COMMISSION 
AGENDA MEMORANDUM                        Item No.          8a 
ACTION ITEM                            Date of Meeting      March 24, 2020 
DATE:     March 16, 2020 
TO:        Stephen P. Metruck, Executive Director 
FROM:    Tammy Woodard, Director Human Resources-Total Rewards 
Katie Gerard, Senior Director Human Resources 
SUBJECT:  Resolution 3773, amending the Salary and Benefits Policy Directive 
ACTION REQUESTED 
Request (1) unanimous consent to adopt Resolution 3773 at the same meeting at which it is
first introduced; (2) introduction and adoption of Resolution 3773: A resolution of the Port of
Seattle Commission amending the Salary and Benefits Policy Directive for employees not
covered by a collective bargaining agreement established by Resolution 3739 and subsequently
amended and providing an effective date for the amendment retroactive to March 15, 2020;
and (3) authorization for the Executive Director to extend the new leave benefit to represented
employees through collective bargaining and execution of Memorandums of Understanding. 
EXECUTIVE SUMMARY 
The Salary and Benefits Policy Directive establishes pay ranges for non-represented jobs and 
authorizes the benefits plans that make up the benefits package offered to non-represented
employees. Resolution 3773 will amend the Salary and Benefits Policy Directive to add a new
Public Health Emergency Paid Leave benefit to support the health of the Port's employees,
customers, and the public. 
Due to the emergent nature of the current health crisis, staff is requesting unanimous consent
to introduce and adopt Resolution No. 3773 at the same meeting. 
JUSTIFICATION 
The Port is committed to supporting employees' health and safetywhile maintaining business
operations and meeting the needs of Port customers. Adding a Public Health Emergency Paid
Leave benefit when a Public Health Emergency as declared by federal, state or local public
health agencies supports these goals.  By providing pay for Port employees when they must
self-quarantine due to exposure to someone with symptoms of the illness or when they
become ill with the illness that led to the Public Health Emergency benefits the Port, the
impacted employee, and the public.  Ensuring employees will be paid in these situations
supports employees remaining at home and away from others in the workplace and the public,

Template revised January 10, 2019.

COMMISSION AGENDA  Action Item No. _8a_                                Page 2 of 2 
Meeting Date: March 24, 2020 
and this in turn helps slow the spread of illnesses leading to a public health emergency. Adding
this benefit also provides an additional incentive to employees to work at the Port. 
DETAILS 
The Executive Director implemented the Public Health Emergency Paid Leave benefit through
his authority under Section 5.5 of the Salaries and Benefits Policy Directive.  The terms of the
benefit are described in an Addendum to Human Resources Policy HR-5 effective March 15,
2020. The new paid leave benefit added to the Salaries and Benefits Policy Directive will also
be effective March 15, 2020 and will provide up to two work weeks of pay for employees when
they are either self-quarantined or ill with a contagious illness that led to a declaration of a
public health emergency.
In the event an employee requires more than two weeks to be cleared from self-quarantine or
to recover from an illness they will be able to use accrued leave and possibly qualify for Port
Paid Family and Medical Leave before using Leave Without Pay. 
In addition, this benefit may be adjusted by the Executive Director to extend paid leave in other
circumstances that are in the best interests of the Port in order to address the Public Health
Emergency.
All employees, including part-time, on-call, and temporary will be eligible for this paid leave
benefit. Interns and Veteran Fellows will also be eligible. 
While this new paid leave benefit will be widely available to employees whose situation
qualifies them for the benefit, employees will be strongly encouraged to telework if they are
healthy enough to do so and any of their work can be performed remotely. Mangers will also
work with the impacted employees to identify possible teleworking options, including possible
project work and online training if the employee's regular work is not conducive to teleworking. 
This benefit is also intended to be extended to represented employees through memorandums
of understanding relating to collective bargaining agreements.
Annual Budget Status and Source of Funds 
Departments generally budget for a full year of each employee's pay so continuing to pay
employees who are eligible for this this new leave benefit will not add to the payroll budget.
The budget for this new benefit is therefore included in each department's payroll budget. 
ATTACHMENTS TO THIS REQUEST 
(1)   Draft Resolution No. 3773 
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS 
None 
Template revised June 27, 2019 (Diversity in Contracting).