Attachment 4k draft agreement for Regular Meeting held Dec 12, 2017 1:00pm at Pier 69

4k draft agreement

Item No. 4k_attach
Meeting Date: December 12, 2017
A G R E E M E N T
By and Between
Port of Seattle
And
Teamsters Local Union No. 117
Affiliated with the
International Brotherhood of Teamsters
REPRESENTING POLICE OFFICERS

Term of Agreement
January 1, 2018 December 31, 2018

TABLE OF CONTENTS
PORT OF SEATTLE POLICE OFFICERS' AGREEMENT
ARTICLE PAGE ARTICLE NO.
Benefits ------------------------------------------------------------ 27 ----------------- 21
Bereavement Leave -------------------------------------------- 23 ----------------- 17
Bulletin Board ---------------------------------------------------- 2 ----------------- 6
Business Representative Access --------------------------- 2 ----------------- 5
Compensation for Mileage, Expenses & Travel Time - 29 ----------------- 22
Conference Board ----------------------------------------------- 33 ----------------- 26
Discipline ---------------------------------------------------------- 4 ----------------- 9
Entire Agreement ------------------------------------------------ 34 ----------------- 29
Equal Employment Opportunity ----------------------------- 2 ----------------- 7
False Arrest and Professional Liability -------------------- 30 ----------------- 23
Grievance Procedure ------------------------------------------ 30 ----------------- 25
Holidays ------------------------------------------------------------ 19 ----------------- 13
Hours of Work and Overtime --------------------------------- 5 ----------------- 11
Incorporation of Appendices & Letters of Agreement - 35 ------------------ 30
Jury Duty and Hearing Appearances ---------------------- 23 ----------------- 16
Leave Without Pay ---------------------------------------------- 24 ----------------- 18
Long Term Disability -------------------------------------------- 21 ----------------- 15
Management Rights -------------------------------------------- 3 ----------------- 8
Payroll Deduction ----------------------------------------------- 2 ----------------- 4
Performance of Duty, Strikes, and Lockouts ------------- 34 ----------------- 27
Purpose of Agreement ------------------------------------------ 1 ----------------- 1
Reduction in Force, Recall, & Seniority ------------------- 4 ----------------- 10
Re-Employment Rights ---------------------------------------- 25 ----------------- 19
Savings Clause -------------------------------------------------- 34 ----------------- 28
Sick Leave -------------------------------------------------------- 20 ----------------- 14
Teamsters Health and Welfare Programs ---------------- 25 ----------------- 20
Term of Agreement --------------------------------------------- 35 ----------------- 31
Uniforms and Equipment -------------------------------------- 30 ----------------- 24
Union Recognition ---------------------------------------------- 1 ----------------- 2
Union Security --------------------------------------------------- 1 ----------------- 3
Vacation ----------------------------------------------------------- 16 ----------------- 12
Appendix A Pay Rates ---------------------------------- 36-42
Appendix B Police Officers' Bill of Rights ---------- 43-45
Appendix C Drug/Alcohol Testing ------------------- 46-51
Letter of Agreement/Memorandums of Understanding
Re: Armed Presence at the Waterfront ------------ 52
Re: Canine Trainer Schedule ------------------------ 53
Re: Code of Conduct / Workplace
Responsibility Handbook ------------------------ 54-58

PORT OF SEATTLE
POLICE OFFICERS' AGREEMENT

ARTICLE 1 PURPOSE OF AGREEMENT
This mutual Collective Bargaining Agreement (hereinafter referred to as the Agreement) has
been entered into by the International Brotherhood of Teamsters, Local No. 117 (hereinafter
referred to as the Union), and the Port of Seattle (hereinafter referred to as the Port), which
may hereinafter be referred to as Parties. The purpose of this Agreement is the promotion of
harmonious relations between the Port and the Union; the establishment of equitable and
peaceful procedures for the resolution of differences; and the establishment of rates of pay,
hours of work, benefits, and other terms and conditions of employment.
ARTICLE 2 UNION RECOGNITION
The Port recognizes the Union as the sole and exclusive bargaining agent for Port Police
Officers below the rank of Sergeant.
ARTICLE 3 UNION SECURITY
3.01 Union Security. It shall be a condition of employment that all employees of the
Employer covered by this Agreement who are members of the Union in good standing on the
effective date of this Agreement shall remain members in good standing. Those employees
who are not members on the effective date of this Agreement shall, on the thirtieth (30th) day
following the effective date of this Agreement, become and remain members in good standing
in the Union. It shall also be a condition of employment that all employees covered by this
Agreement and hired on or after its effective date shall, on the thirtieth (30th) day following
the beginning of such employment become and remain members in good standing in the
Union; PROVIDED, HOWEVER, where the effective date is made retroactive, the words
"execution date" shall be substituted for the words "effective date" in the foregoing Union
Security clause. "Good standing" shall be defined as the tendering of uniformly required
dues, assessments, and initiation fees. Employees shall be afforded their right to religious
objection as protected in RCW 41.56.
3.02 Job Removal. The Port shall discharge or otherwise cause the termination of
employment of non-complying employees upon receipt of written request by the Port's
Director of Labor Relations from the Union. Prior to sending a written request for termination
to the Port, the Union shall notify the affected employee of its intention to request termination.
. Upon receipt of such request by the Union, the Port shall, within five (5) working days notify
the employee of a proposed termination and provide an opportunity for the employee to

Port of Seattle Police Officers

respond in person or in writing to the proposal. Unless the Port has lawful grounds to retain
the employee, the employee shall be terminated immediately following the pre-termination
response deadline.
3.03 Indemnification And Hold Harmless. The Union agrees to indemnify and hold
harmless the Port for any action(s) taken by the Port pursuant to this Article.
3.04 Applicability of Agreement. The Agreement shall apply to all employees
covered by this Agreement irrespective of membership or non-membership in the Union.
ARTICLE 4 PAYROLL DEDUCTION
4.01 Dues Deduction. The Port agrees to deduct from the paycheck of each
member covered by this Agreement who has so authorized it by signed notice submitted to
the Port, the initiation fee, assessments, and regular monthly dues. The Port shall transmit
such fees to the Union once each month on behalf of the members involved.
4.02 Team Legal Participation. The Port agrees to deduct from the paycheck of
each member covered by this Agreement who has so authorized it by signed notice
submitted to the Port, the necessary fee, assessments, and regular monthly fees to provide
for Team Legal. The Port shall transmit such fees to "Team Legal" once each month on
behalf of the members involved.
ARTICLE 5 BUSINESS REPRESENTATIVE ACCESS
The Port agrees to allow reasonable access to Port facilities for business representatives
who have been properly authorized by the Union. Such access shall be permitted in a
manner as not to interfere with the functions of the Police Department (hereinafter referred to
as the Department) or the Port. This Article shall apply within the constraints of federal or
state regulations, statutes, and the Airport Security Plan.
ARTICLE 6 BULLETIN BOARD
A bulletin board found to be acceptable and in compliance with the needs of limited use by
the Union shall be provided by the Port. This bulletin board shall be used, maintained, and
controlled by the Union. It is understood and agreed to that no material shall be posted which
is obscene, defamatory, or which would impair Port operations.
ARTICLE 7 EQUAL EMPLOYMENT OPPORTUNITY
The Port shall not tolerate discrimination against any persons on 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

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status, workers' compensation use, transgender status, political beliefs, or any other
protected status as guaranteed by local, state and federal laws.

ARTICLE 8 MANAGEMENT RIGHTS
8.01 Management Rights. The Union recognizes the prerogat ives 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 this Agreement. In exercise of such
exclusive management rights, it is not intended that any other provision of this Agreement
providing a specific benefit or perquisite to the covered employees shall be changed,
modified, or otherwise affected, without concurrence of the Union.
8.02 Specific and Exclusive Management Rights. Subject to the provisions of this
Agreement, the Port reserves the following specific and exclusive management rights:
(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 determine the keeping of records;
(d) To establish employment qualifications for new employee applicants, to
determine the job content and/or job duties of employees, and to execute the
combination or consolidation of jobs;
(e) To determine the mission, methods, processes, means, policies, and personnel
necessary for providing service and Department operations, including, but not
limited to: determining the increase, diminution, or change of operations, in
whole or in part, including the introduction of any and all new, improved,
automated methods of equipment; and making facility changes;
(f) To control the Departmental budget, and if deemed appropriate by the Port, to
implement a reduction in force;
(g) To schedule training, work, and overtime as required in a manner most
advantageous to the Department and consistent with requirements of municipal
employment and public safety, subject to the provisions of this Agreement;

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(h) To establish reasonable work rules, and to modify training;
(i) To approve all employees' vacation and other leaves;
(j) To take whatever actions are necessary in emergencies in order to assure the
proper functioning of the Department; and
(k) To manage and operate its Departments, except as may be limited by
provisions of this Agreement.
8.03 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.
ARTICLE 9 DISCIPLINE
The Parties agree that discipline is a command function. Decisions on disciplinary matters
where discipline imposed involves discharge, suspension, demotion or written reprimands
shall be subject to the grievance procedure; however, written reprimands may not be pursued
to arbitration.
ARTICLE 10 REDUCTION IN FORCE, RECALL, & SENIORITY
10.01 Layoff By Seniority. The Port shall maintain one (1) seniority roster for police
officer classifications. Employees laid off as a result of reduction in force shall be laid off
according to Police Department seniority on the appropriate roster. Employees with the least
time shall be the first laid off with the possible exception referred to below regarding
affirmative action. In the event there are two (2) or more employees eligible for layoff within
the Department on the same roster with the same seniority, the Chief of Police (hereinafter
referred to as Chief) shall determine the order of layoff based on management's evaluation of
individual employee performance and special skills. Additionally, the impact of reduction in
force on affected classes shall be considered in view of the Port's Affirmative Action Plan only
within the Police Department, and no layoff shall result in or increase significant
underutilization, as determined by the Port's EEO Officer, of affected class members in the
bargaining unit.
10.02 Recall By Seniority. Employees laid off in accordance with the provisions of
this Article will be eligible for recall in the inverse order of layoff for a period of one (1) year
following layoff. Employees recalled pursuant to this provision retain their seniority based on
their original date of hire, but no seniority or any benefits shall accumulate during the time
that the employee was on layoff. The Port shall provide updated seniority rosters to the
Union upon the Union's request.

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10.03 Notice Prior To Reduction In Force. In the event of an imminent reduction in
force, written notice shall be provided to each employee scheduled for layoff at least fourteen
(14) calendar days prior to termination.
10.04 Bumping Rights - Layoff In Other Bargaining Units. In the event a layoff at the
Port results in a reduction in the number of commissioned officers in a bargaining unit made
up of commissioned officers higher in rank than a police officer, those affected individuals
may bump back into this police officers' bargaining unit, based upon their seniority in the
police officers' bargaining unit, provided that there is no police officer on layoff with greater
seniority.
10.05 Bumping Rights - Demotion From Other Bargaining Unit. In the event that the
Port demotes any commissioned officer from a bargaining unit made up of commissioned
officers higher in rank than a police officer (for a reason other than a reduction in force), the
affected individual may return to the police officers' bargaining unit, based upon his or her
seniority in the police officers' bargaining unit, provided that there is no police officer on layoff
with greater seniority, and provided that no other police officer shall be displaced as a result.
10.06 Probationary Employees. Probationary employees shall not be subject
to recall. Officers may be disciplined or terminated without cause during their probationary
period. All new officers shall serve a nine (9) month probationary period, which may be
extended up to three (3) months by mutual agreement between the Union and the Port. The
probationary period for officers required to complete the full academy will terminate nine (9)
months after the completion of the academy. Lateral hires without Washington State Peace
Officer Certification will be on a probationary period for six (6) months from the date of hire or
until immediately following completion of the academy, whichever is later. However,
management may extend the probationary period for such lateral hires to three (3) months
following completion of the Equivalency Academy if the academy instructors have raised
concerns of the performance of the lateral hire. The probationary period for a Lateral Officer
with Washington State Peace Officer Certification will terminate (6) six months from his/her
date of hire.

ARTICLE 11 HOURS OF WORK AND OVERTIME In Effect until the First FLSA Work
Period of 2016
11.01 Schedule for Patrol Officers.
A. Regular Schedule. The normal schedule and days off for officers assigned to
the Patrol Section shall be as follows: The Patrol Section shall be divided into two (2) twelve
(12) hour watches (Day Watch and Night Watch), and each watch will be divided into four (4)

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squads (A1, A2, B1, and B2 on Day Watch; C1, C2, D1, and D2 on Night Watch). Squads A1
and B1 shall work 0500 to 1700 hours. Squads A2 and B2 shall work 0530 to 1730 hours.
Squads C1 and D1 shall work 1700 hours to 0500 hours. Squads C2 and D2 shall work 1730
hours to 0530 hours. Each twelve (12) hours of work shall include two (2) mealtimes and two
(2) rest periods. The two (2) mealtimes shall be provided for during the normal workday and
they shall be for a period of thirty (30) minutes each. In addition, there shall be one (1) fifteen
(15) minute rest period before and one (1) fifteen (15) minute rest period after mealtime
provided for in the normal workday.
For Fair Labor Standards Act (FLSA) Section 7(k) purposes, the work period shall be
twenty-eight (28) days. During each fourteen (14) day work cycle, each squad shall
work three (3) consecutive twelve (12) hour days, followed by four (4) consecutive
days off, followed by four (4) consecutive days worked, followed by three (3)
consecutive days off. Sunday shall be the "flip" day.
Officers shall be scheduled for a minimum of eight (8) hours break between any two (2)
shifts.
By mutual agreement of management and the Union, special Patrol units can work ten (10)
hour shifts, or other agreed to schedules, excluding eight (8) hour shifts.
The Parties agree to re-open this Section to specifically negotiate a limited number of bid ten
(10) hour Patrol shifts once staffing increases.
11.02 Schedule for Non-Patrol Officers.
A. Regular Schedule. The normal daily schedule for all Police Officers who work
administrative jobs (e.g., Criminal Investigations, Public Information, Research &
Development, Training Officer, and Fleet & Supply Officer) and those Police Officers not
assigned to the Patrol Section shall be for a ten (10) hour shift between 0500 and 1900
hours. Officers working the ten (10) hour shift shall work four (4) consecutive days, with
Friday, Saturday and Sunday or Saturday, Sunday and Monday as their days off.
B. Evidence Personnel Schedule. The normal daily schedule for sworn Evidence
Room personnel will be a ten (10) hour shift to be worked between 0500 and 1900 hours.
Officers working on this shift shall be assigned a work schedule of four (4) consecutive work
days, consisting of Monday through Thursday or Tuesday through Friday. Schedules will be
assigned by bid based upon seniority within the Evidence Room function.
C. Canine Trainer Schedule. The normal daily schedule for the Canine Trainer will
be a ten (10) hour shift. The Canine Trainer shall be assigned a work schedule of four (4)
consecutive days.

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D. Canine Officers Schedule. Canine officers shall bid to a separate Patrol squad,
excluding the Waterfront Unit. Canine officers shall bid by their tenure on the Canine Unit.
The BDU/Canine Hybrid officers will bid with the Canine officers.
11.03 Scheduling Changes And Trading Days Off.
A. Scheduling Days Off. With the exception of schedule modifications made in
accordance with Section 11.03.B, the Port shall not change or reschedule days off to prevent
payment of overtime. Normal days off at the end of the scheduled workweek shall be
consecutive.
B. Schedule Changes. The normal workweek and normal workday for Police
Officers may be modified to accommodate training or educational requirements with five (5)
calendar days' notice, provided, however, that days off shall be consecutive, absent mutual
agreement between the officer and management.
C. Trading Days Off. When an employee wishes to trade days off with another
employee, such trading of days off shall be subject to management approval and to the
following controls and conditions:
(1) A trade must involve a reciprocal even exchange of days off between two (2)
employees, and the traded days must not be more than twenty-eight (28) days
apart from each other.
(2) No more than four (4) days or seven (7) days, depending on the employee's
schedule, per pay period may be traded by an employee. Trading of days off
shall be limited to accommodate special and unusual employee needs and shall
not be approved on a frequently recurring basis for an individual employee.
(3) When a trade occurs, bi-weekly paychecks will fluctuate to reflect actual hours
worked. Time worked in excess of the regularly scheduled hours per week as a
result of trading days off shall be paid for at the straight-time rate. In each case,
days off must be taken within two (2) weeks of when a trade occurs.
11.04 Watch, Squad and Vacation Bidding.
A. Watch and Squad Bidding. Based on seniority, officers in patrol, including those
assigned to BDU, shall bid watches and squads to be effective as of the first FLSA work
period in January. The bidding for watches and squads shall be based on seniority, with the
understanding that those officers assigned to BDU agree to bid so no more than two (2) BDU
Patrol Officers work the same watch. Administrative/BDU/Canine personnel, to include
Sergeants, who are not part of patrol, shall not be allowed to supplant BDU Officers assigned
to patrol. Sergeants shall not at any time displace patrol officer positions. Bidding shall be

Port of Seattle Police Officers

completed no later than the second (2nd) Friday in October of each calendar year. Except in
emergencies, employees shall be provided with five (5) calendar days' advance notice in the
event of a watch change.
B. Vacation Bidding. Vacations shall be bid based on seniority. Vacation bidding
is subject to the limitation that only one (1) officer per squad may bid off at any one time. An
additional officer may bid vacation on a squad of seven (7) officers or greater or a watch of
twelve (12) officers or greater. However, management may authorize variances to this
limitation on a case-by-case basis. The first (1st) round of vacation bidding shall be
completed no later than seven (7) days after the completion of bidding for watches and
squads. The second (2nd) round of vacation bidding shall be completed no later than seven
(7) days after the completion of the first (1st) round of vacation bidding. The third (3rd) round
of vacation bidding shall be completed no later than seven (7) days after the completion of
the second (2nd) round of vacation bidding. The fourth (4th) round of vacation bidding shall be
completed no later than seven (7) days after the completion of the third (3rd) round of vacation
bidding. The Parties will work cooperatively to ensure that the above time frames are
complied with. After the bidding process is complete, officers may request vacation on a first
come, first served basis, although such vacation days will not be regarded or protected as bid
vacation. Non-bid vacation scheduling is covered in Section 12.03 of this Agreement.
Probationary employees shall not take part in the vacation bidding process. Instead, at any
time after the successful completion of probation, regular permanent employees (any
employee hired from a Port posting) 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 Chief
of Police.
C. Assignment Changes Affecting Watch and Squad Bids. The Department will
endeavor to make all assignment changes consistent with the annual bidding period. Officers
who experience changes in assignment for disciplinary reasons outside of the annual bidding
period shall be assigned at management's discretion until the next annual bidding period. An
officer who leaves a special assignment/unit due to voluntary resignation or elimination of
assignment/unit shall retain all previously bid vacations. An officer whose special
assignment/unit is eliminated may exercise his/her seniority for watch placement unless such
exercise would disrupt the bids of less senior officers. An officer who voluntarily resigns from
a special assignment/unit must select an available open position.
11.05 Overtime.
A. Overtime Triggers and Rates. Except as provided below, hours worked in
excess of the normally scheduled workweek, or in excess of the normally scheduled workday,
as defined in this Article, shall be compensated for at one and one-half (1-) times the rate of
pay for the work performed. In the event that an employee is called back to work from
mealtime and is not provided a meal period of reasonable duration later in his/her watch,

Port of Seattle Police Officers

such employee shall receive overtime pay for the mealtime not taken. If any employee,
independently or without proper authorization, elects not to take mealtime, such employee
may be subject to disciplinary action. Overtime pay shall not be pyramided or compounded.
B. Overtime Scheduling. Absent department needs (e.g. specific bike team
presence desired, special assignment or event, or other similar events), the scheduler shall
assign all scheduled overtime to the drives in order of placement on the OT eligibility list.
After all drive units are filled, officers are then assigned to the remaining unfilled patrol
positions in order of their placement on the OT eligibility list. There may be a quarterly audit
of the overtime list performed by the Deputy Chief and two (2) shop stewards who may
resolve any unforeseen problems or conflicts with overtime scheduling. Absent unusual
circumstances, special events, dignitary protection, terrorist threat or emergency overtime, no
officer shall work overtime in a fashion which will not allow eight (8) hours off duty prior to
returning to duty. Any situation which may cause the officer to have less than the required
eight (8) hours off must be approved by management. Court appearances are excluded from
this requirement.
C. Approval for Overtime Work. Authority for approval of any overtime work shall
be limited to departmental management or its designees.
D. Exceptions. Overtime pay shall not be paid under any of the following
circumstances:
1. To any recruits for hours worked during the training process while the
recruits are assigned to the Washington Criminal Justice Training
Commission Basic Academy;
2. When an officer is involved in trading days off with another employee
which results in work in excess of the normal workweek, and where the
excess would not have occurred but for the trade.
3. When the overtime is incurred as a result of travel time which is exempt
from payment under the provisions of the Fair Labor Standards Act.
E. Assignment Of Voluntary Overtime. The following provisio ns shall apply to the
assignment of voluntary overtime:
1. The initial order of ranking on the Overtime List is established by
seniority.
2. A maximum of twelve (12) hours may be offered to an officer at one time.
A complete rotation of the overtime list will be made once an offer of

Port of Seattle Police Officers

seven (7) or more hours has been made to an officer before that officer
receives another overtime offer.
3. An officer's decision to decline an offer of voluntary overtime, or a failure
to work an accepted voluntary overtime assignment will be counted as
hours worked on the Overtime List, and the individual's ranking on the
Overtime List will be based on total hours offered.
4. If an officer is unable to work the scheduled overtime, it shall be his/her
responsibility to notify the Sergeant on duty.
5. With respect to scheduled voluntary overtime, the Watch Scheduler shall
be required to call all of the phone numbers listed (up to a maximum of
two [2]) on Telestaff before going on to the next person on the list. The
employee is responsible for keeping his/her phone number current.
Common sense must be used, but a standard time limit of fifteen (15)
minutes would allow an officer to respond to the call. Additional calls or
waiting for a response from a message left on an answering machine
may be practical if time permits. Absent department needs (e.g. specific
bike team presence desired, special assignment or event, or other
similar events), the Watch Scheduler shall assign all scheduled overtime
to the drives. Should more overtime slots be available other than the
drive (David) positions, then the first person on the list shall be given
his/her choice of assignments.
6. With respect to non-scheduled voluntary overtime, the Department shall
make every effort to follow the procedures outlined in paragraph 5.
However, non-scheduled voluntary overtime may be offered to those
officers on regular watch assignment provided that those officers are
given equal opportunity based on their status on the seniority list rotation.
7. It is understood that some overtime assignments must be made based
upon special needs or skills outside the normal procedures, i.e., BDU,
SWAT, K-9, , CNU, Detectives, Bike, Boat, etc. The normal limit of hours
offered may also need to be waived for these assignments, i.e. Seafair,
disasters, heightened alert status, etc.
8. Overtime shall be assigned by seniority on the first (1st) day of the first
(1st) FLSA work period of the calendar year. After the first FLSA work
period, the opportunity will start with the member with the least amount of
overtime worked/offered for the previous FLSA work period.

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9. New hires and officers returning from an injury shall be placed on the
Overtime List based on the average of hours offered for that FLSA work
period. Phase II laterals and Phase III recruits will be offered voluntary
overtime in situations where mandatory overtime would result if the offer
was not made.
F. Assignment of Mandatory Overtime. The following provisions shall apply to the
assignment of mandatory overtime:
1. Mandatory overtime shall only be used to fill vacancies that affect the
established minimum staffing level ("MSL").
2. Special events and department-wide training shall be handled by
adjusting the MSL for the duration of the event or training. It is
understood that the Chief of Police can adjust the MSL at any time.
3. Mandatory overtime shall be assigned from an inverse seniority list,
which will be re-started as of the first (1st) FLSA work period in January.
4. Personnel assigned to CIU and Administration shall be subject to these
procedures. Task Force members are exempt from the Mandatory
Overtime rotation but may be assigned Mandatory Overtime in case of
emergency.
5. The following constitute the only exceptions to being scheduled for
mandatory overtime:
a. Mandatory overtime shall not be assigned during bid vacations.
This exception shall also include those scheduled days off that
occur immediately preceding and adjacent to or immediately after
and adjacent to a vacation.
b. No officer who has worked twelve (12) or more hours of overtime
within a calendar week (Sunday through Saturday) shall be
assigned mandatory overtime during that same calendar week. If
the Department is unable to fill all required mandatory overtime
slots with officers who have volunteered and worked less than the
twelve (12 ) hours described above, they shall continue to fill the
necessary mandatory overtime slots by officers who have
volunteered and worked more than the required twelve (12 )
hours in an order from the officer having volunteered and worked
the least number of hours to the officer who has volunteered and

Port of Seattle Police Officers

worked the greatest number of hours until all mandatory slots are
filled.
c. No more than twelve (12) hours of mandatory overtime shall be
assigned to an officer in any given seven (7) day period. In
addition, no officer shall be mandated to work more than sixteen
(16) hours per day or more than twenty-four (24) hours of total
overtime per week; provided, that nothing in this Section shall
preclude any employee from volunteering to work overtime in
excess of these amounts, subject to the provisions of Section
11.05(B) above.
d. The exceptions specified in 5(b) and 5(c), above, shall be waived
during periods of unusual occurrence, including special events,
dignitary protection details, department-wide training, or in the
event of an emergency. To the extent reasonably possible, seven
(7) days' notice shall be given.
e. Management may exempt from mandatory overtime particular
personnel when necessary for specific operational or training
needs (e.g. K9 officers preparing for K9 assessment).
f. There shall be a minimum of eight (8) hours rest between any
mandatory overtime worked and a prior or subsequent shift.
g. If an officer is on vacation during the fourteen (14) day posting
period, that officer is not eligible to be assigned mandatory
overtime on regular days off, including days traded to extend
vacation that are contiguous to vacation days.
h. Recruits that are in Phase II or Phase III of the PTO program may
be assigned mandatory overtime prior to their completion of the
program.
i. An employee who is mandated to work overtime at a location
other than his/her primary duty location will have the option to
report to his/her primary duty location to begin the overtime
assignment.
6. If an officer is passed over due to one of the above exceptions, the
officer shall remain subject to the next mandatory overtime assignment.

Port of Seattle Police Officers

7. The official roster shall be posted on a secured bulletin board in the roll
call area, which shall provide sufficient notification of assignment.
8. The official roster shall be posted fourteen (14) days in advance.
9. Once the scheduler starts to schedule for an upcoming FLSA work
period, there shall be no changes to the schedule without the approval of
the Chief or Deputy Chief.
G. Call-Backs. In the event that overtime which has been specifically authorized
by supervisory or command personnel is not an extension at the beginning or end of a normal
shift, the employee shall be paid for a minimum of four (4) hours at the applicable overtime
rate for the employee or for the actual hours worked at the overtime rate if in excess of four
(4) hours. Officer initiated overtime due to responding to an incident observed while on
his/her way to work or way home after work shall not be considered a call back and shall be
compensated at the overtime rate for the lesser of: (a) The time elapsed from the beginning
of the overtime to the beginning of the shift; or (b) the time elapsed from the end of the shift to
the end of the overtime; or (c) four (4) hours. This Section shall not apply to appearances in
court or other type of administrative hearing(s).
H. Court/Administrative Hearing Appearances.
1. Subpoenas Required. This Section shall only apply to an officer's
appearance to court and/or other administrative hearing, subject to the
officer's submission of a valid subpoena, issued by the court or
administrative agency, to the Department.
2. Grievances and Arbitrations Excluded. This Section shall not be
construed to include either grievances or arbitrations as defined in Article
25 of this Agreement.
3. Appearance During On-Duty Shift Extension. When an in -person or
telephonic appearance commences on an employee's scheduled shift,
and extends after shift completion, the on-duty employee shall be
compensated at the overtime rate only for the actual time spent
appearing after his/her regular shift.
4. Appearance While Off-Duty. When an appearance commences while an
employee is off-duty, either between regularly scheduled workdays or
during regularly scheduled days off, an off-duty employee shall be
compensated as follows:

Port of Seattle Police Officers

a. In-Person Appearance Between Regularly Scheduled Workdays.
Three (3) hours at the overtime rate, or for the actual time spent
for each in-person appearance at the overtime rate, whichever is
greater. To verify time in excess of three (3)hours spent
appearing in-person, an employee shall submit to the Port a time
slip signed by an official of the court or administrative agency.
b. In-Person Appearance on Regularly Scheduled Day Off. A
minimum of four (4) hours pay at the overtime rate.
c. Telephonic Appearance. One (1) hour at the overtime rate, or for
the actual time spent for each telephonic appearance at the
overtime rate, whichever is greater. In the case of a telephone
appearance, the time slip will not be signed by an official of the
court or administrative agency.
5. Appearance During Vacation. When an in -person appearance
commences on an employee's scheduled vacation day, the employee
shall be placed on regular, straight-time pay status and compensated for
a full workday, regardless of the time spent on the appearance. In
addition, the employee shall have the vacation day restored which was
lost due to the appearance.
6. Appearance for Lateral Officers.
a. Lateral hires from within the State of Washington will be
compensated for their appearances, for their prior jurisdiction, in
accordance with this Section. Officers and Supervisors shall
make every effort to attempt to have such appearances scheduled
during the officer's normal work schedule to avoid payment of
overtime whenever possible.
b. Lateral hires from outside the State of Washington will be allowed
to appear, for their prior jurisdiction, without loss of pay from the
Port of Seattle. Without loss of pay means they may appear on
work time, or as if they were working their normal shift. No
overtime will be paid for such appearances.
c. Supervisors and officers shall work with the jurisdiction issuing the
subpoena, whether in Washington State or outside Washington
State, to ensure the lateral officer's travel (if applicable) and
testimony are handled in the most expeditious manner possible,
and to attempt to schedule all hearings for the officer's normal

Port of Seattle Police Officers

work week, in which case the Port of Seattle Police Department
will release the lateral officer from his/her work post to attend such
hearings.
11.06 On-Call Status. The following provisions relate to on -call status, whether the
assignment is mandatory or voluntary:
1. Officers on-call are required to have a phone and to monitor the phone while on
call. When called, officers are required to respond to the call as soon as
possible.
2. Officers on-call shall be compensated at ten percent (10%) of the officer's
straight-time hourly rate for all hours on-call; provided that officers on the K-9
team shall continue to be compensated at fifty percent (50%) of the officer's
straight-time hourly rate for all hours on-call for canine coverage.
3. If an officer on-call reports for work during this period, the officer shall receive
call-back overtime pay, and all other contractual benefits from the time that the
officer reports for duty. The officer shall no longer receive on-call pay from the
time that the officer reports for duty.
A. Mandatory On-Call. The following provisions ap ply with respect to
mandatory on-call assignments:
1. When reasonably available, a car will be provided to each officer
that is mandated to be on-call. Officers called in from mandatory
on-call that have not been assigned a car shall be reimbursed for
mileage incurred in responding to the call out. In addition, the
Port shall provide insurance coverage for officers to the extent
that they are required to use their own car in such situations.
2. Except in emergencies, an officer shall not be mandated to be oncall
more frequently than one (1) period (not to exceed seven (7)
consecutive days) during a twenty-eight (28) day FLSA work
period. In the event that an officer is required to be on-call more
than nine (9) days, he/she shall receive the standby rate of pay for
all "on-call" time in the remainder of the twenty-eighty (28) day
FLSA work period.
C. Valley SWAT. Valley SWAT members are not eligible for on -call pay for
SWAT activities, unless specifically requested by the Port.
11.07 Standby Status. The following provisions shall apply to standby status:

Port of Seattle Police Officers

1. Officers on standby are required to remain available through contact by phone
and must be available to work at all times. Upon being called, the officer must
respond and report to work immediately and in any event no later than one hour
(forty-five (45) minutes for K-9 officers). Officers failing to report to work within
one (1) hour (forty-five (45) minutes for K-9 officers) shall be subject to loss of
standby pay for the period up to the point at which the officer reports to work
and may be subject to further disciplinary action if appropriate.
2. Beginning and ending times for the standby period shall be established and
communicated to the employee prior to placement on standby. If an employee
is called back to work, the off-duty premium shall cease, and thereafter normal
overtime rules shall apply.
11.08 On-Call and Standby Assignments. Management reserves the right to
determine when and to what extent on-call and standby assignments are operationally
necessary. The determination will be based on operational need and will not be made for the
purpose of transferring Port law enforcement work outside the bargaining unit.
11.09 Emergency. For purposes of this Article, the term "emerg ency" shall be defined
as a reasonably unanticipated event requiring an immediate need for additional police
personnel, as determined by the on-duty supervisor. Examples include: a major crime, a riot,
labor unrest, aircraft accident or hijack, or an incident of equal significance. In such
situations, employees on an off-going watch may be required to remain for additional hours,
and available off-duty personnel in the area may be required to commence work immediately.
Officers shall then be called in inverse seniority to meet personnel needs and/or to relieve
officers that have been mandated to hold over. It is understood that, depending on the nature
of the emergency, Special Team members may not be available to work patrol positions.
When a person is needed immediately, the watch supervisor may use the junior person on
watch as opposed to having to use the inverse seniority list. In an emergency, the Port will
first attempt to follow the above procedures, but may assign overtime regardless of
procedures as needed.
ARTICLE 11 HOURS OF WORK AND OVERTIME Effective the First FLSA Work
Period of 2016

11.01 Schedule for Patrol Officers.
A. Regular Schedule. The normal daily schedule and days off for officers
assigned to the Patrol Section shall be as follows: The Patrol Section shall be divided into
two (2) twelve and one-half (12 ) hour watches. First Watch shall work 0500 to 1730 hours.
Second Watch shall work 1700 to 0530 hours. This includes twelve and one-half (12)

Port of Seattle Police Officers

hours of work after the start of the watch including two (2) mealtimes and two (2) rest periods.
The two (2) mealtimes shall be provided for during the normal workday and they shall be for a
period of thirty (30) minutes each. In addition, there shall be one (1) fifteen (15) minute rest
period before and one (1) fifteen (15) minute rest period after mealtime provided for in the
normal workday.
Each watch will be divided into five (5) squads. The workweek for each squad shall be three
(3) consecutive days as follows:
A Squad: Sunday through Tuesday.
B Squad: Tuesday through Thursday.
C Squad: Wednesday through Friday.
D Squad: Thursday through Saturday.
E Squad: Saturday through Monday.

.
Officers shall be scheduled for a minimum of eight (8) hours break between any two (2)
shifts.
By mutual agreement of management and the Union, special Patrol units can work ten (10)
hour shifts, or other agreed to schedules, excluding eight (8) hour shifts.

B. Make-Up Day. In addition, the regularly scheduled workweek, for those officers
not assigned to a four (4) day per week, ten (10) hour per day patrol shift, shall include one
(1) ten (10) hour shift per month ("the make-up day"). The following provisions apply with
respect to the assignment of the make-up day:
1. A month is defined as a twenty-eight (28) day cycle, as allowed by Section 7(k)
of the FLSA.
2. Officers shall be scheduled for a minimum of eight (8) hours break between any
two (2) shifts.
3. The make-up day will be scheduled on a day that is contiguous with a regularly
scheduled workday such that all days off are consecutive.
4. The make-up day schedules will be posted in TeleStaff at least two (2) cycles in
advance.
5. Make-up days will not be scheduled on any bid vacation day, on any previously
scheduled vacation day, or on any day off that is contiguous to a vacation day.

Port of Seattle Police Officers

"Contiguous" shall mean that there is no scheduled workday between the day
off and the vacation day.
6. The make-up day will be assigned as a single shift, and will not be split between
two (2) shifts.
7. A make-up day not scheduled during the applicable cycle, or a make-up day
cancelled by the Department, will not be rescheduled during a different cycle.
8. A make-up day not scheduled during the applicable cycle, or a make-up day
cancelled by the Department, shall be paid at the regular straight-time rate,
without deduction to holiday or vacation balances.
9. Notwithstanding the other provisions of this Section 1.B.:
(a) No officer may choose not to work a make-up day if the day is scheduled
for training.
(b) An officer may choose not to work a make-up day (1) if the day is
scheduled for patrol or other duties NOT training, and (2) if the officer shall
have given a written notice to the Deputy Chief or designee within seven
(7) days of the receipt of notice of his/her make-up day assignment
pursuant to the twenty-eight (28) day cycle schedule.
(c) The hours of a make-up day not worked pursuant to (b) above will be
charged against the officer's vacation or holiday balances.
(d) If an officer is on vacation for all days during a twenty-eight (28) day cycle
(or cannot have the make-up day scheduled during the cycle due to the
requirements of Section B.5 (above)), the make-up day will be charged
against his or her vacation or holiday balances.
10. With approval, officers may exchange make-up days within a twenty-eight (28)
day cycle, so long as there is no additional cost to the Port.
11. Except in cases of emergency, make-up days scheduled in accordance with
these standards will not be changed.
12. The Department and the affected officer(s) may mutually agree to waive any of
the above standards on a non-precedential basis.

11.02 Schedule for Non-Patrol Officers.
A. Regular Schedule. The normal daily schedule for all Police Officers who work
administrative jobs (e.g., Criminal Investigations, Public Information, Research &
Development, Training Officer, and Fleet & Supply Officer) and those Police Officers not
assigned to the Patrol Section shall be for a ten (10) hour shift between 0500 and 1900

Port of Seattle Police Officers

hours. Officers working the ten (10) hour shift shall work four (4) consecutive days, with
Friday, Saturday and Sunday or Saturday, Sunday and Monday as their days off.
B. Evidence Personnel Schedule. The normal daily schedule for sworn Evidence
Room personnel will be a ten (10) hour shift to be worked between 0500 and 1900 hours.
Officers working on this shift shall be assigned a work schedule of four (4) consecutive work
days, consisting of Monday through Thursday or Tuesday through Friday. Schedules will be
assigned by bid based upon seniority within the Evidence Room function.
C. Canine Trainer Schedule. The normal daily schedule for the Ca nine Trainer will
be a ten (10) hour shift. The Canine Trainer shall be assigned a work schedule of four (4)
consecutive days.
D. Canine Officers Schedule. . Canine officers shall bid by their tenure on the
Canine Unit. The BDU/Canine Hybrid officers will bid with the Canine officers. The Canine
schedule shall be comprised of two (2) twelve (12) hour watches per day with the following
work week for each team:
Canine Squad A: Monday, Tuesday, Wednesday, and every other Sunday
Canine Squad B: Wednesday, Thursday, Friday, and every other Saturday
For Fair Labor Standards Act (FLSA) Section 7(k) purposes, the work period shall be twentyeight
(28) days. During each fourteen (14) day work cycle, each squad shall work three (3)
consecutive twelve (12) hour days, followed by four (4) consecutive days off, followed by four
(4) consecutive days worked, followed by three (3) consecutive days off. The "flip day" shall
be either Saturday or Sunday depending on squad assignment.
The flip day for Canine A will alternate between the A squad officers. The flip day for Canine
B will alternate between the B squad officers. The start and stop time for each daily Watch
schedule will be determined by the Canine squad and command staff.
11.03 Scheduling Changes And Trading Days Off.
A. Scheduling Days Off. With the exception of schedule modifications made in
accordance with Section 11.03.B, the Port shall not change or reschedule days off to prevent
payment of overtime. Normal days off at the end of the scheduled workweek shall be
consecutive.
B. Schedule Changes. The normal workweek and normal workday for Police
Officers may be modified to accommodate training or educational requirements with five (5)
calendar days' notice, provided, however, that days off shall be consecutive, absent mutual
agreement between the officer and management.

Port of Seattle Police Officers

C. Trading Days Off. When an employee wishes to trade days off with another
employee, such trading of days off shall be subject to management approval and to the
following controls and conditions:
(1) A trade must involve a reciprocal even exchange of days off between two (2)
employees, and the traded days must not be more than twenty-eight (28) days
apart from each other.
(2) No more than four (4) days or seven (7) days, depending on the employee's
schedule, per pay period may be traded by an employee. Trading of days off
shall be limited to accommodate special and unusual employee needs and shall
not be approved on a frequently recurring basis for an individual employee.
(3) When a trade occurs, bi-weekly paychecks will fluctuate to reflect actual hours
worked. Time worked in excess of the regularly scheduled hours per week as a
result of trading days off shall be paid for at the straight-time rate. In each case,
days off must be taken within two (2) weeks of when a trade occurs.
11.04 Watch, Squad and Vacation Bidding.
A. Watch and Squad Bidding. Based on seniority, officers in patrol,, shall bid
watches and squads to be effective as of the first FLSA work period in January. The bidding
for watches and squads shall be based on seniority to include the waterfront assignments.
Sergeants shall not at any time displace patrol officer positions Bidding shall be completed
no later than the second (2nd) Friday in October of each calendar year. Except in
emergencies, employees shall be provided with five (5) calendar days' advance notice in the
event of a watch change.
B. Vacation Bidding. Vacations shall be bid based on seniority. Vacation bidding
is subject to the limitation that only one (1) officer per squad may bid off at any one time. An
additional officer may bid vacation on a squad of seven (7) officers or greater or a watch of
twelve (12) officers or greater. However, management may authorize variances to this
limitation on a case-by-case basis. The first (1st) round of vacation bidding shall be
completed no later than seven (7) days after the completion of bidding for watches and
squads. The second (2nd) round of vacation bidding shall be completed no later than seven
(7) days after the completion of the first (1st) round of vacation bidding. The third (3rd) round
of vacation bidding shall be completed no later than seven (7) days after the completion of
the second (2nd) round of vacation bidding. The fourth (4th) round of vacation bidding shall be
completed no later than seven (7) days after the completion of the third (3rd) round of vacation
bidding. The Parties will work cooperatively to ensure that the above time frames are
complied with. After the bidding process is complete, officers may request vacation on a first
come, first served basis, although such vacation days will not be regarded or protected as bid
vacation. Non-bid vacation scheduling is covered in Section 12.03 of this Agreement.

Port of Seattle Police Officers

Probationary employees shall not take part in the vacation bidding process. Instead, at any
time after the successful completion of probation, regular permanent employees (any
employee hired from a Port posting) 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 Chief
of Police.
C. Assignment Changes Affecting Watch and Squad Bids. The Department will
endeavor to make all assignment changes consistent with the annual bidding period. Officers
who experience changes in assignment for disciplinary reasons outside of the annual bidding
period shall be assigned at management's discretion until the next annual bidding period. An
officer who leaves a special assignment/unit due to voluntary resignation or elimination of
assignment/unit shall retain all previously bid vacations. An officer whose special
assignment/unit is eliminated may exercise his/her seniority for watch placement unless such
exercise would disrupt the bids of less senior officers. An officer who voluntarily resigns from
a special assignment/unit must select an available open position.
11.05 Overtime.
A. Overtime Triggers and Rates. Except as provided below, hours worked in
excess of the normally scheduled workweek, or in excess of the normally scheduled workday,
as defined in this Article, shall be compensated for at one and one-half (1-) times the rate of
pay for the work performed. In the event that an employee is called back to work from
mealtime and is not provided a meal period of reasonable duration later in his/her watch,
such employee shall receive overtime pay for the mealtime not taken. If any employee,
independently or without proper authorization, elects not to take mealtime, such employee
may be subject to disciplinary action. Overtime pay shall not be pyramided or compounded.
B. Overtime Scheduling. Absent department needs (e.g. specific bike team
presence desired, special assignment or event, or other similar events), the scheduler shall
assign all scheduled overtime to the drives in order of placement on the OT eligibility list.
After all drive units are filled, officers are then assigned to the remaining unfilled patrol
positions in order of their placement on the OT eligibility list. There may be a quarterly audit
of the overtime list performed by the Deputy Chief and two (2) shop stewards who may
resolve any unforeseen problems or conflicts with overtime scheduling. Absent unusual
circumstances, special events, dignitary protection, terrorist threat or emergency overtime, no
officer shall work overtime in a fashion which will not allow eight (8) hours off duty prior to
returning to duty. Any situation which may cause the officer to have less than the required
eight (8) hours off must be approved by management. Court appearances are excluded from
this requirement.
C. Approval for Overtime Work. Authority for approval of any overtime work shall
be limited to departmental management or its designees.

Port of Seattle Police Officers

D. Exceptions. Overtime pay shall not be paid under any of the following
circumstances:
1. To any recruits for hours worked during the training process while the
recruits are assigned to the Washington Criminal Justice Training
Commission Basic Academy;
2. When an officer is involved in trading days off with another employee
which results in work in excess of the normal workweek, and where the
excess would not have occurred but for the trade.
3. When the overtime is incurred as a result of travel time which is exempt
from payment under the provisions of the Fair Labor Standards Act.
E. Assignment Of Voluntary Overtime. The following provisions shall apply to the
assignment of voluntary overtime:
1. The initial order of ranking on the Overtime List is established by
seniority.
2. A maximum of twelve (12) hours may be offered to an officer at one time.
A complete rotation of the overtime list will be made once an offer of
seven (7) or more hours has been made to an officer before that officer
receives another overtime offer.
3. An officer's decision to decline an offer of voluntary overtime, or a failure
to work an accepted voluntary overtime assignment will be counted as
hours worked on the Overtime List, and the individual's ranking on the
Overtime List will be based on total hours offered.
4. If an officer is unable to work the scheduled overtime, it shall be his/her
responsibility to notify the Sergeant on duty.
5. With respect to scheduled voluntary overtime, the Watch Scheduler shall
be required to call all of the phone numbers listed (up to a maximum of
two [2]) on Telestaff before going on to the next person on the list. The
employee is responsible for keeping his/her phone number current.
Common sense must be used, but a standard time limit of fifteen (15)
minutes would allow an officer to respond to the call. Additional calls or
waiting for a response from a message left on an answering machine
may be practical if time permits. Absent department needs (e.g. specific
bike team presence desired, special assignment or event, or other

Port of Seattle Police Officers

similar events), the Watch Scheduler shall assign all scheduled overtime
to the drives. Should more overtime slots be available other than the
drive (David) positions, then the first person on the list shall be given
his/her choice of assignments.
6. With respect to non-scheduled voluntary overtime, the Department shall
make every effort to follow the procedures outlined in paragraph 5.
However, non-scheduled voluntary overtime may be offered to those
officers on regular watch assignment provided that those officers are
given equal opportunity based on their status on the seniority list rotation.
7. It is understood that some overtime assignments must be made based
upon special needs or skills outside the normal procedures, i.e., BDU,
SWAT, K-9, , CNU, Detectives, Bike, Boat, etc. The normal limit of hours
offered may also need to be waived for these assignments, i.e. Seafair,
disasters, heightened alert status, etc.
8. Overtime shall be assigned by seniority on the first (1st) day of the first
(1st) FLSA work period of the calendar year. After the first FLSA work
period, the opportunity will start with the member with the least amount of
overtime worked/offered for the previous FLSA work period.
9. New hires and officers returning from an injury shall be placed on the
Overtime List based on the average of hours offered for that FLSA work
period. Phase II laterals and Phase III recruits will be offered voluntary
overtime in situations where mandatory overtime would result if the offer
was not made.
F. Assignment of Mandatory Overtime. The following provisions shall apply to the
assignment of mandatory overtime:
1. Mandatory overtime shall only be used to fill vacancies that affect the
established minimum staffing level ("MSL").
2. Special events and department-wide training shall be handled by
adjusting the MSL for the duration of the event or training. It is
understood that the Chief of Police can adjust the MSL at any time.
3. Mandatory overtime shall be assigned from an inverse seniority list,
which will be re-started as of the first (1st) FLSA work period in January.
4. Personnel assigned to CIU and Administration shall be subject to these
procedures. Task Force members are exempt from the Mandatory

Port of Seattle Police Officers

Overtime rotation but may be assigned Mandatory Overtime in case of
emergency.
5. The following constitute the only exceptions to being scheduled for
mandatory overtime:
a. Mandatory overtime shall not be assigned during bid vacations.
This exception shall also include those scheduled days off that
occur immediately preceding and adjacent to or immediately after
and adjacent to a vacation.
b. No officer who has worked twelve (12) or more hours of overtime
within a calendar week (Sunday through Saturday) shall be
assigned mandatory overtime during that same calendar week. If
the Department is unable to fill all required mandatory overtime
slots with officers who have volunteered and worked less than the
twelve (12 ) hours described above, they shall continue to fill the
necessary mandatory overtime slots by officers who have
volunteered and worked more than the required twelve (12 )
hours in an order from the officer having volunteered and worked
the least number of hours to the officer who has volunteered and
worked the greatest number of hours until all mandatory slots are
filled.
c. No more than twelve (12) hours of mandatory overtime shall be
assigned to an officer in any given seven (7) day period. In
addition, no officer shall be mandated to work more than sixteen
(16) hours per day or more than twenty-four (24) hours of total
overtime per week; provided, that nothing in this Section shall
preclude any employee from volunteering to work overtime in
excess of these amounts, subject to the provisions of Section
11.05(B) above.
d. The exceptions specified in 5(b) and 5(c), above, shall be waived
during periods of unusual occurrence, including special events,
dignitary protection details, department-wide training, or in the
event of an emergency. To the extent reasonably possible, seven
(7) days' notice shall be given.
e. Management may exempt from mandatory overtime particular
personnel when necessary for specific operational or training
needs (e.g. K9 officers preparing for K9 assessment).

Port of Seattle Police Officers

f. There shall be a minimum of eight (8) hours rest between any
mandatory overtime worked and a prior or subsequent shift.
g. If an officer is on vacation during the fourteen (14) day posting
period, that officer is not eligible to be assigned mandatory
overtime on regular days off, including days traded to extend
vacation that are contiguous to vacation days.
h. Recruits that are in Phase II or Phase III of the PTO program may
be assigned mandatory overtime prior to their completion of the
program.
ii. An employee who is mandated to work overtime at a location
other than his/her primary duty location will have the option to
report to his/her primary duty location to begin the overtime
assignment.
6. If an officer is passed over due to one of the above exceptions, the
officer shall remain subject to the next mandatory overtime assignment.
7. The official roster shall be posted on a secured bulletin board in the roll
call area, which shall provide sufficient notification of assignment.
8. The official roster shall be posted fourteen (14) days in advance.
9. Once the scheduler starts to schedule for an upcoming FLSA work
period, there shall be no changes to the schedule without the approval of
the Chief or Deputy Chief.
G. Call-Backs. In the event that overtime which has been specifically authorized
by supervisory or command personnel is not an extension at the beginning or end of a normal
shift, the employee shall be paid for a minimum of four (4) hours at the applicable overtime
rate for the employee or for the actual hours worked at the overtime rate if in excess of four
(4) hours. Officer initiated overtime due to responding to an incident observed while on
his/her way to work or way home after work shall not be considered a call back and shall be
compensated at the overtime rate for the lesser of: (a) The time elapsed from the beginning
of the overtime to the beginning of the shift; or (b) the time elapsed from the end of the shift to
the end of the overtime; or (c) four (4) hours. This Section shall not apply to appearances in
court or other type of administrative hearing(s). Call back for BDU and K9 will be made
equitably by command staff based on operational need.
H. Court/Administrative Hearing Appearances.

Port of Seattle Police Officers

1. Subpoenas Required. This Section shall only apply to an officer's
appearance to court and/or other administrative hearing, subject to the
officer's submission of a valid subpoena, issued by the court or
administrative agency, to the Department.
2. Grievances and Arbitrations Excluded. This Section shall not be
construed to include either grievances or arbitrations as defined in Article
25 of this Agreement.
3. Appearance During On-Duty Shift Extension. When an in -person or
telephonic appearance commences on an employee's scheduled shift,
and extends after shift completion, the on-duty employee shall be
compensated at the overtime rate only for the actual time spent
appearing after his/her regular shift.
4. Appearance While Off-Duty. When an appearance commence s while an
employee is off-duty, either between regularly scheduled workdays or
during regularly scheduled days off, an off-duty employee shall be
compensated as follows:
a. In-Person Appearance Between Regularly Scheduled Workdays.
Three (3) hours at the overtime rate, or for the actual time spent
for each in-person appearance at the overtime rate, whichever is
greater. To verify time in excess of three (3)hours spent
appearing in-person, an employee shall submit to the Port a time
slip signed by an official of the court or administrative agency.
b. In-Person Appearance on Regularly Scheduled Day Off. A
minimum of four (4) hours pay at the overtime rate.
c. Telephonic Appearance. One (1) hour at the overtime rate, or for
the actual time spent for each telephonic appearance at the
overtime rate, whichever is greater. In the case of a telephone
appearance, the time slip will not be signed by an official of the
court or administrative agency.
5. Appearance During Vacation. When an in -person appearance
commences on an employee's scheduled vacation day, the employee
shall be placed on regular, straight-time pay status and compensated for
a full workday, regardless of the time spent on the appearance. In
addition, the employee shall have the vacation day restored which was
lost due to the appearance.

Port of Seattle Police Officers

6. Appearance for Lateral Officers.
a. Lateral hires from within the State of Washington will be
compensated for their appearances, for their prior jurisdiction, in
accordance with this Section. Officers and Supervisors shall
make every effort to attempt to have such appearances scheduled
during the officer's normal work schedule to avoid payment of
overtime whenever possible.
b. Lateral hires from outside the State of Washington will be allowed
to appear, for their prior jurisdiction, without loss of pay from the
Port of Seattle. Without loss of pay means they may appear on
work time, or as if they were working their normal shift. No
overtime will be paid for such appearances.
c. Supervisors and officers shall work with the jurisdiction issuing the
subpoena, whether in Washington State or outside Washington
State, to ensure the lateral officer's travel (if applicable) and
testimony are handled in the most expeditious manner possible,
and to attempt to schedule all hearings for the officer's normal
work week, in which case the Port of Seattle Police Department
will release the lateral officer from his/her work post to attend such
hearings.
11.06 On-Call Status. The following provisions relate to on-call status, whether the
assignment is mandatory or voluntary:
1. Officers on-call are required to have a phone and to monitor the phone while on
call. When called, officers are required to respond to the call as soon as
possible.
2. Officers on-call shall be compensated at ten percent (10%) of the officer's
straight-time hourly rate for all hours on-call; provided that officers on the K-9
team shall continue to be compensated at fifty percent (50%) of the officer's
straight-time hourly rate for all hours on-call for canine coverage.
3. If an officer on-call reports for work during this period, the officer shall receive
call-back overtime pay, and all other contractual benefits from the time that the
officer reports for duty. The officer shall no longer receive on-call pay from the
time that the officer reports for duty.
A. Mandatory On-Call. The following provisions apply with respect to
mandatory on-call assignments:

Port of Seattle Police Officers

1. When reasonably available, a car will be provided to each officer
that is mandated to be on-call. Officers called in from mandatory
on-call that have not been assigned a car shall be reimbursed for
mileage incurred in responding to the call out. In addition, the
Port shall provide insurance coverage for officers to the extent
that they are required to use their own car in such situations.
2. Except in emergencies, an officer shall not be mandated to be oncall
more frequently than one (1) period (not to exceed seven (7)
consecutive days) during a twenty-eight (28) day FLSA work
period. In the event that an officer is required to be on-call more
than nine (9) days, he/she shall receive the standby rate of pay for
all "on-call" time in the remainder of the twenty-eighty (28) day
FLSA work period.
C. Valley SWAT. Valley SWAT members are not eligible for on-call pay for
SWAT activities, unless specifically requested by the Port.
11.07 Standby Status. The following provisions shall apply to standby status:
1. Officers on standby are required to remain available through contact by phone
and must be available to work at all times. Upon being called, the officer must
respond and report to work immediately and in any event no later than one hour
(forty-five (45) minutes for K-9 officers). Officers failing to report to work within
one (1) hour (forty-five (45) minutes for K-9 officers) shall be subject to loss of
standby pay for the period up to the point at which the officer reports to work
and may be subject to further disciplinary action if appropriate.
2. Beginning and ending times for the standby period shall be established and
communicated to the employee prior to placement on standby. If an employee
is called back to work, the off-duty premium shall cease, and thereafter normal
overtime rules shall apply.
11.08 On-Call and Standby Assignments. Management reserves the right to
determine when and to what extent on-call and standby assignments are operationally
necessary. The determination will be based on operational need and will not be made for the
purpose of transferring Port law enforcement work outside the bargaining unit.
11.09 Emergency. For purposes of this Article, the term "emergency" shall be defined
as a reasonably unanticipated event requiring an immediate need for additional police
personnel, as determined by the on-duty supervisor. Examples include: a major crime, a riot,
labor unrest, aircraft accident or hijack, or an incident of equal significance. In such

Port of Seattle Police Officers

situations, employees on an off-going watch may be required to remain for additional hours,
and available off-duty personnel in the area may be required to commence work immediately.
Officers shall then be called in inverse seniority to meet personnel needs and/or to relieve
officers that have been mandated to hold over. It is understood that, depending on the nature
of the emergency, Special Team members may not be available to work patrol positions.
When a person is needed immediately, the watch supervisor may use the junior person on
watch as opposed to having to use the inverse seniority list. In an emergency, the Port will
first attempt to follow the above procedures, but may assign overtime regardless of
procedures as needed.
ARTICLE 12 VACATION
Annual vacation with pay shall be granted to all employees on the following basis:
12.01 Rates Of Accrual. Vacation leave shall be based on a pro rata share of time
worked on a full-time work schedule. Regular permanent part-time employees shall accrue
pro rata vacation leave based on time worked on less than full-time schedules. Regular,
permanent, full-time employees shall accrue vacation leave on an hourly basis equivalent to
the following:
(a) 96 Hours of Vacation: From the first (1 st) day of employment, to and including
the forty-second (42nd) full month of continuous employment, permanent
employees shall accrue vacation leave at the rate of eight (8) hours per month
of active employment, or the equivalent of up to ninety-six (96) hours per year
(8 hours per month X 12 months = 96 hours per year).
(b) 120 Hours of Vacation: From the forty -third (43rd) full month, to and including
the seventy-second (72nd) full month of continuous employment, permanent
employees shall accrue vacation leave at the rate of ten (10) hours per month
of active employment, or the equivalent of up to one-hundred and twenty (120)
hours per year (10 hours per month X 12 months = 120 hours per year).
(c) 128 Hours of Vacation: From the seventy -third (73rd) full month, to and
including the one hundred thirty-second (132nd) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
ten and sixty-seven hundredths (10.67) hours per month of active employment,
or the equivalent of up to one-hundred and twenty eight (128) hours per year
(10.67 hours per month X 12 months = 128 hours per year).
(d) 160 Hours of Vacation: From the one hundred thirty -third (133rd) month, to and
including the one hundred ninety-second (192nd) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
thirteen and thirty-four hundredths (13.34) hours per month of active

Port of Seattle Police Officers

employment, or the equivalent of up to one-hundred and sixty (160) hours per
year (13.34 hours per month X 12 months = 160 hours per year).
(e) 168 Hours of Vacation: From the one hundred ninety -third (193rd) full month, to
and including the two hundred twenty-eighth (228th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
fourteen (14) hours per month of active employment, or the equivalent of up to
one-hundred and sixty eight (168) hours per year (14 hours per month X 12
months = 168 hours per year).
(f) 176 Hours of Vacation: From the two hundred twenty -ninth (229th) full month, to
and including the two hundred fortieth (240th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
fourteen and sixty-seven hundredths (14.67) hours per month of active
employment, or the equivalent of up to one-hundred and seventy-six (176)
hours per year (14.67 hours per month X 12 months = 176 hours per year).
(g) 184 Hours of Vacation: From the two hundred forty -first (241st) full month, to
and including the two hundred fifty-second (252nd) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
fifteen and thirty-four hundredths (15.34) hours per month of active
employment, or the equivalent of up to one-hundred and eighty-four (184) hours
per year (15.34 hours per month X 12 months = 184 hours per year).
(h) 192 Hours of Vacation: From the two hundred fifty -third (253rd) full month, to
and including the two hundred sixty-fourth (264th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
sixteen (16) hours per month of active employment, or the equivalent of up to
one-hundred and ninety-two (192) hours per year (16 hours per month X 12
months = 192 hours per year).
(i) 200 Hours of Vacation: From the two hundred sixty -fifth (265th) full month, to
and including the two hundred seventy-sixth (276th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
sixteen and sixty-seven hundredths (16.67) hours per month of active
employment, or the equivalent of up to two-hundred (200) hours per year (16.67
hours per month X 12 months = 200 hours per year).
(j) 208 Hours of Vacation: From the two hundred seventy -seventh (277th) full
month, to and including the two hundred eighty-eighth (288th) full month of
continuous employment, permanent employees shall accrue vacation leave at
the rate of seventeen and thirty-four hundredths (17.34) hours per month of

Port of Seattle Police Officers

active employment, or the equivalent of up to two-hundred eight (208) hours per
year (17.34 hours per month X 12 months = 208 hours per year).
(k) 216 Hours of Vacation: From the two hundred eighty -ninth (289th) full month, to
and including all subsequent full months of continuous employment, permanent
employees shall accrue vacation leave at the rate of eighteen (18) hours per
month of active employment, or the equivalent of up to two-hundred sixteen
(216) hours per year (18 hours per month X 12 months = 216 hours per year).
12.02 Avoiding Forfeiture. Employees shall be responsible for scheduling and taking
annual leave in order to avoid any forfeiture of vacation leave.
12.03 Scheduling of Non-Bid Vacation Leave. Scheduling of bid vacation is outlined
in Section 11.04(B) of this Agreement; all other requests for non-bid vacation leave are
governed by this Section. At any time after the successful completion of six (6) months of
employment, regular permanent employees (any employee hired from a Port posting) 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 Chief of Police. Seniority shall be
considered when scheduling vacations, subject to the limitation that one (1) officer per squad
may be off at any time; however, management may authorize variances to this limitation on a
case-by-case basis. Normally, requests for approval of vacation schedules shall be made to
the Chief on a vacation request form thirty (30) days or more in advance; more notice may be
required by the Chief when necessary to provide for proper scheduling of manpower. Nonbid
vacation shall not be scheduled around the following "blackout" events: May Day,
Memorial Day, Fourth of July, SeaFair, Hemp Fest, Labor Day, Thanksgiving, and the Winter
Holiday. The exact blackout days will be determined by October 1st of the year preceding the
event.
12.04 Scheduled to Work During Vacation. Employees who are called -in to work
while on their scheduled vacation shall be placed on regular, straight-time pay status and
compensated for a full workday, regardless of the time spent working. In addition, the
employee shall have the vacation day restored which was lost due to being called-in to work.
12.05 Cashout of Unused Vacation. Unused vacation will be cashed out on an annual
basis for all accrued vacation beyond four hundred thirty two (432) hours of accrual. The
cash-out of excess hours shall be paid to the officer on the last paycheck in the payroll year,
or in the case of a termination of employment, on the employee's last paycheck.
12.06 Cashout Upon Termination. Upon termination of employment, regular
permanent, non-probationary employees shall receive a lump sum payment in lieu of one
hundred percent (100%) of unused vacation leave, based on limitations stated above and as
further limited by this Section. Employees who terminate active employment before
completing the probationary period shall receive no vacation cash-out pay. Pay for unused

Port of Seattle Police Officers

vacation leave shall be computed through the last day of employment. This Section may be
subject to modification to meet legal requirements in the event of further changes in State
Law.
12.07 Use For Family Emergency. In the event of a bona fide family emergency at
the Chief's discretion, the Chief or his/her designee can permit an employee to take time off
with vacation leave applied as compensation.

ARTICLE 13 HOLIDAYS
13.01 Rates of Accrual. In lieu of holidays, all eligible employees shall receive a pool
of hours commensurate with their assignment as of January 1st of each year. Officers
assigned to:
10 hour shift: 120 hours
12 hour shift: 144 hours
12.5 hour shift: 150 hours
Holiday accruals will accrue as seventy-two (72) or sixty (60) hours on January 1st of each
year, and seventy-two (72) or sixty (60) hours on July 1st, subject to proration of twelve (12)
or ten (10) hours per month of assignment. Changes in the number of pooled holiday hours
due an officer resulting from a change of schedule, separation from the Department, or for
any other reason, shall be prorated. During the first year of employment, patrol officers who
do not work a full calendar year will have the pooled hours prorated by providing twelve (12)
hours of pooled leave for each full month of the year and prorated for any portion of a month.
13.02 Scheduled to Work During Paid Holidays. Employees who are called in to work
while on their paid holidays shall be placed on regular, straight-time pay status and
compensated for a full day's pay. In addition, they shall have the paid holiday restored which
was lost due to being called in to work.
13.03 Use And Cashout. Pooled holiday leave may be used in one (1) hour
increments in the same manner and with the same restrictions as vacation time, upon
approval of the Watch Supervisor. During the year employees may request pay for their
unused pooled hours. No pooled hours will be carried over from year to year. Upon
termination of employment, accrued, unused holiday hours shall be cashed out, subject to
proration. Holiday cash-out (if requested by an Officer) will occur twice (2x) per year, in the
last paycheck of June and the last paycheck of December. Officers who cash out their
Holiday pool hours, then separate from the Department, shall be obligated to repay the value

Port of Seattle Police Officers

of the prorated Holiday pool hours from the date of separation to the end of the year, which
the Port may deduct from the employee's final paycheck.
Officers who cash out their Holiday pool hours, who then experience a change of schedule
that results in a prorated decrease in their number of Holiday pool hours, shall have the
following year's number of Holiday pool hours decreased by an amount equal to the prorated
decrease.
ARTICLE 14 SICK LEAVE
14.01 Rate of Accrual. Regular, permanent, full -time employees shall accrue sick
leave on an hourly basis equivalent to a rate of up to eight (8) hours per month, not to
exceed ninety-six (96) hours in any calendar year (8 hours per month X 12 months = 96
hours per year). Such sick leave shall be based on a pro-rata share of time worked on a fulltime
work schedule. Regular permanent part-time employees shall accrue pro-rata sick leave
based on time worked on less than full-time schedules.
Sick leave is accrued from the first (1st) day of employment, but may not be used until the
completion of thirty (30) days of continuous employment, and is to be used under the
conditions stated in Section 14.02 of this Article.
14.02 Use of Sick Leave. Sick leave will be used only in instances of non -job related
employee or dependent illness or injury. Departmental management may require a
physician's statement to justify 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 physician, as
provided by law. Family medical and care leave will be administered in accordance with
current Federal and State laws, and applicable Port policies
14.03 Accumulation of Sick Leave. Sick leave may be accumulated up to nine
hundred sixty (960) hours for permanent employees. Upon termination or retirement
following five (5) continuous years of active employment in a permanent position with the
Port, qualified employees shall be compensated for fifty percent (50%) of their unused sick
leave (within the 960-hour limit) at the rate of pay at termination. The fifty percent (50%)
accumulated sick leave payoff (within the 960-hour limit) is payable to the employee's spouse
or other designated beneficiary in the event of an employee's death. One hundred percent
(100%) of an employee's accumulated sick leave (within the 960-hour limit) is payable to the
employee's spouse or other designated beneficiary in the event of an employee's death in the
line of duty.

14.04 Shared Leave. The Parties agree to adopt a Shared Leave Program under the
terms and conditions set forth in applicable Port policies covering shared leave of salaried
employees.

Port of Seattle Police Officers

(a) Purpose: The Shared Leave Program enables employees to donate accrued
sick leave to fellow employees who are faced with taking leave without pay or
termination due to extraordinary or severe physical or mental illnesses.
Implementation of the program for any individual employee is subject to
agreement by the Employer, and the availability of shared leave from other
employees. The Employer's decisions in implementing and administering the
shared leave program shall be reasonable.
(b) Participation: Participation in the Shared Leave Program is voluntary. No
employee shall be coerced, threatened, intimidated or financially induced into
donating sick leave for purposes of this program.
ARTICLE 15 LONG TERM DISABILITY
15.01 Eligibility. Police Officers are covered for Long -Term Disability insurance on the
first day of active employment following six (6) continuous months of employment. Subject to
qualified disability, Officers will receive sixty percent (60%) of covered monthly earnings less
income from other sources. Benefits for Police Officers begin after an elimination period of
forty-five (45) days for a non-occupational disability and one hundred eighty (180) days for an
occupational disability. Benefits continue during qualified disability, but not past an Officer's
65th birthday or ADEA extension. The maximum benefit is three thousand five hundred
dollars ($3,500) with a three percent (3%) cost-of-living net benefit adjuster. The policy
contains a 3-6 month preexisting condition limitation and certain exclusions and limitations for
benefit payment.
This is a brief informational description of the Long Term Disability plan. For additional
details, consult the Certificate of Insurance or the group master policy that contains the
controlling coverage provisions.
15.02 Supplemental Coverage. The Port hereby agrees to the following coverage for
police officers only, limited to bona fide duty disability.
(a) For the first six (6) months of a duty disability the Port shall supplement
amounts paid by any other benefit program (except personal disability policies
not part of this Agreement that are paid for by the individual officer and except
any shared leave received by the officer) to a level equal to the base pay rate of
the disabled officer. Such benefit program offsets include but are not limited to
state, federal, or other disability programs to which the Port has contributed
such as the Public Employees' Retirement System, and time loss under the
Washington State Department of Labor and Industries.

Port of Seattle Police Officers

(b) In addition, the insurance premiums paid by the Port for insurance programs
covered in this Labor Agreement shall continue on behalf of an officer for the
first six (6) months of a duty disability.
(c) This coverage is in compliance with RCW 41.04.510.
15.03 Light Duty. The Port may require officers receiving a disability leave
supplement to work light duty, consistent with RCW 41.04.520 and other applicable law. The
Port may schedule the light duty assignment for ten (10) hour days. The Port may schedule
the light duty assignment for fewer than ten (10) hour days contingent on the Union's
agreement. If an officer is unable to perform his/her light duty assignment by reason of an
illness or injury unrelated to the duty disability injury or condition, the officer is required to use
accrued sick leave.
15.04 Return To Work. If a Police Officer becomes disabled as a result of dutydisability
, the officer will have his/her job rights protected for two (2) years from the date of
the disability provided the officer is released to return to work and can perform all the job
requirements of a police officer. In the event the officer is not able to perform the job
requirements of a police officer, the Port will make a good faith effort to find other suitable
jobs within the Port for which the employee is qualified. In no event will jobs be created or
modified specifically for this purpose. This understanding is predicated on a good faith
application by the parties involved.
ARTICLE 16 JURY DUTY AND HEARING APPEARANCES
16.01 Jury Duty Compensation. When an officer is called for and serves on jury
duty, that officer shall, during such service period, receive full regular compensation from the
Port, less any compensation received from the court for such service (excluding travel, meals
or other expenses). Port compensation for service on jury duty only applies to absence from
regularly scheduled work hours. Employees shall forward their jury duty compensation paid
by the court to the Port's payroll section upon return from jury duty and receipt of the
compensation paid by the court. Hours compensated for jury duty service will be paid at the
straight time rate.
16.02 Jury Duty Hours of Work. For the period of jury duty service, the officer shall
be assigned to a Monday through Friday workweek on day shift schedule. Officers that are
released prior to the end of his/her scheduled hours on any day shall call in to work and
report if required. Upon final release from jury duty, the officer will return to his or her regular
schedule in such a way as to permit an uninterrupted continuation of compensation, and the
maximum amount of work availability for the Port; provided, that no officer regularly
scheduled to work night shift shall be required to work on the night shift immediately following
the conclusion of jury duty.

Port of Seattle Police Officers

ARTICLE 17 BEREAVEMENT LEAVE
17.01 Eligibility; Hours. Employees who have been employed for thirty (30) or more
days of uninterrupted service, and who have suffered the loss by death of a member of their
immediate family, as defined in this Article, shall be eligible to receive up to forty (40) hours of
leave per bereavement, at the discretion of the employee's supervisor, and under the
supervision of the Chief of Police. Such leave shall not result in compensation for more than
the number of hours in any normal work week.
17.02 Immediate Family Defined. I mmediate family shall be defined as the spouse
or domestic partner of the employee, and the following relatives of either the employee,
spouse, or domestic partner: child, step-child, child's spouse, grandchild, parent, stepparent
, grandparent, sibling, and sibling's spouse. In special circumstances, the Chief and/or
Human Resources may include other relatives in the definition for purposes of bereavement
leave.
17.03 Considerations. I ndividual 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 hours to be granted an employee.
17.04 Use of Sick Leave. Following use of bereavement leave, in case of death of
an employee's spouse, domestic partner (as defined under the Port's Salary and Benefit
Resolution), or child, an employee may take up to two (2) weeks of sick leave.
ARTICLE 18 LEAVE WITHOUT PAY
18.01 Eligibility; Procedure. After one (1) years' service, an employee shall be eligible
for a leave of absence without pay not to exceed six (6) weeks. Requests for such leaves
shall be submitted in writing to the Chief for approval thirty (30) days in advance of the leave
time period. In emergency situations, the notification may be waived at the option of the
Chief.
18.02 Considerations. Leave approval considerations shall include:
(a) The purpose and length of requested leave;
(b) The employee's length of service;
(c) The effect of such an extended absence on departmental operational efficiency;
(d) Employee past performance and attendance; and

Port of Seattle Police Officers

(e) In establishing the priority for such leaves, mutual benefit to the Port shall also
be a consideration. For example, leaves of absence for educational purposes
shall receive greater priority than leaves for the purpose of travel.
18.03 Extensions. In the event of special conditions, such as family emergencies or
educational programs, leaves of absence may be extended beyond six (6) weeks with the
approval of the Chief and/or Port's Executive Department. An employee shall suffer no loss
of seniority for time spent on approved leave of absence of six (6) weeks or less. For time in
excess of six (6) weeks, the officer shall retain his/her original seniority date, but shall not
accumulate any seniority for time off work in excess of six (6) weeks.
18.04 Not for Alternate Employment. Under normal conditions, leaves of absence
shall not be granted for the purpose of seeking or engaging in other employment. Any
exception to this provision shall be at the sole discretion of the Chief.
18.05 FMLA/FCA. Employees shall be eligible for family leave pursuant to the Family
and Medical Leave Act (FMLA), Washington Family Care Act (FCA), and Port policies
relating to the FMLA and FCA.
ARTICLE 19 RE-EMPLOYMENT RIGHTS
19.01 Hiring Preference. A n employee who was not on probation, and who was in
good standing at the time of voluntary separation (excluding retirement) from the Department
shall have hiring preference over any other applicant for employment (but excluding
employees on layoff roster) if application is made within one (1) year from the date of
separation from the Department.
19.02 Eligibility. To receive hiring preference, the application is subject to the
following requirements:
(a) Request must be for the classification that the employee held at the time of
voluntary separation; and
(b) If no job opening is available at the time of application, the application will still
be given preference for any job opening, subject to (a) above, that occurs within
one (1) year from the date of application; and
(c) The ultimate determination of whether the employee will be rehired will be made
by the Department; and
(d) The Department may require any investigation it deems necessary before the
application is approved for reinstatement; and

Port of Seattle Police Officers

(e) At the discretion of the Chief, a background investigation, polygraph
examination, and medical examination may be conducted for a period of
absence of less than during the first ninety (90) days. After ninety (90) days,
the background investigation, polygraph examination, and a medical
examination will be mandatory. A drug screen test will be administered
regardless of the time away from the Department; and
(f) The seniority date of any officer re-employed pursuant to this Article shall be his
or her original date of hire, provided that no seniority shall accumulate for those
periods that the officer was not a bargaining unit employee.
ARTICLE 20 TEAMSTERS HEALTH AND WELFARE PROGRAMS
20.01 Eligibility - The Port agrees to provide and maintain the health and welfare
benefits listed in Sections 20.02 and 20.03 for all active employees working under the
jurisdiction of said Union for not less than eighty (80) hours employment in the previous
month which includes all compensable time. In the event of a duty-disability covered under
Article 15, the hours requirement shall not apply.
20.02 Effective January 1, 2015 (based on December 2011 hours), the Port agrees to
provide and maintain the following benefits:
(a) Medical - Contribute the sum of $1293.90 per month for benefits under
the "PLAN A" (Price includes an addition of $11.40 for the additional 9
month waiver, from the base price of the plan and $14.00 for domestic
partner coverage).
(b) Dental - Contribute the sum of $130.50 per month for benefits under the
"PLAN A" (price includes an addition of $2.20 for domestic partner
coverage.)
(c) Vision - Contribute the sum of $14.90 per month for continued benefits
under the "EXTENDED BENEFITS" (price includes an addition of $.20
for domestic partner coverage.)
(d) Life Insurance - The Port agrees to provide life insurance in an amount
which insures each eligible employee shall be covered for an amount of
life insurance equal to forty percent (40%) of his/her total annualized pay
rate, based upon the employee's classification.
20.03 Retirees' Welfare Trust. The Port shall contribute the following for continued
benefits under the "RWT PLUS PLAN," and the Port shall continue to reduce each member of

Port of Seattle Police Officers

the Bargaining Units' wages by an amount equal to one-half (1/2) of the monthly premium per
member:
Effective January 1, 2015 $94.85
Effective January 1, 2016 TBD
Effective January 1, 2017 TBD
20.04 Maintenance of Plans. The Trustees may modify benefits or eligibility of any
plan for the purposes of cost containment, cost management, or changes in medical
technology and treatment. If increases are necessary to maintain the current benefits or
eligibility, or benefits or eligibility as may be modified by the Trustees during the life of this
Agreement, the Port shall pay such premium increases as determined by the Trustees.
Effective June 1, 2015 and for the duration of this Agreement, each employee shall contribute
$75.00 per month toward the monthly premium costs in 20.02. The Employer shall pay the
remaining costs of the monthly premiums.
20.05 Supplemental Insurance Programs. The Union may establish supplemental
insurance programs for the employees under this Agreement. All of the premiums for such
plans, if established, shall be paid for by the employees covered. If the Port is to process
payroll deductions from employees to pay the insurance carrier on the employees' behalf, the
Plan shall be subject to approval by the Port in regard to the responsibility of ongoing
administration and related details.
ARTICLE 21 BENEFITS
The Port agrees to provide the following benefits requested by the Union:
(a) Washington State Public Employees Retirement System, or LEOFF as
applicable. Effective January 1, 2015, for employees ineligible to participate in LEOFF
or PERS, the Port shall contribute an amount equal to the employer's regular rate of
contribution for LEOFF or PERS eligible employees into the Port's 401 (a) Plan
referenced in Article 21 (c).
(b) Unemployment compensation benefits under the Washington State
Employment Security Act.
(c) Contributions of six and two-tenths percent (6.2%) of salary on behalf of all
members of the bargaining unit, transmitted to the Plan each pay period, up to
the annual maximum limits of social security, to the Great Western 401(a) Plan.
(d) For all bargaining unit employees hired prior to April, 1986, the Port shall pay an
additional one and forty-five hundredths percent (1.45%) of salary as wages.

Port of Seattle Police Officers

(e) Free parking limited to employees on duty status.
(f) Credit union participation.
(g) Locker room and lunchroom facilities.
(h) Washington State Workers' Compensation.
(i) Educational assistance for employees shall be subject to approval of the Chief.
It is agreed that if funds are not available from other sources, such as special
Federal or State programs, with the advance approval of the Chief, the Port
shall provide reimbursement limited to job related educational curricula on the
following basis:
(1) For employees engaged in continuing education at accredited institutions
to obtain a college degree, fifty percent (50%) of tuition costs following
one (1) year of continuous employment and seventy-five percent (75%)
following four (4) years of continuous employment. Payment will be
made upon evidence of satisfactory completion and will cover tuition fees
only. Reimbursement may be applied for following each semester. The
employee should normally expect to provide a minimum of two (2) years
of service to the Port upon completion of study toward a college degree.
This is not a repayment provision.
(2) After one (1) year of continuous employment, for individual courses
limited to job related subject matter and not in connection with course
work for a college degree, one hundred percent (100%) reimbursement
for tuition only. Reimbursement shall be provided after evidence of
satisfactory completion. This applies to courses taken as a result of a
request initiated by an employee. However, non-mandatory specialized
police/fire training courses taken at the option of the employee shall
result in reimbursement to the Port by the employee for actual expenses
if the employee voluntarily resigns (for other than medical reasons) or
retires in less than two (2) years after completion of the special training.
(3) For courses or seminars initiated for an individual employee at the
direction of the Chief, reimbursement shall be provided for the entire
costs of such instruction. Reimbursement shall include amounts to cover
tuition, books, and miscellaneous instructional fees.

Port of Seattle Police Officers

(4) Such educational assistance shall be linked to a detailed Letter of
Commitment, provided to the Department by the employee that captures
the employee's study and career goals.
(j) Forty (40) hours training will be scheduled per year per officer.
(k) As provided below in this paragraph, employees shall be eligible for
participation in the Port of Seattle's Deferred Compensation Plan as revised
December 8, 1981. Eligibility and participation of employees shall be subject to
the terms and conditions of such plan including any plan amendments,
revisions, or possible cancellation. It is further agreed that content of the plan
itself, plan administration, and any determinations made under the plan shall
not be subject to the grievance procedure or to any other provisions of this
Labor Agreement or to negotiation by the Union.
(l) Each Police Officer assigned to Canine Duty shall be provided with a Port
vehicle for the purpose of dog transport.
(m) PACIFIC COAST BENEFIT PLAN
For the duration of this Agreement, the Employer contribution shall be one
dollar and thirty-five cents ($1.35) per hour compensated.
The Union reserves the right to convert to an alternate tax deferred plan that
would provide for individual direction of investment alternatives at any time
during the term of this contract upon sixty (60) days' notice to the Port of
Seattle, provided that the change would involve no additional cost to the Port of
Seattle.
(n) Previously negotiated LEOFF II repayment arrangements shall be maintained.
(o) The Port of Seattle shall allow all employees the opportunity to attend the Port
of Seattle retirement planning seminars.
(p) Port of Seattle Long Term Care Insurance. Employees shall be eligible to
participate in the voluntary, employee-paid Long Term Care insurance plan
made available to Port non-represented employees. Eligibility and participation
of employees will be subject to the terms and conditions of such plan including
any plan amendments, revisions or possible cancellation. It is further agreed
that the content of the plan itself, plan administration and any determination
made under the plan shall not be subject to the grievance procedure or to any
other provisions of this Agreement or to negotiation by the Union.

Port of Seattle Police Officers

(q) Retirement Firearm & Box. Upon retirement from the Port of Seattle Police
Department, the retiring officer with at least five (5) years of service will be
provided the following as compensation for prior service:
(1) The officer's assigned service weapon; and
(2) A display box suitable to display the service weapon.
ARTICLE 22 COMPENSATION FOR MILEAGE, EXPENSES, & TRAVEL TIME
22.01 Reimbursement for Reasonable Expenses; Procedure. The Parties recognize
federal and state audit requirements, and hereby agree to comply with the Port's accounting
and procurement policies relating to, among other things, reimbursement for work-related
mileage, reasonable out-of-pocket expenses, proof of expenditures, reporting and audit
requirements, travel authorizations, and use of a Port credit card.
22.02 Normal Pay and Work Schedule. An employee's normal pay and work
schedule shall apply as provided for in this Agreement in connection with travel assignments
inside and outside of King County, as defined under the Fair Labor Standards Act (FLSA)
guidelines. This provision doe s not restrict Management's ability to modify an employee's
normal workweek and normal workday to accommodate training or educational requirements
in accordance with Section 11.03.B.
22.03 Mileage for Private Vehicle Travel. When travel by an employee' s private
vehicle is required and authorized by Department management, such travel shall be
reimbursed in accordance with the mileage reimbursement schedule as approved by the Port
Commission for Port employees. However, at no time shall the amount be less than the IRS-
approved mileage rate. Requests for mileage shall be submitted according to Port policy.
22.04 Bomb Technician Dispatch to Non-Port Site. When a Bomb Technician is
dispatched from home to a non-Port bomb site and has not been furnished a port vehicle to
use, such travel shall be reimbursed in accordance with the mileage reimbursement schedule
as approved by the Port Commission for Port employees. However, at no time shall the
amount be less than the IRS-approved mileage rate.
22.05 Reporting Location. When a supervisor assigns an employee to work at a
location other than his/her primary duty location, the employee may go into service at his/her
primary duty location if:
1. the assignment was not known or foreseeable at the time of the employee's last shift
worked and
2. the employee would not have the necessary uniform and equipment unless s/he
picked it up at the primary duty location.

Port of Seattle Police Officers

In such situations, the employee must give reasonable advance notice and coordinate with
his/her supervisor. Assignments made from the voluntary overtime list will be considered
foreseeable.
ARTICLE 23 FALSE ARREST AND PROFESSIONAL LIABILITY
The Port shall continue to provide professional liability coverage, including false arrest
coverage for Port Police Officers when they are acting within the scope of their authority and
duties as a law enforcement officer for the Port of Seattle.
ARTICLE 24 UNIFORMS AND EQUIPMENT
24.01 Port Provides Uniforms And Equipment. The Port shall provide uniforms and
equipment in accordance with requirements as established by the Chief.
24.02 Damage Reimbursement. Limited to three hundred dollars ($300.00) fo r each
incident, reasonable reimbursement shall be provided for repair or replacement of
eyeglasses, watches, or hearing aids which may be broken, damaged or lost as a result of
work related activities, where no employee negligence is involved. This benefit applies only
in situations where the benefits are not covered under Teamsters Health and Welfare Plans
or other benefits. Decisions on claims for reimbursement shall be approved or disapproved
and submitted to Accounting within two (2) weeks of receipt.
24.03 Clothing/Cleaning Allowance. The Port shall continue to pay a clothing/cleaning
allowance of seventy dollars ($70.00) per month to police officers assigned to the Criminal
Investigation Section.
Effective on October 1, 2001, the Port shall pay a quarterly clothing/cleaning
allowance of ninety dollars ($90.00) at the end of each calendar quarter thereafter to
police officers assigned to the Administrative Section, namely the Fleet and Supply
Officer, the Research and Development Officer, and the Training Officer.
24.04 Safe Storage Device. In accordance with Department policy, if requested
by an employee, the Department will issue an appropriate safe storage device selected by
the Department.
ARTICLE 25 GRIEVANCE PROCEDURE
25.01 Grievance Defined. Any dispute regarding the interpretation or application of
this Agreement shall be regarded as a grievance and shall be subject to the terms of this
grievance procedure.

Port of Seattle Police Officers

25.02 Time Limits. All grievances shall be presented within twenty (20) days of the
occurrence or the date that the employee actually knew or reasonably should have known of
the occurrence, whichever is later. This time limit and the other time limits set forth in this
Article may be extended by mutual agreement of the Employer and the Union. All references
to time in this Article shall be to calendar days.
25.03 Election of Forum. An officer electing to pursue a matter through the Civil
Service System may not also pursue to arbitration a grievance through this grievance
procedure. Any complaint that a matter constitutes a violation of Article 7 of this Agreement
may not be pursued to grievance arbitration if the matter has been challenged in any other
administrative or judicial forum.
25.04 Informal Resolution. The Par ties acknowledge that every effort should be made
by the employee(s) and the supervisor(s) to resolve issues prior to initiating the grievance
procedure.
25.05 Grievance Procedure.
STEP I
The affected employee shall present the grievance in writing to his or her division
commander. If the Division Commander or the Division Commander's designee and the
grievant are unable to arrive at a satisfactory settlement, the Division Commander (or
designee) will issue a written response to the employee, with a copy to the Union's business
representative. The response shall be issued no later than ten (10) days after the date that
the grievance was initially filed. The Union may refer the grievance to Step 2 within ten (10)
days of receipt of the Division Commander's response, or the date the response was due.
STEP II
Initiation of Step 2. The Union's business representative shall present the grievance in
writing to the Chief of Police or the Chief's designee or the Port will present the grievance in
writing to the Union's Business Representative. The written grievance shall contain a
statement of the relevant facts, the section(s) of the Agreement allegedly violated, and the
remedy that is sought.
Class Grievances. With respect to issues affecting more than one (1) officer, the Union may
elect to file a grievance at Step 2 without the need for individual officers to file grievances at
Step 1. The twenty (20) day time limit referenced in Section 25.02, as well as the other
requirements of this Article, shall be applicable to such filings.
Step 2 Meeting. Within fourteen (14) days after the initiation of Step 2, the Union's business
representative and the Chief or the Chief's designee shall meet to discuss possible resolution

Port of Seattle Police Officers

of the grievance. If the Parties are unable to arrive at a satisfactory settlement, the Chief or
the Chief's designee will issue a written response to the Union's Business Representative
within ten (10) days of the meeting. The Union may refer the grievance to Step 3 within ten
(10) days of receipt of the response or the date the response was due. If the parties mutually
agree to waive the Step 3 Board of Adjustment process, the Union may refer the grievance to
Step 4 within ten (10) days of receipt of the Step 2 response or the date the response was
due.
STEP III
Initiation of Step 3. The Union shall notify the Chief and the Port's Labor Relations
representative or the Port shall notify the Union, in writing, of its desire to move the matter to
a Board of Adjustment.
Board of Adjustment. The Parties shall schedule a Board of Adjustment hearing which shall
be held no later than twenty (20) days after the initiation of Step 3. The purpose of the
hearing is to evaluate all known facts relating to the grievance in order to determine an
appropriate resolution. The Port's Labor Relations representative, the Chief or designee, and
two (2) Union representatives shall be present, and both sides shall have an opportunity to
present all information that they have relating to the grievance. If the Parties are unable to
arrive at a settlement, or if the Board of Adjustment hearing is not held within twenty (20)
days after initiation of Step 3, the Union may refer the matter to Step 4 within ten (10) days
following the hearing. The Parties may mutually agree to waive the Step 3 process.
STEP IV: ARBITRATION
Initiation of Step 4. The Union or the Port initiates Step 4 by filing a written request with the
other party, specifying the issue(s) to be arbitrated.
Selecting an Arbitrator. T he Port and the Union mutually agree that either Party to this
Agreement may apply to the Federal Mediation and Conciliation Service (FMCS) for a list of
seven (7) persons who are qualified and available to serve as arbitrators for the dispute
involved. Within ten (10) days of receipt of the FMCS list, the Parties will jointly select an
arbitrator from the list by alternately striking one (1) arbitrator on the list until the final
remaining arbitrator is selected as the arbitrator for the particular hearing. The Parties shall
determine first initiative through a coin flip.
The Hearing. 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(s) submitted for
arbitration, and shall not have the authority to determine any other issues not so submitted to

Port of Seattle Police Officers

him/her. The decision of the arbitrator shall be final and binding upon the aggrieved
employee, the Union, and the Port. The fees and expenses of the arbitrator shall be equally
split between the Parties; otherwise, each Party shall pay its own fees, expenses, and costs,
including attorney fees, witness compensation, and transcript requests.
ARTICLE 26 CONFERENCE BOARD
26.01 There shall be a Department Conference Board consisting of three (3)
employees named by the Union and three (3) representatives of the Department named by
the Chief. The Chief, or his/her representative, shall sit as one of the three (3) employer
representatives to the maximum extent practicable, but any of the six (6) members may be
replaced with an alternate from time to time. The Parties may mutually agree to bring in
additional persons with expertise in the matters being discussed.
26.02 The Conference Board shall meet at the request of the Union or the Port and
shall consider and discuss matters of mutual concern pertaining to the improvement of the
Department and the safety and welfare of the employees. These matters may include issues
of development, committee membership, special team/unit assignments, testing, et cetera.
26.03 The purpose of the Conference Board is to deal with matters of general concern
to members of the Department as opposed to individual complaints of employees; provided,
however, it is understood that the Conference Board shall function in a communications and
consultative capacity to the Chief of Police. Accordingly, the Conference Board will not
discuss grievances properly the subject of the grievance procedure, except to the extent that
such discussion may be useful in suggesting improved Departmental policies. Either the
Union representatives or the Port representatives may initiate discussion of any subject of a
general nature affecting the operations of the Department or its employees.
26.04 An agenda describing the issue(s) to be discussed shall be prepared by the
initiating Party and distributed at least three (3) days in advance of each meeting, and
minutes may be kept and made available to members. Nothing in this Article shall be
construed to limit, restrict, or reduce the management prerogatives outlined in this
Agreement.
26.05 The Conference Board shall provide an answer to those issues/questions
brought before it within a mutually agreed upon time.
ARTICLE 27 PERFORMANCE OF DUTY, STRIKES, AND LOCKOUTS
27.01 Nothing in this Agreement shall be construed to give an employee the right to
strike, and no employee shall strike or refuse to perform assigned duties to the best of his/her
ability. The Union agrees that it will not condone or cause any strike, slowdown, mass sick

Port of Seattle Police Officers

call, or any other form of work stoppage or interference with the normal operation of the
Police Department or of the Port.
27.02 The Port agrees that there shall be no lockouts.
27.03 The conditions stated in Sections 27.01 and 27.02 of this Article shall remain in
effect with or without a signed Labor Agreement.
27.04 If a party is alleged to have violated this Article, the Parties agree to submit the
alleged violation of this Article to expedited binding arbitration.
ARTICLE 28 SAVINGS CLAUSE
If any Article of this Agreement or any Appendix hereto should be held invalid by operation of
law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any
Article or Appendix should be restrained by such tribunal, the remainder of this Agreement
and Appendices shall not be affected thereby, and the Parties shall enter into immediate
collective bargaining negotiations for the purpose of arriving at a mutually satisfactory
replacement of such Article.
ARTICLE 29 ENTIRE AGREEMENT
29.01 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.
29.02 The Parties acknowledge that each has had the unlimited right and 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 are set forth in this Agreement.
ARTICLE 30 INCORPORATION OF APPENDICES & LETTERS OF AGREEMENT
By reference herein, the Letters of Agreement and Appendices listed below are hereby made
part of this Agreement and do not require individual Employer-Union signature.
1. Appendix A Pay Rates
2. Appendix B Police Officers' Bill of Rights
3. Appendix C Drug/Alcohol Testing
4. Letter of Agreement Armed Presence at Waterfront
5. Canine Trainer Schedule
6. Code of Conduct/Workplace Responsibility Handbook
ARTICLE 31 TERM OF AGREEMENT: JANUARY 1, 2018 TO DECEMBER 31, 2018

Port of Seattle Police Officers

Base wage increases and differentials, and effective dates, shall be as provided for in
Appendix A.
All other conditions shall be effective on the date the Agreement is signed or as otherwise
identified in this Agreement. All provisions of this Agreement shall extend from the effective
date to December 31, 2018. The Agreement may be opened to negotiate a successor
Agreement by either party giving notice in writing not later than sixty (60) days prior to the
expiration date.

PORT OF SEATTLE TEAMSTERS LOCAL UNION
NO. 117, IBT

THEODORE J. FICK JOHN SCEARCY
Chief Executive Officer Secretary-Treasurer

Date Date

Port of Seattle Police Officers

APPENDIX A
PAY RATES
1. BASE WAGE INCREASES
1/1/15
Base Hourly Rate
Progression
Officer E $32.24
Officer D $34.57
Officer C $36.27
Officer B $38.07
Officer A $41.06

Within forty-five (45) days of execution of this Agreement a lump sum payment (to be
considered wages) equivalent to 2.1%, which is 100% of the Seattle/Tacoma/Bremerton
CPI-U October 2013-October 2014, will be provided based on 2014 gross wages. For
members that retire prior to the execution of this agreement, the lump sum payment will be
prorated based on their 2015 service.
Effective January 1, 2016, base hourly wages will be increased by an amount equal to
half (50%) of 100% of the Seattle/Tacoma/Bremerton CPI-U October 2014-October 2015,
with a 0% minimum and a 6% maximum.
Additionally in 2016, two (2) lump sum payments (to be considered wages) totaling the
equivalent of half (50%) of 100% of the Seattle/Tacoma/Bremerton CPI-U October 2014-
October 2015, with a 0% minimum and a 6% maximum shall be calculated and paid as
follows:

1. The first lump sum shall be the "50% COLA factor" times the employee's gross
wages paid in the last 13 pay periods of 2015 to be paid out on the paycheck of
the first full pay period of February 2016.
2. The second lump sum shall be the "50% COLA factor" times the employee's gross
wages paid in the first 13 pay periods of 2016 to be paid out on the paycheck of
the first full pay period of July 2016.
Example: Seattle/Tacoma/Bremerton CPI-U October 2014-October 2015 is 2%. 1% is
added to base wages effective 1/1/16 and 1% is the "50% COLA factor". Employee

Port of Seattle Police Officers

grossed $50,000 in the last 13 pay periods of 2015 and receives a lump sum payment in
the amount of $500 (minus applicable payroll deductions and taxes) in February 2016;
same employee grossed $60,000 in first 13 pay periods of 2016 and receives a lump sum
payment in the amount of $600 (minus applicable payroll deductions and taxes) in July
2016.
Effective January 1, 2017, base hourly wages will be increased by an amount equal to
100% of the Seattle/Tacoma/Bremerton CPI-U October 2015-October 2016 with a 0%
minimum and a 6% maximum.
Effective January 1, 2018, base hourly wages will be increased by an amount equal to
100% of the Seattle/Tacoma/Bremerton CPI-U October 2016-October 2017 with a 0%
minimum and a 6% maximum, plus an additional four percent (4.0%).

All base wage rates shall be rounded to the nearest whole cent.
2. STEP INCREASES
If officers perform duties of their classification in a satisfactory manner, officers in B, C, D, or
E classifications shall receive promotional step increases after each twelve (12) months from
E to D to C to B and, finally, to A classification.
3. LONGEVITY PAY
Base pay for Port Police Officer A classification shall be increased by the following longevity
premium schedule based upon date of hire.
A. 2% Longevity Premium: From the start of the sixty -first (61st) full month to and
including the one hundred twentieth (120th) full month of continuous
employment, permanent employees shall be paid a longevity premium of two
percent (2%).
B. 5% Longevity Premium: From the start of the one hundred twenty -first (121st)
full month to and including the one hundred eightieth (180th) full month of
continuous employment, permanent employees shall be paid a longevity
premium of five percent (5%).
C. 7% Longevity Premium: From the start of the one hundred eighty -first (181st)
full month to and including the two hundred fortieth (240th) full month of
continuous employment, permanent employees shall be paid a longevity
premium of seven percent (7%).

Port of Seattle Police Officers

D. 9% Longevity Premium: From the start of the two hundred forty -first (241st) full
month to and including the two hundred sixty-fourth (264th) full month of
continuous employment, permanent employees shall be paid a longevity
premium of nine percent (9%).
E. 11% Longevity Premium: From the start of the two hundred sixty -fifth (265th)
full month and beyond of continuous employment, permanent employees shall
be paid a longevity premium of eleven percent (11%).
4. EDUCATIONAL INCENTIVE
Base pay for all officers shall be increased by the following educational incentive schedule:
Percent of "A" Rate Degree
2% Associate of Arts Degree
4% Bachelor's Degree
6% Advanced Degrees (e.g. MA, MBA, JD)
A. The base pay increases provided for above shall be available only to those
police officers who have successfully completed probation.
B. Police officers shall be eligible to receive the educational incentive and
longevity pay.
5. OUT-OF-CLASSIFICATION PAY
The Port agrees that, in the event an employee is required to assume duties and
responsibilities out of his/her classification, he/she will be paid the first pay step of the next
higher classification to commence immediately upon assumption of said duties, provided the
assignment is for one-half (1/2) shift or more. Longevity credits shall not be applied when the
highest classification falls outside of the bargaining unit.
6. ASSIGNMENT AND SPECIALTY PAY- Effective June 1, 2015
A. Marine Unit, Traffic Unit Differential. The pay differential for an officer
assigned to the marine unit, or to the traffic unit shall be four percent (4 %)
above the employee's base rate.
B. Detective. The pay differential for an officer assigned as a detective shall be
four percent (4%).

Port of Seattle Police Officers

C. Bomb Squad Differential. The pay differential for an officer assigned to the
bomb squad shall be ten percent (10%) above the employee's base pay rate.
D. SWAT Differential. The pay differential for an officer assigned to SWAT shall
be four percent (4%) above the employee's base pay rate.
E. Canine Differential. The pay differential for an officer assigned to the Canine
(K-9) unit shall be four percent (4%) above the employee's base pay rate. Such
officers shall also receive the following compensation:
(1) For each normal work day, the employee shall receive one (1) hour of
overtime pay for dog care.
(2) For each shift worked, normal or overtime shall receive one (1) hour of
travel time. If the shift is a normal workday, the handler leaves one (1)
hour prior to the end of shift. If the shift is overtime, the travel hour is
added to the total hours of overtime. If an officer stays for a shift
extension, the travel time is paid at the end of the extension.
Scheduling K-9 Days Off:
(1) For each day off, the handler receives one (1) hour of straight time
compensation for dog care, of which one (1) day per month can be taken
as compensatory time off in the form of a "K-9 day."
(2) K-9 days are requested in advance and are not subject to the bid
vacation rules. Instead, the following standards apply:
A. To receive a K-9 day off, the officer must request the day off at
least fourteen (14) days in advance.
B. The request will not be denied on the basis that it would require
the Department to pay overtime, or on the basis that it would
require the Department to mandate another officer to work
overtime.
C. To the extent that the need cannot be met by the K-9 officer on
standby, the Department may deny the day off request only if one
of the following conditions exist:
(i) An emergency which involves the cancellation of all
vacation leave;

Port of Seattle Police Officers

(ii) A K-9 staffing need that stems from FAA staffing
requirements;
(iii) A K-9 staffing need that results from a special event;
(iv) The officer's attendance is required for specialized K-9
training, provided that this condition does not apply to
routine K-9 training; or
(v) A position needs to be filled due to minimum staffing
requirements and, after exhausting mandatory overtime
procedures, there is no other officer available to perform
the work.
(3) Any excess hours earned or not taken as comp time will be paid at the
straight time rate. If the handler has not accumulated the full day of
comp time the difference can be made up with vacation hours to take the
K-9 day.
The above benefits, with the exception of travel time, continue until the
department and FAA (for EDT) retire the canine. The department will offer the
K-9 to the handler and sign over responsibility. If the handler declines the
canine, the department will take custody of the canine.
Per agreement with F.A.A., the department will provide a kennel at the
handler's residence. The exact location of the kennel is at the discretion of the
handler. The kennel will be constructed to the current department standard.
F. Canine Trainer Differential. An officer assigned as the Canine Trainer shall
receive a four percent (4%) differential above the employee's base rate of pay,
with or without a dog.
G. Dive Team Differential. Officers assigned to dive team duty shall receive a four
percent (4%) differential above the employee's base pay rate.
H. Crime Scene Specialist/Evidence Identification Technician. Recognizing the
technical nature of this assignment, progression through the three (3) identified
pay steps shall be contingent on and in accordance with the level of technical
expertise obtained by the officer assigned.
Candidates for this assignment shall be evaluated during the selection process
and if selected shall be considered to meet the entry level (basic) training
requirements of the job as identified.

Port of Seattle Police Officers

The differential premiums shall be as follows:
First step: 3%
Second Step: 5%
Third Step: 7%
I. Police Training Officers Differential.
1. The pay differential for an officer assigned as a Police Training Officer
(PTO) shall be three percent (3%) of the employee's base rate.
2. To be eligible for the three percent (3%) differential, the officer must be
certified and assigned as a PTO. Those officers assigned as a Field
Training Officer (FTO) but not assigned a recruit shall receive the
differential during such assignment.
3. Although the Department shall assign the recruits to be trained by each
FTO, ordinarily, but not necessarily always, only one (1) recruit will be
assigned to each FTO in Phase II at one time and ordinarily no more
than two (2) will be assigned each FTO in Phase III at one time.
4. There shall be an annual selection and sunset for Police Training Officer
assignments, however the department shall maintain a minimum of four
(4) PTOs at all times.

J. Fleet and Supply Officer. The officer assigned to Fleet and Supply shall
receive a five percent (5%) differential above the employee's regular rate of
pay.
Effective June 1, 2015:
Fleet and Supply Officer, Professional Development Officer,
Professional Standards Officer, Officer(s) assigned to Fleet and Supply,
Office of Professional Development (OPD), and /or Office of
Professional Standards (OPS) shall receive a five percent (5%) differential
above the employee's regular rate of pay.
K. Team Leader Differential.
1. Bomb Disposal Unit. Recognizing the technical nature of this
assignment, candidates for this assignment shall be evaluated by an
assessment process, candidates selected shall be considered to have
met the requirements of the job as identified.

Port of Seattle Police Officers

Officers assigned as Team Leader shall receive a seven percent (7%)
differential above the employee's base pay rate.
2. K-9 Unit. Recognizing the technical nature of this assignment,
candidates for this assignment shall be evaluated by an assessment
process, candidates selected shall be considered to have met the
requirements of the job as identified.
Officers assigned as Team Leader shall receive a seven percent (7%)
differential above the employee's base pay rate.
L. Civil Disturbance Unit. Effective June 1, 2015 Officers assigned to the Civil
Disturbance Unit (CDU) shall receive a two percent (2%) differential above the
employee's base pay rate.
M. 12-Hour Patrol Shift Premium Differential. Effective March 29, 2009,
Officers assigned to the twelve (12) hour patrol shift schedule shall receive a
two and one-half percent (2.5%) patrol premium differential above the
employee's base rate of pay.
N. Premium Stacking Limitation. Officers are entitled to receive only the two (2)
highest specialty/assignment premiums for which they are eligible; however, the
patrol shift premium is excluded from this "stacking" limitation.
7. STANDBY
Standby time shall be compensated at fifty percent (50%) of the straight time rate of
pay.
8. Physical Ability Incentive Pay Effective January 1, 2016
Employees shall be eligible to demonstrate physical ability and receive an incentive as
follows:
Annually, the Criminal Justice Training Commission (CJTC) (or other mutually agreed
to third party) shall administer the CJTC standard Physical Abilities Test (PAT) to
employee participants. Those employees who pass at the minimum fitness standards
established by the CJTC shall qualify for a one percent (1%) premium above the
employee's base rate of pay for the following year.

9. Shift Differential

Port of Seattle Police Officers

Effective the first FLSA work period of 2018 employees who are permanently
assigned to second watch patrol (1700- 0530) shall receive a two percent (2%)
differential above the employee's regular rate of pay for all compensable hours.
Employees not permanently assigned to second watch patrol shall no longer be
eligible for the Shift Differential.

10. PAYROLL
A. Payroll Periods/Payroll Errors. All employees covered by this Agreement will
receive bi-weekly pay. In no case shall the Port hold back more than fourteen
(14) days' pay. No deductions shall be made from pay checks without the
written consent of the employee, except as provided by federal, state, or
municipal law. The Port agrees that if there is a payroll error resulting in an
employee being owed one hundred dollars ($100.00) or greater in gross straight
time pay, the Port shall make payment to the employee in the form of a
separate check given to the employee within two (2) regular work days. If there
is a payroll error resulting in an employee being owed less than one hundred
dollars ($100.00) in gross straight time pay, or if there is a payroll error resulting
in an employee being owed any amount of overtime, the Port will include the
pay correction on the employee's next regular pay check.
B. Daylight Savings Time. It is the intent of the Parties that employees working
during Daylight Savings Time changes be paid only for actual hours worked.
Accordingly, employees who are working on Night Watch in the spring, when
the clocks are moved forward one (1) hour (other than those who are scheduled
to be off at 0200 hours), will be required to either: (a) utilize one (1) hour of
paid vacation leave, or (b) to go unpaid for one (1) hour. Employees who are
working on Night Watch in the fall, when the clocks are moved back one (1)
hour (other than those who are scheduled to be off at 0200 hours), will be paid
one (1) hour at the overtime rate of pay.
C. 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.

Port of Seattle Police Officers

APPENDIX B
POLICE OFFICERS' BILL OF RIGHTS
All employees within the bargaining unit shall be entitled to protection of what shall hereafter
be termed as the "Police Officers' Bill of Rights" which shall be added to the present Rules
and Regulations of the Port Police Department. The wide ranging powers and duties given to
the department and its members involve them in all manner of contacts and relationships with
the public. Of these contacts come many questions concerning the actions of members of
the force. These questions often require immediate investigation by the Port Police
Department. In addition to ensuring the rights of officers are protected, the Parties recognize
that the process must protect the interests of the public and the Department. In an effort to
insure that these investigations are conducted in a manner that is conducive to good order
and discipline, the following guidelines are promulgated:
A. The police officers covered by this Agreement do not waive nor will they be
deprived of any of their Constitutional or Civil Rights guaranteed by the Federal
and State Constitution and Laws, afforded any citizen of the United States.
B. The following procedures shall apply to all administrative (i.e. non-criminal)
investigations of misconduct, which if proved could reasonably lead to a
suspension without pay or termination for that officer. In such cases, the
employee shall be informed in writing of the nature of the investigation, and
whether the employee is a witness or subject of the investigation.
If the employee is a subject of the investigation, prior to an investigative
interview, the Port shall provide the employee with that information necessary to
reasonably apprise the employee of the allegations of such complaint. Except
in unusual situations, this information shall include the name of the complaining
party. The above applies in cases of misconduct, and violations of Department
rules and regulations. When the Internal Investigation Section is assigned to
investigate non-criminal cases, the accused shall be notified within five (5)
working days.
C. Any interrogation of an employee shall be at a reasonable hour.
D. The interrogation (which shall not violate the employee's constitutional rights)
shall take place at a Port of Seattle Police station facility, except when
impractical. The employee shall be afforded an opportunity and facilities to

Port of Seattle Police Officers

contact and consult privately with an attorney of the employee's own choosing
and/or representative of the Union before being interrogated.
An attorney of the employee's own choosing and/or a representative of the
Union may be present during the interrogation, but may not participate in the
interrogation except to counsel the employee.
E. The questioning shall not be overly long and the employee shall be entitled to
such reasonable intermissions as he/she shall request for personal necessities,
meals, telephone calls, and rest periods.
F. The employee shall not be subjected to any offensive language, nor shall
he/she be threatened with dismissal, transfer, or other disciplinary punishment
as a guise to attempt to obtain his/her resignation. No promises or awards shall
be made as an inducement to answer questions.
G. The Port will comply with any applicable state or federal restrictions that prohibit
the use of a lie detector or similar tests as a condition of continued employment.
H. An employee shall be permitted to read any material affecting his/her
employment before such material is placed in the employee's personnel file,
and an employee shall be allowed to rebut in writing material placed in his/her
personnel file. Such written rebuttal shall also be included in the employee's
personnel file.
I. An officer may make a request to the Office of the Chief to review material that
references the officer, contained in the Blue Team / IA Pro. The employee will
be allowed access to review such materials unless they are part of an active
investigation or otherwise protected from disclosure by law.
J. The Police Department will notify an officer prior to providing written materials to
the prosecutor's office regarding an internal investigation unless to do so would
jeopardize an on-going criminal investigation.
K. As a department locker is assigned to an officer, who places his/her lock on
such locker, locker search without notice may not be conducted without the
permission of the officer or without a search warrant, provided, however, with
twenty-four (24) hour notice to the officer involved, a locker inspection may be
conducted by the Chief or the Chief's designee. Such an inspection may be
conducted by order of the Chief without the requirement of employee's
permission and without a search warrant. The employee shall have the right to
be present during such locker inspection.

Port of Seattle Police Officers

L. Officers will have an opportunity to sign complaints of misconduct or resulting
findings of such complaints before such material is entered into their personnel
files. The officer's signature constitutes acknowledgment that he/she has seen
the material prior to its filing.
M. All case documentation shall remain confidential within the Internal Investigation
Section and to the Chief of Police, and any other members of Police or Port
management with a reasonable need to know. Only cases that are classified as
sustained shall be forwarded to the Department Administrative file as well as a
conclusion of findings to Human Resources for inclusion in the employee's
personnel records.
N. There shall be a separate confidential Internal Investigation Section file for
unfounded cases. Such unfounded case file may be opened for legitimate
"need to know" reasons with the approval of the Chief and/or Deputy Chief.
Such approval will be documented.
O. The Police Department will maintain in a secure location a personnel file for
each bargaining unit employee. Every person who signs out a file must
complete the Personnel File Access Form contained in the file. The Form will
include a place for the name of the person signing out the file, the purpose, and
the dates the file was signed out and returned.
P. If for any reason an employee's personnel file or an internal affairs case in
which an employee is identified as a subject is requested pursuant to the
Washington State Public Records Act, RCW 42.56, the Department will provide
to the affected employee timely notice and a complete copy of the request.

Port of Seattle Police Officers

APPENDIX C
DRUG/ALCOHOL TESTING
PREAMBLE
While abuse of alcohol and drugs among our members is the exception rather than the rule,
the Teamsters Local 117 Police Officers Negotiating Committee shares the concern
expressed by many over the growth of substance abuse in American society.
The drug/alcohol testing procedure, agreed to by labor/management, incorporates state-ofthe-art
employee protections 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, testing shall be applicable to all entry level probationary employees and
to any other employee for whom the Port has a reasonable suspicion that the employee is
working while under the influence of alcohol or drugs.
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/Alcohol Testing. Before an employee may be tested for
drugs or alcohol based on reasonable suspicion, the Port shall meet the
following prerequisites.
1. The Port shall inform employees in the bargaining unit what drugs or
substances are prohibited.
2. The Port shall 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.
4. Lieutenants or higher ranked officers shall be the Police Department
representatives to authorize or to approve a drug/alcohol test.
5. The officer authorizing or approving a drug or alcohol test under this
Appendix C shall provide a written report to the Chief, and to the

Port of Seattle Police Officers

employee, if requested, that documents the basis for ordering the test
under the reasonable suspicion standard. The report shall be completed
no later than the end of the shift on which the test was ordered.
6. The Port shall not use the drug-testing program to harass any officer.
C. The Department shall also have the discretion to order any entry level
probationary sworn 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.
5. A portion of urine samples shall be preserved to permit the following:
a. Positive samples shall be tested a GC/MS 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 or alcohol tests performed pursuant to the testing procedure:
1. It is recognized that the Employer has the right to request the laboratory
personnel administering a urine test to take such steps as checking the

Port of Seattle Police Officers

color and temperature of the urine samples 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 deter adulteration of the urine sample during the
collection process, physiologic determinations such a 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
immediate 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 higher
rate of reliability than the GC/MS test, and if such test is reasonably
accessible at a reasonable cost, such test shall be used in place of the
GC/MS test if requested 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.
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 per milliliter. All positive test results must
be reviewed by the certifying scientist or laboratory director and certified
as accurate.
E. Procedures to be used when the sample is given. The fo llowing procedures
shall be used whenever an employee is requested to give a blood or urine
sample. Normally, the sample will be taken at the laboratory. If taken at

Port of Seattle Police Officers

another location, transportation procedures as identified shall be followed. All
sample 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
an 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 employee'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 scientist
or laboratory director and certified as accurate.
4. When a urine sample 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 at 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.
5. Immediately after the sample has been given, it will be divided into two
(2) equal parts. Each of the two (2) portions of the sample will be

Port of Seattle Police Officers

separately 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 the 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 twenty-four (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 samples shall be
documented to establish procedural integrity and a chain of evidence.
All samples 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 disciplinary procedures are
invoked, as specified in Section (E) (7) above.
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.
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 discontinued. The
employee will be provided a copy of the results, and all other copies of
the results (including the original) shall be destroyed within twenty-four

Port of Seattle Police Officers

(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, the Human
Resources Department, 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
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.

Port of Seattle Police Officers

LETTER OF AGREEMENT
By and Between
PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
REPRESENTING POLICE OFFICERS
Affiliated with the
International Brotherhood of Teamsters

Re: Armed Presence at the Waterfront
The Parties signatory to a 2015-2017 Collective Bargaining Agreement agree to the following:
All cruise ship staffing levels, if any, will be determined by Port management.
However, should an armed presence be required at the waterfront, such work will
be covered under the jurisdiction of the Union.
All other terms and provisions of the 20015-2017 Collective Bargaining Agreement shall
remain in full force and effect.

Port of Seattle Police Officers

MEMORANDUM OF UNDERSTANDING
By and between
PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
Affiliated with the International Brotherhood of Teamsters
Representing Police Officers

Re: Canine Trainer Schedule
Teamsters Local Union No. 117 (Union) and the Port of Seattle (Port), signatories to a Collective
Bargaining Agreement (CBA) for Police Officers, hereby agree as follows:
1. While assigned to the Canine Trainer position, Officer Eric Miles will be scheduled for a
twelve (12) hour schedule.
2. The parties agree that the Patrol premium differential shall not apply to Officer Miles while
assigned to the Canine Trainer position.
3. Officer Miles will work Wednesdays, Thursdays, and Fridays and every other Tuesday
between 0700 and 1900 hours except as mutually agreed otherwise. This schedule may
be modified to accommodate training or educational requirements in accordance with
Article 11.03.B of the CBA.
4. The Port and Union agree that this modified Canine Trainer schedule is a temporary, onetime
, non-precedent setting agreement, and that neither the Port nor Union is bound to
extend this MOU beyond its expiration.
5. All other terms and conditions of the CBA shall remain in full force and effect. Should any
terms and conditions in this MOU conflict with the CBA, this MOU shall control.
PORT OF SEATTLE TEAMSTERS LOCAL UNION
NO. 117, IBT

THEODORE J. FICK JOHN SCEARCY
Chief Executive Officer Secretary-Treasurer

Date Date
MEMORANDUM OF UNDERSTANDING
By and Between

Port of Seattle Police Officers

PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
Affiliated with the International Brotherhood of Teamsters
Representing Police Officers

RE: Police Officer Participation on FBI Bomb Disposal Unit Stabilization Team
Background
1. Teamsters Local Union No. 117 and the Port of Seattle are signatories to a 2015 -
2017 Collective Bargaining Agreement (CBA) for Police Officers.
2. The Police Department has an opportunity to participate with other local law
enforcement agencies on a FBI Bomb Disposal Unit Stabilization Team (STAB).
3. The parties' CBA does not specifically address compensation for a Police Officer
participating on STAB.
Agreement
The parties agree as follows:
1. The Chief of Police shall have discretion to determine whether any Department
employee participates or continues to participate on STAB. A decision to permit an
employee to participate on STAB shall not convert the STAB assignment into ongoing
bargaining unit work.
2. If a Police Officer participates on STAB, that Police Officer is not eligible for
compensation for time spent in on-call or standby status for STAB.
3. If a Police Officer participates on STAB, prescheduled and approved STAB
assignments and STAB call-outs will be compensated in accordance with the terms of
the CBA.
4. For Port Police Department duties or assignments not related to STAB, a participating
Police Officer is eligible for on-call and standby pay in accordance with the terms of
the CBA.

Port of Seattle Police Officers

5. Hours related to on-call or standby time for STAB work do not impact the calculation of
on-call or standby pay for Port related work.
6. This MOU, along with the CBA, is the full and final agreement on the subject of Police
Officer participation on STAB.
7. All other terms and conditions of the CBA shall remain in full force and effect. Should
any terms and conditions in this MOU conflict with the CBA, this MOU shall control.
8. This MOU will remain in effect through December 31, 2017.

TEAMSTERS LOCAL 117, IBT: PORT OF SEATTLE:

________________________________ __________________________________
John Scearcy Theodore J. Fick
Secretary-Treasurer Chief Executive Officer
________________________________ __________________________________
Date Date

Port of Seattle Police Officers

MEMORANDUM OF AGREEMENT
By and Between
PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
Affiliated with the International Brotherhood of Teamsters
POLICE OFFICERS AND POLICE SERGEANTS

RE: PERC Cases #26890-M and #26891-M
Background:
1. Effective January 1, 2009 a 12 hour patrol schedule was implemented pursuant to the
parties' 2009 2011 Collective Bargaining Agreement.
2. In July 2009, monthly vacation and sick leave accruals were converted to hourly
accrual rates per agreement by the parties;
3. From July 2009 to May 2013, due to an error made implementing the hourly leave
accrual rates, employees working the 12 hour patrol shifts over accrued vacation and
sick leave hours.
4. Officers and Sergeants, depending on longevity over-accrued between 0 40 hours of
vacation and 0 20 hours of sick leave over the nearly four (4) year period when the
error went undetected.
5. The parties, unable to reach agreement on a recoupment method or resolve other
issues related to the dispute, filed for mediation.
Agreement:
1. As part of the parties' regular contract negotiations that concluded on April 7, 2015 in a
tentative agreement, and to avoid on-going, costly dispute resolution processes the
Port agrees to grant the over accruals.
2. The Parties agree to jointly petition the Public Employment Relations Commission to
withdraw the above referenced cases noting that the matters are fully resolved.
3. The Parties agree that this resolution is in no way precedent setting for any future
matter.
4. This Agreement constitutes full and final settlement.
PORT OF SEATTLE TEAMSTERS LOCAL 117/IBT

Port of Seattle Police Officers

_________________________________ _________________________________
THEODORE J. FICK Date JOHN SCEARCY Date
Chief Executive Officer Secretary-Treasurer

Port of Seattle Police Officers

MEMORANDUM OF AGREEMENT
By and between
PORT OF SEATTLE
and the
INTERNATIONAL BROTHERHOOD OF TEAMSTERS LOCAL 117
Affiliated with the International Brotherhood of Teamsters
Representing Police Officers and Sergeants
RE: Pilot Project Police Traffic Controllers on the Airport Drives
Effective January 1, 2016, the Union agrees to permit the supplement of traffic control work at
Seattle-Tacoma International Airport with non-commissioned Police Traffic Controllers under
the following conditions:
1. This agreement is for a pilot project only starting January 1, 2016 and concluding
December 31, 2017. Unless otherwise agreed to by the parties the Police Traffic
Controller position will be discontinued and thereafter the work will be performed
exclusively by Local 117 police officers and sergeants, and the status quo as of
December 31, 2015 will be restored for all purposes;
2. The Union does not by this agreement relinquish jurisdiction over airport drive traffic
control work; and the Port affirms that the work is the exclusive jurisdiction of Local
117 and that this jurisdiction is not altered by this agreement;
3. Representation of Police Traffic Controllers will be determined by law;
4. The Port Police Department agrees to maintain, for the duration of this pilot project,
the officer and sergeant staffing on the airport drives consistent with the staffing
pattern established for 2015, as detailed in Attachment 1 to this agreement and
supervisory span of control practices;
5. During the term of the pilot program the parties agree to meet quarterly to discuss the
status of the pilot.
For the Port: For the Union:
________________________________ _______________________________
THEODORE J. FICK JOHN SCEARCY
CHIEF EXECUTIVE OFFICERS SECRETARY-TREASURER
______________ ______________
Date Date

Port of Seattle Police Officers

ATTACHMENT #1
Traffic Control Support on the Airport Drives Pilot Project MOA
January 1, 2016 December 31, 2017
Commissioned staff - Airport drives schedule 2015
*Assumes base level 24/7 staffing of David 1, 2, 3

# staffed Start Stop Assignments
On Cruise Ship Days
4 0600 1500 David 1, 2, 3, 4
8 0700 1300 David 1, 2, 3, 4, 5, 6, Tom 3, 1 David
Non-Cruise over 45,000 Days
5 0600 1500 David 1, 2, 3, 4, Tom 3
Nights over 40,000
4 1730 0100 David 1, 2, 3, 4
Nights over 50,000
5 1730 0030 OR 0100 David 1, 2, 3, 4, 5

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