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From YouTube: March 8, 2021 Workplace Advisory Committee
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A
I'm
chelsea
glavitz,
gabito
gabby
can't
even
say
my
own
name,
gabio
president
at
the
minneapolis
regional
labor
federation
of
the
afl-cio,
we're
the
umbrella
organization
for
all
the
unions
in
minneapolis
and
the
west
metro,
and
then
I'll
just
read
names
down
the
list.
Anna
anna,
I
think
I
got
corrected
on
that
last
time.
B
Yes,
it's
anna.
Thank
you
for
remembering
yeah.
My
name
is
anna.
I
am
the
community
manager
at
ferris
state
brewing
cooperative,
which
is
a
cooperatively
owned
brewery
in
northeast
minneapolis.
Eric.
A
A
E
A
A
G
F
Ginger
hi
sorry,
I
just
joined
ginger
representing
15.
Now.
A
F
Hi,
sorry,
I'm
on
my
phone,
so
I
have
to
click
everything
with
my
finger
and
not
hang
up
on
accident
natalie
martin,
representing
small
business.
I
A
J
Wade
luneberg
with
unite
here.
The
hospitality
union.
A
I
would
like
to
know
who
guest
is
sometimes
kadijo
sanzan
with
a
phone?
Could
that
be
her.
E
F
A
Okay,
actually,
could
I
ask
you
to
maybe
help
identify
who
the
guest
is,
and
then
we
will
keep
going
with
the
agenda,
though,.
D
A
G
A
Okay,
well,
it's
all
public
meetings,
so
it's
not
a
huge
deal,
but
it
is
nice
to
know
who's
with
us,
because
we
we're
a
friendly
bunch
that,
like
to
say
hi
all
right.
Well,
why
don't
we
just
move
on
to
the
agenda
and
the
first
thing
at
the
top
is
some
announcements.
First,
we
have
an
update
from
brian
walsh.
G
Okay,
you
know
what
the
announcement
that
I
have
is
really
related
to
the
hospitality
worker
right
to
recall,
ordinance,
which
I
think
we'll
touch
on
later
in
the
meeting,
but
working
on
that
over
the
last
few
weeks,
trying
to
get
the
presentation
prepared
for
the
city
council
last
week,
working
with
frank
on
on
some
of
the
finer
points
of
that
we're
really
kind
of
starting
to
dive
deeper
into
it
and
pull
it
apart.
G
Knowing
that
the
timeline
on
it
is,
is
a
quick
one
and
just
appreciate
wade's
wade's
leadership
on
it.
Other
updates
frank
you
want
to
jump
in.
I
guess
we
would
be
probably
remiss
if
we
didn't
just
mention
something
about
the
derek
chavin
trial,
because
that's
kind
of
over
overshadowing
everything
that
we
do
right
now.
H
Yeah,
it's
kind
of
the
the
pink
elephant
in
the
room.
Isn't
it
well
for
the
for
the
department,
I
mean
we
are
we're
gonna,
try
to
to
move
things
forward
and
support
everybody
in
the
office
best
we
can
when
we
went
through
this
the
first
time
back
in
may.
It
was
very
hard
for
everybody.
I
mean
just
in
general,
it's
that
way,
but
very
hard
in
the
civil
rights
department,
so
we're
going
to
try
to
support
our
our
folks
best.
H
We
can,
as
as
we
try
to
do
this
work
and
it's
going
to
be
a
challenge,
but
but
we
will
succeed
in
this
we'll
all
get
through
this
together
and
you
know
on
the
end
of
it,
we'll
be
we'll
be
better
for
it.
H
So
you
know
we're
just
trying
to
adopt
a
positive
approach
moving
forward,
but
I
think
the
the
key
thing
to
focus
on
is
that
that
that
we
do
this
together,
and
so
that's
where
we're
at
right
now,
anyway,
looking
forward
to
working
with
all
of
you
moving
forward
and
as
we
see
that
light
come
in
the
end
of
the
tunnel
for
this
covid
thing
put
this
behind
us,
so
we
get
back
to
normal.
H
Well,
so
so
we
we
have
been
able
to
create
some
space
in
the
budget
for
some
positions
across
the
department.
Our
opcr's
is
going
to
be
hiring
a
lot
here
very
soon.
Our
sick
and
safe
time
folks
are
going
to
have
a
new
employee
in
that
area.
So
we're
very
happy
about
that
things.
H
Aren't
slowing
down
so
to
be
able
to
get
that
extra
help
is
going
to
be
a
major
step
up
for
us
and
we're
going
to
try
to
to
add
some
more
ftes
in
other
places
that
are
of
need
throughout
the
department
so
that
we
can
be
more
efficient
in
enforcing
those
ordinances
out
there
that
you
know
we've
got
to
be
proficient
at
enforcing,
so
we're
moving
along
we're
moving
along
and
and
hopefully
we
can
see
some
good
outcomes
later
on
this
year.
G
And
if
you
don't
mind,
chelsea
and
frank,
if
I
could
interject
just
a
moment
because
frank
is
humble
and
he
won't,
he
won't
brag
on
himself.
But
if,
as
you
guys
remember
a
couple
years
ago
now
you
leaned
and
lobbied
pretty
hard,
which
is
kind
of
what
you
do
and.
G
G
G
We
had
gone
through
the
entire
hr
process,
we
had
even
done
interviews
and
then
the
hiring
freeze
hit
like
before
we
could
get
the
person
in
the
door
and
it
has
just
kind
of
been
sitting
in
limbo
until
frank
leaned
into
it
really
hard
and
said
you
know
what,
because
there
was
there
always
has
been
this
process
of
hiring
waivers,
and
I
don't
know
what
all
it
involves,
but
it
it
involves
firing
fighting
with
other
departments
in
the
city
to
say
hey.
G
A
A
All
right
feel
free
to
jump
in
whenever
on
the
agenda.
If
you
have
anything
that
you
wanted
to
share,
the
next
thing
on
the
agenda
is
a
short
introduction
to
eric.
I
don't
think
I'm
one
that
can
facilitate
that
so
I'll
hand
it
to
you,
brian.
G
Yeah
eric,
I
will
spend
about
30
seconds
talking
about
you
and
then
pass
it
over
to
you,
but
eric
can
can
say
a
little
bit
more
about.
G
Eb
yeah
eric
can
say
a
little
bit
more
about
his
work,
but
I'm
really
excited
he
reached
out
or
actually
was
connected
to
me
by.
I
can't
remember
who
I
think
it
was
terry
gerstein,
yeah,
yeah,
terry
gerstein,
who
some
of
you
might
be
familiar
with.
She's
the
former
new
york
state
ag,
I
think,
and
is
really
active
in
sort
of
wage
theft
movements
nationwide.
She
had
connected
me
to
eric
because
he
is
working
at
our
local
or
or
well.
G
He
can
say
more
about
this,
but
essentially
working
in
our
local
legal
aid
office,
in
particular
in
in
the
area
of
employee
misclassification,
as
an
independent
contractor
and
really
coming
at
it
in
in
some
innovative
ways,
and
that
is
substantively
really
interesting
to
me
as
a
waging
hour
nerd
and
a
lawyer,
but
also
selfishly
just
adding
enforcement
capacity
and
the
possibility
of
wage
hour
lawsuits
on
the
plate.
G
Obviously,
on
on
the
plaintiff
side,
is
the
universe
of
people
doing
that
at
all
in
any
way,
shape
or
form
in
minnesota
and
in
the
twin
cities
and
in
minneapolis
is
really
not
very
big.
G
So
when
you
bring
new
sort
of
actual
filing
a
lawsuit
capacity
that
that
is
exciting
to
me
so
eric
I
I
I'm
hoping
you
can
say
just
a
few
words
and
I
and
so
you
know
the
folks
on
this
call,
have
been
working
on
on
issues
of
wage
theft
really
for
years
and
are
some
of
the
key
stakeholders
that
that
made
not
only
the
orton,
the
local
or
in
the
wage
theft
ordinance
possible,
but
also
the
state
statute
as
well.
C
Well,
thank
you
brian
thanks
for
inviting
me
to
join
your
meeting.
It's
it's
great
to
be
here
today
and
yeah.
I
want
to
acknowledge
and
thank
you
all
for
the
the
organizing
work
that
you've
done
to
get
the
statutes
that
legal
aid
is
able
to
use
in
our
lawsuits
to
try
and
seek
recoveries
and
justice
for
our
clients.
Without
you,
we
wouldn't
have
jobs.
As
brian
mentioned,
I'm
a
staff
attorney
at
mid
minnesota
legal
aid.
C
We
serve
clients
primarily
in
hennepin
county,
but
we
have
a
couple
of
statewide
projects
where
one
of
a
network
of
legal
aid
organizations
across
the
state
of
minnesota
and
mmla
has
recently
made
a
foray
into
the
wage
theft
space.
We
realized
about
the
start
of
the
pandemic
that
there
was
sort
of
a
set
of
claims
that
weren't
getting
representation.
C
Some
of
the
larger
firms
were
really
only
taking
wage
left
claims
that
were
upwards
of
500
000
or
a
million
dollars
at
stake,
and
a
lot
of
the
smaller
claims
sort
of
one-off
private
firms.
Weren't
taking
those
essentially
for
financial
reasons.
The
the
sort
of
amount
in
controversy
wasn't
worth
it
for
an
individual
lawyer
to
take
on
a
case
because
they
didn't
think
they'd
get
enough
back,
so
legal
aid
sort
of
stepped
back
and
said
this
is
a
spot
where
we
can
really
add
our
legal
expertise.
C
We
don't
charge
clients
for
legal
representation.
We
don't
necessarily
seek
attorney
fees
for
every
case
that
we
bring
so
we're
able
to
sort
of
take
these
smaller
wage
left
claims,
which
are
extraordinarily
extraordinarily
numerous
in
the
twin
cities
and
and
in
minnesota,
and
try
and
advocate
for
justice
on
behalf
of
particularly
low-income
workers,
who
currently
weren't
finding
representation
to
bring
their
claims
in
that
wage
theft
space.
I
started
at
mmla
last
october
to
focus
specifically
on
worker
misclassification
as
a
subset
of
our
wage
theft
work
and
related
to
our
tax
work.
C
My
work
is
primarily
focused
on
working
in
the
intersection
of
tax
and
employment
law
using
form
1099s,
which
is
what
independent
contractors
receive
from
companies
and
people
who
hire
them
to
screen
those
forms
for
indicia
of
misclassification
to
then
possibly
unlock
a
number
of
wage
theft
claims
that
might
go
unnoticed
if
they
continue
to
file
their
taxes
and
continue
to
be
treated
as
independent
contractors.
So
I'm
excited
to
be
here
sort
of
in
this
organizing
space,
I'm
hoping
to
partner
very
closely
with
worker
centers.
C
Our
wage
theft
unit
and
my
project
are
developing
a
partnership
with
say,
tool
that
I
think
is
going
to
be
very
exciting
and
I
know
say,
tool
is
here
on
the
call,
but
to
the
extent
to
which
our
work
can
support
and
collaborate
with
the
work
that
unions
and
worker
centers
are
doing
on
behalf
of
low-income
workers
and
to
the
extent
that
we
can
support
the
workers
that
you
all
work
with
in
their
wage
left
claims.
C
That's
sort
of
what
we're
here
for
that's
what
we're
aiming
to
do
and
I'm
really
essentially
looking
to
take
away
ways
that
our
organization
can
support
the
great
work
that
you
all
are
doing.
A
Thank
you.
I
put
this
in
the
chat,
but
it
seems
like
every
single
time
we
take
the
time
to
do
some
strategic
planning
and
look
at
the
issues
that
are
impacting
our
broader
community,
where
kermis
classification
always
rises
to
the
top
of
that
list,
but
because
of
these
intersections,
the
path
forward
hasn't
been
very
clear.
So
this
is
exciting.
Do
folks
have
questions
for
eric.
I
I
guess
my
question
hi
eric
this
is
veronica
from
sithul.
I
know
you've
been
working
with
india
and
some
other
folks
on
our
team.
Our
at
least
your
organization
has,
and
so
that's
that's
been
great
folks-
are
really
excited
about
it.
I
I'm
curious,
I
guess
I'm
just
wondering
in
this
space.
I
Are
you
here
today
that
such
that
we're
talking
about
how
we're
building
a
relationship
and
put
it
in
the
chat,
like
is
elle,
said
going
to
be
doing
work
around
this
classification?
Is
there
a
partnership
building
with
you
all
about
that
or
are
there
other
things
you're
looking
for
from
us
and
thinking
about
how
we
can
just
like
advance
this
body
of
work?
That's
just
like
so
under
like
scrutinized
like
it's
just
like
it's,
it's
it
just
goes.
C
Thanks
for
that
question
veronica,
the
short
answer
is,
I
think,
in
the
long
run,
we
would
love
to
find
opportunities
for
partnerships,
collaboration
and
then
support
for
initiatives
that
you
all
are
already
working
on.
I'm
a
pretty
firm
believer
that
partnerships
and
collaboration
come
best
when
they're
sort
of
already
established
relationships.
So
my
goal
for
joining
this
meeting
today
was
really
just
to
introduce
myself
my
project
and
mmla's
work
and
get
a
sense
of
who
all
was
in
this
space
in
your
meetings.
C
I'm
hoping
that
this
will
be
more
than
just
a
one-time
interaction
and
it
can
be
the
start
of
a
more
collaborative
relationship
and
possibly
developing
initiatives,
whether
statutory
or
organizing,
around
worker
misclassification.
C
I'm
not
necessarily
expecting
that,
as
a
result
of
my
presence
here
today
will
walk
away
with
specifically
identified
plans
to
move
the
issue
forward.
That
would
be
great
if
we
did,
but
I'm
I'm
sort
of
here,
hopefully
for
the
longer
term.
I
G
And
if
you
guys
don't
mind
me
chiming
in
once
again
eric-
and
I
were
talking
last
week
and
and
his
ideas
and
insight
about
misclassification
are
particularly
valuable
because
we
were
noting,
as
many
on
this
call
already
know.
G
Part
of
the
challenge
of
misclassification
is
that
when
a
worker
is
misclassified
as
an
independent
contractor,
it's
not
just
one
law
being
broken.
It's
like
all
the
laws
which,
in
some
ways
is,
creates
a
lot
more
potential
damages
for
the
worker,
but
also
a
much
bigger
challenge
for
the
worker
to
enforce
the
workers
rights,
because
there
are
so
many
different
agencies
or
that
one
would
have
to
go
visit
to
to
address.
G
You
know
you
have
the
workers,
comp
potential
workers,
comp
issues,
but
that's
one
place
you
would
have
to
go
and
address
that
unemployment
is
another
thing
you
have
to
go
address.
That
over
time
is
the
piece
that
often
touches
sort
of
wage
hour.
G
That's
what
you
could
come
address
at
labor
standards
or
at
the
dol
and
then
eric
is
what
I'm
excited
about
is
he's
looking
at
the
tax
liability
which
which
I
think
is
oftentimes
the
biggest
liability,
assuming
that
the
worker
wasn't
unemployed,
assuming
that
the
worker
wasn't
injured
and
you
may
or
may
not
have
some
unpaid
overtime,
which
may
or
may
not
be
easy
to
actually
prove.
G
Perhaps
the
tax
liability
is
biggest
is
the
biggest
problem
at
all,
and
I
don't
really
know
anyone
anywhere
that
I
would
even
be
able
to
send
a
worker
to
deal
with
that
issue,
and
so
that's
sort
of
the
the
fact
that
it's
so
spread
across
all
these
different
agencies
and
all
these
different
areas
of
law
is
a
challenge
and
then
the
fact
that
perhaps
the
biggest
liability
doesn't
there's
no
one
out
there.
G
H
If
I
could
chime
in
just
for
a
second,
so
so
one
of
one
of
our
viewpoints
on
all
of
this
is
that
now
around
this
work
we
can
be
so
siloed.
H
Everyone's
got
a
little
piece
of
of
the
pie
that
they're
working
on,
but
but
you
know
in
this
environment
right
now,
where
things
are
so
challenged
if
we
were
able
to
break
down
some
of
those
silos
break
down
some
of
those
walls-
and
everybody
takes
a
little
piece
of
of
something
and
we're
able
to
move
that
work
forward
as
a
group
right,
that's
how
we
serve
the
workers
in
minneapolis
the
best,
and
so
that's
one
of
the
things
that
we're
going
to
try
to
do
here.
H
Moving
forward,
that's
part
of
the
vision
and
having
that
relationship
with
legal
aid.
You
know
moving
forward
on
this
stuff,
it's
going
to
be
big
for
people,
but
we're
going
to
continue
we'll
we'll
find
those
relationships
in
all
corners
of
the
city
and
all
corners
of
the
state
to
try
to
get
this
work
done
and
to
have
it
be
meaningful
and
and
long-lasting
for
people.
So,
that's,
that's
the
that's.
The
focus,
and
this
is
one
of
the
first
steps-
is
creating
that
relationship
with
legal
aid.
Moving
forward.
C
Thank
you
all.
I
think
the
last
thing
I
would
add
is
is
I'm
super
excited
to
explore
possible
partnerships
with
this
group?
The
one
thing
I
can
sort
of
affirmatively
offer
right
now
is
mid.
Minnesota
legal
aids
intake
is
available
sort
of
for
any
low-income
worker
who
has
a
wage
claim.
So
if
you
all
are
working
with
workers
and
they
may
have
a
wage
theft
claim
and
they're
looking
to
get
either
council
or
representation,
we
have
sort
of
a
screening
process
that
our
intake
staff
would
be
able
to
work
through.
C
But
our
wage
theft
unit
is,
is
active
and
and
could
serve
as
a
resource
really
starting
today
and
tomorrow
for
workers
that
you
all
work
with.
If
it
would
be
helpful-
and
I
can
paste
the
intake
line
in
the
chat
so
that
folks
have
that
if
it
would
be
useful.
G
Share
so
I
admit
I
I
stuck
that
on
the
agenda.
I
don't
want
to
get
too
bogged
down
because
there's
a
lot
we
could
discuss
and
I
could
certainly
nerd
out
for
a
while,
but
I
just
wanted
to
maybe
just
acknowledge
you
know
huge
changes.
Button
administration
means
so
many
things
cascading
down
in
the
area
of
worker
rights
and
obviously
the
the
bill
that
looks
like
it's
about
to
pass.
A
A
Other
updates,
on
biden
administration,
you
know
our
own
building
trades
executive
director,
the
minnesota
building
trades
executive
director
was
appointed
to
the
department
of
labor.
I
can't
even
remember
which
role
I
was
going
to
look,
try
and
look
it
up
quick.
What
her
new
title.
A
A
Is
that,
and
it's
all
work
from
home
right
now,
but
would
normally
be
dc
based,
but.
A
Laborers,
sorry,
you
don't
want
to
mess
that
one
up,
no
just
kidding.
Okay
next
on
the
agenda,
then,
is
much
more
local.
The
right
to
recall
ordinance.
K
Still
can't
hear
you
dave
I'm
trying
to
get
closer.
Is
this
better?
That's
better
yep,
great
hi!
Everyone
dave
zafran
policy,
council,
member,
steve,
fletcher,
who's,
authored
the
right
to
recall
ordinance
here
locally.
It
was
a
pretty
brief
update,
but
it
passed
in
the
public
health
and
safety
committee
last
thursday
on
a
6-0
vote
after
a
public
hearing,
and
it
was
a
great
public
hearing.
We
had
some
really
powerful
testimony
from
folks
locally,
who
would
be
helped
out
by
this
ordinance.
K
So
that
was
good
to
see
and
hear
it
goes
to
the
palestinian
governance
oversight
committee.
This
wednesday
is
part
of
the
committee
report
and
then
the
final
vote
this
friday
by
the
full
city
council,
is
final
action
and
as
written,
this
will
go
into
effect.
Brian
double
check
me
here,
but
I
think
it's
june
1st,
if
I'm
thinking
correctly
and
may
1st,
is
it
may
1st,
my
apologies
wade.
K
J
G
You
should
probably
talk
on
and
wait.
I
was
you,
you
go
first
and
then
I
will
just
share
my
experience
at
the
public
hearing
last
week.
J
And
I
wanted
to
thank
you
and
andrea
for
a
great
presentation
at
the
meeting
last
week.
It
was
really
helpful,
I
think,
setting
the
table,
so
it
appears
that
the
ordinance
may
have
the
full
consensus
of
the
council
come
friday,
and
so
that
was
really
terrific
news.
J
At
the
at
the
phs
hearing
council
person,
paul
masano
asked
some
questions
around
really
around
the
funding
of
enforcement
in
the
near
future,
and
I
think
that
you
know
frank
and
brian
kind
of
addressed
what
the
future
looks
like
there
and
so
ask
an
answer.
But
it
was
a
good
question
and
otherwise
no
amendments.
J
G
Yeah,
similarly,
I
thought
the
public
hearing
went
very
smoothly
and
just
appreciate
both
wade
and
and
dave
and
council
member
fletcher's
leadership.
G
On
this
I
from
el
pa
elsa's
perspective,
I
mentioned
frank,
and
I
really
diving
into
the
kind
of
the
details
of
it
pulling
it
apart,
putting
it
back
together,
trying
to
figure
out
how
we're
going
to
communicate
it
to
community
how
we're
going
to
enforce
it
and
sort
of
trying
to
look
forward
and
think
about
what
you
know,
what
what
roadblocks
we
might
run
into
and
all
that
kind
of
normal,
the
normal
work
of
giving
life
to
a
brand
new
policy.
But
really,
as
I
was
sitting
in
the
public
hearing,
it
was.
G
I
was
gonna
sound
corny,
but
I
was
struck
by
oh
yeah.
These
are
human
beings,
and
this
is
going
to
have
a
real,
huge,
potentially
huge
impact,
and
I
am
personally
excited
to
to
work
with
hotel
workers
and
and
housekeeping
staff
room
attendance.
G
I
mean
that
is
like
man
just
absolutely
ground
zero,
as
I
mentioned
in
the
presentation,
ground,
zero
of
the
devastation
due
to
the
pandemic
and
a
shutdown
and
those
are
those
are
workers
that
we
need
to
be
kind
of
moving
to
the
front
of
the
line
and
everything
we
do
anyway,
and
this
ordinance
gives
us
an
opportunity.
It
gives
me
an
opportunity
to
focus
on
that
particular
industry,
that
particular
group
of
workers
and
really
try
to
try
to
dig
in
and
make
a
difference.
G
So
so
I'm
excited
and
wait
looking
forward
to
work
with
you
in
the
unionized
hotels,
obviously,
but
also
then
figure
out
how
we,
how
we
reach
out
to
non-unionized
hotels,
that's
right.
J
That's
right,
brian,
and
I
did
learn
a
testimony
the
other
day
that
it's
a
hard
two
minutes
and
I
got
cut
off
at
the
at
the
end
of
my
own
testimony,
and
so
I
didn't
get
to
thank
council
person
fletcher,
who
I
just
think.
J
I
I'm
consistently
amazed
at
how
serious
he
is
about
maintaining
and
raising
labor
standards
here
it
and
through
doing
it
through
real
process
and
and
through
tables
like
this,
and
I
just
think
it
it's
it's
always
it's
always
really
thoughtful
on
his
part-
and
I
appreciate
that
and
also
dave
was
very
helpful
without
question.
H
H
Brian
was
was
my
ace
in
all
of
this.
We
spent
a
lot
of
time.
H
Looking
at
this
ordinance,
I
mean
the
the
bottom
line
is
like
brian
was
saying
like
everyone's
saying
it
has
the
potential
of
helping
a
lot
of
people
and
that's
where
we
need
to
be
that's
what
the
sort
of
ordinances
we
need
to
pass,
those
that
can
have
an
impact
in
our
community
and
during
this
time
it's
just
needed
so
much
and
then,
and
also
I
I
was
calling
wade
early
on
you
know,
and
he
took
my
call.
We
had
a
couple
of
good
conversations
about
how
all
this
will
fit
together.
H
The
idea
of
trying
to
make
make
it
a
little
bit
more
aggressive,
so
employers
would
see
that
and
think
twice
all
of
that
went
into.
I
think
a
marvelous
piece
of
legislation
moving
forward,
we'll
enforce
it
in
a
way
that's
going
to
be
meaningful
for
people,
but
I
wanted
to
thank
brian
personally.
That
was
really
big.
What
he
did
putting
up
with
me.
Oh
my
gosh,
I
had
all
these
questions
and
he
was
patient
and,
and
that
was
needed.
So
thank
you
again.
Brian.
A
All
right
well,
thank
you,
everyone.
The
next
thing
on
the
agenda
is
the
downtown
workers
council.
So
if
we
could
get
an
update
on
that.
I
Yes,
I
can
give
us
an
update
on
that,
so
we
had
a
meeting
of
the
downtown
essential
workers
council
with
the
mayor
and
the
two
city
council
members
that
touched
downtown,
so
council,
member
fletcher
and
council
member
goodman
and
also
council
member
cunningham.
Was
there
because
he's
you
know
over
this
committee?
So
you
know
we
heard
a
lot
of
stories
from
workers
that
got
at
some
of
the
like,
really
specific
issues
that
just
like
haven't
been
able
to
be
addressed
through
some
of
the
overarching.
I
You
know,
policy
and
and
rule
making,
which
was
really
good
to
be
able
to
hear
those
specifics.
A
couple
of
things
that
were
that
really,
at
the
end
of
the
day,
I
think,
are
lifting
up
as
things
that
we
need
to
figure
out
how
to
move
on
and
that
potentially
have
the
power
to
move
directly
through
the
mayor.
I
Given
his
emergency
powers,
the
the
two
main
things
there
are
an
emergency
extension
of
earn,
sick
and
safe
time.
I
mean
essentially
what's
moving
at
the
state
level
and
you
know,
assuming
which
I
think
is
probably
fair
to
assume
that
we
won't
be
able
to
move
the
strongest
version
of
that
through
the
state
if
something
moves
it'll
be
likely
watered
down.
I
But
the
idea
of
this
is
that
it
ensures
that
workers
have
access
to
that,
because
you
know
there
are
especially
local
26
head
folks
that
could
testify
a
number
of
folks
talking
about
how
they
they
have
quarantined
like
three
times
and
like
you,
don't
get
paid
for
all
three
times
right
now.
You
know
you're,
like
you
have
to
stay
home.
I
So
if
you've
been
in
contact
with
somebody
and
so
you're
forced
to
either
you
know,
lie
about
it
and
go
to
work,
so
you
can
make
money
or
take
the
massive
pay
cut
of
not
being
paid
for
two
weeks
and
staying
home
to
make
sure
that
your
co-workers
are
safe
and
the
community
is
safe,
which
is
a
tough
tough
position
for
low
age
workers
to
be
in
so
that's
the.
So
that's
one
main
piece
and
then
the
other
piece
is
you
know.
I
Obviously,
right
to
recall
was
a
part
of
our
conversation,
but
that's
already
moving
forward,
but
the
other
piece
was
about
personal
protective
equipment
and
making
sure
that
workers
are
provided
with
appropriate
high
quality
ppe
specifically
including
masks.
So
you
know,
we've
talked
about
this
before
that
workers.
You
know
everybody
in
minneapolis
is
required
to
be
wearing
a
mask
when
they're
out
in
buildings
in
public,
and
so
that
is
of
course,
a
part
of
the
covid
preparedness
plan.
I
Every
single
employer
requires
workers
to
wear
a
mask
because
that's
legally
mandated,
but
the
employer
is
not
required
to
provide
masks,
and
so
that
puts
the
burden
on
a
worker
rather
than
putting
it
on
the
employer
who
is
requiring
it.
So
you
know,
it
seems
to
us
like
a
pretty
clear,
like
employer
should
be
required
to
provide
this
for
workers
and
they're
just
not
right
now,
and
so
that
is
another
issue.
I
Another
issue
that
kind
of
elevated
to
the
top
of
the
things
that
we
want
to
see
if
the
mayor
can
can
move
on.
So
those
were
the
two
main
things.
The
other
pieces
were
conversations
that,
I
think
are
more.
Like
a
conversation,
we
want
to
have
with
frank
and
that
we've
been
having
with
brian
about
like
how
do
we
make
sure
that
we're
doing
the
kinds
of
trainings,
worker-to-worker
education
and
targeted
enforcement
where
it
needs
to
happen?
I
You
know
those
are
our
issues
that
were
important
to
folks
to
workers
in
the
in
the
council,
but
that
I
think
we
can
are
things
that
we
can
work
together
here,
that
the
mayor
doesn't
have
to
necessarily
like
some
big
thing
about
so
yeah.
So
that's
so
that
was
that
we
need
to
schedule
a
follow-up
meeting
to
to
that
one.
But
we've
been
in
touch
with
the
chief
of
staff
with
gia
and
I'm
hoping
that
we
can
really
make
some
progress.
I
I
know
that
there's
a
lot
going
on
in
the
city
of
minneapolis
that
the
mayor
is
under
pressure
right
now,
but
like
also
like
there
kind
of
always
is,
and
so
we
got
to
make
sure
that
we're
doing
right
by
the
workers
that
are
making
downtown
run-
and
I
know
it's
also
a
particularly
hard
time
for
workers
downtown
right
now,
because
a
lot
of
workplaces
are
shutting
down
for
a
month
because
of
the
fear
of
what's
going
to
happen
in
downtown
minneapolis.
I
And
so
there
are
a
lot
of
employers
that
we've
already
heard
of
folks
who
work
like
service
work
in
the
down
in
downtown
that
are
just
shutting
down
operations
for
the
next
month.
Assuming
that
the
trial
will
create
massive
protests
that
you
know
all
of
that,
so
so
yeah,
so
that
the
update
is
like
that's
what
happened,
and
now
we
need
to
hear
back
from
the
mayor's
office
and
are
hoping
to
hear
back
soon
from
from
him
and
from
his
chief
of
staff
about
what
their
next
steps
are.
I
Evening,
there's
a
meet
workers
will
be
meeting
to
talk
about
to
talk
also
about
next
steps,
because
I
think
part
of
this
is
about
like
what's
the
conversation
with
the
mayor,
but
then
also
like
what
else
do
we
have
to
do?
Is
there
information
we
need
to
be
pulling
together?
We
need
to
be
engaging
more
workers
like
what
else
needs
to
happen
in
order
to
ensure
that
we're
we
can
move
forward
productively
on
this.
D
E
So
the
the
strategy
is
that
we
are
trying
to
work
this
into
end
of
session
negotiations
or
earlier,
if
there's
negotiations
around
a
coveted
relief
bill,
which
I
think
organizations
like
mine,
see
very
differently
than
the
senate
majority,
who
recently
heard
a
bill
to
just
sort
of
reopen
everything
as
long
as
there's
a
quote
good
faith
effort
to
keep
people
from
getting
coveted.
So
just
by
means
of
update
the
provisions
of
the
bill
at
the
state
level
apply
to
sort
of
two
groups
of
people.
E
One
group
is
folks
who
did
not
have
access
to
the
federal
family's
first
coronavirus
response
at
fikra
the
lead
provisions
in
ficra,
which
are
employ
workers
and
employers
of
500
or
more
plus
healthcare
and
emergency
responders,
and
so
that's
one
group
that
had
no
access
to
this
leave.
The
other
group
are
those
who
had
access,
but
for
which
the
requirement
ended
for
employers
to
provide
this
leave.
That
requirement
ended
on
december.
E
31St
was
the
last
day
of
that
requirement,
so
anyone
who
didn't
use
up
their
leave
under
fikra
by
the
end
of
2020
is
likely
not
going
to
be
able
to
access
it.
Although
and
it's
tied
very
closely
to
what's
happening
at
the
federal
level
at
the
federal
level,
they
are
proposing
to
extend
the
the
bill
that
passed
the
house
and
then
the
senate
would
extend
the
tax
credits
for
businesses
of
under
500
who
offer
this.
E
Although
again,
businesses
are
not
required
to
offer
this
provision
under
what
passed
federally
because
they
couldn't
extend
that
requirement
under
budget
reconciliation
and
that's
sort
of
the
path
that
they
needed
to
pass
the
bill
through
the
senate.
E
So
so
the
tax
credits
will
be
extended
and
will
provide
tax
credits
for
an
additional
two
weeks
of
leave
starting
april
first.
E
E
So
the
real
need
for
this
bill
is
making
sure
that
workers
who
are
for
who
are
at
large
private
businesses
can
get
access
to
leave
that
they
need
and
that
workers
whose
employers
are
no
longer
offering
the
lead,
even
though
they
are
still
helping
the
tax
credit.
Can
can
get
that
leave,
so
that's
what
we're
working
to
do.
We
have
an
amendment
that's
going
in
on
wednesday.
That's
going
to
limit
it
to
essentially
a
large.
E
It's
still
a
large
number
of
workers,
I
think
nearly
50
of
the
workers
in
the
state,
but
that
are
in
what
are
traditionally
considered
more
frontline
positions
where
they're
they're.
You
know
the
essential
workers
who
couldn't
stay
home
like
many
of
us
here
on
this
call
so
hoping
to
get
that
passed
and
in.
I
Nope,
I
think
that's
it.
Oh
actually,
I
have
a
question.
Do
do
folks
from
staff
and
lsad
have
communication
with
gia
generally
about
the
work
that
we're
doing
as
a
committee.
G
Yeah,
fair
question:
no
generally,
no,
occasionally
yes
and
I
think
frank
you
might
be
able
to
speak
to
it.
I
think
you
have
some
con
more
regular
communication
with
the
mayor's
office.
I
would
assume.
H
Yeah,
generally
so
outside
of
our
director
structure,
if
there's
something
special
that
comes
up
from
time
to
time,
we'll
get
direct
communication
from
from
the
chief
of
staff
she's
one
of
my
primary
contacts.
So
if
I
have
anything
that
that
comes
up
that,
I
need
to
talk
to
her
about,
she
makes
herself
available
and
it
goes
both
ways.
We
talked
about
the
recall
ordinance.
For
instance,
she
had
some
questions
about
where
we
were
on
it,
and
so
that's
generally
how
things
work
out
within
the
department.
I
Okay,
yeah,
I
guess
I
think
that's
one
thing
that
might
be
helpful
in
moving
this
forward.
Is
I
just
like
this
committee?
I
know
the
committee
as
a
whole
has
not
really
had
communication
with
gia
jamie
was
our
primary
contact
before
she
left,
but
I
think
it
might
be
helpful
for
gia
to
hear
from
you
frank
about
or
like
to
just
check
in
about
like
hey.
How
is
this
moving
forward
just
so
that
there's
you
know
someone
else
kind
of
checking
in
with
her
about
it.
F
If
I
could
add
a
quick
comment
as
we
about
the
discussions
around
colbit
paid,
sick
and
conversations
at
the
city
level-
and
I
know
there's
also-
the
state
bill
is
to
also
keep
in
mind
that
there
are
businesses
who
do
offer
this
and
so
allowing
some
section
or
sections
there
to
allow
for
credit.
For
that,
for
example,
target
does
offer
this
right
now
for
our
hourly
employees,
and
it's
not
a
one-time
use
so
acknowledging
that
there
are
businesses
that
do
offer
this
through
their
own
policies
and
trying
to
build
in
some
type
of
credit.
F
Yeah,
I
mean
you
know
the
hard
thing
with
that,
as
you
acknowledge.
Is
it's
never
a
one-time
use
right.
It's
if
you're
exposed
it's
the
contact,
tracing
piece
and
then
also,
if
you
are
diagnosed
yourself
so
from
at
least
target's
position,
we've
acknowledged
that
people
would
have
to
potentially
use
it
multiple
times
and
so
being
able
to
offer
that
has.
F
As
you
know,
we
are
staffing.
Our
stores
allowed
us
to
have
some
flexibility
with
that
staffing,
so
people
can
go
out
and
take
care
of
themselves.
So
I
it's
a
good
idea
to
just
know
that
there
are
businesses
that
are
offering
it
and
write
the
credit
so
that
they
can
use
the
policy
they've
been
using
already.
A
A
G
E
Yeah,
so
the
right
now
it
is,
there
is
a
delete
everything
amendment
that
we're
proposing
and
that
is
posted
on
the
the
the
hearing.
E
That's
posted
with
the
the
hearing
that
is
happening
in
the
house,
labor
committee
this
wednesday
at
three
o'clock.
So
you
can
find
that
delete
all
amendment
posted
with
the
rest
of
the
committee
materials,
but
once
it's
once
that
that
amendment
is
passed,
you'll
be
able
to
just
find
it
by
searching
for
house
file
for
41.
A
A
Okay,
the
invitation
is
always
open.
Brian
myself,
we're
always
available
to
take
feedback
on
the
meetings
and
things
that
you
want
to
see
on
the
agenda.