COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE
PORT OF SEATTLE
Parts Procurement Department
AND
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS, AFLCIO,
DISTRICT LODGE 160, LOCAL LODGE 289
January 1, 2011  December 31, 2012

' PAGE
ARTICLE
1
RECOGNITION, SCOPE AND HIRING .................................................
2
MANAGEMENT RIGHTS ....................................................................
2
DISCHARGE OF EMPLOYEES ...........................................................
3
SHOP STEWARDS ...........................................................................
3
SENIORITY .....................................................................................
3
PAYMENT OF WAGES ......................................................................
4
SAFETY AND SANITARY CONDITIONS .....
4
VISIT TO THE ESTABLISHMENT .......................................................
4
GRIEVANCE PROCEDURE .........................
6
ARBITRATION .................................................................................
6
SEPARABILITY AND SAVINGS CLAUSE    '. ..................................
..........
6
PERSONS PROHIBITED ....................................................................
7
HOURS OF WORK ............................................................................
7
RATES OF PAY .....'...........................................................................
9
ADDITIONAL SHIFTS ........................................................................
10
CALL-IN TIME ..................................................................................
10
OVERTIME ......................................................................................
DEVELOPMENT .......................................................   10
LEARNING AND
10
HOLIDAYS .......................................................................................
10
VACATIONS .....................................................................................I
;                   10
HEALTH & WELFARE PLAN ..........................................................
12
DENTAL PLAN ..................................................................................
13
BEREAVEMENT LEAVE .....................................................................
13
SICK LEAVE ......................................................................................
13
PAYROLL DEDUCTIONS .....................................................................
13
UNIFORMS ........................................................................................
13
RELIEF PERIOD .................................................................................
13
NON-DISCRIMINATION ........................................................................
14
NO STRIKES ......................................................................................
14
ENTIRE AGREEMENT .........................................................................
14
DURATION OF AGREEMENT ...............................................................
15
ADDENDUM A  LEAVES .....................................................................
27
APPENDIX A  WAGE RATES ...............................................................
28
LETTER OF UNDERSTANDING .............................................................

AGREEMENT

This mutual agreement is made and entered into between the Port of Seattle, a
municipal corporation of the State of Washington, and the International Association of
Machinists and Aerospace Workers, AFL-CIO, District Lodge No. 160, Local
Lodge No.
289. Wage rates shall be effective as indicated in Article 14. Other conditions shall be
effective on the..date. the Agreement is signed or as specified in the provisions
.of.,the.
agreement. This Agreement is made for the purpose of reaching
an equitable wage and
working agreement between the parties hereto. .

ARTICLE 1 - RECOGNITION, SCOPE AND HIRING

The Port recognizes the Union as the sole and exclusive
bargaining agent with respect
to wages, rates of pay, hours of work and other conditions of employment for the
employees covered by this Agreement. The work to be performed by the Union shall be
the various functions of receipt, storage, delivery of parts,
processing and procurement
of goods and services in compliance with established levels of authority and with Port
policy and procedures. These functions shall be performed in the Aviation Maintenance
Department at the Distribution Center (DC) warehouse, or other assigned DC satellite
locations. Duties as assigned in accordance with the classifications defined in Article
14.
All present employees covered by this Agreement who
are members of the Union as of
the date of the execution of this Agreement shall remain members
during the life of this
Agreement as a condition of continued employment. Present employees who are
covered by this Agreement but are not members of the Union at the date of the
execution of this Agreement and who elect in the future to become members shall
remain members thereafter during the life of this Agreement as a condition of continued
employment. All employees hired in classifications covered by this Agreement after the
execution of this Agreement shall become members within thirty
(30) days following the
beginning of their employment and shall remain members during the life of this
Agreement as a condition of their continued employment in classifications covered by
this Agreement. No employee will be terminated under this subsection if the Port has
reasonable grounds for believing:

(a)   that membership in the Union was not available to the employee
on the
same terms and conditions generally applicable to other members,
or
(b)   that membership in the Union was denied or terminated for
reasons other
than the failure of the employee to tender the periodic dues and initiation
fee uniformly required as a condition of acquiring
or retaining membership.

As permitted by law, the Port shall give the Union equal opportunity with all other
sources to refer suitable applicants for employment. No applicant will be
preferred or
discriminated against by the Port because of membership or non-membership in the
Union. '

The following information will be given in writing by the Port to the Union within
seven
(7) calendar days from the date of hiring new employees:
name and home address,
date of hire, classification and rate of pay.


Page 1 '

defined herein.
This Agreement shall apply to and cover employees as

of the
A seniority employee is defined as one who has been continuously on the payroll
for a period of one hundred and twenty (120) calendar days. A probationary
Port
of
on the payroll of the Port for a period
employee is one who has not been continuously
calendar days.
one hundred and twenty (120)

to seniority employees and
All terms and conditions ofrthis Agreement are applicable
specifically hereinafter exempted for probationary                                                         probationary employees except as
employees.
and manage its affairs in
The Union recognizes the prerogatives of the Port to operate
all respects in accordance with its responsibilities and powers of authority, subject to the
terms and conditions of this agreement.

ARTICLE 2 - MANAGEMENT RIGHTS

in this Agreement, the
Management Rights. Except as otherwise specifically provided
Company reserves the right to make all the decisions relating to the conduct of the
of iimitation, the following:
business, including by way of example and not by way
scheduie the hours of work, to establish, modify or
The right to manage the business, to
the size of the working forces including
change work scheduled, to direct and determine
select, hire, promote and transfer employees, to
the right to                                    periodically review
from duty due to lack of work, to demote
employees performance, to relieve employees
terminate employees for just cause, and to determine training
and discipline-to
procedures in accordance with policies established or to be established by the
Company.
above-listed management rights shall
it is hereby agreed that the enumeration of the
enumerated. Any of
not be deemed to exclude other management rights not specifically
had prior to the signing of
the rights, powers, functions or authority which the Company
those rights, powers, functions
this Agreement are retained by the Company, except for
specifically abridged or expressly modified by this Agreement.                                                         or authority which are
This Section is not subject to grievance process.
'of terms of this Agreement by either
It is hereby agreed that any waiver or any breach
constitute a precedent in the future enforcement of
party, or by an employee, shall not
all the terms and conditions herein.

ARTICLE 3 - DISCHARGE OF EMPLOYEES

The Port shall
The Port reserves the right to discharge any employee for just cause.
a maximum of two
have the right to suspend any employee forjust cause not exceeding
(2) weeks. The Union shall be notified in writing of any discharge or suspension within
twenty four (24) hours thereof.


Page 2

In the event of dispute as to whether or not "justifiable cause" existed, such dispute
may
be processed through the grievance procedure contained in this Agreement.

Probationary employees may be terminated at any time during the probationary period
at the discretion of the Port, without recourse to the grievance procedure.

ARTICLE 4 - SHOP STEWARDS
The Union shall inform the Port in writing of its selection of'authoriied ShopStewards,
and the Port agrees to recognize the Steward so designated.

Shop Stewards shall request and be allowed such reasonable time as is necessary to
investigate and process grievances in the shop arising under the terms of this
Agreement. -

ARTICLE 5 - SENIORITY

There shall be one seniority list for the bargaining unit employees. Seniority shall prevail
in the reduction and restoration of forces, provided the senior employee is capable of
performing work remaining in the DC Warehouse and assigned locations. Seniority shall
also prevail in the selection of vacation assignments. Seniority shall prevail in the
selection of shift assignments when openings occur provided the employee is capable
of performing the work. '

Seniority for permanent positions shall date from day of hire into the bargaining unit, but
no seniority rights shall vest until after a probationary period of one hundred and
twenty
(120) calendar days. At the end of the probationary period, the employee shall be
classified as a seniority employee.  Probationary employees shall be paid the
probationary wage rate listed in appendix A during their probationary period.
An employee shall lose seniority rights for any of the following
reasons:
a) termination for just cause,

b) on layoff status for more than six (6) months, or

0) when an employee does not return to the bargaining unit within six (6)
months after accepting a non-bargaining unit position with the Port, he/she
shall lose seniority.

ARTICLE 6 - PAYMENT OF WAGES

The Port will maintain a regular payday. if such regular payday falls on a Saturday,
Sunday, or holiday, the employee shall be paid not later than the last regular workday
preceding the regular payday. All employees covered by this Agreement shall be paid
biweekly. The Port may deviate from this provision with prior approval of the Union. As
a condition of continued employment, all employees are required to participate in the
Port's direct deposit program for payroll purposes.


Page 3

ARTICLE 7 - SAFETY AND SANITARY CONDITIONS
Employees shall cooperate with management in the maintenance of a generally well
center, and shall wear and properly use all
distribution                                     protective equipment
kept '
provided by the Port.
The Port shall furnish all safety equipment as required except for safety shoes. In
as necessary
addition the Port will proVide seasonal clothing for weather

Shoes: The Department of Labor and Industries
Safety                                    (WAC 29680046060,
workers to wear appropriate foot protection in
previously WAC 29624088[1]) requires
areas where there is a possibility of foot injury due to falling or rolling objects,
In order to comply with this regulation,
piercing/cutting injuries or electrical hazards.
appropriate foot protection must meet the specifications of the American National
Standard Institute (ANSI) for Protective Footwear, 241.1 1991/1999.
the Port shall provide
in order to assist with the purchase of the appropriate footwear,
stipend of $100.00 for the purchase or     of the ANSI approved
employees a                         repair
footwear each contract year.
the Lead
All Injuries no matter how slight must be reported by the employee to
Supervisor or Manager on the day injury occurs.
that does not require an employee
In the event of an industrial accident of such nature
doctor at various
to discontinue work but does necessitate further treatment by a
shift rate of pay for all time                                                             intervals, the employee shall be compensated at his/her
hours. The employee must
required for treatments during employee's regular working
hours or as close
make every effort to schedule doctor visits outside of normal working
shift.
to the beginning or end of the employee's regular

shall be entitled to a full day's pay for the
Any employee suffering an industrial accident
it shall be medically certified by a physician
day on which the accident occurs, provided
as a disabling accident.
of compensation
Holiday and/or vacation pay shall not be provided as a duplication
industrial injury.
received by an employee on compensated time loss for an

ARTICLE 8 - VISIT TO THE ESTABLISHMENT

shall have access over
Business Representatives of the Union, party to this Agreement,
their         known to
the     in which any job is located by first making     presence
area
during working hours for the purpose of        the terms of this
management                        enforcing
Agreement.
ARTICLE 9 - GRIEVANCE PROCEDURE

contractual dispute
For the purpose of this Agreement, the term "grievance" meansany
and any employee concerning the
between the Port and the Union; or between the Port
effect, interpretation, application, claim of breach, or violation of this Agreement. All

Page 4

grievances not filed within fifteen (15) days after they occur, or first knowledge that a
grievance exists, shall be considered as outdated, thus preventing an accumulation of
grievances.
All grievances shall be reduced to writing and shall contain a statement of the relevant
facts, the specific section(s) of the Agreement allegedly violated and remedy sought and
then settled in accordance with the following grievance procedure:

a) The dispute or grievance shail be taken up by the Shop Steward, the
aggrieved employee, and the manager of the department involved. The
manager must give his/her answer within five (5) calendar days. If no
satisfactory settlement is reached between the Shop Steward and the
manager, then
b) The Shop Steward shalt within seven (7) calendar days call in a
representative of the Union who shall meet with the authorized Labor
Relations representative of the Port and Shop Committee, if any.

c) If the grievance or dispute involves a dispute concerning the effect,
interpretation, application, ciaim of breach, or violation of this Agreement,
and if it cannot be satisfactorily resolved within ten (10) calendar days by
the business representative of the Union and the Port or the Port's
representative, then either party reserves the right and authority to submit
such grievance or dispute to arbitration in the manner herein provided.

d) However, the grievance or dispute must be submitted to arbitration within
thirty (30) calendar days after completion of the grievance procedure in
paragraph (c) above.

e) The aggrieved employee or the Shop Steward shall have the right to call
in the Union representative at any step of the grievance or arbitration
procedure.

Either party to this Agreement shall be permitted to call employee witnesses at each
and every step of the grievance procedure beginning with Step (0); the Port, on
demand, will produce production, payroll, and other records for the purpose of
substantiating the contentions or claims of the parties.

The grievance procedure and arbitration provided herein shall constitute the sole and
exclusive method of determination, decision, adjustment, or settlement between the
parties of any and all grievances as herein defined; and the grievance procedure and
arbitration provided herein shall constitute the sole and exclusive remedy to be utilized
by the parties hereto for such determination, decision, adjustment, or settlement of any
and all grievances as herein defined.

Any time specified herein shalt not inciude any time on any Saturday, Sunday or
holiday. Time limits maybe extended by mutual agreement.


Page 5

ARTICLE 10 - ARBITRATION

' submitted to arbitration, the Union Representativein the event a grievance or dispute is
shall select a single arbitrator
and the Employer or the Employer's representative
shall request
mutually acceptable. If they are unable to agree upon an arbitrator, they
a panel of seven (7) arbitrators,
Federal Mediation and Conciliation Service to appoint
the list. The last name remaining shall be
and they shall alternately strike names from
the arbitrator.

and binding upon the Union, the Employer
The decision of the arbitrator shall be final
'
and the employee(s) involved.

to add to, subtract from, or modify
The arbitrator shall not have the power or authority
the terms of this Agreement.
his decision promptly after the hearing date. The arbitrator's
The arbitrator shall render
the parties.
fees and expenses shall be shared equally by

shall not include time on any Saturday, Sunday, or
Any period of time specified herein
otherwise herein.
holiday unless specifically provided

ARTICLE 11 - SEPARABILITY AND SAVINGS CLAUSE

contained be rendered or declared                                                          Should any part hereof or any provisions herein
enacted legislation or by any decree of
invalid by reason of any existing or subsequently
of competent jurisdiction, such invalidation of such part or portions of this
a court
portions hereof; provided however, upon                                                       Agreement will-not invalidate the remaining
or provisions affected.
such invalidation the parties will meet and negotiate such parts
full force and effect.
The remaining parts or provisions will remain in

ARTICLE 12 - PERSONS PROHIBITED

' Only bargaining unit employees shall do work presently being performed, previously
Union members and within the jurisdiction
performed, or capable of being performed by
within the          of Port
of the Union provided that such work does not'fall        jurisdiction
Local #289. All other persons are prohibited from
employees who are not members of
below:
performing such work except as provided
Aviation
(a)   Work that  is  performed  outside  of Port~operated  facilities,
Maintenance Department at the Distribution Center (DC) warehouse, or
DC satellite locations, referenced in theRecognition
other assigned
Clause;
of a temporary or an
(b)   Work performed within Port-operated facilities that is
or instructions are provided.
emergency nature, or where demonstrations
the Port's facility.
The Port has the right to contract such work within

the Port of
(0)    Veteran's fellows performing bargaining unit work through
six months or less.
Seattle Veteran's Fellowship Program for a period of

Page 6

ARTICLE 13 - HOURS OF WORK

Normal Workweek  The normal workweek (forty (40) hours) shall be defined
as five (5)
consecutive eight (8) hour days (5x8) or four (4) consecutive ten (10) hour days (4x10)
within a standard week of Sunday through Saturday, exclusive of the unpaid thirty (30)
minute meal period. Employees are guaranteed one weekend day, either a Saturday or
a Sunday during two (2) or three (3) day rest period.  if the Employer wishes to
discontinue the four/ten (4x10) schedule, the Empioyer agrees to provide the affected
employees the maximum notice possible, but not less than a minimum of fourteen (14)
calendar days notice shall be provided prior to resuming five eight (5x8) schedule.

Paid leave shall be paid according to the hours of the employees regularly scheduled
workweek.

When work requirements exceed the normal level on a temporary
or emergency basis,
said work may be performed by a Port contractor on Port operated facilities.

Selection Day: One time per year, in January, the employees will be allowed to select
their choice of work schedule and shift by seniority.

ARTICLE 14 - RATES OF PAY

a)    Wage Rate Schedule

Wage scale is attached as Appendix A. The employee's base wage rate will be
minus the premium, and then premium added for work preformed at that higher
rate. -

The parties agree Article 14, Rates of Pay will be open for negotiations to bargain
wage rates for 2012. The parties further agree to begin bargaining no later than
November 2011.

b)    Classifications and Premiums

Lead lnventom Clerk - provide operational leadership, in the absence of
supervisor/managers, and/or as assigned by management. (All duties outlined
for DC inventory clerk)

Working Leads shall receive five percent (5%) premium.

Working Leads assignments shall be made at the discretion of the Port.

DC Inventom Specialist

Prepare material(s) that have been put on a reservation by pulling from stock for
the purpose of issuing supplies and meeting delivery requirements.

Perform physical Inventory and cycle counts.


Page 7

Process approved purchase orders.

Call vendors to obtain price quotes and availability on needed parts and
materiais. Place orders with "8" contact category vendors; arrange deliveries.

for the DC.
Replenishment of key items and categories to maintain in stock levels
Maintain an accurate inventory system within Maximo CMMS. Receiving and.
verifying accuracy of all purchase orders into Maximo and Peoplesoft.

Other duties/responsibilities, Respond to emergency situations, provide 24/7
functions using forklift and
coverage when necessary. Perform warehousing
other material handling equipment, other duties as assigned.

Act as customer service liaison to craft personnel and maintenance planners on
daily operation issues. . .
the
Review and provide input on the availability and status of materials to support
current work plan process.

Forklift Training - During hours of Forklift training the instructor shall be paid a
premium of five percent (5%). Forklift training shall be pre-scheduled and me
'
approved by DC Management.

Temporary Assignments:

An employee whom management has temporarily assigned to be a lead shall
receive the appropriate pay for all compensated holiday, sick and vacation leave
hours if:

The employee worked the last scheduled workday prior to and the first scheduled
workday following the employee's vacation, sick or holiday as an acting or
temporary lead and;

The employee worked at least thirty (30) days prior to-the holiday, sick or
vacation leave as an acting or temporary lead and upon return from holiday, sick
lead.
or vacation leave will resume the acting or temporary

' When an employee is assigned to fill in for a non~bargaining unit employee
(supervisor), they shall receive a ten percent (10%) premium. This shall apply
when the supervisor is sick or on vacation and the employee is filling in for the
supervisor.



Page 8

d)    Other Pay Conditions

Pay for any fraction of a week shall be computed according to the
rates set forth
above.

Weekly Guarantee: Full-time employees shall be guaranteed
forty (40) hours
work or pay, with the following exceptions:

(1)   An employee who quits, is terminated, is recalled from layoff, or is hired on
other than the first day of his regularly scheduled workweek,
shall be paid
only for the days worked during that week.

(2)   Employee absence during part of the workweek due to illness,  injury,.
vacation, or personal reasons shall disqualify
an employee for the guarantee
that week.

(3)   Paid holidays occurring within
an employee's regularly scheduled workweek
shall be counted as part of the guarantee, and
paid at the regular rate.
(4)   in cases where the Port's operations are adversely affected by a work
stoppage, Act of God, civil commotion or insurrection the guarantee shall not
apply.

e)    Overtime on Other than Regular Shift:

(1 )     A regularly assigned day shift worker who is assigned to work a swing
or
graveyard shift shall be paid overtime at the day shift overtime rate of
pay.
(2)    A regularly assigned swing shift worker who is assigned to work a day
or
graveyard shift shall be paid overtime at the swing shift overtime rate of
pay.
(3)    A regularly assigned graveyard shift worker who is
assigned to work a day or
swing shift shall be paid overtime at the graveyard shift overtime
rate of pay.

ARTICLE 15 - ADDITlONAL SHIFTS

Starting times for shifts scheduled by the Port shall conform to the following:

First Shift                   5:00 am. to 9:00 am.
Second Shift             11:00 am. to 5:00 pm.
Third Shift                 10:00 pm. to 12:00 midnight
4/10 First Shift              6:00 am. to 9:00 am.
4/10 Second Shift          11:00 am. to 3:00 pm.

The second shift premium shall be
seven and a half percent (7 1/2%) more than the first
(day) shift rate, and the third shift premium shall be ten percent (10%)
more than the
first (day) shift rate.

Starting time for an individual employee shall be fixed at the same starting time for the
entire workweek.

ARTICLE 16 - CALL-IN TIME

The Port shall guarantee two (2) hours call-in time at double the employee's shift rate of
pay for emergency unscheduled call-ins. .

ARTICLE 17 - OVERTIME

All overtime shall be pre-approved in writing by the logistics manager or designee. Time
and a half (1V2X) shall be paid for all work performed on employee's normal two (2) day
or three (3) day rest period between workweeks. All hours compensated over forty (40)
hours in one week will be paid for at the rate of time and one-half (172x). All hours
worked in excess of the regular eight (8) hours in one (1) day shall be paid for at the
rate of time and one half (1V2X). For the 4/10 shift all hours in excess of the regular ten
(10) hours shall be paid at time and one half (11/2x).

The most senior employee has the right of first refusal for overtime, except for shift
extensions related to an ongoing project or assignment. The Port reserves the right
when no volunteers are available to assign overtime by reverse seniority and skill.. The
most junior employee able to complete the work will be required to work the overtime.
Employees required to work overtime past their regular shift, unless relieved from work
eight (8) hours before starting work on their next regular shift, shall be paid overtime for
such shift.

ARTICLE 18 - LEARNING AND DEVELOPMENT

The Port is committed to providing employees learning and development opportunities
where possible. Employees interested in pursuing development outside of training
specified and directed by management shall work with management to draft an agreed
upon development plan.

ARTICLE 19 - HOLIDAYS

See Addendum A

ARTICLE 20 - VACATIONS

See Addendum A

ARTICLE'21 - HEALTH AND WELFARE PLAN

Eligible employees shall be covered by the Medical, Life Insurance and Long-term
Disability Insurance benefits described in paragraphs a, b, and 0 below.

Employees making contributions which maintain continuity of coverage for one or both
types of benefits will be treated as though they have continued to work for purposes of
eligibility for HospitalSurgical-Medical benefits, or for the type of benefit for which

Page 10

continuity of coverage is maintained if it is maintained for only one of the two types of
benefits.

a)    Medical insurance:

Effective with December 2010 hours for February 2011
coverage the Employer shall
pay up to a maximum of one thousand three hundred dollars ($1,300.00) for each
employee who is compensated for eighty (80) hours or more for work covered by this
Agreement, regardless of Union membership. Such employees shall be enrolled in the
following benefit plan currently provided by the Machinists Health & Welfare Trust Fund.
This maximum shall include health and welfare benefits, vision services, and
preventative care.                 ~

If at any time during 2011 these rates are less than the monies
necessary to fund the
Machinists Health and Welfare Benefits listed below  the employees shall be
responsible for the increased cost. The Trust shall notify the Employer immediately of
any monthly increase to the Trust Plan. The parties agree that any increase exceeding
the employer maximum monthly contribution will be offset by a monthly payroll
deduction equal to the amount exceeding the '
cap.

The parties agree Article 21 Health and Welfare will be
open for negotiations to bargain
future cost sharing and/or employer maximum
cap. The parties further agree to begin
bargaining no later than November 2011 .

BENEFIT -     DECEMBER, 2010 COST

Machinist H &W Plan 10             $1189.56

Vision Services Plan 1                $11.14

Preventative Care                 $42.17

TOTAL                 $1242.87


All payments to the Machinists Health and Welfare Trust Fund shall be paid on
or
before the 10th day of the month following the month of employment.

The Employer acknowledges receipt of and
agrees to be bound by the Agreement and
Declaration of Trust, and any amendments thereto, covering the Machinists Health
and
Welfare Trust Fund, and the Employer ratifies any action taken by the Board of
Trustees. The Health and Welfare Trust Fund shall always be maintained as a
tax-
exempt joint labor-management Trust Fund and administered in accordance with its
Agreement and Declaration of Trust and all applicable laws. The Employer accepts,
as
its
representatives, the Employer Trustees serving on the Board of Trustees of the
Health and Welfare Trust Fund and their duly appointed successors. Each Employer


Page 11

agrees to abide by ail rules and regulations as may be established by the Board of
Trustees pertaining to participation in the Health and Welfare Trust Fund.

The Employer will continue to pay contributions for a regular employee who is off work
due to an industrial-injury for a maximum of six (6) months beyond the point in time
which the employee no longer qualifies under the above criteria for Employer provided
Heaith & Welfare benefits.

Notwithstanding the forgoing provisions, if any employee should be disentitled to any
benefits under the Health and Welfare Plan by reason of the Employer's deiinquency in
the payment of contributions, the Employer shall be liable to such employee in a civil
action for the full amount of the benefits which the employee lost, together with
reasonable attorney's fees and costs.  Acceptance or collection of delinquent
contributions by the Board of Trustees shall not absolve the Employer of this liability.

b)    Life Insurance:

On the first of the month following the date of hire, eligible employees and their
eligible dependents shall receive life insurance benefits in the amount of two (2)
times their annual base rate and their eligible dependents shall receive life
insurance benefits in such amounts and in such manner as are provided in
contracts with insurance companies or agencies selected by the Port to provide
such benefits. Employees shall also be covered by the Accidental Death and
Dismemberment policy provided by the Port.

0)    Longterm Disability:

On the first of the month folloWing the date of hire, eligible employees shall
receive long-term disability coverage. The eiigibiiity and other conditions of
coverage are established with the insurance company or agency selected by the
Port to provide such benefits.

The Port shall continue to pay the PERS contribution per Port policy.

ARTICLE 22 - DENTAL PLAN

The Port shall pay each month into the Northwest i.A.M. Benefit Trust Fund the amount
necessary to fund Plan "125" for each employee who is compensated for eighty (80)
hours or more in the preceding month, for the purpose of providing a dental care
program for the employees covered by this Agreement. The Port agrees to increase its
contribution per employee at the time and in the amount determined necessary by the
Trustees of the Pian to maintain the present level of benefits. The details of the program
wiil be determined by the Board of Trustees of the Northwest l.A.M. Benefit Trust Fund
in accordance with the Trust Agreement creating the Trust Fund. The Port and the
Union agree to be bound by said Trust Agreement and all lawful amendments thereto,
and do further agree to accept as their representative the Employer Trustees and the
Union Trustees who constitute the Board of Trustees of said Trust Fund and their lawful
successors.


Pace 12

a) The contribution shall be paid to the Trust Fund by the 10th day of the
month following the month in which the contributions were earned. The
Trust Fund will furnish transmittal forms.

b) The failure of the Port to make the required contributions may result in a
collection action by the Board of Trustees and, in such action; the Port
shall be obligated to pay liquidated damages, costs and attorney's fees, as
provided in the Trust Agreement

ARTICLE 23 - BEREAVEMENT LEAVE

See Addendum A

ARTICLE 24 - SICK LEAVE

See Addendum A

ARTICLE 25  PAYROLL DEDUCTIONS

Payroll deductions shall be made as specifically required by Federal, State, or Municipal
iaws. in addition, the Port and the Union agree that deductions for the Machinists' Credit
Union, MNPL, Guide Dogs of America, and Union dues may be implemented if
appropriately authorized by the employee in accordance with Port payroll procedures.

ARTICLE 26 - UNIFORMS

All uniforms or specified wearing apparel necessary in the performance of their work
shall be furnished, laundered, or cleaned by the Port at no cost to the employee,

ARTICLE 27 - RELIEF PERIOD

Employees shall be entitled to a fifteen (15) minute relief period around the midpoint of
each half shift, having due regard for the continuity and nature of the work being
performed.

ARTICLE 28 - NON-DISCRIMINATION

it  is  mutually  agreed,  between  the  Port  and  the  Union,  that  there  shall  be  no
discrimination against any employee or applicant for employment or against any Union
member or applicant for membership because of race, color, religion, sex, age, national
origin, disability, or Vietnam era veteran status.

Any use of the masculine gender in the language of this Agreement is intended to apply
to both sexes.

The Port and the Union agree to take the necessary steps to remain in compliance with
the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act


Pace 13

(FMLA) It is further agreed that leave available under FMLA will not necessarily run
concurrently with other paid leave available under this Agreement.

ARTICLE 29 - NO STRlKES

The Port is a Municipal Corporation of the State of Washington. Under State law,
employees and labor unions do not have the right to strike or picket or engage in other
similar activities against a governmental unit such as the Port. Accordingly, the Union
recognizes the State law and agrees that neither the Union, the employees it
represents, its members, nor others acting for and on its or their behalf, will at any time
engage in any strike, picketing, stoppage of work, slow-down, or similar activity against
the Port, whether or not this Agreement is in effect.

ARTICLE 30 - ENTIRE AGREEMENT

This Agreement constitutes the entire agreement between the Port and the Union and
no oral statement shall add to or supersede any of its provisions.

The Port and the Union acknowledge that during negotiations, each had the unlimited
right and opportunity to make proposals and bring forth past practices related to
subjects of collective bargaining. The results of those negotiations are set forth in this
Agreement. For the term of this Agreement, the Port and the Union give up their right to
oblige the other party to bargaining with respect to any subject discussed in negotiations
whether or not specifically referred to or covered in this Agreement.
ARTICLE 31 - DURATION OF AGREEMENT
The provisions of this Agreement shall become effective, January 1, 2011 except as
otherwise provided herein, and the term of this Agreement shall continue until
December 31, 2012. Upon notice being given, the parties shall enter into negotiations
and the period from and after the giving of the notice shall be used for negotiating a new
agreement.
'
DATED this           day of                  2011.
,

PORT OF SEATTLE             INTERNATIONAL ASSOCIATION
' OF MACHINISTS AND AEROSPACE
WORKERS, AFL-CIO,
DISTRICT LODGE NO 160,
LOCAL LODGE NO. 289 


BY:                           BY: m K$1?
:
Tay Yoshitani, Chief Executive Officer       Dan Morgan  Busi  33 Representative
,
Port of Seattle                        lAM District 160, Local 289



Dane 14

ADDENDUM A

LEAVES

Details:

A. Purpose:

Toprovide a leave program with an equitable system of handling requests for leave with
pay and reasonable amounts of leave without pay to employees in eligible non-
represented and represented positions. In all cases, compensated leave will be charged
or paid according to the employee's work schedule.

B. Scope:

1. Holidays: Port Designated Holidays for 2011, 2012

a. ineligible Employees: Unless hired and actively working at least 30
calendar days prior to a holiday.

b. Eligible Employees: Holidays for Eligible Employees shall be
handled as follows:

(1) Employees on a Monday Through Friday Work
Schedule: When a holiday falls on a Sunday, the following
Monday will be considered the holiday. When a holiday
falls on Saturday, the preceding Friday will be considered
the holiday.

(2) Employees Working in a Seven Day Operation: When
the actual holiday falls on a Saturday
or Sunday, the actual
holiday will be considered "the official holiday" for those
employees scheduled to work that day, not the designated holiday
date on the preceding Friday or following Monday.

2. Compensated Leave During Periods of illness:

a. Extended illness Leave:

Eligible, ful|~time employees normally accrue Extended illness leave at the
rate of a half-day a month (.02308 hours accrued
per straight-time hour
paid). Parttime employees accrue a proportional share of
up to a half-day
per month, depending on the number of straight-time hours actually
worked. Extended illness leave may accumulate with no maximum limit.

in the event of illness, Extended illness leave up to the accrued balance
may be used after employment of at least 30 days. Exempt employees


Pace 15

who work less than their reguiarly scheduled hours in a pay period shalt
use El for situations that are consistent with the provisions of this section.

Extended Illness leave can be used for instances of employee or
immediate family member illness, injury or disability.  Extended Illness
leave can also be used for an employee's preventive health care
appointments. "Preventive health care appointments" are limited to an
employee's annual physical, dentai, vision and cancer screening
examinations.

Immediate family shail be defined as spouse or domestic partner and the
parents or children of the employee, spouse or domestic partner. For the
purpose of the benefits provided by the leave procedure  an employee
,
and a spouse or domestic partner must complete an Affidavit of
Marriage/Domestic Partnership which requires them to declare that they:

(1) Share the same regular and permanent residence.

(2) Have a close personal relationship.

(3) Are jointly responsible for basic living expenses.

(4) Are not married to anyone.

(5) Are each 18 years of age or oider.

(6) Are not related by blood closer than would bar marriage in the
State of Washington.

(7) Were mentally competent to consent to contract when the
domestic partnership began.

(8) Are each other's sole domestic partner and are responsible for
each other's common welfare. '

In  special  circumstances,  Human  Resources  and  Development
Management may include others in this definition.

In the instance of employee illness, injury or disability, Extended iliness
leave may be used only after the equivalent of two working days of
absence over the course of three consecutive workdays. The first two
working days will be charged to Paid Time Off (PTO) accounts. However,
Extended Illness leave may be used immediately for inpatient
hospitaiization; workers compensation injuries or iilnesses; approved
Family and Medical Leave Act leave related to a medical condition of an
employee or an eligible family member; illness, injury or disability of an
immediate family member under the Washington Family Care Act; illness,
injury or disability of a probationary employee; preventive heaith care

Face 16

appointments; or if PTO is exhausted. Intermittent leave (with no more
than 15 days between absences) caused by the
same medical condition
may be charged to Extended Illness without using the equivalent of two
working days of PTO at the start of each subsequent absence.

Management may at any time require a physician's statement to justify
use of Extended lliness leave. A physician's release shall be
required prior
to the return to work by an employee who has experienced inpatient
hospitalization of any kind that requires an absence from work
or who has'
suffered an absence of longer than two weeks due to illness,
surgery, or
an accident.

b. Long-Term Sick Leave (LTSL):

This account applies only to employees with sick leave accounts
greater
than 60 days prior to adoption of Resolution No. 2921
on June 23, 1984.
LTSL will not result in compensation unless approved for use in the
following ways: (1) LTSL may be used by employees when absence due
to their own illness has exhausted their Extended illness account. (2) in
the event an immediate family member
as defined in Section 2a. above
suffers a serious illness which requires the employee to be absent for four
or more days, use of LTSL may be approved under
procedures outlined
below.

Approving LTSL for a family member's illness requires a request from the
'
employee's  manager  to  Human  Resources  and  Development
Management confirming that the employee's situation qualifies for
use of
LTSL. Upon approval, Human Resources and Development activates
a
Request for Personnel Action form to Accounting. If the employee's
absence due to family illness is less than four days, it is charged to regular
Paid Time Off or Extended illness leave. When time logs are due and it is
too soon to know how long the absence will be, it should be charged to
regular Paid Time off or Extended Illness leave. If the absence is four or
more days, the charges are to be corrected following approval of the
request as described above. LTSL cannot be authorized on time logs
alone.

0. Disability Case Management:

As provided by the Disability Case Management Procedure
HR-6, the Port
of Seattle will provide all employees with reasonable accommodation and
return-towork assistance as determined on a caseby-case basis.
Appropriate Port of Seattle personnel will work with the employee to
comply with any and all legal requirements and insurance policies. Such
legal requirements and insurance policies may include the Americans with
Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), workers
compensation, and long term disability insurance.


Page 17

3. Paid Time Off:

a. Accrual Rates Depend on Length of Employment:

Paid Time Off (PTO) is earned at varying rates based upon tenure and
straight-time. hours..worked. The number of earned PTO days shown
below are is based on full-time, straight-time hours paid (75 or 80 hours
per pay period). Part-time employeesearn a proportional share of hours.

(1) 19.6 days (Up to 147.0 or 156.8 hours) may be earned annually
between the start of employment and the end of the third year
(.07538 hours accrued per straight~time hour paid).

(2) 24.6 days (Up to 184.5 or 196.8 hours) may be earned annually
between the beginning of the fourth year and the end of the
seventh year (.09462 hours accrued per straight-time hour paid).

(3) 27.1 days (Up to 203.3 or 216.8 hours) may be earned annually
between the beginning of the eighth year and the end of the 11th
year (.10423 hours accrued per straighttime hour paid).

(4) 29.6 days (Up to 222.0 or 236.8 hour's) maybe earned annually
between the beginning of the 12th year and the end of employment
(.11385 hours accrued per straight-time hour paid).

b. Accumulating and Taking Paid Time Off:

It is the Port's policy that all employees shall be ailowed and encouraged
to take at least two work weeks of Paid Time Off each year.

Paid Time Off may be taken up to the accrued balance, after the
' completion of the probationary period and following management approval
of a request made at least one week in advance. Some work units or
sections may require. more or less notice. Employees' requests receive
consideration based in part on the date of the request.
PTO Accumuiation and Automatic Cash-out for Employees
0. Maximum
Hired Before 12/20/98:

Maximum accumulation for employees hired before 12/20/98 is 1,100
h0urs in 2008. This limit will decrease by 100 hours each successive
January until January 2014, when it will decrease from 600 to 480 hours.

Balances over the limit will be cashed out at the employee's current hourly
rate of pay during the first pay period of the payroll year. Subsequent
accruals over the iimit will be cashed out quarterly at the empioyee's


Page 18

current hourly rate of pay. Employees may request that the cash-out be
pOstponed by up to two pay periods to accommodate a pre-scheduled
vacaon.

d. Maximum Paid Time Off Hours Accumulation for Employees Hired On
or After 12/20/98:

For employees hired on or after 12/20/98, .themaximum accumulation is
480 hours. Accruals will cease when the limit is reached and will resume
only when the balance is below 480 hours. Accruals over the limit are not
cashed out.

e. Voluntam Cash~out of PTO Hours While an Active Employee:

Employees may cashout any amount of their accrued Paid Time Off
hours, provided the employee has a minimum balance of two work weeks
of Paid Time Off hours remaining immediately following the cash out.
Cashouts shall be processed at the employee's current hourly rate of
pay
as recorded in the payroll system. A "Paid Time Off Cash-Out
Request
and Waiver'I form must be submitted to Payroll by the payroll deadiine.

4. Payment for Accrued Leave at Termination:

a. Extended illness Leave:

Upon termination or retirernent immediately following five consecutive
years of active employment with the Port of Seattle, an eligible employee
shall be compensated for 50% of his or her Extended illness accrued
balance at the employee's hourly rate of pay in effect at termination.

b. Paid Time Off:

Upon termination, an eligible employee who is not a probationary
employee or who has not been terminated for cause shall be
compensated for 100% of his or her Paid Time Off accrued balance at the
employee's hourly rate of pay at termination. Paid Time Off hours for such
an employee may be cashed out, used as service time after the last
day
worked, or taken in a combination of cash and service time.

A probationary employee who terminates active employment before
satisfactorily completing the probationary period shall receive no Paid
Time Off pay.

An employee who is terminated for cause shall receive a lump sum
payment for 100% of his or her Paid Time Off accrued balance at the
hourly rate of pay in effect at termination. The employee is not eligible to
use Paid Time Off as service time after the last day worked unless


Page '19

authorization is received. from Human Resources and Development
Management.

5. Other Paid Leave:

a. Bereavement Leave:

.At the discretion of the employee's manager employees who have. been .
employed for at least 30 days of uninterrupted service may receive from
one to five working days of leave per bereavement. Such ieave shall not
result in compensation for more than the number of straight~time hours in
any normal work week. Bereavement leave may be granted for the death
of immediate family members as defined in Section 2.a. above, as well as
the death of an employee's sibiing, grandparent or grandchild; the sibling,
grandparent or grandchild of an employee's spouse or domestic partner;
or a sibling's spouse or domestic partner. In special circumstances,
Human Resources and Development Management may include others in
this definition. Individual circumstances such as the distance to the funeral
and the extent of employee invoivement with the arrangements for the
deceased shall be considered in determining the number of days to be
granted an employee and whether the leave is taken consecutively.

b. Shared Leave:

The Port of Seattle Shared Leave Program is designed to ailow
employees to come to the aid of fellow Port employees who are suffering
from an extraordinary or severe illness, injury, impairment, or physical or
mental condition which is not related to a Workers' Compensation claim
and has caused, or is likely to cause, the empioyee to take leave without
pay or terminate his or her employment. This includes the first six to eight
weeks of maternity leave (up until the physician reieases the mother to
return to work). It may also include time off needed by the employee to
care for a child, spouse or domestic partner, or parent who is suffering
from an extraordinary or severe illness, injury, impairment, or physical or
mental condition. "Severe" or "extraordinary" condition is defined as
serious, extreme, chronic and/or fe-threatening.

Requests for Shared Leave will be generated by the employee or his or
her work unit and management in consultation with Human Resources
and Development. Shared Leave hours are given to address a specific
medical condition for a specific employee. Shared Leave hours which
have not been used for six months wili be returned to the donors' accrued
leave balances on a pro-rata basis unless Human Resources and
' Deveiopment management authorizes an extension to the six~month
period. Shared Leave hours may not be "banked" or used for reasons
other than the original cause for the donations. Shared Leave hours are
not payable to an employee's estate and cannot be cashed out.


Page 20

An employee may donate any amount of Paid Time Off or Extended
lllness hours, provided the employee retains a minimum balance of two
work weeks of PTO and/or El accruals for his or her own use. However, it
is not the intention of the Shared Leave program to allow employees who
are terminating their employment with the Port to donate their unused El
upon their termination. Donations of PTO and/or El are not tax-deductible
for the donor.

Shared Leave will be paid at the recipient's own rate of base pay. For
example, a recipient who earns $20 per hour and receives 4 hours of PTO
from a donor who earns $15 per hour will be eiigible to
use the 4 hours of
donated PTO at $20 per hour.

All Shared Leave must be given voluntarily. No employee shall be
coerced, threatened, intimidated or financially induced into donating
leave. it is not the intent of the Shared Leave program to ailow employees
who are terminating their employment with the Port to donate their unused
Extended lllness upon their termination.

Empioyees will accrue Paid Time Off and Extended Illness hours on
Shared Leave hours paid. Paid Shared Leave hours will be reported as
taxable income on the recipient's Form W-2. Shared Leave must be
recorded on time logs using the appropriate time reporting code. It is the
responsibiiity of the recipient employee or the employee's designee to
coordinate with the Benefits staff in Human Resources and Development
to-track the employee's available Shared Leave balance. Shared Leave is
not subject to PERS or LEOFF contributions, and service credit for
pension caicuiations will not accrue on Shared Leave hours.

6. Paid Leave Administration During Disability Periods:
i
a. Non-Work Reiated Disabilities:

Employees are required to exhaust accumulated balances of Extended
Illness, Paid Time Off, and long-term sick leave before LWOP may be
approved. If an employee is eligible to file a claim for Long Term Disability
(LTD) insurance benefits, Extended lliness accruais must be exhausted
before LTD benefits are approved. Once LTD benefits
are approved, an
employee must use any remaining Paid Time Off on either a full-time
basis or at a reduced rate.

b. Suppiemental Pay During Workers Compensation Time Loss Periods:

An employee may use Extended lllness leave during approved workers'
compensation time-loss periods to supplement time loss payments.
Extended iilness supplements will be paid in amounts sufficient to bring
the total pay up to the normal bi-weekly rate when possible. When
Extended lliness leave is exhausted, Paid Time Off leave may be used in


Pam: 91

the same manner as described for Extended illness leave to bring total
rate when possible. Employees may not
pay up to the normal bi-weekly
use Extended illness or Paid Time Off leave that exceeds supplementing
the difference between their Temporary Total Disability (TTD) benefits,
hour
Loss of earning power (LOEP) benefits and their regular straight-time
wages.

. If an employee is eligible to file a claim for Long Term Disability (LTD)
insurance benefits, the employee is not required to exhaust Extended
Iliness accruals before LTD benefits are approved.

7. Leave Without Pay (LWOP):

When an employee requests leave without pay in conjunction with any other
assess
leave, the requests should be combined so the employee's manager may
LWOP
the consequences of the entire period of time off being requested. Unless
is requested in conjunction with Paid Time Off, requests for LWOP may not be
approved until all appropriate paid leave accruals are exhausted.
If the leave is
is due to
for personal reasons, all Paid Time Off must be exhausted. If the leave
sick leave, and Paid Time Off
a medical condition, alt Extended illness, long-term
leave must be exhausted.

If LWOP is requested in conjunction with Paid Time Off, compensation may be
arranged to be paid over the entire leave period at a reduced amount or
schedule. = This arrangement requires advance notice and a Request for
Personnel Action form to advise Accounting of the change in schedule.

result in LWOP while an
Suspensions or unpaid time for disciplinary reasons will
employee still has payable leave balances.
benefit
If no Paid Time Off or an insufficient amount of Paid Time Off to satisfy
is used in coniunction with the LWOP,  all insurance
eligibility requirements
month in which the LWOP begins, unless
coverage will end the last day of the
the LWOP is related to a medical disability. (See Section 7.a.(2) for information
to self-pay for
about LWOP due to a medicat disability.) The employee may etect
insurance coverage(s) in accordance with the provisions of the applicable
of 1985
insurance contract and the Consolidated Omnibus and Reconciliation Act
(COBRA).

a. General Leaves Without Pay:

in this section                                                     Approval of a teave under the conditions and limits stated
without loss of seniority in
assumes the employee's right to reinstatement
the same position and pay held before the leave. However, if a reduction
in force should occur during a period of leave, the returning employee
would be subject to the action which would have taken place if the
employee had remained at work. A department director within the
conditions and limits indicated may authorize the foilowing types of leave:


Page 22

(1) Personal Leave Without Pay:

A request for time off the job without pay for non-military
or non
medical reasons will be considered a request for personal leave
without pay. Approval of personal leave is not automatic. Port
management considersdeaves extending beyond an employee's
accrued Paid TimeOff as a special consideration to be granted
only after careful evaluation. A request for personal leave without
pay should be made only when an employee intends to return to
work for the Port following such leave. Each request for personal
leave will be considered on its own merits, and the factors to be
considered by the department director shall include:

(a) The purpose and length of the requested leave.

(b) The employee's length of service.

(c) The effects of the requested leave on the operational
efficiency of the department.

(d) The employee's contribution to the organization.

A personal leave without pay where there is mutual benefit for the
Port and the employee would receive greater priority, for example,
than a request for time off to travel. After such an evaluation, a
manager who is willing to accommodate the employee's request
may authorize up to a six week LWOP if the employee's _
performance and attendance are satisfactory.

(2) Medical Leave Without Pay Covering Periods of Disability:

A disability period is the time an employee is unable to perform the
duties of his or her position due to illness, injury or disability, as
determined and certified by a licensed physician in writing to the
Port. For the purposes of this procedure, the normal definition of
illness includes, but is not limited to disabilities related to
pregnancy
or childbirth, conditions related to alcoholism, drug addiction, and
disorders. Such absences may be covered by the                                       psychological
Family and Medical Leave Act (FMLA). Under this section, medical
leaves which are required to cover certified periods of disability
may
be granted to regular, post~probationary employees suffering from
either job-related or non-jobrelated disabilities for
up to six months.
Any non~represented employee may be granted up to six months
leave for job-related disabilities. When disability conditions continue
into the fifth month since the first day of unpaid leave, the
department director, Disability Case Management Team, and

Page 23

Human Resources and Development Management shall make a
determination concerning appropriate action. Medical leaves in
excess of six months are covered under Special Leave Without Pay
Considerations.

Following FMLA leave, insurance coverage will end as follows: (a)
For an employee who has less than five years of service
immediately preceding his or- her disability, ..cov_er.age for all
insurance benefits is provided through the end of the month in
which the 30th day of leave without pay status occurs, and (b) For
an employee who has five or more years of service immediately
preceding his or her disability; medical, dental and life insurance
benefits will be provided through the end of the month in which the
sixth month of leave without pay status occurs. The employee may
elect to selfpay for insurance coverage(s) in accordance with the
provisions  of  the  applicable  insurance  contract  and  the
Consolidated Omnibus and Reconciliation Act of 1985 (COBRA).

When time off the job without pay is requested in excess of the
certified period of disability, it is handled in the same manner as
any other request for personal Leave Without Pay.

b.89ecial Leave Without Pay Considerations:

(1) Retirement system service credits do not increase while an
employee is on leave without pay since the Retirement Board
counts service only for months in 'which direct payroll compensation
is received.

(2) Unpaid Leave of Absence Exceeding Maximum Time Period:

Personal unpaid leave in excess of six weeks and unpaid medical
leave in excess of six months shall be granted only upon the
recommendation of the employee's manager and with the approval
of Human Resources and Development Management. The decision
of Human Resources and Development Management shall be
based upon the special circumstances of the case, such as doctor's
recommendations when considering medical leave. Particularly in
the case ofjob-related illness or injury, the length of approved leave
shall  be  carefully  considered  in  the  light  of  the  doctor's
recommendations. Refer to the Disability Case Management
Procedure HR-6 for more details. Employment longevity, the
employee's performance record, and the mutuai benefit to the Port
and the employee shall receive appropriate consideration when
reviewing personal leave without pay requests.

(3) Leave Without Pay for Probationam Employees:


Dam: OA

It is not the intent of this procedure to permit medical leave without
pay up to six months or personal leave without pay up to six weeks
for probationary employees. The determination shall be made at
the discretion of the employee's manager as to whether or not
medical leave of up to six weeks in duration, which is hereby
established as maximum allowed for probationary employees, is
appropriate or practical. To qualify for a medical leave of up to six
weeks,.the..empioyee must be under a doctor's care, and the
_
attending physician must have certified that a disability exists. An
estimated return date shall also be required from the physician.

Personal leave without pay shall not be encouraged  for
probationary employees; however, such leave up to two weeks in
length may be granted at the discretion of the employee's manager
for absence required under extenuating circumstances. If the
authorized personal leave is in excess of two weeks, the
probationary period shall be extended by the time period in excess
of two weeks.

(4)During a Leave Without Pay Extending Beyond 30 Calendar
Days:

A personnel action form shall be submitted by the employee's
department for any leave without pay that will extend beyond 30
days. Employees on unpaid leaves in excess of 30 calendar days
shall be on inactive payroll status; employees on paid leave shall
be on active status.

Any employee seeking or requiring an unpaid leave of more than
30 days should check prospectively with the Benefits section
regarding continuance of insurance Coverage. it may be necessary
for the employee to pay for part or all of the premiums for insurance
benefits he or she wishes to continue without interruption. The
Port's premiums for any insurance benefits the employee waives
during a period of leave without pay will be paid by the Port
beginning the first day of the month following return from such
approved leave. The employee is responsible for paying his or her
share of the premium, if any. It the employee returns on the first
working day of a month, Port-paid insurances will resume the first
of that month. When an employee elects not to pay the premiums
for one or all insurance benefits, a signed affidavit from the
employee is required stating which coverage's are not desired
during the leave. The employee makes this decision at the time the
leaveis being arranged.

(5) When a Leave Without Pay is Completed:


Page 25

When the employee returns to work within the agreed upon time
allowance, a personnel action form is submitted by the employee's
department placing that employee back on active employment
status if the employee's leave was greater than 30 days.

If any general, across the board salary adjustments occurred during
the leave, the employee's pay record will be adjusted accordingty
for such employee by the employee's department.

if an employee does not return within the agreed time and does not
notify the Port of the reason nor request an extension, a termination
personnel action form shall be prepared by the employee's
department following final communication with the employee and
concurrence between the employee's manager and Human
Resources and Development Management.



















Pace 26

APPENDIX A: WAGE RATES
Number of January 2010 January 2011  January 2012 One time cash
Emplo ees    Hour! Rate   Hourly Rate   Hourly Rate     gay out
~ '28 67        28.67         TBD        $500.00 -

1                                24.13             TBD            $500.00
2
.
1
1                                23.00             TBD              $0
1_-_
H
10 empfo ees
Probationary -  22.20   TBD
Rate    ~











Page 27

LETTER OF UNDERSTANDING
TO THE
AGREEMENT
BY ANDBETWEEN
.
PORT OF SEATTLE
AND
INTERNATIONAL ASSOCIATION'OF MACHINISTS AND AEROSPACE WORKERS
AFL-CIO, DISTRICT LODGE NO. 160, LOCAL LODGE 289

THIS LETTER OF UNDERSTANDING is supplemental to the Agreement by and
between the Port of Seattle, hereinafter referred to as the "Employer" and the
international Association of Machinists and Aerospace Workers, AFLCIO, District
Lodge 160, Local Lodge 289 representing the Parts Procurement Department,
hereinafter referred to as "Union".

This Letter of Understanding will confirm the Employer and the Union agreed to the
following during negotiations:

ARTICLE 14 - RATES OF PAY

A. In order to maintain his significantly higher hourly rate, Victor Palanca shall cover
or assist with supervisory duties as needed without an additional premium.

B. This Memorandum of Understanding shall sunset at the end of the current
contract.

DATED this   '        clay of ' 2011.    ,


Port of Seattle                        International Association of Machinists &
Aerospace Workers, AFL-ClO,
District Lodge 160, Local Lodge 289

<
By:                              By: % 13%
Signature                      Sign ture

Title 


Page 28