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From YouTube: City of Charleston Committee on Human Resources 4-23-20
Description
City of Charleston Committee on Human Resources 4-23-20
A
A
B
A
C
D
A
A
I
have
some
all
my
friends
or
you
know
the
grandparent
here
any
age
group
for
the
most
part
in
speculating
she
has
two
kids
and
they
each
have
a
grandchild
ones
like
eleven
in
the
post,
school
aged
and
then
the
other
one,
the
toddler
preschooler
she
said,
you
know
the
priests
are
like
little.
You
know
happy
campers
because
they
get
their
families
all
the
time.
The
middle
schooler
is
going
through
withdrawal,
not
having
her
Friendship
Circle
and
it'll
be
interesting
to
see
how
kids
reconnect.
After
all
of
that.
C
A
Well,
that
called
immediate
order,
so
we
can
be
responsible
to
today.
Thank
you,
so
much
I'll
just
take
this
time
to
open
this
with
an
invocation.
The
Lord
we
look
forward
to
our
discussions
today
on
the
top
of
our
minds.
Are
the
staff
that
serve
our
cities
serve
our
citizens
serve
each
one
of
us
represented
here
Lord.
We
just
have
to
put
them
in
your
hands,
because
this
virus
is
not
one
that
anyone
can
be
immune
from
a
protected
from
without
that
kind
of
thoughtfulness
and
and
overarching
creator
care.
A
A
Thank
you
all
right,
good
I
see
that
Adam
director
K
cross
joined
us
in
the
right
time
to
be
part
of
the
first
item
under
our
new
business,
of
just
giving
us
an
update
on
the
city's
response
to
covet,
as
it
reflects
on
our
employees
and
everything
that
we're
doing
is
cross.
Thank
you
very
much
for
letting
us
have
this
meeting
today.
Being
our
director
of
Human
Resources,
presently.
F
Thank
you
good
afternoon.
Everyone
I
know
that
you
guys
have
been
on
calls
every
day
and
that
our
safety
director,
Emergency
Management
Director,
have
kept
you
up
to
date
on
the
safety
initiatives,
as
it
concerns
protective
equipment
and
and
those
types
of
things.
But
the
one
thing
I
thought
you
might
not
have
gotten
any
or
maybe
not
a
lot
of
information
on
is
I,
don't
know
if
any
of
you
are
familiar
with
the
families.
F
First,
coronavirus
response
act,
sleeves
program:
it's
a
it's
a
federally
mandated
program
that
requires
organizations
to
municipalities
and
private
sector
employers
to
provide
80
hours
of
paid
sick
leave
to
employees
for
if
they
become
sick
or
have
to
quarantine
because
of
komen
19
they.
You
can
also
use
it
for
child
care,
but
the
child
care
is
only
at
two-thirds
of
salary.
They
go
further
to
provide
an
additional
10
weeks
of
FMLA
leave
for
childcare
for
employees
who
have
issues
related
to
with
schools
closed
and
daycares.
F
They
can
take
really
a
total
up
to
12
weeks
of
leave
at
two-thirds
their
pay
if
they
need
to
stay
home
with
their
children.
So
I
just
thought
I
would
let
you
know,
give
you
a
few
stats
on
that.
In
the
first
two
pay
periods
we've
had
54
employees
use
the
emergency
paid
sick
leave
for
a
total
of
2199
hours.
I
do
need
to
explain
that
this
lead,
even
though
it
was
mandated
by
the
federal
government.
F
Today
we
are
not
going
to
be
reimbursed
for
this
private
sector.
Employees
will
for
some
reason
they
excluded
municipalities
from
being
able
to
you
reimburse
for
this
to
a
tax
credit,
so
that
which
is
a
little
disappointing.
I
think
there
is
some
lobbying
going
on
with
various
HR
groups
in
Washington
trying
to
get
that
changed,
but
I
don't
know
how
successful
that
would
be.
So
as
of
now.
This
is
really
money.
That's
just
coming
out
of
our
pockets.
I
mean
we
do
not
expect
any
reimbursement
in
the
first
two
pay
periods.
F
The
cost
of
this
leave
was
forty
one
thousand
three
hundred
eighty
eight
dollars
and
eighty
one
cent
I
will
say
that,
even
though
we
are
having
to
pay
for
it
we're
happy
to
provide
it.
We
really
are
because
people
are
in
difficult
situations.
Certainly,
anyone
who
has
an
underlying
health
condition-
that's
verified
by
a
physician.
F
We
want
to
be
able
to
provide
them
the
sleeve,
so
they're
not
putting
themselves
at
risk
by
being
in
the
in
the
workplace,
so
we're
and
this
this
lead
is
available
to
employees
through
the
end
of
the
year,
so
we'll
this
will
continue
on
throughout
due
the
end
of
December.
Obviously
we
all
hope
that
at
some
point
it'll,
you
know
we
won't
see
any
more
cases,
and
maybe
people
won't
have
a
need
after
some
time,
but
for
now,
though
it
is,
it
is
available
for
employees
through
December
31st.
F
So
we've
been,
we
spent
a
lot
of
time
when
this
was
first
rolled
out
the
Department
of
Labor.
You
should
go
in
the
Department
of
Labor
website
and
look
at
the
QA
zitz
if
they
made
it
pretty
complex
for
employers
to
try
to
figure
out
and
then
the
DOL
did
provide
some
guidance.
So
we've
we've
been
working
through
those
issues.
I
think
we've
got
it
now.
We've
been
really
communicating
this
to
employees
not
only
by
email,
but
we
just
sent
out
a
mass
mailing
to
employee
times.
F
You
have
underlying
medical,
can
and
we're
hoping
that,
maybe
even
some
spouses
might
read
it
and
say:
hey,
you
know,
I,
think
you
or
your
in
this
group.
You
know,
maybe
you
should
consider
taking
some
leave
or
you
know
looking
at
some
options
rather
than
putting
yourself.
You
know
in
what
could
be
a
potentially
dangerous
situation,
so
we're
making
a
lot
of
efforts
or
trying
to
make
sure
everyone
understands
what
is
available
to
them.
B
F
F
No
sir
I
really
done
it's
hard
to
say.
I
do
think
that
it
really
a
lot
of
it
depends
on
how
many
daycares
and
school
programs
open
up
during
the
summer,
because
a
lot
of
employees,
just
like
citizens,
depend
on
those
programs
for
childcare,
so
they
can
work.
If
we
don't
see
those
reopening
there,
there
could
be
a
lot
more
employees
who
need
to
take
the
the
FMLA
leave
for
childcare.
I
mean
we
are
seeing.
We
certainly
have
seen
I
think
we're
past
the
peak.
F
It
really
depends
on
what
you
know
who
you're
listening
to,
but
I
think
we're
past
the
peak,
at
least
for
you
know,
Charleston
for
South
Carolina
in
active
cases.
You
know
the
city's
only
had
five,
which
I
don't
think
is
too
bad.
Considering
1,700
and
you
know
50
employees.
So
hopefully
we
won't
see
a
whole
lot
more
of
that,
especially
with
all
the
social
distancing
measures
we've
put
in
place.
You
know,
with
the
requirement
of
wearing
masks
all
the
hand,
sanitizer
we've
been
distributing.
F
A
A
How
many
of
those
people
have
probably
had
to
be,
like
you
know,
have
a
substitute
or
some
sort
of
temporary
person?
There's
somebody
working
overtime
in
order
to
cover
for
these
jobs,
because
wouldn't
it
be
that,
if
they're
taking
the
leave
and
they
would
have
earned
a
salary
and
we're
just
paying
them
their
salary,
unless
we
have
to
hire
people
to
come
in
to
do
the
jobs
that
they're
not
able
to
do
while
they're
on
the
sleeve.
So
have
you
had
a
chance
to
think
about
that?
No.
F
Counselor
Jackson
I
would
agree
with
that,
because
city
offices
have
been
closed.
You
know
to
the
public
I,
don't
know
of
any
situation
where
we've
had
to
hire
anyone
extra
to
come
in
and
fill
unless
now,
potentially,
police
and
fire
could
have
been
impacted
and
I
don't
have
the
numbers
per
department,
but
police
and
fire
if
they
anytime,
they
have
to
be
out.
F
A
I
do
think
that
this
could
be
a
way
of
sort
of
understanding,
more
explicitly
how
we
would
be
looking
at
say,
a
paid
leave
benefit
if
we're
gonna
go
on
and
talk
about
that,
because
it
would
sort
of
be
the
same
formula.
People
that
aren't
being
replaced
while
they're
on
paid
leave
are
just
basically
earning
their
sorry.
A
G
One
thing
just
to
add:
council
member
Jackson
with
the
people
who
are
out
for
the
childcare
issues
or
people
who
are
out
I,
guess
otherwise,
they'd
be
using
their
sick
leave,
but
for
the
people
with
chop
care
they
would
have
otherwise
been
using
annual
leave.
That
does
have
a
cash
value
that
they
accrue
and
definitely
payable
at
the
time
of
separation.
Okay,.
A
F
Said
councillor,
Jackson
and
and
and
council
members,
the
only
other
thing
I
wanted
to
mention,
as
far
as
unless
in
us
or
other
questions
with
it
for
the
cove
in
nineteen
update,
we
also
are
going
to.
We
are
incurring
some
additional
cost
and
I
don't
have
any
idea
what
this
cost
is
going
to
be.
But
from
we've
received
sixty-eight
unemployment
claims
since
March
the
19th,
we
would
normally
receive
six
during
the
same
time
frame.
We
are
what
is
called
a
reimbursable
employer,
which
I
guess
I
was
just
equate
it
to
being
self-insured.
F
Now
we're
going
to
fight
those,
we
don't
believe
we
should
have
to
pay
those,
but
just
to
let
you
know,
we
don't
really
know
where
all
this
is
going
to
go.
This
is
pretty
much
unprecedented,
but
there's
definitely
going
to
be
an
expense
there
and
I'll
just
keep
you
guys
up
to
date
as
we
receive
the
bills,
but
we're
gonna
monitor
it
as
closely
as
we
can,
but
Heather's
been
working
really
hard
to
try
just
just
trying
to
contact
anyone
at
unemployment
is
really
difficult
right
now
you
can
imagine
with
all
the
claims
coming
in.
A
To
clarify
okay,
you
said:
we've
had
68
claims
where
we
normally
would
have
had
six
yes
year,
average
average
and
then
a
lot
of
those
claims.
You're
recognizing
are
from
people
who
have
left
the
city,
employment,
but
they're
coming
back.
Is
there
like
a
statute
of
limitations
that
they
haven't
reached
yet
or
have
a.
F
Legitimate
heather
I
know
you've
had
a
conversation
with
some
of
the
Employment
Security
Commission
today
or
well.
That's
I
keep
wanting
to
call
them
that
it's
actually
se
do
now.
I,
don't
know
I,
don't
know.
If
there's
a
six
months
Heather
is
there
a
specific
timeframe
that
they
can
come
back
on
us
and
file
I,
don't.
G
Know
the
exact
formula
that
they
use
but
I
know
that
we
get
claims
for
people
who
have
gone
been
gone
much
longer
than
six
months.
They
could
have
gone
to
left
us.
For
example,
we
saw
one
the
other
day
that
had
gone
to
work
for
MUSC
about
a
year
ago,
left
us
voluntarily
and
then
was
laid
off.
So
now
we
are
at
an
employment
claim,
it's
a
reimbursable
employer.
So
it's
a
longer
period
of
time.
G
A
G
A
G
B
F
Of
course,
you'd
be
FRC
as
far
as
how
that's
budgeted
and
I'm
gonna.
Let
Amy
answer
that,
but
I
would
assume
that
we
budget
it
like
most
things.
We
kind
of
base
it
on
our
experience,
what
we're
expecting
based
on
our
last
calendar
year,
so
I
can't
imagine
that
we
would
have
budgeted
enough,
given
that
no
one
could
have
expected
this.
Okay.
B
B
B
C
C
B
F
The
decision
is
definitely
beyond
the
pain
right,
but
I
I
will
tell
you
I've
been
involved
in
some
conversations.
I've
been
included
in
emails,
I
know
that
we're
looking
in
discussions
with
MUSC
with
various
organizations
we're
certainly
looking
at
the
possibility
of
getting
those
tests.
But
you
know
we
don't
really
know
what
the
cost
is
going
to
be.
We
don't
really
know
what
is
involved
at
this
point.
We've
certainly
we've
reached
out
to
Blue
Cross
Blue
Shield,
our
health
insurance
carrier,
to
try
to
see
what
information
they
could
provide.
F
But
it's
definitely
something
that's
been
looking
into
is
being
researched,
but
I.
Don't
I
can't
tell
you
today
exactly
how
that's
going
to
be
handled.
I
would
certainly
think
that
first
responders
would
probably
be
tested
first
and
then
maybe
there'd
be
another
layer
of
testing.
Maybe
it
would
be
the
rest
of
the
employees,
but
I
would
you
know
I
would
think
police
fire
and
public
service
maybe
should
be
the
first
groups.
If
and
when
we're
able
to
get
those
tests.
Yeah.
B
B
Even
report
doing
our
emergency
discussion
on
whether
our
trashes
we've
been
picked
up
not
picked
up.
These
folks
have
been
doing
an
unbelievable
job
for
us,
and
you
know
at
a
risk
and
I
just
don't
think
that
we
give
them
enough
attention
and
somehow,
if
we
we,
we
do
have
testing
that
goes
beyond
quote-unquote.
First
responders.
I
think
we
need
to
dig
a
little
deeper,
because
there
are
some
first
responders
and
I'm
talking
about
essential
folks,
like
our
Environmental
Services
people.
That
I
am
really
really
concerned
about
at
some
point.
F
With
you,
councillor
McGregor
and
when
I
said,
Public
Safety
in
public
service,
I
really
did
was
including
them
I
think
that
they
should
definitely
be
in
the
top
three
groups
and
I
and
I
agree
with
you.
100%
they've
done
a
phenomenal
job
of
continuing
to
to
pick
up
the
garbage
and
and
through
this
whole
situation,
everything's
pretty
much
stayed
on
schedule,
which
I
think
is
great,
because
it
is
that's.
Actually,
it
is
a
public
safety
issue.
If
the
garbage
isn't
picked
up
that
could
quickly
become
another
health
concern.
Yes,.
A
Sir
yeah,
thank
you
very
much.
Do
any
of
the
other
council
members
or
anyone
on
the
call
have
questions.
Yes,
miss
McGee.
H
H
A
26:
okay:
here
there
is
a
six
in
there
somewhere
are.
H
What
right
now,
what
we're
doing
and
a
lot
of
our
a
lot
of
locations
is
actually
we're
taking
people's
temperature
before
they
even
come
into
work,
so
that
that's
kind
of
like
that
first
indicator
that
they
that
they
might
be
actually
coming
down
with
something.
So
that's
been
implemented,
implemented
in
a
lot
of
places
around
the
city,
particularly
environmental
services.
They
are
doing
that
as
well
as
with
stormwater
fire
I
know.
H
H
J
A
A
If
you
have,
you
know
thoughts
that
you
would
like
to
be
recommended
to
the
full
council
or
obviously
we'll
be
dealing
with
a
lot
of
staff,
meaning
and
budgetary
decisions
as
we
keep
on
going
into
the
year,
but
we
know
that
I'm,
oh
maybe
you
should
just
for
the
record,
talk
to
us
about
the
hiring
freeze
and
what
your
thoughts
are
about
that
and
the
numbers
of
jobs
that
are,
you
know
what
would
be
actively
searched
for
during
this
time.
If
we
work
in
the
hiring
freeze,
yeah.
I
F
I
F
First,
eighty
there's
80
hours
available
of
paid
sick
leave
which
can
be
used
if
someone
is
sick,
caring
for
someone
who's,
sick
or,
if
they're
quarantined,
because
for
Kovan
related
issues,
they
cannot
that
eighty
hours
can
also
be
used
for
child
care,
but
only
at
two-thirds
of
their
pay.
They
can
people
who
need
have
Chalker
issues
can
then
use
an
additional
ten
weeks
of
FMLA
leave,
also
at
two-thirds
of
their
pay
for
child
care
related
issues.
Okay
and.
A
F
I
F
Right
and
I
can
also
use
that
eighty
hours,
if
you
are
in
one
of
the
high-risk
groups,
so
you
don't
necessarily
have
to
be
sick,
I
mean
you,
you
could
potentially
be
a
diabetic
and
your
doctor
is
recommended
to
you
that
you
don't
want
because
you're
in
that
high-risk
group,
they
were,
you
know
you
just
provide,
you
know
documentation
to
us
and
then
you
can
use
the
leave
for
that
as
well.
The
eighty
hours,
okay
and
then.
G
Hey
that
would
be
the
two
thirds
would
be
if
you're
caring
for
an
individual,
and
they
left
that
really
broad.
They
don't
specify
what
individual
means
necessarily.
So,
if
you
were
caring
for
somebody
who
may
have
either
contracted
it
or
is
maybe
a
compromised
immune
system
has
one
of
those
conditions,
they
would
be
eligible
for
two
thirds
at
the
eighty
hours.
A
F
They
self-identify,
they
don't
have
to
the
dot.
The
physician
just
tells
us
that
or
if
they
provide
something
physician,
the
recommendation
that
they
don't
work,
we
don't
ask
them
to
identify
this
specific
condition
that
they
have
just
that
they
have
an
underlying
medical
condition.
But
yes,
we
have
a.
We
have
a
pretty
expansive
spreadsheet
where
we're
tracking
everyone
who
who
calls
and
request
this
leave,
because
we
have
theirs
caps
on
it,
and
we
also
have
to
kind
of
work
with
people
on
once
things
that
leave
is
exhausted.
F
They
may
still
not,
you
know,
be
able
to
come
into
the
workplace.
They
can
then
use
their
sick
leave
then
go
into
a
sick
leave
and
then
our
annual
leave-
and
you
know
various
other
leave
programs.
So
yes,
we're
we're
monitoring
it
very
closely.
I'm
Kimberly
McLaughlin
is
our
benefits
coordinator
and
I.
Think
sure
you
remember
Eric
Eric
yeah.
He
left
us
and
went
to
the
water
systems,
but
Kimberly's
been
great
she's
been
working
from
home,
she's
been
telecommuting
and
and
she's
been
getting
quite
a
few
calls.
F
She's
she's
had
to
explain
this
a
good
many
times,
but
she's
she's
closely
tracking.
It
explaining
to
people
what
their
benefits
are.
You
know
monitoring
it.
So,
yes,
we
I
think
we've
got
a
pretty
good
handle.
It
was
pretty
rough.
Those
first
couple
of
weeks
because
we
were
getting
some
conflicting
information.
I
mean
the
way
the
laws
were
written
and
the
way
the
dol
provided
their
interpretation.
Some
of
it
didn't
match
up
exactly
so
we
were
struggling
with
it,
but
I
think
we've
got
a
good
system
in
place
now.
A
Great
well,
thank
you
so
much
we
we
will.
I
I
think
it's
hard
for
anybody
who's,
not
in
think
of
us
to
imagine
what
it's
like
just
to
make
things
up
as
you
go
along.
You
know,
because
you're
learning
but
I've
been
trying
to
track
the
business
I.
Don't
you
know
the
Assistance
Programs
from
the
federal
government
in
particular,
and
just
victims
forms
three
times
in
like
a
week,
but
there's
no
just
don't
have
enough
time
in
the
day
to
do
their.
A
You
know
main
work,
let
alone
figure
out
the
system,
so
I
really
admire
your
determination
to
get
it
right
and
everything
that
we
can
to
our
employees.
So,
thank
you
just
then
for
the
record.
Why
don't
you
tell
us
more
about
you
know
the
actions
you've
taken
now
as
far
as
try
to
keep
our
resources
the
current
year
that
we
know
we're
gonna
short
up
revenues
in
our
minutes
for
next
time,.
F
We
had
our
our
department,
you
know
we
don't
really
have
a
lot,
probably
of
all
the
budgets
in
the
city
and
then
this
I'm,
not
I'm,
complaining
we
just
were
just
not.
We
just
don't
have
a
lot
of
thing,
the
biggest
I
guess
the
biggest
item
in
our
budget
is
the
the
healthcare
budget
which
you
know
we
is.
She
is
huge,
it's
it's
a
the
overall
city
budget,
but
we
have
not
started
talking
about
that.
F
Yet
we
we
generally
start
having
discussions
about
that
in
May
or
June,
and
we
will
probably
have
an
HR
committee
meeting
in
August
to
present
that
budget
to
the
HR
committee
for
approval
as
well.
As
you
know,
any
new
benefits,
just
as
you
did,
you
know
you
attended.
I
know
you
weren't
a
member,
but
you
attended
the
meetings
when
we
were
looking
at
the
short-term
disability
benefit,
but
we
have
not
started
looking
at
that.
At
this
point,
I
I
mean
I
hope
that
we
can
keep
our
benefits.
Pretty
much
intact
would
be
my
hope,
I'm.
F
Not
at
a
point
where
you
know,
there's
been
no
discussion
about.
We
do
think
any
of
those
so
and
I
hope
we
don't
we're
not
we're
not
talking
about
furloughing
employees,
we're
not
talking
about
any
type
of
pay
reduction.
We
do
have
a
hiring
freeze
from
a
90
day,
hiring
freeze
which,
except
for
sworn
now,
we're
not
small.
We
cannot
stop
hiring
sworn
firefighters
and
police
officers.
We
can't.
We
just
can't
do
that
and
there
may
be
some
other
exceptions
to
the
hiring
freeze.
F
If
a
department
really
feels
like
a
position
is
essential,
they
have
to
provide
justification
or
written
justification
and
it
goes
to
Amy
for
consideration,
but
but
really
for
the
most
part,
we're
in
a
freeze
and
departments
are
just
not
going
to
be
able
to
hire
any
employees
and-
and
the
reality
is
that
freeze
could
be
extended.
That's
that's
not
my
call
battle.
Of
course
the
Amy's
call
based
on
you
know
what's
going
on
at
the
time,
but
it
could
could
well
be
extended.
A
Hey
I
think
the
extension
definitely
was.
You
know
something
that
was
Wharton
mentioned
to
the
full
council
at
our
work
session
earlier
in
the
week
so
and
then
also
just
to
have
it
on
the
in
the
minutes.
Okay,
that
so
the
hiring
freeze
right
now
is
for
90
days.
It
started
when
first
of
April-
or
when
did
when
did
it
go
into
effect.
K
A
K
K
Correct
thanks
nothing,
critical.
If
it's
a
critical
position,
like
Kay
said
they
have
to
provide
some
sort
of
justification
for
for
us
to
look
at
it,
and
if
it's
super
critical,
you
know
you
might
have
a
department
that
only
has
your
division,
though
only
has
a
couple
of
people
we're
losing.
One
person
might
be
devastating
to
that
division.
I
mean
we
look
at
it
a
case-by-case
basis
for
the
most
part,
though,
flat
hiring,
freeze,
okay,.
A
F
Well,
you
know
our
department
has
been
involved,
and
you
know
pretty
much
all
phases
of
this
at
some
level
and
ain't
and
we
haven't
always
been
you
know,
taking
the
lead,
but
I
I
would
like
to
just
give
a
shout
out
to
Jamm
Park.
She
is
our
wellness
manager
having
her
here
as
an
RN
has
been
so
helpful.
I
would
have
never
thought
we
would
have
had
a
situation
where
I
would
have
needed
someone
with
her
medical
expertise,
but
every
single
positive
case
every
potential
positive
case
anytime
anyone
was
tested.
She
has
called
that
person.
F
She
has
traced
their
contacts,
she's
reached
out
to
those
people
trace
their
contacts.
She's
made
decisions
about.
You
know,
quarantine,
eing
employees
to
be
sure
they
didn't
have
it
if
they
had
contact
with
those
people.
She's
had
some
pretty
intensive
medical
discussions
with
people
that,
frankly,
would
have
been
I,
wouldn't
have
been
quite
as
comfortable
having
with
his
employees.
So
she's
just
been
just
an
invaluable
resource.
I
mean
she's,
really
she's
doing
things
that
I
just
would
never
have
anticipated
as
her
role
as
the
wellness
manager.
So
I
just
wanted
to.
A
F
K
G
A
Think
you
know
that
that
would
be
an
interesting
fact.
I
should
be
sharing
it
with.
You
know
the
budget,
the
work
sessions
that
I
understand
we're
gonna
have
from
now
on
with
MS
Wharton,
just
the
state
of
the
cities,
2020
budget,
as
well
as
going
into
the
preparation
for
2021.
So
thanks
for
making
some
facts
available,
I'd
like
to
say
fun,
facts
but
they're.
Not
so
why
don't
we
go
on
to
I
be
under
new
business?
A
We
were
interested
in
having
a
getting
started
discussion
of
the
resolution
that
went
from
the
Commission
on
women,
as
you
all
know,
through
the
full
council
back
in
January,
that's
right
and,
and
then
this
committee,
and
so
I
know
that
going.
You
know
a
few
conversations
times
with
you
at
the
top
of
your
workload,
and
we
totally
appreciate
and
understand
that
over
the
last
couple
of
months,
I
think
we
just
sort
of
wanted
to
have
it
on
the
agenda
to
ever
get
on
the
same
page.
A
I
consider
that
we
should
agree
that
we
have
homework
to
do
before.
We
would
be
ready
to
make
any
sort
of
specific
recommendation
about
creating
a
benefit
to
cover
paid
family
life
leave
so
not
expecting
anyone
to
have
any
answers.
I'd
like
to
just
you
know,
open
up
this
discussion
as
sort
of
a
opportunity
for
us
to
say
whatever.
We
would
like
as
a
brainstorming
opening
topic
and
then
decide
at
the
end.
A
That
literally,
are
more
discussion,
oriented
and
I.
Think
in
my
experience
in
the
last
several
months
when
we've
started
that
agenda
item,
that
it
ends
up
being
some
sort
of
form
identifiable
resolution,
but
certainly
not
the
introduction
of
any
ordinances
under
that
topic.
So
if
we
come
back
and
do
something
more
formal
like
we're
hoping
we
might
be
able
to
accomplish
this
year,
then
we
would
take
that
next
step
and
bring
it
back
to
the
council.
A
So
we
have
the
resolution
that
we
directed
or
sent
on
to
the
Human
Resources
Committee
and
then
the
excerpt
from
our
minutes
and
then
I
also
asked
Janet
Alterman,
who
is
the
chairman
of
the
Commission
on
women
to
find
what
she
could?
That's
the
most
recent
information
that
we
could.
You
know
get
into
one
document
and
and
basically
she
went
on
to
a
website
that
is
tracking
what
the
states
and
the
municipalities
within
the
states
are
doing
in
response
to
family
life
leave
benefits.
So
we
have
that
little
chart.
A
A
A
C
F
Counsel,
oh
I'm,
sorry,
counselor,
Gregory
I
was
just
gonna,
say
counselor
Jackson
we
did,
we
had
already
started
putting
together
some
cost
estimates
and
doing
some
comparisons
and
Ryan
Landry
I
think
you
believe
you've
met
him
before
because,
as
I
said,
you
did
attend
some
of
the
HR
community
meetings.
Ryan
is
our
analyst,
so
he
does
a
lot
of
research
for
us.
A
lot
of
a
lot
of
a
lot
of
charts
and
number
crunching
I
mean
he
really
put
together.
F
You
know
our
plan
a
couple
years
ago,
when
we
did
you
know
we
gave
all
employees
a
pay
increase
when
we
adjust
our
pay
matrix.
So
he's
he's
pretty
good.
He
definitely
has
a
skill
set
that
I
do
not
possess,
so
he
did
everything
he
did.
He
did
put
some
information
together
for
us
and
and
I
just
I
thought
it
might
be
helpful
in
the
discussion
because
I
I
think
there
there
is
more
cost
to
this
and
then
I
think
might
have
been
previously
realized.
F
So
I
just
kind
of
wanted
to
what
we
did
is
I
asked
Ryan
to
look
at
all
of
the
family.
Leave
that
was
used
in
2019
use
that
as
a
basis
and
and
put
some
numbers
together
for
you
guys.
Ryan
are
you
able
to
put
that
on
the
screen?
I
am
NOT
like
an
expert
with
zoom
either.
Yet
so,
but
Ryan
gee.
Can
you
do
that?
If
not
I
mean
we
can
certainly
email
it
to
you
at
some
point,
but
I
know
there's
a
way
to
do
it.
F
L
As
Kay
mentioned,
we
looked
at
our
2019
Family,
Medical,
Leave
usage
and
essentially
categorized
it
by
type
with
our
four
main
types
being
maternity
leave,
parental
leave,
caregiver,
which
would
be
for
other
family
member
leave
and
then
also
self,
which
would
be
for
one
out
in
serious
health
condition
to
sort
of
illustrate
how
much
usage
we've
been
looking
at
as
it
sort
of
leads
into
the
estimates
that
we
developed,
as
you
can
see
from
the
chart
we
have
maternity
is
the
smallest
group
leading
through
parental
care,
Google,
caregiver
and
themself
is
the
biggest
group
by
far
all
together.
L
It's
about
fourteen
percent
of
our
total
employee
population
between
maternity,
parental
and
caregiver.
It's
about
five
percent
total.
We
then
have
average
sick
leave
used
in
weeks
just
to
sort
of
illustrate
for
each
type
of
leave,
how
much
time
our
employees
currently
taking.
So
for
maternity.
We
see
the
longest
amounts
of
leave,
use
parentals,
the
second
longest
self
is
actually
the
third
and
caregiver
is
the
least
at
a
little
under
two
weeks.
Average
overall
excuse.
A
L
L
So
from
that
information
we
were
able
to
develop
some
cost
estimates.
We
specifically
focused
on
direct
costs.
So
what
actual
dollar
amount
do
we
think
we
would
have
to
pay
out
with
the
implementation
of
different
versions
of
this
plan
to
the
right
side?
You'll
see
the
definition
of
what
those
direct
costs
are
we
using
our
2019
usage
data,
we
were
able
to
see
how
much
unpaid
leave
people
had
used,
which
would
be
a
new
cost
that
we
would
be
incurring
because
they
were
out
on
paid
leave.
L
We
were
not
paying
them
a
salary
at
any
point.
The
second
cost
would
be
a
cost
of
an
agency
temporary
employee
filling
in
for
that
position,
which
we
used
are
2019
usage.
We
looked
at
agency
temps
that
were
specifically
hired
to
fill
for
Family
and
Medical
Leave
you
purposes
and
took
that
utilization
rate
across
what
our
29
or
2020
projection
would
be
to
sort
of
see
what
that
cost
would
look
like.
Realistically,
we
would
expect
with
any
kind
of
family
medical
you've
paid
program.
L
That
rate
would
go
up
since
we
have
a
relatively
low
average
of
leave
used,
as
you
can
see
from
the
top
chart,
if
even
for
parental
leave.
If
someone's
only
going
to
be
out
five
weeks,
it's
unlikely
that
their
department
was
seeking
an
agency
temp
to
replace
them,
but
the
more
we
increase
that
length
the
more
likely
it
is
that
they
would
use
an
agency
temp
to
replace
them.
So
we
would
expect
that
number
to
actually
climb.
L
So
our
estimate
there's
a
little
low
and
then
the
third
part
of
the
direct
cost
is
specifically
the
cost
of
overtime
and
police
and
fire
simply
because
those
are
two
departments
where
we
cannot
hire
sort
of
any
agency
temp
to
replace
and
especially
in
the
fire
department,
with
staffing
levels,
dictating
certain
numbers
of
firefighters
per
truck
in
on
station
and
on
shift
if
a
firefighter
goes
out
for
any
purpose.
That
is
time
that
they
would
have
to
cover,
and
we
did
factor
in
projected
overtime
for
how
much
we
figured
we
used
in
2019.
L
So
with
that
being
said,
the
turret
in
the
middle
is
the
direct
costs
by
leave
category
projected
across
two-week
increments,
to
sort
of
show
what
every
two-week
increment
would
be.
I
know
in
Council.
It
was
discussed,
potentially
expanding
it
out
to
12
weeks.
So
we
worked
every
two-week
increment
up
to
that
12
week
level.
To
show
what
a
projected
direct
cost
would
be.
L
Maternity
is
one
of
the
lowers.
Lower
numbers
simply
gave
the
number
of
employees
in
it.
Caregiver
is
actually
probably
the
second
lowest
simply
because,
while
there
are
it
has
a
higher
usage,
we
don't
see
a
higher
usage,
necessarily
in
higher
paying
positions.
We
see
a
higher
usage
of
parental.
So,
even
though
parental
had
about
five
less
employees
on
average,
using
it,
they
were
tended
to
be
higher
paid
employees,
specifically
fire
and
police,
tend
to
use
a
lot
of
parental
leave.
L
L
We
expect
that
there's
a
lot
of
people
who
maybe
didn't
necessarily
report
a
condition
to
us
there's
a
distinct
possibility
that
we
have
employees
who
didn't
going
out
for
smaller
amounts
of
time
who
simply
didn't
inform
us,
because
it
didn't
rise
to
the
full
level
of
a
Family,
Medical
Leave
event
we're
under
a
policy.
They
would
have
more
incentive
to
do
so.
So,
overall,
we
expect
the
numbers
are
probably
a
little
on
the
lower
side.
L
So
then
the
third
table
actually
shows
the
direct
costs
with
combining
the
different
leave
categories,
but
the
second
row
of
maternity,
parental
and
caregiver
specifically,
is
the
one
that
matches
what
the
resolution
mentioned
and
then
what
was
discussed
in
council.
So
if
we
take
that
row
across
to
the
12-week
length,
we
would
see
an
estimated
direct
cost
of
935
thousand
dollars
and
again
those
are
just
those
three
costs
of
the
previously
unpaid
leave
a
projected
increase
in
agency
temps
and
then
police
and
fire
overtime.
L
B
C
C
B
L
This
so
this
is
based
on
their
actual
usage
of
leave,
because
we
do
have
with
the
Family
Medical
Leave
Act.
We
received
some
notice
when
people
go
out
for
qualifying
events
that
way
we're
ensuring
that
we're
applying
the
job
protection
to
them
yeah,
but
during
that
time
they
are
using
their
own
leave
accruals.
So
this
is
entirely
one's
own
leave
accruals,
which
is
why
so
for
the
top
table.
We
have
sick
leave,
used
and
annual
leave
used,
because
an
employee
may
be
using
some
combination
of
those
depending
on
what
they're
out
for.
A
But
the
dollar
amounts:
are
they,
so
just
sticking
with
maternity,
for
example.
So
is.
Are
you
assuming
that
the
people
who
the
eleven
employees
that
were
up
for
three
point
four
weeks
if
they
they
that
doesn't
so?
Let's
say
they
had
two
weeks
of
sick
built
up
and
we
have
annual
number
that
reflects
ninety
seven
hundred
dollars
that
doesn't
subtract
what
they
would
have
used
of
their
own
personal
leave.
Accruals
correct,
correct.
L
A
L
Ma'am
yeah,
we
we
set
it
up
so
that
these
numbers
only
reflect
a
increase
above
any
leave
that
we
actually
think
they
use
so
any
annual,
even
sick
leave
that
somebody
used
for
a
given
purpose
is
already
included
in
the
number
which
so
for
using
maternity.
As
an
example,
we
see
that
for
maternity
we
have
about
three
and
a
half
weeks
of
sick
about
one
week
of
annual,
so
we
would
expect
a
spike,
probably
around
the
six
weeks
and
then
especially
up
to
the
eight
week
cost,
which
is
then
what
we
see
in
the
numbers.
L
A
L
L
And
in
some
of
the
research
that
we've
done
on
some
of
the
different
agencies
and
in
looking
at
them
some
of
the
information
as
far
as
what
other
organizations
are
doing,
we
definitely
see
birth
as
being
one
of
the
most
common.
We
hadn't
looked
at
approximately
33
different
agencies.
So
far
birth
was
extended
in
100%
of
circumstances.
L
Adoption
was
extended
in
97%,
foster
was
extended
in
76%
guardianship
in
30%
of
cases,
family
caregiver
was
extended
at
18
percent
and
then
actually
self,
at
least
out
of
the
33
organizations
that
we've
looked
at
so
far.
None
of
them
have
extended
any
paid
self
coverage
beyond
their
existing
leave.
Accruals.
L
Then,
beyond
that,
we
do
see
a
pretty
consistent
trend
among
organizations
of
covering
100%,
so
we
do
see
generally
a
full
wage
replacement,
but
in
a
lot
of
the
surveys
we've
done,
we've
had
three
take
that
back.
Four
of
the
33
agencies
we've
looked
at
so
far
offer
a
full
12
weeks.
The
average
is
actually
about
5.9
weeks
of
total
paid
leave,
I.
L
We
we
have
seen
a
number
of
exceptions
and
some
of
the
different
policies,
especially
for
the
ones
that
do
then
offer
some
sort
of
family
coverage
just
about
every
plan.
I
think
defines
family,
maybe
a
little
differently,
and
then
we've
also
seen
in
policies,
especially
with
adoption
and
foster
I,
think
it's
more
on
the
adoption
side.
But
there
are
a
number
policies
that
make
specific
exclusions
for
someone
adopting
a
stepchild
or
a
partner's
child.
L
So,
that's
just
that
some
of
the
information
that
we've
seen
in
about
a
third
of
cases-
probably
11
out
of
the
33
organizations
we've
looked
at.
We
also
see
that
they,
they
actually
changed
the
number
of
weeks
they
provide,
depending
on
the
type
of
leave
provided
in
one
case
that
actually
provided
family.
They
offered
3
weeks
for
maternity
or
primary
caregiver,
leave
two
weeks
for
non
primary
caregiver
for
the
birth
of
the
child
and
one
week
of
paid
leave
for
family.
L
A
L
That
spreadsheet
doesn't
quite
look
as
nice,
yet
so
there's
a
little
more
tweaking
I'll
make
to
that,
but
absolutely
and
then
I
have
one
more
slide
to
sort
of
illustrate.
Some
information
we've
attempted
to
do
a
projection
that
includes
indirect
costs,
essentially
costs
where
we
would
expect
a
potential
loss
or
decrease
in
productivity.
Maybe
a
delay
in
project
just
any
of
those
sort
of
non
directly
financial
coppa
will
kind
of
cost
something
where
we're
not
spending
out-of-pocket,
but
simply
due
to
someone
not
being
there,
we
could
potentially
expect
a
cost.
L
So
what
we
did
was
we
essentially
took
employee
salaries
as
what
their
value
would
be
and
based
on
that
valuation
and
how
much
time
people
then
would
go
out
based
on
2019
leave
usage
about
how
much
value
could
we
argue
we
have
lost
just
because
there's
really
not
a
great
way
to
put
a
dollar
amount
on
what
that
loss
of
productivity
might
be
like.
So
this
tries
to
get
us
closer
to
what
that
total
value
cost
might
be.
L
So
we
do
so
use
some
over
increases
in
the
numbers
for
the
policy
as
sort
of
written
and
counseled
verbally
mentioned.
The
maternity,
parental
and
caregiver
for
the
12
weeks,
we
would
potentially
estimate
maybe
around
another
$500,000
and
indirect
costs
based
on
employee
valuation,
so,
overall,
the
employee
evaluation
that
indirect
costs
are
always
gonna,
be
a
little
higher
simply
because
it's
something
in
addition
to,
but
we
wanted
to
at
least
provide
this
to
kind
of
show.
Hailee's
provides
some
idea
of
as
far
as
when
we're
looking
at
total
loss
of
productivity.
L
Yeah
we
took
employee
salary
essentially
as
their
value
and
used
that
as
evaluation
to
determine
sort
of
how
much
we
might
expect
to
lose
still,
including
anything
that
we
would
have
done
to
date.
So
you
still
see
some
spikes
and
four
weeks
don't
team.
The
pay
is
bad.
Six
weeks
the
cost
tends
to
increase
more
rapidly
up
to
eight
and
then
through
two
ten
and
twelve.
So
it's
still
based
off
of
that
assumption
of
essentially
kind
of
sunk
costs
from
things
that
we
would
have
already
paid
for
anyway.
A
B
E
M
Yes,
I've
become
a
zoom
expert
and
I
apologize
for
being
late
for
some
reason:
I
gotten
the
notice
from
Jennifer
and
and
Liz
normally
puts
things
on
the
schedule,
my
schedule,
but
this
meeting
didn't
make
it
there.
So
I
found
out
about
it
kind
of
late,
I
guess
so:
yeah
yeah
thumbs
up
great
job
Ryan
putting
those
together.
We
all
need
to
get
our
head
around
and
think
about
the
impacts
of
all
this
and
the
overall
package
of
our
benefits
to
our
employees,
which
you
know
has
been
improving
over
over
time.
A
N
A
All
right,
I'm,
really
I'm,
you
missed
a
lot
of
good
information.
Hopefully
we
can
get
a
little
summary.
Miss
pross
was
and
and
I'm
sure
the
mayor
has
already
been
educated
by
the
UK.
In
terms
of
we
learned
about
the
federal,
you
know
requirement
that
it
requires
the
city
to
offer
kovat
leave,
along
with
the
guidelines
that
the
Department
of
Labor
put
into
effect
back
in
March,
I,
think
right,
and
so
it
was
effective.
A
F
Council
member
Jackson
wit
since
well
we're
gonna
send
you
guys
will
send
everyone,
those
the
the
work
that
Ryan
did
that
the
table,
but
I'll
also
include
a
flyer
that
I
said.
That
explains
the
families
first
credit
virus
leaves
I
mean
that's
where
mushy
Lee,
since
you
missed
that
explanation,
maybe
that'll
be
helpful
to
you
as
well.
Great.
M
J
I
want
to
commend
the
HR
department
and
putting
all
those
numbers
together.
Definitely
customer
Gregory
said
a
lot
to
absorb,
but
as
we
go
forward,
one
of
the
things
that
I
I
kind
of
want
to
see
you,
council,
member
Jackson,
had
mentioned
that
Rock
Hill
had
done
it
with
in
South,
Carolina
and
obviously
South
Carolina
doesn't
have
it
at
the
state
level.
But
I
would
be
curious
and
I.
J
Don't
know
whether
the
Society
for
Human
Resources
managers
like
Sherm
and
maybe
put
stuff
together
I'd
be
curious
if
we
could
find
out
kind
of
what
other
similar
cities
of
our
size
are
doing
across
the
country,
but
specifically
in
the
South.
You
know,
because,
generally
speaking,
the
South
state
legislators
are
kind
of
reluctant
to
act
and
push
down
to
the
local
level,
except
for
instances
in
South
Carolina.
F
F
F
Don't
we've
not
found
anyone
in
this
area
that
that
provides
12
weeks,
and
you
know
it's
kind
of
the
the
way
the
the
draft
policy
was
written
is
is
very
broad,
so
we
we
feel,
like
you
know,
maybe
a
little
too
broad
we
feel
like.
We
really
need
to
think
about
that,
and
maybe
you
know
maybe
kind
of
come
back
to
where
maybe
what
we're
seeing
most
organizations
offer.
But
but
again
we
do.
Have.
You
know
a
good
bit
of
time
to
think
through
this
and
look
through
it
because
you
know
any
anything
we
do.
F
It
can't
be
affected
before
January
1,
of
course,
because
we're
on
a
calendar
year,
but
there
is
one
thing
I
did
want
to
mention
and
in
the
ordinance
that
was
passed,
I
think
when
the
suggestions
was
six
months,
but
but
it
was
also
suggested
that
this
would
run
concurrent
with
FMLA
FMLA,
an
employee's
not
eligible
for
that
until
they've
been
employed
for
a
year,
so
really
for
it
to
run
concurrently
with
FMLA.
Those
two
things
would
need
to
match
up,
so
I
did
want
to
mention
that.
F
Not
believe
any
other
municipality
in
South
Carolina
offers
employer-paid
short
term.
Disability
I
was
actually
very
proud
to
be
able
to
say
that,
because
I
think
it's
a
huge
benefit,
we
pay
about
three
hundred
thousand
dollars
a
year
for
employees
to
have
that,
and-
and
actually
we
that
came
about,
as
in
conversations
we
were
having
with
the
Women's
Commission
I
felt,
you
know,
I
really
wanted
to
provide
more
than
the
maternity
and
paternity,
even
though
that
is
the
maternity
is
very
important.
Obviously,
but
I
also
wanted
to
have
a
safety
net
there
from
police.
F
You
have
serious
health
conditions
because
we
were
finding
that
particularly
our
lower
paid
employees
were
not
taking
the
voluntary
short
term
disability
benefit
because
they
just
didn't
feel
like
they
could
afford
to
have
one
more
thing
come
out
of
their
paycheck
and
a
lot
of
times.
Those
were
the
employees
who
needed
it,
the
most
so
we
we
do
offer
short
term
disability
to
completely
employer
paid
for
all
of
our
employees,
which
I
think
is
important
to
mention,
and
we
have
had
employees
utilizing
that
benefit
which
which
again
can
be
used
for
maternity
as
well.
I'm.
A
Think
you're
absolutely
right,
miss
cross.
We
no
mission
on
women
was
very
happy
to
be
able
to
support
that
as
really
a
benefit
that
no
other
jurisdictions
that
you
had
educated
us
about
offer.
So
that
certainly
is
a
feather
in
our
cap.
It's
just
not
the
same
I
think
that
was
the
point
that
the
Women's
Commission
is
wanting
us
to
appreciate.
C
F
Fmla
is
really
just
for
job
protection,
Family
and
Medical
Leave
can
be
paid
or
unpaid,
so
an
employee
can
use
their
paid
sick
and
annual
leave
while
they're
on
FMLA
or
if
they
don't
have
any
available
leave.
The
FMLA
can
be
unpaid.
What
the
FMLA
really
just
is
job
protection.
This
requires
an
employer
to
hold
that
position
for
the
employee,
while
they're
out,
but
on
leave,
whether
it's
maternity
or
for
their
own
serious
health
condition
or
to
care
for
a
family
member
who
is
ill.
F
So
the
short
term
disability
is
there
for
employees
either,
who
don't
have
leave,
don't
have
enough
lead
to
cover
them
or
have
depleted
their
own
sick
and
annual
leave.
It
is.
It
is
a
60
percent
salary
benefit,
but
it
is
certainly
a
lot
better
than
not
getting
a
check
at
all
and,
as
I
said,
we've
offered
voluntary.
We
had
offered
voluntary
short
term
disability
for
four
years,
but
we
were
just
learned.
F
We
were
finding
out
the
employees
with
just
a
lot
of
employees
again,
particularly
our
lower
pay
employees,
just
weren't,
electing
it
so
being
able
to
offer
that
and
just
have
that
safety
net
for
them.
I
mean
we've
been
very
proud
to
offer
that,
because,
having
a
conversation
with
an
employee
who
has
had
a
serious
diagnosis,
cancer
diagnosis
had
a
heart
attack,
stroke
or
something
and
and
see
them,
you
know,
run
out
of
leave
and
not
have
anything
available
for
them.
That's
a
tough
conversation
to
have
with
an
employee
is
what.
I
F
F
It
would
short
term
disability
would
also
run
concurrently
with
FMLA.
Fmla
is
12
weeks
of
job
protection,
whether
it's
paid
unpaid,
whether
you're
on
short
term
disability,
that
the
way
you're
compensated
doesn't
really
affect
a
job
protection,
but
I
will
tell
you.
The
city
goes
a
step
further
after
the
FMLA
has
has
been
completed.
If
employees
still
can't
return,
we
really
don't
just
you
know,
cut
them
off.
You
know.
Sorry,
you're
12
weeks
are
up
you're
gone.
F
We
have
an
additional
physical
disability
leave
now,
there's
technically
no
job
protection
there,
but
I
can
tell
you
I
Heather,
and
you
can,
you
know,
tell
you
tell
me
if
I'm
wrong,
but
I,
don't
remember
the
last
time
we
let
anyone
go
after
12
weeks.
We
we
pretty
much
let
everyone
have
at
least
the
12
to
6
months
of
leave,
even
though
we're
really
only
required
to
give
three
months
of
job
protection.
F
G
Some
cases
they
may
fill
that
job
after
the
12
weeks.
They
may
said
a
requisition
and
request
to
fill
the
job
if
it's
a
critical
job
that
they've
got
to
have
someone
in,
but
even
if
they
do
that,
we
would
allow
the
employee
to
continue
to
go
into
the
physical
disability.
Leave
that
a
lot
of
times
they
are
needing
to
be
on
our
insurance
and
wouldn't
have
an
option.
G
Otherwise,
right
here
in
a
critical
situation,
we
would
let
them
go
that
six
months
and
at
the
end
of
six
months,
we'd
have
an
interactive
process
with
them
and
we
would
try
and
think
through.
Is
there
another
job
where
you
may
be
suited
in
the
city?
You
may
have
a
skill
set
where
you
could
do
something
else
that
we
might
be
able
to
return.
You
is
there
an
accommodation
we
could
make
and
if
not,
in
those
cases,
we
may
help
them
apply
for
Social,
Security,
disability
and
disability
retirement
and.
I
I
F
She
is
60
percent.
Okay,
that
benefits
sixty
percent
using
your
own
leave
is
always
a
hundred
percent
free
ability.
Sixty
I
will
say
that
and
that's
another
thing.
Maybe
we
didn't
mention
when
we
were
looking
at
other
municipalities,
another
organization
there
are
some
who
who
do
provide
family
leave,
but
they
cap
it.
They
cap
it
at
a
certain
amount
or
the
capita
cert,
or
they
only
pay
a
certain
percentage.
F
F
I
I
know
that
we've
been
focusing
in
on
looking
at
what
other
municipalities
do
as
far
as
the
type
of
benefits
that
they
offer
their
employees,
and
you
know
one
of
the
things
that
kind
of
came
out
of
this
conversation
was
this
being
a
recruitment
and
a
retention
tool.
So
is
there
value
in
looking
at
what
other
businesses
in
the
Charleston
area?
Do
you
know?
Do
we,
you
know,
do
y'all,
typically
Co.
F
Think
we
could,
we
certainly
could
look
at
the
private
sector.
What
would
I
typically
see,
though,
is
our
benefits
or
cemet
richer
than
most
any
private
sector
company
I'm,
not
saying
all,
because
they're
certainly
they're
big
companies
out
there
who
offer
generous
benefits
but
again
I,
don't
I,
don't
know
that
even
any
private
sector
companies
in
this
area
that
offer
paid
short
term
disability
paid
long
term
disability
paid
life
insurance.
You
know
the
rich
health
insurance
plans.
We
offer
the
accruals
the
holidays,
I
mean
we
have
a
pre,
robust
package.
I.
F
Think
that
the
reason
I
see
most
people
might
be
tempted
to
go
to
private
sector
is
it
could
be
more
lucrative?
You
know
some
of
our
positions,
don't
we
don't
always
pay
as
much
as
private
sector,
but
I
think
we
more
than
make
up
for
it
with
our
benefit
package
now
I
will
say
one
interesting
thing
and
I'm
not
going
to
mention
any
names,
but
a
couple
I've
been
we've
been
noticing
some
names
of
employees
who
left
us
over
the
past.
F
However,
many
months
four
or
five
six
seven
months
ago
to
private
sector
have
now
filed
for
unemployment.
So
I
think
that's
also
a
very
strong
consideration.
When
you
work
for
government,
you
may
be
required
to
work
when
maybe
some
private
sector
companies,
the
doors,
are
closed
because
we
have
had
of
our
employees
working
continue
to
work
during
this
pandemic
in
some
capacity,
whether
that's
working
from
home,
you
know
staggering
shifts
a
B
shifts.
You
know,
we've
been
creative,
but
but
you
know
you
we
do
we.
F
F
But
now
I
think
the
the
stability
and
security.
It
is
a
little
bit
of
a
trade
off,
but
I
think
that
that's
what
I
see
is
the
benefit
of
working
for
government
I.
Think
that
you're
always
going
to
pretty
much
see
our
benefits
are
going
to
be
superior
to
private
sector.
But
but
again,
there's
certainly
no
harm
and
you
know
taking
a
look
at
the
region
and
just
in
just
seeing
what's
out
there
what's
available.
Okay.
A
Iii
do
like
fact
that
you
know
there
is
no
right
way
or
wrong
way,
so
I
we
could
tailor
that
to
something
that
we
would
know
would
flush
out.
The
sort
of
the
missing
links
and
the
benefits
and
you're
absolutely
right
across
the
city
has
a
benefit
package.
I
mean
I,
think
we're
very
competitive
with
other
local
governments,
the
little
bit
of
research
that
the
Commission
could
do
with
with
private,
because
they
don't
need
to
share
their
information
right.
A
C
C
F
Have
maximums
we
have
maximums,
you
can
carry
over
from
year
to
year,
depending
on
how
many
years
you've
been
with
the
city,
you
can
carry
over
basically
double
what
you
accrue
in
one
year.
So
if
you've
been
here
three
years,
you
can
carry
over
a
hundred
and
ninety
two
hours,
I
mean
I've,
been
in
here
over
20
years,
I
can
carry
384
hours
a
minute,
I'm.
B
K
B
A
A
A
F
Do
it's
an
annual
leave
donation
program
before
when
and
once
an
employee
exhaust
all
their
leave
and
they're
in
the
leave
without
pay
status
that,
yes,
they
can
receive,
donated,
leave
and
and
bringing
up
the
the
forfeiture
at
the
end
of
the
year.
That's
usually
when
we
see
a
little
spike
in
donations,
because
you
know
if
employees
are
including
so
much
leave
that
they
can't
use
it
because
really
actually
been
here.
20
years,
you
all
really
almost
do
accrue
more
leaving
you
can
even
in
here.
F
A
F
C
A
All
right,
well,
I,
think
we've
had
an
hour
and
a
half
of
really
good,
stimulating
discussion
and
I
appreciate
the
staffs
time
and
supporting
this
meeting.
So
there's
no
other
topics
that
we
really
need
to
bring
forward
to
each
other
right
now.
Why
don't
we
adjourn
for
today
we'll
try
to
set
a
follow-up
meeting
without
killing
the
human
resources
staff
and
really
do
feel
like
that's
the
momentum
for
this,
so
we
should
keep
going
because
the
budget
preparation
is
gonna,
be
here
before
we
know
it.
A
F
A
Appreciate
that
that'll
be
an
extra
workload
that
you
don't
normally
have
you
know
weekend
and
week
out,
but
anyway,
I
really
appreciate
it
thanks
everyone
for
your
attendance
and
your
preparation
and
your
interest
in
supporting
our
city
employees
to
the
best
of
our
ability.
So
thank
you
so
much
all
right.
Thank
you.