►
Description
Minneapolis Public Health, Environment, Civil Rights, and Engagement Committee Meeting
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
and
I.
Am
the
council
member
and
the
chair
for
this
committee
with
me
at
the
dynastar
councilmember,
Schrader,
Gordon
and
Johnson.
Let
the
record
reflect
that
we
have
a
quorum
and
can
operate
or
conduct
the
business
of
this
committee
on
today's
agenda.
We
have
three
consent
items
a
on
for
presentations
or
for
discussions.
A
First,
on
the
consent
we
have
for
item
1
authorizing
an
agreement
with
optimum
optimum
insight
Inc
in
the
amount
of
$5,000
annually,
not
it's
not
to
exceed
$25,000.
All
for
the
school-based
clinic
program.
Number
2
is
a
lease
agreement
authorizing
the
lease
agreement
with
the
special
school
district
number
1
Minneapolis
Public
Schools
at
no
cost
to
the
city
for
space
and
support
for
the
city's
school-based
clinics
program.
A
And
the
third
item
is
a
contract
with
Sheree
Moulton
Howard
for
multi,
the
multi-jurisdictional
T
jurisdictional,
Task
Force
on
opioid
consultation
and
that's
going
to
be
to
not
exceed
$50,000
and
with
those
three
items,
I
move
approval.
Are
there
any
questions
or
comments?
Seeing
none?
All
those
in
favor,
please
all
those
in
favor,
please
signify
by
saying
aye
aye,
those
opposed,
say,
nay,
the
eyes
have
it
and
those
items
carry
so
now
we're
going
to
move
on
to
our
discussion
items.
A
B
We
have
been
conducting
this
survey
of
our
appointed
boards
and
commissions
since
2009
the
city
benefits
from
the
volunteers
of
about
300
residents
who
serve
on
the
20
appointed
boards
and
commissions
in
the
survey.
These
boards
and
commissions
represent
a
key
component
of
community
engagement
and
active
community
engagement
activities
and
City
actions
and
decision-making
boards
and
commissions
members
provide
valuable
insights,
help
shape
key
policy
decisions
and
provide
community-based
input
into
the
design
and
administration
of
city
services.
This
work
is
imperative
to
ensure
that
these
volunteers
are
representative
of
the
city
of
Minneapolis.
B
Through
the
years
we
have
been
tracking
this
work.
We
have
become
a
model
across
the
u.s.
for
the
diversity
on
our
boards
and
commissions
and
the
way
we
track
it.
Director
rubra
door
has
had
conversations
with
the
government
Alliance
on
race
and
equity
and
the
project
on
municipal
innovation
through
webinars
and
has
written
blogs
on
a
subject
for
both
organizations
as
well.
We
have
been
contacted
by
other
cities
around
the
u.s.
B
B
B
B
Although
the
department
has
been
conducting
these
surveys
since
2009,
only
data
from
2014
and
beyond
is
included
in
the
report.
The
2009
and
2012
surveys
were
sent
to
a
broader
group
that
is
actually
outside
of
the
scope
of
the
survey
and
the
2018
boards
have
actually
changed
slightly
from
2016.
We
there
are
some
boards
that
were
no
longer
active,
so
we
removed
them
from
the
results
and
the
new
boards
have
been
created,
so
it's
2016,
so
those
have
been
included.
B
So
in
this
survey
report
we're
including
data
from
for
appointment
cycles
from
years
2017
and
2018,
and
the
response
rate
for
the
applicant
pool
is
43%
and
the
margin
of
error
for
all
questions
is
between
5
and
8
percent,
at
a
99%
confidence
level
and
lastly,
to
the
diversity
measures
that
we
tracked
through
this
report,
which
all
reference
quite
frequently
our
age,
disability,
education,
gender
income,
races,
myth
race
and
ethnicity
and
renters,
and
while
we
track
and
report
on
sexual
orientation,
there's
no
City
data
to
compare
it.
To.
B
B
For
this
presentation
today,
I
will
highlight
key
the
key
findings
of
the
survey,
while
the
full
survey
report
includes
more
details
and
information,
there's
been
a
steady
increase
in
diversity
in
residents
of
color
serving
on
city
boards.
We've
met
our
race
benchmark
by
being
within
80
percent
of
the
city's
population.
B
33%
of
our
board,
members
are
people
of
color,
and
the
population
of
Minneapolis
is
36%.
People
of
colors.
Our
boards
are
becoming
more
inclusive
with
the
creation
of
new
boards,
such
as
the
racial
equity,
Community,
Advisory
Committee
and
the
transgender
equity
Council.
There
is
now
a
more
dedicated
focus
on
racial
and
gender
equity.
B
Our
boards
need
more
diverse
representation
of
educational
backgrounds
amongst
our
members.
Currently
high
school
and
technical
school
graduates
are
underrepresented
in
our
boards
and
commissions,
and
we
need
to
ensure
that
more
renters
are
serving
on
our
boards.
Well,
the
city's
overall
population
is
about
half
renters
only
21%
of
renters
serve
on
our
boards
and
commissions,
and
additionally,
we
need
more
youth
ages,
18
to
24
serving
on
our
boards
Vista
age,
demographic
as
a
whole.
B
We
we
are
within
the
city's
dem
against
mark
that
we
track
in
this
report.
However,
we're
still
dramatically
low
in
that
specific
age
age
category,
and
we
have
also
seen
a
significant
decrease
in
the
number
of
individuals
serving
on
multiple
boards,
and
this
is
important,
because
the
more
seats
that
are
open
allows
more
people
to
get
involved
and
engaged
with
city
government.
B
The
neighborhood
Community
Relations
Department
has
a
five-year
plan
to
create
a
system
of
equitable
engagement
that
we
call
the
blueprint
for
equitable
engagement,
and
one
of
the
measures
tracked
through
this
online
dashboard
is
the
diversity
of
our
appointed
boards
and
commissions.
This
graph
is
from
that
plan
that
shows
the
year-to-year
trends
of
each
of
the
seven
diversity
measures
from
years,
2014,
2016
and
2018,
as
we
continue
to
track
our
results.
Over
the
years,
we've
seen
a
general
shift
in
overall
improvements
of
each
of
the
measures.
B
The
diversity
measure
dashboard
is
used
to
set
benchmarks
on
how
the
seven
diversity
measures
tracked
in
this
report
compared
to
the
city
population.
It's
intended
for
the
readers
of
this
report
to
quickly
make
comparisons
to
the
results
to
tabulate
the
benchmarks.
We
take.
The
survey
results
divided
by
the
data
set
and
for
this
year
it's
the
2017
American
Community
Survey
data
and
additionally,
for.
B
Diversity
measures,
age,
education
and
income.
We
use
the
Shannon
diversity
index
to
calculate
the
results
in
which
are
these
diversity.
Measures
have
a
range
of
options
within
the
category
and
the
Shannon
diversity
index
is
a
statistical
formula
commonly
used
in
population
studies
to
weigh
the
relative
diversity
of
a
community,
and
this
is
the
snapshot.
The
diversity
dashboard
from
the
2018
survey
results.
As
I
said.
We
need
seven
out
of
the
five
benchmarks
with
age,
disability,
gender
income
and
race,
ethnicity,
and
education
and
renters
is
in
the
yellow
category
which
we
deemed
and
needs
attention.
B
For
the
2018
survey,
we
show
a
4%
increase
in
people
of
color
serving
on
boards
and
commissions.
This
diversity
measure
is
one
that,
since
2014
has
shown
significant
improvement
from
year
to
year.
This
graph
shows
the
trend
line
of
our
survey
results
for
2014,
2016
and
2018
compared
to
the
city's
overall
population
for
the
overall
City
data.
An
interesting
point
to
note
is
that
the
city
population
for
people
of
color
actually
decreased
by
3
percent
from
2014
to
2018.
B
We
have
seen
a
significant
decrease
between
2016
and
18
survey
results
in
the
number
of
concurrent
appointments.
We
measure
the
number
of
people
who
serve
on
multiple
City
boards
and
commissions
in
this
survey,
because
the
less
people
who
serve
on
more
than
one
border
commission
leaves
opportunity
for
more
people
to
serve
in
general.
B
The
2018
survey
results
show
additional
results
that
that
we've
seen
in
past
years
in
the
way
respondents
chose
to
identify
their
gender.
The
survey
had
an
option
for
people
to
identify
in
any
way
that
they
choose
so
we're
reporting
on
results,
just
as
we've
received
them.
We
have
also
seen
an
increase
in
female
representation
on
our
boards
and
commissions,
and
this
is
the
reason
why
our
overall
benchmark
decreased
from
98
percent
in
2016
to
88
percent
in
2018.
B
Again,
while
the
city's
overall
population
is
made
up
of
50%
renters,
our
boards
and
commissions
are
only
made
up
of
21%
renters.
This
diversity
measure
has
the
most
opportunity
for
improvement.
Overall,
as
you
can
see,
we
track
the
results
and
report
on
the
results
of
who's
applying
who's
in
our
applicant
pool,
and
the
data
shows
that
about
40%
of
people
who
are
applying
our
renters,
so
there's
opportunity
to
get
more
renters,
actually
seated
in
education.
B
The
composition
of
our
boards
and
commissions
are
made
up
of
people
who
have
higher
formal
education,
and
one
of
the
things
that
we
really
need
to
work
on
is
expanding,
that
to
people
whose
education
comes
from
other
ways
with
more
diverse
backgrounds
and
life.
Experiences,
and
this
diversity
benchmark
is
that
59%
of
the
city
population
and
it
needs
attention.
A
Miss
Purdy
no,
but
actually
jump
in
right
click
here.
So
one
of
the
reasons
why
folks
are
able
to
engage
with
higher
levels
of
education
are
able
to
engage,
is
because
I
think
a
part
of
it
is
that
meetings
are
just
like
a
part
of
a
professionals
life
like
if
you
ask
most
professionals
like
what
do
you
have
I'm
like
humming?
These
do
you
have
they'll
be
like?
Oh
I
have
X
amount,
but
if
you
have
smoked
most
folks,
who
are
you
know,
working
class
or
you
know,
excuse
me
on
a
wage
hourly
wage?
A
A
You
know
thought
about
that,
and
how
is
that
incorporated
and
as
well
as
you
know,
now
it's
released
set
up
to
be
most
accessible
just
by
the
way
that
it
exists
for
folks
who
have
higher
education
and
more
flexibility.
So
so
what
are?
What
are
your
thoughts
would
have
and
NCI
talked
about
with
that
shirt.
B
Air
coming
ham,
council
members
thanks
for
asking
the
question.
This
is
a
part
of
a
larger
conversation
that
we've
been
having
with
the
clerk's
office
they
own
in
essence,
divorce
and
Commission
system
and
I'm.
Casey
Carl
is
here
today
and
he
might
be
able
to
delve
a
little
deeper
into
some
ideas
and
concepts
that
he's
been
having
conversations
about.
C
You
a
good
afternoon,
it's
good
to
be
here.
My
name
is
Casey
Carla
the
pleasure
of
serving
a
city
clerk
as
Cheyenne
mentioned.
This
is
a
policy
level
discussion
that
has
been
ongoing
for
several
years.
In
several
terms
now
in
front
of
council,
the
NCR
department
and
clerk's
office
worked
under
previous
vice-president
Liljegren
and
previous
vice
president
Glidden
on
a
series
of
process
proposals,
including
several
policy
recommendations,
which
would
include
many
of
the
things
that
you
had
mentioned.
C
Those
haven't
progressed
beyond
a
staff
study
at
this
point,
and
you
may
recall
that,
at
the
beginning
of
this
term
there
were
a
number
of
ordinances
that
had
been
introduced
and
not
completed
in
the
prior
term.
One
of
those
had
to
deal
with
boards
and
commissions
that
had
been
sponsored
by
the
former
vice-president
Glidden
and
was
reintroduced
and
is
now
being
led
and
authored
by
our
current
vice
president
Andrea
Jenkins,
who
I
know
as
a
member
of
this
committee,
and
couldn't
be
here
today.
C
A
D
Wanted
to
give
some
credit
to
NCR
in
our
and
the
City
Council
for
also
forming
the
one
Minneapolis
fund,
because
one
of
the
things
we
actually
did
with
that
fund
as
we
funded
organizations
that
we're
willing
to
give
people
training
and
experience
and
the
confidence
necessary
to
step
on
to
a
board
and
Commission
and
I.
Think
that
at
least
anecdotally
I
know.
D
We've
had
some
success
with
that,
and
also
not
only
kind
of
commending
our
own
staff
and
that
genius
of
our
council
for
thinking
of
it,
but
also
for
those
groups
who
apply
for
those
funds
and
provided
their
training
and
support
and
were
able
to
help
us
recruit
folks
to
get
on
these
boards
and
commissions,
which
I
do
think.
It's
one
way
to
get
at
what
you're
talking
about.
A
B
Chair
cunningham,
council
members,
so
we
don't
ask
that
question
specifically
in
this
survey
as
of
yet,
but
we
are
always
looking
at
ways,
we
can
fine
tune.
The
way
we
ask
questions,
one
of
the
things
that
we
do
do
is
well
like
overall,
the
way
we're
sharing
the
data
today
is
a
generalization
of
people
of
color.
The
survey
report
goes
into
more
detail.
We
ask
questions
that
allow
people
to
further
identify,
so
so
the
way
the
census
asks
the
question:
that's
the
way
we
have
our
general
questions.
B
Structured
is,
you
know,
are
you
African,
American
or
American,
Indian,
and
so
on?
We
have
questions
that
allow
respondents
to
further
identify.
So
let's
say
you
check
the
African
American
box.
If
you're
of
East
African
descent,
you
can
then
further
identify
that
your
Somali
Ethiopian
what-have-you,
so
that
is
one
way
that
we're
getting
more
idea
of
who's
actually
serving
on
our
boards
and
commissions.
But
I
will
definitely
note
that
and
how
we
can
improve.
The
survey
for
20/20
great.
B
B
And
one
of
the
last
slides
here
is
the
youth
category.
This
is
one
what
we're
actually
the
age
demographic
is
within
90
percent
of
the
city's
population.
So
in
overall
we
meet
this
category,
but
from
the
survey
results
we
can
see
that
we're
dramatically
low
in
representation
of
city
residents
ages,
18
to
24
serving
on
our
force
and
commissions.
Again,
we
do
have
some
opportunity.
E
A
B
Chair
Cunningham,
council
members.
Definitely
last
year
was
the
first
year
that
we
did
the
program,
so
we're
definitely
looking
at
ways
to
improve
it
and
make
it
better.
We
also
do
a
City
Academy,
that's
just
for
average
citizens
or
residents
to
participate
in.
So
we
have
multiple
opportunities,
but
we
do
want
to
explore
that
with
the
schools.
Great.
B
D
D
You
have
a
couple
questions
and
comments,
and
maybe
you
could
go
back
to
the
slide
that
shows
the
age
differences,
because
I
do
want
to
just
commend
us,
seeing
the
applicant
pool
there
from
27
to
2018
and
seeing
how
many
people
apply
from
the
younger
age
groups.
I
think
that's
pretty
significant
and
appreciate
that
it
does
point
to
an
ongoing
problem.
We
have
with
getting
younger
folks
seated
in
case
anybody
missed.
It
I've
been
a
proponent
of
trying
to
set
aside
more
youth
seats
because
I
think
that
would
be
a
way
to
pet
of
meat/meat.
D
This
I
think
it's
sometimes
it's
really
hard
for
a
young
person
with
less
experience
and
they're,
not
so
savvy
to
look
good
on
their
application
and
to
make
it
make
it
through
it.
It's
much
easier.
If
there
was
something
set
aside,
we've
always
had
attention
because
then
we
wonder
about
what
are
all
the
other
seats
we
should
set
aside
for
other
people,
so
I
understand
we're
still
dealing
with
that
in
it,
and
it's
unfortunate.
D
We
haven't
got
a
recommendation
coming
forward
at
this
point,
but
I
did
notice
it
for
the
green
zones
and
I
and
I.
Don't
think
the
green
zones
are
part
of
the
board
to
commissions
we've
evaluated
on
this,
but
there
are
efforts
coming
forward,
I
think
with
both
of
the
green
zones
to
set
aside
youth
seats.
So
that's
an
example.
Are
there
other
boards
or
commissions
you're,
aware
of
that,
on
their
own,
to
set
aside
a
seat
for
youth
all.
D
Okay
and
I
also
will
note
that
we
have
the
Youth
Congress,
which
I
know
isn't
also
part
of
this
boards
or
commissions,
but
that's
a
great
Avenue
that
we
could
pursue
as
we're
talking
about.
How
can
we
recruit
more
youth
and
bringing
them
in
I
appreciate
that
I
did
have
one
concern
that
I
want
to
know
it
I
noticed
it
on
our
disability,
for
example,
score
we
rated
really
high
and
11
percent
would
mean
we're
successful,
we're
reflecting
the
city.
We
have
a
committee
that
made
up
of
people
with
disabilities,
so
I
get
concerned.
D
Sometimes,
when
I
see
this
that
we're
gonna
skew
our
results
based
on
the
makeup
of
one
Advisory
Committee,
so
I
want
us
to
be
able
to
look
at
that
and
sometimes
I
think
it
might
be
useful
to
say.
Could
we
pull
that
out
and
see
how
we're
doing
I
also
have
a
concern.
Now
that
we
have
a
racial
equity,
Advisory
Committee,
we
may
actually
identify
some
other
committees
that
we
think
are
are
kind
of
focused
more
and
more
likely
to
be
more
diverse
or
have
different
kinds
of
representation.
I'll
know,
while
I'm
doing
that.
D
We
also
have
a
group:
that's
there
to
advise
us
on
people
who
are
older,
so
I
suspect
the
people
and
I
forget
the
new
name
of
our
advisory
group
on
Aging,
but
maybe
that's
it.
We
probably
have
older
people
there,
and
so
is
that
skewing
our
results
to
think
we're
doing
better.
So
I'm,
not
sure.
If
we
have
a
little
thing,
we
could
hand
folks
who
are
going
through
the
process
of
making
the
appointments,
as
well
as
making
recommendations
about
those
appointments,
but
that
we
can
look
at
here's
the
like
an
ideal
makeup.
D
Here's
what
we
should
do
I
know
I
participated
in
some
of
the
review
groups
for
applicants,
and
we
talked
about
that
and
we
look.
That
is
a
topic,
so
it
might
be
a
time
as
we're
kind
of
codifying
how
we
do
that
and
how
we
look
at
that.
It's
we're
just
reminded
to
constantly
be
looking
at
some
of
these
categories
or
whatever
we've
decided.
We
want
to
have
as
the
mix
to
look
at
that
I'm
sure
you
haven't
pieced
out
any
of
the
groups
and
looked
at
the
numbers
like
without
so.
B
Chair
Cunningham
council
member
Gordon
to
answer
that
specifically
I,
do
know
that
the
response
rate
for
the
disability
question
is
about.
Five
percent
is
due
to
actually
people
serving
on
the
Minneapolis
Advisory
Committee
on
people
with
disabilities,
so
that
the
additional
six
percent
is
other
board
members.
So
well.
I,
definitely
does
add
to
you
know
in
in
enhance
the
results.
B
D
B
B
D
Some
interesting
topic
does
and
I'll
just
note
that
I
saw
it
and
in
the
recommendations
or
something
that's
pretty
close
to
term
limits
having
to
do
with
the
neighborhood
boards,
and
I
was
curious
about
well,
should
we
try
to
be
consistent
on
both
of
those
and
it's
complicated?
Thank
you
very
much
for
indulging
me
great.
A
A
I
just
want
to
name
that
we're
striving
for
parity
to
reflect
with
the
receive
reflect
the
city,
but
also
to
take
into
consideration
that
not
only
has
it
not
bid
representational,
but
it's
actually
been
marginalizing,
historically
and
so
thinking
about
actually
equity,
which
is
sometimes
over
representation
of
various
communities
and
and
demographics,
and
so
just
wanting
to
name
you
know
it's
it's.
We
should
be
aiming
for
beyond
it.
A
I'd
not
here
like
this
is
where
we're
to
stop,
but
just
a
name
kind
of
where
we
are
of
how
it
is
actually
important
for
us
to
actually
aim
for
over-representation
so
that
we
can
have
a
more
equitable
balance
throughout
power.
So
with
that
they
no
further
comments
or
questions.
I,
move
to
receive
and
file
the
2018
appointment
boards
and
commissions
diversity
survey
report.
All
those
in
favor,
please
signify
by
saying
aye
I,
think
those
opposed
say,
nay,
the
eyes
have
it
and
that
item
passes.
A
F
All
right
good
afternoon,
chair
Cunningham
and
committee
members,
council
members,
my
name
is
a
Rio
fine,
I'm,
the
neighborhood
support
specialist,
any
neighborhood
support
specialist
at
neighboring,
a
community
relations
department
and
today
I'm
presenting
the
results
for
the
2018
neighborhood
board.
Diversity
survey-
and
this
is
a
receiving
file
item
today-
I'll
be
discussing
outcomes
of
the
2018
survey
as
we're
working
towards
it's
part
of
working
towards
our
goal
of
becoming
one
Minneapolis
where
disparities
are
eliminated.
F
And
so
what
our
goal
is
with
this
in
mind,
with
any
initiative
of
this
scale,
17a
Road
organizations
across
the
city,
there's
hundreds
of
volunteers
serving
on
neighborhood
boards
and
committees,
there's
both
stories
of
success
in
areas
for
improvement
at
that
neighborhood
level.
So
what
we're
gonna
look
at
today
is
the
following:
report
is
gonna
focus
on
a
citywide
level,
so
it's
gonna
be
a
snapshot
of
all
the
neighborhood
boards
survey.
F
Respondents
at
a
citywide
level
for
neighborhood
organizations,
and
this
is
where
we
focus
on
neighborhood
boards,
because
this
is
where
the
leadership
and
decision-making
body
is
for
an
organization
and
it's
where
we're
gonna
look
at
the
current
gaps
in
representation
on
seven
diversity
benchmarks,
and
it's
not
to
say
that
there's
not
many
other
ways
that
communities
are
engaging,
but
this
is
the
way
that
we
kind
of
look
at
a
representation.
So
we'll
start
with
what
the
survey
is.
F
This
is
a
biannual
survey
of
these
neighborhood
organizations,
70
neighborhoods,
there's
about
750
board
members,
currently
even
more
seats
available,
and
they
represent
the
forint
thousand
residents
of
Minneapolis
right.
So
they
are
geographically
based,
there's,
no
matter
where
you
live
in
Minneapolis,
a
neighborhood
organization
that
should
be
representative
of
you
that
you
should
be
able
to
have
a
vote
in.
He
serves
on
that
board.
F
So
our
process
for
ensuring
that
we
do
have
you
know
a
real
good
response
rate
is
that
we
go
out
to
all
70
neighbourhood
organizations.
We
attend
a
board
meeting
myself
in
the
other
neighborhoods
specialists
and
then
we
follow
up.
They
are
able
to
complete
it
by
hand,
and
then
we
follow
up
with
an
online
survey
for
those
who
aren't
able
to
make
it
to
that
and
that's
what
helped
us
get
a
really
high
response
rate
and
thankful
to
Cheyenne.
The
opponent
boards
and
commissions
follows
a
similar
process.
F
I'm
not
going
to
go
into
detail
about
some
of
these,
but
the
benchmarks
that
we
use
goes
up
to.
The
goal
of
a
hundred
percent
is
perfectly
equitable
representation
in
terms
of
the
city,
demographics
and
the
survey
respondents,
and
then
we
also
use
the
shame
and
diversity
index
for
age,
education
and
income.
F
It's
also
a
voluntary
survey,
and
it's
not
scientific
in
that
way,
but
it's
we
try
to
make
sure
that
we
make
it
as
accessible
as
possible
so
that
we
get
a
good
turnout.
These
are
the
seven
diversity
benchmarks
that
we
use
aged
persons
with
disabilities,
education,
gender
income,
people
of
color
and
owners
and
renters.
These
are
the
ones
again.
These
are
because
these
are
non
data
that
we
can
compare
it
to
a
city,
wide
demographic
snapshot.
Where
were
using
the
American
community
surveys,
2017
data,
so
I
just
wanted
to
highlight
the
response
rate.
F
We
have
a
74
response
percent
response
rate
that
was
the
same
as
we
had
in
2016
and
again.
2016
is
when
we
began
to
go
out
to
every
neighborhood,
that's
what
increase
from
2014
to
2016
their
response
rate.
We
have
554
participants
across
across
the
city,
and
so
this
is,
you
know,
a
goal
that
we
have
is
to
make
sure
that
this
remains
a
accurate
and
really
representational
snapshot
of
the
city
overall.
F
Alright,
so
this
is
our
dashboard.
This
is
available
on
then
see
our
website.
It's
based
off
its
part
of
the
blueprint
for
equitable
engagement.
Dashboard
that
we
utilize
and
it
provides
a
quick
overview
of
city
wide
level
and
year
to
year
on
the
seven
benchmarks,
I'll
go
into
a
little
more
detail
on
a
few
of
them
in
a
minute,
but
similar
again
to
the
appointed
boards
and
commissions,
we
calculate
the
benchmarks
out
of
a
goal
of
a
hundred
percent.
So
anything
as
you
can
see
in
the
gray
area.
F
F
F
Some
of
the
areas
to
point
out
the
city,
demographics
is
50
percent
renters
currently
and
there's
17%
renters
on
neighborhood
boards,
people
of
color,
there's
36%
in
the
city
and
eighteen
percent
neighborhood
boards,
and
then
the
areas
similar
to
the
point
of
boards
and
commissions
that
the
benchmark
is
shant,
uses
the
Shannon
diversity
index.
So
that's
a
snapshot
of
all
the
different
categories,
but
if
you
break
them
down
individually,
the
youth
ages,
18
to
24
are
significantly
underrepresented
and
those
with
income
under
$50,000.
F
So
this
is
our
closer
look
at
the
renter
hormonal
snapshot,
there's
770
current
board
members
and
so
just
to
give
a
sense
of
that
gap.
It's
a
you
know
a
thirty
three
percent
gap
in
terms
of
representation
of
renters
that
reflects
you
know
approximately
300,
less
renters
serving
on
boards,
and
we
like
to
see
in
terms
of
the
city
overall,
similar
snapshot
for
race
and
ethnicity.
D
F
So
yeah
there
be
an
over-representation
in
the
site
again
similar
to
the
appointed
boards
and
commissions
we
track
gender
identity
and
sexual
identity,
and
try
to
excuse
me
provide
in
our
survey
a
more
inclusive
way,
which
you
can
see
reflected
here.
Well,
the
citywide
census
data
available
only
provides
a
male-female
binary.
We
felt
it
was
important
to
provide
a
more
inclusive
approach
and
be
able
to
track
that,
but
with
these
two
besides,
you
won't
see
it
compared
to
a
city
wide
demographic
benchmark
because
that's
not
available
through
the
ACS
or
census
data.
F
The
last
thing
we
want
to
show
is
just
the
length
of
service
of
survey
participants.
So,
as
you
can
see
here,
majority
of
board
members
66
percent
approximately-
have
served
on
a
neighborhood
board
for
three
years
or
less,
and
it's
just
important
to
point
out
that
there
is
a
bit
of
transition
and
so
there's
plenty
of
opportunity
for
new
folks
to
get
involved
in
in
these
institutions
and
and
be
involved
in
their
neighborhoods
and
and
that's
the
the
bulk
of
the
slides.
F
It's
important
to
note
here
then
again,
the
numbers
I
shared
our
citywide,
but
our
day-to-day
works
of
the
work
that
I
do
as
a
neighborhood
specialist,
with
the
neighborhood's
I
work
with
isn't
an
individual
neighborhood
level,
and
so
with
those
though
each
have
their
own
unique
gaps
and
our
strategies
for
engagement
will
look
different
with
each
neighborhood.
As
an
example,
there's
a
need
to
have
more
renters
on
neighborhood
boards.
F
You
see
that
in
the
snapshot,
but
the
strategy
for
reaching
out
to
and
engaging
renters
is
going
to
look
different
in
the
Camden
in
your
north
communities
compared
to
maybe
downtown
or
Powderhorn
drop
town.
Well,
there
haven't
been
significant
changes
in
the
citywide,
the
significant
shifts
in
the
representation
citywide
results.
F
There
have
been
neighborhoods
and
communities
that
have
seen
some
shifts,
and
those
are
the
example
that
are
going
to
be
reflected
and
invaluable
in
thinking
about
the
work
that
we
do
and
how
we're
going
to
continue
to
serve
so
just
one,
it
kind
of
emphasized
our
goal.
Neighborhood
accumulations
would
like
to
see
more
equitable
representation
at
neighborhood
boards
throughout
the
city,
and
this
requires
a
partnership
and
collaboration
with
the
70
neighborhoods.
These
are
independent
nonprofits,
so
we
work
alongside
and
with
staff
and
volunteers
and
these
neighborhood
organizations
towards
these
goals.
F
So
this
survey,
we
don't
break
down
to
the
neighborhood
level
just
for
the
privacy
concerns
that
may
be
individuals
would
have
making
that
data.
You
know
available
from
us
and
what
we
do
have
for
every
single
neighborhood
is
a
min
compass
data.
So
we
have
the
American
Community
Survey
data
for
each
neighborhood,
so
we're
able
to
sit
down
with
a
staff
member
or
the
board
as
I've
done,
even
just
this
weekend
with
a
board
and
say
here's
the
demographics
of
your
neighborhood.
D
D
There's
a
staff
group,
that's
looking
at
it
yeah
so
I'm
just
we
should
think
about
how
we're
gonna
help
neighborhoods
understand
where
their
needs
are,
where
they
aren't,
so
that
they
also
can
have
that
information,
because
you
could
easily
see
that
if
they
didn't
know
it
was
100
percent
homeowners,
they
might
be
thinking.
Some
of
us
are
renters
for
a
long
time
now.
The
neighborhood
boys
I
know
talk
to
one
another
and
they
ask
each
other
questions
and
usually
answer
pretty
openly,
but
nevertheless,
something
to
think
about.
Maybe
as
you're.
F
D
Maybe
I
just
want
to
share
an
observation
because
I've
been
on
the
council
for
a
while
and
it's
this
was
just
a
very
small
idea,
the
first
year
that
we
did
it
I
want
to
give
credit
to
the
civil
rights
department
with
a
one
department
that
I
could
get
excited
about
it
at
the
beginning
to
say
we
should
maybe
do
an
audit
of
our
boards
and
commissions,
and
then
the
coordinators
office
came
on
board
I
think
we
maybe
started
before
NCR
even
the
first
time
you
were
there.
You
helped
us.
D
Okay,
good
I
know
that
I
went
around
to
boards
and
commissions
with
the
surveys,
with
some
staff
to
to
try
to
get
people
to
fill
it
out.
So
was
a
teeny
idea.
Nobody
was
sure
who
would
amount
to
anything,
and
so
my
colleagues
look
what
can
happen.
You
have
an
idea
and
you
get
some
buy-in
now
you
come
back
years
later
and
what
was
Cheyenne
saying
about
this,
like
people
are
looking
at
us
thinking,
we're
doing
this
really
well
or
whatever.
So
it's
great
to
see
that
it
we're
using
it.
D
A
Could
you
go
back
to
slide
10,
please
so
I
wanted
to
get
some
clarification,
so
I
know
that
diversifying
boards
neighborhood
boards
for
the
various
neighborhood
associations
has
been
a
priority.
That's
something
that
folks
have
been
talking
a
lot
about.
What
support
does
NCR
provide
to
neighborhood
organizations
to
be
able
to
actually
bring
more
folks
of
color
into
the
organization
yeah
chair.
F
Cunningham
customers,
that's
an
excellent
question.
I
believe
two
years
ago
we
came
forward
with
some
some
recommendations
as
well,
and
some
of
the
things
that
we
have
put
in
place
in
the
last
few
years.
We've
instituted
learning
labs.
So
we
have
our
community
specialists
who
work
with
different
cultural
communities.
F
East
african,
southeast
asian,
african,
american,
american,
indian
and
latino
communities
provide
learning
labs,
so
series
of
workshops
during
the
day
and
in
the
evenings
that
we've
done
that
for
about
two
years
as
an
opportunity
and
in
a
direct
response
to
neighborhood
organizations
asking
for
support
and
engaging
particular
demographics
and
communities.
In
my
role
as
a
neighborhood
specialist.
The
primary
way
that
I
can
be
of
support
to
neighborhoods
is
to
talk
to
through
this
and
sit
down
with
them
and
talk
about
ways
that
they
can
better
engage
different
communities.
F
The
fall
of
2016
part
of
it
was
asking
how
they
were
going
to
engage
underrepresented
communities
and
particularly
asking
them
to
reflect
on
what
was
mentioned
earlier,
their
demographic
data
for
their
neighborhood
and
how
they
were
going
to
make
sure
that
they
were
reaching
groups
that
they
hadn't
previously
reached,
and
we
then
were
charged.
The
neighborhood
specialists,
along
with
our
community
specialists,
went
out
and
met
with
each
of
the
neighborhoods
to
talk
through
sort
of
a
plan
going
forward.
So
those
are
some
of
the
steps
we've
taken.
F
A
I
know
that
the
one
Minneapolis
fund
also
I
know
it
focuses
on
boards
and
commissions,
but
it
also
focuses
on
neighborhood
associations,
so
we've
seen
it
have
a
boosts,
we're
sort
of
making
correlation
that
there's
some
pathways
there.
Why
do
you
think
we
haven't
seen
that
reflected
in
the
neighborhood
associations.
F
Councillor
Cunningham
councilmembers
I.
It
is
a
good
question
and
I
think
one
of
the
things
that
the
the
difficulty
of
snapshot
of
this
is
that
it's
550
for
individual
entries
and
70
different
neighborhood
organizations,
so
I
think
there
are
places
where
that
success
has.
Actually,
you
know,
can
be
realized
either
an
individual
neighborhood
that
I've
maybe
seen
just
through
the
work
that
I'm
doing
or
we
will
eventually
break
this
on
in
a
planning
district
area,
so
that
provides
a
little
bit
smaller
a
little
bit
more
nuance
of
a
snapshot.
F
So
you
can
see
areas
where
there
is
growth
in
terms
of
say,
renter,
engagement
or
people
of
color,
and
then
others,
where
you
know
for
one
reason
or
another
might
have
actually
dropped.
So
so
there
is
movement
within
you
know,
within
the
city
in
different
neighborhoods.
That
might
now
be
reflective
of
the
slide
as
far
as
the
one
Minneapolis
influencing
neighborhoods
I
don't
have.
The
Cheyenne
might
be
able
to
share
some,
then
we're
and
how
many
we
know
from
the
surveys.
But
it's
it's
a
big
enough.
A
A
That
I
move
to
receive
and
file
the
2018
Minneapolis
neighborhoods
board
diversity
survey
report,
all
those
in
favor
signify
by
saying
aye
aye,
those
opposed,
say,
nay,
the
eyes
have
it,
and
that
item
passes
the
next
presentation
that
we
have
is
receiving
and
filing
a
report
relating
to
the
Minneapolis
workplace,
advisory
committees,
research
and
recommend
a
spa
lesea
recommendations
to
address
wage
theft
in
Minneapolis
and
I
will
turn
the
floor
over
to
our
ears.
Welcome.
G
Thank
you
thank
your
committee,
chair
Cunningham
and
council
members.
We
were
here
last
June
and
told
you
we'd
be
back,
and
so
here
we
are.
We
really
really
appreciate
you
taking
the
time
to
hear
from
us
today
and
for
supporting
the
important
work
of
this
committee.
So
collectively
we
have
spent
a
lot
of
time
on
the
wage
theft
issue
over
the
last
year
and
a
half
and
two
years,
and
it
actually
even
is
been
underlying
every
single
conversation.
We've
had
around
earn
sick
and
save
time
and
minimum
wage
as
well.
G
So
we
have
and
I
appreciated
this
boards
and
commissions
presentation,
because
we
see
a
lot
of
diversity
reflected
in
our
own
board
with
the
workplace,
Advisory
Committee
and
we
have
a
very
engaged
committee
with
a
lot
of
collaboration
and
a
lot
of
diversity
of
viewpoints
and
I
do
want
to
take
the
time
for
you
to
actually
see
the
diversity
of
the
people
who
are
participating.
So
myself,
Jim
router
from
Target
Molly
Glasgow,
is
a
small
business
conglomerate
Veronica
from
the
workers
center
Chris
Connery
would
take
action.
G
What's
here
when
Tana
and
Milliken
another
small
business
owner,
Natalie,
Martin,
small
business,
tristan
Jimerson,
tacocat,
restaurant
small
business
way,
Luneberg
hospitality,
industry
and
labor
ginger
Jensen
from
$15
and
Rebecca
Lucero,
formerly
of
the
Minnesota
Council
of
nonprofits,
and
we
just
want
to
make
sure
you
understand
the
depth
of
the
credentials
of
this
committee
and
the
work
that
we're
bringing
to
you
and
great
representation
both
from
workers
who
are
experiencing
it
directly.
All
the
way
up
to
the
lawyers
who
can
help
us
figure
out
the
nuances
of
some
of
these
policy
issues.
G
So
a
great
diversity,
great
collaboration
and
a
lot
of
excitement.
And
just
one
thing
is
like
this:
isn't
a
new
body
of
work
like
I
had
already
said
it
is
kind
of
completing
the
work
that
we
need
to
do
around
minimum
wage
and
earned
sick
and
safe
time.
So
we
are
not
proposing
a
new
right
that
needs
to
be
protected.
We're
looking
for
what
we're
talking
about
today
is
enforcing
the
work
that
we've
done
to
date.
G
H
Thank
you,
I'm
Veronica
man
does
more
at
co-director
of
sip
tool,
and
so
I
wanted
to
just
take
a
quick
second
to
talk
about
what
wage
theft
is,
there's
a
million
different
ways
that
which
that
happens,
but
I
wanted
to
get
a
sense
of
like
the
scope
and
the
nature
of
it.
So
you
see
here
there
are
issues
of
unlawful
deductions
where
employers
are
just
removing
hours
or
removing
pay
from
people's
checks.
H
There's
not
you
know,
there's
over
time
and
not
getting
paid
working
more
hours
and
people
are
getting
paid
for
if
the
list
goes
on
and
on.
This
is
just
a
sampling
of
some
of
the
some
of
the
issues.
I
wanted
to
particularly
highlight
miss
classification
of
workers
being
classified
as
independent
contractors.
That
really
should
be
workers,
and
it's
a
there's.
There's
there's
not
a
lot
of
weather
in
the
city
or
a
state
level.
H
H
We
did
a
survey
and
about
half
the
respondents
responded
that
they
have
experienced
wage
theft,
there's
a
really
a
seminal
study
that
the
National
Employment
Law
Project
did
in
2009
that
showed
that
of
the
low-wage
workers
in
for
Maine's
major
cities
that
they
interviewed
66
percent
of
workers
had
which
had
experience
which
theft
in
the
previous
week.
So
this
is
a
constant
it's
a
rampant
thing.
You
know:
we've
also
seen
100
percent
of
workers,
so
every
single
person
is
paying
higher
payroll
taxes
because
of
the
fraud
that
happens
when
workers
aren't
paid.
H
So
it's
it's
impacting
everybody.
It
makes
it
difficult
for
force,
especially
small
businesses,
to
actually
operate
on
a
level
playing
field
when
they're
trying
to
do
the
right
thing
and
other
employers
are
not
so
that's
big
picture.
This
is
a
member
of
said,
doula,
Cecilia
Guzman.
She
experienced
wage
theft.
She
took
the
case
to
conciliation
court
and,
even
though
she
won
in
conciliation
court
was
never
able
to
collect
that
judgment.
That
was
three
years
ago
and
she
hasn't
been
paid.
So
this
is
you
know
an
example
of
where
a
space
that
exists.
H
That's
supposed
to
help
resolve
this
problem,
just
isn't
sufficient
and
we
need
to.
We
need
to
do
more.
Amelio
me
Rhonda
Rios.
These
are
three
different
examples
of
the
wage
stuff
that
he's
experienced
over
the
last
few
years
that
he
had
concerns
about
and
came
to
us
within
janitorial
in
hotel
industry
and
working
at
a
convenience
store
with
just
what
just
such
an
absurd
reasoning
of
like
oh
well,
those
Sundays
when
you
were
working
that
was
volunteer
time.
H
So
we're
gonna
pay
you
for
that,
and
there's
not
even
a
an
attempt
to
like
actually
veil
what
employers,
but
some
employers
are
doing.
It's
just
really
quite
naked.
So
that's
another
example:
Gonzalo
mohei,
a
construction
worker
who's
often
actually
been
misclassified
experience.
Miss
classification
over
the
last
eight
years
he's
had
at
least
one
major
instance
of
wage
theft
a
year
and
that's
not
including
other
smaller
instances
where
he
essentially.
This
is
extremely
common
in
this
industry,
where
he
just
has
to
budget
for
like
assuming
he's
not
gonna
get
on
with
his
pay
every
year.
H
He
estimates
that
about
he
that
he
as
soon
as
25%
of
his
pay
is
not
gonna.
Come
in
and
then
those
wages
will
be
stolen,
he's
also
taking
some
employers
to
conciliation
court
and
one
I've
never
seen
a
dime,
and
this
is
Martha.
Who
was
a
member
of
settle
and
I'll?
Let
Martha
tell
a
little
bit
about
why
she's
here,
good.
I
Afternoon,
I'm,
Martha
and
I'm
a
victim
afraid,
stiff
I,
was
work
with
this
with
this
subcontractor
lady
Eden
Belden
in
Minneapolis,
with
an
st.
Paul,
and
she
have
me
and
another
person
working
working.
She
didn't
pay
us
after
she
promised
that
she
was
going
to
pay
pierce.
She
take
us
to
the
I,
came
to
settle
and
we
tried
to
recover
the
wages
by
going
to
the
court
and
still
didn't
recover
the
wages.
I
So
it
had
a
big
impact
on
me
because
at
that
time,
I
work
for
her
like
three
weeks,
I
couldn't
provide
for
my
family
I
couldn't
I
couldn't
pay.
My
rent
I
have
truly
gone
homeless
because
of
that's
all
with
this
past.
Well,
coming
in
I'm,
very
happy
about
something
is
gonna
happen
so
that
they
can.
We
could
recover
back
some
of
what
we
have
lost
Thanks.
H
Finally,
just
one
attempt
Evan
Kevin
Osborne,
who
works
in
the
restaurant
industry
where
he
is
named,
that
which
stuff
is
the
norm
that
is
regular.
There
are
many
different
ways
or
because
they're
getting
our
shaped
after
checks
or
just
myriad
problems
in
that
industry
in
ways
that
employers
are
not
paying
workers.
So
obviously
these
are
just
a
few
examples,
and
you
know
there
are
just
over
over
the
last
decade.
H
That's
a
tool
has
existed,
there's
thousands
of
workers
that
have
come
this
experiencing
these
problems
and
that
are
excited
to
have
finally,
this
opportunity
to
do
something
to
make
a
bigger
change
and
are
excited
to
come,
and
you
know,
provide
testimony
as
we
continue
to
move
this
forward.
Thanks
good.
J
Second,
all
the
legislation
that
we
looked
at
included
some
sort
of
written
notification
of
a
person's
wage.
This
written
notification
ensures
the
availability
of
some
clear
and
precise
documentation
if
a
claim
of
wage
theft
arises
much
like
we've
seen
in
other
Minneapolis
workplace
legislation,
the
public
enforcement
authority
would
grant
the
city
the
power
to
investigate
and
enforce
likely
through
the
civil-rights.
J
J
So,
based
on
all
of
this
research
that
the
committee
has
been
involved
in
to
kind
of
tie
this
up,
we
would
recommend
that
the
city
consider
including
the
following
in
a
proposed
Minneapolis
wage
theft,
ordinance
one
defining
a
wage
in
a
way
that
clearly
lays
out
wages
that
are
above
a
minimum
wage
overtime.
Exedra
are
able
to
be
recouped.
J
This
addresses
the
current
gap
that
does
not
allow
for
a
full
recoupment
of
wage
if
that
wage
is
more
than
the
current
state,
minimum
wage
or
city
establishing
a
place
and
a
process
to
contact
to
collect
wage
theft,
complaints
through
public
through
a
public
enforcement
of
authority
requiring
businesses
to
provide
written
notification
of
wage
rate,
payment
schedule,
overtime,
rules,
etc.
Since
most
businesses
already
have
written
notification,
hopefully
this
will
not
be
considered
overly
burdensome.
J
We
believe
that
the
vast
majority
of
businesses
strive
to
understand
and
be
in
full
compliance
with
all
the
legislation,
but
some
smaller
businesses
especially
have
difficulty
keeping
up
with
the
changing
landscape.
So
to
this
end,
we
do
think
it
is
important
to
not
only
put
money
into
enforcement,
but
equally
into
proactive
education.
I
think
now
we're
all
available
for
questions.
D
H
D
I
appreciate
that
it's
something
I've
been
been
looking
at
I'm
working
on
ordinance
to
help
protect
workers
who
are
involved
in
adult
entertainment
and
there
seems
to
be
and
they're
categorized
as
independent
contractors,
which
may
be
that's
what
they
want,
but
there
still
is
a
lot
going
on
there
kind
of
uncover.
My
second
question
is:
have
you
gotten
any
response
to
these
ideas
from
city
staff
at
all
in
the
City
Attorney's
Office?
And
if
so,
what
was
their
reaction
or
would
maybe
somebody
wants
to
offer
some
thoughts
now.
I
H
Sure
so
we've
been
yeah
I
mean
we've
been
we've
been
working
with
the
with
the
civil
rights
department,
and
you
know
we're
all
aligned
on
this.
We're
all
feeling
good
about
it.
Both
the
folks
that
are
on
the
committee
and
the
city
staff
that
we've
been
working
with,
we
also
worked
with,
had
been
working
closely
with
councilmember,
Palmisano
and
and
her
staff,
as
well
as
councilman
Fletcher,
and
his
staff
too,
and
like
there's,
there's
excitement,
there's
excitement
and.
J
C
K
Member
straighter,
thank
you,
yeah
I,
think
that
brings
up
an
important
point
like
I'm,
really
excited
about
that.
So
I
want
to
thank
the
committee
for
all
the
work,
because
I
think
we
need
this
worth
saying
that
this
makes
the
city
more
fair.
That
it'll
do
a
lot
of
us.
This
injustice
was
unseen
and
folks
that
don't
aren't
affected
it's
sad.
That
is
2018
that
we
have
to
make
this
change,
but
that's
that
I
don't
want
to
take
away
from
the
excitement
of
all
the
work
that
you've
done,
and
you
want
to
highlight.
K
The
enforcement
I
think
that
that's
a
big
part
is
one
thing:
to
have
the
laws
on
the
books
it's
another
if
we
can
enforce
them.
The
two
things
to
plug
from
that
on
the
rebuttal.
The
presumption
rebuttal
I'd
be
very
much
in
favor
of
that,
because
I
think
having
the
enforcement
and
then
have
the
burden
of
proof
be
on
someone
not
in
a
position.
K
Do
that,
such
as
a
worker
to
be
able
to
prove
that
I
think
might
make
these
laws
not
have
the
outcomes
we
want
and
then
secondly,
I'm
excited
to
see
the
private
action
in
there.
I
have
a
lot
of
faith
in
our
city
attorneys,
but
that's
that
if
we
start
to
see
so
many
of
these,
that
we
need
a
release
valve
I.
Think
that
provides
that.
L
If
I
may
mr.
chair
members
of
the
committee,
because
the
question
was
asked,
I
can
answer,
the
council
member,
Fletcher
and
I
are
looking
to
formally
introduce
something
in
the
May
time
frame
and
we
are
so
grateful
to
have
the
workplace
Advisory
Committee,
as
well
as
the
help
of
our
presenters
and
in
starting
to
have
these
conversations
in
public.
To
put
it
in
context.
L
It
wasn't
here
for
the
very
beginning,
but
there
is
a
there
is
a
House
bill
about
wage
theft,
representative
mahoney
and
believe
is
bringing
it
forward,
and
this
is
on
speaker
Portman's,
first
top
10
priorities.
So
it
will
be
interesting
to
see
how
far
they
get
in
these
next
couple
of
months
and
see
how
the
city
might
most
appropriately
plug
into
this
work.
So
thanks.
A
L
A
G
When
you
go
back
to
the
list,
thank
you
for
the
question.
When
you
go
back
to
the
list,
this
has
been
a
very
active
committee
and
one
of
the
charges
that
we
think
is
the
most
important
and
one
of
the
things
that
we
culture
that
we
provide
is
like.
Each
of
these
people
aren't
just
here,
representing
their
constituency,
they're
being
charged
with
going
back
into
their
networks
back
into
their
communities.
To
compile
the
information.
G
So--That's
have
been
happening
in
each
of
these
different
areas,
so
our
small
business
leaders
have
been
complete,
confining
convenience
conversations
and
their
small
business
communities
about
it.
Workers
have
obviously
been
driving
and
pushing
this
from
the
very
beginning,
so
they
have
a
seat
at
the
table
when
I've
gone
back
to
our
labor
unions
that
we
talked
to,
you
know
it's
my
job
to
make
sure
that
we're
talking
to
everybody
in
the
labor
movement
and
they're
being
engaged
in
the
process
and
then
the
same
with
the
business
community
as
well.
The
large
business
community
as
well.
A
Great
thank
you
there,
any
other
questions
or
comments
from
my
colleagues
all
right,
seeing
none.
Thank
you
so
much
to
the
committee.
Thank
you
to
city
staff
for
all
of
your
work.
Thank
you
for
the
folks
who
have
taken
the
time.
This
has
been
a
long
while
work
a
long
time
coming.
So
thank
you
so
much
for
everything
and
on
that
I
will
move
to
approve
the
receiving
file
of
the
report
of
the
Minneapolis
workplace,
advisory
committees,
research
and
policy
recommendations
to
address
wage
theft
in
Minneapolis.
A
All
those
in
favor,
please
signify
by
saying
aye
aye,
those
opposed,
say,
nay,
the
eyes
have
it,
and
that
item
carries.
Thank
you
again.
Next
up,
we
have
our
final
presentation,
which
is
the
2018
labor
standards
enforcement
division,
annual
report
on
both
sick
and
save
time
and
mental
wage
ordinance
enforcement,
and
from
here
we
will
turn
the
floor
over
law.
E
Resource,
thank
you
Cunningham
members
of
the
committee.
My
name
is
Brian
Walsh
I'm,
the
manager
of
the
labor
standards
enforcement
division
of
the
Department
of
Civil,
Rights
and
I'm
here
today.
To
give
you
an
annual
report
on
enforcement
and
implementation
of
labor
standards
for
the
year
2018,
just
a
quick
overview
and
background.
We'll
start
off
my
presentation
today
to
provide
a
little
bit
of
the
context
for
the
enforcement
and
outreach
data.
That
then
follows.
E
E
This
slide
shows
you
on
the
left
just
some
of
the
key
requirements,
the
substantive
legal
requirements
of
these
labor
standards,
ordinances
that
paid
in
most
cases
paid
sick
leave
or
or
unpaid
if
an
employer
is
fewer
than
six
employees
must
be
provided
at
a
rate
of
one
hour
for
every
30
hours
worked
may
be
capped
if
48
hours
nearly
80
hours.
Overall,
on
the
right
of
this
slide,
you
see
the
dates
and
rates
of
the
Minneapolis
minimum
wage.
E
Lot
of
our
time,
then,
is
also
spent
on
getting
that
information
into
the
hands
of
the
people
who
need
it.
One
major
main
way
that
we
do,
that
is
on
a
daily
basis,
we're
providing
direct
one-on-one
consultations,
mostly
with
employers,
but
also
with
employees,
phone
email,
in-person
meetings,
providing
the
specific
information
that
is
applicable
to
their
specific
workplace
and
working
through
the
different
logistical
problems
that
that
inevitably
arise
so
you'll
see
in
2018,
there
were
over
700
I'm,
sorry,
almost
750
direct
consultations.
E
Another
way
that
we
get
the
word
out
is
through
a
more
broader
approach
of
public
awareness,
building,
outreach
presentations
or
other
media
opportunities.
You'll
see
on
this
slide
on
both
the
geographic
map
of
where
we
were
in
2018
and
the
count's
and
the
timing
of
where
we
were
doing
different
things,
but
it's
is
65
different
outreach
opportunities
or
presentations
or
media
of
events
that
are
depicted
on
this
slide.
E
There
were
a
hundred
and
thirty
nine
complaints
filed
during
the
year
2018
up
significantly
from
2017,
which
makes
perfect
sense
because,
of
course,
the
second
safe
time
ordinance
came
into
effect
on
the
Midway
through
2017
you'll,
see
the
bottom.
Half
of
this
slide
illustrates
the
types
of
complaints
that
we're
receiving
and
all
of
the
all
of
the
bars
in
blue
are
different
types
of
sick
and
safe
time,
complaints
and
minimum
wages
in
the
green.
E
The
vast
majority
of
complaints
that
we
receive
are
regarding
sick
and
save
time,
not
not
minimum
wage
and
the
most
common
complaint
of
around
forty
percent
of
the
time.
It's
the
complaint
is
essentially
there's
not
a
poster
up,
we're
not
having
it
accrued
we're
not.
We
don't
have
access
to
it
at
all.
So
that's
that's
occurring
in
about
forty
percent
of
the
overall
forty
percent
of
the
complaints
that
comes
to
the
office.
E
This
next
slide
illustrates
the
industries
from
which
we
are
receiving
complaints.
The
number
that
jumps
out
immediately
is
the
42
percent
coming
from
the
restaurant
industry.
I
think
that's
not
as
not
a
surprise
to
to
anyone,
but
it
really
helps
us
think
about
how
to
proactively
focus
both
the
enforcement
and
outreach
efforts
in
the
future.
A
D
D
E
E
Well,
damages
for
the
fact
that
they
didn't
receive
either
the
minimum
wage
or
the
sick
and
save
time
at
the
time
that
they
should
have
received
us.
So
there's
oftentimes
some
some
cost
to
the
worker
that
they,
they
might
be
getting
the
second
save
time
now,
but
they
really
needed
that
pay
or
they
needed
to
be
paid
in
on
a
timely
basis.
And
then
the
orange
shows
some
of
the
some
of
the
penalties,
then
that
we
try
to
use
as
a
deterrent
for
a
deterrent
of
bad
actors.
Repeating
violations
in
the
future.
E
Advisory
Committee
the
civil
rights
Department
works
really
hard
staffing
that
that
committee
there's
a
lot
of
behind
the
scenes
stuff
that
and
work
that
goes
on
there
and
we're
excited
to
see
where,
where
you
all,
and
the
committee
workplace,
Advisory
Committee
take
that
wage
theft
working
2019,
we
do
have
a
collaborative
enforcement
contract
now
with
say
tool
for
2019,
and
that
is
that
is
really
exciting.
Work
because
say,
tool
operates.
A
worker
Center
has
essentially
a
legal
clinic
and
does
so
much
proactive
work,
proactive
outreach
in
high
violation
industries.
E
It
really
helps
the
Labor
Standards
Division
and
the
civil
rights
department
move
from
just
being
a
complaint
based
reactive.
You
know:
first-in,
first-out,
sort
of
processing,
complaints
to
really
getting
and
trying
to
look
at
holistically.
Where
are
the
problems
in
in
the
community?
Where
are
the
industries
that
have
the
highest
rates
of
violations?
And
what
can
we
do
about
that
on
a
proactive
basis?
E
A
Great
Thank
You
mr.
Walsh
excuse
me
today
of
my
colleagues.
Have
any
questions
or
comments
all
right.
Well,
I
was
curious.
Just
for
the
record,
if
you
could
explain,
you
talked
a
little
bit
about
texting
as
a
way
to
file
a
complaint.
What
are
the
other
ways
for
folks
to
be
able
to
make
complaints?
One.
E
They
can
call
3-1-1
and
we've
worked
really
hard
with
3-1-1
staff
to
to
train
their
operators
to
understand
how
our
online
complaint
filing
system
works.
There's
just
an
online
forum
and
the
3-1-1
operators
are
actually
trained
to
help
callers
either
fill
in
the
information
on
the
online
form
themselves
or
the
three
one
one
operator
can
actually
do
that.
Do
that
for
them
or
folks
can
can
literally
call
myself
from
my
staff
directly
and
we
can
help
fill
help
them
fill
out
that
form
the
online
form
then
kicks
off
the
official
process.
E
A
E
A
Great
with
that,
any
other
questions
all
right,
seeing
none.
Thank
you
so
much
for
that.
I
move
to
a
to
receive
and
file
a
report
on
the
labor
standards
enforcement
divisions,
2018
work,
including
sick
and
save
time
and
minimum
wage
statistics
that
cover
the
nature
of
violations,
specific
violations,
industries
and
occupations
with
high
rates
of
violations
and
the
penalties
assessed
on
with
that
motion.
All
those
in
favor,
please
signify
by
saying
aye
aye,
those
opposed,
say,
nay,
the
eyes
have
it,
and
that
item
has
received
and
filed.
Thank
you
very
much
mr.