City of Seattle

The City of Seattle is our biggest member group with over 2,700 members!  We represent hundreds of classifications in nearly every department in the city. Our dedicated members are the heart of Seattle government.

Memorandum of Understanding (MOU)
Summary Page

PROTEC17 and other Coalition and non-Coalition unions recently negotiated an MOU to lay out new terms and benefits as the City develops its response to the COVID-19 pandemic. Below are a summary of those new terms:

  • Term of Agreement: The MOU will be effective retroactively to the Mayor’s initial March 3, 2020 Emergency Declaration until September 1, 2020 or when the Declaration is lifted, whichever comes first. It may be extended by the City an additional 60 days beyond the September 1 date to allow for continuity while we bargain future changes should they become necessary.
  • Telecommute and Alternative Work Arrangementsauthorized during the pandemic shall remain in effect and the City is required to give advanced notice before directing employees to return to work after the Declaration has been lifted.
  • Family First Coronavirus Response Act: These two new Federally mandated Emergency Paid Sick Leave (EPSL) and Public Health Emergency Leave (PHEL) are codified in this MOU and PROTEC17 has negotiated the ability for employees to use the EPSL in multiple blocks without the balance of the 80 hours going away. Additional, members may use their own leave balances to supplement EPSL and PHEL so that they achieve full wage replacement if those benefits don’t provide an equal benefit.
  • Vacation Accrual Caps: For employees performing mission critical functions and who are denied the ability to take vacation during the term of the MOU, this cap will be lifted for the term of the MOU and for the 3 months after its expiration date.
  • Maintenance of Medical Benefits: Any employee who is currently receiving City medical benefits will continue to receive those benefits during any unpaid leave for up to three (3) months.
  • The time for calculating pending separation status for intermittent temporary employees is tolled during the term of the agreement.
  • Redeployment and Notice: The City is required to provide a minimum of 48 hours notice to the Union in advance of redeploying employees to perform work that is outside of their normal body of work. The City will also pay employees out-of-class wages where applicable and no one will be paid less if the work is of a lower classification.
  • Timelines Freeze: In order to allow both the City and Unions to focus on the pandemic response, the City and Unions have agreed to hold timelines in abeyance for several processes, including grievances and Loudermills, during the term of the MOU.
  • High-Risk Administrative Pay: The City shall continue its current practice of paying employees who are considered high-risk and who cannot telecommute to stay home for the life of the MOU.
  • Contracting Out: The Unions have placed additional limitations on the ability of the City to contract out work. Any contracting out of your work will be limited to work that is directly related to the COVID-19 response or staffing shortages caused by the pandemic.


2019-21 contract ratified by members!

Your PROTEC17 negotiations team convened at the union office on the evening of Nov. 20 to tally the votes on the tentative agreements we recently reached with the City of Seattle — both on the Master and Municipal Court contracts — and both were overwhelmingly approved by the membership.

We saw a historic turnout for in-person voting during the week of Nov. 4, followed by a huge number of voters during the electronic voting that followed through Nov. 18. The team is exceptionally proud that all of their hard work over the last year winning economic and non-economic improvements was met with such massive approval by the Seattle members.

You can find the highlights of the Master contract HERE and highlights of the Muni Court contract HERE.

The contract now makes its way to the Seattle City Council on December 9 for ratification and to the Mayor for final signatures on December 16. Retroactive checks for the 2019 COLA are expected to be processed by late February of next year.

PROTEC17 is proud of the results of this successful, member-driven contract negotiations! Be sure to give your negotiations team kudos for all their work and dedication the next time you see them!

The Bargaining Team:

Rachael Brooks (City Light), Walker Dodson (City Light), Ulysses Hillard (SPU), Gina Kim (SPU), Aimee Kimball (City Light), Denise Krownbell (City Light), Ross McFarland (SDOT), Jennifer Peirce (Municipal Court), Dorel Radauceanu (Municipal Court), and Darren Wilson (Construction and Inspections