►
From YouTube: Committee on Government Operations on July 13, 2021
Description
Docket #0481 - Ordinance amending the City of Boston Code, Ordinances, Section 5-5.20, paid Parental Leave for City of Boston Employees
A
I'm
city
council,
lydia
edwards,
I'm
chair
of
the
committee
on
government
operations.
It
is
tuesday
july
13,
2021
and
we're
here
today
for
a
virtual
hearing
on
docket
0481
this.
This
is
a
the
docket
is
an
ordinance
amending
the
city
of
boston
code,
section
5-5.20
paid
parental
leave
for
city
of
boston
employees.
It's
referred
to
the
committee
on
march
31
2021,
and
it
was
co-sponsored
by
my
my
counselor
michelle
wu
counselor
initiative,
george
and
myself.
A
According
to
the
chapter
20
of
the
acts
of
2021,
I'm
modifying
certain
requirements
of
the
open
meeting
law
and
relieving
public
bodies
of
certain
requirements,
including
requirement
that
public
bodies
conduct
its
meeting
in
a
public
place,
that's
openly
accessible.
We
are
having
this
hearing
on
zoom.
A
The
public
may
watch
this
hearing
via
live
stream
at
www.boston.gov
city
dash
council
dash
tv
and
live
on
xfinity
8,
rcn82,
verizon
964..
The
hearing
is
being
recorded
and
will
also
be
rebroadcasted
at
a
later
date.
Written
comments
may
be
sent
to
the
committee
email
at
ccc.go
at
boston.gov
and
will
be
made
part
of
their
record
and
available
to
all
counselors
docket
0481
amends
the
current
ordinance
by
applying
the
parental
leave
benefit
to
parents
that
have
experienced
a
loss
of
pregnancy.
A
Passage
of
this
ordinance
would
provide
a
parentally
benefit
to
city
employees,
a
parent
in
the
event
of
a
natural
birth
by
any
method,
adoption,
surrogacy
and
loss
of
pregnancy
docket,
zero.
Four
eight
one
would
also
extend
the
parental
leave
to
12
weeks
from
six
weeks
joining
the
committee
today
on
behalf
of
the
administration,
and
I
are
one
on
behalf
of
the
administration.
A
C
Thank
you
very
much,
madam
chair,
and
thank
you
everyone.
I
am
eager
to
see
this
next
iteration
of
the
ordinance.
It
was
a
big
very
exciting
day
when
we
passed
the
ordinance
several
years
ago,
not
just
because
it
was
something
that
was
a
landmark
piece
of
legislation
across
the
country.
But
by
that
time
I
had
been
entrusted
knowing
the
due
dates
of
every
city,
employee
or
their
partner,
who
were
waiting
for
this
to
pass
back
in
the
day.
And
so
it
was
great
to
be
able
to
deliver
that
across
the
board.
C
I
apologize
that
I
will
not
be
able
to
stay
on
for
the
entirety
of
this
hearing,
but
I
might
my
team
is,
is
watching
closely
and
we've
submitted
questions
ahead
of
time,
and
I
will
make
sure
that
I
review
the
tape
as
well.
But
thank
you
so
much,
madam
chair,
and
to
our
co-sponsor
counselor
sapi
george,
for
making
sure
we're
moving
forward
with
this.
D
Thank
you
very
much,
madam
chair,
and
to
you
and
counselor
for
your
partnership
in
this
effort
as
a
parent
of
four
children,
when
we
think
about
the
the
support
that
any
employer
should
be
giving
and
helping
with
as
families
transition
with
a
new
child
at
home,
it's
really
important
that
we
are
supportive.
I'm
particularly
excited
about
the
opportunity
to
support
parents
who
have
had
a
pregnancy
loss
as
someone
who
has
had
multiple
pregnancy
losses.
D
This
is
for
sure
a
needed
additional
benefit
both
to
you
know
just
represent
a
supportive
employer
but
realize
the
very
sort
of
physical,
emotional
impact
that
pregnancy
loss
has
on
our
families.
I'm
hearing
some
sort
of
feedback,
so
I
will
leave
my
remarks
at
that
and
will
continue
to
be
a
part
of
today's
hearing.
Thank
you,
madam
chair.
D
E
I
support
this
extension
of
our
paid
parental
leave
benefits.
I
look
forward
to
hearing
more
details
about
this
ordinance
and
again
want
to
say
thank
you
to
my
colleagues
on
the
boston
city
council,
for
this
important
and
important
update,
and
also
want
to
thank
the
city
administration
officials
that
are
here
that
are
also
dedicated
to
making
sure
that
working
families
are
treated
fairly
and
treated
with
respect
and
dignity.
Thank
you,
council
edwards.
F
A
So
this
is
essentially
trying
to
update
a
pay
parental
leave
policy
which
already
had,
I
believe,
stillbirth
as
one
of
the
options
for
parental
leave.
Still
stillbirth
is
the
loss
of
pregnancy.
I
think
after
20
weeks,
but
many
people
know
you
can
lose
a
pregnancy
before
that
time
and
it
can
be
traumatic
and
also
there
are
times
where
you
are.
You
will
terminate
a
pregnancy
and
you
will
that
may
be
or
may
not
be
a
reason
why
you
need
to
take
some
time.
A
I
don't
know
that
that's
really
any
of
our
business
to
determine
whether
it's
a
stillbirth
or
miscarriage
or
for
whatever
reason
you
lost
your
pregnancy
and
that's
why
we
use
the
term
loss
of
pregnancy.
I
do
think
if
we're
going
to
be
leaders
and
discuss,
and
and
already
we
were
leaders
by
having
stillbirth
even
mentioned
in
our
policy,
I
think
we
need
to
continue
to
move
and
evolve
as
society
is
moving
and
evolving
to
include
all
sorts
of
people
and
experiences
to
ensure
that
we
treat
them
with
compassion
and
dignity.
A
That's
why
we
have
parental
leave,
not
just
maternal
leave,
and
that's
why
men
could
also
have
access
to
this
as
well.
As
you
recall,
matt
o'malley's
testimony
when
we
introduce
this
with
some
of
the
most
powerful
testimony
about
his
the
emotional
impact
on
him
as
a
father
when
he,
when
they
lost
their
pregnancy,
and
I
just
still
to
this
day-
I'm
so
incredibly
grateful
for
his
vulnerability.
A
So
it
would
we
put
in
the
12
weeks,
which
I
believe
this
administration
was
moving
forward
anyway
or
towards
anyway.
So
I
don't
think
that's
inconsistent
and
then
put
in
the
terms
loss
of
pregnancy
and
several
components
where
there
are.
Where
there's
a
reasons
for
after
adoption
we
put
in
loss
of
pregnancy
just
to
make
sure
it's
part
of
the
options.
A
We
don't
need
to
do
that,
for
them
they
can
do
their
jobs.
That
being
said,
I
wanted
to
make
sure
that
everyone
understood
the
background
we're
not
alone
in
this.
Obviously,
as
I
said,
we
were
already
leaders,
but
you
know
new
zealand's
parliament
approved
legislation
that
gave
leave
for
miscarriage
or
stillbirth
without
needing
to
use
sick
leave
in
india.
Under
the
maternity
benefit
act,
a
woman
is
entitled
to
paid
leave
for
six
weeks
immediately
after
a
miscarriage.
A
Nicaragua
and
panama
also
provide
paid
leave
in
accordance
to
the
woman's
needs
in
the
case
of
a
miscourage
stillborn
or
complications
arising
from
childbirth.
So
this
is
this
is,
I
think,
we're
headed
in
the
right
direction
together
very
quickly,
a
statement
from
negro
pro-choice
of
massachusetts
for
many
families
and
pregnant
people.
Pregnancy
loss
can
bring
unimaginable
pain
and
grief,
supporting
people
coping
with
pregnancy
loss
by
allowing
them
to
take
the
time
they
need
to
grieve
and
heal
is
critically
important.
A
B
So
thank
you
joanne
wisdowski
here,
and
I
just
want
to
say
that
the
administration
welcomes
the
opportunity
to
talk
about
this
very
critical
issue
and
we
certainly
support
working
families
and
we
want
to
make
sure
that
it's
an
equitable
opportunity
for
everybody.
I
think
we.
What
might
help
is
if
we
go
through
just
a
high
level
and
I'm
going
to
ask
tammy
to
do
that
of
the
changes
that
we
did
make
to
the
paid
parental
leave
back
in
march.
B
A
H
Thank
you,
madam
chair.
I
will
be
mercifully
brief,
just
appreciate
the
leadership
here
shown
by
you
and
other
colleagues.
This
is
very,
very
important
to
me
and
look
forward
to
getting
this
done
in
short
order.
So
I
appreciate
your
leadership
and
looking
forward
to
support
this
in
every
way.
I
can
thank
you.
G
Okay,
yeah.
Well,
thank
you
all
for
having
us
we're
happy
to
be
here.
As
you
know,
the
city
of
boston
has
had
an
ordinance
about
paid
friendly
for
some
period
of
time,
but
the
administration
certainly
agrees
with
you
that
there
were
lots
of
things
that
could
be
done,
and
we've
tried
to
do
some
of
them
to
try
and
strengthen
that
policy
and
did
this
back
in
march.
G
So
we
have
clarified
that,
of
course,
this
policy
would
apply
to
any
kind
of
parent,
including
our
policy
is
specifically
involves,
foster
care
placement
as
well,
and
there
was
always
some
concern
in
the
city
at
some
point
about
whether
or
not
if
a
if
two
parents
were
raising
children
together,
whether
they
needed
to
split
that
time.
We've
made
very
clear
that,
of
course,
each
one
of
our
employees
has
the
right
to
this
benefit,
and
so
that's
an
improvement.
G
And
so
we
want
to
make
sure
that
we're
giving
our
people
as
much
time
as
we
possibly
can
to
do
that
and
other
than
that.
There's
really
not
that
many
distinctions
between
our
policy
and
the
one
that
the
council
is
considering
right
now.
Other
than
the
term
pregnancy
loss
and
again
we're
happy
to
continue
to
work
with
you
on
that
language.
To
make
that
workable.
A
G
We
do
and
again
I
don't
want
to
bog
down
the
conversation
of
support
with
logistics,
but
as
an
operational
piece
of
the
administration.
You
know
all
of
our
different
leaves
need
to
be
documented
and
we
just
wanted
to
raise
that
issue
up
for
you
in
terms
of
what
we're
really
asking
people
to
submit
to
hr
and
whether
whether
some
of
that
we
wouldn't
want
to
do.
G
A
G
G
I
believe
the
reason
it
is
is
when
we
were
doing
our
best
practice
research
back
in
march
and
trying
to
gather
up
all
the
templates
we
could
find
from
other
both
public
and
private
employers
who
were
on
cutting
edges
of
of
trying
to
make
sure
they
were
supportive
of
their
workers
as
they
could
be.
That
was
an
exclusion
that
was
in
a
lot
of
policies,
and
so
we
adopted
it
again
happy
to
have
that
conversation
about
whether
that's
necessary
in
the
city
of
boston
or
not.
A
A
So
if
we
had
that
term,
no
or
at
least
the
exception
not
removed
because
it
doesn't,
you
know
just
just
if
adoption
means
adoption,
that's
what
I'm
hoping
for
right
and
I
understand,
and
if
we
were
to
then
just
use
terms
like
loss
of
pregnancy,
just
talk
to
me
procedurally,
would
you
have
an
hr
manuals
definitions
of
this?
Or
would
you
keep
it?
Would
you
want
to
put
the
definitions
in
the
actual
explanation?
I
think
it's
the
you
have
a
summary
explanation.
Online,
for
example,.
G
Counselor
members,
what
we
generally
do
is
we
have
a
policy
that
takes
the
framework
of
the
ordinance
that
you
pass
and
gives
it
more
depth
and
deals
with
sort
of
more
of
a
frequently
asked
questions
so
that
we
can
give
all
of
our
people
as
much
information
up
front
as
possible,
and
then
we
distribute
that
as
broadly
as
possible.
So
we
put
it
on
what
we
call
the
hub,
which
is
our
our
internal
website,
and
we
put
it
in
policy
manuals
and
we
include
it
in
orientations
for
new
employees
and
things
like
that.
A
D
Thank
you,
madam
chair.
My
my
questions
are
really
around
the
definitions
in
regards
to
pregnancy,
loss
or
loss
of
pregnancy.
However,
we
would
phrase
it
and
making
sure
that
the
early
stage
loss
is
also
covered.
I
think
that's
sort
of
the
some
of
the
you
know.
Certainly
the
emotional
implications
of
pregnancy
loss
are
very
real
and
can
be
extremely
significant,
but
there
are
also
many
you
know
physical
sort
of
reactions
and
implications
and
possible
complications
so
and
that's
regardless
of
weeks
of
pregnancy.
D
So
I
think
that
it
is
important
that
we
do
sort
of
fine-tune
what
those
definitions
are
as
part
of
this
process
and
whether
that's
today
or
through
a
working
session
or
or
something
I
think,
that's
very
important,
and
so
that's
that's
really.
My
commentary
on
this,
I
think
other
than
you
know,
sort
of
looking
at
the
weeks
and
I
think
we're.
Of
course
it
sounds
like
we're
all
on
the
same
page
on
the
week's
piece
that
that's
been
resolved.
But
the
definitions
is
is
an
important
piece.
A
G
D
A
Right,
I
think
I
would
like
to
hear
more
the
questions
about
what
what's
out
there
and
then
maybe
we
can
collectively
figure
out
how
we
end
the
sentence
or
land
this
this
plane,
if
you
will
to
make
sure
that
the
policy
is
updated
in
the
most
collaborative
way
possible,
but
the
most
expedient.
As
I
do
know,
this
policy
is
effective.
As
of
may
1st,
as
is
right
and
doesn't
include
laws
and
pregnancy
it
doesn't
it
does
not.
A
It
still
includes
the
exception,
for
you
know
adopting
a
spouse's
children
so
and-
and
I
would
add
to
that
exception-
it
says
following
marriage-
and
I
you
know
where
it's
2021,
not
everybody
is
married,
but
they
are
certainly
partnered
up
or
deeply
committed
to
and
in
love
with
the
children
of
their
partner,
and
so
I
just
feel
bonding
is
bonding,
whether
there's
a
paperwork
on
that.
So
I
would
like
to
just
you
know
some
of
those
things.
A
E
F
G
And
so
I
appreciate
that
question.
We
thought
that
we
had
incorporated
that
into
the
definitions,
simply
in
the
reference
to
foster
care
placement.
I
understand
the
distinction
we
thought
originally
about.
Do
we
need
to
add
guardianship
or
anything,
but
those
are
legal
processes
that
not
everybody
you
know,
goes
and
gets
an
order
of
guardianship,
but
instead
in
in
the
situation
you
were
just
describing
where
family
members
help
out
other
family
members,
that's
what
we
were
intending
so
again.
F
I
I
do
believe
you
named
both
the
father
and
the
mother,
and
so
I
just
want
to
be
clear
that
it's
for
both
and
then
that
we're
going
to
expand
the
language
that
if
it's
same-sex
couples
that
there
is
that
that
we're
using
language
that
feels
more
inclusive.
So
I
just
want
to
be
clear
on
that,
and
then
I
really
do
appreciate.
I
just
want
to
say
how
much
the
intentionality
around
making
sure
that
we're
not
creating
additional
hardships
for
folks
who
have
decided
to
terminate
and
and
having
to
I.
F
I
do
appreciate
that
intentionality
of
protecting
people's
privacy.
There
is
no
need
for
us
to
ask
those
type
of
questions
and
so
giving
people
the
opportunity
to
not
have
to
disclose
that.
I
think
it
is
is,
is
right
on
point
and
and
exactly
the
type
of
space
that
we
want
to
create
for
people
who
are
already
experiencing
enough
trauma,
and
then
I'm
just
I
know
this
audience
is
specifically
around
this
issue,
but
I'm
just
curious
about
you
know.
F
F
How
do
we
create
enough
space
and
time
for
people
to
be
able
to
kind
of
take
this
time
when
they're
ready,
because
you
know
some
folks
working
is
the
best
form
of
therapy
for
them
right?
So
I
know
I'm
a
workaholic,
so
I
throw
myself
into
the
work
whenever
I'm
dealing
with
something
right
and
then
like.
Oh
my
god,
six
months
later,
I
realized
that
I
lost
of
love.
I
lost
a
loved
one
and
I
never
mourned
them,
and
I
need
that
time
to
to
deal
with
it.
G
G
Sometimes
people
think
the
best
thing
is
to
get
back
to
work
and
then
they
realize
maybe
it's
not,
and
you
know,
everybody's
different
everyone's
unique,
and
so
we
gave
it
a
12-month
period
from
the
whatever
the
triggering
event
is
in
hopes
of
covering
the
majority
of
whatever
that
was
going
to
be
again,
and
somebody
could
say
well
why
not?
We
just
have
it
forever.
We
we
need
to
administer
a
policy
too,
so
it
has
to
have
some
sort
of
guardrails
so
that
we
can
can
explain
to
our
people
it's
this
and
not
that
so
yeah.
F
So
that's
great,
so
I'm
just
a
counselor
edwards.
Could
I
just
ask
a
quick
one,
more
follow-up,
question,
yeah.
Okay,
so
to
to
that
point,
is
it
possible
for
them
to
apply
for
it
within
the
12-month
grace
period
and
then
reserve
it
to
when
you
need
it,
because
I
I
I
don't
know
if
that's
complicated
or
is
that
asking
too
much?
I
don't
know,
but
I
just
know
that
everyone
grieves
differently
and.
A
F
A
Right
here,
yes,
you
don't
want
the
notification
to
trigger
the
leave.
You
want
someone
to
be
able
to
say
I'm
suffering
and
be
honest
about
that
and
then,
once
you
know
whatever
grieving
period,
whatever
moment,
they're
in
to
be
able
to
say,
I'm
gonna
leave
effective
such
and
such
time.
Is
that
what
you
mean.
F
Yes,
okay,
I
appreciate
you.
Yes,
and
you
know
I
don't
know
if
that's
too
much
tammy
to
ask
for,
but
the
only
reason
why
I'm
bringing
it
up
is
just
because
you,
I
just
know
that
everyone
is
in
everybody
has
a
different
journey
and
if
we
can
allow
for
some
flexibility
for
people
to
be
able
to
take
the
time
when
they
know
they
need
that
moment
of,
like
oh,
my
god,
I
have
lost
and
or
whatever
the
case
is
just.
G
Madam
chair
counselor,
I
certainly
understand
the
question
that
you're
asking
chair.
I
appreciate
the
clarification
I.
What
the
best
I
can
say
is
I'm
going
to
think
that,
through
with
you
and
we'll
kind
of
figure
it
out
as
we
move
forward,
there
isn't
anything
in
the
policy
that
we
have
in
place
right
now
that
really
addresses
that.
But
but
I
do
understand
what
you're
talking
about,
and
so
I
can
certainly
give
you
my
word
that
we
will
have
further
conversations
with.
However,
we're
directed
to
do
that
when
you
get
to
that
point.
F
H
H
G
So
counselor,
I
agree
with
you
that
that
is
language.
That's
first
of
all
should
be
used,
it's
not
in
our
policy,
but
it's
also
only
one
box,
because
birth
parent,
non-birth
parent
doesn't
reflect
adoption,
secure
placement,
and
so
again
everybody,
I
think,
is
on
the
same
page
that
we
want
to
be
as
inclusive
as
possible.
So
we
probably
will
need
a
broad
definition
section
of
what
parent
means
and
it
means
all
those
things
yeah.
H
Great
and
yeah
and
I
think
we're
all
on
the
same
page.
We
want
to
make
sure
that
we
are
inclusive
in
the
language.
That's
vital
and
tammy
I
got
on
late.
I
apologize.
I
don't
have
a
printout.
Did
you
say
that
this
only
in
in
the
administration's
plan,
the
medical
leave
for
a
pregnancy
that
ends
is
only
available
if
it
happens,
post
20
weeks.
G
The
way
that
the
way
that
the
policy
is
drafted
right
now
is
it
covers
stillbirth,
which
we
define
to
be
a
loss
at
20
or
80
more
weeks
gestation.
The
reason
we
did
that
and
again
I'm
just
explaining
I'm
not
defending
the
reason
we
did
that
was.
We
were
concerned
about
a
pregnancy
loss
after
say,
someone's
taken,
a
home
test
has
confirmed
their
pregnancy
to
themselves,
but
there's
no
medical
records
anywhere
and
then
there's
a
loss
and
there's
also
no
reason
that
one
would
necessarily
go
so
there
wouldn't
be
medical
records
generated.
G
So
when
we
were
drafting,
we
were
trying
to
figure
out
well.
How
is
this
going
to
fit
into
the
documentation
requirements
that
we
have
historically
had
again
we're
happy
to
continue
to
work
with
the
council
and
figure
out?
How
do
we
build
in
flexibilities
in
certain
situations
where
that
may
not
be
required,
but
that
was
the
reason
that
we
picked
a
cut
off
date.
H
Yeah
I
I
appreciate
that.
I
you
know
from
my
vantage
point:
that's
that
needs
to
be
removed.
I
mean
20
weeks
is,
is
well
into
the
second
trimester
in
terms
of
medical
documentation.
An
earlier
miscarriage
could
or
termination
could,
you
know
be
induced
could
be
an
actual
medical
procedure,
a
dnc,
a
medication.
So
I
I
for
what
it's
worth.
I
think
there
should
be
no
minimum
and
even
in
terms
of
the
medical
documentation,
we
don't
need
it.
H
I
have
no
worry
that
people
are
going
to
use
this
as
an
excuse
to
get
a
day
off
of
work.
So
as
long
as
I'm
council
president,
the
the
protocol
for
the
council
staff
is
there's
no
medi,
there's
no
there's
no
documentation
needed,
and
I
think
that's
that's
what
we
should
fine-tune
before
we
vote
on
this.
Madam
chair.
G
Counselor
o'malley,
I
I
certainly
understand
you
and
don't
disagree
at
all.
I
do
want
to
raise
for
the
council's
consideration,
though
there
are
other
components
of
leave
that
we
grant
right.
So
you
know
people
have
can
take
sick
leave,
they
can
take
bereavemently.
They
can
take
different
kinds
of
leave
as
well.
So
as
we
continue,
this
conversation
we'll
try
and
show
you
some
building
blocks
about
how
those
things
interact
or
don't
in
these
situations.
H
So
I
mean,
I
guess
I
think
you
would
just
say
that
there's
you
know
an
employee
who
says
I
have
a
slip
disk
and
my
doctor
said
I'm
gonna
need
to
be
out
for
two
weeks.
I
could
understand
wanting
to
have
some
documentation
for
that,
but
when
we
get
into
something
like
this,
I
I
think
we
should
just
believe
the
employee.
H
I
certainly
understand
that
there
are
certain
you
know:
union
contracts
may
negotiate
some
time
off
and
and
bereavement
and
other
things,
but
I
just
think
with
this:
it's
just
better
to
err
on
the
side
of
of
believing
an
employee
and
and
make
it
sort
of
as
simple
as
possible.
So
that's
certainly
my
my
request.
As
we
you
know,
as
we
can.
G
So
I
appreciate
that
and
now
that
you've
raised
the
issue
of
of
our
union
contracts,
I
would
put
out
for
the
council's
consideration
as
well
that,
after
we
announced
this
policy
back
in
late
march,
maybe
it
was
april,
not
sure
about
half
of
our
unions
have
joined
in
and
asked
for
this
us
to
apply
to
their
members
and
about
50.
If
not.
H
A
Very
quickly,
I
just
wanted
to
note
again
on
council
mehia's
point
of
inclusion
language,
just
the
the
first
sentence.
Actually,
I
believe
policy.
As
it
reads,
I
don't
know
if
anyone
has
it,
but
if
the
city
of
boston
shall
implement
parental
leave
for
all
of
its
exempt
female
and
male
employees,
would
it
make
sense
to
just
simply
say
employees
so
and
that
you
know
those
those
again,
I
think
we're
all
on
the
same
page.
This
is
not
a
what
you
did
wrong.
A
A
That
is
not
the
goal
of
this
in
any
way
to
provide
additional
stigma
or
something
about
that
about
the
termination
of
a
pregnancy
in
any
way,
shape
or
form.
I
firmly
believe
what
counselor
o'malley
said:
what
counselor
mejia
said,
what
the
counselor
wu
and
counselor
savvy
george
is
is
that
employees
know
what
they
need
and
they
will
express
what
they
need,
and
we
just
want
to
make
sure
that
we
have
the
most
compassionate
laws
to
allow
for
people
to
say
I
need
this
or
I
don't.
A
They
are
with
able
to
do
so
within
within
a
year.
This
is
this
is
meant
to
just
assume.
People
have
private
lives
and
the
aspects
of
entering
or
exiting
parenthood
is
impactful.
That's
the
whole
goal.
So
I
wanted
to
address
this.
It
did
to
those
who
may
be
watching
and
being
concerned
about
a
stigma.
F
Mindful
of
that,
I
mean
I'm
not
that
you
need
to
write
this
into
the
law,
but
I
just
want
us
to
be
super
mindful
that
if
we
do
have
an
employee
who
is
of
a
later
age
that
there's
no
assumptions
being
made
about
you
know
just
I
just
needed
to
name
that
just
because
that
was
my
own
personal
experience
being
a
late
age,
geriatric
mom,
which
is
actually
the
worst
term
that
they
could
ever
think
of,
which
is
what
I
was
called.
I
just.
F
I
just
want
you
to
know
that
that
is
such
a
bad
term,
and
I
don't
ever
want
to
ever
see
it
anywhere,
but
just
to
be
super
mindful
that
we
are
not.
You
know,
also
imposing
values
in
in
prejudices
against
people
based
on
age.
In
case
people
do
submit
that
we
don't
question
them
based
on
their
age
situation.
Council.
G
F
A
Appreciate
it
and
I
do
appreciate
counselor
mejia,
whether
sometimes
people
do
need
to
hear
that
themselves
be
in
the
conversation.
Even
if
we
do
provide
the
protection
for
lgbtq
individuals,
they
need
to
know
their,
as
you
say,
you
know
here
at
the
table
in
our
hearts
and
minds,
so
so
so
for
those
again
watching.
This
is
not
to
say
that
we
don't
protect
and
don't
include
it's
to
say
we
see
you.
We
hear
you
and
you're
here
and
not
policy
thoughts
and
minds.
A
So
again,
just
wanted
to
clarify
folks
are
like
well.
Why
are
they
talking
about
it
and
assuming
it's
it's
it's
because
we
should
be
so.
I
had
a
couple.
I
made
a
list
of
some
of
the
things
for
updating
that
I'd
like
to
do
and
then,
if
there's
no
other
questions,
I'd
like
to
talk
about
the
procedure
we
can
go
into
and
how
the
updates
become
real,
okay,
so
removing
all
gendered
language,
male
female,
that's
one
suggestion
I
think
we're
okay
with
that
and
just
having
parent
or
employees.
A
A
A
We
put
that
in
the
ordinance,
and
I
think
you
have
moved
to
12
weeks
already
in
the
ordinance
okay,
so
that
that
I
think
those
are
the
only
two
that
we
would
actually
put
in
the
ordinance
to
change
besides
getting
rid
of
the
gendered
language
in
the
ordinance,
removing
stillbirth
in
terms
of
the
definition
and
how
people
access
it
kind
of
the
meat
on
the
bones
which
would
be
in
the
document
that
you
said
is
on
hub
the
paper
and
the
leave
policy.
I'll
pull
this
up
for
folks
that
we
could.
A
I
would
assume
that
that's
where
we
would
remove
the
exceptions
to
the
rule.
If
we're
going
to
agree
to
that,
we
would
be
able
to
also
would
it
remove
the
word
stillbirth
and
just
loss
of
pregnancy,
and
then
I,
if
it
makes
sense
it
describe
loosely
loss
of
pregnancy.
This
is
how
we
define
it
or
not.
I
see
three,
but
this
is
you
know,
termination
still
birth
or
miscarriage.
A
A
Procedurally,
the
ordinance
gets
it's
kind
of
back
and
forth,
and
then
the
document
gets
its
pack
it's
back
and
forth
and
together
the
council
and
the
administration,
I
think,
put
our
seal
of
approval
on
saying:
we've
got
ourselves
a
21st
century,
modern,
inclusive
parental
leave
policy,
and
we
did
it
together.
That's
that's
what
I
think
would
work.
G
A
That
is
perfect.
That
is
perfect,
and
if
you,
if
you
with
the
suggestions
we
have
so
far
or
again,
with
whatever
best
practices,
you
you
learn
and
you
could
submit
it
to
myself
as
a
chair
government
ops
and
we
can
either
have
a
working
session
where
the
council,
you
review
it
for
us
as
a
council
where
the
edits
went
in
and
then,
if
assuming
that
we're
fine
with
those
edits,
we
would
just
go
ahead
and
move
to
to
pass
it.
The
updates
in
the
following
week
or
whenever
the
next
time
we
pass
ordinances.
A
Wonderful,
so
I
am
I'm
counselors,
I'm
going
to
turn
it
back
over
to
you,
including
remarks
and
and
of
course,
the
administration
as
well
tammy,
if
you,
if
tammy
or
joanne,
if
you
either
of
you,
would
like
to
say
anything
in
conclusion
and
then
we
will
close
out
the
the
hearing.
So
I
think
in
order
of
revival
counselor
flynn
and
counselor
mejia,
I
think
council
o'malley
had
to
step
off
and
then
either
tammy
and
or
joanne
can
also
have
some
concluding
remarks.
So
counselor
flynn,
if
you
have
any
concluding
remarks.
E
F
Thank
you
sponsor
mejia,
yes,
no,
I
I
don't
have
any
more
questions,
I'm
just
glad
that
we
are
here
at
this
point.
Every
time
I
participate
in
these
sessions,
I
always
learn
something
new
about
the
different
departments
that
we
have
and
how
we
all
function
here,
and
so
I'm
glad
that
you
tammy
and
your
team
joanne.
You
are
open
and
receptive
to
the
the
importance
of
the
inclusivity
of
how
we
are
talking
about
this
work.
F
So
so
thank
you
for
your
leadership
in
the
space
and
thank
you
to
my
colleagues
for
raising
this
up,
and
I
look
forward
to
not
only
supporting
this
but
utilizing
our
platform
to
kind
of
help,
engage
people
in
this
in
this
very
important
conversation
and
dialogue
moving
forward
once
it
gets
rolled
out.
So
thank
you.
F
A
Thank
you
very
much
so
with
that
I'm
going
to
conclude
today's
hearing,
we
will
have
a
working
session.
Hr
is
committed
to
get
us
an
updated
redline
draft
with
our
suggestions
and
any
other
best
practices,
and
then
we
hope
to
pass
that
updated
draft
and
it's
exciting
to
know
how
many
unions
already
signed
on
to
it.
It's
a
little
sad
that
some
have
not,
but
we
look
forward
to
all
of
this
still
still
stepping
further
into
the
light
of
social
justice.
So
thank
you
very
much
have
a
good
day.