Item 5e agree

MEMORANDUM AGREEMENT COVER SHEET

WORK UNIT DATA 
Truck Drivers 
Union Affiliation 
International Brotherhood of Teamsters Local Union No. 174 
Tom Mann Business Representative 
Port of Seattle Employees 
Covering four (4) truck drivers working in Seaport Maintenance and Port Construction
Services 
Work Location 
All Port Properties 
CONTRACT DATA 
Term 
June 1, 2009  May 31, 2015 
BENEFITS 
Health and Welfare 
Maintenance of Benefits for Health and Welfare, Dental and Vision Benefits for
Domestic Partners 
Pension 
2009: $7.76 per hour worked 
2010: TBD 
2011: TBD 
2012: TBD 
2013: TBD 
2014: TBD

In subsequent years the increase will be tied to the outside rate of the AGC and
the employees have the option with proper notice to divert wage increases into
the pension. 

Wages: 
Effective June 1, 2009: $35.15
Effective June 1, 2010: 80% of combined AGC Wage and Pension Increase 
Effective June 1, 2011: 80% of combined AGC Wage and Pension Increase 
Effective June 1, 2012: 80% of combined AGC Wage and Pension Increase 
Effective June 1, 2013: 80% of combined AGC Wage and Pension Increase 
Effective June 1, 2014: 80% of combined AGC Wage and Pension Increase 
Wage increases are tied to the outside AGC hourly rate. Currently the Port of
Seattle employees are higher than the outside rate due to a previous buyout of all
paid leave (this group has no paid vacation sick or holidays) that was rolled into
the hourly wage. Through this contract, the wage rate will be reduced by 20% of
the outside hourly wage and pension rate until the rate until a reduction of $1.82
is realized . 
Contract Changes: 
Section 5.01(b): Direct Site Reporting. Employees shall report directly to
established jobsites. This will decrease travel time and overtime costs. 
Addendum regarding Port Construction Services Section 7: When
necessary to have common start and finish times with the other Crafts the
Teamsters support to maximize efficiency of the crews, shift premium will
be realized adjustment of hours rather than an hourly percentage increase. 
Consistency with Other Labor Agreements: 
Agreement on the following subjects is similar to those of other labor agreements at the
Port: 
Health and Welfare, Dental and Vision Benefits for Domestic Partners. 
Direct Site Reporting 
Grievance and Arbitration Process 
Shift Premiums 
Health and Welfare hourly qualifier

GENERAL TEAMSTERS LOCAL UNION NO. 174
Afliated with the
INTERNATIONAL BROTHERHOOD OF
TEAMSTERS

AND

PORT OF SEATTLE

MUTUAL AGREEMENT

JUNE 1, 2009 THROUGH MAY 31, 2015

TABLE OF CONTENTS

1
PURPOSE OF THIS AGREEMENT ..................................................................................
2
SECTION 1  RECOGNITION  UNION SECURITY......................................................
2
SECTION 2 - EXTRA AGREEMENTS .............................................................................
2
SECTION 3            - PICKET LINES .......................................................
~ DISCRIMINATION
3
SECTION 4 - EQUAL EMPLOYMENT ............................................................................
3
SECTION 5  HOURS OF WORK - SHIFT PREMIUM ~ OVERTIME ...........................
4
SECTION 6 - SENIORITY .................................................................................................
7
SECTION 7 ~ TIME SHEETS AND CLOCKS ..................................................................
L' BULLETIN BOARD                 7
SECTION 8 - INSPECTIONS .......................................................
7
SECTION 9  UNIT WORK PRESERVATION.................................................................
7
SECTION 10 - TRANSFER OF RIGHTS ..........................................................................
8
SECTION II          OVERLOADING .............................................................
- EQUIPMENT
8
SECTION 12 - MOONLIGHTING .....................................................................................
8
SECTION I3  JURY DUTY ..............................................................................................
9
SECTION 14 - FUNERAL LEAVE ....................................................................................
9
SECTION 15         - AGREED TO CALCULATE IN TO WAGES
................
SICK LEAVE
9
SECTION 16 - HOLIDAYS AGREED TO CALCULATE INTO WAGES ......................
SECTION 17         - AGREED TO CALCULATE INTO
WAGES ............... 10
- VACATIONS
11
SECTION 18            - RATES OF PAY
- CLASSIFICATIONS
................................................
HEALTH
SECTION 19  HEALTH AND WELFARE, DENTAL, VISION, RETIREES'
AND WELFARE AND LEGAL SERVICES TRUST FUND ................ 12
14
SECTION 20  PENSION .................................................................................................
14
SECTION 21  DISCHARGE AND SUSPENSION.........................................................
17
SECTION 22 - SETTLEMENT,OF DISPUTES ...............................................................
20
SECTION 23 - EXPEDITED ARBITRATION ................................................................
21
SECTION 24 - NATIONAL EMERGENCIES .................................................................
21
SECTION 25  NO STRIKES OR PICKETING...............................................................
21
SECTION 26 - SAVINGS CLAUSE ................................................................................
22
SECTION 27  EXAMINATIONS ......................................................V..............................
22
SECTION 28 - DEFERRED COMPENSATION .............................................................
22
SECTION 29 - LEAVE OF ABSENCE ............................................................................
23
SECTION 30 - LABORMANAGEMENT COMMITTEE ..............................................
23
SECTION 31 - PERMANENT REDUCTION IN FORCE...............................................
26
APPENDIXA ....................................................................................................................
27
ADDENDUM - PORT CONSTRUCTION SERVICES ...................................................

GENERAL TEAMSTERS LOCAL UNION NO. 174

Afliated with the

INTERNATIONAL BROTHERHOOD 0F TEAMSTERS
and

PORT OF SEATTLE

June 1, 2006  May 31, 2015

TERMS OF AGREEMENT


THIS AGREEMENT between PORT OF SEATTLE and Local Union No. 174 of the
and
International Brotherhood of Teamsters, shall be effective commencing June 1, 2009
shall continue in force and effect through May 31, 2015, and also thereafter, on a year-to-
for the purpose of negotiating alterations in wages and
year basis, provided however,
or any
other terms and conditions of employment, either party may open this Agreement
"Notice of Opening"
contract which is continued on a year to year basis by giving written
not later than sixty (60) days prior to the expiration date.  "Notice of Opening" is in
nowise intended by the paities as a termination of, nor shall it in anywise be construed as
contract which is continued on a year to year
a termination of, this Agreement or any
basis nor as forestalling a year to year basis as herein provided.

written agreement, termination of this Agreement or any contract                                                         Except by mutual
which is continued on a year to year basis, must, to the exclusion of all other methods, be
than sixty (60) nor more
perfected by giving written "Notice of Termination" not later
on its
than ninety (90) days prior to the expiration date, whereupon the contract shall,
date, terminate.  Effective termination eliminates any agreement that was                                                                expiration
continued on a year to year basis.
of any
Any "Notice of Opening" or "Notice of Termination" given within sixty (60) days
ineffective for all
expiration date shall be absolutely null and void and completely
purposes.

a
The parties understand and agree that the above does not preempt state law, nor does
continuation of this agreement on a year to year basis thereafter provide a contract bar.

PURPOSE OF THIS AGREEMENT

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

SECTION 1  RECOGNITION - UNION SECURITY

1.01  The Employer hereby recognizes, during the term of this Agreement, Local Union
N0. 174, afliated with the International Brotherhood of Teamsters, as the sole
and exclusive bargaining agency for all employees of the Employer whose job
classication is set forth in this Agreement.

1.02  Pursuant to and in conformance with RCW 41.80, it is agreed that all employees
coming under the terms of this Agreement shall make application to join the
Union within thirtyone (31) days following employment or the date of signing of
this Agreement, whichever is later, and must maintain membership in good
standing for the life of'this Agreement and any renewal thereof. The Employer
shall discharge any employee as to whom the Union, through its Business Agent,
delivers to the Employer a written notice that such employee is not in good
standing in conformity with this Section.  Further, any liberalization from the
Union's point of View which may be made in the Union Shop provision as dened
in the Labor Management Relations Act, either by Congressional Amendment or
Judicial Decision shall be adopted by the parties and made a part of this
Agreement.  "Good Standing" shall be dened as the tendering of uniformly
required dues and initiation fees.

1.03
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 ofthe members involved.

SECTION 2 - EXTRA AGREEMENTS

2.01  The Employer agrees not to enter into any agreement or contract with the
employee, individually or collectively, Which in any way conicts with the terms
and provisions of this Agreement. Any such agreement shall be null and void.

SECTION 3 - DISCRIMINATION - PICKET LINES

3.01  No employee shall be discriminated against for upholding Union principles, and
any employee who works under the instructions of the Union, or who serves on a
committee shall not lose his/her job or be discriminated against for this reason.

3.02  It shall not be a violation of this Agreement or cause for discharge or permanent
replacement for any Port employee to refuse to cross a primary legal picket line,
lawfully established, approved by the Union party to this agreement, at the
premises of another employer, in the performance of his/her duties.

SECTION 4 - EQUAL EMPLOYMENT

4.01  The Employer shall not and the Union shall not discriminate against any
individual with respect to compensation, terms, conditions, or privileges of
employment because of                     national
race, religion, color, age, gender,        origin,
disability, sexual orientation, or Vietnam era veteran status. -

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

SECTION 5 - HOURS OF WORK - SHIFT PRENIIUM - OVERTIME
_____.._.__....-----

5.01  (a)   Five (5) consecutive days of eight (8) consecutive hours, Monday through
Friday, inclusive with the same starting and quitting times, shall constitute
week's work, time to start when driver arrives at the
a                                        garage.
EXCEPTION: Port Construction Services and Seaport Maintenance may,
during the course of the work week, change an employee's assigned
starting time and quitting time provided the starting times at each
operation is different and the employee(s) is required to work at both
operations in the workweek. However, the amount shall not to exceed one
hour. PCS Drivers may be assigned to a schedule consisting of four (4)
consecutive days often (10) consecutive hours, not including a thirty (30)
minute unpaid lunch, either Monday through Thursday or Tuesday
through Friday. Day shift Drivers and/or helper shall not work before 6:00
overtime. Any work performed
am. except for the Port paying pre-shi
before the regular starting time or after the regular quitting time, shall be
considered overtime and shall be paid for at the rate of time and one-half.
Saturday work shall be guaranteed eight (8) hours' work at the rate of time
and one-half. All Sunday work shall be guaranteed eight (8) hours work at
the rate of double time. When an employee reports for work, as directed,
lie/she shall receive a full day's pay.

0?)   Direct site reporting:

1.  Drivers will direct report to established jobsites.

2.  Provision of a portable toilet and a heated and lighted job shack with
lunchroom shall constitute an established jobsite (Domicile) for the

purpose of this agreement. Domiciles will be established for a
minimum ofthree days.

(0)    Any starting time beginning four (4) hours or less, prior to 12:01 am.
Sunday, shall be paid at the rate of double time (2X) for the full shift.

5.02  Each employee shall receive two (2) een (15) minute paid rest periods during
each shift, one (1) to be scheduled each half shift. In event of post shift overtime
in excess of one hour, each employee shall receive an additional paid rest period
of een (15) minutes after the rst (15') hour of work.

5.03  Nightshift premium for all second shift work performed shall be one dollar
($1.00) per hour. it is agreed that to provide exibility, starting time for second
shift may commence before 6:00 pm. but no sooner than 2:00 pm.

Third shift premium of one dollar fty cents ($1.50) per hour shall be paid for all
third shift work. . It is agreed that to provide exibility, starting time for third
shift may commence before 11:00 pm. but no sooner than 7:30 pm.

In computing overtime, for less than fteen (15) minutes, fteen (15) minutes
shall be allowed; for over fteen (15) minutes and less than one-half (1/2) hour,
onehalf (1/2) hour shall be allowed; for over one-half (1/2) hour and less than
fortyve (45) minutes, forty-ve (45) minutes shall be allowed; for over forty-
ve (45) minutes and less than one (1) hour, one (1) hour shall be allowed.

5.04  Regular seniority employees shall have the semi-annual right, by seniority, to bid,
if qualied, shift choice. Semi-annual bidding shall be for January and June. If a
regular seniority employee bids for and is assigned to a shift, the employee shall
remain assigned to that shift for a six (6) month period as long as work is
available on that shift. if such work is unavailable, the employee shall return to
his/her fonner shift. If such work again becomes available on the shift that was
bid, the employee shall return to that shift and remain on it until the end of the six
(6) month period.

5.05  When an employee is called back to work after completion of the normal shift,
such employee shall receive a minimum of four (4) hours pay at the time and one-
half (1 -1/2) rate.

SECTION 6 - SENIORITY

compensated days of                                                  6.01  Seniority shall prevail after one hundred twenty (120)
employment. Probation prevails prior thereto. Prior to seniority and consistent
with the Equal Employment Section, employees may be laid off with or without
cause. The employee's seniority date shall revert back to the rst day worked.
Seniority may not be maintained simultaneously with two Employers.

6.02  Current employees who have achieved seniority, prior to January 1, 2006, shall
not be required to re-qualify.

6.03  A copy of the current Seniority List shall be posted and also furnished the Union
upon request. Seniority shall prevail in all layoffs and rehires.

6.04  Regular seniority employees on layoff for thirty (30) days or less, to be eligible to
.
be called for work, must remain available and must provide a phone number
where they may be contacted. Employees on temporary layoff must call in before
3:30 p.m. every Friday and advise concerning availability for the following week.
The employee shall be responsible for calling in between 3:00  3:30 pm. the
working day prior for all days made available on Friday. The Employer may
call as herein provided.
assume unavailability if employee fails to

6.05  If unavailable by phone, a regular seniority employee, laid off for thirty one (31)
days or longer shall be given written notice of recall when work is available by
certied mail addressed to his/her last known address on le with the employer
with a copy to the local union. The Employer may also call such employee to
notify the employee of recall. Such employee must report to work within three
a
(3) work days after the date of recall; acknowledged and witnessed by
Bargaining Unit member when the phone call is received, or receipt of the
certied letter. It shall be incumbent on this employee to notify the Department
Manager in writing, return receipt requested of change of address and phone
number.

6.06  Employees elected or appointed to perform full~time Union duties shall retain,
and continue to accumulate, seniority for the period of time necessary to fulll
.
such full-time duties. Employees must return to work within 90 days after leaving
Union assignment or lose their seniority.

6.07  Seniority shall be broken only by justiable discharge, voluntary quit, failure to
return to work after recall under 6.05 or more than thirty-six (36) months' layoff.
In the event of a layoff, the last employee hired shall be the rst laid off and the
last employee laid off shall be the rst recalled.

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


SECTION 7 - TIME SHEETS AND CLOCKS
7.01  A daily time record shall be maintained by the Employer at its place of business.
'
All Employers who employ ve (5) or more people under this Agreement shall
have time clocks when requested by the Union.

SECTION 8 - INSPECTIONS - BULLETIN BOARD

8.01  Authorized agents of the Union shall have access to the Employer's establishment
during working hours for the purpose of adjusting disputes, investigating working
conditions, and ascertaining that the Agreement is being adhered to: provided,
however, that there is no interruption of the Employer's working schedule.

8.02  The Union shall have the right, when it deems there is a violation of this
Agreement, to check the Local No. 174 bargaining unit payroll records in regard
to wages, pension, health and welfare, or any other cost or fringe items, including
overtime pay.

8.03  The Employer agrees to provide a locking glassed in bulletin board for the Union
to use for official postings. Communications on such boards are to be conned to
business of the Union.

SECTION 9 - UNIT WORK PRESERVATION

9.01  Work within the historical jurisdiction of Local No. 174's Port bargaining unit, if
performed by Port employees, shall be done by members of said bargaining unit.

9.02  Tire Employer must not make unilateral changes in wages, hours, or other terms
[and conditions of employment of unit employees, without prior goodfaith
consultation and bargaining with the Union, concerning the effects of such
changes.

SECTION 10 - TRANSFER OF RIGHTS

10.01 In the event that an Employer absorbs, purchases, or merges with another
Employer, all wages and vacation privileges shall continue and all other benets
under this Agreement shall prevail.

SECTION 11  EQUIPMENT - OVERLOADING

11.01 The Employer shall not require employees to take out on the streets or highways
any vehicle that is not in safe operating condition or equipped with the safety
appliances prescribed by law. It shall not be a violation of this Agreement, where
employees refuse to operate such equipment, unless such refusal is unjustied.
Any employee involved in any accident shall immediately report said accident
and any physical injury sustained.

11.02 Adequate heaters and adequate defrosters and large mirrors will be installed in the
cabs and on the cabs of all tracks and tractors. The Employer agrees to make a
reasonable and practical effort to provide such equipment in all units now in
service and keep them in good working order. Trucks and Tractors purchased
after January 1, 2006, shall be equipped with air conditioning.

11.03 In the event a driver loses his driver's license solely for the reason of overloading,
the Employer shall be responsible for all nes and all wages and benets lost
because ofthe overload.

SECTION 12 - MOONLIGHTING

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

SECTION 13 - JURY DUTY

13.01 When an employee covered by this Agreement is called upon for jury service in
any municipal, county, state, or federal court, he shall advise the Employer upon
receipt of such call, and if taken from his/her work for such service, shall be
reimbursed, as provided herein, for any loss of wages while actually performing
such service; provided lie/she exhibits to the Employer his/her properly endorsed
check and permits the Employer to Copy the check or voucher lie/she received for
such service. It is further agreed for the purpose of this subsection that employees
on
2nd and 3rd shift will be treated as though on 1St shift.

13.02 The amount the employee shall be reimbursed shall be determined by subtracting
the amount ire/she received for such service from the amount he/she would have
earned at his/her regular straight hourly rate during the regular working hours
lie/she missed while performing such service.

SECTION 14 - FUNERAL LEAVE

14.01 If any employee covered by this Agreement suffers a death in the immediate
family, such employee shall be allowed three (3) days off with pay, regardless of
what day the death may occur, by payment of twenty~four (24) hours' pay at the
straight-time hourly rate. Immediate family shall be dened as a wife, husband,
domestic partner as dened in the Port's HR-S, son, daughter, mother, father,
brother, sister, mother-inlaw, father-inlaw, and grandparents. Also included are
grandchildren and stepchildren, provided that they reside with the employee.
Funeral leave eligibility relating to the death of a mother-in-law or father-in-law is
based upon the requirement that theernployee attends the funeral. Five (5) days
paid leave will be granted if the funeral is outside Washington State. Employees
must attend the funeral to be eligible.

SECTION 15 - SICK LEAVE ~ AGREED TO CALCULATE IN TO WAGES


SECTION 16 - HOLIDAYS AGREED TO CALCULATE INTO WAGES

16.01 The following days shali be recognized as unpaid holidays:

New Year's Day
99090990000                                            "1
Martin Luther King's Birthday (3 Monday in January)
President's Birthday (3rd Monday in February)
'
Memorial Day (last Monday in May)
Independence Day
Labor Day (lst Monday in September)
Thanksgiving Day
Day after Thanksgiving
'
Christmas Day
Port-designated Floating Holiday
2 Employee-designated Floating Holidays-Scheduled by mutual
agreement

16.02 Regular and extra employees who work on a recognized holiday shall be paid
time and onehalf (1-1/2). No employee shall be called to work on a recognized
holiday for less than a full day.

16.03 When a recognized holiday falls on Sunday, the Monday following shall be
considered the holiday, or of it falls on a Saturday, the previous Friday shall be
considered the holiday.

SECTION 17 - VACATIONS - AGREED TO CALCULATE INTO WAGES

17.01 All employees who have been employed for a period of one year or more shall
have unpaid vacations, as follows:

0  One week alter one year

Two weeks after two years

6  Three weeks after ve years

0  Four weeks after nine years

17.02 Effective upon the implementation of the new computer system in the Accounting
Department, unpaid vacation accruals shall be earned as follows:

(a)    40 Hours Vacation: Based on the first day of employment, 'om the first
full month to and including the twelfth full month of continuous
the
employment, regular employees shall accrue unpaid vacation leave at
rate of .0192 hours per straight-time hour compensated (.0192 x 2080
annual hours = 40 vacation hours per year).

(b)   80 Hours Vacation: From the twenty fourth full month to and including
the forty-eighth full month of continuous employment, regular employees
shall accrue unpaid vacation leave at the rate of .0385 hours per straight-
time hour compensated (.0385 x 2080 annual hours = 80 vacation hours).

(C)    120 Hours Vacation: From the sixty first full month to and including the
ninety sixth full month of continuous employment, regular employees
shall accrue unpaid vacation leave at the rate of .0577 hours per straighttime
hour compensated (.0577 x 2080 annual hours = 120 vacation hours

(d)    160 Hours Vacation: From the ninety seventh full month to and including
the one hundred eightieth full month of continuous employment, regular
employees shall accrue unpaid vacation leave at the rate of .0770 hours
= 160
x 2080 annual hours
per straighttime hour compensated (.0770
vacation hours).

17.03 Unpaid vacations shall be scheduled in accordance with seniority with the
understanding that in the case of employees entitled to three (3), four (4), or ve
(5) weeks' unpaid vacation, not less than two (2) weeks shall be scheduled
consecutively in accordance with seniority, and the remaining earned unpaid
vacation time by mutual agreement between Employer and employee.

17.04 Vacation lists shall be posted.




10

17.05 After the rst (1st) year of continuous employment, a total lapse of service of two
hundred (200) hours or less per anniversary year because of bona de illness or
layoff shall not disqualify a regular seniority employee for full unpaid vacation
benets.  Where such lapse of service exceeds two hundred (200) hours per
anniversary year, unpaid vacation for that year shall be prorated, based upon
actual weeks of service, provided that this shall not change the employee's last
anniversary date of employment.  Compensable time shall be considered time
worked (i.e., vacations, holidays, overtime, etc.) and shall not be used in
computing lapse of service.

SECTION 18 - CLASSIFICATIONS - RATES OF PAY

18.01  Additional classications that apply to PCS are noted in the PCS addendum.

(a)    WAGE SCALE
HOUR   WEEK   OVERTIME

Effective June 1 2009
Truck Driver          $35.15    $1406.00      $52725
Dump Truck
Hostler

Effective June 1 2010
Truck Driver          80% ofcombined AGC
Dump Truck         Wage & Pension increase
Hostler

Effective June 1 2011 .
Truck Driver          80% of combined AGC
Dump Truck         Wage & Pension increase
Hostler

Effective June 1 2012
Truck Driver          80% of combined AGC
Dump Truck         Wage & Pension increase
Hostler

Effective June 1 2013
Truck Driver          80% of combined AGC
Dump Truck         Wage & Pension increase
Hostler

Effective June 1 2014
Truck Driver          80% ofcombined AGC
Dump Truck         Wage & Pension increase

ll

Hostler

(b)    In years 2 through 6 above, the Port shall have the ability to recover up to
20% of the combined AGC hourly wage and pension rate, to maximum of
$1.82.


However, in years 2 through 6 if the AGC has no combined wage and
pension increases, employees shall not be subject the 20% decrease.

Based on the above, if the Port is unable to recover the entire $1.82 the
remaining amount shall be recovered in the successor Labor Agreement.
(0)    The seven (7) most senior employees shall be guaranteed a full week's
work, subject to the following: When a full week guarantee position is
vacated by justiable discharge, death or a voluntary quit including
retirement, the position will be filled as a full week guarantee position by
the next most senior employee if a non-guaranteed, seniority employee has
worked at least 1385 hours (66.6% of a FTE) during the prior 12 months.

EXCEPTION, for the period beginning June 1, 2009 through May 15th,
2015 the above seven ('7) shall be reduced to Four (4). Beyond May 15th,
2015, the contractual seven (7) positions will apply for the sole purpose of
negotiations. However, it is agreed to bythe Union and the Port that four
(4) positions shall be the status quo. The parties agree that increasing the
positions from four (4) to seven (7) is not arbitrable during the contract
opening period through conclusion of the negotiation process). Regular
employees hired aer the signing of this agreement who are laid off shall
have the right of rst (1st) call by seniority for any available extra work.

18.02 When a driver makes a trip which necessitates his/her being away from home
overnight, he/she shall be compensated for reasonable expenses, subject to paid
receipts including meals and lodging.

SECTION 19 - HEALTH AND WELFARE, DENTAL, VISION, RETIREES'
HEALTH AND WELFARE AND LEGAL SERVICES TRUST FUND

19.01 EFFECTIVE June 1, 2009, the employer shall pay into the Washington Teamsters
Welfare and the Western Conference of Teamsters Legal Services Trust for every
Employee covered by this agreement who was compensated for sixty (60) hours in
the previous month, the following:



12

(A)   Health & Welfare - the sum of $863.90 for benets under the plan A with
the following options:

With an additional $15,000.00 Life & AD&D & $1,500 Dependent Life at
$4.40 per month.

With an additional $400.00 weekly time loss at $18.00 per month.
waiver at $11.40
With an additional 9 month medical           per month.

Total per month .................................................................................$897.90

for
(B)   Retiree's Health & Welfare  The following amounts per month
benets under Plan RWT  Plus.

Current             $74.85
Effective January 1, 2010 at $84.85
Effective January 1, 2011 at $94.85
Effective January 1, 2012  $TBD
Effective January 1, 2013  $TBD
Effective Januaiy l, 2014  $TBD
Effective January 1, 2015  $TBD

(C)   Dental  the sum of $ 118.72 per month for benets under "PLAN A."
Vision   the     of $11.35    month for benets under the
(D)            sum         per
"EXTENDED PLAN."

the
(E)   Legal Services  the sum of $25.95 per month for benets under
"WESTERN CONFERENCE OF TEAMSTERS LEGAL SERVICES
PLAN."

The Employer shall maintain the current level of all benets listed above during
the term of this agreement.

19.02                                        shall be made on or
Payments required under any of the foregoing provisions
before the tenth (10m) day of the month. Upon Union request, copies of all
transmittals, pertaining to benets under this section shall be posted on the
bulletin board.

19.03 If the Employer is delinquent in payments, the Employer shall be liable for the
or               such
payment of any claims incurred by Employees   dependents during
delinquency. If delinquent, the Employer may be notied by the Union and,
made
thereafter, shall have ve (5) days to pay the amount due. If payment is not
by the end of ve (5) days, the Union may, without liability therefore; implement
deemed expedient and such shall not be a violation of
any economic persuasion
this agreement.

13

19.04 The Health & Welfare, Retiree's Health & Welfare and Legal Services Trust
agreements are by reference, incorporated herein and deemed a part thereof as
though fully set forth. The Employer agrees to abide by terms of any successor
Trusts.

19.05 Employer agrees to execute necessary Trust forms and maintain above benets
and new benets, consistent with uniform Trust directives.

SECTION 20  PENSION

20.01 EFFECTIVE IUNE' 1,. 2009, based on May hours, the Employer shall pay the
amounts listed below per hour into the Western Conference of Teamsters Pension
Trust on account of each member of the bargaining unit for every hour for which
compensation was paid. Allocated as follows:

Basic                   Total
Effective Date      Contribution     Peer 80     Contribution
June 1, 2009       $6.66         $1.10        $7.76

(a)  Six dollars sixty six cents ($6.66) per hour to the basic plan of
benefits.
(b)  One dollar ten cents ($1.10) per hour to the Program for Enhanced
Early Retirement (PEER 80)

It  is  understood  that  the PEER  (80)  contribution will  not be taken  into
consideration for benet accrual purposes under the Pension Plan.  Also, the
PEER (80) rate must always be sixteen and one-half percent (16.5%) of the basic
rate (rounded to the nearest cent) and may not be decreased or discontinued
(unless directed by the Pension Trustees.)

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

20.03 EFFECTIVE TUNE lof each contract year, the bargaining unit shall have the
ability to divert wages to pension. The union shall provide the Port a minimum
sixty (60) days advance written notice of such diversion. All pension payments
shall be made in accordance with Western Conference of Teamsters Pension Trust
rules.

SECTION 21 " DISCHARGE AND SUSPENSION



l4

21.01                                                  ofthis
Warnings, suspensions, or discharges not in accordance with the provisions
Article are null and void.

21.02 No regular seniority employee(s) shall be warned or suffer suspension or
this
discharge except for just cause and in strict accordance with the provisions of
Article and such must be in writing and dated.

21.03 As a condition precedent to any suspensions or discharges, the Employer must
have given the employee a written warning notice wherein facts forming the
grounds of Employer dissatisfaction are clearly set forth. The facts therein set
forth must be of the same type as those upon which the suspension or discharge is
founded. Warnings, suspensions, or discharges must be given by registered or
certied mail. or personally with a written acknowledged receipt.

21.04                                                  be
Copies of all warning notices, suspensions, or discharges shall immediately
forwarded to the Union.

21.05 Warning notices, suspensions and discharges, except as hereinafter provided,
must be issued within ten (10) working days (e.g. Monday  Friday, excluding
holidays) of the date the Port knew or reasonably should have known of any given
incident. Warning notices, suspensions and discharges not issued within the ten
shall
(10) working day limitation as dened, are null and void. The day of receipt
be excluded in the ten (10) working day (e.g. Monday  Friday, excluding
a
holidays) time limitation. Prior to a timely suspension or discharge being issued,
Loudermill hearing must be scheduled. Warning notices shall be null and void
and incompetent evidence under the provisions of this Agreement after nine (9)
months

21.06 EXCEPTION: Warning notices are not necessary if the grounds are dishonesty,
recklessness, carrying unauthorized passengers while operating Employer's
vehicles, possession, sale or use of dangerous drugs or narcotics or drinking
related to employment or other actions involving willful misconduct.

Discharges or suspensions under these exceptions must be executed within five
(5) days of the occurrence of the incident forming the grounds. However, if the
or suspension
Employer's knowledge of the incident is not immediate, a discharge
founded thereon must be executed within ve (5) days of the time the Employer
acquired knowledge of same, but in no event more than sixty (60) days following
the incident, except for dishonesty for which there is no time limitation, and for
instances of harassment or discrimination actionable under RCW 49.60 which
of this agreement, for which a nine (9)
occur after the ratification and signing
month limitation applies.  Circumscription of dishonesty is:  stealing time,
materials, money, or equipment.

21.07                                                  on
Discharges or suspensions under the foregoing exceptions must not be founded
evidence secured directly or indirectly through entrapment. Further, except for


15

sun'eillances by onduty ofcers of the law, discharges or suspensions, under
these exceptions, based on reckless driving must not be founded upon evidence
secured directly or indirectly through suweillance. '














i
!





l6

21 .08 Any employee(s) has the right to request an investigation, by the Union, of any
warning notice, suspension, or discharge provided such request is made within ten
(10) working days (e.g. Monday  Friday, excluding holidays) of receipt of same;
otherwise the right to request an investigation is waived. The day of receipt of a
warning notice, suspension, or discharge shall be excluded in guring time. If the
tenth (10th) day falls on a Saturday, Sunday, or holiday, the next following
normal day ofwork shall be considered the tenth (10th) and last day.

21.09 Grievances arising as a result of any such investigation shall be settled in
accordance with the provisions of the Settlement of Disputes Article.

SECTION 22 - SETTLEMENT OF DISPUTES

22.01 The right to process and settle grievances is wholly, to the exclusion of any other
means available, dependent uponthe provisions of this Article. The Union and
Employer agree to act promptly and fairly in all grievances.

22.02 The existing wage structures are not to be subjected to the provisions of this
Article for determination or alteration.

22.03 The Union shall not be required to press employee grievances, if, in the Union's
opinion, such lack merit.  With respect to the processing, disposition, and/or
settlement of any grievance, including hearings and nal decisions of Boards and
Arbitrators, the Union shall be the exclusive representative of the employee(s)
covered.

22.04 Employees, whether Union members or not, shall have no independent unilateral
privilege or right to invoke grievance procedures or to complain against the Union
for failing or refusing to do so uniess the Union is guilty of arbitrary or wrongful
conduct and/or bad faith in its responsibilities of fair representation.

22.05 The processing, disposition, and/or settlement by and between the Union and the
Employer of any grievance or other matter shall, except as in the preceding
paragraph provided, be absolute and nal and binding on the Union and its
members, the employee(s) involved and the Employer. Likewise, as to hearings
and the final decisions of a Board or Arbitrator.

22.06 A Board or Arbitrator shall have no power to add to or subtract from or to
disregard, modify, or otherwise alter any terms of this or any other agreement(s)
between the Union and Employer or to negotiate new agreements. Board and/or
Arbitrator powers are limited to interpretations of and a decision concerning
appropriate application of the terms of this Agreement or other existing pertinent
agreement(s), if any. Board and Arbitrator decisions shall be subject to provisions
of applicable existing laws, including Court and PERC decisions, and executive
or administrative orders and/or regulations. Executive or administrative policies
shall also prevail unless in conict with this Agreement.

17

22.07 Failure to abide the final decision of a Board or Arbitrator shall be a violation of
this Agreement. The Union or Employer may, if deemed expedient, seek Court
enforcement of any nal decisions of a Board or Arbitrator.

22.08 STEP ONE:  Should a matter coming to the knowledge of the Union or
Employer, give rise to a grievance, such shall be submitted to the Union, by the
Employer, or to the Employer, by the Union. The submissions must be in writing.
Thereaer, the Union and Employer shall diligently seek to reach a fair informal
settlement within three (3) working days. Grievances arising under the Discharge
and Suspension Article must be submitted to the Employer within ten (10)
working days of the notice of warning, suspension or discharge, otherwise same
are barred. Grievances arising under all other Articles must be submitted within
forty ve (45) calendar days of when the employee knew or should have known
of the incident giving rise to the grievance. If a grievance is not appealed to the
next step within the specied time limit, it shall be considered withdrawn without
prejudice.

22.09 STEP TW0: If an informal settlement is not reached, pursuant to the three (3)
day provision of Step One above, the matter shall thereafter be submitted in
writing to the Union by the Employer or to the Employer by the Union with a
request for a Board of Adjustment hearing.  Within ve (5) days of this
submission and request, the Board shall be created. Such shall consist of two
appointees by the Union and two by the Employer or Employer Association, if
any. The Board shall have, except as herein otherwise provided, jurisdiction for
the duration of the grievance.

Compensation, costs, fees, or other remuneration, if any, for Board members must
be derived solely from the appointing party. Board members, by acceptance of
their appointments, agree to the provisions of this Article.

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

22.11 The. Union and Employer shall each have the privilege of making an opening
statement, such may be oral or typewritten and may be made by Board members.

The Union and Employer must be accorded fair and reasonable opportunity to be
heard, present evidence, both documentary, including afdavits, and oral by
Board members or others and also afforded liberal examination and cross-
examination privileges in order to fully and accurately develop the facts. The
Employer shall, when requested by a Board member and when practicable, make
employees available as witnesses without loss of pay. Witnesses shall be free of
restraint, interference, coercion, discrimination, or reprisal. The Board may, from
time to time, by majority vote, provide reasonable continuances and
postponements of the hearing(s) as deemed appropriate.

18

22.12 If the Board is able to reach a majority decision, it shall within fourteen (14) days
of termination of the hearing(s) render a nal typewritten decision. Such shall be
dated and subscribed by all concurring Board members and a notation made ofthe
dissenter, if any. The decision shall contain orderly and concise Findings of Fact.
Copies, in duplicate, of all nal decisions shall be forthwith forwarded to the
Union and Employer and the original shall be delivered to the Union for ling and
preservation.

22.13 In the event of death or other disqualication or unavailability of a'member of the
Board of Adjustment, a replacement may be made consistent with initial
appointment provisions.

22.14 STEP FOUR: If within two (2) working days of termination of the hearing(s),
provided in Step Three, the Board has failed to agree on disposition, the matter
shall be submitted to Arbitration. The Board may, by majority vote, select an
Arbitrator.   The Employer  and Union may not take economic  action
commensurable with arbitration. If the Board fails to agree upon an Arbitrator, a
list, for such purpose, of ve names shall be secured from the Federal Mediation
and Conciliation Service and there from each Board member shall strike one
name; the remaining name shall be the Arbitrator.

22.15 STEP FIVE: Within ten (10) days of his/her selection, unless otherwise agreed,
the Arbitrator shall hold a hearing.  The hearing shall not be public.  The
Arbitrator shall afford the Union and the Employer liberal rights to present
evidence, exhibitory, documentary (including afdavits) and by witnesses, and to
examine and cross-examine witnesses.  The Union and Employer may be
represented as individually desired and each may have a reporter With or without
a recorder. Upon the Arbitrator's or Union's request or Employer's desire, and
when practicable, the Employer shall make employees available as witnesses. All
employee witnesses shall be free of ' restraint, interference, coercion,
discrimination, or reprisal and, in wages, shall be kept Whole. The Arbitrator's
jurisdiction shall endure to nal decision, except as herein otherwise provided.

22.16 STEP SIX:  At the conclusion of the hearing(s), an oral decision may be
rendered.  Within fourteen (14) days of the termination of the hearing(s) the
Arbitrator shall render his/her nal typewritten decision which shall be dated and
which shall include orderly and concise Findings of Fact. Copies of the nal
decision shall, in duplicate, be furnished the Union and Employer and the original
shall be delivered to the Union for ling and preservation.

The Arbitrator shall have power to and           time
may, from    to time, provide
reasonable continuances and postponements of the hearing(s) as deemed
appropriate or as agreed by the Union and Employer.


19

22.17 Fee for Arbitrator shall be shared equally by the Union and Employer. If the
Union and Employer agree that a shorthand, stenotype or other reporter should
take the proceedings, the costs incidental thereto shall be shared equally and each
shall have access to the record.  If the Union or Employer provide their own
separate means for recording the proceedings such shall not, as a matter of right,
be available to the other. Except as provided for in Sections 22.10 and 22.15, each
party will bear its own costs of presenting grievances and/or arbitrations under
this agreement, including attorney fees.

22.18 In the event of death or other disqualication or unavailability of the Arbitrator, a
replacement may be made consistent with initial Arbitrator appointment
provisions and, in such event, no fee shall be due the displaced Arbitrator.

22.19 Arbitrators agree, by accepting the position of Arbitrator, to abide and be bound
by the provisions of this Article.

SECTION 23 ~ EXPEDITED ARBITRATION

23.01 Scope  The Company and the Union may mutually agree that in lieu of the
procedures outlined in Section 22 of this Agreement, the parties may elect to
arbitrate any grievance through the expedited arbitration procedure set forth in
this Section.

23.02 Arbitrator Selection Procedure - A neutral arbitrator shall be selected by mutual
agreement, If the agreed upon arbitrator cannot hear the case within twenty (20)
working days, the case will be assigned to the arbitrator who can hear the case on
the earliest date.

23.03 Hearing Procedures

(a)    The Company and the Union agree to provide each other with any relevant
and requested information.

(b)   No attorneys shall be allowed to be present at the hearing unless they are
called as a witness.

(c)    Each party will be limited to a maximum of two hours of presentation
time. This includes an opening statement, direct, cross-examination,
redirect and recross of witnesses, and any summation or oral argument.

(d)   No written briefs may be filed.

(e)    No transcripts will be taken.

(I)    The hearing shall be conducted without formal rules of evidence.

20

23.04 Decision and Effect

(a)    Decisions will be rendered by the arbitrator at the close of the hearing if
possible, but in any event no later than ve working days after the close of
the hearing, unless otherwise agreed to.

(b)   All decisions of the arbitrator will be nal and binding, as if they had been
heard and decided under the arbitration procedure specied in Section 22.
Fee for Arbitrator shall be shared equally by the Union and Employer.

' SECTION 24
- NATIONAL EMERGENCIES

24.01 In the- event of war, declaration of emergency, imposition of civilian wage
controls by the US. Government during the life of this Agreement, either party
may reopen the same upon thirty (30) days' written notice and request
renegotiation ofmatters dealing with wages and hours.

24.02 If governmental approval of revisions should become necessary, all parties will
cooperate to the utmost to attain suCh approval. The parties agree that the notice
provided herein shall be accepted by all parties as compliance with the notice
requirements of applicable law.

SECTION 25 - NO STRIKES OR PICImTING

25.01 In recognition of the Port's status as a municipal cmporation, there shall be no
strikes, lockouts, picketing, work stoppages or similar activities to impede Port
operations.

SECTION 26 - SAVINGS CLAUSE

26.01 Should any Article or provision of this Agreement or Letter(s) of Understanding
be rendered invalid or compliance therewith restrained, the application of other
Articles or provisions shall not be affected thereby.

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




21

SECTION 27 - EXAMINATIONS

27.01 All costs of employee examination(s) required by any governmental act,
regulation or agency shall be paid by the Employer and 'employee(s) shall be
compensated at straight-time for all time thereby consumed.

27.02 The Employer may select a physician. If the employee chooses to go to
a
physician other than the physician selected by the Employer, the Employer will
pay no more than is required by physician selected by Employer. Time off will
also be paid based on such time off that would be required if employee went to
the physician selected by the employer.
.

SECTION 28 - DEFERRED COMPENSATION

28.01 As provided below in this article, regular employees shall be eligible for
participation 'in the Port of Seattle's Deferred
Compensation Plan as revised.
Eligibility and participation of said employees shall be subject to the terms and
conditions of such plan including any plan amendments, revisions,
or possible
cancellation.   It is further agreed that content of the plan itself, plan
administration, and any determinations made under the plan shall not be subject to
any other provisions of this Labor Agreement or to negotiation by the Union.

SECTION 29 - LEAVE OF ABSENCE

Leave of Absence Up to Thirty (301 Days - Employees may be granted a
personal leave of absence without pay not to exceed thirty (30) days provided that
no leave of absence be granted for the purpose of obtaining other employment.
Each request will be considered on its own merits. The factors to be considered by
Management shall include: the length of the requested leave, the employee's
length of service, and the effects of such a leave on operational efciency.

Extended Leave of Absence - A seniority employee may receive one (1) six
month personal leave of absence without pay within each ve (5)
year period of
employment. The total number of seniority employees granted such leave of
absence during any six (6) month period shall be limited to two (2) employees.
Each request will be considered on its own merits. The factors to be considered by
Management shall include: the length of the requested leave, the employee's
length of service, and the effects of such a leave on operational efciency.

Application for Leave - An employee shall submit a request for leave of absence
on an authorized Port form. To show that approval is granted, leave of absence
requests must be signed by an appropriate Manager. The Manager shall provide a
copy of the approved form to the employee and the Union. '


22

leave of
Employees will have return employment rights following a six (6) month
absence at the current rate of pay. However, if a reduction in force should occur
the action
during the period of leave, the returning employee would be subject to
that would have taken place if the employee had remained at work.

Seniority Status on Leav - An employee returning from an unpaid leave of
absence shall suffer no loss in seniority.

Leaves of absences for periods greater than those outlined above may be granted
to employees who are unable to work due to documented medical reasons.
leave
Nothing in this section in intended to limit an employee's opportunities for
Leave Act.
as provided by the Family Medical

SECTION 30 - LABOR MANAGEMENT COMIVH'I'TEE

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

SECTION 31 - PERMANENT REDUCTION IN FORCE

31.01 Notice and Meeting

1.      When a permanent reduction in work force is anticipated, the Port shall
inform the Union in writing and shall meet and discuss the impact of the
anticipated reduction in work force.

2.     The Port shall provide detailed information to the Union as to the nature of
these changes and shall make its best effort in estimating the number of
seniority positions that will be permanently reduced.

3.     The Port shall consider in good faith all proposals by the Union to mitigate
the impact of the anticipated reduction in work force, including but not
limited to alternative configurations and/or more efcient utilization of
existing bargaining unit employees, and the placement of affected
employees in other positions at the Port outside of the bargaining unit.

4.     All seniority employees have the right to volunteer to surrender their
seniority rights and accept the severance benets provided under the

23

article if it is determined that permanent reductions will
occur. If more
volunteers request severance than there
are permanent reductions, the most
senior employee will have preference in exercising this option. If there
are
more permanent reductions than volunteers requesting
severance, the least
senior employees will be laid off rst.

31.02 Options for Seniority Employees

Employees subject to. layoff will be provided 30 calendar days notice. During this time,
employees will be provided benefits' counseling from the Port's Human Resources
Department. Upon completion of the notice period, employees subject to layoff shall
select in writing, on a fOrm provided by the Port,
one of the following options:

Option A:'   Seniority shall be broken by layoff of thirty-six (36) months or the term of
this agreement whichever is longer. Any recall
as a truck driver with the Port shall serve
to reactivate seniority rights and seniority shall be retained for
an additional thirty~six
(36) months or the term of this agreement whichever is longer.

Regular employees being offered recall from layoff will be notied by registered letter,
return receipt requested, addressed to his/her last known address on le with the
employer with a copy sent to the local union. (It shall be incumbent on employees to
notify their department manager in writing, return receipt requested of
any change of
address.)  If a regular employee has been laid off for thirty
one (31) consecutive days or
more, he/she shall be covered under Article 6.05. Regular employees laid of thirty
one
(31) consecutive days or more who reside outside of the state of Washington shall be
permitted up to ten (10) calendar days to report to work. Upon receipt of the re-call
notice, the employee must notify the employer within seventy-two (72) hours to their
intention and date to report to work. This does not apply to day to day layoffs covered
under Article 6.04

(a) if the employee intends to return to work, the employee must report as
directed.

(b) If the recall is refused or if the laid off employee cannot be contacted after
a
documented attempt to reach the employee, that employee forfeits all recall
and seniority rights.

Option B:   Surrender all seniority rights, including the right to recall. Receive
severance pay in the amount of one week of regular
pay (i.e. 40 hours at the employee's
straight time rate, excluding shift differential) for each year of seniority. Employees with
less than one year of seniority shall receive
one week of regular pay as their severance
pay. Receive one additional month's health & welfare premium payment beyond the
month in which the employee is qualied. '

The parties agree that upon a permanent reduction in force, employees will also be
compensated for unpaid wages, unused vacation hours, accrued vacation hours, and

24

unused sick leave hours in accordance with Section 15.02. The provisions of the existing
labor agreement shall apply to wage levels and payment of fringe benet contribution on
compensation paid for the above mentioned items. (For purposes of pension
contributions, all accrued sick leave hours shall be considered as compensated hours.)

Contributions shall be remitted to the Western Conference of Teamsters Pension Trust on
the severance compensation in according with the existing labor agreement. The quarterly
maximum with regard to Pension Contributions shall not be in effect for pulposes of the
Agreement.

Assistance will be provided in seeking other suitable employment for up to six months
after being subject to a permanent reduction in force. This outplacement assistance may
be provided by either the Port's Human Resources staff or by retained consultants, at the
Port's discretion.         ~

31.03 Other Layoffs & Closure

that
(a) If a seniority employee has been on layoff continuously for 180 days,
employee will be offered Option B (above), even if there has been no formal
designation of the employee's layoff as a permanent reduction in force,
provided the seniority employee is available for assignments if recalled unless
the employee receives a written excuse from the director of operations or
designee.
The Port recognizes its obligation to negotiate with the Union if the operation is
closed in its entirety.

SIGNED THIS  l   DAY OF             2009
,

THE PORT OF SEATTLE              GENERAL TEAMSTERS LOCAL NO. 174
Afliated with the INTERNATIONAL
BROTHERHOOD OF TEAMSTERS
I
3
BY                      BY           /'
' Executive Director                  Secretary- reasurer









25

APPENDIXA


Grandfathered 40 hour employees under 18.01

Name              Date Employed

Todd Sullivan
Laeva Solo
Jack Theme
Ray Goodwin















26

ADDENDUM TO THE AGREEMENT

Between

GENERAL TEAMSTERS LOCAL UNION NO. 174

and

PORT OF SEATTLE

Regarding

POS PORT CONTRUCTION SERVICES

The following is intended to recognize and address the unique nature of the work
performed by Port Construction Services. Any items related to wages, terms and
conditions of employment not specically abridged by this Addendum shall be covered
by the Port of Seattle Mutual Labor Agreement.

1.  PCS Assignments

Employees will be assigned as needed by seniority to PCS. and will have received the
the duties required by P.C.S.
necessary training and security clearance (badge) to perform

2.  Overtime

Pre or post  shift overtime that is an extension of the normal workday will be assigned to
the PCS Driver. Provided they are qualied, Overtime on weekends and holidays will be
made available to the bargaining unit according to seniority. If no senior employee
volunteers, the junior PCS assigned driver shall perform the task.

3.  Contracting and Sub-Contracting

Trucking Work that is being performed by PCS Teamsters will only be subcontracted if
have available necessary
no bargaining unit employees are on layoff or if PCS does not
equipment (or opportunity to lease equipment) or if conditions are such that only a sub
contractor can do the work (because of equipment, volume, time constraints,
certication/expertise/liability, etc.) In the case of a violation of this provision then an
equivalent number of laid off seniority or probationary employees will be called back on
work on other assignments or paid equivalent hours.

If the number of contracted employees exceeds the number of seniority or probationary
employees, the remaining equivalents will be credited as hours worked for the
probationary employee with the most hours.


27

4.  Job Classication  Rates

Section 18 of the collective bargaining agreement identies historical classications.
For
PCS these classications include; Dump Truck, Heavy Haul,
Belly Dump, Tractor pulled
Flatbed, Water Truck, Vendor pickup, subject to Section 6 of this addendum.

PCS Management agreed to discuss jurisdiction with the union when
new equipment is
purchased.
5.  Liaison - Participation

Upon ratication of this agreement the parties agree that
a member of the bargaining unit
will be selected by the union to be
a "Liaison" between PCS and the union. The Liaison
will attend all Foreman meetings where information related
to transportation issues or for
upcoming or potential PCS projects will be shared, and given the opportunity for
discussion and provide input prior to decision making.

6.  Jurisdiction

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

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

7.  PCS Shift Premium

When it becomes necessary for PCS to have common starting and quitting times with
other Crafts on a particular job which involves bargaining Unit
personnel on a composite
crew, the following will apply:

Second shift premium shall be eight (8) hours
pay for seven and one half (7 V2) hours
work. It is agreed that to provide exibility, starting time for second shift
may commence
before 6:00 pm. but no sooner than 2:00
pm.

Third shift premium shall be eight (8) hours
pay for seven (7) hours work. It is agreed
that to provide exibility, starting time for third shift
may commence before 11:00 pm.
but no sooner than 7:30 pm.

8.  Water Truck

The parties recognize Local 174
as having primary jurisdiction over driving the Water
Truck. Moving the water truck on public roads will be the
jurisdiction of said bargaining
unit. However if a Local 174 member is not available in
a timely manner to be on the
jobsite, someone outside the bargaining unit may drive the Water Truck
on site. It may
be necessary to cross a public road when
someone outside the bargaining unit is moving
the water truck on the job site


28

9.  Vendor Pick U

Vendor pick ups shall be the jurisdiction of the employees emplOyed under this
agreement. When it is necessary to expedite parts, PCS management will look to the
bargaining unit rst.  If no bargaining unit member is available in a timely manner,
expediting may be assigned to PCS personnel.

10. Work Assignment

The parties agree jurisdictional assignments are an act of judgment based on common
practice,
sense, experience, collective bargaining agreements, employer preference, past
and efciency of operations and job impact. It is
area practice, relative skills, economy
the intention of the parties to resolve conicts based on this framework as referenced in
_
NLRB decision 323 No.173 Laborers' International Union of North America, Local 435
and Spinello Construction Company, Inc and International Brotherhood of Teamsters,
Local Union No. 398. Case 3-CD626 and International Operating Engineers Local 150
and R&D Thiel,                                 Inc. international
a Division of Carpenter Contractors of America
Brotherhood of Teamsters Local 325 and R&D Thiel, a Division of Carpenters
Contractors of America Inc. Cases 33-CD-444 and 33-CD-445.

With this in mind it is the intention of the parties to bring teamwork to the multiple crafts
at the shop, achieve growth for all crafts, acquire new and better projects, improved
methods of communication and live peacefully in a multi-craft environment.













29

MEMORANDUM OF UNDERSTANDING

PORT OF SEATTLE
AND
THE INTERNATIONAL BROTHERHOOD OF
TEAMSTERS,
LOCAL 174 (TRUCK DRIVERS)

RE: CREW CHIEF COMPENSATION

The International Brotherhood ofTeamsters, Local 174 and the Port of Seattle
agree to
the following terms and conditions regarding the compensation of Truck Driver
Crew
Chief. '

Rate of Pay Crew Chief

Effective July 1, 2006 the Crew Chief's differential shall be eight and
one half
(8 1/2 ) percent above the regular driver hourly rate of pay.

This agreement is entered into
on the   Ag  day of  MMZK'Q} 2009.

FOR THE INTERNATIONAL
BROTHERHOOD OF TEAMSTERS,
LOCAL 174:                 FOR THE PORT OF SEATTLE:


Secretary-Treasurer                   Chief Executive Ofcer

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