Agenda Item: 8i_Attach_6
Meeting Date: November 18, 2025

Port of Seattle Commission
Policy Directive

Salaries and Benefits for
Employees Not Covered by a
Collective Bargaining Agreement
As Amended
November XX,18, 2025
Document last updated November XX18, 2025, and Effective January 1, 2026

Section 1. Purpose ........................................................................................................................................ 5
Section 2. Definitions .................................................................................................................................... 5
Section 3. Scope and Applicability ................................................................................................................ 7
Section 4. Responsibilities............................................................................................................................. 8
Section 5.1. Policy Establishing Jobs, Pay Grades, Graded Salary Range Structure, Pay Practices and Pay
Types ............................................................................................................................................................ 8
A. Reporting requirements for certain positions. ................................................................................... 8
(1) General Counsel............................................................................................................................ 8
(2) External Relations Senior Director ............................................................................................... 8
(3) Internal Audit Director ................................................................................................................. 9
(4) Commission Chief of Staff............................................................................................................. 9
B. Filling Vacant Positions and Transferring Positions and/or Employees. ............................................. 9
C. Graded Salary Range Structure ......................................................................................................... 10
D. Job Assessment Process. ................................................................................................................... 11
E. Pay Practices. .................................................................................................................................... 11
(1) Pay Considerations ..................................................................................................................... 11
(2) Payroll ......................................................................................................................................... 12
(3) Initial Pay Rates........................................................................................................................... 12
F. Pay Types........................................................................................................................................... 12
(1) Overtime ..................................................................................................................................... 12
(2) Stand-by Pay .............................................................................................................................. 12
(3) Cost of Living Adjustment (COLA) ............................................................................................... 12
(4) Cost of Living Adjustment Plus (COLA Plus) ................................................................................ 12
(5) Multilingual Premium ................................................................................................................. 12
(6) Emergency Pay ........................................................................................................................... 12
(7) Other Pay Adjustments ............................................................................................................... 13
(8) Special Pay Adjustments ............................................................................................................. 13
(9) Provisional Pay ............................................................................................................................ 13
(10) Pay for Performance .................................................................................................................. 13
(a)

Base Pay Component ....................................................................................................... 13

(11) Pay for Executive Director ......................................................................................................... 13
G. Pay Rates and Pay Ranges for Non-Assessed Jobs. .......................................................................... 14
(1) High School, College, and Graduate Intern Positions ................................................................. 14

(2) Veteran Fellows Positions........................................................................................................... 14
(3) Executive Director ...................................................................................................................... 14
H. Amending Authorized Jobs, Pay Grades, and Pay Ranges ................................................................ 14
Section 5.2. Policy Regarding Benefit Programs Offered to Employees ..................................................... 14
A. Competitive Benefit Package ............................................................................................................ 14
B. Mandated Benefits ............................................................................................................................ 14
(1) Social Security (FICA) Insurance ................................................................................................. 14
(2) Industrial Insurance/Workers Compensation Coverage ............................................................ 14
(3) Unemployment Compensation .................................................................................................. 14
(4) Military Leave ............................................................................................................................. 14
(5) Faith and Conscience Days ......................................................................................................... 15
(6) Pregnancy Disability Leave ......................................................................................................... 15
(7) Family and Medical Leave Act (FMLA) of 1993........................................................................... 15
(8) The Family Care Act (FCA) of 2002 ............................................................................................. 15
(9) State Mandated, Long-Term Care Insurance Program, the Long-Term Service and Supports
Trust Act (LTSS) ........................................................................................................................... 15
(10) Washington State Paid Sick Leave ............................................................................................. 15
C. Additional Benefits for Employees .................................................................................................... 15
(1) Paid Leave .................................................................................................................................. 15
(2) Retirement .................................................................................................................................. 17
(3) Healthcare .................................................................................................................................. 17
(4) Benefits Savings Accounts ......................................................................................................... 18
(4)(5)

Life and Disability Insurance ............................................................................................. 18

(5)(6)

Flexible Work Arrangements ............................................................................................ 18

(6)(7)

Relocation ......................................................................................................................... 18

D. Repealed ............................................................................................................................................ 18
E. Benefits for the Executive Director ................................................................................................... 18
Section 5.3. Policy Regarding Benefits Offered to Port of Seattle Retirees ................................................ 18
A. Benefits for Qualified Retirees .......................................................................................................... 18
B. Repealed (Res. 3752) ........................................................................................................................ 19
C. Repealed (Res. 3752)......................................................................................................................... 19
D. Retiree Life Insurance ....................................................................................................................... 19
E. Retiree Parking ................................................................................................................................. 19

Port of Seattle Commission Salary and Benefits Policy Directive

Page 3 of 25

F. Authorization to Amend Benefits Offered to Port of Seattle Retirees ............................................ 19
G. Authorization to Establish VEBA ...................................................................................................... 19
F.

Formatted: Normal

Section 5.4. Policy Regarding Benefits Offered to Port of Seattle Commissioners ................................... 19
A. Benefits for Port Commissioners ...................................................................................................... 19
B. Healthcare ......................................................................................................................................... 19
(1) Medical and Pharmacy Benefits for Commissioners .................................................................. 19
(2) Vision Benefits for Commissioners ............................................................................................. 19
(3) Dental Benefits for Commissioners ........................................................................................... 20
(4) Healthcare Premiums ................................................................................................................. 20
C. Life Insurance .................................................................................................................................... 20
D. Right to Modify or Terminate Coverage ........................................................................................... 21
Section 5.5. Policy Regarding Special Programs and Commission Notification ......................................... 21

Revision History .............................................................................. 22Revision History
..................................................................................................................................22

Port of Seattle Commission Salary and Benefits Policy Directive

Page 4 of 25

SECTION 1.

Purpose.

The Port of Seattle Commission has authority pursuant to RCW 53.08.170 to create and fill
positions, fix wages, salaries, and establish other benefits of employment including retirement,
insurance, and similar benefits. The intent of this policy directive is to administer pay and benefits
in accordance with state and federal law. (Res. 3739, §7, 2017)
SECTION 2. Definitions.
Except as otherwise provided, the following definitions apply to this policy directive:
"At-will" means a designation given to some non-represented jobs or positions at the port where
the employment relationship may be terminated by the port or employee at any time and for
any or no reason. Employees hired as at-will are not subject to progressive discipline.
"Commissioner" means an individual who is elected to the office of Port of Seattle Commissioner
and is eligible for benefits as provided in the relevant provisions of Section 5.4. This definition
includes a Commissioner who may be appointed mid-term due to an unanticipated vacancy.
"Cost of Living Adjustments 'COLA'" means an increase to an employee's compensation based on
changes to the Consumer Price Index as defined in the Total Rewards Program Guide.
"DRS-retired employee" means an employee who is receiving a pension from any retirement plan
administered by the State of Washington Department of Retirement Systems (DRS). Refer to the DRS
web site or brochures for specific information about any limitations on working after retirement.
"Emergency hire employee" means an employee hired without a competitive hiring process
whose initial employment term is limited to three months and whose emergency hire status may
be extended for no more than two additional months.
"Employee" means an individual who performs personal services for the port and receives a
paycheck from the port payroll system with employment taxes withheld. Employees of
temporary agencies or independent contractors are not employees.
"Employment Date/Date of Hire" means the first day an employee comes to work and receives
pay for time worked.
"Executive Director" means an employee who is appointed by the Commission and who is subject
to the terms and conditions of this policy directive. In the event of any conflicting or inconsistent
terms and conditions between this policy directive and the employment agreement, the
employment agreement will prevail. This includes any terms, conditions, adjustments to pay, pay
range, or benefits for the Executive Director adopted in open session by the Port of Seattle
Commission.

Port of Seattle Commission Salary and Benefits Policy Directive

Page 5 of 25

"For cause" means a designation given to most non-represented Port of Seattle jobs and
positions where the employment relationship can be terminated by the port for reasons that
conform to previously defined standards of unacceptable conduct or performance.
"Full-time employee" means an employee who is regularly scheduled to work 80 hours per biweekly pay period.
"Hourly employee" means an employee working in a non-exempt job, one that is eligible for
overtime per the provisions of the Fair Labor Standards Act (FLSA) and the Washington Minimum
Wage Act (WMWA).
"Intern" means a temporary employee who is hired in accordance with the Intern Program
Guidelines, is considered a student per the program guidelines and is performing duties in
accordance with the student's course of study.
"Limited duration employee" means an employee who is hired for more than 90 days in a job
with a planned end date.

Formatted: Font:
Formatted: Font: (Default) +Body (Calibri)
Formatted: Font:

"Non-represented employee" means a salaried or hourly employee not represented by a labor union.
"On-call employee" means an employee who does not have a regular work schedule and whose
work hours can vary from week to week indefinitely.

Formatted: Font: Condensed by 0.2 pt
Formatted: Font: (Default) +Body (Calibri), Condensed by
0.2 pt
Formatted: Font: Condensed by 0.2 pt
Formatted: Font:

"Part-time employee" means an employee who is regularly scheduled to work less than 80 hours
per bi-weekly pay period.

Formatted: Font: (Default) +Body (Calibri)
Formatted: Font:
Formatted: Font: (Default) +Body (Calibri)

"Pay equity" means compensating employees similarly when they perform similar work, and that
pay differences between employees performing similar work can be explained by bona fide jobrelated factors that are consistent with business necessity.

Formatted: Font:

"Pay rate" means an employee's hourly pay rate as specified in the compensation rate field
contained in HCM, the port's HRIS system.
"Probationary Employee" means a newly hired or rehired employee who has not yet successfully
completed their probationary period and is expected to establish a consistent, acceptable level of
performance and behavior that is sufficient to retain their employment. If hired into a regular
position, temporary employees (Veteran Fellows, Interns, Emergency Hires) are subject to a
probationary period starting at the time of hire into the regular position.

Formatted: Font: (Default) +Body (Calibri), Condensed by
0.2 pt

Formatted: Font: Condensed by 0.2 pt
Formatted: Font:

"Probationary period" means an extension of the hiring process, 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
month of employment unless the employee is selected for a new position before completing their

Port of Seattle Commission Salary and Benefits Policy Directive

Page 6 of 25

Formatted: Font: (Default) +Body (Calibri)

probationary period. In this case, the employee's probationary period will restart beginning with
the date of transfer through the end of the sixth month of employment in the new position.
"Project-related temporary assignment" means an assignment for a full-time or part-time
employee that is generally expected to last no longer than four years. Extensions to these types
of assignments are only allowed in special circumstances with approval from Human Resources
management.

Formatted: Font:

Formatted: Font: (Default) +Body (Calibri)

"Regular employee" means an employee hired to perform a job without a specified end date.
"Salaried employee" means an employee working in an exempt job, one that is not eligible for
overtime per the provisions of the Fair Labor Standards Act (FLSA) and the Washington Minimum
Wage Act (WMWA).
"Seasonal Employee" means an employee hired to perform a job that exists on a seasonal basis
where the season begins and ends at approximately the same time each year and lasts 9 months
or less. Seasonal employees initially hired into a seasonal job through a competitive hire process
may return to work subsequent seasons without being hired through a subsequent competitive
hire process.
"Similar Work Experience Employee" means the performance of the job requires similar skill,
effort, and level of responsibility, and the jobs are performed under similar working conditions.
"Temporary assignment" means an assignment for a full-time or part-time employee that is
generally expected to last no longer than six months. A temporary assignment may only be
extended one time for a maximum of six additional months with the approval of Human
Resources management.
"Temporary employee" means an employee hired to perform a job with a specified end date.
"Veteran fellow" means an employee who is hired and receives pay and benefits in accordance
with the Veteran Fellowship Program.
(Res. 3841, 2026, Res. 3831, 2024, Res. 3823(AM), 2024, Res. 3807, §2, 2022, Res. 3795, §2, 2021,
Res. 3790, §2, 2021; Res. 3781; Res. 3765, §1, 2019; Res. 3752, §1, 2018; Res. 3739, §1, 2017)
SECTION 3. Scope and Applicability.
A. This policy directive pertains to port employees not represented by a labor union. The
Port of Seattle retains the right to modify or terminate any benefits and/or modify the cost
charged to employees or dependents for benefits coverage at any time, for any reason.
(Res. 3765, §1, 2019; Res. 3739, 2017)

Port of Seattle Commission Salary and Benefits Policy Directive

Page 7 of 25

Formatted: Not Highlight

B. The Port of Seattle reserves the right to amend or terminate any employee welfare
benefit plan and/or pay practice. (Res. 3739, §7, 2017)
SECTION 4. Responsibilities.
A. The Executive Director is authorized to take necessary action to make effective all
terms, provisions, and conditions contained within this policy directive. Should any part of this
policy directive require a change to pay or benefit administration practices by reason of any
existing or subsequently enacted local, state, or federal legislation, such change(s) will be
incorporated without the need for Commission action. (Res. 3739, §7, 2017)
B. All policies related to the Salary and Benefits Policy Directive are subject to approval
by the Executive Director. (Res. 3765, §1, 2019; Res. 3739, §3, 2017)
SECTION 5.1. Policy Establishing Jobs, Pay Grades, Graded Salary Range Structure, and Pay
Practices and Pay Types.
A. Reporting requirements for certain positions.
(1) General Counsel. The General Counsel will have a dual direct reporting
relationship with the Executive Director and the Commission by way of the
Commission President. The Executive Director will have, in consultation with the
Commission, responsibility for review and approval of performance expectations
for the General Counsel and legal department staff. Legal department staff will
report to the General Counsel.
(2) External Relations Senior Director. The External Relations Senior Director will
report jointly to the Commission President and the Executive Director. The
Commission President and the Executive Director will have responsibility for
review and joint approval of performance expectations for the External Relations
Senior Director and External Relations Department staff and will each provide
direct input for the External Relations Senior Director performance review.
Decisions regarding hiring, firing, or re-positioning the External Relations Senior
Director will receive concurrence from the Commission President and the
Executive Director. External Relations will have direct accountability to both the
Commission and the Executive Director's office and will independently execute
judgment on external affairs strategies based on ethical and professional support
of overall port objectives and the port's role as a public agency. External Relations
department staff will report to the External Relations Senior Director.
(3) Internal Audit Director. The Commission, through the Audit Committee, oversees
the internal audit function. The Internal Audit Director reports functionally to the
Commission, delegated to the Audit Committee, and administratively to the
Executive Director.
The Audit Committee is charged with making

Port of Seattle Commission Salary and Benefits Policy Directive

Page 8 of 25

recommendations to the Commission on the appointment, replacement, or
dismissal of the Internal Audit Director; provides input to the Executive Director
on the Internal Audit Director's performance evaluation; oversees the Internal
Audit Director's plans and activities; and reviews with the Internal Audit Director
the staffing and organizational structure of the internal audit function. The
Internal Audit Director will have direct accountability to both the Commission
(through the Audit Committee) and the Executive Director and will independently
execute judgment on internal audit affairs based on the scope of the audit
function. The internal audit department staff will report to the Internal Audit
Director.
(4) Commission Chief of Staff. The Commission Chief of Staff is appointed by the
Commission pursuant to an employment agreement. The Commission Chief of
Staff is subject to the terms and conditions of this policy directive. In the event of
any conflicting or inconsistent terms and conditions between this policy directive
and the employment agreement, the employment agreement will prevail.
(Res. 3807, §5, 2022, Res. 3795, §5, 2021; Res. 3781; Res. 3752, §1, 2018; Res. 3739, §2,
2017)
B. Filling Vacant Positions and Transferring Positions and/or Employees. The Executive
Director is hereby authorized to:
(1) Recruit and fill authorized positions (except that of Executive Director) up to the
fulltime-equivalent number of positions authorized;
(2) Set salaries within pay ranges established below;
(3) Transfer positions and/or employees from one work unit to another and to
reorganize functions to promote organizational effectiveness;
(4) Approve non-competitive placements in select circumstances;
(5) Establish additional positions, provided that funding is available in the
Commission approved budget; and
(6) Establish an additional position on a temporary basis when an employee has given
notice of termination or retirement in order to provide overlap and effective
business continuity.
(Res. 3739, §2, 2017)

Port of Seattle Commission Salary and Benefits Policy Directive

Page 9 of 25

C. Graded Salary Range Structures. All non-represented jobs shall be assessed and
assigned a pay grade according to their essential responsibilities, minimum qualifications, and
other factors as explained in subsection (D). Each job will have a pay range that corresponds to
its pay grade.
The following pay grades and pay ranges for non-represented jobs at the Port of Seattle are
hereby established:
NON-REPRESENTED EMPLOYEE GRADED SALARY RANGE STRUCTURE
(Effective January 1, 20265)
Proposed 2025 Non-Represented Graded Salary Range Structure
Grade

Hourly
Minimum

Market
Reference
Point

Maximum

Minimum

Market
Reference Point

Maximum

50

$21.21

$23.09

$28.70

$44,136

$48,031

$59,714

51

$23.34

$25.40

$31.57

$48,550

$52,834

$65,685

52

$25.67

$27.94

$34.73

$53,405

$58,118

$72,254

53

$28.24

$30.73

$38.21

$58,746

$63,929

$79,480

54

$31.06

$33.80

$42.03

$64,620

$70,322

$87,427

55

$34.17

$37.18

$46.23

$71,082

$77,354

$96,169

56

$37.59

$40.90

$50.85

$78,190

$85,089

$105,787

57

$41.35

$44.99

$55.94

$86,009

$93,598

$116,365

58

$45.48

$49.49

$61.53

$94,610

$102,958

$128,001

59

$50.03

$54.44

$67.69

$104,071

$113,254

$140,802

60

$55.03

$59.89

$74.46

$114,478

$124,579

$154,882

61

$60.54

$65.88

$81.90

$125,925

$137,037

$170,370

62

$66.59

$72.47

$90.10

$138,518

$150,740

$187,408

63

$73.25

$79.71

$99.10

$152,371

$165,815

$206,148

64

$80.58

$87.69

$109.02

$167,608

$182,396

$226,763

65

$88.63

$96.45

$119.92

$184,368

$200,636

$249,439

66

$97.50

$106.10

$131.91

$202,805

$220,700

$274,383

67

$107.25

$116.71

$145.10

$223,085

$242,769

$301,821

68

$117.97

$128.38

$159.61

$245,393

$267,046

$332,003

69

$129.77

$141.22

$175.57

$269,933

$293,751

$365,204

70

$142.75

$155.34

$193.13

$296,927

$323,126

$401,724

*The hourly rates presented here represents only two-digits following the decimal point. In the Port's human resources
information system, the hourly rates are up to six-digits following the decimal point.

Grade

Formatted Table

Proposed 2026 Non-Represented Graded Salary Range Structure
Hourly
Annual

Port of Seattle Commission Salary and Benefits Policy Directive

Page 10 of 25

Minimum
$21.95
$24.15
$26.56
$29.22
$32.14
$35.36
$38.89
$42.78
$47.06
$51.77
$56.95
$62.64
$68.91
$75.80
$83.38
$91.72
$100.89
$110.98
$122.08
$134.29
$147.72

50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70

Market Reference
Point
$23.89
$26.28
$28.91
$31.80
$34.98
$38.48
$42.33
$46.56
$51.22
$56.34
$61.97
$68.17
$74.99
$82.49
$90.74
$99.81
$109.79
$120.77
$132.85
$146.14
$160.75

Maximum
$29.70
$32.67
$35.94
$39.54
$43.49
$47.84
$52.62
$57.89
$63.68
$70.04
$77.05
$84.75
$93.23
$102.55
$112.81
$124.09
$136.50
$150.15
$165.17
$181.68
$199.85

Market Reference
Point
$49,702
$54,673
$60,141
$66,154
$72,769
$80,046
$88,050
$96,855
$106,541
$117,195
$128,914
$141,806
$155,986
$171,585
$188,743
$207,618
$228,380
$251,217
$276,339
$303,974
$334,371

Minimum
$45,672
$50,240
$55,263
$60,790
$66,869
$73,556
$80,911
$89,002
$97,902
$107,693
$118,462
$130,307
$143,338
$157,674
$173,441
$190,784
$209,863
$230,848
$253,933
$279,327
$307,260

Maximum
$61,792
$67,971
$74,768
$82,246
$90,469
$99,516
$109,468
$120,415
$132,455
$145,702
$160,272
$176,299
$193,930
$213,322
$234,654
$258,119
$283,932
$312,324
$343,557
$377,913
$415,704

*The hourly rates presented here represent only two-digits following the decimal point. In the Port's human
resources information system, the hourly rates are up to six-digits following the decimal point.

EXECUTIVE LEADERSHIP GRADED SALARY RANGE STRUCTURE
Effective January 1, 20265)
2025 Executive Leadership Graded Salary Range Structure
Hourly

Annual

Grade

Minimum

Market
Reference Point

Maximum

Minimum

Market Reference
Point

Maximum

101

$93.48

$101.66

$126.20

$194,443

$211,456

$262,497

102

$102.82

$111.82

$138.82

$213,886

$232,602

$288,748

103

$113.11

$123.01

$152.70

$235,275

$255,863

$317,622

104

$124.42

$135.31

$167.97

$258,804

$281,448

$349,384

105

$136.86

$148.84

$184.77

$284,683

$309,593

$384,323

106

$150.55

$163.72

$203.24

$313,151

$340,552

$422,755

107

$165.60

$180.09

$223.57

$344,467

$374,608

$465,030

Port of Seattle Commission Salary and Benefits Policy Directive

Page 11 of 25

Formatted Table

*The hourly rates presented here represents only two-digits following the decimal point. In the
Port's human resources information system, the hourly rates are up to six-digits following the
decimal point.

Grade
101
102
103
104
105
106
107

Proposed 2026 Executive Leadership Graded Salary Range Structure
Hourly
Annual
Market Reference
Market Reference
Minimum
Point
Maximum
Minimum
Point
$96.73
$105.19
$130.59
$201,210
$218,815
$106.40
$115.71
$143.65
$221,329
$240,697
$117.04
$127.29
$158.01
$243,463
$264,767
$128.75
$140.02
$173.81
$267,810
$291,242
$141.62
$154.02
$191.20
$294,590
$320,367
$155.79
$169.42
$210.32
$324,049
$352,403
$171.37
$186.36
$231.35
$356,454
$387,644

Formatted Table

Maximum
$271,632
$298,796
$328,675
$361,543
$397,697
$437,467
$481,213

*The hourly rates presented here represent only two-digits following the decimal point. In the Port's human
resources information system, the hourly rates are up to six-digits following the decimal point.

Formatted: Centered

(Res. 3841, 2026, Res. 3831, 2024, Res. 3823(AM), Res. 3807, §5, 2022, Res. 3795, §5,
2021; Res. 3781; Res. 3765, §1, 2019; Res. 3752, §1, 2018; Res. 3739, §2, 2017)
D. Job Assessment Process. It is the policy of the Commission to pay port employees based
on the port's Total Rewards philosophy. It is also the policy of the Commission to establish a job
assessment process that assesses jobs based on essential responsibilities and minimum
qualifications, such as knowledge and skills, among other characteristics, of each job. Jobs shall be
assessed on an on-going basis and administered by Human Resources management under the
direction of the Executive Director. The results of the job assessment process shall be considered
in determining the appropriate pay grade for each job as well as the appropriate exempt or nonexempt status of each job according to the criteria of the Federal Fair Labor Standards Act (FLSA).
The Senior Director of Human Resources, under the supervision of the Executive Director, shall
have the final approval authority for all job assessment outcomes and title changes except for jobs
in the Human Resources department and that of the Executive Director. Job assessment outcomes
and title changes for jobs in the Human Resources department will be approved by the Executive
Director. This authority shall include re-assessment of existing jobs and establishment and
assessment of new jobs. (Res. 3823(AM), Res. 3765, §1, 2019; Res. 3739, §2, 2017)
E. Pay Practices.
(1) Pay Considerations. An employee's work schedule shall consist of their normal
daily and weekly work schedule during a two-week pay period. A full-time
employee's work schedule is 80 hours each bi-weekly pay period. Full-time

Port of Seattle Commission Salary and Benefits Policy Directive

Page 12 of 25

employees work between 8 and 10 hours each day and salaried, exempt,
employees are expected to work the hours necessary to complete assigned work.
(2) Payroll. Employees shall be paid bi-weekly, typically on Friday. The port's payroll
week shall begin Sunday at 12:01 a.m. and end Saturday at midnight. Employees
are required to complete a direct deposit authorization form upon hire and to
keep such information current so that electronic paycheck deposits can be made
automatically to the employee's designated financial institution. The port shall
have the right and obligation per the Washington State Constitution Article VIII,
Section 7, to recover any amounts paid in error.
(3) Initial Pay Rates. Pay rates for newly hired employee will be within the pay ranges
set forth in the above graded Salary Range Structure. A newly hired employee's
placement within the pay grade will be based on similar experience they bring the
port. (Res. 3823(AM))
F. Pay Types.
(1) Overtime. Full-time and part-time hourly employees, those whose jobs are
classified as non-exempt, shall receive overtime pay in accordance with prevailing
state and federal laws.
(2) Stand-by Pay. Hourly, non-exempt, employees who are required to be available
during non-work hours to resolve problems or otherwise perform work during
non-work hours may be eligible for stand-by pay.
(3) Cost of Living Adjustment (COLA). The port may provide a compensation increase
for regular, non-temporary, non-represented employees based on changes to the
Consumer Price Index.
(4) Cost of Living Adjustment Plus (COLA Plus). The port may provide a compensation
increase to certain employees with lower pay rates in addition to the COLA
increases they may receive as defined in the Total Rewards Program Guide.
5) Multilingual Premium. The port may provide a multilingual pay premium to
employees with proven proficiency in another language for language services to
the port at the port's request.
(6) Emergency Pay. In the event of an emergency (e.g. a major snow event, an
earthquake, a significant power outage, etc.) that has an adverse impact on port
operations, employees working in exempt jobs who are not eligible for overtime
and are required to work more than their normal work schedule may be eligible
for Emergency Pay.

Port of Seattle Commission Salary and Benefits Policy Directive

Page 13 of 25

(7) Other Pay Adjustments. Other pay adjustments including, but not limited to,
promotional increases and temporary assignment adjustments may be awarded
to employees consistent with the Port Policy HR-21.

Formatted: Not Highlight

(8) Special Pay Adjustments. The Executive Director, or Human Resources
management under the supervision of the Executive Director, may approve
special pay adjustments for reasons deemed appropriate. Special adjustments
provide flexibility in ensuring appropriate compensation in unusual situations and
circumstances that are not otherwise addressed by port pay administration
policies or procedures.
(9) Provisional Pay. When unique circumstances (as determined by the Executive
Director) result in a subset of port employees incurring an additional cost or
liability that is associated with their assigned in-person work location, the port (at
the Executive Director's discretion) may provide to that affected subset of port
employees additional compensation in the form of a one-time lump sum payment
or multiple periodic payments to minimize (but not necessarily completely offset)
such additional cost or liability for the then-current calendar year, provided that
such amounts are within the approved budget.
(10) Pay for Performance. The Pay for Performance program is comprised of the two
components, a base pay increase component and an incentive pay plan
component. The incentive pay plan may be addressed in a separate resolution.
(a) Base Pay Component. This component permits eligible non-represented
employees to earn increases to their compensation that are based on
performance ratings earned during the previous performance review period.
The amount of the base pay increases shall be approved by the Commission as
part of the port budget process and administered according to a plan approved
by the Executive Director and implemented by Human Resources
management.
1. Consistent with the general delegation of authority, the Commission shall
provide input to the executive director regarding performance of those
employees that report directly to the executive director for the executive
director's benefit in rating the performance of the executive director's
direct reports. Such input shall be provided in executive session no later
than the last Commission meeting in January.
(11) Pay for the Executive Director. Pay and performance evaluation for the executive
director shall be approved by the Commission in public session. The Commission
shall have discretion in determining pay of the executive director.
(Res. 3820, §9, 2024, Res. 3807, §5, 2022, Res. 3765, §1, 2019; Res. 3739, §2, 2017)

Port of Seattle Commission Salary and Benefits Policy Directive

Page 14 of 25

Formatted: Not Highlight

Formatted: Not Highlight
Formatted: Not Highlight

G.
Pay Rates and Pay Ranges for Non-Assessed Jobs. Pay rates, pay ranges, and a
provision for a special allowance for non-assessed jobs shall be as follows:
(1) High School, College, and Graduate Intern Positions. Pay rates and employment
conditions for students employed under provisions of the Port of Seattle Intern
Program shall be determined by human resources staff based upon state or local
minimum wage regulations.
(2) Veteran Fellows Positions. Veteran fellowship jobs are not assessed, and ranges
shall be determined by human resources staff to facilitate appropriate pay
administration based on the work performed and in accordance with the Veteran
Fellowship Program guidelines.
(3) Public Safety Management Positions. Human resources staff will establish pay
grades and rates for non-represented Police and Fire positions, ensuring
alignment with job scope and mitigating wage compression among supervisory
relationships.

Formatted: Font:
Formatted: Font: (Default) +Body (Calibri), Not Bold
Formatted: Font: (Default) +Body (Calibri), Not Bold
Formatted: Font: (Default) +Body (Calibri), Not Bold
Formatted: Font: Bold

Executive Director. This job is not assessed, and no pay range is
(43)
established. The executive director's pay is established by the Port Commission.
(Res. 3841, 2026, Res. 3823(AM), Res. 3739, §2, 2017)
H.
Amending Authorized Jobs, Pay Grades, and Pay Ranges. Pay ranges may be
amended by ordinary motion approved by the Commission at any regular or special meeting
when the changes are the result of provisions contained in this policy directive. Exhibit A may be
amended by human resources management when the changes are the result of provisions
contained in this policy directive (e.g., on-going job assessments or technical errors).
(Res. 3739, §2, 2017)
SECTION 5.2. Policy Regarding Benefit Programs Offered to Employees.
A. The Port Commission supports providing a competitive benefit package for employees
and their families that assists the port in retaining and attracting employees with the skills and
abilities essential to carry out the port's work. As such, the Commission authorizes the following
benefits programs. (Res. 3739, §3, 2017)
B. Mandated Benefits. The port will make benefits required by federal, state, or local
laws available to employees and ensure they are administered consistent with the governing
laws. These benefits include, but are not limited to, the following:
(1) Social Security (FICA) insurance

Port of Seattle Commission Salary and Benefits Policy Directive

Page 15 of 25

(2) Industrial insurance/Workers Compensation coverage
(3) Unemployment compensation
(4) Military leave (based on both federal and state requirements)
(5) Faith and Conscience Days
(6) Pregnancy disability leave.
(7) Family and Medical Leave Act (FMLA) of 1993
(8) The Family Care Act (FCA) of 2002
(9) State mandated, Long Term Care insurance program, the Long-Term Service and
Supports Trust Act (LTSS)
(10) Washington State Paid Sick Leave
(Res. 3807, §5, 2022, Res. 3795, §5, 2021; Res. 3739, §3, 2017)
C. Additional Benefits for Employees. The following benefits shall be administered
consistent with port eligibility requirements.
(1) Paid Leave. The following paid leave plans shall be administered.
(a) Paid Time Off (PTO). Employees are encouraged to take at least two weeks of
paid time away from work for vacation or personal reasons each year.
(b) Sick Leave. Paid time away from work in the event of illness, injury, or other
specified reasons.
(c) Holidays. The port shall observe the following 11 holidays:
1. New Year's Holiday
2. Martin Luther King, Jr., Day
3. Presidents Day
4. Memorial Day
5. Juneteenth

Port of Seattle Commission Salary and Benefits Policy Directive

Page 16 of 25

6. Independence Day
7. Labor Day
8. Thanksgiving Day
9. Native American Heritage Day, the day after Thanksgiving
10. Port Designated Floater (in lieu of Veterans Day)
11. Christmas Day.
(d) Personal Day. One full day each year based on the payroll calendar with no
accrual and no carry forward.
(e) Bereavement Leave. Time off to attend or make arrangements for funeral or
memorial services of a close family member.
(f) Supplemental Military Leave. Additional partially paid military leave in
response to an involuntary deployment resulting from Presidential Recall or a
declared State of Emergency.
(g) Civic Duty Leave. Paid time away from work to serve on jury duty, or in limited
circumstances appear in court as a subpoenaed witness.
(h) Awarded Time. Paid time granted to salaried employees to recognize extra
work hours necessary to meet critical deadlines, assure coverage, or otherwise
accomplish port objectives.
(i) Shared Leave. Accrued leave donated by one employee to another to prevent
the receiving employee from taking leave without pay due to a serious health
condition.
(j) Paid Parental Leave. Fully paid time away from work following the birth,
adoption, or placement for foster care of a new child.
(k) Port Paid Medical Leave. Partially paid time away from work for the
employee's serious medical condition. As approved by Washington State in
lieu of the mandated Washington State Paid Family and Medical Leave.
(l) Port Paid Family Leave. Partially paid time away from work for the employee
to care for a family member with a serious medical condition, inclusive of the
birth, adoption, or placement for foster care of a new child. As approved by

Port of Seattle Commission Salary and Benefits Policy Directive

Page 17 of 25

Washington State in lieu of the mandated Washington State Paid Family and
Medical Leave.
(Res. 3823(AM), Res. 3795, §5, 2021)
(2) Retirement. Pension benefits that provide vested employees with post-retirement
income shall be as described in this section. Employees (other than DRS-retired
employees receiving a pension from any State of Washington DRS pension plan)
will become members of the Washington Public Employees Retirement System
(PERS) or Law Enforcement Officers and Fire Fighters Retirement System (LEOFF)
based on their job responsibilities. Retirement benefits will be administered
consistent with applicable Washington state laws.
(a) (Repealed by Res. 3831, Adopted 2024)
(b) Police Department employees in non-represented management jobs hired
into LEOFF eligible positions who are excluded as stated in RCW 41.04.270
from LEOFF membership as a result of their previous employment will receive
port contributions to an alternative plan. These port contributions will be
equal to the contributions the port would have made to the LEOFF plan the
Police Department employee would have been eligible to enroll in.
Any port retirement contributions made consistent with authority and prior to
January 1, 2018, are hereby ratified and confirmed.
(c) Police and Fire Department non-represented management employees are
covered under the Police and Fire Department FICA alternative plans in lieu of
Social Security.
(Res. 3831, 2024, Res. 3823(AM), Res. 3795, §5, 2021)
(3) Healthcare. Medical, pharmacy, dental, and vision coverage offered to eligible
employees consistent with Patient Protection and Affordable Care Act (ACA)
requirements shall be as follows:
(a) The port shall maintain at least two medical plan options.
(b) Employees will have the ability to enroll their eligible dependents in the same
medical, pharmacy, dental, and vision plans the employee elects.
(c) Employees may be required to pay all or a portion of their healthcare
premiums by payroll deduction.

Port of Seattle Commission Salary and Benefits Policy Directive

Page 18 of 25

(d) The port retains the right to modify or terminate healthcare benefits.
(4) [Benefit Savings Accounts. Healthcare spending account, Flexible Spending
Account, Healthcare savings account and Lifestyle spending account] tax
advantaged financial plans that help employees save for and cover eligible
expenses.
(5) Life and Disability Insurance. Benefits to protect against unexpected loss shall be
as follows:
(a) Life Insurance. Benefits paid to beneficiaries in the event of death. The port
will provide basic life insurance for employees and limited life insurance for
employees' dependents. Employees will have the ability to purchase
additional life insurance for themselves and/or their dependents.
(b) Accidental Death and Dismemberment (AD&D). Benefits paid to employees in
the event they lose a limb or to their beneficiaries in the event of accidental
death. Employees will have the ability to purchase additional AD&D insurance
for themselves and/or their dependents.
(c) Long-Term Disability. Partial income continuation benefits paid to employees
unable to work for extended periods of time.
(5) Flexible Work Arrangements. Work schedules that include varied start and stop
times, flex time, as well as longer work days combined with a non-work day each
week or pay period, compressed work week arrangements. Teleworking is
another form of flexible work arrangement. Flexible work arrangements and
teleworking include a limited Teleworking Equipment Reimbursement Program in
years that the reimbursement program is funded.
(6) Relocation. Reimbursement to newly hired salaried employees for pre-approved
moving expenses related to their relocation to the Seattle area as a result of
accepting a job with the Port of Seattle.
(Res. 3841, 2026, Res. 3823(AM), Res. 3807, §5, 2022, Res. 3795, §5, 2021; Res. 3781; Res.
3765, §1, 2019; Res. 3752, §1, 2018; Res. 3739, §3, 2017)
D. Repealed by Resolution No. 3765.
E. Benefits for the Executive Director. The Executive Director will be offered the same
benefits package other eligible employees are offered as provided in subsections (B) and (C). The
pPort Commission may also authorize different or additional benefits for the Executive Director.
(Res. 3739, §3, 2017)

Port of Seattle Commission Salary and Benefits Policy Directive

Page 19 of 25

Formatted: Not Highlight
Formatted: Not Highlight

SECTION 5.3. Policy Regarding Benefits Offered to Port of Seattle Retirees.
A. In addition to pension benefits offered to Port of Seattle retirees, the Port Commission
authorizes the following benefits and conditions for qualified retirees. (Res. 3739, §4, 2017)
B. Repealed by Resolution No. 3752.
C. Repealed by Resolution No. 3752.
D. Retiree Life Insurance. Retirees are eligible for enrollment in the retiree life insurance
plan if they have at least five consecutive years of credited service in a non-represented position
with the Port of Seattle immediately preceding retirement and are eligible to begin receiving a
pension, based at least in part upon Port of Seattle employment, within one month following
departure from the port. (Res. 3752, §1, 2018; Res. 3739, §4, 2017)
E. Retiree Parking. Retirees are eligible for free vacation parking at the north employee
parking lot at SEA (the airport in SeaTac, WA owned and operated by the Port of Seattle). A valid
retiree identification badge is required to access the north employee parking lot and can be
obtained from the front desk at Pier 69. (Res. 3795, §5, 2021; Res. 3739, §4, 2017)
F. Authorization to Amend Benefits Offered to Port of Seattle Retirees. The port is
authorized to amend the benefits in this section as necessary to comply with any changes in
statutory regulations, to require retirees to contribute all or a portion of the premium, and to
amend or terminate governing vendor or insurance contracts at any time for any reason.
(Res. 3765, §1, 2019; Res. 3739, §4, 2017)
G. [New/Add aAuthorization to establish Voluntary Employee Beneficiary Association
(VEBA) trust?] to administer a health reimbursement arrangement (HRA) plan, and provide taxfree, defined contribution account for participants to reimburse qualified medical, dental, vision
and tax qualified long-term care premiums and non-covered healthcare expenses of the
participants and their qualified dependents in accordance with Port policies and applicable law.
(Res. 3841, 2026)
SECTION 5.4. Policy Regarding Benefits Offered to Port of Seattle Commissioners.
A. Benefits contained in this section are available to port Commissioners. (Res. 3739, §5,
2017)
B. Healthcare. Port Commissioners shall have the same healthcare, medical, pharmacy,
dental, and vision benefits choices offered to port employees.
(1) Medical and Pharmacy Benefits for Commissioners.

Port of Seattle Commission Salary and Benefits Policy Directive

Page 20 of 25

Formatted: Not Highlight

Formatted: Not Highlight

(a) Coverage for Commissioners. Port Commissioners are eligible to elect medical
coverage effective on the first of the month following one calendar month as
a Port Commissioner. They shall be eligible for healthcare coverage in such
amounts and in such manner as the port has established with organizations
selected to provide or administer such benefits. Commissioners who elect
port-sponsored medical coverage must elect coverage via approved methods.
(b) Coverage for Commissioners' Dependents. Port Commissioners are eligible to
elect medical benefits for their dependents on the first of the month following
one calendar month as a port Commissioner. Coverage for dependents shall
be provided by the same medical plan that the Commissioner has chosen.
(2) Vision Benefits for Commissioners.
(a) Coverage for Commissioners. Port Commissioners are eligible to elect vision
coverage effective on the first of the month following one calendar month as
a Port Commissioner. They shall be eligible for vision coverage in such amounts
and in such manner as the port has established with organizations selected to
provide or administer such benefits. Commissioners who elect port-sponsored
vision coverage must elect coverage via approved methods.
(b) Coverage for Commissioners' Dependents. Port Commissioners are eligible to
elect vision coverage for their dependents on the first of the month following
one calendar month as a Port Commissioner. Coverage for dependents shall
be provided by the same vision plan that the Commissioner has chosen.
(3) Dental Benefits for Commissioners.
(a) Coverage for Commissioners. Port Commissioners who so elect coverage shall
receive these benefits effective the first of the month following one calendar
month as a Port Commissioner. Dental coverage will be provided in such
amounts and in such manner as the port has established with organizations
providing or administering such benefits. The eligibility and other conditions
of coverage are established with the organization selected by the port to
provide such benefits.
(b) Coverage for Commissioners' Dependents. Port Commissioners are eligible to
elect dental benefits for their dependents on the first of the month following
one calendar month as a Port Commissioner. Coverage for dependents shall
be provided by the same dental plan that the Commissioner has chosen.
(4) Healthcare Premiums. Commissioners will be responsible for paying a share of
their healthcare premiums by payroll deduction in the same manner as nonrepresented employees. Commissioners are responsible for notifying the port by

Port of Seattle Commission Salary and Benefits Policy Directive

Page 21 of 25

an approved enrollment method of their coverage elections and eligible
dependents. Any additional healthcare costs associated with a lack of notification
shall be the Commissioner's responsibility.
(Res. 3752, §1, 2018; Res. 3739, §5, 2017)
C. Life Insurance. Commissioners shall be eligible to elect life insurance coverage as
specified below.
(1) For Commissioners. Port Commissioners who so elect shall have coverage under
a $50,000 basic life insurance policy and/or $100,000 business travel accident
insurance policy on a self-paid basis on the first of the month following one
calendar month as a Port Commissioner subject to provisions of contracts with
organizations selected by the port to provide such benefits.
For purposes of optional, self-paid basic life insurance and business travel accident
insurance benefits, Port Commissioners are included in the definition of eligible
employee.
(a) For Commissioners Eligible for Retiree Life Insurance. A Commissioner is
eligible for enrollment in the retiree life insurance plan if the service
requirements listed in subsection (B)(1)(b) are satisfied and the Commissioner
elected and was covered by the $50,000 basic life insurance policy
immediately prior to the expiration of their term as a Port Commissioner.
(Res. 3739, §5, 2017)
D. Right to Modify or Terminate Coverage. The port retains the right to modify or
terminate benefits and/or to modify the cost charged to Commissioners or dependents for such
coverage. (Res. 3739, §5, 2017)
SECTION 5.5. Policy Regarding Special Programs and Commission Notification.
The Executive Director is authorized to establish and implement voluntary separation, furlough,
or other similar programs deemed necessary to benefit the financial health of the port and
amend benefits provided for in this policy directive as necessary to execute the provisions of
these programs. The Commission shall be notified of any amendments to benefits prior to
implementation of any special programs not currently provided for in this policy directive. The
Commission shall be notified of any material changes in the administrative details of the
programs authorized by this policy directive before changes are implemented.
(Res. 3739, §6, 2017)

Port of Seattle Commission Salary and Benefits Policy Directive

Page 22 of 25

Revision History
November 18, 2025

Resolution No. 3841 changed definition for temporary assignments;
modified the graded salary range structure and the executive
leadership graded salary range structure. Introduced two new pay
grades for non-assessed public safety leadership roles, Chief of Police,
Fire Chief, Deputy Chief of Policy and Assistant Fire Chief. Included
Benefit Savings Account as benefit program offered to employees and
authorization to establish a Voluntary Employee Beneficiary
Association Trust to be included in benefits programs offered to
Retirees.

November 19, 2024

Resolution No. 3831 adjusted definitions of "Seasonal Employee" and
"Pay Equity," and added the definition of "Similar Work Experience."
It also modified the non-represented employee graded salary range
structure and the executive leadership graded salary range structure.
Section 5.2.C(2)(a) was repealed in its entirety, and technical edits
were made throughout the document as necessary for general clean
up.

June 11, 2024

Resolution No. 3823(AM) changed definitions for 'at-will' and 'seasonal
employee;' replaced grade salary range structure with nonrepresented employee graded salary range structure and added
executive leadership graded salary range structure; changed 'job
evaluation system' to 'job assessment process;' changed initial pay
rates provision; removed chief of police, fire chief, deputy chief of
police, and assistant fire chief from pay rates and pay ranges for nonassessed jobs; modified veteran fellows positions provision; removed
reference to 'or family member's' from port paid medical leave and
clarified port paid family leave. Adoption of Resolution No. 3823(AM)
included a directive from the Commission through Order No. 2024-09
requiring the Executive Director to return to the Commission for
approval of the second phase of the implementation of the
Compensation Program.

March 12, 2024

Resolution No. 3820 added a new Section 5.1.F, Provisional Pay, and
renumber the remaining section in numeric order.

November 29, 2022

Resolution No. 3807 adding new definition for 'Cost of Living
Adjustments 'COLA'' and 'Pay Equity'; updating section title, striking
language referring to Workplace Responsibility staff; adjusting the
Graded Salary Range Structure by 4 percent and removing Grade 7 and
8; updating and/or modifying sections related to pay practices, initial

Port of Seattle Commission Salary and Benefits Policy Directive

Page 23 of 25

pay rates, Information and Communication Technology Stand-by Pay;
adding COLA and COLA Plus; adding Multilingual Pay and Emergency
Pay; updating Other Pay Adjustments provision; adding 'Washington
State Paid Sick Leave' reference, and removing reference to COVID-19
Vaccination Verification Incentive Day.

November 16, 2021

Resolution No. 3795 adding new definition for 'pay rate' and modify
'probationary employee;' adjusting graded salary range structure;
amending mandated benefits, paid leave, and retirement; updating
flex time and alternative work arrangement provisions; and making
other general technical edits to the policy directive.

June 8, 2021

Resolution No. 3790 amended the definitions of "Probationary
Employee" and "Probationary Period."

November 17, 2020

Resolution 3781 added the definition of "Project-related Temporary
Assignment;" amended Section 5.1.A(3) relating to the Internal Audit
Director; adjusted the graded salary range structure by 2 percent; and
amended Section 5.2.C(c), holidays, to add Juneteenth to the list of
port holidays.

November 19, 2019

Resolution 3765 added and removed definitions in Section 2,
reorganized language on the port's right to modify or terminate
benefits and policy in Sections 3 and 4 and removed several crossreferences. In Section 5.1, salary ranges were updated and language
about the job evaluation system was clarified. New provisions for paid
medical and family leave were created in Section 5.2(C).

November 27, 2018

Resolution 3752 revised definitions of "at-will" and "probationary
period"; updated the title of External Relations Senior Director;
clarified administrative and functional reporting of the Internal Audit
Director; revised the graded salary range structure; added a floating
personal day to the port's holiday schedule; provided for separate
medical, dental, pharmacy, and vision benefits; and repealed medical
benefits for retirees and their dependents. A new exhibit listing port
job titles by salary range was provided at this time also.

November 28, 2017

Resolution 3739 restated the salary and benefits program for the Port
of Seattle for 2018. It provided no expiration date, thereby effectively
establishing the first non-expiring Salary and Benefits Policy Directive
of the Port of Seattle.

Port of Seattle Commission Salary and Benefits Policy Directive

Page 24 of 25

Port of Seattle Commission Salary and Benefits Policy Directive

Page 25 of 25