Item No.:6d Attach 1 
Meeting Date:June 11, 2019 

GENERAL TEAMSTERS LOCAL UNION NO. 174 
Affiliated with the 
INTERNATIONAL BROTHERHOOD OF TEAMSTERS 
AND 
PORT OF SEATTLE 
MUTUAL AGREEMENT      Formatted:  Font: 16 pt, Bold
Formatted: Normal, Centered, Indent: Left: 
0", First line: 0"
JUNE 1, 2015 2018 THROUGH MAY 31, 202218   Formatted:  Font: 16 pt, Bold

TABLE OF CONTENTS 
TERMS OF AGREEMENT ................................ ................................ ................................ ................................ ........1 
PURPOSE OF THIS AGREEMENT ................................ ................................ ................................ ...................... 2 
TERMS OF AGREEMENT ................................ ................................ ................................ ................................ .. 1 
PURPOSE OF THIS AGREEMENT ................................ ................................ ................................ ................ 1 
SECTION 1 - RECOGNITION - DEDUCTIONS ................................ ................................ ....................... 2 
SECTION 2  MANAGEMENT RIGHTS ................................ ................................ ................................ ..... 2 
SECTION 3 - EXTRA AGREEMENTS................................ ................................ ................................ .......... 3 
SECTION 4 - DISCRIMINATION - PICKET LINES ................................ ................................ .............. 3 
SECTION 5 - EQUAL EMPLOYMENT ................................ ................................ ................................ ........ 3 
SECTION 6 - HOURS OF WORK - SHIFT PREMIUM  OVERTIME ................................ .......... 4 
SECTION 7 - SENIORITY ................................ ................................ ................................ ................................ ... 5 
SECTION 8 - TIME SHEETS AND CLOCKS ................................ ................................ ............................ 6 
SECTION 9 - INSPECTIONS - BULLETIN BOARD ................................ ................................ .............. 6 
SECTION 10 - UNIT WORK PRESERVATION ................................ ................................ ....................... 6 
SECTION 11 - TRANSFER OF RIGHTS ................................ ................................ ................................ ...... 7 
SECTION 12 - EQUIPMENT  OVERLOADING ................................ ................................ .................... 7 
SECTION 13 - MOONLIGHTING ................................ ................................ ................................ ................... 7 
SECTION 14 - JURY DUTY ................................ ................................ ................................ ............................... 7 
SECTION 15 - FUNERAL LEAVE ................................ ................................ ................................ .................. 8 
SECTION 16 - PAID SICK LEAVE - ................................ ................................ ................................ .............. 8 
SECTION 17  HOLIDAYS ................................ ................................ ................................ ............................... 9 
SECTION 18  VACATIONS - ................................ ................................ ................................ ....................... 10 
SECTION 19 - CLASSIFICATIONS - RATES OF PAY ................................ ................................ ...... 11 
SECTION 20 - HEALTH AND WELFARE, DENTAL, VISION, RETIREES' HEALTH
AND WELFARE AND LEGAL SERVICES TRUST FUND ................................ .............................. 13 
SECTION 21  PENSION................................ ................................ ................................ ................................ ... 15 
SECTION 22 - DISCHARGE AND SUSPENSION ................................ ................................ ................ 15 
SECTION 23 - SETTLEMENT OF DISPUTES ................................ ................................ ........................ 17 
SECTION 24-EXPEDITED ARBITRATION ................................ ................................ ............................ 20 
SECTION 25 - NATIONAL EMERGENCIES ................................ ................................ .......................... 21 
SECTION 26 - NO STRIKES OR PICKETING ................................ ................................ ........................ 21 
SECTION 27 - SAVINGS CLAUSE ................................ ................................ ................................ .............. 21 
SECTION 28  EXAMINATIONS ................................ ................................ ................................ ................. 22 
SECTION 29 - DEFERRED COMPENSATION ................................ ................................ ...................... 22 
SECTION 30 - LEAVE OF ABSENCE ................................ ................................ ................................ ........ 22 
SECTION 31  LABOR MANAGEMENT COMMITTEE ................................ ................................ . 23 
SECTION 32 - PERMANENT REDUCTION IN FORCE ................................ ................................ .... 23 
SECTION 33  EMPLOYEE DEVELOPMENT AND EDUCATION OPPORTUNITIES .... 25 
Attachment A ................................ ................................ ................................ ................................ ............................ 27 
Port of Seattle Paid Sick Leave Notification ................................ ................................ ................................ 29

APPENDIX A ................................ ................................ ................................ ................................ .......................... 30 
POS PORT CONSTRUCTION SERVICES ................................ ................................ ................................ 31 
LETTER OF UNDERSTANDING ................................ ................................ ................................ .................. 35 
TERMS OF AGREEMENT ................................ ................................ ................................ ................................ .. 1 
PURPOSE OF THIS AGREEMENT ................................ ................................ ................................ ................ 1 
SECTION 1 - RECOGNITION - DEDUCTIONS ................................ ................................ ....................... 2 
SECTION 2  MANAGEMENT RIGHTS ................................ ................................ ................................ ..... 2 
SECTION 3 - EXTRA AGREEMENTS................................ ................................ ................................ .......... 2 
SECTION 4 - DISCRIMINATION - PICKET LINES ................................ ................................ .............. 2 
SECTION 5 - EQUAL EMPLOYMENT ................................ ................................ ................................ ........ 3 
SECTION 6 - HOURS OF WORK - SHIFT PREMIUM  OVERTIME ................................ .......... 3 
SECTION 7 - SENIORITY ................................ ................................ ................................ ................................ ... 4 
SECTION 8 - TIME SHEETS AND CLOCKS ................................ ................................ ............................ 5 
SECTION 9 - INSPECTIONS - BULLETIN BOARD ................................ ................................ .............. 6 
SECTION 10 - UNIT WORK PRESERVATION ................................ ................................ ....................... 6 
SECTION 11 - TRANSFER OF RIGHTS ................................ ................................ ................................ ...... 6 
SECTION 12 - EQUIPMENT  OVERLOADING ................................ ................................ .................... 6 
SECTION 13 - MOONLIGHTING ................................ ................................ ................................ ................... 7 
SECTION 14 - JURY DUTY ................................ ................................ ................................ ............................... 7 
SECTION 15 - FUNERAL LEAVE ................................ ................................ ................................ .................. 7 
SECTION 16 - PAID SICK LEAVE - ................................ ................................ ................................ .............. 7 
SECTION 17  HOLIDAYS ................................ ................................ ................................ ............................... 9 
SECTION 18  VACATIONS - ................................ ................................ ................................ ....................... 10 
SECTION 19 - CLASSIFICATIONS - RATES OF PAY ................................ ................................ ...... 11 
SECTION 20 - HEALTH AND WELFARE, DENTAL, VISION, RETIREES' HEALTH
AND WELFARE AND LEGAL SERVICES TRUST FUND ................................ .............................. 12 
SECTION 21  PENSION................................ ................................ ................................ ................................ ... 13 
SECTION 22 - DISCHARGE AND SUSPENSION ................................ ................................ ................ 14 
SECTION 23 - SETTLEMENT OF DISPUTES ................................ ................................ ........................ 15 
SECTION 24-EXPEDITED ARBITRATION ................................ ................................ ............................ 18 
SECTION 25 - NATIONAL EMERGENCIES ................................ ................................ .......................... 19 
SECTION 26 - NO STRIKES OR PICKETING ................................ ................................ ........................ 20 
SECTION 27 - SAVINGS CLAUSE ................................ ................................ ................................ .............. 20 
SECTION 28  EXAMINATIONS ................................ ................................ ................................ ................. 20 
SECTION 29 - DEFERRED COMPENSATION ................................ ................................ ...................... 20 
SECTION 30 - LEAVE OF ABSENCE ................................ ................................ ................................ ........ 20 
SECTION 31  LABOR MANAGEMENT COMMITTEE ................................ ................................ . 21 
SECTION 32 - PERMANENT REDUCTION IN FORCE ................................ ................................ .... 22 
SECTION 33  EMPLOYEE DEVELOPMENT AND EDUCATION OPPORTUNITIES .... 23 
Attachment A ................................ ................................ ................................ ................................ ............................ 25 
Port of Seattle Paid Sick Leave Notification ................................ ................................ ................................ 27 
APPENDIX A ................................ ................................ ................................ ................................ .......................... 28 
POS PORT CONSTRUCTION SERVICES ................................ ................................ ................................ 29 
LETTER OF UNDERSTANDING ................................ ................................ ................................ .................. 33 
APPENDIX "A"................................ ................................ ................................ ................................ .................... 23 
ADDENDUM  PORT CONSTRUCTION SERVICES ................................ ................................ ............. 24 Formatted: Centered, Right: 0"


GENERAL TEAMSTERS LOCAL UNION NO. 174 
Affiliated with the 
INTERNATIONAL BROTHERHOOD OF TEAMSTERS 
and 
PORT OF SEATTLE 
June 1, 2006 2018  May 31, 202215 

TERMS OF AGREEMENT 
THIS AGREEMENT between PORT OF SEATTLE and Local Union No. 174 of the
International Brotherhood of Teamsters, shall be effective commencing June 1, 2015 2018 and
shall continue in force and effect through May 31, 202218, and also thereafter, on a year-to -year
basis, provided however, for the purpose of negotiating alterations in wages and other terms and
conditions of employment, either party may open this Agreement or any contract which is
continued on a year to year basis by giving written "Notice of Opening" not later than sixty (60)
days prior to the expiration date. "Notice of Opening" is in no way intended by the parties as a
termination of, nor shall it in anywise anyway be construed as a termination of, this Agreement
or any contract which is continued on a year to year basis nor as forestalling a year to year basis
as herein provided. 
Except by mutual written agreement, termination of this Agreement or any contract which is
continued on a year to year basis, must, to the exclusion of all other methods, be perfected by
giving written "Notice of Termination" not later than sixty (60) nor more than ninety (90) days
prior to the expiration date, whereupon the contract shall, on its expiration date, terminate.
Effective termination eliminates any agreement that was continued on a year to year basis. 
Any "Notice of Opening" or "Notice of Termination" given within sixty (60) days of any
expiration date shall be absolutely null and void and completely ineffective for all purposes. 
The parties understand and agree that the above does not preempt state law, nor does a
continuation of this agreement on a year to year basis thereafter provide a contract bar. 

PURPOSE OF THIS AGREEMENT     Formatted:  No underline
The purpose of this Agreement is to establish wages, benefits, and conditions of employment
which shall apply to Port employees who are represented by Teamsters Local No. 174, andNo.
174 and are employed in classifications referred to in this Agreement. The parties mutually
agree that there are special conditions relating to Port employment in consideration of the nature
of Port operations and in view of the Port's status as a municipal corporation which differ from
private industry. The parties agree that this Agreement represents the current industry
conditions.

1 .

SECTION 1 - RECOGNITION - UNION SECURITYDEDUCTIONS   Formatted:  Font: 12 pt
1.01 The Employer hereby recognizes, during the term of this Agreement, Local Union No. 174,
affiliated with the International Brotherhood of Teamsters, as the sole and exclusive bargaining
agency for all employees of the Employer whose job classification is set forth in this Agreement.
1.02 Pursuant to and in conformance with RCW 41.80, it is agreed that all employees coming under
the terms of this Agreement shall make application to join the Union within thirty (30) days
following employment or the date of signing of this Agreement, whichever is later, and must
maintain membership in good standing for the life of this Agreement and any renewal thereof.
The Employer shall discharge any employee as to whom the Union, through its Business Agent,
delivers to the Employer a written notice that such employee is not in good standing in
conformity with this Section. Further, any liberalization from the Union's point of view which
may be made in the Union Shop provision as defined in the Labor Management Relations Act,
either by Congressional Amendment or Judicial Decision shall be adopted by the parties and
made a part of this Agreement. "Good Standing" shall be defined as the tendering of uniformly
required dues and initiation fees. 
1.023 The Port agrees to deduct from the paycheck of each Union member covered by this Agreement
who has so authorized it by a signed notice submitted to the Port, the initiation fee, and regular
monthly dues. The Port shall transmit such fees to the Union once each month on behalf of the
members involved. 
1.034 Indemnification  The Union shall indemnify and hold the Port harmless against any and all
claims, demands, law suits or other forms of liability that shall arise out of or by reason of action
taken or not taken by the Port in reliance upon signed authorization cards furnished to the Port by
the Union, or for the purpose of complying with any provision of this Article. 
1.04 As per the requirements of RCW 41.56, the Port agrees to provide authorized representatives of
the Union thirty (30) minutes access to new bargaining unit employees within ninety (90) days of
notification of the new hire to the Union. It is agreed, that it shall be up to the Union to contact
the respective Department Manager to schedule a mutually agreeable time and location at the
worksite for the access to take place. It is further agreed that the Port is only obligated to
compensate the new employee for the time spent (thirty minutes) during regular working hours
during this scheduled access.         Formatted:  Font: Bold
SECTION 2  MANAGEMENT RIGHTS 
Subject only to specific provisions in this Agreement, the management of the facilities, the
direction of the work force, and all decision related thereto, shall be the exclusive right of the
Employer. 


2 .

SECTION 3 - EXTRA AGREEMENTS 
The Employer agrees not to enter into any agreement or contract with the employee, individually
or collectively, which in any way conflicts with the terms and provisions of this Agreement.
Any such agreement shall be null and void. 
SECTION 4 - DISCRIMINATION - PICKET LINES 
4.01  No employee shall be discriminated against for upholding Union principles, and any employee
who works under the instructions of the Union, or who serves on a committee shall not lose
his/her job or be discriminated against for this reason. 
4.02 It shall not be a violation of this Agreement or cause for discharge or permanent replacement for
any Port employee to refuse to cross a primary legal picket line, lawfully established, approved
by the Union party to this agreement, at the premises of another employer, in the performance of
his/her duties. 

SECTION 5 - EQUAL EMPLOYMENT 
5.01 The Port of Seattle is an equal opportunity employer. The Port embraces, and in fact relies on Formatted:  Not Highlight
having a diverse workforce. Every employee has the right to work in surroundings that are free
from all forms of unlawful discrimination. The Port and the Union will not engage in, or
tolerate, any discrimination in the workplace prohibited by local, state or federal law.
Specifically, no employee will be discriminated against because of race, color, creed, national
origin, ancestry, sex, pregnancy, gender identity, age (over 40), sexual orientation, religion,
military status, disability, marital status, political ideology, whistleblower status, use of workers'
compensation, Family Medical Leave Act (FMLA) use, Union affiliation, or any other category
protected by applicable federal, state, or local law. on the basis of his or her age, race, color, Formatted:  Not Highlight
national origin/ancestry, religion, disability, Family Medical Leave Act (FMLA) use, pregnancy,
sex/gender, sexual orientation, whistleblower status, marital status, military status, use of
workers' compensation, transgender status, political beliefs, Union affiliation, or any other
category protected by applicable federal, state or local law ("Protected Status"). 

5.02 The term "employees" as used in this Agreement includes both male and female employees
covered by this Agreement. In addition, wherever in this Agreement the masculine gender is
used, it will apply to the female gender as well. It is the intent of the bargaining parties to be fair
and equal to both genders. 


3 .

SECTION 6 - HOURS OF WORK - SHIFT PREMIUM  OVERTIME 
6.01(a) Five (5) consecutive days of eight (8) consecutive hours, Monday through Friday, inclusive with
the same starting and quitting times, during the work week per individual, shall constitute a
week's work, time to start when driver arrives at the garage. It is agreed that to provide
flexibility, starting time for first shift may commence before 8:00 a.m., but no sooner than 6:00
a.m. EXCEPTION : Port Construction Services and Marine Maintenance may, during the course
of the work week, change an employee's assigned starting time and quitting time provided the
starting times at each operation is different and the employee(s) is required to work at both
operations in the workweek. However , the amount shall not to exceed one hour. Drivers may be
assigned toassigned to a schedule consisting of four (4) consecutive days of ten (10) consecutive
hours, not including a thirty (30) minute unpaid lunch, either Monday through Thursday or
Tuesday through Friday. Day shift Drivers and/or helper shall not work before 6:00 a.m. except
for the Port paying pre-shift overtime. Any work performed before the regular starting time or
after the regular quitting time, shall be considered overtime and shall be paid for at the rate of
time and one-half. Saturday work shall be guaranteed eight (8) hours' work at the rate of time
and one-half. All Sunday work shall be guaranteed eight (8) hours work at the rate of double
time. When an employee reports for work, as directed, he/she shall receive a full day's pay.
(b) Direct site reporting: 
1. Drivers will direct report to established jobsites. 
2. Provision of a portable toilet and a heated and lighted job shack with
lunchroom shall constitute an established jobsite (Domicile) for the purpose of
this agreement. Domiciles will be established for a minimum of three days. 
(c)  Any starting time beginning four (4) hours or less, prior to 12:0l a.m. Sunday, shall be
paid at the rate of double time (2X) for the full shift. 
6.02 Each employee shall receive two (2) fifteen (15) minute paid rest periods during each shift, one
(1) to be scheduled each half shift. In event of post shift overtime in excess of one hour, each
employee shall receive an additional paid rest period of fifteen (15) minutes after the first (1 st) 
hour of work. 
6.03 Nightshift premium for all second shift work performed shall be one dollar ($1.00) per hour. It
is agreed that to provide flexibility, starting time for second shift may commence before 6:00
p.m. but no sooner than 2 :0 0 p.m. 
Third shift premium of one dollar fifty cents ($1.50) per hour shall be paid for all third shift
work. . It is agreed that to provide flexibility, starting time for third shift may commence before
11:00 p.m. but no sooner than 7:30 p.m. 

4 .

In computing overtime, for less than fifteen (15) minutes, fifteen (15) minutes shall be allowed;
for over fifteen (15) minutes and less than one-half (1/2) hour, one-half (1/2) hour shall be
allowed; for over one-half (1/2) hour and less than forty -five (45) minutes, forty-five (45)
minutes shall be allowed; for over forty-five (45) minutes and less than one (1) hour, one (1)
hour shall be allowed. 
6.04 Regular seniority employees shall have the semi-annual right, by seniority, to bid, if qualified,
shift choice. Semi-annual bidding shall be for January and June. If a regular seniority employee
bids for and is assigned to a shift, the employee shall remain assigned to that shift for a six (6)
month period as long as work is available on that shift. If such work is unavailable, the
employee shall return to his/her former shift. If such work again becomes available on the shift
that was bid, the employee shall return to that shift and remain on it until the end of the six (6)
month period. 
6.05 When an employee is called back to work after completion of the normal shift, such employee
shall receive a minimum of four (4) hours pay at the time and one-half (1-1/2) rate. 
SECTION 7 - SENIORITY 
7.01 The probationary period shall be one hundred twenty (120) work days of employment and shall
be completed within a twelve month period from the date of hire. Probation prevails prior
thereto. Prior to seniority and consistent with the Equal Employment Section, employees may be
laid off with or without cause. The employee's seniority date shall revert back to the first day
worked. 
7.02  Current employees who have achieved seniority, prior to January 1, 2006, shall not be required
to re-qualify. 
7.03 02 A copy of the current Seniority List shall be posted and also furnished the Union upon request. 
Seniority shall prevail in all layoffs and rehires. 
7.034 Regular seniority employees on layoff for thirty (30) days or less, to be eligible to be called for
work, must remain available and must provide a phone number where they may be contacted. 
Employees on temporary layoff must call in before 3:00 p.m. every Friday and advise concerning
availability for the following week. The employee shall be responsible for calling in between
2:30  3:00 p.m. the working day prior for all days made available on Friday. The Employer
may assume unavailability if employee fails to call as herein provided. 
7.045 If unavailable by phone, a regular seniority employee, laid off for thirty one (31) days or longer
shall be given written notice of recall when work is available by certified mail addressed to
his/her last known address on file with the employer with a copy to the local union. The
Employer may also call such employee to notify the employee of recall. Such employee must
report to work within three (3) work days after the date of recall; acknowledged and witnessed
by a Bargaining Unit member when the phone call is received, or receipt of the certified letter. It
shall be incumbent on this employee to notify the Department Manager in writing, return receipt
requested of change of address and phone number.
5 .

7.056 Employees elected or appointed to perform full-time Union duties shall retain, and continue to
accumulate, seniority for the period of time necessary to fulfill such full-time duties. Employees
must return to work within 90 days after leaving Union assignment or lose their seniority. 
7.067 Seniority shall be broken only by justifiable discharge, voluntary quit, failure to return to work
after recall under 6.05 or more than thirty-six (36) months' layoff. In the event of a lay-off, the
last employee hired shall be the first laid off and the last employee laid off shall be the first
recalled.

7.078  Notwithstanding section two (2) in the PCS addendum, pre-or post-shift overtime that is not an
extension of the normal workday will be assigned by seniority. Overtime on weekends and
holidays will be made available to the entire bargaining unit according to seniority. Extra
employees (emergency hires) shall not be employed to deprive regular seniority employees of
Saturday/Sunday overtime. Extra employees shall not be utilized to avoid full time employment
opportunities, except that seasonal type work shall not apply. Employees with emergency hire
status shall be placed on the seniority list only in compliance with Section 6.01. 
SECTION 8 - TIME SHEETS AND CLOCKS 
A daily time record shall be maintained by the Employer at its place of business.

SECTION 9 - INSPECTIONS - BULLETIN BOARD    Formatted:  No underline
9.01 Authorized agents of the Union shall have access to the Employer's establishment during
working hours for the purpose of adjusting disputes, investigating working conditions, and
ascertaining that the Agreement is being adhered to: provided, however, that there is no
interruption of the Employer's working schedule.
9.02 The Union shall have the right, when it deems there is a violation of this Agreement, to check the
Local No. 174 bargaining unit payroll records in regard to wages, pension, health and welfare, or
any other cost or fringe items, including overtime pay.
9.03 The Employer agrees to provide a locking glassed in bulletin board for the Union to use for
official postings. Communications on such boards are to be confined to business of the Union. 
Formatted:  Indent: Hanging: 0.88"
SECTION 10 - UNIT WORK PRESERVATION 
10.01 Work within the historical jurisdiction of Local No. 174's Port bargaining unit, if performed by
Port employees, shall be done by members of said bargaining unit. 
10.02 Th e Employer must not make unilateral changes in wages, hours, or other terms and conditions
of employment of unit employees, without prior good-faith consultation and bargaining with the
Union, concerning the effects of such changes. 
6 .

SECTION 11 - TRANSFER OF RIGHTS 
In the event that an Employer absorbs, purchases, or merges with another Employer, all wages
and vacation privileges shall continue and all other benefits under this Agreement shall prevail.
SECTION 12 - EQUIPMENT  OVERLOADING 
12.01 The Employer shall not require employees to take out on the streets or highways any vehicle that
is not in safe operating condition or equipped with the safety appliances prescribed by law. It
shall not be a violation of this Agreement, where employees refuse to operate such equipment,
unless such refusal is unjustified. Any employee involved in any accident shall immediately
report said accident and any physical injury sustained.
12.02 Adequate heaters and adequate defrosters and large mirrors will be installed in the cabs and on
the cabs of all trucks and tractors. The Employer agrees to make a reasonable and practical
effort to provide such equipment in all units now in service and keep them in good working
order. Trucks and Tractors purchased after January 1, 2006, shall be equipped with air
conditioning. 
12.03 In the event a driver loses his driver's license solely for the reason of overloading, the Employer
shall be responsible for all fines and all wages and benefits lost because of the overload.

SECTION 13 - MOONLIGHTING 
The Employer shall not employ, under this Agreement, any person who is regularly employed
full-time elsewhere; provided, however, this provision shall not apply to persons hired prior to
January 1, 2001. 

SECTION 14 - JURY DUTY 
14.01 When an employee covered by this Agreement is called upon for jury service in any municipal,
county, state, or federal court, he shall advise the Employer upon receipt of such call, and if
taken from his/her work for such service, shall be reimbursed, as provided herein, for any loss of
wages while actually performing such service; provided he/she exhibits to the Employer his/her
properly endorsed check and permits the Employer to copy the check or voucher he/she received
for such service. It is further agreed for the purpose of this subsection that employees on 2nd and
3rd shift will be treated as though on 1 st shift.
14.02 The amount the employee shall be reimbursed shall be determined by subtracting the amount
he/she received for such service from the amount he/she would have earned at his/her regular
straight hourly rate during the regular working hours he/she missed while performing such
service.
7 .

SECTION 15 - FUNERAL LEAVE 
If any employee covered by this Agreement suffers a death in the immediate family, such
employee shall be allowed three (3) days off with pay, regardless of what day the death may
occur, by payment of twenty-four (24) hours' pay at the straight-time hourly rate. Immediate
family shall be defined as a wife, husband, domestic partner as defined in the Port's HR-5, son,
daughter, mother, father, brother, sister, mother-in-law, father-in -law, and grandparents. Also
included are grandchildren and stepchildren, provided that they reside with the employee.
Funeral leave eligibility relating to the death of a mother-in -law or father-in -law is based upon
the requirement that the employee attends the funeral. Five (5) days paid leave will be granted if
the funeral is outside Washington State.Employees must attend the funeral to be elig ible. 
SECTION 16 - SICK LEAVEPAID SICK LEAVE - AGREED TO CALCULATE IN TO
WAGES 
16.01 Beginning the first of the month after the execution of this Agreement, regular seniority Formatted:  Justified, Indent: Left: -0.5",
employees shall begin accruing paid Sick Leave at the rate of .03846 hours per straight time hour Hanging: 0.5"
paid, not to exceed 80 hours per year. Sick Leave must only be used for scheduled work days.  Formatted:  Not Highlight
Formatted:  Justified, Indent: Hanging: 0.5"
16.02 Unused Sick Leave shall accumulate in a bank of no more than four hundred eighty (480) hours. 
However, additional sick leave may be accrued and utilized subject to the minimum
requirements of the Washington Paid Sick Leave Law. 
Unused, accrued, Sick Leave identified to meet the minimum requirements of the Washington
Paid Sick Leave Law, will be reinstated upon rehire within twelve (12) months.
Upon termination or retirement, employees with at least five (5) years of continuous service may
cash out their Sick Leave bank (within 480-hour limit) at 50% of the then current rate of pay. 
16.03. Sick Leave pay shall be payable at the rate of one (1) day's (eight (8) hours) pay per day at the
straight-time rate from the first (1 st) day of bona fide absences caused by illness or accident.   Formatted:  Superscript,  Not Highlight
The daily total of Sick Leave pay under this Section, and any disability payments that may be Formatted:  Not Highlight
provided and permissible by the Health and Welfare Plan under Section 20, shall not exceed the Formatted:  Not Highlight
daily contract rate under Section 19. Sick Leave is not to be paid for holidays.    Formatted:  Not Highlight
Formatted:  Not Highlight
16.04 An employee may use Sick Leave during approved workers' compensation time-loss periods to
supplement time-loss payments. Sick Leave supplements can be paid in amounts sufficient to
bring the total pay up to the normal bi-weekly rate when possible.
16.05 Emergency Hires shall be entitled to accrue and utilize paid sick leave in accordance with the
minimum requirements of the Washington Paid Sick Leave Law.
16.06 Washington Paid Sick Leave. The Port will identify the portion of paid Sick Leave that is Formatted:  Underline
available for use according to the minimum requirements of the Washington Paid Sick Leave 
Law (Attachment A) on each employee's paystub as "protected." This is not an additional
bank of paid Sick Leave.
8 .

As of January 1, 2018, employees are entitled to accrue one (1) hour for every forty (40) hours
worked to be identified for use for authorized purposes as defined below. Employees shall be
entitled to carry-over no more than forty (40) hours of the identified portion of paid Sick Leave 
into the following year. 
The Washington State Paid Sick Leave "protected" portion of an employee's paid Sick Leave  Formatted:  Justified
can be used for an absence resulting from an employee or family member's mental orphysical
illness, injury, or health reason; to accommodate a need for medical diagnosis, procedure, care,
or treatment; or need for preventative medical care. In addition, Sick Leave may be used for: 
Formatted:  Justified, Indent: Left: -0.38",
a qualifying FMLA or FCA absence,       Hanging: 0.88"
for absences that qualify for leave under the Domestic Violence Leave Act   Formatted:  Justified, Bulleted + Level: 1 +
Aligned at: 0.75" + Indent at: 1"
when an employee's work location has been closed by order of a public official
for any health-related reason, 
or, when an employee's child's school or place of care has been closed for a
health -related reason (not weather related).
Formatted:  Justified, Indent: Hanging: 0.38"
16.07 Employee's Manager may require a physician or health care provider's statement to justify use Formatted:  Justified, Indent: Hanging: 0.5"
of Sick Leave after an absence exceeding three (3) days. A physician's release is 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 longer than two weeks due
to illness, surgery, or an accident.
16.08 Family member, for Sick Leave purposes, is defined as a spouse or domestic partner and the
parents of children of the employee or their spouse or domestic partner; as well as the
employee's siblings, grandparents or grandchildren. 
An employee and their domestic partner must complete an Affidavit of Marriage/Domestic Formatted:  Justified, Indent: Hanging: 0.5",
Partnership.            Space After: 0 pt, Add space between
paragraphs of the same style, Line spacing: 
single, No bullets or numbering

SECTION 17  HOLIDAYS AGREED TO CALCULATE INTO WAGES 
17.01 Beginning the first of the month after the execution of this agreement, tThe following days shall
be recognized as unpaid holidays for all regular seniority employees: 
New Year's Day 
Martin Luther King's Birthday (3rd Monday in January) 
President's Birthday (3rd Monday in February) 
Memorial Day (last Monday in May) 
Independence Day 
Labor Day (1st Monday in September) 
Thanksgiving Day 
Day after ThanksgivingNative American Heritage Day (day after Thanksgiving)  Formatted:  Not Highlight
9 .

Formatted:  Highlight
Christmas Day 
Port-designated Floating Holiday        Formatted:  Highlight
Three (3) e Employee-designated Floating Holidays-Scheduled by mutual
agreement           Formatted:  Highlight
Formatted:  Highlight
17.02 Regular and extra employees who work on a recognized holiday shall be paid time and one-half
(1-1/2). No employee shall be called to work on a recognized holiday for less than a full day. 
17.03 When a recognized holiday falls on Sunday, the Monday following shall be considered the
holiday, or of it falls on a Saturday, the previous Friday shall be considered the holiday.
17.04 Beginning the first of the month, after the execution of this agreement, all regular seniority
employees shall be paid eight (8) hours straight-time pay for allsuch holidays not worked, 
regardless of which day in the week the holiday should fall upon . 
17.05 To be eligible for benefits under this section, employees must have worked the scheduled day
directly preceding the holiday, and the scheduled day directly after the holiday. Exceptions shall
be made for those employees on leave for authorized purposes as defined by the Washington
Paid Sick Leave Law.
Formatted:  Indent: Left: 0", First line: 0"

SECTION 18  VACATIONS - AGREED TO CALCULATE INTO WAGES 
18.01 Beginning the first of the month after the execution of this agreement, aAll regular seniority Formatted:  Indent: Left: -0.5"
employees who have been employed for a period of one year or more shall be allowed to take 
have unpaid vacations, as follows:
One week after one year 
Two weeks after two years 
Three weeks after five years 
Four weeks after nine years 
18.02 Beginning the first of the month after the execution of this agreement, Unpaid vacation accruals
shall be earned as follows: 
(a)  40 Hours Vacation: Based on the first day of employment, from the first full month to
and including the twelfth full month of continuous employment, regular employees shall
accrue unpaid vacation leave at the rate of .0192 hours per straight-time hour
compensated (.0192 x 2080 annual hours = 40 vacation hours per year).
80 Hours Vacation: From the twenty fourth full month to and including the forty-eighth
full month of continuous employment, regular employees shall accrue unpaid vacation
leave at the rate of .0385 hours per straight-time hour compensated (.0385 x 2080 annual
hours = 80 vacation hours). 
10 .

(b) 120 Hours Vacation: From the sixty first fullfirst full month to and including the ninety
sixth full month of continuous employment, regular employees shall accrue unpaid
vacation leave at the rate of .0577 hours per straight-time hour compensated (.0577 x
2080 annual hours = 120 vacation hours 
(c) 160 Hours Vacation: From the ninety seventh full month to and including the one
hundred eightieth full month of continuous employment, regular employees shall accrue
unpaid vacation leave at the rate of .0770 hours per straight-time hour compensated
(.0770 x 2080 annual hours = 160 vacation hours).
18.0 3 Unpaid vVacations shall be scheduled in accordance with seniority with the understanding that
in the case of employees entitled to three (3), or four (4), or five (5) weeks' unpaid
vacationweeks' vacation, not less than two (2) weeks shall be scheduled consecutively in
accordance with seniority, and the remaining earned unpaid vacation time by mutual agreement
between Employer and employee. 
18.0 4 Vacation lists shall be posted . 
18.05 Shared Leave. Employees may participate in the Port of Seattle's Shared Leave Program as  Formatted:  Underline
outlined in HR-5. The Port may change or modify its Shared Leave Program. It is further
agreed that content of the program itself, program administration, and any determinations made
under the program shall not be subject to any other provisions of this Labor Agreement or to
negotiation by the Union. 
18.0 5 After the first (1st) year of continuous employment, a total lapse of service of two hundred (200)
hours or less per anniversary year because of bona fide illness or layoff shall not disqualify a
regular seniority employee for full unpaid vacation benefits. Where such lapse of service
exceeds two hundred (200) hours per anniversary year, unpaid vacation for that year shall be
prorated, based upon actual weeks of service, provided that this shall not change the employee's
last anniversary date of employment. Compensable time shall be considered time worked (i.e.,
vacations, holidays, overtime, etc.) and shall not be used in computing lapse of service. 

SECTION 19 - CLASSIFICATIONS - RATES OF PAY 
19.01 Additional classifications that apply to PCS are noted in the PCS addendum. 
(a) WAGE SCALE 
Effective on the first of the month following the execution of this agreement,   Formatted:  Justified
Wage rates shall be the following:         Formatted:  Justified, Indent: First line: 0"
Formatted:  Justified
Truck Driver       $33.87 
Dump Truck 
Hostler 
11 .

Effective on the first of the month, twelve (12) months following the execution of this Formatted:  Justified, Indent: First line: 0"
agreement, Wage rates shall be the following: 
Formatted:  Justified
Truck Driver       $35.02 
Dump Truck 
Hostler 
Effective on the first of the month, twenty -four (24) months following the execution of
this agreement, Wage rates shall be the following: 
Truck Driver       $36.32 
Dump Truck 
Hostler 
Crew Chief Differential shall be eight and one half (8 ) percent above the regular driver Formatted:  Indent: First line: 0"
hourly rate of pay. 
Formatted:  Indent: Left: 0", First line: 0"
Effective June 1, 2015 
Truck Driver        80% of combined AGC
Dump Truck       Wage & Pension increase
Hostler

Effective June 1, 2016 
Truck Driver       80% of combined AGC
Dump Truck       Wage & Pension increase
Hostler

Effective June 1, 2017 
Truck Driver       80% of combined AGC
Dump Truck       Wage & Pension increase
Hostler
(b) The Port shall have the ability to recover up to 20% of the combined AGC hourly wage
and pension rate, to maximum of $1.82. 
If the AGC has no combined wage and pension increases, employees shall not be subject
the 20% decrease. 

Based on the above, if the Port is unable to recover the entire $1.82 the remaining  Formatted:  Normal, Left, Indent: Left: 0",
amount shall be recovered in the successor Labor Agreement.     Tab stops: Not at 0.5"

12 .

(c) (b) The seven (7) most senior employees shall be guaranteed a full week's work,
subject to the following: When a full week guarantee position is vacated by justifiable
discharge, death or a voluntary quit including retirement, the position will be filled as a
full week guarantee position by the next most senior employee if a non-guaranteed,
seniority employee has worked at least 1385 hours (66.6% of a FTE) during the prior 12
months. 

EXCEPTION, for the period beginning June 1, 20185 through May 31st, 20st, 202218 
the above seven (7) shall be reduced to Four (4). Beyond May 31st, 202218, the
contractual seven (7) positions will apply for the sole purpose of negotiations. However,
it is agreed to by the Union and the Port that four (4) positions shall be the status quo.
The parties agree that increasing the positions from four (4) to seven (7) is not arbitrable
during the contract opening period through conclusion of the negotiation process).
Regular employees hired after the signing of this agreement who are laid off shall have
the right of first (1st) call by seniority for any available extra work. 
19.0 2 When a driver makes a trip which necessitates his/her being away from home overnight, he/she
shall be compensated for reasonable expenses in accordance with the Port's Accounting and
Financial Reporting Policy, AC-2. , subject to paid receipts including meals and lodging. 
SECTION 20 - HEALTH AND WELFARE, DENTAL, VISION, RETIREES' HEALTH
AND WELFARE AND LEGAL SERVICES TRUST FUND 
20.01 EFFECTIVE June 1,  2011, 20195, the employer shall pay into the Washington Teamsters Formatted:  Justified, Indent: Left: -0.5",
Welfare and the Western Conference of Teamsters Legal Services Trust for every Employee Hanging: 0.5"
covered by this agreement who was compensated for sixty (60) hours in the previous month, the
following: 
Formatted:  Justified, Indent: Hanging: 0.94"
(a) Health & Welfare  the sum of $of $1,433.00307.90 (including Domestic Partner Formatted:  Justified, Indent: Hanging: 0.5"
Coverage) for benefits under the plan A with the following options: 
Formatted:  Justified, Indent: Hanging: 0.94"
With an additional $15,000 Life & AD&D & $1,500 Dependent Life at $4.40 per month 
With an additional $ 400.00 weekly time loss at $186.00 per month. 
With an additional 9 month medical waiver at $11.40 per month.
Total per month ______________________________________________ 
$1,466.80339.70 
Effective on the first of the month after the execution of this agreement, each employee Formatted:  Justified, Indent: First line: 0"
eligible for benefits in any month under this section shall contribute thirty dollars
($30.00) to the cost of the Health & Welfare monthly premium. 
Formatted:  Justified

13 .

Effective on the first of the month, twelve (12) months after the execution of this
agreement, each employee eligible for benefits in any month under this section shall
contribute fifty dollars ($50.00) to the cost of the Health & Welfare monthly premium. 
Effective on the first of the month, twenty-four (24) months after the execution of this
agreement, each employee eligible for benefits in any month under this section shall
contribute seventy-five dollars ($70.00) to the cost of the Health & Welfare monthly
premium.
Formatted:  Indent: Left: 0", First line: 0"
(bB) Retiree's Health & Welfare  The following amounts per month for benefits under Plan
RWT  Plus. 
Effective January June 1, 20195  $94.85 
Effective Juneanuary 1, 202016 $TBD 
Effective Juneanuary 1, 202117  $TBD 
Effective January 1, 2018  $TBD 
Formatted:  Indent: Left: 0", First line: 0"

(cC) Dental  the sum of $132.70 (including Domestic Partner Coverage) per month for
benefits under "PLAN A." 
(dD) Vision  the sum of $175.310 (including Domestic Partner Coverage) per month for
benefits under the "EXTENDED PLAN." 
Formatted:  Indent: Left: 0", First line: 0"
(eE) Legal Services  the sum of $ 25.9517.30 per month for benefits under the "WESTERN
CONFERENCE OF TEAMSTERS LEGAL SERVICES PLAN." 
The Employer shall maintain the current level of all benefits listed above during th e term
of this agreement. 
20.02 Payments required under any of the foregoing provisions shall be made on or before the tenth
(10th) day of the month. Upon Union request, copies of all transmittals, pertaining to benefits
under this section shall be posted on the bulletin board. 
20.03 If the Employer is delinquent in payments, the Employer shall be liable for the payment of any
claims incurred by Employees or dependents during such delinquency. If delinquent, the
Employer may be notified by the Union and, thereafter, shall have five (5) days to pay the
amount due. If payment is not made by the end of five (5) days, the Union may, without liability
therefore; implement any economic persuasion deemed expedient and such shall not be a
violation of this agreement. 
20.04 The Health & Welfare, Retiree's Health & Welfare and Legal Services Trust agreements are by
reference, incorporated herein and deemed a part thereof as though fully set forth. The Employer
agrees to abide by terms of any successor Trusts. 
14 .

20.05 Employer agrees to execute necessary Trust forms and maintain above benefits and new benefits,
consistent with uniform Trust directives. 
20.06 At any time during the term of this agreement, if the benefits provided by Washington Teamsters
Welfare Trust and the Western Conference of Teamsters Legal Services Trust become subject to
an excise penalty, the parties agree to meet and discuss the impact. 

SECTION 21  PENSION 
21.01 EFFECTIVE JUNE 1, 201809, based on May hours, the Employer shall pay th e amounts listed
below per hour into the Western Conference of Teamsters Pension Trust on account of each
member of the bargaining unit for every hour for which compensation was paid. Allocated as
follows: 
Effective Date   Basic   Peer 80   Total   Formatted:  Font: Bold
Contribution    Contribution   Formatted: Normal, Centered, Indent: Left: 
0", First line: 0"
June 1, 2015TBD  $ 8.6310.03  $ 1.4265  $ 10.051.68 
(a) Eight dollars sixty threeTen dollars and three cents ($ 8.6310.03) per hour to the basic
plan of benefits. 
(b) One dollar forty-two and sixty -five cents ($ 1.42)65 per hour to the Program for
Enhanced EarlyRetirement (PEER 80.) 
It is understood that the PEER (80) contribution will not be taken into consideration for
benefit accrual purposes under the Pension Plan. Also, the PEER (80) rate must always
be sixteen and one-half percent (16.5%) of the basic rate (rounded to the nearest cent) and
may not be decreased or discontinued (unless directed by the Pension Trustees.) 

21.02 EFFECTIVE UPON RATIFICATION, the bargaining unit shall have the ability to divert wages
to pension. All pension payments shall be made in accordance with Western Conference of
Teamsters Pension Trust rules. 

21.03 EFFECTIVE JUNE 1st of each contract year, the bargaining unit shall have the ability to divert
wages to pension. The union shall provide the Port a minimum sixty (60) days advance written
notice of such diversion. All pension payments shall be made in accordance with Western
Conference of Teamsters Pension Trust rules. 
SECTION 22 - DISCHARGE AND SUSPENSION 
22.01 Warnings, suspensions, or discharges not in accordance with the provisions of this Article are
null and void.

15 .

22.02 No regular seniority employee(s) shall be warned or suffer suspension or discharge except for
just cause and in strict accordance with the provisions of this Article and such must be in writing
and dated.
22.03 As a condition precedent to any suspensions or discharges, the Employer must have given the
employee a written warning notice wherein facts forming the grounds of Employer
dissatisfaction are clearly set forth. The facts therein set forth must be of the same type as those
upon which the suspension or discharge is founded. Warnings, suspensions, or discharges must
be given by registered or certified mail or personally with a written acknowledged receip t.
22.04 Copies of all warning notices, suspensions, or discharges shall immediately be forwarded to the
Union.
22.05 Warning notices, Warning notices must be issued within ten (10) working days (e.g. Monday  
Friday, excluding holidays) of the date the Port knew or reasonably should have known of any
given incident. 
Ssuspensions and discharges, except as hereinafter provided, must be issued within ten
(10) working days (e.g.Monday  Friday, excluding holidays) of the the Loudermill 
Hearing, which, shall take place within ten (10) days (e.g. Monday  Friday, excluding
holidays) of the date the Port knew or reasonably should have known of any given
incident. Warning notices, suspensions and discharges not issued within the ten (10)
working day limitation s as defined above, are null and void. The day of receipt shall be
excluded in the ten (10) working daylimitations as defined above (e.g. Monday  Friday,
excluding holidays) time limitation. Prior to a timely suspension or discharge being
issued, a Loudermill hearing must be scheduled. Warning notices shall be null and void
and incompetent evidence under the provisions of this Agreement after nine (9) months. 
Upon mutual agreement the Parties may extend the time guidelines in 22.05 . 
22.06 EXCEPTION: Warning notices are not necessary if the grounds are for: 
1. Ddishonesty           Formatted:  Numbered + Level: 1 +
2. Harassment and/or discrimination based upon a protected status referenced in Section Numbering Style: 1, 2, 3,  + Start at: 1 +
Alignment: Left + Aligned at: 0.5" + Indent at:
5.             0.75"
3. Rrecklessness,--Defined in Black's Law Dictionary. 
4. Ccarrying unauthorized passengers while operating Employer's vehicles. 
5. P, possession, sale or use of dangerous drugs or narcotics or drinking related to
employment. 
6. Fighting or striking another person. 
7. Insubordination. 
8. Theft (stealing time, materials, money, or equipment) 
1.9.  or other aActions involving willful misconduct. 
In no event shall a notice of intent to dDischarges or suspendsions under these exceptions
must be executed more than ten (10) working days within five (5) days of thefollowing Formatted:  Not Highlight
the Employer's knowledge of the occurrence of the incident forming the grounds.
16 .

However, if the Employer's knowledge of the incident is not immediate, a discharge or
suspension founded thereon must be executed within five (5) days of the time the
Employer acquired knowledge of same, but Iin no event shall a suspension or discharge
be executed more than sixty (60) days following the incident, except for dishonesty for
which there is no time limitation, and for instances of harassment or discrimination
actionable under RCW 49.60 which occur after the ratification and signing of this
agreement, for which a nine (9) month limitation applies. Circumscription of dishonesty
is: stealing time, materials, money, or equipment.
22.07 Discharges or suspensions under the foregoing exceptions must not be founded on evidence
secured directly or indirectly through entrapment. Further, except for surveillances by on-duty
officers of the law, discharges or suspensions, under these exceptions, based on reckless driving
must not be founded upon evidence secured directly or indirectly through surveillance.
22.08 Any employee(s) has the right to request an investigation, by the Union, of any warning notice,
suspension, or discharge provided such request is made within ten (10) working days (e.g.
Monday  Friday, excluding holidays) of receipt of same; otherwise the right to request an
investigation is waived. The day of receipt of a warning notice, suspension, or discharge shall be
excluded in figuring time. If the tenth (10th) day falls on a Saturday, Sunday, or holiday, the
next following normal day of work shall be considered the tenth (10th) and last day.
22.09 Grievances arising as a result of any such investigation shall be settled in accordance with the
provisions of the Settlement of Disputes Article.
SECTION 23 - SETTLEMENT OF DISPUTES 
23.01 The right to process and settle grievances is wholly, to the exclusion of any other means
available, dependent upon the provisions of this Article. The Union and Employer agree to act
promptly and fairly in all grievances. 
23.02 The existing wage structures are not to be subjected to the provisions of this Article for
determination or alteration. 
23.03 The Union shall not be required to press employee grievances, if, in the Union's opinion, such
lack merit. With respect to the processing, disposition, and/or settlement of any grievance,
including hearings and final decisions of Boards and Arbitrators, the Union shall be the exclusive
representative of the employee(s) covered. 
23.04 Employees, whether Union members or not, shall have no independent unilateral privilege or
right to invoke grievance procedures or to complain against the Union for failing or refusing to
do so unless the Union is guilty of arbitrary or wrongful conduct and/or bad faith in its
responsibilities of fair representation.
23.05 The processing, disposition, and/or settlement by and between the Union and the Employer of
any grievance or other matter shall, except as in the preceding paragraph provided, be absolute
and final and binding on the Union and its members, the employee(s) involved and the
Employer.Likewise, as to hearings and the final decisions of a Board or Arbitrator. 
17 .

23.06 A Board or Arbitrator shall have no power to add to or subtract from or to disregard, modify, or
otherwise alter any terms of this or any other agreement(s) between the Union and Employer or
to negotiate new agreements. Board and/or Arbitrator powers are limited to interpretations of
and a decision concerning appropriate application of the terms of this Agreement or other
existing pertinent agreement(s), if any. Board and Arbitrator decisions shall be subject to
provisions of applicable existing laws, including Court and PERC decisions, and executive or
administrative orders and/or regulations. Executive or administrative policies shall also prevail
unless in conflict with this Agreement.
23.07 Failure to abide the final decision of a Board or Arbitrator shall be a violation of this Agreement.
The Union or Employer may, if deemed expedient, seek Court enforcement of any final
decisions of a Board or Arbitrator.
23.08 STEP ONE: Should a matter coming to the knowledge of the Union or Employer, give rise to a
grievance, such shall be submitted to the Union, by the Employer, or to the Employer, by the
Union. The submissions must be in writing. The written document shall describe the incident
involved, the provision of the Agreement alleged to be violated, andthe remedy requested. 
Thereafter, the Union and Employer shall diligently seek to reach a fair informal settlement
within three (3)() working days. Grievances arising under the Discharge and Suspension Article
must be submitted to the Employer within ten (10) working days of the notice of warning,
suspension or discharge, otherwise same are barred. Grievances arising under all other Articles
must be submitted within forty fiveforty-five (45) calendar days of when the employee knew or Formatted:  Not Highlight
should have known of the incident giving rise to the grievance. Within ten (10) working days of Formatted:  Not Highlight
receipt of the grievance, the non-grieving party shall furnish a written response to the grievance.
During that time, the Union and the Employer shall dilig ently seek to reach a fair informal
settlement. If a grievance is not appealed to the next step within the specified time limit, it shall
be considered withdrawn without prejudice. 
23.09 STEP TWO: If an informal settlement is not reached, pursuant to theten (10) working days 
provision of Step One above, the matter shall thereafter be submitted in writing to the Union by
the Employer or to the Employer by the Union with a request for a Board of Adjustment hearing.
Within five (5)ten (10) working days of this submission and request, the Board shall be created 
and the hearing shall be held within thirty (30) calendar days. Such shall consist of two
appointees by the Union and two by the Employer or Employer Association, if any. The Board
shall have, except as herein otherwise provided, jurisdiction for the duration of the grievance. 
A.  Compensatio n, costs, fees, or other remuneration, if any, for Board members must be
derived solely from the appointing party. Board members, by acceptance of their appointments,
agree to the provisions of this Article. 

23.10  STEP THREE:B. The Board must hold a hearing within ten (10) days of its creation. The
hearing shall not be public. The Union and the Employer may be represented as desired and
each may have a reporter, if desired. 

18 .

23.101 The Union and Employer shall each have the privilege of making an opening statement, such
may be oral or typewritten and may be made by Board members.
The Union and Employer must be accorded fair and reasonable opportunity to be heard, present
evidence, both documentary, including affidavits, and oral by Board members or others and also
afforded liberal examination and cross-examination privileges in order to fully and accurately
develop the facts. The Employer shall, when requested by a Board member and when
practicable, make employees available as witnesses without loss of pay. Witnesses shall be free
of restraint, interference, coercion, discrimination, or reprisal. The Board may, from time to
time, by majority vote, provide reasonable continuances and postponements of the hearing(s) as
deemed appropriate.
23.112If the Board is able to reach a majority decision, it shall within fourteen (14)ten (10) working 
days of termination of the hearing(s) render a final typewritten decision. Such shall be dated and
subscribed by all concurring Board members and a notation made of the dissenter, if any. The
decision shall contain orderly and concise Findings of Fact. Copies, in duplicate, of all final
decisions shall be forthwith forwarded to the Union and Employer and the original shall be
delivered to the Union for filing and preservation. 
23.123In the event of death or other disqualification or unavailability of a member of the Board of
Adjustment, a replacement may be made consistent with initial appointment provisions. 
23.134STEP FOURTHREE: If within two (2)ten (10) working days of termination of the hearing(s),
provided in Step ThreeTwo, the Board has failed to agree on disposition, the matter shall be
submitted to Arbitration. The Employer and Union may not take economic action
commensurable with arbitration. The Board may, by majority vote, select an Arbitrator. If the
parties are unable to agree on the selection of an arbitrator within ten (10) days, the parties shall
immediately request the Federal Mediation and Conciliation Service submit a panel of eleven
(11) arbitrators. The parties shall flip a coin to determine who strikes the first name, the other
party shall then strike a second name, and the parties shall continue to strike alternately until one
(1) name remains. The remaining person shall be the arbitrator. The arbitrator shall be notified
of his/her selection requesting that he set a time and place, subject to the availability of the
Employer and Union representatives. The Employer and Union may not take economic action
commensurable with arbitration. If the Board fails to agree upon an Arbitrator, a list, for such
purpose, of five names shall be secured from the Federal Mediation and Conciliation Service and
there from each Board member shall strike one name; the remaining name shall be the Arbitrator. 
23.145STEP FIVEFOUR: Within ten (10) working days of his/her selection, unless otherwise agreed,
the Arbitrator shall hold a hearing. The hearing shall not be public. The Arbitrator shall afford
the Union and the Employer liberal rights to present evidence, exhibitory, documentary
(including affidavits) and by witnesses, and to examine and cross-examine witnesses. The Union
and Employer may be represented as individually desired and each may have a reporter with or
without a recorder. Upon the Arbitrator's or Union's request or Employer's desire, and when
practicable, the Employer shall make employees available as witnesses. All employee witnesses
shall be free of restraint, interference, coercion, discrimination, or reprisal and, in wages, shall be

19 .

kept whole. The Arbitrator's jurisdiction shall endure to final decision, excep t as herein
otherwise provided. 
23.156STEP SIXFIVE: At the conclusion of the hearing(s), an oral decision may be rendered. Within
fourteen (14)ten (10) working days of the termination of the hearing(s) the Arbitrator shall render
his/her final typewritten decision which shall be dated and which shall include orderly and
concise Findings of Fact. Copies of the final decision shall, in duplicate, be furnished the Union
and Employer and the original shall be delivered to the Union for filing and preservation. 
The Arbitrator shall have power to and may, from time to time, provide reasonable continuances
and postponements of the hearing(s) as deemed appropriate or as agreed by the Union and
Employer. 
23.167Fee for Arbitrator shall be shared equally by the Union and Employer. If the Union and
Employer agree that a shorthand, stenotype or other reporter should take the proceedings, the
costs incidental thereto shall be shared equally and each shall have access to the record. If the
Union or Employer provide their own separate means for recording the proceedings such shall
not, as a matter of right, be available to the other. Except as provided for in Sections 22.10 and
22.15, each party will bear its own costs of presenting grievances and/or arbitrations under this
agreement, including attorney fees. 
23.178In the event of death or other disqualification or unavailability of the Arbitrator, a replacement
may be made consistent with initial Arbitrator appointment provisions and, in such event, no fee
shall be due the displaced Arbitrator. 
23.189Arbitrators agree, by accepting the position of Arbitrator, to abide and be bound by the
provisions of this Article. 
23.19 Time Limit Extension. The time limits specified in Section 23 may be extended by mutual
agreement between the Employer and the Union.
SECTION 24-EXPEDITED ARBITRATION 
24.01 Scope - The Company and the Union may mutually agree that in lieu of the procedures outlined
in Section 22 of this Agreement, the parties may elect to arbitrate any grievance through the
expedited arbitration procedure set forth in this Section .
24.02 Arbitrator Selection Procedure - A neutral arbitrator shall be selected by mutual agreement, If the
agreed upon arbitrator cannot hear the case within twenty (20) working days, the case will be
assigned to the arbitrator who can hear the case on the earliest date. 
24.03 Hearing Procedures 
(a)  The Company and the Union agree to provide each other with any relevant and requested
information. 

20 .

(b) No attorneys shall be allowed to be present at the hearing unless they are called as a
witness. 
(c) Each party will be limited to a maximum of two hours of presentation time. This
includes an opening statement, direct, cross-examination, redirect and recross of
witnesses, and any summation or oral argument. 
(d) No written briefs may be filed. 
(e) No transcripts will be taken.          Formatted: Tab stops: 0.5", Left + Not at 
0.44"
(f) The hearing shall be conducted without formal rules of evidence. 

24.04 Decision and Effect 
(a) Decisions will be rendered by the arbitrator at the close of the hearing if possible, but in
any event no later than five working days after the close of the hearing, unless otherwise
agreed to. 
(b) All decisions of the arbitrator will be final and binding, as if they had been heard and
decided under the arbitration procedure specified in Section 22. Fee for Arbitrator shall
be shared equally by the Union and Employer.

SECTION 25 - NATIONAL EMERGENCIES 
25.01 In the event of war, declaration of emergency, imposition of civilian wage controls by the U.S.
Government during the life of this Agreement, either party may reopen the same upon thirty (30)
days' written notice and request renegotiation of matters dealing with wages and hours. 
25.02 If governmental approval of revisions should become necessary, all parties will cooperate to the
utmost to attain such approval. The parties agree that the notice provided herein shall be
accepted by all parties as compliance with the notice requirements of applicable law. 
SECTION 26 - NO STRIKES OR PICKETING 
26.01 In recognition of the Port's status as a municipal corporation, there shall be no strikes, lockouts,
picketing, work stoppages or similar activities to impede Port operations.

SECTION 27 - SAVINGS CLAUSE 
27.01 Should any Article or provision of this Agreement or Letter(s) of Understanding be rendered
invalid or compliance therewith restrained, the application of other Articles or provisions shall
not be affected thereby. 
21 .

27.02 In such event, the parties shall enter into immediate negotiations seeking a mutually satisfactory
replacement.

SECTION 28  EXAMINATIONS 
28.01 All costs of employee examination(s) required by any governmental act, regulation or agency
shall be paid by the Employer and employee(s) shall be compensated at straight-time for all time
thereby consumed. 
28.02 The Employer may select a physician. If the employee chooses to go to a physician other than
the physician selected by the Employer, the Employer will pay no more than is required by
physician selected by Employer. Time off will also be paid based on such time off that would be
required if employee went to the physician selected by the employer. 
SECTION 29 - DEFERRED COMPENSATION 
As provided below in this article, regular employees shall be eligible for participation in the Port
of Seattle's Deferred Compensation Plan as revised. Eligibility and participation of said
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
any other provisions of this Labor Agreement or to negotiation by the Union. 
SECTION 30 - LEAVE OF ABSENCE 
30.01 Leave of Absence Up to Thirty (30) Days - Employees may be granted a personal leave of
absence without pay not to exceed thirty (30) days provided that no leave of absence be granted
for the purpose of obtaining other employment. Each request will be considered on its own
merits. The factors to be considered by Management shall include: the length of the requested
leave, the employee's length of service, and the effects of such a leave on operational efficiency. 
30.02. Extended Leave of Absence - A seniority employee may receive one (1) six month personal
leave of absence without pay within each five (5) year period of employment. The total number
of seniority employees granted such leave of absence during any six (6) month period shall be
limited to two (2) employees. Each request will be considered on its own merits. The factors to
be considered by Management shall include: the length of the requested leave, the employee's
length of service, and the effects of such a leave on operational efficiency. 
30.03. Application for Leave - An employee shall submit a request for leave of absence on an
authorized Port form. To show that approval is granted, leave of absence requests must be signed
by an appropriate Manager. The Manager shall provide a copy of the approved form to the
employee and the Union. 
30.04. Employees will have return employment rights following a six (6) month leave of absence at the
current rate of pay. However, if a reduction in force should occur during the period of leave, the
22 .

returning employee would be subject to the action that would have taken place if the employee
had remained at work. 
30.05 Seniority Status on Leave - An employee returning from an unpaid leave of absence shall suffer
no loss in seniority. 
Leaves of absences for periods greater than those outlined above may be granted to employees
who are unable to work due to documented medical reasons. Nothing in this section in intended
to limit an employee's opportunities for leave as provided by the Family Medical Leave Act. 
30.06 Paid Family Leave. The Port shall have full discretion on meeting the requirements of the
Washington Paid Family and Medical Leave Act (e.g. State plan, 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. The Port agrees to provide advance notice of how the Port intends to
comply, and when and if there are any changes to the Union as soon as possible. Regardless of
the plan selected by the Port, employees shall not be required to contribute more than the law
will allow. 
30.07 Paid Parental Leave. The Port shall continue to provide Paid Parental Leave to members of this Formatted:  Justified, Indent: Left: -0.5"
bargaining unit. Eligibility, participation, and terms of the Paid Parental Leave shall be provided Formatted:  Underline
to the bargaining unit members as outlined in Port policy HR-5. The Port may change or modify
its Paid Parental Leave policy and/or procedures. If the Port desires a change/modification the
Port agrees to provide the Union with advance written notice. In the event a bargaining unit
member made application for Paid Parental Leave prior to the written notice of
change/modification and said change/modification was to eliminate or shorten Paid Parental
Leave, said employee will be allowed Paid Parental Leave in existence at the time of their
application.            Formatted:  Font: Not Bold, No underline, Not
Strikethrough
SECTION 31  LABOR MANAGEMENT COMMITTEE 
At the request of either the Port or the Union, the other party agrees to meet on an informal basis
outside of the grievance procedure to discuss issues of mutual concern including but not limited
to : implementation of new projects, new equipment, and questions of interpretation and
administration of this agreement. Any understandings or agreements reached as a result of such
meetings shall be reduced to writing and signed on behalf of the Port the Union or such
understandings shall be null and void. 

SECTION 32 - PERMANENT REDUCTION IN FORCE 
32.01 Notice and Meeting 
1. When a permanent reduction in work force is anticipated, the Port shall inform the Union
in writing and shall meet and discuss the impact of the anticipated reduction in work force. 

23 .

2. The Port shall provide detailed information to the Union as to the nature of these changes
and shall make its best effort in estimating the number of seniority positions that will be
permanently reduced. 
3.  The Port shall consider in good faith all proposals by the Union to mitigate the impact of
the anticipated reduction in work force, including but not limited to alternative
configurations and/or more efficient utilization of existing bargaining unit employees, and
the placement of affected employees in other positions at the Port outside of the bargaining
unit. 
4. All seniority employees have the right to volunteer to surrender their seniority rights and
accept the severance benefits provided under the article if it is determined that permanent
reductions will occur. If more volunteers request severance than there are permanent
reductions, the most senior employee will have preference in exercising this option. If there
are more permanent reductions than volunteers requesting severance, the least senior
employees will be laid off first. 
32.02  Options for Seniority Employees 
Employees subject to layoff will be provided 30 calendar days' notice. During this time,
employees will be provided benefits' counseling from the Port's Human Resources
Department. Upon completion of the notice period, employees sub ject to layoff shall select
in writing, on a form provided by the Port, one of the following options: 
Option A:  Seniority shall be broken by layoff of thirty-six (36) months or the term of
this agreement whichever is longer. Any recall as a truck driver with the Port shall serve to
reactivate seniority rights and seniority shall be retained for an additional thirty-six (36)
months or the term of this agreement whichever is longer. 
Regular employees being offered recall from layoff will be notified by registered letter,
return receipt requested, addressed to his/her last known address on file with the employer
with a copy sent to the local union. (It shall be incumbent on employees to notify their
department manager in writing, return receipt requested of any change of address.) If a
regular employee has been laid off for thirty onethirty -one (31) consecutive days or more,
he/she shall be covered under Article 6.05. Regular employees laid of thirty onethirty -one 
(31) consecutive days or more who reside outside of the state of Washington shall be
permitted up to ten (10) calendar days to report to work..work. Upon receipt of the re-call
notice, the employee must notify the employer within seventy-two (72) hours to their
intention and date to report to work. This does not apply to day to day layoffs covered
under Article 6.04 
(a) If the employee intends to return to work, the employee must report as directed. 
(b) If the recall is refused or if the laid off employee cannot be contacted after a
documented attempt to reach the employee, that employee forfeits all recall and
seniority rights. 
24 .

Option B:  Surrender all seniority rights, including the right to recall. Receive
severance pay in the amount of one week of regular pay (i.e. 40 hours at the employee's
straight time rate, excluding shift differential) for each year of seniority. Employees with
less than one year of seniority shall receive one week of regular pay as their severance pay.
Receive one additional month's health & welfare premium payment beyond the month in
which the employee is qualified. 
The parties agree that upon a permanent reduction in force, employees will also be
compensated for unpaid wages, unused vacation hours, accrued vacation hours, and unused
sick leave hours in accordance with Section 15.02. The provisions of the existing labor
agreement shall apply to wage levels and payment of fringe benefit contribution on
compensation paid for the above mentioned items. (For purposes of pension contributions,
all accrued sick leave hours shall be considered as compensated hours.) 
Contributions shall be remitted to the Western Conference of Teamsters Pension Trust on
the severance compensation in according with the existing labor agreement. The quarterly
maximum with regard to Pension Contributions shall not be in effect for purposes of the
Agreement. 
Assistance will be provided in seeking other suitable employment for up to six months after
being subject to a permanent reduction in force. This outplacement assistance may be
provided by either the Port's Human Resources staff or by retained consultants, at the
Port's discretion. 
32.03   Other Layoffs & Closure          Formatted:  Justified, Indent: Left: -0.5",
Hanging: 0.5"
(a) If a seniority employee has been on layoff continuously for 180 days, that employee will Formatted:  Justified
be offered Option B (above), even if there has been no formal designation of the
employee's layoff as a permanent reduction in force, provided the seniority employee is
available for assignments if recalled unless the employee receives a written excuse from
the director of operations or designee. 
Formatted:  Centered
SECTION 33  EMPLOYEE DEVELOPMENT AND EDUCATION OPPORTUNITIES 
33.01 To provide career development opportunities to bargaining unit employee the Union and Formatted:  Justified, Indent: Left: -0.5",
management will support employee participation in the Port's employee developmentand  Hanging: 0.5"
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 adjustment and/or alternate work schedulesto accommodate 
internship activities shall be allowed as agreed between the participating departments and the
in tern. 

25 .

33.02 Educational assistance for employees shall be subject to the approval of the Manager.
Employees are eligible to apply for College Degree Completion support under the terms of HR-
12. 
33.03 The Parties understand that the Employee Development and Education Opportunities identified
in Article 33 shall not be subject to bargain and are subject to revision by the Port.

The Port recognizes its obligation to negotiate with the Union if the operation is closed in its
entirety. 
SIGNED THIS ________ DAY OF ____________________, 20192015 
THE PORT OF SEATTLE  GENERAL TEAMSTERS LOCAL NO. 174 
Affiliated with the 
INTERNATIONAL BROTHERHOOD OF 
TEAMSTERS 

Stephen P. Metruck    Rick Hicks 
Chief Executive OfficerDirector   Secretary-Treasurer 










26 .


Attachment A 

RCW 49.46.210 
Paid Sick LeaveAuthorized purposesLimitations"Family member" defined. 
(1) Beginning January 1, 2018, every employer shall provide each of its employees paid Sick
Leave as follows: 
(a) An employee shall accrue at least one hour of paid Sick Leave for every forty hours
worked as an employee. An employer may provide paid Sick Leave in advance of accrual
provided that such front-loading meets or exceeds the requirements of this section for accrual,
use, and carryover of paid Sick Leave. 
(b) An employee is authorized to use paid Sick Leave for the following reasons: 
(i) An absence resulting from an employee's mental or physical illness, injury, or health
condition; to accommodate the employee's need for medical diagnosis, care, or treatment of a
mental or physical illness, injury, or health condition; or an employee's need for preventive
medical care; 
(ii) To allow the employee to provide care for a family member with a mental or physical
illness, injury, or health condition; care of a family member who needs medical diagnosis, care,
or treatment of a mental or physical illness, injury, or health condition; or care for a family
member who needs preventive medical care; and 
(iii) When the employee's place of business has been closed by order of a public official for
any health-related reason, or when an employee's child's school or place of care has been closed
for such a reason. 
(c) An employee is authorized to use paid Sick Leave for absences that qualify for leave
under the domestic violence leave act, chapter 49.76 RCW. 
(d) An employee is entitled to use accrued paid Sick Leave beginning on the ninetieth
calendar day after the commencement of his or her employment. 
(e) Employers are not prevented from providing more generous paid Sick Leave policies or
permitting use of paid Sick Leave for additional purposes. 
(f) An employer may require employees to give reasonable notice of an absence from work,
so long as such notice does not interfere with an employee's lawful use of paid Sick Leave. 
(g) For absences exceeding three days, an employer may require verification that an
employee's use of paid Sick Leave is for an authorized purpose. If an employer requires
verification, verification must be provided to the employer within a reasonable time period
during or after the leave. An employer's requirements for verification may not result in an
unreasonable burden or expense on the employee and may not exceed privacy or verification
requirements otherwise established by law. 
(h) An employer may not require, as a condition of an employee taking paid Sick Leave, that
the employee search for or find a replacement worker to cover the hours during which the
employee is on paid Sick Leave. 
(i) For each hour of paid Sick Leave used, an employee shall be paid the greater of the
minimum hourly wage rate estab lished in this chapter or his or her normal hourly compensation.
The employer is responsible for providing regular notification to employees about the amount of
paid Sick Leave available to the employee. 
(j) Unused paid Sick Leave carries over to the following year, except that an employer is not
required to allow an employee to carry over paid Sick Leave in excess of forty hours. 
27 .

(k) This section does not require an employer to provide financial or other reimbursement for
accrued and unused paid Sick Leave to any employee upon the employee's termination,
resignation, retirement, or other separation from employment. When there is a separation from
employment and the employee is rehired within twelve months of separation by the same
employer, whether at the same or a different business location of the employer, previously
accrued unused paid Sick Leave shall be reinstated and the previous period of employment shall
be counted for purposes of determining the employee's eligibility to use paid Sick Leave under
subsection (1)(d) of this section. 
(2) For purposes of this section, "family member" means any of the following: 
(a) A child, including a biological, adopted, or foster child, stepchild, or a child to whom the
employee stands in loco parentis, is a legal gu ardian, or is a de facto parent, regardless of age or
dependency status; 
(b) A biological, adoptive, de facto, or foster parent, stepparent, or legal guardian of an
employee or the employee's spouse or registered domestic partner, or a person who stood in loco
parentis when the employee was a minor child; 
(c) A spouse; 
(d) A registered domestic partner; 
(e) A grandparent; 
(f) A grandchild; or 
(g) A sibling. 
(3) An employer may not adopt or enforce any policy that counts the use of paid Sick Leave 
time as an absence that may lead to or result in discipline against the employee. 
(4) An employer may not discriminate or retaliate against an employee for his or her exercise
of any rights under this chapter including the use of paid Sick Leave. 
[2017 c 2  5 (Initiative Measure No. 1433, approved November 8, 2016).] 
Formatted:  Centered, Space After: 10 pt,
Line spacing: Multiple 1.15 li









28 .

Non-Exempt (Hourly) Employee* 
Port of Seattle Paid Sick Leave Notification     Formatted:  Heading 1
You are entitled to paid Sick Leave protections beginning January 1, 2018. One (1) hour of paid Formatted: Space After: 10 pt, Line spacing: 
leave for every 40 hours you work be entitled to protections outlined in the attached law. Please Multiple 1.15 li
note this is not an additional leave bank.
You may use this accrued leave for the following reasons in addition to any other reason that
may be outlined in your collective bargaining agreement: 
To care for yourself or a family member (please refer to RCW 49.46.210(2) for a full list Formatted: Space After: 10 pt, Line spacing: 
Multiple 1.15 li, Bulleted + Level: 1 + Aligned
of the eligible family members.         at: 0.25" + Indent at: 0.5"
When you or a family member is the victim of sexual assault, domestic violence, or
stalking. 
In the event our business or your child's school or place of care is closed by a public
official for any health-related reason.
Leave protections for up to 40 hours of unused, accrued paid leave will be carried over to the Formatted: Space After: 10 pt, Line spacing: 
next calendar year. In addition, leave accrual, carry over and cash out provisions outlined in  Multiple 1.15 li
your collective bargaining agreement continue to apply. 
You may use accrued protected leave beginning 90 calendar days after the start of your
employment or as provided in your collective bargaining agreement, whichever is earlier. 
Retaliation for using protected leave for authorized purposed is prohibited.
*Please note these protections extend only to employees covered by Washington's minimum
wage law.






29 .

APPENDIX A 

Grandfathered 40 hour employees under 198.01 
NAME     DATE EMPLOYED 
Todd Sullivan 
Laeva Solo 
Ray Goodwin 
Chris Geltz 













30 .

ADDENDUM TO THE AGREEMENT 
Between 
GENERAL TEAMSTERS LOCAL UNION NO. 174 
And 
PORT OF SEATTLE 
Regarding 
POS PORT CONSTRUCTION SERVICES 

The following is intended to recognize and address the unique nature of the work performed by
Port Construction Services. Any items related to wages, terms and conditions of employment not
specifically abridged by this Addendum shall be covered by the Port of Seattle Mutual Labor 
Agreement. 
1. PCS Assignments 
Employees will be assigned as needed by seniority to P.C.S. and will have received the necessary
training and security clearance (badge) to perform the duties required by P.C.S. 
2. Overtime 
Pre or post  shift overtime that is an extension of the normal workday will be assigned to the
PCS Driver. Provided they are qualified, Overtime on weekends and holidays will be made
available to the bargaining unit according to seniority. If no senior employee volunteers, the
junior PCS assigned driver shall perform the task. 
3. Contracting and Sub-Contracting 
Trucking Work that is being performed by PCS Teamsters will only be sub-contracted if no
bargaining unit employees are on lay-off or if PCS does not have availab le necessary equipment
(or opportunity to lease equipment) orequipment) or if conditions are such that only a sub-
contractor can do the work (because of equipment, volume, time constraints,
certification/expertise/liab ility , etc.) In the case of a violation of this provision then an equivalent
number of laid off seniority or probationary employees will be called back on work on other
assignments or paid equivalent hours. 

31 .

If the number of contracted employees exceeds the number of seniority or probationary
employees, the remaining equivalents will be credited as hours worked for the probationary
employee with the most hours. 
4. Job Classification  Rates 
Section 198 of the collective bargaining agreement identifies historical classifications. For PCS Formatted:  Highlight
these classifications include; Dump Truck, Heavy Haul, Belly Dump, Tractor pulled
Flatbedpulled Flatbed, Water Truck, Vendor pickup, subject to Section 6 of this addendum. 
PCS Management agrees to discuss jurisdiction with the union when new vehicle//equipment is
purchased. 
5. General Foreman           Formatted:  Numbered + Level: 1 +
Numbering Style: 1, 2, 3,  + Start at: 1 +
Alignment: Left + Aligned at: 0" + Tab after: 
(a)  During the term of this agreement, at the discretion of the Port, a regular seniority  0.25" + Indent at: 0.25"
assigned PCS Truck Driver may be designated to act in the capacity of General Foreman Formatted: Indent: Left: 0.5", Hanging: 
at PCS. The General Foreman assignment, selection, and/or work jurisdiction is  0.5", Numbered + Level: 1 + Numbering
Style: a, b, c,  + Start at: 1 + Alignment: Left
temporary in nature, subject to the operational needs of Port Construction Services.  + Aligned at: 1" + Indent at: 1.25"
Formatted:  Indent: Left: 0.5", Hanging: 0.5"
(b)  An employee assigned by Port management to the duties of General Foreman, shall  Formatted: Indent: Left: 0.5", Hanging: 
receive 9% above the Truck Driver Crew Chief wage rate for all hours worked in th e  0.5", Numbered + Level: 1 + Numbering
Style: a, b, c,  + Start at: 1 + Alignment: Left
capacity of General Foreman .         + Aligned at: 1" + Indent at: 1.25"
Formatted:  Indent: Left: 0", First line: 0"
(c)  Whenever such assignment is made, the assigned employee shall remain a member of the
Formatted: Indent: Left: 0.5", Hanging: 
Union and shall be covered by all other terms of the Collective Bargaining Agreement.  0.5", Numbered + Level: 1 + Numbering
Style: a, b, c,  + Start at: 1 + Alignment: Left
+ Aligned at: 1" + Indent at: 1.25"
(d)  When an employee is assigned as a General Foreman, the employee shall not be entitled
Formatted:  Indent: Left: 0.5", No bullets or
to u tilize his seniority for scheduling and overtime purposes as a Truck Driver.   numbering
Formatted: Indent: Left: 0.5", Hanging: 
0.5", Numbered + Level: 1 + Numbering
Style: a, b, c,  + Start at: 1 + Alignment: Left
+ Aligned at: 1" + Indent at: 1.25"
5.6.Liaison - Participation 
Upon ratification of this agreement the parties agree that a member of the bargaining unit will be
selected by the union to be a "Liaison" between PCS and the union. The Liaison will attend all 
Foreman meetings where information related to transportation issues or for upcoming or
potential PCS projects will be shared, andshared and given the opportunity for discussion and
provide input prior to decision making. 

6.7.Jurisdiction 
The parties agree to the following jurisdictional principles for operations at PCS: 

32 .

"Craft-assist"  It is agreed that employees will primarily be assigned to bargaining unit work. 
The Union recognizes the concept of "craft-assist" to most fully utilize resources and agrees that
bargaining unit employees will perform the work as assigned . 

87.PCS Shift Premium 
When it becomes necessary for PCS to have common starting and quitting times with other
Crafts on a particular job which involves bargaining Unit personnel on a composite crew, the
following will apply: 
Five/Eights (5/8s) work shift: 
Second shift premium shall be eight (8) hours pay for seven and one half (7 ) hours work. It is
agreed that to provide flexibility, starting time for second shift may commence before 6:00 p.m.
but no sooner than 2:00 p.m. 
Third shift premium shall be eight (8) hours pay for seven (7) hours work. It is agreed that to
provide flexibility, starting time for third shift may commence before 11:00 p.m. but no sooner
than 7:30 p.m. 
Four tens (4/10s) work shift: 
Second shift premium shall be ten (10) hours pay for nine and one fourth (9) hours work. It is agreed
that to provide flexibility, starting time for second shift may commence before 6:00 p.m. but no sooner
than 2:00 p.m. 
Third shift premium shall be ten (10) hours pay for eigh t and three fourths (8) hours work. It is agreed
that to provide flexibility, starting time for third shift may commence before 11:00 p.m. but no sooner
than 7:30 p.m. 
89.Water Truck 
The parties recognize Local 174 as having primary jurisdiction over driving the Water Truck.
Moving the water truck on public roads will be the jurisdiction of said bargaining unit. However
if a Local 174 member is not available in a timely manner to be on the jobsite, someone outside
the bargaining unit may drive the Water Truck on site. It may be necessary to cross a public road
when someone outside the bargaining unit is moving the water truck on the job site
109. Vendor Pick Up 
Vendor pick-ups shall be the jurisdiction of the employees employed under this agreement.
When it is necessary to expedite parts, PCS management will look to the bargaining unit first. If
no bargaining unit member is available in a timely manner, expediting may be assigned to PCS
personnel. 
110.Work Assignment 
33 .

The parties agree jurisdictional assignments are an act of judgment based on common sense,
experience, collective bargaining agreements, employer preference, past practice, area practice,
relative skills, economy and efficiency of operations and job impact. It is the intention of the
parties to resolve conflicts based on this framework as referenced in NLRB decision 323 No.173
Laborers' International Union of North America, Local 435 and Spinello Construction Company,
Inc and International Brotherhood of Teamsters, Local Union No. 398. Case 3-CD -626 and
International Operating Engineers Local 150 and R&D Thiel, a Division of Carpenter
Contractors of America Inc. International Brotherhood of Teamsters Local 325 and R&D Thiel,
a Division of Carpenters Contractors of America Inc. Cases 33-CD -444 and 33-CD -445. 
With this in mind it is the intention of the parties to bring teamwork to the multiple crafts at the
shop, achieve growth for all crafts, acquire new and better projects, improved methods of
communication and live peacefully in a multi-craft environment. 













34 .

LETTER OF UNDERSTANDING 
The Parties agree, that during the term of this agreement: 
1. The following Sub-Sections shall not apply, and shall not be considered the status quo: 
21.02 EFFECTIVE UPON RATIFICATION, the bargaining unit shall have the
ability to divert wages to pension. All pension payments shall be made in accordance
with Western Conference of Teamsters Pension Trust rules. 
21.03 EFFECTIVE JUNE 1st of each contract year, the bargaining unit shall have
the ability to divert wages to pension. The union shall provide the Port a minimum sixty
(60) days advance written notice of such diversion. All pension payments shall be made
in accordance with Western Conference of Teamsters Pension Trust rules. 
2. On the first of the month following the execution of this Agreement, employees shall be
granted 3 additional employee designated floating holidays for the year 2019 only.
Formatted:  Indent: Left: 0.5", No bullets or
3. The Union will withdraw all current open grievances related to jurisdictional issues numbering
without prejudice. 
Formatted:  Indent: Left: 0.5", No bullets or
4. Should the Union elect to amend Section 20.01 (B) Retiree's Health & Welfare Plan, to numbering
switch from Plan "RWTPlus" to a different plan, the Parties agree to meet to negotiate
the transition provided the following conditions apply: 
a. The employees shall be responsible for paying the difference in cost;    Formatted:  Font: Times New Roman, 12 pt
b.The new Plan does not cost the employer any additional money;     Formatted:  Indent: Left: 0.5", No bullets or
c.The new Plan has no additional liability to the employer;     numbering
d. It is legal for the employer to participate;       Formatted:  Font: 12 pt
e.The employer is provided a reasonable period of time to facilitate the transition.   Formatted:  Font: 12 pt
Formatted:  Font: 12 pt
Formatted:  Font: 12 pt

PORT OF SEATTLE    GENERAL TEAMSTERS LOCAL NO. 174 
Affiliated with the 
INTERNATIONAL BROTHERHOOD OF 
TEAMSTERS 

___________________________ ___________________________________ 
Stephen P. Metruck    Ri ck Hicks 
Executive Director    Secretary Treasurer 
Date:_______________________  Date:_______________________________ 
Formatted:  Body Text 2, Justified, Indent:
Left: -0.38", Hanging: 0.88", Tab stops: 
0.56", Left + 5.5", Left
35 .