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Select a city in which your worksite is located to find the CTR Ordinance, a list of mandatory program elements, and information distribution requirements for employers:

Auburn

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an Employee Transportation Coordinator to administer the CTR program. The coordinator’s and/or designee’s name, location and telephone number must be prominently displayed physically or electronically at each affected worksite. The coordinator shall oversee all elements of the employer’s CTR program and act as liaison between the employer and the City. The Employee Transportation Coordinator must complete the basic ETC training course as provided by King County within six months of assuming the status of designated transportation coordinator in order to help ensure consistent knowledge and understanding of CTR laws, rules and guidelines statewide. The objective is to have an effective transportation coordinator presence at each worksite; an affected employer with multiple sites may have one transportation coordinator for all sites.
  2. Information Distribution – Information about alternatives to drive alone commuting shall be provided to employees at least once a year. This shall consist of, at a minimum, a summary of the employer’s CTR program, including ETC name and phone number. Employers must also provide a summary of their CTR program to all new employees at the time of hire. Each employer’s CTR program description and progress report must describe what information is to be distributed by the employer and the method of distribution.
  3. Additional Program Elements – In addition to the specific CTR program elements described above, the employer’s CTR program shall include a set of measures designed to meet CTR goals. Measures may include, but are not limited to, one or more of the following:
    • Provision of preferential parking or reduced parking charges, or both, for high occupancy vehicles;
    • Instituting or increasing parking charges for drive alone vehicles;
    • Provision of commute ride matching services to facilitate employee ride-sharing for commute trips;
    • Provision of subsidies for rail, vanpool, or transit fares and/or transit passes;
    • Provision of vans or buses for employee ride-sharing;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Permitting the use of the employer’s vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees’ use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part- or full-time at home or at an alternative worksite closer to their homes;
    • Establishment of a program of alternative work schedules, such as a compressed work week which reduces commuting;
    • Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities and emergency taxi services or guaranteed ride home programs.
    • Provision of incentives for employees that do not drive alone to work;
    • Charging employees for parking and/or the elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site (Ord 5246 § 1 (Exh. A) 1999, Ord. 4602 § 2, 1993.)

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements above and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Auburn; and
  4. The employer is working collaboratively with the City of Auburn to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

Any violation of this chapter shall be enforced pursuant to the provisions of Chapter 1.25 ACC. The following actions shall constitute a violation of this chapter:

  1. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone commute goals as specified in this chapter. Failure to implement a CTR program includes but is not limited to:
    • Failure of any affected employer to submit a complete CTR program within the deadlines specified in ACC 10.02.090;
    • Failure to submit required documentation for annual reports;
  2. Submission of fraudulent data.
  3. Failure to modify a CTR program found to be unacceptable by the City under ACC 10.02.090(D).
  4. Failure to make a good faith effort, as defined in RCW 70.94.534(4) and this Chapter.
  5. Failure to self identify as an affected employer,
  6. Failure to perform a baseline measurement within the applicable deadline set forth in this chapter.

Penalties

  1. No affected employer with an approved CTR program may be held liable for failure to reach the applicable drive alone commute or VMT goals.
  2. Each day of failure by an employer to comply with the requirements of this chapter shall constitute a separate violation, subject to penalties as described in Chapter 1.25 ACC.

Contact

Jeanne Suleiman

Bellevue

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an Employee Transportation Coordinator (ETC) to administer the ETR program.
  2. Information Distribution – Information about alternatives to drive alone commuting as well as a summary of the employer's CTR Program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer's CTR Program shall also be submitted to the city with the employer's program description and regular report.
  3. Additional Program Elements – In addition, the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Approved additional elements are detailed in the Implementation Guidelines.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements listed in the employer requirements and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Bellevue; and
  4. The employer is working collaboratively with the City of Bellevue to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to self identify as an affected employer;
  2. Failure to perform a baseline measurement;
  3. Failure to develop and/or submit on time a complete CTR program;
  4. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in ordinance;
  5. Submission of false or fraudulent data in response to survey requirements;
  6. Failure to make a good faith effort, as defined in RCW 70.94.534 and this chapter; or
  7. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this chapter.

Penalties

The city may issue a notice of civil violation and may impose monetary penalties in the manner set forth in Chapter 1.18 BCC for any civil violation committed by an employer (14.40.110(C)); provided than any monetary penalty imposed shall not exceed $250.00 per day for each violation and that no monetary penalties, shall accrue subsequent to the filing of an appeal by an employer of such notice of civil violation. Each day of failure to implement the program shall constitute a separate violation, subject to penalties as described in RCW 7.80.

Limitation of Monetary Penalties

  1. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goal;
  2. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they;
    • Propose to a certified collective bargaining representative adoption of any provision of the employer's CTR program that is subject to collective bargaining pursuant to the National labor Relations Act, the Public Employee's Collective Bargaining Act (Chapter 41.56 RCW), or any other applicable federal or state collective bargaining law; and
    • Advise the union of the existence of the CTR statute and the mandates of the CTR program approved by the city and advise the union that the proposal being made is necessary for compliance with state law (RCW 70.94.531).

Contact

Rocco DeVito

Burien

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an Employee Transportation Coordinator (ETC) to administer the CTR program. The ETC and/or designee's name, location, and telephone number must be prominently displayed physically or electronically at each affected worksite. The ETC shall oversee all elements of the employer's CTR program and act as liaison between the employer and the City. The objective is to have an effective transportation coordinator present at each worksite; an affected employer with multiple sites may have one ETC for all sites.
  2. Information Distribution – Information about alternatives to drive alone commuting as well as a summary of the employer’s CTR Program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer’s CTR Program also shall be submitted to the City with the employer's program description and regular report.
  3. Additional Program Elements – In addition, the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Provision of preferential parking for high-occupancy vehicles;
    • Reduced parking charges for high-occupancy vehicles;
    • Instituting or increasing parking charges for drive alone commuters;
    • Provision of commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Provision of vans or buses for employee ridesharing;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Provision of incentives for employees that do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling and vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part or full-time at home or at an alternative worksite closer to their homes which reduces commute trips;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Charging employees for parking, and/or the elimination of free parking;
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements above and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Burien; and
  4. The employer is working collaboratively with the City of Burien to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to self identify as an affected employer;
  2. Failure to perform a baseline measurement, including:
    • Employers notified or that have identified themselves to the City within 90 days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City within 90 days from the notification or self-identification;
    • Employers not identified or self-identified within 90 days of the ordinance being adopted and that did not perform a baseline measurement consistent with the requirements specified by the City within 90 days from the adoption of this ordinance;
  3. Failure to develop and/or submit on time a complete CTR program;
  4. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in this ordinance;
  5. Submission of false or fraudulent data in response to survey requirements;
  6. Failure to make a good faith effort, as defined in RCW 70.94.534 and this ordinance; or
  7. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this ordinance.

Penalties

  1. No affected employer with an approved CTR program that has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goal;
  2. Each day of failure to implement the program is a continuing offense and shall constitute a separate violation, subject to penalties as described in RCW 7.80.
  3. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. This can be accomplished through the following:
    • Propose to a recognized union any provision of the employer's CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by the City and advise the union that the proposal being made is necessary for compliance with state law RCW 70.94.531.

Contact

Jeanne Suleiman

Des Moines

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an Employee Transportation Coordinator (ETC) to administer the CTR program. The ETC and/or designee's name, location, and telephone number must be prominently displayed physically or electronically at each affected worksite. The ETC shall oversee all elements of the employer's CTR program and act as liaison between the employer and the City. The objective is to have an effective transportation coordinator presence at each worksite; an affected employer with multiple sites may have one ETC for all sites.
  2. Information Distribution – Information about alternatives to drive alone commuting as well as a summary of the employer’s CTR Program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer’s CTR Program shall also be submitted to the City with the employer's program description and regular report.
  3. Additional Program Elements – In addition to the specific program elements described above, the employer’s CTR program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Provision of preferential parking for high-occupancy vehicles;
    • Reduced parking charges for high-occupancy vehicles;
    • Instituting or increasing parking charges for drive alone commuters;
    • Provision of commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Provision of vans or buses for employee ridesharing;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Provision of incentives for employees that do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part or full-time at home or at an alternative worksite closer to their homes which reduces commute trips;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Charging employees for parking, and/or the elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements above and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Des Moines; and
  4. The employer is working collaboratively with the City of Des Moines to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to self identify as an affected employer;
  2. Failure to perform a baseline measurement, including:
    • Employers notified or that have identified themselves to the City within ninety (90) days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City within Ninety (90) days from the notification or self-identification;
    • Employers not identified or self-identified within ninety (90) days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City of within ninety (90) days from the adoption of the ordinance;
  3. Failure to develop and/or submit on time a complete CTR program;
  4. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in ordinance;
  5. Submission of false or fraudulent data in response to survey requirements;
  6. Failure to make a good faith effort, as defined in RCW 70.94.534 and this ordinance; or
  7. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this ordinance.

Penalties

  1. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goal;
  2. Each day of failure to implement the program shall constitute a separate violation, subject to penalties as described in DMMC 1.24.190(2).
  3. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they:
    •  Propose to a recognized union any provision of the employer's CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by the City and advise the union that the proposal being made is necessary for compliance with state law RCW 70.94.531.

Contact

Jeanne Suleiman

Federal Way

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) –The employer shall designate an Employee Transportation Coordinator ETC to administer the CTR program. The ETC and/or designee’s name, location, and telephone number must be prominently displayed physically or electronically at each affected worksite. The ETC shall oversee all elements of the employer’s CTR program and act as liaison between the employer and the City of Federal Way. The objective is to have an effective transportation coordinator presence at each worksite; an affected employer with multiple sites may have one ETC for all sites. The ETC must complete the basic ETC training provided by King County after being designated as ETC.
  2. Information Distribution – Information about alternatives to drive alone commuting as well as a summary of the employer’s CTR Program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer’s CTR Program shall also be submitted to the City of Federal Way with the employer’s program description and regular report.
  3. Additional Program Elements – In addition,the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Provision of preferential parking for high-occupancy vehicles;
    • Reduced parking charges for high-occupancy vehicles;
    • Instituting or increasing parking charges for drive alone commuters;
    • Provision of commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Provision of vans or buses for employee ridesharing;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Provision of incentives for employees that do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part or full-time at home or at an alternative worksite closer to their homes which reduces commute trips;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Charging employees for parking, and/or the elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements listed in the employer requirements and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Federal Way; and
  4. The employer is working collaboratively with the City of Federal Way to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to perform a baseline measurement, including;
    • Employers notified or that have identified themselves to the City of Federal Way within 90 days of the adoption of this Chapter and that do not perform a baseline measurement consistent with the requirements specified by the City of Federal Way within 90 days from the notification or self-identification;
    • Employers not identified or self-identified within 90 days of the adoption of this Chapter and that do not perform a baseline measurement consistent with the requirements specified by the City of Federal Way within 90 days from the adoption of this Chapter;
  2. Failure to develop and/or submit on time a complete CTR program; 
  3. Failure to designate an ETC within 90 days from notification or self-identification; 
  4. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in this Chapter;
  5. Failure to make a good faith effort, as defined in RCW 70.94.534 and this Chapter; or
  6. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this Chapter.

Penalties

  1. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goal;
  2. Violation of this Chapter shall constitute a civil infraction subject to a penalty of two hundred fifty dollars ($250.00)
  3. Each day of failure to implement the program is a continuing offense and shall constitute a separate violation.
  4. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they: 
    • Propose to a recognized union any provision of the employer's CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by the City of Federal Way and advise the union that the proposal being made is necessary for compliance with state law RCW 70.94.531.

Contact

Jeanne Suleiman

Issaquah

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an Employee Transportation Coordinator (ETC) to administer the CTR program. Any designated ETC must attend training provided by the City. The ETC and/or designee's name, location, and telephone number must be prominently displayed physically or electronically at each affected worksite. The ETC shall oversee all elements of the employer's CTR program and act as liaison between the employer and Issaquah. The objective is to have an effective transportation coordinator presence at each worksite; an affected employer with multiple sites may have one ETC for all sites.
  2. Information Distribution – Information about alternatives to drive alone commuting as well as a summary of the employer’s CTR Program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer’s CTR Program shall also be submitted to Issaquah with the employer's program description and regular report.
  3. Additional Mandatory Elements - Affected employers shall be required to implement the following:
    • Provision of preferential parking for high-occupancy vehicles.
    • Provision of secure bicycle parking facilities.
    • Commuter information center.
    • Promotional events.
  4. Additional Program Elements – In addition,the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Provision of commuter ride matching services to facilitate employee ridesharing;
    • Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Provision of vans or buses for employee ridesharing;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Provision of incentives for employees that do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Establishment of a program to permit employees to work part or full-time at home or at an alternative worksite closer to their homes which reduces commute trips;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • 1Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Charging employees for parking, and/or the elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site.
    • Instituting or increasing charges for drive alone commuters.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements above and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Issaquah; and
  4. The employer is working collaboratively with the City of Issaquah to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to self identify as an affected employer;
  2. Failure to perform a baseline measurement, including:
    • Employers notified or that have identified themselves to Issaquah within 90 days of these regulations being adopted and that do not perform a baseline measurement consistent with the requirements specified by Issaquah within 90 days from the notification or self-identification;
    • Employers not identified or self-identified within 90 days of these regulations being adopted and that do not perform a baseline measurement consistent with the requirements specified by Issaquah within 90 days from the adoption of these regulations;
  3. Failure to develop and/or submit on time a complete CTR program;
  4. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in ordinance;
  5. Submission of false or fraudulent data in response to survey requirements;
  6. Failure to make a good faith effort, as defined in RCW 70.94.534 and these regulations; or
  7. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this ordinance.

Penalties

  1. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goal;
  2. Each day of failure by an employer to (a) implement a commute trip reduction program, or (b) modify an unacceptable commute trip reduction program, or (c) fail to perform any activity required by this chapter relating to implementation of or required modification to a CTR program shall constitute a separate violation and shall be considered a civil infraction. The penalty for a violation shall be two hundred fifty dollars ($250) per day.
  3. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they:
    • Propose to a recognized union any provision of the employer’s CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • dvise the union of the existence of the statute and the mandates of the CTR program approved by Issaquah and advise the union that the proposal being made is necessary for compliance with state law (RCS 70.94.531).
  4. CTR penalty fees. Penalties resulting from violations of these regulations shall go back to the violating entities for use in their CTR program or be deposited in the City Tree Fund IMC 18.12.180 City Tree fund.

Contact

Rocco DeVito

Kent

Ordinance

  Kent CTR Ordinance (PDF)

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an employee transportation coordinator (ETC) to administer the CTR program. The ETC’s name, location, and telephone number must be prominently displayed, physically or electronically, at each affected worksite. The ETC shall oversee all elements of the employer’s CTR program and act as liaison between the employer and the city.
  2. Information Distribution – Information about alternatives to drive alone commuting as well as a summary of the employer’s CTR program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer’s CTR program at the time of hire shall also be submitted to the city with the employer’s program description and regular report.
  3. Additional Program Elements – In addition to the specified program elements described above, the employer’s CTR program shall include additional elements as needed to meet the CTR goals. Employers are encouraged to consider innovative strategies and combine program elements in a manner that will best suit their location, site characteristics, business type, and employees’ commuting needs. Employers are further encouraged to cooperate with each other to implement program elements. Elements may include, but are not limited to, one (1) or more of the following:
    • Preferential parking for high-occupancy vehicles;
    • Reduced parking charges for high-occupancy vehicles;
    • Increasing parking charges for drive alone commuters;
    • Commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Vans or buses for employee ridesharing;
    • Subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Incentives for employees that do not drive alone to work;
    • Use of the employer’s vehicles for carpooling or vanpooling;
    • Flexible work schedules to facilitate employees’ use of transit, carpools, or vanpools;
    • Additional regular or express service to the worksite, in cooperation with transit service providers;
    • Special loading and unloading facilities for transit, carpool, and vanpool users;
    • Bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • A program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Program(s) to permit employees to work part- or full-time at home or at an alternative worksite closer to their homes, which reduces commute trips;
    • Program(s) of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • Other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements above and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Kent; and
  4. The employer is working collaboratively with the City of Kent to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

Any one or more of the following constitute violations of this Chapter:

  1. Failure to self-identify as an affected employer and/or to provide the baseline measurement as required by Sections 6.12.050(A) and (B).
  2. Failure to develop and/or submit, on time, a complete CTR program.
  3. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in this chapter.
  4. Submission of false or fraudulent data in response to survey requirements.
  5. Failure to make a good faith effort, as defined in RCW 70.94.534 and this chapter.
  6. Failure to revise a CTR program as required by RCW 70.94.534(4) and this chapter.  (Ord. No. 3474, § 2, 9-21-99; Ord. No. 3917, § 2, 6-2-09)

Penalties

  1. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goals.
  2. Each day of violation shall constitute a separate violation and shall be subject to penalties in the amount assessed for Class 1 civil infractions set forth in RCW 7.80.120(1)(a).
  3. An affected employer shall not be liable for penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they:
    • Propose to a recognized union any provision of the employer’s CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by the city and advise the union that the proposal being made is necessary for compliance with state law RCW 70.94.531.  (Ord. No. 3474, § 2, 9-21-99; Ord. No. 3917, § 2, 6-2-09)

Contact

Jeanne Suleiman

King County (Unincorporated)

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an Employee Transportation Coordinator (ETC) to administer the CTR program. The ETC and/or designee's name, location, and telephone number must be prominently displayed physically or electronically at each affected worksite. The ETC shall oversee all elements of the employer's CTR program and act as liaison between the employer and King County. The objective is to have an effective transportation coordinator presence at each worksite; an affected employer with multiple sites may have one ETC for all sites. The ETC must complete the basic ETC training provided by King County within six months of being designated as ETC.
  2. Information Distribution – Information about alternatives to drive alone commuting as well as a summary of the employer’s CTR Program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer’s CTR Program shall also be submitted to King County with the employer's program description and regular report.
  3. Additional Program Elements – In addition,the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Provision of preferential parking for high-occupancy vehicles;
    • Reduced parking charges for high-occupancy vehicles;
    • Instituting or increasing parking charges for drive alone commuters;
    • Provision of commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Provision of vans or buses for employee ridesharing;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Provision of incentives for employees that do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part or full-time at home or at an alternative worksite closer to their homes which reduces commute trips;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Charging employees for parking, and/or the elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements above and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by King County; and
  4. The employer is working collaboratively with King County to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to self identify as an affected employer;
  2. Failure to perform a baseline measurement, including:
    • Employers notified or that have identified themselves to King County within 90 days of the adoption of this Chapter and that do not perform a baseline measurement consistent with the requirements specified by King County within 90 days from the notification or self-identification;
    • Employers not identified or self-identified within 90 days of the adoption of this Chapter and that do not perform a baseline measurement consistent with the requirements specified by King County within 90 days from the adoption of this Chapter;
  3. Failure to develop and/or submit on time a complete CTR program;
  4. Failure to designate an ETC within 90 days from notification or self-identification;
  5. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in this Chapter;
  6. Submission of false or fraudulent data in response to survey requirements;
  7. Failure to make a good faith effort, as defined in RCW 70.94.534 and this Chapter; or
  8. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this Chapter.

Penalties

  1. Violation of this Chapter shall constitute a civil infraction subject to a penalty of two hundred fifty dollars ($250.00).
  2. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goal;
  3. Each day of failure to implement the program is a continuing offense and shall constitute a separate violation.
  4. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they:
    • Propose to a recognized union any provision of the employer's CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by King County and advise the union that the proposal being made is necessary for compliance with state law RCW 70.94.531.

Contact

Jeanne Suleiman

Kirkland

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate a transportation coordinator to administer the CTR program. The coordinator’s and/or designee’s name, location, and telephone number must be displayed prominently at each affected worksite. The coordinator shall oversee all elements of the employer’s CTR program and act as liaison between the employer and the City. An affected employer with multiple sites may have one transportation coordinator for all sites.
  2.  Information Distribution – The employer shall provide information about alternatives to drive alone commuting to employees at least once a year. This shall consist of, at a minimum, a summary of the employer’s program, including the transportation coordinator’s name and phone number. The summary of the employer’s CTR Program shall also be submitted to the City with the employer’s program description and regular report. 
  3. Affected employers shall be required to implement the following:
    • Promotional events;
    • Commuter information center;
    • Preferential parking for high-occupancy vehicles, carpools and vanpools;
    • Provide secure covered bicycle parking facilities
  4. Additional Program Elements – In addition, the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Reduced parking charges for high-occupancy vehicles;
    • Instituting or increasing parking charges for drive alone commuters;
    • Provision of commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Provision of vans or buses for employee ridesharing;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Provision of incentives for employees who do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part- or full-time at home or at an alternative worksite closer to their homes which reduces commute trips;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Charging employees for parking, and/or the elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements above and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Kirkland; and
  4. The employer is working collaboratively with the City of Kirkland to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to self identify as an affected employer;
  2. Failure to perform a baseline measurement, including:
    • Employers notified or that have identified themselves to the City within ninety (90) days of the chapter being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City within ninety (90) days from the notification or self-identification;
    • Employers not identified or self-identified within ninety (90) days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City within ninety (90) days from the adoption of the ordinance;
  3. Failure to develop and/or submit on time a complete CTR program;
  4. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in this chapter;
  5. Submission of false or fraudulent data in response to survey requirements;
  6. Failure to make a good faith effort, as defined in RCW 70.94.534 and this Chapter; or
  7. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this ordinance.

Penalties

  1. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goal.
  2. Each day of failure by an employer to (a) implement a commute trip reduction program, or (b) modify an unacceptable commute trip reduction program, or (c) fail to perform any activity required by this chapter relating to implementation of or required modification to a CTR program shall constitute a separate violation and shall be considered a civil infraction. The penalty for a violation shall be two hundred fifty dollars ($250.00) per day.
  3. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Employers having unionized employees shall be presumed to act in good faith compliance if they: (a) propose to a recognized union any provision of the employer's CTR program that is subject to bargaining as defined by the National Labor Relations Act; and (b) advise the union of the existence of the statute and the mandates of the CTR program approved by the city and advise the union that the proposal being made is necessary for compliance with state law (RCW 70.94.531).
  4. Payment of a monetary penalty pursuant to this chapter does not relieve an affected employer of the duty to comply with the activities required by this chapter.
  5. Nothing in this chapter limits the right of the city to pursue other civil or equitable remedies it may have to obtain compliance with the activities required by this chapter.
  6. A notice of violation and imposition of monetary penalties represents a determination that a civil infraction has been committed. The determination is final unless appealed as provided in this chapter.
  7. A notice of violation and imposition of monetary penalties shall be served on the affected employer, either personally or by mailing a copy of the notice by certified mail, postage prepaid, return receipt requested to the affected employer at his/her last known address. The person who affected personal service or service by mail shall make proof of service at the time of service by a written declaration under penalty of perjury declaring the time and date and the manner in which service was made.

Contact

Rocco DeVito

Mercer Island

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an ETC to administer the CTR program. The ETC and/or designee's name, location, and telephone number must be prominently displayed physically or electronically at each affected worksite. The ETC shall oversee all elements of the employer's CTR program and act as liaison between the employer and the City. The objective is to have an effective transportation coordinator presence at each worksite; an affected employer with multiple sites may have one ETC for all sites.
  2. Information Distribution – Information about alternatives to drive alone trips as well as a summary of the employer's CTR Program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer's CTR Program shall also be submitted to the City with the employer's program description and regular report.
  3. Additional Program Elements – In addition to the specific program elements described above, the employer's CTR program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Provision of preferential parking for high-occupancy vehicles
    • Reduced parking charges for high-occupancy vehicles;
    • Instituting or increasing parking charges for drive alone commuters;
    • Provision of commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Provision of vans or buses for employee ridesharing;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Provision of incentives for employees that do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part- or full-time at home or at an alternative worksite closer to their homes which reduces commute trips;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Charging employees for parking, and/or the elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements above and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Mercer Island; and
  4. The employer is working collaboratively with the City of Mercer Island to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Penalties

  1. Each day an affected employer violates this Chapter shall constitute a separate violation and shall be considered a Class I infraction pursuant to RCW 7.80.120. The penalty for a violation shall be $50 per day.
  2. No affected employer with an approved CTR program which has made a good faith effort will be required to pay a civil monetary penalty solely for its failure to reach its applicable drive alone or VMT goal;
  3. An affected employer shall not be liable for civil monetary penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they:
    • Propose to a recognized union any provision of the employer's CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by the City and advise the union that the proposal being made is necessary for compliance with state law (RCW 70.94.531).

Contact

Jeanne Suleiman

Redmond

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an ETC to administer the CTR program. The ETC and/or designee's name, location, and telephone number must be prominently displayed physically or electronically at each affected worksite. The ETC shall oversee all elements of the employer's CTR program and act as liaison between the employer and the City of Redmond. An affected employer with multiple sites may have one transportation coordinator for all sites. A transportation coordinator does not need to be an employee of the affected employer.
  2. Information Distribution – Information about alternatives to drive alone commuting shall be provided to employees at least once a year. This shall consist of, at a minimum, a summary of the employer’s program, including ETC name and phone number. Employers must also provide a summary of their program to all new employees at the time of hire. Employers shall also provide for continuous information distribution through a transportation information center to be maintained in each worksite building used by fifty (50) or more affected employees. Each employer’s program description and annual report must describe what information is to be distributed by the employer and the method of distribution. The summary of the employer’s CTR Program shall also be submitted to the City with the employer's program description and regular report annually.
  3. Additional Program Elements – In addition to the specific program elements described above, the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Provision of preferential parking for high-occupancy vehicles which is signed, monitored, and enforced;
    • Reduced parking charges for high-occupancy vehicles;
    • Instituting or increasing parking charges for drive alone commuters;
    • Provision of commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Provision of incentives for employees that do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • rovision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part or full-time at home or at an alternative worksite closer to their homes which reduces commute trips;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • Establishment of a program of telecommuting which permits affected employees to work at home or at an alternative worksite closer to their home
    • Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Charging employees for parking, and/or the elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site.
    • Participation in a Transportation Management Association (TMA).
    • Participation in a city sponsored Commute Program.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements above and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Redmond; and
  4. The employer is working collaboratively with the City of Redmond to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this ordinance are not met:

  1. Failure to self identify as an affected employer within the timeframes indicated in RMC 5.65.060;
  2. Failure to perform a baseline measurement, including:
    • Employers notified or that have identified themselves to the city within ninety (90) days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the city within ninety (90) days from the notification or self-identification;
    • Employers not identified or self-identified within ninety (90) days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the city within ninety (90) days from the adoption of the ordinance;
  3. Failure to develop, submit, and/or submit on time a complete CTR program within the deadlines of this ordinance;
  4. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in ordinance;
  5. Submission of false or fraudulent data in response to survey requirements;
  6. Failure to make a good faith effort, as defined in RCW 70.94.534; or
  7. Failure to revise a CTR program as defined in RCW 70.94.534(4).

Penalties

Each city business day during which an employer fails to 1) implement a commute trip reduction program, or 2) modify a commute trip reduction program that does not meet the goals shall constitute a separate violation of this ordinance. No affected employer with an approved CTR program may be held liable for failure to reach the applicable SOV or VMT goals. This ordinance shall be enforced by the Code Compliance Officer as provided in RMC 1.14, provided that:

  1. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goal;
  2. Each day of failure to implement the program shall constitute a separate violation, subject to penalties as described in RCW 7.80.
  3. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they:
    • Propose to a recognized union any provision of the employer's CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by the city and advise the union that the proposal being made is necessary for compliance with state law RCW 70.94.531.
  4. In any hearing on the matter the Code Compliance Hearing Examiner shall consider as evidence:
    • Documented contacts between the city and the employer;
    • Documented program activities undertaken by the employer, and
    • Any other evidence submitted by the city or the employer which can demonstrate compliance with this Chapter and the CTR law RCW 70.94.521 through 70.94.551, or lack thereof, and
  5. The maximum civil penalty that may be imposed by the Code Compliance Hearing Examiner for each separate violation shall be $250 per day per violation.
  6. Failure to obey any order of the Code Compliance Hearing Examiner, and failure to comply with any administrative decisions or sanction imposed under this ordinance shall constitute a class 1 civil infraction pursuant to RCW 7.80.120 and shall be punishable by a maximum civil penalty of $250 per day per violation. In addition to the institution of any such civil infraction proceedings, the city may authorize the city attorney to collect the fees by appropriate legal action against the employer.
  7. An employer shall not be deemed to be in violation of this ordinance if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they: (1) propose to a recognized union any provision of the employer’s CTR program that is subject to bargaining as defined by the National Labor Relations Act; and (2) advise the union of the existence of the statute and the mandates of the CTR program approved by the city of Redmond and advise the union that the proposal being made is necessary for compliance with state law RCW 70.94.531.

Contact

Jeanne Suleiman

Renton

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an Employee Transportation Coordinator (ETC) to administer the CTR program. The ETC and/or designee's name, location, and telephone number must be prominently displayed physically or electronically at each affected worksite. The ETC shall oversee all elements of the employer's CTR program and act as liaison between the employer and the City of Renton. The objective is to have an effective transportation coordinator presence at each worksite; an affected employer with multiple sites may have one ETC for all sites.
  2. Information distribution – Information about alternatives to drive alone commuting as well as a summary of the employer's CTR program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer's CTR program shall also be submitted to the City of Renton with the employer's program description and regular report.
  3. Additional program elements – In addition, the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Provision of preferential parking for high-occupancy vehicles;
    • Reduced parking charges for high-occupancy vehicles;
    • Instituting or increasing parking charges for drive alone commuters;
    • Provision of commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Provision of vans or buses for employee ridesharing;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Provision of incentives for employees that do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part or full-time at home or at an alternative worksite closer to their homes which reduces commute trips;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • Implementation of other measures designed to facilitate the use of high occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Charging employees for parking, and/or the elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements above and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Renton; and
  4. The employer is working collaboratively with the City of Renton to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to self identify as an affected employer;
  2. Failure to perform a baseline measurement, including
    • Employers notified or that have identified themselves to the City of Renton within 90 days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City of Renton within 90 days from the notification or self-identification;
    • Employers not identified or self-identified within 90 days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City of Renton within 90 days from the adoption of the ordinance;
  3. Failure to develop and/or submit on time a complete CTR program;
  4. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in ordinance;
  5. Submission of false or fraudulent data in response to survey requirements;
  6. Failure to make a good faith effort, as defined in RCW 70.94.534 and this ordinance; or
  7. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this ordinance. 

Penalties

  1. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goal;
  2. No Major Employer shall be liable for civil penalties for failure to reach the applicable commute trip reduction goals;
  3. Each day of failure to implement the program shall constitute a separate violation, subject to penalties as described in RCW 7.80;
  4. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they:
    • Propose to a recognized union any provision of the employer's CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by the City of Renton and advise the union that the proposal being made is necessary for compliance with state law (RCW 70.94.531).

Appeal of City decisions

An affected employer may appeal any of the following decisions to the Office of the Hearing Examiner:

  1. Rejection of an employers proposed program,
  2. Denial of a request for a waiver or modification of any CTR requirements;
  3. Rejection of an employer's request for a modification of of the employer's program.

Contact

Jeanne Suleiman

SeaTac

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC)The employer shall designate an Employee Transportation Coordinator (ETC) to administer the CTR program. The ETC and/or designee's name, location, and telephone number must be prominently displayed physically or electronically at each affected worksite. The ETC shall oversee all elements of the employer's CTR program and act as liaison between the employer and the City of SeaTac. The objective is to have an effective transportation coordinator presence at each worksite; an affected employer with multiple sites may have one ETC for all sites. The ETC must complete the basic ETC training provided by King County within six months of being designated as ETC.
  2. Information Distribution Information about alternatives to drive alone commuting as well as a summary of the employer’s CTR Program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer’s CTR Program shall also be submitted to the City of SeaTac with the employer's program description and regular report.
  3. Complete CTR Survey Complete the state-mandated CTR Survey every two years at the County’s direction.
  4. Complete CTR Program Report Complete the state-mandated CTR Program Report in the years between each CTR survey.
  5. Additional Program Elements In addition,the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Provision of preferential parking for high-occupancy vehicles;
    • Reduced parking charges for high-occupancy vehicles;
    • Instituting or increasing parking charges for drive alone commuters;
    • Provision of commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Provision of vans or buses for employee ridesharing;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Provision of incentives for employees that do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part or full-time at home or at an alternative worksite closer to their homes which reduces commute trips;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Charging employees for parking, and/or the elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements above and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of SeaTac; and
  4. The employer is working collaboratively with the City of SeaTac to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to self identify as an affected employer;
  2. Failure to perform a baseline measurement, including:
    • Employers notified or that have identified themselves to the City of SeaTac within 90 days of the adoption of this Chapter and that do not perform a baseline measurement consistent with the requirements specified by the City of SeaTac within 90 days from the notification or self-identification;
    • Employers not identified or self-identified within 90 days of the adoption of this Chapter and that do not perform a baseline measurement consistent with the requirements specified by the City of SeaTac within 90 days from the adoption of this Chapter;
  3. Failure to develop and/or submit on time a complete CTR program;
  4. Failure to designate an ETC within 90 days from notification or self-identification;
  5. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in this Chapter;
  6. Submission of false or fraudulent data in response to survey requirements;
  7. Failure to make a good faith effort, as defined in RCW 70.94.534 and this Chapter; or
  8. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this Chapter.

Penalties

  1. Violation of this Chapter shall constitute a civil infraction subject to a penalty of two hundred fifty dollars ($250.00).
  2. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goal;
  3. Each day of failure to implement the program is a continuing offense and shall constitute a separate violation.
  4. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they:
    • Propose to a recognized union any provision of the employer's CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by the City of SeaTac and advise the union that the proposal being made is necessary for compliance with state law RCW 70.94.531.

Contact

Jeanne Suleiman

Seattle

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – Designation of an employee transportation coordinator to administer the CTR program and to act as a liaison to the Director for one or more worksites of an affected employer. The coordinator's and/or designee's name, location and telephone number must be displayed prominently at each worksite.
  2. Information Distribution - Distribution of the CTR program summary to affected employees at least twice a year and to each new affected employee when the new affected employee begins employment.
  3. Additional Program Elements – In addition, the employer’s CTR Program shall include additional elements as needed to meet CTR goals. An affected employer’s CTR program shall specifically identify at least two of the following measures to be implemented by the affected employer:
    • Provide bicycle parking facilities and/or lockers, changing areas, and showers for employees who walk or bicycle to work;
    • Provide commuter ride-matching services to facilitate employee ride-sharing for commute trips;
    • Provide subsidies for transit fares;
    • Provide employer vans or third-party vans for vanpooling;
    • Provide subsidy for carpool and vanpool participation;
    • Permit the use of the employer's vehicles for carpool and/or vanpool commute trips;
    • Permit alternative work schedules, such as a compressed workweek, that reduce commute trips by affected employees between six (6:00) a.m. and nine (9:00) a.m. A compressed workweek regularly allows a full-time employee to eliminate at least one (1) workday every two (2) weeks, by working longer hours during the remaining days, resulting in fewer commute trips by the employee;
    • Permit alternative work schedules such as flex-time that reduce commute trips by affected employees between six (6:00) a.m. and nine (9:00) a.m. Flex-time allows individual employees some flexibility in choosing the time, but not the number, of their working hours;
    • Provide preferential parking for high-occupancy vehicles;
    • Provide reduced parking charges for high-occupancy vehicles;
    • Collaborate with transportation providers to provide additional regular or express service to the work site (e.g., a custom bus service arranged specifically to transport employees to work);
    • Construct special loading and unloading facilities for transit, carpool and/or vanpool users;
    • Provide and fund a program of parking incentives such as a cash payment for employees who do not use the parking facilities;
    • Institute or increase parking charges for SOVs;
    • Establish a program to permit employees to telecommute either part- or full-time, where telecommuting is an arrangement that permits an employee to work from home, eliminating a commute trip, or to work from a work center closer to home, reducing the distance traveled in a commute trip by at least half;
    • Provide a shuttle between the employer's worksite and the closest park-and-ride lot, transit center, or principal transit street;
    • Attend at least four meetings of a local transportation management association, transportation management organization, or employer transportation network group each year;
    • Implement other measures designed and demonstrated to facilitate the use of non-SOV commute modes or to reduce vehicle miles traveled that, are agreed upon between the Director and the affected employer.

An affected employer’s initial CTR program shall be approved if the program:

  • satisfies the minimum requirements (listed above); and
  • is likely to achieve the commute trip reduction goals applicable to the affected employer under the City’s CTR plan.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the required elements above, and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Seattle; and
  4. The employer is working collaboratively with the City of Seattle to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations that are subject to Civil Penalties:

  1. Failure to comply with the requirements for initial programs (mandatory program elements);
  2. Failure to comply with the requirements for regular program reporting, distribution of program summary and biennial surveying;
  3. Failure to revise a program that has not met either the Drive Alone or VMT reduction goals.

Penalties

  1. Amount of Penalty. A person who commits any of the violations enumerated in this section is subject to a cumulative civil penalty in an amount not to exceed two hundred and fifty ($250) dollars for each day that the violation continues, beginning on the date for compliance established by a notice of violation issued pursuant to this section
  2. Collection of Penalty.
    • If the violation relates to a requirement imposed by a decision of the Director, and that decision has been appealed to the Hearing Examiner pursuant to Section 25.02.080, no action for civil penalties shall be commenced and no civil penalties may be collected or imposed until the appeal has been resolved.
    • The penalty imposed by this section shall be collected by civil action brought in the name of the City. The Director shall notify the City Attorney in writing of the name of any employer subject to a penalty, and the City Attorney shall, with the assistance of the Director, take appropriate action to collect the penalty.
  3. Burden of Proof. In any civil action for a penalty, the City shall have the burden of proving by a preponderance of the evidence that the violation enumerated in a notice of violation exists or existed. An unappealed decision of the Director or an unappealed decision of the Hearing Examiner finding that a CTR program or report fails to comply with this chapter is conclusive evidence of a violation.

Appeal of City decisions

An affected employer may appeal any of the following decisions to the Office of the Hearing Examiner:

  1. Decision not to approve a CTR Program
  2. Decision for an exemption or adjustment

Contact

Commute Seattle – Olivia Holden

Shoreline

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an Employee Transportation Coordinator (ETC) to administer the CTR program. The ETC and/or designee's name, location, and telephone number must be prominently displayed physically or electronically at each affected worksite. The ETC shall oversee all elements of the employer's CTR program and act as liaison between the employer and the City. The objective is to have an effective transportation coordinator presence at each worksite; an affected employer with multiple sites may have one ETC for all sites.
  2. Information Distribution – Information about alternatives to drive alone commuting as well as a summary of the employer’s CTR Program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer’s CTR Program shall also be submitted to the City with the employer's program description and regular report.
  3. Additional Program Elements – In addition, the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Provision of preferential parking for high-occupancy vehicles;
    • Reduced parking charges for high-occupancy vehicles;
    • Instituting or increasing parking charges for drive alone commuters;
    • Provision of commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
    • Provision of vans or buses for employee ridesharing;
    • Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
    • Provision of incentives for employees that do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part or full-time at home or at an alternative worksite closer to their homes which reduces commute trips;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
    • Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
    • Charging employees for parking, and/or the elimination of free parking; and
    • Other measures that the employer believes will reduce the number and length of commute trips made to the site.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements listed in the employer requirements and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Shoreline; and
  4. The employer is working collaboratively with the City of Shoreline to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to self identify as an affected employer;
  2. Failure to perform a baseline measurement, including:
    • Employers notified or that have identified themselves to the City within 90 days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City within 90 days from the notification or self-identification;
    • Employers not identified or self-identified within 90 days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City within 90 days from the adoption of the ordinance;
  3. Failure to develop and/or submit on time a complete CTR program;
  4. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in ordinance;
  5. Submission of false or fraudulent data in response to survey requirements;
  6. Failure to make a good faith effort, as defined in RCW 70.94.534 and this ordinance; or
  7. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this ordinance.

Penalties

  1. A violation of this ordinance shall be punishable as a civil infraction under RCW 7.80, with each day of noncompliance constituting a separate violation. The civil penalty for a violation shall be $250 per day.
  2. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable drive alone or VMT goal. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they:
    • Propose to a recognized union any provision of the employer's CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by the City and advise the union that the proposal being made is necessary for compliance with state law (RCW 70.94.531).

Contact

Jeanne Suleiman

Tukwila

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate an ETC to administer the CTR program. The ETC and/or designee's name, location, and telephone number must be displayed prominently at each affected worksite. The ETC shall oversee all elements of the employer's CTR program and act as liaison between the employer and the City of Tukwila. The objective is to have an effective Transportation Coordinator presence at each worksite; an affected employer with multiple sites may have one ETC for all sites. The Transportation Coordinator must complete the basic ETC training course as provided by King County within six months of assuming the status of designated transportation coordinator, in order to help ensure consistent knowledge and understanding of CTR laws, rules, and guidelines statewide.
  2. Information Distribution – Information about alternatives to drive-alone commuting shall be provided to employees at least once a year. Each employer's program description and annual report must report the information to be distributed and the method of distribution. The information distributed shall be forwarded to the City's CTR Coordinator upon distribution to employees, to ensure a consistent marketing element in promoting the targeted and accomplished goals of the employer's CTR program.
  3. Additional Program Elements – In addition, the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Provision of preferential parking or reduced parking charges, or both, for high-occupancy vehicles;
    • Instituting or increasing parking charges for drive-alone commuters;
    • Provision of commuter ride matching services to facilitate employee ridesharing for commute trips;
    • Provision of subsidies for transit or vanpool fares and/or transit passes;
    • Provision of vans or buses for employee ridesharing;
    • Provision of subsidies for carpools or vanpools;
    • Provision of incentives for employees that do not drive alone to work;
    • Permitting the use of the employer's vehicles for carpooling or vanpooling;
    • Permitting flexible work schedules to facilitate employees' use of transit, carpools, or vanpools;
    • Cooperation with transportation providers to provide additional regular or express service to the worksite;
    • Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
    • Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
    • Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
    • Establishment of a program to permit employees to work part-time or full-time at home or at an alternative worksite closer to their homes;
    • Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commuting;
    • Implementation of other measures designed to facilitate the use of high occupancy vehicles, such as on-site daycare facilities and emergency taxi services;
    • Charging employees for parking, and/or the elimination of free parking;
    • Intensive marketing campaigns through the distribution of informational newsletters, emails, brochures, or memos in a consistent manner.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements listed in the employer requirements and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Tukwila; and
  4. The employer is working collaboratively with the City of Tukwila to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to perform a baseline measurement, including:
    • Employers notified or that have identified themselves to the City of Tukwila within 90 days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City within 90 days from the notification or self-identification.
    • Employers not identified or self-identified within 90 days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City within 90 days from the adoption of the ordinance.
  2. Failure to develop and/or submit on time a complete CTR program.
  3. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive-alone goals as specified in this ordinance.
  4. Failure to designate an ETC within 90 days from notification or self identification, to implement and carry out the approved CTR program elements.
  5. Failure to make a good faith effort, as defined in RCW 70.94.534 and this ordinance.
  6. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this ordinance.

Penalties

  1. No affected employer with an approved CTR program, which has made a good faith effort, may be held liable for failure to reach the applicable drive-alone or VMT goal
  2. Any violation of any provision, or failure to comply with any of the requirements of this chapter, shall be subject to the terms and conditions of Chapter 8.45.
  3. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employers shall be presumed to act in good faith compliance if they:
    • Propose to a recognized union any provision of the employer's CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by the City of Tukwila, and advise the union that the proposal being made is necessary for compliance with State law (RCW 70.94.531).

Contact

Jeanne Suleiman

Woodinville

Ordinance

Requirements for Employers

An affected employer is required to make a good faith effort to develop and implement a CTR program that will encourage its employees to reduce Vehicle Miles Traveled (VMT) per employee and drive alone commute trips. The CTR program must include the mandatory elements as outlined below:

  1. Employee Transportation Coordinator (ETC) – The employer shall designate a transportation coordinator to administer the CTR program. The ETC and/or designee’s name, location, and telephone number must be displayed prominently at each affected worksite. The ETC shall oversee all elements of the employer’s CTR program and act as liaison between the employer and the City of Woodinville. The objective is to have an effective transportation coordinator presence at each worksite; an affected employer with multiple sites may have one ETC for all sites. New ETC shall be required to attend ETC training within 90 days of appointment.
  2. Information Distribution – Information about alternatives to drive alone commuting shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer’s CTR program shall also be submitted to the City of Woodinville with the employer’s program description and regular report.
  3. Additional Program Elements – In addition, the employer’s CTR Program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
    • Promotional events
    • Transportation fairs
    • Commuter information center
    • Ridematching services
    • Bicycle training program
    • Provision of preferential parking for high occupancy vehicles
    • Guaranteed ride home program
    • Compressed work week
    • Alternative work schedules
    • Telecommuting programs
    • Secure bicycle parking facilities, lockers, changing areas, and showers
    • Pedestrian facilities or improvements
    • Signage for residential parking zone
    • Reduction of SOV parking supply
    • Discounted HOV parking price
    • Increase or institution of SOV parking price
    • Transportation allowance/voucher
    • Transportation subsidy or discount
    • Rideshare bonuses
    • Carpool subsidy
    • Carpool fuel incentives
    • Vanpool sponsorship and subsidies
    • Fleetpool
    • Vanpool program
    • On-site child care services
    • Shuttle services
    • Alternative measures designed to facilitate the use of high-occupancy vehicles.

Good Faith Effort

(RCW 70.94.534) Employers are considered to be making a good faith effort if the following conditions have been met:

  1. The employer implemented the mandatory elements listed in the employer requirements and
  2. The employer has notified the jurisdiction of its intent to substantially change or modify its program and has either received the approval of the jurisdiction to do so or has acknowledged that its program may not be approved without additional modifications;
  3. The employer has provided adequate information and documentation of implementation when requested by the City of Woodinville; and
  4. The employer is working collaboratively with the City of Woodinville to continue its existing program or is developing and implementing program modifications likely to result in improvements to the program over an agreed upon length of time.

Violations

The following constitute violations if the deadlines established in this Chapter are not met:

  1. Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive alone goals as specified in this Ordinance;
  2. Submission of false or fraudulent data in response to survey requirements;
  3. Failure to self identify as an affected employer;
  4. Failure to perform a baseline measurement, including:
    • Employers notified or that have identified themselves to City of Woodinville within 90 days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City of Woodinville within 90 days from the notification or self-identification;
    • Employers not identified or self-identified within 90 days of the ordinance being adopted and that do not perform a baseline measurement consistent with the requirements specified by the City of Woodinville within 90 days from the adoption of the ordinance;
  5. Failure to develop and/or submit on time a complete CTR program;
  6. Failure to make a good faith effort, as defined in RCW 70.94.534 and this ordinance; or
  7. Failure to revise a CTR program as defined in RCW 70.94.534(4) and this ordinance.

Penalties

  1. No affected employer with an approved CTR program which has made a good faith effort may be held liable for failure to reach the applicable SOV or VMT goal;
  2. Each day of failure to implement the program shall constitute a separate violation, subject to penalties as described in RCW 7.80;
  3. An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. Unionized employees shall be presumed to act in good faith compliance if they:
    • Propose to a recognized union any provision of the employer’s CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
    • Advise the union of the existence of the statute and the mandates of the CTR program approved by the City of Woodinville and advise the union that the proposal being made is necessary for compliance with state law (RCW 70.94.531).

Contact

Rocco DeVito