COLLECTIVE BARGAINING AGREEMENT 
By and Between 
The Port of Seattle 
And 
Teamsters Local Union No. 763 
Affiliated With The 
International Brotherhood of Teamsters 



REPRESENTING POLICE COMMANDERS 
(FORMERLY POLICE CAPTAINS AND LIEUTENANTS) 

Term of Agreement 
January 1, 2009 - December 31, 2011

TABLE OF CONTENTS 
PORT OF SEATTLE 
POLICE COMMANDERS' AGREEMENT 
(FORMERLY POLICE CAPTAINS AND LIEUTENANTS) 
ARTICLE                       PAGE     ARTICLE NO. 
Appendices Incorporated Into Agreement --------------- 23 ------------------ 30 
Benefits ------------------------------------------------------------ 13 ------------------ 20 
Bereavement Leave -------------------------------------------  6 ------------------ 13 
Bulletin Board ----------------------------------------------------   2 ------------------  6 
Business Representative Access --------------------------  2 ------------------  5 
Compensation for Mileage, Expenses & Travel Time - 12 ----------------- 17 
Conference Board ---------------------------------------------- 23 ------------------ 31 
Discipline ----------------------------------------------------------   5 ------------------ 10 
Entire Agreement ----------------------------------------------- 21 ------------------ 28 
Equal Employment Opportunity -----------------------------  2 ------------------  7 
False Arrest and Professional Liability -------------------- 12 ------------------ 18 
Grievance Procedure ------------------------------------------ 21 ------------------ 29 
Holidays ----------------------------------------------------------- 11 ------------------ 16 
Hours of Work and Overtime --------------------------------  6 ------------------ 14 
Jury Duty and Subpoenaed Witness ----------------------  6 ------------------ 12 
Leave Without Pay --------------------------------------------- 15 ------------------ 21 
Long Term Disability ------------------------------------------- 18 ------------------ 24 
Management Rights -------------------------------------------   3 ------------------  8 
Payroll Deduction -----------------------------------------------   2 ------------------  4 
Performance of Duty, Strikes, and Lockouts ------------ 20 ------------------ 26 
Probation ----------------------------------------------------------   4 ------------------  9 
Purpose of Agreement -----------------------------------------   1 ------------------  1 
Reduction in Force ---------------------------------------------   5 ------------------ 11 
Re-Employment Rights --------------------------------------- 16 ------------------ 22 
Savings Clause ------------------------------------------------- 21 ------------------ 27 
Sick Leave -------------------------------------------------------- 16 ------------------ 23 
Teamsters Health and Welfare Programs --------------- 19 ------------------ 25 
Term of Agreement -------------------------------------------- 24 ------------------ 32 
Uniforms and Equipment ------------------------------------- 12 ------------------ 19 
Union Recognition ----------------------------------------------   1 ------------------  2 
Union Security ---------------------------------------------------   1 ------------------  3 
Vacation -----------------------------------------------------------  8 ------------------ 15 
Appendix A  Pay Rates --------------------------------- 25-27 
Appendix B  Police Officers' Bill of Rights --------- 28-29 
Appendix C  Drug/Alcohol Testing ------------------- 30-34

PORT OF SEATTLE 
POLICE COMMANDERS' AGREEMENT 
(FORMERLY POLICE CAPTAINS AND LIEUTENANTS) 
ARTICLE 1 - PURPOSE OF AGREEMENT 
This mutual Collective Bargaining Agreement (hereinafter referred to as the Agreement) has
been entered into by the International Brotherhood of Teamsters, Local No. 763 (hereinafter
referred to as the Union), and the Port of Seattle (hereinafter referred to as the Port), which
may hereinafter be referred to as Parties. The purpose of this Agreement is the promotion of
harmonious relations between the Port and the Union; the establishment of equitable and
peaceful procedures for the resolution of differences; and the establishment of rates of pay,
hours of work, benefits, and other terms and conditions of employment. 
ARTICLE 2 - UNION RECOGNITION 
The Port recognizes the Union as the sole and exclusive bargaining agent for Port Police
Commanders (also referred to in this Agreement as Command Staff), formerly known as
Captains and Lieutenants.  Employees occupying Police Captain and Police Lieutenant
positions at the time of this Agreement shall be automatically converted to Police
Commanders, effective July 19, 2009, without reapplication or retesting under civil service
rules or otherwise. Employees in the Police Commander positions shall retain the same civil
service status, seniority, and service date as such employees had as a Police Captain or
Police Lieutenant. This Agreement shall take precedence over any Port civil service rule(s)
applicable to the merger of Police Captain and Police Lieutenant classifications into the newly
created classification of Police Commander. 
ARTICLE 3 - UNION SECURITY 
3.01       Union Security. It shall be a condition of employment that all employees of the
Employer covered by this Agreement who are members of the Union in good standing on the
effective date of this Agreement shall remain members in good standing. Those employees
who are not members on the effective date of this Agreement shall, on the thirtieth (30th) day
following the effective date of this Agreement, become and remain members in good standing
in the Union; PROVIDED HOWEVER, where the effective date is made retroactive, the words
"execution date" shall be substituted for the words "effective date" in the foregoing Union
Security clause. "Good standing" shall be defined as the tendering of uniformly required
dues, assessments, and initiation fees. Employees shall be afforded their right to religious
objection as protected in RCW 41.56. 
3.02       Job Removal. The Port shall discharge or otherwise cause the termination of
employment of non-complying employees upon receipt of written request by the Port's
Director of Labor Relations from the Union. Prior to sending a written request for termination
to the Port, the Union shall notify the affected employee of its intention to request termination.
Such termination of employment shall be within five (5) working days of receipt of written
request by the Port's Director of Labor Relations. 

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Police Commanders 
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2009-2011 Agreement 
3.03       Indemnification and Hold Harmless. The Union agrees to indemnify and hold
harmless the Port for any action(s) taken by the Port pursuant to this Article. 
3.04       Application of Agreement. The Agreement shall apply to all employees covered
by this Agreement irrespective of membership or non-membership in the Union. 
ARTICLE 4 - PAYROLL DEDUCTION 
4.01       Dues Deduction.  The Port agrees to deduct from the paycheck of each
member covered by this Agreement who has so authorized it by signed notice submitted to
the Port, the initiation fee, and regular monthly dues. The Port shall transmit such fees to the
Union once each month on behalf of the members involved. 
4.02       Teamsters Legal Defense Fund Participation. The Port agrees to deduct from
the paycheck of each member covered by this Agreement who has so authorized it by signed
notice submitted to the Port, the necessary fee, assessment, and regular monthly fee to
provide the Teamsters Legal Defense Fund. The Port shall transmit such fees made payable
to "Teamsters Legal Defense Fund" and sent to American Legal Services, Inc. 
ARTICLE 5 - BUSINESS REPRESENTATIVE ACCESS 
The Port agrees to allow reasonable access to Port facilities for Business Representatives
who have been properly authorized by the Union. Such access shall be permitted in a
manner as not to interfere with the functions of the Port of Seattle Police Department
(hereinafter referred to as the Department) or the Port. This Article shall apply within the
constraints of federal or state regulations, statutes and the Airport Security Plan. 
ARTICLE 6 - BULLETIN BOARD 
A bulletin board found to be acceptable and in compliance with the needs of limited use by
the Union shall be provided by the Port. This bulletin board shall be used, maintained, and
controlled by the Union. It is understood and agreed to that no material shall be posted which
is obscene, defamatory, or which would impair Port operations. 
ARTICLE 7 - EQUAL EMPLOYMENT OPPORTUNITY 
It is mutually agreed between the Port and the Union that there shall be no discrimination
against any employee, applicant for employment, any Union member, or applicant for Union 
membership because of race, creed, color, national origin, sex, honorably discharged veteran
or military status, Vietnam era veteran, marital status, sexual orientation, or the presence of
any sensory, mental, or physical disability, or the use of a trained dog guide or service animal
by a person with a disability, unless the absence of such physical, mental, or sensory
disability, or age, is a bona fide occupational qualification. The Port and Union agree that this
Article shall comply with applicable federal and state laws. 

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Police Commanders 
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2009-2011 Agreement 
ARTICLE 8 - MANAGEMENT RIGHTS 
8.01       Management Rights. The Union recognizes the prerogatives of the Port to
operate and manage its affairs in all respects in accordance with its responsibilities and
powers of authority. 
The Port reserves any and all exclusive rights concerning the management and operation of
the Department, except as specifically limited in this Agreement.  In exercise of such 
exclusive management rights, it is not intended that any other provision of this Agreement
providing a specific benefit or perquisite to the covered employees shall be changed,
modified, or otherwise affected, without concurrence of the Union. 
8.02       Specific and Exclusive Management Rights. Subject to the provisions of this
Agreement, the Port reserves the following specific and exclusive management rights: 
(a)  To recruit, assign, transfer, or promote members to positions within the
Department, including the assignment of employees to specific jobs; 
(b)  To suspend, demote, discharge, or take other disciplinary action against members
for just cause; 
(c)  To determine the keeping of records; 
(d)  To establish employment qualifications for new employee applicants, to determine
the job content and/or job duties of employees, and to execute the combination or
consolidation of jobs; 
(e)  To determine the mission, methods, processes, means, policies, and personnel
necessary for providing service and Department operations, including, but not
limited to: determining the increase, diminution, or change of operations, in whole
or in part, including the introduction of any and all new, improved, automated
methods of equipment; and making facility changes; 
(f)   To control the Departmental budget, and if deemed appropriate by the Port, to
implement a reduction in force; 
(g)  To schedule training, work, and overtime as required in a manner most
advantageous to the Department and consistent with requirements of municipal
employment and public safety, subject to the provisions of this Agreement; 
(h)  To establish reasonable work rules, and to modify training; 
(i)   To approve all employees' vacation and other leaves; 
(j)   To take whatever actions are necessary in emergencies in order to assure the
proper functioning of the Department; and 
(k)  To manage and operate its Departments, except as may be limited by provisions
of this Agreement. 
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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
8.03       Incidental Duties Not Always Described. It is understood by the Parties that
every incidental duty connected with operations enumerated in job descriptions is not always
specifically described. 
8.04       Demotions. In reference to Section 8.02(b) above, "just cause" for demotions
shall not be limited to normal disciplinary issues and shall include: 
(a)    Demonstrated inability to perform management role effectively in Command
staff assignment. 
(b)    Restructuring and/or reorganizing the Command Staff in the interest of
efficiency. 
ARTICLE 9 - PROBATION 
9.01       The probationary period for any employee appointed to a Command Staff
classification shall be for the six (6) calendar months following such appointment.  The
probationary period may be extended at the discretion of the Port's  Chief of Police
(hereinafter referred to as the Chief) if the probationary employee has been absent due to
bona fide illness or other legitimate reason. If an employee fails, in the judgment of
management, to satisfactorily fulfill the responsibilities of the command staff position, the
following action shall take place: 
(a)    An employee who had been promoted from a lower level police classification to
their current rank shall be demoted to the former classification held within the
Department. 
(b)    An employee who has been appointed from a Port position outside the Port
Police Department may be returned to his/her former position, placed in another
Port position, or discharged, depending on the circumstances. 
(c)    An employee who has been employed from outside the Port shall be
discharged. 
9.02       In reference to items (b) and (c) above, when candidates from outside of the
Port Police Department are being reviewed along with others from within the Port Police
Department, the combined written test and oral board scores shall be used to determine
which candidates are eligible for final selection consideration. Candidates whose combined
scores are in the top five (5) of the group tested and interviewed shall be evaluated for
relative suitability by the Chief, and the Chief shall make the final selection from that group. If
a situation develops where a Port Police Department employee and an individual from
outside of the Port Police Department have qualifications of equal merit, preference shall be
given to the Port Police Department employee. 


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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
ARTICLE 10 - DISCIPLINE 
10.01      Grievance Procedure  Applicability. The Parties agree that discipline is a
command function. Decisions on disciplinary matters where discipline imposed involves
discharge, suspension, demotion or written reprimands shall be subject to the grievance
procedure, however written reprimands may not be pursued to arbitration. 
10.02      Grievance Procedure  Timing.  If an employee claims to have been unjustly
discharged, suspended, demoted, or reprimanded, to be timely the case may, within twenty
(20) calendar days after the date of such discharge, suspension, demotion or reprimand be
referred in writing to the grievance procedure as outlined herein (Article 29). 
ARTICLE 11 - REDUCTION IN FORCE 
11.01      Selection Criteria for Reduction in Rank. In the event a reduction in force is
required by Port management, those individuals shall be retained as Commanders who, in
the Port management's opinion, are most qualified to carry on the future work of the
organization. In lieu of layoff under this Agreement, Commanders, if they have ever held a
position of lesser rank in the Port of Seattle Police Department, shall be reduced in rank
when a reduction in force is implemented. A Commander reduced in rank under the
provisions of this Article shall return to his/her seniority position, previously held, as defined
under the provisions of either the Port Police Sergeants' or Port Police Officers' Agreements.
However, if no previous seniority position was held in a bargaining unit of lesser rank, the
employee shall be subject to layoff. Selection for reduction in rank or layoff shall primarily be
made on the basis of performance and skill; however, length of service shall also be a factor
in determining retention of position when performance and skill of two (2) or more individuals
are evaluated as equal by management. In addition, the impact of a reduction in force on
affected classes shall be considered in view of the Port's Affirmative Action Plan. 
11.02      Restoration of Rank. Employees who are reduced in rank shall receive first
consideration for Commander vacancies which may occur within eighteen (18) months of the
date of reduction in rank. Employees who are laid off shall receive first consideration for 
Commander vacancies which may occur within twelve (12) months of the date of layoff.
Selection criteria for order of restoration of rank or recall shall be the same as provided in
11.01. 
11.03      Notice. In the event of an imminent reduction in force, written notice shall be
provided to each employee scheduled for reduction in rank or layoff at least sixty (60) days
prior to such action. 
11.04      Limitation on Reduction in Force Application. The provisions of this Article shall
be applied in good faith to bona fide situations where a reduction in force is required. This
Article shall not be applied to provide an easy solution for dealing with employees who are
unsatisfactory performers. Matters concerning unsatisfactory performance shall be subject to
the conditions set forth in other provisions of this Agreement, including Articles 8, 9, and 10,
and Appendices B and C. 
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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
ARTICLE 12 - JURY DUTY AND SUBPEONAED WITNESS 
When an employee is called for and serves as a subpoenaed witness or on jury duty, that
employee shall, during such service period, receive full regular compensation from the Port,
less any compensation received from the court for such service (excluding travel, meals, or
other expenses). Port compensation for service as a subpoenaed witness (not Port related)
or on jury duty only applies to absence from regularly scheduled work hours. Employees
shall forward their jury duty compensation paid by the court to the Port's payroll section upon
return from jury duty and receipt of the compensation paid by the court. 
ARTICLE 13 - BEREAVEMENT LEAVE 
13.01      Eligibility; Hours. Employees who have been employed for thirty (30) or more
days of uninterrupted service, and who have suffered the loss by death of a member of their
immediate family, as defined in this Article, shall be eligible to receive up to forty (40) hours of
leave per bereavement, at the discretion of the employee's supervisors, and under the
supervision of the Chief of Police. Such leave shall not result in compensation for more than
the number of hours in any normal work week. 
13.02      Immediate Family Defined. Immediate family shall be defined as the spouse or
domestic partner of the employee, and the following relatives of either the employee, spouse,
or domestic partner:  child, step-child, child's spouse, grandchild, parent, step-parent,
grandparent, sibling, and sibling's spouse. In special circumstances, the Chief and/or Human
Resources may include other relatives in the definition for purposes of bereavement leave.
13.03      Considerations. 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 hours to be granted an employee. 
13.04      Use of Sick Leave. Following use of bereavement leave, in case of death of an
employee's spouse, domestic partner (as defined under the Port's Salary and Benefit
Resolution) or child, an employee may take up to two (2) weeks of sick leave. 
ARTICLE 14 - HOURS OF WORK AND OVERTIME 
14.01      Hours of Duty. The normally scheduled workweek for Commanders shall be
the equivalent of forty (40) hours per week on a Port payroll week basis, except as otherwise
provided in Section 14.02 of this Agreement. 
The normal daily schedule for Commanders shall be ten (10) hours per day beginning
between the hours of 0500 and 0900, except that Patrol Commanders will be scheduled ten
(10) hours between 0500 and 2400. This includes nine (9) hours of work after the start of the
watch plus one (1) mealtime and two (2) rest periods. The mealtime provided for during the
normal workday is for a period of thirty (30) minutes. If the meal period is a business lunch
where Port interests are best served extending this time frame beyond thirty (30) minutes,
members shall not be restricted to any particular time element. In addition, one (1) fifteen
(15) minute rest period before and one (1) fifteen (15) minute rest period after mealtime shall
be provided for in the normal workday. 
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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
Commanders may at their own discretion, and with the prior approval of management,
temporarily modify their normally scheduled work week or normal hours of work (to work any
continuous ten (10) hour shift) for the purposes of maintaining necessary and desirable
familiarity with all Police Department personnel and their duties and responsibilities. 
The normally scheduled workweek for Commanders shall be four (4) days worked and three
(3) consecutive days off during a seven (7) day period. Work days will be assigned by
management and will be either Monday through Thursday or Tuesday through Friday, except
as otherwise provided for in Section 14.02 of this Agreement. 
14.02      Weekend Coverage. Commanders may adjust their normal work schedule for
planned special events occurring during the weekend (Saturday and Sunday). 
When adjusting to or from a normal weekly work schedule to a weekend weekly work
schedule, the work schedule shall be the equivalent of eighty (80) hours per two (2) week
period during this adjustment. 
The normal weekend work schedule work day shall be ten (10) consecutive hours each day 
14.03      Overtime Exemption. The Parties agree that Commanders shall be considered
overtime exempt managerial employees, and as such, shall be paid salary (calculated from
an hourly rate based on the standard forty (40) hour workweek). Commanders shall not be
entitled to overtime compensation under either the Fair Labor Standards Act or Washington
Minimum Wage Act. 
14.04      Awarded Time. In recognition of working in excess of eighty (80) hours in one
(1) pay period, the Chief, or his/her designee, may award a Commander "Awarded Time" off. 
Awarded Time shall be governed under the following conditions: 
(a)    Awarded Time is not "Comp Time." It is not intended to compensate employees
on an hour for hour basis for hours worked beyond their regular work
schedules. Awarded Time is intended to give employees time away from work
for rest and rejuvenation following a recent rigorous work period. 
(b)    Commanders will occasionally work beyond their regularly scheduled eighty
(80)  hour pay period.  Employees should not normally expect to receive
Awarded Time compensation for working additional hours that are not in excess
of ten percent (10%) of their regular work schedule. For example, Awarded
Time would not normally be awarded to an employee working for the first eight
(8) hours of additional work performed during a pay period. 
(c)    A Commander's use of Awarded Time must be approved in advance by his/her
supervisor and recorded on the employee's time log using the appropriate time
reporting code. Awarded Time should normally be awarded to the employee
during the same time period in which the work was performed, and the
employee should use the Awarded Time as soon as possible thereafter.
Awarded Time may be used for any reason, and a Commander's request for
use of Awarded Time will normally be approved. 
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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
(d)    Awarded Time must be used in the calendar year granted, and shall not be
carried into the next calendar year. Awarded Time shall not be cashed out.
Retiring or terminating employees may not take Awarded Time after their last
worked day. 
(e)    In recognition of a Patrol Commander performing an assignment that may
require him/her to work in excess of the standard work schedule on an ongoing,
regular basis, Patrol Commanders shall automatically receive a lump sum of
forty (40) hours of Awarded Time annually. The lump sum award shall be given
on January 1st of each calendar year for incumbent Patrol Commanders, or in
the event of new Patrol Commanders, immediately upon assignment to such
position. This lump sum award shall not be subject to proration based on length
of assignment. 
(f)     Upon  execution  of  this  Agreement,  a  Commander's  previously  accrued
compensatory time (earned as a non-exempt Captain or Lieutenant) will be
cashed-out at the appropriate rate of pay. 
14.05      On-Call: Pagers/Cell Phones. For times when there is no Commander working
after-hours and/or weekends (Saturday and Sunday), there shall be a member of the
Command Staff on-call to be available to on-duty supervisors, assigned on a rotating basis.
The rotation schedule for each Commander's on-call duty shall be no greater than seven (7)
continuous days per on-call assignment, and each on-call assignment is not to occur more
than once every six (6) weeks. If a Commander is specifically required to carry a pager 
and/or cell phone and is assigned "on call," such Commander will be expected to respond
and report, as soon as possible if called, and will be entitled to Awarded Time as outlined in
Section 14.02 above for  all time spent responding, other than by telephone,  if  the
Commander reports for work during this period. 
14.06      Seniority Bids.  Watch bids, days off, and vacation scheduling shall be
controlled by classification seniority, with the senior person having preference. Employees in
the Police Commander positions shall retain the same seniority and service date as such
employees had as a Police Lieutenant or Police Captain. 
ARTICLE 15 - VACATION 
Annual vacation with pay shall be granted to all employees on the following basis: 
15.01      Scheduling of Vacation Leave. At any time after the successful completion of
six (6) months of employment, regular permanent employees (any employee hired from a
Port posting) may request and use vacation leave of up to the number of hours accrued at
the time of the desired vacation date, subject to the approval of the Chief. Seniority shall be
considered in accordance with departmental procedures when scheduling vacations.
Normally, requests for approval of vacation schedules shall be made to the Chief on a
vacation request form thirty (30) days or more in advance; more notice may be required by
the Chief when necessary to provide for proper scheduling of personnel. 
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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
15.02      Limits on Accumulating Vacation Leave; Cash -Out.   Vacation leave
accumulation shall be limited to four hundred thirty-two (432) hours of accrual at any time.
Any portion above four hundred thirty-two (432) hours of unused vacation leave shall be
cashed-out under this Section, unless the reason for not taking such vacation leave is at
management's direction, as under emergency conditions. Vacation beyond four hundred
thirty-two (432) hours accrual will be cashed out on an annual basis. The cash-out of excess
hours shall be paid to the Commander on the last paycheck in the payroll year, or in the case
of a termination of employment, on the employee's last paycheck. 
Employees shall be responsible for scheduling and taking annual leave in order to avoid any
forfeiture of vacation leave. 
This Section may be subject to modification to meet legal requirements in the event of further
changes in State Law. 
15.03      Rates of Accrual. Based upon a pro rata share of a full-time work schedule,
vacation leave is earned as follows: 
(a)    96 Hours of Vacation: From the first (1st) day of employment, to and including
the forty-second (42nd) full month of continuous employment, permanent
employees shall accrue vacation leave at the rate of eight (8) hours per month
of active employment, or the equivalent of up to ninety-six (96) hours per year
(8 hours per month x 12 months = 96 hours per year). 
(b)    120 Hours of Vacation: From the forty -third (43rd) full month, to and including
the seventy-second (72nd) full month of continuous employment, permanent
employees shall accrue vacation leave at the rate of ten (10) hours per month
of active employment, or the equivalent of up to one-hundred and twenty (120)
hours per year (10 hours per month x 12 months = 120 hours per year). 
(c)    128 Hours of Vacation: From the  seventy-third (73rd) full month, to and
including the one hundred thirty-second (132nd) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
ten and sixty-seven hundredths (10.67) hours per month of active employment,
or the equivalent of one-hundred and twenty eight (128) hours per year (10.67
hours per month X 12 months = 128 hours per year). 
(d)    160 Hours of Vacation: From the one hundred thirty-third (133rd) full month to
and including the one hundred ninety-second (192nd) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
thirteen and thirty-four hundredths (13.34)  hours per month of active
employment, or the equivalent of up to one hundred and sixty (160) hours per
year (13.34 hours per month x 12 months = 160 hours per year). 


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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
(e)    168 Hours of Vacation: From the one hundred ninety-third (193rd) full month, to
and including the two hundred twenty-eighth (228th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
fourteen (14) hours per month of active employment, or the equivalent of up to
one-hundred and sixty eight (168) hours per year (14 hours per month X 12
months = 168 hours per year). 
(f)     176 Hours of Vacation: From the two hundred twenty-ninth (229th) full month, to
and including the two hundred-fortieth (240th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
fourteen and sixty-seven hundredths (14.67) hours per  month of active
employment, or the equivalent of up to one hundred and seventy-six (176) per
year (14.67 hours per month x 12 months = 176 hours per year). 
(g)    184 Hours of Vacation: From the two hundred forty-first (241st) full month, to
and including the two hundred fifty-second (252nd) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
fifteen  and  thirty-four  hundredths  (15.34)  hours  per  month  of  active
employment, or the equivalent of up to one-hundred and eighty-four (184) hours
per year (15.34 hours per month X 12 months = 184 hours per year). 
(h)    192 Hours of Vacation: From the two hundred fifty-third (253rd) full month, to
and including the two hundred sixty-fourth (264th) full month of continuous 
employment, permanent employees shall accrue vacation leave at the rate of
sixteen (16) hours per month of active employment, or the equivalent of up to
one-hundred and ninety-two (192) hours per year (16 hours per month X 12
months = 192 hours per year). 
(i)     200 Hours of Vacation:  From the two hundred sixty-fifth (265th) full month, to
and including the two hundred seventy-sixth (276th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
sixteen and sixty-seven hundredths (16.67) hours per month of active
employment, or the equivalent of up to two-hundred (200) hours per year (16.67
hours per month X 12 months = 200 hours per year). 
(j)     208 Hours of Vacation:  From the two hundred seventy-seventh (277th) full
month, to and including the two hundred eighty-eighth (288th) full month of
continuous employment, permanent employees shall accrue vacation leave at
the rate of seventeen and thirty-four hundredths (17.34) hours per month of
active employment, or the equivalent of up to two-hundred eight (208) hours per
year (17.34 hours per month X 12 months = 208 hours per year). 
(k)    216 Hours of Vacation: From the two hundred eighty-ninth (289th) full month, to
and including all subsequent full months of continuous employment, permanent
employees shall accrue vacation leave at the rate of eighteen (18) hours per
month of active employment, or the equivalent of up to two-hundred sixteen
(216) hours per year (18 hours per month X 12 months = 216 hours per year). 
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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
15.04      Payment for Vacation Leave at Termination. Upon termination of employment,
regular permanent employees shall receive a lump sum payment in lieu of one hundred
percent (100%) of unused vacation leave, based on limitations stated above and as further
limited by this Section. 
Employees who terminate active employment before completing six (6) months of
employment shall receive no vacation pay. Pay for unused vacation leave shall be computed
through the last day of employment. Section 15.04 may be subject to modification to meet
legal requirements in the event of further changes in State Law. 
15.05     Scheduled to Work During Vacation.  Employees who are called-in to work
while on their scheduled vacation shall be placed on regular, straight-time pay status and
compensated for a full day's pay, regardless of the time spent working. In addition, they shall
have the vacation day restored which was lost due to being called into work. 
15.06     Use For Family Emergency. In the event of a bona fide family emergency at
the Chief's discretion, the Chief or his/her designee can permit an employee to take time off
with vacation leave applied as compensation.
15.07     Hourly Accrual Method.  The parties agree that, during the term of this
Agreement, the Port may exercise its option to convert from the monthly accrual method to
an hourly accrual method for annual vacation as provided in this Article. 
ARTICLE 16 - HOLIDAYS 
16.01     Rates of Accrual. In lieu of Holidays, all eligible employees shall receive a pool
of one hundred and twenty (120) hours per year based upon twelve (12) holidays and a four
(4) day ten (10) hour schedule. Holiday hours will accrue as sixty (60) hours on January 1st,
and sixty (60) hours on July 1st of each year, subject to proration of ten (10) hours per month
of assignment. Changes in the number of pooled holiday hours due a Commander resulting
from separation from the Department, or for any other reason, shall be prorated. 
The Parties agree that during the first (1st) year of this Agreement, due to the late execution
of the Agreement, employees may have already received a pool of holiday hours as of
January 1, 2009. In such event, during 2009 only, those employees shall not be subject to
the one-half split of holiday hours on January 1st and July 1st. However upon execution of this
Agreement, those employees who were previously credited in 2009 with ninety-six (96) hours
of pooled holiday hours shall be credited with the remaining prorated amount of pooled
holiday leave. 
16.02     Use and Cash-out.  Pooled holiday leave may be used in one (1) hour
increments in the same manner and with the same restrictions as vacation time. Upon
termination of employment, accrued, unused holiday hours shall be cashed out, subject to
proration. During the year, employees may request pay for their unused pooled hours. No
pooled hours will be carried over from year to year. Holiday cash-out (if requested by a

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Police Commanders 
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2009-2011 Agreement 
Commander) will occur twice (2x) per year, on June 30th and December 31st. Commanders
who cash out their Holiday pool hours, then separate from the Department, shall be obligated
to repay the value of the prorated Holiday pool hours from the date of separation to the end of
the year, which the Port may deduct from the employee's final paycheck. 
16.03     Scheduled to Work During Paid Holiday. Employees who are called in to work
while on their paid holiday shall be placed on regular, straight-time pay status and
compensated for a full day's pay. In addition, they shall have the paid holiday restored which
was lost due to being called into work. 
ARTICLE 17 - COMPENSATION FOR MILEAGE, EXPENSES & TRAVEL TIME 
17.01      Reimbursement for Reasonable Expenses; Procedure. The Parties recognize
the federal and state audit requirements, and hereby agree to comply with the Port's
accounting and procurement policies relating to, among other things, reimbursement of workrelated
mileage, reasonable out-of-pocket expenses, proof of expenditures, reporting and
audit requirements, travel authorizations, and use of a Port credit card. 
17.02      Normal Pay. An employee's normal salary shall apply as provided for in this
Agreement in connection with travel assignments inside and outside of King County. 
17.03      Mileage for Private Vehicle Travel.  When travel by an employee's private
vehicle is required and authorized by  Department  management, such travel shall be
reimbursed in accordance with the mileage reimbursement schedule as approved by the Port
Commission for Port employees. However, at no time shall the amount be less than the IRS-
approved mileage rate. Requests for mileage shall be submitted according to Port policy. 
ARTICLE 18 - FALSE ARREST AND PROFESSIONAL LIABILITY 
The Port shall continue to provide professional liability coverage, including false arrest
coverage for Commanders when they are acting within the scope of their authority and duties
as a Law Enforcement Officer for the Port of Seattle. 
ARTICLE 19 - UNIFORMS AND EQUIPMENT 
19.01      Uniforms and Equipment  Provided.  The Port shall provide uniforms and
equipment in accordance with requirements as established by the Chief. 
19.02      Damage Reimbursement. Limited to three hundred dollars ($300.00) for each
incident, reasonable reimbursement shall be provided for repair or replacement of
eyeglasses, watches, or hearing aids which may be broken, damaged or lost as a result of
work related activities, where no employee negligence is involved. This benefit applies only
in situations where the benefits are not covered under Teamsters Health and Welfare Plans
or other benefits. 

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Police Commanders 
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2009-2011 Agreement 
Decisions on claims for reimbursement shall be approved or disapproved and submitted to
Accounting within fourteen (14) days of receipt. 
19.03      Clothing Allowance. The Port shall pay a clothing allowance of seventy dollars
($70.00) per month to Commanders who are directed by the Chief to wear civilian clothes. 
ARTICLE 20 - BENEFITS 
20.01      The Port agrees to provide the following benefits requested by the Union: 
(a)    Washington State Public Employees Retirement System, or LEOFF as
applicable. 
(b)    Unemployment  compensation  benefits  under  the  Washington  State
Employment Security Act. 
(c)    A retirement or savings plan in lieu of Social Security. Contributions of six and
two-tenths percent (6.2%) of salary on behalf of all members of the bargaining
unit, transmitted to the Plan each pay period, up to the annual maximum limits
of social security, to the Great Western 401(a) Plan. 
(d)    Free parking limited to employees on duty status. 
(e)    Credit Union participation. 
(f)     Locker room and lunchroom facilities. 
(g)    Washington State Workers' Compensation. 
(h)    Educational assistance for employees shall be subject to approval of the Chief.
It is agreed that if funds are not available from other sources, such as special
Federal or State programs, with the advance approval of the Chief, the Port
shall provide reimbursement limited to job related educational curricula on the
following basis: 
(1)    For  employees  engaged  in  continuing  education  at  accredited
institutions to obtain a college degree, fifty percent (50%) of tuition costs
following one (1) calendar year of continuous employment and seventyfive
percent (75%) following four (4) years of continuous employment.
Payment will be made upon evidence of satisfactory completion and will
cover tuition fees only. Reimbursement may be applied for following
each semester. 
(2)    After one (1) calendar year of continuous employment, for individual
courses limited to job related subject matter and not in connection with
course work for a college degree, one hundred percent (100%)

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Police Commanders 
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2009-2011 Agreement 
reimbursement for tuition only. Reimbursement shall be provided after
evidence of satisfactory completion. This applies to courses taken as a
result of a request initiated by an employee. However, non-mandatory
specialized police/fire training courses taken at the option of the
employee shall result in reimbursement to the Port by the employee for
actual expenses if the employee voluntarily resigns (for other than
medical reasons) or retires in less than two (2) years after completion of
the special training. 
(3)    For courses or seminars initiated for an individual employee at the
direction of the Chief, reimbursement shall be provided for the entire
costs of such instruction.  Reimbursement shall include amounts to
cover tuition, books, and miscellaneous instructional fees. 
(4)    Such educational assistance shall be linked to a detailed Letter of
Commitment, provided to the Department by the employee, that
captures the employee's study and career goals. 
(i)     Forty (40) hours training will be scheduled per year per employee. 
(j)     As  provided  below  in  this  paragraph,  employees  shall  be  eligible  for
participation in the Port of Seattle's Deferred Compensation Plan as revised
December 8, 1981. Eligibility and participation of employees shall be subject to
the terms and conditions of such plan including any plan amendments,
revisions, or possible cancellation. It is further agreed that content of the plan
itself, plan administration, and any determinations made under the plan shall
not be subject to the Grievance Procedure (Article 29) or to any other provisions
of this Agreement or to negotiation by the Union. 
(k)    Department Vehicle. For the duration of this Agreement, the Port shall provide
each Commander the use of a take-home departmental vehicle.  If any
Commander resides more than forty (40) miles from the Department,  the
Commander may not commute in his/her department vehicle beyond the forty
(40) mile boundary; provided, however, that employees occupying a
Commander position at the time this Agreement is signed are excluded from
this mileage restriction for the duration of this Agreement. 
(l)     Pacific Coast Benefit Plan.  For the duration of this Agreement the Employer's 
contribution shall be one dollar and thirty-five cents  ($1.35)  per hour 
compensated. 
(m)   Shared Leave as defined in Section 23.05. 
(n)    Port of Seattle Long Term Care Insurance. Employees shall be eligible to
participate in the voluntary, employee-paid Long Term Care insurance plan
made available to Port non-represented employees. Eligibility and participation
of employees will be subject to the terms and conditions of such plan including
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Police Commanders 
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2009-2011 Agreement 
any plan amendments, revisions or possible cancellation. It is further agreed
that the content of the plan itself, plan administration and any determination
made under the plan shall not be subject to the grievance procedure or to any
other provisions of this Agreement or to negotiation by the Union. 
(o)    Retirement Firearm and Box. Upon retirement from the Port of Seattle Police
Department, the retiring Commander with at least five (5) years of service will
be provided the following as compensation for prior service: 
1.    The Commander's assigned service weapon; and 
2.    A display box suitable to display the service weapon. 
ARTICLE 21 - LEAVE WITHOUT PAY 
21.01      Eligibility; Procedure. After one (1) calendar year's service an employee shall
be eligible for a leave of absence without pay not to exceed six (6) weeks. At the discretion
and with the approval of the Chief, on an exception basis, leaves may be extended not to
exceed one (1) calendar year. Requests for such leaves shall be submitted in writing to the
Chief for approval thirty (30) days in advance of the leave time period.  In emergency
situations, the notification may be waived at the option of the Chief. 
21.02      Considerations. Leave approval considerations shall include: 
(a)    The purpose and length of requested leave; 
(b)    The employee's length of service; 
(c)    The effect of such an extended absence on departmental operational efficiency; 
(d)    Employee past performance and attendance; and 
(e)    In establishing the priority for such leaves, mutual benefit to the Port shall also
be a consideration. For example, leaves of absence for educational purposes
shall receive greater priority than leaves for the purpose of travel. 
21.03      Extensions. In the event of special conditions, such as family emergencies or
educational programs, leaves of absence may be extended beyond six (6) weeks with the
approval of the chief and/or Port's Executive Department. An employee shall suffer no loss of
seniority for time spent on approved leave of absence of six (6) weeks or less. For time in
excess of six (6) weeks, the Employee shall retain his/her original seniority date, but shall not
accumulate any seniority for time off work in excess of six (6) weeks. 
21.04      Not For Alternate Employment. Under normal conditions, leaves of absence
shall not be granted for the purpose of seeking or engaging in other employment. Any
exception to this provision shall be at the sole discretion of the Chief. 

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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
21.05     FMLA/FCA. Employees shall be eligible for family leave pursuant to the Family
and Medical Leave Act (FMLA), Washington Family Care Act (FCA), and Port policies
relating to the FMLA and FCA. 
ARTICLE 22 - RE-EMPLOYMENT RIGHTS 
22.01     Hiring Preference. An employee who was not on probation, and who was in
good standing at the time of voluntary separation (excluding retirement) from the Port of
Seattle Police Department shall have hiring preference  over any other applicant for
employment (but excluding employees on layoff roster) if application is made within one (1)
calendar year from the date of separation from the Department. 
22.02     Eligibility.  To receive hiring preference, the application is subject to the
following requirements: 
(a)    The application request must be for the classification that the employee held at
the time of voluntary separation; and
(b)    An opening for that classification does not have to exist at the time of request,
but if no job opening is available at the time of application, the application will
still be given preference for any job opening that occurs within one (1) calendar
year from the date of application; and 
(c)    The ultimate determination of whether the employee will be rehired will be made
by the Department; and 
(d)    The Department may require any investigation it deems necessary before the
application is approved for reinstatement; and 
(e)    At  the  discretion  of  the  Chief,  a  background  investigation,  polygraph
examination, and medical examination may be conducted for a period of
absence of less than ninety (90) days. After ninety (90) days, the background
investigation, polygraph examination, and a medical will be mandatory. A drug
screen test will be administered regardless of the time away from the
Department.
22.03     Reinstatement of Seniority. The seniority date of any Commander re-employed
pursuant to this Article shall be his or her original date of hire, provided that no seniority shall
accumulate for those periods that the Commander was not a bargaining unit employee. 
ARTICLE 23 - SICK LEAVE 
23.01      Rate of Accrual. Regular permanent full-time employees shall accrue at the
rate of .0462 hours for each straight time hour compensated (.0462 x 2080 = 96 annual hours
per year), up to eight (8) hours per month, not to exceed ninety-six (96) hours in any calendar
year (8 hours per month X 12 months = 96 hours per year). Such sick leave shall be based
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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
on a pro rata share of time worked on a full-time work schedule. Regular permanent parttime
employees shall accrue pro-rata sick leave based on time worked on less than full-time
schedules. 
Sick leave is accrued from the first (1st) day of employment but may not be used until the
completion of thirty (30) days of continuous employment and is to be used under the
conditions stated in Section 23.02 of this Article. 
23.02      Use of Sick Leave. Sick leave will be used only in instances of non-job related
employee or dependent illness or injury. Departmental management may at any time require
a physician's statement to justify use of sick leave and/or to determine that an employee's
return from absence due to illness or injury is sanctioned by the attending physician. Family
medical and care leave will be administered in accordance with current Federal and State
laws, and applicable Port policies. 
23.03      No Combined Effect. In no case shall the combined effect of sick leave and/or
other benefits be applied so that compensation exceeds the employee's normal rate of pay. 
23.04      Accumulation of Sick Leave.  Sick leave may be accumulated up to nine
hundred sixty (960) hours for permanent employees.  Upon termination or retirement
following five (5) continuous years of active employment in a permanent position with the
Port, qualified employees shall be compensated for fifty percent (50%) of their unused sick
leave (within the 960 hour limit) at the rate of pay at termination. The fifty percent (50%) 
accumulated sick leave payoff is payable to the employee's spouse or other designated
beneficiary in the event of an employee's death.  One hundred percent (100%) of an
employee's accumulated sick leave (within the 960-hour limit) is payable to the employee's
spouse or other designated beneficiary in the event of an employee's death in the line of
duty. 
23.05     Shared Leave. The Parties agree to adopt a Shared Leave Program under the
terms and conditions set forth in applicable Port policies covering shared leave of salaried
employees. 
(a)    Purpose: The Shared Leave Program enables employees to donate accrued
sick leave to fellow employees who are faced with taking leave without pay or
termination due to extraordinary or severe physical or mental illnesses.
Implementation of the program for any individual employee is subject to
agreement by the Employer, and the availability of shared leave from other
employees. The Employer's decisions in implementing and administering the
shared leave program shall be reasonable. 
(b)    Participation:  Participation in the Shared Leave Program is voluntary.  No
employee shall be coerced, threatened, intimidated or financially induced into
donating sick leave for purposes of this program. 

17

Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
23.06      Attendance Incentive. 
(a)    Two hundred and fifty dollars ($250.00) for any employee who has completed
one (1) calendar year of continuous employment without any absence from
work. Incentive pay will be subject to payroll withholding requirements. 
(b)    Any absence except the following will disqualify an employee: 
(1)    Vacation 
(2)    Holidays 
(3)    Bereavement Leave 
(4)    Military Leave 
(5)    Jury Duty 
(6)    Subpoenaed Witness Service on a Port-related case 
(7)    Compensatory Time Off 
(c)    The Police Department time entry system and payroll hours will be used to
determine eligibility. 
ARTICLE 24 - LONG TERM DISABILITY 
24.01      Eligibility. Commanders are covered for Long Term Disability insurance on the
first (1st) day of active employment following six (6) continuous months of employment.
Subject to qualified disability, the employee will receive sixty percent (60%) of covered
monthly earnings less income from other sources. Benefits for Police Command Staff begin
after an elimination period of forty-five (45) days for a non-occupational disability and one
hundred eighty (180) days for an occupational disability.  Benefits continue during qualified 
disability, but not past the employee's sixty-fifth (65th) birthday or ADEA extension.  The
maximum benefit is three thousand five hundred dollars ($3,500.00) with a three percent
(3%) cost-of-living net benefit adjuster. The policy contains a three (3) to six (6) month preexisting
condition limitation and certain exclusions and limitations for benefit payment. 
This is a brief informational description of the Long Term Disability plan. For additional
details, consult the Certificate of Insurance or the group master policy which contains the
controlling coverage provisions. 
24.02      Supplemental Coverage. The Port hereby agrees to the following coverage for
Police Commanders only, limited to bona fide duty disability: 
(a)    For the first (1st) six (6) months of a duty disability, the Port shall supplement
amounts paid by certain offsets to a level equal to the base pay rate of the
disabled Commander. Such benefit program offsets include but are not limited
to state, federal, or other disability programs to which the Port has contributed
such as the Public Employees' Retirement System, the Federal Social Security
System, the Washington State Department of Labor and Industries programs
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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
(e.g. Workers' Compensation, Pension, and lump sum disability awards), and 
the Long Term Disability Coverage provided under Article 24 of this Agreement. 
(b)    In addition, the insurance premiums paid by the Port for insurance programs
covered in this Agreement shall continue on behalf of a Commander for the first
(1st) six (6) months of a duty disability. 
(c)    This coverage is also in compliance with RCW 41.04.510. 
(d)    If a Commander becomes disabled as a result of duty-disability, the Officer will
have his/her job rights protected for two (2) years from the date of the disability
as defined below in Sections 24.03 and 24.04. 
24.03      Light Duty. The Port may require Commanders receiving a disability leave
supplement to work light duty, consistent with RCW 41.04.520 and other applicable law. If a 
Commander is unable to perform his/her duty assignment by reason of an illness or injury
unrelated to the duty disability injury or condition, the Commander is required to use accrued
sick leave. 
24.04      Return to Work. If a Police Commander becomes disabled as a result of dutydisability
, the Commander will have his/her job rights protected for two (2) years from the
date of the disability provided the Commander is released to return to work and can perform
all the job requirements of a Police Commander. In the event the member of the Command
Staff is not able to perform the job requirements of a Police Commander, the Port will make a
good faith effort to find other suitable jobs within the Port for which the employee is qualified.
In no event will jobs be created or modified specifically for that purpose. This understanding
is predicated on a good faith application by the Parties involved. 
ARTICLE 25 - TEAMSTERS HEALTH AND WELFARE PROGRAMS 
25.01      Effective January 1, 2009 (based on December 2008 hours), and each month
thereafter during the period this Collective Bargaining Agreement is in effect, the Port agrees
to pay to Washington Teamsters Welfare Trust c/o Northwest Administrators, Inc. for every
eligible employee covered by this Agreement who was compensated for eighty (80) hours or 
more in the preceding month the following: 
a.    Health & Welfare - Contribute the sum of $889.30 per month for benefits under
the "PLAN A" (Price includes an addition of $11.40 for the additional 9 month
waiver, from the base price of the plan and $14.00 for domestic partner
coverage). 
b.    Dental - Contribute the sum of $120.92 per month for benefits under the "PLAN
A." (Price includes an addition of $2.20 for domestic partner coverage) 


19

Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
c.     Vision - Contribute the sum of $11.55 per month for continued benefits under
the "EXTENDED BENEFITS." (Price includes an addition of $.20 for domestic
partner coverage) 
d.    Life Insurance - The Port agrees to provide life insurance in an amount which
insures each eligible employee shall be covered for an amount of life insurance
equal to forty percent (40%) of his/her total annualized pay rate, based upon
the employee's classification. 
25.02      Maintenance of Plans. The Trustees may modify benefits or eligibility of any 
plan for the purposes of cost containment, cost management, or changes in medical
technology and treatment. If increases are necessary to maintain the current benefits or
eligibility, or benefits or eligibility as may be modified by the Trustees during the life of the
Agreement, the Port shall pay such premium increases as determined by the Trustees. 
25.03      Supplemental Insurance Programs. The Union may establish supplemental
insurance programs for the employees under this Agreement. All of the premiums for such
plans, if established, shall be paid for by the employees covered. If the Port is to process
payroll deductions from employees to pay the insurance carrier on the employees' behalf, the
Plan shall be subject to approval by the Port in regard to the responsibility of ongoing
administration and related details. 
25.04     Retirees Welfare Trust. Contribute the following for benefits under the "RWTPLUS
PLAN," and the Port shall continue to reduce the wages of each member of the
Bargaining Unit by an amount equal to one-half () of the monthly premium per member: 
Effective January 1, 2009      $74.85 
Effective January 1, 2010      $84.85 
Effective January 1, 2011      $94.85 
ARTICLE 26 - PERFORMANCE OF DUTY, STRIKES, AND LOCKOUTS 
26.01      No Right to Strike. Nothing in this Agreement shall be construed to give an
employee the right to strike, and no employee shall strike or refuse to perform assigned
duties to the best of his/her ability. The Union agrees that it will not condone or cause any
strike, slowdown, mass sick call, or any other form of work stoppage or interference with the
normal operation of the Police Department or of the Port. 
26.02      No Lockouts. The Port agrees that there shall be no lockouts. 
26.03      Effect. The conditions stated in Sections 26.01 and 26.02 of this Article shall
remain in effect with or without a signed Labor Agreement. 


20

Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
26.04      Resolution; Expedited Arbitration.   Should a strike and/or lockout be
contemplated and/or performed by one of the Parties, the Parties agree to submit the matter
to expedited binding arbitration. 
ARTICLE 27 - SAVINGS CLAUSE 
If any Article of this Agreement or any Appendix hereto should be held invalid by operation of
law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any
Article or Appendix should be restrained by such tribunal, the remainder of this Agreement
and Appendices shall not be affected thereby, and the Parties shall enter into immediate
collective bargaining negotiations for the purpose of arriving at a mutually satisfactory
replacement of such Article. 
ARTICLE 28 - ENTIRE AGREEMENT 
28.01      Entire Agreement; No Oral Modifications. The Agreement expressed herein in
writing constitutes the entire agreement between the Parties and no oral statement shall add
to or supersede any of its provisions. 
28.02      Opportunity to Bargain.  The Parties acknowledge that each has had the
unlimited right and opportunity to make demands and proposals with respect to any matter
deemed a proper subject for collective bargaining. The results of the exercise of that right
are set forth in this Agreement.
ARTICLE 29 - GRIEVANCE PROCEDURE 
29.01      Grievance Defined. Any dispute regarding the interpretation or application of
this Agreement shall be regarded as a grievance and shall be subject to the terms of this
grievance procedure. 
29.02      Time Limits. All grievances shall be presented within twenty (20) days of the
occurrence or the date that the employee actually knew or reasonably should have known of
the occurrence, whichever is later. This time limit and the other time limits set forth in this
Article may be extended by mutual agreement of the Employer and the Union. All references
to time in this Article shall be to calendar days. 
29.03      Election of Forum. A Commander electing to pursue a matter through the Civil
Service System may not also pursue to arbitration a grievance through this grievance
procedure. Any complaint that a matter constitutes a violation of Article 7 of this Agreement
may not be pursued to grievance arbitration if the matter has been challenged in any other
administrative or judicial forum. 
29.04     Informal Resolution. The Parties acknowledge that every effort should be made
by the employee(s) and the supervisor(s) to resolve issues prior to initiating grievance
procedures. 

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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
29.05   Grievance Procedure. 
STEP I 
The affected employee, or Union's Business Representative shall present the grievance in
writing to the office of the Chief of Police. If the supervisor or supervisor's designee and the
grievant are unable to arrive at a satisfactory settlement, the supervisor (or designee) will
issue a written response to the employee, with a copy to the Union's Business
Representative. The response shall be issued no later than ten (10) days after the date that
the grievance was initially filed. The Union may refer the grievance to Step 2 within ten (10)
days of receipt of the supervisor's response, or if the supervisor's response is untimely, within
ten (10) days of the date when the supervisor's response was due. 
STEP II 
Initiation of Step 2. The Union's Business Representative shall present the grievance in
writing to the Chief or the Chief's designee. The written grievance shall contain a statement
of the relevant facts, the section(s) of the Agreement allegedly violated, and the remedy that
is sought. 
Class Grievances. With respect to issues affecting more than one (1) Commander, the Union
may elect to file a grievance at Step 2 without the need for individual Commanders to file a
grievance at Step 1. The twenty (20) day time limit referenced in Section 29.02, as well as
the other requirements of this Article, shall be applicable to such filings. 
Step 2 Meeting. Within fourteen (14) days after the initiation of Step 2, the Union's Business
Representative and the Chief, or the Chief's designee, shall meet to discuss possible
resolution of the grievance. If the Parties are unable to arrive at a satisfactory settlement, or
if the Department's response is untimely, the Union may refer the grievance to Step 3 within
ten (10) days of the meeting. 
STEP III 
Initiation of Step 3.  The Union shall notify the Chief and the Port's Labor Relations
representative, in writing, of its desire to move the matter to the Board of Adjustment. 
Board of Adjustment. The Parties shall schedule a Board of Adjustment hearing which shall
be held no later than twenty (20) days after the initiation of Step 3. The purpose of the
hearing is to evaluate all known facts relating to the grievance in order to determine an
appropriate resolution. The Port's Labor Relations representative, the Chief or designee, and
two (2) Union Representatives shall be present, and both sides shall have an opportunity to
present all information that they have relating to the grievance. If the Parties are unable to
arrive at a settlement, or if the Board of Adjustment hearing is not held within twenty (20)
days after initiation of Step 3, the Union may refer the matter to Step 4. The Parties may
mutually agree to waive the Step 3 process. 


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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
STEP IV: ARBITRATION 
Initiation of Step 4.  The Union initiates Step 4 by filing a written request with the Port,
specifying the issue to be arbitrated. The request must be submitted within ten (10) days of
completion of the Board of Adjustment, or if no Board of Adjustment is scheduled within
twenty (20) days after the initiation of Step 3, then within twenty-seven (27) days after the
initiation of Step 3. 
Selecting An Arbitrator. The Port and the Union mutually agree that either Party to this
Agreement may apply to the Federal Mediation and Conciliation Service (FMCS) for a list of
seven (7) persons who are qualified and available to serve as arbitrators for the dispute
involved. Within ten (10) days of receipt of the FMCS list, the Parties will jointly select an
arbitrator from the list by alternately striking one (1) arbitrator on the list until the final
remaining arbitrator is selected as the arbitrator for the particular hearing. The Parties shall
determine first (1st) initiative through a coin flip.
The Hearing. The hearing on the grievance shall be informal and the rules of evidence shall
not apply. The arbitrator shall not have the power to add to, subtract from, or modify the
provisions of this Agreement in arriving at a decision of the issue or issues presented; and
shall confine his/her decision solely to the interpretation, application, or enforcement of this
Agreement. The arbitrator shall confine himself/herself to the precise issue(s) submitted for
arbitration, and shall not have the authority to determine any other issues not so submitted to
him/her.  The decision of the arbitrator shall be final and binding upon the aggrieved
employee, the Union, and the Port. The fees and expenses of the arbitrator shall be equally
split between the Parties; otherwise, each Party shall pay its own fees, expenses and costs,
including attorney fees, witness compensation, and transcript requests. 
ARTICLE 30 - APPENDICES INCORPORATED INTO AGREEMENT 
By reference herein, the Appendices listed below are hereby made part of this Agreement
and do not require individual Employer-Union signature: 
1.    Appendix A  Pay Rates 
2.    Appendix B  Police Officers' Bill of Rights 
3.    Appendix C  Drug/Alcohol Testing 
ARTICLE 31  CONFERENCE BOARD 
31.01     Board Members. There shall be a Department Conference Board consisting of
three (3) employees named by the Union and three (3) representatives of the Department
named by the Chief. The Chief, or his/her representative, shall sit as one (1) of the three (3)
employer representatives to the maximum extent practicable, but any of the six (6) members
may be replaced with an alternate from time to time. The Parties may mutually agree to bring
in additional persons with expertise in the matters being discussed. 

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Port of Seattle 
Police Commanders 
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2009-2011 Agreement 
31.02     Requests; Discussion. The Conference Board shall meet at the request of the
Union or the Port and shall consider and discuss matters of mutual concern pertaining to the
improvement of the Department and the safety and welfare of the employees. These matters
may include issues of development, committee membership, special team/unit assignments,
testing, et cetera. 
31.03     Purpose.  The purpose of the Conference Board is to deal with matters of
general concern to members of the Department as opposed to individual complaints of
employees; provided, however, it is understood that the Conference Board shall function in a
communications and consultative capacity to the Chief. Accordingly, the Conference Board
will not discuss grievances properly the subject of the grievance procedure, except to the
extent that such discussion may be useful in suggesting improved Departmental policies.
Either the Union representatives or the Port representatives may initiate discussion of any
subject of a general nature affecting the operations of the Department or its employees. 
31.04     Agenda; Minutes. An agenda describing the issue(s) to be discussed shall be
prepared by the initiating party and distributed at least three (3) days in advance of each
meeting, and minutes may be kept and made available to members. Nothing in this section
shall be construed to limit, restrict, or reduce the management prerogatives outlined in this
Agreement. 
31.05     Answer(s).  The Conference Board shall provide an answer to those
issues/questions brought before it within a mutually agreed upon time. 
ARTICLE 32 - TERM OF AGREEMENT: JANUARY 1, 2009 TO DECEMBER 31, 2011 
Wage rate effective dates and differentials shall be as provided for in Appendix A. 
All other conditions shall be effective on the date the Agreement is signed or as otherwise
identified in this Agreement. All provisions of this Agreement shall extend from the effective
date to December 31, 2011.  The Agreement may be opened to negotiate a successor
Agreementby either party giving notice in writing not later than sixty (60) days prior to the 
expiration date. 
PORT OF SEATTLE              TEAMSTERS LOCAL UNION 
NO. 763/IBT 

TAY YOSHITANI                DAVID GRAGE 
Chief Executive Officer               Secretary-Treasurer 

Date                           Date 

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Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
APPENDIX A 
PAY RATES 
1.    PAY SCHEDULES. The following January 1, 2009, monthly base rates reflect a five 
percent (5%) increase over the January 1, 2008, base rates: 
1/1/2009 
Base Monthly Salary Rate 
Captain                $9,074.00 
($52.35 per hour x 2080 hours) 
Captain                $9,346.13 
(w/ 48+ months in-grade)    ($53.92 per hour x 2080 hours) 
Lieutenant               $7,966.40 
($45.96 per hour x 2080 hours) 
Lieutenant               $8,205.60 
(w/ 48+ months in-grade)    ($47.34 per hour x 2080 hours) 
Effective July 19, 2009, the Commander classification shall replace the Captain and
Lieutenant classifications, and the following monthly base salary rate shall apply: 
7/19/2009 
Base Monthly Salary Rate 
Commander            $9,176.27 
($52.94 per hour x 2080 hours) 
A.    BASE WAGE INCREASES 
1.    Effective January 1, 2010, the base salary shall be increased by an
amount equal to five and one-half percent (5.5%). 
1/1/2010 
Base Monthly Salary Rate 
Commander            $9,680.67 
($55.85 per hour x 2080 hours) 



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Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
2.    Effective January 1, 2011, the base salary shall be increased by an
amount equal to six percent (6%). 
1/1/2011 
Base Monthly Salary Rate 
Commander           $10,261.33 
($59.20 per hour x 2080 hours) 
3.    All base wage rates shall be rounded to the nearest whole cent. 
B.    Salary Compression. 
1.    The base salary for Commanders (as listed above) shall be maintained
at a level, which is at least fifteen percent (15%) above the base rate of
pay for the Port Police Sergeant "A" Classification. 
2.    OTHER PAY CONSIDERATIONS. 
A.    Longevity Pay. Base pay for Captains and Lieutenants (effective January 1,
2009), and for Commanders (effective July 19, 2009), shall be increased by the
following longevity premium schedule based upon date of hire: 
1.    Two percent (2%) Longevity Premium: From the start of the sixty -first
(61st) full month to and including the one hundred and twentieth (120th)
full month of continuous employment, permanent employees shall be
paid a longevity premium of two percent (2%). 
2.    Five percent (5%) Longevity Premium: From the start of the one
hundred twenty-first (121st) full month to and including the one hundred 
and eightieth (180th) full month of continuous employment, permanent
employees shall be paid a longevity premium of five percent (5%). 
3.    Seven percent (7%) Longevity Pay: From the start of the one hundred
eighty-first (181st) full month to and including the two hundred and fortieth
(240th) full month of continuous employment, permanent employees shall
be paid a longevity premium of seven percent (7%). 
4.    Nine percent (9%) Longevity Pay: From the start of the two hundred and
forty-first (241st) full month to and including the two hundred and sixtyfourth
(264th) full month of continuous employme nt, permanent
employees shall be paid a longevity premium of nine percent (9%). 


26

Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
5.    Eleven percent (11%) Longevity Premium.  From the start of the two
hundred and sixty-fifth (265th) full months of continuous employment and
beyond, permanent employees shall be paid a longevity premium of
eleven percent (11%). 
B.    Educational Incentive.  Base pay for Captains and Lieutenants (effective
January 1, 2009), and for Commanders (effective July 19, 2009), shall be
increased by the following educational incentive schedule: 
Percent of Base Rate    Degree 
2%         Associate of Arts Degree 
4%         Bachelor's Degree 
6%         Advanced Degrees (e.g. MA, MBA, JD) 
C.    Mandatory Direct Deposit.  As a condition of continued employment, all
employees are required to participate in the Port's direct deposit program for
payroll purposes. 
D.    Payroll Periods/Payroll Errors. All employees covered by this Agreement will
receive bi-weekly pay. In no case shall the Port hold back more than fourteen
(14) days pay. No deductions shall be made from paychecks without written
consent of the employee, except as provided by federal, state, or municipal law.
The Port agrees that if there is a payroll error resulting in an employee being
owed one hundred dollars ($100.00) or greater, in gross pay, the Port shall
make payment to the employee in the form of a separate check given to the
employee within two (2) regular work days. If there is a payroll error resulting in
the employee being owed less than one hundred dollars ($100.00), in gross
pay, or if there is a payroll error resulting in an employee being owed any
amount of excess compensation, the Port will include the pay correction on the
employee's next regular paycheck. 






27

Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
APPENDIX B 
POLICE OFFICERS' BILL OF RIGHTS 
All employees within the bargaining unit shall be entitled to protection of what shall hereafter
be termed as the "Police Officers' Bill of Rights" which shall be added to the present Rules
and Regulations of the Port Police Department. The wide ranging powers and duties given to
the Department and its members involve them in all manner of contacts and relationships
with the public. Of these contacts come many questions concerning the actions of members
of the force. These questions often require immediate investigation by superior Officers
designated by the Chief. In an effort to insure that these investigations are conducted in a
manner which is conducive to good order and discipline, the following guidelines are
promulgated: 
A.    The Police Commanders covered by this Agreement do not waive, nor will they
be deprived of, any of their Constitutional or Civil Rights guaranteed by the
Federal and State Constitution and Laws, afforded a citizen of the United
States. 
B.    The following procedures shall apply to all administrative (i.e., non-criminal)
investigations of misconduct, which if proved could reasonably lead to a
suspension without pay or termination for that Officer. In such cases, the
employee shall be informed in writing of the nature of the investigation and
whether the employee is a witness or subject of the investigation. 
If an employee is a subject of the investigation, prior to an investigative
interview the Port shall provide the employee with that information necessary to
reasonably apprise the employee of the allegations of such complaint. Except
in unusual situations, this information shall include the name of the complaining
party. The above applies in cases of misconduct, and violations of Department
rules and regulations. When the Internal Investigation Section is assigned to
investigate non-criminal cases, the accused shall be notified within five (5)
working days. 
C.    Any interrogation of an employee shall be at a reasonable hour. 
D.    The interrogation (which shall not violate the employee's constitutional rights)
shall take place at a Port of Seattle Police station facility, except when
impractical.  The employee shall be afforded an opportunity and facilities to
contact and consult privately with an attorney of the employee's own choosing
and/or representative of the Union before being interrogated. 
An attorney of the employee's own choosing and/or a representative of the
Union may be present during the interrogation, but may not participate in the
interrogation except to counsel the employee. 

28

Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
E.    The questioning shall not be overly long and the employee shall be entitled to
such reasonable intermissions as he/she shall request for personal necessities,
meals, telephone calls, and rest periods. 
F.    The employee shall not be subjected to any offensive language, nor shall
he/she be threatened with dismissal, transfer, or other disciplinary punishment
as a guise to attempt to obtain his/her resignation, nor shall he/she be
intimidated in any other manner. No promises or awards shall be made as an
inducement to answer questions. 
G.   The Port will comply with any applicable state or federal restrictions that prohibit
the use of a lie detector or similar tests as a condition of continued employment. 
H.    An employee shall be permitted to read any material affecting his/her
employment before such material is placed in the employee's personnel file,
and an employee shall be allowed to rebut in writing material placed in his/her
personnel file. Such written rebuttal shall also be included in the employee's
personnel file. 
I.      As a Department locker is assigned to an Commander, who places his/her lock
on such locker, locker search without notice may not be conducted without the
permission of the Officer or without a search warrant, provided, however, with
twenty-four (24) hour notice to the Officer involved, a locker inspection may be
conducted by the Chief or the Chief's designee. Such an inspection may be
conducted by order of the Chief without the requirement of employee's
permission and without a search warrant. The employee shall have the right to
be present during such locker inspection. 
J.     Commanders will have an opportunity to sign complaints of misconduct or
resulting findings of such complaints before such material is entered into their
personnel files. The Commander's signature constitutes acknowledgment that
he/she has seen the material prior to its filing. 
K.    All case documentation shall remain confidential within the Internal Investigation
Section and to the Chief. Only cases which are classified as sustained shall be 
forwarded to the Department Administrative file as well as a conclusion of
findings to Human Resources and Development for inclusion in the employee's
personnel records. 
L.    There shall be a separate confidential Internal Investigation Section file for
unfounded cases. Such unfounded case file may be opened for legitimate
"need to know" reasons with the approval of the Chief and/or Deputy Chief.
Such approval will be documented. 


29

Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
APPENDIX C 
DRUG/ALCOHOL TESTING 
PREAMBLE 
While abuse of alcohol and drugs among our members is the exception rather than the rule,
the Teamsters Local 117 Police Commanders' Negotiating Committee shares the concern
expressed by many over the growth of substance abuse in American society. 
The drug/alcohol testing procedure, agreed to by labor/management, incorporates state-ofthe-art
employee protections during specimen collection and laboratory testing to protect the
innocent. 
In order to eliminate the safety risks which result from alcohol or drugs, the parties have
agreed to the following procedures. 
As referred to herein, testing shall be applicable to all entry level probationary employees and
any other employee for whom the Port has a reasonable suspicion that the employee is
working while under the influence of alcohol or drugs. 
A.    Illicit substance or drug abuse by members of the Department is unacceptable
and censurable conduct worthy of strong administrative action. 
B.    Preconditions to Drug/Alcohol Testing. Before an employee may be tested for
drugs or alcohol based on a reasonable suspicion, the Port shall meet the
following prerequisites. 
1.    The Port shall inform employees in the bargaining unit what drugs or
substances are prohibited. 
2.    The Port must provide in-service training containing an educational
program aimed at heightening the awareness of drug and alcohol related
problems. 
3.    The Port and the Union shall jointly select the laboratory or laboratories
which will perform the testing. 
4.    The  Chief  or  Deputy  Chief  shall  be  the  Police  Department
representatives to authorize or to approve a drug/alcohol test. 
5.    The Officer authorizing or approving a drug or alcohol test under this
Appendix C shall provide a written report to the Chief, and to the
employee, if requested, that documents the basis for ordering the test
under the reasonable suspicion standard. The report shall be completed
no later than the end of the shift on which the test was ordered. 
6.    The Port shall not use the drug-testing program to harass any Officer. 
30

Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
C.    The Department shall also have the discretion to order any entry level
probationary sworn employee to submit to a blood, breath, or urine test for the
purposes of determining the presence of a narcotic, drug, or alcohol a minimum
of two (2) times during such employee's entry level probationary period. These
tests will be conducted in the following manner: 
1.    Tests will be administered to each entry level probationary employee a
minimum of two (2) times, at various intervals, during the probationary
period. 
2.    Entry level probationary employees shall only be tested while on duty. 
3.    The providing of a urine sample will be done in private. 
4.    Obtaining of urine samples shall be conducted in a professional and
dignified manner. 
5.    A portion of urine samples shall be preserved to permit the following: 
a.    Positive   samples   shall   be   tested   utilizing   a   gas
chromatography/mass spectrometry (GC/MS) test. 
b.    A third (3rd) test for positive samples shall be conducted if
requested by the employee, at Port expense, by a reputable
laboratory of mutual choice. 
The exercise of this discretion by the Department shall be deemed a term and
condition of such employee's period of entry level probation, and need not be
supported by any showing of cause. 
If any employee is ordered to submit to these tests involuntarily, the evidence
obtained shall be used for administrative purposes only. 
D.    Testing Mechanisms. The following testing mechanisms shall be used for any
drug or alcohol tests performed pursuant to the testing procedure: 
1.    It is recognized that the Employer has the right to request the laboratory
personnel administering a urine test to take such steps as checking the
color and temperature of the urine samples to detect tampering or
substitution, provided that the employee's right of privacy is guaranteed,
and in no circumstances may observation take place while the employee
is producing the urine sample. If it is established that the employee's
specimen has been intentionally tampered with or substituted by the
employee, the employee is subject to discipline as if the sample tested
positive. In order to deter adulteration of the urine sample during the
collection process, physiologic determinations such as creatinine and/or
chloride measurements may be performed by the laboratory. 
31

Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
2.    The parties recognize that the key to chain of possession integrity is the
immediate labeling and initialing of the sample in the presence of the
tested employee. If each container is received at the laboratory in an
undamaged condition with properly sealed, labeled and initialed
specimens, as certified by the laboratory, the Employer may take
disciplinary action based upon properly obtained laboratory results. 
3.    Any screening test shall be performed using the enzyme immunoassay
(EMIT) method. 
4.    Any positive results on the initial screening test shall be confirmed
through the use of the high-performance thin-layer chromatography
(HPTLC), gas chromatography (GC) and GC/MS. If at any time there
exists a test with a higher rate of reliability than the GC/MS test, and if
such test is reasonably accessible at a reasonable cost, such test shall
be used in place of the GC/MS test if requested by the Union. 
5.    All samples which test negative on either the initial test or the GC/MS
confirmation test shall be reported only as negative. Only samples which
test positive on both the initial test and the GC/MS confirmation test shall
be reported as positive. 
6.    In reporting a positive test result, the laboratory shall state the specific
substance(s) for which the test is positive and shall provide the
quantitative results of both the screening and the GC/MS confirmation
tests, in terms of nanograms per milliliter. All positive test results must
be reviewed by the certifying scientist or laboratory director and certified
as accurate. 
E.    Procedures to be used when the sample is given. The following procedures
shall be used whenever an employee is requested to give a blood or urine
sample. Normally, the sample will be taken at the laboratory. If taken at
another location, transportation procedures as identified shall be followed. All
sample taking will be done under laboratory conditions and standards as
provided by the selected laboratory: 
1.    Prior to testing, or if incapacitated as soon as possible afterwards, the
employee will be required to list all drugs currently being used by the
employee on a form to be supplied by the Port. The Employer may
require the employee to provide evidence that a prescription medication
has been lawfully prescribed by a physician. If an employee is taking a
prescription or non-prescription medication in the appropriate described
manner and has noted such use, as provided above, he/she will not be
disciplined.  Medications prescribed for another individual, not the
employee, shall be considered to be illegally used and subject the
employee to discipline. 

32

Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
2.    When a blood test is required, the blood sample shall be taken promptly
with as little delay as possible. Immediately after the samples are drawn,
the individual test tubes shall, in the presence of the employee, be
sealed, labeled and then initialed by the employee. The employee has
an obligation to identify each sample and initial same. If the sample is
taken at a location other than the testing laboratory, it shall be placed in
a transportation container after being drawn. The sample shall be sealed
in the employee's presence and the employee given an opportunity to
initial or sign the container. The container shall be stored in a secure
and refrigerated atmosphere, and shall be delivered to the laboratory that
day or the soonest normal business day by the fastest available method. 
3.    In testing blood samples, the testing laboratory will analyze blood/serum
by using GC/MS as appropriate. Where Schedule I and II drugs in blood
are detected, the laboratory is to report a positive test based on a
forensically acceptable positive quantum of proof. All positive test results
must be reviewed by the certifying scientist or laboratory director and
certified as accurate. 
4.    When a urine sample will be given by the employee, the employee shall
be entitled, upon request, to give the sample in privacy. In most cases,
this process will take place at laboratory. The sample container shall
remain in full view of the employee until transferred to, and sealed and
initialed in the two (2) tamper resistant containers and transportation
pouch. 
5.    Immediately after the sample has been given, it will be divided into two
(2) equal parts.  Each of the two (2) portions of the sample will be
separately sealed and labeled. If the sample is taken at a location other
than the laboratory, it shall be stored in a secure and refrigerated
atmosphere. One (1) of the samples will then be delivered to a testing
laboratory that day or the soonest normal business day by the fastest
available method. 
6.    The sample will first be tested using the screening procedure set forth in
Section (D) (3) of this appendix. If the sample tests are positive for any
prohibited drug, the confirmatory test specified in Section (D) (4) of the
appendix will be employed. 
7.    If the confirmatory test is positive for the presence of an illegal drug, the
employee will be notified of the positive results within twenty-four (24) 
hours after the Port learns of the results, and will be provided with copies
of all documents pertinent to the test sent to or from the Port by the
laboratory. The employee will then have the option of submitting the
untested sample to a laboratory of mutual choice, at the Port's expense. 

33

Port of Seattle 
Police Commanders 
(Formerly Police Captains & Lieutenants) 
2009-2011 Agreement 
8.    Each step in the collecting and processing of the urine samples shall be
documented to establish procedural integrity and a chain of evidence.
All samples deemed "positive" by the laboratory, according to the
prescribed guidelines, must be retained, for identification purposes, at
the laboratory for a period of six (6) months. 
F.    Consequences of Positive Test Results. 
1.    An employee who tests positive shall have the right to challenge the
accuracy of the test results before any disciplinary procedures are
invoked as specified in Section (F) (2) below. 
2.    Consistent with the conditions of the appendix, the Employer may take
disciplinary action based on the test results as follows: 
Confirmed positive test  Employee is subject to discharge. 
G.   Employee Rights. 
1.    The employee shall have the right to a Union representative during any
part of the drug testing process. 
2.    If at any point the results of the testing procedures specified in the
appendix are negative, all further testing shall be discontinued.  The
employee will be provided a copy of the results, and all other copies of
the results (including the original) shall be destroyed within twenty-four
(24) hours after the test results have been received by the Employer. All
positive test results will be kept confidential, and will be available only to
the Chief, one designated representative of the Chief, and the employee. 
3.    Any employee who tests positive shall be given access to all written
documentation available from the testing laboratory which verifies the
accuracy of the equipment used in the testing process, the qualifications
of the laboratory personnel, the chain of custody of the specimen, and
the accuracy rate of the laboratory. 





34