Item No: 8e attach
Meeting Date: January 28, 2025
COLLECTIVE BARGAINING AGREEMENT
BY
AND
BETWEEN
THE PORT OF SEATTLE
AND
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL 46
REPRESENTING ELECTRONIC TECHNICIANS
June 1, 2023 - May 31, 2026
Item No: 8e attach
Meeting Date: January 28, 2025
COLLECTIVE BARGAINING AGREEMENT BETWEEN
THE PORT OF SEATTLE AND
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL 46
REPRESENTING ELECTRONIC TECHNICIANS
TABLE OF CONTENTS
ARTICLE
PAGE
1
Purpose
..................................................................................
2
Non-Discrimination
3
Union Recognition and Membership
4
Management Rights
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3
3
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4
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4
5
Classifications and Rates of Pay .........................................
5
6
Hours of Work
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8
7
Vacation ....................................................................
9
8
Holidays
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10
9
Benefits
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12
10
Job Related Course Work and/or Training
11
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15
Travel
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15
12
Training
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15
13
Grievance Procedure
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15
14
Strikes and Lockouts
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16
15
Seniority
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17
16
Miscellaneous
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17
17
Savings Clause
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18
18
Effective Date and Duration
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19
Item No: 8e attach
Meeting Date: January 28, 2025
This AVM Electronic Systems Group Agreement is entered into between the Port of Seattle, a
municipal corporation of the State of Washington, hereinafter referred to as the "Port," and Local
Union 46 of the International Brotherhood of Electrical Workers, hereinafter referred to as the
"Union."
The jurisdiction of this agreement shall include installation, operation, renovation, alteration,
inspection, repair, software configuration, implementation and oversight of information security
systems for systems included, maintenance, and service of the following operational technology
(OT) systems and their underlying infrastructure: Combined Command & Communication
Center (C4), Automated People Mover Systems (APM) to include the current APM Satellite
Transit System (STS) and their supporting systems and equipment, Baggage Handling System,
Airport Ticketing and Gate Systems, Radio Communication Systems, Security Systems,
Electronic Signage Systems, Parking and Revenue Control Systems, Closed Circuit TV and
Video Management Systems, Facility & Power Monitoring (SCADA), Atmosphere & Surface
Monitoring, Terminal Wide Voice Paging System (TWVPS) & Messaging, Intercoms &
Emergency Phone Systems, Time Display, Ramp Tower Digital Voice Communication System,
POS Badge Printers, Airfield FOD Sensor System, Advanced Visual Docking System, Airport
Audio Recording System, Incident Command Vehicles, Floor Count System, Automated
Passport Control, Biometric Exit System, Perimeter Intrusion Detection System (PIDS), Surface
Area Management System, Parking Guidance and Inventory, and other miscellaneous systems at
Sea-Tac International Airport.
Operational technology (OT) is the hardware and software that monitors and controls devices,
processes, and infrastructure. Systems that process operational data (including electronic,
telecommunications, computer systems and technical components) are included under the term
operational technology.
At the discretion of management, employees covered by this agreement may be assigned to
perform these work functions at locations outside the airport. In the event that an AVM
Electronic System extends beyond the airport, a Business Partnership meeting will be convened
to discuss how the Electronic Technicians will maintain and administer that system.
When an interface is required between a system under the jurisdiction of this contract and any
other system, the Port and the Union shall meet and confer to discuss technical issues affecting
the interface.
In view of the foregoing, it is hereby agreed between the Port and the Union that the following
shall apply:
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.
Item No: 8e attach
Meeting Date: January 28, 2025
ARTICLE 2: NON-DISCRIMINATION
The Port and the Union will not tolerate discrimination against any person 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.
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
Item No: 8e attach
Meeting Date: January 28, 2025
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 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 regular and temporary employees from the
local community, specify certain employees as regular 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.
Due to the unique nature of the operations of the Port of Seattle, the demands for skilled
electronic technicians 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 the 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. No employee working under this agreement
shall be laid off, transferred, or suffer loss of regular work hours due to subcontracting or
transferring of the work performed under this Agreement.
ARTICLE 5: CLASSIFICATIONS AND RATES OF PAY
5.1
Definitions
Item No: 8e attach
Meeting Date: January 28, 2025
5.1.1
Regular Employee - A regular employee is an employee employed by the Port of
Seattle who has worked in the bargaining unit at least eight (8) continuous months.
Once an employee attains regular employee status, seniority shall be retroactive to
their date of hire in the bargaining unit.
5.1.2
Probationary Employee - A probationary employee is an at-will employee and
may be terminated without cause or recourse to the grievance procedure.
Probationary employees must work an equivalent to eight (8) months of continuous
full-time work. The probationary employee will be recognized as having attained
Seniority status upon the successful completion of their probationary period.
The probationary period may be extended by management, in consultation with the
Union, based on the documented performance review completed by the supervisor,
not to exceed a total of twelve (12) months worked.
The Port will notify the shop steward and the Union within one (1) week when it
hires any Probationary employees in the bargaining unit. Probationary employees
shall report directly to the Supervisors. Work will include, but is not limited to
technical support to Electronic Systems and STS.
5.1.3
Automated Control Specialist / Electronic Technician (ACS / ET) Supervisor
- Whenever an employee has 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 supervisor scale. An ACS / ET Supervisor, as compared to
a Journey Level Employee, has some distinct responsibilities to adhere to and
enforce established Port policies and procedures, management directives, and
keeping positive relations with all others. An ACS / ET Supervisor shall perform
duties with regards to:
(a) Employees: supervision, assignments, track and report on
performance, safety and compliance.
(b) Tools and Equipment: manage, track, secure, and report use of
resources.
(c) And other duties as assigned.
5.1.4
General Supervisor - Whenever an employee has the responsibility of supervision
of multiple crews and/or multiple shifts, where other system supervisors have been
assigned to manage crews, they will be paid at least the general supervisor's scale.
A General Supervisor has the responsibility of supervision/coordination of multiple
ACS / ET Supervisors and/or multiple shifts.
Employees shall be covered under the classifications and wage rate formulas that follows:
Item No: 8e attach
Meeting Date: January 28, 2025
5.2
Wage Rates
Effective June 1, 2023, the straight-time hourly basic wage rates for electronic systems
classifications shall be established as follows:
Automated Control Specialist/Electronic Technician - Effective June 1, 2023, the base
wage of the Automated Control Specialist/Electronic Technician shall be $63.03 per hour
(a 10% increase).
Effective June 1, 2024, the base wage of the Automated Control Specialist/Electronic
Technician shall be $67.76 per hour (a 7.5% increase).
Effective June 1, 2025, the base wage of the Automated Control Specialist/Electronic
Technician shall be $71.15 per hour (a 5% increase).
Effective January 1, 2026, the base wage of the Automated Control Specialist/Electronic
Technician shall be $71.86 per hour (a 1% increase).
General Supervisor - 20% above the Automated Control Specialist/Electronic
Technician.
ACS / ET Supervisor - 10% above the Automated Control Specialist/Electronic
Technician.
Probationary Electronic Technician - 10% below the Automated Control
Specialist/Electronic Technician (Applies during probationary period only).
5.3
Supervisor Minimum Staffing
The assignment of Supervisors shall be at the discretion of management. Assignment of
an employee to the classification of General Supervisor, though not required, may be
implemented at the discretion of management. Both the ET shop and the STS shop shall
each have one (1) supervisor assigned to the day shift, one (1) to the swing shift, and one
(1) to the graveyard shift (for a minimum of six (6) supervisors). The Port agrees to discuss
the Weekend Temporary Lead position at the Business Partnership meetings during the
term of this agreement.
5.4
Capital Project Work
If an Automated Control Specialist / Electronic Technician is asked to perform work that
is funded by a capital work order and is approved by AVM management, a 10% premium
will be paid. This would include capital project installation work or capital project plan
reviews with comments that would directly affect specs. Regular job duties are not eligible
for the premium (e.g., routine maintenance work, routine escorting, or required safety
support, etc.).
Item No: 8e attach
Meeting Date: January 28, 2025
The parties agree to discuss the impacts of the additional capital project workload and
project support workload on General Supervisors, Supervisors, and System Supervisors.
5.5
Shift Differentials
The hourly pay differential for second (2nd) shift shall be ten percent (10%) above the
straight-time day rate of the employee's classification. The hourly pay differential for third
(3rd) shift shall be fifteen percent (15%) above the straight-time day rate of the employee's
classification.
5.6
Overtime
All overtime shall be paid at the rate of double time (2x). Double time (2x) is never more
than two times (2x) the straight-time day rate and does not include shift differentials.
5.7
Bi-weekly Pay
Payroll checks will be distributed on a bi-weekly basis.
5.8
Call In
Any person called in to work on a day off or called in to work before or after the conclusion
of their shift shall be paid a minimum of four (4) hours pay at the overtime rate regardless
of the length of the call, unless the call lasts more than four (4) hours. This pay shall be in
addition to any pay paid for the person's regular shift. The employee accepting the callout
may be required to work the full four hours if necessary due to the emergency work, or
take other emergency calls during this four-hour period prior to leaving Port property. This
does not apply to the extension of shifts before or after the scheduled shift.
5.9
Phone and Computer Consultation Overtime - When employees are called or contacted
outside of their regular shift to seek technical advice or support, the employee giving the
advice shall be compensated at the overtime time rate in quarter hour (.25) hour intervals
for phone, text, or computer consultations. Multiple calls or computer messages within the
same fifteen-minute interval shall not be compensated as separate consultation events.
Consultation overtime is approved using the same overtime approval process as used for
other overtime assignments. Phone or computer consultations to employees outside their
regular shift in regards to scheduling or other non-technical support shall not result in any
compensation.
ARTICLE 6: HOURS OF WORK
6.1
(a)
Normal Workweek - The normal workweek shall be defined as five (5)
consecutive eight (8) hour days (5x8) or four (4) consecutive ten (10) hour days (4x10)
within a standard week of Sunday through Saturday, exclusive of a thirty (30) minute
unpaid meal period.
Item No: 8e attach
Meeting Date: January 28, 2025
An employee may volunteer to schedule their workweek as non-consecutive days.
The maximum number of Saturdays and or Sundays which an employee can be required to
work at the straight-time rate of pay shall be limited to a ratio of 1 in 3. Saturdays and or
Sundays worked in excess of this ratio will be paid at the overtime rate of pay. This ratio
may be calculated over a several week period to account for the rotating of weekend duty.
To calculate the ratio the number of Saturdays and Sundays worked over a period of time
is divided by the total number of Saturday and Sundays that occurred during that same
period of time. If an employee takes paid time off for a Saturday or Sunday they were
scheduled to work, those days shall be counted for the purpose of calculating the 1 in 3
ratio. PTO may include vacation, holiday, sick leave and bereavement leave. A Saturday
or Sunday worked at the overtime rate of pay shall not be counted when calculating the
ratio.
An employee may volunteer to work more Saturdays and Sundays than the 1 in 3 ratio at
the straight-time rate of pay.
The employees of each individual shift shall establish and coordinate their schedules with
their respective shift supervisor such that the aggregate coverage meets the required
staffing defined by management.
(b)
Optional Workweek - The normal workweek may be changed for crews or
portions of crews by mutual consent of the Union and the Port.
(c)
6.2
Meal Periods - Employees will be paid for meal periods when required by State
law.
Shift Definitions
(a) First Shift - An employee assigned to work on a shift beginning between the hours of
5:00 A.M. and 9:00 A.M. will be considered to be on first (1 st) shift.
(b) Second Shift - An employee assigned to work on a shift beginning between the hours
of 1:00 P.M. and 5:00 P.M. will be considered to be on second (2 nd) shift. The pay rate
for an employee assigned to second (2nd) shift will be their base hourly pay rate of pay
plus ten (10%) percent. An employee who is regularly assigned to the second (2 nd)
shift will have all compensable time paid at the higher rate of pay.
(c) Third Shift - An employee assigned to work on a shift beginning between the hours
of 9:00 P.M. and 1:00 A.M. will be considered to be on third (3rd) shift. The pay rate
for an employee assigned third (3rd) shift will be their base hourly rate of pay plus
fifteen (15%) percent. An employee who is regularly assigned to the third (3 rd) shift
will have all compensable time paid at the higher rate of pay.
6.3
Changes to Shift or Workweek - Changes to work schedules, including shifts, days of
the week, or hours, will require one (1) week notice to affected employees. If the employer
Item No: 8e attach
Meeting Date: January 28, 2025
does not meet the notification requirements, the employee will be paid at the overtime rate
of pay until the notification requirement is met. No employee will have their work schedule
(shift, days of week, or hours) altered for the purpose of avoiding overtime or without the
required notice.
ARTICLE 7: VACATION (Effective through May 31, 2024)
7.1
Monthly Rates of Accrual
Vacation provisions shall apply, limited to regular employees covered by this agreement,
as stated below.
Effective June 1, 2019
7.1.1
Two Weeks Vacation - An employee starting with the first day of employment and
through thirty-six (36) months of continuous service shall accrue vacation leave at
the rate of 6.67 hours per month, or up to two (2) weeks per year (6.67 hours x 12
months = 80 hours per year).
7.1.2
Three Weeks Vacation - An employee starting at the beginning of thirty-seven
(37) months and through eighty-four (84) months of continuous service shall accrue
vacation leave at the rate of ten (10) hours per month, or up to three (3) weeks per
year (10 hours x 12 months = 120 hours per year).
7.1.3
Four Weeks Vacation - An employee starting at the beginning of forty-five (85)
months and through one hundred forty-four (144) months of continuous service
shall accrue vacation leave at the rate of 13.34 hours per month, or up to four (4)
weeks per year (13.34 hours x 12 months = 160 hours per year).
7.1.4
Five Weeks of Vacation - An employee starting at the beginning one hundred
forty-five (145) months of continuous service shall accrue vacation leave at the rate
of 16.67 hours per month, or up to five (5) weeks per year (16.67 hours x 12 months
= 200 hours per year).
Effective January 1, 2021
7.1.5
Three Weeks Vacation - An employee starting with the first day of employment
and through eighty-four (84) months of continuous service shall accrue vacation
leave at the rate of ten (10) hours per month, or up to three (3) weeks per year (10
hours x 12 months = 120 hours per year).
7.1.6
Four Weeks Vacation - An employee starting at the beginning of eighty-five (85)
months and through one hundred forty-four (144) months of continuous service
shall accrue vacation leave at the rate of 13.34 hours per month, or up to four (4)
weeks per year (13.34 hours x 12 months = 160 hours per year).
Item No: 8e attach
Meeting Date: January 28, 2025
7.1.7
Five Weeks Vacation - An employee starting at the beginning one hundred fortyfive (145) months of continuous service shall accrue vacation leave at the rate of
16.67 hours per month, or up to five (5) weeks per year (16.67 hours x 12 months
= 200 hours per year).
Effective June 1, 2022
7.1.8
Three Weeks Vacation - An employee starting with the first day of employment
and through eighty-four (84) months of continuous service shall accrue vacation
leave at the rate of ten (10) hours per month, or up to three (3) weeks per year (10
hours x 12 months = 120 hours per year).
7.1.9
Four Weeks Vacation - An employee starting at the beginning of eighty-five (85)
months and through one hundred forty-four (144) months of continuous service
shall accrue vacation leave at the rate of 13.34 hours per month, or up to four (4)
weeks per year (13.34 hours x 12 months = 160 hours per year).
7.1.10 Five Weeks Vacation - An employee starting at the beginning of one hundred
forty-five (145) months of continuous service and through two-hundred and sixteen
(216) months of continuous service shall accrue vacation leave at the rate of 16.67
hours per month, or up to five (5) weeks per year (16.67 hours x 12 months = 200
hours per year).
7.1.11 Six Weeks Vacation - An employee starting at the beginning of two-hundred and
seventeen (217) months of continuous service shall accrue vacation leave at the rate
of twenty hours per month or up to six (6) weeks per year (20 hours x 12 months =
240 hours per year.
An employee covered under this Agreement who has at least eighteen years of
continuous service and who retires during the term of this Agreement shall receive the full
value of the sixth (6th) week of vacation.
Vacation shall accrue at the rate of one-twelfth (1/12th) of said employee's vacation
schedule for each month in which one hundred twenty (120) hours or more were
compensated.
On each employee's fifth (5th), and twelfth (12th) anniversary date, payroll shall adjust the
vacation accrual to reflect the appropriate vacation schedule by crediting the employee with
an additional one (1) week (40 hours) of vacation accrual.
Delete the 5th year and 12th year vacation accrual bonus on June 1, 2022.
7.2
Vacation Eligibility - For new employees, vacation vests after six (6) months of service.
New employees shall not be eligible to use vacation accruals until after the completion of
six (6) months of service.
7.3
Limits on Accumulating Vacation Leave
Item No: 8e attach
Meeting Date: January 28, 2025
7.3.1
Vacation accruals shall be limited to a maximum of four hundred eighty (480)
hours. All accruals will stop as soon as any employee has accrued a maximum of
four hundred eighty (480) hours. Accruals will begin again as soon as accrual level
drops below four hundred eighty (480) hours.
7.3.2
Vacation Cash Out: Effective upon ratification, employees may cash-out any
amount of their accrued vacation hours, provided the employee has a minimum
balance of two (2) weeks of vacation hours remaining immediately following the
cash out. Cash-outs shall be processed at the employee's current hourly rate of pay
as recorded in the payroll system. Such pay shall include the employee's shift
hourly rate of pay if applicable as long as the employee has occupied such position
or shift for at least thirty (30) days. A "Paid Time Off Cash-Out Request and
Waiver" form must be submitted to Payroll by the payroll deadline.
Effective January 1, 2019, employees will be subject to the Port of Seattle's PTO
Cash Out Policy.
7.4
Rate of Vacation Pay - Vacation pay shall be at the employee's then current straight-time
shift rate of pay.
7.5
Pay on Termination - Upon termination, employees shall be paid for unused vacation
accruals. An employee with less than a full years' service shall receive, on a pro rata basis,
the proportionate part of their vacation then earned.
ARTICLE 7: PAID TIME OFF (PTO) (Effective June 1, 2024)
7.1
Rates of Accrual: Paid time off for regular employees is earned as follows:
From Date of Hire Through 59th Month: Based on the first day of employment, from the
first full month to and including the fifty-ninth (59th) full month of continuous
employment, regular employees shall accrue paid time off at the rate of .07538 per
compensated straight time hour ( .07538 x 2080 annual hours = 156.79 hours per year).
From the 60th Month Through 119th Month: From the sixtieth (60th) full month to and
including the one hundred nineteen ( 119th) full month of continuous employment, regular
employees shall accrue paid time off at the rate of .09462 per compensated straight time
hour ( .09462 x 2080 annual hours = 196.81 hours per year).
From the 120th Month Through 179th Month: From the one hundred twentieth (120th)
full month to and including the one hundred seventieth (179th) full month of continuous
employment, regular employees shall accrue paid time off at the rate of .10423 per
compensated straight time hour (.10423 x 2080 annual hours = 216.80 hours per year).
After 180th Month: After completion of fifteen (15) years of continuous employment
starting with the one hundred eightieth month, regular employees shall accrue paid time
off at the rate of .11385 per compensated straight time hour (.11385 x 2080 annual hours
= 236.81 hours per year).
Item No: 8e attach
Meeting Date: January 28, 2025
7.2
Limits on Accumulating Paid Time Off: Paid time off accumulation shall be limited to
four hundred and eighty (480) hours. Departmental management shall be responsible for
encouraging and allowing proper scheduling for employees taking annual leave in order to avoid
any forfeiture of paid time off.
7.3
Paid Time Off for Shift Workers: Regular employees normally working shift will be
paid at the rate of the shift rate to which the employee is assigned, provided the employee works
more than fifty percent (50%) of their hours on such shift.
7.4
Scheduling of Paid Time Off: Paid time off assignments will be made at the Port's
discretion, following six (6) months of continuous service. A reasonable method for giving due
consideration to the employee's requests will be developed by management for paid time off
schedules.
7.5
Layoff: Employees who are laid off or without work through no fault on the part of the
employee will not suffer a break in length of service for paid time off purposes provided they are
rehired within six (6) months of the date of the layoff. However, no paid time off will accrue
during that period of time.
7.6
One-Time Accrual: On a non-precedential basis, each employee who had more than 18
years of employment with the Port on June 1, 2024, will receive a one-time accrual of 32 hours of
PTO upon implementation of this Agreement as long as they remain employed.
Effective January 1, 2019, employees will be subject to the Port of Seattle's PTO Cash Out Policy.
7.7
Pay on Termination - Upon termination, employees shall be paid for unused PTO
accruals. An employee with less than a full year's service shall receive, on a pro rata basis,
the proportionate part of their PTO then earned.
ARTICLE 8: HOLIDAYS
8.1
Designated Holidays - The following twelve (12) days or days in lieu thereof shall be
observed and recognized as paid holidays for regular employees:
HOLIDAY
DAY OBSERVED
New Year's Day
January 1
Memorial Day
Last Monday in May
Juneteenth
June 19 (Effective 2025)
Independence Day
July 4
Labor Day
First Monday in September
Item No: 8e attach
Meeting Date: January 28, 2025
Veteran's Day
November 11
Thanksgiving Day
Fourth Thursday in November
Day after Thanksgiving
Fourth Friday in November
Christmas Eve
December 24
Christmas Day
December 25
Three Personal Holidays
Employee designated (June 1 through May
31st each year)*
Any date commonly observed, as designated by State or national authority, may be
observed as a holiday and paid for as such in lieu of the date designated above for the paid
holidays listed.
*Personal holidays not used shall not be carried over.
8.2
Other Holiday Observance Considerations - Whenever any of the above holidays fall
on a regular 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.
8.3
Holiday Pay Rate and Qualifications - Each regular employee shall receive eight (8)
hours or ten (10) hours (if working a 4-day ten hour (4x10) workday) holiday pay at their
hourly shift rate of pay for the holidays designated in A. above, provided:
8.4
8.3.1
That the regular employee worked the regularly scheduled workday prior to, and
the first (1st) scheduled workday following the holiday. Exceptions will be made
in cases where absences have been approved by management.
8.3.2
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 their daily or weekly base wage rate.
Holidays and PTO - If a holiday falls within the PTO period of a regular 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 vacation 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 vacations are scheduled during the same period.
8.5
Pay for Time Worked on Holidays - Regular employees who perform work on any of the
above holidays shall be paid, in addition to holiday pay, the actual time worked at the
overtime rate.
Item No: 8e attach
Meeting Date: January 28, 2025
ARTICLE 9: BENEFITS
9.1
I.B.E.W. Pacific Coast Pension Plan - The employees covered by this Agreement shall
be eligible for benefits under the I.B.E.W. Pacific Coast Pension Plan. Port contributions
to this plan shall be fifty cents ($.50) base rate for all hours compensated for each employee.
Effective September 1, 2019 and for the term of the agreement, any increases emanating
from the rehabilitation plan beyond the current rehabilitation plan contribution by the
Port of fifty-eight cents ($0.58) per compensated hour of work will be shared (50%-50%)
between the Port of Seattle and members of the IBEW, Local 46, Electronic Technicians.
Employee contributions on the basis of the fifty percent (50%) will be deducted from
employee wages.
9.2
Puget Sound Electrical Workers Pension Trust - The employees covered by this
Agreement shall be eligible for benefits under the Puget Sound Electrical Workers Pension
Trust per hour, as shown below, for all hours compensated for each employee.
Effective June 1, 2022, Port contributions to this plan are six dollars ($6.00) per hour for
all hours compensated for each employee.
Effective June 1, 2023 Port contributions to this plan are six dollars and fifty cents ($6.50)
per hour for all hours compensated for each employee.
Effective June 1, 2024 the Port will contribute four dollars and forty nine cents ($4.49) plus
four percent (4%) of the regular day shift rate, for a total of seven dollars and twenty cents
($7.20) per hour for all hours compensated for each employee.
Effective June 1, 2025 Port contributions to this plan are eight dollars and thirteen cents
($8.13) per hour for all hours compensated for each employee.
9.3
Annuity - Employees covered by this agreement shall be eligible for benefits under the
Puget Sound Electrical Workers Annuity Plan. Effective January 1, 2018 the Port will
contribute 4.5% of gross monthly wages to the Plan.
9.4
Healthcare Trust Fund - The employees covered by this Agreement shall be eligible
for benefits under the Puget Sound Electrical Workers Healthcare Trust Fund.
Effective June 1, 2019, the Port will submit a lump sum base rate amount of $1256 to the
Healthcare Trust Fund. Each month, the Port's share will be $1231 and the Employee's
share will be $25 per month.
The new formula for cost sharing of any future contribution increases necessary by the
Trust over the Base Rate of $1256 per month will be 50% Employer share of the increase
and 50% Employee share of any increase. When the Employee's share of the increases
reaches $126 per month, future increases that are necessary will be paid at 90% by the
Employer and 10% by the Employee.
Item No: 8e attach
Meeting Date: January 28, 2025
Effective January 1, 2021, the Port will submit a lump sum base rate amount of $1281 to
the Healthcare Trust Fund. Each month, the Port's share of the monthly contribution will
be $1256 and the Employee's share will be $25 per month.
Effective June 1, 2022, the Port will submit a lump sum base rate amount of $1350 to the
Healthcare Trust Fund. Effective May 1, 2023, the Employees' share decreases to $0.
Through May 30, 2023, the formula for cost sharing of any future contribution increases
necessary by the Trust over the Base Rate of $1350 per month will be 50% Employer share
of the increase and 50% Employee share of any increase. When the Employee's share of
the increases reaches 10% of the base rate per month, future increases that are necessary
will be paid at 90% by the Employer and 10% by the Employee.
Effective June 1, 2023: The Employer will contribute a lump sum amount of $1,350.00
per Employee, per month.
Effective June 1, 2024: The Employer will contribute a lump sum amount of $1,350.00
per Employee, per month.
Effective June 1, 2025: The Employer will contribute a lump sum amount of $1,400.00
per Employee, per month.
9.5
Sick Leave
9.5.1
Sick Leave Accrual - Effective June 1, 2019 employees shall accrue sick leave at
the rate of .025 per hours compensated.
Sick Leave will accrue in two banks.
Bank 1) Protected Sick Leave .025 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 .025 will accrue as Paid Sick Leave per hour compensated, but
not worked.
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.
Item No: 8e attach
Meeting Date: January 28, 2025
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.
9.5.2
Pay Rate - Sick leave pay shall be at the shift straight-time hourly rate.
9.5.3
Eligibility - Sick leave will be used only in instances of bona fide employee,
immediate family, or others (as required by law) illness, injury or disability
resulting in absence from work as normally scheduled.
9.5.4
Maximum Accrual - Any unused sick leave benefits shall be accumulated into a
sick leave bank up to a maximum of four-hundred and eighty hours (480) to be used
for future illness of an employee as their needs may require, but may not in any
event be converted to additional vacation, or time off with pay. Sick leave used
shall be deducted from the accumulated bank. Unused sick leave may not be
converted to cash payment except under termination or retirement following five
(5) continuous years of active employment in a permanent position, qualified
employees shall be compensated for fifty percent (50%) of their unused sick leave
(within the 480 hour limit) at the rate of pay upon termination.
9.5.5
Pay Off - The following provisions establish the methods for application of sick
leave benefits in conjunction with other benefits:
(a) 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.
(b) An employee who is collecting Worker's Compensation temporary
occupational disability benefits may draw sufficient sick leave benefits from
their disability benefits, provided the total daily or weekly amount of benefits
does not exceed their daily or weekly base wage rate, until such time as their
leave bank is depleted.
9.5.6
Abuse of Sick Leave - Both parties are committed to work to minimize or eliminate
any abuse of sick leave.
9.6
Shared Leave - Employees covered by this agreement are eligible to participate in the
Port's Shared Leave program.
9.7
Family Medical Leave Act & State Family Care Act - 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 Policy HR-5.
9.7.1
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
Item No: 8e attach
Meeting Date: January 28, 2025
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.
9.8
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.
9.9
Bereavement Leave - Any employee who suffers a death in the employee's immediate
family shall be allowed twenty-four (24) hours leave compensated at the employee's
regular shift rate. In cases in which the funeral is outside of Washington State, the
employee may request up to sixteen (16) hours of additional paid leave, not to exceed a
maximum of forty hours (40). Individual circumstances such as the distance to the
funeral and the extent of employee involvement with the arrangements for the deceased
shall be considered in determining the number of days to be granted an employee.
Bereavement leave may be granted for the death of family members; defined as the death
of an employee's spouse or domestic partner, the employee's (or employee's spouse or
domestic partner's) parent, child, step-child, sibling, grandparent, grandchild, aunt, uncle;
or a sibling's spouse, domestic partner or child.
9.10
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 a 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.
9.11
Deferred Compensation - Employees shall be eligible for participation in the Port of
Seattle's Deferred Compensation Plan. Eligibility and participation of employees shall be
subject to the terms and conditions of such a plan including any plan amendments,
revisions, or possible cancellation. It is further agreed that the 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 negotiation by the Union.
9.12
Paid Parental Leave - The Port shall continue to provide Paid Parental Leave to members
of the bargaining unit. Eligibility, participation, and terms of the Paid Parental leave shall
be as provided to non-represented employees. 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 10: JOB-RELATED COURSE WORK AND/OR TRAINING
Item No: 8e attach
Meeting Date: January 28, 2025
At the Port's discretion, the Port may provide compensation for job-related course work or
training. Effective January 1, 2016, members of the bargaining group will be eligible to apply for
Tuition Reimbursement pursuant to the Port's Employee Learning and Development Policy (HR12).
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
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 the submitted training plans
and assess for approval. If work or a project requires on-site support work, employees may be
asked to reschedule training. On telework days employees will remain available (i.e. voice, text,
email) during their regular shift while teleworking.
ARTICLE 11: TRAVEL
Since the Sea-Tac International Airport is the permanent headquarters and place of business of the
Employer under this Agreement, the employees will furnish their own transportation to and from
the Airport and shall receive no compensation for time or mileage for such travel.
The Port shall use the Fair Labor Standards Act regulations on travel time as they existed on the
ratification date of this contract as a minimum standard to apply in all wage issues involving travel
time. In the event that more generous FLSA regulations are adopted, the Port shall then apply the
applicable new regulations.
ARTICLE 12: TRAINING
12.1
Probationary Training - Because of the complexity of the electronic systems at the
Airport, approximately eight (8) months, but not to exceed eight (8) months, of training are
required before a technician is adequately trained to work alone. If an employee needs
additional training beyond the eight (8) month probationary period, the Port, with input
from the Union, may extend the probationary period to twelve (12) months at the current
rate of pay. After successful completion of this eight (8) month training period, or extended
four-month period, on either the Central Control, Satellite Transit, or Closed Circuit TV
systems, the technician will be considered as and paid at the established rate for Automated
Control Specialist as set forth in this Agreement.
12.2 Training - When full time employees (FTE's) are directed or volunteer on a shift paying
lower shift differential or no differential, the first thirty (30) working days of such shift will
be paid at the higher shift rate.
ARTICLE 13: GRIEVANCE PROCEDURE
Item No: 8e attach
Meeting Date: January 28, 2025
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
Representative. The written grievance shall contain a statement of the relevant facts, the specific
section(s) of the Agreement allegedly violated, 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 the date of filing. In the
event settlement is not reached, the grievance shall proceed to Step Two (2). The Employer shall
provide a written response to the Union within fourteen (14) calendar days after the Step 1 meeting.
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) 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 (2), Representatives of the LaborManagement Committee, one from each side, shall meet within five (5) working days of the
completion of Step Two (2) 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 event 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 14: STRIKES AND LOCKOUTS
Item No: 8e attach
Meeting Date: January 28, 2025
14.1 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.
14.2 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 15: SENIORITY
15.1
The Manager of Electronic Systems and the Shop Representative will initiate and update
the Seniority List.
15.2
New or vacant positions shall be filled with the most senior person who has bid for the
position. If no bids, the least senior person will be assigned to the open position. Upon
completion of the bid process, Technicians are to remain in the position specialty (i.e.,
Electronic Systems or STS) for a minimum of three (3) years.
No later than January 1, 2018, the Port and the Union agree to establish a special
Labor/Management Committee to formulate a review process for employees who want to
bid from one crew to another (ET & STS) when a vacancy or shift change occurs.
Exceptions: The Port and the Union may mutually agree to waive the bid process or the
three (3) year requirement to accommodate special circumstances. Supervisor and General
Supervisor positions are selected at Management's discretion from current shop employees
and are not subject to the bid process outlined above.
15.3
If layoffs should occur, they shall proceed in order of seniority, from least senior to most
senior.
ARTICLE 16: MISCELLANEOUS
16.1
Election to Union Office - An employee elected or appointed to a position in the Union
that requires a part or all of their time will be given an unpaid leave of absence up to one
(1) year upon written application.
16.2
Port of Seattle Labor-Management 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 labor-management committee(s)
where mutually agreed.
Item No: 8e attach
Meeting Date: January 28, 2025
16.3
Bulletin Boards - The Port agrees to permit the Union shop stewards and business
representatives to post appropriate Union material on designated Union provided physical
or electric display. The parties will mutually agree at a Business Partnership meeting on
the size of the bulletin boards.
16.4
Shop Stewards - The Union shall appoint a shop steward. The shop stewards may conduct
representational responsibilities including, but not limited to, attending grievance,
Weingarten and Loudermill meetings during their regularly 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.
16.5
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
they 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. Any safety protection device required by the employer or
the State of Washington shall be supplied by the employer, with the exception of Safety
Shoes (See Article 17.7).
16.6
Reprimands - Letters of reprimand for cause shall be expunged from employee personnel
files within two (2) years so long as there is no reoccurrence of the conditions for the
reprimand.
16.7
Footwear Allowances - The Port shall pay employees who have accrued at least 1,000
hours of work a each contract year for the purchase price or repair of approved footwear
meeting the ASTM F2413-05 standard. The stipend shall be paid in the first pay period of
each contract year.
June 1, 2023 - $200
June 1, 2024 - $200
June 1, 2025 - $200
16.8
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.
16.9
Audio/Visual Work Jurisdiction Re-opener - Either party may agree to reopen the
agreement to negotiate and/or discuss the sharing of jurisdiction over audio/visual
equipment duties with the Utility Worker classification.
16.10 The Port and the Union agree to continue discussions for a name change during the term
of this agreement.
16.11 Commute Trip Benefits
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 systems. Employees who participate in the ORCA card program may also
be eligible for additional subsidized transportation services. The availability of the ORCA
Item No: 8e attach
Meeting Date: January 28, 2025
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 as 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 nonrepresented employees.
The Port agrees to provide advance notice to the Union of any changes to the commuter
benefits covered in this article.
16.12 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.
Item No: 8e attach
Meeting Date: January 28, 2025
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: EFFECTIVE DATE AND DURATION
18.1
Duration - This Agreement will become effective upon full and final ratification and
approval by the Union and the Port of Seattle Commission and covers 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.
18.3
Wage rates - Shall be effective as indicated in Article 5.
Agreed and entered into this
day of
, 2025.
IN WITNESS WHEREOF, the aforementioned have executed this Amendment to Collective
Bargaining Agreement this
day of
, 2025.
PORT OF SEATTLE
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL 46
Stephen P. Metruck, Port of Seattle
Executive Director
Sean Bagsby, IBEW Local 46
Business Manager and Financial Secretary