HomeMy WebLinkAboutAgenda Packet for 05/15/2017
AGENDA
City Council Regular Meeting
7:00 PM - Monday, May 15, 2017
Council Chambers, 7th Floor, City Hall – 1055 S. Grady Way
1. CALL TO ORDER AND PLEDGE OF ALLEGIANCE
2. ROLL CALL
3. PROCLAMATIONS
a) Municipal Clerks Week - May 7 - 13, 2017
b) Affordable Housing Week - May 15 - 22, 2017
4. ADMINISTRATIVE REPORT
5. AUDIENCE COMMENTS
• Speakers must sign-up prior to the Council meeting.
• Each speaker is allowed five minutes.
• When recognized, please state your name & city of residence for the record.
NOTICE to all participants: Pursuant to state law, RCW 42.17A.555, campaigning for any
ballot measure or candidate in City Hall and/or during any portion of the council meeting,
including the audience comment portion of the meeting, is PROHIBITED.
6. CONSENT AGENDA
The following items are distributed to Councilmembers in advance for study and review, and
the recommended actions will be accepted in a single motion. Any item may be removed for
further discussion if requested by a Councilmember.
a) Approval of Council Meeting minutes of May 1, 2017.
Council Concur
b) AB - 1900 Mayor Law appoints the following individuals to the Renton Municipal Arts
Commission: David Samek, for a position vacated by Paul Hebron, for a term expiring on
12/31/2019; and Su Gow, for a position vacated by Kimberly Eshelman, for a term
expiring on 12/31/2017.
Refer to Community Services Committee
c) AB - 1902 Mayor Law reappoints the following individuals to the City Center Community
Plan Advisory Board: Robert Prather, for a term expiring on 4/30/2018; and Mike O'Donin
and Nancy Eklund for terms expiring on 4/30/2022.
Council Concur
d) AB - 1909 Mayor Law appoints Jamie Greene to the Library Advisory Board, for a term
expiring on 9/1/2021.
Refer to Community Services Committee
e) AB - 1907 City Clerk recommends acceptance of the appraisal of Street Vacation Petition
VAC-16-002 for a portion of right-of-way located in the vicinity of SW Langston Rd. that is
approximately 9,543 sq. ft.; and recommends setting compensation at $22,912.80.
Refer to Utilities Committee
f) AB - 1908 City Clerk submits 10% Notice of Intent to Annex petition for the proposed Eric
Ressler II Annexation and recommends waiving the $5,000 processing fee and setting a
public meeting on 6/5/2017 to consider the petition; 4.4-acre site located in the East
Plateau Community Planning Area.
Council Concur; Set Public Meeting on 6/5/2017
g) AB - 1903 Community Services Department recommends approval of an interlocal
agreement with King Conservation District to accept $9,480 in grant funds for the 2017
Renton Farmers Market.
Refer to Finance Committee
h) AB - 1697 Human Resources / Risk Management Department recommends approval of
the 2016-2018 Renton Police Guild Commissioned Employees' contract.
Council Concur
i) AB - 1904 Police Department recommends amending Title VI (Police Regulations) of the
Renton Municipal Code by adopting an ordinance to add a new Chapter 13 titled "Vehicle
Trespass" which will allow the City to effectively prosecute offenders of vehicle theft and
vehicle prowls.
Refer to Public Safety Committee
j) AB - 1899 Transportation Systems Division submits CAG-15-134, Logan Avenue North
Roadway Improvements Project; contractor Johansen Excavating, Inc., and requests
acceptance of the project, and approval of the final pay estimate in the amount of
$19,203.72, subject to receiving the required certifications.
Council Concur
7. UNFINISHED BUSINESS
Topics listed below were discussed in Council committees during the past week. Those topics
marked with an asterisk (*) may include legislation. Committee reports on any topics may be
held by the Chair if further review is necessary.
a) Community Services Committee: Parks Commission Appointment - Takano
b) Finance: Vouchers
8. NEW BUSINESS
(Includes Council Committee agenda topics; visit rentonwa.gov/cityclerk for more
information.)
9. ADJOURNMENT
COMMITTEE OF THE WHOLE MEETING AGENDA
(Preceding Council Meeting)
5:15 p.m. - 7th Floor - Conferencing Center
Hearing assistance devices for use in the Council Chambers are available upon request to the City Clerk
CITY COUNCIL MEETINGS ARE TELEVISED LIVE ON GOVERNMENT ACCESS CHANNEL 21
To view Council Meetings online, please visit rentonwa.gov/councilmeetings
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May 1, 2017 REGULAR COUNCIL MEETING MINUTES
MINUTES
City Council Regular Meeting
7:00 PM - Monday, May 1, 2017
Council Chambers, 7th Floor, City Hall – 1055 S. Grady Way
CALL TO ORDER AND PLEDGE OF ALLEGIANCE
Mayor Law called the meeting of the Renton City Council to order at 7:00 PM and led the
Pledge of Allegiance.
ROLL CALL
Councilmembers Present:
Armondo Pavone, Council President
Randy Corman
Ryan McIrvin
Ruth Pérez
Don Persson
Ed Prince
Carol Ann Witschi
ADMINISTRATIVE STAFF PRESENT
Denis Law, Mayor
Jay Covington, Chief Administrative Officer
Shane Moloney, City Attorney
Megan Gregor, Deputy City Clerk
Chip Vincent, Community & Economic Development Administrator
Gregg Zimmerman, Public Works Administrator
Commander Jeff Eddy, Police Department
ADMINISTRATIVE REPORT
Chief Administrative Officer Jay Covington reviewed a written administrative report
summarizing the City’s recent progress towards goals and work programs adopted as part of
its business plan for 2017 and beyond. Items noted were:
Preventative street maintenance will continue to impact traffic and result in
occasional street closures.
There are full-time and seasonal job opportunities available, including summer jobs
with aquatics, parks, golf course, and more! Visit rentonwa.gov to view available
positions.
AGENDA ITEM #6. a)
May 1, 2017 REGULAR COUNCIL MEETING MINUTES
New editions of the What’s Happening and Golden Opportunities Recreation and
Activities Guides are now available.
Renton History Museum Manager Elizabeth Stewart was given the Willard Jue
Memorial Award for Staff by the Association of King County Historical Organizations
(AKCHO) last week. The Willard Jue Award is presented to individuals who have made
outstanding contributions to heritage organizations and provided exceptional
leadership and spirit of service. Liz has headed up the Renton History Museum for 11
years.
Saturday, May 6th, 1:00 to 5:00 p.m. The Department of Ecology and the Don’t Drip
and Drive Program are offering free auto leak detection workshops to the public at
Renton Technical College. Drivers can learn basic car care and get a free oil leak
inspection at the workshop. Classes will cover basic car systems, vital fluids, belts,
hoses, filters, and much more.
AUDIENCE COMMENTS
Neil Sheesley, Renton, President of North Renton Neighborhood Association, thanked
Chief Administrative Officer Jay Covington and Community and Economic
Development Administrator Chip Vincent for providing a pleasant working
relationship with the North Renton Neighborhood and for the services they provide.
Diane Dobson, Renton, delivered accolades for the work of Sergeant John Awai and
Officer Joel Cheney and shared her appreciation for their protection of the North
Renton Neighborhood and for their service to the City.
MOVED BY CORMAN, SECONDED BY PAVONE, COUNCIL REFER THE TOPIC OF
TRESPASS ORDINANCES TO THE PUBLIC SAFETY COMMITTEE. CARRIED.
CONSENT AGENDA
Items listed on the Consent Agenda were adopted with one motion, following the listing.
a) Approval of Council Meeting minutes of April 24, 2017. Council Concur.
b) AB - 1896 Mayor Law reappointed Marlene Winter and Timothy Searing to the Parks
Commission for terms expiring on June 1, 2021 and Avni Mungra (youth position) for a term
expiring on June 1, 2018. Council Concur.
c) AB - 1897 Mayor Law appointed Shun Takano to the Parks Commission to fill a term vacated
by Michael O'Donin, expiring on October 1, 2018. Refer to Community Services Committee.
d) AB - 1898 City Clerk reported the results from the April 24, 2017 bid opening for CAG-17-054 -
Sunset Lane Demolition Project; and submitted the staff recommendation to accept the
lowest responsive bid from Dickson Company in the amount of $351,650.20, contingent upon
Renton Housing Authority's approval. Council Concur.
e) AB - 1894 Community & Economic Development Department recommended reviewing
applications for Comprehensive Plan Map amendments and concurrent rezones. Following
this review, the Planning Commission presented code revision recommendations to Council.
Refer to Planning Commission and Planning & Development Committee.
AGENDA ITEM #6. a)
May 1, 2017 REGULAR COUNCIL MEETING MINUTES
f) AB - 1895 Public Works Administration requested approval to purchase a North Star 192-inch
crime scene module to replace a Police vehicle, vendor Braun NW, Inc., in the amount of
$184,776, including sales tax, with the overage cost of $50,411 to be covered by the Police
Department's State Seizure Fund. Council Concur.
MOVED BY PAVONE, SECONDED BY PRINCE, COUNCIL CONCUR TO APPROVE THE
CONSENT AGENDA AS PRESENTED. CARRIED.
UNFINISHED BUSINESS
a) Utilities Committee Chair McIrvin presented a report recommending concurrence in the staff
recommendation to execute the agreement for the Kennydale Lakeline Sewer System Evaluation
Phase 2A – Condition Assessment with Carollo Engineering, Inc. in the amount of $961,055.
MOVED BY MCIRVIN, SECONDED BY PÉREZ, COUNCIL CONCUR IN THE
COMMITTEE RECOMMENDATION. CARRIED.
b) Transportation (Aviation) Committee Chair Pérez presented a report recommending
concurrence in the staff recommendation to approve the Operating Permit and Agreement with
Seplane Scenics for their sublease from Aerodyne, LLC and authorize the Mayor and City Clerk to
sign the Operating Permit Agreement.
MOVED BY PÉREZ, SECONDED BY WITSCHI, COUNCIL CONCUR IN THE COMMITTEE
RECOMMENDATION. CARRIED.
c) Transportation (Aviation) Committee Chair Pérez presented a report recommending
concurrence in the staff recommendation to approve the North Park Avenue Extension
Preliminary Design and Design Report Phase Agreement with Perteet, Inc. in the amount of
$159,655 and authorize the Mayor and City Clerk to execute the agreement.
MOVED BY PÉREZ, SECONDED BY WITSCHI, COUNCIL CONCUR IN THE COMMITTEE
RECOMMENDATION. CARRIED.
NEW BUSINESS
Please see the attached Council Committee Meeting Calendar.
MOVED BY PAVONE, SECONDED BY PRINCE, COUNCIL CANCEL THE MAY 8, 2017
CITY COUNCIL MEETING. CARRIED.
ADJOURNMENT
MOVED BY PAVONE, SECONDED BY WITSCHI, COUNCIL ADJOURN. CARRIED. TIME:
7:18 P.M.
Jason A. Seth, CMC, City Clerk
Megan Gregor, CMC, Recorder
Monday, May 1, 2017
AGENDA ITEM #6. a)
Council Committee Meeting Calendar
May 1, 2017
May 8, 2017
Monday
CANCELLED Committee of the Whole and City Council Meeting, Chair Pavone
May 11, 2017
Thursday
CANCELLED Utilities Committee, Chair McIrvin
CANCELLED Planning & Development Committee, Chair Prince
May 15, 2017
Monday
CANCELLED Transportation Committee, Chair Pérez
3:30 PM Public Safety Committee, Chair Corman – Council Conference Room
1. Fire Station #15 and Capital Facilities Plan for RRFA
2. Dangerous Dog Ordinance
3. Emerging Issues in Police (including Drones and Micro-chipping Animals)
4:30 PM Finance Committee, Chair Persson – Council Conference Room
1. Vouchers
2. Emerging Issues in Revenue Streams
5:00 PM Community Services Committee, Chair Witschi – Council Conference Room
1. Parks Commission Appointment - Takano
5:15 PM Committee of the Whole, Chair Pavone – Conferencing Center
1. Parks/Trails/Open Space Initiative
2. Bicycle Master Plan
3. Energize Eastside Update
4. Regional Issues
AGENDA ITEM #6. a)
AB - 1900
City Council Regular Meeting - 15 May 2017
SUBJECT/TITLE: Appointments to Renton Municipal Arts Commission
RECOMMENDED ACTION: Refer to Community Services Committee
DEPARTMENT: Executive
STAFF CONTACT: April Alexander, Executive Assistant
EXT.: 6520
FISCAL IMPACT SUMMARY:
None
SUMMARY OF ACTION:
Mayor Law appoints the following to the Renton Municipal Arts Commission:
• Mr. David Samek, for a term expiring 12/31/19 (position previously held by Paul Hebron)
• Ms. Su Gow, for a term expiring 12/31/17 (position previously held by Kimberly Eshelman)
EXHIBITS:
A. Recommendation memo
B. David Samek application
C. Su Gow application
STAFF RECOMMENDATION:
Confirm Mayor Law's appointments of David Samek and Su Gow to the Renton Municipal Arts Commission.
AGENDA ITEM #6. b)
DEPARTMENT OF COMMUNITY
AND ECONOMIC DEVELOPMENT ----———“Renton 0
M E M OR A N D U M
DATE:April 11,2017
TO:Denis Law,Mayor
FROM:C.E.“Chip”Vincent,CED Administrator
SUBJECT:Proposed Appointments to the Renton Municipal Arts
Commission
The Renton Municipal Arts Commission currently has two positions open,vacated at the
end of 2016,for terms of office that will expire December of 2020.Two applications that
were submitted to your office and forwarded to the Commission,proved to be from
highly qualified candidates,David Samek and Su Gow.
A graduate of Renton High School and Renton resident,David Samek,participated in a
RMAC project in 2016,subsequently attended a monthly RMAC meeting,and then
submitted an application (attached herewith)to become a Commissioner.
Dave is a musician in two Renton-based bands (percussion and vocals).The
Commissioners were able to discuss with him his ideas for strengthening the music
scene in the community.Also of interest to the Commissioners is his considerable
experience in accounting and financial operations as an Accounting Manager for The
Boeing Company.These skills are a particular need of the RMAC at the present time.
Su Gow,another Renton resident,also has a business background and related skills
(public speaking,learning and development consultant).Su is a self-employed artist
(sculpture).A committee of the RMAC met with Su to discuss her interest in serving on
the Commission.
The RMAC committee recommended to the full Commission that the names of the two
applicants be forwarded to you for your consideration.The Commission approved the
recommendation at its meeting of April 4,2017.
In concurrence with the Renton Municipal Arts Commission,I request that you forward
the names of David Samek and Su Gow to the Renton City Council with your
recommendation for their appointment to the Renton Municipal Arts Commission.
AGENDA ITEM #6. b)
Hannah L Miller
From:April Alexander
Sent:Thursday,February 16,2017 9:01 AM
To:Hannah L Miller
Subject:FW:Application for boards,commissions,or committees.
From:intersavy616@comcast.net [mailto:intersavy6l6@comcast.netj
Sent:Wednesday,February 15,2017 7:5?PM
To:April Alexander <analexandr@Rentonwa.gov>
Cc:intersavy616@comcast.net
Subject:Application for boards,commissions,or committees.
The following registration was submitted via the City of Renton website:
Data from form “Application for Boards,commissions,or committees”was received on Wednesday,February
15,2017 7:56:37 PM.
Boards,commissions,committees
Field Value
BoardsCommissionsCommittees IMunicipal Arts Cornmission*——
_________________
ITitle IMs.
Name ISuGow
address 13424 191st PL SE
City,State,Zip (Renton,WA 98059
plicant’s email Jintersavy6 l6@comcast.net
Applicant’s phone 1206-226-0791
______
Applicant’s alternate phone f
_______________________________________
Renton Resident?j false
II so,since when 1
_________________________________________________
former Residence
Harbor Springs High School Graduate /Harbor Springs,
Michigan
Educational Background North Central Michigan College /Creative Writing
University of Cincinnati /Philosophy
Uw certification in Project Management
Instructional Designer
Learning &Development ConsultantOccupationplicSpeaker
Small Business Owner
1
AGENDA ITEM #6. b)
Field I
_____
Value
AT&T Corporate Trainer /Telephony
WaMu Sales/Customer Service Trainer/Occasio Manager
OccupationBackground Lead/Instructional Designer (5 years)
Contract Positions with T-Mobile,WaMu,Microsoft,The Bill &
Melinda Gates Foundation.
Currently self-employed.Artisan business selling clay
sculpture at Pike Place Market,Ventures (below the market),
Employer Spice Harbor /Harbor Springs,Michigan etc.(Mainly
mushroom sculpture.)
Community Activities Volunteer at Food Lifeline,New Life Church work,
Reasons I was referred by Mary Clymer.
Can attend day meetings true
Can attend night meetings true
Email “Application for boards,commissions,or committees.”originally sent to analexander@rentonwa.gov from
inwrsavv6l6@comcast.net on Wednesday,february 15,2017 7:56:37 PM.The following were also sent a copy:
intersavy6l6@comcast.net.
2
AGENDA ITEM #6. b)
I
Hannah L Miller
April Alexander
Wednesday,January 04,2017 9:42 AM
Hannah L Miller
FW:Application for boards,commissions,or committees.
From:monkeehugs@gmail.com [mailto:monkeehugs@gmail.com]
Sent:Wednesday,January 04,2017 9:02 AM
To:April Alexander <analexander@Rentonwa.gov>
Cc:monkeehugs@gmail.com
Subject:Application for boards,commissions,or committees.
The following registration was submitted via the City of Renton website:
Data from form “Application for Boards,commissions,or committees”was received on Wednesday,January
04,2017 9:02:21 AM.
Boards,commissions,committees
.Field Value
1BoardsCommissionsCommittees JMunicipal Arts Commission*
Title Mr.
Name fDavidSamek
laddress 4608 NE 24th Street
[ity,State,Zip (Renton,WA,98059
Applicant’s email imonkeehugs@gmail.com
Applicant’s phone 1425-503-6916
Applicant’s alternate phone 1425-237-0213
Renton Resident?true
if so,since when 12007
Former Residence Seattle
I Graduate Renton High School -1981
I Bachelor of Science -University of Washington 1985Educationa1BackgroundConcentration:Finance
UW Marching Band (percussion):1981 -1985.
Accounting Manager -oversee 8 employees
Occupation
Musician -two bands in Renton area (percussion,vocals)
I
30 years experience in Accounting,Financial OperationsOccupationBackgroundInventoryManagement.
From:
Sent:
To:
Subject:
1
AGENDA ITEM #6. b)
Value
Employer Boeing Commercial Airplanes -Renton,WA
CommunityActivitiesSustainab1e Renton -treasurer (2014-2015)
I have lived an Renton most of my life,I went to elementary,
13
middle,and high school here,and moved back here in 2007.
1easons love arts of all kinds and would love to give back to the
—community that I grew up in.
_____-____
Can attend day meetings 1 false
Can attend night meetings Itrue —
_______________
Email ‘Application for boards,commissions,or committees.”originally sent to analexander@rentonwa.eov from
monkeehugs@gmail.com on Wednesday,January 04,2017 9:02:21 AM.The following were also sent a copy:
rnonkeehugs@izmail.com.
2
AGENDA ITEM #6. b)
AB - 1902
City Council Regular Meeting - 15 May 2017
SUBJECT/TITLE: Reappointments to City Center Community Plan Advisory Board
RECOMMENDED ACTION: Council Concur
DEPARTMENT: Executive
STAFF CONTACT: April Alexander, Executive Assistant
EXT.: 6520
FISCAL IMPACT SUMMARY:
None
SUMMARY OF ACTION:
Mayor Law reappoints the following to the City Center Community Plan Advisory Board:
• Mr. Robert Prather for a term expiring 4/30/18
• Mr. Mike O'Donin for a term expiring 4/30/22
• Ms. Nancy Eklund for a term expiring 4/30/22
EXHIBITS:
A. Recommendation memos
STAFF RECOMMENDATION:
Confirm Mayor Law's reappointments of Mr. Robert Prather, Mr. Mike O'Donin and Ms. Nancy Eklund to the
City Center Community Plan Advisory Board.
AGENDA ITEM #6. c)
DEPARTMENT OF COMMUNITY
AND ECONOMIC DEVELOPMENT --—-
MEMORANDUM
DATE:April 25,2017
TO Dents Law,Mayor
--/
-I
FROM:C.E.“Chip”Vincent,CED Administrator
SUBJECT:Reappointment to the City Center Community Plan Advisory
Board:Robert Prather
Robert Prather filled a position vacated by Kim Sweet in November 2016.He has
consistently demonstrated a commitment to his position and to the fulfillment of the
City Center Plan.He also has the ability to participate fairly and equitably while
representing the community at large.
I recommend that he be reappointed to a new one-year term,expiring on April 30,
2018.
h:\ced\planning\community planning\city center\advisory board\appointments &reappointments\prather
reappointment -1 year.doc
AGENDA ITEM #6. c)
DEPARTMENT OF COMMUNITY
AND ECONOMIC DEVELOPMENT
M E M OR A N D U M
DATE:April 25,2017
TO:Denis Law,Mayor —/
7FROM:C.E.“Chip”Vincent,CED Administrator 7
SUBJECT:Reappointment to the City Center Community Plan Advisory
Board:Mike O’Donin and Nancy Ekiund
The original appointments for Mike O’Donin and Nancy EkIund were in April 2012.They
both have consistently demonstrated a commitment to their positions and to the
fulfillment of the City Center Plan.They also have the ability to participate fairly and
equitably while representing the community at large.
I recommend that they be reappointed to a new five-year term,expiring on April 30,
2022.
h:\ced\planning\community planning\city center\advisory board\appointments &reappointments\eklund,odonin
reappointment -5 year.doc
AGENDA ITEM #6. c)
AB - 1909
City Council Regular Meeting - 15 May 2017
SUBJECT/TITLE: Appointment to Library Advisory Board-Jaime Greene
RECOMMENDED ACTION: Refer to Community Services Committee
DEPARTMENT: Executive
STAFF CONTACT: April Alexander, Executive Assistant
EXT.: 6520
FISCAL IMPACT SUMMARY:
None
SUMMARY OF ACTION:
Mayor Law appoints Jaime Greene to the Library Advisory Board for a term expiring 9/1/21 (position previously held by
Catherine Ploue-Smith).
EXHIBITS:
A. Recommendation Memo
B. Application
STAFF RECOMMENDATION:
Confirm Mayor Law's appointment of Jaime Greene to the Library Advisory Board.
AGENDA ITEM #6. d)
COMMUNITY SERVICES
DEPARTMENT —‘Renton ®
MEMORANDUM
DATE:May 5,2017
TO:Denis Law,Mayor 05 2017
CC:Jay Covington,Chief Administrative Office ‘T’ORS OFFICE
Jason Seth,City Clerk
April Alexander,Executive Assistant
FROM:Kelly Beymer,Community Services Administrator 4
SUBJECT:Renton Library Advisory Board Vacancy
Renton Library Advisory Board Member,Catherine Ploue-Smith resigned from the board
effective September 1,2016.This board position term officially expired September 1,
2016.Staff made note on the City’s website that there was a vacancy to fill.We
received a total of 10 applications,two of which were ineligible by non-Renton resident
status.
The current board members (4 total)reviewed the eight eligible applications and
forwarded four to be interviewed.Two of the current Library Advisory Board members,
one KCLS staff person,as well as one city staff person,participated in the interview
process.Interviews were held on March 30,2017.Two applicants did not make the
scheduled interview,one due to illness and the other declined for personal reasons.
The interview panel felt the two candidates interviewed both were very qualified for the
vacant position.After deliberation,the Renton Library Advisory board members wish to
recommend Jaime Greene to fill the board position vacancy,with a five-year term
expiring September 2021.
Jaime Greene is the current Executive Director for Renton Communities In Schools.Due
to her educational background,community engagement,and previous board experience
the Renton Library Advisory Board members and Community Services staff feel
Ms.Greene would be a valuable addition to this board.
Should you have any questions or concerns,please call me.
Thank you.
AGENDA ITEM #6. d)
April Alexander
From:trainerjaime@hotmail.com
Sent:Sunday,February 26,2017 4:22 PM
To:April Alexander
Cc:trainer]aime@hotmail.com
Subject:Application for boards,commissions,or committees.
The following registration was submitted via the City of Renton website:
Data from form “Application for Boards,commissions,or committees”was received on Sunday,february 26,
2017 4:21:3 1 PM.
Boards,commissions,committees
Field Value
BoardsCommissionsCommittees Library Advisory Board*
Title Ms.
Name Jaime Greene
address 11617 SE 163rd St
City,State,Zip Renton,WA 98058
Applicant’s email trainerjaime@hotmail.com
Applicant’s phone 206-755-0432
Applicant’s alternate phone 425-687-3120
Renton Resident?true
If so,since when 1999
wormer Residence Bothell
[I have a Bachelors of Arts from the University of Washington
.with a Sociology major and a Psychology minor.I also have aEducationalBackgroundMastersinEducationwithaspecializationin
Transformational Leadership.
Occupation Executive Director
I have over 14 years experience in nonprofit serving youth
and families.Before joining CIS of Renton on Feb 6,I was
with the YMCA of Greater Seattle for 9.5 years.First with
the Coal Creek Family branch in Newcastle as the Director of
OccupationBackground Healthy Living &Community Engagement and then promoted to
the association office as the Healthy Living &Member
Engagement Director.Before that I was the Associate
Development Director for Big Brother Big Sisters of Puget
Sound.
Employer Communities in Schools of Renton
My community involvement includes being a Community Supper
....volunteer for the Renton Salvation Army monthly June 2014-FebCommumtyActivities2016;the month of June 2016 volunteer at UGM’s Hope Place
Shelter in South Seattle;Hazelwood Elementary Running Club
1
AGENDA ITEM #6. d)
Field Value
volunteer Sept 2013—Dec 2015;Jan—May 2014 Fitness Club
Leader at Nelsen Middle School;Renton Library Steering
Committee (2013)
I am extremely passionate about providing quality resources
1
to the community and feel that my 10 years of nonprofit1easonscommunityengagementwouldbenefittheLibraryAdvisory Board
and the Renton residents.
Can attend day meetings true
Can attend night meetings true
Email “Application for boards,commissions,or committees.”originally sent to analexander@rentonwa.gov from
trainerjaime@hotmail.com on Sunday,February 26,2017 4:21:31 PM.The following were also sent a copy:
trainerjaime@hotmail.com.
2
AGENDA ITEM #6. d)
AB - 1907
City Council Regular Meeting - 15 May 2017
SUBJECT/TITLE: Determination of Compensation for Street Vacation VAC-16-002;
portion of right-of-way located in the vicinity of SW Langston Rd &
SW Sunset Blvd
RECOMMENDED ACTION: Refer to Utilities Committee
DEPARTMENT: City Clerk
STAFF CONTACT: Jason Seth, City Clerk
EXT.: 6502
FISCAL IMPACT SUMMARY:
Approximately $22,912.80 in generated revenue for 9,547 square feet of vacation area.
SUMMARY OF ACTION:
An appraisal has been submitted on behalf of Langston 14, LLC for acceptance and determination of
compensation due the City for the area to be vacated in Street Vacation Petition VAC -16-002 for
approximately 9,543 square foot portion of SW Langston Rd near SW Sunset Blvd. The a ppraisal provides a fair
market value estimate of the area of this petition.
EXHIBITS:
A. Appraisal
STAFF RECOMMENDATION:
Accept the appraisal and set compensation for Street Vacation Petition VAC-16-002 at $22,912.80 for an
approximately 9,543 square foot portion of right-of-way of SW Langston Rd.
AGENDA ITEM #6. e)
CITY GF RENTOi
p' 2 2017
Lan ston 14 LLC ECEIVE J
g ClTy C!ERK'S OFFIGE
610 Market Street,Suite 100
Kirkland,Washington 98033-5451
Apri121,2017
City of Renton
City Council
C/O: Amanda Askren—Mapping Supervisor
1055 South Grady Way
Renton, WA 98057
Re: Street Vacation- SW Langston Road
Appraisal of Vacation Area
To Whom it May Concern:
On behalf of Langston 14, LLC, I submit the attached appraisal. This appraisal was requested by
Council for the purposes of review and consideration regarding the vacation of ROW fronting SW
I;angston Road.
If you have any questions or need additional information,please contact me.
Respect lly,
Mark B. Shark
206-851-8516(C)
AGENDA ITEM #6. e)
Va I brid eg
PROPERTY ADVISORS
Consulting Assignment
Langston 14, LLC
Right-of-Way—City of Renton
Strip along SW Langston
Renton, WA
FOR
Mr. James R. Ihnot
610 Marl<et Street, Suite 1000
Kirkland, WA 98033
4 f. • .
i
Valbridge Job No.: 17-0103
AGENDA ITEM #6. e)
Corporate Office
Srnith Tt wer 27 Coi y Ru anue 1 372 3 othe!!'Jay PJE i 9 L erkaley Avenue
50ki 2nd Rvenue SuiTe'i QO Suit B Si ite A
a':0 Suite 1{7t 1 v rHti,WA 932 f E3 theli,N A 98t 11 rcrest,WA SAF,E3
PROPERTY ADVIS RS r • eattie,NtA&1 f 4 41.-# >6 t ptu ne 425-0 4O40 ph;zp 253-174-t"}0 39 ph r e
AIle tE31'r Ck8tt5hedd 2(}t-2Q-:?9f plt rt 3 4?i-'2a2-121(?fi tx 425-#i#3fi-1819fi X 425-688-1819'!'x
MeCauiay&Associates 25-8€3-1219 f<ix
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April 18, 2017
Mr.lames R. Ihnot
610 Market Street, Suite 1000
Kirkland, WA 98033
RE: LAND VALUE RELATING TO RIGHT-OF-WAY ON SW LANGSTON STREET IN RENTON
WASHINGTON (Our File#17-0103)
Dear Mr. Ihnot:
At your request, I have completed a review of land sales to determine the value of residentiai sites in
the subject area and to determine the value of an irregular-shaped strip that is 6 feet of loss that
runs through Lots 4-15 of the Town and Country Club Bungalow sites. This study is consistent with
the Uniform Standards of Professional Appraisal Practice (USPAP) under Appraisal Practice "which are
valuation services performed by an individual acting as an appraiser, including but not limited to
Appraisal and Appraisal Review."
Definition of the Appraisal Issue
I will provide an estimate of value based on a square foot basis of comparison. This may be applied
to the individual lots.
Client and Intended User
The intended user is the client, Langston 14, LLC and adjacent property owners impacted by the
right-of-way and their designated agents or representatives.
Intended Use of this Review
The purpose of this assignment is to provide an opinion of the value of land impacted by the
removal of a right-of-way.The report is intended to comply with the City of Renton procedures.
17-0103bc.doc—Copyright 02017
AGENDA ITEM #6. e)
Valbridge RIGHT-OF-WAY-CITY OF RENTON
aRoa rr anv,sQRs
CONSULTING ASSIGNMENT
41'.en E3rackrdl50ecld
1aca:i+v 6<sscciai<'s
Market Value
Market value is defined as:
The most probable price which a property should bring in a competitive and open market
under a(( conditions requisite to a fair sale, the buyer and seller each acting prudently and
know(edgeably, and assuming the price is not affected by undue stimu(us. Imp(icit in this
definition s the consummation of a sa(e as of a specified date and the passing of tit(e from
seller to buyer under conditions whereby.•
1. buyer and seller are typical(y motivoted,
2. both parties are we((-informed or we(l-advised and acting in what they consider
their best interests;
3. a reasonab(e time is a(lowed for exposure in the open market,•
4. payment is made in terms of cash in United States dollars or in terms of financia(
arrangements comparable thereto;and
5. the price represents the norma( consideration for the property so(d unaffected by
special or creative financing or sales concessions granted by anyone associated
with the sale.
Scope of the Work
In preparing this study the appraiser completed the following:
Reviewed the Axis survey and mapping
Reviewed aerial photographs of the right-of-way.
Inspected the subject property.
Reviewed King County Data.
Land Value
The following sales most clearly reflect the potential of the subject:
1 210 Lind Avenue SW Listing 4,530 $79,975 $17.65 1037952
2 407 SW Langston Listing 6,309 $150,000 $23.77 1085260 - Listing is high
3 xxxx Aberdeen Sold - 12/16 14,549 $125,000 $8.59 1051943 - Superior area
4 12411 Renton Avenue S. Sold - 04/16 9,008 $80,000 $8.50 901734 - Seattle South
5 51xx Augusta Street Sold - 05/16 8,102 $103,000 $12.71 869631 - Seattie South
6 8225 S. 128th Street Listing 11,979 $90,000 $7.51 1067161 - Seattle South
7 8560 5. 115th Street Sold - 10/16 9,016 $58,800 $6.52 919068 - Seattle South
The comparable sales reviewed included properties in the immediate area, easterly sales in a
somewhat superior area, and sales south of Seattle with home values very similar to the subject
From The Appraisal of Rea!Estate, Fourteenth Edition, 2013,Appraisal Institute, page 59.
Valbridge Property Advisors Allen Brackett Shedd Page 2
17-0103bc.doc-Copyright O 2017
AGENDA ITEM #6. e)
Valbridge RIGHT-OF-WAY-CITY OF RENTON
a rrr Rrv ar viscRs CONSULTING ASSIGNMENT
atie n i acflel l,srrn:<Ia
1r3C Jtav h/SSGCi-:"v1i:`S
properties. The sales ranged in price per square foot from $6.52 to $23.77. Properties 1 and 2 are
locationally most relevant with Properties 3, 4, 5, 6, and 7 having comparable residential values. Two
of the subject properties had lots that ranged in size at 7,125 square feet, 315 and 401 SW Langston
Road.They were generally typically-sized lots.
My concluded value will reflect a price per square foot, which then can be applied to individual lots
which have varying right-of-way sizes. Considering location, site size, and construction
characteristics, I believe a typical 7,500-square-foot lot would have a value of $90,000, or $12.00 per
square foot. The King County Assessor has also valued these lots at $90,000. Considering the
right-of-way implication, the discount could be considered somewhat similar to an easement. I
believe an appropriate value is 20% of fee, or $2.40 per square fod This factor could be applied to
individual lot based on the total area for each site.
Should you have any questions, please feel free to contact me.
Sincerely,
VALBRIDGE PROPERTY ADVISORS ALLEN BRACKETT SHEDD
7
Robert W. Chamberlin, Senior Associate
kr
Enclosures
I • l -- 1''
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7C - a c'.- C--1
x / Z Z R'i T
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A-l
a.1 - - r
Valbridge Property Advisors Allen Brackett Shedd Page 3
17-0103bc.doc-Copyright O 2017
AGENDA ITEM #6. e)
Valbridge
RIGHT-OF-WAY-CITY OF RENTONPROPER7YADVtSOR5
ue ar r.P-sneau CERTIFICATION OF VALUE
r-/l.t:d'J{dV&/SSOCi^ic':'.
CERTIFICATION - ROBERT CHAMBERLIN, SENIOR ASSOCIATE
I certify that,to the best of my knowledge and belief:
1. The statements of fact contained in this report are true and correct.
2. The reported analyses, opinions, and conclusions are limited only by the reported assumptions
and limiting conditions and are my personal, impartial, and unbiased professional analyses,
opinions, and conclusions.
3. I have no present or prospective interest in the property that is the subject of this report and no
personal interest with respect to the parties involved.
4. I have performed no (or the specified) services, as an appraiser or in any other capacity, regarding
the property that is the subject of this report within the three-year period immediately preceding
acceptance of this assignment.
5. I have no bias with respect to the property that is the subject of this report or to the parties
involved with this assignment.
6. My engagement in this assignment was not contingent upon developing or reporting
predetermined results.
7. My compensation for completing this assignment is not contingent upon the development or
reporting of a predetermined value or direction in value that favors the cause of the client, the
amount of value opinion, the attainment of a stipulated result, or the occurrence of a subsequent
event directly related to the intended use of this appraisal.
8. My analyses, opinions and conclusions were developed, and this report has been prepared, in
conformity with the Uniform Standards of Professional Appraisal Practice.
9. I have made a personal inspection of the property that is the subject of this report. (If more than
one person signs this certification, the certification must clearly specify which individuals did and
which individuals did not make a personal inspection of the appraised property.)
10. No one provided significant real property appraisal assistance to the person signing this
certification, unless otherwise noted.
11. The reported analyses, opinions and conclusions were developed, and this report has been
prepared, in conformity with the requirements of the Code of Professional Ethics and Standards
of Professional Appraisal Practice of the Appraisal Institute.
12. The use of this report is subject to the requirements of the Appraisal Institute relating to review
by its duly authorized representatives.
13. As of the date of this report, I have completed the Standards and Ethics Education Requirements
for Practicing Affiliates of the Appraisal Institute.
14. As of the date of this report, I have not completed the continuing education program for
Practicing Affiliates of the Appraisal Institute.
Robert Chamberlin, Senior Appraiser
State Cert.#27017-1701254
Valbridge Property Advisors Allen Brackett Shedd Page 4
17-0103bc.doc-Copyright O 2017
AGENDA ITEM #6. e)
Valbridge RIGHT-OF-WAY-CITY OF RENTON
a as E rv aav,sc s
nF=s„,, ADDENDA
fAacaaiay h Assrci ates
ADDENDA
Valbridge Property Advisors Allen Brackett Shedd
17-01036c.doc-Copyright O 2017
AGENDA ITEM #6. e)
Valbridge RIGHT-OF-WAY-CITY OF RENTON
PROPE 27Y ADViSC34 S
Af cn t%t<«eft Sh at.ADDENDA
hdacatitay&.1s'sCci?e
Qualifications of Robert W. Chamberlin
Senior Appraiser
Valbridge Property Advisors Allen Brackett Shedd
Ex erience
Real Estate Appraisals:Full spectrum of individual residential appraisals up to
80,000,000.
Property Tax Analysis:Preliminary value consultation, appraisals, and Board of
Equalization/State Board presentations for tax appeals.
Litigation: Preliminary consulting, appraisal, court testimony.
H i stOry
1983-Present: Senior Associate with Valbridge Property Advisors A((en Brackett
Shedd(former(y Al(en Brackett Shedd)
1979 to 1983: Associate with Eastman &Allen, Real Estate Appraisers
1968-1994:Owner, Regional Service Company; evaluation of residential rea)
estate for insurance companies.
1967:Underwriter, Allstate Insurance Company; underwriter of
homeowner's policies.
1966:High School Teacher; Grandview, Washington
Education
University of Washington, B.A. degree in Political Science/Education (1965)
Court Testimonv
Qualified as Expert Witness: Park Avenue v. Buchan Construction
Superior Court Testimony:King, Snohomish, Pierce, Clallam, and Mason Counties
Additional Jurisdictions: United States Bankruptcy Court
Washington State Board of Tax Appeals
King County Board of Equalization
Pierce County Board of Equalization
Okanogan Board of Equalization
Client List
Ahlers &Cressman Green &Yalowitz
Port of Seattle City of Seattle, Attorney's Office
City of Bellevue Rodgers Deutsch &Turner
City of Sammamish Skellenger Bender
Short Cressman Burgess Danielson, Harrigan &Tollefson
Tousley Brain Stephens Trust for Public Lands
Hanson Baker K& L Gates
King County Prosecutors Office Weyerhaeuser Company
Weyerhaeuser Real Estate Corp. Methow Conservancy
Fee appraising for individuals Pierce County Prosecutor's Office
Inslee Best Doezier& Ryder, P.S. Pregg O'Donnell &Gillett
Peterson Russell Kelly Pivotal Law Group
Wood Smith Henning & Berman Riddell Williams
Mill Myers Swartling
Valbridge Property Advisors Allen Brackett Shedd
17-0103bc.doc-Copyright O 2017
AGENDA ITEM #6. e)
Valbridge
RIGHT-OF-WAY-CITY OF RENTONti':}. PRt7pERTY Al?V`:iUR.i
Iien i3rmt.ka Rf's"hcl.qd ADDENDA
Maca.a;ay F:155ac iafr s
ROBERT W. CHAMBERLIN (cont.)
Attorneys/Litigation/Mediation/Consultation
Sherri Anderson Bud Fallon
Christopher Brain, Tous(ey Brain Stephens Adrienne Finnell
Bart Freedman, Preston Gates& E((is Janet George
Linda Ebberson, Lasher Holzapfe(Sperry&Ebberson William Gibbs
Earl Lasher, Lasher Ho(zapfel Sperry&Ebberson Larry Glosser
Cassandra Newell, King County Prosecutor's Office Timothy Graham
Mike Rodgers, Rodgers Deutsche & Turner Geof Grindeland
Isabel R. Safora, Port of Seattle Amber Hardwick
Kelly J. Sweeney, Liberty Mutua( Michelle Hilger
Stephen Todd, Todd& Wakefie(d Elizabeth Hershman-Green
Brian Armsbury Dirk Holt
Barbara Bollero David Law
Justin Bolster Mark Leen
Earl Bravo Lorri Lopez Guzzo
Alice Brown Rose McGillis
Mark Brown George Mix
Kimberly Burrows Janet Nelson
John Butler Lars Neste
Chris Carletti Caleb M. Oken-Berg
Bryan J. Case Robert Ordal
Matt Davis Stella Pitts
Mike DeLeo David Poore
Natalie de Maar Timothy Repass
Sean Small
Whitney Smith
Kim Stephens
Christopher Thayer
Gregg Ursich
John Wiegenstein
Ken Yalowitz
Major Projects
Review Appraiser. Port of Seattle—SeaTac 3 d Runway Acquisition - 700 Property Acquisitions
State Certification No.— Residential: 27017-1701254 Expiration: 02/22/18
Revised 03/01/16)
Valbridge Property Advisors Allen Brackett Shedd
17-0103bc.doc-Copyright O 2017
AGENDA ITEM #6. e)
AB - 1908
City Council Regular Meeting - 15 May 2017
SUBJECT/TITLE: Proposed Annexation - Eric Ressler II 10% Notice of Intention to
Commence Annexation Proceedings
RECOMMENDED ACTION: Council Concur
DEPARTMENT: City Clerk
STAFF CONTACT: Jason Seth, City Clerk
EXT.: 6502
FISCAL IMPACT SUMMARY:
N/A
SUMMARY OF ACTION:
Travis Defoor, Petitioner, submitted the 10% Notice of Intention to Commence Annexation Proceedings on
April 11, 2017. The Department of Community and Economic Development verified sufficiency of the petition
and now requests a public meeting with the init iator be set on 6/5/2017. This 4.4-acre site is located in the
East Plateau Community Planning Area and is bordered by parcel lines on all sides. The parcel line to the south
is SE 134th St (if extended), to the east is 164th Ave SE (if extended), and to the north by City limits in the
vicinity of NE 1st Pl. Additionally, the petitioner is requesting that Council waive the $5,000 annexation
processing fee. The petitioner requested a legal description, map, and annexation petition on December 22,
2016, prior to the annexation fee implementation on January 1, 2017. Therefore, staff supports his request to
waive the annexation processing fee.
EXHIBITS:
A. Issue Paper
B. 10% Petition
C. Fiscal Impact Analysis
D. Area Map
E. Fee Waiver Request
STAFF RECOMMENDATION:
Waive the $5,000 processing fee and set a Public Meeting with the Initiator on June 5, 2017 to consider the
10% Notice of Intention to Commence Annexation Proceedings for the proposed Eric Ressler II Annexation.
AGENDA ITEM #6. f)
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o
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a
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(
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of
I
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Pa
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of
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(i
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,
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Ci
t
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li
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s
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l
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e
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e
20
1
6
as
s
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s
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va
l
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a
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of
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0
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t
u
r
a
l
f
e
a
t
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s
:
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si
t
e
is
do
e
s
no
t
co
n
t
a
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n
an
y
s
t
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p
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o
p
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s
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d
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x
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m
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o
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e
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in
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p
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Av
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SE
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4.
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i
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t
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la
n
d
us
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s
:
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ar
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tw
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si
n
g
l
e
-
f
a
m
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l
y
re
s
i
d
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n
c
e
s
.
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i
s
t
i
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g
zo
n
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n
g
:
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y
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6.
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n
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th
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t
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s
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r
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y
.
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t
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n
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r
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is
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h
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t
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t
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s
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s
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Di
s
t
r
i
c
t
No
.
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’
s
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a
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e
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r
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pr
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t
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t
h
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n
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a
.
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e
pr
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p
o
s
e
d
a
r
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l
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g
e
n
e
r
a
t
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e
d
fo
r
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d
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t
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n
a
l
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t
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p
l
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s
b
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a
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s
e
it
is
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t
h
i
n
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r
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s
t
r
i
c
t
No
.
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.
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a
s
t
e
w
a
t
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r
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i
l
i
t
y
.
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e
ar
e
a
is
wi
t
h
i
n
t
h
e
W
a
s
t
e
w
a
t
e
r
Di
v
i
s
i
o
n
s
se
r
v
i
c
e
.
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r
r
e
n
t
l
y
,
se
w
e
r
do
e
s
no
t
se
r
v
e
t
h
e
ar
e
a
an
d
se
w
e
r
ex
t
e
n
s
i
o
n
s
wo
u
l
d
be
re
q
u
i
r
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d
fo
r
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w
d
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l
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p
m
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n
t
.
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a
f
f
ha
d
no
co
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g
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d
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n
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th
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p
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n
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t
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AG
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N
D
A
I
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s
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Housing Units Population
Current 2 6
Year 10 12 34
Assumption:2.8 Persons per single family household
Operating Fund Revenues
Existing Year 10 2011 Rate
Regular levy $1,934.30 $12,693.12 2.83207
Assumption:$683,000.00 Base year taxable value of area
Total Revenues
Existing $2,845.61
Year 10 $19,031.54
Per Capita Existing Year 10
Liquor tax $4.61 $25.82 $154.90
Liquor Board profits $7.44 $41.66 $249.98
Fuel Tax $12.73 $71.29 $427.73
Art St Fuel Tax $6.79 $38.02 $228.14
Criminal justice $2.19 $12.26 $73.58
Total $33.76 $189.06 $1,134.34
Miscellaneous Revenues
Per Capita Existing Year 10
Sales Tax,Ci $19.84 $111.10 $832.52
Utility tax $76.39 $427.81 $3,205.63
Fines &forfeits $13.96 $78.18 $469.06
Permit $15.35 $17.20 $103.17
Plan Review $9.24 $10.35 $62.11
Franchise Fees $13.86 $77.62 $581.59
Business Licences n/a n/a n/a
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Total
20%
$148.65
22.0%
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Portion of per capita revenue anticipated from permits and plan review
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Annual population/housing unit growth rate based on capacity for new housing In area
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Page lof 3
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Operating Fund Costs ANNEXATION FISCAL ANALYSIS
Total Costs
Exi5ting $1,795.87
Year 10 $17,174.55
Per FTE
Driver Existing Year 10
Community Services
Facilities RE’s $64.86 $521.23
Finance &IS
IS FTE’s $35.74 $287.21
HR
Admin FTEs $8.56 $68.77
Ritk Reduction FTE’s $16.96 $136.27
Total
Assumptions;Fire service provided under contract wtth F0l25
3.3%Annual increase in costs
$126.11 $1,013.48
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20%Portion of per capita costs anticipated from permits and plan review
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1.200 Year 10 linear feet of roadway
Net Operating Fiscal Impact
Existing $1,049.74
Year 10 $1,906.99
Per Caoita
Driver Per Capita Existing Year 10
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Hearing Examiner New Development $1.67 $9.33 $74.95
City Attorney Population $17.77 $99.51 $799.70
Court Services Population $15.34 $8S.90 $690.35
Community and Econ 0ev
Econ 0ev Commercial SqFt No commercial Sq Ft in area
Planning Population $8.03 $8.99 $72.27
0ev.Services Population $23.21 $26.00 $208.90
Community Services
Human Services Population $5.69 $31.86 $256.07
Special Events/Neigh.Population $2.41 $13.50 $108.46
Parks Planning,Nat Res.Population $1.92 $10.75 $86.41
I Total $77.6;$294.64 $2,367.7?
Par Acre/Mile/Call for Service
Per Acre/
Driver Mile/Call Existing Year 10
Community Services
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Street Maint Feet of Roadway 52.23 $0.00 $3,584.17
Transportation Systems Feet of Roadway $0.30 $0.00 $1,068.64
Police
Patrol,Ops.,Investig.,and Jail Calls for Service $268.10 $387.14 $3,111.16
Valley Comm Calls for Service $26.50 $49.82 $400.37
Fire
Emergency Response Change in Contract $938.15 $5,628.95
I Total n/a $1,375.12 $13,793.30
Page 2 of 3
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Capital and Enterprise Funds
Per Capita Existing Year 10
Revenue $24.64 $27.60 $206.79
Public Works -Surface Water
Per Housing Unit Existing Year 10
Rate Revenue $124.44 $248.88 $310.82
Maintenance and Utility Costs -$25.30 -$50.61 -$63.20
I Balance $99.14 $198.27 $247.61
Public Works -Waste Water
Per Housing Unit Existing Year 10
Rate Revenue $286.56 $573.12 $3,438.72
Wastewater Maint.and Utility Co5ts $201.87 $403.74 $3,244.56
I Balance $488.43 $169.38 $194.16
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Per Housing Unit Existing Year 10
Iwater Maint.and Utility Served by Water District #90
Total Revenues
Existing $849.60
Year 10 $3,956.33
Total Costs
Existing $353.13
Year 10 $3,181.36 *
Capital &Enterprise Balance
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Year 10 $774.97
Real Estate Excise Tax
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3.3%
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Annual increase in costs
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Year 10 Housing Units
Annual population/housing unit growth rate based on capacity for new housing in area
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Page 3of3
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AB - 1903
City Council Regular Meeting - 15 May 2017
SUBJECT/TITLE: 2017 Renton Farmers Market King Conservation District Grant-
Marketing and Promotion
RECOMMENDED ACTION: Refer to Finance Committee
DEPARTMENT: Community Services
STAFF CONTACT: Carrie Olson, Farmers Market Coordinator
EXT.: 7214
FISCAL IMPACT SUMMARY:
N/A
SUMMARY OF ACTION:
In 2014, Renton Farmers Market took on the challenge of growing to the west side of Logan Avenue South by
expanding our footprint to encompass both the Piazza Park and the area previously known as the Big 5 store
location on South Third Street – now known as Market West. For the third year in a row, the City has been
awarded a grant from the King Conservation District Member Jurisdiction & WRIA Forum; the amount we have been
granted for the 2017 Farmers Market season is $9,480.00. These funds will be used to offset this year’s marketing,
advertising, and associated costs as outlined in the grant application package; new for the 2017 grant is funding for our
Food Access Assistant position to run the EBT/SNAP and Fresh Bucks program at the market.
EXHIBITS:
A. King Conservation District Application
B. King Conservation District Budget
STAFF RECOMMENDATION:
Authorize the Mayor and City Clerk to enter into the interlocal agreement with King Conservation District to
accept $9,480 in grant funds with spending authority for the 2017 Renton Farmers Market.
AGENDA ITEM #6. g)
Member Jurisdiction Grant Program- Pilot Grant Application –vsn19dec13,
Page 1 of 6
Project Title: 2017 Renton Farmers Market – Marketing and Promotion
Applicant: City of Renton, WA Contact: Carrie Olson
Principal Partners (if any): Title: Farmers Market Coordinator
Amount of KCD
Funding Requested: $9,480.00
Address: Renton City Hall – 6th Floor
1055 South Grady Way
Renton, WA 98057
Total Match (optional): $99,355
Total Project Cost: $108,835
Project Start Date: January 2017 Phone: 425-430-7214
Project End Date: December 2017 Fax: 425-430-6603
Project Location: Piazza Park, Renton
South 3rd Street and Burnett Avenue South
E-mail: clolson@rentonwa.gov
King County Council District #: 5 State Legislative District # 37
Eligible projects:
Must be within the boundaries of the King Conservation District or meet certain partnering requirements
Must be with, or through, a member jurisdiction of the District, or an assigned partner such as a nonprofit
organization or business
Must be consistent with purposes and requirements of RCW Chapter 89.08, encouraging voluntary
stewardship
Leveraging other funding opportunities is encouraged
Ineligible projects include:
Maintenance of existing facilities
Improvements to non-natural areas of parks or existing recreational facilities
Application must
Articulate specific goals and outcomes of the project
Member Jurisdiction Grant Program
Pilot Grant Application
Promoting sustainable uses of natural resources through
responsible stewardship
AGENDA ITEM #6. g)
Member Jurisdiction Grant Program – Pilot Grant Application –vsn19dec13 Page 2 of 6
Have an appropriate and reasonable budget meeting state auditor guidelines
Specify milestones and timelines
Identify the Project Lead and contact information
Present clear roles for project partners
1. Criteria Checklist
Please check all boxes next to criteria below that your project addresses
Natural Resource Improvement Action: Education and Outreach – to raise
awareness, deepen knowledge, and change behaviors (examples include fulfillment of
municipal NPDES MS4 permit requirements; education about value of farmland, local farms
and food systems, shorelines, salmon habitat, forests and other ecosystems)
Natural Resource Improvement Action: Capacity Building – to enhance the ability
of organizations, agencies, residential landowners and other land owners and
managers to implement best management practices and deliver natural resource
management actions on the ground (examples include urban agriculture development,
assistance to private property owners to address challenging regulatory situations,
preservation and/or expansion of urban and/or rural agricultural lands, rural and urban
forest lands, riparian restoration and stewardship on private and public lands)
Natural Resource Improvement Action: Pilot and Demonstration Projects – to test
and/or improve concepts and/or approaches in natural resource management that can
be replicated by others (examples include LID or green infrastructure demonstration
projects, development of new best management practices, distribution of local farm
products, urban agriculture e.g. farmers markets and backyard food production to promote
or support social economic independence and healthy living )
Natural Resource Improvement Action: Direct Improvement of Natural Resource
Conditions – to improve landscape and natural resource conditions as a result of direct
action (examples include supporting private property owners with land stewardship, water
quality and aquatic and wildlife habitat resources, removal of invasive weeds, stewardship on
public land)
2. Project Description – provide a brief description of the project that summarizes what you
will do, how you will do it, and why you will do it. Describe target audience, outcomes,
objectives and timelines.
The Renton Farmers Market (RFM) was established through grass root community efforts and dedicated
volunteers with startup funding provided by the City of Renton in 2002. Today, RFM is operated by the
City of Renton and continues to partner with these dedicated volunteers to provide local farmers the
opportunity to bring their fresh produce to our community. Our market runs June through September
each Tuesday (16 weeks) at the Piazza Park in Downtown Renton from 3:00 p.m. to 7:00 p.m. 2016
marks our 16th year.
RFM is more than just a farmers market, each week features:
Live entertainment with local artists.
AGENDA ITEM #6. g)
Member Jurisdiction Grant Program – Pilot Grant Application –vsn19dec13 Page 3 of 6
A “Kid’s Patch” with fun and educational activities for children and their parents.
The TASTE of Renton featuring cooking demonstrations using market produce.
WSU Master Gardeners helping shoppers with gardening questions and provide information on
environmentally friendly gardening practices.
A Community Booth (offered free of charge each week to non-profit groups) provides an
opportunity to reach our diverse population and educate them on the services these groups
provide in the Renton area.
Space for educational opportunities that focus on farming, the environment, and healthy eating.
With an average attendance of almost 3,000 shoppers each week, the RFM serves as a community
gathering spot where people have a sense of belonging and connection.
Farmers Markets are critical to the survival of many small family farms and the preservation of farmland
in Washington. Selling directly to the consumer allows farmers to become more profitable by
eliminating the middleman and obtaining retail rather than wholesale pricing. In 2016, RFM had 23
farmers as vendors, with 10 of those farming over 21 acres of land in King County.
In an effort to increase availability of these fresh, local foods for everyone in our community, and in an
attempt to increase the potential revenue for our farmers, RFM started an EBT (Electronic Benefits
Transfer) token program for SNAP (Supplemental Nutrition Assistance Program) recipients in 2015. In
2016 we expanded that program to include the Fresh Bucks Incentive, which matches those SNAP
benefits, dollar-for-dollar up to ten dollars each market day, to be used exclusively on fresh produce at
the market. Last season, we saw 664 transactions of $7,389 in SNAP benefits for 338 unique customers
(over 300% increase over 2015) and provided those customers with an additional $6,856 in Fresh Bucks
incentives. In 2016, EBT shoppers spent $1,053 of their benefits with our King County Farmers, and used
$1,542 in Fresh Bucks incentives with those same King County Farmers.
With almost 13,000 Renton residents seeking Basic Food benefits in 2016, we are eager to help expand
and promote these benefits for our shoppers, and see this as a huge opportunity for increased revenue
for our farmers.
As a result of a 2016 King Conservation District Grant, RFM was able to expand our marketing and
educational opportunities for the market with paid advertising, weekly emails, regular website updates,
and branded re-useable water bottles. Funding also supported additional staff time, which allowed us
to expand our market footprint to include land west of the current location. The expanded space, now
known as Market West, enabled RFM to invite additional vendors and host new educational activities.
Additionally, RFM used KCD funding to conduct a Rapid Market Assessment, a one-day intensive survey
of our market and its shoppers. Of particular interest, one question was “What is your primary reason for
shopping at the market today?” with 32% of respondents choosing to “support a local farmer” followed
by 23% choosing “healthy food” as their primary reason for shopping at the market.
For 2017, RFM is seeking funding through a KCD Member Jurisdictional Grant to continue and further
expand its successful marketing efforts. This will also allow for additional staff time to support our EBT
program at the market to provide an additional source of revenue for our farmers, further develop and
expand Market West, Green Day, Farmers Market Week, and Salmon Day events.
We expect to do this by:
Paid advertising, focusing on social media;
AGENDA ITEM #6. g)
Member Jurisdiction Grant Program – Pilot Grant Application –vsn19dec13 Page 4 of 6
Updating rentonfarmersmarket.com weekly to keep information current;
Sending weekly emails to remind shoppers about the market;
Providing paid appearances by recognized speakers on relevant farmers market topics;
Educational opportunities for our shoppers from partners such as Food $ense, King
Conservation District, and Tilth Alliance. Focus will be on how to shop at a farmers market,
making your food budget stretch, growing your own food, and reducing food waste;
Cooking demonstrations using produce available at the market and featuring budget-
friendly recipes;
Running the EBT Program at the market and conducting outreach to educate shoppers and
organizations on how to use benefits at RFM.
The desired outcome from these efforts will be more shoppers spending more money with farmers at
RFM. Our objective for this outcome is two-fold: 1) Increase opportunities for local farmers to sell
produce directly to the consumer and, 2) to increase access for healthy, fresh, local produce for
everyone in Renton.
Addressing Criteria:
Natural Resource Improvement Action: Education and Outreach
RFM will hold a Green Day event on July 11th that will focus on the environment. Planned events are
guest speaker Ciscoe Morris (or other notable gardening expert) to discuss environmentally friendly
garden and yard care practices. Additional booth space and speaking time will be made available for
groups such as King Conservation District, Sustainable Renton, and others to provide educational
opportunities for our shoppers and farmers. September 19th will be Salmon Day at RFM – naturalists will
lead walks to the nearby Cedar River to view the salmon migration and host a booth to discuss with our
shoppers topics related to the salmon habitat and migration. RFM will also participate in National
Farmers Market Week by celebrating on August 8th. Events this day will focus on educating our
shoppers on the importance of farmers and the land they farm to provide local foods at our market.
Natural Resource Improvement Action: Capacity Building
RFM will work with KCD to coordinate appearances to directly address our shoppers, as landowners, on
the assistance that they may be able to provide through KCD programs. RFM will provide information to
shoppers on the community gardens and programming available in Renton. Also, RFM partners with the
Washington State University Master Gardeners Program each week to welcome its volunteers to teach
our shoppers to: manage their gardens and landscapes in a science-based, sustainable manner; address
environmental and social priorities such as water conservation and water quality protection; reduce the
impact of invasive species; and, increase public awareness of healthy living through gardening.
Additionally, Tilth Alliance Garden Hotline will be at RFM on three market dates to provide information
and guidance at no cost to our shoppers on ways to reduce waste, conserve water and other natural
resources, and minimize the use of chemicals in gardens, landscapes and yards, while creating a
healthier environment and community.
Natural Resource Improvement Action: Pilot and Demonstration Projects
AGENDA ITEM #6. g)
Member Jurisdiction Grant Program – Pilot Grant Application –vsn19dec13 Page 5 of 6
RFM provides an outlet each week for local farmers to bring their products to market to sell directly to
the consumer. By providing this outlet each week, RFM serves to help protect farmland by enabling a
potential economic benefit to those that farm it and keeping local agricultural lands in production.
3. Project Activities and Measurable Results – using the table below, list specific project
activities to be completed, the timetable for the activities, and the deliverables associated
with those activities. Consider the following in your answer to this question : What actions,
interventions, programs, services will be deployed? NOTE: If you want to attach Item 3 as a
separate page, feel free to do so.
Activity Description Outcomes/Deliverables/Measurable Results (tangible
and intangible)
Timeline
1. Design and print 2017
Market Season Poster
Create unique season poster that will be placed throughout
the Renton Community and generate excitement for 2017
season. KCD Logo included on poster. Approximately 500
posters to be distributed throughout the community.
April 2016
2. Updates to Renton Farmers
Market Website
Update with 2017 season activities and opportunities to
keep shoppers informed of seasonal produce availability,
recipes, vendor (farmer) information, educational
opportunities, and more. KCD logo with link to the KCD site
will be included on website. 8,365 users from June 1
through September 30, 2016; goal is 10% increase to 9,201
for same time period in 2017.
January
2017 –
October
2017
3. Email Campaign Using Constant Contact, send emails to subscriber list
outlining activities and educational opportunities at the
market each week. KCD logo with link to the KCD site
included on emails. 942 contacts in 2016; goal is 10%
increase to 1,036.
January
2017 –
October
2017
4. Advertising
Advertising for KCD funding will be focused on social media
outlets; with traditional media like newspaper and/or radio
advertisements also being considered to raise awareness of
activities and educational opportunities at RFM. KCD
logo/information included (space permitting). 2,711 likes
on Facebook on September 30, 2016; goal is to increase by
10% to 2,982 on September 30, 2017.
May 2017 –
September
2017
5. Education and
Demonstrations
Working with community partners such as: KCD,
Washington State Farmers Market Association, King County
Public Health, WSU Master Gardeners, WSU Food $ense, 4-
H, Future Farmers of America, Tilth Alliance, and local
businesses to identify opportunities and schedule
demonstrations and seminars on the importance of
shopping at farmers markets to support local farmers and
support the environment. Paid appearances by renowned
gardening experts and chefs will be scheduled to add
interest and attendance with potential to attract new
shoppers. In 2016, 46 opportunities by
June 2017 –
September
2017
AGENDA ITEM #6. g)
Member Jurisdiction Grant Program – Pilot Grant Application –vsn19dec13 Page 6 of 6
organizations/speakers were provided at RFM on 17 market
dates; goal is to provide 46 opportunities once again on
only 16 market dates in 2017.
6. Hire seasonal help for
market to increase revenue
for King County Farmers
Run EBT Program at RFM, including outreach and education
as well as onsite processing at RFM on market days. In
2016, EBT and Fresh Bucks dollars spent at RFM with our
King County Farmers totaled $2,595; goal for 2017 is to
increase by 10% to $2,855.
*Note, this position is covered by another grant until
August 31, 2017. KCD funding is only needed for remainder
of market season in 2017.
*September
2017 –
October
2017
7. Hire seasonal help for
market
Assist Market Coordinator with onsite market day functions
including planning and preparations for Green day, Farmers
Market Week, Salmon day and Market West.
May 2017 –
October
2017
4. Project Budget & Expenses (Use attached worksheet)
5. KCD Acknowledgement – By signing below, the applicant agrees to acknowledge King
Conservation District funding by placing the KCD logo on signs, materials, and documents
produced as part of the above proposal. In addition, the applicant will notify KCD of public
events and activities funded by the KCD.
_________________________________________________ ____________________
Authorized Signature Date
AGENDA ITEM #6. g)
Project Name
Applicant
Contact
Mailing Address
E-mail Project Start Date: 1/1/2017
Phone Project End Date: 12/31/2017
Budget Item KCD Funds Other Funds Other Funds Total
City of Renton
Partnerships to Improve
Community Health Grant;
runs through 8/31/2017
Salaries & Benefits $6,080 $53,095 $28,390 $87,565
Travel/ Meals/ Mileage
(for - volunteers, staff)
$2,000 $2,000
$0
$0
$0
Office Supplies $800 $528 $1,328
$0
$0
Field Supplies $0
Contracted/
Professional Services
$2,600 $6,400 $582 $9,582
Permits $550 $550
Other: Supplies for
Resale
$1,200 $1,200
Other: Small
Tools/Minor Equipment
Repair
$1,000 $1,000
Other: Advertising $800 $1,000 $3,000 $4,800
Other: Memberships &
Dues
$760 $760
Other: External Taxes $50 $50
TOTAL $9,480 $66,855 $32,500 $108,835
Total Project Cost $108,835
Total Match $99,355
Amount of KCD Funding
Requested $9,480
Match Percentage 91%
Footnotes: Contracted/Professional Services will include website updates, email list, speaker fees, and poster design
Please provide detailed budget information below. Itemize categories such as supplies, contracted services with
footnotes and detailed descriptions below
2017 Renton Farmers Market - Marketing and Promotion
City of Renton, WA
Carrie Olson
1055 South Grady Way, 6th Floor
clolson@rentonwa.gov
425-430-7214
Member Jurisdiction Grant Program
Grant Application Project Budget Form
Promoting sustainable uses of natural resources through
responsible stewardship
AGENDA ITEM #6. g)
AB - 1697
City Council Regular Meeting - 15 May 2017
SUBJECT/TITLE: 2016-2018 contract approval for Renton Police Guild, Commissioned
RECOMMENDED ACTION: Council Concur
DEPARTMENT: Human Resources / Risk Management
STAFF CONTACT: Ellen Bradley-Mak, Administrator
EXT.: 7657
FISCAL IMPACT SUMMARY:
(See Summary for details)
SUMMARY OF ACTION:
The City and the Renton Police Guild Commissioned began bargaining for a successor Collective Bargaining
Agreement to the 2013-2015 Agreement on October 21, 2015, and reached a tentative agreement on June 7,
2016, which was voted down by the Guild. Negotiations resumed, which resulted in an impasse as of
September, 2016. After two sessions of mediation in March 2017, a second tentative agreement was reached
on April 3, 2017. The union members have voted to approve the revised collective bargaining agreeme nt.
The parties engaged in coalition bargaining with other city unions in mid -2016 regarding health insurance
issues. Since employees now pay a percentage of the total cost of the plan, i.e., 8%, the only change was to
increase the employee premium to 9% in 2020.
Salary and benefits issues were addressed as follows:
1) The parties agreed to a three (3) year agreement from 2016 -2018.
2) Effective January 1, 2016, the base wages for all positions in the bargaining unit shall be 2% above the
wages in effect on December 31, 2015.
3) Effective January 1, 2017, base wages shall be increased by 2.5% above the wages on December 31, 2016.
4) Effective January 1, 2018, the base wages shall be increased by 3% above the wages in place on December
31, 2017.
5) Effective January 1, 2018, all employees working 2,189 hours in a calendar year will be compensated by
adding 6.25% to their base wage.
6) Effective January 1, 2016, motorcycle officers shall receive an additional 2% premium in addition to their
current premium for a total 6% premium.
7) Effective January 1, 2016, those officers working the 4th of July holiday shall receive double -time overtime.
Other changes to the contract include:
1) The City will have the ability to subcontract background investigations for recruitments.
2) Electronic paystubs will replace the paper paystubs formerly provided to employees.
3) The rate for sick leave cash out will be at the base wage rate.
4) Personal leave cash out at base wage rate
The union members ratified this agreement by May 5, 2017.
AGENDA ITEM #6. h)
EXHIBITS:
A. 2016-2018 contract, redline showing changes
STAFF RECOMMENDATION:
Adopt the Agreement between the parties, Renton Police Guild Commissioned Employees' contract for 2016 -
2018, and authorize the Mayor and City Clerk to sign.
AGENDA ITEM #6. h)
AGREEMENT
By and Between
CITY OF RENTON
and
RENTON POLICE GUILD
REPRESENTING COMMISSIONED EMPLOYEES
January 1, 201316 – December 31, 201518
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TABLE OF CONTENTS
PREAMBLE .....................................................................................4
ARTICLE 2 – UNION MEMBERSHIP AND DUES DEDUCTION .........5
ARTICLE 3 – EMPLOYMENT PRACTICES.........................................8
ARTICLE 4 – HOURS OF DUTY ......................................................13
ARTICLE 5 – SALARIES ..................................................................23
ARTICLE 6 – ALLOWANCES AND PREMIUMS ..........................2324
ARTICLE 7 – SICK LEAVE ...............................................................30
ARTICLE 8 – HOLIDAYS ................................................................34
ARTICLE 9 – TUITION REIMBURSEMENT .................................3536
ARTICLE 10 – EDUCATIONAL INCENTIVE .....................................36
ARTICLE 11 – PERSONAL LEAVE ..............................................3637
ARTICLE 12 – LONGEVITY ............................................................42
ARTICLE 13 – PENSIONS ..........................................................4243
ARTICLE 14 – INSURANCES ......................................................4243
ARTICLE 15 – TECHNOLOGY ........................................................49
ARTICLE 16 – BILL OF RIGHTS ......................................................52
ARTICLE 17 – MANAGEMENT RIGHTS .........................................62
ARTICLE 18 – GRIEVANCE PROCEDURE .......................................63
ARTICLE 19 – PERFORMANCE OF DUTY ......................................67
ARTICLE 20 – RETENTION OF BENEFITS ..................................6768
ARTICLE 21 – PAY DAYS ...............................................................68
ARTICLE 22 – SAVINGS CLAUSE ...................................................69
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ARTICLE 23 – ENTIRE AGREEMENT .........................................7071
ARTICLE 24 – DURATION OF AGREEMENTError! Bookmark not
defined..
APPENDIX A - SALARIES..............................................................74
APPENDIX B - EDUCATION/LONGEVITY SCHEDULE ................7776
APPENDIX C – INTERNAL AFFAIRS - ADMINISTRATION ..........7877
APPENDIX D – MEDICAL RELEASE ...........................................9392
APPENDIX E - M.O.U. Commissioned Extra Duty Rate
INDEX .......................................................................................9594
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PREAMBLE
The rules contained herein constitute an Agreement between the
City of Renton, hereinafter referred to as the Employer, and the
Renton Police Guild, hereinafter referred to as the Guild,
governing wages, hours, and working conditions for certain
members of the Renton Police Department.
It is intended this Agreement, achieved through the process of
collective bargaining, will serve to maintain good relations
between the Employer and the Guild, to promote efficient and
courteous service to the public, and to protect the public
interest.
ARTICLE 1 – RECOGNITION AND BARGAINING UNIT
1.1 Union Recognition. The Employer recognizes the Guild as the
exclusive representative of all commissioned employees below
the Civil Service rank of Commander for the purpose of
bargaining with the Employer. A commissioned employee is
defined as outlined in RCW 41.56.030(6).
1.2 Union Representation. The Guild President, or any other
members of the Guild appointed by the President, shall be
recognized by the Employer as the official representatives of the
Guild for the purpose of bargaining with the Employer. The Guild
recognizes the Employer as the duly elected representative of the
people of the City of Renton and agrees to negotiate only with
the Employer through the negotiating agent or agents officially
designated by the Mayor and City Council to act on its behalf.
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1.3 Guild Representatives. The number of representatives of
the Guild and the Employer at any negotiating session shall be
limited to five (5) members each, unless waived by mutual
agreement of the parties. The Guild will supply the City with a
list of its “Official Representatives” by February 28th of each year.
The Guild reserves the right to modify the list as needed.
ARTICLE 2 – UNION MEMBERSHIP AND DUES DEDUCTION
2.1. Membership. The Employer recognizes that members of the
Renton Police Department may, at their discretion, become
members of the Guild when such membership has been duly
approved in accordance with the provisions of the Guild’s
Constitution and By-Laws. The Guild accepts its responsibility to
fairly represent all employees in the bargaining unit regardless of
membership status.
2.2. Union Security.
2.2.1. Membership Standing. All employees covered by
this Agreement who are or become members of the Guild
on or after the effective date of this Agreement shall
maintain their membership in good standing with the Guild.
All employees covered by this Agreement hired on or after
its execution date shall, within sixty (60) days following the
beginning of such employment, become and remain
members in good standing in the Guild.
2.2.2. Non-Compliance. Any employee failing to comply
with subsections 2.2.1. or 2.2.2. of this Article shall, as a
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condition of continued employment, pay each month a
service charge equivalent to regular Guild dues to the Guild
as a contribution towards the administration of this
Agreement.
The Guild will notify the Employer in writing of the failure of
any employee to comply with any of the applicable
provisions of this section. The Employer agrees to advise the
employee that his/her employment status is in jeopardy and
that failure to meet the applicable requirement of this
section will result in termination of his/her employment
within ten (10) days. If compliance is not attained within the
aforementioned ten (10) days, the Employer shall terminate
said employee.
2.2.3. Non-Association. The right of non-association of
members of the Renton Police Department based on bona
fide religious tenets or teachings of a church or a religious
body of which such public employee is a member shall be
protected at all times, and such public employee shall pay
such sum in such manner as is provided in RCW 41.56.122.
2.2.4. Subcontract Work. The Employer agrees it will not
to subcontract work performed by Guild members to non-
Guild personnel without the written agreement of the
Guild. As of January 1, 2016ratification of this contract, the
Guild agrees that pre-employment background
investigations, may be contracted to outside vendors at the
discretion of the Chief.
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2.3. Union Officials’ Time Off.
2.3.1. Release Time for Guild Business. Official
representatives of the bargaining unit shall be given time off
with pay to attend meetings with City representatives or to
attend Guild meetings, provided five days’ notice is given.
Representatives assigned to graveyard shift may be released
by 2300 hours with supervisor’s approval when necessary to
attend such meetings.
2.3.2. Release Time for Training and Conferences. Official
representatives of the bargaining unit shall be given time off
with pay to attend Guild related conferences (not to exceed
three working days for a single function). The allowable
aggregate of such time off shall not exceed one hundred
sixty (160) hours in one calendar year. Provided, that a copy
of the agenda of the meeting is submitted to the Chief, at
least 14 calendar days prior to the meeting and that the
Guild waives the right to working out of classification pay
should a replacement be needed to assume the duty of the
Guild representative granted time off.
2.3.3. Release Time Restrictions. The Employer retains the
right to restrict time off under subsections 2.3.1. and 2.3.2.
if an emergency exists or when such time off would
unreasonably impact department operations.
2.4. Dues Deduction. Upon written authorization by an
employee and approval by the Guild Executive Board, the
Employer agrees to deduct from the wages of each employee the
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sum certified as initiation dues and assessments twice each
month as Guild dues, and to forward the sum to the Guild
Secretary or Treasurer. If any employee does not have a check
coming to him/her or the check is not large enough to satisfy the
assessments, no deductions shall be made from the employee for
that calendar month. All requests to cancel dues deductions shall
be in writing to the Employer and require notification to the
Guild by the Employer. The Guild agrees to indemnify and hold
harmless the Employer for any claims, with the exception of
those caused by the Employer’s negligence, arising out of the
Employer’s activities to enforce the provisions of this Article.
ARTICLE 3 – EMPLOYMENT PRACTICES
3.1. Personnel Reduction. Whenever it becomes absolutely
necessary through lack of finances or for any other reasonable
purpose to reduce the number of employees in the bargaining
unit, such reductions shall be carried out based on seniority in
accordance with the following:
3.1.1. Seniority. Seniority will be determined by the
employees most recent hire date in the bargaining unit.
a.In the event of a tie, the determining factor will be
placement on the eligibility list.
b.Leaves of Absence will not be subtracted from
seniority.
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3.1.2. Probationary Employees. (First appointment) in
reverse order of seniority; the one with the least seniority
being laid off first.
3.1.3. Non-Supervisory Regular Employees. In reverse
order of seniority; the one with the least seniority being laid
off first.
3.1.4. Supervisors. In the event it becomes necessary to
reduce the number of employees of supervisory rank, the
following shall occur:
a.Sergeant reduced to Officer – in reverse order of
seniority in rank; the one with the least service in the
position of Sergeant being reduced in rank first
3.1.5. Reinstatement. Employees laid off or reduced in
rank shall be recalled to vacant positions in order of their
department seniority;
a.Non-Supervisory Regular Employees – the employee
with the greatest seniority being recalled first.
b.Supervisory Employees – The employee with the
greatest seniority in rank being reinstated first.
c.An employee may be recalled within two years from
the date of layoff.
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3.1.6. Rehires. In the event a certified employee leaves the
service of the Employer due to reduction in force and within
the next two years the Employer rehires said former
employee into the same classification to which he/she was
assigned at the date of reduction, such employee shall be
placed at the same step in the salary range which he/she
occupied at the time of the original reduction.
3.1.7. Re-Entry into the Guild. If, for any reason, a
command-level officer of the Department returns to the
rank of Sergeant or below, he/she will again become a
member of the Guild. Their seniority date will be his/her
original date into the bargaining unit and all rules in Section
3.1 shall apply. Their seniority in rank shall be based on the
date they re-entered the Guild.
3.2. Vacancies and Promotions. Vacancies shall be filled and
promotions made in accordance with the Police Civil Service
Rules and Regulations, provided, that nothing in this Agreement
shall be construed to require the Employer to fill any vacancy.
3.3. Personnel Files.
3.3.1. Personnel Files Contents. The personnel files are the
property of the Employer. The Employer agrees that the
contents of the personnel files, including the personal
photographs, shall be confidential and shall restrict the use
of information in the files to internal use by the Police
Department. This provision shall not restrict such
information from becoming subject to due process by any
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court, administrative tribunal, or as required by law.
Reasonable notice shall be given the employee should the
Employer be required to release the personnel file. It is
further agreed that information may be released to outside
groups subject to the approval of both the Employer and
the employee; provided, that nothing in this section shall
prevent an employee from viewing his/her original
personnel file in its entirety upon request. Nothing shall be
added to or deleted from the file unless the employee is
furnished a legible copy of the same. Such papers shall also
be made available to the elected or appointed officers of
the Guild at the request of the affected employee.
3.3.2. Inspection of Papers. The application and
examination papers of an employee shall be available for
inspection by the appointing authority, the Chief of Police,
and affected employee. Employees shall be allowed to
review a copy of any adverse documentation before it
placed in the file. The employer shall maintain a single
personnel file and there shall be no secret files. Materials
for the purpose of supervisor evaluations shall be expunged
if not made part of the personnel file. Such papers shall also
be made available to the employee upon request, and to
the elected or appointed officers of the Guild at the request
of the affected employee. Written warnings shall be
expunged from personnel files (at employee’s written
request) after a maximum period of two years if there is no
reoccurrence of misconduct for which the employee was
disciplined during that period. Any record of serious
discipline shall be expunged from the personnel files after a
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maximum period of five years if there is no reoccurrence of
misconduct for which the employee is disciplined during
that period. Nothing in this section shall be construed as
requiring the Employer to destroy any employment records
necessary to the Employer’s case if it is engaged in litigation
with the employee regarding that employee’s employment
at the time those records would otherwise be destroyed.
The parties recognize that the Employer may retain internal
investigation files although such files may not be used in
discipline and discharge cases if they could not otherwise be
retained in personnel files pursuant to this section.
3.4. Probation. Probation periods for employees newly hired
into the bargaining unit shall not exceed 18 months. Probation
period for lateral officers shall not exceed 12 months. During this
period, employees may be discharged without resort to the Civil
Service or grievance procedure for failure to pass probation.
Employees who are promoted within the bargaining unit shall
serve a promotional probation period, which shall not exceed
one year. During that period, employees may be reverted to their
former positions without resort to the Civil Service or the
grievance procedure for failure to pass probation.
3.5. Non-Discrimination. The Employer and the Guild agree that
neither shall unlawfully discriminate against any person because
of race, color, religion, national origin, age, gender, marital
status, sexual orientation, genetic information, disability status,
veteran/military status, and/or any other protected class or
characteristic unless based on a bona fide occupational
qualification. The Employer agrees not to discriminate against
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employees because of union membership or lawful union
activities. It is recognized that employees who feel they have
been victims of discrimination shall be entitled to seek relief or
redress through the grievance procedures contained in this
Agreement or through the City of Renton Fair Practices Policy.
ARTICLE 4 – HOURS OF DUTY
4.1. Hours of Duty. The normal schedule for hours of duty for
employees in the bargaining unit shall be five (5) consecutive
days on followed by two (2) consecutive days off, with the
exceptions provided in sections 4.1.1., 4.1.2., and 4.1.3. below.
4.1.1. Patrol Operations Division: Commissioned
employees assigned to the Patrol Operations Division shall
work a 2-2-3 schedule defined as the Pitman schedule
defined as 2-2-3 for a total of 2189 hours in a calendar year.
For section 7(k) purposes under the Fair Labor Standards
Act, the work period (FLSA, 29 U.S.C, 207) (k) shall be
twenty-eight (28) days, for a work period of 147 hours.
a.Shift assignments shall be made by shift bidding by
seniority in rank (i.e. a “fixed watch” system). The
Employer shall have the right to override the results of
shift bidding for legitimate operating concerns such as
personality conflicts, balancing seniority, and
teamwork considerations or other reasonable basis.
The Department agrees to give the Guild the specific
reasons for the override in writing upon the request of
the Guild, and to allow a Guild representative to be
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present in meetings in which the assignments are
discussed and these decisions are made. The division
commanders will be available to speak to individual
officers who have questions regarding shift assignment
and bid overrides.
b.Seniority is calculated from the employee’s most
recent hire date in the bargaining unit. For non-
supervisory employees, seniority in rank is the same as
seniority. For employees of supervisory rank, seniority
in rank is calculated from the supervisor’s date of
promotion to current rank. Whenever two or more
employees are hired/promoted on the same day,
seniority and seniority in rank shall be determined by
relative position on the hiring/promotional list.
4.1.2. Patrol Services Division: Comprised of Motorcycle
Officers and Accident Investigators. Employees assigned to
the Patrol Services Division shall work four (4) consecutive
ten (10) hour days followed by three (3) consecutive days
off (4/10 schedule).
4.1.3. Special Operations Division: Comprised of the
Directed Enforcement Team (DET) and the Special
Enforcement Team (SET). Employees assigned to the
Special Operations Division (SOD) shall work two (2)
consecutive ten (10) hour days followed by two (2)
consecutive eleven (11) hour days, or some combination
thereof for a total of 2189 hours in a calendar year. In
accordance with Fair Labor Standards Act requirements, the
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work period (FLSA 29 U.S.C., 207(k) shall be twenty-eight
(28) days for a work period of 147 hours. days beginning on
the first pay period after adoption of this agreement and
every twenty-eight (28) days thereafter. SET work days will
be Tuesday through Friday with the ability to flex days and
hours as needed. DET work days will be four (4) consecutive
various days between Monday and Saturday with the ability
to flex days and hours as needed.
4.1.4. Investigations: Employees assigned to investigations
shall work four (4) consecutive, ten (10) hour days followed
by three (3) consecutive days off (4/10 schedule).
4.1.5. Administrative Services: Employees assigned to
Administrative Services shall work a 9/80 or 4/10 schedule
as directed by management.
The above work schedules may be changed by mutual
agreement between the Guild and the Chief of Police.
4.2. Shift Rotations. The rotation of personnel between shifts
and squads shall be minimized within the limitations of providing
an adequate and efficient work force at all times. When rotation
is necessary, the Employer will notify the affected employees as
soon as reasonably possible. Such notifications shall occur no
later than fifteen (15) calendar days prior to the personnel
rotation, except when such employees are probationary officers,
or waive this provision in writing, or when such rotations are
needed due to a bona fide law enforcement emergency.
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4.3. Overtime. Except as otherwise provided in this Article and
when required by the Fair Labor Standards Act, employees shall
be paid at the rate of time and one-half for all hours worked in
excess of their regular shift.
4.3.1. 3/3 Twelve (12) Hour Pitman Patrol Schedule
Overtime: Except as otherwise provided in this Article,
employees shall be paid at the rate of time and one-half for
all hours worked in excess of twelve (12) hours in any
twenty-four (24) hour period inclusive of lunch period.
4.3.2. Employees required to work on any regular day off or
approved day off shall be paid at the rate of time and one-
half for the first day and double time for the second and
subsequent consecutive days EXCEPT in the event of an
emergency when overtime shall revert to the time and one-
half rate.
4.3.3. Overtime, except for training, shall be voluntary,
provided that if there are not enough volunteers to meet
public safety requirements, overtime shall be mandatory.
4.3.4. Employees may not accumulate less than fifteen (15)
minute increments of overtime.
4.4. Overtime Minimums. In the event overtime is not in
conjunction with the beginning or end of a regularly scheduled
shift, the minimum payment shall be as set forth herein. The rate
of pay for minimums shall be time and one-half. However, when
Sub-section 4.3.2 applies, the employee may choose either the
double time rate for all hours worked or the time and one-half
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rate for the applicable minimum. Court minimums shall not
overlap.
4.4.1. Three (3) hours for any court or related hearing
located in Renton.
4.4.2. Four (4) hours for any court or related hearing
outside the City of Renton.
4.4.3. Four (4) hours for any required court attendance
within nine (9) hours of the end of a graveyard shift within
the City of Renton and five (5) hours outside the City of
Renton.
4.4.4. Two (2) hours for any other unspecified overtime
including in-person meetings with the prosecutor’s office or
defense counsel.
4.4.5. Eight (8) hours court minimum when an employee is
required to appear one or more times in court on any given
day, and all the employee’s court responsibilities for that
day have not been completed within five hours after the
employee’s first court appearance on that day.
4.4.6. Three (3) hours when an employee assigned to the
Investigation, Patrol Services, or Special Operations Division
is requested to report for duty as a result of an investigation
call out. To be eligible, the employee must have been off-
duty for at least one (1) hour preceding the call back.
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4.5. Compensatory Time. The Employer shall pay all authorized
overtime requests on a cash basis, provided that employees shall
be allowed to elect compensatory time in lieu of overtime cash
payment up to a maximum accrual of eighty (80) hours. Nothing
in this section shall be construed as to prohibit the employee
his/her option of requesting compensatory time off in lieu of paid
overtime; provided that the accumulation of such time is
approved by the Administration Officer or Officer officially acting
in that capacity.
In December of each year, the Employer has the option of
purchasing all or part of compensatory time accumulated by
employees.
4.6. Early Release.
4.6.1. Employees working the 3/3 twelve (12) hour Pitman
schedule who are required to report to work for any reason
other than in-service training between two (2) graveyard
shifts or following a graveyard shift, shall be relieved from
duty at least eight hours prior to having to report to duty
without loss of time or overtime minimums.
Employees working the 3/3 twelve (12) hour Pitman
schedule who appear in court five (5) hours or more
between two graveyard shifts may be relieved from duty
until 2300 hours on the night after appearance, without loss
of time or court overtime minimums.
It is the Employer’s desire to not have an employee work
more than sixteen (16) hours in a workday. Except in an
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emergency situation, the employer will make every effort to
ensure that employees do not work more than sixteen (16)
hours in a workday.
4.6.2. Personnel called out for work, other than court, prior
to the beginning of their normally scheduled hours, shall be
allowed to start their regularly scheduled shift at the time
notified of the call out. Work hours spent on the call out will
be at the overtime rate. Once the call out is complete or the
employee’s regular start time arrives, the employee may
elect to flex the remainder of their shift pending supervisor
approval. Regular or flex shift hours will be paid at the
straight time rate.
4.7. Standby. The Employer and the Guild agree that the use of
standby time shall be minimized. Standby assignments shall be
for a fixed, predetermined period of time. Employees placed on
standby status by a member of the Police Department Command
Staff, shall be compensated on the basis of one (1) hour straight
time pay for each two (2) hours of standby or fraction thereof. If
the employee is actually called to work, standby pay shall cease
at that moment and normal overtime rules shall apply.
4.8. Compensation for Training. The Employer shall have a
reasonable obligation to attempt to schedule training during the
employee’s regular shift.
4.8.1. Training on a Scheduled Work Day, Not Requiring
Overnight Accommodations. The employees agree to
waive any overtime resulting from attendance at any
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training school or session of less than eight (8) hours on a
scheduled work day, and to adjust work schedules on an
hour for hour basis. The employees agree to waive any
overtime resulting from attendance of any training day
scheduled for eight (8) hours or more on a scheduled work
day provided that the affected employee is relieved of all
police duties as follows:
a.If the scheduled training day is scheduled for eight (8)
hours or more, the hours of training shall constitute an
entire workday, regardless of the employee’s hours of
duty.
b.Employees assigned to graveyard patrol (3A or 3B)
shall be relieved of duty the shift preceding the day of
training, if the training is scheduled for eight (8) hours
or more.
4.8.2. Training Trade Days. Employees will be
compensated at time and one half for all training, whether
they are the trainee or the trainer, approved, scheduled,
and attended on a day off or consecutive days off with the
following exception:
Employees assigned to the Special Weapons and Tactics
(SWAT), Crisis Communications Unit (CCU), and Civil
Disturbance Unit (CDU) agree to shift adjust (or “training
trade days(s)”) with at least thirty (30) days notice for all
department training associated with the three assignments.
If staffing does not allow for training trade days(s), then the
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Employer shall either deny the training, or compensate the
employee at the overtime rate. Training trade days not
associated with these three (3) assignments must be
mutually agreed upon and completed within the FLSA work
period.
4.8.3. Training Requiring Overnight Accommodations.
Employees who attend training that requires overnight
accommodations shall adjust their work schedule at the
straight time rate for all travel and lodging time associated
with the training with a maximum of eight (8), ten (10), or
twelve (12) hours per day, depending on the employee’s
work schedule, provided they are traveling during a
regularly scheduled work day, or if on a day off the training
was specifically required by the Employer. For employees
on a day off where training was voluntary, no compensation
will be paid for travel and lodging time.
4.8.4. Per diem. Members shall receive per diem in
accordance with City Policy 210-01.
4.9. Overtime. When the Police Department Administration and
the Guild agree to a regularly scheduled shift, the payment of
overtime compensation will commence with the hours worked
by those affected employees in excess of that mutually agreed
upon shift or schedule.
4.10. Overtime Calculation. In recognition of FLSA guidelines,
overtime shall be computed on the base pay of the employee
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and shall include any allowances or premiums as described in
Article 6 of this agreement in calculation of the overtime rate.
4.11. In-Service Training Overtime. Employees shall be
compensated at the straight time rate for up to thirty (30) hours
of in-service training regardless of whether training occurs on the
employee’s scheduled day off. This training is for all
commissioned personnel and is developed and administered
through the Administrative Services Division. Topics may include
firearms, defensive tactics, blood borne and airborne pathogens,
legal update or any other topic developed by the department
that is administered in a monthly two-hour block of instruction.
4.12. K-9 Teams Overtime.
4.12.1. K-9 officers are on the air driving to and from work
and are available for emergency calls. Driving time to and
from work is included in their hours of work (15 minutes
each way).
4.12.2. Handlers will be paid four (4) hours of overtime per
pay period to compensate for bathing, grooming, feeding,
cleaning of the dog’s kennel, K-9 car, and similar activities
performed by the K-9 officers.
4.12.3. K-9 officers will attend briefings on occasion at the
beginning of their shift.
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ARTICLE 5 – SALARIES
The Employer agrees to maintain salaries in accordance with the
attached Appendix A.
Beginning January 1, 2018 the base salary for Patrol Officer II
shall be increased by 6.25% to reflect the additional 109 hours
worked in a calendar year (see Appendix A).
This Agreement shall be opened for the purpose of negotiating
wages, hours, and working conditions for any new classifications
of employees not covered within this Agreement. Such salaries
shall become effective upon the date the new position is filled.
Nothing in this section shall preclude the Employer from
establishing such new positions or classifications. There is no
guarantee of future corporal assignments. The right to decide
whether or not to appoint corporals rests solely with the Chief of
Police.
ARTICLE 6 – ALLOWANCES AND PREMIUMS
6.1. Clothing Allowance. Beginning January 1, 2011, the
following employees shall receive $550.00 per year as clothing
allowance:
6.1.1.Employees assigned to Investigations Division
6.1.2.Employees assigned to Special Enforcement Team
6.1.3.Training Officers assigned to Administrative Services
Division
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6.1.4.Administrative Services Division Sergeants
6.1.5.Traffic Accident Detective Investigator assigned to
Patrol Services
6.2. Clothing Allowance Usage. The purpose of such allowance
is to buy, maintain and repair any equipment or clothing required
by the Employer which is not furnished by the Employer. The
allowance shall be paidincluded in January of each yearwith the
second paycheck in February of each year. by separate check,
and is subject to pro-rata deduction from the final paycheck in
the event the employee does not serve the entire twelve (12)
months for which such payment was made, In the event the
employee does not serve the entire twelve (12) months for which
such payment was made, a pro-rated deduction shall be taken
from the employee’s final paycheck, with the exception of an
employee who retires, or dies, in which event no deduction shall
be made. Any employee transferred to or from a non-uniformed
assignment after January 1st of any calendar year shall receive a
pro-rated clothing allowance for the remainder of said calendar
year.
6.3. Uniforms are the Property of the City. It is agreed that all
equipment and clothing issued by the City of Renton shall remain
the property of the Employer and same shall be returned to the
Employer upon termination or retirement. It is further agreed
that nothing in this Article shall preclude the Employer from
taking any authorized action to maintain the standards of
appearance of the Renton Police Department.
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6.4. Non-Uniformed Commissioned Employees. Non-uniformed
commissioned employees, who are required to wear uniforms for
City business, may be provided cleaning services at the sole
discretion of the Employer.
6.5. Quartermaster System. A quartermaster system shall be in
effect for employees required to wear police uniforms. The
Employer will issue a list of required clothing and equipment and
a description of the mechanics of the quartermaster system.
Required uniforms and equipment shall be provided to each
employee as follows:
6.5.1. Required uniforms and equipment shall be provided
without cost to the employee as set forth in Police
Department Policy as approved and/or amended by the
Chief of Police.
6.5.2. Optional uniforms and equipment may be purchased
by the employees at their own expense.
6.5.3. Required and optional uniforms and equipment shall
be replaced without cost to the employee when they
become unserviceable.
6.6. Uniform Cleaning
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6.6.1. The Employer will provide those employees assigned
to wear police uniforms with contract cleaning services at
the rate of two pants and two shirts per designated work
period (e.g. seven day or twelve day), up to a maximum cost
per eligible employee of $240.
6.6.2. Commissioned employees who are assigned Plain
Clothes assignment shall be authorized to use the cleaning
services at the rate of two pants and two shirts (or suits) per
designated work period (e.g. seven days), up to a maximum
cost per eligible employee of $240.
6.6.3. This is based upon agreement that the cost for
uniform cleaning shall not exceed $4,800 per calendar year
divided by the current number of employees assigned to
wear police uniforms (as opposed to plainclothes).
6.6.4. The Employer will make every effort to contract with
a commercial cleaning establishment for the entire term of
this Agreement. However, if no commercial cleaning
establishment is willing to bid for a cleaning contract at a
rate that is competitive with those establishments willing to
bid on an annual basis, the Employer may enter an annual
contract for cleaning services.
6.7. Hazardous Duty Pay. Hazardous duty pay in addition to
regular pay shall be granted to certain employees in accordance
with the following schedule:
6.7.1. Special Weapons and Tactics. Members of SWAT
shall be paid at the rate of time and one half with three (3)
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hours minimum when called to an emergency situation
requiring their expertise.
6.7.2. Crisis Communication Unit. Members assigned to
the Crisis Communication Unit will be paid at the rate of
double-time with three (3) hours minimum when called to
an emergency situation requiring their expertise.
6.7.3. Civil Disturbance Unit. Members of the CDU shall be
paid at the rate of double-time with three (3) hours
minimum when called to an emergency situation requiring
their expertise.
6.8. Premium Pay.
6.8.1. Premium Pay: in addition to regular pay, shall be
granted to certain employees in accordance with the
following schedule:
Employee Premium
Detective 4.0% per month
Traffic Assignment 4.0% per month
Canine Officer 3.0% per month
Corporal Assignment 7.5% per month
Training Officer 4.0% per month
SWAT Assignment 4.0% per month
SRO Assignment:4.0% per month
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Field Training Officer 4.0% per month
Motorcycles 2.0% per month
6.8.2. 2,189 Hours Shift Assignment: Employees who work
2189 hours in a calendar year shall continue to receive the
6.25% premium (shift assignment premium) through 2017.
As of January 1, 2018 the shift assignment premium shall be
added to the employee’s base pay. assigned to a 3/3 twelve
(12) hours shift or a 2/10-2/11 hour shift shall receive a
schedule adjustment pay of 6.25% of base wage per month.
This schedule adjustment pay reflects the addition of 109
hours worked per employee (2,189 total hours per year).
6.8.3. Physical Fitness: Due to calls for service limitations,
employees are not allowed to exercise on duty. In
recognition of an employee’s personal time expended to
maintain a level of fitness, the following program shall
apply:
a.Employees who pass the entry-level physical fitness
test shall receive the fitness incentive premium for a
period of one year following the successful test. The
test is voluntary and will be offered at least three (3)
times each year.
b.The testing dates/times shall be posted on or before
February 1st of each year.
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6.8.4. Physical Fitness Deferred Compensation
Contribution. Employees who comply with Section 6.8.3.
shall be compensated with 3.0% of base pay in the form of
deferred compensation. (Also see Appendix A.2.4.)
6.8.5. Interpreters. Bargaining unit members who pass a
City approved examination for interpreters will be
compensated at the rate of 3% of base pay per month while
certified. Employees who successfully pass the initial
examination will be required to recertify annually. The City
and Union agree that no more than six (6) certified
interpreters shall receive bilingual compensation at any one
time. Should there be more than six (6) employees who
qualify as certified interpreters under this provision, the City
will determine who is to receive the premium based on
proficiency (test scores) and the need for the employee’s
particular language skill.
6.9. New Positions. This Agreement shall be opened for the
purpose of negotiating premium or hazardous duty pay for any
new position, which is not covered with this Agreement. Such
pay to be effective upon the agreement of both parties. Nothing
in this Section shall preclude the Employer from establishing such
new positions.
6.10. Working Out of Classification. Any employee assigned the
duties normally performed by a higher paying classification shall
be compensated as follows, providing the higher classified
person was regularly assigned during that period. Such employee
shall be paid the equivalent of 1/4 hour overtime for each two (2)
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hours or fraction thereof worked. Such payment shall be at the
time and one-half rate.
ARTICLE 7 – SICK LEAVE
7.1. Sick Leave.
7.1.1. Sick Leave Accrual Rate. Effective January 1, 2011,
Commissioned officers shall accrue sick leave at the rate of
ten (10) hours per month with a maximum accumulation of
one hundred six (106) days (1,060 hours). Sick leave
benefits under this paragraph shall begin upon employment
with the award of three (3) days (30 hours) of sick leave.
Upon completion of the third month of employment an
addition of three days (30 hours) shall be awarded. At the
completion of six (6) full months of employment, the
employee shall accrue sick leave at the rate of one (1) day
(10 hours) per month. For each day off taken as sick leave,
the employee will use the number of hours scheduled to be
worked.
7.1.2. Sick Leave Annual Cash Out. At the written request
of the employee due by February 10th, Tthe Eemployer will
cash out at the employee’s base rate of pay at 50% of all
annual sick leave accrued (but not used) over 620 hours., by
December 31 of each year for employees submitting a
written request to do so. Thisese amounts shall, by
employee request, may either be placed into the
employee’s deferred compensation accounts, administered
by the employer. Transfer of these funds shall occur at the
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same time as the second pay check in February is issued.
selected by the Employee and Employer by the close of the
first pay period following December 31 of each year,
provided, however, there will be no cash out in the years
2011 and 2012. If approved by the I.R.S. employees may
shift dollars from annual sick-leave cash out to pay pre-tax
medical premiums. Changes to this paragraph shall take
effect January 1, 2011.
7.1.3. Sick Leave Payment at Separation. Cash payment
for sick leave will not be made upon an employee’s,
retirement, voluntary separation, or death, except in those
instances when the death occurs in the line of duty.
7.1.4. Sick Leave Use. Employees shall be entitled to use
sick leave for family medical emergencies or for illness in
the immediate family. For the purposes of this section
“immediate family” shall include only the employee’s
children, parents, domestic partner, or family members
residing with the employee. Family emergencies shall
include the need for an employee to be with his/her spouse
or domestic partner and/or family at the time that the
employee’s spouse or domestic partner is giving birth to a
child.
7.2. Bereavement Leave. Full time employees whose immediate
family suffers a death shall receive up to three (3) days off with
pay to attend to necessary arrangements. A day off is defined as
the number of hours scheduled to be worked by the employee (8
hours, 10 hours, 12 hours). Immediate family shall consist of
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spouse, son, daughter, mother, father, brother, sister, mother-in-
law, father-in-law, grandmother, grandfather, and/or
grandchildren. Paid time off for bereavement leave shall not be
considered sick leave. Employees shall be allowed to attend the
funeral of current department employees while on duty as long
as minimum staffing requirements are met.
7.3. LEOFF II On-the-Job Injury (OJI) Disability Leave Benefit.
Disability leave benefits shall be provided to LEOFF II employees
in accordance with the laws of the State of Washington when it
has been determined that the disability is duty-related.
Effective January 1, 2011, all LEOFF II personnel will receive up to
six (6) consecutive calendar months of full pay and benefits for L
& I qualified duty-related disabilities. The maximum period of this
benefit will not exceed six (6) consecutive calendar months.
7.3.1. The coverage begins the first day or shift of time loss.
7.3.2. The individual with the disability will not be required
to use any personal sick leave if the duration of the illness
or injury is six (6) consecutive calendar months or less.
7.3.3. No Personal Leave can be used during the six (6)
consecutive calendar month period.
7.3.4. Employees that are released by their physician to
work light duty shall inform their supervisor of the release
within 24 hours. Any light duty performed during the period
of disability will not extend the period of the six (6)
consecutive calendar months.
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7.3.5. This benefit will conclude when any of the following
conditions occur:
a.The individual is cleared for return to full duty;
b.The individual remains on disability and completes
their six (6) consecutive calendar months; or,
c.During the six (6) consecutive months, the
Department of L & I declares the individual to be
‘fixed and stable’ with a disability that permanently
prevents a return to full duty.
The intent of this agreement is to make an injured employee
financially ‘whole’ for the duration of the recovery. The total
compensation received by an injured employee will not exceed
their regular duty compensation.
All benefits provided in accordance with the contract will
continue to accrue while an individual is using the LEOFF II OJI
benefit.
Reimbursement Checks from the Third Party Administrator (TPA)
sent to an individual must be submitted to the City of Renton
within thirty (30) days of receipt by the employee. The employee
must endorse the check to the City of Renton. Employees will be
reimbursed for all approved L & I travel expenses.
7.4. Light Duty Requirement. Employees who are injured on
duty, and are expected to return to full duty, will be assigned to
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light duty. An employee may be exempted from this light duty
requirement if under the advice of his/her physician.
Employees who are assigned to patrol, work the Pitman schedule
and are placed on light duty, will be required to work a schedule
other than Pitman to better utilize their skills in a light duty
assignment and will still maintain the 2189 hours in a calendar
year. who are working the 3/3 twelve (12) hour schedule, shall
stay on a 12 hour schedule and will retain their schedule
adjustment pay of 6.25%. However, their actual hours of duty
may change to better utilize their skills in a light duty assignment.
ARTICLE 8 – HOLIDAYS
8.1. The following days shall be observed as legal holidays:
January 1 (New Year’s Day)
Last Monday in May (Memorial Day)
July 4 (Independence Day)
First Monday in September (Labor Day)
November 11 (Veteran’s Day)
Fourth Thursday in November (Thanksgiving)
The Friday following the fourth Thursday in November (Day
after Thanksgiving)
December 25 (Christmas)
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The day before Christmas shall be a holiday for City
employees when Christmas Day occurs on a Tuesday
or Friday. The day after Christmas shall be a holiday for
City employees when Christmas day occurs on a
Monday, Wednesday, or Thursday. When Christmas
Day occurs on a Saturday, the two preceding working
days shall be observed as holidays. When Christmas
Day occurs on a Sunday, the two working days
following shall be observed as holidays.
Any other day proclaimed by executive order and granted to
other City employees.
8.2. Any employee who works the following listed holidays shall
be paid double his/her rate of pay for hours worked (midnight to
midnight).
Fourth of July
Thanksgiving Day
Christmas Day
ARTICLE 9 – TUITION REIMBURSEMENT
The Employer shall reimburse an employee for the actual cost of
tuition and required fees paid by an employee to an accredited
college or university, provided that those expenses are incurred:
(1) in a course leading to a law enforcement related
Associate’s/Bachelor’s/Master’s degree; (2) that the employee
has received a grade of “C” or better or “pass” in a pass/fail
grading system; (3) that such reimbursement for tuition shall not
exceed the prevailing rate for undergraduate tuition established
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by the University of Washington for quarter system credits and
by Washington State University for semester systems credits.
Reimbursement for job related course work not leading to a law
enforcement related degree will require the employee to submit
the course of instruction to the Employer for approval, and
obtain approval, prior to attending or prior to incurring a cost.
ARTICLE 10 – EDUCATIONAL INCENTIVE
Employees shall be eligible for Associate Degree or Bachelor’s
Degree minimum pay allowances, as provided in Appendix B of
this Agreement, when such employee has obtained an
undergraduate degree from an accredited educational
institution. For this section completion of 90 quarter or 60
semester credits of college level work is equivalent to eligibility
of Associate Degree pay provided such credits are for academic
study, and not based upon “life experience”.
ARTICLE 11 – PERSONAL LEAVE
11.1. Accrual of Personal Leave. Personal Leave as it pertains to
this contract is a combination of holiday and vacation leave.
Employees shall accrue paid personal leave time in accordance
with the following schedule whenever they are on paid
employment status:
Length of Service
Hours/Month
Accrual
Hours/Annual
Accrual
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0 through 5 years 16 192
6 through 10 years 20 240
11 through 15 years 22 264
16 through 20 years 24 288
21 and subsequent years 26 312
Maximum accumulation of personal leave time shall not exceed
528 hours, except when the employee is unable to use personal
leave time as a result of illness, disability, or operational
considerations beyond the employee’s control. In such event, an
employee shall not be penalized for excess accumulation, and the
Employer has the option of either allowing excess accumulation
or paying the employee for the excess accumulation. Buyback of
personal leave accumulation will be allowed during the term of
this Agreement, subject to the approval of the Employer (based
upon availability of funds) to a maximum of forty-eight (48) hours
per year.
11.2. Personal Leave Time. Shall be subject to the following
rules:
11.2.1. Temporary or intermittent employees who leave
the employment of the Employer and are later reemployed
shall, for the purpose of this article, have an adjusted date
of actual service effective with the date of reemployment.
11.2.2. For the purpose of this Article, “actual service” shall
be determined in the same manner as for salary purposes.
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11.2.3. As of January 1, 2018, Eemployees, who are laid off,
retired, dismissed, or who resign shall be paid for all
accrued but unused personal leave time at the employees’
hourly base rate at the time of separation.
11.2.4. In the event of On the death of an employee’s
death while in active service, any accrued but unused
personal leave time shall be paid at the base rate to the
employee’s estate. pay will be allowed for any personal
leave earned and not taken prior to the death of such
employee.
11.2.5. An employee granted an extended leave of
absence, which includes the next succeeding calendar year,
shall be given proportionate personal leave earned in the
current year before being separated from the payroll.
11.2.6. An employee returning from military leave of
absence, as defined by law, shall be given a personal leave
allowance for the previous calendar year as if he/she had
been employed.
11.2.7. In the event that an employee becomes ill or
injured while he/she is on personal leave, and it can be
established by the employee that the employee is
incapacitated due to the illness or injury, the day or days
that he/she is sick under these circumstances shall be
carried astreated as sick rather than personal leave, and
he/she will for all purposes be treated as though he/she
were off solely for the reason of his/her illness or injury. The
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employee shall submit medical documentation of the illness
or injury from the attending physician to establish that the
employee was incapacitated due to illness or injury.
11.3. Scheduling and Using Personal Leave Time. The following
rules shall govern the scheduling and usage of personal leave
time.
11.3.1. The minimum personal leave allowance to be taken
by an employee shall be one (1) hour.
11.3.2. Employee shall have the option to designate leave
requests as “vacation bids” when the request is for a period
of time exceeding seven consecutive calendar days in length
(including both requested days off and regularly scheduled
days off) and is submitted more than thirty-one (31) days in
advance of the requested time off.
11.3.3. The employee’s request for time off shall be
approved or denied within eight (8) days of notifying their
supervisor that the request has been entered into Telestaff.
submitting the request on the proper form. All requests for
time off occurring between March 1 and December 31 of
any given year and submitted prior to January 14 of that
year shall be considered for all purposes (including
11.3.4(a)4.a below) to have been submitted on January 14
of that year.
11.3.4. In the event that multiple employees request the
same day(s) off, and the Employer is not able to
accommodate all of the requests due to minimum staffing
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limitations, then the Employer will use the following criteria,
in order, to determine who is granted the leave time:
a.Requests submitted on an earlier date shall have
precedence over those submitted later.
b.If the requests are submitted on the same effective
date, then vacation bids shall have precedence over
requests that are not vacation bids;
c.When the requests are otherwise equal, then the
request from the employee with more seniority shall
have precedence. Seniority shall be determined
according to Article 3.
11.3.5. The Employer and the Guild acknowledge that the
Employer has a legitimate interest in maintaining proper
staffing levels for public safety purposes, and that
employees have a legitimate interest in taking their time off
at times convenient to them. The Employer shall have the
right to set different short-term minimum staffing levels in
all work units for special events. Special events are city
festivals and unusual occurrences where additional law
enforcement staffing for maintaining order is required. The
Employer will notify the employees by January 1 each year
of changes to the long-term minimum staffing levels.
11.4. Cancellation of Scheduled Leave. The Employer will make
reasonable effort to avoid cancellation of approved employee
leave time, and to notify employees as soon as possible after the
decision to cancel. In the event that the Employer cancels the
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approved leave time of an employee, the following rules shall
apply.
11.4.1. If the employee’s request was submitted more than
thirty-one (31) days in advance of the scheduled leave, and
approved, the Employer may cancel that time off without
penalty if at least thirty (30) days notice is given prior to the
scheduled leave.
11.4.2. If the employee’s request was submitted less than
thirty (30) days in advance, but more than nine (9) days, and
approved, the Employer may cancel the time off without
penalty if at least eight (8) days notice is given.
11.4.3. If the request is submitted with eight (8) days’
notice or less, and approved, the Employer may cancel the
time off at any time without penalty.
11.4.4. The Employer agrees not to cancel an approved
vacation bid except in the event of an extreme emergency
condition.
11.4.5. For purposes of this section, “penalty” shall refer to
the overtime pay provisions of Article 4.
11.5. Personal Leave Hours Used. The number of leave hours
used for each day off shall be calculated based upon the number
of hours in the employee’s work day. Employees assigned to a
twelve (12) hour schedule shall use twelve (12) hours of personal
leave for each day off. Employees assigned to a ten (10) hour
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schedule shall use ten (10) hours of personal leave for each day
off.
ARTICLE 12 – LONGEVITY
12.1. Premium Pay. Employees shall receive premium pay for
longevity in accordance with Appendix B of this Agreement.
12.2. Longevity Allowance. Longevity allowances shall be
payable on the first payday following the anniversary of the
employee.
12.3. Determination of Longevity. Longevity will be based on
the employee’s last date of hire in the bargaining unit. A transfer
within from one position in the City to another will not constitute
a “date of hire”.
ARTICLE 13 – PENSIONS
Pensions for employees and contributions to pension funds will
be governed by applicable Washington State Statutes.
ARTICLE 14 – INSURANCES
14.1. Definitions:
REHBT: Renton Employees’ Healthcare Board of Trustees
REHP: Renton Employees’ Healthcare Plan
Funding Goal: It is the responsibility of the Renton
Employees’ Healthcare Board of Trustees to establish and
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maintain fund goals in relationship to the Renton
Employees’ Healthcare Plan.
Plan Member: An eligible Renton employee, along with
their dependents, that is covered under the Renton
Employees’ Healthcare Plan.
Premiums: The contributions made to the REHP by both the
City and the employees to cover the total cost of purchasing
the REHP. Contributions made by employees for co-pays,
lab fees, ineligible charges, etc., are not considered
premiums for the purpose of this Article.
14.2. Health Insurance.
14.2.1. Participation. The City and the Local/Union/Guild
agree to jointly manage the REHP during the term of this
agreement. The REHBT is comprised of AFSCME Local 2170;
Firefighters-864; Police Guild; and the City, and will meet at
least quarterly to review the REHP including costs
associated with the REHP.
Medical coverage shall be provided in accord with the laws
of the State of Washington, RCW 41.26.150 and federal
plans: Patient Protection and Affordable Care Act and the
Health Care and Education Affordability Reconciliation Act
of 2010. The Local/Union/Guild agrees to continue
participation in the REHBT and to identify and support cost
containment measures.
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14.2.2. Plan Coverage. The City will provide a
medical/dental, vision, and prescription drug insurance plan
for all eligible employees including all bargaining unit
members and their eligible dependents.
14.2.3. Premiums. For the calendar years 20106 through
calendar year 201520 the total cost of the plan shall be
divided as follows:
Year City Employees
20106 962%48%
20117 962%48%
20128 952%58%
20139 942%68%
201420 931%79%
2015 92%8%
Employee premiums will be based upon the following
categories:
Employee
Employee/Spouse or Domestic Partner
Employee/Spouse or Domestic Partner/1
Employee/Spouse or Domestic Partner/2+
Employee/1
Employee/2+
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14.2.4. Projected Costs. For calendar year 2013, the
contributions to the benefit fund (premium revenue) shall
be the same as the contribution made in the calendar year
2012, subject to the plan cost sharing provision between
employer and employees per current bargaining
agreements. Beginning calendar year 2014 going forward,
tThe plan contributions shall be calculated by the
percentage of actual plan cost increase that occurred in the
previous year. The year in review shall be from July 1st to
June 30th.
14.2.5. Group Health Coverage. Bargaining unit members
that chose to be covered by Group Health insurance will be
required to pay the premium cost of the self-funded plan
plus any additional premium cost above the self funded
plan.
14.2.6. Renton Employees’ Healthcare Board of Trustees.
The REHBT includes members from each participating
Union. Each union will have a maximum of one (1) vote, i.e.
the Firefighter Union has two (2) bargaining units but only
receives one (1) vote on the REHBT, and the Police Guild has
two (2) bargaining units but only receives one (1) vote on
the REHBT. The City only receives one (1) vote also. If all
bargaining units participate, the voting bodies would be as
follows: AFSCME – 2170; Firefighters – 864; Police Guild;
and the City for a total of fourthree (43) votes.
14.2.7. Plan Changes. The members of the REHBT shall
have full authority to make plan design changes without
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further concurrence from bargaining unit members and the
City Council during the life of this agreement.
14.2.8. Voting. Changes in the REHP will be determined by
a majority of the votes cast by REHBT members. A tie vote
of the REHBT members related to a proposed plan design
change will result in continuing the current design.
14.2.9. Surplus. Any surplus in the Medical Plan shall
remain available only for use by the Renton Employees’
Health Plan Board of Trustees for either improvements in
the Plan, future costs, increase offsets, rebates to
participants, or reduction in employee contributions.
14.3. Cadillac Tax. If by July 1, 2019, the Cadillac Tax required by
the Affordable Care Act is still in effect and will require additional
funding of the Renton Employees’ Healthcare Plan, the parties
agree to meet and negotiate changes to the plan in such a way as
to address the impacts of the Cadillac Tax.
14.34. Life Insurance. The Employer shall furnish to the
employee a group term life insurance policy in the amount of the
employee’s annual salary including double indemnity. The
Employer shall furnish a group term life insurance policy for
$1,000 for the employee’s spouse and $1,000 for each
dependent.
14.45. Federal/State Healthcare Options. In the event of a
Federal/State healthcare option, the REHBT shall have the option
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to review the proposed Federal/State option and take
appropriate actions.
14.56. COBRA. When an employee or dependent’s health care
benefits ceases, the employee or dependent shall be offered
medical and dental benefits under the provision of Consolidated
Omnibus Budget Reconciliation Act (COBRA) for a period of
eighteen (18) months.
14.67. LEOFF II Disability Insurance Policy. The Employer shall
provide a payroll deduction for each LEOFF II employee who
authorizes the Employer to deduct monies from the employee’s
paycheck to help defray the cost of a Guild designated on-duty
disability insurance policy.
14.78. False Arrest and Criminal Defense Coverage. False arrest
and criminal defense coverage shall be provided by the Employer
for all employees. The Employer shall indemnify and defend any
employee against any claim or suit, where such claim or suit
arises because such employee performs his/her duty as an
employee of the Renton Police Department. The Employer shall
pay on behalf of any employee any sums which the employee
shall be legally obligated to pay as a result of that employee’s
reasonable or lawful activities and exercise of authority within
the scope of his/her duties and responsibilities as an employee of
the Renton Police Department. Indemnity and defense shall not
be provided by the Employer for any dishonest, fraudulent,
criminal or malicious act or for any suit brought against the
employee by or on behalf of the Employer.
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14.89. Department Contracted Extra-duty Employment. All
department contracted extra-duty law-enforcement employment
as a Renton Police Officer shall be authorized by the Chief of
Police or designee prior to such employment. In order to ensure
that officers who engage in extra-duty employment as Renton
Police Officers, have adequate liability coverage, the City will pay
officers’ so employed at the rates established by the
Memorandum of Understanding attached to this collective
bargaining agreement in Appendix E. The overtime provisions of
this Agreement shall not apply to such employment. Time in
excess of one hour shall be paid in pro rata 15-minute segments.
The parties agree to make such changes in the wording of this
provision as may be required to comply with the FLSA. Any
officer working as a Renton Police Officer without the permission
of the Department and paid directly by an employer other than
the City of Renton shall not have Employer paid liability coverage
and shall not be authorized to wear the Renton Police
Department uniform.
14.910. Change in Benefits. If for reasons beyond the control of
the Employer or Guild a benefit of any one of the provisions
agreed to in this Article is abolished, changed, or modified as to
reduce the benefit, the Employer agrees to replace it with a like
benefit prior to the effective date of the change. In the event a
like benefit cannot be obtained by the Employer, the parties will
bargain regarding replacement of the benefit and related
matters.
14.101. Guild-Directed Trust Fund. The Renton Police Guild shall
have the option during the life of this contract to direct the City
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to deduct a fixed dollar/percentage from the base salaries for all
classifications covered by the contract and deposit such
deductions into a medical trust fund established by the Guild.
Upon the exercise of this option, the Guild agrees to indemnify,
defend, and hold the City harmless from any and all liability,
claims, demands, suit or any loss or damage, or injury to person
or property arising from or related to the provisions of this
paragraph, including income tax withholding liabilities or tax
penalties.
ARTICLE 15 – TECHNOLOGY
15.1. In-Car Video.
15.1.1 In-Car Video Reviews. Imagery recorded by the
In-Car Video system will not be routinely or randomly
reviewed to monitor officer performance. A supervisor may
conduct a review of a specific incident on an officer’s
recorded imagery only when there is an articulable reason
justifying such review. Articulable reasons for reviewing an
officer’s in-car video include, but are not limited to: (1)
capturing specific evidence for use in a criminal prosecution,
(2) a civil claim has been filed against the City involving the
incident, (3) a citizen complaint has been made against an
officer regarding the incident, (4) the incident included a
use of force, (5) the incident included a vehicle pursuit, (6)
the incident included a vehicular collision, or (7) the incident
involved a serious injury or death. Notwithstanding the
other provisions of this section, Field Training Officers may
review the in-car videos of probationary trainees in the Field
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Training Program. Furthermore, officers involved in lethal
force incidents shall be allowed to review any videos
pertaining to the incident that the department utilizes or
has access to upon request.
15.1.2. In-Car Video Review Log. Prior to the review, notice
of the review must be provided to the subject officer and
the Vice President of the Renton Police Guild (Guild) via the
appropriate form to their department mailboxes. An in-car
video review log will be kept and must be accessible to the
president and vice-president of the Renton Police Guild. The
log must include the date, time, reviewing supervisor, and
an articulable reason for the review.
15.1.3. In-Car Video Evidence. The Department may use
recorded imagery as evidence in an official Department
investigation provided the imagery is of a specific incident
as outlined in Section 15.1.
15.2. Automatic Vehicle Locator (AVL).
15.2.1 AVL Queries. AVL queries will not be routinely or
randomly used to monitor officer performance. A
supervisor may review AVL data of a specific incident only
when there is an articulable reason justifying such review.
Articulable reasons for reviewing an officer’s AVL data
include, but are not limited to: (1) capturing specific
evidence for use in a criminal prosecution, (2) a civil claim
has been filed against the City involving the incident, (3) a
citizen complaint has been made against an officer
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regarding the incident (4) the incident included a use of
force, (5) the incident included a vehicle pursuit, (6) the
incident included a vehicular collision, (7) the incident
involved a serious injury or death, or (8) the incident
involves officer safety. Notwithstanding the other
provisions of this section, Field Training Officers may review
AVL data of probationary trainees in the Field Training
Program; and any commissioned personnel can advise
dispatch to broadcast AVL data when an articulable reason
exists (for example, locating an officer for safety purposes).
15.2.2. AVL Review Log. Prior to the review, notice of the
review must be provided to the subject officer and the Vice
President of the Renton Police Officer’ Guild (Guild) via the
appropriate form to their department mailboxes. An AVL
review log will be kept and must be accessible to the
president and vide-president of the Guild. The log must
include the date, time, reviewing supervisor, and an
articulable reason for the review.
15.2.3. AVL Evidence. The Department may use AVL data as
evidence in an official Department investigation providing
the data is of a specific incident as outline in Section 15.2.
15.3. Equipment Safety. Any equipment issued that affects
officer safety should be documented and forwarded to the Chief
of Police through the Chain of Command. The Chief of Police or
designee will have five (5) business days to acknowledge receipt
of the complaint to the Vice President of the Renton Police Guild.
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ARTICLE 16 – BILL OF RIGHTS
16.1. Just Cause Employer Rights. The Employer retains the right
to adopt rules for the operation of the Renton Police Department
and the conduct of its employees provided that such rules do not
conflict with the City Ordinances, City and State Civil Service
Rules and Regulations as they exist, or any provision of this
Agreement. It is agreed that the Employer has the right to
discipline, suspend, or discharge any employee for just cause
subject to the provisions of the City Ordinances, City and State
Civil Service Rules and Regulations as they exist, and terms of this
Agreement.
16.2. Bill of Rights. In an effort to ensure that investigations, as
designated by the Chief of Police of the Renton Police
Department, are conducted in a manner which is conducive to
good order and discipline, the Renton Police Guild shall be
entitled to the protection of what shall hereafter be termed as
the “Police Officers’ Bill of Rights.”
16.2.1. The City and the Guild agree that all employees
should work in an environment that fosters mutual respect
and professionalism. The parties agree that inappropriate
behavior in the workplace does not promote the City’s
business, employee well-being, or productivity. All
employees are responsible for contributing to such an
environment and are expected to treat others with courtesy
and respect.
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Inappropriate workplace behavior by employees,
supervisors, and/or managers will not be tolerated. If an
employee and/or the employee’s Guild representative
believes the employee has been subjected to inappropriate
workplace behavior, the employee and/or the employee’s
representative is encouraged to report this behavior to the
employee’s supervisor, a manager in the employee’s chain
of command, and/or the Human Resources Office. The City
will follow the investigatory procedures outlined in City
Policy and Procedure 340-02and take appropriate action as
necessary. The employee and/or Guild representative will
be notified upon conclusion.
This section is not subject to the grievance procedure in
Article 18, but is subject to the City’s complaint process.
16.2.2. If an employee becomes the suspect in an internal
that could result in criminal charges, that investigation may
be investigated by another agency outside the City of
Renton.
16.2.3. Employees will not be under any type of electronic
surveillance by any employee of the Renton Police
Department without authorization of the Chief of Police or
designee.
16.2.4. Any employee who becomes the subject of an
internal investigation, or an investigatory interview, shall be
advised in writing of the following within three business
days of the date of their first interview:
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a.General orders violated and the nature of the
matter in sufficient detail to reasonably apprise
him/her of the matter (unless suspected of
committing a criminal offense);
b.Misconduct that would be grounds for termination,
suspension, or other disciplinary action; and
c.That he/she may not be qualified for continued
employment with the Department.
An “investigatory interview” occurs when a
supervisor knows or reasonably should know that
they are questioning an employee about something
that could result in an economic sanction.
16.2.5. Any employee who becomes the subject of an
investigation may have legal counsel or a Guild
representative present during all interviews. The
interviewer must provide at least three business days for
the employee to have legal counsel or have a Guild
representative present during the interview. An
investigation as used elsewhere in this Article shall be
interpreted as any action which could result in a dismissal
from the Department or the filing of a criminal charge.
16.2.6. The employee under investigation must, at the time
of an interview, be informed of the name of the officer in
charge of the investigation and the name of the officer who
will be conducting the interview. General Order 52.1.1 will
govern the assignment of investigations (see Appendix
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C).See LEXIPOL Policy 907. Revisions to Policy 907 will be
discussed with the Guild
16.2.7. Employees have Weingarten Rights during all
interviews where they reasonably believe they could be
subject to discipline.
16.2.8. The employee shall be informed in writing as to
whether he/she is a witness or suspect. Should the witness
in an investigation become the suspect of an investigation
during the investigatory interview, the Employer agrees to
stop the interview to allow the employee to obtain Guild
Representation. General Order 52.1.6 shall govern the
notification process (see Appendix C). See LEXIPOL Policy
907. Revisions to Policy 907 will be discussed with the Guild
16.2.9. The interview of any employee shall be at a
reasonable hour, preferably when the employee is on duty.
Whenever possible, interviews shall be scheduled during
the normal workday of the Employer. The employee will be
required to answer any questions involving non-criminal
matters under investigation and will be afforded all rights
and privileges to which he/she is entitled under the laws of
the State of Washington or the United States.
16.2.10. The employee or Employer may request that a
formal investigation interview be recorded. There can be no
“off the record” questions. Upon request, the employee
under formal investigation shall be provided an exact copy
of any written statement he/she has signed. The employee
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shall be furnished a copy of the completed investigation 72
hours prior to any pre-disciplinary Loudermill hearings.
16.2.11. Interviewing shall be completed within a
reasonable time and shall be done under circumstances
devoid of intimidation or coercion. In all investigation
interviews that may result in discipline, the employee shall
be afforded an opportunity and facilities to contact and
consult privately with an attorney of his/her own choosing
or Guild representative before being interviewed. The
employee shall be entitled to such intermissions, as he/she
shall request for personal necessities, meals, telephone calls
and rest periods.
16.2.12. All interviewing shall be limited in scope to
activities, circumstances, or events which pertain to the
incident which is the subject of the investigation. Nothing in
this section shall prohibit the Employer from questioning
the employee about information which is developed during
the course of the interview.
16.2.13. The employee will not be threatened with
dismissal or other disciplinary punishment as a guise to
attempt to obtain his/her resignation, nor shall he/she be
subject to abusive or offensive language or intimidation in
any other manner. No promises or rewards shall be made as
an inducement to answer questions.
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16.2.14. Upon the completion of the investigation and
upon request, a copy of the entire file shall be provided to
the employee.
16.2.15. To balance the interest of the Employer in
obtaining a psychological evaluation of an employee to
determine the employee’s fitness for duty and the interest
of the employee in having those examinations being
conducted, psychological evaluations will be obtained in the
least intrusive manner as possible. To protect the
employee’s right to privacy, the medical release form
agreed upon by the Employer and the Guild shall be signed
by the employee prior to the evaluation (see Appendix D).
16.2.16. No employee shall be required to unwillingly
submit to a polygraph test or to unwillingly answer
questions for which the employee might otherwise properly
invoke the protections of any constitutional amendment
against self-incrimination. Nor shall any member be
dismissed for or shall any other penalty be imposed upon
any employee for his/her failure to submit to a polygraph
test.
16.2.17. Should any section, sub-section, paragraph,
sentence, clause, or phrase in this Article be declared
unconstitutional or invalid, for any reason, such decision
shall not affect the validity of the remaining portions of this
Article.
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16.2.18. Any employee involved in the use of lethal force
shall not be formally interviewed immediately following the
incident. The policy and procedure outlined in the Unusual
Occurrences Manual (Department Response to Line of Duty
Death or Other Critical Incidents) will govern the response
to issues regarding use of lethal force.
16.2.19. Investigations of known members by the Renton
Police Department shall be completed in a timely manner
with a goal of completion within 30 days.
16.2.20. The right for an employee to add commentary
during the Loudermill or at the end of the internal
investigation process will be maintained.
16.3. Brady Language. A punitive action, or denial of promotion
on grounds other than merit, shall not be undertaken by the City
against any officer solely because that officer’s name has been
placed on a Brady list, or that the officer’s name may otherwise
be subject to disclosure pursuant to Brady.
16.3.1. The provisions of subsection 16.3. shall not prohibit
the City from taking punitive action, denying a promotion
on grounds other than merit, or taking other personnel
action against an officer based on the underlying acts or
omissions for which that officer’s name was placed on a
Brady list, or may otherwise be subject to disclosure
pursuant to Brady, if the actions taken by the City otherwise
conform to this agreement.
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16.3.2. Evidence that an officer’s name has been placed on
a Brady list, or may otherwise be subject to disclosure
pursuant to Brady, shall not be introduced for any purpose
in any administrative appeal of a punitive action, except as
provided in subsection 16.3.3.
16.3.3. Evidence that an officer’s name was placed on a
Brady list may only be introduced if, during the
administrative appeal of a punitive action against an officer,
the underlying act or omission for which that officer’s name
was placed on a Brady list is proven and the officer is found
to be subject to some form of punitive action. If the
arbitrator or other administrative appeal tribunal finds or
determines that an officer has committed the underlying
acts or omissions that will result in a punitive action, denial
of a promotion on grounds other than merit, or any other
adverse personnel action, and evidence exists that an
officer’s name has been placed on a Brady list, or may
otherwise be subject to disclosure pursuant to Brady, then
the evidence shall be introduced for the sole purpose of
determining the type or level of punitive action to be
imposed.
16.3.4. For purposes of these subsections, “Brady list”
means any system, index, list, or other record containing
the names of officers whose personnel files are likely to
contain evidence of dishonesty or bias, which is maintained.
16.34. Drug And Alcohol Testing. The Employer considers its
employees its most valuable asset. The Employer and the Guild
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share concern for the safety, health and well being of police
department members. This community and all City employees
have the absolute right to expect persons employed by the
Employer will be free from the effects of drugs and alcohol.
16.34.1. Before an employee may be tested for drugs, the
Employer shall have individualized reasonable suspicion
based on objective facts and reasonable inferences drawn
there from, that a particular employee has engaged or is
engaged in the use of illegal drugs and/or abuse of legal
drugs (including alcohol).
16.34.2. Drug and alcohol* tests shall be performed by a
HHS certified laboratory or hospital or clinic certified by the
State of Washington to perform such tests. (* Initial alcohol
testing may be performed by a Certified Breath Alcohol
Technician or any other person approved to operate an
Evidential Breath Testing device.)
16.3.2.1.16.4.2.1. Drug Testing.
a.An initial drug screen shall be performed using
the Immunoassay (IA) method.
b.Any positive results on the initial drug-
screening list shall be confirmed through use of
Gas Chromatography/Mass Spectrometry.
c.The drug panel and cut off standards shall be
as defined by 49 CFR Part 40 which sets forth the
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procedures for drug testing in the Department of
Transportation (DOT).
d.Confirmed positive drug test results shall be
sent to a licensed physician who, as Medical
Review Officer (MRO), will review the affected
employee’s medical history and other relevant
factors to determine if the positive test result
should be excused. The MRO will notify the
department of the results of his or her review.
Negative test results shall be sent to the
Employer’s drug and alcohol testing administrator
who will notify the designated department
representative and employee of the test results.
16.3.2.2 16.4.2.2. Alcohol Testing. Alcohol test
results shall be released to the employee and
department upon conclusion of the test. For the
purpose of determining whether the employee is
under the influence of alcohol, test results of .02 or
more based upon the results of an Evidential Breath
Testing device shall be considered positive.
16.3.2.3 16.4.2.3. Confirmation of Test Results.
a.Employees notified of a positive alcohol test
result may request the opportunity to have a blood
sample drawn for analysis at either a hospital or
certified testing lab as chosen by the Employer.
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b.Employees notified of a positive drug test may
request that the Medical Review Officer send a
portion of their first sample to the hospital or HHS
certified laboratory of the employee’s choice for
testing by gas chromatography/mass
spectrometry.
c.The cost of employee requested tests are the
responsibility of the employee. If the test results
are negative, the Employer will reimburse the
employee for the cost of the test.
ARTICLE 17 – MANAGEMENT RIGHTS
17.1. Recognition.
The Guild recognizes the prerogative of the Employer and the
Chief of Police to operate and manage Police Department affairs
in all respects, in accordance with its responsibilities and the
powers of authority which the Employer has not officially
abridged, delegated, or modified by this Agreement.
17.2. Rights of Employer.
Subject to the provisions of this Agreement, the Employer
reserves the right to:
17.2.1. Recruit, assign, transfer, and promote members to
the positions within the Department;
17.2.2. Suspend, demote, discharge, or take other
disciplinary action against members for just cause;
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17.2.3. Relieve members from duties because of lack of
work, lack of funds, the occurrence of conditions outside
Department control; or when the continuation of work
would be wasteful and unproductive;
17.2.4. Determine methods, means, and personnel
necessary for departmental operations;
17.2.5. Control the department budget;
17.2.6. Take whatever actions are necessary in
emergencies in order to assure the proper functioning of
the Department;
17.2.7. Determine classification, status, and tenure of
employees; and
17.2.8. Perform all other functions not limited by this
Agreement.
ARTICLE 18 – GRIEVANCE PROCEDURE
The Employer recognizes the importance and benefit of settling
grievances promptly and fairly in the interest of better employee
relations and morale. To this end, the following procedure is
outlined. Every effort will be made to settle grievances at the
lowest level of supervision.
Employees will be unimpeded and free from unreasonable
restraint or interference and free from coercion, discrimination,
or reprisal in lawfully seeking adjudication of their grievance.
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18.1. Definitions.
18.1.1. Grievance: Any issue relating to interpretation,
application, or enforcement of any provision contained in
this Agreement.
18.1.2. Issue: Any dispute, complaint, problem, or question
arising with respect to working conditions or employer-
employee relations of any nature or kind whatsoever.
18.1.3. Guild Representative: A Guild member designated
by the Guild President as a bargaining representative.
18.2. Grievance Procedure. The steps set forth herein shall be
followed unless the Chief of Police and the Grievant, Guild, or
individual raising the issue agree in any particular case that the
procedural steps and/or time limits should be modified. Any
agreement to modify the procedural steps and/or time limits
shall be in writing. In the event that no provision is made to
modify any procedural steps and/or time limits, and either of the
parties violates them, the grievance/issue shall be considered
settled in favor of the party that is not in default at the time. If
any specified participant in the steps below is absent and thus
unable to timely participate, such step(s) may be completed by
the participant’s designee.
Step 1 The employee(s) and/or Guild Representative shall
submit the grievance/issue in writing to the Division
Commander within twenty (20) calendar days from the
date that the grievant knew or reasonably should have
known of the action precipitating the grievance/issue.
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The Division Commander shall notify the Employee(s)
and the Guild Representative in writing of his/her
decision and the reasons therefore within fifteen (15)
calendar days thereafter.
Step 2 If the grievant is not satisfied with the decision
rendered, he/she shall submit the grievance/issue in
writing to the Deputy Chief within fifteen (15) calendar
days. If the grievance is initiated by the Guild, it shall be
initiated at Step (2) of the grievance process within
fifteen (15) calendar days from the date the Guild knew
or reasonably should have known of the action
precipitating the grievance/issue. The Deputy Chief shall
notify the employee(s) and the Guild Representative in
writing of his/her decision and the reasons therefore
within fifteen (15) calendar days thereafter.
Step 3 If the grievant is not satisfied with the decision
rendered, he/she shall submit the grievance/issue in
writing to the Chief of Police within fifteen (15) calendar
days. The Chief of Police shall notify the employee(s)
and the Guild Representative in writing of his/her
decision and the reasons therefore within fifteen (15)
calendar days thereafter.
Step 4 If the grievant is not satisfied with the decision
rendered, he/she shall submit the grievance/issue in
writing to the Mayor within fifteen (15) calendar days.
The Mayor shall notify the employee(s) and the Guild
Representative in writing of his/her decision and the
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reasons therefore within fifteen (15) calendar days
thereafter. Consideration of the issue shall conclude at
this point.
Step 5 If the grievance has not been settled by the Mayor,
either party may submit the matter to arbitration. In
any case, the matter must be referred to arbitration
within ninety (90) days from conclusion of the fifteen
(15) day period of consideration by the Mayor. A neutral
arbitrator will be selected jointly by both parties. If the
parties cannot agree on an arbitrator, they will request
a list of arbitrators from the American Arbitration
Association (AAA) and alternately strike names, if
necessary, to pick an arbitrator. The arbitrator selection
process will not exceed ten (10) days. The total cost of
the proceedings shall be borne equally by both parties.
The arbitrator’s award shall be final and binding on both
parties, provided, however, that no authority is granted
to the arbitrator to modify, amend, or delete any terms
of this Agreement.
When an employee or the Guild appeals a grievance to
arbitration, such appeal shall be made in writing and
shall constitute an election of remedies and, to the
extent allowed by law, a waiver of any and all rights by
the appealing employee or the Guild to litigate or
otherwise contest the appealed matter in any court or
other available forum.
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18.3. Election of Remedies. In the case of disciplinary actions
that are appealable to the Civil Service Commission, a non-
probationary employee may file a grievance under the terms of
this Agreement alleging that the disciplinary action was not for
just cause. If the employee does so, it shall constitute an election
of remedies and said employee shall be barred from pursuing the
issue in any other forum including, but not limited to, the Civil
Service Commission. Likewise, if an employee files litigation in
any other legal forum, including Civil Service, that employee may
not grieve said discipline and any grievance previously filed shall
be deemed withdrawn and any remedies previously granted shall
be void.
ARTICLE 19 – PERFORMANCE OF DUTY
Nothing in this Agreement shall be construed to give an
employee the right to strike, and no employee shall strike or
refuse to perform assigned duties to the best of his/her ability. It
is further agreed that no employee shall refuse to cross the
picket line of any other union during his/her scheduled work
shift.
The parties recognize and agree to abide by the provisions of
RCW 41.56.490.
ARTICLE 20 – RETENTION OF BENEFITS
Wages, hours, benefits, and working conditions constituting
mandatory subjects of bargaining in effect on the effective date
of this Agreement shall be maintained unless changed by mutual
agreement between the Employer and the governing body of the
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Guild. An interest arbitrator may also change contract provisions
legally before him or her in an interest arbitration.
The Employer agrees to notify the Guild in advance of changes or
hearings affecting working conditions of any employee covered
by this Agreement, except in emergency situations and provided
that the Employer is aware of the changes or hearings.
ARTICLE 21 – PAY DAYS
21.1. Pay Dates. Employees shall be paid twice each month and
any employee who is laid off or terminated shall be paid all
monies due on the next following payday. All employees shall be
paid on the 10th and 25th day of each month. If the 10th or 25th
day of the month falls on a holiday or weekend period, the
employees shall be paid on the last business day prior to that
period.
21.2. Early Check RequestOnline Pay Stubs. If an employee is
leaving on vacation, an early check request authorized the
immediate supervisor may be granted provided the check has
been processed and is ready for disbursement. Effective upon
ratification of this contract January 1, 2017, the employer shall
no longer issue paper stubs to employees. Employees will receive
instructions regarding online viewing of their individual pay stubs
prior to January 1, 2017implementation.
21.3. Direct Deposit. All employees will participate with direct
deposit of paychecks. The Employer will adopt appropriate
administrative procedures allowing for direct deposit. The
Employer will, to the extent feasible, assure that funds are
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transmitted as near in time as possible to the time at which
paychecks are distributed to other employees.
ARTICLE 22 – SAVINGS CLAUSE
22.1. Savings Clause. If any article of this Agreement or any
addenda hereto should be held invalid by operation of law or by
any tribunal of competent jurisdiction or if compliance with or
enforcement of any article should be restrained by such tribunal,
the remainder of this Agreement and Addenda shall not be
affected thereby, and the parties shall enter, within ten (10)
calendar days, into collective bargaining negotiations for the
purpose of arriving at a mutually satisfactory replacement or
modification of such Article held invalid.
22.2. Contract/Civil Service. Any conflict between the
provisions of this Agreement and current Civil Service Rules and
Regulations shall be resolved as set forth herein. It is further
understood that (a) to the extent the labor agreement does not
address a matter (e.g., discipline, seniority, layoffs, etc.) and Civil
Service does, then Civil Service shall prevail; (b) to the extent the
labor agreement does address a matter (e.g., discipline, seniority,
layoffs, etc.) and Civil Service also does so, the labor agreement
shall prevail. The Employer and Guild otherwise retain their
statutory rights to bargain changes in Civil Service Rules and
Regulations (i.e. changes initiated after the effective date of this
agreement) for employees in the bargaining unit. Upon receiving
notice of such proposed change(s) from the Civil Service
commission, either party may submit a written request to the
Mayor (within sixty (60) calendar days after receipt of such
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notice) and the result of such bargaining shall be made a part of
this Agreement.
22.3. Successor Agreement. This Agreement and any and all
amendments and modifications hereafter entered into and
executed by and between the parties hereto shall be binding and
inure to the benefit of the parties’ respective successors and
assigns and any other governmental entity succeeding to the City
of Renton’s obligations hereunder.
In case of any merger or consolidation by the Employer with
another governmental agency, either party shall have the right to
reopen this Agreement for negotiation of any positions affected
by the merger or consolidation.
22.4. FLSA Disputes. The Employer shall have the right to
bargain any issues arising out of the implementation of the Fair
Labor Standards Act (FLSA) including any conflicts that may arise
regarding Article 19, Retention of Benefits. Statutory provisions
for resolution of impasses reached in collective bargaining, and
contractual provisions for resolution of grievances arising out of
such FLSA issues shall apply.
ARTICLE 23 – ENTIRE AGREEMENT
23.1. The Agreement expressed herein in writing constitutes the
entire agreement between the parties, and no oral statement
shall add up to or supersede any of its provisions.
The parties acknowledge that each has had the unlimited right
and opportunity to make demands and proposals with respect to
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any matter deemed a proper subject for collective bargaining.
The results of the exercise of that right are set forth in this
Agreement. Therefore, except as otherwise provided in this
Agreement, the Employer and the Guild for the duration of this
Agreement each voluntarily and unqualifiedly agrees to waive
the right to oblige the other party to bargain with respect to any
subject or matter not specifically referred to or covered in this
Agreement.
ARTICLE 24 - DURATION OF AGREEMENT
Unless otherwise agreed, this Agreement shall become effective
January 1, 2016, and shall remain in force until December 31,
2018.
Signed this __________ day of ___________________, 2016, at Renton, Washington.
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CITY OF RENTON POLICE OFFICERS' GUILD
Denis Law, Mayor Ralph Hyett III, President
Kevin Milosevich, Police Chief Bill Judd, Spokesperson/Member
Nancy Carlson, Former HRRM
Administrator
Corey Jacobs, Member
Ellen Bradley-Mak, HRRM Administrator
Kim Gilman, HR Labor Manager
Ed VanValey, Deputy Chief
Chad Karlewicz, Commander
Kari Roller, Financial Services Manager
ATTEST:
Jason Seth, Deputy City Clerk
Dan Reed, Member
LeAnn Whitney, Member
Jim Cline, Attorney
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Approved as to legal form:
Shane Moloney, City Attorney
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APPENDIX A: SALARIES
A.1. – Salary Schedule.
A.1.1.Effective January 1, 2016,For the calendar year 2013, the
base wages for all positions in the bargaining unit shall be
increased by 2.0% over the wages in effect December 31,
2015. the same as the wages in effect on December 31,
2015place in 2012.
A.1.2.January 1, 2016 Salary Schedule
Classification Start
12
Months
24
Months
36
Months
48
Months
Police
Sergeant
$
$$7791
$
$8180
Patrol Officer $$5062 $$5491 $
$$5923
$
$$6347
$
$$6775
A.1.3 Effective January 1, 2017 the base wages for all positions
in the bargaining unit shall be increased by 2.5% over the
wages in effect December 31, 2016. Effective July 1,
2014, base wages shall be increased by 2% above the
wages in place in the first half of the year.
A.1.4. Effective January 1, 2018, the base wages shall be
increased by 3% above the wages in effect on December
31, 2017.
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In addition those employees in the classification of Patrol
Officer II and Sergeant shall have the base salary
increased by 6.25% to reflect the additional 109 hours
worked in a calendar year.
Classification Start
12
Months
24
Months
36
Months
48
Months
Police
Sergeant $8739 $9176
Patrol Officer
I
$5344
$5797
$6253 $6701 $7153
Patrol Officer
II
$5678 $6159 $6644 $7120 $7600
A.2. Deferred Compensation Contributions.
A.2.1. Accreditation Premium. The Employer will deposit
one percent (1.0%) of the employee’s base wage into the
deferred compensation plan for each employee as a
premium for accreditation of the police department.
A.2.2. In-Service Training. In exchange for thirty (30) hours
of in-service training under Article 4 of this Agreement at
the prevailing straight time rate, the Employer shall make a
contribution equal to one-half percent (0.5%) of the
employee’s base wage toward the employee’s deferred
compensation plan.
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A.2.3. Deferred Compensation. In exchange for savings
realized through modifying the salary scale, effective
January 1, 1997, the Employer shall contribute one and one-
half percent (1.5%) of the employee’s base wage into the
employee’s deferred compensation plan.
The combined deferred compensation contribution from
the above Sections of this Appendix shall be 3.0%.
A.2.4. Physical Fitness. Employees who comply with
Section 6.8.3 shall be compensated with 3.0% of base pay in
the form of deferred compensation, in accordance with
Section 6.8.4.
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APPENDIX B: EDUCATION/LONGEVITY SCHEDULE
Employees shall receive longevity pay according to the following
scale:
Completion of 5 years – 2% of base wage
Completion of 10 years – 4% of base wage
Completion of 15 years – 6% of base wage
Completion of 20 years – 10% of base wage
Completion of 25 years – 12% of base wage
Employees shall receive educational pay according to the
following scale:
AA Degree/90 Credits – 4% of base wage
BA Degree/Masters – 6% of base wage
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APPENDIX C
INTERNAL AFFAIRS – ADMINISTRATION
This order consists of the following numbered sections:
52.1.1 Complaints – Investigation
52.1.2 Internal Investigations – Records Keeping
52.1.3 Internal Investigations – Direct Access to the Chief
of Police
52.1.4 Registering Complaints – Procedures
52.1.5 Internal Investigations – Annual Summary
52.2.1 Complaints – Assignment
52.2.2 Complaints – Notifying the Chief of Police
52.2.3 Complaint Investigations – Time Limits
52.2.4 Complainant Notification – Status of Investigation
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52.2.5 Complaint Investigation – Notification of Allegations
and Rights
52.2.6 Complaint Investigation – Conditions for Additional
Investigation
52.2.7 Internal Investigations – Relief from Duty
52.2.8 Internal Investigations – Conclusion of Fact
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52.1.1 Complaints – Investigation
All complaints against the agency or its employees, including
anonymous complaints, will be investigated. The function
of Internal Affairs is to ensure that the integrity of the
Renton Police Department is maintained through an
internal system. Objectivity, fairness, and justice are
assured by intensive and impartial investigation and
review to clear the innocent, establish guilt of
wrongdoers, and facilitate fair, suitable, and consistent
disciplinary action.
52.1.2 Internal Investigations – Records Keeping
The Renton Police Department investigates and maintains
records of all complaints made against the Department and
its employees. These records shall be maintained securely,
ensuring that the confidentiality of these records is
protected.
The Administrative Secretary maintains a complaint log of
all formal complaints, which is maintained by the office of
the Chief of Police.
Supervisory and Command personnel are responsible to
securely maintain appropriate records of all informal
complaints.
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52.1.3 Direct Access to Chief of Police
I. The Operations Bureau Deputy Chief is responsible for the
Internal Affairs component, and reports directly to the Chief
of Police.
52.1.4 Registering Complaints – Procedures
I. The Renton Police Department will make available to the
general public the Police/Citizen Complaint form (RPD073).
The form may be obtained from any supervisory or
command officer or at the Front Counter.
II. The form will briefly describe the responsibilities of the
complainant and the investigation process.
III. All employees will be furnished a copy of the General
Orders and should make themselves aware of the
provisions.
52.1.5 Internal Investigations – Annual Summary
I. The Deputy Chief will compile an annual statistical summary
report based on the records of Internal Affairs
investigations. Copies of the statistical summary will be
disseminated to the Chief of Police for appropriate
distribution, including the Accreditation Files. The report
will be made available through the Chief of Police to the
public, City officials and Department employees upon
request.
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52.2.1 Complaints – Assignment
I. The Chief of Police is responsible for the Internal Affairs
function, delegating responsibility to the Operations Bureau
Deputy Chief. The Operations Bureau Deputy Chief is
responsible for:
A. Recording, registering, and controlling the
investigation of complaints against department members:
1. Upon receipt of a complaint, the Deputy Chief will
review the complaint, enter the complaint in the
Complaint Log and obtain a log number, check
the Complaint Log for any similar complaints and
notify the Chief of Police of the allegations.
2.The Deputy Chief will determine if the
investigation is to be handled by the principal
member’s supervisor or other departmental
personnel with specific expertise relating to the
allegation. In the case of a criminal allegation, the
Chief of Police will determine if the investigation
is to be assigned to the Investigations Division or
elsewhere.
B.Supervising and controlling the investigation of alleged
or suspected misconduct within the department.
1.Deputy Chief will assign complaints and
allegations of misconduct for investigation;
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2. Division Commanders will ensure investigations
are promptly adjudicated to ensure the integrity
of the department and its members;
3.When the investigation is completed, it will be
forwarded to the appropriate chain of command
for staff review.
C. Maintaining the confidentiality of the internal affairs
investigation and records:
1. The Administrative Secretary will maintain the
Complaint Log and Investigation Files, permitting
no access to them, except as authorized by the
Chief of Police.
II. The following types of investigations may be conducted as
part of an Internal Affairs function:
Informal investigation may be conducted on complaints
determined to be informal primarily based upon the
nature and complexity of the allegation(s). Incidents that
are of a less serious nature should be reported to the
member’s division commander in a timely manner, which
would normally be within 24 hours, except on weekends.
Informal Investigation:
May be conducted on less serious allegations of
misconduct where the supervisor or command officer
has the option to handle the complaint at the lowest
level of supervision;
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May be conducted on complaints in which the
complainant does not wish to sign a formal complaint.
Examples of complaints that may be classified as informal
include but are not limited to:
Failure to take proper police action;
Slow or no response;
Poor demeanor.
Formal investigations are determined to be formal
primarily based upon the nature and complexity of the
allegation. Formal complaints against employees will
be directed immediately to the member’s division
commander or manager via the chain of command.
Division Commanders will notify the Deputy Chief who
will forward the complaint to the Chief of Police.
Formal Investigation:
Will be conducted on all signed Police/Citizen
Complaints;
Will be conducted on serious allegations of
misconduct;
Examples of complaints or allegations that may be
determined as formal include but are not limited to:
Allegations of violations of law;
Allegations of brutality of misuse of force;
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Civil rights violations.
Formal investigations will be reviewed by those responsible
for the Internal Affairs function, the Deputy Chief and the
Chief of Police. Review of informal investigations is the
responsibility of the respective supervisor of the person
investigating the complaint.
III. Investigation – The primary responsibility for the proper
completion of investigation of all allegations of employee
misconduct lies with the Deputy Chief.
As a general policy, all informal investigations are handled
by the line supervisor. Any formal or informal complaints
or inquiries may be investigated by a line supervisor.
The individual assigned as the investigator will be one of the
following persons:
The accused employee’s supervisor;
A member of the Investigations Division;
Anyone else the Chief may designate.
The investigating officer will commence his investigation on
the basis of the complaint.
If during the investigation of the initial complaint it is
disclosed that other misconduct may have taken place,
this misconduct will also be investigated, reported
upon, and adjudicated.
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The investigator assigned will investigate and report all
aspects of the case in a manner which is fair and
impartial to all persons.
The investigator will be responsible for informing the
Division Commanders of the continuing developments
in the investigation to determine whether to:
Retain the accused employee in current assignment;
Excuse the accused employee from duty;
Assign the accused employee to some other duty
where there is close supervision and limited
contact with the public or other police personnel.
The investigator will complete the investigation and
submit the report in a timely manner with a goal of
completing the process within the 30-day limit.
The investigator’s final report to Internal Affairs for informal
investigations will be completed in accordance with
General Order 52.1.3.
The investigator’s final report to Internal Affairs on formal
investigations will contain:
A written summary report which includes:
The Internal Affairs number;
The nature of complaint;
The name(s) of employee(s) involved;
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The allegations summary (concise, but a complete
synopsis of the allegations);
Investigation – including a chronological summary of
the investigation;
Findings of fact – including, by numerical listing, a
summary of findings of fact.
Statements – interviews and letters of employees,
citizens, and witnesses;
Reports – copies of all related reports;
Correspondence – copies of any memos or formal letters
related to the investigation.
IV. Staff Review of Internal Affairs Investigations
After the investigation of formal complaints is completed,
the case file will be forwarded to the involved employee’s
chain of command for staff review.
The first line supervisor will review the case, make his
disposition and penalty recommendations, when
applicable, and forward the file to his Division
Commander for review.
The Division Commander will review the case, make the
recommendations, and forward the file to the Deputy
Chief.
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The Deputy Chief will review the case, make
recommendations, and forward the file to the Chief of
Police for final review and final adjudication.
The final disposition of each allegation in a complaint will be
classified in one of the ways outlined in General Order
52.2.8.
Upon approval of the Chief of Police, the Internal Affairs’
assigned component will send a letter to the reporting
party, and notify the employee through the chain of
command as to the disposition.
The completed investigation will then be considered closed,
and filed numerically.
52.2.2 Complaints – Notifying the Chief of Police
I.All complaints against the department or department
personnel shall be directed to the member’s division
commander or manager via the chain of command. Division
commander and manager will notify the Deputy Chief when
such complaints are brought to their attention. The Deputy
Chief will, in turn, forward to the Chief of Police information
about the complaint and how it was received.
52.2.3 Complaint Investigation – Time Limits
I. To achieve a speedy resolution to internal affairs issues, an
Internal Affairs investigation will generally be completed
within 30 days. A verbal status report will be given to the
Chief of Police at least weekly.
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II. In cases where extenuating circumstances exist, the time
limit may be extended by the Deputy Chief with approval of
the Chief of Police.
52.2.4 Complainant Notification of Status of Investigation
I.The Renton Police Department will keep the complainant
informed concerning the status of a complaint.
A.Complainants signing a formal complaint form
(RPD073) will be furnished a copy of the complaint form.
The form briefly describes the responsibilities of the
complainant and the actions to expect of the Renton Police
Department.
B. Periodic status reports will be communicated to
complainants signing a formal complaint, although the
degree of specificity of the status report is at the discretion
of the investigator;
C. A letter approved and signed by the Chief of Police will
be sent to the complainant informing him/her of the final
disposition of their formal complaint.
52.2.5 Notification of Allegations and Rights
I.Affected employees who become the subject of an internal
affairs investigation will be notified in writing:
A.That they have become the subject of an internal
affairs complaint;
B. The allegation(s) against the employee;
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C.The employee’s rights and responsibilities relative to
the investigation.
II.The principal member of the investigation will be furnished
a copy of the complaint. Affected employees will be
afforded all protections under State law, Civil Service, City
Ordinance, and the Officer’s Bill of Rights as agreed upon
between the City of Renton and the Renton Police Guild.
52.2.6 Conditions for Additional Investigation
I. Evidence collection for investigations involving Renton
Police Department employees will be conducted in
accordance with state law, and the current applicable labor
agreement between the City of Renton and the Renton
Police Guild.
II.Additional investigation may be required during the course
of such investigation. The following may be requested of
the principal department member upon the approval of the
Chief of Police or his designee:
D.Medical or laboratory examinations;
E.Photographs of the affected employee(s);
F.Directing the employee to participate in a lineup;
G.Requiring an employee to submit financial disclosure
statements, records;
H.Use of instruments for the detection of deception,
including polygraph.
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52.2.7 Internal Investigations – Relief from Duty
I.Supervisors or command officers may temporarily relieve an
employee from duty with pay, under the following
circumstances:
A. The employee is unfit for duty due to physical or
psychological reasons (i.e. intoxication, etc.).
B.Supervisors or command officers may temporarily
relieve an employee from duty, with pay, in response
to serious performance related issues, or actions
pending disposition of an internal affairs investigation.
II.An employee relieved from duty will be required and
directed to report to the Deputy Chief, or his designee, at
0900 hours the next day. The supervisor or command
officer relieving the employee from duty will also report to
the Chief of Police with all the necessary reports. The
Deputy Chief with the approval of the Chief of Police may
extend the relief from duty as required by the
circumstances.
In all cases where an employee is relieved of duty under this
General Order, the employee’s Supervisor, Division
Commander, Deputy Chief, and CDO (Command Duty
Officer) will be notified as soon as possible.
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52.2.8 Internal Investigations – Conclusion of Fact
I.An assessment of each allegation of employee misconduct
shall be made and classified as one of the following based
on the factual findings of the investigation.
A. Exonerated – The alleged act occurred, but was
justified, legal and proper;
1. Proper conduct – The allegation is true. The
action of the agency or the employee was
consistent with agency policy, and the
complainants suffered no harm;
2. Policy Failure – The allegation is true, though the
action of the agency or the employee was
consistent with agency policy. The complainant
suffered harm.
B.Sustained – The accused employee committed the
allegation of misconduct.
C.Not Sustained – The investigation produced
insufficient information to clearly prove or disprove
the allegation.
D.Unfounded – The alleged act did not occur.
E.Misconduct not based on the original complaint – This
is used to indicate the discovery of sustained acts of
misconduct that were not alleged in the original
complaint. The new allegations are investigated under
the same procedures.
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APPENDIX D – MEDICAL RELEASE
AP
P
E
N
D
I
X
D – ME
D
I
C
A
L
RE
L
E
A
S
E
I, ________________________, hereby release
Dr.___________________________ to provide the following
medical information to my employer. In accordance with
sections 102(c)(B), 102(c)(C) and 102(c)(4)(C) of the Americans
with Disabilities Act, the above-named doctor is required to
maintain all medical records in association with the examination
of me on separate forms and in separate medical files and must
treat those records as a confidential record with the following
exceptions:
The above-named doctor may advise my employer
regarding:
Psychological or physical fitness to perform all the essential
functions of my current job classification;
If unable to perform all those functions, the duties that I am able
to perform and which duties I am not able to perform;
If unable to work at this time, when I can reasonably be
expected to return to work at my regular duties;
Any necessary restrictions on my work or duties;
Any necessary accommodations which may be required to allow
me to perform the essential functions of my current job
classification; and
Any recommendation for psychotherapy or other form of
therapy, counseling and/or medical treatment.
This Release is intended to grant no further access to my
confidential medical records than the Americans with Disabilities
Act allows, and the examining physician is instructed
accordingly.
__________________ _____________________
PATIENT DATE
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APPENDIX E: M.O.U. Re: Commissioned Extra Duty Compensation
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INDEX
A
accrual of personal leave .......35
actual service .........................36
alcohol..............................56, 57
allowance .......21, 23, 24, 35, 37
allowances .............................40
Appendix A .............................70
Appendix B .............................72
Appendix C .............................73
Appendix D.............................87
Appendix E .............................88
application .......................11, 60
arbitration ........................62, 64
B
Bill of Rights .....................50, 84
buyback ..................................36
C
cancellation of scheduled leave
............................................39
Canine Officer ........................27
Cash payment ........................30
cash out .................................29
cash payment .........................17
court minimums ...............17, 18
CCU ..................................20, 26
CDU ..................................20, 26
Christmas ...............................33
civil service .......................10, 12
Civil Disturbance Unit ......20, 26
Civil Service ......4, 50, 63, 66, 84
Civil Service commission ........66
Civil Service Commission........63
cleaning ......................22, 24, 25
clothing allowance ...........23, 24
COBRA ....................................45
commercial cleaning ..............25
compensation for training .....19
Compensatory Time ...............17
complaints 74, 76, 78, 79, 81, 82
Consolidated Omnibus Budget
Reconciliation Act ...............45
corporal ..................................23
Corporal Assignment .............27
court minimums.....................16
criminal defense ....................45
Crisis Communication Unit ....26
Crisis Communications Unit ...20
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D
deferred compensation28, 29,
70
Deferred Compensation-
Accreditation Premium .......70
Deferred Compensation-Annual
Contribution ........................71
Deferred Compensation-In-
service Training ...................71
Deferred Compensation-
Physical Fitness Contribution
............................................71
deferred compensation-
physical fitness ....................28
department contracted extra-
duty law-enforcement
employment ........................46
dependent........................42, 45
dependents ............................41
Detective ................................27
direct deposit .........................65
disability .....................31, 32, 36
disability insurance policy ......45
discipline ..............12, 50, 63, 66
discriminate ...........................12
discrimination ..................13, 60
double indemnity ...................45
double time ............................16
drug and alcohol testing ........56
drug ........................................56
dues deduction ........................5
E
early release...........................18
education and longevity ........72
educational incentive.............35
election of remedies ..............63
employment practices .............8
entire agreement ...................67
examination ...............11, 28, 87
examinations....................55, 84
executive order ......................34
extra-duty employment .........46
F
Fair Labor Standards Act13, 14,
15, 67
Fair Practices Policy ...............13
false arrest .............................45
Field Training....................27, 48
FLSA ..........13, 14, 20, 21, 46, 67
formal investigations .............80
Formal investigations .............78
bereavement leave ................30
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G
General Orders ......................75
graveyard ...............7, 17, 18, 20
grievance ..............12, 60, 61, 63
Grievance Procedure .............60
grievance procedures ............13
grievance/issue ................61, 62
Group Health insurance .........43
Guild President ..................4, 61
Guild representative ....7, 13, 52
Guild Representative .............61
H
hazardous duty pay ................28
hazardous duty ......................26
Hazardous Duty Pay ...............26
Health Insurance ....................42
holidays ..................................33
hours of duty ..............13, 20, 33
I
Immunoassay (IA)..................57
Independence Day .................33
Informal investigation ............77
informal investigation ............79
in-service training ......18, 21, 71
inspection of papers ..............11
insurance plan........................42
insurances ..............................41
Internal Affairs .......................73
internal investigation .......12, 52
Internal Investigations74, 75,
85
interpreters ............................28
investigation48, 53, 55, 75, 76,
78, 79, 81, 82, 84, 86
Investigation ..........................73
Investigations Division23, 76,
79
issue .......................................24
Issue .......................................60
J
July 4 ......................................33
K
K-9 ..........................................22
L
L & I ..................................31, 32
Labor Day ...............................33
layoffs ....................................66
LEOFF II.......................31, 32, 45
lethal force .............................56
life insurance..........................45
light duty ..........................31, 32
light duty requirement ...........32
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longevity ..........................40, 72
longevity allowances ..............40
M
management rights ................59
medical premiums .................30
Medical Review Officer ....57, 58
medical/dental .......................42
Memorial Day ........................33
military leave .........................37
misconduct .....11, 76, 78, 79, 86
Misconduct ............................52
motorcycle officers ................14
MRO .......................................57
N
New Positions ........................28
new positions .........................23
New Year’s Day ......................33
non-discrimination .................12
non-supervisory regular
employees .............................9
non-supervisory employees ...14
O
OJI ....................................31, 32
on-the-job injury ....................31
overtime16, 17, 19, 21, 22, 29,
40, 46
overtime minimums...............18
Overtime Minimums ..............16
overtime ................................15
P
pay days .................................65
penalty .......................39, 55, 81
pensions .................................41
per diem.................................21
performance of duty ..............64
personal leave time ....35, 36, 37
personal leave ..................31, 35
personnel files .......................11
personnel files contents.........10
Personnel Files .......................10
personnel reduction ................8
physical fitness .......................87
physical fitness test ................27
Physical Fitness ......................27
picket .....................................64
plain clothes ...........................25
plan changes ..........................44
Preamble ..................................4
premium .........21, 28, 40, 43, 70
premium pay ..........................26
premiums ...................23, 41, 42
prescription ............................42
probationary employees ..........9
AGENDA ITEM #6. h)
Police Commissioned Contract
201316-201518
Page 99 of 100
probation ...............................12
promotions ............................10
Q
quartermaster system ...........24
R
Recognition and Bargaining
Unit .......................................4
REHBT .........................41, 42, 44
rehires ......................................9
REHP.................................41, 44
reinstatement ..........................9
Relief from Duty ...............73, 85
Renton Employees’ Health Plan
Board of Trustees ................44
Renton Employees’ Healthcare
Board of Trustees ..........41, 44
Renton Employees’ Healthcare
Plan .....................................41
retention of benefits ........64, 67
Rules and Regulations ............50
rules and regulations .......10, 66
S
salaries ...................................22
Salary Schedule ......................70
savings clause ........................65
seniority .............8, 9, 13, 38, 66
Seniority .................................14
Sergeant .................................70
sergeant .............................9, 23
shift assignments ...................13
sick leave ..........................29, 31
SOD ........................................14
Special Operations Division ...14
Special Weapons and Tactics20,
26
SRO ........................................27
standby ..................................19
strike ................................63, 64
Supervisors ............................85
supervisors ...............................9
supervisory employees ............9
suspect ...................................53
SWAT ..........................20, 26, 27
T
Thanksgiving ..........................33
third party administrator .......32
time and one-half ............16, 29
time off ...................7, 31, 38, 39
Traffic Assignment .................27
training .......................16, 19, 21
Training Officer ......................27
tuition ....................................34
tuition reimbursement ..........34
AGENDA ITEM #6. h)
Police Commissioned Contract
201316-201518
Page 100 of 100
U
uniform cleaning ....................25
Union Membership and Dues
Deduction ..............................5
Union officials’ time off ...........7
union security ..........................5
V
vacancies ................................10
vacation bids ..........................37
Veteran’s Day .........................33
vision ......................................42
vote ........................................44
voting .....................................44
W
witness ...................................53
working out of classification pay
..............................................7
working out of classification ..28
AGENDA ITEM #6. h)
AB - 1904
City Council Regular Meeting - 15 May 2017
SUBJECT/TITLE: Adoption of Vehicle Trespass Ordinance, RMC 6-13
RECOMMENDED ACTION: Refer to Public Safety Committee
DEPARTMENT: Police
STAFF CONTACT: Jeff Eddy, Commander
EXT.: 7512
FISCAL IMPACT SUMMARY:
N/A
SUMMARY OF ACTION:
Vehicle thefts and vehicle prowls have been increasing in the City of Renton and the King County area. Due to
the volume of these types of cases, it is becoming increasingly challenging for King County to prosecute these
offenders for a wide variety of reasons. Adopting Vehicle Trespass as a misdemeanor would allow the Renton
City Attorney's office to more effectively prosecute these offenders in the Renton Municipal Court.
EXHIBITS:
A. Draft Ordinance
STAFF RECOMMENDATION:
Adopt Chapter 13 to the Renton Municipal Code to include the new ordinance titled Vehicle Trespass, RMC 6 -
13
AGENDA ITEM #6. i)
1
CITY OF RENTON, WASHINGTON
ORDINANCE NO. ________
AN ORDINANCE OF THE CITY OF RENTON, WASHINGTON, AMENDING TITLE VI
(POLICE REGULATIONS) OF THE RENTON MUNICIPAL CODE, BY ADDING A NEW
CHAPTER 13, “VEHICLE TRESPASS.”
WHEREAS, vehicle thefts and prowls have recently been increasing in King County; and
WHEREAS, due to the volume of these types of cases, it is becoming increasingly
challenging for King County to prosecute these offenders; and
WHEREAS, despite the Renton Police Department’s considerable efforts to bring these
offenders to justice, an increasing number of them are not prosecuted and not punished
adequately; and
WHEREAS, making vehicle trespass a misdemeanor would allow the City to more
effectively deter and prosecute unlawful entry and/or unlawful attempts to enter into vehicles;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RENTON, WASHINGTON, DO
ORDAIN AS FOLLOWS:
SECTION I. Title VI (Police Regulations) of the Renton Municipal Code, is amended to
add a new chapter 13, entitled “Vehicle Trespass,” to read as follows:
CHAPTER 13
VEHICLE TRESPASS
SECTION:
6‐13‐1: Vehicle Trespass Prohibited
6‐13‐2: Definitions
6‐13‐3: Penalty
AGENDA ITEM #6. i)
ORDINANCE NO. ________
2
6‐13‐1 VEHICLE TRESPASS PROHIBITED:
A person is guilty of vehicle trespass if he or she knowingly enters, attempts to
enter, or remains unlawfully in a vehicle belonging to another.
6‐13‐2 DEFINITIONS:
A. The word enter shall include the entrance of the person, or the insertion of
any part of his or her body, or any instrument or weapon held in his or her hand.
B. A person enters, attempts to enter, or remains unlawfully in or upon a
vehicle when he or she is not licensed, invited, or otherwise privileged to so enter
or remain.
6‐13‐3 PENALTY:
Vehicle trespass is a misdemeanor punishable under RMC 1‐3‐1.
SECTION II. This ordinance shall be in full force and effect thirty (30) days after
publication of a summary of this ordinance in the City’s official newspaper. The summary shall
consist of this ordinance’s title.
PASSED BY THE CITY COUNCIL this _______ day of ___________________, 2017.
Jason A. Seth, City Clerk
APPROVED BY THE MAYOR this _______ day of _____________________, 2017.
Denis Law, Mayor
AGENDA ITEM #6. i)
ORDINANCE NO. ________
3
Approved as to form:
Shane Moloney, City Attorney
Date of Publication:
ORD:1967:5/5/17:scr
AGENDA ITEM #6. i)
AB - 1899
City Council Regular Meeting - 15 May 2017
SUBJECT/TITLE: Project Acceptance: Logan Avenue North Roadway Improvements
STPUL-1131(002) TIB Project Number 9-P-102(014)-1, CAG-15-134
with Johansen Excavating, Inc.
RECOMMENDED ACTION: Council Concur
DEPARTMENT: Transportation Systems Division
STAFF CONTACT: James Wilhoit, Transportation Design Project Manager
EXT.: 7319
FISCAL IMPACT SUMMARY:
The initial contract with Johansen Excavating, Inc. was for $4,424,412.72. The final amo unt was
$5,029,086.04, a 13.7% increase. The increase was due to the addition of change orders totaling $833,199.68
offset by net underruns in bid item quantities of $234,646.36. The total project budget is $7,880,701.00 and
the final contract amount falls within the budget. The project budget was comprised of a $3,441,000 federal
grant, $3,912,242 Transportation Improvement Board (TIB) grant and $445,737 of City funds. In addition,
$54,722 was received from franchise telecommunications utility Integra and $27,000 from The Boeing
Company for work on their respective facilities that had to be included in the contract in order to complete
the project.
SUMMARY OF ACTION:
This project replaced one traffic signal, constructed a traffic signal, completely replaced the roadway surface
on Logan between North 6th Street and the Cedar River Bridge, added and replaced curb, gutter, sidewalk,
landscaping, and installed associated street lighting and storm drainage improvements and channelization
reconfiguration.
Construction commenced on November 9, 2015 and was completed January 31, 2017. The project had 25
change orders. The most significant change order addressed unexpectedly soft subgrade encountered for
several hundred feet. The problem was rectified through subgrade stabilization measures, application of
cement treated base and a partial concrete mat supporting the otherwise full -depth asphalt. Change Order,
#25 reconciles the net overruns and underruns in bid item quantities for a net deduction of $234,646.36. The
project is completed and acceptance by Council is requested.
EXHIBITS:
A. Notice of Completion of Public Works Contract
B. Final Contract Voucher Certificate
C. Final Pay Estimate
D. Descriptions of Significant Overruns/Underruns
STAFF RECOMMENDATION:
Authorize the Mayor and City Clerk to accept completion of the Logan Avenue NorthRoadway Improvements
STPUL-1131(002) TIP Project Number 9-P-102(014)-1, CAG-15-134 with Johansen Excavating, Inc. and approve
the final pay estimate in the amount of $19,203.72, subject to receiving the required certifications.
AGENDA ITEM #6. j)
AGENDA ITEM #6. j)
1 Original
Revised #
NOTICE OF COMPLETION OF PUBLIC WORKS CONTRACT
Date:April 24,2017 Contractor's UB1 Number:602498928
Name &Mailing Address of Public Agency Department Use Only
City OlRenlon Assigned to:
1055 South Grady Way
Renton,WA 98057 Date Assigned;
UB1 Number:177000094
Notice is hereby given relative to the completion of contract or project described below
Project Name Contract Number Job Order Contracting
Logan Ave.N —Airport Way to N 6th St.CAG 15-134 Yes l7lNo
Description of Work Done/include Jobsite Address(es)
Address:Logan Ave.N -Airport Way to N 6th St.replacement of 2,500 linear feet of roadway,installation of signals and
street lights and sidewalks and planter strips
Federally funded transportation project?Yes ‘/No (if yes,provide Contract Bond Statement below)
Contractor's Name E-mail Address Affidavit lD*
JOHANSEN EXCAVATING INC MDysert@johansenexcavating.com 705924
Contractor Address Telephone #
PO.Box 674 Buckley,WA 98321 206-574-3919
lf?etainage is not withheld,please select one of the following and List Surety‘s Name &Bond Number.
Retainage Bond Contract/Payment bond (valid for federally funded transportationpmjccts)
Name:Berkley Insurance Company Bond Number:0195072
Date Contract Awarded Date Work Commenced Date Work Completed Date Work Accepted
September 14,2015 November 9,2015 January 31,2017
at llt‘.it
Contract Amount $4,399,407.15
Additions (+)$602,622.34 Liquidated Damages $0.00
Reductions (—)$Amount Disbursed $5,029,086.04
Sub—T0tal $5 002 029.49 Amount Retained $0.00
Amount of Sales Tax 95
[Iivariotis rates apply,please send a breakdown)$27056-55
TOTAL $TOTAL 55 5v°29»°35-°‘‘
NOTE:These two totals must be equal
Comments:
Note:The Disbursing Officer must submit this completed notice immediately after acceptance of the work done under this contract.
N0 PAYMENT SHALL BE MADE FROM RETAINED FUNDS until receipt ofall release certi?cates.
Submitting Form:Please submit the completed form by email to all three agencies below.
Contact Name:Natalie Vtnssbrod Title:Accounting Assistant IV
Email Address:nwissbrod@rentonwa.gov Phone Number:425430-6919
Department of Revenue Washington State Depamnenx of E'“l’l°V"‘°"l se°”my
Public Works Section Labor &industries :°Pt"":’“§"‘I _
95°’7°"555°Contract Release
»-
s{’§'.l§.'§'aL°2’c'L‘?.".'u'lll.-mm.
FWC@d0r-Wasov (555)545-8163,option #4 #1?‘UnitContractRelease@LNl.WA.GOV (360)902_9450
pUbllCW0l'l<S@S5d.Wa.gOV
REV 31 0020c (4/28/14)F215-038-000 04-2014
AGENDA ITEM #6. j)
AddendumA:Please List all Subcontractors and Sub-tiers Below
This addendum can be submitted in other formats.
Provide known affidavits at this time.No L&l release will be granted until all af?davits are listed.
601114553 707961
Brundage Bone Concrete Pumping,Inc.600630026 530200
602911176 627433
602351934 685574
602790246 683346
693815
663270
660695
602140049 670120
667523
578085430 666066
SKYLINE LANDSCAPE LLC 03018209 83333
For tax assistance or to request this document in an alternate format,please call 1-800-647-7706.Teletype (TTY)users may use the
Washington Relay Service by calling 71 l.
REV 3|0020c Addendum(04/28/14)F215-038-000 04-2014
AGENDA ITEM #6. j)
Final Contract Voucher Certificate
Contractor
Johansen Excavating Inc.
Street Address
7 W W W7”7 W 7 7
28215 112”‘St.East
City Stat;7 7 'zip Bale 7
Buckley WA 98321 l March 24,2017
State Project Number 1 Federal-Aid Project Number Highway Number
TIB 8—1—102(035)—1 STPUL-1 13 1(002)N/A
ContractTitle
("WW
Logan Ave N to N 6”‘Street Project CAG 15-134
Date Work Physically Completed
7 7
Final Antciint 0 i
September 7,2016 i 55 5,029,086.04
Contractor’s Certification
I,The undersigned,having first been duly sworn,certify that I am authorized to sign for the claimant;that in connection with the work
performed and to the best of my knowledge no loan,gratuity or gift in any form whatsoever has been extended to any employee of
the City of Renton Washington nor have I rented or purchased any equipment or materials from any employee of the City of Renton;I
further certify that the attached ?nal estimate is a true and correct statement showing all the monies due me from the City of Renton
for work performed and material furnished under this contract;that I have carefully examined said ?nal estimate and understand the
same and that I hereby release the City of Renton from any and all claims of whatsoever nature which I may have,arising out of the
performance of said contract,which are not set forth in said estimate.
on rac r uthorized Signatu equlred
//mu:J3 yS¢’rI7'
Printed Signature Name
City of Renton Certification
I,certify the attached ?nal estimate to be based upon actual /,
measurements,and to be true and correct.Approved Date 4 7
I /’
X C/a/.»wi%/7//,a,‘r
Project Engineer!Project Administrator Signature
AGENDA ITEM #6. j)
TO:Finance Director 3/21/2017
FROM:Transportation Systems Director
CONTRACTOR:Johansen Excavating,Inc.
CONTRACT NO.CAG-I5-I34 PROGRESS PAYMENT NO.I I
PROJECT:Logan Ave.N.-Airport Way to N.6th St.
1.CONTRACTOR EARNINGS THIS PROGRESS PAYMENT S 16,467.16
2.SALES TAX @ 9.50%S 2,736.56
3.TOTAL CONTRACT AMOU‘».\'T THIS PROGRESS PAYMENT S 19,203.72
4.EARNINGS PREVIOUSLY PAID CONTRACTOR S 4,985,562.33
5.EARNINGS DUE CONTRACTOR THIS PROGRESS PAYMENT S l6,467.I6
6.SUBTOTAL -CONTRACTOR PAYMENTS S5,002,029.49
7.SALES TAX PREVIOUSLY PAID S 24,319.99
8.SALES TAX DUE THIS PROGRESS PAYMENT S 2,736.56
9.SUBTOTAL -SALES TAX S 27,056.55
GRAND TOTAL:$5,029,086.04 (“H
JFIAFINANCEDEPARTMENTACTION:
EARNINGS DUE CONTRACTOR (Line 5):
Transportation -Schedule A
3 ‘JJr‘ACCOUNT 3 l7.l22303.0l6.595.30.63.00l S (I2,594.l6)
ACCOUNT 3l7.l22303.0l6.595.30.63.00l
Transportation -Schedule B (See Schedule B Pa_v;n_entBreakdown)“JJ6‘5 1,784.19
Water Engineering -Schedule B (See Schedule B Payment Breakdown)
ACCOUNT 425.455170.0l8.594.34.63.000 S 27,021.73
J fl.)5 25In—
Surface Water Eno1='neering -Schedule C (,ACCOUNT 427.4750]5.0l8.594.3l.63.784 ~J 1 3-4-s 255.40
Electric Lightwave §lntc2ra)—Reimbursable -Schedule D
ACC‘OI.P\'T3 I 7.I22303.0l6.595.30.63.00l S -
Boein2-Reimbursable-Schedule E
ACCOUNT 3l7.l22303.0l6.595.30.63.00l S -
SALES TAX DUE (Line 8):
Transportation -Schedule A
ACCOUNT 317.l22303.0l6.595.30.63.00l S -
Transportation -Schedule B (See Schedule B Pag?ent Breakdown)
AGENDA ITEM #6. j)
ACCOUNT 3I7.I22303.0l6.595.30.63.00l v S 16950
Water Engineering -Schedule B (See Schedule B Pament Breakdown)M1ACCOUNT425.455170.0l8.594.34.63.000 1]13ll’I'3 2,567.06
pd
Surface Water Engineering -Schedule C J
ACCOUNT 427.4750l5.0l8.594.3l.63.784 S -
Electric Lightwave (Integga)-Reimbursable -Schedule D
ACCOUNT 3l7.I22303.0I6.595.30.63.00I .S -
Boeing-Reimbursable -Schedule E
ACCOUNT 3I7.l22303.0l6.595.30.63.00l S -
TOTAL THIS PROGRESS PAYMENT:S I9,203.72 git“
/7Jr 9“
CHARTER I I6,LAVVS OF I965
CITY OF RENTON CERTIFICATION
I.THE LINDERSIGNEDDO HEREBY CERTIFY UNDER PEN.-\LTY OF
PERJURY.THAT THE .\IATERlAl.S II.-\\'E BEEN FURNISHED.THE
SERVICES RENDERED OR THE LABOR PERFORMIED AS DESCRIBED
HEREIN.AND THAT THE CLAI.\I IS A JUST.DUE AND UNPAID
OBLIG.-\TION AGAINST THE CIT Y OF RENTON.AND THAT I AM
AUTHORIZED TO AL'TI|E.\‘T|(‘ATl-.AND CERTIFY T0 SAID CL.-\|.\I
SIGNED:
AGENDA ITEM #6. j)
Progress Payment #1 1
Cutoff Date:1/31/2017
505 Fi?.hAve.s Suite 300,Seattle.WA.98105 |P 206.436.0515
Contractor:Pro'ect:
Johansen Excavating,lnc.Logan Ave.N.-Airport Way to N.6th St.
PO Box 674 Federal Aid #STPUL-1131(O02)
Buckley,WA 98321 TlB#TIE 8—1—102(O35)—1
Contractor Reg #JOHANE|954KZ CAG-15-134
Phone #360-829-6493 TA #TA4951
Contracted Amount
Original Contract $4,399,407.15
Change Orders $856,045.13
WSST @ 9.5%$27,579.12
Currently Contracted S 5,029,086.04
PROGRESS PAYMENT SUMMARY
Amount This
Progress Payment
Contract Bid Item Work
Materials on Hand (This Progess Payment)
State DOR Rule
171
Less Retainage (Bond in Lieu)
Sales Tax Included in unit bid prices
Payment to Contractor
\
L]
Date:?’/‘1,‘’!
Jord n Howe,Of?ce Engineer {Perfeeu
Reviewed by:Date:'§—/5:2o/*7
Mike Dyserf,Project M a r(./onansen Excavating)
’\
Reviewedby:~Date:/(Z
wn S irey Engineer (Pert
V
r\'5 .'’[Reviewedby:‘l"°f‘0”"\‘Td"4“Date.’3/'1 I\
its
Prepared by:
iii“8 heIl,F’jec(Mana er {Per1eet)
(
Appmuby:M //‘‘’’T mere:3223[2 vi 7
1 4.41.”/l_
,1 4414271 Date’.E,2gélz
'on esign Manager (City of Rentan)ob Hanson,Trans .
Approved by:
This progress payment estimate shall not be used as evidence of performance or quantities nor construed as acceptance of any work
under the contract.This progress payment estimate serves only as a basis for the partial payment indicated herein.
AGENDA ITEM #6. j)
Prevailing Wage Certi?cation
Progress Payment 11 Perteet
505 Fifth Avenue South,Suite 300 |Seattle,WA 98104 |PH:206.436.0515 FAX:425.339.6018
Contractor:
Johansen Excavating,Inc.
PO Box 674
Pro'ect:
Logan Ave.N.-Airport Way to N.6th St.
Federal Aid #STPUL-1131(002)
TlB#TIB 8-1-102(035)-1
CAG-15-134
TA #TA-4951
I certify that the prevailing wages have been paid in accordance with the pre?led statement(s)of
intent to pay prevailing wages on ?le with the public agency.This statement covers the following
Buckley,WA 98321
Contractor Reg #JOHANEl954KZ
Phone #360-829-6493
10/1/2016 1/31/2017
month/day/year to month/day/year
The following subcontractors performed work on this project during this payment period:
SubcontractorName
American Surve ‘n &Environmental,LLC 603226051
I 1..0 a0Ia
This letter shall be signed by an authorized __
representative of the Contractor prior to c°"t"3°t°"A“th°"'z°d R°P'°59"t3t'V°
payment persuant to RCW 39.12.04O
Z 3'/.5’;Zo/7
Signature Date
AGENDA ITEM #6. j)
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AGENDA ITEM #6. j)
Significant CAG 15-134 Logan Ave N Airport Way to N 6"‘Street Project Overruns and
Underruns
Bid Item A13 Roadside Cleanup —Original unit price of $50,000.00 EST was
decreased by 100%to $0.00 due to the less than anticipated amount roadside
cleanup needed.This work was not needed because the contractor was able to
limitthe impact of the construction to the construction limits of the project and
that restoration was covered by other existing bid items.
Bid Item A25 Crushed Surfacing Top Course —Original contract quantity of 4,000
Tons was increased by 72%to 6,867.89 Tons (additional $80,300.92)due to the
crushed surfacing top course sinking into the grade while trying to stabilize the
subgrade and due to the additional placement of crushed surfacing top course on
top of the cement treated base needed to develop the crown while placing a
minimum of 4"of crushed surfacing top course.
Bid Item A26 HMA CL.‘/2 IN.PG 64-22 —Original contract quantity of 10,100
Tons was decreased by 4%to 9,687.89 Tons (decreased $29,465.87)due to the
deletion of the pavement section at the south end of the project where Logan Ave
N abuts the Cedar River Bridge.
Crushed Surfacing Top Course —Original contract quantity of 4,000 Tons was
increased by 72%to 6,867.89 Tons (additional $80,300.92)due to the crushed
surfacing top course sinking into the grade while trying to stabilize the subgrade
and due to the additional placement of crushed surfacing top course on top of the
cement treated base needed to develop the crown while placing a minimum of 4"
of crushed surfacing top course.
Bid Item A30 HMA Price Adjustment —Original unit price of $26,678.00 CALC
was decreased by 152%to -$40,614.69 (decreased $67,292.69)due to the lower
than anticipated HMA binder prices.
Bid Item A50 Erosion/\Nater Pollution Control —Original unit price of $250,000.00
EST was decreased by 42%to $144,488.27 (decreased $105,511.73)due to the
less than anticipated amount erosion/water pollution control.The amount of work
was less than anticipated because the contractor was able to limit surface water
which was impacted by the construction.
Bid Item A53 Topsoil Type A —Original contract quantity of 1,914 Cubic Yards
was decreased by 21%to 1508.1 Tons (decreased $13,800.60)clue to the
revised profile of the topsoil which flattened the top of the topsoil and the addition
of rock wedges at the bottom of the topsoil profile.
H:\Division.s\TRANSPOR.TAT\DESIGN.ENG\jwilhoit\LOGANconcpanel\Project Files Setup\700 Construction
Admin-Project Control\7 I5 Change Orders\7 l 5.2 Individual Change Orders\662.2.025 Change Order 025\Change
Order #25 -overunder.doc
AGENDA ITEM #6. j)
Bid Item A68 Property Restoration —Original unit price of $40,000.00 EST was
decreased by 70%to $12,194.21 due to the less than anticipated amount
property restoration needed.This work was not needed as much as was
anticipated because the contractor was able to tie the new work into adjacent
properties using other existing bid items.
Bid Item A23.02 Roadway Excavation Incl.Haul —Original contract quantity of
460 Cubic Yards was decreased by 69%to 140.80 Tons (decreased $10,054.80)
due to the reduced amount of roadway excavation needed to prepare the
trenches for temporary paving and to remove the temporary pavement.
Bid Item A28.02 Commercial HMA—Original contract quantity of 120 Tons was
decreased by 53%to 55.94 Tons (decreased $10,698.02)due to the use of a
thinner lift of temporary asphalt than was originally planned.
Bid Item CO3B-A102 Subgrade Stabilization —Original unit price of $380,000.00
EST was decreased by 7%to $354,007.59 due to the less than anticipated
amount work needed to support the subgrade stabilization.This was likely due to
a thinner than anticipated concrete slab to stabilize the subgrade.
AGENDA ITEM #6. j)