Attachment 6g Attachment Final CBA for Regular Meeting held Jul 14, 2020 12:00pm at Remote

6g Attachment Final CBA

COLLECTIVE BARGAINING AGREEMENT

BY
AND
BETWEEN

THE PORT OF SEATTLE

AND

INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL 46
REPRESENTING UTILITY WORKERS

June 1, 2020 May 31, 2023

COLLECTIVE BARGAINING AGREEMENT BETWEEN
THE PORT OF SEATTLE AND
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL 46
REPRESENTING UTILITY WORKERS
TABLE OF CONTENTS

ARTICLE PAGE
1 Purpose 1
2 Non-Discrimination 1
3 Union Recognition and Membership 1
4 Management Rights 2
5 Classifications and Rates of Pay 3
6 Hours of Work and Overtime 4
7 Holidays 6
8 Vacation 7
9 Sick Leave 8
10 Leave of Absence 10
11 Benefits 11
12 Medical, Dental, and Life Plan 12
13 Seniority - Shift Selection 13
14 Miscellaneous 14
15 Grievance Procedure 15
16 Work Stoppages and Employer Protection 16
17 Savings Clause 16
18 Footwear 17
19 Duration 17
20 Emergency Situation 17

The purpose of this Agreement, made and entered into by and between Local Union No. 46,
International Brotherhood of Electrical Workers (hereinafter referred to as "the Union"), and the
Port of Seattle (hereinafter referred to as "the Port"), is to establish and clarify conditions, wages,
and benefits for Utility Workers at the Port. These articles constitute a maintenance agreement,
the terms of which have been negotiated in good faith between the Port and the Union. This
Agreement shall be subject to approval by the Commissioners of the Port of Seattle.
The scope and classification of work to be performed by employees covered under this
Agreement shall include:
Lighting replacement at the Seattle Tacoma International Airport or Seaport, including cleaning
of all types of lighting fixtures, lenses, and diffusers in luminous ceilings and all types of
diffused ceiling or area lighting installations; and the replacement of lamps, tubes, diffusers,
lenses, and similar equipment. Other work will include the reading of electrical meters and
material handling and CUSE paper delivery. Utility Workers may also be responsible for
audio/visual duties (setup of podiums, screens, LCD projectors, and TV/VCR combination units)
as well as assisting Electricians in all duties not requiring an electrical license or traditionally
performed by electrical apprentices.
ARTICLE 1: PURPOSE
The purpose of this Agreement is to promote the continued improvement of the relationship
between the Port and its employees through their Union. The articles of this Agreement set forth
the wages, hours, and working conditions for the bargaining unit employees.
ARTICLE 2: NON-DISCRIMINATION
The Port and the Union will not tolerate discrimination against any persons on the grounds of
age, race, color, national origin/ancestry, ethnicity, religion, disability, Family Medical Leave
Act, (FMLA) use, pregnancy, sex/gender, sexual orientation, whistleblower status, military
affiliation, marital status, worker's compensation use, transgender status, political beliefs, or any
other protected status as guaranteed by local, state, and federal laws.
ARTICLE 3: UNION RECOGNITION AND MEMBERSHIP
The Port recognizes the Union as the exclusive bargaining representative of all employees
whose job classifications are in the work units listed in this agreement.
3.1 Membership Rights - All employees working in the bargaining unit shall have the
right to become a union member upon hire. When possible, the Port will strive to
refer questions from employees about union membership directly to the union.
3.2 Notice - The Port shall advise the Union of the names and addresses of new Port
employees covered by this Agreement within seven (7) calendar days following the
date of employment.
3.3 Automatic Payroll Deduction - Upon receipt of written authorization individually
signed by the employee, the Port will deduct from the pay of such employee the
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amount of dues and initiation fees as certified by the union. The Port shall transmit
such fees to the Union once each month on behalf of the members involved.
3.4 Dues Deduction Cancellation - An employee may cancel their payroll deduction of dues
and fees by written notice to the Union and to the Employer. The Port will make every effort
to end the automatic dues deduction effective on the first pay period but no later than the
second pay period after receipt of the written cancellation notice.
3.5 Indemnification - The Union will indemnify and hold the Port harmless against any claims
made and against any suit instituted against the Port on account of any check-off of dues and
initiation fees for the Union. The Union agrees to refund to the Port any amounts paid to it
in error upon presentation of proper evidence thereof.
3.6 Hiring Procedure - The Port of Seattle is a public employer subject to the requirements of
Chapter 53.18 RCW and Chapter 41.56 RCW regarding employment relations, collective
bargaining, and ability to hire personnel. In accordance with Chapter 53.18.060 the parties
agree that this labor agreement does not restrict the right of the Port of Seattle in its
discretion to secure its regular or steady employees from the local community, according
to the Port's internal hiring procedures. All new employees hired in this manner are subject
to the terms and conditions of this Agreement.
ARTICLE 4: MANAGEMENT RIGHTS
4.1 General - 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, subject to the terms and conditions of this Agreement.
4.2 Rights Enumerated - Unless modified by this Agreement, the Port shall have the right to
determine staffing levels and work locations; determine any given employee's job
classification consistent with this Agreement; recruit, examine, hire, appoint, promote,
demote, train, transfer, assign, layoff, and discipline and discharge seniority employees
for just cause; direct and assign the work; develop and modify classification
specifications consistent with this Agreement; allocate positions to those classifications;
allocate employees to those positions; determine work shifts and work schedules;
schedule and assign overtime work; establish the methods, means and processes and
personnel by which work is performed; establish rules; secure its seniority and limited
duration employees from the local community, specify certain employees as seniority
employees, subcontract work as allowed by this agreement, allow tenants and
leaseholders doing business with the Port to do the work covered by this agreement on
their leased premises only, and the right to take whatever actions are necessary in
emergencies in order to assure the proper functioning of the work unit.
Due to the unique nature of the operations of the Port, the demands for skilled Utility
Workers are highly variable in specific skills and equipment, numbers of crew and
required response time. The parties have negotiated in good faith on the subject of
subcontracting, with the interest of the Union being maintaining job security and the
interest of the Port being the ability to adapt to the ever changing maintenance
requirements of the complex systems maintained by the Port as well as public statutes
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and policies regarding purchasing of goods and services as a public entity. To this end
the parties have recognized the difficulty of adopting specific language limiting the right
of the Port to subcontract, if the need arises, work traditionally performed by employees
covered by this Agreement. No employee working under this Agreement shall be laid
off, transferred, or suffer loss of regular work hours due to subcontracting or transferring
of the work performed under this Agreement. Limited Duration Employees may be
terminated without just cause and without recourse to the grievance procedure regarding
termination.
ARTICLE 5: CLASSIFICATIONS AND RATES OF PAY -
5.1 Rates of Pay
Effective June 1, 2020, the Utility Worker pay rate will 53.1% of the Port Journeyman
Wireman hourly wage rate.
Effective June 1, 2021, the Utility Worker pay rate will be 53.1% of the Port Journeyman
Wireman hourly wage rate.
Effective June 1, 2022, the Utility Worker pay rate will be 53.1% of the Port Journeyman
Wireman hourly wage rate.
General Foreman The General Foreman differential shall be twenty percent (20%)
above the Utility Worker rate, effective February 1, 2018.
Foreman - The Foreman's differential shall be ten percent (10%) above the Utility
Worker's rate.
Utility Assistant to Wireman General Foreman Employees in this classification shall
be paid 10% above the Utility Worker rate, effective February 1, 2018.
High Time The High Time differential shall be ten percent (10%) above the Utility
Worker's rate. (See Section 6.11).
5.2 Definitions
5.2.1 Division This Agreement applies to those two divisions of the Port of Seattle
known as Seaport Division and Aviation Division.
5.2.2 Seniority Employee - A seniority employee is an employee employed by the Port
who has worked in the bargaining unit at least 1,560 hours in a twelve (12) month
continuous period of time. Once an employee attains seniority employee status, seniority
shall be retroactive to their date of hire in the classification.
5.2.3 Limited Duration Employee - A Limited Duration Employee (LDE) is an
employee employed by the Port who has not worked in the bargaining unit at least 1,560
hours in a twelve (12) month continuous period of time. Limited duration employees are
at will and do not accrue seniority A Limited Duration Employee is eligible to take
vacation, sick leave and other approved leave after six months of service.
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5.2.4 General Foreman When the Port of Seattle determines that a General Foreman is
needed for the management of operations, the Utility Worker General Foreman shall
receive a 20% premium above the Utility Worker rate. The General Foreman may also
perform the duties of a Foreman and a Utility Worker.
ARTICLE 6: HOURS OF WORK & OVERTIME
6.1 Standard Five-Eight (5x8) Work Schedule The standard workweek shall be five (5)
consecutive days Monday through Friday on the basis of eight (8) consecutive hours per
day, or by mutual agreement four (4) consecutive ten (10) hour days (4x10) within the
standard workweek, exclusive of the unpaid thirty (30) minute meal period.
6.2 Shifts and Shift Differentials
First Shift - An employee assigned to work on a shift beginning between the hours of
6:00 A.M. and 8:00 A.M. will be considered to be on first shift.
Second Shift - An employee assigned to work on a shift beginning between the hours of
2:00 P.M. and 5:00 P.M. will be considered to be on second shift. The pay rate for an
employee assigned to second shift will be his/her base hourly rate of pay plus ten (10)
percent. An employee who is regularly assigned to the second shift will have all
compensable time paid at the higher rate of pay.
Third Shift - An employee assigned to work on a shift beginning between the hours of
10:00 P.M. and 1:00 A.M. will be considered to be on third shift. The pay rate for an
employee assigned third shift will be his/her base hourly rate of pay plus fifteen (15)
percent. An employee who is regularly assigned to the third shift will have all
compensable time paid at the higher rate of pay.
6.3 Overtime During the Regular Workweek All work performed outside of the
regularly scheduled working hours shall be considered overtime. During the regular fiveeight
(5x8) workweek, the first two (2) hours of overtime shall be at one and one-half (1
) times the regular shift rate. All other work performed outside the regularly scheduled
working hours and after ten 10 hours on a four-ten (4x10) schedule shall be paid at
double the shift rate.
6.4 Meal Periods During Overtime When employees are required to work more than
three (3) hours of overtime beyond their established shift, the employee shall be allowed
a paid thirty (30) minute meal period prior to or during the overtime period. The paid
meal period shall be scheduled by the Employer.
6.5 Weekend Overtime All work performed on the employee's normally scheduled
weekend days off shall be considered overtime.
6.5.1 Time and One-Half Overtime (1.5x) Rates During the first eight (8) hours of
work on the employee's normally scheduled first weekend day off, all work performed
shall be paid at one and one-half (1.5x) the employee's regular shift rate of pay.
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6.5.2 Double Time (2x) Overtime Rates All other overtime during the employee's
normally scheduled weekend, beyond the hours specified in Section 6.5.1 shall be paid at
double (2x) the employee's regular shift rate of pay.
6.6 Scheduled Overtime Work Scheduled overtime work will be offered to seniority
employees prior to all other employees on the same shift except in those instances where
seniority employees are not readily available. Readily available is defined as the
employee not being on a leave status and is present at work or at home when called at the
time the overtime work is being scheduled and is in the division in which the overtime
will be worked. When limited duration employees are used as part of a crew involved in
a specific work task, they will be allowed to work the overtime that is involved with that
specific work task.
6.7 Unscheduled Emergency Overtime Work In the event of unscheduled emergency
overtime work, work management is not aware of in advance, management may offer
overtime to whoever is most available. However, when possible, management will make
a good faith attempt to offer this overtime to seniority employees, who are in the same
division in which the overtime will be worked, prior to limited duration employees.
6.8 Overtime Authorization All overtime will be authorized in advance by the
manager/designee in writing, except in emergencies.
6.9 Callout Premium A "callout" will be defined as a circumstance where an employee
has left the work premises and is subsequently requested to report back to work prior to
his/her normally scheduled shift. A minimum of four (4) hours at the double time (2X)
rate will be paid for each callout. Where such overtime exceeds four (4) hours, the actual
hours worked will be paid at the double time rate.
6.10 Off-Duty Time There must be at least eight (8) hours of off-duty time for any worker
who moves to a different shift or who works overtime before or after a shift. When
workers are not given eight hours off before starting work again, double the shift time
rate shall apply to all hours worked.
6.11 High Time When working on lift equipment or scaffolding in the Gina Marie Lindsay
Hall, Central Terminal, Northstar, IAF or the North Esplanade areas, Utility Workers
shall receive a premium of 10 % per hour based on the regular day shift rate. Additional
areas comparable in height will be added at Management's discretion.
6.12 Changes to Shift Changes to shift and/or workweek schedules will require one (1)
week notice to affected employees. If the employer does not meet notification
requirements, the employee will be paid at the higher shift rate until the notification
requirement is met, when changing shifts. If the transition to the new workweek schedule
provides less than two consecutive days off, the employee shall be paid time and one-half
for the first day of their new workweek and double time for the second day of their
workweek.
6.13 Snow Event - In the case of a snow event, the utility crew working snow duty waives the
right for a one week notice prior to a shift change. Their work schedule will shift to
coincide with their snow duty shift for the remainder of the week, allowing for a
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minimum of five work shifts during that week. For example, an employee normally
works day shift but is called to snow duty for Wednesday night. Assuming they were
released from snow duty after only one shift, they would complete their week by working
Thursday night and Friday night, for a total of five shifts. The overtime language
contained in this Agreement applies to this section. If snow duty continues beyond one
day, each snow duty shift counts towards the minimum of five shifts.
6.14 Phone Consultation Pay With approval or direction from a supervisor to call an
employee outside of his or her shift to seek technical advice or support, the employee
giving the advice shall be compensated at the double (2X) time rate in one-quarter (.25)
hour intervals per phone call. Phone consultations to employees outside their regular
shift in regards to scheduling or other non-technical support shall not result in any
compensation. Multiple calls within a fifteen (15) minute interval shall not be
compensated as separate calls.
ARTICLE 7: HOLIDAYS
7.1 Designated Holidays The following days, or days in lieu thereof, shall be observed and
recognized as paid holidays for employees.
New Year's Holiday January 1
Martin Luther King, Jr. Day Third Monday in January
Washington's Birthday Observed Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Fourth Friday in November
Christmas Day December 25
Employee's Birthday An employee designated floater to be taken during
the contract year.
Effective January 1, 2021, seniority employees shall be awarded one Personal Day each
calendar year. The Personal Day must be used during the year awarded and is not
subject to cash out or carry over.
7.2 Other Holiday Observance Considerations Whenever any of the above holidays fall
on an employee's normal day off, either the last scheduled workday of the employee's
previous workweek or the first scheduled workday of the following week shall be
observed as the holiday and paid for accordingly. In such an instance, the Port shall
decide whether the last preceding workday or the first workday of the following week is
to be observed.
7.3 Holiday Pay Rate and Qualifications Each employee after thirty days of continuous
service shall be eligible to receive eight (8) hours or ten (10) hours holiday pay at his/her
hourly shift rate of pay for the holidays designated in 7.1 above.
7.4 Holidays and Vacations If a holiday falls within the vacation period of an employee,
the employee shall be paid as set forth above for such holiday.
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7.5 Pay for Time Worked on Holidays - Employees who perform work on any of the
above holidays shall be paid, in addition to holiday pay, the actual time worked at double
(2x) the employee's regular shift rate; however, the minimum shall be four (4) hours at
the double (2x) time rate of pay.
ARTICLE 8: VACATION
8.1 Effective the first day of the month following execution of this agreement vacation leave
is accrued as follows:
Three Weeks Vacation - An employee with one (1) month and through eighty-four (84)
months of continuous service shall accrue leave at the rate of .05769 per straight time
hour compensated or up to three (3) weeks per year (.05769 x 2080 hours= 120 hours per
year).
Four Weeks Vacation - An employee with eighty-five (85) months and through one
hundred forty-four (144) months of continuous service shall accrue leave at the rate of
.07693 per straight time hour compensated, or up to four (4) weeks per year (.07693 x
2080 hours= 160 hours per year).
Five Weeks of Vacation - An employee with one hundred forty-five (145) months of
continuous service shall accrue leave at the rate of .096154 per straight time hour
compensated, or up to five (5) weeks per year ( .096154 x 2080 hours= 200 hours per
year).
Effective June 1, 2022:
Three Weeks Vacation - An employee with one (1) month and through eighty-four (84)
months of continuous service shall accrue leave at the rate of .05769 per straight time
hour compensated or up to three (3) weeks per year (.05769 x 2080 hours= 120 hours per
year).
Four Weeks Vacation - An employee with eighty-five (85) months and through one
hundred forty-four (144) months of continuous service shall accrue leave at the rate of
.07693 per straight time hour compensated, or up to four (4) weeks per year (.07693 x
2080 hours= 160 hours per year).
Five Weeks of Vacation - An employee with one hundred forty-five (145) months and
through two hundred sixteen (216) months of continuous service shall accrue leave at the
rate of .096154 per straight time hour compensated, or up to five (5) weeks per year
(.096154 x 2080 hours= 200 hours per year).
Six Weeks of Vacation An employee with two hundred seventeen (217) months of
continuous service shall accrue leave at the rate of .11538 per straight time hour
compensated, or up to six (6) weeks per year ( .11538 x 2080 hours = 240 hours per
year).

8.2 Limits on Accumulating Vacation Leave The maximum accumulation of vacation is
480 hours. Accruals will cease when the limit is reached and will resume only when the
balance is below 480 hours. Accruals over the limit are not cashed out.
8.3 Voluntary Cash-out of Vacation Hours - Employees may cash-out any amount of their
accrued vacation hours, provided the employee has a minimum balance of two work
weeks of vacation hours remaining immediately following the cash out. Cash-outs shall
be processed at the employee's current hourly rate of pay as recorded in the payroll
system. A "Paid Time Off Cash-Out Request and Waiver" form must be submitted to
Payroll by the payroll deadline. Effective January 1, 2019, employees will follow the
cash-out of vacation hours in accordance with the Port PTO Cash Out Policy. If the Port
desires a change/modification the Port agrees to provide the Union with advance notice
of any change. The same benefit shall be extended to this bargaining unit as provided to
other bargaining units and non-represented employees, as may be changed, at the
discretion of the Port.
8.4 Scheduling of Vacation Vacation assignments will be made at the Port's discretion,
following six (6) months of continuous service. A reasonable method for giving due
consideration to the employee's requests will be developed by management for vacation
schedules. Any time taken prior to six months of continuous service shall be considered
leave without pay.
8.5 Unscheduled Use of Vacation After six (6) months of continuous service, vacation
leave may be used for unscheduled purposes such as sick leave with management
approval. However, a doctor's note may be required for absences lasting three days or
more. Any unscheduled time taken prior to six months of continuous service shall be
considered leave without pay.
8.6 Lay off - Employees who are laid off or without work through no fault on the part of the
employee will not suffer a break in length of service for vacation purposes provided they
are rehired within six (6) months of the date of the layoff. However, no vacation will
accrue during that period of time.
8.7 Vacation Vesting Vacation vests after six (6) month of continuous service.
8.8 Vacation Cash Out at Termination- Vacation after six (6) months of continuous service
is normally used as service time with benefits. In order to receive a lump sum payment
for vacation at termination, all rights to insurance benefits including pension
contributions and leave accruals must be waived.
ARTICLE 9: SICK LEAVE
9.1 Accrual - Effective June 1, 2019 employees shall accrue sick leave at the rate of .025 per
hours compensated.
Effective the first day of the second month following execution of this agreement Sick
Leave will accrue in two banks.
Bank 1) Protected Sick Leave .025 per hour worked will accrue as Washington Protected
Sick Leave. Employees may utilize this leave in accordance with the minimum
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requirements of the Washington State Sick Leave Law, RCW 49.46.210. Employee's shall
be notified on each paystub of the amount of Protected Sick Leave they are entitled to use
for authorized purposes as defined by the law. There is no limit on the amount of Protected
Sick Leave that may be accrued in a calendar year
Bank 2) Paid Sick Leave .025 will accrue as Paid Sick Leave per hour compensated, but
not worked.
On January 1st of every calendar year Protected Sick Leave in excess of forty (40) hours
will be transferred to Bank 2.
Limited Duration employees shall accrue Paid Sick Leave, but may not use sick leave from
bank 2 until after employment of at least 30 days.
Sick leave will be used as provided by law. For absences exceeding three (3) days,
management may require verification that an employee's use of paid sick leave is for an
authorized purpose.
9.2 Pay Rate Sick leave pay shall be at the shift straight-time hourly rate.
9.3 Eligibility Sick leave will be used only in instances of bona fide employee, immediate
family, or others' (as required by law) illness, injury or disability resulting in absence
from work as normally scheduled.
9.4 Payment for Sick Leave On Termination Any unused sick leave benefits shall be
accumulated into a sick leave bank to be used for future illness of an employee as his/her
needs may require, but may not in any event be converted to additional vacation, or time
off with pay. Sick leave used shall be deducted from the accumulated bank. Unused sick
leave may not be converted to cash payment except under 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 employee's current rate of pay upon termination. This payment is not subject
to benefits/pension contributions or leave accrual.
9.5 Payoff The following provisions establish the methods for application of sick leave
benefits in conjunction with other benefits:
9.5.1 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.
9.5.2 An employee who is collecting Worker's Compensation temporary occupational
disability benefits may draw sufficient sick leave benefits from his/her disability benefits,
provided the total daily or weekly amount of benefits does not exceed his/her daily or
weekly base wage rate, until such time as his/her leave bank is depleted.
9.6 Shared Leave - Employees covered by this agreement are eligible to participate in the
Port's Shared Leave program under the same terms and conditions as non-represented
employees. The Port's Shared Leave program shall not be a bargainable issue. However,
the Port agrees to provide notice to the Union in advance of changes to the program.
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ARTICLE 10: LEAVE OF ABSENCE
10.1 General The Port shall comply with the Family Medical Leave Act (FMLA) and State
Family Care Act (FCA). These benefits shall be available to domestic partners of
employees as well as those persons required by these statutes. For purposes of this
Article, domestic partnership shall mean a heterosexual or same sex couple as defined by
Port of Seattle Policy.
10.2 Paid Family and Medical Leave - 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, that for the term of this agreement, the Port shall make
contributions to the chosen plan (i.e. State, Approved Voluntary) on the employee's behalf.
10.3 Paid Parental Leave The Port shall continue to provide Paid Parental Leave to members
of the bargaining unit. Eligibility, participation, and terms of the Paid Parental Leave shall
be as provided to non-represented employees. The Port, at its discretion, may change or
modify its Paid Parental Leave policy and/or procedure. The Port agrees to provide the
Union with advance notice of any change. The same benefit will be extended to this
bargaining unit as provided to other bargaining units and non-represented employees, as
may be changed, at the discretion of the Port.
10.4 Failure to Return to Work - Failure to return to work from an approved Medical or
Family leave of absence by the expiration date of the leave of absence may be cause for
termination of employment.
10.5 Bereavement Leave Any employee who suffers a death in their immediate family shall
be allowed twenty-four (24) hours paid leave compensated at the employee's straighttime
rate as a result of the employee's absence. The employee may request up to two (2)
additional paid days leave, or a maximum of 40 hours per incident. Individual
circumstances such as the distance to the funeral and the extent of employee involvement
with the arrangements for the deceased shall be considered in determining the number of
days to be granted an employee. Immediate family shall be defined as wife, husband,
daughter, son, mother, father, sister, brother, grandparents, grandchildren, stepmother,
stepfather, stepchildren, mother-in-law, father-in-law, sister-in-law, brother-in-law,
daughter-in-law, and son-in-law. Immediate family shall also include domestic partners
and their respective relatives listed above.
10.6 Jury Duty - An eligible employee who serves on jury duty shall receive full regular
compensation.
Employees on swing or graveyard shifts shall receive jury duty pay (in lieu of working)
for their shift immediately preceding the start of jury duty. If the employee's next
scheduled Port of Seattle work shift starts less than 12 hours after the end of jury duty,
and jury duty is not scheduled for the next day (e.g., on a weekend or at the completion of
jury duty), the employee shall receive jury duty pay (in lieu of working) for the number
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of hours required to provide the employee with a 12-hour break. For example, if jury duty
ends at 4:00 p.m. and the employee's work shift begins at 10:00 p.m., the employee may
receive jury duty pay in lieu of working from10:00 p.m. to 4:00 a.m.
ARTICLE 11: BENEFITS
11.1 Puget Sound Electrical Workers Pension Trust - The Port agrees to contribute the
following amounts for each Employee performing work covered by this Agreement,
except as provided for Apprentices, to the Puget Sound Electrical Workers Pension Trust
Fund, a jointly trusted pension trust created pursuant to Section 3.02(c) of the Labor-
Management Relations Act of 1947 (Taft-Hartley).
Effective June 1, 2017 $ 4.05 per hour COMPENSATED
Effective June 1, 2020 the rate shall increase to $4.25 per hour COMPENSATED
Effective June 1, 2021 the rate shall increase to $4.45 per hour COMPENSATED
Effective June 1, 2022 the rate shall increase to $4.65 per hour COMPENSATED
11.2 Annuity Puget Sound Electrical Workers Annuity - The Port shall contribute the
following amounts for all Employees working under the several job classifications
described by this Agreement to the defined contribution plan of the Puget Sound
Electrical Workers Retirement Annuity Trust Fund. The contribution amounts are:
Effective January 1, 2018, the Employer shall contribute 7.3% of gross wages each
month to the PSEW Pension Trust for the Annuity contribution.
11.3 National Electrical Benefit Fund
It is agreed that in accord with the Employees Benefit Agreement of the National Electrical
Benefit Fund (NEBF), as entered into between the National Electrical Contractors
Association and the International Brotherhood of Electrical Workers on September 3, 1946,
as amended, and now delineated as the Restated Employees Benefit Agreement and Trust,
that unless authorized otherwise by the NEBF the Port will forward monthly three percent
(3%) of gross monthly labor payroll paid to, or accrued by the Employee in this bargaining
unit and a complete payroll report prescribed by the NEBF.
The payment shall be made by check or draft and shall constitute a debt due and owing to
the NEBF on the last day of each calendar month, which may be recovered by suit initiated
by the NEBF or its assignee. The payment and the payroll report shall be mailed to reach
the office of the appropriate local collection agent not later than fifteen (15) calendar days
following the end of each calendar month.
The Port hereby accepts, and agrees to be bound by, the Restated Employees Benefit
Agreement and Trust. If the Port fails to remit as provided above, it will additionally be
subject to having this Agreement terminated upon seventy-two (72) hours' notice in writing
upon being served by the Union, provided the Port fails to show satisfactory proof the
required payment has been paid to the appropriate local collection agent.
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The failure of the Port to comply with the applicable provision of the Restated Employees
Benefit Agreement and Trust shall also constitute a breach of the Labor Agreement.
11.4 Payment Due Date - Payment shall be due on the fifteenth (15) of the month following
the month in which the hours were worked. Each remittance shall be accompanied by a
form, which will be made available for this purpose.
11.5 Trust Terms - The Port agrees to be bound by the terms and provisions of the Trust
Agreement governing the Puget Sound Electrical Workers Pension Trust effective June 1,
1973, and all amendments or revisions hereafter adopted and further agrees as its
representatives the current Employer Trustees and their lawfully appointed successors.
The failure of the Port to comply with the applicable provisions of the Trust Agreement
governing the Puget Sound Electrical Workers Pension Trust shall also constitute a
breach of this labor Agreement.
11.6 Effective June 1, 2014 Fringe benefit pension and annuity contributions shall be made
on all hours compensated.
11.7 Deferred Compensation - 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 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
grievance or arbitration procedures or to any other provisions of this Agreement or to
negotiation by the Union.
ARTICLE 12: MEDICAL, DENTAL AND LIFE PLAN
The employees covered by this Agreement shall be eligible for benefits under the Puget Sound
Electrical Workers Healthcare Trust Fund.
Effective January 1, 2018, the Employer will contribute a lump sum amount of $1256 per month
on behalf of each employee covered by this Agreement. The Employer's share shall be $1231 per
month and Employee's share shall be $25 per month.
Effective January 1, 2021, the Employer will contribute a lump sum amount of $1281 to the
Healthcare Trust Fund. The Employer's share of the monthly contribution will be $1256 and the
Employee's share will be $25.
Effective June 1, 2022, the Employer will contribute a lump sum base rate amount of $1350 to the
Healthcare Trust Fund. The Employee's share will decrease to $0.
Contributions shall not be made for employees on LWOP exceeding one month, unless required
by law (e.g., FMLA) or Port Policy (e.g., HR-5 addendum 2). For employees on medical disability,
contributions shall continue for employees on LWOP but not exceeding 6 months, after FMLA is
exhausted.

Increases above the Employer's maximum monthly contribution above the rate specified above
shall be shared by the employee and the Port in the following way: The Employee and the Port
will contribute 50%-50% of the increase up to an employee's share of 10% of the total monthly
base rate. Once the employee's contribution has reached 10% of the monthly base rate, future
increases shall be split 10% by the employee and 90% by the Port for the duration of this
Agreement.
The Parties agree should a material change take place in regards to Medical and Dental benefits
costs, the parties will meet as soon as practicable to bargain.
ARTICLE 13: SENIORITY SHIFT SELECTION
13.1 Division Seniority Rights - Seniority employees will be afforded the right to utilize their
division seniority as hereinafter defined for the purposes of shift selection.
13.2 Layoffs/Reductions in Force Any layoffs of Seniority employees shall be done by
reverse seniority within the division. When layoffs occur, all Limited Duration
employees shall be laid off before any Seniority employees within the division. After all
Limited Duration employees have been laid off then layoffs of Seniority employees if
need be shall be laid off in reverse seniority order within the division.
13.3 Recall from Layoff In the event of a layoff, Seniority employees shall be placed on a
preferential hire list for six months from date of layoff. Openings in a division shall first
be filled in seniority order from the employees on the preferential hire list from that
division at the time the opening is posted.
13.4 Retention of Seniority Status In the event a Seniority employee is hired or recalled to
another division, seniority shall begin from date of hire in the new division. However,
that employee shall retain seniority status and will not be reverted to limited duration
status.
13.5 Bid Postings - All newly established on-going work schedules (days of work), shifts
(hours of work) and vacant positions in the division work unit will be posted. Employees
within the specific classification in the division will have the opportunity to bid by
division seniority for the work schedule, shift or vacancy. Absent adequate interest,
employees will be assigned in reverse seniority order.
13.6 Seniority Lists - The Port will transmit to the Union a current listing of all division
employees in June of each contract year. Such list will indicate the name of the
employee, job classification, and division seniority date. The Port and the Union shall
mutually agree on a seniority list.
ARTICLE 14: MISCELLANEOUS
14.1 Election to Union Office - An employee elected or appointed to a position in the Union
that requires a part or all of his/her time will be given an unpaid leave of absence up to
one (1) year upon written application.

14.2 Port of Seattle Labor-Management Committee(s) - The Port and the Union recognize
the importance of a collective bargaining and employee relations climate in the Port that
encourages cooperative efforts and joint problem-solving amongst all involved parties to
better serve the public, increase productivity, reduce waste, improve safety, improve
morale, and recruit, train and retain quality employees. In the interest of meeting these
challenges, the Port and the Union agree to establish labor-management committee(s)
where mutually agreed.
14.3 Biweekly Payroll Payroll checks shall be issued on a biweekly basis consistent with
the payroll procedures for non-represented employees.
14.3.1 Direct Deposit - As a condition of continued employment, all employees are
required to participate in the Port's direct deposit program for payroll purposes.
14.4 Bulletin Boards - The Port agrees to permit the Union shop stewards and business
representatives to post on designated Port bulletin boards the announcement of meetings,
election of officers, and other Union approved material.
14.5 Shop Stewards - The Union shall appoint a shop steward for each division. Shop
stewards may conduct representational responsibilities including, but not limited to,
attending grievance, Weingarten and Loudermill meetings during his/her regular
scheduled shift, without a loss of regular compensation, if excused from work by the
employee's manager/designee. Port management must approve use of Port facilities for
Union business outside of these processes in advance and employee attendance will be on
unpaid time.
14.6 Safety - The Port, Union and employees agree to comply with all applicable safety laws
and regulations. In the event an employee discovers or identifies an unsafe condition s/he
will immediately notify the manager/designee. No employee will be disciplined for
reporting an unsafe condition. No employee will be required to use unsafe equipment or
work in an unsafe environment.
14.7 Posting of Vacant Positions - Prior to the initiation of any open competitive process to
fill a vacant bargaining unit position, the Port will provide notice of the vacancy to all
employees within the bargaining unit and to the Union. Posting on the Port's Website
satisfies this requirement of notice to the Union. Any member of the bargaining unit
holding a position within the same classification as that of the vacant position will be
given the opportunity to apply for the position. The appointment will be made to the
applicant whom the Port determines has the knowledge, skills and ability to fill the
position. Where the knowledge, skills and ability of the applicants are equal, the position
will be awarded on the basis of division seniority.
14.8 Use of Limited Duration Employees The Port will notify the Union when it hires a
Limited Duration Employee. The notice will include the classification, division hired,
basis for the hire and expected length of employment.
14.9 Parking In the event employees are not allowed to park in the parking garage or park
free of charge, the Port agrees to negotiate such impact on the employees.
14

14.10 Flexible Spending Account - Employees shall be eligible for participation in the Port of
Seattle's Flexible Spending account program. Eligibility and participation of employees
shall be subject to the terms and conditions of such plan including any plan amendment,
revision or possible cancellation. It is further agreed that content of the plan itself, plan
administration and any determination made under the plan shall not be subject to the
grievance or to any other provision of this Addendum or to negotiation by the Union.
14.11 Commute Trip Benefits
All Full time, part-time, on-call, and limited duration employees, shall be eligible for the
following benefits:
14.11.1 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 contracts for the ORCA
program benefits, IRS requirements, as well as the Port's discretion.
14.11.2 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.
ARTICLE 15: GRIEVANCE PROCEDURE
It is the Port and the Union's goal that all employer/employee disputes be addressed as quickly
as possible. With this goal in mind, the parties agree to attempt to settle employer/employee
disputes prior to filing an official written grievance.
15.1 Grievance Procedure - Disputes between employees and management arising during the
term of this Agreement shall be referred to a Business Representative of the Union and to
the Port within the timelines established. A grievance not brought within the time limit
prescribed in this Article, shall not be considered timely and shall be void. The time
limits may be waived at each step by mutual agreement, in writing, by the Union and the
appropriate management representative.
Step 1 - The Union's business representative shall present the grievance in writing to the
Employer Representative. The written grievance shall contain a statement of the relevant
facts, the specific section(s) of the Agreement allegedly violated and the remedy sought.
Any complaint, dispute or grievance not filed in writing by the complaining party within
twenty (20) calendar days from the date either party knew or reasonably should have
15

known of the alleged violation shall be waived. The Union Business Representative and
the Employer Representative shall meet to resolve the grievance within five (5) working
days from date of filing. In the event settlement is not reached, the grievance shall
proceed to Step Two (2).
Step 2 - If a settlement is not reached in the manner above described, the dispute shall be
referred to a Joint Conference Committee that shall be set up under this Agreement and
shall consist of two (2) representatives of management and two (2) representatives of the
Union. This committee shall select its own chairman and secretary from within the
committee, one from the Union and the other from Management and shall meet at such
times and places as it may decide. It must meet within five (5) working days after a
dispute is referred to it for resolution. However by mutual consent, the parties may
extend the meeting deadline.
Step 3 - In the event the grievance is not resolved in Step Two (2), Representatives of the
Labor-Management Committee, one from each side, shall meet within five (5) working
days of the completion of Step Two (2) and select an arbitrator by alternately striking
from a list of five (5) names supplied by the Federal Mediation and Conciliation Service
(FMCS). The arbitrator shall not have the right to add to or subtract from any terms of
this Agreement and all decisions must be within the scope and terms of this Collective
Bargaining Agreement. The Labor-Management Representatives shall meet with the
arbitrator and present their cases. They shall have the right to override the arbitrator
during this meeting. In the even they cannot reach a decision, the decision of the
arbitrator shall be final and binding.
Each party will bear its own costs of presenting grievances under this agreement, including
attorney's fees. The Arbitrator's fee shall be shared equally by the Union and the Port.
ARTICLE 16: WORK STOPPAGES AND EMPLOYER PROTECTION
16.1 Work Stoppages - There shall be no stoppage of work either by strike or lockout
because of any proposed changes in this Agreement or dispute over matters relating to
this Agreement. All such matters shall be handled using the grievance/arbitration
procedure in this Agreement.
16.2 Discipline - Any employee participating in such work stoppage or in other ways
committing an act prohibited in this Article may be subject to disciplinary action up to
and including discharge, suspension, or other disciplinary action as may be deemed
applicable to such employee.
ARTICLE 17: SAVINGS CLAUSE
Should any part hereof or any provisions herein contained be rendered or declared invalid by
reason of any existing or subsequently enacted legislation or by any decree of a court of
competent jurisdiction, such invalidation of such part or portions of this Agreement will not
invalidate the remaining portions hereof; provided however, upon such invalidation the parties
will meet and negotiate such parts or provisions affected. The remaining parts or provisions will
remain in full force and effect
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ARTICLE 18: FOOTWEAR
The Port shall pay a stipend the first full pay period of each contract year to employees who on
June 1 of each contract year have accrued at least six months of service for purchase price or
repair of footwear meeting the standards of ASTM-2413-05 as shown below.
Effective June 1 of 2020, the stipend shall increase to $175.
Effective June 1 of 2021, the stipend shall increase to $200.
ARTICLE 19: DURATION
19.1 Duration This Agreement will become effective upon full and final approval by the
Union and the Port of Seattle Commission and will cover the period from June 1, 2020
through May 31, 2023.
19.2 Modification and Re-opener Clause Either party desiring to change or modify this
agreement shall notify the other, in writing, at least sixty (60) days in advance. Contract
negotiations for the succeeding contract may be initiated by either party by providing to
the other written notice of its intention to do so at least sixty (60) days prior to the
expiration date.
ARTICLE 20: EMERGENCY SITUATION
In the event of a "regional catastrophic event" as declared by the state or federal government,
contract compliance issues shall be held in abeyance until such time as the situation is
declassified as such by state and/or federal government. Examples: Nisqually Earthquake,
Hurricanes Katrina/Sandy, 9/11, tsunami.

IN WITNESS WHEREOF, the aforementioned have executed this Collective Bargaining
Agreement on day of , 2020.

PORT OF SEATTLE INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL 46

Stephen P. Metruck, Port of Seattle Bud Allbery, IBEW Local 46
Executive Director Business Manager and Financial Secretary
17

MEMORANDUM OF UNDERSTANDING
BY AND BETWEEN
IBEW LOCAL 46
REPRESENTING UTILITY WORKERS
AND
THE PORT OF SEATTLE
EFFECTIVE JULY 15, 2020 THROUGH DECEMBER 31, 2020
In accordance with Article 19, Section 19.1 of the Utility Workers Collective Bargaining
Agreement, IBEW Local Union 46 (Union) and the Port of Seattle (Port) agree to
engage in negotiations to discuss additional Scopes of Work for Port of Seattle Utility
Workers as follows.
The Parties agree to establish a Joint Committee to include Airport Utility Workers,
Airport Electricians, Union, and Port Management to negotiate additional scopes of work
for Utility Workers. The Committee shall meet no later than July 15, 2020 and shall
finalize negotiations no later than December 1, 2020.
This Memorandum is attached to the Utility Workers Agreement between the Port of
Seattle and IBEW Local Union 46 and will terminate without automatic renewal on
December 31. 2020.

FOR IBEW LOCAL 46 DATE

Bud Allbery, Business Manager

FOR THE PORT OF SEATTLE DATE
______________________________________ ______________________
Stephen P. Metruck, Executive Director

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