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2009 2010 

SALARY & BENEFIT 

RESOLUTION NO. XXXX3609  AS AMENDED 

Effective July 28, 2009January 1, 2010 







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RESOLUTION NO. XXXX 3609  AS AMENDED                Page No. 

I.      DEFINITIONS ...................................................................................................................1 
II.     RETIREMENT SYSTEM ELIGIBILITY ......................................................................3 
III.    ESTABLISHING JOBS, PAY GRADES, AND SALARY RATES AND RANGES ...3 
A.    Salary Ranges ...........................................................................................................3 
B.    Amending Authorized Jobs, Pay Grades, and Salary Ranges ..................................5 
C.    Salary Rates, Ranges, and Allowances for Non-evaluated Jobs ..............................5 
1.     Japan Regional Staff Positions.....................................................................5 
2.     High School, College, Graduate or International Intern Positions ...............5 
3.     Chief of Police, Fire Chief, Deputy Chief of Police, Assistant Fire Chief ..5 
4.     Veterans Fellow Positions ............................................................................5 
IV.   ESTABLISHMENT AND ADMINISTRATION OF JOB 
EVALUATION SYSTEM .................................................................................................5 
V.    FILLING VACANT POSITIONS AND TRANSFERRING POSITIONS 
AND/OR EMPLOYEES ....................................................................................................6 
A.    Authorized Positions ................................................................................................6 
B.    Selection Criteria .....................................................................................................6 
C.    Internal Internships...................................................................................................6 
VI.   ESTABLISHMENT AND ADMINISTRATION OF SALARIES, 
ALLOWANCES AND ADJUSTMENTS ........................................................................7 
A.    New Hires ................................................................................................................7 
B.    Pay for the Chief Executive Officer .........................................................................7 
C.    Pay for Performance and Special Adjustment Administration ................................7 
D.    Promotional Increases ..............................................................................................7 
E.    Six-Month Increases ................................................................................................8 
F.     Probationary Increases .............................................................................................8 
G.    Administering Salary Increases or Allowances for Positions Which 
Fall Outside Ranges .................................................................................................8 
H.    Temporary Assignments ..........................................................................................8 
I.      Foreign Language Premium .....................................................................................9 
J.      Payment for Relocation Costs ..................................................................................9 
K.    Interns.......................................................................................................................9 
VII.   ADMINISTRATION OF PAY PRACTICES .................................................................9 
A.    Conversion of Salary Rates ......................................................................................9 
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B.    Authorized Flextime and Alternative Work Arrangements for Full-Time
Employees ................................................................................................................9 
C.    Extra Compensation .................................................................................................9 
1.     Overtime ....................................................................................................10 
2.     Shift Differential ........................................................................................11 
3.     ICT Stand-by Pay .......................................................................................11 
D. Payroll ..........................................................................................................................11 
VIII.  ADMINISTRATION OF BENEFIT PROGRAM ......................................................112 
A.    Authorization to Amend Benefit Program ...........................................................112 
B.    Basic Benefits Provided for Non-represented Employees ...................................112 
1.     Social Security (FICA) Insurance ..............................................................12 
2.     Industrial Insurance or Other Duty Disability Benefits ..............................12 
3.     Unemployment Compensation ...................................................................12 
4.     Military Leave ............................................................................................12 
5.     Holidays .....................................................................................................13 
a.     Ineligible Employees ......................................................................13 
b.     Eligible Employees ......................................................................134 
C.    Benefits Provided Eligible and DRS-retired Employees .......................................16 
1.     Retirement ..................................................................................................16 
2.     Compensated Leave .................................................................................167 
a.     Civic Duty Leave ...........................................................................17 
b.     Extended Illness Leave ..................................................................17 
c.     Long-Term Sick Leave Account ..................................................178 
d.     Bereavement Leave ........................................................................18 
e.     Paid Time Off ................................................................................18 
(1)    Scheduling of Paid Time Off .............................................18 
(2)    Limits on Accumulating Paid Time Off ............................18 
(3)    Rates of Accrual ...............................................................189 
(4)    Cash Out Option ............................................................1920 
(5)    Payment for Accrued PTO at Termination ....................1920 
(6)    Payment for Accrued PTO upon Death .........................1920 
f.      Awarded Time ...............................................................................20 
g.     Shared Leave ..................................................................................20 
h.     The Family Care Act (FCA) of 2002 .............................................20 
3.     Family and Medical Leave Act (FMLA) of 1993 ..................................2021 
4.     Insurance Benefits ..................................................................................2021 
a.     Medical Insurance for Employees or Commissioners....................21 
b.     Medical Insurance for Dependents .................................................21 
c.     Medical Insurance Premium Reimbursement for Port
Commissioners ...........................................................................2122 
d.     Life Insurance .................................................................................22 
e.     Long-Term Disability Insurance ....................................................22 
f.      Dental Insurance ............................................................................22 
g.     Dental Insurance Premium Reimbursement for 
Port Commissioners ...................................................................2223 
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IX. ADMINISTRATION OF VOLUNTARY SEPARATION PROGRAMS ...................2223 
X. ADMINISTRATION OF RETIREE MEDICAL AND RETIREE LIFE BENEFIT       Formatted: Indent: Left: 0"
PROGRAMS ...................................................................................................................23 
A.    Authorization to Amend Retiree Medical and Retiree Life Benefit Programs ......23 
B.    Eligibility Requirements for Retiree Medical Benefits ..........................................23 
C.    Eligibility Requirements for Commissioners for Retiree Medical Benefits ..........24 
D.    Eligibility Requirements for Dependents for Retiree Medical Benefits ................24 
E.    Eligibility Requirements for Retiree Life Insurance ..............................................23      Formatted: Main, Indent: Left: 0.5",
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XI. EFFECTIVE DATE ........................................................................................................2224 














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RESOLUTION NO. XXXX3609  AS AMENDED 

A RESOLUTION  of the Commission of the Port of Seattle
Establishing Jobs, Pay Grades, Salaries,
Allowances and Adjustments for Port Employees
not covered by a collective bargaining agreement;
Authorizing and Establishing Conditions in
Connection with the Following Benefits: Social
Security, Industrial Insurance, Unemployment
Compensation, Military Leave; Retirement;
Compensated Leave, Including Civic Duty,
Bereavement Leave, Holidays, Paid Time
Off/Extended Illness Leave, Shared Leave, and
Awarded Time; Insurance Benefits, Including
Medical, Dental, Life and Long-Term Disability;
and Authorizing this Resolution to be Effective on
January 1, 201009 and Repealing all Prior
Resolutions Dealing with the Same Subject,
Including Resolution No. 35923609, as amended 

BE IT RESOLVED by the Port Commission of the Port of Seattle as follows: 
I.      DEFINITIONS 
Except as otherwise provided, the following definitions apply to this Resolution: 
Chief Executive Officer: An Employee who is appointed by the Commission and who
is subject to the terms and conditions of this Resolution. However, any terms and
conditions of a negotiated agreement, adopted in open session between the
Commissioners and the Chief Executive Officer, shall prevail over any relevant
conflicting or inconsistent terms and conditions in this Resolution. Such agreement shall
become effective without an amendment to this Resolution. 
Commissioner: An Employee who is elected for a 4-year term and may be re-elected for
subsequent 4-year terms and is eligible for benefits as provided in the relevant provisions
of Section VIII.C.4. This definition includes a Commissioner who may be appointed
mid-term due to an unanticipated vacancy. 
DRS-retired Employee: An Employee who is receiving a pension from any retirement
plan administered by the State of Washington Department of Retirement Systems (DRS)
and who is eligible for benefits as provided in the relevant provisions of Sections VIII.B.
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and VIII.C. Refer to the DRS web site or brochures for specific information about any 
limitations on working after retirement. 
Eligible Employee: A Full-time or Part-Time Employee who is hired for an indefinite
duration and is eligible for benefits as provided in Sections VIII.B. and VIII.C. Eligible
Employees can be: (a) Full-Time Employees, (b) Part-Time Employees who work at
least 21 hours per week, (c) Probationary Employees, and (d) Limited Duration
Employees. 
Emergency Hire Employee: An Employee who who is hired for no more than 3
monthsup to 90 days. 
Employee: An individual for whom the Port is required to examine 
documentation of that individual's right to work in the United States in
compliance with the Immigration and Naturalization Control Act, who
performs personal services for the Port, and receives a paycheck from the
Port payroll system with employment taxes withheld. Employees of
temporary agencies or independent contractors are not Employees.
Exempt Employee: An Employee who is employed in a position that is not eligible for
overtime pay per the provisions of the Fair Labor Standards Act and the Washington
Minimum Wage Act (WMWA) 
Full-Time Employee: An Employee who is regularly scheduled for 75 or 80 hours of
work per bi-weekly pay period. 
Ineligible Employee: Ineligible Employees are: (a) Employees who work less than 21
hours per week indefinitely, (b) On-Call Employees, (c) Seasonal Employees, (d)
Emergency Hire Employees, and (e) Interns. Such Employees are provided with only the
benefits described in Section VIII.B.
Intern: An Employee who is hired in accordance with the Intern Program Guidelines. 
Limited Duration Employee: An Employee who is hired for more than 90 days for a
job with a planned end date. 
Non-Exempt Employee: An E mployee who is employed in a position that is eligible for
overtime pay per the provisions of the Fair Labor Standards Act and the Washington
Minimum Wage Act (WMWA) 
Non-represented Employee: An Employee in an Exempt or Non-exempt Position not
represented by a collective bargaining agreement. 
On-Call Employee: An Employee who does not have a regular work schedule and work
hours can vary from week to week indefinitely. 
Part-Time Employee: An Employee who is regularly scheduled to work at least 21
hours per week indefinitely, but less hours than a Full-Time Employee. 

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Probationary Employee: A newly hired or rehired Employee who has not yet
successfully completed the six-month probationary period and is expected to establish a
consistent, acceptable level of performance and behavior that is sufficient to retain their
employment.
Represented Employee: An Employee in an Exempt or Non-exempt position that is
represented by a collective bargaining agreement. 
Seasonal Employee: An Employee who is hired for a season not to exceed 6 months. 
Temporary Assignment: An assignment for a Full-Time or Part-Time Employee that is
generally expected to last no longer than six months. Ap proval from Human Resources
and Development is required to extend it up to an additional six months. 
Veterans Fellow: An Employee who is hired and receives benefits in accordance with
the Veterans Fellow Program guidelines. 
II.     RETIREMENT SYSTEM ELIGIBILITY 
Determination of whether a position has an "ineligible" or "eligible" participation status 
in a retirement plan administered by the State of Washington Department of Retirement
Systems (DRS) must be made with Human Resources and Development before the 
temporary position may be filled. Employment status of Port positions must be in
conformance with Washington State retirement laws.
The work schedule for an Employee in an ineligible position must not exceed the limit
established at the inception of the job in order to preserve the position's retirement plan
status. Under unusual conditions and with appropriate documentation, Human Resources
and Development management may authorize an extension to the termination date which
would change the position's retirement plan status.
If at any time an Employee becomes eligible for retirement benefits according to the
applicable laws contained in the Revised Code of Washington (RCW), he or she must
become a member of the State of Washington Department of Retirement Systems (DRS). 
III.    ESTABLISHING JOBS, PAY GRADES, AND SALARY RATES AND RANGES 
The following pay grades and salary ranges for all jobs of the Port of Seattle are
hereby established: 

A. Salary Ranges: All non-represented jobs shall be evaluated and graded according to
their relative skill requirements, responsibilities, and other factors as explained in Section IV.
Each job will have a salary range that corresponds to its grade. Grades and salary ranges for
20092010 will be as follows: 


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PORT OF SEATTLE 
GRADED SALARY RANGE STRUCTURE 
03.0% Range Adjustment Effective January 1, 20109 
Hourly                           Annually 
Grade    Minimum    Midpoint    Maximum      Minimum    Midpoint    Maximum 
45      $112.45     $140.56      $168.67       $219,278     $274,092     $328,907 
42      $83.58      $104.47      $125.36       $162,981     $203,717     $244,452 
41      $79.24      $99.05      $118.86       $154,518     $193,148     $231,777 
40      $75.09      $93.86      $112.63       $146,426     $183,027     $219,629 
39      $71.15      $88.94      $106.72       $138,743     $173,433     $208,104 
38      $67.38      $84.23      $101.07       $131,391     $164,249     $197,087 
37      $63.78      $79.73      $95.67        $124,371     $155,474     $186,557 
36      $60.40      $75.50      $90.60        $117,780     $147,225     $176,670 
35      $57.14      $71.43      $85.71        $111,423     $139,289     $167,135 
34      $54.03      $67.54      $81.05        $105,359     $131,703     $158,048 
33      $51.10      $63.88      $76.65        $99,645     $124,566     $149,468 
32      $48.28      $60.35      $72.42        $94,146     $117,683     $141,219 
31      $45.62      $57.03      $68.43        $88,959     $111,209     $133,439 
30      $43.07      $53.83      $64.60        $83,987     $104,969     $125,970 
29      $40.65      $50.81      $60.98        $79,268     $99,080     $118,911 
28      $38.35      $47.94      $57.53        $74,783     $93,483     $112,184 
27      $36.14      $45.17      $54.20        $70,473     $88,082     $105,690 
26      $34.05      $42.56      $51.08        $66,398     $82,992      $99,606 
25      $32.06      $40.07      $48.09        $62,517     $78,137      $93,776 
24      $30.16      $37.69      $45.23        $58,812     $73,496      $88,199 
23      $28.34      $35.43      $42.51        $55,263     $69,089      $82,895 
22      $26.63      $33.28      $39.94        $51,929     $64,896      $77,883 
21      $24.96      $31.20      $37.44        $48,672     $60,840      $73,008 
20      $23.88      $29.84      $35.81        $46,566     $58,188      $69,830 
19      $22.84      $28.55      $34.25        $44,538     $55,673      $66,788 
18      $21.87      $27.33      $32.80        $42,647     $53,294      $63,960 
17      $20.95      $26.19      $31.42        $40,853     $51,071      $61,269 
16      $20.05      $25.06      $30.08        $39,098     $48,867      $58,656 
15      $19.20      $23.99      $28.79        $37,440     $46,781      $56,141 
14      $18.40      $23.00      $27.60        $35,880     $44,850      $53,820 
13      $17.65      $22.06      $26.47        $34,418     $43,017      $51,617 
12      $16.91      $21.13      $25.36        $32,975     $41,204      $49,452 
11      $16.21      $20.27      $24.32        $31,610     $39,527      $47,424 
10      $15.55      $19.43      $23.32        $30,323     $37,889      $45,474 
9       $14.92       $18.65       $22.38         $29,094      $36,368      $43,641 
8       $14.33       $17.91       $21.49         $27,944      $34,925      $41,906 
7       $13.76       $17.20       $20.63         $26,832      $33,540      $40,229 
6       $13.19       $16.48       $19.78         $25,721      $32,136      $38,571 
5       $12.67       $15.84       $19.00         $24,707      $30,888      $37,050 
4       $12.18       $15.23       $18.27         $23,751      $29,699      $35,627 
3       $11.73       $14.66       $17.59         $22,874      $28,587      $34,301 
2       $11.25       $14.06       $16.88         $21,938      $27,417      $32,916 
1       $10.82       $13.53       $16.23         $21,099      $26,384      $31,649 
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B.    Amending Authorized Jobs, Pay Grades, and Salary Ranges: Salary ranges may
be amended by ordinary motion approved by the Commission at any regular or special meeting
when the changes are the result of provisions contained in this Resolution. Exhibit A may be
amended by Human Resources and Development Management when the changes are the result of
provisions contained in this Resolution (e.g., job evaluations).
C.    Salary Rates, Ranges, and Allowances for Non-evaluated Jobs: Salary ra tes,
ranges, and a provision for a special allowance have been developed for non-evaluated positions: 
1.     Japan Regional Staff Positions: 
a.     Salary Rates: No salary ranges are set for Japan regional staff. See
Exhibit A for payroll limitation. 
b.     Special Overseas Allowance: In addition to salary, the Chief
Executive Officer is authorized to provide direct payment or
supplement for housing; transportation to and from assignments for
Employees, their families, and required personal effects;
transportation and travel costs for Employees and their spouse for
annual training and consultation; and other similar costs paid by
United States businesses to personnel assigned to overseas posts. 
2.     High School, College, Graduate or International Intern Positions: Sal ary
rates and employment conditions for students or foreign trainees employed
under special work study or foreign exchange programs shall be
determined by Human Resources and Development staff based primarily
upon the prevailing rates of pay and other conditions established by the
program's sponsors. Compensation for international interns may be
disbursed directly for housing subsistence, etc., for administrative
convenience. 
3.     Chief of Police, Fire Chief, Deputy Chief of Police, Assistant Fire Chief:
These jobs are not evaluated, and ranges are established to facilitate
appropriate salary administration for Employees in these jobs.
4.     Veterans Fellow Positions: These jobs are not evaluated, and ranges are
established to facilitate appropriate salary administration based on the
work performed and in accordance with the Veterans Fellow Program
guidelines.
IV.   ESTABLISHMENT AND ADMINISTRATION OF JOB EVALUATION SYSTEM 
It is the policy of the Commission to pay Port Employees based on salary levels within an
appropriate geographic market. It is also the policy of the Commission to establish a job
evaluation system that evaluates the mental, physical and social requirements, work environment
and accountability of each position. The job evaluation system shall be administered by Human
Resources and Development Management under the supervision of the Chief Executive Officer.
Salary levels and the results of the job evaluation system shall be considered in determining the
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appropriate grade for each job. It shall also be used to determine the exempt and non-exempt
status of each job according to the criteria of the Federal Fair Labor Standards Act.
Each job authorized in Exhibit A has been evaluated via the job evaluation system, except those
noted in Section III.C., and each evaluated job has been assigned a grade related to the salary
range structure set forth in Section III.A. Human Resources and Development staff shall, on an
on-going basis, evaluate new jobs and reevaluate existing jobs, taking into account any change in
mental, physical or social requirements, etc., or changes to salary levels within the appropriate
geographic market, which could result in placement in a different salary grade and range. The
Director of Human Resources and Development, under the supervision of the Chief Executive
Officer, shall have the final approval authority for all job evaluations and title changes except for
that of the Chief Executive Officer. This authority shall include re-evaluation of existing jobs
and establishment and evaluation of new jobs. 
V.    FILLING VACANT POSITIONS AND TRANSFERRING POSITIONS AND/OR 
EMPLOYEES 
A.    Authorized Positions: The Chief Executive Officer is hereby authorized to recruit
and fill authorized positions (except that of Chief Executive Officer) up to the full-timeequivalent
number of positions authorized and to set salaries within the salary grade ranges as
outlined below. Total Port non-represented positions shall not exceed the total of numbers
authorized in the budget, except the Chief Executive Officer is authorized to fill additional
positions, provided that funding is available in the Commission-approved budget. Also, prior to
termination or retirement of Employees where overlap is clearly essential for effective continuity,
the Chief Executive Officer may authorize filling an extra position to provide for a transition
period. To promote organizational effectiveness, the Chief Executive Officer may authorize
transfers of positions and/or Employees from one work unit to another. This includes
reallocating additional resources, up to one Full Time Equivalent, to the Commission Office.
The Chief Executive Officer may carry out reorganization of functions, work units, and staff
assignments. The Chief Executive Officer may authorize non-competitive placements in selected
circumstances. 
B.    Selection Criteria: Selections of appointees for new hires, transfers, or
promotions shall, to the extent feasible, conform to current job evaluation criteria and appropriate
competencies for each authorized job; however, in the paramount interest of developing a strong
personnel base, Human Resources and Development Management shall ensure that consideration
be given to equivalent education, experience, special abilities or job knowledge in lieu of that
provided in position specifications. 
C.    Internal Internships: Upon mutual agreement and in coordination with Human
Resources and Development Staff, managers may work together to authorize and coordinate
transfers of Employees for the purposes of cross training, development, and the fulfillment of
organization goals. In such instances, the Employee's same title, grade, pay, benefits and FLSA
status are typically maintained during the temporary internship and their pay is administered as if
there was no change to their grade. Internships are designed to be a minimum of 6 months in
length and last no more than one year.

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VI.   ESTABLISHMENT AND ADMINISTRATION OF SALARIES, ALLOWANCES,
AND ADJUSTMENTS 
The Commission hereby authorizes the following salary guidelines: 
A.    New Hires: Though salaries shall normally be based on skill, knowledge and
experience and set between the minimum and midpoint of the salary range for hires, under
special conditions and with appropriate documentation, Human Resources and Development
Management may authorize a salary above midpoint of the salary range for appointees or hires
possessing exceptional qualifications or experience, or for internal/external equity reasons. 
B.    Pay for the Chief Executive Officer: Pay and performan ce evaluation for the
Chief Executive Officer shall be approved by the Commission members in public session. The
Commission members shall have discretion in determining pay for the Chief Executive Officer.
The Chief Executive Officer shall be entitled to the use of a dedicated Port vehicle. 
C.    Pay for Performance and Special Adjustment Administration: The pay for
performance program shall be administered under Port Policy HR-21, Salary Administration.
The pay for performance amount shall be established by the budget process and administered
according to a plan approved by the Chief Executive Officer and implemented by Human
Resources and Development Management, subject to the following provisions: 
1.     Human Resources and Development staff shall collect and analyze salary
survey data. If survey findings indicate the Port salary ranges or rates are
not in proper alignment with appropriate markets, Human Resources and
Development will, subject to approval by the Chief Executive Officer,
adjust ranges or recommend adjustments to rates to align them with the
appropriate market. 
2.     Eligible Employees whose salary ranges are established in Exhibit A shall
be eligible for annual pay for performance increases according to the Pay
for Performance program guidelines.
3.     The Chief Executive Officer, or the Director of Human Resources and
Development under the supervision of the Chief Executive Officer, may
approve special salary adjustments for reasons deemed appropriate.
Special adjustments provide flexibility in ensuring appropriate
compensation in unusual situations and circumstances that are not
otherwise addressed in Port salary administration policies and procedures. 
D.    Promotional Increases: Promotional increases may be awarded when an
Employee's salary grade and the accompanying pay range increase due to job reevaluation or a
competitive hiring process. Promotional increases, if any, should take into account salary and
performance comparisons with other Employees in the same work group and the extent to which
the Employee is prepared to perform the higher-level duties. Promotional increases will be based
on the promotional guidelines included in the Pay for Performance program that are in effect at
the time the Employee is promoted.

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Under special conditions and with appropriate documentation, Human Resources and
Development management may authorize a promotional increase outside these guidelines for
Employees possessing exceptional qualifications or experience, or for internal/external equity
reasons.
E.    Six-month Increases: Employees are eligible for a performance -based increase
following six months of satisfactory work performance in the same job with a higher salary grade
and range. Six month increases will be made based on the six month increase guidelines
included in the Pay for Performance program that are in effect at the time the Employee
completes six months in their new job, or that were in effect at the time the Employee started
their new job, whichever is higher.
F.     Probationary Increases: Employees who have shown satisfactory work
performance during their probationary period (the first six months of continuous employment as
a new hire or a rehire in an authorized, eligible position) are eligible for a performance-based
probationary increase. Probationary increases will be made based on the probationary increase
guidelines included in the Pay for Performance program that are in effect at the time the
Employee completes their probationary period or that were in effect at the time the Employee 
started their probationary period, whichever is higher. An Employee on an approved leave of
absence in excess of two weeks during their first six months of employment will have their
probationary period extended by the amount of time in excess of two weeks. 
G.    Administering Salary Increases or Allowances for Positions Which Fall Outside
the Ranges: Employees whose salaries fall below the minimum of the salary range for their job
shall have their salary automatically increased to the new minimum of the salary range.
Employees whose salaries exceed the maximum of the range for their position will have their
salary adjusted to the maximum of the range in accordance with Port Policy HR-21, Salary
Administration Policy.
H.    Temporary Assignments: In coor dination with Human Resources and
Development staff and by mutual agreement with Employees, managers may request that staff
temporarily perform responsibilities that are at a higher level to help meet business needs. Such
assignments often provide intensive development of an Employee's skills and abilities.
In addition to the developmental opportunity afforded, Employees may be awarded temporary
pay increases if the Temporary Assignment will be at least 30 days in duration. The amount of
the increase will be determined by the manager in consultation with the Human Resources and
Development staff. If the temporary pay increase is awarded, the increase will be processed after
the Employee has been performing the assignment for 30 days, but retroactive to the day the
assignment began. A Temporary Assignment request should be submitted only for Employees
who are actually performing the higher level work. These assignments are typically due to a
vacancy, extended absence of another Employee, or are project-related. The pay adjustments are
not intended for employees who are in a learning or training capacity. 
Temporary Assignment pay increases may not take an Employee's pay to a level that exceeds the
maximum of the current range. 
Temporary Assignments are generally expected to last no longer than six months and approval
from Human Resources and Development is required to extend their duration beyond
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six months. Temporary Assignments are limited to a maximum of 12 months of duration.
Temporary Assignments are requested in writing and must have Department Director
authorization. 
I.      Foreign Language Premium: The Port of Seattle shall provide a foreign language
premium in the amount of $20 per hour for translation services rendered. Payment shall be made
to eligible Employees who are fluent in foreign language(s) and dialect(s) spoken by those with
whom the Port does business. Such payment shall be made in those cases where Employees
directly assist the Port with translation services and where the Employee's normal duties do not
require foreign language proficiency. 
J.      Payment for Relocation Costs: Human Resources and Development Management
shall be responsible for procedures which allow payment for relocation costs for exempt
Employees in regional positions who are assigned to a new location, and new exempt Employees
who are required to relocate to accept Port employment. 
K.    Interns: High School, College and Graduate interns are hired to learn and perform
a specific set of responsibilities for a specified period of time. As such, interns are not eligible
for pay for performance or other types of pay increases during their internship. 
VII.  ADMINISTRATION OF PAY PRACTICES 
A.    Conversion of Salary Rates: To convert hourly salaries to annual salaries,
multiply the hourly rate by 1950 hours (for a 75 hour pay period) or 2080 hours (for an 80 hour
pay period).
B.    Authorized Flextime and Alternative Work Arrangements for Full-Time
Employees: Normal full -time work schedules are made up of either 75 or 80-hour bi-weekly pay
periods and follow the normal Port work schedule of 8:00 a.m. to 4:30 p.m. Flextime and
Alternative Work Arrangements may be authorized in accordance with Port Policy HR-15,
Flextime and Alternative Work Arrangements Policy.  Paid time off, extended illness,
bereavement leave, holiday pay, etc., will be determined by the Employee's schedule for that
specific day. 
C.    Extra Compensation: The following terminology shall be used in this section and
Section VIII.B.5., Holidays. These definitions apply to overtime determinations only and in no
way alters the defined Port payroll week that begins at 12:01 a.m. Sunday and ends at midnight
Saturday. 
An Employee's work schedule shall consist of their normal daily and weekly work schedule
during a two-week pay period. A full-time Employee's work schedule is either 75 or 80 hours
each bi-weekly pay period. 
A regular Employee's work week shall consist of the number of hours necessary for the
Employee to work during each week of the bi-weekly pay period so that their total hours for the
pay period equal either 75 or 80. 

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An Employee's work day shall consist of the number of hours necessary for the Employee to
work each day during a bi-weekly pay period so that their total hours for the pay period equals 75
or 80. Full-time Employees typically work between 7.5 and 10 hours each day.
1.     Overtime: Full -time and Part time Employees whose jobs are classified
as Non-exempt shall receive overtime compensation at the rate of one and
one-half times their straight-time hourly rate of pay for hours worked in
excess of their regularly scheduled work week (maximum of 40 hours)
within the Port payroll week (Sunday through Saturday). Overtime should 
be pre-authorized by the Employee's supervisor or manager. Employees
who work unauthorized overtime may be subject to disciplinary action. 
Port designated holiday hours will be counted as "hours worked" for
purposes of calculating overtime in the event the Employee does not work
on the holiday. Paid Time Off, Extended Illness or any other type of paid
leave will not be counted as "hours worked" for the purposes of
calculating overtime.
Employees will receive compensation at the overtime rate -- in addition to
holiday pay or another day off within the current pay period -- for all hours
worked, when required, on a holiday (as defined by Section VIII.B.5.,
Holidays), regardless of the number of hours actually worked in the
holiday work week. Please see the following examples: 
Example #1  Holiday (Monday) is on the Employee's regularly scheduled work day,
they take the day off and then work an extra day later in the week. 
Sunday  Monday  Tuesday  Wednesday  Thursday  Friday   Saturday 
7.5      7.5      7.5        7.5       7.5      7.5 
Holiday   Regular   Regular    Regular   Regular  Overtime 
Formatted: Space After: 4 pt
Example #2  Holiday (Monday) is on the Employee's regularly
scheduled work day, they work on the holiday and take another day
off during the week. 
Sunday  Monday   Tuesday  Wednesday  Thursday  Friday  Saturday 
7.5      7.5       7.5      7.5        7.5 
Regular  Overtime  Regular   Regular    Holiday 
Formatted: Space After: 4 pt
Example #3  Holiday (Monday) is on the Employee's regularly
scheduled work day, they work on the holiday and do not take another
day off during the week. 
Sunday  Monday   Tuesday  Wednesday  Thursday  Friday  Saturday 
7.5      7.5       7.5      7.5        7.5 
Regular  Overtime  Regular   Regular     Regular 
and 
Holiday 
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In no case shall overtime compensation be duplicated. Overtime pay will
be based on the rate the Employee would have received, including any
shift differential, if the need for overtime had not become evident. This
will apply to time worked either before or after a regularly scheduled shift. 
2.     Shift Differential: All non -exempt Employees shall receive a shift
differential of 7.5% over their regular salary when required to work Swing
Shift and 10% over their regular salary when required to work Graveyard
Shift.
Swing Shift shall be a regularly scheduled work shift which ends between
10:30 p.m. and 2:00 a.m.; Graveyard Shift shall be a regularly scheduled
work shift which starts before 2:00 a.m. and ends later than 2:00 a.m. 
If management has approved attendance at a meeting or training session
conducted during the day shift that is compensable to the Employee, the
Employee's shift differential will be paid for the time they spend at the
meeting or training session. 
Non-exempt Employees shall receive Shift Differential pay when using
PTO, EI, and/or Holiday pay in lieu of time worked. Cashed out PTO, EI,
or Holiday pay in addition to time worked (when no holiday day off is
taken) are paid at the Employee's base rate. 
Overtime pay will be based on the rate the Employee would have received,
including any shift differential, if the need for overtime had not become
evident. This will apply to time worked either before or after a regularly
scheduled shift. 
3.     ICT Stand-by Pay: Some Employees in the Information and
Communication Technology (ICT) Department are required to be available
by pager or phone or available to come to work during the evening, on a
weekend, or on a holiday to solve a problem. Non-exempt ICT Employees
will be compensated at a rate of $2.50 per hour for all required stand-by
time. In addition, they will be compensated at their regular overtime rate
for time worked solving problems via telephone or remote connection (in
quarter-hour increments) or for time worked in person at a Port location
(with a two hour minimum). 
D.    Payroll: Employees shall be paid on Friday on a bi-weekly basis. Employees are
required to complete a Direct Deposit Authorization form upon hire and to keep such
information current so that electronic paycheck deposits can be made automatically to the
Employee's designated financial institution. The Port shall have the right and obligation 
per RCW 49.48.200 to recover any amounts paid in error. 

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VIII.  ADMINISTRATION OF BENEFIT PROGRAM 
A.    Authorization to Amend Benefit Program: The Chief Executive Officer is
authorized to amend benefits as necessary to comply with any changes in statutory requirements. 
B.    Basic Benefits Provided for Non-represented Employees (except as noted)
beginning on date of employment: 
1.      Social Security (FICA) Insurance: All Non-represented Employees are
covered by law under the Federal Insurance Contribution Act (FICA).
Employee and employer contributions and the wage base shall be the
amounts designated by law. The Police and Fire Department nonevaluated
, non-represented management staff is covered under the Police
and Fire Department FICA alternative plans. 
2.     Industrial Insurance or Other Duty Disability Benefits: All Port
Employees except Law Enforcement Officers' and Fire Fighters'
(LEOFF), Plan One Firefighters are covered by the Port under its selfinsured
industrial insurance plan, which provides the same coverage as the
State Workers' Compensation Act. Certain other supplemental coverage
for duty disability conditions only may be provided to protect the Port
from contingent liability (i.e., Longshore and Harbor Workers' Act); to
meet requirements of law; and/or to maintain competitive protection levels
for certain Employees or classification of Employees. For example, use of
accrued extended illness leave as a supplement to Workers' Compensation
is provided as established in Port Policy HR-5, Leave Procedure. 
3.     Unemployment Compensation: All Port Employees residing in
Washington State are covered for unemployment compensation benefits
under the Washington State Employment Security Act. Unemployment
compensation coverage shall be provided for Employees residing in other
states to the extent that coverage is available and that Port Employees are
eligible. 
4.     Military Leave: With appropriate military orders, Employees called for
annual active duty training periods in the military (including weekend
reserve drills for Employees who normally work weekends) shall be
allowed up to twenty-one (21) working days per Federal fiscal year
(October through September) of military leave as provided in and limited
by RCW 38.40.060.
Employees on swing or graveyard shifts shall receive Paid Administrative
Leave (in lieu of working) for their shift immediately preceding the start of
military leave. If the Employee's next scheduled Port of Seattle work shift
starts less than 12 hours after the end of military leave, the Employee shall
receive Paid Administrative Leave (in lieu of working) for the number of
hours required to provide the Employee with a 12-hour break. For
example, if military leave ends at 4:00 p.m. and the Employee's work shift
- 12 -

begins at 10:00 p.m., the Employee may receive Paid Administrative
Leave in lieu of working from 10:00 p.m. to 4:00 a.m. 
Compensation during the period of such a leave shall not exceed that
which would be required to cover the number of hours regularly
scheduled. For absences that exceed twenty-one (21) working days,
Employees may use Paid Time Off (PTO) in accordance with the
provisions of the addendum to Port Policy, HR-5, Leave. Time off
without pay shall be allowed at the Employee's request. 
The Commission may authorize additional temporary military leave
benefits in response to mobilization call-ups of military personnel (e.g., 
providing additional pay to make up the difference between the
Employee's military base pay and their normal compensation from the
Port).
5.     Holidays: (This section is effective from January 1, 200910 through
December 31, 201009.) These ten eleven holidays shall be observed
according to the conditions outlined herein. Holiday hours will be paid at
the Employee's current hourly rate of pay. When Non-Exempt Employees
are required to work on a holiday, overtime pay (in addition to holiday pay
or another day off within the pay period) shall apply within the limits and
conditions of this section and those listed in Section VII.C.1., Overtime. 
Normal Date of Observance for
Monday Through Friday Schedule      U.S. Staff Holidays 
ThursdayFriday, January 1, 20092010  New Year's Holiday 
Monday, January 189           Martin Luther King, Jr. Day 
Monday, February 1622          President's Day 
Monday, May 245             Memorial Day 
Friday, July 3Monday, July 5        Independence Day Observed 
Monday, September 76          Labor Day 
Thursday, November 256         Thanksgiving Day 
Friday, November 267           Native American Heritage Day 
ThursdayFriday, December 24      Port-designated floaterChristmas
Observed 
Friday, December 25Monday,      Christmas Port Designated Floater 
December 27 
Friday, December 31            New Year's Holiday Observed 
Employees working outside of the United States may observe, upon
approval by Human Resources and Development Management, the
traditional holidays of the country in which they are working in lieu of the
holidays identified above.
a.     Ineligible Employees: Unless hired and actively working at least
30 calendar days prior to a holiday, Ineligible Employees (which
includes, but is not limited to, High School, College and Graduate
- 13 -

Interns and On-Call Employees) are not eligible for pay on
holidays not worked. Compensation will be on a pro-rata basis as
defined in Section VIII.B.5.b(4) and up to a full-time schedule. 
Ineligible Employees shall, if required to work on a holiday, be
paid at the overtime rate of pay in addition to holiday pay, if
applicable. 
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.
(3)    Full-Time Employees: If the holiday cannot be scheduled
as a day off, any other day within the pay period may be
scheduled as a day off. Voluntary Paid Time Off day may
not be taken until the holiday has been taken. The holiday
hours paid shall be based on the Employee's normal work
schedule and will not exceed one regular work day.
Non-Exempt Employees shall receive overtime
compensation for the number of hours they are required to
work in addition to holiday pay at their regular rate of pay.
Days off in lieu of holidays shall not be carried over into
other pay periods. 
If the holiday falls on a Non-Exempt Employee's day off
and another day off within the holiday pay period cannot be
scheduled, the employee will receive a straight-time pay
cash-out of the holiday based on the Employee's normal
schedule. 
If a day off within the holiday pay period cannot be
scheduled, Exempt Employees will receive straight-time
pay up to their full-time schedule and may take an
"awarded time" day off within three months of the holiday
that was worked.
- 14 -

(4)    Part-Time Employees: Part-Time Employees may receive
compensation for the holidays on a pro rata basis of a fulltime
schedule; i.e., a 22.5 -hour Employee may receive pay
for 60% of the holiday hours provided, or 4.5 hours per
holiday. When the number of hours worked varies each
week, an average based on the most recent four-week
period or a proportionate number of hours based on a
predetermined schedule is used to determine the holiday
pay. 
Part-Time Employees, either exempt or non-exempt, who
receive paid holiday hours on a pro-rata basis, may take off
one of their regularly scheduled work days and either make
up the hours shortfall through PTO or work a partial day. 
The number of hours worked by a part-time exempt
Employee when added to any pro-rated holiday hours may
not exceed the number of regularly scheduled hours for a
regular pay period. 
If the holiday cannot be scheduled as a day off, any other
day within the pay period may be scheduled as a day off.
Voluntary Paid Time Off day may not be taken until the
holiday has been taken. The holiday hours paid shall be
based on the Employee's normal work schedule and will
not exceed one regular work day.
Days off in lieu of holidays shall not be carried over into
other pay periods. 
If the holiday falls on a non-exempt Employee's day off
and another day off within the holiday pay period cannot be
scheduled, the Employee will receive a straight-time pay
cash-out of the holiday based on the Employee's normal
schedule. 





- 15 -

If a day off within the holiday pay period cannot be
scheduled, Exempt Employees will receive straight-time
pay up to their full-time schedule and may take an
"awarded time" day off within three months of the holiday
that was worked.
(5)    Terminating Employees: A terminating Employee whose
normal last day on the payroll is a Port-designated holiday,
shall receive the holiday pay if the Employee worked a full
shift or used an equivalent amount of PTO the work day
prior to the holiday. 
(6)    Employees on Approved Leaves: Employees on unpaid
leave of absence or on disability leave which constitutes
inactive status such as but not limited to LEOFF Plan One
disability leave, long-term disability leave, and dutydisability
leave (workers' compensation), are not eligible
for holiday pay. However, to the extent that extended
illness supplements are being paid during the holiday week
and for a day or more immediately preceding or following
the holiday, pro rata holiday pay does apply. 
Eligible and DRS-retired Employees authorized to return to
work from an approved leave without pay on the next
scheduled work shift after a holiday(s) shall receive pay for
the holiday(s) within limits stated in this Resolution. 
Eligible and DRS-retired Employees who begin an
authorized leave without pay on the next scheduled work
shift after a holiday(s) shall receive pay for the holiday(s)
within limits stated in this Resolution. 

C.    Benefits Provided Eligible and DRS-retired Employees:
1.     Retirement: Employees (other than DRS-retired Employees receiving a
pension from any State of Washington DRS pension plan) will become
members of the Washington Public Employees' Retirement System
(PERS) from date of employment if they are hired in an eligible position
and are eligible for membership as defined in RCW 41.40. Fire fighter
and Police management personnel, if eligible under RCW 41.26, become
members of the Washington Law Enforcement Officers' and Fire Fighters'
Retirement System (LEOFF). Refer to appropriate retirement
membership handbooks for differences between PERS Plans 1, 2 and 3. 
Eligible Employees hired in otherwise eligible positions under
RCW 41.40, who are excluded from membership in PERS because of noncitizen
, nonresident status, may be provided from date of employment with
- 16 -

an individual pension or annuity arrangement which will provide benefits
similar to those provided under PERS, Plan Two. The Port Auditor is 
authorized to execute any and all documents and to take any and all action
necessary to implement such an arrangement. 
Partial service credit will be granted to members of PERS working in
eligible positions less than "threshold" hours. In PERS 1 this means that
Employees who are compensated for less than 70 hours in one month will
receive 1/4 month service credit for that month. Under PERS 2 and 3,
Employees who are compensated for at least 70 hours in one month, but
less than 90 hours, will receive 1/2 month service credit. PERS 2 and 3
Employees will receive 1/4 month service credit if they compensated for
less than 70 hours but more than zero hours in a month. 
2.     Compensated Leave: See Port Policy HR-5, Leave Procedure and the
addendum to Port Policy HR-5, Leave for provisions covering all forms of
paid and unpaid leave.
a.     Civic Duty Leave: 
(1)    Jury Duty: An Eligible or DRS-retired Employee who
serves on jury duty shall receive full regular compensation
less any compensation (excluding mileage and meals paid
by the court) received for such service during the period of
leave. 
(2)    Subpoenaed Witness Leave: When an Eligible or DRS-
retired Employee is subpoenaed as a witness under
circumstances which are determined by Human Resources
and Development Management to be related to or involve
the Port, the same pay conditions listed for jury duty shall
apply. 
b.     Extended Illness (EI) Leave: Eligible and DRS -retired Employees
shall receive Extended Illness leave accruals as follows: 
Eligible and DRS-retired Employees shall accrue EI leave at the
rate of 0.02308 hour per straight-time hour paid. The accruals
shall commence from the date of employment and shall not exceed
the equivalent of 6 work days per year. EI leave shall be used only
as permitted by the HR-5 Leave Procedure and HR-5 Leave
Addendum. 
Exempt Employees who work less than their regularly scheduled
hours in a pay period shall use EI for situations that are consistent
with the provisions of this section. 
Upon termination or retirement immediately following five
complete years of active employment in a continuous period of
- 17 -

employment with the Port of Seattle, qualified Employees shall be
compensated for 50% of their unused EI leave at the rate of pay at
termination. 
In the case of a regular Employee's death, a lump sum payment
equivalent to 50% of unused EI leave at the rate of pay at the time
of the Employee's death shall be paid to the Employee's heir or
estate, as appropriate, provided the Employee had completed five
complete years of active employment in a continuous period of
employment with the Port of Seattle. 
c.     Long-Term Sick Leave Account: Employees, other than LEOFF
Plan I firefighters, who had sick leave accounts greater than 60
days prior to June 24, 1984, may be eligible to use sick leave in
their long-term sick leave account. Withdrawals from that account
may be made only in the event of a long-term illness which
exhausts that Employee's extended illness account, or in the event
an immediate family member as defined above suffers a serious
illness which requires the Employee to be absent four or more
days. See Port Policy HR-5, Leave Procedure for details. Longterm
sick leave is not payable at termination. 
d.      Bereavement Leave: Bereavement Leave shall only be used as
permitted by Port Policy HR-5, Leave Procedure. Such leave
shall not result in compensation for more than the number of
hours in any normal workweek. 
e.     Paid Time Off (PTO): 
(1)    Scheduling of PTO: At any time after the successful
completion of the six-month probationary period, Eligible
and DRS-retired Employees may request and use PTO in
accordance with Port Policy, HR-5 Leave Procedure and
the addendum to Port Policy, HR-5 Leave. 
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. 
(2)    Limits on Accumulating PTO:
(a)    Employees Hired Before 12/20/98: PTO
accumulation shall be limited to 2,000 hours
effective January 1, 1999. The limit will decrease
by 100 hours each successive January until January
2014, when it will decrease from 600 to 480 hours.
The limit for 200910 is 1,0900 hours. 

- 18 -

Balances over the limit will be cashed out at a 100%
rate during the first pay period of the payroll year.
Accruals over the limit will be cashed out quarterly. 
(b)    Employees Hired On or After 12/20/98: PTO
accumulation shall be limited to 480 hours.
Accruals will cease when the limit is reached and
will resume only when the balance is below 480
hours. 
(3)    Rates of Accrual: Eligible and DRS -retired Employees
shall receive PTO accruals based upon a pro rata share of a
full-time work schedule. PTO is earned as follows: 
(a)    19.6 Days PTO: Based on the first day of
employment from the first full month to and
including the thirty-sixth full month of continuous
employment, Eligible and DRS-retired Employees
shall accrue PTO at the rate of .07538 hours per
straight-time hour paid (.07538 x 1950 annual hours
= 147.0 hours; .07538 x 2080 annual hours = 156.8
hours). 
(b)    24.6 Days PTO: From the thirty -seventh full month
to and including the eighty-fourth full month of
continuous employment, Eligible and DRS-retired
Employees shall accrue PTO at the rate of .09462
hours per straight-time hour paid (.09462 x 1950
annual hours = 184.5 hours; .09462 x 2080 annual
hours = 196.8 hours). 
(c)    27.1 Days PTO: From the eighty -fifth full month to
and including the one-hundred thirty-second full
month of continuous employment, Eligible and
DRS-retired Employees shall accrue PTO at the rate
of .10423 hours per straight-time hour paid (.10423
x 1950 annual hours = 203.3 hours; .10423 x 2080
annual hours = 216.8 hours). 
(d)    29.6 Days PTO: After completion of eleven years
of continuous employment starting with the one
hundred thirty-third month, Eligible and DRS-
retired Employees shall accrue PTO at the rate of
.11385 hours straight-time hour paid (.11385 X
1950 annual hours = 222.0 hours; .11385 X 2080
annual hours = 236.8 hours). 

- 19 -

(4)    Cash Out Option: Employees may cash out PTO time
under procedures detailed in Port Policy HR-5, Leave
Procedure. 
(5)    Payment for Accrued PTO at Termination: Upon
termination, Eligible and DRS-retired Employees shall
receive compensation at 100% value in lieu of unused
accrued PTO. Paid time off may be cashed out, used as
service time after the last day worked, or taken in a
combination of cash and service time at the current rate of
pay. A Probationary Employee who terminates active
employment before satisfactorily completing the
probationary period is ineligible to receive compensation
for accrued PTO.
(6)    Payment for Accrued PTO upon Death: In the case of a
regular Employee's death, a lump sum payment for payable
amounts of unused PTO shall be paid to the Employee's
heir or estate, as appropriate, provided the Employee had
satisfied the probationary period immediately preceding
death. 
f.      Awarded Time: The awarding of time to Exempt Employees is at
management's discretion within the guidelines provided in Port
Policy HR-5, Leave Procedure. Awarded t ime is not convertible to
cash and is not awarded on an hour-for-hour basis. The sole
exception is if an exempt Employee must work on a holiday, he or
she may be granted an equivalent "awarded time" day off in lieu of
the holiday within three months of the holiday worked. Awarded
Time may not be taken after the last worked day. 
g.     Shared Leave: On a voluntary basis and in accordance with
procedures outlined in Port Policy HR-5, Leave Procedure,
Employees may donate accrued PTO and EI hours to benefit other
Employees who are suffering from an extraordinary or severe
illness, injury, impairment, or physical or mental condition which
has caused, or is likely to cause, the Employee to take leave
without pay or terminate his or her employment. Donated leave is 
not "earned" by the recipient and therefore does not earn the
Employee service credits for pension calculations. 
h.     The Family Care Act (FCA) of 2002: The FCA gives Employees
in the State of Washington the right to use Extended Illness or
Paid Time Off to care for an ill child or a seriously ill family
member. FCA Leave cannot be used on an unpaid basis.
Procedures are outlined in the addendum to the Port Policy HR-5, 
Leave. 

- 20 -

3.     Family and Medical Leave Act (FMLA) of 1993: The FMLA gives
eligible Employees the right to take paid or unpaid leave for a period of up
to 12 workweeks in any 12 months for certain family and medical reasons. 
Additional information about eligibility requirements and leave procedures
are outlined in the addendum to Port Policy, HR-5, Leaves. 
4.     Insurance Benefits: Coverages listed in Sections a, b, d, e and f below
apply to Eligible and DRS-retired Employees as defined in Section I. For
purposes of medical and dental insurance benefits as detailed in a., b., and
f. below, Port Commissioners may elect to be included in the definition of
Eligible Employee or they may elect reimbursement by the Port for their
medical and dental insurance premiums at a cost not to exceed that
provided for Port Employees.
For purposes of life insurance benefits as detailed in Life Insurance, Port
Commissioners are included in the definition of Eligible Employee. For
purposes of optional Employee-paid accident insurance, Port
Commissioners are included in the definition of Eligible Employee.

Employees may be required to pay all or a portion of the insurance      Formatted: Indent: First line: 0"
premiums. Employees are responsible for notifying the Port by an
approved enrollment method of their eligible dependents. Any extra costs
associated with a lack of notification shall be the Employee's
responsibility.
Retiring employees are eligible for retiree medical plans upon the payment
of 100% of the plan premium. 
The Port retains the right to modify or terminate insurance benefits and/or
to modify the cost charged to Employees or dependents for such coverage. 
a.     Medical Insurance for Employees or Commissioners: On the first
of the month following date of hire, Eligible and DRS-retired
Employees shall be eligible for surgical, hospital, and major
medical insurance coverage. Port Commissioners who so elect
shall receive these benefits on the first of the month following one
calendar month as a Port Commissioner. This insurance benefit
shall be provided in such amounts and in such manner as are
established in contracts with insurance companies and/or agencies
selected by the Port to provide such benefits. There shall be a
choice of at least two medical/health insurance plans from which
Employees as well as Commissioners who so elect may choose. 
b.     Medical Insurance for Dependents: On the first of the month
following date of hire, Eligible and DRS-retired Employees shall
be eligible for surgical, hospital, and major medical insurance
- 21 -

coverage for their eligible dependents. Port Commissioners who
so elect shall receive these benefits for their dependents on the first
of the month following one calendar month as a Port
Commissioner. 
Dependents are defined as the Employee's spouse or domestic
partner and the child or children of the Employee and/or the
Employee's spouse or domestic partner (under the age of 25 unless
disabled). The eligibility and other conditions of coverage are
established between the Port and the insurance companies or
agencies selected to provide such benefits. Coverage for
dependents shall be provided by the same medical insurance plan
which the Employee or Commissioner has chosen. Employee
premium costs shall be by payroll deduction. 
In no case shall the Port be responsible for more than two regular
adult premiums (Employee and spouse or domestic partner) for an
Employee's family unit.
c.     Medical Insurance Premium Reimbursement for Port
Commissioners: Port Commissioners may elect reimbursement by
the Port for medical insurance premiums for themselves and for
eligible dependents after one full calendar month as a
Commissioner. Reimbursement may not exceed the maximum
premium for the most costly plan provided by the Port for
Employees with similar family member coverage. 
d.     Life Insurance: On the first of the month following date of hire,
Eligible and DRS-retired Employees and their eligible dependents
shall receive life insurance benefits in such amounts and in such
manner as are provided in contracts with insurance companies or
agencies selected by the Port to provide such benefits. 
e.     Long-Term Disability Insurance: On the first of the month
following date of hire, Eligible and DRS-retired Employees shall
be covered for long-term disability insurance in such amounts and
in such manner as the Port has established with insurance
companies or agencies providing such benefits. 
f.      Dental Insurance: On the first of the month following date of hire,
Eligible and DRS-retired Employees and their eligible dependents
shall be eligible for dental insurance coverage. Dependents are
defined in b., above. Port Commissioners may elect to enroll
themselves and their eligible dependents in the Port's group dental
plan on a one time only basis after one calendar month as a Port
Commissioner and shall remain on the group dental plan until the
Commissioner no longer acts as a Port Commissioner. The
eligibility and other conditions of coverage are established with the
- 22 -

insurance company or agency selected by the Port to provide such
benefits. 
g.     Dental Insurance Premium Reimbursement for Port
Commissioners: Port Commissioners ma y elect reimbursement by
the Port for their dental insurance premiums and for the premiums
of their eligible dependents after one full calendar month as a
Commissioner. Reimbursement may not exceed the maximum
premium for the most costly plan provided by the Port for
Employees with similar family member coverage. 
IX. ADMINISTRATION OF VOLUNTARY SEPARATION PROGRAMS 
The Chief Executive Officer is authorized to establish and implement Voluntary
Separation Programs as needed, and amend benefits provided for in the Salary and Benefit
Resolution as necessary to execute the provisions of any Voluntary Separation Program. The
Commission shall be notified of any amendments to benefits prior to implementation of any
Voluntary Separation Program. 
X. ADMINISTRATION OF RETIREE MEDICAL AND RETIREE LIFE              Formatted: No underline
BENEFIT PROGRAMS 
A. Authorization to Amend Retiree Medical and Retiree Life Benefit Programs: The Port is     Formatted: Font: Times New Roman
authorized to amend the benefits in this section as necessary to comply with any changes
in statutory regulations, to require retirees to contribute all or a portion of the premium,
and to amend or terminate governing contracts at any time for any reason. 
B. Eligibility Requirements for Retiree Medical Benefits: A retiree is eligible for retiree
medical benefits subject to insurance contract provisions and upon payment of 100% of
the associated premiums if the following requirements are satisfied: 
Has at least five (5) consecutive years of credited service in a non-represented
position with the Port of Seattle immediately preceding retirement and is eligible to       Formatted: Font: Times New Roman
begin receiving a pension, based in part upon Port of Seattle employment, within one      Formatted: Font: Times New Roman
month following departure from the Port. under one of the following retirement plans:      Formatted: Font: Times New Roman
Public Employees' Retirement System (PERS), 
Formatted: Font: Times New Roman
Law Enforcement Officers' and Fire Fighters' Retirement System (LEOFF), or 
Union pension plan for employees covered by a collective bargaining agreement if
such agreement provides for retiree medical benefits under a plan offered by the
Port. 
1.   Completes and submits an enrollment form, if any, for the desired retiree benefit plan      Formatted: Font: Times New Roman
within 31 days of his/her retirement date. Special enrollment? 
2.  Retirees who are 65 years of age or more must have coverage under Medicare Parts A
and B to be eligible for enrollment in a retiree medical plan. 

- 23 -

C. Eligibility Requirements for Commissioners for Retiree Medical Benefits: A Port of
Seattle Commissioner is eligible for retiree medical benefits subject to insurance contract
provisions and upon payment of 100% of the associated premiums if the Commissioner
has at least five (5) consecutive years of service with the Port of Seattle immediately
preceding termination of Port employment, and employment history equivalent to that
which would be necessary to retire under one of the retirement systems listed in Section
IX.B.1. The Commissioner must also satisfy the eligibility requirements in Sections
IX.B.2 and IX.B.3. 
D. Eligibility Requirements for Dependents for Retiree Medical Benefits: Dependents of
retirees and Commissioners are eligible for enrollment in a retiree medical plan, subject
to insurance contract provisions, if the retiree and dependent(s) enroll on a timely basis.
Spouse and domestic partners are eligible to continue coverage should they be predeceased
by the retiree. Late enrollment for dependents?
E.  Eligibility Requirements for Retiree Life Insurance: A retiree or commissioner is eligible      Formatted: Font: Times New Roman
for enrollment in the retiree life insurance plan if the eligibility requirements listed in
Section IX.B.1 are satisfied. 

XI. EFFECTIVE DATE 
THIS RESOLUTION shall be effective January 1, 20109 through December 31, 20109.
The Chief Executive Officer is authorized to take necessary action to make all terms, provisions,
and conditions contained herein effective as of January 1, 20109. Notwithstanding the foregoing,
the Port reserves the right to amend or terminate any Employee welfare benefit plan and/or salary
practice. 
The intent of this resolution is to administer pay and benefits in accordance with State
and Federal law. Should any part of this resolution require a change to pay or benefit
administration practices by reason of any existing or subsequently enacted legislation such
change(s) will be incorporated without the need to amend this Resolution. 
BE IT FURTHER RESOLVED that all prior resolutions dealing with these subject
matters, including but not limited to Resolution No.35923609, as amended, are hereby repealed. 





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ADOPTED by the Port Commission of the Port of Seattle this __________________,
and duly authenticated in open session by the signatures of the Commissioners voting in favor
thereof and the seal of the Commission. 

_____ 
___________ 
____ 
______ 
Port Commission













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