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From YouTube: March 14, 2022 Workplace Advisory Committee
Description
Additional information at:
https://lims.minneapolismn.gov
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A
All
right
scene,
none
I'll,
just
highlight
that
the
main
topic
today
is
the
update
that
we
requested
a
few
months
ago
on
the
co-enforcement
model
with
the
city.
So
there
are
plenty
of
other
things
on
the
agenda
and
I've
asked
brian
if
he's
willing
to
help
me
facilitate
this
afternoon.
So
do
you
mind
if
I
just
kind
of
hand
it
over
to
you,
brian
walsh,
yeah
and
I'll,
be
here,
but
just
there's
a
few
things
going
on
around
me.
So,
okay.
I
Well,
welcome
everyone
thanks!
So
much
for
being
here,
we
have
a
what
a
great
turnout
and
mix
of
people
today,
I'm
excited
for
a
meeting
today,
and
especially
the
presentation
I
was
going
to
say,
the
only
person
we're
really
missing
is
veronica,
and
here
she
is
so
veronica.
Do
you
want
to
real
quick,
just
introduce
yourself?
We
just
went
around
and
did
introductions.
I
The
first
thing
that
we
have
listed
is
me
on
lsat
update.
I
do
have
a
few
exciting
settlements
to
to
to
share
with
everyone,
but
I
think
I'm
going
to
actually
talk
about
those
next
month.
I
kind
of
want
to
save
time
in
this
meeting
for
the
things
on
the
agenda.
The
next
thing
listed
is
the
committee
member
updates.
We
usually
just
go
around,
and
anyone
who
has
anything
that
they
want
to
share
for
the
good
of
the
group
about
what
their
organization
is
up
to
right
now
is
free
to
do
so.
I
A
I'll
just
say
that,
obviously,
from
our
point
of
view,
from
our
perspective,
we're
spending
a
lot
of
time
working
on
different
strike
actions
happening
throughout
our
community.
So
obviously
the
minneapolis
federation
of
teachers
are
now
in
their
second
week.
So
a
lot
of
community
support
happening
both
for
the
educators
and
the
folk
and
the
families
in
our
in
our
communities.
I
Yep
thanks
so
much
for
mentioning
that
chelsea
all
right.
We
have
a
few
other
things
to
kind
of
circle,
back
on
and
discussed
that
we
have
touched
on
in
previous
meetings,
but
I
think
veronica.
Do
you
want
to
go
ahead
and
dive
into
your
presentation?
Or
would
you
like
me
to
maybe
cover
some
of
these
other
things?
First,
we
can
do
either
way.
H
E
I
Why
don't
we
jump
down
to
the
new
business?
Actually,
and
I
wonder
madeline?
Is
there
anything
you
could
update
folks
on
either
the
hennepin
county,
ramsey
county,
attorney's
office's
wage
theft
round
table
that
we've
been
that
I
know
has
been
ongoing
for
a
while
and
maybe
if
you
have
an
update
regarding
that
and
or
I
think
some
really
exciting
news
about
the
labor
trafficking
statute,
amendment
working,
I
think,
working
its
way
through
the
capital.
F
Yeah,
so
the
the
labor
advisory
council
is
still
meeting.
They
have
been
trying
to
figure
out
how
to
best
get
investigations
going
and
have
come
up
with
a
sort
of
priority
list
for
law
enforcement
of
what
they
think
their
focus
is
going
to
be
for
wage
theft
cases,
basically,
so
that
civil
enforcement
and
community
organizations
know
how
to
do
those
referrals.
F
So
we
put
some
stuff
together
that
addresses
both
what
community
organizations
can
do,
but
also,
I
think
it
just
is
important.
What
law
enforcement
needs
to
do
to
make
sure
that
they're
communicating
correctly
and
what
prosecutors
can
do,
because
that
is
really
the
missing
piece,
and
so
we
submitted
that
to
the
labor
advisory
council.
I
think
merle
really
took
the
lead
in
spearheading
that
and
dan
helped
get
it
all
together.
So
that
has
gone
into
them.
F
Are
of
the
labor
advisory
council,
it's
a
little
nebulous
and
then
one
thing
that
did
come
out
of
that
is
that
we,
susan
crum,
the
hennepin
county
attorney,
who
prosecuted
the
battery's
case,
and
I
were
asked
to
write
a
revision
to
the
state
labor
trafficking
statute,
which
we
did
that
had
a
hearing
in
the
house
last
week,
representative
feist
is
the
author
of
it.
The
current
plan
is
to
lay
it
over
for
inclusion
in
the
omnibus
bill.
F
We
are
seeking
a
senate
author
to
introduce
and
maybe
have
a
hearing
in
the
senate
as
well,
but
that
is
still
sort
of
being
dealt
with
now.
So
we
do.
I
think
I
circulated
the
draft
legislation
to
the
committee.
If
anyone
has
any
comments,
we
have
this
big
window
before
they
start
pulling
together
the
omnibus
bill,
and
we
already
have
changes
that
we
are
intending
to
make
based
on
feedback
we've
gotten
from
other
people.
So
it's
certainly
not
too
late.
F
If
there's
something
that
you
see
that
you're
like
oh,
I
would
use
different
wording.
Or
can
you
clarify
why
this
change
is
being
made
happy
to
talk
through
any
of
that
with
anybody?
So
feel
free
to
take
a
look
at
that
and
let
me
know,
but
it's
basically
just
trying
to
make
everything
plain
english
as
much
as
you
can
in
a
law
and
to
expand
the
the
kinds
of
behaviors
that
are
captured
by
the
labor
trafficking
statute,
so
that
it's
not
quite
so
narrow
right
now.
F
I
I
have
a
couple
of
quick
follow-up
questions.
I'm
not
sure
if
anyone
else
does
is
that
task
force
the
hand
I
don't
know
what
the
name
of
it
is.
The
hennepin
county
attorney's
office
waged
that
task
force.
Does
that
work?
Is
that
still
meeting?
Is
it
sort
of
open-ended
or
or
is
there
like
a
tight
sort
of
timeline
and
set
of
okay.
F
I
think
it's
still
meeting
we
had
a
meeting
and
then
they
made
it
sound
as
if
we
were
gonna
have
another
meeting.
Basically,
the
mike
freeman
said
you
know
we
stop
meeting
when
we
stop
achieving
things
essentially,
and
so
I
think
we're
still
we're
still
getting
stuff
done
and
so
still
meeting,
but
I'm
not
totally
clear
on
what
they
will
consider
like
having
finished
what
we're
doing
so.
I
In
my
second
we'll
see,
we'll
see
that's
fair,
that
that
actually
makes
perfect
sense.
Somehow,
where-
and
I
apologize-
if
I
missed
this
earlier-
or
maybe
a
different
meeting,
where
are
they
at
with
sort
of
the
discussion
of
what
agency
or
or
how
to
do
criminal
investigation
and
or
how
to
better
coordinate
between
different
agencies
or
across
the
sort
of
civil
and
criminal
divide?.
F
So
they
created
a
guide
to
sort
of
the
handoff
process
between
civil
and
criminal
agencies.
It's
essentially
a
prioritization
of
like
what
kinds
of
cases
civil
agencies
could
should
consider
for
criminal
removal.
So
like
do
you
have
witnesses
who
are
willing
to
testify?
Is
there
a
significant
risk
to
public
safety?
Were
a
large
number
of
people
affected
where
the
dollar
value
is
particularly
high?
Does
it
reflect
a
systemic
issue?
F
F
F
So
I
don't
totally
know
there
I'll
I'll
do
a
little
more.
I
mean
I'll
update.
If
we
get
anything
more,
I
think
that's
sort
of
what
they're
waiting
to
to
announce
as
the
accomplishment
is
like
here's
the
directives
for
what
you
should
send
us,
here's
the
person
you
call
and
then
we've
done
it.
That's
that's
our
role
and
I
think
you
know
until
that
investigator
nancy
county
starts
taking
cases.
F
I
don't
think
they
know
how
a
joint
investigation
is
going
to
work
or
look
yeah,
but
I
know
it's
something
that
they're
trying
to
to
figure
out.
So
I
don't
know
that
the
document
yet
on
the
process
is
ready
for
public
circulation.
Veronica,
do
you
has
merle
said
anything?
No
okay.
So
the
whole
thing
is
a
very
confusing
mix
of
like
things
are
happening,
but
it's
not
really
clear
what
the
end
goal
or
the
public
outcome
will
be
so
I'll.
Let
you
more
updates
to
come.
I
I
But
before
we
do
that,
I
think
we
were
joined
by
a
couple
of
distinguished
guests
in
the
city.
We,
maybe
I
just
allow
anyone
else
who
joined
a
little
bit
late
thanks
for
being
here.
Does
anyone
want
to
just
real
quick
introduce
themselves,
including
may
may
we
did
introductions?
You
want
to
do
a
quick,
intro
hi
there
people,
I
am,
may.
J
E
E
For
the
last
15
years,
I've
been
on
the
wac
for
several
years
and
in
partnership
with
the
labor
standards
enforcement
division,
partnering
to
ensure
effective
compliance
through
developing
a
co-enforcement
model,
which
is
what
I'm
going
to
talk
about
now,
and
we've
been
doing
that
for
about
five
years
so
just
quickly,
I'm
gonna.
So
my
presentation.
E
E
So
in
the
time
that
that
the
the
workplace
advisory
committee
has
existed
and
including
its
sort
of
previous
configuration
that
came
up
during
when
we
were
making
recommendations
for
earn
second
safe
time
ordinance,
this
group
has
made
lots
of
recommendations
on
ordinances
that
expand
the
rights
of
workers
in
minneapolis,
and
so
that
has
resulted
in
passing
their
sick
and
safe
time.
Ordinance.
E
But
the
other
big
thing
is
that
from
the
beginning,
when
this
committee
formed
we,
we
have
always
been
intentional
and
talked
about
the
importance
of
supporting
the
passage
of
ordinances
that
can
be
enforced
and
like
how
do
we
effectively
enforce
them
and
ensure
their
enforcement?
Because
you
know
if,
if
we
can't
enforce
it,
then
the
laws
is
just
a
piece
of
paper.
E
All
right
looks
like
it's
working
all
right,
so
we
it's
like
impossible
to
really
talk
about
enforcement
models
of
any
kind,
including
co-enforcement,
without
talking
about
the
pervasiveness
of
wage
theft.
I'll
try
to
be
brief,
because
I
know
a
lot
of
folks
know
this,
but
I
know
folks
it's
always
helpful
to
have
a
reminder
of
why
we're
doing
this
work.
E
E
E
E
E
All
right
wage
theft
is
super
prevalent,
and
it's
kind
of
hard
to
imagine-
and
I
hear
a
lot
of
people
say,
but
how
do
they
get
away
with
it?
And
the
reality
is
because
there's
just
nobody
in
there
every
day
saying
you
have
to
do
this,
and
so
they
just
don't
some
employers,
just
don't
so
here,
I'll,
just
name
that
there
was
a
seminal
study
done.
E
E
This
is
an
image
just
this
is
a
it's
an
old
image
from
2012,
but
I
think
it's
just
a
good
image
to
represent.
What's
you
know,
still
true
today
is
that
the
problem
of
wage
theft
is
way
way
bigger
than
the
problem
of
like
robbery
or
any
kind
of
property
theft.
So
you
see
here,
this
is
like
I
mean
it's
three
times
worse,.
E
All
right
who
pays
the
price
like
we've
said
workers,
especially
black
and
brown
workers,
workers
that
are
making
minimum
wage
or
less
taxpayers
in
the
governments
when
employers
don't
pay
workers
their
wages.
That
means
they're,
also
not
paying
payroll
tax,
and
that
could
mean
that
they're
not
paying
a
bunch
of
other
things.
That
then
can
make
this
like
could
be
insurance
fraud,
payroll
fraud,
like
all
of
these
things,
are
like
money.
E
So
emilio
miranda
rios
is
a
member
of
sithul.
He
has.
He
came
to
sithul
when
he
was
subcontracted
as
a
janitor
cleaning
home
depot
when
he
wasn't
paid
for
extra
hours
that
he
worked
washing
the
windows.
We
sorted
it
out
great.
We
were
able
to
to
get
emilio
paid
and
then
later
he
and
his
wife
came
hundreds
of
dollars
stolen
working
at
a
motel
and
then
a
couple
years
later,
amelia
also
had
his
wages
stolen
working
at
a
convenience
grocery
store
where
he
was.
This
is
just
ridiculous.
E
He
was
told
that
the
sundays
he
worked.
There
were
volunteer
time
that,
because
he
is
older,
then
they
didn't
have
to
pay
him
and
they
just
assumed
that
he
was
like
an
elderly
guy
who
wanted
to
volunteer
his
time.
Help
the
store
do
his
same
job
that
he
does
every
other
day
at
the
store.
It's
just
unfathomable
and
clearly
intentional
right.
So
he
was
able
to
recover
his
money
because
we
went
together
and
talked
he
was
able
to
negotiate
getting
his
wages.
But
it's
like
this,
the
same
guy.
E
Another
story
is
martha:
malcolm
who's,
a
member
of
sithul
as
well.
She
was
unable
to
recover
thousands
of
dollars
in
stolen
wages
and
her
employer
actually
held
on
to
her
passport
and
other
important
immigration
documents,
because
for
safekeeping
and
then
when
she
asked
for
them
back,
because
she
was
starting
to
realize
they're
a
lot
safer
in
my
pocket.
Her
employer
started
with
holding
her
wages.
E
There's
a
lot
to
this
story.
That
obviously,
is
going
untold
here.
At
the
end
of
the
day,
she
was
able
to
to
get.
She
was
able
to
get
everything
back,
but
what
she
didn't
know
was
that
her
employer
had
used
her
signature
fraudulently,
saying
that
she
had
had
received
the
wages
at
the
end
of
the
day.
There's
just
like.
There's
all
kinds
of
stories
like
this
that
are
like
some
are
straightforward.
Some
are
round
about.
E
Some
are
very
confusing
and
part
of
why
this
co-enforcement
model
is
important
is
because
organizations
that
are
in
the
community
that
are
on
the
ground
every
day
can
have
some
expertise
and
knowledge
to
bring
to
the
city
about
some
specific
employers
and
and
industries,
and
also
I
mean
you
know
especially.
I
know
madeleine
is
looking
at
this
and
going.
E
How
do
we
fix
this?
This
problem?
So
that's
where
we
come
to
co-enforcement,
where
we
have
workers
and
worker
organizations
in
partnership
with
the
city.
So
co-enforcement
is
a
partnership
between
labor
standards,
divisions
or
departments,
depending
on
where
we
are,
and
community
organizations
who
already
engage
regularly
with
workers
that
are
the
most
impacted
by
the
laws
that
the
division
or
the
department
influences.
E
So
you
know
here
that's
earn
second
safe
time.
That's
the
wage
theft
protections
and
the
minimum
wage
and
locally.
The
groups
that
have
been
partnering
with
minneapolis
elsead
are
a
wood
center
and
rock
the
restaurant
opportunities
restaurant
opportunity
center,
and
there
are
potentially
others
that
could
but
also
engage
in
this
kind
of
work.
E
E
Help
them
to
be
able
to
overcome
the
multiple
barriers
that
exist
to
speaking
out
against
a
violation
of
their
rights,
which
means
language.
It
means
fear
about
people's
immigration
status.
It
means
fear
of
retaliation
which
I'm
not
even
going
into,
but
is
huge
the
fear
of
retaliation.
The
workers
face,
whether
it's
real
or
whether
people
have
heard
about
it
being
real
and
are
and
are
scared
and
all
of
this
kind
of
leads
into
you
know
there
can
be
trafficking
situations
that
people
don't
want
to
come
forward.
E
So
another
piece
is
that
when
in
in
the
partnership
in
reaching
the
most
vulnerable
populations
in
the
partnership,
organizations
like
ours
like
we're,
not
the
city's,
not
just
asking
us
to
go
hand
out
flyers
and
make
announcements
in
a
newspaper
or
on
the
radio.
We
could
do
that.
But
co-enforcement
is
a
deep,
much
deeper
partnership
and
it's
a
much
deeper
look
at
what
does
it
really
take
for
workers
to
speak
up
for
their
rights
to
make
sure
their
rights
are
respected?
E
So
we
do
leadership
trainings
with
workers
so
that
they
can
act
to
prevent
stuff,
because
just
knowing
the
information
of
what
the
rights
are
is
often
not
enough,
and
so
we
train
workers
and
then
those
workers
train
workers,
and
then
those
workers
train
workers
and,
and
they
can
come
together
to
also
help
feel
backed
up
both
by
said
the
will
and
other
organizations
and
just
their
co-workers
so
that
they
can
say,
hey
you're,
not
you
actually
didn't
raise
the
minimum
wage
on
july.
1St,
like
you
were
supposed
to,
none
of
us,
are
getting
paid.
E
So
that
might
mean
you
come
and
file
a
complaint
with
brian
walsh,
and
then
your
phone
is
cut
off
for
a
month
that,
if
it
were
brian
walsh
alone,
would
be
like
there's
nothing
you
can
do,
but
because
I
can
still
be
I'm
still
in
communication
with
that
worker
because
I
know
their
sister's
phone
number.
I
know
where
I
can
find
them
like,
because
we
have
those
relationships.
E
We
can
actually
help
make
these
cases
possible
and
get
in
contact
with
workers
and
and
find
other
workers
or
learn
more
information
about
the
case.
So
that's
an
important
piece
in
the
reaching
out
to
the
or
I'm
sorry
in
reaching
out
to
the
most
vulnerable
populations
here.
Actually
I
forgot
to
click.
Would
you
have
supposed
to
call
patients?
Yes,
that's
what
I
just
want
to
do,
and
so
yeah
so
so.
Just
here
are
a
couple
of
examples.
E
E
On
the
flip
side,
the
organizations
that
are
in
partnership
with
the
city
through
this
co-enforcement
model
are
engaging.
We
are
engaging
in
communities
of
color,
primarily,
and
so
what
does
that
mean?
It
means
that
in
the
in
the
co-enforcement
partnership
model,
this
the
city
is
entering
into
contracts
with
community
orgs,
specifically
in
black
and
brown
communities,
in
order
to
harness
the
power
of
the
relationships
we
hold
and
like
who
we
can
reach
out
to
and
who
we
can
get
engaged
so
the
this
approach.
E
E
Well,
obviously,
there
are
some
things
that
are
that
are
confidential.
That
investigators
cannot
tell
us.
We
can
talk
about
information
about
the
employer,
how
they're
going
to
react
where
to
look
for
certain
violations.
We
can
look
for
more
complaints
that
can
provide
more
information
when
we
know
that
something
is
a
commonplace
violation.
E
E
Likewise,
workers
when
they
know
their
rights
and
how
to
enforce
them,
then
they're
more
empowered
to
speak
up
to
their
employers
and
correct
problems
without
even
having
to
initiate
a
formal
complaint
process.
So
I
say
this
to
say
that
I
think
part
of
the
success
of
this
model
isn't
even
just
getting
lots
of
complaints
and
moving
forward
on
them
strategically.
It's
preventing
wage
theft
before
it
happens,
or
it's
being
able
to
deal
with
wage
theft
before
it
has
to
take
more
escalated
steps.
E
So
the
you
know
and
we've
seen
that
the
combined
efforts
of
the
agency
and
community
organizations
can
help
us
find,
like
I
said
before,
the
creative
settlements
that
can
that
can
help
promote
long-lasting
compliance.
But
so
I'll
give
a
quick
example.
I
said
the
organizer
met
with
a
worker
to
discuss
her
working
conditions
and
she
named
that
three
workers,
including
herself,
had
had
to
quarantine
for
covid,
and
they
were
told
that
they
could
not
use
their
accumulated
sick
hours,
which
we
know
is
a
violation
of
the
law.
E
So
this
woman
came
and
participated
in
a
set
of
trainings
on
her
rights
and
how
to
speak
up
about
her
rights,
and
then
she
committed
herself
to
talking
to
her
co-workers
and
getting
a
meeting
with
the
manager
to
say
hey.
This
is
what
happened
and
we
need
our
money
and
a
week
later
after
follow-up
from
an
organizer,
they
had
met
with
the
manager
and
they
had
been
paid
the
outstanding
sick
time
and
they
have
now
told
their
other
co-workers
there
hey.
E
E
The
fifth
here
is,
you
know,
leveling
the
playing
field
for
employers,
and
I
don't
really
have
a
ton,
that's
more
specific
than
that,
just
that
you
know
when
some
employers
are
doing
the
right
thing
and
others
aren't
they're
at
a
competitive
disadvantage,
and
we
don't
want
that.
We
want
our
high
road
employers,
we're
doing
the
right
thing
to
not
be
penalized
for
that
by
in
competition
with
unscrupulous
employers.
E
E
E
Two
is
that
community
partners
should
not
just
be
using
resources
for
light
touch.
Information
like
flyering,
but
for
deeper
leadership.
Development
three
is
that
funding
should
ensure
a
one-to-one
ratio
of
investigator
two
hundred
thousand
dollars
in
community
contracts.
So
this
is
something
we
learned
coming
out
of
seattle.
That
was
a
key
in
their
in
their
model
was
to
keep
that
ratio
solid
where
you've
got
yeah.
So
we've
got
five
investigators
that
we
have
five
hundred
thousand
dollars
in
community
contracts
and
that
ratio
helps
ensure
the
best
most
effective
possible
outcomes.
E
Finally,
that
it
is,
it
is
very
advantageous
for
one
community
partner
to
act,
sort
of
like
a
hub
organization
through
which
money
can
flow
and
can
subcontract
out
the
some
of
the
outreach
and
education
to
other
organizations
that
also
meet
the
criteria
above
and
the
reason
for
this
is
that
then
activities
can
be
coordinated
in
a
way
for
maximum
impact,
rather
than
someone
here
somebody
there.
People
are
kind
of
all
over
the
place
doing
their
own
thing.
E
F
One
thing
that
I
think
you
know
when,
when
we've
talked
to
workers,
that
a
big
frustration
is
always
that
they
they
just
want
to
be
able
to
go
one
place
and
talk
to
one
person
and
that
one
person
will
be
able
to
tell
them
sort
of
all
their
options,
and
you
know
so
tool
handles
a
whole
bunch
of
stuff.
But
I
don't
know
that
you
guys
want
to
be
the
like.
Universal
1
800
help
worker
hotline
either.
So
what
do
you
I
mean?
F
E
I
think
yeah
I
mean
that's
something
that
I've
thought
about
for
sure
and
like
have
heard,
come
up
and
it
is
hard
I
I
will
be
honest
and
say
like
I
don't
know
that
it's
I
don't
know
that
it's
possible.
I
guess
there's
some
it's
just.
I
think
the
difficulty
is
that
it's
bringing
together
different
sets
of
expertise
because
it's
like
brian,
you
know
just
to
use
these
concrete
examples
like
brian
needs.
To
do
what
brian
does
like
ryan
knows.
The
law.
Brian
knows
precedence.
E
Brian
knows
how
to
do
that,
and
you
know
and
investigators
really
like.
That's
that's
the
p,
that's
the
work
that
they
do
and
they're
experts
on
it.
They
know
how
the
communication
is
gonna
work.
They
know
what
to
expect.
I
don't
know
all
of
those
details.
I
know
some
of
it,
but
what
I
know
and
what
our
organizers
know
is
like
how
to
how
to
how
to
relate
to
people
in
the
industry
because
we're
operating
in
that
industry.
E
So
I
just
don't
know
that
you
can
bring
all
of
the
sense
of
expertise
into
them,
but
I
think
what
has
been
helpful
for
for
us
is
is
trying
to
make
sure
that,
especially
when
situations
are
really
difficult,
and
especially
like
thinking
about
a
trafficking
situation,
where
there
is
one
person
that
will
be
by
your
side
everywhere,
you
go
in
as
much
as
they're
allowed
to
be
there,
but
like
that
is
going
to
help
you
make
meaning
out
of
everything.
That's
happened
can
help
you
find
the
resources,
even
if
they
don't
have
them.
C
I
was
gonna
say
the
same
thing,
great
presentation,
really
helpful
information
and,
like
the
specific
examples
you
know
of
how
those
play
out
in
terms
of
how
ctul
or
others
work
specifically
with
someone
and
what
that
scenario
was
right.
So
why
were
they?
Why
are
they
headed
over
to
ctool
versus
they're,
calling
brian
to
the
question
you
just
sort
of
answered
before
and
sort
of
walking
through
the
the
funding?
C
You
know
how
it
works
process
by
process
because
you're
right
there
is
this
sort
of
how
to
educate
people,
what
their
rights
are,
how
to
bring
it
up,
how
to
find
them,
how
to
talk
to
them
all
of
that
versus
brian
and
the
city's
role
is
truly
in
that
investigation
and
making
sure
it's
following
the
legal
process,
and
you
know,
and
and
going
through
the
right
channels.
It
was
interesting.
You
called
out
the
the
seattle
one-to-one
ratio
and
sort
of
how
they're
managing
that
route.
I
don't
know
off-hand,
I
guess
brian
or
veronica.
C
E
Okay,
so
three
investigators
550s
and
we
have
369
000
in
community
contracts,
so
the
ratio's
not
far
off
the
amount
of
money
is
incredibly
different.
Seattle
has
like
23
million
in
community
contracts
and
like
23
ish.
I
don't
know
the
exact
numbers
right
now,
but
it's
yeah
it's
way
bigger,
but
ratio
is
it's.
I
Well,
you
get
what
you
pay
for,
but
that's
not
really
like.
That's
not
a
super
helpful
answer,
and
recently
I've
been
thinking
about
just
looking
across
other
city
departments
to
sort
of
give
context,
and
so
for,
for
example,
like
the
city
has
decades
of
experience
enforcing
you
know
different
business
licensing
requirements
or
food
safety
and
environmental
health
requirements.
C
Brian,
that
was
going
to
be
my
question
that
was
exactly
sort
of
because
comparatively
of
cities,
our
size,
you
know-
and
you
just
so.
You
just
said
it
ten
thousand
businesses,
which
of
course
does
fluctuate,
and
we
saw
that
during
copenhagen,
especially
right
and
even
coming
out
of
covid
and
where
we're
at
now
for
just
business,
health
and
whatever
and
workers
and
working
through
that
and
some
are
coming
back
and
some
are
not
right.
C
So
these
numbers
are
fluctuating
but
sort
of
comparatively,
and
that's
what,
when
we
had
this
discussion
before
and
talking
about
the
budget,
I
kind
of
wanted
to
understand
that
more
because
both
sides
are
important
right.
You
need
to
have
the
community
side
to
really
reach
those
folks
who
aren't
getting
the
information.
Have
that
outlet
right,
but
you
also
have
to
have
the
true.
You
know
the
city
can
go
to
that
business,
walk
in
the
front
door
as
a
city
investigator
or
an
entity
and
say
this
is
the
law
right.
C
You
have
to
have
both
sides
as
part
of
enforcement.
So
that's
why
I
was
asking
about
the
ratio
and
just
how
minneapolis
compares
to
sort
of
similar
sized
cities
and
and
to
be
fair.
I
do
think.
Probably
maybe
numbers
are
a
little.
I
don't
know
what
they
are
coming
out
of
covet
because
it's
just
a
very
different
labor
market
business
market,
all
of
it,
but
still
important
right
going
forward,
particularly
now,
given
some
of
the
strain
on
workers
and
and
business
as
a
whole.
G
You
know
when
you
don't
have
enough
people
to
do
the
work,
we're
not
capturing
everything,
and
so
it's
that
horrible
circle
where
well
show
me
you
need
us
well,
we
need
you
to
be
able
to
show
you
know.
We
need
people
to
be
able
to
show
you.
You
know
what
I
mean
it's
this
horrible
circle
for
you
guys
to
so
I
appreciate
that
conversation
and
the
presentation.
I've
learned
a
lot.
E
I
I
I
None
of
that
then
has
to
be
reported
to
the
city
and
elevated
to
an
entire
whole
legal
process
that
probably
wasn't
necessary
in
the
first
place.
So
it
really
saves
a
saves.
The
the
city,
a
lot
of
money,
because
we
didn't
have
to
now
there's
some
compliance
or
enforcement
issue
that
was
resolved
without
the
city
having
to
invest
precious
resources
and
those
sort
of
less
formal,
less
extreme
measures
are
probably
gonna,
they're,
probably
more
appropriate
to
that
particular
problem
and
probably
do
a
better
job
in
preserving
the
employee,
employer
relationship.
I
I
Thank
you.
May
okay,
it's
five
o'clock,
the
only
oh!
You
know
what
we
did
have
veronica
there's
another
thing
on
another
item
on
our
agenda:
I'm
curious.
If
you
have
talked
to
janice
fine
and
if
not,
we
can
move
it
to
our
agenda
next
month,
rutgers
university
and
the
main
street
alliance
is
sort
of
looking
at
a
pilot
project
in
minneapolis
to
really
look
at
barriers
to
compliance
for
really
small
businesses.
I
E
I
I
I
I
So
this
is
the
annual
report
that
is
required
by
ordnance
to
give
to
the
to
present
yearly
to
the
city
council.
So
I'm
going
to
do
that
at
the
march
30th
meeting
of
the
public
health
and
safety
committee.
So
you
all,
if
you
have
any
feedback
at
all
from
me
about
this
report
or
any
questions
we
can
take
those
now
we're
offline.
I
I'm
not
gonna
go
through
every
single
slide,
because
it's
a
lot
and
we
we
already
had
a
presentation
at
this
meeting
but
I'll
just
hit
on
some
high
points
and
also
before
I
do
that.
Let
me
just
show
you
this
a
lot
of
this
data
lives
on
the
city's
website
and
is
updated
on
a.
I
think.
It's
a
weekly
basis
might
even
be
more
than
that
and
you
can
access
it
either
by
going
to
the
city's
home
page
whoops.
I
The
city's
home
page
is
right
here
and,
if
you
scroll
down
towards
the
bottom,
this
data
source,
visualizations
and
dashboards.
If
you
go
in
here
and
search
labor
standards,
you'll
find
the
data
that
I'm
about
you'll
find
the
the
dashboard
with
all
of
the
labor
standards
enforcement
data.
So
in
other
words,
you
don't
need
to
wait
for
the
annual
report.
There's
always
a
lot
of
good
information
in
there,
and
certainly
it's
a
great
source
of
information.
The
other
way
to
access
that
data
is.
Was
it
just
there?
I
I
Find
the
information
right
here
this
is
what
the
dashboard
looks
like
and
there's
a
lot.
For
example,
if
you
click
in
here
to
close
investigations,
and
then
you
click
across
the
top
here,
there's
just
a
lot
of
data
that
breaks
down
what
we're
doing,
how
many
investigations
you
know
we
we
have
open
or
closed
what
the
outcomes
have
been,
for
example
here
in
aggregate
and
then
also
by
different
ordinance
types,
etc.
I
I
We
have
a
third
investigator
now,
as
I
mentioned
a
few
minutes
ago,
and
that
has
really
helped
with
capacity
it's
starting
to
turn
the
corner
into
having
more
capacity
to
do
more
of
that
proactive,
rather
than
just
reacting
to
complaints
as
they
come
in
as
they
come
in
the
door.
This
this
outreach
really
jumped
in
2021.
I
A
lot
of
it
was
actually
going
sort
of
business
to
business.
So
it's
not
some
of
the
previous
years
was
more
kind
of
broad
communications
and
broad
outreach.
Some
of
that
continued
in
2021,
but
we
did.
We
were
able
to
do
a
lot
of
outreach
directly
to
different
businesses
and,
looking
more
proactively.
I
The
next
couple
slides
just
highlight
sort
of
the
outreach
and
education,
the
businesses
that
we
also
really
try
to
do.
We
get
a
lot
of
businesses
contacting
us.
Basically,
saying
hey
are
we
in
compliance,
and
we
really
really
appreciate
that
there's
a
lot
of
it
that
we
do
this,
mostly,
we
are
contacted
by
email,
certainly
by
by
phone
call
as
well.
This
breaks
down
sort
of
by
year
and
by
question
type.
I
This
just
shows
how
much
web
traffic
we
get,
and
this
is
really
where
a
lot
of
our
outreach
and
education
to
businesses
occurs.
We
do
a
lot
of
work
and
work
really
hard
to
update
and
maintain
as
helpful
and
as
many
tools
on
our
websites
so
that
people,
employees
and
certainly
business
owners
can
come
in
to
click
into
our
websites
and
find
the
information
that
they
need.
You
can
see,
there
are
ten
tens
of
thousands
of
visits
per
year.
I
I
Although
in
2021
we
did
receive
many
more
wage
theft,
other
types
of
wage
hour,
complaints
and
allegations
than
in
previous
years.
So
that's
also
important
to
note
by
industry.
We
get
a
lot
of.
I
know.
Stakeholders
always
want
to
know,
and
we
get
a
lot
of
questions
about
where
we
see
violations
and
what
I'll
point
out
on
this
slide
is
that
in
previous
years,
accommodation
and
food
services,
so
basically
restaurants
really
dominated
compared
to
other
industries.
I
As
far
as
being
a
high
rate
of
violation
industry,
we
spent
a
lot
of
time
in
restaurants
and
accommodation,
food
services,
looking
specifically
at
the
sick
and
safe
time,
ordinance
in
the
lower
left.
The
the
the
lower
left
of
those
pie,
charts
is
2021
and
we
spent
comparatively
much
less
time
in
restaurants,
perhaps
in
part
due,
I
think,
to
the
pandemic,
but
also,
I
think,
a
maybe
a
comparatively
better
job
in
the
restaurant
industry
and
and
some
other
industries
that
were
turning
towards
to
pay
more
attention
to.
I
This
shows
that
the
the
outcomes
of
our
investigations
and
these
settlements
are
the
kind
of
purple
bar
2021
is
at
the
bottom
there,
and
I
always
look
for
settlements
being
a
bigger
number
or
settlements
compared
to
unsubstantiated
those
are
the
two
bars
where
we're
really
spending
a
lot
of
time
in
the
investigation,
and
you
can
see
that
there
are
more.
There
were
more
settlements
and
there
were
unsubstantiated
claims
in
that
were
fully
investigated
in
2021.
I
You
can
also
see
wage
theft,
recoveries
in
in
2021,
where
in
previous
years,
you
really
did
not
see
that
and
then
workers
directly
affected
the
right
side
of
the
slide
in
2021
over
a
thousand
workers
that
received
or
or
had,
their
rights
enforced.
That
would
not
have
occurred,
but
for
the
investigation
of
our
division
and
again
2021
larger
much
much
larger
number
than
2020.