AGREEMENT

between .
PORT OF SEATTLE
nd
INTERNATIONAL LONGSHORE & WAREHOUSE UNION,
LOCAL 9
,
Covering-

TOUR GROUP COORDINATORS

-MARCH 1, 2010 FEBRUARY 28, 2013



DRlBtNAL

TABLE OF CONTENTS

ARTICLE 1:  PURPOSE OF AGREEMENT ............................................................................................... 3
ARTICLE 2:  UNION RECOGNITION ........................................................................................................ 3
ARTICLE 3:  LIMITED DURATION-EMPLOYMENT....................._......... 3
ARTICLE 4:  UNION SECURITY ............................................................................................................... 3
ARTICLE 5:  PAYROLL DEDUCTION .......................................................................................................4
ARTICLE 6:  BUSINESS REPRESENTATIVE ACCESS...........................................................................4
ARTICLE 7:  BULLETIN BOARD .......................................................................................................... ,....4
ARTICLE 8:  EQUAL EMPLOYMENT OPPORTUNITY.............................................................................4
ARTICLE 9:  MANAGEMENT RIGHTS ......................................................................................................4
ARTICLE10: GRIEVANCE PROCEDURE... 6
ARTICLE 11: SENIORITY and PREFERENCE INREHHIRE....................................................................... 8
ARTICLE 12: JURY DUTY .......................................................................................................................... 9
ARTICLE 13: HOURS OF WORK, OVERTIME and BREAK PERIODS                  9
....................................................
ARTICLE 14: HOLIDAYS .......................................................................................................................... 10
ARTICLE 15: LEAVE WITHOUT PAY....................................................................................................... 10
ARTICLE 16: OTHERBENEFITS...........10
ARTICLE 17: SAFETY ............                                        11
-. .................................................................................................................
ARTICLE 18: EQUIPMENT ....................................................................................................................... 11
ARTICLE 19: PROFESSIONALISM AND TRAINING RECORDS ............................................. -............... 11
ARTICLE 20: SHOP STEWARDS ............................................................................................................. 11
ARTICLE 21: DISCIPLINE ........................................................................................................................ 11
ARTICLE 22: GOOD FAITHGUARANTEE .............................................................................................. 12
ARTICLE 23: PERFORMANCE OF DUTY, STRIKES AND LOCKOUTS ................................................ 12
.  ARTICLE 24:  EMERGENCY CONDITIONS ................................................................... . ......................... 12
ARTICLE 25: SAVINGSCLAUSE........................................................... 12
ARTICLE 26: ENTIRE AGREEMENT ....................................................................................................... 13
ARTICLE 27: LABOR MANAGEMENT COMMITTEE .............................................................................. 13
ARTICLE 28: TERM OF AGREEMENT .................................................................................................... 13
APPENDIX A: PAY RATES ........................................................................................................................ 14
APPENDIX B: SUBMISSION OF GRIEVANCE ......................................................................................... 15
APPENDIX C: END OF SEASON LETTERS  SAMPLELANGUAGE 16



Maw  Page 2 of 16

ARTICLE 1: PURPOSE OF AGREEMENT

and Warehouse
This Mutual Agreement has been entered into by the International Longshore
the Port of Seattle (hereinafter
Union, Local No. 9 (hereinafter referred to as the Union), and
relations
referred to as the Port). The purpose of this agreement is the promotion of harmonious
for the
between the Port and the Union; the establishment of equitable and peaceful procedures
and other
resolution of differences; and the establishment of rates of pay, hours of work, benets,
terms and conditions of employment.

ARTICLE 2: UNION RECOGNITION

all employees in the
The Port recognizes the Union as the sole and exclusive bargaining agent for
condential
job classification of "Tour Group Coordinator" working at the Airport, excluding
employees, supervisors and all other employees of the employer.

The Port agrees that it will not contract out any of the work presently being performed by the
under the terms and conditions of
employees covered by this contract. Such work shall be done
this contract.

ARTICLE 3: LIMITED DURATION EMPLOYMENT

of a service the
The Parties recognize that the Tour Group Coordinator positions are the result
Airport provides in connection with the cruise industry. As such, the need
for stafng may

uctuate depending on the level of cruise ship activity.

lasts from
The Tour Group Coordinators shall be employed during cruise season, which typically
the end of April until the middle of October.

ARTICLE 4: UNION SECURITY

Section 1. All employees who                Union shall become members of the
are, not members of the
members during
Union within thirty (30) days after the signing of this contract and shall remain
All employees hired
the life of this agreement as a condition of their continued employment.
of
hereafter shall become members of the Union within thirty (30) days following the beginning
a condition of
their employment and shall remain members during the life of this Agreement as
Article if the Port has
their continued employment. No employee will be terminated under this
reasonable grounds for believing:

on the same terms and
(a) That membership was not available to the employee
conditions generally applicable to other members, or

other than the failure
(b) That membership was denied or terminated for reasons
of the employee to tender the periodic dues and the initiation fee uniformly
required as a condition of acquiring or retaining membership.

Section 2. The Port shall discharge or otherwise cause the termination of employment of non
the Port's Director of Labor Relations
complying employees upon receipt of written request to

Page 3 of 16

from the Union. Prior to sending a written request for termination to the Port, the Union shall
notify the affected employee of its intention to request termination. Such termination of.
employment shall be within ve (5) working days of receipt of written request by the Port's
Director of Labor Relations.

ARTICLE 5: PAYROLL DEDUCTION

The Port agrees to deduct from the paycheck of each member covered by this Agreement who
has so authorized it by signed notice submitted to the Port, the initiation fee and regular monthly
dues. The Port shall transmit such fees to the Union once each month on behalf of the members
involved.

ARTICLE 6: BUSINESS REPRESENTATIVE ACCESS

The Port agrees to allow reasonable access to Port facilities for business representatives who
have been properly authorized by the Union. Such access shall be permitted in a manner as not to
interfere with the functions of the department or the Port. This Article shali apply within the
constraints of federal or state regulations and statutes and the Airport Security Plan.

ARTICLE 7: BULLETIN BOARD

Bulletin boards found to be acceptable and in compliance with the needs of limited use by the ~
Union shall be provided by the Port. These bulletin boards shall be used, maintained and
controlled by the Union. It is understood and agreed to that no material shall be posted which is
obscene, defamatory, or which wouid impair Port operations.

ARTICLE 8: EQUAL EMPLOYMENT OPPORTUNITY

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, creed, national origin, sex, age, sexual orientation, Vietnam-
era veteran or Americans with Disabilities status.

ARTICLE 9: MANAGEMENT RIGHTS

Section 1.   The Union recognizes the prerogatives of the Port to operate and manage its
affairs in all respects in accordance with its responsibilities and powers of
authority.

The Port reserves all rights of Management except as specifically limited in this
Agreement. Among such rights are the determination of the methods, processes,
and means of providing service, including the increase, or diminution, or change

Page 4 of 16

of operations, in whole or in part, including:
introduction of any and all     improved, automated methods or
a.  the                              new,
equipment
b.  the determination ofjob content and/or job duties;

0.  the combination or consolidation ofj obs;
shall conduct a
(1.  With regard to a, b and 0 above, at the Union's request the Port
of jobs
job evaluation to determine if the combination or consolidation .
the evaluation being subject
warrants an increase in wages, with the result of
to the grievance procedure;
provided, however, in exercise of such rights, it is not intended any other provision of this
shall be changed, modied,
contract providing a specic benet or perquisite to employees
without concurrence of the Union.
or otherwise affected,

Port has the right to schedule
anticu.   Subject to the provisions of this Agreement, the .
work as required in a manner most advantageous to the department, including
etc.
creating 'oating' assignments to cover rest and lunch breaks,

Port reserves the right:
Section 3.   Subject to the provisions of this Agreement, the

as long
(a)    To suspend, discharge, or take other disciplinary action against employees
action is for just cause.
as such disciplinary
work locations and personnel necessary for
(b)    To determine methods, means,
departmental operatidns;

(c)    To control the departmental budget, and if deemed appropriate by the Port, to
implement reduction(s) in force;
in emergencies in order to assure the
(d)   To take whatever actions are necessary
proper functioning of the department;
educational courses, training programs, on-
(6)    To determine the need for additional
to such duties for
the-job-training, and cross training, and to assign employees
periods to be determined by the Employer; and
be limited by provisions of
(i)    To manage and operate its departments except as may
this Agreement.
_

of this Agreement and
Section 4.   The Union has all rights which are specied in the Articles
retains all rights granted by law except as such rights may be limited by
provisions of this Agreement.


Page 5 of16

ARTICLE 10: GRIEVANCE PROCEDURE

The parties acknowledge that every effort should be made by the employee(s) and the
appropriate supervisor to resolve issues prior to initiating grievance procedures.
A- grievance shall be dened as an alleged violatiOn of the terms of this Agreement.  If a
grievance is initiated by the Port or the Union regarding the application or interpretation of the
terms of this Agreement, the grievance may be led at Step 2; .otherwise, the grievance must be
initiated at Step 1. '

A.  A four-step grievance procedure is established as follows:
Step One: Informal Resolution.
An employee who believes that a provision of this Agreement has been violated must submit
a "Grievance Filing" form (See Appendix B) to the Port and the Union within twenty-one
(21) calendar days from the date he/she knew or reasonably should have known of the
alleged violation.  Within fourteen (14) calendar days of the ling of the completed
"Grievance Filing" form, the Port will send a written response to both the employee and to
the Union.
Step Two: Labor Relations Committee.
If the written response in Step One has not resolved the grievance satisfactorily, or if the
Union initiated the grievance, the Union may, in its sole discretion, elect to advance the
grievance to Step 2.  If a grievance is brought by the Port against the Union, it may be led
at Step 2.

To advance a grievance to Step 2, either the Union or the Port shall submit a written
statement setting forth in detail the facts upon which the grievance is based, the sections of
the Agreement alleged to have been violated, and the remedy sought. The Union shall
submit such written statement to the Director of Labor Relations, and the Port shall submit
such written statement to the Secretary/Treasm'er/Business Agent ofthe Union.

For a grievance to be timely initiated at Step 2, the written statement, must be submitted
within twenty-one (21) calendar days from the date the grieving party knew or reasonably
should have known of the alleged Violation.  Where a grievance was initiated at Step 1, the
Step 2 Written statement must be submitted within fourteen (14) calendar days of the receipt
' ofPort's written Step One response.

A Labor Relations Committee (LRC) shall consist of the Union's Business Agent and up to
two (2) members of the bargaining unit selected by the Union, and up to three (3) persons
selected by the Port. The LRC will meet within fourteen (14) calendar days of the request
that it do so to discuss and attempt to resolve the grievance. Any resolution reached by the
LRC shall be reduced to writing and signed on behalf of the Port and the Union.
Step Three: Voluntary Mediation
If the grievance is not resolved at Step 2 of the procedure, upon mutual agreement, the Port
and the Union may, within seven (7) days of the LRC meeting, agree to submit the grievance
to a mediator appointed by the Public Employment Relations Commission .or another
mutually agreed upon mediator for mediation. If mediation fails to resolve the issue(s), or if
both parties do not agree to submit the grievance to mediation, then the matter may be

Page 6 0t 16

referred to arbitration by the grieving party.
mediation can be
Nothing said or done by the parties or the mediator during the grievance    '
used in the arbitration proceeding.
'
Step Four: Arbitration.

I.   Arbitration Procedures
the LRC or, if the parties attempt
Within 30 days of the failure to resolve this grievance by
failure of the mediation                 this
mediation, within 30 days of the                  process, either party to
Agreement may, in its sole discretion, apply to .the Federal Mediation and Conciliation
and available to serve as arbitrators for
Service for a list of ve (5) persons who are qualied
list, the Labor Relations
the dispute involved.  Within ve (5) days of receipt of this
Committee will jointly select the arbitrator from the list in" the following manner: The
the
Port shall each privately identify (strike) two (2) of
representatives of the Union and the
If
whose name was not struck shall be the arbitrator.
(5) available arbitrators. The person
whose last name
is not struck by either party, the person not struck
more than one person
nal and
shall be selected. The decision of the arbitrator shall be
comes rst in the alphabet
'
binding to all parties to the dispute.
and expenses relating to its own witnesses
The Union and Port shall pay any compensation
whose presence is (l) requested by the
and/or representatives, except that Port employees
the proper conduct of the
Union or the Port and (2) reasonably necessary
or related to
cloc                       still
arbitration, and who otherwise would be "on the    ," will be treated as if they are
at the arbitration.  In
as a result of their presence
working and thus will suffer no loss of pay
to swing
an employee who is assigned
order to ensure parity for all employees in this regard,
shall be released
and whose presence meets the criteria set forth above
or graveyard shift
the date of his/her presence at the
from some or all of either the shift immediately preceding
for an
arbitration, or the shift following such presence, depending on the circumstances,
of time such employee is directed to spend at the
amount of time equal to the amount
arbitration.
of the hearing, the party requesting the copy
If either party requests a stenographic record
will pay the cost of said record. If the other party also requests a copy, the party will pay
one~half of the stenographic costs. The fees and expenses of the arbitrator shall be shared
not hereby waive any rights it may have, subsequent
equally by the parties. The Union does
seek an award of reasonably incurred attorney's fees pursuant
to a successful arbitration; to
to RCW 49.48.030.

ll.  Limitation on Power of the Arbitrator
of this
to the application and interpretation
The powers of the arbitrator shall be limited
its appendices.  Decisions shall be based on whether or not a contract
agreement and
shall have jurisdiction to decide any
violation is deemed to have occurred. The arbitrator
but shall not add to, delete, or modify any section of
dispute arising under this Agreement,
to
the Agreement. EXCEPTION: Should the Union contend that it is (or could be) entitled
and should the
incurred attorneys fees pursuant to RCW 49.48.030,
an award. of reasonably

Page 7 of 16

Port agree, the Port and the Union may specically request that the arbitrator retain
jurisdiction, subsequent to his/her ruling on the merits of the grievance, to determine all
issues related to the amount of such an award and to determine the appropriate amount of
such an award. Such an agreement may occur either prior 'to or subsequent to the arbitrator's
'
decision on the merits.

B. Time Limits/Intent of the Parties

It is the intent of the parties that disputes be resolved in an amicable and orderly fashion
based on the merits. In pursuing this end, the parties do not want disputes forced to either the
LRC or arbitration that might be resolved at earlier stages.
For this reason, the time limits and all other requirements set forth above may be waived by
written agreement or acknowledgement of the primary representatives of the parties, i.e., the
Port's Labor Relations Director or his/her delegate, and the Union's Business Representative
'



. or Iris/her delegate.
C. Time Limitation as to Back Pay.
Grievance claims involving retroactive compensation shall be limited to 180 calendar days
prior to the written submission of the grievance to the Port and the Union, provided,
however, this 180 day limitation may be waived by mutual consent of the parties.

ARTICLE 11: SENIORITY and PREFERENCE IN REHIRE,

Section 1. Seniorig Roster. The P01t shall maintain one seniority roster for the bargaining unit.
Seniority for the purpose of this Article is the employee's date of hire into the bargaining unit.
(The parties agree to "grandfather" seniority for employees who have been continuously rehired
from year to year, starting with the year 2000).  Seniority shall be broken and forfeited by
retirement, resignation before the end of cruise season, termination from employment, layoff of
thirteen months, or a break in service of more than thirteen months.

Given the seasonal nature of employment, seniority credit for any previous years of employment
shall only count toward bargaining unit seniority if employment is continuous from year to year.
Example: If an employee successfully completes the 2007 season and is' rehired for the 2008
season, their 2007 seniority shall 'credited' in addition to their 2008 seniority.  If this same
employee successfully completes the 2008 season, but is not rehired again until the 2010 season,
their Seniority for any previous years of work shall be forfeited. Their seniority shall begin anew
with the 2010 season.

Section 2. Completion of a Season. Employees will be deemed to have successfully completed
'
a season if, in management's discretion, their work performance is satisfactory, and they have
worked the entire time period that they committed to at the beginning of the season (Approved
Leave Without Pay will not count against employees when determining whether or not an
employee worked the entire time period to which they committed.)

Section 3. Preference in Rehire. Employees who have successfully completed a season will be
given preference in re-hire for the next season. The Port shall issue a letter at the end of a season
to those employees who will be given preference for rehire for the following season. Employees

Page 8 of 16

will also be issued a letter to inform them that
who have not successfully completed a season
rehired.  Employees who are not selected for rehire may request an exit
they will not be
interview from management. (See Appendix for Samples of Letters.)

for rehire letters, the order of rehire
In the event that multiple employees are given preference
most senior to least senior.
shall be determined by bargaining unit seniority, from

in rehire for reasons that are arbitrary,
Management will not deny an employee preference
capricious or discriminatory.
for rehire" letter is not a guarantee of
The Port and the Union agree that receiving a "preference
The
employment for the following season.    rehiring of TGCs is dependent on business and
operational need for such positions.
Section                                     to           at its sole
4.  Lead Position.  The Employer reserves the right    appoint Leads
of one dollar ($1.00) above their
discretion. TGCs assigned Lead duties shall be paid a'premium
lead work.
current base rate of pay for all hours performing

ARTICLE 12: JURY DUTY

scheduled to
on a day for which they were
If an employee is called for and serves on jury duty
for the hours they were scheduled to work, less
work, that employee shall receive compensation
received from the court for such service.
any compensation
PERIODS
ARTICLE 13: HOURS OF WORK, OVERTIME and BREAK

Section 1. Hours of Work.

the exibility to
and On-Call: All TGC positions are parttime and on~ca11 requiring
a. Part-Time
and holidays. There is no "bid" schedule.
work various and irregular hours as well as weekends
week or per month. It is understood by
There is no minimum number of hours guaranteed per
is dependent upon cruise line schedules.
the Port and the Union that the need for stafng

make a monthly schedule with hours and days of
b. Hours and Days of Work: Management will
with little advance notice due to
work for employees. However, such schedules may change
and delays, or to accommodate employee
unforeseen events such as cruise ship cancellations '
-
requests for days off.
when making the work schedule, but cannot
Management will consider employee preferences
be granted.
guarantee that every employee request will
hours pay
Section 2. Minimum Shift Pay. Employees shall receive a minimum of four (4)
when they are required to come in to work.

allowed a paid rest period of fteen (15) minutes
Section 3. Break Periods. Employees will be
taken no later than the end of the third hour
for each four hours worked. Such rest period must [be

Page 9 of 16

l
of the shi. When more than ve (5) hours are worked in a shift, employees will be allowed a
thirty (30) minute meal period. These rest and meal periods shall be paid at the employee's
regular rate of pay.

Section 4. Overtime. Hours worked in excess of eight hours in a day or 40 hours in a week shall
be paid at the overtime rate. There shall'be no compounding or "pyramiding" of overtime.

ARTICLE 14: HOLIDAYS

Section 1. Employees shall be paid time and a half for the hours actually worked on a Holiday,
the dates of which are indicated below:

Memorial Day                 Last Monday in May
Independence Day               July 4
Labor Day                   First Monday in September
.

ARTICLE 15: LEAVE WITHOUT PAY

Section 1. Management shall consider employees' requests for LWOP.  If it is possible in
management's discretion to accommodate the employee's request for LWOP by altering the
regular schedule (i.e. having other employees cover the open shifts without overtime) the
employee's request for LWOP will be granted.

Whenever possible, employees are expected to provide seven (7) calendar days advance notice
for their request for LWOP.

Requests for qualified FMLA leave without pay wili be granted.

ARTICLE 16: OTHER BENEFITS

A. Unemployment Compensation Benets under the Washington State Employment Security
' Act.

B. Social Security insurance (FICA) as covered by the Federal Insurance Contribution Act.

C. Credit union participation.

D. Washington State Workers' Compensation.

E. Employees who successfully complete a season (as dened in Article 11, above) shall be
considered "internal" candidates for Port job postings for the twelve months immediately
following the successfuily completed season. Employees shall be given the same consideration
as other "internai" Port job candidates for the twelve month period.  The Port's Human


Page 10 of16

and
Resources Department determines policies and procedures related to "internal" job postings,
and procedures shall not be subject to the grievance procedure.
any changes to such policies

established by the Ports
F. Employees shall be eligible for transportation and parking benets as
Transportation and Parking Policy.
as other
G. Employees covered by this agreement shall be entitled to the same parking privileges
shall automatiCally
'Port employees. Changes to the parking privileges of other Port employees
apply to employees covered by this agreement.

ARTICLE 17: SAFETY

work environment.
The Port will take all steps necessary to maintain a safe work place and safe
No employee is expected to risk injury or illness during the course of employment. Employees
of any unsafe conditions that occur
must take reasonable steps, such as notifying management
during the course of their work.
ARTICLE 18: ES.QUIPMENT

Section 1. The Port shall provide the employees .with all uniforms (when required) and
equipment that the employee is expected to utilize in the job and in accordance with the
service
requirements as established by the Manager. The Port shall provide appropriate cleaning
for all authorized uniforms.

ARTICLE 19: PROFESSIONALISM AND TRAINING RECORDS

duties and
The Port will provide training for all employees as necessary to perform his/her job
will
will maintain a careful record of the training accorded employees. The training opportunities
i                                                                             distinction. In addition, employees
be made available to all employees without discrimination or
within
or hearings relating to or affecting matters
may be involved in all post-incident critiques
the scope of their responsibilities.

as a result of management
Employees will be reimbursed for any travel or meals incurred
with Port
directed training approved by the Manager or designee under this article and consistent
policy.
ARTICLE 20: SHOP STEWARDS

The Port will recognize one shop steward and one alternate shop steward appointed-by the
contract-related matters
Union. The shop stewards shall have the right to engage in necessary
including advising employees and assisting those facing discipline without loss of pay
of this right are matters for the
irrespective of when those events occur. Claims of alleged abuse
grievance and arbitration procedure set forth in this Agreement.

ARTICLE 21: DISCIPLINE


Page 11 of16

Section 1. The Port shall not discipline or discharge any employee except for just cause. Any
warning notice or other documentation or written evaluation regarding the employee shall be
given to the employee, and a copy given to the Union. The employee may prepare a rebuttal
statement which the employee may request to be added to their personnel le.

Section 2. Personnel Files. Every employee shall have the right to look at their personnel le
and copy or have copied at the employee's expense, any material that is in the le. Every
employee shall have the right to submit written material for addition to their le and that material
shall be kept in the le so long as the material it rebuts is'in the le. No personnel le material
other than routine payroll information may be used in any grievance proceeding or disciplinary
proceeding involving the employee unless that material was shown to the employee and the
Union at the time it was created and before it was placed in the le.

ARTICLE 22: GOOD FAITH GUARANTEE

The Port and the Union agree to deal with each other in good faith and observe their
commitments without resorting to gimmicks or subterfuge.

ARTICLE 23: PERFORMANCE OF DUTY, STRIKES AND LOCKOUTS

Section 1. Nothing in this Agreement shall be construed to give an employee the right to strike
and no employee shall strike or refuse to perform assigned duties to the best of his/her ability.
The Union agrees that it will not condone or crusade any strike, slowdown, mass sick call, or any
other form ofwork stoppage or interference with the normal operation of the Port.

Section 2. The Port agrees that there shall be no lockouts.

Section 3. The conditions stated in Sections 1 and 2 of this Article shall remain in effect with or
without a signed labor agreement.

ARTICLE 24: EMERGENCY CONDITIONS

Employees may be required to report to work- under emergency conditions such as natural
- emergencies or security emergencies. If required by management to stay overnight or between
shifts, the employees will be provided reasonable accommodations and sufcient and reasonable
subsistence. '

ARTICLE 25: SAVINGS CLAUSE
.

If any Article of this Agreement or any Appendix hereto should be held invalid by operation of
law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any
Article or Appendix should be restrained by such tribunal, the remainder of this Agreement and
Appendices shall not be affected thereby and the parties shall enter into immediate collective
bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement of such
Article.


Page 12 of 16

ARTICLE 26: ENTIRE AGREENIENT

in writing constitutes the entire agreement between
Section 1. The Agreement expressed herein
of its provisions.
the parties and no oral statement shall add to or supersede any

Article 22 ~ Good Faith Guarantee, the'Port agrees to
Section 2. Under the Ports commitment in
and discuss any major or signicant changes in the
notify the Union in advance and meet
before those changes become effective unless they are
operation and/or working conditions
necessitated by     emergency situation. In that event the notication, meeting, and/or
any
discussions will take place as soon as possible thereafter.

ARTICLE 27: LABOR MANAGEMENT COMMITTEE

the other party agrees to meet on an informal basis
At the request of either the Port or the Union,
mutual concern including but not limited to:
outside the grievance procedure to discuss issues of
and administration of this
new projects, new equipment, and questions of interpretation
reached as a result of such meetings shall be
Agreement. Any understandings or agreements
the Union or such understanding shall be
reduced to writing and signed on behalf of the Port and
null and void.

ARTICLE 28: TERM OF AGREEMENT

2013.
Effective dates of this contract are March 1, 2010 - February 28,

have duly executed this Agreement.
IN WITNESS WHEREOF, the parties hereto

Date:
By
Port of Seattle
Tay Yoshitani, Chief Executive Ofcer,

By   42 W2sz         ~'Date: 5" 2 7'" /a
International Longshore & Warehouse Union,
Tony Hutter, ISecretary/Treasurer/Business Agent,
Local #9








Page 13 of 16

APPENDIX A: PAY RATES

The Hourly Wage Rates for employees for the 2010 Season shall be as follows:

1st Season         '                             $13.25
2nd Consecutive Season                           $13.76
3rd Consecutive Season                            $14.27
4'" Consecutive Season                            31 14.78

The Hourly Wage Rates for employees for the 2011 Season shall be as follows:

1St Season                                      $13.75
2"d Consecutive Season                           $14.26
3rd C0nsecutive Season                            $14.77
4m Consecutive Season -                 $15.28

The Hourly Wage Rates for employees for the 2012 Season shall be as follows:

1st Season -  $14.25
2nd Consecutive Season                           $14.76
3rd Consecutive Season                    '        $15.27
4"1 Consecutive Season                            $15.78

The Employer reserves the right to appoint Leads at its sole discretion. TGCs assigned Lead
duties shall be paid a premium [of one dollar ($1.00) above their current base rate of pay for all
'
hours performing lead work.











Page 14 of 16

APPENDIX B
I.L.W.U. Local 9
: Porterswue
SUBMISSION 0F GRIEVANCE

Grieving Party:

Supervisor        ,

Date of Filing with Port*__________.._._--

Port Representative Receiving Fiiing

Date of Filing with Union" . _

Union Representative Receiving Filing

until a copy has been delivered by the grieving party
*This grievance shall not be considered filed
to both the Union and to the Port.

Date of Occurrence      ~

Type of Occurrence

Location/ Work Unit

Contract Article(s) Affected

_____________._____.__

Remedy Sought .

________________.__-

Grievance Report: (Attach additional sheet if necessary)

-_-_--l''h___

___________._---"

________________.___.___.-

__________,___-

Other Parties cc'd

____________________._.---



Page 15of16

APPENDIX C

End of Season Letters- Sample Language:

Dear Ms. TGC:

Thank you for your hard work this summer. We are pleased to inform you that you have been
placed, on 'the f'preferred hire" list for the 200_ season, as referenced in Article 11 of the
Collective Bargaining Agreement.

Please note that this does not mean you have a guarantee of employment with the Port next
summer. Ali hiring is contingent upon the Port's operational and business needs.

Thank you again for helping make this summer's cruise season a success.

Sincerely,


Port of Seattle



Dear Ms. TGC:

Thank you for working with us this summer. Unfortunately, after careful consideration, we must
inform you that you will not be placed on "preferred hire" list for the 200__ season, as
referenced in Article 11 of the Collective Bargaining Agreement.

if you would like to schedule an Exit Interview with your management team to discuss this
decision, please, contact me at (PHONE) by (DATE).

Wewish you success in your future endeavors.

Sincerely,

Port of Seattle



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