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Timestamp: 2020-02-23 20:02:26
Document Index: 375232573

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Chapter 10.60 COMMUTE TRIP REDUCTION
Division III. Commute Trip Reduction
10.60.010 Definitions.
10.60.020 Burien CTR plan.
10.60.030 CTR goals.
10.60.040 Responsible agency.
10.60.050 Applicability.
10.60.060 Requirements for employers.
10.60.070 Mandatory program elements.
10.60.080 Additional program elements.
10.60.090 CTR program report and description.
10.60.100 Record keeping.
10.60.110 Schedule and process for CTR reports, program review and implementation.
10.60.120 Enforcement.
10.60.130 Exemptions and goal modifications.
10.60.140 Appeals.
“Affected employee” means a full-time employee who is scheduled to begin his or her regular work day at a single worksite covered by the commute trip reduction plan between 6:00 a.m. and 9:00 a.m. (inclusive) on two or more weekdays per week for at least 12 continuous months who is not an independent contractor.
“Affected employer” means a public or private employer that, for 12 continuous months, employs 100 or more full-time employees at a single worksite who are scheduled to begin their regular work day between 6:00 a.m. and 9:00 a.m. (inclusive) on two or more weekdays. The individual employees may vary during the year. Construction worksites, when the expected duration of the construction is less than two years, are excluded from this definition.
“Alternative commute mode” means any type of commute transportation other than that in which the single-occupant motor vehicle is the dominant mode, including telecommuting and compressed work weeks if they result in reducing commute trips.
“Alternative work schedules” means programs such as compressed work weeks that eliminate work trips for affected employees.
“Base year” means the 12-month period that commences when a major employer is determined by the jurisdiction to be participating within the CTR program. This 12-month period is the basis upon which commute trip reduction goals are developed.
“Base year survey” or “baseline measurement” means the survey, during the base year, of employees at a major employer worksite to determine the drive-alone rate and vehicle miles traveled per employee at the worksite. This measurement is used to develop commute trip reduction goals. The baseline measurement must be implemented in a manner that meets the requirements specified.
“Carpool” means a motor vehicle, including motorcycle, occupied by two to six people of at least 16 years of age traveling together for their commute trip, resulting in the reduction of a minimum of one motor vehicle commute trip.
“City” means the city of Burien or its designee assigned to administer the city’s CTR program.
“Commute trip vehicle miles traveled per employee” means the sum of the individual vehicle commute trip lengths in miles over a set period divided by the number of full-time employees during that period.
“Commute trips” means trips made from a worker’s home to a worksite with a regularly scheduled arrival time of 6:00 a.m. to 9:00 a.m. (inclusive) on weekdays.
“CTR” is the acronym of commute trip reduction.
“CTR plan” means the city of Burien’s plan as set forth in this chapter to regulate and administer the CTR programs of affected employers within its jurisdiction.
“CTR program” means an employer’s strategies to reduce affected employees’ drive-alone commutes and average VMT per employee.
“CTR zone” means an area, such as a census tract or combination of census tracts, within Burien characterized by similar employment density, population density, level of transit service, parking availability, access to high occupancy vehicle facilities, and other factors that are determined to affect the level of drive-alone commuting.
“Custom bus/buspool” means a commuter bus service arranged specifically to transport employees to work.
“Dominant mode” means the mode of travel used for the greatest distance of a commute trip.
“Drive-alone” means a motor vehicle occupied by one employee for commute purposes, including a motorcycle.
“Drive-alone trips” means commute trips made by employees made in single-occupant vehicles.
“Employee” means any person who receives financial or other remuneration in exchange for work provided to an employer, including owners or partners of the employer, provided an independent contractor shall not constitute an employee.
“Employer” means a sole proprietorship, partnership, corporation, unincorporated association, cooperative, joint venture, agency, department, district or other individual or entity, whether public, nonprofit, or private, that employs workers.
“Exemption” means a waiver from any or all CTR program requirements granted to an employer by the city based on unique conditions that apply to the employer or employment site.
“Flex time” is an employer policy that provides work schedules allowing individual employees flexibility in choosing the start and end time, but not the number, of their working hours.
“Full-time employee” means a person, other than an independent contractor, scheduled to be employed on a continuous basis for 52 weeks per year for an average of at least 35 hours per week.
“Good faith effort” means that an employer has met the minimum requirements identified in RCW 70.94.531 and this chapter and is working collaboratively with the city to continue its existing CTR program or is developing and implementing program modifications likely to result in improvements to its CTR program over an agreed upon length of time.
“Implementation” means active pursuit by an employer of the CTR goals of RCW 70.94.521 through 70.94.551 and this chapter as evidenced by appointment of an employee transportation coordinator (ETC), distribution of information to employees regarding alternatives to drive-alone commuting, and commencement of other measures according to its approved CTR program and schedule.
“Major employer” means a private or public employer, including state agencies, that employs 100 or more full-time employees at a single worksite who are scheduled to begin their regular work day between 6:00 a.m. and 9:00 a.m. on weekdays for at least 12 continuous months.
“Major employer worksite” or “affected employer worksite” or “worksite” means the physical location occupied by a major employer, as determined by the local jurisdiction.
“Major employment installation” means a military base or federal reservation, excluding tribal reservations, or other locations as designed by the city, at which there are 100 or more affected employees.
“Mode” means the type of transportation used by employees, such as single-occupant motor vehicle, rideshare vehicle (carpool, vanpool), transit, ferry, bicycle, and walking, compressed work week schedule and telecommuting.
“Notice” means written communication delivered via the United States Postal Service with receipt deemed accepted three days following the day on which the notice was deposited with the Postal Service, unless the third day falls on a weekend or legal holiday, in which case the notice is deemed accepted the day after the weekend or legal holiday.
“Peak period” means the hours from 6:00 a.m. to 9:00 a.m. (inclusive), Monday through Friday, except legal holidays.
“Peak period trip” means any employee trip that delivers the employee to begin his or her regular workday between 6:00 a.m. and 9:00 a.m. (inclusive), Monday through Friday, except legal holidays.
“Proportion of drive-alone trips” or “drive-alone rate” means the number of commute trips over a set period made by affected employees in SOVs divided by the number of potential trips taken by affected employees working during that period.
“Ride-matching service” means a system that assists in matching commuters for the purpose of commuting together.
“Single-occupant vehicle (SOV)” means a motor vehicle occupied by one employee for commute purposes, including a motorcycle.
“Single-occupant vehicle (SOV) trips” means trips made by affected employees in SOVs.
“Single worksite” means a building or group of buildings on physically contiguous parcels of land or on parcels separated solely by private or public roadways or rights-of-way occupied by one or more affected employers.
“Teleworking” or “telecommuting” means the use of telephones, computers, or other similar technology to permit an employee to work from home, eliminating a commute trip, or to work from a workplace closer to home, reducing the distance traveled in a commute trip by at least half.
“Transit” means a multiple-occupant vehicle operated on a for-hire, shared-ride basis, including bus, passenger ferry, rail, shared-ride taxi, shuttle bus, or vanpool.
“Transportation demand management” means a broad range of strategies that are primarily intended to reduce and reshape demand on the transportation system.
“Transportation management association (TMA)” means a group of employers or an association representing a group of employers in a defined geographic area. A TMA may represent employers within specific city limits, or may have a sphere of influence that extends beyond city limits.
“Vanpool” means a vehicle occupied by five to 15 people traveling together for their commute trip, resulting in the reduction of a minimum of one motor vehicle trip.
“Vehicle miles traveled (VMT) per employee” means the sum of the individual vehicle commute trip lengths in miles made by affected employees over a set period divided by the number of affected employees during that period.
“Waiver” means an exemption from CTR program requirements granted to an employer by the city based on unique conditions that apply to the employer or employment.
“Week” means a seven-day calendar period, starting on Monday and continuing through Sunday.
“Weekday” means any day of the week except Saturday or Sunday.
“Writing,” “written,” or “in writing” means original signed and dated documents. Facsimile (fax) transmissions are a temporary notice of action that must be followed by the original signed and dated document via mail or delivery. [Ord. 498 § 1 (Exh. A), 2009]
The city’s commute trip reduction plan set forth in Attachment 1 to the ordinance codified in this chapter is incorporated herein by reference. [Ord. 498 § 1 (Exh. A), 2009]
(1) Commute Trip Reduction Goals.
(a) The city’s goals for reductions in the proportions of drive-alone commute trips and vehicle miles traveled per employee by affected employers in Burien, major employment installations, and other areas designated by the city are hereby established by the city’s CTR plan. These goals establish the desired level of performance for the CTR program in its entirety.
(b) The city will set the individual worksite goals for affected employers based on how the worksite can contribute to the city’s overall goal established in the CTR plan. The goals will appear as a component of the affected employers’ approved implementation plan as outlined in BMC 10.60.060.
(2) Commute Trip Reduction Goals for Affected Employers.
(a) The drive-alone and VMT goals for affected employers in the city are hereby established as set forth in the CTR plan.
(b) If the goals for an affected employer or newly affected employer are not listed in the CTR plan, they shall be established by the city at a level designed to achieve the city’s overall goals for the jurisdiction and other areas as designated by the city. The city shall provide written notification of the goals for each affected employer worksite by providing the information when the city reviews the employer’s proposed program and incorporates the goals into the program approval issued by the city. [Ord. 498 § 1 (Exh. A), 2009]
The city shall be responsible for implementing this chapter, the CTR plan, and the city’s CTR program for its own employees. The city manager shall have the authority to issue such rules and administrative procedures and delegate authority to other city departments as may be necessary to implement this chapter. [Ord. 498 § 1 (Exh. A), 2009]
The provisions of this chapter shall apply to any affected employer within the geographic limits of the CTR plan.
(1) Notification of Applicability.
(a) In addition to the city’s established public notification for adoption of an ordinance, a notice of availability of a summary of the ordinance codified in this chapter, a notice of the requirements and criteria for affected employers to comply with this chapter, and subsequent revisions shall be published at least once in a newspaper of general circulation of Burien within 30 days after adoption of the ordinance codified in this chapter or revisions.
(b) Affected employers located in Burien are to receive written notification that they are subject to this chapter. Such notice shall be addressed to the company’s chief executive officer, senior official, CTR program manager, or registered agent at the worksite. Such notification shall provide 90 days for the affected employer to perform a baseline measurement consistent with the measurement requirements specified by the city.
(c) Affected employers that, for whatever reason, did not receive notice within 30 days of adoption of the ordinance codified in this chapter and are either notified or identify themselves to the city within 90 days of the adoption of the ordinance codified in this chapter will be granted an extension to assure up to 90 days within which to perform a baseline measurement consistent with the measurement requirements specified by the city.
(d) Affected employers that have not been identified or do not identify themselves within 90 days of the passage of the ordinance codified in this chapter and do not perform a baseline measurement consistent with the measurement requirements specified by the city within 90 days from the adoption are in violation of this chapter and are subject to penalties as written in BMC 10.60.120.
(e) If an affected employer has already performed a baseline measurement, or an alternative acceptable to the city, under previous iterations of this chapter, the employer is not required to perform another baseline measurement.
(2) Newly Affected Employers.
(a) Employers meeting the definition of “affected employer” must identify themselves to the city within 90 days of either moving into the boundaries of Burien or growing in employment at a worksite to 100 or more affected employees. Employers will be notified of this requirement via the business license application process. Employers who do not identify themselves within 90 days are in violation of this chapter.
(b) Newly affected employers identified as such shall be given 90 days to perform a baseline measurement consistent with the measurement requirements specified by the city. Employers who do not perform a baseline measurement within 90 days of receiving written notification that they are subject to this chapter are in violation of this chapter.
(c) Not more than 90 days after receiving written notification of the results of the baseline measurement, the newly affected employer shall develop and submit a CTR program to the city. The program will be developed in consultation with city staff to be consistent with goals of the CTR plan. The program shall be implemented not more than 90 days after approval by the city. Employers who do not implement an approved CTR program according to this schedule are in violation of this chapter and subject to the penalties outlined in BMC 10.60.120(2).
(3) Changes in Status as an Affected Employer. Any of the following changes in an employer’s status will change the employer’s CTR program requirements:
(a) If an employer initially designated as an affected employer no longer employs 100 or more affected employees, the employer will be monitored for the next 12 months. If the employer does not return to 100 or more employees at that time, the employer is no longer an affected employer. It is the responsibility of the employer to notify the city that it is no longer an affected employer. The burden of proof lies with the employer.
(b) If the same employer returns to 100 or more employees, that employer shall be treated as a newly affected employer and will be subject to the same CTR program requirements as other newly affected employers. [Ord. 498 § 1 (Exh. A), 2009]
An affected employer is required to make a good faith effort, as defined in RCW 70.94.534(2) and this chapter, to develop and implement a CTR program that will encourage its employees to reduce VMT per employee and drive-alone commute trips. [Ord. 498 § 1 (Exh. A), 2009]
Each employer’s CTR program shall include the following mandatory elements:
(1) Employee Transportation Coordinator (ETC). The employer shall designate an employee transportation coordinator (ETC) to administer the CTR program. The ETC and/or designee’s name, location, and telephone number must be prominently displayed physically or electronically at each affected worksite. The ETC shall oversee all elements of the employer’s CTR program and act as liaison between the employer and the city. The objective is to have an effective transportation coordinator present at each worksite; an affected employer with multiple sites may have one ETC for all sites.
(2) Information Distribution. Information about alternatives to drive-alone commuting as well as a summary of the employer’s CTR program shall be provided to employees at least once a year and to new employees at the time of hire. The summary of the employer’s CTR program also shall be submitted to the city with the employer’s program description and regular report. [Ord. 498 § 1 (Exh. A), 2009]
In addition to the specific program elements described in BMC 10.60.070, the employer’s CTR program shall include additional elements as needed to meet CTR goals. Elements may include, but are not limited to, one or more of the following:
(1) Provision of preferential parking for high-occupancy vehicles;
(2) Reduced parking charges for high-occupancy vehicles;
(3) Instituting or increasing parking charges for drive-alone commuters;
(4) Provision of commuter ride-matching services to facilitate employee ridesharing for commute trips;
(5) Provision of subsidies for rail, transit, or vanpool fares and/or transit passes;
(6) Provision of vans or buses for employee ridesharing;
(7) Provision of subsidies for carpools, walking, bicycling, teleworking, or compressed schedules;
(8) Provision of incentives for employees that do not drive alone to work;
(9) Permitting the use of employer’s vehicles for carpooling and vanpooling;
(10) Permitting flexible work schedules to facilitate employees’ use of transit, carpools, or vanpools;
(11) Cooperation with transportation providers to provide additional regular or express service to the worksite;
(12) Construction of special loading and unloading facilities for transit, carpool, and vanpool users;
(13) Provision of bicycle parking facilities, lockers, changing areas, and showers for employees who bicycle or walk to work;
(14) Provision of a program of parking incentives such as a rebate for employees who do not use the parking facilities;
(15) Establishment of a program to permit employees to work part- or full-time at home or at alternative worksite closer to their homes that reduces commute trips;
(16) Establishment of a program of alternative work schedules, such as a compressed work week, which reduces commute trips;
(17) Implementation of other measures designed to facilitate the use of high-occupancy vehicles, such as on-site day care facilities, emergency taxi services, or guaranteed ride home programs;
(18) Charging employees for parking, and/or the elimination of free parking;
(19) Other measures that the employer believes will reduce the number and length of commute trips made to the site. [Ord. 498 § 1 (Exh. A), 2009]
Affected employers shall review their program and file a regular progress report with the city in accordance with the format provided by the city.
(1) The CTR program report and description outlines the strategies to be undertaken by an employer to achieve the commute trip reduction goals for the reporting period. Employers are encouraged to consider innovative strategies and combine program elements in a manner that will best suit their location, site characteristics, business type, and employees’ commuting needs. Employers are further encouraged to cooperate with each other to implement program elements.
(2) At a minimum, the employer’s CTR program report and description must include:
(a) A general description of the employment site location, transportation characteristics, employee parking availability, on-site amenities, and surrounding services;
(b) The number of employees affected by the CTR program and the total number of employees at the site;
(c) Documentation of compliance with the mandatory CTR program elements;
(d) Description of any additional elements included in the employer’s CTR program;
(e) A statement of organizational commitment to provide appropriate resources to the program to meet the employer’s established goals.
(3) Biennial Measure of Employee Commute Behavior. In addition to the baseline measurement, employers shall conduct a program evaluation as a means of determining worksite progress toward meeting CTR goals. As part of the program evaluation, the employer shall distribute and collect commute trip reduction program employee questionnaires (surveys) at least once every two years, and strive to achieve at least a 70 percent response rate from employees at the worksite. [Ord. 498 § 1 (Exh. A), 2009]
Affected employers shall maintain a copy of their approved CTR program description and report, their CTR program employee questionnaire results, and all supporting documentation for the descriptions and assertions made in any CTR report to the city for a minimum of 48 months. The city and the employer shall agree on the record keeping requirements as part of the accepted CTR program. [Ord. 498 § 1 (Exh. A), 2009]
(1) Document Review. The city shall provide the employer with written notification if a CTR program is deemed unacceptable. The notification must give cause for any rejection. If the employer receives no written notification of extension of the review period of its CTR program or comment on the CTR program or annual report within 90 days of submission, the employer’s program or annual report is deemed accepted. The city may extend the review period up to 90 days. The implementation date for the employer’s CTR program will be extended an equivalent number of days.
(a) Schedule. Upon review of an employer’s initial CTR program, the city shall establish the employer’s regular reporting date. This report will be in a form provided by the city.
(2) Modification of CTR Program Elements. Any affected employer may submit a request to the city for modification of CTR requirements. Such request may be granted if one of the following conditions exist:
(a) The employer can demonstrate it would be unable to comply with the CTR program elements for reasons beyond the control of the employer; or
(b) The employer can demonstrate that compliance with the program elements would constitute an undue hardship;
(c) The city may ask the employer to substitute a program element of similar trip reduction potential rather than grant the employer’s request.
(3) Extensions. An employer may request additional time to submit a CTR program description and report, or to implement or modify a program. Such requests shall be via written notice at least 30 days before the due date for which the extension is being requested. Extensions not to exceed 90 days shall be considered for reasonable causes. The city of Burien shall grant or deny the employer’s extension request by written notice within 10 working days of its receipt of the extension request. If there is no response issued to the employer, an extension is automatically granted for 30 days. Extensions shall not exempt an employer from any responsibility in meeting program goals. Extensions granted due to delays or difficulties with any program element(s) shall not be cause for discontinuing or failing to implement other program elements. An employer’s regular reporting date shall not be adjusted permanently as a result of these extensions. An employer’s biennial reporting date may be extended at the discretion of city.
(4) Implementation of Employer’s CTR Program. Unless extensions are granted, the employer shall implement its approved CTR program, including approved program modification, not more than 90 days after receiving written notice from the city that the program has been approved or with the expiration of the program review period without receiving notice from the city. [Ord. 498 § 1 (Exh. A), 2009]
(1) Compliance. For purposes of this section, compliance shall mean:
(a) Fully implementing in good faith all mandatory program elements as well as provisions in the approved CTR program description and report;
(b) Providing a complete CTR program and description report on the regular reporting date; and
(c) Distributing and collecting the CTR program employee questionnaire during the scheduled survey time period.
(2) Program Modification Criteria. The following criteria for achieving goals for VMT per employee and proportion of drive-alone trips shall be applied in determining requirements for employer CTR program modifications:
(a) If an employer meets either or both goals, the employer has satisfied the objectives of the CTR plan and will not be required to improve its CTR program.
(b) If an employer makes a good faith effort, as defined in RCW 70.94.534(2) and this chapter, but has not met the applicable drive alone or VMT goal, no additional modifications are required.
(c) If an employer fails to make a good faith effort as defined in RCW 70.94.534(2) and this chapter, and fails to meet the applicable drive-alone or VMT reduction goal, the city shall direct the employer to revise its program within 30 days to come into compliance, including specific recommended program modifications. In response to the recommended modifications, the employer shall submit a revised CTR program description and report, including the requested modifications or equivalent measures, within 30 days of receiving written notice to revise its program. The city shall review the revisions and notify the employer of acceptance or rejection of the revised program. If a revised program is not accepted, the city will send written notice to that effect to the employer within 30 days and, if necessary, require the employer to attend a conference with program review staff for the purpose of reaching a consensus on the required program. A final decision on the required program will be issued in writing by the city within 10 working days of the conference.
(3) Violations. The following constitute violations if the deadlines established in this chapter are not met:
(a) Failure to self-identify as an affected employer;
(b) Failure to perform a baseline measurement, including:
(i) Employers notified or that have identified themselves to the city within 90 days of the ordinance codified in this chapter being adopted and that do not perform a baseline measurement consistent with the requirements specified by the city within 90 days from the notification or self-identification;
(ii) Employers not identified or self-identified within 90 days of the ordinance codified in this chapter being adopted and that did not perform a baseline measurement consistent with the requirements specified by the city within 90 days from the adoption of the ordinance codified in this chapter;
(c) Failure to develop and/or submit on time a complete CTR program;
(d) Failure to implement an approved CTR program, unless the program elements that are carried out can be shown through quantifiable evidence to meet or exceed VMT and drive-alone goals as specified in this chapter;
(e) Submission of false or fraudulent data in response to survey requirements;
(f) Failure to make a good faith effort, as defined in RCW 70.94.534 and this chapter; or
(g) Failure to revise a CTR program as defined in RCW 70.94.534(4) and this chapter.
(a) No affected employer with an approved CTR program that has made a good faith effort may be held liable for failure to reach the applicable drive-alone or VMT goal.
(b) Each day of failure to implement the program shall constitute a separate violation, subject to penalties as described in Chapter 7.80 RCW.
(c) An affected employer shall not be liable for civil penalties if failure to implement an element of a CTR program was the result of an inability to reach agreement with a certified collective bargaining agent under applicable laws where the issue was raised by the employer and pursued in good faith. This can be accomplished through the following:
(i) Propose to a recognized union any provision of the employer’s CTR program that is subject to bargaining as defined by the National Labor Relations Act; and
(ii) Advise the union of the existence of the statute and the mandates of the CTR program approved by the city and advise the union that the proposal being made is necessary for compliance with state law (RCW 70.94.531). [Ord. 498 § 1 (Exh. A), 2009]
(1) Worksite Exemptions. An affected employer may request the city to grant an exemption from all CTR program requirements or penalties for a particular worksite. The employer must demonstrate that it would experience undue hardship in complying with the requirements of this chapter as a result of the characteristics of its business, its work force, or its location(s). An exemption may be granted if, and only if, the affected employer demonstrates that it faces extraordinary circumstances, such as bankruptcy, and is unable to implement any measures that could reduce the proportion of drive-alone trips and VMT per employee. Exemptions may be granted by the city at any time based on written notice provided by the affected employer. The notice should clearly explain the conditions for which the affected employer is seeking an exemption from the requirements of the CTR program. The city shall grant or deny the request within 30 days of receipt of the request. The city shall review annually all employers receiving exemptions, and shall determine whether the exemption will be in effect during the following program year.
(2) Employee Exemptions. Specific employees or groups of employees who are required to drive alone to work as a condition of employment may be exempted from a worksite’s CTR program. Exemptions also may be granted for employees who work variable shifts throughout the year and who do not rotate as a group to identical shifts. The city will use the criteria identified in the CTR board administrative guidelines to assess the validity of employee exemption requests. The city shall grant or deny the request within 30 days of receipt of the request. The city shall review annually all employee exemption requests and shall determine whether the exemption will be in effect during the following program year.
(3) Modification of CTR Program Goals.
(a) An affected employer may request that the city modify its CTR program goals. Such requests shall be filed in writing at least 60 days prior to the date the worksite is required to submit its program description or biennial report. The goal modification request must clearly explain why the worksite is unable to achieve the applicable goal. The worksite must also demonstrate that it has implemented all of the elements contained in its approved CTR program.
(b) The city will review and grant or deny requests for goal modifications in accordance with procedures and criteria identified in the CTR board guidelines.
(c) An employer may not request a modification of the applicable goals until one year after the city’s approval of its initial program description or biennial report. [Ord. 498 § 1 (Exh. A), 2009]
(1) Appeal of Final Decisions. Employers may file a written appeal to the city’s hearing examiner pursuant to Chapter 2.15 BMC of the city’s final decisions regarding the following actions:
(a) Rejection of an employer’s proposed program.
(b) Denial of an employer’s request for a waiver or modification of any of the requirements under this chapter or a modification of the employer’s program.
(c) Denial of credits requested.
(2) Appeals filed under this section must be filed with the city clerk’s office within 14 calendar days after the employer receives notice of the final decision. Determinations on appeals shall be based on whether the decision being appealed was consistent with the state law. [Ord. 498 § 1 (Exh. A), 2009]