Agenda Item No. 8k 
Meeting Date: December 13, 2022 
COLLECTIVE BARGAINING AGREEMENT 
By and Between 
Port of Seattle 
And 
Teamsters Local Union No. 117 
Affiliated with the 
International Brotherhood of Teamsters 
REPRESENTING 
POLICE/FIRE COMMUNICATIONS SPECIALISTS 



Term of Agreement 
January 1, 2022- December 31, 2024

                         NOTICE TO ALL MEMBERS 

If you become unemployed, or are off due to an on thejob
injury, in the jurisdiction of the Local Union, you will be
put on a withdrawal status on request providing all dues
and other financial obligations are paid to the Local Union,
including the dues for the month in which the withdrawal
status is effective. 
If you are on a dues check-off with your company and
leave for any reason and dues are not deducted, it is your
obligation and responsibility to keep your dues current or
request a withdrawal.

                           TABLE OF CONTENTS 
PORT OF SEATTLE 
POLICE/FIRE COMMUNICATIONS SPECIALISTS 
ARTICLE                                             PAGE 
Article 1 - Purpose of Agreement -----------------------------------------------   1
Article 2 - Union Recognition -----------------------------------------------------   1
Article 3 - Union Security ----------------------------------------------------------   1
Article 4 - Payroll Deduction ------------------------------------------------------   2
Article 5 - Union Representative Access --------------------------------------   3
Article 6 - Bulletin Board -----------------------------------------------------------   3
Article 7 - Equal Employment Opportunity ------------------------------------   3
Article 8 - Management Rights --------------------------------------------------   4
Article 9 - Discipline -----------------------------------------------------------------   5
Article 10 - Reduction in Force --------------------------------------------------   5
Article 11 - Jury Duty & Witness Service --------------------------------------   5
Article 12 - Bereavement Leave -------------------------------------------------   6
Article 13 - Hours of Work and Overtime -------------------------------------   6
Article 14 - Vacation ----------------------------------------------------------------   9
Article 15 - Holidays ---------------------------------------------------------------- 12
Article 16 - Compensation for Travel Time ----------------------------------- 13
Article 17 - Professional Liability ------------------------------------------------ 14
Article 18 - Uniforms and Equipment ------------------------------------------ 14
Article 19 - Requested Benefits ------------------------------------------------- 14
Article 20 - Leave Without Pay -------------------------------------------------- 16
Article 21 - Sick Leave ------------------------------------------------------------- 17
Article 22 - Long Term Disability ------------------------------------------------ 19
Article 23 - Teamsters Health and Welfare Programs --------------------- 20 
Article 24 - Performance of Duty, Strikes and Lockouts ------------------ 21
Article 25 - Savings Clause ------------------------------------------------------- 22
Article 26 - Entire Agreement ---------------------------------------------------- 22
Article 27 - Appendices & Memorandums of Agreement
Incorporated into Agreement -------------------------------------- 22
Article 28 - Grievance Procedure ----------------------------------------------- 22 
Article 29 - Conference Board --------------------------------------------------- 24
Article 30 – Personnel File – Public Records Request --------------------- 25 
Article 31 - Re-Employment Rights After Voluntary Termination 
of Employment -------------------------------------------------------- 25
Article 32 - Seniority ---------------------------------------------------------------- 26
Article 33 - Job Share -------------------------------------------------------------- 27
Article 34- Term of Agreement --------------------------------------------------- 27
Appendix “A” - Pay Rates ---------------------------------------------------- 29-32
Appendix “B” - Drug Testing / Substance Tests ------------------------ 33-37
Memorandums of Agreement 
Re: Retroactive Payment -------------------------------------------------- 38

                                   PORT OF SEATTLE 
POLICE/FIRE COMMUNICATIONS SPECIALISTS 
ARTICLE 1 – PURPOSE OF AGREEMENT 
This mutual Collective Bargaining Agreement (hereinafter referred to as the Agreement) has
been entered into by Teamsters Local Union No. 117, affiliated with the International
Brotherhood of Teamsters (hereinafter referred to as the “Union”), and the Port of Seattle
(hereinafter referred to as the “Port”), which may hereinafter be referred to as Parties. The
purpose of this Agreement is the promotion of harmonious relations between the Port and the
Union; the establishment of equitable and peaceful procedures for the resolution of differences;
and the establishment of rates of pay, hours of work, benefits, and other terms and conditions
of employment. 
ARTICLE 2 – UNION RECOGNITION 
2.01         The Port recognizes the Union as the sole and exclusive bargaining agent for
Port Police employees performing radio dispatch and police/fire communications duties, except
employees classified in supervisor or manager positions. 
2.02        In accordance with RCW 41.56.037, the Union will be given thirty (30) minutes to
meet with new employees of the bargaining unit within ninety (90) days of employment at a
mutually agreeable time to discuss matters concerning the rights of employees, responsibilities
of the Union, and services available to the membership.  A Business Representative, Shop
Steward, and/or Local Union member will be responsible for the presentation. Only the new
employee will be released from duty with pay. 
ARTICLE 3 – UNION SECURITY 
3.01         The Port shall notify the Union as soon as possible of any deduction authorization
received by the Port. Upon receiving notice from the Union the Port agrees to deduct from the
paycheck of each Union member or each non-member voluntary financial supporter covered
by this Agreement who has voluntarily so authorized it, the initiation fee, and regular monthly
dues, assessments or voluntary non-member financial supporter fee. Such authorization for
deductions may be made in writing, electronically or through recorded voice. The Port shall
transmit fees and dues to the Union once each month on behalf of the employees involved. If
a deduction error is identified, the error will be addressed as soon as practicable. 
3.02         The Port agrees to notify the Union of any new employees employed in
classifications covered by this Agreement within five (5) days/seven (7) or ten (10) business
days from date of hire. 
3.03         A Union member or voluntary financial supporter of the Union may cancel their
payroll deduction authorization in accordance with the terms of the Union’s payroll deduction
authorization form by giving written notification to the Union. If the Union receives such written
notification, confirmation will promptly be sent to the Port by the Union when the terms of the

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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. 
3.04  The Union agrees to indemnify and hold harmless the Port for any actions taken
pursuant to this Article. The Union agrees to refund to the Port any amounts paid to it in error
upon presentation of proper evidence thereof. 

ARTICLE 4 – PAYROLL DEDUCTION 
4.01         Dues Deduction. The Port agrees to deduct from the paycheck of each member
covered by this Agreement who has so authorized it by signed notice submitted to the Port, the
initiation fee, and regular monthly dues. The Port shall transmit such fees to the Union once
each month on behalf of the members involved. 
4.02         Teamsters Legal Defense Fund Participation. The Port agrees to deduct from
the paycheck of each member covered by this Agreement who has so authorized it by signed
notice submitted to the Port, the necessary fee, assessment, and regular monthly fee to provide
the Teamsters Legal Defense Fund.  The Port shall transmit such fees made payable to
“Teamsters Legal Defense Fund” and send to American Legal Services, Inc. 
4.03         Democrat, Republican, Independent Voter Education (DRIVE): Effective upon
ratification and execution of the agreement between the parties, in the event a minimum of forty
(40) current Port of Seattle employees elect to contribute to the Democrat, Republican,
Independent Voter Education (DRIVE), the Port agrees to deduct from the paycheck of
employees covered by this Agreement voluntary contributions to DRIVE. Deductions must be
a minimum of five dollars ($5) per month per contributing employee. Both DRIVE and the
employee shall notify the Port of the amount to be deducted from the employee’s paycheck on
a monthly basis. The Port shall transmit (electronically via ACH) to DRIVE National
Headquarters on a monthly basis, in one (1) check the total amount deducted along with the
name of each employee on whose behalf a deduction is made, the last four (4) digits of the
employee's social security number and the amount deducted from the employee's paycheck. 
The International Brotherhood of Teamsters shall reimburse the Employer annually for the
Employer's actual cost for the expenses incurred in administering the bi-weekly payroll
deduction plan. The IBT Local 117 further agrees to facilitate timely recoupment or to reimburse
the Port for any contributions made to DRIVE in error. 
Upon issuance and transmission of a check to DRIVE, the Port’s responsibility shall cease with
respect to such deductions. The Union shall indemnify and hold the Port harmless from all
claims, demands, suits, or other forms of liability that may arise against the Port for or on
account of any deduction made from the wages of such employee. The Port shall be obligated
to honor only an authorization to deduct the amount specified, in writing by the employee. The 
Port shall have no obligation or responsibility for calculating, computing, or verifying the amount
to be deducted. 

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The Port reserves the right to discontinue DRIVE deductions in the event participation drops
below the minimum fifty (50) Port employees. 

Both the Port and Local 117 agree to reopen the contract on DRIVE if any other Local 117
bargaining group within the Port of Seattle Police Department negotiate contract language with
lower minimums of the number of employees required to contribute or the total monthly
contribution amount in their respective contract on this issue. 

ARTICLE 5 – UNION REPRESENTATIVE ACCESS 
The Port agrees to allow reasonable access to Port facilities for union representatives who
have been properly authorized by the Union. Such access shall be permitted in a manner as
not to interfere with the functions of the Police Department (hereinafter referred to as the
Department) or the Port.  This Article shall apply within the constraints of federal or state
regulations, statutes, and the Airport Security Plan. 
ARTICLE 6 – BULLETIN BOARD 
A bulletin board found to be acceptable and in compliance with the needs of limited use by the
Union shall be provided by the Port.  This bulletin board shall be used, maintained, and
controlled by the Union. It is understood and agreed to that no material shall be posted which
is obscene, defamatory, or which would impair Port operations. 

ARTICLE 7 – EQUAL EMPLOYMENT OPPORTUNITY 
The Port of Seattle is an equal opportunity employer. The Port embraces, and in fact relies on 
having a diverse workforce. Every employee has the right to work in surroundings that are free 
from all forms of unlawful discrimination. The Port and the Union will not engage in, or tolerate, 
any discrimination in the workplace prohibited by local, state or federal law. Specifically, no 
employee will be discriminated against on the basis of his or her age, race, color, national 
origin/ancestry,  religion,  disability,  Family  Medical  Leave  Act  (FMLA)  use,  pregnancy, 
sex/gender, sexual orientation, whistleblower status, marital status, military status, use of 
workers' compensation, transgender status, political beliefs, or any other category protected 
by applicable federal, state or local law ("Protected Status"). 
The Port and the Union are committed to promoting equity, diversity and inclusion in the
workplace. The Port refers to equity as the fair treatment, access, opportunities, and
advancement for all people while striving to identify and eliminate barriers that have
prevented the full participation of historically oppressed communities.


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ARTICLE 8 – MANAGEMENT RIGHTS 
8.01         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. 
8.02         The Port reserves any and all exclusive rights concerning the management and
operation of the Department, except as specifically limited in this Agreement.  In exercise of
such exclusive management rights, it is not intended that any other provision of this Contract
providing a specific benefit or perquisite to the covered employees shall be changed, modified,
or otherwise affected, without concurrence of the Union. 
8.03         Subject to the provisions of this Agreement, the Port reserves the following
specific and exclusive management rights: 
(a)     To  recruit,  assign,  transfer,  or  promote  members  to  positions  within  the
Department, including the assignment of employees to specific jobs; 
(b)     To  suspend,  demote,  discharge,  or  take  other  disciplinary  action  against
members for just cause; 
(c)     To determine the keeping of records; 
(d)     To  establish  employment  qualifications  for  new  employee  applicants,  to
determine the job content and/or job duties of employees, and to execute the
combination or consolidation of jobs; 
(e)     To determine the mission, methods, processes, means, policies, and personnel
necessary for providing service and Department operations, including, but not
limited to: determining the increase, diminution, or change of operations, in whole
or in part, including the introduction of any and all new, improved, automated
methods of equipment; and making facility changes on Port-owned, leased, or
rented property; 
(f)      To control the Departmental budget, and if deemed appropriate by the Port, to
implement a reduction in force; 
(g)     To  schedule  training,  work,  and  overtime  as  required  in  a  manner  most
advantageous to the Department and consistent with requirements of municipal
employment and public safety, subject to the provisions of this Agreement; 
(h)     To establish reasonable work rules, and to modify training; 
(i)      To approve all employees’ vacation and other leaves; 
(j)      To take whatever actions are necessary in emergencies in order to assure the
proper functioning of the Department; and 

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(k)     To manage and operate its Departments, except as may be limited by provisions
of this Agreement. 
8.04         It is understood by the Parties that every incidental duty connected with
operations enumerated in job descriptions is not always specifically described. 
ARTICLE 9 – DISCIPLINE 
The Parties agree that discipline is a command function.  Decisions on disciplinary matters
where discipline imposed involves discharge, suspension, demotion, or written reprimands
shall be subject to the grievance procedure; however written reprimands may not be pursued
to Arbitration.  Oral admonishments, verbal warnings, counseling, performance evaluations,
and remedial training shall not be subject to the grievance procedure. 
ARTICLE 10 – REDUCTION IN FORCE 
10.01        The Port shall maintain one (1) seniority roster for police/fire communications
employees. Employees laid off as a result of reduction in force shall be laid off according to
reverse seniority on the roster. Employees with the least time shall be the first laid off. In the
event that two (2) or more employees eligible for layoff shall have the same seniority date, the
Chief of Police (hereinafter referred to as Chief) shall determine the order of layoff based on
management’s evaluation of individual employee performance and special skills. 
10.02        Employees laid off in accordance with the provisions of this Article will be eligible
for rehire in the inverse order of layoff for a period of one (1) year following layoff.  The Port
shall provide updated seniority rosters to the Union on a quarterly basis or upon the Union’s
request. 
10.03        In the event of an imminent reduction in force, written notice shall be provided to
each employee scheduled for layoff at least fourteen (14) days prior to termination. 
10.04        Probationary employees shall not be subject to recall, pursuant to Article 31 of
this Agreement. 

ARTICLE 11 – JURY DUTY & WITNESS SERVICE 
11.01        Compensation. When a Communication Specialist is called for and serves on
jury duty, the Communication Specialist will be compensated for the number of hours that the
Communication Specialist regularly works in a workweek. For a Communication Specialist’s
service as a subpoenaed witness on a job related case, Port compensation outside of regularly
scheduled work hours is payable at the overtime rate if such service is in excess of the normal
daily or normal weekly working hours' schedules.  (See Appendix A, Section II(F) – Court
Appearances). 

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11.02        Hours of Work. For the period of jury duty service, the Communication Specialist
shall be assigned to a Monday through Friday workweek on day shift schedule.  The
Communication Specialist that is released from jury service on any day shall immediately callin
to work and report for duty if required. Upon final release from jury duty, the Communication
Specialist will return to his or her regular schedule in such a way as to permit an uninterrupted
continuation of compensation, and the maximum amount of work availability for the Port;
provided, that no Communication Specialist regularly scheduled to work night shift shall be
required to work on the night shift immediately following the conclusion of jury duty. 
11.03        This Article shall not be construed to include either grievances or arbitrations as
defined in Article 28 of this Agreement. 
ARTICLE 12 – BEREAVEMENT LEAVE 
12.01        Employees who have been employed for thirty (30) or more days of uninterrupted
service, and who have suffered the loss by death of a member of their immediate family, as
defined in this Article, shall be eligible to receive up to forty (40) hours of leave per
bereavement, at the discretion of the employee’s supervisor, and under the supervision of the
Chief of Police. Such leave shall not result in compensation for more than the number of hours
in any normal work week.
12.02        “Immediate family” shall be defined as the spouse or domestic partner of the
employee, and the following relatives of either the employee, spouse, or domestic partner:
child, step-child, child’s spouse, grandchild, parent, step-parent, grandparent, sibling, sibling’s
spouse, aunt, and uncle. In special circumstances, the Chief and/or Human Resources may
include other relatives in the definition for purposes of bereavement leave. 
12.03        Individual circumstances, such as distance to the funeral and the extent of
employee involvement with the arrangements for the deceased, shall be considered in
determining the number of hours to be granted an employee. 
12.04        Following use of bereavement leave, in case of death of an employee's spouse,
domestic partner (as defined under the Port's Salary and Benefit Resolution), or child, an
employee may take up to two (2) weeks of sick leave. 
ARTICLE 13 – HOURS OF WORK AND OVERTIME 
13.01        Designated Workweek.  The normally scheduled workweek shall be comprised
of forty (40) hours, defined by the Port as beginning at 12:01 a.m. on Sunday and ending at
midnight on Saturday. Port payroll shall be on an eighty (80) hour biweekly basis. 
13.02        Hours of Work. The normally scheduled workweek for employees shall be forty
(40) hours per week as generated by the four/ten (4/10) work schedule. Rest periods are fifteen
(15) minutes in length. 
13.03        Work Schedule. The normal work schedule shall be as follows: 

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All full-time regular employees shall be assigned by seniority preference to staff the work shifts
per the work schedule. The work schedule is 4/10 schedule with a variety of a day, swing and
graveyard hours. The annual shift bid process shall commence no later than September 30th 
of each year. Bidding will be in one round with each employee required to bid one (1) cycle in
each grouping of Day/Swing or Swing/Graveyard shifts (12 months). The cycles will begin on
the first Sunday in January and the first Sunday in July. Each employee shall have a maximum
of twenty-four (24) hours to place his/her bid.  Failure to place a bid within twenty-four (24)
hours will result in a forfeiture of bid order. 
As soon as practical within thirty (30) days following a vacancy, employees (who have
completed the training program) shall be provided the opportunity to exercise seniority
preference to fill any open regular position in the schedule caused by transfer out of the
bargaining unit or termination of employment unless the opening occurs less than forty-five
(45) days from the next scheduled shift rotation as defined in Article 13.05 (Shift Rotation) and
provided that a senior employee may not displace a regularly assigned junior employee (no
“bumping”). Bid vacation is not guaranteed if an employee chooses to exercise seniority rights
to change shifts; however, bid vacation will be accommodated if possible. 
The normal workweek and normal workday for Communication Specialists may be modified to
accommodate training or educational requirements with as much notice as possible, but not
less than five (5) calendar days’ notice. 
13.04        Work Shifts. Starting times for regular assigned rotating shifts will be: 
Day Shift shall start between 0400 hours and 1059 hours. 
Swing Shift shall start between 1100 hours and 1659 hours. 
Graveyard Shift shall start between 1700 hours and 0359 hours. 
Regular assigned employee schedules shall not be changed except in the following situations: 
•        A bona fide emergency; 
•        To accommodate training requirements and requests; 
•        By mutual agreement. 
Employees shall have a minimum of twelve (12) hours off between shifts.  If an employee
returns to work with less than twelve (12) hours off, he/she shall receive pay at the overtime
rate for all time worked until twelve (12) hours have passed since the end of the prior hours
worked. 
13.05        Shift Rotation. Each full-time regular employee shall rotate, every six (6) months,
so as to work one (1) cycle in each grouping of Day/ Swing and Swing/Graveyard shifts. The
rotation shall occur on the first Sunday in January and again on the first Sunday in July. During
the rotation employees will be scheduled in accordance with Section 13.04. No employee will
be scheduled more than five (5) work shifts in a row. 

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Other schedules may be worked during the rotation period if mutually agreed upon by the
employee and their supervisor. 
13.06        Scheduling Days Off. The Port shall not change or reschedule days off to prevent
payment of overtime. 
13.07        Trading Days Off.  With supervisory approval an employee may trade days off
with another employee, provided that the trade involves an even, reciprocal arrangement that
is accomplished within a forty-five  (45) day period.   When trading days off, employees’
paychecks will vary to show actual time worked, and hours in excess of the provisions of
Section 13.09 of this Article resulting only from the trade shall be compensated at the straighttime
rate. In the event a person scheduled to work pursuant to a shift trade arrangement fails
to report to work as agreed, the appropriate leave bank of that person will be charged. 
13.08        Mealtime Disruption. In the event an employee is called back to work from
mealtime and is not provided a meal period of reasonable duration later in the shift, or the
employee is not provided proper relief in order to take a meal period during the shift, the
employee shall be compensated one-half (½) hour at the overtime rate for the remainder of the
mealtime not taken. An employee shall not be required to take a meal period during the first
two (2) hours or the last two (2) hours of the shift. An employee who works more than four (4)
hours shift extension or more than four (4) hours call-in or scheduled overtime shift, shall be
provided a meal period during the overtime assignment or be compensated at the overtime
rate for the missed mealtime. If any employee independently or without proper authorization
elects not to take a mealtime, and no emergency or extenuating circumstance exists, such
employee shall not receive overtime payment for the mealtime missed. 
13.09        Overtime Pay & Approval and Assignment of Overtime. Authority for the approval
of overtime work shall be limited to Department management or its designees, provided
however, that when unanticipated coverage is needed, in the Supervisor’s absence, employees
may authorize, approve, and assign overtime to themselves or to solicit other Communications
employees to work overtime. 
In the event that two (2) or more employees request the same overtime assignment, the senior
employee shall be given preference. However, preference will be given to an employee willing
to work the majority of the available hours of an overtime assignment when called in on a
scheduled day off. An employee who accepts an overtime assignment is expected to fill that
assignment.
In the event of involuntary assignment of overtime, the junior eligible employee shall receive
the assignment, provided however, that all other options should be exhausted prior to calling
an employee in on a scheduled day off. Except in a bona fide emergency, no employee shall
be assigned to work more than twelve (12) hours in any day, including overtime, provided
however, that an employee may volunteer to work up to sixteen (16) hours with supervisor
approval. 


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The overtime rate of pay is one and one-half (1½) times the employee’s regular rate of pay for
work performed. There shall be no compounding or "pyramiding" of overtime pay. 
All hours worked in excess of ten (10) hours per day, or in excess of the normally scheduled
forty (40) hours workweek as defined in Section 13.01 of this Article, shall be compensated at
the overtime rate. 
Overtime provisions in this Article are subject to the requirements of the Fair Labor Standards
Act (FLSA). 
13.10        Daylight Savings Time. When time is officially changed (as from standard time
to daylight savings time or vice versa) during an employee’s working hours, the employee shall
be paid for actual hours worked. If the employee loses a straight-time (non-overtime) hour, the
employee will not receive pay for that straight-time hour, unless the employee elects to use
vacation to replace the lost hour. If an employee works an extra hour, the employee will receive
pay subject to the overtime provisions of the Collective Bargaining Agreement. 
ARTICLE 14 – VACATION 
Annual vacation with pay shall be granted to all employees on the following basis: 
14.01        Scheduling of Vacation Leave. At any time after the successful completion of six
(6) months of employment, employees may request and use vacation leave up to the number
of hours accrued at the time of the desired vacation date, subject to the approval of the
Communications Supervisor. Seniority shall be considered in accordance with the procedures
contained herein when scheduling vacations.  Normally, requests for approval of vacation
schedules shall be made to the Communications Supervisor on a vacation request form thirty
(30) days or more in advance, provided however, that requests made with less advance notice
shall not be denied based only on the time frame and may be granted, subject to staffing
requirements. 
An annual vacation bid shall commence ten (10) days after the completion of the annual shift
bid process for the following year, subject to the following provisions. All employees who have
successfully completed training are eligible for vacation bidding. Each employee shall have a
maximum of twenty-four (24) hours to place his/her bid. Failure to place a bid within twentyfour
(24) hours will result in a forfeiture of the bid for that round.  Employees who forfeit their
seniority bid will be given an opportunity to bid at the end of the round. The bid must be placed
within twelve (12) hours of notification to the employee. 
Prime vacation time is designated as May 1st through August 31st.
Employees may not bid more hours than that which they shall have accrued at the time
of the requested vacation. At the employee’s option, Holiday Pooled Leave (Article 15)
may be included in vacation bids. 


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Two (2) employees may request and shall be granted vacation leave on any one (1)
day.
Employees may select, by seniority preference, up to one hundred twenty (120) hours,
contained in not more than two (2) periods of available consecutive days, during each
of three (3) rounds of bidding, provided however, that no employee shall select more
than eighty (80) hours prime vacation time during any one (1) round. 
In the event that an employee cancels a bid vacation during a period when two (2)
employees have been granted leave, that period shall be made available to other
employees by seniority preference. 
The Employer will notify bargaining unit members that the vacation bid has ended and
of the date that Employees can begin submitting non-bid vacation requests.
Employees can begin submitting non-bid vacation requests ten (10) days after the
vacation bid process is completed, with non-bid vacation being awarded on a first
come, first serve basis. 

When a junior employee selects a vacation period that had been available but not
selected by a senior employee, after the initial bidding period, the senior employee may
not displace the junior employee’s bid (no “bumping”). 
14.02        Limits on Accumulating Vacation Leave. Vacation leave accumulation shall be
limited to four hundred eighty (480) hours accrual at any time.  Any portion above a four
hundred eighty (480) hour accrual of unused vacation leave shall be forfeited, unless the
reason for not taking such vacation leave is at management's direction, as under emergency
conditions.  In such event, unused vacation leave shall not be forfeited.  Employees shall be
responsible for scheduling annual leave in order to avoid any forfeiture of vacation leave. 
14.03        Rates of Accrual. Effective upon ratification between the parties, based upon a
pro rata share of a full-time work schedule calculated by an hourly accrual method, vacation
leave is earned as follows: 
(a)     96 Hours of Vacation. Base d on the first day of employment, from the first (1st)
full month, to and including the forty-second (42nd) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
eight (8) hours per month of active employment, or the equivalent of up to ninetysix
(96) hours per year (8 hours per month X 12 months = 96 hours per year).
(b)     120 Hours of Vacation: From the forty-third (43rd) full month, to and including the
eighty-fourth (84th) full month of continuous employment, permanent employees
shall accrue vacation leave at the rate of ten (10) hours per month of active
employment, or the equivalent of up to one hundred twenty (120) hours per year
(10 hours per month X 12 months = 120 hours per year). 

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(c)     140 Hours of Vacation.  From the eighty-fifth (85th) full month, to and including
the one hundred thirty-second (132nd) full month of continuous employment,
permanent employees shall accrue vacation leave at the rate of eleven and sixtyseven
hundredths (11.67) hours per month of active employment, or the
equivalent of up to one hundred forty (140) hours per year (11.67 hours per month
X 12 months = 140 hours per year). 
(d)     160 Hours of Vacation.  From the one hundred thirty-third (133rd) full month, to
and including the one hundred and ninety-second (192nd) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
thirteen and thirty-four hundredths (13.34) hours per month of active employment,
or the equivalent of up to one hundred sixty (160) hours per year (13.34 hours
per month X 12 months = 160 hours per year).
(e)     168 Hours of Vacation.  From the one hundred ninety-third (193rd) full month, to
and including the two hundred twenty-eight (228th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
fourteen (14) hours per month of active employment, or the equivalent of up to
one hundred sixty-eight (168) hours per year (14 hours per month X 12 month =
168 hours per year). 
(f)      176 Hours of Vacation.  From the two hundred twenty-ninth (229th) full month, to
and including the two hundred fortieth (240th) full month of continuous
employment, permanent employees shall accrue vacation leave at the rate of
fourteen  and  sixty-seven  hundredths  (14.67)  hours  per  month  of  active
employment, or the equivalent of up to one hundred seventy-six (176) hours per
year (14.67 hours per month X 12 months = 176 hours per year). 
(g)     184 Hours of Vacation. From the two hundred forty-first (241st) full month, to and
including  the  two  hundred  fifty-second  (252nd) full  month  of  continuous
employment, permanent employees shall accrue vacation leave at the rate of
fifteen and thirty-four hundredths (15.34) hours per month of active employment,
or the equivalent of up to one-hundred and eighty-four (184) hours per year
(15.34 hours per month X 12 months = 184 hours per year). 
(h)     192 Hours of Vacation. From the two hundred fifty-third (253rd) full month, to and
including  the  two  hundred  sixty-fourth  (264th) full  month  of  continuous
employment, permanent employees shall accrue vacation leave at the rate of
sixteen (16) hours per month of active employment, or the equivalent of up to
one-hundred and ninety-two (192) hours per year (16 hours per month X 12
months = 192 hours per year). 
(i)      200 Hours of Vacation. From the two hundred sixty-fifth (265th) full month, to and
including all subsequent full months of continuous employment, permanent
employees shall accrue vacation leave at the rate of sixteen and sixty-seven
hundredths (16.67) hours per month of active employment, or the equivalent of

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up to two-hundred (200) hours per year (16.67 hours per month X 12 months =
200 hours per year). 
14.04        Payment for Vacation Leave at Termination/Paid Service Time.   Regular,
permanent employees shall be eligible to use accrued vacation leave, up to a limit of four
hundred eighty (480) hours, in the form of paid service time prior to termination. Paid service
time shall be provided as time off work with pay immediately prior to their termination date.
Employees exercising their right to utilize vacation hours as paid service time shall be required
to report for work on their last day of paid service time prior to termination.  Any remaining
accrued vacation leave (up to the 480-hour limit) not used as paid service time shall be cashedout
upon termination of employment. No employee terminated for just cause will be permitted
to utilize vacation hours as paid service time, but rather, shall have vacation leave cashed-out
under this Article.
If a regular, permanent employee is ineligible to use accrued vacation as paid service time, as
specified in this Article, or elects against taking paid service time, such employee shall receive
a lump sum payment in lieu of unused vacation leave, upon termination, up to a maximum of
four hundred eighty (480) hours. Pay for unused vacation leave shall be computed through the
last day of employment.
In addition, employees who terminate active employment before completing six (6) months of
employment shall receive no vacation pay nor be eligible to use vacation as paid service time;
thus, their vacation leave shall be forfeited.
This Section may be subject to modification to meet legal requirements in the event of further
changes in State law. 
14.05        In the event of a bona fide family emergency at the Chief's discretion, the Chief
or his/her designee can permit an employee to take one (1) day off with vacation leave applied
as compensation. 
14.06        If the lateral is hired from within the Port of Seattle, he or she shall use his/her
original hire date with the Port of Seattle for the purpose of vacation accrual as defined in Article
14, Section 14.03 of the current Collective Bargaining Agreement. 
ARTICLE 15 – HOLIDAYS 
15.01        In lieu of holidays, employees shall receive a pool of one hundred and fifty (150)
holiday hours on January 1st of each year. It is understood that the pool of holiday hours is not
tied to any designated Port holidays or a specific date. Changes in the number of pooled holiday
hours due an employee resulting from a change of schedule, separation from the Department,
or for any other reason, shall be prorated. 
15.02        Pooled Holiday Leave may be used in one (1) hour increments in the same
manner and with the same restrictions as vacation time, upon approval of the Communications
Supervisor. During the year, employees may request payment for their unused pooled hours,

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and such holiday leave cash-out (if requested by an employee) will occur twice (2x) per year,
in the last paycheck of June and the last paycheck of December. Employees may request to
cash-out up to a maximum of seventy (70) hours in the last paycheck of June. Employees may
request to cash-out any remaining unused hours in the last paycheck of December. No pooled
holiday hours may be carried over from year to year. 
Consistent with Department of Retirement Services rules and regulations, the pool of holiday
hours will be considered leave hours and, therefore, will be reported to the Department of
Retirement Services if they are used as time off but not if they are cashed out. 
15.03        Employees who cash out their Pooled Holiday Leave, then separate from the
Department, shall be obligated to repay the value of the prorated pooled hours from the date
of separation until the end of the year, which the Port may deduct from the employee’s final
paycheck.
15.04        During the first (1st) year of employment, employees shall receive a prorated
benefit of Pooled Holiday Leave for each full month of employment.  Absent supervisory
approval, employees may not use Pooled Holiday Leave during the first six (6) months of
employment. 
15.05        Paid Service Time.   Regular, permanent employees, who terminate active
employment after completing six (6) months of employment, shall be eligible to use one
hundred percent (100%) of their unused holiday leave (up to the 140-hour limit) as paid service
time.  Such holiday leave shall be prorated based on the employee’s anticipated termination
date. Paid service time shall be provided as time off work with pay immediately prior to their
termination date. Employees exercising their right to utilize holiday hours as paid service time
shall be required to report for work on their last day of paid service time prior to termination.
Any remaining accrued holiday leave not used as paid service time shall be cashed-out upon
termination of employment. 
In addition, no employee terminated for just cause, nor an employee who terminates active
employment before completing six (6) months of employment, will be permitted to utilize holiday
hours as paid service time; rather, such employee shall have holiday leave cashed-out upon
termination.
15.06        Holiday leave is payable, in a monetary amount, to the employee's spouse or
other designated beneficiary in the event of an employee's death. 

ARTICLE 16 – COMPENSATION FOR TRAVEL TIME 
16.01        The Parties recognize federal and state audit requirements, and hereby agree to
comply with the Port’s accounting and procurement policies relating to, among other things,
reimbursement for work-related mileage, reasonable out-of-pocket expenses, proof of

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expenditures, reporting and audit requirements, travel authorizations, and use of a Port credit
card. 
16.02        An employee's normal pay and work schedule shall apply as provided for in this
Agreement in connection with travel assignments inside and outside of King County, as defined
under the Fair Labor Standards Act (FLSA) guidelines.  This provision does not restrict
Management’s ability to modify an employee’s normal workweek and normal workday to
accommodate training or educational requirements. 
16.03        When travel by an employee's private vehicle is required and authorized by
Department management, such travel shall be reimbursed in accordance with the mileage
reimbursement schedule as approved by the Port Commission for Port employees. However,
at no time shall the amount be less than the IRS-approved mileage rate. Requests for mileage
shall be submitted according to Port policy. 
ARTICLE 17 – PROFESSIONAL LIABILITY 
The Port shall continue to provide professional liability coverage for Port Police/Fire 
Communications employees when they are acting within the scope of their authority and duties
for the Port of Seattle. 

ARTICLE 18 – UNIFORMS AND EQUIPMENT 
If the Port decides to require uniforms for Communications Specialists, the Port shall provide
and  maintain  Communications  uniform  clothing  and  equipment  in  accordance  with
requirements that are mutually agreed between the Parties. 

ARTICLE 19 – REQUESTED BENEFITS 
The Port agrees to provide the following benefits requested by the Union: 
(a)     Washington State Public Employees Retirement System. 
(b)     Unemployment compensation benefits under the Washington State Employment
Security Act. 
(c)     Social  Security  Insurance  (FICA)  as  covered  by  the  Federal  Insurance
Contribution Act. 
(d)     Free parking limited to employees on duty status. 
(e)     Locker and lunchroom facilities. 
(f)      Washington State Self-Insured Workers' Compensation. 

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(g)     Educational assistance for employees shall be subject to approval of the Chief.
It is agreed that if funds are not available from other sources, such as special
Federal or State programs, with the advance approval of the Chief, the Port shall
provide reimbursement limited to job related educational curricula on the
following basis: 
(1)     For employees engaged in continuing education at accredited institutions
to obtain a college degree, fifty percent (50%) of tuition costs following one
(1)  year  of  continuous  employment  and  seventy-five  percent  (75%)
following four (4) years of continuous employment. Payment will be made
upon evidence of satisfactory completion and will cover tuition fees only.
Reimbursement may be applied for following each semester.  The 
employee should normally expect to provide a minimum of two (2) years
of service to the Port upon completion of study toward a college degree.
This is not a repayment provision. 
(2)     After one (1) year of continuous employment, for individual courses limited
to job related subject matter and not in connection with course work for a
college degree, one hundred percent (100%) reimbursement for tuition
only.  Reimbursement shall be provided after evidence of satisfactory
completion. This applies to courses taken as a result of a request initiated
by an employee. However, non-mandatory specialized police/fire training
courses taken at the option of the employee shall result in reimbursement
to the Port by the employee for actual expenses if the employee voluntarily
resigns (for other than medical reasons) or retires in less than two (2) years
after completion of the special training. 
(3)     For  courses  or  seminars  initiated  for  an  individual  employee  at  the
direction of the Chief, reimbursement shall be provided for the entire
cost(s) of such instruction. Reimbursement shall include amounts to cover
tuition, books, and miscellaneous instructional fees. 
(4)     Such  educational  assistance  shall  be  linked  to  a  detailed  Letter  of
Commitment, provided to the Department by the employee that captures
the employee’s study and career goals. 
(h)     Twenty-four (24) hours training per year per employee. 
(i)      As provided below in this paragraph, 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 28) or to
any other provisions of this Labor Agreement or to negotiation by the Union. 

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(j)      PACIFIC COAST BENEFIT PLAN:  The Port contribution to the Pacific Coast
Benefit Trust for each employee shall be one dollar and forty cents ($ 1.40) per
hour compensated.
Effective January 1, 2024, the Port’s contribution to the Pacific Coast Benefit
Trust for each employee will increase to one dollar and fifty cents ($1.50) per hour
compensated. 

(k)     The Port of Seattle shall allow all employees the opportunity to attend the Port of
Seattle retirement planning seminars. 
(l)      Flexible Spending Account:  Employees shall be eligible for participation in the
Port of Seattle’s Flexible Spending Account program. Eligibility and participation
of employees shall be subject to the terms and conditions of such plan including
any plan amendment, revision or possible cancellation. It is further agreed that
content of the plan itself, plan administration and any determination made under
the plan shall not be subject to the Grievance Procedure (Article 28) or to any
other provision of this Labor Agreement or to negotiation by the Union. 
(m)    Teamsters Legal Defense Fund Participation:  The Port agrees to effectuate
payroll deduction for those members wishing to participate in the Teamsters
Legal Defense Fund as provided in Section 4.02. 
(n)     Life Insurance: The Port agrees to provide life insurance  in an amount which
insures each eligible employee shall be covered for an amount of life insurance
equal to forty percent (40%) of his/her total annualized pay rate, based upon the
employee's classification. 
(o)    Port of Seattle Long Term Care Insurance: If the Port adopts a Long Term Care
Insurance Program, the parties will discuss the availability of such Long Term
Program, if applicable, to Police/Fire Communication Specialists. 

ARTICLE 20 – LEAVE WITHOUT PAY 
20.01        After one (1) year's service, an employee shall be eligible for a leave of absence
without pay not to exceed six (6) weeks. Requests for such leaves shall be submitted in writing
to the Chief for approval thirty (30) days in advance of the leave time period.  In emergency
situations, the notification may be waived at the option of the Chief. 
20.02        Leave approval considerations shall include: 
(a)     The purpose and length of requested leave; 
(b)     The employee's length of service; 
(c)     The effect of such an extended absence on departmental operational efficiency; 

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(d)     Employee past performance and attendance; and 
(e)     In establishing the priority for such leaves, mutual benefit to the Port shall also
be a consideration. For example, leaves of absence for educational purposes
shall receive greater priority than leaves for the purpose of travel. 
20.03        In the event of special conditions, such as family emergencies or educational
programs, leaves of absence may be extended beyond six (6) weeks with the approval of the
Chief and/or Port's Executive Department.  An employee shall suffer no loss of seniority for
time spent on approved leave of absence of six (6) weeks or less. 
20.04        Under normal conditions, leaves of absence shall not be granted for the purpose
of seeking or engaging in other employment. Any exception to this provision shall be at the
sole discretion of the Chief. 
20.05        Employees shall be eligible for family leave pursuant to the Family and Medical
Leave Act (FMLA), Washington Family Care Act (WCA), and Port policies relating to the FMLA
and WCA. 

ARTICLE 21 – SICK LEAVE 
21.01        Regular permanent full-time employees shall accrue up to eight (8) hours per
month of sick leave, accrued per straight-time hour compensated based on an hourly accrual
method, not to exceed ninety-six (96) hours in any calendar year.  Such sick leave shall be
based on a pro rata share of time worked on a full-time work schedule.  Regular permanent
part-time employees shall accrue pro rata sick leave based on time worked on less than fulltime
schedules. 
21.02        Sick leave is accrued after thirty (30) days of continuous employment and is to
be used under the conditions stated in Section 21.03 of this Article as provided by law. 
21.03        Except as provided in Section 21.08 of this Article and by law, sick leave will be
used only in instances of non-job related employee or dependent illness or injury. However,
sick leave may be used to cover normally scheduled workdays within the three (3) day
exclusion of the Washington State Workers' Compensation Program. Such special application
of sick leave would be limited to those employees who are not eligible for benefits provided in
Article 22, Sections 22.01 and 22.02.
21.04        Departmental management may require a physician's statement to validate use
of sick leave and/or to determine that an employee's return from absence due to illness or injury
is sanctioned by the attending physician as provided by law. 
New:        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

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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. 
21.05        Sick leave shall be applied for employee non-duty disabilities in coordination with
the Teamster Plan A indicated in Article 23, Section 23.02.  In no case shall the combined
effect of sick leave and/or other benefits be applied so that compensation exceeds the
employee's normal rate of pay. 
21.06        Upon termination or retirement following five (5) continuous years of active
employment in a permanent position with the Port, qualified employees shall be compensated
for fifty percent (50%) of their unused sick leave (within the 960-hour limit) at the rate of pay at
termination. The Port will first deduct from the Washington Paid Sick Leave hours of a qualified
employee and then the remainder from the regular sick leave hours of the qualified employee,
within the 960-hour limit, when compensating the employee fifty percent (50%) of their unused
sick leave. Such accumulated sick leave payoff is payable to the employee's spouse or other
designated beneficiary in the event of an employee's death. 
21.07        Family Medical Leave.  Family leave will be administered in accordance with
current federal and state laws, and applicable Port policies. 
21.08        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 execution of the agreement, the Port will
pay the employee portion of the premium associated with this provision. 
Employees may use sick leave and/or vacation leave to supplement wages while using paid
family medical leave. 

21.09        Shared Leave: Employees shall be eligible to participate in the voluntary share
leave program made available for Port employees through the HR-5 Leave Policy as follows:
The Port of Seattle Shared Leave Program is designed to allow employees to come to the aid
of fellow Port employees who are suffering from an extraordinary or severe illness, injury,
impairment, or physical or mental condition which is not related to a Workers’ Compensation
claim and has caused, or is likely to cause, the employee to take leave without pay or terminate
his or her employment. This includes the first six to eight weeks of maternity leave (up until the
physician releases the mother to return to work). It may also include time off needed by the
employee to care for a child, spouse or domestic partner, or parent who is suffering from an
extraordinary or severe illness, injury, impairment, or physical or mental condition. "Severe" or
"extraordinary" condition is defined as serious, extreme, chronic and/or life threatening. 

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Requests for Shared Leave will be generated by the employee or his or her work unit and
management in consultation with Human Resources and Development. Shared Leave hours
are given to address a specific medical condition for a specific employee. Shared Leave hours
which have not been used for six months will be returned to the donors’ accrued leave balances
on a pro-rata basis unless Human Resources and Development management authorizes an
extension to the six-month period.  Shared Leave hours may not be “banked” or used for
reasons other than the original cause for the donations. Shared Leave hours are not payable
to an employee’s estate and cannot be cashed out. 
An employee may donate any amount of Paid Leave Time, provided the employee retains a
minimum balance of two work weeks of accruals for his or her own use. However, it is not the
intention  of  the Shared Leave  program  to  allow  employees who are terminating their
employment with the Port to donate their unused leave upon their termination. Donations of
leave are not tax-deductible for the donor. 
Shared Leave will be paid at the recipient’s own rate of base pay.  For example, a recipient
who earns $20 per hour and receives four (4) hours of leave from a donor who earns $15 per
hour will be eligible to use the 4 hours of donated leave at $20 per hour.
All Shared Leave must be given voluntarily. No employee shall be coerced, threatened,
intimidated or financially induced into donating leave. It is not the intent of the Shared Leave
program to allow employees who are terminating their employment with the Port to donate their
unused leave upon their termination. 
Employees will accrue leave hours on Shared Leave hours paid. Paid Shared Leave hours
will be reported as taxable income on the recipient's Form W-2. Shared Leave must be
recorded on time logs using the appropriate time reporting code. It is the responsibility of the
recipient employee or the employee’s designee to coordinate with the Benefits staff in Human
Resources and Development to track the employee’s available Shared Leave balance.
Shared Leave is not subject to PERS or LEOFF contributions. PERS and LEOFF service
credit for pension calculations will not accrue on Shared Leave hours. Contributions to the
Pacific Coast Benefit Trust will be paid on shared leave hours used by the recipient as
compensated hours per Article 19 (k). 

ARTICLE 22 – LONG TERM DISABILITY 
22.01        The Port shall provide employees with Long Term Disability Insurance on the first
(1st) day of active employment following six (6) continuous months of regular employment.
Subject to qualified disability an employee will receive sixty percent (60%) of covered monthly
earnings less income from other specified sources. Benefits begin after an elimination period
of forty-five (45) days for a non-occupational disability and one hundred eighty (180) days for
an occupational disability. Benefits continue during qualified disability, but not past your sixtyfifth
(65th) birthday or ADEA extension. The maximum benefit is three thousand five hundred
dollars ($3,500.00) with a three percent (3%) cost-of-living net benefit adjuster.  The policy

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                                                                      Port of Seattle - Police/Fire Communications Specialists 

contains a three to six (3-6) month preexisting condition limitation and certain exclusions and
limitations for benefit payment. 
This is a brief description of the Long Term Disability plan.  Employees may refer to their
Certificate of Insurance or to the group master policy for additional details and controlling
coverage provisions. 
22.02        Return To Work. If an employee becomes disabled as a result of duty-disability,
the employee will have his/her job rights protected for two (2) years from the date of the
disability provided the employee is released to return to work and can perform all the job
requirements of a Communications Specialist. 
In the event the employee is not able to perform the job requirements of a Police/Fire
Communications Specialist, the Port will make a good faith effort to find other suitable jobs
within the Port for which the employee is qualified. In no event will jobs be created or modified
specifically for this purpose.  This understanding is predicated on a good faith application by
the Parties involved. 

ARTICLE 23 – TEAMSTERS HEALTH AND WELFARE PROGRAMS 
23.01        The Port agrees to provide and maintain the health and welfare benefits listed in
Sections 23.02 and 23.05 for all active employees working under the jurisdiction of said Union
for not less than eighty (80) hours employment in the previous month which includes all
compensable time.  In the event of a duty-disability covered under Article 22, the hours
requirement shall not apply. 
23.02        Effective January 1, 2022 (based on December 2021 hours), the Port agrees to
provide and maintain the following benefits: 
(a)    Medical - Contribute the sum of $1,514.40 per month for benefits under the "PLAN
A" (price includes an addition of $18.00 for domestic partner coverage). 

(b)   9-Month Disability Waiver of Contribution Extension – Medical Contribution of
$11.40 per month. 
(c)    Dental - Contribute the sum of $122.70 per month for benefits under the "PLAN
A" (price includes an addition of $2.20 for domestic partner coverage.) 
(d)    Vision - Contribute the sum of $17.30 per month for continued benefits under the
"EXTENDED BENEFITS" (price includes an addition of $0.20 for domestic partner
coverage.) 
23.03        Maintenance of Plans. The Trustees may modify benefits or eligibility of any plan,
listed above, for the purposes of cost containment, cost management, or changes in medical
technology and treatment.  If increases are necessary to maintain the current benefits or
eligibility, or benefits or eligibility as may be modified by the Trustees during the life of this

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Agreement, the Port shall pay such premium increases as determined by the Trustees, except
for, effective January 1, 2018 the employees shall pay $75.00 a month toward the cost of the
plans. 
Employees shall pay one hundred twenty- five dollars ($125.00) a month toward the cost of the
plan. 
Effective January 1, 2024, employees shall pay one-hundred fifty dollars ($150.00) a month
toward the cost of the plan for the remainder of this agreement. 
23.04        The Union may establish supplemental insurance programs for the employees
under this Agreement. All of the premiums for such plans, if established, shall be paid for by
the employees covered. If the Port is to process payroll deductions from employees to pay the
insurance carrier on the employees' behalf, the Plan shall be subject to approval by the Port in
regard to the responsibility of ongoing administration and related details. 
23.05        Retiree’s Welfare Trust. The port shall contribute the following for continued
benefits under the “RWT Plus XL” plan: 
Effective January 1, 2021     $175 
The Port shall continue to reduce each member of the Bargaining Units’ monthly wage to offset
the monthly RWT-Plus XL Plan premium such that the Port pays the same amount that it
contributed when bargaining unit members were enrolled in the "RWT Plus" plan—forty-seven
dollars and forty-three cents ($47.43)—per month toward the monthly premium of each
member enrolled in the Teamsters Retiree Welfare Trust Plus XL plan. The balance of the
monthly premium rate will be paid by members of the bargaining group through monthly payroll
deduction. The Port will be absolved and indemnified by Local 117 from any liability associated
with the Teamsters Retiree Welfare Trust plan.
ARTICLE 24 – PERFORMANCE OF DUTY, STRIKES, AND LOCKOUTS 
24.01        Nothing in this Agreement shall be construed to give an employee the right to
strike, and no employee shall strike or refuse to perform assigned duties to the best of his/her
ability.  The Union agrees that it will not condone or cause any strike, slowdown, mass sick
call, or any other form of work stoppage or interference with the normal operation of the Police
Department or of the Port. 
24.02        The Port agrees that there shall be no lockouts. 
24.03        The conditions stated in Sections 24.01 and 24.02 of this Article shall remain in
effect with or without a signed Labor Agreement. 
24.04        If a Party is alleged to have violated this Article, the Parties agree to submit the
alleged violation to this Article to expedited binding arbitration. 

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ARTICLE 25 – SAVINGS CLAUSE 
If any Article of this Agreement or any Appendix hereto should be held invalid by operation of
law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any
Article or Appendix should be restrained by such tribunal, the remainder of this Agreement and
Appendices shall not be affected thereby, and the Parties shall enter into immediate collective
bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement of
such Article. 
ARTICLE 26 – ENTIRE AGREEMENT 
26.01        The Agreement expressed herein in writing constitutes the entire agreement
between the Parties and no oral statement shall add to or supersede any of its provisions.
26.02        The Parties acknowledge that each has had the unlimited right and opportunity
to make demands and proposals with respect to any matter deemed a proper subject for
collective bargaining. The results of the exercise of that right are set forth in this Agreement.
ARTICLE 27 – APPENDICES AND MEMORANDUMS OF AGREEMENT 
INCORPORATED INTO AGREEMENT 
By reference herein, the Memorandums of Agreement and Appendices listed below are hereby
made part of this Agreement and do not require individual Employer-Union signature. 
(1)     Appendix A – Pay Rates 
(2)     Appendix B – Drug Testing/Substance Tests 
(3)     Memorandum of Agreement – Retro Pay 
ARTICLE 28 – GRIEVANCE PROCEDURE 
28.01        Grievance Defined. Any dispute regarding the interpretation or application of this
Agreement shall be regarded as a grievance and shall be subject to the terms of this grievance
procedure. 
28.02        Time Limits. All  grievances shall be presented within twenty (20) days of the
occurrence or the date the employee actually knew or reasonably should have known of the
occurrence, whichever is later. This time limit and the other time limits set forth in this Article
may be extended by mutual agreement of the Employer and the Union. All references to time
in this Article shall be to calendar days. 
28.03        Election of Forum.  An employee electing to pursue a matter through the Civil
Service System may not also pursue to arbitration a grievance through the grievance
procedure. Any complaint that a matter constitutes a violation of Article 7 of this Agreement
may not be pursued to grievance arbitration if the matter has been challenged in any other
administrative or judicial forum. 

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28.04        Informal Resolution. The Parties acknowledge that every effort should be made
by the employee(s) and the supervisor(s) to resolve issues prior to initiating grievance
procedures. 
28.05        Employer Grievances. Port grievances will be initiated at Step 2. 
28.06        By mutual agreement, the Parties may agree to waive any step in the grievance
procedure. 
28.07        Grievance Procedure.
STEP 1 
The affected employee shall present the grievance in writing to the Communications Manager.
A Shop Steward or Business Representative may present the grievance on the employee’s
behalf. Either Party may request to convene a meeting to discuss the grievance within ten (10)
days of the filing of the grievance. If the Parties are unable to arrive at a satisfactory settlement,
the Communications Manager (or designee) will issue a written response to the employee, with
a copy to the Union’s Business Representative and, if requested by the grievant, the Shop
Steward. The response shall be issued no later than ten (10) days after the date the grievance
was initially filed or the date of the grievance meeting, if a grievance meeting occurred. The
Union may refer the grievance to Step 2 within ten (10) days of receipt of the Communication
Manager’s response, or the date the response was due.
STEP 2 
Initiation of Step 2. The Union’s Business Representative shall present the grievance in writing
to the Chief of Police (or designee) or the Port will present the grievance in writing to the Union’s
Business Representative. The written grievance shall contain a statement of the relevant facts,
the section(s) of the Agreement allegedly violated, and the remedy that is sought. 
Class Grievances.  With respect to issues affecting more than one (1) bargaining unit
employee, the Union may elect to file a grievance at Step 2 without the need for the individual
employee(s) to file the grievance at Step 1. The twenty (20) day time limit referenced in Section
28.02, as well as the other requirements of this Article, shall be applicable to such filing. 
Step 2 Meeting. Within fourteen (14) days after the initiation of Step 2, the Union’s Business
Representative and the Chief of Police (or designee) shall meet to discuss possible resolution
of the grievance. If the Parties are unable to arrive at a satisfactory settlement, the responding
Party will issue a written response to the grieving Party within ten (10) days of the meeting.
The grieving Party may refer the grievance to Step 3 within ten (10) days of receipt of the
response or the date the response was due.
STEP 3 


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Initiation of Step 3.  The Union shall notify the Chief of Police and the Port’s Labor Relations
Representative or the Port shall notify the Union’s Business Representative, in writing, of its
desire to move the matter to a Board of Adjustment. 
Board of Adjustment. The Parties shall schedule a Board of Adjustment hearing which shall
be heard no later than twenty (20) days after the initiation of Step 3. The purpose of the hearing
is to evaluate all known facts relating to the grievance in order to determine an appropriate
resolution. The Port’s Labor Relations Representative, the Chief of Police (or designee), and
two (2) Union Representatives shall be present, and both sides shall have an opportunity to
present all information that they have relating to the grievance. If a resolution is reached, the
Parties will document the agreement in writing.  If the Parties are unable to arrive at a
settlement, the grieving Party may refer the matter to Step 4 within ten (10) days following the
Board of Adjustment hearing.
STEP 4 – ARBITRATION 
Initiation of Step 4. The Union or the Port initiates Step 4 by filing a written request with the
other Party, specifying the issue to be arbitrated.
Selecting an Arbitrator.  The Port and the Union mutually agree that either Party to this
Agreement may apply to the Federal Mediation and Conciliation Service (FMCS) for a list of
seven (7) persons who are qualified and available to serve as arbitrators for the dispute
involved.  The Parties agree to equally split any costs associated with obtaining a list of
arbitrators from FMCS. Within ten (10) days of receipt of the FMCS list, the Parties will jointly
select an arbitrator from the list by alternately striking one (1) arbitrator on the list until the final
remaining arbitrator is selected as the arbitrator for the particular hearing.  The Parties shall
determine first initiative through a coin flip.
The Hearing. The hearing on the grievance shall be informal and the rules of evidence shall
not apply.  The arbitrator shall not have the power to add to, subtract from, or modify the
provisions of this Agreement in arriving at a decision of the issue or issues presented; and shall
confine his/her decision solely to the interpretation, application, or enforcement of this
Agreement.  The arbitrator shall confine himself/herself to the precise issue(s) submitted to
him/her for arbitration, and shall not have the authority to determine any other issue(s) not so
submitted to him/her.  The decision of the arbitrator shall be final and binding upon the
aggrieved employee, the Union, and the Port. The fees and expenses of the arbitrator shall be
equally split between the Parties; otherwise, each Party shall pay its own fees, expenses, and
costs, including attorney fees, witness compensation, and transcript requests. 
ARTICLE 29 – CONFERENCE BOARD 
29.01        There shall be a Department Conference Board consisting of up to three (3)
employees named by the Union and up to three (3) representatives of the Department named
by the Chief. The Chief, or his/her representative, shall sit as one (1) of the three (3) employer
representatives to the maximum extent practicable, but any of the up to six (6) members may

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                                                                      Port of Seattle - Police/Fire Communications Specialists 

be replaced with an alternate from time to time.  The Parties may mutually agree to bring in
additional persons with expertise in the matters being discussed. 
29.02        The Conference Board shall meet at the request of the Union or the Port, and
shall consider and discuss matters of mutual concern pertaining to the improvement of the
Department and the safety and welfare of the employees. These matters may include issues
of development, committee membership, testing, et cetera. 

29.03        The purpose of the Conference Board is to deal with matters of general concern
to members of the Department, as opposed to individual complaints of employees; provided,
however, it is understood that the Conference Board shall function in a communications and
consultative capacity to the Chief of Police. Accordingly, the Conference Board will not discuss
grievances properly the subject of the grievance procedure, except to the extent that such
discussion may be useful in suggesting improved Departmental policies.  Either the Union
representatives or the Port representatives may initiate discussion of any subject of a general
nature affecting the operations of the Department or its employees. 
29.04        An agenda describing the issue(s) to be discussed shall be prepared by the
initiating Party and distributed at least three (3) days in advance of each meeting, and minutes
may be kept and made available to members. Nothing in this Section shall be construed to
limit, restrict, or reduce the management prerogatives outlined in this Agreement. 
29.05        The Conference Board shall provide an answer to those issues/questions brought
before it within a mutually agreed upon time. 

ARTICLE 30 – PERSONNEL FILE - PUBLIC RECORDS REQUEST 
The Port will comply with RCW 42.56.250(12) and provide notice when information contained
in a member of the bargaining unit’s personnel, supervisor, and/or training file is subject to a
public records request. 

ARTICLE 31 – RE-EMPLOYMENT RIGHTS AFTER VOLUNTARY TERMINATION OF
EMPLOYMENT 
An employee who was not on probation and was in good standing at the time of voluntary
separation from the Department may apply for re-employment to the Department, subject to
the following conditions: 
(a)     Must apply for re-employment within one (1) year from the date of separation
from the Department; and 

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(b)     The application request must be for the classification(s) which the employee held
at the time of voluntary separation.  An opening for that classification does not
have to exist at the time of request, but if no opening for the position occurs within
the one (1) year period, then this offer is void and any pending requests will
become ineligible. An employee who reinstates under this provision shall retain
longevity accrued at the time of separation; however, the returning employee
shall be placed on the bottom of the seniority roster; and: 
(c)     The Department may require any investigation it deems necessary before the
application is approved for reinstatement. At the discretion of the Chief of Police,
a background investigation, polygraph examination, and medical examination
may be conducted for the period of absence during the first ninety (90) days.
After ninety (90) days, the background investigation, polygraph examination, and
a medical examination will be mandatory. A drug screen test will be administered
regardless of the time away from the department. 
ARTICLE 32 – SENIORITY 
32.01        As provided within this Agreement, vacation scheduling, assignment to open
positions on the work schedule, and overtime assignments, shall be controlled by classification
seniority with the senior person having preference. 
32.02        Probationary Period. E mployees shall be subject to a one (1) year probationary
period following such date of hire or appointment to the bargaining unit position.  The
probationary period may be extended at the discretion of the Chief if the probationary employee
has been absent due to bona fide illness or other legitimate reason.  Employees that are
separated from employment before the completion of their one (1) year probationary period
shall not be subject to recall rights as outlined in Article 10 of this Agreement. 
32.03        Acquisition of Seniority. A new employee will attain seniority after one (1) year
from date of hire or appointment to the bargaining unit position.  After completion of their
probationary period, the employee’s seniority date shall be the date of hire or appointment to
the bargaining unit position.  Prior to the acquisition of seniority, an employee shall be on
probationary status. 
32.04        Test Scores/Coin Flip. When two (2) or more employees have the same seniority
date, it is agreed that the pre-employment test scores will determine who is the senior employee
for all provisions of this Agreement.  When two (2) or more employees have the same test
scores, it is agreed that a flip of the coin will determine who is the senior employee for all
provisions of this Agreement.  The coin flip would be made on the date after the employees
have achieved seniority as provided in paragraph 31.03. 
32.05        Loss of Seniority. Seniority shall be broken for the following reasons: 
(a)     Justifiable discharge; 
(b)     Voluntary quit; 

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(c)     Retirement; 
(d)     Layoffs of twelve (12) months or more; 
(e)     Absence from work because of a non-occupational illness or injury of twelve (12)
months or more; 
(f)      Absence because of an occupational illness or injury of twenty-four (24) months
or more; 
(g)     Failure to return from approved leave of absence; 
(h)     Transfer to another position in the Port of Seattle which is outside this bargaining
unit, if such transfer extends for a period in excess of ninety (90) calendar days. 
32.06        Time Limit Extension. The time limits specified in Section (e), (f), and (g) may be
extended by mutual agreement between the Employer and the Union. 
32.07        Seniority List. A list of employees arranged in the order of their seniority shall be
posted in a conspicuous location at their place of employment and a copy shall be sent to the
Union on an annual basis or as requested by the Union. 
32.08        Lateral Entry Communications Specialists. All issues related to seniority will be
based upon the lateral’s hire date within the Port of Seattle Police Department. He or she shall
not be credited any time towards seniority for either prior dispatch experience or past Port of
Seattle employment.

ARTICLE 33 – JOB SHARE 
The Parties agree to reasonably meet to discuss job share agreements for employees,
however, in no event, shall the Port be obligated to create job share agreements. 
ARTICLE 34 – TERM OF AGREEMENT: JANUARY 1, 2022 THROUGH DECEMBER 31, 2024 
34.01        Wage rate effective dates shall be as provided for in Appendix A. 
34.02        All other conditions shall be effective on the date the Agreement is signed and
executed, or as otherwise identified in this Agreement. All provisions of this Agreement shall
extend from effective date through December 31, 2021. The Agreement may be opened by
either Party giving notice in writing not later than sixty (60) days prior to the expiration date. 
34.03        It is agreed and understood the Parties will commence negotiations for a new
Agreement by July 1st of the expiring year. This is intended to allow adequate time to negotiate
in an effort to reach agreement prior to the Agreement’s expiration. 



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PORT OF SEATTLE                    TEAMSTERS LOCAL UNION 
NO. 117/IBT 

STEPHEN P. METRUCK                JOHN SCEARCY 
Executive Officer                           Secretary-Treasurer 
–
Date                                      Date 












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APPENDIX A 
PAY RATES 
I.       PAY SCHEDULES 
(A)    Effective as listed below, base hourly wage rates will be as follows: 
Effective 
TENURE SINCE       1/1/2022 
Classifications               DATE OF HIRE        8% COLA 
Communications Specialist    After 60 Months         $ 40.90 
After 36 Months         $ 40.14 
After 30 Months         $ 39.16 
After 18 Months         $ 36.62 
After 6 Months           $ 34.25 
Starting Rate             $ 31.96 
(B)    The wage scales shall be adjusted by applying the Cost-of-Living Adjustments
(COLA), including the entry step, as follows: 
(1)     Effective January 1, 2022, base hourly wage rates will be increased by
eight percent (8%). 
(2)     Effective January 1, 2023, base hourly wage rates will be increased by an
amount   equal   to   one   hundred   percent   (100%)   of   the
Seattle/Tacoma/Bellevue CPI-U (All Urban Consumers), October 2021 to
October 2022, with a zero percent (0%) minimum and a six percent (6%)
maximum. Members of the bargaining group will also receive a two and
one tenth of a percent (2.1%) increase above COLA. 
(3)     Effective January 1, 2024, base hourly wage rates will be increased by an
amount   equal   to   one   hundred   percent   (100%)   of   the
Seattle/Tacoma/Bellevue CPI-U (All Urban Consumers), October 2022 to
October 2023, with a zero percent (0%) minimum and a six percent (6%)
maximum. Members of the bargaining group will also receive a one
percent (1.0%) increase above COLA.

(C)    Those employees designated to perform the duties of Relief Supervisor or
Trainer, shall receive a ten percent (10%) premium above their straight time
hourly wage rate, plus any applicable differentials to which the employee is
otherwise entitled, for all hours during such assignment. 
(D)    The Parties acknowledge that the base hourly wage rates listed in this Appendix
already include a five and eight-tenths percent (5.8%) premium for working
varying shifts.

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(E)    All base hourly wages shall be rounded to the nearest whole cent. 

II.     DIFFERENTIALS AND OTHER PAY CONSIDERATIONS 
(A)    Longevity  Premium.   Effective  January  1,  2018,  base  hourly  pay  for  all
classifications shall be increased by the following longevity premium schedule,
based upon date of hire or appointment into the Police/Fire Communications
Specialists’ bargaining unit: 
(1)     2% Longevity Premium. From the start of the sixty-first (61st) full month to
and including the one hundred twentieth (120th) full month of continuous
employment, permanent employees shall be paid a longevity premium of
two percent (2%). 
(2)     3% Longevity Premium. From the start of the one hundred twenty -first
(121st) full month to and including the one hundred eightieth (180th) full
month of continuous employment, permanent employees shall be paid a
longevity premium of three percent (3%). 
(3)     4% Longevity Premium. From the start of the one hundred eighty -first
(181st) full month to and including the two hundred fortieth (240th) full
month of continuous employment, permanent employees shall be paid a
longevity premium of four percent (4%). 
(4)     5% Longevity Premium. From the start of the two hundred forty-first (241st)
full  month  to  and  including the three hundredth  (300th) full  month  of
continuous employment, permanent employees shall be paid a longevity
premium of five percent (5%). 
(5)     6% Longevity Premium.  From the start of the three hundred first (301st)
full month and beyond of continuous employment, permanent employees
shall be paid a longevity premium of six percent (6%). 
(B)    Educational Incentive. Base pay for Communications Specialists with six (6)
months service shall be increased by the following educational incentive
schedule. 
Percent of "A" Rate    Degree 
2%    Associate of Arts Degree 
4%    Bachelor's Degree 
6%    Advanced Degrees (e.g. MA, MBA, JD) 
(C)    Out-of-Classification Pay. In the event an employee is required to assume duties
and responsibilities out of his/her classification, he/she will be paid the first pay

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step of the next higher classification to commence immediately upon assumption
of said duties, provided the assignment is for one-half (1/2) shift or more.
Longevity credits shall not be applied when the highest classification falls outside
of the bargaining unit. 
(D)    Standby. The Port agrees to minimize standby time and  to compensate
employees placed on off-duty standby status at fifty percent (50%) of straighttime
rate of pay.  Standby time shall be authorized by the Chief or his/her
designee.   Beginning and ending times for the standby period shall be
established and communicated to the employee prior to placement on standby.
If an employee is called back to work, the off-duty premium shall cease, and
thereafter normal overtime rules shall apply.
(E)    Call Back. In the event that short notice overtime (less than five (5) days’ notice
given), which has been specifically authorized by supervisory or command
personnel, is not an extension at the beginning or end of a normal shift, the
employee shall be paid for a minimum of four (4) hours at the overtime rate for
the employee's classification or for the actual hours worked at the overtime rate
if in excess of four (4) hours.
The call back minimum of four (4) hours overtime shall not apply when the
overtime is approved at the request of the employee, even with less than five (5)
days’ notice. 
However, in the event that overtime occurs telephonically, which has been
specifically authorized by supervisory or command personnel, and is not an
extension at the beginning or end of a normal shift, the employee shall be paid
for  a  minimum  of  two  (2)  hours  at  the  overtime  rate  for  the  employee's
classification or for the actual hours worked at the overtime rate if in excess of
two (2) hours. 
(F)     Court Appearances. For a Communication Specialist’s service as a subpoenaed
witness on a job related case.  Before or after his/her regularly scheduled
workday, an off-duty employee shall be compensated for three (3) hours at the
time and one-half (1½) rate, or for the actual time spent for each court
appearance at the time and one-half (1½) rate, whichever is greater.  To verify
time in excess of three (3) hours spent in court, an employee shall submit to the
Port a time slip signed by an official of the court. 
Exceptions to the above are: 
-        When a court appearance commences on an employee's scheduled shift
and extends after shift completion, the employee shall be compensated at
the overtime rate only for the actual time in court after his/her regular shift,
plus thirty (30) minutes travel time at the overtime rate. 


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-        An employee shall receive a minimum of four (4) hours pay at the overtime
rate when required to appear in court on his/her regularly scheduled day
off. 
-        Employees who are called in for court while on their vacation shall be
placed on regular, straight-time, pay status and compensated for a full
day's pay.  In addition, they shall have the vacation day restored which
was lost due to said appearance. 
III.      PAY PERIODS.   No deductions shall be made from pay checks without the written
consent of the employee, except as provided by federal, state, or municipal law. As a
condition of continued employment, all employees are required to participate in the
Port’s direct deposit program for payroll purposes.  The Port agrees that if there is a
payroll error resulting in an employee being owed one hundred dollars ($100.00) or
greater in gross straight-time pay, the Port shall make payment to the employee in the
form of a separate check given to the employee within two (2) regular work days.  If
there is a payroll error resulting in an employee being owed less than one hundred
dollars ($100.00) in gross straight-time pay, or if there is a payroll error resulting in an
employee being owed any amount of overtime, the Port will include the pay correction
on the employee’s next regular pay check. 
IV.     LATERAL ENTRY EMPLOYEES: At the Port’s discretion, lateral entry employees may
receive compensation based on the relationship between their verifiable years of public
safety communications experience, i.e., police, fire, emergency medical dispatch,
and/or call receiving, utilizing the “TENURE SINCE DATE OF HIRE” column of
Appendix A (A1) of the current Collective Bargaining Agreement. 









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APPENDIX B
DRUG TESTING 
SUBSTANCE TESTS 
PREAMBLE 
While abuse of alcohol and drugs among our members is the exception rather than the rule,
the Teamsters Local 117 Police/Fire Communications Specialists Negotiating Committee
shares the concern expressed by many over the growth of substance abuse in American
society.
The drug testing procedure, agreed to by labor/management, incorporates state-of-the-art
employee protections during specimen collection and laboratory testing to protect the innocent. 
In order to eliminate the safety risks which result from alcohol or drugs, the Parties have agreed
to the following procedures. 
As referred to herein, 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  to  order  any  entry  level
probationary sworn employee to submit to a blood, breath, or urine test for the
purposes of determining the presence of a narcotic, drug, or alcohol a minimum
of two (2) times during such employee's entry level probationary period. These
tests will be conducted in the following manner: 
(1)     Tests will be administered to each entry level probationary employee a
minimum of two (2) times, at various intervals, during the probationary
period. 

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(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 steps as checking the
color and temperature of the urine samples to detect tampering or
substitution, provided that the employee's right of privacy is guaranteed,
and in no circumstances may observation take place while the employee
is producing the urine sample.  If it is established that the employee's
specimen has been intentionally tampered with or substituted by the
employee, the employee is subject to discipline as if the sample tested
positive.  In order to deter adulteration of the urine sample during the
collection process, physiologic determinations such a creatinine and/or
chloride measurements may be performed by the laboratory. 
(2)     The Parties recognize that the key to chain of possession integrity is the
immediate labeling and initialing of the sample in the presence of the
tested employee.  If each container is received at the laboratory in an
undamaged  condition  with  properly  sealed,  labeled  and  initialed
specimens, as certified by the laboratory, the Employer may take
disciplinary action based upon properly obtained laboratory results. 


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                                                                      Port of Seattle - Police/Fire Communications Specialists 

(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  chromotography/mass  spectrometry
(GC/MS). If at any time there exists a test with a higher rate of reliability
than the GC/MS test, and if such test is reasonably accessible at a
reasonable cost, such test shall be used in place of the GC/MS test if
requested by the Union. 
(5)     All samples which test negative on either the initial test or the GC/MS
confirmation test shall be reported only as negative. Only samples which
test positive on both the initial test and the GC/MS confirmation test shall
be reported as positive. 
(6)     In reporting a positive test result, the laboratory shall state the specific
substance(s) for which the test is positive and shall provide the quantative
results of both the screening and the GC/MS confirmation tests, in terms
of nanograms per milliliter.  All positive test results must be reviewed by
the certifying scientist or laboratory director and certified as accurate. 
(E)    Procedures to be used when the sample is given: The following procedures shall
be used whenever an employee is requested to give a blood or urine sample.
Normally, the sample will be taken at the laboratory. If taken at another location,
transportation procedures as identified shall be followed.  All sample taking will
be done under laboratory conditions and standards as provided by the selected
laboratory: 
(1)     Prior to testing, or if incapacitated as soon as possible afterwards, the
employee will be required to list all drugs currently being used by the
employee on a form to be supplied by the Port. The Employer may require
the employee to provide evidence that a prescription medication has been
lawfully prescribed by a physician. If an employee is taking a prescription
or non-prescription medication in the appropriate described manner and
has noted such use, as provided above, he/she will not be disciplined.
Medications prescribed for another individual, not the employee, shall be
considered to be illegally used and subject the employee to discipline. 
(2)     When a blood test is required, the blood sample shall be taken promptly
with as little delay as possible. Immediately after the samples are drawn,
the individual test tubes shall, in the presence of the employee, be sealed,
labeled and then initialed by the employee.  The employee has an
obligation to identify each sample and initial same. If the sample is taken
at a location other than the testing laboratory, it shall be placed in a
transportation container after being drawn. The sample shall be sealed in

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                                                                      Port of Seattle - Police/Fire Communications Specialists 

the employee's presence and the employee given an opportunity to initial
or sign the container.  The container shall be stored in a secure and
refrigerated atmosphere, and shall be delivered to the laboratory that day
or the soonest normal business day by the fastest available method. 
(3)     In testing blood samples, the testing laboratory will analyze blood/serum
by using gas chromatography/mass spectrometry as appropriate. Where
Schedule I and II drugs in blood are detected, the laboratory is to report a
positive test based on a forensically acceptable positive quantum of proof.
All positive test results must be reviewed by the certifying scientist or
laboratory director and certified as accurate. 
(4)     When a urine sample will be given by the employee, the employee shall
be entitled, upon request, to give the sample in privacy.  In most cases,
this process will take place at laboratory.  The sample container shall
remain in full view of the employee until transferred to, and sealed and
initialed in the two (2) tamper resistant containers and transportation
pouch. 
(5)     Immediately after the sample has been given, it will be divided into two (2)
equal parts. Each of the two (2) portions of the sample will be separately
sealed, labeled.  If the sample is taken at a location other than the
laboratory, it shall be stored in a secure and refrigerated atmosphere. One
of the samples will then be delivered to a testing laboratory that day or the
soonest normal business day by the fastest available method. 
(6)     The sample will first be tested using the screening procedure set forth in
Section (D) (3) of this Appendix.  If the sample tests are positive for any
prohibited drug, the confirmatory test specified in Section (D) (4) of the
Appendix will be employed. 
(7)     If the confirmatory test is positive for the presence of an illegal drug, the
employee will be notified of the positive results within twenty-four (24)
hours after the Port learns of the results, and will be provided with copies
of all documents pertinent to the test sent to or from the Port by the
laboratory.  The employee will then have the option of submitting the
untested sample to a laboratory of mutual choice, at the Port's expense. 
(8)     Each step in the collecting and processing of the urine samples shall be
documented to establish procedural integrity and a chain of evidence. All
samples deemed "positive" by the laboratory, according to the prescribed
guidelines, must be retained, for identification purposes, at the laboratory
for a period of six (6) months. 
(F)     Consequences of positive test results:

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                                                                      Port of Seattle - Police/Fire Communications Specialists 

(1)     An employee who tests positive shall have the right to challenge the
accuracy of the test results before any disciplinary procedures are invoked
as specified in Section (E) (7) and the Departmental Grievance Procedure. 
(2)     Consistent with the conditions of the Appendix, the Employer may take
disciplinary action based on the test results as follows: 
Confirmed positive test - Employee is subject to discharge. 
(G)    Employee rights:
(1)     The employee shall have the right to a Union representative during any
part of the drug testing process. 
(2)     If at any point the results of the testing procedures specified in the
Appendix are negative, all further testing shall be discontinued.  The
employee will be provided a copy of the results, and all other copies of the
results (including the original) shall be destroyed within twenty-four (24)
hours after the test results have been received by the Employer.  All
positive test results will be kept confidential, and will be available only to
the Chief, one (1) 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. 








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                                                                      Port of Seattle - Police/Fire Communications Specialists 

MEMORANDUM OF AGREEMENT 
By and Between 
PORT OF SEATTLE 
And 
TEAMSTERS LOCAL UNION NO.117 
Affiliated With The 
International Brotherhood of Teamsters 
REPRESENTING POLICE/FIRE COMMUNICATIONS SPECIALISTS 
______________________________________________________________________ 
Re:   Retroactive Payment 
The Port of Seattle shall make payment of any retroactive pay owed, to either current or past
members of the Bargaining Unit, within forty-five (45) days of the signing of the current 
Collective Bargaining Agreement. 












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