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From YouTube: December 8, 2020 Executive Committee
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A
B
Good
morning
and
welcome
to
the
regular
scheduled
meeting
of
the
executive
committee
for
december
8th
2020,
my
name
is
jacob
fry
and
I'm
the
chair
of
this
committee,
as
we
begin
I'll
note
for
the
record
that
this
meeting
has
remote
participation
by
committee
members
and
staff
as
authorized
under
minnesota
statute.
Section
13d
.021
due
to
the
declared
local
public
health
emergency
at
this
time,
I'll
ask
the
clerk
to
call
the
role,
so
we
can
verify
a
quorum
for
this
meeting.
D
C
B
Here,
let
the
record
reflect
that
we
have
a
quorum
and
can
therefore
proceed
with
the
business
before
us
today.
Colleagues,
our
agenda
is
before
us
and
I'll
move
to
adopt
the
agenda
as
presented.
Is
there
any
discussion
or
amendments
on
the
agenda.
C
B
D
E
C
B
That
brings
us
to
our
discussion
items.
The
first
item,
which
is
item
number
three
on
our
agenda,
is
an
update
from
the
human
resources
department
regarding
waivers
granted
since
the
implementation
of
the
city's
hiring
freeze.
This
is
a
report
scheduled
to
be
received
at
every
executive
committee
meeting,
while
the
hiring
freeze
is
in
effect
and
I'll
recognize
deb
kruger
from
the
city's
human
resources
department
to
give
the
update
ms
kruger.
F
Thank
you,
mayor
frye
member
council,
members
of
the
executive
committee,
again
ted
kruger,
I'm
here
to
give
an
update
on
the
hiring
freeze
waiver
report.
Since
the
last
report,
we
did
at
executive
committee
on
november
4th
next
slide.
Thank
you.
The
waivers
that
we'll
be
going
through
today
go
are
waivers
that
are
effective
through
october
13th.
Those
are
hiring
waiver
so
that
have
been
completed
and
finalized.
F
So
far
over
the
past
month
and
a
half
we've
had
a
few
more
pass
through,
but
they
weren't
done
by
the
time
I
needed
to
get
this
report
done.
We
also
have
a
number
that
are
outstanding
with
the
elected
officials
for
review.
I
would
expect
our
next
report
to
have
quite
a
few
more
completed
so
through
october
13th
we've
only
had
an
additional
two
va
hiring
waivers
finalized
in
the
process.
F
So
the
two
additional
waivers
brings
us
to
106
waivers
received
to
date
or
through
october,
13th,
87
of
which
have
been
approved.
Eight
were
partially
approved
where
the
the
department
requested
a
number
of
positions
to
be
filled
were
only
a
a
subset
of
those
were
approved
and
then
11
denied.
F
The
next
slide
shows
a
department
breakdown
of
how
many
waivers
have
been
submitted
by
each
department,
the
approval,
the
number
of
hires
associated
with
those
approvals,
the
cost
of
those
hires
for
2020,
and
then
the
number
of
subset
of
number
permanent
positions.
Those
approved
hires
contained.
F
So
you
will
see
the
two
approved
waivers.
One
was
for
cpad.
It
did
not
affect
the
number
of
permanent
ftes.
It
was
for
a
very
short
term
detail
assignment
for
an
employee
who
was
out
on
for
in
a
critical
position
on
fmla.
F
In
fact,
that
detail
is
ending
here
at
the
end
of
this
month
and
then
one
permanent
position
in
the
finance
property
services
for
an
accounting
tech
and
that
position
is
a
role
that
supports
accounts,
receivables
specific
to
the
new
public
service
center
receivables
and
the
billing
processes
that
go
out
with
the
new
public
service
center.
F
And
then
I
know,
micah
intermil
is
here
to
give
a
budget
update
to
financials,
update
on
the
hiring
waiver
process
and
he'll
come
up
in
just
a
moment.
So
the
last
report
would
be
the
diversity
impact
in
the
hires
so
of
the
98
98.5
positions
that
have
been
approved
to
be
filled
57
had
been
filled
through
november
30th.
The
last
time
I
ran
the
data.
It
includes
an
additional
seven
higher
since
the
last
report
on
november
4th
by
gender.
F
Again
on
the
left-hand
side,
the
bar
charts,
those
those
were
the
numbers
in
our
last
report
in
the
end
of
october.
So
over
the
past
month,
seven
additional
hires
have
really
can
remain
stable.
Five
were
males
and
two
are
females,
and
our
percentages
of
highers
by
gender
have
remained
the
same
over
the
past
month.
So
at
68
percent
of
those
hires
is
male,
1,
32
female
and
then
the
next
slide
is
highers
by
race
and
ethnicity,
again
with
the
seven
additional
higher
since
the
end
of
october.
F
Four
of
those
buyers
were
for
white
employees
and
three
would
buy
pac
again.
Left-Hand
side
of
the
chart
shows
the
percentage
of
hires
by
race
and
ethnicity.
A
month
ago,
at
72
percent
wiped
28
bipod.
The
percentage
of
my
pocket
have
gone
up
slightly
to
30
percent
and
then
70
percent
for
white,
and
then
the
next
slide
shows
those
additional
seven
highers
by
higher
type
again
since
october,
28th
we've
had
three
new
hires
and
four
promotional
hires.
F
It's
taken
our
the
percentage
of
new
hires
that
were
female
48
of
the
25
external
hires
and
48
of
those
25
hires
were
bipac
and
then,
on
the
right
hand,
side
you'll
see
the
the
two
charts
from
a
month
ago
and
then
current
through
11
30
for
promotion.
F
Hires
we've
had
an
additional
four
promotional
hires
of
those
32
promotions.
19
were
female
and
13
were
my
pocket
employees.
Those
numbers
dropped
slightly
from
the
last
report.
At
the
end
of
october,
I'd
be
happy
to
answer
any
questions
or
concerns
that
you
have
before
we
move
to
micah's
budget
update
financial.
D
Thank
you,
mayor
brian.
I
just
want
to
thank
miss
krueger
for
really
disaggregating
this
data
and
and
providing
us
these
updates
in
in
ways
that
we
can
kind
of
distinguish.
You
know
who
is
being
hired.
I
really
appreciate
those
efforts
and
it
seems
like
there
is
some
equity.
I
mean
the
numbers
are
low,
but
if
we
can
stay
at
this
rate,
that
seems
like
a
really
positive
step
forward.
So
I
just
wanted
to
say
thank
you
for
that
effort,
appreciate
it.
B
B
F
G
Mr
intermil,
yes,
thank
you
mayor,
so
I've
got
just
a
brief
update
to
the
the
financial
impact
of
the
hiring
and
wage
freeze.
If
we
could
have
the
next
slide,
please
so
I
I
will
apologize
at
the
outset,
as
as
we've
been
working
night
and
day
on
the
revised
or
on
the
budget
markup,
I
failed
to
update
a
few
month
names
here,
but
the
numbers
that
you
see
on
the
screen
are
are
accurate.
G
So
just
as
a
quick
reminder,
the
2020
revised
budget
included
a
hiring
freeze
that
was
estimated
to
save
23
million
across
all
funds.
That
amount
was
removed
from
department
budgets,
a
wage
freeze
of
6.1
million
dollars
across
all
funds.
That
amount
was
removed
from
department
budgets
and
last
month
I
had
given
you
an
update
on
where
we
were
as
of
september.
So
this
should
say
a
one
point:
million
dollar
variance.
As
of
september.
G
We
were
ahead
of
the
the
prorated
budget
at
that
time
with
there
are
just
a
few
wrinkles
in
this
data
related
to
our
the
the
way
that
our
budgets
are
set
up
in
in
elections
and
reimbursable
projects
that
work
through
public
works.
That
are
skewing
the
data
a
little
bit
so
at
the
time
I
said
you
know
we
really.
You
can
interpret
this
as
we're
very
much
on
budget
in
terms
of
our
personnel
spend.
So
can
I
have
the
next
slide.
G
Please
it's
hard
to
see,
but
through
october
now
you
see
a
variance
of
2.1
million
2.1
to
2.2
million
dollars.
G
The
the
big
thing
that
happened
in
october
is
we
implemented
through
our
accounting
system,
the
cost
containments
associated
with
our
our
budgetary
leave
and
furlough
cost
containments
that
were
part
of
phase
two
of
our
2020
revised
budget,
and
so
that
brought
down
the
budgets
a
little
more
than
it
brought
down
the
spend
and
we'll
see
that
savings
accrue
through
november
and
december.
So,
materially,
there's
really
no
difference
this
month
than
there
was
last
month
and
then
the
the
other
point
that
I'll
make
is
there's.
G
There
is
still
some
more
work
to
cycle
through
our
financial
system
with
respect
to
our
payroll
budgets,
specifically
in
regards
to
the
the
cares
act.
So
the
as
you
know,
the
city
received
over
30
million
dollars
in
cares,
act,
funding
and
a
portion
of
that
funding
has
been
used
to
support
costs
of
payroll
for
public
health
as
well
as
public
safety,
and
almost
entirely
in
in
this
case,
when
we're
talking
about
public
safety,
we're
talking
about
the
fire
department,
and
so
as
that
filters
through
our
financial
system.
G
In
the
months
of
november
and
december,
we
will
see
the
this
variance
draw
down,
as
as
those
budgets
are
impacted
by
the
allocation
of
those
dollars.
So
just
as
I've
said
the
last
few
months,
we
we
truly
are
on
track,
as
we
forecasted
through
the
the
savings
estimates
to
reach
all
of
our
goals
and
the
the
waiver
process
has
not
impacted
that
at.
B
All
thank
you
so
much.
Mr
intermilar.
Your
expertise
and
work
here
is
greatly
appreciated.
Do
we
have
any
questions
for
mr
intermel
before
we
move
on
to
the
discussion
item
here?
Number
three.
B
Seeing
no
further
discussion
I'll
direct
the
clerk
to
file
that
report
item
number
4
on
our
agenda
is
a
report
regarding
the
options
for
converting
city
holidays
into
floating
holidays.
I
believe
that
presentation
will
be
given
by
our
chief
of
human
resources
officer,
patience,
ferguson,
ms
ferguson.
H
Thank
you
very
much
mayor
fry
and
members
of
the
committee.
The
purpose
of
this
presentation
today
is
to
just
give
you
an
overview
of
some
options
that
we're
looking
at
regarding
options
of
converting
the
city
holidays
until
floating
holidays.
H
Before
I
get
started,
I've
noticed
there's
a
couple
of
corrections
that
we
will
work
with
the
city
clerk's
office
to
correct
one.
Is
that
under
the
section
regarding
city
impact,
I
noticed
that
it
says
assessors
and
we
need
to
make
that
correction
and
then,
when
we
look
at
one
of
the
areas
in
terms
of
a
potential
consideration
for
a
floating
holiday,
we
need
to
make
a
correction
and
say
that
labor
day
is
the
first
monday
in
september,
so
we'll
work
to
make
those
corrections
in
the
the
rca.
H
So
just
a
bit
of
background
information
on
this.
After
you
know,
as
a
human
resources
department,
we
are
constantly
looking
at
what
we
can
do
to
identify
policies
and
practices
designed
to
support
workforce
equity
and
inclusion,
and
after
the
unfortunate
killing
of
george
floyd
and
the
subsequent
civil
unrested
follows
many
organizations
in
both
the
private
and
the
public
sector.
I
made
decisions
to
incorporate
the
juneteenth
holiday
into
their
paid
leave.
Programs.
H
Minnesota
was
the
fourth
state
in
the
in
the
entire
nation
to
officially
recognize
juneteenth
governor
wallace
proclaimed
friday
june
19th
2020
as
juneteenth
freedom
day.
Subsequently,
our
employees
have
contacted
many
of
people
in
their
in
leadership
regarding
the
interest
in
having
a
holiday
recognized
by
the
city
of
minneapolis.
H
In
addition,
we've
also
had
many
of
our
employees
who
have
different
backgrounds,
different
religious
practices,
etc.
Talk
about
the
need
to
have
a
much
more
inclusive
and
a
much
more
equitable
way
to
celebrate
various
holidays
within
the
city
and
our
employee
resource
groups
have
also
mentioned
the
need
to
do
that
as
well.
H
We
have
some
information
in
the
civil
service
rules
and
in
some
of
the
collective
bargaining
agreements
which
do
allow
employees
flexibility
regarding
the
celebration
of
religious
holidays
that
are
not
christian
holidays,
so
just
want
to
give
you
a
little
bit
of
background
of
that.
What
we
did
is
we've
taken
that
information
in
consideration.
H
Currently,
as
a
city,
we
have
11
paid
holidays
with
no
floating
holiday,
and
so
what
we
are
proposing,
based
on
the
information
that
we
have
gathered,
is
to
really
look
at
exploring
the
possibility
of
establishing
a
floating
holiday
for
city
employees
that
an
employee
can
take
any
time
with
supervisor
approval
options
could
include
replacing
a
fixed
holiday
with
one
or
two
floating
holidays
and
the
two
that
we're
looking
at
for
your
consideration
are
the
day.
H
After
thanksgiving
and
presidents
day,
there
is
precedent
within
the
various
jurisdictions
within
the
state
where
they
are
also
doing
something
similar.
For
example,
the
state
excuse
me,
hennepin
county
has
made
a
decision
to
allow
christmas
eve
to
be
considered
as
a
floating
holiday.
H
There
are
other
considerations
as
we
move
to
to
really
looking
at
that,
whether
that
is
a
operational
considerations,
letters
of
agreement
for
22
bargaining
units.
We
also
will
need
to
have
a
council
action
that
will
require
a
change
to
the
city
or
ordinance.
One
of
the
other
things
that
we
did
as
well
is.
We
did
look
at
what
the
cost
would
be
to
the
city
with
regard
to
adding
a
floating
holiday
over
and
beyond
what
we're
currently
doing
and
the
indirect
cost
of
that
would
be
approximately
three
hundred
thousand
dollars.
H
So
what
we'd
like
to
do
again
is
to
explore
what
would
be
some
potential
options
of
taking
the
existing
holidays.
We
have
and
considering
one
of
those
as
a
floating
holiday
and
I'm
available
to
answer
any
questions
that
you
might
have.
B
Thank
you
so
much
director.
Do
we
have
any
questions
for
miss
ferguson.
B
Cnn
I'll
just
tell
you
that
I
really
appreciate
this
move
on
on
a
on
a
personal
level.
I
council
vice
president
james.
B
You're
done
I,
I
appreciate
the
the
willingness
to
look
at
this
shift.
You
know
not.
Everyone
is
on
the
traditional,
christian
and
or
even
judeo-christian
calendar
and
to
allow
for
some
additional
flexibility.
There,
I
think,
is
huge.
You
know
I
I
usually
like
to
take
yom
kippur
and
rosh
hashanah
off,
at
least
in
some
form
and
having
that
flexibility,
not
not
for
me,
but
for
everyone
else.
That
is
not
in
line
with
that.
You
know
more.
B
D
Thank
you
mayor
and
thank
you
director,
ferguson
and
is.
Is
there
a
recommendation
on
a
holiday?
I
mean
impetus
for
this
conversation
as
you
provided.
The
context
was,
you
know
juneteenth,
and
so
I
I'm
curious
as
to
how
we
can
make
that
connection
so
that
you
know
our
city.
Employees
can
feel
like
you
know
this
is
that
response,
and
you
know
it
seems
like
if
you
know
president's
day
this
connected
to
president's
day.
D
It
it,
you
know,
that's
four
months
away
from
juneteenth
like
I
don't
you
know,
how
do
people
get
that
sort
of
message
that
you
know
this
is
kind
of
that
response
or
that
it's
okay
to
to
take
juneteenth
off
like
I,
I'm
just
not
sure
how
we
make
that
connection
for
people.
H
Thank
you,
council
vice
president
jenkins
and
members
of
the
executive
committee.
That
will
be
part
of
what
we
will
have
to
do
from
a
messaging
perspective,
because
there's
a
lot
of
work
that
has
to
be
done
in
that
regard.
Part
of
that
is
number
one
we
have
to.
We
have
to
change
the
ordinance
number
two.
We
have
to
really
communicate,
and
that
will
this
in
no
way
we
don't
want
to
see
the
message
of
doom
team
be
diminished
by
us
establishing
a
floating
holiday.
H
But
what
we'd
like
to
do
with
all
of
this
work
is
really
figure
out
number
one.
How
are
we
going
to
communicate
this
number
two?
Why
we're
doing
it?
The
way
that
we're
doing
it
and
number
three
really
lift
up
the
work
that
and
and
really
send
that
message
out.
So
that
would
be
part
of
it
in
terms
of
us
looking
at
what
that
plan
is
going
to
be
what
we
realized,
because
I
started
looking
at
this.
H
This
past
quarter
is
there's
a
lot
of
different
moving
pieces
with
regard
to
this,
and
so
it's
going
to
give
us
the
opportunity
to
number
one
make
the
decision
of
what
the
holiday
would
be,
but
number
two
really
communicate
this
broadly
with
all
of
our
stakeholders,
so
that
everyone
understands
why
we're
doing
this?
Why
we've
made
the
decision
and
how
we're
doing
it?
And
so
a
lot
of
that
is
going
to
be
around
communication,
because
we
don't
want
the
message
to
be
in
any
way
diminished.
D
Okay,
all
right
and
yeah
that
that's
a
a
tricky
proposition.
I
do
appreciate
it.
I
mean
you
know
I
I
worked
for
hennepin
county
prior
to
coming
to
the
city
of
minneapolis
and
and
they
had
floating
holidays
then
20
years
ago,
so
I
mean
we're
kind
of
trying
to
catch
up
with
the
rest
of
the
world
here.
But
yes,
thank
you
for
for
bringing
this
proposal
forward.
I
Yeah
thanks,
mr
chair.
I
also
just
wanted
to
express
my
support
for
this
direction.
I
think
the
questions
about
implementation
are
really
important
or
you
know,
are
we
following
through
with
really
creating
that
inclusive
environment?
That
truly
is
supportive
of
folks
making
the
choices
about
which
holidays
are
most
meaningful
to
them
and
their
families.
But
I
think
this
is
absolutely
going
in
the
right
direction
and
really
thankful
for
all
the
work
our
staff
in
hr
are
doing.
I
mean
we
are
you
know
it's
been
a
really
hard
year
for
city
staff.
I
I
People
have
gone
through
a
radical
shift
in
their
workplace
environments,
so
I
think
everything
we
can
do
right
now
to
support
our
employees
is
just
so
critical
to
retaining
our
workforce,
especially
our
diverse
workforce,
who
I
think
are
really
taking
on
even
more
in
this
time,
often
taking
on,
as
we've
talked
about
in
many
contexts,
the
emotional
labor
of
dealing
with
everything
that's
happening
that
are
bringing
their
skills
to
the
table
as
far
as
cultural,
competency
or
language
skills
or
community
engagement
skills
that
are
not
an
official
part
of
their
job,
but
are
being
increasingly
asked
to
provide
for
the
city,
and
so
I
think-
and
you
know
in
that
context
really
following
through
with
a
message
that
we
value
in
this
very
small
way.
I
The
the
diversity
of
our
employees
is,
is
the
right
the
right
track
and
appreciate
all
the
work.
D
I
did
mayor
bryant,
thank
you
so
much
and
just
recognizing
the
the
emotional
labor
that
you
are
spending
director
ferguson
in
this
process.
But
I
am
my
question
is:
is
there
a
is,
does
this
increase
our
paid
holidays
to
12,
or
does
this
just
replace
the
the
11
holidays
and
make
it
more
flexible.
H
Council
vice
president
jenkins
members
of
the
committee,
it
is
not
to
increase
the
number
of
holidays,
we're
in
line
with
what
many
of
the
jurisdictions
are
doing.
It's
allowing
us
to
be
more
flexible
and
much
more
inclusive,
with
the
existing
holidays
that
we
have.
A
Thank
you,
mr
mayor
members
of
the
committee,
just
to
follow
up
on
council
vice
president's
question.
I
think
that
part
of
the
reason
for
this
check-in
is
is
if,
if
the
executive
committee
felt
strongly
that
we
should
be
adding
a
holiday,
you
can
see
that,
as
patients
said
from
the
comparative
analysis,
we
are
on
par
with
other
jurisdictions,
there's
one
jurisdiction
that
actually
has
more
holidays.
But
if
you
wanted
us
to
explore
that,
then
that
was
direction
we
were
looking
for
today.
A
It's
just
that.
Our
assumption
was
given
in
these
financial
times
that
we
wouldn't
increase
those
costs,
but
we
also
completely
agree
with
council
president
bender's
thoughts
that
these
are
tough
times
for
our
employees.
So
this
is.
This
is
the
first
step
we
will
also
be
going
through
some
kind.
A
I
shouldn't
say
some
kind
of
we
were
going
through
a
very
intentional
engagement
process
with
our
employees
and
with
our
labor
partners
on
gathering
feedback
from
them
subsequent
to
this
meeting,
but
if
we
should
be
taking
a
different
direction
than
just
looking
at
one
or
two
floating
holidays,
your
feedback
would
be
very
helpful
at
this
point
in
time.
I
Thank
you,
mr
chair,
I'm
curious
and,
and
maybe
this
is.
I
You
know
more
for
for
follow-up.
I
guess
I'm
curious
about
the
amount
of
kind
of
effort
that
would
go
into
reviewing
the
idea
of
adding
a
couple
holidays,
a
splendid
holidays
versus
taking
a
more
a
bigger
look
at
the
question.
I
think
that's
partly
what
what
mr
ruff
just
kind
of
put
in
front
of
us
I've
actually
been
wanting
to
reach
out
as
we
get
through
the
budget
process
here
and
look
into
next
year.
I
You
know,
I
think,
there's
a
lot
of
questions.
We
should
be
asking
our
employees-
and
I
you
know,
there's
capacity
in
hr
considerations
to
consider
this
capacity
in
hr
to
consider.
But
I
know
a
lot
of
our
employees
are
working
on
nights
and
weekends.
I
I
know
that
not
you
know
not
all
employees
get
paid
over
time.
I
know
I
know
department,
heads
and
staff
are
working
to
like
shift
hours
and
and
do
all
that
I
just
I
wonder
if
it's
even
an
opportunity
as
we're
thinking
about
this
smaller
question
about
adding
a
couple
floating
holidays
of
you
know
if
we
are
going
to
be
doing
engagement
and
checking
in
with
employees.
I
We
are
also
raising
a
lot
of
other
questions
that
are
broader
and
that
have
been
on
my
mind
and
weighing
on
me
as
well.
So
I
guess
I'll
leave
that
to
be
answered
here
or
for
future
conversations
that
will
be
continuations
from
stuff
we've
been
talking
about
lately.
H
Council
president
ben
I'd
like
to
respond
to
that,
and
thank
you
so
very
much
to
all
of
you
for
your
input
and
your
concerns.
We
have
been
in
response
to
just
looking
at
some
additional
data.
We
have
been
working
with
micah
and
director
endemil
and
his
team
to
get
a
little
bit
more
data
with
regard
to
what
potentially
would
be
the
cost
of
adding
a
holiday.
H
So
we
have
done
some
of
that
additional
work,
and
I
want
to
extend
my
thanks
to
katie
cairo
and
also
micah
for
giving
us
some
of
that
data.
So
we
do
have
that.
The
other
thing
too,
that
you
may
or
may
not
be
aware
of
in
response
to
getting
feedback
from
employees.
H
We
have
revised
our
engagement
process,
employee
engagement
process
to
now
do
a
pulse
survey,
which
was
just
completed
a
couple
of
weeks
ago,
and
we
added
a
couple
of
questions
to
that
engagement
survey.
A
post
survey
we're
doing
it
now
twice
a
year
as
opposed
to,
as
opposed
to
every
two
years.
We've
added
specific
questions
regarding
covet
and
regarding
of
racial
equity
to
that
survey.
By
the
time
I'm
I'm
actually
out
of
the
office,
but
I'll
be
back
next
week.
H
We're
gonna
have
some
really
good
data
that
we're
gonna
be
giving
to
the
departments.
So
that's
gonna
give
them
even
more
information
in
terms
of
just
gauging
what
employees
are
feeling
and
so
we're
gonna
we're
just
going
to.
In
addition
to
what
mark
has
said,
we
already
have
put
a
process
in
place
to
get
even
more
information
with
regard
to
employees.
H
We've
also
slightly
changed
our
performance
review
process
that
we
are
in
the
performance
review
process,
giving
the
opportunity
for
employees
to
talk
about
how
all
of
these
changes
have
impacted
them,
and
also
it
gives
the
department
heads
the
supervisors
and
the
managers
in
those
particular
departments
the
opportunity
to
celebrate
the
work
that
our
employees
have
had
to
do
in
this
most
trying
times.
B
Thank
you,
council.
Vice
president
jenkins,.
D
Thank
you
again,
mayor
frye,
director
versus
I
I
think
I
heard
you
mention
a
300
000
number.
Is
that
the
would
that
be
the
cost
of
adding
an
additional
holiday,
or
I'm
not
sure
what
that
number
was
referring
to.
A
If
we
add
a
holiday,
then
we
have
holiday
pay
in
our
contracts
and
so
people
who
need
to
work,
obviously
our
first
responders,
our
our
911
operators
and
dispatchers
all
work
on
holidays,
and
so
they
are
paid
extra
dollars,
and
so
the
300
000
is
an
estimate
of
what
those
holiday
pay
impacts
would
be.
You
know.
Obviously,
we
have
an
additional
cost,
which
is
if
we
have
one
last
day
to
do
the
work
and
we're
still
doing
the
same
amount
of
work.
A
Then
there
is
an
impact
and
as
council
president
bender
indicated,
we
we
don't
want
people
working
nine
hours
a
day
instead
of
eight
hours
a
day
in
order
to
just
enjoy
a
specific
holiday,
and
so
those
you
know,
those
are
the
secondary,
more
indirect
impacts.
I
think
that
that
director
ferguson
was
referring
to,
but
we
just
wanted
to
give
you
the
simple
math
of
what
the
holiday
pay
impact
would
be.
Okay,.
J
Gordon
yeah,
thank
you
very
much,
and
this
is
a
very
interesting
report
and
it's
hard
to
figure
out
what
will
be
make
the
most
sense.
One
thing
that
occurred
to
me
is
that
if
we
do
add
a
day
back
of
work,
that's
also
going
to
have
expenses.
J
So
if
all
the
lights
are
shut
off
and
if
the
heaters
aren't
running
on
president's
day
and
on
nobody's
coming
in
to
print
things
and
all
of
this
other
activity,
that's
occurring,
then
we're
saving
some
money
somehow
by
shutting
ourselves
down,
and
if
we
have
to
then
not
do
that
on
president's
day.
We're
going
to
make
our
commitment
to
the
community
that
we're
still
open
and
functioning
that's
going
to
be
a
challenge
to
do,
especially
if
everybody
chooses
that
as
their
floating
holiday.
Of
course,
that
would
be
really
tough.
J
So
it
might
be
easier
to
add
one.
I
do
like,
I
think,
the
county
kind
of
had
a
pretty
good
situation,
because
christmas
eve
seemed
like
a
simple
one
to
add.
I
I
could.
It
just
seems
complicated
to
have
the
thanksgiving
day
off
and
then
return
to
work
that
friday
or
not
complicated,
but
a
lot
of
people
will
see
that
and
view
that
as
a
personal
complication
and
a
hardship
to
what
they're
used
to-
and
that
could
also
happen
with
many
of
these
I
happen
to
like
that.
We
have
indigenous
people's
day.
J
I
think
that
makes
a
powerful
statement
so
that
the
ease
of
this
and
the
acceptance
of
it
to
our
workforce,
of
course,
they'd
see
a
much
bigger
benefit
to
adding
a
floating
holiday
and-
and
I'm
that's
my
interpretation-
I
don't
know
if
everybody
would
agree
with
that,
but
I
think
that
that
would
be
seen
as
a
really
big
win-win-win.
J
Although,
as
mark
said
it
means,
then
you
have
to
come
in
again
another
day
and
work
extra
hard
to
catch
up
on
all
the
stuff
you
missed
when
you
were
gone,
so
that
that
is
a
challenge.
Would
the
floating
holiday
be
required,
or
would
this
be
an
optional
holiday?
And
that
would
be
another
question
to
ask:
have
we
thought
about
that
at
all?
J
Let's
say
if
we
added
a
12-
and
we
said
this
is
an
optional
floating
holiday,
the
other
yeah
and
we
can't
really
add
a
floating
holiday
and
say
you
can
choose
which
one
of
your
other
holidays
to
work,
because
if
the
city
shut
down,
it
would
be
very
difficult
for
some
of
our
employees
to
show
up
for
work
being
the
only
person
sitting
in
their
office.
So
that's
a
challenge
too.
H
Well,
what
we've
noticed
council
member
gordon
members
of
the
committee
when
we
have
have
looked
at
floating
holidays,
if
you
will,
if
we
did
decide
to
go
with
with
even
you
know,
adding
a
holiday
what
we
would
we
put
some
containment
measures
on
that
so
that
you'd
have
to
take
that
holiday
that
year,
so
it
wouldn't
you
couldn't
use
it
in
to
if
you
use
it
in
2000,
you
can't
extend
it
to
another
year,
so
we
would.
That
is
a
standard
practice
around
those
types
of
kinds
of
of
holidays.
H
So
we
would
be
very
clear
on
what
would
be
the
the
restrictions
if
you
will
in
terms
of
using
that
holiday,
but
we
have
have
tried
to
if
that
is
something
that
the
council
would
decide
to
do.
We
would
definitely
make
sure
that
everything
is
easily
understood
by
everyone
what
the
implications
are
and
what
the
process
would
be.
J
And
I
just
have
a
follow-up,
because
I'm
curious
about
how
this
relates
to
just
pto
in
general,
so
it
paid
time
off
so
there's
sick
days
and
then
there's
other
excuses
for
you
to
have
a
day
off.
Is
there
any
just?
Do
we
now
offer
you
can
simply
take
a
free
day
for
without
explanation
to
us?
I
guess
it's
vacation
days
I
mean
one
idea
would
be
to
treat
it
more
like
an
and
we're
adding
a
floating
holiday
and
taking
one
vacation
day
away.
I
mean.
Would
that
be
that
make
any
sense?
H
Well,
that
council,
member
gordon,
if
we
did,
that
that
would
be
more
moving
more
to
a
pto
model,
and
currently
that's
not
the
model
that
the
city
has
currently
the
city
either
has
sick.
It
has,
you
know,
paid
holidays,
the
official
holidays
and
it
has
vacation
days.
So
those
are
the
the
models
that
the
current
you
know
the
city
currently
has
anything,
regardless
of
whatever
we
choose,
whether
it's
adding
a
holiday
or
it's
more
around
taking
the
existing
holidays.
H
Please
keep
in
mind
that
we're
there's
a
lot
of
work
in
terms
of
talking
to
our
labor
unions.
If
you
know
getting
the
loa
sign
for
them,
anything
that
we
make,
we
have
to
do
an
ordinance
change.
So
those
a
lot
of
the
back
end
kinds
of
things
that
we
have
to
take
into
consideration,
regardless
of
what
what
the
council
decides,
that
it
would
like
to
do.
J
And
I
think,
as
I've
maybe
suggested
before
I
do
favor
a
more
flexible
pto
approach
to
some
of
this,
then
it
doesn't
get
so
complicated
and
I
know
we've
worked
hard
to
make
sure
that
sick,
family
members
count
and
child
care
problems
count
and
all
of
these
other
issues,
but
that
makes
more
work
for
us
and
also
more
work,
sometimes
for
the
employee
to
figure
out
what
is
this
day?
I'm
taking.
I
need
this
day.
How
do
I
get?
You
know,
explain
it,
so
I
don't
know.
B
Yeah
before
I
I
I
just
would
like
to
hear
more
from
what
the
employees
think
and
want
before
we
advocate
for
an
additional
holiday
or
revamping
the
structure.
But
thank
you
thank
you
for
the
report.
Ms
ferguson's
greatly
appreciated.
I
don't
see
any
further
comments
on
this.
This
area
and
so
I'll
direct
the
clerk
to
file
that
report
and
the
final
two
items
on
the
agenda
today
are
interim
designations
item.
B
B
That
appointment,
of
course
comes
on
the
heels
of
our
our
present
director
and
city,
assessor,
patrick
todd,
moving
towards
retirement
on
january
4th
and
congratulations
to
him
and
so
I'll
move
approval
of
both
interim
designations.
Is
there
any
discussion.
I
Thank
you,
mr
mayor.
I
just
want
to
thank
both
of
these
really
amazing
women
leaders
for
stepping
up
into
these
roles,
and
you
know
look
forward
to
working
with
both
of
you
I'll
note
that
this
is,
I
think,
the
third
second
or
third
time
we've
approved
truck
interim
director
brennan
for
this
role.
I
Cped
is
a
really
large,
complex
department.
You
know
this.
This
budget
is
making
something
structural
changes
in
the
department,
so
I
do
I'll
just
reiterate
my
desire
to
have
a
permanent
director
in
this
role.
I
think
director
brennan
is
doing
an
incredible
job.
Leading
this
department
cup
is
doing
so
much
of
the
critical
work
around
responding
to
homelessness
and
developing
our
affordable
housing
strategies,
informing
our
legislative
agenda
related
to
renter
protections
and
the
impending
impacts
of
any
lifting
of
the
eviction
moratorium.
I
The
economic
rebuilding
from
the
devastation
that
followed
the
unrest
after
george
floyd's
murder
of
just
such
central
work
to
the
city's
critical
response
to
everything
that
is
happening.
So
I
just
want
to
thank
especially
director
brennan
for
her
work
so
far
as
interim,
and
just
express
my
support.
Thank
you.
B
Thank
you,
council
president.
I
agree,
andrea
brennan
does
extraordinary
work
as
rebecca
mamquis
does
and
far
too
often
you
know
our
city
department
directors
really
get
mistreated
in
a
big
way,
and
so
I
think
I
really
appreciate
those
words
and
I
think
that
we
all
should
make
sure
to
honor
and
acknowledge
the
excellent
work
that
they're
doing.
B
I
see
no
further
comments
or
questions
and
with
so
I'll,
ask
the
clerk
to
call
the
role
on
both
items.
Number
five
and
six.
E
D
B
Eyes
that
item
motion
carries
and
items
number
five
and
six
are
approved,
and
with
that
we've
concluded
all
items
on
our
agenda
today
and
without
objection.
I
will
declare
this
meeting
adjourned.
Thank
you.
Everyone.