2017-02-14 City Council - Full Agenda-18441.
2.
3.
4.
5
6
7.
8.
9.
10.
11.
OF LU4to
o Agenda
Edmonds City Council
snl. ynyo COUNCIL CHAMBERS
250 5TH AVE NORTH, EDMONDS, WA 98020
FEBRUARY 14, 2017, 7:00 PM
CALL TO ORDER/FLAG SALUTE
ROLL CALL
APPROVAL OF THE AGENDA
APPROVAL OF THE CONSENT AGENDA
1. Approval of Council Special Meeting Minutes of February 7, 2017
2. Approval of Council Meeting Minutes of February 7, 2017
3. Approval of claim and payroll checks.
4. Confirmation of Laura Braithwaite Otto's Appointment to the Sister City Commission
5. City Personnel Policy Updates
PRESENTATIONS/REPORTS
1. Update on Alliance for Housing Affordability
2. Presentation of the revised City of Edmonds Commute Trip Reduction Plan and Ordinance (ECC
17.95) (10 minutes)
AUDIENCE COMMENTS (3-MINUTE LIMIT PER PERSON) - REGARDING MATTERS NOT LISTED ON
THE AGENDA AS CLOSED RECORD REVIEW OR AS PUBLIC HEARINGS
STUDY ITEMS
1. Report on bids for the Highway 99 Pipe Rehabilitation Project (10 minutes)
2. Police Department Surplus Property (10 min.)
3. Ordinance Adopting RCW 9A.44.132 - Failure to Register As Sex Offender or Kidnapping
Offender (5 min.)
4. Resolution to Protect Children through the Responsible Storage of Firearms and an Ordinance
Requiring the Reporting of Lost or Stolen Firearms (45 min.)
MAYOR'S COMMENTS
COUNCIL COMMENTS
CONVENE IN EXECUTIVE SESSION REGARDING PENDING OR POTENTIAL LITIGATION PER RCW
42.30.110(1)(1)
RECONVENE IN OPEN SESSION. POTENTIAL ACTION AS A RESULT OF MEETING IN EXECUTIVE
SESSION.
ADJOURN
Edmonds City Council Agenda
February 14, 2017
Page 1
4.1
City Council Agenda Item
Meeting Date: 02/14/2017
Approval of Council Special Meeting Minutes of February 7, 2017
Staff Lead: Scott Passey
Department: City Clerk's Office
Preparer: Scott Passey
Background/History
N/A
Staff Recommendation
Review and approve the draft meeting minutes on the Consent Agenda.
Narrative
N/A
Attachments:
02-07-2017 Draft Council Special Meeting Minutes
Packet Pg. 2
4.1.a
EDMONDS CITY COUNCIL SPECIAL MEETING
DRAFT MINUTES
FEBRUARY 7, 2017
Elected Officials Present
Tom Mesaros, Council President
Dave Teitzel, Councilmember
Neil Tibbott, Councilmember
Mike Nelson, Councilmember
Mayor Dave Earling
Elected Officials Absent
Kristiana Johnson, Councilmember
Adrienne Fraley-Monillas, Councilmember
Diane Buckshnis, Councilmember
Staff Present
Mary Ann Hardie, Human Resources Dir.
Al Compaan, Police Chief
Sharon Cates, City Attorney's Office
1. CALL TO ORDER/CONVENE IN JURY MEETING ROOM
At 6:30 p.m., the City Council Special Meeting was called to order by Mayor Earling in the
Council Chambers, 250 5th Avenue North, Edmonds.
2. EXECUTIVE SESSION TO DISCUSS COLLECTIVE BARGAINING PER RCW
42.30.140(1)(a).
The Council then adjourned to the Jury Meeting Room to discuss collective bargaining per RCW
42.30.140(1)(A). At 6:50 p.m. the executive session concluded.
ADJOURN
At 6:50 p.m. the meeting was adjourned.
Edmonds City Council Draft Minutes
February 7, 2017
Page 1
Packet Pg. 3
4.2
City Council Agenda Item
Meeting Date: 02/14/2017
Approval of Council Meeting Minutes of February 7, 2017
Staff Lead: Scott Passey
Department: City Clerk's Office
Preparer: Scott Passey
Background/History
N/A
Staff Recommendation
Review and approve the draft meeting minutes on the Consent Agenda.
Narrative
N/A
Attachments:
02-07-2017 Draft Council Meeting Minutes
Packet Pg. 4
4.2.a
EDMONDS CITY COUNCIL DRAFT MINUTES
February 7, 2017
ELECTED OFFICIALS PRESENT
Dave Earling, Mayor
Thomas Mesaros, Council President
Kristiana Johnson, Councilmember (participated
by phone)
Michael Nelson, Councilmember
Dave Teitzel, Councilmember
Neil Tibbott, Councilmember
ELECTED OFFICIALS ABSENT
Diane Buckshnis, Councilmember
Adrienne Fraley-Monillas, Councilmember
1. CALL TO ORDER/FLAG SALUTE
STAFF PRESENT
M. Bruggman, Police Officer
Phil Williams, Public Works Director
Carrie Hite, Parks, Rec. & Cult. Serv. Dir.
Patrick Doherty, Econ. Dev & Comm. Serv. Dir
Shane Hope, Development Services Director
Scott James, Finance Director
Mary Ann Hardie, HR Director
Kernen Lien, Senior Planner
Jeff Taraday, City Attorney
Scott Passey, City Clerk
Jerrie Bevington, Camera Operator
Jeannie Dines, Recorder
The Edmonds City Council meeting was called to order at 7:00 p.m. by Mayor Earling in the Council
Chambers, 250 5th Avenue North, Edmonds. The meeting was opened with the flag salute.
2. ROLL CALL
City Clerk Scott Passey called the roll. All elected officials were present with the exception of
Councilmembers Buckshnis and Fraley-Monillas.
3. APPROVAL OF AGENDA
COUNCILMEMBER TEITZEL MOVED, SECONDED BY COUNCIL PRESIDENT MESAROS,
TO APPROVE THE AGENDA IN CONTENT AND ORDER. MOTION CARRIED
UNANIMOUSLY.
4. APPROVAL OF CONSENT AGENDA ITEMS
COUNCILMEMBER TIBBOTT MOVED, SECONDED BY COUNCIL PRESIDENT MESAROS,
TO APPROVE THE CONSENT AGENDA. MOTION CARRIED UNANIMOUSLY. The agenda
items approved are as follows:
1. APPROVAL OF COUNCIL SPECIAL MEETING MINUTES OF JANUARY 20-21, 2017
2. APPROVAL OF COUNCIL SPECIAL MEETING MINUTES OF JANUARY 24, 2017
3. APPROVAL OF COUNCIL MEETING MINUTES OF JANUARY 24, 2017
4. ACKNOWLEDGE RECEIPT OF A CLAIM FOR DAMAGES FROM ARTHUR RAY
AULT (AMOUNT UNDETERMINED)
Edmonds City Council Draft Minutes
February 7, 2017
Page 1
Packet Pg. 5
4.2.a
5. APPROVAL OF CLAIM, PAYROLL AND BENEFIT CHECKS, DIRECT DEPOSIT AND
WIRE PAYMENTS
6. INFORMATION TECHNOLOGY (IT) SURPLUS PROPERTY
SALARY COMMISSION ORDINANCE
5. PRESENTATION
1. PROCESS FOR AMENDING SIGN CODE
Development Services Director Shane Hope explained the sign code which included specific provisions
for pedestrian signs was last amended and adopted in October 2016 following a public process. Issues
arose after its adoption that raised concern for the Council and a separate process followed to adopt a
resolution requesting the Mayor direct staff not to enforce certain aspects of the sign code as they related
to pedestrian signs for a 120-day period. The 120-day period expires March 7, 2017. Staff has been
researching the issues and developing options for consideration including consulting with the City
Attorney on special legal issues related to potential amendments. Next steps include finalizing the
language as well as a SEPA review process, submitting the draft proposal to the State, and presenting the
amendments to the Planning Board for consideration and recommendation to the City Council.
Ms. Hope explained the planning Board is required to consider and make a recommendation to the City
Council on code amendment per Title 20, Chapter 20.80 of the Municipal Code. This is true for most of
development code with a few exceptions. She envisioned it would take until the end of March to complete
that process; two meetings with the Planning Board, the first on February 8 to provide an overview of
concepts followed by a public hearing on February 22. The Planning Board's recommendation would
then be presented to the City Council in March followed by a public hearing before the Council makes a
final decision, likely near the end of March.
Council President Mesaros commented the moratorium ends March 7 and it could be several weeks
before the amendments are adopted. He asked about options. Ms. Hope answered the Council could
extend the date of enforcement which would indicate the Council's expectation and still allow reasonable
progress. If the date is not extended, staff could use some administrative discretion about prioritizing
enforcement but it would be helpful to have Council guidance.
Councilmember Teitzel said he had concerns similar to Council President Mesaros' concerns and
preferred not to have a gap between the March 7 expiration date and adoption of amendments to the sign
code and he preferred not to extend the date multiple times. If the intent is to bring the amendments to
Council and a public hearing near the end of March, he was doubtful the amendments would be adopted
by the end of March. He asked if extending until April 30 would provide sufficient time for the public
process, a decision and implementation. Ms. Hope answered April 30 would be a good date as it allowed
some margin.
COUNCILMEMBER TEITZEL MOVED, SECONDED BY COUNCILMEMBER NELSON, TO
EXTEND THE MORATORIUM ON SIGN CODE ENFORCEMENT UNTIL APRIL 30, 2017.
MOTION CARRIED UNANIMOUSLY.
6. AUDIENCE COMMENTS
Stephen Clifton, Edmonds, a Cascadia Art Museum Board Member, announced through March 26,
2017, Cascadia Art Museum is displaying a new featured exhibition called "Northwest Social Realism
and the American Scene: 1930 - 1950." This wonderfully original exhibition focuses on northwest artists
and their depiction of scenes of everyday life in the northwest during the 1930s through the 1950s. Many
Edmonds City Council Draft Minutes
February 7, 2017
Page 2
Packet Pg. 6
4.2.a
of the works reflect the industrial, political and social aspects of the Great Depression and the WWII
period. He displayed examples of several artworks. Beginning in late 1920s, younger American artists
were turning away from the dominant influence of European impressionism and modernism in search of a
complete unique representation of America. These artists utilized subject matter depicting elements of
their individual regions and often celebrated urban and rural environments as well as local industries and
recreational activities. On the other side of the spectrum, some Northwest artists used their talents to
reflect their interest in labor causes and racial and class inequities. The Cascadia Art Museum is located at
Salish Crossing, 190 Sunset, in the downtown Edmonds waterfront district.
Mr. Clifton invited those who like museums and want to get involved to the Cascadia Art Museum's first
volunteer open house on February 25 from 10 a.m. to 1 pm. The open house will showcase the volunteer
program and provide an opportunity to hear from volunteers who have been with the museum since its
doors opened in 2015. Further information about volunteer opportunities is available at
www. Cascadiaartmuseum. ore.
Lora Petso, Edmonds, said her comments were her own and not those of Save Our Marsh or anyone
else. She requested her comments and the materials she provided the City Clerk be included in the SMP
record. She believed the Council was engaged in an illegal process in that the March 30 deadline from
DOE is not binding on the Council. She believed the approved code may not actually implement the
desired buffer. With regard to the items before Council tonight, she stated it was inappropriate to consider
options that would further reduce buffer provisions. The Council selected the minimum standard buffer
width provided by the guidance but the guidance also indicates that larger buffers are need for the marsh,
both for habitat and because the existing buffer is not fully vegetated. The Wetlands Guidance for CAO
Updates (page 11) states, "providing forage and nesting habitat for common wetland dependent species
such as water fowls, herons and amphibians in high -quality wetland adjacent to residential development
would require a buffer vegetated with trees and shrubs in the range of 200 to 300 feet." Page 13 of the
same document states, "Ecology's buffer recommendations are also based on the assumption that the
buffer is well vegetated with native species appropriate to the ecoregion. If the buffer does not consist of
vegetation adequate to provide the necessary protection, then either the buffer area should be planted or
the buffer width should be increased." Page 13 also states, "If you choose to adopt narrower buffer widths
than those supported by BAS, then further reductions to the buffer width should not be allowed under any
circumstances." She clarified if the Council wants to stick with the small buffer they selected, they cannot
have new exceptions or further reductions. She understood the desire for a site specific analysis for the
marsh and it is called for in the restoration portion of the SMP. But based on the Guidance, it's clear that
such a study can only be used to increase the buffer in width or quality, not reduce it. The Council chose
the absolute minimum possible buffer; she urged the Council not to permit further reductions, averaging
or avoidance of any kind.
Mike Shaw, Edmonds, said the phrases site specific analysis, detailed analysis of wildlife and associated
habitat come up a lot in the text of SMP update and especially within the context of Options B and C for
the marsh buffer. This is a problem for those in the community who want to preserve and protect the
protect the marsh, as well as Councilmembers who truly want to protect the marsh. The last thing that's
needed is an analysis or study to be performed by a developer or someone with ties to a developer. This
situation is easily remedied; he encouraged the Council to consider changing the wording as follows:
instead of site specific study, he suggested unbiased site specific study performed by a disinterested third
party. Instead of detailed analysis of wildlife and associated habitat, he suggested unbiased analysis of
wildlife and associated habitat performed by a disinterested third party. He recognized unbiased did not
have a true legal definition and depends on the context of use. In this case, unbiased should refer to no
conflicts of interest or licensure issues and should include full public disclosure of financial ties and
contracts by the party conducting the site study or analysis. Disinterested in this context means there is no
vested interest on the part of the entity that performs the study or in how the study is used. Third party
Edmonds City Council Draft Minutes
February 7, 2017
Page 3
Packet Pg. 7
4.2.a
means a party that is not affiliated with either side of any potential argument appropriate to the study. He
was sure all the Councilmembers who truly want to protect, preserve and restore the marsh would agree
with his suggestions.
Richard Senderoff, Edmonds, addressed the Ecology proposed setback options in the SMP, referring to
Footnote 18 of Option C which seemed to be the crux of tonight's proposal. He referred to the statement
existing conditions shall be used as the baseline for assessing no net loss and the site specific
environmental study shall address hydrology, geologic and the existing and potential wildlife habitat of
pre and post development conditions. He believed several important factors had been left out of the
statement, including noise, light or light obscuration and activity level associated with the type and scale
of the proposed development. For example, there is a difference between the noise and activity associated
with residential or retail development versus commercial and light manufacturing and species sensitive to
light conditions within the habitat may be impacted by taller buildings which obscure light. He
recommended adding noise, light and activity level associated with the type and scale of the proposed
development to the previously mentioned statement. He pointed out different species have different buffer
requirements as well as sensitivity to the habitat factors previously mentioned and special attention should
be paid to those species that have been declining in numbers at the Edmonds Marsh waterfront sanctuary.
He recommended consideration be given to including text that acknowledged attention to wildlife
species' declining numbers within the scientific based site specific environmental study.
Janice Huseby, Edmonds, said her interest in understanding more about ocean acidification and whether
there is any investment opportunity led to her involvement with the Save the Marsh group. She is also on
the Board of the Washington Environmental Council. She referred to the study done by Western
Washington University, the Sustainable Cities Study, and relayed last Monday a couple members of the
group went to the Port Commission meeting because some of the march is overseen by the Port. She was
surprised by Commissioner Gouge's suggestion that because the Port had not been a participant in the
study, the Port would reject any of the recommendations in the study. He also mentioned Chevron, who
owns the Unocal site, was not included. She suggested identifying the stakeholders and those interested in
saving the marsh as participants in helping to identify solutions.
Rebecca Wolfe, Edmonds, representing the science committee of the Friends of the Marsh, reported four
of the five members have PhDs. The mission of FOM includes the goal of preventing degradation of the
Edmonds Marsh and to restore and enhance its ecological functions. They are working to get the study
started by reputable scientists so that there is best science based evidence for what's going on at the marsh
currently and to establish a baseline for future tracking. She described the members of the science
committee:
• Dr. David Richmond — chair, an expert in macroinvertebrate zoology and microorganism
• Dr. Ray White, a professor at a Montana university and watershed restoration ecologist, will lead
the study of birds and is working with other researchers
• Dr. Alan Mearns, a marine ecologist ecology working for NOAA in hazard materials response
Ms. Wolfe said the ecology needs of the marsh must be determined and a baseline established for all the
life in the marsh.
Joan Bloom, Edmonds, thanked Councilmembers Johnson, Nelson, Buckshnis and Fraley-Monillas for
their support of the 110-foot buffer and 15-foot setback to the Edmonds Marsh. She explained in the
February 5, 2013 Council meeting, Kernen Lien confirmed the Harbor Square property is located in a
seismic hazard area, therefore governed by ECDC 23.80.040. Per Mr. Lien, the property was consistent
with a neighboring property, Salish Crossing, on bearing ground located approximately 25 feet down. The
chart on page 278 of the Council packet shows the City's responsive alternative proposal to DOE related
to the SMP. She referred to D. Exceptions, "The specific provisions of the Critical Area Ordinance listed
below shall not apply to development within shoreline jurisdiction." 3.a. of that section states, "ECDC
Edmonds City Council Draft Minutes
February 7, 2017
Page 4
Packet Pg. 8
4.2.a
23.80.040.B.1 & 2: Allowed activities in geologically hazardous areas." Geologically hazardous area is
referred to as seismic hazard area defined in the code as areas subject to severe risk of damage as a result
of earthquake induced ground shaking, slope failure, settlement, soil liquefaction, lateral spreading or
surface faulting. These areas are designated on the liquefaction susceptibility map of Snohomish County
by Washington State Department of Natural Resources for areas located within landslide hazard areas.
Ms. Bloom referred to the section of ECDC governing seismic hazard areas which states, the following
activities are allowed within seismic hazard area: construction of new buildings with less than 2500
square feet of floor area or roof area whichever is greater and which are not residential structures or used
as places of employment or public assembly. This provision is excluded from the SMP which means
Harbor Square is excluded from the protection of the City's CAO provisions for seismic hazard areas.
Those provisions are there for the protection of life and property in the event of a catastrophic earthquake.
She asked whether the Council was aware of this and if so, she urged them to think carefully about why
they were doing this and what, if any, other areas of the code provide protection for life and property in
this seismic hazard area in the event of an earthquake. She asked Mr. Taraday the City's liability if
residences are built at Harbor Square contrary to the City's CAO guidelines and people living there die or
are injured in an earthquake.
7. ACTION ITEM
1. FRANCES ANDERSON CENTER BANDSHELL REPLACEMENT BUDGET REQUEST
Parks & Recreation Director Carrie Hite referred to the narrative in the Council packet identifying the
issues that have been encountered underground at the bandshell as well as with construction of the
bandshell project. She requested an additional $32,000 of authorization for management reserve for the
project. There is a substantial fund balance in REET that could be used for this expenditure or funds
allocated to Parks in 2017 could be dedicated to this project. Specifically, $50,000 was set aside for the
Brackett's Landing North restroom in 2017; as the location of the flyover will displace that restroom, now
only minor drainage repairs are planned for the restroom. The remaining funds could be dedicated to the
bandshell project.
Councilmember Johnson asked the amount initially estimated for this project in the adopted CIP. Ms. Hite
answered there was initially $180,000 set aside for this project for construction; funds were also set aside
for design in 2015. Councilmember Johnson asked the cost of the bandshell itself. Ms. Hite answered
approximately $45,000; it was delivered about 1 %2 months ago and has been constructed.
Councilmember Johnson asked the what difference between the estimate and the actual. Ms. Hite
answered the estimate was about $250,000-$260,000 and the project was currently at $322,000 including
costs for engineering staff time. Councilmember Johnson asked what department has been managing this
project. Ms. Hite answered a capital project manager in Engineering oversees this project.
Councilmember Johnson said this appeared to be an exceptional budget creep. The cost of the bandshell
was minimal compared to all the other costs. Ms. Hite agreed, explaining the largest part of the cost was
demolition of the old bandshell. Significantly deteriorated metal beams were discovered and the plan had
been to reuse them. When those were removed, it was discovered they extend out underground 6-8 feet.
As soon as the ground was opened, there were continual problems with the construction project because
what was underground was not considered in the original design. The i-beams of the existing bandshell
were found to be completely corroded through resulting in concerns with leaving them in place.
Councilmember Johnson recalled the demolition would be done in-house. Ms. Hite answered that was
never part of the plan; it was too expansive a project to do in-house. Parks crews removed landscaping
Edmonds City Council Draft Minutes
February 7, 2017
Page 5
Packet Pg. 9
4.2.a
and fencing but not the large bandshell, steel i-beams and underground work. Councilmember Johnson
said she would vote against the expenditure on principle.
Councilmember Teitzel said when he went by the Frances Anderson Center yesterday; the bandshell
looks great and he was excited to have that amenity for the City. He supported not investing in the
Brackett's Landing restroom as it will be removed when the flyover is constructed and reallocating the
funds toward this project.
COUNCIL PRESIDENT MESAROS MOVED, SECONDED BY COUNCILMEMBER TEITZEL,
TO AUTHORIZE THE REQUEST BY MS. HITE AND THE PARKS DEPARTMENT FOR AN
ADDITIONAL $32,000 TO FINISH THE FRANCES ANDERSON CENTER BANDSHELL
PROJECT.
Mayor Earling relayed his understanding the source of the funds would be the set aside for the Brackett's
Landing restroom.
MOTION CARRIED (4-1), COUNCILMEMBER JOHNSON VOTING NO.
8. STUDY ITEMS
1. CITY PERSONNEL POLICY UPDATES
Human Resources Director Mary Ann Hardie referred to the list of revisions to the City Personnel Policy
explaining it has been a standard practice since 2012 to periodically bring forward updates as revisions
are required due to regulation changes as well as clarifications for best practices and ease of
administration. She provided an overview of the changes, advising there were no major changes:
• Update to the Table of Contents
• Clarification to college reimbursement language and process to obtain reimbursement
• Addition of drug free workplace policy. As a federal contractor as well as doing grant work, the
City is required to have this policy
• Updated language in workplace violence policy to clarify what violent behavior
• Added a requirement for supervisory training within the first 12 months
• Updated language in Appendix A from IT for clarification/compliance with the Public Records
Act, integrity/security of the City's IT infrastructure/system and best practices — all software
applications installed on a City -owned device must be approved by the IT Department prior to
installation and applications systems, hardware, tampering or procedures that bypass
circumnavigate or disable any process are not allowed.
• Added clarification that violation of any of the policies may be subject to potential disciplinary
action
Councilmember Tibbott expressed appreciation for the redline version of the Personnel Policies and the
practicality of adding the drug free workplace policy. He noted prescription and/or over-the-counter drugs
can create an impairment, but was not addressed. Ms. Hardie answered there is language in the Personnel
Policies regarding over-the-counter drugs. Councilmember Tibbott referred to the practicality of software
on Council iPads, commenting he downloaded a version of Word without asking IT. Ms. Hardie
answered as a practice, the IT Department likes to be the administrator of downloads. She offered to
follow-up on that question with IT.
Councilmember Nelson complimented the statement if the policies are violated, it is subject to potential
disciplinary action. He also liked the addition of "promptly" related to jury witness duty. He referred to
the addition of "CPR" with regard to first aid training and asked if that included AED training. Ms.
Hardie answered quarterly First Aid/CPR training is offered by and paid for by HR and includes foreign
Edmonds City Council Draft Minutes
February 7, 2017
Page 6
Packet Pg. 10
4.2.a
pathogens as well as AED training. Staff is talking with Fire District 1 about servicing the AEDs and
possibly getting more. Councilmember Nelson recognized there are some AEDs in the City but the
problem is no one uses them.
It was the consensus of the Council to schedule this item for approval on next week's Consent Agenda.
2. SHORELINE MASTER PROGRAM
Mayor Earling advised Council President Mesaros and he agreed the presentation and discussion would
be held to the scheduled 30 minutes as further discussion is scheduled on a future meeting agenda.
Senior Planner Kernen Lien reviewed:
Ecology proposed options
o Option A
■ Add a refence to the City's CAO 23.40.20C.4)
■ Requires a scientific study demonstrating functional isolation from critical area;
■ Would allow alternative buffer to be established based on site specific conditions
■ Minimum buffer width undefined
o Option B
■ Established criteria to allow for a site specific assessment to determine buffer widths'
■ Require demonstration of lift to eco-functions
■ Limits buffer reduction to no less than 50 ft.
Staff -developed Option C
o Combines elements of Ecology's Options A & B
o Keeps Council 125/110 buffer as default
o Alternate buffer may be approved through a shoreline conditional use permit process
■ Alternative buffer cannot be less than 50 fee
o Criteria from interrupted buffer provision used for site specific analysis
o Site specific analysis shall address hydrologic, geologic, and the existing and potential
wildlife habitat of pre and post development conditions.
Option C and No Net Loss Criteria
o WAC 173-25-201(2)(e) ...does not result in required mitigation in excess of that necessary to
assure that development will result in no net loss of shoreline ecological functions...
o Site specific study may result in smaller buffer or lager buffer depending on the impact of a
proposed development to achieve no net loss
Next Steps
o Scheduled on Council Extended Agenda on February 21 and March 7
o Response to Ecology by March 30, 2017
Council President Mesaros asked how Option C differed from Options A and B and whether the criteria
for interrupted buffer provision used for site specific analysis was the key difference. Mr. Lien explained
the interrupted buffer provision does not have a minimum buffer requirement. The criteria from the
interrupted buffer is used but also establishes a minimum buffer, it cannot be less than 50 feet and that 50
feet would have a 15-foot building setback. Council President Mesaros said that is also in Option B. Mr.
Lien agreed that was also in Option B; 50 feet is what Ecology included in their required change. Option
B has a range of 125 to 65 or 110 to 50 feet.
Council President Mesaros referred to public comments regarding the SMP; Ms. Petso stated the buffer
cannot be reduced by State law; either she is correct or the City is correct, but the Council needs to
determine who's correct and move forward with confidence. Mr. Shaw recommended having an unbiased
study; Council President Mesaros hoped all the studies the City requires are unbiased and if there is
Edmonds City Council Draft Minutes
February 7, 2017
Page 7
Packet Pg. 11
4.2.a
evidence that biased studies are being done, that should be stopped. The third comment was from Ms.
Bloom regarding development and potential contradictions between the CAO and the SMP. With regard
to Ms. Bloom's comments regarding liquefaction and allowed activities, Mr. Lien explained allowed
activity in the CAO context basically means a critical areas report is not required, it is something that is
allowed outright. In the section Ms. Bloom referenced, 23.80.040 states the following activities are
allowed in geologically hazardous areas and do not require submission of critical areas report; that is
related to an allowed activity in the CAO. Exempting that section from the SMP means a study will
automatically be required and the use is not allowed outright.
With regard to independent studies, Mr. Lien explained typically the developer pays for the studies
because they are proposing the development. The City can have those studies peer reviewed and has done
that for some areas. The City can also do a third -party contract whereby the City selects the consultant
and the developers pays for it. He assured the City was not doing biased studies. With regard to Dr.
Senderoff's comment regarding adding language to the criteria related to light and noise, Mr. Lien said
that is already captured in the existing and potential wildlife habitat and the pre and post development
condition; light, noise, etc. are types of activities that impact habitat and species.
Councilmember Tibbott asked to what extent the CAD informs the SMP and to what extent do the
regulations overlap in the shoreline. Mr. Lien responded that is a difficult question to answer. The critical
area regulations are an outgrowth of the Growth Management Act (GMA) and the SMP is from the
Shoreline Management Act (SMA) and the two do not necessarily work together. The City's SMP
adopted large sections of the critical areas regulation, those that apply in shoreline areas and excepted
certain some things out such as allowed activities in geologically hazardous area. With regard to buffers
and setbacks in the UMUIV environment, the buffers and setback that are being established by the
Council now or via a future site specific study will rule in the UMUIV environment versus the wetland
buffers established in the CAO. What is established here will rule in the UMUIV environment but for
geologically hazardous areas, streams, etc. in shorelines, those regulations apply. If there are other
wetlands along the shorelines, the critical area regulations apply. He summarized it was a complex
relationship. Whatever the Council establishes for the buffers and setbacks will apply in the UMUIV
environment.
Councilmember Tibbott was glad to hear there were very specific guidelines for SMP areas. The City is
on the verge of making a commitment to establish a 125-foot buffer around the marsh which in effect is a
seizure of property from the property owners. Some of property owners do not care such as BNSF; other
owners do care and they are significant stakeholder in how the marsh is managed. For that reason it was
very important be clear when a site specific study is done in the future that it can be measured against
something very specific. Because the City is asking property owners to surrender a portion of their
property for an extended buffer, the City also needs to be clear about the activities they can use to recoup
their costs as well as pay for vegetation of the property. In order to recoup the costs, there need to be
opportunities such as more taxation or grants to fund revegetation or the possibility of commercial
development.
(Councilmember Johnson discontinued her participation by phone.)
Councilmember Teitzel referred to the interrupted buffer in Option A and C, commenting since
stormwater from Harbor Square runs off into the marsh today in at least two places, how can the buffer
between the marsh and Harbor Square be considered interrupted. There seems to be a functional
connection between the two by virtue of stormwater running directly from the parking lot into the marsh
through the levy. Mr. Lien answered that may be the case. Whether there is an interrupted buffer would
be determined by a qualified professional. There are some physical connections between the Harbor
Square property and the marsh with stormwater pipes. Ecology was looking at the dike between the
Edmonds City Council Draft Minutes
February 7, 2017
Page 8
Packet Pg. 12
4.2.a
Harbor Square property and the marsh and the sheet flow. Due to the stormwater pipes, it may not meet
the interrupted buffer requirement but that would be determined by the study.
Councilmember Teitzel appreciated the work done to develop Option C and felt it made sense; to consider
the full range of options and have a site specific study done. He posed a hypothetical: a site specific study
is done when redevelopment is proposed. Based on the conditions on the ground and BAS, the study
determines the number should be 75 feet. He personally liked the concept of incentive based zoning
where the developer is provided achievable goals such as rooftop raingarden in exchange for some
reduction in the buffer. In his hypothetical example where the study determined the buffer should be 75
feet, he asked whether the City could require a buffer of 90 or 100 feet and provide reasonable achievable
incentives for the developer to reduce the buffer to 75 feet. Mr. Lien answered the criteria to focus on is
no net loss, what development is proposed and the type of mitigation required to achieve no net loss. In
Option C, no net loss is the requirement that must be met, not incentives for development to reduce the
buffer but the buffer for a specific type of development, given the criteria and what mitigation is required
to achieve that no net loss requirement.
Councilmember Teitzel suggested the site specific study using BAS and considering all the factors on the
ground found 75 feet satisfied no net loss. He asked if there was anything that prevented the City from
requiring 90 feet and to provide incentives to the developer to reduce it to 75 feet. City Attorney Jeff
Taraday answered that is a complex question; it gets to the fundamental question of whether the City can
only regulate to the extent of no net loss which is a point of contention between he and Ecology. A clear
answer could not be provided to Councilmember Teitzel's question because there is a dispute regarding
that question. Ms. Hope said the other challenge would be having the study done and then changing the
rules which would be difficult from a regulatory point of view.
Councilmember Nelson asked about the property owners, relaying to his knowledge there was Chevon,
BNSF, WSDOT and the Port. Mr. Lien agreed although WSDOT is not yet a property owner.
Councilmember Nelson relayed his understanding that typically the developer does the site specific study
but they are sometimes peer reviewed and there can be a third party contract where the City selects the
contractor. He asked who makes the selection. Mr. Lien answered in peer review, if there are questions
with a study's findings, it can be send to another qualified professional for review. With a third party
contract, the City selects the consultant and the developer pays for it. Sometimes the director is involved
or the City already has professionals on the Small Work Roster.
Councilmember Nelson asked about Ecology's role in the site specific process. Mr. Lien answered in all
three options, an alternative buffer is allowed with a Shoreline CUP. In that process, the City's Hearing
Examiner approves or denies the permit. For a shoreline CUP or variance permit, Ecology has the final
say; the Hearing Examiner makes a recommendation to Ecology.
Councilmember Teitzel observed a site specific study would be done at the time a redevelopment plan
was proposed, not before. Mr. Lien said in order to assess no net loss, there needs to be a development
proposal to analyze the post development conditions. Harbor Square and the Unocal property are both
master planned development sites; a master plan could be done through the master planning process or via
a planned action SEPA. A site specific study could be done at the planning process stage, not a specific
development proposal, because the zoning would need to be changed, the master plan prepared but the
shoreline CUP and the site specific study would be done on the proposed development or the planned
action SEPA. As long as the proposal meets what is described in the planned action, it could proceed. Ms.
Hope said conceptually at that stage the design and general configuration and uses are known but not the
design detail.
Edmonds City Council Draft Minutes
February 7, 2017
Page 9
Packet Pg. 13
4.2.a
Councilmember Teitzel recalled hearing during public comment a suggestion to do studies to determine
habitat and declining bird species in the marsh. He asked what a study done now would look like, who
would pay for it and whether it should be done now in the context of the SMP. Ms. Hope answered any
study that would be done now would be paid for by the City as there is no nexus to make someone else
pay for a study not associated with a proposed development. A study done now would also not be able to
assess the impacts and mitigation options absent a development proposal. Councilmember Teitzel
observed if a study was done now and a development proposal was made in three years, there would be a
large gap in time. He asked how that would consider pre and post development conditions. Ms. Hope
agreed that would be problematic.
Council President Mesaros asked Mr. Taraday to comment on Ms. Petso's statement that the Council
cannot legally reduce the size of the buffer. Mr. Taraday answered he would rather not comment on it
publicly. He suspected this matter will end up in litigation regardless of what happens so it was more
appropriate to discuss risks of possible actions in executive session as matter of potential litigation.
If a study was done before a development plan, Councilmember Tibbott asked whether it would be in the
Port's best interest not to do any improvements such as let non-native vegetation take over and leave the
property the way it is until a pre -study is needed. He envisioned any improvement done on that side of the
marsh would ultimately count against the Port at the time of development. Ms. Hope said there were
probably pros and cons. While one could say over the last many years things have deteriorated in certain
areas near the marsh, the information needed is the measure relate to no net loss and what does the
scientific information reveals. The area is maintained reasonably well; stormwater is a continuing issue.
Meanwhile there are other improvements planned for the marsh that will help improve the quality
regardless. Even though there may be some good points about having a study done now, there are also
disincentives for doing it now without knowing the potential project.
Councilmember Tibbott commented deferring improvements would be advantageous for future
developers. Ms. Hope answered maybe, maybe not. Maybe not because what else might occur there to
improve condition from the existing conditions is unknown. Councilmember Tibbott envisioned it would
be a disincentive to improve the area around the marsh in light of a future site specific study. Ms. Hope
answered it could be but it was not guaranteed to be an incentive or disincentive.
Mayor Earling declared a brief recess.
3. CITY COUNCIL MEETING FORMAT AND POTENTIAL COMMITTEE STRUCTURE
(Councilmember Johnson resumed her participation by phone.)
Council President Mesaros explained this is a follow-up to discussion at the retreat where the Council
considered reinstating Council committees. He referred to information in the Council packet, advising
Legislative/Council Assistant Andrew Pierce, City Attorney Jeff Taraday, City Clerk Scott Passey and he
met to discuss the format. The first issue is reaffirming the committees; three are proposed, 1) Finance, 2)
Parks, Planning & Public Works, and 3) Public Safety & Personnel. He referred to a draft description of
each committee in the Council packet and suggested if the Council agreed with those three committees,
each committee could review the draft description and bring it back to Council for final review and
approval. Another options would be for the Council to approve the description and the committees could
suggest amendments if necessary.
Council President Mesaros explained the second issue is how often the committees will meet and the
format. He referred to an email from staff with suggestions/ideas, explaining originally, committees met
on the second Tuesday of the month. The downside of that option is meeting once a month can cause
delays for staff. An option to address that includes not having committees review items if time does not
Edmonds City Council Draft Minutes
February 7, 2017
Page 10
Packet Pg. 14
4.2.a
allow. His personal view was why have committees if items are reviewed by committee sometimes and
sometimes they are not. Another option is to have committees meet for a hour twice a month, the second
and fourth Tuesday, followed by a shorter Council meeting, 1 — 1'/2 hours.
Councilmember Tibbott asked if there was a better week of the month to hold committee meetings such
as to accommodate the presentation of budget reports. Council President Mesaros agreed the previous
month's financial information was usually not ready by the second week and the financial information
may be from the two months before. Councilmember Tibbott suggested meeting twice a month on the
first and third Tuesday, noting action required following a meeting on the fourth Tuesday may be delayed
if the month has five Tuesdays.
Councilmember Nelson referred to a draft meeting format that was suggested by staff that noted the
purpose of committee meetings was to have a more in-depth discussions with staff. To make it as
convenient as possible for staff, holding committee meetings twice a month makes the most sense. His
preference was to start committee meetings at 7 p.m. Council President Mesaros said the intent was to
create an atmosphere where more in-depth discussion can occur on a regular basis as well as be more
efficient with the Council's time. He and Councilmember Tibbott agreed the reason for committees was
to be more efficient and more thorough.
Councilmember Teitzel liked the idea of meeting twice a month on the first and third Tuesday but wanted
enough flexibility so that a time -sensitive issue could be taken directly to the Council.
Councilmember Tibbott supported meeting twice a month as long as the committee meetings were held to
one hour. If meetings are expanding to 1'/2 hour followed by a 11/2+ Council meeting, that would be 3-4
hour meetings which he felt was counterproductive. He asked whether the ordinance had to specify one or
two meetings a month. Mr. Taraday answered the goal of setting forth particularity in the ordinance is so
they are considered regular meetings under the Open Public Meetings Act instead of special meetings.
That is important because it, 1) relieves the Clerk's Office from noticing special meetings, and 2)
provides additional flexibility to talk about topics that were not on the agenda that was noticed 24 hours
before the meeting. Any business the Council wishes can be conducted at a regular meeting; the Council
is limited to taking final action at a special meeting on items that are on the agenda noticed 24 hour before
the meeting. Councilmember Tibbott observed if the ordinance stated two meetings a month and only one
is needed in a particular month, one could be cancelled.
Council President Mesaros provided an example, tonight the Council approved an extension to the
moratorium on the sign code which was not on the agenda but could be done because it was a regular
meeting. Mr. Taraday agreed that was a good example.
Councilmember Teitzel supported limiting twice a month meetings to one hour. However, he recognized
limiting meetings to a hour did not provide much time for committees to get through multiple issues. He
was concerned if public comment was allowed at committee meetings, it could constrain the time even
further. He suggested inviting the public to committee meetings but not allowing public comment. The
public could provide comment outside the committee meeting via phone call, email, or at the subsequent
Council meeting. Council President Mesaros recalled discussion at the retreat that public comment would
probably not be allowed at committee meetings and comment allowed at the subsequent Council meeting.
Councilmember Tibbott agreed the public could provide comment at the Council meeting immediately
following the committee meeting. There could be an exception, if the committee's business is completed
before the hour time limit, public comment could be allowed if the committee chair chose. Mr. Taraday
said that is another example of why it is helpful to have the committee meetings be regular meetings;
Edmonds City Council Draft Minutes
February 7, 2017
Page 11
Packet Pg. 15
4.2.a
public comment would require notice. If it is a regular meeting, public comment can be allowed as time
permits.
Council President Mesaros summarized the Council was satisfied with:
• Three committees as proposed
• Meet twice a month on the first and third Tuesday
• Meet for an hour followed by an abbreviated Council meeting
Council President Mesaros said he will work with Mr. Taraday and Mr. Passey to prepare an agenda item
for approval in a few weeks.
Councilmember Tibbott suggested evaluating the effectiveness of the committee structure in 3-4 months.
Council President Mesaros agreed it would be appropriate to have a three month trial and make
adjustments if necessary.
Councilmember Johnson recalled the purpose of the study session format was to have the full Council
participate in a candid conversation with staff. The remodel of the Council Chambers eliminated the
ability to hold those conversations on the floor. The committee structure will allow more informal
discussion; however, there may be other ways to solve this problem. For example, other councils have
discussions off camera such as holding study sessions in the Brackett Room but that was different than
the discussion at retreat. She supported returning to committees and evaluating how committees are
working in six months.
9. REPORTS ON OUTSIDE BOARD AND COMMITTEE MEETINGS
Councilmember Nelson reported the SERS meeting included a report regarding the $75 million cost to
upgrade the radio system in 6-7 years with the cost spread among SERS members. This will be a
significant investment and will require further discussions regarding the funding method. He reported on
the Lake Ballinger Advisory Task Force and commended Public Works for meeting with residents about
flooding challenges on Lake Ballinger and being responsive and creative in working with other members
such as Mountlake Terrace to address those issues. He also attended the Diversity Commission.
Councilmember Teitzel reported the Port of Edmonds recently refinanced bonds which will save the Port
approximately $600,000. The hydraulics in the dry stack boat launcher were recently repaired due to
mechanical problems. Buds Bait Shop is closing and the space will be occupied by Puget Sound Express
whale watching boat. Puget Sound Express' ridership has grown rapidly and they expect a 15-20%
increase in ridership this year. The Port reported a dozen slips were sold at the Seattle Boat Show.
Councilmember Teitzel reported the Historic Preservation Commission (HPC) is refocusing their efforts.
Very few properties have been added to the historic register. Because the standards are fairly high for a
property to be added, the HPC is considering adding a new category, Edmonds Heritage Property, which
would have less stringent standards and allow more properties to be added to the registry.
Councilmember Teitzel reported he attended a multicultural listening forum at the Edmonds Methodist
Church that included three speakers, a Palestinian immigrant, a Mexican immigrant and a member of the
local LGBTQ community. It was a good opportunity to hear about their personal experiences, the
challenges they face, their hopes for living in the community. and to ask questions.
Council President Mesaros reported the SeaShore Transportation Forum did not meet in January due to
another larger conference in King County regarding transportation issues. The SNOCOM Board had a
joint meeting with SNOPAC regarding the potential merger. The Executive Director and the facilitator
Edmonds City Council Draft Minutes
February 7, 2017
Page 12
Packet Pg. 16
4.2.a
who has been leading discussions about the potential merger will provide the Council an update On
March 7. Police Chief Compaan is on the merger committee and he attended the December meeting in
Chief Compaan's absence. Among the issues being considered are governance and the structure of the
boards. The SNOCOM Board is current comprised of elected officials and safety professionals; the
SNOPAC Board is comprised of all safety professionals. Finances are also a key issue because the goals
of a merger include financial savings as well as improved service.
Council President Mesaros reported the Public Facilities District Board meeting held at the end of January
reported ticket sales are doing well and the second half of the season also looks very good. Tonight the
ECA and PFD Boards held a follow-up meeting to their December joint board retreat to discuss a
strategic plan for the organization.
Councilmember Tibbott reported on a Housing Task Force meeting he attended, an Edmonds group that
anyone is welcome to join. During the last month that group was particularly interested in ways to
increase grassroots options for assisting with homelessness and increasing housing options. They are
following the possible increase in homelessness among Edmonds -area students.
Councilmember Tibbott reported he also attended an Affordable Housing Alliance (AHA) meeting, which
is a Snohomish County group interested in establishing practices and opportunities for housing in
Snohomish County. Snohomish County is planning to have a housing levy on the next ballot to raise
money to jumpstart housing projects, AHA hopes to raise $500,000 as a grant funding pool to help with
housing projects. Lynnwood has a new homeless college student camp at the Good Shepherd Church on
196t' to assist homeless people attending college seeking to improve their lives. AHA is also looking at
State legislation to prevent source -of -income discrimination. He advised Edmonds is embarking on a
housing strategy in 2017 in the Comprehensive Plan.
10. MAYOR'S COMMENTS
Mayor Earling reported he found the art exhibit at Cascadia Art Museum absolutely spectacular and
encouraged the public to visit the museum. He reported on a ribbon cutting today for the downtown
restroom. Signs will be installed to direct the public to the restroom which is located south of City Hall in
the parking lot adjacent to the Rusty Pelican.
Mayor Earling explained the Health District sought funds this year from cities; Edmonds contributed
$41,000. The Health District plans to sell their building; he distributed a quit claim deed to release the
City's interest in the building.
Mayor Earling reported Friday is Snohomish County Day in Olympia, an annual event that draws
Snohomish County leaders and many legislators from Snohomish County. He encouraged
Councilmembers to attend the AWC Legislative Conference next Wednesday and Thursday in Olympia
11. COUNCIL COMMENTS
Councilmember Tibbott relayed his plans to attend the State of the City address.
Council President Mesaros expressed his pleasure at seeing the construction fencing installed for the
Veterans Plaza. He looked forward to the dedication ceremony at 2 p.m. on Memorial Day following the
program at the Edmonds Cemetery.
Councilmember Teitzel reported Representative Strom Peterson recently introduced a bill to restrict
ownership of assault rifles in Washington. He encouraged the public to contact their legislators to express
their support or opposition.
Edmonds City Council Draft Minutes
February 7, 2017
Page 13
Packet Pg. 17
4.2.a
Councilmember Nelson relayed last week a member of the Diversity Commission said the Safe City
Resolution was a "feel good" thing. Unfortunately, people don't feel good now; they feel afraid. Shortly
after the Council passed the resolution, with the stroke of a pen, a federal immigration ban was imposed
on people who practice one religion but not another, the second largest religion in the world and practiced
by 3 million Americans and over 100,000 Washingtonians. Persons who were lawful, permanent U.S.
residents were denied entrance back into the U.S. including medical doctors, scientists, students,
Microsoft employees and interpreters for the military. In response, thousands of people throughout the
country went to the street objecting to this act, including many in Edmonds. Many are afraid of the rise in
hate, those who are trying to divide, us versus them. Not somewhere else, but here in Edmonds. It is seen
in schools and in churches. Edmonds children are being taunted by students saying their parents will be
deported. An Edmonds church is being targeted with hate mail and hate calls because they invited people
of the Muslim faith to their congregation.
Councilmember Nelson questioned who will be next? Your loved one? Your friend? Your neighbor?
Time and again in the nation's history in times of hardship or war, those that seem different from us have
been targeted and discriminated against on our soil, people who are indigenous, people who were brought
here, people who immigrated here. It doesn't take a scholar to know that these times are before us again.
What are we to do as a City, as a Council? Pretend it doesn't apply to us, saying there's nothing we can
do, it's the federal government, the President? It's clear we're beyond feel -good measures; we must do
more as a City government to protect our immigrant community. History will not judge us for what we
did or what we didn't do, but whether we were willing accomplices or did we take a stand.
12. CONVENE IN EXECUTIVE SESSION REGARDING PENDING OR POTENTIAL LITIGATION
PER RCW 42.30.110(1)(i)
This item was not needed.
13. RECONVENE IN OPEN SESSION. POTENTIAL ACTION AS A RESULT OF MEETING IN
EXECUTIVE SESSION
This item was not needed.
14. ADJOURN
With no further business, the Council meeting was adjourned at 8:50 p.m.
Edmonds City Council Draft Minutes
February 7, 2017
Page 14
Packet Pg. 18
4.3
City Council Agenda Item
Meeting Date: 02/14/2017
Approval of claim and payroll checks.
Staff Lead: Scott James
Department: Administrative Services
Preparer: Nori Jacobson
Background/History
Approval of claim checks #224016 through #224128 dated February 9, 2017 for $172,943.82.
Approval of re -issued payroll check #62593 for $1,648.96. Approval of clothing allowance check #62594
for Law Enforcement Commissioned Employee in the amount of $607.28 per union contract.
Staff Recommendation
Approval of claim and payroll checks.
Fiscal Impact
Claims $172,943.82
Payroll $607.28
Payroll re -issued check $1,648.96
Narrative
In accordance with the State statutes, City payments must be approved by the City Council. Ordinance
#2896 delegates this approval to the Council President who reviews and recommends either approval or
non -approval of expenditures.
Attachments:
claim cks 02-09-17
FrequentlyUsedProjNumbers 02-09-17
payroll summary reissue 02.03.17
payroll summary clothing allowance
Packet Pg. 19
4.3.a
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
Page: 1
Bank code : usbank
Voucher Date Vendor
Invoice
PO # Description/Account
Amoun Y
224016 2/9/2017 075085 1 LINGUA LLC
197
INTERPRETER SYSTEM SUBSCRIF
w
INTERPRETER SYSTEM SUBSCRIF
001.000.23.512.50.41.01
600.0( p
9.8% Sales Tax
>,
001.000.23.512.50.41.01
58.8( o.
Total:
658.8(
224017 2/9/2017 073947 A WORKSAFE SERVICE INC
237553
EMPLOYEE DRUG TESTING
E
1 POST ACCIDENT [DOT]
111.000.68.542.90.41.00
55.0(
Total:
55.0( o
cU
224018 2/9/2017 070322 A&A LANGUAGE SERVICES INC
15-43034
CHINESE INTERPRETER 9/2/2016 E
o
CHINESE INTERPRETER 9/2/2016 E
o-
Q.
001.000.23.512.50.41.01
178.8£ Q
15-44524
KOREAN INTERPRETER 12/16/201E
c
KOREAN INTERPRETER 12/16/201E
00
00
001.000.23.512.50.41.01
174.5(
15-44595
MONGOLIAN INTERPRETER 11/15/:
ti
MONGOLIAN INTERPRETER 11/15/:
d6
001.000.23.512.50.41.01
171.3, N
15-44610
SPANISH INTERPRETER 10/5/2016
c
SPANISH INTERPRETER 10/5/2016
N
001.000.23.512.50.41.01
158.6,
15-44643
SPANISH INTERPRETER 10/06/201E
E
SPANISH INTERPRETER 10/06/201(
001.000.23.512.50.41.01
165.1(
15-45161
TIGRINIA INTERPRETER 12/07/201 E
CD
TIGRINIA INTERPRETER 12/07/201 E
E
t
001.000.23.512.50.41.01
163.2, um
15-45227
SPANISH INTERPRETER 11/15/201E
r
Q
SPANISH INTERPRETER 11/15/201E
001.000.23.512.50.41.01
165.6z
15-45768
MONGOLIAN INTERPRETER 12/19/;
MONGOLIAN INTERPRETER 12/19/;
Page: 1
Packet Pg. 20
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
Bank code : usbank
Voucher Date Vendor Invoice
224018 2/9/2017 070322 A&A LANGUAGE SERVICES INC (Continued)
15-46049
224019
224020
224021
224022
2/9/2017 069798 A.M. LEONARD INC
15-46085
15-46458
PO # Description/Account
001.000.23.512.50.41.01
MONGOLIAN INTERPRETER 11/28/:
MONGOLIAN INTERPRETER 11/28/:
001.000.23.512.50.41.01
MONGOLIAN INTERPRETER 12/12/;
MONGOLIAN INTERPRETER 12/12/;
001.000.23.512.50.41.01
TIGRINIA INTERPRETER 12/21/201(
TIGRINIA INTERPRETER 12/21/201(
001.000.23.512.50.41.01
Total
C117006901 PM: THERMOMETER
PM: THERMOMETER
001.000.64.576.81.31.00
C117010401 PM: BRASS COUPLERS
PM: BRASS COUPLERS
001.000.64.576.81.31.00
2/9/2017 072189 ACCESS INFORMATION MANAGEMENT 1865431
2/9/2017 001528 AM TEST INC
96923
2/9/2017 001375 AMERICAN PLANNING ASSOCIATION 040706-16102
115730-1711
Total
STORAGE OF DOCUMENTS 02/01/�
STORAGE OF DOCUMENTS 02/01/2
001.000.25.514.30.41.00
Total
WWTP: ICP SCAN & MERCURY BY
ICP SCAN & MERCURY BY CVAA
423.000.76.535.80.41.00
Total
'17 APA DUES- ROB CHAVE
'17 APA DUES- ROB CHAVE
001.000.62.558.60.49.00
APA'17 DUES - SHANE HOPE
APA'17 DUES - SHANE HOPE
4.3.a
Page: 2
Amoun
168.0E aUi
t
U
0
183.2(
Q.
185.3(
E
196.1(
1,910.1�
c�
0
a
Q.
73.7E Q
0
0
61.5(
135.31 ti
rn
0
N
0
90.0( Y
90.0(
E
100.0(
100.0( E
t
U
0
r
r
Q
790.0(
Page: 2
Packet Pg. 21
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher List
City of Edmonds
Voucher Date Vendor Invoice
224022 2/9/2017 001375 AMERICAN PLANNING ASSOCIATION (Continued)
264703
224023 2/9/2017 074718 AQUATIC SPECIALTY SERVICES INC 12512
224024 2/9/2017 069751 ARAMARK UNIFORM SERVICES 1988986663
1988997258
1990007950
4.3.a
Page: 3
PO # Description/Account Amoun
U)
001.000.62.524.10.49.00
818.0( aUi
APA DUES FOR DIRECTOR
U
American Plannin Association dues f(
c
001.000.61.557.20.49.00
469.0(
Total:
2,077.0( Q.
YOST SEWER MOTOR PUMP
YOST SEWER MOTOR PUMP
E
125.000.64.576.80.31.00
4,707.0� 'm
9.8% Sales Tax
a
4"
125.000.64.576.80.31.00
461.2�
Total :
5,168.31
0
L
FACILITIES DIVISION UNIFORMS
a
FACILITIES DIVISION UNIFORMS
Q
001.000.66.518.30.24.00
27.4( c
9.8% Sales Tax
00
001.000.66.518.30.24.00
2.6�
PARKS MAINT UNIFORM SERVICE
ti
PARKS MAINT UNIFORM SERVICE
a6
001.000.64.576.80.24.00
57.3, c
FACILITIES DIVISION UNIFORMS
o
FACILITIES DIVISION UNIFORMS
N
001.000.66.518.30.24.00
27.4(
9.8% Sales Tax
E
001.000.66.518.30.24.00
2.6�
WWTP: UNIFORMS, TOWELS & MA
wwtp uniforms
y
423.000.76.535.80.24.00
5.1( E
wwtp mats & towels
U
423.000.76.535.80.41.00
115.9E Q
9.8% Sales Tax
423.000.76.535.80.24.00 0.5(
9.8% Sales Tax
423.000.76.535.80.41.00 11.3 1
Page: 3
Packet Pg. 22
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224024 2/9/2017 069751 ARAMARK UNIFORM SERVICES
Voucher List
City of Edmonds
4.3.a
Page: 4
Invoice PO # Description/Account Amoun
(Continued)
Y
1990007951
PARKS MAINT UNIFORM SERVICE
w
PARKS MAINT UNIFORM SERVICE
U
001.000.64.576.80.24.00
57.3, c
1990007952
FACILITIES DIVISION UNIFORMS
FACILITIES DIVISION UNIFORMS
Q.
001.000.66.518.30.24.00
27.4( -0
9.8% Sales Tax
M
001.000.66.518.30.24.00
2.6� E
1990011886
PUBLIC WORKS OMC LOBBY MATE
1°
PUBLIC WORKS OMC LOBBY MATE
001.000.65.518.20.41.00
1.6' o
PUBLIC WORKS OMC LOBBY MAT:
CU
>
111.000.68.542.90.41.00
6.1' a
PUBLIC WORKS OMC LOBBY MAT:
Q.
421.000.74.534.80.41.00
6.1' Q
PUBLIC WORKS OMC LOBBY MATE
422.000.72.531.90.41.00
6.1' 00
PUBLIC WORKS OMC LOBBY MATE
511.000.77.548.68.41.00
6.0£
9.8% Sales Tax
c
001.000.65.518.20.41.00
0.1( C�
9.8% Sales Tax
CD
N
111.000.68.542.90.41.00
0.6(
9.8% Sales Tax
E
421.000.74.534.80.41.00
0.6( .�
9.8% Sales Tax
422.000.72.531.90.41.00
0.6( c
9.8% Sales Tax
CD
E
E
423.000.75.535.80.41.00 0.6( u
9.8% Sales Tax
r
511.000.77.548.68.41.00 0.5� Q
PUBLIC WORKS OMC LOBBY MATE
423.000.75.535.80.41.00 6.1'
1990011887 FLEET DIVISION UNIFORMS & MAT
Page: 4
Packet Pg. 23
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 5
Bank code :
usbank
Voucher
Date
Vendor
Invoice
PO # Description/Account
Amoun
224024
2/9/2017
069751 ARAMARK UNIFORM SERVICES
(Continued)
FLEET DIVISION UNIFORMS
511.000.77.548.68.24.00
5.6(
FLEET DIVISION MATS
511.000.77.548.68.41.00
18.4(
9.8% Sales Tax
511.000.77.548.68.24.00
0.5(
9.8% Sales Tax
511.000.77.548.68.41.00
1.8(
Total:
399.5(
224025
2/9/2017
069076 BACKGROUND INVESTIGATIONS INC
COE0117
PRE -EMPLOYMENT BACKGROUND
3 NATIONWIDE BACKGROUND CHI
001.000.22.518.10.41.00
105.0(
Total:
105.0(
224026
2/9/2017
075927 BALLOUN, MARILOU
2/1 REFUND
2/1 REFUND
2/1 REFUND
001.000.239.200
500.0(
Total:
500.0(
224027
2/9/2017
075217 BASLER, TONY
16824
SPANISH INTERPRETER 2/1/2017
SPANISH INTERPRETER 2/1/2017
001.000.23.523.30.41.01
107.5(
Total:
107.5(
224028
2/9/2017
002258 BENS EVER READY
13414
UNITS E108PO, 131 PO, 132PO, 133
Units E108PO, 131 PO, 132PO, 133P
511.100.77.594.48.64.00
645.5 1
9.8% Sales Tax
511.100.77.594.48.64.00
87.0,
Units E108PO, 131 PO, 132PO, 133P
511.100.77.594.48.64.00
242.4<
Total:
975.01
224029
2/9/2017
074307 BLUE STAR GAS
7257
FLEET AUTO PROPANE 491.8 GAL
Page: 5
Packet Pg. 24
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher List
City of Edmonds
Voucher
Date
Vendor
Invoice PO #
Description/Account
224029
2/9/2017
074307 BLUE STAR GAS
(Continued)
Fleet Auto Propane 491.8 Gal
511.000.77.548.68.34.12
7303
FLEET AUTO PROPANE 514.8 GAL
Fleet Auto Propane 514.8 Gal
511.000.77.548.68.34.12
7350
FLEET AUTO PROPANE 516.7
Fleet Auto Propane 516.7
511.000.77.548.68.34.12
7390
FLEET AUTO PROPANE 578.3 GAL
Fleet Auto Propane 578.3 Gal
511.000.77.548.68.34.12
Total:
224030
2/9/2017
075524 BOCK CONSULTING
Zuvela 1
WWTP JA PROJECT
JOB ANALYSIS AND WWTP PHYSIC
423.000.76.535.80.41.00
Total:
224031
2/9/2017
018495 CALPORTLAND COMPANY
93137025
PM: QUARRY SPALLS BLN JETTY
PM: QUARRY SPALLS BLN JETTY
001.000.64.576.80.31.00
9.8% Sales Tax
001.000.64.576.80.31.00
93137026
PM: QUARRY SPALLS BLN JETTY
PM: QUARRY SPALLS BLN JETTY
001.000.64.576.80.31.00
9.8% Sales Tax
001.000.64.576.80.31.00
Total:
224032
2/9/2017
071816 CARLSON, JESSICA
5259 DRAWING
5259 ADVENTURES IN DRAWING It
5259 ADVENTURES IN DRAWING It
001.000.64.571.22.41.00
Total:
4.3.a
Page: 6
Page: 6
Packet Pg. 25
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224033 2/9/2017 068484 CEMEX LLC
Voucher List
City of Edmonds
4.3.a
Page: 7
Invoice PO # Description/Account Amoun
9434812339
ROADWAY - ASPHALT
Y
Roadway - Asphalt
4)
111.000.68.542.31.31.00
284.9( U
9.5% Sales Tax
c
111.000.68.542.31.31.00
27.01, >,
9434812340
ROADWAY - LIQ ASPHALT
Q.
Roadway - Liq Asphalt
111.000.68.542.31.31.00
110.0( M
9.5% Sales Tax
E
111.000.68.542.31.31.00
10.4: 12
9434812341
ROADWAY LIQ ASPHALT
Roadway Liq Asphalt
o
111.000.68.542.31.31.00
CU
55.0( o
9.5% Sales Tax
a
111.000.68.542.31.31.00
5.2: Q
9434837560
ROADWAY - ASPHALT
Roadway - Asphalt
111.000.68.542.31.31.00
110.6( 00
9.5% Sales Tax
111.000.68.542.31.31.00
10.5'
9434853122
ROADWAY ASPHALT
°6
0
Roadway Asphalt
N
111.000.68.542.31.31.00
282.1( N
9.5% Sales Tax
111.000.68.542.31.31.00
26.8( E
9434853123
ROADWAY - LIQ ASPHALT
M
Roadway - Liq Asphalt
111.000.68.542.31.31.00
55.0( c
9.5% Sales Tax
E
111.000.68.542.31.31.00
5.Z �
9434882606
ROADWAY - LIQ ASPHALT
r
Roadway - Liq Asphalt Q
111.000.68.542.31.31.00 55.0(
9.5% Sales Tax
111.000.68.542.31.31.00 5.2,
Page: 7
Packet Pg. 26
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 8
Bank code :
Voucher
usbank
Date Vendor
Invoice
PO # Description/Account
Amoun
224033
2/9/2017 068484 CEMEX LLC
(Continued)
Y
9434882607
ROADWAY - ASPHALT
aUi
Roadway - Asphalt
111.000.68.542.31.31.00
356.3( c
9.5% Sales Tax
;,
111.000.68.542.31.31.00
33.8E Q.
9434882608
STORM DUMP FEES
Storm Dump Fees
M
422.000.72.531.10.49.00
349.3< E
9434882609
STORM DUMP FEES
1°
Storm Dump Fees
422.000.72.531.10.49.00
339.7E
9434882610
STORM DUMP FEES
tu
>
Storm Dump Fees
a
422.000.72.531.10.49.00
329.91, C
9434882611
15TH ST SIDEWALK POUR SUPPLII
15th St Sidewalk Pour Supplies
112.000.68.595.33.41.00
872.0( 00
9.8% Sales Tax
112.000.68.595.33.41.00
85.4(
Total:
3,409.8' c
224034
2/9/2017 003510 CENTRAL WELDING SUPPLY
LY 241911
FLEET SHOP SUPPLIES
c
Fleet Shop Supplies
�
511.000.77.548.68.31.20
33.3E U
9.8% Sales Tax
M
511.000.77.548.68.31.20
3.2 6
LY 242033
FLEET SHOP SUPPLIES
Fleet Shop Supplies
511.000.77.548.68.31.20
E
61.4E t
9.8% Sales Tax
U
511.000.77.548.68.31.20
6.0: Q
RN01171016
SPRAY PARK: CARBONDIOXIDE, G'
GYMNASTICS: HELIUM
001.000.64.571.28.45.00
12.6,
SPRAY PARK: CARBONDIOXIDE
Page: 8
Packet Pg. 27
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 9
Bank code :
usbank
Voucher
Date
Vendor
Invoice PO #
Description/Account
Amoun
224034
2/9/2017
003510 CENTRAL WELDING SUPPLY
(Continued)
001.000.64.576.80.45.00
12.6<
RN01171017
WWTP: CYLINDER RENTAL+ HAZE
nitrogen, oxygen, carbon monoxide
423.000.76.535.80.31.00
64.0(
9.8% Sales Tax
423.000.76.535.80.31.00
6.21
Total:
199.6E
224035
2/9/2017
069457 CITY OF EDMONDS
E1CA.ENG20170029
E1CA.ENG20170029.ROW PERMIT
E1CA.ENG20170029.ROW Permit
112.000.68.595.33.41.00
535.0(
Total:
535.0(
224036
2/9/2017
071389 COASTAL WEAR PRODUCTS INC
6519
UNIT 138 - TUBE BROOM
Unit 138 - Tube Broom
511.000.77.548.68.31.10
450.0(
9.8% Sales Tax
511.000.77.548.68.31.10
44.1(
Tota I :
494.1(
224037
2/9/2017
064369 CODE PUBLISHING CO
55452
EDMONDS CITY CODE ELECTRONI
EDMONDS CITY CODE ELECTRONI
001.000.25.514.30.41.00
875.5(
9.8% Sales Tax
001.000.25.514.30.41.00
85.8(
Total:
961.3(
224038
2/9/2017
073135 COGENT COMMUNICATIONS INC
FEB-17
C/A CITYOFED00001
Feb-17 Fiber Optics Internet Connect
512.000.31.518.87.42.00
406.1(
Total:
406.1(
224039
2/9/2017
004867 COOPER, JACK F
15
LEOFF 1 MEDICAL REIMBURSMEN'
MEDICARE PREMIUM
617.000.51.517.20.23.00
1.258.8(
Page: 9
Packet Pg. 28
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224039 2/9/2017 004867 004867 COOPER, JACK F
224040 2/9/2017 065683 CORRY'S FINE DRY CLEANING
224041
224042
224043
224044
2/9/2017 075925 CROSSROADS STRATEGIES LLC
2/9/2017 006200 DAILY JOURNAL OF COMMERCE
2/9/2017 074444 DATAQUEST LLC
Voucher List
City of Edmonds
Invoice
(Continued)
JAN 2017
1011628
3321618
1515
2/9/2017 046150 DEPARTMENT OF LABOR & INDUSTRY 205889
205891
205892
4.3.a
Page: 10
PO # Description/Account Amoun
Total : 1,258.8( he
U
a)
DRY CLEANING DEC/JAN - EDMOI`
CLEANING/LAUNDRY DEC/JAN 201
—
001.000.41.521.22.24.00
439.5:
Total:
439.5:M
FEDERAL LOBBYIST JANUARY 201
c
Federal lobbyist for January 2017
E
001.000.61.511.70.41.00
5,000.0(
Total:
5,000.0(
0
BUSINESS RECRUITMENT ADS JAB
75
Business recruitment ads for January
o
001.000.61.558.70.41.40
540.0( a
Total :
540.0( Q
INV 1515 CUSTOMER CIEDMONDS
CREDIT REPORT - STANLEY
00
..
001.000.41.521.10.41.00
20.0(
Total :
20.0(
FAC ELEVATOR CERT RENEWAL
rn
G
FAC Elevator Cert Renewal
N
c
001.000.66.518.30.49.00
N
141.6(
Library Elevator Cert Renewal
E
001.000.66.518.30.49.00
129.0(
Museum Elevator Cert Renewal
001.000.66.518.30.49.00
129.0(
CITY HALL ELEVATOR CERT RENE)
t
City Hall Elevator Cert Renewal
001.000.66.518.30.49.00
154.2( cvo
PW ELEVATOR CERT RENEWAL
r
Q
PW Elevator Cert Renewal
001.000.66.518.30.49.00
129.0(
Total :
682.8(
Page: 10
Packet Pg. 29
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224045 2/9/2017 006626 DEPT OF ECOLOGY
Voucher List
City of Edmonds
Invoice
2017WA0024058
224046 2/9/2017 047450 DEPT OF INFORMATION SERVICES 2017010044
224047 2/9/2017 075468 DRAMA KIDS
5268 DRAMA KIDS
224048 2/9/2017 071969 EDMONDS CENTER FOR THE ARTS KIDSTOCK
224049 2/9/2017 008705 EDMONDS WATER DIVISION 8-40000
224050 2/9/2017 008812 ELECTRONIC BUSINESS MACHINES AR40558
AR59938
224051 2/9/2017 075228 ENGINUITY SYSTEMS LLC ESL 3176
PO # Description/Account
WWTP: 2ND HALF OF FEE FOR 20'
2ND HALF OF FEE FOR 2017 WASI
423.000.76.535.80.51.00
Total
CUSTOMER ID# D200-0 SWV#0098
Scan Services for January 2017
512.000.31.518.88.42.00
Total
5268 DRAMA KIDS INSTRUCTION
5268 DRAMA KIDS INSTRUCTION
001.000.64.571.22.41.00
Total
KIDSTOCK
KIDSTOCK
117.100.64.573.20.41.00
Total :
HICKMAN PARK STORM DRAIN & U
HICKMAN PARK STORM DRAIN & U
001.000.64.576.80.47.00
Total
INV#AR40558 ACCT#MK5514 - EDIV
HP TONER CARTRIDGE- A9318
001.000.41.521.10.31.00
9.8% Sales Tax
001.000.41.521.10.31.00
COPIER MAINTENANCE FEE
COPIER MAINTENANCE FEE
001.000.23.523.30.48.00
Total
YOST PARK SPA PHASE 4 COST OF
YOST PARK SPA PHASE 4 COST OF
4.3.a
Page: 11
Page: 11
Packet Pg. 30
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 12
Bank code :
Voucher
usbank
Date
Vendor
Invoice PO #
Description/Account
Amoun
224051
2/9/2017
075228 ENGINUITY SYSTEMS LLC
(Continued)
125.000.64.576.80.41.00
1,500.0(
Total:
1,500.0(
224052
2/9/2017
009350 EVERETT DAILY HERALD
EDH741589
LEGAL NOTICE PLN20160059
LEGAL NOTICE PLN20160059
001.000.62.558.60.41.40
58.4i
Total:
58.41
224053
2/9/2017
066378 FASTENAL COMPANY
WAMOU42793
PM: SHOP SUPPLIES
PM: SHOP SUPPLIES
001.000.64.576.80.31.00
39.9.
9.8% Sales Tax
001.000.64.576.80.31.00
3.9'
WAMOU42838
PM: SPANNER DRIVER
PM: SPANNER DRIVER
001.000.64.576.80.31.00
9.7,
9.8% Sales Tax
001.000.64.576.80.31.00
0.9E
Total:
54.5(
224054
2/9/2017
075536 FREGON ESE ASSOCIATES
444-013
HWY 99 SUBAREA PLAN
HWY 99 SUBAREA PLAN
001.000.62.524.10.41.00
8,697.5(
Total:
8,697.5(
224055
2/9/2017
011900 FRONTIER
253-003-6887
LIFT STATION #6 VG SPECIALACCI
LIFT STATION #6 VG SPECIAL ACCI
423.000.75.535.80.42.00
41.9,
425-774-1031
LIFT STATION #8 VG SPECIAL ACCI
LIFT STATION #8 TWO VOICE GRAI
423.000.75.535.80.42.00
47.2:
425-776-1281
SNO-ISLE LIBRARY ELEVATOR PH(
SNO-ISLE LIBRARY ELEVATOR PH(
001.000.66.518.30.42.00
53.8(
425-776-5316
425-776-5316 PARKS MAINT FAX LII
Page: 12
Packet Pg. 31
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 13
Bank code :
Voucher
usbank
Date
Vendor
Invoice
PO # Description/Account
Amoun
224055
2/9/2017
011900 FRONTIER
(Continued)
425-776-5316 PARKS MAINT FAX LII
001.000.64.576.80.42.00
98.4<
Total:
241.4(
224056
2/9/2017
002500 GALLS LLC DBA BLUMENTHAL
006810849
1NV#006810849 ACCT#1 00 1074529
KINETIC GORE-TEX BOOTS-MCINT
001.000.41.521.22.24.00
154.9E
9.6% Sales Tax
001.000.41.521.22.24.00
14.8E
Total:
169.&
224057
2/9/2017
075538 GAMEZ, OMAR
01272017
MILEAGE PO MEETING
MILEAGE PO MEETING
001.000.23.523.30.43.00
19.2E
Total:
19.2E
224058
2/9/2017
068075 GENERAL AUTOMOTIVE SUPPLY CO
372657
INV#372657 - ACCT#20999 - EDMOI
20 MINUTE SPIKELESS ROAD FLAF
001.000.41.521.22.31.00
1,144.8(
Total:
1,144.8(
224059
2/9/2017
063137 GOODYEAR AUTO SERVICE CENTER
135398
FLEET TIRE INVENTORY (12)
Fleet Tire Inventory (12)
511.000.77.548.68.34.30
1,306.8(
WA St Tire Fees
511.000.77.548.68.34.30
12.0(
9.8% Sales Tax
511.000.77.548.68.34.30
128.0 ,
Tota I :
1,446.8 ,
224060
2/9/2017
072515 GOOGLE INC
3363406317
BILLING ID# 5030-2931-5908
Google Apps - Jan-2017
512.000.31.518.88.48.00
31.0(
Total:
31.0(
224061
2/9/2017
012199 GRAINGER
9335667649
PM: BLN SIGN ON RESTROOM
Page: 13
Packet Pg. 32
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 14
Bank code : usbank
Voucher Date Vendor Invoice PO # Description/Account Amoun
224061 2/9/2017 012199 GRAINGER (Continued)
PM: BLN SIGN ON RESTROOM
001.000.64.576.80.31.00 32.7,
9.8% Sales Tax
001.000.64.576.80.31.00 3.2'
224062 2/9/2017 012900 HARRIS FORD INC
224063 2/9/2017 072647 HERRERA ENVIRONMENTAL
224064 2/9/2017 064528 HI -LINE ELECTRICAL
39341
10515601
224065 2/9/2017 067862 HOME DEPOT CREDIT SERVICES 1063898
1232991
Total
UNIT 448 - HINGE ASSEMBLY
Unit 448 - Hinge Assembly
511.000.77.548.68.31.10
9.8% Sales Tax
511.000.77.548.68.31.10
Total
STORMWATER PLAN REVIEW SUP
Stormwater Plan Review Support
422.000.72.531.90.41.00
Total
UNIT E107PO - PARTS
Unit E107PO - Parts
511.100.77.594.48.64.00
9.8% Sales Tax
511.100.77.594.48.64.00
Total
WWTP: REV TOOTH JSBS, RADIAT,
REV TOOTH JSBS - purchased at stc
423.000.76.535.80.31.00
Radiator Heaters - purchased at store
423.000.76.535.80.35.00
9.5% Sales Tax
423.000.76.535.80.31.00
9.5% Sales Tax
423.000.76.535.80.35.00
WWTP: CREDIT -RETURN OF TOOT
Page: 14
Packet Pg. 33
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224065 2/9/2017 067862 HOME DEPOT CREDIT SERVICES
224066 2/9/2017 075119 HOPE, SHANE
224067 2/9/2017 074331 HOVICK, JAMES
224068 2/9/2017 072041 IBS INCORPORATED
Voucher List
City of Edmonds
Invoice
PO # Description/Account
(Continued)
CREDIT FOR RETURN OF TOOTH J
423.000.76.535.80.31.00
9.5% Sales Tax
423.000.76.535.80.31.00
1232992
WWTP: BOSCH HSS JSBS
BOSCH HSS JSBS - picked up at Shi
423.000.76.535.80.31.00
9.5% Sales Tax
423.000.76.535.80.31.00
6083332
WWTP: PLIERS
Pliers
423.000.76.535.80.35.00
9.5% Sales Tax
423.000.76.535.80.35.00
Tota I :
Jan-17
MILEAGE- SHANE HOPE 1/17
MILEAGE- SHANE HOPE 1/17
001.000.62.524.10.43.00
Total:
16
LEOFF 1 MEDICAL REIMBURSMEN'
PRESCRIPTION REIMBURSEMENT
009.000.39.517.20.23.00
Total:
635392-1 FLEET SHOP SUPPLIES
Fleet Shop Supplies
511.000.77.548.68.31.20
Freight
511.000.77.548.68.31.20
9.8% Sales Tax
511.000.77.548.68.31.20
Total
4.3.a
Page: 15
Page: 15
Packet Pg. 34
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 16
Bank code :
usbank
Voucher
Date Vendor
Invoice
PO # Description/Account
Amoun
224069
2/9/2017 073548 INDOFF INCORPORATED
2910423
OFFICE SUPPLIES
�
SHARED COPY PAPER
w
001.000.22.518.10.31.00
53.0,
SHARED COPY PAPER
o
001.000.21.513.10.31.00
51.4, >,
LEGAL FILE FOLDERS
Q.
001.000.22.518.10.31.00
9.3E c
MULTICOLOR FLIP CHART MARKEF
M
001.000.22.518.10.31.00
11.1( ,
9.8% Sales Tax
001.000.22.518.10.31.00
7.2( o
9.8% Sales Tax
001.000.61.557.20.31.00
C5
5.0z o
9.8% Sales Tax
a
001.000.21.513.10.31.00
5.0: Q
SHARED COPY PAPER
001.000.61.557.20.31.00
51.4
2913581
CITY CLERKS OFFICE SUPPLIES
00
9.8% Sales Tax
001.000.25.514.30.31.00
ti
8.5E
BATTERIES, PENS, THERMAL PAPE
0
001.000.25.514.30.31.00
87.5, c�
2913630
WWTP: CASIO LABEL TAPES 18MK/
CD
N
CASIO LABEL TAPES 18MM
Y
423.000.76.535.80.31.00
32.3E E
9.8% Sales Tax
423.000.76.535.80.31.00
3.11
Total:
325.4( c
m
t
224070
2/9/2017 014940 INTERSTATE BATTERY SYSTEMS
300-10018032
UNIT E107PO - PARTS
Unit E107PO - Parts
M
511.100.77.594.48.64.00
r
39.4E Q
9.8% Sales Tax
511.100.77.594.48.64.00
3.8 1
300-10018144
FLEET SHOP SUPPLIES
Page: 16
Packet Pg. 35
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224070 2/9/2017 014940 INTERSTATE BATTERY SYSTEMS
Voucher List
City of Edmonds
4.3.a
Page: 17
Invoice PO # Description/Account Amoun
(Continued)
Y
Fleet Shop Supplies
4)
511.000.77.548.68.31.20
126.6( U
9.8% Sales Tax
c
511.000.77.548.68.31.20
12.4' >,
300-10018296
UNIT E107PO - PARTS
Q.
Unit E107PO - Parts
'D
511.100.77.594.48.64.00
c
31.8(
9.8% Sales Tax
E
511.100.77.594.48.64.00
3.1, 2
300-10018456
UNIT E128PR PARTS
Unit E128PR Parts
o
511.100.77.594.48.64.00
CU
13.1( o
9.8% Sales Tax
a
511.100.77.594.48.64.00
1.2£ Q
300-10018590
UNITS E105 PO, 108 PO, 124PO - -
Units E105 PO, 108 PO, 124PO - -
o
511.100.77.594.48.64.00
479.8E 00
9.8% Sales Tax
511.100.77.594.48.64.00
47.0<
300-10019201
PM: SPILL KIT
°6
0
PM: SPILL KIT
N
001.000.64.576.80.31.00
204.9E N
9.8% Sales Tax
001.000.64.576.80.31.00
20.0� E
300-10019545
FLEET SHOP SUPPLIES
Fleet Shop Supplies
511.000.77.548.68.31.20
99.9E c
9.8% Sales Tax
E
511.000.77.548.68.31.20
9.8(
300-10019551
UNIT E136PO - PARTS
r
Unit E136PO - Parts Q
511.100.77.594.48.64.00 159.0(
9.8% Sales Tax
511.100.77.594.48.64.00 15.5£
Page: 17
Packet Pg. 36
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224070 2/9/2017 014940 INTERSTATE BATTERY SYSTEMS
224071 2/9/2017 075062 JAMESTOWN NETWORKS
Voucher List
City of Edmonds
Invoice
(Continued)
300-10019575
4314
224072 2/9/2017 072650 KCDA PURCHASING COOPERATIVE 300122261
224073 2/9/2017 068677 KONECRANES AMERICA INC
224074 2/9/2017 067631 LODESTAR COMPANY INC
PO # Description/Account
FLEET SHOP SUPPLIES
Fleet Shop Supplies
511.000.77.548.68.31.20
9.8% Sales Tax
511.000.77.548.68.31.20
Total :
FIBER OPTICS INTERNET CONNEC
Feb-17 Fiber Optics Internet Connect
512.000.31.518.87.42.00
9.8% Sales Tax
512.000.31.518.87.42.00
Total
INV#300122261 ACCT#100828 - EDI
10 CASES MULTI USE COPY PAPEF
001.000.41.521.10.31.00
HANDLING FEE
001.000.41.521.10.31.00
9.8% Sales Tax
001.000.41.521.10.31.00
Total
SEA01163423 FLEET SHOP MAINT ON CRANE
Fleet Shop Maint on Crane
511.000.77.548.68.48.00
9.8% Sales Tax
511.000.77.548.68.48.00
Total
144847 WWTP: HEATING PROBLEMS -UNIT
HEATING PROBLEMS @ EAST END
423.000.76.535.80.48.00
9.8% Sales Tax
423.000.76.535.80.48.00
4.3.a
Page: 18
Page: 18
Packet Pg. 37
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224074 2/9/2017 067631 LODESTAR COMPANY INC
224075 2/9/2017 075480 MADATH, DONNA
224076 2/9/2017 075664 MAJOR, JENNA
224077 2/9/2017 075921 MALONE, JAKE
224078 2/9/2017 070028 MCA
224079 2/9/2017 020039 MCMASTER-CARR SUPPLY CO
Voucher List
City of Edmonds
Invoice PO #
Description/Account
(Continued)
144882
WWTP: HEATING PROBLEM-WOME
HEATING PROBLEM-WOMENS REE
423.000.76.535.80.48.00
9.8% Sales Tax
423.000.76.535.80.48.00
Total:
5518 MAKE ART
5518 MAKE ART TOGETHER INSTR
5518 MAKE ART TOGETHER INSTR
001.000.64.571.22.41.00
Total:
1/3-1/31 GYM ATTEND
1/3-1/31/17 PICKLE -BALL GYM ATTE
1/3-1/31/17 PICKLE -BALL GYM ATTE
001.000.64.571.25.41.00
Total:
1/10-1/31 GYM ATTEND
1/10-1/31/17VOLLEYBALL GYM AT7
1/10-1/31/17 VOLLEYBALL GYMAT7
001.000.64.571.25.41.00
Total:
01262017
2017 MCA DUES GAMEZ, OMAR
2017 MCA DUES GAMEZ, OMAR
001.000.23.523.30.49.00
WORKSHOP USING EVIDENCED Bj
001.000.23.523.30.49.00
Tota I :
10803403
WWTP: ADAPTER OUTLET
Adapter Outlets
423.000.76.535.80.48.00
Freight
423.000.76.535.80.48.00
10882159
WWTP: SANDING DISCS, HOSE CC
4.3.a
Page: 19
Page: 19
Packet Pg. 38
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 20
Bank code :
Voucher
usbank
Date
Vendor
Invoice
PO # Description/Account
Amoun
224079
2/9/2017
020039 MCMASTER-CARR SUPPLY CO
(Continued)
SANDING DISCS, HOSE COUPLING
423.000.76.535.80.31.00
517.4(
Freight
423.000.76.535.80.31.00
8.01
10919613
WWTP: ROD TYPE, TAPS,DRILL Bll
ROD TYPE, TAPS,DRILL BITS, THR
423.000.76.535.80.48.00
97.8'
Freight
423.000.76.535.80.48.00
12.7(
Total:
897.0'
224080
2/9/2017
021983 MOTOR TRUCKS INC
ME111031
UNIT 106 GAUGES
Unit 106 Gauges
511.000.77.548.68.31.10
210.3E
9.8% Sales Tax
511.000.77.548.68.31.10
20.6'
Total:
230.9E
224081
2/9/2017
067834 NATIONAL CONSTRUCTION RENTALS
4635900
PM: PANELS BLN JETTY
PM: PANELS BLN JETTY
001.000.64.576.80.45.00
450.0(
9.8% Sales Tax
001.000.64.576.80.45.00
44.1(
Total:
494.1(
224082
2/9/2017
070855 NAVIA BENEFIT SOLUTIONS
10072957
NAVIA BENEFITS JAN17 & ANNUAL
$600 Plan Year Fee-
001.000.22.518.10.41.00
754.0(
Monthly Min.
001.000.22.518.10.41.00
25.0(
Total:
779.0(
224083
2/9/2017
024302 NELSON PETROLEUM
0607100-IN
FLEET FILTER INVENTORY
Fleet Filter Inventory
511.000.77.548.68.34.40
27.6(
Page: 20
Packet Pg. 39
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 21
Bank code : usbank
Voucher Date Vendor
Invoice
PO # Description/Account
Amoun
224083 2/9/2017 024302 NELSON PETROLEUM
(Continued)
Y
9.8% Sales Tax
w
511.000.77.548.68.34.40
2.7'
0608504-IN
FLEET OIL INVENTORY
o
Fleet Oil Inventory
511.000.77.548.68.34.21
1,134.7( Q.
9.8% Sales Tax
511.000.77.548.68.34.21
c
111.2'
0608534-IN
FLEET RETURNS FILTER INVENTG
E
Fleet Returns Filter Inventory
f°
511.000.77.548.68.34.21
-12.6:
9.8% Sales Tax
o
511.000.77.548.68.34.21
cu
-1.2z >
Total:
1,262.4' a
Q.
224084 2/9/2017 061013 NORTHWEST CASCADE INC
0550234417
HICKMAN PARK HONEY BUCKET
Q
HICKMAN PARK HONEY BUCKET
o
001.000.64.576.80.45.00
587.6, 00
0550234418
YOST PARK POOL HONEY BUCKET
YOST PARK POOL HONEY BUCKET
ti
001.000.64.576.80.45.00
309.2' d�
0550234419
HAINES WHARF HONEY BUCKET
o
N
HAINES WHARF HONEY BUCKET
o
001.000.64.576.80.45.00
218.7E
0550234420
PINE STREET PARK HONEY BUCK[
E
PINE STREET PARK HONEY BUCKE
001.000.64.576.80.45.00
113.8E
0550234421
SIERRA PARK HONEY BUCKET
SIERRA PARK HONEY BUCKET
m
001.000.64.576.80.45.00
113.8E t
0550234422
WILLOW CREEK FISH HATCHERY I
U
WILLOW CREEK FISH HATCHERY I
Q
001.000.64.576.80.45.00
113.8E
0550234423
CIVIC FIELD 6TH & BELL HONEY Bl
CIVIC FIELD 6TH & BELL HONEY B1
001.000.64.576.80.45.00
113.8,1
Page: 21
Packet Pg. 40
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 22
Bank code : usbank
Voucher Date Vendor
Invoice
PO # Description/Account
Amoun
224084 2/9/2017 061013 NORTHWEST CASCADE INC
(Continued)
Y
0550234424
EDMONDS ELEMENTARY HONEY B
w
EDMONDS ELEMENTARY HONEY B
U
001.000.64.576.80.45.00
111.6E c
0550234425
MADRONA HONEY BUCKET
MADRONA HONEY BUCKET
Q.
001.000.64.576.80.45.00
111.6E -0
0550234426
MARINA BEACH HONEY BUCKET
MARINA BEACH HONEY BUCKET
E
001.000.64.576.80.45.00
1,394.Z f°
0550234427
CIVIC CENTER 6TH & EDMONDS H,
CIVIC CENTER 6TH & EDMONDS H,
001.000.64.576.80.45.00
113.8E >
0550234428
CIVIC FIELD 6TH & EDMONDS HON
a
CIVIC FIELD 6TH & EDMONDS HON
Q.
001.000.64.576.80.45.00
113.8E Q
0550234429
220 RAILROAD AVE HONEY BUCKE
220 RAILROAD AVE HONEY BUCKE
o
001.000.64.576.80.45.00
789.0( "
0550236195
MEADOWDALE CLUBHOUSE HONE
~
MEADOWDALE CLUBHOUSE HONE
d6
001.000.64.576.80.45.00
0
-62.3£ N
Total:
4,142.8E N
224085 2/9/2017 025690 NOYES, KARIN
000 00 713
ADB MINUTES 2/1/17
ADB MINUTES 2/1/17
E
I
001.000.62.558.60.41.00
105.0(
Total:
105.0(
c
m
224086 2/9/2017 067868 NW TANK & ENVIRONMENTAL
63897
WWTP: TROUBLESHOOT TANK MC
E
TROUBLESHOOT TANK MONITOR F
U
423.000.76.535.80.48.00
174.9( r
Q
9.8% Sales Tax
423.000.76.535.80.48.00
17.1 z
Total:
192.01
Page: 22
Packet Pg. 41
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224087 2/9/2017 063511 OFFICE MAX INC
224088
224089
224090
Voucher List
City of Edmonds
Invoice
900693
918181
2/9/2017 069596 OLD GROWTH ACOUSTIC QUARTET WINTERGRASS
2/9/2017 026200 OLYMPIC VIEW WATER DISTRICT
2/9/2017 072739 O'REILLYAUTO PARTS
PO # Description/Account
P&RADMIN: PAPER, CLIPS, INKROI
P&RADMIN: PAPER, CLIPS, INKROI
001.000.64.571.21.31.00
PM: PAPER
001.000.64.576.80.31.00
9.8% Sales Tax
001.000.64.571.21.31.00
9.8% Sales Tax
001.000.64.576.80.31.00
P&R ADMIN: THERMAL POUCH
P&R ADMIN: THERMAL POUCH
001.000.64.571.21.31.00
9.8% Sales Tax
001.000.64.571.21.31.00
Total
WINTERGRASS PREVIEW CONCEF
WINTERGRASS PREVIEW CONCEF
117.100.64.573.20.41.00
Total
0054671 HICKMAN PARK IRRIGATION
HICKMAN PARK IRRIGATION
001.000.64.576.80.47.00
0060860 HICKMAN PARK DRINKING FOUNT/
HICKMAN PARK DRINKING FOUNT/
001.000.64.576.80.47.00
Total:
3685-255734
RP 3685-255488
UNIT 55 - OIL FILTER
Unit 55 - Oil Filter
511.000.77.548.68.31.10
9.8% Sales Tax
511.000.77.548.68.31.10
UNIT44 - WIPER BLADES
Unit 44 - Wiper Blades
4.3.a
Page: 23
Amoun
U
a�
165.5' U
0
36.7z >,
R
Q.
16.2.
3.6( .E
c�
0
51.6:
0
5.0( a
278.71 Q
0
0
750.0(
750.0(
rn
0
N
0
18.0' Y
U
E
97.0,
115.0:
c
m
E
t
U
3.6' r
Q
0.3!
Page: 23
Packet Pg. 42
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 24
Bank code :
usbank
Voucher
Date
Vendor
Invoice
PO # Description/Account
Amoun
224090
2/9/2017
072739 O'REILLYAUTO PARTS
(Continued)
511.000.77.548.68.31.10
25.9z
9.8% Sales Tax
511.000.77.548.68.31.10
2.5z
Tota I :
32.4'
224091
2/9/2017
073871 PERSONNEL EVALUATION INC
22130
INV 22130 EDMONDS PD
WEB -BASED PEP TEST (3)
001.000.41.521.10.41.00
60.0(
Total:
60.0(
224092
2/9/2017
069633 PET PROS
0014663-IN
INV#0014663-IN CUST#07-EDMONC
NS/GF CHICKEN - DOG FOOD
001.000.41.521.26.31.00
49.3�
NUTRI CHICKEN/RICE - DOG FOOC
001.000.41.521.26.31.00
45.5�
9.9% Sales Tax
001.000.41.521.26.31.00
9.4(
Total:
104.3i
224093 2/9/2017 008350 PETTY CASH
224094 2/9/2017 071983 PICKLEBALL STUFF LLC
2/2 PETTY CASH 02/02/17 PETTY CASH
PARKER: FRED MEYER: PRESCHO
001.000.64.571.29.31.00
COLLEY: EDMONDS HARDWARE: F
001.000.64.571.23.31.00
STEELE-SMITH: DISPLAY & COSTU
001.000.64.571.23.31.00
PARKER: COSTCO: GARBAGE BAG
001.000.64.571.29.31.00
PARKER: HOME DEPOT: WOODEN
001.000.64.571.29.31.00
Total
19129 PICKLE -BALLS FOR ADULT PICKLE
PICKLE -BALLS FOR ADULT PICKLE
001.000.64.571.25.31.00
Page: 24
Packet Pg. 43
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224094 2/9/2017 071983 PICKLEBALL STUFF LLC
224095 2/9/2017 028860 PLATT ELECTRIC SUPPLY INC
224096 2/9/2017 072384 PLAY-WELLTEKNOLOGIES
224097 2/9/2017 064088 PROTECTION ONE
224098 2/9/2017 070809 PUGET SOUND EXECUTIVE
224099 2/9/2017 061540 REPUBLIC SERVICES #197
Voucher List
City of Edmonds
Invoice PO #
Description/Account
(Continued)
9.8% Sales Tax
001.000.64.571.25.31.00
Total:
L167168
E4MB.PARTS FOR MONOFILAMENI
E4MB.Parts for Monofilament Holder:
016.000.66.518.30.41.00
Total:
5286 LEGO INSTRUCTIO
5286 LEGO INSTRUCTION
5286 LEGO INSTRUCTION
001.000.64.571.22.41.00
Total:
31146525
ALARM MONITORING CITY HALL
ALARM MONITORING CITY HALL 12
001.000.66.518.30.42.00
Tota I :
17-1080
JANUARY SECURITY SERVICES
JANUARY SECURITY SERVICES
001.000.23.512.50.41.00
Total:
3-0197-0800478
FIRE STATION #20 23009 88TH AVE
FIRE STATION #20 23009 88TH AVE
001.000.66.518.30.47.00
3-0197-0800897
PUBLIC WORKS OMC 7110 210TH
PUBLIC WORKS OMC 7110 210TH
001.000.65.518.20.47.00
PUBLIC WORKS OMC 7110 210TH
111.000.68.542.90.47.00
PUBLIC WORKS OMC 7110 210TH ;
421.000.74.534.80.47.00
PUBLIC WORKS OMC 7110 210TH
4.3.a
Page: 25
Page: 25
Packet Pg. 44
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224099 2/9/2017 061540 REPUBLIC SERVICES #197
224100 2/9/2017 064769 ROMAINE ELECTRIC
Voucher List
City of Edmonds
4.3.a
Page: 26
Invoice PO # Description/Account Amoun
(Continued)
Y
423.000.75.535.80.47.10
115.0z aUi
PUBLIC WORKS OMC 7110 210TH :
U
511.000.77.548.68.47.00
115.0z c
PUBLIC WORKS OMC 7110 210TH
422.000.72.531.90.47.00
115.0: Q.
3-0197-0801132
FIRE STATION #16 8429 196TH ST ;
FIRE STATION #16 8429 196TH ST
001.000.66.518.30.47.00
161.7< E
3-0197-0829729
CLUBHOUSE 6801 N MEADOWDAL
1°
CLUBHOUSE 6801 N MEADOWDAL
001.000.66.518.30.47.00
69.5,
Total:
CU
989.0E >
0
L
5-012056
UNIT 448 - BATTERY
Q-
Q.
Unit 448 - Battery
Q
511.000.77.548.68.31.10
90.0< o
9.8% Sales Tax
000
511.000.77.548.68.31.10
8.8,
5-012265
UNIT 679 - BATTERY
ti
Unit 679 - Battery
d6
511.000.77.548.68.31.10
90.0, N
9.8% Sales Tax
o
511.000.77.548.68.31.10
8.8.
5-012301
UNIT 97 - BATTERY
E
Unit 97 - Battery
511.000.77.548.68.31.10
90.0< 6
9.8% Sales Tax
511.000.77.548.68.31.10
8.8,
E
5-012353
UNIT 123 - BATTERY
t
Unit 123 - Battery
U
511.000.77.548.68.31.10
89.1 z Q
9.8% Sales Tax
511.000.77.548.68.31.10 8.7z
5-012379 UNIT 324 BATTERY
Unit 324 Battery
Page: 26
Packet Pg. 45
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 27
Bank code :
Voucher
usbank
Date
Vendor
Invoice
PO # Description/Account
Amoun
224100
2/9/2017
064769 ROMAINE ELECTRIC
(Continued)
511.000.77.548.68.31.10
89.1 z
9.8% Sales Tax
511.000.77.548.68.31.10
8.7z
Tota I :
492.3'
224101
2/9/2017
067802 SAN DIEGO POLICE EQUIP CO
626011
INV#626011 CUST#1733 - EDMOND
FED WINCHESTER AMMO
001.000.41.521.23.31.00
1,178.1,
9.8% Sales Tax
001.000.41.521.23.31.00
115.4(
Total:
1,293.5E
224102
2/9/2017
066964 SEATTLE AUTOMOTIVE DIST INC
S3-1685366
UNIT 125 - FAN BELT
Unit 125 - Fan Belt
511.000.77.548.68.31.10
31.5 1
9.8% Sales Tax
511.000.77.548.68.31.10
3.0�
S3-1685828
UNIT 455 -ENG COOLING FAN
Unit 455 -Eng Cooling Fan
511.000.77.548.68.31.10
218.5�
9.8% Sales Tax
511.000.77.548.68.31.10
21.4,
S3-1709512
UNIT 7 - PARTS
Unit 7 - Parts
511.000.77.548.68.31.10
328.5�
9.8% Sales Tax
511.000.77.548.68.31.10
32.2(
Total:
635.4E
224103
2/9/2017
074997 SEITEL SYSTEMS, LLC
39525
ONSITE COMPUTER SUPPORT
Onsite computer support 1/3/17, 1/31
512.000.31.518.88.41.00
1,201.2E
39586
REMOTE COMPUTER SUPPORT
Remote computer support - 1 /23/17 -
512.000.31.518.88.41.00
218.7E
Page: 27
Packet Pg. 46
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 28
Bank code :
Voucher
usbank
Date
Vendor
Invoice PO #
Description/Account
Amoun
224103
2/9/2017
074997 074997 SEITEL SYSTEMS, LLC
(Continued)
Total:
1,420.0( �
U
a�
224104
2/9/2017
068489 SIRENNET.COM
0209923-IN
UNIT E128PR - PARTS
Unit E128PR - Parts
—
511.100.77.594.48.64.00
612.0(
9.8% Sales Tax
Q.
511.100.77.594.48.64.00
59.9E
0210309-IN
UNIT E128PR - PARTS
Unit E128PR - Parts
E
511.100.77.594.48.64.00
918.0( 'ca
9.8% Sales Tax
511.100.77.594.48.64.00
89.9E
0210411-IN
UNIT E144RE PARTS
1°
Unit E144RE Parts
o
511.100.77.594.48.64.00
306.0( a
9.8% Sales Tax
Q
511.100.77.594.48.64.00
29.9� o
0210677-IN
UNIT E107PO - PARTS
00
Unit E107PO - Parts
511.100.77.594.48.64.00
70.5(
Freight
d6
511.100.77.594.48.64.00
15.0E N
9.8% Sales Tax
o
511.100.77.594.48.64.00
8.3E
0210790-IN
UNIT E143RE - PARTS
E
Unit E143RE - Parts
511.100.77.594.48.64.00
918.0( 6
9.8% Sales Tax
511.100.77.594.48.64.00
89.9(
Total:
3,117.9, t
U
224105
2/9/2017
036955 SKY NURSERY
T-0844139
FLOWER PROGRAM FERTIL-MULC
r
Q
FLOWER PROGRAM FERTIL-MULC
001.000.64.576.80.31.00
988.0(
9.8% Sales Tax
001.000.64.576.80.31.00
96.8,
Page: 28
Packet Pg. 47
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 29
Bank code :
Voucher
usbank
Date
Vendor
Invoice PO #
Description/Account
Amoun
224105
2/9/2017
036955 036955 SKY NURSERY
(Continued)
Total:
1,084.8, �
U
w
224106
2/9/2017
060889 SNAP -ON INDUSTRIAL
ARV / 31393138
FLEET - OVER THE ENGINE CREEF
Fleet - Over the Engine Creeper
—
511.000.77.548.68.35.00
421.9'
9.8% Sales Tax
M
0.
511.000.77.548.68.35.00
41.3:
Total:
463.2E
E
224107
2/9/2017
037303 SNO CO FIRE DIST # 1
17-101
Q4-16 EMS BILLING & POSTAGE
Q4-16 Ambulance billings & postage
001.000.39.522.70.41.00
12,498.1 E o
Total:
12,498.1E cu
0
224108
2/9/2017
066754 SNO CO PUBLIC WORKS
1000430976
E6DD/E6DC.SERVICES THRU 12/31
a
E6DD.Services thru 12/31/16
Q'
Q
112.000.68.542.61.48.00
2,490.9, c
E6DC.Services thru 12/31/16
112.000.68.542.61.48.00
00
2,592.5E
Total:
5,083.5( ti
224110
2/9/2017
037375 SNO CO PUD NO 1
2001-2487-3
TRAFFIC LIGHT 9933 100TH AVE W
d�
0
TRAFFIC LIGHT 9933 100TH AVE W
04
111.000.68.542.64.47.00
0
40.0z N
2002-0291-9
LIFT STATION #8 113 RAILROAD AV
Y
LIFT STATION #8 113 RAILROAD AV
E
423.000.75.535.80.47.10
65.1E
2002-7495-9
TRAFFIC LIGHT 23602 76TH AVE W
TRAFFIC LIGHT 23602 76TH AVE W
c
111.000.68.542.64.47.00
16.8E E
2004-9315-3
TRAFFIC LIGHT 22000 76TH AVE W
TRAFFIC LIGHT 22000 76TH AVE W
U
111.000.68.542.64.47.00
r
37.9z Q
2006-6395-3
ANWAY PARK 131 SUNSET AVE / M
ANWAY PARK 131 SUNSET AVE / M
001.000.64.576.80.47.00
178.1 E
Page: 29
Packet Pg. 48
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224110 2/9/2017 037375 SNO CO PUD NO 1
Voucher List
City of Edmonds
4.3.a
Page: 30
Invoice PO # Description/Account Amoun
(Continued)
Y
2009-1385-3
DECORATIVE LIGHTING 115 2ND X
4)
DECORATIVE LIGHTING 115 2ND X
U
111.000.68.542.63.47.00
29.2E c
2010-5432-7
BRACKETT'S LANDING NORTH 50 f
BRACKETT'S LANDING NORTH 50 f
Q.
001.000.64.576.80.47.00
148.7: -0
2011-0356-1
TRAFFIC LIGHT 23800 FIRDALE AVI
M
TRAFFIC LIGHT 23800 FIRDALE AVI
E
111.000.68.542.64.47.00
30.2z f°
2011-8789-5
TRAFFIC LIGHT 21132 76TH AVE W
.-
TRAFFIC LIGHT 21132 76TH AVE W
111.000.68.542.64.47.00
27.2( >
2014-5305-7
CIVIC CENTER PLAYFIELD LIGHTS
Q.
CIVIC CENTER PLAYFIELD LIGHTS
a
001.000.64.576.80.47.00
73.1 Q
2015-0127-7
LIFT STATION #14 7905 1/2 211TH F
LIFT STATION #14 7905 1/2 211TH F
o
423.000.75.535.80.47.10
19.9< "
2015-3292-6
LIFT STATION #7 121 W DAYTON S-
~
LIFT STATION #7 121 W DAYTON S-
d6
423.000.75.535.80.47.10
466.8: 004
2015-5730-3
CEMETERY BUILDING
o
CEMETERY BUILDING
Y
130.000.64.536.50.47.00
211.31 E
2015-6343-4
TRAFFIC LIGHT 660 EDMONDS WA
TRAFFIC LIGHT 660 EDMONDS WA
111.000.68.542.64.47.00
28.1,
2016-1027-6 OVERHEAD STREET LIGHTING AT i
E
OVERHEAD STREET LIGHTING AT i
t
130.000.64.536.50.47.00
8.3(
2016-5690-7 DECORATIVE LIGHTING 413 MAIN,(
r
Q
DECORATIVE LIGHTING 413 MAIN,(
111.000.68.542.63.47.00 91.8'
2017-0375-8 PEDEST CAUTION LIGHT 23190 10(
PEDEST CAUTION LIGHT 23190 10(
Page: 30
Packet Pg. 49
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224110 2/9/2017 037375 SNO CO PUD NO 1
Voucher List
City of Edmonds
4.3.a
Page: 31
Invoice PO # Description/Account Amoun
(Continued)
Y
111.000.68.542.64.47.00
29.7' w
2017-1178-5
STREET LIGHTING (183 LIGHTS @
U
STREET LIGHTING (183 LIGHTS @
o
111.000.68.542.63.47.00
719.7:
2017-6210-1
415 5TH AVE S
M
Q.
415 5TH AVE S
001.000.64.576.80.47.00
26.21 M
2021-3965-5
BRACKETT'S LANDING SOUTH 100
E
BRACKETT'S LANDING SOUTH 100
ca
001.000.64.576.80.47.00
25.7� ,-
2021-6153-5
CEMETERY WELL PUMP
CEMETERY WELL PUMP
1°
130.000.64.536.50.47.00
85.3'
2021-9128-4
PEDEST CAUTION LIGHT 7801 212'
a
PEDEST CAUTION LIGHT 7801 212-
Q
111.000.68.542.63.47.00
17.9E CD
2023-5673-9
TRAFFIC LIGHT 21530 76TH AVE W
00
TRAFFIC LIGHT 21530 76TH AVE W
7-
111.000.68.542.64.47.00
23.5:
2024-2158-2
LOG CABIN & DECORATIVE LIGHTI
d6
LOG CABIN & DECORATIVE LIGHTI
G
N
001.000.66.518.30.47.00
240.9(
2024-3924-6
CITY HALL 121 5TH AVE N / METER
Y
CITY HALL 121 5TH AVE N / METER
E
001.000.66.518.30.47.00
4,257.3z
2024-9953-9
LIFT STATION #1 105 CASPERS ST
LIFT STATION #1 105 CASPERS ST
423.000.75.535.80.47.10
655.7 1
2025-2918-6
STREET LIGHTING (303 LIGHTS @
t
STREET LIGHTING (303 LIGHTS @
r
111.000.68.542.63.47.00 3,053.4E Q
2025-2920-2 STREET LIGHTING (13 LIGHTS @ 4
STREET LIGHTING (13 LIGHTS @ 4
111.000.68.542.63.47.00 120.4,
2025-7615-3 STREET LIGHTING (2029 LIGHTS C
Page: 31
Packet Pg. 50
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 32
Bank code : usbank
Voucher Date Vendor
Invoice
PO # Description/Account
Amoun
224110 2/9/2017 037375 SNO CO PUD NO 1
(Continued)
Y
STREET LIGHTING (2029 LIGHTS C
w
111.000.68.542.63.47.00
15,094.50
2025-7948-8
STREET LIGHTING (58 LIGHTS @ 2
0
STREET LIGHTING (58 LIGHTS @ 2
111.000.68.542.63.47.00
360.9� Q.
2025-7952-0
WWTP: 1/1-1/31/17 ENERGY MGMT
1/1-1/31/17 ENERGY MGMT SERVIC
423.000.76.535.80.47.61
9.4, E
2042-9221-3
CHARGE STATION #1 552 MAIN ST
1°
CHARGE STATION #1 552 MAIN ST
111.000.68.542.64.47.00
77.7z o
2047-1489-3
STREET LIGHTING (1 LIGHT @ 150'
CU
>
STREET LIGHTING (1 LIGHT @ 150'
a
111.000.68.542.63.47.00
4.8z 0
2047-1492-7
STREET LIGHTING (18 LIGHTS @ 2
STREET LIGHTING (18 LIGHTS @ 2
111.000.68.542.63.47.00
107.6' 00
2047-1493-5
STREET LIGHTING (5 LIGHTS @ 40
STREET LIGHTING (5 LIGHTS @ 40
~
111.000.68.542.63.47.00
56.7' c
2047-1494-3
STREET LIGHTING (2 LIGHTS @ 10
N
STREET LIGHTING (2 LIGHTS @ 10
c
111.000.68.542.63.47.00
N
14.4.
2047-1495-0
STREET LIGHTING (26 LIGHTS @ 2
E
STREET LIGHTING (26 LIGHTS @ 2
111.000.68.542.63.47.00
195.6E
2053-0758-0
DECORATIVE & STREET LIGHTING
DECORATIVE & STREET LIGHTING
111.000.68.542.64.47.00
222.7< t
2207-9275-8
TRAFFIC LIGHT 22730 HWY 99 - ME
TRAFFIC LIGHT 22730 HWY 99 - ME
r
Q
111.000.68.542.64.47.00
195.5E
Total:
27,069.6(
224111 2/9/2017 070167 SNOHOMISH COUNTY TREASURER
January 2017
Crime Victims Court Remittance
Page: 32
Packet Pg. 51
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher List
City of Edmonds
Voucher
Date
Vendor
Invoice
PO # Description/Account
224111
2/9/2017
070167 SNOHOMISH COUNTY TREASURER
(Continued)
Crime Victims Court Remittance
001.000.237.140
Total:
224112
2/9/2017
038300 SOUND DISPOSAL CO
103583
CIVIC CENTER 250 5TH AVE N
CIVIC CENTER 250 5TH AVE N
001.000.66.518.30.47.00
103584
WWTP: 2/1/17 RECYCLING
Recycling + taxes
423.000.76.535.80.47.66
103585
FRANCES ANDERSON CENTER 70(
FRANCES ANDERSON CENTER 70(
001.000.66.518.30.47.00
103586
SNO-ISLE LIBRARY 650 MAIN ST
SNO-ISLE LIBRARY 650 MAIN ST
001.000.66.518.30.47.00
103588
CITY HALL 121 5TH AVE N
CITY HALL 121 5TH AVE N
001.000.66.518.30.47.00
Tota I :
224113
2/9/2017
075216 SWAGELOK NORTHWEST
5117509
WWTP: UNION,ELBOWS,TUBING,IV
UNION,ELBOWS,TUBE
423.000.76.535.80.31.00
9.8% Sales Tax
423.000.76.535.80.31.00
Total:
224114
2/9/2017
027269 THE PART WORKS INC
INV08625
CITY PARK UPPER RESTROOM UR
CITY PARK UPPER RESTROOM UR
001.000.64.576.80.31.00
9.8% Sales Tax
001.000.64.576.80.31.00
Total:
4.3.a
Page: 33
Page: 33
Packet Pg. 52
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 34
Bank code :
Voucher
usbank
Date Vendor
Invoice
PO # Description/Account
Amoun
224115
2/9/2017 075587 THE UPS STORE #6392
00000000798
WWTP: 1/31/17 SHIP CHG FOR LAE
Y
1/31/17 SHIP CHG FOR LAB SPECIP
w
423.000.76.535.80.42.00
86.Z
Total:
86Z c
224116
2/9/2017 038315 THYSSENKRUPP ELEVATOR
US53022
ELEVATOR MAINTENANCE MUSEUI
L
a
ELEVATOR MAINTENANCE MUSEU
001.000.66.518.30.48.00
364.1 £
9.8% Sales Tax
E
001.000.66.518.30.48.00
35.6£ .2
US53294
ELEVATOR MAINTENANCE SNO-ISI
ELEVATOR MAINTENANCE SNO-ISI
001.000.66.518.30.48.00
1,292.6E >
9.8% Sales Tax
001.000.66.518.30.48.00
126.6£ a
US53301
ELEVATOR MAINTENANCE F. ANDE
Q
ELEVATOR MAINTENANCE FRANC[
o
001.000.66.518.30.48.00
1,175.4( 00
9.8% Sales Tax
001.000.66.518.30.48.00
115.1
US53869
ELEVATOR MAINTENANCE CIVIC C
d6
ELEVATOR MAINTENANCE CIVIC C
G
N
001.000.66.518.30.48.00
1,188.1 1 N
9.8% Sales Tax
�c
001.000.66.518.30.48.00
116.4z E
US54073
ELEVATOR MAINTENANCE SENIOR
M
ELEVATOR MAINTENANCE SENIOR
001.000.66.518.30.48.00
284.2:
9.8% Sales Tax
001.000.66.518.30.48.00
27.8( t
Total:
4,726.5: cvo
r
r
Q
224117
2/9/2017 070744 TIGER OAK MEDIA
2017-176461
BUSINESS RECRUITMENT AD SEA-
Business recruitment ad in Seattle
001.000.61.558.70.41.40
1,000.0(
Page: 34
Packet Pg. 53
vchlist
02/09/2017 9:37:04AM
Bank code : usbank
Voucher Date Vendor
224117 2/9/2017 070744 070744 TIGER OAK MEDIA
224118 2/9/2017 042750 TRIBUZIO, WALLACE
224119
224120
224121
224122
2/9/2017 043935 UPS
Voucher List
City of Edmonds
Invoice
(Continued)
14
00002T4T13027
00002T4T13047
2/9/2017 075924 US BANK NATIONAL ASSOCIATION 4-06750
2/9/2017 068724 US HEALTHWORKS MED GROUP OF WP 0706261-WA
2/9/2017 044300 US POSTAL SERVICE
PO Box 2008
4.3.a
Page: 35
PO # Description/Account Amoun
Total : 1,000.0( he
U
a)
LEOFF 1 MEDICAL REIMBURSMEN'
MEDICARE PREMIUM REIMBURSEI
—
009.000.39.517.20.23.00
1,258.8(
Total:
1,258.8( m
WWTP: SHIP CHG-RETURN TO HA
c
Ship chg to return item to Harrington.
M
E
423.000.76.535.80.42.00
31.3E
WWTP: CREDITAGAINST INV. 000C
CREDIT FOR 1 PICKUP CHARGE OI
o
423.000.76.535.80.42.00
-7.2( Ta
Total:
24.1, o
L
0.
#WA-719-AF UTILITY REFUND
Q-
Q
#WA-719-AF Utility refund due to
411.000.233.000
236.70
Total :
236.7, T-
DRUG SCREENING AND VACCINAT
~
1X WATER EMPLOYEE PRE-EMPLC
d�
0
421.000.74.534.80.41.00
64.0( 04
1X FACILITIES EMPLOYEE PRE-EM
CD
N
001.000.66.518.30.41.00
64.0(
WATER EMPLOYEE HEP VAC
E
421.000.74.534.80.41.00
94.0( .�
Total:
222.0(
c
2017 ANNUAL RENTAL FEE FOR EC
t
2017 Annual Rental Fee for Edmond:
421.000.74.534.80.45.00
486.6( rcvo
2017 Annual Rental Fee for Edmonds Q
423.000.75.535.80.45.00 486.6(
2017 Annual Rental Fee for Edmonds
422.000.72.531.90.45.00 486.6E
Page: 35
Packet Pg. 54
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 36
Bank code :
Voucher
usbank
Date
Vendor
Invoice PO #
Description/Account
Amoun
224122
2/9/2017
044300 044300 US POSTAL SERVICE
(Continued)
Total:
1,460.0( �
U
a)
224123
2/9/2017
067195 WASHINGTON TREE EXPERTS
117-121
6TH & DAYTON TREE SERVICE
6TH & DAYTON TREE SERVICE
—
001.000.64.576.80.48.00
750.0(
9.8% Sales Tax
M
001.000.64.576.80.48.00
73.5(
117-122
5TH & WALNUT TREE SERVICE
5TH & WALNUT TREE SERVICE
E
001.000.64.576.80.48.00
900.0( .CU
9.8% Sales Tax
a
4"
001.000.64.576.80.48.00
88.2(
Total:
1,811.7(
0
224124
2/9/2017
071359 WASSER CORPORATION
000008945
WWTP: PAINT -CREDIT INV RTN000
L
a
Paint Order. Credit Inv RTN0000036E
Q
423.000.76.535.80.31.00
222.8z o
000008945A
WWTP: MC -LUSTER PAINT-DESER'
0
Desert Sand Paint. Note: Dept of
423.000.76.535.80.31.00
162.4( ti
Freight
423.000.76.535.80.31.00
am
45.0( c
9.8% Sales Tax
o
423.000.76.535.80.31.00
15.9. ul
RTN00000368
WWTP: CREDITAGAINST INV. 000(
Credit against Inv. 000008945 as wro
E
423.000.76.535.80.31.00
-222.8z
Total:
223.3,
c
224125
2/9/2017
075718 WEIS COMMUNICATIONS
4902
REPORT FOR HOME OCCUPATION
m
E
Executive summary report on home
U
001.000.61.558.70.41.00
2,000.0( r
Total :
2,000.0( Q
224126
2/9/2017
073552 WELCO SALES LLC
7248
COPY PAPER FOR CITY CLERKS O
4-CASES OF X-9000 COPY PAPER
Page: 36
Packet Pg. 55
vchlist
02/09/2017 9:37:04AM
Voucher List
City of Edmonds
4.3.a
Page: 37
Bank code :
Voucher
usbank
Date Vendor
Invoice
PO # Description/Account
Amoun
224126
2/9/2017 073552 WELCO SALES LLC
(Continued)
Y
001.000.25.514.30.31.00
137.3( w
9.8% Sales Tax
001.000.25.514.30.31.00
13.4E c
7249
INV#7249 - EDMONDS PD
SET UP 4 NEW NAMES
Q.
001.000.41.521.10.31.00
48.0( -0
PRINTING OF 7 NEW CARDS
001.000.41.521.10.31.00
127.0( E
9.8% Sales Tax
1°
001.000.41.521.10.31.00
17.1 E
Total:
342.9, o
c�
224127
2/9/2017 072634 WHISTLE WORKWEAR
TR-336847
WWTP: ERIC VAUGHAN 2017 UNIF,
o
ERIC VAUGHAN 2017 UNIFORM ALI
Q'
Q.
423.000.76.535.80.24.00
215.2( Q
9.2% Sales Tax
o
423.000.76.535.80.24.00
19.8( 00
TR-337316
WWTP: JIM NORDQUIST 2017 UNIF
JIM NORDQUIST 2017 UNIFORM Al
ti
423.000.76.535.80.24.00
232.1 z d6
9.2% Sales Tax
c
N
423.000.76.535.80.24.00
21.3E o
Total:
488.5( Y
224128
2/9/2017 075161 WHISTLE WORKWEAR
K12104
WWTP: JON CLAY 2017 UNIFORMS
E
JON CLAY 2017 UNIFORM ALLOWA
423.000.76.535.80.24.00
243.7E
8.7% Sales Tax
m
423.000.76.535.80.24.00
21.2, E
Total:
265.0( u
a
112
Vouchers for bank code : usbank
Bank total :
r
172,943.8, Q
112
Vouchers in this report
Total vouchers :
172,943.8,
Page: 37
Packet Pg. 56
4.3.a
vchlist
02/09/2017 9:37:04AM
Bank code: usbank
Voucher Date Vendor
Voucher List
City of Edmonds
Invoice
PO # Description/Account
Page: 38
Amoun
Page: 38
vi
U
a�
t
U
0
L
Q
E
U
4-
0
i
O
L
am
Q
Q
0
00
r
Packet Pg. 57
4.3.b
PROJECT NUMBERS (By Project Title)
Project
Engineerin
Accounting
Project
Funding
Protect Title
Number
Number
STM
12th Ave & Sierra Stormwater System Improvements
c484
E51FE
STR
15th St. SW Walkway (Edmonds Way to 8th Ave)
c424
E3DC
STM
183rd PI SW Storm Repairs
c491
E61FE
SWR
2013 Sanitary Sewer Pipe Rehabilitation
c390
E2GB
SWR
2013 Sewerline Replacement Project
c398
E3GA
STR
2014 Chip Seals
c451
E4CB
STM
2014 Drainage Improvements
c433
E41FA
STM
2014 Lake Ballinger Associated Projects
c436
E4FD
STR
2014 Overlay Program
c438
E4CA
WTR
2014 Waterline Overlays
c452
E4CC
STM
2015 Citywide Drainage Improvements/Rehab Projects
c466
E51FA
STR
2015 Overlay Program
c463
E5CA
SWR
2015 Sewerline Overlays
i007
E5CC
SWR
2015 Sewerline Replacement Project
c441
E4GA
STR
2015 Traffic Calming
c471
E5AB
WTR
2015 Waterline Overlays
c475
E5CB
WTR
2015 Waterline Replacement Program
c440
E4JB
STR
2016 Curb Ramp Upgrades
i016
E6DC
STR
2016 Overlay Program
i008
E6CA
SWR
2016 Sanitary Sewer Replacement Projects
c469
E5GA
SWR
2016 Sewerline Overlays
i010
E6CC
WTR
2016 Water Comp Plan Update
c460
E4JC
WTR
2016 Waterline Overlays
i009
E6CB
WTR
2016 Waterline Replacement Projects
c468
E5JA
STR
2017 Curb Ramp Upgrades
i022
E7DA
STR
2017 Minor Sidewalk Program
i023
E7DB
STR
2017 Overlay Program
i018
E7CA
SWR
2017 Sanitary Sewer Replacement Project
i013
E6GA
SWR
2017 Sewerline Overlays
i020
E7CC
STR
2017 Traffic Calming
i021
E7AA
WTR
2017 Waterline Overlays
i019
E7CB
WTR
2017 Waterline Replacement Projects
i014
E6J13
SWR
2018/19 Sewerline Replacement Project
c492
E6GC
WTR
2018/19 Waterline Replacement Project
c493
E6JC
Revised 2/9/2017 Packet Pg. 58
4.3.b
PROJECT NUMBERS (By Project Title)
Project
Engineerin
Accounting
Project
Funding
Protect Title
Number
Number
STR
220th Street Overlay Project
c462
E4CD
STM
224th & 98th Drainage Improvements
c486
E6FB
WTR
224th Waterline Relocation (2013)
c418
E3J13
STR
228th St. SW Corridor Improvements
i005
E7AC
STR
236th St. SW Walkway (Edmonds Way to Madrona School)
c425
E3DD
STR
238th St. SW Walkway (100th Ave to 104th Ave)
c423
E3DB
STR
238th St. SW Walkway (Edmonds Way to Hwy 99)
c485
E6DA
STM
3rd Ave Rain Gardens
i012
E6FC
STR
76th Ave W at 212th St SW Intersection Improvements
c368
E1 CA
STR
9th Avenue Improvement Project
c392
E2AB
FAC
AN Upgrades - Council Chambers
c476
E5LA
STR
ADA Curb Ramp Upgrades along 3rd Ave S
c426
E3DE
STR
ADA Transition Plan
s016
E6DB
STR
Bikelink Project
c474
E5DA
PRK
City Spray Park
c417
E4MA
SWR
Citywide CIPP Sewer Rehab Phase I
c456
E4GB
SWR
Citywide CIPP Sewer Rehab Phase II
c488
E6GB
STR
Citywide Protected/Permissive Traffic Signal Conversion
i015
E6AB
WTR
Dayton St. Utility Replacement Project (3rd Ave to 9th Ave)
c482
E5J13
STM
Dayton Street & SR104 Storm Drainage Alternatives
c374
E1 FM
PM
Dayton Street Plaza
c276
E7MA
STM
Dayton Street Storm Improvements (6th Ave - 8th Ave)
c472
E5FC
STM
Dayton Street Stormwater Pump Station
c455
E4FE
FAC
Edmonds Fishing Pier Rehab
c443
E4MB
STM
Edmonds Marsh Feasibility Study
c380
E2FC
General
Edmonds Waterfront Access Analysis
c478
E5DB
FAC
ESCO III Project
c419
E3LB
PRK
FAC Band Shell Replacement
c477
E6MB
WTR
Five Corners Reservoir Re -coating
c473
E5KA
STR
Five Corners Roundabout (212th Street SW @ 84th Avenue W)
c342
E1AA
PM
Fourth Avenue Cultural Corridor
c282
E8MA
STR
Hwy 99 Enhancements (Phase III)
c405
E2AD
SWR
Lake Ballinger Trunk Sewer Study
s011
E5GB
STM
LID Retrofits Perrinville Creek Basin
c434
E4FB
Revised 2/9/2017 Packet Pg. 59
4.3.b
PROJECT NUMBERS (By Project Title)
Project
Engineerin
Accounting
Project
Funding
Protect Title
Number
Number
SWR
Lift Station #1 Basin & Flow Study
c461
E4GC
STR
Minor Sidewalk Program
i017
E6DD
STM
North Talbot Road Drainage Improvements
c378
E2FA
STM
Northstream Culvert Repair Under Puget Drive
i011
E6FA
STM
Northstream Pipe Abandonment on Puget Drive
c410
E3FE
STM
NPDES (Students Saving Salmon)
m013
E7FG
STM
OVD Slope Repair & Stabilization
m105
E7FA
STM
Perrinville Creek Culvert Replacement
c376
E1 FN
STM
Perrinville Creek Stormwater Flow Reduction Retrofit Study
c408
E3FC
FAC
Public Safety Controls System Upgrades
c444
E4LA
STM
Seaview Park Infiltration Facility
c479
E5FD
WWTP
Sewer Outfall Groundwater Monitoring
c446
E4HA
STR
SR104 Corridor Transportation Study
c427
E3AB
STR
SR104/City Park Mid -Block Crossing
c454
E4DB
STR
SR99 Safety Improvements (224th to 216th)
s014
E6AA
UTILITIES
Standard Details Updates
solo
E5NA
STM
Storm Drainage Improvements - 88th & 194th
c429
E3FG
STM
Stormwater Comp Plan Update
s017
E6FD
STR
Sunset Walkway Improvements
c354
E1 DA
STM
SW Edmonds Basin #3-238th St. SW to Hickman Park Infiltration System
c379
E2FB
STM
SW Edmonds-1 05th/l 06th Ave W Storm Improvements
c430
E3FH
STR
Trackside Warning System
c470
E5AA
STR
Train Trench - Concept
c453
E4DA
STR
Transportation Plan Update
c391
E2AA
STM
Update Stormwater Management Code & Associated Projects
c467
E5FB
UTILITIES
Utility Rate Update
s013
E6JA
PRK
Veteran's Plaza
c480
E6MA
STM
Video Assessment of Stormwater Lines
c459
E4FF
STM
Willow Creek Daylighting/Edmonds Marsh Restoration
c435
E4FC
WWTP
WWTP Outfall Pipe Modifications
c481
E5HA
PRK
Yost Park Spa
c494
E6MC
Revised 2/9/2017 Packet Pg. 60
4.3.b
PROJECT NUMBERS (By Engineering Number)
Engineering
Protect
Protect
Accounting
Funding
Number
Number
Protect Title
STR
_ E1AA
c342
Fi1&.QQrneL§.JRoundabgut (212th Street SW @ 84t
STR
E1CA
c368
76th Ave W at 212th St SW Intersection Improvements
unset Walkway Improvements EW
STM
ElFM
c374
Dayton Street & SR104 Storm Drainage Alternatives
c376
Perrinville Creek Culvert Replacement
STR
E2AA
c391
Transportation Plan Update
venue provement Project
STR
E2AD
c405
Hwy 99 Enhancements (Phase III)
MELE2FA
c318
North Talbot Road Drainage Improvements
STM
E2FB
c379
SW Edmonds Basin #3-238th St. SW to Hickman Park Infiltration System
E2FC
d P
Edmonds J J116kility Study
SWR
E2GB
c390
2013 Sanitary Sewer Pipe Rehabilitation
04 Corrido sportation Stu
STR E3DB c423 238th St. SW Walkway (100th Ave to 104th Ave)
15th St. SW Walkway (Edmonds Way to 8th Avg
STR E3DD c425 236th St. SW Walkway (Edmonds Way to Madrona School)
DA Curb Ramp Upgrades along 3rd Ave
STM E3FC c408 Perrinville Creek Stormwater Flow Reduction Retrofit Study
c410
Northstream Pipe Abandonment on Puget Drive
STM
E3FG
_ c429
Storm Drainage Improvements - 88th & 194th
E3FH
� �dmq j;105th/106th Av
SWR
E3GA
c398
2013 Sewerline Replacement Project
WTR
E3,
224th Waterline Relocation (201
FAC
E3LB
c419
ESCO III Project
STR
E4CA
c438
2014 Overlay Program
STR
E4CB
c451
2014 Chip Seals
2014 Waterline Overlays
STR
E4CD
c462
220th Street Overlay Project
c453
Train Trench - Concept
STR
E4DB
c454
SR104/City Park Mid -Block Crossing
E4FA
STM
E4FB
c434
LID Retrofits Perrinville Creek Basin
c435
Willow Creek Daylighting/Edmonds Marsh Restoration
STM
E4FD
c436
2014 Lake Ballinger Associated Projects
N
Y
V
d
t
0
c�
a
c
E
0
0
0
L
Q
Q
a
0
co
Revised 2/9/2017 Packet Pg. 61
4.3.b
PROJECT NUMBERS (By Engineering Number)
Engineering
Protect
Protect
Accounting
Funding
Number
Number
Protect Title
STM
E4FE
c455
Dayton Street StormwatggWp
STM
E4FF
c459
Video Assessment of Stormwater Lines
' SWW
E4GA
IWO15
Sewerline Replacement Proje
SWR
E4GB
c456
Citywide CIPP Sewer Rehab Phase I
SWR
Lift Station #1 Basin & Flow Study
WWTP
E4HA
c446
Sewer Outfall Groundwater Monitoring
WTR
2015 Waterline Replacement Program
WTR
E4JC
c460
2016 Water Comp Plan Update
c444
Public Safety Controls System Upgrades
PRK
E4MA
c417
City Spray Park
Edmonds Fichin-
STR
E5AA
c470
Trackside Warning System
STR
01 affic Calmi
STR
E5CA
c463
2015 Overlay Program
WTR
L
2015 Waterline Overlays
SWR
E5CC
i007
2015 Sewerline Overlays
5DA
Bikelink Projec
General
E5DB
c478
Edmonds Waterfront Access Analysis
E5FA
c466
015 Citywide Drainage Improvements/Rehab Projects
STM
E5FB
c467
Update Stormwater Management Code & Associated Projects
E5FC
rovements (6th Ave - 8th Ave)
STM
E51FD
c479
Seaview Park Infiltration Facility
STM
r
12th Ave & Sierra Stormwater System Improvements
SWR
E5GA
c469
2016 Sanitary Sewer Replacement Projects
SWR
E5GB
Lake Ballinger Trunk Sewer Study
WWTP
E5HA
c481
WWTP Outfall Pipe Modifications
16 Waterline Replaceme
WTR
E5JB
c482
Dayton St. Utility Replacement Project (3rd Ave to 9th Ave)
WTR
E5KA
c473
Five Corners Reservoir Re-coatin
FAC
E5LA
c476
AN Upgrades - Council Chambers
UTILITIElj�ft�pdates
STR
E6AA
s014
SR99 Safety Improvements (224th to 216th)
STR
i015
Citywide Protected/Permissive Traffic Signal Conversion
STR
E6CA
i008
2016 Overlay Program
Revised 2/9/2017 Packet Pg. 62
4.3.b
PROJECT NUMBERS (By Engineering Number)
Engineering
Protect
Protect
Accounting
Funding Number
Number
Protect Title
WTR E6CB
i009
2116 Waterline O
SWR E6CC
i010
2016 Sewerline Overlays
c485 7F38th St. SW Walkway (Edmonds Way to Hwy 99)
STR
E6DB
s016
ADA Transition Plan
I
E6DC
i016
2016 Curb Ramp Upgrades
STR
E6DD
i017
Minor Sidewalk Program
Norths� Culvert Repair Under Puget Drive
STM
E6FB
c486
224th & 98th Drainage Improvements
Ave Rain Gardens
STM
E6FD
s017
Stormwater Comp Plan Update
1
i
SWR
E6GA
i013
2017 Sanitary Sewer Replacement Project
SWW
E6GB
Citywide CIPP Sewer Rehab Phase
SWR
E6GC
c492
2018/19 Sewerline Replacement Project
UTILITIES
013
Utility Rate Update
WTR
E6J13
i014
2017 Waterline Replacement Projects
WTR
qF
E6JC
2018/19 Waterline Replacement Project
PRK
E6MA
c480
Veteran's Plaza
PRK
E6MB
FAC Band Shell Replacement
PRK
E6MC
c494
Yost Park Spa
STR
i021
STR
E7AC
i005
228th St. SW Corridor Improvements
STR
i018
2017 Overlay Progra
WTR
E7CB
i019
2017 Waterline Overlays
SWR
E7CC
2017 Sewerline Overlays
STR
E7DA
i022
2017 Curb Ramp Upgrades
2017 Minor Sidewalk Progra
STM
E7FA
m105
OVD Slope Repair & Stabilization
E7FG
m013
NPDES (Students Saving Salmon)
PM
E7MA
c276
Dayton Street Plaza
ourth Avenue Cultural Corridor
N
Y
m
t
0
c�
a
c
E
0
0
L
Q
Q
a
0
co
Revised 2/9/2017 Packet Pg. 63
4.3.b
PROJECT NUMBERS (By New Project Accounting Number)
Engineering
Project
Project
Accounting
Funding
Number
Number
Protect Title
PM
E7MA
c276
Dayton Street Plaza
PM
E8MA
c282
Fourth Avenue Cultural Corridor
STR
E1AA
c342
Five Corners Roundabout (212th Street SW @ 84th Avenue W)
STR
E1 DA
c354
Sunset Walkway Improvements
STR
E1CA
c368
76th Ave W at 212th St SW Intersection Improvements
STM
E1 FM
c374
Dayton Street & SR104 Storm Drainage Alternatives
STM
E1FN
c376
Perrinville Creek Culvert Replacement
STM
E2FA
c378
North Talbot Road Drainage Improvements
STM
E2FB
c379
SW Edmonds Basin #3-238th St. SW to Hickman Park Infiltration System
STM
E2FC
c380
Edmonds Marsh Feasibility Study
SWR
E2GB
c390
2013 Sanitary Sewer Pipe Rehabilitation
STR
E2AA
c391
Transportation Plan Update
STR
E2AB
c392
9th Avenue Improvement Project
SWR
E3GA
c398
2013 Sewerline Replacement Project
STR
E2AD
c405
Hwy 99 Enhancements (Phase III)
STM
E3FC
c408
Perrinville Creek Stormwater Flow Reduction Retrofit Study
STM
EYE
c410
Northstream Pipe Abandonment on Puget Drive
PRK
E4MA
c417
City Spray Park
WTR
E3J13
c418
224th Waterline Relocation (2013)
FAC
E3LB
c419
ESCO III Project
STR
E3DB
c423
238th St. SW Walkway (100th Ave to 104th Ave)
STR
E3DC
c424
15th St. SW Walkway (Edmonds Way to 8th Ave)
STR
E3DD
c425
236th St. SW Walkway (Edmonds Way to Madrona School)
STR
E3DE
c426
ADA Curb Ramp Upgrades along 3rd Ave S
STR
E3AB
c427
SR104 Corridor Transportation Study
STM
E3FG
c429
Storm Drainage Improvements - 88th & 194th
STM
E3FH
c430
SW Edmonds-105th/106th Ave W Storm Improvements
STM
E4FA
c433
2014 Drainage Improvements
STM
E4FB
c434
LID Retrofits Perrinville Creek Basin
STM
E4FC
c435
Willow Creek Daylighting/Edmonds Marsh Restoration
STM
E4FD
c436
2014 Lake Ballinger Associated Projects
STR
E4CA
c438
2014 Overlay Program
WTR
E4JB
c440
2015 Waterline Replacement Program
SWR
E4GA
c441
2015 Sewerline Replacement Project
Revised 2/9/2017 Packet Pg. 64
4.3.b
PROJECT NUMBERS (By New Project Accounting Number)
Engineering
Project
Project
Accounting
Funding
Number
Number
Protect Title
FAC
E4MB
c443
Edmonds Fishing Pier Rehab
FAC
E4LA
c444
Public Safety Controls System Upgrades
WWTP
E4HA
c446
Sewer Outfall Groundwater Monitoring
STR
E4CB
c451
2014 Chip Seals
WTR
E4CC
c452
2014 Waterline Overlays
STR
E4DA
c453
Train Trench - Concept
STR
E4DB
c454
SR104/City Park Mid -Block Crossing
STM
E4FE
c455
Dayton Street Stormwater Pump Station
SWR
E4GB
c456
Citywide CIPP Sewer Rehab Phase I
STM
E4FF
c459
Video Assessment of Stormwater Lines
WTR
E4JC
c460
2016 Water Comp Plan Update
SWR
E4GC
c461
Lift Station #1 Basin & Flow Study
STR
E4CD
c462
220th Street Overlay Project
STR
E5CA
c463
2015 Overlay Program
STM
E5FA
c466
2015 Citywide Drainage Improvements/Rehab Projects
STM
E5FB
c467
Update Stormwater Management Code & Associated Projects
WTR
E5JA
c468
2016 Waterline Replacement Projects
SWR
E5GA
c469
2016 Sanitary Sewer Replacement Projects
STR
E5AA
c470
Trackside Warning System
STR
E5AB
c471
2015 Traffic Calming
STM
E5FC
c472
Dayton Street Storm Improvements (6th Ave - 8th Ave)
WTR
E5KA
c473
Five Corners Reservoir Re -coating
STR
E5DA
c474
Bikelink Project
WTR
E5CB
c475
2015 Waterline Overlays
FAC
E5LA
c476
AN Upgrades - Council Chambers
PRK
E6MB
c477
FAC Band Shell Replacement
General
E5DB
c478
Edmonds Waterfront Access Analysis
STM
E5FD
c479
Seaview Park Infiltration Facility
PRK
E6MA
c480
Veteran's Plaza
WWTP
E5HA
c481
WWTP Outfall Pipe Modifications
WTR
E5JB
c482
Dayton St. Utility Replacement Project (3rd Ave to 9th Ave)
STM
E5FE
c484
12th Ave & Sierra Stormwater System Improvements
STR
E6DA
c485
238th St. SW Walkway (Edmonds Way to Hwy 99)
STM
E6FB
c486
224th & 98th Drainage Improvements
Revised 2/9/2017 Packet Pg. 65
4.3.b
PROJECT NUMBERS (By New Project Accounting Number)
Engineering
Project
Project
Accounting
Funding
Number
Number
Protect Title
SWR
E6GB
c488
Citywide CIPP Sewer Rehab Phase II
STM
E6FE
c491
183rd PI SW Storm Repairs
SWR
E6GC
c492
2018/19 Sewerline Replacement Project
WTR
E6JC
c493
2018/19 Waterline Replacement Project
Y
PRK
E6MC
c494
Yost Park Spa
STR
E7AC
i005
228th St. SW Corridor Improvements
o
L
SWR
E5CC
i007
2015 Sewerline Overlays
a
STR
E6CA
i008
2016 Overlay Program
c
WTR
E6CB
i009
2016 Waterline Overlays
E
SWR
E6CC
i010
2016 Sewerline Overlays
STM
E6FA
i011
Northstream Culvert Repair Under Puget Drive
o
STM
E6FC
i012
3rd Ave Rain Gardens
i
SWR
E6GA
i013
2017 Sanitary Sewer Replacement Project
a
Q-
a
WTR
E6J13
i014
2017 Waterline Replacement Projects
Go
STR
E6AB
i015
Citywide Protected/Permissive Traffic Signal Conversion
v
STR
E6DC
i016
2016 Curb Ramp Upgrades
~
STR
E6DD
i017
Minor Sidewalk Program
rn
N
0
STR
E7CA
i018
2017 Overlay Program
;n
WTR
E7CB
i019
2017 Waterline Overlays
a�
E
SWR
E7CC
i020
2017 Sewerline Overlays
M
Z
0
STR
E7AA
i021
2017 Traffic Calming
a
STR
E7DA
i022
2017 Curb Ramp Upgrades
STR
E7DB
i023
2017 Minor Sidewalk Program
STM
E7FG
m013
NPDES (Students Saving Salmon)
a
a�
STM
E7FA
m105
OVD Slope Repair & Stabilization
Ui
UTILITIES
E5NA
solo
Standard Details Updates
SWR
E5GB
s011
Lake Ballinger Trunk Sewer Study
UTILITIES
E6JA
s013
Utility Rate Update
Q
STR
E6AA
s014
SR99 Safety Improvements (224th to 216th)
STR
E6DB
s016
ADA Transition Plan
STM
E6FD
s017
Stormwater Comp Plan Update
Revised 2/9/2017 Packet Pg. 66
PROJECT NUMBERS (By Funding)
4.3.b
Protect Engineerin
Accounting Project
Funding
Protect Title
Number
Number
FA
Mhambers
c476
E5LA
FAC
Edmonds Fishing Pier Rehab
c443
E4MB
roject
c419
i E3LB
FAC
Public Safety Controls System Upgrades
c444
E41LA
Y
General
Edmonds Waterfront Access Analysis
c
PM
Dayton Street Plaza
c276
E7MA
o
L
Fourth Avenue Cultural Corridor
28
A
a
PRK
City Spray Park
c417
E4MA
c
FAC Band Shell Replacement
WE6mB
E
PRK
Veteran's Plaza
c480
E6MA
0
Mt Park SpE
M
STM
12th Ave & Sierra Stormwater System Improvements
c484
E51FE
0
L
183rd PI SW Storm Repairs
E61FE
Q
STM
2014 Drainage Improvements
c433
E41FA
—
o0
4 Lake Ballinger Associated Projects
E4FD
T
ti
STM
2015 Citywide Drainage Improvements/Rehab Projects
c466
E51FA
a,
0
TM
224th & 98th Drainage Improvements
c48
E6FB
o
STM
3rd Ave Rain Gardens
i012
E6FC
L
104 Storm
c374
0
E
M
STM
Dayton Street Storm Improvements (6th Ave - 8th Ave)
c472
E5FC
o
L
STM
Dayton Street Stormwater Pump Station
STM
Edmonds Marsh Feasibility Study
c380
E2FC
FB
CD
STM
North Talbot Road Drainage Improvements
c378
E21FA
CD
Northstream Culvert Repair Under Puget Drive
i01
LL
STM
Northstream Pipe Abandonment on Puget Drive
c410
E31FE
r
c
E
STM
NPDES (Students Saving Salmon)
7FG
STM
OVD Slope Repair & Stabilization
m105
E71FA
a
TM
Perrinville Creek Culvert Replacement
c37
STM
Perrinville Creek Stormwater Flow Reduction Retrofit Study
c408
E3FC
eaview Park Infiltration Facilit
E5FD
STM
Storm Drainage Improvements - 88th & 194th
c429
E3FG
q=FN
Stormwater Comp Plan
E6FD
STM
SW Edmonds Basin #3-238th St. SW to Hickman Park Infiltration System
c379
E2FB
Revised 2/9/2017
Packet Pg. 67
PROJECT NUMBERS (By Funding)
4.3.b
Funding Protect Title
STM 05th/106th Ave W Storm�vement
STM Update Stormwater Management Code & Associated
M Video Assessment of Stormwater Li
STM Willow Creek Daylighting/Edmonds Marsh Restoration
15th St. SW Walkway (Edmonds Way to 8th Ave)
STIR 2014 Chip Seals
2014 Overlay Program
STIR 2015 Overlay Program
015 Traffic Calmin
STIR
STIR
2016 Curb Ramp U
2016 Overlay
STIR 2017 Curb Ramp Upgrades
2017 Minor Sidewalk Program
STIR 2017 Overlay Program
raffic Calming
STIR 220th Street Overlay Project
228th St. SW Corridor Improvements
Protect Engineerin
Accounting Protect
Number Number
c430 E3FH
c467 E5FB
c459
-
c435
E41FC
Y
m
t
c451
E4CB
0
L
c�
a
c463
E5CA
c
0
E
2
i016
E6DC
0
A
�
i022
E7DA
0
F
a
2 Q
i018 E7CA
Iq
c462 E4CD
a,
0
1005 E7AC
o
STIR 236th St. SW Walkway (Edmonds Way to Madrona School)
S1M � St. Iralkwa
STIR 238th St. SW Walkway (Edmonds Way to Hwy 99)
76th Ave W at 212th St SW Intersection Improvements
STIR 9th Avenue Improvement Project
TR ADA Curb Ramp Upgrades along 3rd Ave S
STIR ADA Transition Plan
ikelink Project
STR Citywide Protected/Permissive Traffic Signal Conversion
Five Corners Rosin about (212th_&Met SW @ 84th Avenue W)
STIR Hwy 99 Enhancements (Phase III)
Minor Sidewalk Prog
STIR SR104 Corridor Transportation Study
� SR104/City Park Mid -Block Crossing _=
STIR SR99 Safety Improvements (224th to 216th
S711111�rSunset Walkway Improvements' -
STIR Trackside Warning System
Revised 2/9/2017
c425
E3DD
c423
E3DB
c485
E6DA
c36
c392
E2AB
s016 E6DB
i015 E6AB
_ c3
c405 E2AD
c427 E3AB
s014 E6AA
1!
E1 DA
c470 E5AA
Packet Pg. 68
4.3.b
PROJECT NUMBERS (By Funding)
Protect Engineerin
Accounting Protect
Funding Protect Title Number Number
STR _.JM Trench - Conceptam c453
STR
Transportation Plan Update
c391
E2AA
WR
2013 Sanitary Sewer Pipe Rehabilitation
c390
SWR
2013 Sewerline Replacement Project
c398
E3GA
Y
F
V
WR
2015 Sewerline Overlay
SWR
2015 Sewerline Replacement roject
c441
E4GA
o
SWR
2016 Sanitary Sewer Replacement Projects
a
SWR
2016 Sewerline Overlays
i010
E6CC
SWR
2017 Sanitary Sewer Replacement Project
i01
E6GA
E
SWR
2017 Sewerline Overlays
i020
E7CC
.Fa
6
.....
o
M
SWR
Citywide CIPP Sewer Rehab Phase I
c456
E4GB
i
Citywide CIPP Sewer Rehab Phase II
8
a
Q-
a
SWR
Lake Ballinger Trunk Sewer Study
s011
E5GB
Q
Go
ift Station #1 Basin & Flow Study
v
UTILITIES
Standard Details Updates
solo
E5NA
7
at
s0l
JH
an
G
N
O
WTR
2014 Waterline Overlays
c452
E4CC
;n
WTR
as
2015 Waterline Overlay
E
WTR
2015 Waterline Replacement Program
c440
E4J13
M
Z
0
2016 Water QgQ@," Update
a-
WTR
2016 Waterline Overlays
i009
E6CB
cn
2016 Waterline Replacement Projects
E5JA
a�
WTR
2017 Waterline Overlays
i019
E7CB
a
a�
L
LL
WTR
2018/19 Waterline Replacement Project
c493
E6JC
TR
224th Waterline Relocation (2013)
E3J13
WTR Dayton St. Utility Replacement Project (3rd Ave to 9th Ave
Five Corners Reservoir Re-coatin
WWTP Sewer Outfall Groundwater Monitoring
WWTP WWTP Outfall Pipe Modifications
c482 E5,113
c446 E4HA
Revised 2/9/2017
Packet Pg. 69
Payroll Earnings Summary Report
City of Edmonds
Pay Period: 853 (01/16/2017 to 01/31/2017)
Hour Type
Hour Class
Description
Hours
Amount
122
VACATION
VACATION
1.50
39.92
190
REGULAR HOURS
REGULAR HOURS
78.50
2,089.97
600
RETROACTIVE PAY
RETROACTIVE PAY
0.00
7.16
hol
HOLIDAY
HOLIDAY
9.00
239.61
Iq1
LONGEVITY
LONGEVITY PAY 2%
0.00
11.85
89.00 $2,388.51
Total Net Pay: $1,648.96
4.3.c
N
Y
m
t
0
L
a
c
E
M
0
0
L
Q
Q
a
0
00
r
ti
M
O
N
O
N
7
N
N
L
E
E
U)
0
L
Q
r
E
M
a
02/09/2017
Packet Pg. 70
Hour Type Hour Class
903 MISCELLANEOUS
Payroll Earnings Summary Report
City of Edmonds
Pay Period: 854 (02/07/2017 to 02/07/2017)
Description
CLOTHING ALLOWANCE
Hours
Amount
0.00
0.00
700.00
$700.00
Total Net Pay: $607.28
4.3.d
02/09/2017 Packet Pg. 71
4.4
City Council Agenda Item
Meeting Date: 02/14/2017
Confirmation of Laura Braithwaite Otto's Appointment to the Sister City Commission
Staff Lead: Mayor Earling
Department: Mayor's Office
Preparer: Carolyn LaFave
Background/History
The Sister City Commission has been actively seeking Commissioners for the past year to fill five open
positions. Laura Braithwaite Otto applied for one of the open positions. After reviewing her application
Mayor Earling interviewed Laura for appointment to the Commission.
Staff Recommendation
Please confirm Laura Braithwaite Otto's appointment to the Sister City Commission.
Narrative
With her past experience, great skill set, and her desire to get involved with her community, Mayor
Earling believes Laura will be an excellent addition to the Sister City Commission.
Packet Pg. 72
4.5
City Council Agenda Item
Meeting Date: 02/14/2017
City Personnel Policy Updates
Staff Lead: Mary Ann Hardie
Department: Human Resources
Preparer: Scott Passey
Background/History
The City Personnel Policies are periodically updated for compliance with local, state and federal law
changes, for best practices, and to provide clarification allowing for the most efficient policy
administration. The policies were last updated in 2015.
Staff Recommendation
Approval of Updated City Personnel Policies on the Consent Agenda.
Narrative
An outline of the changes are attached for as well as the draft of the policy in redline version with the
changes. These changes were provided to the unions and reviewed by the City Attorney. The Council
discussed this item at the February 7 Council meeting and directed that it by approved on the next
Consent Agenda.
Attachments:
Draft Personnel Policy Changes -1.17
Personnel Policies- 2017 update- draft
Packet Pg. 73
4.5.a
The City Personnel Policies were last updated in early 2015, as approved by Council.
Since 2015, the addition of the City's Drug Free Workplace Policy and clarification to some of
the policy language has necessitated another update. None of these changes will require
changes to the Edmonds' City Code nor should necessitate bargaining with the unions about
the changes. These policies have also been reviewed by legal.
Below are the changes and to help answer any questions you may have.
Changes:
• TABLE OF CONTENTS - Updated the TABLE OF CONTENTS to reflect updates
Appendix C and Appendix D
• 1.3- SCOPE OF POLICIES — Added language: "violation of any of these policies may be
subject to potential disciplinary action." While this has been implied with the policies, it
has been recommended to be added by legal as a best practice.
6.4 — COLLEGE REIMBURSEMENT —Added the following language to clarify the
procedure and documentation that is required for the reimbursement process. In order to L)
be considered for tuition reimbursement, an "Authorization to Attend Travel and Training r*-
Form" must be completed for each school term and submitted to Human Resources, 00
along with an attachment of the course program registration form and a receipt providing
proof of tuition payment, The Authorization Form must have all the required approval r
signatures on it in order for the employee to be eligible for reimbursement. r
Reimbursement will be provided after documentation of the proof of payment and the a
employee's course grade is provided to Human Resources at the end of the course
program. 0
• 7.11 WELLNESS PROGRAM Added reference to the City's "internal Wellness Policy,"
which was updated as part of the Well City Award program for 2016.
• 8.6- JURY AND WITNESS DUTY —Added the word "promptly' for clarification.
• 8.11 BEREAVEMENT LEAVE — Added "brother-in-law and sister-in-law," for
consistency with contract language.
• 10.7-10.16 — This section was renumbered due to duplicate numbering.
• 10.16- SUBTSTANCE ABUSE- Added reference to the "Drug Free Workplace Policy
attached in Appendix C."
• 13.2- GENERAL SAFETY- Added reference to "compliance with the City's Accident
Prevention Program."
• 13.4- WORKPLACE VIOLENCE — Updated the policy from last year's Workplace
Violence Prevention training (as recommended) to provide clarification as to what certain
bulleted items are referring to:
Packet Pg. 74
4.5.a
• Fighting or threatening to fight with (physical harm- i.e., hitting, pushing,
grabbing or aggressively charging) another person.
• Abusing or damaging property [city, personal or public].
• Using obscene or abusive language or gestures in a threatening manner [such
as raised fists].
• 13.5 SAFETY COMMITTEES — Updated to include minimum compliance language with
WAC/WCIA requirements as to number of City-wide safety meetings per year. They
should meet quarterly, but no less than twice a year to review city wide safety issues and
recommend corrective actions on unresolved safety problems.
13.7 TRAINING- Added the word "CPR" to the "First Aid" training language. Also added
a section on supervisory training/refresher supervisor training as a best practice:
• SUPERVISORY TRAINING- Every supervisor (within the first 12 months of
appointment to their position) is required to have completed a comprehensive
supervisory training program. All supervisors will attend refresher training on an
as needed basis as determined by the Mayor.
APPENDIX A —Updated language from IT for clarification/compliance with the Public
Records Act, integrity/security of the City's IT infrastructure/system and best practices:
• 4.0 Authority
RCW 42.17
RCW 40.14
RCW 42.56
Public Disclosure
Public Records
Public Records Act
6.0 Detailed Policy Provisions
Management and Administration
1.17.1. All software applications installed on any City owned device must be
approved by the Information Technology Department prior to installation.
1.18. Applications, systems, hardware, tampering or procedures that bypass,
circumnavigate or disable any process required to be undertaken in order for the City
to remain in compliance with RCW 42.56 (Public Records Act) shall not be permitted.
• APPENDIX B —Updated post -accident testing language for compliance with new OSHA
interpretation of regulations on 10/19/16. Added the following language for clarification
(only to PART I: POLICIES THAT APPLY TO ALL EMPLOYEES WHO ARE NOT
REQUIRED TO HAVE A CDL (NON-CDL EMPLOYEES)
• Post -Accident — An employee who is involved in an accident while driving a
vehicle for City business will be required to submit to a drug and alcohol test if
the accident: (a) results in (1) a fatality; (2) bodily injury to a person who, as a result
of the injury, immediately receives medical treatment away from the scene of the
accident; or (3) one or more motor vehicles incurring disabling damage requiring the
Packet Pg. 75
4.5.a
vehicle to be transported away from the scene by a tow truck or other vehicle; and
(b) the employee caused or contributed to the accident and there is reasonable
possibility that drugs or alcohol could have contributed to the accident.
• APPENDIX C —Moved "Appendix C" (Receipt of Personnel Policies) to "Appendix D."
Added the Drug Free Workplace Policy to "Appendix C."
• APPENDIX D — Added for clarify that and that "violation of any of these policies may be
subject to potential disciplinary action. "
Packet Pg. 76
4.5.b
CITY OF EDMONDS
PERSONNEL POLICIES
Dave Earling, Mayor
20175
a
Packet Pg. 77
4.5.b
TABLE OF CONTENTS
Message from the Mayor 6
Chaster I. Puraose & Scoae
Value Statement 7
Intent of Policies 7
Scope of Policies 7
Changing the Policies 8
Definitions 8
Chapter II, General Policies and Practices
Equal Employment Opportunity Policy 9
Disability Discrimination Prohibited 9
Life Threatening/Communicable Diseases 10
Anti -Harassment Policy Including Sexual Harassment 10
Complaint Process: Discrimination, Harassment, Retaliation 11
Employee Personnel Records 12
Employment References 12
Employment Rights 12
Chapter III, Recruiting, Hiring and Promotion
Value Statement
13
Recruiting Policy
13
Hiring Policy
14
Hourly Employees
15
Orientation Period
15
Employment of Relatives (Nepotism)
15
Promotions
16
Transfers/Lateral Moves
16
Rehire
16
Job Assignments
17
Chapter IV, Hours and Attendance
Value Statement
18
Standard Work Hours
18
Overtime
18
Compensatory Time
18
Attendance
19
Unusual Weather Conditions
20
Meals and Rest breaks
20
Callbacks
20
Payroll Records
21
Packet Pg. 78
4.5.b
Chapter V, Compensation
Value Statement
22
Salary Classification and Grades
22
Pay Rates
22
Union Employees
22
Non Represented Employees
22
Promotion
25
Paydays
25
Errors in Pay
25
Deductions
25
Acting Pay
25
Special Duty Pay
26
Compensation Upon Termination
26
Reclassification
26
Completion of Orientation Period
27
Chapter VI. Performance Evaluations and Trainin
Value Statement 28
Performance Evaluation Policy 28
Training Policy 28
College Reimbursement 29
Chapter VII, Benefits
MEBT
30
State Retirement
30
Deferred Compensation
30
Industrial Accident Insurance (Workers Compensation)
30
Health Insurance
31
Healthcare Reform Policy
32
Unemployment Insurance
38
Life Insurance
38
Employee Assistance Plan (EAP)
38
Extended Health Benefits (COBRA)
38
Wellness Program
39
Commute Trip Reduction (CTR) program
40
Chapter Vill, Leaves
Value Statement
41
Vacation
41
Sick Leave
41
Fitness for Duty
43
Leave Without Pay
43
Jury and Witness Duty
44
Administrative Leave
44
Military Leave
44
Washington Military Leave for Spouses & Domestic Partners
45
3
Packet Pg. 79
4.5.b
Family Medical Leave
45
Pregnancy Disability Leave
49
Bereavement Leave
50
Domestic Violence, Sexual Assault & Stalking Leave
50
Shared Leave
51
Holidays
51
Religious Holidays
52
Unpaid Holidays for Reasons of Faith or Conscience
52
Benefits for Part -Time and Temporary Employees
53
Payment for Accrued Leaves
54
Management Leave
54
Chapter IX. Travel and Meal Expenses
Value Statement 55
Authorization 55
Accommodations 55
Meals 55
Use of Private Vehicles 55
Use of City Vehicles 56
Chapter X. Emalovee Responsibilities and Code of Ethics
General Code of Conduct
57
Outside Employment and Conflicts of Interest
57
Reporting Improper Government Action
58
Political Activities
60
No Smoking Policy
61
Personal Possessions and Electronic Communications
61
Electronic and Telephonic Communication Outside of
Regularly Scheduled Work hours
61
Use of Telephones and City Vehicles
62
Bulletin Boards
62
Media Relations
62
Use of Safety Belts
62
Driver's License Requirements
62
Solicitations
62
Use of City Credit
63
Gifts
63
Substance Abuse
63
Chapter XI. Discipline and Terminations
Value Statement 65
Actions Subject to Disciplinary Action 65
Disciplinary Actions 66
Pre -Disciplinary or Pre -Termination Hearing 68
Layoff 68
Resignation 69
4
Packet Pg. 80
4.5.b
Chapter XII, Recognition and Suggestions
Value Statement 70
Awards/Recognition 70
Suggestions 70
Chapter XIII, Safety
Value Statement
71
General Safety
71
Bloodborne Pathogens
71
Workplace Violence
71
Safety Committees
72
Accidents
72
Training
73
Accident Prevention Program
73
Chapter XIV, Complaint Procedures
Complaint Procedures 74
Appendix A - Information Services Acceptable Use Policy 75
Appendix B — Drug & Alcohol Testing Policies & Procedures 83
Appendix C - Receipt of Personnel POIiG;esDrug Free Workplace Policy 97
Appendix D- Receipt of Personnel Policies 99
5
Packet Pg. 81
4.5.b
MESSAGE FROM THE MAYOR
Please read and become familiar with the City's personnel policies. They have been
developed to guide your employment and help you fully utilize the resources available to
you. They will acquaint you with your employee benefits, our personnel practices and
rules, and our organizational philosophy. As a City employee, it is extremely important
that you fully understand what is expected of you and what you can expect from us. If
you have any questions at any time regarding our policies, please ask your supervisor,
department director, or contact the Human Resources Office.
As the City grows and changes, personnel policies may change. The City, therefore,
reserves the right to revise, supplement, clarify or rescind any policy or portion of a
policy when deemed appropriate by the Mayor. Changes will be posted on-line, and the
City will endeavor to notify you in a timely manner when changes occur. Please also
understand that no supervisor, manager or representative of the City, other than the
Mayor, has the authority to make any written or verbal statements or representations,
which are inconsistent with these policies.
It is my desire to offer you a comfortable work environment, helpful supervision, training
and equipment to help you do your job, and a clear sense of direction and expectations.
I strongly believe we are a team that provides great customer service, and I want
everyone to keep up the good work. A good team not only shares a common vision,
but also has a set of rules with which everyone can effectively work together. These
personnel policies are our team's rules. Please use them in that spirit.
Dave Earling, Mayor
6
Packet Pg. 82
4.5.b
CHAPTERI
PURPOSE AND SCOPE
1.1 VALUE STATEMENT
The City's primary goal is to provide quality service to its customers, the citizens of Edmonds.
To accomplish this goal, we all need to work together as a team. The City places the highest
value on our employees and their well-being. We want to see that you are a satisfied worker,
with the support and information necessary to achieve the objectives of your position. Only in
this manner can your contribution to the City's organization be the most productive. It is our
belief that when consistent personnel policies are known and communicated to all, the choices
for greater job satisfaction increase. We encourage you to read these policies. If you have any
questions, please ask your supervisor or department director. As you have ideas or
suggestions for improvement, please follow the same process.
1.2 INTENT OF POLICIES
These personnel policies serve as a general guide to the City's current employment practices
and procedures. As such, we hope they will help you better understand how the City operates
and what is expected of you as an employee. These policies also describe what the City
provides you in terms of compensation, benefits and other support.
These policies are not intended to be a contract, express or implied, or any type of promise or
guarantee of specific treatment upon which you may rely, or as a guarantee of employment for
any specific duration. Although we hope that your employment relationship with us will be long
term, we recognize that things may not always work out as hoped, and either of us may decide
to terminate the employment relationship.
Employees, who are exempt from collective bargaining representation or otherwise deemed
executive, managerial, or confidential by the City, are considered at -will employees and may be
terminated from City employment at any time, with or without cause and with or without notice.
No one, other than the Mayor, has the authority to enter into any written or verbal commitment
or agreement, which affects the at -will status of such employees. All other employees'
employment status shall be governed primarily by the personal employment contract, collective
bargaining labor agreement, civil service rules, City Personnel Policies, or other written
document applicable to their individual case.
1.3 SCOPE OF POLICIES
These personnel policies apply to all City employees and the violation of any of these policies
may be subject to potential disciplinary action. In cases where these policies conflict with any
City ordinance, Civil Service rules and regulations, the provisions of a collective bargaining
agreement, an individual employment contract, state or federal law, the terms of that law or
agreement prevail. In all other cases, these policies apply.
7
Packet Pg. 83
4.5.b
1.4 CHANGING THE POLICIES
As the need arises, the Mayor may modify these policies, except that the City Council, by
ordinance, maintains the authority to enact any changes in compensation or benefit levels. The
Mayor may deviate from these policies in individual situations, particularly in an emergency, in
order to achieve the primary mission of serving the City's citizens. Employees may request
specific changes to these policies by submitting suggestions to their department director. These
Personnel Policies supersede any previous City Personnel Policies. In the event of an
amendment to these policies as a result of changes in ordinances, rules, or laws incorporated in
this document, these policies shall be deemed amended in conformance with those changes.
As updated policies are prepared, they will be incorporated into the on-line document.
1.5 DEFINITIONS
Note: For the purposes of the City's Healthcare Reform Policy, additional definitions and
classifications of employees for the purposes of health insurance eligibility may be further
defined under section 7.6 Healthcare Reform Policy.
Regular Full -Time Employee: An employee who has successfully completed an
orientation period (sometimes referred to as probationary or trial period) as defined in
these policies and who regularly works an average of 30 or more hours per week.
Regular Part -Time Employee: An employee who has successfully completed an
orientation period (sometimes referred to as probationary or trial period) and who
regularly works less than thirty (30) but at least twenty (20) hours a week. Benefits
provided to a part-time employee shall be pro -rated based upon the ratio of the regularly
scheduled hours per week of the part-time employee to 40 hours per week.
Hourly Employee: Employees who work less than twenty (20) hours per week or hold
jobs of limited duration due to special projects, seasonal work, abnormal workloads or
emergencies. Hourly employees are eligible for only those limited benefits specifically
provided for in a written contract or by state or federal law or regulation, or by city
ordinance.
Volunteer: Volunteers are persons who voluntarily perform work assignments without
the expectation of any wage, salary, or benefits, with the exception of Workers'
Compensation coverage. Volunteers may receive only nominal compensation.
Volunteers normally work under the direction of a City staff person on City premises and
may use City equipment and supplies. Volunteer time is recorded and reported to the
State for purposes of obtaining Workers Compensation Insurance.
Leased Employees: Leased employees are persons, who are employees of another
agency, such as a temporary employment agency, and working on a temporary basis
under the direction of the City. Leased employees are not employees of the City; they
are not on the City pay or benefit plans; and they are not covered by these Personnel
Policies.
Immediate Family: For the purposes of these policies, immediate family will be defined
as the spouse, registered domestic partner, children, stepchildren, mother/father, mother
in-law/father-in-law, step parent, brothers, sisters, and grandparents unless defined
differently in a specific section of these policies or in a collective bargaining agreement.
8
Packet Pg. 84
4.5.b
CHAPTER II
GENERAL POLICIES AND PRACTICES
2.1 EQUAL EMPLOYMENT OPPORTUNITY POLICY
The City values diversity in its workforce, and believes a better outcome is achieved when a
variety of employees with different backgrounds work together toward a common goal. The City
also believes better customer service can be delivered when the workforce is representative of
the customers it serves. The City is an equal employment opportunity employer. The City
employs, retains, promotes, terminates and otherwise treats all employees and job applicants
on the basis of job -related qualifications and competence. These policies and all employment
practices shall be applied without regard to any individual's sex, race, color, religion, national
origin, pregnancy, age, marital status, sexual orientation including gender expression and
identity, military or honorably discharged veteran status, disability, genetic information or other
basis prohibited by law.
2.2 DISABILITY DISCRIMINATION/ACCOMODATING DISABILITIES
As part of the City's Equal Employment Opportunity commitment, the City will follow all
applicable provisions of the Americans with Disabilities Act (ADA), the Washington State Law
Against Discrimination, and other applicable federal, state, and local laws. These laws prohibit
the City from engaging in any employment practices that discriminate against qualified
applicants or employees with disabilities, including any sensory, physical, or mental
impairments.
The City will seek to reasonably accommodate qualified applicants and employees who have
disabilities that may affect job performance, unless doing so presents an undue hardship to the
City. An employee who has a sensory, physical, or mental impairment that affects job
performance should inform Human Resources as soon as possible. The City will then discuss
with the employee the possibility of providing reasonable accommodations to enable the
employee to perform the essential functions of the employee's job. Whenever possible, the City
wishes to accommodate the needs of employees with disabilities, but the City also has an
obligation to provide a safe working environment for all employees and others on the premises.
The City therefore needs to ensure that an employee's health condition does not pose a
substantial or unreasonable risk of harm to the employee or others.
The City may request that an employee provide medical information from treating health care
providers to assist in the process. An employee may also be asked to attend a medical
evaluation by an independent health care provider at the City's expense. Employees are
expected to fully cooperate, including taking all steps needed to obtain medical information in a
timely manner.
If the City determines that an employee is unable to perform the essential functions of the job,
even with reasonable accommodation, the City will work with the employee in identifying and
applying for other jobs that are or may become available and for which the employee may be
qualified.
9
Packet Pg. 85
4.5.b
2.3 LIFE THREATENING/COMMUNICABLE DISEASES
Employees with life threatening illnesses or communicable diseases are treated the same as all
other employees. They are permitted to continue working as long as they are able to maintain
an acceptable level of performance and medical evidence shows they are not a threat to
themselves or their co-workers. The City will work to preserve the safety of all of its employees
and reserves the right to reassign employees or take other job actions, including discharge,
when a substantial and unusual safety risk to fellow City employees or the public exists.
2.4 ANTI -HARASSMENT POLICY, INCLUDING SEXUAL HARASSMENT
The City is committed to ensuring that the practices and conduct of all its employees comply with
the requirements of Federal, State and local laws against employment discrimination. The City
strives to maintain a work environment that fosters mutual employee respect and promotes
harmonious, productive working relationships. Respectful, professional conduct furthers the
City's mission and promotes productivity, minimizes disputes, and enhances our reputation.
The City believes that harassment and retaliation undermine the integrity of the employment
relationship. Therefore, the City prohibits harassment and retaliation by any employee towards
any other employee, including supervisors. Employees are also prohibited from harassing or
retaliating against third parties, including citizens, vendors, and visitors to the workplace. All
employees are expected to be sensitive to and respectful of their co-workers and others with
whom they come into contact while at the City. The City also prohibits third parties, including
citizens, vendors and visitors to the work place, from harassing employees.
It is the policy of the City that all employees have the right to work in an environment free from
harassment based upon their race, color, religion, gender, national origin, age, marital status,
pregnancy, honorably discharged veteran or military status, sexual orientation including gender
expression and identity, disability, genetic information, or any other protected status or
characteristic. Any such harassment of employees by their co-workers, supervisors or others in
the workplace will not be tolerated.
A definition of all conduct that could constitute unlawful discrimination or harassment or other
unlawful conduct is difficult, if not impossible, to create. For that reason the following list of
examples of prohibited conduct is intended to be illustrative but not all-inclusive.
• Verbal or physical conduct that demeans or shows hostility or aversion toward another
employee or members of the public.
• Slurs or demeaning comments to employees or members of the public relating to race,
ethnic background, color, religion, national origin, pregnancy, age, marital status, sexual
orientation including gender expression and identity, military or honorably discharged
veteran status, or any other characteristic protected by law.
Sexual harassment is also a form of unlawful discrimination. Examples of prohibited conduct
include but are not limited to:
• Unwanted physical contact or conduct of any kind, including sexual flirtations, touching,
advances, or propositions;
• Verbal harassment of a sexual nature, including but not limited to lewd comments, sexual
jokes or references, and offensive personal references;
• Demeaning, insulting, intimidating, or sexually suggestive comments about an individual;
• The display in the workplace of demeaning, insulting, intimidating, or sexually suggestive
objects, pictures, cartoons or photographs;
10
Packet Pg. 86
4.5.b
Demeaning, insulting, intimidating, or sexually suggestive written, recorded, or
electronically transmitted messages.
Solicitation or coercion of sexual activity, dates or the like with the implied or express
promise of rewards or preferential treatment.
Intimidating, hostile, derogatory, contemptuous or otherwise offensive remarks that are
directed at a person because of that person's gender, whether or not the remarks
themselves are sexual in nature, where the remarks cause discomfort or humiliation and
interfere with the performance of the employee's duties.
Every manager, supervisor, and employee is responsible for creating an atmosphere free of
harassment, sexual or otherwise. Each employee is responsible for respecting the rights of co-
workers and others, including the citizens they serve.
2.5 COMPLAINT PROCESS: DISCRIMINATION, HARASSMENT, OR RETALIATION
Harassment, particularly sexual harassment, and discrimination can be difficult to define. For
this reason, the City strongly urges employees to use this harassment and discrimination
reporting procedure without worrying about whether the conduct involved would be considered
harassment or discrimination in a legal sense. This policy is intended to assist the City in
addressing not only illegal harassment and discrimination, but also any conduct that is offensive
and inappropriate.
If, at any time, you believe that you are being subjected to harassment or discrimination, if you
become aware of such conduct being directed at someone else, or if you believe another
employee has received more favorable treatment because of discrimination, you must promptly
notify Human Resources or a manager or director with whom you feel comfortable. This applies
to harassment or discrimination caused by anyone with whom an employee comes into contact
with as part of the employee's job, such as supervisors, co-workers, citizens, vendors or others.
Supervisors and managers have an obligation to immediately report to Human Resources and
the Mayor any harassment or discrimination that they observe or become aware of during the
course of their employment.
All reported incidents will be investigated under the following guidelines:
• All complaints will be kept confidential to the fullest extent possible. This means they
will be disclosed only to management, witnesses, and others as necessary to allow
the City to investigate and respond to the complaint, and as may be required by law.
However, the City will not allow the goal of confidentiality to be a deterrent to an
effective investigation.
• A resolution of each complaint will be reached and communicated to the complaining
employee.
• Anyone who the City concludes has violated the anti -harassment or anti-
discrimination policy will be subject to disciplinary action, up to and including
discharge. Disciplinary action will depend on the gravity of the offense. The City will
take whatever action deemed necessary to prevent an offense from being repeated.
• The City will not permit retaliation against anyone who makes a good -faith complaint
or who cooperates in good faith in an investigation. Retaliatory conduct will subject
the individuals involved to discipline, up to and including discharge from employment.
11
Packet Pg. 87
4.5.b
• If, after investigating a complaint of harassment or discrimination, the City finds that
the complaining employee or other witness has deliberately provided false
information, disciplinary action may be taken against the individual who gave the
false information. However, an employee will not be disciplined for reporting a
complaint in good faith, or for cooperating in the investigation of such claims.
The City strongly urges employees to report all incidents of harassment, discrimination
or other inappropriate behavior as soon as possible. The City wants to provide
employees with a pleasant and productive working environment, and can only do so if
these issues are brought to our attention. Please join the City in our efforts to make the
City an enjoyable place to work for all employees.
2.6 EMPLOYEE PERSONNEL RECORDS
The official Personnel File for each employee is kept in the Human Resources Office. An
employee's personnel file contains the employee's name, title and/or position held, job
description, department to which the employee is assigned, salary, changes in employment
status, training received, certifications, performance evaluations, personnel actions affecting the
employee, including discipline, and other pertinent information. Medical information about
employees is contained in a separate confidential file. The Police Chief is authorized to
maintain specific confidential records on Police Department employees in order to exclude them
from a subpoena in criminal cases.
Employees have the right to review their file. An employee may request removal of irrelevant or
erroneous information in his/her personnel file. If the City denies the employee's request to
remove the information, employees may file a written rebuttal statement to be placed in their file.
Personnel files are kept confidential to the maximum extent permitted by law. Except for routine
verifications of employment, copies of information from an employee's personnel file will not be
released to the public, including the press, unless required by law (e.g., pursuant to a legal
subpoena or public records request). A copy of the information will be provided the employee.
The City will endeavor to provide written notice of a public records request to the employee prior
to the date the information is released.
2.7 EMPLOYMENT REFERENCES
Only the Human Resources Office or the employee's department director is authorized to
provide employment references, including letters of reference, on a current or former City
employee. Other employees shall refer requests for references to the Human Resources Office
who will contact the appropriate director. References will be limited to verification of
employment and salary unless the employee has completed a written waiver and release.
2.8 EMPLOYMENT RIGHTS
It is important to understand that these policies do not create an employment contract or a
guarantee of employment of any specific duration between the City and its employees.
Although the City is hopeful that your employment relationship with will be long term, it is
recognized that at times things do not always work out as hoped, and either party may decide to
terminate the employment relationship. Unless specific rights are granted to employees in
employment contracts, collective bargaining agreements, civil service rules, or elsewhere, all
employees of the City are considered at -will employees and may be terminated from City
employment at any time, with or without cause and with or without notice.
12
Packet Pg. 88
4.5.b
CHAPTER III
RECRUITING, HIRING, AND PROMOTION
3.1 VALUE STATEMENT
The City values employees who are competent, motivated, productive, and customer oriented.
The City believes the most efficient way to attract the most qualified employee is to hire them
following a fair and consistent selection and screening process. The City also values an open
and competitive employment process in which all qualified applicants have the opportunity to
apply for City employment and are selected on the basis of objective job related criteria.
3.2 RECRUITING POLICY
Recruiting practices are conducted solely on the basis of ability, merit, qualifications and
competence, without regard to race, color, religion, national origin, sex, marital status, sexual
orientation including gender expression and identity, military or honorably discharged military
status, pregnancy, physical handicap, disability, genetic information, age, or any other basis
prohibited by law. The Human Resources Office coordinates and monitors the recruitment and
selection process for the City to ensure fairness and consistency with the process. Examples of
the Office's involvement include such activities as: applicant screenings, developing interview
questions, participating on interview panels, performing reference checks and necessary
background checks and sending offer letters.
Each applicant shall complete and sign a City application form which includes an authorization
to release information, prior to being considered for any position. Resumes may supplement,
but will not serve in place of, the City's official application form. Additional materials may be
required for Police Department applicants.
Vacancy notices for regular positions will be posted internally on the bulletin boards for at least
a five (5) day period. In addition, vacancy notices will be sent to outside agencies representing
protected classes of persons in order to encourage and attract the broadest range of qualified
job applicants. The Human Resources Office may use other sources of recruitment, such as
newspaper advertising and the Internet, as needed to attract qualified applicants. The City may
choose to advertise a position to the general public at the same time it posts the promotional
opportunity within the City. The City reserves the right to seek qualified applicants outside of
the organization at its discretion. To be considered for promotion, an employee must be
employed in their current position for at least one (1) year, and meet the qualifications for the
vacant position
Applications may not be accepted after the published closing date for the position vacancy. If
there are not sufficient qualified candidates at the closing date, the position will be reopened
and re -advertised. Applications will be accepted only for a published vacancy opening, and are
retained for such period of time in accordance with the Washington State Records Retention
policies and requirements. They will not be kept on file for future vacancies.
Any applicant supplying false or misleading information is subject to immediate termination, if
hired.
13
Packet Pg. 89
4.5.b
3.3 HIRING POLICY
When a regular position becomes vacant and prior to any posting or advertisement of the
vacancy, the department head or division manager shall review the position, its job description,
and the need for such a position. The department head or division manager will submit a
request to fill the position to the Human Resources Office. The position will be posted and/or
advertised after the request is approved.
The City may administer pre -employment examinations to test the qualifications and ability of
applicants, as determined necessary by the City. The City may also conduct certain
background procedures as required by law and/or policy. Examples of such procedures
include: requiring applicants/employees to show proof they are authorized to work in the United
States and requiring applicants/employees, who have unsupervised access to children or
vulnerable adults, to complete a disclosure statement. Additionally, the City may contract with
any agency or individual to prepare and/or administer examinations.
Residency within the City shall not be a condition of initial appointment or continued
employment; provided, however, that an employee's selection of residence shall not interfere
with the daily performance of his/her duties and responsibilities including the ability to respond
to emergency callouts within an established period of time. The minimum time required for an
employee to respond to an emergency callout is established by each Department, or as
otherwise noted in the respective collective bargaining agreement for the bargaining unit by
which the employee will be represented, or the applicable employment contract.
Applicants for positions in which the applicant is expected to operate a motor vehicle must be at
least 18 years old and will be required to present a valid Washington State driver's license with
any necessary endorsements. They will also be required to furnish a current (within the last 30
days) Driver's Abstract, which shows any history of driving violations. Applicants with poor
driving records, as determined by the City, may be disqualified from employment with the City in
positions requiring driving. Applicants, who are under 18 years of age, must provide a valid
State Work Permit, signed by a parent or guardian.
The City will comply with State law (RCW 41.04.010 or RCW 73.16.010) with regard to any
applicable veteran's preference during the hiring process.
After a conditional offer of employment has been made and prior to commencement of
employment, the City may require persons selected for certain positions to successfully pass a
medical examination and/or psychological test, which may include testing for alcohol and
controlled substances. The purpose of the examination is to determine if the individual is able to
perform the essential functions of the job, and to ensure any physical or mental condition will not
endanger the health, safety or well-being of other employees or the public. The offer of
employment is conditioned on the results of the examination, and the City's ability to reasonably
accommodate any revealed disability.
A candidate may be disqualified from consideration if: (1) found unable to perform the essential
duties of the position (and the individual's condition cannot reasonably be accommodated in the
workplace); (2) the candidate refuses to submit to a medical examination or complete medical
history forms; or (3) if the Drug/Alcohol exam reveals the use of a controlled substance without
a valid prescription.
14
Packet Pg. 90
4.5.b
3.4 HOURLY EMPLOYEES
Department Directors and Division Managers may use hourly employees for positions which 1)
regularly work less than 20 hours per week, 2) perform seasonal employment, 3) to temporarily
replace regular employees who are on vacation or other leave, 4) to meet peak work load
needs, 5) or to temporarily fill a vacancy until a regular employee is hired. Hourly employees
may be hired without a competitive recruitment or examination process, although all hiring
processes will comply with City policy and state and federal laws. Hourly employees are
considered at -will employees and may be terminated from City employment at any time, with or
without cause, and with or without notice, by their Department Manager or Director.
Hourly employees are eligible for overtime pay as required by law. Hourly employees normally
do not receive vacation, sick leave, health insurance, holidays, or any other benefits during their
employment.
Hourly employees pay contributions to the Social Security program. Hourly employees will not
be placed in the state PERS retirement system or MEBT, although there are a few exceptions
depending on PERS and MEBT eligibility criteria.
3.5 ORIENTATION PERIOD
Upon hire or appointment, all employees enter an orientation period (also known as a
probationary or trial period) that is considered an integral part of the selection and evaluation
process. The orientation period is designed to give the employee time to learn the job and to
give the supervisor time to evaluate whether the match between the employee and the job is
appropriate.
The normal orientation period is six months from the employee's date of hire, rehire or
promotion, except for uniformed Police personnel which have a twelve (12) month orientation
period. The Mayor may authorize the department director to extend the orientation period for up
to an additional six (6) months. An extension may be granted due to circumstances such as an
extended illness or a continued need to evaluate an employee. Extensions for represented
employees also require concurrence with the Union. The City may terminate an employee
without cause from employment at any time during the orientation period. In the case of
unsatisfactory performance in a promotional situation, the employee may be considered for
transfer back to the previous position held by the employee, if the previous position is still
available.
Once the orientation period is successfully completed, the employee may be certified to regular
employment status. Satisfactory completion of the orientation period does not create an
employment contract or guarantee employment with the City for a specified duration.
During their orientation period, employees may use their accrued sick leave or any accrued
compensatory time from the beginning of their employment, but may not use earned vacation
until they have successfully completed their orientation period. Police personnel may use
vacation after the completion of the first six (6) months.
3.6 EMPLOYMENT OF RELATIVES (NEPOTISM)
The immediate family of current City employees and City Council members will not be employed
by the City where:
15
Packet Pg. 91
4.5.b
• One of the parties would have authority (or practical power) to supervise, appoint, remove,
or discipline the other;
• One party would handle confidential material that creates improper or inappropriate access
to that material by the other;
• One party would be responsible for auditing the work of the other; or
• Other circumstances exist that might lead to potential conflict among the parties or conflict
between the interest of one or both parties and the best interests of the City.
If two employees marry, become related, become registered domestic partners, or begin
sharing living quarters with one another, and in the City's judgment, the potential problems
noted above exist or reasonably could exist, only one of the employees will be permitted to stay
with the City, unless reasonable accommodations, as determined by the Mayor in consultation
with Human Resources and/or the City Attorney, can be made to eliminate the potential
problem. The decision as to which employee will remain with the City must be made by the two
employees within thirty (30) calendar days of the date they marry, become related, or begin
sharing living quarters with each other. If no decision is made during this time, the City reserves
the right to terminate either employee.
3.7 PROMOTIONS
The City encourages promotion from within the organization whenever possible. All openings
will be posted so employees may become aware of opportunities and apply for positions in
which they are interested and qualified. Employees must remain in a position for a minimum of
12 months before they can apply for a promotion, unless this requirement is waived by the
Department Director or the Mayor. Employees who are promoted into a new position, will be
required to serve a new 6 month orientation period. Police Department personnel who are
promoted into a new position will be required to serve a new 12-month orientation period. If the
employee is unsuccessful during their orientation period, he or she may be placed back in their
previous position, if the position still exists.
3.8 TRANSFERS/LATERAL MOVES
Upon recommendation of the appropriate department director and concurrence of the Human
Resources Office or designee, or to meet the needs of the City, a transfer may be made.
Transfers are based on work force requirements, performance evaluations, job descriptions,
related City requirements, and the supervisor's recommendation, unless otherwise noted in an
applicable collective bargaining agreement. To be considered for another position, an
employee must have satisfactorily completed the probationary period for the employee's current
position and possess the qualifications for the vacant position, unless such requirements are
waived in the best interests of the City. A new probationary period shall be established for any
employee who requests a transfer. A transfer shall not be used to circumvent regulations
regarding promotions, demotions, or terminations.
3.9 REHIRE
The City may rehire previous employees, provided they performed satisfactorily in their previous
employment with the City. If an employee has retired from the Washington State Retirement
System, they cannot exceed the Washington DRS employee maximum hours per year.
16
Packet Pg. 92
4.5.b
3.10 JOB ASSIGNMENTS
It is the supervisor's responsibility to maintain the employee's primary job assignments within
the existing job description, until a revised job description is approved. Requests for revised job
descriptions can be made by the Department Director to the Human Resources Office. Revised
job descriptions, along with the appropriate pay grade, are subject to the Mayor's approval,
before submittal to the Human Resources Office and City Council for their approval.
17
Packet Pg. 93
4.5.b
CHAPTERIV
HOURS AND ATTENDANCE
4.1 VALUE STATEMENT
The City values dependability, attendance, and punctuality with its employees. The City's
staffing level requires each employee to do their share of the workload and not to overburden
others because of attendance problems.
4.2 STANDARD WORK HOURS
Although the City's normal business hours are Monday through Friday from 8:00 a.m. to 5:00
p.m., the City uses a variety of different work schedules to meet the varied service demands of
the public. Departments are allowed to establish regular work schedules, including alternatives
such as flextime and four/ten schedules, provided that they do not conflict with business needs,
and subject to the Mayor's approval. Due to the nature of the City's operations, longer hours
may be necessary in some instances, and overtime may be required by the supervisor.
A normal work schedule for regular, full-time employees consists of forty (40) hours each
workweek. Different work schedules, such as in the case of the Police Department employees,
have been established by the City to meet job assignments and provide necessary City
services. Each employee's immediate supervisor will advise the employee regarding his/her
specific working hours.
Part-time and hourly employees will work hours as specified by their supervisor.
4.3 OVERTIME
All City positions are designated as either "exempt" or "non-exempt" according to the Fair Labor
Standards Act ("FLSA") and Washington Minimum Wage Act regulations. Employees will be
informed of their overtime status at the time of their appointment.
For most City employees, the established work period is forty (40) hours within a seven (7) day
workweek. Public Safety personnel may have a modified work period as established in the
collective bargaining agreements. All personnel are responsible for accurately reporting all
hours worked on time sheets supplied by the City. Employees failing to accurately record time
worked are subject to discipline. Overtime is recorded to the nearest 15 minute increment.
Non-exempt employees are entitled to additional compensation (overtime), either in cash or
compensatory time off, when they work more than the maximum numbers of hours during a
work period. All overtime must be authorized in advance by the employee's supervisor,
although exceptions may be made for emergency situations. Overtime may not be voluntarily
worked without the supervisor's permission. Overtime pay is calculated at one and one-half
times the employee's regular rate of pay for all time worked beyond forty (40) hours in a
workweek, provided that public safety personnel may have a different work period, and
therefore a different overtime threshold). When computing overtime, time paid for but not
worked (e.g., holidays, sick leave and vacation time), is not counted as hours worked.
4.4 COMPENSATORY TIME
Non-exempt employees entitled to overtime pay may request compensatory time off instead of
cash payment. This is approved on a case -by -case basis by the supervisor. The City is not
required to grant comp time instead of overtime pay. If the compensatory time option is
18
Packet Pg. 94
4.5.b
exercised, the employee is credited with one and one-half times the hours worked as overtime.
Maximum accruals of compensatory time shall be limited to forty-eight (48) hours for regular
employees. After maximum accrual, overtime compensation shall be paid. Compensatory time,
which has been credited to an employee, may be converted to overtime pay at any pay period
at the employee's request. Employee compensatory time balances may be reviewed at least
annually as part of the City's budget process. Use of compensatory time must be approved by
the supervisor. Time off can be requested by the employee or directed by the supervisor.
Exempt employees are not covered by the FLSA or the Washington Minimum Wage Act
overtime provisions. They may earn compensatory time as follows;
Department Directors and Division Managers will work under an informal honor system for
discretionary time off.
All other exempt employees shall receive compensatory time for nightly meetings, emergency
callouts, and other similar times, which they are required by their supervisor to work.
Compensatory time generally will not be earned for short term extensions of the regular
workday or assignments, such as staying late or coming in early, without the prior approval of
the supervisor. Compensatory time shall be earned at the straight time rate, that being one
hour of compensatory time for each hour worked, as specified above. Exempt employees, who
are regularly scheduled for night meetings should be assigned a flex schedule to adjust for the
meeting times. Exempt employees will be allowed to accumulate up to 48 hours of
compensatory time during the year. If additional time is earned after the maximum is reached,
the exempt employee will be paid for the excess time or given the time off during the next pay
period.
Employees may use compensatory time within a reasonable time period after making a request
to their supervisor, unless doing so would unduly disrupt City operations. Compensatory time
should be used for short-term absences from work during times mutually agreed to by the
employee and his/her supervisor. Accumulation of compensatory time to be used as a
substitute for extended vacation time off is not normally permitted, however may be approved
on a case -by -case basis by the Department Director or Mayor. Use of compensatory time may
either be requested by the employee or directed by the supervisor.
4.5 ATTENDANCE
Regular and punctual attendance is an essential function of every position in the City. Each
supervisor is responsible for maintaining an accurate attendance record of his/her employees.
Every employee has the responsibility of maintaining a good attendance record. Employees are
expected to be at the assigned place of work during their scheduled work time.
Employees unable to work or report to work on time should notify their supervisor as soon as
possible, ordinarily before the work day begins or within thirty (30) minutes of the employee's
usual starting time. If an absence continues beyond one day, the employee is responsible for
reporting in each day. If the supervisor is unavailable, the employee may leave a message with
the Department Director or his/her designated representative, stating the reason for being late
or unable to report for work. An employee who is absent without authorization or notification is
subject to disciplinary action, up to and including possible termination.
19
Packet Pg. 95
4.5.b
4.6 UNUSUAL WEATHER CONDITIONS
During times of inclement weather or natural disaster, it is essential that the City continue to
provide vital public services. Therefore, it is expected that employees make every reasonable
effort to report to work without endangering their personal safety.
An employee who is unable to get to work or leaves work early because of unusual weather
conditions may charge the time missed to: vacation, floating holiday, compensatory time, or
leave without pay. The employee shall advise the supervisor by phone as in any other case of
late arrival or absence. Employees, who are sent home without prior notice by their employer
and therefore denied the opportunity to work, shall continue to receive their normal pay for the
rest of the day in which they are sent home.
4.7 MEAL AND REST BREAKS
Except in urgent situations, personal phone calls and conversations should occur during meal
periods and rest breaks rather than during working time. An exempt employee is expected to
effectively handle his or her meal period and rest break schedule. The following policy applies
only to non-exempt employees. A non-exempt employee must notify his or her supervisor at the
end of the shift if he or she has not had a meal period or rest break.
A non-exempt employee who works at least five (5) hours in a workday will be provided an
unpaid meal period of at least thirty (30) minutes, approximately midway through the workday,
unless otherwise specified. Non-exempt employees must not perform any work during the meal
period, and must take at least thirty (30) minutes completely off work.
Employees working at least (3) three hours longer than a normal workday will be allowed a meal
period before or during the overtime portion of the shift. A "normal workday" is the shift the
employee is regularly scheduled to work. If the employee's scheduled shift is changed due to
working a double shift, or working extra hours, the additional meal period will be permitted.
Employees working a regular twelve (12) hour shift will be entitled to a second meal period.
A non-exempt employee will be provided one (1) paid fifteen (15) minute rest break for every
four (4) hours worked. Rest breaks may be taken on a scheduled or intermittent basis as
determined by the employee's supervisor. These rest breaks are for the purpose of a few
minutes of relaxation. The City asks employees to please not stay away from their job beyond
the time allotted. Rest breaks are paid, but may not be used to extend a lunch period, leave
early, or arrive late. Police Department employee meal and break times will be consistent with
the appropriate Collective Bargaining Agreement.
For one year following childbirth, non-exempt employees who are nursing mothers are entitled
to unpaid breaks during the workday for the purpose of expressing breast milk. The City will
provide a suitable, private location for these breaks.
4.8 CALLBACKS
All employees are subject to call back in emergencies or as needed by the City to provide
necessary services to the public. A refusal to respond to a call back is grounds for immediate
disciplinary action, including possible termination. Employees called back to duty will be paid
their appropriate rate of pay for hours worked or according to the collective bargaining
agreement, whichever is appropriate for the employee.
20
Packet Pg. 96
4.5.b
4.9 PAYROLL RECORDS
The official payroll records are kept by the Finance Office. Each employee shall submit a
signed time sheet to their supervisor for approval each pay period. Each supervisor is
responsible for submitting a time sheet (signed by the employee and the supervisor) to Finance,
for each employee within their department, noting hours worked, leaves taken, and overtime
worked. Each department director is responsible for assigning the payroll entry for his/her
department to appropriate personnel in the department. The Mayor shall sign time sheets for all
Department Directors.
21
Packet Pg. 97
4.5.b
CHAPTER V
COMPENSATION
5.1 VALUE STATEMENT
The City strives to reach a balance between fairness in pay for all employees and rewarding
excellent job performance for the deserving individual. It believes in paying competitive wages
in order to attract qualified candidates for job vacancies. Pay is one of several means to reward
job performance.
5.2 SALARY CLASSIFICATION AND GRADES
Each regular position within the City is classified into a classification title for salary purposes.
Each classification title is designated a particular salary or salary range as shown on the City's
salary and wage schedule, which is approved in the labor agreement or annually by the City
Council. All regular employees are assigned to a classification title and provided a job
description. This job description shall be reviewed annually with the employee and the
supervisor during the employee's performance evaluation, and any changes to the description
shall be referred to the Human Resources Office. Any significant change in a job assignment,
which may subsequently require a change in salary grade assignment, must have prior approval
by the Mayor and City Council, and the appropriate Union as needed.
5.3 PAY RATES
Employees shall be paid within the limits of the wage range to which their positions are
assigned. Usually, new employees will start their employment at the minimum pay grade or
wage range for their classification. However, a new employee may be employed at a higher
rate than the minimum when the employee's experience, training or proven capability warrant,
or when prevailing market conditions require a starting rate greater than the minimum, subject to
the Mayor's approval.
5.4 UNION EMPLOYEES
Employees, who are covered under a collective bargaining agreement, shall be compensated in
compliance with the terms of the respective collective bargaining agreement. The Mayor or his
representative and the Union's bargaining agent must approve any deviation from such
agreement in writing.
5.5 NON REPRESENTED EMPLOYEES
The City's non -represented compensation policy strives to maintain equity, by offering
competitive salaries and benefits in order to attract and retain high quality staff and an effective
work force.
It is the policy of the City for the classification and compensation plan to provide salaries that
compare favorably with other similar cities in the region for comparable jobs, and within budget
limitations. It is also the policy of the City to strive to maintain salaries that are internally
equitable, in proper relationship to all other jobs within the City, within reasonable budget
parameters.
22
Packet Pg. 98
4.5.b
SALARY RANGE PROGRESSION
Salary ranges for non -represented positions will have a 35% spread from the bottom to the top
of each salary range, and will include a seven -step scale with 5% between each of the steps.
All new employees will generally be hired at the first step of their salary range; however, an
entry level rate of pay above the minimum may be offered to an applicant whose education and
experience exceed the minimum qualifications for the classification, or when external labor
market pay practices impact recruitment. Initial step placement at higher than Step 3 of the
salary range is subject to approval by the Mayor prior to the offer of employment.
Employees are advanced to the next salary step increment after satisfactorily completing the
first six months of probation. After this, employees advance to the next step in the salary range
on the January following their anniversary date and each succeeding January after a concurrent
satisfactory overall performance evaluation has been completed by their supervisor, until
reaching the maximum step. An employee is considered not to have achieved a satisfactory
overall performance rating if two or more performance category areas in the evaluation receive
less than a "meets standards" rating. An employee who fails to achieve at least a satisfactory
overall performance rating on their annual performance evaluation shall not be eligible for a step
increase until their next performance evaluation rating period.
Employees who do not achieve a satisfactory overall performance rating will be immediately
placed on a performance improvement plan (PIP). The PIP will provide clear expectations to
the employee for the work performance items that must improve in order for the employee to
achieve a satisfactory overall performance rating by the next evaluation period (usually 3 and/or
6 months) as determined under the PIP. A PIP also serves as a work plan for the employee that
will likely include individualized, supervisor -provided feedback and counseling on improving
work performance, as well as outlining any necessary areas of training or retraining in order for
the employee to succeed on the PIP.
In the event of promotion of a non -represented employee to another non -represented job
classification in a higher salary range, the employee will be placed on the first step of the new
salary range or the lowest step in the new range that results in an increase to their current
salary. After this, the employee would follow the salary range progression described above for
new employees.
To ensure internal equity, employees promoted from a represented position to a non -
represented position in a higher pay range, will be placed on the first step of the new salary
range, or the lowest step in the new range that results in an increase to their current salary,
including consideration of other cash compensation being received in the former position. After
this, the employee would follow the salary range progression described above for new
employees.
In the event of a lateral placement of a non -represented employee to another non -represented
job classification in the same pay range, the employee will not receive a salary increase.
23
Packet Pg. 99
4.5.b
ANNUAL SALARY ADJUSTMENTS
The Mayor will recommend the adjustment of salary ranges for non -represented employees to
the City Council for approval as part of the budget process, effective January 1 of each year.
The Mayor's recommendation will take into consideration the average adjustment negotiated
and approved for represented employee groups. Each employee will maintain the same step
within the newly approved salary range that they held prior to the adjustment.
In addition, the City will attempt to mitigate compression issues as they arise. The Mayor will
make appropriate and timely recommendations to City Council to maintain internal equity and
prevent compression issues.
MARKET ANALYSIS
The Human Resources Department will conduct compensation surveys for each non -
represented benchmark position no later than September 1, every three years. The following
criteria will be used for determining which cities are comparable for the purposes of analyzing
and comparing compensation ("Qualified Comparable Cities"):
Comparable cities must be located in Snohomish, King, Pierce, Thurston, or Kitsap
counties; and
Comparable cities will include all cities with a population that is no more than 10,000
over or no more than 10,000 under the population of the City of Edmonds according
to the most recent population figures published by the Washington State Office of
Financial Management or a similar successor government agency; and
The application of the above criteria will be utilized to select a minimum of eight
agencies that are closest in population to the City of Edmonds. If this process yields
fewer than eight comparable cities (not counting Edmonds) for analysis during a
particular year, additional cities shall be selected for analysis by adding an additional
city or cities, up to eight, with agencies that are outside the 10,000 over/under
criteria, but that are the next closest in population to the City of Edmonds, with the
goal of having 50% of the cities with a higher population and 50% with a lower
population than Edmonds.
Additionally, private sector data will be gathered and considered where it is a significant factor in
the City's competitiveness.
Benchmark positions are those which are assigned clearly recognizable work at a well-defined
level of responsibility, and for which comparable classifications are easily identified to ensure
that sufficient data can be collected. Classifications that are selected as comparable for survey
purposes must match the benchmark position by 80% in level of work and responsibility.
Salaries for comparable positions that are not a complete match may be leveled up or down by
a maximum of 20%, to adjust for differences in the level or scope of responsibility in work duties.
Non -benchmark classifications (those for which there are not adequate comparable
classifications) will be indexed to a corresponding City benchmark position, which is comparable
in required qualifications, scope of work, and level of responsibility.
24
Packet Pg. 100
4.5.b
Salary ranges for benchmarks will be determined by using the prevailing rates in the identified
comparator cities. The City will be competitive within the defined market, but will not assume
the position of a lead pay policy compared to the market; therefore the median or 50th percentile
of the mid -range of salary data collected will be used to determine competitiveness.
Every three years, based upon the survey data, the Mayor will recommend salary range market
adjustments for non -represented positions to City Council. The Mayor will consider the
following criteria in developing the recommendation:
1. Maintain the mid -point of each salary range between 5% high/low of the mid -point of the
comparator city median.
2. Positions requiring adjustment will be assigned to the new salary range within the salary
range table that places the position closest to the comparator city median.
3. Any employee whose actual salary falls below the newly adopted pay range minimum, shall
be adjusted up to the new minimum upon adoption of the new pay ranges.
4. Any employee whose actual salary exceeds the top of the approved salary range, will have
their salary frozen until such time that market rates support pay range adjustment for their job
classification.
5.6 PROMOTION
Any represented employee promoted to a position in a higher classification and salary range
shall receive a promotional pay increase to either 1) the entry step or salary of the new salary
range, 2) the next highest available pay step in the new range which provides at least a 5%
increase in pay, or 3) to start at the bottom of the pay grade of the higher classification,
whichever is greater. Changes in salary due to a Reclassification of a position will be treated
the same as a Promotion. Promotions change an employee's pay anniversary date and
subsequent merit pay reviews.
5.7 PAYDAYS
City employees are paid semi-monthly on the 5th and the 20th of each month. If a regularly
scheduled payday falls on the weekend or a holiday, the paychecks will be distributed on the
last preceding regularly scheduled working day. Automatic deposit is available upon request.
Pay increases, other than those occurring upon the 1st or the 16th of the month, become
effective at the beginning of the next pay period.
5.8 ERRORS IN PAY
Every effort is made to avoid errors in paychecks. However, any employee who believes that
an error has been made should contact the Finance Department immediately. The Finance
Department will take the necessary steps to research the problem and to assure that any
necessary correction is made properly and promptly. An employee reporting an error will be
notified in writing within 15 business days of the outcome. An employee who believes further
discrepancies exist should submit a written complaint to the Mayor immediately. If an employee
has been overpaid in error, the City will ask that the amount be repaid by payroll deductions or
by agreement, consistent with applicable laws.
5.9 DEDUCTIONS
Some regular deductions from the employee's earnings are required by law; all other deductions
must be approved by the City and specifically authorized in writing by the employee. The City
will withhold from the employee's paycheck those deductions required by law and any voluntary
25
Packet Pg. 101
4.5.b
deductions approved by the City and authorized by the employee, by applicable union contract,
or by statute or regulation.
5.10 ACTING PAY
When an employee is temporarily assigned to work in a position with a higher pay rate in order
to fill a vacancy or act on behalf of an absent employee, the employee shall be paid Acting Pay
in the amount of either the minimum of the salary rate of the acting position or a 5% increase in
base pay, whichever is greater. To qualify, the employee must be assigned to the acting
position for a period of ten (10) or more consecutive workdays. Acting Pay is limited to a six
month period as noted in the City Ordinance. Any extenuating circumstances requiring Acting
pay for a period beyond six months are subject to the Mayor and City Council's approval, or
subject to applicable Civil Service Rules.
5.11 SPECIAL DUTY PAY
The mayor is authorized to pay any manager or director level employee special duty pay in
addition to that person's regular compensation when the mayor has temporarily assigned
special duties to that person. No employee may receive special duty pay for longer than one
year without city council approval. "Special duties" are defined as those duties not included as
"Primary Duties and Responsibilities" in the employee's official job description and not otherwise
associated with the employee's position.
Special duty pay shall consist of up to ten percent of the employee's salary at the time the
special duties are assigned. The mayor is authorized to grant to each such employee up to five
percent (5%) for special duty pay at the mayor's discretion, and shall be based upon the scope
of the additional responsibilities identified by the mayor. If the mayor determines that special
duty pay above five percent (5%) is warranted for a particular employee, the mayor will be
authorized to grant up to ten percent (10%) for special duty pay upon prior approval by the City
Council.
5.12 COMPENSATION UPON TERMINATION
When an employee's employment with the City is terminated, the employee will receive the
following compensation on the next regularly scheduled payday including: 1) regular wages for
all hours worked up to the time of termination which have not already been paid; 2) any
overtime or holiday pay due; 3) A lump sum payment of any accrued but unused vacation and
compensatory time and; 4) any employee -paid health insurance premiums paid in advance for
health insurance coverage. Accrued sick leave will be paid in accordance with City Ordinance
for Non -Represented employees or the applicable collective bargaining agreement for Union
Employees.
5.13 RECLASSIFICATION
It is the supervisor's responsibility to maintain the employee's primary job assignments within
the scope of the existing job description, until a revised job description is approved. Requests
for revised job descriptions can be made by the Department Director to the Human Resources
Office. In the event that an employee is eligible for a reclassification as determined by his/her
supervisor, a reclassification form and a revised job description, along with the recommended
pay grade should be submitted to Human Resources for review. All revised job descriptions
and reclassification requests are subject to the Mayor's approval, before submittal to the City
Council for their approval and/or the respective Union as required.
26
Packet Pg. 102
4.5.b
5.14 COMPLETION OF ORIENTATION PERIOD
Upon the successful completion of an orientation period, the represented employee is eligible
for a pay step increase, depending upon their pay schedule and provided that they do not
exceed the approved pay range for their position classification.
27
Packet Pg. 103
4.5.b
CHAPTER VI
PERFORMANCE EVALUATIONS AND TRAINING
6.1 VALUE STATEMENT
The City values honest communications and the desire to improve services to the customer. It
believes these values are the foundation of a Performance Evaluation leading to a positive
outcome. Personal development and changes in the work environment require continuous
training, communication, and ongoing commitment from both the employee and the City.
6.2 PERFORMANCE EVALUATION POLICY
To achieve the City's goal to train, promote and retain the best qualified employee for every job,
the City conducts periodic performance evaluations for all positions. Each supervisor is
responsible to set and communicate clear performance standards for his or her employees at
the beginning of and throughout the review period. Employees are to be evaluated by their
supervisor at both the midpoint and the completion of their orientation period and normally once
every 12 months thereafter, unless otherwise specified in the employee's respective collective
bargaining agreement. Additional performance appraisals or performance improvement plans
may be given, if necessary. Performance review dates are changed following a promotion with
a new orientation period. Employees should complete a self -evaluation form for their upcoming
evaluation as directed by their supervisor.
During the evaluation process, the employee and the supervisor will review the Department's
goals and the employee's role in the Department. They will also review the employee's self -
evaluation, job description and rate the employee's job performance outcomes in each of the
assigned responsibilities. If changes in the job description are needed to ensure its accuracy,
the corrections will be forwarded to the Human Resources Office. The employee and supervisor
will discuss and select a course of personal training, which will improve the employee's job
performance. Goals for the next year and a training plan will be included in the performance
evaluation. The evaluation will be signed by the employee, the supervisor, and the Department
Director, and forwarded to the Mayor for review and to the Human Resources Office to be
placed in the Personnel File. A copy should be retained by the Supervisor for periodic
checkups. If the employee disagrees with the evaluation, he or she is allowed to submit written
rebuttal comments to be placed in their personnel file along with the evaluation.
The evaluation is part of an employee's personnel record and may be a factor in determining the
employee's conversion to regular status, whether the employee receives a wage increase, or is
to be promoted, transferred, demoted, laid off, or terminated.
6.3 TRAINING POLICY
The City seeks, within the limits of available resources, to offer training to increase an
employee's skill, knowledge and abilities directly related to his or her position, to obtain or
maintain required licenses and certifications, and to develop a career path within the City
organization. Opportunities may include, but are not limited to: on-the-job training, in-house
workshops and seminars sponsored by other agencies or organizations.
When training opportunities are identified, the Department will complete an AUTHORIZATION
TO TRAVEL and ATTEND TRAINING and submit the registration. Each Department is
responsible for budgeting and paying for training for their employees (for courses not specifically
approved as outlined in the college reimbursement policy below). Following completion of the
28
Packet Pg. 104
4.5.b
training program, a copy of the AUTHORIZATION will be filed in the employee's Personnel File.
Training programs, which are required by the City, are paid by the City, including the employee's
wages, travel, registration, and, if needed, out of area expenses directly related to the training.
For the purposes of insurance, the employee is to make every reasonable effort to use a city
vehicle to attend training events. In the event that using a city vehicle is not possible, the
employee will be reimbursed for mileage under the current IRS regulations and as noted in the
Edmonds City Code.
Training programs that are initiated by the employees and not required by the City, (such as
certification programs) are considered as voluntary programs and will not be paid by the City,
unless a direct benefit to the City can be shown. If a benefit can be shown, the City may pay for
all or a portion of the training costs, but not to include wages.
6.4 COLLEGE REIMBUSEMENT
The City will reimburse full tuition for college courses that are required for; 1) advancement to
the next promotional rank up to an Associate's Degree level (90 credit hours), and 2) to maintain
or upgrade a required certificate or license. Employees must obtain a passing grade of C and/or
2.0 or better in order to qualify for reimbursement of the class at the rate established below.
Employees, who take college courses leading to a Bachelors or Master's degree, will be
reimbursed 50% of the tuition costs. This course work must be an educational requirement of a
future position in the City, which has been previously identified in the performance evaluation as
the employee's career goal. Employees must obtain a passing grade of B and/or 3.0 or better in
order to qualify for reimbursement of the class at the rate established below.
Tuition costs will be based upon comparable public education credit hours and charges.
Employees will not be on paid City time while attending such courses nor will books,
transportation, or course material costs be reimbursed. The maximum costs per employee for
college reimbursement in a calendar year cannot exceed $2000. Tuition Reimbursement is
available to the extent funds are budgeted. Should inadequate funding be available in the
budget in any given year to reimburse all requests, reimbursements will be made on a "first
come, first served" basis.
In order to be considered for tuition reimbursement, an "Authorization to Attend Travel and
Training Form" must be completed for each school term and submitted to Human Resources,
along with an attachment of the course program registration form foF the ^or;Gd and a receipt
providing proof of tuition payment FeGG;W W Human ReSG i gq!�The aAuthorization Fform
must have all the required approval signatures on it in order for the employee to be eligible for
reimbursement. Reimbursement will be provided after documentation of the proof of payment
and the employee's course grade EGG is provided to Human Resources at the end of the
course program.
In the event that an employee leaves employment with the City within twenty-four (24) months
after receipt of tuition reimbursement funding, the employee shall reimburse the City for the
amount they received from the beginning of the previous 24 months.
29
Packet Pg. 105
4.5.b
CHAPTER VII
BENEFITS
All benefit programs are administered by the Human Resources Office. For any and all benefits
and eligibility related questions, please contact Human Resources.
7.1 MEBT
The Municipal Employee Benefit Trust (MEBT) is a City retirement program provided in lieu of
the federal Social Security benefit. The City does not participate in the federal Social Security
Trust, excluding Medicare (employees, who are hired after April 1986, must contribute into
Medicare). The MEBT benefit is made up of three components: a retirement benefit, long-term
disability insurance, and a $100,000 term life insurance benefits for survivors. Participation in
MEBT is mandatory. The City and all employees make payroll deduction contributions (pre-tax)
into the MEBT program in the amount normally paid through a FICA deduction. Employees can
also make additional voluntary after-tax contributions into the MEBT program. All hourly and
part-time employees working less than 1000 hours per year are not eligible to participate in
MEBT, and are required to pay into the Social Security program.
7.2 STATE RETIREMENT
All regular public safety employees in the police department are covered by the Law
Enforcement Officers' and Firefighters Retirement System (LEOFF 2). Benefit levels and
contribution rates are set by the State of Washington. All regular full-time non -uniformed
employees are covered under the Public Employees Retirement System (PERS). Both
retirement programs are administered by the Department of Retirement Systems (DRS).
Regular part time employees are covered, provided they work at least 70 hours per month for
five or more months each year. Benefit levels and contribution rates are set by the State of
Washington. Participation is mandatory.
Employees intending to retire should plan to attend a retirement planning seminar provided by
the State. They should also notify their department head and the DRS of their intent to retire at
least three months prior to the date of retirement.
7.3 DEFERRED COMPENSATION
Deferred Compensation is a tax shelter program provided to City employees through IRS code
457. Employee deposits are subject to limitations defined by the IRS. Deferred Compensation
is a voluntary program made available through payroll deduction (pre-tax), and funded by
individual employee contributions only. The City provides several deferred compensation plan
vendors, which allows employees to select investment options of their choice.
7.4 INDUSTRIAL ACCIDENT INSURANCE (WORKERS COMPENSATION)
All employees (except LEOFF 1) are covered by the State Workers' Compensation Program.
This insurance covers employees for on-the-job injuries or job -related illnesses. All job -related
accidents should be reported immediately to the supervisor. For qualifying cases, State
Industrial Insurance will pay the employee for workdays lost and specific medical costs due to
job -related injuries or illnesses. All employees who have enough accrued sick leave are eligible
to turn their time loss check over to the City for paid ("sick") leave "buy back."
When an employee receives treatment because of an on-the-job accident/injury, the
physician/hospital will file a claim for Workers' Compensation (L&I). In the event of absence due
30
Packet Pg. 106
4.5.b
to injury, the employee may use their paid leaves to keep them in paid status while their claim is
under consideration for approval of benefits by L&I. When the employee receives Workers'
Compensation benefits, he/she is required to turn their time loss check over to the City so that
the City can use the check to buy back a portion of the paid leaves used by the employee which
shall be restored to the employee's leave balances. This policy is to ensure that employee will
receive prompt and regular payment during periods of injury or disability so long as disability
continues, and to allow the employee to maintain as much accrued sick leave as possible after
the buy back. The employee will not receive more than he/she would have received had the
injury not occurred. In the event that an employee does not have enough accrued leave to keep
them in paid status during their period of disability (as certified by their doctor) due to their work
related injury, the employee will keep the time loss check from L&I and no buy back will be
processed. Employees cannot receive Worker's Compensation benefits and paid sick leave for
the same time period. Additionally, absence from work due to a work -related (L&I) approved
injury may not be eligible for DRS service credit hours.
In accordance with state law, the City will also provide a wage supplement to LEOFF II
employees who are receiving worker's compensation due to an occupational injury or illness.
The supplement shall be in an amount which when added to the worker's compensation will
result in the same pay the employee would have received for full time active service. The
supplemental benefit begins on the sixth day of absence from work. The City pays one half of
the supplement and the other half is charged to accrued paid leave in the order of Sick Leave,
Compensatory Time, Holiday, and Vacation. The supplement and use of accrued sick leave
shall continue, as long as the employee is receiving worker's compensation, to a maximum of
six (6) months from the date of the injury. If the employee returns on a part time basis, the
supplement and accrued sick leave shall be pro -rated. The employee must furnish a
physician's release to return to full work duty without restrictions before returning to work.
At any time during the disability period, but no later than six (6) months from the last day
worked, the City may require an examination at its expense, performed by a physician of its
choice to determine if the employee can return to work and if he/she will be capable of
performing the essential duties of the position.
7.5 HEALTH INSURANCE
Regular full-time and part-time employees (working 20 or more hours per week) and their
dependents are eligible to participate in the City's medical, dental, and vision insurance
programs. The programs and criteria for eligibility will be explained upon hire. The City
contributes toward the cost of premiums in the amounts authorized by the City Council and the
labor agreements. The remainder of the premiums, if any, shall be paid by the employee
through payroll deduction on a pre-tax basis. The City reserves the right to make changes in
the carriers and provisions of these programs when deemed necessary or advisable, with prior
notice to affected employees, and in compliance with the terms of the respective collective
bargaining agreements. Part Time employees, who regularly work 20 or more hours each week
during the full calendar year, are entitled to participate in the insurance program. Their
insurance costs will be pro -rated depending upon the average number of hours they are
scheduled to work during the year. Hourly employees, including those who occasionally work
20 or more hours in a week, are not eligible for insurance coverage.
31
Packet Pg. 107
4.5.b
7.6 HEALTHCARE REFORM POLICY
HEALTH COVERAGE
The City's policy is administered in accordance with the Employer Shared Responsibility
provisions of the Patient Protection and Affordable Care Act (PPACA), as amended. Under the
terms and conditions of this policy and the City's health benefits plan, the City provides health
coverage to full-time employees and their dependents up to age 26. The benefits, terms, and
conditions of the City's health benefits plan, including costs owed by eligible employees, are
explained in the separate plan documents attached hereto, including the Regence Healthfirst
PPO and AWC GHC $10-Co-pay plan, AWC WDS Delta Dental Plan F and AWC VSP $10-Co-
pay summary of benefits sheets (collectively referred to herein as the "Plan"). If there are
conflicts between this policy, the Plan, and any collective bargaining agreements, the document
satisfying the minimum protections of the PPACA shall apply.
DEFINITIONS AND CLASSIFICATIONS
In order to properly implement its provisions, the following definitions and classifications from
the PPACA will apply to this policy:
Full-time. At time of hire or change in job classification, employee is reasonably expected to
work, on average, 30 or more hours per week. Full-time employees are eligible for health
coverage and will be enrolled in health coverage as specified in the Plan. In no event shall the
date of enrollment be later than the first day of the month following the date of hire or the date of
change in job classification.
Part-time. At time of hire or change in job classification, employee is reasonably expected to
work, on average, less than 30 hours per week. Part-time employees are subject to monthly and
annual hours limitations and are generally not eligible for health coverage, unless otherwise
specified under the terms of the Plan or applicable collective bargaining agreement. Under the
City Personnel Policies, part time employees, who regularly work 20 or more hours each week
during the full calendar year, are entitled to participate in the insurance program. Their
insurance costs, for themselves and any eligible dependents, will be pro -rated depending upon
the average number of hours they are scheduled to work during the year. If, based on prior City
approval, a part-time employee averages 30 or more hours per week during a measurement
period (discussed below), the employee will be deemed a full-time employee, eligible for health
coverage during a subsequent stability period (discussed below).
Variable -hour. At time of hire or change in job classification, the City cannot reasonably
determine whether employee will or will not average 30 or more hours per week. Variable -hour
employees are subject to monthly and annual hours limitations and are generally not eligible for
health coverage, unless otherwise specified under the terms of the Plan or applicable collective
bargaining agreement. If, based on prior City approval, a variable -hour employee averages 30
or more hours per week during a measurement period (discussed below), the employee will be
deemed a full-time employee, eligible for health coverage during a subsequent stability period
(discussed below).
Seasonal. At time of hire or change in job classification, employee is hired or re -hired into a
position for which the customary annual employment is approximately six months or less,
beginning in approximately the same season of each calendar year. Seasonal employees are
subject to a mandatory annual break in service of approximately six continuous months and are
32
Packet Pg. 108
4.5.b
not eligible for health coverage, unless otherwise specified under the terms of the Plan or
applicable collective bargaining agreement.
Dependents. Children of full-time employees up to age 26 (including the entire calendar month
in which a child turns age 26). Includes biological and adopted children. Excludes spouses,
domestic partners, stepchildren, and foster children. Dependents of full-time employees are
eligible for health coverage. Dependents of part-time employees who regularly work 20 or more
hours each week during the full calendar year are also eligible for health coverage.
Volunteers Individuals who provide services to the City on a voluntary basis and whose
compensation is limited to: (1) reimbursement for reasonable expenses incurred in the
performance of services as a volunteer; (2) reasonable fringe benefits, excluding health
coverage; and/or (3) nominal fees or honorarium provided in connection with services as a
volunteer. Volunteers are not employees and are not eligible for health coverage.
WORK HOURS LIMITATIONS
In order to properly implement its provisions, the following work hours limitations apply to this
policy:
For certain employee classifications, the City restricts the maximum annual and/or monthly
hours of work.
Full-time employees are not subject to an annual or monthly hours limitation and may work 30
or more hours per week, without limit, unless otherwise limited by the City's overtime policy, job
description, the terms of any applicable collective bargaining agreement, or the terms of any
other City policy or agreement. Full-time employees are not subject to initial or standard
measurement, administrative, or stability periods (discussed below).
Part-time employees are subject to an annual hours limitation and may not exceed 950 hours
annually without prior City approval. In addition to an annual hours limitation, part-time
employees may not exceed 125 hours in any single calendar month without prior City approval.
Part-time employees are subject to initial and standard measurement, administrative, and
stability periods (discussed below).
Variable -hour employees are subject to an annual hours limitation and may not exceed 950
hours annually without prior City approval. In addition to an annual hours limitation,
variable -hour employees may not exceed 125 hours in any single calendar month without prior
City approval. Variable -hour employees are subject to both initial and standard measurement,
administrative, and stability periods (discussed below).
Seasonal employees may work up to 29 hours per week, unless otherwise specified by the
City's overtime policy, job description, the terms of any applicable collective bargaining
agreement, or the terms of any other City policy or agreement. If the seasonal employee's
workload exceeds 29 hours per week or any other of the above guidelines, the Department
Director for that seasonal employee must have approval by the Mayor to work their seasonal
employees 30 hours a week and more than 346.67 hours per season and must have an annual
break in service of approximately six continuous months before being eligible for re -hire.
Seasonal employees may work longer than six months with prior City approval. Seasonal
employees are subject to initial and standard measurement, administrative, and stability periods
(discussed below).
33
Packet Pg. 109
4.5.b
MEASUREMENT AND ADMINISTRATIVE PERIODS — INITIAL PERIODS
The City uses a 12-month initial measurement period to measure the hours of new part-time,
variable -hour, and seasonal employees.
The City uses an initial administrative period of not longer than two months, divided in two
phases. The first phase begins on the date of hire of a new part-time, variable -hour, or seasonal
employee and continues until the last day of that calendar month. The second phase begins at
the end of the 12-month initial measurement period and lasts for one full calendar month. The
purpose of the first phase of the initial administrative period is to reduce administrative
complexity by consolidating all new part-time, variable -hour, and seasonal employees hired
during a month into the same initial measurement and stability periods. The purpose of the
second phase of the initial administrative period is to allow the City to calculate the hours
worked by employees during the initial measurement period and to enroll eligible employees in
health coverage.
The City uses a 12-month initial stability period for purposes of providing or excluding health
coverage to new part-time, variable -hour, and seasonal employees. If an employee works an
average of 30 hours or more per week during an initial measurement period, the employee will
be deemed a full-time employee and will eligible for health coverage during the initial stability
period, regardless of the hours worked during the initial stability period, so long as the employee
remains employed by the City. If an employee works an average of less than 30 hours per week
during the initial measurement period, the employee will not be deemed a full-time employee
and will not be eligible for health coverage during the initial stability period, regardless of the
hours worked during the initial stability period.
Initial Administrative Period (Phase 1)-- Begins on date of hire, continues until end of
month.
Initial Measurement Period -- Begins on first day of first full calendar month
following date of hire and continues for 12 months.
Initial Administrative Period (Phase 2)-- Begins on first day of first full calendar month
following Initial Measurement Period and lasts for the entire month.
Initial Stability Period -- Begins on first day of first full calendar month
following Phase 2 of Initial Administrative Period and continues for 12 months.
To determine the average hours worked by each employee during the 12-month initial
measurement period, the City will divide the employee's total hours worked during the period by
52.
Example:
• Employee A is hired as a new variable -hour employee on April 2, 2015. Employee B is hired
as a new part-time employee on April 15, 2015.
• Under the first phase of the initial administrative period, Employee A is placed into an initial
administrative period from April 2, 2015 through April 30, 2015. Employee B is placed into
an initial administrative period from April 15, 2015 through April 30, 2015. The purpose of
the first phase of the initial administrative period is to reduce administrative complexity by
consolidating all new part-time, variable -hour, and seasonal employees hired in the same
calendar month into the same initial measurement and stability periods.
• Employee A and Employee B both have initial measurement periods beginning May 1, 2015
and ending April 30, 2016 (12 months).
34
Packet Pg. 110
4.5.b
Employee A and Employee B are both subject to the second phase of the initial
administrative period, beginning May 1, 2016 and ending May 31, 2016 (one month). During
this period, the City calculates Employee A's and Employee B's hours worked during the
initial measurement period.
Employee A and Employee B are both subject to an initial stability period beginning June 1,
2016 and ending May 31, 2017 (12 months). If either employee averaged 30 or more hours
per week during the initial measurement period, he/she will be offered and enrolled in health
coverage during the initial stability period. If either employee averaged fewer than 30 hours
per week during the initial measurement period, he/she will be excluded from health
coverage during the initial stability period.
MEASUREMENT AND ADMINISTRATIVE PERIODS — STANDARD PERIODS
The City uses a 12-month standard measurement period to measure the hours of all ongoing
part-time, variable -hour, and seasonal employees hired on or before the start of a standard
measurement period.
The City uses a standard administrative period of 31 days. The purpose of the standard
administrative period is to calculate the hours worked by employees during the preceding
standard measurement period and to enroll eligible employees in health coverage during the
resulting standard stability period.
The City uses a 12-month standard stability period for purposes of providing or excluding health
coverage to ongoing part-time, variable hour, and seasonal employees. If an employee works
an average of 30 hours or more per week during a standard measurement period, the employee
will be deemed a full-time employee and will be eligible for health coverage during the resulting
standard stability period, regardless of the hours worked during the standard stability period, so
long as the employee remains employed by the City. If an employee works an average of less
than 30 hours per week during the standard measurement period, the employee will not be
deemed a full-time employee and will not be eligible for health coverage during the resulting
standard stability period, regardless of the hours worked during the stability period.
Standard Measurement Period -- December 1 of [Year 1] through November 30 of
[Year 2]
Standard Administrative Period -- December 1 through December 31 of each year.
Standard Stability Period -- January 1 through December 31 of each year.
To determine the average hours worked by each employee during the 12-month standard
measurement period, the City will divide the employee's total hours worked during the period by
52.
Example:
• Employee C is an ongoing variable -hour employee who was hired on or before December 1,
2017 (the start of the City's standard measurement period).
• Starting in 2017, Employee C's standard measurement period begins December 1, 2017
and ends November 30, 2018 (12 months).
• Employee C's standard administrative period begins December 1, 2018 and ends December
31, 2018. During this period, the City calculates Employee C's hours worked during the
preceding standard measurement period. If Employee C averaged 30 or more hours per
week during the preceding standard measurement period, Employee C will be eligible for
health coverage during the resulting standard stability period. If Employee C averaged
35
Packet Pg. 111
4.5.b
below 30 hours per week during the preceding standard measurement period, Employee C
will be excluded from health coverage during the resulting standard stability period.
• Employee C's standard stability period begins January 1, 2019 and ends December 31,
2019 (12 months).
• Employee C's next standard measurement period begins December 1, 2018 and ends
November 30, 2019 (12 months).
MEASUREMENT AND ADMINISTRATIVE PERIODS — OVERLAPPING INITIAL AND
STANDARD PERIODS
The City's standard measurement periods apply to all ongoing part-time, variable -hour, and
seasonal employees hired by the City on or before the start date of a standard measurement
period. New part-time, variable -hour, and seasonal employees will be measured by both the
City's initial measurement period and the first standard measurement period beginning on or
after each employee's date of hire.
Example:
• Employee D is a new variable -hour employee. Employee D is hired September 29, 2015.
• Employee D is subject to the first phase of the initial administrative period, beginning
September 29, 2015 and ending one day later, September 30, 2015.
• Employee D is subject to an initial measurement period beginning October 1, 2015 and
ending September 30, 2016.
• Employee D is subject to the second phase of the initial administrative period, beginning
October 1, 2016 and ending on October 31, 2016.
• Employee D is subject to an initial stability period beginning November 1, 2016 and ending
October 31, 2017.
• Because Employee D was hired on or before the City's 2015 standard measurement period,
Employee D is concurrently subject to the standard measurement period beginning
December 1, 2015 and ending November 30, 2016.
• Employee D is subject to a standard administrative period beginning December 1, 2016 and
ending December 31, 2016.
• Employee D is subject to a standard stability period beginning January 1, 2017 and ending
December 31, 2017.
Based on the overlapping nature of initial and standard measurement and stability periods,
situations will arise where part-time, variable -hour, and seasonal employees will be subject to
simultaneous initial and standard measurement, administrative, and stability periods.
If the City determines an employee is eligible for health coverage during an initial measurement
period or standard measurement period, the employee must be enrolled in health coverage for
the entire associated stability period. This is the case even if the employee is determined to be
eligible for health coverage during the initial measurement period but determined not to be
eligible for coverage during the overlapping or immediately following standard measurement
period. In such a case, the City may exclude the employee from health coverage only after the
end of the initial stability period. Thereafter, the employee's eligibility for health coverage would
be determined in the same manner as that of other ongoing part-time, variable -hour, or
seasonal employees.
In contrast, if the City determines an employee is not eligible for coverage during the initial
measurement period, but is eligible for coverage based on the overlapping or immediately
following standard measurement period, employee will be eligible for health coverage for the
36
Packet Pg. 112
4.5.b
entire standard stability period (even if the standard stability period begins before the end of the
initial stability period). Thereafter, the employee's eligibility for health coverage would be
determined in the same manner as other part-time, variable -hour, or seasonal employees.
RULES CONCERNING ELIGIBILITY AND ENROLLMENT
To be enrolled in health coverage under the Plan, eligible employees must comply with all
applicable application requirements and deadlines. Failure to do so may result in delayed or no
enrollment until the next annual enrollment period or upon a qualified change in status.
If an eligible employee's payment for the cost of health coverage is untimely, the terms of the
Plan provide when coverage terminates and whether there is a grace period for payment. The
City is not required to provide health coverage for the period for which the cost of health
coverage is not timely paid and may terminate coverage.
Eligible employees have the right to waive enrollment in the City's health coverage. The City will
provide a written waiver that must be timely completed, signed, and submitted by an eligible
employee desiring to waive enrollment. Unless the Plan specifies otherwise, a new waiver must
be completed annually. The City will provide otherwise eligible employees who previously
waived enrollment in health coverage the opportunity to enroll at least once annually.
HOURS FOR PAID AND UNPAID LEAVE DURING MEASUREMENT PERIODS
Hours of service for employees during measurement periods include both actual hours of
service worked in addition to paid hours for vacation leave, sick leave, holiday leave, or other
paid leave.
Periods of unpaid leave, including unpaid FMLA or military leave, are excluded from the hours
calculation during any measurement period.
Example:
• Employee E is a variable -hour employee subject to a 12-month (52-week) standard
measurement period.
• During the standard measurement period, Employee E takes four weeks of unpaid
FMLA leave. The four weeks of unpaid FMLA leave are excluded from the hours
calculation. The average is calculated by the total hours worked by Employee E during
the standard measurement period (12 months), divided by 48 weeks (instead of 52
weeks).
Administrative periods overlap with measurement and stability periods. Employees offered
health coverage during a stability period must remain enrolled in coverage during a subsequent
administrative period. Employees excluded from health coverage during a stability period
remain excluded from coverage during a subsequent administrative period.
BREAKS IN SERVICE
Employees, regardless of classification, who separate their employment with the City, voluntarily
or involuntarily, must have a break in service of at least 13 continuous weeks before being
eligible for re -hire. Employees re -hired after a break in service of at least 13 continuous weeks
will be treated as a "new" employee, without any consideration given to previous hours worked
or previous measurement or stability periods that may have applied prior to separation.
37
Packet Pg. 113
4.5.b
Employees who are re -hired into full-time positions must be enrolled in health coverage no later
than the first day of the month following their date of re -hire. Employees who are re -hired into
part-time, variable -hour, or seasonal positions are subject to the City's initial measurement,
initial administrative, and initial stability periods.
The City reserves the right to suspend this rule on a case -by -case basis.
7.7 UNEMPLOYMENT INSURANCE
City employees may qualify for State Unemployment Compensation after termination from City
employment as determined by the Employment Security Department.
7.8 LIFE INSURANCE
Union employees are provided a Term Life Insurance benefit, and the premium is fully paid by
the City. The insurance also provides a benefit upon the death of a dependent. Non -
represented employees are provided Term Life Insurance, which is based upon a portion or all
of their annual salary level. This benefit is explained when the new employee is hired. Police
Officers are provided an additional life insurance benefit by the State of Washington in the event
of their death in the line of duty. Additionally, all eligible employees are provided a life insurance
benefit through MEBT.
7.9 EMPLOYEE ASSISTANCE PLAN (EAP)
EAP is a confidential service, providing short term counseling and referral, which is offered to
employees and their dependents at no cost by the City. This service assists employees obtain
professional help with problems which may be impacting their jobs. The EAP can assist
employees with a wide variety of problems, including financial, personal, and job related.
Please contact Human Resources for more information of the EAP.
7.10 EXTENDED HEALTH BENEFITS (COBRA)
In compliance with COBRA (the Consolidated Omnibus Budget Reconciliation Act), the City will
offer continuing health care coverage on a self -pay basis to employees and their dependents
following termination (for reasons other than gross misconduct), a reduction in hours, retirement
or death. These health benefits will be identical to the coverage offered to full-time employees.
A. For terminated or reduced -hour employees, the coverage may last up to 18 months or
until they become eligible for other health insurance coverage, whichever is earlier. In
the event of the employee's retirement, divorce, separation, or death, the coverage may
last up to a maximum of 36 months for the employee and/or qualified beneficiary.
B. Upon mutual agreement between the employee and the City, and in accordance with the
terms and conditions of the insurance coverage at the employee's expense during an
approved unpaid leave of absence, COBRA continuation rights may apply in the event
coverage is not extended through the City.
C. While an employee is receiving worker's compensation benefits, the City may continue
to pay the employee's health insurance premiums for three (3) months, after which the
employee may choose to use COBRA rights and self -pay insurance premiums.
D. Upon an employee's termination from City employment, at the employee's option and
expense, the employee may elect to continue City health insurance benefits to the extent
provided under COBRA. Continuation rights are not available if an employee is
terminated for "gross misconduct."
38
Packet Pg. 114
4.5.b
E. An administrative handling fee over and above the cost of the insurance premium may
be charged the employee or dependents that elect to exercise their COBRA continuation
rights.
F. The employee or beneficiary may waive all rights to continuation coverage notification
procedures and time limits outlined in the continuation coverage "Notification of Rights"
letter.
7.11 WELLNESS PROGRAM
The City of Edmonds recognizes that health of City employees directly affects their ability to
provide high quality, efficient services to City residents. The employee wellness program is
designed to provide information and activities to City employees and their family members to
encourage health and safety in the workplace. All City employees and family members who are
eligible for City medical benefits may voluntarily participate in the employee wellness program.
A Wellness Committee, including employee representatives from different departments, labor
unions, management and the general employee population, oversees the wellness program and
internal Wellness Policy and specifically performs the following duties:
• Provides enthusiastic support of the mission and goals of the Wellness program.
• Helps plan, implement and promote Wellness programs.
• Serves as a liaison between the wellness program, the Safety Committee, the Commute
Trip Reduction program, City departments and employees.
• Represents the wellness -related interests, needs and opinions of employees.
• Assists in identifying and reducing potential program barriers and strengthening support
for the wellness program.
• Assists in promoting the wellness program.
The Wellness Committee will meet at least once a month during regular business hours and
committee members may work on wellness activities during work hours as their normal job
duties allow. Membership on the committee is voluntary and members may serve for an
indefinite period of time. Members are responsible for:
1. Attending the monthly wellness coordination meetings and informing another attending
member if they cannot attend a meeting.
2. Attending any Wellness Retreats. Retreats will be used to review goals/priorities and
establish calendar events.
3. Organizing and promoting annual wellness events.
4. Assisting other members in the execution of their wellness events.
5. Communicating the needs of his/her department's employees to the committee.
6. Communicating the activities of the committee to his/her department's employees.
7. Sharing ideas freely and raising any concerns or objections and offering alternative
solutions when a decision is to be reached by consensus.
Participation in some wellness programs such as health screenings and the health benefits fair
is allowed during work hours. The Department Head may allow employees additional time
during work hours for wellness activities and programs provided work demands are
appropriately met.
39
Packet Pg. 115
4.5.b
Wellness program activities may include a wide variety of health, educational and fitness
activities, such as those listed below.
Behavior change programs, such as nutritional counseling and information, stress
reduction, smoking cessation, weight management, relaxation and self-esteem.
Motivational programs, such as interdepartmental and employee group challenges and
tuition rebates for successful weight loss and smoking cessation.
Informational and awareness programs such as flyers, paycheck stuffers, bulletin
boards, brown bag lunch sessions, wellness seminars, workshops and classes.
The Wellness program is funded in the budget for the Human Resources program and all City
expenditures for employee wellness activities must come from funds appropriated in the current
budget. Some wellness activities could and may be offered to employees at the cost of the
program, at a City -subsidized price, or for free. Costs of certain programs may be covered by
the City's medical plan, and the Wellness Committee may apply for grants provided by the
Association of Washington Cities. The Committee's plan purchases and all other related
accounting activities must comply with applicable City procedures for City -funded activities.
Confidentiality is important in all health education activities. Because the Wellness Committee
may offer programs about potentially sensitive issues, the transactions and interactions
regarding personal and medical information that take place in the City's Wellness programs will
be confidential and will be respected as such. Employee participation is also on a voluntary
basis and will be respected.
7.12 COMMUTE TRIP REDUCTION (CTR) PROGRAM
The City participates in a Commute Trip Reduction (CTR) program in compliance with the CTR
Efficiency Act (WAC 486-63) regulated through the Washington State Department of
Transportation (WSDOT) in coordination with Community Transit. This Act requires local
governments in urban areas with traffic congestion to develop programs that reduce drive -along
trips and vehicle miles travelled per capita. As part of this program, Community Transit and the
City of Edmonds encourage employees to participate in the CTR program, by riding the bus,
vanpooling, carpooling, walking, biking, using the train or ferry, or compressing their work week
(such as through a supervisor approved alternative work schedule) in order to help reach certain
County goals regarding Vehicle Miles Travelled (VMT) or Single Occupancy Vehicles (SOV).
The City's CTR program, through the City's CTR Coordinator, may have a budget of funds for
authorized use as related to specific CTR program activities and event expenditures. There are
various Community Transit sponsored CTR program events throughout the year in which
employees are encourage to participate (examples include but are not limited to: Wheel
Options, Bike to Work Day, Dump the Pump day, and Smart Commuter Rewards). The CTR
Program Coordinator at the City also provides WSDOT and/or Community Transit with any
required reporting and/or compliance information on City participation in the program each year
and coordinates CTR program events and activities.
40
Packet Pg. 116
4.5.b
CHAPTER VIII
LEAVES
8.1 VALUE STATEMENT
The City believes a balance between time spent working and time spent in pursuit of personal
interests creates a better overall employee. The City believes employees need time away from
work in order to achieve that balance.
8.2 VACATION
Employees will be provided annual vacation in accordance with their collective bargaining
agreement or City ordinance. Non Represented employees receive annual vacation in
accordance with the Edmonds City Code Chapter 2.35. In appropriate situations for recruitment
purposes, the Mayor, with approval of the City Council, may authorize placement of a newly
hired employee at a level on the vacation and/or sick -leave accrual charts consistent with
his/her prior experience.
All new employees must satisfactorily complete their orientation period to be entitled to the
accrual and use of vacation leave. Employees may only use accrued vacation; vacation credit
cannot be advanced to an employee. Regular part-time employees will receive vacation on a
pro-rata basis. Hourly employees are not eligible for any vacation benefits. Employees do not
accrue vacation benefits during a leave without pay.
Each department is responsible for scheduling its employees' vacations with the least disruption
of department operations whenever possible. Leave requests shall be submitted at least two
weeks prior to taking vacation leave or as otherwise stated in the applicable collective
bargaining agreement. Vacation schedules for union employees shall be submitted to their
department directors for approval and in compliance with the applicable collective bargaining
agreement.
The maximum number of vacation hours which may be accrued is two years at the current
accrual rate, unless otherwise stated in a collective bargaining agreement. After reaching the
maximum amount, the employee will not accrue any additional vacation, until leave is used. Any
exceptions to extend vacation accruals due to extenuating circumstances must be approved by
the Mayor. Employees will be paid for unused vacation time upon termination of employment.
8.3 SICK LEAVE
All full-time regular employees, except LEOFF I employees, accrue sick leave benefits at the
rate of eight (8) hours for each calendar month of continuous employment, unless otherwise
specified in their labor agreement. Regular part-time employees may accrue sick leave benefits
on a pro-rata basis according to hours worked. Hourly employees do not earn sick leave
benefits. The maximum accrual, unless otherwise specified in a labor agreement, is 1000
hours. Non Represented employees may annually convert accrued sick leave in excess of 800
hours to a cash payment at the rate of three hours of sick leave to one hour of compensation at
the employee's current rate of pay, up to a maximum of $1000 per year.
Employees do not accrue sick leave benefits during a leave without pay. Sick leave cannot be
advanced; only accrued sick leave can be used.
41
Packet Pg. 117
4.5.b
Allowable uses of sick leave cover those situations in which an employee is absent from work
(including reasons as defined under state and federally approved leaves) due to:
• Employee's own health condition (illness, injury, physical or mental disability, including
disability due to pregnancy or childbirth);
• The need to care for an ill family member in accordance with the Family Care policy below.
• Medical or dental appointments for the employee or dependent child, provided that the
employee must make a reasonable effort to schedule such appointments at times which
have the least interference with the work day;
• Exposure to a contagious disease where on-the-job presence of the employee would
jeopardize the health of others;
• Use of a prescription drug, which impairs job performance or safety;
• Additional leave (maximum 3 days) beyond bereavement leave for a death in the
immediate family to be authorized by the Department Head.
A doctor's certificate may be required when an employee is absent for a period in excess of
three (3) days, or at any other occasion the Department Director deems appropriate. The City
may require a physician's certification of the existence of a serious health condition or
emergency condition affecting the employee or immediate family member in accordance with
state and federal law. The City may also request the opinion of a second doctor at the City's
expense to determine whether the employee suffers from a serious health care condition which
impairs his/her ability to perform the essential functions of his or her job or return to work after
an absence of two (2) weeks. Employees who are habitually absent due to illness or disability
may be terminated if their disability cannot be reasonably accommodated and/or when the
employee's absenteeism prevents the orderly and efficient provision of services to the citizens
of the City. Employees who use all their accumulated sick leave and require more time off work
due to illness or injury may, with their department head's prior approval, request a leave without
pay. (See Leave Without Pay Policy.) Employees will be paid for any unused sick leave upon
leaving City service in accordance with City Ordinance or the applicable collective bargaining
agreement.
FAMILY CARE (USE OF ACCRUED LEAVE TO CARE FOR ILL FAMILY MEMBER)
Consistent with the Washington Family Care Act, employees may use their choice of any
accrued leave (whether vacation, sick leave or comp time) that they have available for their own
use in order to care for their child, spouse, parent, parent -in-law, registered domestic partner, or
grandparent. This policy reflects requirements for all employees under state law, and therefore
applies to represented and non -represented employees alike.
An employee may use available paid time off to care for his/her child where the child has a
health condition requiring treatment or supervision, or where the child needs preventive care
(such as medical, dental, optical or immunization services).
An employee may use available paid time off when a spouse, registered domestic partner,
parent, parent -in-law, or grandparent has a "serious or emergency health condition", which are
conditions:
42
Packet Pg. 118
4.5.b
Requiring an overnight stay in a hospital or other medical -care facility;
Resulting in a period of incapacity or treatment or recovery following inpatient care;
Involving continuing treatment under the care of a health care services provider that
includes any period of incapacity to work or attend to regular daily activities; or
Involving an emergency (i.e., demanding immediate action).
Where the need for family care leave is unexpected, the City understands that advance
approval of the use of leave (as is required for certain kinds of leave) may not be possible.
Employees are required, however, to notify their supervisor of the need to take time off to care
for a family member as soon as the need for leave becomes known. The City reserves the right
to require verification or documentation confirming that a family member has or has had a
"serious or emergency" health condition when available leave is used to care for that family
member.
SICK LEAVE INCENTIVE PLAN
Unless otherwise specified in the labor agreement, employees, who maintain a good attendance
record, shall be eligible for the following Sick Leave Incentive Plan.
Hours of Sick Leave Used during the Calendar Year Hours of Vacation Leave
Earned
0 24
8 16
16 8
24+ 0
Incentive leave will be added to the employee's maximum vacation accrual, however earned
leave must be used in the year following the year in which the sick leave was earned. Sick
leave used due to Workers Compensation illness or injury, FMLA, or other protected leaves will
not be counted. The hours earned and used will be pro -rated to the nearest full hour.
Employees must be employed for a full calendar year to be eligible for this benefit.
8.4 FITNESS FOR DUTY
Whenever a supervisor has reasonable belief that an employee may not be able to perform all
of his or her assigned job duties, the supervisor may require the employee to submit to a
Fitness for Duty evaluation by a qualified professional and/or medical provider. The Fitness for
Duty evaluation with be at the City's expense. Any employee, who is absent from work because
of illness or injury for six (6) months, may be required by the City to submit to a fitness for duty
examination by a City physician to determine if he or she can return to work or if he or she is
capable of performing the essential duties of their position.
8.5 LEAVE WITHOUT PAY
The Mayor may grant leaves of absence without pay for absence from work not covered by any
other type of leave or if other leave balances are exhausted. Examples of situations for which
leave without pay may be granted include time off work for personal reasons, such as a
prolonged illness, parenting, caring for an ill relative, or pursuing an education. Employees who
are on an approved leave of absence may not engage in any form of self-employment or
43
Packet Pg. 119
4.5.b
perform work for any other employer during that leave, except when the leave is for military or
public service or when the employment has been approved by the organization under its outside
employment and conflicts of interest policy (10.2) and the employee's reason for leave does not
conflict with the outside employment. Any leave without pay requests should be forwarded to
the Department Director for approval by the Mayor.
Employees do not accrue benefits or DRS service credits during a leave without pay, nor does
the City pay for any other benefits, unless specifically stated elsewhere in City Policy or the
applicable collective bargaining agreement.
8.6 JURY AND WITNESS DUTY
The City provides all regular employees time off with pay for jury duty service up to a maximum
of one month each time they are called for jury service. If jury duty extends beyond one month
in any one instance the additional leave will be unpaid. Payment provided by the courts during
periods of paid jury duty must promptly be paid over to the City, excluding expense
reimbursements, such as mileage and parking fees. Employees must provide their supervisor
with a copy of the jury duty summons as soon as possible after receiving it. Upon completion of
jury duty, employees are required to provide their supervisor with proof of jury service and
submit a copy of these documents along with their jury duty fees check to the City (including
receipts for parking expenses to be reimbursed to the employee).
All employees summoned to testify in court are allowed time off for the period they serve as
witnesses. In general, witness duty leave is unpaid unless the employee is a witness in a case
involving the City. For exempt salaried employees, however, salary payment will continue
except for full -day absences caused because the employee is a party in a lawsuit. Additionally,
payment provided by the courts (or other parties to a lawsuit) during periods when employees
are being called as witnesses for the City must be paid over to the City, excluding expense
reimbursements, such as mileage and parking fees. Employees must provide their supervisor
with a copy of the subpoena as soon as possible after receiving it and submit a copy of these
documents along with their witness fee check(s) to the City (including receipts for parking
expenses to be reimbursed to the employee).
8.7 ADMINISTRATIVE LEAVE
On a case -by -case basis, the City may place an employee on administrative leave with or
without pay for an indefinite period of time. Administrative leave may be used in the best
interests of the City (as determined by the Mayor) during a pending investigation or other
administrative proceeding.
8.8 MILITARY LEAVE
Employees receive paid military leave of up to 21 working days per year beginning October 1
and ending the following September 30. This military service includes annual Reserve and
National Guard training. Employees are required to provide their supervisor with copies of their
military orders before the leave begins. Military leave in excess of this paid leave entitlement
will be unpaid, provided that employees may use accrued vacation or compensatory time off
during such military leave. Reinstatement upon return from military service will be determined in
accordance with applicable federal and state law.
44
Packet Pg. 120
4.5.b
INVOLUNTARY MILITARY SERVICE: City employees, who are involuntarily called into
active duty for an indefinite period of time, are entitled to receive the following benefits,
commencing on the first day the employee reports for active duty and continuing for the periods
specified below or until the employee's discharge from active duty, whichever occurs first:
For sixty (60) calendar days — the difference, if any, between the employee's regular City
salary and the monetary compensation paid to the employee for the employee's military
service, inclusive of housing and food allowances and other similar expenses; and
For ninety (90) calendar days or three months — the insurance premiums for the
employee's dependents, as previously covered by the insurance, shall be paid by the City;
and
Shared Leave as donated by other City employees.
Employees, who have been called to active duty and who apply for the above benefits, must
agree in writing to return to work with the City. Failure to return to work with the City upon
completion of the military duty will be cause for reimbursement of the compensation and
benefits paid under this paragraph in order to be entitled to this benefit.
8.9 WASHINGTON MILITARY LEAVE FOR SPOUSES AND DOMESTIC PARTNERS
During times of military conflict declared by the President or Congress, an employee may be
eligible for unpaid leave if his or her spouse or registered domestic partner is a member of the
armed forces, National Guard or Reserves. An employee is eligible so long as he or she works
an average of twenty (20) or more hours a week.
An eligible employee may take up to fifteen (15) days of unpaid leave upon being notified of an
impending call to duty, order to active duty, and before the deployment or when the military
spouse/registered domestic partner is on leave from deployment. While leave is unpaid, the
employee may elect to use paid sick, vacation, or other accrued paid time off while on leave.
An employee must provide Human Resources with notice of his or her intent to take leave within
five (5) business days of receiving official notice that the employee's spouse or registered
domestic partner will be on a leave from deployment, or (b) official notice of an impending call to
active duty.
Upon returning from leave, the employee is entitled to be restored to an equivalent position with
equivalent employment benefits, pay, and other terms and conditions of employment at a
workplace within twenty miles of the employee's workplace when leave commenced.
8.10 FAMILY MEDICAL LEAVE
The City complies with the federal Family and Medical Leave Act of 1993 (FMLA) as amended,
and all applicable state laws related to family and medical leave, including but not limited to the
Washington Family Leave Act (WFLA) and the Washington Pregnancy Disability Regulations
(MDR). This means that, in cases where the law grants an employee more leave than the City's
leave policies provide, the employee will be given the leave required by law. The FMLA and
WFLA, which usually run concurrently, provide up to 12 weeks of unpaid, job -protected leave
every 12 months to eligible male and female employees for certain family and medical reasons.
To be eligible for FMLA employees must have worked for the City for a least one year and for
1,250 hours over the previous 12 months, and must not have exhausted their FMLA leave
entitlement during the previous rolling 12-month period.
45
Packet Pg. 121
4.5.b
Unpaid FMLA/WFLA leave is granted for any of the following reasons:
• To care for a child after birth or placement for adoption or foster care.
• To care for a spouse, registered domestic partner, son, daughter or parent who has a
serious health condition.
• For a serious health condition that makes the employee unable to perform the essential
functions of their job.
• Any qualifying exigency as defined by the Secretary of Labor, arising when the employee's
spouse, registered domestic partner, child, or parent is called to active military duty or is on
active duty. Qualifying exigencies are generally activities related to the active foreign duty
or call to foreign duty, including attending certain military events, arranging for alternative
childcare, addressing certain financial and legal arrangements, attending certain counseling
sessions, and attending post -deployment reintegration briefings.
• To care for an employee's family member who is a covered service member with a serious
injury or illness.
A serious health condition is defined as an illness, injury, impairment or physical or mental
condition that involves:
• Any period of incapacity or treatment connected with inpatient care (i.e., an overnight
stay) in a hospital, hospice, or residential medical care facility;
• A period of incapacity of more than three consecutive, full calendar days from work,
school, or other regular daily activities that also involves continuing treatment by (or
under the supervision of) a health care provider;
• A period of incapacity due to pregnancy or for prenatal care;
• A period of incapacity or treatment due to a chronic serious health condition, for a
permanent or long-term condition for which treatment may not be effective, or to receive
multiple treatments for restorative surgery after an accident or injury or for a condition
that would likely result in an incapacity of more than three full, consecutive calendar
days in the absence of medical treatment (e.g. chemotherapy for cancer or dialysis for
kidney disease).
Leave to care for a child after birth or placement for adoption or foster care must be concluded
within 12 months of the birth or placement. Under some circumstances FMLA leave may be
taken intermittently -- which means taking leave in blocks of time or on a reduced leave
schedule --by reducing the normal weekly or daily work schedule. FMLA leave may be taken
intermittently if medically necessary because of a serious health condition or for a qualifying
military exigency. If FMLA leave is for birth or placement for adoption or foster care, use of
intermittent leave is subject to the City's approval.
46
Packet Pg. 122
4.5.b
The City requires employees to use accrued paid sick leave during FMLA leave in
circumstances where the City's policy or state law permits the use of sick leave. If the
employee has any sick leave available that may be used for the kind of FMLA leave they are
taking, it is the City's policy that the employee must use that paid sick leave, beginning with the
first day, as part of the FMLA leave. Employees may use their vacation leave under FMLA at
their option to remain in a paid status after first using their sick leave as required by City policy.
If sick leave is used for a purpose for which FMLA leave would be available, it is the City's policy
to designate the employee's sick leave as counting against their FMLA leave allowance. The
employee is required to notify the City if they use sick leave for a reason covered by the FMLA
so that the City may properly account for the leave. Please contact the Human Resources
Office for any questions about FMLA
The City requires that employees provide advance leave notice, with medical certification, of the
need for a leave related to a health condition, and with medical certification of their fitness to
return to duty after medical leave. Taking leave, or reinstatement after leave, may be denied if
these requirements are not met. Employees must give the City at least 30 days' advance notice
of their request for leave if the reason for the leave is foreseeable based on an expected birth,
placement for adoption or foster care, or planned medical treatment. If 30 days' notice is not
practicable, employees must give the City notice as soon as practicable, usually within one or
two business days of when the need for leave becomes known to the employee. If 30 days'
advance notice is not given, and if the need for the leave and the approximate date of the leave
were clearly foreseeable by the employee, the City may deny the request for leave until at least
30 days after the date notice is given.
The City requires that employees provide a medical certification to support a request for leave
because of a serious health condition (their own or their child's, spouse's, registered domestic
partner's, or parent's) whenever the leave is expected to extend beyond five consecutive
working days or will involve intermittent or part-time leave. The City may require second or third
opinions at its option with such expense covered by the City. Employees are also required to
provide a medical certification of their fitness for duty to return to work after a medical leave that
extends beyond 10 consecutive working days, that involves a mental disability or substance
abuse, or where the medical condition and the job are such that the City believes the employee
may present a serious risk of injury to themselves or others if they are not fit to return to work. If
an employee takes leave for more than two weeks, they will be required to report to their
supervisor at least every two weeks on their status and intent to return to work.
The City can place an employee on Family Medical Leave at any time sufficient evidence exists
of a qualifying event. The employee will be notified in writing of this decision.
If the employee is covered by the City's group health plan (medical, dental or vision), their
health insurance benefits continue to be paid during FMLA leave on the same basis as during
regular employment. But if the employee doesn't return to work after the leave, they will be
required to pay the City back for its portion of the insurance premiums unless the failure to
return was beyond the employee's control. If the employee is covered by other insurance plans
through the City, such as life or disability insurance, those coverages will continue during paid
leave on the same basis as during regular employment. If the employee takes unpaid FMLA
leave, they will be responsible during the leave for the premiums normally paid plus the
premiums the City normally pays on the employee's behalf. If the employee doesn't pay these
premiums, the City may choose to pay them on their behalf, to keep their coverage from
47
Packet Pg. 123
4.5.b
lapsing, but the employee will be responsible for repaying the City whether or not they return to
work.
If both an employee and their spouse work for the City and leave for the birth, adoption or foster
care placement of a child, to care for a new child, or to care for a sick parent is requested, the
total annual FMLA leave available to both employees combined for those purposes is 12 weeks.
Leave for the birth or for placement for adoption or foster care must be completed within 12
months of the child's birth or placement.
FMLA leave is available for up to 12 weeks during a 12-month period. For purposes of
calculating leave availability, the "12-month" period is a rolling 12-month period measured
backwards from the date FMLA leave started.
CAREGIVER LEAVE FOR AN INJURED SERVICEMEMBER
Per FMLA, eligible employees may receive up to 26 weeks of unpaid leave in a 12-month period
to care for an injured or ill military service personnel:
• Who is the employee's spouse, registered domestic partner, parent, child, or next of kin;
and
• Who is a current member of the armed forces, including National Guard and Reserves;
with a serious injury or illness incurred or aggravated in the line of duty on active duty
that may render the service member medically unfit to perform his or her duties for which
the service member is undergoing medical treatment, recuperation, or therapy, or is in
outpatient status, or is on the temporary disability retired list; or
• Who is a veteran who was a member of the armed forces any time during the five years
preceding his/her need for medical treatment, recuperation or therapy for a serious injury
or illness, where the injury or illness was incurred or aggravated in the line of duty..
The combined total of leave for all purposes described in this policy may not exceed 26 weeks
in the applicable leave year. Spouses who are both employed by the City and who are eligible
for FMLA leave may be limited to a combined total of 26 workweeks of leave during the single
12-month period if leave is taken for military caregiver leave, and leave for the birth or
placement of a child, to care for the child after birth or placement, or to care for a parent with a
serious health condition.
QUALIFYING EXIGENCY RELATING TO A CALL TO COVERED ACTIVE DUTY.
Under the FMLA, leave is available for certain qualifying military exigencies, as described
below. The City may require certification of a qualifying exigency, which requires the following:
• The eligible employee must be the spouse, son, daughter, or parent of a covered service
member. The son or daughter may be of any age.
The service member must be in covered active duty. "Covered active duty" means the
service member must be a current member of the Regular Armed Forces or a member
of the National Guard or Reserve (Army National Guard of the United States, Army
48
Packet Pg. 124
4.5.b
Reserve, Navy Reserve, Marine Corps Reserve, Air National Guard of the United States,
Air Force Reserve and Coast Guard Reserve), or be a retired member of the Regular
Armed Forces or Reserve who is called to active duty. A call to covered active duty
refers to a Federal call to active duty, and the active duty must involve deployment to a
foreign country.
• The leave must be needed for a non -medical qualifying exigency which arises out of the
service member being on covered active duty or having been notified of an impending
call or order to covered active duty. Qualifying exigencies include:
• Short -notice deployment
Eligible employee may take up to seven calendar days' leave if the
military member receives seven or less days' notice of a call to
covered active duty.
• Military events and related activities (before and during deployment)
• Certain temporary childcare arrangements on an urgent, immediate need
basis (but not on a routine, regular, or everyday basis), or to attend meetings
with staff at a school or daycare facility
• Financial and legal arrangements to address the service member's absence
• Counseling by a non -medical counselor (such as a member of the clergy)
• Rest and recuperation
• Eligible employee may take up to fifteen days' leave for each instance
when the military member is on temporary rest and recuperation
leave.
• Post -deployment military activities
Additional activities agreed to by the Company and the employee relating to the
service member's call to covered active duty
8.11 PREGNANCY DISABILITY LEAVE
The City provides pregnancy disability leave to all female employees for the period of actual
disability associated with pregnancy and childbirth. Pregnancy disability leave is for the period
of disability that is determined to be medically necessary, and not for child rearing after the
disability ends. Pregnancy disability leave is treated the same as leave for any other short-term
disability. Like any other medical leave, the City may require medical certification to support a
request for leave.
A female employee has who taken a leave of absence only for the period of her disability
relating to pregnancy or childbirth will generally be permitted to return to the same job, or a
similar job of at least the same pay, except in cases of business necessity.
49
Packet Pg. 125
4.5.b
If eligible for FMLA, the pregnancy disability leave runs concurrent (at the same time) with the
FMLA and does not extend the 12 weeks of leave allowed under federal law.
Pregnancy disability leave runs consecutive (one begins after the other ends) with the WFLA
and does extend the 12 weeks of leave allowed under state law for the duration of the physical
disability. Thus, a pregnant employee with no complications in the pregnancy and childbirth is
likely entitled to 18-20 weeks of leave (six to eight weeks of physical disability leave, plus 12
weeks of leave under the WFLA). Unpaid pregnancy disability leave is without employer -paid
benefits unless the leave is also covered by FMLA, although the employee may utilize accrued
leave to remain in a fully paid status.
8.11 BEREAVEMENT LEAVE
The City provides regular employees with paid leave for up to three (3) days in the event of the
death of a member of the employee's immediate family. Immediate family is defined as the
spouse, registered domestic partner, children, stepchildren, mother/father, mother in-law/father
in-law, step parent, brothers, sisters, brother-in-law/sister-in-law and grandparents. If the death
occurs out of area and involves travel; up to three additional days may be granted off provided
the additional time is charged to the employee's accrued sick leave.
8.12 DOMESTIC VIOLENCE, SEXUAL ASSAULT, AND STALKING LEAVE
In accordance with the Washington State Domestic Violence Leave Law, employees who are
victims of domestic violence, sexual assault, or stalking, or who have a family member who is a
victim, may take reasonable unpaid leave from work either in continuous blocks of time or
intermittently, or continue employment on a reduced work schedule, to take care of related legal or
law enforcement needs, to obtain or assist in obtaining medical treatment, social services
assistance, or mental health counseling, to participate in safety planning, to temporarily or
permanently relocate, or to take other actions to increase the safety of the employee or family
member.
An employee may elect to use paid sick leave, if applicable, vacation, comp time, or floating holiday
time while on leave.
For purposes of this policy, family member is defined as child, spouse/domestic partner, parent,
parent -in-law, grandparent, or person the employee is dating.
Employees must give as much advance notice of the need for the leave as possible. Leave
requests must be supported with one or more of the following:
• A police report;
• A court order of protection;
• Documentation supporting a court appearance;
• Documentation from a healthcare provider, domestic violence advocate, attorney, or clergy;
or
• An employee's written statement that the employee or employee's family member is a
victim and needs assistance.
If the situation does not allow for advance notice, the employee must notify the Human
Resources Office no later than the end of the first day that the employee takes leave.
50
Packet Pg. 126
4.5.b
The City will continue to pay the City's share of health benefits as if the employee were still at
work provided the employee pays his or her share of the premium.
At the end of the leave, the employee will be restored to the same position or equivalent position in
pay, benefits, terms and conditions unless the employee had a temporary assignment or was hired
to work on a limited term project that was completed before or during the leave.
8.13 SHARED LEAVE
The Mayor may authorize employees to donate their accrued leave to another City employee
who is suffering from or who has an immediate family member suffering from an illness, injury,
or physical or mental condition which has caused or is likely to cause the employee to take
leave without pay or to terminate his/her employment. The following conditions apply:
Both accrued sick and vacation leave may be donated for a Shared Leave, which is based on a
catastrophic level of illness or injury. Catastrophic illnesses or injuries are those which are
potentially career -ending or life -threatening. All donated vacation leave hours must be used
prior to any use of donated sick leave hours. However, only vacation leave hours can be
donated for a shared leave request, where the need arises from a non -catastrophic level of
illness or injury.
Immediate family is defined as spouse, registered domestic partner, son, daughter, mother,
father, and in-laws of the same degree.
To be eligible to donate leave, the employee must have at least ten (10) days of accrued leave
before he/she is eligible to donate leave hours. In no event shall a leave transfer result in the
donor employee reducing his/her vacation leave and/or sick leave balance to less than ten (10)
days. Transfer of leave will be in increments of one day of leave. All donations of leave are
strictly voluntary.
The employee receiving donated leave shall have exhausted all his/her accumulated vacation,
sick leave, holiday, compensatory time, or any other paid leave. Employees on L&I injuries are
not eligible for shared leave if they are receiving time loss or LEP checks.
While an employee is using shared leave, he or she will continue to receive the same treatment,
in respect to salary and benefits, as the employee would otherwise receive if using vacation or
sick leave.
The maximum duration of a shared leave is limited to no more than six (6) continuous months or
six (6) months in a five year period and cannot be used to extend the absence beyond the post
leave time prescribed by law, labor agreement, or City policy.
51
Packet Pg. 127
4.5.b
8.14 HOLIDAYS
The following are recognized as paid holidays for all regular full-time and part-time employees:
New Year's Day
Martin Luther King Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
January 1
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4
1st Monday in September
November 11
4th Thursday in November
Day after Thanksgiving
December 24th
December 25
Any holiday falling on Saturday will be celebrated on the preceding Friday. Any holiday falling
on Sunday will be celebrated on the following Monday. For employees, who are working an
alternative work schedule, an alternative eight (8) hour period of time off for the holiday will be
granted. Employees, who are represented by a Union, will be paid for the holiday in accordance
with their collective bargaining agreement. Hourly employees will be paid at their regular
straight -time rate for hours worked on a holiday.
Each employee who, because of the nature of his/her service, serves on a holiday, shall be
compensated in accordance with the following provisions:
Employees classified as nonexempt shall, at his/her option, be compensated for work on
that holiday either by payment for such work at the overtime rate of pay or, may at
his/her election receive an equivalent amount of compensatory time off at a date
convenient to the City. Such day away from service shall be set at a date mutually
agreed upon, but shall be set within 12 months of the holiday served. Such rate of pay
shall not be pyramided in the event that any hours worked are subject to the overtime
provisions of the Fair Labor Standards Act or the Washington Minimum Wage Act.
Exempt employees shall be permitted one full day away from service with full pay on a
day which he/she would otherwise have served. Such day off shall be scheduled at a
date mutually agreed upon within the same calendar year in which the holiday occurred.
If any of the legal holidays set forth in this section are also federal legal holidays but
observed on different dates, only the holiday occurring on the date specified in this policy
shall be recognized as a paid legal holiday. In no case shall both be recognized as paid
legal holidays for employees.
In order to be eligible for holiday pay for the above recognized holidays, employees must be in a
paid status the day preceding and the day following the holiday, unless otherwise stated in an
applicable collective bargaining agreement.
8.15 RELIGIOUS HOLIDAYS
If an employee's religious beliefs require observance of a holiday not included in the basic
holiday schedule, the employee may, with his/her department head's approval, take the day off
using vacation, a floating holiday, compensatory time, or leave without pay.
52
Packet Pg. 128
4.5.b
8.16 UNPAID HOLIDAYS FOR REASONS OF FAITH OR CONSCIENCE
Employees are entitled to two unpaid holidays per calendar year for a reason of faith or
conscience or an organized activity conducted under the auspices of a religious denomination,
church, or religious organization.
The employee may select the days on which he or she desires to take the two unpaid holidays
after consultation with his or her supervisor. If an employee prefers to take the two unpaid
holidays on specific days, then the employee will be allowed to take the unpaid holidays on the
days he or she has selected unless the absence would impose an undue hardship or the
employee is necessary to maintain public safety. The term "undue hardship has the meaning
contained in the rule established by the Office of Financial Management. The City will also
consider the following factors, on a case by case basis, in determining whether granting the
request would cause an undue hardship:
(1) The number, composition, and structure of staff employed by the City or in the
requesting employee's department.
(2) The financial resources of the City or the requesting employee's department.
(3) The number of employees requesting leave for each day subject to such a request.
(4) The financial impact on the City or requesting employee's department resulting from
the employee's absence and whether that impact is greater than a de minimis cost to the
City in relation to the size of the City or requesting employee's department.
(5) Impact on the City, the requesting employee's department or public safety.
(6) Type of operations of the City or requesting employee's department.
(7) Geographic location of the employee or geographic separation of the particular
program to the operations of the City.
(8) Nature of the employee's work.
(9) Deprivation of another employee's job preference or other benefit guaranteed by a
bona fide seniority system or collective bargaining agreement.
(10) Any other impact on the City's operation or requesting employee's program due to
the employee's absence.
If possible, an employee should submit a written request for an unpaid holiday to the
employee's department head a minimum of two (2) weeks prior to the requested day off.
Approval of the unpaid holiday shall not be deemed approved unless it has been authorized in
writing by the employee's department head. The employee's department head shall coordinate
with Human Resources to evaluate requests by considering the desires of the employee,
scheduled work, anticipated peak workloads, response to unexpected emergencies, the
availability, if any, of a qualified substitute, and consideration of the meaning of "undue
hardship" developed by rule of the Office of Financial Management and any of the above noted
factors.
53
Packet Pg. 129
4.5.b
The two unpaid holidays allowed by this section must be taken during the calendar year, if at all;
they do not carry over from one year to the next.
8.17 BENEFITS FOR PART TIME AND HOURLY EMPLOYEES
Unless noted otherwise in these policies, benefits for regular part-time employees are pro -rated
based upon the number of regular hours worked. Hourly employees are not normally granted
leave benefits, unless otherwise specified in an individual employment agreement.
8.18 PAYMENT FOR ACCRUED LEAVES
Leave must be accrued before it can be taken off for pay. Pay cannot be advanced for leave
which has not yet been accrued.
8.19 MANAGEMENT LEAVE
To be more competitive in the market place, the City will provide non -represented employees
who are ineligible for compensatory time with 24 hours of Management Leave annually.
Management Leave will have no cash -out value and will not be carried over at the end of the
calendar year.
54
Packet Pg. 130
4.5.b
CHAPTERIX
TRAVEL & MEAL EXPENSES
9.0 VALUE STATEMENT
It is the City's policy to pay for reasonable and necessary expenses relating to authorized City
business for travel, meals, lodging, and related accommodations. Eligible expenses, with the
exception of meals, shall be reimbursed on an actual expense basis only and must be
accompanied by invoices and/or receipts showing proof of payment. All persons are to use good
judgment and discretion, limiting expenses with the best interests of the City foremost in mind.
Excessive or unnecessary expenses will not be approved or reimbursed.
9.1 AUTHORIZATION
All requests for travel out of area shall be submitted on an AUTHORIZATION TO TRAVEL and
ATTEND TRAINING FORM. The request must be approved by the Department Director in
advance of the travel or expenditure. All anticipated expenses, either known or estimated,
should be listed on the authorization.
9.2 ACCOMMODATIONS
Accommodations, including transportation, lodging, and registrations, shall normally be
arranged in advance by the designated staff person and billed directly to the City or placed on
the Department's credit card. Accommodations shall be made at the lowest reasonable rate
available, such as coach fare for air transportation and single occupancy government rate for
lodging.
9.3 MEALS
The City's per diem expense for meals will be in conformance with the State of Washington
Office of Financial Management guidelines. Receipts are not required unless additional
reimbursement is requested. Per diem for meals will be paid a) when the meal is part of a
scheduled conference or business meeting and attendance is required, b) for all out of area
travel, which includes an overnight stay. Per diem shall also be paid when travel time to and
from the destination exceeds the normal workday by three or more hours. Travel time is
measured from the employee's workplace to his or her destination. Expenses not approved for
reimbursement includes but is not limited to; alcoholic beverages, expenses for family or guests,
entertainment, and meals provided as part of the registration costs.
9.4 USE OF PRIVATE VEHICLES
City employees on official business may use private cars when a City vehicle is not available.
Employees, who are operating private cars while on City business, must have in their
possession a valid operator's license and be insured to the State's minimum liability standards.
Employees will be reimbursed at the mileage rate set annually by the Federal IRS. The mileage
rate includes all costs associated with the City's use of the private car. Reimbursement to
employees, who wish to use their private car in lieu of air transportation, may not exceed the
amount, which would have been paid for appropriate airfare. In the event of an accident, the
employee's insurance will be primary accident coverage. The Mayor, members of the city
council, boards and commissions shall not be reimbursed for mileage expenses incurred within
the city limits of Edmonds. Daily commute transportation expenses between the employee's
official residence and official station is a personal obligation of the employee and is not
reimbursable by the city. All other miles driven on official City business are reimbursable.
55
Packet Pg. 131
4.5.b
Employees may be reimbursed for miles driven between their official station or official residence
and temporary duty station, whichever is shortest.
9.5 USE OF CITY VEHICLES
While operating City of Edmonds vehicles, all employees must have a valid Washington State
Driver's License in their possession at all times. Employees who operate a City vehicle shall
immediately notify their Department Director any time the employee's driver's license becomes
suspended, revoked, or is any way not valid or current, for any reason. Employees shall not
resume operation of any City vehicle until a valid, current driver's license is presented to their
Department Director.
56
Packet Pg. 132
4.5.b
CHAPTER X
EMPLOYEE RESPONSIBILITIES AND CODE OF ETHICS
10.1 GENERAL CODE OF CONDUCT
The City's primary function is to provide service to the citizens of Edmonds. To achieve that
goal, all employees are expected to treat the public as their most valued customer. All
employees are expected to serve the public in a professional manner, which is courteous,
efficient and helpful. Employees must maintain a clean and neat appearance appropriate to their
work assignment, as determined by their position and department head.
Since the proper working relationship between employees and the City depends on each
employee's on -going job performance, professional conduct and behavior, the City has
established certain minimum standards of personal and professional conduct. Among the City's
expectations are: tact and courtesy towards the public and fellow employees; adherence to City
policies, procedures, safety rules and safe work practices; compliance with directions from
supervisors; preserving and protecting the City's equipment, grounds, facilities and resources;
and providing orderly and cost efficient services to its citizens. In addition, all persons
representing the City of Edmonds are expected to conduct business in the following manner:
• All persons, representing the City of Edmonds, shall conduct business in a professional
manner, respecting all citizens' rights, and showing courtesy to all.
• Their actions shall be conducted within compliance of the laws and regulations
governing the City's actions, including but not limited to RCW Title 42.
• City representatives are expected to conduct business in an open manner.
• They shall not engage in any conduct which would reflect unfavorably upon City
government or any of the services it provides.
• They must avoid any action which might result in or create the impression of using their
position for private gain, giving preferential treatment or privileged information to any
person, or losing impartiality in conducting the City's business.
10.2 OUTSIDE EMPLOYMENT AND CONFLICTS OF INTEREST
Employees shall not, directly or indirectly, engage in any outside employment or financial
interest which may conflict, in the City's opinion, with the best interests of the City or interfere
with the employee's ability to perform his/her assigned City job. Examples include, but are not
limited to, outside employment which:
(1) prevents the employee from being available for work beyond normal working
hours, such as emergencies or peak work periods, when such availability is a
regular part of the employee's job;
(2) is conducted during the employee's work hours;
57
Packet Pg. 133
4.5.b
(3) utilizes City telephones, computers, supplies, credit, or any other resources,
facilities or equipment;
(4) is employed with a firm which has contracts with or does business with the City;
or
(5) may reasonably be perceived by members of the public as a conflict of interest or
otherwise discredits public service.
10.3 REPORTING IMPROPER GOVERNMENT ACTION
In compliance with the Local Government Employee Whistleblower Protection Act, RCW
42.41.050, this policy is created to encourage employees to disclose any improper
governmental action taken by city officials or employees without fear of retaliation. This policy
also safeguards legitimate employer interests by encouraging complaints to be made first to the
City, with a process provided for speedy dispute resolution.
Key Definitions:
Improper Governmental Action is any action by a city officer or employee that is:
(1) undertaken in the performance of the official's or employee's official duties,
whether or not the action is within the scope of the employee's employment, and
(2) in violation of any federal, state or local law or rule, is an abuse of authority, is of
substantial and specific danger to the public health or safety, or is a gross waste
of public funds.
(3) "improper governmental action" does not include personnel actions (hiring, firing,
complaints, promotions, reassignment, for example). In addition, employees are
not free to disclose matters that would affect a person's right to legally protected
confidential communications.
City employees who become aware of improper governmental action should follow this
procedure:
• Bring the matter to the attention of his/her supervisor, if non-involved, in writing, stating in
detail the basis for the employee's belief that an improper action has occurred. This should
be done as soon as the employee becomes aware of the improper action.
• Where the employee believes the improper action involves their supervisor, the employee
may raise the issue directly with Human Resources, their Department Director or the
Mayor. Where the employee believes the improper action involves the Mayor, the
employee may raise the issue with Human Resources or the City Attorney.
• The Mayor or his/her designee, as the case may be, shall promptly investigate the report of
improper government action. After the investigation is completed (within thirty (30) days of
the employee's report), the employee shall be advised of the results of the investigation,
except that personnel actions taken as a result of the investigation may be kept
confidential.
58
Packet Pg. 134
4.5.b
An employee who fails to make a good faith effort to follow this policy shall not be entitled to the
protection of this policy against retaliation, pursuant to RCW 42.41.030.
In the case of an emergency, where the employee believes that damage to persons or property
may result if action is not taken immediately, the employee may bypass the above procedure
and report the improper action directly to the appropriate government agency responsible for
investigating the improper action. For the purposes of this section, an emergency is a
circumstance that if not immediately changed may cause damage to persons or property.
Employees may report information about improper governmental action directly to an outside
agency if the employee reasonably believes that an adequate investigation was not undertaken
by the City to determine whether an improper government action occurred, or that insufficient
action was taken by the City to address the improper action or that for other reasons the
improper action is likely to recur. Outside agencies to which reports may be directed include:
Snohomish County Prosecuting Attorney
M/S 504
Everett, WA 98201
(425)388-3333
Washington State Attorney General
1125 Washington Street SE
P.O. Box 40100
Olympia, WA 98504
(360)753-6200
Washington State Auditor
Capital Campus
P.O. Box 40021
Olympia, WA 98504
(360)902-0370
If the above -listed agencies do not appear to appropriate in light of the nature of the improper
action to be reported, contact information for other state and county agencies may be obtained
via the following link: http://access.wa.gov/agency/agency.aspx. It is unlawful for a local
government to take retaliatory action because an employee, in good faith, provided information
that improper government action occurred. Retaliatory Action is any material adverse change in
the terms and conditions of an employee's employment. Employees who believe they have
been retaliated against for reporting an improper government action should follow this
procedure:
Procedure for Seeking Relief against Retaliation:
(1) Employees must provide a written complaint to the supervisor within thirty (30)
days of the occurrence of the alleged retaliatory action. If the supervisor is
involved, the notice should go to the Mayor. If the Mayor is involved, the notice
should go to the City Attorney. The written charge shall specify the alleged
retaliatory action and the relief requested.
(2) The Mayor or his/her designee, as the case may be, shall investigate the
complaint and respond in writing within thirty (30) days of receipt of the written
charge. Additional time to respond may be necessary depending on the nature
and complexity of the complaint.
(3) After receiving the City's response, the employee may request a hearing before a
state administrative law judges (ALJ) to establish that a retaliatory action
59
Packet Pg. 135
4.5.b
occurred and to obtain appropriate relief under the law. The request for hearing
must be delivered within the earlier of either fifteen (15) days of receipt of the
City's response to the charge of retaliatory action or forty-five (45) days of receipt
of the charge of retaliation to the Mayor for response.
(4) Within five (5) working days of receipt of a request for hearing the City shall apply
to the State Office of Administrative Hearing's for an adjudicative proceeding
before an administrative law judge.
Office of Administrative Hearings
PO Box 42488
Olympia, WA 98504-2488
360.407.2700
800.558.4857
360.664.8721 Fax
(5) At the hearing, the employee must prove that a retaliatory action occurred by a
preponderance of the evidence in the hearing. The ALJ will issue a final decision
not later than forty-five (45) days after the date of the request for hearing, unless
an extension is granted.
The Mayor or designee is responsible for implementing these policies and procedures. This
includes posting the policy on the City bulletin board, making the policy available to any
employee upon request, and providing the policy to all newly hired employees. Officers,
managers and supervisors are responsible for ensuring the procedures are fully implemented
within their areas of responsibility.
Violations of this policy and these procedures may result in appropriate disciplinary action, up to
and including dismissal.
10.4 POLITICAL ACTIVITIES
City employees may participate in political or partisan activities of their choosing provided that
City resources and property are not utilized, and the activity does not adversely affect the
responsibilities of the employees in their positions. Employees may not campaign on City time
or in a City uniform or while representing the City in any way. Employees may not allow others
to use City facilities or funds for political activities without a paid rental agreement.
Any City employee who meets with or may be observed by the public or otherwise represents
the City to the public, while performing his/her regular duties, may not wear or display any
button, badge or sticker relevant to any candidate or ballot issue during working hours.
Employees shall not solicit, on City property or City time, for a contribution for a partisan political
cause.
Except as noted in this policy, City employees are otherwise free to fully exercise their
constitutional First Amendment rights.
60
Packet Pg. 136
4.5.b
10.5 NO SMOKING POLICY
The City maintains a smoke -free workplace. No smoking of tobacco products or electronic
smoking devices is permitted anywhere in the City's buildings or vehicles, and offices or other
facilities rented or leased by the City. If an employee chooses to smoke, it must be done
outside at least 25 feet from entrances, exits, windows that open, and ventilation air intakes.
10.6 PERSONAL POSSESSIONS AND ELECTRONIC COMMUNICATIONS
The City cannot assume responsibility for any theft or damage to the personal belongings of
City employees. Therefore, the City requests that employees avoid bringing valuable personal
articles to work. Employees are solely responsible for ensuring that their personal belongings
are secure while at work. Employees should have no expectation of privacy as to any items or
information generated/stored on City systems. Employees are advised that work -related
searches of an employee's work area, workspace, computer and electronic mail on the City's
property may be conducted without advance notice. The City reserves the right to search
employee desks, lockers and personal belongings brought onto City premises if necessary.
Employees who do not consent to inspections may be subject to discipline, up to and including
immediate termination.
Use of Personal Electronic Devices for City Business: City employees are strongly discouraged
from using their own personal electronic devices to conduct City business. This includes, but is
not limited to: desktop computers, laptops, tablets, flash drives, portable hard drives and mobile
phones. If you violate this policy and use a personal device to conduct City business, you may
be required to produce, your device and/or phone records or other appropriate records to
respond appropriately to requests under the Public Records Act, RCW 42.56.
You are also prohibited from storing City information, records, data, emails, reports or any other
writings pertaining to City business on personal devices. All records must reside on the City
network. If you are unclear on this policy language, please see the Public Disclosure and
Records Management Specialist.
Use of Personal Mobile Devices in the Workplace: While at work, employees are expected to
exercise the same discretion in using personal cellular phones and other mobile devices as is
expected for the use of City -owned phones. Personal calls during the work day, regardless of
the phone used, as well as personal use of other personal electronic devices, can interfere with
employee productivity and be distracting to others. Employees are encouraged to make
personal calls and use personal electronic devices on non -work time where possible, and to
ensure that friends and family members are aware of this policy.
This policy does not apply to the police department employees following department policy.
10.7 ELECTRONIC AND TELEPHONIC COMMUNICATIONS OUTSIDE OF REGULARLY
SCHEDULED WORK HOURS
Non -supervisory employees are not expected to access City a -mails accounts or City voice mail
accounts outside of their regularly scheduled hours of work.
This policy does not apply to the police department employees following department policy, to
emergency situations, employees on call back, call out and stand-by or when the employee's
supervisor has directed the employee to monitor e-mail or voice mail.
61
Packet Pg. 137
4.5.b
Please see Appendix A - INFORMATION SERVICES - ACCEPTABLE USE POLICY - for
guidelines on use of City computers.
10.87 USE OF TELEPHONES AND CITY VEHICLES
Use of City phones and City cellular phones for local personal phone calls and text messaging
should be kept to a minimum; long distance personal use is prohibited. Other City equipment,
including vehicles, should be used by employees for City business only, unless otherwise
approved by the Department Director. Employees' misuse of City services, telephones,
vehicles, equipment or supplies can result in disciplinary action up to and including termination.
The City reminds employees that Washington state law restricts the use of cell phones and
PDA's while driving. Employees must comply with applicable laws while engaging in work for
the City.
10.98 BULLETIN BOARDS
Information of special interest to all employees is posted regularly on the City bulletin boards.
Employees may not post any information on these bulletin boards without the authorization of
the Department Head.
10.109 MEDIA RELATIONS
The Mayor or designated department heads shall be responsible for all official contacts with the
news media during working hours, including answering of questions from the media. The Mayor
or department head may designate specific employees to give out procedural, factual or
historical information on particular subjects.
10.110 USE OF SAFETY BELTS
Per Washington law, anyone operating or riding in City vehicles must wear seat belts at all
times.
10.124 DRIVER'S LICENSE REQUIREMENTS
As part of the requirements for certain specific City positions, an employee may be required to
hold a valid Washington State Driver's license and/or a Commercial Driver's License (CDL). If
an employee fails his or her CDL physical examination or the license is revoked, suspended or
lost, or is in any other way not current, valid, and in the employee's possession, the employee
shall promptly notify his/her department head and will be immediately suspended from driving
duties. The employee may not resume driving until proof of a valid, current license is provided
to his/her department head. Depending on the duration of license suspension, revocation or
other inability to drive, an employee may be subject to disciplinary action, up to and including
termination. Failure on the part of an employee to notify their department director of the
revocation, suspension, or loss of driving privileges may subject the employee to disciplinary
action, up to and including termination.
10.132 SOLICITATIONS
Most forms of selling and solicitations are inappropriate in the workplace. They can be an
intrusion on employees and citizens and may present a risk to employee safety or to the
security of City or employee property. The following limitations apply:
Persons not employed by the City may not solicit, survey, petition, or distribute literature on our
premises at any time. This includes persons soliciting for charities, salespersons, questionnaire
surveyors, labor union organizers, or any other solicitor or distributor. Exceptions to this rule
62
Packet Pg. 138
4.5.b
may be made in special circumstances where the City determines that an exception would
serve the best interests of the organization and our employees. An example of an exception
might be the United Way campaign or a similar, community -based fund raising effort.
Employees may not solicit for any purpose during work time. Reasonable forms of solicitation
are permitted during non -work time, such as before or after work or during meal or break
periods. Soliciting employees who are on non -work time may not solicit other employees who
are on work time. Employees may not distribute literature for any purpose during work time or
in work areas, or through the City's electronic systems. The employee lunchroom is considered
a non -work area under this policy.
40.13 10.14 USE OF CITY CREDIT
Unless otherwise authorized by City policy or specifically authorized by the Mayor, no City
employee is authorized to commit the City to any contractual agreement, especially an
agreement that lends the City's credit in any way. Employees are prohibited from conducting
personal business with companies in any way which improperly implies the employee is acting
as an agent of the City.
10.1 10.15 GIFTS
City employees may not receive, accept, take, seek, or solicit, directly or indirectly, anything of
economic value as a gift, gratuity, or favor from a person if it could be reasonably expected that
the gift, gratuity, or favor would influence the vote, action, or judgment of the officer or
employee, or be considered as part of a reward for action or inaction.
Additionally, City employees may not accept gifts, other than those specified in RCW 42.52.150,
with an aggregate value in excess of fifty dollars from a single source in a calendar year or a
single gift from multiple sources with a value in excess of fifty dollars ($50.00). For purposes of
this section, "single source" means any person, as defined in RCW 42.52.010, whether acting
directly or through any agent or other intermediary. "Single gift" includes any event, item, or
group of items used in conjunction with each other or any trip including transportation, lodging,
and attendant costs, not excluded from the definition of gift under RCW 42.52.010. The value of
gifts given to an officer's or employee's family member or guest shall be attributed to the official
or employee for the purpose of determining whether the limit has been exceeded, unless an
independent business, family, or social relationship exists between the donor and the family
member or guest.
10.15 10.16 SUBSTANCE ABUSE
The City's philosophy on substance abuse has two focuses: (1) a concern for the well-being of
the employee and (2) a concern for the safety of other employees and members of the public.
As part of our employee assistance program, we encourage employees who are concerned
about their alcohol or drug use to seek counseling, treatment and rehabilitation. Although the
decision to seek diagnosis and accept treatment is completely voluntary, the City is fully
committed to helping employees who voluntarily seek assistance to overcome substance abuse
problems. In most cases, the expense of treatment may be fully or partially covered by the
City's benefit program. Please see the EAP counselor for more information. In recognition of
the sensitive nature of these matters, all discussions will be kept confidential. Employers who
seek advice or treatment will not be subject to retaliation or discrimination.
63
Packet Pg. 139
4.5.b
�Ithoughjsc2} the City is concerned with rehabilitation, it must be understood that disciplinary
action may be taken when an employee's job performance is impaired because he/she is under
the influence of drugs or alcohol on the job. The City may discipline or terminate an employee
for violating the Drug Free Workplace Policy that is attached in Appendix C.
duFiRg work hours OF OR Gity premises, iRGlYdiRg break times and rneal perieds. The Gity may
nerfermonre is impaired by the use of presrrihed er ever _the _re, inter mediGatiens
The City reserves the right to search employee work areas, offices, desks, filing cabinets etc. to
ensure compliance with this policy. Employees shall have no expectation of privacy in such
areas.
Pursuant to the Drug Free Workplace Policy, aAny employee who is convicted of a criminal drug
violation in the workplace must notify his or her supervisor the opgaRizatien in writing within five
calendar days of the conviction. The eFgaRizatiGR -City take appropriate action within 30
days of notification. Federal contracting agencies will be notified when appropriate.
Testing: Certain employees of the City, including those who must possess CDL's or who have
safety sensitive positions, are subject to random drug and alcohol testing. Any employee may
also be required to submit to alcohol or controlled substance testing when the City has
reasonable suspicion that the employee is under the influence of controlled substances or
alcohol. Refusal to submit to testing, when requested, may result in immediate disciplinary
action, including termination. The City may also choose to pursue criminal charges, if violations
of law are suspected.
The City has adopted Drug and Alcohol Testing Policies and Procedures, which more
specifically describe the City's substance abuse policy, and these are incorporated herein by
reference as Appendix B.
64
Packet Pg. 140
4.5.b
CHAPTER XI
DISCIPLINE AND TERMINATIONS
11.1 VALUE STATEMENT
The City values the self-discipline which most employees exercise in performing their jobs. The
City also believes that external discipline can also be positive, if it is honest, constructive, timely,
and provided in the best interests of both the employee and the City. When teaching or
discipline fails to correct an ongoing problem, progressive discipline will be used to provide
sufficient opportunity for the employee to understand and correct it.
11.2 ACTIONS SUBJECT TO DISCIPLINARY ACTION
Our success in providing excellent service to our citizens and maintaining good relationships
with the community depends on our employees. We have therefore provided for your guidance
certain conduct which, if engaged in, would be detrimental to our objective and could lead to
disciplinary action including discharge.- The following specified conduct is illustrative and not
comprehensive.
■ Misrepresentation or withholding of pertinent facts in securing employment.
■ Unauthorized use or possession of the city facilities/property. Improper use of the
Internet.
■ Unauthorized use of position with the city for personal gain or advantage. Accepting
unlawful gratuities or bribe
■ Lying.
■ Smoking in any unauthorized area or creating of fire hazards in any area.
■ Employee appearance or dress which is inappropriate for the employee's work area,
creates a potential safety hazard, violates common decency standards, or otherwise
significantly distracts from the employee's job responsibilities.
■ Personal telephone calls, both number and duration, should be held to a minimum.
SCAN lines and FAX machines are available for City business only. Personal long
distance calls must be placed through the City's central switchboard for billing
purposes.
■ Failure to report an occurrence causing damages to the city, customer, or public
property. Failure to properly secure the city facilities or property.
■ Loitering after completing day's work, which results in the disruption of the city's
business or the work effort of other employees. Vending, soliciting, or collecting
contributions for any purpose whatsoever during working time on the premises
without the permission of the supervisor.
■ Unauthorized operation or using machines, tools, or equipment to which the
employee has not been specifically assigned.
65
Packet Pg. 141
4.5.b
■ Unauthorized recording of another employee's time record. Both employees can be
subject to disciplinary action.
Habitual lateness for work. Absence without proper notification to immediate
supervisor, excessive absenteeism, or insufficient reasons for absenteeism.
Loitering, goofing off, failing to assist others in a work situation.
Making malicious, false, or derogatory statements that are intended or could
reasonably be expected to damage the integrity or reputation of the city, members of
the public, or our employees, on or off premises. Disorderly conduct, including
fighting on the premises. Rudeness, discrimination, harassment, intimidation,
coercion, use of obscene language, gesture or lack of courtesy to the public or fellow
employees. Immoral conduct while on duty.
■ Intentional falsification of records/paperwork required in the transaction of the city
business.
■ Inability, inefficiency, negligence, or insubordination, including a refusal or failure to
perform assigned work. Concealing defective work. Poorjob performance.
■ Failure to observe safety practices, rules, regulations, and instructions. Negligence
that results in injury to others or damage to property. Failure to wear required safety
clothing and equipment.
■ Failure to promptly report an on-the-job injury or accident involving City employees,
equipment, property, or a visitor.
■ Dishonesty or theft, including deliberate destruction, damage, or removal of the city's
or other's property from the premises, or any job site.
■ Possession, use, sale, or being under the influence of alcohol and controlled
substances, as defined by the federal Controlled Substances Act, while on the city
business (including standby duty). The only exception to this rule shall be for (a) an
employee using or possessing a controlled substance prescribed by a doctor if such
employee has given his/her supervisor prior notice of such use and/or possession
and such use does not impair safe and/or efficient work performance; (b) an
employee carrying in his/her personal vehicle one or more unopened, factory or store
sealed container(s) of alcohol; and (c) a law enforcement officer carrying in his/her
city vehicle any alcohol and/or controlled substances that have been seized as
evidence in a law enforcement action.
■ Possession of explosives or weapons on the premises or at any job site.
■ Conviction of a gross misdemeanor or felony.
11.3 DISCIPLINARY ACTIONS
In the event that discipline is necessary, the following are examples of types of disciplinary
actions that may be used for employees, by the Department Director (with the exception of
terminations which are at the discretion of the Mayor). The level selected depends on the
particular situation and severity of the offense:
66
Packet Pg. 142
4.5.b
A. Oral Warning
Oral warnings may be given for minor offenses, or to bring to the employee's attention a
potential work performance problem. They are intended to give an employee an
opportunity to correct a condition.
Written Warning
A written warning will be issued by the supervisor in the event the employee continues to
disregard an oral warning, or if the misconduct, inadequate performance, or infraction is
severe enough to warrant a written record in the employee's personnel file.
B. Suspension
A suspension is time off with or without pay for disciplinary reasons. This form of
discipline is administered as a result of a severe infraction of rules, standards, or for
repeated lesser violations.
C. Demotion.
A demotion is a transfer to a position with lesser responsibility and usually less pay.
Demotions may be temporary or permanent. This form of discipline is administered as a
result of a severe infraction of rules, standards, or for repeated lesser violations, or when
an employee has demonstrated an inability to competently perform his assigned position
D. Performance Improvement Plan/Last Chance Agreement.
A Performance Improvement Plan may be used when an employee has violated rules
and standards, or has demonstrated an inability to competently perform his/her assigned
position, and the employee is given an additional period of time to demonstrate rule
abiding and competent behavior.
A Performance Improvement Plan may not exceed six cumulative months. Leave days
will not be included in this six month period. If the regular employee fails to correct
performance or repeats the unacceptable conduct during the Performance Improvement
Plan period, the employee may be discharged.
E. Termination
A termination is the involuntary separation of an employee from the City. This form of
discipline is also administered as a result of a severe infraction of rules, standards, or for
repeated lesser violations, or when an employee has demonstrated an inability to
competently perform his assigned position. Terminations are subject to approval by the
Mayor.
The choice of what discipline to apply in any particular case is solely the City's decision. The
City reserves the right to discipline employees up to and including termination without following
any of the above examples of disciplinary actions in any particular order (unless otherwise
specified in an applicable collective bargaining agreement) for single offenses if warranted
depending on the severity of the offense.
For exempt employees, Washington State allows
of less than one week only for violations of
disciplinary suspensions for non -major safety
increments.
unpaid disciplinary suspension in increments
safety rules of major significance. Unpaid
violations cannot be less than full -week
67
Packet Pg. 143
4.5.b
Paid Administrative Leave. On a case -by -case basis, the employee may be placed on paid
administrative leave with pay for an indefinite period of time as determined by the Mayor to be in
the best interests of the City during the pendency of an investigation or other administrative
proceeding. The City may place an employee on unpaid administrative leave if the
circumstances warrant this action.
11.4 PRE -DISCIPLINARY OR PRE -TERMINATION HEARING
Consistent with the United States Supreme Court Loudermill decision, a pre -disciplinary hearing
shall be conducted in the following manner before a disciplinary action is taken which results in
a decrease or loss of pay and/or benefits, for represented employees. The pre -disciplinary
hearing serves as a check against mistaken decisions and as an opportunity for an employee to
furnish additional facts before a disciplinary decision is finalized.
In the event a department head desires to suspend, demote, or terminate an employee, after
consultation with Human Resources, the employee shall be provided with a notice of the
recommendation for disciplinary action. The notice shall include an explanation of the charges
on which the recommendation is based, and the time and date for a pre -disciplinary hearing. If
the employee fails or refuses to appear, the disciplinary action may proceed.
Pre -disciplinary hearings will be presided over by the Department Director and a Human
Resources representative and/or the City Attorney. The hearings are intended to be informal.
The employee may show cause why he/she should not be disciplined. The employee may bring
one person to the hearing as a representative.
Usually within ten (10) working days after the pre -disciplinary hearing, the Department Director
or Mayor will issue a decision on whether there are reasonable grounds to believe the charges
against the employee are true and support the recommended disciplinary action. The
Department Director or Mayor's decision may include whether to accept the disciplinary
recommendation, to impose lesser discipline, or to impose no discipline. Written notice of the
decision shall be supplied to the employee.
A longer review period may be required in more complex situations.
Probationary employees who have not completed their orientation period with the City will not
be eligible for a pre -disciplinary or pre -termination hearing, and may be terminated from
employment with the City at any time during their orientation period.
11.5 LAYOFF
The Mayor may lay off employees for lack of work, budgetary restrictions, reorganization or
other changes that have taken place.
In determining who is to be laid off, the Mayor reserves the right, within the budget parameters
set by the Council, to determine the layoffs in a way which provides the best mix of skills and
experience as needed to provide services by the City. Consideration will be given to the needs
of the City, individual job classifications, individual job performance, and the qualifications
required for the remaining jobs. Employees who are laid off may be eligible to be re-employed, if
a vacancy occurs in a position for which they are qualified within a one year period.
68
Packet Pg. 144
4.5.b
11.6 RESIGNATION
As a professional courtesy and in consideration of staffing needs, an employee should provide
two (2) weeks' notice of his/her resignation. The employee's department head may waive this
time limit; however employees must be aware that by not providing written notice they may in
many cases reduce their sick leave pay out amounts upon termination, under applicable
collective bargaining agreements.
Once written notice of a resignation is submitted by the employee, the supervisor or Department
Director will notify the Human Resources Office. Human Resources will contact the resigning
employee to schedule an exit interview prior to the date of their resignation of employment. At
the exit interview, the employee will be given information related to benefits and/or continuation
of benefit options, and be expected to turn over any City issued property, including keys, ID
badges and/or City credit cards. If any employee would also like to meet with the Mayor or
Department Director to discuss their reasons for leaving employment with the City, they may do
so at their option.
The City may request that the employee work the entire notice period, or may have the
employee discontinue working earlier, with full pay and benefits through the duration of the
notice period, at the City's sole discretion.
69
Packet Pg. 145
4.5.b
CHAPTER XII
RECOGNITION AND SUGGESTIONS
12.1 VALUE STATEMENT
The City would like to show special recognition to employees who provide extraordinary
achievement and contribution. To that end, the City encourages this through public recognition
and reward.
12.2 AWARDS/RECOGNITION
The City extends formal recognition each year for all regular employees whose work and
dedication exceed expected standards. The formal recognition programs include the following:
1. Service Awards - Employees who have completed 10, 15, 20, 25, 30, 35 and 40
years of employment.
2. Employee of the Year - Employee who is selected by his or her peers as the individual
who best exemplifies desirable qualities including service to the
public, assistance to fellow workers, assumption of extra
responsibilities, and/or dedication to the City and its goals.
3. Humanitarian of the Year -Employee who is selected by the Mayor as an individual who goes
above and beyond the normal job duties as an exemplary worker
and who best exemplifies desirable qualities including service to
the public, assistance to fellow workers, assumption of extra
responsibilities, and/or dedication to the City and its goals.
4. Service Awards
Ceremonies- Expenditures for reasonable refreshments served at: (1) the
Mayor's Annual City-wide Employee Awards Programs,
including luncheon to recognize employees with 10, 15, 20, 25,
30, 35 and/or 40 years of service; (2) the Holiday Brunch,
including brunch to recognize employees selected for service
awards; 3) for service retirement recognition (Limited to one
each per year) and (4) for employee retirement service events.
12.3 SUGGESTIONS
It is the policy of the City to reward employees whose suggestions result in significant cost
reductions, increased value of services, or greater efficiencies of time. Suggestion rewards are
limited for creative/innovative changes, which are not performed within the scope of the
employee's job description or for work already performed. The Mayor is authorized to pay
awards based upon value of the suggestion. The Mayor may appoint a Suggestion Committee
to review and investigate employee suggestions and make recommendations for an appropriate
reward amount. Suggestion awards which exceed $250 shall be approved by the City Council
and awarded in a public meeting.
70
Packet Pg. 146
4.5.b
CHAPTER XIII
SAFETY
13.1 VALUE STATEMENT
The City recognizes that every job is too important to allow it to be done in an unsafe manner.
Performing a job unsafely and placing self and coworkers in jeopardy of accidental injury or
damage to property is unacceptable behavior, and grounds for disciplinary action.
13.2 GENERAL SAFETY
Every employee has the right to a safe working environment. Every employee is responsible for
maintaining a safe work environment and following their Department's safety rules in
compliance with the City's Accident Prevention Program (APP). Each employee shall promptly
report all unsafe or potentially hazardous conditions to his/her supervisor. The City will make
every effort to remedy problems as quickly as possible.
13.3 BLOODBORNE PATHOGENS
Since being exposed to a bloodborne pathogen may lead to sicknesses such as hepatitis, HIV,
or malaria, and since the City wants to provide our employees with a safe and healthy work
environment, it is the policy of the City to comply with all statutory obligations for the prevention
of exposure to bloodborne pathogens. Employees should familiarize themselves with the City's
Exposure Control Plan and follow it at all times. Failure to comply with this Plan will result in
discipline up to and including termination.
13.4 WORKPLACE VIOLENCE
The City is committed to providing a safe workplace for its employees, guests, and the public.
Threatened or actual workplace violence is strictly prohibited. This includes, but is not limited
to, any of the following conduct occurring in or around the workplace, or otherwise related to
employment:
• Threatening injury or damage against a person or property.
• Fighting or threatening to fight with another per&^^(physical harm- i.e., hitting, pushing,
grabbing or aggressively charging) another person..
• Threatening to use or the possession, custody, storage, or control of a weapon (an
instrument or device of any kind which may be used to inflict bodily harm or injury, or to
establish fear simply due to its presence on the scene) on City premises including, but
not limited to, buildings, offices, work areas, lounges, vehicles, parking lots, desks,
cabinets, lockers, storage areas, and any other City owned property on which
employees may work, unless the weapon is required to fulfill the employee's job duties,
such as those of a police officer. Pepper spray and similar devices maintained for
personal protection are permissible, provided that employees are responsible for
ensuring that such devices are secure while at work.
• Abusing or injuring another person.
• Abusing or damaging property [city, personal or public].
• Using obscene or abusive language or gestures in a threatening manner such as
raised fists].
• Raising voices in IIscsia threatening manner.
Because of the potential for misunderstanding, joking about any of the above misconduct is also
prohibited.
71
Packet Pg. 147
4.5.b
Any employee who violates this policy will be subject to corrective or disciplinary action, up to and
including termination.
Employees should immediately report threats or incidents of workplace violence to their supervisor,
Department Director, Human Resources, or the Mayor. If the act or altercation constitutes an
emergency, CALL 911. The Police Department should be notified immediately in case of a threat
of or the actual commission of a crime. In the event of imminent danger to persons or property,
employees should take immediate action to safeguard themselves. At no time should employees
place themselves in harm's way to protect vehicles or property.
Even without an actual threat of violence, employees should report any behavior they have
witnessed which they may regard as a real or perceived threat of violence. Incident reports are to
be completed, as appropriate.
Department Directors and, in the case of criminal actions, City law enforcement are responsible for
responding to and investigating potential or violent situations. Supervisors detecting situations
where they believe an employee represents a workplace violence concern should contact their
Department Director or to Human Resources prior to addressing a potential workplace violence
situation. The specific circumstances applicable to the situation will determine the intervention and
disciplinary approach to be taken.
While the City has a strong commitment to customer service, employees are not expected to be
subjected to verbal abuse or physical threats from the public. Rather, the employee should excuse
him/herself and report the situation to a supervisor who will handle the situation from that point.
Supervisors will discuss the situation with the appropriate Department Director and/or the City
police personnel.
If an employee has been served a protection or no contact order which would restrict his/her ability
to perform his/her assigned duties or be at a City work location, the employee shall report the
matter to his/her supervisor. The City will consider possible job modifications and the overall safety
interests of the general workforce and the public when determining an appropriate course of action.
13.5 SAFETY COMMITTEES
Each Department with employees that, because of job related duties are subjected to potentially
hazardous conditions, shall have an Employee Safety Committee. The members of the
Department Safety Committee shall be selected by their coworkers. They shall meet at least
quarterly to review accidents and recommend corrective actions, investigate employee safety
concerns and complaints, and recommend training and accident prevention programs. They
shall keep minutes of their meetings.
There shall also be a City Safety Committee, which shall be composed of a representative from
each Department Committee and a representative from Human Resources. They should meet
quarterly, but no less than twice a year to review city wide safety issues and recommend
corrective actions on unresolved safety problems. One designated member shall prepare
minutes of their meetings, which will be maintained by the Human Resources Office.
13.6 ACCIDENTS
In case of an accident involving a personal injury, regardless of how serious, employees shall
immediately notify their supervisor, and complete the appropriate department accident report
72
Packet Pg. 148
4.5.b
form. In case of vehicle accident, call 911 and request Police assistance. Employees should
render aid to injured persons at the scene of an accident to the extent they have been trained to
assist. In the event of an accident involving injury or damage to property, the employee(s)
involved shall complete a City Accident Report as soon as reasonably possible following the
accident. The Supervisor shall investigate the accident and complete the Supervisor's Accident
Report. Both reports shall be submitted to the Department Director and the Department Safety
Committee. In the next City-wide Safety Committee meeting, the Committee shall review the
reports and make recommendations for appropriate corrective actions. The Human Resources
Office maintains accident Reports.
13.7 TRAINING
At least one member of each crew working in the field is required to have a valid First Aid/CPR
card. This requires recertification training every two years.
SUPERVISORY TRAINING
Every supervisor (within the first 12 months of appointment to their position) is required to have
completed a comprehensive supervisory training program. All supervisors will attend refresher
trainina on an as needed basis as determined by the Mavor.
13.8 ACCIDENT PREVENTION PROGRAM
Each Department must have a formal, written Accident Prevention Program (APP) tailored to its
particular operations and hazards. This program must include a safety orientation program and
a safety bulletin board. The safety orientation must inform employees of the following: how and
when to report injuries and unsafe conditions and practices, the use and care of required
personal protection equipment, actions to take in emergencies including exit routes and
locations of first aid facilities, and on-the-job safety practices.
Employees will also be provided the hazard communications guidelines supporting the Worker's
Right to Know requirements, which provides instructional information on hazardous materials
used in the workplace, proper labeling of chemicals used, and emergency procedures for the
employee to use in the event of a hazardous exposure or spill. Workers will be provided with
proper personal protective equipment while working with hazardous materials and are required
to use such safety equipment. Each worksite must also have a designated Safety Bulletin
Board for displaying safety bulletins, posters, accident statistic, and other safety educational
materials.
Additionally, the Human Resources Office will maintain a comprehensive Accident Prevention
Plan (APP) for the City. Compliance updates for the plan are to be provided regularly to Human
Resources by each of the affected departments. APP training will be provided to their affected
employees by their respective departments. All employees are expected to work safely and
comply with work safety practices as outlined in the APP. Copies of safety meeting minutes and
safety training records for all departments (with the exception of the Police Department, which
maintains its own records) will be provided to Human Resources.
73
Packet Pg. 149
4.5.b
CHAPTER XIV
COMPLAINT PROCEDURES
14.1 COMPLAINT PROCEDURES
The City recognizes that sometimes situations arise in which employees feel that they have not
been treated fairly or in accordance with City policies. For this reason the City provides
employees with procedures for resolving complaints.
Step 1: Employees should first try to resolve any problem or complaint with their supervisor
Step 2: When normal communication between an employee and the supervisor is not
successful, or when an employee disagrees with the application of City policies and procedures,
the employee should attempt to resolve the problem with his/her department head. The
complaint must be filed within ten (10) working days of the occurrence leading to the complaint,
or ten (10) working days after the employee becomes aware of the circumstances. The
department head will usually respond to the employee [in writing] within five (5) days after
meeting with him/her, if possible.
Step 3: If the employee is not satisfied with the response from the department head, the
employee may submit the problem, in writing, to the Mayor. The written complaint must contain,
at a minimum:
(1) A description of the problem;
(2) A specific policy or procedure which the employee believes has been violated or
misapplied;
(3) The date of the circumstances leading to the complaint or the date when the
employee first became aware of those circumstances;
(4) The remedy sought by the employee to resolve the complaint.
The written complaint must be filed within ten (10) working days from receipt of the department
head's response.
The Mayor may meet with the parties, either individually or together, and will usually respond in
writing to the aggrieved employee within ten (10) days of the meeting. The Mayor's response
and decision shall be final and binding.
Certain employees may have more than one source of dispute resolution rights, i.e., the City's
Civil Service rules, a collective bargaining agreement, if any, and this complaint process.
Employees represented by a bargaining unit or who are covered under civil service rules should
follow grievance procedures set out in their respective labor contracts or civil service rules,
where applicable. In all other cases, the procedures described in this section shall be used.
Under no circumstances shall an employee have the right to utilize both this process and any
other complaint or appeal procedure that may be available to an employee.
74
Packet Pg. 150
4.5.b
APPENDIX A
Information SeFvmGesTechnology
Acceptable Use Policy
1.0 Purpose
This documents acceptable use of City of Edmonds Device and Systems Policy, and provides
guidance for managing the use of electronic devices and systems by all departments,
employees and users of City systems.
2.0 Background
The City of Edmonds provides employees with a variety of devices, and technology systems
such as telephones, voice mail, computers, facsimile machines, instant messaging, electronic
bulletin boards, electronic mail (email) systems, cellular phones, wireless devices, Internet
access, and social media.
The City recognizes the importance of electronic devices and tools in accomplishing work in an
efficient manner. Access to these systems provides rapid exchange of information that improves
productivity. It is important, however, that these devices and systems be used in a manner
which benefits the government and which is responsible to City taxpayers.
The goal of this policy is to ensure economical, effective, and efficient management of
communication systems and to ensure that employees use these systems in a professional
manner that reflects positively upon the City.
This policy establishes privileges and responsibilities for employees, and employees must agree
to, and abide by this policy to utilize these systems.
3.0 Scope
This policy applies to all employees, contractors, consultants, temporary employees, vendors
and any others that are provided access to City of Edmonds communication systems, including
those workers associated with any third parties who access these systems. Throughout this
document, the word "employee" will be used to collectively refer to all such individuals. This
policy also applies to all communications and data systems owned by and/or administered by
the City of Edmonds both on and off City property.
4.0 Authority
RCW 42.17 Public Disclosure
RCW 40.14 Public Records
RCW 42.56 Public Records Act
5.0 Device & Systems Usage Policy
The City of Edmonds provides access to the vast information resources available through
communication devices and systems including, computers, servers, email, voice mail, bulletin
boards, instant messaging, cell phones, telephones, wireless devices, tablets, and other
telecommunications and information systems. These information resources are for use to help
75
Packet Pg. 151
4.5.b
employees work better, faster and smarter, and be well-informed about effective business
practices.
The facilities to provide that access represent a considerable commitment of City resources.
This usage policy is designed to help employees understand the City's expectations for the use
of those resources.
First and foremost, the City's supplied devices, software, and systems, are provided at
significant cost. That means that the City expects these systems to be used for City business -
related purposes: to accomplish tasks, communicate with customers, suppliers, and associates,
to research relevant topics and obtain useful business information. With rare exceptions, these
systems are not to be used for private purposes. Employees should have no expectation of
personal privacy in using them.
The City requires employees to conduct themselves honestly and appropriately in the use of the
use of technology provided, and respect copyrights, software licensing rules, proprietary rights
and prerogatives of others, just as in any other business dealings. To be absolutely clear on this
point, all existing City policies apply to employees conducting business with these devices,
software, and systems. This includes especially, but not exclusively, those that deal with
intellectual property protection, misuse of City resources, harassment, including sexual
harassment, information and data security, and confidentiality.
Unnecessary or unauthorized device and system usage costs money, and causes network and
server congestion. It slows other users, takes away from work time, consumes supplies, and
ties up printers and other shared resources. Unlawful devices or systems usage may also
garner negative publicity for the City and expose Edmonds to significant legal liabilities.
Internet, postings, blogs, chat groups, social media, newsgroups, and email systems give each
user an immense and unprecedented reach to propagate City messages and tell the City story.
Because of that power the City must take special care to maintain the clarity, consistency and
integrity of the City of Edmonds image and posture. Anything any one employee writes in the
course of acting for the City on the communication systems can be interpreted as a formal
representation of the City's position.
While the City's use of these devices and connections to systems offer many potential benefits,
it can also open the door to significant risks to our data and systems if employees do not follow
appropriate security discipline. As presented in greater detail, that may mean preventing
machines with sensitive data or applications from connecting to a communication system
entirely, or it may mean that certain users must be prevented from using certain communication
systems or their features, for example remote file access or file transfers. The overriding
principle is that security is to be a primary concern of every user. Employees can be held
accountable for any breaches of security or confidentiality.
Certain terms in this policy should be understood expansively to include related concepts
Document Covers any kind of file, or stream of data, that can be stored, printed, read, or
viewed. This would include files for browsers, desktop applications, such as word
processing or desk -top publishing, and specialized software programs databases,
GIS, and their viewers.
76
Packet Pg. 152
4.5.b
Graphics Includes photographs, pictures, video, images, animations, movies, or drawings.
Display Includes monitors, flat -panel active or passive matrix displays, monochrome LCDs,
projectors, televisions, handheld screens and virtual -reality tools.
Audio Includes any sounds, recordings and files containing sounds or voice.
All employees provided or granted device, software or systems access will be provided a copy
of this policy or a "link" to the policy where it may be viewed and/or printed. Any questions
concerning the policy should be directed to the employee's supervisor.
If there is any portion of this policy that is not clearly understood by the employee, it is the
employee's responsibility to bring the question to the attention of their supervisor for
clarification.
6.0 Detailed Policy Provisions
1. Management and Administration
1.1. The City of Edmonds has software and systems in place that can monitor and record
all software and systems usage. Most systems such as electronic mail, facsimile
transmissions, Internet traffic, and voice mail are technologies that create an electronic
record. This is what separates these from other forms of communication such as a
telephone conversation. An electronic record, like a paper record, is reproducible and
therefore special care must be taken to avoid improper dissemination of protected or
confidential information. Electronic records are subject to public disclosure laws to the
same extent as are paper records. Electronic records may be inspected for audit or
legitimate operational or management purposes. The City reserves the right to inspect
any and all files stored in any areas of City systems in order to assure compliance with
policy.
Electronic records are to be kept, maintained, released, withheld, and destroyed only in
accordance with the Public Disclosure Act (RCW 42.17) and the law governing
preservation and destruction of public records (RCW 40.14).
1.2. The City's security systems are capable of recording (for each and every user) each
World Wide Web site visit, each chat newsgroup or email message, and each file
transfer into and out of City systems, and other communications related information.
The City reserves the right to monitor and record such uses at any time. No employee
should have any expectation of personal privacy as to their communication systems
usage or use of any software or hardware provided by the City. The City will review
communication systems activity and analyze usage patterns, and may use this data to
assure that City communication systems resources are devoted to maintaining the
highest levels of productivity.
1.3. The creation or transmission of any kind of sexually explicit image or document on any
City system is a violation of the City's policy on sexual harassment (see Personnel
Policies Section 2.4, Sexual Harassment Prohibited). Some images or documents do
not apply to this policy, such as the legitimate needs of public safety agencies. In
addition sexually explicit material may not be accessed, viewed, downloaded, archived,
77
Packet Pg. 153
4.5.b
stored, distributed, edited or recorded using our network or communication systems. The
City of Edmonds uses independently supplied software and data to identify
inappropriate or sexually -explicit material. The City may block access to all such sites
of which the City becomes aware. If an employee is inadvertently connected to a site
that contains sexually explicit or offensive material, the employee must disconnect from
that site immediately, regardless of whether that site had been previously deemed
acceptable by any screening or rating program.
1.4. The creation or transmission of derogatory, inflammatory or harassing messages or
content (including, without limitation, derogatory, inflammatory or harassing remarks
about an individual's race, age, gender, disability, religion, national origin, marital
status, military or honorably discharged veteran status, sexual orientation, including
gender expression or identity, genetic information or any other protected characteristic)
is a violation both of this policy and of the City's Anti -Harassment Policy.
1.5. Use of City communication systems for solicitation of non -City business or for personal
gain is prohibited.
1.6. The City of Edmonds communication systems and computing resources must not be
used to violate the laws and regulations of the United States or any other nation or the
laws and regulations of any county, city, province or other local jurisdiction in any
material way. Use of any City resources for illegal activity is grounds for discipline, up
to and including immediate dismissal and consistent with applicable law. The City will
cooperate with legitimate law enforcement and regulatory agencies for logs, diaries
and archives on employee activities.
1.7. Any software or files downloaded via the City's devices, software, or systems into the
City's systems may be used only in ways that are consistent with their licenses or
copyrights.
1.8. No employee may use City systems to knowingly download or distribute pirated
software or data. Any file that is downloaded must be scanned for viruses before it is run
or accessed.
1.9. No employee may use a City device, software, or its systems to deliberately propagate
any viruses or other code harmful to City data or systems.
1.10. No employee may use City devices, software, or systems to knowingly disable or
overload any computer system or network or to circumvent any security feature of the
systems.
1.11. Each employee shall identify themselves honestly, accurately and completely
(including City department and function where requested) when participating in
authorized chats or newsgroups, or when setting up accounts on outside computer
systems.
1.12. Only those employees or officials who are duly authorized to speak on behalf of the
City to the media, to analysts or in public gatherings may speak/write in the name of
the City to any electronic media, such as newsgroup, chat room, blog, or social
media. Other employees may participate in electronic media in the course of business
78
Packet Pg. 154
4.5.b
when authorized and relevant to their duties, and should be cautious to make it clear
when they are expressing an individual opinion as opposed to establishing or
representing the City's position or policy on a matter. Where an individual participant
is identified as an employee or agent of the City of Edmonds, the employee must
refrain from political advocacy and must refrain from the unauthorized endorsement or
appearance of endorsement by the City of any commercial product or service.
1.13. The City of Edmonds retains proprietary rights and the copyright to any material
posted to any electronic media (including, without limitation, any social media, forum,
newsgroup, chat room or World Wide Web) by any employee in the course of his or
her duties with the City, unless otherwise provided by law.
1.14. Electronic transmission of protected or confidential City information is governed by the
same rules and principles that govern paper transmittals. Protected or confidential
City information may include, but is not limited to, certain financial data, personal
data, certain proprietary information, security information, trade secrets, and any other
material exempted from disclosure, or required to be held confidential by law and City
policies and/or procedures. The unauthorized release of protected information -
whether or not the release is inadvertent - may subject an employee to penalties or
discipline under existing policies and procedures.
1.15. A wide variety of materials may be deemed offensive by colleagues, customers or
business suppliers. Employees must be aware of this and not store, view, print or
redistribute any document or graphic file that is not directly related to the user's job or
City activities, or that is likely to be deemed offensive by a reasonable person.
(Exception: Viewing of unsolicited material sent to the employee.)
1.16. Employees must understand that copyright, trademarks, libel, slander and public
speech control laws of all jurisdictions in which the City conducts business apply to
the City and its employees. Care must be taken so that the use of the communication
systems does not inadvertently violate any laws which might be enforceable against
the City.
1.16.1. Employees with device and communication systems access may only
download software for direct business use, and they must arrange to have
such software properly licensed and/or registered with Information Services.
Downloaded software if subject to a license must be used only under the
terms of its license.
1.16.2. Employees may not download entertainment software or games or play
games with others over the communication systems.
1.16.3. Employees may not download audio, images or videos unless there is an
explicit business -related use for the material and such downloading does not
violate any copyright or licensing requirements.
1.17. Employees may not upload any software licensed to the City or data owned or
licensed by the City without explicit authorization from the manager responsible for
the system, software or data.
79
Packet Pg. 155
4.5.b
1.17.1. All software applications installed on any City owned device must be approved by
the Information Technology Department prior to installation.
1.18. Applications, systems, hardware, tampering or procedures that bypass,
circumnavigate or disable any process required to be undertaken in order for the City
to remain in compliance with RCW 42.56 (Public Records Act) shall not be permitted.
2. Technical
2.1. User identification (IDs) and passwords help maintain individual accountability for
communication systems resource usage. However, the issuance of ID's and
passwords is not intended to create any personal privacy rights. Any employee who
obtains a password of or for a device or system resource must keep that password
confidential, except for communication with authorized personnel. City policy prohibits
the sharing of user IDs or passwords obtained for access to devices, software and
systems. Employees shall not use the password or ID of another user, except in
cases of job related necessity as approved by the Department Head. Employees
shall not reveal the password or ID to an unauthorized person or entity.
2.2. Video and audio streaming and downloading technologies represent significant data
traffic which cause local network congestion. Employees should schedule
communications -intensive operations such as large file transfers, video or audio
downloads, mass e-mailings and the like so as not to impact other users of the City's
systems. The preferred time for such transfers are the off peak hours between 6:00
PM and 7:00 AM Pacific time.
3. Security
3.1. The City has installed a variety of firewalls, application, network address screening
programs and other security systems to assure the safety and security of systems.
Any employee who attempts to disable, defeat or circumvent any security facility is
subject to discipline up to and including dismissal and possible criminal prosecution.
3.2. Files containing confidential and/or protected data that are transferred in any way
across communication systems must be protected.
3.3. Devices that use their own network to create an independent data connection can
sidestep network security mechanisms. These independent connections to outside
networks can be used by an attacker to compromise City software, systems and
networks. Any device used for an independent network connection must be isolated
from the City's internal networks and approved in advance by Information Services.
3.4. Only those communication systems, services and functions with documented City
business purpose will be enabled at the systems firewall.
4. Incidental use
4.1. De minimis use is an infrequent or occasional use that results in little or no actual cost
to the City. An occasional brief local phone call, Internet access or email to make a
80
Packet Pg. 156
4.5.b
medical or dental appointment is an allowable de minimis use of communications
systems. The cost of a brief local phone call is negligible and need not interfere with
job performance.
4.2. The proper stewardship of City resources, including funds, facilities, tools, property,
and employees and their time, is a responsibility that all employees share.
Accordingly, employees may not use devices, software, or systems for personal benefit
or gain or for the benefit or gain of other individuals or outside organizations. Personal
benefit or gain may include a use solely for personal convenience, or a use to avoid
personal expense.
4.3. Responsibility and accountability for the appropriate use of devices, software, or
systems ultimately rests with the individual City official and City employee, or with the
City official or City employee who authorizes such use. Employees and officials are
cautioned that their own personal use of devices, software, or systems should never
interfere with another City official or employee, or obligate another employee to make
personal use of City resources. In addition, City employees have an affirmative duty
to ensure that any personal use of devices, software, and systems is the most
efficient in terms of time and resources.
4.4. Extensive or repeated personal misuse of City resources, including time, significantly
undermines public trust in government. Nevertheless, a very limited personal use of
City devices, software, and systems that supports organizational effectiveness would
not undermine public trust and confidence.
4.5. Subject to restrictions elsewhere in this policy, a City official or employee may make an
occasional, but limited, personal use of devices, software, or system resources only if
each of the following conditions are met:
4.6. There is little or no cost to the City;
4.6.1. Any use is brief in duration, occurs infrequently, and is the most effective use
of time or resources;
4.6.2. The use does not interfere with the performance of the officer's or employee's
official duties;
4.6.3. The use does not disrupt or distract from the conduct of City business due to
volume or frequency;
4.6.4. The use does not disrupt other City employees and does not obligate them to
make a personal use of City resources; and
4.6.5. The use does not compromise the security or integrity of City property,
information, or software.
4.7. The City Code, state and federal laws, strictly prohibit uses of taxpayer resources for
private benefit or partisan political purposes. Any use of City resources to support
such activity clearly undermines public confidence in government and reflects
negatively on City employees generally. In compliance with these provisions, this
81
Packet Pg. 157
4.5.b
policy explicitly prohibits, at all times and to any degree, the following private uses of
devices, software, and systems and resources:
4.7.1. Any use for the purpose of conducting an outside business or private
employment.
4.7.2. Any use for the purpose of supporting, promoting the interests of, or soliciting
for an outside organization or group, including, but not limited to: a private
business, a nonprofit organization, political candidate, a political party, or a
ballot issue (unless provided for by law, City code, or other policy). (Note: It is
not intended to prohibit forwarding information related to United Way or other
organizations related to city government such as the Association of
Washington Cities (AWC)).
4.7.3. Any use for the purpose of assisting a campaign for election of a person to an
office or for the promotion of or opposition to a ballot proposition.
4.7.4. Any use related to conduct that is prohibited by a federal or state law or rule,
or a City code or policy; and
4.7.5. Any private use of any devices, software, or systems property that has been
removed from City facilities or other official duty stations, even if there is no
cost to the City.
4.8. The general ethics standard is that any use of devices, software, or systems
resources other than for official business purposes needs to be brief in duration and
frequency to ensure there is little or no cost and the use does not interfere with the
performance of official duties.
5. Policy Changes; Other City of Edmonds Policies
5.1. The City of Edmonds Information Services may modify or revise its devices, software,
and systems use policies (including these specific regulations) at any time, in its sole
discretion. The City will notify the Union of any changes in policy that may affect
wages, hours, or working conditions prior to implementation. Employees are required
to comply with all such subsequent modifications or revisions. Modifications and/or
revisions will be posted on a shared network resource, posted on City Web sites,
distributed through email, staff meetings or other communication method.
5.2. These devices, software, and systems use policies are in addition to, and do not
replace or supersede, any and all other policies promulgated by the City from time to
time which are applicable to its employees (including general policies relating to
misuse of City assets or resources, sexual harassment, unauthorized public speaking
and misappropriation or theft of intellectual property). Misuse or inappropriate use of
devices, software, or resources, in violation of these or any other City policy, may
result in discipline, up to and including discharge.
5.3. Violation of these policies may result in discipline, up to and including discharge,
regardless of whether the particular section or paragraph refers to disciplinary action.
82
Packet Pg. 158
4.5.b
6. References:
6.2. Regulatory Codes of Washington (RCW) 42.52.160, 42.52.180, 42.17.190
6.3. Washington Administrative Code (WAC) 292-120-035, 292-110-010
83
Packet Pg. 159
4.5.b
Appendix B
Drug and Alcohol Testing Policies and Procedures
Introduction: The City of Edmonds has adopted a substance abuse policy as part of the
Personnel Policies that establishes that any employee may be required to submit to alcohol or
controlled substance testing for reasons described in this policy. The City reserves the right to
designate certain positions as "safety sensitive," which may require pre -employment drug
screening and random drug testing. Additionally, drug and alcohol testing policies and
procedures are required by the U.S. Department of Transportation for employees who are
required to have a Commercial Driver's License (CDL) to perform their job.
This document has three parts: 1) policies that apply to employees who are not required to
have a CDL (non-CDL employees); 2) policies that apply to employees who are required to
have a CDL; and 3) procedures applicable to all employees .
PART I: POLICIES THAT APPLY TO ALL EMPLOYEES WHO ARE NOT REQUIRED TO
HAVE A CDL (NON-CDL EMPLOYEES)
Policy
The City of Edmonds is committed to protecting the health, safety and well-being of its
employees and all individuals who come into contact with our employees and workplace. In
addition, we strive to create and maintain a productive and efficient work environment in which
all employees have an opportunity to thrive and be successful. Recognizing that drug and
alcohol use and abuse can pose a serious threat to these goals, the City of Edmonds is
committed to providing a drug and alcohol -free workplace for all of its employees.
Definitions
Drugs - For purposes of Part I of this policy, "drugs" refers to any illegal substance or controlled
substance as defined by the federal Controlled Substances Act, taken without a valid
prescription, including but not limited to: marijuana (THC), cocaine, opiates, synthetic opiates,
phencyclidine (PCP), and amphetamines.
Alcohol — "Alcohol" means ethyl alcohol, the intoxicating agent in alcoholic beverages, or other
low molecular weight alcohols, including methyl or isopropyl alcohol.
Medical Review Officer (MRO) - The Medical Review Officer is the licensed physician
responsible for receiving and interpreting laboratory results from the urine drug tests.
Reasonable Suspicion — Reasonable suspicion is based on specific personal observations
that a City of Edmonds Human Resource representative or a supervisor can describe and
document (using a Reasonable Suspicion Testing and Documentation Form) regarding an
employee's appearance, behavior, speech, breath odor, or other factors that indicate the
employee may be under the influence of alcohol or drugs.
Substance Abuse Professional (SAP) - A Substance Abuse Professional is a licensed
physician, a licensed or certified psychologist, social worker, employee assistance professional,
or addiction counselor (certified by the National Association of Alcoholism and Drug Abuse
84
Packet Pg. 160
4.5.b
Counselors Certification Commission) with knowledge of and clinical experience in the
diagnosis and treatment of alcohol and drug -related disorders.
Drug and Alcohol Testing
Tests
The City of Edmonds may test any employee or applicant for drugs or alcohol as set forth in this
policy. This includes urine drug testing and evidential breath alcohol testing. Alcohol and drug
testing required by this policy is a mandatory condition of employment. Refusing to submit to
such tests constitutes a violation of City policy and will result in termination of employment (or,
for an applicant, withdrawal of the conditional job offer.)
Reasonable Suspicion — Whenever a City of Edmonds Human Resource representative, or a
supervisor has reasonable suspicion (described and documented using a Reasonable
Suspicion Testing and Documentation Form) suggesting that the employee is under the
influence of alcohol or drugs, the employee shall submit to a reasonable suspicion drug and/or
alcohol test. Only supervisors who have been trained in detecting the symptoms of alcohol
misuse or drug use and who have directly observed behaviors, appearance or physical
symptoms can subject an employee to reasonable suspicion testing. Supervisors should
complete a Documentation Form and, if possible, have the form signed by a witness.
If a supervisor has reasonable suspicion to believe that an employee who is on duty, about to
go on duty, or just completed duty is under any influence of drugs or alcohol, the supervisor will
remove the employee from duty immediately. The employee will be advised of the reasons for
reasonable suspicion and will be transported to the collection site by the supervisor for testing.
If a reasonable suspicion alcohol test is not conducted within two hours of determination that it
is necessary, the supervisor will prepare and maintain documentation of the reasons why it did
not occur within that time frame.
Post -Accident — An employee who is involved in an accident while driving a vehicle for City
business will be required to submit to a drug and alcohol test if the accident -results in (1) a
fatality; (2) bodily injury to a person who, as a result of the injury, immediately receives medical
treatment away from the scene of the accident; or (3) one or more motor vehicles incurring
disabling damage requiring the vehicle to be transported away from the scene by a tow truck or
other vehicle; and (b) the employee caused or contributed to the accident and there is reasonable
Possibility that drugs or alcohol could have contributed to the accident..
After an accident, employees are responsible for contacting their immediate supervisor or other
management personnel. If the above conditions are met, the employee must make himself or
herself available for post -accident testing as soon as possible. Post -accident testing for alcohol
should occur within two hours if possible, but may not exceed eight hours. Testing for drugs
should occur within 32 hours.
An employee who does not comply with the post -accident testing will be considered to have
refused testing and will be subject to disciplinary action. An employee in a post -accident
situation should cooperate with law enforcement personnel investigating the scene.
Supervisors are responsible for determining if the accident qualifies the driver for post -accident
testing and should escort the employee to the collection site if possible. If an employee is
85
Packet Pg. 161
4.5.b
unable to provide consent to testing due to their medical condition, the supervisor will document
the reasons why the employee was not tested. If testing is not completed within the required
time following an accident, the supervisor will document in writing why the tests were not
administered.
Return to Duty — Employees who have violated this policy but are allowed to return to work
must test negative prior to being released for duty. A return -to -duty test following alcohol
misuse may not exceed an alcohol concentration of 0.02.
Follow Up — An employee who is referred for assistance related to alcohol misuse and/or use of
drugs may be subject to unannounced follow-up testing for a period not to exceed twenty-four
(24) months as directed by a Substance Abuse Professional. The number and frequency of
follow-up testing will be determined by the Substance Abuse Professional, but will not be less
than six (6) tests in the first twelve (12) months following the employee's return to duty.
PROHIBITED CONDUCT
The City of Edmonds strictly prohibits the following:
• Reporting to work or remaining on duty under the influence of alcohol or drugs.
• Testing positive for alcohol or drugs. An alcohol concentration of 0.02 or higher is
considered a positive test.
• The use, possession, manufacture, distribution, dispensing, transfer or trafficking of
alcohol or drugs and their paraphernalia in any amount or any manner on City premises,
in City vehicles, or while on duty at any time.
• Operating a City vehicle within four (4) hours after consuming any amount of alcohol. An
on -call employee who consumes any amount of alcohol within four (4) hours of being
called in must acknowledge the use of alcohol and may not report for duty.
• The unauthorized use or distribution of prescription drugs on City premises, in City
vehicles, or while on duty at any time.
• The use of any legally obtained drug (prescription or over-the-counter) when such use
adversely affects an employee's job performance, their safety or the safety of others, or
any combination thereof.
• Violations of this policy.
Employees who are taking medically prescribed or over-the-counter drugs should notify their
supervisor if the medication may cause a direct threat by impairing job performance of safety -
sensitive functions. Employees are prohibited from distributing, possessing, or reporting to work
under the influence of marijuana under all circumstances, including where the employee has a
medical prescription or a medical marijuana green card.
Any employee found in violation of the above stated prohibitions will be subject to disciplinary
action up to and including termination.
REFUSAL TO SUBMIT
An employee may not refuse to submit to a post -accident, reasonable suspicion, or follow-up
alcohol or drug test as directed by this policy. A refusal is treated as though the test, if taken,
was positive.
86
Packet Pg. 162
4.5.b
An employee may not tamper with, adulterate, alter, substitute or otherwise obstruct any testing
process required under this policy. Tampering, adulteration, substitution, or other interference
with the collection and testing process are considered a refusal to test.
CONSEQUENCES OF ENGAGING IN PROHIBITED CONDUCT
Employees are subject to disciplinary action up to and including termination (and as specified in
the Personnel Policies) for violating this policy. All employees, regardless of disciplinary action,
will be advised of resources available for assistance with drug or alcohol misuse.
Employees who violate this policy but whose employment is not terminated will not be permitted
to return to work unless the employee:
1. has been evaluated by a SAP; and
2. if recommended by a SAP, has properly followed any rehabilitation
prescribed; and
3. has had a post -treatment evaluation by the original SAP and is released to
return to work; and,
4. has a verified negative return -to -duty test. A return to duty test following
alcohol misuse may not exceed an alcohol concentration of 0.02.
An employee who successfully returns to work will be subject to follow-up random testing as
recommended by the SAP with a minimum of six (6) such unscheduled tests within the first
twelve (12) months of returning to duty.
PART II: POLICIES THAT APPLY TO EMPLOYEES WITH COMMERCIAL DRIVER'S
LICENSES
Purpose
The purpose of this part of this policy is to establish compliance with the Federal Motor Carriers
Safety Administration regulations requiring drug and alcohol testing for Commercial Driver's
License holders. Regulations issued by the United States Department of Transportation
mandate urine drug and evidential breath alcohol testing for employees in safety sensitive
positions, including those who are required to hold certain Commercial Driver's Licenses.
These regulations may be found in 49 CFR Part 40 and Part 382 of the U.S. Code. This policy
sets forth the City of Edmonds alcohol and drug testing program and the testing and reporting
requirements as required by those regulations.
Application
Part II applies to all employees of the City who are required to have and maintain a Commercial
Driver's License in order to perform the duties of their job.
Policy
The City has a significant interest in the health and safety of its employees and the citizens of
the City of Edmonds. In furtherance of that interest, it is the policy of the City to take those
steps necessary to ensure that its employees perform their duties and responsibilities free of the
influence of drugs and alcohol. Employees are encouraged to seek confidential counseling on
problems associated with alcohol and drug abuse through the Employee Assistance Program.
87
Packet Pg. 163
4.5.b
There will be mandatory drug and alcohol testing for employees and job applicants as outlined
in this part of this policy.
Definitions
Commercial Vehicle - A commercial vehicle is one that either: 1) has a gross vehicle weight of
over 26,000 pounds (including combined weight if towed unit weighs over 10,000 pounds); 2) is
designed to transport 16 or more persons, including the driver; or 3) is used to transport
hazardous materials.
Driver - All employees whose positions may involve driving a commercial vehicle and which
require the possession of a Commercial Driver's License.
Drugs - For the purposes of this policy, in accordance with the applicable federal regulations for
Commercial Driver's License holders, "drugs" refers to the following five substances: marijuana
(THC), cocaine, opiates, phencyclidine (PCP), and amphetamines. Nothing in this policy shall
preclude the City from requesting testing for additional illegal or controlled substances taken
without a valid prescription, including but not limited to synthetic opiates.
Follow Up -An employee who is referred for assistance related to alcohol misuse and/or use of
drugs may be subject to unannounced follow-up testing for a period not to exceed sixty (60)
months as directed by a Substance Abuse Professional. The number and frequency of follow-
up testing will be determined by the Substance Abuse Professional, but will not be less than six
(6) tests in the first twelve (12) months following the employee's return to duty.
Medical Review Officer (MRO) - The Medical Review Officer is the licensed physician
responsible for receiving and interpreting laboratory results from the urine drug tests.
Pre -Employment — After receiving a conditional offer of employment, applicants whose position
requires a CDL are required to submit to, and successfully pass, a drug test.
Reasonable Suspicion — Reasonable suspicion is based on specific personal observations
that a City of Edmonds Human Resource representative or a supervisor can describe and
document (using a Reasonable Suspicion Testing and Documentation Form) regarding an
employee's current appearance, behavior, speech and breath odor or other factors that
suggests the employee is under the influence of alcohol or drugs.
Return to Duty -Employees who have violated this policy and who under the discipline policy
are allowed to return to work, must test negative prior to being released for duty. A return to
duty test following alcohol misuse may not exceed an alcohol concentration of 0.02.
Safety Sensitive Position - For purposes of this part (Part II) of this policy, these are positions
that require a Commercial Driver's License.
Substance Abuse Professional (SAP) - A Substance Abuse Professional is a licensed
physician, or a licensed or certified psychologist, social worker, employee assistance
professional, or addiction counselor (certified by the National Association of Alcoholism and
Drug Abuse Counselors Certification Commission) with knowledge of and clinical experience in
the diagnosis and treatment of alcohol and drug -related disorders. The SAP is responsible for
evaluating employees with positive test results.
88
Packet Pg. 164
4.5.b
Prohibited Conduct.
The following conduct regarding alcohol and drug use or abuse is prohibited:
A. Alcohol
• An employee may not report for or remain on duty requiring the performance of duties
covered under this policy while having an alcohol concentration of 0.02 or greater.
• An employee may not possess or use alcohol while on duty or while operating a City
vehicle.
An employee may not operate a commercial vehicle within four (4) hours after
consuming alcohol. An on -call employee who consumes alcohol within four (4)
hours of being called in must acknowledge the use of alcohol and may not report for
duty.
B. Drugs
Reporting for duty or remaining on duty when the employee has used a drug or drugs is
strictly prohibited, as defined with these adopted policies.
C. Use of Prescription Medication
Except for medical marijuana, use of prescription medication or over-the-counter
medication pursuant to instructions of a physician who has advised the employee that
the substance does not adversely affect the employee's ability to safely operate a
commercial vehicle is not a violation of this policy. Employees who are taking a
prescription or over-the-counter medication that may impair their ability to perform their
duties safely and effectively must inform their supervisor and may be required to provide
written notice from their physician or pharmacist with respect to the effects of such
substances and their ability to safely and effectively perform their job. Employees are
prohibited from distributing, possessing, or reporting to work under the influence of
marijuana even if the employee has a medical marijuana prescription or medical
marijuana green card.
D. Refusal to Submit to a Required Test
An employee may not refuse to submit to a post -accident, random, reasonable
suspicion, or follow-up alcohol or drug test as directed by this part of this policy. A
refusal is treated as though the test, if taken, was positive.
E. Positive Drug Test
An employee may not report for duty or remain on duty requiring the performance of
duties covered under this policy if the employee tests positive for drugs or alcohol.
F. Tampering with a Required Test
An employee may not tamper with, adulterate, alter, substitute or otherwise obstruct any
testing process required under this policy. Tampering, adulteration, substitution, or other
interference with the collection and testing process are considered a refusal to test.
89
Packet Pg. 165
4.5.b
Testing
1. Pre -employment Drug Testing
All individuals who are covered by this part of this policy must pass a drug test as a post -
offer condition of employment.
2. Reasonable Suspicion Testing
Employees subject to this part of this policy shall submit to a drug and/or alcohol test
when the City reasonably suspects that this policy may have been or is presently being
violated. A referral for testing will be based on contemporaneous, articulated
observations. Only supervisors who have been trained in detecting the symptoms of
alcohol misuse or drug use and who have directly observed behaviors, appearance or
physical symptoms can subject an employee to reasonable suspicion testing.
Alcohol testing for reasonable suspicion may only be conducted just before, during or
after an employee operates a commercial vehicle. If removed from duty based on
reasonable suspicion of alcohol use and an alcohol test is not administered within eight
hours, the employee will not be allowed to perform or continue to perform covered
functions until:
a) an alcohol test is administered and the driver's breath alcohol concentration
measures less than 0.02; or
b) Twenty-four (24) hours have elapsed following the determination that there is
reasonable suspicion to believe that the employee has violated this policy
concerning the use of alcohol.
3. Post -Accident Testing
All employees covered by Part II of this policy will be subject to post -accident testing if
they are involved in an accident with a commercial vehicle on a public road or right-of-
way which results in:
a) A fatality OR
b) The driver receives a citation under state or local law for a moving violation
AND
i. there is bodily injury to a person who, as a result of the injury,
immediately receives medical treatment away from the scene OR
ii. one or more motor vehicles incurs disabling damage requiring the
vehicle to be transported away from the scene by a tow truck or other
vehicle.
Post -accident testing for alcohol should occur within two hours if possible, but may not
exceed eight hours. Testing for drugs should occur within thirty-two (32) hours.
After an accident, employees are responsible for contacting the immediate supervisor or
other management personnel and remaining readily available for testing. An employee
who does not comply with the post -accident testing will be considered to have refused
testing and will be subject to disciplinary action. An employee in a post -accident
situation should cooperate with law enforcement personnel investigating the scene.
90
Packet Pg. 166
4.5.b
Supervisors are responsible for determining if the accident qualifies the driver for post -
accident testing and should escort the employee to the collection site if possible. If an
employee is unable to provide consent to testing due to a medical condition, the
supervisor will document the reasons why the employee was not tested. If testing is not
completed within the required time following an accident, the supervisor will document in
writing why the tests were not administered.
4. Random Testing
Employees covered by these procedures have been included in the AWC Drug and
Alcohol Testing Consortium pool. This pool contains all eligible individuals from all of the
consortium members. The pool database is managed by HealthForce Partners and is
updated monthly as changes in personnel occur.
The annual random testing rate required under federal regulations is fifty (50) percent of
the pool of employees covered by this policy for drug testing and ten (10) percent of the
pool for alcohol testing. This means that if the pool contains 1,000 members, there will
be at least 500 random drug tests and at least 100 random alcohol tests conducted
throughout the year.
HealthForce Partners uses a software program to randomly select individuals for random
testing on a monthly basis. Some individuals will be selected for drug testing and others
will be selected for both drug and alcohol testing.
Employees selected for random testing will be scheduled for a test by the Designated
Employer Representative at some time during the month that the name was selected.
Employees selected for alcohol testing may only be tested just before, during or after
driving a commercial vehicle. Employees will not be notified until just prior to the testing.
Upon notification of selection for random testing, the employee will receive an Employee
Notification of Scheduled Drug and/or Alcohol Test letter from the Designated Employer
Representative. The employee will be asked to sign this letter and a Testing Consent
form. The employee must present the Employee Notification of Scheduled Drug and/or
Alcohol Test letter at the collection site along with picture identification at the time of
testing. A copy of all of the forms will be retained by the City.
After notification, the employee must proceed immediately and directly to the collection
site for testing.
If an employee scheduled for an alcohol test receives a confirmed test result with a
breath alcohol level of 0.02 or above and is unaccompanied at the collection site, a
supervisor will be called to the site to transport the employee.
Refusing to submit to a test will be considered the same as a positive test result and will
subject the employee to the same consequences as receiving a positive test result.
5. Return to Duty Testing
Employees who have violated Part II of this policy, including those who have tested
positive on a drug or alcohol test, and who are allowed to return to work, must test
negative prior to being released for duty. A return to duty test following alcohol misuse
may not exceed an alcohol concentration of 0.02.
91
Packet Pg. 167
4.5.b
6. Follow-up Testing
An employee who is referred for assistance related to alcohol misuse and/or use of
drugs is subject to unannounced follow-up testing for a period not to exceed sixty (60)
months as directed by a Substance Abuse Professional. The number and frequency of
follow-up testing will be determined by the Substance Abuse Professional, but will not be
less than six (6) tests in the first twelve (12) months following the employee's return to
duty.
7. Split Sample Testing
Employees who test positive for drugs may request a second test of the remaining
portion of the split sample within 72 hours of notification of a positive test result by the
Medical Review Officer.
Refusal To Take An Alcohol Or Drug Test.
No employee shall refuse to submit to an alcohol or drug test as directed under this
policy. A refusal to submit shall include, but is not limited to:
a. a failure to provide adequate breath for testing without a valid medical
explanation;
b. failure to provide adequate urine for drug testing without a valid medical
explanation;
c. engaging in conduct that obstructs the testing process;
d. failure to appear for a test;
e. failure to remain at the testing site until the testing process is completed;
f. failure to permit the monitoring of the provision of a specimen as directed by
the collector;
g. failure to take a second test as directed by the collector;
h. tampering with a urine sample;
i. failure to complete all required forms and documents.
Refusal to submit to a test shall be considered the same as a positive test result.
Securing Information From Previous Employers.
If a person is to be hired into a position subject to this part of this policy and during the
previous two (2) years has worked as a driver of a commercial vehicle, that person must
authorize a request of all employers of the driver within the past two (2) years to release
information on the following:
a. Positive alcohol or drug tests
b. Refusal to be tested
The City will make a good faith effort to obtain and review the information from prior
employers within twenty-eight (28) days of the person performing safety sensitive duties
for the first time.
Applicants are directed to disclose to the City any positive federal drug tests taken for
entities other than bona fide employers within the previous two years.
92
Packet Pg. 168
4.5.b
If the City obtains information that indicates either a positive test or that a refusal to be
tested occurred within the past two (2) years, that person will not be permitted to drive
commercial vehicles unless subsequent information indicates that an evaluation by a
Substance Abuse Professional (SAP) was made, return to duty testing was
administered, and the individual remains in compliance with the return to duty provisions
outlined by the original SAP.
Confidentiality and Record Retention.
All records related to drug and alcohol testing will be maintained in a secure location with
controlled access. These records will be kept separate from records pertaining to all
other employees.
Consequences of Engaging in Prohibited Conduct or Positive Drug or Alcohol Tests.
A. Discipline
An employee will be subject to appropriate disciplinary action as specified in the
Personnel Policies up to and including termination from employment if:
1. the employee tests positive for a drug or drugs;
2. results from an alcohol test indicate a breath alcohol level of 0.04 or greater;
and/or,
3. the employee has engaged in prohibited conduct as outlined in the Personnel
Policies.
All employees, regardless of disciplinary action taken, will be advised of resources
available to the employee in evaluating or resolving problems associated with drug use
or alcohol misuse.
B. Positive Test Result and/or Engaging in Prohibited Conduct.
The following provisions apply to employees who are not terminated for violating this
policy:
If an employee tests positive for drugs or has an alcohol test that indicates a breath alcohol
level of 0.02 or greater from a random, reasonable suspicion or post -accident test, or
engages in prohibited conduct as outlined in the Personnel Policies, the employee will be
immediately removed from duties requiring the driving of a commercial vehicle. The
employee will not be permitted to return to work unless he/she:
1. has been evaluated by a qualified Substance Abuse Professional; and,
2. if recommended by a Substance Abuse Professional, has properly followed
any rehabilitation prescribed; and,
3. has had a post -treatment evaluation by the original SAP; and,
4. has a verified negative result on a return -to -duty alcohol (<0.02) and/or drug
test.
Upon completion of a recommended rehabilitation program and successful return to
work, an employee will be subject to follow-up random testing for up to sixty (60) months
as recommended by the Substance Abuse Professional, with a minimum of six (6) such
unscheduled tests within the first twelve (12) months of returning to duty.
93
Packet Pg. 169
4.5.b
Employee Assistance Program/Voluntary Referral.
The City supports employees who voluntarily seek assistance with alcohol or drug abuse.
Employees are encouraged to seek treatment voluntarily and to utilize the Employee Assistance
Program described in Part III. Any employee who comes forth and notifies the City of alcohol or
drug abuse problems will be given the assistance extended to employees with any other illness.
Any such program, however, may not interfere with the tests required by these rules. For
example, a driver may not identify himself/herself as unfit to drive after having been notified of a
random or reasonable suspicion test and expect to avoid the consequences for a positive test or
a refusal to test. In addition, voluntarily seeking assistance does not excuse any failure to
comply with all of the provisions of this part of this policy or other policies of the City.
Sick leave, vacation leave or leave of absence without pay may be granted for treatment and
rehabilitation as with other illnesses. Insurance coverage for treatment will be provided to the
extent of individual coverage. Confidentiality of information will be maintained as much as
possible at all times.
PART III: POLICIES APPLICABLE TO ALL EMPLOYEES
RESOURCES
A. Designated Employer Representative (DER)
The Human Resources Manager has been designated by the City to answer questions
about the program and program materials and may provide employees with resource
materials or referral assistance.
B. Employee Assistance Program
The City offers an Employee Assistance Program (EAP) designed to assist employees
and their families who are experiencing personal or job -related problems. The EAP is
available to employees who need assistance in dealing with a substance abuse problem.
Employees are encouraged to contact the EAP for assistance in early detection of
substance abuse problems and referral for treatment programs. All EAP services are
confidential and at no cost to the employee. Employees who would like information on
benefits of the Employee Assistance Program should contact the Human Resources
Department.
C. Testing, Evaluation and Referral Services
The City has joined the Association of Washington Cities (AWC) Drug and Alcohol
Testing Consortium for the administration of this program. The AWC Consortium has
contracted with HealthForce Partners to conduct the random testing services, provide
the testing laboratory facilities, arrange the testing collection sites, and provide the
Medical Review Officer (MRO) functions. The services of a Substance Abuse
Professional (SAP) are also available for employees with positive test results.
Drug and Alcohol Testing Collection Sites:
CarePlus Medical Center
14330 Aurora Avenue N
Shoreline, WA 98133
206.365.0220
94
Packet Pg. 170
4.5.b
Swedish/Stevens (after hours testing)
PacLab
21601 761" Ave. W.
Edmonds, WA 98026
(425) 640-4179
Testing Laboratory, as approved by the US Substance Abuse & Mental Health
Services Administration (SAMHSA):
LabCorp
1229 Madison Street, Suite 500
Seattle, WA 98104
206.386.2661
Medical Review Officer
Paragon MRO
Kirby Griffin, MD
9370 SW Greenburg Rd. Ste. 200
Portland, OR 97223
1-877-3225
Substance Abuse Professional
Compsych
1.800.570.9315
Compsych will refer caller to a Substance Abuse Professional in the local area.
TESTING PROCEDURES
A. Pre -Employment Testing
Following a conditional offer of employment, prospective employees will be tested for the
presence of drugs if being hired into a job requiring a CDL, or as determined by the City.
Current employees who are transferring from a position that does not require a
Commercial Driver's License to a position that does require one, will be tested for the
presence of drugs prior to performing duties that require driving or operating a
commercial vehicle.
A positive drug test result for an employment candidate will result in the City rescinding
the conditional offer of employment. The individual will only be eligible to re -apply for a
position covered by these procedures after six (6) months. Proof of compliance with
USDOT return -to -duty regulations will be required. A positive drug test result for an
employee seeking to transfer to a position requiring the driving of a commercial vehicle
will result in denial of the transfer and the employee will be subject to discipline as
described in the Drug and Alcohol Testing Policy.
B. Random Testing
1. After Hours Testing
95
Packet Pg. 171
4.5.b
If the need for testing occurs outside of the normal hours of operation of the designated
collection site, a supervisor or manager will be responsible for following the procedures
established by HealthForce Partners for such occurrences.
2. Dilute Specimens
If a test is reported to the City with a result of "Negative Dilute", the City will require the
employee to take another test immediately in the following circumstances: for pre-
employment, return to duty, reasonable cause, and follow up. The result of the
recollection shall become the official test of record.
TESTING COSTS AND COMPENSATION
A. Testing Costs
The City will pay for the following alcohol and or initial drug tests:
a. Random testing
b. Reasonable suspicion testing
c. Post -accident testing
d. Pre -employment
e. Follow-up testing
f. Return to duty testing
2. Employees are responsible for the costs associated with the following tests
a. Split sample re -tests made at the employee's request
Split sample testing will be initiated by the MRO immediately upon the request of
the donor without regard to which party will ultimately be responsible for
payment. However, the City will pursue reimbursement from the donor if the split
test reconfirms the original positive result.
3. Substance Abuse Professional and rehabilitation costs will be the
responsibility of the employee.
B. Pay Status
1. For Time Spent Testing
Employees will be compensated for time spent to report to the testing facility and
be tested for the following alcohol and/or initial drug tests:
a. Random testing
b. Reasonable suspicion testing
c. Post -accident testing
e. Follow-up testing
2. Waiting for Results
Employees who have been asked to submit to a reasonable suspicion drug test
will be placed on paid leave pending the outcome of the test results. Such
employees are eligible to use accrued vacation or sick leave during this time. If
the test result is negative, the time will be paid and any sick or vacation leave
used will be credited.
96
Packet Pg. 172
4.5.b
3. Waiting to Return to Duty
An employee who receives a positive drug test or who tests 0.02 or greater on an
alcohol test is not allowed to return to work until all of the applicable requirements
are met as outlined in the above policies. Such employee may use accrued
vacation or sick leave during this absence.
TESTING METHODS
A. Drug Testing
Drug testing requires donors to provide a urine specimen of at least 45 ml to be
tested. The specimen will be sent to LabCorp, a laboratory certified by the
Substance Abuse and Mental Health Services Administration (SAMSHA) to
conduct screening and confirmation tests according to the protocols identified in
the Department of Transportation Rules. All test results will be reviewed by the
Medical Review Officer (MRO).
B. Alcohol Testing
Alcohol testing will be conducted using an approved evidential breath testing (EBT)
device operated by a trained breath alcohol technician (BAT) at the collection site.
TRAINING AND EDUCATION
The City will provide all affected employees with copies of the Drug and Alcohol Testing Policy
and other information as may be required by the federal regulations. Each employee must sign
a receipt upon having been provided the above referenced information.
Managers and supervisors designated to determine whether reasonable suspicion exists to
require an employee to undergo alcohol or drug testing will receive at least sixty (60) minutes of
training on alcohol and sixty (60) additional minutes of training on drug abuse. The training will
cover the physical, behavioral, speech and performance indicators of probable alcohol misuse
and use of controlled substances.
POLICY MODIFICATIONS
The City reserves the right to amend this policy as required by changes to Federal law, State
law, accepted industry practice, or for minor administrative modifications. Employees will be
notified in writing of any changes made that affect them. A current copy of this policy will be
kept in the office of the Drug Enforcement Representative and is to be incorporated as Appendix
B to the City of Edmonds Personnel Policies.
97
Packet Pg. 173
4.5.b
APPENDIX C
Drug Free Workplace Policy
Furthermore, as a condition of employment on a Federal contract or grant, employees must
abide by the terms of the City's Drug Free Workplace Policy, which is required by the Drug -Free
Workplace Act of 1988 (41 U.S.C. 81).
1. The City of Edmonds Recognizes Alcohol and Drug Abuse as Potential Health,
Safety and Security Problems.
• Drug use and abuse negatively impacts the City, the employee, and co-workers.
The City has adopted this Drug -Free Workplace policy to protect and benefit the
City and its employees by helping to create a safe and efficient work
environment.
2. All Employees are Responsible for Maintaining a Druq Free Workplace.
• The City expects all employees to assist in maintaining a work environment free from
the effects of alcohol, drugs, or other intoxicating substances.
• Employees are prohibited from unlawfully manufacturing, dispensing,
possessing, using or distributing alcohol or controlled substances on City
premises or in City vehicles during working hours. The use of prescription or
over-the-counter medications, when such use adversely affects an employee's
job performance, their safety or the safety of others, or any combination thereof,
is also prohibited.
• This includes when the employee returns from his/her lunch break during which
he/she consumed one of the above substances.
• If an employee suspects his/her co-worker of being under the influence, he/she must
report it to the appropriate supervisor or Human Resources.
3. Employees Shall Report to Work in an Appropriate Mental and Physical State.
• Employees are required to report to their lobs in an appropriate mental and physical
condition, ready to work.
• If an employee may be impaired because of taking medication according to a
doctor's prescription, he/she is expected to discuss it with his/her supervisor before
commencing work that day.
• If a supervisor develops a reasonable suspicion that an employee is under the
influence of drugs or alcohol while at work, he/she may require that employee to take
a drug/alcohol test.
• Reasonable suspicion includes, but is not limited to, abnormal coordination,
behavior, speech or odor, unusual work performance or attendance problems.
• The suspicion needs to be confirmed by a reliable witness who has received
substance abuse awareness training.
• All suspicious factors must be documented.
• Since the symptoms mentioned above could be the result of other issues, every
effort must be made to confirm possibilities other than drua/alcohol influence before
requiring an employee to be tested.
Maintaining A DRUG FREE WORKPLACE
4. Employees Convicted of a Criminal Drug Violation Occurring on City Property or
Time Shall Report it to the City.
A
rl-
le
00
L
M
Q.
3
0
N
N
as
0
a
as
c
c
0
m
a
c
d
E
z
a
98
Packet Pg. 174
4.5.b
• Any employee who is convicted of any violation of any criminal drug statute
(including misdemeanors) for a violation occurring on City property or time shall
notify his or her supervisor within five (5) days of the conviction.
• Employees convicted of a drug -related crime shall be subject to termination. A
conviction includes any finding of quilt (including one agreed to by the employee), or
pleas of no contest, and/or any imposition of a fine, jail sentence or other penalty.
5. Employees With Drug or Alcohol Abuse Problems are Strongly Encouraged to
Seek Assistance.
• Employees who have an alcohol or drug abuse problem are strongly encouraged to
seek assistance through programs offered by the City's health carriers or the
Employee's Assistance Program.
6. The City will Utilize Available City Resources to Educate Employees About the
Dangers of Drug and Alcohol Abuse.
7. Violations of This Policv Mav Result in Discioline Up To and Includin
Termination.
• Any violation of this substance abuse policy will result in discipline up to and
including termination. Compliance with this substance abuse policy is a condition of
employment.
A
rl-
le
00
L
m
r
0
N
N
d
0
IL
m
c
c
0
0
L
m
IL
c
m
E
z
c�
Q
99
Packet Pg. 175
4.5.b
APPENDIX DC
RECEIPT OF PERSONNEL POLICIES
All employees should read the following; then sign, date and return the form to Human
Resources Office. The form will be placed in the employee's personnel file.
Enclosed are the City of Edmonds Personnel Policies. These policies supersede any prior oral
or written statements of the City's Personnel Policies. It is your responsibility to read these
policies, as they will acquaint you with your employee benefits, our personnel practices and
rules, and some organizational philosophy. It is important to understand that these policies do
not create an employment contract or a guarantee of employment of any specific duration
between the City and its employees. Although we hope that your employment relationship with
us will be long term, we recognize that at times things do not always work out as hoped, and
either of us may decide to terminate the employment relationship. Unless specific rights are
granted to you in employment contracts, civil service rules, or elsewhere, all employees of the
City are considered at -will employees and may be terminated from City employment at any time,
with or without cause and with or without notice.
As the City grows and changes, personnel policies may change. The City, therefore, reserves
the right to revise, supplement, clarify or rescind any policy or portion of a policy when deemed
appropriate by the Mayor. Please refer to the on-line version or contact Human Resources for
the most up-to-date version. Please also understand that no supervisor, manager or
representative of the City other than the Mayor has the authority to make any written or verbal
statements or representations which are inconsistent with these policies.
The City, as the employer, reserves the right to deduct from an employee's final paycheck
and/or accrued benefits of any amounts advanced to an employee that remains unearned when
his or her employment with the City ends.
If you have any questions about these policies or any other policies of the City, please feel free
to ask your supervisor, department head or the Mayor.
Your signature below signifies you have received and understand the information stated above
and that violation of any of these policies may be subject to potential disciplinary action.
Employee Signature
Employee Printed Name
Date
100
Packet Pg. 176
5.1
City Council Agenda Item
Meeting Date: 02/14/2017
Update on Alliance for Housing Affordability
Staff Lead: Shane Hope
Department: Development Services
Preparer: Diane Cunningham
Background/History
SUMMARY: Through the Alliance for Housing Affordability (AHA) Snohomish County cities work together
to address affordable housing issues on a regional basis. Each year the AHA board recommends a
budget. City Councils then approve that budget.
BACKGROUND: The Alliance for Housing Affordability (AHA) was created in 2013 through an Inter Local
Agreement (ILA) signed by the City of CITY Snohomish County, 10 other cities in the County, and the
Housing Authority of Snohomish County. The mission of AHA is to increase the supply of affordable
housing in Snohomish County by addressing the issue on a regional basis through interjurisdictional
cooperation and collaboration. Still in its early years, AHA is doing this by providing its members
technical expertise related to housing, by gathering and analyzing housing data and by providing
education and outreach to the public and to elected officials.
The ILA created a Board to manage AHA. The Board consists of representatives from each member of the
Alliance. The Board establishes an annual work plan and recommends an annual budget for approval by
the governing body of each of its members. In the case of JgM that would be the City Council. The ILA
also provides for a fiscal year that runs July 1-June 30. In order for each member to provide for its AHA
contribution in their respective budgets, the Board works on and approves a recommended budget about
one year before the budget goes into effect.
AHA has a single staff member, Chris Collier, who is the AHA program manager.
The City Council is being asked to: (a) consider a presentation (Attachment 1) about the Alliance for
Housing Affordability (AHA) and (b) approve the AHA Board's recommended budget and work plan for
FY 2018 (Attachments 2 and 3).
Staff Recommendation
Consider the information and approve the AHA Board's recommended budget and work plan.
Narrative
Background
The Alliance for Housing Affordability (AHA) was created in 2013 through an interlocal agreement (ILA),
which now includes Edmonds, twelve other cities, Snohomish County, and the Housing Authority of
Snohomish County. AHA's mission is to increase the supply of affordable housing in Snohomish County
through interjurisdictional collaboration. Still in its early years, AHA provides its members technical
expertise related to housing, for example, gathering and analyzing housing data and providing education
and outreach to the public and to elected officials.
Packet Pg. 177
5.1
The ILA created a Board, consisting of representatives from each member of the Alliance, to manage
AHA. City Council Member Neil Tibbott is Edmonds' current Board representative. The Board establishes
an annual work plan and recommends an annual budget for approval by the governing body of each of
its members. The ILA plans under the federal fiscal year, which runs July 1- June 30. To give members
enough time to provide for its member contribution (based on population), the Board starts preparing a
recommended budget about one year before it is to go into effect.
AHA operates from an office at the Housing Authority of Snohomish County. It has a single staff
member, Chris Collier, who is the AHA Program Manager. (See Attachment 1, which will be presented
by Chris at the Council's Feb. 7 meeting.)
Analvisis
Since its inception, the expertise provided to city staff by AHA has helped to ensure the City is meeting
its housing requirements under the Growth Management Act and Countywide Planning Policies. This
was especially evident in the 2015 Comprehensive Plan Update, which included the Housing Element.
For more information about AHA, see the organization's website: www.housingallies.org.
AHA's FYI 2018 budget establishes Edmonds' contribution at $3,841 for the coming year. (See
Attachment2.) Contributions are calculated based on each jurisdiction's population. Edmonds' adopted
2107 Budget anticipated this contribution.
Recently, an AHA subcommittee started preliminary discussion to strategize how to establish a funding
source to assist with the construction of new affordable housing. This is one of AHA's long-term goals.
In addition to providing much -needed housing expertise to the City, AHA also provides a forum for the
City to collaborate with other municipalities in the County to address our region's lack of affordable
housing. (See Attachment 3.)
Comprehensive Plan References
Edmonds Comprehensive Plan references include:
Policy C.2: Work with the Alliance for Housing Affordability and other agencies to: (a) Provide current
information on housing resources; (b) Determine the programs which will work best for the community;
(c) Conduct periodic assessments of the housing requirements of special needs populations to ensure
that reasonable opportunities exist for all forms of individual and group housing within the community.
Next Step
The next step for Council, after considering the AHA presentation, is to approve by motion the
recommended budget and work plan. (This may be done during the February 7 meeting or by placing it
on the February 14 Consent Agenda.)
Attachments:
ATT 1—AHA
ATT 2—AHA FY2018 Budget
ATT 3—AHA FY2018 Work Plan
Packet Pg. 178
LNTA 0 NTA f NTA fA NLTA fA NLTA f
'AL 'AL 2 "51. a
I
Apr Apr Apr
ALLIANCE FOR HOUSING
AFFORDABILITY
Chris Collier
Program Manager
Edmonds City Council
2/14/16
Packet Pg. 179
5.1.a
OVERVIEW
Introduction: AHA's past and future work
Work plan and budget review
What this looks like in practice
Packet Pg. 180
5.1.a
INTRODUCTION TO THE AHA
Need studied by SCT in 2009, AHA formally created in August 2013
AHA's core mission: Facilitate the availability of housing within
Snohomish county, meeting the needs of all income levels
Past Work by the AHA
Jurisdiction profiles
Assisted with Comp Plan housing elements
Jurisdiction dashboards
Work in the future
Help jurisdictions address their housing needs
Particularly for the 50-1 10% Area Median Income (AMI) bracket
Legislation tracking and updates
Outreach and education to community and government
Assist with research projects, presentations, and enhancing communication in the
county
Packet Pg. 181
5.1.a
AHA WORK PLAN & BUDGET
Data analysis
Reviewing the Census Bureau surveys and data — primarily American Communities
Survey
HUD data and policy documents
Research projects for jurisdictions
Technical expertise
Mapping (ArcGIS)
Web presence, programming, database management
Managing data gathering and automation projects for jurisdictions
Packet Pg. 182
5.1.a
AHA WORK PLAN & BUDGET
Education and outreach
Presentations to councils and committees, working with community members to assist in
connecting with the right people
Grants and Financial
Work to find funding for projects and new funding opportunities
Collaborative funding model similar to A Regional Council for Housing (ARCH)
The Alliance's budget request for FY20 7 8 is $ 7 20,586
The City of Edmonds is asked to contribute $3,84 7 of that
Packet Pg. 183
5.1.a
IN PRACTICE:
DATA ANALYSIS
Many examples of data analysis work
On request: Highway 99 analysis of housing stock, affordability, and
homeless services
Contributed to Edmonds' larger Highway 99 Area Plan
Included a phone survey of apartments in a specific area, and calls to homeless
shelters and service providers
General research: Analysis of HUD and Census data — gaining clarity
Affordability now defined by HUD's "Seattle -Bellevue -Everett Metropolitan Statistical
Area"
Tabulation of Census American Communities Survey data (more on that in Technical
Expertise)
Independent analysis: Building Permit Survey
Packet Pg. 184
UNITS PERMITTED BY YEAR 2012-2015
SNOHOMISH COUNTY
Arlington
Stanwood
Mill Creek
Lynnwood
Edmonds
Mukilteo
Marysville
Everett
Single Family
114
135
97
72
162
132
Weyel
Im
Two Family
10
0
0
0
10
0
rei
26
3-4 Family
0
0
20
0
0
0
M
0
CU
L-
L
0
5+ Family
.y
16 3
0
L
Q
47
a
365 0
CU
338
M
4300
7
Q
Q'
0
r
H
Q
r
846
w
671 Q
Total 1747 52 27 2326
Packet Pg. 185
Source: US Census Bureau Building Permits Survey, 2016
5.1.a
� IN PRACTICE:
TECHNICAL EXPERTISE
A lot of data out there, but hard to put it into a complete picture
Snohomish County Assisted Rental Housing Inventory, last done in 2010
Working with the County to bring that idea back
Develop this in a framework onto which more data can be placed
Similar to the profiles, develop data profiles for every jurisdiction
Develop a step-by-step guide to collect that data annually
Updated by (for example) an AHA intern in the summer months
ArcGIS Mapping — updating the housing profiles, other projects to
increase visualization of county housing
Packet Pg. 186
5.1.a
IN PRACTICE:
EDUCATION AND OUTREACH
Presentations like this one
Take updated profiles and other data/technical tools on the road to
council and planning commission meetings
Small group meetings with city and county staff to inform, refine and
update
Community meetings as well
Mandated by HUD's AFFH (Affirmatively Furthering Fair Housing) rule
Snohomish County is leading the AFH (Assessment of Fair Housing), but needs help
with community outreach
Dispelling misconceptions about affordable housing
Packet Pg. 187
5.1.a
EDUCATION
AND
OUTREACH:
INCOME
LEVELS IN
CONTEXT
Food Service
Employees - Line
Cooks, Servers,
Dishwashers, Baristas
Manicurists
Childcare Workers
Minimum Wage
Workers
Source: US Department of Housing and Urban Development, 2073; US Bureau of Labor Statistics, 2013
Packet Pg. 188
5.1.a
IN PRACTICE:
GRANTS & FINANCIAL
AHA currently not applying for grants to apply towards housing
development
But happy to help members apply for, or review, grant and other
financial applications
The end goal however, is collaborative funding, similar to ARCH in
King County
Jurisdictions have the option to pay into the AHA through general fund, entitlement,
fee waiver, surplus land donations, etc.
Applied regionally via loans and grants to developers to help get projects off the
ground, in tandem with tax credits and other funding options
Typically assists with 1-4 projects annually
Packet Pg. 189
5.1.a
IN CLOSING
Many paths to addressing housing issues in every jurisdiction, and
every jurisdiction is different
Striking the right balance between the urban core and the missing middle
Done through zoning, code revision, ordinances, etc.
All this takes a lot of work, though
The AHA is here to help with this work so cities can meet their housing
needs
Packet Pg. 190
5.1.a
THANK YOU!
Chris Collier
Program Manager
Alliance for Housing Affordability
ccollie r(pD-hasco.orc 1 425.293.0601
ON
Q
Packet Pg. 191
5.1.b
ALLIANCE FOR HOUSING AFFORDABILITY
PROPOSED FY2018 OPERATING BUDGET
Jurisdictions
HASCO
Total
Revenues
FY18 Revenue
$71,752
$53,505
$125,257
Total FY18 Revenue
$71,752
$53,505
$125,257
Expenses
1.0 FTE Program Manager
$37,301
$30,834
$68,135
Fringe Benefits @ 39%
$26,572
$26,572
Local Travel / Mileage
$1,407
$1,407
Audit
$1,000
$1,000
Software, Data, and Consulting
$5,472
$5,472
Total FY18 Expenses
$71,752
$30,834
$102,586
HASCO Staff Time (In Kind)
$12,000
$12,000
Overhead @ 10% (In Kind)
$10,671
$10,671
Total FY18 Expenses and In Kind
$71,752
$53,505
$125,257
PROPOSED FY2018 MEMBER CONTRIBUTIONS
Joint Board Members
2015
Population
% of Subtotal
FY2018
Contribution
% Increase
from FY2017
SMALL JURISDICTIONS
Granite Falls
3,390
-
$1,639
3%
Snohomish
9,270
-
$1,639
3%
Stanwood
6,530
-
$1,639
3%
Woodway
1,310
$1,639
3%
Small Jurisdictions Subtotal
20,500
-
$6,556
LARGE JURISDICTIONS
Arlington
18,490
2.69%
$1,754
8%
County (Unincorporated)
330,260
48.06%
$31,330
11%
Edmonds
40,490
5.89%
$3,841
9%
Everett
105,800
15.39%
$10,037
9%
Lake Stevens
29,900
4.35%
$2,836
10%
Lynnwood
36,420
5.30%
$3,455
9%
Marysville
64,140
9.33%
$6,085
10%
Mill Creek
19,760
2.88%
$1,875
13%
Mountlake Terrace
21,090
3.07%
$2,001
11%
Mukilteo
20,900
3.04%
$1,983
10%
Large Jurisdictions Subtotal
687,250
100.00%
$65,196
HOUSING AUTHORITY
HASCO
$53,505
1. FY2018 is July 1, 2017 to June 30, 2018. The AHA Joint Board accepted this budget in May 2016 for councils'
review and appropriation by 2/28/2017. The AHA Joint Board must adopt this final budget by 3/31/2017.
Packet Pg. 192
5.1.c
FY2O18 Draft Work Plan (July 2017 — June 2018)
I. Synthesize/Analyze Data
a. Continue to identify data gaps and develop strategies for resolving them, including updating the
Affordable Housing Rental Inventory of Snohomish County
b. Track market and demographic changes over time, including information on new and expiring
affordable housing, funding sources, income restrictions, condition, and surrounding public
infrastructure
c. Prepare housing profiles for new members
2. Provide Technical Expertise
a. Respond to research requests from Joint Board members, actively seek out new projects
b. Support jurisdictions in the development and implementation of new housing strategies and
performance evaluation of existing strategies
a. Develop model dedicated housing strategy
c. Develop and expand range of educational materials, including working definitions of housing
concepts and programs, best practices, case studies, and visual aids
3. Education and Outreach
a. Develop a strategy and tools to educate elected officials about affordable housing and the roles
they can play in educating others about their jurisdictions' affordable housing needs and in
obtaining funding for housing
• Research legislative changes, legislative agendas, and funded projects
• Design workshop for elected officials to better inform them of housing issues and funding
opportunities/challenges/processes
• Present regularly to participant city councils on affordable housing issues in the context of
their city
• Identify elected officials who could serve as primary contact points for federal/state elected
officials and federal/state agencies that provide housing funding
b. Facilitate collaboration on housing policies and priorities, including connecting Alliance members
with relevant state and federal elected officials and agencies
• Collaborate with Housing Consortium of Everett and Snohomish County on housing
advocacy
c. Assure that the community and stakeholders are aware of the Alliance's mission, resources, and
accomplishments
4. Grants and Financial
a. Track upcoming funding opportunities and newly funded projects
b. Research strategies for leveraging CDBG and other funds
c. Explore common strategies to pursue funding to be used by cities individually or collectively
d. Study potential new revenue generation tools that can be used to fund projects
a. Identify specific locations for potential affordable housing development, including
preservation of existing affordable housing
Packet Pg. 193
5.2
City Council Agenda Item
Meeting Date: 02/14/2017
Presentation of the revised City of Edmonds Commute Trip Reduction Plan and Ordinance (ECC 17.95)
(10 minutes)
Staff Lead: Bertrand Hauss
Department: Engineering
Preparer: Megan Luttrell
Background/History
On December 16, 2008, Council adopted the City of Edmonds Commute Trip Reduction Plan and
Ordinance Amending ECC Chapter 17.95.
Staff Recommendation
Forward this item to the consent agenda for approval at the February 21, 2017 Council meeting.
Narrative
In 2006, the Washington State Legislature passed the Commute Trip Reduction (CTR) Efficiency Act
which amended the CTR requirements for local governments in counties experiencing the greatest
automobile -related pollution and traffic congestion. The purpose for the amendments was to require
the local governments to develop and implement plans to reduce single occupancy vehicle trips and
greenhouse gas emissions. A CTR Plan and CTR Ordinance were then adopted in 2008. Since the plan
expired in 2016 and the CTR Efficiency Act was recently enacted with new guidelines, the adoption of
new documents is needed. The major revisions are:
Goal of reducing drive alone trips by 7% for all major employers (more than 100 full-time
employees) between 2017 and 2019 (reduced from 15% in previous plan).
Removal of identifying reductions in Vehicle Miles Traveled (VMT) / greenhouse gas
emissions requirements.
The CTR plan, Attachment #1, focuses on reducing drive alone trips among employees who work for
major employers. CTR plans throughout the county were revised to be clear and consistent among
jurisdictions. In Edmonds, there are three employers who are considered major employers (Swedish
Hospital, City of Edmonds and Edmonds Family Medical Clinic). The proposed ordinance is included in
Attachment #2. Both documents are consistent with the goals identified in the 2015 Comprehensive
Plan. The ordinance has been approved as to form by the City Attorney
Attachments:
Attachment #1: 2017-2019 CTR Plan
Attachment #2: Proposed Ordinance
Packet Pg. 194
5.2.a
Co
Cl)
00
r
C
Cu
d
w
F-
U
r
O
N
ti
r
O
N
r
C
E
L
V
R
r
r
Q
r-i
C
d
L
V
R
a
Packet Pg. 195
5.2.a
Table of Contents
INTRODUCTION 3
Program History
Past Program Performance
Benefits of the CTR Program
I. LOCAL PROGRAM ASSESSMENT 5
Affected Major Employers
Land Use and Transportation Conditions at Major Employment Sites
0
II. TRIP REDUCTION STRATEGY FOR MAJOR EMPLOYERS 5
06
r—
Employer Goals and Targets
Requirements for Major Employers
Barriers to Achieving Goals
co
M
00
r
III. IMPLEMENTATION 9
r—
Roles and Responsibilities
Program Administration and Support
Supportive Plans, Policies, and Programs
City of Edmonds Comprehensive Plan
Community Transit: Transit Development Plan
Curb the Congestion
IV. FINANCIAL PLAN 12
CTR Program Costs and Resources
Supportive TDM Program Costs and Resources
V. CONSULTATION AND REVIEW 15
APPENDICES
Appendix A: Current Program Participants A-1
Appendix B: Comprehensive Plan Policies that Support CTR A-2
Appendix C: Employer Workshop Summary A-3
City of Edmonds 2 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 196
5.2.a
INTRODUCTION
The Commute Trip Reduction (CTR) Plan for Edmonds outlines policies and strategies to improve
air quality and reduce traffic congestion through employer -based transportation programs that
encourage the use of alternatives to single -occupant vehicle trips for commute purposes. This plan
as well as previous CTR plans and ordinances has been developed to meet the requirements of
the Washington State Commute Trip Reduction Act (RCW 70.94) initially adopted in 1991. In 2015,
the Washington State Legislature updated the program to allow greater flexibility at the jurisdiction
level to apply transportation demand management (TDM) strategies that better address local
conditions. This plan has been prepared in accordance with those revisions.
This plan applies to "affected major employers" in Edmonds who employ 100 or more full-time a)
employees at a single worksite and who are scheduled to begin their work day on weekdays
between 6:00 a.m. and 9:00 a.m. The plan also applies to "voluntary employers" who choose to c
participate in the program even though they do not meet the criteria to be affected. The plan sets a o
goal for these worksites of increasing non -drive alone trips by 7% between 2017 and 2019. 0a
c
Building upon the accomplishments of the existing commute trip reduction program, as well as
other successful TDM strategies, the plan outlines strategies the City of Edmonds, along with other W
agencies, will implement to assist employers in meeting the goals of the plan. Revisions are also L)
being made to the Edmonds' Commute Trip Reduction Ordinance (ECC 17.95) to coincide with this 00
update. 00
PROGRAM HISTORY
For over 25 years, jurisdictions in Snohomish County have partnered with state, regional and local
agencies to implement the Commute Trip Reduction program with the goal of improving air quality
and reducing traffic congestion. The Washington State Commute Trip Reduction Act (RCW 70.94)
was adopted in 1991. In 2006, the Washington State Legislature passed the Commute Trip
Reduction Efficiency Act which focused the CTR program on urban growth areas that were
experiencing the greatest automobile -related air pollution and traffic congestion.
In 2013, the Washington State CTR Board approved a four-year pilot rulemaking experiment to
evaluate new trip reduction strategies, improve performance measurement and identify
administrative efficiencies. The City of Edmonds, along with 7 other jurisdictions in Snohomish
County and the city of Bothell, were selected to participate in an alternate CTR program during the
pilot period. The alternate plan focused program resources in the areas with the greatest trip
reduction potential. It streamlined worksite reporting and moved data collection from a biennial
survey to a daily online trip calendar using the state's online ride -matching and calendaring system,
RideshareOnline. com. This plan uses the flexibility provided within the 2015 CTR law revisions to
continue the successful strategies of the pilot alternate plan program.
PAST PROGRAM PERFORMANCE
The CTR program performance analysis below shows the effect of commute habits of
approximately 26,000 employees from CTR affected major employers in eight Snohomish County
jurisdictions and the city of Bothell in 2015.
The table below compares employee commute information from the 4th quarter of 2014 with
associated information from 2015. The comparison shows that commuters at these worksites
City of Edmonds 3 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 197
5.2.a
chose to take almost 15,000 more non -drive alone commute trips during that period, more than a
15% improvement.
Period
Non -drive alone
trips
2014 — 4th Quarter
63,040
2015 — 4th Quarter
72,617
Difference
9,577
Percent Change
+13.9%
BENEFITS OF THE CTR PROGRAM
The impacts and benefits to the Edmonds' Commute Trip Reduction (CTR) program reach beyond
the employments sites. CTR has continued to grow as the county grows and the program can be
used to address a variety of transportation and environmental issues, especially as our ability to
add capacity to roadways becomes a challenge:
Meeting State and County Climate Change Goals — In Snohomish County 62% of greenhouse
gas emissions are attributable to transportation. By working to reduce vehicle miles traveled, CTR
supports both the Governor's and County Executive's executive orders on climate change and
reduction of GHG. In the last year alone, the CTR program in Snohomish County and the city of
Bothell reduced greenhouse gas emissions by over 8 million pounds of carbon dioxide.
Avoiding the costs of Roadway Expansion —The cost of expanding roadways is increasing. In
many cases it is more cost effective to manage demand than to continue expanding supply.
Meeting the needs of increased urbanization —By 2035, the Snohomish County population is
expected to grow by over 230,000 and employment is estimated to increase by almost 150,000
jobs. Most of this growth will go to the areas that are already urbanized. These are also areas
where traffic problems are significant and alternative modes can be effective.
Energy costs — Rising and unpredictable fuel costs have put strains on the personal budgets of
the residents of Snohomish County. The CTR program, through subsidies and assistance with
lower cost commuting options, can help commuters meet their household needs.
Consumer preferences and market trends — CTR is addressing current consumer preferences in
which more consumers want to live in multi -modal communities where it is possible to walk and
bicycle safely, use neighborhood services, and have access to quality public transportation.
Other environmental concerns — CTR helps to address concerns over air pollution, depletion of
natural areas, and other environmental impacts by reducing the demand for automobiles. For each
car that is taken off the road, there is a significant benefit to the environment.
City of Edmonds 4 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 198
5.2.a
I. LOCAL PROGRAM ASSESSMENT
AFFECTED MAJOR EMPLOYERS
The Washington State Commute Trip Reduction Efficiency Act (RCW 70.94.521-555) and the
Washington Administrative Code (WAC 468-63) require that major employers in the most
congested urban growth areas (UGA) in the state develop and implement a program to encourage
their employees to increase their use of non -drive alone transportation options. The act defines a
major CTR employer as one that employs 100 or more full-time employees at a single worksite
who begin their regular workday between 6:00 a.m. and 9:00 a.m. on at least two weekdays for at
least twelve months. In Snohomish County the affected UGAs includes the Southwest, Marysville,
Arlington, Lake Stevens, Snohomish, and Monroe. The number of major employers in Edmonds
fluctuates and will vary during the life of this plan. A table listing the current major employers is in
Appendix A.
In addition to the major work sites there are other employer sites in the program that are defined as
"voluntary". These sites are involved for a variety of voluntary reasons including the desire to
mitigate traffic and environmental impacts at their worksite and decrease the cost of commuting for
their employees.
II. TRIP REDUCTION STRATEGY FOR MAJOR EMPLOYERS
Local jurisdictions with affected major employers are required to develop programs and strategies
for successful CTR programs that comply with the guidance and minimum requirements of the
Washington State Commute Trip Reduction Efficiency Act (RCW 70.94.521) and the Washington
State Commute Trip Reduction Board. Eight Snohomish County jurisdictions (Arlington, Edmonds,
Lynnwood, Marysville, Monroe, Mukilteo, Mountlake Terrace, Snohomish County) and the city of
Bothell have worked together with Community Transit to develop common goals, requirements,
and strategies that will provide for a successful and coordinated CTR program.
EMPLOYER GOALS AND TARGETS
This plan sets a goal for affected major employment worksites of increasing non -drive alone trips
by 7% between 2017 and 2019. This goal is a target, and failure to achieve the goal is not a
violation of state law or local ordinance. Progress towards the trip goal will be based on non -drive
alone trip counts recorded in the RideshareOnline.com calendaring system.
Targets for newly affected CTR worksites will be determined from their time of entry into the
program based on the two-year goals. For these sites, a baseline assessment of employee
commute habits will be completed within 90 days of approval of CTR program and a target set for
the worksite for the remaining period of the CTR plan period.
REQUIREMENTS FOR MAJOR EMPLOYERS
To achieve the goals and targets, major employers that are voluntary or affected by the CTR Law
are required to implement the following program elements:
Required Element I Description
Designate Employee The employer will designate an Employee Transportation
City of Edmonds 5 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 199
5.2.a
Transportation
Coordinator
Regular Distribution of
Information to Employees
Coordinator (ETC). The ETC is the point of contact on -site
between the employer and its workforce to implement, promote
and administer the organization's CTR program. He/she is also
the point of contact between the employer and the local
jurisdiction to track the employer's progress in meeting CTR
requirements. Employers will be responsible for providing ETCs
with adequate time to attend training, network meetings and to
administer the program.
The employer will distribute information to employees about
commute alternatives at least twice a year. At least one of the
items distributed will be a description of the employer's worksite
program. Examples of other information that will be distributed
may include:
• Transit system maps and schedules
• Vanpool rider alerts
• Weekly traffic alerts
• Regional or state ridesharing campaign promotional
materials
CTR Reporting Quarterly The employer will complete a quarterly employer report and
submit to the local jurisdiction. The CTR law requires that the
employer conduct a program evaluation to determine worksite
progress toward meeting the CTR goals.
Rides hareOnIine.com The employer will promote and encourage employees to log trips
Data Collection into RideshareOnline.com. This data will be used for goal
measurement purposes.
Implementation of a Set of
Measures
The employer will implement a set of measures that are
designed to increase the percentage of employees using some
or all of the following modes:
• Transit
• Vanpool
• Carpool
• Bicycle or walking
• Telework, compressed work week, or flexible work
schedule
• Other non -single occupant vehicle modes
Measures to reduce drive alone trips and vehicle miles traveled
include, but are not limited to:
• Provision of preferential parking or reduced parking
charges for high occupancy vehicles
• Instituting or increasing parking charges for single -
occupant vehicles
City of Edmonds
DRAFT Commute Trip Reduction Plan
February 2017
2017-2019 CTR Plan Template
Packet Pg. 200
5.2.a
• Provision of commuter ridematching services
• Provision of subsidies for transit fares
• Provision of vans for vanpools
• Provision of subsidies for carpooling or vanpooling
• Permitting the use of employer's vehicles for carpooling
or vanpooling
• Permitting flexible work schedules
• Cooperation with transportation providers to provide
additional regular or express service to the work site
• Provision of bicycle parking facilities, lockers, changing
areas and showers
• Provision of a program for parking incentives such as a
rebate for employees who do not use the parking facility
• Establishment of a program to permit employees to work
part or full time at home or at an alternative work site
closer to their homes
• Establishment of a program of alternative work
schedules such as compressed work week schedules
(such as 4/40 or 9/80)
• Implementation of measures designed to facilitate the
use of high -occupancy vehicles such as on -site day care
facilities and emergency taxi service
• Employers or owners of worksites may form or utilize an
existing Transportation Management Association (TMA)
or other transportation -related associations to assist
members in developing and implementing commute trip
reduction programs
ETC Training The employer ETC will attend an ETC basic training session
within six months of appointment.
Employer Notification The employer will notify the jurisdiction or designee when there
are proposed changes to their CTR program, changes in ETC or
contact information, and/or significant changes in number of
employees at the worksite.
ETC Networking/ The employer ETC will attend at least six hours of networking or
Advanced Training advanced training per year. Training and networking sessions
may include marketing CTR programs to employees, trip
planning, ridesharing, joint promotions and networking meetings.
Annual Worksite Employers will be required to hold at least one annual
Promotion of Employer "transportation fair" or equivalent promotion which is available to
CTR Program all employees at each CTR-affected worksite.
City of Edmonds 7 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 201
5.2.a
Compliance, Violations, and Penalties for Noncompliance - There are no violations for failure
to achieve CTR goals, only for failure to make a CTR good faith effort.
BARRIERS TO ACHIEVING GOALS
The following barriers to the achievement of the program goals have been identified:
Transit Service — While about half of the affected employment sites in Edmonds are located near
good transit service, some of the employment sites have little or no transit service.
Pedestrian Pathways — Some of the sites near transit have barriers caused by poor pedestrian
pathways between the business and transit or the business and other needed services which make
the use of an auto necessary.
Abundant Free Parking — Consistent with the business and industrial park location is the
abundance of free parking. Most of the CTR-affected worksites in Edmonds offer free parking to
their employees and in most cases there is no constraint on parking capacity. Parking
management is difficult in most of these cases because of large amounts of available off -site
parking with the potential for spill -over impacts on neighboring properties.
Ability to Implement Telework and Flexible Schedules — As an effective technique to reduce a
greenhouse gas emissions (GHG), telework and the flexible scheduling of employees can be a
strong strategy among CTR worksites. The barriers to these techniques are often tradition and the
culture of business. There is a perception among the management at some CTR employers that M
alternative work schedules can result in decreased employee productivity. There are also often
technological problems with connecting a remote employee with the businesses systems.
Lack of Employee Transportation Coordinator (ETC) Support — The ETC is the backbone of
any CTR program but at many sites the ETC is not given the opportunity to succeed because of
training or lack of time and resources. ETC success is often dependent on the support that the
ETC is getting from the management of the company. An employer program where the ETC is not
getting the training and support necessary from within the company will not succeed.
City of Edmonds 8 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 202
5.2.a
III. IMPLEMENTATION
ROLES AND RESPONSIBILITIES
Edmonds plans to work in partnership with Community Transit, the Puget Sound Regional Council
(PSRC), WSDOT, other affected Snohomish County jurisdictions, and its affected worksites to
implement the CTR plan. Implementation of the plan will be carried out predominantly by the
following parties:
Major Employers — The most important partners in the success of this plan are the participating
employers. These employers are responsible for designing and implementing CTR programs
consistent with the program goals and requirements as outlined in Section II of this plan. This
includes developing a program, designating an ETC, delegating adequate time for ETCs to perform
duties, distributing information on the program to employees, submitting program reports, and other
necessary or desired elements.
Community Transit — The role of Community Transit is also critical to the success of this plan. For
more than twenty-five years, Community Transit has worked with employers to develop and
implement successful CTR programs. Through agreements with each CTR-affected jurisdiction
and the Washington State Department of Transportation (WSDOT), Community Transit will be
responsible for employer outreach, education and training, program review, and administering the
employer data collection process. Community Transit also manages and implements the Curb the
Congestion program, another tool in the employer trip reduction toolkit.
Transit Service Providers — Quality transit service is important for the success of this plan,
Community Transit is the provider of vanpool and transit services to the CTR worksites in
Edmonds. In addition to Community Transit, Everett Transit and Sound Transit also provide bus
service to many employment areas in Snohomish County.
Edmonds — Edmonds is responsible for developing and implementing the local CTR plan and
ordinance and ensuring that CTR plan is consistent with the Edmonds comprehensive plan.
Edmonds is also responsible for ensuring that CTR worksites are in compliance with the Edmonds
CTR ordinance. Edmonds will work with Community Transit, the Puget Sound Regional Council
(PSRC), WSDOT, and the other Snohomish County jurisdictions to develop and fund the programs
necessary to meet the CTR plan goals.
PROGRAM ADMINISTRATION AND SUPPORT
Community Transit will provide technical assistance and marketing incentives to help affected
major employers meet the requirements and achieve their goals.
Employer Notification and Enforcement — Community Transit acts as the liaison between
Edmonds and major affected employers and assists with preparation of notification documentation
and enforcement recommendations.
Employer Assistance — Through a long-term agreement with each CTR-affected jurisdiction and
WSDOT, Community Transit works with affected and voluntary employers to develop and
successfully implement CTR programs. This assistance includes:
• ETC Development and Support - The ETC is an integral part of the trip reduction program.
Their job duties should include coordination of annual fairs, conducting promotions,
distributing information, notifying the Edmonds about program changes, and the collection
and reporting of data. Community Transit provides training courses, networking meetings, and
F
c
c
L
0
0a
c
a
U
00
M
00
City of Edmonds 9 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 203
5.2.a
other assistance to the ETC designed to help meet the requirements of the program and
increase the success of this key person.
• Program and Strategy Development — Community Transit provides consultation with
employers to help worksites design and develop appropriate trip reduction strategies.
Strategies may include carpool and vanpool programs, parking management, incentives
programs, bicycling and walking programs, alternative work schedules, and telework
programs.
• Promotions — Community Transit works with employers to design and conduct promotions,
on -site transportation fairs, and other special events to increase awareness and use of
commute alternatives. Assistance includes design and provision of materials, promotional
items, staffing information booths and on -site ridematching.
• Incentives — Community Transit provides incentives to employees at affected worksite, such
as the quarterly Smart Commuter Rewards program, to encourage the use of non -drive alone
commute modes.
• Guaranteed Ride Home — Through an agreement with the employer, Community Transit
offers emergency transportation to employees who choose an alternative to driving alone.
• Transit Pass Programs — Community Transit can work with employers to help identify
appropriate ORCA Business Account programs for worksites.
Transportation Services — Transportation service providers provide alternative transportation
options to single occupancy vehicle commuting.
• Vanpool Services — Community Transit operates one of the largest vanpool programs in the
nation. Vans are provided to groups of 5-15 commuters who pay a monthly fare based on
travel distance and number of passengers.
• Transit Services — Community Transit, Everett Transit and Sound Transit provide bus and
commuter rail service within Snohomish County. Community Transit staff assists ETCs with
identifying potential riders, planning individual trips and marketing specific routes. Transit
schedules and on -site transit pass programs are also available.
SUPPORTIVE PLANS, POLICIES, AND PROGRAMS
Snohomish County and other local partner agencies have developed and implemented a variety of
plans, policies and programs that support and increase the impact of commute trip reduction in
Edmonds.
Edmonds' Comprehensive Plan and Transportation Improvement Plan
The Edmonds' Comprehensive Plan lays out a 20-year strategy to address this growth. A central
tenant of the plan is support for multimodal transportation to address the increased traffic that is
expected to come with growth.
The Edmonds Comprehensive Plan was updated in July 2015 and includes many policies that
support CTR and Transportation Demand Management strategies. Edmonds is continuing to
implement these policies which promote non-SOV travel through transit supportive land uses with
higher densities and mixed use development, providing pedestrian access to transit facilities, and
incorporating transit stops into roadway improvement projects.
F
c
c
0
a
U
00
M
00
City of Edmonds 10 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 204
5.2.a
The Transportation Element of the comprehensive plan discusses numerous roadway
improvement projects on roads to address congestion and safety problems. As part of every urban
roadway project, a detail evaluation is completed to see how bicycle and pedestrian facilities could
be incorporated into the project limits.
The TIP which is the county's six -year transportation investment plan includes $18,000,000 for
non -motorized facilities and $30,000,000 for Transportation Demand Management.
Appendix B includes an analysis of the comprehensive plan goals and policies that support CTR.
The comprehensive plan policies have been reviewed for consistency with this plan and with state
law.
Community Transit: Transit Development Plan 2016-2021
Community Transit's Transit Development Plan (TDP) and Long Range Plan look ahead to
a�
forecast sales tax revenue, and to match proposed future service expansions with the labor and
S
fleet needed to provide that service. By 2021, Community Transit will need 167 new buses to
0
replace aging vehicles and expand its fleet by more than 60 buses. The agency operated 235
Ga
buses in 2015.
In addition, the agency will need to hire approximately 200 new employees over the next six years,
a
primarily bus drivers and mechanics. There are currently 627 people who work for the agency.
U
Community Transit plans a service expansion that will add about 138,000 hours of service, or a 40
M
percent increase over 2015 service levels. That expansion added two new routes in September
2016 and will add more bus trips throughout the system in both September and March 2017.
In fall 2017, the TDP outlines the desire to add more new trips on existing routes with a focus on
W
commuter routes to Seattle. Many of those buses are standing room only, but more buses need to
be purchased and delivered in order to expand peak -time operations.
M
In 2019, a major service expansion would include the launch of Swift Green Line, Community
0
ti
Transit's second bus rapid transit (BRT) line, between Canyon Park and Boeing/Paine Field. The
N
service proposals beyond this year are concepts and will need to be vetted by Community Transit's
r
Board of Directors each year.
�*
Within the six -year timeframe, a third Swift route will be studied with the intent to launch as part of
E
a south county service restructure to meet up with Sound Transit's Link light rail when it reaches
U
Lynnwood in 2023. Eventually, a network of Swift lines will crisscross the county to provide fast,
a
frequent transit connections throughout Snohomish County.
Curb the Congestion
This origin -based transportation demand management (TDM) program targets strategies to where
commuters begin their travel. Community Transit, in partnership with Snohomish County,
developed Curb the Congestion, a progressive, community -based TDM program proven to reduce
single occupancy vehicle trips on congested corridors in Snohomish County through a focus on
both commute and non -commute trips. Program corridors include (as of January 2017): 128th
Street, 164th Street, 196th Street, Bothell -Everett Highway, Highway 99, 1-405 and Highway 522.
Each of the current affected major employers in Edmonds is served by one of these corridors, and
their employees are eligible to participate in the Curb the Congestion program.
Snohomish County funds Curb the Congestion on 128th Street, 164th Street, 196th Street, Highway
99 and Bothell -Everett Highway in partnership with Community Transit using a regional Congestion
City of Edmonds 11 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 205
5.2.a
Mitigation and Air Quality (CMAQ) grant. The 1-405 Regional Mobility Grant funds Curb the
Congestion on 1-405 (from Lynnwood to Highway 522) and Highway 522 (from Monroe to Bothell).
Both funding partners utilize Curb the Congestion as part of a strategy to alleviate traffic in
congested corridors during peak commute hours.
This program has produced measurable results, fostering long-term behavior change. In 2015,
Curb the Congestion eliminated 398,381 drive alone trips on the 6 target corridors and reduced
vehicle miles driven by 7 million miles. The program also demonstrated valuable environmental
benefits, by preventing 3.7 million pounds of carbon dioxide from being emitted.
IV. FINANCIAL PLAN
Edmonds and the other eight jurisdictions working together on this CTR plan have developed a
joint financial plan outlining the estimated costs and the resources needed for program success.
CTR PROGRAM COSTS & RESOURCES
Costs
Table 1 is a summary of the estimated costs necessary to maintain the CTR program through
2019. Community Transit will administer and implement the CTR program. Edmonds will provide
the development, adoption, and implementation of the CTR plan and ordinance including code
revisions, additions to the comprehensive plan, and any necessary enforcement.
Table 1: CTR Program Costs 2017-2019
Activity
Responsible Agency
Estimated
Cost 2017
Estimated
Cost 2018
Estimated
Cost 2019
CTR Administration*
Community Transit
$125,000
$125,000
$125,000
CTR Services**
Community Transit
$200,000
$200,000
$200,000
Ordinance and Plan
Maintenance/Compliance
Edmonds
$1,000
$1,000
$1,000
TOTAL
$326,000
$326,000
$326,000
* Includes program administration, promotions, marketing, guaranteed ride home, outreach and education.
"Includes program staff time, outreach and education.
Identified Resources
The resources for the programs administered for the CTR worksites come from a number of
sources as shown in Table 2. WSDOT provides funds to cover some of the costs of administering
the CTR program. Community Transit provides the resources to cover the remainder of the
administration costs and for the outreach and marketing. Edmonds will provide the resources
necessary to for maintenance and compliance with the CTR ordinance.
Table 2: Identified Resources for CTR Program 2017-2019
Description
Source of Revenue
Identified
Identified
Identified
Revenue
Revenue
Revenue
2017
2018
2019
Ordinance and Plan
Edmonds
$1,000
$1,000
$1,000
Maintenance/Compliance
CTR Administration
WSDOT
$125,000
$125,000
$125,000
City of Edmonds 12 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 206
5.2.a
Description
Source of Revenue
Identified
Identified
Identified
Revenue
Revenue
Revenue
2017
2018
2019
CTR Services
Community Transit
$200,000
$200,000
$200,000
TOTAL
$ 326,000
$ 326,000
$ 326,000
Employer funding — Missing from the tables above are the considerable resources that employers
put into this program. Based on data from CTR worksite reporting, for every $1 invested by state
CTR funding, businesses invest $18 toward meeting CTR program goals.
SUPPORTIVE TDM PROGRAM COSTS & RESOURCES
Costs
Table 3 is a summary of the estimated costs for other transportation demand management (TDM)
programs, strategies and measures that will support commute trip reduction in Edmonds through
2019. These supportive strategies target residents and small employers through the county's
corridor TDM program, Curb the Congestion. The availability of these additional resources and
incentives can increase the impact of trip reduction for CTR affected employees along targeted
corridors.
Table 3: Supporting TDM Program Costs 2017-2019
Activity
Responsible
Agency
Estimated
Cost 2017
Estimated
Cost 2018
Estimated
Cost 2019
Curb the Congestion*
Community Transit
$739,000
$504,000
$384,000
CTR Incentives Program
City of Edmonds
$2,000
$2,000
$2,000
TOTAL
$741,000
$506,000
$386,000
*Includes program costs for management and implementation of the Snohomish County program on
1281h/1 641h/1 961h/SR 527/SR 99 and the WSDOT/King County program on I-405 and SR 522.
Identified Resources
Curb the Congestion is funded through a variety of sources as shown in Table 4. Snohomish
County has sponsored Congestion Mitigation and Air Quality (CMAQ) grants through PSRC to fund
the 128th/164th/198th/SR-527/SR-99 program. Snohomish County and Community Transit are
providing matching funds for these grants. The Snohomish County matching funds will come from
developer TDM mitigation fees. The SR-522 and 1-405 programs are also receiving funding through
the state Regional Mobility grant program.
Table 4: Supporting TDM Program Resources 2017-2019
Description
Source of
Identified
Identified
Identified
Revenue
Revenue
Revenue
Revenue
2017
2018
2019
Curb the Congestion
WSDOT
$160,000
2012 CMAQ Grant
Curb the Congestion
Snohomish
$100,000
2012 CMAQ Grant
County
Curb the Congestion
WSDOT
$120,000
$120,000
City of Edmonds 13 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 207
5.2.a
Description
Source of
Identified
Identified
Identified
Revenue
Revenue
Revenue
Revenue
2017
2018
2019
2014 CMAQ Grant
Curb the Congestion
Snohomish
$225,000
$325,000
$317,000
2016 CMAQ Grant
County
Curb the Congestion
King County
$75,000
1-405 Regional Mobility
Curb the Congestion
Snohomish
$34,000
$34,000
$42,000
Grant Match/TDM Mitigation
Count
Curb the Congestion
Community
$25,000
$25,000
$25,000
Grant Match
Transit
TOTAL
$ 739,000
$504,000
$384,000
a�
L
0
Oa
N�
LPL
F-
L)
00
CO)
00
C
fC
d
H
U
M
V-
0
N
ti
r
O
N
r
a+
C
N
E
t
V
R
a+
a+
Q
C
N
E
L
V
fC
a+
a+
Q
City of Edmonds 14 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 208
5.2.a
V. CONSULTATION AND REVIEW
Agencies:
The CTR Plan for Edmonds was developed in consultation with the following agencies:
• City of Arlington
• City of Bothell
• City of Edmonds
• City of Lynnwood
• City of Monroe
• City of Mountlake Terrace
• City of Mukilteo
• Community Transit
• Snohomish County
• Puget Sound Regional Council
• Washington State Department of Transportation
These consultations were done so as to present common plans and requirements across all of the
CTR-affected jurisdictions in Snohomish County and the city of Bothell. The following issues were
discussed at these coordination meetings: the goals of the CTR Plan, CTR strategies, a financing
plan, an implementation plan, and coordination of CTR services. These meetings resulted in
substantially similar plans among the jurisdictions in Snohomish County and the city of Bothell
providing for continuity for the affected employers.
Employers:
Consultation with affected CTR employers was held on: September 29t", 2016
These workshops were held for all affected employers in Snohomish County and the city of Bothell,
and were also attended by all of the cities and transit agencies involved with CTR. During these
workshops, employers were informed about the changes to state CTR law and were consulted as
to what strategies should be used to meet the new requirements. A summary of these meetings is
contained in Appendix C.
City of Edmonds 15 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 209
5.2.a
APPENDICES
a+
Q
Packet Pg. 210
5.2.a
APPENDIX A: CURRENT PROGRAM PARTICIPANTS
Work Site
Address
Status
1.
City of
121 5th Ave. N
Affected
Edmonds
Edmonds, WA 98020
2.
Edmonds
7315 212th St. SW (#101)
Affected
Family
Edmonds, WA 98026
Medicine Clinic
3.
Swedish
21601 76th Ave. W
Affected
Hospital
Edmonds, WA 98026
City of Edmonds A-1 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 211
5.2.a
APPENDIX B: COMPREHENSIVE PLAN POLICIES THAT SUPPORT
CTR
Supportive comprehensive plan goals and policies in the Edmonds' Comprehensive Plan.
Sustainability
_
Develop transportation policies, programs, and regulations designed to
Goal B
support and promote sustainability and resiliency. Take actions to reduce
the use of fuel and energy in transportation, and encourage various modes
of transportation that reduce reliance on automobiles and are supported by
transportation facilities and accessibility throughout the community.
Actively work with transit providers to maximize and promote transit
Goal B.2
opportunities within the Edmonds community while providing links to other
communities both within and outside the region.
Explore and support the use of alternative fuels and transportation
Goal B.3
operations that reduce GHG emissions.
Promote seamless transportation linkages between the Edmonds
Goal C
community and the rest of the Puget Sound region.
Climate Change
Establish targets for reducing greenhouse gas emissions and promoting
Goal B
sustainability for both city government and the Edmonds community.
Regularly assess progress and program needs, identifying opportunities
and obstacles for meeting greenhouse gas emission targets and
sustainability.
City government should take the lead in developing and promoting GHG
Goal B.1
emissions reduction for the Edmonds community
Establish and evaluate targets for reductions in greenhouse gas emissions
Goal B.2
for both Edmonds city government and the broader Edmonds community.
Targets should be set for both short- and long-range evaluation.
City of Edmonds A- 2 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 212
5.2.a
APPENDIX C: EMPLOYER WORKSHOP SUMMARY
Employer Networking Meetings
Tuesday, September 27, 2017, 2:00 — 3:30 p.m., Everett Clinic Smokey Point
Thursday, September 29, 2016, 2:00 — 3:30p.m., Community Transit
Meeting Summary
Two employer networking meetings were held to review the proposed changes to
the jurisdiction CTR plans. ETCs and their management were invited to the
meetings via email.
Community Transit presented a basic overview of the proposed changes to the
CTR Plans for the Employee Transportation Coordinators (ETCs) affected by the
CTR law. The CTR Plan review for the nine jurisdictions in Snohomish County
and the City of Bothell (Edmonds, Bothell, Lynnwood, Marysville, Monroe,
Mountlake Terrace, Mukilteo and Unincorporated Snohomish County) included
the following:
• Review of the current CTR program under the pilot
• Pilot program successes
• Proposed 2017 — 2019 CTR program
• Next steps
The overview discussed that there would be no changes to employer
requirements for the worksites located in the Southwest Urban Growth Area of
Snohomish County. Worksites located in Arlington, Marysville and Monroe would
follow the same requirements as the worksites located in the SWUGA beginning
in July 2017. The requirements unique to these CTR Plans include completion of
quarterly reports and online trip data collection using RideshareOnline.com
instead of annual reports and biennial surveys as well as a target of a 7%
increase in non -drive alone trips over the established baseline. All other state
and local requirements will still apply.
Each jurisdiction then discussed their specific plans with the ETCs that have
worksites in their jurisdictions. A summary of those discussions is below.
CITY OF BOTHELL
In attendance:
Sabrina Combs, City of Bothell
Karen Sprague, FUJIFilm Sonosite
Pamela Michie, Randstad
Phyllis Gillman, Vertafore
Tanya Julson, T-Mobile
City of Edmonds A- 3 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 213
5.2.a
Tina Bailey, Seattle Genetics
Alex Mehn, Community Transit
Group discussion:
• Quarterly reporting is simple.
• Networks in RSO have confused some employees but ETC assistance
can help ensure correct network association.
• Worksite with contracted outside employees creating a strain on the
worksite programs.
• Infrastructure improvements on local corridors would improve the
motivation for carpooling.
CITY OF MUKILTEO
In attendance:
Brian Belin, Boeing
Camron Fichtner, Synrad
Marko Liias, City of Mukilteo
Megan Ranes, Travis
Pamela Tyler, Boeing
Stacey Gunnerson, Community Transit
Group discussion:
• Tracking trips in RSO is helpful, one worksite is doing the survey and
annual reporting for their worksites outside CT jurisdiction and they
strongly prefer using RSO.
• More training on how to use communication tools in RSO would be
helpful.
• Employees are often confused by the Wheel Options campaign as it looks
different than the other RSO pieces and the link is different so people are
often confused if they have to log trips in both places to be eligible for both
Choice Connections and Wheel Options.
• Getting information for Wheel Options more in advance would be helpful
for worksite promotion.
• Worksites would like more support and resources to encourage a bicycle
commute. Including onsite training for their employees on bicycle basics
as well as trip planning.
• Financial resources for worksite bike investments would help to increase
bicycle trips.
• Several employers would like to see support from Community Transit for
safe routes to schools within Snohomish County and specifically the City
of Mukilteo.
• Major challenge for the majority of these worksites continues to be the
limited bus service on Beverly Park Road.
City of Edmonds A- 4 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 214
5.2.a
NORTH COUNTY — ARLINGTON, MARYSVILLE AND MONROE
In attendance:
Angela Gemmer — City of Marysville
Jeanne Killgore — The Everett Clinic Smokey Point
Amy Rusko — The City of Arlington
Gail Ogden — Senior Aerospace AMT
Kathy Gaeta — Natural Factor
Shannon Flaugh — Cascade Valley Hospital
Alex Mehn — Community Transit
Caryn Walline — Community Transit
Debbie Anderson — Community Transit
Jennifer Hass — Community Transit
Stacey Gunnerson — Community Transit
Group discussion:
• It is a challenge to get CTR participation and to figure out which of their
employees are actually using an alternative to driving to work alone.
• Some concern about the 7% trip reduction goal over the next two years,
and whether it will be achievable.
• Employers that offer an incentive program see a benefit to tying their
incentive directly to tracking trips in RSO.
• ETCs will need onsite support to transition to RSO as well as continued
training on RSO since they aren't really using the system at this time.
UNINCORPORATED SNOHOMISH COUNTY
In Attendance:
Cheryl Carder — Aviation Technical Services
Melissa Angelo — Aviation Technical Services
Jessie Gentle — BE Aerospace
Alan Douglas — Cypress Semiconductor
Tonya Denny — Eldec
Sylvia Peacock — Trade Products
Caryn Walline — Community Transit
Group Discussion:
Worksites stated that they liked the new reporting and data collection
method through RSO, and appreciated being able to get information on
employees on a more regular basis.
One worksite mentioned that employees are confused by the different
incentive programs in RSO and suggested that we create a piece of
collateral that showed how they all relate and who qualifies for which
program.
City of Edmonds A- 5 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 215
5.2.a
• There was some concern that the 7% goal would be unachievable for the
two year period, but the ETCs had no problem with that being the stated
goal for the plan.
• Comments on advanced training:
o Interested in having recorded trainings for ETCs who can't commit
to a full training. They would prefer to be able to watch it in
sections when time allows in their work day.
o Have more in person training options available.
o Allow for different times for trainings.
Mountlake Terrace
In Attendance:
Kevin Kullberg — Premera Blue Cross
Edith Duttlinger — City of Mountlake Terrace
Debbie Anderson — Community Transit
Group Discussion:
• Worksites stated that they liked the new reporting and data collection
method through RSO, and appreciated being able to get information on
employees on a more regular basis.
• One worksite mentioned that in person transportation events are no longer
feasible at the worksite and consideration should be given to alternative to
meet the requirement such as virtual events.
• The ETC had no problem with a 7% increase in non -drive alone trips as
the stated goal for the plan.
Edmonds and Lynnwood
In Attendance:
Bertrand Hauss — City of Edmonds
Karen Westling — Swedish Edmonds
Mark Melnyk — Swedish Edmonds
Sarah Daoust — Edmonds Family Medicine
Janet David — DSHS Lynnwood
Kelvin Nesvog — Edmonds Community College
Paul Coffett — City of Lynnwood
Megan Tudor — City of Lynnwood
Jennifer Hass — Community Transit
Group Discussion:
ETCs shared that they have no concerns with the current program.
ETCs had no specific comments regarding the proposed CTR
City of Edmonds A- 6 February 2017
DRAFT Commute Trip Reduction Plan 2017-2019 CTR Plan Template
Packet Pg. 216
5.2.b
ORDINANCE NO.
AN ORDINANCE OF THE CITY OF EDMONDS,
WASHINGTON, AMENDING EDMONDS COMMUTE TRIP
REDUCTION (CTR) PLAN AND IMPLEMENTING MEASURES
AS REQUIRED BY RCW 70.94.527 BY AMENDING CHAPTER
17.95 OF THE EDMONDS CITY CODE; PROVIDING FOR
SEVERABILITY; AND SETTING AN EFFECTIVE DATE.
WHEREAS, increases in the amount and rate of urban growth within the City of Edmonds
has directly contributed to higher levels of traffic congestion and delay; and
WHEREAS, the public's health, safety, and welfare are threatened by increases in
vehicular travel and petroleum consumption that negatively impact traffic safety, air
quality, and neighborhood noise levels; and
WHEREAS, traffic congestion and delay harm the City's economy by impeding
the delivery of goods and services and causing working hours to be lost; and
WHEREAS, the legislature has enacted the Commute Trip Reduction Law (RCW
70.94.521-555), which requires the City to establish commute trip reduction plans that
require affected employers to prepare commute trip reduction programs for their
employees; and
WHEREAS, in 2016, the previous Commute Trip Reduction Plan expired and the
Commute Trip Reduction Efficiency Act was enacted with new guidelines, requiring the
adoption of a new Commute Trip Reduction Plan; NOW, THEREFORE,
THE CITY COUNCIL OF THE CITY OF EDMONDS, WASHINGTON, DO
ORDAIN AS FOLLOWS:
-1-
Packet Pg. 217
5.2.b
Section 1: Chapter 17.95 of the Edmonds City Code is hereby amended to read as
follows (text below to replace current text):
Sections:
17.95.010
17.95.020
17.95.030
17.95.040
Chapter 17.95
COMMUTE TRIP REDUCTION
Title.
Jurisdiction.
Purpose.
Administration.
17.95.050
Definitions.
17.95.060
City's CTR plan.
17.95.070
Responsible city agency.
17.95.080
Applicability —Timeline for compliance.
17.95.090
Requirements for employers.
17.95.100
Record keeping.
17.95.110
Schedule and process for CTR reports.
17.95.120
Enforcement.
17.95.130
Exemptions and goal modifications.
17.95.140
Appeals.
17.95.010 Title.
The ordinance codified in this chapter shall be known as the "commute trip reduction ordinance
of Edmonds."
17.95.020 Jurisdiction.
The requirements set forth in this chapter shall apply to all major employers at any single
worksite within the incorporated area.
17.95.030 Purpose.
The purpose of this chapter is to comply with statewide Commute Trip Reduction Law of 1991
(RCW 70.94.521 through 70.94.555; Chapter 202, Laws of 1991) as amended in 2006 by the
Commute Trip Reduction Efficiency Act. The commute trip reduction ordinance shall not be used
as a substitute for reviews of projects under other city requirements for compliance with the State
Environmental Policy Act (SEPA).
17.95.040 Administration.
The Employee Transportation Coordinator or designee shall have the duty and responsibility to
administer the provisions of this chapter with the authority to promulgate rules and regulations to
implement and administer this chapter.
-2-
Packet Pg. 218
5.2.b
17.95.050 Definitions.
A. "Affected employee" means a full-time employee who begins their regular work day at a
major employer worksite between six a.m. and nine a.m. (inclusive) on two or more weekdays for
at least twelve continuous months. For the purpose of defining affected employees the following
apply:
1. A full-time employee is a person other than an independent contractor, scheduled to
be employed on a continuous basis for fifty-two weeks for an average of at least thirty-five
hours per week.
2. The employee will only be counted at his or her primary worksite.
3. Seasonal agricultural employees, including seasonal employees of processors of
agricultural products, are excluded from the count of affected employees.
B. "Affected urban growth area" means:
1. An urban growth area, designated pursuant to RCW 36.70A.110, whose boundaries
contain a state highway segment exceeding the one hundred person hours of delay
threshold calculated by the Washington State Department of Transportation, and any
contiguous urban growth areas; and
2. An urban growth area, designated pursuant to RCW 36.70A.110, containing a
jurisdiction with a population over seventy thousand that adopted a commute trip
reduction ordinance before the year 2000, and any contiguous urban growth areas; or
3. An urban growth area identified by the Washington State Department of
Transportation as listed in WAC 468-63-020(2)(b).
C. "Alternative mode" means any means of commute transportation other than that in which
the drive -alone motor vehicle is the dominant mode, including teleworking and compressed work
weeks if they result in reducing commute trips.
D. "Alternative work schedules" means work schedules which allow employees to work their
required hours outside of the traditional Monday through Friday eight a.m. to five p.m. schedule.
Programs such as compressed work weeks that eliminate work days for affected employees are an
example.
E. "Baseline data collection" means the collection of employee trip data at a major worksite
to determine the non -drive alone trips per employee at the worksite. The jurisdiction uses these
measurements to develop commute trip reduction targets for the major employer. The baseline
measurements must be implemented in a manner that meets the requirements and timeframe
specified by the city.
-3-
Packet Pg. 219
5.2.b
F. "Carpool" means a motor vehicle occupied by at least two people traveling together for
their commute trip that results in the reduction of a minimum of one motor vehicle commute trip.
G. "City" means the city of Edmonds.
H. "Commute trip" means trips made from a worker's home to a worksite during the peak
time of six a.m. to nine a.m. (inclusive) on weekdays.
I. "Commuter matching service" means a system that assists in matching commuters for the
purpose of commuting together, such as RideshareOnline.com.
"Compressed work week" means an alternative work schedule, in accordance with
employer policy, that regularly allows a full-time employee to eliminate at least one work day
every two weeks by working longer hours during the remaining days, resulting in fewer commute
trips by the employee. This definition is primarily intended to include weekly and bi-weekly
arrangements, the most typical being four ten-hour days or eighty hours in nine days, but may
also include other arrangements.
K. "CTR law" means a law passed in 1991 (Chapter 202, Laws of 1991), amended in 2006
and codified in RCW 70.94.521 through 70.94.555 requiring each county containing an urban
growth area, designated pursuant to RCW 36.70A.110, and each city within an urban growth area
with a state highway segment exceeding the one hundred person hours of delay threshold
calculated by the department of transportation, as well as those counties and cities located in any
contiguous urban growth areas, to adopt a commute trip reduction plan and ordinance for major
employers in the affected urban growth area.
L. "CTR plan" means the city of Edmonds plan and ordinance to regulate and administer the
CTR programs of major employers within its jurisdiction.
M. "CTR program" means an employer's strategies to increase affected employees' non -drive
alone trips.
N. "Employer" means a sole proprietorship, partnership, corporation, unincorporated
association, cooperative, joint venture, agency, department, district, or other individual or entity,
whether public, nonprofit, or private, that employs workers.
O. "ETC" means employer transportation coordinator as required pursuant to RCW
70.94.531(3).
P. "Flex -time" means an employer policy allowing individual employees some flexibility in
choosing the time, but not the number, of their working hours to facilitate the use of alternative
modes.
Packet Pg. 220
5.2.b
Q. "Full-time employee" means a person, other than an independent contractor, scheduled to
be employed on a continuous basis for fifty-two weeks for an average of at least thirty-five hours
per week on two or more weekdays per week.
R. "Goals" means the established criteria for measuring effectiveness of employer programs
as outlined in the Edmonds CTR plan.
S. "Good faith effort" means that an employer has met the minimum requirements identified
in RCW 70.94.531 and this chapter, and is working collaboratively with the city to continue its
existing CTR program or is developing and implementing program modifications likely to result
in improvements to its CTR program over an agreed -upon length of time.
T. "Implementation" means active pursuit by an employer of the CTR goals of RCW
70.94.521 through 70.94.555, this chapter and the CTR plan as evidenced by appointment of a
transportation coordinator, distribution of information to employees regarding alternatives for
non -drive alone commuting, and commencement of other measures according to its approved
CTR program and schedule.
U. "Major employer" means a private or public employer, including state agencies, that
employs one hundred or more full-time affected employees at a single worksite who begin their
regular workday between six a.m. and nine a.m. on at least two weekdays each week for at least
twelve continuous months.
V. "Major worksite" or "worksite" means a building or group of buildings that are on
physically contiguous parcels of land or on parcels of land separated solely by private or public
roadways or rights -of -way, and at which there are one hundred or more full-time affected
employees.
W. "Mode" means the means of transportation used by employees, such as drive -alone motor
vehicle, rideshare vehicle (carpool, vanpool), transit, ferry, bicycle, walking, compressed work
schedule and teleworking.
X. "Notice" means written communication delivered via the United States Postal Service
with receipt deemed accepted three days following the day on which the notice was deposited
with the postal service unless the third day falls on a weekend or legal holiday in which case the
notice is deemed accepted the day after the weekend or legal holiday.
Y. "Single -occupant vehicle (SOV)" means a motor vehicle occupied by one employee for
commute purposes, including a motorcycle. If there are other passengers occupying the motor
vehicles, but the ages of these passengers are under sixteen, the motor vehicle is still considered a
single -occupant vehicle for measurement purposes.
-5-
Packet Pg. 221
5.2.b
Z. "Target" means a quantifiable or measurable value that is expressed as a desired level of
performance, against which actual achievement can be compared in order to assess progress, such
as increase in non -drive alone trips.
AA. "Teleworking" means the use of telephones, computers, or other similar technology to
permit an employee to work anywhere at any time, eliminating a commute trip, or to work from a
work place closer to home, reducing the distance traveled in a commute trip by at least half.
BB. "Transit" means a multiple -occupant vehicle operated on a for -hire, shared -ride basis,
including bus, ferry, rail, shared -ride taxi, shuttle bus, or vanpool.
CC. "Vanpool" means a vehicle occupied by from five to fifteen people traveling together for
their commute trip that results in the reduction of a minimum of one motor vehicle trip.
DD. "Voluntary worksite" means the physical location occupied by an employer that is
voluntarily implementing a CTR program.
EE. "Week" means a seven-day calendar period starting on Monday and continuing through
Sunday.
FF. "Weekday" means any day of the week except Saturday or Sunday.
GG. "Writing," "written," or in "writing" means original written signed and dated documents
delivered via the United States Postal Service or email.
17.95.060 City's CTR plan.
The city's CTR plan, as approved and adopted in 2008, set forth in the ordinance codified in this
chapter as Exhibit B, is adopted wholly and incorporated herein by reference.
17.95.070 Responsible city agency.
The city is responsible for implementing this chapter. The CTR plan and the city CTR program
should be identified together with any authority necessary to carry out such responsibilities such
as rule making or certain administrative decisions.
17.95.080 Applicability —Timeline for compliance.
The provisions of this chapter shall apply to any major employer or voluntary worksite within the
corporate limits of the city.
A. In addition to city's established public notification for adoption of an ordinance, a
notice of availability of a summary of the ordinance codified in this chapter, a notice of
the requirements and criteria for major employers to comply with said ordinance, and
subsequent revisions shall be published at least once in the city's official newspaper not
more than thirty days after passage of said ordinance or revisions.
9 Me
Packet Pg. 222
5.2.b
B. Major employers located in the city are to receive written notification that they are
subject to this chapter. Such notice shall be addressed to the company's chief executive
officer, senior official, or CTR manager at the worksite. The major employer shall
perform baseline data collection within ninety days of notification. After the results of the
baseline data are provided to the major employer, the major employer shall submit a CTR
program to the city within ninety days.
C. Major employers that, for whatever reason, do not receive notice within thirty days of
passage of the ordinance codified in this chapter and are either notified or identify
themselves to the city within ninety days of the passage of said ordinance shall perform
baseline data collection within ninety days of notification and the major employer shall
submit a CTR program within ninety days of receipt of the baseline data results.
D. New Major Employers. Employers that meet the definition of "major employer" in
this chapter must identify themselves to the city within ninety days of either moving into
the boundaries of the city or growing in employment at a worksite to one hundred or more
affected employees. Such employers shall complete baseline data collection within ninety
days of identification as a major employer and shall submit a CTR program within ninety
days of the baseline data results. The CTR program will be developed in consultation with
the city and implemented not more than ninety days after the program's approval.
Employers who do not implement an approved CTR program according to this section are
in violation of this chapter.
E. Change in Status as a Major Employer. Any of the following changes in an
employer's status will change the employer's CTR program requirements:
1. If an employer initially designated as a major employer no longer employs one
hundred or more affected employees and expects not to employ one hundred or
more affected employees for the next twelve months, that employer is no longer a
major employer. It is the responsibility of the employer to notify the city that it is
no longer a major employer.
2. If the same employer returns to the level of one hundred or more affected
employees within the same twelve months, that employer will be considered a
major employer for the entire twelve months and will be subject to the same
program requirements as other major employers.
3. If the same employer returns to the level of one hundred or more affected
employees twelve or more months after its change in status to a "voluntary"
employer, that employer shall be treated as a new major employer and will be
subject to the same program requirements as other new major employers.
-7-
Packet Pg. 223
5.2.b
17.95.090 Requirements for employers.
A major employer is required to make a good faith effort, as defined in RCW 70.94.534(2) and
this chapter, to develop and implement a CTR program that will encourage its employees to
increase non -drive alone commute trips. The employer shall submit a description of its program to
the city and provide quarterly progress reports to the city on employee commuting and progress
toward meeting the goals and targets. The CTR program must include the mandatory elements as
described below.
A. CTR Program Description Requirements. The CTR program description presents the
strategies to be undertaken by an employer to achieve the program goals and targets stated
in the city's CTR plan. 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 and to form or use transportation management
organizations in developing and implementing CTR programs.
At a minimum, the employer's description must include: (1) general description of the
employment site location, transportation characteristics, and surrounding services,
including unique conditions experienced by the employer or its employees; (2) number of
employees affected by the CTR program; (3) documentation of compliance with the
mandatory CTR program elements (as described in subsection B of this section); (4)
description of the additional elements included in the CTR program (as described in
subsection B of this section); and (5) schedule of implementation, assignment of
responsibilities, and commitment to provide appropriate resources.
B. Mandatory Program Elements. Each employer's CTR program shall include the
following mandatory elements:
1. Transportation Coordinator. The employer shall designate an employee
transportation coordinator (ETC) to administer the CTR program. The coordinator
and/or designee's name, location, and contact information must be
displayed prominently at each major worksite. The coordinator shall oversee all
elements of the employer's CTR program and act as liaison between the employer
and city. The objective is to have an effective transportation coordinator
presence at each worksite; a major 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 twice a year. One of the items
distributed must be a description of the employer's worksite program. The
employer's program description and quarterly report must identify the information
to be distributed and the method of distribution.
Packet Pg. 224
5.2.b
3. Quarterly Progress Report. The CTR program must include a quarterly review
of employee commuting and progress and good faith efforts toward meeting the
goals and targets as outlined in the CTR plan. Major employers shall file a
quarterly progress report with the city in accordance with the format established
by this chapter and consistent with the CTR board guidelines*. The report shall
describe each of the CTR measures that were in effect for the previous quarter, and
the number of employees participating in the CTR program. Within the report, the
employer should evaluate the effectiveness of the CTR program and, if necessary,
propose modifications to achieve the worksite's CTR targets. The format of
the report shall be provided by the city. The employer should contact the city for
the format of the report. *CTR Guidelines can be found at
www.wsdot.wa.gov/transit/CTR/law.htm
4. Trip Data Measurement. Employers shall conduct a quarterly program data
evaluation as a means of determining worksite progress toward meeting CTR
targets.
5. Annual Worksite Promotion of Employer CTR Program. Major employers
will hold at least one annual transportation fair or equivalent promotion which is
available to all employees at each major worksite.
6. ETC Training. ETCs will be required to attend an ETC basic training session
within six months of appointment.
7. Employer Notification. Employers will be required to notify the city or
designee when there are proposed changes to their CTR program, changes in ETC
or contact information, and/or changes in number of employees at the worksite.
8. ETC Networking/Advanced Training. ETCs will be required to attend at least
six hours of networking or advanced training per year. Training and networking
sessions may include marketing CTR programs to employees, trip planning,
ridesharing, joint promotions and networking meetings.
9. 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 and targets. Elements may include, but are not limited
to, one or more of the following:
a. Provision of preferential parking or reduced parking charges, or both,
for high -occupancy vehicles;
b. Instituting or increasing parking charges for single occupant vehicles;
M
Packet Pg. 225
5.2.b
c. Provision of commuter ride matching services to facilitate employee
ride -sharing for commute trips;
d. Provision of subsidies for transit fares;
e. Provision of vans for vanpools;
f. Provision of subsidies for carpools or vanpools;
g. Permitting the use of the employer's vehicles for carpooling or
vanpooling;
h. Permitting flexible work schedules to facilitate employees' use of
transit, carpools, or vanpools;
i. Cooperation with transportation providers to provide additional regular
or express service to the worksite;
j. Provision of bicycle parking facilities, lockers, changing areas, and
showers for employees who bicycle or walk to work;
k. Provision of a program of parking incentives such as a rebate for
employees who do not use the parking facilities;
1. Establishment of a program to permit employees to work part- or full-
time at home or at an alternative worksite closer to their homes;
m. Establishment of a program of alternative work schedules, such as a
compressed work week which reduces commuting; and
n. Implementation of other measures designed to facilitate the use of
high -occupancy vehicles, such as on -site daycare facilities and emergency
taxi services.
17.95.100 Record keeping.
Major employers shall include a list of the records they will keep as part of the CTR program they
submit to the city for approval. Employers will maintain all records listed in their CTR program
for a minimum of forty-eight months. The city and the employer shall agree on the record keeping
requirements as part of the accepted CTR program.
17.95.110 Schedule and process for CTR reports.
A. CTR Program. Not more than ninety days after the adoption of the ordinance codified
in this chapter, or within ninety days after an employer qualifies under the provisions of
this chapter, the employer will be given ninety days to complete baseline data collection,
-10-
Packet Pg. 226
5.2.b
and an additional ninety days to submit a CTR program once the baseline data results are
given to the employer. The CTR program will be developed in consultation with the city
and implemented not more than ninety days after the program's approval by the city.
Employers who do not implement an approved CTR program according to this section are
in violation of this chapter.
B. Document Review. The city shall provide the employer with written notification if a
CTR program is deemed unacceptable. The notification must give cause for any rejection.
The employer shall have thirty days to resubmit a modified program. If the employer
receives no written notification of extension of the review period of its CTR program or
comments on the CTR program or quarterly report within ninety days of submission, the
employer's program or quarterly report is deemed accepted. The city may extend the
review period up to ninety days. The implementation date for the employer's CTR
program will be extended an equivalent number of days.
C. CTR Quarterly Progress Reports. Upon approval of an employer's initial CTR
program, the employer shall submit quarterly reports on the dates requested from the city,
no less than ninety days after program approval.
D. Modification of CTR Program Elements. Any major employer may submit a request
to the city to modify a CTR program element, other than the mandatory elements specified
in this chapter, including record keeping requirements. Such requests may be granted if
one of the following conditions exist:
The employer can demonstrate it would be unable to comply with the CTR
program elements for reasons beyond the control of the employer; or
2. The employer can demonstrate that compliance with the program elements
would constitute an undue hardship.
E. Extensions. An employer may request additional time to submit a CTR program or
CTR report, or to implement or modify a program. Such requests shall be via written
notice at least ten working days before the due date for which the extension is being
requested. Extensions not to exceed ninety days shall be considered for reasonable causes.
The city shall grant or deny the employer's extension request by written notice within ten
working days of its receipt of the extension request. If there is no response issued to the
employer, an extension is automatically granted for thirty days. Extensions shall not
exempt an employer from any responsibility in meeting program goals and targets.
Extensions granted due to delays or difficulties with any program element(s) shall not be
cause for discontinuing or failing to implement other program elements. An employer's
reporting date shall not be adjusted permanently as a result of these extensions. An
employer's reporting date may be extended at the discretion of the city.
-11-
Packet Pg. 227
5.2.b
F. Implementation of Employer's CTR Program. The employer shall implement its
approved CTR program not more than ninety days after the program was first submitted to
the city. Implementation of the approved program modifications shall begin within thirty
days of the final decision or ninety days from submission of the CTR program or CTR
quarterly report, whichever is greater.
17.95.120 Enforcement.
A. Compliance. For purposes of this section, compliance shall mean fully implementing
in good faith all provisions in an approved CTR program.
B. Program Modification Criteria. The following criteria for achieving targets for non -
drive alone trips per employee shall be applied to determine requirements for employer
CTR program modifications:
1. If an employer makes a good faith effort, as defined in RCW 70.94.534(2) and
this chapter, and meets either or both targets, the employer has satisfied the
objectives of the CTR plan and will not be required to modify its CTR program.
2. If an employer makes a good faith effort, as defined in RCW 70.94.534(2) and
this chapter, but has not met or is not likely to meet the applicable targets, the city
shall work collaboratively with the employer to make modifications to its CTR
program. After agreeing on modifications, the employer shall submit a revised
CTR program description to the city for approval within thirty days of reaching
agreement.
3. If an employer fails to make a good faith effort as defined in RCW
70.94.534(2) and this chapter, and fails to meet the applicable targets, the city shall
work collaboratively with the employer to identify modifications to the CTR
program and shall direct the employer to revise its program within thirty days to
incorporate the modifications. In response to the recommended modifications, the
employer shall submit a revised CTR program description, including the requested
modifications or equivalent measures, within thirty days of receiving written notice
to revise its program. The city shall review the revisions and notify the employer
of acceptance or rejection of the revised program. If a revised program is not
accepted, the city will send written notice to that effect to the employer within
thirty days and, if necessary, require the employer to attend a conference with
program review staff for the purpose of reaching a consensus on the required
program. A final decision on the required program will be issued in writing by the
city within ten working days of the conference.
C. Violations. The following constitute violations if the deadlines established in this
chapter are not met:
-12-
Packet Pg. 228
5.2.b
Failure to self -identify as a major employer within the timeframes indicated in
the Applicability —Timeline for compliance section above;
2. Failure to perform a baseline data collection including:
a. Employers notified or that have identified themselves to the city within
ninety days of the ordinance codified in this chapter being adopted and that
do not perform baseline data collection consistent with the requirements
specified by the city within ninety days from the notification or self -
identification;
b. Employers not identified or self -identified within ninety days of the
ordinance codified in this chapter being adopted and that do not perform
baseline data collection consistent with the requirements specified by the
city within ninety days from the adoption of the ordinance codified by this
chapter;
c. A new major employer that does not perform baseline data collection
consistent with the requirements specified by the city within ninety days of
identification as a major employer;
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 the goals and targets as specified in this chapter;
4. Submission of false or fraudulent data in response to data collection
requirements;
5. Failure to make a good faith effort, as defined in RCW 70.94.534(2); or
6. Failure to revise a CTR program as defined in RCW 70.94.534(4).
D. Penalties.
1. No major employer with an approved CTR program which has made a good
faith effort may be held liable for failure to reach the applicable goals and targets;
2. Each day of failure to implement the program shall constitute a separate
violation, subject to penalties as described in Chapter 7.80 RCW. The maximum
penalty shall be equal to the state of Washington Class I civil infraction of two
hundred fifty dollars per day per violation, as described in RCW 7.80.120(1)(a).
3. A major 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
-13-
Packet Pg. 229
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:
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 city and advise the union that the proposal
being made is necessary for compliance with state law (RCW 70.94.531).
17.95.130 Exemptions and target modifications.
A. Worksite Exemptions. A major employer may request the city to grant an exemption
from all CTR program requirements or penalties for a particular worksite. The employer
must demonstrate that it would experience undue hardship in complying with the
requirements of this chapter as a result of the characteristics of its business, its work force,
or its locations. An exemption may be granted if and only if the major employer
demonstrates that it faces extraordinary circumstances, such as bankruptcy, and is unable
to implement any measures of the approved CTR plan. Exemptions may be granted by the
city at any time based on written notice provided by the major employer. The notice
should clearly explain the conditions for which the major employer is seeking an
exemption from the requirements of the CTR program. The city shall review annually all
employers receiving exemptions, and shall determine whether the exemption will be in
effect during the following program year.
B. Employee Exemptions. Specific employees or groups of employees who are required
to drive alone to work as a condition of employment may be exempted from a worksite's
CTR program. Exemptions may also be granted for employees who work variable shifts
throughout the year and who do not rotate as a group to identical shifts. The city will use
the criteria identified in the CTR board guidelines* to assess the validity of employee
exemption requests. The city shall review annually all employee exemption requests, and
shall determine whether the exemption will be in effect during the following program
year. *CTR Guidelines can be found at www.wsdot.wa.gov/transit/CTR/law.htm
C. Modification of CTR Program Targets. A major employer may request that the city
modify its CTR program targets. Such requests shall be filed in writing prior to the date
the worksite is required to submit its program description or quarterly report. The target
modification request must clearly explain why the worksite is unable to achieve the
applicable target. The worksite must also demonstrate that it has implemented all of the
elements contained in its approved CTR program.
-14-
Packet Pg. 230
5.2.b
The city will review and grant or deny requests for target modifications in accordance
with procedures and criteria identified in the CTR board guidelines. An employer may not
request a modification of the applicable targets until one year after the city approval of its
initial program description or report.
17.95.140 Appeals.
Any major employer may appeal the administrative decisions regarding exemptions, modification
of targets, modification of CTR program elements, and determinations concerning failure to
implement a CTR program. The appeal must be filed with the city clerk not later than the tenth
day following the date of the administrative decision, accompanied by the appropriate appeal fee.
The appeal must be in writing and state in a clear and concise manner the specific exceptions and
objections to the administrative decision. The decision on the appeal shall constitute a final
decision appealable to the city council.
Section 2. Severability. If any section, sentence, clause or phrase of this ordinance
should be held to be invalid or unconstitutional by a court of competent jurisdiction, such
invalidity or unconstitutionality shall not affect the validity or constitutionality of any other
section, sentence, clause or phrase of this ordinance.
ection 3. Effective Date. This ordinance is subject to referendum and shall take effect
thirty (30) days after final passage of this ordinance.
ATTEST/AUTHENTICATED:
CITY CLERK, SCOTT PASSEY
APPROVED AS TO FORM:
OFFICE OF THE CITY ATTORNEY:
APPROVED:
MAYOR DAVID O. EARLING
-15-
Packet Pg. 231
5.2.b
M.
JEFFREY B. TARADAY
FILED WITH THE CITY CLERK:
PASSED BY THE CITY COUNCIL:
PUBLISHED:
EFFECTIVE DATE:
ORDINANCE NO.
-16-
Packet Pg. 232
5.2.b
SUMMARY OF ORDINANCE NO.
of the City of Edmonds, Washington
On the day of , 2016, the City Council of the City of Edmonds,
passed Ordinance No. A summary of the content of said ordinance, consisting
of the title, provides as follows:
AN ORDINANCE OF THE CITY OF EDMONDS,
WASHINGTON, AMENDING EDMONDS COMMUTE TRIP
REDUCTION (CTR) PLAN AND IMPLEMENTING
MEASURES AS REQUIRED BY RCW 70.94.527 BY
AMENDING CHAPTER 17.95 OF THE EDMONDS CITY
CODE; PROVIDING FOR SEVERABILITY; AND SETTING
AN EFFECTIVE DATE.
The full text of this Ordinance will be mailed upon request.
DATED this day of , 2016.
CITY CLERK, SCOTT PASSEY
-17-
Packet Pg. 233
7.1
City Council Agenda Item
Meeting Date: 02/14/2017
Report on bids for the Highway 99 Pipe Rehabilitation Project (10 minutes)
Staff Lead: Rob English
Department: Engineering
Preparer: Megan Luttrell
Background/History
Council awarded the construction of the Citywide CIPP Sewer Rehabilitation Project to Insituform
Industries in the amount of $1,029,916 plus a $175,000 management reserve.
Staff Recommendation
Forward the item to the consent agenda for approval at a future Council meeting.
Narrative
This Hwy 99 project is a separate phase of the above larger Cured -in -Place -Pipe (CIPP) Sewer
Rehabilitation project. During the installation of the CIPP on Hwy 99 between 2161h and 2201h
Streets SW, staff discovered that a section of the existing 8" concrete sewer main was in such a
degraded condition that it was no longer amenable to the CIPP process. This section runs under
the west sidewalk under SR99 from approximately the entrance of Starbucks Coffee to just
north of Dick's Drive -In. City staff deleted this CIPP work from construction, electing to repair
this section under a separate contract at a later date.
Staff commissioned a design utilizing pipe -bursting technology for the repair, a technique that
draws an expander head through the existing pipe, shattering it and moving the pieces aside,
while immediately pulling into the newly -emptied space the replacement pipe.
All construction and management reserve funds are coming from the larger CIPP project previously
approved on April 5, 2016. No additional funds are anticipated to be needed to complete this
construction phase.
The project was advertised via the Small Works Process outlined in the City's existing Purchasing Policy.
Three bids were received, ranging from $108,740.43 to $190,667.70. The engineer's estimate was
$167,400. The proposed construction budget, with a 10% management reserve, are shown in the
attached bid summary. The project costs will be funded by the 423 Sewer Fund.
Attachments:
Bid Summary
Vicinity Map
Packet Pg. 234
7.1.a
City of Edmonds
Citywide CIPP Sewer Rehabilitation, Highway 99 Rehab
Bid Summary
31-Jan-17
Engineer's Estimate
Shoreline Construction
Interwest Construction
Budget Sewer
Construction Estimate & Bids
$ 167,390.10
$ 108,740.43
$ 1675165.01
$ 190,667.70
Funds Required
Engineering/Construction
Mgmt $16,700
Contract Award $108,700
Management Reserve (20%) $21,700
$147,100
Funds Available
Approved CIPP Construction
Budget 1,204,900
Less Amount Expended to Date 661,100
Less Pending Expenditures (estimated) 75,000
Packet Pg. 235
City of Edmonds
Vicinity Map
Ins. i g9a
� � r
Citywide CI PP Sewer
Rehabilitation Project
SR99 Rehab Phase
Hwy 99 from 220t" St northwards
under sidewalk approximately 500' .
f
.J
R •1!7" c
t
o1n,7:i3Gi��
.
.1K _ Tl
'l.
.0
z
T
w
a�
w
2
cc
PU11111jD*
NAAN-;i
H4wEkq)
C
�i
196TH 5-F sw
qa
I
14a it I iT --JA
I aitTH 51 S►r,
-nf Sr-.W
r'041 t t %r •tw
-?I i ni 4 I- :lr:
i
d
J
Z44TI+ ST
7.1.b
1
Sib Packet Pg. 2
7.2
City Council Agenda Item
Meeting Date: 02/14/2017
Police Department Surplus Property (10 min.)
Staff Lead: Don Anderson
Department: Police Services
Preparer: Don Anderson
Background/History
Last police surplus list presented to Council October of 2015
Staff Recommendation
Staff recommends that all property other than ballistic vests be sent for outside auction, or be disposed
of as noted in the attached document. Staff recommends and requests that this agenda item be
forwarded to the next Council Business Meeting for approval via the Consent Agenda.
From time to time the Police Department has surplus property that must be disposed of. The items
listed on the attached document are no longer used by the department because they are either
outdated or no longer serviceable. The property listed will be auctioned, destroyed, or in the case of the
ballistic vests, returned to the manufacturer for recycling. The recycling manufacturer is no longer
prepaying the shipping so estimated cost to return the ballistic vests is $180.00.
Attachments:
Surplus list beginning 8-2015 through 2016
Packet Pg. 237
7.2.a
Est. FMV Minimum
Purchase Purchase (net disposal Price (if
Date Asset/Tag 3 Property Description Brand Model # Serial # Condition Price Date costs) applicable) Intended Disposal Method
4009
Handheld Printer
Brother
Pocket Jet 3
Broken
$226
1/25/2010
01
Destroy
Scanner
Honeywell
Handheld
08326AO077
Broken
Unknown
Unknown
$01
Destroy
Headset
Peltor
MT1 H7A-01
346088
Broken
Unknown
Unknown
$01
Destroy
1/14/2016
Camera
Canon
PoweShot
6822102468
Broken
Unknown
Unknown
$01
Destroy -Broken
11/4/2015
Flashlight
Streamlight
StingerXTHP
26325
Broken
Unknown
Unknown
$01
Destroy -Broken
9/1/2015
3907
Radar Gun
Decatur
GHD
GHD12654
Broken
$538
8/1/2009
$01
Destroy -Broken
Rifle
Mossberg
22LR
n/a
Broken
Unknown
Unknown
$01
Destroy -Broken
4414
Camera
Canon
PowerShot
6.92061 E+11
Broken
$62
4/0/2014
$01
Destroy -Broken
4520
Camera
Nikon
Cool Pix L32
30111662
Broken
$91
8/15/2012
$01
Destroy -Broken
4220
Camera
Canon
PowerShot A1300
4.52063E+11
Broken
$95
12/31/2015
$01
Destroy -Broken
2262
Flashlight
Streamlight
StingerXTHP
46848
Broken
Unknown
Uinknown
$01
Destroy -Broken
Apr-16
2824
Handcuffs
Peerless
Stainless
660687
Broken
Unknown
4/21/1998
$01
Destroy -Broken
May-16
4487
Camera
Nikon
Coolpix L32
30019869
Broken
$107
Apr-15
$0
Destroy -Broken
3419
Radar Gun
Genesis
GHS
GHS08722
Broken
$918
Mar-03
$0
Destroy -Broken
Headset
Plantronics
M10
LY4531
Broken
Unknown
Unknown
$0
Destroy -Broken
Dec-16
3655
Taser
X26
X00-107030
Broken
$896
1/24/2005
$0
Destroy -Broken
Bag
Premier
Torn/ripped
Unknown
Unknown
$0
Destroy -Not usable
11/3/2015
4155
Scope Light
Streamlight
TLR-1s
61377
Faulty Switch
$100
7/1/2011
$0
Destroy -Not usable
Scope Light
Streamlight
TLR-1s
94378
Bad Door
Unknown
Unknown
$0
Destroy -Not usable
Feb-16
3703
Radar Gun
Decatur
GVP Directional
GVPD05654
Broken
$1,413
11/27/2006
$0
Destroy -Retain for parts
4314
NightScope
EOTech
516.A65
A0901718
Unknown
$400
10/1/2013
$ 405.67
To EOTech for refund-Rec'd 6/16
4158
NightScope
EOTech
516.A65
A0423721
Unknown
$418
Aug-11
$ 405.66
To EOTech for refund-Rec'd 6/16
NightScope
EOTech
516.A65
A0901725
Unknown
$400
Oct-13
$ 405.67
To EOTech for refund-Rec'd 6/16
4313
NightScope
EOTech
516.A65
A0901734
Unknown
$400
Oct-13
$ 405.67
To EOTech for refund-Rec'd 6/16
4312
NightScope
EOTech
516.A65
A0901567
Unknown
$400
Oct-13
$ 405.67
To EOTech for refund-Rec'd 6/16
4311
NightScope
EOTech
516.A65
A0901607
Unknown
$400
Oct-13
$ 405.67
To EOTech for refund-Rec'd 6/16
4159
NightScope
EOTech
516.A65
A0423706
Unknown
$418
Aug-11
$ 405.67
To EOTech for refund-Rec'd 6/16
NightScope
EOTech
512.A65
304843
Unknown
Unknown
Jan-07
$ 405.66
To EOTech for refund-Rec'd 6/16
Holosight
Bushnell
46674
Unknown
Unknown
Jun-98
$ 405.66
To EOTech for refund-Rec'd 6/16
TV cart
Good
Unknown
Unknown
$10
To outside acution
Computer bag
Sharp
Used
Unknown
Unknown
$5
To outside auction
Feb-16
2,000 Manila Folders
End Tab
n/a
New
$358
Sep-09
$300
To outside auction
5726
Total Station
Sokkisha
2559
Unknown
Unknown
Unknown
Unknown
To outside auction
3009
Alarm System
Agent
Portable
A120
Obsolete
$3,798
9/30/1995
Unknown
To outside auction
June
TV/VCR
Panasonic
PV-2058 20"
A8AA23076
Working
Unknown
Unknown
$25
To outside auction
July
Three (3) under desk
keyboard/mouse trays
Good
Unknown
Unknown
$15
To outside auction
3 Halogen Spotlights
IGordon
12 Volt
Obsolete
Unknown
Unknown
$20
To outside auction
Transparency Film
jApollo
Black Image on clear
No longer neede
Unknown
Unknown
$1
To outside auction
Cardboard Mounting
13M
10-3/4 x 11 13/16
No longer neede
Unknown
Unknown
$1
To outside auction
Ink Jet Transparenciesl
Avery
5277
No longer neede
Unknown
Unknown
$2
To outside auction
as
0
r
0
0
N
t
a�
3
0
L
t
uO
0
N
00
c
B
m
An
N
0
Q.
L
0
Cn
c
a�
E
t
v
c0
r
Q
Packet Pg. 238
7.2.a
Est. FMV Minimum
Purchase Purchase (net disposal Price (if
Date Asset/Tag i Property Description Brand Model # Serial # Condition Price Date costs) applicable) Intended Disposal Method
2 Trans Film/Copies 3M PP2200 No longer neede Unknown Unknown $5 To outside auction
Nov-16
2769
Modem
Motorola
VRM600
508SXWO407
Obsolete
$716
12/1/1997
$25
To outside auction
2770
Modem
Motorola
VRM600
508SXWO397
Obsolete
$716
12/1/1997
$25
To outside auction
2771
Modem
Motorola
VRM600
508SXWO394
Obsolete
$716
12/1/1997
$25
To outside auction
2773
Modem
Motorola
VRM600
508SXWO398
Obsolete
$716
12/1/1997
$25
To outside auction
2774
Modem
Motorola
VRM600
508SXWO390
Obsolete
$716
12/1/1997
$25
To outside auction
2776
Modem
Motorola
VRM600
508SXWO396
Obsolete
$716
12/1/1997
$25
To outside auction
2777
Modem
Motorola
VRM600
508SXWO406
Obsolete
$716
12/1/1997
$25
To outside auction
2778
Modem
Motorola
VRM600
508SXWO395
Obsolete
$716
12/1/1997
$25
To outside auction
2779
Modem
Motorola
VRM600
508SXWO401
Obsolete
$716
12/1/1997
$25
To outside auction
2780
Modem
Motorola
VRM600
508SXWO404
Obsolete
$716
12/1/1997
$25
To outside auction
2781
Modem
Motorola
VRM600
508SXWO402
Obsolete
$716
12/1/1997
$25
To outside auction
2782
Modem
Motorola
VRM600
508SXWO391
Obsolete
$716
12/1/1997
$25
To outside auction
2783
Modem
Motorola
VRM600
508SXWO388
Obsolete
$716
12/1/1997
$25
To outside auction
2784
Modem
Motorola
VRM600
508SXWO405
Obsolete
$716
12/1/1997
$25
To outside auction
2785
Modem
Motorola
VRM600
508SXWO400
Obsolete
$716
12/1/1997
$25
To outside auction
2786
Modem
Motorola
VRM600
508SXWO403
Obsolete
$716
12/1/1997
$25
To outside auction
2787
Modem
Motorola
VRM600
508SXWO399
Obsolete
$716
12/1/1997
$25
To outside auction
3200
Modem
Motorola
VRM6500
508SAL0269
Obsolete
$2,446
6/8/2000
$25
To outside auction
3201
Modem
Motorola
VRM6500
508SAL0268
Obsolete
$2,446
6/1/2002
251
To outside auction
Modem
Motorola
VRM8500
508SKS0155
Obsolete
Donated
Unknown
$25
To outside auction
Modem
Motorola
VRM8500
508SKS0112
Obsolete
Donated
Unknown
$25
To outside auction
Modem
Motorola
VRM8500
508SKS0152
Obsolete
Donated
Unknown
$25
To outside auction
Modem
Motorola
VRM8500
508SKS0175
Obsolete
Donated
Unknown
$25
To outside auction
Modem
Motorola
VRM8500
508SKS0138
Obsolete
Donated
Unknown
$25
To outside auction
Modem
Motorola
VRM8500
508SKS0161
Obsolete
Donated
Unknown
$25
To outside auction
Nov
Trackless Lift Off Tape
Universal
86TL
5 in box of 6
Not needed
Unknown
Unknown
$5
To outside auction
Trackless Lift Off Tape
Olivetti
69TL
6 in box of 6
New/not needed
Unknown
Unknown
$10
To outside auction
TacFre Lift Off Tape
GRC
6 in package
New/not needed
Unknown
Unknown
$2
To outside auction
Typewriter Ribbon
O/GRC
T381-COB
New/not needed
Unknown
Unknown
$8
To outside auction
100 Refill Cards
Rolodex
5 pks/100 per
New/not needed
Unknown
Unknown
$5
To outside auction
Copier Labels
Universal
90107
Partial package
Not needed
Unknown
Unknown
$2
To outside auction
Transparency Film
Universal
65118
3 boxes
Not needed
Unknown
Unknown
$4
To outside auction
Transparency Film
Universal
65120
1 box
Not needed
Unknown
Unknown
$1
To outside auction
White shipping Labels
Avery
5164
1 box
Not needed
Unknown
Unknown
$10
To outside auction
Address Labels/Typew
Avery
5381
3 packages
Not needed
Unknown
Unknown
$15
To outside auction
Laser Labels
Simon
81210
1 box
Not needed
Unknown
Unknown
$10
To outside auction
Laser Printer Labels
Universal
80101
1 box
Not needed
Unknown
Unknown
$3
To outside auction
CD Labels
Avery
8692
1 package
Not needed
Unknown
Unknown
$10
To outside auction
Video Tape Labels
Avery
5997
4 boxes
Not needed
Unknownj
Unknown
$20
To outside auction
Packet Pg. 239
7.2.a
Est. FMV Minimum
Purchase Purchase (net disposal Price (if
Date Asset/Tag 3 Property Description Brand Model # Serial # Condition Price Date costs) applicable) Intended Disposal Method
Toner cartridge Canon 3e Black BCI-3eBK Unused Unknown Unknown $5 To outside auction
3 Toner cartridges
Canon
6 Black
BCI-6BK
Unused
Unknown
Unknown
$15
To outside auction
Mar-16
4110
TV
ILC
ILC-26HD
BJC70810143-3T9
Broken
Absorbed
2007
$0
To recycle
Ballistic Vest
Protech Armored
1315
9508CV453/453
Expired
Unknown
Unknown
$0
To recycle manufacturer
1/5/2016
3676
Ballistic Vest
ABA
3A-XT-FS-NS
06024106/24107
Expired
Unknown
Unknown
$0
To recycle manufacturer
Feb-16
3938
Ballistic Vest
Safariland
BA-3AOOS-SM01
10110363/10110364
Expired
$931
7/14/2010
$0
To recycle manufacturer
3939
Ballistic Vest
Safariland
BA-3AOOS-SM01
10066640/10066641
Expired
$931
8/12/2010
$0
To recycle manufacturer
3966
Ballistic Vest
Safariland
BA-3AOOS-SM01
10221582/10221583
Expired
$931
12/25/2010
$0
To recycle manufacturer
Ballistic Vest
ABA
II-1000-FS-R
N9625217A/214A
Expired
Unknown
Unknown
$0
To recycle Manufacturer
3289
Ballistic Vest
ABA
XT3A-2
01013406-A/3407-A
Expired
Unknown
6/14/2001
$0
To recycle manufacturer
4101
Ballistic Vest
Safariland
BA-2000S-SM01
11102484/11102485
Expired
$794
4/20/2011
$0
To recycle manufacturer
4116
Ballistic Vest
Safariland
BA-2000S-SM01
11113589/11113590
Expired
$794
5/5/2011
$0
To recycle manufacturer
3251
Ballistic Vest
ABA
Xtreme
01003461-A/462-A
Expired
Unknown
3/3/02001
$0
To recycle manufacturer
4103
1 Ballistic Vest
2nd Chance
BA-2000S-SM01
11102482/2483
Expuired
$794
4/20/2011
$0
To recycle manufacturer
4112
Ballistic Vest
2nd Chance
BA-2000S-SM01
11102472/2473
Expired
$794
4/25/2011
$0
To recycle manufacturer
3660
Ballistic Vest
ABA
XT3A-2
06023002/3004
Expired
$707
4/1/2006
$0
To recycle manufacturer
3242
Ballistic Vest
ABA
XT3AF-1
00076368-A/76369A
Expired
$0
Unknown
01
To recycle manufacturer
3916
Ballistic Vest
ABA
XHP-111A.0
09110921/09110922
Expired
$765
10/5/2009
$0
To recycle manufacturer
Aug-16
4171
Ballistic Vest
Safariland
BA-2000OS-SM01
11201919/11201918
Expired
$794
8/29/2011
$0
To recycle manufacturer
182
Ballistic Insert
Rigid Insert
Expired
Unknown
Unknown
$0
To recycle manufacturer
3690
Ballistic Vest
ABA
XT3A-2
06136485/06136486
Expired
$707
10/27.2006
$0
To recycle manufacturer
4188
Ballistic Vest
Safariland
BA-3AOOS-SM01
11323258/11323259
Expired
$793
12/29/2011
$0
To recycle manufacturer
4179
Ballistic Vest
Safariland
BA-2000S-SM01
11305288/289
Expired
$793
11/16/2011
$0
To recycle manufacturer
Ballistic Vest
Safariland
LM-2-9606
675153/675154
Expired
Unknown
Unknown
$0
To recycle manufacturer
Ballistic Vest
ABA
3A-2000-FS-C
N-9786259A/240A
Expired
Unknown
Unknown
$0
To recycle manufacturer
3685
Ballistic Vest
ABA
XT3A-2
06095837/95838
1 Expired
$707
8/1/2006
$01
To recycle manufacturer
3695
Ballistic Vest
ABA
XT3A-2
06136651/06136652
Expired
$707
10/1/2006
$01
To recycle manufacturer
Ballistic Vest
ABA
XT2-2
IK-10
07145763/07145764Expired
I
I Unknown
Inknown
$01
ITo recycler manufacturer
E/215
Metal Reduction Plate
I Expired
I Unknown
Unknown
$01
ITo recycle manufacturer
as
CO
r
to
0
N
t
3
0
L
t
uO
0
N
00
c
d
r
vJ
N
0.
L
v/
E
U
2
r
Y
Q
Packet Pg. 240
7.2.a
Notes
Q
Packet Pg. 241
7.2.a
Notes
Q
Packet Pg. 242
7.2.a
Notes
Q
Packet Pg. 243
7.3
City Council Agenda Item
Meeting Date: 02/14/2017
Ordinance Adopting RCW 9A.44.132 - Failure to Register As Sex Offender or Kidnapping Offender (5
min.)
Staff Lead: Jim Lawless
Department: Police Services
Preparer: James Lawless
Background/History
Certain Provisions of RCW 9A.44.132 provide for the offense of Failure to Register as Sex Offender or
Kidnapping Offender to be charged as a gross misdemeanor. This RCW has not been adopted into the
Edmonds City Code, therefore, when charging the case must be referred to South District Court as
opposed to Edmonds Municipal Court.
Staff Recommendation
Staff recommends and requests that this draft ordinance either be approved this evening or that it be
forwarded to the February 21, 2017 Council Work Meeting to be approved by full Council via Consent
Agenda.
Narrative
RCW 9A.44.132 has several level of offenses that range from Class C Felony to Gross Misdemeanor,
depending upon the level of the original offense. Certain Provisions of RCW 9A.44.132 provide for the
offense of Failure to Register as Sex Offender or Kidnapping Offender to be charged as a gross
misdemeanor. This RCW has not been adopted into the Edmonds City Code, therefore, when charging
the case must be referred to South District Court as opposed to Edmonds Municipal Court. The
adoption of this RCW would allow for cases to be filed through Edmonds Municipal Court should the
situation present itself.
Attachments:
DRAFT Ordinance Adopting Failure to Register as Sex Offender or Kidnapping Offender Statute by
Reference 1.19.16
9A.44.132
Packet Pg. 244
7.3.a
ORDINANCE NO. 00
N
00
AN ORDINANCE OF THE CITY OF EDMONDS,
WASHINGTON, CONCERNING ADOPTION OF THE
FAILURE TO REGISTER AS A SEX OFFENDER OR
KIDNAPPING OFFENDER CRIMINAL STATUTE BY
REFERENCE; PROVIDING FOR SEVERABILITY; AND
c
as
FIXING A TIME WHEN THE SAME SHALL BECOME
EFFECTIVE.
WHEREAS, the City of Edmonds ("City") has jurisdiction to prosecute gross
misdemeanors within the City; and
WHEREAS, the Municipal Court of the City ("Municipal Court") has jurisdiction
to adjudicate only citations for criminal violation that violate City ordinance or Edmonds City
Code ("ECC"); and
WHEREAS, the City may, by reference, adopt non -felony criminal codes in the
Revised Code of Washington ("RCW") into the ECC, NOW, THEREFORE,
THE CITY COUNCIL OF THE CITY OF EDMONDS, WASHINGTON, DO
ORDAIN AS FOLLOWS:
Section 1. Amended. Section 5.38.140 of the Edmonds City Code, entitled "Registration
of sex offenders — Procedures — Sex offense defined — Penalties" is hereby amended to read as
follows (new language underlined):
5.38.140 Registration of sex offenders — Procedures — Sex offense defined —
Penalties.
The following sections in the Revised Code of Washington, and all other statutes adopted
by reference therein, including all future amendments, are adopted by reference as if set
forth in full herein:
A. RCW 9A.44.130, Registration of sex offenders — Procedures — Sex offense defined —
Penalties.
Packet Pg. 245
7.3.a
B. RCW 9A.44.132, Failure to register as sex offender or kidnapping offender — Refusal 00
to provide DNA. 000
C_RCW 9A.44.140, Registration of sex offenders — Termination of duty to register.
[Ord. 3071 § 1, 19961.
Section 2. Severability. If any section, sentence, clause or phrase of this
ordinance should be held to be invalid or unconstitutional by a court of competent jurisdiction,
such invalidity or unconstitutionality shall not affect the validity or constitutionality of any other
section, sentence, clause or phrase of this ordinance.
Section 3. Effective Date. This ordinance, being an exercise of a power
specifically delegated to the City legislative body, is not subject to referendum and shall take
effect five (5) days after passage and publication of an approved summary thereof consisting of
the title.
APPROVED:
MAYOR DAVE EARLING
ATTEST/AUTHENTICATED:
CITY CLERK, SCOTT PASSEY
APPROVED AS TO FORM:
OFFICE OF THE CITY ATTORNEY:
JEFFREY B. TARADAY
FILED WITH THE CITY CLERK:
PASSED BY THE CITY COUNCIL:
PUBLISHED:
EFFECTIVE DATE:
ORDINANCE NO.
Packet Pg. 246
7.3.a
SUMMARY OF ORDINANCE NO.
of the City of Edmonds, Washington
On the day of , 2017, the City Council of the City of
Edmonds, passed Ordinance No. . A summary of the content of said
ordinance, consisting of the title, provides as follows:
AN ORDINANCE OF THE CITY OF EDMONDS,
WASHINGTON, CONCERNING ADOPTION OF THE
FAILURE TO REGISTER AS A SEX OFFENDER OR
KIDNAPPING OFFENDER CRIMINAL STATUTE BY
REFERENCE; PROVIDING FOR SEVERABILITY;
AND FIXING A TIME WHEN THE SAME SHALL
BECOME EFFECTIVE.
The full text of this Ordinance will be mailed upon request.
DATED this day of , 2017.
CITY CLERK, SCOTT PASSEY
00
N
00
3
Packet Pg. 247
RCW 9A.44.132: Failure to register as sex offender or kidnapping offender —Refusal to p... Page 1 of 1
7.3.b
RCW 9A.44.132
Failure to register as sex offender or kidnapping offender —Refusal to provide DNA.
(1) A person commits the crime of failure to register as a sex offender if the person has a
duty to register under RCW 9A.44.130 for a felony sex offense and knowingly fails to comply
with any of the requirements of RCW 9A.44.130.
(a) The failure to register as a sex offender pursuant to this subsection is a class C felony
if:
(i) It is the person's first conviction for a felony failure to register; or
(ii) The person has previously been convicted of a felony failure to register as a sex
offender in this state or pursuant to the laws of another state, or pursuant to federal law.
(b) If a person has been convicted of a felony failure to register as a sex offender in this
state or pursuant to the laws of another state, or pursuant to federal law, on two or more prior
occasions, the failure to register under this subsection is a class B felony.
(2) A person is guilty of failure to register as a sex offender if the person has a duty to
register under RCW 9A.44.130 for a sex offense other than a felony and knowingly fails to
comply with any of the requirements of RCW 9A.44.130. The failure to register as a sex
offender under this subsection is a gross misdemeanor.
(3) A person commits the crime of failure to register as a kidnapping offender if the person
has a duty to register under RCW 9A.44.130 for a kidnapping offense and knowingly fails to
comply with any of the requirements of RCW 9A.44.130.
(a) If the person has a duty to register for a felony kidnapping offense, the failure to
register as a kidnapping offender is a class C felony.
(b) If the person has a duty to register for a kidnapping offense other than a felony, the
failure to register as a kidnapping offender is a gross misdemeanor.
(4) A person commits the crime of refusal to provide DNA if the person has a duty to
register under RCW 9A.44.130 and the person willfully refuses to comply with a legal request
for a DNA sample as required under RCW 43.43.754(1)(b). The refusal to provide DNA is a
gross misdemeanor.
(5) Unless relieved of the duty to register pursuant to RCW 9A.44.141 and 9A.44.142, a
violation of this section is an ongoing offense for purposes of the statute of limitations under
RCW 9A.04.080.
[ 2015 c 261 § 5; 2011 c 337 § 5; 2010 c 267 § 3.]
NOTES:
Application-2010 c 267: See note following RCW 9A.44.128.
N
M
Q
C
N
E
M
V
f�
r
Q
http://app.leg.wa.gov/RCW/default.aspx?cite=9A.44.132
Packet Pg. 248
1 /24/2017
7.4
City Council Agenda Item
Meeting Date: 02/14/2017
Resolution to Protect Children through the Responsible Storage of Firearms and an Ordinance Requiring
the Reporting of Lost or Stolen Firearms (45 min.)
Staff Lead: Andrew Pierce
Department: City Council
Preparer: Scott Passey
Background/History
N/A
Staff Recommendation
N/A
Narrative
This resolution is to support the responsible storage of firearms and urge the State Legislature to pass
House Bill 1122, titled, "Protecting public safety through responsible storage of firearms," to help
prevent unintentional firearm deaths among children and to reduce suicide among children and
teenagers.
This ordinance requiring the reporting of lost or stolen firearms will promote public safety by enabling
law enforcement to better track illegal guns and firearms used in the commission of crimes, help return
lost guns to their rightful owners, and protect gun owners from being wrongly implicated in crimes
committed with lost or stolen guns.
Attachments:
Resolution 138X Firearms
Ordinance 405X Firearms
Edmonds_LOS021317
Packet Pg. 249
7.4.a
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
EDMONDS SUPPORTING THE RESPONSIBLE STORAGE OF
FIREARMS TO PROTECT CHILDREN
WHEREAS, the rate of school shootings in Washington State was 2.2 times higher than
the national average during the past two decades; and
WHEREAS, in Washington State a child or teen is killed by a gun every 8 days; and
WHEREAS, over half of child and teens suicides come from guns in their own home; and
WHEREAS, about 90% of fatal firearm incidents involving children occur in the home
and study of children 14 and under showed that 40% of firearm incidents happen in the same
room where the firearm is stored; and
WHEREAS, in Snohomish County you are currently seven times more likely to die by
suicide from guns than by homicide; and
WHEREAS, impulsivity plays a significant role in suicide attempts, a quarter of suicide
attempts were decided within five minutes and 70% were decided within 1 hour and the easy
access to highly lethal means, such as firearms, increases that risk; and
WHEREAS, a review of child deaths over 14 years in King County found that the risk of
firearm suicide was 9 times higher when firearms were stored in unsafe manner; and
WHEREAS, approximately one of three handguns is kept loaded and unlocked and 73%
of children under age 10 reported knowing the location of their parents' firearms at home; and
WHEREAS, parents with teenage children are less likely to store firearms safely than
parents with younger children even though older children are at greater risk for firearm death;
and
WHEREAS, restricting access to lethal means is an effective way to reduce suicide and
suicide prevention efforts in the United States now champion the safe storage of firearms and the
practices of keeping firearms locked, unloaded, and storing ammunition in a locked location
separate from firearms serve as protective measures that reduce unintentional injury and suicide
in homes with children where guns are stored; and
WHEREAS, states with responsible storage of firearms laws in place for at least one year
saw a 23% drop in unintentional firearm deaths among children younger than 15 and the most
effective child access laws are those that attach felony criminal liability when a firearm that is
left readily available is used by a child in a crime; and
Packet Pg. 250
7.4.a
WHEREAS, Twenty-eight states have child access prevention laws for the responsible
storage of firearms and yet Washington State currently has no law relating to the responsible
storage of firearms to protect children; and
NOW THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
EDMONDS, THAT:
Section 1: The city council strongly supports the responsible storage of firearms to
protect children from gaining unauthorized access to firearms causing death or injury. The city
council urges the Washington State Legislature to pass House Bill 1122 titled, "Protecting public
safety through responsible storage of firearms," which includes the following:
(1) A person who stores or leaves a firearm in a location where the person knows, or
reasonably should know, that a prohibited person is likely to gain access:
(a) Is guilty of community endangerment due to unsafe storage of a firearm in the first
degree if a prohibited person obtains access and possession of the firearm and causes personal
injury or death with the firearm; or
(b) Is guilty of community endangerment due to unsafe storage of a firearm in the second
degree if a prohibited person obtains access and possession of the firearm and:
WN
(i) Causes the firearm to discharge;
(ii) Exhibits the firearm in a public place or in an angry, threatening, or careless manner;
(iii) Uses the firearm in the commission of a crime.
(2)(a) Community endangerment due to unsafe storage of a firearm in the first degree is a
class C felony punishable according to chapter 9A.20 RCW.
(b) Community endangerment due to unsafe storage of a firearm in the second degree is a
gross misdemeanor punishable according to chapter 9A.20 RCW.
(3) Subsection (1) of this section does not apply if:
(a) The firearm is secured in a locked box, gun safe, other secure locked storage space, or
secured with a lock or any device that prevents the firearm from discharging;
(b) In the case of a person who is a prohibited person on the basis of the person's age,
access to the firearm is with the lawful permission of the prohibited person's parent or guardian
and supervised by an adult, or is in accordance with RCW 9.41.042; or
(c) The prohibited person obtains, or obtains and discharges the firearm in a lawful act of
self-defense
2
Packet Pg. 251
7.4.a
Section 2: The city council calls upon and urges all of its neighboring cities including the
City of Lynnwood, City of Woodway, City of Mountlake Terrace, City of Shoreline, City of
Mukilteo, City of Lake Stevens City of Everett, City of Arlington, City of Bothell, City of Lake
Forest Park, City of Marysville, City of Monroe, City of Snohomish, City of Stanwood, City of
Granite Falls, City of Brier, City of Darrington, City of Stanwood, City of Sultan, and City of
Mill Creek to support legislation for the responsible storage of firearms to prevent child access.
Section 3: Copies of this resolution will be transmitted to the entire Washington State
delegation representing the City of Edmonds from Districts 21 and 32, including: Senator
Marylin Chase, Senator Marko Liias, Representative Cindy Ryu, Representative Ruth Kagi,
Representative Strom Peterson, Representative Lillian Ortiz -Self, City of Lynnwood, City of
Woodway, City of Mountlake Terrace, City of Shoreline, City of Mukilteo, City of Lake Stevens
City of Everett, City of Arlington, City of Bothell, City of Lake Forest Park, City of Marysville,
City of Monroe, City of Snohomish, City of Stanwood, City of Granite Falls, City of Brier, City
of Darrington, City of Stanwood, City of Sultan, and City of Mill Creek.
RESOLVED this 21st day of February, 2017.
ATTEST/AUTHENTICATED:
CITY CLERK, SCOTT PASSEY
FILED WITH THE CITY CLERK:
PASSED BY THE CITY COUNCIL:
RESOLUTION NO.
APPROVED:
DAVID O. EARLING, MAYOR
February 10, 2017
February 21, 2017
1383
3
Packet Pg. 252
7.4.b
ORDINANCE NO.
AN ORDINANCE OF THE CITY OF EDMONDS,
WASHINGTON REQUIRING THE REPORTING
OF LOST AND STOLEN FIREARMS
WHEREAS, in one year, Washington State had 5,053 guns reported stolen or lost
according to a 2012 report from the U.S. Bureau of Alcohol, Tobacco, Firearms and Explosives,
many of which went unreported; and
WHEREAS, the total value of guns reported stolen in Washington State in 2013 was
$3,990,218; and
WHEREAS, lost or stolen firearms are frequently involved in the commission of crimes;
and
WHEREAS, laws that require the reporting of lost and stolen firearms to police promote
public safety by enabling law enforcement to better track illegal guns and firearms used in the
commission of crimes; and
WHEREAS, mandatory reporting requirements also help return lost guns to their rightful
owners and protect gun owners from being wrongly implicated in crimes committed with lost or
stolen guns; and
WHEREAS, Federal law requires firearms businesses with a federal license to report lost
or stolen guns but does not require individual gun owners to do so; and
WHEREAS, the vast majority of stolen and lost guns (96% in Washington State) were
from private individuals, not licensed businesses; and
WHEREAS, those that steal firearms commit violent crimes with stolen guns, transfer
stolen firearms to others who commit crimes, and create a secondary market for firearms,
including a market for those who are prohibited by law from possessing a gun; and
WHEREAS, even if a firearm is reported as lost or stolen, individuals often are unable to
report the serial number to law enforcement because they are not required to record the serial
number or maintain records of the firearms they own for identification purposes, resulting in
many lost and stolen firearms entering secondary markets undetectably; and
WHEREAS, this ordinance does not impose criminal penalties on any person for any act
or omission, and is not intended to regulate the registration, licensing, possession, purchase, sale,
Packet Pg. 253
7.4.b
acquisition, transfer, discharge, or transportation of firearms, or any other element relating to
firearms or parts thereof, including ammunition and reloader components; and
WHEREAS, other states and local jurisdictions in Washington require the prompt
reporting of lost and stolen firearms;
NOW, THEREFORE,
THE CITY COUNCIL OF THE CITY OF EDMONDS, WASHINGTON, DO ORDAIN
AS FOLOWS:
Section 1. A new section 5.24.070 of the Edmonds City Code, entitled, "Reporting
theft or loss of firearm required," is hereby added to read as follows:
5.24.070 Reporting theft or loss of firearm required.
A. If a firearm is lost or stolen, the person who owned or was in possession of the firearm
shall report the theft or loss to the Edmonds Police Department if the loss or theft
occurred in Edmonds. The report shall be made within 24 hours after the theft or loss is
first discovered, and shall include to the extent known:
1. The firearm's caliber, make, model, manufacturer, and serial number;
2. Any other distinguishing number or identification mark on the firearm; and
3. The circumstances of the loss or theft, including the date, place, and manner
B. On receipt of a report of a stolen or lost firearm under this section, the Edmonds Police
Department shall enter into the National Crime Information Center Database the
following information, to the extent known:
1. The firearm's caliber, make, model, manufacturer, and serial number; and
2. Any other distinguishing number or identification mark on the firearm.
C. Any violation of or failure to comply with the provisions of this section shall
constitute a civil infraction and shall be punished by a fine not to exceed $500.00.
Packet Pg. 254
7.4.b
Section 2. Severability. If any section, subsection, clause, sentence, or phrase of this
ordinance should be held invalid or unconstitutional, such decision shall not affect the validity of
the remaining portions of this ordinance.
Section 3. Effective Date. This ordinance is subject to referendum and shall take effect thirty
(30) days after final passage of this ordinance.
ATTEST/AUTHENTICATED:
CITY CLERK, SCOTT PASSEY
APPROVED AS TO FORM:
OFFICE OF THE CITY ATTORNEY:
IM
JEFF TARADAY
APPROVED:
MAYOR DAVE EARLING
FILED WITH THE CITY CLERK: February 10, 2017
PASSED BY THE CITY COUNCIL: February 21, 2017
PUBLISHED: February 26, 2017
EFFECTIVE DATE: March 28, 2017
ORDINANCE NO.: 405X
Packet Pg. 255
7.4.b
SUMMARY OF ORDINANCE NO. 405X
of the City of Edmonds, Washington
On the 21St day of February, 2017, the City Council of the City of Edmonds, passed Ordinance
No. 405X. A summary of the content of said ordinance, consisting of the title, provides as
follows:
AN ORDINANCE OF THE CITY OF EDMONDS,
WASHINGTON REQUIRING THE REPORTING
OF LOST AND STOLEN FIREARMS
The full text of this Ordinance will be mailed upon request.
DATED this 22"d day of February, 2017.
CITY CLERK, SCOTT PASSEY
Packet Pg. 256
7.4.c
UV
p
SNOHOMISH
HEALTH DISTRICT
WWW.SNOHD.ORG
February 13, 2017
The Honorable Kristiana Johnson
The Honorable Mike Nelson
The Honorable Adrienne Fraley-Monillas
The Honorable Diane Buckshnis
The Honorable Dave Teitzel
The Honorable Thomas Mesaros
The Honorable Neil Tibbott
121 — 5th Ave. N.
Edmonds, WA 98020
To members of the Edmonds City Council:
Administration Division
I am writing to support your efforts to reduce gun violence, notably consideration of Resolution 138X and
Ordinance 405X. In 2013, the Snohomish County Board of Health passed Resolution 2013-03 that "calls on
federal and state lawmakers to take meaningful action to address gun violence." Resolution 138X and
Ordinance 405X align with the Board of Health's position.
Resolution 138X, which urges the legislature to pass House Bill 1122, notes the many sad statistics about gun
violence, highlighting the markedly increased risks of youth suicide and accidental injury and death in
households where firearms are present. Many of these deaths could be prevented if all firearms were securely
stored so that only adults could readily access them. There is ample evidence that laws requiring secure storage
of firearms reduce injuries to and deaths of children, while not limiting appropriate adult access to firearms.
The Washington State Association of Local Public Health Officials (WSALPHO) supports House Bill 1122. I
urge the City of Edmonds to join my WSALPHO colleagues and me by passing Resolution 138X.
Ordinance 405X, which would require reporting lost or stolen firearms to law enforcement, would prevent
diversion of firearms for illegal uses. I believe that any efforts to reduce the number of firearms available on
the street would reduce youth access, and could thereby reduce youth suicides. Suicide among youth is
especially impulsive, so ready access to a firearm dramatically increases the likelihood that a depressed youth
will succeed in killing him or herself. This is in contrast to other means (such as hanging or overdosing), which
require more effort and can more easily be interrupted. I urge the City of Edmonds to pass Ordinance 405X.
I applaud the City of Edmonds for recognizing gun violence as a public health issue that demands multiple
prevention strategies. Resolution 138X and Ordinance 405X are important steps to reducing gun violence.
Sincerely,
Gary Goldbaum, MD, MPH
Health Officer & Director
ti
M_
N
0
co
0
J
i
c
0
E
w
c
as
E
z
c�
a
3020 Rucker Avenue, Suite 306 ■ Everett, WA 98201-3900 ■ tel: 425.339.5210 ■ fax: 425.339.5263
Packet Pg. 257