►
From YouTube: May 10, 2021 Workplace Advisory Committee
Description
Additional information at
https://lims.minneapolismn.gov
B
B
B
B
K
A
Thank
you
ashley.
I
had
you
do
that
last
month,
because
I
I'm
just
having
issues
with
microsoft
teams
on
my
computer.
So
it's
hard
to
do
the
call
out
on
your
phone
when
you
have
microsoft
teams
up
so
why
don't
we
hop
right
in
and
go
to
frank
for
the
civil
rights
department
update
and
the
hospitality
worker
right
to
recall,
update,
since
I
know
frank
has
to
go,
is
that
okay
for
you
aaron
to
go
to
you
after
frank.
J
J
I
think
she's
gonna
move
the
the
department
work
forward
and
she's
gonna
create
that
relationship
between
the
whack
and
the
department
and
make
it
stronger
and
and
move
all
this
important
historic
work
forward.
So
I'm
encouraged
I'm
happy
that
she's,
the
one
that's
coming
on
and
start
doing
that
work,
but
that
doesn't
mean
that
I
don't
have
a
heavy
heart.
I
believe
in
everything
that
this
group
is
doing
in
in
favor
of
the
workers
in
the
city
of
minneapolis.
J
It's
needed,
it's
historic,
it's
something
that
is
substantial
and
at
the
end
of
the
day,
you
are
making
a
difference
in
people's
lives,
and
that's
really
what
all
of
this
is
about.
Everything
that
the
department
stands
for
and
all
of
you
as
it
turns
out
as
well,
is
about
making
people's
lives
better
and-
and
I
applaud
you
all
and
this
work
is
going
to
get
done,
it
will
continue
and
I
haven't
fallen
off
the
the
edge
of
the
world
either.
J
I
will
make
sure
that
that
brian
has
the
my
contact
information,
and
I
welcome
calls
from
any
one
of
you
in
in
an
effort
to
to
stay
in
contact
so
I've.
I
have
found
my
myself
enriched
by
being
able
to
to
to
work
with
you
all
and
and
to
appear
and
in
your
meetings
and
to
meet
the
folks
that
you
represent
and
that's
the
honest
truth,
which
is
where
in
this
world
right,
there's
so
much
going
on,
but
I
can
honestly
say
that
that
I
feel
that
down
to
my
soul.
J
So
thank
you
all
very
much
and
with
that
I'll
I'll
start
talking
a
little
bit
about
the
recall
ordinance.
It
went
live
on,
may
1
and
so
brian
worked
very
hard
to
get
the
faqs
out
so
that
people
can
be
empowered
with
knowledge
about
how
it
works
and
what
the
focus
is-
and
I
guess
brian,
I'm
not
sure
if
we've
received
anything
in
relation
to
that.
I
haven't
had
a
chance
to
check
in
with
you.
L
Yeah,
like
frank,
said,
we
got
the
faq
we
scrambled
but
got
the
faqs
and
I
think,
a
good,
a
good
final
product
on
those
and
and
was
were
able
to
get
them
kind
of
published
publicly
before
they
were
effective,
so
that
we
could
get
some
feedback
and
I
was
able
to
circle
back
with
wade.
Thank
you
so
much
for
your
collaboration
on
all
of
this.
Obviously,
it
wouldn't
have
occurred
without
your
advocacy,
but
those
are
those
are
out
in
public.
L
We
have
a
website,
we
blasted
them
out
to
all
of
our
email
subscribers
and
then
I
also
worked
with
business
licensing
to,
I
think,
find
the
email
contact
information
for
every
single
licensed
entity
that
is
covered
by
the
ordinance,
which
is
obviously
really
helpful.
It's
a
little
bit
of
a
smaller
universe.
That's
regulated
under
this
one.
Everyone
will
remember
that
it's
hotels
and
event
centers
of
larger
size,
most
of
which
are
located
down
town
and
it's
not
a
giant
massive
number
of
them.
L
J
K
L
Yeah
and
I,
as
I
said
that
wade
I
I
remembered
I
promised
to
circle
back
and
and
make
sure
that
we
covered
everyone.
I
will
send
you
an
email,
I
would
have
to
go
back
and
look.
I
think
the
spreadsheet
had
well.
If
you
give
me
a
moment
actually,
I
could
pull
it
up
real,
quick,
but
off
the
top
of
my
head.
I
want
to
say
maybe
40
45
50
somewhere
in
that
range,
but
let
me
keep
going
and
I'll
interrupt
to
tell
you
the
precise
count.
F
K
F
K
H
But
that's
great,
I'm
just
really
curious
to
see
and
like
and
think
about
it
and
maybe
wade.
We
can
talk
offline
about
it,
but
like
what
what
happens
with
all
the
non-union
places
where
you
know
the
employers
are
likely
to
be
less
likely
to
follow
it
and
so
yeah
just
thinking
about
what
does
outreach
look
like
to
workers
and
things,
but
it's
probably
something
we
could
offline.
H
L
Yeah
and
thanks
veronica,
that's
a
great
point.
I'm
gonna
add
that,
to
my
note,
in
addition
to
email
to
wade,
maybe
email
to
the
both
of
you,
because
I
think
yeah
that
I
follow
up
from
the
department
specifically
to
the
non-unionized
properties
it
would
or
yeah
follow
up
in
additional
communication
is
probably
warranted
and
wait.
Maybe
you
can
help
me
narrow
down
and
figure
out
exactly
which
ones
are
union
versus
non-union.
K
A
Well,
I
just
personally
want
to
say
thank
you
it
I
mean.
I
know,
we've
only
met
over
zoom
we've
never
gotten
to
meet
in
person
at
the
city
hall
headquarters,
but
it's
been
really
great
to
get
to
know
you
and
your
advocacy
for
this
committee
has
resulted
in
change
and
has
resulted
in
bettering
the
life
for
workers.
So
I
really
have
appreciated
your
time
with
us
over
this
last
year.
E
E
Awesome
cool
all
right,
hello,
everyone,
my
name
is
aaron
henderson.
I
am
the
director
of
outreach
and
admissions
for
climb
higher
and
just
want
to
talk
to
you
all
a
little
bit
about
my
work
today.
Give
you
all
the
breakdown
on
what
it
is
we
actually
do
and
then
hopefully,
if
I
pick
anybody's
interest,
I
will
drop
my
email
in
the
chat.
If
anyone
wants
to
follow
up
before
the
conversation
would
be
happy
to
do
so
or
if
anyone
wants
to
share
information,
brochures
or
literature
about
our
organization.
E
Our
founder
originally
worked
for
linkedin
and
during
her
time
at
linkedin.
She
realized
that
you're
nine
times
more
likely
to
secure
a
job
through
a
referral,
a
referral
than
you
would
other
otherwise,
and
we
know
here
at
climb
higher
that
you
know
talent
is
everywhere,
but
opportunity
is
not,
and
so
really
what
we
look
to
do
is
prepare
folks.
You
know
the
phrase:
it's
not
it's,
not
what
you
know.
E
It's
who
you
know
well,
we
at
kleinmeyer
really
want
to
teach
you
what
to
know
and
who
to
know
so
we
teach
a
sales
force
administrator
track
and
the
reason
that
we
teach
salesforce
for
folks
who
are
familiar
with
salesforce
is
that
99
of
the
fortune,
100
companies,
utilize
salesforce
cloud
database
for
a
lot
of
things
that
they
have
going
on
with
their
company
and
we've
realized
through
this
learning
track.
It's
been
extremely
applicable
to
having
folks
break
in
at
an
entry
level
position.
E
So
a
quick
snapshot
of
the
folks
who
we
serve
again.
Like
I
said
we
are
serving
young
adults
roughly
between
the
ages
of
22
and
33.,
the
majority
of
our
climbers,
I
would
say
a
little
bit
over
50
percent.
Don't
have
a
college
degree.
You
are
not
required
to
have
a
college
degree
to
be
part
of
our
program.
E
We
are
looking
for
overlooked
and
hidden
talent.
As
you
know,
you
know
the
tech
industry
suffers
with
a
lack
of
diversity,
but
we
know
a
lot
of
folks
who
are
overlooked
and
hidden
tend
to
be
communities
of
color
and
again.
This
is
just
based
on
opportunity,
and
so
more
than
90
of
our
of
the
folks
that
we
serve
do
come
from
communities
of
color
and
they're,
either
employed
full-time
part-time
or
some
folks
are
unemployed.
E
So
again,
upskilling
organization
right,
looking
to
give
you
the
tangible
skills
that
you
need
to
break
into
the
tech
industry.
Our
sales
force
administrator
track
had
we're
going
on
our
cohort
number
four.
So
this
is
what
we're
recruiting
our
our
fourth
cohort,
but
we've
experienced
a
lot
of
success
with
the
folks
who
have
come
through
our
program
already.
Eighty
percent
of
the
folks
who've
come
through.
E
Our
program
have
secured
a
position
either
doubling
or
tripling
their
salary
within
the
first
six
months
upon
programs,
completion,
and
so
again,
we've
only
been
around
for
two
years
experiencing
a
lot
of
success
and
with
that
80
percent
of
those
folks
landing
those
positions.
The
other
20
continue
to
work
with
us
until
we
are
able
to
secure
a
position
for
them.
Folks
who
are
going
through
the
salesforce
administrative
track
are
taking
on
all
sorts
of
amazing
positions.
E
They
can
go
directly
into
salesforce
and
salesforce
administrator
job,
a
customer
success
associate
or
business
analyst,
just
to
name
a
few
and
a
lot
of
times.
Employers
may
not
even
be
looking
for
them
to
actually
take
on
a
sales
force
specific
job,
but
based
on
a
lot
of
the
skills
and
the
referrals
that
they
get
through
our
program
can
land
a
completely
different
position.
E
Our
program,
our
program
components,
consist
of
150
hours
of
technical
learning.
So
getting
back
to
that
hard
skills
that
I
was
telling
you
about
that.
We
like
to
teach
utilizing
our
salesforce
platform.
These
classes
happen
in
the
evening
and
folks
are
able
to
engage
with
our
instructors
and
and
with
the
salesforce
database
in
the
evenings
twice
a
week
for
three
hours
to
complete
that
150
hours
of
technical
coursework.
E
They
also
will
be
participating
in
a
lot
of
role-playing
and
project-based
work.
So
not
only
are
they
going
to
be
learning,
you
know,
through
salesforce
and
from
our
instructors,
but
they're
also
going
to
be
able
to
have
opportunities
to
try
on
some
of
the
things
that
they
are
learning
through
role-playing
and
through
project-based
work.
E
One
of
those
project-based
assignments
is
a
capstone
assignment
in
which
we
teach
contact,
tracing
right
and
so
thinking
about
the
pandemic
and
how
important
contract
tracing
has
been
folks
are
able
to
create
their
own
contact,
tracing
app,
which
is
really
cool,
and
these
are
these
are
given
to
the
climbers
through
a
kind
of
like
a
homework
assignment,
so
they're
able
to
work
on
this
on
their
own
and
upon
each
homework
assignment.
Submission
climbers
are
giving
a
set,
are
given
a
75
dollar
stipend
to
compensate
folks
for
their
time
right.
E
So
again,
you
know,
regardless
of
their
employment
situation,
where
they're,
full-time,
part-time
or
unemployed.
We
want
to
make
sure
that
we're
compensating
climbers
upon
homework
completion
and
that
75
dollar
stipend
can
go
towards.
You
know
improved
wi-fi
or
fixing
their
laptop
or
anything
that
they
need
to
help
them
through
the
process
and
then,
lastly,
but
certainly
not
least,
really
our
secret
sauce
is
our
development
of
the
social
capital
of
our
climbers.
E
Through
signature
events,
you
know
a
lot
of
career
fairs,
virtual
career
fairs,
where
executives
really
want
to
get
to
know
our
clients,
because
they
believe
in
our
mission
and
then
also
an
opportunity
for
them
to
have
connectivity
with
climbers
who
have
already
gone
through
the
program.
So
our
climbing
alum,
who
like
to
return
to
our
organization
as
fellows
in
a
near
peer
capacity
and
mentor
the
up
and
coming
climbers.
E
So
again,
on
that
near
pier
connectivity,
piece
climbers,
who
have
come
through
our
program
are
able
to
come
back
as
fellows
the
cool
thing
about
this
is
that
our
fellows
are
given
a
stipend,
and
this
stipend
again
encourages
you
know
them
to
come
back
and
connect
with
the
climbers,
but
most
of
them
would
do
this.
A
lot
of
this
work
for
free
because
they've
gone
through
the
program
and
they
know
what
it
takes,
and
they
also
want
to
see
the
success
of
folks
who
are
coming
behind
them.
E
So
of
our
co-four
of
our
last
cohort.
Three
again,
like
I
said
we're
working
on
cohort
four,
we
had
25
fellows,
come
back
and
assist
in
that
capacity
and
then
go
to
breakout
spaces
talk
through
any
issues
that
the
current
climbers
are
going
through,
help
them
with
their
sales
force,
homework
assignments
and
and
really
give
them
a
lot
of
confidence
that
they
too
can
do
it
right
like
if
you
know
a
couple
months
ago,
that
climbing
alum
was
a
barista
at
starbucks
and
now
they're
working
as
a
business
analyst
at
ibm.
E
E
And
so
our
program
actually
costs
nothing
to
participate
in
which
is
really
cool.
We
don't
want
money
to
be
a
burden
for
someone
taking
advantage
of
what
we
have
to
offer.
The
way
that
our
model
works
is.
We
have
something
called
a
pay
it
forward
model
which,
essentially,
once
you
complete
the
training
program
and
you've
secured
a
job
making
45k
or
more.
You
are
going
to
be
paying
it
forward
for
the
cohort
behind
you
right,
so
you'll
be
paying
150
a
month
for
four
years
to
cover
your
pay.
E
E
As
I
said,
when
you
turn
into
homework
assignment,
you
get
your
75
weekly
stipend,
you
can
forego
that
cost
or
by
referring
climbers
into
an
actual
job
opportunity.
So
these
are.
These
are
really
cool
ways
for
folks
to
just
reduce
their
cost
coming
through
the
program.
But
one
thing
that
I
really
like
is
that
you're
not
asked
to
start
your
pay
it
forward
until
you've
secured
a
job
right,
so
the
proof
is
really
in
the
pudding
and
we
want
you
to
have
succeeded
first
before
ever.
Thinking
about
the
payoff.
E
E
If
you
make
it
onto
the
next
round,
you're
going
to
be
doing
an
asynchronous
video
style
interview,
we're
simply
just
answering
some
simple
questions
on
camera.
If
you
move
to
the
third
step,
this
is
when
you
have
an
opportunity
to
do.
Some
sales
course
work
a
lot
of
times,
folks
see
salesforce
administrator
and
I'm
not
really
sure
what
they're
getting
into
and
step.
Three
really
gives
them
a
snapshot
of
some
of
the
computer
abilities
that
one
would
have
to
be
successful
in
the
program.
E
It's
not
too
difficult,
but
we
do
want
people
to
be
familiar
with
what
it
is
that
they
would
be
doing,
and
then,
lastly,
is
an
application
workshop
where
we
bring
you
back
in
a
group
space.
Ask
you
about
how
the
interview
process
was
why
you
want
to
be
a
climber
and
really
get
a
snapshot
of
your
personality
in
a
group
setting.
E
And
so
here
are
some
successes
of
folks
who've
come
to
our
organization,
showing
kind
of
where
they
started
off
and
then,
after
going
through
a
org
where
they,
where
they
they
are
now.
Obviously
I
couldn't
put
all
of
us
all
of
our
successes
on
one
on
one
sheet,
but
just
wanted
to
highlight
a
couple
of
folks.
E
Yeah
this
is
the
last
page
I
mean
these
are
these
are
some
of
our
employer
partners
and
they're
growing
every
day
you
know,
I
know
some
people
might
be
driving
on.
This
call
might
not
be
able
to
see
my
powerpoint,
so
I'm
happy
to
talk
this
through,
but
I
just
wanted
to
give
a
little
snapshot
of
some
of
the
companies
that
we
are
working
with
currently.
But
thank
you.
A
A
D
Hi
erin
this
I
have
a
question
for
you.
I
saw
at
the
beginning
of
your
presentation.
You
started
with
you
like
to
particularly
you
mentioned
retail,
of
some
of
the
workers
that
you
like
to
work
with.
Is
there
a
particular
reason
that
you're
focused
on
that
group,
or
is
it
broad
or
is
it
anyone
who
can
apply
for
your
program.
E
Yeah,
that's
a
great
question.
I
mean
we've
just
realized
a
lot
of
folks
who
are
in
retail
kind
of
in
these
gig
style
jobs.
Where
you
know,
there's
not.
No
real
opportunity
for
growth
are
the
folks
who
can
be
successful
in
our
program
because
we're
really
just
trying
to
start
a
new
career
trajectory
for
folks
right
if
there's,
if
someone's
in
a
job,
and
it
doesn't
feel
like,
there's
any
sort
of
upward
mobility.
E
Yeah,
so
you
are
prepared
to
to
get
your
salesforce
certificate
right,
so
you
get
prepared
to
take
that
certification.
It's
not
a
guarantee
that
you're
going
to
pass
it.
We've
had
people.
I
think
right
now
we're
looking
at
about
70
success
rate
with
folks
coming
through
our
program,
and
people
are
continuing
to
take
the
the
certification
test,
but
we've
been
able
to
place
people
into
jobs
without
them
having
become
salesforce
certified
a
lot
of
times.
Folks
are
going
directly
into
something:
that's
salesforce
related.
E
D
E
A
G
G
A
A
L
A
L
No
just
that
it's
empty
just
to
kind
of
flag
it
for
everyone.
That
is,
it's
still
empty,
not
a
you
know
we're
actually
doing
great
with
our
participation.
It's
only
one
empty
seat,
but
just
to
kind
of
flag
it
again
for
everyone
and
chelsea.
If
you
want
to
connect
any
potential
applicant
that
you
think
would
be
a
good
fit.
If
you
want
to
connect
them
directly
to
me
and
ashley
by
email,
I
can
help
kind
of
like
yeah
apply.
A
H
Hey
yeah,
so
I
can
give
a
little
bit
of
an
update
on
where,
where
things
are
at
and
yeah
and
just
kind
of
where
things
are
headed,
so
you
know
one
of
the
things
that
the
the
downtown
workers
council
was
really
excited
about
was
the
right
to
recall
you
know,
and
while
it
was
here
that
did
the
heavy
lifting,
that's
something
that
we're
super
excited
about
as
well.
It
was
one
of
the
things
that
we
were
supported.
H
The
the
downtown
workers
council
was
supporting
passing
a
couple
of
other
pieces
that
were
high
priorities
were
around
masks
and
training
for
workers
around
covert
safety
protocols.
So
I
think,
in
in
light
of
the
governor's
new
you
know,
sort
of
things
are
going
to
open
up
pretty
quickly.
I
think
there's
you
know
we
need
to.
We
need
to
discuss
it,
but
I
think
there's
a
little
bit
like
you
know
we're
not
going
to
need
there's
going
to
be
a
point
where
people
aren't
wearing
masks
to
work.
H
H
A
high
quality
appropriate
mask,
like
we've
named
before
we've
seen
people
with
just
whatever,
like
bandana
or
like
other
masks
that
are
not
what
the
cdc
is
has
told
us
is
like
the
the
safest
kind
of
mask
to
be
wearing,
because
people
were
trying
to
figure
it
out
themselves
and
then
the
other
piece
around
training
and
and
requiring
employers
to
requiring
all
workers
to
be
trained
around
their
their
cultivation.
So
that's
what
we
have
been
talking
about.
H
One
thing
I
named
to
to
gia-
and
I
think
is-
will
require
more
sort
of
follow-up
down
the
road
and
like
more
input
from
the
downtown
workers.
Council
workers
is
that
it's
become
clear
that
the
on
the
training
front,
while
we
have
been
talking
specifically
about
covid
safety,
because
that's
just
sort
of
the
most
urgent
and
problematic
situation.
H
H
When
we
did
a
survey
of
downtown
workers,
we
found
that
about
50
percent
of
workers
didn't
know
that
they
had
access
to
earn
sick
and
safe
time,
and
that
was
you
know
at
that
point,
and
second
save
time
had
already
been
years.
You
know
already
rolled
out
years
ago,
so
I
think
it's
I
don't
know.
I.
I
can't
like
speak
to
any
statistic
on
what
that
is
today,
but
that's
a
significant
problem
and
then,
when
the
pandemic
hits,
then
it's
like.
Oh
my
god,
this
becomes
like
an
incredible
crisis.
H
So
that's
so
that's
some
of
the
main
pieces
of
where
we're
at
and
the
conversations
that
have
been
happening.
The
the
other
piece
is
around
quarantine
pay.
That
was
one
of
the
issues
that
workers
had
lifted
up
was
thinking
about,
what's
happening
at
a
state
level,
around
quarantine,
pay
and
wanting
to
make
sure
that
we
can
have
that
at
a
city
level,
even
if
it
doesn't
move
on
a
state
level
or
even,
if
only
parts
of
it
move
on
a
state
level.
H
A
I
was
just
putting
the
I
think:
that's
a
great
transition.
I
was
just
putting
in
the
chat
that
I
have
to
move
to
phone
only
here
and
brian
walsh
had
agreed
to
help
facilitate
the
end
of
the
this
call,
but
I
think
that's
a
great
transition
into
the
quarantine
pay
and
the
essential
worker
pay
okay.
So
I
appreciate
you
all.
I
will
be
off
video,
I'm
going
to
join
you
via
phone
in
a
couple
minutes.
Thank
you
thanks
brian,
for
picking
up
my
slack
here
and
veronica
for
leading
this
part
of
it.
L
H
Yes,
I'm
gonna,
let
brian
kind
of
talk
about
what
it
is
and
what's
moving
at
the
st.
What
the
conversation
is
at
the
state
level
and
then
I
can
add
on
to
okay.
So
what
are
we
thinking
at
the
city
if
that
seems
like
it
makes
sense
because
other
than
that,
I've,
like
the
pieces
around
the
downtown
workers
council,
I've
already
named-
and
this
is
like
the
one
major
outstanding
piece.
So
I
will
head
over
to
brian
elliot.
I
I
Those
will
be
coming
in
two
tranches,
definitely
for
the
cities
and
probably
for
the
state
as
well,
and
so
you
know
like
140
million
for
the
next
couple
years.
The
city's
getting
and
the
priority
we
have
at
both
the
satan
state
and
city
and
county
levels
is,
to
the
extent
possible,
getting
money
into
the
pockets
of
those
front
line.
I
Workers
who
were
unable
to
telework
who,
who
were
facing
higher
risks
throughout
this
entire
pandemic
and
who
never
received
any
sort
of
hazard
pay
and,
in
particular
the
focus
we've
had,
is
around
emergency.
Leave
that
that
the
you
know
we
have
members
who've,
you
know
burned
through
their
pto
because
they
had
to
quarantine
and
then
were
on
unpaid
leave
for
weeks
we
had
you
know,
and
so
we're
focused
on
trying
to
figure
out
how
to
pay
for
this
using
the
rescue
plan
dollars.
I
Four
hours
ago,
maybe-
and
so
you
know,
there's
a
whole
lot
of
us
around
this-
this
country
right
now
going
through
the
151
pages
of
that
interim
final
rule
by
the
us
treasury
department,
and
you
know
it's-
it's
really
clear
and
easy
language,
of
course,
as
you
would
expect,
I'm
kidding
it's
really
dense
and
and
complicated.
So
the
so
there's
a
couple
of
pieces.
I
It
may
be
something
we
need
to
do
at
the
city
level.
The
easy
part
is
to
acknowledge
that
private
employers,
with
fewer
than
500
employees,
have
always,
since
the
start
of
the
pandemic
and
continue
to
be
eligible
to
for
a
dollar
for
dollar
tax
credit
to
pay
their
workers
for
covid
related
leave
right.
So
there
is,
but
the
problem
is
that
it
was
only
a
requirement
on
those
private
businesses
through
the
end
of
2020,
so
starting
on
january
1.
I
It
was
no
longer
required
and
so
for
we
have
employers
that
you
know,
because
now
also
with
the
passage
of
the
rescue
plan
starting
on
april
1st,
all
public
employers
could
also
access
this
tax
credit
to
provide
this
leave
to
their
employees,
and
we
have
school
districts
in
other
parts
of
the
state,
for
example,
who
are
like
yeah.
I
know
we
could
get
a
dollar
for
dollar
tax
credit
and
yeah.
I
know
we
wouldn't
even
have
to
wait
to
get
that
tax
credit,
because
we
just
pay
less
payroll
tax.
I
That's
how
the
tax
credit
works,
so
you
don't
even
have
to
like
it's,
not
an
outlay
you're,
not
waiting
to
get.
It's
immediate
yeah.
I
know
we
get
these
things,
but
you
know
I
don't
think
we're
gonna
offer
it,
which
is
so
much.
I
can't
even
believe
it
because
it's
literally
a
dollar
for
dollar
tax
credit
and
they
say
oh,
but
we
just
want
people
to
get
vaccinated.
I
So
we
need
to
make
sure
that
this
is
a
requirement,
if
not
statewide,
then
at
the
very
least
within
the
city
of
minneapolis,
with
people
working
in
the
city
of
minneapolis,
that
these
are
required,
like
you're,
getting
a
dollar
for
dollar
credit.
For
this
give
me
a
break,
and
then
the
problem,
of
course,
is
that
there
are
workers
either
private
employer,
private
employees
of
employers
with
500
or
more
workers,
so
your
largest
employers,
many
of
whom
have
been
offering
this.
By
the
way
we
had
a
a
member
who's.
I
I
Even
if
you
otherwise
would
have
had
to
offer
it
to
all
of
your
other
employees,
so
nurses,
med,
techs,
you
know
anyone,
basically
anyone
who's
working
in
a
hospital
or
clinic
and
first
responders
or
paramedics
and
police
etc.
They
you
know
cities,
counties,
state,
they
could
all
just
say:
private
employers
could
just
say
no,
so
we
have
to
get
rid
of
that.
I
That
ability
to
deny
this
leave
and
then
comes
the
funding,
and
this
is
what
we're
still
trying
to
figure
out
is
how
do
we
pay
for
this?
If,
in
fact,
there
is
an
expect
if
there
is
an
expectation
that
large
employers
won't
do
this
without
some
sort
of
incentive-
and
this
is
one
of
those
rare
cases
where
I'm
like
yeah-
let's
throw
money
at
big
employers,
because
in
this
case
I
know
that
100
of
those
dollars
are
going
into
the
pockets
of
these
front
line,
essential
workers
right.
I
So
in
this
one
case,
I'm
okay
with
this
this
approach.
So
it's
something
that
I
think
the
city
is
going
to
need
to
act
on
if
it
does
not
pass
the
legislature.
It
is
something
that
is
urgent
because
you
can't
undenie
leave
that
has
been
denied
in
the
past.
It's
not
like
you
can
you
know
someone
says:
oh,
I
needed
leave
back
in
january,
but
my
employer
didn't
give
it
to
me.
I
I
H
I
And,
let's
be
honest,
if
it's
too
complicated
for
some
larger
employers
to
look
back
and
figure
this
out
and
they
don't
have
access
to
a
tax
credit.
The
american
rescue
plan
also
allows
the
money
that
is
going
to
cities
to
be
used
for
premium
pay
for
essential
workers
and
that
pay
according
to
the
rule
that
came
out
today,
can
be
retroactive.
I
So
you
know
we
wouldn't
want
to.
I
don't
I
wouldn't
want
to
spend
the
city
money
on
a
tax
credit,
that's
available
from
a
totally
different
pot
of
money
like
let's
spend
the
discretionary
money
on
things
that
the
feds
aren't
paying
for
in
a
different
way,
but
but
if
there's
a
way
to
get
money
in
the
pockets,
if
it's
not
through
emergency
leave,
then
we
should
really
be
thinking
about
premium
pay
for
these
frontline
workers.
C
C
I
I
C
C
I
I
And
you
know
again,
the
the
the
whole
idea
of
premium
pay
is
still
something
that
until
today
we
had
no
idea
what
would
or
wouldn't
be
allowed
and,
as
I
said,
I'm
still
working
my
way
through
the
federal
rule
interim
final
rule
from
the
u.s
treasury
department
to
figure
out.
If,
if
there
is
yet
enough
clarity
to
understand
how
premium
bay
could
be
used
or
deployed.
D
Hey
brian
quick
question:
are
you
and
you're
when
you're
talking
about
these
and
in
terms
of
the
city
work
right,
not
necessarily
the
state
bill
right
now,
but
are
you
thinking
retroactive
for
both
with
you
know?
I've,
as
we
were
just
talking
about
the
tax
credits
for
the
smaller
businesses,
getting
a
bit
complicated
right
if
it
were
the
premium
pay
or
the
emergency
leave,
is
your
thought
that
both
would
be
retroactive
or
the
emergency
leave
would
be
going
forward,
given
the
tax
credits
and
the
and
the
premium
pay
would
be
retro?
D
I
D
I
Both
for
public
employers
and
in
private
employers,
regardless
of
of
size
or
whether
they
had
access
to
the
the
leave,
don't
know
if
that
answers
your
question,
I
don't
know
what
the
you
know.
A
lot
of
this
is
currently
being
worked
on
and
I
think
a
lot
of
what
we
would
be
bringing
to
the
city
would
be
based
on
sort
of
how
all
of
this
is
shaping
up
at
the
because
we're
able
to
have
these
conversations
beforehand
at
the
cap.
You
know
before
us.
I
D
Yeah
and
if
I
recall
the
american
rescue
plan
early
on
and
again
the
guidance
just
came
out
today,
as
you
said,
but
they
had
the
line
in
there
about
premium
as
sort
of
setting
up
a
a
grant
program.
Like
you
said
right,
it's
funding
and
sort
of
a
pass-through
depending
if
that
would
go
through
an
administration
like
a
state
or
a
city.
I
guess
obviously,
we'd
have
that's
to
be
determined
in
the
guidance
or
how
that
works.
I
There
something
else
you
were
thinking
so
both
of
those
mechanisms
are
allowed
in
the
guidance
that
came
out
today.
They
could
either
be
grants
to
employers
to
pass
through
money
to
their
essential
workers,
or
they
could
be
payments
directly
to
essential
workers,
the.
How
would
need
to
be
determined
by
the
by
the
state
or
city
or
county
that
was
using
their
money
to
to
do
that.
I
There
are
some
other
limits,
the
you
know,
there's
basically
the
the
guidance
says
if
you
wanna,
if
the
premium
pay
would
put
any
worker
above
a
certain
amount
relative
to
where
you
are
geographically
in
the
country
that
you'd
have
to
provide
addition,
the
city
or
county
or
state
would
need
to
provide
additional
reasoning
as
to
why
they
would
give
premium
pay
to
someone
who
was
already
making
in
minnesota.
I
think
it's
like
in
the
metro
area.
I
think
it's
like
45
an
hour
is
what
that
that
limit
would
be.
I
I
D
Yeah
two
states
did
this
last
year
and
one
was
a
pass-through
grant
and
one
set
it
up
and
healthcare
workers
and
others,
as
you
mentioned,
were
part
of
it,
and
you
know
the
funding
the
amount
and
how
you
set
those
parameters.
You
know
they
didn't
reach
enough
people,
I
guess
was
the
outcome
of
what
from
that
one.
You
know.
So
it's
just
interesting
the
the
pass-through
grant
and
using
that
money
and
one-time
money.
You
know
in.
F
D
D
I
I
think
so
the
idea
is
that
we
probably
don't
want
to
spend
our
discretionary
dollars
on
something
that
the
feds
are
covering
from
another
bucket.
That
is
not
discretionary
and
right.
Now
all
private
employers
under
500
employees
could
get
a
tax
credit
for
up
to
10
days
of
leave
for
their
workers,
and
public
employers
had
to
do
this,
even
though
they
weren't
getting
any
money
through
the
end
of
2020
and
then
starting
on
april
1st
of
this
year.
They
also
get
that
tax
credit.
L
I
There's
the
policy
pieces
that
I
mentioned
at
the
start,
because
it's
not
required
anymore,
even
for
those
who
do
have
access
to
a
tax
credit,
and
we
think
that
it
should
be.
My
organization
does-
and
I
know
we've
been
talking
with
vero-
that
it
should
be
required
at
the
very
least
for
those
organizations
who
have
access
to
a
dollar
for
dollar
tax
credit,
because
you
know,
as
kate
said,
they're
doing
great
stuff.
I
I
I
I
I
A
lot
of
employers
have
provided
leave
for
people
who
actually
were
more
coveted
positive,
but
even
there
not
all
employers
did
that,
but
if
they
just
had
to
quarantine
because
they
were
awaiting
a
test
result
or
anything
like
that,
they
a
lot
of
employers
didn't
end
up
paying
their
theirs
their
employees.
For
that.
L
Got
it
well,
I
think
I
actually,
I
followed
all
of
that,
and
I
appreciate
the
questions
and
the
the
comments
from
from
from
from
elise
and
and
others.
What,
if
my
final
question,
I
promise
is
brian:
what's
the
like
process
wise,
where,
where
are
you
at
at
the
capitol
and
how
can
folks
kind
of
follow
along.
I
Sure
so
the
provision
for
emergency
leave
is
included
in
the
house,
workforce,
la
and
labor
budget
bill,
their
budget
and
policy
bill.
It
is
absent
from
the
senate's
version
of
that
bill.
So
right
now
the
conference
committee
is
meeting
most
mornings
and
they
they,
and
so
that's
one
of
that's
one
place
that
this
could
get
worked
out.
L
H
Yeah,
no,
I
mean
just
really
in
thinking
about
the
city
level,
you
know
and
then
the
state
level.
I
think
workers
from
a
number
of
different
organizations
have
been
weighing
in
and
testifying
and
and
such,
but
but
are
now
thinking
about
what
needs
to
move
at
a
city
level.
And
how
do
we
start
that
conversation.
L
C
L
A
L
C
L
L
It
is
really
complicated.
So
that's
part
of
the
challenge.
I
think
that
we
that
we're
facing
the
only
other
thing
that
we
have
on
the
agenda
is
just
to
kind
of
flat.
I
don't
know
that
we
need
to
dive
into
a
deep
discussion
here
and
it's
5
11,
so
we're
coming
towards
the
end
of
the
meeting,
but
just
to
flag
the
city
budget.
Of
course
it
kind
of
never
ends,
and
it
I
I
think
I
imagine,
is
starting.
H
I
do
so,
and
you
know
this
is
something
that
the
that
this
committee
has
weighed
in
on
every
year,
but
particularly
thinking
about
the
budget
for
civil
rights
department.
The
budget
for
el
said
specifically,
and
so
I
think
that
I
mean
I
just
you
know
like
I
was
mentioning
this
before,
but
just
to
kind
of
put
a
finer
point
on
it.
H
And
so
how
can
we
prevent
that
from
happening?
How
can
we
make
sure
that
those
crises
like
when
crises
hit
workers
are
prepared,
because
there's
the
big
global
crisis
like
a
pandemic,
but
then
there's
all
the
many
crises
that
happen
every
day
for
workers
because
of
actions
of
because
of
the
economy
or
because
of
actions
of
their
employer
or
because
of
life.
H
So
I
want
to
you
know
I
don't.
I
don't
have
a
particular
like
number
that
I'm
putting
out
there
today,
but
increasing
that
capacity.
I
think,
is
just
such
a
basically
critically
important
piece
of
infrastructure
that
we
have
to
make
sure
we
have
in
place.
So
that's
that's
especially
since
we're
like
you
know
now,
there's
now
there's
the
wage
theft.
You
know
law
there's
like
st,
and
you
know
we
haven't
really
added
capacity
since
since
that.
L
That's
exciting,
I
don't
have
any
specific
advice
and
nor
I
don't
even
know
if
that
would
be
appropriate
for
me
to
have
advice
for
you.
But
that's
exciting
andy
good
for
you
and
thanks
for
being
at
this
meeting-
and
I
know
you
sort
of
alluded
to
to
some
challenges-
that
in
rolling
out
the
adult,
entertainment
protection,
ordinance
or
whatever
the
official.
L
You
don't
entertainment,
ordinance,
okay,
yeah.
I
know
that
andy
andy
has
been
doing
some
incred
just
for
the
for
the
sake
of
everyone
on
the
call.
Andy
has
been
doing
some
incredible
work
around
that
and
she
and
her
colleagues
lost
a
real
champion
in
the
not
the
health
department
who
just
licensing.