►
Description
Minneapolis Public Health, Environment, Civil Rights, and Engagement Committee Meeting
https://lims.minneapolismn.gov
A
Good
afternoon,
everyone
and
welcome
to
this
regularly
scheduled
meeting
of
the
public
health,
environment,
civil
rights
and
engagement
committee.
My
name
is
Philippe
Cunningham
councilmember
for
the
4th,
Ward
and
proud
chair
of
this
committee
with
me
at
the
Dyess,
our
councilmembers
Cano
Schrader
council,
vice
president
Jenkins
and
vice-chair
Gordon.
That
makes
a
quorum
of
this
committee
and
we
can
conduct
business
I
also
want
to
welcome
councilmember
Palmisano.
Thank
you
for
being
here
so
colleagues
on
today's
agenda.
We
have
four
items:
puffer
stew,
our
public
hearings
and
could
items
number
three
and
for
our
consent.
A
A
So
item
number
three
is
approving
the
council
appointment
of
me
to
the
seat
nine
Ward
for
two-year
term
for
the
violence
prevention
steering
committee.
Appointment
I
will
be
abstaining
from
that
vote.
For
obvious
reasons
and
item
number
four
is
setting
a
public
hearing
for
August
12th
to
consider
passage
of
an
ordinance
amending
title
13
chapter
267
of
the
Minneapolis
Code
of
Ordinances
relating
to
licenses
and
business
regulations.
Amusements,
adding
and
amending
provisions
related
to
places
of
adult
entertainment.
I
will
turn
to
my
colleague,
councilmember
Gordon
to
move
item
number
item
number
3,
I'm.
A
B
A
Right
council
member
Gordon
has
made
a
motion
to
approve
the
two
items
again,
please
let
the
record
reflect
that.
I
am
abstaining
from
item
number
three,
all
those
in
favor,
please
signify
by
saying
aye,
those
opposed,
say,
nay
or
say:
nay,
the
eyes
have
it
and
that
those
items
carry
next
up.
We
have
our
two
public
hearings.
A
The
first
is
on
the
passage
of
an
ordinance
amending
Title
13
chapter
301
of
the
Minneapolis
Code
of
Ordinances
related
into
licenses
and
business
regulations,
laundries
and
dry
cleaning
establishments
amending
regulations
to
prohibit
the
use
of
perc
in
dry
cleaning
facilities.
So
let
me
see
here:
do
we
have
anybody
who
is
signed
up
to
speak
to
that?
Okay,
but
we
have
our
priests.
We
have
a
presentation
and
great
all
right.
So
we
have
our
director
of
environmental
services
in
the
health
department,
Patrick
Hamlin.
The
floor
is
yours,.
C
Yup,
my
name
is
Patrick
Hamlin,
chair,
Cunningham,
council
members,
council
member
Johnson
is
authoring.
This
ban
on
perc
to
solidify
our
existing
ordinance
of
removing
perc
from
any
making
sure
that
no
perk
machine
in
Minneapolis,
sorry,
no
dry
cleaning
machine
in
Minneapolis
uses
perc,
so
I'm
speaking
today
as
a
staff
member
from
the
health
department
on
the
issue
in
recent
air
quality
studies,
we
found
perc
hazardous
potential
cancer-causing
chemical
found
throughout
Minneapolis
in
a
study
that
we
did
over
the
Minnesota
Department
of
Health
chronic
health
risk
values
at
ninety
nine
locations
around
Minneapolis.
C
That
was
a
study
that
was
done
in
2015
when
I
say
recent
well
dry,
cleaner
is
not
the
only
source;
they
are
a
major
known
source
of
perc
in
Minneapolis.
Through
our
collaborative
work
with
the
cleaners
and
switching
out
perk
machines,
we
have
found
levels
of
perc
much
higher
than
anyone
expected
when
we
were
doing
that
work.
In
many
cleaners,
these
levels
were
over
Minnesota
Department
of
Health
acute
health
risk
values.
That
means
that
over
these
were
values
that
were
over
values
that
were
considered
safe
immediately.
C
This
move
that
we're
doing
today
would
be
controversial
in
any
other
city
in
the
United
States.
It's
not
it's
not
controversial
here,
because
we've
worked
together
with
the
dry-cleaning
industry
to
focus
on
solving
the
problem
instead
of
fighting
each
other.
We
may
not
even
agree
on
the
scope
of
the
problem,
but
we
have
found
a
way
to
come
together
to
solve
it
by
switching
all
of
our
dry
cleaners,
away
from
perc
to
become
the
first
perc
free,
dry
cleaning,
cleaning
city
in
the
United
States,
and
we
did
it
together.
C
This
would
normally
be
controversial
and
you'd
be
hearing
from
different
sides
on
the
issue
today
and
thankful
you're
going
to
be
dealing
with
you're
gonna
be
having
hearings
on
other
matters,
because
this
issue
is
going
to
be
tight
to
pass
and
to
work
towards
I
wanted
to
find
I
want
to
take
a
different
approach
and
well.
Anyone
can
of
course
comment
the
only
people
that
we
individually
notified
of
today's
hearings
were
the
individual
dry
cleaners
and
the
dry
cleaning
Association.
The
people
who
would
ordinarily
be
fighting
us.
C
These
are
the
people
that
would
ordinarily
be
fighting
us
I.
Don't
expect
them
to
speak
in
favor
of
a
perk
band
today,
but
hopefully
they
can
come
up
and
comment
on
the
effect
effectiveness
of
our
tact
here
in
Minneapolis,
working
with
the
quick
dry
cleaners
association
was
just
the
proving
ground
of
how
we
can
work
together
with
stakeholders
in
the
community.
We
have
extended
this
concept
to
audible
the
Auto
Body
industry,
where
we
have
switched
over
the
last
paint
tech
training
facility
at
Newgate
school
earlier
this
year,
we're
working
with
nail
salons.
C
A
D
Name
is
Keith
boney
and
the
owner
of
East
Metro,
clean
and
press
in
West,
st.
Paul,
Minnesota
and
I
also
volunteer
my
time
as
the
president
of
the
Minnesota
cleaners.
Association
I
want
to
thank
everyone
here
and
I'll
just
be
real
brief
on
this
Patrick
Hanlon
reached
out
to
me
to
see.
If
I
could
talk
about
the
recent
public-private
success
that
Minneapolis
has
had
with
some
of
the
dry
cleaners
in
the
city
over
time.
Our
understanding
about
the
health
risks
of
using
the
chemical
perchloroethylene
also
called
perc,
and
the
dry
cleaning
process
has
changed.
D
Many
dry
cleaners
in
the
state
have
already
been
able
to
switch
to
the
more
environmentally
friendly
cleaning
methods
of
the
100
or
so
total
dry
cleaning
facilities
in
the
entire
state
of
Minnesota.
We
estimate
only
one-third
have
yet
to
switch
ordinances
that
mandate.
Businesses
must
change.
Their
processes
can
be
controversial
in
many
cities,
legal
positioning,
along
with
wasted
time,
energy
and
money,
can
often
be
greater
than
the
cost
of
the
actual
change
itself
in
our
industry.
D
The
costs
of
switching
to
the
new
dry
cleaning
machines
can
be
large
for
these
small
businesses,
and
some
just
cannot
afford
it.
Some
businesses
may
have
a
tough
choice
of
closing
their
doors
if
a
force
change
would
have
been
in
place
costing
jobs
and
valuable
services
in
their
cities.
This
is
where
the
public-private
collaborative
approach
with
the
city
of
Minneapolis
has
been
a
success.
This
program
uses
funds
from
multiple
sources
to
help
assist
these
small
businesses
and
making
a
change
to
new
dry
cleaning
machines
that
do
not
use
perc.
D
In
doing
so,
Minneapolis
has
become
the
first
major
city
to
eliminate
perc
from
their
dry
cleaners.
Not
only
did
this
public-private
partnership
meet
its
goals,
it
did
so
in
a
way
that
removed
barriers
between
those
involved.
This
helps
create
trust
going
forward
between
businesses
and
the
cities
they
operate
in.
In
my
opinion,
this
is
just
as
important
as
the
end
result
was
on
behalf
of
the
Minnesota
dry
cleaners
Association.
We
want
to
say
that
the
effort
of
those
involved
is
very
much
appreciated.
Thank
you.
So
much
thank.
A
A
Anyone
anyone
all
right,
seeing
none
I'll
go
ahead
and
close
the
public
hearing.
I
just
want
to
briefly
speak
to
this
item
and
see.
If
my
colleagues
have
any
comments
on
it,
I
was
basically
raised
in
dry
cleaners.
My
mom
worked
in
a
dry
cleaner
for
most
of
my
childhood,
and
so
fortunately,
I
didn't
get
sick
from
that
experience.
A
But
I
think
that
it's
really
powerful
to
see
the
city
really
step
up
in
such
a
way
in
which
the
city,
instead
of
being
the
hammer,
it
extends
a
hand
to
say
this,
is
how
we
can
work
together
in
order
to
have
healthier
outcomes.
I
think
that's
really
powerful,
because
the
city
people
say
the
city
right
and
it's
a
scary
entity,
and
this
is
an
opportunity
to
really
begin
to
shift
that
narrative.
So
one
of
the
Thank
You
Patrick
so
much
for
your
leadership
on
this.
A
E
I
just
want
to
take
this
opportunity
to
echo
those
sentiments
and
I
think
director
Hanlon
for
just
being
so
thoughtful
about
doing
this
outreach.
Even
without
this
ordinance
we
would
be
a
city.
That's
perked,
free,
especially
want
to
thank
you
for
the
work
you
did
at
my
award
to
work
with
the
businesses
and
the
neighbor
Association
to
really
make
something
that's
going
to
work
while
taking
care
of
the
small
business
I.
A
B
Just
wanted
to
also
extend
my
gratitude
not
only
to
our
staff,
but
also
to
the
businesses
that
got
involved
and
works
together
to
do
this,
and
also
note
that
this
is
a
formula
that
we
can
easily
apply
to
other
businesses,
so
as
people
think
about
polluting
businesses
in
the
city,
practices
that
are
going
on
that
we're
concerned
about
by
working
together
and
coming
with
some
resources
that
the
city
has
an
expertise.
I
think
we
can
tackle
them
other
issues
in
other
areas
and
I'm.
B
A
Thank
you.
So
much
are
there
any
other
questions
or
comments
for
my
colleagues
all
right,
seeing
none
I
move
approval
of
the
ordinance
passage
of
the
ordinance
amending
title,
13
chapter
301,
all
those
in
favor,
please
signify
by
saying
aye
aye,
those
opposed,
say,
nay,
the
ice
habit
and
that
item
carries.
Thank
you
so
much
again.
A
I
just
want
to
also
point
out
that
it's
a
big
deal
that
were
the
first
city
to
not
to
have
banned
perc,
so
I
don't
want
that
to
fly
under
the
radar
because
it's
like
not
super
sexy,
because
it's
chemicals
and
you
know
we
can
kind
of
forget
about
it.
But
it
is
actually
a
very
big
deal
not
only
for
the
workers
themselves
but
for
our
environment
overall.
So
I
just
want
to
point
that
out
next.
F
Committee
Chair
Cunningham
members
of
the
committee
good
afternoon.
My
name
is
Brian
Walsh
I
am
the
manager
of
the
labor
standards
enforcement
division
within
the
Department
of
Civil
Rights.
We
have
been
joined
by
a
lot
of
people
here
today,
who
I
think
are
ready
to
speak
and
many
of
them
really
truly
are
the
real
experts
on
the
issue
of
which
that's
all
I
will
make
my
comments
brief
and
assistance.
The
attorney
Andrea
Neff
has
a
few
comments
before
we
get
to
the
public
hearing.
F
F
Instead
from
1973
to
2017
net
economic
productivity
represented
by
the
dark
blue
line
on
this
graph
expanded
at
more
than
six
times.
The
rate
of
wages
represented
on
this
graph
by
the
light
blue
line
and
poverty
with
all
its
ripple
effects,
has
expanded
from
a
business
perspective.
The
cost
of
labour
is
unlike
other
business
expenses,
because
labor
is
actual
people
which
requires
support
and
development.
We
know
that
proud,
Minneapolis
employers,
generally
speaking,
would
like
to
be
able
to
raise
wages.
F
F
F
Following
passage
of
the
second
save
time
ordinance
in
2016,
the
city
formerly
created
a
diverse
group
of
stakeholders
called
the
Minneapolis
workplace,
Advisory
Committee.
It
includes
employees
and
community
small
employers,
large
employers
and
organized
labor.
You
see
the
current
members
listed
on
this
slide.
F
Importantly,
the
city's
current
minimum
wage
ordinance
does
not
protect
workers
earning
more
than
minimum
wage
and
contract
law
is
often
impossible
or
impractical
for
low
wage
workers
to
enforce
by
themselves.
We
have
heard
from
stakeholders
many
of
them
listed
on
on
this
slide.
Many
of
them
here
in
the
room
behind
me,
we've
heard
from
them
over
and
over
over
the
last
several
years
of
outreach
and
engagement
on
this
issue.
F
We've
heard
at
forums
through
surveys
in
reports
and
at
listening
sessions
that
communities
deserve
and
government
has
an
obligation
to
provide
at
least
a
very
basic
access
to
justice.
Similarly,
businesses
rightly
expect
to
compete
on
a
level
playing
field
in
the
Civil
Rights
Department.
We
hear
about
wage
theft
every
day.
There
unfortunately,
is
little.
We
can
currently
do
about
it.
The
data
on
this
slide
helps
put
the
size
and
scale
of
the
problem
of
way
step
theft
in
perspective.
For
you,
it
also
illustrates
how
it
affects
everyone
directly,
especially
in
communities
of
color.
F
A
top
priority.
I'll
know
for
the
entire
city.
Enterprise
is
rightly,
the
growth
and
expansion
of
business
is
owned
by
black
indigenous
and
people
of
color,
when
customers
of
those
very
same
businesses
are
earning
more,
they
spend
more
such
that
entire
economies
of
color
are
built
with
real,
lasting
investments
from
within
a
wage
theft.
Ordinance
is
one
tool
that
could
help
us
create
a
more
racially
equitable
economic
foundation
from
which
to
grow.
F
On
this
slide,
we
have
some
of
the
examples
of
what
wage
theft
is.
I.
Think
many
of
the
comments
today
will
help
illustrate
that
further
I
recognized
that
extensive
education
and
technical
assistance
for
employers
is
needed
to
reduce
occurrences
of
wage
theft.
Importantly
to
that
end,
an
outreach
campaign
is
already
in
design
stages
with
our
communication
staff,
small
business
team,
Community
Planning
and
Economic
Development
Department,
and
many
of
the
members
of
this.
Some
of
the
members
of
this
community
committee
I
know,
are
interested
in
that
effort.
F
In
closing,
before
I
turn
to
our
assistant
city
attorney.
I'll,
just
note
that
civil
rights
and
labor
standards
enforcement
staff,
the
folks
that
I
manage
in
the
Civil
Rights
Department,
we
do
not
view
we
do
not
view
our
investigations
as
moral
Crusades.
These
are
not
criminal
investigations,
they're
civil
and
for
us,
even
a
finding
of
a
violation
does
not
brand
any
employer
is
necessarily
bad
or
evil.
Instead,
enforcement
staff
that
I
work
with
every
day
determines
whether
workers
are
owed
money
and
what
we
can
all
do
together
to
prevent
repeat
occurrences
in
the
future.
F
A
G
Afternoon,
chair
Cunningham
committee
members,
my
name
is
Andrea
Neff
and
I'm
assistants
to
the
attorney
and
I'll
be
doing
a
brief
overview
of
the
ordinance.
The
proposed
ordinance
that
is
before
you
for
consideration
today.
First,
the
scope
of
the
draft
ordinance.
The
ordinance
broadly
covers
all
employers
who
have
employees
working
in
the
city,
with
the
exception
of
other
government
entities,
federal
States
and
other
local
government
entities
that
are
not
under
our
jurisdiction
to
be
covered.
G
Employees
must
work
for
at
least
80
hours
per
year
within
the
city,
and
this
includes
full-time
part-time
and
temporary
employees
so
long
as
they
work
that
80
hour
threshold.
There
are
some
limited
exclusions
for
persons
who
participate
in
the
state
extended
Employment
Program,
which
is
for
employees
with
significant
disabilities
and
for
casual
babysitters.
G
The
ordinance
draft
prohibits
wage
theft,
it
requires
employers
to
pay
their
employees,
all
wages
that
they
have
earned.
Wages
are
very
broadly
defined
to
include
all
earnings,
including
commissions
tips
and
salaries,
of
course,
to
be
covered.
The
work
must
have
been
performed
here
in
the
city
of
Minneapolis
within
our
jurisdiction.
G
As
you
know,
the
state
of
Minnesota
recently
enacted
a
wage
theft
law
at
the
state
level.
One
of
the
elements
of
that
state
law
is
a
pre
hire
notice
requirement
and
our
city
draft
ordinance
incorporates
elements
of
that
state
law,
but
then
provides
for
some
additional
element
specific
to
Minneapolis.
So
I
will
refer
to
some
of
those
additional
things.
In
this
presentation.
G
The
pre
hire
notice
requirement
states
that,
at
the
start
of
employment,
employers
must
provide
their
employees
with
a
notice,
including
the
information
that's
required
by
the
state,
wage
theft
law
and
then,
additionally,
our
ordinance
requires
the
date
on
which
the
employment
is
to
begin.
A
notice
of
the
employee
rights
under
the
second
safe
time
ordinance
a
statement
that
tips
sharing.
G
If
any
is
involved
in
that
position
is
voluntary,
not
mandatory
and,
if
applicable,
to
the
position
the
overtime
policy
that
will
apply
additionally,
at
the
beginning
of
the
employment,
employers
must
give
their
employees
a
copy
of
the
notice
of
rights.
That's
provided
by
the
city,
that's
something
that
is
created
by
the
civil
rights
department
that
describes
labor
standards,
specifically
applicable
in
Minneapolis.
G
Current
employees
must
also
receive
pre
hire
notices
when
the
flaw
goes
enough
into
effect,
unless
they
have
already
received
all
of
the
same
information
that
would
be
contained
and
the
pre
hire
notice,
in
which
case
they're
not
required
to
be
provided
with
that
information
a
second
time.
But
anyone
who
has
not
received
that
information
must
be
provided
with
the
notice.
I
would
notice
that
these
last
two
items
that
the
employee
must
sign.
The
notice
of
changes
and
the
current
employee
provision
are
additional
elements
over
what
the
state
law
requires.
G
Earning
statements,
employers
must
provide
employees
with
earning
statements
at
the
end
of
each
pay
period.
The
statements
must
include
all
of
the
information
required
by
state
law
and
in
Minneapolis.
They
must
additionally
include
the
sick
and
safe
time
hours
that
that
employee
has
earned,
but
has
not
yet
used.
G
There
are
notice
and
record-keeping
requirements
in
our
draft
ordinance.
First,
regarding
the
notice
poster
the
city
will
publish
a
notice
of
rights
under
the
ordinance
in
all
languages
spoken
by
at
least
5%
of
the
workforce.
That
is
something
that
is
created
by
our
Civil
Rights
Department,
and
then
employers
are
required
to
post
those
notices
within
their
workplaces.
G
The
notice
has
to
be
posted
in
English
and
also
in
any
language
spoken
by
at
least
5%
of
the
workers.
I
would
note
that
the
notice
poster
requirement
as
to
wage
theft
is
different
from
state
law
which
currently
the
state
currently
does
not
have
a
wage
theft
notice
poster.
So
this
is
an
additional
protection
for
employees
being
posted
in
Minneapolis
workplaces.
G
With
regard
to
records,
employers
must
maintain
records,
demonstrating
compliance,
including
the
pre-hire
notice,
changes
to
it
and
employee
signatures
on
each
of
those.
The
earnings
statement,
together
with
all
of
the
information
required
to
demonstrate
how
an
employee's
pay
was
actually
calculated.
So,
for
example,
information
on
the
commission
structure
that
was
used
to
generate
that
paycheck
must
be
retained
as
well.
A
list
of
all
personnel
policies
provided
and
then
those
records
must
be
maintained
for
at
least
three
years
to
enable
the
city
to
monitor
and
enforce
the
law
when
necessary.
G
Over
time
and
brake
requirements
are
included
in
the
draft
ordinance
in
front
of
you,
although
these
requirements
are
not
being
incorporated
into
the
article
that
will
cover
wage
theft,
they
will
be
incorporated
into
the
minimum
wage
ordinance,
which
is
a
more
suitable
place
for
those
particular
provisions.
These
will
incorporate
state
law
requirements
that
employers
must
pay
overtime
rates
required
by
state
law
and
must
provide
rest
and
meal
breaks
again.
G
Retaliation
against
employees
who
assert
their
rights
under
the
wage
theft
ordinance
is
prohibited.
It
is
unlawful
to
interfere
with
restrain
or
deny
the
exercise
of
any
right
protected
by
this
ordinance.
An
employee
can
establish
retaliation
if
the
employee
shows
that
the
exercise
of
Rights
was
a
motivating
factor
in
an
adverse
employment
action
taken
against
that
employee,
even
if
also
other
factors
were
also
present.
And
finally,
there
is
a
rebuttable
presumption
of
retaliation
if
an
employer
within
90
days
of
an
employee's
exercise
of
rights,
materially
changes,
the
employees
terms
or
conditions
of
the
employment.
G
G
Enforcement
in
remedies
this
ordinance
will
be
enforced
by
the
Civil
Rights
Department
suspected
violations
must
be
reported
to
the
department
within
two
years
of
the
violation
or
three
years
if
the
violation
was
willful
in
order
to
be
investigated,
the
enforcement
process
that
will
be
followed
is
very
similar
to
the
process.
Our
civil
rights
Department
has
already
been
following
for
the
past
couple
years,
enforcing
our
sick
and
safe
time
and
minimum
wage
ordinances,
and
since
that
has
been
very
successful,
we
have
incorporated
across
the
process
very
much
by
reference
and
it'll
be
very
similar.
G
This
is
a
list
of
remedies
and
infor
remedies
that
are
available
generally
speaking,
employees
can
recover
compensatory
damages
and
liquidate
damages,
and
then
the
city
can
recover
civil
fines,
reimbursement
of
investigation
costs,
and
there
are
fines
listed
here
for
record-keeping
violations.
Failure
to
provide
notices,
failure
to
post
the
notices
and
each
of
the
other
requirements
of
the
ordinance
I
won't
cover
each
of
them
in
detail.
In
deference
to
the
folks
that
are
waiting
to
speak.
But
the
one
thing
I
would
note
is
that
we
do
have
a
tiered
penalty
structure
incorporated
into
this
ordinance.
G
H
G
Councilmen
are
jenkins
and
committee
members.
The
state
law
is
relatively
new,
having
Jeff
gone
into
effect
on
July
1st
and
some
provisions,
not
even
in
effect
until
August
1st.
However,
generally
speaking,
the
state
department
of
labor's
will
be
enforcing
it,
along
with
the
Attorney
General's.
Office
is
going
to
have
a
more
active
role
under
this
new
wage
theft,
ordinance
at
the
state
level,
so
the
those
two
entities
will
be
involved.
Those
neither
one
of
those
state-level
entities
would
be
involved
in
enforcing
our
ordinance.
That
would
be
purely
a
city
function.
G
H
B
B
B
Park
and
Rec
board
wouldn't
fall
under
it.
That's
right,
so
some
of
the
major
just
so
everybody's
aware
some
of
the
major
employers
wouldn't
fall
under
this
ordinance
in
the
city,
but
hopefully
they'll
have
their
own
policies
in
place
so
that
they
are
engaging
in
this
kind
of
activity.
We're
trying
to
prevent-
and
my
other
question
has
to
do
with
independent
contractors.
So
all
those
who
are
engaged
in
the
shared
economy,
independent
contractors
they're
also
outside
the
purview
of
this-
is
that
correct
that.
G
A
Just
add
that
we
are
working
on
that
independent
contractor
protections
as
well,
so
that
was
moving
just
a
little
bit
slower.
It's
bigger
body
of
work,
there's
still
kind
of
new
space,
and
so
we
didn't
want
to
hold
back
all
of
the
works.
I
just
want
that
folks
know
we
are
working
on
that
as
well.
Great.
Do
any
of
my
other
colleagues
have
any
questions
all
right
great!
Thank
you.
A
So
much
I
really
appreciate
the
presentation
and
the
information
we
will
now
move
use
me
I
will
now
move
into
opening
the
public
hearing
again,
if
folks
are
interested,
in
speaking,
please
be
sure
to
sign
up
over
by
the
city
or
the
committee
clerk.
So
first
up
so
I'll
go
ahead
and
name
folks
and
then
the
next
two
folks
behind
them.
So
we
can
keep
it
moving
and
get
folks
out
of
here
in
a
reasonable
time.
So,
first
up
we
have
Gilberto,
followed
by
Kevin
and
then
Roger
on
deck.
I
I
I
A
K
My
name
is
Kevin
Morse
and
I'm.
An
activist
for
the
labor
movement
been
a
union
member
for
over
50
years,
now
retired,
but
still
active
I'm
surprised
that
you
called
my
name
but
I'm.
Grateful
I
think
it's
important
to
have
a
law
in
effect
that
does
guarantee
a
minimum
wage
for
the
city
workers
a
lot
of
times.
A
L
L
Thank
you
for
giving
me
some
time
to
speak.
I'm,
a
senior
custodian
with
Minneapolis,
Public,
Schools
and
I
just
learned
now
that
we
may
not
be
covered
by
this
and
I
was
hoping
that
we
could
look
at
maybe
expanding
to
the
school,
because
wage
stuff
does
run
rampant
in
the
schools.
We
take
pride
in
our
work
and
we
do
stay
after
just
to
make
sure
things
get
done
and
we're
now
through
the
declining
population
of
the
schools.
L
Our
buildings
don't
get
smaller,
but
our
staff
gets
smaller
and
therefore
our
job
experience
annually
on
what
we
need
to
do,
and
we
always
want
to
make
sure
we
get
it
done.
We
want
a
safe,
clean
building
for
our
kids
and
teachers
as
well,
and
I
know
that
there's
other
workers
that
food
service
workers
feel
the
same
way
I've
seen
food
service
working
way
after
they're
supposed
to
go,
but
not
getting
paid
for
it.
You
know
it
just
goes
on
and
on
right
down
to
the
s,
EAS
and
E's
and
all
support
staff.
A
M
Hi
good
afternoon
my
name
is
Karla
and
I'm,
representing
for
the
tribal.
We
are
a
union
contractor
and
I'm
glad
to
be
here
and
a
speaker
named.
You
know,
they're
contractors,
so
I'm
glad
we're
having
this.
You
know
kind
of
events
and
conversations
where
we
can
respond
our
difficult
situation
that
we
are
confronting
for
the
for
the
for
the
industry
market
in
construction.
We
are
being
a
union.
M
We
are
glad
to
have
competitive
wage
for
an
employee's
for
also
we
are
loosing
because
these
other
contractors
in
the
markets
they
are
know
offering
good
good
pay
for
the
employees
and
they
I
take.
They
are
taking
the
jobs.
A
union
companies
paying
workers
come
is
paying
benefits
as
pain,
good
benefits
for
their
employees,
but
we
are
not
having
support
because
these
other
contracts
in
the
market
they
are
paying
in
cash.
They
are
not
paying
taxes.
So
we're
asking
to
take
actions
about
that.
N
Some
from
Rochester,
so
the
company,
my
company
anniversary
mod
in
DL,
so
tomorrow,
I
guess
I'm
with
the
Union,
because
I
was
saved
same
with
my
friend
free
that
she
say
then
in
the
market
is
really
hard
for
for
us
for
minority
and
then
so.
I
come
for
supported,
touch
travel
because
there's
some
people,
they
don't
pay
us
and
they
tell
the
time
and
then
so.
We
cannot
pay
the
guys
too
yeah.
That's
a
poor
in
that.
N
So
they
affect
me
to
affect
my
company's
affect
my
my
community
too,
because
we
need
to
pay
the
taxes.
So
now
so
smaller
we've
had
a
sign
with
the
Union,
because
I
want
to
pay
that
the
right
thing
to
my
guys,
because
it
sort
of
those
guys
the
best
life
for
their
own
families
yeah.
So
that's
that's.
Why
so,
tomorrow
will
be
say
with
the
Union,
because
I
want
a
we're,
not
no
preemie,
no,
no
more
I!
Don't
want
I
to
be
what
they
see
me
like:
hey
whatever
you
been
yeah,
okay!
O
Hello,
my
name
is
Maya
I'm,
a
restaurant,
Opportunity
Center
member
and
I
worked
in
Minneapolis
restaurants
for
about
three
years.
I
think
this
wage
left
bar
is
really
important.
One
of
my
experiences
with
wage
stuff
was
when
I
was
working
at
night
shift
as
a
cashier,
and
my
manager
didn't
have
the
key
to
lock
my
tail
at
the
end
of
my
shade,
for
my
manager
counted
the
two.
O
He
claimed
that
$50
was
missing
and
he
said
that
means
I
would
lose
my
job
and
the
money
will
come
out
of
my
paycheck
I
always
would
be
extra
careful
when
working
with
the
two
and
I
never
had
any
issues
before
with
any
other
managers,
so
that
just
didn't
sound
right
to
me.
He
said
I
could
have
sex
with
his
friend,
who
was
an
employee
and
he
would
give
me
the
money
to
make
up.
For
my
time.
O
Being
short,
I
was
sad
that
I
had
to
prepare
to
lose
my
job,
because
my
baby
was
only
six
weeks
old
and
I
was
preparing
to
start
school
in
the
fall,
so
I
was
really
grinding.
The
next
day,
I
came
to
work
and
talk
to
my
other
manager,
and
she
said
that
I
wouldn't
lose
my
job
for
that,
but
the
money
will
be
taken
out
of
my
paycheck.
I
was
disappointed
because
the
manager
didn't
lock
my
till,
and
there
were
so
many
other
employees.
Working
so
and
I
knew
I
didn't
steal.
O
O
A
I
Q
I
I
I
Then
we
see
that
we
see
it
daily,
that
you
know
we
as
construction
workers.
We
have
councilÃs
Kabbalists,
two
types
of
jobs
that
we
do
in
the
construction
industry
and
we
can
have
countless
responsibilities
on
top
of
that
and
we
have
and
and
and
to
pay
us
for
that
we
have
very
low
salaries
and
also
we
have.
We
are
really
vulnerable
to
waste.
After.
Q
Q
I
I
R
Right,
thank
you.
My
name
is
Kevin
Kendrick
I'm
from
st.
Paul,
but
I
live
and
work
in
Minneapolis,
near
Dinkytown,
como
area
and
I
mean
all
I'm
gonna
say
is
we
got
our
15
way
wage
ordinance
passed
a
couple
years
ago,
but
we
needed
it
10
years
ago
and
so
moving
forward
with
this
wage
theft,
ordinance
and
everything
I
just
ask
you
to
be
hyper,
build
hyper
vigilant
and
to
just
ensure
that
more
workers
get
covered
it,
as
we
heard
today,
like
some
people
won't
be.
R
S
Hi
I'm
John
sand
on
a
restaurant
working
in
Minneapolis,
so
as
difficult
as
it
is
for
me
to
stand
in
front
of
a
government.
That's
favored
business
over
people
for
far
too
long
I
understand
the
importance
of
it.
In
order
to
make
a
change,
we
need
to
speak
the
same
language
that
the
business
owners
and
the
bosses
speak.
So
we
function
a
system
of
risk
reward
and
profit.
S
So
it
should
come
as
no
surprise
that,
especially
in
the
restaurant
industry,
wage
theft
has
become
so
normalized
because
the
risk
outweighs
our
there's
little
risk
in
a
high
reward.
Businesses
see
people
as
profits,
not
as
the
hard-working
human
beings
that
they
are.
This
ordinance
will
provide
tools
for
workers
to
hold
perverted
business
owners
and
bosses
accountable
and
increase
their
risk
so
that
they
won't
do
it
anymore.
So
anybody
who
stands
against
this
ordinance
is
in
a
sense
spitting
in
the
face
of
the
people
who
are
holding
their
hands
out
in
front
of
them.
S
M
T
Hello
committee
members,
my
name
is
iris
nice,
as
Damiano
and
I'm
the
president
of
SEIU
Local
26.
We
are
a
union
of
8,000
property
service
workers,
majority
POC,
but
we
absolutely
reflect
the
diversity
of
our
great
state
and
I
wanted
to
thank
the
committee
members,
particularly
Palmisano,
Fletcher
and
Cunningham,
for
bringing
this
ordinance
forward
and
having
this
hearing
today,
I'd
like
to
share
with
you
two
member
stories.
T
One
is
of
a
worker
named
Sadie
deal
sevillio
works
in
the
retail
janitorial
industry,
so
cleans
your
local
target,
most
likely
and
in
our
industry
being
that
we
are
unions.
The
way
that
wage
stuff
usually
plays
out
is
contractually
agreed
upon
raises,
and
so,
even
though
we
know
like,
for
example,
in
retail,
our
workers
raises
happen
in
March.
So
then
in
March
we
are
super
diligent
right
to
ensure
that
that
the
raises
happened.
T
They
didn't
for
city
law,
and
so
we
had
the
proper
mechanisms
to
be
able
to
get
240
dollars
back
just
for
Savino
for
Dawn
Don
cook,
with
a
us-born
worker
and
I
share
that,
mostly
because
we
know
by
design
which
workers
are
the
most
vulnerable
and
the
ones
that
are
most
taking
advantage
of,
and
that
is
young
workers.
Like
we
heard
older
workers
like
we
heard,
and
mostly
immigrant
workers,
but
wage
stuff
is
not
exclusive
to
just
vulnerable
workers.
Then
Don's
case
he's
a
u.s.
T
born
worker
white
worker
who
did
get
a
raise
but
got
ten
ten
cents
off.
So
then
we
had
to
go
back
and
use
all
of
our
mechanisms
to
enforce
right
and
make
sure
that
anything
that
was
agreed
upon
actually
gets
done,
and
these
are
all
already
contractually
agreed
upon
raises
and
conditions
and
all
of
the
above,
and
we
still
have
to
do
our
due
diligence
enforce
and
implement,
and
so
I
just
want
to
express
the
importance
of
this
ordinance.
T
We
also
want
to
emphasize
how
you
know
how
our
great
Paul
Wellstone
said.
We
all
do
better
when
we
all
do
better,
and
this
move
that
the
body
is
doing-
and
this
committee
is
doing
with
the
work
of
the
Workforce
Committee
is
so
so
important
to
be
competitive,
I
mean
we
are
a
union
city
and
we
need
to
stay
that
way
and
bottom
feeders
aren't
helping
us
be
responsible.
Thank
you.
A
U
My
name
is
Malia
Brown
and
I'm
a
member
say
tool
and
also
sit
on
the
board
and
I
experienced
like
way
stuff
at
my
teenage
years
and
then
and
it's
been
a
dope,
but
in
my
teenage
years
I
really
didn't
know
what
to
do
about
it
because,
like
I,
didn't
have
an
organization
like
Saint
school,
that
I
didn't
have
an
organization
like
saying
tool
that
was
around
at
the
time
that
information
educated
me
on
my
rights
as
being
the
employee
versus
being
an
employer.
U
You
know
and
I
just
wanted
to
talk
a
little
bit
about
what
the
other
lady
was
saying
about.
The
arm
country,
the
contractors
paying
cash
and
the
legit
businesses
and
I
mean
like
a
bad
between
that
right
now
and
because,
like
the
legit
business,
they
pay
good
wages.
But
if
the
arm
business
is
just
willing
to
pay
cash
paying
more
and
they
don't
pay
taxes
that
helped
it
makes
the
legit
businesses
suffering.
You
know
and
I
think
that
I
was
just
joking
outside
well.
U
V
Good
afternoon
Thank
You,
chair,
Cunningham
and
council
members
for
being
here
today
and
for
presenting
this,
my
name
is
Taylor
Chevy
and
I'm.
A
constituent
of
Ward,
9
and
I
am
an
organizer
at
the
center
of
workers,
United
and
struggle.
This
is
so
important.
I
can't
even
speak
enough
about
it.
I
will
only
fraction
on
a
piece
of
it,
but
I
know
when
I
was
20.
V
Speaking
personally
I
experienced
wage
theft
as
a
barista
and
I
didn't
know
that
I
had
rights,
and
someone
actually
filed
a
complaint
on
my
behalf
and
I
won
that
money
back.
So
it
is
very
important
that
folks
know
that
they
can
come
forward
and
I
want
to
speak,
particularly
about
the
retaliation
part.
V
V
So
I
mean
this
is
way
way
way
way
way
to
comment,
for
example,
also
for
the
city
be
able
to
enforce
wage
theft
when
they're
already
doing
other
enforcement,
for
instance
at
McDonald's
a
couple
years
ago,
when
they
were
not
paying
the
minimum
wage.
There
was
other
wage
theft
issues
that
the
city
was
not
even
able
to
connect
on
which
meant
that
workers,
what
I
had
to
go
through
another
agency
and
another
process,
and
we
can
just
nip
that
in
the
bud
right
here
and
particularly
the
rebuttable
presumption,
like
I,
think
the
assistant
attorney
mentioned.
V
That
is
not
something
that's
in
the
state
law
and
it
is
actually
something
very
progressive
and
necessary
because
it's
we're
talking
about
level
playing
fields
between
bosses
that
steal
wages
and
bosses
that
don't
we
know
it
is
not
a
level
playing
field
between
bosses
and
employees,
and
so
it
would
shift
the
burden
of
proof
to
the
employer
within
90
days
of
taking
an
adverse
action
against
a
worker
who
had
filed
a
complaint
that
had
come
forward
to
say
that
they're,
not
retaliating,
and
that
is
absolutely
something
that
should
be
kept
in
and
passed
with
this
wage
theft
ordinance.
V
So
thank
you
very
much.
In
the
12
years
that
say,
tool
has
existed.
We've
recovered
over
two
million
dollars
in
stolen
wages.
That's
not
even
everything
that
people
came
forward
to
file
claims
with,
and
that's
only
a
portion
of
what
actually
happens
like
we
heard.
This
is
not
just
just
even
for
workers
rights.
This
is
a
racial
justice
issue.
V
More
black
and
Latino
workers
and
indigenous
workers
are
experience
this
experiencing
this
more
than
white
folks
and
women
are
two-thirds
of
low-wage
workers,
sorta
saps,
an
issue
of
gender
justice
as
well,
not
to
mention
our
LGBTQ
folks
out
there
and
immigrants
that
are
also
experiencing
this.
So
thank
you
please
pass
this.
A
W
Councilmembers,
thank
you.
My
name
is
Eli
Adelson
Stein
I
live
in
Ward
10
I've
been
a
restaurant
worker
in
the
Twin
Cities
for
the
last
12
years
and
I'm,
an
organizer
with
the
restaurant
Opportunity
Center
of
Minnesota
and
in
12
years
of
working
in
the
industry,
I've
seen
that
slide,
that
Brian
had
put
up
the
list
of
every
type
of
wage
theft
happening
and
in
talking
to
our
workers
in
the
field,
many
of
whom
who
couldn't
be
here
today.
W
This
is
a
form
of
business.
That's
been
systematized
in
our
industry
and
I.
Think
that
Maya's
story
really
strikes
me
because
wage
theft
isn't
just
about
wages.
It's
about
power
and
folks
often
know
or
get
the
feeling
that
wages
are
being
stolen
and
they
don't.
They
don't
stand
up
because
they're
afraid
right
because
we're
because
we
know
how
much
power
a
boss
holds
over
us,
because
if
it's
missing
10
cents
an
hour
or
no
job
at
all,
we
know
that's
an
easy
equation
right,
so
I
think
being
really
mindful
about
these
retaliation
pieces.
W
The
things
that
you're,
adding
to
the
enforcement
that's
already
getting
stronger,
is
important,
but
also
knowing
that
this
is
only
one
step
and
that
enforcement
is
a
huge
issue
about
this
right
and
going
out
and
being
proactive
about
that.
So
I
would
encourage
you
all
as
you
go
forward
every
budgetary
question
you
come
up
against
in
the
years
to
follow
that
your
priority
workers
in
those
in
those
budget
conversations-
and
it's
not
just
about
ordinances.
It's
about
putting
your
money
where
the
ordinance
is
so.
Y
X
Y
Y
Y
X
Y
Y
X
A
Y
When
I
was
working,
I
was
asking
for
my
paycheck
it
and
the
guy
didn't
I
didn't
want
to
give
him
my
paycheck.
He
said
that
it
was
already
mailed
out
and/or,
given
one
second
and
and
when
I
asked,
and
he
said
that
it
was
already
mailed
out.
He
also
said
afterwards
asked
him
again.
He
said
that
it
was
already
cashed,
say.
Z
Y
Z
Z
Y
Z
A
Y
I
was
just
waiting,
yeah,
I
wanna.
Y
A
recovered
wages
is
like
very
long.
It
is
not
really
supporting
those
who
are
really
vulnerable
to
wage
theft.
We
oftentimes
have
to
go
to
conciliation
court
and
that
itself
is
also
a
big
process.
Recently,
two
weeks
ago,
we
came
here
with
three
wage
theft
cases
and
we
had
to
fight
him
off
the
conciliation
court,
but
the
what's
called
the
owner
or
the
person
that
owes
the
wages
didn't
appear.
Y
Y
Just
for
that
reason
they
will
commit
wage
theft
and
because
they
feel
protected
from
lake
two
committees
that
should
be
protecting
the
workers,
not
other
employers
and
I'm,
not
saying
that
go
against
every
employer.
I'm
just
saying:
go
against
the
employers
for
committing
wage
theft
and
flip
the
script
and
make
them
pay
consequences.
So
that's
it.
AA
Good
afternoon
and
thank
you
mr.
chair
councilmembers,
thank
you
for
giving
me
the
opportunity
to
speak
to
all
of
you
today.
I
want
to
start
by
emphasizing
that
the
position
of
the
Minneapolis
Regional
Chamber
is
that
wage
theft
is
an
abomination.
It
is
wrong
to
steal
what
has
been
earned
by
others.
We
wanted
to
take
a
moment
to
acknowledge
that
we
supported
the
state's
recently
passed
wage
theft
law.
AA
It's
the
strongest
in
the
country
and
I
want
to
thank
the
authors
of
this
ordinance
and
the
members
of
this
committee
for
their
outreach
and
their
willingness
to
listen
to
the
concerns
of
the
business
community.
It's
appreciated,
but
the
chamber
and
I
members
do
want
to
take
a
second
to
share
three
items
that
we
think
could
make.
This
ordinance
work
better
for
businesses
and
employees
in
Minneapolis.
The
first
is:
we
hope
that
it
can
be
made
explicit
that
wherever
signatures
are
required,
electronic
signatures
are
acceptable.
AA
Secondly,
we
ask
that
penalty
is
applied
under
this
ordinance
are
not
cumulative
with
state
penalties,
and
we
would
urge
you
to
consider
creating
a
penalty
structure
that
reflects
the
burdens
on
small
business
owners.
Finally,
we
ask
the
city
of
Minneapolis
to
make
its
regulatory
requirements
match
the
states
to
the
fullest
extent
possible.
AA
We
understand
that
there
are
extra
requirements
that
will
have
to
be
accommodated,
SiC
and
save
time
on
pay
stubs,
for
example,
but
the
state
law
has
yet
to
be
implemented
fully
because
of
the
limited
time
for
education
and
outreach
by
the
Department
of
Labor.
The
regulatory
increment
created
by
the
city
of
Minneapolis
is
one
that
it
must
educated
about
and
one
that
it
must
enforce.
AA
We
simply
ask
that
wherever
record-keeping
compliance
and
employee
notice
are
required,
that
they
match
state
law
as
closely
as
possible
and
I
want
to
end
on
an
offer
of
assistance
from
our
over
1,400
members
to
the
partnerships
that
we
have
with
local
and
cultural
chambers
of
commerce
to
the
relationships
with
regional
business
associations
and
statewide
business
groups.
We
have
the
ability
to
help
you
talk
to
employers
to
get
meaningful
feedback
and
tell
the
story
of
the
good
things
the
city
of
Minneapolis
is
doing.
We
want
to
help
you
do
that
work.
A
AB
Well,
I'm
Raymond,
ziering,
Electrical,
Workers,
Local,
292
and
before
I
was
a
union
member
I
was
a
victim
of
wage
theft
as
well
I'm,
here
to
speak
in
favor
of
the
wage
theft
ordinance
it
wasn't.
This
was
when
I
was
a
victim.
It
was
back
in
1996
and
it
was
rectified
through
a
process
that
I
had
I
had
no
knowledge
of,
but
it
was
through
an
audit
that
this
wage
theft
was
caught
and
I
got
paid
my
back
wages
in
it.
AB
W
AC
An
appointment
with
them
I
brought
all
documents
that
I
needed
to
see
people
they
didn't
bring.
Anything
and
I
was
a
little
upset
at
that
point,
because
I
think
that
these
organizations
need
to
be
to
be
in
action,
but
I
suggest
to
listened
more
carefully
to
employees,
because
sometimes
they
don't
tell
the
truth
that
you'll
feel
that
they
have
a
lot
of
support
in
there
start
making
things
up.
AC
But
this
is
a
good,
a
good
experience
that
I
had
because
I
brought
these
all
those
documents
from
these
person
and
they
didn't
have
anything
any
to
show.
Okay,
I
was
a
little
upset
and
I
said.
Okay,
really,
we
can
reschedule
it
so,
the
second
time
they
didn't
show
up
and
I
feel
good.
I
feel
good
about
it,
and
that's
why
I'm
trying
to
I
wanna,
try
it
but
I
support
these.
AC
This
lottery
pass
because
it's
good
for
us
to
know
that
everybody's
doing
the
things
right,
I'm
a
little
concerned
about
this
law
to
be
I'm
a
little
worried,
because
there
are
people,
a
lot
of
people
are
gonna,
be
taking
advantage
on
the
sick
days.
There
has
to
be
paint
and
we're
gonna
be
struggling
because
it's
it
takes
now
that
I'm
putting
up
my
money,
restaurant
we
have
to
work
as
a
employees.
We
have
to
work
employees
and
special
dates.
AC
AD
Greetings
honorable
council
members
I
appreciate
the
opportunity
to
speak
before
you
impromptu
today,
and
thank
you.
My
name
is
Jason
I.
Consider
myself
a
gentleman
and
I
try
and
represent
with
the
Lord
God
Almighty
wants,
which
is
to
do
justice,
love,
kindness
and
walk
humbly
before
the
Lord
and
that
I've
observed
this
issue
of
wage
is
from
a
distance
and
counseling
garden.
You
tapped
on
the
item
of
contract
workers,
especially
in
the
construction
industry
that
we've
heard
today,
especially
in
the
Latino
population.
AD
They
may
not
have
a
real
strong
assertive
voice
and
they
need
us
to
be
a
voice
to
the
voiceless
and
so
the
operative
word.
While
in
many
cases
it
is
clear
between
employees
and
independent
contractors,
there
is
a
dispute
in
the
marketplace,
something
called
miss
classification
and
it
has
to
do
with
independent
workers
that
are
polled
they're,
independent
contractors,
but
they're
treated
as
employees
and
it's
a
10-year
lawsuit
in
the
transportation
industry,
nine
and
ten
figure
lawsuits,
but
on
a
local,
more
personal
level
in
construction.
AD
Where
most
all
the
workers
are
independent
contractors,
they're
dictated
where
they
have
to
go
and
what
they
have
to
do.
And
what
they're
paid,
and
perhaps
they
may
work
for
bosses
that
work
for
bosses,
and
so
they
may
not
get
the
actual
representation
and
strength
that
that
they
need
and
in
a
sense
he
may
use
SERP
a
certain
amount
of
promised
wages,
as
as
we've
heard
so.
AD
I
just
wanted
to
call
to
light
that
a
quick
item
with
regard
to
independent
contractors
and
mis
classification
and
that
I
believe
for
what
will
I
know
about
the
law
and
regulation
that
you
know
if
you're
treated
like
an
employee
but
good
on
paper,
your
independent
contractor,
you
might
be
entitled
to
the
wage
protection
that
a
worker
would
as
well.
So
thank
you
for
opportunity
to
speak
here
and
be
heard
for
those
that
may
not
know.
Thank
you
very
much.
I
appreciate
that
folks.
A
Thank
you
so
much
I
also
just
want
to
thank
the
organizations
that
are
here
to
be
a
megaphone
for
folks,
I
I
think.
Sometimes
we
think
of
various
communities
as
being
helpless
and
I
think
that
organizations
are
really
being
able
to
push
back
on
that
narrative.
Are
there
any?
Is
there
anyone
else
signed
up?
Alright?
Is
there
anyone
else
wishing
to
speak
to
this
item?
A
Anyone
anyone
all
right,
seeing
no
further
folks
to
speak
to
this
item.
I
will
go
ahead
and
close.
The
public
hearing
I
will
also
move
approval
of
the
passage
of
ordinance
amending
title
2
of
the
Minneapolis
Code
of
Ordinances,
relating
to
administration,
preventing
wage
theft,
adding
overtime
and
brake
requirements
and
restricting
city
contractor
contracts
from
being
awarded
to
entities
without
standing
wage
obligations.
I
will
see
if
there
are
any
questions
or
comments
for
my
colleagues
welcome
to
council
member
fletcher.
Well,
let
you
kick
it
off.
Thank.
AE
This
was
really
generated
by
a
collaboration
with
a
whole
lot
of
people,
including
labor
advocates
and
business
owners
and
large
business
representatives
working
together
with
our
civil
rights
department,
to
really
come
up
with
something
pretty
extraordinary
and
they
kind
of
gave
us
the
roadmap,
and
we
took
it
up
and
followed
it.
But
I
want
to
just
really
recognize
that
a
lot
of
people
were
involved
in
generating
this
idea
and
and
driving
this
forward,
and
both
our
civil
rights
department
and
our
City
Attorney's
Office
did
terrific
work
getting
us
to
where
we
are.
A
H
You,
chair,
Cunningham
I
will
be
supporting
this
ordinance
today
and
I
want
to
thank
my
colleagues
yourself
and
in
council
members
Panasonic
Fletcher,
for
bringing
this
work
forward
at
a
time
in
our
nation,
when
the
very
core
of
my
democracy
is
being
attacked,
I
think
it's
really
important
for
us
every
opportunity
we
can
to
stand
up
and
support
workers.
H
A
AF
You
mr.
chair,
thank
you
for
inviting
us
to
be
with
you
as
we
listen
through
the
public
hearing.
I
want
to
appreciate
the
work
that
we've
done
together
and
with
stakeholders
around
this
issue:
the
workplace,
Advisory
Committee
and
especially
a
thank
you
to
Brian,
Walsh
and
Andrea
Naif
for
their
hard
work
on
this.
AF
AF
We've
spent
a
lot
of
time
making
sure
that
this
is
tenable
to
our
thriving
business
community
as
well,
which
you
will
hear
as
we
introduce
some
important
amendments
here
shortly.
So
I
just
want
to
appreciate
that
business
was
included
and
will
continue
to
be
included
in
the
conversation
at
different
levels.
AF
The
feedback
has
been
taken
very
seriously,
and
we've
really
worked
well
with
Minnesota
Department
of
Labor
and
Industry
folks,
because
so
much
of
what
we
need
to
do
with
this
ordinance
for
the
next
year
will
really
be
about
education.
A
lot
of
employers
think
oh
wage
theft,
that's
not
something
that
I
do
and
they
stopped
working.
AF
They
put
the
new
compliance
work
from
the
state
aside
and
we
really
need
to
show
the
importance
of
this
is
a
compliance
tool
and
something
that
every
every
employer
in
the
state
needs
to
pay
attention
to
the
state
version
of
it,
and
it
was.
It
seems,
timely
to
do
these
small
changes
in
concert
with
importing
the
state
law
so
that
we
can
be
part
of
that
effort
and
work
together
with
the
state
on
this
initiative.
So
thank
you
for
letting
me
add
my
two
cents
and.
A
B
You
very
much
I
also
want
to
thank
my
colleagues
for
bringing
this
forward
and
and
carrying
this
forward,
and
also
the
workplace,
Advisory
Committee
and
everybody
who
got
involved
and
showed
up
today.
This
has
been
powerful
and
really
important,
also
as
the
old
guy
up
here.
I
also
want
to
tip
my
hat
to
the
former
council
members
last
term
and
their
staff
and
others
who
worked
in
build
this
and
also
the
previous
mayor.
We
had
a
working
families
agenda
and
this
was
listed
on
there.
B
It's
been
exciting,
seeing
us
tick
things
off
safe
and
sick
time,
minimum
wage
wage
theft-
all
we
have
left,
is
fair
scheduling
and
then
we'll
have
accomplished
what
we
set
out
to
accomplish
stiverne
almost
8
years
ago
now.
So
this
is
great.
This
is
a
great
a
great
day,
of
course,
I'm
concerned
about
this:
the
new
economy,
the
shared
economy,
the
independent
contractors
and
reef
clasps,
miss
classification
of
workers.
I
also
did
want
to
call
out
the
fact
that
this
won't
relate
to
the
public
employees,
the
school
district
and
those
things.
B
A
Are
there
any
other
questions?
Comments
for
my
colleagues?
Well,
I'll,
go
ahead
and
speak
now
to
this
I
am
so
grateful
to
be
a
part
of
this
work,
as
probably
many
of
you
have
heard
me
say
a
few
times
now.
This
work
is
really
personal.
For
me,
I
was
raised
in
a
household
where
my
mother,
who
is
actually
here,
hey
mom.
A
So
that
was
how
we
were
able
to
maintain
stability,
but
had
he
not
been
in
the
Union,
had
it
just
been,
for
example
me
and
my
mom,
my
life
would
have
looked
very
different
as
a
result,
and
so
this
work
is
very
personal,
because
I
feel
like
it's
my
obligation
because
of
the
fact
that
I
was
able
to
be
where
I
am
today
that
it's
now.
My
moral
obligation
to
make
sure
that
other
children
and
families
don't
go
through
similar
experiences.
A
A
Yes,
it
passed
at
the
state
level,
but
we
have
to
dig
deeper
because
the
challenges
that
we
face
here
in
Minneapolis
are
nuanced
and
we
need
to
step
up
and
be
able
to
address
those
nuances
to
the
best
of
our
ability.
We
want
to
continue
to
show
not
only
rest
of
the
state
but
the
rest
of
the
country,
how
to
do
this
work
well
and
how
to
step
up
for
our
neighbors
with
that.
I
also
want
to
introduce
two
amendments
or
three
three
amendments
that
should
be
before
my
colleagues.
A
A
A
Six,
adding
the
employers
good-faith
efforts
to
comply
with
this
article
and
whether
the
violation
was
intentional
or
an
avert
item
number
seven,
the
employers,
good
faith,
hope
the
same
thing
and
then
item
G
is
fines
not
cumulative?
The
the
director
shall
not
impose
the
civil
fines
authorized
by
this
section
if
a
state
or
federal
administrative
agency,
charged
with
the
enforcement
of
Labor
Standards
laws,
have
previously
imposed
fines
upon
the
employer,
for
violation
of
state
or
federal
labor
standards,
law
based
on
the
same
acts
or
emissions.
That
constitutes
a
violation
of
this
article.
A
B
A
AE
Operate
in
the
spirit
of
having
listened
to
feedback
from
employers,
including
our
own
HR
department,
who
talked
to
us
about
sort
of
practically
how
these
things
were
going
to
work,
and
so
we
made
those
changes.
We've
certainly
run
them
by
some,
some
of
the
most
active
members
of
the
workplace,
Advisory
Committee
and
I'm,
not
certain
that
they've
all
gone
to
the
full
workplace,
Advisory
Committee,
but
people
who've
been
involved
in
crafting
this
I've
have
seen.
B
A
Right,
thank
you
so
much
seeing
no
further
comments
or
questions.
I
move
approval
of
item
number
2
as
amended
all
those
in
approval,
please
signify
by
saying
aye
aye,
those
opposed,
say,
nay,
the
eyes
have
it
and
that
item
carries.
Thank
you,
the
big
deal,
but
we'll
take
it
all
right,
seeing
no
further
business
before
the
committee.
We
are
adjourned.