AGREEMENT

between
PORT OF SEATTLE
and
INTERNATIONAL LONGSHORE & WAREHOUSE UNION,
LOCAL 9

Covering

TOUR GROUP COORDINATORS

MARCH 1, 2010- FEBRUARY 28, 2013




ORIGINAL

TABLE OF CONTENTS

ARTICLE 1:  PURPOSE OF AGREEMENT
...............................................................................................
3
ARTICLE 2:  UNION RECOGNITION
........................................................................................................
3
ARTICLE 3:  LIMITED DURATION EMPLOYMENT..............................3
ARTICLE 4:  UNION SECURITY
...............................................................................................................
3
ARTICLE 5:  PAYROLL DEDUCTION .......................................................................................................4
ARTICLE 6:  BUSINESS REPRESENTATIVE ACCESS
...........................................................................
4
ARTICLE 7:  BULLETIN BOARD .......................................................................................................... _.....4
ARTICLE 8:  EQUAL EMPLOYMENT OPPORTUNITY.............................................................................4
ARTICLE 9:  MANAGEMENT RIGHTS
......................................................................................................
4
ARTICLE 10: GRIEVANCE PROCEDURE ............ 6
ARTICLE 11: SENIORITY and PREFERENCE IN REHNIRE"
.......................................................................
8
ARTICLE 12: JURY DUTY
..........................................................................................................................
9
ARTICLE 13: HOURS OF WORK. OVERTIME and BREAK PERIODS .................................................... 9
ARTICLE 14: HOLIDAYS
..........................................................................................................................
10
ARTICLE 15: LEAVE WITHOUT PAY
.......................................................................................................
10
ARTICLE 16: OTHERBENEFITS...........10
ARTICLE 17: SAFETY
..............................................................................................................................
11
ARTICLE 18: EQUIPMENT ....................................................................................................................... 11
ARTICLE 19: PROFESSIONALISM AND TRAINING RECORDS .............................................~
...............
11
ARTICLE 20: SHOP STEWARDS
.............................................................................................................
11
ARTICLE 21: DISCIPLINE
........................................................................................................................
11
ARTICLE 22: GOOD FAITH GUARANTEE .............................................................................................. 12
ARTICLE 23: PERFORMANCE OF DUTY, STRIKES AND LOCKOUTS
................................................
12
.  ARTICLE 24:  EMERGENCY CONDITIONS
.............................................................................................
12
ARTICLE 25: SAVINGS CLAUSE
.............................................................................................................
12
ARTICLE 26: ENTIRE AGREEMENT
.......................................................................................................
13
ARTICLE 27: LABOR MANAGEMENT COMMITTEE
..............................................................................
13
ARTICLE 28: TERM OF AGREEMENT .................................................. ;
.................................................
13
APPENDIXA: PAY RATES
........................................................................................................................
14
APPENDIX B: SUBMISSION OF GRIEVANCE
.........................................................................................
15
APPENDIX 0: END OF SEASON LETTERS - SAMPLELANGUAGE 16




i:               Page 2 of 16

ARTICLE 1: PURPOSE OF AGREEMENT

This Mutual Agreement has been entered into by the International Longshore and Warehouse
Union, Local No. 9 (hereinafter referred to as the Union), and the Port of Seattle (hereinafter
referred to as the Port). The purpose of this agreement is the promotion of harmonious relations
between the Port and the Union; the establishment of equitable and peaceful procedures for the
resolution of differences; and the establishment of rates of pay, hours of work, benets, and other
terms and conditions of employment.

ARTICLE 2: UNION RECOGNITION

The Port recognizes the Union as the sole and exclusive bargaining agent for all employees in the
job classication of "Tour Group Coordinator" working at the Airport, excluding condential
employees, supervisors and all other employees of the employer.

The Port agrees that it will not contract out any of the work presently being performed by the
employees covered by this contract. Such work shall be done under the terms and conditions of
this contract.

ARTICLE 3: LIMITED DURATION EMPLOYMENT

The Parties recognize that the Tour Group Coordinator positions are the result of a service the
Airport provides in connection with the cruise industry As such, the need for stafng may
uctuate depending on the level of cruise ship activity.

The Tom Group Coordinators shall be employed during cruise season, which typically lasts from
the end of April until the middle of October.

ARTICLE 4: UNION SECURITY

Section 1. All employees who are. not members of the Union shall become members of the
Union within thirty (30) days after the signing of this contract and shall remain members during
the life of this agreement as a condition of their continued employment. All employees hired
hereafter shall become members of the Union within thirty (30) days following the beginning of
their employment and shall remain members during the life of this Agreement as a condition of
their continued employment. No employee will be terminated under this Article if the Port has
reasonable grounds for believing:

(a) That membership was not available to the employee on the same terms and
conditions generally applicable to other members, or

(b) That membership was denied or terminated for reasons other than the failure
of the employee to tender the periodic dues and the initiation fee uniformly
required as a condition of acquiring or retaining membership.

Section 2. The Port shall discharge or otherwise cause the termination of employment of non
complying employees upon receipt of written request to the Port's Director of Labor Relations

Page 3 of 16

from the Union. Prior to sending a written request for termination to the Port, the Union shall
notify the affected employee of its intention to request termination. Such termination of.
employment shall be within ve (5) working days of receipt of written request by the Port's
Director of Labor Relations.

ARTICLE 5: PAYROLL DEDUCTION

The Port agrees to deduct from the paycheck of each member covered by this Agreement who
has so authorized it by signed notice submitted to the Port, the initiation fee and regular monthly
dues. The Pelt shall transmit such fees to the Union once each month on behalf of the members
involved.

ARTICLE 6: BUSINESS REPRESENTATIVE ACCESS

The P011 agrees to allow reasonable access to Port facilities for business representatives who
have been properly authorized by the Union. Such access shall be peimitted in a manner as not to
interfere with the functions of the department or the Port. This Article shall apply within the
constraints of federal or state regulations and statutes and the Airport Security Plan. ~

ARTICLE 7: BULLETIN BOARD

Bulletin boards found to be acceptable and in compliance with the needs of limited use by the -
Union shall be provided by the Port. These bulletin boards shall be used, maintained and
controlled by the Union. It is understood and agreed to that no material shall be posted which is
obscene, defamatory, or which would impair Port operations.

ARTICLE 8: EQUAL EMPLOYMENT OPPORTUNITY

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, creed, national origin, sex, age, sexual orientation, Vietnam-
era veteran or Americans with Disabilities status.

ARTICLE 9: MANAGEMENT RIGHTS

Section 1.   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.

The Port reserves all rights of Management except as specically limited in this
Agreement. Among such rights are the determination of the methods, processes,
and means of providing selvice, including the increase, or diminution, or change

Page 4 of 16

of operations, in whole or in pan, including:

a.  the introduction of any and all new, improved, automated methods or
equipment
b.  the determination ofjob content and/or job duties;

0.  the combination or consolidation ofjobs;
d.  With regard to a, b and 0 above, at the Union's request the Port shall conduct a
job evaluation to determine if the combination or consolidation of jobs
warrants an increase in wages, with the result of the evaluation being subject
to the grievance procedure;
provided, however, in exercise of such rights, it is not intended any other provision of this
contract providing a specic benet or perquisite to employees shall be changed, modied,
or othelwise affected, without concurrence of the Union.

Section 2.   Subject to the provisions of this Agreement, the Port has the right to schedule
work as required in a manner most advantageous to the department, including
creating 'oating' assignments to cover rest and lunch breaks, etc.

M- Subject to the provisions of this Agreement, the Poit rese1ves the right:

(a)    To suspend, discharge, or take other disciplinaly action against employees as long
as such disciplinary action is for just cause.
(b)   To determine methods, means, work locations and personnel necessary for
departmental operations;

(c)    To control the depaltmental budget, and if deemed appropriate by the P011, to
implement reduction(s) in force; '

(d)   To take whatever actions are necessary in emergencies in order to assure the
proper mctioning ofthe department;

(6)    To determine the need for additional educational courses, training programs, on-
the-job-training, and cross training, and to assign employees to such duties for
periods to be determined by the Employer; and

(3   To manage and operate its departments except as may be limited by provisions of
this Agreement.
.

Section 4.   The Union has all rights which are specied in the Articles of this Agreement and
retains all rights granted by law except as such rights may be limited by
provisions of this Agreement.


Page 5 of 16

ARTICLE 10: GRIEVANCE PROCEDURE

The palties acknowledge that every effort should be made by the employee(s) and the
appropriate supervisor to resolve issues prior to initiating grievance procedures.
A grievance shall be dened as an alleged violation of the terms of this Agreement.  If a
grievance is initiated by the Poit or the Union regarding the application or interpretation of the
terms of this Agreement, the grievance may be led at Step 2; otherwise, the grievance must be
initiated at Step 1.

A. A four-step grievance procedure is established as follows:
Step One: Informal Resolution.
An employee who believes that a provision of this Agreement has been violated must submit
a "Grievance Filing" form (See Appendix B) to the Port and the Union within twentyone
(21) calendar days from the date he/she knew or reasonably should have known of the
alleged violation.  Within fourteen (14) calendar days of the ling of the completed
"Grievance Filing" form, the Port will send a written response to both the employee and to
the Union.
Step Two: Labor Relations Committee.
If the written response in Step One has not resolved the grievance satisfactorily, or if the
Union initiated the grievance, the Union may, in its sole discretion, elect to advance the
grievance to Step 2.  If a grievance is brought by the Port against the Union, it may be led
at Step 2.

To advance a grievance to Step 2, either the Union or the Port shall submit a written
statement setting f01th in detail the facts upon which the grievance is based, the sections of
the Agreement alleged to have been violated, and the remedy sought.  The Union shall
submit such written statement to the Director of Labor Relations, and the Port shall submit
such written statement to the SecretaryfFreasurer/Business Agent of the Union.

For a grievance to be timely initiated at Step 2, the written statement must be submitted
within twenty-one (21) calendar days from the date the grieving party knew or reasonably
should have known of the alleged violation.  Where a grievance was initiated at Step 1, the
Step 2 written statement must be submitted within fourteen (14) calendar days of the receipt
' of Port's written Step One response.

A Labor Relations Committee (LRC) shall consist of the Union's Business Agent and up to
two (2) members of the bargaining unit selected by the Union, and up to three (3) persons
selected by the Port. The LRC will meet within fourteen (14) calendar days of the request
that it do so to discuss and attempt to resolve the grievance. Any resolution reached by the
LRC shall be reduced to Writing and signed on behalf of the Port and the Union.
Step Three: Voluntary Mediation
If the grievance is not resolved at Step 2 of the procedure, upon mutual agreement, the Port
and the Union may, within seven (7) days of the LRC meeting, agree to submit the grievance
to a mediator appointed by the Public Employment Relations Commission or another
mutually agreed upon mediator for mediation. If mediation fails to resolve the issue(s), or if
both parties do not agree to submit the grievance to mediation, then the matter may be

Page 6 of 16

referred to arbitration by the grieving party.
Nothing said or done by the palties 01 the mediat01 duling the giievance mediation can be
used1n the a1bit1ation pr.oceeding
'
Step Four: Arbitration.

I.   Arbitration Procedures

Within 30 days of the failure to resolve this grievance by the LRC or, if the palties attempt
mediation, within 30 days of the failure of the mediation process, either party to this
Agreement may, in its sole discretion, apply to the Federal Mediation and Conciliation
Service for a list of ve (5) persons who are qualied and available to serve as arbitrators for
the dispute involved.  Within ve (5) days of receipt of this list, the Labor Relations
Committee will jointly select the arbitrator from the list in' the following manner: The
representatives of the Union and the P011 shall each privately identify (strike) two (2) of the
(5) available arbitrators. The person whose name was not st111ck shall be the arbitrator. If
m01e than one pe1son is not st111ck by either party, the person not struck whose last name

comes 1st1n the alphabet shall be selected The decision of the a1bit1at01 shall be nal and
binding to all palties to the dispute.
The Union and Port shall pay any compensation and expenses relating to its own witnesses
and/or representatives, except that Port employees whose presence is (1) requested by the
Union or the Port and (2) reasonably necessary or related to the proper conduct of the
arbitration, and who otherwise would be "on the clock," will be treated as if they are still
working and thus will suffer no loss of pay as a result of their presence at the arbitration.  In
order to ensure parity for all employees in this regard, an employee who is assigned to swing
or graveyard shift and whose presence meets the criteria set forth above shall be released
from some or all of either the shift immediately preceding the date of his/her presence at the
arbitration, or the shift following such presence, depending on the circumstances, for an
amount of time equal to the amount of time such employee is directed to spend at the
arbitration.

If either party requests a stenographic record of the hearing, the paity requesting the copy
will pay the cost of said record. If the other party also requests a copy, the party will pay
onehalf of the stenographic costs. The fees and expenses of the arbitrator shall be shared
equally by the parties. The Union does not hereby waive any rights it may have, subsequent
to a successful arbitration; to seek an award of reasonably incurred attorney's fees pursuant
to RCW 49.48.0330.

11.  Limitation on Power of the Arbitrator

The powers of the arbitrator shall be limited to the application and inte1pretation of this
agreement and its appendices.  Decisions shall be based on whether or not a contract
violation is deemed to have occurred. The arbitrator shall have jtu'isdiction to decide any
dispute arising under this Agreement, but shall not add to, delete, or modify any section of
the Agreement. EXCEPTION: Should the Union contend that it is (or could be) entitled to
- an award of reasonably inculred attomeys fees pursuant to RCW 49.48.030, and should the

Page 7 of 16

Port agree, the Port and the Union may specically request that the arbitrator retain
jurisdiction, subsequent to his/her luling on the merits of the grievance, to dete1mine all
issues related to the amount of such an award and to determine the appropriate amount of
such an award. Such an agreement may occur either prior to or subsequent to the arbitrator's
decision on the merits.

B. Time Limits/Intent of the Parties

It is the intent of the parties that disputes be resolved in an amicable and orderly fashion
based on the merits. In pursuing this end, the parties do not want disputes forced to either the
LRC or arbitration that might be resolved at earlier stages.
For this reason, the time limits and all other requirements set f01th above may be waived by
written agreement or acknowledgement of the primary representatives of the parties, i.e., the
Port's Labor Relations Director or his/her delegate, and the Union's Business Representative
. or his/her delegate.
C. Time Limitation as to Back Pay.
Grievance claims involving retroactive compensation shall be limited to I80 calendar days
prior to the written submission of the grievance to the Port and the Union, provided,
however, this 180 day limitation may be waived by mutual consent of the parties.

ARTICLE 11: SENIORITY and PREFERENCE IN REIi-IIRE1

Section 1. Seniority Roster. The Port shall maintain one seniority roster for the bargaining unit.
Seniority for the purpose of this Article is the employee's date of hire into the bargaining unit.
(The parties agree to "grandfather" seniority for employees who have been continuously rehired
from year to year, starting with the year 2000).  Seniority shall be broken and forfeited by
retirement, resignation before the end of cruise season, termination from employment, layoff of
thirteen months, or a break in service of more than thilteen months.

Given the seasonal nature of employment, seniority credit for any previous years of employment
shall only count toward bargaining unit seniority if employment is continuous from year to year.
Example: If an employee successfully completes the 2007 season and is rehired for the 2008
season, their 2007 seniority shall 'credited' in addition to their 2008 seniority.  If this same
employee successfully completes the 2008 season, but is not rehired again until the 2010 season,
their seniority for any previous years of work shall be forfeited. Their seniority shall begin anew
with the 2010 season.

Section 2. Completion of a Season. Employees will be deemed to have successfully completed
a season if, in management's discretion, their work performance is satisfactory, and they have
worked the enti1e time period that they committed to at the beginning of the season (Apploved
Leave Without Pay will not count against employees when determining whethel 01 not an
employee w01ked the enti1e time pe110d to which they committed.)

Section 3. Preference in Rehire. Employees who have successfully completed a season will be
given preference in re-hire for the next season. The Port shall issue a letter at the end of a season
to those employees who will be given preference for rehire for the following season. Employees

Page 8 of 16

who have not successfully completed a season will also be issued a letter to inform them that
they will not be rehired.  Employees who are not selected for rehire may request an exit
interview from management. (See Appendix for Samples of Letters.)

In the event that multiple employees are given preference for rehire letters, the order of rehire
Shall be determined by bargaining unit seniority, from most senior to least senior.

Management will not deny an employee preference in rehire for reasons that are arbitrary,
capricious or discriminatmy.

The Port and the Union agree that receiving a "preference for rehire" letter is not a guarantee of
employment for the following season. The rehiring of TGCs is dependent on business and
operational need for such positions.

Section 4.  Lead Position.  The Employer resewes the light to appoint Leads at its sole
discretion. TGCs assigned Lead duties shall be paid a premium of one dollar ($1.00) above their
current base rate ofpay for all hours performing lead work.

ARTICLE 12: JURY DUTY

If an employee is called for and serves on jury duty on a day for which they were scheduled to
work, that employee shall receive compensation for the hours they were scheduled to work, less
any compensation received from the court for such seivice.

ARTICLE 13: HOURS OF WORK, OVERTIME and BREAK PERIODS

Section 1. Hours of Work.

a. Pent-Time and OnCall: All TGC positions are part-time and oncall requiring the exibility to
work various and iiregular hours as well as weekends and holidays. There is no "bid" schedule.
There is no minimum number of hours guaranteed per week or per month. It is understood by
the Port and the Union that the need for stafng is dependent upon cruise line schedules.

b. Hours and Days of Work: Management will make a monthly schedule with hours and days of
work for employees. However, such schedules may change With little advance notice due to
unforeseen events such as cruise ship cancellations and delays, or to accommodate employee
requests for days off.

Management will consider employee preferences when making the work schedule, but calmot
guarantee that every employee request will be granted.

Section 2. Minimum Shift Pay. Employees shall receive a minimum of four (4) hours pay
when they are required to come in to work.

Section 3. Break Periods. Employees will be allowed a paid rest period of een (15) minutes
for each four hours worked. Such rest period must be taken no later than the end of the third hour

Page 9 of 16

of the shift. When more than ve (5) hours are worked in a shi', employees wlll be allowed a
thilty (30) minute meal period. These rest and meal periods shall be paid at the employee's
regular rate of pay.

Section 4. Overtime. Hours worked in excess of eight hours in a day or 40 hours in a week shall
be paid at the overtime rate. There shall'be no compounding or "pyramiding" of oveltime.

ARTICLE 14: HOLIDAYS

Section I. Employees shall be paid time and a half for the hours actually worked on a Holiday,
the dates of which are indicated below:

Memorial Day                 Last Monday in May
Independence Day               July 4
Labor Day                   First Monday in September
_

ARTICLE 15: LEAVE WITHOUT PAY

Section 1. Management shall consider employees' requests for LWOP.  If it is possible in
management's discretion to accommodate the employee's request for LWOP by altering the
regular schedule (i.e. having other employees cover the open shifts without overtime) the
employee's request for LWOP will be granted.

Whenever possible, employees are expected to provide seven (7) calendar days advance notice
for their request for LWOP.

Requests for qualied FMLA leave without pay will be granted.

ARTICLE 16: OTHER BENEFITS

A. Unemployment Compensation Benets under the Washington State Employment Security
' Act.

B. Social Security insurance (FICA) as covered by the Federal Insurance Contribution Act.

C. Credit union participation.

D. Washington State Workers' Compensation.

E. Employees who successfully complete a season (as dened in Article 11, above) shall be
considered "intemal" candidates for Port job postings for the twelve months immediately
following the successfully completed season. Employees shall be given the same consideration
as other "intemal" Port job candidates for the twelve month period.  The P01t's Human


Page to OHS

Resources Department determines policies and procedures related to "internal" job postings, and
any changes to such policies and procedures shall not be subject to the grievance procedure.

F. Employees shall be eligible for transportation and parking benets as established by the P01t's
Transpmtation and Parking Policy.

G. Employees covered by this agreement shall be entitled to the same parking privileges as other
'P01t employees. Changes to the parking privileges of other Port employees shall automatically
apply to employees covered by this agreement.

ARTICLE 17: SAFETY

The Port will take all steps necessary to maintain a safe work place and safe work environment.
No employee is expected to risk injuiy or illness during the course of employment. Employees
must take reasonable steps, such as notifying management of any unsafe conditions that occur
during the course of their work.

ARTICLE 18: ES.QUIPMENT

Section 1. The P011 shall provide the employees 'with all unifo1ms (when required) and
equipment that the employee is expected to utilize in the job and in accordance with the
requirements as established by the Manager. The Port shall provide appropriate cleaning service
for all authorized uniforms.

ARTICLE 19: PROFESSIONALISM AND TRAINING RECORDS

The Port will provide training for all employees as necessary to perform his/her job duties and
will maintain a careful record of the training accorded employees. The training opp01tunities will
be made available to all employees without discrimination or distinction. In addition, employees
may be involved in all post-incident critiques or hearings relating to or affecting matters within
the scope of their responsibilities.

Employees will be reimbursed for any travel or meals incurred as a result of management
directed training approved by the Manager or designee under this alticle and consistent with Port
policy.

ARTICLE 20: SHOP STEWARDS

The Port will recognize one shop steward and one altemate shop steward appointed'by the
Union. The shop stewards shall have the right to engage in necessary contract-related matters
including advising employees and assisting those facing discipline without loss of pay
irrespective of when those events occur. Claims of alleged abuse of this right are matters for the
grievance and arbitration procedure set forth in this Agreement.

ARTICLE 21: DISCIPLINE


Page 11 of 16

Section 1. The Port shall not discipline or discharge any employee except for just cause. Any
warning notice or other documentation or written evaluation regarding the employee shall be
given to the employee, and a copy given to the Union. The employee may prepare a rebuttal
statement which the employee may request to be added to their personnel le.

Section 2. Personnel Files. Evely employee shall have the right to look at their personnel le
and copy or have copied at the employee's expense, any material that is in the le. Every
employee shall have the light to submit written material for addition to their le and that material
shall be kept in the le so long as the material it rebuts is'in the le. No personnel le material
other than routine payroll information may be used in any grievance proceeding or disciplinary
proceeding involving the employee unless that material was shown to the employee and the
Union at the time it was created and before it was placed in the le.

ARTICLE 22: GOOD FAITH GUARANTEE

The Port and the Union agree to deal with each other in good faith and obsewe their
commitments without resmting to gimmicks or subterfuge.

ARTICLE 23: PERFORMANCE OF DUTY, STRIKES AND LOCKOUTS

Section 1. Nothing in this Agreement shall be construed to give an employee the right to strike
and no employee shall strike or refuse to perform assigned duties to the best of his/her ability.
The Union agrees that it will not condone or crusade any strike, slowdown, mass sick call, or any
other form of work stoppage or interference with. the normal operation of the Port.

Section 2. The Port agrees that there shall be no lockouts.

Section 3. The conditions stated in Sections 1 and 2 of this Article shall remain in effect with or
without a signed labor agreement.

ARTICLE 24: EMERGENCY CONDITIONS '

Employees may be required to report to work. under emergency conditions such as natural
emergencies or security emergencies. If required by management to stay overnight or between
shifts, the employees will be provided reasonable accommodations and sufcient and reasonable
subsistence. '

ARTICLE 25: SAVINGS CLAUSE
_
If any Article of this Agreement or any Appendix hereto should be held invalid by operation of
law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any
Article or Appendix should be restrained by such tribunal, the remainder of this Agreement and
Appendices shall not be affected thereby and the parties shall enter into immediate collective
bargaining negotiations for the pmpos'e of a1riviilg at a mutually satisfactory replacement of such
Article.                                                   '


Page 12 of 16

ARTICLE 26: ENTIRE AGREEMENT

Section 1. The Agreement expressed herein in writing constitutes the entire agreement between
the parties and no oral statement shall add to or supersede any of its provisions.

Section 2. Under the Port's commitment in Article 22 ~ Good Faith Guarantee, the'Port agrees to
notify the Union in advance and meet and discuss any major or signicant changes in the
operation and/or working conditions before those changes become effective unless they are
necessitated by any emergency situation. In that event the notication, meeting, and/or
discussions will take place as soon as possible thereafter.

ARTICLE 27: LABOR MANAGEMENT COMIVIITTEE

At the request of either the Port or the Union, the other party agrees to meet on an informal basis
outside the grievance procedure to discuss issues of mutual concern including but not limited to:
new projects, new equipment, and questions of interpretation and administration of this
Agreement. Any understandings or agreements reached as a result of such meetings shall be
reduced to writing and signed on behalf of the Port and the Union or such understanding shall be
null and void.                     '

ARTICLE 28: TERM OF AGREEMENT

Effective dates of this contract are March 1, 2010 - February 28, 2013.

IN WITNESS WHEREOF, the parties hereto have duly executed this Agreement.


By    4. 3:,Z2,          -Date: 5'" 2'7" '0
Tony Hutter, Secretary/Treasurer/Business Agent, Intemational Longshore & Warehouse Union,
Local #9








Page 13 of16

APPENDIX A: PAY RATES

The Hourly Wage Rates for employees for the 2010 Season shall be as follows:

15t Season ' '    $13.25
2Ind Consecutive Season                            $13.76
3" Consecutive Season                           $14.27
4th Consecutive Season .     $14.78

The Hourly Wage Rates for employees for the 2011 Season shall be as follows:

1St Season                                       $13.75
2nd Consecutive Season                           $14.26
3rd Consecutive Season                            $14.77
4lh Consecutive Season -                  $15.28

The Hourly Wage Rates for employees for the 2012 Season shall be as follows:

1st Season -  $14.25
2'"Jl Consecutive Season                              $14.76
3rd Consecutive Season                            $15.27
4th Consecutive Season                            $15.78

The Employer reseives the right to appoint Leads at its sole discretion. TGCs assigned Lead
duties shall be paid a premium of one dollar ($1.00) above their current base rate of pay for all
hours performing lead work.











Page 14 of 16

APPENDIX B
if PortofSeatue                                  |.L.W.U. Local 9
SUBMISSION 0F GRlEVANCE

Grieving Party:

Supervisor

Date of Filing with Port*

Port Representative Receiving Filing

Date of Filing with Union*

Union Representative Receiving Fiiing

*This grievance shall not be considered filed until a copy has been delivered by the grieving party
to both the Union and to the Port.

Date of Occurrence

Type of Occurrence

Location/ Work Unit

Contract Article(s) Affected

Remedy Sought

Grievance Report: (Attach additional sheet if necessary)





Other Parties cc'd





Page 15 of16

APPENDIX C

End of Season Letters Sample Language:

Dear Ms. TGC:

Thank you for your hard work this summer. We are pleased to inform you that you have been
placed on 'the f'preferred hire" list for the 200_ season, as referenced in Article 11 of the
Collective Bargaining Agreement.

Please note that this does n_ot mean you have a guarantee of employment with the Port next
summer. All hiring is contingent upon the Port's operational and business needs.

Thank you again for helping make this summer's cruise season a success.

Sincerely,


Port of Seattle



Dear Ms. TGC:

Thank you for working with us this summer. Unfortunately, after careful consideration, we must
inform you that you will not be placed on "preferred hire" list for the 200_ season, as
referenced in Article 11 of the Collective Bargaining Agreement.

If you would like to schedule an Exit Interview with your management team to discuss this
decision, please contact me at (PHONE) by (DATE).

We wish you success in your future endeavors.

Sincerely,

Port of Seattle



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