CBA Port of Seattle Firefighters

8d. Attachment

CBA Port of Seattle Firefighters

Item No. 8d_attach
Meeting Date: September 27, 2022

PORT OF SEATTLE AND LOCAL 1257, FIREFIGHTERS, CONTRACT SETTLEMENT

COLLECTIVE BARGAINING AGREEMENT
BY
AND
BETWEEN
THE PORT OF SEATTLE

AND
THE PORT OF SEATTLE FIREFIGHTERS

INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
LOCAL UNION NO. 1257

JANUARY 1, 2021 2022 - DECEMBER 31, 20212024

TABLE OF CONTENTS
ARTICLE TITLE PAGE
Preamble 4
1 Recognition 4
2 Union Membership & Dues 5
3 Non-Discrimination 5
4 Union Business 5
5 Management Rights 6
6 Labor-Management Committee and Accident Review 7
Safety
7 Seniority 8
8 Personnel Reduction 8
9 Employee Status 9
10 Discipline and Discharge 9
11 Promotions and Vacancies 11
12 Day Shift Assignments, Selection Process, 11
Temporary Assignments, Temporary Appointment,
and Adjusted Work Schedule
13 Grievance Procedure 13
14 Policy and Procedures 15
15 Hours of Work and Overtime 15
16 Jury Duty/Subpoenaed Witness 18
17 Sick Leave and Disability 19
18 Paid Parental Leave 22
19 Vacation 22
20 Holidays 24
21 Bereavement/Emergency Leave 25
22 Time Off for Appointments 26
23 Educational Reimbursement 26
24 Military Leave 27
25 Insurance 27
26 Uniforms and Protective Clothing 31

27 Physical Fitness Program 32
28 Physical Capacity Evaluations Requirements 32
29 Savings Clause 32
30 Deferred Compensation 32
31 Change in Working Conditions 32
32 Scope of Agreement 33
33 Strikes and Lockouts 33
34 Staffing Aid Car and Drivers 33
35 Joint Apprenticeship Training Committee Program 34
(JATC)
36 Duration of Agreement and Effective Date 35
APPENDIX Pay Rates 36
A
APPENDIX B Drug Testing/Substance Tests 44
APPENDIX C Substance Abuse Rehabilitation 49
APPENDIX D First Aid Facility 50

PREAMBLE
This agreement is between the International Association of Firefighters Union, Local #1257
(hereinafter referred to as the “Union”) and the Port of Seattle (hereinafter referred to as the
“Port”). The purpose of the Union and the Port entering into this agreement is to set forth their
entire agreement with regard to wages, hours and working conditions so as to promote efficient
and uninterrupted performance of Fire Department functions, morale, safety, and security of
bargaining unit employees, and harmonious relations, giving full recognition to the rights and
responsibilities of the Port, the Union, and the employees, and to provide the public with efficient
and courteous service; to encourage good attendance of employees; and to promote a climate of
labor relations that will aid in achieving a high level of efficiency in the Department.

ARTICLE 1 – RECOGNITION
Section 1.01 The Port recognizes the Union as the sole and exclusive bargaining agent for all
uniform employees of the Fire Department up to and including the rank of Battalion Chief. The
Fire Chief and Assistant Chiefs are excluded from the unit as are all other non-uniform personnel.
Section 1.02 In accordance with RCW 41.56.037, the Union will be given thirty (30) minutes to
meet with new employees of the bargaining unit within ninety (90) days of employment at a
mutually agreeable time to discuss matters concerning the rights of employees, responsibilities of
the Union, and services available to the membership. A Business Representative, Shop Steward,
and/or Local Union member will be responsible for the presentation. Only the new employee will
be released from duty with pay.

ARTICLE 2 - UNION MEMBERSHIP & DUES
Section 2.1 – Union Membership
The Port agrees to notify the Union of any new employees employed in classifications covered by
this Agreement within five (5) days business days from date of hire.
A Union member or voluntary financial supporter of the Union may cancel their payroll deduction
authorization in accordance with the terms of the Union’s payroll deduction authorization form by
giving written notification to the Union. If the Union receives such written notification,
confirmation will promptly be sent to the Port by the Union when the terms of the employee’s
signed payroll deduction authorization form regarding cancellation have been met. The Port will
make an effort to end the automatic dues deduction effective the first pay period but no later than
the second pay period after receipt of the written cancellation notice.

Section 2.2 – Dues Deduction
The Port agrees to make a deduction from the paycheck of each member covered by this agreement
who has so authorized it by signed notice submitted to the Port, limited to the Union initiation fee,
and regular monthly dues, or the service charge equivalent of monthly dues. The Port shall
transmit such fees to the Union once each month on behalf of the members involved. If a deduction
error is identified, the error will be addressed as soon as practicable.
Section 2.3 – Indemnification
The Union agrees to indemnify, defend, and hold harmless the Port against any claims made and
against any suit instituted against the Port on account of any collection of dues for the Union. The
Union agrees to refund to the Port any amounts paid to it in error on account of the collection
provision upon presentation of proper evidence thereof.

ARTICLE 3 - NON-DISCRIMINATION
Section 3.1 – Union Membership
There shall be no discrimination, interference, restraint, or coercion by the Port against any
employee for activity on behalf of, or membership in, the Union.
Section 3.2 – Equal Employment Opportunity
The Port and the Union will not tolerate Discrimination against any persons on the grounds of age,
race, color, national origin/ancestry, ethnicity, religion, disability, Family Medical Leave Act
(FMLA) use, pregnancy, sex/gender, sexual orientation, whistleblower status, military affiliation,
marital status, worker’s compensation use, transgender status, political beliefs, or any other
protected status as guaranteed by local, state, and federal laws.
Section 3.3 – Affirmative Action
The Port of Seattle (Fire Department), is a non-exempt Government Contractor subject to the
requirements of Executive Order 11246, as amended and its implementing regulations at 41 CFR
Chapter 60. The Port of Seattle Fire Department’s commitment to Equal Opportunity and
Affirmative Action covers all phases, terms and conditions of employment including: recruiting,
hiring, placement, compensation, promotion, transfer, disciplinary measures demotions, layoffs,
termination, testing, training, daily working conditions, awards, and benefits.

ARTICLE 4 - UNION BUSINESS
Section 4.1 –Bulletin Board Space
The Port shall provide one bulletin board for the use of the Union in each Fire Station at a

convenient location, accessible to employees.
Section 4.2 – Visitation Rights
Authorized representatives of the Union shall be allowed reasonable access to visit work locations
of the employees covered by this agreement at any reasonable time or location for the purpose of
administering this agreement, investigating possible grievances, or other matters concerning
employee-employer relations. Such access shall be permitted in a manner as not to interfere with
the functions of the Department or the Port. This section shall apply within the constraints of
Federal or State Regulations and Statutes.
Section 4.3 – Leave
The employer shall make available to the Union a total of 144 hours of paid leave per annum for
the purpose of allowing Union Officials to attend conventions, conferences, seminars and meetings
related to contract administration or labor relations training provided that written notification from
the Union President is received by the Fire Chief no more than ninety (90) days in advance with
two (2) minimum days’ notice. Only two persons per shift will be allowed to be in Union leave
status at any point in time. The employer retains the right to restrict such leave when an emergency
exists or such leave would cause a danger to public safety or such leave would knowingly cause
overtime, at the time of request.

ARTICLE 5 - MANAGEMENT RIGHTS
Section 5.1 – Summary
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 the agreement. In exercise of such rights, it is not
intended any other provision of this contact providing a specific benefit or perquisite to the
Firefighter shall be changed, modified, or otherwise affected without concurrence of the Union.
Section 5.2 – Specific and Exclusive Management Rights
Subject to the provisions of this agreement, the Port reserves the right:
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 direct and evaluate the performance of work;
d. To determine the keeping of records;
e. To determine the job content and/or job duties of employees, with the condition

that job content and job duties are consistent with generally recognized Department
functions;
f. To determine methods, processes, means, and personnel necessary for providing
service and Departmental operations, including but not limited to: determining the
increase, diminution, or change of operations or fire equipment, in whole or in part,
including the introduction of any and all new, improved, automated methods of
equipment;
g. To control the Departmental budget, and if deemed appropriate by the Port, to
implement reduction in force;
h. To schedule work 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;
i. To take whatever actions are necessary in emergencies in order to assure the proper
functioning of the Department; and
j. To manage and operate its Departments except as may be limited by provisions of
this Agreement and applicable law.
Section 5.3 – 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.
Section 5.4 – Evaluation
The Union and Management will jointly develop a performance evaluation form. The form will
be mutually agreed upon by both parties through the Labor Management Committee. Once
developed, any changes to the form must be agreed upon by both parties through the LMC.

ARTICLE 6 - LABOR-MANAGEMENT COMMITTEE AND ACCIDENT
REVIEW/SAFETY COMMITTEE
Section 6.1 –Labor-Management Committee
There shall be a Labor-Management Committee consisting of representatives appointed by the
Union and representatives appointed by the Port. This article creates a communication process for
the purpose of mutual planning and initiating discussions regarding matters of general concern to
employees of the Department as opposed to grievances. It is understood that any matter which has
been made the subject of a formal grievance under the terms of the labor agreement shall be
excluded from consideration by the Labor-Management Committee under this article. Either the
Union or the Port may initiate discussion subjects of a general nature affecting the employees of
the Fire Department. A meeting of representatives of the Port and Union may be requested by
either of the parties and they shall schedule such a meeting at a mutually agreeable time and place;
provided that, during the term of this agreement, meetings shall normally be scheduled on a
monthly or as needed basis. A proposed agenda shall be prepared jointly and distributed prior to
each meeting. Minutes shall be taken and a copy shall be distributed among committee members.

Section 6.2 – Accident Review/Safety Committee
There shall be an Accident Review/Safety Committee established and maintained as defined in the
Firefighters Safety Standards of Washington State and will be led by the Training Division and
comprised of the Battalion Chief of Training, one Captain, one Management Representative and
two (2) of the four shift safety representatives. All members assigned to the Accident Review
Committee shall be properly trained (i.e., L&I Accident Investigation Training) prior to conducting
an accident investigation. No member on the Accident Review Committee shall be on the same
shift, division, or supervise the member involved in the accident. The accident review committee
shall conduct a no-fault accident review and submit their findings to the Fire Chief.

ARTICLE 7 - SENIORITY
Seniority shall be retroactive to the date of employment in the Port of Seattle Fire Department
bargaining unit after satisfactory completion of the probationary period. Seniority shall be broken
only by separation from employment including resignation, discharge, medical separation, or
retirement (except as provided by statute for duty disability retirement), or by layoff in excess of
thirty-six (36) months.
Entry level Employees employees with the same seniority date shall be assigned to the seniority
list in order of their final score ranking at the Port approved Recruit Academy. Lateral employees
with the same seniority date shall be assigned to the seniority list in order of their final score
ranking in the internal Port of Seattle Fire Department Academy. If a lateral employee is hired on
the same date as an entry level employee, seniority shall be given to the lateral employee in
recognition of their previous completion of the Recruit Academy and immediate entry into the
workforce.
Seniority shall have no required applications except as specifically provided for in this Labor
Agreement.

ARTICLE 8 - PERSONNEL REDUCTION
Section 8.1 – Layoff
In the case of a personnel reduction the employee with the least seniority shall be laid off first
except as indicated below. The employees shall be recalled in reverse order of layoff with the last
laid off first recalled. An employee’s seniority status and recall rights shall be retained for a period
of thirty-six (36) months following layoff. The Port agrees to notify an employee a minimum of
thirty (30) calendar days prior to layoffs.
Section 8.2 – Retention of Seniority and Recall Rights
An employee’s seniority status and recall rights shall be retained for a period of thirty-six (36)

months following layoff. Within thirty-six (36) months of a layoff, no new employees shall be
hired until all laid-off employees have been sent a written recall notice by certified mail, return
receipt requested, and given ample opportunity (within twenty-one (21) calendar days from time
the notice was received or returned) to return to work. It is the responsibility of the employee to
keep the Port informed of a current mailing address while on layoff.
An employee recalled shall return at the same classification held at the time of the layoff. All
recalled employees may be required to attend a refresher course offered by the Department and
pass the accompanying evaluation.

ARTICLE 9 - EMPLOYEE STATUS
Section 9.1 – Written Notice
The Port shall submit written notice to the Union of the following actions affecting employees:
demotion, suspension, termination by type (retirement, disability, discharge for cause), and
reduction in force.
Section 9.2 –Seniority List
The Port shall maintain and post annually a current seniority list. This list shall be used whenever
called for by specific articles and sections of this agreement.

ARTICLE 10 - DISCIPLINE AND DISCHARGE

Section 10.1 – Progressive Discipline
No employee shall be disciplined or discharged without just cause. Except as indicated in Section
10.4 5 below or for gross misconduct, discipline shall be applied in a progressive manner with the
emphasis on constructively improving the employee’s performance rather than just providing
punishment. In accordance with: Standards of Performance and Conduct, Corrective Action and
Discipline, Port of Seattle HR-18.
Section 10.2 – Documentation Handling
The Union shall be provided copies of disciplinary documentation including warning letters,
written reprimands, letters of suspension or demotion, and notifications of discharge for cause.
Such documentation shall be handled on a confidential basis.

Section 10.3 – Departmental Procedure
The parties agree that discipline is a command function and that the Fire Department may institute

a disciplinary procedure separate from this agreement. Decisions on disciplinary matters where
the discipline imposed involves discharge, suspension, demotion, or written reprimands shall be
subject to the Grievance Procedure as outlined therein (See Article 13) except as provided in
Section 10.4 5 below.
Additionally, the Union and the Port agree that abuses of the Port attendance policy shall not be
condoned. The Union will cooperate with the Port to help assure that attendance standard is
maintained.
Section 10.4 - Workplace Responsibility Investigations:
Prior to a Loudermill meeting, the IAFF may request a copy of the Workplace Responsibility
investigative report and the Workplace Responsibility investigator’s interview notes that resulted
in sustained findings against the IAFF member that will be used for disciplinary purposes,
provided the investigation commenced on or after January 1, 2021.
The Port will provide an unredacted copy of the Workplace Responsibility report to an
authorized IAFF representative unless prohibited by law. The Port will also provide a copy of the
interview notes unless the Port has concerns regarding the release of the interview notes; in such
case, the parties will promptly confer and attempt to resolve the Port’s concerns. Each party
expressly reserves its legal rights. This provision is not intended to be a waiver of a request for
bargaining information or any other rights pursuant to RCW 41.56 or other law.
The IAFF agrees to exercise due care in sharing witness information, including witness identities
and statements, and to only use or disclose such information as necessary to carry out its
representational duties.
Section 10.5 – Probationary Employees
It is recognized that Firefighters are on probationary status for one year from date of hire. The
probationary period may be extended at the discretion of the Fire Chief for the same length of time
as the probationary employee has been absent due to bona fide illness or other legitimate reason.
The probationary employee shall maintain his/her probationary rate of pay until the employee has
successfully completed the probationary period. Disciplinary measures including discharge for
failure to meet standards for such employees shall not be subject to the grievance procedure or to
the limitations indicated in Section 10.1 above.
Captains and Battalion Chiefs are on probationary status for one year from date of promotion. The
probationary period may be extended at the discretion of the Fire Chief for the same length of time
as the probationary employee has been absent due to bona fide illness or other legitimate reason.
Captains and Battalion Chiefs promoted from within the bargaining unit who have not successfully
completed the probationary period shall be demoted to the position previously held by the
employee within the bargaining unit. Captains and Battalion Chiefs appointed from outside the
bargaining unit who have not successfully completed the probationary period shall be terminated
without recourse to the grievance procedure.

Section 10.6 – Union Representative Present
Any employee subject to an interview which may result in disciplinary action may have a Union
Representative present.
ARTICLE 11 - PROMOTIONS AND VACANCIES
The parties will convene a promotional committee to jointly develop promotional testing
procedures. The jointly-developed procedures will be mutually agreed upon by both parties
through the Labor Management Committee. Once the parties agree, the procedures will be
memorialized and distributed throughout the Department. Once developed, any changes to the
procedures must be agreed upon by both parties through the LMC. It will be the responsibility of
the Fire Chief to make the promotional selection.

ARTICLE 12 – DAY SHIFT ASSIGNMENTS, SELECTION PROCESS, TEMPORARY
ASSIGNMENTS, TEMPORARY APPOINTMENTS, AND ADJUSTED WORK
SCHEDULE
Section 12.1 -Day Shift Assignments
a. Day shift assignments will be determined by Management.
b. It should be understood that no one is exempt from the opportunity to serve in the
day shift capacity and everyone can anticipate being assigned to these
responsibilities at least once during their tenure with the Port of Seattle Fire
Department.
c. The day shift assignment to be filled and the necessary qualifications shall be
announced by bulletin posted in a convenient location accessible to all employees
for a period of at least fourteen (14) calendar days. Certain day shift assignments
may require extensive training prior to the actual assignment and those positions
shall be posted and the individual may be selected for training purposes up to one
(1) year prior to the transfer to the position. An employee who has fulfilled their
commitment and is seeking to vacate a position with specialized requirements may
be required to remain in the position for up to ninety (90) calendar days while a
replacement is trained to competently perform the duties.
d. In the event requiring the filling of a critical position, a temporary
assignment/appointment may be made on an interim basis as prescribed in Section
12.3 and 12.4 of this contract, only until the proper procedure can be completed for
filling such vacancies.
e. Attempts will be made to provide notice of the available assignments to all
bargaining unit personnel on authorized leave of more than ten (10) calendar days
in duration. These attempts will be made by email and phone. If an employee
wants to be contacted for this purpose at a phone number other than his/her usual
contact number, it is his/her responsibility to notify the Department in advance.
f. Members interested in available day shift assignments must submit a transfer
request, through channels, to be considered eligible for positions available. Said
requests must be received by management by the close of business on the 15th day

after the initial posting.
g. Applicants requesting transfer who can demonstrate past experience in fire service
assignments related to the available work, or can demonstrate and verify completed
training specific to the available assignment will be given additional consideration
during the selection process.
h. Applicants for available firefighter positions must be Firefighter A by the date of
appointment to said Position to be qualified for assignments.
i. Individuals transferred to such day shift assignments serve at the discretion of
management. The term of a day shift assignment will depend on the position,
personal expertise, additional educational opportunities provided and normally
would be for a period of two (2) or four (4) years at the discretion of the employee.
An individual can serve additional consecutive terms subject to Management’s
approval, but must reapply via transfer request at the end of each four (4) year term.
(See Appendix A, Pay Rates, 4(c)).
j. Management will interview applicants prior to a final decision. Mangement will
give priority to longer duration in assignment for those employees that are
performing at a high level and desire extended time in the position. Each position
and situation will be evaluated on the basis of performance, skill, individual desire
and department needs.
k. When applicants are considered equal in all aspects under consideration for the
specific job assignment, the person currently in the position will have priority based
upon performance, skill and the employee’s desire to extend the assignment. If the
position is being vacated and all things are equal amongst applicants, seniority will
have priority. For this purpose, seniority shall be considered as time in rank.
Section 12.2 – Selection Process
The following process shall be followed when selecting individuals for the day shift assignments:
a. Interested individuals shall apply using a transfer request and route it through
channels.
b. When only one person applies, that individual will be selected if s/he meets the
minimum requirements.
c. Where more than one person applies, the selection shall be limited to those
candidates. Where the incumbent is one of the multiple applicants, the incumbent
shall be selected provided that:
1. The incumbent reapplied for the position ;
2. The incumbent possesses the requisite skills and continues to add
value in the position; and
3. There is no documented evidence of unsatisfactory performance
relative to the position.
d. When no one applies, the choice will be open to all individuals within the rank of
Firefighter “A” and the selection will apply the criteria that no one will be required
to serve twice until all have served once.
Section 12.3 – Temporary Assignments

A temporary assignment is defined as a period of not less than forty-five (45) calendar days, and
not more than six (6) months, with exceptions being made for emergency situations and subject to
the following provisions:
a. All temporary assignments shall be reviewed and approved by the Labor-
Management Committee. A quorum consisting of two (2) labor and two (2)
management representatives must be present. When the committee reaches
consensus, the decision shall be binding. When no consensus is reached, the
responsibility for final decisions rests with the Fire Chief.
b. The Labor-Management Committee shall consider prior to rendering its
determination such things as impact on employee vacation and holidays, collateral
effect on other Department business, cost savings effectiveness, and any other
issues relative to Department business and employee welfare.
c. Temporary assignments shall not be used in lieu of hiring Full Time Employees.
Section 12.4 – Temporary Appointments
A temporary appointment is defined as having the same authority, responsibility, rights and
privileges associated with that rank and is subject to the same conditions of Section 12.3.
Temporary appointments shall not be used in lieu of promoting from the current eligibility list.
Section 12.5 – Adjusted Work Schedule
For assignments less than forty-five (45) calendar days, Management upon at least five (5) days
advance written notice to the employee with a copy to the Union, can adjust an employee’s
schedule for training opportunities, jury duty, or short-term special assignments contingent on the
employee’s agreement. The adjusted schedule will be compensated consistent with the provisions
of applicable wage and hour laws.

ARTICLE 13 - GRIEVANCE PROCEDURE
Section 13.1 - Grievance Defined
The purpose of this Grievance Procedure is to establish an effective process for the fair,
expeditious, and orderly adjustment of grievances. A grievance is defined as an alleged violation
of the collective bargaining agreement. Longstanding conditions which have been mutually
accepted through past practice and which are not specifically addressed in this labor agreement
shall not be subject to the Grievance Procedure.
An employee aggrieved by a final decision where the discipline involved results in suspension,
demotion, discharge, or written reprimand may proceed by filing a written grievance as outlined
in Step 2 of this grievance procedure.
Section 13.2 - Time Limits

Except as otherwise provided in this paragraph, the Employee or the Union shall have no more
than thirty (30) calendar days from the incident that precipitated the grievance to instigate the
formal grievance procedure steps as identified in Section 13.4 below. However, in the event of a
pay-roll issue, the time limitation shall be established as thirty (30) calendar days from the letter
date the grievance party became AWARE of the grievance.
A grievance not brought within the time limit prescribed in Step 1, or submitted within the time
limits prescribed for every step thereafter, shall not be considered timely and shall be void. The
time limits prescribed in Section 13.4, Step 2 through 3 may be waived at each step by mutual
agreement, in writing, by the aggrieved employee or the Union (in a class grievance), and the Fire
Chief or appropriate management representative.
Section 13.3 - Informal Resolution
Before a grievance is filed formally, every effort must be made to resolve differences between the
employee and the immediate supervisor. Also, the grievance should be reviewed on an informal
basis through the chain of command within the Fire Department.
Section 13.4 - Grievance Procedure
STEP 1
If the grievance is not resolved informally, the affected employee shall present the grievance to
the Union to determine if the grievance shall proceed through the grievance procedure. If the
Union finds that the grievance has merit, the employee shall present the grievance in writing to
his or her supervisor. The written grievance at this step and all steps hereafter shall contain the
following information:
1. A statement of the grievance and the facts upon which it is based,
2. The alleged violation of the agreement,
3. The remedy or adjustment sought,
4. The signature of the aggrieved employee or the Union.
Unless the previous conditions are met, the grievance shall not be accepted. The employee’s
supervisor shall issue a written answer within ten (10) calendar days. The written response at this
step, and all steps thereafter, shall contain:
1. An affirmation or denial of the facts upon which the grievance is based.
2. An analysis of the alleged violation of the agreement
3. The remedy or adjustment, if any, to be made.
4. The signature of the employee’s supervisor or management representative.
STEP 2
If the grievance cannot be resolved at Step 1, it shall be referred in writing to the Fire Chief within
(10) ten calendar days after the designated supervisor’s answer in Step 1. The Fire Chief, or his/her
representative, shall discuss the grievance within ten (10) calendar days with the Union
representative at a time mutually agreeable to the parties. If the grievance is settled as a result of
such a meeting, the settlement shall be reduced in writing and signed by the Fire Chief and Union.
If no settlement is reached, the Fire Chief, or his/her representative, shall give the Department’s

written answer to the Union within ten (10) calendar days following the meeting.
STEP 3
If the grievance cannot be resolved at Step 2, it shall be referred in writing to the Fire Chief and
the Port's Labor Relations representative within ten (10) calendar days after the Fire Chief’s answer
in Step 2. The Port’s Labor Relations representative shall attempt to resolve it and provide a written
response within ten (10) calendar days.
STEP 4: ARBITRATION
If the grievance has not been resolved at Step 3, the Union may refer the dispute to final and
binding arbitration by notifying the Port in writing of its submission to arbitration within ten (10)
calendar days after receipt of the Port’s Labor Relations representative written response at Step 3.
Within ten (10) calendar days from sending its notice, the Union shall file for arbitration with the
Public Employment Relations Commission and select to receive a list of arbitrators or receive the
assignment of an arbitrator. If the receipt of a list is selected, within ten (10) calendar days after
receipt of the list, after flipping a coin to see which party goes first, the Union and the Port shall
alternately strike the names on the list, and the remaining name shall be arbitrator. Alternatively,
the parties may mutually agree upon an arbitrator instead of obtaining a list from PERC. The
parties may mutually agree to submit the grievance to mediation prior to arbitration by filing a
joint request for mediation with the PERC.
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 submitted for arbitration, and shall have no
authority to determine any other issues not submitted to him/her. The decision of the arbitrator
shall be final and binding upon the aggrieved employee, Union and Port. The Port and the Union
shall share equally the fees and expenses of the arbitrator.
Each party shall bear its own costs of presenting grievances and/or arbitrations under this
agreement including attorney’s fees.

ARTICLE 14 - POLICY AND PROCEDURES
The Union agrees that its members shall comply with all Fire Department Policies and Procedures
including those relating to conduct and work performance. Prior to implementation of changes in
Policies and Procedures the Port agrees to discuss the intended changes with the Labor-
Management Committee.

ARTICLE 15 - HOURS OF WORK AND OVERTIME
Section 15.1 – Workweek
Except for those employees assigned to the forty (40) hour shifts, the regularly scheduled average hours of

duty will not exceed two thousand four hundred twelve (2,412) hours per year based on a four (4) year
average. For employees on twenty-four (24) hour duty shifts, the work cycle shall be sixteen (16) days, not
to exceed one hundred twenty one (121) hours. Each Captains and Firefighters assigned to a twenty-four
(24) hour duty shift will be required to work nine (9) Debit Days per calendar year. Battalion Chiefs
assigned to a twenty-four (24) hour duty shift will be required to pay back two hundred sixteen hours (216)
hours of debit time per calendar year pursuant to Policy No. 108. All suppression Debit hours will be
tracked through Tele-Staff.
a. No member shall work in excess of seventy-two (72) hours in any position without a
minimum break of twelve (12) hours; except in unusual emergency situations and only
with the approval of the Fire Chief or his/her designee.
b. Changes in Debit Days shall be assigned by the Chief or his/her designee. All changes will
consider minimizing the possibility of overtime.
c. When Debit Day schedules must be changed to minimize overtime, the affected members
shall attempt to reach an agreement on who will be reassigned. If a mutual agreement
cannot be reached, Department seniority shall be used and the member with the least
seniority shall be reassigned.
d. Up to forty-eight (48) debit hours per year may be substituted for required training (e.g.,
Dallas Forth Worth, San Bernardino, Salt Lake City, etc.) pursuant to FAA regulations at
the discretion of the Fire Chief or designee. No more than two (2) separate training days
shall be scheduled in exchange for forty-eight (48) debit hours unless agreed upon by the
Labor Management Committee.
Section 15.2 – Change in Starting and Stopping Time
Shift change for twenty-four (24) hour employees shall be eight (08:00) a.m. Employees assigned
to a forty (40) hour workweek may work a flextime schedule if approved by the Chief and in
conformance with Port Policy.
a. Alternate work schedules, including a 4/10 day shift, shall be established in Fire
Department Policy.
b. When emergency conditions exist, the Port may change starting and stopping times.
The Port will notify the Union as soon as feasible under the circumstances.
Section 15.3 – Light Duty
When an employee is unable to perform his/her regular duties due to injury or illness, the employee
shall be assigned temporarily to special duty for a maximum of six (6) months duration from the
date of injury or illness. All light duty assignments may be extended beyond the six (6) month
period on a case-by-case basis at the discretion of the Fire Chief.
It will be the mutual objective of the parties to return disabled LEOFF II employees to work as
quickly as possible when return to work is clearly appropriate from a medical standpoint in
compliance with State of Washington Disability and Retirement Statutes. Light duty assignments
shall normally be made on a forty (40) hour Fire Department shift schedule. Light duty Fire
Department assignment will be mandatory to all LEOFF II employees, duty and non-duty
disabilities, who have medical approval from their health care providers to return to work on a
light duty status utilizing the Port’s Job Analysis Form FDJA-1-98. The employer shall provide

the appropriate work within the Fire Department.
Section 15.4 – Day Shift Employees
Except as provided in Section 15.7 and under the conditions stated in Section 15.9, in the event a
need for overtime occurs, the employee shall be paid at the overtime rate (1½) for work performed
over and above a full-time regularly scheduled workweek, or on “an employee’s Saturday, or
Sunday” or holiday. In no case shall overtime compensation be duplicated or pyramided.
Section 15.5 – 24-Hour Shift Employees
These employees shall be paid at the straight-time rate for work hours scheduled. Work assigned
before or after a twenty-four (24) hour on-duty shift or on off-duty shifts shall be paid for at the
overtime rate (1 ½) when they work in excess of the daily twenty-four (24) hour shift schedule or
in excess of one hundred twenty one (121) hours during the sixteen (16) day work cycle. In no
case shall overtime compensation be duplicated or pyramided.
Section 15.6 – Trading Days Off
When an employee wishes to trade work time with another employee, such trading of work time
shall be subject to approval of the On Duty Battalion Chief. Reference : Policy #205, Appendix
III. When one employee voluntarily trades shifts with another, the number of hours worked w ill
be calculated as if the employee had worked his/her normal work schedule for that shift.
Section 15.7 – Overtime Compensation
All overtime compensation must be authorized by the Chief or his/her designee in advance. The
pay of employees who arrive late will be reduced as appropriate. Voluntary early relief will be
managed in accordance with applicable law.
Section 15.8 – Call Back
If an employee is called back to work outside of his/her normal schedule, such employee shall
receive a minimum of four (4) hours compensation at the overtime rate. The number of hours the
employee is called back to work shall be at the discretion of the Battalion Chief. The four (4) hour
minimum does not apply to shift extension.
a. For pre-scheduled call back assignments outside of the employee’s regular work schedule,
compensation will start when the employee begins work at the work site.
b. For unscheduled call back assignments requiring immediate return to the work site,
compensation will start at the time the employee is called back and will include time spent
traveling to the work site. Management reserves the right to use its discretion in such
unscheduled call back assignments and may give consideration to the amount of time an
employee will require to report and the distance s/he will need to travel.
Section 15.9 – Calculations of Hourly Rates

When calculating the hourly base rate of pay which shall apply to said excess hours of work, the
established monthly salary of Firefighters shall be multiplied by twelve (12) to obtain the annual
salary which shall then be calculated in the following manner:
a. 8-hour and 10-hour day shifts shall be divided by two thousand eighty (2,080)
(40 hours/week x 52 weeks/year = 2,080 hours per year).
b. 24-hour shifts shall be divided by two thousand four hundred twelve (2,412).
Section 15.10 – Special Assignments Schedules
An employee initiated request for a temporary change in work schedule will be given consideration
for those members serving in special or extraordinary events, such as tunnel inspections, pit fire
drills, and vehicle maintenance.

ARTICLE 16 - JURY DUTY/SUBPOENAED WITNESS
Section 16.1 – Compensation Conditions
When an employee is called for and serves as a subpoenaed witness on Port-related cases or on
jury duty, that employee shall, during such service period, receive full regular compensation from
the Port. Port compensation for service as a subpoenaed witness on Port-related cases only applies
to absence from regularly scheduled work hours and does not apply to individual members brining
suit against the Port.
Section 16.2 – Limited Overtime Conditions
Employees serving as a subpoenaed witness of a Port-related case will be compensated at the
overtime rate, for time worked outside of the normally scheduled work time. Employees serving
on jury duty shall remain on regular pay for on-duty hours served. Overtime is not provided for
off-duty jury participation.
Section 16.3 – Schedule Adjustment
In accordance with Section 12.5, Management may adjust an employee’s schedule for jury duty or
service as a subpoenaed witness on a Port-related case contingent on the employee’s agreement.

ARTICLE 17 - SICK LEAVE AND DISABILITY
Section 17.1 – Use of Sick Leave
Use of Sick Leave is limited to authorized absence due to employee or immediate family member
illness or injury. For the purposes of this Section, the definition of immediate family member shall
conform to local, state, and federal law.

Departmental management may require a health care provider’s statement to justify the 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 health care provider, to the extent provided by law. Nothing herein
shall undermine the right of the Port to require an employee to show valid and satisfactory proof
of illness or injury anytime sick leave or disability leave is used. Misrepresentation of any material
facts in connection with paid sick leave or disability leave by any employee will constitute grounds
for disciplinary action up to and including discharge.
In any case where an employee is entitled to benefits under State Worker’s Compensation Act as
it now defined, providing payments to injured or disabled workers, the Port shall pay only the
difference between the benefits received by such employees and their regular rate of compensation
shall be limited to the period of time that such employee has accumulated sick leave and in
compliance with applicable law. The Port may require the employee to furnish medical proof, or
to submit to a medical examination by a Port appointed physician at the Port’s expense to
determine whether a subsequent injury or illness is new and separate or an aggravation of a former
injury or illness.
Section 17.2 – Sick Leave Coverage – Bargaining Unit Members
Sick leave accruals shall be based on a pro rata share of a full-time work schedule (compensated
time) and shall be computed based on the following hours in a work shift;
a. Members who work 24-hour schedules shall accrue 12 hours or one-half of a 24-
hour shift per month of sick leave.
b. Members who work 40-hour schedules shall accrue 10.2 hours per month of sick
leave.
c. These accruals shall commence from the date of employment. Sick leave accruals
may be used following 30 days of continuous employment.
d. Sick Leave for employees hired after January 1, 2005 may be accumulated up to
1,440 hours.
The Port will continue to identify the portion of accrued sick leave that is available for use
according to the minimum requirements of the Washington Paid Sick Leave Law on each
employee’s paycheck (e.g., one hour of accrued sick leave for each 40 hours worked by eligible
employees). This is not an additional accrual amount. It is a designation of a portion of current
accrual amounts. Employees shall be entitled to carryover no more than forty (40) hours of
Washington Paid Sick Leave into the following year, provided that any amount over the
maximum will be maintained as general sick leave available for use under the terms of this
Agreement.
Section 17.3 – Sick Leave Upon Termination
After five (5) years of service, bargaining unit members, upon termination of employment, shall
receive compensation for 50% of their unused sick leave.

Section 17.4 – Disability, LEOFF, Plan II
Duty disability coverage and non-duty disability coverage shall be as follows:
a. Duty disability coverage for LEOFF, Plan II, Employees shall be provided by the
Port of Seattle at 100% coverage as provided by the State Industrial and Workers’
Compensation Act and Appendix B, Duty Disability Supplement.
b. Non-Duty disability for LEOFF, Plan II, Employees shall be provided by sick leave
as stipulated in this Article and by insured disability benefits as may be agreed to
between the Union and the Port. There shall be no duplication of coverage under
sick leave and insured benefits.
c. When combined with such other benefits, accrued sick leave may be applied up to
but not to exceed the employees’ regular pay rate.
d. Any employee who is receiving both (1) insured non-duty disability benefits from
the WSCFF/Standard disability program and (2) employer provided paid leave,
shall be required to promptly remit payment of any WSCFF/Standard disability
benefits to the employer to buy-back paid leave used while on such non-duty
disability. Leave shall be bought back hour-for-hour, based on the respective
employee’s rate of pay. Employees will not be able to buy-back more leave than
what was used while on such non-duty disability.
Section 17.5 – Extended Coverage, LEOFF, Plan II, (Duty Disability)
Employees who qualify for payments under RCW 51.32.090 due to temporary total or partial
disability may be continued as an employee beyond the six (6) months from the date of injury or
illness, subject to the following conditions:
a. Such employee(s) will be required, at the request of the employer any time during
the disability, to be available for periodic medical examinations by a physician
selected by the Port; and,
b. Such employee(s) will perform light duty tasks, subject to the approval of the
employees physician who has determined light duty work appropriate utilizing the
ports Job Analysis Forms FDJA-1-98 and FDJA-2-98; and,
c. Such employee(s) within a reasonable period of time, has the potential of returning
to his/her regular job based upon competent medical examinations provided in “a”
above.
Section 17.6 – Extended Coverage, LEOFF, Plan II, (Non-Duty Disability)
Employees who are unable to perform their regular job(s) as a result of a non-occupational illness
or injury may be continued as an employee beyond six (6) months from the date of injury or illness
subject to the following conditions:
a. Such employee(s) will be required, at the request of the employer any time during
the disability, to be available for periodic medical examinations by a physician
selected by the Port; and,

b. Such employee(s) will perform light duty tasks, subject to the approval of the
employees physician who has determined light duty work appropriate utilizing the
ports Job Analysis Forms FDJA-1-98 and FDJA-2-98; and,
c. Such employee(s) within a reasonable period of time, has the potential of returning
to his/her regular job based upon competent medical examinations provided in “a”
above.
Section 17.7 – Family Medical Leave Act (FMLA) and Family Care Act (FCA)
An employee will be permitted to use accrued time off when on leave as provided by the FMLA
and FCA while adhering to the Port of Seattle Policy.
The Port shall comply with the requirements of the Washington Paid Family and Medical Leave
Act and shall have full discretion on meeting those requirements (e.g. Voluntary Plan), which shall
not be subject to the grievance procedure or to any other provision of this Agreement or to
negotiation by the Union. However, the Port agrees to provide to the Union advance notice of how
the Port intends to comply, and when and if there are any changes.
Effective upon ratification between the parties and the execution of the agreement, the Port will
pay the employee portion of the premium associated with this provision.
Section 17.8 – Shared Leave
On a voluntary basis and in accordance with procedures outlined in Port Policy/Procedure HR-5,
Leaves, employees may donate accrued leave to benefit other employees who are suffering from
an extraordinary or severe illness, injury, impairment, or physical or mental condition which has
caused, or is likely to cause, the employee to take leave without pay or terminate his or her
employment.
Any employee may donate any amount of vacation, sick leave, or pooled leave. In accordance with
HR-5, Shared Leave will be paid at the recipient’s own rate of base pay. Donated leave shall be
designated to a specific individual. Donations and requests for shared leave will be coordinated
in Human Resources.
Section 17.9 – Attendance Incentive
Any employee who has completed one year of continuous employment without any absence from
work except as provided below will receive an attendance incentive of two hundred fifty dollars
($250.00).
a. For the purpose of this provision, any absence except the following will disqualify
an employee from the attendance incentive, i.e., absences as a result of:
1) Vacation (Article 19)
2) Holidays (Article 20)
3) Bereavement Leave (Article 21)
4) Military Leave (Article 24)

5) Jury Duty (Article 16)
6) Subpoenaed Witness Service on a Port related case (Article 16)
7) Time Off for Appointments (Article 22)
8) FMLA Leave (Article 17)
9) Effective January 1, 2018, the first .025 per hour worked of paid
sick leave.
10) Other leave as protected by law
b. A qualifying year, for the purposes of the attendance incentive, will be accounted
for on an individual basis. The year will be measured starting on the first of the
calendar month following the date the last disqualifying employee absence occurs
until the first of the calendar month one year later.
c. The employee will be paid their incentive within a reasonable time following their
qualifying year.
d. The Fire Department logbook and payroll hours will be used to determine
eligibility.
Section 17.10 – Medical Savings Account
Either party may request to open the agreement with respect to medical savings accounts (e.g.
VEBA).

ARTICLE 18 – PAID PARENTAL LEAVE
The Port shall provide Paid Parental Leave to members of this bargaining unit. Eligibility,
participation and terms of the Paid Parental Leave shall be as provided to non-represented
employees as outlined in Port policy HR-5. The Port may change or modify its paid parental leave
policy and/or procedure. If the Port desires a change/modification, the Port agrees to provide the
Union with advance notice of any change.

ARTICLE 19 - VACATION
Section 19.1 – Rates of Accrual
Vacation accruals shall be based on a pro-rata share of a full-time work schedule (compensated
time) and shall be computed based on the following hours in a work shift – eight (8) hours for day
shift personnel and twelve (12) hours for twenty-four (24) hour shift personnel.
a. Based on the first day of employment from the first full month to and including the
thirty-sixth (36th) full month of continuous employment, employees shall accrue
vacation as follows:
Day shift personnel = .0468 hours per straight-time hour paid
(.049 x 2,080 annual hours = 102 hours or 12.75 shifts)

24-Hour personnel = 10 hours per month
(10 x 12 months = 120 hours or 5 shifts)
b. From the thirty-seventh (37th) full month to and including the one hundred thirtysecond
(132nd) full month of continuous employment, employees shall accrue
vacation as follows:
Day shift personnel = .07 hours per straight-time hours paid
(.0736 x 2,080 annual hours = 153 hours or 19.125 shifts)
24-Hour personnel = 15 hours per month
(15 x 12 months = 180 hours or 7 ½ shifts)
c. After the completion of eleven (11) years of continuous employment starting with
the one hundred thirty-third (133rd) full month, employees shall accrue vacation as
follows:
Day shift personnel = .0936 hours per straight-time hours paid
(.098 x 2,080 annual hours = 204 hours or 25.5 shifts)
24-Hour personnel = 20 hours per month
(20 hours x 12 months = 240 hours or 10 shifts)
d. After the completion of fifteen (15) years of continuous employment starting with
the one hundred eighty-first (181st) full month, employees shall accrue vacation as
follows:
Day shift personnel = .1123 hours per straight-time hours paid
(.1178 x 2,080 annual hours = 245 hours or 30.625 shifts)
24-Hour personnel = 24 hours per month
(24 hours x 12 months = 288 hours or 12 shifts)
Section 19.2 – Limits on Accumulating Vacation Leave and Cash Out
Vacation leave accumulation for all employees covered under this Agreement shall be limited to a
maximum accrual for five hundred seventy six (576) hours. Any vacation leave accruals exceeding this
maximum accrual cap shall be forfeited and not subject to cash out and/or use. Employees shall be
responsible for monitoring and taking vacation leave in order to avoid any forfeiture of leave. Any unused
vacation leave at or under the five hundred seventy six (576) hour accrual cap may be cashed out by the
employee.
Effective one hundred eighty days(180) after the ratification of the agreement, employees may cash-out
vacation time in accordance with the standards and procedures that are in effect as of September 1, 2017
for the cash out of paid time off (PTO) as applied to non-represented employees. The Union shall be
notified in advance of changes to the limits and procedures affecting PTO cash out and provided the
opportunity upon request to bargain pursuant to RCW 41.56.

Management shall be responsible for encouraging and allowing proper scheduling for employees taking
annual leave in order to avoid any forfeiture of vacation leave.
Section 19.3 – Scheduling of Vacation Leave
At any time after the successful completion of six-months continuous employment, employees
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 Fire Chief or designee as defined in the Fire Department
Procedure Manual. Seniority rights shall apply in scheduling vacation.
Additionally, requests for approval of vacation schedules shall be made to the Fire Chief or his/her
designee as stipulated in the Fire Department Procedure Manual. While vacation scheduling
guidelines are established by the referenced procedure, the final approval discretion regarding
specific vacation schedules rests with the Fire Chief or his/her designee. Payment for vacation
leave may be made only to the extent of unused vacation accruals at the time of the leave.
Section 19.4 – Payment for Vacation Leave at Termination
Upon termination of employment, regular permanent employees shall receive pay in lieu of unused
vacation based on the maximum accrual and other limitations stated in this Article.

ARTICLE 20 - HOLIDAYS
Section 20.1 – Designated Holidays and Eligibility
The following holidays shall be granted with pay limited to all DAY shift firefighters:
Holiday Normal Date of Observance
New Year’s Day January 1
Martin Luther King Third Monday of January
Jr. Day
Washington’s Third Monday of February
Birthday
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day First Monday of September
Thanksgiving Day Fourth Thursday of November
Day after Fourth Friday of November
Thanksgiving
Christmas Day December 25

Four (4)Three (3) 2 Port-designated
Floating Holidays 2 1 Employee-designated (one in lieu
of Martin Luther King’s Birthday –
May be taken after January 15 each
year)
Time off in lieu of holidays shall be scheduled at a time the employer finds most suitable after
considering the wishes of the employee and the requirements of the Department.
Members assigned to day shift during the first quarter of the year and expected to be assigned for
at least the duration of the year shall be eligible for all four floating holidays Members assigned to
day shift after the first half of the payroll year shall receive one employee designated floating
holiday.
Members who are expected to be assigned away from day shift during the year shall be eligible
for a proportionate number of floating holidays. It is not the intent of this language to work any
Port employee on a Port designated holiday.
Section 20.2 – Overtime Application
In addition to eight (8) or ten (10) hours holiday pay, Day shift firefighters who work on the holiday
will also receive time and one-half for hours worked.
Section 20.3 – Day of Observance
When a holiday falls on a Sunday, the following Monday will be observed. When a holiday falls
on a Saturday, the preceding Friday will be observed.
Section 20.4 – Personal Holiday
At least 24 hours advanced notice and the Fire Chief or his/her designee’s approval is required for
the personal holiday. Eligibility for the personal holiday is not established until after the first six
(6) months of employment. An employee shall receive no extra pay for not taking a personal
holiday, unless directed by the Fire Chief to work on the day scheduled and no other day off can
be scheduled before year-end. A terminated employee shall not receive pay for a personal holiday
not taken prior to the last day worked. (Also see Section 19.1 for language on pro-rated eligibility.)
Section 20.5 –Day Shift Holidays
For employees who are working flexible or 4/10 schedules and a holiday occurs on the employee’s
normal day off, that normal day off will be treated as a weekend holiday and designated on either
the first or last day of the said employee’s work week depending on when the holiday occurs.

ARTICLE 21 - BEREAVEMENT/EMERGENCY LEAVE

Section 21.1 – Bereavement Leave
At the discretion of the Battalion Chief, from one (1) to five (5) days for day shift personnel, or
from one (1) to three (3) shifts for 24-hour personnel per bereavement which shall not result in
compensation for more than the number of hours in any normal workweek may be granted to
employees who have been employed for thirty or more days of uninterrupted service and who have
suffered the loss by death of a member of their immediate family. Individual circumstances such
as the distance to the funeral and the extent of employee involvement with the arrangements for
the deceased shall be considered in determining the number of days to be granted an employee.
For the purposes of this Section, immediate family is defined as: the employee’s spouse or
domestic partner; the employee’s (or employee’s spouse or domestic partner’s) parents, child,
sibling, grandparent, grandchild; or a sibling’s spouse or domestic partner, or as agreed to by the
Fire Chief.
Section 21.2 – Emergency Leave
Emergency leave will be authorized in accordance with policy 205.

ARTICLE 22 - TIME OFF FOR APPOINTMENTS
After completing their probationary period, employees who are scheduled to work forty (40) hours
per week, may be granted brief periods of paid time off for medical, dental, or other personal
business appointments (such as appointments with attorneys) which could not be arranged during
non-working hours. The Fire Chief or his/her designee may authorize time off for not more than
twelve (12) hours each during a calendar year.
Employees who do not work a forty (40) hour schedule are expected to arrange personal
appointments during their shift time off.
A member must work on a day shift assignment for a minimum of two months prior to applying
for time off. Members being transferred to day shift with prior appointments shall be given
reasonable consideration.

ARTICLE 23 - EDUCATIONAL REIMBURSEMENT
Section 23.1 – Required Job-Related Course Work Requested by Department Management
When directed by Departmental management, the cost of course work or training related
specifically to improvement of job situation shall be paid for entirely by the Port.
Section 23.2 – Employee Initiated Requests for Job-Related Course Work
Upon completion of the probationary period, employees enrolled in training or course work

specifically related to improvement of job situations within the Department will be eligible for
reimbursement of tuition costs. Only the tuition costs for such instruction shall be reimbursed on
the following basis:
a. Approval prior to commencing course was obtained in writing from Departmental
management.
b. The course was completed with a grade “C” or better.
c. The tuition bill is to be submitted to the Port to verify tuition costs as an attachment
to the employee’s expense claim form
d. The reimbursement rate, limited to tuition only, is 50% for employees with
seniority status up to four (4) years of continuous employment and 75% after four
(4) years of continuous employment.
e. Employees requesting outside training, securing expenditure of Port funds may, at
the discretion of the Fire Chief, be required to reimburse the Port should they fail
to attend.
f. Subject to the other applicable provisions of this section, Haz-Mat II training shall
be reimbursed at 100%.
Additionally, bargaining unit members will be eligible to apply for College Degree Completion
support under the terms of HR-12. The parties understand and agree that HR-12 is subject to
revision by Port Human Resources & Development.

ARTICLE 24 - MILITARY LEAVE
Military leave shall be provided as stated in the Port of Seattle “Wage and Benefit Resolution -
#2810” Section 5, in accordance with RCW 38.40.060.

ARTICLE 25 - INSURANCE
The following insurance is provided for LEOFF I and LEOFF II employees and for their
dependents:
Section 25.1 – Medical
On the first of the month following the date of hire, employees will receive insurance coverage for
themselves, their spouse/partner, and eligible dependents on the Association of Washington Cities
HealthFirst Plan. Effective January 1, 2012, the employer will pay the full premium cost for the
employee. Effective January 1, 2017, the employee will be responsible paying a portion of the
premium for his/her spouse/partner and dependents as follows:
a. Spouse or Partner - $67.07 per month
b. First Child - $33.00 per month
c. Second Child - $27.34 per month

Employee costs shall be by payroll deduction. Changes made by the Association of Washington
Cities to the rates or benefits provided under the HealthFirst Plan are not subject to negotiation
during the term of the Collective Bargaining Agreement.
Northwest Fire Fighter Benefit Trust- Plan $100
Effective January 1, 2018, on the first of the month following the date of hire, all active full time,
part time and other employees regularly scheduled to work twenty one (21) or more hours per
week will receive insurance coverage for themselves, their spouse/partner, and eligible dependents
on the Northwest Fire Fighters Benefit Trust 100 Health Plan. The employer will pay the full
premium cost for the employee.
Effective January 1, 2018, the employee will be responsible for paying a portion of the premium
for his/her spouse/partner and dependents as follows:
a. Employee Only - $00.00
b. Employee & Spouse/Partner - $64.06
c. Employee & Child - $34.19
d. Employee & Children - $52.18
e. Employee & Spouse/Partner & Child - $98.26
f. Employee & Spouse/Partner & Children - $116.25
Effective January 1, 2019 and for the term of the agreement, any increase in the annual medical
premium rate will be added to the 2018 employee with dependents premium share contribution
and shared by the employee with dependents and the Port in the following way: The Employee
with dependents and the Port will contribute 50%-50% of the annual percentage increase up to an
employee with dependents share of 10% of the total monthly base rate.
For example, if the annual premium increase for 2019 is ten percent (10%), the 2019 premium
sharing amounts will be increased by five percent (5.0%) as follows:
a. Employee Only - $00.00
b. Employee & Spouse/Partner - $67.26 (64.06 x 1.05)
c. Employee & Child - $35.90 (34.19 x 1.05)
d. Employee & Children - $54.79 (52.18 x 1.05)
e. Employee & Spouse/Partner & Child - $103.17 (98.26 X 1.05)
f. Employee & Spouse/Partner & Children - $122.06 (116.25 X 1.05)
Once the employee with dependents contribution has reached 10% of the total monthly base rate,
future increases shall be split 10% by the employee with dependents and 90% by the Port for the
duration of the agreement.
Employee costs shall be by payroll deduction. Changes made by the Northwest Fire Fighters
Benefits Trusts to the rates or benefits provided under the 100 Health Plan are not subject to
negotiation during the term of the Collective Bargaining Agreement.

Northwest Fire Fighter Benefit Trust- Plan $1500
Effective January 1, 2023, on the first of the month following the date of hire, all active full time,
part time and other employees regularly scheduled to work twenty-one (21) or more hours per
week will receive insurance coverage for themselves, their spouse/partner, and eligible
dependents on the Northwest Fire Fighters Benefit Trust 1500 Health Plan. The employer will
pay the full premium cost for employee coverage. The employee will be responsible for paying
10% of the premium for his/her spouse/partner and dependents.
Any increase in the annual medical premium rate for dependents exceeding 8% will be shared
50/50 by the employee with dependents and the Port for the term of the Agreement in addition to
the premium paid by the employee. For example, if the Employee & Children total premium
increases by more than 8%, the 90/10 premium share will apply to the dependent portion of the
premium up to an 8% increase of that portion, and any dollar amount above that will be shared
50/50 for the term of the Agreement. For illustration:
Year 1 Year 2
Employee Only Coverage $500 $550
Employee + Spouse $750 $825
Coverage
In Year 2, the portion of the premium attributed to dependent coverage increases from
$250 ($750-$500) to $275 ($825-$550). This is an increase of 10%. The dollar amount
exceeding 8% is $5.00, which will be paid 50/50 by the Port and the employee paying
$2.50 more each.
Employee costs shall be by payroll deduction. Changes made by the Northwest Fire Fighters
Benefits Trusts to the rates or benefits provided under the 1500 Health Plan are not subject to
negotiation during the term of the Collective Bargaining Agreement.
NWFFT Plan $1500 VEBA
Effective January 1, 2023, each employee participating in the NWFFT Plan $1500 will
have a VEBA account established in their name. The VEBA will be accessible after
separation in accordance with IRS rules. Survivorship rights will be in accordance with
IRS rules and the VEBA plan. The Port will cover the administrative cost of the VEBA
account and in addition contribute the following annual amounts to enrolled employees’
VEBA.
Employee Only $2000
Employee with Dependents $4000
The Port will make an annual contribution no later than the second pay cycle in January
to each participating employees’ VEBA beginning in 2023 through the duration of the
Agreement.

Employees joining the Fire Department in 2023 or later will receive a prorated
contribution with the first contribution becoming effective the same month the employee
becomes eligible for health insurance. For example, an employee who becomes eligible
for health insurance in July will receive six months of the annual VEBA contribution.
Annual VEBA contributions will be based on employee or dependent status of an
employee enrolled in the $1500 Plan at the time of the VEBA contribution. VEBA
contributions will not adjust mid-year in the event of dependent status changes. If a
VEBA contribution will exceed any applicable IRS limit or trigger the Affordable Care
Act excise tax, the parties agree to reopen this agreement to bargain avoiding the tax.
If an employee separates service with the Port for any reason during the year, any VEBA
amount paid for the month(s) in which the employee was not in paid status will be
recovered from the employee’s final paycheck(s). For example, if employee an separates
service on June 30, six (6) months of VEBA payments wil be recovered. If the employee
separates on July 1, five (5) months of VEBA payments will be recovered.
The parties agree that six months prior to the expiration of this Agreement, the Port may
reopen this Agreement to discuss the timing of the Port’s method of funding of the
VEBA contributions.
Section 25.2 – Dental
On the first of the month following the date of hire, employees will receive insurance coverage for
themselves, their spouse/partner, and eligible dependents on the Association of Washington Cities
Plan F.
Effective January 1, 2018, bargaining unit members will be enrolled in the Northwest Fire Fighters
Benefit Trust under Dental Plan 7. The employee will be responsible for paying a portion of the
premium for his/her spouse/partner and dependents as follows:
Employee Only $0 of total monthly premium
Employee & Dependents 2.0% of total monthly premium
Effective January 1, 2019, employee will be responsible for paying a portion of the premium for
his/her spouse/partner and dependents as follows:
Employee Only $0 of total monthly premium
Employee & Dependents 4.0% of total monthly premium
Effective January 1, 2020, and for the term of the agreement, the employee will be responsible for
paying a portion of the premium for his/her spouse/partner and dependents as follows:
Employee Only $0 of total monthly premium
Employee & Dependents 6.0% of total monthly premium
Premium increases that exceed eight percent (8.0%) each year will be paid at fifty percent (50%)

by the Port and fifty percent (50%) by the employee for the term of the agreement in addition to
the premium paid by employees in the bargaining unit noted above.
Employee costs shall be by payroll deduction. Changes made by the Northwest Fire Fighters
Dental Trust to the rates or benefits provided under the Northwest Fire Fighters Dental Trust Plans
are not subject to negotiation during the term of the Collective Bargaining Agreement.
Section 25.3 – Life Insurance
Life insurance for employees, their spouse/partner, and eligible dependents will be provided on
the Association of Washington Cities Plan C.
Section 25.4 – A.D. and D (Accidental Death and Dismemberment
Association of Washington Cities – Plan C – (coverage included as a rider under the Life Insurance
policy).
Section 25.5 – L.T.D. (Long Term Disability)
The Union will provide Long Term Disability (LTD) coverage for employees covered under this
Agreement, through the WSCFF Disability Program (underwritten by Standard Insurance
Company), via Port payroll deduction from each employee’s second (2nd) monthly paycheck.
Employees shall be responsible for paying one hundred percent (100%) of premiums for LTD
coverage. The Union shall be responsible for any overages or shortages in premiums. The Union
shall also be responsible for liaising with the broker(s) for employees’ LTD coverage. The Port
will remit LTD premiums to the Union in a similar manner as the Port remits employees’ Union
dues.
Section 25.6 – Alternate Insurance
a. The Port agrees to discuss and consider in good faith any alternate insurance plans
the Union may submit to the Port during the term of this agreement.
b. The parties agree and understand the Port continues to maintain the unilateral right
to select the carrier unless it is mutually agreed otherwise.
c. It is intended that any insurance change will not increase the Port’s cost in effect at
the time of the good faith discussions contemplated above.
Section 25.7 – Port of Seattle Firefighter’s Retirement Fund
The Port agrees to sponsor the Port of Seattle Firefighter’s Retirement Fund, which will be directed
by representative(s)s of the Port and UnionDeferred Compensation Administrative Committee,
and to contribute the following:
The above rate shall be one dollar and fifteen cents ($1.15) per hour worked.
The Port shall contribute six and two tenths percent (6.2%) of the Taxable Wage Base on behalf

of the members of the bargaining unit up to the annual maximum limits for Social Security to the
Port of Seattle Firefighter’s Retirement Fund, in lieu of Social Security. If the percentage
contribution for Social Security changes during the term of this agreement, the Port’s percentage
contributions to the Fund would change accordingly.
Section 25.8 – Eye Care Coverage
The Port shall pay up to twenty-five dollars ($25.00) towards the AWC Vision Service Plan
(Premium, no deductible plan).
Effective January 1, 2018, vVision coverage shall be provided under the Northwest Fire Fighters
Benefit Trust plan as provided in Section 2425.1.
Section 25.9 – Washington State Council of Firefighters Medical Expense Reimbursement
Plan (MERP)
The Port will make monthly salary reduction contributions on behalf of each employee to the
WSCFF Employee Benefit Trust (MERP) at a contribution rate of seventy five dollars ($75.00)
per month to be deducted from each employee’s first monthly paycheck. Effective January 1,
2023, the employee contribution will increase to one hundred dollars ($100) per month and the
Port agrees to add a pre-tax employer contribution of one hundred dollars ($100) per month for
each full-time non-probationary employee.
All of the Port’s contributions to the Trust are mandatory salary reduction contributions to be used
solely for the purpose of providing health benefits that qualify for exclusion under IRC Section
106 and shall not constitute wages or salary for the purpose of determining any other benefit,
including retirement benefits, disability benefits, or life insurance covered amounts. Covered
employees may not elect to receive any portion of the benefit under the MERP as additional salary
or wages. In accordance with the private letter ruling 200846011 issued to the Trust, such amounts
are excluded from gross income under IRS Code Section 106. The Union shall have the option to
adjust the employee share of the contribution rate annually, and shall communicate any adjustment
to the Port by December 1st for the following year.
All members of International Association of Firefighters, Local No. 1257 who have participated
in the Washington State Council of Firefighters Medical Expense Reimbursement Plan for not less
than one (1) month, prior to being promoted or reassigned to a position not represented by the
Union, will continue to be participants in the MERP until they are no longer employed by the Port
of Seattle. The Parties understand that extension of MERP participation to formerly-represented
employees under this Section 24.1025.9 shall not be construed to affect any other benefit described
in the Agreement.
The Parties understand that participation in the MERP is irrevocable. Therefore, the Port agrees
to continue to make the appropriate contributions for promoted or reassigned LEOFF 2 employees
in the same manner as for Union members. The Parties further understand that a promoted or
reassigned employee described in this Section shall not have the option to elect in or out of the
MERP.

This Trust shall remain separate and apart from any Port retiree health insurance funding program,
if applicable, unless changed by mutual agreement of the Parties to this collective bargaining
agreement. This Section does not provide employees, retirees, or dependents with a vested right
in Port-paid retiree health insurance. This language is meant to clarify the intent of the Parties
from negotiations of this Section. The Parties agree that only eligible, active employees may
contribute to the Trust, receive Port contributions, and only for the duration of this contract. This
provision expressly incorporates by reference the most recent MERP and Trust Agreement, and
such documents shall be administered and interpreted in a manner consistent with this paragraph.

ARTICLE 26 - UNIFORMS AND PROTECTIVE CLOTHING
Section 26.1 – Provision of Uniform and Protective Clothing
All uniforms as required by the Port of Seattle Fire Department Rules and Regulations, Policy and
Procedures, and protective clothing and equipment as required by the Washington State Vertical
Safety Standards for Firefighters and FAA regulations, and bed linen, shall be supplied, cleaned,
and maintained at no cost to the employee. Problems with uniforms will be referred to the uniform
sub-committee.
Section 26.2 – Components Provided Upon Retirement
Upon retirement an employee will be provided components of their personal protective equipment,
which will include their structural helmet, leather boots, badges, and structural gloves.
Effective upon ratification between the parties and execution, add Class A Uniform and Bunker
Gear to this list. The bunker gear will be cleaned and decontaminated prior to being provided to
the employee at retirement.

ARTICLE 27 - PHYSICAL FITNESS PROGRAM
All employees shall participate in the established, mutually agreed upon, mandatory Fire
Department Physical Fitness Program most recently modified in November 1989. The Physical
Fitness Program shall be designed to insure the employee’s physical fitness to perform their duties.
Disciplinary action in connection with the Physical Fitness Program shall be taken only in the
event employees fail to participate in the program as prescribed. The Port will provide the facilities
and equipment necessary to maintain the program. The terms of the Program require the agreement
of the Port and the Union. Issues concerning the terms of the Program may be referred to the
Labor-Management Committee.

ARTICLE 28 – PHYSICAL CAPACITY EVALUATIONS REQUIREMENTS
A physical capacity evaluation (PCE) is defined in WAC 296-23-220 as “a performance-based

evaluation that assesses worker’s physical functions and relates these to performance potential for
work-related activity. Evaluations are conducted by a licensed physical or occupational therapist.”
The Port may require a PCE in a return-to-work case if the treating doctor is reluctant to provide
authorization for a full release after the job analysis has been reviewed. The Port’s Workers
Compensation Program will be responsible for scheduling of all PCEs. The Fire Department will
be responsible for all costs related to the PCE.

ARTICLE 29 - SAVINGS CLAUSE
In the event of invalidation of any part or provision of this agreement under this article, the parties
shall negotiate in good faith to modify the part of provision to the degree possible to comply with
law.

ARTICLE 30 - DEFERRED COMPENSATION
Employees shall be eligible for participation in the Port of Seattle’s Deferred Compensation Plan.
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 13) or to any other provisions of this Labor
Agreement or to negotiation by the Union.

ARTICLE 31 - CHANGES IN WORKING CONDITIONS
The Port assures the Union that its intention in executing this Agreement is not to make significant
changes in existing working conditions granted to employees because such conditions are not
specifically identified in this agreement. Any such changes shall be made within the provisions
of applicable state law.

ARTICLE 32 - SCOPE OF AGREEMENT
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. The parties acknowledge that
each has had the unlimited right within the law and the 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 and opportunity are set forth in this Agreement. All memoranda and letters
of agreement/understanding that have not been incorporated into this Agreement are null and void.
Therefore, for the duration of this Agreement, the Port and the Union each agrees to waive the
right to oblige the other to bargain with respect to any subject or matter not specifically referred to
or covered in this Agreement.

ARTICLE 33 - STRIKES AND LOCKOUTS
In recognition of the Port’s status as a municipal corporation, no employee shall strike or refuse to
perform his/her assigned duties to the best of his/her ability. The Union shall not cause or condone
any strike, picketing, work stoppage, slowdowns, or other interference in any way with normal
Port operations. Willful violation of this article by any employee shall result in immediate
dismissal.

ARTICLE 34 - STAFFING AID CAR AND DRIVERS
Section 34.1 – EMT/Aid Car
Effective 1980 with Recruit Class 80-3, all employees hired shall maintain EMT (Emergency
Medical Technician) status as a job condition with the exception of Battalion Chief, Alarm
Technician, and Firefighter/Mechanic. The following provisions and exceptions shall apply:
a. The Port agrees to pay all costs for initial EMT certification and re-certification. If
the employee fails the second re-certification class, all additional costs shall be
borne by the employee.
b. The employer shall provide to the employee continuing on-going education,
scheduling of classes, and the current status of the expiration date of their EMT
status.
c. Failure to maintain a valid EMT certificate shall result in a two-step reduction in
pay until such time as the employee re-establishes certification. Failure to re-certify
after taking the basic EMT course will be cause for termination.
d. Employees in the bargaining unit who have completed their thirtieth (30th) year of
service prior to January 1, 2018, may “opt-out” of the EMT Aid Car rotation, but
must maintain his/her EMT certification and has had at least one rotation on the
Engine during the last calendar year. All employees who have completed their
thirtieth (30th) year of service after January 1, 2018, shall participate in the EMT
Aid Car rotation and must maintain his/her EMT certification. Rotation is defined
as an average, continuous month-long assignment to the Engine either as driver,
nozzle, or hydrant position on the employee’s home shift.
Section 34.2 – Driver/Engineer Assignment
Assignments will be made by seniority, provided the Firefighter has met and maintains the
established drivers’ certification criteria. Each Battalion Chief will establish and utilize a list of
certified drivers by seniority for his/her shift. When working a shift other than his/her regular
home shift, a certified driver may not be assigned as a driver unless there are no other certified
drivers on duty.

ARTICLE 35 – JOINT APPRENTICESHIP TRAINING COMMITTEE PROGRAM
The parties agree to participate in the Washington State Joint Apprenticeship Training Committee
(JATC) program. The committee shall be equally divided between Management and the Union
and consist of a maximum of nine (9) members, including a secretary and two alternates. Members
of the committee shall elect a chairperson responsible to administer the committee process.
Elections to the committee chair position shall be held every two years.
a. Completion of the JATC program shall be a work performance requirement, not to
exceed three (3) years. The three year program is divided into three steps consisting of
Firefighter E to C for step-1, Firefighter C to B for step-2, and Firefighter B to A for
step-3.
b. Completion of the first year or step-1 of the JATC program shall be a performance
requirement for Probationary Firefighters. Probation shall be extended for special
circumstances that cause delays in completion of step-1, including but not limited to
time off for injury/illness, time to complete EMT certification, time for military leave,
and reasons mutually agreed upon by the Union and Employer.
c. Completion of the JATC program shall be a work performance requirement, not to
exceed three (3) years. Extension of the program for special circumstances beyond
three years shall be mutually agreed upon by the Union and Employer. Time for
completion of the program shall be extended for special circumstances causing delays
in completion of steps 2 and 3, including but not limited to time off for injury/illness,
time for military leave, and reasons mutually agreed upon by the Union and Employer.
d. Firefighter non-compliance with the terms and conditions of the JATC Agreement shall
be grounds for removal of the firefighter from the JATC Apprenticeship program and
disciplinary action up to and including dismissal from employment. Either or both of
these proceedings shall be initiated by the Committee.
e. It shall be the policy of the Employer to provide or make available supplemental
instruction, as required by the Apprenticeship Agreement, to apprentice Firefighters
on-duty when possible. If the Employer is unable to provide the apprentice with
supplemental instruction on-duty, the apprentice shall seek out collegiate courses via
internet (on-line) or via thumb-drive technology. In the event that these options are
unavailable, the Employer agrees to provide relief from duty to attend such
supplemental instruction
f. There shall be overtime compensation for off-duty attendance to obtain required
supplemental instruction (RSI) approved by the Employer. There shall be no overtime
compensation for supplemental instruction via internet (on-line) or via thumb-drive
technology.

g. The Employer will furnish transportation to attend supplemental instruction when
available, or provide mileage allowance as outlined in Port policy.
h. The Port of Seattle’s Joint Apprenticeship Committee will determine after the first
cycle of involvement whether to continue a JATC program or to mutually agree to
discontinue support of a JATC Program. This allows for evaluation and determination
if this program is sustainable and worthy of continued support by the Port of Seattle
Fire Department.

ARTICLE 36 - DURATION OF AGREEMENT AND EFFECTIVE DATE
All conditions of this Agreement shall be effective on the date the Agreement is signed or as
otherwise stipulated in the terms of this Agreement. All provisions of this Agreement shall extend
from effective date to December 31, 20212024. Negotiations may be opened by either party
giving notice in writing not later than sixty (60) days prior to the expiration date. The new
agreement shall be effective on the first day of January of each year unless mutually agreed to the
contrary.
SIGNED THIS ________ DAY OF _______________________________, 20___.
_____________________________________________
Stephen Metruck Executive Director
Port of Seattle
_____________________________________________
Chris Nuttall, President
International Association of Firefighters, Local 1257
_____________________________________________
Randy Krause, Fire Chief
Port of Seattle

APPENDIX A
PAY RATES
1. WAGES

A. (1) Base Rates January 1, 20212022
Effective January 1, 20212022, monthly wage rates shall be as follows, reflecting an
increase to the base hourly wage rate of Firefighter “A” of 6.5%:
Base Rate 5.5%/5.96%* 9% 15%
Holiday Work Schedule Work Schedule
(Suppression) (Day Shift Two (Day Shift Four
Years) Years)
Battalion Chief N/A N/A
11,959.00 12,617.00
12,672.00*
Day Shift Battalion
Chief N/A
(Administrative, 11,326.00 12,345.00 13,025.00
Prevention, and
Training )
Captain (Shift) 10,226.00 10,788.00
10,835.00*
Captain (Day)
10,226.00 10,788.00 11,146.00 11,760.00
10,835.00*
Firefighter Mech.
(Day) N/A N/A
10,833.00 11,808.00
Firefighter “A”
8,666.00 9,143.00 9,446.00 9,966.00
9,182.00*
Firefighter “B”
7,799.00 8,228.00 8,501.00 8,969.00
8,264.00*
Firefighter “C”
7,106.00 7,497.00 7,746.00 8,172.00
7,530.00*

Firefighter “D”
7,179.00 N/A
6,586.00 6,948.00
6,979.00*
Firefighter “E”
6,731.00 N/A
6,175.00 N/A
Alarm Insp.
N/A N/A
8,666.00 9.446.00

*Shift Holiday rate of 5.96% for addition of Juneteenth Holiday effective June 10, 2021 –
Memorandum of Understanding dated June 10, 2021.

A. (2) Base Rates – December 31, 2021
Effective December 31, 2021, at 11:59 p.m., monthly wage rates shall be as follows:
Base Rate 5.96% 9% 15%
Holiday Work Schedule Work Schedule
(Suppression) (Day Shift Two (Day Shift Four
Years) Years)
Battalion Chief N/A N/A
(Shift) 12,151.00 12,875.00
12,940.00 13,711.00
Day Shift Battalion
Chief N/A
(Administrative, 11,507.00 12,543.00 13,233.00
Prevention, and 12,255.00 13,358.00 14,093.00
Training )
Captain (Day)
10,390.00 N/A 11,325.00 11,949.00
11,065.00 12,061.00 12,725.00
Captain (Shift) 10,390.00 11,009.00 N/A N/A
11,065.00 11,724.00
Firefighter Mech.
(Day) N/A N/A
11,006.00 11,997.00
11,721.00 12,776.00

Firefighter “A”
8,805.00 9,330.00 9,597.00 10,126.00
9,377.00 9,936.00 10,221.00 10,784.00
Firefighter “B”
7,925.00 8,397.00 8.638.00 9,114.00
8,439.00 8,942.00 9,199.00 9,705.00
Firefighter “C”
7,220.00 7,650.00 7,870.00 8,303.00
7,689.00 8,147.00 8,381.00 8,842.00
Firefighter “D”
6,692.00 . N/A
7,127.00 7,091.00 7,294.00
7,552.00 7,768.00
Firefighter “E”
N/A N/A
6,274.00 6,839.00
6,681.00
Alarm Insp.
N/A N/A
8,805.00 9,597.00
9,377.00 10,221.00

B. General Wage Increases
Effective January 1, 20202022, the base hourly wage rate of Firefighter “A” will be increased by
an amount equal to one hundred percent (100%) of the Seattle/Tacoma/Bremerton CPI-U (All
Urban Consumers), August to August, with a zero percent (0%) minimum and a six percent (6%)
maximum6.5%.
In addition, Captains and Battalion Chiefs shall receive an additional one percent (1.0%) increase
of the Firefighter “A” base rate of pay (differential).
Effective January 1, 20212023, the base hourly wage rate of Firefighter “A” will be increased by
an amount equal to one hundred percent (100%) of the Seattle/Tacoma/Bremerton Bellevue CPIU
(All Urban Consumers), August 2019 2021 to August 20202022, with a zero percent (0%)
minimum and a six percent (6%) maximum. (2021 = 1.6%).
Effective January 1, 2024, the base hourly wage rate of Firefighter “A” will be increased by an
amount equal to one hundred percent (100%) of the Seattle/Tacoma/Bellevue CPI-U (All Urban
Consumers), August 2022 to August 2023, with a zero percent (0%) minimum and a six percent
(6%) maximum.
In consideration of the financial impacts of the 2020 global pandemic to the Port of

Seattle, the union agrees to postpone the effective date of the 2021 wage increase to
11:59 p.m. on December 31, 2021.

C. Base Wage Rate Adjustments
Effective 1/1/2020, Day Shift Battalion Chief Base Rate: Shall be 130.69% of Firefighter
“A” base rate. Effective 1/1/2023, the Day Shift Battalion Chief Base Rate: Shall be 138%
of Firefighter “A” base rate.
Effective 1/1/2020, Battalion Chief Base Rate: Shall be 138% of Firefighter “A” base rate.
Firefighter/Mechanic Base Rate: Shall be 125% of Firefighter “A” base rate..
Effective 1/1/2020, Captain Base Rate: Shall be 118% of Firefighter “A” base rate.
Alarm Inspector Base Rate: Shall be 100% of Firefighter “A” base rate.
Firefighter “B” Base Rate: Shall be 90.83% of Firefighter “A” base rate.
For Firefighters hired on or after July 3, 2014:
Firefighter “B” Base Rate: Shall be 90% of Firefighter “A” base rate.
Firefighter “C” Base Rate: Shall be 83.82% of Firefighter “A” base rate.
For Firefighters hired on or after July 3, 2014:
Firefighter “C” Base Rate: Shall be 82% of Firefighter “A” base rate.
Firefighter “D” Base Rate: Shall be 78.73% of Firefighter “A” base rate.
For Firefighters hired on or after July 3, 2014:
Firefighter “D” Base Rate: Shall be 76% of Firefighter “A” base rate.
Firefighter “E” Base Rate: Shall be 74.65% of Firefighter “A” base rate.
For firefighters hired on or after July 3, 2014:
Firefighter “E” Base Rate: Shall be 71.25% of Firefighter “A” base rate.
Increase from E to D: Firefighters shall be granted a one-step salary increase from E to D,
after satisfactorily completing the approved Port Recruit training program (approximately
12 weeks). Satisfactorily work performance shall be documented in a performance review
prior to such increase.
Increase from D to C: Firefighters performing satisfactorily shall receive a promotional
increase one year from date of hire from D to C, on a single-step salary schedule as shown
in “Wages”. Satisfactory performance shall be documented in a performance review and
satisfactory completion of testing based on adopted performance standards is required.
Employees shall be considered on probationary status from date of hire until the one-year
promotion to C firefighter.
Increases from C to B to A: Firefighters performing satisfactorily shall receive promotional

increases after each twelve (12) months from C to B to A, on a single-step salary
schedule as shown in “Wages.” Satisfactory performance shall be documented in a
performance review prior to each such increase. Satisfactory completion of adopted
training performance standards and the recommendation of their supervisor is required
for all employees.
Lateral firefighters will be hired into the Firefighter “C” classification at 82% of Firefighter
“A” base rate. The lateral firefighter will be eligible to progress to the “Firefighter B” and
“Firefighter A” Classification in accordance with the preceding paragraph.

2. COMPARABLES
The Port and the Union agree to use the following comparables: the cities of Seattle, Tacoma,
Renton, Bellevue, Tukwila, and Kirkland, and Valley Regional Fire Authority.

3. LONGEVITY
After five (5) years active employment have been completed since date of hire, employees covered
under this agreement shall receive a rate of pay equal to the current rate in effect for that position
plus a longevity adjustment equivalent to the following:
5 – 9 years 2% of Firefighter “A” base rate
10 – 14 years 4% of Firefighter “A” base rate
15 – 19 years 6% of Firefighter “A” base rate
20 – 24 years 8% of Firefighter “A” base rate
25 – 29 years 10% of Firefighter “A” base rate
30 plus years 12% of Firefighter “A” base rate
The addition of the longevity adjustment to a classification base rate creates a specific employee’s
rate. This employee’s rate is used when computing the holiday or day shift differentials or the
EMT, De-Fib, Haz-Mat, or Education premiums.
4. DIFFERENTIALS
a. Holiday Differential for 24-Hour Shift Employees: An employee assigned to a 24-
hour shift schedules shall receive a differential of 5.5%5.96% of said employee’s
rate during such assignment. This 5.5%5.96% differential is in lieu of days off for
holidays. The 5.5% differential will increase to 5.96% with the addition of the
Juneteenth holiday effective June 10, 2021. (See Memorandum of Understanding
on the Juneteenth holiday).
b. Work Schedule Differential for Employees Regularly Assigned to a Day Shift
Schedule: An employee regularly assigned to a day shift schedule shall receive a
differential of 9% of said employee’s rate.

c. Work Schedule Differential for Rotational Day Shift Employees:
1) The first two-year term: 9% of said employee’s rate.
2) The second consecutive two-year term: 15% of said employee’s rate
3) Members can request a four-year assignment on initial transfer at 15% of
said employee’s rate.
4) Those who are presently serving with at least two years in the position can
be eligible for 15% for the next two-year assignment.
5) With the exception of 4 above, the incumbent can reapply for the position
and will be given consideration over other candidates. If no other
employees apply for the position, the current member may stay for another
term if they choose and management approves, at the 15% rate.
d. Eligibility for Day Shift Differential: The day shift differential will not apply, and
the employee will receive his/her regular hourly rate and accruals for hours worked
in the following situations:
1) Newly hired Firefighters in training.
2) Employees assigned to day shift for light duty or accommodation.
3) Employees who voluntarily agree to adjusted schedules related to training
opportunities or jury duty in accordance with Article 12.5.
e. Premium for “Emergency Medical Technician” (EMT) / D-FIB Assignment:
1) A qualified Firefighter assigned to Emergency Medical Technician duty for
one (1) hour or more shall receive a premium equivalent to 7% of said
employee’s rate for each hour worked on such assignment.
2) A qualified Captain assigned to the Emergency Medical Technician duty
for one (1) hour or more shall receive a premium equivalent to 2.5% of said
employee’s rate for each hour worked on such assignment. No more than
eight (8) Captains (two per shift) maximum per month.
f. Premium for “Hazardous Materials” (Haz-Mat) Assignment: Effective January 1,
1990, a qualified Firefighter assigned to the Hazardous Materials Team shall
receive a premium equivalent to 2% of said employee’s rate during such
assignment. No more than 34 Suppression Firefighters shall be assigned to the
Haz-Mat team at one time. An employee who is absent from work for three or more
consecutive shifts as a result of a disability or leave without pay shall not continue
to receive the Haz-Mat premium. In the event of such absence, a qualified
employee working as a replacement shall receive the Haz-Mat premium. The Haz-
Mat premium shall be provided to the qualified working replacement starting at the
beginning of the fourth shift of such absence. Captains may receive pay for both
Haz-Mat and Tech/Rope Rescue. Captains and Dayshift Firefighters are eligible to
maintain their certification and be compensated without impacting the total
number. Rotating back to shift will not affect the total number of 34 noted in this
section above.
g. Medicare Exemption Premium: Effective March 2, 1997, the Port will pay an
amount equal to 1.45% of the employees’ Taxable Wage Base to employees hired
prior to April 1, 1986. This payment represents the money’s formerly paid by the
Port for the employees Medicare contribution. This contribution is no longer
necessary as a result of the Union’s referendum on February 26, 1997, removing its
members from Social Security and Medicare coverage. Such payment will be

considered supplemental, and will not be considered part of the employees’ base
wage.
Resulting from the Firefighters’ February 26, 1997 referendum electing to
discontinue participation in Social Security, the parties agree that refunded portions
of the Port’s past contributions, on behalf of each employee to Social Security and
Medicare, will be disbursed to each employee. Employees hired on or after April
1, 1986 shall be subject to Medicare coverage.
h. Premium for Driver/Engineer Assignment:
A qualified firefighter assigned to driver/engineer position for one (1) hour or more
shall receive a premium equivalent to four percent (4%) of said employee’s rate for
each hour worked on such assignment. The total number of driver/engineer
positions on each shift will be allocated on the basis of the operational needs of
the Fire Department as determined by the Fire Chief.
i. Technical/Rope Rescue: Firefighters assigned to Technical/Rope rescue will
receive a premium pay of +2%. Sixteen (16) Suppression Firefighters shall be
eligible for this premium divided equally amongst the suppression shifts (4 per
shift). Captains and Firefighters must complete Technical/Rope rescue certification
compliant with current NFPA’s. Firefighters must choose either Haz-Mat or
Tech/Rope Rescue pay, but not both. Captains may receive pay for both Haz-Mat
and Tech/Rope Rescue. Captains and Dayshift Firefighters are eligible to maintain
their certification and be compensated without impacting the total number.
Rotating back to shift will not affect the total number of 16 noted in this section
above.
j. Out of Classification Pay:
1. Captain: When an employee who is classified as a Firefighter is temporarily
detailed to perform all duties of a Captain for one (1) hour or more, such
employee shall be paid the base rate, and any premiums, if applicable, of
the Captain classification for the hours worked at the hourly rate.
2. Battalion Chief: When an employee who is classified as a Captain is
temporarily detailed to perform all duties of a Battalion Chief for one (1)
hour or more, such employee shall be paid the base rate, and any premiums,
if applicable, of the Battalion Chief classification for the hours worked at
the hourly rate.
k. Bi-Weekly Pay: Effective January 1, 2005, employees shall be paid on a biweekly
basis.
l. Education Premium: Employees who have earned a degree from an accred ited
college primarily through classroom-based study will receive a differential as set
forth below. Eligible employees will be paid one
premium reflecting the highest degree earned. Premium pay for degrees earned via
remote or online degree programs is subject to the approval of the Fire Chief.
1) Associates Degree – 2%
2) Fire Service Associates Degree – 3%
3) Bachelor of Arts or Science Degree – 4%
4) Masters Degree – 6%
m. 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.
n. Self-Contained Breathing Apparatus:
Effective upon ratification between the parties, aA two percent (2.0%) premium
incentive pay will be provided to one Self-Contained Breathing Apparatus (SCBA)
Technician based on the Firefighter “A” base rate.
The Firefighter assigned will be required to obtain certification as a breathing
apparatus technician.
The certification requirements as provided in WAC 296-842-17015 will be as
follows:
The technician must obtain and maintain SCBA certification, as mandated by
WAC/OSHA and provided by the appropriate SCBA manufacturer. Technicians
must be willing and able to become certified in any SCBA equipment at the level
and manufacturer as specified by the POSFD. Technicians must also re-certify in
accordance with WAC/OSHA and the manufacturer in order to maintain the
certification.

APPENDIX B
DRUG TESTING
SUBSTANCE TESTS

PREAMBLE
While abuse of alcohol and drugs among our members is the exception rather than the rule, the
Local 1257 Firefighters Negotiating Committee shares the concern expressed by many over the
growth of substance abuse in America society.
The drug testing procedure agreed to by the labor/management, incorporates state-of-the-art
employee protection 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, employee shall mean entry-level probationary employee.
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 Testing: Before any entry-level probationary employee may
be tested for drugs, the Port must meet the following prerequisites:
1. Entry-level probationary employees in the bargaining unit must be clearly
informed of what drugs or substances are prohibited by the Port.
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.
c. The Department shall also have the discretion in order and entry-level probationary
uniformed employee to submit to a blood, breath, or urine test for the purposes of
determining the presence of a narcotic, drug, or alcohol a minimum of two (2) times
during such employee’s entry-level probationary period. These tests will be
conducted in the following manner:
1. Tests will be administered to each entry-level probationary employee a
minimum of two (2) times, at various intervals, during the probationary
period.
2. Entry-level probationary employees shall only be tested while on duty.
3. The providing of a urine sample will be done in private.
4. Obtaining of urine samples shall be conducted in a professional and
dignified manner.

5. A portion of urine samples shall be preserved to permit the following:
a. Positive samples shall be tested a GC/MX test.
b. A third test for positive samples shall be conducted if
requested by the employee, at Port expense, by a reputable
laboratory of mutual choice.
The exercise of this discretion by the Department shall be deemed a term
and condition of such employee’s period of entry-level probation, and need
not be supported by any showing of cause.
If any employee is ordered to submit to these tests involuntarily, the
evidence obtained shall be used for administrative purposes only.
d. Testing Mechanisms: The following testing mechanisms shall be used for any drug
tests performed on entry-level probationary members of the Department:
1. It is recognized that the Employer has the right to request the laboratory
personnel administering a urine test to take such test to take such steps as
checking the color and temperature of the urine sample 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 determine adulteration of the urine sample during the
collection process, physiologic determinations such as creatinine and/or
chloride measurements may be performed by the laboratory.
2. The parties recognize that the key to chain of possession integrity is the
immediately labeling and initialing of the sample in the presence of the
tested employee. If each container is received at the laboratory in an
undamaged condition with properly sealed, labeled and initialed specimens,
as certified by the laboratory, the Employer may take disciplinary action
based upon properly obtained laboratory results.
3. Any screening test shall be performed using the enzyme immunoassay
(EMIT) method.
4. Any positive results on the initial screening test shall be confirmed through
the use of the high-performance thin-layer chromatography (HPTLC), gas
chromatography (GC) and gas chromatography/mass spectrometry
(GC/MS). If at any time there exists a test with a reasonable accessible at a
reasonable cost, such test shall be used in place of the GC/MS test if
required 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 and millimeter. All positive test results must be reviewed by the
certifying scientists or laboratory director and certified as accurate.
e. Procedures to be used when samples are given: The following procedures shall be
used whenever an employee is required 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 samples 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.
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 the 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 employer’s
presence and the employee given an opportunity to initial or sign the
container. The container shall be stored in a secure and refrigerated
atmosphere, and shall be delivered to the laboratory that day or the soonest
normal business day by the fastest available method.
3. In testing blood samples, the testing laboratory will analyze blood/serum by
using gas chromatography/mass spectrometry as appropriate. Where
Schedule I and II drugs in blood are detected, the laboratory is to report a
positive test based on a forensically acceptable positive quantum of proof.
All positive test results must be reviewed by the certifying scientists or
laboratory director and certified as accurate.
4. When a urine sample will be given 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 in a 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
equal parts. Each of the two portions of the sample will be separated sealed,
labeled. If the sample is taken at a location other than the laboratory, it shall
be stored in a secure and refrigerated atmosphere. One of the samples will

then be delivered to a testing laboratory that day or 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 24 hours after the
Port learns of the results, and will be provided with copies of all documents
pertinent to the test sent to or from the Port by the laboratory. The employee
will then have the option of submitting the untested sample to a laboratory
of mutual choice, at the Port’s expense.
8. Each step in the collecting and processing of the urine sample shall be
documented to establish procedural integrity and a chain of evidence. AL
sample 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 discipline procedures are invoked as
specified in Section (E) (7).
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.
3. Disciplinary measures including discharge shall not be subject to the
grievance procedure during the first twelve (12) months of employment.
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 discounted. The employee will be
provided a copy of the results, and all other copies of the results (including
the original) shall be destroyed within 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.

h. Union hold harmless
The Union and the Port acknowledge that this drug-testing program is solely
initiated at the behest of the Port. The Port shall be solely liable doe any legal
obligations and costs arising out of the provisions and/or applications of this
collective bargaining agreement relating to drug testing.
The Union shall be held harmless for the violation of any worker rights arising from
the drug-testing procedures.

APPENDIX C
SUBSTANCE ABUSE REHABILITATION
If an employee comes forward requesting rehabilitation treatment for substance abuse, the
employee will be referred to rehabilitation services. If the employee is caught in a prohibited
activity without coming forward, s/he is subject to termination.
Return to work following treatment will be contingent on agreement to a Contract for Continued
Employment drafted by the Port and agreed to by the Union.
Nothing in this Appendix limits the Port’s right to take disciplinary action for just cause.

APPENDIX D
FIRST AID FACILITY
If it is the intention of the Port of Seattle to do a feasibility study on providing a “First Aid Facility”
in the Airport’s Main Terminal to serve the traveling public, then Local 1257 would like to
participate in that process.
Local 1257 should have the right to participate in any and all studies in providing first aid to the
public, as we are the first line providers of emergency medical care on the Airport’s facilities. This
shall be done to not only protect the Port of Seattle Fire Department and this Local, but to protect
the greater interest of the Port.

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