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Home My WebLink About_04-07-25 Council MeetingSPECIAL ACCOMMODATIONS: The City of Arlington strives to provide accessible meetings for people with disabilities. Please contact the ADA coordinator at (360) 403-3441 or 711 (TDD only) prior to the meeting date if special accommodations are required. CALL TO ORDER Mayor Don Vanney PLEDGE OF ALLEGIANCE ROLL CALL Mayor Don Vanney – Wendy APPROVAL OF THE AGENDA Mayor Pro Tem Michele Blythe INTRODUCTION OF SPECIAL GUESTS AND PRESENTATIONS PROCLAMATIONS Arbor Day ATTACHMENT A Councilmember Leisha Nobach Child Abuse Awareness ATTACHMENT B Councilmember Heather Logan PUBLIC COMMENT For members of the public who wish to speak to the Council about any matter not on the Public Hearing portion of the meeting. Please limit remarks to three minutes. CONSENT AGENDA Mayor Pro Tem Michele Blythe 1. Minutes of the March 17 and March 24, 2025 Council meetings and ATTACHMENT C March 28, 2025 Council Retreat 2. Accounts Payable ATTACHMENT D 3. Updates to Employee Handbook ATTACHMENT E PUBLIC HEARING NEW BUSINESS 1.Resolution Declaring Property as Surplus ATTACHMENT F Staff Presentation: Debbie Strotz Council Liaison: Rob Toyer Arlington City Council Meeting Monday, April 7, 2025 at 6:00 pm City Council Chambers – 110 E 3rd Street SPECIAL ACCOMMODATIONS: The City of Arlington strives to provide accessible meetings for people with disabilities. Please contact the ADA coordinator at (360) 403-3441 or 711 (TDD only) prior to the meeting date if special accommodations are required. 2. Airport Lease Waiver ATTACHMENT G Staff Presentation: Monroe Whitman Council Liaison: Leisha Nobach 3. Resolution Designating Applicant Agent for FEMA Grant Application ATTACHMENT H Staff Presentation: Jim Kelly Council Liaison: Debora Nelson COMMENTS FROM COUNCILMEMBERS INFORMATION/ADMINISTRATOR & STAFF REPORTS MAYOR’S REPORT EXECUTIVE SESSION RECONVENE ADJOURNMENT Mayor Pro Tem Michele Blythe / Mayor Don Vanney PROCLAMATION Arbor Day WHEREAS in 1872, the Nebraska Board of Agriculture established a special day to be set aside for the planting of trees, and WHEREAS this holiday, called Arbor Day, was �irst observed with the planting of more than a million trees in Nebraska, and WHEREAS Arbor Day is now observed throughout the nation and the world, and WHEREAS trees can be a solution to combating climate change by reducing the erosion of our precious topsoil by wind and water, cutting heating and cooling costs, moderating the temperature, cleaning the air, producing life-giving oxygen, and providing habitat for wildlife, and WHEREAS trees are a renewable resource giving us paper, wood for our homes, fuel for our �ires, and countless other wood products, and WHEREAS trees in our city increase property values, enhance the economic vitality of business areas, and beautify our community, and WHEREAS trees - wherever they are planted - are a source of joy and spiritual renewal. NOW, THEREFORE, I, Don Vanney, Mayor of Arlington, do hereby proclaim April 9, 2025 as Arbor Day in the City of Arlington, and urge all citizens to celebrate Arbor Day and to support efforts to protect our trees and woodlands, and FURTHER, all citizens are urged to plant trees to gladden the heart and promote the well-being of this and future generations. _____________________________________ __April 7, 2025__ Don E. Vanney, Mayor Date PROCLAMATION Child Abuse Prevention Month WHEREAS, children are our nation’s most vulnerable members as well as our nation’s most valuable resources, helping to shape the future of Arlington; and WHEREAS, positive childhood experiences, like loving caregivers and safe, stable, and nurturing relationships, can help mitigate trauma and the negative impact of adverse childhood experiences to promote the social, emotional, and developmental well-being of children; and WHEREAS, childhood trauma can have long-term psychological, emotional, and physical effects throughout an individual’s lifetime and impact future generations of their family; and WHEREAS, childhood trauma, including abuse and neglect, is a serious problem affecting every community in the U.S., and finding solutions requires input and action from everyone; and WHEREAS, children who live in families with access to concrete economic and social supports are less likely to experience abuse and neglect; and WHEREAS, prevention is possible because of the partnerships created between families, prevention advocates, child welfare professionals, education, health, community, and faith- based organizations, businesses, law enforcement agencies, and local, state, and national governments; and WHEREAS, we acknowledge that in order to solve the public health issue of abuse and neglect we must work together to change hearts and mindsets through storytelling and sharing, center the needs of families, break down bias and barriers, and inspire action from expected and unexpected partners in prevention; and WHEREAS, we are committed to advancing equitable, responsive, and effective systems that ensure all children and families are healthy and thriving; and WHEREAS, we recognize the need to prioritize kids and invest in more prevention initiatives like home visiting and family-strengthening policies, economic supports, and community-based child abuse prevention programs at the national, state, and local levels; and NOW, THEREFORE, I, Don Vanney, Mayor of Arlington, do hereby proclaim April as NATIONAL CHILD ABUSE PREVENTION MONTH in Arlington and urge all citizens to recognize this month by building a narrative of hope for children and families through collaboration and the creation of an ecosystem of primary prevention. _______________________________ __April 7, 2025__ Don E. Vanney, Mayor Dated DRAFT Page 1 of 3 Council Chambers 110 East 3rd Street Monday, March 17, 2025 Councilmembers Present: Heather Logan, Rob Toyer, Debora Nelson, Michele Blythe Leisha Nobach, Jan Schuette and Yvonne Gallardo-Van Ornam, who joined with Teams. Council Members Absent: None. Staff Present: Mayor Don Vanney, Paul Ellis, Sheri Amundson, Jim Kelly, Mike Gilbert, Attorney Oskar Rey, Dave Kraski, Rory Bolter, Seth Kinney, Chelsea Brewer, and Julie Petersen. Also Known to be Present: Kathy Vanney, Randy Nobach, Ellis Nobach, Nathan Senff, Holly Sloan-Buchanan, Steve Maisch, Tim Abrahamson, Jay Lindberg, and others. Mayor Don Vanney called the meeting to order at 6:00 p.m., and the Pledge of Allegiance and roll call followed. APPROVAL OF THE AGENDA Mayor Pro Tem Michele Blythe moved to approve the revised agenda removing Item #1 Resolution Declaring Property as Surplus. Councilmember Debora Nelson seconded the motion, which passed with a unanimous vote. INTRODUCTION OF SPECIAL GUESTS AND PRESENTATIONS None. PROCLAMATIONS None. PUBLIC COMMENT Holly Sloan-Buchanan, Arlington, provided comment. Jay Lindberg, Arlington, provided comment. CONSENT AGENDA Mayor Pro Tem Michele Blythe moved, and Councilmember Debora Nelson seconded the motion to approve the changed Consent Agenda that was unanimously carried: 1. Minutes of the March 3, 2025 Council meeting 2. Accounts Payable: Approval of EFT Payments and Claims Checks #112832 through #112932 dated February 19 through March 3, 2025 for $741,525.17 and approval of Payroll EFT Payments and Check #30425 through #30430 dated February 1 through February 28, 2025 in the amount of $1,507,490.86. Minutes of the Arlington City Council Meeting Minutes of the City of Arlington City Council Meeting March 17, 2025 Page 2 of 3 PUBLIC HEARING None. NEW BUSINESS Public Safety Staffing City Administrator Paul Ellis requested Council approve a member of the patrol team to be the Washington State Criminal Justice Training Commission training officer located at the new police training center in Arlington. This is a three-year agreement; salary and benefits are reimbursed for the training officer. City Council is being asked to approve a three-year temporary position to backfill the opening created by the training officer appointment. The location of the new training center and appointment of an Arlington officer is creating a great partnership and collaboration for additional officer training. Discussion followed with Mr. Ellis answering Council questions. Councilmember Rob Toyer moved, and Councilmember Heather Logan seconded the motion to approve the hiring of an additional full-time police officer for up to three years to backfill the appointment of a training officer to the WSCJTC. The motion passed unanimously. Public Defense Conflict Counsel Services City Attorney Oskar Rey requested Council approve the contract that provides for public defense services to indigent criminal defendants in cases where the City’s primary public defender, Feldman & Lee, P.S., has a conflict of interest. The City will pay a monthly rate for Snohomish County Public Defender Association (SCPDA) to handle up to 38 conflict cases from March 2025 through June 2026. The parties will have the option of renewing the contract annually from that point on, with future contract rates based on the usage during prior contract periods. The monthly rate for the remainder of 2025 will be $3,954.91, and the rate for the first half of 2026 will be $4,341. This rate includes attorney time along with services that SCPDA provides in-house, such as investigators, social workers, and some translators. If additional expert services are approved by the Court, SCPDA will bill them separately. At this point, SCPDA estimates that those additional services will range from $4,000 to $10,000 annually, but this amount will be easier to estimate in future contract periods when there is actual cost data available. Discussion followed with Assistant Finance Director Sheri Amundson answering Council questions. Mayor Pro Tem Michele Blythe moved, and Councilmember Rob Toyer seconded the motion to approve the agreement with Snohomish County Public Defender Association for public defender conflict counsel services and authorized the Mayor to sign the agreement. The motion passed unanimously. Resolution Declaring an Emergency for the Hauling of Biosolids Public Works Director Jim Kelly requested that Council declare an emergency condition in response to current disruption with the current biosolids hauling contractor and waive bid requirements allowing staff to contract with an alternate licensed contractor. Discussion followed with Mr. Kelly answering Council questions. Minutes of the City of Arlington City Council Meeting March 17, 2025 Page 3 of 3 Councilmember Debora Nelson moved, and Councilmember Heather Logan seconded the motion to approve the resolution declaring an emergency condition exists regarding the hauling of Water Reclamation Facility generated biosolids thereby waiving public bid requirements and allowing staff to directly contract with a licensed biosolids hauler, and authorized the Mayor to sign the resolution, pending final approval by the City Attorney. The motion passed unanimously. Contract Amendment with Boulder Park, Inc. as Biosolids Beneficial Use Facility Public Works Director Jim Kelly requested that Council amend the existing contract with Boulder Park, Inc. (BPI) for the land application of biosolids that will include Mayor Don Vanney as the prime signatory because the Public Works Director contracted with a DOE licensed land application facility to remove this accumulated biohazard. These contracts were limited in value to the Public Works Director’s signing authority. Discussion followed with Mr. Kelly answering Council questions. Councilmember Heather Logan moved, and Councilmember Debora Nelson seconded the motion to amend the contract with Boulder Park, Inc., and designate Mayor Don Vanney as the City’s signatory for this contract. The motion passed unanimously. COMMENTS FROM COUNCILMEMBERS Councilmember Gallardo-Van Ornam provided comments about the National League of Cities Congressional City Conference she attended. ADMINISTRATOR & STAFF REPORTS City Administrator Paul Ellis stated staff is working on the spring retreat slides and he will get materials to the Councilmembers soon. MAYOR’S REPORT Mayor Vanney provided comments about the National League of Cities Congressional City Conference he attended. EXECUTIVE SESSION None. ADJOURNMENT With no further business to come before the Council, the meeting was adjourned at 6:33 p.m. _________________________________________ Don E. Vanney, Mayor DRAFT Page 1 of 3 Council Chambers 110 East 3rd Street Monday, March 24, 2025 Councilmembers Present: Heather Logan, Rob Toyer, Debora Nelson, Michele Blythe, Yvonne Gallardo-Van Ornam, Leisha Nobach, and Jan Schuette. Council Members Absent: None. Staff Present: Mayor Don Vanney, Paul Ellis, Shawn Friang, Kristin Garcia, Monroe Whitman, Jonathan Ventura, Rory Bolter, Chelsea Brewer, and Wendy Van Der Meersche. Also Known to be Present: Kathy Vanney, Kim Casteel, Drew Bono, Nathan Senff, Heather Watland, Sid Logan, Randy Nobach, Holly Sloan-Buchanan, Steve Maisch, Tim Abrahamson, and Tammy Dunn. Mayor Don Vanney called the meeting to order at 6:00 pm, and the Pledge of Allegiance and roll call followed. APPROVAL OF THE AGENDA Mayor Pro Tem Michele Blythe moved to approve the agenda as presented. Councilmember Rob Toyer seconded the motion, which passed with a unanimous vote. INTRODUCTION OF SPECIAL GUESTS AND PRESENTATIONS Mayor Vanney introduced Tammy Dunn, Executive Director of Snohomish County Sports Commission, who provided a PowerPoint overview of the sports commission, the economic impact of sports, information about the Seattle FIFA World Cup 2026, the economic impact of City of Arlington sports, and the Snohomish County Sports Hall of Fame. WORKSHOP ITEMS – NO ACTION WAS TAKEN Airport Lease Waiver Operations Manager Monroe Whitman reviewed a waiver of rental amount of $67,937.35 from PGF LLC. Lot 304 is located on Airport property north of SR 531 (172nd St.) and 43rd Ave. intersection (the property immediately northwest of Weston High School.) PGF LLC. is the project manager of the lease and, unfortunately, due to significant setbacks as outlined in the attachment, has requested that Airport staff terminate their lease and waive the 2025 lease payment of $67,937.35 and associated costs. City Council Workshop Minutes of the City of Arlington City Council Workshop March 24, 2025 Page 2 of 3 In spring of 2020, the State of Washington awarded the project to PGF LLC. to provide the facility on Arlington Airport leased land. The lease was to accommodate a new Department of Social and Health Services (DSHS) building and create additional employment to the City of Arlington. There has been significant setbacks and revisions to their initial plan, and they are nearly $200,000 in investments including past lease payments. PGF LLC. has stayed current with their lease payments up until the termination of their lease. Discussion followed with Mr. Whitman answering Council questions. Updates to Employee Handbook Human Resources Director Shawn Friang reviewed policy updates to the employee handbook. Update of City policies as a part of a full review of the Employee Handbook. The updates for this approval pertain to: Policy 203 – Reasonable Accommodations Policy 204 – Anti-Harassment Policy 207 – Job Posting and Hiring Policy 212 – Hours of Work Policy 220 – Telework The employee handbook was last updated in March of 2017. Throughout the last seven years, many practices and new laws have changed surrounding these policies and updates have been put into place, but not formally adopted and updated in the Employee Handbook. A complete review and update to the Employee Handbook will be completed in 2025. Council will be brought sets of policy changes in phases throughout the year. Policy updates are process heavy and must be reviewed and approved by the City Administrator, City Attorney, Directors, Bargaining Units (where applicable) and then Council. February Financial Report Finance Director Kristin Garcia reviewed the February financial report. Discussion followed with Ms. Garcia answering Council questions. ADMINISTRATOR AND STAFF REPORTS City Administrator Paul Ellis announced that he would see Councilmembers Friday morning at the retreat. MAYOR’S REPORT Mayor Don Vanney spoke about the events he attended Saturday – the Oso Slide Memorial, PUD ribbon cutting at the new facility, and the National Civics Bee. COMMENTS FROM COUNCILMEMBERS Councilmember Yvonne Gallardo-Van Orman spoke about attending the National Civics Bee. Councilmember Michele Blythe spoke about the ribbon cutting at the new police academy training facility in Arlington. Minutes of the City of Arlington City Council Workshop March 24, 2025 Page 3 of 3 COUNCILMEMBER REPORTS Councilmembers had nothing to report this evening. PUBLIC COMMENT None. REVIEW OF CONSENT AGENDA ITEMS FOR NEXT MEETING Councilmembers discussed and agreed to put Item No. 2 Updates to the Employee Handbook on the consent agenda for the April 7, 2025 Council meeting. EXECUTIVE SESSION None. ADJOURNMENT With no further business to come before the Council, the meeting was adjourned at 6:50 p.m. _________________________________________ Don E. Vanney, Mayor DRAFT Page 1 of 2 Council Chambers 110 East 3rd Street Friday, March 28, 2025 Councilmembers Present: Heather Logan, Rob Toyer, Debora Nelson, Michele Blythe Yvonne Gallardo-Van Ornam, Leisha Nobach, and Jan Schuette. Council Members Absent: None. Staff Present: Mayor Don Vanney, Paul Ellis, Sarah Lopez, Shawn Friang, Bryan Terry, Kristin Garcia, Jonathan Ventura, Mike Gilbert, Peter Barrett, Jim Kelly, Marc Hayes, Amy Rusko, Marty Wray, and Wendy Van Der Meersche. Mike Wolanek joined after lunch. Also Known to be Present: Kathy Vanney and Steve Peiffle. Former City Attorney Steve Peiffle acted as facilitator and began the retreat at 9:00 a.m. Mr. Peiffle welcomed everyone. Mr. Peiffle introduced City Administrator Paul Ellis, who provided an overview of the 2025-2026 Strategic Priorities from the 2025-2026 budget. Finance Director Kristin Garcia reviewed the ten-year financial plan and current revenues and expenses. Ms. Garcia reviewed the state of the economy and the outlook for the next 10 years. The general fund, which pays for most employees' salaries and significantly supports the police department, is primarily fueled by retail sales tax and property tax. Notably, 45% of this fund is generated through sales tax. Over the last quarter, there has been a drop in sales tax, and with the decline, the council was asked to look at options over the next several months, that would increase revenue and decrease expenses. Meanwhile Ms. Garcia will be monitoring the sales tax revenue trends. Discussion followed with Mr. Ellis and Ms. Garcia answering Council questions. Public Works Director Jim Kelly reviewed utility projects and transportation projects. Community and Economic Development Deputy Director Amy Rusko reviewed community development projects. Community and Economic Development Director Marc Hayes provided an update regarding Island Crossing subarea. Human Resources Director Shawn Friang provided updates about HR update, and emergency management. IT Director Bryan Terry provided an IT update. Minutes of the Arlington City Council Spring Retreat Minutes of the City of Arlington City Council Budget Retreat March 28, 2025 Page 2 of 2 Airport Director Marty Wray provided an Airport update. ADDITIONAL DISCUSSION ITEMS Councilmembers provided closing thoughts. ADJOURNMENT With nothing further, the retreat was adjourned at 2:27 p.m. _________________________________________ Don E. Vanney, Mayor City of Arlington Council Agenda Bill CA #2 Attachment April 7, 2025 Accounts Payable Claims Approval Claims Approval Finance; Kristin Garcia, Director 360-403-3431 EXPENDITURES REQUESTED: 0 BUDGET CATEGORY: N/A BUDGETED AMOUNT: LEGAL REVIEW: DESCRIPTION: ALTERNATIVES: City of Arlington April 7th, 2025 Council Meeting Claims Certification: We, the undersigned City Council of the City of Arlington, Washington do hereby certify that the merchandise or services hereinafter specified have been received and that: Approval of EFT Payments and Claims Checks #112933 through #113043 dated March 4th through March 17th for $994,555.20 City of Arlington Council Agenda Bill CA #3 Attachment April 7, 2025 Employee Handbook Policy Updates Policies: 203,204,207,212,220 Human Resources; Shawn Friang, Director EXPENDITURES REQUESTED: 0 BUDGET CATEGORY: 0 BUDGETED AMOUNT: 0 LEGAL REVIEW: DESCRIPTION: pertain to: Policy 203 – Reasonable Accommodations Policy 204 – Anti-Harassment Policy 207 – Job Posting and Hiring Policy 212 – Hours of Work Policy 220 – Telework The Employee Handbook was last updated in March of 2017. Throughout the last seven years, many practices and new laws have changed surrounding these policies and updates have been put into place, but not formally adopted and updated in the Employee Handbook. A complete review and update to the Employee Handbook will be completed in 2025. Council will be brought sets of policy changes in phases throughout the year. Policy updates are process heavy and must be reviewed and approved by the City Administrator, City Attorney, Directors, Bargaining Units (where applicable) and then Council. ALTERNATIVES: process to the City of Arlington Employee Handbook. City of Arlington Record of Policy Update Policy Number and Title 203 Reasonable Accommodations of Religious Beliefs Change request submitted New language adopted Adding language about how to request an accommodation religious beliefs and the process that follows. The City respects the religious beliefs and practices of all employees and will make, upon request, an accommodation for such observances when a reasonable accommodation is available that does not create an undue hardship on the City’s business or operations. See Policy 702 – Absences. An individual seeking a religious accommodation may submit a request to Human Resources. The request should include a brief description of how the individual's religious belief or practice conflicts with their job (or the application process) and what would be needed to alleviate the conflict. If the individual has a proposed accommodation in mind, that information may be included, although an individual is not necessarily entitled to the specific accommodation of their choice. Human Resources will evaluate the request to determine whether a reasonable accommodation exists (either the individual's proposed solution or an alternative) that would not create an undue hardship on our operations. Human Resources will meet with the individual to discuss the request. If an accommodation is agreed upon, the accommodation will be implemented. All decisions regarding religious accommodations will be documented. The City will not discriminate or retaliate against any applicant or employee because they have sought or received a religious accommodation. Any Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial individual who believes they have experienced discrimination, harassment or retaliation for requesting or receiving a religious accommodation should contact Human Resources. Review Process Sent for review Edits returned AFSCME APOA CouncilDirectors Legal review Council City of Arlington Record of Policy Update Policy Number and Title 204 Anti Harassment Change request submitted New language adopted deﬁnition The City of Arlington is committed to ensuring that the practices and conduct of all its employees comply with the requirements of federal and state laws against unlawful harassment. It is the policy of the City that all employees have the right to work in an environment free from unlawful harassment based upon their race, creed, color, religion, sex, marital status, sexual orientation (including gender identity and expression), pregnancy (including a woman's potential to get pregnant, pregnancy-related conditions and childbearing), age (40 and over), national origin or ancestry, citizenship or immigration status, physical, mental or sensory disability (including the use of a trained dog guide or service animal), military status or status as an honorably discharged veteran, HIV/AIDS or hepatitis C status. and any other class status protected by federal, state, or local law. Any workplace harassment of employees will not be tolerated by the City and encompasses conduct at work, as well as off-duty behavior that adversely affects the work environmentrace, color, religion, creed, sex, national origin, age, marital status, pregnancy, sexual orientation and gender identity, veterans’ status, genetic information, disability, and any other class status protected by federal, state, or local law. Any unlawful workplace harassment of employees will not be tolerated by the City. Harassment encompasses unwelcome conduct, whether verbal, physical, or visual, that is based upon a person’s protected status, such as sex, sexual orientation, gender identity, color, race, religion, national origin, age, disability, marital status, veteran or military status, citizenship status, or other protected group status. The City will not tolerate harassing conduct that affects tangible job benefits, that interferes with an individual’s work performance, or that creates an intimidating, hostile, or offensive working environment. Some examples of behavior that could constitute or contribute to harassment include but are not limited to: using epithets, slurs, or negative stereotypes; threatening, intimidating, or engaging in hostile acts that relate to protected status or characteristics such as those referred to above; jokes or pranks that refer to or denigrate a protected status; or placing on walls, bulletin boards, or elsewhere on the work premises or circulating in the workplace written, electronically transmitted or graphic material that denigrates or shows hostility or aversion toward a person or group because of a protected characteristic. The City’s prohibition on unlawful harassment encompasses conduct at work, as well as off-duty behavior that adversely affects the work environment. Sexual harassment is one form of prohibited, unlawful harassment. Unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct based on sex constitute sexual harassment when (1) submission to the conduct is an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Some examples of behavior that could constitute or contribute to sexual harassment include but are not limited to: • Unwelcome or unwanted flirtations, propositions, or advances. This includes patting, pinching, brushing up against, hugging, cornering, kissing, fondling, putting ones arm around another, or any other similar physical contact considered unacceptable by another individual. • Requests or demands for sexual favors. This includes subtle or blatant expectations, pressures, or requests for any type of sexual favor accompanied by an implied or stated promise of preferential treatment or negative consequences concerning an individual’s employment. • Verbal abuse or kidding that is sexually oriented and considered unacceptable by another individual. This includes comments about an individual’s body or appearance when such comments go beyond an isolated innocuous compliment; off-color jokes or offensive language; or any other tasteless, sexually oriented comments, innuendoes, or offensive actions, including leering, whistling, or gesturing. • Participation in fostering a work environment that is generally intimidating, hostile, or offensive because of unwelcome or unwanted sexually oriented conversation, office décor, suggestions, requests, demands, physical contacts, or attention. An employee who feels harassed should immediately tell the offending individual how they feel and ask them to stop. If that does not work or if the employee is uncomfortable confronting the offending individual, the employee should report the incident promptly to their immediate supervisor. A complaint can be made verbally or in writing to Human Resources. In the alternative, as the employee may wish, the complaint may be brought to the attention of the City Administrator. If an employee brings the complaint to the attention of another manager, the manager is obligated to report the complaint to Human Resources and/or the City Administrator. The Complaint Form, available from Human Resources, may be used to file a written complaint. A harassment complaint generally will be handled as follows: • Every complaint is to be reported within three days either by the complainant or by the person receiving the complaint. If reported verbally, the person taking the complaint should produce a written statement for the complainant to review and sign. • The complaint will be investigated as soon as reasonably practicable. Choice of investigator, level of formality, and the procedures used in the investigation may vary, depending upon the nature of the allegations and full circumstances of the situation, including the context in which the alleged incidents occurred. • Confidentiality will be maintained throughout the investigatory process to the extent practical and consistent with the need to undertake a full investigation. There shall be no retaliation by the City, its officers, managers, or other employees toward any employee bringing a complaint in good faith or cooperating with the investigation of a harassment complaint. Any person who feels they have been retaliated against, should immediately report their concern to the Human Resource Department or City Administrator. The City strictly prohibits retaliation under this policy, and any sustained allegations of retaliation will lead to discipline, up to and including termination. Where the investigation confirms the allegation of unlawful harassment or retaliation, the City will take prompt corrective action. and, where appropriate, discipline the offending individual. Discipline may include verbal and written reprimands, professional counseling, reassignment, demotion, or other appropriate action, up to and including termination. The affected individuals will be informed of the outcome notified of the investigation completion, but no details pertaining to the corrective action will be provided.. All supervisors are assigned responsibility for implementing this policy, ensuring compliance with and knowledge of its terms, and for taking immediate and appropriate corrective action if they witness inappropriate behavior or receive a complaint. Managers must open and maintain open channels of communication to permit employees to raise concerns of sexual or other workplace harassment without fear of retaliation. Managers must work to , stop any observed harassment, and treat harassment matters with sensitivity, confidentiality, and objectivity. A manager’s failure to carry out these responsibilities may result in disciplinary action up to and including termination. Review Process Sent for review Edits returned AFSCME APOA CouncilDirectors Legal Council Formatted: Indent: Left: 0" Formatted: Space After: 0 pt City of Arlington Record of Policy Update Policy Number and Title 207 Hiring and Job Posting Change request submitted New language adopted Update language regarding oﬀers of employment, contract employment after termination, hiring process and job posting requirements DRS retirement eligibility to return to work Engrossed Substitute Senate Bill (ESSB) 5761 amending RCW 49.58.110. The City of Arlington is an equal opportunity employer and hires individuals solely based on their qualifications and ability to do the job. The City will try to fill job openings above entry level by promoting from within if qualified internal applicants are available. Employees should note, however, that some positions are Civil Service and fall under the Civil Service Rules. The City will give consideration to any known qualified individuals who are on layoff status before recruiting applicants from outside the organization. All job vacancies must be submitted to the Human Resources Department for review and creation of a job notice. Once approved, all job notices will be posted in appropriate city locations at least five working days prior to the closing date for applications. Appointments for part-time, temporary, or provisional employment may be allowed as substitution for a regular employee who is absent, provided sufficient funds have been authorized and budgeted for this purpose, when it is impossible to make a regular appointment due to recruitment difficulties, or where budget appropriations provide for this alternate employment. Temporary appointments will indicate the length of duration and not exceed six months unless approved by the City Administrator. Limited Term position are full time or part time positions paid for with one time funding or for a set period of time for a specific project or program. The terms of the employment timeframe must be posted with the position information. Union representation and benefits apply as if this was a regular ongoing position. The hiring process includes posting positions both internally and externally to provide opportunity for the most diverse pool of applicants. The posting must contain at a minimum: a summary of the position, essential functions, minimum qualifications, complete salary assigned to the position and a list of the benefits available to the specific position. Applications are reviewed for qualifications by Human Resources and then qualified applications are passed on to the hiring manager for review and scheduling for interviews and/or testing. Once a final candidate is determined, references are obtained from the applicant and the hiring manager or Human Resources will obtain reference responses. If the applicant passes through the references, a conditional offer (written or verbal) is provided to the candidate including the pay rate and terms of employment. When the conditional offer is accepted by the applicant, Human Resources will contact the applicant to obtain releases to complete the applicable background verification and driving record review. Once cleared, Human Resources will provide a final offer letter working with the hiring manager for a start date. All ﬁnal oﬀers of employment will be made in writing and signed by the Mayor. The City of Arlington will consider a member of an employee’s immediate family for employment, if the applicant possesses all the qualifications for employment. An immediate family member may not be hired if the employment would create either a direct or indirect supervisor/subordinate relationship with a family member; or create an actual conflict of interest or the appearance of a conflict of interest. These criteria will also be considered when assigning, transferring, or promoting an employee. For purposes of this policy, “immediate family” includes: the employee’s spouse, domestic partner, brother, sister, mother, father, stepmother, stepfather, children, stepchildren, father- in-law, mother-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law, and any other member of the employee’s household. Employees who marry or become members of the same household may continue employment as long as there is not a direct or indirect supervisor/subordinate relationship between the employees,; or an actual conflict of interest or the appearance of a conflict of interest. Should one of the above situations occur, the City of Arlington would attempt to find a suitable position within the City to which one of the affected employees may transfer. If accommodations of this nature are not feasible, the employees will first be permitted to determine which of them will resign. If no agreement between the employees can be reached, the City will decide which of the employees will be terminated. Termination would generally occur within ninety (90) days. Former employees who left the City of Arlington in good standing may be considered for re- employment. Former employees who resigned without advance notice or who were dismissed for disciplinary reasons may not be considered for re-employment. A former employee who is re-employed will be considered a new employee from the date of re-employment unless the break in service is less than 3 months, in which case the employee will retain accumulated seniority. Length of service for the purposes of benefits is governed by the terms of each benefit plan. Employees who retire may be eligible, in certain circumstances, to be considered for rehire, after a period of no less than 30 days after their last day of employment and no promise or contract for re-employment may be discussed or arranged before that time frame. Any prior arrangements will nullify the retirement for the employee and they will be required to continue Formatted: Normal contributing to the retirement plan if working and will not be eligible to collect DRS retirement funds. Retirees are eligible to return to employment and if they maintain under 867 hours of employment annually, will be able to collect their retirement benefits.. Review Process Sent for review Edits returned AFSCME 1/15/2025 1/31/2025 APOA 1/15/2025 1/31/2025 CouncilDirectors 1/15/2025 1/31/2025 Legal 2/20/2025 /27/2025 Council 3/24/2025 City of Arlington Record of Policy Update Policy Number and Title 212 Hours of Work Change request submitted New language adopted Clarifying language, adding alternative work schedule language The City of Arlington establishes the time and duration of working hours as required by workload and workflow, customer service needs, the efficient management of employees, and any applicable law. The normal workweek is Sunday through Saturday, beginning and ending at midnight on Saturday, and consisting of forty hours. The normal workday will consist of eight hours of work with an unpaid meal period (minimum of 30 minutes) taken within the first 5 hours of the start of the workday and two paid 15 minute break/rest periods. Different work schedules, such as in the case of police, fire, maintenance and operations, water, and wastewater employees, may be established by the City to meet job assignments and provide necessary City services. Rest or coffee breaks are considered as time worked. Each employee’s scheduled work hours will be determined by his or her their Director supervisor. The supervisorDirector, or his/her designee, will inform employees of their daily schedule of hours of work, including meal periods and rest or coffee breaks, and of any changes that are considered necessary or desirable by the City of Arlington. Employees are required to take lunch and rest breaks, but may not combine them at the end or beginning of the day to arrive late or leave work early. A normal work schedule is considered to be 5 days at 8 hours per day, Monday through Friday. Alternative schedules may be available based on business need and may be requested by an employee, but must obtain the approval of their Director before implementation. No alternative schedule may be approved that creates overtime. Alternative work schedule examples include: o 4 (four) days at 10 hours per day, o 4 days at 9 hours per day and one day at four hours. o 9/80 schedule which consists of eight days at 9 hours per day and one eight hour day with a day off in an alternate week. 9/80 work schedule conditions for non-exempt workers (overtime eligible): Days off cannot be changed Employee’s new work week starts in the middle of their eight hour day and extends to the middle of their day off. 9/80 schedule • Start of the work week with 4 hours going to one week and 4 hours going to the next week. Supervisors may schedule overtime or extra shifts. Supervisors will assign overtime to non- exempt employees (those employees who are subject to the minimum wage and overtime provisions of the Fair Labor Standards Act) as needed. Employees are not permitted to work overtime without the prior approval of their supervisor. For the purposes of overtime compensation, only hours worked in excess of forty hours during a workweek will be counted. If management requires and authorizes it, attendance at lectures, meetings, and training programs will be considered hours of work, and therefore will be compensated time. Review Process Sent for review Edits returned AFSCME APOA CouncilDirectors Legal Council Formatted: Bulleted + Level: 2 + Aligned at: 0.75" +Indent at: 1" Formatted: Indent: Left: 0.5" Formatted: Highlight Formatted: Highlight Formatted: Highlight Formatted: Bulleted + Level: 1 + Aligned at: 0.07" +Indent at: 0.32" City of Arlington Record of Policy Update Policy Number and Title 220 Telework Change request submitted New language adopted formal adoption and inclusion in the Employee Handbook. Teleworking, is supported by the City, subject to certain restrictions and limitations, to encourage, where appropriate, the use of alternative work arrangements, in order to attract and retain a diverse and talented workforce by adopting workplace strategies that support flexibility and mobility in the workplace, to be an employer of choice, reduce costs, encourage affordable traffic mitigation, and further goals of local, state, and national policies and regulations such as the Clean Air Act and the Commute Trip Reduction law. Additionally, to provide the City with the ability to place eligible employees meeting program requirements in a teleworking status, based on public health and safety recommendations and measures. The City may implement such an arrangement where appropriate for eligible employees. Teleworking is not a right. Prior approval of the department director, Human Resources and the City Administrator shall be required for an employee to engage in teleworking. The City or employee may discontinue the teleworking arrangement at any time without advance notice, however, the City will strive to provide at least five (5) working day’s notice when possible. Regularly Scheduled Telework Requirements: An employee may be permitted to telework if approved in advance by the employee’s department director, Human Resources and the City Administrator as follows: For those on an eight (8) hours per day work schedule, a 9/80 work schedule or a 4/10 work schedule, an employee may be eligible to telework up to two (2) days per week under normal circumstances. For the purposes of this requirement, a City observed holiday shall not be considered as a day working in the oﬃce. The amount of days in a week that are eligible for telecommuting may be increased by directive of the Mayor or City Administrator for a speciﬁc period time due to a public health threat, natural disaster, business facility disruption, or other declared emergency situation. For those on any other schedules, arrangements will be as determined by the department director, Human Resources and the City Administrator. Teleworking may only be approved as an option if the employee’s teleworking will not negatively impact service delivery, customer service, or the overall function of the department work unit or other City work units. Department Directors are responsible to maintain minimum in-person staﬃng at all times. Staﬀ on teleworking arrangements may be recalled at any time for vacation or sick leave coverage needs. The following shall apply to all telework arrangements and employees who telework shall agree to the Program Requirements listed in this policy or telework . 1. The duties, obligations and responsibilities of an employee who teleworks shall remain the same as the employee’s duties, obligations, and responsibilities prior to teleworking. 2. The amount of time spent teleworking during a workweek may vary by position, department expectations and equipment needs and limitations. 3. Teleworking shall not be used a substitute for dependent care. A teleworking employee must make arrangements for dependent care during the teleworking period to ensure that dependent care does not interfere with the employee’s job performance of their job responsibilities. 4. In order to utilize sick leave on a teleworking workday, employees shall follow the reasonable notice provisions for the use of paid sick leave in the Employee Handbook and/or their respective collective bargaining agreement. 5. Employees who telework are expected to be working at their residence during their teleworking schedule. Teleworking from locations other than the employee’s residence is generally not allowed unless approved in advance. Personal leave time normally scheduled during a teleworking employee’s scheduled workday must be arranged in the same manner with their immediate supervisor as employees at the centrally located worksite. Work schedule variations are subject to supervisor or director approval. 6. Represented and overtime-eligible non-represented employees who telework are required to take their mandated breaks and lunches per the applicable collective bargaining agreement provision(s) or employee handbook, policies, and state and local law. 7. Employees may, at the sole discretion of their immediate supervisor, be called to work at their centrally located worksite on their regular teleworking workday during the regular work hours to meet workload and customer service requirements and needs, including vacation and sick leave coverage for other staﬀ. For the purpose of this policy, “centrally located worksite” shall mean the building where the employee typically reports for work. 8. Whenever possible, when teleworking employees are requested to report to their centrally located worksite, they should be notiﬁed by the end of the workday prior to the day they are requested to report. In such cases, travel time between residence and the central worksite is treated as regular commuting time and is not counted as hours worked and is not compensated. 9. If an employee is scheduled to telework on a particular day and ﬁnds that they must come into their centrally located worksite due to an unforeseen reason, and their supervisor concurs this trip is necessary, the time travelling from the employee’s residence to the centrally located worksite must be treated a “job site” to “job site” travel and will be counted as hours worked and compensated accordingly. In accordance with Policy 401 provisions related to travel, this mileage is a personal obligation of the employee and is not reimbursable by the City. 10. Teleworking employees shall not hold in-person business meetings with internal or external clients, customers, or colleagues at their residences. 11. A teleworking employee may not perform work for a non-City employer during the teleworking period. Unless a teleworking employee is on pre-approved leave, the employee must communicate eﬀectively with the supervisors, co-workers, support staﬀ and external clients during teleworking period(s). 12. FLSA-exempt employees must indicate the hours they will be available to be reached by staﬀ and customers, which shall also be approved by the employee’s supervisor. 13. As part of approval of a teleworking request, a department director may outline speciﬁc job assignments and expectations the teleworking employee must perform. 14. For Non-exempt employees covered under the Fair Labor Standards Act (FLSA), any hours worked in excess of their forty (40) hour workweek, must be authorized in advance by the employee’s supervisor/director. 15. Employees who telework will be covered by worker’s compensation for all job-related injuries occurring at their residence during their deﬁned work period. The employee is responsible for maintaining a safe and ergonomic work environment. The City will not provide oﬃce furniture to employees who telework. 16. All city employees must use City-issued equipment for teleworking via Citrix. This is to ensure the City of Arlington’s resources (i.e., computer systems, networks, databases, corporate data, etc.) are protected from unauthorized use and/or malicious attack that could result in loss of information, damage to critical applications, loss of revenue and damage to the City’s public image. The use of personal devices are not allowed, except that, at its sole discretion, the City may authorize their use in certain situations, subject to public records retention laws. 17. All remote access will be managed by the IT Department. 18. Employees who telework shall make every eﬀort to secure City information in their residence and prevent unauthorized access to any City system or information. If City equipment is stolen while the equipment is at the employee’s residence, or other non-City facility, the employee is required to report the loss immediately to their Supervisor, the IT Department, and local law enforcement as soon as the equipment is found missing or suspected to have been stolen. Damaged equipment not involving suspected criminal activity shall be reported to the employee’s supervisor and the IT Department within one (1) business day. 19. Teleworking assignments may be approved for up to a maximum of six (6) months. At the expiration of a teleworking assignment, the employee may request renewal of the arrangement by completing another teleworking request form. The employee who teleworks or the director may end the teleworking arrangement at any time, however, the director will strive to provide at least ﬁve (5) working days’ notice to the employee when possible. 20. To the degree possible, an employee shall refrain from taking City records or documents to their residence. If City records or documents are taken to a residence, the employee shall take appropriate safeguards to secure conﬁdential data and information. Any City materials taken to a residence should be kept in the designated work area and not be accessible to others and be returned when the assignment is complete. 21. Upon the end of any teleworking arrangement, the employee shall return any City-issued equipment that was used for teleworking to the IT Department within ﬁve (5) business days. Eligibility for Regularly Scheduled Telework Arrangements The department director shall have the responsibility to determine if an employee is eligible for teleworking. Employees are eligible if they: 1. Have job duties that are not required to be performed at the City’s facilities. 2. Can be available via a virtual platform, cell phone, telephone, email, or text, during all teleworking hours. 3. There is minimal need for specialized material, equipment, or other resources for teleworking capability. 4. The employee’s job is not dependent on the location of the workplace. 5. The employee shall have previously demonstrated to the department director’s satisfaction their capability to work productively without direct supervision. 6. Employees must have successfully passed their probationary period and must be performing currently at an overall satisfactory level or above in their position. Employee Telework Arrangements Responsibilities All eligible employees seeking to telecommute must submit a written request to their supervisor using the attached Telecommuting Application form. The written request must include: 1. Proposed teleworking day(s) per week and number of hours per day requested and proposed duration of teleworking arrangements. 2. Tasks the employee proposes performing while teleworking. 3. Core working hours during which the teleworking employee will be on work status and available to be reached by staﬀ and customers. 4. Complete the IT Department documents Remote Access Policy and Agreement and Technology Loan Agreement (if applicable) prior to the start of teleworking. 5. The employee is responsible for providing internet access at their sole cost. Assigned Telework Arrangements 1. Under other-than-normal circumstances, including but not limited to: natural disasters, risks to public safety and/or health, at the discretion of the City, employees may be asked to telecommute, in order to maintain eﬀective operations of government. 2. While not all employees will be able to telecommute, the City will identify employees who are essential to daily operations and make every eﬀort to provide teleworking options for them, if/when the current status of the City, County and/or State recommends or requires it. Types of Telework Arrangements 1. Project-Based (speciﬁed timeframe): This arrangement is usually temporary and may be based on speciﬁc projects. There is usually a speciﬁed timeframe based on the project. 2. Ad Hoc: This arrangement is temporary and short in duration (one or two workdays in a given week) and may be requested when tasks require uninterrupted focus (i.e., online training, testing, drafting, coding, project work, etc.). This arrangement may also occur if the employee must be home for a situation (such as installation of a home appliance, furniture delivery, contractor access, etc.), other than dependent care (unless approved by Human Resources), that would otherwise require the use of vacation, compensatory time or ﬂoating holidays. Additionally, the City Administrator is able to approve temporary telecommuting in advance of inclement weather. Although this arrangement is for a speciﬁed time period and is subject to all other telecommuting requirements. 3. On-going: This arrangement occurs on a regular basis rather than an occasional or temporary basis. The employee may be required to come to the central worksite at designated times. 4. Emergency Proclamation: This arrangement occurs when an emergency has been declared by the Mayor. The duration will be dependent on the emergency event and business needs and may be ended with less than ﬁve (5) days’ notice. Review Process Sent for review Edits returned AFSCME APOA Directors Legal Council City of Arlington Council Agenda Bill NB #1 Attachment April 7, 2025 Resolution Declaring Property as Surplus Resolution with Exhibit A Finance; Debbie Strotz, Procurement/Contracts Analyst EXPENDITURES REQUESTED: 0 BUDGET CATEGORY: N/A BUDGETED AMOUNT: N/A LEGAL REVIEW: DESCRIPTION: replaced, as well as a street sweeper that caught fire and WCIA is replacing. In addition, upon 2025 department inventory review, there were some fixed assets that were determined to be non-functional and irreparable that need to be declared as surplus for disposal. There is a walk-through metal detector in possession of the police department that is no longer needed, and City of Mukilteo has expressed interest in it. This asset will be transferred to the City of Mukilteo in accordance with state law. All require surplus declaration in order to be properly auctioned/disposed. The City has found that the most expedient way to deal with surplus vehicles and equipment that have any monetary value is to utilize the services of an on-line auction site. ALTERNATIVES: the resolution. RESOLUTION NO. 2025-xxx A RESOLUTION OF THE CITY OF ARLINGTON DECLARING CERTAIN PROPERTY AS SURPLUS AND AUTHORIZING ITS SALE WHEREAS, the City has purchased the equipment listed on the attached Exhibit "A"; and WHEREAS, the equipment identiﬁed on Exhibit "A" is surplus to the needs of the City; and NOW, THEREFORE, the City of Arlington, acting by and through its City Council, does hereby resolve as follows: 1.The equipment/property described on the attached Exhibit "A" is declared Surplus to the needs of the City. 2.Staﬀ is instructed to trade in all items for the best available price, sell all items for the best price or properly dispose of items that it is unable to sell. Staﬀ is further authorized to dispose of the property via an intergovernmental transfer pursuant to RCW 39.33.010. Passed by the City Council of the City of Arlington at a regular meeting on this 7th day of April, 2025. _____________________________ Don E. Vanney, Mayor ATTEST: _______________________________________ Wendy Van Der Meersche, City Clerk APPROVED AS TO FORM: ______________________________________ Emily Romanenko, Deputy City Attorney EXHIBIT A ASSET ID ITEM VIN/SN PLATE SURPLUS METHOD 4192 L-93 2015 Ford Explorer 1FM5K8AR4FGC68671 AUT0924 111,411 Auction 4194 L-95 2016 Ford Explorer 1FM5K8AR1GGC50713 60152D 133,703 Auction 4196 L-97 2017 Ford Expedition 1FM5K8AR5HGA24627 AXA8732 136,165 Auction 4253 S-88 2020 Elgin Sweeper 3BPPHM7X1LF593200 69194D Assets for Disposal (no salvageable value) 2511 Magna Scanner Metal Detector 34042168 4565 Archatrak Street Deck Parklet n/a Hit by car – irrepairable 4561 Archatrak Street Deck Parklet n/a Hit by car - irrepairable 2735 X-Series Auger 10” 204216 Disposal - irrepairable 4508 Ph3 Analyzer-Benchtop Kit 12031 Disposal - irrepairable 90088 Backpack blower 245246433 Disposal - irrepairable City of Arlington Council Agenda Bill Item: NB #2 Attachment G COUNCIL MEETING DATE: April 7, 2025 Airport Lease Waiver Letter from PGF LLC. and Lot 304 – Airport Airport; Monroe Whitman, Operations Manager 360-403-3471 EXPENDITURES REQUESTED: N/A BUDGET CATEGORY: N/A BUDGETED AMOUNT: LEGAL REVIEW: immediately northwest of Weston High School.) unfortunately, due to significant setbacks as outlined in the attachment, has requested that Airport staff terminate their lease and waive the 2025 lease payment of $67,937.35 and associated costs. Arlington Airport leased land. The lease was to accommodate a new Department of Social and Health Services (DSHS) building and create additional employment to the City of Arlington. There has been significant setbacks and revisions to their initial plan, and they are nearly $200,000 in investments including past lease payments. PGF LLC. has stayed current with their lease payments up until the termination of their lease. to sign. City of Arlington Council Agenda Bill NB #3 Attachment April 7, 2025 Resolution Designating Applicant Agent for FEMA Grant Application Resolution Public Works; Jim Kelly, Director EXPENDITURES REQUESTED: $5.8 million BUDGET CATEGORY: Water Capital Fund – seeking funding BUDGETED AMOUNT: None LEGAL REVIEW: DESCRIPTION: The Washington Building Resilient Infrastructure and Communities (BRIC) Program grant application requires the organization applying for the grant to provide an authorizing resolution designating the applicant agent for the City. HISTORY: City staff submitted a Hazard Mitigation Assistance (HMA) pre-application form to FEMA to apply for the Washington Building Resilient Infrastructure and Communities (BRIC) Program for funding of the Haller Well North Project. The project was selected to move forward with the grant application process and staff is in the process of completing and submitting the application. As part of the grant application with FEMA, the City must include a resolution designating the Applicant Agent for the City. ALTERNATIVES: I move to approve the resolution and authorize the Mayor to sign it. RESOLUTION NO. 2025-XXX A RESOLUTION OF THE CITY OF ARLINGTON, WASHINGTON DESIGNATING THE CITY’S APPLICANT AGENT FOR THE WASHINGTON BUILDING RESILIENT INFRASTRUCTURE AND COMMUNITIES (BRIC) GRANT PROGRAM For the state of Washington Building Resilient Infrastructure and Communities (BRIC) Program Sub-Application, Grant Program Application and Grant: BE IT RESOLVED THAT ____James X. Kelly, Public Works Director __ (Print Name and Title) OR HIS/HER ALTERNATE ____Kris Wallace, PW Staff Accountant_____ (Print Name and Title) is hereby authorized to execute for and on behalf of The City of Arlington, a local government entity, state agency, special purpose district, federally recognized tribe, or private nonprofit organization established under the laws of the state of Washington, this application, grant agreement, and payment requests to be filed with the Military Department, Emergency Management Division, for the purpose of obtaining and administering certain state and federal financial assistance under Section 404 of the Robert T. Stafford Disaster Relief and Emergency Act of 1988, P.L. 93-288, as amended. THAT The City of Arlington hereby authorizes its agent to provide to the Washington Military Department, Emergency Management Division for all matters concerning such non-disaster mitigation assistance the assurances and agreements required. Passed and approved this 7th day of April, 2025. CITY OF ARLINGTON _____________________________ Don E. Vanney, Mayor ATTEST: _______________________________ Wendy Van Der Meersche, City Clerk APPROVED AS TO FORM: ________________________________ Emily Romanenko, Deputy City Attorney Resolution Designating Applicant Agent For the state of Washington Building Resilient Infrastructure and Communities (BRIC) Program Sub-Application and Grant: BE IT RESOLVED THAT _______________________________ _ (Print Name and Title) Is hereby authorized to execute for and on behalf of a local government entity, state agency, special purpose district, federally recognized tribe or private nonprofit organization established under the laws of the state of Washington, this application, grant agreement, and payment requests to be filed with the Military Department, Emergency Management Division, for the purpose of obtaining and administering certain state and federal financial assistance under Section 404 of the Robert T. Stafford Disaster Relief and Emergency Act of 1988, P.L. 93-288, as amended. THAT __________________________________ hereby authorizes its agent to provide to the Washington Military Department, Emergency Management Division assurances and agreements required for all matters concerning such non-disaster mitigation. Passed and approved this 7th day of April, 2025 ___________________________________ _________________________________ Signature Print Name and Title *Note: Applicant agent designation is made by a mayor, county executive or governing board. An individual cannot designate himself/herself as the Applicant Agent.