Item No. 4i_attach
Meeting Date: November 14, 2017
COLLECTIVE BARGAINING AGREEMENT
BY
AND 
BETWEEN
THE PORT OF SEATTLE

AND
THE PORT OF SEATTLE FIREFIGHTERS


INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
LOCAL UNION NO. 1257 

JANUARY 1, 2017 - DECEMBER 31, 2020 




1

TABLE OF CONTENTS
ARTICLE             TITLE            PAGE 
Preamble                 4 
1                        Recognition                     4 
2                  Union Membership & Dues               4 
3                     Non-Discrimination                  5 
4                       Union Business                    5 
5                     Management Rights                  6 
6        Labor-Management Committee and Accident Review    7 
Safety 
7                         Seniority                      8 
8                     Personnel Reduction                  8 
9                      Employee Status                   8 
10                 Discipline and Discharge              9 
11                Promotions and Vacancies             10 
12      Transfers, Temporary Assignments and Appointments   10 
13                  Grievance Procedure               13 
14                  Policy and Procedures               14 
15               Hours of Work and Overtime            14 
16              Jury Duty/Subpoenaed Witness            16 
17                Sick Leave and Disability              17 
18                 Paid Parental Leave               20 
19                      Vacation                    20 
20                      Holidays                    22 
21              Bereavement/Emergency Leave           23 
22                Time Off for Appointments             23 
23               Educational Reimbursement             24 
24                   Military Leave                24 
25                    Insurance                 25 
26             Uniforms and Protective Clothing          28 
27               Physical Fitness Program            29 
28         Physical Capacity Evaluations Requirements      29 
29                   Savings Clause                29 
30                 Deferred Compensation              29 
31              Change in Working Conditions            30 
32                  Scope of Agreement               30 
33                 Strikes and Lockouts              30 
34              Staffing Aid Car and Drivers           30 

2

35       Joint Apprenticeship Training Committee Program     31 
(JATC) 
36          Duration of Agreement and Effective Date        32 
APPENDIX           Pay Rates            33 
A 
APPENDIX B        Drug Testing/Substance Tests         41 
APPENDIX C       Substance Abuse Rehabilitation        46 
APPENDIX D           First Aid Facility            47 















3

PREAMBLE 
This agreement is between the International Association of Firefighters Union, Local #1257 
(hereinafter referred to as the "Union") and the Port of Seattle (hereinafter referred to as the
"Port"). The purpose of the Union and the Port entering into this agreement is to set forth their
entire agreement with regard to wages, hours and working conditions so as to promote efficient
and uninterrupted performance of Fire Department functions, morale, safety, and security of
bargaining unit employees, and harmonious relations, giving full recognition to the rights and
responsibilities of the Port, the Union, and the employees, and to provide the public with
efficient and courteous service; to encourage good attendance of employees; and to promote a
climate of labor relations that will aid in achieving a high level of efficiency in the Department.
ARTICLE 1  RECOGNITION
The Port recognizes the Union as the sole and exclusive bargaining agent for all uniform
employees of the Fire Department up to and including the rank of Battalion Chief. The Fire
Chief and Assistant Chiefs are excluded from the unit as are all other non-uniform personnel.
ARTICLE 2 - UNION MEMBERSHIP & DUES 
Section 2.1  Union Membership 
All present employees who are members of the Union as of the date of the execution of this
agreement shall remain members during the life of this agreement or in lieu thereof pay a service
charge equivalent to the regular monthly dues to the Union toward administration of this
agreement as a condition of continued employment.
It shall also be a condition of employment that all employees covered by this agreement and
hired on or after its execution date, shall on the thirty-first (31st) day following the beginning of
such employment, become and remain members in good standing in the Union with the
exception indicated below for bona fide religious objections, or pay a service charge equivalent
to regular monthly dues for administration of this agreement.
Pursuant to state law, objections to joining the Union which are based on bona fide religious
tenets or teachings of a church or religious body of which such employee is a member shall be
observed. Any such employee shall pay an amount of money equivalent to regular monthly dues
to a non-religious charity or to another charitable organization mutually agreed upon by the
employee affected and the bargaining representative to which such employee would otherwise
pay the dues. The employee shall furnish written proof to the Union that such payment has been
made.
Section 2.2  Dues Deduction 
The Port agrees to make a deduction from the paycheck of each member covered by this
agreement who has so authorized it by signed notice submitted to the Port, limited to the Union
initiation fee, and regular monthly dues, or the service charge equivalent of monthly dues. The
Port shall transmit such fees to the Union once each month on behalf of the members involved.

4

Section 2.3  Indemnification
The Union agrees to indemnify, defend, and hold harmless the Port against any claims made and
against any suit instituted against the Port on account of any collection of dues for the Union.
The Union agrees to refund to the Port any amounts paid to it in error on account of the
collection provision upon presentation of proper evidence thereof.
Section 2.4  Membership Conditions 
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.
ARTICLE 3 - NON-DISCRIMINATION 
Section 3.1  Union Membership 
There shall be no discrimination, interference, restraint, or coercion by the Port against any
employee for activity on behalf of, or membership in, the Union.
Section 3.2  Equal Employment Opportunity 
The Port and the Union will not tolerate Discrimination against any persons on the grounds of
age, race, color, national origin/ancestry, ethnicity, religion, disability, Family Medical Leave
Act (FMLA) use, pregnancy, sex/gender, sexual orientation, whistleblower status, military
affiliation, marital status, worker's compensation use, transgender status, political beliefs, or any
other protected status as guaranteed by local, state, and federal laws.
Section 3.3  Affirmative Action 
The Port of Seattle (Fire Department), is a non-exempt Government Contractor subject to the
requirements of Executive Order 11246, as amended and its implementing regulations at 41 CFR
Chapter 60. The Port of Seattle Fire Department's commitment to Equal Opportunity and
Affirmative Action covers all phases, terms and conditions of employment including: recruiting,
hiring, placement, compensation, promotion, transfer, disciplinary measures demotions, layoffs, 
termination, testing, training, daily working conditions, awards, and benefits.
ARTICLE 4 - UNION BUSINESS 
Section 4.1 Bulletin Board Space 
The Port shall provide one bulletin board for the use of the Union in each Fire Station at a
convenient location, accessible to employees.
Section 4.2  Visitation Rights 
Authorized representatives of the Union shall be allowed reasonable access to visit work
locations of the employees covered by this agreement at any reasonable time or location for the

5

purpose of administering this agreement, investigating possible grievances, or other matters
concerning employee-employer relations. Such access shall be permitted in a manner as not to
interfere with the functions of the Department or the Port. This section shall apply within the
constraints of Federal or State Regulations and Statutes.
Section 4.3  Leave 
The employer shall make available to the Union a total of 144 hours of paid leave per annum for
the purpose of allowing Union Officials to attend conventions, conferences, seminars and
meetings related to contract administration or labor relations training provided that written
notification from the Union President is received by the Fire Chief no more than ninety (90) days
in advance with two (2) minimum days' notice. Only two persons per shift will be allowed to be
in Union leave status at any point in time. The employer retains the right to restrict such leave
when an emergency exists or such leave would cause a danger to public safety or such leave
would knowingly cause overtime, at the time of request.
ARTICLE 5 - MANAGEMENT RIGHTS 
Section 5.1  Summary 
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 any and all exclusive rights concerning the Management and operation of the
Department, except as specifically limited in the agreement. In exercise of such rights, it is not
intended any other provision of this contact providing a specific benefit or perquisite to the
Firefighter shall be changed, modified, or otherwise affected without concurrence of the Union.
Section 5.2  Specific and Exclusive Management Rights 
Subject to the provisions of this agreement, the Port reserves the right:
a.     To recruit, assign, transfer, or promote members to positions within  the
Department, including the assignment of employees to specific jobs; 
b.    To suspend, demote, discharge, or take other disciplinary action against
members for just cause;
c.    To direct and evaluate the performance of work;
d.    To determine the keeping of records;
e.    To determine the job content and/or job duties of employees, with the condition
that job content and job duties are consistent with generally recognized
Department functions;
f.      To determine methods, processes, means, and personnel necessary for providing
service and Departmental operations, including but not limited to: determining the
increase, diminution, or change of operations or fire equipment, in whole or in
part, including the introduction of any and all new, improved, automated methods
of equipment; 
g.    To control the Departmental budget, and if deemed appropriate by the Port, to
implement reduction in force;
h.    To schedule work as required in a manner most advantageous to the Department

6

and consistent with requirements of municipal employment and public safety,
subject to the provisions of this Agreement;
i.      To take whatever actions are necessary in emergencies in order to assure the
proper functioning of the Department; and
j.      To manage and operate its Departments except as may be limited by provisions of
this Agreement and applicable law.
Section 5.3  Incidental Duties Not Always Described 
It is understood by the parties that every incidental duty connected with operations enumerated in
job descriptions is not always specifically described.
Section 5.4  Evaluation
The Union and Management will jointly develop a performance evaluation form. The form will
be mutually agreed upon by both parties through the Labor Management Committee. Once
developed, any changes to the form must be agreed upon by both parties through the LMC.
ARTICLE 6 - LABOR-MANAGEMENT COMMITTEE AND ACCIDENT
REVIEW/SAFETY COMMITTEE 
Section 6.1 Labor-Management Committee 
There shall be a Labor-Management Committee consisting of representatives appointed by the
Union and representatives appointed by the Port. This article creates a communication process
for the purpose of mutual planning and initiating discussions regarding matters of general
concern to employees of the Department as opposed to grievances. It is understood that any
matter which has been made the subject of a formal grievance under the terms of the labor
agreement shall be excluded from consideration by the Labor-Management Committee under
this article. Either the Union or the Port may initiate discussion subjects of a general nature
affecting the employees of the Fire Department. A meeting of representatives of the Port and
Union may be requested by either of the parties and they shall schedule such a meeting at a
mutually agreeable time and place; provided that, during the term of this agreement, meetings
shall normally be scheduled on a monthly or as needed basis. A proposed agenda shall be
prepared jointly and distributed prior to each meeting. Minutes shall be taken and a copy shall
be distributed among committee members.

Section 6.2  Accident Review/Safety Committee 
There shall be an Accident Review/Safety Committee established and maintained as defined in
the Firefighters Safety Standards of Washington State and will be led by the Training Division
and comprised of the Battalion Chief of Training, one Captain, one Management Representative
and two (2) of the four shift safety representatives. All members assigned to the Accident
Review Committee shall be properly trained (i.e., L&I Accident Investigation Training) prior to
conducting an accident investigation. No member on the Accident Review Committee shall be
on the same shift, division, or supervise the member involved in the accident. The accident
review committee shall conduct a no-fault accident review and submit their findings to the Fire
Chief.

7

ARTICLE 7 - SENIORITY 
Seniority shall be retroactive to the date of employment in the Port of Seattle Fire Department
bargaining unit after satisfactory completion of the probationary period.  Seniority shall be
broken only by separation from employment including resignation, discharge, medical
separation, or retirement (except as provided by statute for duty disability retirement), or by
layoff in excess of thirty-six (36) months. Employees with the same seniority date shall be
assigned to the seniority list in order of their final score ranking at the Port approved Recruit
Academy.
Seniority shall have no required applications except as specifically provided for in this Labor
Agreement.
ARTICLE 8 - PERSONNEL REDUCTION 
Section 8.1  Layoff 
In the case of a personnel reduction the employee with the least seniority shall be laid off first
except as indicated below. The employees shall be recalled in reverse order of layoff with the
last laid off first recalled. An employee's seniority status and recall rights shall be retained for a
period of thirty-six (36) months following layoff. The Port agrees to notify an employee a
minimum of thirty (30) calendar days prior to layoffs.
Section 8.2  Retention of Seniority and Recall Rights 
An employee's seniority status and recall rights shall be retained for a period of thirty-six (36)
months following layoff. Within thirty-six (36) months of a layoff, no new employees shall be
hired until all laid-off employees have been sent a written recall notice by certified mail, return
receipt requested, and given ample opportunity (within twenty-one (21) calendar days from time
the notice was received or returned) to return to work. It is the responsibility of the employee to
keep the Port informed of a current mailing address while on layoff.
An employee recalled shall return at the same classification held at the time of the layoff. All
recalled employees may be required to attend a refresher course offered by the Department and
pass the accompanying evaluation.
ARTICLE 9 - EMPLOYEE STATUS 
Section 9.1  Written Notice 
The Port shall submit written notice to the Union of the following actions affecting employees:
demotion, suspension, termination by type (retirement, disability, discharge for cause), and
reduction in force.
Section 9.2 Seniority List 
The Port shall maintain and post annually a current seniority list.  This list shall be used
whenever called for by specific articles and sections of this agreement.

8

ARTICLE 10 - DISCIPLINE AND DISCHARGE
Section 10.1  Progressive Discipline 
No employee shall be disciplined or discharged without just cause. Except as indicated in
Section 10.4 below or for gross misconduct, discipline shall be applied in a progressive manner
with the emphasis on constructively improving the employee's performance rather than just
providing punishment. In accordance with: Standards of Performance and Conduct, Corrective
Action and Discipline, Port of Seattle HR-18.
Section 10.2  Documentation Handling 
The Union shall be provided copies of disciplinary documentation including warning letters,
written reprimands, letters of suspension or demotion, and notifications of discharge for cause.
Such documentation shall be handled on a confidential basis.
Section 10.3  Departmental Procedure 
The parties agree that discipline is a command function and that the Fire Department may
institute a disciplinary procedure separate from this agreement.  Decisions on disciplinary
matters where the discipline imposed involves discharge, suspension, demotion, or written
reprimands shall be subject to the Grievance Procedure as outlined therein (See Article 13)
except as provided in Section 10.4 below.
Additionally, the Union and the Port agree that abuses of the Port attendance policy shall not be
condoned. The Union will cooperate with the Port to help assure that attendance standard is
maintained.
Section 10.4  Probationary Employees 
It is recognized that Firefighters are on probationary status for one year from date of hire. The
probationary period may be extended at the discretion of the Fire Chief for the same length of
time as the probationary employee has been absent due to bona fide illness or other legitimate
reason. The probationary employee shall maintain his/her probationary rate of pay until the
employee has successfully completed the probationary period. Disciplinary measures including
discharge for failure to meet standards for such employees shall not be subject to the grievance
procedure or to the limitations indicated in Section 10.1 above.
Captains and Battalion Chiefs are on probationary status for one year from date of promotion.
The probationary period may be extended at the discretion of the Fire Chief for the same length
of time as the probationary employee has been absent due to bona fide illness or other legitimate
reason. Captains and Battalion Chiefs promoted from within the bargaining unit who have not
successfully completed the probationary period shall be demoted to the position previously held
by the employee within the bargaining unit. Captains and Battalion Chiefs appointed from
outside the bargaining unit who have not successfully completed the probationary period shall be
terminated without recourse to the grievance procedure.
Section 10.5  Union Representative Present 
Any employee subject to an interview which may result in disciplinary action may have a Union

9

Representative present.
ARTICLE 11 - PROMOTIONS AND VACANCIES 
The parties will convene a promotional committee to jointly develop promotional testing
procedures. The jointly-developed procedures will be mutually agreed upon by both parties
through the Labor Management Committee. Once the parties agree, the procedures will be
memorialized and distributed throughout the Department. Once developed, any changes to the
procedures must be agreed upon by both parties through the LMC. It will be the responsibility of
the Fire Chief to make the promotional selection.
ARTICLE 12 - TRANSFERS, DAY SHIFT ASSIGNMENTS, SELECTION PORCESS,
TEMPORARY ASSIGNMENTS, AND TEMPORARY APPOINTMENTS 
Section 12.1 -Day Shift Assignments
a.     Day shift assignments will be determined by Management.
b.    It should be understood that no one is exempt from the opportunity to serve in the
day shift capacity and everyone can anticipate being assigned to these
responsibilities at least once during their tenure with the Port of Seattle Fire
Department.
c.    The day shift assignment to be filled and the necessary qualifications shall be
announced by bulletin posted in a convenient location accessible to all employees
for a period of at least fourteen (14) calendar days. Certain day shift assignments
may require extensive training prior to the actual assignment and those positions
shall be posted and the individual may be selected for training purposes up to one
(1) year prior to the transfer to the position. An employee who has fulfilled their
commitment and is seeking to vacate a position with specialized requirements
may be required to remain in the position for up to ninety (90) calendar days
while a replacement is trained to competently perform the duties. 
d.    In  the  event  requiring  the  filling  of  a  critical  position,  a  temporary
assignment/appointment may be made on an interim basis as prescribed in Section
12.3 and 12.4 of this contract, only until the proper procedure can be completed
for filling such vacancies.
e.    Attempts will be made to provide notice of the available assignments to all
bargaining unit personnel on authorized leave of more than ten (10) calendar days
in duration. These attempts will be made by email and phone. If an employee
wants to be contacted for this purpose at a phone number other than his/her usual
contact number, it is his/her responsibility to notify the Department in advance.
f.      Members interested in available day shift assignments must submit a transfer
request, through channels, to be considered eligible for positions available. Said
requests must be received by management by the close of business on the 15th
day after the initial posting.
g.    Applicants requesting transfer who can demonstrate past experience in fire service
assignments related to the available work, or can demonstrate and verify
completed training specific to the available assignment will be given additional
consideration during the selection process.

10

h.    Applicants for available firefighter positions must be Firefighter A by the date of
appointment to said Position to be qualified for assignments.
i.      Individuals transferred to such day shift assignments serve at the discretion of
management. The term of a day shift assignment will depend on the position,
personal expertise, additional educational opportunities provided and normally
would be for a period of two (2) or four (4) years at the discretion of the
employee. (See Appendix A, Pay Rates, 5(c)).
j.       Management will interview applicants prior to a final decision.
k.    When applicants are considered equal in all aspects under consideration for the
specific job assignment, the tiebreaker shall be seniority.  For this purpose,
seniority shall be considered as time in rank.
Section 12.2  Selection Process
The following process shall be followed when selecting individuals for the day shift
assignments:
a.    Interested individuals shall apply using a transfer request and route it through
channels.
b.    When only one person applies, that individual will be selected if s/he meets the
minimum requirements. 
c.    Where more than one person applies, the selection shall be limited to those
candidates. Where the incumbent is one of the multiple applicants, the incumbent
shall be selected provided that:
1.    The incumbent has not served more than two (2) continuous terms,
and 
2.    There is no documented evidence of unsatisfactory performance
relative to the position. 
d.    When no one applies, the choice will be open to all individuals within the rank of
Firefighter "A" and the selection will apply the criteria that no one will be
required to serve twice until all have served once.
Section 12.3  Temporary Assignments 
A temporary assignment is defined as a period of not less than forty-five (45) calendar days, and
not more than six (6) months, with exceptions being made for emergency situations and subject
to the following provisions:
a.    All temporary assignments shall be reviewed and approved by the Labor-
Management Committee. A quorum consisting of two (2) labor and two (2)
management representatives must be present.  When the committee reaches
consensus, the decision shall be binding. When no consensus is reached, the
responsibility for final decisions rests with the Fire Chief.
b.    The Labor-Management Committee shall consider prior to rendering its
determination such things as impact on employee vacation and holidays, collateral
effect on other Department business, cost savings effectiveness, and any other
issues relative to Department business and employee welfare.
c.    Temporary assignments shall not be used in lieu of hiring Full Time Employees.

11

Section 12.4  Temporary Appointments 
A temporary appointment is defined as having the same authority, responsibility, rights and
privileges associated with that rank and is subject to the same conditions of Section 12.3.
Temporary appointments shall not be used in lieu of promoting from the current eligibility list.
Section 12.5  Adjusted Work Schedule 
For assignments less than forty-five (45) calendar days, Management upon at least five (5) days
advance written notice to the employee with a copy to the Union, can adjust an employee's
schedule for training opportunities, jury duty, or short-term special assignments contingent on
the employee's agreement. The adjusted schedule will be compensated consistent with the
provisions of applicable wage and hour laws.
ARTICLE 13 - GRIEVANCE PROCEDURE 
Section 13.1 - Grievance Defined
The purpose of this Grievance Procedure is to establish an effective process for the fair,
expeditious, and orderly adjustment of grievances. A grievance is defined as an alleged violation
of the collective bargaining agreement. Longstanding conditions which have been mutually
accepted through past practice and which are not specifically addressed in this labor agreement
shall not be subject to the Grievance Procedure.
An employee aggrieved by a final decision where the discipline involved results in suspension,
demotion, discharge, or written reprimand may proceed by filing a written grievance as outlined
in Step 2 of this grievance procedure.
Section 13.2 - Time Limits
Except as otherwise provided in this paragraph, the Employee or the Union shall have no more
than thirty (30) calendar days from the incident that precipitated the grievance to instigate the
formal grievance procedure steps as identified in Section 13.4 below. However, in the event of a
pay-roll issue, the time limitation shall be established as thirty (30) calendar days from the letter
date the grievance party became AWARE of the grievance.
A grievance not brought within the time limit prescribed in Step 1, or submitted within the time
limits prescribed for every step thereafter, shall not be considered timely and shall be void. The
time limits prescribed in Section 13.4, Step 2 through 3 may be waived at each step by mutual
agreement, in writing, by the aggrieved employee or the Union (in a class grievance), and the
Fire Chief or appropriate management representative.
Section 13.3 - Informal Resolution
Before a grievance is filed formally, every effort must be made to resolve differences between
the employee and the immediate supervisor. Also, the grievance should be reviewed on an
informal basis through the chain of command within the Fire Department.


12

Section 13.4 - Grievance Procedure
STEP 1 
If the grievance is not resolved informally, the affected employee shall present the grievance to
the Union to determine if the grievance shall proceed through the grievance procedure. If the
Union finds that the grievance has merit, the employee shall present the grievance in writing to
his or her supervisor. The written grievance at this step and all steps hereafter shall contain the
following information:
1. A statement of the grievance and the facts upon which it is based,
2. The alleged violation of the agreement,
3. The remedy or adjustment sought,
4. The signature of the aggrieved employee or the Union.
Unless the previous conditions are met, the grievance shall not be accepted. The employee's
supervisor shall issue a written answer within ten (10) calendar days. The written response at this
step, and all steps thereafter, shall contain:
1. An affirmation or denial of the facts upon which the grievance is based.
2. An analysis of the alleged violation of the agreement
3. The remedy or adjustment, if any, to be made.
4. The signature of the employee's supervisor or management representative.
STEP 2 
If the grievance cannot be resolved at Step 1, it shall be referred in writing to the Fire Chief
within (10) ten calendar days after the designated supervisor's answer in Step 1. The Fire Chief,
or his/her representative, shall discuss the grievance within ten (10) calendar days with the Union
representative at a time mutually agreeable to the parties. If the grievance is settled as a result of
such a meeting, the settlement shall be reduced in writing and signed by the Fire Chief and
Union. If no settlement is reached, the Fire Chief, or his/her representative, shall give the
Department's written answer to the Union within ten (10) calendar days following the meeting.
STEP 3 
If the grievance cannot be resolved at Step 2, it shall be referred in writing to the Fire Chief and
the Port's Labor Relations representative within ten (10) calendar days after the Fire Chief's
answer in Step 2. The Port's Labor Relations representative shall attempt to resolve it and
provide a written response within ten (10) calendar days.
STEP 4: ARBITRATION 
If the grievance has not been resolved at Step 3, the Union may refer the dispute to final and
binding arbitration by notifying the Port in writing of its submission to arbitration within ten (10)
calendar days after receipt of the Port's Labor Relations representative written response at Step
3. Within ten (10) calendar days from sending its notice, the Union shall file for arbitration with
the Public Employment Relations Commission and select to receive a list of arbitrators or receive
the assignment of an arbitrator. If the receipt of a list is selected, within ten (10) calendar days
after receipt of the list, after flipping a coin to see which party goes first, the Union and the Port
shall alternately strike the names on the list, and the remaining name shall be arbitrator.
Alternatively, the parties may mutually agree upon an arbitrator instead of obtaining a list from

13

PERC. The parties may mutually agree to submit the grievance to mediation prior to arbitration
by filing a joint request for mediation with the PERC.
The hearing on the grievance shall be informal and the rules of evidence shall not apply. The
arbitrator shall not have the power to add to, subtract from, or modify the provisions of this
agreement in arriving at a decision of the issue or issues presented; and shall confine his/her
decision solely to the interpretation, application, or enforcement of this agreement.  The
arbitrator shall confine himself/herself to the precise issue submitted for arbitration, and shall
have no authority to determine any other issues not submitted to him/her. The decision of the
arbitrator shall be final and binding upon the aggrieved employee, Union and Port. The Port and
the Union shall share equally the fees and expenses of the arbitrator.
Each party shall bear its own costs of presenting grievances and/or arbitrations under this
agreement including attorney's fees.
ARTICLE 14 - POLICY AND PROCEDURES 
The Union agrees that its members shall comply with all Fire Department Policies and
Procedures including those relating to conduct and work performance. Prior to implementation
of changes in Policies and Procedures the Port agrees to discuss the intended changes with the
Labor-Management Committee.
ARTICLE 15 - HOURS OF WORK AND OVERTIME 
Section 15.1  Workweek 
Except for those employees assigned to the forty (40) hour shifts, the regularly scheduled average hours
of duty will not exceed two thousand four hundred twelve (2,412) hours per year based on a four (4) year
average. For employees on twenty-four (24) hour duty shifts, the work cycle shall be sixteen (16) days,
not to exceed one hundred twenty one (121) hours. Each Captains and Firefighters assigned to a twentyfour
(24) hour duty shift will be required to work nine (9) Debit Days per calendar year. Battalion Chiefs
assigned to a twenty-four (24) hour duty shift will be required to pay back two hundred sixteen hours
(216) hours of debit time per calendar year pursuant to Policy No. 108. All suppression Debit hours will
be tracked through Tele-Staff.
a.     No member shall work in excess of seventy-two (72) hours in any position without a
minimum break of twelve (12) hours; except in unusual emergency situations and only
with the approval of the Fire Chief or his/her designee.
b.    Changes in Debit Days shall be assigned by the Chief or his/her designee. All changes
will consider minimizing the possibility of overtime.
c.     When Debit Day schedules must be changed to minimize overtime, the affected members
shall attempt to reach an agreement on who will be reassigned. If a mutual agreement
cannot be reached, Department seniority shall be used and the member with the least
seniority shall be reassigned.
d.    Up to forty-eight (48) debit hours per year may be substituted for required training (e.g.,
Dallas Forth Worth, San Bernardino, Salt Lake City, etc.) pursuant to FAA regulations at
the discretion of the Fire Chief or designee. No more than two (2) separate training days
shall be scheduled in exchange for forty-eight (48) debit hours unless agreed upon by the
Labor Management Committee. 

14

Section 15.2  Change in Starting and Stopping Time 
Shift change for twenty-four (24) hour employees shall be eight (08:00) a.m.  Employees
assigned to a forty (40) hour workweek may work a flextime schedule if approved by the Chief
and in conformance with Port Policy.
a.    Alternate work schedules, including a 4/10 day shift, shall be established in Fire
Department Policy.
b.    When emergency conditions exist, the Port may change starting and stopping
times. The Port will notify the Union as soon as feasible under the circumstances.
Section 15.3  Light Duty 
When an employee is unable to perform his/her regular duties due to injury or illness, the
employee shall be assigned temporarily to special duty for a maximum of six (6) months
duration from the date of injury or illness. All light duty assignments may be extended beyond
the six (6) month period on a case-by-case basis at the discretion of the Fire Chief.
It will be the mutual objective of the parties to return disabled LEOFF II employees to work as
quickly as possible when return to work is clearly appropriate from a medical standpoint in
compliance with State of Washington Disability and Retirement Statutes.  Light duty
assignments shall normally be made on a forty (40) hour Fire Department shift schedule. Light
duty Fire Department assignment will be mandatory to all LEOFF II employees, duty and nonduty
disabilities, who have medical approval from their health care providers to return to work
on a light duty status utilizing the Port's Job Analysis Form FDJA-1-98. The employer shall
provide the appropriate work within the Fire Department.
Section 15.4  Day Shift Employees 
Except as provided in Section 15.7 and under the conditions stated in Section 15.9, in the event a
need for overtime occurs, the employee shall be paid at the overtime rate (1) for work
performed over and above a full-time regularly scheduled workweek, or on "an employee's
Saturday, or Sunday" or holiday. In no case shall overtime compensation be duplicated or
pyramided.
Section 15.5  24-Hour Shift Employees 
These employees shall be paid at the straight-time rate for work hours scheduled. Work assigned
before or after a twenty-four (24) hour on-duty shift or on off-duty shifts shall be paid for at the
overtime rate (1 ) when they work in excess of the daily twenty-four (24) hour shift schedule
or in excess of one hundred twenty one (121) hours during the sixteen (16) day work cycle. In
no case shall overtime compensation be duplicated or pyramided.
Section 15.6  Trading Days Off 
When an employee wishes to trade work time with another employee, such trading of work time
shall be subject to approval of the On Duty Battalion Chief. Reference: Policy #205, Appendix
III. When one employee voluntarily trades shifts with another, the number of hours worked will
be calculated as if the employee had worked his/her normal work schedule for that shift.


15

Section 15.7  Overtime Compensation 
All overtime compensation must be authorized by the Chief or his/her designee in advance. The
pay of employees who arrive late will be reduced as appropriate. Voluntary early relief will be
managed in accordance with applicable law.
Section 15.8  Call Back
If an employee is called back to work outside of his/her normal schedule, such employee shall
receive a minimum of four (4) hours compensation at the overtime rate. The number of hours
the employee is called back to work shall be at the discretion of the Battalion Chief. The four (4)
hour minimum does not apply to shift extension.
a. For pre-scheduled call back assignments outside of the employee's regular work
schedule, compensation will start when the employee begins work at the work site.
b. For unscheduled call back assignments requiring immediate return to the work site,
compensation will start at the time the employee is called back and will include time
spent traveling to the work site. Management reserves the right to use its discretion in
such unscheduled call back assignments and may give consideration to the amount of
time an employee will require to report and the distance s/he will need to travel.
Section 15.9  Calculations of Hourly Rates 
When calculating the hourly base rate of pay which shall apply to said excess hours of work, the
established monthly salary of Firefighters shall be multiplied by twelve (12) to obtain the annual
salary which shall then be calculated in the following manner:
8-hour and 10-hour day shifts shall be divided by two thousand eighty (2,080)
(40 hours/week x 52 weeks/year = 2,080 hours per year).
24-hour shifts shall be divided by two thousand four hundred twelve (2,412). 
Section 15.10  Special Assignments Schedules 
An employee initiated request for a temporary change in work schedule will be given
consideration for those members serving in special or extraordinary events, such as tunnel
inspections, pit fire drills, and vehicle maintenance.
ARTICLE 16 - JURY DUTY/SUBPOENAED WITNESS 
Section 16.1  Compensation Conditions 
When an employee is called for and serves as a subpoenaed witness on Port-related cases or on
jury duty, that employee shall, during such service period, receive full regular compensation
from the Port. Port compensation for service as a subpoenaed witness on Port-related cases only
applies to absence from regularly scheduled work hours and does not apply to individual
members brining suit against the Port.
Section 16.2  Limited Overtime Conditions 
Employees serving as a subpoenaed witness of a Port-related case will be compensated at the
overtime rate, for time worked outside of the normally scheduled work time.  Employees
serving on jury duty shall remain on regular pay for on-duty hours served. Overtime is not

16

provided for off-duty jury participation.

Section 16.3  Schedule Adjustment
In accordance with Section 12.4, Management may adjust an employee's schedule for jury duty
or service as a subpoenaed witness on a Port-related case contingent on the employee's
agreement.

ARTICLE 17 - SICK LEAVE AND DISABILITY
Section 17.1  Use of Sick Leave
Use of Sick Leave is limited to authorized absence due to employee or immediate family
member illness or injury. For the purposes of this Section, the definition of immediate family
member shall conform to local, state, and federal law.
Departmental management may at any time require a health care provider's statement to justify
the use of sick leave and/or to determine that an employee's return from absence due to illness or
injury is sanctioned by the attending health care provider. Nothing herein shall undermine the
right of the Port to require an employee to show valid and satisfactory proof of illness or injury
anytime sick leave or disability leave is used.  Misrepresentation of any material facts in
connection with paid sick leave or disability leave by any employee will constitute grounds for
disciplinary action up to and including discharge.
In any case where an employee is entitled to benefits under State Worker's Compensation Act as
it now defined, providing payments to injured or disabled workers, the Port shall pay only the
difference between the benefits received by such employees and their regular rate of
compensation shall be limited to the period of time that such employee has accumulated sick
leave and in compliance with applicable law.  The Port may require the employee to furnish
medical proof, or to submit to a medical examination by a Port appointed physician at the Port's
expense to determine whether a subsequent injury or illness is new and separate or an
aggravation of a former injury or illness.
Section 17.2  Sick Leave Coverage  Bargaining Unit Members 
Sick leave accruals shall be based on a pro rata share of a full-time work schedule (compensated
time) and shall be computed based on the following hours in a work shift;
a.    Members who work 24-hour schedules shall accrue 12 hours or one-half of a 24-
hour shift per month of sick leave.
b.    Members who work 40-hour schedules shall accrue 10.2 hours per month of sick
leave.
c.    These accruals shall commence from the date of employment. Sick leave accruals
may be used following 30 days of continuous employment.
d.    Sick Leave for employees hired after January 1, 2005 may be accumulated up to

17

1,440 hours.

Section 17.3  Sick Leave Upon Termination 
After five (5) years of service, bargaining unit members, upon termination of employment, shall
receive compensation for 50% of their unused sick leave.
Section 17.4  Disability, LEOFF, Plan II 
Duty disability coverage and non-duty disability coverage shall be as follows:
a.    Duty disability coverage for LEOFF, Plan II, Employees shall be provided by the
Port of Seattle at 100% coverage as provided by the State Industrial and Workers'
Compensation Act and Appendix B, Duty Disability Supplement.
b.    Non-Duty disability for LEOFF, Plan II, Employees shall be provided by sick
leave as stipulated in this Article and by insured disability benefits as may be
agreed to between the Union and the Port. There shall be no duplication of
coverage under sick leave and insured benefits.
c.    When combined with such other benefits, accrued sick leave may be applied up to
but not to exceed the employees' regular pay rate.
d.    Any employee who is receiving both (1) insured non-duty disability benefits from
the WSCFF/Standard disability program and (2) employer provided paid leave,
shall be required to promptly remit payment of any WSCFF/Standard disability
benefits to the employer to buy-back paid leave used while on such non-duty
disability.  Leave shall be bought back hour-for-hour, based on the respective
employee's rate of pay. Employees will not be able to buy-back more leave than
what was used while on such non-duty disability.
Section 17.5  Extended Coverage, LEOFF, Plan II, (Duty Disability) 
Employees who qualify for payments under RCW 51.32.090 due to temporary total or partial
disability may be continued as an employee beyond the six (6) months from the date of injury or
illness, subject to the following conditions:
a.    Such employee(s) will be required, at the request of the employer any time during
the disability, to be available for periodic medical examinations by a physician
selected by the Port; and,
b.    Such employee(s) will perform light duty tasks, subject to the approval of the
employees physician who has determined light duty work appropriate utilizing the
ports Job Analysis Forms FDJA-1-98 and FDJA-2-98; and,
c.    Such employee(s) within a reasonable period of time, has the potential of
returning to his/her regular job based upon competent medical examinations
provided in "a" above.
Section 17.6  Extended Coverage, LEOFF, Plan II, (Non-Duty Disability) 
Employees who are unable to perform their regular job(s) as a result of a non-occupational
illness or injury may be continued as an employee beyond six (6) months from the date of injury
or illness subject to the following conditions:

18

a.    Such employee(s) will be required, at the request of the employer any time during
the disability, to be available for periodic medical examinations by a physician
selected by the Port; and,
b.    Such employee(s) will perform light duty tasks, subject to the approval of the
employees physician who has determined light duty work appropriate utilizing the
ports Job Analysis Forms FDJA-1-98 and FDJA-2-98; and,
c.    Such employee(s) within a reasonable period of time, has the potential of
returning to his/her regular job based upon competent medical examinations
provided in "a" above.
Section 17.7  Family Medical Leave Act (FMLA) and Family Care Act (FCA) 
An employee will be permitted to use accrued time off when on leave as provided by the FMLA
and FCA while adhering to the Port of Seattle Policy.
Section 17.8  Shared Leave 
On a voluntary basis and in accordance with procedures outlined in Port Policy/Procedure HR-5,
Leaves, employees may donate accrued leave to benefit 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.
Any employee may donate any amount of vacation, sick leave, or pooled leave. In accordance
with HR-5, Shared Leave will be paid at the recipient's own rate of base pay. Donated leave
shall be designated to a specific individual. Donations and requests for shared leave will be
coordinated in Human Resources.
Section 17.9  Attendance Incentive 
Any employee who has completed one year of continuous employment without any absence
from work except as provided below will receive an attendance incentive of two hundred fifty
dollars ($250.00).
a.    For the purpose of this provision, any absence except the following will disqualify
an employee from the attendance incentive, i.e., absences as a result of:
1)   Vacation (Article 18)
2)   Holidays (Article 19)
3)   Bereavement Leave (Article 20)
4)   Military Leave (Article 23)
5)   Jury Duty (Article 26)
6)   Subpoenaed Witness Service on a Port related case (Article 26)
7)   Time Off for Appointments (Article 21)
8)   FMLA Leave
b.    A qualifying year, for the purposes of the attendance incentive, will be accounted
for on an individual basis. The year will be measured starting on the first of the
calendar month following the date the last disqualifying employee absence occurs
until the first of the calendar month one year later.

19

c.    The employee will be paid their incentive within a reasonable time following their
qualifying year.
d.    The Fire Department logbook and payroll hours will be used to determine
eligibility.
Section 17.10  Medical Savings Account
Either party may request to open the agreement with respect to medical savings accounts (e.g.
VEBA).

ARTICLE 18  PAID PARENTAL LEAVE
The Port shall provide Paid Parental Leave to members of this bargaining unit. Eligibility,
participation and terms of the Paid Parental Leave shall be as provided to non-represented
employees as outlined in Port policy HR-5. The Port may change or modify its paid parental
leave policy and/or procedure. If the Port desires a change/modification, the Port agrees to
provide the Union with advance notice of any change.
ARTICLE 19 - VACATION
Section 19.1  Rates of Accrual
Vacation accruals shall be based on a pro-rata share of a full-time work schedule (compensated
time) and shall be computed based on the following hours in a work shift  eight (8) hours for
day shift personnel and twelve (12) hours for twenty-four (24) hour shift personnel.
a.    Based on the first day of employment from the first full month to and including
the thirty-sixth (36th) full month of continuous employment, employees shall
accrue vacation as follows:
Day shift personnel = .0468 hours per straight-time hours paid
(.049 x 2,080 annual hours = 102 hours or 12.75 shifts)
24-Hour personnel = 10 hours per month
(10 x 12 months = 120 hours or 5 shifts)
b.    From the thirty-seventh (37th) full month to and including the one hundred thirtysecond
(132nd) full month of continuous employment, employees shall accrue
vacation as follows:
Day shift personnel = .07 hours per straight-time hours paid
(.0736 x 2,080 annual hours = 153 hours or 19.125 shifts)
24-Hour personnel = 15 hours per month
(15 x 12 months = 180 hours or 7  shifts)
c.    After the completion of eleven (11) years of continuous employment starting with
the one hundred thirty-third (133rd) full month, employees shall accrue vacation
as follows:

20

Day shift personnel = .0936 hours per straight-time hours paid
(.098 x 2,080 annual hours = 204 hours or 25.5 shifts)
24-Hour personnel = 20 hours per month
(20 hours x 12 months = 240 hours or 10 shifts)
d.    After the completion of fifteen (15) years of continuous employment starting with
the one hundred eighty-first (181st) full month, employees shall accrue vacation
as follows:
Day shift personnel = .1123 hours per straight-time hours paid
(.1178 x 2,080 annual hours = 245 hours or 30.625 shifts)
24-Hour personnel = 24 hours per month
(24 hours x 12 months = 288 hours or 12 shifts)
Section 19.2  Limits on Accumulating Vacation Leave and Cash Out
Vacation leave accumulation for all employees covered under this Agreement shall be limited to a
maximum accrual for five hundred seventy six (576) hours. Any vacation leave accruals exceeding this
maximum accrual cap shall be forfeited and not subject to cash out and/or use. Employees shall be
responsible for monitoring and taking vacation leave in order to avoid any forfeiture of leave. Any
unused vacation leave at or under the five hundred seventy six (576) hour accrual cap may be cashed out
by the employee.
Effective one hundred eighty days(180) after the ratification of the agreement, employees may cash-out
vacation time in accordance with the standards and procedures that are in effect as of September 1, 2017
for the cash out of paid time off (PTO) as applied to non-represented employees. The Union shall be
notified in advance of changes to the limits and procedures affecting PTO cash out and provided the
opportunity upon request to bargain pursuant to RCW 41.56.
Management shall be responsible for encouraging and allowing proper scheduling for employees taking
annual leave in order to avoid any forfeiture of vacation leave.
Section 19.3  Scheduling of Vacation Leave
At any time after the successful completion of six-months continuous employment, employees
may request and use vacation leave of up to the number of hours accrued at the time of the
desired vacation date subject to the approval of the Fire Chief or designee as defined in the Fire
Department Procedure Manual. Seniority rights shall apply in scheduling vacation.
Additionally, requests for approval of vacation schedules shall be made to the Fire Chief or
his/her designee as stipulated in the Fire Department Procedure Manual.  While vacation
scheduling guidelines are established by the referenced procedure, the final approval discretion
regarding specific vacation schedules rests with the Fire Chief or his/her designee. Payment for
vacation leave may be made only to the extent of unused vacation accruals at the time of the
leave.

21

Section 19.4  Payment for Vacation Leave at Termination 
Upon termination of employment, regular permanent employees shall receive pay in lieu of
unused vacation based on the maximum accrual and other limitations stated in this Article.
ARTICLE 20 - HOLIDAYS 
Section 20.1  Designated Holidays and Eligibility 
The following holidays shall be granted with pay limited to all DAY shift firefighters:
Holiday          Normal Date of Observance 
New Year's Day    January 1 
Washington's     Third Monday of February 
Birthday 
Memorial Day     Last Monday in May 
Independence Day   July 4 
Labor Day        First Monday of September 
Thanksgiving Day   Fourth Thursday of November 
Day after         Fourth Friday of November 
Thanksgiving 
Christmas Day     December 25 
Four (4) Floating    2 Port-designated 
Holidays         2 Employee-designated (one in lieu of
Martin Luther King's Birthday  May
be taken after January 15 each year) 
Time off in lieu of holidays shall be scheduled at a time the employer finds most suitable after
considering the wishes of the employee and the requirements of the Department.
Members assigned to day shift during the first quarter of the year and expected to be assigned for
at least the duration of the year shall be eligible for all four floating holidays Members assigned
to day shift after the first half of the payroll year shall receive one employee designated floating
holiday.
Members who are expected to be assigned away from day shift during the year shall be eligible
for a proportionate number of floating holidays. It is not the intent of this language to work any
Port employee on a Port designated holiday.
Section 20.2  Overtime Application 
In addition to eight (8) or ten (10) hours holiday pay, Day shift firefighters who work on the
holiday will also receive time and one-half for hours worked.
Section 20.3  Day of Observance 
When a holiday falls on a Sunday, the following Monday will be observed. When a holiday falls
on a Saturday, the preceding Friday will be observed.

22

Section 20.4  Personal Holiday 
At least 24 hours advanced notice and the Fire Chief or his/her designee's approval is required
for the personal holiday. Eligibility for the personal holiday is not established until after the first
six (6) months of employment. An employee shall receive no extra pay for not taking a personal
holiday, unless directed by the Fire Chief to work on the day scheduled and no other day off can
be scheduled before year-end. A terminated employee shall not receive pay for a personal
holiday not taken prior to the last day worked. (Also see Section 19.1 for language on pro-rated
eligibility.)
Section 20.5 Day Shift Holidays 
For employees who are working flexible or 4/10 schedules and a holiday occurs on the
employee's normal day off, that normal day off will be treated as a weekend holiday and
designated on either the first or last day of the said employee's work week depending on when
the holiday occurs. 
ARTICLE 21 - BEREAVEMENT/EMERGENCY LEAVE 
Section 21.1  Bereavement Leave 
At the discretion of the Battalion Chief, from one (1) to five (5) days for day shift personnel, or
from one (1) to three (3) shifts for 24-hour personnel per bereavement which shall not result in
compensation for more than the number of hours in any normal workweek may be granted to
employees who have been employed for thirty or more days of uninterrupted service and who
have suffered the loss by death of a member of their immediate family. Individual circumstances
such as the distance to the funeral and the extent of employee involvement with the arrangements
for the deceased shall be considered in determining the number of days to be granted an
employee.
For the purposes of this Section, immediate family is defined as: the employee's spouse or
domestic partner; the employee's (or employee's spouse or domestic partner's) parents, child,
sibling, grandparent, grandchild; or a sibling's spouse or domestic partner, or as agreed to by the
Fire Chief.

Section 21.2  Emergency Leave 
Emergency leave will be authorized in accordance with policy 205.

ARTICLE 22 - TIME OFF FOR APPOINTMENTS 
After completing their probationary period, employees who are scheduled to work forty (40)
hours per week, may be granted brief periods of paid time off for medical, dental, or other
personal business appointments (such as appointments with attorneys) which could not be
arranged during non-working hours. The Fire Chief or his/her designee may authorize time off
for not more than twelve (12) hours each during a calendar year.

23

Employees who do not work a forty (40) hour schedule are expected to arrange personal 
appointments during their shift time off.
A member must work on a day shift assignment for a minimum of two months prior to applying
for time off. Members being transferred to day shift with prior appointments shall be given
reasonable consideration.
ARTICLE 23 - EDUCATIONAL REIMBURSEMENT 
Section 23.1  Required Job-Related Course Work Requested by Department Management 
When directed by Departmental management, the cost of course work or training related
specifically to improvement of job situation shall be paid for entirely by the Port.
Section 23.2  Employee Initiated Requests for Job-Related Course Work 
Upon completion of the probationary period, employees enrolled in training or course work
specifically related to improvement of job situations within the Department will be eligible for
reimbursement of tuition costs. Only the tuition costs for such instruction shall be reimbursed on
the following basis:
a.    Approval prior to commencing course was obtained in writing from Departmental
management.
b.    The course was completed with a grade "C" or better.
c.    The tuition bill is to be submitted to the Port to verify tuition costs as an
attachment to the employee's expense claim form
d.    The reimbursement rate, limited to tuition only, is 50% for employees with
seniority status up to four (4) years of continuous employment and 75% after four
(4) years of continuous employment.
e.    Employees requesting outside training, securing expenditure of Port funds may, at
the discretion of the Fire Chief, be required to reimburse the Port should they fail
to attend.
f.      Subject to the other applicable provisions of this section, Haz-Mat II training shall
be reimbursed at 100%.
Additionally, bargaining unit members will be eligible to apply for College Degree Completion
support under the terms of HR-12. The parties understand and agree that HR-12 is subject to
revision by Port Human Resources & Development.

ARTICLE 24 - MILITARY LEAVE 
Military leave shall be provided as stated in the Port of Seattle "Wage and Benefit Resolution -
#2810" Section 5, in accordance with RCW 38.40.060.


24

ARTICLE 25 - INSURANCE 
Section 25.1  Medical
The following insurance is provided for LEOFF I and LEOFF II employees and for their
dependents:
Section 25.1  Medical 
On the first of the month following the date of hire, employees will receive insurance coverage
for themselves, their spouse/partner, and eligible dependents on the Association of Washington
Cities HealthFirst Plan. Effective January 1, 2012, the employer will pay the full premium cost
for the employee. Effective January 1, 2017, the employee will be responsible paying a portion
of the premium for his/her spouse/partner and dependents as follows:
a.  Spouse or Partner - $67.07 per month
b.  First Child - $33.00 per month
c.  Second Child - $27.34 per month
Employee costs shall be by payroll deduction. Changes made by the Association of Washington
Cities to the rates or benefits provided under the HealthFirst Plan are not subject to negotiation
during the term of the Collective Bargaining Agreement.
Northwest Fire Fighter Benefit Trust- Plan $100 
Effective January 1, 2018, on the first of the month following the date of hire, all active full time,
part time and other employees regularly scheduled to work twenty one (21) or more hours per
week  will receive insurance coverage for themselves, their spouse/partner, and eligible
dependents on the Northwest Fire Fighters Benefit Trust 100 Health Plan. The employer will
pay the full premium cost for the employee.
Effective January 1, 2018, the employee will be responsible for paying a portion of the premium
for his/her spouse/partner and dependents as follows:
a. Employee Only - $00.00
b. Employee & Spouse/Partner - $64.06
c. Employee & Child - $34.19
d. Employee & Children - $52.18
e. Employee & Spouse/Partner & Child - $98.26
f. Employee & Spouse/Partner & Children - $116.25
Effective January 1, 2019 and for the term of the agreement, any increase in the annual medical
premium rate will be added to the 2018 employee with dependents premium share contribution
and shared by the employee with dependents and the Port in the following way: The Employee
with dependents and the Port will contribute 50%-50% of the annual percentage increase up to
an employee with dependents share of 10% of the total monthly base rate.
For example, if the annual premium increase for 2019 is ten percent (10%), the 2019 premium
sharing amounts will be increased by five percent (5.0%) as follows:

25

a. Employee Only - $00.00
b. Employee & Spouse/Partner - $67.26 (64.06 x 1.05)
c. Employee & Child - $35.90 (34.19 x 1.05)
d. Employee & Children - $54.79 (52.18 x 1.05)
e. Employee & Spouse/Partner & Child - $103.17 (98.26 X 1.05)
f. Employee & Spouse/Partner & Children - $122.06 (116.25 X 1.05)
Once the employee with dependents contribution has reached 10% of the total monthly base rate,
future increases shall be split 10% by the employee with dependents and 90% by the Port for the
duration of the agreement.
Employee costs shall be by payroll deduction. Changes made by the Northwest Fire Fighters
Benefits Trusts to the rates or benefits provided under the 100 Health Plan are not subject to
negotiation during the term of the Collective Bargaining Agreement.
Section 25.2  Dental
On the first of the month following the date of hire, employees will receive insurance coverage
for themselves, their spouse/partner, and eligible dependents on the Association of Washington
Cities Plan F.
Effective January 1, 2018, bargaining unit members will be enrolled in the Northwest Fire
Fighters Benefit Trust under Dental Plan 7. The employee will be responsible for paying a
portion of the premium for his/her spouse/partner and dependents as follows:
Employee Only        $0 of total monthly premium
Employee & Dependents   2.0% of total monthly premium
Effective January 1, 2019, employee will be responsible for paying a portion of the premium for
his/her spouse/partner and dependents as follows:
Employee Only        $0 of total monthly premium
Employee & Dependents   4.0% of total monthly premium
Effective January 1, 2020, and for the term of the agreement, the employee will be responsible
for paying a portion of the premium for his/her spouse/partner and dependents as follows:
Employee Only        $0 of total monthly premium
Employee & Dependents   6.0% of total monthly premium
Premium increases that exceed eight percent (8.0%) each year will be paid at fifty percent (50%)
by the Port and fifty percent (50%) by the employee for the term of the agreement in addition to
the premium paid by employees in the bargaining unit noted above.
Employee costs shall be by payroll deduction. Changes made by the Northwest Fire Fighters
Dental Trust to the rates or benefits provided under the Northwest Fire Fighters Dental Trust
Plans are not subject to negotiation during the term of the Collective Bargaining Agreement.

26

Section 25.3  Life Insurance 
Life insurance for employees, their spouse/partner, and eligible dependents will be provided on
the Association of Washington Cities Plan C. 
Section 25.4  A.D. and D (Accidental Death and Dismemberment 
Association of Washington Cities  Plan C  (coverage included as a rider under the Life
Insurance policy).
Section 25.5  L.T.D. (Long Term Disability) 
The Union will provide Long Term Disability (LTD) coverage for employees covered under this
Agreement, through the WSCFF Disability Program (underwritten by Standard Insurance
Company), via Port payroll deduction from each employee's second (2nd) monthly paycheck.
Employees shall be responsible for paying one hundred percent (100%) of premiums for LTD
coverage. The Union shall be responsible for any overages or shortages in premiums. The
Union shall also be responsible for liaising with the broker(s) for employees' LTD coverage.
The Port will remit LTD premiums to the Union in a similar manner as the Port remits
employees' Union dues.
Section 25.6  Alternate Insurance 
a.    The Port agrees to discuss and consider in good faith any alternate insurance plans
the Union may submit to the Port during the term of this agreement.
b.    The parties agree and understand the Port continues to maintain the unilateral
right to select the carrier unless it is mutually agreed otherwise.
c.    It is intended that any insurance change will not increase the Port's cost in effect
at the time of the good faith discussions contemplated above.
Section 25.7  Port of Seattle Firefighter's Retirement Fund 
The Port agrees to sponsor the Port of Seattle Firefighter's Retirement Fund, which will be
directed by representative(s) of the Port and Union, and to contribute the following:
The above rate shall be one dollar and fifteen cents ($1.15).
The Port shall contribute six and two tenths percent (6.2%) of the Taxable Wage Base on behalf
of the members of the bargaining unit up to the annual maximum limits for Social Security to the
Port of Seattle Firefighter's Retirement Fund, in lieu of Social Security.  If the percentage
contribution for Social Security changes during the term of this agreement, the Port's percentage
contributions to the Fund would change accordingly.
Section 25.8  Eye Care Coverage 
The Port shall pay up to twenty-five dollars ($25.00) towards the AWC Vision Service Plan
(Premium, no deductible plan).
Effective January 1, 2018, vision coverage shall be provided under the Northwest Fire Fighters
Benefit Trust plan as provided in Section 24.1.


27

Section 25.9  Washington State Council of Firefighters Medical Expense Reimbursement
Plan (MERP)
The Port will make monthly salary reduction contributions on behalf of each employee to the
WSCFF Employee Benefit Trust at a contribution rate of seventy five dollars ($75.00) per month
to be deducted from each employee's first monthly paycheck. All of the Port's contributions to
the Trust are mandatory salary reduction contributions to be used solely for the purpose of
providing health benefits that qualify for exclusion under IRC Section 106 and shall not
constitute wages or salary for the purpose of determining any other benefit, including retirement
benefits, disability benefits, or life insurance covered amounts. Covered employees may not
elect to receive any portion of the benefit under the MERP as additional salary or wages. In
accordance with the private letter ruling 200846011 issued to the Trust, such amounts are
excluded from gross income under IRS Code Section 106. The Union shall have the option to
adjust the contribution rate annually, and shall communicate any adjustment to the Port by
December 1st for the following year.
All members of International Association of Firefighters, Local No. 1257 who have participated
in the Washington State Council of Firefighters Medical Expense Reimbursement Plan for not
less than one (1) month, prior to being promoted or reassigned to a position not represented by
the Union, will continue to be participants in the MERP until they are no longer employed by the
Port of Seattle.  The Parties understand that extension of MERP participation to formerlyrepresented
employees under this Section 24.10 shall not be construed to affect any other benefit
described in the Agreement.
The Parties understand that participation in the MERP is irrevocable. Therefore, the Port agrees
to continue to make the appropriate contributions for promoted or reassigned LEOFF 2
employees in the same manner as for Union members. The Parties further understand that a
promoted or reassigned employee described in this Section shall not have the option to elect in or
out of the MERP.
This Trust shall remain separate and apart from any Port retiree health insurance funding
program, if applicable, unless changed by mutual agreement of the Parties to this collective
bargaining agreement. This Section does not provide employees, retirees, or dependents with a
vested right in Port-paid retiree health insurance. This language is meant to clarify the intent of
the Parties from negotiations of this Section.  The Parties agree that only eligible, active
employees may contribute to the Trust, and only for the duration of this contract. This provision
expressly incorporates by reference the most recent MERP and Trust Agreement, and such
documents shall be administered and interpreted in a manner consistent with this paragraph.
ARTICLE 26 - UNIFORMS AND PROTECTIVE CLOTHING 
Section 26.1  Provision of Uniform and Protective Clothing
All uniforms as required by the Port of Seattle Fire Department Rules and Regulations, Policy
and Procedures, and protective clothing and equipment as required by the Washington State
Vertical Safety Standards for Firefighters and FAA regulations, and bed linen, shall be supplied,
cleaned, and maintained at no cost to the employee. Problems with uniforms will be referred to

28

the uniform sub-committee.
Section 26.2  Components Provided Upon Retirement
Upon retirement an employee will be provided components of their personal protective
equipment, which will include their structural helmet, leather boots, badges, and structural
gloves.
ARTICLE 27 - PHYSICAL FITNESS PROGRAM 
All employees shall participate in the established, mutually agreed upon, mandatory Fire
Department Physical Fitness Program most recently modified in November 1989. The Physical
Fitness Program shall be designed to insure the employee's physical fitness to perform their
duties. Disciplinary action in connection with the Physical Fitness Program shall be taken only
in the event employees fail to participate in the program as prescribed. The Port will provide the
facilities and equipment necessary to maintain the program. The terms of the Program require
the agreement of the Port and the Union. Issues concerning the terms of the Program may be
referred to the Labor-Management Committee. 
ARTICLE 28  PHYSICAL CAPACITY EVALUATIONS REQUIREMENTS 
A physical capacity evaluation (PCE) is defined in WAC 296-23-220 as "a performance-based
evaluation that assesses worker's physical functions and relates these to performance potential
for work-related activity. Evaluations are conducted by a licensed physical or occupational
therapist." The Port may require a PCE in a return-to-work case if the treating doctor is reluctant
to provide authorization for a full release after the job analysis has been reviewed. The Port's
Workers Compensation Program will be responsible for scheduling of all PCEs. The Fire
Department will be responsible for all costs related to the PCE.
ARTICLE 29 - SAVINGS CLAUSE 
In the event of invalidation of any part or provision of this agreement under this article, the
parties shall negotiate in good faith to modify the part of provision to the degree possible to
comply with law.
ARTICLE 30 - DEFERRED COMPENSATION 
Employees shall be eligible for participation in the Port of Seattle's Deferred Compensation
Plan. Eligibility and participation of employees shall be subject to the terms and conditions of
such plan including any plan amendments, revisions, or possible cancellation. It is further
agreed that content of the plan itself, plan administration, and any determinations made under the
plan shall not be subject to the Grievance Procedure (Article 13) or to any other provisions of
this Labor Agreement or to negotiation by the Union.


29

ARTICLE 31 - CHANGES IN WORKING CONDITIONS 
The Port assures the Union that its intention in executing this Agreement is not to make
significant changes in existing working conditions granted to employees because such conditions
are not specifically identified in this agreement. Any such changes shall be made within the
provisions of applicable state law.
ARTICLE 32 - SCOPE OF AGREEMENT 
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. The parties acknowledge
that each has had the unlimited right within the law and the opportunity to make demands and
proposals with respect to any matter deemed a proper subject for collective bargaining. The
results of the exercise of that right and opportunity are set forth in this Agreement.  All
memoranda and letters of agreement/understanding that have not been incorporated into this
Agreement are null and void. Therefore, for the duration of this Agreement, the Port and the
Union each agrees to waive the right to oblige the other to bargain with respect to any subject or
matter not specifically referred to or covered in this Agreement.
ARTICLE 33 - STRIKES AND LOCKOUTS 
In recognition of the Port's status as a municipal corporation, no employee shall strike or refuse
to perform his/her assigned duties to the best of his/her ability. The Union shall not cause or
condone any strike, picketing, work stoppage, slowdowns, or other interference in any way with
normal Port operations.  Willful violation of this article by any employee shall result in
immediate dismissal.
ARTICLE 34 - STAFFING AID CAR AND DRIVERS 
Section 34.1  EMT/Aid Car 
Effective 1980 with Recruit Class 80-3, all employees hired shall maintain EMT (Emergency
Medical Technician) status as a job condition with the exception of Battalion Chief, Alarm
Technician, and Firefighter/Mechanic. The following provisions and exceptions shall apply:
a.    The Port agrees to pay all costs for initial EMT certification and re-certification.
If the employee fails the second re-certification class, all additional costs shall be
borne by the employee.
b.    The employer shall provide to the employee continuing on-going education,
scheduling of classes, and the current status of the expiration date of their EMT
status.
c.    Failure to maintain a valid EMT certificate shall result in a two-step reduction in
pay until such time as the employee re-establishes certification. Failure to recertify
after taking the basic EMT course will be cause for termination.

30

d.    Employees in the bargaining unit who have completed their thirtieth (30th) year of
service prior to January 1, 2018, may "opt-out" of the EMT Aid Car rotation, but
must maintain his/her EMT certification and has had at least one rotation on the
Engine during the last calendar year. All employees who have completed their
thirtieth (30th) year of service after January 1, 2018, shall participate in the EMT
Aid Car rotation and must maintain his/her EMT certification. Rotation is defined
as an average, continuous month-long assignment to the Engine either as driver,
nozzle, or hydrant position on the employee's home shift.
Section 34.2  Driver/Engineer Assignment
Assignments will be made by seniority, provided the Firefighter has met and maintains the
established drivers' certification criteria. Each Battalion Chief will establish and utilize a list of
certified drivers by seniority for his/her shift. When working a shift other than his/her regular
home shift, a certified driver may not be assigned as a driver unless there are no other certified
drivers on duty.
ARTICLE 35  JOINT APPRENTICESHIP TRAINING COMMITTEE PROGRAM 
The parties agree to participate in the Washington State Joint Apprenticeship Training
Committee (JATC) program. The committee shall be equally divided between Management and
the Union and consist of a maximum of nine (9) members, including a secretary and two
alternates. Members of the committee shall elect a chairperson responsible to administer the
committee process. Elections to the committee chair position shall be held every two years.
1. Completion of the JATC program shall be a work performance requirement, not to
exceed three (3) years. The three year program is divided into three steps consisting of
Firefighter E to C for step-1, Firefighter C to B for step-2, and Firefighter B to A for step-
3. 
2. Completion of the first year or step-1 of the JATC program shall be a performance
requirement for Probationary Firefighters. Probation shall be extended for special
circumstances that cause delays in completion of step-1, including but not limited to time
off for injury/illness, time to complete EMT certification, time for military leave, and
reasons mutually agreed upon by the Union and Employer.
3. Completion of the JATC program shall be a work performance requirement, not to
exceed three (3) years. Extension of the program for special circumstances beyond three
years shall be mutually agreed upon by the Union and Employer. Time for completion of
the program shall be extended for special circumstances causing delays in completion of
steps 2 and 3, including but not limited to time off for injury/illness, time for military
leave, and reasons mutually agreed upon by the Union and Employer.
4. Firefighter non-compliance with the terms and conditions of the JATC Agreement shall
be grounds for removal of the firefighter from the JATC Apprenticeship program and
disciplinary action up to and including dismissal from employment. Either or both of
these proceedings shall be initiated by the Committee.

31

5. It shall be the policy of the Employer to provide or make available supplemental
instruction, as required by the Apprenticeship Agreement, to apprentice Firefighters onduty
when possible.  If the Employer is unable to provide the apprentice with
supplemental instruction on-duty, the apprentice shall seek out collegiate courses via
internet (on-line) or via thumb-drive technology. In the event that these options are
unavailable, the Employer agrees to provide relief from duty to attend such supplemental
instruction
6. There shall be overtime compensation for off-duty attendance to obtain required
supplemental instruction (RSI) approved by the Employer. There shall be no overtime
compensation for supplemental instruction via internet (on-line) or via thumb-drive
technology.
7. The Employer will furnish transportation to attend supplemental instruction when
available, or provide mileage allowance as outlined in Port policy.
8. The Port of Seattle's Joint Apprenticeship Committee will determine after the first cycle
of involvement whether to continue a JATC program or to mutually agree to discontinue
support of a JATC Program.  This allows for evaluation and determination if this
program is sustainable and worthy of continued support by the Port of Seattle Fire
Department.
ARTICLE 36 - DURATION OF AGREEMENT AND EFFECTIVE DATE 
All conditions of this Agreement shall be effective on the date the Agreement is signed or as
otherwise stipulated in the terms of this Agreement. All provisions of this Agreement shall
extend from effective date to December 31, 2020. Negotiations may be opened by either party
giving notice in writing not later than sixty (60) days prior to the expiration date. The new
agreement shall be effective on the first day of January of each year unless mutually agreed to
the contrary.
SIGNED THIS ________ DAY OF _______________________________, 20___. 
_____________________________________________ 
Dave Soike, Interim Chief Executive Officer 
Port of Seattle 
_____________________________________________ 
Thomas Sanchez, President 
International Association of Firefighters, Local 1257 

_____________________________________________ 
Randy Krause, Fire Chief
Port of Seattle

32

APPENDIX A
PAY RATES
1. WAGES 
A. Base Rates
Effective January 1, 2017, monthly wage rates shall be as follows:
Base    5.5%      9%          15% 
Rate     Holiday      Work Schedule     Work Schedule 
(Suppression)  (Day  Shift  Two (Day  Shift  Four
Years)          Years) 
Battalion Chief     10,727.00  11,317.00     N/A            N/A 

Day Shift Battalion
Chief            10,146.00  N/A        11,059.00        11,668.00 
(Administrative,
Prevention, Training
and Fire Marshall) 
Captain          9,138.00   9,941.00      9,960.00         10,509.00 
Firefighter Mech. 
9,933.00   N/A        10,827.00        N/A 
Firefighter "A" 
7,946.00   8.383/00     8,661.00         9,138.00 
Firefighter "B" 
7,217.00   7,614.00     7,867.00         8,300.00 
Firefighter "C" 
6,660.00   7,026.00     7,259.00         7,659.00 
Firefighter "D" 
6,256.00   6,601.00     N/A            N/A 
Firefighter "E" 
5,932.00   5,804.00     N/A            N/A 
Alarm Insp. 
7,946.00   N/A        8,661.00         N/A 


33

For Firefighters hired on or after July 3, 2014, the monthly base wage rate shall be:
Base Rate    5.5% Holiday   9% Work Schedule  15% Work Schedule 
Firefighter "A" 
7,946.00     8,383.00      8,661.00         9,138.00 
Firefighter "B" 
7,151.00     7,544.00      7,795.00         8,224.00 
Firefighter "C" 
6,516.00     6,874.00      7,102.00         7,493.00 
Firefighter "D" 
6,039.00     6,371.00      N/A            N/A 
Firefighter "E" 
5,662.00     5,973.00      N/A            N/A 

B. General Wage Increases
Effective January 1, 2017, members of the bargaining group will be provided with fifty percent
(50%) of a lump sum COLA payment equal to one hundred percent (100%) of the
Seattle/Tacoma/Bremerton CPI-U (All Urban Consumers), August to August, with a zero percent
(0%) minimum and a six percent (6%) maximum paid on the first pay period following the end of
each first two calendar quarters on the basis of the employee's previous calendar quarter's gross
wages through June 30 2017. Effective July 1, 2017, employees will receive fifty percent (50%)
of the August to August CPI-U COLA on base wages.
Effective January 1, 2018, the base hourly wage rate of Firefighter "A" will be increased by an
amount equal to one hundred percent (100%) of the Seattle/Tacoma/Bremerton CPI-U (All Urban
Consumers), August to August, with a zero percent (0%) minimum and a six percent (6%)
maximum.
In addition, Captains and Battalion Chiefs shall receive an additional one percent (1.0%) increase
of the Firefighter "A" base rate of pay (differential).
Effective January 1, 2019, the base hourly wage rate of Firefighter "A" will be increased by an
amount equal to one hundred percent (100%) of the Seattle/Tacoma/Bremerton CPI-U (All Urban
Consumers), August to August, with a zero percent (0%) minimum and a six percent (6%)
maximum .
In addition, Captains and Battalion Chiefs shall receive an additional one percent (1.0%) increase
of the Firefighter "A" base rate of pay (differential).
Effective January 1, 2020, the base hourly wage rate of Firefighter "A" will be increased by an
amount equal to one hundred percent (100%) of the Seattle/Tacoma/Bremerton CPI-U (All Urban
Consumers), August to August, with a zero percent (0%) minimum and a six percent (6%)
maximum.
In addition, Captains and Battalion Chiefs shall receive an additional one percent (1.0%) increase
of the Firefighter "A" base rate of pay (differential).

34

C. Base Wage Rate Adjustments
Effective 1/1/2017 Day Shift Battalion Chief (to include Training Chief, Fire Marshall,
and Administrative Battalion Chief) Base Rate: Shall be 127.69% of Firefighter "A"
base rate.
Effective 1/1/2018, Day Shift Battalion Chief Base Rate: Shall be 128.69% of Firefighter
"A" base rate.
Effective 1/1/2019, Day Shift Battalion Chief Base Rate: Shall be 129.69% of Firefighter
"A" base rate.
Effective 1/1/2020, Day Shift Battalion Chief Base Rate: Shall be 130.69% of Firefighter
"A" base rate.
Effective 1/1/ 2017, Battalion Chief Base Rate: Shall be 135% of Firefighter "A" base
rate.
Effective 1/1/2018, Battalion Chief Base Rate: Shall be 136% of Firefighter "A" base
rate.
Effective 1/1/2019, Battalion Chief Base Rate: Shall be 137% of Firefighter "A" base
rate.
Effective 1/1/2020, Battalion Chief Base Rate: Shall be 138% of Firefighter "A" base
rate.
Firefighter/Mechanic Base Rate: Shall be 125% of Firefighter "A" base rate.
Effective 1/1/2017, Captain Base Rate: Shall be 115% of Firefighter "A" base rate.
Effective 1/1/2018, Captain Base Rate: Shall be 116% of Firefighter "A" base rate.
Effective 1/1/2019, Captain Base Rate: Shall be 117% of Firefighter "A" base rate.
Effective 1/1/2020, Captain Base Rate: Shall be 118% of Firefighter "A" base rate.
Alarm Inspector Base Rate: Shall be 100% of Firefighter "A" base rate.
Firefighter "B" Base Rate: Shall be 90.83% of Firefighter "A" base rate.
For Firefighters hired on or after July 3, 2014:
Firefighter "B" Base Rate: Shall be 90% of Firefighter "A" base rate.
Firefighter "C" Base Rate: Shall be 83.82% of Firefighter "A" base rate.
For Firefighters hired on or after July 3, 2014: 
Firefighter "C" Base Rate: Shall be 82% of Firefighter "A" base rate.

35

Firefighter "D" Base Rate: Shall be 78.73% of Firefighter "A" base rate.
For Firefighters hired on or after July 3, 2014:
Firefighter "D" Base Rate: Shall be 76% of Firefighter "A" base rate.
Firefighter "E" Base Rate: Shall be 74.65% of Firefighter "A" base rate.
For firefighters hired on or after July 3, 2014:
Firefighter "E" Base Rate: Shall be 71.25% of Firefighter "A" base rate.
Increase from E to D: Firefighters shall be granted a one-step salary increase from E to D,
after satisfactorily completing the approved Port Recruit training program (approximately
12 weeks). Satisfactorily work performance shall be documented in a performance
review prior to such increase.
Increase from D to C: Firefighters performing satisfactorily shall receive a promotional
increase one year from date of hire from D to C, on a single-step salary schedule as
shown in "Wages". Satisfactory performance shall be documented in a performance
review and satisfactory completion of testing based on adopted performance standards is
required. Employees shall be considered on probationary status from date of hire until
the one-year promotion to C firefighter.
Increases from C to B to A: Firefighters performing satisfactorily shall receive promotional
increases after each twelve (12) months from C to B to A, on a single-step salary
schedule as shown in "Wages." Satisfactory performance shall be documented in a
performance review prior to each such increase. Satisfactory completion of adopted
training performance standards and the recommendation of their supervisor is required
for all employees.
Lateral firefighters will be hired into the Firefighter "C" classification at 82% of
Firefighter "A" base rate. The lateral firefighter will be eligible to progress to the
"Firefighter B" and "Firefighter A" Classification in accordance with the preceding
paragraph.
2. COMPARABLES
The Port and the Union agree to use the following comparables: the cities of Seattle, Tacoma,
Renton, Bellevue, Tukwila, and Kirkland, and Valley Regional Fire Authority.
3. LONGEVITY
After five (5) years active employment have been completed since date of hire, employees
covered under this agreement shall receive a rate of pay equal to the current rate in effect for that
position plus a longevity adjustment equivalent to the following:
5  9 years 2% of Firefighter "A" base rate
10  14 years 4% of Firefighter "A" base rate
15  19 years 6% of Firefighter "A" base rate

36

20  24 years 8% of Firefighter "A" base rate
25  29 years 10% of Firefighter "A" base rate
30 plus years 12% of Firefighter "A" base rate
The addition of the longevity adjustment to a classification base rate creates a specific
employee's rate.  This employee's rate is used when computing the holiday or day shift
differentials or the EMT, De-Fib, Haz-Mat, or Education premiums.
4. DIFFERENTIALS
a.    Holiday Differential for 24-Hour Shift Employees: An employee assigned to a 24-
hour shift schedules shall receive a differential of 5.5% of said employee's rate
during such assignment. This 5.5% differential is in lieu of days off for holidays.
b.    Work Schedule Differential for Employees Regularly Assigned to a Day Shift
Schedule: An employee regularly assigned to a day shift schedule shall receive a
differential of 9% of said employee's rate.
c.    Work Schedule Differential for Rotational Day Shift Employees:
1)   The first two-year term: 9% of said employee's rate. 
2)   The second consecutive two-year term: 15% of said employee's rate
3)   Members can request a four-year assignment on initial transfer at 15% of
said employee's rate.
4)   Those who are presently serving with at least two years in the position can
be eligible for 15% for the next two-year assignment.
5)   With the exception of 4 above, after four consecutive years assigned, and
other members apply for the position, they must rotate out. If no others
apply for the position, the current member may stay for another two-year
term if they choose, at the 15% rate.
d.    Eligibility for Day Shift Differential: The day shift differential will not apply, and
the employee will receive his/her regular hourly rate and accruals for hours
worked in the following situations:
a)     Newly hired Firefighters in training.
b)    Employees assigned to day shift for light duty or accommodation.
c)     Employees who voluntarily agree to adjusted schedules related to training
opportunities or jury duty in accordance with Article 12.5.
e.    Premium for "Emergency Medical Technician" (EMT) / D-FIB Assignment: 
1)   A qualified Firefighter assigned to Emergency Medical Technician duty
for one (1) hour or more shall receive a premium equivalent to 7% of said
employee's rate for each hour worked on such assignment. No more than
two (2) Firefighters shall be assigned to EMT duty at one time during a
twenty four (24) hour tour.
2)   A qualified Captain assigned to the Emergency Medical Technician duty
for one (1) hour or more shall receive a premium equivalent to 2.5% of
said employee's rate for each hour worked on such assignment. No more
than eight (8) Captains (two per shift) maximum per month.
f.      Premium for "Hazardous Materials" (Haz-Mat) Assignment: Effective January 1,
1990, a qualified Firefighter or Captain assigned to the Hazardous Materials Team

37

shall receive a premium equivalent to 2% of said employee's rate during such
assignment. No more than 34 employees shall be assigned to the Haz-Mat team
at one time. An employee who is absent from work for three or more consecutive
shifts as a result of a disability or leave without pay shall not continue to receive
the Haz-Mat premium.  In the event of such absence, a qualified employee
working as a replacement shall receive the Haz-Mat premium. The Haz-Mat
premium shall be provided to the qualified working replacement starting at the
beginning of the fourth shift of such absence. Effective January 1, 2012, day shift
firefighters are no longer eligible for the Haz-Mat premium. 
g.    Medicare Exemption Premium: Effective March 2, 1997, the Port will pay an
amount equal to 1.45% of the employees' Taxable Wage Base to employees hired
prior to April 1, 1986. This payment represents the money's formerly paid by the
Port for the employees Medicare contribution. This contribution is no longer
necessary as a result of the Union's referendum on February 26, 1997, removing
its members from Social Security and Medicare coverage. Such payment will be
considered supplemental, and will not be considered part of the employees' base
wage.
Resulting from the Firefighters' February 26, 1997 referendum electing to
discontinue participation in Social Security, the parties agree that refunded
portions of the Port's past contributions, on behalf of each employee to Social
Security and Medicare, will be disbursed to each employee. Employees hired on
or after April 1, 1986 shall be subject to Medicare coverage.
h.    Premium for Driver/Engineer Assignment:
A qualified firefighter assigned to driver/engineer position for one (1) hour or
more shall receive a premium equivalent to four percent (4%) of said employee's
rate for each hour worked on such assignment.   The total number of
driver/engineer positions  on each shift will be allocated on the basis of the
operational needs of the Fire Department as determined by the Fire Chief.
i.      Technical/Rope Rescue:   Firefighters assigned to Technical/Rope rescue will
receive a premium pay of +2%. Sixteen (16) Firefighters shall be eligible for this
premium divided equally amongst the suppression shifts (4 per shift). Captains
and Firefighters must complete Technical/Rope rescue certification compliant
with current NFPA's. Firefighters must choose either Haz-Mat or Tech/Rope
Rescue pay, but not both. Captains may receive pay for both Haz-Mat and
Tech/Rope Rescue. Effective January 1, 2012, day shift firefighters are no longer
eligible for the Tech/Rope Rescue premium.
j.      Out of Classification Pay: 
a.    Captain: When an employee who is classified as a Firefighter is
temporarily detailed to perform all duties of a Captain for one (1) hour or
more, such employee shall be paid the base rate, and any premiums, if
applicable, of the Captain classification for the hours worked at the hourly
rate.
b.    Battalion Chief: When an employee who is classified as a Captain is
temporarily detailed to perform all duties of a Battalion Chief for one (1)
hour or more, such employee shall be paid the base rate, and any
premiums, if applicable, of the Battalion Chief classification for the hours

38

worked at the hourly rate.
k.     Bi-Weekly Pay:  Effective January 1, 2005, employees shall be paid on a
biweekly basis.
l.      Education Premium: Employees who have earned a degree from an accredited
college primarily through classroom-based study will receive a differential as set
forth below. Eligible employees will be paid one
premium reflecting the highest degree earned. Premium pay for degrees earned
via remote or online degree programs is subject to the approval of the Fire Chief.
1)    Associates Degree  2% 
2)    Fire Service Associates Degree  3%
3)    Bachelor of Arts or Science Degree  4% 
4)    Masters Degree  6% 
m.   Mandatory Direct Deposit: As a condition of continued employment, all
employees are required to participate in the Port's direct deposit program for
payroll purposes.
n.    Self-Contained Breathing Apparatus:
Effective upon ratification between the parties, a two percent (2.0%) premium
incentive pay will be provided to one Self-Contained Breathing Apparatus
(SCBA) Technician based on the Firefighter "A" base rate.
The Firefighter assigned will be required to obtain certification as a breathing
apparatus technician.
The certification requirements as provided in WAC 296-842-17015 will be as
follows:
The technician must obtain and maintain SCBA certification, as mandated by
WAC/OSHA and provided by the appropriate SCBA manufacturer. Technicians
must be willing and able to become certified in any SCBA equipment at the level
and manufacturer as specified by the POSFD. Technicians must also re-certify in
accordance with WAC/OSHA and the manufacturer in order to maintain the
certification.

5. VOLUNTARY SEPARATION PROGRAM
Effective upon ratification between the parties, the Port agrees to provide up to six (6)
voluntary separation incentives to members of the bargaining unit eligible for retirement.
The incentives must be exercised as follows:
a) Two (2) incentives only for contract year January 1, 2018, through December 31, 2018;
b) Two (2) incentives only for contract year January 1, 2019, through December 31, 2019;
c) Two (2) incentives only for contract year January 1, 2020, through December 31, 2020.

39

Employees, who are eligible to retire and apply, must submit an application to the Fire Chief
by April 30th and, if selected, retire on December 31st. Eligible employees who apply and
are selected by the Fire Chief will receive an incentive of $75,000. VSP slots that are not
filled in any given year will be eliminated and not carried over to the following year.  This
program will expire on December 31, 2020, and will not be carried over to a successor
collective bargaining agreement.
















40

APPENDIX B 
DRUG TESTING 
SUBSTANCE TESTS

PREAMBLE 
While abuse of alcohol and drugs among our members is the exception rather than the rule, the
Local 1257 Firefighters Negotiating Committee shares the concern expressed by many over the
growth of substance abuse in America society.
The drug testing procedure agreed to by the labor/management, incorporates state-of-the-art
employee protection during specimen collection and laboratory testing to protect the innocent.
In order to eliminate the safety risks, which result from alcohol or drugs, the parties have agreed
to the following procedures.
As referred to herein, employee shall mean entry-level probationary employee.
a.    Illicit substance or drug abuse by members of the Department is unacceptable and
censurable conduct worthy of strong administrative action.
b.    Preconditions to Drug Testing: Before any entry-level probationary employee
may be tested for drugs, the Port must meet the following prerequisites:
1.    Entry-level probationary employees in the bargaining unit must be clearly
informed of what drugs or substances are prohibited by the Port.
2.    The Port must provide in-service training containing an educational
program aimed at heightening the awareness of drug and alcohol related
problems.
3.    The Port and the Union shall jointly select the laboratory or laboratories
which will perform the testing.
c.    The Department shall also have the discretion in order and entry-level
probationary uniformed employee to submit to a blood, breath, or urine test for
the purposes of determining the presence of a narcotic, drug, or alcohol a
minimum of two (2) times during such employee's entry-level probationary
period. These tests will be conducted in the following manner:
1.    Tests will be administered to each entry-level probationary employee a
minimum of two (2) times, at various intervals, during the probationary
period.
2.    Entry-level probationary employees shall only be tested while on duty.
3.    The providing of a urine sample will be done in private.
4.    Obtaining of urine samples shall be conducted in a professional and
dignified manner.

41

5.    A portion of urine samples shall be preserved to permit the following:
a.    Positive samples shall be tested a GC/MX test.
b.    A third test for positive samples shall be conducted if
requested by the employee, at Port expense, by a reputable
laboratory of mutual choice.
The exercise of this discretion by the Department shall be deemed a term
and condition of such employee's period of entry-level probation, and
need not be supported by any showing of cause.
If any employee is ordered to submit to these tests involuntarily, the
evidence obtained shall be used for administrative purposes only.
d.    Testing Mechanisms: The following testing mechanisms shall be used for any
drug tests performed on entry-level probationary members of the Department:
1.    It is recognized that the Employer has the right to request the laboratory
personnel administering a urine test to take such test to take such steps as
checking the color and temperature of the urine sample to detect
tampering or substitution, provided that the employee's right of privacy is
guaranteed, and in no circumstances may observation take place while the
employee is producing the urine sample.  If it is established that the
employee's specimen has been intentionally tampered with or substituted
by the employee, the employee is subject to discipline as if the sample
tested positive.  In order to determine adulteration of the urine sample
during the collection process, physiologic determinations such as
creatinine and/or chloride measurements may be performed by the
laboratory.
2.    The parties recognize that the key to chain of possession integrity is the
immediately labeling and initialing of the sample in the presence of the
tested employee. If each container is received at the laboratory in an
undamaged condition with properly sealed, labeled and initialed
specimens, as certified by the laboratory, the Employer may take
disciplinary action based upon properly obtained laboratory results.
3.    Any screening test shall be performed using the enzyme immunoassay
(EMIT) method.
4.    Any positive results on the initial screening test shall be confirmed
through the use of the high-performance thin-layer chromatography
(HPTLC), gas chromatography (GC) and gas chromatography/mass
spectrometry (GC/MS). If at any time there exists a test with a reasonable
accessible at a reasonable cost, such test shall be used in place of the
GC/MS test if required by the Union.
5.    All samples which test negative on either the initial test or the GC/MS
confirmation test shall be reported only as negative. Only samples which
test positive on both the initial test and the GC/MS confirmation test shall
be reported as positive.

42

6.    In reporting a positive test result, the laboratory shall state the specific
substance(s) for which the test is positive and shall provide the
quantitative results of both the screening and the GC/MS confirmation
tests, in terms of nanograms and millimeter. All positive test results must
be reviewed by the certifying scientists or laboratory director and certified
as accurate.
e.    Procedures to be used when samples are given: The following procedures shall be
used whenever an employee is required to give a blood or urine sample.
Normally, the sample will be taken at the laboratory. If taken at another location,
transportation procedures as identified shall be followed. All samples taking will
be done under laboratory conditions and standards as provided by the selected
laboratory:
1.    Prior to testing, or if incapacitated as soon as possible afterwards, the
employee will be required to list all drugs currently being used by the
employee on a form to be supplied by the Port. The Employer may
require the employee to provide evidence that a prescription medication
has been lawfully prescribed by a physician. If an employee is taking a
prescription or non-prescription medication in the appropriate described
manner and has noted such use, as provided above, he/she will not be
disciplined.  Medications prescribed for another individual, not the
employee, shall be considered to be illegally used and subject the
employee to discipline.
2.    When a blood test is required, the blood sample shall be taken promptly
with as little delay as possible. Immediately after the samples are drawn,
the individual test tubes shall, in the presence of the employee, be sealed,
labeled and then initialed by the employee.  The employee has the
obligation to identify each sample and initial same. If the sample is taken
at a location other than the testing laboratory, it shall be placed in a
transportation container after being drawn. The sample shall be sealed in
the employer's presence and the employee given an opportunity to initial
or sign the container.  The container shall be stored in a secure and
refrigerated atmosphere, and shall be delivered to the laboratory that day
or the soonest normal business day by the fastest available method.
3.    In testing blood samples, the testing laboratory will analyze blood/serum
by using gas chromatography/mass spectrometry as appropriate. Where
Schedule I and II drugs in blood are detected, the laboratory is to report a
positive test based on a forensically acceptable positive quantum of proof.
All positive test results must be reviewed by the certifying scientists or
laboratory director and certified as accurate.
4.    When a urine sample will be given will be given by the employee, the
employee shall be entitled, upon request, to give the sample in privacy. In
most cases, this process will take place in a laboratory.  The sample
container shall remain in full view of the employee until transferred to,
and sealed and initialed in the two (2) tamper resistant containers and
transportation pouch.

43

5.    Immediately after the sample has been given, it will be divided into two
equal parts. Each of the two portions of the sample will be separated
sealed, labeled.  If the sample is taken at a location other than the
laboratory, it shall be stored in a secure and refrigerated atmosphere. One
of the samples will then be delivered to a testing laboratory that day or
soonest normal business day by the fastest available method.
6.    The sample will first be tested using the screening procedure set forth in
Section (D) (3) of this appendix. If the sample tests are positive for any
prohibited drug, the confirmatory test specified in Section (D) (4) of the
appendix will be employed.
7.    If the confirmatory test is positive for the presence of an illegal drug, the
employee will be notified of the positive results within 24 hours after the
Port learns of the results, and will be provided with copies of all
documents pertinent to the test sent to or from the Port by the laboratory.
The employee will then have the option of submitting the untested sample
to a laboratory of mutual choice, at the Port's expense.
8.    Each step in the collecting and processing of the urine sample shall be
documented to establish procedural integrity and a chain of evidence. AL
sample deemed "positive" by the laboratory, according to the prescribed
guidelines, must be retained, for identification purposes, at the laboratory
for a period of six (6) months.
f.      Consequences of positive test results
1.    An employee who tests positive shall have the right to challenge the
accuracy of the test results before any discipline procedures are invoked as
specified in Section (E) (7).
2.     Consistent with the conditions of the appendix, the employer may take
disciplinary action based on the test results as follows:
Confirmed positive test  Employee is subject to discharge.
3.    Disciplinary measures including discharge shall not be subject to the
grievance procedure during the first twelve (12) months of employment.
g.    Employee rights
1.    The employee shall have the right to a Union representative during any
part of the drug testing process.
2.    If at any point the results of the testing procedures specified in the
appendix are negative, all further testing shall be discounted.  The
employee will be provided a copy of the results, and all other copies of the
results (including the original) shall be destroyed within 24 hours after the
test results have been received by the employer. All positive test results
will be kept confidential, and will be available only to the Chief, one
designated representative of the Chief, and the employee.
3.    Any employee who tests positive shall be given access to all written
documentation available from the testing laboratory which verifies the

44

accuracy of the equipment used in the testing process, the qualifications of
the laboratory personnel, the chain of custody of the specimen, and the
accuracy rate of the laboratory.
h.    Union hold harmless
The Union and the Port acknowledge that this drug-testing program is solely
initiated at the behest of the Port. The Port shall be solely liable doe any legal
obligations and costs arising out of the provisions and/or applications of this
collective bargaining agreement relating to drug testing.
The Union shall be held harmless for the violation of any worker rights arising
from the drug-testing procedures.














45

APPENDIX C
SUBSTANCE ABUSE REHABILITATION
If an employee comes forward requesting rehabilitation treatment for substance abuse, the
employee will be referred to rehabilitation services. If the employee is caught in a prohibited
activity without coming forward, s/he is subject to termination.
Return to work following treatment will be contingent on agreement to a Contract for Continued
Employment drafted by the Port and agreed to by the Union.
Nothing in this Appendix limits the Port's right to take disciplinary action for just cause. 














46

APPENDIX D
FIRST AID FACILITY
If it is the intention of the Port of Seattle to do a feasibility study on providing a "First Aid
Facility" in the Airport's Main Terminal to serve the traveling public, then Local 1257 would
like to participate in that process.
Local 1257 should have the right to participate in any and all studies in providing first aid to the
public, as we are the first line providers of emergency medical care on the Airport's facilities.
This shall be done to not only protect the Port of Seattle Fire Department and this Local, but to
protect the greater interest of the Port.














47

RATIFICATION
OF AGREEMENT by and BETWEEN THE PORT OF SEATTLE (PORT) AND THE INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, LOCAL 1257 (IAFF)
WHEREAS: The Port and the IAFF entered into an agreement on a voluntary separation program (VSP) to be
offered to the members of the IAFF Local 1257 bargaining unit during bargaining of the 2017 Collective Bargaining
Agreement;
WHEREAS: The Port researched the cost effectiveness of a VSP and determined that such a program could reduce
employer expenses;
WHEREAS: A VSP can help advance the Fire Department's interest in effective succession planning; 
WHEREAS: The Port and the IAFF met and agreed upon the terms and conditions of a VSP;
THE PARTIES HEREBY AGREED TO THE FOLLOWING:
1.  The PORT will agree to offer a voluntary separation program (VSP). The VSP shall be made available to up
to two members of the bargaining unit per year, in 2018, 2019, and 2020, at the Port's discretion. 
2.  To qualify for the VSP, members must be full-time employees of the PORT who are members of LEOFF 2
and are currently employed at the time of separation.
3.  The VSP will include a one-time lump sum cash payment of $75,000. This payment shall not replace any
other benefit applicable to a member upon resignation pursuant to the collective bargaining agreement
between the parties.
4.  In the event more members apply for the VSP than are opportunities, selection will be based on seniority
as defined by the collective bargaining agreement.
5.  In consideration for receiving the VSP, the employee shall submit an individual application form which
confirms the voluntary nature of the agreement and includes a waiver and release of all claims.
6. The member's individual application for the program must be submitted to the Fire Chief by April 1st of
the year in which the separation will occur. The Fire Chief will notify the member and the union of the
acceptance or denial of the application within two weeks. The member will resign his or her position
within two and a half (2.5) months of being accepted to participate in the program, but no later than June
th
30 . 
7.  Separation by a member shall not be construed as a lay-off or reduction in work force and members who
agree to separate shall have no recall or reinstatement rights.
8.  This agreement represents the total agreement between the parties providing for a VSP.
9.  If any part of this agreement is deemed unenforceable by a court of law or administrative body, the entire
agreement shall be deemed unenforceable.
10. Commission action approving the VSP was held on November 14, 2017.

RATIFICATION DATED this _________ day of November, 2017.

___________________________ __________________________
David Soike                                Thomas Sanchez
Interim Executive Director                        President
Port of Seattle                                 Local 1257, IAFF