Attachment Resolution No 3686 SIGNED for Special Meeting held Nov 19, 2013 1:00PM at SEA

Resolution No 3686 SIGNED

POrt_
of Seattle

2014

SALARY & BENEFIT

RESOLUTION NO. 3686

Effective January 1, 2014

INDEX

RESOLUTION NO. 3686 Page No.

I. DEFINITIONS
...................................................................................................................
1

II. RETIREMENT SYSTEM ELIGIBILITY
......................................................................
3

III. ESTABLISHING JOBS, PAY GRADES, AND SALARY RATES AND RANGES...3

A. Salary Ranges........................................................................................................... 3
B. Amending Authorized Jobs, Pay Grades, and Salary Ranges .................................5
C. Salary Rates, Ranges, and Allowances for Non-evaluated Jobs ..............................5
1. High School, College, Graduate or International Intern Positions .............. 5
2. Chief of Police, Fire Chief, Deputy Chief of Police, Assistant Fire Chief..5
3. Veterans Fellow Positions
............................................................................
5

IV. ESTABLISHMENT AND ADMINISTRATION OF JOB
EVALUATION SYSTEM
.................................................................................................
5

FILLING VACANT POSITIONS AND TRANSFERRING POSITIONS
AND/OR EMPLOYEES
....................................................................................................6

A. Authorized Positions
................................................................................................
6
B. Selection Criteria
.....................................................................................................
6
C. Internal Internships
..................................................................................................
6

VI. ESTABLISHMENT AND ADMINISTRATION OF SALARIES,
ALLOWANCES AND ADJUSTMENTS
........................................................................
6

A. New Hires
................................................................................................................
6
B. Pay for the Chief Executive Ofcer.........................................................................6
C. Pay for Performance and Special Adjustment Administration ................................7
D. Promotional Increases
..............................................................................................
7
E. Six-Month Increases
................................................................................................ 7
F. Completion of Probation Increases .......................................................................... 7
G. Administering Salary Increases or Allowances for Positions Which
Fall Outside Ranges
.................................................................................................
8
H. Temporary Assignments .......................................................................................... 8
I. Payment for Relocation Costs.................................................................................. 8
J. Interns
......................................................................................................................
8

VII. ADMINISTRATION OF PAY PRACTICES
.................................................................9
A. Conversion of Salary Rates
......................................................................................9
B. Authorized Flextime and Alternative Work Arrangements for FullTime
Employees ................................................................................................................9
C. Extra Compensation
.................................................................................................
9
1. Overtime
......................................................................................................
9
2. Shift Differential
........................................................................................
10
3. ICT Stand-by Pay
.......................................................................................
11

D. Payroll .......................................................................................................................... 11

VIII. ADMINISTRATION OF BENEFIT PROGRAM
........................................................
11

A. Authorization to Amend Benet Program
.............................................................
11
B. Basic Benets Provided for Non-represented Employees
.....................................
11
1. Social Security (FICA) Insurance
..............................................................
11
2. Industrial Insurance or Other Duty Disability Benets
.............................
11
3. Unemployment Compensation................................................................... 12
4. Military Leave ............................................................................................ 12
5. Holidays ..................................................................................................... 12
a. Ineligible Employees ..................................................................... 13
b. Eligible Employees ........................................................................ 13
C. Benets Provided Eligible and DRS-retired Employees
.......................................
15
1
.
Retirement
..................................................................................................
15
2. Compensated Leave ................................................................................... 16
a. Civic Duty Leave
...........................................................................
16
b. Extended Illness Leave
..................................................................
16
c. Bereavement Leave
........................................................................
17
d. Paid Time Off
................................................................................
l7
(1) Scheduling of Paid Time Off............................................. 17
(2) Limits on Accumulating Paid Time Off
............................
17
(3) Rates ofAccrual
.................................................................
18
(4) Cash Out Option
................................................................
18
(5) Payment for Accrued PTO at Termination ........................ 18
(6) Payment for Accrued PTO upon Death ............................. 19
e. Awarded Time
...............................................................................
19
f. Shared Leave
..................................................................................
19
g. The Family Care Act (FCA) of2002
.............................................
l9
3. Family and Medical Leave Act (FMLA) of 1993 ...................................... 19
4. Insurance Benets for employees
..............................................................
19
a. Medical Insurance for Employees
.................................................
20
b. Medical Insurance for Dependents of Employees
.........................
20
c. Life Insurance for Employees and Dependents
.............................
20
(1. Long Term Disability Insurance for Employees ............................20
e. Dental Insurance for Employees
....................................................
21
f. Dental Insurance for Dependents of Employees
5. Insurance Benets for Port Commissioners
..............................................
21
a. Medical Insurance for Commissioners
..........................................
21
b. Medical Insurance for Dependents of Commissioners
..................
22
c. Medical Insurance Premium Reimbursement for Commissioners 22
d. Life Insurance for Commissioners
.................................................
22
e. Dental Insurance for Commissioners
.............................................
22
f. Dental Insurance for Dependents of Commissioners
.....................
23
g. Dental Insurance Premium Reimbursement for Commissioners...23

IX. ADMINISTRATION OF SPECIAL PROGRAMS
...........................................................23

X. ADNIINISTRATION OF RETIREE MEDICAL AND RETIREE LIFE BENEFIT
PROGRAMS
...................................................................................................................
23
A. Authorization to Amend Retiree Medical and Retiree Life Benet Programs
......
23
B. Eligibility Requirements for Retiree Medical Benets .........................................24
C. Eligibility Requirements for Commissioners for Retiree Medical Benets ..........24
D. Eligibility Requirements for Dependents for Retiree Medical Benets ................24
E. Eligibility Requirements for Retiree Life Insurance ..............................................24

XI. EFFECTIVE DATE
............................................................................................................
24

RESOLUTION NO. 3686

A RESOLUTION of the Commission of the Port of Seattle
Establishing Jobs, Pay Grades, Salaries,
Allowances and Adjustments for Port Employees
not represented by a labor union; Authorizing and
Establishing Conditions in Connection with the
Following Benets: Social Security, Industrial
Insurance, Unemployment Compensation,
Military Leave; Retirement; Compensated Leave,
Including Civic Duty, Bereavement Leave,
Holidays, Paid Time Off/Extended Illness Leave,
Shared Leave, and Awarded Time; Insurance
Benets, Including Medical, Dental, Life and
Long-Term Disability; and Authorizing this
Resolution to be Effective on January 1, 2014,
and Repealing all Prior Resolutions Dealing with
the Same Subject, Including Resolution No. 3671.

BE IT RESOLVED by the Port Commission ofthe Port of Seattle as follows:

I. DEFINITIONS

Except as otherwise provided, the following denitions apply to this Resolution:

Chief Executive Ofcer: An Employee who is appointed by the Commission and who
is subject to the terms and conditions of this Resolution. However, any terms, conditions,
adjustments to pay or salary range for the Chief Executive Ofcer adopted in open
session by the Commissioners shall prevail over any relevant conicting or inconsistent
terms and conditions in this Resolution. Such agreement shall become effective without
an amendment to this Resolution.

Commissioner: An individual who is elected for a 4-year term and may be re-elected for
subsequent 4-year terms and is eligible for benets as provided in the relevant provisions
of Section VIII.C.5. This denition includes a Commissioner who may be appointed
mid-term due to an unanticipated vacancy.

DRS-retired Employee: An Employee who is receiving a pension from any retirement
plan administered by the State of Washington Department ofRetirement Systems (DRS)
and who is eligible for benets as provided in the relevant provisions of Sections VIII.B.
and VIII.C. Refer to the DRS web site or brochures for specic information about any
limitations on working after retirement.

Commission Chief of Staff: An At-Will Employee who is appointed by
the Commission pursuant to an Employment Agreement. The
Commission Chiefof Staff is subject to the terms and conditions of this

10/02/13 -1

Resolution. In the event ofany conicting or inconsistent terms and
conditions between this Resolution and the Employment Agreement, the
Employment Agreement will prevail.

Eligible Employee: An employee as dened below who is eligible for benets as
provided in Sections VIII.B. and VIII.C. Eligible Employees can be: (a) Full-Time
Employees, (b) Part-Time Employees who work at least 21 hours per week, (c)
Probationary Employees, and (d) Limited Duration Employees.

Emergency Hire Employee: An Employee who is hired for no more than 3 months. A
one-time extension may be approved by HRD Management for a maximum oftwo
additional months.

Time spent as an Emergency Hire does not count toward probationary period, PTO
accrual or 401(a) plan eligibility.

Employee: An individual who performs personal services for the Port, and receives a
paycheck from the Port payroll system with employment taxes withheld; a common-law
employee. Employees oftemporary agencies or independent contractors are not
Employees.

Exempt Employee: An Employee who is employed in a job that is not eligible for
overtime pay per the provisions of the Fair Labor Standards Act (FLSA) and the
Washington Minimum Wage Act (WMWA)

Full-Time Employee: An Employee who is regularly scheduled for 75 or 80 hours of
work per bi-weekly pay period.

Ineligible Employee: Ineligible Employees are: (a) Employees who work less than 21
hours per week indenitely, (b) On-Call Employees, (0) Seasonal Employees, ((1)
Emergency Hire Employees, and (e) Interns. Ineligible Employees are provided with
only the benets described in Section VIII.B and VIII.C.3. if the position in which they
are placed does not meet the State of Washington Public Employees' Retirement Systems
(PERS) eligibility criteria. If the position does meet the PERS eligibility requirements,
then the employee is provided with the benets described in Sections VIII. B. and
VIII.C.l and VIII.C.3.

Intern: A temporary Employee who is hired in accordance with the Intern Program
Guidelines, is considered a student per the program guidelines and is performing duties in
accordance with the student's course of study.

Limited Duration Employee: An Employee who is hired for more than 90 days in a job
with a planned end date.

Non-Exempt Employee: An Employee who is employed in ajob that is eligible for
overtime pay per the provisions of the Fair Labor Standards Act (FLSA) and the
Washington Minimum Wage Act (WMWA)

Non-represented Employee: An Employee in an Exempt or Non-exempt Position not
represented by a labor union.
10/02/13 - 2 -

On-Call Employee: An Employee who does not have a regular work schedule and
whose work hours can vary from week to week indenitely.

Part-Time Employee: An Employee who is regularly scheduled to work at least 21
hours per week indenitely, but less hours than a Full-Time Employee.

Probationary_Employee: A newly hired or rehired Employee who has not yet
successilly completed the six-month probationary period and is expected to establish a
consistent, acceptable level of performance and behavior that is sufcient to retain their
employment.

Probationary Period: The period oftime from the day a newly hired Employee begins
work at the Port of Seattle through the end ofthe sixth month ofemployment.

Represented Employee: An Employee in an Exempt or Non-exempt job that is
represented by a labor union.

Seasonal Employee: An Employee who is hired for a season not to exceed 6 months.

Temporary Assignment: An assignment for a Full-Time or Part-Time Employee that is
generally expected to last no longer than six months. A Temporary Assignment may
only be extended one time for a maximum of six additional months with the approval of
HRD Management.

Veterans Fellow: An Employee who is hired and receives benets in accordance with
the Veterans Fellowship Program guidelines.

II. RETIREMENT SYSTEM ELIGIBILITY

Determination ofwhether a position is "ineligible" or "eligible" to participate in a
retirement plan administered by the State of Washington Department of Retirement
Systems (DRS) must be made by Human Resources and Development before a
temporary position may be lled. Employment status of Port positions must be in
conformance with Washington State retirement laws.

The work schedule for an Employee in an ineligible position must not exceed the limit
established at the inception of the job in order to preserve the position's retirement plan
status. Under unusual conditions and with appropriate documentation, Human Resources
and Development management may authorize an extension to the termination date which
would change the position's retirement plan status.

If at any time an Employee becomes eligible for retirement benets according to the
applicable laws contained in the Revised Code of Washington (RCW), he or she must
become a member ofthe State of Washington Department ofRetirement Systems (DRS).

III. ESTABLISHING JOBS, PAY GRADES, AND SALARY RATES AND RANGES

The following pay grades and sala ranges for all jobs of the Port of Seattle are
hereby established:

10/02/13 - 3
_

A. Salag Ranges: All non-represented jobs shall be evaluated and graded according to
their relative skill requirements, responsibilities, and other factors as explained in
Section IV. Each job will have a salary range that corresponds to its grade. Grades
and salary ranges for 2014 will be as follows:

GRADED SALARY RANGE STRUCTURE
2% Range Adjustment Effective January 1, 2014
Hourly Annually
Grade Minimum Midpoint Maximum Minimum Midpoint Maximum
42 $90.48 $113.10 $135.72 $176,436 $220,545 $264,654
41 $85.80 $107.25 $128.70 $167,310 $209,138 $250,965
40 $81.29 $101.62 $121.94 $158,516 $198,159 $237,783
39 $77.04 $96.29 $115.55 $150,228 $187,766 $225,323
38 $72.96 $91.19 $109.43 $142,272 $177,821 $213,389
37 $69.05 $86.32 $103.58 $134,648 $168,324 $201,981
36 $65.40 $81.75 $98.10 $127,530 $159,413 $191,295
35 $61.87 $77.33 $92.80 $120,647 $150,794 $180,960
34 $58.50 $73.13 $87.75 $114,075 $142,604 $171,113
33 $55.33 $69.16 $82.99 $107,894 $134,862 $161,831
32 $52.28 $65.35 $78.41 $101,946 $127,433 $152,900
31 $49.41 $61.76 $74.11 $96,350 $120,432 $144,515
30 $46.63 $58.29 $69.94 $90,929 $113,666 $136,383
29 $44.01 $55.01 $66.02 $85,820 $107,270 $128,739
28 $41.52 $51.90 $62.28 $80,964 $101,205 $121,446
27 $39.14 $48.92 $58.71 $76,323 $95,394 $114,485
26 $36.87 $46.09 $55.31 $71,897 $89,876 $107,855
25 $34.72 $43.40 $52.07 $67,704 $84,630 $101,537
24 $32.65 $40.82 $48.98 $63,668 $79,599 $95,511
23 $30.69 $38.37 $46.04 $59,846 $74,822 $89,778
22 $28.83 $36.04 $43.25 $56,219 $70,278 $84,338
21 $27.03 $33.79 $40.54 $52,709 $65,891 $79,053
20 $25.86 $32.32 $38.78 $50,427 $63,024 $75,621
19 $24.75 $30.93 $37.12 $48,263 $60,314 $72,384
18 $23.68 $29.60 $35.51 $46,176 $57,720 $69,245
17 $22.70 $28.37 $34.04 $44,265 $55,322 $66,378
16 $21.73 $27.16 $32.59 $42,374 $52,962 $63,551
15 $20.78 $25.97 $31.17 $40,521 $50,642 $60,782
14 $19.92 $24.90 $29.88 $38,844 $48,555 $58,266
13 $19.12 $23.90 $28.68 $37,284 $46,605 $55,926
12 $18.32 $22.89 $27.47 $35,724 $44,636 $53,567
11 $17.57 $21.97 $26.36 $34,262 $42,842 $51,402
10 $16.84 $21.05 $25.26 $32,838 $41,048 $49,257
9 $16.17 $20.21 $24.25 $31,532 $39,410 $47,288
8 $15.53 $19.41 $23.29 $30,284 $37,850 $45,416
7 $14.91 $18.64 $22.37 $29,075 $36,348 $43,622
6 $14.28 $17.85 $21.42 $27,846 $34,808 $41,769
5 $13.73 $17.16 $20.59 $26,774 $33,462 $40,151
4 $13.21 $16.51 $19.81 $25,760 $32,195 $38,630
3 $12.71 $15.89 $19.06 $24,785 $30,986 $37,167
2 $12.20 $15.24 $18.29 $23,790 $29,718 $35,666
1 $11.74 $14.67 $17.61 $22,893 $28,607 $34,340

10/02/13 - 4

B. Amending Authorized Jobs, Pay Grades, and Salm Ranges: Salary ranges may
be amended by ordinary motion approved by the Commission at any regular or special meeting
when the changes are the result of provisions contained in this Resolution. Exhibit A may be
amended by Human Resources and Development Management when the changes are the result
ofprovisions contained in this Resolution (e.g., job evaluations).

C. Salary Rates, Ranges, and Allowances for Non-evaluated Jobs: Salary rates,
ranges, and a provision for a special allowance have been developed for non-evaluated positions:

1. High School, College, Graduate or International Intern Positions: Salary
rates and employment conditions for students or foreign trainees employed under special
work study or foreign exchange programs shall be determined by Human Resources and
Development staff based primarily upon the prevailing rates of pay and other conditions
established by the program's sponsors. Compensation for international interns may be
disbursed directly for housing subsistence, etc., for administrative convenience.

2. Chief of Police, Fire Chief, Deputy Chief of Police, Assistant Fire Chief:
These jobs are not evaluated, and ranges are established to facilitate appropriate salary
administration for Employees in these jobs.

3. Veterans Fellow Positions: These jobs are not evaluated, and ranges are
established to facilitate appropriate salary administration based on the work performed
and in accordance with the Veterans Fellowship Program guidelines.

IV. ESTABLISHMENT AND ADMINISTRATION OF JOB EVALUATION SYSTEM

It is the policy of the Commission to pay Port Employees based on the Port's Total
Rewards Philosophy. It is also the policy ofthe Commission to establish a job evaluation system
that evaluates the mental, physical and social requirements, work environment and accountability
of each position. The job evaluation system shall be administered by Human Resources and
Development Management under the supervision of the Chief Executive Ofcer. Salary levels
and the results of the job evaluation system shall be considered in determining the appropriate
grade for each job. It shall also be used to determine the exempt and non-exempt status of each
job according to the criteria of the Federal Fair Labor Standards Act (FLSA).

Each job authorized in Exhibit A has been evaluated via the job evaluation system, except those
noted in Section III.C., and each evaluated job has been assigned a grade related to the salary
range structure set forth in Section III.A. Human Resources and Development staff shall, on an
on-going basis, evaluate new jobs and reevaluate existing jobs, taking into account any change
in mental, physical or social requirements, etc., or changes to salary levels within the appropriate
geographic market, which could result in placement in a different salary grade and range. The
Director of Human Resources and Development, under the supervision of the ChiefExecutive
Officer, shall have the nal approval authority for all job evaluations and title changes except for
that ofthe Chief Executive Officer. This authority shall include re-evaluation of existing jobs
and establishment and evaluation of new jobs.

10/02/13 -5-

V. FILLING VACANT POSITIONS AND TRANSFERRING POSITIONS AND/OR
EMPLOYEES

A. Authorized Positions: The Chief Executive Officer is hereby authorized to recruit
and ll authorized positions (except that of Chief Executive Oicer)
up to the full-time-
equivalent number ofpositions authorized and to set salaries within the salary ranges as outlined
b_elow. TotalPort non-represented positions shall not exceed the total ofnumbers authorized in
the budget, except the Chief Executive Ofcer is authorized to ll additional positions, provided
that funding is available in the Commission-approved budget. Also, prior to termination or
retirement ofEmployees where overlap is clearly essential for effective continuity, the Chief
Executive Ofcer may authorize lling an extra position to provide for a transition period. To
promote organizational effectiveness, the Chief Executive Officer may authorize transfers of
positions and/or Employees from one work unit to another. This includes reallocating additional
resources, up to one Full Time Equivalent, to the Commission Ofce. The Chief Executive
Officer may carry out reorganization of mctions, work units, and staff assignments. The Chief
Executive Ofcer may authorize non-competitive placements in selected circumstances.

B. Selection Criteria: Selections of appointees for new hires, transfers, or
promotions shall, to the extent feasible, conform to current job evaluation criteria and
appropriate competencies for each authorized job; however, in the paramount interest of
developing a strong personnel base, Human Resources and Development Management shall
ensure that consideration be given to equivalent education, experience, special abilities orjob
knowledge in lieu of that provided in position specications.

C. Internal Internships: Upon mutual agreement and in coordination with Human
Resources and Development staff, managers may work together to authorize and coordinate
transfers of Employees for the purposes of cross training, development, and the fulllment of
organization goals. In such instances, the Employee's same benets and FLSA status are
typically maintained during the temporary internship and their pay is administered as if there was
no change to their grade. Internships are designed to be a minimum of 6 months in length and
last no more than one year.

VI. ESTABLISHMENT AND ADMINISTRATION OF SALARIES, ALLOWANCES,
AND ADJUSTMENTS

The Commission hereby authorizes the following salary guidelines:

A. New Hires: Though salaries shall normally be based on skill, knowledge and
experience and set between the minimum and midpoint of the salary range for hires, under
special conditions and with appropriate documentation, Human Resources and Development
Management may authorize a salary above midpoint of the salary range for appointees or hires
possessing exceptional qualications or experience, or for intemal/extemal equity reasons.

B. Pay for the Chief Executive Ofcer: Pay and performance evaluation for the
Chief Executive Ofcer shall be approved by the Commission members in public session. The
Commission members shall have discretion in determining pay and/or the salary range for the
Chief Executive Ofcer.

10/02/13 -6-

The Chief Executive Ofcer shall also be entitled to the use of a dedicated Port vehicle.

C. Pay for Performance and Special Adjustment Administration: The Pay for
Performance program shall be administered under Port Policy HR-21, Salary Administration.
The pay for performance amount shall be established by the budget process and administered
according to a plan approved by the Chief Executive Ofcer and implemented by Human
Resources and Development Management, subject to the following provisions:

1. Human Resources and Development staff shall collect and analyze salary
survey data. If survey ndings indicate the Port salary ranges or rates are
not in proper alignment with appropriate markets, Human Resources and
Development will, subject to approval by the Chief Executive Ofcer,
adjust ranges or recommend adjustments to rates to align them with the
appropriate market.

2. Eligible Employees whose salary ranges are established in Exhibit A shall
be eligible for pay for performance increases according to the Pay for
Performance program guidelines.

3. The Chief Executive Ofcer, or the Director ofHuman Resources and
Development under the supervision of the Chief Executive Ofcer, may
approve special salary adjustments for reasons deemed appropriate.
Special adjustments provide exibility in ensuring appropriate
compensation in unusual situations and circumstances that are not
otherwise addressed in Port salary administration policies and procedures.

D. Promotional Increases: Promotional increases may be awarded when an
Employee's salary grade and the accompanying pay range increase due to job re-evaluation or a
competitive hiring process. Promotional increases, if any, should take into account salary and
performance comparisons with other Employees in the same work group and the extent to which
the Employee is prepared to perform the higher-level duties. Promotional increases will be
based on the promotional guidelines included in the Pay for Performance program that are in
effect at the time the Employee is promoted.

Under special conditions and with appropriate documentation, Human Resources and
Development management may authorize a promotional increase outside these guidelines for
Employees possessing exceptional qualications or experience, or for intemal/extemal equity
reasons.

E. Six-month Increases: Employees are eligible for a performance-based increase
following six-months of satisfactory work performance in the same job with a higher salary
grade and range. Six-month increases will be made based on the six-month increase guidelines
included in the Pay for Performance program that are in effect at the time the Employee
completes six-months in their new job, or that were in effect at the time the Employee started
their new job, whichever is higher.

F. Completion ofProbation Increases: Employees who have shown satisfactory
work performance during their probationary period (the rst six months of continuous
employment as a new hire or a rehire in an authorized, eligible position) are eligible for a
W
10/02/13 -7

performance-based probationary increase. Probationary increases will be made based on the
probationary increase guidelines included in the Pay for Performance program that are in effect
at the time the Employee completes their probationary period or that were in effect at the time
the Employee started their probationary period, whichever is higher. An Employee on an
approved leave of absence in excess oftwo weeks during their rst six months of employment
will have their probationary period extended by the amount oftime in excess of two weeks.

G. Administering Salary Increases or Allowances for Positions Which Fall Outside
the Ranges: Employees whose salaries fall below the minimum of the salary range for their job
shall have their salary automatically increased to the new minimum of the salary range.
Employees whose salaries exceed the maximum of the range for their position will have their
salary adjusted to the maximum of the range in accordance with Port Policy HR-21, Salary
Administration Policy.

H. Temporary Assignments: In coordination with Human Resources and
Development staff and by mutual agreement with Employees, managers may request that staff
temporarily perform responsibilities that are at a higher level to help meet business needs. Such
assignments often provide intensive development of an Employee's skills and abilities.

In addition to the developmental opportunity afforded, Employees may be awarded temporary
pay increases if the Temporary Assignment will be at least 30 days in duration. The amount of
the increase will be determined by Human Resources and Development staff to ensure
consistency across the Port. If the temporary pay increase is awarded, the increase will be
processed after the Employee has been performing the assignment for 30 days, and will be
retroactive to the day the assignment began. A Temporary Assignment request should be
submitted only for Employees who are actually performing the higher level work. These
assignments are typically due to a vacancy, extended absence of another Employee, or are
project-related. The pay adjustments are not intended for employees who are in a learning or
training capacity.

Temporary Assignment pay increases may not take an Employee's pay to a level that exceeds the
maximum oftheir current range.

Temporary Assignments are generally expected to last no longer than six months and approval
from Human Resources and Development Management is required to extend their duration
beyond six months. Temporary Assignments are limited to a maximum of 12 months of
duration. Temporary Assignments are requested in writing and must have Department Director
authorization.

I. Pament for Relocation Costs: Human Resources and Development Management
shall be responsible for payment for agreed upon relocation costs for new exempt Employees
who are required to relocate to accept Port employment as dened in Port policy HR-24.

J. Interns: High School, College and Graduate interns are hired to learn and perform
a specic set of responsibilities for a specied period of time. As such, interns are not eligible
for pay for performance or other types ofpay increases during their internship.

10/02/13 - s -

VII. ADMINISTRATION OF PAY PRACTICES

A. Conversion of Salag Rates: To convert hourly salaries to annual salaries,
multiply the hourly rate by 1950 hours (for a 75 hour pay period) or 2080 hours (for an 80 hour
pay period).

B. Authorized Flextime and Alternative Work Arrangements for Full-Time
Employees: Normal full-time work schedules are made up of either 75 or 80-hour bi-weekly pay
periods and follow the normal Port work schedule of 8:00 am. to 4:30 pm. Flextime and
Alternative Work Arrangements may be authorized in accordance with Port Policy HR-l 5,
Flextime and Alternative Work Arrangements Policy. Paid time off, extended illness,
bereavement leave, holiday pay, etc., will be determined by the Employee's schedule for that
specic day.

C. Extra Compensation: The following terminology shall be used in this section and
Section VIII.B.5., Holidays. These denitions apply to overtime determinations only and in no
way alter the dened Port payroll week that begins at 12:01 am. Sunday and ends at midnight
Saturday.

An Employee's work schedule shall consist of their normal daily and weekly work schedule
during a two-week pay period. A full-time Employee's work schedule is either 75 or 80-hours
each bi-weekly pay period.

A full-time Employee's work week shall consist of the number of hours necessary for the
Employee to work during each week ofthe bi-weekly pay period so that their total hours for the
pay period equal either 75 or 80.

An Employee's work day shall consist of the number of hours necessary for the Employee to
work each day during a bi-weekly pay period so that their total hours for the pay period equals
75 or 80. Full-time Employees typically work between 7.5 and 10 hours each day.

1. Overtime: Full-time and Part time Employees whose jobs are classied
as Nonexempt shall receive overtime compensation at the rate of one and
one-halftimes their straight-time hourly rate of pay for hours worked in
excess of their regularly scheduled work week (maximum of40 hours)
within the Port payroll week (Sunday through Saturday). Overtime should
be preauthorized by the Employee's supervisor or manager. Employees
who work unauthorized overtime may be subject to disciplinary action.

Port designated holiday hours will be counted as "hours worked" for
purposes of calculating overtime in the event the Employee does not work
on the holiday. Paid Time Off, Extended Illness or any other type of paid
leave will not be counted as "hours worked" for the purposes of
calculating overtime.

Employees will receive compensation at the overtime rate -- in addition to
holiday pay or another day off within the current pay period -- for all
hours worked, when required, on a holiday (as dened by Section

10/02/13 -9-

VIII.B.5., Holidays), regardless of the number of hours actually worked in
the holiday work week. Please see the following examples:

Example #1 Holiday (Monday) is on the Employee's regularly scheduled work
day, they take the day off and then work an extra day later in the week.

Sunda W-II-I-I-I

Reular

Example #2 Holiday (Monday) is on the Employee's regularly
scheduled work day, they work on the holiday and take another day
off during the week;
mamalFrida
7 5 ___

Regular____

Example #3 Holiday (Monday) is on the Employee's regularly
scheduled work day, they work on the holiday and do not take
another day off during the week.

Regular Overtime Regular Regular Regular
and
Holida

In no case shall overtime compensation be duplicated. Overtime pay will
be based on the rate the Employee would have received, including any
shi differential, if the need for overtime had not become evident. This
will apply to time worked either before or after a regularly scheduled shift.

2. Shift Differential: All non-exempt Employees shall receive a shift
differential of 7.5% over their regular salary when required to work Swing
Shift and 10% over their regular salary when required to work Graveyard
Shi.

Swing Shi shall be a regularly scheduled work shift which ends between
10:30 pm. and 2:00 am; Graveyard Shi shall be a regularly scheduled
work shift which starts before 2:00 am. and ends later than 2:00 am.

If management has approved attendance at a meeting or training session
conducted during the day shift that is compensable to the Employee, the
Employee's shift differential will be paid for the time they spend at the
meeting or training session.

10/02/13 - 10

Non-exempt Employees shall receive Shi Differential pay when using
PTO, EI, and/or Holiday pay in lieu of time worked. Cashed out PTO, E1,
or Holiday pay in addition to time worked (when no holiday day off is
taken) are paid at the Employee's base rate.

Overtime pay will be based on the rate the Employee would have
received, including any shi differential, if the need for overtime had not
become evident. This will apply to time worked either before or aer a
regularly scheduled shi.

ICT Stand-by Pay: Some Employees in the Information and
Communication Technology (ICT) Department are required to be
available by pager or phone or available to come to work during the
evening, on a weekend, or on a holiday to solve a problem. Non-exempt
ICT Employees will be compensated at a rate of $2.50 per hour for all
required stand-by time. In addition, they will be compensated at their
regular overtime rate for time worked solving problems via telephone or
remote connection (in quarter-hour increments) or for time worked in
person at a Port location (with a two hour minimum).

D. Paoll: Employees shall be paid on Friday on a biweekly basis. Employees are
required to complete a Direct Deposit Authorization Form upon hire and to keep such
information current so that electronic paycheck deposits can be made automatically to the
Employee's designated nancial institution. The Port shall have the right and obligation
per RCW 49.48.200 to recover any amounts paid in error.

VHI. ADMINISTRATION OF BENEFIT PROGRAM

A. Authorization to Amend Benet Program: The Chief Executive Officer is
authorized to amend benets as necessary to comply with any changes in statutory requirements.

B. Basic Benets Provided for Non-represented Employees (except as noted)
beginning on date of emploment:

1. Social Security (FICA) Insurance: All Non-represented Employees are
covered by law under the Federal Insurance Contribution Act (FICA).
Employee and employer contributions and the wage base shall be the
amounts designated by law. The Police and Fire Department non-
evaluated, nonrepresented management staff is covered under the Police
and Fire Department FICA alternative plans.

Industrial Insurance or Other Duty Disability Benets: All Port
Employees except Law Enforcement Ofcers' and Fire Fighters'
(LEOFF), Plan One Fireghters are covered by the Port under its self-
insured industrial insurance plan, which provides the same coverage as the
State Workers' Compensation Act. Certain other supplemental coverage
for duty disability conditions only may be provided to protect the Port
from contingent liability (i.e., Longshore and Harbor Workers' Act); to
meet requirements of law; and/or to maintain competitive protection levels

10/02/13 -11-

for certain Employees or classication of Employees. For example, use of
accrued extended illness leave as a supplement to Workers' Compensation
is provided as established in Port Policy HR-S, Leave Procedure.

Unemployment Compensation: All Port Employees residing in
Washington State are covered for unemployment compensation benets
under the Washington State Employment Security Act. Unemployment
compensation coverage shall be provided for Employees residing in other
states to the extent that coverage is available and that Port Employees are
eligible.

Military Leave: With appropriate military orders, Employees called for
annual active duty training periods in the military (including weekend
reserve drills for Employees who normally work weekends) shall be
allowed up to twenty-one (21) working days per Federal scal year
(October through September) of military leave as provided in and limited
by RCW 38.40.060.

Employees on swing or graveyard shifts shall receive Paid Administrative
Leave (in lieu of working) for their shift immediately preceding the start
of military leave. If the Employee's next scheduled Port of Seattle work
shift starts less than 12 hours after the end of military leave, the Employee
shall receive Paid Administrative Leave (in lieu of working) for the
number of hours required to provide the Employee with a 12-hour
break. For example, if military leave ends at 4:00 pm. and the
Employee's work shift begins at 10:00 pm, the Employee may receive
Paid Administrative Leave in lieu ofworking from 10:00 pm. to 4:00 am.

Compensation during the period of such a leave shall not exceed that
which would be required to cover the number of hours regularly
scheduled. For absences that exceed twenty-one (21) working days,
Employees may use Paid Time Off (PTO) in accordance with the
provisions of the addendum to Port Policy, HR-S, Leave. Time off
without pay shall be allowed at the Employee's request.
The Commission may authorize additional temporary military leave
benets in response to mobilization call-ups of military personnel (e.g.,
providing additional pay to make up the difference between the
Employee's military base pay and their normal compensation from the
Port).

Holidays: (This section is effective from January 1, 2014 through
December 31, 2014.) These ten holidays shall be observed according to
the conditions outlined herein. Holiday hours will be paid at the
Employee's current hourly rate of pay. When Non-Exempt Employees are
required to work on a holiday, overtime pay (in addition to holiday pay or
another day off within the pay period) shall apply within the limits and
conditions of this section and those listed in Section VII.C.1., Overtime.

10/02/13 -12-

Normal Date of Observance for
Monda Throuh Frida Schedule U.S. Staff Holida s
Wednesday, January 1, 2014 New Year's Holiday

Thursda November 27
,
Thanks_ivin Da
Fr1da November 28 Native American Heritae Da
Thursda December 25

Frida December 26 Port Desinated Floater

a. Ineligible Employees: Unless hired and actively working at least
30 calendar days prior to a holiday, Ineligible Employees (which
includes, but is not limited to, High School, College and Graduate
Interns as well as Emergency Hire and On-Call Employees) are not
eligible for pay on holidays not worked. Compensation will be on
a pro-rata basis as dened in Section VIII.B.5.b (4) and up to a
full-time schedule.

Ineligible Employees shall, if required to work on a holiday, be
paid at the overtime rate of pay in addition to holiday pay, if
applicable.

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 ofcial holiday" for those
Employees scheduled to work that day, not the designated
holiday date on the preceding Friday or following Monday.

(3) Full-Time Employees: If the holiday cannot be scheduled
as a day off, any other day within the pay period may be
scheduled as a day off. Voluntary Paid Time Off day may
not be taken until the holiday has been taken. The holiday
hours paid shall be based on the Employee's normal work
schedule and will not exceed one regular work day.

10/02/13 -13..

Non-Exempt Employees shall receive overtime
compensation for the number of hours they are required to
work in addition to holiday pay at their regular rate of pay.

Days off in lieu of holidays shall not be carried over into
other pay periods.

If the holiday falls on a Non-Exempt Employee's day off
and another day off within the holiday pay period cannot be
scheduled, the employee will receive a straight-time pay
cash-out ofthe holiday based on the Employee's normal
schedule.

If a day off within the holiday pay period cannot be
scheduled, Exempt Employees will receive straight-time
pay up to their ill-time schedule and may take an "in lieu
ofholiday" day off within three months of the holiday that
was worked.

(4) Part-Time Employees: Part-Time Employees may receive
compensation for the holidays on a pro rata basis of a full-
time schedule; i.e., a 22.5 -hour Employee may receive pay
for 60% of the holiday hours provided, or 4.5 hours per
holiday. When the number of hours worked varies each
week, an average based on the most recent four-week
period or a proportionate number of hours based on a
predetermined schedule is used to determine the holiday
Pa)"

Part-Time Employees, either exempt or non-exempt, who
receive paid holiday hours on a pro-rata basis, may take off
one of their regularly scheduled work days and either make
up the hours shortfall through PTO or work a partial day.

The number ofhours worked by a part-time exempt
Employee when added to any pro-rated holiday hours may
not exceed the number of regularly scheduled hours for a
regular pay period.

If the holiday cannot be scheduled as a day off, any other
day within the pay period may be scheduled as a day off.
Voluntary Paid Time Off day may not be taken until the
holiday has been taken. The holiday hours paid shall be
based on the Employee's normal work schedule and will
not exceed one regular work day.

Days off in lieu of holidays shall not be carried over into
other pay periods.

10/02/13 -14-

If the holiday falls on a non-exempt Employee's day off
and another day off within the holiday pay period cannot be
scheduled, the Employee will receive a straighttime pay
cash-out of the holiday based on the Employee's normal
schedule.

If a day off within the holiday pay period cannot be
scheduled, Exempt Employees will receive straighttime
pay up to their full-time schedule and may take an
"awarded time" day off within three months ofthe holiday
that was worked.

(5) Terminating Employees: A terminating Employee whose
normal last day on the payroll is a Port-designated holiday,
shall receive the holiday pay if the Employee worked a full
shift or used an equivalent amount ofPTO the work day
prior to the holiday.

(6) Employees on Approved Leaves: Employees on unpaid
leave of absence or on disability leave which constitutes
inactive status such as but not limited to long-term
disability leave and duty-disability leave (workers'
compensation), are not eligible for holiday pay. However,
to the extent that extended illness supplements are being
paid during the holiday week and for a day or more
immediately preceding or following the holiday, pro rata
holiday pay does apply.

Eligible and DRS-retired Employees authorized to return to
work from an approved leave without pay on the next
scheduled work shift aer a holiday(s) shall receive pay for
the holiday(s) within limits stated in this Resolution.

Eligible and DRSretired Employees who begin an
authorized leave without pay on the next scheduled work
shift aer a holiday(s) shall receive pay for the holiday(s)
within limits stated in this Resolution.

C. Benets Provided Eligible and DRS-retired Employees:

1. Retirement: Employees (other than DRS-retired Employees receiving a
pension from any State of Washington DRS pension plan) will become
members ofthe Washington Public Employees' Retirement System
(PERS) from date of employment ifthey are hired in an eligible position
and are eligible for membership as dened in RCW 41.40. Fire ghter
and Police management personnel, if eligible under RCW 41.26, become
members ofthe Washington Law Enforcement Ofcers' and Fire Fighters'
Retirement System (LEOFF). Service credit and pension eligibility are

10/02/13 -15-

determined by the regulations governing the PERS plan elected by the
employee.

Eligible Employees hired in otherwise eligible positions under
RCW 41.40, who are excluded from membership in PERS because ofnon-
citizen, nonresident status, may be provided from date ofemployment
with an individual pension or annuity arrangement which will provide
benets similar to those provided under PERS, Plan Two. The Port
Auditor is authorized to execute any and all documents and to take any
and all action necessary to implement such an arrangement.

Compensated Leave: See Port Policy HR-S, Leave Procedure and the
addendum to Port Policy HR-S, Leave for provisions covering all forms of
paid and unpaid leave.

a. Civic Dug Leave:

(1) Jury Duty: An Eligible or DRS-retired Employee who
serves on jury duty shall receive full regular compensation
less any compensation (excluding mileage and meals paid
by the court) received for such service during the period of
leave.

(2) Subpoenaed Witness Leave: When an Eligible or DRS-
retired Employee is subpoenaed as a witness under
circumstances which are determined by Human Resources
and Development Management to be related to or involve
the Port, the same pay conditions listed for jury duty shall
apply.
b. Extended Illness (El) Leave: Eligible and DRS-retired Employees
shall receive Extended Illness leave accruals as follows:

Eligible and DRS-retired Employees shall accrue EI leave
at the rate of 0.02308 hour per straight-time hour paid. The
accruals shall commence from the date ofemployment and
shall not exceed the equivalent of 6 work days per year. EI
leave shall be used only as permitted by the HR-S Leave
Procedure and HR-S Leave Addendum.

Wm
10/02/13 -16-

Exempt Employees who work less than their regularly scheduled
hours in a pay period shall use EI for situations that are consistent
with the provisions of this section.

Upon termination or retirement immediately following ve
complete years of active employment in a continuous period of
employment with the Port of Seattle, qualied Employees shall be
compensated for 50% of their unused EI leave at the rate of pay at
termination.

In the case of an Employee's death, a lump sum payment
equivalent to 50% ofunused EI leave at the rate of pay at the time
of the Employee's death shall be paid to the Employee's heir or
estate, as appropriate, provided the Employee had completed ve
complete years of active employment in a continuous period of
employment with the Port of Seattle.

Bereavement Leave: Bereavement Leave shall only be used as
permitted by Port Policy HRS, Leave Procedure. Such leave shall
not result in compensation for more than the number of hours in
any normal workweek.

Paid Time Off {PTO}:

(1) Scheduling ofPTO: At any time aer the successful
completion of the six-month probationary period, Eligible
and DRS-retired Employees may request and use PTO in
accordance with Port Policy, HR-S Leave Procedure and
the addendum to Port Policy, HR-5 Leave.

Exempt Employees who work less than their regularly
scheduled hours in a pay period shall use PTO for
situations that are consistent with the provisions of this
section.

(2) Limits on Accumulating PTO:

(a) Employees Hired Before 12/20/98: PTO
accumulation is limited to 480 hours.

Balances over the limit will be cashed out quarterly
at the employee's rate as indicated in the Port's
payroll system at the time of cashout.

(b) Employees Hired On or Aer 12/20/98: PTO
accumulation shall be limited to 480 hours.
Accruals will cease when the limit is reached and
will resume only when the balance is below 480
hours.

10/02/13 -17..

(3) Rates of Accrual: Eligible and DRS-retired Employees
shall receive PTO accruals_based upon a pro rata share of a
full-time work schedule. PTO is earned as follows:

(a) 19.6 Days PTO: Based on the rst day of
employment from the rst full month to and
including the thirty-sixth full month of continuous
employment, Eligible and DRS-retired Employees
shall accrue PTO at the rate of .07538 hours per
straight-time hour paid (.07538 x 1950 annual hours
= 147.0 hours; .07538
x 2080 annual hours = 156.8
hours).

(b) 24.6 Days PTO: From the thirty-seventh full month
to and including the eighty-fourth ll] month of
continuous employment, Eligible and DRS-retired
Employees shall accrue PTO at the rate of .09462
hours per straight-time hour paid (.09462 x 1950
annual hours = 184.5 hours; .09462 x 2080 annual
hours = 196.8 hours).

(c) 27.1 Days PTO: From the eighty-lth full month to
and including the one-hundred thirty-second full
month of continuous employment, Eligible and
DRS-retired Employees shall accrue PTO at the rate
of .10423 hours per straight-time hour paid (.10423
= 203.3 hours; .10423
x 1950 annual hours x 2080
annual hours = 216.8 hours).

(d) 29.6 Days PTO: Aer completion ofeleven years
of continuous employment starting with the one
hundred thirty-third month, Eligible and DRS-
retired Employees shall accrue PTO at the rate of
.11385 hours straight-time hour paid (.11385 X
1950 annual hours = 222.0 hours; .11385 X 2080
annual hours = 236.8 hours).

(4) Cash Out Option: Employees may cash out PTO time
under procedures detailed in Port Policy HR-S, Leave
Procedure.

(5) Pament for Accrued PTO at Termination: Upon
termination, Eligible and DRS-retired Employees shall
receive compensation at 100% value in lieu ofunused
accrued PTO. Paid time off may be cashed out, used as
service time after the last day worked, or taken in a
combination of cash and service time at the current rate of
pay. A Probationary Employee who terminates active
employment before satisfactorily completing the

10/02/13 -18-

probationary period is ineligible to receive compensation
for accrued PTO.

(6) Pament for Accrued PTO upon Death: In the case of an
Employee's death, a lump sum payment for payable
amounts ofunused PTO shall be paid to the Employee's
heir or estate, as appropriate, provided the Employee had
satised the probationary period immediately preceding
death.

6. Awarded Time: The awarding of time to Exempt Employees is at
management's discretion within the guidelines provided in Port
Policy HR-S, Leave Procedure. Awarded time is not convertible to
cash and is not awarded on an hour-for-hour basis. Awarded Time
may not be taken after the last day actually worked.

f. Shared Leave: On a voluntary basis and in accordance with
procedures outlined in Port Policy HR-S, Leave Procedure,
Employees may donate accrued PTO and EI hours to benet other
Employees who are suffering from an extraordinary or severe
illness, injury, impairment, or physical or mental condition which
has caused, or is likely to cause, the Employee to take leave
without pay or terminate his or her employment. Donated leave is
not "earned" by the recipient and therefore does not earn the
Employee service credits for pension calculations. Employees must
exhaust all accrued leave before shared leave can be used.

g. The Family Care Act (FCA) of2002: The FCA gives Employees
in the State of Washington the right to use Extended Illness or Paid
Time Off to care for an ill child or a seriously ill family member.
FCA Leave cannot be used on an unpaid basis. Procedures are
outlined in the addendum to the Port Policy HR-S, Leave.

Family and Medical Leave Act (FMLA) of 1993: The FMLA gives
eligible Employees the right to take paid or unpaid leave for a period ofup
to 12 workweeks in any 12 months for certain family and medical reasons.

Additional information about eligibility requirements and leave
procedures are outlined in the addendum to Port Policy, HR-S, Leaves.

Insurance Benets for Employees: Coverages listed in this section are
available to Eligible and DRS-retired Employees as dened in Section 1.

Employees may be required to pay all or a portion ofthe insurance
premiums by payroll deduction. Employeesare responsible for notifying
the Port by an approved enrollment method of their coverage elections and

W
10/02/13 -19-

eligible dependents. Any extra costs associated with a lack of notication
shall be the Employee's responsibility.

The Port retains the right to modify or terminate insurance benets and/or
to modify the cost charged to Employees or dependents for such coverage.

a. Medical Insurance for Employees: On the rst of the month
following date of hire or concurrent with date of hire if
employment begins on the rst of a month, Eligible and DRS-
retired Employees shall be eligible for medical coverage in such
amounts and in such manner as the Port has established with
organizations selected to provide or administer such benets.
There shall be a choice of at least two medical insurance plans
from which Employees who so elect must choose via approved
methods if they desire coverage.

Medical Insurance for Dependents of Employees: On the rst of
the month following date of hire or concurrent with date of hire if
employment begins on the rst of a month, dependents of Eligible
and DRS-retired Employees shall be eligible to have medical
coverage in such amounts and in such manner as the Port has
established with organizations selected to provide or administer
such benets.

The eligibility and other conditions of coverage are established
between the Port and the organizations selected to provide such
benets. Coverage for dependents, if elected, shall be provided by
the same medical insurance plan which the Employee has chosen.
Employee premium costs shall be by payroll deduction. If an
employee does not elect a plan, the dependents shall have no
coverage.

In no case shall the Port be responsible for more than two regular
adult premiums (Employee and spouse or domestic partner) for an
Employee's family unit.

Life Insurance for Employees and Dependents: On the rst of the
month following date of hire or concurrent with date of hire if
employment begins on the rst of a month, Eligible and DRS-
retired Employees and their eligible dependents shall be eligible to
receive and/or elect life insurance and accidental death and
dismemberment insurance benets in such amounts and in such
manner as are provided in contracts with organizations selected by
the Port to provide such benets.

Long-Term Disabiliy Insurance for Employees: On the rst of the
month following date of hire or concurrent with date of hire if

10/02/13 -20-

employment begins on the rst of a month, Eligible and DRS-
retired Employees shall be covered for long-term disability
insurance in such amounts and in such manner as the Port has
established with organizations providing or administering such
benets.

Dental Insurance for Employees: On the rst ofthe month
following date of hire or concurrent with date of hire if
employment begins on the rst of a month, Eligible and DRS-
retired Employees shall be eligible to have dental coverage in such
amounts and in such manner as the Port has established with
organizations providing or administering such benets. The
eligibility and other conditions of coverage are established with the
organization selected by the Port to provide such benets.

Dental Insurance for Dependents of Employees: On the rst of the
month following date of hire or concurrent with date of hire if
employment begins on the rst of a month, dependents of Eligible
and DRS-retired Employees shall be eligible to have dental
coverage in such amounts and in such manner as the Port has
established with organizations selected to provide or administer
such benets.

5. Insurance Benets for Port Commissioners: Coverages listed in this section are
available to Port Commissioners.

Commissioners may be required to pay all or a portion of the insurance
premiums by payroll deduction. Commissioners are responsible for
notifying the Port by an approved enrollment method of their coverage
elections and eligible dependents. Any extra costs associated with a lack
of notication shall be the Commissioner's responsibility.

The Port retains the right to modify or terminate insurance benets and/or
to modify the cost charged to Commissioners or dependents for such
coverage.

a. Medical Insurance for Commissioners: Port Commissioners who

so elect shall receive these benets on the rst of the month
following one calendar month as a Port Commissioner.

They shall be eligible for medical coverage in such amounts and in
such manner as the Port has established with organizations selected

"
10/02/13 -21-

to provide or administer such benets. There shall be a choice of
at least two medical/health insurance plans 'om which
Commissoners who so elect must choose via approved methods if
they desire coverage.

Medical Insurance for Dependents of Commissioners: Port
Commissioners who so elect shall receive these benets for their
dependents on the rst ofthe month following one calendar month
as a Port Commissioner. Dependents of Commissioners shall have
medical coverage in such amounts and in such manner as the Port
has established with organizations selected to provide or
administer such benets.

The eligibility and other conditions of coverage are established
between the Port and the organizations selected to provide such
benets. Coverage for dependents shall be provided by the same
medical insurance plan which the Commissioner has chosen.

In no case shall the Port be responsible for more than two regular
adult premiums (Commissoner and spouse or domestic partner) for
a Commissoner's family unit.

Medical Insurance Premium Reimbursement for Port
Commissioners: In lieu of Port coverage, Port Commissioners
may elect reimbursement by the Port for medical insurance
premiums for themselves and for eligible dependents after one full
calendar month as a Commissioner. Reimbursement may not
exceed the maximum premium for the most costly plan provided
by the Port for Employees with similar family member coverage.

Life Insurance for Commissioners: Port Commissioners who so
elect shall have coverage under a $50,000 life insurance policy
and/or $100,000 business travel accident insurance policy on a
self-paid basis on the rst of the month following one calendar
month as a Port Commissioner.

Commissioners who elect shall receive life insurance benets in
such amounts and in such manner as are provided in contracts with
organizations selected by the Port to provide such benets.

For purposes of optional, self-paid life insurance benets as
detailed in Life Insurance, Port Commissioners are included in the
denition of Eligible Employee. For purposes of optional, self-
paid business travel accident insurance, Port Commissioners are
included in the denition of Eligible Employee.

W
10/02/13 -22-

Dental Insurance for Commissioners: Port Commissioners who so
elect shall receive these benets after one calendar month as a Port
Commissioner. Dental coverage will be provided in such amounts
and in such manner as the Port has established with organizations
providing or administering such benets. The eligibility and other
conditions of coverage are established with the organization
selected by the Port to provide such benets.

Dental Insurance for Dependents of Commissioners: Port
Commissioners who so elect shall receive these benets for their
dependents on the rst ofthe month following one calendar month
as a Port Commissioner. Dependents of Commissioners shall have
debtak coverage in such amounts and in such manner as the Port
has established with organizations selected to provide or
administer such benets.

The eligibility and other conditions of coverage are established
between the Port and the organizations selected to provide such
benets. Coverage for dependents shall be provided by the same
dental insurance plan which the Commissioner has chosen.

Dental Insurance Premium Reimbursement for Port
Commissioners: In lieu of Port provided coverages, Port
Commissioners may elect reimbursement by the Port for their
dental insurance premiums and for the premiums of their eligible
dependents after one full calendar month as a Commissioner.
Reimbursement may not exceed the maximum premium for the
most costly plan provided by the Port for Employees with similar
family member coverage.

IX. ADMINISTRATION OF SPECIAL PROGRAMS

The Chief Executive Ofcer is authorized to establish and implement Voluntary
Separation, Furlough, or other similar programs deemed necessary to benet the nancial health
ofthe Port and amend benets provided for in the Salary and Benet Resolution as necessary to
execute the provisions of these programs. The Commission shall be notied of any amendments
to benets prior to implementation of any special program not currently provided for in the
Salary and Benet Resolution.

X. ADMINISTRATION OF RETIREE MEDICAL AND RETIREE LIFE BENEFIT
PROGRAMS

A. Authorization to Amend Retiree Medical and Retiree Life Benet Programs: The Port is
authorized to amend the benets in this section as necessary to comply with any changes

10/02/13 -23-

in statutory regulations, to require retirees to contribute all or a portion of the premium,
and to amend or terminate governing contracts at any time for any reason.

B. Eligibility Requirements for Retiree Medical Benets: A retiree is eligible for retiree
medical benets subject to insurance contract provisions and upon payment of 100% of
the associated premiums if the following requirements are satised:

1. Has at least ve (5) consecutive years of credited service in a non-represented
position with the Port of Seattle immediately preceding retirement and is eligible to
begin receiving a pension, based in part upon Port of Seattle employment, within one
month following departure from the Port.

2. Completes and submits an enrollment form, if any, for the desired retiree benet plan
within 31 days of his/her retirement date.

3. Retirees who are 65 years of age or more must have coverage under Medicare Parts A
and B to be eligible for enrollment in a retiree medical plan.

C. Eligibilig Requirements for Commissioners for Retiree Medical Benets: A Port of
Seattle Commissioner is eligible for retiree medical benets subject to insurance contract
provisions and upon payment of 100% of the associated premiums if the Commissioner
has at least ve (5) consecutive years of service with the Port of Seattle immediately
preceding termination of Port employment, and employment history equivalent to that
which would be necessary to retire under one of the retirement systems listed in Section
X.B. 1. The Commissioner must also satisfy the eligibility requirements in Sections
X.B.2 and X.B.3.

D. Eligibility Requirements for Dependents for Retiree Medical Benets: Dependents of
retirees and Commissioners are eligible for enrollment in a retiree medical plan, subject
to insurance contract provisions, if the retiree and dependent(s) enroll on a timely basis.
Spouse and domestic partners are eligible to continue coverage should they be pre-
deceased by the retiree.

E. Eligibility Requirements for Retiree Life Insurance: A retiree or commissioner is eligible
for enrollment in the retiree life insurance plan if the eligibility requirements listed in
Section X.C are satised.

XI. EFFECTIVE DATE

THIS RESOLUTION shall be effective January 1, 2014, through December 31, 2014.
The ChiefExecutive Ofcer is authorized to take necessary action to make all terms, provisions,
and conditions contained herein effective as of January 1, 2014. Notwithstanding the foregoing,
the Port reserves the right to amend or terminate any Employee welfare benet plan and/or
salary practice.

The intent of this resolution is to administer pay and benets in accordance with State
and Federal law. Should any part of this resolution require a change to pay or benet

10/02/13 - 24 -

administration practices by reason of any existing or subsequently enacted legislation such
change(s) will be incorporated without the need to amend this Resolution.

BE IT FURTHER RESOLVED that all prior resolutions dealing with these subject
matters, including but not limited to Resolution No. 3671, are hereby repealed.

ADOPTED by the Port Commission ofthe Port of Seattle this \'W' day of
Mwmpgs/ and duly authenticated in open session by the signatures of the
, 2013,
Commissioners voting in favor thereofan e al 0 . the Commission.

BILL BRYANT

COURTNEY GREGOIRE

TOM ALBRO

JOHN CREIGHTON

STEPHANIE BOWMAN
@ommission

#
10/02/13 . 25 _

EXHIBIT A TO RESOLUTION NO. 3686
SCHEDULE OF AUTHORIZED NON-REPRESENTED POSITION TITLES
SALARY RANGES EFFECTIVE JANUARY 1, 2014
Annual Base Salary Range (Hourly equivalent in perentheses)

Grade Minimum Midpoint Maximum
42 $176,436 ($90.48) $264,654 ($135.72)
_ $220,545 ($113.10)
Managing Director, Aviation Deputy CEO

41 $167,310 ($85.80) $209,138 ($107.25) 3250953012170)
Chief Financial & Administrative Ofcer

40 $158,516 ($81.29) $198,159 ($101.62) $237,783 ($121.94)
General Counsel Managing Director, Real Estate
Managing Director, Capital Development Managing Director, Seaport

37
, 77 $134,648 ($60.05)" 3151323253532) '$201,981($_1p'3.58)

7
Chief Information Officer Director, Public Affairs

'
$127,530 ($6306) $159,413 ($81.75) '
$191,235($93.10) W" "
36'
Director Aviation Facilities & Capital Programs Director, Human Resources & Development

' '
35 $120,647 ($61.87) $150,794 ($77.33) $180,960 ($92.80)
Assistant Director - ICT Business Services Director, Aviation Business Development
Assistant Director - ICT Infrastructure Services Director, Aviation Security & Emergency Preparedness
Chief Engineer/Director Engineering Services Director, Aviation Project Management Group
Director, Accounting & Financial Reporting Director, Central Procurement Ofce
Director, Airport Operations
'
$114,075 ($58.50) $142,604 ($73.13)
_
$171,113 ($87.75)__
.
Chief of Staff, Commission Services Director, Labor Relations
Deputy General Counsel Director, Seaport Commercial Strategy
Director, Aviation Community Partnerships Director, Seaport Environment & Planning
Director, Aviation Finance & Budget Director, Seaport Leasing & Asset Management
Director, Aviation Planning & Environmental Services Director, Seaport Project Management Group
Director, Cruise & Maritime Operations

33 5107.894 ($55.33) $134,862 ($69.16) $161,831v($82.99)
Assistant Director, HRD Diversity & Consulting Services Director, Social Responsibility
Assistant Director, HRD Total Rewards Director, Port Construction Services
Assistant Engineering Director-Design General Manager, Aviation Maintenance
Assistant Engineering Director-Construction Senior Manager, ICT Service Delivery
Chief Aviation Technologist Senior Manager, Information Security
Director, Harbor Services Senior Port Counsel
Director, Internal Audit Workplace Responsibility Officer
Director, Real Estate Portfolio & Asset Management
"
32 '$101,946 ($52.28) $127,433i565.35) $152,900 ($78.41)
Assistant Director, Accounting Manager, Concessions Management
Capital Program Leader Manager, Government Relations/Puget Sound/WA
Director, Corporate Finance Manager, ICT Project Management
Director, Real Estate Development Senior Manager, Airport Operations
Director, Seaport Finance & Budget Senior Manager, Public Works Contracting
Employment Manager Senior Manager, Purchasing
General Manager, Marine Maintenance Senior Manager, Seaport Security
GIS Architect

EXHIBIT A TO RESOLUTION NO. 3686
SCHEDULE OF AUTHORIZED NON-REPRESENTED POSITION TITLES
SALARY RANGES EFFECTIVE JANUARY 1, 2014
Annual Base Salary Range (Hourly equivalent in perentheses)

Grade Minimum Midpoint Maximum
31 $96,350 ($49.41) $120,432 ($61.76) $144,515 ($74.11)
Airport Facilities & Infrastructure Systems Manager Manager, Internal Audit
. Capital Project Manager
V Manager, Security & Public Safety Technology
CLG and Labor Relations Manager Senior Manager, Airport Building & Facilities Services
Development QA Manager/ Sr. Software Architect Senior Manager, Airport Operations/Capital Coord Liaison
Employee Relations Manager Senior Manager, Aviation Security
Enterprise GIS Manager Senior Manager, Civil Structural Design Services
Government Relations Manager Federal Senior Manager, Disbursements
International Business Protocol Liaison Senior Manager, Employee Health & Safety
Learning and Leadership Manager Senior Manager, Environmental Programs
Manager, Aviation Properties Senior Manager, Revenue Services
Manager, Business and Corporate Communications Senior Manager, Risk Management
Manager, Community Engagement Senior Manager, Service Agreements
Manager, Financial Reporting & Controls Treasury Manager
so 59932.9.(545-53) $113,666 ($58.29) $136,383 ($69.94)
7
AFR Business Technology Manager Manager, Environmental Programs
Air Services Development Manager Manager, HR Information System
Aviation Planning Program Manager Manager, Regional Transportation
Benets Manager Manager, Seaport Planning
Capital Project Manager IV Manager, Windows Server Engineering
Compensation Manager Manager, Survey & Mapping Services
Construction Manager Mechanical / Electrical Manager
Corporate Budget Manager Network Engineering Manager
Cruise Services/Emergency Preparedness Manager Organizational Development Manager
Database Engineering Manager Seaport Client Manager
Director, Commission Services Senior Controls Mgr-Aviation Project Mgmnt Group
Engineering Quality Manager Senior Manager Aviation Maint. Assets & Logistics
ERP Manager Senior Manager, Aviation Maintenance
Government Relations Manager - State Senior Manager, Fishing Vessel Services
ICI' Business Case Manager Senior Manager, Recreational Boating Services
ICT Contract Vendor & IP Manager Senior Manager, Marine Maintenance
International Tourism Development Manager Senior Systems Architect
Labor Relations Manager Server Engineering Manager
Manager, Aviation Business Development & Analysis Systems Engineering Manager
Manager, Aviation Planning & Business Intelligence Technology Economist

29 $85,820. ($44.01) $107,270 ($55.01) $128,739 ($66.02)
Airport Media & Public Affairs Manager Manager, Maritime Operations
Aviation F&I Senior Systems Engr/Utility Business Manager Manager, Seaport Leasing & Industrial Properties
Business Technology Consultant Manager, Strategic Communications & Corp. Media
Inland Cargo Development Manager Office of Social Responsibility-Policy Manager
Lead Software Developer Police Department Administrative Manager
Manager, Air Cargo Operations and Development Principal Engineer
Manager, Airline Systems & Services Real Estate Development Manager
Manager Airport Operations Resident Engineer 3
Manager, Airport Operations & Passenger Experience Senior Environmental Program Manager
Manager, Aviation Finance & Budget Senior Manager, PCS Construction Operations
Manager, Aviation Noise Programs Small Business Program & Policy Manager
Manager, ICT Client Services & Support Tax Manager
Manager, Construction Safety Management

EXHIBIT A TO RESOLUTION NO. 3686
SCHEDULE OF AUTHORIZED NONREPRESENTED POSITION TITLES
SALARY RANGES EFFECTIVE JANUARY 1, 2014
Annual Base Salary Range (Hourly equivalent in perentheses)

Grade Minimum Midpoint Maximum
28 $101,205 ($51.90)
. $80,96415'4152)
_ 312%.,4'4'; ($52-23).
Accounting Manager Manager, Harbor Business and Operations
Aviation Community Relations Manager Mgr, Marine Maintenance Inventory & Financial Services
Aviation Emergency Preparedness Manager Manager, Marine Maintenance Compliance & Fleet
Aviation Maintenance CIP Liaison & Small Works Manager Manager, Seaport Finance & Budget
Capital Project Manager III Manager, Seaport Project Management Support Services
Container Operations Manager Marketing Manager, Seaport Carrier Accounts
Contract Administration Manager Marketing Manager, Seaport National Accounts
Environmental Program Manager Parking Revenue Manager
ICT Financial Services Manager PCS Lead Construction Manager
ICT Project Manager PCS Lead RMM Construction Manager
Manager, Airline Scheduling Systems Port Counsel
Manager, Airport Facility Services Purchasing Manager
Manager, Airport Landside Operations Regional Transportation Program Planner
Manager, Airport Security Access Resident Engineer 2
Manager, Airport Training Seaport Environmental Compliance & Strategy Manager
Manager, Airport Wildlife Seaport Environmental Finance Manager
Manager, Aviation Finance & Budget Administrative Services Senior Aviation Infrastructure Engineer
Manager, Aviation Maintenance Business Systems Senior Design Engineer
Manager, Aviation Maintenance Senior Infrastructure Systems Engineer - Conservation
Manager, Aviation Maintenance Logistics Senior Marine Maintenance Project Manager
Manager, Construction Planning & Coordination Senior Organizational Development Consultant
Manager, Corporate Facilities

27 $76,323 ($39.14)
.
7 $95,394 ($48.92)
.
7 5114:4851358571)
Air Cargo Operations Manager Performance Auditor
Airline and Passenger Systems Manager Police/Fire Communications Mgr/Technical Liaison
Airport Duty Manager Process Improvement Program Manager
Airport Operations Development Manager Real Estate Manager
Aviation PMG Cost Estimator Seaport Property Manager "I
Aviation Project Planner Seaport/Real Estate Media Officer
Aviation Property Manager 3 Seaport Security Program Manager
Capital Project Estimator Seaport Transportation Program Planner
Construction Management Cost Estimator Senior Business Analyst - ICT
Engineering Facililty & Financial Manager Senior CLG Program Manager
ERP Administrator Senior Database Engineer
ERP Developer/Programmer Software Developer
Facilities Maintenance Mgr, Cruise & Industrial Properties Senior Internal Auditor
Facilities Maintenance Mgr, Container Operations Senior Linux Server Engineer
Health & Safety Management Lead Senior Network Engineer
Manager, Lease Administration & Utility Management Senior Public Affairs Program Manager
Mapping Manager Senior Systems Engineer
Marine Facilities Maintenance Manager Senior Windows Server Engineer
Network Operations Manager Survey Crew Manager

EXHIBIT A TO RESOLUTION NO. 3686
SCHEDULE OF AUTHORIZED NON-REPRESENTED POSITION TITLES
SALARY RANGES EFFECTIVE JANUARY 1, 2014
Annual Base Salary Range (Hourly equivalent in perentheses)

Grade Minimum Midpoint Maximum
26 $71,897 ($36.87) $89,876 ($45.09) $107,855 ($55.31)
Accounts Receivable Manager Manager, Airport Customer Service
AFR Records & Administration Manager Manager, Credentialing Center
Assistant Stormwater Project Manager Manager, ICT Administration
Audio Visual Services Manager Manager, PCS Controls & Support Services
Aviation Maintenance Asset Manager Maritime Operations Superintendent
Aviation Property & Lease Admin Manager Marine Maintenance Business Systems Manager
Aviation Property Manager 2 Marine Maintenance Project Manager
Aviation PMG Project Scheduler Public Affairs Events & Education Manager
Aviation Infrastructure System Engineer Public Affairs Policy/Research Analyst
Billing Manager Public Affairs Program Manager
Capital Project Manager II Resident Engineer 1
Communications Project ManagerPublic Affairs Risk Claims Manager
Concessions Manager Risk Management Specialist
Construction Safety Manager Seaport Real Estate Specialist
CPO Cost Price Analyst Seaport Strategic Business Analyst
Database Engineer Senior Business Development Analyst - Aviation
Environmental Management Specialist 2 Senior Buyer
Erosion Control / Storm Water Engineer Senior Contract Administrator - Construction
Employment Consultant Senior Planner, Aviation
Financial Analyst III Corporate Senior Planner, Seaport
Financial Analyst I" - Aviation Supervisor, Corporate Financial Analysis
Financial Analyst III - Seaport Systems Engineer
Information Security Engineer / Analyst Telecommunications Infrastructure Engineer
Learning / Development Consultant Workers Compensation Manager

25 $67,704 ($34.72), $84,630 ($43.40) $101,537 ($52.07)
Accounts Payable Supervisor HRD Business Technology Analyst
Advertising/Communication Specialist Intake and Investigations Specialist
AFR Business Technology Analyst Internal Auditor
Airfield [Airspace Planner Lead Desktop Support Engineer
Assistant Resident Engineer Linux Server Engineer
Aviation Conference Services Supervisor Marketing Representative - Harbor Services Group
Aviation Emergency Technical Training Developer Network Engineer
Aviation Maintenance Assistant Fleet Manager P-Card Administrator
Aviation Maintenance Sr. Business Systems Analyst PCS Resident RMM Construction Manager
Aviation Planning Business Intelligence Analyst PCS Resident Construction Manager
Building Inspector / Plan Examiner PCS RMM Construction Manager
Communications Project Specialist, Public Affairs Payroll Supervisor
Construction Coordination Supervisor Project Management System Analyst
Concessions Facility Program Manager Research & Policy Analyst
Content Services Manager Software Test Engineer
Customer Service Project Manager Seaport Property Manager II
Design Engineer Senior Accountant
Employee Relations & Investigator / Analyst Senior Contract Administrator - Service Agreements
Environmental Management Technician Senior Corporate Budget Analyst
E911 CAD/GIS Systems Engineer Senior Learning/Training Specialist, Aviation Operations
Financial Analyst II - Aviation Senior Total Compensation Analyst
Financial & Cost Recovery Specialist Telecommunications Engineer
Financial Reporting & Controls Analyst Wildlife Biologist
Harbor Operations Supervisor Windows Server Engineer
Health & Safety Management Specialist

EXHIBIT A TO RESOLUTION NO. 3686
SCHEDULE OF AUTHORIZED NON-REPRESENTED POSITION TITLES
SALARY RANGES EFFECTIVE JANUARY 1, 2014
Annual Base Salary Range (Hourly equivalent in perentheses)

Grade Minimum Midpoint Maximum
24 $63.558'($32-55) $79,599 ($40.82) $95,511($48.98) _?
_
Art Program Manager, Aviation ICT Service & Reporting Analyst
Assistant to the CEO Junior Design Engineer
Assistant Manager, AVM Distribution Center Landside Supervisor
Assistant Manager, Corporate Facilities Landside Supervisor - Air Transit Operations
Aviation Planner Learning/ Development Specialist
Aviation Maintenance Project Coordinator Manager, Signage & Graphics
Aviation Security Compliance Coordinator Marine Maintenance Planner/Estimator
Century Agenda Liaison Operations Supervisor Airport Security
Communications Specialist HRD OSR Small Business Analyst
Concessions Program Manager Real Estate Liaison & Research Analyst
Contract Administrator - Construction Seaport Liaison & Research Analyst
Desktop Support Engineer Seaport Market Data Analyst
Financial Analyst I Corporate Senior Aviation Planning Research & Data Analyst
Financial Analyst I - Seaport Senior Cost Engineer
GIS Analyst Senior Employment Representative
ICT Client Services Architect
>23 $9,846,630.69) $74,822 ($38.37)
7 $59,778, ($46-04)
Accountant ||| Environmental Management Specialist 1
Assistant/ Liaison to Managing Director-Aviation Health & Safety Technology Analyst
Assistant PCS Resident Construction Manager ICT Administrative Services Supervisor
Aviation Maintenance Business Systems Analyst ICT Senior Mobile Device Specialist
Aviation Maintenance Lead Planner / Coordinator Lease Administration Supervisor
Business Development Analyst AV 2 Legal Administrator
Buyer Marine Maintenance Regulatory Compliance Specialist
Capital Project Manager 1 Real Estate Property Manager 1
Commission Executive Assistant Senior Engineering Design Technician
Contract Administrator Service Agreements Senior ICT Service Desk Technician
Credit Analyst Survey Project Manager
Environmental Data Specialist Web Coordinator

22 $56,219 ($28.83) $70,278 ($36.04)
, $M,338'($Z43i25_)
Administrative Supervisor Human Resources Specialist
Assistant Financial Analyst ICT Asset Management Analyst
Assistant to Managing Director, CDD Learning / Training Specialist - Aviation
Aviation Noise Programs Community Specialist Maintenance Planner / Coordinator - Aviation
Construction Coordinator Marine Maintenance Procurement Supervisor
Cost Engineer PCS RMM 0&M Program Coordinator
CPO Systems Administrator Public Affairs Media Specialist
Employment Representative - Uniformed Services Records Program Manager
Engineering Design Technician Risk Claims Specialist
Executive Assistant Corporate Senior Civil Engineering Technician
Homeowner Relations Administrator Senior Construction Inspector
Human Resources Administrator Total Compensation Analyst

EXHIBIT A TO RESOLUTION NO. 3686
SCHEDULE OF AUTHORIZED NON-REPRESENTED POSITION TITLES
SALARY RANGES EFFECTIVE JANUARY 1, 2014
Annual Base Salary Range (Hourly equivalent in perentheses)

'21 352.169 laws). ' 56589.1($3.19)
'

_
. 7 .
'_
32105315405?)
7
Accountant |I Desktop Support Specialist
Air Services Development Analyst Engineering Archive Systems Administrator
Assistant Finance/Cost Recovery Controls Specialist Employment Program Coordinator
Aviation Conference Services & Sales Coordinator Noise Program Specialist
Aviation Emergency Preparedness Specialist On Site Properties Representative
Aviation Operations Audit Coordinator Public Affairs Planner/Project Assistant
AV Maintenance Procurement & Inventory Supervisor Seaport Project Specialist
Business Development Analyst Aviation 1 Survey CAD Technician
CAD Standards Review Technician Travel Card Administrator AFR
Construction Management Assistant

2.0. A, ss'orm-($15155) ' 5631624133232) $75,621 ($38.78)
Accounts Payable Lead Fire Dept. System Administrator
Assistant Commission Clerk ICT Infrastructure Operations Technician
Aviation Maintenance CMMS Administrator ICT Mobile Device Specialist
Aviation Operations Systems Administrator ICT Software Asset Analyst
Aviation Statistical Specialist Marine Maintenance CMMS Administrator
Aviation Project Controls Analyst Paralegal/Intake Specialist
Building Permit Coordinator Project Labor Agreement Specialist
Civil Engineering Technician Real Estate Development Project Assistant
Customer Service Analyst Risk Analyst
Department Contract Specialist Senior Administrative Assistant
Executive Assistant, Aviation Director's Office

19' $4831$2E73j $35,314 ($3333) $72,334 ($37.12)
.
Accountant | Marine Maintenance CAD Records Specialist
Assistant Buyer Marine Maintenance Employee & Budget Specialist

Aviation Operations Training Systems Specialist Marketing Assistant, Harbor Services Group
Construction Inspector Payroll Analyst
Harbor Facilities Coordinator Project Assistant Engineering
Harbor Moorage Coordinator Public Disclosure Specialist
Health & Safety Claims Support Administrative Assistant Seaport Graphics Specialist
ICT Asset Management Contract Specialist Signing & Graphics Designer Specialist
Lead Ground Transportation Controller Total Compensation Specialist

1'8 $46,116 (STZ'SIGB). $57.72?) ($29.60) $69,235($"3'''1)
Administrative Assistant ICT Service Desk Technician
Aviation Document Control Specialist Lead Airport Customer Service Representative
Aviation Maintenance Fiscal Specialist II Public Affairs Event Specialist
Construction Safety Administrator Records Management Specialist
Credentialing Center Background Specialist Senior Lease Administration Specialist
Employment Assistant Senior Utilities & Lease Specialist

EXHIBIT A TO RESOLUTION NO. 3686
SCHEDULE OF AUTHORIZED NON-REPRESENTED POSITION TITLES
SALARY RANGES EFFECTIVE JANUARY 1, 2014
Annual Base Salary Range (Hourly equivalent in perentheses)

1'7 $44,265 ($22.70) $55,322 ($28.37) $66,378 ($34.04)
N _ ,
Accounts Payable Specialist Invoice & Control Support Specialist
Assistant Civil Engineering Technician Lease Administration Specialist
Billing Specialist Landside Operations Marina Operations Specialist
Executive Staff Assistant Corporate Marine Maintenance Purchasing Specialist
Ground Transportation Controller Marine Maintenance Scheduler
Harbor Customer Service Specialist On-caII Marketing Coordinator
Harbor Facilities Specialist Payroll Specialist
lCT Staff Assistant PCS Purchasing Specialist
Invoice & Contract Support Specialist Revenue Specialist

16 $42,374'($231.13) $52,962 ($27.16) $63,551 ($32.59)
7
Airport Customer Service Representative Marine Maintenance Dispatcher
Aviation Receiving Dock Operations Coordinator Revenue Service Support Specialist
Contract Document Specialist Senior Administrative Staff Assistant
Fiscal Specialist I Time Reporting Administrator - Fire Department
Lease Administration Support Specialist

"
15 $40,521 ($20.78) $50,642 ($25.97) $60,782($31.17)
,
V
Aviation Operations Audit Assistant Training Support Specialist - Aviation
Legal Documentation Specialist
'
.14 $38,844 ($19.92) $48,555 ($24.90) $58,266 ($29.88)
Administrative Staff Assistant Marine Maintenance Accounts Payable Clerk
Marine Maintenance CMMS Support Assistant

13 $37,284 ($19.12) $46,605 ($23.90) $55,926 ($28.68)
Conference Center Assistant Lead RCF Bus Driver
Conference Center Assistant/On Call Marine Maintenance Material & Inventory Clerk

'
'12? $35,724 ($18.32) $44,636 ($22.89) $53,567 ($27.47)
Customer Service Specialist, Landside Operations

'
11 $34,262 ($17.57) $42,842 ($21.91) $51,402 ($26.36)
On Call AOB Receptionist

10 $32,838 ($16.84) $41,048 ($21.05) $49,257 ($25126)
Senior Ofce Assistant

$31,532 ($16.17) $39,410 ($20.21) $47,288 ($24.25)
Aviation Mail Messenger

'
$27,846 ($14.28) $34,898i:($17.85) $41,769 ($21.42)
Interoffice Mail Specialist

'
$24,785 ($12.71) $30,986 ($15.89) $37,167 ($19.06)
Ofce/Maintenance Clerk

EXHIBIT A TO RESOLUTION NO. 3686
SCHEDULE OF AUTHORIZED NON-REPRESENTED POSITION TITLES
SALARY RANGES EFFECTIVE JANUARY 1, 2014
Annual Base Salary Range (Hourly equivalent in perentheses)

Non-evaluated Jobs
Lilliimff

(WkIvy" 3g,'
AssistantwFire Chief
Deputy Chief of Police

To coincidewith the typical Intern year, 90- 92 are effective June 1, 2014
ranges

High School Intern

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