8d. Attachment

International Brotherhood of Teamsters Local 117 and Port

DRAFT                                               Agenda Item: 8d_Attach 
Meeting Date: April 26, 2022 

February 24, 2022 
A G R E E M E N T 
By and Between 
Port of Seattle 
AndTeamsters Local Union No. 117 
Affiliated with the 
International Brotherhood of Teamsters 

Term of Agreement 

January 1, 2022  December 31, 2024

Port of Seattle  Traffic Support Specialists 

ARTICLE                                 PAGE       ARTICLE NO. 
Purpose of Agreement ----------------------------------------   1 ------------------   1 
Union Recognition ----------------------------------------------   1 ------------------   2 
Union Membership ---------------------------------------------   1 ------------------   3 
Payroll Deductions ---------------------------------------------   2 ------------------   4 
Union Representative Access -------------------------------   2 ------------------   5 
Bulletin Board ----------------------------------------------------   2 ------------------   6 
Equal Employment Opportunity -----------------------------   2 ------------------   7 
Management Rights -------------------------------------------   3 ------------------   8 
Seniority -----------------------------------------------------------    4 ------------------   9 
Jury Duty/Court Appearances -------------------------------   5 ------------------ 10 
Bereavement Leave -------------------------------------------   6 ------------------ 11 
Hours of Work and Overtime --------------------------------   6 ------------------ 12 
Paid Time Off (PTO) -------------------------------------------   8 ------------------ 13 
Holidays -----------------------------------------------------------    9 ------------------ 14 
Uniforms and Equipment ------------------------------------- 10 ------------------ 15 
Requested Benefits -------------------------------------------- 10 ------------------ 16 
Leave Without Pay --------------------------------------------- 12 ------------------ 17 
Sick Leave -------------------------------------------------------- 13 ------------------ 18 
Health Insurance ------------------------------------------------ 15 ------------------ 19 
Teamsters Health and Welfare Programs ---------------- 16 ------------------ 20 
Pension ----------------------------------------------------------- 17 ------------------ 21 
Performance of Duty, Strikes, and Lockouts ------------- 17 ------------------ 22 
Savings Clause ------------------------------------------------- 17 ------------------ 23 
Entire Agreement ----------------------------------------------- 17 ------------------ 24 
Grievance Procedure ------------------------------------------ 18 ------------------ 25 
Labor Management Communication Committee ------- 20 ------------------ 26 
Appendices and Memoranda of Agreement ------------- 20 ------------------ 27 
Term of Agreement -------------------------------------------- 21 ------------------ 28 
Appendix A ------------------------------------------------------- 22 
Appendix B ------------------------------------------------------- 24 
Appendix C ------------------------------------------------------- 29 
MOA re Code of Conduct ------------------------------------- 30 
MOU re "Christie" Agreement ------------------------------- 31 


This mutual Collective Bargaining Agreement (hereinafter referred to as the Agreement) has
been entered into by Teamsters Local Union No. 117, affiliated with the International
Brotherhood of Teamsters (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. 
2.01         The Port recognizes the Union as the sole and exclusive bargaining agent for
Port of Seattle full-time and regular part-time non-supervisory Traffic Support Specialists
employed by the Port of Seattle, excluding supervisors, confidential employees, and all other
employees of the Employer. 
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 Union 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. 
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 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) 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


Port of Seattle  Traffic Support Specialists 

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         Indemnification and Hold Harmless. The Union agrees to indemnify and h old
harmless the Port for any action(s) taken by the Port pursuant to this Article. The Union agrees
to refund to the Port any amounts paid to it in error upon presentation of proper evidence

Democrat, Republican, Independent Voter Education (DRIVE). 

Effective upon ratification and execution of the agreement between the parties, in the event a
minimum of fifty (50) current Port of Seattle employees elect to contribute to the Democrat,
Republican, Independent Voter Education (DRIVE), the Port agrees to deduct from the
paycheck of employees covered by this Agreement voluntary contributions to DRIVE.
Deductions must be a minimum of $5.00 per month per contributing employee. Both DRIVE
and the employee shall notify the Port of the amount to be deducted on a monthly basis from
the employee's paycheck. The Port shall transmit (electronically via ACH) to DRIVE National
Headquarters on a monthly basis, in one (1) check the total amount deducted along with the
name of each employee on whose behalf a deduction is made, the last four numbers of the
employee's social security number and the amount deducted from the employee's paycheck. 
The Port shall be obligated to honor only an authorization to deduct the amount specified, in
writing by the employee. The Port shall have no obligation or responsibility for calculating,
computing, or verifying the amount to be deducted. 

The International Brotherhood of Teamsters (IBT) Local 117 shall reimburse the Employer
annually for the Employer's actual cost for the expenses incurred in administering the biweekly
payroll deduction plan. The IBT Local 117 further agrees to facilitate timely
recoupment or to reimburse the Port for any contributions made to DRIVE in error. 

Upon issuance and transmission of a check to DRIVE, the Port's responsibility shall cease
with respect to such deductions. The International Brotherhood of Teamsters Local 117
agrees to indemnify and hold the Port harmless from all claims, demands, suits, or other
forms of liability that may arise against the Port for or on account of any deduction made from
the wages of such employees. 
The Port reserves the right to discontinue DRIVE deductions in the event participation drops
below the minimum fifty (50) Port employees. 


Port of Seattle  Traffic Support Specialists 

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 with lower minimums on
the number of employees required to contribute or the total monthly contribution amount in their
respective contract at any time during the term of this Agreement. 

5.01         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. 
5.02           New Employee Orientation.  The Union, through a Union Member, Shop
Steward, or Union Representative shall at a mutually agreeable time with the Employer have
up to thirty (30) minutes during the Employer's new hire orientation program to meet with the
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
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. 
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"). 
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. 


Port of Seattle  Traffic Support Specialists 

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, 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; 
(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, policies, and to modify training; 
(i)      To approve all employee vacations 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 Department, 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. 


Port of Seattle  Traffic Support Specialists 

9.01         An employee's seniority date shall be the most recent date of hire in the
bargaining unit. The employees shall be subject to a twelve (12) calendar month probationary
period following such date of hire.  The probationary period may be extended, by mutual
agreement of the Port and the Union, if the probationary employee has been absent due to
bona fide illness or other legitimate reason. Employees that are separated from employment
before the completion of their twelve (12) month probationary period shall not be subject to
recall rights as outlined in Section 9.02 of this Article. Employees may be terminated during
their probationary period without just cause without recourse to the grievance procedure. 
An employee who accepts another position within the Port of Seattle that is outside the Traffic
Support Specialists bargaining unit may choose to return to the Traffic Support Specialists
bargaining unit if the employee fails to successfully pass the probationary period for the new
position. Such return will be conditioned upon a  vacant Traffic Support Specialist position
available at the time of the employee's request and upon Management's approval.  After
receiving notice that the employee has not successfully passed probation, within five (5)
business days the employee must notify the Police Chief's Office of his/her intent to return to
the employee's prior position in the unit. If approved by the Police Chief or designee to return,
such employee will have his/her seniority in that classification restored to the same level
accrued prior to leaving the bargaining unit. If there is no vacant position in the Traffic Support
Specialists bargaining unit available at the time that the employee expresses an interest to
return to the bargaining unit within the time period noted above, the employee will be placed
on layoff status in accordance with Section 9.02 upon Management's approval. An employee
who is terminated for misconduct is not eligible to return to the Traffic Support Specialist
bargaining unit under the terms of this Article. 
9.02         Seniority shall prevail in the event of a layoff; thus, the last employee hired into
the bargaining unit 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 recalled pursuant to this provision retain their seniority
based on their original date of hire into the bargaining unit, but no seniority or any benefits shall
accumulate during the time that the employee was on layoff.  However, employees that 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         Seniority shall be a consideration when making job assignments.  However,
based on skills and qualifications of the employee, management may require particular
employees in specific job assignments. 


Port of Seattle  Traffic Support Specialists 

9.05         Shift/work week preference and vacation scheduling shall be done so that
seniority is the primary consideration.  Vacation scheduling and shift bidding shall be by
Department Policy and Procedures. 
9.06         Seniority shall only be broken in the event of retirement, voluntary quit, discharge
for just cause, leave of absence exceeding six (6) weeks, or layoff exceeding one (1) year. 
9.07         A seniority list shall be provided to the Union on request. 
9.08         Should the need arise for a permanent reduction in force under this Agreement,
the Port agrees to meet with the Union for the purpose of negotiating the effects of such
10.01       Eligible employees who serve on jury duty shall receive their full, regular Port
10.02       Hours of Work. For the period of jury duty service, the Traffic Support Specialist
shall be assigned to a Monday through Friday workweek on day shift schedule. The Traffic
Support Specialist that is released from jury service on any day shall immediately call-in to
work and report for duty if required. Upon final release from jury duty, the Traffic Support
Specialist will return to his or 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 Traffic Support Specialist regularly scheduled to work night shift shall be
required to work on the night shift immediately following the conclusion of jury duty. 
10.03       Subpoenaed Witness. For service as a subpoena ed witness on a Port-related
case, that employee shall, during such service period, receive full regular compensation from
the Port.  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.  The employee may use accrued vacation leave for service as a subpoenaed
witness on a non-Port-related case, as no regular compensation will be provided by the Port
for such purposes. 
10.04       Grievances or Arbitrations Excluded. This Article shall not apply to either
grievances or arbitrations, which are defined in Article 26 of this Agreement. 
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. 


Port of Seattle  Traffic Support Specialists 

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 will have the option to use up to two (2) work weeks of his/her accrued sick leave. 
12.01       Designated Workweek.  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       Hours of Work. The normally scheduled workweek for employees shall be forty
(40) hours per week as generated by the five/eight (5/8) and four/ten (4/10) work schedule.
12.03       Work Schedule. The normal work schedule shall be as follows: 
(a)     Forty (40) hours per week consisting of four (4) consecutive days of ten (10)
consecutive hours with three (3) consecutive days off or five (5) consecutive days
of eight (8) consecutive hours with two (2) consecutive days off. Both schedules
with an unpaid period allowed for one half (1/2) hour lunch, rest periods are fifteen
(15) minutes in length or intermittent breaks of fifteen (15) minutes total.  By
supervisory approval on a case-by-case basis, lunch and breaks may be
combined and taken at one time. 
(b)     The normal workweek and normal workday for Traffic Support Specialists may
be modified to accommodate training or educational requirements with as much
notice as possible, but not less than seven (7) calendar days' notice. 
12.04        Work Shifts.  All work shifts shall be determined by the Department.  Starting
times for regular assigned shifts will be: 
Day Shift shall start between 0400 hours and 1059 hours 
Second Shift shall start between 1100 hours and 0359 hours 
Employees shall have a minimum of eight (8) hours off between shifts. If an employee returns
to work with less than eight (8) hours off, he/she shall receive pay at the overtime rate for all
time worked until eight (8) hours have passed since the end of the prior hours worked. 


Port of Seattle  Traffic Support Specialists 

12.05       Overtime Pay & Approval and Assignment of Overtime. Authority for the approval
of overtime work shall be limited to Department management or its designees. An employee
who accepts an overtime assignment is expected to fill that assignment. 
Reasonable efforts will be made to offer overtime assignments on an equitable basis to all
employees. All hours worked in excess of eight (8) or ten (10) hours per workday, or forty (40)
per workweek, shall be paid at the rate of time and one-half (1.5) the employee's regular
straight time rate of pay. All compensated hours shall apply to workdays and/or workweeks for
the qualification of overtime; however, holiday cash-out pay, as specified in Article 14.03, shall
not count as hours worked or compensated for calculation of overtime thresholds. There shall
be no compounding or "pyramiding" of overtime pay.  Overtime provisions in this Article are
subject to the requirements of the Fair Labor Standards Act (FLSA). 
12.06       Mealtime Disruption. In the event an employee is called back to work from
mealtime and is not provided a meal period of reasonable duration later in the shift, such
employee shall receive overtime pay for the remainder of the mealtime not taken.  If any
employee independently or without proper authorization elects not to take a mealtime, such
employee shall not receive overtime payment for the mealtime missed. 
12.07       Notice of Shift Change. Except in emergencies, employees shall be provided
with fourteen (14) days' advance notice in the event of shift change unless mutually agreed to
by the Employer and the employee. 
12.08       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. 
12.09       Mandatory overtime will only be scheduled when there are no volunteers who
have agreed to an overtime assignment. Mandatory overtime will be assigned in inverse order
of seniority. 


Port of Seattle  Traffic Support Specialists 

13.01       Annual paid time off with pay shall be granted to all employees on the following
Scheduling of PTO Leave.  At any time after the successful completion of six (6) months of
employment, regular permanent employees (any employee hired from a Port posting) may
request and use PTO leave of up to the number of hours accrued at the time of the desired
PTO date, subject to the approval of the Department Head. Seniority shall be considered in
accordance with departmental procedures when scheduling vacations. Normally, requests for
approval of PTO schedules shall be made to the Department Head on a PTO request form five
(5) days or more in advance; more notice may be required by the Department Head when
necessary to provide for proper scheduling of personnel.   The Department Head or
Management Designee will respond to the vacation request within two (2) working days after
receipt of the request. It is the employee's responsibility to ensure that the request has been
received by the Department Head or Management Designee. 
13.02       Limits on Accumulating PTO Leave. Effective upon ratification between the
parties, PTO leave accumulation shall be limited to four hundred eighty (480) hours accrual at
any time. Any portion above a four hundred eighty (480) hour accrual of unused PTO leave
shall be forfeited, unless the reason for not taking such PTO leave is at management's
direction, such as under emergency conditions. In such event, unused PTO leave shall not be
forfeited.  Employees shall be responsible for scheduling annual leave in order to avoid any
forfeiture of PTO leave. 
13.03       Rates of Accrual. Employees accrue PTO based on their straight time hours paid
and length of tenure.  Accrued days (as shown below) are based on a full-time employee
working eighty (80) hours per pay period; part-time employees earn a proportional share of
PTO hours. PTO may be used for vacation, appointments, illness, etc. 
Accrual Rates: 
(a)     Up to 19.6 days (156.8 hours maximum) may be earned annually between the
start of employment and the end of the third year of employment.  During this
period eligible employees accrue 0.07538 hours per straight-time hour paid. 
(b)     Up to 24.6 days (196.8 hours maximum) may be earned annually between the
beginning of the fourth year and the end of the seventh year of employment.
During this period eligible employees accrue 0.09462 hours per straight-time hour
(c)     Up to 27.1 days (216.8 hours maximum) may be earned annually between the
beginning of the eighth year and the end of the eleventh year of employment.
During this period eligible employees accrue 0.10423 hours per straight -time
hour paid.


Port of Seattle  Traffic Support Specialists 

(d)     Up to 29.6 days (236.8 hours maximum) may be earned annually between the
beginning of the twelfth year and the last day of employment. During this period
eligible employees accrue 0.11385 hours per straight-time hour paid. 
13.04       Payment for PTO Leave at Termination. Upon  termination, regular permanent
employees, with more than six (6) months of Port employment, shall receive a lump sum
payment in lieu of unused PTO leave, based on limitations stated above and as further limited
by this Article.  Pay for unused PTO leave shall be computed through the last day of
employment. This Section may be subject to modification to meet legal requirements in the
event of further changes in State law. 
13.05       In the event of a bona fide family emergency at the Chief's discretion, the Chief
or his/her designee can permit an employee to take one (1) day off with PTO leave applied as
13.06       If the lateral is hired from within the Port of Seattle, he or she shall use his/her
original hire date with the Port of Seattle for the purpose of PTO accrual as defined in Article
13, Section 13.03 of the current Agreement. 
13.07       Effective upon ratification and execution between the parties, employees may
cash out PTO in according to the limits and procedures for the cash out of PTO as applied to
non-represented employees. The Union shall be notified   of changes to the limits and
procedures affecting PTO cash out. 

13.08 Personal Day. Effective  upon ratification and execution of the agreement and for the
term of the agreement, employees in the bargaining unit shall be eligible to receive one (1)
personal day for each year of the agreement, the date designated by the employee. 
The personal day shall be compensated at the employee's regular pay rate at the time the
personal day is taken and based upon the employee's regular work schedule. Eligibility and
scheduling of the personal day shall be in accordance with Article 13.01 of the agreement. Any
personal day not taken by an employee in the bargaining unit during the payroll year of 2022,
2023 and 2024 shall be forfeited and not carried over to the following year or a successor
collective bargaining agreement. 

14.01       All eligible employees shall receive eighty-eight ( 88) or one hundred and ten ( 
110) holiday hours per year based upon eleven ( 11) recognized holidays and a five (5) day, 
eight (8) hour or four (4) day, ten (10) hour schedule. Holiday hours will accrue on the basis of
the  eleven ( 11) recognized Port holidays listed in Article 14.02 below as they occur in the
calendar year for a total of eight (8) hours per holiday on a five (5) day eight (8) hours schedule
or ten (10) hours per holiday on a four (4) day ten (10) hour schedule. 


Port of Seattle  Traffic Support Specialists 

14.02       The holidays are in recognition of eleven ( 11) Port of Seattle holidays listed in
the Port of Seattle Salary and Benefit resolution HR-5, and serves as a basis for compensation.
The eleven ( 11) holidays are as follows: 
New Year's Day 
Martin Luther King Jr. Day 
President's Day 
Memorial Day 
Juneteenth Day 
Independence Day 
Labor Day 
Thanksgiving Day 
Day after Thanksgiving 
Port Designated Floating Holiday (Day before or after Christmas as
determined by the Port Human Resources Department) 
14.03       Pooled Holiday Leave may be used once accrued in one (1) hour increments in
the same manner and with the same restrictions as PTO, upon approval of the Supervisor.
During the year, employees may request payment for their unused holiday hours, and such
holiday leave cash-out (if requested by an employee) will occur twice (2x) per year, in the last
paycheck of June, for those holiday hours that have already accrued and the first paycheck of
January in the subsequent year, for the remainder holiday hours that have already accrued.
No pooled holiday hours may be carried over from year to year. 
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
Services on the basis of the eleven ( 11 Port of Seattle recognized holidays.
14.04       Absent supervisory approval, employees may not use Pooled Holiday Leave
during the first six (6) months of employment. 
14.05       Holiday leave that has accrued is payable, in a monetary amount, to the
employee's spouse or other designated beneficiary in the event of an employee's death. 
The Port shall provide and maintain uniforms and equipment for all Traffic Support Specialists 
in accordance with requirements as established by the Chief. The Port shall provide a location
to store the Traffic Support Specialists' equipment. 


Port of Seattle  Traffic Support Specialists 

The Port agrees to provide the following benefits requested by the Union: 
(a)     Unemployment compensation benefits under the Washington State Employment
Security Acts. 
(b)     Social  Security  Insurance  (FICA)  as  covered  by  the  Federal  Insurance
Contribution Act. (Contingent on retention of the program for all Port employees.) 
(c)     Parking as currently provided limited to employees on duty status. 
(d)     Locker and lunch facilities 
(e)     Washington State Self-Insured Worker's Compensation. 
(f)      Educational assistance for employees shall be subject to approval of the Chief.
It is agreed that if funds are not available from other sources, such as special
Federal or State programs, with the advance approval of the Chief, the Port shall
provide reimbursement limited to job related educational curricula 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
(1)  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 each following semester.  The
employee should normally expect to provide a minimum of two (2) years
of service to the Port upon completion of study toward a college degree.
This is not a repayment provision. 
(2)     After one (1) year of continuous employment, for individual courses limited
to job related subject matter and not in connection with course work for a
college degree, one hundred percent (100%) reimbursement for tuition
only.  Reimbursement shall be provided after evidence of satisfactory
completion. This applies to courses taken as a result of a request initiated
by an employee. However, non-mandatory specialized police/fire training
courses taken at the option of the employee shall result in reimbursement
to the Port by the employee for actual expenses if the employee voluntarily
resigns (for other than medical reasons) or retires in less than two (2) years
after completion of the special training. 
(3)     For  courses  or  seminars  initiated  for  an  individual  employee  at  the
direction of the Chief, reimbursement shall be provided for the entire


Port of Seattle  Traffic Support Specialists 

cost(s) of such instruction. Reimbursement shall include amounts to cover
tuition, books, and miscellaneous instructional fees. 
(4)     Such  educational  assistance  shall  be  linked  to  a  detailed  Letter  of
Commitment, provided to the Department by the employee, that captures
the employee's study and career goals. 
(g)     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 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 (Article 26) or to
any other provisions of this Agreement or to negotiation by the Union. 
(h)     Pacific Coast Plan.  Effective January 1, 2022, the Port agrees to contribute to
the Pacific Coast Benefit Plan, 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: 
a)      Effective upon ratification and execution between the parties, onedollar
and three cents ($1.03) per hour compensated. 
b)      Effective January 1,  2023, one dollar and thirteen cents ($1.13) 
per hour compensated. 
c)      Effective January 1,  2024, one dollar and twenty-three cents 
($1.23) per hour compensated. 
(i)      Travel, Mileage, and Expenses Reimbursement. 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. Employees who use their personal vehicles for Port
business will be reimbursed, provided such use 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 reimbursement must be submitted
according to Port policy. 
(j)      The Port of Seattle will allow Traffic Support Specialists the opportunity to attend
the Port of Seattle retirement planning seminars upon supervisory approval. 


Port of Seattle  Traffic Support Specialists 

(k)     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 Procedure (Article 26) or to any
other provision of this Labor Agreement or to negotiation by the Union. 
(l)      Paid Parental Leave. T he 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. 
(m)    Port of Seattle Long Term Care Insurance:  If the Port adopts a Long Term Care
Insurance Program, the parties will discuss the availability of such Long Term
Program, if applicable, to Traffic Support Specialists. 
17.01       After one (1) year of service, an employee shall be eligible for a leave of absence
without pay not to exceed six (6) weeks. Leave of absence without pay may not be approved
unless it will occur after all appropriate paid leave accruals are exhausted. Requests for such
leaves shall be submitted in writing to the Department Head 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 Department Head. 
17.02       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. 
17.03       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 Port's Executive Department. An


Port of Seattle  Traffic Support Specialists 

employee shall suffer no loss of seniority for time spent on approved leave of absence of six
(6) weeks or less, in accordance with Article 9 of this Agreement. 
17.04       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 Department Head. 
17.05       Employees shall be eligible for family leave pursuant to the Family and Medical
Leave Act (FMLA), Washington Family Care Act (WCA), and Port policies relating to the FMLA
and WCA. 
18.01       Eligibility.  Full or part-time, regular or limited duration employees who are
regularly scheduled to work twenty-one (21) or more hours per week. 
Accrual Rates 
Eligible employees shall accrue sick leave at the rate of .025 per hour per hour compensated.
Sick Leave will accrue in two banks: 
Bank 1) Protected Sick Leave: 
0.025 per hour worked will accrue as Washington Protected Sick Leave.  Employees
may utilize this leave in accordance with the minimum requirements of the Washington
State Sick Leave Law, RCW 49.46.210. Employees 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: 
0.025 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.
Probationary employees shall accrue Paid Sick Leave, but may not use sick leave from Bank
2 until they have successfully completed probation.  In the event of illness, Sick Leave up to
the accrued balance may be used after employment of at least thirty (30) days. 
18.02       Sick leave is accrued after thirty (30) days of continuous employment and is to
be used under the conditions stated in Section 18.03 of this Article as provided by law. 
18.03       Except as provided in Sections 18.08 of this Article and by law, sick leave will be
used only in instances of non-job related employee or dependent illness or injury. However,
sick leave may be used to cover normally scheduled workdays within the three (3) day


Port of Seattle  Traffic Support Specialists 

exclusion of the Washington State Workers' Compensation Program. Such special application
of sick leave would be limited to those employees who are not eligible for benefits provided in
Article 20, Sections 20.01 and 20.02.
18.04       Departmental management may require a physician's statement to validate 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 as provided by law. 
18.05       Sick leave shall be applied for employee non-duty disabilities in coordination with
the Teamster Plan A indicated in Article 20, Section 20.02. 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. 
18.06       Upon termination or retirement following five (5) continuous years of active
employment in a permanent position with the Port, 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. 
18.07       Family Medical Leave. Family leave will be administered in accordance with
current Federal and State laws, and applicable Port policies. 

18.08       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 Union ratification of the Agreement, the Port will pay the employee portion of
the premium associated with this provision. 
18.08       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
(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. 


Port of Seattle  Traffic Support Specialists 

(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. 

20.01        The Port agrees to provide health and welfare benefits listed in Sections 20.02 
for all active employees working under the jurisdiction of said Union for not less than eighty 
(80) hours employment in the previous month which includes all compensable time. 
20.02        Effective January 1, 2022 (based on December 2021 hours), the Port agrees to
provide the following benefits: 
(a)     Medical - benefits under the "PLAN B" (Includes the additional nine (9) month
waiver and domestic partner coverage). 
(b)     Dental - "PLAN A" 
(c)     Vision - "Extended Benefits" 
(d)     Time loss "Plan A" ($400/week) 

20.03        Effective January 1,  2022, employees in the bargaining group will be provided
with Teamsters Life and AD&D benefits "Plan A" at no cost to the employees for the term of the
20.04       Effective January 1,  2022, the Port will pay the monthly composite (Medical,
Dental, Vision), including domestic partner coverage, and the medical nine (9) month waiver
monthly premium rate of Teamsters Medical Plan B for the term of the Agreement except as
otherwise provided below in this subsection.
Effective July 1, 2023, each employee in the bargaining unit shall contribute fifteen  dollars
($15.00) per month toward the cost of the plans in Article 20.02. Employee contributions shall
be deducted on a pre-tax basis. 
Effective January 1, 2024, each employee shall contribute fifty dollars ($50.00) per month
toward the cost of the plans in Article 20.02. Employee contributions shall be deducted on a
pre-tax basis. 
20.06       The Union may establish supplemental insurance programs for the employees
under this Agreement. All of the premiums for such plans, if established, shall be paid for by


Port of Seattle  Traffic Support Specialists 

the employees covered. If the Port is to process payroll deductions from employees to pay the
insurance carrier on the employees' behalf, the Plan shall be subject to approval by the Port in
regard to the responsibility of ongoing administration and related details. 
The Port shall continue coverage for employees covered by this Agreement under the
Washington State Public Employees Retirement System. 
In recognition of the Port's status as a municipal corporation, there shall be no strikes, lockouts,
picketing work stoppages, or similar activities to impede Port operations. 
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. 
24.01       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. 
24.02       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.

25.01       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
25.02       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.  Oral admonishments, verbal warnings, counseling,
performance evaluations, and remedial training shall not be subject to the grievance procedure. 
25.03       Time Limits. All grievances shall be presented within  ten (10) days of the
occurrence or the date the employee actually knew or reasonably should have known of the

Port of Seattle  Traffic Support Specialists 

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. 
25.04       Election of Forum. An employee electing to pursue a matter through the Civil
Service System may not also pursue to arbitration a grievance through the grievance
procedure. Any complaint that a matter constitutes a violation of Article 7 of this Agreement
may not be pursued to grievance arbitration if the matter has been challenged in any other
administrative or judicial forum. 
25.05       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
25.06       Employer Grievances. Port grievances will be initiated at Step 2. 
25.07       Waiver of Steps. By mutual agreement, the parties may agree to waive any step
in the grievance procedure. 
25.08       Grievance Procedure. 
The affected employee shall present the grievance in writing to the Administrative Commander.
A Shop Steward or Business Representative may present the grievance on the employee's
behalf. Either party may request to convene a meeting to discuss the grievance within ten (10)
days of the filing of the grievance. If the parties are unable to arrive at a satisfactory settlement,
the Administrative Commander (or designee) will issue a written response to the employee,
with a copy to the Union's Business Representative and, if requested by the grievant, the Shop
Steward. The response shall be issued no later than ten (10) days after the date the grievance
was initially filed or the date of the grievance meeting, if a grievance meeting occurred.  The
Union may refer the grievance to Step 2 within ten (10) days of receipt of the Administrative
Commander, or the date the response was due. 
Initiation of Step 2. The Union's Business Representative shall present the grievance in writing
to the Chief of Police (or designee) or the Port will present the grievance in writing to the Union's
Business Representative. 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 bargaining unit employee,
the Union may elect to file a grievance at Step 2 without the need for the individual employee(s)
to file the grievance at Step 1. The ten (10) day time limit referenced in Section 24.03, as well
as the other requirements of this Article, shall be applicable to such filing. 


Port of Seattle  Traffic Support Specialists 

Step 2 Meeting. Within fourteen (14) days after the initiation of Step 2, the Union's Business
Representative and the Chief of Police (or designee) shall meet to discuss possible resolution
of the grievance. If the Parties are unable to arrive at a satisfactory settlement, the responding
party will issue a written response to the grieving party within ten (10) days of the meeting. The
grieving party may refer the grievance to Step 3 within ten (10) days of receipt of the response
or the date the response was due. 
Initiation of Step 3. The Union shall notify the Chief of Police and the Port's Labor Relations
Representative or the Port shall notify the Union's Business 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 heard 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 of Police (or designee), and
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 a resolution is reached, the
Parties will document the agreement in writing.  If the Parties are unable to arrive at a
settlement, the grieving party may refer the matter to Step 4 within ten (10) days following the
Board of Adjustment hearing. 
Initiation of Step 4. The grieving party may initiate Step 4 by filing a  written request with the
other party, specifying the issue to be arbitrated. 
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(s) submitted to
him/her for arbitration, and shall not have the authority to determine any other issue(s) 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


Port of Seattle  Traffic Support Specialists 

equally split between the Parties; otherwise, each Party shall pay its own fees, expenses, and
costs, including attorney fees, witness compensation, and transcript requests. 


The Port will comply with RCW 42.56.250 (12) when information contained in a member of the
bargaining unit's personnel file is subject to a public records request. 
The Parties agree to establish a Labor Management Communication Committee for the
purpose of ensuring continuing communication and to promote constructive labor-management
relations. The Committee will meet at the request of either the Union or Port to discuss and
exchange information of a group nature and of general interest to both parties. 
By reference herein, the Letter of Agreement and Appendices listed below are hereby made
part of this Agreement and do not require individual Employer-Union signature. 
Appendix A  Pay Rates 
Appendix B  Drug Testing/Substance Tests 
Appendix C  Job/Shift Bidding 
Memorandum of Agreement  Code of Conduct 


Port of Seattle  Traffic Support Specialists 

This Agreement shall remain in full force and effect from the date of Union ratification through
December 31, 2024. All conditions shall be effective on the date the Agreement is signed or
as otherwise identified in this Agreement. The Agreement may be opened by either party giving
notice, in writing, not later than sixty (60) days prior to the expiration date.

NO. 117/IBT 

Executive Officer                           Secretary-Treasurer 

Date                                      Date 


Port of Seattle  Traffic Support Specialists 

I.        Pay Schedules 
(A)    Effective upon Union ratification of the Agreement, the following wage rates shall

Job Title                    Length of Service   Rate of Pay 
January 1, 2022 
Traffic Support Specialists   Entry                 $22.06 23.02 
One (1) Year        $22.94 23.93 
Two (2) Year        $23.86 24.89 
Three (3) Year      $24.81 25.89 
Four (4) Year        $25.80 26.92 

As a condition of continued employment, all employees are required to participate
in the Port's direct deposit program for payroll purposes. 
(B)    The wage scales shall be adjusted by applying the percentage increase, ,
including the entry step, as follows: 
(1)     . 
(1)    Effective January 1, 2022, the entry rate will be increased by seven percent
Each employee in the bargaining unit who is employed on December 31,
2022, shall receive a lump sum of one thousand dollars ($1000) to be paid
the following payroll cycle after December 31, 2022. 

(2)    Effective January 1, 2023, the entry rate will be increased by three
percent (3.0%). Effective July 1, 2023, the entry rate will be increased by one
percent (1.0%).


Port of Seattle  Traffic Support Specialists 

Effective January 1, 2024, the entry rate will be increased by four percent (4.0%).

Effective upon ratification and execution between the parties, base pay for the Traffic
Support Specialists classification shall be increased by the following longevity
premium schedule based upon date of hire. 
(A) From the start of the sixty-first (61st) full month and each full month thereafter of
continuous employment, permanent employees shall be paid a longevity premium
of two percent (2%). 

III.      Traffic  Support  Specialists  Lead.   Effective  upon  ratification  and  execution  of  the
agreement between the parties, the Port shall assign a Traffic Support Specialists to
function as a Lead, duties and responsibilities to be determined by the Police Chief,
when the minimum staffing level of the Traffic Support Specialists bargaining unit 
reaches a total of fourteen (14) Traffic Support Specialists or when operationally feasible 
as determined by the Police Chief.  Additional lead assignments may be made at the
Police Chief's discretion. 
There shall be an annual selection and sunset for Traffic Support Specialist Lead
assignment(s).   The Police Chief will have the discretion to remove a Traffic Support
Specialists from a lead assignment at any time. 
The pay differential of a Traffic Support Specialists assigned as a lead shall be four
percent (4%) above the employee's base rate. A Traffic Support Specialists assigned to
function as a lead will maintain the four percent (4.0%) premium only if they are able to
fulfill the duties and responsibilities of the lead position as determined by the Police
IV.    Shift Differential.  Effective upon Union ratification of the Agreement, employees who
have bid the second shift (1100-0359) shall receive a two percent (2%) differential above
the employee regular rate of pay for all compensable hours, provided however that any
employee who is receiving a higher shift differential at the time of ratification shall be
red-circled at that higher shift differential rate until the employee is permanently
reassigned to a day shift position.    If a Traffic Support Specialists is permanently
reassigned to a day shift position, the two percent (2%) night differential shall cease
immediately. If circumstances pull a Traffic Support Specialists from night shift for more
than thirty (30) days, the differential shall cease until the Traffic Support Specialists
returns to the assigned bid night shift. 


Port of Seattle  Traffic Support Specialists 

V.     Overtime Rate. Overtime shall be paid at one and one -half (1) times the rate of pay
for the work performed.  There shall be no compounding or "pyramiding" of overtime
pay. "Hours of Work and Overtime" are covered in Article 12. 
VI.     Payroll. As a condition of continued employment, all employees are required to
participate in the Port's direct deposit program for payroll purposes.
(A)    All employees covered by this Agreement will receive bi-weekly pay. In no case
shall the Port hold back more than fourteen (14) days' pay. No deductions shall
be made from pay checks without the written consent of the employee, except as
provided by federal, state, or municipal law.  The Port agrees that if there is a
Port of Seattle payroll error resulting in an employee being owed one hundred
dollars ($100.00) or greater in gross straight-time pay, the Port shall make
payment to the employee in the form of a separate check given to the employee
within two (2) regular work days.  If there is a payroll error resulting in an
employee being owed less than one hundred dollars ($100.00) in gross straighttime
pay, or if there is a payroll error resulting in an employee being owed any
amount of overtime, the Port will include the pay correction on the employee's
next regular paycheck. 
(B)    If an employee is overpaid in the amount of five hundred dollars ($500.00) or
more, the employee will pay back the Port in four (4) payments, taken out of the
next four (4) paychecks. If the amount of overpayment is less than five hundred
dollars ($500.00), it will be taken in two (2) equal amounts out of the next two (2)
(C)    No claim by an employee of any discrepancy in pay shall be considered by the
Union or the Port unless filed within thirty (30) days after receipt of the paycheck
containing such discrepancy.  The thirty (30) day limitation shall not apply,
however, where the discrepancy arises from failure by the Port to authorize
payment of a general automatic wage increase called for by this Agreement. 


Port of Seattle  Traffic Support Specialists 

While abuse of alcohol and drugs among our members is the exception rather than the rule,
the Teamsters Local 117 Traffic Support Specialists 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, employee shall mean entry level probationary employee. 
(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 any entry level probationary employee
may be tested for drugs, the Port must meet the following prerequisites. 
(1)     Entry level probationary employees in the bargaining unit must be clearly
informed of what drugs or substances are prohibited by the Port. 
(2)     The  Port  must  provide  in-service  training  containing  an  educational
program aimed at heightening the awareness of drug and alcohol related
(3)     The Port and the Union shall jointly select the laboratory or laboratories
which will perform the testing. 
(C)    The  Department  shall  also  have  the  discretion  to  order  any  entry  level
probationary sworn 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
(2)     Entry level probationary employees shall only be tested while on duty. 


Port of Seattle  Traffic Support Specialists 

(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 a GC/MX 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
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 tests performed on entry level probationary members of the Department: 
(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 a creatinine and/or
chloride measurements may be performed by the laboratory. 
(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. 


Port of Seattle  Traffic Support Specialists 

(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. 
(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
(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 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


Port of Seattle  Traffic Support Specialists 

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 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
(5)     Immediately after the sample has been given, it will be divided into two (2)
equal parts. Each of the two (2) 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 twenty-four (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. 
(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. 
(F)     Consequences of positive test results. 


Port of Seattle  Traffic Support Specialists 

(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 twenty-four (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 (1) designated representative of the Chief, and the
(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. 


Port of Seattle  Traffic Support Specialists 


The Master schedule will be reviewed and may be revised periodically by management at least
annually. The upcoming master schedule will be posted at least seven days prior to the start
of bidding. The Master bid schedule shall be completed by the last day of the month, two
months prior to the effective date of the schedule. Employees may not change their selection
after completing their bid. Bids will be for the full Master schedule duration.
Bids will be for the specific start times and days off. All employees will have 24 hours to make
their selection after being notified.    Should management have the need under special
circumstances to schedule individuals to specific shifts, they shall maintain the ability to do so.


Port of Seattle  Traffic Support Specialists 

By and Between 
Affiliated With The 
International Brotherhood of Teamsters 
Re:   Code of Conduct 

All employees in the bargaining unit shall be subject to the Port of Seattle's Code of Conduct
contained in the Port of Seattle policies. 


Port of Seattle  Traffic Support Specialists 



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