Item No. 8i_attach 
Meeting Date: May 24, 2022 

COLLECTIVE BARGAINING AGREEMENT 

By and Between 

Port of Seattle 
And 
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS 
AFL-CIO 
DISTRICT LODGE NO. 160, LOCAL LODGE NO. 289 


Term of Agreement 
July 1, 2021  June 30, 2026

AGREEMENT 
BY AND BETWEEN 
PORT OF SEATTLE 
AND 
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS,
AFL-CIO, 
DISTRICT LODGE NO. 160, LOCAL LODGE NO. 289 
JULY 1, 2021 - JUNE 30, 2026 
TABLE OF CONTENTS 
Contents 
AGREEMENT .......................................................................................................................... 1 
ARTICLE 1 - RECOGNITION, SCOPE AND HIRING ........................................................ 1 
ARTICLE 2 - DISCHARGE OF EMPLOYEES ..................................................................... 2 
ARTICLE 3 - SHOP STEWARDS ......................................................................................... 2 
ARTICLE 4 - SENIORITY ...................................................................................................... 2 
ARTICLE 5 - PAYMENT OF WAGES ................................................................................... 3 
ARTICLE 6 - SAFETY AND SANITARY CONDITIONS ..................................................... 4 
ARTICLE 7 - VISIT TO THE ESTABLISHMENT ............................................................. 5 
ARTICLE 8 - GRIEVANCE PROCEDURE ........................................................................... 5 
ARTICLE 9 - SEPARABILITY AND SAVINGS CLAUSE .................................................... 6 
ARTICLE 10 - PERSONS PROHIBITED.............................................................................. 7 
ARTICLE 11 - HOURS OF WORK ........................................................................................ 7 
ARTICLE 12 - RATES OF PAY ............................................................................................. 8 
ARTICLE 13 - ADDITIONAL SHIFTS ..................................................................................10 
ARTICLE 14 - CALL-IN TIME ...............................................................................................11 
ARTICLE 15 - OVERTIME ...................................................................................................11 
ARTICLE 16 - HOLIDAYS .....................................................................................................12 
ARTICLE 17 - VACATIONS ..................................................................................................12 
ARTICLE 18 - HEALTH AND WELFARE PLAN .................................................................14 
ARTICLE 19 - PENSION PLAN ............................................................................................15 
ARTICLE 20 - DENTAL PLAN .............................................................................................16 
ARTICLE 21 - FUNERAL LEAVE .........................................................................................16 
ARTICLE 22 - SICK LEAVE ..................................................................................................17 
ARTICLE 23 - FAMILY MEDICAL LEAVE ..........................................................................18 
ARTICLE 24  PAID PARENTAL LEAVE ..................................................................................18 
ARTICLE 25 - PAYROLL DEDUCTIONS ............................................................................18

ARTICLE 26 - APPRENTICES' WAGES .............................................................................19 
ARTICLE 27 - COVERALLS .................................................................................................20 
ARTICLE 28 - RELIEF PERIOD ..........................................................................................20 
ARTICLE 29 - EMPLOYEE LEARNING AND DEVELOPMENT ......................................20 
ARTICLE 30 - SPECIAL TOOLS, TOOL INSURANCE .....................................................20 
ARTICLE 31 - NON-DISCRIMATION ..................................................................................20 
ARTICLE 32 - NO STRIKES .................................................................................................21 
ARTICLE 33 - DEFERRED COMPENSATION ..................................................................21 
ARTICLE 34  COMMUTER BENEFITS.............................................................................21 
ARTICLE 35 - LABOR MANAGEMENT COMMITTEE ......................................................22 
ARTICLE 36 - NEW EMPLOYEE ORIENTATION .............................................................22 
ARTICLE 37 - ENTIRE AGREEMENT ................................................................................22 
ARTICLE 38 - DURATION OF AGREEMENT ...................................................................23 
MEMORANDUM OF UNDERSTANDING .................................................................................24

AGREEMENT 
This mutual agreement is made and entered into between the Port of Seattle, a municipal
corporation of the State of Washington, and the International Association of Machinists
and Aerospace Workers, AFL-CIO, District Lodge No. 160, Local Lodge No. 289. Wage
rates shall be effective as indicated in Article 12. Other conditions shall be effective on
the date the Agreement is signed or as specified in the provisions of the agreement. This
Agreement is made for the purpose of reaching an equitable wage and working
agreement between the parties hereto. 
ARTICLE 1 - RECOGNITION, SCOPE AND HIRING 
The Port recognizes the Union as the sole and exclusive bargaining agent with respect
to wages, rates of pay, hours of work and other conditions of employment for the
employees covered by this Agreement. The work to be performed by the Union shall be
the various functions of maintenance of Port-owned vehicles, as assigned and in
accordance with historical jurisdiction. 
Insofar as permitted by law, the Port shall give the Union equal opportunity with all other
sources to refer suitable applicants for employment. No applicant will be preferred or
discriminated against by the Port because of membership or non-membership in the
Union. 
The following information will be given in writing by the Port to the Union within seven (7)
calendar days from the date of hiring new employees: name and home address, date of
hire, classification and rate of pay. 
The Port agrees to deduct from the paycheck of each employee covered by this
agreement who has so authorized it by signed notice submitted to the Port, the initiation
fee, and monthly dues. The Port shall transmit such fees to the Union once each month
on behalf of the members involved. If a dues error is identified the error will be addressed
as soon as practicable following notice to the Port. 
The Union agrees to indemnify and save the Port harmless against any liability which
may arise by reason of any action taken by the Port to comply with the provisions of this
Article. The Port will promptly notify the Union in writing of any claim, demand, suit or
other form of liability asserted against it relating to its implementation of this Article. 
This Agreement shall apply to and cover employees as defined herein. 
A full-time employee is one who has been continuously on the payroll of the Port for a
period of one hundred and twenty (120) calendar days. A probationary employee is one 
who has not been continuously on the payroll of the Port for a period of one hundred and
twenty (120) calendar days. 
All  terms  and  conditions  of  this  Agreement  are  applicable  to  such  full-time  and
probationary employees except as specifically hereinafter exempted for probationary

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employees. 
It is agreed and understood in the hiring of employees under this Agreement either
operation (Seaport or Airport) may hire directly from the outside if in management's
judgment it is in the best interest of the operations. In which case, the Union will be
given an equal opportunity to furnish applicants. 
The Union recognizes the prerogatives of the Port of Seattle 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. 
ARTICLE 2 - DISCHARGE OF EMPLOYEES 
The Port reserves the right to discharge any employee for just cause. The Port shall have
the right to suspend any employee for just cause not exceeding a maximum of two 
(2) weeks. The Union shall be notified in writing of any discharge or suspension within
24 hours thereof. 
In the event of dispute as to whether or not "justifiable cause" existed, such dispute may
be processed through the grievance procedure contained in this Agreement. 
Probationary employees may be terminated at any time during the probationary period
at the discretion of the Port, without recourse to the grievance procedure. 
ARTICLE 3 - SHOP STEWARDS 
The Union shall inform the Port in writing of its selection of authorized Shop Stewards,
and the Port agrees to recognize Stewards so designated. 
Shop Stewards shall be allowed such reasonable time as is necessary to investigate and
process grievances in the shop arising under the terms of this Agreement. 
ARTICLE 4 - SENIORITY 
There shall be one seniority list for the bargaining unit employees. Seniority shall prevail
in the reduction and restoration of forces, provided the senior employee is capable of
performing work remaining in the shops. There shall be a distinct and separate seniority
list  by  shop  (Marine  Maintenance,  Aviation  Fleet  Maintenance  and  Aviation  Bus
Maintenance) in the selection of vacation assignments. Seniority shall prevail in the
selection of shift assignments when openings occur provided the employee is capable of
performing the work. 
In the event of a reduction in force, management may reassign employees between the
Airport and the Seaport without regard to seniority provided that volunteers get first
consideration. 
Seniority for permanent positions shall date from day of hire, but no seniority rights shall

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accrue therefrom until after a probationary period of one hundred and twenty (120)
calendar days. At the end of the probationary period, the employee shall be classified as 
a full-time employee. 
Individuals employed as emergency hires, who are subsequently hired on a permanent
basis, shall have their seniority dates adjusted by the time worked during the previous
one hundred eighty (180) calendar days. 
The total calendar day time period, including weekends, shall be used to compute the
adjusted seniority date for an individual who was originally employed as an emergency
hire. 
However, in the event the Port retains an emergency hire after one hundred and twenty 
(120) calendar days of continuous employment, such an employee shall be on
permanent status. Normal practice shall be to post vacancies for permanent status
positions. The Port may not employ an emergency hire for more than two (2) one hundred
and twenty (120) day periods (excluding apprentices). 
Except for a reduction in force condition, the Port shall give consideration to the
employee's seniority in matters of interdepartmental transfer assignments and job
opportunities, and Port management shall make the determination at its discretion. 
An employee shall lose seniority rights for any of the following reasons: 
(a)     termination for just cause, 
(b)     on layoff status for more than six (6) months, or 
(c)      when an employee does not return to the bargaining unit within six (6) months
after accepting a non-bargaining unit position with the Port, they shall lose 
seniority. 
ARTICLE 5 - PAYMENT OF WAGES 
The Port will maintain a regular payday. If such regular payday falls on a Saturday,
Sunday, or holiday, the employee shall be paid not later than the last regular workday
preceding the regular payday. All employees covered by this Agreement shall be paid
biweekly. The Port may deviate from this provision with prior approval of the Union. 




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ARTICLE 6 - SAFETY AND SANITARY CONDITIONS 
The Port shall comply with State Safety and Sanitation Laws, where applicable, and shall
maintain safe and sanitary conditions in its maintenance shop operations. 
Adequate dressing rooms and washing facilities shall be furnished by the Port. All toilets,
lunchrooms, and working areas shall be kept in a clean and sanitary condition, properly
lighted, heated and ventilated; soap, hot water, and towels shall be furnished. Employees
shall cooperate with management in the maintenance of a generally well- kept shop, in
the proper use of sanitary facilities, and shall wear and properly use all protective
equipment provided by the Port. 
The Port shall furnish all safety equipment as required except for safety shoes. Safety
glasses shall be reimbursed consistent with Port policy. The Port shall replace rain gear
that is accidentally damaged. 
Safety Shoes: The Department of Labor and Industries (WAC 296-800-16060, previously
WAC 296-24-088[1]) requires workers to wear appropriate foot protection in areas where
there is a possibility of foot injury due to falling or rolling objects, piercing/cutting injuries
or electrical hazards. In order to comply with this regulation, appropriate foot protection
must meet the specifications of the American National Standard Institute (ANSI) for
Protective Footwear, Z41-1999 - American National Standard for Personal Protection. 
In order to assist with the purchase of the appropriate footwear, effective upon
ratification of the agreement, the Port shall provide regular employees with the following
stipends paid on the first pay period in July for the purchase price or repair of the ANSI
approved footwear for the duration of the agreement:
2021       $175 
2022       $190 
2023       $195
2024       $200 
All injuries no matter how slight must be reported by the employee to the Foreman/ or
Manager and Shop Steward on the day the injury occurs. 
In the event of an industrial accident of such nature that does not require an employee
to discontinue work but does necessitate further treatment by a doctor at various
intervals, the employee will make every effort to schedule such appointments outside of
their regular working hours. In the event that the employee is unable to arrange such
appointments outside the employee's regular working hours, the employee shall be
compensated at their regular shift rate of pay for all time required for treatments during
employee's regular working hours. 
Any employee suffering an industrial accident shall be entitled to a full day's pay for the

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day on which the accident occurs, provided it shall be medically certified by a physician
as a disabling accident. 
Holiday and/or vacation pay shall not be provided as a duplication of compensation
received by an employee on compensated time loss for an industrial injury. 
ARTICLE 7 - VISIT TO THE ESTABLISHMENT 
Business representatives of the Union, party to this Agreement, shall have access over
the area in which any job is located by first making their presence known to management
during working hours for the purpose of enforcing the terms of this Agreement. 
ARTICLE 8 - GRIEVANCE PROCEDURE 
For the purpose of this Agreement, the term "grievance" means any dispute between the
Port and the Union; or between the Port and any employee concerning the effect,
interpretation, application, claim of breach, or violation of this Agreement; or any dispute
that may arise between the parties. All grievances not mentioned within fifteen (15) days
after they occur, or first knowledge that a grievance exists, shall be considered as
outdated, thus preventing an accumulation of grievances. 
All grievances shall be reduced to writing and shall contain a statement of the relevant
facts, the specific section(s) of the Agreement allegedly violated and remedy sought and
then processed in accordance with the following grievance procedure: 
Step 1: The dispute or grievance shall be taken up by the Shop Steward, the aggrieved
employee, and the Foreman of the department involved. The Foreman must give his
answer within five (5) days. 
Step 2: In the event no settlement is reached within the five (5) day period, the employee
or the employee's representative shall then, within fifteen (15) days, bring said grievance
to the attention of Manager or designee. The manager or designee shall make every
effort to resolve the alleged grievance within fifteen (15) days after submission. 
Step 3: In the event no settlement is reached within the fifteen (15) day period, the Union
shall provide a copy of the written grievance to the Port's Director of Labor Relations or
the Director's designee. Representatives of the Union and the Port shall then meet to
attempt settlement of the grievance. 
Mediation. In the event no settlement is reached by the Union and the Port within thirty
(30) days of the Step 3 meeting, upon mutual agreement, the Port and the Union may
agree to submit the grievance to a mediator appointed by the Public Employment
Relations Commission, or another mutually agreed upon mediator for mediation. If
mediation fails to resolve the issue(s), or if both parties do not agree to submit the
grievance to mediation, then the matter may be referred to arbitration by the grieving
party. Nothing said or done by the parties or the mediator during the grievance mediation

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can be used in the arbitration proceeding. 
Any of the above steps may be by-passed by mutual agreement of the parties. 
Step 4. In the event no settlement is reached by the Union and the Port, within thirty (30)
days of the Step 3 meeting or the mediation session, either party shall have the right to
submit a demand for arbitration. Within seven (7) days after the demand for arbitration,
the Union and the Port shall mutually agree upon an arbitrator. If the parties fail to agree,
the grieving party shall, within seven (7) days, request a list of seven (7) qualified neutrals
from the Federal Mediation and Conciliation Service (FMCS). Within seven (7) days after
receipt of the list, the Union and the Port shall alternately strike the names on the list, and
the remaining name shall be the arbitrator. 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 their decision solely to the interpretation,
application, or enforcement of this Agreement. The arbitrator shall be confined to the
precise issue submitted for arbitration and shall have no authority to determine any other
issues not so submitted. The decision of the arbitrator shall be final and binding upon the
aggrieved employee, Union, and the Port. 
The Port and the Union shall share equally the fees and expenses of the arbitrator. Each
party shall bear its own costs of arbitration, including but not limited, to attorneys fees and
costs.
The grievance procedure and arbitration provided herein shall constitute the sole and
exclusive method of determination, decision, adjustment, or settlement between the
parties of any and all grievances as herein defined; and the grievance procedure and
arbitration provided herein shall constitute the sole and exclusive remedy to be utilized
by the parties hereto for such determination, decision, adjustment, or settlement of any
and all grievances as herein defined.
It is the intent of both parties to resolve grievances at the lowest level possible. 
Any time specified herein shall not include any time on any Saturday, Sunday, or holiday.
Time limits may be extended by mutual agreement.
ARTICLE 9 - SEPARABILITY AND SAVINGS CLAUSE 
If any Article or Section of this Agreement 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 Section should be restrained by such tribunal pending a final determination as
to its validity, the remainder of this Agreement, or the application of such Article or
Section to persons or circumstances other than those as to which it has been held invalid
or as to which compliance with or enforcement of has been restrained, shall not be
affected thereby. 
Should any Article or Section of this Agreement be held invalid or be restrained as

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provided herein, the parties shall immediately meet and negotiate valid alternate and/or
substitute provisions to replace and/or modify those provisions so affected. 
ARTICLE 10 - PERSONS PROHIBITED 
Only Union members, or those eligible to become members, who are Port employees
shall do work presently being performed, previously performed, or capable of being
performed by Union members and within the jurisdiction of the Union provided that such
work does not fall within the historical jurisdiction of Port employees who are not
members of Local #289, Automotive Machinists. All other persons are prohibited from
performing such work except as provided below: 
(a)     Work that is performed outside of Port-operated facilities. 
(b)     Work performed within Port-operated facilities that is of an emergency nature,
warranty work, or where demonstrations or instructions are provided. The Port
has the right to contract such work within the Port's facility. 
(c)      When work requirements exceed the normal level, such as major repair. Or
when work is of a specialized nature, such as major modifications, said work
may be performed by a Port contractor on Port operated facilities. In any event,
individuals directly employed by the Port who are not members of the
bargaining unit shall be prohibited from performing said work. 
The Port will cooperate with the Union to protect prevailing wage rates whenever in the
conduct of its business the Port requires work to be done by contract. This condition shall
apply when such work is performed both on and off Port operated facilities. 
Notwithstanding (a), (b) and (c), this Article does not prohibit the Port from leasing
equipment/facilities  which  may  be  maintained  by  the  employer  to  whom  the
equipment/facilities are leased. 
ARTICLE 11 - HOURS OF WORK 
Eight (8) hours within nine (9) consecutive hours shall constitute a workday, and five (5)
consecutive days shall constitute a workweek of forty (40) hours. There shall be two (2) 
consecutive days' rest period between workweeks (Friday and Saturday, Saturday and
Sunday, or Sunday and Monday). Employees scheduled on a Tuesday through Saturday
workweek shall receive pay at the time and one-half (1) rate for Saturday work.
Employees scheduled on a Sunday-through-Thursday workweek shall receive pay at the
time and one-half (1) rate for Sunday work. 
Hours of work different from those described above (including 4/10-hour shifts) may be
mutually agreed upon by the Port and the Union. There shall be an optional 4/10
operation, provided such schedule is mutually agreed to by the employee and the
manager. If either the Employer or employee wishes to discontinue the 4/10 schedule,

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thirty (30) days' notice shall be provided prior to resuming 5/8's (unless otherwise
mutually agreed to or in the event of an emergency). 
The 4/10 shifts shall consist of four (4) consecutive ten and one-half (10) hour days to
include a thirty (30) minute unpaid lunch period. The 4/10 workweek shall consist of four 
(4) consecutive workdays, Monday to Thursday or Tuesday to Friday. 
Paid leave shall be paid at ten (10) hours per day for the four (4) day regularly scheduled 
workweek. 
If a limited number of 4/10 positions are available, seniority shall prevail with respect to
the granting of the 4/10 schedule, provided the employee possesses the necessary skills
to perform available work. 
ARTICLE 12 - RATES OF PAY 
(a)       Wage Rate Schedule 
Effective July 1, 2022, base wages for all employees employed on the first of the month
following the execution of this agreement shall be increased by the sum of one hundred
percent (100%) of the Seattle/Tacoma/Bellevue CPI-U (All Urban Consumers), with a
zero percent (0%) minimum and a six percent (6.0%) maximum plus two percent (2%). 
The index used shall be the CPI-U, February 2021 through February 2022. 
Effective July 1, 2023, base wages for all employees shall be increased by the sum of
one hundred percent (100%) of the Seattle/Tacoma/Bellevue  CPI-U (All Urban
Consumers), with a zero percent (0%) minimum and a six percent (6.0%) maximum plus 
half of one percent (0.5%). The index used shall be the CPI-U, February 2022 through
February 2023. 
Effective July 1, 2024, base wages for all employees shall be increased by the sum of
one hundred percent (100%) of the Seattle/Tacoma/Bellevue CPI-U (All Urban
Consumers), with a zero percent (0%) minimum and a six percent (6.0%) maximum plus
two percent (2%). The index used shall be the CPI-U, February 2023 through February
2024. 
Effective July 1, 2025, base wages for all employees shall be increased by the sum of
one hundred percent (100%) of the Seattle/Tacoma/Bellevue CPI-U (All Urban
Consumers), with a zero percent (0%) minimum and a six percent (6.0%) maximum plus
half of one percent (0.5%). The index used shall be the CPI-U, February 2024 through
February 2025.
Working Leads shall receive five percent (5%) over the regular Automotive Machinists
Journeyman scale. 
Foremen, including working foremen, shall receive fifteen percent (15%) over the regular 
Automotive Machinist Journeyman scale. 

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General Foremen shall receive twenty percent (20%) over the regular Automotive
Machinists Journeyman scale. 
(b)     Work Definitions and Related Conditions 

Semiskilled help 
Semiskilled help may do tire repairs, mounting of tires on wheels, tire changing,
oil  changing  and  lubrication,  and  may  provide  parts  department  assistance.
Semiskilled help may perform fueling and may use minor tools to perform lubing. 
Working Leads, Foremen and General Foremen 
Working Leads, Foremen and General Foremen assignments shall be made at
the discretion of the Port. 
(c)      Other Pay Conditions 
Pay for any fraction of a week shall be computed according to the rates set forth
above. 
Weekly Guarantee: Full-time employees shall be guaranteed forty (40) hours work
or pay, with the following exceptions: 
(1)     An employee who quits, is terminated, is recalled from layoff, or is hired
on other than the first day of his regularly scheduled workweek, shall be
paid only for the days worked during that week. 
(2)     Employee absence during part of the workweek due to illness, injury,
vacation, or personal reasons shall disqualify an employee for the
guarantee that week. 
(3)     Paid  holidays  occurring  within  an  employee's  regularly  scheduled
workweek shall be counted as part of the guarantee, and paid at the
regular rate. 
(4)     In cases where the Port's operations are adversely affected by a work
stoppage, Act of God, civil commotion or insurrection the guarantee
shall not apply. 
(d)       Overtime on Other than Regular Shift: 
(1)       A regularly assigned day shift worker who is assigned to work a swing
or graveyard shift shall be paid overtime at the day shift overtime rate
of pay. 

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(2)       A regularly assigned swing shift worker who is assigned to work a day
or graveyard shift shall be paid overtime at the swing shift overtime rate
of pay. 
(3)       A regularly assigned graveyard shift worker who is assigned to work a
day or swing shift shall be paid overtime at the graveyard shift overtime
rate of pay. 
(4)       Employees  performing  special  work  designated  as  "STS-PM"  at
Seattle Tacoma International Airport will be paid at the graveyard rate
of pay regardless of their regular shift if the work is performed during
graveyard shift hours. 
e)        Temporary Lead, Foreman and Crew Chief Assignments: 
An employee whom management has temporarily assigned to be a lead, crew
chief or foreman shall receive the appropriate pay for all compensated holiday,
sick and vacation leave hours if: 
The employee worked the last scheduled workday prior to and the first 
scheduled workday following the employee's vacation, sick or holiday as an
acting or temporary lead, foreman or crew chief and; 
The employee has been working at least thirty (30) days prior to the holiday,
sick or vacation leave as an acting or temporary lead, crew chief or foreman
and upon return from holiday, sick or vacation leave will resume the acting or
temporary foreman, crew chief or lead assignment. 
ARTICLE 13 - ADDITIONAL SHIFTS 
Starting times for shifts scheduled by the Port shall conform with the following: 
First Shift                           5:00 a.m. to 9:00 a.m. 
Second Shift                   1:00 p.m. to 5:00 p.m. 
Third Shift                        10:00 p.m. to 12:00 midnight

The second shift premium shall be ten percent (10%) more than the first (day) shift rate,
and the third shift premium shall be fifteen percent (15%) more than the first (day) shift
rate. 
Starting time for an individual employee shall be fixed at the same starting time for the
entire workweek. 


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ARTICLE 14 - CALL-IN TIME 
The Port shall guarantee four (4) hours call-in time at two times employee's shift rate of
pay for emergency call-ins. Emergency call-ins who work in excess of four (4) hours shall
also be paid at double the employee's shift rate for time worked in excess of four (4)
hours. 
There will be no pyramiding of overtime except as provided in Article 15, paragraph 4,
where no eight (8) hour break is provided. 
ARTICLE 15 - OVERTIME 
Double time shall be paid for all work performed on employee's normal rest period 
between workweeks. 
Scheduled overtime will be voluntary when possible by shop (Marine Maintenance,
Aviation Maintenance, and Aviation Bus Maintenance) and skill. The Port reserves the
right when no volunteers are available to assign overtime by reverse seniority by shop
and skill. When practical, employees will be notified by noon on the 4th workday of the
overtime required for the 6th or 7th day. Weekend overtime is subject to cancellation by
the end of the shift on the 5th workday. No employee will be required to work two
consecutive weekends. 
Overtime, as it has historically been assigned in the past, will continue to be assigned on
the basis of seniority; i.e., the most senior employee has the right of first refusal for
overtime. If no one volunteers for the overtime, employees will be assigned from the
bottom of the seniority list up. The junior mechanic will be required to work. 
Employees required to work overtime past their regular shift, unless relieved from work
eight (8) hours before starting work on their next regular shift, shall be paid overtime for
such shift. 
For those employees on 5/8 shifts, any time worked in excess of eight (8) hours in one
day up to eleven (11) hours shall be paid at time and a half; beyond eleven (11) hours
shall be paid at double time. 
For those employees on a 4/10 shifts, any time worked in excess of ten (10) hours in one
day up to eleven (11) hours shall be paid at time a half; beyond eleven (11) hours shall
be paid a double time. 
The work done on STS PM will also be paid in accordance with the above examples.
(See Article 16 for the overtime rate covering employees who work on a holiday.) 


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ARTICLE 16 - HOLIDAYS 
The following holidays shall be recognized by the Port for all regular full-time employees
and no salary deductions shall be made for the same: 
New Year's Day                              January 1 
Martin Luther King's Birthday                     Third Monday in January. Presidents' 
Day                                       Third Monday in February 
Memorial Day                               Last Monday in May 
Juneteenth                                   Date designated by the Port 
Fourth of July                                     July 4 
Labor Day                                   First Monday in September 
Thanksgiving Day                            Fourth Thursday in November 
Native American Heritage Day                  Fourth Friday in November 
Day Before or day after Christmas               December 24 or 26 (as designated by 
the Port) 
Christmas Day                               December 25 
2 Employee Designated Holidays 
Employee Designated holidays will be scheduled with the supervisor's approval. 
Holiday pay shall be eight (8) hours for those who work 5/8's shift and ten (10) hours for
those who work 4/10's shift at the straight-time shift rate. 
If a holiday falls during an employee's regular two-day rest period, the holiday shall be
observed on the last normal workday preceding or the first workday following the normal
days off, by mutual agreement. 
Work performed on holidays shall be at the time and one-half rate in addition to straighttime
holiday pay. 
It is agreed there shall be twelve (12) holidays each contract year for any eligible
employee. Adjustments shall be made to reduce the number of Port designated holidays,
where providing such holiday/holidays for the first contract year would result in more than
twelve (12) holidays for any employee. 
Emergency hires will be eligible for holiday pay after employment on an emergency basis
by the Port for thirty (30) calendar days or more. 
ARTICLE 17 - VACATIONS 
Each employee coming under the jurisdiction of the Union, after having been in the
continuous employ of the Port for the following periods, shall be granted vacations as
follows: 
After 1 year             2 weeks      (80 hours' pay) 

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After 5 years           3 weeks      (120 hours' pay) 
After 12 years          4 weeks      (160 hours' pay) 
After 18 years          5 weeks      (200 hours' pay) 
Effective on the first of the month after the execution of this agreement, the above
referenced vacation accrual formulas shall be changed to the following: 
After 1 year            2 weeks     (80 hours' pay) 
After 3 years           3 weeks      (120 hours' pay) 
After 10 years          4 weeks      (160 hours' pay) 
After 15 years          5 weeks      (200 hours' pay) 
Vacation pay shall be at the straight-time shift rate. 
An employee shall accrue vacation credit from their hire-in date at the rate of one- twelfth
(1/12th) of their next regular vacation for each month in which they were compensated
for eighty (80) hours or more. Vacation eligibility shall be based upon the hire date. 

Pending vacation approval, employees may take vacation as they accrue it at any time
after a six-month period of continuous service has been completed since their hire date. 
Termination  Benefit:  When  termination  occurs  after  six  continuous  months  of
employment, an employee so terminating shall be paid for any unused vacation credit
payable to him/her. Credit shall be toward their next full vacation for any month in which
they worked eighty (80) hours or more. 
Vacation assignments shall be made at the Employer's discretion, but no vacation period
shall be fixed during the months of November, December, January, and February unless
the employee entitled to such vacation period prefers their vacation in those months. 
If  a  holiday  falls  within  an  employee's  vacation  period,  such  holiday  shall  not  be
considered as part of the vacation period, and the employee shall receive another day's
vacation in lieu thereof. 
Vacation checks shall be given to employees in advance, if requested at least two (2)
weeks in advance of the vacation. 
Employees may cash-out any amount of their accrued vacation hours, provided the
employee has a minimum balance of eighty (80) 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. Vacation accumulations shall be
limited to 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. 

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ARTICLE 18 - HEALTH AND WELFARE PLAN 
Eligible employees shall be covered by the Medical, Life Insurance and Long-term
Disability Insurance benefits described in paragraphs a, b, and c below. 
Effective July 1, 2019 the Employer shall pay the full medical, vision, preventive
coverage and dental for each employee in the bargaining unit who is compensated for
eighty (80) hours or more for work covered by this Agreement, regardless of Union
membership. Such employees shall be enrolled in the following benefit plan currently
provided by the Machinists Health & Welfare Trust Fund: 
Machinists H&W Plan 10
Vision Service Plan 1
Preventive Coverage 
Employees shall pay $100 per month cost share of health and welfare cost. 
Effective July 1, 2024, the Machinists H&W Plan 10 will be deleted from this
Agreement and replaced with Machinists H&W Plan 14. The parties agree to begin 
working together as soon as practicable, but not later than ninety (90) days prior to
the effective date, to facilitate a successful transition. 
If the benefits provided by the Machinists Health and Welfare Trust become subject to
an excise tax or other penalty, the parties agree to meet and discuss the impact. 
All payments to the Machinists Health and Welfare Trust Fund shall be paid on or before
the 15th day of the month following the month of employment. 
The Employer acknowledges receipt of and agrees to be bound by the Agreement and
Declaration of Trust, and any amendments thereto, covering the Machinists Health and
Welfare Trust Fund, and the Employer ratifies any action taken by the Board of Trustees.
The Health and Welfare Trust Fund shall always be maintained as a tax exempt joint
labor-management Trust Fund and administered in accordance with its Agreement and
Declaration  of  Trust  and  all  applicable  laws.  The  Employer  accepts,  as  its
representatives, the Employer Trustees serving on the Board of Trustees of the Health
and Welfare Trust Fund and their duly appointed successors. Each Employer agrees to
abide by all rules and regulations as may be established by the Board of Trustees
pertaining to participation in the Health and Welfare Trust Fund. 
The Employer will continue to pay contributions for a regular employee who is off work
due to an industrial-injury for a maximum of six (6) months beyond the point in time which
the employee no longer qualifies under the above criteria for Employer provided Health
& Welfare benefits. 
Notwithstanding the forgoing provisions, if any employee should be disentitled to any
benefits under the Health and Welfare Plan by reason of the Employer's delinquency in
the payment of contributions, the Employer shall be liable to such employee in a civil

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action for the full amount of the benefits which the employee lost, together with
reasonable  attorney's  fees  and  costs.  Acceptance  or  collection  of  delinquent
contributions by the Board of Trustees shall not absolve the Employer of this liability. 
Life Insurance: 
On the first of the month following the date of hire, eligible employees and their eligible
dependents shall receive life insurance benefits in the amount of two (2) times their
annual base rate and their eligible dependents shall receive life insurance benefits in
such amounts and in such manner as are provided in contracts with insurance
companies or agencies selected by the Port to provide such benefits. Employees shall
also be covered by the Accidental Death and Dismemberment policy provided by the
Port. 
Long-term Disability: 
On the first of the month following the date of hire, eligible employees shall receive longterm
disability coverage. The eligibility and other conditions of coverage are established
with the insurance company or agency selected by the Port to provide such benefits. 
ARTICLE 19 - PENSION PLAN 
Effective July 1, 2005, the Port shall pay the following amounts, per compensable hour,
to the Western Metal Industry Pension Trust Fund for each bargaining unit employee: 
July 1, 2012                        $7.96 and thereafter 
As a result of the Western Metal Industry Pension Fund's critical status for the plan year
beginning January 1, 2010 and as required by the Pension Protection Act, the Fund's
Board of Trustees adopted a Rehabilitation Plan consisting of a Preferred Schedule and
a Default Schedule. The parties have agreed to adopt the Western Metal Industry
Pension Fund Rehabilitation Plan - Preferred Schedule. The parties signed a MOU
adopting the preferred schedule on December 24, 2013, and by reference is made part
of this document. 
Effective July 1, 2021, all bargaining unit members will contribute one hundred dollars
($100) per month toward the cost of the Western Metal Industry Pension Fund
Rehabilitation Plan - Preferred Schedule. The one hundred dollars ($100) per month
employee contribution shall be paid by payroll deduction and shall cease when
rehabilitation funds are no longer required by the Pension Trust. 
Should the Western Metal Industry Pension Fund Rehabilitation plan cease or
require less from the employer during the term of this agreement, the Union or Port
may, within thirty (30) days from the notification of the change, request to re-open
this agreement to discuss the change. Bargaining under this re-opener will be
limited to Article 19 (Pension Plan) and Article 12 (Rates of Pay). If the parties are
unable to reach an agreement within thirty (30) days from the date of the request to

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re-open the agreement, the parties agree to immediately submit the issue to the
PERC mediation process. 
ARTICLE 20 - DENTAL PLAN 
The Port shall pay each month into the Northwest I.A.M. Benefit Trust Fund the amount
necessary to fund Plan "125" for each employee who is compensated for eighty (80)
hours or more in the preceding month, for the purpose of providing a dental care program
for  the  employees  covered  by  this  Agreement.  The  Port  agrees  to  increase  its
contribution per employee at the time and in the amount determined necessary by the
Trustees of the Plan to maintain the present level of benefits. The details of the program
will be determined by the Board of Trustees of the Northwest I.A.M. Benefit Trust Fund
in accordance with the Trust Agreement creating the Trust Fund. The Port and the Union
agree to be bound by said Trust Agreement and all lawful amendments thereto, and do
further agree to accept as their representative the Employer Trustees and the Union
Trustees who constitute the Board of Trustees of said Trust Fund and their lawful
successors. 
(a) The contribution shall be paid to the Trust Fund by the 10th day of the month
following the month in which the contributions were earned. The Trust Fund
will furnish transmittal forms. 
(b) The failure of the Port to make the required contributions may result in a
collection action by the Board of Trustees and, in such action, the Port shall
be obligated to pay liquidated damages, costs and attorney's fees, as provided
in the Trust Agreement 
ARTICLE 21 - FUNERAL LEAVE 
In the event of a death in the family ( spouse or domestic partner; the employee's or
employee's spouse or domestic partner's parent, sibling, child, foster child, stepchild,
stepparent, grandparent, grandchild, aunt, uncle; or sibling's spouse, domestic partner
or child), a full-time employee shall be entitled to such time off work, without loss of pay,
not to exceed three (3) days, as may be reasonably necessary to attend the funeral and,
if required on the part of the employee to make necessary arrangements for the funeral,
subject to the following conditions: 
(a) The day for which compensation is sought must fall within the employee's
regularly scheduled workweek, and no compensation is payable if such day
falls on or during weekends, holidays, vacation, leave of absence, or layoff. 
(b) The employee must attend the funeral to be entitled to compensation. 
(c) The  compensable  day  (which  must  fall  within  the  employee's  regular
workweek) is limited to the day of the funeral or the day immediately prior
thereto. 

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(d) Pay for each compensable day shall be eight (8) hours at the regular straighttime
hourly rate. 
(e) The Port may require reasonable proof of funeral attendance or responsibility
for making arrangements for the funeral to support the claim for compensation. 
(f) Compensable funeral leave is limited to the relatives specified in this Article. 
The employee may be allowed up to an additional two (2) days of paid leave in
consideration of the distance to the funeral or the extent of the employee's involvement
with arrangements for the deceased. 
ARTICLE 22 - SICK LEAVE 
Effective the first of the month following the execution of this agreement, employees shall
accrue sick leave at the rate of  .03846  hours accrued per hour  compensated).
Management may require a physician's statement to validate use of sick leave as
provided by law. 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
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. Employees shall be entitled to carry
over up to a maximum of forty (40) hours of accumulated Protected Sick Leave into the
following calendar year. 
On January 1st of every calendar year, Protected Sick Leave in excess of forty (40) hours
will be transferred to bank 2. 
Bank 2)      Paid Sick Leave. 
a.      .03846 will accrue as Paid Sick Leave per hour compensated but
not worked. 
b.      .01346 will accrue as Paid Sick Leave for all hours worked. 
Unused Paid Sick Leave (Bank 2) shall accumulate in a bank of no more than three
hundred twenty (320) hours. Paid Sick Leave (Bank 2) shall be deducted from the bank
on an hourly basis and may only be used for regularly scheduled workdays (e.g.,
employees shall not receive sick leave for holidays or overtime shifts). Accumulated Paid 
Sick Leave (Bank 2) shall be payable at the employee's regular straight-time rate of pay. 
Upon termination, retirement or death, employees with at least five (5) years of
continuous service (or the employee's estate or designated beneficiary) may cash out
their Paid Sick Leave bank (Bank 2) (within the three hundred twenty (320) hour limit) at
50% of the then current rate of pay. 

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Employees may use accrued Paid Sick Leave (Bank 2) in instances of non-job related
employee illness or injury or to care for a spouse, domestic partner, parent (or one who
acted in loco parentis when the employee was a child), sibling, parent-in-law or
grandparent who has a serious health condition or an emergency condition or to care
for a child or stepchild or foster child who has a serious health condition or an emergency
condition or in instances required by law. 
Employees collecting Workers' Compensation temporary disability benefits may not
receive Sick Leave as herein provided; however, if such Workers' Compensation benefits
are less than the amount of sick leave otherwise provided, employees may, in addition
to the Workers' Compensation benefits, use accrued sick leave sufficient to equal the
amount of sick leave benefits that would otherwise have been received by deducting
from the bank the hours required to make up the difference. 
Absence from work must be called in to the Foreman/Crew Chief at least thirty (30
minutes prior to the start of shift. 
Leave without Pay: Leave without pay may be used for bona fide sick leave purposes
once all sick leave accruals are exhausted, not to exceed forty (40) hours per year. 
Leave without pay for pre-scheduled appointments, unless emergency in nature must be
requested five (5) days in advance.
When the leave is for personal reasons, all vacation must be used before leave without
pay will be granted. Total leave without pay for any reason is not to exceed forty (40)
hours per year, with the exception of FMLA related absences. 
ARTICLE 23 - FAMILY MEDICAL LEAVE 
Family Medical Leave. Family leave will be administered in accordance with current
Federal and State laws, and applicable Port policies. 
Effective upon ratification and for the term of the agreement, the Port shall comply with
the requirements of the Washington Paid Family and Medical Leave Act. 
ARTICLE 24  PAID PARENTAL LEAVE 
The Port agrees to provide Paid Parental Leave to regular, non-probationary employees
for the term of this agreement. Eligibility, participation and terms of the Paid Parental
Leave shall be as provided to non-represented employees as outlined in Port policy HR-
5. Changes and/or modifications to Paid Parental Leave shall not be a bargainable issue.
However, the Port agrees to provide advance notice of any changes to Paid Parental
Leave to the Union. 
ARTICLE 25 - PAYROLL DEDUCTIONS 

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Payroll deductions shall be made as specifically required by Federal, State, or Municipal
laws. In addition, the Port and the Union agree that payroll deductions for the Machinists'
Credit Union and Union dues may be implemented if appropriately authorized by the
employee in accordance with Port payroll procedures. 
All employees HIRED AFTER the ratification date, are required to participate in the Port's
direct deposit program for payroll purposes. 
If an employee is overpaid, the Port shall recover the overpayment by deduction
through subsequent wages at a rate of five (5) percent of the employee's net pay in a
pay period, other than the final pay period; or the amount still outstanding from the
employee's net pay in the final pay period. Deductions from wages shall continue until
the overpayment is fully recouped. Nothing in this article precludes the employee from
agreeing to a larger deduction. 
ARTICLE 26 - APPRENTICES' WAGES 
1ST YEAR 
First 3 months                   65% of Journeyman scale 
Next 9 months                 73% of Journeyman scale 
2ND YEAR 
Full 12 months                  77% of Journeyman scale 
3RD YEAR 
First 6 months                   80% of Journeyman scale 
2nd 6 months                  85% of Journeyman scale 
4TH YEAR 
First 6 months                   90% of Journeyman scale 
Second 6 months              95% of Journeyman scale 
Apprentices shall be governed by the standards set up by the Greater Puget Sound Area
Automotive Machinists Apprenticeship Committee and approved by the Washington
State Apprenticeship Council. 
Apprentices who receive credit for previous experience shall be paid upon entrance the
wage rate of the period to which such credit advances them. 
One Apprentice may be employed in any shop where a Journeyman is steadily employed
and one additional Apprentice may be employed for each additional four (4) Journeymen
employed. Apprentices will constitute the only employees learning the trade, and shall
be given every opportunity and encouragement to master it. 

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The Port agrees to make payments into an Apprenticeship Training Fund not to exceed 
$1.75 per month for each eligible employee who works eighty (80) hours or more in the
preceding month. Payments will be required as soon as the program is established by
Local 289 and other employer groups. 
ARTICLE 27 - COVERALLS 
All coveralls necessary in the performance of their work shall be furnished and laundered
by the Port, up to any combination of eleven (11) items (e.g., six (6) coveralls and five
(5) shirts and pants). 
ARTICLE 28 - RELIEF PERIOD 
Employees shall be entitled to a fifteen (15) minute relief period around the midpoint of
each half shift, having due regard for the continuity and nature of the work being
performed. 
ARTICLE 29 - EMPLOYEE LEARNING AND DEVELOPMENT 
To provide career development opportunities to bargaining unit employees, the Union
and  management  will  support  employee  participation  in  the  Port's  employee
development and internship programs. Successful applicants to internship programs
shall remain members of the bargaining unit and retain all rights and benefits under the
Collective Bargaining Agreement, except that temporary schedule adjustment and/or
alternate work schedules to accommodate internship activities shall be allowed as
agreed between the participating departments and the intern. 
Educational assistance for employees shall be subject to the approval of the Manager.
Employees are eligible to apply for College Degree Tuition reimbursement support under
the terms of HR-12. 
The Parties understand that the Employee Development and Education Opportunities
identified in Article 29 shall not be subject to bargain and are subject to revision by the
Port. 
ARTICLE 30 - SPECIAL TOOLS, TOOL INSURANCE 
All special and heavy-duty tools required by the Port shall be furnished by the Port. The
tool kit generally furnished by journeymen shall not be classified as special tools. The
Port will reimburse employees for loss of required hand tools due to fire, proven theft, or
catastrophe on the Port's premises, less $25.00 on each occasion of loss. Claims will be
honored only for tools which have been listed on an appropriate inventory form and filed
with the Port. Employees shall notify management whenever they remove their tools from
the Port's premises. 
ARTICLE 31 - NON-DISCRIMATION 

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It  is  mutually  agreed,  between  the  Port  and  the  Union,  that  there  shall  be  no
discrimination against any employee or applicant for employment or against any Union
member or applicant for membership on the basis of their 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"). . 
Any use of the masculine gender in the language of this Agreement is intended to apply
to both sexes. 
The Port and the Union agree to take the necessary steps to remain in compliance with
the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act
(FMLA). It is further agreed that leave available under FMLA will not necessarily run
concurrently with other paid leave available under this Agreement. 
ARTICLE 32 - NO STRIKES 
The Port is a Municipal Corporation of the State of Washington. Under State law,
employees and labor unions do not have the right to strike or picket or engage in other
similar activities against a governmental unit such as the Port. Accordingly, the Union
recognizes the State law and agrees that neither the Union, the employees it represents,
its members, nor others acting for and on its or their behalf, will at any time engage in
any strike, picketing, stoppage of work, slow-down, or similar activity against the Port,
whether or not this Agreement is in effect. 
ARTICLE 33 - DEFERRED COMPENSATION 
As provided below in this Article, full-time employees shall be eligible for participation in
the Port of Seattle's Deferred Compensation Plan as revised. Eligibility and participation
of said employees shall be subject to the terms and conditions of such plan including any
plan amendments, revisions, or possible cancellation. It is further agreed that content of
the plan itself, plan administration, and any determinations made under the plan shall not
be subject to any other provisions of this Labor Agreement or to negotiation by the Union. 
ARTICLE 34  COMMUTER BENEFITS 
All Full time, part-time, on-call, and temporary employees, shall be eligible for the
following benefits: 
The One Regional Card for All ("ORCA Card") Program 
The Port offers ORCA cards to eligible employees at a substantially reduced cost for
transportation on multiple regional transit systems.  Employees who participate in the
ORCA card program may also be eligible for additional subsidized transportation

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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. 
Ferry Reimbursement 
Employees who use the Washington State Ferry System for all or part of their work
commute are eligible for reimbursement of ferry commuting costs up to a monthly
maximum. This monthly maximum reimbursement amount is determined by the Port.
Amounts and procedures can be found on the Total Rewards Compass Page and may
be subject to tax; 
The Port shall maintain full discretion to modify, change, amend, and/or discontinue either
and/or both the ORCA program and the Ferry Reimbursement benefit; 
Prior to modifying, changing, amending, and/or discontinuing either and/or both the
ORCA program and the Ferry Reimbursement benefit, the Port agrees to provide
advance notice to the Union. 
ARTICLE 35 - LABOR MANAGEMENT COMMITTEE 
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 a joint labor-management committee to continue the 
collaborative process during the term of the Agreement.
The joint labor-management committee will be made up of up to three (3) Port 
representatives and up to three (3) Union members covered under this Agreement, 
plus the Union Business Representative. The Port's Labor Relations Staff will be 
available  to assist  the Committee.  The Committee  will  not  discuss  pending 
grievances. The Committee will meet on a bi-monthly basis, unless mutually agreed 
to meet on a more frequent or less frequent basis.
ARTICLE 36 - NEW EMPLOYEE ORIENTATION 
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
employee (s). 

ARTICLE 37 - ENTIRE AGREEMENT 

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(1) This Agreement constitutes the entire agreement between the Port and the Union
and no oral statement shall add to or supersede any of its provisions. 
(2) The Port and the Union acknowledge that during negotiations, each had the
unlimited right and opportunity to make proposals and bring forth past practices
related to subjects of collective bargaining. The results of those negotiations are
set forth in this Agreement. For the term of this Agreement, the Port and the Union
give up their right to oblige the other party to bargaining with respect to any subject
discussed in negotiations whether or not specifically referred to or covered in this 
Agreement. 
ARTICLE 38 - DURATION OF AGREEMENT 
The provisions of this Agreement shall become effective July 1, 2021, and the term of
this Agreement shall continue through June 30, 2026. This Agreement shall remain in
full force and effect from year to year thereafter, provided that either party hereto may
reopen this contract by giving the other sixty (60) days' notice in writing prior to any
anniversary date. Upon notice being given, the parties shall enter into negotiations and
the period from and after the giving of the notice shall be used for negotiating a new
agreement. The new agreement shall be effective the first day of July unless mutually
agreed to the contrary. 

PORT OF SEATTLE                     INTERNATIONAL ASSOCIATION 
OF MACHINISTS AND AEROSPACE 
WORKERS, AFL-CIO, 
DISTRICT LODGE NO 160, 
LOCAL LODGE NO. 289 
By:    ____________________________      By:_____________________________ 
Stephen P. Metruck 
Executive Director 
Port of Seattle                                   Title:____________________________ 
Date:_____________________________     Date: ___________________________ 





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MEMORANDUM OF UNDERSTANDING 
By and between 
PORT OF SEATTLE 
And 
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS 
AFL-CIO 
DISTRICT LODGE NO. 160, LOCAL NO. 289 

Re: Port of Seattle COVID-19 Vaccination Policy

The following Memorandum of Understanding ("MOU") is entered between the Port of Seattle
("Port") and the International Association of Machinists and Aerospace Workers, AFL-CIO,
District Lodge No. 289 ("Union"), referred to herein collectively as the Parties.

WHEREAS, consistent with its duty to provide and maintain a workplace that is free of
recognized hazards, the Port of Seattle has adopted a policy making COVID-19 Vaccination a
condition of employment; and
WHEREAS, the Port of Seattle COVID-19 Vaccination policy is intended to safeguard the
health and well-being of employees and their families, visitors, and others who spend time in the
Port's facilities, from COVID-19 infectious conditions that can be reduced through an effective
employee vaccination requirement program; and

NOW THERFORE, the Parties agree as follows:
1.  The Union recognizes the Port's inherent rights as management and specified rights per
the CBA; including the right to amend, terminate, or modify the Port of Seattle COVID-19
Vaccination Policy, HR-34; 
2.  The Port agrees to notify the Union of any changes to HR-34, and will meet any
associated bargaining obligations; 
3.  Employees will be paid for the time spent getting the required vaccines, including travel
time. Employees shall work with their manager to arrange time on shift, when possible.
Off-shift compensation will be at the employee's straight time rate of pay. Vaccination
appointments should be scheduled in a manner as not to exceed 2 hours, including
travel time; 
4.  Employees who verify proof of being fully vaccinated (as per HR-34) no later than
November 15, 2021, will be eligible for one (1) vaccination incentive day based on their

Page 24

regular, approved work scheduled, not to exceed ten (10) hours. The COVID-19
incentive day has no cash value, must be used in 2022, cannot be cashed out, cannot
be used after the employee's last day worked, and will be forfeited if not used by
December 17, 2022; 
5.  Employees may use up to two shifts (for example: 8 hours each shift) of their Public
Health Emergency Leave (PHEL), if available, if they are unable to work their regular
scheduled shift due to side effects within 48 hours of being vaccinated; 
6.  Upon request, from November 16, 2021 through November 16, 2022  employees who
resign, or are separated from employment, as a result of this condition of employment
may be eligible for rehire, without going through the competitive hire process for a
posted, open, and funded position within the bargaining unit, provided the employee is
qualified and complies with all policies required of new-hires for that position. 
7.  Reopener. The union may request to reopen this agreement to meet and discuss any
more favorable terms and conditions provided relative to HR-34 to any other non-interest
arbitration eligible bargaining units within 30 days of the execution of the other
bargaining unit agreements. 
8.  Upon execution of this agreement, the Port Seattle shall supply the Union with all
executed agreements of the other bargaining units relative to HR-34. The Port shall also
supply the Union with all future agreements of other bargaining units relative to HR-34,
within 7 days of execution. 
This Memorandum of Understanding is effective upon signing and shall expire when incorporated into a
successor CBA between the Port and the Union. 

PORT OF SEATTLE                      INTERNATIONAL ASSOCIATION 
OF MACHINISTS AND AEROSPACE 
WORKERS, AFL-CIO, 
DISTRICT LODGE NO 160 
LOCAL LODGE NO. 289 
COUNCIL OF CARPENTERS 

STEPHEN P. METRUCK                    Name:________________________ 
Executive Director
Title:_________________________ 

Date                                            Date 



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