COLLECTIVE BARGAINING AGREEMENT 
BY AND BETWEEN THE 
PORT OF SEATTLE 
Parts Procurement Department 
AND THE 
INTERNATIONAL ASSOCIATION OF MACHINISTS 
AND AEROSPACE WORKERS, AFL-CIO, 
DISTRICT LODGE NO. 160, LOCAL LODGE NO. 289 
January 1, 2010  December 31, 2010 
ARTICLE                               PAGE 
ARTICLE 1 - RECOGNITION, SCOPE AND HIRING ...........................  1 
ARTICLE 2 - MANAGEMENT RIGHTS .................................................  2 
ARTICLE 3 - DISCHARGE OF EMPLOYEES .......................................  2 
ARTICLE 4 - SHOP STEWARDS ..........................................................  3 
ARTICLE 5 - SENIORITY ......................................................................  3 
ARTICLE 6 - PAYMENT OF WAGES ....................................................  3 
ARTICLE 7 - SAFETY AND SANITARY CONDITIONS ........................  4 
ARTICLE 8 - VISIT TO THE ESTABLISHMENT ...................................  4 
ARTICLE 9 - GRIEVANCE PROCEDURE ............................................  4 
ARTICLE 10 - ARBITRATION ...............................................................  6 
ARTICLE 11 - SEPARABILITY AND SAVINGS CLAUSE .....................  6 
ARTICLE 12 - PERSONS PROHIBITED ...............................................  6 
ARTICLE 13 - HOURS OF WORK ........................................................  7 
ARTICLE 14 - RATES OF PAY .............................................................  7 
ARTICLE 15 - ADDITIONAL SHIFTS ....................................................  9 
ARTICLE 16 - CALL-IN TIME ................................................................ 9 
ARTICLE 17 - OVERTIME .................................................................... 10 
ARTICLE 18 - HOLIDAYS ..................................................................... 10 
ARTICLE 19 - VACATIONS................................................................... 10 
ARTICLE 20 - HEALTH AND WELFARE PLAN .................................... 10 
ARTICLE 21 - DENTAL PLAN ............................................................... 12 
ARTICLE 22 - BEREAVEMENT LEAVE ................................................ 12 
ARTICLE 23 - SICK LEAVE .................................................................. 12 
ARTICLE 24  PAYROLL DEDUCTIONS ............................................. 13 
ARTICLE 25 - UNIFORMS .................................................................... 13 
ARTICLE 26 - RELIEF PERIOD ............................................................ 13 
ARTICLE 27 - NON-DISCRIMATION .................................................... 13 
ARTICLE 28 - NO STRIKES.................................................................. 13 
ARTICLE 29 - ENTIRE AGREEMENT .................................................. 13 
ARTICLE 30 - DURATION OF AGREEMENT ....................................... 14 
AGREEMENT ........................................................................................ 15 
ADDENDUM A (LEAVE AND WAGE RATES) ...................................... 16 
/kn 
opeiu23 
afl-cio

AGREEMENT 

This mutual agreement is made and entered into between the Port of Seattle, a
municipal corporation of the State of Washington, and the International Association of
Machinists and Aerospace Workers, AFL-CIO, District Lodge No. 160, Local Lodge No.
289. Wage rates shall be effective as indicated in Article 14. Other conditions shall be
effective on the date the Agreement is signed or as specified in the provisions of the
agreement. This Agreement is made for the purpose of reaching an equitable wage and
working agreement between the parties hereto. 
ARTICLE 1 - RECOGNITION, SCOPE AND HIRING 
The Port recognizes the Union as the sole and exclusive bargaining agent with respect
to wages, rates of pay, hours of work and other conditions of employment for the
employees covered by this Agreement. The work to be performed by the Union shall be
the various functions of receipt, storage, delivery of parts, processing and procurement
of goods and services in compliance with established levels of authority and with Port
policy and procedures. These functions shall be performed in the Aviation Maintenance
Department at the Distribution Center (DC) warehouse, or other assigned DC satellite
locations. Duties as assigned in accordance with the classifications defined in Article 14.
All present employees covered by this Agreement who are members of the Union as of
the date of the execution of this Agreement shall remain members during the life of this
Agreement as a condition of continued employment. Present employees who are
covered by this Agreement but are not members of the Union at the date of the
execution of this Agreement and who elect in the future to become members shall
remain members thereafter during the life of this Agreement as a condition of continued
employment. All employees hired in classifications covered by this Agreement after the
execution of this Agreement shall become members within thirty (30) days following the
beginning of their employment and shall remain members during the life of this
Agreement as a condition of their continued employment in classifications covered by
this Agreement. No employee will be terminated under this subsection if the Port has
reasonable grounds for believing: 
(a)    that membership in the Union was not available to the employee on the
same terms and conditions generally applicable to other members, or 
(b)    that membership in the Union was denied or terminated for reasons other
than the failure of the employee to tender the periodic dues and initiation
fee uniformly required as a condition of acquiring or retaining membership. 
As permitted by law, the Port shall give the Union equal opportunity with all other
sources to refer suitable applicants for employment. No applicant will be preferred or
discriminated against by the Port because of membership or non-membership in the
Union. 
The following information will be given in writing by the Port to the Union within seven
(7) calendar days from the date of hiring new employees: name and home address,
date of hire, classification and rate of pay. 
Page 1

This Agreement shall apply to and cover employees as defined herein. 
A seniority employee is defined as one who has been continuously on the payroll of the
Port for a period of one hundred and twenty (120) calendar days. A probationary
employee is one who has not been continuously on the payroll of the Port for a period of 
one hundred and twenty (120) calendar days. 
All terms and conditions of this Agreement are applicable to seniority employees and
probationary employees except as specifically hereinafter exempted for probationary
employees. 
The Union recognizes the prerogatives of the Port to operate and manage its affairs in
all respects in accordance with its responsibilities and powers of authority, subject to the
terms and conditions of this agreement. 
ARTICLE 2 - MANAGEMENT RIGHTS 
Management Rights. Except as otherwise specifically provided in this Agreement, the
Company reserves the right to make all the decisions relating to the conduct of the
business, including by way of example and not by way of limitation, the following: 
The right to manage the business, to schedule the hours of work, to establish, modify or
change work scheduled, to direct and determine the size of the working forces including
the right to select, hire, promote and transfer employees, to periodically review
employees performance, to relieve employees from duty due to lack of work, to demote
and discipline, to terminate employees for just cause, and to determine training
procedures in accordance with policies established or to be established by the
Company. 
It is hereby agreed that the enumeration of the above-listed management rights shall
not be deemed to exclude other management rights not specifically enumerated. Any of
the rights, powers, functions or authority which the Company had prior to the signing of
this Agreement are retained by the Company, except for those rights, powers, functions
or authority which are specifically abridged or expressly modified by this Agreement.
This Section is not subject to grievance process. 
It is hereby agreed that any waiver of any breach or terms of this Agreement by either
party, or by an employee, shall not constitute a precedent in the future enforcement of
all the terms and conditions herein. 

ARTICLE 3 - DISCHARGE OF EMPLOYEES 
The Port reserves the right to discharge any employee for just cause. The Port shall
have the right to suspend any employee for just cause not exceeding a maximum of two
(2) weeks. The Union shall be notified in writing of any discharge or suspension within
twenty four (24) hours thereof. 
Page 2

In the event of dispute as to whether or not "justifiable cause" existed, such dispute may
be processed through the grievance procedure contained in this Agreement. 
Probationary employees may be terminated at any time during the probationary period
at the discretion of the Port, without recourse to the grievance procedure. 
ARTICLE 4 - SHOP STEWARDS 
The Union shall inform the Port in writing of its selection of authorized Shop Stewards,
and the Port agrees to recognize the Steward so designated. 
Shop Stewards shall request and be allowed such reasonable time as is necessary to
investigate and process grievances in the shop arising under the terms of this
Agreement. 
ARTICLE 5 - SENIORITY 
There shall be one seniority list for the bargaining unit employees. Seniority shall prevail
in the reduction and restoration of forces, provided the senior employee is capable of
performing work remaining in the DC Warehouse and assigned locations. Seniority shall
also prevail in the selection of vacation assignments. Seniority shall prevail in the
selection of shift assignments when openings occur provided the employee is capable
of performing the work. 
Seniority for permanent positions shall date from day of hire into the bargaining unit, but
no seniority rights shall vest until after a probationary period of one hundred and twenty
(120) calendar days. At the end of the probationary period, the employee shall be
classified as a seniority employee. 
An employee shall lose seniority rights for any of the following reasons: 
a) termination for just cause, 
b) on layoff status for more than six (6) months, or 
c)  when an employee does not return to the bargaining unit within six (6)
months after accepting a non-bargaining unit position with the Port, he/she
shall lose seniority. 
ARTICLE 6 - PAYMENT OF WAGES 
The Port will maintain a regular payday. If such regular payday falls on a Saturday,
Sunday, or holiday, the employee shall be paid not later than the last regular workday
preceding the regular payday. All employees covered by this Agreement shall be paid
biweekly. The Port may deviate from this provision with prior approval of the Union. As
a condition of continued employment, all employees are required to participate in the
Port's direct deposit program for payroll purposes. 

Page 3

ARTICLE 7 - SAFETY AND SANITARY CONDITIONS 
Employees shall cooperate with management in the maintenance of a generally wellkept
distribution center, and shall wear and properly use all protective equipment
provided by the Port. 
The Port shall furnish all safety equipment as required except for safety shoes. 
Safety Shoes: The Department of Labor and Industries (WAC 296 -800-16060,
previously WAC 296-24-088[1]) requires workers to wear appropriate foot protection in
areas where there is a possibility of foot injury due to falling or rolling objects,
piercing/cutting injuries or electrical hazards. In order to comply with this regulation,
appropriate foot protection must meet the specifications of the American National
Standard Institute (ANSI) for Protective Footwear, Z41.1 1991/1999. 
In order to assist with the purchase of the appropriate footwear, the Port shall provide
employees a stipend of $100.00 for the purchase or repair of the ANSI approved
footwear each contract year. 
All injuries no matter how slight must be reported by the employee to the Lead
Supervisor or Manager on the day injury occurs. 
In the event of an industrial accident of such nature that does not require an employee
to discontinue work but does necessitate further treatment by a doctor at various
intervals, the employee shall be compensated at his/her shift rate of pay for all time
required for treatments during employee's regular working hours. The employee must
make every effort to schedule doctor visits outside of normal working hours or as close
to the beginning or end of the employee's regular shift. 
Any employee suffering an industrial accident shall be entitled to a full day's pay for the
day on which the accident occurs, provided it shall be medically certified by a physician
as a disabling accident. 
Holiday and/or vacation pay shall not be provided as a duplication of compensation
received by an employee on compensated time loss for an industrial injury. 
ARTICLE 8 - VISIT TO THE ESTABLISHMENT 
Business Representatives of the Union, party to this Agreement, shall have access over
the area in which any job is located by first making their presence known to
management during working hours for the purpose of enforcing the terms of this
Agreement. 
ARTICLE 9 - GRIEVANCE PROCEDURE 
For the purpose of this Agreement, the term "grievance" means any contractual dispute
between the Port and the Union; or between the Port and any employee concerning the
effect, interpretation, application, claim of breach, or violation of this Agreement. All
grievances not filed within fifteen (15) days after they occur, or first knowledge that a
Page 4

grievance exists, shall be considered as outdated, thus preventing an accumulation of
grievances. 
All grievances shall be reduced to writing and shall contain a statement of the relevant
facts, the specific section(s) of the Agreement allegedly violated and remedy sought and
then settled in accordance with the following grievance procedure: 
a) The dispute or grievance shall be taken up by the Shop Steward, the
aggrieved employee, and the manager of the department involved. The
manager must give his/her answer within five (5) calendar days. If no
satisfactory settlement is reached between the Shop Steward and the 
manager, then 
b) The Shop Steward shall within seven (7) calendar  days  call in a
representative of the Union who shall meet with the authorized Labor
Relations representative of the Port and Shop Committee, if any. 
c)  If the grievance or dispute involves a dispute concerning the effect,
interpretation, application, claim of breach, or violation of this Agreement,
and if it cannot be satisfactorily resolved within ten (10) calendar days by
the business representative of the Union and the Port or the Port's
representative, then either party reserves the right and authority to submit
such grievance or dispute to arbitration in the manner herein provided. 
d) However, the grievance or dispute must be submitted to arbitration within
thirty (30) calendar days after completion of the grievance procedure in
paragraph (c) above. 
e) The aggrieved employee or the Shop Steward shall have the right to call
in the Union representative at any step of the grievance or arbitration
procedure. 
Either party to this Agreement shall be permitted to call employee witnesses at each
and every step of the grievance procedure beginning with Step (c); the Port, on
demand, will produce production, payroll, and other records for the purpose of
substantiating the contentions or claims of the parties. 
The grievance procedure and arbitration provided herein shall constitute the sole and
exclusive method of determination, decision, adjustment, or settlement between the
parties of any and all grievances as herein defined; and the grievance procedure and
arbitration provided herein shall constitute the sole and exclusive remedy to be utilized
by the parties hereto for such determination, decision, adjustment, or settlement of any
and all grievances as herein defined. 
Any time specified herein shall not include any time on any Saturday, Sunday or
holiday. Time limits may be extended by mutual agreement. 


Page 5

ARTICLE 10 - ARBITRATION 
In the event a grievance or dispute is submitted to arbitration, the Union Representative
and the Employer or the Employer's representative shall select a single arbitrator
mutually acceptable. If they are unable to agree upon an arbitrator, they shall request
Federal Mediation and Conciliation Service to appoint a panel of seven (7) arbitrators,
and they shall alternately strike names from the list. The last name remaining shall be
the arbitrator. 
The decision of the arbitrator shall be final and binding upon the Union, the Employer
and the employee(s) involved. 
The arbitrator shall not have the power or authority to add to, subtract from, or modify
the terms of this Agreement. 
The arbitrator shall render his decision promptly after the hearing date. The arbitrator's
fees and expenses shall be shared equally by the parties. 
Any period of time specified herein shall not include time on any Saturday, Sunday, or
holiday unless specifically provided otherwise herein. 
ARTICLE 11 - SEPARABILITY AND SAVINGS CLAUSE 
Should any part hereof or any provisions herein contained be rendered or declared
invalid by reason of any existing or subsequently enacted legislation or by any decree of
a court of competent jurisdiction, such invalidation of such part or portions of this
Agreement will not invalidate the remaining portions hereof; provided however, upon
such invalidation the parties will meet and negotiate such parts or provisions affected.
The remaining parts or provisions will remain in full force and effect. 
ARTICLE 12 - PERSONS PROHIBITED 
Only bargaining unit employees shall do work presently being performed, previously
performed, or capable of being performed by Union members and within the jurisdiction
of the Union provided that such work does not fall within the jurisdiction of Port
employees who are not members of Local #289. All other persons are prohibited from
performing such work except as provided below: 
(a)    Work that is performed outside of Port-operated facilities. 
(b)    Work performed within Port-operated facilities that is of a temporary or an
emergency nature, or where demonstrations or instructions are provided.
The Port has the right to contract such work within the Port's facility. 
(c)    Veteran's fellows performing bargaining unit work through the Port of 
Seattle Veteran's Fellowship Program for a period of six months or less. 

Page 6

ARTICLE 13 - HOURS OF WORK 
Normal Workweek  The normal workweek (forty (40) hours) shall be defined as five (5)
consecutive eight (8) hour days (5x8) or four (4) consecutive ten (10) hour days (4x10)
within a standard week of Sunday through Saturday, exclusive of the unpaid thirty (30)
minute meal period. Employees are guaranteed one weekend day, either a Saturday or
a Sunday during two (2) or three (3) day rest period. If the Employer wishes to
discontinue the four/ten (4x10) schedule, fourteen (14) calendar days notice shall be
provided prior to resuming five eight (5x8) schedule. 
Paid leave shall be paid according to the hours of the employees regularly scheduled
workweek. 
When work requirements exceed the normal level on a temporary or emergency basis,
said work may be performed by a Port contractor on Port operated facilities. 
Selection Day: One time per year, in January, the employees will be allowed to select
their choice of work schedule and shift by seniority. 
ARTICLE 14 - RATES OF PAY 
a)    Wage Rate Schedule 
2010 Wage scale and percent increase for each employee attached as
Addendum A. The employee's base wage rate will be minus the premium, and
then premium added for work preformed at that higher rate. 
b)    Classifications and Premiums 
Lead Inventory Clerk -  provide operational leadership, in the absence of
supervisor/managers, and/or as assigned by management. (All duties outlined
for DC inventory clerk) 

Working Leads shall receive five percent (5%) premium. 
Working Leads assignments shall be made at the discretion of the Port. 
DC Inventory Specialist 
Prepare material(s) that have been put on a reservation by pulling from stock
for the purpose of issuing supplies and meeting delivery requirements. 
Perform physical Inventory and cycle counts. 
Process approved purchase orders. 
Call vendors to obtain price quotes and availability on needed parts and
materials. Place orders with "S" contact category vendors; arrange deliveries. 
Page 7

Replenishment of key items and categories to maintain in stock levels for the
DC. 
Maintain an accurate inventory system within Maximo CMMS. Receiving and
verifying accuracy of all purchase orders into Maximo and Peoplesoft. 
Other duties/responsibilities, Respond to emergency situations, provide 24/7
coverage when necessary. Perform warehousing functions using forklift and
other material handling equipment, other duties as assigned. 
Act as customer service liaison to craft personnel and maintenance planners
on daily operation issues. 
Review and provide input on the availability and status of materials to support
the current work plan process. 

Forklift Training - During hours of Forklift training the instructor shall be paid a
premium of five percent (5%). Forklift training shall be pre-scheduled and preapproved
by DC Management. 

c)    Temporary Assignments: 
An employee whom management has temporarily assigned to be a lead shall
receive the appropriate pay for all compensated holiday, sick and vacation leave
hours if: 
The employee worked the last scheduled workday prior to and the first scheduled
workday following the employee's vacation, sick or holiday as an acting or
temporary lead and; 
The employee worked at least thirty (30) days prior to the holiday, sick or
vacation leave as an acting or temporary lead and upon return from holiday, sick
or vacation leave will resume the acting or temporary lead. 
When an employee is assigned to fill in for a non-bargaining unit employee
(supervisor), they shall receive a ten percent (10%) premium. This shall apply
when the supervisor is sick or on vacation and the employee is filling in for the
supervisor. 
d)    Other Pay Conditions 
Pay for any fraction of a week shall be computed according to the rates set forth 
above. 
Weekly Guarantee: Full-time employees shall be guaranteed forty (40) hours
work or pay, with the following exceptions: 
Page 8

(1)    An employee who quits, is terminated, is recalled from layoff, or is hired on
other than the first day of his regularly scheduled workweek, shall be paid
only for the days worked during that week. 
(2)    Employee absence during part of the workweek due to illness, injury,
vacation, or personal reasons shall disqualify an employee for the guarantee
that week. 
(3)    Paid holidays occurring within an employee's regularly scheduled workweek
shall be counted as part of the guarantee, and paid at the regular rate. 
(4)    In cases where the Port's operations are adversely affected by a work
stoppage, Act of God, civil commotion or insurrection the guarantee shall not
apply. 
e)    Overtime on Other than Regular Shift: 
(1)    A regularly assigned day shift worker who is assigned to work a swing or
graveyard shift shall be paid overtime at the day shift overtime rate of pay. 
(2)    A regularly assigned swing shift worker who is assigned to work a day or
graveyard shift shall be paid overtime at the swing shift overtime rate of pay. 
(3)    A regularly assigned graveyard shift worker who is assigned to work a day or
swing shift shall be paid overtime at the graveyard shift overtime rate of pay. 
ARTICLE 15 - ADDITIONAL SHIFTS 
Starting times for shifts scheduled by the Port shall conform to the following: 
First Shift                    5:00 a.m. to 9:00 a.m. 
Second Shift              11:00 a.m. to 5:00 p.m. 
Third Shift                  10:00 p.m. to 12:00 midnight 
4/10 First Shift               6:00 a.m. to 9:00 a.m. 
4/10 Second Shift           11:00 a.m. to 3:00 p.m. 
The second shift premium shall be seven and a half percent (7 %) more than the first
(day) shift rate, and the third shift premium shall be ten percent (10%) more than the
first (day) shift rate. 
Starting time for an individual employee shall be fixed at the same starting time for the
entire workweek. 
ARTICLE 16 - CALL-IN TIME 
The Port shall guarantee two (2) hours call-in time at double the employee's shift rate of
pay for emergency unscheduled call-ins. 

Page 9

ARTICLE 17 - OVERTIME 
All overtime shall be pre-approved in writing by the logistics manager or designee. Time
and a half (1x) shall be paid for all work performed on employee's normal two (2) day
or three (3) day rest period between workweeks. All hours compensated over forty (40)
hours in one week will be paid for at the rate of time and one-half (1x). All hours
worked in excess of the regular eight (8) hours in one (1) day shall be paid for at the
rate of time and one half (1x). For the 4/10 shift all hours in excess of the regular ten
(10) hours shall be paid at time and one half (1x). 
The most senior employee has the right of first refusal for overtime, except for shift
extensions related to an ongoing project or assignment. The Port reserves the right
when no volunteers are available to assign overtime by reverse seniority and skill.. The
most junior employee able to complete the work will be required to work the overtime.
Employees required to work overtime past their regular shift, unless relieved from work
eight (8) hours before starting work on their next regular shift, shall be paid overtime for
such shift. 
ARTICLE 18 - HOLIDAYS 
See Addendum A 
ARTICLE 19 - VACATIONS 
See Addendum A 
ARTICLE 20 - HEALTH AND WELFARE PLAN 
Eligible employees shall be covered by the Medical, Life Insurance and Long-term
Disability Insurance benefits described in paragraphs a, b, and c below. The Port retains
the right to modify and/or change its insurance benefits and/or carriers at any time
during the term of the Agreement. Coverage under this Article shall not be a
bargainable issue. However, the Port agrees to meet and discuss any changes in Port
coverage with the Union. 
Employees may be required to pay a portion of some insurance premiums if required of
other Port employees. Employee costs shall be by payroll deduction. Employees are
responsible for notifying the Port on approved enrollment forms of their eligible
dependents. Any extra costs associated with a lack of notification shall be the
employee's responsibility. 
Employees making contributions which maintain continuity of coverage for one or both
types of benefits will be treated as though they have continued to work for purposes of
eligibility for Hospital-Surgical-Medical benefits, or for the type of benefit for which
continuity of coverage is maintained if it is maintained for only one of the two types of
benefits. 
a)    Medical Insurance: 

Page 10

Effective with December 2008 hours for February 2009 coverage the Employer shall
pay up to a maximum of one thousand three hundred dollars ($1,300.00) for each
employee who is compensated for eighty (80) hours or more for work covered by this
Agreement, regardless of Union membership. Such employees shall be enrolled in the
following benefit plan currently provided by the Machinists Health & Welfare Trust Fund: 

Machinists H&W Plan 10 
Vision Service Plan 1 
Preventive 
During the term of this Agreement, the Employer agrees to increase their contribution
for each of the following years based on the average cost of the Port of Seattle's Family
Plans which will be averaged and that average increase will be added to the
contribution rate the Employer is responsible for as Section a) above. If at any time
these rates are less than the monies necessary to fund the Machinists Health and
Welfare Plan 10 the employees shall be responsible for the increased cost. 
All payments to the Machinists Health and Welfare Trust Fund shall be paid on or
before the 10th day of the month following the month of employment. 
The Employer acknowledges receipt of and agrees to be bound by the Agreement and
Declaration of Trust, and any amendments thereto, covering the Machinists Health and
Welfare Trust Fund, and the Employer ratifies any action taken by the Board of
Trustees. The Health and Welfare Trust Fund shall always be maintained as a taxexempt
joint labor-management Trust Fund and administered in accordance with its
Agreement and Declaration of Trust and all applicable laws. The Employer accepts, as
its representatives, the Employer Trustees serving on the Board of Trustees of the
Health and Welfare Trust Fund and their duly appointed successors. Each Employer
agrees to abide by all rules and regulations as may be established by the Board of
Trustees pertaining to participation in the Health and Welfare Trust Fund. 
The Employer will continue to pay contributions for a regular employee who is off work
due to an industrial-injury for a maximum of six (6) months beyond the point in time
which the employee no longer qualifies under the above criteria for Employer provided
Health & Welfare benefits. 
Notwithstanding the forgoing provisions, if any employee should be disentitled to any
benefits under the Health and Welfare Plan by reason of the Employer's delinquency in
the payment of contributions, the Employer shall be liable to such employee in a civil
action for the full amount of the benefits which the employee lost, together with
reasonable attorney's fees and costs.  Acceptance or collection of delinquent
contributions by the Board of Trustees shall not absolve the Employer of this liability. 
b)    Life Insurance: 
On the first of the month following the date of hire, eligible employees and their
eligible dependents shall receive life insurance benefits in the amount of two (2)
times their annual base rate and their eligible dependents shall receive life
Page 11

insurance benefits in such amounts and in such manner as are provided in
contracts with insurance companies or agencies selected by the Port to provide
such benefits. Employees shall also be covered by the Accidental Death and
Dismemberment policy provided by the Port. 
c)    Long-term Disability: 
On the first of the month following the date of hire, eligible employees shall
receive long-term disability coverage. The eligibility and other conditions of
coverage are established with the insurance company or agency selected by the
Port to provide such benefits. 
The Port shall continue to pay the PERS contribution per Port policy. 
ARTICLE 21 - DENTAL PLAN 
The Port shall pay each month into the Northwest I.A.M. Benefit Trust Fund the amount
necessary to fund Plan "125" for each employee who is compensated for eighty (80)
hours or more in the preceding month, for the purpose of providing a dental care
program for the employees covered by this Agreement. The Port agrees to increase its
contribution per employee at the time and in the amount determined necessary by the
Trustees of the Plan to maintain the present level of benefits. The details of the program
will be determined by the Board of Trustees of the Northwest I.A.M. Benefit Trust Fund
in accordance with the Trust Agreement creating the Trust Fund. The Port and the
Union agree to be bound by said Trust Agreement and all lawful amendments thereto,
and do further agree to accept as their representative the Employer Trustees and the
Union Trustees who constitute the Board of Trustees of said Trust Fund and their lawful
successors. 
a) The contribution shall be paid to the Trust Fund by the 10th day of the
month following the month in which the contributions were earned. The 
Trust Fund will furnish transmittal forms. 
b) The failure of the Port to make the required contributions may result in a
collection action by the Board of Trustees and, in such action; the Port
shall be obligated to pay liquidated damages, costs and attorney's fees, as
provided in the Trust Agreement 
ARTICLE 22 - BEREAVEMENT LEAVE 
See Addendum A 
ARTICLE 23 - SICK LEAVE 
See Addendum A 


Page 12

ARTICLE 24  PAYROLL DEDUCTIONS 
Payroll deductions shall be made as specifically required by Federal, State, or Municipal
laws. In addition, the Port and the Union agree that deductions for the Machinists' Credit
Union, MNPL, Guide Dogs of America, and Union dues may be implemented if
appropriately authorized by the employee in accordance with Port payroll procedures. 
ARTICLE 25 - UNIFORMS 
All uniforms or specified wearing apparel necessary in the performance of their work
shall be furnished, laundered, or cleaned by the Port at no cost to the employee. 
ARTICLE 26 - RELIEF PERIOD 
Employees shall be entitled to a fifteen (15) minute relief period around the midpoint of
each half shift, having due regard for the continuity and nature of the work being
performed. 
ARTICLE 27 - NON-DISCRIMATION 
It  is  mutually  agreed,  between  the  Port  and  the  Union,  that  there  shall  be  no
discrimination against any employee or applicant for employment or against any Union
member or applicant for membership because of race, color, religion, sex, age, national
origin, disability, or Vietnam era veteran status. 
Any use of the masculine gender in the language of this Agreement is intended to apply
to both sexes. 
The Port and the Union agree to take the necessary steps to remain in compliance with
the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act
(FMLA). It is further agreed that leave available under FMLA will not necessarily run
concurrently with other paid leave available under this Agreement. 
ARTICLE 28 - NO STRIKES 
The Port is a Municipal Corporation of the State of Washington. Under State law,
employees and labor unions do not have the right to strike or picket or engage in other
similar activities against a governmental unit such as the Port. Accordingly, the Union
recognizes the State law and agrees that neither the Union, the employees it
represents, its members, nor others acting for and on its or their behalf, will at any time
engage in any strike, picketing, stoppage of work, slow-down, or similar activity against
the Port, whether or not this Agreement is in effect. 
ARTICLE 29 - ENTIRE AGREEMENT 
This Agreement constitutes the entire agreement between the Port and the Union and
no oral statement shall add to or supersede any of its provisions. 

Page 13

The Port and the Union acknowledge that during negotiations, each had the unlimited
right and opportunity to make proposals and bring forth past practices related to
subjects of collective bargaining. The results of those negotiations are set forth in this
Agreement. For the term of this Agreement, the Port and the Union give up their right to
oblige the other party to bargaining with respect to any subject discussed in negotiations
whether or not specifically referred to or covered in this Agreement. 
ARTICLE 30 - DURATION OF AGREEMENT 
The provisions of this Agreement shall become effective January 1, 2009, except as
otherwise provided herein, and the term of this Agreement shall continue until
December 31, 2009. This Agreement shall remain in full force and effect from year to
year thereafter, provided that either party hereto may reopen this contract by giving the
other sixty (60) days' notice in writing prior to any anniversary date. Upon notice being
given, the parties shall enter into negotiations and the period from and after the giving of
the notice shall be used for negotiating a new agreement. The new agreement shall be
effective the first day of July unless mutually agreed to the contrary. 












Page 14

AGREEMENT 
This mutual agreement is made and entered into between the Port of Seattle, a 
municipal corporation of the State of Washington, and the International Association of
Machinist and Aerospace Workers, AFL-CIO, District Lodge No. 160, Local Lodge No.
289. Wage rates shall be effective as indicated in Article 14. Other conditions shall be
effective on the date the Agreement is signed or as specified in the provisions of the
agreement. This Agreement is made for the purpose of reaching an equitable wage and
working agreement between the parties hereto. 

DATED THIS ____________ DAY OF ______________________, 2009. 

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

BY: ___________________________    BY: ____________________________ 
Tay Yoshitani, Chief Executive Officer       Don Hursey, Business Representative,
Port of Seattle                        Local 289 








Page 15

ADDENDUM A 
LEAVE 
DETAILS: 
A. Purpose: 
To provide a leave program with an equitable system of handling requests for leave with pay and
reasonable amounts of leave without pay to employees in eligible non-represented and
represented positions. In all cases, compensated leave will be charged or paid according to the
employee's work schedule. 
B. Scope: 
1. Holidays: Port Designated Holidays for 2010 

a. Ineligible Employees: Unless hired and actively working at least 
30 calendar days prior to a holiday 
b. Eligible Employees: Holidays for Eligible Employees shall be 
handled as follows: 
(1) Employees on a Monday Through Friday Work 
Schedule: When a holiday falls on a Sunday, the following 
Monday will be considered the holiday. When a holiday 
falls on Saturday, the preceding Friday will be considered 
the holiday. 
(2) Employees Working in a Seven Day Operation: When 
the actual holiday falls on a Saturday or Sunday, the actual 
holiday will be considered "the official holiday" for those 
Employees scheduled to work that day, not the designated holiday date on the preceding Friday
or following Monday. 
2. Compensated Leave During Periods of Illness: 
a. Extended Illness Leave: 
Eligible, full-time employees normally accrue Extended Illness leave at the rate of a half-day a
month (.02308 hours accrued per straight-time hour paid). Part-time employees accrue a
proportional share of up to a half-day per month, depending on the number of straight-time hours
actually worked. Extended Illness leave may accumulate with no maximum limit. 
In the event of illness, Extended Illness leave up to the accrued balance may be used after
employment of at least 30 days. Exempt employees who work less than their regularly scheduled
Page 16

hours in a pay period shall use EI for situations that are consistent with the provisions of this
section. 
Extended Illness leave can be used for instances of employee or immediate family member
illness, injury or disability.   Extended Illness leave can also be used for an employee's
preventive health care appointments. "Preventive health care appointments" are limited to an
employee's annual physical, dental, vision and cancer screening examinations. 
Immediate family shall be defined as spouse or domestic partner and the parents or children of
the employee, spouse or domestic partner. For the purpose of the benefits provided by the leave
procedure , an employee and a domestic partner must complete an Affidavit of
Marriage/Domestic Partnership which requires them to declare that they: 
(1) Share the same regular and permanent residence. 
(2) Have a close personal relationship. 
(3) Are jointly responsible for basic living expenses. 
(4) Are not married to anyone. 
(5) Are each 18 years of age or older. 
(6) Are not related by blood closer than would bar marriage in the State of Washington. 
(7) Were mentally competent to consent to contract when the domestic partnership began. 
(8) Are each other's sole life partner and are responsible for each other's common welfare. 
In special circumstances, Human Resources and Development Management may include others
in this definition. 
In the instance of employee illness, injury or disability, Extended Illness leave may be used only
after the equivalent of two working days of absence over the course of three consecutive
workdays. The first two working days will be charged to Paid Time Off (PTO) accounts. 
However, Extended Illness leave may be used immediately for in-patient hospitalization;
workers compensation injuries or illnesses; approved Family and Medical Leave Act leave
related to a medical condition of an employee or an eligible family member; illness, injury or
disability of an immediate family member under the Washington Family Care Act; illness, injury
or disability of a probationary employee; preventive health care appointments; or if PTO is
exhausted. Intermittent leave (with no more than 15 days between absences) caused by the same
medical condition may be charged to Extended Illness without using the equivalent of two
working days of PTO at the start of each subsequent absence. 
Management may at any time require a physician's statement to justify use of Extended Illness
leave. A physician's release shall be required prior to the return to work by an employee who has
experienced inpatient hospitalization of any kind that requires an absence from work or who has
suffered an absence of longer than two weeks due to illness, surgery, or an accident. 
Page 17

b. Long-Term Sick Leave (LTSL): 
This account applies only to employees with sick leave accounts greater than 60 days prior to
adoption of Resolution No. 2921 on June 23, 1984. LTSL will not result in compensation unless
approved for use in the following ways: (1) LTSL may be used by employees when absence due
to their own illness has exhausted their Extended Illness account. (2) In the event an immediate
family member as defined in Section 2.a. above suffers a serious illness which requires the
employee to be absent for four or more days, use of LTSL may be approved under procedures
outlined below. 
Approving LTSL for a family member's illness requires a request from the employee's manager
to Human Resources and Development Management confirming that the employee's situation
qualifies for use of LTSL. Upon approval, Human Resources and Development activates a
Request for Personnel Action form to Accounting. If the employee's absence due to family
illness is less than four days, it is charged to regular Paid Time Off or Extended Illness leave.
When time logs are due and it is too soon to know how long the absence will be, it should be
charged to regular Paid Time off or Extended Illness leave. If the absence is four or more days,
the charges are to be corrected following approval of the request as described above. LTSL
cannot be authorized on time logs alone. 
c. Disability Case Management: 
As provided by the Disability Case Management Procedure HR-6, the Port of Seattle will
provide all employees with reasonable accommodation and return-to-work assistance as
determined on a case-by-case basis. Appropriate Port of Seattle personnel will work with the
employee to comply with any and all legal requirements and insurance policies. Such legal
requirements and insurance policies may include the Americans with Disabilities Act (ADA), the
Family and Medical Leave Act (FMLA), workers compensation, and long term disability
insurance. 
3. Paid Time Off: 
a. Accrual Rates Depend on Length of Employment: 
Paid Time Off (PTO) is earned at varying rates based upon tenure and straight-time hours
worked. The number of earned PTO days shown below are is based on full-time, straight-time
hours paid (75 or 80 hours per pay period). Part-time employees earn a proportional share of
hours. 
(1) 19.6 days (Up to 147.0 or 156.8 hours) may be earned annually between the start of
employment and the end of the third year (.07538 hours accrued per straight-time hour paid). 
(2) 24.6 days (Up to 184.5 or 196.8 hours) may be earned annually between the beginning of the
fourth year and the end of the seventh year (.09462 hours accrued per straight-time hour paid). 
(3) 27.1 days (Up to 203.3 or 216.8 hours) may be earned annually between the beginning of the
eighth year and the end of the 11th year (.10423 hours accrued per straight-time hour paid). 

Page 18

(4) 29.6 days (Up to 222.0 or 236.8 hours) may be earned annually between the beginning of the
12th year and the end of employment (.11385 hours accrued per straight-time hour paid). 
b. Accumulating and Taking Paid Time Off: 
It is the Port's policy that all employees shall be allowed and encouraged to take at least two
work weeks of Paid Time Off each year. 
Paid Time Off may be taken up to the accrued balance, after the completion of the probationary
period and following management approval of a request made at least one week in advance.
Some work units or sections may require more or less notice. Employees' requests receive
consideration based in part on the date of the request. Exempt employees who work less than
their regularly scheduled hours in a pay period shall use PTO for situations that are consistent
with the provisions of this section. 
c. Maximum PTO Accumulation and Automatic Cash-out for Employees Hired Before 12/20/98: 
Maximum accumulation for employees hired before 12/20/98 is 1,100 hours in 2008. This limit
will decrease by 100 hours each successive January until January 2014, when it will decrease
from 600 to 480 hours. 
Balances over the limit will be cashed out at the employee's current hourly rate of pay during the
first pay period of the payroll year. Subsequent accruals over the limit will be cashed out
quarterly at the employee's current hourly rate of pay. Employeesmay request that the cash-out
be postponed by up to two pay periods to accommodate a pre-scheduled vacation. 
d. Maximum Paid Time Off Hours Accumulation for Employees Hired On or After 12/20/98: 
For employees hired on or after 12/20/98, the maximum accumulation is 480 hours. Accruals
will cease when the limit is reached and will resume only when the balance is below 480 hours. 
Accruals over the limit are not cashed out. 
e. Voluntary Cash-out of PTO Hours While an Active Employee: 
Employees may cash-out any amount of their accrued Paid Time Off hours, provided the
employee has a minimum balance of two work weeks of Paid Time Off hours remaining
immediately following the cash out. Cash-outs shall be processed at the employee's current
hourly rate of pay as recorded in the payroll system. A "Paid Time Off Cash-Out Request and
Waiver" form must be submitted to Payroll by the payroll deadline. 

4. Payment for Accrued Leave at Termination: 
a. Extended Illness Leave: 
Upon termination or retirement immediately following five consecutive years of active
employment with the Port of Seattle, an eligible employee shall be compensated for 50% of his
Page 19

or her Extended Illness accrued balance at the employee's hourly rate of pay in effect at
termination. 
b. Paid Time Off: 
Upon termination, an eligible employee who is not a probationary employee or who has not been
terminated for cause shall be compensated for 100% of his or her Paid Time Off accrued balance
at the employee's hourly rate of pay at termination.Paid Time Off hours for such an employee
may be cashed out, used as service time after the last day worked, or taken in a combination of
cash and service time. 
A probationary employee who terminates active employment before satisfactorily completing the
probationary period shall receive no Paid Time Off pay. 
An employee who is terminated for cause shall receive a lump sum payment for 100% of his or
her Paid Time Off accrued balance at the hourly rate of pay in effect at termination. The
employee is not eligible to use Paid Time Off as service time after the last day worked unless
authorization is received from Human Resources and Development Management. 
5. Other Paid Leave: 
a. Bereavement Leave: 
At the discretion of the employee's manager employees who have been employed for at least 30
days of uninterrupted service may receive from one to five working days of leave per
bereavement. Such leave shall not result in compensation for more than the number of straighttime
hours in any normal work week. Bereavement leave may be granted for the death of
immediate family members as defined in Section 2.a. above, as well as the death of an
employee's sibling, grandparent or grandchild; the sibling, grandparent or grandchild of an
employee's spouse or domestic partner; ora sibling's spouse or domestic partner. In special
circumstances, Human Resources and Development Management may include others in this
definition. Individual circumstances such as the distance to the funeral and the extent of
employee involvement with the  arrangements for the deceased shall be considered in
determining the number of days to be granted an employee and whether the leave is taken
consecutively. 
b. Shared Leave: 
The Port of Seattle Shared Leave Program is designed to allow employees to come to the aid of
fellow Port employees who are suffering from an extraordinary or severe illness, injury,
impairment, or physical or mental condition which is not related to a Workers' Compensation
claim and has caused, or is likely to cause, the employee to take leave without pay or terminate
his or her employment. This includes the first six to eight weeks of maternity leave (up until the
physician releases the mother to return to work). It may also include time off needed by the
employee to care for a child, spouse or domestic partner, or parent who is suffering from an
extraordinary or severe illness, injury, impairment, or physical or mental condition. "Severe" or
"extraordinary" condition is defined as serious, extreme, chronic and/or life threatening. 

Page 20

Requests for Shared Leave will be generated by the employee or his or her work unit and
management in consultation with Human Resources and Development. Shared Leave hours are
given to address a specific medical condition for a specific employee. Shared Leave hours which
have not been used for six months will be returned to the donors' accrued leave balances on a
pro-rata basis unless Human Resources and Development management authorizes an extension
to the six-month period. Shared Leave hours may not be "banked" or used for reasons other than
the original cause for the donations. Shared Leave hours are not payable to an employee's estate
and cannot be cashed out. 
An employee may donate any amount of Paid Time Off or Extended Illness hours, provided the
employee retains a minimum balance of two work weeks of PTO and/or EI accruals for his or
her own use. However, it is not the intention of the Shared Leave program to allow employees
who are terminating their employment with the Port to donate their unused EI upon their
termination. Donations of PTO and/or EI are not tax-deductible for the donor. 
Shared Leave will be paid at the recipient's own rate of base pay. For example, a recipient who
earns $20 per hour and receives 4 hours of PTO from a donor who earns $15 per hour will be
eligible to use the 4 hours of donated PTO at $20 per hour. 
All Shared Leave must be given voluntarily. No employee shall be coerced, threatened,
intimidated or financially induced into donating leave. It is not the intent of the Shared Leave
program to allow employees who are terminating their employment with the Port to donate their
unused Extended Illness upon their termination. 
Employees will accrue Paid Time Off and Extended Illness hours on Shared Leave hours paid.
Paid Shared Leave hours will be reported as taxable income on the recipient's Form W-2. Shared
Leave must be recorded on time logs using the appropriate time reporting code. It is the
responsibility of the recipient employee or the employee's designee to coordinate with the
Benefits staff in Human Resources and Development to track the employee's available Shared
Leave balance. Shared Leave is not subject to PERS or LEOFF contributions, and service credit
for pension calculations will not accrue on Shared Leave hours. 
6. Paid Leave Administration During Disability Periods: 
a. Non-Work Related Disabilities: 
Employees are required to exhaust accumulated balances of Extended Illness, Paid Time Off,
and long-term sick leave before LWOP may be approved. If an employee is eligible to file a
claim for Long Term Disability (LTD) insurance benefits, Extended Illness accruals must be
exhausted before LTD benefits are approved. Once LTD benefits are approved, an employee
must use any remaining Paid Time Off on either a full-time basis or at a reduced rate. 
b. Supplemental Pay During Workers Compensation Time Loss Periods: 
An employee may use Extended Illness leave during approved workers' compensation time-loss
periods to supplement time loss payments. Extended Illness supplements will be paid in amounts
sufficient to bring the total pay up to the normal bi-weekly rate when possible. When Extended
Illness leave is exhausted, Paid Time Off leave may be used in the same manner as described for
Page 21

Extended Illness leave to bring total pay up to the normal bi-weekly rate when possible.
Employees may not use Extended Illness or Paid Time Off leave that exceeds supplementing the
difference between their Temporary Total Disability (TTD) benefits, Loss of earning power
(LOEP) benefits and their regular straight-time hour wages. 
If an employee is eligible to file a claim for Long Term Disability (LTD) insurance benefits, the
employee is not required to exhaust Extended Illness accruals before LTD benefits are approved. 
7. Leave Without Pay (LWOP): 
When an employee requests leave without pay in conjunction with any other leave, the requests
should be combined so the employee's manager may assess the consequences of the entire period
of time off being requested. Unless LWOP is requested in conjunction with Paid Time Off,
requests for LWOP may not be approved until all appropriate paid leave accruals are exhausted.
If the leave is for personal reasons, all Paid Time Off must be exhausted. If the leave is due to a
medical condition, all Extended Illness, long-term sick leave, and Paid Time Off leave must be
exhausted. 
If LWOP is requested in conjunction with Paid Time Off, compensation may be arranged to be
paid over the entire leave period at a reduced amount or schedule. This arrangement requires
advance notice and a Request for Personnel Action form to advise Accounting of the change in
schedule. 
Suspensions or unpaid time for disciplinary reasons will result in LWOP while an employee still
has payable leave balances. 
If no Paid Time Off or an insufficient amount of Paid Time Off to satisfy benefit eligibility
requirements is used in conjunction with the LWOP, all insurance coverage will end the last day
of the month in which the LWOP begins, unless the LWOP is related to a medical disability.
(See Section 7.a.(2) for information about LWOP due to a medical disability.) The employee
may elect to self-pay for insurance coverage(s) in accordance with the provisions of the
applicable insurance contract and the Consolidated Omnibus and Reconciliation Act of 1985
(COBRA). 
a. General Leaves Without Pay: 
Approval of a leave under the conditions and limits stated in this section assumes the employee's
right to reinstatement without loss of seniority in the same position and pay held before the
leave. However, if a reduction in force should occur during a period of leave, the returning
employee would be subject to the action which would have taken place if the employee had
remained at work. A department director within the conditions and limits indicated may
authorize the following types of leave: 
(1) Personal Leave Without Pay: 
A request for time off the job without pay for non-military or non-medical reasons will be
considered a request for personal leave without pay. Approval of personal leave is not automatic.
Port management considers leaves extending beyond an employee's accrued Paid Time Off as a
Page 22

special consideration to be granted only after careful evaluation. A request for personal leave
without pay should be made only when an employee intends to return to work for the Port
following such leave. Each request for personal leave will be considered on its own merits, and
the factors to be considered by the department director shall include: 
(a) The purpose and length of the requested leave. 
(b) The employee's length of service. 
(c) The effects of the requested leave on the operational efficiency of the department. 
(d) The employee's contribution to the organization. 
A personal leave without pay where there is mutual benefit for the Port and the employee would
receive greater priority, for example, than a request for time off to travel. After such an
evaluation, a manager who is willing to accommodate the employee's request may authorize up
to a six week LWOP if the employee's performance and attendance are satisfactory. 
(2) Medical Leave Without Pay Covering Periods of Disability: 
A disability period is the time an employee is unable to perform the duties of his or her position
due to illness, injury or disability, as determined and certified by a licensed physician in writing
to the Port. For the purposes of this procedure, the normal definition of illness includes, but is not
limited to disabilities related to pregnancy or childbirth, conditions related to alcoholism, drug
addiction, and psychological disorders. Such absences may be covered by the Family and
Medical Leave Act (FMLA). Under this section, medical leaves which are required to cover
certified periods of disability may be granted to regular, post-probationary employees suffering
from either job-related or non-job-related disabilities for up to six months. Any non-represented
employee may be granted up to six months leave for job-related disabilities. When disability
conditions continue into the fifth month since the first day of unpaid leave, the department
director, Disability Case Management Team, and Human Resources and Development
Management shall make a determination concerning appropriate action. Medical leaves in excess
of six months are covered under Special Leave Without Pay Considerations. 
Following FMLA leave, insurance coverage will end as follows: (a) For an employee who has
less than five years of service immediately preceding his or her disability, coverage for all
insurance benefits is provided through the end of the month in which the 30th day of leave
without pay status occurs, and (b) For an employee who has five or more years of service
immediately preceding his or her disability; medical, dental and life insurance benefits will be
provided through the end of the month in which the sixth month of leave without pay status
occurs. The employee may elect to self-pay for insurance coverage(s) in accordance with the
provisions of the applicable insurance contract and the Consolidated Omnibus and
Reconciliation Act of 1985 (COBRA). 
When time off the job without pay is requested in excess of the certified period of disability, it is
handled in the same manner as any other request for personal Leave Without Pay. 
b. Special Leave Without Pay Considerations: 
Page 23

(1) Retirement system service credits do not increase while an employee is on leave without pay
since the Retirement Board counts service only for months in which direct payroll compensation
is received. 
(2) Unpaid Leave of Absence Exceeding Maximum Time Period: 
Personal unpaid leave in excess of six weeks and unpaid medical leave in excess of six months
shall be granted only upon the recommendation of the employee's manager and with the approval
of Human Resources and Development Management. The decision of Human Resources and
Development Management shall be based upon the special circumstances of the case, such as
doctor's recommendations when considering medical leave. Particularly in the case of job-related
illness or injury, the length of approved leave shall be carefully considered in the light of the
doctor's recommendations. Refer to the Disability Case Management Procedure HR-6 for more
details. Employment longevity, the employee's performance record, and the mutual benefit to the
Port and the employee shall receive appropriate consideration when reviewing personal leave
without pay requests. 
(3) Leave Without Pay for Probationary Employees: 
It is not the intent of this procedure to permit medical leave without pay up to six months or
personal leave without pay up to six weeks for probationary employees. The determination shall
be made at the discretion of the employee's manager as to whether or not medical leave of up to
six weeks in duration, which is hereby established as maximum allowed for probationary
employees, is appropriate or practical. To qualify for a medical leave of up to six weeks, the
employee must be under a doctor's care, and the attending physician must have certified that a
disability exists. An estimated return date shall also be required from the physician. 
Personal leave without pay shall not be encouraged for probationary employees; however, such
leave up to two weeks in length may be granted at the discretion of the employee's manager for
absence required under extenuating circumstances. If the authorized personal leave is in excess
of two weeks, the probationary period shall be extended by the time period in excess of two
weeks. 

(2) During a Leave Without Pay Extending Beyond 30 Calendar Days: 
A personnel action form shall be submitted by the employee's department for any leave without
pay that will extend beyond 30 days. Employees on unpaid leaves in excess of 30 calendar days
shall be on inactive payroll status; employees on paid leave shall be on active status. 
Any employee seeking or requiring an unpaid leave of more than 30 days should check
prospectively with the Benefits section regarding continuance of insurance coverage. It may be
necessary for the employee to pay for part or all of the premiums for insurance benefits he or she
wishes to continue without interruption. The Port's premiums for any insurance benefits the
employee waives during a period of leave without pay will be paid by the Port beginning the first
day of the month following return from such approved leave. The employee is responsible for
paying his or her share of the premium, if any. If the employee returns on the first working day
Page 24

of a month, Port-paid insurances will resume the first of that month. When an employee elects
not to pay the premiums for one or all insurance benefits, a signed affidavit from the employee is
required stating which coverage's are not desired during the leave. The employee makes this
decision at the time the leave is being arranged. 
(3) When a Leave Without Pay is Completed: 
When the employee returns to work within the agreed upon time allowance, a personnel action
form is submitted by the employee's department placing that employee back on active
employment status if the employee's leave was greater than 30 days. 
If any general, across the board salary adjustments occurred during the leave, the employee's pay
record will be adjusted accordingly for such employee by the employee's department. 
If an employee does not return within the agreed time and does not notify the Port of the reason
nor request an extension, a termination personnel action form shall be prepared by the
employee's department following final communication with the employee and concurrence
between the employee's manager and Human Resources and Development Management. 
HOURLY WAGE RATES AND 2010 BONUS PAY 
PREF NAME     2010    2010 1x
hourly      pay out 
VP            28.67   500.00 
JS              24.88    265.00 
DG           24.13 
DS            22.98 
NO           22.97
HT            22.97 
JG             22.34 
JI                   22.32 
SF             21.46 
KT             21.36 
PP            21.36 






Page 25