Item No. 8i_attach
Meeting Date: September 10, 2024
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN
THE PORT OF SEATTLE
AND
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
LOCAL UNION #46
REPRESENTING EL01 ELECTRICIANS
JUNE 1, 2023 - May 31, 2026
TABLE OF CONTENTS
LOCAL 46 ELECTRICIANS
EL01 ELECTRICAL MAINTENANCE AGREEMENT
ARTICLE
PAGE
Article 1: Purpose ----------------------------------------------------------------------------- 3
Article 2: Non-Discrimination --------------------------------------------------------------- 3
Article 3: Union Recognition and Membership ------------------------------------------- 3
Article 4: Management Rights --------------------------------------------------------------- 4
Article 5: Classifications and Rates of Pay ------------------------------------------------ 5
Article 6: Hours of Work --------------------------------------------------------------------- 7
Article 7: Overtime ---------------------------------------------------------------------------- 9
Article 8: Holidays ---------------------------------------------------------------------------- 10
Article 9: Paid Time Off (PTO), Extended Illness (EI) and Sick Leave --------------- 11
Article 10: Leaves of Absence --------------------------------------------------------------- 15
Article 11: Benefits ---------------------------------------------------------------------------- 17
Article 12: Medical, Dental and Life Plan ------------------------------------------------- 19
Article 13: Seniority - Shift Selection ------------------------------------------------------ 20
Article 14: Miscellaneous -------------------------------------------------------------------- 21
Article 15: Grievance Procedure ------------------------------------------------------------ 25
Article 16: Work Stoppages and Employer Protection ----------------------------------- 26
Article 17: Savings Clause ------------------------------------------------------------------- 26
Article 18: Duration --------------------------------------------------------------------------- 26
Article 19: Apprenticeship ------------------------------------------------------------------- 27
EL01 Electricians Collective Bargaining Agreement June 1, 2023 - May 31, 2026
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Article 20: Footwear -------------------------------------------------------------------------- 27
PORT OF SEATTLE ELECTRICAL MAINTENANCE AGREEMENT
BETWEEN THE
PORT OF SEATTLE
AND
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
LOCAL UNION NO. 46
Effective June 1, 2023 through May 31, 2026
These articles constitute a maintenance agreement, the terms of which have been negotiated in good faith
between the Port of Seattle and the International Brotherhood of Electrical Workers (IBEW) Local 46.
This agreement shall be subject to approval by the Commissioners of the Port of Seattle.
The Port of Seattle maintenance divisions covered by this agreement provide maintenance, additions,
alterations, repair, renovation on Port owned facilities. The Port of Seattle as owner and operator of
Seattle-Tacoma International Airport, and numerous Seaport properties in the geographic area between
the Duwamish waterway to Shilshole Bay Marina, is responsible for continuous safe operation of a great
variety of facilities with numerous complex electrical systems seldom encountered in a construction
environment, which are essential to commerce, health and safety of people who travel through and reside
in King County Washington. This agreement reflects the mutual intent of the parties to facilitate the
performance of maintenance electrical work in a critical operations environment, which contributes to
this effort.
Employees working under this agreement perform electrical maintenance work, as traditionally
performed by Port maintenance electricians on Port owned premises, including additions, alterations,
repair and renovation as directed or assigned to Port maintenance electricians by the Port.
ARTICLE 1: PURPOSE
The purpose of this Agreement is to promote the continued improvement of the relationship between the
Port and its employees through their Union. The articles of this Agreement set forth the wages, hours,
and working conditions for the bargaining unit employees.
ARTICLE 2: NON-DISCRIMINATION
The Port and the Union will not tolerate discrimination against any persons on the grounds of age, race,
color, national origin/ancestry, ethnicity, religion, disability, Family Medical Leave Act, (FMLA) use,
pregnancy, sex/gender, sexual orientation, whistleblower status, military affiliation, marital status,
worker's compensation use, transgender status, political beliefs, or any other protected status as
guaranteed by local, state, and federal laws.
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 3: UNION RECOGNITION AND MEMBERSHIP
3.1
Recognition - The Port recognizes the Union as the exclusive bargaining representative of all
employees whose job classifications are in the work units listed in this agreement.
3.2
Membership Rights - All employees working in the bargaining unit shall have the right to
become a union member upon hire. When possible, the Port will strive to refer questions from
employees about union membership directly to the union.
3.3
Notice - The Port shall advise the Union of the names and addresses of new Port employees
covered by this Agreement within seven (7) calendar days following the date of employment.
3.4
Automatic Payroll Deduction - Upon receipt of written authorization individually signed by the
employee, the Port will deduct from the pay of such employee the amount of dues and initiation
fees as certified by the Union. The Port shall transmit such fees to the Union once each month
on behalf of the members involved.
3.5
Dues Deduction Cancellation - An employee may cancel their payroll deduction of dues and
fees by written notice to the Union and to the Employer. The Port will make every effort to end
the automatic dues deduction effective on the first pay period but no later than the second pay
period after receipt of the written cancellation notice.
3.6
Indemnification - The Union will indemnify and hold the Port harmless against any claims made
and against any suit instituted against the Port on account of any check-off of dues and initiation
fees for the Union. The Union agrees to refund to the Port any amounts paid to it in error upon
presentation of proper evidence thereof.
3.7
Hiring Procedure - The Port of Seattle is a public employer subject to the requirements of
Chapter 53.18 RCW and Chapter 41.56 RCW regarding employment relations, collective
bargaining, and ability to hire personnel. In accordance with Chapter 53.18.060 the parties agree
that this labor agreement does not restrict the right of the Port of Seattle in its discretion to secure
its regular or steady employees from the local community, according to the Port's internal hiring
procedures. All new employees hired in this manner are subject to the terms and conditions of
this Agreement.
ARTICLE 4: MANAGEMENT RIGHTS
4.1
General - The Union recognizes the prerogatives of the Port to operate and manage its affairs in
all respects in accordance with its responsibilities and powers of authority, subject to the terms
and conditions of this Agreement.
4.2
Rights Enumerated - Unless modified by this Agreement, the Port shall have the right to
determine staffing levels and work locations; determine any given employee's job classification
consistent with this Agreement; recruit, examine, hire, appoint, promote, demote, train, transfer,
assign, layoff, and discipline and discharge seniority employees for just cause; direct and assign
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the work; develop and modify classification specifications consistent with this Agreement;
allocate positions to those classifications; allocate employees to those positions; determine work
shifts and work schedules; schedule and assign overtime work; establish the methods, means and
processes and personnel by which work is performed; establish rules; secure its seniority and
limited duration employees from the local community, specify certain employees as seniority
employees, subcontract work as allowed by this agreement, allow tenants and leaseholders doing
business with the Port to do the work covered by this agreement on their leased premises only,
and the right to take whatever actions are necessary in emergencies in order to assure the proper
functioning of the work unit. Limited duration employees may be terminated without just cause
and without recourse to the grievance procedure regarding termination.
Due to the unique nature of the operations of the Port of Seattle, the demands for skilled
electricians are highly variable in specific skills and equipment, numbers of crew and required
response time. The parties have negotiated in good faith on the subject of subcontracting, with
the interest of IBEW being maintaining job security and the interest of the Port of Seattle being
the ability to adapt to the ever-changing maintenance requirements of the complex systems
maintained by the Port of Seattle as well as public statutes and policies regarding purchasing of
goods and services as a public entity. To this end the parties have recognized the difficulty of
adopting specific language limiting the right of the Port of Seattle to subcontract, if the need
arises, work traditionally performed by employees covered by this agreement. Although, if the
Port subcontracts, then the employees working under this agreement shall not be laid off,
transferred, or suffer loss of regular work hours due to subcontracting as allowed in this
Agreement.
ARTICLE 5: CLASSIFICATIONS AND RATES OF PAY
5.1
Classifications - Electrical work under this Agreement shall be performed by the following
classifications: EL01 Journey level Electrician, Apprentice, Electrical Supervisor and Electrical
General Supervisor.
5.2
Base Rates of Pay - The following day shift rates of pay shall apply:
(Effective June 1, 2023, the day shift EL01 Journey level Electrician rate shall increase by 10%.
($63.59)
Effective Date
EL01 Journey level Electrician
June 1, 2023
$63.59
Electrical Supervisor (10% above EL01 Journey level Electrician) $69.95
Temporary Assigned Electrical Supervisor (10% above EL01 Journey level Electrician)
$69.95
General Electrical Supervisor (20% above EL01 Journey level Electrician)
$76.31
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Project Support Electrician (10% of Journey level)
Apprentice
$69.95
According to Puget Sound JATC
The following premium pays shall be applied to classification base rates as listed above and as
they may change over the life of the agreement (exclusive of shift differential) for hours worked
in these capacities.
Cable Splicer
Capital Projects Premium
FA1 and NICET II Premium
Welder
CDL
High Time
10% above EL01 Journey level Electrician
10% above EL01 Journey level Electrician
10% above EL01 Journey level Electrician
5% above EL01 Journey level Electrician
5% above EL01 Journey level Electrician
5% above EL01 Journey level Electrician
5.3
Effective June 1, 2024, the day shift EL01 Journey level Electrician rate shall increase by 7.5%.
($68.36).
5.4
Effective June 1, 2025, the day shift EL01 Journey level Electrician rate shall increase by 6.0%.
($72.46).
5.5
Wage Reopener: Effective August 4, 2025, if the current day shift wage rate for EL01 Journey
level Electrician rate is less than 90% of the NECA hourly wage rate for the day shift, then
Article 5 RATES OF PAY (Base Rates of Pay) will be available for a 30-day wage reopener
upon the request of either party.
5.6 Shift Pay
5.6.1 Swing Shift - the pay rate for an employee assigned to swing shift will be his/her base
hourly rate of pay plus ten (10) percent. An employee who is regularly assigned to the swing
shift will have all compensable time paid at the swing rate of pay.
5.6.2 Graveyard Shift - the rate for an employee assigned graveyard shift will be his/her base
hourly rate of pay plus fifteen (15) percent. An employee who is regularly assigned to the
graveyard shift will have all compensable time paid at the graveyard rate of pay.
5.7 Definitions
Division - This Agreement applies to those two divisions of the Port of Seattle known as
Maritime Division and Aviation Division.
Electrical Supervisor - Whenever an employee is assigned the responsibility of the supervision
of employees or the coordination of subcontractors on a project or routine work assignment, they
will be paid at least the Electrical Supervisor scale. Electrical Supervisors shall perform duties
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with regards to: supervision, assignments, track and report on performance, safety and
compliance, and other duties as assigned.
Electrician General Supervisor - Whenever an employee is assigned the responsibility of
supervision of multiple crews and/or multiple shifts, where other Electrical Supervisor have been
assigned to manage crews, they will be paid at least the Electrical General Supervisor scale. An
Electrical General Supervisor has the responsibility of supervision/coordination of multiple
Electrical Supervisors and/or multiple shifts.
Capital Projects - are defined as new construction or large remodel projects performed at the
Port of Seattle, led by a capital project team or assigned by management as a capital project to
the electrician group. Contractors on capital projects would be subject to pay prevailing wage
and benefits as according to RCW 39.12.
When a Port journey-level Electrician performs: 1) construction-type installations on capital
projects as defined above; 2) capital project plan review with comments that would directly affect
specs of the electrical department; or 3) warranty work other than their normal work duties in
support of a capital project, will be paid a 10% premium. In order for this premium to apply, this
work shall be accompanied by a Capitol Account work order or project number to be charged to.
Regular job duties are not eligible for the premium and are excluded (e.g., assigning work,
scheduling capital project work, escorts, etc.).
Electrical Supervisors who are assigned full-time duty to direct, perform work, and lead a
capital project crew will be paid the additional 10% premium.
High Time - When working at heights over 75 feet on lift equipment or scaffolding, Electricians
shall receive a premium of 5% per hour.
EL01 Journey Level Electrician - A journey level electrician must possess a valid Washington
State EL01 Electrician Certificate.
Probationary Employee - A probationary employee is an employee employed by the Port of
Seattle who has not attained Seniority status. In order to attain Seniority status, a probationary
employee must successfully complete their probationary period. The probationary period is the
period of time from the day a newly hired or rehired employee begins work at the Port of Seattle
through the end of the sixth (6th) month of employment in the same position. The probationary
period may be extended by management due to an absence of longer than two (2) weeks, but only
with agreement of the Union. If an absence occurs and the probationary time period is extended,
the employee only has to successfully complete the remaining time left before attaining Seniority
status. Probationary employees are at-will, meaning their employment can be terminated without
a showing of cause. Probationary employees do not accrue seniority. A probationary employee
is eligible to take PTO, Sick, and other approved leave time after six (6) months of service.
Seniority Employee - A seniority employee is an employee employed by the Port of Seattle who
has successfully completed their probationary period. Once an employee attains seniority
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employee status, seniority shall be retroactive to their date of hire in the classification. Seniority
employees are eligible to take PTO, Sick, and other approved leave.
Project Support Electrician - A classification that may be established and discontinued at the
discretion of management, assigned to a seniority level EL01 journey level electrician or
Electrical Supervisor, after interview and acceptance by the Port, to provide a full scope of project
support services to Port engineering and project management staff. The Port may limit the
duration of assignment of employees to this classification. Employees shall have the right of
return to their bid position without loss of seniority. Escorting by bargaining unit employees
shall not be considered assigned to performing the duties of this classification.
Notice to Union - New Employees - The Port will notify the Union within one (1) week when
it hires any new employee. The notice will include the classification, division hired, basis for the
hire, and expected length of employment.
Electrical Support Dispatch Process Lead Craft Designation - Port management commits to
work with the Union through the Business Partnership Committee meetings to review and modify
Standard Operating Guideline Craft Dispatches where necessary.
Emergency Responder Designation - The Port agrees to address Security and Response issues
via a reopener or through the Business Partnership Committee.
ARTICLE 6: HOURS OF WORK
6.1
Standard Five-Eight (5x8) Work Schedule - The standard workweek shall be five (5)
consecutive days Monday through Friday on the basis of eight (8) consecutive hours per day,
with a thirty (30) minute meal period. Alternative schedules are permitted to be filled and added
under the conditions stated in 6.5, 6.6 and 6.7 below. No employee shall be required to work both
Saturday and Sunday.
6.2
Standard Shift Hours
6.2.1 Day Shift - An employee assigned to work on a shift beginning between the hours of
6:00 A.M. and 8:00 A.M. will be considered to be on day shift.
6.2.2 Swing Shift - An employee assigned to work on a shift beginning between the hours of
2:00 P.M. and 4:00 P.M. will be considered to be on swing shift.
6.2.3 Graveyard Shift - An employee assigned to work on a shift beginning between the hours
of 9:00 P.M. and 11:00 P.M. will be considered to be on graveyard shift.
6.3
Changes to Shift - Changes to work schedules will require one (1) week notice to affected
employees. If the employer does not meet notification requirements, the employee will be paid
at the higher shift rate until the notification requirement is met.
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6.4
Changes to Workweek Schedule - Changes to workweek schedule will require a minimum of
seven (7) days' notice. If the transition to the new workweek schedule provides less than two
consecutive days off, the employee shall be paid time and one-half for the first day of their new
workweek and double time for the second day of their new workweek.
6.5
Optional Four-Ten (4x10) Work Schedule at the Maritime Division - In the Maritime
Division the Port, with the agreement of the employee, may schedule workweeks, which consist
of four (4) consecutive work days of ten (10) consecutive hours each, exclusive of the meal period
and not to exceed forty (40) hours per workweek. An established four-ten (4x10) work schedule
will provide for three (3) days off which will be consecutive days, with at least one (1) day being
a Saturday or Sunday, except when transitioning between a 4x10 and 5x8 schedule. The
employee may opt out of a four-ten (4x10) schedule with two (2) weeks notice to the employer.
Management at the Maritime Division may schedule five-eight (5x8) and four-ten (4x10) work
schedules with different shift start times on the same shift at its discretion. LDE's may request
a four-ten (4x10) schedule for approval by management but only after all other Seniority
employees on their same shift have been granted a four-ten (4x10) schedule, if requested.
6.6
Airport - At the Airport, at the request of the employee and agreement of management, the Port
may schedule a four-ten (4x10) workweek within the employee's previously bid five-eight (5x8)
workweek schedule. This four-ten (4x10) schedule will consist of four (4) consecutive work
days of ten (10) consecutive hours each, exclusive of the meal period and not to exceed forty (40)
hours per workweek. An established four-ten (4x10) schedule will provide for three (3)
consecutive days off, with at least one (1) day being a Saturday or Sunday, except when
transitioning between a four-ten (4x10) and five-eight (5x8) schedule. The employee may opt
out of a four-ten (4x10) schedule after six months of working the requested schedule with two
weeks' notice to the employer and thereafter return to their previously bid five-eight (5x8)
schedule. Employees working a regular shift that includes a weekend day will need to include
their regularly scheduled weekend day in their four-ten (4x10) schedule. An employee may
request a four-ten (4x10) schedule that includes both weekend days under the same conditions.
Returning to a five-eight (5x8) bid schedule within less than six months may occur with mutual
agreement between management and the employee. Management reserves the right to return an
employee to the employees regular five-eight (5x8) bid shift as per 6.3 above.
Management at the Aviation Division may schedule five-eight (5x8) and four-ten (4x10) work
schedules with different shift start times within the limits of 6.2 above, on the same shift, at its
discretion.
Establishment of any four-ten (4x10) schedule shall not impact the schedules of employees who
wish to stay on their five-eight (5x8) schedule that they previously bid. Employees who wish to
work a four-ten (4x10) schedule will submit their request through the chain of command to
management. Every effort will be made to respond to requests timely and, when approved,
facilitate timely and smooth transitions to the four-ten (4x10) shift. LDE's may request a fourten (4x10) schedule for approval by management but only after all other Seniority employees on
their same shift have been granted a four-ten (4x10) schedule if requested.
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6.7
Alternative Workweek Schedule
AVIATION DIVISION:
Alternative workweek schedules shall be five (5) consecutive days
of either of the following schedules: Tuesday through Saturday, Sunday through Thursday.
The Port agrees that beginning 1/1/14 there shall be no more than six (6) maintenance electricians
on Saturday day shift, no more than six (6) on Saturday swing shift; no more than six (6) on
Saturday graveyard shift. There shall be no more than six (6) maintenance electricians on Sunday
day shift, no more than six (6) on Sunday swing shift, and no more than six (6) on Sunday
graveyard shift.
ARTICLE 7: OVERTIME
7.1
Overtime - All work performed outside of the regularly scheduled working hours shall be
considered overtime. When employees on eight-hour work shifts are required to work more than
three (3) hours of overtime beyond their established shift, the employee shall be allowed a paid
thirty (30) minute meal period prior to or during the overtime period. When employees on a ten
(10) hour shift are required to work more than one (1) hour of overtime, exclusive of any unpaid
meal period, the employee shall be allowed a paid thirty (30) minute meal period prior to or
during the overtime period. Employees required to work continuous overtime beyond their
regular work shift shall be provided paid meal periods. During work of a continuous nature,
successive meal breaks must occur every five (5) hours from the end of the preceding meal
period. Paid meal periods shall be scheduled by the Employer.
7.2
Scheduled overtime work - Scheduled overtime shall be defined as overtime with at least
twenty-four (24) hours of advance notice to the employee before the overtime will begin, except
when an employee is notified of a shift extension request prior to leaving work. Scheduled
overtime work will be offered to seniority employees prior to all other employees on the same
shift except in those instances where seniority employees are not readily available. Readily
available is defined as the employee not being on a leave status and is present at work or at home
when called at the time the overtime work is being scheduled and is in the division in which the
overtime will be worked. When limited duration employees are used as part of a crew involved
in a specific work task, they will be allowed to work the overtime that is involved with that
specific work task. Probationary employees are eligible for the overtime rotation assignments
after six months of service and shall be inserted in the seniority rotation list based on their
seniority date. A minimum shift for scheduled overtime shall be four (4) hours, unless the
scheduled overtime is immediately before or after a regularly scheduled daily shift. When
employees report for management approved scheduled overtime and are told not to start work,
the employee shall receive four (4) hours of applicable overtime pay.
7.3
Shift Extension - A shift extension shall be defined as one of the following:
(a) where an employee is provided at least twenty-four (24) hours of notice before an early start
time or notified prior to the end of their current shift to report early for their next shift; or
(b) where an employee is notified prior to the end of their current shift to stay late on that shift.
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7.4
Overtime Rates of Pay
7.4.1 Time and One-half Overtime (1½) Rates - During the regular five-eight (5x8) work
week the first two (2) hours of scheduled overtime worked shall be at one and one half (1½)
times the regular shift rate.
7.4.2 Double Time Overtime Rates - All other overtime beyond the hours specified in Section
7.4.1 and on the fifth (5th), sixth (6th), or seventh (7th) day of a 4x10 schedule or the sixth (6th) or
seventh (7th) day of a 5x8 schedule shall be paid at double (2x) the shift rate. For the 4x10 shift
employee, all hours worked beyond their normal shift end time shall be paid at double (2x) the
employee's regular shift rate of pay.
7.5
Unscheduled emergency overtime work - In the event of unscheduled emergency overtime
work, i.e. work management is not aware of in advance, management may offer overtime to
whomever is most available. However, when possible, management will make a good faith
attempt to offer this overtime to seniority employees, who are in the same division in which the
overtime will be worked, prior to limited duration employees.
7.6
Overtime Authorization - All overtime will be authorized in advance by the
manager/designee in writing, except in emergencies.
7.7
Callout - A "callout" will be defined as overtime where less than twenty-four (24) hours of
notice is provided to the employee, prior to the start of the work being requested. This applies
when an employee has ended their normal shift and has left the premises, not to a Shift Extension.
A minimum of four (4) hours at the employee's double time (2x) shift rate will be paid for each
callout. Employees, who are still on the jobsite working during the four (4) hour call-out period,
may be required to take other emergency calls, if the call occurs during the four (4) hour call-out
period. Where such overtime exceeds four (4) hours, the actual hours worked will be paid at the
employee's double time (2x) shift rate.
7.8
Off-Duty Time - The Port and the Union recommend at least eight (8) hours of off-duty time
for any employee who moves to a different shift or who works overtime before or after a shift.
However, at the option of the employee, the employee may take PTO, LWOP, or work their
regularly scheduled daily shift after working overtime before or after their shift. Due to safety
concerns, the Port may require employees to take off-duty time.
7.9
Phone and Computer Consultation Pay - With approval or direction from an Electrical
Supervisor, to call, email, or text an employee outside of his or her shift to seek technical advice
or support, the employee giving the advice over the phone shall be compensated at the double
(2x) time rate in one-half (.5) hour intervals per phone call. Phone consultations to employees
outside their regular shift in regards to scheduling or other non-technical support shall not result
in any compensation. Multiple calls within a thirty (30) minute interval shall not be compensated
as separate calls.
ARTICLE 8: HOLIDAYS
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8.1
Designated Holidays - The following eleven (11) days shall be observed and recognized as paid
holidays for employees: New Year's Day, Martin Luther King Jr. Day, President's Day,
Memorial Day, Juneteenth, Fourth of July, Labor Day, Thanksgiving, the day after Thanksgiving,
the day before or the day after Christmas Day and Christmas Day as observed by the Port.
Effective January 1, 2021, and each year going forward, one Floating Holiday will be added for
each Employee. The Floating Holiday must be used in the same year that they are posted.
8.2
Pay for Time Worked on Holidays - Employees who perform work on any of the above
holidays shall be paid the actual time worked at double the employee's regular shift rate.
8.3
Other Holiday Observance Considerations - Whenever any of the above holidays fall on an
employee's normal day off, either the last scheduled workday of the employee's previous
workweek or the first scheduled workday of the following week shall be observed as the holiday
and paid for accordingly. In such an instance, the Port shall decide whether the last preceding
workday or the first workday of the following week is to be observed.
8.4
Holiday Pay Rate and Qualifications - Each employee shall receive eight (8) hours or ten (10)
hours (if working a 4x10 workweek) holiday pay at his/her hourly shift rate of pay for the
holidays designated in 8.1 above, provided:
8.4.2 Employees who are absent due to an industrial injury and who receive Washington State
Workers' Compensation for the date of the holiday shall be compensated with supplemental
holiday pay, provided the total daily or weekly amount of benefits received does not exceed
his/her daily or weekly base wage rate.
8.4.3 Eligibility for Holiday Pay - In order to be eligible for holiday pay, an employee must
be on Port payroll for the thirty (30) consecutive days preceding the holiday.
8.5
Holidays and Paid Time Off - If a holiday falls within the PTO period of an employee, the
employee shall be paid as set forth above provided the employee works the last scheduled
workday prior to and the first scheduled workday following the employee's PTO period unless
otherwise excused by management.
Holidays and PTO shall be administered separately and neither holiday nor PTO time shall be
forfeited in the event that holidays and PTO are scheduled during the same period.
ARTICLE 9: PAID TIME OFF (PTO) AND SICK LEAVE
9.1
Paid Time Off -
(a) Accrual Rates: Paid Time Off (PTO) is earned at varying rates based upon tenure and
straight-time hours paid. The number of earned PTO days shown below is based on full-time,
straight-time hours paid. Part-time employees earn a proportional share of hours. Upon the
Union's request only, the Port agrees to open on the issue of PTO accrual rates in the event
the Port changes the rates through the Salary and Benefit Resolution.
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Years of Service
Days Per Year
0-3
19.6
4-7
24.6
8 - 11
27.1
12 - end of employment
29.6
(b) Accumulating and Taking Paid Time Off:
Accrual Rate Per Hour
.07538
.09462
.10423
.11385
Employees shall be allowed and encouraged to take at least two work weeks of Paid Time Off
each year. Paid Time Off may be taken up to the accrued balance, after the completion of six
months and following management approval of a request made at least one week in advance.
(c) Maximum PTO Accumulation and Automatic Cash-out for Employees Hired Before
12/20/98:
Maximum accumulation for employees hired before 12/20/98 is 1,400 hours in 2005. This limit
will decrease by 100 hours each successive January until January 2014, when it will decrease
from 600 to 480 hours. Balances over the limit will be cashed out 100% at the employee's current
hourly rate of pay during the first pay period of the payroll year. Subsequent accruals over the
limit will be cashed out quarterly at the employee's current hourly rate of pay. Employees may
request that the cash-out be postponed by up to two pay periods to accommodate a pre-scheduled
vacation.
(d) Maximum Paid Time Off Hours Accumulation for Employees Hired On or After 12/20/98:
For employees hired on or after 12/20/98, the maximum accumulation is 480 hours. Accruals
will cease when the limit is reached and will resume only when the balance is below 480 hours.
Accruals over the limit are not cashed out.
(e) Voluntary Cash-out of PTO Hours While an Active Employee:
Effective January 1, 2019 employees will be subject to the Port of Seattle PTO Cash Out Policy
and Procedure.
Cash-outs shall be processed at the employee's current hourly rate of pay as recorded in the
payroll system. A "Paid Time Off Cash-Out Request and Waiver" form must be submitted to
Payroll by the payroll deadline.
9.2
Sick Leave
Effective June 1, 2019, employees will accrue Sick Leave at the rate of .027 hours accrued per
hours compensated. Sick Leave may accumulate with no maximum limit. In the event of illness,
Sick Leave up to the accrued balance may be used after employment of at least 30 days.
Sick Leave will accrue in two banks.
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Bank 1) Protected Sick Leave
.027 per hour worked will accrue as Washington Protected
Sick Leave. Employees may utilize this leave in accordance with the minimum requirements of
the Washington State Sick Leave Law, RCW 49.46.210. Employee's shall be notified on each
paystub of the amount of Protected Sick Leave they are entitled to use for authorized purposes
as defined by the law. There is no limit on the amount of Protected Sick Leave that may be
accrued in a calendar year
Bank 2) Paid Sick Leave
not worked.
.027 will accrue as Paid Sick Leave per hour compensated, but
On January 1st of every calendar year Protected Sick Leave in excess of forty (40) hours will be
transferred to Bank 2.
Limited Duration employees shall accrue Paid Sick Leave, but may not use sick leave from bank
2 until after employment of at least 30 days.
Sick leave will be used as provided by law. For absences exceeding three (3) days,
management may require verification that an employee's use of paid sick leave is for an
authorized purpose.
9.3
Paid Family Leave. 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, that for the term of
this agreement, the Port shall make contributions to the chosen plan (i.e. State, Approved
Voluntary) on the employee's behalf. Port Paid Family and Medical Leave (PPFML) shall be
paid according to the calculations and maximums set forth under the program outlined in Port
policy. If the employee is eligible for shift differential at the time of absence, they will also be
paid shift differential on the hours eligible for PPFML benefit payment for an approved leave.
This applies only to shift differential and not any other differentials or additional pay the
employees are eligible for at the time they are absent from work for an approved leave.
9.4
Payment for Accrued Leave at Termination
(a) Sick Leave:
Upon termination or retirement immediately following five consecutive years of active
employment with the Port of Seattle, an eligible employee shall be compensated for 50% of his
or her Sick Leave accrued balance at the employee's hourly rate of pay in effect at termination
or retirement.
(b) Paid Time Off:
Upon termination, an employee who has successfully completed their first six (6) months of
continuous Port of Seattle employment will receive one hundred percent (100%) of their accrued
Paid Time Off balance at the employee's hourly rate at termination. Employees who have not
been terminated for cause have the option of receiving their Paid Time Off hours:
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(a) as a lump sum (all rights to insurance benefits, pension benefits and leave accruals during the
period in which the PTO leave would have been used as service time are waived)
(b) as service time after their last day worked (this includes healthcare benefits, continuation of
PTO and Sick Leave accruals, and service credit time)
(c) as a combination of cash and service time.
NOTE: PTO cannot be used as service time in the year following the employees last Port of
Seattle workday.
An employee who terminates active employment before satisfactorily completing six months of
continuous service shall receive no Paid Time Off pay.
An employee who is terminated for cause shall receive a lump sum payment for 100% of his or
her Paid Time Off accrued balance at the hourly rate of pay in effect at termination. The employee
is not eligible to use Paid Time Off as service time after the last day worked unless authorization
is received from Human Resources and Development Management.
Emergency hire employees at Marine Maintenance who work a minimum of thirty (30) days
shall be compensated for 100% of his or her Paid Time Off accrued balance at the employee's
hourly rate of pay at termination. Compensation shall be made in a lump sum payment.
9.5
Leave Without Pay (LWOP) - When an employee requests leave without pay in conjunction
with any other leave, the requests should be combined so the employee's manager may assess
the consequences of the entire period of time off being requested. Requests for LWOP may not
be approved unless it will occur after all appropriate paid leave accruals are exhausted. When
the absence is for personal reasons, all paid time off must be exhausted. If illness is involved, all
extended illness, long-term sick leave, and paid time off leave must be exhausted.
Suspensions or unpaid time for disciplinary reasons may result in LWOP while there are payable
leave balances. If LWOP is requested in conjunction with paid time off, compensation may be
arranged to be paid over the entire period off at a reduced amount or schedule. This arrangement
requires advance notice and a Request for Personnel Action form to advise Accounting of the
change in schedule.
9.6
General Leaves Without Pay
Approval of a leave under the conditions and limits stated in this section assumes the employee's
right to reinstatement without loss of seniority in the same position and pay held before the leave.
However, if a reduction in force should occur during a period of leave, the returning employee
would be subject to the action which would have taken place if the employee had remained at
work.
A department director within the conditions and limits indicated may authorize the following
types of leave:
9.6.1
Personal Leave Without Pay:
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A request for time off the job without pay for non-military or non-medical reasons will be
considered a request for personal leave without pay. Approval of personal leave is not automatic.
Port management considers leaves extending beyond an employee's accrued vacation as a special
consideration to be granted only after careful evaluation. A request for personal leave without
pay should be made only when an employee intends to return to work for the Port following such
leave. Each request for personal leave will be considered on its own merits, and the factors to be
considered by the department director shall include:
(a) The purpose and length of the requested leave; (b) The employee's length of service; (c) The
effects of such an extended absence on the operational efficiency of the department; (d) The
contribution of the employee to the organization.
A personal leave without pay in which there is mutual benefit for the Port and the employee
would receive greater priority, for example, than a request for time off to travel. After such an
evaluation, a manager who is willing to accept the employee upon return may authorize up to a
six-week LWOP to a regular employee whose performance and attendance is satisfactory.
9.7
Supplemental Pay During Workers Compensation Time Loss Periods - An employee may
use extended illness leave during approved workers compensation time-loss periods. Extended
illness supplements will be paid in amounts sufficient to bring the total pay up to the normal biweekly rate. When extended illness leave is exhausted, paid time off leave may be paid in the
same proportion as described for extended illness leave to bring total pay up to the normal biweekly rate.
9.8
Disability Case Management - To comply with the law and as provided by the Disability Case
Management Procedure HR-6, the Port of Seattle will provide all employees with reasonable
accommodation and return-to-work assistance as determined on a case-by-case basis.
Appropriate Port of Seattle personnel will work with the employee to comply with any and all
legal requirements and insurance policies. Such legal requirements and insurance policies may
include the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA),
the Family Care Act (FCA), workers compensation and long term disability insurance.
ARTICLE 10: LEAVE OF ABSENCE
10.1
General - The Port shall comply with the Family Medical Leave Act and State Family Care Act.
These benefits shall be available to domestic partners of employees as well as those persons
required by these statutes. For purposes of this Article, domestic partnership shall mean a
heterosexual or same sex couple as defined by Port of Seattle.
10.2
Failure to Return to Work - Failure to return to work from an approved Medical or Family
leave of absence by the expiration date of the leave of absence may be cause for termination of
employment.
10.3
Bereavement Leave - Any employee who suffers a death in the employee's immediate family
shall be allowed three (3) days paid leave compensated at the employee's regular shift rate as a
result of the employee's absence. The employee may be allowed up to two (2) days of additional
paid leave in consideration of distance to the funeral or the extent of the employee's involvement
EL01 Electricians Collective Bargaining Agreement June 1, 2023 - May 31, 2026
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with arrangements for the deceased. Immediate family shall be defined as wife, husband,
daughter, son, mother, father, sister, brother, mother-in-law, father-in-law, grandparents,
grandchildren, stepmother, stepfather, sister-in-law, brother-in-law, daughter-in-law, and son-inlaw, aunts, uncles, domestic partner and their respective relatives listed above.
10.4
Jury Duty - An eligible employee who serves on jury duty shall receive full regular
compensation less any compensation (excluding mileage and meals paid by the court) received
for such service during the period of leave. Employees shall forward their jury duty
compensation paid by the court to the Port's payroll section upon return from jury duty and
receipt of the compensation paid by the court.
Employees on swing and or graveyard shall receive jury duty pay (in lieu of working) for their
shift immediately preceding the start of jury duty. If the employee's next scheduled Port of
Seattle work shift starts less than 12 hours after the end of jury duty, and there is not jury duty
schedule for the next day (e.g., on a weekend or at the completion of jury duty:, the employee
shall receive jury duty pay (in lieu of working) for the number of hours required to provide the
employee with a 12-hour break. For example, if jury duty ends at 4:00 p.m. and the employee's
work shift begins at 10:00 p.m, the employee may receive jury duty pay in lieu of working from
10:00 p.m. to 4:00 a.m.
10.5
Shared Leave - An employee may donate any amount of paid time off or extended illness leave
at a 100% rate, or hour-for hour to another employee (or employees child, spouse, domestic
partner or parent) suffering from an extraordinary or severe illness, injury, impairment, or
physical or mental condition which has caused, or is likely to cause, the employee to take leave
without pay or terminate his or her employment. Administration of the shared leave program
will be determined by the Port.
10.6
Military Leave - With appropriate military orders, employees called for active training duty in
military reserve units shall be allowed up to 21 working days per Federal fiscal year (October
through September) of paid military leave as provided in and limited by RCW 38.40.060.
Employees called for active duty beyond the 21 working days will be placed on Paid Leave of
Absence/Military status. This status will provide supplemental pay and a continuation of benefits
to keep the employee "whole" in cases his or her military pay and benefits are less than what the
Port provides. An example is the guidelines requested of the Port Commission for activations
following September 11, 2001. In all cases, the Uniformed Services Employment and
Reemployment Rights Act (USERRA) provides the minimum definition of benefits guaranteed
to employees called for active duty.
10.7
Other Leave Entitlements - The Port shall provide other leave as may be provided by law, such
as under the Washington State Pregnancy Disability Leave Act, the Washington Family Care
Act, the Washington State Military Family Leave Act, and the Washington State Domestic
Violence Leave Act. The Port shall comply with all legal requirements to continue health
insurance benefits during eligible statutory leave.
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10.8
Subpoenaed Witness Leave - When an eligible employee is subpoenaed as a witness under
circumstances which are determined by Human Resources to constitute Port duty, the same pay
and conditions listed for jury duty shall apply.
10.9
Maintenance of Benefits - For employees with less than five years of service with the Port, his
or her insurance benefits will be maintained for at least the first 30 days of medical LWOP (after
FMLA leave is exhausted). If the employee cannot return to work within the next 15 days, he or
she will be responsible for paying the premiums for the benefits they wish to retain while on
LWOP as of the 31st day of LWOP (after FMLA leave is exhausted).
For employees with more than five years of service with the Port immediately preceding the
disability, his or her medical and life insurance benefits will be maintained for the first six months
of medical LWOP (after FMLA leave is exhausted). The employee will have the option to pay
for dental and dependent medical insurance during this time. After six months, the employee
will be responsible for paying all the premiums for the benefits they wish to retain.
10.10 Medical Leave Without Pay Covering Periods of Disability - A disability period is the time
an employee is unable to perform the duties of his or her position due to illness, injury or
disability, as determined and certified by a licensed physician in writing to the Port. For the
purposes of this procedure, the normal definition of illness includes, but is not limited to
disabilities related to pregnancy or childbirth, conditions related to alcoholism, drug addiction,
and psychological disorders. When time off the job without pay is requested in excess of the
certified period of disability, it is handled in the same manner as any other request for personal
Leave Without Pay. For example, an absence for maternity reasons is a combination of medical
leave and a personal leave when a female employee is authorized time off beyond the period of
disability following childbirth. This is intended to be consistent with the Washington State
Maternity Regulation, WAC 16230020 and also with the USEEOC Employment Policies
Relating to Pregnancy and Childbirth, 29 CFF 1694.10.
Under this section, medical leaves which are required to cover certified periods of disability may
be granted to regular, post-probationary employees suffering from either job-related or non-jobrelated disabilities for up to six months. When disability conditions continue into the fifth month
since the first day of unpaid leave, the department director and Human Resources and
Development Management shall make a determination concerning appropriate action. Medical
leaves in excess of six months are covered under Special Leave Without Pay Considerations.
10.11 Unpaid Leave of Absence Exceeding Maximum Time Period - Personal unpaid leave in
excess of six weeks and medical leave in excess of six months shall be granted only upon the
recommendation of the employee's manager and with the approval of Human Resources and
Development Management. The decision of Human Resources and Development Management
shall be based upon the special circumstances of the case, such as doctor's recommendations
when considering medical leave/Particularly in the case of job-related illness or injury, the length
of approved leave shall be carefully considered in the light of the doctor's recommendations.
Refer to the Disability Case Management Procedure HR-6 for more details. Employment
longevity, the employee's performance record, and the mutual benefit to the Port and the
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Page 18 of 34
employee shall receive appropriate consideration when reviewing personal leave without pay
requests.
10.12 Paid Parental Leave - The Port shall continue to provide Paid Parental Leave to members of
this bargaining unit. Eligibility, participation, and terms of the paid Parental Leave shall be as
provided to non-represented employees as outlined in Port Policy HR-5. The Port may change
or modify its Paid Parental Leave policy and/or procedure. If the Port desires a
change/modification, the Port agrees to provide the Union with advance notice of any change.
The same benefit shall be extended to this bargaining unit as provided to other bargaining units
and non-represented employees, as may be changed, at the discretion of the Port.
ARTICLE 11: BENEFITS
11.1
Puget Sound Electrical Workers Pension Trust - The Port shall contribute the following
amounts for each hour compensated for each employee covered by this agreement, except as
provided for Apprentices, to the Puget Sound Electrical Workers Pension Trust Fund, a jointly
trusteed pension trust created pursuant to Section 3.02(c) of the Labor-Management Relations
Act of 1947 (Taft-Hartley). (Refer to Section 8.5)
Effective 1/1/2023
$7.56 per hour
Effective 1/1/2024
$8.58 per hour
Effective 1/1/2025 the Port will contribute $7.02/hr + 4% of the EL01 Journey-level regular day
shift rate (e.g. $9.75/hr)
Effective 6/1/2025 the Port will contribute $7.26/hr + 4% of the EL01 Journey-level regular day
shift rate (e.g. $10.16/hr)
11.2 National Electrical Benefit Fund
It is agreed that in accord with the Employees Benefit Agreement of the National Electrical
Benefit Fund (NEBF), as entered into between the National Electrical Contractors Association
and the International Brotherhood of Electrical Workers on September 3, 1946, as amended, and
now delineated as the Restated Employees Benefit Agreement and Trust, that unless authorized
otherwise by the NEBF the Port will forward monthly three percent (3%) of gross monthly labor
payroll paid to, or accrued by the Employee in this bargaining unit and a complete payroll report
prescribed by the NEBF.
The payment shall be made by check or draft and shall constitute a debt due and owing to the
NEBF on the last day of each calendar month, which may be recovered by suit initiated by the
NEBF or its assignee. The payment and the payroll report shall be mailed to reach the office of
the appropriate local collection agent not later than fifteen (15) calendar days following the end
of each calendar month.
The Port hereby accepts, and agrees to be bound by, the Restated Employees Benefit Agreement
and Trust. If the Port fails to remit as provided above, it will additionally be subject to having
EL01 Electricians Collective Bargaining Agreement June 1, 2023 - May 31, 2026
Page 19 of 34
this Agreement terminated upon seventy-two (72) hours' notice in writing upon being served by
the Union, provided the Port fails to show satisfactory proof the required payment has been paid
to the appropriate local collection agent.
The failure of the Port to comply with the applicable provision of the Restated Employees Benefit
Agreement and Trust shall also constitute a breach of the Labor Agreement.
11.3
Annuity/401K - Puget Sound Electrical Workers Annuity/401K - The Port shall contribute
the following amounts, for each hour compensated for each employee covered by this agreement
to the defined contribution plan of the Puget Sound Electrical Workers Retirement Annuity/401K
Trust Fund. (Refer to Section 8.5)
Effective 6/1/2019 the Port will contribute an amount equal to 4.5% of gross pay per month
11.5
Payment Due Date - Payment shall be due on the fifteenth (15) of the month following the
month in which the hours were worked. Each remittance shall be accompanied by a form, which
will be made available for this purpose.
11.6
Trust Terms - The Port agrees to be bound by the terms and provisions of the Trust Agreement
governing the Puget Sound Electrical Workers Pension Trust effective June 1, 1973, and all
amendments or revisions hereafter adopted and further agrees as its representatives the current
Employer Trustees and their lawfully appointed successors.
The failure of the Port to comply with the applicable provisions of the Trust Agreement
governing the Puget Sound Electrical Workers Pension Trust shall also constitute a breach of this
labor Agreement.
11.7
Deferred Compensation - Full-time, eligible employees shall be eligible for participation in the
Port of Seattle's Deferred Compensation Plan as revised December 8, 1981. Eligibility and
participation of employees shall be subject to the terms and conditions of such plan including
any plan amendments, revisions, or possible cancellation. It is further agreed that content of the
plan itself, plan administration, and any determinations made under the plan shall not be subject
to grievance or arbitration procedures or to any other provisions of this Agreement or to
negotiation by the Union.
ARTICLE 12: MEDICAL, DENTAL, AND LIFE PLAN
The Port agrees to contribute the following amounts for each Employee performing work covered by
this Agreement to the Puget Sound Electrical Workers Healthcare Trust Fund, a jointly trusteed welfare
trust created pursuant to Section 3.02(c) of the Labor-Management Relations Act of 1947 (Taft-Hartley).
Effective June 1, 2022, the Employer will contribute a lump sum amount of $1350 per month.
Effective June 1, 2025, the Employer will contribute a lump sum amount of $1400 per month.
Payment shall be due on the fifteenth of the month following the month in which the hours were worked.
Each remittance shall be accompanied by a form, which will be made available for this purpose.
EL01 Electricians Collective Bargaining Agreement June 1, 2023 - May 31, 2026
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The Port agrees to be bound by the terms and provisions of the Trust Agreement governing the Puget
Sound Electrical Workers Healthcare Trust Fund, effective January 1, 1976, and all amendments or
revisions hereafter adopted, and further agrees to accept as its representatives the current Employer
Trustees and their lawfully appointed successors. Except monthly contributions by the Port shall not
exceed the negotiated amounts above.
The failure of the Port to comply with the applicable provisions of the Trust Agreement governing the
Puget Sound Electrical Workers Healthcare Trust Fund shall also constitute a breach of this Labor
Agreement.
ARTICLE 13: SENIORITY - SHIFT SELECTION
13.1
Division Seniority Rights - Seniority employees will be afforded the right to utilize their division
seniority as hereinafter defined for the purposes of shift selection.
13.2
Layoffs/Reductions in Force - Any layoffs of seniority employees shall be done by reverse
seniority within the division. When layoffs occur, all limited duration employees shall be laid
off before any seniority employees within the division. After all limited duration employees have
been laid off then layoffs of seniority employees if need be shall be laid off in reverse seniority
order within the division subject to possessing necessary special qualifications required in the
division, as established by the division labor management committee.
13.3
Recall from Layoff - In the event of a layoff, seniority employees shall be placed on a
preferential hire list for six (6) months from date of layoff. Openings in a Division shall first be
filled in seniority order from the employees on the preferential hire list from that Division at the
time the opening is posted, subject to possessing necessary special qualifications required in the
Division. Employees accepting recall from layoff shall be allowed a minimum of two (2) weeks
to transition into the Port position, or more time by mutual agreement. If no employees from
the Division are on the preferential hire list at the time the opening is posted, the position shall
be filled from the remaining employees on the preferential hire list in seniority order subject to
the employee possessing necessary special qualifications required in the Division.
13.4
Retention of Seniority Status - In the event a seniority employee is hired or recalled to another
division, seniority shall begin from date of hire in the new division. In the event a seniority
employee is re-hired into the same division within six (6) months after a layoff, the employee
retains all previous seniority. However, that employee shall retain seniority status and will not
be reverted to limited duration status.
13.4.1 Special Qualifications - In laying off employees, recalling employees to their Division
or hiring employees to another Division, special qualifications as established by the division
Business Partnership Committee may be required for a specific job assignment.
13.5
Bid Postings - All newly established work schedules, on-going work schedules (days of work),
shifts (hours of work) and vacant positions in the division work unit will be posted. Employees
within the specific classification in the division will have the opportunity to bid by division
seniority for the work schedule, shift or vacancy. Absent adequate interest, employees will be
assigned in reverse seniority order. The employer agrees to identify all open positions by shift
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Page 21 of 34
and work schedules prior to bidding on open positions. At the Airport all work schedule postings
will be posted as five day, eight hours per day, work schedules for bidding purposes. A position
that was changed from a five-eight schedule to a four-ten schedule will revert back to its original
five-eight schedule for future bidding purposes, if that position becomes open for bid. This
section only applies to the EL01 Journey level Electrician classification. Electrical Supervisors
are not allowed to bid on open Electrical Supervisor positions but can apply for and interview for
open supervisor positions.
13.6
Seniority Lists - The Port will transmit to the Union a current listing of all division employees
in June of each contract year. Such list will indicate the name of the employee, job classification,
and division seniority date. The Port and the Union shall mutually agree on a seniority list.
13.7
Filling Vacant Shifts on a Temporary Basis
13.7.1 Intent The Union and the Port understand that, from time to time, a Seniority Electrician
Employee on a weekend shift may take temporary leave due to injury or illness, or a vacancy that
may occur due to retirement or other separation of employment of a bargaining unit employee.
The Union and the Port recognize their mutual interests in not disrupting the regular flow of work
or disrupting an individual employee's permanent shift with a transfer. With these mutual
interests in mind, the parties agree to follow the procedure below in filling temporary shift
vacancies.
13.7.2 Temporary Shift Vacancy Definition A temporary weekend shift vacancy occurs
when: 1) a Seniority Employee, who has bid on and occupies his/her shift permanently, will take
temporary leave from work for more than two (2) weeks due to injury, illness or FMLA reasons,
not including vacation leave; and 2) when a vacancy, intended to be filled occurs, such as, but
not limited to a retirement or separation of employment.
The Parties agree to fill a temporary shift vacancy using the following procedure:
13.7.3 Options to fill a temporary shift vacancy not to exceed 90-days duration.
Option 1. If there is one or more Probationary Employees on the crew, a Probationary
Employee may be assigned to fill the temporary vacancy.
Option 2. If no Probationary Employee is assigned, volunteers from all Monday through
Friday (M-F) shifts may be considered provided shift coverage can still be met.
Volunteers from the same shift as the vacancy shall be preferred.
Option 3. If no volunteers come forward, then the least senior Seniority Employee from
the Monday through Friday schedule, on the same shift as the vacancy, may be assigned.
No Seniority Employee shall be involuntarily assigned to temporarily fill a vacant
weekend shift for more than ninety (90) days in a twelve-month period.
Option 4. If there are additional temporary vacancies that occur during the same twelvemonth period Option 3 will involve the least senior employee who has not been
EL01 Electricians Collective Bargaining Agreement June 1, 2023 - May 31, 2026
Page 22 of 34
involuntarily assigned to fill a temporary vacancy for more than ninety (90) days in a
twelve (12) month period.
No Seniority Employee will lose their permanently bid shift, if he or she volunteers or is assigned
to a temporary shift.
13.8
Temporary Position Assignments - The Parties agree to discuss "temporary position
assignments" at the Business Partnership Committee meeting no later than 9/1/2024
ARTICLE 14: MISCELLANEOUS
14.1
Election to Union Office - An employee elected or appointed to a position in the Union that
requires a part or all of his/her time will be given an unpaid leave of absence up to one (1) year
upon written application.
14.2
Business Partnership Committee(s) - The Port and the Union recognize the importance of a
collective bargaining and employee relations climate in the Port that encourages cooperative
efforts and joint problem-solving amongst all involved parties to better serve the public, increase
productivity, reduce waste, improve safety, improve morale, and recruit, train and retain quality
employees. In the interest of meeting these challenges, the Port and the Union agree to establish
a joint labor-management Business Partnership Committee to continue the collaborative process
during the term of the agreement.
14.2.1 The Aviation Committee will be made up of three (3) Port representatives and three (3)
Union electrician representatives, plus the Union Business Representative. The Port's Labor
Relations Staff will be available to assist the Committee. The Real Estate Committee shall be
made up of two (2) Port representatives and two (2) Union electrician representatives, plus the
Union Business Representative.
14.2.2 The Committee will not discuss pending grievances, which shall be processed in
accordance with Article 19 of the Agreement.
14.2.3 The separate Committees shall meet on a bi-monthly basis, unless mutually agreed to
meet on a more frequent or less frequent basis.
14.2.4 The Port and the Union commit to provide sufficient resources to the Committees so that
it can adequately carry out its mission.
14.3
Biweekly Payroll - Pay shall be distributed on a biweekly basis consistent with the payroll
procedures for non-represented employees. As a condition of employment, all employees are
required to participate in the Port's direct deposit program for payroll purposes. A pay card
option will be provided to members of this bargaining unit if such option is made available to
other Port employees.
The Port shall not remove money from any employee's direct deposit account.
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The parties agree to work together in labor/management partnership with the Port's labor
relations, payroll and human resources departments to make visible to bargaining unit employees
all of the Port's benefits contributions made on behalf of employees.
14.4
Bulletin Boards - The Port agrees to permit the Union shop stewards and business
representatives to post on designated Port bulletin boards the Union's announcement of meetings,
election of officers, and other Union approved material.
14.5
Shop Stewards - The Union shall appoint a shop steward for each division and assistant shop
stewards for each shift. Shop stewards may conduct representational responsibilities including,
but not limited to, attending grievance, Weingarten and Loudermill meetings during his/her
regular scheduled shift, without a loss of regular compensation, if excused from work by the
employee's manager/designee. Port management must approve use of Port facilities for Union
business outside of these processes in advance and employee attendance will be on unpaid time.
14.6
Safety - The Port, Union and employees agree to comply with all applicable safety laws and
regulations. In the event an employee discovers or identifies an unsafe condition s/he will
immediately notify the manager/designee. No employee will be disciplined for reporting an
unsafe condition. No employee will be required to use unsafe equipment or work in an unsafe
environment.
14.7
Posting of Vacant Positions - Prior to the initiation of any open competitive process to fill a
vacant bargaining unit position, the Port will provide notice of the vacancy to all employees
within the bargaining unit and to the Union. Posting on the Port's Website satisfies this
requirement of notice to the Union. Electrical Supervisor and Electrical General Supervisor
position vacancies will be posted internally, by Division, as internal promotional opportunities
for bargaining unit employees in the Division where the vacancies are to be filled. For journey
level Electrician openings, current seniority bargaining unit employees from another Division,
other than the Division in which the opening exists, may apply and will be provided an
opportunity to be interviewed, provided the applicant documents meeting minimum
qualifications in the application process.
14.8
Journeyman Tool Requirements - The minimum amount of tools journey workers shall
provide and carry in their tool box or tool pouch shall be as follows:
Knife
Pencil
Channel Locks
Six (6) Ft. Ruler
Pliers
Cold Chisel
Flashlight
Hammer
Hacksaw Frame
Plumbob
Wood Chisel (small)
Keyhole Saw Frame
Test Lamp, or Wiggen
Center Punch
Crescent Wrench (not over 10")
Level (small)
¼" Tap Wrench
Screw Driver (not over 8" blade
Current NEC Code Book
Set of Allen Wrenches (not over 3/8")
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14.9
Parking - In the event employees are not allowed to park in the parking garage or park free of
charge, the Port agrees to negotiate such impact on the employees.
14.10 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 or to any other
Provision of this Addendum or to negotiation by the Union.
14.11 Employee File - In regard to an employee's file and disciplinary history, written warnings
and other evidence of discipline shall be expunged from the file after twenty-four (24) months,
unless there is a repetition of the offense within that period. In the case of repetition, the
twenty-four (24) month period begins anew.
14.12 Notice of New Policies and Policy Changes - The Port shall promptly notify the Union and
unit members of all new policies and changes to existing policies that affect bargaining unit
members.
14.13 Employee Learning and Development - The Union and the Port will work together to identify,
prioritize and deliver job related training to all staff within Division budget constraints through
labor/management and workplace forums and other forums as the parties may establish to
convene at mutually agreeable locations.
Employees may submit requests to their manager for educational assistance for professional
development, which may include requests for tuition reimbursement, by August 1, in advance of
the annual budget process, for consideration of approval. It is up to the employee to request
assistance and approval will be made at the discretion of the Port.
To provide career development opportunities to bargaining unit employees, the Union and
management will continue to support employee participation in the Port's internship programs.
Successful applicants to internship programs shall remain members of the bargaining unit and
retain all rights and benefits under the collective bargaining agreement, except that temporary
schedule adjustments and/or alternate work schedules to accommodate internship activities shall
be allowed as agreed between the participating departments and the intern.
Beginning January 1, 2018, the Employer shall contribute twenty cents ($.20) to the IBEW Local
46/Port of Seattle Electrician Training Fund. The Port and the Union will work together to
identify the technical training classes necessary and oversee the implementation of each
class. The parties will conduct a yearly review of the success of the training classes and the status
of the Fund.
Telework Program - Any telework schedule will be reviewed and discussed on a weekly basis
to determine the upcoming week's work schedule expectation. Seniority employees requesting
to telework need to review and agree to telework requirements and complete the Port's telework
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agreement. Employees may submit a training plan to complete Port issued trainings (i.e. on LMS
or other learning management systems). The manager will review submitted training plans and
assess for approval. If work or a project requires on-site support work, employee may be asked
to reschedule training. On telework days employees will remain available (i.e. voice, text, email)
during their regular shift while teleworking.
14.13.1 Beginning January 1, 2020, the Parties agree to discontinue the $.20 per hour Employer
contribution into the IBEW 46/Port of Seattle Electrician Training Fund. The Parties agree to
instruct the Trustees of the Port of Seattle Electrician Training Fund to terminate the Trust Fund
no later than May 31, 2022. The Trustees are instructed to use the remaining money in the Fund
prior to termination for Port of Seattle Electrician training classes and other expenses necessary
to terminate the Fund.
14.13.2 Beginning January 1, 2020, the Employer agrees to allocate ten cents ($.10) of the
discontinued Training Fund to the Puget Sound Electrical Workers Pension hourly contribution,
in addition to any other money negotiated as part of this agreement.
14.13.3 Beginning January 1, 2020 the Employer agrees to contribute $.10 per hour into the
Greater Puget Sound Electrical Worker Training Fund (GPSEW). The money will be earmarked
by GPSEW and expended for Port of Seattle electrician training classes only. The parties agree
to request GPSEW to teach the specific classes to Port of Seattle Electricians each year.
The Port will schedule at least two class series per year for Port electricians to be taught by
GPSEW, preferably in the months of March and October. The classes will be offered to all shifts
and to all Port electricians.
The Business Partnership Committee will review the list of classes to be offered and will help
schedule the classes and time with Port Managers and the General Electrical Supervisor. The
classes shall be chosen from the following list:
NFPE 70
Transformer Installation
First Aid
Hazardous Locations
RCW/WAC Update
Electrical Safety in Confined Spaces
NEC Code Update
AC Theory
Other Classes approved by the Business Partnership Committee
14.14
Regional Catastrophic Events - In the event of a "regional catastrophic event" as declared by
the state or federal government, contract compliance issues shall be held in abeyance until such
time as the situation is declassified as such by state and/or federal government. Examples:
Nisqually Earthquake/Hurricane Katrina/Sandy, or tsunamis.
14.15 License Reimbursement - The Port will reimburse regular employees for EL01, FA1, NICET
I, and NICET II license and license/certificate renewals if required by the Port.
14.16 The One Regional Card for All ("ORCA Card") Program - The Port offers ORCA cards to
eligible employees at a substantially reduced cost for transportation on multiple regional transit
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systems. Employees who participate in the ORCA card program may also be eligible for
additional subsidized transportation services. The availability of the ORCA program, annual
cost, potential tax consequences for employees, and other provisions are subject to change based
on guidelines provided by agencies with whom the Port contracts for the ORCA program
benefits, IRS requirements, as well at the Port's discretion.
Ferry Reimbursement - Employees who use the Washington State Ferry System for all or part
of their work commute are eligible for reimbursement of ferry commuting costs up to a monthly
maximum. This monthly maximum reimbursement amount is determined by the Port. Amounts
and procedures can be found on the Total Rewards Compass Page and may be subject to tax;
The Port shall have full and exclusive discretion to administer, change, amend, modify and/or
discontinue either and/or both the ORCA program and the Ferry Reimbursement benefit. The
same benefit shall be extended to this bargaining unit as provided to non-represented employees.
The Port agrees to provide advance notice to the Union of any changes to the commuter benefits
covered in this article.
14.17 Telematics MOU - The parties agree to negotiate the specifics for the program including but
not limited to specific monitoring, cameras, alerts, who will have access to information, etc.,
once the program plan is developed but prior to implementation. The parties agree to review one
year after the program is in place. MOU to expire at the end of the contract period unless mutually
extended by the Parties.
Telematics - is a fleet management technology system that provides the Port's fleet management
teams with information and data in real time relative to the status, condition, use, and location of
the vehicles to which it is installed.
Telematics is primarily intended to provide the Port of Seattle with the tools necessary to achieve
the following objectives:
• Reductions in carbon emissions
• Reductions in fuel costs
• Reductions in maintenance events
• Streamlining maintenance
• Strategic vehicle/asset dispatching
• Improved customer service
• Improvements in both vehicle maintenance compliance and safety
The Port will not randomly or routinely review in real time the telematics data solely for
disciplinary purposes, or as part of targeted surveillance for "fishing."
Telematics data relative to an investigation/complaint involving an employee shall be made
available to the Union upon request in accordance with the terms and conditions of the CBA
and/or all relevant laws and/or statutes. Any information gleaned from telematics used to support
the Port's position relative to a disciplinary action and/or actions shall only be used in accordance
with the CBA.
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14.18 Aviation Surface Area Management System (SAMS) - the SAMS technology which uses GPS
technology to provide real-time location, movement, and maintenance data and information
derived from that in each vehicle that moves on the airfield in an effort to support the safe and
efficient movement of all stakeholders that operate there. The SAMS technology is intended to
provide, and make visible, critical data about each vehicle, in real-time, to assist the Port in
managing the movement of the many, many vehicles, including aircraft, that operate within the
perimeters of the airfield. The SAMS system will be limited to vehicles operating on the Seatac
Aircraft Movement Area (AMA) only.
The Port's management of the SAMS technology is not intended to supersede the provisions of
the CBA. Further, the intended purpose of the SAMS is not for general surveillance of employees
or discipline.
The Port does not intend to randomly or routinely review SAMS technology information solely
for disciplinary purposes but to reference it as supportive or corroborative information for use in
case of incidents on the AMA.
ARTICLE 15: GRIEVANCE PROCEDURE
It is the Port and the Union's goal that all employer/employee disputes be addressed as quickly as
possible. With this goal in mind, the parties agree to attempt to settle employer/employee disputes prior
to filing an official written grievance.
Disputes between employees and management arising during the term of this Agreement and not
resolved prior to filing an official written grievance shall be referred to a Business Representative of the
Union and to the Port within the timelines established below. A grievance not brought within the time
limit prescribed in Step 1, shall not be considered timely and shall be void. The time limits may be
waived at each step by mutual agreement, in writing, by the Union and the appropriate management
representative.
Step 1: The Union's business representative shall present the grievance in writing to the Employer's
representative. The written grievance shall contain a statement of the relevant facts the specific section(s)
of the Agreement allegedly violated or other issues in dispute and the remedy sought. Any complaint,
dispute or grievance not filed in writing by the complaining party within twenty (20) calendar days from
the date either party knew or reasonably should have known of the alleged violation shall be waived.
The Union Business Representative and the Employer Representative shall meet to resolve the grievance
within five (5) working days from date of filing. The Employer shall provide a written response to the
Union within fourteen (14) calendar days after the Step 1 meeting. In the event settlement is not reached,
the grievance shall proceed to Step Two.
Step 2: If a settlement is not reached in the manner above described, the dispute shall be referred to a
Joint Conference Committee that shall be set up under this Agreement and shall consist of two (2)
representatives of management and two (2) representatives of the Union. This committee shall select its
own chairman and secretary from within the committee, one from the Union and the other from
Management and shall meet at such times and places as it may decide. It must meet within five (5)
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working days after a dispute is referred to it for resolution. However by mutual consent, the parties may
extend the meeting deadline. If the grievance is not resolved by the Step 2 Committee, the Employer
shall provide a written response to the Union within fourteen (14) calendar days after the Step 2 meeting.
The grievance will continue to Step 3.
Step 3: In the event the grievance is not resolved in Step Two, Representatives of the LaborManagement Committee, one from each side, shall meet within five (5) working days of the completion
of Step Two and select an arbitrator by alternately striking from a list of five (5) names supplied by the
Federal Mediation and Conciliation Service. The arbitrator shall not have the right to add to or subtract
from any terms of this Agreement and all decisions must be within the scope and terms of this Collective
Bargaining Agreement. The Labor-Management Representatives shall meet with the arbitrator and
present their cases. They shall have the right to override the arbitrator during this meeting. In the even
they cannot reach a decision, the decision of the arbitrator shall be final and binding.
Each party will bear its own costs of presenting grievances under this agreement, including attorney's
fees. The Arbitrator's fee shall be shared equally by the Union and the Employer.
ARTICLE 16: WORK STOPPAGES AND EMPLOYER PROTECTION
16.1
Work Stoppages - There shall be no stoppage of work either by strike or lockout because of any
proposed changes in this Agreement or dispute over matters relating to this Agreement. All such
matters shall be handled using the grievance/arbitration procedure in this Agreement.
16.2
Discipline - Any employee participating in such work stoppage or in other ways committing an
act prohibited in this Article may be subject to disciplinary action up to and including discharge,
suspension, or other disciplinary action as may be deemed applicable to such employee.
ARTICLE 17: SAVINGS CLAUSE
Should any part hereof or any provisions herein contained be rendered or declared invalid by reason of
any existing or subsequently enacted legislation or by any decree of a court of competent jurisdiction,
such invalidation of such part or portions of this Agreement will not invalidate the remaining portions
hereof; provided however, upon such invalidation the parties will meet and negotiate such parts or
provisions affected. The remaining parts or provisions will remain in full force and effect.
ARTICLE 18: DURATION
18.1
Duration - This Agreement will become effective upon full and final approval by the Union and
the Port of Seattle Commission and will cover the period from June 1, 2023 through May 31,
2026.
18.2
Modification and Re-opener Clause - Contract negotiations for the succeeding contract may
be initiated by either party by providing to the other written notice of its intention to do so at least
sixty (60) days prior to the expiration date.
ARTICLE 19: APPRENTICESHIP
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19.1
The Parties to this Agreement shall be bound by the Puget Sound Joint Apprenticeship and
Training Trust Fund Agreement, which shall conform to Section 3.02 of the Labor-Relations Act
of 1947 as amended, ERISA and other applicable regulations.
19.2
The Employer and the Union have agreed to utilize the Joint Apprenticeship Training Council
(JATC) for maintenance apprenticeship training. When apprentices are utilized, the Employer,
the Union and Apprenticeship agree to be bound by all the rules and regulations of the JATC
Program. The ratio of apprentices to Journeyman shall be consistent with the JATC standards.
19.3
Although an Apprentice is required to work under the supervision of a Journeyman at all times,
the Journeyman is not required to constantly work with the Apprentice, but is to lay out all work
required and is permitted to leave the work without being accompanied by the Apprentice who
is assigned to work under his supervision. The Journeyman has overall supervision of the
Apprentice and will give direction, on-the-job training, and supervise work in progress.
19.4
Apprenticeship and Training Funds Contributions - The Employer shall contribute twenty
cents ($.20) per hour worked by all Journeyman and indentured Apprentices beginning to the
Puget Sound Electrical Joint Apprenticeship Training Trust Fund. Beginning January 1, 2018,
the Employer shall contribute twenty cents ($.20) to the IBEW Local 46/Port of Seattle
Electrician Training Fund.
The Apprenticeship contribution shall be due to the Trust Fund by the 15th day of the month
following the month in which the hours were worked.
Beginning January 1, 2020 the Employer agrees to contribute $.10 per hour into the Greater Puget
Sound Electrical Worker Training Fund (GPSEW). The money will be earmarked by GPSEW
and expended for Port of Seattle electrician training classes only. The Training contribution shall
be due to the GPSEW Training Fund by the 15th day of the month following the month in which
the hours were worked.
19.5
Apprentices shall be rotated from the Port to another employer after one-year of service.
ARTICLE 20: FOOTWEAR
The Port shall pay a stipend to employees who on June 1 of each contract year have accrued at least six
months of service for the purchase or repair of footwear meeting the minimum standard of ASTM F241305 as follows:
June 1, 2023 - $200
June 1, 2024 - $200
June 1, 2025 - $200
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_____________________________
Stephen P. Metruck, Port of Seattle
Executive Director
________________________________
Sean Bagsby, IBEW Local 46
Business Manager and Financial Secretary
Date: ______________________
Date: ______________________
EL01 Electricians Collective Bargaining Agreement June 1, 2023 - May 31, 2026
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MEMORANDUM OF UNDERSTANDING
BETWEEN IBEW LOCAL 46 AND PORT OF SEATTLE
AV/M OVERTIME DISTRIBUTION PROCESS FOR ALL SHIFTS
The Port will endeavor to equalize overtime in the AV/M Electric Shop. The AV/M Electric Shop will
keep a list of the amount of overtime hours for individuals within each Shift. The "Maximo Overtime
Hours Report" will be used weekly to update the Overtime List and will be posted by a Electrician
General Supervisor /Supervisor and with Shop Stewards' awareness.
Overtime will be offered first to the person with the least amount of overtime hours first within the
affected Shift. If that person declines, then the person with the next least amount of overtime hours
within the affected shift will be offered the Overtime. This will continue until someone on the affected
shift accepts the Overtime. If no one within that shift is available for the overtime, the opportunity
will be made available to the person with the least amount of overtime within the Electric Shop,
regardless of what shift that person works.
The following procedure shall be used:
•
Calls shall be sequenced based on the individual's position within the overtime list.
•
Individuals being called to fill a shift will receive one telephone call, to a designated
•
As Overtime is accepted, the employee's hour bank will be updated to reflect the Overtime
•
After an individual works OT, their name shall be placed below others with equal OT hours
•
Calls shall proceed from the individual with the lowest amount of overtime hours awarded
to the highest. Until the shift(s) are filled
telephone number. It is the individual's responsibility to designate the telephone number for
such calls, and ensure the correct number is on the telephone call list.
that employee worked. In the case that the employee is unable to work the overtime they
accepted, that time will be deducted the following Tuesday.
on the Overtime List, excluding the Reset.
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All overtime will be offered off the list first. If Leadership (Manager, Electrician General Supervisor,
and/or Electrical Supervisor) deems the OT requires a special skill, a person with special skills will be
offered OT in addition to the person off the list. Examples of special skills are welding, cable
splicing, or extensive experience with a specific system or piece of equipment.
The overtime list will be reset every Feb. 1st. The order of the list will not change with the reset of
hours. The list will reflect that everyone will have zero (0) overtime hours.
When a Probationary Employee becomes a Seniority Employee and has been assigned to a permanent
shift, a Electrician General Supervisor/Electrical Supervisor will average the number of hours on their
shift and assign them to the new Seniority Employee (total hours of that shifts overtime hours worked
divided by number of employees on shift).
When a Seniority Employee changes a shift permanently, their Overtime hours will follow them. If the
employee is on a shift temporarily (more than 2 weeks) they will use this process. When a Seniority
Employee moves to the temporary shift, their hours will follow them. When they move back to their
permanent shift, their hour bank will follow.
The Electrician General Supervisor / Electrical Supervisor assigning the overtime will keep a running
list of hours for each individual accepting the overtime, which the shop stewards may review. The list
will be updated on Wednesday before the OT is assigned. These hours will count towards the overall
hours in the overtime distribution and tracked/updated on the current overtime sheet.
Disputes regarding the application and results of this procedure shall be referred to the Business
Partnership Committee for resolution. The BP Committee can resolve disputes regarding this MOU at
more frequent intervals than waiting for their regularly scheduled BP meetings.
Refinements and modifications may be made by mutual agreement between the parties (i.e. Labor
Relations, shop stewards, and Union Reps.) during the term of this Agreement.
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For the Port
For the Union
_____________________________
________________________________
Stephen P. Metruck, Port of Seattle
Sean Bagsby, IBEW Local 46
Executive Director
Business Manager/Financial Sec.
Date:
Date:
________________________
__________________________
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