Item No.: 6f_Attach 
Meeting Date: April 16, 2019 
COLLECTIVE BARGAINING AGREEMENT 
By and Between 
Port of Seattle 
And 
Teamsters Local Union No. 117 
Affiliated with the 
International Brotherhood of Teamsters 
REPRESENTING CREDENTIAL SPECIALISTS 



Term of Agreement 
July 1, 201815 - June 30, 202118

TABLE OF CONTENTS 
Port of Seattle 
Credential Specialists 
ARTICLE                                                PAGE 
Article 1 - Purpose of Agreement ---------------------------------------------------   1 
Article 2 - Union Recognition --------------------------------------------------------   1 
Article 3 - Union Security -------------------------------------------------------------   1 
Article 4 - Payroll Deduction ---------------------------------------------------------   2 
Article 5 - Business Representative Access -------------------------------------   2 
Article 6 - Bulletin Board and Use of Port Resources -------------------------   2 
Article 7 - Equal Employment Opportunity & Non-Discrimination ----------   2 
Article 8 - Job Related Training & Port Internship Programs ---------------   3 
Article 9 - Management Rights ------------------------------------------------------   3 
Article 10 - Seniority -------------------------------------------------------------------   4 
Article 11 - Jury Duty/Court Appearances ---------------------------------------   5 
Article 12 - Bereavement Leave ----------------------------------------------------   6 
Article 13 - Hours of Work and Overtime -----------------------------------------   6 
Article 14 - Personal-Time-Off (PTO)/Extended Illness (E-I) ----------------   8 
Article 15 - Holidays -------------------------------------------------------------------- 13 
Article 16 - Benefits -------------------------------------------------------------------- 14 
Article 17 - Leave Without Pay ------------------------------------------------------ 16 
Article 18 - Health & Welfare Programs ------------------------------------------ 16 
Article 19 - Pensions ------------------------------------------------------------------- 18 
Article 20 - Performance of Duty, Strikes, and Lockouts --------------------- 18 
Article 21 - Savings Clause ---------------------------------------------------------- 18 
Article 22 - Entire Agreement -------------------------------------------------------- 18 
Article 23 - Appendices Incorporated into Agreement ------------------------ 18 
Article 24 - Corrective Action and Discipline ------------------------------------ 18 
Article 25 - Grievance Procedure --------------------------------------------------- 20 
Article 26 - Conference Board ------------------------------------------------------- 21 
Article 27 - Term of Agreement ----------------------------------------------------- 22 
Appendix A  Pay Rates --------------------------------------------------------- 23 
Appendix B  Drug Testing ------------------------------------------------------ 25

AGREEMENT 
ARTICLE 1 - PURPOSE OF AGREEMENT 
This Mutual Agreement has been entered into by the International Brotherhood of Teamsters,
Local Union No. 117 (hereinafter referred to as the Union), and the Port of Seattle
(hereinafter referred to as the Port).  The purpose of this Agreement is the promotion of
harmonious relations between the Port and the Union; the establishment of equitable and
peaceful procedures for the resolution of differences; and the establishment of rates of pay,
hours of work, 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 of Seattle
employees working in the classifications set forth in this Agreement excluding the department
head, supervisors, confidential employees and all other employees of the Employer. 
ARTICLE 3 - UNION SECURITY 
3.01         All employees coming to work under this Agreement must join the Union after
thirty (30) days of employment and thereafter maintain membership with the Union in good
standing or pay an agency fee in lieu of union membership or will be subject to termination.
Employees shall be afforded their rights to religious objections as protected in RCW 41.56. 
3.02         The Port agrees to notify the Union of any new employees employed in
classification who perform work covered by this Agreement of date of employment within five
(5) business days from date of hire. 
3.03         No employee shall be discriminated against for upholding Union principles, and
any employee who serves on a committee shall not lose his/her job or be discriminated
against for this reason.
3.04         No employee will be terminated under this Article if the Port has reasonable
grounds for believing: 
(a)     That membership was not available to the employee on the same terms and
conditions generally applicable to other members; or 
(b)     That membership was denied or terminated for reasons other than the failure of
the employee to tender the periodic dues and the initiation fee uniformly
required as a condition of acquiring or retaining membership. 
The Port shall discharge or otherwise cause the termination of employment of noncomplying
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

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 1

termination and provide the employee the opportunity to respond within five (5) days. Unless
the Port has proven grounds to retain the employee for the reasons stated above, the
employee shall be terminated within ten (10) calendar days of notice to the Port. 
ARTICLE 4 - PAYROLL DEDUCTION 
4.01         The Port agrees to deduct from the paycheck of each member covered by this
Agreement who has so authorized it by signed notice submitted to the Port, the initiation fee,
and monthly dues. The Port shall transmit such fees to the Union once each month on behalf
of the members involved. If a dues deduction error is identified, following notice to the Port,
the error will be addressed on the next pay period or as soon as administratively practical. 
4.02         As  a  condition  of  continued  employment,  all  employees  are  required  to
participate in the Port's direct deposit program for payroll purposes. 
4.03         Democrat, Republican, Independent Voter Education (DRIVE): Both the Port
and Local 117 agree to reopen the contract on DRIVE if any other Local 117 bargaining
group negotiate contract language in their respective contract on this issue. 

ARTICLE 5 - BUSINESS REPRESENTATIVE ACCESS 
5.01   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 department or the Port.
This Article shall apply within the constraints of federal or state regulations and statutes and
the Airport Security Plan. 
5.02   A duly authorized Union representative shall be given an opportunity to meet with new
employees in the bargaining unit. The Union shall be notified of the date of the orientation
meeting and, upon request, shall be provided with thirtytwenty (3020) minutes to meet with
the employees. 
ARTICLE 6 - BULLETIN BOARD AND USE OF PORT RESOURCES 
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.  It is understood and agreed that the Union shall
maintain the bulletin boards and that no material shall be posted which is obscene,
defamatory, endorses or opposes candidates for public office or which would impair Port
operations. 
Union Stewards may make limited use of the Employer's telephones, FAX machines, copiers,
and similar equipment for purposes of contract administration in compliance with the Port's
policies governing use of public resources.  In addition, Stewards and Union staff may use
the Employer's electronic mail system for communications related to contract administration
and sending notices, provided they comply with the Port's policies governing electronic mail

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 2

and internet use.  In no circumstances shall use of the Employer's equipment interfere with
operations and/or service to the public. 
ARTICLE 7 - EQUAL EMPLOYMENT OPPORTUNITY AND NON-DISCRIMINATION 

The Port and the Union will not tolerate Discrimination against any persons on the grounds of
age, race, color, national origin/ancestry, ethnicity, religion, disability, Family Medical Leave
Act (FMLA) use, pregnancy, sex/gender, sexual orientation, whistleblower status, military
affiliation, marital status, worker's compensation use, transgender status, political beliefs, or
any other protected status as guaranteed by local, state, and federal laws. 
No employee shall be discriminated against for upholding Union principles, and any
employee who serves on a committee shall not lose his/her job or be discriminated against
for this reason. 
ARTICLE 8 - JOB RELATED TRAINING AND PORT INTERNSHIP PROGRAMS 
Union and management will work together to identify, prioritize and deliver job related training
within Division budget constraints through established labor/management and workplace
forums such as the contractual labor/management committee, staff meetings and safety
committee forums. 
To provide career development opportunities to bargaining unit employees the Union and
management will continue to support employee participation in the Port's internship
programs.  Successful applicants to internship programs shall remain members of the
bargaining unit and retain all rights and benefits under the Collective Bargaining Agreement,
except  that  temporary  schedule  adjustments  and/or  alternate  work  schedules  to
accommodate internship activities shall be allowed as agreed between the participating
departments and the intern. 
ARTICLE 9 - MANAGEMENT RIGHTS 
9.01         The Union recognizes the prerogatives of the Port to operate and manage its
affairs in all respects in accordance with its responsibilities and powers of authority. 
The Port reserves any and all exclusive rights concerning the Management and operation of
the Department, except as specifically limited in 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 covered employees shall be changed, modified, or
otherwise affected, without concurrence of the Union. 
9.02         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; 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 3

(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; 
(h)     To establish reasonable work rules, and to modify training; 
(i)     To approve all employees' PTO 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. 
9.03         It is understood by the parties that every incidental duty connected with
operations enumerated in job descriptions is not always specifically described. 
ARTICLE 10 - SENIORITY 
10.01       Employees' seniority date shall be the most recent date of hire in the bargaining
unit.  The employees shall be subject to a six (6) month probationary period.  With mutual
agreement between the employee, the Union and the Employer, the six (6) month
probationary period may be extended up to three (3) additional months. Employees that are
separated from employment before the completion of their probationary period shall not be
subject to recall rights as outlined in Section 10.02 of this Article. 


Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 4

Probationary employees can be disciplined or terminated for any reason that is  not
discriminatory or illegal, and shall not have access to the grievance process outlined in Article
25. 
10.02       Seniority shall prevail in the event of a layoff, the last employee hired shall be
the first laid off.  Employees laid off in accordance with the provisions of this Article will be
eligible for rehire in the inverse order of layoff for a period of one (1) year following layoff.
Employees that are laid-off shall have the right to bump into a lower classification. 
In the event of an imminent reduction in force, written notice shall be provided to each
employee scheduled for layoff at least two (2) weeks prior to termination. 
10.03       Seniority shall be a primary consideration when making job assignments.
However, based on the skills and qualifications of the employee, management may require
the retention of a particular employee in a specific job assignment.  Shift preference, and
PTO scheduling shall be done so that seniority is the primary consideration.
10.04       Loss of Seniority: Seniority shall be broken for the following reasons: 
(a)     Justifiable discharge; 
(b)     Voluntary quit; 
(c)     Retirement; 
(d)     Layoffs of twelve (12) months or more; 
(e)     Absence from work because of a non-occupational illness or injury of
twelve (12) months or more; 
(f)     Absence because of an occupational illness or injury of twenty-four (24)
months or more; 
(g)     Failure to return from approved leave of absence; 
(h)     Transfer to another position in the Port of Seattle which is outside this
bargaining unit, if such transfer extends for a period in excess of ninety
(90) calendar days. 
Time Limit Extension: The time limits specified in Section s e, f, g and h above, may be
extended by mutual agreement between the Employer and the Union. 
10.05       Seniority List: A list of employees arranged in order of their seniority shall be
posted in a conspicuous location at their place of employment and a copy shall be sent to the
Union on an annual basis or as requested by the Union. 
10.06       For the purpose of shift, overtime and PTO bidding, separate seniority lists shall
be established for each classification. 
The seniority date for these purposes shall be the most recent date of hire into the bargaining
unit. 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 5

10.07       Vacancies within the Bargaining Unit shall be filled by employees within the
bargaining unit unless no internal candidate, who meets the minimum qualifications, has
expressed a desire for the vacancy. 
An Employee promoted under the terms of this Article shall work subject to a six (6) calendar
month probationary period in the new position. If the employee fails to pass the probationary
period, that employee retains the right to return to his or her prior position with seniority in
that classification restored to the same level accrued prior to leaving. 
ARTICLE 11 - JURY DUTY/COURT APPEARANCES 
When an employee is called for and serves as a subpoenaed witness, on a Port related case,
or is called for and serve on jury duty, that employee 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).  Employees shall give to
management any funds received from the court within seven (7) days of returning to work.
Port compensation for jury duty only applies to absence from regularly scheduled work hours. 
For service on a Port related case as a subpoenaed witness, Port compensation outside of
regularly scheduled work hours is payable at the overtime rate if such service is in excess of
the normal daily or normal weekly working hours' schedules. 
This Article shall not be construed to include either grievances or arbitrations as defined in
Article 24 of this Agreement. 
ARTICLE 12 - BEREAVEMENT LEAVE 
An Employee who suffers a death in his/her immediate family shall be eligible for up to five
(5) days of bereavement leave, which shall be granted by the Port subject to the following
conditions: 
At the discretion of management, employees may receive from three (3) to five (5)
days of leave per bereavement. Such leave shall not result in compensation for more
than the number of days in any normal work week.  Employees must have been
employed for thirty (30) or more days of uninterrupted service and have suffered the
loss by death of a member of their immediate family as defined below. 
Immediate family shall be defined as spouse or domestic partner and the parents or
children of the employee, spouse or domestic partner.  Bereavement leave may also
be granted in the case of the death of an employee's sibling, grandparent or
grandchild; the spouse or domestic partner's sibling, grandparent or grandchild; or a
sibling's spouse or domestic partner. 
In special circumstances, management may include others not included in the above
definition.  Individual circumstances such as the distance to the funeral and the extent
of employee involvement with the arrangements for the deceased shall be considered

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 6

in determining the number of days to be granted an employee and whether the leave
is taken consecutively. 
ARTICLE 13 - HOURS OF WORK AND OVERTIME 
13.01       Hours of Duty - The normally scheduled workweek for members affected by this
Contract shall be five (5) consecutive days of eight (8) consecutive hours, with two (2)
consecutive days off, not including an unpaid period allowed for lunch.  Such period to be
either one-half () hour or one (1) hour by employee's option.   Employees may work
alternative  work  schedules  with  the  mutual  consent  of  the  Union  and  the  Employer.
Otherwise the basic work schedules and practices, including flex time, shall remain in effect
except as mutually agreed between the Employer and the Union. 
13.02       Workplace Disruption - In the event that an employee who reports to work on a
regularly scheduled work day is released early on a mandatory basis, that employee will be
paid for the remainder of their normal daily schedule. 
In the event the Port allows early voluntary release the employee may choose to leave early
and use accrued leave exclusive of Extended Illness, or Leave Without Pay (LWOP), at the
employee's discretion. 
When employees are notified that work is unavailable at the worksite due to workplace
disruptions such as heavy snowfall or icing, flooding, earthquakes, volcanic activity, natural
disasters, utility disruption, civil disturbances, diseases, bombs, fires, biological agents or
toxic substances, employees, at their discretion, may request Accrued Paid Time Off (PTO),
or Leave Without Pay (LWOP) for hours missed under such circumstances.
13.03       Scheduled and Unscheduled Overtime Notification - Scheduled overtime is
overtime that can be scheduled one work day prior to the day the overtime is needed.  All
employees will be notified of scheduled overtime via email.  Unscheduled overtime is
overtime that must be scheduled with less than one work days' notice.  Management will
notify employees of unscheduled overtime opportunities through email.  Management shall
then assign unscheduled overtime by classification of those who have responded and are
willing to work, when possible seniority will be taken into consideration when assigning
unscheduled overtime. 
Scheduled overtime will be assigned as follows by classification: 
Overtime Rotation 
(a)      Employees will be offered overtime opportunities on a rotating basis by seniority
for hours outside of the employees regular work hours. 
(b)      When overtime is available the manager or designee will ask for volunteers in
numerical order from a seniority list.  Employees with the least number of
opportunities offered (accepted or declined) will be offered first, to insure
equitable distribution of overtime opportunity offers. 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 7

(c)      The number of overtime opportunities offered (accepted and declined) will be
tracked on the seniority list.   Employees unavailable for overtime due to
approved leave will not be noted as offered or declined. The list will be updated
and posted on a weekly basis. 
(d)      Absent volunteers, overtime will be assigned in inverse seniority order. 
13.04       Overtime Pay and Exceptions - All work in excess of eight (8) hours per day or
forty (40) hours per week, outside of an employee's regular shift and/or on an employee's
schedule day off, shall be paid at the rate of time and one-half (1). Paid time off, such as
Extended Illness (EI)Sick Leave, scheduled PTO, etc., will be counted toward the forty (40)
hour qualification for overtime. It is the intent of the Employer to provide full-time work (i.e.
forty (40) hours per week).  However, this is not to be interpreted as a forty (40) hour
guarantee. 
Where alternative work schedules are implemented that include ten (10) hour work days, all
hours worked in excess of ten (10) hours in an employee's work shift or in excess of forty (40)
hours in any workweek shall constitute overtime work and shall be paid at the rate of time
and one-half (1) the employee's regular rate of pay. 
13.05       Shift Premiums - When an employee who normally is scheduled on night shift
fills in for a day shift assignment, such employee shall continue to receive shift premium. 
Shifts shall be defined by starting times as follows: 
Day Shift                   From:   4:00 a.m.          To: 11:59 a.m. 
Swing Shift                 From: 12:00 p.m.          To:   7:59 p.m. 
Graveyard Shift            From:  8:00 p.m.          To:  3:59 a.m. 
The Port shall provide the Union with at least thirty (30) days written advance notice prior to
assigning any shift which starts prior to 5:30 a.m. or ends after 7:30 p.m.  The Port will fill
such shifts by seniority. 
13.06       Wage Reduction - No employee who, prior to the date of this Agreement, was
receiving more than the rate of wages designated in this Agreement, for the class of work in
which he/she is engaged, shall suffer a reduction in the rate of wages because of the
adoption and application of this Contract. 
13.07       Mealtime - In the event that an employee is called back to work from mealtime
and is not provided a meal period between the second (2nd) and fifth (5th) hour, that employee
shall receive overtime pay for the mealtime not taken.
13.08       Notice of Shift Change - Except in emergencies, employees shall be provided
with ten (10) days' advance notice in the event of shift change. 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 8

13.09       Approval for Overtime Work - Authority for approval of any overtime work shall
be limited to departmental management or its designees. Approval shall be in writing. 
13.10       Call Back - 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 overtime rate for the
employee's classification or for the actual hours worked at the overtime rate if in excess of
four (4) hours. When an employee is called at home and asked to perform a service directly
related to his/her work activity, such employee will be compensated one (1) hour's pay. 
ARTICLE 14 - PERSONAL-TIME-OFF(PTO)/EXTENDED ILLNESS (E-I)SICK LEAVE 
Annual PTO shall be granted to all employees on the following basis: 
14.01       Scheduling of PTO: 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 PTO of up to the number of hours accrued at the time of the
desired PTO date, subject to the approval of the Department Head.  Seniority shall be
considered in accordance with departmental procedures when scheduling PTO.  Special
consideration may be given for extenuating circumstances, in management's discretion.  In
addition, management will balance the number of employees needed for operations with the
number of employees requesting PTO at a given time. 
The following procedure shall apply for PTO Bidding: 
Employees shall have an opportunity to bid for the following year's PTO sometime
during the last three (3) months of the preceding year. 
When bidding during this time, employees shall bid during the first round of bidding
one block of five (5) or ten (10) consecutive working days of PTO time. 
After the first round of bidding, employees will be allowed to bid daily vacation day(s)
based on the employee's seniority up to five (5) days each round. 
Employees shall be limited to one (1) "premium" PTO week per round of bidding. A
"premium week is any calendar week (Sunday  Saturday) that includes a holiday as
defined in Article 14 of this Agreement. 
When employees bid daily vacation day(s) employees will only be allowed one (1)
vacation day in conjunction with a holiday per bid round. 
Employees who have been granted requested time off are expected to take the requested
time off; however, employees may request cancellation of approved PTO with five (5) work
days advance notice. Requests for cancellation with less than five (5) work days notice shall
be granted at management's discretion. 
Other requests for approval of PTO shall be made to the Department Head on a PTO request
form five (5) days or more in advance; more notice may be required by the Department Head
when necessary to provide for proper scheduling of personnel. The Department Head or
Management Designee will respond to the PTO request within two (2) working days after

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 9

receipt of the request. It is the employee's responsibility to ensure that the request has been
received by the Department Head or Management Designee. 
14.02       Limits on Accumulating PTO: PTO accumulation shall be limited to 480 hours.
Any portion above 480 hours of unused PTO shall be forfeited, unless the reason for not
taking such PTO leave is at management's direction, as under emergency conditions.  In
such event unused PTO shall not be forfeited.   Departmental management shall be
responsible for encouraging and allowing proper scheduling for employees taking PTO in
order to avoid any forfeiture of PTO leave. 
Maximum accumulation for employees hired before 12/20/98 is 480 hours. 
Balances over the limit will be cashed out at the employee's current hourly rate of pay during
the first pay period of the payroll year. Subsequent accruals over the limit will be cashed out
quarterly at the employee's current hourly rate of pay. Employees may request that the cash-
out be postponed by up to two (2) pay periods to accommodate a pre-scheduled PTO. 
For employees hired on or after 12/20/98, the maximum accumulation is 480 hours. Accruals
will cease when the limit is reached and will resume only when the balance is below 480
hours. Accruals over the limit are not cashed out. 
14.03       Rates of Accrual - PTO accruals are based on the employee's date of hire with
the Port. Based upon a pro rata share of a full-time work schedule, PTO is earned as follows: 
(a)     0-3 Years  156.8 PTO Hours: Based on the first day of employment, from the
first full month to and including the thirty-sixth (36th) full month of continuous
employment, employees shall accrue PTO at the rate of 0.07538 hours per
straight-time hour compensated (0.07538 x 2080 annual hours = 156.8 PTO
hours per year). 
(b)     4-7 Years  196.8 PTO Hours: From the thirty -seventh (37th) full month to and
including  the  eighty-fourth  (84th)  full  month  of  continuous  employment,
employees shall accrue PTO at the rate of 0.09462 hours per straight-time hour
compensated (0.09462 x 2080 annual hours = 196.8 PTO hours). 
(c)     8-11 Years  216.8 PTO Hours: From the eighty -fifth (85th) full month to and
including the one hundred thirty-second (132nd) full month of continuous
employment, employees shall accrue PTO at the rate of 0.10423 hours per
straight-time hour compensated (0.10423 x 2080 annual hours = 216.8 PTO
hours). 
(d)     12 Years to End of Employment: From the one hund red thirty-third (133rd)
month to the end of employment, employees shall accrue PTO at the rate of
0.11385 hours per straight-time hour compensated (0.11385 x 2080 annual
hours = 236.8 PTO hours). 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 10

14.04       Payment  for  PTO  at  Termination -  Upon  termination,  non-probationary 
employees shall receive at 100% of the value of unused PTO. 
Employees have an option of cashing out their unused PTO, using their remaining PTO as
service time, or dividing their unused PTO between cash-out and service time.  PTO may
only be used as service time during the same calendar year as the last day worked. 
Employees  who terminate active employment before completing six (6) months of
employment shall receive no PTO pay. Pay for unused PTO shall be computed through the
last day of employment.   Section 14.05 may be subject to modification to meet legal
requirements in the event of further changes in State Law. 
Cash Out Option   Employees may cash-out PTO according to the limits and procedures for
the cash out of paid time off (PTO) as applied to non-represented employees.  The Union
shall be notified of changes to the limits and procedures affecting PTO cash out. 
14.05       Extended Illness Sick Leave 

14.05.1      Eligible, employees  shall accrue Sick Extended Illness (hereinafter
referred to as "EI") leave at the rate of.02308 .025 hours accrued per straight-time
hours compensated paid, not to exceed  six (6) days per year (.02308 .0025 X 2080 
hours =6.5 days0).
14.05.2      In the event of illness, EI Sick leave up to the amount accrued may be
used after employment of at least thirty (30) days in a regular position. 
14.05.3      EI Sick leave may accumulate with no maximum limit. Upon termination
or retirement immediately following five (5) complete years of active employment in a
continuous  period  of  employment  with  the  Port,  eligible  employees  shall  be
compensated for fifty percent (50%) of their unused EIsick leave at the scheduled
hourly rate of pay at termination, as recorded in the payroll system. 
14.05.4      EI Sick leave will be used as provided by law only in instances of
employee or immediate family member illness, injury, or disability. Management For
absences exceeding (3) days management may at any time require a verification that
an employee's use of paid sick physician's statement to justify use of EI leave is for an
authorized purpose. A physician's release shall be required prior to the return to work
by an employee who has experienced inpatient hospitalization of any kind that
requires an absence from work, or who has suffered an absence of longer than two (2)
work weeks due to illness, surgery, or an accident.  EI can also be used for an
employee's  preventative  health  care  appointments.    "Preventive  health  care
appointments" are limited to an employee's annual physical, dental, vision and cancer
screening examinations. 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 11

14.05.5      In the instance of employee illness, injury, or disability, EI leave may be
used only after the equivalent of two (2) working days of absence over the course of
three (3) consecutive workdays. The first two (2) working days will be charged to Paid
Time Off (PTO) accounts. The exceptions are for in-patient hospitalization, workers
compensation,  FMLA  leave, probationary  employees,  or  if  PTO  is exhausted.
Intermittent leave (with no more than fifteen (15) days between absences) caused by
the same medical condition may be charged to EI without using the equivalent of two
(2) working days of PTO at the start of each subsequent absence. 
14.05.56     In the instance of immediate family member illness, injury, or disability,
and consistent with the Family Care Act (FCA), employees may use accrued sickEI or
any other accrued PTO - without charging the first two (2) working days of PTO - in the
following situations: 
(a)     To care for a child under eighteen (18) years of age (or over 18 but
incapable of self-care due to a disability) with a health condition that
requires treatment or medication the child cannot self-administer, or
where the safety or recovery is endangered without parental presence,
or   where   treatment   or   preventive   measures   require   parental
authorization; 
(b)     To  care  for  a  spouse,  domestic  partner,  parent,  parent-in-law,  or
grandparent with a serious health condition (similar to FMLA definitions
as outlined in the Port's Leave Addendum), or who has experienced an
emergency condition (a sudden, unexpected health occurrence or
condition demanding immediate action, typically short-term in nature); 
(c)     When the immediate family member's situation does not qualify for FMLA
or FCA leave, the employee must use PTO for the first two (2) working
days of absence as outlined above. 
14.05.67     Immediate family shall be defined as in RCW 49.46.210 (2), except that
domestic partners do not need to be registered spouse or domestic partner, and the
parents or children of the employee, spouse, or domestic partner.   In special
circumstances, Human Resources and Development Management may include others
in this definition. For the purposes of this Article, an employee and a domestic partner
must be willing to declare that they: 
(a)     Share the same regular and permanent residence; 
(b)     Have a close personal relationship; 
(c)     Are jointly responsible for basic living expenses; 
(d)     Are not married to anyone; 
(e)     Are each 18 years of age or older; 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 12

(f)     Are not related by blood closer than would bar marriage in the State of
Washington; 
(g)     Were mentally competent to consent to contract when the domestic
partnership began; and 
(h)     Are each other's sole life partner and are responsible for each other's
common welfare. 
14.05.78     Abuse of Extended Illness Sick Leave - Both parties are committed to
work to minimize or eliminate any abuse of Extended Illness sick leave. 
14.05.89     Shared Leave - The parties agree to adopt a Shared Leave Program
under the terms and conditions set forth below in applicable Port policies covering
shared leave of non-represented employees. 
14.05.10 Washington State Sick Leave Law. Beginning January 1, 2018, employees
shall also be entitled to utilize their accrued sick leave in accordance with the minimum
requirements of the Washington State Sick Leave Law, RCW 49.46.210. Employee's
shall be notified on each paystub of the amount of paid sick leave they are entitled to
use for authorized purposes as defined by the law. For those circumstances in which
the minimum requirements of the law entitle an employee to more paid leave for
authorized purposes than is available from an their contractual paid sick leave accrual,
the employee shall be paid the difference as needed. The Port is obligated to notify
each employee of their rights under the law (Appendix C). 
14.05.11 The Port shall comply with the requirements of the Washington Paid Family
and Medical Leave Act and shall have full discretion on meeting those requirements
(e.g. Voluntary Plan), which shall not be subject to the grievance procedure or to any
other provision of this Agreement or to negotiation by the Union. However, the Port
agrees, that for the term of this agreement, the Port shall make contributions to the
chosen plan (i.e. State, Approved Voluntary) on the employee's behalf. 
ARTICLE 15 - HOLIDAYS 
15.01       Effective at the signing of this Agreement, ten (10) paid holidays shall be
recognized and observed, as follows: 
New Year's Day                               January 1 
Martin Luther King's Birthday                      Third Monday in January 
President's Day                                  Third Monday in February 
Memorial Day                                 Last Monday in May 
Independence Day                           July 4 
Labor Day                                    First Monday in September 
Thanksgiving Day                              Fourth Thursday in November 
Day After Thanksgiving 
Christmas Day                                December 25 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 13

One "Floating" Holiday                           Designated by Port each year 
Any date commonly observed, as designated by State, national authority, or the Port of
Seattle may be observed as a holiday and paid for as such in lieu of the date designated
above for the paid holidays listed. 
15.02       Holiday pay shall be eight (8) hours at the straight-time rate subject to the
following conditions: 
Another paid day off shall be provided to the employee at the straight-time rate for eight (8)
hours when the holiday falls on the employee's normal day off, or when the employee works
on the holiday, except that the following options shall be available to the employee as
alternatives to taking another day off in lieu of the holiday: 
(a)     The employee may elect not to take an "in lieu of" day off if the holiday falls on
his/her normal day off.  In such event, the employee shall receive eight (8)
hours' holiday pay. 
(b)     If the employee works on the holiday, the employee may elect not to take an "in
lieu of" day off.  Such employee shall receive eight (8) hours' holiday pay in
addition to pay at the overtime rate for all hours worked on the holiday. 
15.03       When an employee takes another day off after working the holiday, such day off
shall be taken within sixty (60) days of the holiday upon the request of the employee at the
discretion of and with the approval of the Department Head. 
15.04       Holiday pay shall be prorated for all employees who work less than a full-time
schedule. Proration shall be based on the two (2) pay periods preceding the holiday. 
15.05       For employees working an alternative workweek, holiday pay shall equal the
number of hours the employee was scheduled to work on the day of the holiday. 
15.06       Employees working an alternative workweek who work on the holiday shall
receive holiday pay for the number of hours worked on that day in addition to pay at the
overtime rate for all hours worked on the holiday. 
ARTICLE 16 - BENEFITS 
The Port agrees to provide the following benefits requested by the Union: 

(a)    Unemployment   compensation   benefits   under   the   Washington   State
Employment Security Act. 
(b)     Social  security  insurance  (FICA)  as  covered  by  the  Federal  Insurance
Contribution  Act.   (Contingent  on  retention  of  the  program  for  all  Port
employees.) 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 14

(c)     Free parking limited to employees on duty status. 
(d)    Assigned Locker and shared lunch facilities. 
(e)     Washington State Workers' Compensation 
(f)     Educational assistance for employees shall be subject to approval of the
Department Head.  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 Department Head, the Port shall provide reimbursement limited to job
related educational curricula. 
(g)     As  provided  below  in  this  paragraph,  employees  shall  be  eligible  for
participation in the Port of Seattle's Deferred Compensation Plan. Eligibility and
participation of employees shall be subject to the terms and conditions of such
plan including any plan amendments, revisions, or possible cancellation.  It is
further agreed that content of the plan itself, plan administration, and any
determinations made under the plan shall not be subject to the Grievance
Procedure (Article 25) or to any other provisions of this Labor Agreement or to
negotiation by the Union. 
(h)    Life Insurance.   Effective the first (1st) of the month following date of hire,
Employees are eligible for coverage the first of the month following date of hire 
or coincident with the date of hire if hired on the first eligible employees shall
receive life insurance benefits in the amount of two (2) times their annual base
rate rounded up to the next one hundred dollars ($100.00). Eligible dependents
shall receive life insurance benefits in such amount and in such manner as are
provided in contracts by the Port to provide such benefits.  Employees shall
also be covered by the AD & D policy provided by the Port. 
(i)     Paid Parental Leave. The Port agrees to provide Paid Parental Leave to
regular, non- probationary employees for the term of this agreement. Eligibility,
participation and terms of the Paid Parental Leave shall be as provided to nonrepresented
employees as outlined in Port policy HR-5. Changes and/or
modifications to Paid Parental Leave shall not be a bargainable issue. However,
the Port agrees to provide advance notice of any changes to Paid Parental
Leave to the Union. 
(lj)     Mileage Reimbursement. Employees who use their personal vehicles for Port
business will be reimbursed provided such use is approved by the supervisor.
Such travel shall be reimbursed in accordance with the IRS approved mileage
rate. Requests for mileage reimbursement must be submitted on approved Port
expense forms. 
ARTICLE 17 - LEAVE WITHOUT PAY 
17.01       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

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 15

submitted in writing to the Department Head for approval one (1) month in advance of the
leave time period.  In emergency situations, the notification may be waived at the option of
the Department Head. 
17.02       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 
(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. 
17.03       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
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. 
17.04       Under normal conditions, leaves of absence shall not be granted for the
purpose of seeking or engaging in other employment. Any exception to this shall be at the
sole discretion of the Department Head. 
17.05       Leaves of absence greater than eighteen (18) months shall be cause to
terminate seniority within the bargaining unit. 
ARTICLE 18 - HEALTH AND WELFARE PROGRAMS 
18.01       Effective  July  1,  20185  (based  on  June  20185  hours  for  August  20185 
coverage) and each month thereafter during the period this Collective Bargaining Agreement
is in effect, the Employer agrees to pay to the Washington Teamsters Welfare Trust c/o
NORTHWEST ADMINISTRATORS, INC., for each employee who received compensation for
eighty (80) hours or more in the previous month the following: 
(a)     Health & Welfare - Contribute the sum of  $1389.401,315.90 per month for
benefits under the "Medical Plan A." This Plan includes the following: 
Medical "Plan A" (price includes domestic partner coverage at $14.00 cost per
month) 
$1,389.401,307.90 
Time Loss "Plan C" ($200/week)                           $ 
$ 8.00 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 16

Total 
$1,315.90 

(b)     Dental - Contribute the sum of $132.70 per month for continued benefits under
the "PLAN A" (price includes domestic partner coverage at $2.20 cost per
month). 
(c)     Vision - Contribute the sum of $15.10 per month for continued benefits under
the "EXTENDED BENEFITS" (price includes domestic partner coverage at
$0.20 cost per month). 

Effective January 1, 20185 each employee eligible for benefits in any month shall contribute
$75.0050.00 toward the cost of the Health & Welfare monthly premium. 

Effective January 1, 2019 (based on June November 20198 hours for AugustJanuary 2019 
coverage) and each month thereafter during the period this Collective Bargaining Agreement
is in effect, the Employer agrees to pay to the Washington Teamsters Welfare Trust c/o
NORTHWEST ADMINISTRATORS, INC., for each employee who received compensation for
eighty (80) hours or more in the previous month the following: 
(a)     Health & Welfare - Contribute the sum of $1,415.00 per month for benefits under the
"Medical Plan A." This Plan includes the following: 
Medical "Plan A" (price includes domestic partner coverage at $18.00 cost per
month) 
Time Loss "Plan C" ($200/week)                           $6.00 

Total                                                           $1439.00 

(b)     Dental - Contribute the sum of $132.70 per month for continued benefits under
the "PLAN A" (price includes domestic partner coverage at $2.20 cost per
month). 
(c)     Vision - Contribute the sum of $17.30 per month for continued benefits under
the "EXTENDED BENEFITS" (price includes domestic partner coverage at
$0.20 cost per month). 


Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 17

Effective JulyJanuary 1, 202016 each employee eligible for benefits in any month shall
contribute $125.0075.00 toward the cost of the Health & Welfare monthly premium. 
The Port will continue to cover at 100% employee Dental and Vision benefits during the life of
the agreement. 

18.02       Maintenance of Plans/ACA Plan Compliance  The Trustees may modify
benefits or eligibility of any plan, in Sections 21.01 and 21.02 above, for the purposes of cost
containment, cost management, changes in medical technology and treatment, and to
maintain compliance with the Affordable Care Act. 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.  The Union will assist the Port in acquiring information from the medical
benefits trust to insure that the Port is in compliance with the Affordable Care Act.  At any
time during the term of this agreement, if the benefits provided by Washington Teamsters
Welfare Trust become subject to an excise penalty, the parties agree to meet and discuss the
impact. 

18.03       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. 
18.04       Employees are eligible for coverage the first of the month following date of hire        Formatted: Left
or coincident with the date of hire if hired on the first. On the first day following one hundred
eighty (180) days of full-time employment (or nine hundred seventy-five [975] hours for parttime
employment), eEligible employees shall be covered for long-term disability insurance in
such amounts and in such manner as the Port has established with insurance companies or
agencies providing such benefits. 
18.05       The Port agrees to provide and maintain Group Health or Alternative HMO's as
provided in Trust as a covered plan for employees and their dependents. 
18.06       Retirees' Welfare Trust The Port agrees to contribute $94.85 per month per
eligible employee for continued benefits under the "RWT-Plus Plan." through December 31,
2015. 
Effective JulyJanuary 1, 201816, The Port shall contribute $94.85 per month per eligible
employee the following for continued benefits under the Retirees Welfare Trust "RWT-PLUS-
PLAN", and the Port shall reduce each member of the Bargaining Unit's wages by an amount
equal to one half () of the monthly premium per member. 
Effective JanuaryJuly 1, 201916               $94.85TBD 
Effective JanuaryJuly 1, 202017               $TBD 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 18

Effective January 1, 202118                   $TBD 
ARTICLE 19 - PENSIONS 
19.01 PERS The Port shall continue coverage for employees covered by this Agreement
under the Washington State Public Employees Retirement System. 

19.02 Western Conference of Teamsters Pension Trust. 
Effective July 1, 201815, the Port shall pay the basic rate of $1.421.35 to the Western
Conference of Teamsters Pension Trust Fund on account of each of its employees who
perform the work listed under the classifications and wage section of this Agreement for
every straight time hour for which compensation is paid, said amount to be computed
monthly, provided that the maximum annual contribution shall be limited to 2,080 hours. 
Effective January 1, 2016, the Port shall pay the basic rate of $1.42 to the
Western Conference of Teamsters Pension Trust Fund as outlined above. 
The contributions shall be due and payable to the area administrative office no
later than twenty (20) days after the end of each month.  In the event the
Employer fails to make the monetary contribution in conformity with this Article
of the Agreement, the Trustees shall be free to take any action which is
necessary to effect collections, and the Employer shall pay all costs of
collections, including reasonable attorney fees. 
For the purposes of this Article covered hours shall include the following
compensable hours:  Paid Time Off (PTO), Extended Illness (EI) Sick leave, 
holidays,  compensatory  time  taken  and  bereavement  leave  shall  all  be
considered compensable time paid. If an employee covered by this Agreement
participates in the Port's internal internship program as outlined in Article 8 of
this Agreement, hours worked as an intern will be considered compensatory for
calculation of pension contributions. 

ARTICLE 20 - PERFORMANCE OF DUTY, STRIKES, AND LOCKOUTS 
20.01       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
call, or any other form of work stoppage or interference with the normal operation of the
Credential Center or of the Port. 
20.02       The Port agrees that there shall be no lockouts. 
ARTICLE 21 - SAVINGS CLAUSE 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 19

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 22 - ENTIRE AGREEMENT 
22.01       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. 
22.02       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 23 - APPENDICES INCORPORATED INTO AGREEMENT 
Pay Rates, Appendix A and Drug Testing are conditions agreed to and are  hereby
incorporated into the Agreement by this Article. 
ARTICLE 24 - CORRECTIVE ACTION AND DISCIPLINE 
24.01       Overview. The Port shall not discipline, suspend or discharge an employee
without just cause.  As a general rule, a progressive approach to corrective action and
discipline will apply when performance falls below a satisfactory level.  Gross misconduct;
however, may result in suspension or termination without prior warning provided the
appropriate elements of just cause have been met.   Employees are required to sign
documented verbal and written warnings as an acknowledgement of receipt. Such signature
does not constitute acceptance of the corrective action.  A copy of disciplinary letters will be
provided to the Union.
24.02       Coach/Counseling. The Port and Union agree that there is a benefit to
coaching and counseling sessions between the employee and a supervisor.  Coaching and
counseling shall not be considered discipline and documentation of coaching and counseling
shall not be placed in an employee's personnel file. 
24.03       Progressive Discipline. Consistent with 2 4.01 above, the typical progressive
approach to corrective action and discipline includes, in successive order, a verbal warning,
that is reduced to writing and excluded from the employee's official personnel file; written
warning; suspension or demotion; and discharge. 
24.04       Written Warning Notices. If a written warning notice involves a specific incident
or violation, such notice, to be considered valid, must be issued within fourteen (14) calendar
days after the Port became aware of the occurrence of such incident or violation claimed by
the Port. The timeline to issue written warning notices may be occasionally extended in order

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 20

for the Employer to perform a fair and complete investigation with notification to the Union,
including the reason for the delay. 
24.05       Discharge and Suspension Notices. The Employer shall recognize the right of
an employee to due process prior to disciplinary suspension or discharge from employment. 
Notice of recommended disciplinary suspension or discharge shall be timely made following
the investigation of the circumstances resulting in the recommendation, normally within thirty
(30) calendar days after the Port became aware of the incident. The notice of proposed
discipline shall include the facts upon which the charges are made and a scheduled
opportunity to respond to the charges. Notification of a final decision following the response
opportunity shall normally be within seven (7) days. 
24.05       Administrative Leave. The Port reserves the right to place an employee on paid
administrative leave pending the outcome of a workplace investigation of serious misconduct
or pending due process steps, in disciplinary processes when the Loudermill Right applies.
The Port shall use its best effort to expedite the investigation/administrative proceedings for
all employees on paid administrative leave. 
24.07       Investigation Meetings.  The Port acknowledges the right of an employee to
Union representation during a fact finding and/or investigation meeting that could lead to
discipline, consistent with the Weingarten Right. 
24.08       Records Retention.  The Port retains the right to maintain employee records in
accordance with its statutory authority and obligation.  In the event an employee in the
bargaining unit applies for a transfer or promotion to another Port department, discipline
records older than twenty-four (24) months will not be shared across department lines as part
of the hiring process, absent a waiver signed by the employee. 
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. 
25.02       Time Limits. All grievances shall be presented within twenty (20) days of the
occurrence or the date 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       Grievance Procedure. 
STEP 1 
The affected employee shall present the grievance in writing to his or her Supervisor.  If the
Supervisor or the Supervisor's designee and the grievant are unable to arrive at a satisfactory
settlement, the Supervisor (or designee) will issue a written response to the employee, with a

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 21

copy to the Union's Business Representative. The response shall be issued no later than ten
(10) days after the date the grievance was initially filed.  The Union may refer the grievance
to Step 2 within ten (10) days of receipt of the Supervisor's response, or if the Supervisor's
response is untimely, within ten (10) days of when the Supervisor's response was due. 
STEP 2 
Initiation of Step 2. The Union's Business Representative shall present the grievance in
writing to the Chief of Airport Security (or designee).  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 bargaining unit employee,
the Union may elect to file a grievance at Step 2 without the need for the individual
employee(s) to file the grievance at Step 1.  The twenty (20) day time limit referenced in
Section 2, as well as the other requirements of this Article, shall be applicable to such filing. 
Step 2 Meeting. Within fourteen (14) days after the initiation of Step 2, the Union's Business
Representative and Director of Aviation Security (or designee) shall meet to discuss possible
resolution of the grievance. If the parties are unable to arrive at a satisfactory settlement, the
Union may refer the grievance to Step 3 within ten (10) days of the meeting. 
STEP 3 
Initiation of Step 3. The Union shall n otify the Chief of Airport Security and the Port's Labor
Relations Representative, 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 heard 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.  Two (2) Port Representatives, and two (2) Union Representatives
shall constitute the Board, and both sides shall have an opportunity to present relevant
information to the Board relating to the grievance.  If the parties are unable to arrive at a
settlement within seven (7) days after the Board hearing, or if the Board of Adjustment
hearing is not held within twenty (20) days after initiation of Step 3, the Union or the Port may
refer the matter to Step 4. The parties may mutually agree to waive the Step 3 process. 
STEP 4  ARBITRATION 
Initiation of Step 4. The Parties initiate Step 4 by filing a written request, specifying the issue
to be arbitrated.  The request must be submitted within ten (10) days of completion of the
Board of Adjustment, or if no Board of Adjustment is scheduled within twenty (20) days after
the initiation of Step 3, then within twenty-seven (27) days after the initiation of Step 3. 
Selecting an Arbitrator. The 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

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 22

seven (7) persons who are qualified and available to serve as arbitrators for the dispute
involved.  The Parties agree to equally split any costs associated with obtaining a list of
arbitrators from FMCS. 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 submitted to
him/her for arbitration, and shall not have the authority to determine any other issues not so
submitted to 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; each party shall otherwise pay its own fees, expenses
and costs, including attorney fees. 
ARTICLE 26  CONFERENCE BOARD 
Statement of Intent: The Conference Board is intended to serve as a communication support
and perform like a Business Partnership Committee. 
There shall be a Department Conference Board consisting of up to three (3) employees
named by the Union (one of whom may be the Business Representative) and up to three (3)
representatives from Management (one of whom may be a representative from Labor
Relations).  The Chief of Security, or their representatives, shall be present to the maximum
extent practicable, but any of the up to six (6) members may be replaced with an alternate
from time to time.  It is also agreed that either party may add additional members to its
conference board committee whenever deemed appropriate.  The Conference Board shall
only consist of members of the bargaining unit and Department(s) affected by the issue(s)
being discussed. 
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, etc. 
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 Security.   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. 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 23

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 section shall be construed to limit, restrict,
or reduce the management prerogatives outlined in this Agreement. 
The Conference Board shall provide an answer to those issues/questions brought before it
within a mutually agreed upon time. 

ARTICLE 2827 - TERM OF AGREEMENT: JULY 1, 2015 2018 TO JUNE 30, 20182021 
Wage rate effective dates shall be as provided for in Appendix A. I. - Pay Schedules.
Differentials as provided in Appendix A. II. B. 
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 effective date 
to June 30, 202118. 
PORT OF SEATTLE                    TEAMSTERS LOCAL UNION 
NO. 117/IBT 

STEPHEN P. METRUCK                 JOHN SCEARCY 
Executive Director                          Secretary-Treasurer 

Date                                       Date 
APPENDIX "A" 
I.      PAY RATES 
Effective 
07/01/1815 
Classification                   Service Time    Hourly Rate 
Credential Specialist*              Entry Level        23.44 $21.53 
12 months       25.36 $23.33 
24 months       27.84 $25.65 
36 months       29.79 $27.48 
5 years           30.68 $28.31 
8 years           31.57 $29.15 
12 years          32.50 $30.02 
16 years          33.46 $30.92 
Credential Center Receptionist    Entry Level       20.34 $18.63 
12 months       22.07 $20.25 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 24

24 months       23.15 $21.26 
36 months       24.26 $22.30 
5 years           25.47 $23.43 
8 years           26.73 $24.61 
12 years          29.71 $26.58 
16 years          30.13 $27.79 
*Credential Specialist Lead  5% premium over base rate of Credential Specialist per
years of service. 
Effective  January  July  1,  201816,  the  Credential  Specialist  and  Receptionist
classifications shall be increased by 3%$.43/hour. 
Pay rates are to be adjusted July 1, 201916 using 100% of the 201815 Seattle
Tacoma Bellevue Bremerton CPI U annual average, with a 0% minimum and a 6%
maximum. 
Pay rates are to be adjusted July 1, 202017 using 100% of the 201916 Seattle
Tacoma BellevueBremerton CPI U annual average, with a 0% minimum and a 6%
maximum, and 1% (market rate adjustment). 

II.      DIFFERENTIALS AND OTHER PAY CONSIDERATIONS 
A.     Shift Differential. Employees shall receive a shift differential of seven and one -
half percent (7.5%) over their regular rate when required to work second shift
and ten percent (10%) over their regular rate when required to work the
midnight (third) shift. 
B.     Overtime Rate. Overtime shall be paid at one and one -half (1) times the rate
of pay for the work performed. There shall be no compounding or "pyramiding"
of overtime pay.  "Hours of Work and Overtime" are covered in Article 13 (See
also Article 15, "Holidays"). 
C.     Severance. Should the need arise for a permanent reduction in force in a
classification covered by this Agreement, the Port agrees to meet with the
Union for the purpose of negotiating the effects of such decision.  Such impact
negotiations will include severance payments, if any, and timing and notice
period for said reduction. 



Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 25

APPENDIX "B" 
DRUG TESTING 
SUBSTANCE TESTS 
PREAMBLE 
While abuse of alcohol and drugs among our members is the exception rather than the rule,
the Teamsters Local Union No. 117 ID Access Employee's Negotiating Committee shares the
concern expressed by many over the growth of substance abuse in American society. 
The drug testing procedure, agreed to by labor/management, incorporates state-of-the-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 Testing.  Before an employee may be tested for drugs or
alcohol based upon reasonable suspicion, the Port must 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.      Managers shall be the department representative to authorize or approve
a drug/alcohol test. 
5.      The manager authorizing or approving a drug or alcohol test under this
Appendix B shall provide a written report to the Department Director and
to the employee, if requested, that documents the basis for ordering the
test under the reasonable suspicion standard.   The report shall be

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 26

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 employee. 
C.     The  Department  shall  also  have  the  discretion  to  order  any  entry  level 
probationary 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 by 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
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

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 27

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 chromotography/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
quantative 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. 
7.      Employees tested for alcohol shall be subject to the collection of a breath
sample(s), conducted as defined in E (9), to determine if current
consumption of alcohol is present. 
E.     Procedures to be used when the sample is given. The following 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
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: 

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 28

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
separately sealed and labeled. If the sample is taken at a location other
than the laboratory, it shall be stored in a secure and refrigerated
atmosphere. One (1) 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

Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 29

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. 
9.      All screening and confirmatory breath alcohol tests shall be conducted by
certified  breath  alcohol  technicians  and  in  accordance  with  the
procedures set forth in WAC 448. 
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) and the Departmental Grievance
Procedure. 
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
(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 (1) designated representative of the Chief, and the
employee. 


Port of Seattle / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 30

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 / Teamsters Local 117 Credential Specialists Collective Bargaining Agreement 
July 1, 2015  June 30, 2018  Page 31