Item Number:   6a_motion _2 
Meeting Date:  November 4, 2014 

DRAFT MOTION 
OF THE PORT OF SEATTLE COMMISSION 
REGARDING QUALITY JOBS, SERVICE CONTINUITY, AND
EMPLOYMENT CONTINUITY 
PROPOSED 
OCTOBER 28, 2014 

TEXT OF THE MOTION 
The Commission hereby directs the Chief Executive Officer, when soliciting new operators as
leases expire in or after 2015, to utilize a combination of national/regional "prime"
lessee/operators and direct leases with small, local, and/or disadvantaged businesses. Generally,
a prime operator is a company that operates four or more units under one or more contracts
awarded as a result of a competitive request for proposals process. The Commission further
directs the Chief Executive Officer, when recruiting and selecting restaurant, retail, duty free,
and personal services operators to replace existing operators at the Airport, to incorporate
employment continuity, quality jobs, and labor organization discussion expectations into
solicitation processes to the maximum degree possible consistent with the principles described in 
the Statement in Support of the Motion and Statement of Policy Direction below.

STATEMENT IN SUPPORT OF THE MOTION 
In the last decade, the Port of Seattle (the "Port") has developed a model for its Airport Dining
and Retail  (ADR)  offering at Seattle-Tacoma International Airport ("Sea-Tac") that is
characterized by a combination of national "prime" lessee operators and direct leases with local,
small, and disadvantaged operators. 
Employment in the Sea-Tac Airport Dining and Retail program has grown by more than 100 
percent. At the end of 2013 , there were approximately 1,640 individuals employed in the
program. For some, these jobs represent long-term employment to support families; for others
they provide a springboard to education and other employment opportunities. 
During the planning phase of the Airport Dining and Retail Master Plan, the Port has considered
the issue of stability in the dining and retail workforce as the program enters several years of lease
transitions. Specifically with regard to employees, Commission provided direction to staff on
February 14, 2012: "to maximize continued employment opportunities and job security for
qualified workers wishing to continue working in the program in the event their employer does not
remain an airport lessee."

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In addition, the Commission has expressed intent that ADR employment includes "quality jobs."
In January 2014, the Commission announced its intention to develop employment policies that
support the Port's mission as an economic development agency. The Commission, along with
other regional and national policy makers, recognizes the economic and societal impacts of income
inequality and the decline of the middle class.
In order to accomplish these important objectives, the Port (or its designated contractor) will
create and manage an Employment Continuity Pool and incorporate the Commission's
"Expectations of Employers Regarding Quality Jobs"into the formal Request for Proposal and
Competitive Evaluation process for awards of contracts to restaurant, retail, duty free, and
personal services operators (ADR Employers). 
The objective of the Employment Continuity Pool is to make employment transitions more
secure and smooth for both employers and employees. If employees feel a greater sense of
security that they will maintain employment at the Airport, albeit with a new employer, they will 
be more likely to make a seamless transition from one employer to another. New and incumbent
operators will benefit by having ready access to a pool of qualified employees for hire when
needed for their operations. The objective of the Expectations of Employers is to encourage
prospective ADR operators/lessees to commit to the provision of quality jobs. 

STATEMENT OF POLICY DIRECTION 
When soliciting new operators as leases expire in or after 2015, the Port will utilize a
combination of national/regional "prime" lessee/operators and direct leases with small, local, 
and/or disadvantaged businesses. Generally, a prime operator is a company that operates four or
more units under one or more contracts awarded as a result of a competitive request for proposals
process. The Commission directs the Chief Executive Officer, when recruiting and selecting
restaurant, retail, duty free, and personal services operators to replace existing operators at the
Airport, to incorporate employment continuity, quality jobs, and labor organization discussion 
expectations into solicitation processes to the maximum degree possible consistent with the
following principles: 
Employment Continuity Pool 
The Port (or its designated contractor) will create and manage a database of all nonmanagement
, non-supervisory, and non-confidential employees who wish to continue
working in the Airport Dining and Retail program (the Employment Continuity Poolor 
"Pool").
Only non-managerial, non-supervisory, and non-confidential employees, who have been
continuously employed in the dining and retail program for 12 months or more, maintain
a schedule of 16 or more hours per week, and whose primary place of employment is at
the Airport may be included in the Pool. 
Employers are expected to consider employees with relevant experience and
qualifications, to the degree that such applicants are available in the pool. 
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Current employees are not required to participate in the Pool, but must submit relevant
documentation in order to be included. The Port will provide eligible employers with the 
requirements for the relevant documentation. Only those workers who provide the
requested information will be included in the Pool. 
Expectations of Employers regarding Quality Jobs:
The Commission expects that employers in the ADR program at Sea-Tac provide quality jobs to
their employees. For purposes of the ADR program, quality jobs include the following specific
components: 
Wages and Compensation: The Commission's expectation is that employers pay a living 
wage rate consistent with the King County Self-Sufficiency Standard. In 2015, that W-2
reported wage will be approximately $11.22. The Commission further expects that
employers provide a minimum level of benefits to full-time employees, such as health
care, pension or other retirement contributions, educational cost reimbursement, or other
workforce development opportunities. Including such benefits at a minimum value of
$2.50 per hour would establish a reasonable minimum total compensation rate of $13.72 
in 2015. ADR employees would benefit from minimum wages and total compensation at
these levels and will receive an increase annually on a percentage basis to reflect the rate
of inflation. These expectations do not apply to seasonal, temporary, or part-time ADR
employees. 
Paid Time Off (PTO):  The Commission expects employers to provide their employees
with a minimum level of PTO. It is reasonable that workers accrue at least one hour for
every forty hours worked, that they be allowed to begin to use it no later than after 180
days of employment, that they be able to carry over a minimum of 40 hours from year to
year, and that an employee would have any accrued PTO reinstated if he or she returns to
employment after separation or transfer. 
Affordable Care Act Compliance: The Commission expects employers to provide health
insurance to their employees, consistent with the requirements of the Affordable Care Act
(ACA) rather than accept the penalties of the ACA in lieu of providing stipulated health
care benefits. 
Labor Organization Discussion:
The Commission expects prospective respondents to requests for proposals for ADR "packages"
of four or more units to have had discussions with labor organizations representing incumbent
ADR employees and to develop plans to address and mitigate the impact of work stoppages on
airport operations prior to responding to such requests for proposals, but does not mandate that
respondents reach agreement with labor organizations. 
Recruitment and Selection of New Airport Dining and Retail Operators/Lessees:
The Chief Executive Officer is directed to manage the recruitment and selection of new ADR
operators in or after 2015 consistent with the following direction: 

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Whether using a Request for Proposals or a Competitive Evaluation process, the staff
shall articulate the Commission'sexpectations regarding employment continuity, quality
jobs, and labor organization discussions, as outlined above. 
The criteria used for selecting a prospective ADR operator shall include the commitment
of prospective prime operators/lessees to hire  and of other prospective operators to
interview from  the Employment Continuity Pool and provide quality jobs to its
employees. The degree of this commitment will be evaluated and scored in the same
fashion as other expectations in an ADR solicitation. 
The staff is further directed to ensure that the relative weighting of the criteria related to
these expectations is substantial enough to encourage prospective ADR operators to meet
these expectations  and to result in the choice of an operator committed to these
expectations when two or more prospective operators are otherwise similar in their
abilities and characteristics. This includes contributing to the port-wide Century Agenda
strategic objective of promoting small business growth and workforce development. 
Reporting Requirements:
On a regular basis, following the issuance, evaluation, and selection of new ADR operators
pursuant to a Request for Proposal or a Competitive Evaluation process, staff shall report to the
Commission on how effectively these directives are being met and whether staff believes any
adjustments to future criteria or weighting in solicitations is appropriate to meet the 
Commission's strategic direction as set forth in this Motion. 









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