Ordinance 1925-93 - Laserfiche WebLink

SECTION 4: PROCEDURAL REQUIREMENTS FOR AFFECTED EMPLOYERS The City of Everett Public Works Department is responsible for implementing the CTR ordinance, the CTR plan, and the Everett Employees CTR program. This department, in cooperation with the Planning Department, has the necessary authority to carry out responsibilities such as rule-making or certain administrative decisions. The provisions of the ordinance apply to any affected employer at any single worksite within the corporate limits of the City of Everett. As presented in Everett's Commute Trip Reduction Ordinance, there are a number of requirements placed on affected employers. These requirements include notifying the City that they meet the definition of "affected," developing a CTR program and submitting it to the City, and taking corrective action if the plan does not meet specified goals for the CTR zone. Strategies for complying with the Ordinance requirements are summarized below: Notification and Compliance Employers that, for whatever reasons, do not receive notice within 30 days of passage of the ordinance and are either notified or identify themselves to the City within 180 days of the passage of the ordinance will be granted an extension to assure up to 150 days within which to develop and submit a CTR program. Employers that have not been identified or do not identify themselves within 180 days of the passage of the ordinance and do not submit a CTR program within 180 days from the passage of the ordinance are in violation. Employers that meet the definition of "affected employer" in this ordinance must identify themselves to the City within 180 days of either moving into the boundaries of Everett or growing in employment at a worksite to 100 or more affected employees. Such employers shall be granted a minimum of 150 days to develop and submit a CTR program. Employers that do not identify themselves within 180 days are in violation. New affected employers shall have two years to meet the first CTR goal of 15 percent; four years to meet the second goal of 25 percent; and six years to meet the third goal of 35 percent from the time they begin their City-approved program. Any of the following changes in an employer's status will change the employer's CTR program requirements: • If an employer initially designated as an affected employer no longer employs one hundred or more affected employees and expects not to employ one hundred or more affected employees for the next 12 months, that employer is no longer an affected employer. It is the responsibility of the employer to notify the City that it is no longer an affected employer. These employers are encouraged to continue their programs voluntarily. • If the same employer returns to the level of one hundred or more affected employees within the same 12 months, that employer will be considered an affected employer for the entire 12 months, and will be subject to the same program requirements as other affected employers. 26