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

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

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

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

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

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

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