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From YouTube: October 18, 2017 Committee of the Whole
Description
Minneapolis Committee of the Whole Meeting
A
Good
morning
I'm
calling
to
order
a
regularly
scheduled
meeting
of
the
Committee
of
the
Whole.
My
name
is
Elizabeth
Glidden
I'm,
the
chair
of
this
committee
and
I'm
joined
today
by
council
members,
Gordon
Thunder
cuts
member
Andrew,
Johnson
yang
Quincy
Goodman
in
Palmisano
we're
a
quorum
of
the
committee.
A
Today
we
have
just
a
couple
consent
items
and
then
we
will
go
into
a
discussion
item.
The
two
consent
items
are:
first,
just
a
referral
to
staff
of
the
ordinance
on
municipal
ID
introduced
by
councilmember
Cano,
and
so
that
is
just
a
referral
to
staff
of
that.
Subject
matter
and
item
number
two
is
authorizing
the
city
to
join
local
government.
A
Amicus
brief
in
support
of
daca
programs
in
the
case
of
Regents
of
the
University
of
California
at
el
versus
the
US
Department
of
Homeland
Security
and
state
of
New
York
versus
Donald
Trump
in
authorizing
the
city
attorney's
office,
to
take
all
steps
necessary
to
join
in
support
of
the
amicus.
So
I'll
move
both
those
items.
Any
discussion
on
those
or
anyone
want
to
take
that
off.
B
A
Men
on
approval,
please
say:
aye
aye
opposed
those
items
are
approved.
We
have
one
discussion
item.
This
is
really
follow
up
from
staff
to
request,
during
our
discussion
of
the
municipal
minimum
wage
ordinance
for
more
information
to
further
it
anyway.
In
response
to
some
particular
questions
about
non-hospital
residential
health
care
in
youth
training
policies,
so
miss
Rivera
vendor
made
good.
C
C
My
way
of
ground
anyone
needs
to
be
reminded,
but
at
the
end
of
June
city,
council
approved
a
municipal
minimum
wage
policy,
but
also
asked
staff
and
the
minimum
wage
team
to
meet
with
stakeholders
in
non-hospital
residential
care
enterprises
that
qualify
as
large
businesses
to
see
how
they
can
accommodate
a
minimum
wage
if
they
can
accommodate
a
minimum
wage
and
what
their
concerns
about
that
moving
forward
was.
We
certainly
heard
in
our
listening
sessions.
C
They
were
one
of
the
groups
that
said,
we've
got
some
concerns
because
our
rates
are
tied
to
some
federal
reimbursement
rates,
and/or
some
state.
Frankly,
so
we
learned
and
there's
a
little
joke
around
our
team,
not
that
I
ever
quote
our
president
often,
but
who
knew
that
health
care
was
so
complex.
C
Well,
frankly,
all
of
us
did,
and
so
as
we've
learned
and
talked
to
people
about
this
particular
issue,
the
realities
of
reimbursement
is
varied
and
complex,
depending
on
the
type
of
service
provided,
and
it
was
really
and
I
actually
just
want
to
give
a
quick.
Thank
you
to
all
the
people
that
we
spoke
to
because
they
were
thoughtful.
C
They
were
really
focused
on
trying
to
provide
us
with
information
and
data
about
their
services
and
I'll
also
say
that,
while
most
of
them
were
actually
I
should
I
can
say
that
all
of
them
are
really
supportive
of
our
municipal
minimum
wage
policy.
Their
concern
was
mostly
how
it
affected
them
in
a
place
where
they
did
not
always
have
control
over
their
rates
and
their
reimbursement
rates,
because
their
lags.
C
So
then,
amongst
those
most
critical
nuances,
as
I
mentioned,
are
that
rates
often
lag
behind
service
delivery
that,
by
the
time
they
submit
those
to
get
reimbursed
it
the
time
that
they
get
paid
for
it
can
lag
between
18
or
as
much
as
27
months,
and
that's
particularly
for
nursing
care
facilities
for
PCAs,
and
while
we,
mostly
our
staff
Direction,
is
about
residential
services.
We
had
the
opportunity
to
talk
with
a
lot
of
folks
who
provide
personal
care
service
workers
and
work
in
people's
homes
as
well.
They
have
a
different
rate
structure.
C
We
also
had
an
opportunity
to
speak
to
some
of
our
labor
partners,
and
some
of
the
recent
contracts
has
also
had
some
impact
for
the
industry
and
by
way
of
example,
we
spoke
with
SEIU
and
their
most
recent
contract,
with
PCAs
in
particular,
raised
the
floor
from
a
current
$11
an
hour
to
$12
an
hour.
They
had
wanted
13,
but
they
got
to
12
and
what
happens
in
those
contracts
is
that
that
impacts
all
folks
in
those
categories,
not
just
folks
that
happen
to
be
in
that
particular
union.
C
I'll
try
to
distill
as
best
I
can
in
English
what
we've
heard
from
so
many
dedicated
providers
about
some
of
the
ways
in
which
their
rates
and
billing
moves
forward
and
hoping
you'll
bear
with
me
as
I.
Try
not
to
delve
too
deeply
into
the
technicalities
of
it,
because
it
really
is
quite
nuanced,
but
in
2015
the
Minnesota
Legislature
authorized
a
new
system
for
nursing
facility,
reimbursements.
They
call
it
value-based
reimbursement
or
VBR,
and
as
of
2016
under
this,
that's
really
based
on
actual
cost
of
care.
C
Although
there
are
limits
to
that
on
how
they
break
those
costs
down
as
there's
also
different
complexities.
So
the
more
complex,
a
nursing
home
facility
services
are,
they
also
get
different
rates
as
that
moves
forward,
if
I
think
about
it.
In
other
terms,
in
terms
of
the
complexity
and
their
rates,
they
actually
have
five
rate
components,
one
of
which
includes
direct
care
that
really
speaks
to
wages
and
benefits
for
most
of
their
nursing,
home
assistants
and
health
care
staff,
certified
nurse
assistants,
nurses,
aides
and
health
care
staff.
C
A
few
other
considerations
regarding
reimbursements
that
there's
a
quality
component.
In
addition
to
complexity
that
may
impact
the
rate
of
particular
facility,
gets
there's
a
quality
component,
and
that
goes
in
two
prongs.
There's
one
that
is
just
general
quality
component
that
is
requested
of
all
nursing
home
facilities
that
that
everyone
must
achieve
some
measurable
program
outcomes
in
order
to
receive
full
funding.
C
But
there's
an
additional
quality
component
that
is
meant
to
be
an
incentive
that
for
those
that
provide
a
different
kind
or
a
higher
quality
of
care
or
provide
more
amenities
and
services
and
so
forth,
and
that
is
measured
in
quality
surveys
or
in
the
indicators
that
they
may
put
forward.
They
can
apply
for
up
to
five
percent
difference
of
their
operating
payment
rate.
C
So
what
it
all
means
really
is
to
honor
the
fact
that
what
we
heard-
and
that
is-
is
harder
for
facilities
like
nursing
homes
to
make
large
adjustments
in
their
operations,
because
there
is
a
delay
in
the
reimbursement
and
that
they
can't
necessarily
change
their
fee
structure
to
charge
some
people
more.
To
make
up
the
difference.
C
We
have
seen
some
reports
that
indicate
that
there
are
some
positive
trends
and
wages
and
staffing
due
in
part
and
we've
seen
this
with
some
of
our
data,
as
we
presented
in
June
on
the
minimum
wage
on
the
minimum
wage
policy
in
general
that
there
are
that
this
field
is
so
competitive.
That
rates
have
already
beyond
and
surpassed
the
current
federal
minimum
wage.
C
Then
they'll
they'll
have
to
make
some
choices
on
where
those
that
were,
those
benefits
will
go
or
whether
those
monies
will
go
to
whether
it
will
be
to
increase
wages
or
whether
that
will
be
something
about
offering
benefits.
And
what
we
heard
from
some
of
our
stakeholders
is
that
they
chose
to,
for
example,
provide
less
benefits
as
they
move
forward
because
they
needed
to
be
competitive
in
their
wage
increases
with
staffing.
We've
also
noted
a
continuing
trend
of
staffing
level
increasing
due
to
an
increase
in
VBR,
but
with
that
positivity
I'll.
C
A
C
I'll
highlight
one
of
the
advocates
that
we
spoke
with
in
particular
that
gave
us
a
lot
of
good
data
about
it
leading
age
Minnesota
that
represents
about
sixty
to
seven
members
in
Minneapolis,
including
ten
nursing
homes.
They
again
I
want
to
make
clear
our
support
of
all
of
our
efforts
to
increase
minimum
wage.
Their
request
was
either
to
modify
the
phase
and
depending
not
just
on
size
of
employer,
but
whether
and
they
took
this
from
a
Seattle
model-
and
it
was
the
only
in
the
trends
that
we
saw
from
our
state.
C
If
you
think
back
to
the
summer,
when
we
presented
what
we
had
heard
from
the
51
jurisdictions
as
we
did,
that
states
can,
it
was
the
only
city
that
had
done
this
is
whether
or
not
employers
provided
medical
benefits.
Could
that
do
a
phase
and
approached
Seattle
did
six
years,
if
not
providing
benefits
or
eight
years,
implementation
timetable
if
providing
benefits,
and
we
had
at
that
point
not
recommended
those
approaches,
as
we
did
implementation,
but
wanted
to
share
that
that
was
their
ask.
C
Their
other
ask
was
to
treat
all
nursing
home
providers
as
small
for
purposes
of
implementation.
Their
data
revealed,
and
they
shared
some
data
with
us.
As
we
look
forward
is
that
for
most
of
their
positions,
they
were
certainly
below
15,
and
it
also
was
kind
of
consistent
as
I
look
at
the
data
that
they
have
here.
They
only
have
two
categories
where
they're
number
of
employees
are
larger
than
hundred,
which
is
how
we've,
in
our
ordinance,
classified
large
businesses
and
those
are
nursing
assistants
and
for
those
their
lowest
wages,
were
12,
73
and
1325.
C
It
also
is
consistent
if
you'll
remember
this
graph
from
our
last
presentation
with
some
of
the
information
we
had
from
deed,
that
really
looked
at
non
hospital
health
care
facilities
where
we
really
looked
at
some
of
the
data
across
the
again.
This
is
regional
employers,
not
just
Minneapolis,
but
it
gave
us
a
breadth
of
what
folks
are
doing
and
we
again
focused
on
the
large
employees,
which
is
the
last
graph
where
we
see
that
of
the
nine
employers.
C
Most
of
them
averaged
about
$16.24
an
hour
already,
so
we're
a
bit
ahead
of
the
game
in
terms
of
trying
to
be
competitive
and
I
think
that's
out
of
necessity.
It
is
a
competitive
field
and
trying
to
remain
finding
folks
who
could
do
that.
That
is
consistent
with
a
recent
Bureau
of
Labor
Statistics
information
that
only
show
out
of
the
650,
and
this
is
more
technical
than
you
need
to
know
on
a
Wednesday
morning,
but
of
the
659
occupational
categories
that
reported
from
Minneapolis
st.
Paul
that
showed
a
median
wage.
C
Only
25
occupations
showed
median
wages
below
$11
an
hour.
None
of
them
were
in
the
Human
Services
health
or
social
services
occupations.
If
we
go
to
the
next
range
of
those
between
11
and
$15
an
hour,
there
were
five
occupations,
most
of
them
healthcare
in
PCAs,
the
other
one
was
childcare
that
are
already
falling
in
that
11
to
$15
range.
C
Again,
while
the
staff
Direction
asked
us
to
speak
with
residential
health
care
providers,
we
were
approached
and
really
welcomed
the
opportunity
to
speak
with.
Those
who
are
who
provide
home
and
community-based
cares
mostly
in
the
PCA
category,
and
we
had
good
advocates
in
ARR
M,
an
organization
that
represents
four.
In
this
regard.
We.
C
Noted
for
them
that
these
are
the
wages
that
are
almost
entirely
set
by
the
state,
and
they
have
this
banded
range
categories
where
they
float
and
are
they
reach
a
certain
category
of
payment
over
a
five-year
period?
They
are,
they
do
not
have
a
lag
in
their
payment,
they
are
based
for
service.
Is
that
most
forward
and
their
average
rate
right
now
is
about
eleven.
Ninety
seven,
though
they
have
estimated
that
they
will
probably
reach
$13
an
hour
by
next
by
the
end
of
next
year.
C
There
were
also
some
concerns
and
I
wanted
to
again
bring
those
up,
as
we
heard
from
stakeholders,
aside
from
the
reimbursement
rates,
what
an
impact
the
municipal
wage
policy
may
have
just
on
their
model
on
how
they
do
business.
They
have
a
lot
of
PCAs
who
travel
to
Minneapolis.
They
may
be
based
elsewhere,
but
use
Minneapolis
as
a
place
to
either
take
in
a
Twins
game
or
to
go
to
a
museum.
C
Those
were
most
likely
fall
in
the
more
than
two
hours
per
week
category
and
so
would
then
be
subject
to
be
paid
minimum
wage
for
the
services
and
the
times
that
they
would
do
here,
just
like
any
other
business
based
outside
of
Minneapolis,
who
would
have
either
delivery
services
or
workers
working
in
the
city
for
more
than
two
hours,
so
they
would
be
subject
to
that.
They
wanted
us
to.
Let
us
know
what
that
is.
C
C
So,
as
we
looked
at
some
of
those
as
we
took
into
account
some
of
the
conversations
we
had
with
our
advocates
and
with
some
of
our
providers,
we
had
several
staff
considerations.
We
looked
at
the
current
rates
in
comparison
to
how
the
municipal,
the
Minneapolis
municipal
quality
policy
will
be
moving
forward
in
the
next
year
or
so
we
looked
at
the
impact
of
providing
unique
accommodations
based
on
industry
and
well
I,
don't
discount
the
challenges
that
are
often
faced
by
non-residential
home
health
care,
health
providers
and
our
home
health
provider
a
community.
C
So,
with
all
those
considerations,
we
ultimately
did
not
recommend
a
change
in
the
policy
we
wanted
to
honor
the
fact
that,
having
it
administered
at
least
simple
for
all
involved
and
having
a
more
uniform
policy
would
be
preferable.
We
also
did
want
to
make
sure
that
we
continue
to
look
at
this
year
by
year
to
make
sure
that
we
didn't
have
those
impacts.
C
We
want
to
make
sure
that
we
catch
that
early
on
and
we
wanted
to
honor
the
fact
that
we
wanted
to
support
improvements
for
rate
reimbursement
rates
in
our
legislative
policy
agenda
and
certainly
support
council
moving
its
in
that
direction
if
they
were
supportive
to
make
sure
that
we
spoke
with
our
partners
and
igr
to
make
sure
that
we
lend
a
voice
to
ensuring
that
those
rates
continue
to
grow
and
increase.
We
are
cognizant
that
our
non-hospital
residential
care
providers
often
provide
services
to
some
of
our
most
vulnerable
and
most
needing
of
services.
A
B
A
Johnson
has
made
a
motion
recommendation
from
staff
that
we
update
our
legislative
policy
agenda
relating
to
inflation
rate,
inclusion,
discussion
and
I
think
we'll
just
refer
that
back
to
IDR
staff,
so
that
they
could
then
bring
some
language
and
review
that
so
any
discussion
of
that
see
none
on
approval.
Please
say:
aye
I
proposed
any
other
discussion
on
this
I'm,
not
seeing
any
so
I
will
go
ahead
and
move
that
we
receive
and
file
this
report
on
approval,
please
say:
aye
aye,.
D
E
E
A
We
have
this
presentation
attached
online
or
anywhere
it's
about.
So
if
people
want
to
take
a
look
and
have
it,
then
they
can
look
in
the
agenda
and
that's
right.
There
I
think
you
have
this
as
well.
All
right,
thank
you.
I
think
just
wanted
to
Center
us
on
finding
the
information
Thanks.
Thank
you
as.
E
You
know
a
step
up
is
the
city
of
Minneapolis
is
nationally
recognized.
Youth,
Employment,
Program
and
I
want
to
thank
you
for
your
unwavering
support
for
table
I've
been
leading
the
effort
in
C
ped
to
build
the
training
criteria
for
approved
training
programs,
as
wit,
written
into
the
minimum
wage
ordinance
I
received
I
reached
out.
To
many
of
excuse
me.
My
focus
has
been
in
the
underlying
section
of
the
ordinance
and
in
entering
into
this
project.
E
So
to
that
end,
I
reached
out
to
numerous
youth
employment
partners
and
listened
and
got
their
feedback
on
what
they
believe
constitutes
a
quality,
youth,
employment
and
training
program.
I
received
written
feedback,
I
met
with
partners
and
I
had
phone
conversations.
I
also
shared
my
outreach
list,
so
that
I
could
get
recommendations
to
who
to
include
in
that
feedback.
So
it
was
a
broad
list
of
partners.
After
hearing
from
many
programs,
I
presented
the
criteria
to
the
Workforce
Development
Board
and
received
their
approval,
and
today
I'll
present
that,
for
you.
E
First
and
foremost,
equality
training
program
must
focus
on
youth
development
in
the
workforce.
This
requires
mentoring
and
career
development
as
part
of
the
work
experience,
organizations
who
wish
to
apply
to
be
eligible
can
apply
at
any
time
and
we
will
update
that
list
on
the
city
website.
As
programs
are
approved,
we
have
two
ways
to
qualify
as
a
city
approved,
training
or
apprenticeship
program.
E
If
an
organization
does
not
received
this
type
of
funding,
we
have
built
a
criteria
to
ensure
quality
of
programming.
A
program
must
have
all
of
the
following
components.
The
first
is
training.
We
expect
that
youth
will
receive
some
sort
of
work,
readiness
training
within
this
required
training.
We
include
some
required
curriculum
components
and
some
optional
components.
This
creates
a
standard
of
quality
and
still
allows
for
some
flexibility
with
Youth
Employment
programs
so
that
the
quality
remains
high.
E
E
The
next
item
is
supervisor
training.
My
experiences
shows
me
that
a
great
supervisor
makes
or
breaks
an
internship
experience,
and
my
colleagues
and
partners
agreed.
Therefore,
we
require
a
supervisor
training
that
has
four
components:
cultural,
competency,
training,
adolescent
development,
mentorship
and
a
productive
work
plan,
creating
a
productive
work
plan.
E
The
next
item
is
the
threshold
for
the
work,
so
we
require
that
youth
work
at
least
15
hours
a
week
for
at
least
six
weeks
if
youth
are
not
enrolled
in
school.
This
ensures
that
youth
have
a
robust
work
experience
and
not
just
a
few
hours
on
a
new
job.
If
youth
are
enrolled
in
school,
we
reduce
the
number
of
hours
a
week
to
10
hours
a
week
to
support
academic
success.
E
Programs
require
weekly
check-ins
between
the
youth
and
their
supervisor.
Youth
training
programs
are
by
design
learning
experiences.
We
expect
that
supervisors
are
regularly
checking
in
with
their
youth
employees,
and
the
last
item
that's
required
is
youth.
Employees
must
have
a
work
plan,
much
like
having
a
strong
supervisor
on
the
work
site
for
a
young
person.
The
work
plan
is
a
vital
guiding
document
that
provides
structure
to
support
youth
employees
and
supervisors
to
set
clear
expectations
and
guide
the
conversations
and
evaluation.
A
well-developed
work
plan
sets
the
course
for
a
successful
youth
work
experience.
E
F
A
F
You,
madam
chair,
miss
Peterson.
One
of
the
things
that
step
up
did
a
few
years
ago
was
to
build
in
a
component
of
financial
literacy
and
I
wondered
if
that
could
be
included
as
part
of
the
additional
components
that
we
could
ask
of
other
organizations
as
part
of
the
other
components
section,
even
though
they're
not
receiving
local
funding
through
step-up.
Is
that
something
we
would
be
willing
to
share
with
other
the
programs
and
could
possibly
build
into
the
requirements.
G
You,
madam
chair
I,
want
to
ask
what
level
of
engagement
did
you
do
with
small
businesses
and
what
about
jobs?
For
youth
that
are
14
years
old,
for
instance,
that
are
not
going
to
be
offering
opportunities
with
Excel
or
academic
credit
based
opportunities,
where
you
know
they're
just
doing
some
nice
to
have
work
around
the
business
that
the
owners
just
doing,
because
they
want
to
give
you
that
first
taste
of
a
job
and
that
first
opportunity.
E
Johnson
we're
hoping
that
by
setting
up
this
criteria,
that
those
small
businesses
would
go
through
an
organization
like
step-up
or
a
Brooke
link
or
some
of
the
established
programs
for
youth,
so
that
we
can
propel
provide
that
structure
for
them
and
that
they
could
then
pay
the
lesser
wage
85%
of
the
wage
for
that
yeah.
So.
E
E
I
G
E
We
have
not
in
I
did
not
as
part
of
this
engage,
the
small
business
community
I
looked
specifically
at
the
criteria,
for
what
a
training
program
that
would
be
approved
would
be
because
that's
the
sort
of
the
focus
that
I
was
given
and
and
I
still
think
that
those
businesses
could
go
through
one
of
these
training
programs
and
we
can
provide
all
of
that
structure
and
all
this
training
and
it
wouldn't
change
their
model
very
significantly
to
hire
those
14
and
15
year
olds
like
they
do.
Through
step-up.
E
G
B
G
Valuable
but
I
think
that
there
have
been
major
concerns
and
red
flags
being
brought
up
by
the
small
business
community
about
their
how
this
will
actually
disincentivize
hiring
those
especially
14
to
17
year
olds
and
I.
Understand
that
the
whole
idea
around
this
is
that
we
don't
want
exploitation,
especially
of
youth,
who
are,
for
instance,
17
18,
19,
20
years
old,
who
are
living
independently.
You
know
sometimes
our
parents
and
trying
to
just
get
by
and
survive,
and
so
that
makes
a
lot
of
sense
to
me.
G
H
G
E
But
the
criteria
for
approved
youth
and
training
programs,
as
written
here
and
his
tech,
which
was
what
I
was
tasked
with,
was
to
create
that
broad
framework
of
what
it
looks
like
to
build
youth
workforce
and
it
and
I
would
throw
it
back
to
the
council
for
like
whether
85
percent
for
90
days
is
worth
it
right
for
that
for
that
local
shop
or
those
small
businesses
that
you
talk
to.
If
it's
enough
for
them
to
you,
know,
join
step
up
or
join
any
of.
G
A
G
A
B
Thank
you,
madam
chair
and
I
guess,
I'm
kind
of
thinking
along
called
Myra
Johnson's
lines
to
do.
We
have
in
our
research
and
perhaps
that's
in
there
any
kind
of
a
count
of
the
young
people
that
are
employed
in
our
city,
that
are,
let's
say
under
17
I,
think
I
think
we're
you
know
and
I
get
where
we
don't
want
to
under
pay
people
under
pay.
Young
people
who
are
who
are
at
the
end
of
their
teenage
life,
but
I
do
think
that
there
is
a
distinction.
B
Then
it
seems
to
be
to
be
made
between
employers
that
do
take
young
people
as
young
as
14
and
and
have
them
work.
The
other
question
I
would
have
then
is
also
about
I
have
heard
and
I
don't
know
that
this
is
true,
but
there
are
certain
restrictions
around
what
you
young
people
at
certain
ages
can't
do
certain
more
dangerous
jobs.
B
That
kind
of
thing
so
I'd
be
interested
in
hearing
about
that
information,
and
the
other
thing
that
I
want
to
say
is
this
90-day
thing
does
not
work
for
a
youth
program
that
employs
young
people
longer
than
90
days
and
what
it
does
for
many
of
these
and
I'm
sure
you
talked
to
the
cookie,
cart,
I
hope
in
this
okay,
some
of
their
young
people
and
they
and
they
take
their
young
people-
are
at
the
younger
age
of
the
spectrum.
They
don't
like
their
kids
to
be.
B
You
know
continuing
to
work
for
them
when
they're
a
senior
in
high
school.
That
kind
of
thing
they
like
to
get
kids
in
really
early,
and
so
that
is
problematic
for
them
and
and
because,
after
that
90
days,
then
it
goes
up
to
this
minimum
wage
and
that's
a
real
challenge
and
what
it
means
clearly
is
that
they
will
serve
fewer
children.
B
So
we
can
make
a
choice
about
whether
or
not
you
know
we
want
to
turn
100
kids
away
from
a
program
that
is
just
an
outstanding
program
to
accomplish
this
goal
of
getting
everybody
covered
under
under
20
years
of
age.
So
I
I
just
think
that
there
we
should
be
looking
at-
maybe
maybe
this
younger
age
spectrum
14
and
up
14
to
17.
Something
like
that
see
if
we
can
carve
something
out.
E
Right
there,
the
child
labor
laws
for
fourteen
and
fifteen
year
olds.
It
changes
when
they
turn
16.
Many
of
us.
When
we
turn
16
figured
out
like
we
can
get
our
own
job
right.
That's
because
the
liability
changes
so
for
those
fourteen
and
fifteen
year
olds
in
the
step-up
program,
the
city
hires
them
we
take
on
a
higher
liability,
advise
special
insurance
and
we
take
on
the
liability
in
order
to
allow
those
fourteen
and
fifteen
year
olds
to
work
and
have
their
first
work
experience
and
at
the
14
and
15
year
old
level
of
step-up.
E
We
see
a
higher
rate
of
retention,
because
those
youth
can't
get
a
job
any
other
way
and
that
this
minimum
wage
ordinance
will
effect
that
budget
for
us
right
because
we'll
be
paying
them
a
little
bit
more,
even
at
the
85%
level.
So
I
hear
what
you're
saying
in
that
way,
and
then
also
I
would
just
throw
with
that
the
90-day
piece
back
to
Council
for
exactly
the
reasons
that
you
said
for
programs
that
work
you're
around
that
is
going
to
affect
their
programming
and
probably
have
them
serve
fewer
youth.
So.
H
Thank
you,
madam
chair
I
mean
think
these
are
important.
Questions
I
wanted
to
take
a
step
back
to
all
of
the
engagement
that
we
did
during
the
minimum
wage,
outreach
and
discussion
in
the
years
of
study
and
engagement.
That
happened
and
when
the
counterpoint
to
some
of
the
issues
that
have
been
raised
is
how
much
we
heard
from
youth
about
not
making
assumptions
about
why
they're
working.
So
we
have
a
lot
of
youth
in
our
city
who
are
working
to
support
their
families,
who
are
parents
themselves
who
are
facing.
H
We
have
just
a
separate
youth
wage,
I
think
the
counterpoint
to
that
in
the
decision
we
made
as
policymakers
was
that
we
were
interested
in
creating
a
youth
training
program,
but
not
a
separate
youth
wage,
because
we
didn't
want
to
leave
behind
all
of
these
young
people
who
are
working
for
for
all
the
same
reasons
that
adults
are,
and
so
the
point
would
be.
You
know
we
didn't
want
someone
at
McDonald's
to
make
a
different
wage
because
they
are
a
certain
age
or
someone
at
a
local
store
either.
H
H
So
if
the
policy
position
of
the
council
has
changed,
I
think
there
would
be
a
lot
of
people
in
here
on
all
sides
of
that
question
like
reminding
us
and
they're
kind
of
revisiting
that
policy
discussion
that
we
had
already
had
so
again
just
kind
of
reinforcing
that
that
policy
question
we
were
asking
was
not
having
a
youth
wage
or
not.
It
was
having
a
youth
training
program
and
how
to
define
it.
Thank.
A
Ok,
councilmember,
bender
and
then
I
have
a
comment
and
councilmember
Gordon
has
a
comment
and
then
maybe
we
can
wrap
this
up
all
right,
so
I
just
wanted
to
kind
of
weigh
in
on
this
Thank
You
councilmember,
bender
I'll,
just
kind
of
remind
my
colleagues.
This
was
actually
one
of
the
most
debated
items
as
we
discussed
a
minimum
wage.
A
We
did
already
take
this
vote
on
this
piece
and
with
a
lot
of
debate
among
ourselves
as
council
members.
So,
thanks
for
the
overview,
I
really
appreciate
hearing
more
about
what
constitutes
qualified
training
program
and
why
that's
important
and
I
think
that
was
actually
really
helpful
to
me
and
kind
of
understanding
this.
This
area,
I'll
just
you,
know,
maybe
note
sort
of
an
economic
issue
two,
which
is
that
you
know
we.
A
We
have
kind
of
an
opposite
situation
where
employers
are
looking
for
new
ways
to
bring
in
new
employees
and
attract
them,
whether
they're,
youth
or
adults,
into
I,
hope,
you're
interested
in
my
line
of
work
and
that
you
continue
to
grow
in
this
work,
and
so
I
just
want
us
to
kind
of
remember.
That
is
an
environment
that
we
are
in.
We
are
not
in
an
environment
today
that
is
an
overabundance
of
applicants
for
many
jobs
that
frankly,
youth
would
be
qualified
or
competitive
for
and
and
that
is
anticipated
to
continue
well
into
the
future.
A
E
I
E
And
to
speak
to
what
councilmember
bender
was
saying:
if,
if
we
have
a
training
way,
a
training
program
wage
and
we
have
the
other
jobs,
are
you
a
disincentive
to
come
to
the
training
programs
and
get
all
of
the
other,
robust
career
development?
And
it's
that
we
provide
because
they
can
just
go,
get
their
own
job
at
any
any
place?
Which
is
a
great
experience.
E
I
E
I
Tony's
and
I
think
that's
good
to
have
that
flexibility
as
well.
Also
when
I
look
at
a
sixth
hour
of
new
employee
training
orientation
that
doesn't
seem
like
that.
Much
to
expect
and
talking
about
teamwork,
communication
time
management,
that's
normal
stuff,
I,
think
that
happens
in
a
lot
of
these
places.
So
the
small
business
person
I
would
talk
to
about
this
earlier.
In
my
discussions,
they'd
be
raving
about
the
support
and
orientation.
I
They
provided
these
youth
because
they
wanted
to
get
a
long-term
and
worker
there
who
coming
back
next
summer
and
work,
and
so
they
were
talking
about
how
much
extra
time
and
effort
they
put
in
I
think
some
of
them
would
claim
they
definitely
put
in
more
than
six
hours.
I
also
think
a
two
hour
supervisor
training
that's
two
hour
for
your
career,
so
you
take
your
supervisor,
training
and
then
you're
set
from
that
day
forward
to
be
supervising
these
youth
in
your
program.
I
It
doesn't
seem
that
onerous
to
expect
somebody
to
do
that
either
and
things
like
a
weekly
check-in
with
your
supervisor.
Well,
I
suspect
every
one
of
these
employers
checks
in
daily
with
the
the
15
in
14
and
16
year
olds,
who
are
there
and
how
did
it
go
today?
What
happened
and
what
did
you
have
any
problems?
Those
kinds
of
things
so
I,
don't
see
this
as
being
that
onerous
and
I
think
it's
reasonable
expectations
to
have
and
would
help
that
youth
and
I'm
concerned
about.
I
A
Am
not
seeing
other
council
members
in
clue
in
queue.
Excuse
me
and
I'm
trying
to
look
back
at
my
materials.
Were
you
recommending
that
we
take
any
action
besides
a
receive
and
file,
make
sure
I'm
kind
of
clear
because
it
seems
like
you've
established
some
criteria
but
I
think
that's
kind
of
more
administrative
rule
type
criteria.
My
correct
that's
correct!
All
right!
Thank
you.
So
then
I
will
move
that
we
receive
and
file
this
item
on
approval.
Please
say:
aye
aye,.
B
A
Thank
you
and
thank
you
very
much
as
you
can
see
you
kind
of
stepped
into
the
middle
of
what
you
know,
a
policy
issue
where
people
have
all
sorts
of
opinions
based
on
their
engagement
with
a
lot
of
important
stakeholders.
So
thank
you
very
much
with
that.
We
have
some
council
committee
reports
committee,
community
development
to
regulatory
services,
its
first
with
councilmember
Goodman.
J
J
There
will
be
one
change
to
the
platform's
portion,
which
is
item
number
six
I
do
want
to
mention
that
in
committee
we
heard
a
lot
about
the
difference
between
the
large
corporate
platforms
and
the
smaller
platforms
that
are
run
by
rental
companies
or
condo
associations
or
smaller
platforms
and
the
burden
of
a
large
fees
creating
creating
them
to
be
equal
with
the
large
platforms.
So
there
was
some
work
done
with
the
smaller
platforms
and
our
staff
and
I
anticipate
an
amendment
to
that
tomorrow.
J
Item
7
is
a
lengthy
item
in
three
parts
that
has
to
do
with
our
brownfield
grant
round.
This
is
both
for
deed
met,
Council
and
Hennepin.
County
and
number
eight
is
our
regular
liquor,
business
and
gambling
licenses
and
nine
are
amendments
to
the
notes
for
various
outstanding
homebuyer
assistance
loans,
I'm
happy
to
answer
any
questions
items
one
through
nine
questions.
A
I
You,
madam
vice
president,
the
health
environment
and
Community
Engagement
committees
bringing
two
items
forward
for
approval.
The
first
is
authorizing
execution
of
a
mutual
aid
agreement
between
Minneapolis
and
16,
other
Twin
Cities
jurisdictions
to
help
us
respond
to
public
health
and
environmental
health
emergencies,
and
the
second
item
is
authorizing
execution
of
two
more
community
solar
subscription
agreements,
one
with
Rena
Sola
and
another
with
renewable
energy
partners,
and
the
significant
piece
about
these
is.
I
I
A
Right,
thank
you,
I'm
not
seeing
questions
next,
we
have
intergovernmental
relations,
but
this
we
moved
forward
a
new
document
which
is
a
collection
of
Metropolitan
Council
policy
positions.
We
have
a
couple
of
small
changes
and
I
think
the
best
way
to
handle
that
as
I
will,
that
they
were
that
were
kind
of
the
result
of
discussion
and
committee,
and
so
I
will
Ford
that
via
email,
so
everyone
can
can
see
these.
These
were
not
controversial
changes
within
the
committee.
A
D
Thank
you,
madam
chair.
There
are
15
items
for
your
approval
on
Friday.
To
summarize
them.
The
first
is
to
levy
and
adopts
act
charges
for
a
small
list
of
properties.
The
next
two
contracts
are
to
auction
some
decommissioned
equipment.
Item
number
four
is
the
beginning
of
the
Hennepin
Avenue
reconstruction
process.
The
next
five
are
all
contracts
for
Street
work
and
our
water
plant.
Various
kinds
of
services.
D
Item
number
ten
is
the
Broadway
Street
North
East
project,
a
project
designation
item
11
is
the
layout
approval
for
28th
Avenue
South
item
number
12
are
MnDOT,
grant
applications
and
Middle's
item
number
three
is
exciting:
it
is
establishing
the
2018
street
resurfacing
rates
and
the
exciting
part
of
that
is.
There
is
no
change
from
2017
rates.
Item
number
14
is
a
bid
for
various
water
utility
materials
and
item.
D
F
F
Item
number:
three
is
the
2017
property
special
tax
assessment
for
delinquent
utility
charges,
for
is
a
contract
amendment
with
Metropolitan
Council
for
additional
scope
of
services,
and
the
final
item
is
a
grant
approving
acceptance
allocated
funds
from
homeland
security
for
rail
and
pipeline
exercise
training.
Happy
to
answer
any
question
on
those
items
all.
G
You,
madam
chair
I,
was
chairing
the
committee
that
day,
so
we
have
six
items
that
we
are
bringing
forward,
two
of
them
without
recommendation
to
the
council,
but
I
believe
we'll
have
motions
to
approve
both.
Those
are
items
number
two
for
an
interim
use.
Permit
item
number
five
for
rezoning,
I'll
stamp.
Any
questions.
I
Thank
you
very
much,
I'll
just
note
that
the
two
items
that
came
forward
without
recommendation
are
both
in
the
second
Ward
I'm
supporting
approval
of
both
of
them.
In
fact,
in
terms
of
the
somewhat
controversial
cell
tower
truck,
maybe
everybody
got
a
letter
from
Verizon
about
it.
I
would
have
gone
further
than
the
four-month
staff
is
recommending
might
be
interested
in
seeing
if
we
could
give
them
six
months.
It's
a
complicated
deal
with
the
University
of
Minnesota,
about
where
they
actually
will
allow
cell
structures
based
on
an
old
contract
with
AT&T.
I
So
I
can
give
people
more
details
later,
but
I
definitely
support
that,
and
certainly
the
other
one
is
a
rezoning
issue
which
I've
been
working
on
for
a
long
time
to
put
in
a
something
that
the
community's
been
looking
forward
to
some
senior
housing
in
the
area
there.
But
it
did
require
a
little
bit
of
zoning
out
of
light
industrial
into
commercial
to
accommodate
the
density.