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From YouTube: Pittsburgh City Council Post-Agenda - 2/26/20
Description
Discussion on Paid Sick Leave
A
Hello
and
welcome
to
the
Pittsburgh
City
Council's
post
agenda
for
Wednesday
February
26
2020,
my
name
is
Louise
Chris
and
with
us
today
is
Sarah
Pelt
our
sign
language
interpreter
at
the
request
of
councilmember
Koryo
Connor.
Today's
post
agenda
discussion
is
relative
to
paid
sick
leave.
Thank
you
and
have
a
wonderful
day.
B
All
right
good
afternoon
and
welcome
to
the
City
Council's
post
agenda
on
paid
sick
leave
just
before
we
start
I
want
to
first
go
into
a
little
history
about
how
we
got
to
this
point.
So
about
five
years
ago,
City
Council
passed
this
ordinance.
It
went
to
the
PA
Supreme
Court,
where
we
were
successful
just
last
summer.
B
We,
the
mayor's
office,
then
took
the
lead
I
want
to
say
about
six
months
ago
in
writing,
guidelines
that
we're
going
to
roll
out
a
little
bit
more
detail
and
try
to
get
as
many
questions
as
we
all
have
gotten
over
the
past
couple
months
out
to
everybody
just
so.
Everybody
also
knows
by
passing
this
in
City
Council,
taking
the
lead
with
the
help
of
the
mayor
and
a
lot
of
other
elected
officials.
B
We
have
probably
given
about
40,000
residents
in
the
city
of
Pittsburgh
benefits
that
they
did
not
have
before,
which
I
think
is
great.
It
also
shows
that
when
cities
like
ours
step
up-
and
we
challenge
the
status
quo,
we
can
accomplish
a
lot.
I
know.
There
are
other
bills
that
some
of
my
colleagues
and
I
have
pushed
forward,
and
you
know
if
we're
successful
here.
B
You
know
why
can't
we
be
successful
in
other
issues,
so
I
think
that
was
really
a
historic
bill
that
we
passed
was
it
five
years
ago
now
and
I
think
it's
a
credit
to
everybody
in
this
hall,
as
well
as
the
mayor's
office
for
taking
the
lead
and
standing
up
and
fighting
for
workers
right,
and
we
had
a
great
coalition
I
know
a
number
of
them
are
here
as
well.
Watching
I
know,
SEIU
was
one.
B
There
are
a
number
of
other
organizations
that
helped
us
get
through
this
and
just
a
couple
other
notes
before
we
get
started.
Is
you
know
this
is
a
win
not
just
for
those
workers
but
economic
justice
across
the
city
of
Pittsburgh
and
workers,
rights
and
I'm
just
proud
to
be
a
little
part
of
it
and
I
want
to
thank
my
colleagues
who
were
here
at
the
time
that
voted
for
it
as
well.
B
I
am
joined
by
Councilman
gross
Councilwoman
Strassburger
and
Councilman
Bobby
Wilson
I'm
gonna
pass
it
off
to
the
mayor's
office
to
go
through
a
brief
presentation,
and
then
we
obviously
have
questions
with
a
lot
of
details
so
that
we
can
get
this
information
out.
I
also
want
to
make
it
clear
that
if
you
are
a
business
that
already
follows
these
guidelines
or
exceeds
these
guidelines,
there's
no
need
to
worry
starting
March
15th.
We
have
a
whole
year
to
where
we're
going
to
figure
this
process
out.
There
will
be
no
citations
for
a
year.
B
C
Say
Thank
You
councilman
for
this
opportunity
to
talk
about
this
important
ordinance
and
the
ability
to
kind
of
give
an
overview
of
where
we
are
and
some
understandings
of
the
process
and
how
things
will
go
starting
March
15th.
So
first
we
can
go
to
the
website
and
the
website
really
serves
as
the
best
place
to
get
information
around
the
paid
sick
days.
Act.
C
One
thing
I
will
note
here
is
that,
as
of
today,
we
were
able
to
get
at
least
the
first
page
translated
into
a
number
of
languages.
So
when
people
are
actually
able
to
come
on
to
the
site
about
10
languages
and
maybe
a
little
more,
they
can
actually
learn
a
little
more
and
as
part
of
this
process,
we
will
be
looking
at
translation
services
to
other
documents.
That
will
be
important
as
we
go
forward.
So
what
I'll
do
is
give
a
brief
overview.
You'll
see
a
lot
here
and
then
we
can
go
forward.
C
So
you,
a
lot
of
folks
have
seen
the
ordinance,
but
just
wanting
to
take
everyone
who
may
be
watching
through
this
process
of
looking
at
where
it's
at
what
it
says,
and
everything
and
I
want
to
state
for
the
record
that
I'm
not
a
lawyer,
nor
am
I
looking
to
play
a
lawyer
for
this
context,
but
I
do
understand
that
the
role
of
the
mayor's
office
of
equity
in
this
context
is
as
an
administrative
process.
So
we
are
the
administrative
arm
of
really
looking
at
this
ordinance
and
looking
at
compliance
or
lack
thereof.
C
Next,
we
have
the
guidelines
and
again
this
is
something
that
can
be
downloaded
so
that
folks
can
come
to
see
it.
So
one
thing
you'll
note
here
is
that
it
was
posted
on
December
16th.
It
was
revised,
February
15th
and
we
go
into
effect
on
March,
13th
and
I
will
say
that
we
will
have
other
revisions.
That
revisions
will
be
iterative,
as
this
goes
on,
as
the
councilman
noted
we're
looking
at
a
process
and
a
time
to
really
get
this
right
to
really
understand
what
compliance
looks
like
and
really
answer.
C
It's
more
of
here
is
kind
of
sending
people
back
to
the
guidelines
and
general
provisions
and
soon,
as
we'll
see,
the
frequently
asked
questions,
but
this
is
a
place
where
people
would
need
to
refer,
because
the
guidelines
will
change
as
the
process
goes
on,
based
on
things
that
come
up
next.
We're
going
to
the
frequently
asked
questions.
C
And
again,
you'll
see
this
is
the
current
version,
so
the
goal
is
to
be
able
to
have.
This
is
something
that
is
also
current.
It's
constantly
updated
so
that
people
can
be
able
to
see-
and
these
are
some
of
the
broad,
the
broadest
questions,
but
the
law
department
has
been
really
great
in
trying
to
be
as
thoughtful
as
possible
about
you
know
having
looking
at
the
questions
that
are
asked
and
being
able
to
try
to
answer
as
many
of
them
as
possible
without
being
overwhelming
and
pages
within
a
PDF.
C
So
what
you'll
see
here
are
some
of
the
kind
of
more
consistent
questions
that
have
been
asked.
Obviously,
there
are
also
you
know,
some
very
nuanced
questions
that
we
are
looking
to
receive
from
everyone
and,
as
we
look
to
receive
them,
get
some
legal
guidance,
some
Enosh
and
administrative
guidance.
Then
those
are
things
that
we
can
also
put
on
the
FAQ
to
have
more
clarity
for
questions.
C
So
this
is
the
notice
download
that
this
will
be
used
by
employers
and
again
we
have
already
started
the
process
of
working
on
understanding
it
they're
folks
that
speak
various
primary
languages
in
their
in
their
at
their
employer,
and
we
want
to
make
sure
that
they
can
also
understand
what
is
being
shared
here,
and
this
is
just
generally
the
act,
so
everyone
can
have
access
to
it.
We
do
know
that
employees
may
require
other
translation
services
and
we'll
look
to
make
sure
that
employers
have
access
to
those
services,
so
they
can
translate
for
any
employee.
C
So
you'll
see
the
contact,
information,
the
basic
employer,
employment,
information,
kind
of
dates
of
beginning
employment
and
such
then
looking,
you
know,
answering
questions
to
make
sure
that
and
help
us
determine
from
an
administrative
perspective.
If
someone
is
covered
by
this
paid,
sick
leave
act
and
then
you'll
see
the
ways
in
which
someone
may
have
said
that
we
that
the
particular
employer
was
not
compliant.
C
C
I'll
also
add
that
we're
in
conversation
with
3-1-1,
about
making
sure
that
people
can
utilize
3-1-1
to
be
able
to
file
a
complaint
as
well
or
ask
a
question
so
that
the
question
is
actually
written
down
so
that
we
have
a
record
of
all
the
things
that
are
being
asked,
all
the
things
that
are
being
questioned,
and
it
also
will
help
with
translation
services.
If
someone
does
need
translation
services
to
call
3-1-1
and
be
able
to
get
those
on
the
spot.
C
C
The
that
is
the
basic
structure
again
these
are.
This
is
the
kind
of
place
where
we
will
generally
have.
People
will
be
able
to
go
and
get
more
information
about
what
is
occurring,
because
this
will
be
the
place
where
the
most
up-to-date
information
is
again
as
we
serve
as
in
an
administrative
context.
To
this
the
technical
advice
we
will.
C
Another
thing
that
we've
talked
about
and
will
do
is
work
with
our
partners
as
far
as
worker,
organizing
groups,
as
well
as
the
Chamber
of
Commerce
and
other
business
groups,
to
make
sure
that
everyone
can
identify
where
to
get
technical
advice
around
these
conversations,
because
for
us,
it'll
be
more
of
an
administrative
conversation
when
we
discuss
what
is
happening
with
folks.
So
that's
it
like
I,
said
a
general
overview.
We
can
go
from
there,
Thank
You.
D
So
I'm
gonna
just
start
at
the
top,
with
kind
of
allowing
you
as
the
bureau,
the
office
of
equity,
to
kind
of
give
us
an
understanding
of
why
this
is
being
administrative
out
of
your
office
and
I
was
just
sitting
here.
Trying
to
remember
back
that.
The
mayor
first
had
a
kind
of
Bureau
of
Neighborhood
Empowerment
that
was
working
on
both
community
and
education
issues
and
that
was
very
focused
on
underserved
neighborhoods.
So
some
neighborhoods
and
not
others,
and
was
your
office
created
in
as
part
of
that
Bureau.
C
The
Bureau
of
Neighborhood
Empowerment
was
created
when
the
mayor
came
in
last
year
and
last
May,
it
transitioned
into
the
office
of
equity,
which
was
to
look
at
not
only
just
dealing
with
underserved
neighborhoods,
but
also
underserved
populations
or
populations
that
traditionally
may
not
have
been
engaged
as
much
by
government,
and
so
that
was
when
we
became
the
office
of
equity.
Last
May,
yes,
okay,.
D
So
it's
now
the
office
of
equity
and
council
voted
on
that
and
the
budgeting
for
it,
because
in
this
conversation,
I
think,
what's
most
on
my
mind,
is
where
is
the
capacity?
Is
it
at
the
right
place?
Does
that
place
have
the
resources
that
it
needs
to
administrate?
The
policy
that
we've
you
know
voted
on?
We've
created,
we've
gotten
it
through
the
court
system.
It's
back
here
now
and
I
think
that's
the
nature
of
this
discussion
today
right
so
so
let
me
just
ask
you
why
why
the
office
of
equity
well.
C
One
thing
I'll
share
is
I
think
when
you
look
at
what
we
have
with
the
transition
of
our
office
of
business
diversity,
which
was
prior
to
previously
what
we
called
AOR
see.
It's
actually
looking
at
the
ability
to
work
with
businesses
and
I
did
identify
if
people
are
actually
paying
for
the
services
that
we
have
been
told,
they're
providing
right.
So
if
you
have
n
W
BES
who
are
working
and
often
we
find
that
interviewees
have
been
said,
they're
being
paid
but
they're
not
actually
being
paid.
C
So
what
we've
done
to
expand
that
office
and
have
the
capacity
to
be
able
to
investigate?
Are
people
actually
receiving
their
resources
and
getting
the
technology
to
actually
do
that?
So,
as
we've
been
increased,
our
investigative
capacity
to
do
that
that
this
work
also
can
and
will,
it
will
fall
within
an
investigative
capacity
and
as
well
as
we
have
other
policy
supports
and
programmatic
supports
within
the
office
that
will
be
dispatched
to
work
with
this
as
well.
C
The
equal
time
recruit
Commission
is
the
Commission
itself
the
positions.
Previously
we
looked
at
it's
a
o
RC
where
they've
been
shifted
to
the
office
of
business
diversity,
but
in
in
specifically
to
this
it
is
the
ability
to
have
the
capacity
to
have
not
only
a
full
time
employee,
but
also
other
policy
and
programmatic
support.
C
D
D
D
D
A
D
So
why
not
permits
licenses
and
inspections,
because
it
says
inspections
in
the
name
and
it
issues
permits.
So,
for
example,
let's
say
you
find
a
problem
with
paid
sick
leave
at
a
local
employer.
Let's
say
you
find
a
problem
with
paid
sick
leave
at
a
medium-sized
employer
in
the
city.
Let's
pick
one:
that's
not
a
restaurant
or
something,
but
that
is
I'm
trying
to
struggle
to
think
of
one
Coghill
roofing,
and
so
you
can't
suspend
the
business
permitting
for
coghill
roofing.
You
can't
revoke
the
occupancy
permit
for
Coghill
roofing,
so
the
enforcement
action.
C
C
C
C
D
Still
have
a
little
bit
of
misgivings
about
why
it's
at
your
office,
not
that
I
doubt
your
capacity
as
administrator,
but
that
you
is
an
individual
but
is
in
the
office
right
I
feel
like
we
have
inspectors
that
are
going
out
across
the
city
and
that
have
relationships
with
all
of
the
businesses
in
the
city,
because
that
all
of
the
businesses
in
the
city
had
to
go
in
and
get
their
permits
from
them.
That
is
not
in
your
office,
so
I'm
not
gonna,
take
up
any
more
time,
but
we
I
might
circle
back.
Okay,.
E
F
You
councilman
O'connor
I
want
to
thank
you
for
your
leadership
on
this.
I
was
not
on
council
in
this
past,
but
I
was
on
the
hallway
and
they
remember
all
the
work
that
you
and
your
partners
put
into
this,
and
it
is
just
absolutely
necessary
in
this
day
and
age.
You
know
when
we
have
some
of
the
biggest
gaps
between
the
haves
and
have-nots.
F
This
is
one
way
to
close
that
gap,
and
that's
this
is
one
way
to
ensure
that
the
people
who
are
doing
everything
from
making
our
food
to
caring
for
our
children
are
able
to
come
to
work
healthy
and
to
be
able
to
take
time
not
only
for
themselves
but
for
their
loved
ones
when
they're
caring
for
loved
ones,
who
might
be
sick
or
ill
I.
Think
it's
a
it's
an
important
families
issue
as
well.
F
I
just
have
a
couple
of
questions
one,
so
this
is
clearly
going
to
be
complaint
based
similar
to
discrimination,
issues
that
come
before
the
Commission
on
human
relations.
I
assume
there's
not
going
to
be
any
kind
of
proactive
searching
of
business
records
or
what
about
the
postings,
because
the
postings,
the
notices
are
supposed
to
be
posted?
Is
that
correct?
Just.
C
F
C
So
what
we're
looking
to
do
is
make
sure
within
again
the
first
90
days,
but
then
also
in
every
90
days
after
that
we're
like
identifying
if
people
are
not
getting
the
signs
up,
what
do
we
need
to
do?
What
increased
outreach
is?
Do
we
need
to
have
those
translation
services
like
what
exactly
needs
to
happen?
C
So
this
is
really
our
ability
to
kind
of
ramp
up
and
make
sure
that
everyone
can
really
work
on
compliance,
and
so
our
first
year
will
really
be
that
outreach
that
engagement,
making
sure
that
the
website
has
all
the
appropriate
things
so
that
people
can
kind
of
understand
what
their
rights
are
and
understand.
What
the
actual
ordinance
says.
Okay,.
F
One
is
you
know,
an
accrual
of
paid
sick
time
for
every
35
hours
and
one
is
of
just
sick
time
and
then
I
guess.
My
question
is:
is
there
a
difference
in
this
first
year
between
those
this
first
year
from
what
I
understand
is
that
there
is
an
accrual
of
unpaid,
sick
time.
That's
allowed
for
those
who
are
have
less
than
15
employee
employees,
but
but
then
what
is
this
first
year
mean
for
those
who
have
15
or
more?
Is
there
a
difference
there
in
terms
of
this
first
year,.
G
Specifically,
there's
a
cap
for
businesses
that
have
less
than
15
employees
they
cap
at
24
hours,
where
the
cap
for
more
than
15
is
40
hours.
That
is
the
main
despairing
differences
right
now
that
that
a
lot
of
partment
was
able
to
come
up
with
in
world
who
specific
to
the
guidelines.
Okay,.
F
G
F
G
C
C
Making
sure
that
we're
engaging
the
rate,
the
goal
is,
you
know,
as
all
of
us
said,
the
goal
is
conciliation.
The
goal
is,
how
can
we
get
to
a
point
where,
if
we
can
make
sure
that
employees
employees
on
the
same
page
and
that
we
can
work
to
make
sure
that
within
a
year
all
this
hustle
kind
of
makes
sense
everyone's
in
compliance?
Everyone
knows
what
compliance
looks
like,
and
everyone
has
enough
information
and
technical
assistance
in
various
forms
to
be
able
to
do
that.
I
just.
F
Wanted
to
make
sure
that
we
weren't
starting
people
didn't
have
to
make
changes
to
their
payroll
or
administration.
Today
you
know,
even
if
it
couldn't
a
said,
unpaid
sick
time
can
accrue
this
year.
I
wanted
to
make
sure
that
that
didn't
have
to
like
start
immediately
along
with
the
outreach.
Will
there
be
actual
I
mean
I.
Imagine
if
your
business
owner,
you
know
how
to
keep
the
books,
but
maybe
there
is
something
that
has
to
some
training
that
has
to
go
into.
F
G
We
don't
want
to
be
like
telling
them
how
to
manage
their
books.
We
do
have
ideas
and
thoughts
about
just
being
a
resource,
as
well
as
a
resource
to
the
community
and
into
their
to
the
business
owners
for
options
in
different
cities,
how
they
may
do
it.
So
we
have
outreach
efforts
regarding
both
the
employers
and
the
employees.
So.
C
A
C
Groups
all
the
folks
who
are
having
interest
in
this
right,
because
their
variety
of
people
in
our
city
who
have
an
interest
in
this,
and
so
all
the
people
who
have
an
interest
in
it.
We
want
to
be
able
to
make
sure
that
there's
clarity
and
that
we
can,
you
know
folks,
can
ask
the
questions
they
need
to
ask.
They
can
get
answers.
We
can
provide
either
the
resources
via
the
website
or
identify
for
folks
where
the
resources
are
since
we're
adding
in
more
of
an
administrative
capacity
we're
more
about.
Where
can
the
resource?
F
F
Experience
and
I
know
that
were
the
Commission
on
Human
Relations,
which
deals
with
discrimination,
which
is
bound
by
a
whole
different
set
of
laws
and
rules.
It's
you
have
up
to
a
year
send
is
to
establish
your
complaint
and
report.
That
is
there
any
thought
as
to
or
is
there
can
you
comment
on
wide
six
months
versus
say
a
year
or
is
there
any
thought
is
too.
C
F
F
The
whole
point
there
is
to
reach
out
to
small
businesses,
figure
out
a
method
for
reaching
out
to
small
businesses,
professionals
like
accountants
and
lawyers
that
work
with
small
businesses
and
other
businesses
and
community
organizations
and
professional
organizations
to
get
the
word
out
about
the
benefits
of
employee
ownership
and
perhaps
there's
a
way
to
piggyback
off
of
that
process.
Since
we're
going
to
be
establishing
a
whole
process
to
reach
out
to
small
business
owners
to
also
include
information
and
dissemination
of
this
information
to
those
groups
as
well.
Okay,.
E
First
I
want
to
thank
you,
councilman,
O'connor
and
all
the
other
members
that
were
part
of
this,
and
also
the
city
for
standing
up
for
what
I,
now
that
I'm
sitting
here
when
I
believe
was
right
as
well,
and
so
thank
you
to
everyone
for
that.
I
just
had
some
questions
about
one
per
one,
the
presentation,
so
the
301,
the
way
you
can
reach
out
that
way
that
sounds
great
I
was
looking
at
the
the
forum
is
a
downloadable
form.
Yes,.
C
E
C
C
E
E
And
then,
on
that
same,
oh,
so,
in
that
on
that
same
no
in
terms
of
like
a
complaint,
so
I
think
this
just
kind
of
taps
into
what
council
Councilwoman
Strasbourg
was
talking
about.
Initially,
was
so
you're
not
actively
going
out
and
searching
like
okay,
this?
These
are
all
the
businesses
in
the
city
of
its
Berg
and
you're.
Going
to
that
list
and
saying
this
one
has
this
man,
please:
are
you
act
actively
doing
that?
That's
search
no.
E
Heard
that
for
I
just
want
to
clarify
for
my
and
then
seven
in
direct
communication
with
my
Chamber
of
Commerce
on
the
north
side,
and
they
definitely
want
to
have
at
least
a
couple
sessions
where
people
can
come
to
leading
up
to
this
year.
So
that's
the
North
Side
Chamber
of
Commerce
and
they
really
would
I'm
sorry,
North,
North,
Side,
North
Shore
take
more
commerce,
everyone's
included,
and
so
you
know
they
definitely
wanna
be
included
and
they
really
are
doing
a
much
better
job
outreach
to
include
more
businesses
and
part
of
and
part
of
their.
E
You
know
their
nonprofit
organization,
but
they
had
some
specific
questions
and
I
was
just
wondering
how
this
would
be
addressed
so
right
now,
some
employers
are
they're
just
kind
of
worried
about
people
calling
off
like
an
hour
before
the
shift.
Is
that
like?
Is
there
any
sort
of
guidelines
for
that
or
you
know,
are
you
thinking
ahead
in
terms
of
how
businesses
may
be
able
to?
E
G
That
is
a
great
question
and
I
think
the
best
way
to
answer
it
right
now,
as
we
are
continuously
building
at
out
at
like
I,
don't
think
they
should
wait
or
have
please
have
anyone.
Reach
out
to
us
is
to
use
the
email
address.
Anything
gets
routed
to
a
few
people
in
the
office
and
then
we're
able
to
answer
the
read
the
question,
evaluate
it:
work
with
law,
often
EP
and
then
give
back
a
document,
answer
that,
what's
in
the
guidelines
and
within
the
code,
so
in.
C
C
The
right
foot,
consistency,
which
is
a
really
important
part
of
what
we're
looking
to
do,
is
make
sure
that
we're
being
consistent
within
the
answers
of
people
are
given
and
that's
why,
within
reason,
we're
looking
we're
asking
folks
to
be
able
to
go
to
the
site
because
they're
actually
getting
the
the
document
as
it
stands
and
as
it
evolves
for
there,
so
they
can
have
guidance
and
get
questions
answered.
Thank
you.
E
C
So
as
it
stands,
we
have
a
process
timeline
that
we're
working
on
that
we've
identified
two
different
phases,
and
so
we
have
four
phases:
one.
We
have
a
pre
investigative
phase
where
the
complaint
is
filed
on
the
respondent
is
notified
that
we
received
it
and
that
the
respondent
answers
the
complaint.
C
We
have
an
investigative
phase
where
there
was
a
count,
there's
a
contact,
employer,
gathering,
supporting
documentation,
conducting
interviews
and
conducting
in
order
to
attack
you
late
time,
work,
sick
time,
accrued
and
sick
time
use
if
that
is
applicable,
they're
also
good,
but
not
necessary,
has
to
be
all
on-site
visit.
We're
also
looking
for
people
to
be
able
to
take
a
you
know,
have
visual
proof,
because
sometimes
someone
may
say
something
happen
at
a
certain
time
and
it
may
not
be
different
at
another
time.
So
we
want
to
make
sure
we
can
do
that.
C
A
determination
face
around
case
summary
and
looking
at
determination
of
outcomes
and
it's
either
founded
unfounded
or
cannot
be
determined
and
then
finally,
consultation
phase
and
due
out
this
conciliation
is
really
the
broader
goal.
So
really
the
goal
is:
how
can
we,
in
this
year
process
find
a
way
that
we
can
get
folks
to
the
table
to
be
able
to
work
this
stuff
through
and
work
it
out,
because
there
are
kinks?
And
there
are
a
lot
of
nuances
to
these
things.
C
H
Councilman
cocktail:
yes,
oh
so
when
I
congratulate
councilman
O'connor
and
your
fine
work
here,
it
seems
they
have
a
pretty
broad
support,
except
from
a
small
business
owners,
I'm
teasing
when
I
say
that.
But
my
question
I
guess
is
so
if
I
continue
to
operate.
If
somebody
were
to
continue
to
operate
their
small
business
and
unless
somebody
reports
then
there's
no
report,
we're
asking
small
business
owners
to
give
us
know.
C
H
H
And
I
saw
in
here
that
so
say
they
didn't
keep
records
the
business
as
to
what
hours
that
you
know
we're
accrued.
Then
theirs
is
found
guilty
as
to
and
then
and
say
a
business
15
employees
and
under
that
would
be
to
24
hours
and
no
fine.
They
just
are
found
guilty
or
you
know,
breaking
the
the
what
we're
asking
of
them
and
their
to
pay
for
those
two
six
days
right.
C
H
The
fine
would
be
to
pay
for
the
sick
days.
No,
where
would
there
be
yeah
so
say
say
if
the
small
business
owner
said
now
I'm
not
combined
by
this
I.
Don't
need
to
do
this,
then
we're
talking
fine,
but
but
ultimately,
if
somebody
complains-
and
it
comes
in
front
of
you
all-
it's
just
you
pay
for
the
sick
days,
whether
it's
15
employees
or
more.
What's
that
it's
48
hours
is.
G
Everything
to
echo
chief
Lane,
so
if
something
is
founded
where
they
were
seen
not
compliant
for
whatever
reason
the
end
goal
is
always
conciliation,
so
we
don't
want
to
find
we
don't
want
to
have
to.
We
don't
want,
have
to
do
any
due
process
that
we
that
we
don't
have
to
do.
The
end
goal
is
making
sure
we're
taking
care
of
the
worker
as
well
as
the
business
owner,
so
there
was
24
hours.
I
was
owed,
so
we
just
look
to
go
to
conciliation.
H
G
It
applies
to
any
business
that
there's
operations
within
the
city
of
Pittsburgh
limits
for
the
specified
in
codes.
So,
although,
if
your
roofing
company
subcontract
out
another
business
that
had
15
employees
that
subcontracted
business,
if
it
falls,
will
sit
within
the
guidelines,
it
is
subject
to
the
guidelines
so.
H
The
reason
why
I
ask
I
do
have
subcontractors,
and
some
of
them
are
one
one-man
shows.
You
know
so
and
I
was
surprised
to
know
that
I
was
responsible
for
detaching
their
wages
for
unrelated.
You
know
to
this
as
far
as
it's
it's
child
support.
So
that's
where
I
wanted
to
make
sure,
whereas
if
I
have
a
subcontractor
they're
not
entitled
to
their
their
own
business,
you
know
so
right,
so
so
so
I'm
not
responsible
for
a
subcontractor
for
sick
days
or
a
subcontractor,
because
ultimately
they're
their
own
business.
G
H
G
H
H
C
H
H
H
B
B
D
Sterling
you
don't
remember
when
we
were
having
this
debate
or
you
might
remember
what
you
weren't
working
here
when
we
were
having
this
debate
it
council
there
were
some
meetings
when
we
were
working
through
the
terms
of
the
policy,
with
the
advocates
and
I
sent
an
intern
down
to
the
business
branch
of
the
Carnegie
Library
in
Pittsburgh,
with
the
blank
thumbdrive
and
said
have
them
download
all
of
the
business
says
the
employers
in
the
city
of
Pittsburgh.
It's
publicly
available.
D
It's
not
perfect
data
like
anything
else,
but
there
you
know
databases
that
libraries
pay
money
to
in
order
to
have
access
to
those
kinds
of
records.
So
she
came
back
with
a
spreadsheet
of
you
know
every
business
that
had
a
location
in
the
city
boundaries
and
it
has
a
column
that
says
the
number
of
employees,
because
I
was
interested
in.
How
big
are
this
typical
business
in
the
city
of
Pittsburgh
and
I?
D
Sorted
it
just
by
a
number
of
employees
at
that
location,
I,
remember
the
name
of
that
column
being
and
it's
basically
one
employer
with
30,000
people,
the
next
employer
down
with
about
10,000
and
the
next
employer
down
with
about
8,000
and
then
blank
there's.
Almost
nobody
got
a
thousand
employees
or
five
500
employees
or
even
200
employees,
and
then
there
are
a
whole
lot
of
businesses
with
under
50
employees.
Right.
A
D
D
So,
and
that
was
the
that
was
the
nature
and
the
reason
for
those
discussions
back
in
what
year
was
it
that
we
were
doing
that
2015,
so
I,
just
I
was
just
reminded
of
that
and
I
wanted
to
share
that
that
distribution
might
have
changed
slightly,
but
I
think
it
probably
hasn't,
and
so
what
we
do
not
want
to
do.
The
inverse
of
that
statement
that
I
just
made
is
that
we
don't
want
to
target
the
places
where
we're
not
doing
the
most
good.
C
D
B
H
I
just
wanted
to
well
said
Councilwoman
gross
I
I,
feel
that
way
myself
I
thought.
Well,
the
small
businesses
like
mine,
you
know
we're
kind
of
nobody.
I
work,
my
own
things
with
my
own
people,
you
know,
and
they
don't
seem
to
have
a
problem
with
any
of
them.
You
think
the
bigger
employer
coiours
of
the
city
is
where
our
target
should
be,
and
the
last
thing
I
want
to
do
is
create
red
tape
for
small
businesses.
H
Think
when
we're
talking
and
I
want
to
signal
any
business
businesses
up,
but
the
big
corporations
who
have
many
employees
is
where
I
feel
the
abuse
would
be
and
I
think
and
I
know
a
lot
of
small
businesses
and
it's
not
doesn't
seem
to
be
a
problem.
You
know
when
you're
dealing
with
five
or
six
employees,
everybody
kind
of
looks
out
for
each
other,
at
least
in
my
case,
and
I
could
speak
for
most
of
the
other
businesses
that
I
know.
So,
thanks
thank.
B
Actually,
just
echo
that
yeah
I
think
you
know,
we
don't
want
more
red
tape,
we
don't
want
more
people
filling
out
forms
and
I
want
to.
Thank
you
know.
The
mayor's
office
has
done
a
good
job
on
this.
I.
Do
think
that
the
next
three
months
once
this
starts
is
really
important,
because
there's
a
lot
of
questions
that
we
still
have
you
know
capacity
is
going
to
be
a
big
one.
B
You
know,
obviously,
that
we
had
have
this
somewhere
and
you
guys
are
taking
the
lead
on
it,
but
I
think
councilman
gross
was
right
at
capacity
and
the
reason
it's
important
in
the
next
three
months
after
we
started
March
is
then
we
get
into
budget
season
so
for
us
at
council.
If
we're
gonna
start
hiring
people,
we
really
need
to
know
that
before
enforcement
actually
happens,
so
you
know
I
would
think.
Maybe
we
do
a
three
month
four
month
window
when
this
gets
rolling
to
see
what
the
complaints
are,
how
the
outreach
went.
B
What
are
some
questions
that
businesses
still
have
and
then
we
have
to
adjust
quick
I
mean
we
can't
wait
too
long
and
then
get
back
here
or
next
February
and
you
know
roll
something
else
out.
So
I
think
that's
really
important
how
we're
gonna
budget
this
in
the
future
and
who
else
we
have
to
hire
because
I
mean
we
have
to
either.
You
know
you
could
get
a
lot
of
complaints.
B
So
it's
it's
tough
for
just
your
staff
to
do
this
and
then
the
other
question
would
be
well
not
even
question
I
think
there's
more
comments,
but
on
the
enforcement
so
I
remember
when
we
passed
the
bill
when
I
was
the
chair
of
parks,
we
had
to
change
an
ordinance
so
that
I
believe
it
was
the
Public
Works
Director
was
able
to
give
citations.
I
could
be
wrong.
I
don't
know
director
gable
could
get
me
that
answer.
B
B
Okay,
so
that's
that's
another
big
one
that
we
have
to
get
quickly.
Just
so
you
know,
if
you
can't
give
out
a
citation
or
a
fine
and
again
to
be
clear,
nobody's
getting
any
fine
for
a
whole
year.
So
is
what
we
have.
We
have
a
little
bit
of
time,
but
if
that's
the
case,
then
we
might
have
to
look
at
the
budget
again
and
then
go
to
pli
and
they
might
have
to
hire
somebody
just
for
this
as
well.
B
C
C
I
think
what
again
kind
of
once
we
get
this
first
three
months
in
identifying
the
levels,
the
extents.
What
are
the
kind
of
needs
right,
because,
right
now
we
could
think
we
have
a
lot
of
needed,
not
all
we
could
think
we
have
no
need
and
have
a
lot
of
need,
unspoken
kind
of
need
in
regard
to
this
in
relationship
for
for
us,
it's
really
iterative
to
be
able
to
respond
really
fast,
to
identify
what
the
need
is
and
be
able
to
say.
C
C
Those
cases
everything
like
that
now
we're
we
look
into
the
conciliation
is
really
about
what
what
are
the
documents
right
like
if
someone
is
taking
a
picture
of
something
not
being
there
or
they
do
not
receive
their
hours
when
it
said
something
right,
yeah
or
someone
or
an
employer
has
something
and
says
we
did
do
this
right.
It's
really
the
documentation
and
again
it's
founded
unfounded
or
this
and
then
then
people
have
their
ability,
as
you
know,
to
go
to
the
Court
of
Common
Pleas
and
identify
if
they
would
like
to
go.
C
It's
identifying
if
it's
found
the
idea
is.
Can
we
make
sure
that,
based
on
with
the
evidence
right
in
the
actual
phase
of
discussing
it,
here's
what
this
information
is
like
councilman
Kaka
said:
here's
the
information
right
did
I
miss
something,
did
I,
not
miss
something.
It
was
something
not
done
so.
B
B
C
C
B
C
Four
on
the
actual
website,
we
have
ten
adjust,
that's
an
introduction
to
people
seeing
it,
but
we
also
are
going
to
work
with
translation
services
to
be
able
to
identify
for
a
lot
of
people
who
are
working
in.
You
know
a
variety
of
employees,
employers
in
our
city.
They
do
have
a
language
issue
to
be
able
to
have
access,
so
that
could
be
via
3-1-1
and
that's
why
we
focus
on
using
3-1-1,
because
they
can
get
immediate
translation
services
to
be
able
to
to
communicate
if
there
is
other
challenges
around
translation.
That
will
be
conversations.
C
That's
why
we
want
to
have
the
working
group
meetings
with
employers
and
workers,
and
so
that
we
can
kind
of
understand.
What
is
the
outstanding
need
like
what's
happening
at
places
where
you
know
we
don't
have
the
language
to
be
able
to
communicate
that
beyond
the
posting
yeah,
and
if
there
is
a
need
for
that
that
we
can
respond.
Okay,
so
we'll.
B
Eventually,
have
it
up
on
the
website
everything
to
go
with
different
languages
right,
okay,
so
I
guess
you
know.
Obviously
this
was
a
lot
of
work
to
do
in
a
couple
months,
but
I
would
I
don't
I'm
gonna
sit
I'm
gonna
sound
like
this
is
a
negative,
but
it's
but
it's
not.
So
let
me
just
try
to
figure
out
this
question
so
basically,
we're
not
gonna
hire
anybody
to
start
on
the
15th,
so
we're
gonna.
B
A
C
I
think
we're
prepared
to
acknowledge
that
it
will
be
iterative
right
and
we
acknowledge
that
we
have
the
basis
and
we
have
the
basis
of
a
relationship
of
legal.
We
have
the
basis
of
understanding
kind
of
what
will
be
rolled
out
any
ordinance
in
the
timeframes,
that's
happening
and
allow
us
to
move
quickly
to
be
able
to
get
this
happening.
We
will
be
taking
the
the
Job
Description
to
civil
service
tomorrow,
actually
to
be
able
to
post
it.
So
we
are
looking
to
move
as
fast
as
poss,
so.
B
A
B
Also,
you
know
the
40,000
workers
that
are
looking
for.
It
need
to
know
that,
unfortunately,
we
can't
put
it
all
into
effect
March
15th
and
they
just
they.
Unfortunately-
and
unfortunately,
we
don't
want
to
make
too
many
mistakes
in
this,
because
this
is
a
big
process.
That's
gonna
affect
a
lot
of
people,
so
in
the
next
couple
months
we're
gonna
hire
whomever
that
individual
is
and
then
from
there
have
that
individual
basically
give
us
a
breakdown
and
report
back
to
Council
and
the
general
public
as
we're
doing
all
these
outreach
programs.
B
Now,
when
we
start
doing
the
outreach
I
know,
you
mentioned
the
chamber
and
other
small
businesses-
and
you
know
we
all
probably
have
our
chambers
of
commerce-
is
there
anything
we
can
do
ourselves
as
outreach
like
do
we
host
the
community
meeting?
Do
we
post
stuff
on
social
media,
say
hey
here,
please,
you
know
when
you
get
the
forms
ready.
Please
fill
us
out.
I.
C
Would
say
yeah
as
supportive
and
helpful
as
it
can
be
with
identify
folks
who
again
have
nuanced
questions
that
we
want
to
be
able
to
deal
with,
but
we
also
acknowledge
there
are
so
some
legal
ramifications
around
some
of
this
again.
That's
why
we're
saying?
Okay,
we
know
we're
administrative,
but
also
working
with
the
legal
side
and
the
CHR
around
discrimination
side,
because
you
also
have
some
interlocking
where
you
you
have
federal
employment
law.
C
That's
already
stated
right,
so
there's
there's
already
precedent
for
a
host
of
federal
employment
law
or
state
employment
law
that
we're
not
necessarily
trying
to
discuss,
but
we
know
can
also
connect
in
certain
situations.
The
goal
for
us
is
consistency
to
go
for
us
to
be
able
to
provide
the
information
to
everybody.
That's
the
same
information,
because
we
don't
want
to
provide
information
to
one
person
that
gets
information
different
than
another
person
in
semester,
every
yeah,
and
then
someone
said
they
received
at
one
meeting
something
different
than
a
VC
at
another
meeting.
C
So
we're
trying
to
proceed
in
a
very
thoughtful
and
cautious
way
to
do
that
and
that's
why
we
want
to
make
information
available
via
the
website
and
via
3-1-1
and
those
kind
of
responses.
So
then
we
can.
We
can
ensure
that
everyone
is
getting
the
information
for
consistency
so
that
at
the
end
of
the
year
we
have
a
compliance
process
right.
The
goal
of
this
is
to
have
compliance
with
the
entire
process.
Yeah.
B
B
F
Based
off
of
what
you
were
saying
so
I
guess,
one
one
idea
would
be
if
there
is
an
employee
out
there
who
would
like
this
to
be
an
effect
as
soon
as
possible.
Perhaps
one
idea
is
if
they
have
an
inkling
that
their
employer
might
not
want
to
follow
this
or
might
not
be
prepared
to
follow
this
in
a
year
a
year
after
this
this
goes
into
effect.
F
C
Sooner
right
absolutely
and
the
the
Oh
Liz
to
say
that
you
know
for
for
people
to
be
able
to
have
as
much
information.
So
if
you
have
information,
we
can
refer
people
to
the
appropriate
kind
of
parties
to
become
perfect,
but
to
meetings
and
people
can
make
you
know
they
can.
If
they're
identifying
something
that's
happening.
C
They
can
call
3-1-1
and
ask
the
question
and
get
a
written
response,
or
they
should
be
able
to
go
to
the
website
and
see
where
their
question
is
to
be
able
to
be
answered
right,
because
we
don't
want
someone
because
they
called
after
a
certain
time
or
they
did
something
at
a
certain
place
and
not
get
the
same
information
as
someone
else
who
did
something
at
a
different
time.
So
for
us
consistency
is.
Is
it
important.
H
H
C
The
soul
just
for
context,
all
the
employees
should
be
able
to
use
their
accrued
sick
time,
beginning
on
the
90th
calendar
day
after
their
employment
yeah.
So
that's
when
in
the
in
the
date
is
March
15th
right,
so
that's
when
they
should
be
able
to
use
their
sick
time.
If
do
have
it,
and
then
at
that
point
someone
can
say,
I
was
not
accrued.
I
was
not
given
my
accrued
time
for
this,
so
it
should
be
done
in
that
time
period.
Yeah
between
you
know
to
get
that
ready
and
within
those
days
and.
H
B
Yeah
I
think
just
all
of
us
and
I
think
you
know
a
lot
of
people
that
that
past
helped
pass
the
bill
as
well.
I
think
we're
just
eater
to
get
it
started.
So
you
know
we're
saying:
there's
no
fine,
which
again
I
understand
it's
hard
to
put
this
in
order,
but
it's
also
hard
because
now
there
are
40,000
and
50,000
employees
that
you
know
want
to
come
to
the
city
of
Pittsburgh
tomorrow
or
March
15th
and
say:
look
for
the
last
90
days.
I
didn't
get
this
so
I!
Think
that's
where
nothing!
B
We're
I
think
it's
a
not
frustration,
but
it's
like.
Let's
get
this
rolling
so
even
for
the
businesses
they
want
to
get
a
rolling,
so
I'm
glad
we're
hiring
somebody
as
quick
as
we
can,
but
that's
kind
of
the
unfortunate
part
is
when
we're
rolling
it
out.
A
business
can
look
at
and
say:
okay,
the
city's
gonna
come
in
and
you
know
give
us
a
citation,
but
they
actually
can't
give
us
a
citation.
So
I
think
that's
the
details
that
were
eager
to
get
started.