Item No. 6b_reso______ 
Meeting Date: November 14, 2017 




SALARY & BENEFITS 

RESOLUTION NO. 3739 

Effective January 1, 2018

Table of Contents 
RESOLUTION NO. 3739                              Page No. 
I.      DEFINITIONS ...................................................................................................................4 
II.    ESTABLISHING JOBS, PAY GRADES, PAY RANGES, AND PAY RATES ..........6 
A.    Reporting Requirements for Certain Position ..........................................................6 
1.     General Counsel.. 6 
2.     Public Affairs Senior Director .....................................................................6 
3.     Internal Audit Director .................................................................................6 
4.     Commission Chief of Staff.. 6 
B.    Filling Vacant Positions and Transferring Positions and/or Employees ..................6 
C.    Pay Ranges ...............................................................................................................7 
D.    Job Evaluation System .............................................................................................9 
E.    Pay Practices ............................................................................................................9 
1.     Compensation Considerations .....................................................................9 
2.     Payroll ..........................................................................................................9 
3.     Initial Pay Rates ...........................................................................................9 
4.     Overtime ......................................................................................................9 
5.     ICT Stand-by Pay .........................................................................................9 
6.     Other Pay Adjustments ................................................................................9 
7.     Special Pay Adjustments ..............................................................................9 
8.     Pay for Performance ..................................................................................10 
9.     Pay for the Executive Director .................................................................10 
F.     Pay Rates and Pay Ranges for Non-evaluated Jobs ...............................................10 
1.     High School, College, and Graduate Intern Positions ...............................10 
2.     Chief of Police, Fire Chief, Deputy Chief of Police, Asst. Fire Chief ..... 10 
3.     Veteran Fellows Positions ........................................................................ 10 
4.     Executive Director .....................................................................................10 
G.    Amending Authorized Jobs, Pay Grades, and Pay Ranges ....................................10 
III.    BENEFITS PROGRAMS OFFERED TO EMPLOYEES ..........................................11 
A.    Mandated Benefits .................................................................................................11 
B.    Additional Benefits for Employees ........................................................................11 
1.     Paid Leave ..................................................................................................11 
2.     Retirement ..................................................................................................12 
3.     Health Care ................................................................................................12 
4.     Life and Disability Insurance .....................................................................13 
5.     Flex Time and Alternative Work Arrangements .......................................13 
6.     Relocation ..................................................................................................13 
C.    Authorization to Amend Benefit Program .............................................................13 
D.    Benefits for the Executive Director .......................................................................13 
IV.   BENEFITS OFFERED TO PORT OF SEATTLE RETIREES ..................................13 
A.    Medical Benefits for Retirees ................................................................................14 
B.    Medical Benefits for Dependents of Retirees ........................................................14 
C.    Retiree Life Insurance ............................................................................................14 
D.    Retiree Parking .......................................................................................................14

E.    Authorization to Amend Benefits Offered to Port of Seattle Retirees ...................14 
V.    BENEFITS OFFERED TO PORT OF SEATTLE COMMISSIONERS .................. 14 
A.    Healthcare.............................................................................................................. 14 
B.    Life Insurance ........................................................................................................ 15 
C.    Right to Modify or Terminate Coverage ............................................................... 16 
VI.   SPECIAL PROGRAMS AND COMMISSION NOTIFICATION ............................ 16 
VII.   EFFECTIVE DATE ........................................................................................................ 16

RESOLUTION NO. 3739 
A RESOLUTION  of the Port Commission of the Port of Seattle Establishing Jobs,
Pay Grades, Pay Ranges, and Pay Practices for Port Employees
not represented by a labor union; Authorizing Legally Required
Benefits, Other Benefits for Port Employees not represented by a
Labor Union including Retirement, Paid Leave, Healthcare, Life
Insurance and Disability Benefits, Benefits for Port of Seattle
Retirees, and Benefits for Port of Seattle Commissioners; and
Authorizing this Resolution to be Effective on January 1, 2018,
and Repealing all Prior Resolutions Dealing with the Same
Subject, Including Resolution No. 3727 and Resolution No. 
3734. 
WHEREAS, the Port Commission has authority pursuant to RCW 53.08.170 to create and fill
positions, fix wages, salaries, and establish other benefits of employment including retirement,
insurance and similar benefits. 
BE IT RESOLVED by the Port Commission of the Port of Seattle as follows: 
I.      DEFINITIONS 
Except as otherwise provided, the following definitions apply to this Resolution: 
At-will: A designation given to some non-represented jobs or positions at the Port where the
employment relationship may be terminated by the Port or employee at any time and for any or no
reason. Employees hired as at-will are not subject to the Port's progressive discipline process. 
Jobs designated as at-will are noted in the Exhibit A of the Salary and Benefits Resolution, and
will be identified as at-will when a job opening for an at-will position is posted and/or before an
offer of employment is made. Employees hired, or appointed, into at-will jobs prior to January 1,
2014 are grandfathered as 'for cause' employees. 

Commissioner: An individual who is elected and is eligible for benefits as provided in the relevant
provisions of Section V. This definition includes a Commissioner who may be appointed mid-term
due to an unanticipated vacancy. 
DRS-retired Employee: An employee who is receiving a pension from any retirement plan
administered by the State of Washington Department of Retirement Systems (DRS). Refer to the
DRS web site or brochures for specific information about any limitations on working after 
retirement. 
Emergency Hire Employee: An employee hired without a competitive hiring process whose
initial employment is limited to 3 months and whose employment may be extended for no more
than two additional months without a competitive hiring process. 
Employee: An individual who performs personal services for the Port, and receives a paycheck
from the Port payroll system with employment taxes withheld. Employees of temporary agencies
or independent contractors are not employees. 
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Executive Director: An employee who is appointed by the Commission and who is subject to the
terms and conditions of this Resolution. However, any terms, conditions, adjustments to pay, pay
range or benefits for the Executive Director adopted in open session by the Commissioners shall
prevail over any relevant conflicting or inconsistent terms and conditions in this Resolution. Such
agreement shall become effective without an amendment to this Resolution. 
For Cause: A designation given to most non-represented Port of Seattle jobs and positions where
the employment relationship can be terminated by the Port for reasons that conform to previously
defined standards of unacceptable conduct or performance. Standards are defined in policies
included in the Code of Conduct, most specifically in HR-18  Standards of Performance and
Conduct, Corrective Action and Discipline. 
Full-Time Employee: An employee who is regularly scheduled to work 80 hours per bi-weekly
pay period. 
Guided Rating Distribution: The guideline for the distribution of employee performance review
ratings across the Port. The guided distribution is not a forced ranking or distribution, rather a
guideline to support consistent application of the various performance ratings, based on rating
definitions, across the Port. 
Hourly Employee: An employee working in a non-exempt job, one that is eligible for overtime
per the provisions of the Fair Labor Standards Act (FLSA) and the Washington Minimum Wage
Act (WMWA). 
Intern: A temporary employee who is hired in accordance with the Intern Program Guidelines, is
considered a student per the program guidelines and is performing duties in accordance with the
student's course of study. 
Limited Duration Employee: An employee who is hired for more than 90 days in a job with a
planned end date. 
Non-represented Employee: A salaried or hourly employee not represented by a labor union. 
On-Call Employee: An employee who does not have a regular work schedule and whose work
hours can vary from week to week indefinitely. 

Part-Time Employee: An employee who is regularly scheduled to work less than 80 hours
per bi-weekly pay period. 
Probationary Employee: A newly hired or rehired employee who has not yet successfully
completed the six-month probationary period and is expected to establish a consistent, acceptable
level of performance and behavior that is sufficient to retain their employment. 
Probationary Period: The period of time from the day a newly hired or rehired employee begins
work at the Port of Seattle through the end of the sixth month of employment. 
Regular Employee: An employee hired to perform a job without a specified end date. 
Salaried Employee: An employee working in an exempt job, one that is not eligible for overtime
per the provisions of the Fair Labor Standards Act (FLSA) and the Washington Minimum Wage
Act (WMWA). 
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Temporary Assignment: An assignment for a full-time or part-time employee that is generally
expected to last no longer than six months. A Temporary Assignment may only be extended one
time for a maximum of six additional months with the approval of HR management. 
Temporary Employee: An employee hired to perform a job with a specified end date. 
Veteran Fellows: An employee who is hired and receives pay and benefits in accordance with the
Veteran Fellowship Program. 
II.    ESTABLISHING JOBS, PAY GRADES, PAY RANGES AND PAY RATES 
A. Reporting Requirements for Certain Positions: 
1.  The General Counsel will have a dual direct reporting relationship with the Executive
Director and the Commission by way of the Commission President. The Executive
Director will have, in consultation with the Commission, responsibility for review and
approval of performance expectations for the General Counsel and Legal Department
staff. Legal Department staff, including Workplace Responsibility staff, will report to the
General Counsel. 
2.  Public Affairs Senior Director: The Public Affairs Senior Director will report jointly to
the Commission President and the Executive Director. The Commission President and the
Executive Director will have responsibility for review and joint approval of performance
expectations for the Public Affairs Senior Director and Public Affairs Department staff,
and will each provide direct input for the Public Affairs Senior Director performance
review. Decisions regarding hiring, firing, or re-positioning the Public Affairs Senior
Director will receive concurrence from the Commission President and the Executive
Director. Public Affairs will have direct accountability to both the Commission and the
Chief Executive Office and will independently execute judgment on external affairs
strategies based on ethical and professional support of overall Port objectives and the
Port's role as a public agency. Public Affairs Department staff will report to the Public
Affairs Senior Director. 
3.  Internal Audit Director: The Commission, through the Audit Committee, oversees the
internal audit function. The Internal Audit Director, reports to the Audit Committee as
provided in the Audit Committee Charter. The Audit Committee is charged with making
recommendations to the Commission on the appointment, replacement or dismissal of the
Internal Audit Director; provides input to the CFO on performance evaluation; oversees 
the Internal Audit Director's plans and activities and reviews with the Internal Audit
Director the staffing and organizational structure of the internal audit function. The
internal Audit Department staff will report to the Internal Audit Director. 
4.  Commission Chief of Staff:  The Commission Chief of Staff is appointed to the
Commission pursuant to an Employment Agreement. The Commission Chief of Staff is
subject to the terms and conditions of the Resolution. In the event of any conflicting or
inconsistent terms and conditions between this Resolution and the Employment
Agreement, the Employment Agreement will prevail. 
B. Filling Vacant Positions and Transferring Positions and/or Employees: The
Executive Director is hereby authorized to: 
Recruit and fill authorized positions (except that of Executive Director) up to the fulltime-equivalent
number of positions authorized; 
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Set salaries within pay ranges established below; 
Transfer positions and/or employees from one work unit to another and to reorganize
functions to promote organizational effectiveness; 
Approve non-competitive placements in select circumstances; 
Establish additional positions, provided that funding is available in the Commission
approved budget; and, 
Establish an additional position on a temporary basis when an employee has given notice
of termination or retirement in order to provide overlap and effective business continuity. 
C. Pay Ranges: All non -represented jobs shall be evaluated and assigned to a pay grade
according to their relative skill requirements, responsibilities, and other factors as explained in
Section II.D. Each job will have a pay range that corresponds to its pay grade. 
The following 2018 Pay Grades and Pay Ranges for non-represented jobs at the Port of Seattle
are hereby established: 













11/06/2017                            - 7

GRADED PAY RANGE STRUCTURE 
3.0% Range Adjustment 
Effective January 1, 2018 
Hourly                            Annual 
Grade      Minimum    Midpoint    Maximum      Minimum   New Midpoint   Maximum 
45      $110.98     $138.72     $166.47       $230,832     $288,540     $346,248 
44      $104.70     $130.87     $157.04       $217,766     $272,207     $326,648 
43      $98.77     $123.46     $148.15       $205,440     $256,800     $308,160 
42      $93.18     $116.47     $139.77       $193,811     $242,264     $290,717 
41      $88.36     $110.45     $132.54       $183,782     $229,728     $275,674 
40      $83.72     $104.65     $125.58       $174,140     $217,675     $261,210 
39      $79.33      $99.16      $118.99       $165,001     $206,251     $247,501 
38      $75.13      $93.91      $112.69       $156,265     $195,331     $234,397 
37      $71.11      $88.89      $106.67       $147,916     $184,895     $221,874 
36      $67.35      $84.19      $101.03       $140,088     $175,110     $210,132 
35      $63.71      $79.63      $95.56       $132,510     $165,638     $198,766 
34      $60.25      $75.31      $90.38       $125,321     $156,651     $187,981 
33      $56.98      $71.22      $85.47       $118,518     $148,147     $177,776 
32      $53.84      $67.30      $80.76       $111,983     $139,979     $167,975 
31      $50.88      $63.60      $76.32       $105,834     $132,293     $158,752 
30      $48.02      $60.03      $72.03        $99,888     $124,860     $149,832 
29      $45.33      $56.66      $67.99        $94,277     $117,846     $141,415 
28      $42.76      $53.45      $64.14        $88,934     $111,168     $133,402 
27      $40.30      $50.38      $60.45        $83,827     $104,784     $125,741 
26      $37.98      $47.47      $56.96        $78,990      $98,737      $118,484 
25      $35.75      $44.69      $53.63        $74,370      $92,963      $111,556 
24      $33.63      $42.04      $50.45        $69,952      $87,440      $104,928 
23      $31.61      $39.51      $47.42        $65,751      $82,189      $98,627 
22      $29.70      $37.12      $44.55        $61,770      $77,213      $92,656 
21      $27.84      $34.80      $41.76        $57,906      $72,383      $86,860 
20      $26.63      $33.29      $39.94        $55,387      $69,234      $83,081 
19      $25.48      $31.85      $38.22        $53,002      $66,252      $79,502 
18      $24.39      $30.49      $36.59        $50,734      $63,417      $76,100 
17      $23.37      $29.22      $35.06        $48,617      $60,771      $72,925 
16      $22.38      $27.98      $33.57        $46,551      $58,189      $69,827 
15      $21.39      $26.74      $32.09        $44,501      $55,626      $66,751 
14      $20.51      $25.64      $30.77        $42,670      $53,338      $64,006 
13      $19.69      $24.61      $29.54        $40,956      $51,195      $61,434 
12      $18.86      $23.57      $28.29        $39,226      $49,033      $58,840 
11      $18.10      $22.62      $27.15        $37,647      $47,059      $56,471 
10      $17.35      $21.69      $26.02        $36,085      $45,106      $54,127 
9       $16.65      $20.82       $24.98         $34,639      $43,299      $51,959 
8       $15.99      $19.99       $23.99         $33,262      $41,578      $49,894 
7       $15.36      $19.20       $23.04         $31,952      $39,940      $47,928 

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D. Job Evaluation System: It is the policy of the Commission to pay Port employees based on
the Port's Total Rewards Philosophy. It is also the policy of the Commission to establish a job
evaluation system that evaluates jobs based on required skill level, responsibility, effort
required and working conditions, among other characteristics, of each job. Jobs  shall be 
evaluated on an on-going basis and administered by Human Resources management under
the direction of the Executive Director.  The results of the job evaluation system shall be
considered in determining the appropriate pay grade for each job as well as the appropriate
exempt or non-exempt status of each job according to the criteria of the Federal Fair Labor
Standards Act (FLSA). The Senior Director, Human Resources, under the supervision of the
Executive Director, shall have the final approval authority for all job evaluation outcomes and
title changes except for that of the Executive Director. This authority shall include re -
evaluation of existing jobs and establishment and evaluation of new jobs. 
E. Pay Practices: 
1.  Compensation Considerations: An employee's work schedule shall consist of their normal
daily and weekly work schedule during a two-week pay period. A full-time employee's
work schedule is 80 hours each bi-weekly pay period. Full-time employees work between
8 and 10 hours each day and salaried, exempt, employees are expected to work the hours
necessary to complete assigned work. 
2.  Payroll: Employees shall be paid bi-weekly, typically on Friday. The Port's payroll week
shall begin Sunday at 12:01 a.m. and end Saturday at midnight. Employees are required to
complete a Direct Deposit Authorization Form upon hire and to keep such information
current so that electronic paycheck deposits can be made automatically to the employee's
designated financial institution. The Port shall have the right and obligation per the
Washington State Constitution Article VIII, Section 7, to recover any amounts paid in error. 
3.  Initial Pay Rates: Pay rates shall normally be based on skill, knowledge and experience 
and set between the minimum and midpoint of the pay range for employees hired or 
otherwise moving into a non-represented job. Under special conditions and with 
appropriate documentation, Human Resources management may authorize pay above the
midpoint  of the pay range for employees possessing exceptional qualifications or
experience, or for internal/external equity reasons. 
4.  Overtime: Full-time and part-time hourly employees, those whose jobs are classified as
non-exempt, shall receive overtime compensation in accordance with prevailing State 
and Federal laws. 
5.  ICT Stand-by Pay: Hourly, non -exempt, ICT Employees who are required to be 
available during non-work hours to respond to issues or solve problems will be eligible 
for ICT Stand-by Pay as specified in Port Policy HR-21  Pay Administration. 
6.  Other Pay Adjustments: Other pay adjustments including, but not limited to,
Promotional Increases, Completion of Probation Increases, Six-Month Increases, and 
Temporary Assignment Adjustments shall be administered consistent with Port Policy
HR-21  Pay Administration. 
7.  Special Pay Adjustments: The  Executive Director, or Human Resources management
under the supervision of the Executive Director, may approve special pay adjustments for
reasons deemed appropriate. Special adjustments provide flexibility in  ensuring
11/06/2017                            - 9

appropriate compensation in unusual situations and circumstances that are not otherwise
addressed by Port pay administration policies or procedures. 
8.  Pay for Performance: Th e Pay for Performance program shall be administered in
accordance with Port Policy HR-21  Pay Administration. The Pay for Performance
Program is comprised of the two components, a Base Pay Increase component and an
Incentive Pay Plan component. The Incentive Pay Plan will be addressed in a separate
resolution. 
a.   Base Pay Component: Permits eligible non-represented employees to earn increases
to their base pay that are based on performance ratings earned during the previous
performance review period. The amount of the base pay increases shall be approved
by Commission as part of the Port budget process and administered according to a
plan approved by the Executive Director and implemented by Human Resources 
management. 
1)  Consistent with the General Delegation of Authority, the Commission shall
provide input to the Executive Director regarding performance of those
employees that report directly to the Executive Director for the Executive
Director's benefit in rating the performance of the Executive Director's direct
reports. Such input shall be provided in executive session no later than the
last Commission meeting in January. 
9.  Pay for the Executive Director: Pay and performance evaluation for the Executive
Director shall be approved by the Commission in public session. The Commission shall
have discretion in determining pay of the Executive Director. 
F.  Pay Rates and Pay Ranges for Non-evaluated Jobs: Pay rates, pay ranges, and a provision
for a special allowance have been developed for non-evaluated positions: 
1.  High School, College, and Graduate Intern Positions: Pay  rates and employment
conditions for students employed under provisions of the Port of Seattle Intern Program
shall be determined by Human Resources staff based upon state or local minimum wage
regulations. 
2.  Chief of Police, Fire Chief, Deputy Chief of Police, Assistant Fire Chief: These jobs are
not evaluated, and ranges are established based on local market rates for similar work to
facilitate appropriate pay administration for employees in these jobs. 
3.  Veteran Fellows Positions: Veteran Fellowship jobs are not evaluated, and ranges are
established to facilitate appropriate pay administration based on the work performed and in
accordance with the Veteran Fellowship Program guidelines. 
4.  Executive Director: This job is not evaluated and no pay range is established.  The
Executive Director's pay is established by the Port Commission. 
G. Amending Authorized Jobs, Pay Grades, and Pay Ranges: Pay ranges may be amended by
ordinary motion approved by the Commission at any regular or special meeting when the
changes are the result of provisions contained in this Resolution. Exhibit A may be amended
by Human Resources management when the changes are the result of provisions contained in
this Resolution (e.g., on-going job evaluations or technical errors). 

11/06/2017                            - 10

III.    BENEFITS PROGRAMS OFFERED TO EMPLOYEES 
The Port Commission supports the Port providing a competitive benefit package for employees
and their families that will assist the Port in retaining and attracting employees with the skills and
abilities essential to carry out the Port's work. As such, the Commission authorizes the following
benefits programs: 
A. Mandated Benefits: The Port will make benefits required by federal, state or
local laws available to employees and ensure they are administered consistent
with the governing laws. These benefits include, but are not limited to: 
Social Security (FICA) Insurance 
Industrial Insurance/Workers Compensation Coverage 
Unemployment Compensation 
Military Leave (based on both Federal and State requirements) 
Faith and Conscience Days 
Pregnancy Disability Leave 
Family and Medical Leave Act (FMLA) of 1993 
The Family Care Act (FCA) of 2002 
B. Additional Benefits for Employees: The following benefits shall  be
administered consistent with eligibility requirements and other details included
in Port Policy HR-5  Leave or Port Policy HR-31  Employee Benefits for
Non-Represented Employees as applicable. 
1.  Paid Leave: The following paid leave plans shall be administered consistent
with Port Policy HR-5  Leave and the Addendum to Port Policy HR-5  
Leave. 
a.  Paid Time Off (PTO): Paid time away from work for vacation or personal reasons.
Employees are encouraged to take at least two weeks of PTO each year. 
b.  Sick Leave: Paid time away from work in the event of illness, injury or other
specified reasons. 
c.  Holidays: The Port shall observe the following 10 holidays. 
New Year's Holiday 
Martin Luther King, Jr. Day 
Presidents' Day 
Memorial Day 
Independence Day 
Labor Day 
Thanksgiving Day 
Native American Heritage Day (the day after Thanksgiving) 
Port Designated Floater (in lieu of Veterans Day) 
Christmas Day 
d.  Bereavement Leave: Time off to attend or make arrangements for funeral or memorial
services of a close family member. 
e.  Supplemental Military Leave: Additional partially paid military leave in response to an
11/06/2017                            - 11

involuntary deployment resulting from Presidential recall or a declared State of
Emergency. 
f.   Civic Duty Leave: Paid time away from work to serve on jury duty, or in limited
circumstances appear in court as a subpoenaed witness. 
g.  Awarded Time: Paid time granted to salaried employees to recognize extra work hours
necessary to meet critical deadlines, assure coverage, or otherwise accomplish Port
objectives. 
h.  Shared Leave: Accrued leave donated by one employee to another to prevent the
receiving employee from taking leave without pay due to a serious health 
condition. 
i.   Parental Leave: Paid time away from work following the birth, adoption, or placement
for foster care of a new child. 
2.  Retirement: Pension benefits that provide vested employees with post-retirement income. 
a.  Employees (other than DRS-retired employees receiving a pension from any State of
Washington DRS pension plan) will become members of the Washington Public
Employees' Retirement System (PERS) or Law Enforcement Officers and Fire Fighters
Retirement System (LEOFF) based on their job responsibilities. Retirement benefits
will be administered consistent with applicable Washington State laws,  and
supplemental information contained in Port Policy HR-31  Employee Benefits for
Non-Represented Employees. 
1)  Employees hired in otherwise eligible positions under RCW 41.40, who are
excluded from membership in PERS because of non-citizen, nonresident 
status, may be provided from date of employment with an individual pension
or annuity arrangement which will provide benefits similar to those provided
under PERS, Plan Two. The Port Auditor is authorized to execute any and all
documents and to take any and all action necessary to implement such an 
arrangement. 
2)  Police  Department  employees  in  non-evaluated,  non-represented
management jobs hired into LEOFF eligible positions who are excluded as
stated in RCW 41.04.270 from LEOFF membership as a result of their
previous employment will receive Port contributions to an alternative plan.
These Port contributions will be equal to the contributions the Port would
have made to the LEOFF plan the Police Department employee would have
been eligible to enroll in. 
Any Port contributions made consistent with authority and prior to the
effective date of this Resolution are hereby ratified and confirmed. 
3)  Police and Fire Department non-evaluated, non-represented management
employees are  covered under the Police and Fire Department FICA
alternative plans in lieu of Social Secutity. 
3.  Health Care: Medical and dental coverage offered to eligible employees consistent with
Patient Protection and Affordable Care Act (ACA) requirements and as specified in Port
Policy HR-31  Employee Benefits for Non-Represented Employees. 
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a.  The Port shall maintain at least two medical plan options. 
b.  Employees will have the ability to enroll their eligible dependents in the same medical
and dental plans the employee elects. 
c.  Employees may be required to pay all or a portion of their medical and dental
premiums by payroll deduction. 
d.  The Port retains the right to modify or terminate healthcare benefits. 
4.  Life and Disability Insurance: Benefits to protect against unexpected loss. 
a.  Life Insurance: Benefits paid to beneficiaries in the event of death. The Port will
provide basic life insurance for employees and limited life insurance for employees'
dependents. Employees will have the ability to purchase additional life insurance for
themselves and/or their dependents. 
b.  Accidental Death and Dismemberment (AD&D): Benefits paid to employees in the
event they lose a limb or to their beneficiaries in the event of accidental death.
Employees will have the ability to purchase additional AD&D insurance for
themselves and/or their dependents. 
c.  Long-Term Disability: Partial income continuation benefits paid to employees unable
to work for extended periods of time. 
5.  Flex Time and Alternative Work Arrangements: Work schedules that include varied start
and stop times, flex time, as well as longer work days combined with a non-work day
each week or pay period, compressed work week arrangements. Telecommuting or
telework schedules are another form of alternative work arrangement. 
6.  Relocation: Reimbursement, as specified in Port policy HR-24  Relocation, to newly
hired salaried employees for pre-approved moving expenses related to their relocation to
the Seattle area as a result of accepting a job with the Port of Seattle. 

C. Authorization to Amend Benefits Programs: The Executive Director is authorized to amend
benefits as necessary to comply with any changes in statutory requirements. All policies are
subject to approval by the Executive Director. The Port retains the right to modify or terminate
any benefits and/or modify the cost charged to employees or dependents for benefits coverage
at any time for any reason. 
D. Benefits for the Executive Director: The Executive Director will be offered the same
benefits package other eligible employees are offered as provided in Sections III.A. and 
III.B. The Port Commission may also authorize different or additional benefits for the 
Executive Director. 

IV.   BENEFITS OFFERED TO PORT OF SEATTLE RETIREES 
In addition to pension benefits offered to Port of Seattle retirees, the Port Commission authorizes
the following benefits and conditions for qualified retirees. 
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A. Medical Benefits for Retirees: Qualified Port of Seattle retirees will be offered the opportunity
to obtain medical coverage through the Port of Seattle as specified below. 
1.  Eligibility Requirements for Retiree Medical Benefits: A retiree is eligible for retiree
medical benefits subject to insurance contract provisions and upon payment of 100% of the
associated premiums if the following requirements are satisfied: 
a.  Has at least five (5) consecutive years of credited service in a non-represented position
with the Port of Seattle immediately preceding retirement and is eligible to begin
receiving a pension, based in part upon Port of Seattle employment, within one month
following departure from the Port. 
b.  Completes and submits an enrollment form, if any, for the desired retiree benefit 
plan within 31 days of his/her retirement date. 
c.  Retirees who are 65 years of age or more must have coverage under Medicare Parts 
A and B to be eligible for enrollment in a retiree healthcare plan. 
B. Medical Benefits for Dependents of Retirees: Dependents of retirees are eligible  for
enrollment in a retiree medical plan, subject to insurance contract provisions, if the retiree 
and dependent(s) enroll on a timely basis. Spouse and domestic partners covered by retirees 
as dependents are eligible to continue coverage should they survive the retiree. 
C. Retiree Life Insurance: Retirees are eligible for enrollment in the retiree life insurance plan 
if the eligibility requirements listed in Section IV.A.1 are satisfied. 
D. Retiree Parking: Retirees are eligible for free vacation parking at the north employee
parking lot at Sea-Tac airport. A valid retiree identification badge is required to access the 
north employee parking lot and can be obtained from the front desk at Pier 69. 
E. Authorization to Amend Benefits Offered to Port of Seattle Retirees: The Port is
authorized to amend the benefits in this section as necessary to comply with any changes 
in statutory regulations, to require retirees to contribute all or a portion of the premium,
and to amend or terminate governing contracts at any time for any reason. 

V.    BENEFITS OFFERED TO PORT OF SEATTLE COMMISSIONERS 
Benefits contained in this section are available to Port Commissioners. 
A. Healthcare: Port Commissioners shall have the same healthcare, medical and dental,
benefits choices offered to Port employees. 
1.  Medical Benefits for Commissioners: Port Commissioners are eligible to elect medical
coverage effective on the first of the month following one calendar month as a Port 
Commissioner. 
They shall be eligible for healthcare coverage in such amounts and in such manner as the
Port has established with organizations selected to provide or administer such benefits. 
Commissioners who elect Port sponsored medical coverage must elect coverage via
approved methods. 
a.  Medical Benefits for Commissioner's Dependents: Port Commissioners are eligible 
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to elect medical benefits for their dependents on the first of the month following one
calendar month as a Port Commissioner. Coverage for dependents shall be provided
by the same medical plan which the Commissioner has chosen. 
b. Medical Benefits for Commissioners Eligible for Retiree Medical: A Port of Seattle
Commissioner is eligible for retiree medical benefits subject to insurance contract
provisions and upon payment of 100% of the associated premiums if the 
Commissioner has at least five (5) consecutive years of service with the Port of Seattle 
immediately preceding the end of their last term as a Port Commissioner, and an 
employment history as an elected Port of Seattle Commissioner equivalent to that
which would be necessary to retire under one of the State of Washington PERS plans
within one month following departure from the Commission. The Commissioner must
also satisfy the eligibility requirements in Sections IV.A.1.b and IV.A.1.c. 
Additionally, spouses or domestic partners of Commissioners who are eligible for
retiree medical coverage are eligible to remain enrolled in coverage should they
survive the eligible Commissioner. 
2.  Dental Benefits for Commissioners: 
a.  Coverage for Commissioners: Port Commissioners who so elect coverage shall receive
these benefits effective the first of the month following one calendar month as a Port
Commissioner. Dental coverage will be provided in such amounts and in such manner
as the Port has established  with organizations providing or administering such
benefits. The eligibility and other conditions of coverage are established with the
organization selected by the Port to provide such benefits. 
b.  Coverage for Commissioner's Dependents: Port Commissioners are eligible to elect
dental benefits for their dependents on the first of the month following one calendar
month as a Port Commissioner. Coverage for dependents shall be provided by the
same dental plan which the Commissioner has chosen. 
3.  Healthcare Premiums: Commissioners will be responsible for paying a share of their
healthcare premiums by payroll deduction in the same manner as non-represented
employees. Commissioners are responsible for notifying the Port by an approved
enrollment method of their coverage elections and eligible dependents. Any additional
healthcare costs associated with a lack of notification shall be the Commissioner's
responsibility. 
B. Life Insurance: Commissioners shall be eligible to elect life insurance coverage as specified
below. 
1.  For Commissioners: Port Commissioners who so elect shall have coverage under a 
$50,000 basic life insurance policy and/or $100,000 business travel accident insurance
policy on a self-paid basis on the first of the month following one calendar month as a Port
Commissioner subject to provisions of contracts with organizations selected by the Port to
provide such benefits. 
For purposes of optional, self-paid basic life insurance and business travel accident
insurance benefits, Port Commissioners are included in the definition of eligible employee. 
a.  For Commissioners eligible for retiree life insurance: A Commissioner is eligible for
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enrollment in the retiree life insurance plan if the service requirements listed in
SectionV. A.1.b. are satisfied and the Commissioner elected and was covered by the 
$50,000 basic life insurance policy immediately prior to the expiration of their term as a Port 
Commissioner. 
C. Right to Modify or Terminate Coverage: The Port retains the right to modify or terminate
benefits and/or to modify the cost charged to Commissioners or dependents for such coverage. 
VI.   SPECIAL PROGRAMS AND COMMISSION NOTIFICATION 
The Executive Director is authorized to establish and implement Voluntary Separation, 
Furlough, or other similar programs deemed necessary to benefit the financial health of the 
Port and amend benefits provided for in the Salary and Benefits Resolution as necessary to
execute the provisions of these programs. The Commission shall be notified of any
amendments to benefits prior to implementation of any special programs not currently
provided for in the Salary and Benefits Resolution.The Commission shall be notified of any 
material changes in the administrative details of the programs authorized by this Resolution 
before changes are implemented. 

VII.   EFFECTIVE DATE 
THIS RESOLUTION shall be effective January 1, 2018. The Executive Director is authorized
to take necessary action to make all terms, provisions, and conditions contained herein
effective as of January 1, 2018. Notwithstanding the foregoing, the Port reserves the right to
amend or terminate any Employee welfare benefit plan and/or pay practice. 
The intent of this resolution is to administer pay and benefits in accordance with State and 
Federal law. Should any part of this resolution require a change to pay or benefit
administration practices by reason of any existing or subsequently enacted legislation such 
change(s) will be incorporated without the need to amend this Resolution. 
BE IT FURTHER RESOLVED that all prior resolutions dealing with these subject matters, 
including but not limited to Resolution No. 3727, as amended by Resolution No. 3734, are
hereby repealed. 
This resolution shall be labeled and codified as appropriate together with other resolutions and
Policy Directives and shall be made readily available for use by Port staff and members of the
public as a governance document of the Port of Seattle. 
ADOPTED by the Port Commission of the Port of Seattle this   day of_________, and duly 
authenticated in open session by the signatures of the Commissioners voting in favor thereof 
and the seal of the Commission. 
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Port Commission 


















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