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From YouTube: Chattanooga City Council Agenda Session — 01-31-23
Description
Chattanooga City Council Agenda Session — 01-31-23
A
A
Good
afternoon,
everyone
Welcome
to
our
Tuesday
January
31st
agenda
session
I'll,
take
a
motion
on
the
minutes.
Please
I
have
a
motion
on
the
minutes.
They
will
stand
without
objection,
ordinances
on
Final
reading
Council.
If
you'll
take
a
look
at
planning
item,
a
I'll
watch
the
screen
for
your
lights
for
any
questions
or
comments.
Moving
into
resolutions,
Economic
Development,
we
have
districts,
five,
six,
seven
and
eight.
A
A
A
B
So
you
know
if
there
is
any
concern
with
a
particular
part
of
the
egg
that
you
would
like
changed.
You
know,
I
I,
think
the
administration's
request
would
be
that
if
you
have
alternate
language
or
want
to
make
an
adjustment
to
that,
these
were
part
of
discussions
that
had
been
long-standing
through
our
our
egg
committee
and
that
involve
our
employee
groups
and
so
out
of
respect
to
them.
B
The
accreditation
requirements
will
always
or
may
supersede
the
the
AG
language.
For
example,
there
may
be
additional
screening
requirements
for
police
officers
or
different
disciplinary
procedures
for
firefighters,
and
that
is
necessary
for
their
accreditation
to
be
maintained,
same
thing
for
Folks
At,
the
Family
Justice
Center,
and
it
is
our
intent
in
the
way
that
we
currently
handle.
That
is
that
their
accreditation
policies
will
supersede
the
egg,
and
that
is
trying
that's
what
that
language
is
trying
to
clarify
right.
B
A
And
that
may
be
the
the
answer
for
today
is
because
I
do
have
several
items
on
there.
If
you
want
Daniel
to
address
any
of
this,
that's
fine
for
Council.
Let
me
bring
you
up
to
speed
because
I
apologize,
you're,
probably
going.
What
are
you
talking
about?
It's
under
purpose
and
an
objective
departments
which
have
accreditation
through
other
organizations
may
have
their
own
policies.
A
So
when
I
read
that
I
read
that
as
very
static
and
sterile
I
read
that
as
this
could
be
a
exemption
from
the
egg
for
over
half
of
our
Workforce
working
for
the
city,
which
means
they
would
not
be
held
to
the
egg,
they
would
not
be
held
to
any
governing
body
such
as
this
body
that
approves
the
egg
and
wall
that
I
was
asking
for,
or
the
concern
was
to
help
provide
language
that
would
clarify
that
there
are
instances
where
the
accreditation
would
kind
of
overlap.
Our
egg
and
Daniel
I.
Think.
C
Sir
Daniel
Harrigan
deputy
chief
HR
officer,
so
it's
it's
not
intended
to
override
the
egg
in
all
aspects.
By
any
means
there
are
departments
that
are
accredited
or
otherwise
fall
under
grants
that
it's
actually
a
requirement
that
they
have
their
own
policies
that
are
not
appropriate
and
don't
belong
in
the
EIG.
So
one
example
would
be
a
family
Justice
Center.
We
had
a
meeting
last
week
or
maybe
the
week
before
specific
to
their
Grant.
They
require
policies
on
reference
checks,
background
on
checks
that
don't
exist
in
our
egg.
C
So
in
order
for
them
to
receive
their
Grant,
they
have
to
have
written
policies
and
they
have
to
prove
it
same
with
the
credited
departments.
In
order
for
them
to
maintain
accreditation,
they
have
to
have
some
policies
that
they
can
renew
their
accreditation
each
year
or
every
other
year.
Those
don't
those
are
Department
specific
and
they
don't
belong
in
the
egg.
Now,
if
they
do
have
policies
specific
to
their
Department
department,
policies
cannot
overrun
the
egg,
especially
benefits
pay
holidays.
C
C
Can
take
it
yeah
swing
at
that?
If
we
remove
one
section,
we
have
to
put
it
right
back
through,
because
there
is
a
committee
for
all
egg
updates,
and
so
we
would
have
to
send
it
back.
The
specific
language
that
is
now
proposed
each
proposal
would
go
back
through
the
committee.
They
have
two
weeks
to
respond
and
you
know
have
their
input
as
to
that
it
could
be.
B
So
so
again,
I
I
want
to
make
sure
that
we're
being
clear.
So
we
could
pull
back
that
specific
section
and
that
would
be
subject
to
a
five-week
delay.
I
want
to
proceed
with
the
rest
of
the
a
changes
and
and
aspect
for
our
agreements
with
employees,
though,
if
we
were
to
do
that,
we
wouldn't
have
a
tremendous
amount
of
heartburn.
If
we
pull
that
specific
section
back
and
then
allow
our
our
HR
team
to
move
forward
with
the
rest
of
the
changes.
If
the
council
is
good.
A
We're
on
the
same
page,
Jonah,
there's
no
question
about
that.
Thank
you.
That's
really!
All
I
had
and
I
wanted
to
bring
that
to
the
attention
of
council
I
appreciate
you
working
with
the
concerns
that
I
brought
up
with
you
and
we'll
see
what
happens
at
six
o'clock.
Thank
you,
sir.
All
right.
Thank
you.
Dr
Burrs
yeah.
D
I
think
the
the
pause
that
I
have
is
the
word,
supersede
it
it
it
it.
It
doesn't
supersede
the
egg.
The
egg
is
the
basis
of
everything
and
then,
if
there
are
more
strict
policies,
they're
added.
In
other
words,
if
you
have
a
basic
law,
you
can't
you
can
enhance
it,
but
you
can't
do
any
less
than
that.
So
I'm
very
familiar
with
the
Family,
Justice,
Center
and
so
is
supersede
the
word
you
want
that's
a
very
Global
word
and,
and
you
the
everybody,
the
egg
applies
to
everybody
right
across
the
board.
D
B
I
think
we're
also
being
cautious
about
this,
because
again
we
we
had
an
extensive
series
of
discussions
with
all
of
our
employee
groups
and
we
want
to
make
sure
that
they
have
an
opportunity
for
input
too.
So
we
aren't
able
to
agree
in
this
in
this
setting
to
say:
okay,
we
can
say
now
we're
going
to
substitute
the
word
two.
D
A
Thank
you
so
for
clarification.
Thank
you.
Jodo
for
clarification.
That's
identified
as
section
one
introduction
item
a
okay
just
for
the
record:
Mr
attorney.
Yes,
okay!
Thank
you.
Any
other
questions
or
comments
regarding
the
EIG
ordinance
updates
on
our
agenda
for
this
evening.
Seeing
none
we'll
move
into
legal
and
Mr
knoblet.
Do
you
have
an
update
for
us
on
the
public
hearing
which
I
understand
could
be
in
a
delay
or
need
a
deferral.
E
Well,
there
was
an
issue
as
to
the
property
owner
I
believe
we
have
a
new
property
owner
for
this
particular
property.
That
new
property
owner
has
likewise
submitted
a
petition
at
this
point
in
time
for
consideration
at
this
point.
But
we
may
need
a
delay
of
maybe
a
week
here
to
make
sure
all
the
paperwork
has
been
completed
and
sent
on
to
RPA.
I
just
need
to
make
sure
at
least
confirm
this
right,
because
it's
over
there
already
or
what
have
we
got.
E
A
A
A
E
E
A
Sir
I
wanted
to
make
sure
it
was
noted
that
that
was
had
been
awesome.
In
case
you
had
a
previous
version.
Okay,
so
thank
you.
Mr
noblet,
under
Public,
Works,
Transportation,
District
Seven,
any
issues
there
all
right
and
we
have
another
set
listed
under
other
business.
Okay,
seeing
no
lights,
we
will
move
into
our
purchases
for
this
evening.
You'll
take.
A
A
A
Okay,
moving
on
from
future
considerations,
we
have
no
Department
reports
this
afternoon.
We
do
have
two
committees
this
afternoon:
Public
Safety
and
especially
called
parks
and
public
works.
But
before
we
move
into
committee,
does
anyone
have
any
other
business
they'd
like
to
bring
before
the
council
before
we
move
into
committees?
A
So
for
those
following
in
the
audience
we
have,
the
member
has
asked
for
a
ordinance
to
be
amended
from
the
floor
and
that
promotion
does
have
and
in
a
second
for
that
motion
and
it
will
be
placed
on
the
two-week
agenda
for
discussion,
Mr
knob.
Anything
else,
I
need
to
cover
there.
No
sir,
we'll
get
it
prepared.
It
doesn't
happen
very
often,
but
I
want
to
make
sure
we're
traveling
cross
our
T's
and
Dot
our
eyes.
A
E
H
Right
perfect,
thank
you.
So
much
I
appreciate
you
having
me
today,
you'll
notice,
I'm
interviewing
the
report.
We
do
have
quite
a
few
fewer
cases
than
we
usually
do.
We
did
not
have
a
quorum
for
our
December
meeting,
so
we
had
quite
a
few
to
make
up
for
in
January
and
you'll,
see
those
reflected
in
the
next
quarterly
report
for
q1
2023,
but
I
will
dive
into
what
we
have
here
from
October
through
November
of
2022.
We
reviewed
15
cases
involving
18
officers.
H
H
The
breakdown
of
all
complaints
by
category
of
violation
is
also
contained
in
the
chart
within
section
two.
If
you
would
like
to
take
a
look
at
that
and
since
Park
began
reviewing
cases
in
October
2020
through
the
end
of
November
2022,
we
have
reviewed
a
total
of
361
cases
involving
440
officers
and
20
of
those
cases.
The
chief's
final
recommendation
was
different
from
the
park
recommendation,
which
can
happen
when
either
Park
finds
a
violation
that
Chief
does
not,
or
vice
versa.
H
In
section,
two
you'll
find
that
aforementioned
chart
featuring
that
category
breakdown
of
the
violations
or
the
complaints
that
were
reviewed
and
for
context.
We've
noticed
that
we
are
seeing
remarkably
fewer
instances
of
complaints
around
things
like
discourtesy
and
use
of
force,
which
is
something
that
we're
certainly
finding
very,
very
encouraging.
H
A
couple
of
other
things
due
to
one
case
that
we
reviewed
Park
plans
to
make
a
recommendation
to
the
chief
to
AB
regulations
around
personal
Firearms
being
contained
within
Department
Vehicles.
There
is
a
double
locking
mechanism
requirement
for
all
department-issued
firearms,
but
that
does
not
currently
pertain
to
personal
Firearms.
So
that
is
just
a
recommendation
that
we
plan
to
make
moving
forward.
E
I
H
D
E
J
We
cannot
under
or
or
overstate
the
importance
of
the
work
that
the
park
board.
Does
we
see
time
and
time
again
in
America
that
we
have
a
lot
of
work
to
do
with
how
we
police,
most
recently,
having
lost
an
American
citizen,
Tyree
Nichols
in
Memphis
I'm,
encouraged
by
by
what
you're
telling
us
that
we
were
having
fewer
complaints
and
I
know
that
Chief
Murphy
is
working
hard
with
the
culture
of
the
police
department
and
hearing
us
when
we're
saying
that
we
need
some
different
training.
So
thank
you
for
what
you
do.
J
A
Mr
chairman,
thank
you,
sir
I
promise
you
last
time
you
were
here.
You
had
to
wait
quite
a
little
awful
long
time
and
I
still
apologize
for
that.
Thank
you
for
your
service
and
I
want
to
Echo.
What
councilwoman
Hill
has
has
alluded
to.
I
went
to
the
graduation
on
last
Thursday
for
our
Cadets
and
I
was
very
appropriately
impressed
with
the
tone
that
the
chief
set
for
our
new
Cadets,
but
also
our
district
attorney,
who
also
spoke
and
I,
think
that
you're,
coupled
with
the
service
of
the
park.
A
E
You
all
right,
councilwoman
kunrod.
You
had
requested
for
the
chief
to
come
and
and
kind
of
give
us
an
update
on
some
of
the
data
that
that
we
have
in
our
city,
but
I
think
we
have.
You
have
agreed
to
defer
that
for
one
month,
I
think
to
get
some
more
information.
I
just
want
the
council
to
be
aware
of
that.
Councilwoman
kunad
had
to
ask
for
the
chief
to
be
here,
but
I
think
we've
worked
it
out
for
that
to
happen
in
about
a
month.
E
K
Welcome
to
parks
and
Public
Works
I
want
to
thank
all
the
Personnel
from
Public
Works,
who
are
here
now
and
I
know
that
you
guys
are
backbone
of
the
city.
The
city
doesn't
run
smoothly.
Without
you
guys
and
your
efforts,
you
know.
Sometimes
you
guys
have
to
work
long
hours,
wake
up
early
in
the
morning,
rain
sleet
snow,
natural
disaster.
You
guys
thank
you
for
all
your
work,
all
your
hard
work.
Can
we
accept
the
credits.
K
K
K
L
Thank
you
for
the
opportunity
to
speak
with
you
all
today
and
I
did
want
to
recognize.
We
do
have
some
folks
from
our
Solid
Waste
and
Recycling
leadership
team
here
today,
so
I
wanted
to
recognize
them
first
of
all
crew
supervisors.
If
you
would
raise
your
hand,
if
you
don't
mind,
Marlon
mccroskey,
thank
you.
L
Marlon
Shane,
Scott,
Michael,
Tucker,
Sherry
Hudson,
all
right
and
we
got
a
couple:
General
supervisors,
Anthony,
Cunningham
and
Gary
Delaney,
and
the
manager
of
Southwestern
recycling,
rashonda,
Woods
I
just
appreciate
them
coming
out
here
today.
We
also
have
several
team
members
and
other
leaders
from
our
Public
Works
team.
As
you
all
know,
my
role
here
as
Chief
Operating
Officer
for
the
city,
but
I've
had
the
honor
over
the
past
few
months
to
be
the
interim
Public,
Works,
administrator
and
I
can
say
it's
been
a
humbling
opportunity.
L
I
learned
something
every
day,
but
it
really
has
been
an
honor
to
work
alongside
these
folks
and
councilman
Hester,
you
said
it
well.
These
folks
are
the
backbone
of
our
city
a
lot
of
time
when
we
think
Of,
Central
Services.
We
think
fire.
We
think
police,
but
I
can
tell
you
if
our
if
our
garbage
isn't
getting
picked
up,
we
got
a
big
problem,
yeah
real
big
problem
and
so
I
just
really
appreciate
what
this
team
does
and
what
our
drivers
and
laborers
do
every
day
to
get
to
get
the
work
done.
L
Maybe
if
I
turned
it
on
it
would
help
there
we
go
they
want
to
highlight.
You
know
one
of
the
root
causes
we
have
in
terms
of
some
of
the
challenges
that
were
shared
with
Council
around
folks.
Getting
told
to
do
garbage
is
that
we
don't
have
enough
drivers
right,
that's
a
key
root
cause
and
so
really
appreciate
the
HR
team,
organizing,
along
with
Public
Works,
a
hiring
Fair
last
week
appreciate
Council
helping
get
the
word
out.
Last
week
we
had
over
230
people
show
up
at
that
hiring
Fair.
L
Last
week,
15
CDL
Drivers
showed
up,
and
so
we
are
very
excited
we're
talking
with
rashonda
we
had.
We
have
five
driver
openings
in
solid
waste
and
recycling.
She
was
able
to
extend
five
offers
to
the
folks
that
showed
up
last
week,
so
really
excited
about
that,
and
hopefully
again
can
help
mitigate
some
of
the
challenges
that
we
we
heard
a
couple
weeks
ago.
So
here's
a
quick
agenda
we'll
begin
and
end
with
values.
L
I
wanted
to
share
a
little
bit
more
detail
around
feedback
that
the
team
has
provided
and
some
solutions
that
are
in
Flight
Council
requested
some
data.
So
I
wanted
to
share
some
of
that,
obviously
some
time
for
Q
a
where
I'll
definitely
lean
on
some
of
the
experts
for
sure
and
then
I've
gotten
some
questions
over
the
past
few
months
around
complaint
process,
so
some
clarification
there
and
some
ideas
as
well.
L
So,
first
of
all,
starting
with
values
we
as
a
city
organization,
have
four
values:
we've
really
been
focused
on
this
year.
You
know
serving
others
with
urgency,
treating
others
with
dignity
and
respect
being
a
problem.
Solver
do
the
right
thing.
The
one
that
we
are
laser
focused
on
is
treating
others
with
dignity
and
respect
this
year,
and
you
know
really
coming
out
of
that
has
been
a
lot
of
action.
These
things
aren't
just
words
for
us,
and
so
the
the
a
key
action
that
came
out
of
that
was
a
work.
L
Engagement
survey
I've
really
been
wanting
to
get
in
front
of
you
to
talk
about.
So
this
was
a
great
opportunity
to
do
that.
So
Citywide
we
did
our
first
work
engagement
survey
and
these
are
the
results
Citywide,
so
really
I
wouldn't
give
us
a
grade
on
these
results.
I
would
call
this
a
starting
point
and
the
idea
here
is
to
see
year
over
year.
How
do
we
do
do
we
get
better?
Do
we
get
worse
and
I'm
sharing
the
city-wide
results,
because
then
it
helps
put
in
context.
L
What's
you
know
what
are
the
areas
of
of
improvements,
city-wide
and
again
I'm
sharing
these
because
you'll
see
these
are
not
necessarily
isolated
to
Solid,
Waste
and
Recycling.
You
know
a
lot
of
room
around
accountability,
communication
and
compensation.
Those
are
really
the
three
areas
that
we
have
to
work
on
and
we've
been
doing
a
lot
of
work
in
those
spaces.
So
so,
with
that
context,
I
wanted
to
share
a
little
bit
about
solid
waste
and
recycling's
Survey
results
again.
This
survey
was
held
in
August,
so
a
little
bit
of
a
timeline
here.
L
L
So
those
those
were
some
of
the
survey
results
and
from
there
this
leadership
team
dug
in
with
their
team,
because
at
the
end
of
the
day
we
shouldn't
have
a
survey.
If
we're
not
going
to
do
something
with
it
right,
and
so
they
spent
some
time
with
their
team
members
and
tried
to
figure
out
what
what?
Where
can
we
go
from
here?
What
can
we
do,
and
so
we
really
broke
these
into
these
three
categories
and
what
I'll
say
is
these
are
actions
that
have
already
been
taking
place.
L
Okay,
so
again,
survey
was
in
August,
dug
in
in
October
November
time
frame,
and
action
has
been
happening
since
that
time
frame
right.
So
again,
there
was
desire
for
more
communication.
Rashonda
herself
did
her
own
follow-up
survey
with
her
team
to
try
to
get
more
information
from
the
team.
We've
provided
email
addresses
to
all
employees
in
public
works,
which
was
not
the
case
before
and
by
the
way
struggle
with
communication
with
a
team.
That's
extremely
distributed,
not
sitting
behind
a
computer
all
day
is
not
really
a
surprise
right.
L
So
I
won't
go
into
all
these,
but
I
will
mention
this
other
survey
that
we're
going
to
kick
off
in
February.
It's
been
in
the
works
now
for
a
little
while
it's
called
a
pulse
survey.
The
idea
is,
it's
actually
a
more
regular
survey
than
once
a
year,
it's
actually
once
or
twice
a
week
a
couple
of
questions.
L
It's
just
what
it
sounds
like
it's
to
keep
a
pulse
on
the
patient
versus
an
annual
physical,
which
is
what
that
longer
survey
is
right
and
so,
with
a
distributed
Workforce,
it's
sometimes
hard
to
know
how
our
team's
doing,
and
so
that's-
and
that
gives
us
an
opportunity
to
be
able
to
do
that
better
and
so
we're
looking
forward
to
getting
that
start
in
February.
So
those
are
all
things
that
we
feel
like
can
move
forward.
Communication.
L
The
other
part
you
heard
a
little
bit
about
a
couple
weeks
ago
and
that's
the
garbage
rotation
when
the
team
is
short
staffed,
which
unfortunately
has
has
been
very
frequent
and
but
that's
been
going
on
for
a
long
time,
and
so
the
leadership
team
heard
that
feedback
came
together,
not
just
the
solid
waste
leadership
team,
but
also
water
quality
construction.
All
of
us
came
together
and
and
came
up
with
a
rotation
plan
that
really
was
a
one-team
mindset
over
there
at
the
Paul
Clark
building.
L
How
can
we
work
together
in
a
fair,
consistent,
transparent
way
and
give
advance
notice
for
folks,
and
so
we
put
that
in
place?
It's
not
perfect.
None
of
this
stuff
is
perfect,
but
we
are
I
think
in
a
stronger
spot
than
where
we
were
before
and
then
the
last
part
here
is
around
creating
a
path
to
800.
What
does
that
mean?
Our
trucks
are
garbage.
L
Trucks
are
built
to
pick
up
roughly
600
to
800
stops
a
day,
and
they
pick
up
between
a
thousand
and
twelve
hundred
stops
a
day,
so
you
can
put
do
the
math
and
that's
not
really
a
recipe
for
Success
all
right.
Our
routes
are
extremely
outdated,
they're,
very
old
they're
paper
based,
and
so
what
that
means
is.
We
are
not.
We
are
not
in
a
sustainable
situation
right
now,
and
so
the
path
to
800
is
how
do
we
get
to
a
sustainable
operation
with
solid
waste
and
recycling?
L
So
we've
had
several
meetings
on
this
topic.
We've
broken
this
down
into
a
few
different
pieces.
Here,
one
is
drivers.
Okay,
obviously
we
got
to
fill
our
vacancies
and
we're
working
we're
making
progress
on
that
trucks.
We
we've
got
six
trucks
on
order
to
replace
old
trucks
that
are
breaking
down
because
we're
working
them
too
hard
and
then
we're
gonna
need
new
trucks.
So
don't
be
surprised
with
this
next
budget
when
we
ask
for
more
trucks,
okay,
because
we
need
additional
trucks,
because
we
also
need
additional
routes.
L
L
You
can
be
in
a
more
sustainable
operation
and
that's
the
path
we're
on
not
100
sure
we
can
get
there
fully
with
this
next
budget,
we'll
see
how
the
numbers
shake
out,
but
we
are
on
a
path
in
that
direction,
and
the
last
piece
I'll
mention
on
routes
is
software.
We
certainly
have
an
opportunity
to
lean
into
you
know
this:
isn't
this
isn't
new
territory?
There's
very
well
established
software
out
there
that
can
help
with
electronic
routing
smart
routing
that
can
really
help
us
gain
some
efficiency.
L
L
There
are
38
drivers
outside
of
solid
waste
and
recycling
that
are
on
that
rotation,
so
that
when
we
don't
have
enough
folks
doing
garbage
that
we
pull
from
complaints,
I
think
there
was
a
some
question
about.
You
know
what
kind
of
a
work
environment
if
there's
a
negative
work
environment
we'd
expect
to
have
a
lot
of
complaints.
L
Four
complaints,
too
official
to
unofficial
for
the
whole
calendar
year
of
2022,
there's
more
detail
there.
If
you
would
like
some
of
those
are
between
co-workers
and
then
the
LA.
The
last
critical
piece
here
in
terms
of
data
is
around
Staffing:
around
hiring
firing,
promoted,
11,
promoted
or
transferred,
and
also
retired
or
otherwise
left.
L
L
M
Thank
you
Ryan
for
the
report.
I
really
appreciate
that
you
touched
based
on
a
lot
of
concerns
that
we
had
last
time
that
was
brought
to
our
attention,
but
I
didn't
hear
you
touch
on
the
clock
in
and
out
process
is
it
for
all
employees,
and
let
me
tell
me
what
that
is
like
and
if
they
are
asking
to
clock
in
early
and
not
getting
paid
for
it
and
asking
to
stay
over
and
not
getting
paid
for.
M
L
M
M
F
M
N
N
N
The
we
we've
not
had
any
problems
that
we've
actually
timed
it.
We
do
have
people
that
line
up,
but
they're
usually
lining
up
before
it's
time
to
clock
in.
We
have
no
problem
as
far
as
getting
clocked
in
and
like
I
say
no
problem
getting
clocked
out.
We've
timed
that
usually
it's
in
a
matter
of
three
to
four
minutes.
Everybody
at
the
Paul
carton
building
can
clock
out
and
be
gone.
M
O
O
That's
that
maybe
we
can
have
our
Equity
Department
to
kind
of
address
that
at
some
point,
but
you
mentioned
that
you,
drivers
from
other
departments
can
come
and
you
all
are
asking
them
to
work
over
to
help
staff
or
to
collect
garbage
that
haven't
been
picked
up
or
those
individuals
trained
to
work.
The
garbage
trucks
or
you
know
for.
L
So
of
the
38
to
40
that
are
on
the
list,
they
are
trained
to
do
garbage
now,
based
on
the
conversation
I
had
yesterday,
some
of
them
it's
been
a
while
it's
been
a
while
and
so
I
think.
We've
got
some
steps,
you
know
when
requested,
and
maybe
we
can
get
a
little
more
proactive
with
it
to
shore
up
the
proficiency
there
a
little
bit.
L
But
these
we're,
not
you,
know
and
I,
think
you
know.
Ricky
and
I
have
talked
about
adding
the
position
for
a
trainer
so
that
we
could
even
expand
the
pool
Beyond
these
38
and
get
more
folks
cross-trained
on
it,
and
if
we
can
get
these
six
replacement
vehicles
in
then
we
can
offload
one
or
two
of
these
trucks
to
be
a
training
vehicle
dedicated.
So
there's
steps
that
we
can
continue
to
take
there.
O
Is
there
like
a
drive
window
time
for
people
who
put
a
CDL
Drivers
because
I
know
if
you're
doing
on
the
road,
it's
only
a
certain
amount
of
time
that
you
can
drive.
So
it's
that
same
the
same
requirement
for
our
people
who
drive
pickup
leaf
or
Garbage,
because
they're
CDL
Drivers
and
if
they're
working
overtime.
O
O
Okay
and
then
my
last
question
is
that,
are
there
Opera
I
know
we
have
a
lot
of
people
working
in
public
works
has
been
there
for
a
long
time
like
I
can
imagine
you
know,
I
wouldn't
want
to
work
20
years
and
specifically
being
in
garbage.
Some
people
may
like
it,
but
the
opportunities
for
upscale
or
you
know,
opportunities
for
trouble
anything
they
can
help
add
to
their
resumes.
O
So
when
other
opportunities
come
about,
they're
not
being
overlooked
or
they're
not
being
forced
to
stay
in
garbage
if
a
position
do
come
open
somewhere
else,
because
we
don't
have
enough
drivers
in
that
department
or
you
know
any
form
of
Mobility
to
help
them,
you
know
transition
to
build
manager
to
be
a
leader
to
be
a
supervisor
to
be.
You
know
over
the
whole
department
like
or
is
there.
P
O
P
Sure,
there's
a
lot
of
room
for
advancement,
you're,
looking
at
them
right
here,
some
of
these
folks
here,
the
supervisors.
Here
they
started
out
as
drivers
collecting
garbage,
but
now
they're
in
supervisory
roles,
and
that
is
encouraged
in
the
department,
which
is
the
reason
why
I
had
everyone
signed
up
to
get
their
CD
email
address
so
that
they
are
not
missing
out
on
opportunities.
And
you
know
they
have
the
same
opportunities
as
everybody
else.
F
L
Just
chime
in
there
real
quick,
too
rashonda,
we
actually
have
the
opposite
problem
right
now,
again,
from
the
past
the
past
year
we
had
11
people
promoted
or
transfer
out
from
Solid,
Waste
and
Recycling.
That's
why
she's
five
drivers
short
it's
not
because
people
aren't
promoting
or
transferring
we
actually
are
promoting
and
transferring
out
and
that's
creating
a
bit
of
a
challenge
in
terms
of
you
know
having
enough
drivers
within
so
we're
trying
to
do
both
and
two
gun
man
walk
at
the
same.
O
P
K
Are
you
good
councilwoman?
Yes,
since
I
am
the
chair
and
I
know
these
folks
here
they
have
a
lot
of
pride
in
what
they
do
and
quote
unquote
in
the
city
at
the
city.
Job
is
a
good
job,
so
I
think
it's
I'd
like
to
hear
the
voice.
The
comments
and
some
of
those
are
here
we're
going
to
open
up
10
minutes.
There's
some
folks
out
here.
If
you
want
just
comment,
you're.
K
Q
Hey
I'm
Sherry,
Hudson,
I'm,
a
crew
supervisor
and
I
do
occasionally
when
needed.
I
do
go
out
and
drive
and
when
the
other
people
are
poor
from
the
other
side,
I
help
them
out
like
a
hundred.
If
they
need
help
going
on
a
route
to
know
where
they
need
to
go,
I
help
them
I
also
get
in
my
city
vehicle
go
out
and
assist
assist
them.
Q
Sometimes
I
guide
them
around
to
show
them
to
get
them
on
the
track
already
going,
and
even
when
new
drivers
come
over
from
other
departments
and
if
they
need
help
with
learning
the
truck
fundamentals
of
how
to
pick
up
and
stuff
over
again,
I
showed
them
that
as
well
and
sometimes
I
stay
with
them
until
they
got
it.
If
they
need
me
to
great.
Q
Q
Q
Q
R
R
R
R
N
Yeah
I
was
just
in
a
meeting
and
we
just
discussed
the
same
thing
and
those
five
drivers
are
in
garbage.
Okay.
He
still
takes
the
process
of
doing
background
checks
and
physicals,
so
it's
going
to
still
take
about
30
days
to
get
them
on
board,
so
we
still
have
to
go
through
that
process
and
we
did
have
15.
N
K
G
Good
evening
Alonzo
Strickland
Public
Works
nciu
represented
I'm
just
going
to
get
into
it
just
a
little
bit
on
some
of
the
complaints
might
sound
like
we
complained,
but
it's
sort
of
like
it's
more
like
we
all
talking
about
inspecting
and
dignity
when
going
over
there
into
garbage
right
there.
So
you
get
them
from
other
departments
and
so
they've
been
sharing
the
thought
that
you
have
to
stay
until
that
area
is
picked
all
the
way
up,
so
I
might
have
second
job,
but
now
you're
interfering
with
in
the
individual.
G
Going
to
these
second
jobs,
because
you're
saying
that
this
is
job
here's
priority.
This
is
number
one.
Where
I
we
gotta,
we
got
to
start
shifting.
We
got
to
end
shift
and
that's
just
eight
hours
just
to
get
to
the
city.
Anything
after
that
you
can
be
asked,
but
to
be
saying,
we
got
a
force
to
work
over.
G
Then,
if
you
don't
work
over,
we've
been
told
that
you
would
be
rolled
up
if
you
don't
complete
the
route,
but
then
you
got
drivers
that
you
know
I'm
trying
to
really
fill
out
how
to
drive
the
trucks
you're
running
into
that
kind
of
area
too.
You
know
what
I'm
saying
everybody's
just
not
fast
and
everybody
just
ain't
equipped
to
just
catch
on
and
driving
the
truck
they're,
giving
it
a
shot.
But
if
it
don't
happen,
then
we
got
that
complaint
of
people
have
to
do
it.
G
If
you
don't
do
it,
then
we're
gonna
have
some
consequences
behind
it.
That's
it's
kind
of
like
goes
on
with
a
lot
of
drivers
that
goes
over
there.
You
know
it
says
all
about
how
long
we
got
to
stay
in,
but
if
you
got
enough
drivers
when
you're
able
to
help
out
and
can
help
complete
the
route,
then
we
won't
have
that
issue
we're
having
the
issue
if
I
had
to
stay
over
there
ain't
so
much
is
going
over
there.
G
It's
staying
a
password
shift
and
that's
the
biggest
issue
that
we've
kind
of
having
complaints
about
right
there,
but
I
just
want
to
kind
of
to
get
that
out
there
and
just
kind
of
make
note
of
that
right
there
and
two
and
one
other
thing
here
too:
I
want
to
kind
of
just
kind
of
pick
at
is
the
holidays
garbage
on
only
the
department
that
don't
get
the
holidays.
They
only
get
two
holidays,
we
added
in
three,
but
they
only
just
get
those
too
man
just
Christmas
and
Thanksgiving
I'm.
K
E
Thank
you,
councilman
look,
I
I
want
to
brag
on
the
public
works
department
and
something
was
said
earlier.
They
I
do
view
public
works
as
essential
service.
If
you
don't
believe
it
asks
the
chairman
over
there,
when
the
tornado
hit
out
in
East
Brainerd
a
couple
years
ago,
I
saw
Crews,
go
out
there
and
work
hours
on
hours
and
and
got
the
residents
taken.
Care
of
trees
picked
up,
roads
cleared,
I
mean
I
was
impressed,
I
mean
I
was
out
there.
E
It
was
an
amazing
job
by
our
public
works
department
and
it
is
a
tough
job
and
I
understand
you
know
getting
in
those
trucks
and
and
running
10
or
12
hours
a
day.
It's
it's,
probably
not
any
fun
and
it
gets
to
be
a
grind,
but
you
are
appreciated
in
your
services.
Appreciated,
I,
appreciate
these
supervisors
and
crew
supervisors
and
what
you
do
it's
a
tough
job
when
you're
a
supervision,
you
can't
make
everybody
happy
believe
me,
I,
know,
I
understand,
and
but
you
do
what's
right.
E
The
first
thing
you've
got
to
do
is
do
what's
right
for
the
citizens
of
Chattanooga
and
and
then
you
take
care
of
the
employees,
obviously,
but
our
we're
in
a
customer
service
job
here,
they're
paying
our
salaries,
the
the
customers
are
Ricky,
I
I,
just
think
you
do
an
outstanding
job,
sir
and
I.
Don't
know
where
we
would
be
I
hope
you
never
retire.
E
I
think
I'm
putting
your
name
in
for
Public
Works
director
when
you
stop,
when
you
look
back,
we've
really
been
without
a
public
works
director
for
a
couple
years
now,
really
and-
and
we
are
behind
we've-
we've
liked
leadership,
but
I
I
appreciate
the
leadership
that
you've
provided
over
the
last
couple
of
months,
I'd
like
to
take
interim
off
off
of
your
title,
but
that's
not
up
to
me
I,
don't
guess,
but
anyway,
you
all
do
a
great
job
and
and
your
service
is
appreciated.
Thank
you.
O
Why
you
got
to
say
my
full
name,
you
sound
like
you
something
for
the
office,
but
I
do
Public.
Works
is
one
of
my
favorite
departments
because
they
hire
people
who
have
re-entered
into
society
that
most
people
wouldn't
give
a
second
chance,
and
that's
that's
very
important
and
I
appreciate
that
you
all
you
know
supporting
Second,
Chance
employment.
Like
you
really
it's
a
lot
of
people
and
you
know
I
send
a
lot
of
people
your
way
and
you
all
give
them
a
chance.
So
I
really
appreciate
that
and.
O
You
know-
and
it
may
be
some
that
don't
agree
with
me
with
that,
and
that's
that's
fine,
but
he
was
a
great
worker.
Great
supervisor,
great
director
and
I
would
hope
that
somebody
would
look
at
placing
you
in
that
role.
They
may
have
already
made
their
decision.
I,
don't
know
I'm,
not
a
private
part
of
that
process,
but
I
would
love
to
see
you
elevated,
because
I've
seen
since
I've
been
here,
what
you
capable
of
doing
but
I
do
want
to
bring
it
back
to
number
two
that
point
treat
others
with
dignity
and
respect.
O
O
O
Now
we
don't
win.
What
I've
also
seen
is
when
our
Public
Works
workers
come
up
to
this
mic
and
speak
the
following
week.
They
come
back
and
say:
they've
been
harassed.
I
would
hope.
That's
not
the
case
with
this
young
lady
and
they'll
complain,
another
time
to
say,
they're
being
mistreated,
then
the
next
time
they
come
back
and
say
well,
I
lost
my
job
and
I
hope
that
you
continue
to
elevate
your
voice.
O
Nobody
that
worked
for
the
city
government
should
be
afraid
to
speak
up,
whether
it's
to
your
boss,
to
HR
to
your
union,
reps
or
in
front
of
City
Council,
because
we've
had
enough
of
making
people
feel
like
they
gotta
walk
on
eggshells
and
I've
had
enough
of
people
feeling
like
they
can
talk
to
our
employers,
employees
any
kind
of
way
without
it
being
any
kind
of
repercussion.
Now
Ryan,
you
know,
I,
like
you,
I,
appreciate
all
the
work
that
you
that
you
are
doing
in
this
space
as
interim,
but
I'm
in
a
space.
O
L
Right,
that's
what
I
just
want
to
say.
It
certainly
didn't
mean
to
be
disrespectful
and
certainly
apologize
ma'am
if
I
was.
My
intention
was
just
that
I
thought.
It
was
three
minutes
for
for
comment
and
then
she
asked
a
question
and
then
I
provided
an
answer,
and
then
it
started
a
debate
on
the
behind
the
mic
and
that's
why
I
was
asking
the
councilman.
If
that's
what
he
wanted
to
happen
because
I
well,
that
wasn't
my
impression
of
what
he
wanted
to
happen.
It
was
not
to
cause
her
any
disrespect.
L
K
E
Q
A
L
They're
fast,
can
we
get
the
slides
back
up?
This
is
not
really
specific
to
Public
Works,
it's
more
about
the
fact
that
to
councilman
cumrod's
point
we
do
have
folks
come
and
bring
their.
You
know,
issues
to
counsel
and
I
think
it
it
can
get
pretty
confusing
and
comfortable
complex
and
so
I
just
wanted
to
to
outline
this
a
little
bit
and
offer
something
as
an
option.
So
this
lays
out
a
little
bit
of
a
couple
scenarios.
You
know
an
employee
comes
forward
and
says:
hey
something:
wrong
has
happened.
L
One
is
that
I
think
we
we
could
have
I
know
we
have
some
other
stuff
on
the
docket
for
the
EIG,
but
I
do
think.
There's
a
couple
clarifications.
We
could
bring
forward
in
the
EIG.
That
makes
this
a
little
bit
clearer,
but
I
also
thought
it
might
be
helpful
to
give
Council
a
resource.
That's
essentially
a
one-pager
that
Mandy
and
Daniel
could
put
together.
That
outlines
all
this.
L
L
Obviously,
we've
been
very
zeroed
in
here
on
Solid
Waste
and
even
Public
Works,
but
internal
audit
Stan,
the
does
an
annual
survey
around
ethics
in
the
work
environment
in
the
fall
they
just
put
out
the
results
of
that
and
I
think
it's
worth
asking
Stan
to
come.
Give
you
all
a
quick
update.
It
could
be
in
strategic
plan.
It
doesn't
have
to
be.