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From YouTube: September 13, 2021 Workplace Advisory Committee
Description
Additional information at
https://lims.minneapolismn.gov
A
Thank
you
ashley
and
the
entire
team
for
everything
you
guys
do
to
get
us
ready
each
month.
So
we
appreciate
it.
Why
don't
we
go
through
and
do
a
quick
round
of
intros,
your
name
and
your
organization
and
then
we'll
hop
into
the
agenda?
I'm
chelsea
president
at
the
minneapolis
regional
labor
federation
and
I
chair
this
committee.
A
A
F
So
it's
really
a
pleasure
to
introduce
to
everybody
nicolette
gullickson,
you
can
see
she
has
her
camera
on,
but
she's
been
here
for
a
few
almost
a
month,
a
few
weeks
now
I
feel
like
about
a
month
and
a
half
there
we
go
month
and
a
half.
Thank
you,
but
no
nikolai
you're
doing
a
great
job
and
everybody
I'm
just
I'm.
I'm
really
excited.
F
G
Sure
hi,
it's
really
great
to
virtually
meet
everyone.
Like
brian
said,
I've
been
an
investigator
in
lsat
for
about
a
month
and
a
half
now
and
I
come
from,
I
had
just
finished
graduate
school.
The
second
time
around.
I
have
a
master's
in
public
policy
and
a
master
in
sexuality
studies,
but
my
research
has
been
around
non-discrimination
law
and
I
worked
for
the
equal
employment
opportunity
commission
for
about
three
years
doing
investigative
work
for
them.
A
Well,
welcome.
This
group
keeps
everyone
in
the
labor
division
busy.
So
we
really
appreciate
you
being
here
and
you're.
Welcome
any
time
to
brief
the
group
or
ask
us
questions,
or
I
know
we'll
do
one-on-ones
with
investigators
too
as
needed.
So
you
know
brian,
and
I
met
with
the
industry
leader
and
investigator
just
last
week,
so
we
really
appreciate
it.
F
Chelsea,
do
you
want
me
to
jump
to
the
next
couple
of
quick
announcements
I
have
from
the
department
side?
I
know
I'll
try
to
do
this
quickly.
This
is
kind
of
a
super
big
picture
one.
I
couldn't
help
myself.
I'm
gonna
share
my
screen
really
quickly.
If
you
guys
don't
mind
and
I
might
be
taking
this
out
of
order,
but
I'm
going
to
do
this
one
first,
just
I
just
wanted
to
since
we
are
the
workplace
advisory
committee.
F
F
So
I
just
thought
this
was
something
this
just
kind
of
puts
it
in
numbers
and
really
quantifies
it.
You
can
see
the
top
couple
of
lines
and
the
mismatch
between
job
openings
and
actually
people
searching
for
those
job
openings.
I
don't.
I
guess
I
don't
know
that
we
need
to
discuss
it
at
all.
I
just
wanted
to
kind
of
name
it
for
everybody
on
the
committee
and
again
it's
all
something
that
affects
all
of
our
work.
Everybody
on
this
committee
in
one
way
shape
or
form.
F
I'm
sure
that
elise,
from
the
target
perspective,
could
kind
of
give
us
an
example
or
two
of
how
this
is
affecting.
What
target
does
but
again
just
kind
of
wanted
to
throw
this
out
there,
and
we
don't
have
to
have
a
whole
discussion
about
it.
We
could,
if
we
want,
but
certainly
it's
it
again
affects
everything
that
that
we
do
really
either
on
the
worker
side
or
on
the
employer
side.
F
F
One
of
them
from
last
month
was
and
then
let
me
pull
up
the
details
really
quickly
was
with
a
home
care
agency
called
minnesota
professional
health
services
incorporated
and
we've
recovered
forty
over
forty
six
thousand
dollars,
though,
to
260
home
home
health
aides.
Excuse
me
under
the
sick
and
safe
time
and
minimum
wage
ordinances,
so
that
was
that
was
a
a
really
good
recovery
and
good
win
for
the
department.
A
more
recent
one
at
a
jimmy
john's
franchise
in
northeast.
F
The
more
that
both
workers
and
employers
hear
about
them.
It's
a
really
helpful
reminder
in
everyone's
rights
and
responsibilities
and
helps
motivate
good
behavior
on
all
sides.
I
think
so
we
did.
You
know
we
did
press
releases
in
in
actually
we're
about
to
do
a
press
release
and
the
second
of
those
two
settlements.
But
the
first
of
the
two
was
picked
up
by
a
couple.
Then
local
media
outlets-
and
I
think
that
that's
really
helpful
and
just
very
slowly
but
incrementally
raising
rates
of
compliance
across
across
all
workplaces.
F
F
I
was
gonna,
say:
half
it's
it's
more
than
that,
it's
probably
closer
to
60
percent
that
are
not
settled.
Probably
a
little
fluctuates
obviously
year
to
year
month
to
month,
but
around
60
percent,
maybe
a
little
more
between
60
65
percent
that
are
either
we
don't
have
jurisdiction.
Oh
there's
a
variety
of
of
reasons
why
it
doesn't
get
that
far,
but
it
might
be
that
we
don't
have
jurisdiction
over
it,
that
allegations
are
simply
meritori
not
meritorious
or
that
we're
unable
to
prove
it.
A
B
Yeah
I'll
just
say,
you
know
we're
still.
This
is
brian
elliot,
with
fciu
we're
still
working
at
the
legislature
on
the
frontline
worker
pay
issue.
The
sticking
point
at
the
moment
is
that
the
republicans
on
the
working
group
want
to
limit
who
can
get
pandemic
pay
for
life
of
better
word
to
hospital
and
nursing
home
workers,
and
we
have
made
the
case
very
strongly
that.
B
There
were
literally
hundreds
of
thousands
of
workers
beyond
that
that
were
also
putting
their
health
on
the
line
by
going
to
work
and
working
in
person
around
other
people,
because
they
were
not
able
to
telework
due
to
the
nature
of
their
job.
So
that's
the
current
sticking
point
we're
trying
you
know.
Negotiations
are
still
happening,
but
the
other
challenge
is
that,
in
order
to
get
money
out,
a
special
session
is
going
to
need
to
happen
and
jeremy
miller.
B
The
new
senate
majority
leader
indicated
that
he
couldn't
promise
that
if
they
convene
in
a
special
session
to
deal
with
this,
that
they
wouldn't
try
to
fire.
Commissioner,
the
department
of
health
commissioner
melton
and,
of
course
the
governor
and
the
house
are
not
going
to
agree
to
a
special
session
that
might
result.
A
A
D
Was
just
gonna
add
with
brian
and
also
you
know
there
might
be
an
ask
for
an
additional
funds
to
your
point,
there's
just
not
enough
funds
to
cover
all
the
workers
that
I
think
ideally
would
like
to
be
given
those
checks.
So
it's
this
double
challenge
of
the
special
session
or
waiting
it
out
to
go
into
next
session
and
making
it
a
session
issue.
So
unfortunately,
I
I
feel
like
this
task
force
is
gonna
have
to
come
up
with
a
solution,
pretty
quick
or
we'll
drag
it
into
a
whole
nother
session.
Here.
A
F
Oh
thanks
ashley
was
that
you
ashley
yeah.
I
was
just
searching
for
that
quick.
I
wanted
to
say
october
1st,
thanks
for
confirming
that
and
ashley
was
kind
enough
to
send
out
an
email
earlier
today,
but
I'll
just
list
off
the
folks,
because
of
course
we
we
appreciate
your
service
on
this
committee
and
hope
that
you
reapply,
I
believe
and
ashley.
If
you
can
correct,
you
can
correct
me
if
I'm
wrong,
but
the
terms
ending
this
year.
F
So
you
again
would
need
to
reapply
by
october
1st
and
look
for
the
email
from
ashley.
Those
folks
are
may
brooks
kate,
davenport,
brian
elliott,
veronica
mendez
moore,
madeleine
lohmann,
joanne,
hager,
dana
frank
and
anna
schmitz,
which
brings
me
actually
to
the
second
kind
of
piece
of
this
is
filling
empty
seats
and
I
actually,
I
might
need
some
help,
but
I
believe
we
have
ben
schweigert's
former
seat
and
then
we
have
joanne
hager,
who
hasn't
been
to
one
of
our
meetings
in
quite
some
time.
F
So
I
I
consider
that
to
be
an
open
seat,
and
that
was
a
labor
labor
seat.
If
I'm
not
mistaken
and
then
the
same
is
true
of
dana
frank,
we
haven't
seen
her
and
she
is
in
a
business
seat.
So
there
is
an
opportunity
really
for
committee
members
and
and
ashley
and
I
to
and
to
to
do
some
recruiting
and
some
thinking
about
who
would
be
a
good,
a
good
fit
with
this
group.
A
F
Thanks
ashley-
and
I
think
chelsea
is
the
next
item
was
going
to
be
eric
from
the
federal
reserve
bank
I'll
just
mention
again
for
everyone.
In
a
few
who
joined
joined
after
the
meeting
started,
eric
garcia
luna
was
connected
to
me
by
chelsea
and
you're
all
most
most.
If
not
all
of
you
are
familiar
with
him
and
you're.
Probably
some
of
you
in
touch
with
him
about
this
survey
that
he's
been
doing
of
workers
and-
and
I
did
get
a
chance
to
meet
with
him
and
talk
with
him.
F
I
guess
the
gap
that
he's
trying
to
fill
and
that
the
minnesota
federal
minneapolis
federal
reserve
bank
is
addressing
is
the
federal
reserve
bank's
connection
with
workers
directly,
which
is
not
as
easy,
I
think
to
do
as
the
federal
reserve
bank,
connecting
with
employers
and
particularly
larger
larger
employers,
but
trying
to
get
more
and
better
data
and
connecting
directly
with
workers.
It
seems
to
be
a
very
intentional.
F
If
you
will
at
the
federal
reserve
bank,
which
is
of
course,
an
amazingly
powerful
and
important
institution,
so
I'll
leave
it
there,
he
could
not.
He
had
to
be
a
late
scratch
from
this
meeting.
He
couldn't
make
it.
There
was
something
about
federal
reserve
policy
where
he
couldn't
talk
about
his
work
before
it
was
done
or
something
like
that,
but
he
plans
on
being
here
next
month.
C
Can
you
hear
me
yep
now
we
can?
Oh.
Okay,
sorry,
sorry
about
that
trouble.
I
have
it
on
my
phone
yeah,
not
much
of
a
big
report.
You
know
we
last
month
made
some
recommendations
to
both
some
city
councilors
and
the
mayor
about
issues
related
to
you
know
the
extended
emergency
sick
time
about
funding
for
lsaid
and
community
contracts,
as
well
as
training
and
and
ways
to
make
sure
that
workers
have
more
access
to
training
like
downtown
workers,
have
more
access
to
training.
C
So
I
think,
there's
still
a
few
things
in
this
that
kind
of
need
to
get
sorted
out
as
far
as
like
what
is
legally
possible
with
trainings
like
what
you
know,
just
kind
of
looking
at
the
looking
at
the
existing
ordinance
language,
to
figure
out
where
we
can
make
some
moves
to
ensure
that
kind
of
access
to
training.
So
that's
you
know
it's
all
been
lifted
up
to
the
mayor
and
some
city
council
folks
and
that's
kind
of
that's
kind
of
where
we
are
right
now.
C
Some
workers
will
be
getting
together
over
the
next
couple
weeks
to
continue
to
discuss
how
how
things
just
keep
changing
so
quickly.
Right,
like
you,
know,
there's
all
the
conversations
about
money
coming
into
the
city
like
how
how
do
we
influence
that
conversation
like
there's
a
lot
moving
right
now,
but
but
that's
that's
kind
of
where
we
are
not
not
a
big
update,
still
sort
of
figuring
some
things
out.
I
don't
know
if
there's
anything
else,
anyone
wants
to
add
brian
or
or
chelsea
or
anyone
or
if
there's
any
questions.
B
B
You
know.
As
veronica
was
saying
you
know,
trying
to
get
more
resources
to
labor
standards,
division
for
additional.
You
know
for
additional
staff
for
additional
investigators,
though
I
am
very
glad
about
your
new
hire,
the
and,
more
importantly,
getting
money
that
can
support
organizations
in
doing
outreach,
both
employer
organizations
and
worker
organizations
doing
outreach
about
the
labor
standards,
but
also
this
piece
about
that.
The
downtown
workers
council
has
identified
around
figuring
out
how
you
know.
B
B
Employers
who
are
not
following
the
labor
standards
that
are
having
decisions
against
them
by
the
labor
standards
department-
ryan
that
you
mentioned
also
earlier
today,
but
there's
a
whole
universe
of
employers
whose
workers
may
or
may
not
know
about
their
their
rights
under
the
city's
labor
standards
and
and,
as
a
result,
may
not
know
if
their
employer
is
following
those
standards
or
not.
And
we've
got
to
figure
out
how
we
can
get,
how
we
can
get
workers.
B
A
A
E
There's
a
panel
of
a
panel
of
volunteers
out
there
sitting
on
a
panel,
the
city's
interested
in
working
on
this
initiative.
Actually
they're
they're,
more
than
interested
they've
they've,
been
city
administration
has
been
instructed
by
the
city
council
to
put
forward
sick
and
safe
time
ordinance,
and
the
panel
has
has
a
person
from
health
partners.
So
a
large
business,
the
chamber's
there
there's
a
general
manager
from
a
hotel
out
in
bloomington,
a
union
hotel
which
is
the
largest,
the
largest
industry
in
the
city
main
street
alliances.
There.
E
There's
a
bloomington
resident
nat
anderson,
lippert
who's
also
worked
for
mft
here
in
minneapolis,
a
small
business
owner
and
and
myself
and
so
we're
working
on
a
schedule.
We've
had
three
meetings
so
far
and
another
three
that
will
be
scheduled.
Unfortunately,
one
was
cancelled
for
next
week,
but
I
think
that
that's
about
city
staff
trying
to
kind
of
line
up
their
ducks
and
get
their
program
out.
E
E
There's
a
lot
of
interest
on
the
staff
is
the
staff
is,
I
think,
really
interested
in
this
and
really
wanting
to
make
it
successful.
The
I
think
the
the
the
difficulty
if
there
is
difficulty
in
this
is
is
on
the
enforcement
piece,
because
bloomington
simply
doesn't
have
the
experience
or
the
infrastructure
to
at
least
at
this
point,
to
really
enforce
these
kind
of
labor
standards.
E
And
so
I
think
that
that
kind
of,
like
leads
to
other
things
and
and
kind
of
a
conversation
that
that
they
didn't
know
they'd,
be
having
around
around
those
kind
of
issues.
And
if
we're
going
to
do
this
work,
then
you
know,
are
we
going
to
expand
the
work
after
sick
and
safe
time?
And-
and
I
think-
and
I
hope
that
the
answer
is
yes
and
so
really
kind
of
building
out
a
labor
standards
table,
maybe
like
this
and
just
to
keep
the
work
going
and
I'm
happy
to
talk
to
anybody.
E
A
It's
like
that's
a
lot
of
work,
doing
doing
all
of
them,
yeah
good,
so
you
have
the
act.
I
have
one
other
topic
that
I
just
wanted
to.
I
don't
know
that
we
need
to
go
into
it
too
much
today,
but
I
would
like
to
I
think
this
committee
should
be
discussing
how
employers
and
employees
are
relating
to
the
vaccine
and
testing
the
vaccine
and
testing
requirements
that
we're
seeing
at
these
different
levels
and
just
sort
of
like
you
know.
How
is
that
rolling
out?
How
is
that
impacting
workers?
D
I'll
hop
in
you
know,
with
the
biden
plan
announcement
last
week,
we're
just
like
most
businesses
digesting
it.
What
exactly
will
look
like
trying
to
figure
out
the
timelines
and,
as
you
said,
sort
of,
is
it
truly
a
vaccine
mandate
with
testing
or
would
it
could
a
business
choose
to
just
vaccine,
which
is
what
we're
anticipating
right
now,
you
could
make
a
choice,
but
you
know
the
big
concern
here
also
isn't
around
testing
and
supplies
and
how
would
that
be
conducted?
D
How
do
you
capture
results
things
like
that,
so
we're
working
through
a
lot
of
those
just
those
broader
the
logistics
piece
of
it
and
then
also
just
how
would
that
impact
staffing
or
our
employees?
What
are
they
going
to
think?
You
know
what
are
their
choices
going
to
be
so
a
lot
of
discussion
around
that,
particularly,
I
know
at
least
as
one
of
the
larger
employers
we're
having
a
lot
of
discussions
around
it.
E
Well,
I
this
is
wade
so
in
our
industry,
it's
it.
I
think
that
two
things
I
think
it's
too
soon
to
tell
from
the
announcement
last
week.
I
think
that
a
lot
of
companies
are
really
sussing
it
out,
but
we
are
we're
customer
facing
industry
in
general,
so
we
anticipate
that
most
operators
are
are
going
to.
E
A
Yeah
I've
heard
the
city
of
minneapolis
is
starting
in
the
convention
center
and
then
they'll
work
their
way
out.
My
understanding
is
that
it's
a
vaccine
or
test
is
what's
currently
being
proposed.
One
thing
that
we're
seeing
in
the
collective
bargaining
universe,
where
folks
are
represented
that
there's
a
lot
of
conversations
around
implementation
and
effects
bargaining
is
what
they
call
it
sometimes
or
impact
bargaining.
A
Where
there's
discussions
about
well
who's
bearing
the
cost
of
the
test,
does
it
take
away
from
work
time?
Will
you
get
paid
to
take
the
test
all
of
those
kind
of
things,
so
this
is
just
emerging.
We've
started
to
see
this
show
up
in
workplaces
where
people
are
having
to
do
effects
bargaining
again.
This
is
the
unionized
workforce,
not
the
non-unionized.