8h. Attachment
Teamsters Local 117 CBA
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Meeting date: November 8, 2022
A G R E E M E N T
By and Between
PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
Affiliated With The
International Teamsters Union
REPRESENTING POLICE OFFICERS
Term of Agreement
January 1, 2022 – December 31, 2024
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TABLE OF CONTENTS
PORT OF SEATTLE POLICE OFFICERS’ AGREEMENT
ARTICLE PAGE ARTICLE NO.
Benefits ------------------------------------------------------------ 28 ----------------- 21
Bereavement Leave -------------------------------------------- 25 ----------------- 17
Bulletin Board ---------------------------------------------------- 2 ----------------- 6
Business Representative Access --------------------------- 2 ----------------- 5
Compensation for Mileage, Expenses & Travel Time - 31 ----------------- 22
Conference Board ----------------------------------------------- 35 ----------------- 26
Discipline ---------------------------------------------------------- 4 ----------------- 9
Entire Agreement ------------------------------------------------ 36 ----------------- 29
Equal Employment Opportunity ----------------------------- 3 ----------------- 7
False Arrest and Professional Liability -------------------- 32 ----------------- 23
Grievance Procedure ------------------------------------------ 32 ----------------- 25
Holidays ------------------------------------------------------------ 21 ----------------- 13
Hours of Work and Overtime --------------------------------- 6 ----------------- 11
Incorporation of Appendices & Letters of Agreement - 36 ------------------ 30
Jury Duty and Hearing Appearances ---------------------- 24 ----------------- 16
Leave Without Pay ---------------------------------------------- 25 ----------------- 18
Long Term Disability -------------------------------------------- 23 ----------------- 15
Management Rights -------------------------------------------- 3 ----------------- 8
Payroll Deduction ----------------------------------------------- 2 ----------------- 4
Performance of Duty, Strikes, and Lockouts ------------- 35 ----------------- 27
Purpose of Agreement ------------------------------------------ 1 ----------------- 1
Reduction in Force, Recall, & Seniority ------------------- 4 ----------------- 10
Re-Employment Rights ---------------------------------------- 26 ----------------- 19
Savings Clause -------------------------------------------------- 36 ----------------- 28
Sick Leave -------------------------------------------------------- 22 ----------------- 14
Teamsters Health and Welfare Programs ---------------- 27 ----------------- 20
Term of Agreement --------------------------------------------- 37 ----------------- 31
Uniforms and Equipment -------------------------------------- 32 ----------------- 24
Union Recognition ---------------------------------------------- 1 ----------------- 2
Union Security --------------------------------------------------- 1 ----------------- 3
Vacation ----------------------------------------------------------- 18 ----------------- 12
Appendix A – Pay Rates ---------------------------------- 38-44
Appendix B – Police Officers’ Bill of Rights ---------- 45-47
Appendix C – Drug/Alcohol Testing ------------------- 48-53
Letter of Agreement/Memorandums of Understanding
Re: Armed Presence at the Waterfront ------------ 54
Re: Canine Trainer Schedule ------------------------ 55
Re: Code of Conduct / Workplace
Responsibility Handbook ------------------------ 56-60
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ARTICLE ------------------------------------------------------ PAGE -------------- ARTICLE NO.
Re: Police Officer Participation on FBI
Bomb Disposal Unit Stabilization Team ----- 61-62
Re: PERC Cases # 26890-M and #26891-M ----- 63
Re: Memorandum of Agreement –
One Year Contract Extension and Traffic
Support Specialists
--------------------------------------------------------- 64-65
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Meeting date: November 8, 2022
PORT OF SEATTLE
POLICE OFFICERS’ AGREEMENT
ARTICLE 1 – PURPOSE OF AGREEMENT
This mutual Collective Bargaining Agreement (hereinafter referred to as the Agreement) has
been entered into by the International Brotherhood of Teamsters, Local No. 117 (hereinafter
referred to as the Union), and the Port of Seattle (hereinafter referred to as the Port), which
may hereinafter be referred to as Parties. The purpose of this Agreement is the promotion of
harmonious relations between the Port and the Union; the establishment of equitable and
peaceful procedures for the resolution of differences; and the establishment of rates of pay,
hours of work, benefits, and other terms and conditions of employment.
ARTICLE 2 – UNION RECOGNITION
2.01 The Port recognizes the Union as the sole and exclusive bargaining agent for
Port Police Officers below the rank of Sergeant.
2.02 In accordance with RCW 41.56.037, the Union will be given thirty (30) minutes to
meet with new employees of the bargaining unit within ninety (90) days of employment at a
mutually agreeable time to discuss matters concerning the rights of employees, responsibilities
of the Union, and services available to the membership. A Business 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.
ARTICLE 3 – UNION MEMBERSHIP
3.01 The Port shall notify the Union as soon as possible of any deduction authorization
received by the Port. Upon receiving notice from the Union, the Port agrees to deduct from the
paycheck of each Union member or each non-member voluntary financial supporter covered
by this Agreement who has voluntarily so authorized it, the initiation fee, and regular monthly
dues, assessments or voluntary non-member financial supporter fee. Such authorization for
deductions may be made in writing, electronically or through recorded voice. The Port shall
transmit fees and dues to the Union once each month on behalf of the employees involved. If
a deduction error is identified, the error will be addressed as soon as practicable.
3.02 The Port agrees to notify the Union of any new employees employed in
classifications covered by this Agreement within five (5) days business days from date of hire.
3.03 A Union member or voluntary financial supporter of the Union may cancel their
payroll deduction authorization in accordance with the terms of the Union’s payroll deduction
authorization form by giving written notification to the Union. If the Union receives such written
notification, confirmation will promptly be sent to the Port by the Union when the terms of the
employee’s signed payroll deduction authorization form regarding cancellation have been met.
The Port will make an effort to end the automatic dues deduction effective the first pay period
but no later than the second pay period after receipt of the written cancellation notice.
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3.04 Indemnification And Hold Harmless. The Union agrees to indemnify and hold
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
thereof.
3.05 Applicability of Agreement. The Agreement shall apply to all employees
covered by this Agreement irrespective of membership or non-membership in the Union.
ARTICLE 4 – PAYROLL DEDUCTION
4.01 Teamsters Legal Defense Fund Participation. The Port agrees to deduct from
the paycheck of each member covered by this Agreement who has so authorized it by signed
notice submitted to the Port, the necessary fee, assessments, and regular monthly fees to
provide for Teamsters Legal Defense Fund. The Port shall transmit such fees to “Teamsters
Legal Defense Fund” once each month on behalf of the members involved.
4.02 Democrat, Republican, Independent Voter Education (DRIVE). Both the Port and
Local 117 agree to reopen the contract on DRIVE if any other Local 117 bargaining group with
the Port of Seattle negotiate contract language in their respective contract on this issue at any
time during the term of this Agreement.
ARTICLE 5 – UNION REPRESENTATIVE ACCESS
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
employee(s).
ARTICLE 6 – BULLETIN BOARD
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.
ARTICLE 7 – EQUAL EMPLOYMENT OPPORTUNITY
The Port of Seattle is an equal opportunity employer. The Port embraces, and in fact relies on
having a diverse workforce. Every employee has the right to work in surroundings that are free
from all forms of unlawful discrimination. The Port and the Union will not engage in, or tolerate,
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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 hertheir 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”).
The Port and the Union are committed to promoting equity, diversity and inclusion in the
workplace. The Port refers to equity as the fair treatment, access, opportunities, and
advancement for all people while striving to identify and eliminate barriers that have prevented
the full participation of historically oppressed communities.
ARTICLE 8 – MANAGEMENT RIGHTS
8.01 Management Rights. 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.
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 the covered employees shall be changed, modified, or otherwise
affected, without concurrence of the Union.
8.02 Specific and Exclusive Management Rights. 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 Formatted: Indent: Left: 0.5", Hanging: 0.5"
Department, including the assignment of employees to specific jobs;
(b) To suspend, demote, discharge, or take other disciplinary action against
members for just cause;
(c) To determine the keeping of records;
(d) To establish employment qualifications for new employee applicants, to
determine the job content and/or job duties of employees, and to execute the
combination or consolidation of jobs;
(e) To determine the mission, methods, processes, means, policies, and personnel
necessary for providing service and Department operations, including, but not
limited to: determining the increase, diminution, or change of operations, in whole
or in part, including the introduction of any and all new, improved, automated
methods of equipment; and making facility changes;
(f) To control the Departmental budget, and if deemed appropriate by the Port, to
implement a reduction in force;
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(g) To schedule training, work, and overtime as required in a manner most
advantageous to the Department and consistent with requirements of municipal
employment and public safety, subject to the provisions of this Agreement;
(h) To establish reasonable work rules, and to modify training;
Formatted: Indent: Left: 0.5", Hanging: 0.5"
(i) To approve all employees’ vacation and other leaves;
(j) To take whatever actions are necessary in emergencies in order to assure the
proper functioning of the Department; and
(k) To manage and operate its Departments, except as may be limited by provisions
of this Agreement.
8.03 Incidental Duties Not Always Described. It is understood by the Parties that
every incidental duty connected with operations enumerated in job descriptions is not always
specifically described.
ARTICLE 9 – DISCIPLINE
The Parties agree that discipline is a command function. Decisions on disciplinary matters
where discipline imposed involves discharge, suspension, demotion or written reprimands shall
be subject to the grievance procedure; however, written reprimands may not be pursued to
arbitration.
The Port will comply with RCW 49.12.240 and RCW 49.12.250 for employee inspection of
personnel files. The Port will also comply with state law and Port policy in the retention of
records.
ARTICLE 10 – REDUCTION IN FORCE, RECALL, & SENIORITY
10.01 Layoff By Seniority. The Port shall maintain one (1) seniority roster for police
officer classifications. Employees laid off as a result of reduction in force shall be laid off
according to Police Department seniority on the appropriate roster. Employees with the least
time shall be the first laid off.
10.02 Recall By Seniority. Employees laid off in accordance with the provisions of this
Article will be eligible for recall 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, but no seniority or any benefits shall accumulate during the time that the
employee was on layoff. The Port shall provide updated seniority rosters to the Union upon
the Union’s request.
10.03 Notice Prior To Reduction In Force. In the event of an imminent reduction in
force, written notice shall be provided to each employee scheduled for layoff at least fourteen
(14) calendar days prior to termination.
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10.04 Bumping Rights - Layoff In Other Bargaining Units. In the event a layoff at the
Port results in a reduction in the number of commissioned officers in a bargaining unit made
up of commissioned officers higher in rank than a police officer, those affected individuals may
bump back into this police officers’ bargaining unit, based upon their seniority in the police
officers’ bargaining unit, provided that there is no police officer on layoff with greater seniority.
For the purpose of layoffs, no commissioned personnel shall be subject to a layoff or reduction
in force while there are Traffic Support Specialists employed by the Port of Seattle.
10.05 Bumping Rights - Demotion From Other Bargaining Unit. In the event that the
Port demotes any commissioned officer from a bargaining unit made up of commissioned
officers higher in rank than a police officer (for a reason other than a reduction in force), the
affected individual may return to the police officers’ bargaining unit, based upon his or hertheir
seniority in the police officers’ bargaining unit, provided that there is no police officer on layoff
with greater seniority, and provided that no other police officer shall be displaced as a result.
10.06 Probationary Employees. Probationary employees shall not be subject to recall.
Officers may be disciplined or terminated without cause during their probationary period. All
new officers shall serve a twelve (12) month probationary period, which may be extended up
to three (3) months by mutual agreement between the Union and the Port. The probationary
period for officers required to complete the full academy will terminate twelve (12) months after
the completion of the academy. Lateral hires without Washington State Peace Officer
Certification will be on a probationary period for twelve (12) months from the date of hire. The
probationary period for a Lateral Officer with Washington State Peace Officer Certification will
terminate twelve (12) months from his/hertheir date of hire.
ARTICLE 11 – HOURS OF WORK AND OVERTIME
11.01 Schedule for Patrol Officers. (See Attached Memorandum of Understanding –
One Year Contract Extension and Traffic Suppot Specialists – Item #4)
A. Regular Schedule. The normal daily schedule and days off for officers assigned
to the Patrol Section shall be as follows: The Patrol Section shall be divided into
two (2) twelve and one-half (12 ½) hour watches. First Watch shall work 0500 to
1730 hours. Second Watch shall work 1700 to 0530 hours. This includes twelve
and one-half (12½) hours of work after the start of the watch including two (2)
mealtimes and two (2) rest periods. The two (2) mealtimes shall be provided for
during the normal workday and they shall be for a period of thirty (30) minutes
each. In addition, there shall be one (1) fifteen (15) minute rest period before and
one (1) fifteen (15) minute rest period after mealtime provided for in the normal
workday.
Each watch will be divided into five (5) squads. The workweek for each squad
shall be three (3) consecutive days as follows:
A Squad: Sunday through Tuesday.
B Squad: Tuesday through Thursday.
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C Squad: Wednesday through Friday.
D Squad: Thursday Friday through SaturdaySunday.
E Squad: Saturday through Monday.
Effective January 1, 2018, the Port of Seattle Police Department will be allowed
to permanently staff the Traffic Support Specialists program for the purposes of
supplementing Police Officer traffic control work on the drives. The Union does
not by this agreement relinquish jurisdiction over the airport drive traffic control
work; and the Port affirms that the work is the exclusive jurisdiction of Port
Officers represented by Local 117 and that this jurisdiction is not altered by this
Agreement. The Port of Seattle Police Department will schedule at least one
Officer on the drives for every two Traffic Support Specialists scheduled on the
drives; this assumes base level 24/7 staffing of David 1, 2, 3.
If the department is not able to fill Traffic Support Specialists Minimum Staffing
Level, Officers may be offered the work pursuant to voluntary overtime
procedures.
Officers shall be scheduled for a minimum of eight (8) hours break between any
two (2) shifts, unless mutually agreed otherwise.
By mutual agreement of management and the Union, special Patrol units can
work ten (10) hour shifts, or other agreed to schedules, excluding eight (8) hour
shifts.
B. Make-Up Day. In addition, the regularly scheduled workweek, for those officers
not assigned to a four (4) day per week, ten (10) hour per day patrol shift, shall
include one (1) ten (10) hour shift per month (“the make-up day”). The following
provisions apply with respect to the assignment of the make-up day:
1. A month is defined as a twenty-eight (28) day cycle, as allowed by Section
7(k) of the FLSA.
2. Officers shall be scheduled for a minimum of eight (8) hours break
between any two (2) shifts.
3. The make-up day will be scheduled on a day that is contiguous with a
regularly scheduled workday such that all days off are consecutive.
4. The make-up day schedules will be posted in TeleStaff PlanIT at least two
(2) cycles in advance.
5. Make-up days will not be scheduled on any bid vacation day, on any
previously scheduled vacation day, or on any day off that is contiguous to
a vacation day. “Contiguous” shall mean that there is no scheduled
workday between the day off and the vacation day.
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6. The make-up day will be assigned as a single shift, and will not be split
between two (2) shifts.
7. A make-up day not scheduled during the applicable cycle, or a make-up
day cancelled by the Department, will not be rescheduled during a different
cycle.
8. A make-up day not scheduled during the applicable cycle, or a make-up
day cancelled by the Department, shall be paid at the regular straight-time
rate, without deduction to holiday or vacation balances.
9. Notwithstanding the other provisions of this Section 1.B:
(a) No officer may choose not to work a make-up day if the day is
scheduled for training.
(b) An officer may choose not to work a make-up day (1) if the day is
scheduled for patrol or other duties NOT training, and (2) if the
officer shall have given a written notice to the Deputy Chief or
designee within seven (7) days of the receipt of notice of
his/hertheir make-up day assignment pursuant to the twenty-eight
(28) day cycle schedule.
(c) The hours of a make-up day not worked pursuant to (b) above will
be charged against the officer’s vacation or holiday balances.
(d) If an officer is on vacation for all days during a twenty-eight (28) day
cycle (or cannot have the make-up day scheduled during the cycle
due to the requirements of Section B.5 (above)), the make-up day
will be charged against his or hertheir vacation or holiday balances.
10. With approval, officers may exchange make-up days within a twenty-eight
(28) day cycle, so long as there is no additional cost to the Port.
11. Except in cases of emergency, make-up days scheduled in accordance
with these standards will not be changed.
12. The Department and the affected officer(s) may mutually agree to waive
any of the above standards on a non-precedential basis.
11.02 Schedule for Non-Patrol Officers.
A. Regular Schedule. The normal daily schedule for all Police Officers who work
administrative jobs (e.g., Criminal Investigations, Public Information, Research &
Development, Training Officer, and Fleet & Supply Officer) and those Police
Officers not assigned to the Patrol Section shall be for a ten (10) hour shift
between 0500 and 1900 hours. Officers working the ten (10) hour shift shall work
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four (4) consecutive days, consisting of Monday through Thursday or Tuesday
through Friday.
B. Evidence Personnel Schedule. The normal daily schedule for sworn Evidence
Room personnel will be a ten (10) hour shift to be worked between 0500 and
1900 hours. Officers working on this shift shall be assigned a work schedule of
four (4) consecutive work days, consisting of Monday through Thursday or
Tuesday through Friday. Schedules will be assigned by bid based upon seniority
within the Evidence Room function.
C. Canine Trainer Schedule. The normal daily schedule for the Canine Trainer will
be a ten (10) hour shift. The Canine Trainer shall be assigned a work schedule
of four (4) consecutive days.
D. Canine Officers Schedule. Effective upon ratification of the agreement by the
parties and for the January 1, 2020 2022 staffing, canine officers shall bid by their
tenure on the Canine Unit.. The Canine schedule shall be comprised of two (2)
twelve (12) hour watches per day with the following work week for each team:
Canine Squad A: Monday, Tuesday, Wednesday, and every other Sunday
Canine Squad B: Wednesday, Thursday, Friday, and every other Saturday
For Fair Labor Standards Act (FLSA) Section 7(k) purposes, the work period shall
be twenty-eight (28) days. During each fourteen (14) day work cycle, each squad
shall work three (3) consecutive twelve (12) hour days, followed by four (4)
consecutive days off, followed by four (4) consecutive days worked, followed by
three (3) consecutive days off. The “flip day” shall be either Saturday or Sunday
depending on squad assignment.
The flip day for Canine A will alternate between the A squad officers. The flip day
for Canine B will alternate between the B squad officers. Deployment of the
Canine Officers shall be evenly distributed between Squad A and Squad B. The
start and stop time for each daily Watch schedule will be determined by the
Canine Sergeant(s) and command staff.
E. BDU Officers Schedule
Effective upon ratification of the agreement by the parties and for the January 1,
2020 2022 staffing, BDU officers shall bid the same schedule as Canine Officers.
BDU Officers shall bid by their tenure on the BDU unit. The BDU schedule shall
be comprised of two (2) twelve (12) hour watches per day with the following work
week for each team:
BDU Squad A: Monday, Tuesday, Wednesday, and every other Sunday
BDU Squad B: Wednesday, Thursday, Friday, and every other Saturday
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For vacation bidding purposes, only one BDU officer from their respective squad
may be on vacation at the same time. Regardless of the flip day and the start
time, those assigned to Squad A are considered the same squad. The same
expectation applies to Squad B.
For Fair Labor Standards Act (FLSA) Section 7(k) purposes, the work period shall
be twenty-eight (28) days. During each fourteen (14) day work cycle, each squad
shall work three (3) consecutive twelve (12) hour days, followed by four (4)
consecutive days off, followed by four (4) consecutive days worked, followed by
three (3) consecutive days off. The “flip day” shall be either Saturday or Sunday
depending on squad assignment.
The flip day for BDU A will alternate between the A squad officers. The flip day
for BDU B will alternate between the B squad officers. Deployment of the BDU
Officers shall be evenly distributed between Squad A and Squad B. The start and
stop time for each daily Watch schedule will be determined by the BDU
Sergeant(s) and command staff.
11.03 Scheduling Changes And Trading Days Off.
A. Scheduling Days Off. With the exception of schedule modifications made in
accordance with Section 11.03.B, the Port shall not change or reschedule days
off to prevent payment of overtime. Normal days off at the end of the scheduled
workweek shall be consecutive.
B. Schedule Changes. The normal workweek and normal workday for Police
Officers may be modified to accommodate training or educational requirements
with ten (10) calendar days’ notice, provided, however, that days off shall be
consecutive, absent mutual agreement between the officer and management.
C. Trading Days Off. When an employee wishes to trade days off with another
employee, such trading of days off shall be subject to management approval and
to the following controls and conditions:
1. A trade must involve a reciprocal even exchange of days off between two
(2) employees, and the traded days must not be more than twenty-eight
(28) days apart from each other.
2. Shift trades of more than fourteen (14) days off shall be limited to
accommodate special and unusual employee needs and shall not be
approved on a frequently recurring basis for an individual employee.
3. When a trade occurs, bi-weekly paychecks will fluctuate to reflect actual
hours worked. Time worked in excess of the regularly scheduled hours
per week as a result of trading days off shall be paid for at the straighttime
rate. In each case, days off must be taken within two (2) weeks of
when a trade occurs.
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11.04 Watch, Squad and Vacation Bidding.
A. Watch and Squad Bidding. Based on seniority, officers in patrol,, shall bid
watches and squads to be effective as of the first FLSA work period in January.
The bidding for watches and squads shall be based on seniority to include the
waterfront assignments. Sergeants shall not at any time displace patrol officer
positions. Bidding shall be completed no later than the second (2nd) Friday in
October of each calendar year. Except in emergencies, employees shall be
provided with ten (10) calendar days’ advance notice in the event of a watch
change. In the event that a bid position is permanently vacated for any reason,
the position(s) shall be filled by seniority if permanently filled.
B. Vacation Bidding. Vacations shall be bid based on seniority. Vacation bidding is
subject to the limitation that only one (1) officer per squad may bid off at any one
time. An additional officer may bid vacation on a squad of seven (7) officers or
greater or a watch of twelve (12) officers or greater. However, management may
authorize variances to this limitation on a case-by-case basis. The first (1st) round
of vacation bidding shall be completed no later than seven (7) days after the
completion of bidding for watches and squads. The second (2nd) round of
vacation bidding shall be completed no later than seven (7) days after the
completion of the first (1st) round of vacation bidding. The third (3 rd) round of
vacation bidding shall be completed no later than seven (7) days after the
completion of the second (2nd) round of vacation bidding. The fourth (4th) round
of vacation bidding shall be completed no later than seven (7) days after the
completion of the third (3rd) round of vacation bidding. The Parties will work
cooperatively to ensure that the above time frames are complied with. After being
notified, Officers will have twenty-four (24) hours to submit their vacation bid for
the specified round. Failure to do so will result in the Officer being passed over
for that round. When the Officer’s turn comes up again, the Officer will bid for the
round that was missed and not two consecutive rounds. Officers who know that
they will be on extended leave during the vacation bidding process and not have
communications with the Department will leave their bid round request with their
Sergeant. An Officer’s failure to leave their bid requests with their Sergeant will
not hold up the vacation bidding process and the Officer will be able to submit
bids upon the Officer’s return.
The Parties will work cooperatively to ensure that the above time frames are
complied with. After the bidding process is complete, officers may request
vacation on a first come, first served basis, although such vacation days will not
be regarded or protected as bid vacation. Non-bid vacation scheduling is covered
in Section 12.03 of this Agreement.
Probationary employees may take part in the vacation bidding process for date(s)
that occur after the successful completion of their probationary process. Instead,
at any time after the successful completion of probation, regular permanent
employees (any employee hired from a Port posting) may request and use
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vacation leave of up to the number of hours accrued at the time of the desired
vacation date, subject to the approval of the Chief of Police.
C. Assignment Changes Affecting Watch and Squad Bids. The Department will
endeavor to make all assignment changes consistent with the annual bidding
period. Officers who experience changes in assignment for disciplinary reasons
outside of the annual bidding period shall be assigned at management’s
discretion until the next annual bidding period. An officer who leaves a special
assignment/unit due to voluntary resignation or elimination of assignment/unit
shall retain all previously bid vacations. An officer whose special assignment/unit
is eliminated may exercise his/hertheir seniority for watch placement unless such
exercise would disrupt the bids of less senior officers. An officer who voluntarily
resigns from a special assignment/unit must select an available open position.
11.05 Overtime.
A. Overtime Triggers and Rates. Except as provided below, hours worked in excess
of the normally scheduled workweek, or in excess of the normally scheduled
workday, as defined in this Article, shall be compensated for at one and one-half
(1-½) times the rate of pay for the work performed. In the event that an employee
is called back to work from mealtime and is not provided a meal period of
reasonable duration later in his/hertheir watch, such employee shall receive
overtime pay for the mealtime not taken. If any employee, independently or
without proper authorization, elects not to take mealtime, such employee may be
subject to disciplinary action. Overtime pay shall not be pyramided or
compounded.
B. Overtime Scheduling. Absent department needs (e.g. specific bike team
presence desired, special assignment or event, or other similar events), the
scheduler shall assign all scheduled overtime to the drives in order of placement
on the OT eligibility list. After all drive units are filled, officers are then assigned
to the remaining unfilled patrol positions in order of their placement on the OT
eligibility list. There may be a quarterly audit of the overtime list performed by the
Deputy Chief and two (2) shop stewards who may resolve any unforeseen
problems or conflicts with overtime scheduling. Absent unusual circumstances,
special events, dignitary protection, terrorist threat or emergency overtime, no
officer shall work overtime in a fashion which will not allow eight (8) hours off duty
prior to returning to duty. Any situation which may cause the officer to have less
than the required eight (8) hours off must be approved by management. Court
appearances are excluded from this requirement.
C. Approval for Overtime Work. Authority for approval of an y overtime work shall
be limited to departmental management or its designees.
D. Exceptions. Overtime pay shall not be paid under any of the following
circumstances:
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1. To any recruits for hours worked during the training process while the
recruits are assigned to the Washington Criminal Justice Training
Commission Basic Academy;
2. When an officer is involved in trading days off with another employee
which results in work in excess of the normal workweek, and where the
excess would not have occurred but for the trade.
3. When the overtime is incurred as a result of travel time which is exempt
from payment under the provisions of the Fair Labor Standards Act.
E. Assignment Of Voluntary Overtime. The following provisions shall apply to the
assignment of voluntary overtime:
1. The initial order of ranking on the Overtime List is established by seniority.
2. A maximum of twelve and a half (12.5) hours may be offered to an officer
at one time. A complete rotation of the overtime list will be made once an
offer of seven (7) or more hours has been made to an officer before that
officer receives another overtime offer.
3. An officer’s decision to decline an offer of voluntary overtime, or a failure
to work an accepted voluntary overtime assignment will be counted as
hours worked on the Overtime List, and the individual’s ranking on the
Overtime List will be based on total hours offered.
4. If an officer is unable to work the scheduled overtime, it shall be
his/hertheir responsibility to notify the Sergeant on duty.
5. It is understood that some overtime assignments must be made based
upon special needs or skills outside the normal procedures, i.ee.g., BDU,
SWAT, K-9, CNU, CMU Detectives, Bike, Boat, etc. The normal limit of
hours offered may also need to be waived for these assignments, i.e.
Seafair, disasters, heightened alert status, etc.
6. Overtime shall be assigned by seniority on the first (1st) day of the first (1st)
FLSA work period of the calendar year. After the first FLSA work period,
the opportunity will start with the member with the least amount of overtime
worked/offered for the previous FLSA work period.
7. New hires and officers returning from an injury shall be placed on the
Overtime List based on the average of hours offered for that FLSA work
period. Overtime will only be offered to probationary solo patrol officers
when mandatory will occur if the offer is not made.
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8. If an Officer needs to cancel a pre- scheduled voluntary overtime shift
within twenty-one (21) days of the shift, the Officer must find a replacement
for the shift.
F. Assignment of Mandatory Overtime. The following provisions shall apply to the
assignment of mandatory overtime:
1. Mandatory overtime shall only be used to fill vacancies that affect the
established minimum staffing level (“MSL”).
2. Special events and department-wide training shall be handled by adjusting
the MSL for the duration of the event or training. It is understood that the
Chief of Police can adjust the MSL at any time.
3. Mandatory overtime shall be assigned from an inverse seniority list, which
will be re-started as of the first (1st) FLSA work period in January.
4. Personnel assigned to CIU and Administration shall be subject to these
procedures. Task Force members are exempt from the Mandatory
Overtime rotation but may be assigned Mandatory Overtime in case of
emergency.
5. The following constitute the only exceptions to being scheduled for
mandatory overtime:
a. Mandatory overtime shall not be assigned during bid vacations.
This exception shall also include those scheduled days off that
occur immediately preceding and adjacent to or immediately after
and adjacent to a vacation. Shift/schedule trades need to be
submitted at least twenty-one (21) days in advance for the initiating
requestor to be exempt from potential mandatory overtime
assignments.
b. No officer who has an eight (8) hour or more overtime shift within a
calendar week (Sunday through Saturday) shall be assigned
mandatory overtime during that same calendar week. If the
Department is unable to fill all required mandatory overtime slots
with officers who have volunteered, they shall continue to fill the
necessary mandatory overtime slots by officers who have
volunteered in an order from the officer having volunteered and
worked the least number of overtime hours to the officer who has
volunteered and worked the greatest number of overtime hours until
all mandatory slots are filled.
c. No more than one mandatory overtime shift shall be assigned to an
officer in any given seven (7) day period. In addition, no officer shall
be mandated to work more than sixteen (16) hours per day or more
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than twenty-four (24) hours of total overtime per week; provided,
that nothing in this Section shall preclude any employee from
volunteering to work overtime in excess of these amounts, subject
to the provisions of Section 11.05(B) above.
Mandatory overtime will not be assigned on consecutive days
unless no other option exists for mandatory shifts within the
bargaining unit.
d. The exceptions specified in 5(b) and 5(c), above, shall be waived
during periods of unusual occurrence, including special events,
dignitary protection details, department-wide training, or in the
event of an emergency. To the extent reasonably possible, seven
(7) days’ notice shall be given.
e. Management may exempt from mandatory overtime particular
personnel when necessary for specific operational or training needs
(e.g. K9 officers preparing for K9 assessment).
f. There shall be a minimum of eight (8) hours rest between any
mandatory overtime worked and a prior or subsequent shift, unless
mutually agreed otherwise..
g. If an officer is on vacation during the fourteen (14) day posting
period, that officer is not eligible to be assigned mandatory overtime
on regular days off, including days traded to extend vacation that
are contiguous to vacation days.
h. All Officers on solo patrol are subject to mandatory overtime.
i. An employee who is mandated to work overtime at a location other
than his/hertheir primary duty location will have the option to report
to his/hertheir primary duty location to begin the overtime
assignment.
j. The Port will allow Officers to trade mandatory overtime shifts.
6. If an officer is passed over due to one of the above exceptions, the officer
shall remain subject to the next mandatory overtime assignment.
7. The official roster shall be emailed fourteen (14) days in advance.
8. Once the scheduler starts to schedule for an upcoming FLSA work period,
there shall be no changes to the schedule including all voluntary and
mandatory overtime assignments without the approval of the Chief or
Deputy Chief.
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G. Call-Backs. In the event that overtime which has been specifically authorized
by supervisory or command personnel is not an extension at the beginning or end
of a normal shift, the employee shall be paid for a minimum of four (4) hours at
the applicable overtime rate for the employee or for the actual hours worked at
the overtime rate if in excess of four (4) hours. Officer initiated overtime due to
responding to an incident observed while on his/hertheir way to work or way home
after work shall not be considered a call back and shall be compensated at the
overtime rate for the lesser of: (a) The time elapsed from the beginning of the
overtime to the beginning of the shift; or (b) the time elapsed from the end of the
shift to the end of the overtime; or (c) four (4) hours. This Section shall not apply
to appearances in court or other type of administrative hearing(s). Call back for
BDU and K9 will be made equitably by command staff based on operational need.
H. Court/Administrative Hearing Appearances.
1. Subpoenas Required. This Section shall only apply to an officer’s
appearance to court and/or other administrative hearing, subject to the
officer’s submission of a valid subpoena, issued by the court or
administrative agency, to the Department.
2. Grievances and Arbitrations Excluded. This Section shall not be
construed to include either grievances or arbitrations as defined in Article
25 of this Agreement.
3. Appearance During On-Duty Shift Extension. When an in -person or
telephonic appearance commences on an employee’s scheduled shift,
and extends after shift completion, the on-duty employee shall be
compensated at the overtime rate only for the actual time spent appearing
after his/hertheir regular shift.
4. Appearance While Off-Duty. When an appearance commences while an
employee is off-duty, either between regularly scheduled workdays or
during regularly scheduled days off, an off-duty employee shall be
compensated as follows:
a. In-Person Appearance Between Regularly Scheduled Workdays.
Three (3) hours at the overtime rate, or for the actual time spent for
each in-person appearance at the overtime rate, whichever is
greater. To verify time in excess of three (3)hours spent appearing
in-person, an employee shall submit to the Port a time slip signed
by an official of the court or administrative agency.
b. In-Person Appearance on Regularly Scheduled Day Off. A
minimum of four (4) hours pay at the overtime rate.
c. Telephonic Appearance. One (1) hour at the overtime rate, or for
the actual time spent for each telephonic appearance at the
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overtime rate, whichever is greater. In the case of a telephone
appearance, the time slip will not be signed by an official of the court
or administrative agency.
5. Appearance During Vacation. When an in -person appearance commences on
an employee’s scheduled vacation day, the employee shall be placed on regular,
straight-time pay status and compensated for a full workday, regardless of the
time spent on the appearance. In addition, the employee shall have the vacation
day restored which was lost due to the appearance.
6. Appearance for Lateral Officers.
a. Lateral hires from within the State of Washington will be compensated for
their appearances, for their prior jurisdiction, in accordance with this
Section. Officers and Supervisors shall make every effort to attempt to
have such appearances scheduled during the officer’s normal work
schedule to avoid payment of overtime whenever possible.
b. Lateral hires from outside the State of Washington will be allowed to
appear, for their prior jurisdiction, without loss of pay from the Port of
Seattle. Without loss of pay means they may appear on work time, or as
if they were working their normal shift. No overtime will be paid for such
appearances.
c. Supervisors and officers shall work with the jurisdiction issuing the
subpoena, whether in Washington State or outside Washington State, to
ensure the lateral officer’s travel (if applicable) and testimony are handled
in the most expeditious manner possible, and to attempt to schedule all
hearings for the officer’s normal work week, in which case the Port of
Seattle Police Department will release the lateral officer from his/hertheir
work post to attend such hearings.
11.06 On-Call Status. The following provisions relate to on -call status, whether the
assignment is mandatory or voluntary:
1. Officers on-call are required to have a phone and to monitor the phone while on
call. When called, officers are required to respond to the call as soon as possible.
2. Officers on-call shall be compensated at ten percent (10%) of the officer’s
straight-time hourly rate for all hours on-call.
3. If an officer on-call reports for work during this period, the officer shall receive
call-back overtime pay, and all other contractual benefits from the time that the
officer reports for duty. The officer shall no longer receive on-call pay from the
time that the officer reports for duty.
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A. Mandatory On-Call. The following provisions apply with respect to
mandatory on-call assignments:
1. When reasonably available, a car will be provided to each officer
that is mandated to be on-call. Officers called in from mandatory
on-call that have not been assigned a car shall be reimbursed for
mileage incurred in responding to the call out. In addition, the Port
shall provide insurance coverage for officers to the extent that they
are required to use their own car in such situations.
2. Except in emergencies, an officer shall not be mandated to be oncall
more frequently than one (1) period (not to exceed seven (7)
consecutive days) during a twenty-eight (28) day FLSA work period.
In the event that an officer is required to be on-call more than nine
(9) days, he/shethey shall receive the standby rate of pay for all
“on-call” time in the remainder of the twenty-eighty (28) day FLSA
work period.
C. Valley SWAT. Valley SWAT members are not eligible for on -call pay for
SWAT activities, unless specifically requested by the Port.
11.07 Standby Status. The following provisions shall apply to standby status:
1. Officers on standby are required to remain available through contact by phone
and must be available to work at all times. Upon being called, the officer must
respond and report to work immediately and in any event no later than one hour
(forty-five (45) minutes for K-9 officers). Officers failing to report to work within
one (1) hour (forty-five (45) minutes for K-9 officers) shall be subject to loss of
standby pay for the period up to the point at which the officer reports to work and
may be subject to further disciplinary action if appropriate.
2. Beginning and ending times for the standby period shall be established and
communicated to the employee prior to placement on standby. If an employee is
called back to work, the off-duty premium shall cease, and thereafter normal
overtime rules shall apply.
11.08 On-Call and Standby Assignments. Management reserves the right to determine
when and to what extent on-call and standby assignments are operationally necessary. The
determination will be based on operational need and will not be made for the purpose of
transferring Port law enforcement work outside the bargaining unit.
11.09 Emergency. For purposes of this Article, the term “emergency” shall be defined
as a reasonably unanticipated event requiring an immediate need for additional police
personnel, as determined by the on-duty supervisor. Examples include: a major crime, a riot,
labor unrest, aircraft accident or hijack, or an incident of equal significance. In such situations,
employees on an off-going watch may be required to remain for additional hours, and available
off-duty personnel in the area may be required to commence work immediately. Officers shall
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then be called in inverse seniority to meet personnel needs and/or to relieve officers that have
been mandated to hold over. It is understood that, depending on the nature of the emergency,
Special Team members may not be available to work patrol positions. When a person is
needed immediately, the watch supervisor may use the junior person on watch as opposed to
having to use the inverse seniority list. In an emergency, the Port will first attempt to follow the
above procedures, but may assign overtime regardless of procedures as needed.
ARTICLE 12 – VACATION
Annual vacation with pay shall be granted to all employees on the following basis:
12.01 Rates Of Accrual. Vacation leave shall be based on a pro rata share of time
worked on a full-time work schedule. Regular permanent part-time employees shall accrue pro
rata vacation leave based on time worked on less than full-time schedules. Regular,
permanent, full-time employees shall accrue vacation leave on an hourly basis equivalent to
the following:
(a) 96 Hours of Vacation: From the first (1 st) day of employment, to and including
the forty-second (42nd) full month of continuous employment, permanent
employees shall accrue vacation leave at the rate of eight (8) hours per month of
active employment, or the equivalent of up to ninety-six (96) hours per year (8
hours per month X 12 months = 96 hours per year).
(b) 120 Hours of Vacation: From the forty -third (43rd) full month, to and including the
seventy-second (72nd) full month of continuous employment, permanent
employees shall accrue vacation leave at the rate of ten (10) hours per month of
active employment, or the equivalent of up to one-hundred and twenty (120)
hours per year (10 hours per month X 12 months = 120 hours per year).
(c) 128 Hours of Vacation: From the seventy -third (73rd) full month, to and including
the one hundred thirty-second (132nd) full month of continuous employment,
permanent employees shall accrue vacation leave at the rate of ten and sixtyseven
hundredths (10.67) hours per month of active employment, or the
equivalent of up to one-hundred and twenty eight (128) hours per year (10.67
hours per month X 12 months = 128 hours per year).
(d) 160 Hours of Vacation: From th e one hundred thirty-third (133rd) month, to and
including the one hundred ninety-second (192nd) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
thirteen and thirty-four hundredths (13.34) hours per month of active employment,
or the equivalent of up to one-hundred and sixty (160) hours per year (13.34
hours per month X 12 months = 160 hours per year).
(e) 168 Hours of Vacation: From the one hundred ninety -third (193rd) full month, to
and including the two hundred twenty-eighth (228th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
fourteen (14) hours per month of active employment, or the equivalent of up to
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one-hundred and sixty eight (168) hours per year (14 hours per month X 12
months = 168 hours per year).
(f) 176 Hours of Vacation: From the two hundred twenty -ninth (229th) full month, to
and including the two hundred fortieth (240th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
fourteen and sixty-seven hundredths (14.67) hours per month of active
employment, or the equivalent of up to one-hundred and seventy-six (176) hours
per year (14.67 hours per month X 12 months = 176 hours per year).
(g) 184 Hours of Vacation: From the two hundred forty -first (241st) full month, to and
including the two hundred fifty-second (252nd) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
fifteen and thirty-four hundredths (15.34) hours per month of active employment,
or the equivalent of up to one-hundred and eighty-four (184) hours per year
(15.34 hours per month X 12 months = 184 hours per year).
(h) 192 Hours of Vacation: From the two hundre d fifty-third (253rd) full month, to and
including the two hundred sixty-fourth (264th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
sixteen (16) hours per month of active employment, or the equivalent of up to
one-hundred and ninety-two (192) hours per year (16 hours per month X 12
months = 192 hours per year).
(i) 200 Hours of Vacation: From the two hundred sixty -fifth (265th) full month, to and
including the two hundred seventy-sixth (276th) full m onth of continuous
employment, permanent employees shall accrue vacation leave at the rate of
sixteen and sixty-seven hundredths (16.67) hours per month of active
employment, or the equivalent of up to two-hundred (200) hours per year (16.67
hours per month X 12 months = 200 hours per year).
(j) 208 Hours of Vacation: From the two hundred seventy -seventh (277th) full month,
to and including the two hundred eighty-eighth (288th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
seventeen and thirty-four hundredths (17.34) hours per month of active
employment, or the equivalent of up to two-hundred eight (208) hours per year
(17.34 hours per month X 12 months = 208 hours per year).
(k) 216 Hours of Vacation: From the two hundred eighty-ninth (289th) full month, to
and including all subsequent full months of continuous employment, permanent
employees shall accrue vacation leave at the rate of eighteen (18) hours per
month of active employment, or the equivalent of up to two-hundred sixteen (216)
hours per year (18 hours per month X 12 months = 216 hours per year).
12.02 Avoiding Forfeiture. Employees shall be responsible for scheduling and taking
annual leave in order to avoid any forfeiture of vacation leave.
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12.03 Scheduling of Non-Bid Vacation Leave. Scheduling of bid vacation is outlined in
Section 11.04(B) of this Agreement; all other requests for non-bid vacation leave are governed
by this Section. At any time after the successful completion of six (6) months of employmentthe
probationary period, regular permanent employees (any employee hired from a Port posting)
may request and use vacation leave of up to the number of hours accrued at the time of the
desired vacation date, subject to the approval of the Chief of Police. Seniority shall be
considered when scheduling vacations, subject to the limitation that one (1) officer per squad
may be off at any time; however, management may authorize variances to this limitation on a
case-by-case basis. Normally, requests for approval of vacation schedules shall be made to
the Chief on a vacation request form thirty (30) days or more in advance; more notice may be
required by the Chief when necessary to provide for proper scheduling of manpower. Non-bid
vacation shall not be scheduled around the following “blackout” events: May Day, Memorial
Day, Fourth of July, SeaFair, Hemp Fest, Labor Day, Thanksgiving, and the Winter Holiday.
The exact blackout days will be determined by October 1st of the year preceding the event.
12.04 Scheduled to Work During Vacation. Employees who are called -in to work while
on their scheduled vacation shall be placed on regular, straight-time pay status and
compensated for a full workday, regardless of the time spent working. In addition, the
employee shall have the vacation day restored which was lost due to being called-in to work.
12.05 Cashout of Unused Vacation. Unused vacation will be cashed out on an annual
basis for all accrued vacation beyond four hundred thirty two (432) hours of accrual. The cashout
of excess hours shall be paid to the officer on the last paycheck in the payroll year, or in
the case of a termination of employment, on the employee’s last paycheck.
12.06 Cashout Upon Termination. Upon termination of employment, regular
permanent, non-probationary employees shall receive a lump sum payment in lieu of one
hundred percent (100%) of unused vacation leave, based on limitations stated above and as
further limited by this Section. Employees who terminate active employment before completing
the probationary period shall receive no vacation cash-out pay. Pay for unused vacation 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.
12.07 Use For Family Emergency. In the event of a bona fide family emergency at the
Chief's discretion, the Chief or his/hertheir designee can permit an employee to take time off
with vacation leave applied as compensation.
ARTICLE 13 – HOLIDAYS
13.01 Rates of Accrual. All eligible employees shall receive a pool of hours
commensurate with their assignment as follows:
10 hour shift: 120 130 hours
12 hour shift: 144 156 hours
12.5 hour shift: 150 162.5 hours
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on the basis of ten eleven (1011) recognized holidays and two (2) floating holidays. Holiday
hours will accrue on the basis of the ten eleven (1011) recognized holidays listed in Article
13.02 below as they occur in the calendar year for a total of ten (10) hours per holiday on a
four (4) day, ten (10) hour schedule, twelve (12) hours per holiday on a four (4) day, twelve
(12) hour schedule, and twelve and a half (12.5) hours per holiday on a four (4) day, twelve
and a half (12.5) hour schedule. The two (2) floating holidays will accrue as either ten (10),
twelve (12) or, twelve and a half (12.5) hours, on the basis of an officer’s shift, for the month of
January and either ten (10), twelve (12), or twelve and a half (12.5) hours, on the basis of an
officer’s shift, for the month of July.
13.02 The holidays mirror the ten eleven (11) Port of Seattle holidays listed in the Port
of Seattle Salary and Benefit resolution, HR-5. The ten eleven (11) holidays are as follows:
New Year’s Day
Martin Luther King Jr. Day
President’s Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas
Port Designated Floating Holiday (Day before or after Christmas as
determined by the Port Human Resources Department).
13.03 Use And Cashout. Pooled holiday leave may be used once accrued in one (1)
hour increments in the same manner and with the same restrictions as vacation time, upon
approval of the Watch Supervisor. During the year employees may request pay for their
unused pooled hours. No pooled hours will be carried over from year to year. Upon termination
of employment, accrued, unused holiday hours shall be cashed out. Holiday cash-out (if
requested by an Officer) will occur twice (2x) per year, in the last paycheck of June, for those
holiday hours that have already accrued, and the first pay period of January in the subsequent
year, for the remaining holiday hours that have already accrued.
Officers who cash out their Holiday pool hours, who then experience a change of schedule that
results in a prorated decrease in their number of Holiday pool hours, shall have the following
year’s number of Holiday pool hours decreased by an amount equal to the prorated decrease.
Up to four six (46) holidays not used or cashed out at the end of the calendar year can be
exchanged for vacation that was already used at any time within the same calendar year.
Compensation tied to holiday cash out will only be reported to the Department of Retirement
Service on the basis of the ten eleven (1011) Port of Seattle recognized holidays.
Compensation tied to holiday cash out for the two (2) floating holidays will not be reported to
the Department of Retirement Services unless they are used.
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13.04 Scheduled to Work During Paid Holidays. Employees who are called in to work
while on their paid holidays shall be placed on regular, straight-time pay status and
compensated for a full day’s pay. In addition, they shall have the paid holiday restored which
was lost due to being called in to work.
ARTICLE 14 – SICK LEAVE
14.01 Rate of Accrual. Regular, permanent, full -time employees shall accrue sick leave
on an hourly basis equivalent to a rate of up to eight (8) hours per month, not to exceed ninetysix
(96) hours in any calendar year (8 hours per month X 12 months = 96 hours per year). Such
sick leave shall be based on a pro-rata share of time worked on a full-time work schedule.
Regular permanent part-time employees shall accrue pro-rata sick leave based on time worked
on less than full-time schedules.
Sick leave is accrued from the first (1st) day of employment, but may not be used until the
completion of thirty (30) days of continuous employment, and is to be used under the conditions
stated in Section 14.02 of this Article.
14.02 Use of Sick Leave. Sick leave will be used only in instances of non -job related
employee or dependent illness or injury and as provided by law. Departmental management
may require a physician's statement to justify use of sick leave and/or to determine that an
employee's return from absence due to illness or injury is sanctioned by the attending
physician, to the extent required by law. Family medical and care leave will be administered in
accordance with current Federal and State laws, and applicable Port policies.
14.03 The Port will continue to identify the portion of accrued sick leave that is available
for use according to the minimum requirements of the Washington Paid Sick Leave Law on
each employee’s paycheck (e.g., one hour of accrued sick leave for each 40 hours worked by
eligible employees). This is not an additional accrual amount. It is a designation of a portion of
current accrual amounts. Employees shall be entitled to carryover no more than forty (40) hours
of Washington Paid Sick Leave into the following year, provided that any amount over the
maximum will be maintained as general sick leave available for use under the terms of this
Agreement.
14.04 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 advance notice
of how the Port intends to comply, and when and if there are any changes to the Union.
Effective upon ratification between the parties and the execution of the Agreement, the Port
will pay the employee portion of the premium associated with this provision.
Employees may use sick leave and/or vacation leave to supplement wages while using paid
family medical leave.
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14.0305 Accumulation of Sick Leave. Sick leave may be accumulated up to nine
hundred sixty (960) hours for permanent employees. 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 (within the
960-hour limit) at the rate of pay at termination. The fifty percent (50%) accumulated sick leave
payoff (within the 960-hour limit) is payable to the employee's spouse or other designated
beneficiary in the event of an employee's death. One hundred percent (100%) of an
employee’s accumulated sick leave (within the 960-hour limit) is payable to the employee’s
spouse or other designated beneficiary in the event of an employee’s death in the line of duty.
14.0406 Shared Leave. The Parties agree to adopt a Shared Leave Program under
the terms and conditions set forth in applicable Port policies covering shared leave of salaried
employees.
(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 Employer, and the availability of shared leave from other
employees. The Employer's decisions in implementing and administering the
shared leave program shall be reasonable.
(b) Participation: Participation in the Shared Leave Program is voluntary. No
employee shall be coerced, threatened, intimidated or financially induced into
donating sick leave for purposes of this program.
ARTICLE 15 – LONG TERM DISABILITY
15.01 Eligibility. Police Officers are covered for Long -Term Disability insurance on the
first day of active employment following six (6) continuous months of employment. Subject to
qualified disability, Officers will receive sixty percent (60%) of covered monthly earnings less
income from other sources. Benefits for Police Officers begin after an elimination period of
forty-five (45) days for a non-occupational disability and one hundred eighty (180) days for an
occupational disability. Benefits continue during qualified disability, but not past an Officer’s
65th birthday or ADEA extension. The maximum benefit is three thousand five hundred dollars
($3,500) with a three percent (3%) cost-of-living net benefit adjuster. The policy contains a 3-
6 month preexisting condition limitation and certain exclusions and limitations for benefit
payment.
This is a brief informational description of the Long Term Disability plan. For additional details,
consult the Certificate of Insurance or the group master policy that contains the controlling
coverage provisions.
15.02 Supplemental Coverage. The Port hereby agrees to the following coverage for
police officers only, limited to bona fide duty disability.
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(a) For the first six (6) months of a duty disability the Port shall supplement amounts
paid by any other benefit program (except personal disability policies not part of
this Agreement that are paid for by the individual officer and except any shared
leave received by the officer) to a level equal to the base pay rate of the disabled
officer. Such benefit program offsets include but are not limited to state, federal,
or other disability programs to which the Port has contributed such as the Public
Employees' Retirement System, and time loss under the Washington State
Department of Labor and Industries.
(b) In addition, the insurance premiums paid by the Port for insurance programs
covered in this Labor Agreement shall continue on behalf of an officer for the first
six (6) months of a duty disability.
(c) This coverage is in compliance with RCW 41.04.510.
15.03 Light Duty. The Port may require officers receiving a disability leave supplement
to work light duty, consistent with RCW 41.04.520 and other applicable law. The Port may
schedule the light duty assignment for ten (10) hour days. The Port may schedule the light
duty assignment for fewer than ten (10) hour days contingent on the Union’s agreement. If an
officer is unable to perform his/hertheir light duty assignment by reason of an illness or injury
unrelated to the duty disability injury or condition, the officer is required to use accrued sick
leave.
15.04 Return To Work. If a Police Officer becomes disabled as a result of dutydisability
, the officer will have his/hertheir job rights protected for two (2) years from the date of
the disability provided the officer is released to return to work and can perform all the job
requirements of a police officer. In the event the officer is not able to perform the job
requirements of a police officer, the Port will make a good faith effort to find other suitable jobs
within the Port for which the employee is qualified. In no event will jobs be created or modified
specifically for this purpose. This understanding is predicated on a good faith application by
the parties involved.
ARTICLE 16 – JURY DUTY AND HEARING APPEARANCES
16.01 Jury Duty – Compensation. When an officer is called for and serves on jury duty,
that officer shall, during such service period, receive full regular compensation from the Port,
less any compensation received from the court for such service (excluding travel, meals or
other expenses). Port compensation for service on jury duty only applies to absence from
regularly scheduled work hours. Employees shall forward their jury duty compensation paid by
the court to the Port's payroll section upon return from jury duty and receipt of the compensation
paid by the court. Hours compensated for jury duty service will be paid at the straight time rate.
16.02 Jury Duty – Hours of Work. For the period of jury duty service, the officer shall
be assigned to a Monday through Friday workweek on day shift schedule. Officers that are
released prior to the end of his/hertheir scheduled hours on any day shall call in to work and
report if required. Upon final release from jury duty, the officer will return to his or hertheir
regular schedule in such a way as to permit an uninterrupted continuation of compensation,
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and the maximum amount of work availability for the Port; provided, that no officer regularly
scheduled to work night shift shall be required to work on the night shift immediately following
the conclusion of jury duty.
ARTICLE 17 – BEREAVEMENT LEAVE
17.01 Eligibility; Hours. 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.
17.02 Immediate Family Defined. 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, aunts, and uncles. In special circumstances, the
Chief and/or Human Resources may include other relatives in the definition for purposes of
bereavement leave.
17.03 Considerations. I ndividual circumstances, such as the distance to the funeral
and the extent of employee involvement with the arrangements for the deceased, shall be
considered in determining the number of hours to be granted an employee.
17.04 Use of Sick Leave. Following use of bereavement leave, in case of dea th of an
employee's spouse, domestic partner (as defined under the Port's Salary and Benefit
Resolution), or child, an employee may take up to two (2) weeks of sick leave.
ARTICLE 18 – LEAVE WITHOUT PAY
18.01 Eligibility; Procedure. After one (1) years’ service, an employee shall be eligible
for a leave of absence without pay not to exceed six (6) weeks. Requests for such leaves shall
be submitted in writing to the Chief for approval thirty (30) days in advance of the leave time
period. In emergency situations, the notification may be waived at the option of the Chief.
18.02 Considerations. 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
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(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.
18.03 Extensions. In the event of special conditions, such as family emergencies or
educational programs, leaves of absence may be extended beyond six (6) weeks with the
approval of the Chief and/or Port's Executive Department. An employee shall suffer no loss of
seniority for time spent on approved leave of absence of six (6) weeks or less. For time in
excess of six (6) weeks, the officer shall retain his/hertheir original seniority date, but shall not
accumulate any seniority for time off work in excess of six (6) weeks.
18.04 Not for Alternate Employment. Under normal conditions, leaves of absence shall
not be granted for the purpose of seeking or engaging in other employment. Any exception to
this provision shall be at the sole discretion of the Chief.
18.05 FMLA/FCA. Employees shall be eligible for family leave pursuant to the Family
and Medical Leave Act (FMLA), Washington Family Care Act (FCA), and Port policies relating
to the FMLA and FCA.
ARTICLE 19 – RE-EMPLOYMENT RIGHTS
19.01 Hiring Preference. An employee who was not on probation, and who was in good
standing at the time of voluntary separation (excluding retirement) from the Department shall
have hiring preference over any other applicant for employment (but excluding employees on
layoff roster) if application is made within one (1) year from the date of separation from the
Department.
19.02 Eligibility. To receive hiring preference, the application is subject to the following
requirements:
(a) Request must be for the classification that the employee held at the time of
voluntary separation; and
(b) If no job opening is available at the time of application, the application will still be
given preference for any job opening, subject to (a) above, that occurs within one
(1) year from the date of application; and
(c) The ultimate determination of whether the employee will be rehired will be
made by the Department; and
(d) The Department may require any investigation it deems necessary before the
application is approved for reinstatement; and
(e) At the discretion of the Chief, a background investigation, polygraph examination,
and medical examination may be conducted for a period of absence of less than
during the first ninety (90) days. After ninety (90) days, the background
investigation, polygraph examination, and a medical examination will be
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mandatory. A drug screen test will be administered regardless of the time away
from the Department; and
(f) The seniority date of any officer re-employed pursuant to this Article shall be his
or hertheir original date of hire, provided that no seniority shall accumulate for
those periods that the officer was not a bargaining unit employee.
ARTICLE 20 – TEAMSTERS HEALTH AND WELFARE PROGRAMS
20.01 Eligibility - The Port agrees to provide and maintain the health and welfare
benefits listed in Sections 20.02 and 20.03 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. In the event of a duty-disability covered under Article 15,
the hours requirement shall not apply.
20.02 Effective January 1, 2019 2022 (based on December 2018 2021 hours), the Port
agrees to provide and maintain the following benefits:
(a) Medical - Contribute the sum of $1,444.401,525.80 per month for benefits
under the "PLAN A" (Price includes an addition of $11.40 for the additional
9 month waiver, from the base price of the plan and $18.00 for domestic
partner coverage).
(b) Dental - Contribute the sum of $132.70122.50 per month for benefits under
the "PLAN A" (price includes an addition of $2.20 for domestic partner
coverage.)
(c) Vision - Contribute the sum of $17.30 per month for continued benefits
under the "EXTENDED BENEFITS" (price includes an addition of $.20 for
domestic partner coverage.)
(d) Life Insurance - The Port agrees to provide life insurance in an amount
which insures each eligible employee shall be covered for an amount of
life insurance equal to forty percent (40%) of his/hertheir total annualized
pay rate, based upon the employee's classification.
Effective July 1, 2023, the parties agree to reopen the Life Insurance provision to discuss Formatted: Left, Indent: Left: 0", First line: 0", Right: 0",
coverage beginning the 2024 Plan year. Tab stops: Not at 1"
20.03 Retirees’ Welfare Trust. The Port shall contribute the following for continued
benefits under the “RWT PLUS XL PLAN,” and the Port shall continue to reduce each member
of the Bargaining Units’ wages by an amount equal to one-half (1/2) of the monthly premium
per member:
Effective January 1, 20192022 $94.85175.00
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Effective January 1, 2020, members of the bargaining group will be eligible to enroll in the
Teamsters Retiree Welfare Trust XL plan. The Port shall contribute fifty dollars ($50.00) per
month for the term of the Agreement toward the monthly premium of each member enrolled in
the Teamsters Retiree Welfare Trust Plus XL plan. The balance of the monthly premium rate
will be paid by members of the bargaining group through monthly payroll deduction. The Port
will be absolved from any liability associated with this Teamsters Retiree Welfare Trust plan.
20.04 Maintenance of Plans. The Trustees may modify benefits or eligibility of any plan
for the purposes of cost containment, cost management, or changes in medical technology and
treatment. If increases are necessary to maintain the current benefits or eligibility, or benefits
or eligibility as may be modified by the Trustees during the life of this Agreement, the Port shall
pay such premium increases as determined by the Trustees.
Effective January 1, 2019, each employee shall contribute $75.00 per month toward the
monthly premium costs in Article 20.02.
Effective January 1, 2021, each employee shall contribute $125.00 per month toward the
monthly premium costs in Article 20.02.
Effective January 1, 2024, each employee shall contribute $150.00 per month toward the
monthly premium costs in Article 20.02.
The Employer shall pay the remaining costs of the monthly premiums.
20.05 Supplemental Insurance Programs. 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 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.
ARTICLE 21 – BENEFITS
The Port agrees to provide the following benefits requested by the Union:
(a) Washington State Public Employees Retirement System, or LEOFF as
applicable. Effective January 1, 2015, for employees ineligible to participate in
LEOFF or PERS, the Port shall contribute an amount equal to the employer’s
regular rate of contribution for LEOFF or PERS eligible employees into the Port’s
401 (a) Plan referenced in Article 21 (c).
(b) Unemployment compensation benefits under the Washington State Employment
Security Act.
(c) Contributions of six and two-tenths percent (6.2%) of salary on behalf of all
members of the bargaining unit, transmitted to the Plan each pay period, up to
the annual maximum limits of social security, to the ICMA 401(a) Plan.
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(d) For all bargaining unit employees hired prior to April, 1986, the Port shall pay an
additional one and forty-five hundredths percent (1.45%) of salary as wages.
(e) Free parking as currently provided limited to employees on duty status.
(f) Locker room and lunchroom facilities.
(g) Washington State Self-Insured Workers' Compensation.
(h) 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 following each 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 costs
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.
(i) Forty (40) hours training will be scheduled per year per officer.
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(j) As provided below in this paragraph, employees shall be eligible for participation
in the Port of Seattle's Deferred Compensation Plan as revised. 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 or to any other provisions of this Labor Agreement or to negotiation by
the Union.
(k) Each Police Officer assigned to Canine Duty shall be provided with a Port vehicle
for the purpose of dog transport.
(l) PACIFIC COAST BENEFIT PLAN
For the duration of this Agreement, tThe Employer contribution shall be one dollar
and thirty-five cents ($1.35) per hour compensated.
Effective January 1, 2024, the Employer contribution shall be one dollar and fifty
cents ($1.50) per hour compensated.
The Union reserves the right to convert to an alternate tax deferred plan that
would provide for individual direction of investment alternatives at any time during
the term of this contract upon sixty (60) days notice to the Port of Seattle, provided
that the change would involve no additional cost to the Port of Seattle.
(m) Previously negotiated LEOFF II repayment arrangements shall be maintained.
(n) The Port of Seattle shall allow all employees the opportunity to attend the Port of
Seattle retirement planning seminars.
(o) Retirement Firearm & Box. Upon retirement from the Port of Seattle Police
Department, the retiring officer with at least five (5) years of service will be
provided the following as compensation for prior service:
(1) The officer’s assigned service weapon; and
(2) A display box suitable to display the service weapon.
(p) Paid Parental Leave. The Port shall continue to provide Paid Parental Leave to
members of this bargaining unit. Eligibility, participation, and terms of the Paid
Parental Leave shall be as provided to non-represented employees as outlined
in Port Policy HR-5. The Port may change or modify its Paid Parental Leave
policy and/or procedure. If the Port desires a change/modification, the Port
agrees to provide the Union with advance notice of any change.
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(q) COMMUTER BENEFITS
Employees in the bargaining unit shall be eligible for the following benefits:
The One Regional Card for All (“ORCA Card”) Program:
The Port offers ORCA cards to eligible employees at a substantially reduced cost
for transportation on multiple regional transit systems. Employees who
participate in the ORCA card program may also be eligible for additional
subsidized transportation services. The availability of the ORCA program, annual
cost, potential tax consequences for employees, and other provisions are subject
to change based on guidelines provided by agencies with whom the Port
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.
(r) 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 Officers.
ARTICLE 22 – COMPENSATION FOR MILEAGE, EXPENSES, & TRAVEL TIME
22.01 Reimbursement for Reasonable Expenses; Procedure. 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.
22.02 Normal Pay and Work Schedule. An employee's normal pay and work schedule
shall apply as provided for in this Agreement in connection with travel assignments inside and
outside of King County, as defined under the Fair Labor Standards Act (FLSA) guidelines. This
provision does not restrict Management’s ability to modify an employee’s normal workweek
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and normal workday to accommodate training or educational requirements in accordance with
Section 11.03.B.
22.03 Mileage for Private Vehicle Travel. When travel by an employee's private vehicle
is required and authorized by Department management, such travel shall be reimbursed in
accordance with the mileage reimbursement schedule as approved by the Port Commission
for Port employees. However, at no time shall the amount be less than the IRS-approved
mileage rate. Requests for mileage shall be submitted according to Port policy.
22.04 Bomb Technician Dispatch to Non-Port Site. When a Bomb Technician is
dispatched from home to a non-Port bomb site and has not been furnished a port vehicle to
use, 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.
22.05 Reporting Location. When a supervisor assigns an employee to work at a
location other than his/hertheir primary duty location, the employee may go into service at
his/hertheir primary duty location if:
1. the assignment was not known or foreseeable at the time of the employee’s last
shift worked; and
2. the employee would not have the necessary uniform and equipment unless s/he
picked it up at the primary duty location.
In such situations, the employee must give reasonable advance notice and coordinate with
his/hertheir supervisor. Assignments made from the voluntary overtime list will be considered
foreseeable.
ARTICLE 23 – FALSE ARREST AND PROFESSIONAL LIABILITY
The Port shall continue to provide professional liability coverage, including false arrest
coverage for Port Police Officers when they are acting within the scope of their authority and
duties as a law enforcement officer for the Port of Seattle.
ARTICLE 24 – UNIFORMS AND EQUIPMENT
24.01 Port Provides Uniforms And Equipment. The Port shall provide uniform s and
equipment in accordance with requirements as established by the Chief.
24.02 Damage Reimbursement. Limited to three hundred dollars ($300.00) for each
incident, reasonable reimbursement shall be provided for repair or replacement of eyeglasses,
watches, or hearing aids which may be broken, damaged or lost as a result of work related
activities, where no employee negligence is involved. This benefit applies only in situations
where the benefits are not covered under Teamsters Health and Welfare Plans or other
benefits. Decisions on claims for reimbursement shall be approved or disapproved and
submitted to Accounting within two (2) weeks of receipt.
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24.03 Clothing/Cleaning Allowance. The Port shall continue to pay a clothing/cleaning
allowance of seventy dollars ($70.00) per month to police officers assigned to the Criminal
Investigation Section.
Effective on October 1, 2001, the Port shall pay a quarterly clothing/cleaning allowance of
ninety dollars ($90.00) at the end of each calendar quarter thereafter to police officers assigned
to the Administrative Section, namely the Fleet and Supply Officer, the Research and
Development Officer, and the Training Officer.
24.04 Safe Storage Device. In accordance with Department policy, if requested by an
employee, the Department will issue an appropriate safe storage device selected by the
Department.
24.05 Port of Seattle Police Vehicles and Portable Radios. At the Chief’s discretion, a
Global Positioning System (GPS) will be installed in selected Port of Seattle Police vehicles
(GPS) and Portable Radios.
The Department may use GPS data as evidence in an official Department Investigation
providing the data is of a specific incident. GPS data can also be used for training purposes.
GPS queries will not be routinely or randomly used to monitor officer performance. A
supervisor may review GPS data of a specific incident when there is an articulable reason for
justifying such review. Articulable reasons for reviewing an officer's GPS include, but are not
limited to: (1) capturing specific evidence for use in a criminal prosecution, (2) a civil claim has
been filed against the Port involving the incident, (3) a complaint has been made against an
officer regarding the incident, (4) the incident included a use of force, (5) the incident included
a vehicle pursuit, (6) the incident included a vehicular collision, or (7) the incident involved a
serious injury or death. Notwithstanding the other provisions of this section, Field Training
Officers may review the GPS of probationary trainees in the Field Training Program and any
commissioned personnel can advise dispatch to broadcast GPS data when an articulable
reason exists (for example, locating an Officer for safety purposes).
GPS review log will be kept and must be maintained. The log must include the date, time,
reviewer, and reason for the review.
ARTICLE 25 – GRIEVANCE PROCEDURE
25.01 Grievance Defined. Any dispute regarding the interpretation or a pplication of this
Agreement shall be regarded as a grievance and shall be subject to the terms of this grievance
procedure.
25.02 Time Limits. All grievances shall be presented within twenty (20) days of the
occurrence or the date that the employee actually knew or reasonably should have known of
the occurrence, whichever is later. This time limit and the other time limits set forth in this Article
may be extended by mutual agreement of the Employer and the Union. All references to time
in this Article shall be to calendar days.
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25.03 Election of Forum. An officer electing to pursue a matter through the Civil Service
System may not also pursue to arbitration a grievance through this grievance procedure. Any
complaint that a matter constitutes a violation of Article 7 of this Agreement may not be pursued
to grievance arbitration if the matter has been challenged in any other administrative or judicial
forum.
25.04 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 the grievance
procedure.
25.05 Grievance Procedure.
STEP I
The affected employee shall present the grievance in writing to his or hertheir division
commander. If the Division Commander or the Division Commander’s designee and the
grievant are unable to arrive at a satisfactory settlement, the Division Commander (or designee)
will issue a written response to the employee, with a copy to the Union’s business
rRepresentative. The response shall be issued no later than ten (10) days after the date that
the grievance was initially filed. The Union may refer the grievance to Step 2 within ten (10)
days of receipt of the Division Commander’s response, or the date the response was due.
STEP II
Initiation of Step 2. The Union ’s business rRepresentative shall present the grievance in writing
to the Chief of Police or the Chief’s 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 (1) officer, the Union may
elect to file a grievance at Step 2 without the need for individual officers to file grievances at
Step 1. The twenty (20) day time limit referenced in Section 25.02, as well as the other
requirements of this Article, shall be applicable to such filings.
Step 2 Meeting. Within fourteen (14) days after the initiatio n of Step 2, the Union’s business
rRepresentative and the Chief or the Chief’s designee shall meet to discuss possible resolution
of the grievance. If the Parties are unable to arrive at a satisfactory settlement, the Chief or
the Chief’s designee will issue a written response to the Union’s Business Representative
within ten (10) days of the meeting. The Union may refer the grievance to Step 3 within ten
(10) days of receipt of the response or the date the response was due. If the parties mutually
agree to waive the Step 3 Board of Adjustment process, the Union may refer the grievance to
Step 4 within ten (10) days of receipt of the Step 2 response or the date the response was due.
STEP III
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Initiation of Step 3. The Union shall notify the Chief and the Port’s Labor Relations
representative or the Port shall notify the Union, in writing, of its desire to move the matter to a
Board of Adjustment.
Board of Adjustment. The Parties shall schedule a Board of Adjustment hearing which shall
be held no later than twenty (20) days after the initiation of Step 3. The purpose of the hearing
is to evaluate all known facts relating to the grievance in order to determine an appropriate
resolution. The Port’s Labor Relations representative, the Chief or designee, and two (2) Union
representatives shall be present, and both sides shall have an opportunity to present all
information that they have relating to the grievance. If the Parties are unable to arrive at a
settlement, or if the Board of Adjustment hearing is not held within twenty (20) days after
initiation of Step 3, the Union may refer the matter to Step 4 within ten (10) days following the
hearing. The Parties may mutually agree to waive the Step 3 process.
STEP IV: ARBITRATION
Initiation of Step 4. The Union or the Port initiates Step 4 by filing a written request with the
other party, specifying the issue(s) to be arbitrated.
Selecting an Arbitrator. For all arbitrations involving disciplinary actions, discharges, or
terminations, the arbitration selection procedure shall be as established by RCW 41.58.070.
For all other arbitrations, Tthe 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. 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 sh all
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/hertheir decision solely to the interpretation, application, or enforcement of this
Agreement. The arbitrator shall confine himself/herself to the precise issue(s) submitted for
arbitration, and shall not have the authority to determine any other issues not so submitted to
him/herthem. The decision of the arbitrator shall be final and binding upon the aggrieved
employee, the Union, and the Port. The fees and expenses of the arbitrator shall be equally
split between the Parties; otherwise, each Party shall pay its own fees, expenses, and costs,
including attorney fees, witness compensation, and transcript requests.
ARTICLE 26 – PERSONNEL FILE - PUBLIC RECORDS REQUEST
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.
ARTICLE 2627 – CONFERENCE BOARD
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2627.01 There shall be a Department Conference Board consisting of three (3)
employees named by the Union and three (3) representatives of the Department named by the
Chief. The Chief, or his/hertheir representative, shall sit as one of the three (3) employer
representatives to the maximum extent practicable, but any of the six (6) members may be
replaced with an alternate from time to time. The Parties may mutually agree to bring in
additional persons with expertise in the matters being discussed.
2627.02 The Conference Board shall meet at the request of the Union or the Port
and shall consider and discuss matters of mutual concern pertaining to the improvement of the
Department and the safety and welfare of the employees. These matters may include issues
of development, committee membership, special team/unit assignments, testing, et cetera.
2627.03 The purpose of the Conference Board is to deal with matters of general
concern to members of the Department as opposed to individual complaints of employees;
provided, however, it is understood that the Conference Board shall function in a
communications and consultative capacity to the Chief of Police. Accordingly, the Conference
Board will not discuss grievances properly the subject of the grievance procedure, except to
the extent that such
discussion may be useful in suggesting improved Departmental policies. Either the Union
representatives or the Port representatives may initiate discussion of any subject of a general
nature affecting the operations of the Department or its employees.
2627.04 An agenda describing the issue(s) to be discussed shall be prepared by
the initiating Party and distributed at least three (3) days in advance of each meeting, and
minutes may be kept and made available to members. Nothing in this Article shall be construed
to limit, restrict, or reduce the management prerogatives outlined in this Agreement.
2627.05 The Conference Board shall provide an answer to those issues/questions
brought before it within a mutually agreed upon time.
ARTICLE 2728 – PERFORMANCE OF DUTY, STRIKES, AND LOCKOUTS
2728.01 Nothing in this Agreement shall be construed to give an employee the right
to strike, and no employee shall strike or refuse to perform assigned duties to the best of
his/hertheir ability. The Union agrees that it will not condone or cause any strike, slowdown,
mass sick call, or any other form of work stoppage or interference with the normal operation of
the Police Department or of the Port.
2728.02 The Port agrees that there shall be no lockouts.
2728.03 The conditions stated in Sections 27.01 and 27.02 of this Article shall
remain in effect with or without a signed Labor Agreement.
2728.04 If a party is alleged to have violated this Article, the Parties agree to submit
the alleged violation of this Article to expedited binding arbitration.
ARTICLE 2829 – SAVINGS CLAUSE
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If any Article of this Agreement or any Appendix hereto should be held invalid by operation of
law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any
Article or Appendix should be restrained by such tribunal, the remainder of this Agreement and
Appendices shall not be affected thereby, and the Parties shall enter into immediate collective
bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement of
such Article.
ARTICLE 2930 – ENTIRE AGREEMENT
2930.01 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.
2930.02 The Parties acknowledge that each has had the unlimited right and
opportunity to make demands and proposals with respect to any matter deemed a proper
subject for collective bargaining. The results of the exercise of that right are set forth in this
Agreement.
ARTICLE 3031 – INCORPORATION OF APPENDICES & LETTERS OF AGREEMENT
By reference herein, the Letters of Agreement and Appendices listed below are hereby made
part of this Agreement and do not require individual Employer-Union signature.
1. Appendix A – Pay Rates
2. MOU re Staffing Shortage
3. Appendix B – Police Officers’ Bill of Rights
4. Appendix C – Drug/Alcohol Testing
4. Letter of Agreement – Armed Presence at Waterfront
5. Canine Trainer Schedule
6. Code of Conduct/Workplace Responsibility Handbook
7. Police Officer Participation on FBI Bomb Disposal Unit Stabilization Team
8. PERC Cases # 26890-M and #26891-M
9. Memorandum of Agreement – Police Traffic Support Specialists on the Airport
Drives
10. Memorandum of Understanding – Scent Borne Canine Positions
ARTICLE 3132 – TERM OF AGREEMENT: JANUARY 1, 2019 2022 TO DECEMBER 31,
20212024
Base wage increases and differentials, and effective dates, shall be as provided for in Appendix
A.
All other conditions shall be effective on the date the Agreement is signed or as otherwise
identified in this Agreement. All provisions of this Agreement shall extend from the effective
date to December 31, 20212024. The Agr eement may be opened to negotiate a successor
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Agreement by either party giving notice in writing not later than sixty (60) days prior to the
expiration date.
PORT OF SEATTLE TEAMSTERS LOCAL UNION
NO. 117, IBT
STEPHEN METRUCK JOHN SCEARCY
Executive Director Secretary-Treasurer
Date Date
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APPENDIX A
PAY RATES
1. BASE WAGE INCREASES
1/1/2019
Progression Base Hourly Rate
Officer E $ 36.64
Officer D $ 39.28
Officer C $ 41.22
Officer B $ 43.26
Officer A $ 46.66
Effective January 1, 20192022, base hourly wages will be modified to provide that effective
January 1, 20192022, Officers will receive a nine percent (9%) cost of living increase., which
is 100% of the Seattle/Tacoma/Bellevue CPI-U October 2017-October 2018, with a 0%
minimum and a 6% maximum.
Effective January 1, 20202023, Officers will receive a cost of livingseven percent (7%)
increase, which is 100% of the Seattle/Tacoma/Bellevue CPI-U October 2018-October
2019, with a 0% minimum and a 6% maximum. Officers will also receive a one percent
(1.0%) increase above COLA.
Effective January 1, 20212024, Officers will receive a cost of living increase, which is 100%
of the Seattle/Tacoma/Bellevue CPI-U October 20192022-October 20202023, with a 0%
minimum and a 6% maximum. Officers will also receive a one two percent (21.0%) increase
above COLA.
All base wage rates shall be rounded to the nearest whole cent.
2. STEP INCREASES
If officers perform duties of their classification in a satisfactory manner, officers in B, C, D, or E
classifications shall receive promotional step increases after each twelve (12) months from E
to D to C to B and, finally, to A classification.
3. LONGEVITY PAY
Base pay for Port Police Officer A classification shall be increased by the following longevity
premium schedule based upon date of hire.
A. 2% Longevity Premium: From the start of the sixty -first (61st) full month to and
including the one hundred twentieth (120th) full month of continuous employment,
permanent employees shall be paid a longevity premium of two percent (2%).
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B. 5% Longevity Premium: From the start of the one hundred twenty-first (121st) full
month to and including the one hundred eightieth (180th) full month of continuous
employment, permanent employees shall be paid a longevity premium of five
percent (5%).
C. 7% Longevity Premium: From the start of the one hundred eighty-first (181st) full
month to and including the two hundred fortieth (240th) full month of continuous
employment, permanent employees shall be paid a longevity premium of seven
percent (7%).
D. 9% Longevity Premium: Fro m the start of the two hundred forty-first (241st) full
month to and including the two hundred sixty-fourth (264th) full month of
continuous employment, permanent employees shall be paid a longevity
premium of nine percent (9%).
E. 11% Longevity Premium: From the start of the two hundred sixty-fifth (265th) full
month and beyond of continuous employment, permanent employees shall be
paid a longevity premium of eleven percent (11%).
4. EDUCATIONAL INCENTIVE
Base pay for all officers shall be increased by the following educational incentive schedule:
Percent of "A" Rate Degree
2% Associate of Arts Degree
4% Bachelor's Degree
6% Advanced Degrees (e.g. MA, MBA, JD)
A. The base pay increases provided for above shall be available only to those police
officers who have successfully completed probation.
B. Police officers shall be eligible to receive the educational incentive and longevity
pay.
5. OUT-OF-CLASSIFICATION PAY
The Port agrees that, in the event an employee is required to assume duties and responsibilities
out of his/hertheir classification, he/shethey will be paid the first pay step of the next higher
classification to commence immediately upon assumption of said duties, provided the
assignment is for one-half (1/2) shift or more. Longevity credits shall not be applied when the
highest classification falls outside of the bargaining unit.
6. ASSIGNMENT AND SPECIALTY PAY – Effective June 1, 2015
A. Marine Unit, Traffic Unit Differential. The pay differential for an officer
assigned to the marine unit, or to the traffic unit shall be four percent (4%) above
the employee’s base rate.
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B. Detective. The pay differential for an officer assigned as a detective shall be
four percent (4%).
C. Bomb Squad Differential. The pay differential for an officer assigned to the
bomb squad shall be ten percent (10%) above the employee's base pay rate.
D. SWAT Differential. The pay differential for an officer assigned to SWAT shall be
four percent (4%) above the employee’s base pay rate.
E. Canine Differential. The pay differential for an officer assigned to the Canine (K-
9) unit shall be four percent (4%) above the employee’s base pay rate. Such
officers shall also receive the following compensation:
(1) For each normal work day, the employee shall receive one (1) hour of
overtime pay for dog care.
(2) For each shift worked, normal or overtime shall receive one (1) hour of
travel time. If the shift is a normal workday, the handler leaves one (1)
hour prior to the end of shift. If the shift is overtime, the travel hour is
added to the total hours of overtime. If an officer stays for a shift extension,
the travel time is paid at the end of the extension.
Scheduling K-9 Days Off:
(1) For each day off, the handler receives one (1) hour of straight time
compensation for dog care, of which one (1) day per month can be taken
as compensatory time off in the form of a “K-9 day.”
(2) K-9 days are requested in advance and are not subject to the bid vacation
rules. Instead, the following standards apply:
A. To receive a K-9 day off, the officer must request the day off at least
fourteen (14) days in advance.
B. The request will not be denied on the basis that it would require the
Department to pay overtime, or on the basis that it would require
the Department to mandate another officer to work overtime.
C. The Department may deny the day off request only if one of the
following conditions exist:
(i) An emergency which involves the cancellation of all vacation
leave;
(ii) A K-9 staffing need that stems from TSA staffing
requirements;
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(iii) A K-9 staffing need that results from a special event;
(iv) The officer’s attendance is required for specialized K-9
training, provided that this condition does not apply to routine
K-9 training; or
(v) A position needs to be filled due to minimum staffing
requirements and, after exhausting mandatory overtime
procedures, there is no other officer available to perform the
work; or.
(vi) The Chief has the discretion to deny a canine day off based
on canine staffing.
(3) Any excess hours earned or not taken as comp time will be paid at the
straight time rate. If the handler has not accumulated the full day of comp
time the difference can be made up with vacation hours to take the K-9
day with the supervisor’s approval.
The above benefits, with the exception of travel time, continue until the
department and TSA (for EDT) retire the canine. The department will offer the
K-9 to the handler and sign over responsibility. If the handler declines the canine,
the department will take custody of the canine.
Per agreement with TSA, the department will provide a kennel at the handler’s
residence. The exact location of the kennel is at the discretion of the handler.
The kennel will be constructed to the current department standard.
F. Canine Trainer Differential. An officer assi gned as the Canine Trainer shall
receive a four percent (4%) differential above the employee’s base rate of pay,
with or without a dog.
G. Dive Team Differential. Officers assigned to dive team duty shall receive a four
percent (4%) differential above the employee’s base pay rate.
H. Crime Scene Specialist/Evidence Identification Technician. Recognizing the
technical nature of this assignment, progression through the three (3) identified
pay steps shall be contingent on and in accordance with the level of technical
expertise obtained by the officer assigned.
Candidates for this assignment shall be evaluated during the selection process
and if selected shall be considered to meet the entry level (basic) training
requirements of the job as identified.
The differential premiums shall be as follows:
First step: 3%
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Second Step: 5%
Third Step: 7%
I. Police Training Officers Differential.
1. The pay differential for an officer assigned as a Police Training Officer
(PTO) shall be three percent (3%) of the employee’s base rate. Effective
upon ratification and execution of the agreement, this three percent (3.0%)
pay differential for Officers assigned as a PTO will increase to four percent
(4.0%).
Effective upon ratification and execute, the PTO premium will be increased Formatted: Indent: First line: 0"
to five percent (5%) above the employee’s base pay rate.
2. To be eligible for the differential pay noted in Appendix A(6)(I)(1) above,
the officer must be certified and assigned as an PTO. Those officers
assigned as a PTO but not assigned a recruit shall receive the differential
during such assignment.
3. Although the Department shall assign the recruits to be trained by each
PTO, ordinarily, but not necessarily always, only one (1) recruit will be
assigned to each PTO in Phase II at one time and ordinarily no more than
two (2) will be assigned each PTO in Phase III at one time.
4. There shall be an annual selection and sunset for PTO assignments,
however the department shall maintain a minimum of four (4) PTOs at all
times.
J. Fleet and Supply Officer. The officer assigned to Fleet and Supply shall receive
a five percent (5%) differential above the employee’s regular rate of pay.
Effective June 1, 2015:
Fleet and Supply Officer, Professional Development Officer, Professional
Standards Officer. The Officer(s) assigned to Fleet and Supply, Office of
Professional Development (OPD), and/or Office of Professional Standards (OPS)
shall receive a five percent (5%) differential above the employee's regular rate of
pay.
K. Team Leader Differential.
1. Bomb Disposal Unit. Recognizing the technical nature of this
assignment, candidates for this assignment shall be evaluated by an
assessment process, candidates selected shall be considered to have met
the requirements of the job as identified.
Officers assigned as Team Leader shall receive a seven percent (7%)
differential above the employee’s base pay rate.
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L. Civil Disturbance Unit. Effective June 1, 2015, Officers assigned to the Civil
Disturbance Unit (CDU) shall receive a two percent (2%) differential above the
employee’s base pay rate.
Effective upon ratification and execution, Officers assigned to the Civil
Disturbance Unit (CDU) shall receive a four percent (4%) differential above the
employee’s base pay rate.
Formatted: Indent: Left: 1"
M. 12-Hour Patrol Shift Premium Differential. Effective March 29, 2009,
Officers assigned to the twelve (12) hour patrol shift schedule shall receive a two
and one-half percent (2.5%) patrol premium differential above the employee’s
base rate of pay.
N. Crisis/Hostage Negotiator. Effective upon ratification and execution of the
agreement, Officers assigned to the joint agency Valley Crisis/Hostage
Negotiator team shall receive a three percent (3.0%) pay differential.
O. Premium Stacking Limitation. Officers are entitled to receive only the two (2)
highest specialty/assignment premiums for which they are eligible; however, the
patrol shift premium is excluded from this “stacking” limitation.
7. STANDBY
Standby time shall be compensated at fifty percent (50%) of the straight time rate of pay.
8. PHYSICAL ABILITY INCENTIVE PAY – EFFECTIVE UPON RATIFICATION
BETWEEN THE PARTIES
Employees shall be eligible to demonstrate physical ability and receive an incentive as
follows:
Annually, employees who test at the Exercise Science Center (ESC) and achieve a
rating of two (2) will receive an additional one and a half percent (1.5%) premium above
the employee’s base rate of pay the following year.
As an alternative to the Exercise Science Center, the Port of Seattle Police Department
will annually administer the Criminal Justice Training Commission (CJTC) Physical
Abilities Test (PAT) to employee participants. Those employees who pass at the
minimum fitness standards established by the CJTC shall qualify for a one percent (1%)
premium above the employee’s base rate of pay for the following year.
9. SHIFT DIFFERENTIAL
Effective the first FLSA work period of 2018 only employees who have bid the second
watch (1700-0530) shall receive a two percent (2%) differential above the employee’s
base rate of pay for all compensable hours. If an Officer is permanently reassigned to
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a day shift position, the two percent (2.0%) night differential shall cease immediately. If
circumstances pull an Officer from night shift for more than thirty (30) days, the
differential shall cease until the Officers returns to the assigned bid night shift. An Officer
who is reassigned as a result of an on the job injury shall maintain his/hertheir shift
differential.
10. PAYROLL
A. Payroll Periods/Payroll Errors. 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 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
straight time 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 pay check.
B. Daylight Savings Time. It is the intent of the Parties that employees working
during Daylight Savings Time changes be paid only for actual hours worked.
Accordingly, employees who are working on Night Watch in the spring, when the
clocks are moved forward one (1) hour (other than those who are scheduled to
be off at 0200 hours), will be required to either: (a) utilize one (1) hour of paid
vacation leave, or (b) to go unpaid for one (1) hour. Employees who are working
on Night Watch in the fall, when the clocks are moved back one (1) hour (other
than those who are scheduled to be off at 0200 hours), will be paid one (1) hour
at the overtime rate of pay.
C. Mandatory Direct Deposit. As a condition of continued employment, all
employees are required to participate in the Port’s direct deposit program for
payroll purposes.
11. The parties agree to meet by or before June 30, 2023 to discuss a take home car program. Formatted: Indent: Left: 0", Hanging: 0.5"
12. The parties agree to meet by or before December 1, 2022 to discuss Body Worn
Cameras (BWC). The parties shall at the first meeting pre-calendar 1-2 BWC bargaining
sessions a month thru May. The parties agree to bargain in good faith and will not
unnecessarily delay the progress of negotiations. During this time period, unless an
agreement has been reached, the Port will not implement BWC. After June 1, 2023,
while BWC may be implemented, the parties will continue bargaining effects, including
mediation and interest arbitration, if necessary.
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MEMORANDUM OF UNDERSTANDING
By and Between
PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
REPRESENTING POLICE OFFICERS
Affiliated with the
International Brotherhood of Teamsters
Re: Staffing Shortage
In recognition of the current staffing shortage at the Port, the parties have entered into the
following MOU in an effort to improve staffing levels and enhance public safety at Port facilities.
The terms of the MOU are as follows:
Duration – through December 31, 2024, provided that the Port can terminate the MOU prior to
that time with thirty (30) days written notice to the Union.
Temporary CBA modifications:
1. In regards to CBA Section 11.01,B,(9),(b) of the CBA: The Chief (or designee)
can deny an Officer’s choice/request to not work a make-up day, if such choice
places the Department below minimum staffing levels.
Formatted: Indent: Left: 1.06", No bullets or numbering
2. In regards to CBA Section 11.05,F,(5),(b): For the Department to meet MSL,
they can continue filling the vacant position/s by selecting officers who have
volunteered and worked the least amount of overtime, to the officer who has
volunteered and worked the greatest amount of overtime during the last pay
period until all MSL positions are filled.
Formatted: Font: Arial
3. In regards to CBA Section 11.05,F,(5),(c) of the CBA: Officers may be Formatted: Left, Indent: Left: 0.5", No bullets or
scheduled for up to two mandatory overtime shifts contiguous to their regular bid numbering
shift/squad. An Officer shall have a minimum of two (2) consecutive days off
within any given seven (7) day period.
Formatted: Font: Arial
4. In regards to CBA Section 11.05,F,(5 (k) of the CBA: In the event that the Port Formatted: Left, Indent: Left: 0.5", No bullets or
finds the next on coming shift below MSL, the Port can mandatory an officer to numbering
extend their shift, unless otherwise prohibited by this agreement.
Formatted: Font: Arial
Formatted: Indent: Left: 0.5", No bullets or numbering
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5. In regards to Article 11.05 F (5) (l) of the CBA: When needed to meet
minimum staffing levels, mandatory overtime may be assigned without regard
to 1) the fourteen day requirement, or 2) as a shift extension.
Formatted: Font: Arial
6. In regard to Article 11.05 F (7) of the CBA: Any mandatory overtime assigned Formatted: Indent: Left: 0.5", No bullets or numbering
without fourteen (14) days’ notice, shall be paid at double time (2x) the Officers Formatted: Indent: Left: 0.56"
base rate of pay.
Comp Time. In lieu of accepting overtime pay for overtime hours worked, an employee may
elect to take compensatory time off under the following conditions:
1. One (1) hour of overtime worked provides one and one-half (1 1/2) hours off. Formatted: Indent: Left: 0.5", Hanging: 0.5", Numbered +
Level: 1 + Numbering Style: 1, 2, 3, … + Start at: 1 +
Alignment: Left + Aligned at: 1" + Indent at: 1.25"
2. In advance of performance of overtime work, comp time must be requested by
Formatted: Indent: Hanging: 0.5"
the employee and approved at the sole discretion of management.
Formatted: Indent: Left: 0.5", Hanging: 0.5", No bullets
or numbering
2. The maximum comp time accrual is one hundred twenty (120) hours. Any
Formatted: Indent: Left: 0.5", Hanging: 0.5"
outstanding comp time accrual as of the date this MOU terminates will be cashed
Formatted: Indent: Left: 0.5", Hanging: 0.5", Numbered +
out by the Port. Level: 1 + Numbering Style: 1, 2, 3, … + Start at: 1 +
Alignment: Left + Aligned at: 1" + Indent at: 1.25"
5. All requests to use comp time must be approved in advance by the Department. Formatted: Indent: Left: 0.5", Hanging: 0.5"
Formatted: Indent: Hanging: 0.5", Numbered + Level: 1 +
a. Cash out Upon Separation/Termination. Upon termination of employment, Numbering Style: 1, 2, 3, … + Start at: 1 + Alignment: Left +
Aligned at: 0.75" + Tab after: 1" + Indent at: 1"
employees shall receive hundred percent (100%) of unused
Compensation Time.
b. If the MOU is terminated or not renewed after December 31, 2024, the
Officers accrued Compensation Bank will be cashed out, unless otherwise
agreed by the parties. l.
Contract Law Enforcement Officers (CLEO’s). Allow CLEO’s, non-precedence setting for either
party.
1. Officers assigned mandatory overtime will have four (4) days from the day of
assignment to arrange a trade or request that the shift be filled by a CLEO. If the
department is unable to obtain a CLEO, the requesting officer will need to fill the
shift.
2. The parties agree that any work performed by CLEO’s does not in any way
diminish (or expand) the scope of Teamsters 117 bargaining unit work. CLEO’s
will be assigned David Units before being assigned any other positions.
3. CLEO’s will work under the supervision and direction of a Port of Seattle Police
Sergeant.
4. CLEO’s are required to be vaccinated in accordance with Port Policy HR-34 and
Commissioned prior to being assigned.
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5. The parties agree that the assignment of CLEO’s is intended as a temporary
solution to the current staffing shortage at the Port. The parties also agree that
the allowances of CLEO’s per this Memorandum of Understanding is a nonprecedent
setting agreement that ends upon the expiration of this MOU, unless
mutually agreed otherwise.
6. The purpose of the above process is to provide officers the opportunity to work
overtime prior to the assignment of a CLEO to perform the work. The parties
agree to work collaboratively to reach solutions in the event this process has any
unintended consequences.
Overtime Related (effective first full pay period following ratification and approval)
1. In the event that the Port finds the next on coming shift below MSL, the Port can
mandatory an officer to extend their shift. Shift extensions shall be paid at 2X the
Officer’s regular rate.
2. All patrol overtime (as defined in the Port Police Patrol Staffing MOU) occurring
from 0500 Saturday through 0500 Monday will be paid at double (2X) time,
provided that from May 1, 2023 through September 30, 2023, all patrol overtime
(as defined in the Port Police Patrol Staffing MOU) occurring from 0500 Friday
through 1700 Monday will be paid at double (2X) time.
3. “There shall be no pyramiding of overtime in applying the provisions of the
Agreement, the Patrol Staffing MOU, and the new MOU attached to the 2022-
2024 Agreement.” Formatted: Font color: Auto
Formatted: Font: Arial
Formatted: Normal, No bullets or numbering
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MEMORANDUM OF UNDERSTANDING
By and between
PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
Affiliated with the International Brotherhood of Teamsters
Representing Police Officers
Re: Port of Seattle COVID-19 Vaccination Policy Impacts Bargaining
The following Memorandum of Understanding (“MOU”) is entered between the Port of Seattle
(“Port”) and the Teamsters Local Union No. 117 regarding the Port of Seattle’s COVID-19
Vaccination Policy as it applies Police Officers. This MOU is intended to resolve bargaining
over impacts of the Port’s COVID-19 Vaccination Policy (HR-34) only.
1. All bargaining unit employees who verified proof of being vaccinated (as of
November 15, 2021) (having received two doses of Moderna or Pfizer or one
dose of the Johnson and Johnson vaccine by November 15, 2021) shall receive
a lump sum payment equal to 12.5 times the January 1, 2023, Officer A
hourly rate to be paid no later than the first pay period in February, 2023.
2. Employees who resigned due to the Vaccine Policy or who were separated for
failure to comply will be placed on a rehire list until December 27, 2022 and will,
upon request, be allowed to bypass the written examination and interview
process and apply to their previous position, if the position remains available and
funded, if the employee has been fully vaccinated (per current HR-34 policy) and
if the employee meets the qualifications of the position. If two or more employees
who are on the list express an interest for an open position in the Department in
which they were previously assigned, the employee with the most service time
within that Department will be selected for the position.
3. If an employee separated pursuant to Section 2 above returns to employment
within one year of separation, their seniority date shall be their original date of
hire adjusted for the time period of their separation.
4. Limitation of Booster Requirement: The Union reserves the right to challenge any
future requirement that employees covered by this agreement are required to get
booster shots as a condition of employment. The Port will communicate to Local
117 any booster requirement as a condition of employment a minimum of 45 days
prior to the Port’s desire to implement.
5. The Union retains all rights under the collective bargaining agreement to file a
grievance on behalf of any represented employee who is separated from
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Meeting date: November 8, 2022
employment or denied an exemption and/or accommodation based upon an
alleged violation of the collective bargaining agreement.
6. The Union reserves its right to challenge the reasonableness of HR-34 in any
grievance procedure.
7. The Parties do not concede their positions regarding decisional bargaining
obligations with respect to the vaccine mandate and retain the right to challenge
the same. This agreement will be void if any legal governing body finds that the
Port has a decisional bargaining obligation with regard to the Port’s vaccine
mandate.
8. This MOU is entered between the parties on a one-time, non-precedent-setting
basis, specific to the circumstances presented herein.
9. This Memorandum of Understanding is effective upon signing.
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APPENDIX B
POLICE OFFICERS’ BILL OF RIGHTS
All employees within the bargaining unit shall be entitled to protection of what shall hereafter
be termed as the “Police Officers’ Bill of Rights” which shall be added to the present Rules and
Regulations of the Port Police Department. The wide ranging powers and duties given to the
department and its members involve them in all manner of contacts and relationships with the
public. Of these contacts come many questions concerning the actions of members of the
force. These questions often require immediate investigation by the Port Police Department.
In addition to ensuring the rights of officers are protected, the Parties recognize that the process
must protect the interests of the public and the Department. In an effort to insure that these
investigations are conducted in a manner that is conducive to good order and discipline, the
following guidelines are promulgated:
A. The police officers covered by this Agreement do not waive nor will they be
deprived of any of their Constitutional or Civil Rights guaranteed by the Federal
and State Constitution and Laws, afforded any citizen of the United States.
B. The following procedures shall apply to all administrative (i.e. non-criminal)
investigations of misconduct, which if proved could reasonably lead to a
suspension without pay or termination for that officer. In such cases, the
employee shall be informed in writing of the nature of the investigation, and
whether the employee is a witness or subject of the investigation.
If the employee is a subject of the investigation, prior to an investigative interview,
the Port shall provide the employee with that information necessary to reasonably
apprise the employee of the allegations of such complaint. Except in unusual
situations, this information shall include the name of the complaining party. The
above applies in cases of misconduct, and violations of Department rules and
regulations. When the Internal Investigation Section is assigned to investigate
non-criminal cases, the accused shall be notified within five (5) working days.
C. Any interrogation of an employee shall be at a reasonable hour.
D. The interrogation (which shall not violate the employee’s constitutional rights)
shall take place at a Port of Seattle Police station facility, except when impractical.
The employee shall be afforded an opportunity and facilities to contact and
consult privately with an attorney of the employee’s own choosing and/or
representative of the Union before being interrogated.
An attorney of the employee’s own choosing and/or a representative of the Union
may be present during the interrogation, but may not participate in the
interrogation except to counsel the employee.
E. The questioning shall not be overly long and the employee shall be entitled to
such reasonable intermissions as he/shethey shall request for personal
necessities, meals, telephone calls, and rest periods.
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F. The employee shall not be subjected to any offensive language, nor shall
he/shethey be threatened with dismissal, transfer, or other disciplinary
punishment as a guise to attempt to obtain his/hertheir resignation. No promises
or awards shall be made as an inducement to answer questions.
G. The Port will comply with any applicable state or federal restrictions that prohibit
the use of a lie detector or similar tests as a condition of continued employment.
H. An employee shall be permitted to read any material affecting his/hertheir
employment before such material is placed in the employee’s personnel file, and
an employee shall be allowed to rebut in writing material placed in his/hertheir
personnel file. Such written rebuttal shall also be included in the employee’s
personnel file.
I. An officer may make a request to the Office of the Chief to review material that
references the officer, contained in the Blue Team / IA Pro. The employee will
be allowed access to review such materials unless they are part of an active
investigation or otherwise protected from disclosure by law.
J. The Police Department will notify an officer prior to providing written materials to
the prosecutor’s office regarding an internal investigation unless to do so would
jeopardize an on-going criminal investigation.
K. As a department locker is assigned to an officer, who places his/hertheir lock on
such locker, locker search without notice may not be conducted without the
permission of the officer or without a search warrant, provided, however, with
twenty-four (24) hour notice to the officer involved, a locker inspection may be
conducted by the Chief or the Chief’s designee. Such an inspection may be
conducted by order of the Chief without the requirement of employee’s
permission and without a search warrant. The employee shall have the right to
be present during such locker inspection.
L. Officers will have an opportunity to sign complaints of misconduct or resulting
findings of such complaints before such material is entered into their personnel
files. The officer’s signature constitutes acknowledgment that he/she hasthey
have seen the material prior to its filing.
M. Except as otherwise provided by law, Aall case documentation shall remain
confidential within the Internal Investigation Section and to the Chief of Police,
and any other members of Police or Port management with a reasonable need
to know. Only cases that are classified as sustained shall be forwarded to the
Department Administrative file as well as a conclusion of findings to Human
Resources for inclusion in the employee’s personnel records.
N. There shall be a separate confidential Internal Investigation Section file for
unfounded cases. Such unfounded case file may be opened for legitimate “need
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to know” reasons with the approval of the Chief and/or Deputy Chief. Such
approval will be documented.
O. The Police Department will maintain in a secure location a personnel file for each
bargaining unit employee. Every person who signs out a file must complete the
Personnel File Access Form contained in the file. The Form will include a place
for the name of the person signing out the file, the purpose, and the dates the file
was signed out and returned.
P. If for any reason an employee’s personnel file or an internal affairs case in which
an employee is identified as a subject is requested pursuant to the Washington
State Public Records Act, RCW 42.56, the Department will provide to the affected
employee timely notice and a complete copy of the request.
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APPENDIX C
DRUG/ALCOHOL TESTING
PREAMBLE
While abuse of alcohol and drugs among our members is the exception rather than the rule,
the Teamsters Local 117 Police Officers Negotiating Committee shares the concern expressed
by many over the growth of substance abuse in American society.
The drug/alcohol testing procedure, agreed to by labor/management, incorporates state-of-theart
employee protections during specimen collection and laboratory testing to protect the
innocent.
In order to eliminate the safety risks which result from alcohol or drugs, the Parties have agreed
to the following procedures.
As referred to herein, testing shall be applicable to all entry level probationary employees and
to any other employee for whom the Port has a reasonable suspicion that the employee is
working while under the influence of alcohol or drugs.
A. Illicit substance or drug abuse by members of the Department is unacceptable
and censurable conduct worthy of strong administrative action.
B. Preconditions to Drug/Alcohol Testing. Before an employee may be tested for
drugs or alcohol based on reasonable suspicion, the Port shall meet the following
prerequisites.
1. The Port shall inform employees in the bargaining unit what drugs or
substances are prohibited.
2. The Port shall provide in-service training containing an educational
program aimed at heightening the awareness of drug and alcohol related
problems.
3. The Port and the Union shall jointly select the laboratory or laboratories
which will perform the testing.
4. Lieutenants or higher ranked officers shall be the Police Department
representatives to authorize or to approve a drug/alcohol test.
5. The officer authorizing or approving a drug or alcohol test under this
Appendix C shall provide a written report to the Chief, and to the employee,
if requested, that documents the basis for ordering the test under the
reasonable suspicion standard. The report shall be completed no later
than the end of the shift on which the test was ordered.
6. The Port shall not use the drug-testing program to harass any officer.
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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
period.
2. Entry level probationary employees shall only be tested while on duty.
3. The providing of a urine sample will be done in private.
4. Obtaining of urine samples shall be conducted in a professional and
dignified manner.
5. A portion of urine samples shall be preserved to permit the following:
a. Positive samples shall be tested a GC/MS test.
b. A third test for positive samples shall be conducted if requested by
the employee, at Port expense, by a reputable laboratory of mutual
choice.
The exercise of this discretion by the Department shall be deemed a term and
condition of such employee's period of entry level probation, and need not be
supported by any showing of cause.
If any employee is ordered to submit to these tests involuntarily, the evidence
obtained shall be used for administrative purposes only.
D. Testing Mechanisms. The following testing mechanisms shall be used for any
drug or alcohol tests performed pursuant to the testing procedure:
1. It is recognized that the Employer has the right to request the laboratory
personnel administering a urine test to take such steps as checking the
color and temperature of the urine samples to detect tampering or
substitution, provided that the employee's right of privacy is guaranteed,
and in no circumstances may observation take place while the employee
is producing the urine sample. If it is established that the employee's
specimen has been intentionally tampered with or substituted by the
employee, the employee is subject to discipline as if the sample tested
positive. In order to deter adulteration of the urine sample during the
collection process, physiologic determinations such a creatinine and/or
chloride measurements may be performed by the laboratory.
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2. The Parties recognize that the key to chain of possession integrity is the
immediate labeling and initialing of the sample in the presence of the
tested employee. If each container is received at the laboratory in an
undamaged condition with properly sealed, labeled and initialed
specimens, as certified by the laboratory, the Employer may take
disciplinary action based upon properly obtained laboratory results.
3. Any screening test shall be performed using the enzyme immunoassay,
(EMIT) method.
4. Any positive results on the initial screening test shall be confirmed through
the use of the high-performance thin-layer chromatography (HPTLC), gas
chromatography (GC) and gas chromatography/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 quantitative
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
laboratory:
1. Prior to testing, or if incapacitated as soon as possible afterwards, the
employee will be required to list all drugs currently being used by the
employee on a form to be supplied by the Port. The Employer may require
the employee to provide evidence that a prescription medication has been
lawfully prescribed by a physician. If an employee is taking a prescription
or non-prescription medication in the appropriate described manner and
has noted such use, as provided above, he/shethey 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.
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2. When a blood test is required, the blood sample shall be taken promptly
with as little delay as possible. Immediately after the samples are drawn,
the individual test tubes shall, in the presence of the employee, be sealed,
labeled and then initialed by the employee. The employee has an
obligation to identify each sample and initial same. If the sample is taken
at a location other than the testing laboratory, it shall be placed in a
transportation container after being drawn. The sample shall be sealed in
the employee's presence and the employee given an opportunity to initial
or sign the container. The container shall be stored in a secure and
refrigerated atmosphere, and shall be delivered to the laboratory that day
or the soonest normal business day by the fastest available method.
3. In testing blood samples, the testing laboratory will analyze blood/serum
by using gas chromatography/mass spectrometry as appropriate. Where
Schedule I and II drugs in blood are detected, the laboratory is to report a
positive test based on a forensically acceptable positive quantum of proof.
All positive test results must be reviewed by the certifying scientist or
laboratory director and certified as accurate.
4. When a urine sample will be given by the employee, the employee shall
be entitled, upon request, to give the sample in privacy. In most cases,
this process will take place at laboratory. The sample container shall
remain in full view of the employee until transferred to, and sealed and
initialed in the two (2) tamper resistant containers and transportation
pouch.
5. Immediately after the sample has been given, it will be divided into two (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
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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.
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) above.
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 designated representative of the Chief, the Human
Resources Department, and the employee.
3. Any employee who tests positive shall be given access to all written
documentation available from the testing laboratory which verifies the
accuracy of the equipment used in the testing process, the qualifications
of the laboratory personnel, the chain of custody of the specimen, and the
accuracy rate of the laboratory.
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LETTER OF AGREEMENT
By and Between
PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
REPRESENTING POLICE OFFICERS
Affiliated with the
International Brotherhood of Teamsters
Re: Armed Presence at the Waterfront
The Parties signatory to a 2019-2021 2022-2024Collective Bargaining Agreement agree to the
following:
All cruise ship staffing levels, if any, will be determined by Port management.
However, should an armed presence be required at the waterfront, such work will
be covered under the jurisdiction of the Union.
All other terms and provisions of the 2019-2021 2022-2024Collective Bargaining Agreement
shall remain in full force and effect.
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MEMORANDUM OF UNDERSTANDING
By and between Formatted: Normal, Space Before: 0 pt
PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
Affiliated with the International Brotherhood of Teamsters Formatted: Normal
Representing Police Officers Formatted: Normal, Space Before: 0 pt
Formatted: Normal
Re: Canine Trainer Schedule
Formatted: Normal, Centered
Teamsters Local Union No. 117 (Union) and the Port of Seattle (Port), signatories to a
Collective Bargaining Agreement (CBA) for Police Officers, hereby agree as follows:
1. While assigned to the Canine Trainer position, Officer Eric Miles will be scheduled for Formatted: Normal, Centered, Indent: Left: 0", First line:
a twelve (12) hour schedule. 0", Tab stops: Not at 0.25"
Formatted: Normal, Centered, Indent: Left: 0", Tab stops:
2. The parties agree that the Patrol premium differential shall not apply to Officer Miles Not at 0.25"
while assigned to the Canine Trainer position. Formatted: Normal, Centered, Indent: Left: 0", First line:
0", Tab stops: Not at 0.25"
3. Officer Miles will work Wednesdays, Thursdays, and Fridays and every other Tuesday Formatted: Normal, Centered, Indent: Left: 0", Tab stops:
Not at 0.25"
between 0700 and 1900 hours except as mutually agreed otherwise. This schedule may be
Formatted: Normal, Centered, Indent: Left: 0", First line:
modified to accommodate training or educational requirements in accordance with Article 0", Tab stops: Not at 0.25"
11.03.B of the CBA.
Formatted: Normal, Centered, Indent: Left: 0", Tab stops:
4. The Port and Union agree that this modified Canine Trainer schedule is a temporary, Not at 0.25"
one-time, non-precedent setting agreement, and that neither the Port nor Union is bound to Formatted: Normal, Centered, Indent: Left: 0", First line:
extend this MOU beyond its expiration. 0", Tab stops: Not at 0.25"
Formatted: Normal, Centered, Indent: Left: 0", Tab stops:
5. All other terms and conditions of the CBA shall remain in full force and effect. Should Not at 0.25"
any terms and conditions in this MOU conflict with the CBA, this MOU shall control. Formatted: Normal, Centered, Indent: Left: 0", First line:
0", Tab stops: Not at 0.25"
Formatted: Normal, Centered
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MEMORANDUM OF UNDERSTANDING
By and Between
PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
Affiliated with the International Brotherhood of Teamsters
Representing Police Officers
RE: Police Officer Participation on FBI Bomb Disposal Unit Stabilization Team
Background
1. Teamsters Local Union No. 117 and the Port of Seattle are signatories to a 2019-
20212022-2024 Collective Bargaining Agreement (CBA) for Police Officers.
2. The Police Department has an opportunity to participate with other local law
enforcement agencies on a FBI Bomb Disposal Unit Stabilization Team (STAB).
3. The parties’ CBA does not specifically address compensation for a Police Officer
participating on STAB.
Agreement
The parties agree as follows:
1. The Chief of Police shall have discretion to determine whether any Department
employee participates or continues to participate on STAB. A decision to permit
an employee to participate on STAB shall not convert the STAB assignment into
ongoing bargaining unit work.
2. If a Police Officer participates on STAB, that Police Officer is not eligible for
compensation for time spent in on-call or standby status for STAB.
3. If a Police Officer participates on STAB, prescheduled and approved STAB
assignments and STAB call-outs will be compensated in accordance with the
terms of the CBA.
4. For Port Police Department duties or assignments not related to STAB, a
participating Police Officer is eligible for on-call and standby pay in accordance
with the terms of the CBA.
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5. Hours related to on-call or standby time for STAB work do not impact the
calculation of on-call or standby pay for Port related work.
6. This MOU, along with the CBA, is the full and final agreement on the subject of
Police Officer participation on STAB.
7. All other terms and conditions of the CBA shall remain in full force and effect.
Should any terms and conditions in this MOU conflict with the CBA, this MOU
shall control.
8. This MOU will remain in effect through December 31, 20241. Commented [MS1]: delete?
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MEMORANDUM OF AGREEMENT
By and Between
PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
Affiliated with the International Brotherhood of Teamsters
Formatted: Border: Bottom: (No border)
POLICE OFFICERS AND POLICE SERGEANTS
RE: PERC Cases #26890-M and #26891-M
Background: Formatted: Centered
1. Effective January 1, 2009 a 12 hour patrol schedule was implemented pursuant to the Formatted: Centered, Space After: 0 pt, No bullets or
parties’ 2009 – 2011 Collective Bargaining Agreement. numbering
2. In July 2009, monthly vacation and sick leave accruals were converted to hourly
accrual rates per agreement by the parties;
3. From July 2009 to May 2013, due to an error made implementing the hourly leave
accrual rates, employees working the 12 hour patrol shifts over accrued vacation and sick
leave hours.
4. Officers and Sergeants, depending on longevity over-accrued between 0 – 40 hours of
vacation and 0 – 20 hours of sick leave over the nearly four (4) year period when the error
went undetected.
5. The parties, unable to reach agreement on a recoupment method or resolve other
issues related to the dispute, filed for mediation.
Agreement: Formatted: Centered, Space After: 0 pt
1. As part of the parties’ regular contract negotiations that concluded on April 7, 2015 in a Formatted: Centered, Space After: 0 pt, No bullets or
tentative agreement, and to avoid on-going, costly dispute resolution processes the Port numbering
agrees to grant the over accruals.
2. The Parties agree to jointly petition the Public Employment Relations Commission to
withdraw the above referenced cases noting that the matters are fully resolved.
3. The Parties agree that this resolution is in no way precedent setting for any future
matter.
4. This Agreement constitutes full and final settlement.
Formatted: Centered, Tab stops: Not at 3.5" + 4"
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MEMORANDUM OF AGREEMENT
By and between
PORT OF SEATTLE
and the
INTERNATIONAL BROTHERHOOD OF TEAMSTERS LOCAL 117
Affiliated with the International Brotherhood of Teamsters
Representing Police Officers Formatted: Border: Bottom: (No border)
RE: Police Traffic Support Specialists on the Airport Drives
1. The current contract between the Port of Seattle and the International Brotherhood of Formatted: Normal, Centered, No bullets or numbering
Teamsters, Local 117 (Police Officers) expires on December 31, 2021. All terms and
conditions of the contract will remain in full force and effect with the exception of the following
provisions:
2. The Union does not by this agreement relinquish jurisdiction over airport drive traffic Formatted: Normal, Centered, Space After: 0 pt, No bullets
control work; and the Port affirms that the work is the exclusive jurisdiction of Port Police or numbering
Officers represented by Local 117 and that this jurisdiction is not altered by this agreement;
3. Effective January 1, 2018, the Port of Seattle Police Department will be allowed to
permanently staff the Traffic Support Specialists program for the purposes of supplementing
Police Officer traffic control work on the drives.
4. With the permanent addition of Traffic Support Specialists working the drives, the Port
of Seattle Police Department will maintain the twelve and a half (12.5) hour schedule for
officers through the next contract which is anticipated to cover the period January 1, 2019
through December 31, 2021. Thereafter, the twelve and a half (12.5) hour scheduled will
only be maintained at the Chief’s discretion;
5. The Port of Seattle Police Department will schedule at least one Officer on the drives
for every two Traffic Support Specialists scheduled on the drives, this assumes base level
24/7 staffing of David 1, 2, 3;
6. For the purpose of layoffs, no commissioned personnel shall be subject to a layoff or
reduction in force while there are Traffic Support Specialists employed by the Port of Seattle;
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MEMORANDUM OF UNDERSTANDING
By and Between
PORT OF SEATTLE
And
TEAMSTERS LOCAL UNION NO. 117
Affiliated with the
International Brotherhood of Teamsters
Representing
Police Officers and Police Sergeants
Re: Scent Borne Canine Positions
This Memorandum of Understanding between the Port of Seattle (“the Port”) and Teamsters
Local Union No. 117 (“the Union”) is intended to resolve the unfair labor practice charge, unit
clarification, and grievance identified below.
The parties agree:
1) There will be a 7:1 ratio of canine handler Officer Positions to canine handler Sergeant
Positions. This would mean the Department would have to have at least eight (8) total
canine positions (7 Officers, 1 Sergeant) for one (1) Sergeant to have a dog and the
Department would have at least sixteen (16) total canine positions (14 Officers, 2
Sergeants) for a second Sergeant to be assigned a dog.
2) Canine Trainers will be filled as staffing allows and at the discretion of the Department.
Both parties agree that canine trainer duties will remain Officer bargaining unit work as
set forth in the Officer’s Collective Bargaining Agreement.
Settlement:
This Settlement Agreement resolves the Unit Clarification case (Case No. 128976-C-17) on
this matter. In addition, and as part of this settlement, Local 117 agrees to withdraw its Unfair
Labor Practice case (Case No. 128934-U-17) as well as the grievance on this matter.
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