Attachment 6h CBA Teamsters Local 117 for Regular Meeting held Apr 14, 2020 12:00pm at Remote

6h CBA Teamsters Local 117

COLLECTIVE BARGAINING AGREEMENT
(Port of Seattle and Local 117 Contract Settlement - January 30, 2020)
By and Between
Port of Seattle
And
Teamsters Local Union No. 117
Affiliated with the
International Brotherhood of Teamsters
Representing
Police Non-Sworn Supervisors

Term of Agreement
January 1, 2020 December 31, 2022

NOTICE TO ALL MEMBERS

If you become unemployed, or are off due to an on thejob
injury, in the jurisdiction of the Local Union, you will
be put on a withdrawal status on request providing all
dues and other financial obligations are paid to the Local
Union, including the dues for the month in which the
withdrawal status is effective.
If you are on a dues check-off with your company and
leave for any reason and dues are not deducted, it is
your obligation and responsibility to keep your dues
current or request a withdrawal.

TABLE OF CONTENTS
PORT OF SEATTLE POLICE
NON-SWORN SUPERVISORS
ARTICLE PAGE ARTICLE NO.
Bereavement Leave -------------------------------------------- 6 ----------------- 11
Bulletin Board and Union Communication ----------------- 2 ----------------- 6
Business Representative Access --------------------------- 2 ----------------- 5
Compensation for Travel Time ------------------------------ 11 ----------------- 15
Entire Agreement ------------------------------------------------ 20 ----------------- 25
Equal Employment Opportunity ----------------------------- 3 ----------------- 7
Grievance Procedure ------------------------------------------ 18 ----------------- 22
Health and Welfare Programs ------------------------------- 16 ----------------- 21
Holidays ------------------------------------------------------------ 10 ----------------- 14
Hours of Work and Overtime --------------------------------- 6 ----------------- 12
Jury Duty ---------------------------------------------------------- 5 ----------------- 10
Leave Without Pay ---------------------------------------------- 13 ----------------- 18
Letters of Agreement and Appendices -------------------- 21 ----------------- 26
Long Term Disability -------------------------------------------- 16 ----------------- 20
Management Rights -------------------------------------------- 3 ----------------- 8
Payroll Deduction ----------------------------------------------- 2 ----------------- 4
Pension ------------------------------------------------------------ 13 ----------------- 17
Performance of Duty, Strikes, and Lockouts ------------- 20 ----------------- 23
Professional Liability -------------------------------------------- 12 ----------------- 16
Purpose of Agreement ----------------------------------------- 1 ----------------- 1
Requested Benefits --------------------------------------------- 12 ----------------- 17
Savings Clause -------------------------------------------------- 20 ----------------- 24
Seniority and Reduction in Force --------------------------- 4 ----------------- 9
Sick Leave -------------------------------------------------------- 14 ----------------- 19
Term of Agreement --------------------------------------------- 21 ----------------- 27
Union Recognition ---------------------------------------------- 1 ----------------- 2
Union Security --------------------------------------------------- 1 ----------------- 3
Vacation ----------------------------------------------------------- 8 ----------------- 13
Appendix A Pay Rates ---------------------------------- 22
Appendix B Substance Tests ------------------------- 24-28

PORT POLICE AGREEMENT
NON-SWORN SUPERVISORS

ARTICLE 1 PURPOSE OF AGREEMENT
This mutual Collective Bargaining Agreement (hereinafter referred to as the Agreement) has
been entered into by the International Brotherhood of Teamsters, Local No. 117 (hereinafter
referred to as the Union), and the Port of Seattle (hereinafter referred to as the Port), which
may hereinafter be referred to as the Parties. The purpose of this Agreement is the
promotion of harmonious relations between the Port and the Union; the establishment of
equitable and peaceful procedures for the resolution of differences; and the establishment of
rates of pay, hours of work, benefits, and other terms and conditions of employment.
ARTICLE 2 UNION RECOGNITION
2.01 The Port recognizes the Union as the sole and exclusive bargaining agent for the
classification of Police Non-Sworn Supervisors, which includes the job titles as set forth in
Appendix A.
2.02 In accordance with RCW 41.56.037, the Union will be given thirty (30) minutes to meet
with new employees of the bargaining unit within ninety (90) days of employment at a
mutually agreeable time to discuss matters concerning the rights of employees,
responsibilities of the Union, and services available to the membership. A Business
Representative, Shop Steward, and/or Local Union member will be responsible for the
presentation. Only the new employee will be released from duty with pay.

ARTICLE 3 UNION MEMBERSHIP

3.01 The Port shall notify the Union as soon as possible of any deduction
authorization received by the Port. Upon receiving notice from the Union, the Port agrees to
deduct from the paycheck of each Union member or each non-member voluntary financial
supporter covered by this Agreement who has voluntarily so authorized it, the initiation fee,
and regular monthly dues, assessments or voluntary non-member financial supporter fee.
Such authorization for deductions may be made in writing, electronically or through recorded
voice. The Port shall transmit fees and dues to the Union once each month on behalf of the

Port of Seattle Police Non-Sworn Supervisors

employees involved. If a deduction error is identified, the error will be addressed as soon as
practicable.
3.02 The Port agrees to notify the Union of any new employees employed in
classifications covered by this Agreement within five (5) days business days from date of hire.
3.03 A Union member or voluntary financial supporter of the Union may cancel their
payroll deduction authorization in accordance with the terms of the Union's payroll deduction
authorization form by giving written notification to the Union. If the Union receives such
written notification, confirmation will promptly be sent to the Port by the Union when the terms
of the employee's signed payroll deduction authorization form regarding cancellation have
been met. The Port will make an effort to end the automatic dues deduction effective the
first pay period but no later than the second pay period after receipt of the written cancellation
notice.

3.04 The Union agrees to indemnify and save the Port harmless against any liability,
which may arise by reasons of any action(s) taken by the Port to comply with the provisions
of this Article. The Union agrees to refund to the Port any amounts paid to it in error upon
presentation of proper evidence thereof.

ARTICLE 4 PAYROLL DEDUCTION

Democrat, Republican, Independent Voter Education (DRIVE). Both the Port and Local 117
agree to reopen the contract on DRIVE if any other Local 117 bargaining group with the Port
of Seattle negotiate contract language in their respective contract on this issue at any time
during the term of this agreement.
ARTICLE 5 UNION REPRESENTATIVE ACCESS
The Port agrees to allow reasonable access to Port facilities for union 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 Police Department (hereinafter referred to as the
Department) or the Port. This Article shall apply within the constraints of Federal or State
regulations, statutes, and the Airport Security Plan.
ARTICLE 6 BULLETIN BOARD AND UNION COMMUNICATION
A bulletin board found to be acceptable and in compliance with the needs of limited use by
the Union shall be provided by the Port. This bulletin board shall be used, maintained, and

Port of Seattle Police Non-Sworn Supervisors

controlled by the Union. It is understood and agreed to that no material shall be posted which
is obscene, defamatory, or which would impair Port operations.
Bargaining unit members are expected to comply with Port policies relating to the use of Port
equipment and systems. In no circumstance shall use of the Port's equipment interfere with
operations and/or service to the public.
Stewards and Union staff may use the Port's electronic mail system for communications related
to contract administration to the extent that such use complies with applicable Port policies. The
Parties understand and agree that there is no expectation of privacy of electronic mail
messages.

Port of Seattle Police Non-Sworn Supervisors

ARTICLE 7 EQUAL EMPLOYMENT OPPORTUNITY
The Port of Seattle is an equal opportunity employer. The Port embraces, and in fact relies
on having a diverse workforce. Every employee has the right to work in surroundings that are
free from all forms of unlawful discrimination. The Port and the Union will not engage in, or
tolerate, any discrimination in the workplace prohibited by local, state or federal law.
Specifically, no employee will be discriminated against on the basis of his or her age, race,
color, national origin/ancestry, religion, disability, Family Medical Leave Act (FMLA) use,
pregnancy, sex/gender, sexual orientation, whistleblower status, marital status, military
status, use of workers' compensation, transgender status, political beliefs, or any other
category protected by applicable federal, state or local law ("Protected Status").

ARTICLE 8 MANAGEMENT RIGHTS
8.01 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.
8.02 The Port reserves any and all exclusive rights concerning the management and
operation of the Department, except as specifically limited in this Agreement. In exercise of
such exclusive management rights, it is not intended that any other provision of this
Agreement providing a specific benefit or perquisite to employees shall be changed,
modified, or otherwise affected, without concurrence of the Union.
8.03 Subject to the provisions of this Agreement, the Port reserves the following
specific and exclusive management rights:
(a) To recruit, assign, transfer, or promote members to positions within the
Department, including the assignment of employees to specific jobs;
(b) To suspend, demote, discharge, or take other disciplinary action against
members for just cause;
(c) To determine the keeping of records;
(d) To establish employment qualifications for new employee applicants, to
determine the job content and/or job duties of employees, and to execute the
combination or consolidation of jobs;
(e) To determine the mission, methods, processes, means, policies, and personnel
necessary for providing service and Department operations, including, but not limited
to: determining the increase, diminution, or change of operations, in whole or in part,
including the introduction of any and all new, improved, automated methods of
equipment; and making facility changes;

Port of Seattle Police Non-Sworn Supervisors

(f) To control the Departmental budget, and if deemed appropriate by the Port, to
implement a reduction in force;
(g) To schedule training, work, and overtime as required in a manner most
advantageous to the Department and consistent with requirements of municipal
employment and public safety, subject to the provisions of this Agreement;
(h) To establish reasonable work rules, and to modify training;
(i) To approve all employees' vacation and other leaves;
(j) To take whatever actions are necessary in emergencies in order to assure the
proper functioning of the Department; and
(k) To manage and operate its Departments, except as may be limited by provisions
of this Agreement.
8.04 It is understood by the Parties that every incidental duty connected with
operations enumerated in job descriptions is not always specifically described.
ARTICLE 9 SENIORITY AND REDUCTION IN FORCE
9.01 An employee's seniority date shall be the date of hire in the Port. The
probationary period for any employee appointed to a classification under this Agreement shall
be for the twelve (12) calendar months following such appointment. The probationary period
may be extended at the discretion of the Chief of Police (hereinafter referred to as the Chief)
if the probationary employee has been absent due to bona fide illness or other legitimate
reason. If an employee, who has promoted to the bargaining unit from a Police
Communication Specialist or a Police Specialist position, fails to pass the probationary
period, the employee shall be allowed to return to his/her former position provided there is an
opening available. An employee returning to a former position under these circumstances
shall resume their seniority within the former bargaining unit as if continuously employed
there.
9.02 Seniority shall prevail in the event of a layoff; thus, the last employee hired in a
classification shall be the first laid off. Employees laid off in accordance with the provisions of
this Article will be eligible for rehire in the inverse order of layoff for a period of one (1) year
following layoff. Employees who are separated from employment before the completion of
their probationary period shall not be subject to recall rights as outlined in this Article.
9.03 In the event of an imminent reduction in force, written notice shall be provided
to each employee scheduled for layoff at least fourteen (14) days prior to termination.
9.04 Vacation scheduling shall be done so that seniority is the primary consideration.
Vacation scheduling shall be by Department Policy and Procedures.

Port of Seattle Police Non-Sworn Supervisors

9.05 Seniority shall only be broken in the event of retirement, voluntary quit, failure to
return from an approved leave of absence, layoff exceeding one (1) year, or discharge for just
cause.
9.06 A seniority list shall be provided to the Union on request.
ARTICLE 10 JURY DUTY
10.01 When an employee is called for, and serves, on jury duty, that employee shall,
during such service period, receive full regular compensation from the Port, less any
compensation received from the court for such service (excluding travel, meals, and other
expenses). Port compensation for service under this Section only applies to absence from
scheduled work hours.
10.02 Communications Supervisors shall be assigned to a Monday through Friday
workweek on day shift schedule for the period of jury duty service. Upon final release from
jury duty, the Communications Supervisor will return to his/her regular schedule in such a
way as to permit an uninterrupted continuation of compensation, and the maximum amount of
work availability for the Port, provided that no Communications Supervisor regularly
scheduled to work night shift shall be required to work on the night shift immediately following
the conclusion of jury duty.
10.03 If an employee is released from jury service prior to the end of his/her
scheduled work hours, the employee shall immediately call in to work and report to duty or
use vacation time to cover the remaining hours. At management's discretion, an employee
may work from home to cover the remaining hours.
10.04 Employees shall forward their jury duty compensation paid by the court to the
Port's payroll section upon return from jury duty and receipt of the compensation paid by the
Court.
10.05 For service as a subpoenaed witness on a Port-related case, Port
compensation outside of regularly scheduled work hours is payable at the overtime rate if
such service is in excess of the normal daily or normal weekly working hours' schedules.
10.06 Communication Supervisors who are lateral hires from within the State of
Washington will be compensated for their appearances for their prior jurisdiction.
Management shall adjust the employee's schedule to accommodate the appearance and
avoid payment of overtime.
10.07 This Article shall not apply to either grievances or arbitrations, which are
defined in Article 22 of this Agreement.

Port of Seattle Police Non-Sworn Supervisors

ARTICLE 11 BEREAVEMENT LEAVE
11.01 Employees who have been employed for thirty (30) or more days of
uninterrupted service, and who have suffered the loss by death of a member of their
immediate family, as defined in this Article, shall be eligible to receive up to forty (40) hours of
leave per bereavement, at the discretion of the employee's supervisor, and under the
supervision of the Chief of Police. Such leave shall not result in compensation for more than
the number of hours in any normal work week.
11.02 "Immediate family" shall be defined as the spouse or domestic partner of the
employee, and the following relatives of either the employee, spouse, or domestic partner:
child, step-child, child's spouse, grandchild, parent, step-parent, grandparent, sibling, and
sibling's spouse. In special circumstances, the Chief and/or Human Resources may include
other relatives in the definition for purposes of bereavement leave.
11.03 Individual circumstances, such as distance to the funeral and the extent of
employee involvement with the arrangements for the deceased, shall be considered in
determining the number of hours to be granted an employee.
11.04 Following use of bereavement leave, in case of death of an employee's spouse,
domestic partner (as defined under the Port's Salary and Benefits Resolution), or child, an
employee may take up to two (2) work weeks of sick leave.
ARTICLE 12 HOURS OF WORK AND OVERTIME
12.01 The normally scheduled workweek shall be comprised of forty (40) hours,
defined by the Port as beginning at 12:01 a.m. on Sunday and ending at midnight on
Saturday. Port payroll shall be on an eighty (80) hour biweekly basis.
12.02 Communication Supervisor. The normally scheduled workday shall be no less
than eight (8) hours, at the discretion of the Chief or designee; provided, the employee shall
be entitled to at least two (2) consecutive days off, and the Department shall provide the
employee at least fourteen (14) days advance notice of schedule changes, except during a
bona fide emergency. The workday shall include, at a minimum, a paid mealtime of thirty
(30) minutes, a paid fifteen (15) minute rest period before mealtime, and a paid fifteen (15)
minute rest period after mealtime. Employees may work alternative work schedules with the
mutual agreement of management, and the Union.
12.04 Overtime Pay and Exceptions. Hours w orked in excess of the normal workday,
or the normal forty (40) hour workweek, shall be compensated for at the overtime rate of one
and one-half (1) of the employee's regular straight time rate of pay (see Appendix A). All
compensated hours shall apply to workdays and/or work weeks for the qualification of
overtime; however, holiday cash-out pay, as specified in Article 14.02(b)(2), shall not count
as hours worked or compensated for calculation of overtime thresholds.
12.05 There shall be no compounding or "pyramiding" of overtime pay.

Port of Seattle Police Non-Sworn Supervisors

12.06 Daylight Savings Time. When time is officially changed (as from standard time
to daylight savings time or vice versa) during an employee's working hours, the employee
shall be paid for actual hours worked. If the employee loses a straight-time (non-overtime)
hour, the employee will not receive pay for that straight-time hour, unless the employee elects
to use vacation to replace the lost hour. If an employee works an extra hour, the employee
will receive pay subject to the overtime provisions of the Collective Bargaining Agreement.
12.07 In the event that an employee is called back to work from mealtime and is not
provided a meal period of reasonable duration later in the scheduled workday, such
employee shall receive overtime pay for the remainder of the mealtime not taken. If an
employee independently and without proper authorization elects not to take a mealtime, such
employee shall not receive overtime payment for the mealtime missed.
12.08 Approval for Overtime Work. Authority for approval of any overtime work shall
be limited to Departmental management or its designees.
12.09 Cellular Phones & Stand-By. Employees may be required by the Department to
carry and monitor cellular phones while off-duty. If an employee is specifically directed by a
supervisor to be available and on stand-by for a specific assignment, such employee shall be
considered available for work within one (1) hour, and will be compensated at ten percent
(10%) of their straight-time hourly rate for each hour so assigned.
12.10 Call-Back. In the event that overtime, which has been specifically authorized by
supervisory or command personnel, is not an extension at the beginning or end of a normal
shift, the employee shall be paid for a minimum of four (4) hours at the overtime rate for the
employee's classification, or for the actual hours worked at the overtime rate if in excess of
four (4) hours.
12.11 Training. The normal workweek and normal workday for employees may be
modified to accommodate training or educational requirements.

Port of Seattle Police Non-Sworn Supervisors

ARTICLE 13 VACATION
Annual vacation with pay shall be granted to all employees on the following basis:
13.01 Scheduling of Vacation Leave. At any time after the successful completion of
six (6) months of employment, regular permanent employees may request and use vacation
leave of up to the number of hours accrued at the time of the desired vacation date, subject
to the approval of the Manager or designee. Seniority shall be considered in accordance with
Departmental procedures when scheduling vacations. Normally, requests for approval of
vacation schedules shall be made to the Manager or designee on a vacation request form
thirty (30) days or more in advance; more notice may be required by the Manager or
designee when necessary to provide for proper scheduling of personnel.
13.02 Limits on Accumulating Vacation Leave. Vacation leave accumulation shall be
limited to four hundred eighty (480) hours.
13.03 Rates of Accrual. Effective upon ratification between the parties, eligible
employees shall receive vacation accruals based upon a pro rata share of a full-time work
schedule. Vacation leave is earned as follows:
(a) 96 Hours of Vacation. Based on the first day of employment, from the first (1st) full
day of employment up to and including the forty-second (42nd) full month of
employment, permanent employees shall accrue vacation at the rate of eight (8) hours
per month of active employment, or the equivalent of up to ninety-six (96) hours per
year (8 hours per month X 12 months = 96 hours per year).
(b) 120 Hours of Vacation. From the forty-third (43rd) full month to and including the
eighty-fourth (84th) full month of continuous employment, eligible employees shall
accrue vacation at the rate of ten (10) hours per month of active employment, or the
equivalent of up to one hundred twenty (120) hours per year (10 hours per month x 12
months = 120 hours per year).
(c) 140 Hours of Vacation. From the eighty-fifth (85th) full month to and including the
one hundred and thirty-second (132nd) full month of continuous employment, eligible
employees shall accrue vacation at the rate of eleven and sixty-seven hundredths
(11.67) hours per month of active employment, or the equivalent of up to one hundred
forty (140) hours per year.
(d) 160 Hours of Vacation. From the one hundred thirty-third (133rd) full month to and
including the one hundred and ninety second (192nd) full month of continuous
employment, eligible employees shall accrue vacation at the rate of thirteen and thirtyfour
hundredths (13.34) hours per month of active employment, or the equivalent of up
to one hundred sixty (160) hours per year (13.34 hours per month X 12 months = 160
hours per year).

Port of Seattle Police Non-Sworn Supervisors

(e) 168 Hours of Vacation. From the one hundred ninety-third (193rd) full month, to
and including the two hundred twenty-eighth (228th) full month of continuous
employment, eligible employees shall accrue vacation leave at the rate of fourteen
(14) hours per month of active employment, or the equivalent of up to one hundred
sixty-eight (168) hours per year (14 hours per month X 12 months = 168 hours per
year).
(f) 176 Hours Vacation. From the two hundred twenty-ninth (229th) full month, to and
including the two hundred fortieth (240th) full month of continuous employment, eligible
employees shall accrue vacation leave at the rate of fourteen and sixty seven
hundredths (14.67) hours per year (14.67 hours per month X 12 months = 176 hours
per year).
(g) 184 Hours of Vacation. From the two hundred forty-first (241st) full month, to and
including the two hundred fifty-second (252nd) full month of continuous employment,
eligible employees shall accrue vacation leave at the rate of fifteen and thirty-four
hundredths (15.34) hours per month of active employment, or the equivalent of up to
one-hundred and eighty-four (184) hours per year (15.34 hours per month X 12
months = 184 hours per year).
(h) 192 Hours Vacation. From the two hundred fifty-third (253rd) full month, to and
including the two hundred sixty-fourth (264th) full month of continuous employment,
eligible employees shall accrue vacation leave at the rate of sixteen (16) hours per
month of active employment, or the equivalent of up to one-hundred and ninety-two
(192) hours per year (16 hours per month X 12 months = 192 hours per year).
(i) 200 Hours of Vacation. From the two hundred sixty-fifth (265th), to and including all
subsequent full month of continuous employment, eligible employees shall accrue
vacation at the rate of sixteen and sixty-seven hundredths (16.67) hours per month of
active employment, or the equivalent of up to two-hundred (200) hours per year (16.67
hours per month X 12 months = 200 hours per year).
13.04 Payment for Vacation Leave at Termination. Upon termination, regular
permanent employees shall receive pay in lieu of unused vacation based on limitations stated
above and as further limited by this Section.
Employees shall receive, upon termination, pay in lieu of unused vacation up to the limits as
prescribed above. However, at their option, such employees may elect to take paid service
time in lieu of termination pay.
Employees who terminate active employment before completing six (6) months of
employment shall receive no vacation pay. Pay for unused vacation leave shall be computed
through the last day of employment.

Port of Seattle Police Non-Sworn Supervisors

13.05 Cash Out Option. Employees may cash-out vacation leave according to the
limits and procedures for the cash out of paid time off (PTO) as applied to non-represented
employees. The Union shall be notified of changes to the limits and procedures affecting
vacation leave cash out.
ARTICLE 14 HOLIDAYS
14.01 Effective at the signing of this Agreement, for the Police Administrative
Supervisor, twelve (12) paid holidays shall be recognized and observed, as follows:
New Year's Day January 1st
Martin Luther King's Birthday Third Monday in January
Presidents' Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day First Monday in September
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Fourth Friday in November
Christmas Day December 25th
One "Floating" Holiday Designated by Port each year
Two "Floating" Holidays Designated by Employee each
year, with approval of the Manager
Any date commonly observed, as designated by State, national authority, or the Port of
Seattle may be observed as a holiday and paid for as such in lieu of the date designated
above for the paid holidays listed.
14.02 Police Administrative Supervisor. Holiday pay shall be one (1) day's pay at the
straight-time rate, based on the employee's normal work schedule, and will not exceed one
(1) regular workday; provided, holiday pay is subject to the following conditions:
(a) If Department management determines that it is possible to schedule an employee
for a day off from the normal work schedule when a designated holiday occurs, such
employee shall be required to take that holiday off.
(b) When the holiday falls on the employee's normal day off, the employee may
choose from one of two options:
(1) The employee may elect to schedule any other day within the pay period as
a day off on holiday pay; or
(2) The employee may elect not to take another day off, and instead, cash-out
one (1) day's holiday pay at the straight time hourly rate. Selecting this option
does not constitute hours worked or compensated for purposes of calculating
overtime.

Port of Seattle Police Non-Sworn Supervisors

(c) Subject to (a) above, if the employee is required to work on the designated
holiday, the employee may not elect to take another day off. Such employee shall
receive one (1) day's holiday pay at the straight-time hourly rate, in addition to pay at
the overtime rate for all hours worked on the designated holiday.
14.03 Communications Supervisor. Effective upon ratification between the
parties, , all eligible employees shall receive a pool of one hundred and forth (140) holiday
hours per year based upon ten recognized holidays and four (4) floating holidays and a four
(4) day ten (10) hour schedule Holiday hours will accrue on the basis of the ten (10)
recognized holidays listed in Article 14.04 below as they occur in the calendar year for a total
of ten (10) hours per holiday on a four (4) day ten (10) hour schedule. The four (4) floating
holidays will accrue as ten (10) hours for the month of January,ten (10) hours for the month of
February, ten hours for the month of July, and ten (10) hours for the month of August.
14.04 The holidays are in recognition of ten Port of Seattle holidays listed in the Port of
Seattle Salary and Benefit resolution, HR-5 and serves as a basis for compensation. The ten
holidays are as follows:
New Year's Day
Martin Luther King Jr. Day
President's Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas
Port Designated Floating Holiday (Day before or after Christmas as determined by the Port
Human Resources Department).
Four (4) additional holidays that are noted in Section 14.03 above are designated as floating
holidays and are not tied to any of the traditional recognized Port of Seattle holidays provided
in this section.

Pooled holiday hours will not be carried over from year to year. The Port will cash-out any
unused pooled holiday leave that have already accrued on the first paycheck of January of
the subsequent year. Upon termination of employment, accrued, unused, holiday hours
shall be cashed out, subject to proration.
A Communications Supervisor may request and use pooled holiday leave up to the number
of hours that have already accrued at the time of the desired use, subject to the approval of
the Communications Center Manager. Seniority shall be considered, in accordance with

Port of Seattle Police Non-Sworn Supervisors

Departmental procedures, when scheduling such use. Normally, requests shall be made at
least thirty (30) days or more in advance; however, requests made less than thirty (30) days
in advance shall be considered and approved if it will not negatively impact Departmental
operations.
Up to four (4) holidays not used or cashed out at the end of the calendar year can be
exchanged for vacation that was already used at any time within the same calendar year.
Compensation tied to holiday cash out will only be reported to the Department of Retirement
Service on the basis of the ten (10) Port of Seattle recognized holidays. Compensation tied
to holiday cash out for the four (4) floating holidays will not be reported to the Department of
Retirement Services unless they are used.

14.04 Holiday pay shall be prorated for all employees who work less than a full-time
schedule.

ARTICLE 15 COMPENSATION FOR TRAVEL TIME
15.01 The Parties recognize federal and state audit requirements, and hereby agree
to comply with the Port's accounting and procurement policies relating to, among other
things, reimbursement for work-related mileage, reasonable out-of-pocket expenses, proof of
expenditures, reporting and audit requirements, travel authorizations, and use of a Port credit
card.
15.02 When travel by an employee's private vehicle is required and authorized by
Department management, such travel shall be reimbursed in accordance with the mileage
reimbursement schedule as approved by the Port Commission for Port employees. However,
at no time shall the amount be less than the IRS-approved mileage rate. Requests for
mileage shall be submitted according to Port policy.
15.03 The normal pay and work schedule shall apply, as provided in this Agreement
and subject to Article 12, in connection with travel assignments inside and outside of King
County, as defined under the Fair Labor Standards Act (FLSA) guidelines. This provision
does not restrict Management's ability to modify an employee's normal workweek and normal
workday to accommodate training or educational requirement.
ARTICLE 16 PROFESSIONAL LIABILITY
The Port shall provide professional liability coverage for employees when they are acting
within the scope of their authority and duties with the Port of Seattle.
ARTICLE 17 - REQUESTED BENEFITS
The Port agrees to provide the following benefits requested by the Union:

Port of Seattle Police Non-Sworn Supervisors

(a) Washington State Public Employees Retirement System.
(b) Unemployment compensation benefits under the Washington State Employment
Security Act.
(c) Social security insurance (FICA) as covered by the Federal Insurance Contribution
Act. (Contingent on retention of the program for all Port employees.)
(d) Parking as currently provided limited to employees on-duty status in the parking
garage. Off-duty employees may use alternative Port parking, during vacations and
such, in the same manner as salaried employees.
(e) Lockers and lunchroom facilities.
(f) Washington State Self Insured Workers' Compensation.
(g) Educational assistance for employees shall be subject to approval of the Chief.
Such assistance shall be on the following basis:
(1) For employees engaged in continuing education at accredited institutions to
obtain a college degree, fifty percent (50%) of tuition costs following one year of
continuous employment and seventy-five percent (75%) following four (4) years
of continuous employment. Payment will be made upon evidence of
satisfactory completion and will cover tuition fees only. Reimbursement may be
applied for following each semester.
(2) After one year of continuous employment, for individual courses limited to
job related educational curricula, one hundred percent (100%) reimbursement
for tuition only. Reimbursement shall be provided after evidence of satisfactory
completion.
(3) For courses or seminars initiated for an individual employee at the direction
of the Chief, reimbursement shall be provided for entire costs of such
instruction. Reimbursement shall include amounts to cover tuition, books, and
miscellaneous instructional fees.
(4) The employee must provide to the Department a detailed Letter of
Commitment that captures his/her study and career goals.
(5) The employee should normally expect to provide a minimum of two (2)
years of service to the Port upon completion of study towards a college degree.
This is not a payback provision.
(h) As provided below in this paragraph, employees shall be eligible for participation in
the Port of Seattle's Deferred Compensation Plan. Eligibility and participation of
employees shall be subject to the terms and conditions of such plan including any plan

Port of Seattle Police Non-Sworn Supervisors

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 the Grievance Procedure or to any other provisions of this Collective
Bargaining Agreement or to negotiation by the Union.
(i) Supplemental Pension. The Port agrees to contribute to the Pacific Coast Benefits
Trust, on account of each of its employees who perform the work covered by this
Agreement, for every hour for which compensation was paid as follows:
Effective January 1, 2008, in the amount of $1.50 per hour.
(j) The Port of Seattle shall allow all employees the opportunity to attend the Port of
Seattle retirement planning seminars.
(k) Life Insurance. Effective the first (1st) of the month following date of hire or date of
hire if on first (1st) of month, eligible employees shall receive life insurance benefits in
the amount of two (2) times their annual base rate rounded up to the next one hundred
dollars ($100). Eligible dependents shall receive life insurance benefits in such
amount and in such manner as are provided in contracts by the Port to provide such
benefits. Employees shall also be covered by the AD&D policy provided by the Port.
(l) Supplemental life insurance programs offered by the Port to salaried employees
shall also be made available to employees covered by this Agreement.
(m) Paid Parental Leave. The Port shall continue to provide Paid Parental Leave to
members of this bargaining unit. Eligibility, participation, and terms of the Paid
Parental Leave shall be as provided to non-represented employees as outlined in Port
Policy HR-5. The Port may change or modify its Paid Parental Leave policy and/or
procedure. If the Port desires a change/modification, the Port agrees to provide the
Union with advance notice of any change.
(n) COMMUTER BENEFITS

Employees in the bargaining unit shall be eligible for the following benefits:
The One Regional Card for All ("ORCA Card") Program:
The Port offers ORCA cards to eligible employees at a substantially reduced
cost for transportation on multiple regional transit systems. Employees who
participate in the ORCA card program may also be eligible for additional
subsidized transportation services. The availability of the ORCA program,
annual cost, potential tax consequences for employees, and other provisions
are subject to change based on guidelines provided by agencies with whom the

Port of Seattle Police Non-Sworn Supervisors

Port contracts for the ORCA program benefits, IRS requirements, as well as the
Port's discretion.
Ferry Reimbursement
Employees who use the Washington State Ferry System for all or part of their
work commute are eligible for reimbursement of ferry commuting costs up to a
monthly maximum. This monthly maximum reimbursement amount is
determined by the Port. Amounts and procedures can be found on the Total
Rewards Compass Page and may be subject to tax.

The Port shall maintain full discretion to modify, change, amend, and/or
discontinue either and/or both the ORCA program and the Ferry
Reimbursement benefit;

Prior to modifying, changing, amending, and/or discontinuing either and/or both
the ORCA program and the Ferry Reimbursement benefit, the Port agrees to
provide advance notice to the Union.

ARTICLE 18 LEAVE WITHOUT PAY
18.01 After one (1) year's service, an employee shall be eligible for a leave of
absence without pay, not to exceed six (6) work weeks. Requests for such leave shall be
submitted in writing to the Chief for approval thirty (30) days in advance of the leave time
period. In emergency situations, the notification may be waived at the option of the Chief.
18.02 Leave approval considerations shall include:
(a) The purpose and length of requested leave;
(b) The employee's length of service;
(c) The effect of such an extended absence on departmental operational efficiency;
(d) Employee past performance and attendance; and
(e) In establishing the priority for such leaves, mutual benefit to the Port shall also be
a consideration. For example, leaves of absence for educational purposes shall
receive greater priority than leaves for the purpose of travel.

Port of Seattle Police Non-Sworn Supervisors

18.03 In the event of special conditions, such as family emergencies or educational
programs, leaves of absence may be extended beyond six (6) weeks, but shall not exceed
one (1) year at the discretion and approval of the Chief and/or the Port's Executive
Department. An employee shall suffer no loss of seniority for time spent on approved leave
of absence of six (6) weeks or less. If the employee remains on approved Leave of Absence
for more than six (6) weeks, the employee shall retain his/her original seniority date in the
bargaining unit but shall not further accumulate seniority.
18.04 Under normal conditions, leaves of absence shall not be granted for the
purpose of seeking or engaging in other employment. Any exception to this provision shall
be at the sole discretion of the Chief.
ARTICLE 19 SICK LEAVE
19.01 Based on a pro rata share of a full-time active work schedule , permanent
employees shall accrue up to one (1) working day per month of sick leave, accrued at an
hourly rate per each straight-time hour compensated (to be calculated based on work
schedule), .
Effective upon ratification between the parties and execution of the agreement, sick leave is
accrued from the first (1st) day of employment, but may not be used until the completion of
thirty (30) days of continuous employment, and is to be used under the conditions stated in
Section 19.02 of this Article.
19.02 Sick leave will be used only in instances of non-job related employee or
dependent illness or injury and as provided by law. However, sick leave may be used to
cover normally scheduled workdays within the three (3) day exclusion of the Washington
State Workers' Compensation program. Departmental management may require a
physician's statement to justify use of sick leave and/or to determine that an employee's
return from absence due to illness or injury is sanctioned by the attending physician, to the
extent provided by law.
19.03 Sick leave shall be applied in coordination with the Teamster Plans indicated in
Article 21. In no case shall the combined effect of sick leave and/or other benefits be applied
so that compensation exceeds the employee's normal rate of pay.
19.04 Upon termination or retirement following five (5) continuous years of active
employment in a permanent position, qualified employees shall be compensated for fifty
percent (50%) of their unused sick leave at the rate of pay at termination. Such accumulated
sick leave payoff is payable to the employee's spouse or other designated beneficiary in the
event of an employee's death.
19.05 Family Medical Leave. Family leave will be administered in accordance with
current Federal and State laws, and applicable Port policies.

Port of Seattle Police Non-Sworn Supervisors

The Port shall comply with the requirements of the Washington Paid Family and Medical
Leave Act and shall have full discretion on meeting those requirements (e.g. Voluntary Plan),
which shall not be subject to the grievance procedure or to any other provision of this
Agreement or to negotiation by the Union. However, the Port agrees to provide to the Union
advance notice of how the Port intends to comply, and when and if there are any changes.
Effective upon ratification between the parties and the execution of the agreement, the Port
will pay the employee portion of the premium associated with this provision.

19.06 Attendance incentive.
(a) Five hundred dollars ($500.00) for any employee who has completed a full
calendar year of continuous employment without any absence from work. Incentive
pay will be subject to payroll withholding requirements.
(b) Any absence except the following will disqualify an employee:
(1) Vacation
(2) Holidays
(3) Bereavement Leave
(4) Comp Time
(5) Military Leave
(6) Jury Duty
(7) Subpoenaed Witness Serve on a Port-related case
(8) Appointment Time
(9) Effective January 1, 2018, the first .025 per hour worked of paid sick leave
(10) Other leave as protected by law.
(c) The Police Department time cards and payroll hours will be used to determine
eligibility.
19.07 Appointments. Regular full -time employees who are scheduled to work a full
time schedule may be granted brief periods of paid time off for medical, dental, or other
personal business appointments (such as appointments with attorneys) which could not be
arranged during non-working hours. The Chief or designee may authorize time off for not
more than twelve (12) hours of personal appointments during a calendar year.
19.08 Abuse of Sick Leave. Both parties are committed to work to minimize or
eliminate any abuse of sick leave.
19.09 Shared Leave. The parties agree to adopt a Shared Leave Program under the
terms and conditions set forth in applicable Port policies covering shared leave of salaried
employees.

Port of Seattle Police Non-Sworn Supervisors

(a) Purpose. The Shared Leave Program enables employees to donate accrued sick
leave to fellow employees who are faced with taking leave without pay or termination
due to extraordinary or severe physical or mental illnesses. Implementation of the
program for any individual employee is subject to agreement by the Port and the
availability of shared leave from other employees. The Port's decisions in
implementing and administering the shared leave program shall be reasonable.
(b) Participation. Participation in the Shared Leave Program is voluntary. No
employee shall be coerced, threatened, intimidated or financially induced into donating
accrued leave for purposes of this program.
ARTICLE 20 LONG TERM DISABILITY
Effective upon ratification and execution of the agreement, employees in the bargaining
group are eligible for long-term disability benefits on the first (1st) of the month following the
date of hire or immediately if the employee is hired on the first of the month.`. Such coverage
shall be the same as that provided for exempt and non-exempt employees as provided for in
the Port's Salary and Benefit Resolution.
ARTICLE 21 HEALTH AND WELFARE PROGRAMS
21.01 Effective January 1, 2019(based on December 2018 hours), and each month
thereafter during the period this Agreement is in effect, the Port agrees to pay to Washington
Teamsters Welfare Trust c/o Northwest Administrators, Inc. for every eligible employee
covered by this Agreement who was compensated for eighty (80) hours or more in the
preceding month the following:
a. Health & Welfare Contribute the sum of $1,462.40 per month for
benefits under the "Medical PLAN A" as described below:
Medical Plan A $ $1,415.00
Domestic Partner Coverage $ 18.00
9 month Additional Waiver $ 11.40
Time Loss Plan A ($400/wk) $ 18.00
Total $ 1,462.40
b. Dental Contribute the sum of $132.70 per month for continued benefits
under the "PLAN A including domestic partner dental coverage."
c. Vision Contribute the sum of $17.30 per month for continued benefits
under the "EXTENDED BENEFITS PLAN including domestic partner
vision coverage."
21.02 Effective January 1, 2020, (based on December 2019 hours) and each month
thereafter during the period this Agreement is in effect, the Port agrees to pay to Washington
Teamsters Welfare Trust c/o Northwest Administrators, Inc. for every eligible employee
covered by this Agreement who was compensated for eighty (80) hours or more in the
preceding month the following:

Port of Seattle Police Non-Sworn Supervisors

a. Health & Welfare Contribute the sum of $1,495.40 per month for
benefits under the "Medical PLAN A" as described below:
Medical Plan A $ $1,448.00
Domestic Partner Coverage $ 18.00
9 month Additional Waiver $ 11.40
Time Loss Plan A ($400/wk) $ 18.00
Total $ $1,495.40
b. Dental Contribute the sum of $122.70 per month for continued benefits
under the "PLAN A including domestic partner dental coverage."
c. Vision Contribute the sum of $ 17.30 per month for continued benefits under
the "EXTENDED BENEFITS PLAN including domestic partner vision
coverage."
21.03 Employee Premium Share
Effective January 1, 2020, , each employee eligible for benefits in any month shall contribute
seventy-five dollars ($75) per month toward the cost of the Health and Welfare monthly
premium.
Effective January 1, 2022, each employee shall contribute $125.00 per month toward the
monthly premium costs in Article 21.02.

The Port will continue to cover at one-hundred percent (100%) employee Dental and Vision
benefit premiums during the life of the Agreement.
21.04 Retirees Health & Welfare. The Port shall contribute the following for continued
benefits under the Retirees Welfare Trust "RWT-PLUS PLAN," and the Port shall continue to
reduce each member of the Bargaining Unit's wages by an amount equal to one half () of
the monthly premium per member.
Effective January 1, 2017 $94.85
Effective January 1, 2018 $94.85
Effective January 1, 2019 $94.85

Port of Seattle Police Non-Sworn Supervisors

Effective upon ratification and execution of the agreement, members of the bargaining group
will be eligible to enroll in the Teamsters Retiree Welfare Trust XL plan. The Port shall
contribute fifty dollars ($50) per month for the term of the agreement toward the monthly
premium of each member enrolled in the Teamsters Retiree Welfare Trust XL plan. The
balance of the monthly premium rate will be paid by members of the bargaining group through
monthly payroll deduction. The Port will be absolved and indemnified by Local 117 from any
liability associated with the Teamsters Retiree Welfare Trust plan.

21.05 Maintenance of Plans/ACA Plan Compliance. The Trustees may modify
benefits or eligibility of any plan, in Sections 21.01 and 21.02 above, for the purposes of cost
containment, cost management, changes in medical technology and treatment, and to
maintain compliance with the Affordable Care Act. If increases are necessary to maintain the
current benefits or eligibility, or benefits or eligibility as may be modified by the Trustees
during the life of this Agreement, the Port shall pay such premium increases as determined
by the Trustees. The Union will assist the Port in acquiring information from the medical
benefits trust to insure that the Port is in compliance with the Affordable Care Act.
21.06 The Port agrees to provide Flexible Spending Accounts as provided for salaried
employees, not to include employer contributions, if any.
The level of benefits agreed upon in this Article at the signing of the Agreement shall remain
in effect for the duration of the Agreement.
ARTICLE 22 GRIEVANCE PROCEDURE
22.01 Grievance Defined. Any dispute regarding the interpretation or application of
this Agreement shall be regarded as a grievance and shall be subject to the terms of this
grievance procedure.
22.02 Discipline. The Parties agree that discipline is a command function. Decisions
on disciplinary matters where discipline imposed involves a discharge, suspension, demotion,
or written reprimand shall be subject to the grievance procedure; however written reprimands
may not be pursued to arbitration.
22.03 Time Limits. All grievances shall be presented within twenty (20) days of the
occurrence or the date that the employee actually knew or reasonably should have known of
the occurrence, whichever is later. This time limit and the other time limits set forth in this
Article may be extended by mutual agreement of the Employer and the Union. All references
to time in this Article shall be to calendar days.
22.04 Election of Forum. An employee electing to pursue a matter through the Civil
Service System may not also pursue to arbitration a grievance through this grievance
procedure. Any complaint that a matter constitutes a violation of Article 7 of this Agreement

Port of Seattle Police Non-Sworn Supervisors

may not be pursued to grievance arbitration if the matter has been challenged in any other
administrative or judicial forum.
22.05 Informal Resolution. The Parties acknowledge that every effort should be
made by the employee(s) and the supervisor(s) to resolve issues prior to initiating grievance
procedures.
22.06 Grievance Procedure.
STEP I
The affected employee shall present the grievance in writing to his or her division
commander. If the division commander or the division commander's designee and the
grievant are unable to arrive at a satisfactory settlement, the division commander (or
designee) will issue a written response to the employee, with a copy to the Union's business
representative. The response shall be issued no later than ten (10) days after the date that
the grievance was initially filed. The Union may refer the grievance to Step 2 within ten (10)
days of receipt of the division commander's response, or if the division commander's
response is untimely, within ten (10) days of the date when the division commander's
response was due.
STEP II
Initiation of Step 2. The Union's business representative shall present the grievance
in writing to the Chief of Police or the Chief's designee. The written grievance shall contain a
statement of the relevant facts, the section(s) of the Agreement allegedly violated, and the
remedy that is sought.
Class Grievances. With respect to issues affecting more than one (1) employee, the
Union may elect to file a grievance at Step 2 without the need for individual employees to file
grievance at Step 1. The twenty (20) day time limit referenced in Section 22.03, as well as
the other requirements of this Article, shall be applicable to such filings.
Step 2 Meeting. Within fourteen (14) days after the initiation of Step 2, the Union's
business representative and the Chief or the Chief's designee shall meet to discuss possible
resolution of the grievance. If the parties are unable to arrive at a satisfactory settlement, the
Union may refer the grievance to Step 3 within ten (10) days of the meeting.
STEP III
Initiation of Step 3. The Union shall notify the Chief and the Port's Labor Relations
representative, in writing, of its desire to move the matter to a Board of Adjustment.
Board of Adjustment. The parties shall schedule a Board of Adjustment hearing
which shall be held no later than twenty (20) days after the initiation of Step 3. The purpose
of the hearing is to evaluate all known facts relating to the grievance in order to determine an
appropriate resolution. The Port's Labor Relations representative, the Chief or designee, and

Port of Seattle Police Non-Sworn Supervisors

two (2) Union representatives shall be present, and both sides shall have an opportunity to
present all information that they have relating to the grievance. If the parties are unable to
arrive at a settlement, or if the Board of Adjustment hearing is not held within twenty (20)
days after initiation of Step 3, the Union may refer the matter to Step 4. The parties may
mutually agree to waive the Step 3 process.
STEP IV: Arbitration
Initiation of Step 4. The Union initiates Step 4 by filing a written request with the
Port, specifying the issue to be arbitrated. The request must be submitted within ten (10)
days of completion of the Board of Adjustment, or if no Board of Adjustment is scheduled
within twenty (20) days after the initiation of Step 3, then within twenty-seven (27) days after
the initiation of Step 3.
Selecting An Arbitrator. The Port and the Union mutually agree that either Party to
this Agreement may apply to the Federal Mediation and Conciliation Service (FMCS) for a list
of seven (7) persons who are qualified and available to serve as arbitrators for the dispute
involved. The Parties agree to equally split any costs associated with obtaining a list of
arbitrators from FMCS. Within ten (10) days of receipt of the FMCS list, the Parties will jointly
select an arbitrator from the list by alternately striking one (1) arbitrator on the list until the
final remaining arbitrator is selected as the arbitrator for the particular hearing. The Parties
shall determine first initiative through a coin flip.
The Hearing. The hearing on the grievance shall be informal and the rules of
evidence shall not apply. The arbitrator shall not have the power to add to, subtract from, or
modify the provisions of this Agreement in arriving at a decision of the issue or issues
presented; and shall confine his/her decision solely to the interpretation, application, or
enforcement of this Agreement. The arbitrator shall confine himself/herself to the precise
issue submitted for arbitration, and shall not have the authority to determine any other issues
not so submitted to him/her. The decision of the arbitrator shall be final and binding upon the
aggrieved employee, the Union, and the Port. The fees and expenses of the arbitrator shall
be equally split between the Parties; otherwise, each party shall pay its own fees, expenses
and costs, including attorney fees and witness compensation.
ARTICLE 23 PERFORMANCE OF DUTY, STRIKES, AND LOCKOUTS
23.01 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 cause any strike, slowdown, mass sick
call, or any other form of work stoppage or interference with the normal operation of the
Police Department or the Port.
23.02 The Port agrees that there shall be no lockouts.
23.03 The conditions stated in Sections 23.01 and 23.02 of this Article shall remain in
effect with or without a signed Labor Agreement.

Port of Seattle Police Non-Sworn Supervisors

ARTICLE 24 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.
ARTICLE 25 ENTIRE AGREEMENT
25.01 The Agreement expressed herein in writing constitutes the entire Agreement
between the parties and no oral statement shall add to or supersede any of its provisions.
25.02 The parties acknowledge that each has had the unlimited right and opportunity
to make demands and proposals with respect to any matter deemed a proper subject for
collective bargaining. The results of the exercise of that right are set forth in this Agreement.
ARTICLE 26 LETTERS OF AGREEMENT AND APPENDICES
By reference herein, the Letters of Agreement and Appendices listed below are hereby made
part of this Agreement and do not require individual Employer-Union signatures.
1. Appendix A Pay Rates
2. Appendix B Drug Testing
ARTICLE 27 TERM OF AGREEMENT: JANUARY 1, 2020 TO DECEMBER 31, 2022
All provisions of this Agreement shall extend from effective date to December 31, 2019. The
Agreement may be opened by either party giving notice in writing not later than sixty (60)
days prior to the expiration date.

PORT OF SEATTLE TEAMSTERS LOCAL UNION
NO. 117/IBT

STEPHEN METRUCK JOHN SCEARCY
Executive Director Secretary-Treasurer

Date Date

Port of Seattle Police Non-Sworn Supervisors

APPENDIX A
PAY RATES
I. PAY SCHEDULES
A. Effective the first full pay period of 2020, the following wage rates shall apply:
Job Title Length of Service Rate of Pay
Police Administrative Support Entry $ 40.91
One (1) Year (Top Base) $ 43.06
Communications Supervisor Entry $ 42.60
One (1) Year $ 44.96
Two (2) Year (Top Base) $ 47.33

As a condition of continued employment, all employees are required to participate in the
Port's direct deposit program for payroll purposes.
The wage scales shall be adjusted by applying the Cost-of-Living Adjustments (COLA) to the
top step of each scale as follows:

Effective January 1, 2020, employees will receive a four percent (4.0%) increase
above their base hourly rate.
In addition, effective the first full pay period of 2020, base hourly wage rates will be
increased by an amount equal to one hundred percent (100%) of the Seattle/Tacoma/
Bellevue CPI-U (All Urban Consumers), October 2018 to October 2019, with a zero
percent (0%) minimum and a six percent (6%) maximum.
Effective the first full pay period of 2021, base hourly wage rates will be increased by
an amount equal to one hundred percent (100%) of the Seattle/Tacoma/ Bellevue CPIU
(All Urban Consumers), October 2019 to October 2020, with a zero percent (0%)
minimum and a six percent (6%) maximum.
Effective the first full pay period of 2022, base hourly wage rates will be increased by
an amount equal to one hundred percent (100%) of the Seattle/Tacoma/Bellevue CPIU
(All Urban Consumers), October 2020 to October 2021, with a zero percent (0%)
minimum and a six percent (6%) maximum.
For Police Administrative Supervisor the Entry rate shall be ninety five percent (95%)
of the One Year rate. For Communications Supervisor the One (1) Year rate shall be
ninety five percent (95%) of the Two (2) Year rate; the Entry rate shall be ninety
percent (90%) of the Two Year rate.
II. DIFFERENTIALS AND OTHER PAY CONSIDERATIONS

Port of Seattle Police Non-Sworn Supervisors

(A) Communication Supervisors' Differential. The entry level base pay rate for
Non-Sworn Communication Supervisors shall be maintained at a level, which is
at least nine point two percent (9.2%) above the top step base rate of pay for
the Police/Fire Communications Specialists.
(B) Longevity Premium. Effective January 1, 2020, base hourly pay for all
classifications shall be increased by the following longevity premium schedule,
based upon date of hire into the Non-Sworn Supervisor's bargaining unit:
(1) 2% Longevity Premium: From the start of the sixty-first (61st) full month to
and including the one hundred twentieth (120th) full month of continuous
employment, permanent employees shall be paid a longevity premium of two
percent (2%).
(2) 3% Longevity Premium: From the start of the one hundred twenty-first
(121st) full month to and including the one hundred eightieth (180th) full month
of continuous employment, permanent employees shall be paid a longevity
premium of three percent (3%).
(3) 4% Longevity Premium: From the start of the one hu ndred eighty-first (181st)
full month to and including the two hundred fortieth (240th) full month of
continuous employment, permanent employees shall be paid a longevity
premium of four percent (4%).
(2) 5% Longevity Premium: From the start of the two hundred forty-first (241st)
full month to and including the three hundredth (300th) full month of
continuous employment, permanent employees shall be paid a longevity
premium of five percent (5%).
(3) 6% Longevity Premium: From the start of the three hundred-first (301st) full
month to and beyond of continuous employment, permanent employees shall
be paid a longevity premium of six percent (6%).
(C) Educational Incentive. Base pay for Communications Supervisors and
Police Administrative Supervisors with six (6) months service in the bargaining
unit shall be increased by the following educational incentive schedule.
Percent of Base Rate Degree
2% Associates of Arts Degree
4% Bachelor's Degree
6% Advanced Degrees (e.g. MA, MBA, .JD)
(D) Shift Differential. Effective upon ratification between the parties,
Communication Supervisors who are permanently assigned to night shift shall

Port of Seattle Police Non-Sworn Supervisors

receive a two percent (2%) pay differential above the employee's base rate of
pay for all hours worked.
(E ) Working Out of Class: Issues involving employee(s) working out of class will
be addressed on a case-by-case basis.
(F) Training: Effective upon ratification and execution of the agreement,
Communication Supervisors assigned to train new dispatchers for a minimum
of one full work day or more, shall receive a ten percent (10%) premium
above their straight time hourly rate of pay.

Port of Seattle Police Non-Sworn Supervisors

APPENDIX B
DRUG TESTING
SUBSTANCE TESTS
PREAMBLE
While abuse of alcohol and drugs among our members is the exception rather than the rule,
the Teamsters Local 117 Non-Sworn Supervisors Employee's Negotiating Committee shares
the concern expressed by many over the growth of substance abuse in American society.
The drug testing procedure, agreed to by labor/management, incorporates state-of-the-art
employee protections during specimen collection and laboratory testing to protect the
innocent.
In order to eliminate the safety risks which result from alcohol or drugs, the parties have
agreed to the following procedures.
As referred to herein, testing shall be applicable to all entry level probationary employees and
to any other employee for whom the Port has a reasonable suspicion that the employee is
working while under the influence of alcohol or drugs.
A. Illicit substance or drug abuse by members of the Department is unacceptable and
censurable conduct worthy of strong administrative action.
B. Preconditions to Drug Testing. Before an employee may be tested for drugs or alcohol
based upon reasonable suspicion, the Port must meet the following prerequisites:
1. The Port shall inform employees in the bargaining unit what drugs or
substances are prohibited.
2. The Port shall provide in-service training containing an educational program
aimed at heightening the awareness of drug and alcohol related problems.
3. The Port and the Union shall jointly select the laboratory or laboratories which
will perform the testing.
4. Lieutenants or higher ranked officers or managers shall be the department
representative to authorize or approve a drug/alcohol test.
5. The Lieutenant or higher ranked officer or manager authorizing or approving a
drug or alcohol test under this Appendix B shall provide a written report to the
Chief of Police, or Department Director if the employee is not part of the Police
Department, and to the employee. If requested, that documents the basis for
ordering the test under the reasonable suspicion standard. The report shall be
completed no later than the end of the shift on which the test was ordered.
6. The Port shall not use the drug testing program to harass any employee.

Port of Seattle Police Non-Sworn Supervisors

C. The Department shall also have the discretion to order any entry level probationary
employee to submit to a blood, breath, or urine test for the purposes of determining the
presence of a narcotic, drug, or alcohol a minimum of two (2) times during such
employee's entry level probationary period. These tests will be conducted in the
following manner:
1. Tests will be administered to each entry level probationary employee a
minimum of two (2) times, at various intervals, during the probationary period.
2. Entry level probationary employees shall only be tested while on duty.
3. The providing of a urine sample will be done in private.
4. Obtaining of urine samples shall be conducted in a professional and dignified
manner.
5. A portion of urine samples shall be preserved to permit the following:
a. Positive samples shall be tested by a GC/MS test.
b. A third test for positive samples shall be conducted if requested by the
employee, at Port expense, by a reputable laboratory of mutual choice.
The exercise of this discretion by the Department shall be deemed a term and condition of
such employee's period of entry level probation, and need not be supported by any showing
of cause.
If any employee is ordered to submit to these tests involuntarily, the evidence obtained shall
be used for administrative purposes only.
D. Testing Mechanisms. The following testing mechanisms shall be used for any drug or
alcohol tests performed pursuant to the testing procedure:
1. It is recognized that the Employer has the right to request the laboratory
personnel administering a urine test to take such steps as checking the color
and temperature of the urine samples to detect tampering or substitution,
provided that the employee's right of privacy is guaranteed, and in no
circumstances may observation take place while the employee is producing the
urine sample. If it is established that the employee's specimen has been
intentionally tampered with or substituted by the employee, the employee is
subject to discipline as if the sample tested positive. In order to deter
adulteration of the urine sample during the collection process, physiologic
determinations such as creatinine and/or chloride measurements may be
performed by the laboratory.

Port of Seattle Police Non-Sworn Supervisors

2. The parties recognize that the key to chain of possession integrity is the
immediate labeling and initialing of the sample in the presence of the tested
employee. If each container is received at the laboratory in an undamaged
condition with properly sealed, labeled and initialed specimens, as certified by
the laboratory, the Employer may take disciplinary action based upon properly
obtained laboratory results.
3. Any screening test shall be performed using the enzyme immunoassay, (EMIT)
method.
4. Any positive results on the initial screening test shall be confirmed through the
use of the high-performance thin-layer chromatography (HPTLC), gas
chromatography (GC) and gas chromotography/mass spectrometry (GC/MS). If
at any time there exists a test with a higher rate of reliability than the GC/MS
test, and if such test is reasonably accessible at a reasonable cost, such test
shall be used in place of the GC/MS test if requested by the Union.
5. All samples which test negative on either the initial test or the GC/MS
confirmation test shall be reported only as negative. Only samples which test
positive on both the initial test and the GC/MS confirmation test shall be
reported as positive.
6. In reporting a positive test result, the laboratory shall state the specific
substance(s) for which the test is positive and shall provide the quantative
results of both the screening and the GC/MS confirmation tests, in terms of
nanograms per milliliter. All positive test results must be reviewed by the
certifying scientist or laboratory director and certified as accurate.
7. Employees tested for alcohol shall be subject to the collection of a breath
sample(s), conducted as defined in E (9), to determine if current consumption of
alcohol is present.
E. Procedures to be used when the sample is given. The following procedures shall be
used whenever an employee is requested to give a blood or urine sample. Normally,
the sample will be taken at the laboratory. If taken at another location, transportation
procedures as identified shall be followed. All sample taking will be done under
laboratory conditions and standards as provided by the selected laboratory:
1. Prior to testing, or if incapacitated as soon as possible afterwards, the
employee will be required to list all drugs currently being used by the employee
on a form to be supplied by the Port. The Employer may require the employee
to provide evidence that a prescription medication has been lawfully prescribed
by a physician. If an employee is taking a prescription or non-prescription
medication in the appropriate described manner and has noted such use, as

Port of Seattle Police Non-Sworn Supervisors

provided above, he/she will not be disciplined. Medications prescribed for
another individual, not the employee, shall be considered to be illegally used
and subject the employee to discipline.
2. When a blood test is required, the blood sample shall be taken promptly with as
little delay as possible. Immediately after the samples are drawn, the individual
test tubes shall, in the presence of the employee, be sealed, labeled and then
initialed by the employee. The employee has an obligation to identify each
sample and initial same. If the sample is taken at a location other than the
testing laboratory, it shall be placed in a transportation container after being
drawn. The sample shall be sealed in the employee's presence and the
employee given an opportunity to initial or sign the container. The container
shall be stored in a secure and refrigerated atmosphere, and shall be delivered
to the laboratory that day or the soonest normal business day by the fastest
available method.
3. In testing blood samples, the testing laboratory will analyze blood/serum by
using gas chromatography/mass spectrometry as appropriate. Where
Schedule I and II drugs in blood are detected, the laboratory is to report a
positive test based on a forensically acceptable positive quantum of proof. All
positive test results must be reviewed by the certifying scientist or laboratory
director and certified as accurate.
4. When a urine sample will be given by the employee, the employee shall be
entitled, upon request, to give the sample in privacy. In most cases, this
process will take place at a laboratory. The sample container shall remain in
full view of the employee until transferred to, and sealed and initialed in the two
(2) tamper resistant containers and transportation pouch.
5. Immediately after the sample has been given, it will be divided into two equal
parts. Each of the two portions of the sample will be separately sealed, labeled.
If the sample is taken at a location other than the laboratory, it shall be stored in
a secure and refrigerated atmosphere. One of the samples will then be
delivered to a testing laboratory that day or the soonest normal business day by
the fastest available method.
6. The sample will first be tested using the screening procedure set forth in
Section (D) (3) of this appendix. If the sample tests are positive for any
prohibited drug, the confirmatory test specified in Section (D) (4) of the
appendix will be employed.
7. If the confirmatory test is positive for the presence of an illegal drug, the
employee will be notified of the positive results within 24 hours after the Port
learns of the results, and will be provided with copies of all documents pertinent
to the test sent to or from the Port by the laboratory. The employee will then
have the option of submitting the untested sample to a laboratory of mutual
choice, at the Port's expense.

Port of Seattle Police Non-Sworn Supervisors

8. Each step in the collecting and processing of the urine samples shall be
documented to establish procedural integrity and a chain of evidence. All
samples deemed "positive" by the laboratory, according to the prescribed
guidelines, must be retained, for identification purposes, at the laboratory for a
period of six (6) months.
9. All screening and confirmatory breath alcohol tests shall be conducted by
certified breath alcohol technicians and in accordance with the procedures set
forth in WAC 448.
F. Consequences of positive test results.
1. An employee who tests positive shall have the right to challenge the accuracy
of the test results before any disciplinary procedures are invoked as specified in
Section (E) (7) and the Departmental Grievance Procedure.
2. Consistent with the conditions of the appendix, the employer may take
disciplinary action based on the test results as follows:
Confirmed positive test - Employee is subject to discharge.
G. Employee rights.
1. The employee shall have the right to a Union representative during any part of
the drug testing process.
2. If at any point the results of the testing procedures specified in the appendix are
negative, all further testing shall be discontinued. The employee will be
provided a copy of the results, and all other copies of the results (including the
original) shall be destroyed within 24 hours after the test results have been
received by the employer. All positive test results will be kept confidential, and
will be available only to the Chief, one designated representative of the Chief,
and the employee.
3. Any employee who tests positive shall be given access to all written
documentation available from the testing laboratory which verifies the accuracy
of the equipment used in the testing process, the qualifications of the laboratory
personnel, the chain of custody of the specimen, and the accuracy rate of the
laboratory.

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