sunday, the following 
Monday will be considered the holiday. When a holiday 
falls on Saturday, the preceding Friday will be considered 
the holiday. 
(2) Employees Working in a Seven Day Operation: When 
the actual holiday falls on a Saturday or Sunday, the actual 
holiday will be considered "the official holiday" for those 
employees scheduled to work that day, not the designated holiday
date on the preceding Friday or following Monday. 
2. Compensated Leave During Periods of Illness: 
a. Extended Illness Leave: 
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). Part-time employees accrue a proportional share of up to a half-day
per month, depending on the number of straight-time hours actually
worked. Extended Illness leave may accumulate with no maximum limit. 
In the event of illness, Extended Illness leave up to the accrued balance
may be used after employment of at least 30 days. Exempt employees

Page 15

who work less than their regularly scheduled hours in a pay period shall
use EI for situations that are consistent with the provisions of this section. 
Extended Illness leave can be used for instances of employee or
immediate family member illness, injury or disability.  Extended Illness
leave can also be used for an employee's preventive health care
appointments. "Preventive health care appointments" are limited to an
employee's annual physical, dental, vision and cancer screening
examinations. 
Immediate family shall be defined as spouse or domestic partner and the
parents or children of the employee, spouse or domestic partner. For the
purpose of the benefits provided by the leave procedure , an employee
and a spouse or domestic partner must complete an Affidavit of
Marriage/Domestic Partnership which requires them to declare that they: 
(1) Share the same regular and permanent residence. 
(2) Have a close personal relationship. 
(3) Are jointly responsible for basic living expenses. 
(4) Are not married to anyone. 
(5) Are each 18 years of age or older. 
(6) Are not related by blood closer than would bar marriage in the
State of Washington. 
(7) Were mentally competent to consent to contract when the
domestic partnership began. 
(8) Are each other's sole domestic partner and are responsible for
each other's common welfare. 
In  special  circumstances,  Human  Resources  and  Development 
Management may include others in this definition. 
In the instance of employee illness, injury or disability, Extended Illness
leave may be used only after the equivalent of two working days of
absence over the course of three consecutive workdays. The first two
working days will be charged to Paid Time Off (PTO) accounts. However,
Extended Illness leave may be used immediately for in-patient
hospitalization; workers compensation injuries or illnesses; approved
Family and Medical Leave Act leave related to a medical condition of an
employee or an eligible family member; illness, injury or disability of an
immediate family member under the Washington Family Care Act; illness,
injury or disability of a probationary employee; preventive health care

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appointments; or if PTO is exhausted. Intermittent leave (with no more
than 15 days between absences) caused by the same medical condition
may be charged to Extended Illness without using the equivalent of two
working days of PTO at the start of each subsequent absence. 
Management may at any time require a physician's statement to justify
use of Extended Illness 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. 
b. Long-Term Sick Leave (LTSL): 
This account applies only to employees with sick leave accounts greater
than 60 days prior to adoption of Resolution No. 2921 on June 23, 1984.
LTSL will not result in compensation unless approved for use in the
following ways: (1) LTSL may be used by employees when absence due
to their own illness has exhausted their Extended Illness account. (2) In
the event an immediate family member as defined in Section 2.a. above
suffers a serious illness which requires the employee to be absent for four
or more days, use of LTSL may be approved under procedures outlined
below. 
Approving LTSL for a family member's illness requires a request from the
employee's  manager  to  Human  Resources  and  Development
Management confirming that the employee's situation qualifies for use of
LTSL. Upon approval, Human Resources and Development activates a
Request for Personnel Action form to Accounting. If the employee's
absence due to family illness is less than four days, it is charged to regular
Paid Time Off or Extended Illness leave. When time logs are due and it is
too soon to know how long the absence will be, it should be charged to
regular Paid Time off or Extended Illness leave. If the absence is four or
more days, the charges are to be corrected following approval of the
request as described above. LTSL cannot be authorized on time logs
alone. 
c. Disability Case Management: 
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), workers
compensation, and long term disability insurance. 

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3. Paid Time Off: 
a. Accrual Rates Depend on Length of Employment: 
Paid Time Off (PTO) is earned at varying rates based upon tenure and
straight-time hours worked. The number of earned PTO days shown
below are is based on full-time, straight-time hours paid (75 or 80 hours
per pay period). Part-time employees earn a proportional share of hours. 
(1) 19.6 days (Up to 147.0 or 156.8 hours) may be earned annually
between the start of employment and the end of the third year
(.07538 hours accrued per straight-time hour paid). 
(2) 24.6 days (Up to 184.5 or 196.8 hours) may be earned annually
between the beginning of the fourth year and the end of the
seventh year (.09462 hours accrued per straight-time hour paid). 
(3) 27.1 days (Up to 203.3 or 216.8 hours) may be earned annually
between the beginning of the eighth year and the end of the 11th
year (.10423 hours accrued per straight-time hour paid). 
(4) 29.6 days (Up to 222.0 or 236.8 hours) may be earned annually
between the beginning of the 12th year and the end of employment
(.11385 hours accrued per straight-time hour paid). 
b. Accumulating and Taking Paid Time Off: 
It is the Port's policy that all 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 the probationary period and following management approval
of a request made at least one week in advance. Some work units or
sections may require more or less notice. Employees' requests receive
consideration based in part on the date of the request. 
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 1,100
hours in 2008. 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 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

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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: 
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: 
Employees may cash-out any amount of their accrued Paid Time Off 
hours, provided the employee has a minimum balance of two work weeks
of Paid Time Off 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. 
4. 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. 
b. Paid Time Off: 
Upon termination, an eligible employee who is not a probationary
employee 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 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. 
A probationary employee who terminates active employment before
satisfactorily completing the probationary period 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

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authorization is received from Human Resources and Development
Management. 
5. Other Paid Leave: 
a. Bereavement Leave: 
At the discretion of the employee's manager employees who have been
employed for at least 30 days of uninterrupted service may receive from
one to five working days of leave per bereavement. Such leave shall not
result in compensation for more than the number of straight-time hours in
any normal work week. Bereavement leave may be granted for the death
of immediate family members as defined in Section 2.a. above, as well as
the death of an employee's sibling, grandparent or grandchild; the sibling,
grandparent or grandchild of an employee's spouse or domestic partner;
or a sibling's spouse or domestic partner. In special circumstances,
Human Resources and Development Management may include others in
this definition. Individual circumstances such as the distance to the funeral
and the extent of employee involvement with the arrangements for the
deceased shall be considered in determining the number of days to be
granted an employee and whether the leave is taken consecutively. 
b. Shared Leave: 
The Port of Seattle Shared Leave Program is designed to allow
employees to come to the aid of fellow Port employees who are suffering
from an extraordinary or severe illness, injury, impairment, or physical or
mental condition which is not related to a Workers' Compensation claim
and has caused, or is likely to cause, the employee to take leave without
pay or terminate his or her employment. This includes the first six to eight
weeks of maternity leave (up until the physician releases the mother to
return to work). It may also include time off needed by the employee to
care for a child, spouse or domestic partner, or parent who is suffering
from an extraordinary or severe illness, injury, impairment, or physical or
mental condition. "Severe" or "extraordinary" condition is defined as
serious, extreme, chronic and/or life threatening. 
Requests for Shared Leave will be generated by the employee or his or
her work unit and management in consultation with Human Resources
and Development. Shared Leave hours are given to address a specific
medical condition for a specific employee. Shared Leave hours which
have not been used for six months will be returned to the donors' accrued
leave balances on a pro-rata basis unless Human Resources and
Development management authorizes an extension to the six-month
period. Shared Leave hours may not be "banked" or used for reasons
other than the original cause for the donations. Shared Leave hours are
not payable to an employee's estate and cannot be cashed out. 

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An employee may donate any amount of Paid Time Off or Extended
Illness hours, provided the employee retains a minimum balance of two
work weeks of PTO and/or EI accruals for his or her own use. However, it
is not the intention of the Shared Leave program to allow employees who
are terminating their employment with the Port to donate their unused EI
upon their termination. Donations of PTO and/or EI are not tax-deductible
for the donor. 
Shared Leave will be paid at the recipient's own rate of base pay. For
example, a recipient who earns $20 per hour and receives 4 hours of PTO
from a donor who earns $15 per hour will be eligible to use the 4 hours of
donated PTO at $20 per hour. 
All Shared Leave must be given voluntarily. No employee shall be
coerced, threatened, intimidated or financially induced into donating
leave. It is not the intent of the Shared Leave program to allow employees
who are terminating their employment with the Port to donate their unused
Extended Illness upon their termination. 
Employees will accrue Paid Time Off and Extended Illness hours on
Shared Leave hours paid. Paid Shared Leave hours will be reported as
taxable income on the recipient's Form W-2. Shared Leave must be
recorded on time logs using the appropriate time reporting code. It is the
responsibility of the recipient employee or the employee's designee to
coordinate with the Benefits staff in Human Resources and Development
to track the employee's available Shared Leave balance. Shared Leave is
not subject to PERS or LEOFF contributions, and service credit for
pension calculations will not accrue on Shared Leave hours. 
6. Paid Leave Administration During Disability Periods: 
a. Non-Work Related Disabilities: 
Employees are required to exhaust accumulated balances of Extended
Illness, Paid Time Off, and long-term sick leave before LWOP may be
approved. If an employee is eligible to file a claim for Long Term Disability
(LTD) insurance benefits, Extended Illness accruals must be exhausted
before LTD benefits are approved. Once LTD benefits are approved, an
employee must use any remaining Paid Time Off on either a full-time
basis or at a reduced rate. 
b. Supplemental Pay During Workers Compensation Time Loss Periods: 
An employee may use Extended Illness leave during approved workers'
compensation time-loss periods to supplement time loss payments.
Extended Illness supplements will be paid in amounts sufficient to bring
the total pay up to the normal bi-weekly rate when possible. When
Extended Illness leave is exhausted, Paid Time Off leave may be used in

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the same manner as described for Extended Illness leave to bring total
pay up to the normal bi-weekly rate when possible. Employees may not
use Extended Illness or Paid Time Off leave that exceeds supplementing
the difference between their Temporary Total Disability (TTD) benefits,
Loss of earning power (LOEP) benefits and their regular straight-time hour
wages. 
If an employee is eligible to file a claim for Long Term Disability (LTD)
insurance benefits, the employee is not required to exhaust Extended
Illness accruals before LTD benefits are approved. 
7. 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. Unless LWOP
is requested in conjunction with Paid Time Off, requests for LWOP may not be
approved until all appropriate paid leave accruals are exhausted. If the leave is
for personal reasons, all Paid Time Off must be exhausted. If the leave is due to
a medical condition, all Extended Illness, long-term sick leave, and Paid Time Off
leave must be exhausted. 
If LWOP is requested in conjunction with Paid Time Off, compensation may be
arranged to be paid over the entire leave period 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. 
Suspensions or unpaid time for disciplinary reasons will result in LWOP while an
employee still has payable leave balances. 
If no Paid Time Off or an insufficient amount of Paid Time Off to satisfy benefit
eligibility requirements is used in conjunction with the LWOP, all insurance
coverage will end the last day of the month in which the LWOP begins, unless
the LWOP is related to a medical disability. (See Section 7.a.(2) for information
about LWOP due to a medical disability.) The employee may elect to self-pay for
insurance coverage(s) in accordance with the provisions of the applicable
insurance contract and the Consolidated Omnibus and Reconciliation Act of 1985
(COBRA). 
a. 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: 

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(1) Personal Leave Without Pay: 
A request for time off the job without pay for non-military or nonmedical
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 Paid Time Off 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 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 the requested leave on the operational
efficiency of the department. 
(d) The employee's contribution to the organization. 
A personal leave without pay where 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 accommodate the employee's request
may authorize up to a six week LWOP if the employee's
performance and attendance are satisfactory. 
(2) 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. Such absences may be covered by the
Family and Medical Leave Act (FMLA). 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.
Any non-represented employee may be granted up to six months
leave for job-related disabilities. When disability conditions continue
into the fifth month since the first day of unpaid leave, the
department director, Disability Case Management Team, and

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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. 
Following FMLA leave, insurance coverage will end as follows: (a)
For an employee who has less than five years of service
immediately preceding his or her disability, coverage for all
insurance benefits is provided through the end of the month in
which the 30th day of leave without pay status occurs, and (b) For
an employee who has five or more years of service immediately
preceding his or her disability; medical, dental and life insurance
benefits will be provided through the end of the month in which the
sixth month of leave without pay status occurs. The employee may
elect to self-pay for insurance coverage(s) in accordance with the
provisions  of  the  applicable  insurance  contract  and  the
Consolidated Omnibus and Reconciliation Act of 1985 (COBRA). 
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. 
b. Special Leave Without Pay Considerations: 
(1) Retirement system service credits do not increase while an
employee is on leave without pay since the Retirement Board
counts service only for months in which direct payroll compensation
is received. 
(2) Unpaid Leave of Absence Exceeding Maximum Time Period: 
Personal unpaid leave in excess of six weeks and unpaid 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. 
(3) Leave Without Pay for Probationary Employees: 

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It is not the intent of this procedure to permit medical leave without
pay up to six months or personal leave without pay up to six weeks
for probationary employees. The determination shall be made at
the discretion of the employee's manager as to whether or not
medical leave of up to six weeks in duration, which is hereby
established as maximum allowed for probationary employees, is
appropriate or practical. To qualify for a medical leave of up to six
weeks, the employee must be under a doctor's care, and the
attending physician must have certified that a disability exists. An
estimated return date shall also be required from the physician. 
Personal leave without pay shall not be encouraged for 
probationary employees; however, such leave up to two weeks in
length may be granted at the discretion of the employee's manager
for absence required under extenuating circumstances. If the
authorized personal leave is in excess of two weeks, the
probationary period shall be extended by the time period in excess
of two weeks. 
(4)During a Leave Without Pay Extending Beyond 30 Calendar
Days: 
A personnel action form shall be submitted by the employee's
department for any leave without pay that will extend beyond 30
days. Employees on unpaid leaves in excess of 30 calendar days
shall be on inactive payroll status; employees on paid leave shall
be on active status. 
Any employee seeking or requiring an unpaid leave of more than
30 days should check prospectively with the Benefits section
regarding continuance of insurance coverage. It may be necessary
for the employee to pay for part or all of the premiums for insurance
benefits he or she wishes to continue without interruption. The
Port's premiums for any insurance benefits the employee waives
during a period of leave without pay will be paid by the Port
beginning the first day of the month following return from such
approved leave. The employee is responsible for paying his or her
share of the premium, if any. If the employee returns on the first
working day of a month, Port-paid insurances will resume the first
of that month. When an employee elects not to pay the premiums
for one or all insurance benefits, a signed affidavit from the
employee is required stating which coverage's are not desired
during the leave. The employee makes this decision at the time the
leave is being arranged. 
(5) When a Leave Without Pay is Completed: 


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When the employee returns to work within the agreed upon time
allowance, a personnel action form is submitted by the employee's
department placing that employee back on active employment
status if the employee's leave was greater than 30 days. 
If any general, across the board salary adjustments occurred during
the leave, the employee's pay record will be adjusted accordingly
for such employee by the employee's department. 
If an employee does not return within the agreed time and does not
notify the Port of the reason nor request an extension, a termination
personnel action form shall be prepared by the employee's
department following final communication with the employee and
concurrence between the employee's manager and Human
Resources and Development Management. 

APPENDIX A: WAGE RATES

Number of   January 2010  January 2011  January 2012  One time cash
Employees    Hourly Rate    Hourly Rate    Hourly Rate     pay out 
1           28.67         28.67          TBD         $500.00 
1           24.88         24.88          TBD         $500.00 
1           24.13         24.13          TBD         $500.00 
2           22.97         23.10          TBD         $500.00 
1           22.34         23.10          TBD           $0 
1           22.32         23.00          TBD           $0 
1           21.46         22.90          TBD           $0 
2           21.36         22.90          TBD           $0 
Total: 
10 employees 
Probationary                  22.20         TBD          $0 
Rate 


Effective January 1, 2013, the DC Inventory Specialist hourly rate of $23.75 will be
increased by three percent (3.0%) to $24.46 per hour. Effective upon ratification of the
contract, provide a nine hundred and fifty dollar ($950) one-time cash payout to Jonnie
Smith and Deborah Gutierrez and a seven hundred dollar ($700) one-time cash payout
to Victor Palanca for the first year of this agreement. 


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Effective January 1, 2014, the base wage rate of the DC Inventory Specialist ($24.46
per hour only) 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, covering the period October 2012-October 2013. In lieu of a percentage
increase on their base wage, provide the value of a COLA tied to the lowest pay grade
classification in the bargaining group (the eight DC Inventory Specialists) in a one-time
cash payout to Jonnie Smith, Deborah Gutierrez and Victor Palanca. As a condition for
receiving the one-time cash payout, employees must have been employed with the Port
of Seattle through June 2014 and will receive the one-time cash payout the first pay
period in July 2014. 
If the COLA increase for the DC Inventory Specialist ($24.46) exceeds the pay rate of
any of the employees receiving a one-time cash payout, that pay grade of the employee
receiving the one-time cash payout will be increased to that pay rate resulting from the
COLA increase. In addition, rather than receiving the full annual COLA value increase
in a one-time cash payout, the employee within that pay grade shall receive a one-time
cash payout equivalent to the difference between the total annual COLA minus the
annual sum of their hourly rate increase.
Effective January 1, 2015, the base wage rate of the DC Inventory Specialist (the lowest
pay grade) 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, covering the period October 2013-October 2014. In lieu of a percentage
increase on their base wage, provide the value of a COLA tied to the lowest paid grade
classification in the bargaining unit (the eight DC Inventory Specialist) in a one-time
cash payout to Jonnie Smith, Deborah Gutierrez and Victor Palanca  As a condition for
receiving this one-time cash payout, employees must have been employed with the Port
of Seattle through June 2015 and will receive the one-time cash payout the first pay
period in July 2015. 
If the COLA increase for the DC Inventory Specialist (the lowest pay grade) exceeds the
pay rate of any of the employees (pay grade) receiving the one-time cash payout, that
pay grade will be increased to that pay rate resulting from the COLA increase in lieu of
the employee receiving a one-time cash payout. 






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LETTER OF UNDERSTANDING 
TO THE 
AGREEMENT 
BY AND BETWEEN 
PORT OF SEATTLE 
AND 
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS 
AFL-CIO, DISTRICT LODGE NO. 160, LOCAL LODGE 289 

THIS LETTER OF UNDERSTANDING is supplemental to the Agreement by and
between the Port of Seattle, hereinafter referred to as the "Employer" and the
International Association of Machinists and Aerospace Workers, AFL-CIO, District
Lodge 160, Local Lodge 289 representing the Parts Procurement Department,
hereinafter referred to as "Union". 
This Letter of Understanding will confirm the Employer and the Union agreed to the
following during negotiations: 

ARTICLE 14  RATES OF PAY 
A. In order to maintain his significantly higher hourly rate, Victor Palanca shall cover
or assist with supervisory duties as needed without an additional premium. 
B. This Memorandum of Understanding shall sunset at the end of the current
contract. 

DATED this ______________day of__________________________, 2013. 

Port of Seattle                         International Association of Machinists & 
Aerospace Workers, AFL-CIO, 
District Lodge 160, Local Lodge 289 

By: ______________________________   By: ____________________________ 
Signature                       Signature 

_________________________________ _______________________________ 
Title                                 Title 


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