►
From YouTube: Committee on Government Operations on November 27, 2018
Description
Docket #1543- Ordinance regarding fair work week employment standards for City contractors
A
A
First,
before
hiring
new
employees,
a
covered
employer
is
defined
as
the
City
of
Boston
as
any
firm
vendor
contractors
or
supplier
of
goods,
and/or
services
to
the
city
of
Boston
or
any
of
its
subcontractors.
I'd
like
to
note
that
this
hearing
is
being
streamlined.
Boston
City,
Council
TV
online,
it's
also
being
recorded
and
will
be
broadcast
at
a
later
date
on
comcast
channel
8
RCN
channel
82
in
Verizon
1964.
A
So
at
this
time,
I'd
like
to
turn
it
over
to
my
colleague
city
councillor,
Michelle
woo,
for
further
opening
remarks,
as
well
as
to
may
be
clearly
frame,
her
proposed
ordinance
as
well
as
what
it
does
and
what
it
doesn't
do.
I
know
this
like
everything
else.
Sometimes
this
misinformation
gets
out
there
as
well,
so
I
want
to
make
sure
that
council
who
has
an
opportunity
to
define
and
describe
her
ordinance.
She
recognizes
council,
Michelle,
woo
Thank.
B
B
What
this
ordinance
would
do
is
require
that
companies
again
contracting
with
the
city
or
the
city
itself,
would
offer
employees
the
ability
to
know
their
schedules
ahead
of
time
and
have
up
to
two.
We
have
two
weeks
at
least
of
notice.
Of
course,
things
happen
in
a
company
and
whether
it's
unexpected
illnesses
or
weather
events
or
other
unpredictable
events.
B
There
needs
to
be
flexibility.
I
I
know
that
I
know
many
business
owners
have
reached
out
to
me
about
that
and
as
someone
who
ran
a
small
business
back
in
the
day,
I
understand
how
important
it
is
to
be
able
to
adapt.
What
we
see
now,
though,
in
today's
economy,
writ
large,
is
a
trend
that
more
and
more
workers
are
now
hourly
part-time
or
even
less
at
workers.
B
They
are
juggling
multiple
jobs
and
when
the
unpredictability
of
their
schedules
collides
with
need
the
need
to
schedule
in
advance
childcare,
doctor's
appointments,
other
daily
necessities
of
their
lives.
It
makes
it
impossible
to
function
as
a
family
as
a
consumer
as
a
part
of
society
in
our
community.
So
a
few
statistics
to
frame
this
right
now,
nationally,
more
than
four
and
five
for
more
than
four
out
of
five
hourly
part-time
workers,
reported
that
their
weekly
work
hours
fluctuated
by
an
average
of
87%
week
to
week
as
men.
B
This
leads
to
higher
levels
of
work,
family
conflicts
among
the
workers,
more
than
half
of
minimum-wage
workers
say
they
have
to
work
more
than
one
job
to
make
ends
meet,
which
often
leads
to
problems
balancing
their
schedules,
one
at
50%
of
hourly
workers
report
that
their
employer
schedules
them
without
their
input
and
among
workers
of
color.
This
is
even
higher.
So
this
is
about
the
relationship
between
a
family
and
their
need
to
have
some
predictability
in
how
they
function.
B
We
know
my
strong
belief
is
that
stable
families
leave
to
stay
lead
to
stable
economies,
which
leads
to
a
stable
City
and,
as
we
see
the
increase
of
hourly
work,
more
and
more
workers
being
pulled
in
multiple
directions
because
of
this
part-time
work.
This
is
a
reasonable
proposal
that
would
offer
predictability
to
their
lives.
Certainly,
again,
changes
can
happen
within
that
two
week.
B
Time
frame,
if
there
are
exemptions
in
here
for
weather,
related
incidences
for
other
unpredictable
events
that
may
come
up,
and
even
if
it
is
not
one
of
those
exemptions,
there
certainly
can
be
changes
to
schedules
within
two
weeks.
If
it
is
an
employee
initiated
change,
that
is
totally
fine.
If
it
is
an
employer
initiated
change,
there
is
a
provision
that
the
employee
would
be
compensated.
A
certain
amount
for
that
change
again,
recognizing
that
the
change
is
expensive
to
them.
B
It
affects
their
ability
to
have
their
kids
to
make
their
appointments
and
to
make
all
the
pieces
of
their
lives
fit
together.
So
I
suppose
in
closing
I
just
want
to
emphasize
that
much
of
the
conversation
about
this
ordinance
to
date
has
been
about
the
lard,
not
necessarily
this
language
and
what
it
would
do,
but
the
larger
signal
that
it
would
send
to
Beacon
Hill
and
to
state
legislators
so
I
think
there's
a
lot
of
anxiety
in
this
room
about
scheduling,
predictability
as
state
legislation.
B
B
What
the
details
are,
what
timeframes,
what
levels
of
compensation
or
incentives
are
built
in,
but
that
larger
conversation
should
not
overshadow
the
fact
that,
when
the
City
of
Boston
has
the
ability
to
act
to
make
a
change
that
could
improve
the
lives
of
our
residents,
the
people
who
live
in
Boston
the
people
who
work
in
Boston
that
I
believe
it's
our
obligation
to
take
that
action.
And
so
I
want
to
be
clear
that,
as
we're
discussing
this
ordinance,
it
is
about
the
relatively
limited
universe
of
businesses
that
we
jurisdictionally
would
be
able
to
reach.
B
I
know
again,
as
a
former
small
business
owner,
how
important
businesses
are
they're,
the
lifeblood
of
our
communities
and
our
neighborhoods
and
I
believe
that
our
role
on
the
legislative
side
is
to
set
parameters
that
can
help
shape
the
balance
of
business
interest,
and
particularly
here,
I'm
talking
about
larger
corporate
interests
with
the
interest
and
the
needs
of
families
and
individuals.
Residents
are
our
residents
and
our
neighbors
in
the
city
of
Boston.
So
thank
you
very
much.
Thank.
A
C
And
councillor
Michael
Flaherty,
in
addition
to
the
attendees
here
as
well,
my
name
is
Tran
Wynn
and
I'm.
The
I
have
the
pleasure
of
serving
Mayor
Walsh
in
the
office.
The
mayor's
office
of
Workforce
Development
I'm,
the
director
there
for
the
last
almost
five
years.
It's
hard
to
believe,
but
time
does
fly
by
our
office,
is
engaged
with
community
partners,
residents,
advocacy
groups
also
employers
as
well
to
design
job
quality
programs
and
training
and
education
for
Boston
residents.
C
We
oversee
the
mass
hires
career
centers
in
the
Boston
area,
which
serves
about
15,000
to
20,000
job
seekers
throughout
the
Greater
Boston,
but
predominantly
in
the
Boston
area
we
are
were
also
overseeing
the
living
wage
ordinance.
Also,
the
deaf
way:
the
wage
theft
executive
order
for
mayor
Walsh
since
2015
as
well.
We
have
designed
Boston
hires
program,
which
is
to
promote
job
qualities
for
Boston
residents
in
the
city,
as
we
all
know
that
Bostonians
do
not
have
a
challenge
with
obtaining
jobs.
C
However,
the
main
challenge
is
to
provide
the
main
one
of
the
main
challenges
to
have
Bostonians
obtain
career
pathway,
jobs,
jobs
that
provide
them
with
upward
mobility,
family,
sustaining
wages.
So
that
they
can
provide
for
their
families
and
contribute
to
the
economic
mobility
of
the
city
as
well,
so
that's
a
healthy
City
and
right
now
for
Boston
hires,
we
have
43
employers
in
Greater
Boston,
who
participates
in
good
job,
a
good
quality
job.
C
So
we
know
that
employers
do
want
to
provide
career
pathways,
to
retain
their
employers,
employees
and
to
also
recruit
and
retain
talent
in
the
city
of
Boston.
So
we
know
that
that
kind
of
job
quality,
narrative
and
push
is
very
receptive
to
employers,
especially
the
ones
that
we
work
with
so
we're
here
to
listen
and
learn
about
the
ordinance
and
provide
any
support
and
answer
any
questions
you
may
have.
Thank.
A
You
very
much
trend.
Question
of
you
obviously
know
the
your
department.
You
have
a
number
of
great
programs,
one
that
jumps
out
at
me
is
the
Boston
hires
yes
program,
so
would
I
guess
if
this
ordinance
was
to
pass?
How
would
the
Boston?
How
would
your
operation
with
Boston
high
is?
How
would
that
be
impacted
by
any
of
the
provisions
of
this
ordinance?
So.
C
C
Right
now
we
have
approximately
3,000
new
hires
work
in
the
program,
since
we've
counted
the
numbers
in
the
last
six
months,
so
this
ordinance
is
will
complement
our
narrative
and
our
message
and
our
principles
and
values
around
good
quality
jobs.
However,
an
ordinance
is
legislature
has
a
different
compliance
mechanism
versus
Boston
hires
Boston
hires
is
a
voluntary
program
which
employers
sign
up
and
they
do
a
survey
twice
a
year
to.
C
A
C
So
probably
a
b
c
d
is
one
of
our
largest
as
well,
and
also
our
mass
hires
program,
which
is
our
career
centers
that
employ
about
25
to
50
to
100
staff
at
the
same
time,
so
predominantly
nonprofits
universities,
boston
university,
is
a
major
employer
because
they
also
obtain
a
city
contract
through
the
bossom
public
schools,
so
predominantly
nonprofits
who
obtained
it
there.
There
other
vendors
for
waste
management,
janitorial
and
the
maintenance
contractors
as
well.
So
some
of
that
those
are
the
major
vendors.
C
But,
as
you
know,
there
is
a
proposal
for
the
maintenance
and
janitorial
contracts
that
the
mayor
had
proposed,
which
is
to
have
those
vendors
and
those
contracts
be
parallel
to
the
state
prevailing
wage,
which
is
not
the
living
wage.
So
when
you
so,
we
have
state
prevailing
wages
in
certain
sectors
versus
municipal,
so
we
have
to
segment
them
out
depending
on
who
obtains
those
contracts.
Okay,.
B
You,
mr.
chairman
hydron,
so
good
I
just
want
to
go
through
kind
of
piece
by
piece.
The
groups
that
would
be
affected
and
go
a
little
further
on
on
the
Chairman's
questioning
so
primarily
would
be
city
employees
right.
So
would
this
change
at
all
any
practices
that
the
City
of
Boston
already
does
to
your
knowledge?
Does
the
city
already,
for
the
most
part,
offer
scheduling,
predictability
to
direct
city
employees,
so.
C
Those
who
are
those
who
have
contracts
that
are
that
are
tied
to
the
living
wage
ordinance
who
are
doing
who
obtains
city
contracts
so
for
the
living
wage
ordinance.
It
is
simply
about
meeting
the
living
wage.
It
is
not
tied
to
flexible
schedules,
providing
a
sit-down
with
the
mainly
the
lower
wage
staff
to
really
plan
out
what
their
schedules
will
look
like
on
flexibility
and
also
schedule
so
that
they
can
manage
their
work
and
life
as
well.
So
right
now
we
actually
don't
have
that
provision
with
you.
B
I'm
not
even
talking
about
living
wage
vendor
employees,
yet
yeah
I'm,
just
talking
about
direct
city,
so
you
know
folks
who
work
upstairs
or
at
10:10
Mass
Ave
you're.
The
best
of
your
knowledge
does
do.
City
workers
who
are
paid
directly
from
the
city
and
parts
of
various
unions
or
bargaining
unions
is
their
scheduling,
predictability.
So.
C
I
have
to
defer
that
question
to
our
HR
director,
Vivian
Leonard
and
our
chief
of
staff
Dave
Sweeney,
who
operates
and
who
oversees
city
employees
about
35,000
of
them.
We
only
work
with
compliance,
living
wage
ordinance
grants
management
on
the
federal
and
state
grants,
and
the
one-stop
Career
Center's,
so
I
would
have
to
defer
okay
that
question
okay
today.
B
So
going
back
on
the
living
wage
ordinance
and
the
what
that
covers,
so
your
office
very
helpfully
sent
over
a
list
which
I'll
share
with
my
colleagues
and
anyone
else,
who's
interested
of
389
vendors,
who
were
categorized
as
living
wage
contractors
and
FY
18.
Does
that
sound
about
right?
Yes,
okay!
So-
and
this
would
be
essentially,
the
ordinance
was
written
so
that
it
would
fit
very
easily
with
the
same
compliance
mechanism,
as
you
said,
correct,
so
the
intent
and
the
goal
is
for
this
list
of
companies
to
be
the
same.
C
I
mean
we
would,
we
would
probably
have
to
add
another
compliance
measure
to
the
living
wage,
ordinance,
probably
another
form
that
they
have
to
fill
so
the
the
challenge
of
that
wouldn't
be
it.
It
would
not
be
a
lot
of
work
to
do
that,
but
the
real
question
is:
how
would
an
ordinance
like
this
impact,
all
city
employees,
which
is
very
different
from
you-
know,
city
vendors?
Obviously,
the
city
vendors
pool
is
much
smaller
than
city
employees
in
the
city
of
Boston.
How.
C
Three
thousand
to
forty
two
hundred,
depending
on
the
size
of
the
contract
and
each
year
we
are
the
living
wage.
Advisory
Council
is
working
to
expand
the
the
living
wage
ordinance
to
kwazii's,
which
are
you
know,
the
Boston
Public
Health
Commission,
the
Boston
planning
and
development
agency,
the
economic
development
industrial
corporation.
Those
are
what
we
call
kwazii's
and
right
and
the
Boston
Housing
Authority,
for
example.
Those
are
what
we
call
quasi
a
state,
and
so
they
are
absurd,
quasi
City
and
so
they're,
not
necessarily
subject
to
the
living
wage
ordinance.
C
A
Pathetically
so
the
city
Boston
has
a
contract
with
Comcast
we're
currently
being
viewed
right
now
on
Comcast
channel
8.
Yeah
Comcast,
as
you
know,
is
a
huge
company,
that's
right,
much
bigger
than
three
thousand
to
forty
two
hundred
employees,
and
they
say
they
currently
have
so
they
have
a
technician
or
the
one
of
the
work
is
male
female,
that's
going
to
repair
and
it's
a
part-time
position.
Does
this
impact
Comcast
so.
C
A
Even
companies
like
that,
like
just
they're,
providing
a
service
or
we're
contracting
with
them,
they're
a
bigger
company
and
just
don't
not
sure
whether
or
not
this
ordinance
now
applies
to
them
and
again,
if
it's
correct,
if
they
have
split
shifts
or
if
they
have
part-time
shifts
or
sure
I
you
can't
you
cannot.
You
cannot
do
that,
but
it's
at
the
appropriate
time.
Ma'am
you'll
have
an
opportunity
to
be
heard.
That's
correct!
That's
yes!
We're
gonna
have
yep
there'll,
be
public.
Testimony
you
have
to
sign
in.
A
You
have
to
sign
your
name
and
affiliation
on
the
sheet
all
right.
Well,
we
will
with
this
you
can
do
that
so
that
there's
another
there's
another
sign-up
sheet
over
the.
If
you
feel
free
to
fill
out
that
information
and
at
the
appropriate
time,
I'll
be
calling
for
public
testimony
and
you
will
have
the
floor.
Thank
you.
Actually,
your
name
is
on
here,
so
you're
covered.
So
as
soon
as
we
get
to
the
public
testimony
portion
you,
you
will
be
called
not
a
problem.
Okay,
gotcha,
very
good!
Thank
you
ma'am!
So
Trin.
B
Sure
so
there
were
some
specific
questions
that
representatives
of
different
associations
had
brought
to
me
about
what
would
what
would
be
covered?
And
you
know
we
talked
about
this
specific
list,
but
I
think
it
could
be
helpful
to
just
push
a
little
bit
on
what
you
were
saying
so
across
the
street,
for
example,
Fanueil
Hall
is
city
is
city-owned
least
to
the
B
RA
and
then
leased
again
to
ashkenazi.
B
Who
then
has
the
master
lease
and
and
finds
all
the
specific
vendors,
but
each
of
those
food
operators
or
businesses
in
Fanueil
Hall
are
not
currently
subject
to
living
wage.
Correct,
unfortunately,
no
and
is
the
push
that
you
were
mentioning
about,
trying
to
expand
that
to
city-owned
land
that
is
leased.
That
would
then
incorporate
them
as
well
correct.
B
C
And
in
the
last
three
and
a
half
years
we
have
been
trying
we
have
putting.
We
have
been
organizing
the
data,
we're
collecting
to
include
socio
demographics
census
track,
so
that
we'll
know
who
lives
where
and
how.
Many
people
have
been
impacted
by
it
and
we're
trying
to
obtain
data
around
race
as
well,
so
that
we'll
know
what
the
impact,
how
it
impacts
the
hardest-hit
communities
in
Boston.
Okay,.
B
C
Think
that
it
is
something
that
we
support.
We
love
to
listen
and
learn
about
how
it's
impacting
businesses
and
employers,
because
obviously
they
are
a
big,
a
big
stakeholder
in
the
city
of
Boston
and
for
our
work,
because
at
the
end
of
the
day
they
hire
the
residents
of
Boston.
So
it's
important
for
us
to
listen
and
learn.
C
And
then,
and
then
we
can
then
talk
about
what
the
impact
would
that
be,
we
would
run
some
numbers
on
the
vendors.
The
contracts
would
be
impacted
and
also
how
many
workers
would
be
impacted
by
it.
We
would
also
like
to
roll
out
some
kind
of
evaluation,
like
we
did
with
UMass
Boston,
with
our
health
initiative,
health
impact
assessment
that
we
did
three
and
a
half
years
ago
with
the
Boston,
Public,
Health
Commission,
and
so
just
looking
at
the
impact
and
trying
to
make
improvements
to
the
ordinance
if
it
passes.
B
C
D
C
So
we
do
have
a
contract
with
Boston
University
working
with
the
Boston
Public
Schools
on
a
summer,
Leadership
Institute.
So
that's
the
only
contract
that
we
have
under
the
living
wage
ordinance
and
this
isn't
about
I,
understand
the
living
wage
ordinance,
but
we're
talking
about
city
vendors
in
which
we
have
jurisdiction
over
compliance,
and
so
that
is
not
what
that
is
not
covered
under
the
living
wage,
meaning
all
of
Boston,
Public,
Schools,
vendors
and
contracts
are
not
all
covered
under
the
living
wage
ordinance,
but.
C
Unfortunately,
that
is
not
covered
under
the
living
wage
ordinance
when
they
have
their
subcontractors
only
to
their
main
contractors
and
vendors,
so
if
they
were
subbing
that
out-
and
they
were
contracting
that
out-
that
is
not
part
of
the
the
the
overall
compliance
structure
that
we
have
for.
Furthermore,
not
all
of
Boston
Public
School
contracts
are
subject
to
living
wage
ordinance.
There
are
some
exemptions
under
goods
and
services.
B
And
then,
if
you
go
to
section
page
three
section
4.4
point:
nine
four
upon
hiring
an
employee,
a
covered
employer
shall
provide
an
employee
with
a
written
good-faith
estimate
of
the
employees
work
schedule,
and
so
basically,
this
is
about
not
having
last-minute
changes
to
the
schedule,
but
a
sub
by
nature
when
they
sign
on
to
the
job
they're
their
good
faith
estimate
the
the
prediction
of
what
their
schedule
will
be.
Is
that
that's
the
nature
of
it?
B
D
A
You
very
much
Trin
if
you
could
just
stay
with
us
in
the
gallery.
We're
gonna
go
right
to
the
second
panel
and
then
we
have
some
time
sensitivity.
So
Bob
Bob
laws
is
here
from
president/ceo.
The
mast
Restaurant
Association
Ryan
Kearney
is
here
from
the
retailer's
Association,
but
I
asked
Jeremy
Thompson
senior
policy,
analyst
Minister,
sits
Budget
and
Policy
Center
to
come
down
as
well
and
also
I
know
that
both
Stuart
Coleman
and
Pat
McNair.
Here
one
of
you
want
to
participate
in
this
panel
from
the
mast,
staffing
Association.
A
E
Sure,
thank
you
very
much
councillors
and
chairman
for
having
us
here
today
and
listening
to
us
and
calling
upon
us.
I
am
bob.
Was
president
CEO,
the
Massachusetts
Restaurant
Association
and
you
know.
Let
me
start
by
saying,
though
I
would
recognize
that
this
is
initially
about
contractors
that
do
business
with
the
city,
as
we
just
heard,
there's
some
questions
as
to
how
far-reaching
would
be
in
terms
of
Fanueil
Hall,
obviously
there's
a
number
of
different
opportunities
there:
retail
restaurants,
food
food
and
beverage.
So
we
have
concerns
you
know
about
that.
E
We
also
concerns
because
of
the
respect
that
Boston
has
things
that
happen
here,
often
replicated
throughout
the
state.
This
eight
and
so-
and
you
know,
council
rule,
as
you
pointed
out
earlier,
legislatively
things
tend
to
get
looked
at
a
lot
as
well
so
here
for
a
number
of
reasons-
and
you
know
before
I
start
a
couple
stats
that
a
couple
things
that
I'd
like
to
say
just
in
general
to
make
sure
that
we
frame
this
in
Massachusetts
the
industry,
that
is
the
number
two
employer
of
employee
of
employees
of
head
counts
in
the
state.
E
Second,
only
to
health
care
is
is
the
food
and
beverage
industry,
restaurants,
and
so
we
number
over
three
hundred
thousand
we're
talking
about
a
significant
amount
of
employees,
one
in
three
get
their
first
job
in
a
restaurant.
One
in
two
in
their
lifetime
will
work
in
a
restaurant,
so
this
is
not
an
insignificant
issue
when
it
comes
to
our
workforce
and
secondly,
that
workforce
in
any
surveys
that
you
see
and
they
have
done
and
and
I
spent
my
life
in
human
resources
within
the
industry.
E
Before
coming
to
this
position,
so
I've
seen
a
host
of
them,
I
can
tell
you
that
the
number
one
thing
about
that
employees
state
about
their
job
satisfaction
is
the
flexibility
that
this
that
this
career
allows
them.
Flexibility
and
scheduling.
It
is
the
number
one
thing
they
ask,
for
it
is
the
number
one
thing
that
they
look
for
so
while
we
recognize
the
intent
of
predicted
predictive
scheduling
legislation,
we
sought
certainly
believe
restaurants
should
be
exempt
from
any
proposal.
E
As
I
said,
hundreds
of
thousands
and
Boston
is
the
epicenter
of
that
hundred
thousands
choose
to
work
in
the
restaurant
industry
solely
for
the
reason
of
having
flexible
hours
is
the
career
of
choice
for
many
working
mothers
and
secondary
income
earners.
The
restaurant
industry
allows
people
to
work,
non-traditional
hours
and
minimize
disruptions
to
other
aspects
of
their
life,
be
a
childcare
or
the
family,
member
care,
educational
demands
so
on
and
so
forth.
E
Restaurants
need
to
be
very
flexible
to
meet
the
demands
of
their
customers
of
the
customer
base,
and
especially
restaurant
owners
as
a
whole
should
be
able
to
determine
the
staffing
needs
and
have
flexibility
to
meet
the
demands
of
the
consumer.
Restaurants
routinely
take
action
without
mandates
to
meet
team
member
needs
and
because
this
is
an
essential
part
of
treating
their
their
employees
with
dignity
and
respect
which
they
have
to
do,
especially
in
today's
workforce.
E
We
are
understaffed
in
every
single
operation
within
the
state
there
there
are
probably
three
illustrations:
I'm
going
to
use
to
just
show
out
of
the
number
to
just
show,
potentially
troubling
aspects,
pie,
the
troubling
aspects,
part
of
this
legislation.
First,
as
council
rule,
you
pointed
out,
restaurants
can't
predict
whether
many
restaurants
need
to
close,
especially
in
today's
environment,
where
you
know
it's,
it
seems
all
too
often
because
of
the
way
we
work
differently.
Today,
the
governor
comes
on
as
soon
as
snow
starts
and
and
talks
about
allowing
them
employees
allowing
people
to
work
from
home.
E
So
it's
quite
often
the
restaurants
might
need
to
close
six
seven
times
a
season
due
to
snow
and
other
conditions.
Furthermore,
as
we
all
know,
our
customer
base
enjoys
eating
outside
now,
and
so,
where
there's
a
lot
of
patios-
and
you
know,
the
city
has
been
Pro
proactive
and
making
more
patios
available,
but
those
patios
come
with
weather
fluctuations
that
dictate
whether
we're
allowed
to
open
or
not.
You
can
only
imagine
the
financial
burden.
E
This
legislation
would
have
one
operators
who
today
and
people
find
this
hard
to
believe
if
you're
a
very,
very
efficient,
well
running
restaurant.
Ninety
five
cents
on
every
dollar
that
you
bring
in
goes
out
to
cover
expenses.
It's
a
very,
very
bottom
line,
second
issue
that
restaurants
face
and
clearly
cannot
be
predicted,
as
when
people
pass
away.
He
said.
Well,
why
would
that
be
important,
because
more
and
more
in
today's
environment,
people
turn
to
restaurants
for
to
have
a
reception
or
a
welcoming
or
remembrance.
E
After
these
events-
and
you
know
for
us
to
have
to
you-
know
our
employees
look
forward
to
those,
they
shouldn't
look
forward
to
death,
but
they
look
forward
to
the
opportunities
to
earn
extra
income,
but
if
there's
a
burden
put
on
the
employer
that
says,
you're
gonna
have
to
pay
for
a
number
of
hours
before
they
even
come
in
to
earn
that
extra
money
due
to
an
unforeseen
event.
That's
that's
just
not
fair
and,
lastly,
most
importantly,
very
often
scheduling
changes
our
employee
initiated.
E
Although
those
legislation
takes
slightly
takes
into
account
any
changes
that
the
employee
initiates
themselves,
the
threshold
is
nearly
impossible,
as
any
requested
shift.
Change
needs
to
be
provided
to
the
employer.
In
writing.
The
flexibility
that
I
spoke
of
earlier
of
our
industry
provides
the
ability
that
allows
employees
to
swap
shifts
let
with
last-minute
developments
like
family
obligations
outside
commitments,
school
schedules
tests
concerts
anything
that
they
choose.
Why
should
an
operator
be
punished
for
an
employee
choosing
to
alter
his
or
her
own
schedule?
E
One
thing
to
consider
is
that
Massachusetts
already
has
paid
sick
leave
for
all
employees.
Employees
can
call
out
sick
anytime
that
they
want
and
really
without
providing
a
reason
to
the
employer
within
the
sick
law.
Employers
cannot
make
employees
find
replace
replacements
for
their
last
shifts.
This
means
the
replacement
employee,
for
that
shift
needs
to
be
found
by
an
employer
in
the
restaurant
industry.
You
can't
leave
that
section
empty.
You
have
to
replace
it.
E
You
can
envision
their
very
real
scenario
now
of
having
to
pay
triple
age
as
triple
wages
for
one
shift
employee
a
calls
out
sick,
an
employer
calls
and
asks
employer
B
to
come
in
and
work,
and
now
the
employer
needs
to
pay
the
regular
rate
of
pay
to
employee
a
the
regular
rate
of
pay,
plus
predictability
pay
to
employee
B.
That's
three
times
the
cost
for
one
shift.
E
Many
employees
seek
additional
hours
from
their
employer
when
restaurants
get
busy
because
of
the
season
an
unscheduled
event
or
for
any
other
reason
many
employees
welcome
the
ability
to
add
extra
shifts.
Why
would
an
employer
be
punished
for
giving
the
employee
an
opportunity
to
earn
extra
money
on
an
extremely
busy
night?
A
few
thoughts
on
the
specific
legislation.
Massachusetts
already
has
a
regulation
on
their
books
on
the
books
regarding
on-call.
E
All
employers
must
compensate
any
employee
for
on-call
time
if
the
employee
is
not
able
to
effectively
use
the
time
for
his
or
own
her
own
purposes.
Regarding
the
right
to
rest
between
shifts.
This
is
a
solution
in
search
of
a
problem.
Many
workers
choose
to
work
shifts
in
close
proximity
to
each
other
to
minimize
impacts
or
to
ensure
consecutive
days
at
home.
Just
like
a
nurse
may
choose
to
work
a
double
shift
as
to
minimize
the
number
of
days.
E
In
a
week
he
or
she
reports
to
work
college
college
kids,
who
have
multiple
shifts
on
weekends,
do
so
because
their
class
load
will
not
allow
them
to
work
during
the
week.
It's
their
choice.
Why.
Should
there
be
a
disincentive
to
allow
these
employees
to
work
these
shifts
on
behalf
the
MRA.
We
believe
that
restaurants
should
be
exempt
from
any
proposal
that
micromanages
how
the
operation
should
be
run.
Restaurants
have
only
14
meal
periods
per
week
and
5
hours
per
day.
They
need
to
be
properly
staffed
when
customers
come
or
customers
don't
come
back.
F
As
well
for
the
record,
my
name
is
Ryan
Kearney
I
am
general
counsel
to
retailers,
Association
of
Massachusetts.
Our
association
is
a
statewide
trade
association
of
approximately
4,000
members
representing
the
retail
restaurant
and
wholesale
sectors
of
the
retail
industry.
Ram
strongly
opposes
this
proposal,
which
will
significantly
impact
businesses
by
interfering
with
existing
employer,
employer,
employee
relationships,
removing
the
flexibility
of
current
scheduling
practices
and
imposing
necessary
costs
in
the
form
of
predictability,
pay
requirements
and,
and
also
compliance
penalties.
F
It's
going
to
create
a
competitive
disadvantage
when
those
individuals
try
to
compete
for
those
contracts
and
in
some
cases,
is
going
to
completely
deter
them
from
doing
so.
Furthermore,
as
discussed
previously
and
and
some
of
the
answer
had
come
from
a
previous
test
of
testimony,
the
ordinance
leaves
unanswered
questions
as
the
actual
scope
of
this.
This
ordinance,
we
have
questions
as
to
what
contractual
relationships
will
trigger
the
requirements.
F
F
My
role,
typically
at
a
statewide
level
because
of
our
membership,
and
we
have
continuously
seen
whether
it's
at
the
ballot
or
presented
up
at
the
legislature
or,
as
indicated
by
proponents
of
this
statewide
proposal,
it's
going
to
be
proposed
again
before
the
legislature.
If
the
you
know
if
this,
if
something
this
onerous
is
put
in
place
here
in
the
city
of
Boston,
the
concern
is
that
it
would
then
be
replicated
and
the
key
concerns
that
we
have
are
the
multiple
penalty
provisions
that
are
included
in
here
beyond
the
predictability
pay.
Both
those
are
penalty.
F
Provisions
to
my
knowledge
do
not
exist
in
any
other
jurisdiction
that
have
adopted
a
scheduling.
Ordinance
is
so
again
the
concern
there
is
that
if
you
have
the
penalties
here
and
in
the
city
of
Boston,
and
then
we
start
to
talk
about
this,
you
have
this
conversations.
A
statewide
level
are
those
penalties.
Also
gonna
be
adopted,
is
again
to
the
proposals
to
date
have
not
had
those
penalties
in
there.
F
The
fluctuations
and
sales
fluctuations
and
weather
are
going
to
dictate
what
the
employer
employees
can
and
cannot
do,
and
typically
from
our
conversations
with
our
members,
those
the
scheduling
practice
is
to
work
with
the
employees
work
with
people
that
they,
you
know,
trust
and
and
want
to
have
you
know
high
morale
and
work
for
them
come
in
and
have
something
that
they're
comfortable
with
and
to
interfere
with.
That
is
clearly
one
of
the
major
concerns
for
our
membership.
F
Again,
each
company
is
unique
and
each
employee
is
unique
in
their
needs.
There
was
a
discussion
about
who
this
is
intended
to
help
counselor.
Will
you
put
that
quite
clearly,
but
there's
also
individuals
like
the
elderly
they're
trying
to
you
know
augment
their
retirement.
It's
also
high
school
and
college
students
that
are
trying
to
defer.
You
know
to
mitigate
the
cost
of
higher
education.
F
So
again,
the
concern
is
that
you're
gonna
end
up
hurting
the
individuals
that
you
try,
and
this
is
even
with
the
offer
to
the
offer
to
offer
for
hours.
I
mean
you
put
those
hours
out
there
once
that
72
hours
is
up
and
the
individuals
have
not
responded.
It's
not
anybody
available
to
work.
They're
gonna
have
to
bring
on
another
part-time,
employee
and
and,
in
my
expectation,
is
they're.
Gonna.
Keep
that
part-time
employee
on
the
on
the
payroll
thereafter
and
it's
gonna
result
in
lower
less
hours
for
the
entire
workforce.
F
A
G
G
We
also
are
exceeding
and
seeking
an
exemption
for
the
staffing
Association,
we'll
get
into
that
real
quickly.
I
was
struck
when
mr.
Lutz
was
speaking.
I
waited
my
way
through
college
waited
tables
to
pay
for
college,
and
it
just
sort
of
hit
me
without
the
flexibility
from
both
parties
that
that
could
not
have
worked.
I
actually
worked
in
two
different
restaurants
to
be
able
to
maximize
and
without
all
parties
being
able
to
do
that.
G
G
By
definition,
the
work
is,
is
interim
and
unpredictable.
So
counselor
was
talking
about
having
a
substitute
teacher
in
for
a
day.
It's
very
similar
that
way
and
any
of
your
guys
offices,
if
somebody
was
suddenly
taken
ill
or
had
to
go
out
unforseen.
That
work
still
needs
to
get
done
in
the
way
that
a
lot
of
the
provisions
are
written.
It
would
either
be
difficult
or
impossible
to
get
somebody
in
in
a
timely
manner
and
I
think
that
would
be
hardship
for
everybody
particularly
concerned
I.
G
Think
about
the
employees
that
would
have
to
wait
if
there
was
any
way
to
implement
it
weeks
or
at
minimum
72
hours
to
begin
an
assignment.
If,
because
we
had
to
go
through
all
the
other
Massa
nations
of
it,
I
can
tell
you
the
number
of
times
we'll
have
to
take
a
gift
card
like
a
credit
card
to
somebody
so
that
they
can
afford
to
buy
their
tea
pass
to
get
to
work,
and
so
the
idea
of
them.
G
You
know
72
hours,
doesn't
seem
like
a
lot
except
for
people
that
can't
we
those
72
hours
as
an
association.
We
employ
30-plus
thousand
employees
in
the
state
every
day
and
one
of
our
big
concerns
and
we
are
submitting
written
testimony
so
it'll
be
way
more
concise
than
one
giving
today.
One
of
our
big
concern
is
the
way
that
is
drafted
and
the
employer
definition
of
the
employee
definition
would
sweep
up
sort
of
every
staffing
agency
that
does
work
with
the
city
and
anyone
else
that
they
do
work
with
just
by
definition.
G
A
G
That
that
would
be
good
I'd,
like
I,
said
I
think
our
written
testimonial
will
enumerate
all
that
points
very
similar
to
what
the
other
gentleman
had.
But
I
do
you
guys
were
sort
of
getting
into
a
little
bit
of
the.
How
would
this
thing
actually
work?
Is
it
affecting
I'd
love
to
be
able
to
get
you
more,
and
we
will
definitely
do
that
so.
A
H
Yeah
good
morning
my
name
is
Jeremy
Thompson
I'm,
a
senior
policy
analyst
with
the
Massachusetts
Budget
and
Policy
Center
mass
budget
is
an
independent
nonpartisan
research,
nonprofit,
focusing
on
policy
solutions
that
improve
the
lives
of
low
and
middle
income.
People
in
Massachusetts
among
these
policies
are
so-called
Fair
Work
Week
laws,
which
a
number
of
states
and
localities
have
enacted
in
recent
years,
covering
nearly
2
million
workers.
H
I
want
to
thank
the
committee
chair
councillor
Flaherty,
for
inviting
me
to
testify
today
and
councillor
Wu
for
sponsoring
the
ordinance
fair
workweek
laws
seek
to
address
a
growing
problem
in
the
workplace.
The
adoption
of
practices
that
prevent
many
workers
from
enjoying
stable,
secure
schedules,
workers
and
many
occupations
often
have
shifts
assigned
to
them
less
than
one
week
in
advance
and
their
schedules
can
fluctuate
wildly
from
one
period
to
another.
H
Daniel
Schneider
of
the
University
of
California
at
Berkeley
and
Kristen
Harknett
of
the
University
of
Pennsylvania,
run
the
shift
project
which
has
been
publishing
groundbreaking
Studies
on
the
relationship
between
work
schedules,
worker
health
and
family
well-being.
Their
2017
study
of
retail
and
fast-food
workers
found
the
following
half
of
workers
surveyed
said
their
household
income
varies
from
week
to
week,
with
a
typical
worker
experiencing
a
swing
and
earnings
of
thirty
four
percent
over
the
course
of
a
month.
H
This
income
volatility
is
much
more
prevalent
among
employees
whose
works
week,
whose
work
weeks
vary
been
among
those
with
stable
work
weeks,
and
it's
also
much
more
prevalent
among
the
households
of
black
and
Latin
X
workers.
Workers
with
volatile
household
incomes
are
more
likely
than
workers
with
stable
incomes
to
have
trouble,
paying
bills,
to
lack
confidence
in
their
ability
to
deal
with
a
sudden,
high
expense
and
to
turn
to
high-cost
financial
alternatives
like
payday
loans
and
pawnshops.
H
Other
research
on
unstable
schedules
has
found
adverse
effects
on
worker
health
and
child
well-being,
workers
who
receive
their
schedules
one
week
or
less
in
advance
or
more
likely
to
report
poor
or
fair
health,
and
then
workers
who
get
more
notice.
An
unstable
scheduling
can
make
it
hard
for
working
parents
to
arrange
child
care
and
to
monitor
home
work
and
participate
in
bedtime
routines,
both
of
which
have
been
shown
to
be
important
for
healthy
child
development.
H
Research
has
found
these
problems
across
a
wide
range
of
occupations,
but
they
are
most
prevalent
in
service
jobs
like
food
service
and
retail
sales
and
blue-collar
jobs
like
construction
repair
and
manufacturing
as
evidence
that
these
problems
has
grown.
So
is
research
showing
the
benefits
of
Fair
Work
Week
practices,
and
not
just
for
workers.
Fair
work
weeks
can
also
be
better
for
businesses
as
they
have,
as
they
have
been
found
to
boost
employee
morale
and
increase
sales
and
labor
productivity.
H
A
randomized
control
study
found
that
stable
scheduling,
increased
sales
by
7%
and
labor
productivity
by
5%,
the
Fair
Work
Week
ordinance
would
allow
the
city
to
leverage
its
considerable
purchasing
power
to
ensure
that
workers
and
their
families
and
businesses
benefit
from
fair,
healthy
schedules.
Thank
you
for
hearing
my
testimony.
Thank.
A
G
First
of
all,
how
would
it
impact
staffing
it
I
think
by
definition,
the
staffing
it
just
simply
couldn't
comply,
though
that's
one
of
the
concerns,
often
a
client
will
call
and
say:
so-and-so
had
an
accident
and
I
need
to
supplement
to
the
work
immediately
and
that
work
literally
is
the
next
day.
So
when
an
employee
comes
to
our
agency
and
they
fill
out
paperwork
they're
ready
to
go
by
definition
of
what
is
in
the
ordinance
right
now,
we'd
have
to
give
them
two
week,
advance
notice,
which
is
impossible.
G
The
other
side
of
it
is
if
an
agency,
if
a
company,
a
city
agency,
needs
additional
work
they're
supposed
to
post
with
internally
within
72
hours,
to
see,
if
there's
other
people
that
could
do
that
work.
I
think
most
agencies
know
what
the
work
capacity
is.
Most
companies
and
agencies
don't
have
excess
capacity.
You
know
immediately,
if
you
need
somebody,
72
hours
is
going
to
be
a
hardship
for
everyone,
especially
the
person
that
could
potentially
go
in
and
help
out
and
be
possibly
the
next
star
with
that
company
I.
G
Just
don't
think
it
is
from
a
practical
matter,
because
of
why
employees
come
to
us
whether
it's
they're
seeking
their
flexibility
in
a
schedule
where
they
simply
need
to
get
to
work
right
away.
The
way
that
it
is
written,
it
would
be
an
impossibility
for
the
staffing
world
to
be
able
to
comply
with
these.
What's
interesting
and
I'm
struck
by
is
the
fact
that
we
agree
with
the
tenants
and
the
continuity
of
work.
Absolutely
we
want
happy
employees.
We
want
a
happy
contractor
working
for
our
client
they're
doing
good
work.
G
The
client
wants
to
work
with
us
they're
out
there
for
a
long
time.
Everyone
wins
for
scheduling,
last-minute
changes,
those
are
tough
and
that
doesn't
work
for
folks,
and
so
we
agree
with
that
in
in
practicality.
However,
we
agree
with
that
in
theory
and
practicality.
It's
just
like
I
said.
If
somebody
comes
to
our
agency
on
a
Wednesday
and
we
have
an
opportunity
that
comes
in
Thursday,
they
could
literally
start
on
Friday
and
then
continue
into
the
next
week.
The
way
it's
written
now.
That
would
not
be
able
to
happen
and.
A
Earlier
in
the
hearing,
counselor
asabi
George
had
post
a
question
around
substitute
teachers.
Icarly
counsel,
Lulu
had
responded
more
or
less
saying,
that's
sort
of
that
on-call
sort
of
that
substitute
basis
would
probably
exempt
them
from
this
I.
Don't
speak
for
my
colleague,
maybe
staffing
emergency
staffing
that
type
of
work
you
do.
Maybe
that
should
be
exempt
from
from
the
ordinance
or
maybe
it
is
exempt,
based
on
the
definition.
So
right.
G
B
Caught
up
by
this,
so
when
someone
when
you
hire
a
new
person,
you
said
they're
w2
employees.
What
what
is
that
do
they
get
any
estimate?
Is
there
any
sense
that
there
will
be
enough
work
for
them
to
work
a
certain
number
of
hours?
Are
they
given
any
sense
of
how
what's
the
minimum
per
week
that
they
think
about,
or
is
it
really
just
signing
up
for
to
be
on
a
list
to
get
a
call
anytime,
yeah.
G
There's
probably
two
types
of
agencies
or
two
types
of
work
within
an
agency,
there's
sort
of
bench,
employees
where
they
will
hire
an
employee
and
deploy
them
to
different
opportunities
on
any
given
day,
which
is
really
interesting.
That's
not
the
model
that
we
work,
but
you
could
sign
up
with
a
company
and
they'll
say
alright.
I,
don't
know
where
you
gonna
work
more,
but
you're
going
to
be
working
somewhere,
which
is
very
interesting
and
people
that,
like
that
type
of
work,
they
enjoy
the
the
variety
of
it.
They
can
do
that
I.
G
Think
many
agencies
will
bring
people
in
satisfy
the
i9
requirements,
do
paperwork,
and
then
we
talk
with
our
contractors
to
say
we
have
an
opportunity.
It
looks
like
this.
Is
this
something
that
you
would
be
interested
in?
It's
probably
50/50
as
to
whether
they
say
yeah
I
would
and
they
can
get
started
right
in
the
next
day
called
a
working
interview
or
they
actually
go
through
the
interview
process.
G
A
lot
of
the
positions
dues
have
the
working
interview,
make
sure
that
they're
a
good
fit
for
the
organization
and
they
get
going
when
an
assignment
is
written.
For
a
contractor,
they
we
do
provide
them
as
much
as
we
can
so
as
much
good
faith.
The
temporary
temporary
worker
right-to-know
law
states.
Where
are
you
working?
Who
is
the
company
who's,
your
manager?
What's
the
address
and
what
in
general
are
the
work
hours
and
the
estimated
duration
of
the
assignment?
G
So
we
provide
all
that
at
the
beginning
and
during
that
negotiation,
I
guess
on
being
able
to
get
the
temp
worker
right
to
know.
Actually
work
for
folks
was
the
understanding
that
yeah
on
the
4th
of
July
they're
gonna,
let
folks
the
day
before,
hang
out
early
because
they
wanted
to
have
a
good
long
weekend.
That
could
have
been
seen
as
a
material
change
and
therefore
paperwork
and
reach
out
and
response
was
all
required.
G
B
Are
you
ever
engaging
with
employees
in
a
way
that
there's
a
limit,
there's
a
pool
of
folks
on
your
list,
and
you
need
someone
and
therefore
you
are
asking
basically
demanding
that
someone
take
this
position
now
or
do
they
always
have
the
opportunity
to
say
yes
that
sounds
like
a
great
fit.
I
would
love
to
do
that
starting
tomorrow?
It's.
B
Basically,
it
says
that
even
if
you're,
even
if
you
did
even
if
it
was
a
the
bench-
the
latter,
where
there
was
some
sense
of
predictable
schedule,
which
I
think
was
more
likely
to
be
covered
by
this.
If
an
opportunity
came
up-
and
you
reached
out
to
someone
on
your
list-
an
employee
said,
would
you
be
interested
as
long
as
they
give
written
confirmation
that
they're
interested
in
email?
If
it
needs
to
be
more
formalized?
According
to
your
procedures,
a
forum
or
whatever,
as
the
provision
says,
is
there's
written
notice
there?
G
B
If
the
employee
agrees
to
the
wants
to
do
the
work
and
gives
written
consent
to
taking
on
those
extra
hours
there,
there's
no,
it's
not
covered
by
that
provision
of
the
compensation.
The
only
exception
which
Bob's
testimony
kind
of
got
it
a
little
bit
is
the
right
to
rest
provision
where
and
again
that
it's
I
think
less
likely
for
City
work.
B
That's
I'm
going
to
be
working
to
back-to-back
opening
and
close
or
closing
and
opening
shifts,
but
an
employee
may
decline
without
penalty
work,
hours
that
are
scheduled
or
otherwise
occur
less
than
11
hours
after
the
end
of
a
previous
day's
shift.
So
that
would
be
the
only
situation
where
someone
would
be
asked
to
what
would
be
more
likely
to
fall
under
the
ordinance
in
a
staffing
situation
right.
B
G
B
B
So
that
covers
a
lot
of
what
you
were
I
think
hinting
at.
Certainly
I
understand
that
there
are.
There
would
be
specific
changes
required
for
restaurants
that
would
come
under
this
ordinance,
but
right
now
the
living
wage
ordinance
does
not
cover
I.
Think
most
of
your
membership
and
I
would
push
back
a
little
bit
on
the
assertion
that
we
shouldn't
do
anything
now,
because
we're
worried
about
potential
expansion
of
other
laws.
B
E
There
on
there,
but
again
you
have
businesses
like
the
coffee
shop
downstairs.
You
know,
10
10,
you
have
facilities
at
golf
courses.
You
know
I
mean
that
if
you
start
to
look
at
all
of
them,
there
come
they're
more
come
into
play.
The
other
thing
is
you
know:
rain
is
not
a
severe
weather
or
not
emergency
type
of
situation.
Normal
snowfall
is
now
I
mean
we're
not
just
talking
states
of
emergency
and
we're
talking
about
you
know
just
regular
weather
that
dramatically
impacts
of
all
of
these
folks.
So
the
other
thing
is
I.
E
Guess
I'm
concerned
I'm
confused
we're
talking
about
the
living
wage,
but
Point
C
is
covered
employer,
the
city
of
Boston,
any
firm
vendor
contract
or
supply
of
goods
and
services
to
the
city
of
Boston
in
any
of
its
subcontractors.
That's
a
covered
employer.
It's
not
just
the
living
wage
under
the
living
wage
ordinance.
Is
it
and.
B
It
was
written
specifically
and
happy
to
talk
about
any
clarifications
of
intent
and
language,
but
it
was
written
to
be
enforced
and
monitored
through
the
existing
infrastructure
that
so
that
the
city
would
it
be
adding
more
commissions
or
groups
and,
as
the
director
stated
earlier,
that
it
would
be
a
relatively
easy
lift
to
add
this
enforcement
to
her
docket
and
then
finally
Jeremy.
If
I,
could
you
talked
a
little
bit
about
the
economic
impacts
that
you've
seen
in
other
places,
particularly
from
the
shift'
project?
H
You
know
it's
encouraging
to
hear
the
retailers
and
restaurant
associations
talk
about
how
much
they
value
their
employees
input
and
how
much
they
want
to
have
schedules
and
workplaces
that
meet
their
employees
needs.
So
it
turns
out
that
when
you
offer
an
employee
stable
schedules,
more
often
than
not,
you
are
meeting
in
key
need
of
employees
and
they
respond
to
that
by
being
happier
being
more
productive.
H
Being
more
committed
to
the
work
and
I
know
that
the
gap
I
don't
have
access
to
the
data
right
now,
but
the
gap
company
actually
ran
an
experiment
over
the
better
part
of
two
years,
where
it
moved
from
more
unstable
schedules
to
more
stable
schedules
and
found
great
results
and
I'm
happy
to
share
those
results.
With
the
committee
when
I
get
back
to
my
office,
great.
B
H
Not
again,
I
don't
have
kind
of
memorized
these
specific
exemptions.
There
are
some
carve
outs
in
other
jurisdictions.
I
mean
it
should
be
noted
that
the
restaurant
and
retail
economies
of
San,
Francisco
and
Seattle,
which
are
two
of
the
cities
that
have
implemented
this
so
far
I
think,
can
be
said
to
be
booming
along
with
the
rest
of
the
city's
economies
in
recent
years,
so
this
guy
certainly
hasn't
fallen
since
they
implemented.
H
Therefore,
Fair
Work,
Week
ordinances
as
to
questions
of
employer
size
I
mean
one
thing
that
is
helped
with
implementation
has
been
the
use
of
a
so
called
the
workforce
management
software.
So
one
thing
you
find
is
that
a
lot
of
companies
use
software
to
do
just
in
time,
scheduling
right,
you
kind
of
turn
your
employee.
You
turn
your
employees
into
another
widget
on
the
supply
chain
by
making
them
an
input
into
a
software
program.
H
So
these
same
companies,
including
one
that
was
at
a
conference
I,
was
at
recently
are
quite
able
and
quite
eager
to
program
legal
requirements
into
their
scheduling
software,
so
that
as
you're
scheduling,
employees
among
the
parameters
are
whatever
the
local
or
state
laws
require.
So
employee
employers
that
now
use
these
workforce
management
tools
to
kanna
force
unstable
schedules
on
their
employees
can
just
as
easily
use
the
same
tools
to
comply
with
the
law
and
a
lot
of
their
employees
to
give
more
stable
schedules.
H
It
does
happen
that
you
know
slightly
larger
employers
tend
to
be
better
resourced
and
have
access
to
the
software,
but
more
and
more
especially
through
apps.
There
are
companies
that
are
trying
to
broaden
the
availability
of
that
software
and
the
accessibility
that
software
to
our
employee,
employers
of
all
shapes
and
sizes.
A
We've
also
been
joined
by
a
colleague
city
councillor,
Kim
Janey
and
city
council,
or
the
edwards
councillor.
Asabi
George
does
not
have
any
questions
of
this
panel,
so
we're
gonna
go
to
City
Council
mark
Segawa,
no
questions
at
this
time.
So
madam
alley
is
out
cancer.
Counselor
Flynn
any
questions
of
this
piano
yeah.
K
Thank
you,
council
fiery
and
council
vu
and
councillor
savvy
George
for
your
leadership
on
this
issue.
I
have
one
comment,
/
question
I
know
this.
This
hearing
is
to
help
our
workers
making
sure
that
they
know
when
their
schedule
is
out
in
giving
them
an
opportunity
to
spend
time
with
their
family,
but
a
lot
of
our
low-wage
workers,
minimum
wage
workers
we're
working
a
second
job,
so
it's
very
difficult
logistically
for
them
to
get
to
their
second
job
when
they
don't
have
a
established
schedule,
so
I
would
I
would
be
concerned
about.
K
You
know
making
sure
that
we
give
our
workers
as
much
notice
as
we
can.
Many
of
them
are
immigrants,
men
that
many
of
them
English
as
a
second
language
I
think
we
can
come
up
with
some
type
of
solution
that
works
for
everybody,
but
I
would
I
come
from
this
position
as
if
it
was
a
family
member
or
a
friend
that
had
a
didn't
have
a
establish
schedule.
K
You
know,
would
you
want
that
to
happen
to
your
own
family,
so
I
think
making
sure
I
will
work
as
a
treated
fairly
they're
treated
with
respect
and
dignity.
I.
Think
we
can
I
think
we
can
move
in
that
direction
and
giving
them
an
opportunity
to
exactly
know
when
they're
supposed
to
work
the
time
they're
supposed
to
work
with
people
with
two
and
three
jobs.
K
If
you
don't
have
an
established
schedule,
it's
very
difficult,
so
I
want
to
I
want
to
thank
the
my
colleagues
for
working
on
this
issue,
but
if
you
guys
can
take
a
second
look
at
that,
making
sure
that
people
that
are
working
a
second
job
at
third
job
or
a
first
uiv,
making
minimum
wage
give
them
an
opportunity.
Work
with
them,
give
them
an
opportunity
and
let
them
work
hard
too,
so
that
they
can
get
in
the
middle
class,
but
don't
give
them
a
schedule.
That's
unworkable
for
them.
A
E
Two
things
I
would
say
you
know
first
of
all,
predictive
scheduling
while
it's
not
in
every
employer
today,
it
is
in
the
vast
of
employers
today,
because
we
have
had
to
move
that
way
as
employers.
Whether
we
wanted
to
or
not,
we've
had
to
do
that,
because
if
I
am
NOT
a
good,
fair
employer,
if
I
don't
take
your
concerns
into
account,
I'm
not
gonna,
have
you
as
an
employee.
E
Employers
cannot
in
today's
economy,
live
like
that,
so
whether
they
wanted
to
be
good
employers
or
not,
they've
had
to
really
move
towards
predictive
schedules
in
the
vast
majority.
There
are
bad
examples
of
that
employers
and
typically-
and
we
can't
manage
to
those
few,
that's
my
one
concern.
Secondly,
to
your
point,
exactly
I
will
tell
you
one
of
one
of
the
really
significant
changes,
which
I
think
is
a
very
positive
and
address
is
exactly
what
you're
talking
about.
Counselor
is
the
fact
that
in
today's
world,
you're
seeing
people
are
restaurants.
E
K
You
I
appreciate
your
your
comments
and
concerns.
I
do
hear
from
a
lot
of
my
constituents,
especially
in
in
Chinatown
that
do
work
in
the
hospitality
field.
A
lot
of
elderly
woman,
Chinese
woman
and
you
know
they'll,
be
they'll,
have
the
phone
next
to
them
all
night
waiting
for
a
call,
whether
they're,
able
to
work
or
not
I
think
that
is
is
very
unfair
that
someone
has
to
live
their
life
that
way
knowing
when
when
to
go
to
work
in
in
in.
If
that
work
is
not
there,
I
just
want
to.
A
I
A
brief
statement:
Thank
You
mr.
chair
and
I,
also
want
to
thank
councilor
Wu
for
bringing
this
forward.
I
share.
Many
of
the
concerns
that
councilor
Flynn
has
already
stated
as
someone
who
has
seen
this
issue
up
close
and
personal
with
people
who
I'm
connected
to
people
who
live
in
my
community
case
in
point,
a
immigrant
with
very
limited
English,
you
know
working
in
a
field.
Janitorial
services
has
no
idea
from
week
to
week
when
he
will
be
scheduled
to
work.
I
This
has
had
a
huge
impact
on
his
ability
to
be
able
to
schedule
doctor's
appointments
to
be
able
to
do
family
events.
The
high
school
graduations
of
his
children,
who
live
out
of
state
and
so
not
being
able
to
plan,
is
very
difficult
for
folks,
and,
while
you
know
maybe
most
employers
are
doing
the
right
thing.
I
Whether
their
family
events,
whether
their
things,
appointments
that
they
need
to
adhere
to,
but
also
that
they're
able
to
do
so
and
not
fear,
you
know
if
they
request
time
off,
because
they
don't
have
a
predictable
schedule,
that
they
will
be
punished
for
that,
and
we
need
to
make
sure
that
they
have
the
opportunity
to
work,
which
is
what
folks
want
to
do,
but
they
can
also
have
a
life
and
take
care
of
their
their
families.
You
know
so.
This
is
I.
I
L
Just
a
couple
so
I
wanted
a
first
state
that
I
wanted
to
thank
councilor
weren't.
Her
leadership
in
this
particular
issue,
I
think
what
it
also
is
demonstrating
that
the
city
of
Boston
as
city
councilors.
We
need
to
follow
where
that
money
is
going
and
how
we're
contracting
and
making
sure
that
we're
not
supporting
with
our
tax
dollars
in
our
stewardship,
an
economy
or
oppression
of
workers
in
any
way,
shape
or
form,
and
as
much
as
we
can
push
for
higher
standards.
L
L
What
would
it
be
easier
for
us
to
come
up
with
a
minimum
amount
to
pay
somebody
to
make
sure
that
he
or
she
is
available,
even
if
we
can't
provide
them
that
work
for
the
entire
week?
You
know
almost
like
a
quota,
but
we're
basically
paying
you
minimum
wages
400
bucks
a
week,
but
to
make
sure
that
you
or
at
least,
are
available
in
that
time?
Are
there
ways
to
come
up
with
creative
ways
to
compensate
somebody
that
basically
is
acknowledging
that
their
flexibility
is
what
makes
your
business
or
their
business
flourish?
L
F
I
guess
one
thing
that
I
feel
is
getting
lost
here
is
the
best
practice.
This
is
pretty
much
the
best
practice
already
in
the
industry.
You
need
to
have
enough
employees
in
your
in
your
place
to
operate
your
business
and
that's
what
the
schedule,
the
time
on
everybody
that
I've
talked
to
is
either
done.
Does
7
days
or
14
days
out
for
the
small
mom-and-pop
shops
that
are,
our
majority
of
our
members
are
10
employees.
There's.
A
F
I
guess
what
I'm
trying
to
get
at
is
so
these
smaller
businesses
that
have
ten
employees,
they're
small
families.
If
you
have
someone
that's
just
gruntled,
because
they
keep
they're
not
getting
enough
hours,
they
are
going
to
leave
you
I'm,
not
gonna,
be
you're
gonna,
be
left
all
in
the
bag
and
trying
to
figure
out
how
you're
gonna
have
someone
staffed.
F
L
Doing
the
right
thing
can
I
quickly
respond
again:
I
I'm
gonna
challenge
you
to
do
to
be
more
creative
than
that,
and
then
to
say
that
that
we,
that
were
at
the
peak
of
creativity
or
at
the
peak
of
standards,
with
with
what
how
things
are
going
on
I,
would
have
thought.
When
you
were
responding,
that
you
were
gonna,
say
well
sure
yeah
we
can
come
up
with
ways
to
compensate
if
we're
using
City
dollars.
Maybe
that's
should
be
built
into
the
contract
for
city
city
city
services.
L
I
mean
I
would
have
loved
for
that
kind
of
response
about
how
the
city
can
be
part
of
helping.
If
that's,
if
you
you're,
really
demonstrating
the
loss
and
income
due
to
certain
standards
the
city
wants
to
put
on,
then
I
would
have
thought
the
industry
but
responible
that
and
it
compensate
us
for
that
law
so
that
we
can
pay
those
workers
for
their
flexibility
in
a
way.
L
F
My
previous
testimony,
most
of
my
comments,
were
regarding
scheduling
in
general,
not
necessarily
this
particular
piece.
We
can
certainly
go
back
and
and
talk
to
our
membership,
but
I
guess
what
I'm
saying
is.
We
have
members
that
have
already
gone
out
and
done
creative
things
and
innovative
things
to
make
sure
that
their
associates
at
the
end
of
the
day
can
make
their
pay
can
pay
their
bills
and
can
have
it
have
a
scheduling
and
and
then
that
exists
in
the
industry.
I
mean
I,
guess,
I'll
use
the
example.
F
One
of
the
key
issues
on
this
on
scheduling
has
been
on
on
call
and
the
New
York
Attorney
General's
Office
called
in
a
number
of
retailers
and
said:
why
are
you
guys
using
on-call
scheduling
and
what
basically
wanted
to
kind
of
do
something
like
this?
All
of
those
all
of
those
retailers
that
we're
doing
that
decided?
Okay,
this
isn't
you
know,
maybe
we
shouldn't
be
using
this
and
they
they
use
it.
The
industry
responds
to
the
needs
of
their
employees,
especially
if
they're,
responsible
and
they're
good,
employee,
good
employers,
industry.
L
Especially
responds
to
their
larger
contractors
as
well
and
I.
Think
that's
what
we're
trying
to
do
right
now
is
to
have
that
response
in
the
industry
to
our
our
purse
and
to
our
economic
power
and
I.
Think
again.
This
is
an
invitation
to
come
up
with
something.
This
is
not
I.
Don't
think
that
we
really
need
to
be
arguing
about
what
we're
going
to
disagree
with
I
mean
I,
don't
think
we
fundamentally
disagree,
I'm,
paying
a
worker
for
their
wages
and
compensating
them
for
their
time.
G
G
L
I
think
that
this
is
the
dialogue
that
I
want
to
have.
This
is
to
me
the
dialogue
that
we
need
to
be
having
today
and
continuing
is
yeah,
so
I
think
there
might
be
a
way
to
compensate
versus
punish,
which
is
what
I
think
some
people
consider
this
to
be
so
how
that
compensation
works
and
the
current
way
the
system
is
allocating
work.
G
Canada
is
going
to
find
work
simply
because
they
are
registered
with
a
couple
agencies
that
are
providing
and
with
the
sort
of
flexibility
that
hey,
we
have
a
client
I
can't
tell
you
how
many
candidates
I
will
have
an
offer
for,
but
they'll
get
an
offer
from
another
company,
that's
just
a
little
more,
whatever
the
company's
better.
The
hours
are
better.
G
The
pays
better,
it's
closer
to
home,
so
they
don't
have
to
take
the
job
because
I
want
them
to
take
it
so
in
historically
low
unemployment
and
in
the
supply
and
demand
words
out
of
whack,
it's
working
for
the
employees.
If
you
want
to
work-
and
you
have
any
desire
to
have
a
good
work
ethic,
these
guys
will
absolutely
back
that
up.
I
think
that
we
want
to
hold.
G
To
be
had
and
we're
gonna
hold
on
to
you
as
an
employee
for
dear
life,
as
as
mr.
Lutz
said,
I'm
gonna
work
with
the
restaurant
across
the
street
just
to
figure
out.
How
can
we
get
this
person
to
work
for
both
of
us
because
god
they're
good
and
that's
not
management,
that's
the
lesser,
a
good
Buster!
That's
that's
critical
to.
L
And
I
think
my
response
to
that
would
be
again
coming
from
a
perspective
of
being
a
government
steward
of
our
city
funds.
The
fact
that
the
market
now
is
working,
as
you
say,
it's
an
employee's
market
as
I
think
you're,
describing
it
and-
and
some
may
disagree
with
that,
but
the
fact
that
you,
the
market,
is
working
right
now
for
employees
isn't
isn't
really.
Where
my
point
or
my
goal,
it's
it's
to
make
sure
that
the
standard
is
the
standard,
and
it's
a
good
one.
L
L
It
is
those
perspectives
that
need
to
be
at
the
table
to
come
up,
then,
with
a
solution
that
assures
that
we
have
standards
that
are
sustainable,
but
that
one
recognizes
that
we
have
a
job
to
do
as
City
counselors
to
make
sure
that
city
money
is
not
going
to
assure
or
is
going
to
assure
high
standards
understand.
That's.
E
A
L
E
To
make
sure
is
said
in
many
ways
what
I'm
saying
is
not
defensive,
of
owners
and
of
managers
in
the
industry.
It's
in
fact
defensive
of
the
employees
that
reside
within
the
industry
today
and
by
that
I'm
specifically
can
refer
to,
and
this
was
prior
to
when
you
were
in
here,
counselor
was
in
my
prior
background.
I
ran
HR
for
very
large
restaurant
companies
before
I
did
this
job
constantly?
We
did
surveys
with
employees
to
say
what
do
you
like
what
you
don't
like,
so
on
and
so
forth.
E
In
my
last
role,
we
had
35,000
employees
pretty
statistically
valid
number,
and
we
had
2/3
of
them
respond
to
an
online
survey
very
statistically
valid
the
number
one
aspect
that
they
said
about
what
I
love
about.
My
job
was
my
scheduling.
Flexibility
and
predictive
schedules
is
not
something
that's
being
raised
by
the
vast
majority
of
employees
of
retail
or
restaurants
or
staffing.
It's
by
a
minority
that
worked
for
four
people.
They
probably
shouldn't
be
working
for
and
that's
unfortunate.
E
That
is
unfortunate
and
it's
being
asked
for
by
people
outside
of
our
industry
and
that's
what
you'll
you'll
hear
servers,
say
and
bartenders
say
in
our
industry:
they
love
the
way
that
they
can
schedule
and
one
of
the
potential
outcomes
of
scheduling,
predicted
predictability
that
is
possible.
Is
that
I,
as
if
I
at
the
last
minute,
get
the
opportunity
to
go
to
a
concert
tonight
and
Ryan
will
cover
the
ship
for
me,
I
have
to
now
pay
Ryan
an
extra
amount
of
money.
I
will
not
be
able
to
do
that
on
an
ongoing
basis.
E
I'm
gonna,
say
I,
can't
let
you
change
your
schedules
like
that,
because
that
could
potentially
cost
me
money.
They
love
this
aspect
so
I.
It's
not
just
me
doing
defensive
of
the
business
side
of
it
I'm.
In
fact
defensive
of
it
for
the
employee
side
of
it
and
and
really
that's
extremely
important
to
me
and
the
owners
that
make
up
our
industries
and
it
shouldn't
be
confused
and
I
and
I
understand
why
it
could
be
confused.
But
it's
clearly
not.
M
You
mr.
chairman
I
want
to
thank
a
good
colleague,
councilor
woo.
Bringing
this
forward
is
proud
to
join
her
and
many
of
our
colleagues
in
co-sponsoring
this
when
it
was
introduced,
I
think
to
councillor
Edwards
point.
It
is
really
important
city
of
Austin
lead
by
example,
putting
our
money
where
our
mouth
is
to
ensure
that
people
have
high
standards
and
that
I
also
really
don't
think.
This
is
an
intent
to
punish
anyone.
You
know
and
I
respect.
M
You
know,
I'm
talking
about
flexibility,
certainly
I
think
we're
temporary
staffing
agencies,
I
mean
they're,
always,
and
one
of
the
reasons
we
have.
These
hearings
I
think
is
to
sort
through
some
of
these
issues,
but
you
know
I
can
say,
and
it's
been
a
while,
but
from
my
own
days
in
the
restaurant
industry,
on-call
was
not
fun
and
I
was
someone
in
my
early
20s
who
didn't
have
a
lot
of
other
responsibilities
like
children
like
another
job,
so
it
is
something
that
was,
you
know,
I
think
it's
not
something.
I
generally
am
supportive.
M
M
The
city
of
Boston
has
a
long
history
of
doing,
whether
it's
on
social
justice
issues,
whether
it's
been
on
global
issues,
whether
it's
on
making
sure
we're
just
doing
the
best
we
can,
the
city
of
Boston,
so
I
certainly
want
to
make
sure
what
we're
doing
it
doesn't
have
unintended
consequences,
but
I
do
fully
support
the
intent
of
this
bill.
I
look
forward
to
these
continued
discussions
and
I
apologize
for
being
a
little
bit
late.
M
A
Thank
you
Council,
the
second
and
it's
now.
It's
gonna
be
the
shifting
and
so
you're
welcome
to
stick
around.
If
you
can
we're
gonna
shift
to
public
testimony
now,
I
see
Sam
Tyler
from
the
missile
research,
Bureau
Sam
you
wanna,
come
down
and
offer
comments
from
municipal
research
bureau
and
then
we
have
folks
who
have
signed
the
sign-in
sheet.
I
see
an
old
pal
Ed
Smith
ed
you've
signed
the
sheet,
but
you
didn't
check
off
whether
you
would
testify
do
you
do
you
wish
to
testify
very
good?
A
N
Mr.
chairman,
for
the
record-
and
he
was
Sam
Tyler,
president
of
the
Boston
Municipal
Research,
Bureau
and
I-
had
was
here
yesterday,
testifying
so
I
had
a
whole
lot
of
time
to
look
at
this,
but
I
was
involved
with
the
living
wage
effort
here
in
Boston
from
the
very
beginning,
and
so
when
I
was
reading,
the
ordinance
it
all
started
to
came
back
I
mean
that
was
an
ordinance
that
was
politically
motivated
but
required
extensive
revisions
to
make
it
more
paddleball
and
not
not
create
a
problem
for
the
city.
I'm
not
equate
ngosource.
N
With
that
situation
of
just
talking
about
the
similarity,
I
guess
a
lots
been
said
already
so
I'll
I'll
take
it
from
the
perspective
of
an
organization
that
is
concerned
about
the
city's
finances
and
management
and
operation
and
I
think
so.
This
raises
questions.
I
think
this
is
an
expansion
of
living
wage
in
terms
of
coverage.
I,
don't
think,
there's
any
question
about
that.
The
language
seems
similar,
but
I
think
there
are
issues
where
there
are
exemptions
for
Lindley
weights
that
don't
apply
here.
So
you
know
city
city
of
Boston
itself.
N
Guess:
I'm
I
know
that
that
around
the
country
you
know
this.
The
Fair
Work
Week
laws,
ordinances
are
more
limited
to
retail
or
hourly
workers
for
retail
and
and
fast-food
some
restaurants.
This
is
this
is
and
and
really
limited
to
those
entities
that
have
certain
employee
levels.
That's
not
part
of
here
in
terms
of
trying
to
distinguish.
It
really
is
a
broad
base
that
covers
everyone,
but
it
would
seem
that
this
would
require
even
with
technology.
N
So
I
think
there's
been
a
number
of
issues
raised
that
require
more
time,
I
mean,
for
example,
I
guess.
The
ordinance
generally
is
hourly
workers,
so
I
didn't
see
that
necessary
requirement
in
this
ordinance.
So
does
that
mean
that
it
applies
to
all
city
employees,
for
example,
I
mean
I,
think
the
language
where
the
contractors
is
similar
to
living
wage
without
the
exemptions,
but
it
does
this
apply
to
all
18,000
city
employees
or
is
it?
Is
there
I
guess
an
effort
to
distinguish?
N
You
know
hourly
workers
versus
you
know
salaried
workers
and
so
I
think
there's
a
lot
of
questions
that
are
still
coming
up
from
this
in
terms
of
the
clarification
and
it's
good
to
hear
both
sides,
but
I
think
this
is
one
similar
to
the
original
living
wage
that
took
some
time
before
there
was
a
final
product
that
was
satisfactory
and
you
know
I
again.
I
think
this
is
one
that
will
result
in
added
cost
to
the
city
at
a
complexity
when
use
necessary
word
a
new
bureaucracy,
but
I.
N
Don't
think
this
is
just
you
know,
copying
what
or
using
what
was
is
has
been
used.
You
know
for
the
living
wage.
This
is
another
whole
level
about
beyond
that
in
terms
of
its
requirements
and
its
scope
and
I
think
we
need
to
have
a
better.
You
all
need
to
have
a
better
understanding
of
what
the
really
impact,
not
only
for
those
who
are
contracting
with
the
city,
but
also
the
city
itself,
and
so
it's
it's
just
a
matter
of
concerns
that
that
we
have
in
terms
of
of
this
ordinance.
So.
A
A
Thank
you.
Thank
you
very
much
Sam.
You
are
welcome
to
stay
with
us,
we're
gonna
with
his
folks
that
have
wished
to
offer
public
testimony
and
then
maybe
there'll
be
some
fall
from
from
my
colleagues
on
your
commentary.
So
if
Robert
Coughlin
can
come
down
to
this
microphone,
Nicola
Prince
Alvis,
if
she
can
go
to
that
microphone
and
then
followed
by
Janet,
Santa
Anna
will
be
on
this
microphone
and
Edie
Smith
over
in
that
microphone.
J
Like
a
thank
you
for
this
opportunity
to
address
the
committee-
and
my
name
is
Robert
Coughlin
I'm,
the
controller
of
John
Lennon
employment
services,
we
are
a
small
woman,
owned
staffing
agency
in
the
city
of
Boston.
We
have
been
in
the
city
of
Boston
since
1969
in
over
the
years,
we've
been
fortunate
enough
to
be
able
to
supply
temporary
employees
to
different
city
agencies
for
the
city
of
Boston.
I've.
J
Come
to
this
hearing
today
to
voice
a
couple
of
concerns
that
I
have
with
this,
as
a
lot
of
people
have
mentioned
before
the
definition
of
what
is
a
covered
employee
and
our
cover
covered
employer
is
very
wide-ranging
and
would
sort
of
cover
all
of
the
things
that
we
have
to
do
and
I
think
it
would
be
virtually
impossible
for
a
staffing
agency
to
comply
with
the
regulations
with
advance
notices
and
so
on.
You
know
we
do
have
a
bench
of
workers,
it's
within
thousands.
J
J
Compensating
all
of
those,
as
might
have
been
suggested
earlier,
would
certainly
be
unreasonable,
and
you
know
the
city
certainly
couldn't
afford
to
cover
our
3500
employees
that
we
have
on
a
flexible
schedule,
as
was
stated
before
the
nature
of
staffing
in
one
of
the
highlights
of
it,
or
the
most
important
thing
is
the
flexibility
much
to
do
with
a
substitute
teacher,
etc,
etc.
We
have
you
know
a
lot
of
people
that
really
do
this
and
prefer
to
work
that
way
on
a
flexible
schedule.
J
We
have
what
we
refer
to
as
a
SWAT
team.
So
it's
a
number
of
employees
who
will
call
us
up
today
and
say
you
know
I'm
available
to
work
tomorrow
and
any
short
term
notices
you
get.
So.
Therefore,
if
someone
would
have
call
in
at
any
one
of
our
clients-
and
you
know
the
receptionist
being
sick,
we
have
those
people
available
and
we
could
send
out
and
within
a
couple
of
hours,
we
can
replace
that
person
and
help
our
client
function
and
you
know
not
miss
a
beat.
J
J
We
would
virtually
be
unable
to
do
that
without
the
required
notifications
without
the
agency
notifying
anybody
else
you
they
could
do
that
and
by
not
having
our
employee,
give
them
the
flexibility
to
show
up
an
hour
or
two
or
three
hours
early
and
earn
some
extra
money.
We
really,
you
know,
hampered
our
employee
and
leave
me
as
the
father
of
two
college.
Kids.
J
They
couldn't
contact
us
there
for
members
of
our
SWAT
team
would
not
work
that
day
and
it
would
seriously
impact
their
earnings
as
well,
and
so
those
are
my
two
main
concerns
with
this.
So
therefore,
I
respectfully
request
that
you
exempt
a
staffing
industry.
Fondness
becomes
a
level
you
had
mentioned
earlier
before
about
other
any
other
ordinances
out
there
that
have
addressed
staffing
and
in
2017
Oregon
passed
a
similar
situation
and
bill
in
the
eggs
explicitly
exempted
staffing
industry
from
it.
So
thank
you
for
your
time
and
consideration.
You.
A
O
You,
mr.
chairman,
is
it
Michael?
Yes,
what's
the
last
name,
celerity
oldest
oh
I,
think
I've
met
you
in
one
of
the
legislative
breakfast
I
think
I've
met
you
my
testimony
today
and
my
colleagues
and
fellow
constituents
I.
Thank
you
for
this
opportunity
and
I
appreciate
the
time
that
you
were
taking
to
listen
to
me.
I
always
wanted
the
right
forum
for
the
right
things,
because
too
much
has
been
going
on
for
our
african-american
communities
and
no
one
has
been
representing
us
in
a
proper
manner.
I
always
talk
to
Cox
or
Fox.
O
The
problem
is
my
husband:
wants
to
tour
with
the
USA
army
and
live
wherever
he
pleases
and
wants
to
leave
me
to
fend
for
myself
with
my
child
and
do
all
the
work
wherever
they
wanted,
something
they
can
help.
I
can
help
out
and
I
have
encountered
a
lot
of
homelessness
and,
most
importantly,
one
of
the
difficult
home
lessness
came
from
working
for
domestic
Peace
Corps
action
for
children.
O
Today
it
was
difficult
because
they
did
not
pay
me
more
and
$300
type-in
I
got
into
an
accident
my
daughter's
four
years
old
and
I
used
that
accident
money
that
I
want
to
pay.
My
$675
right
am
I
right
bill
and
other
things.
Sorry,
if
I
get
emotional
because
it
was
difficult,
my
husband
did
it
without
a
child.
I
did
it
to
be
a
child
and
he
was
difficult.
O
O
W
tools
that
were
presented
in
while
I
was
in
paramount
with
him
to
buy
a
car.
I
did
I
couldn't
because
I
had
to
use
it
to
buy
clothes
and
food
and
shelter.
For
myself
a
my
daughter,
Michele
in
Akita
owl's
Oh.
What
problem
became
more
problematic
when
I
couldn't
get
to
you
PS
at
nights
and
also
when
the
accident
happened.
O
I
had
to
go
to
work
with
our
during
the
day,
so
that
I
can
spend
time
and
she
couldn't
understand
what
she
had
to
do
in
school
and
push
it
because
I
was
with
her
in
Panama,
so
she
became
very
dependent.
A
very
demanding
I,
actually
did
it
working
day
and
night
working
two
jobs,
I
actually
pay
my
way
to
relock
in
work.
O
O
Kmart
clerk
at
night
too,
because
I
was
so
hurt,
I,
buried
myself
in
work
and
just
keep
doing,
because
people
were
abusive,
armed
or
very
intrusive
in
the
building.
I
was
living
in
and
I
never
wanted
to
be
around
those
people.
So
I
worked
and
worked,
and
workers
say
we
talked
with
miles
very
nice
and
he
never
wanted
to
settle
down
in
one
place.
O
A
O
They
actually
make
it
a
big
problem,
but
the
state,
the
city,
I
and
SSDI
and
all
kinds
of
stuff
and
the
VA
claimed
that
they
were
paying
to
when
I
went
to
Boston
Legal
Service
the
first
time,
the
second
time
the
third
time,
and
it
keeps
becoming
problematic
because
I
went
to
a
church
called
child
Street
Amy.
That
was
having
something
called,
how
many
friends
days
or
carbon
weekends
and
I
had
nice
things
that
I
was
show,
as
my
country,
culture,
stuff
and
past
group
was
actually
just
wrong.
O
What
gets
us
from
and
what
it's
almost
a
sin
he
was
interesting
and
how
much
is
cause
of
who
stays,
and
what's
this
and
past
group,
we
heard
that
there
was
a
problem
with
the
child
support
coming
in
and
I
wasn't
going
to
be
able
to
make
it,
and
he
did
not
help.
Me
say
my
house
study
to
a
Howland.
However,
I
want
some
money.
Some
Publishers
Clearing
House
and
I
became
Nichola
Al's,
Massachusetts,
millionaire
and
I
won
in
part
of
the
house,
and
past
group
became
very.
A
Nichola,
so
council
fun
is
offered
to
be
helpful
if
they
can
help
guide
you
with
some
veterans
benefits
that
can
be
helpful
at
all
so
and
then
we're
just
gonna.
Ask
you
to
kind
of
wrap
up
your
testimony
with
respect
to
this
ordinance,
because
we
have
some
other
folks
that
also
have
to
speak
I
actually.
O
Did
a
lot
of
community
development
in
not
just
the
house
with
PCC
I
was
active
in
advocating
on
what
we
see
legislating
for
our
free
and
cheap
childcare
for
schools.
I
work
to
dirtiest
OMC
ABCD
in
and
I
was
never
problem
with
those
schools
and
kids
choice.
I
actually,
probably
was
one
of
the
best
teachers
for
preschools
and
toddlers
and
mrs.
O
But
my
concern
is
how
the
neighborhood
is
being
developed
for
housing
for
black
on
black
African
black,
what
you
say:
African
African
Americans,
and
they
are
not
being
able
to
be
have
proper
coping
skills,
proper
way
of
being
taught
how
to
cope,
how
to
not
hang
around
car
corners
on
crack
cocaine
and
take
care
of
yourself
own
houses
and
have
enough
advocates
to
go
around
and
keep
them
stabilized
and
seen.
The
place
is
deteriorating
and
some
places
are
being
improved
and
some
places
being
did
you
and
she
is
not
comes
to
Cheney.
O
I
should
say
a
proper
we
have
under
addressing
her.
Sorry
was
with
me
at
parents,
United
for
child
care
and
I
was
unable
to
not
advocate
for
my
black
community
in
a
proper
manner,
and
I
would
like
for
us
to
get
the
better
health
and
better
housing
for
myself
and
to
get
the
be
the
title
of
the
house.
That
I
was
promised
for
32.
We
Holland
as
a
con
as.
O
A
You
very
much
for
your
testimony.
Nicola
appreciate
that,
and
next
up
is
Janet
Santa
Anna,
it's
Janet
still
with
us.
June
is
left
on
and
Ed
Smith.
Yet,
if
you
could
take
to
this
microphone
right
over
here
and
you
have
the
floor,
we
just
state
your
name
and
affiliation.
I
know
that
you
have
I.
Think
you
still
with
a
theater
work
is
if
I'm
not
mistaken,
theater.
P
Owners,
yes,
the
theater
owners
of
New
England,
they
were
an
affiliate
of
the
National
Association
of
theater
theater
owners.
My
name
for
the
record
is
Ed
Wood
Smith
the
theater
owners
have
a
rather
unique
business
model,
unique
in
part
because
of
the
product
and
where
they
get
their
product.
If
I
might
say
that
the
the
language
of
the
ordinance
is
is
a
little
bit
difficult
to
protect
exactly
using.
P
Movie
theater
work
schedules
unique
and
unpredictable.
They
are
dependent
on
movie
availability
movie
running
times
attendance.
They
do
not.
Managers
do
not
have
a
14-day
advanced
notice
period
on
which,
for
which
they'll
be
playing
that
in
their
theaters
final
bookings
of
movies,
particularly
holdovers,
are
open.
Airfryer
only
confirmed
on
a
Monday
and
Tuesday
following
prior
weekend,
majority
of
theater
employees
are
not
head
of
household
employees,
rather
part-timers
working
for
discretionary
funds,
rather
than
support
themselves.
Theater
employees
are
primarily
students
in
the
first
jobs
of
senior
citizens
or
senior
citizen.
P
They
actually
sought
to
increase
their
income
within
accompanied
by
the
flexibility
of
the
schedules.
I,
remember
myself,
growing
up
in
Boston
I
was
worked
as
it
might.
My
brother
worked
as
the
as
an
usher
at
the
old
circle,
theatre
and
Brighton
on
the
line
of
Brookline
and
bought
in
Boston
rather,
and
my
sister
was
a
cashier
and
I
was
a
lovely
parking
attendant,
so
these
were
very
important
jobs
for
us
knives
and
our
points
in
time.
P
I
suspect
that
that's
very
much
the
case
with
the
employees
of
the
movie
theatres
as
few
as
there
are
now
in
Boston
I.
Remember
when
I
was
growing
up,
there
are
numerous
movies
movie
theaters
in
Boston.
Now
I
can
only
name
a
few.
There
are
also
live
venues.
We
have
theater
productions
that
held,
and
even
some
of
the
colleges
have
their
own
theater
facilities,
all
of
which
would
be
potentially
affected
by
this,
depending
on
the
interpretation
of
the
language
in
the
audience
ordinance
anyway.
P
The
even
if
the
analysis
predicts
huge
attendance
at
us
at
a
blockbuster,
they
could
be
way
off.
The
mark
levels
may
need
to
be
adjusted
to
handle
the
crowds
or
lack
thereof.
The
14
day,
advanced
scheduling
window
would
also
make
it
impossible
to
offer
expanded
work
shifts
for
unanticipated
events
such
as
when
the
theaters
requested
to
add
last
minute
showing
for
a
community
school.
P
A
school
group
with
schedule
changed
inevitable
in
an
unpredictable
business
record-keeping
to
comply
with
this
could
become
cumbersome
and
time-consuming,
because
theaters
pay
the
lion's
share
their
box
office
income
to
fill
distributors
theaters
are
already
operate,
operate
on
a
slim
margin,
avoiding
the
unavoidable
penalty
of
predictability.
Pay
created
in
this
proposed
legislation
may
force
this
marginal
theaters.
The
smallest
is
too
close.
For
these
reasons.
I
would
urge
the
council
and
at
a
minimum
exempt
theater
owners
form
its
provisions
are
if
in
fact,
outright
oppose
it.
Thank
you.
A
Thank
you
appreciate
it.
If
there's
anyone
else
at
this
time
wishing
to
offer
public
testimony,
you
may
see
you
may
do
so
now
by
coming
down
to
either
one
of
these
microphones.
We
have
the
sign-in
sheets
here.
Sometimes
folks,
don't
they
forget
to
circle
the
year,
so
no
so
so,
if
there's
anyone
here
that
wishes
to
offer
testimony
is
now.
Is
your
opportunity
seeing
and
hearing
no
desire
to
add
any
additional
public
testimony.
B
I
just
want
to
I
want
to
thank
you,
mr.
chairman,
for
scheduling
this
and
what
is
a
very
busy
time
of
the
year
and
and
many
hearings
that
you
were
hosting
I
want
to
thank
everyone.
Who's
taken
the
time
to
participate,
particularly
some
of
those
who
are
aware
or
concerned
that
their
employees
or
member
members
and
their
organizations
might
be
affected.
B
So
I
am
I'm
very
happy
to
hear
that
what
we
are
talking
about
here
is
in
fact
considered
the
best
practice
for
many
of
the
industries
represented
that
many
employers
are
already
doing.
This
I
disagree
that
they
would
be
caught
up
in
this,
and
this,
in
fact,
just
codifies
their
work,
would
not
penalize
good
employers
and
would
just
lift
that
floor
up
for
everybody
to
follow,
be
closer
to
that
best
practice
and
enforce
that
for
the
limited
universe
of
city,
jobs
and
and
jobs
affiliated
with
taxpayer
dollars
from
the
city.
K
Yeah
Thank
You
mr.
chairman,
for
your
leadership
and
to
council
of
Wu
as
well
for
your
leadership
on
this
important
issue
as
I
mentioned
briefly,
my
my
goal
is
to
see
of
a
low
wage
workers
in
our
city
in
our
city,
be
treated
fairly,
be
treated
with
respect
and
dignity.
I've
talked
to
that
I
talk
to
them
frequently,
many
of
them
work
in
the
hotel's
work
in
restaurants
and
I
do
feel
like
we.
K
We
can
do
a
better
job
working
with
our
immigrant
community
working
with
with
these
businesses
to
make
sure
that
you
know
our
immigrants
that
work
in
some
of
these
restaurants
and
hotels
are
treated
fairly.
Low
wage
workers
deserve
to
be
treated
fairly,
there's
also
a
high
concentration
of
african-american,
spanish-speaking
workers
and
so
I
think.
K
As
a
city,
we
can
do
more
to
make
sure
that
this
fairness
and
is
respect
for
those
workers
and
I'm
I'm
glad
that
council
will
and
council
clarity
of
working
on
this
issue
and
I
also
know
that
these
the
panelists
seem
like
they
want
to
work
with
us
as
well.
So
hopefully
we
were
able
to
come
up
with
some
type
of
plan
that
works
for
everybody,
but
again
Dom
Thank,
You,
counsel,
fiery
Thank,
You
constable.
L
Again,
I
thought
this
is
a
wonderful
beginning
of
a
conversation
about
something
that
I
think
we're,
hopefully
all
fundamentally
agree
with,
and
that
is
high
standards
with
City
dollars
for
workers
and
I
just
want
to
make
sure
that
we
we
again
when
we
have
this
conversation,
that
there
are
more
advocates
who
are
directly
involved
in
advocating
for
workers.
I
appreciate
the
the
industry,
noting
your
care
and
concern
for
them,
but
I
think
it's
really
important.
L
Also
that
worker
centers
unions
and
folks
who
have
been
part
of
advocating
for
workers
temp
workers,
especially
are
here
at
the
table.
I,
do
know
that
there
was
we've
already
passed
law,
the
state
level,
the
temp
workers
right.
No,
that
has
passed
and
required
certain
notices
for
a
certain
segment
of
temp
workers,
including
hours
to
be
worked
and
to
pay
to
be
had.
These
are
already
requirements
and
those
notices
are
put
in
many
many
languages.
L
I
can't
think
that
this
couldn't
be
an
adjustment
and,
if
not
adding
to
those
already
agreed
to
pass
state
laws
for
temp
workers.
I
don't
want
I
do
think
that
the
conversation
needs
to
be
about
how
those
best
standards
are
becoming,
not
just
because
we
have
benevolent
employers,
but
because
it's
the
right
thing
to
do.
It's
the
baseline
and
I
really
invite
you
genuinely
and
honestly
to
help
us
to
come
up
with
those
standards
and
how
the
city,
if
it's
going
to
be
placing
additional
burdens,
can
also
compensate
employers.
M
You
mr.
chairman
I
certainly
agree
with
what
my
colleagues
have
been
saying
about
this
and
I.
Think
a
substance
of
this
is
something
that
I
imagine
all
of
us
agree
on
and
want
to
make
sure
that
we're
taking
important
steps
forward
for
equity,
especially
when
it
comes
to
City
dollars.
These
don't
seem
overly
burdensome
regulations
to
me,
particularly
when
we're
talking
about
folks
who
are
voluntarily
engaging
in
business
with
the
city
of
Boston.
M
You
know
certainly
counsel
AdWords
point
about
compensation.
You
know.
That's,
that's
certainly
part
of
it
and
I
would
expect
that
folks
wouldn't
be
bidding
on
contracts
with
the
city
of
Boston
if
it
doesn't
work
for
their
business
and
I.
Think
so.
I
look
forward
to
working
with
you.
Mr.
chairman,
with
counsel,
was
the
author
of
this
legislation.
If
there
are,
you
know
some
technical
changes
or
definitions
or
whatever
it
is
to
make
sure
this
ordinance
works
as
intended,
but
certainly
the
substance
of
it
to
provide
predictability.