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From YouTube: Committee on Commerce and Economic Development 4-2-2018
Description
The Committee on Commerce & Economic Development of the Council of the City of Philadelphia held Public Hearing on Monday, April 2, 2018 to hear testimony on the following items:
170956 An Ordinance amending Chapter 17-1300 of The Philadelphia Code, entitled "Philadelphia 21st Century Minimum Wage and Benefits Standard," by revising provisions regarding waivers of minimum wage requirements, all under certain terms and conditions.
170971 Resolution authorizing the Committee on Commerce & Economic Development to hold hearings regarding initiatives to support employee ownership, including as a retirement strategy for small business owners.
Committee on Commerce and Economic Development
Chair: Councilman Curtis Jones Jr. (4th District)
Vice Chair: Councilwoman Cherelle Parker (9th District)
A
Good
afternoon
this
hearing
is
now
called
the
water.
This
is
a
public
hearing
of
the
City
Council's
Committee
on
Commerce
and
economic
development.
The
purpose
of
this
public
hearing
is
to
hear
testimony
on
resolution
number
one
7:09
71
and
bill
number
one:
seven,
zero,
nine
five
six
I
recognize
the
presence
of
with
Councilwoman
Blondo
rhythms,
brown,
councilman,
green
Councilwoman,
Parker,
councilman,
Johnson
and
Councilman
Colin
burger,
along
with
myself
as
chair
with
the
clerk.
Please
read
the
title
of
the
bill
and
resolution.
B
Bill
number
one:
709
56
an
ordinance
amending
chapter
17
1,300
of
the
Philadelphia
Code
entitled
Philadelphia
21st
century
minimum
wage
and
benefits
standard
by
revising
provisions
regarding
waivers
of
minimum
wage
requirements,
all
under
certain
terms
and
conditions
and
resolution
number
one:
seven:
zero,
nine
seven
one.
A
resolution
authorizing
the
committee
on
commerce
and
economic
development
to
hold
hearings
regarding
initiatives
to
support
employee
ownership,
including
as
a
retirement
strategy
for
small
business
owners.
Thank.
A
You
miss
Williams
well
good
afternoon,
everyone
and
thank
you
for
your
patience.
We
had
a
full
docket
today,
interesting
testimony
and
I,
don't
see
why
that's
not
going
to
continue
this
afternoon,
I'd
like
to
recognize
councilman
green,
who
is
the
author
of
the
resolution
we're
going
to
hear
today,
Thank.
C
You
mr.
chair
well
I
thank
the
panel's
for
being
here
this
afternoon.
My
colleagues
been
here
for
this
testimony
and
it
deals
with
the
issue
of
employee
stock
ownership
programs
Aesop's
and
coming
from
a
banking
background
and
at
one
point
being
a
securities
lawyer,
I
had
of
one
perspective
of
Aesop's
but
having
an
opportunity
to
talk
with
kevin
McPhillips
independence
for
employee
ownership,
as
well
as
the
Philadelphia
air.
Cooperative
Alliance
really
got
an
a
new
concept
of
how
Aesop's
could
be
used
as
a
way
to
promote
and
continue
entrepreneurship
and
address
poverty.
C
C
Who
may
have
worked
at
that
business
for
a
number
of
years?
So
this
is
a
way
of
transitioning
to
keep
those
businesses,
especially
in
some
of
our
commercial
quarters
and
then
councilman
Parker
has
been
a
strong
proponent
of
commercial
Carter
development
as
well.
Councilman
Jones
and
councilman
Johnson
were
all
district
council
members
and
the
at-large
council
members
here
both
councilman
Brown
and
Councilman
Tom
Berger,
who
also
come
from
a
small
business
perspective,
can
really
relate
to
that.
C
So
I
think
using
Aesop's
is
away
and
bring
this
concept
to
the
city
of
Philadelphia
is
a
good
idea
and
it's
been
being
used
in
other
parts
of
the
Commonwealth
as
a
way
of
transitioning
ownership,
from
an
owner
to
the
employees
and
maintaining
entrepreneurship
and
maintaining
jobs
and
communities
across
the
Commonwealth,
but
also
hopefully
going
forward
here
in
the
city
of
Philadelphia.
So
thank
you.
Thank.
D
A
F
Good
afternoon,
and
thank
you
for
having
me
my
name-
is
Kevin
McPhillips
and
I'm.
The
executive
director
and
CEO
of
a
relatively
new
nonprofit
organization
called
the
Pennsylvania
Center
for
employee
ownership.
We
exist
for
one
purpose:
to
raise
awareness
about
a
remarkable
program
that
dramatically
improves
the
lives
of
citizens
in
Philadelphia
throughout
the
Commonwealth
and
the
nation
as
a
whole.
F
It's
called
employee
ownership
and
in
specific,
the
employee
stock
ownership
plan
or
Eastside
we're
here
today,
because
we
want
to
ask
you
to
allow
us
to
help
you
and
the
city
of
Philadelphia
I'd
like
to
begin
by
thanking
the
distinguished
members
of
council
for
the
opportunity
to
share
a
few
thoughts
and
I'd
like
to
especially
commend
councilman
at-large,
Derek
Greene
and
his
staff
for
taking
the
critically
important
step
that
you've
done
today
to
improve
lives
and
decrease
the
wealth
gap
that
is
strangling
so
many
of
our
citizens.
Today,
employee
ownership
can
help
to
do
that.
F
I'd
like
to
take
just
a
moment
for
a
personal
note.
I
grew
up
in
Northeast,
Philadelphia
and
I'm,
proud
to
say
that
my
father
was
a
dedicated
member
and
leader
and
city
governor
for
over
25
years.
The
city
and
its
many
extraordinary
offerings
are
centrally
important
to
my
family
and
to
myself
and
that's
why
we're
here
today?
It's
within
that
context
that
I'd
like
to
share
a
couple
stories
in
2002,
a
man
with
a
successful
distribution
company
in
the
small
town
of
Selinsgrove
Pennsylvania,
turned
75.
F
It
was
time
to
sell
his
business
and
spend
more
time
with
his
wife
and
his
family.
He
had
40
employees
and
he
considered
them
family
as
well.
Unfortunately,
as
they
were
in
a
remote
location,
all
offers
to
purchase
the
business
included,
moving
it
away
and
laying
off
40
people.
He
couldn't
do
that
these
were
his
neighbors.
Instead,
he
learned
about
a
plan
that
would
work.
He
sold
the
business
for
the
same
amount
of
money
offered
to
his
employees.
His
employees
paid
nothing
fast
forward.
F
15
years
to
today,
the
business
has
over
200
employees
and
all
40
of
the
original
ploys
have
more
than
enough
funds
to
retire
today,
some
with
seven
figures
that
to
warehouse
workers,
truck
drivers,
laborers
office
assistants,
as
well
as
management
in
a
Forbes
magazine
story.
Last
year
it
was
related
that
two
twin
sisters
graduated
school
in
Oregon,
and
went
to
work
at
a
fast-food
establishment.
After
one
year
they
received
a
five
cent
raise.
F
F
She
had
just
over
1
million
dollars
in
her
account
and
had
contributed
none
of
her
own
money.
So
what
is
this
program?
Well
in
1974
Congress
passed
a
law
that
is
part
of
ERISA,
the
Employee
Retirement
Income
Security
Act.
The
law
says
that
an
owner
can
sell
some
or
all
of
their
business,
10%,
20%,
49%
or
even
a
hundred
percent
to
their
employees.
The
employees
pay
nothing.
Rather,
the
business
takes
on
a
note,
a
mortgage.
If
you
will
to
pay
off
the
owner
over
time.
F
F
The
tax
savings
served
to
pay
off
the
mortgage
once
paid.
Those
funds
can
be
used
for
any
number
of
things,
most
particularly
growth.
Some
of
the
successful
companies
right
here
in
Philadelphia
that
are
employee,
owned,
include
Pannonia
associates,
many
of
whom
are
here
today.
The
Gramm
company,
also
here
today,
McKeen
defense
down
at
the
Navy
Yard
urban
engineers,
Cardone
TransAmerican
office,
furniture,
Elmo,
Corp
and
Crown
Court
concealed.
Yet
in
all
of
Philadelphia,
there
are
less
than
two
dozen.
F
In
total
other
recognizable
employee
owned
companies
include
Wawa
sheets,
which
is
the
sort
of
the
Wawa
that
Western
PA
the
dance
Coast
shoe
company
in
West,
Chester
or
Chester
County
Bradford
white
water
heaters
right
in
Montgomery,
County,
New,
Belgium,
beer,
King,
Arthur,
Flour
and
Publix,
the
largest
grocery
store
chain
in
the
nation,
and
yet
very
few
people
know
about
Aesop's
and
even
fewer
of
them
understand
in
private
industry.
The
days
of
real
pensions
are
largely
over
as
the
baby
boomers
age
we're
on
the
cusp
of
a
silver
tsunami.
F
It's
estimated
that
4.5
million
company
will
transact
over
the
next
10
years.
4.5
million
and
yet
30%
of
business
owners
over
the
age
of
55
have
no
succession
plan.
None
worse.
Yet,
30%
of
employees
over
the
age
of
55
have
zero
retirement
savings.
9
and
fully
60%
of
American
workers
over
55
have
less
than
$50,000.
F
So
what's
going
to
become
of
our
citizens?
What's
the
future
of
Social
Security?
How
will
they
keep
be
cared
for
and
who's
going
to
pay
for
it?
Employee
ownership
offers
a
stark
contrast,
based
on
a
recent
report
from
the
economic
report
on
economic
well-being
by
the
nonprofit
National
Center
for
employee
ownership
out
of
Oakland.
Employee
owners
have
30%
higher
wages,
30%
higher
wages
than
non
employee
owners
on
average
two
and
a
half
times
higher
retirement
five
times
longer
job
tenure
and
are
92%
less
likely
to
be
laid
off.
F
Today,
you're
going
to
hear
from
a
recognized
national
legal
expert,
my
colleague
James
steiker
on
the
community
value
of
employee
ownership,
we're
going
to
hear
from
a
fourth-generation
Philadelphia
company
CEO
mr.
William
Stockwell,
who
chose
to
keep
his
company
here
in
Philadelphia
and,
most
importantly,
you're,
going
to
hear
from
the
company
employees
whose
lives
have
been
changed
forever.
F
Members
of
council
here's
what
employee
ownership
can
do
for
the
city
of
Philadelphia.
It
will
keep
jobs
and
companies
here.
Esop
companies
are
on
average,
much
more
productive.
Surprise,
surprise.
That
means
job
growth.
Job
growth
means
an
increase
in
the
tax
base.
Employee
ownership
will
contribute
to
retirement
and
correcting
wealth
disparity
and
it
will
not
cost
the
city
a
thing.
F
We're
asking
the
council
for
four
things
number
one.
We
asked
you
to
put
the
full
weight
of
your
voices
and
your
public
relations
engine
behind,
supporting
and
getting
people
to
know
about
an
option
which
is
employee
ownership.
Number
two:
we're
asking
the
council
to
connect
us
to
city
departments
that
can
help
us
to
get
the
word
out
number
three.
We
asked
the
council
to
connect
us
to
your
partners
outside
of
the
city
that
may
help
us
get
the
word
out.
F
We
work
closely
with
Rob
underling
and
the
Philadelphia
Chamber,
but
we
would
love
some
help
in
getting
getting
coordinating.
Lastly,
and
perhaps
most
importantly,
we
ask
the
members
of
council
to
help
us
to
identify
the
businesses
within
your
districts.
You
know
your
neighborhoods,
we
don't
know
them
help
us
to
enter
understand
the
businesses
that
might
value
hearing
this
message
so
that
we
can
help
them
understand
a
really
important
option.
We're
keenly
aware
that
there
are
critical
issues
facing
the
city
and
council
education,
poverty,
race,
led
in
the
water
we
heard
about
this
morning.
F
We
recognize
that
those
are
critical
issues
and
by
a
far
margin
to
serve
your
critical
attention.
But
what's
common
about
all
of
those
issues
is
that
the
solutions
are
immensely
complex.
Employee
ownership
is
low-hanging
fruit.
The
program
is
there.
The
solution
exists
today,
and
it's
just
that.
No
one
knows
about
it.
The
Pennsylvania
Center
for
employee
ownership
is
a
volunteer
collective
of
current
and
former
CEOs
with
experience
in
employee
ownership.
F
Quite
frankly,
just
looking
to
pay
it
forward,
we're
supported
by
foundations
like
the
WK
Kellogg
Foundation
universities
such
as
Rutgers
University
of
California
Chatham
University
in
Pittsburgh,
and
by
volunteer
industry
experts,
many
of
whom
are
here
today,
I'm,
going
to
ask
the
employee
owners
and
the
employee
ecosystem
friends
who
are
here
to
just
raise
your
hand
and
let
the
council
know
that
you're
here
today,
members
of
council,
together,
let's
create
a
rational
economy
that
works
for
everyone.
We
can
make
Philadelphia
a
vanguard
city
for
employee
ownership
and
a
model
for
the
rest
of
the
country.
F
F
Thank
you,
I
want
wonderful
credit
question.
Councilman
today
are
our
entire
focus
or
our
tire.
Efforts
have
been
thanks
to
councilman
green,
who
reached
out
to
us
and
said
I
want
to
learn
some
more
about
it,
and
he
was
kind
enough
to
suggest
that
we
create
some
hearings,
we're
at
the
very
start
of
something
here.
That's
that
you
know
we're
we're
about
a
year
and
a
half
old
and
we're
kind
of
getting
our
feet
on
the
ground
right
now.
Our
purpose
here
today
is
to
ask
you
the
same
question.
Please:
okay,.
A
That's
fair
I
want
to
recognize
the
presence
of
councilman
diamond
Councilwoman
Blackwell
who
have
joined
us
here
today.
I
knew
you
you
couldn't
be
far
away,
one
other
question
generally
so
I
think
of
companies
like
Toys,
R,
Us
and
others
that
have
been
in
news
lately
could
something
like
this
have
helped.
It
was
arrest
if
it
was
local
and
smaller.
Oh.
F
If
it
was
local
and
small
absolutely
you
know
the
the
issues
around
Toys,
R
Us
were
immensely
complex.
They
wrote
owned
by
a
large
private
equity
firm.
They
had
been
a
public
company.
The
answer
to
that
question
is,
it
depends,
but
the
answer
to,
but
the
answer
to
could
have
it
saved
dozens
of
other
companies.
The
answer
is
absolutely:
yes.
All.
A
G
I'm
James
steiker
I
am
the
founding
chairman
and
CEO
of
SES
advisors
and
steiker
green
apple
and
Fusco
I'm
a
resident
of
Philadelphia
since
1985.
When
I
returned
to
the
area
to
accept
a
position
with
pace
of
Philadelphia,
a
not-for-profit
organization,
then
the
promoted
employee
ownership
in
Philadelphia,
so
I
will
say
everything
old
is
new
again
and.
G
Yesterday
was
actually
the
30th
anniversary
of
the
founding
of
my
firm
as
an
enterprise
dedicated
to
creating
and
serving
employee
owned
companies.
Our
firms
currently
assist
more
than
500
employee
and
companies
across
the
nation
and
over
my
career
I've
had
the
opportunity
to
assist
hundreds
of
companies
in
the
transition
to
employee
ownership,
including
many
of
the
companies
testifying
and
present.
Here
today
to
me,
the
benefits
of
employee
ownership
to
employees
and
local
companies
are
obvious
both
to
the
eye
and
also
from
the
available
data
research
from
and
sponsored
by,
the
National
Center
for
employee
ownership.
G
Wwn
CEO
org,
which
is
a
not-for-profit,
shows.
Employee
ownership
makes
companies
more
productive,
more
stable,
less
prone
to
bankruptcy
or
default
on
bank
loans
and
more
likely
to
hire
and
grow
same
research
also
shows
that
employees
and
employee
owned
companies
have
higher
levels
of
pay
and
benefits,
including
conventional
retirement
benefits
and
significantly
higher
levels
of
overall
wealth.
G
We
live
in
an
era
where
capital
and
jobs
are
highly
mobile
when
I
have
the
opportunity
to
present
and
roll
out
employee
ownership.
The
companies
that
choose
this
direction,
like
Bill
stockwell's
company
he'll
talk
about
this.
The
sense
of
opportunity
is
obvious,
but
so
is
the
sense
of
relief
that
a
business
has
committed
to
its
people
to
rooting
itself
in
the
community
as
a
stable
and
prosperous
Enterprise.
G
How
farm
connects
with
many
entrepreneurs,
most
of
them
aging
baby
boomers,
considering
what
will
happen
to
their
companies
as
they
age
in
transition?
We
see
them
often
presented
with
fast
money
offers
from
private
equity
parentheses
last
like
Toys,
R,
Us
and
other
buyers
that
attend
to
make
major
changes
to
the
company,
often
to
the
detriment
of
current
employees
and
the
community.
G
Many
of
these
entrepreneurs
have
been
unaware
that
there's
another
path
that
allows
them
to
receive
fair
value
for
their
companies,
but
also
reward
their
employees
and
anchor
jobs
in
the
community
federal
government
provides
significant
tax
incentives
to
encourage
the
SAP
formation.
Our
biggest
obstacle
is
lack
of
knowledge
in
the
business
community
of
this
alternative
and
the
sense
that
this
is
not
a
mainstream
choice.
I
talk
every
day
to
business
owners
who
tell
me
they
did
not
know
about
Aesop's
and
wonder
why
more
people
do
not
do
this.
G
This
is
where
local
governments
can
help
at
little
cost.
The
city
of
Philadelphia
already
funds,
significant
business
development
and
business
retention
efforts
simply
providing
information
and
legitimacy
about
the
ESOP
employee
ownership.
Alternative
will
cause
more
entrepreneurs
and
companies
to
be
aware
of
this
possibility
and
will
create
more
stable
and
prosperous.
Employee
owned
companies
in
the
city
of
Philadelphia.
H
Stockwell
elastomeric
s--
is
a
fourth-generation
privately
held
manufacturing
business
founded
in
1919
and
located
in
Northeast
Philadelphia.
We
have
85
full-time
employees,
including
management,
professional
engineering
staff
and
production
employees.
Most
of
our
employees
live
in
this
city.
We
are
a
successful
urban
manufacturing
business.
H
B
H
My
name
is
Bill
Stockwell
and
I've
been
active
in
the
business
since
1978
the
president
of
the
company.
Since
1980,
we
have
undertaken
many
strategic
Chetna
changes
over
the
99
year,
history
such
as
in
2001
through
2004,
when
we
adopted
a
rapid-response
business
model
to
successfully
compete
against
Asian
competition
in
the
business-to-business
technology
equipment
sector.
In
contrast,
many
other
mid
sized
manufacturers
decided
to
set
up
production
facilities
in
Asia.
H
I
believe
our
business
model
is
best
served
by
having
ownership.
On-Site
leadership
needs
to
have
skin
in
the
game
to
accomplish
what
we
do
daily
and
our
fast-paced
market.
A
few
years
ago,
we
began
evaluating
transition
strategies
that
would
provide
the
best
opportunity
for
the
company
to
continue
its
mission
in
Philadelphia
for
many
decades
to
come.
I
was
in
still
am
often
approached
by
private
equity
groups
and
strategic
buyers
and
financed
management
groups.
However,
none
of
those
options
would
guarantee
sustaining
the
legacy
we
choose
to
leave
for
future
generations
of
philadelphians.
H
Our
customers,
the
local
business
community
employees
and
their
families
would
be
compromised
if
you
were
to
downsize
or
be
relocated.
In
fact,
I've
observed
many
ownership
transitions
to
private
equity
that
didn't
turn
out
well
for
the
remaining
employees
and
customers
of
the
business.
An
esop
transition
was
the
best
alternative
for
our
situation.
H
Some
people
told
me
so
what?
What
do
you
owe
these
people?
Take
the
money,
take
the
best
offer
and
run
you've
done
enough.
However,
I
believe
the
regularity
of
work
and
regularity
of
pay,
the
company,
provides
its
production
staff
are
the
foundation
for
the
successful
lifestyles.
Many
of
our
employees
have
achieved
for
the
first
time
in
their
lives,
there
were
men
and
women
in
my
company,
I've
worked
side-by-side
with
for
10,
20
and
30
years,
so
we've
chosen
a
different
path
on
August
10th
2017.
We
closed
our
transaction
to
start
the
stock.
H
Well,
elastin,
Marek's,
perpetuity,
employee
stock
option
or
stock
ownership
trust
we
transition
30%
of
the
stock
into
the
trust
over
the
next
two
or
three
years.
We
intend
to
transition
more
none
of
the
good
we
must
accomplish
in
the
business
and
the
ESOP
will
happen
without
growth.
Therefore,
we
also
broke
ground
on
an
additional
building
to
give
the
business
the
Running
Room.
It
needs
to
continue
its
growth.
H
We
still
have
lots
to
do
to
become
a
mature
eSAB.
An
ownership
culture
requires
education.
We
are
starting
with
the
conversations
about
building
culture,
how
to
relate
to
each
other.
We
have
quite
a
melting
pot
in
our
business,
but
we're
all
Stockwell
blue.
We
turn
100
years
old
next
year
and
we're
still
building
our
future.
H
In
closing,
I
have
spoken
with
other
CEO
owners
with
strong
connections
to
their
legacies,
their
people
and
customers
I
know
of
other
CEO
owners
who
recognize
they
have
saved
lives
by
hiring
entry-level
people
from
the
neighborhood's
Philly
manufacturers
have
an
opportunity
to
make
a
hire
and
save
a
life
and
thereby
save
a
family
and
build
a
neighborhood.
Thank
you.
A
I
can
always
say
thank
you
for
what
you're
doing
for
the
city
of
Philadelphia
but
individuals,
families
as
well,
and
is
this
a
peculiarity
of
people
that
are
like
you,
a
hundred
years
old
and
you
don't
look
a
day
over
over
35
but
100-year
old
companies,
or
is
it
just
a
phenomenon
in
your
portfolio
of
companies
that
have
participated?
Is
it
older
companies
who
are
like
a
part
of
the
fabric
of
a
community
or
is
it
just
balanced?
It's.
F
Very
much
a
a
mix
of
companies
and
I
would
say
that
most
typically
they're
mid-sized
companies
with
a
minimum
of
I
would
say
25
employees,
maybe
up
to
a
couple
hundred
employees.
These
are
the
more
typical
sort
of
environments.
Bill
has
85
employees.
There
are
CEOs
in
our
gallery
here
today
who
have
companies
that
are
between
50
and
300
employees.
The
Gramm
company
is
represented
here
much
larger
firm,
but
I
would
say
that
it's
it's
in
that
range.
C
You
mr.
chair,
thank
all
of
you
for
being
here
your
testimony.
Thank
you
for
your
investment,
not
only
in
the
city
of
Philadelphia,
but
also
in
investment
in
and
your
people.
Like
a
couple
questions,
this
concept
of
Aesop's,
it's
not
a
one
size
fit
all.
There
are
certain
industries
and
certain
businesses
that
are
more
apt
to
be
an
opportunity
for
an
esop
on
councilman
jones
chair.
This
committee
talked
about
the
generational
businesses,
family-owned
businesses
that
have
grown
mister
McPhillips.
You
talked
about
businesses
from
25
to
100.
Are
there
certain
industries
that
are
better
suited?
G
Looked
we've
seen
almost
every
industry
as
sort
of
the
fun
of
the
job
is
seeing
the
many
things
that
people
do
that
you
had
no
idea,
they
did
until
you
walk
in.
But
if
you
have
to
look
at
concentrations,
you'd
see
three
concentrations.
One
is
manufacturing
particularly
niche
manufacturers,
who
have
found
a
way
using
quality
service
and
delivery
to
compete
in
the
global
marketplace.
G
Interestingly
enough
is
you'll,
see
distribution,
businesses
that
are
working
both
with
manufacturers
and
then
with
end-user
customers,
and
they
tend
to
be
a
little
bit
more
geographically
Moody
to
territories
and
therefore
are
tend
to
want
to
focus
on
employee
ownership,
and
that
being
said,
that
problem
of
those
three
pieces
might
be
seventy
or
eighty
percent,
but
literally
almost
every
other
industry.
You
can
think
of
is
represented
in
one
way
or
another.
C
Has
it
been
any
outreach
to
organizations
locally
expanding
them
when
we
focus
on
the
manufacturing
side,
the
manufacturing
lines,
Philadelphia,
I'm,
Steve
Geraci
and
his
group
to
kind
of
let
them
know
better.
One
thing
they've
been
trying
to
focus
on
is
maintaining
land
in
the
city,
Fadel
fear
for
manufacturing
and
not
getting
gobbled
up
by
a
lot
of
retail
and
development,
which
is
housing
which
especially
happening
in
Northern
Liberties
area,
but
hasn't
been
any
outreach
to
that
organization
at
all.
It's.
F
It's
it's
very
coincidental.
You
should
ask
that
I
had
a
note
from
Steve
jesh
this
morning.
He
heard
about
the
hearings
and
he
said
I
really
need
to
learn
some
more
about
this
and
would
love
to
write
an
article
on
it.
So
it
was
an
initial
concept.
As
a
result,
you
know,
thankfully,
of
what
of
what
the
council
was
doing
today,
that.
C
We
worked
with
missus
urias
back
in
my
time,
with
Councilman
Tasco,
trying
to
really
promote
manufacturing
that
Chancellor
Heenan
das
have
worked
with
him,
considering
his
district
can
have
a
large
part
of
areas
where
you
see
a
lot
of
industrial
manufacture
activity
in
the
city.
What
a
question
I
had
in
reference
to
the
financing
give
me
some
perspective.
The
type
of
entities
that
provide
the
financing
and
the
reason
I
asked
that
question,
because
we've
been
doing
some
things.
C
I've
been
working
with
the
Commerce
Department
will
recreate
an
initiative
called
the
campus
consortium,
which
provides
lending
to
small
businesses
in
the
city
of
Philadelphia,
almost
like
a
Lending
Tree
type
of
initiative
for
small
businesses
pulling
together
about
30
different
financial
institutions
to
provide
that
type
of
financing.
But
there
may
be
some
of
those
banks
in
the
institution
that
we're
working
with
they
may
have
an
interest
on
the
ESOP
side.
So
if
you
give
me
perspective
some
of
the
banks
that
provide
us
financing
as
well.
F
Thanks
for
asking
that
question
the
first
of
all
councilman
green,
we
know
you
have
very
deep
knowledge
in
the
commercial
banking
industry
and
community
bank,
and
so
we
appreciate
that
I
just
want
to
show
I'm
going
to
let
mr.
steiker
answer
that,
but
but
some
of
the
lending
institutions
are
actually
here
today,
including
Merrill
Lynch,
which
is
here
Jim.
You
want
oh
yeah,.
G
Most
Aesop's
occur
with
companies
that
are,
by
and
large
large
enough
to
achieve
some
sort
of
conventional
senior
debt
financing
to
put
Aesop's
together
so
and
many
of
the
large
money
center
banks
have
specialists,
we
happen
to
have
both
Wells
Fargo,
locally
and
and
PNC
locally,
that
have
specialists
that
actually
sit
in
Philadelphia,
Merrill,
Lynch
and
Jef
Harvey
who's.
Here
today
and
Bank
of
America
specializes
M&T
has
become
very
knowledgeable
involved.
Several
of
the
other
banks
in
the
region
are
familiar
with
these
opps.
G
The
most
the
most
interesting
thing
happening
nationally,
as
it
was
just
recently
bill
passed
in
committee
in
Congress
unanimously
to
widen
the
Small
Business
Administration
loan
parameters
for
lending
to
Aesop's.
So
if
anything,
at
least
on
a
conventional
basis,
is
pretty
well
available.
Obviously,
when
you're
trying
to
save
jobs
with
a
company
and
distress
and
threaten
with
moving,
it
becomes
a
little
bit
more
complicated,
but
for
conventionally
successful
companies,
which
are
the
large
majority
of
these
subsys,
pretty
good
conventional
financing
available
and.
F
Councilman,
just
as
a
point
of
effect,
employee
owned
companies
default
rates
are
significantly
lower
than
non
employee
owned
companies.
So
so
the
banking
industry
has
an
interest
in
these
kinds
of
loans,
however,
and
part
of
our
role
is
to
try
to
teach
as
many
in
the
expert
community
about
these
programs,
because
not
every
lending
institution
has
a
department
today,
for
example,
that
focuses
on
this
particular
form
of
knowledge.
One.
C
Last
questions
I
know
my
cars
have
additional
questions.
Has
there
been
any
discussion
of
having
any
type
of
either
an
e-stop
conference,
maybe
with
the
city,
commerce
department
and
the
greater
Louisville
chamber
of
commerce,
our
ethnic
chambers,
like
the
after
American
Asian,
Hispanic
Chamber
of
Commerce,
as
well
as
somebody
financial
institution?
C
They
kind
of
talk
about
these
ideas
to
kind
of
raise
some
awareness
on
one
front
and
then
also
have
there
been
any
CLE
or
continuing
legal
education
conferences
on
Aesop's,
as
an
attorney
I
would
think
that
you
know
many
attorneys
that
do
either
small
business,
legal
work
or
succession
planning
legal
work.
You
know
they
had
a
better
idea
of
Aesop's
as
a
exit
strategy
for
some
of
their
clients.
That
may
be
something
that'd
be
more
attractive
and
so
maybe
even
having
cles.
C
F
You
for
the
offer
we
would
love
to
so
the
short
answer
is:
is
yes,
we
partner
with
a
variety
of
organizations,
economic
development
groups
as
chambers
of
commerce
in
the
Philadelphia
area.
We
have
not
connected
with
a
lot.
We
have,
for
example,
connected
with
the
African
American
Chamber
in
Pittsburgh,
but
we
have
not
done
it
here
in
in
in
Philadelphia,
and
what
we
really
do
is
refer
a
living.
We
don't
we
don't
sell
anything
or
charge
anything
for
services.
A
A
You
councilman
I'll
also
want
to
recognize
that
we've
been
joined
by
councilman,
oh
I,
think
of
companies
and
another
life,
I
work
for
the
Commerce
Department
for
the
city
of
Philadelphia
and
I.
Think
of
companies
like
medley
tool-and-die,
that
used
to
be
on
Lindley
Avenue,
and
they
were
a
minority
firm
who
created
communications
hubs
where
you
built
them
inside
of
a
tractor-trailer
and
then
dropped
them
on
a
battlefield.
They
put
up
their
antennas,
and
this
was
a
company
that
went
out
of
business
that
probably
could
have
benefited
from
a
program
like
this.
A
The
Oh
Acme
bakery
on
upland
way
that
you
know
it
was.
It
was
cheaper
to
do
it
elsewhere,
but
I
wonder
if
those
employees
would
have
had
our
opportunity
to
purchase
that
company,
maybe
under
another
name
how
that
would
work.
So
on
this
tool.
We
need
to
kind
of.
Let
people
know
that
it
is
there
and
this
tool,
probably
could
I
mean
if
we
market
it
right.
I'll
generate
a
whole
lot
of
interest
in
some
areas
that
no
disrespect
to
condos.
But
you
know
instead
of
the
factories
that
were
they
were
meant
to
be
arising.
A
I
mean
it
again:
they're
called
coops,
coops,
I'm,
sorry,
but
I
rather
have
my
cupcakes
we're
in
the
Acme
warehouse
on
my
way
to
school.
So
this
is
a
useful
tool
and
I'm
I'm
thankful
to
the
author
of
this
resolution
for
having
the
foresight
to
bring
it
to
our
attention.
Are
there
any
other
questions
of
councilman
dog
Thank.
I
You,
mr.
chairman
Thank,
You,
councilman,
green
and
good
afternoon,
I
have
a
few
questions.
I
just
wanted
to
ask
I
want
to
make
sure
I
understood
the
program
and
give
you
some
thoughts.
First
of
all,
on
the
on
the
exposure.
I'm
sure
you've
gone
to
the
Bar
Association
and
you
should
be
hitting
at
the
Bar
Association
attorneys,
who
specialize
in
a
state
law
and
tax
law
and
the
accounting
Association
also,
and
should
even
offer
CLE
classes
in
this
program.
So
they
take
the
course
and
they're
gonna
be
they're.
Gonna
want
to
take
it.
I
I
mean
everyone.
Every
lawyer
has
to
do
CLE,
so
you
should
make
one
of
the
cles
the
continuing
legal
education,
an
esop
course
and
councilman
greens
is
great.
You
brought
us
report
it
to
counsel,
so
I
would
do
that
with
the
accounting
Association
too.
They
have
to
take
courses
for
certification.
So
that's
one
way
of
just
getting
it
fully
exposed
because
I
think
most
people
selling
their
businesses
call
their
lawyer,
who
can
refer
them
to
an
estate
lawyer
or
a
tax
or
their
accountant
and
they're.
At
the
point
of
contact.
I
F
The
the
the
state
and
federal
taxes
on
profits
are
are
are
waived
for
whichever
portion
is
in
the
the
employee,
trust,
locally
ownership,
trust
so
and
and
and
I
want
to
clarify
something
there
there
there.
The
these
circumstances
that
I
described
here
are
for
subchapter
S
companies,
okay,
yeah
there
could
be
a
c-corp,
there
could
be
a
subchapter
S
and
there's
a
you
know:
I,
don't
lecture
I
want
to
get
into
the
weeds
with
you
right
now,
but
the
the
benefits
I
described
are
for
subchapter
S
companies
gauging
how
it's
gonna
simply
make
sure.
G
That
yeah
we
spoke
correctly.
You
know
subchapter
S
companies,
the
income
is
attributed
to
shareholders
and
ESOP
is
a
tax
exempt
pension
trust,
so
hence
the
portion
of
income
in
an
S
corporation
that
goes
toward
the
ESOP
as
a
shareholder
is
not
fundamentally
taxed.
Employees
pay
taxes
later
at
some
point
when
they
have
distributions
from
the
trust
and.
F
Answer
just
if
I
could
counsel
one
other
thing,
great
ideas
with
the
BART
association
with
state
two
weeks
ago,
I
was
out
in
Pittsburgh
and
we
did
a
presentation
to
about
a
hundred
members
of
the
Pittsburgh
estate
planning
council.
Any
help
we
could
get
in
connecting
with
those
kinds
of
organizations
through
counsel
would
sure,
be
appreciated
and
and
to
your
coming
and
to
councilman
Jones
comments.
I
You
to
those
organizations,
no
thank
you.
I
have
a
question
on
that
from
the
banking
side
of
things
when
the
banks
make
a
loan
based
on
the
employee
ownership,
trust
I,
assume
they're,
making
the
all
the
loan
based
on
the
income
of
the
company,
the
current
profit
and
there's
no
guarantees
required
by
any
of
the
employees.
Stallone.
Never.
G
G
G
J
You,
chairman,
Jones,
and
just
let
me
add
my
voice
to
the
chorus
and
thanking
you,
councilman
agreen,
for
bringing
this
this
concept
and
idea
before
us.
I
just
saw
Cardone
industries
and
for
those
of
you
who
don't
know
they
are
the
largest
manufacturing
firm
neighborhood
based
in
the
wonderful,
also
mighty.
Ninth
Council
Matic
district
in
the
city
of
Philadelphia
and
so
I'm
happy
to
know
that
the
tool
is
available,
but
I
really
got
excited.
When
you
described
on
page
two
of
your
testimony,
mr.
J
McPhillips,
the
its
impact
to
retirement
security,
you
know
about
this
shift
from
defined
benefit
pensions.
Moving
over
to
defined
contributions.
You
know,
therefore,
shifting
the
risk
of
retirement
security.
You
know
from
from
the
owners
on
to
the
workers
and
with
that
being
said,
we
in
the
city
of
Philadelphia,
your
Commission,
via
the
Schwartz
Center
for
Economic
Policy
Analysis,
a
report
about
our
philadelphians
ready
for
retirement
security,
and
we
learned
during
that
time
that
48%
of
workers
ages
25
to
64
work
for
an
employer
that
sponsors
a
retirement
plan
compared
to
53%
nationwide.
J
So
in
our
city
we
were
not
doing
as
well
as
the
national
average,
and
you
mentioned
ERISA
as
the
tool.
So
when
I
think
ERISA
I
never
thought
councilmen
agreeing
to
connect
ERISA
to
this
kind
of
development.
I
immediately
just
thought
about
it
from
you
know:
retirement
a
security
perspective,
so
I
want
to
say
thank
you
and
I
look
forward
to
working
with
You,
councilman,
green
and
chairman
Jones
and
all
of
our
colleagues
to
make
sure
that
people
know
that
there
is
a
another
vehicle,
another
opportunity
available
to
them
for
home
ownership.
J
We
talked
about
self-sufficiency,
we
talked
about
self-sufficiency,
I'm,
going
to
tell
my
age
of
councilman
Jones
and
you
all
don't
laugh.
Last
night
I
was
listening
to
WDAS
radio
station.
They
have
a
segment,
that's
called
the
oldies
and
I.
Listen
to
it,
because
it
reminds
me
of
my
grandmother
and
I'm
an
English
teacher,
so
I
want
you
to
know
that
I
am
simply
repeating
the
lyrics
that
are
in
the
song.
If
I
would
have
written
it,
it
would
have.
They
would
have
been
read
a
different
way.
J
The
song
was
written
by
James
Brown
and
the
lyrics
went
something
like
I.
Don't
want
nobody
to
give
me
nothing
open
up
the
door
and
I'll
get
it
myself
and
as
I'm
listening
to
you
and
I'm
looking
at
the
employees
who
raise
their
hand,
and
we
talked
about
putting
people
on
a
path
to
self-sufficiency,
where
they're
not
dependent
on
government
or
anyone
else
to
take
care
of
their
families
and
work
in
dignity.
You
know
this
is
a
potential
path
and
so
I
just
wanted
to
say
again:
Thank
You,
councilman,
Greene,
Thank
You.
Mr.
chairman
I'm.
A
F
Councilwoman,
thank
you.
Thank
you
for
comments
and
as
if
it's
any
consolation.
Just
last
week,
my
wife
was
listening
to
an
oldies
station
and
asked
me:
why
do
they
keep
putting
songs
on
here?
That
aren't
all
these
and
I
wanted
to
remind
you,
which
I'm
sure
you're
aware
of
that
that,
in
terms
of
retirement,
the
employees
pay
nothing,
they
put
nothing
into
this
as
opposed
to
a
401k,
etc.
C
Want
to
follow
mr.
Stockwell,
you
kind
of
look
I.
Think
I've
talked
about
this
conversation
as
you're,
going
through
this
process
of
ESOP.
How
do
you
train
and
educate
the
workforce
on
a
culture
of
ownership
I'm?
Clearly,
from
your
perspective
and
having
employees
who
have
been
there
for
10
20
30
years,
they
have
an
investment
in
stock
well
because
they've
probably
grown
their
families
and
their
relatives
and
friends
and
neighbors
and
have
a
deep
connection
from
working
there.
But
one
thing
to
be
an
employee,
but
now
you
transition
to
employer
owner.
C
H
H
Okay-
and
it
could
be,
you
know:
4
X,
5,
X,
whatever
okay,
so
it's
an
interesting
game
is
an
interesting
model
where
they're
actually
looking
to
improve
the
value
of
the
shares
and
so
that
dollar
that
they're
saving
that
that
box
that
there
going
to
flatten
and
reuse
later
on,
instead
of
putting
in
the
dumpster.
All
of
that
adds
up
now
teaching
that
okay
is
a
challenge.
It
takes
a
while
to
really
in
Kate
that
knowledge,
and
so
that's
part
of
the
the
cultural
shift.
C
This
is
a
quite
kind
of
broaden
the
question
to
other
panelists.
How
does
that
impact
the
future
productivity
of
the
company,
because
I
can
see
once
employees
become
owners?
They
may
be
a
little
more
conservative
going
forward
and
running
the
business,
because
they're
saying
well,
I
don't
want
to
invest
new
dollars
in
this
new
initiative
because
it
may
not
be
returned.
So
let's
continue
to
do
the
things
we've
done
historically,
but
then
at
the
same
point
any
business
has
to
change
for
the
times
and
and
trend.
C
So
you
may
have
to
invest
dollars
in
some
new
ideas.
Initiatives
that
an
employee
is
known
as
they
say,
wait,
wait
a
minute
if
we
spend
that
money
here
we
may
not
get
that
returned
and
then
they
have
a
negative
impact
and
they
want
to
stay
a
little
more
conservative
as
opposed
investing
to
new
technology
and
their
business
lines.
Well,.
H
It's
funny
because
what
you're
talking
about
is
how
any
business
owner
wrestles
anyway
the
webinar
clock
and
light
when
they
can't
sleep.
Okay,
that's
why
the
education
is
so
important.
That's
why,
having
a
broader
conversation
about
the
business,
how
we're
going
to
grow
the
culture,
whether
we
need
to
hire
a
couple
of
more
people,
or
maybe
we
should
just
work
overtime
for
a
week.
This
is
all
the
challenge
that
we
face
as
business
owners
and
managers
every
day
and
every
week,
and
so
opening
up
that
scope.
F
Thank
You
councilman.
Your
comments
are
really
important
one
most
times.
Employees
are
not
born
being
owners,
okay
and-
and
there
is
an
investment
on
bills-
part
on
other
companies,
parts
in
in
really
teaching
employees.
What
this
means
one
average
employee
owned
companies
are
5%
more
productive
than
non,
employing
over
a
10
year
period.
That's
70
percent,
more
growth
over
a
10-year
period,
but
that
doesn't
come
automatically.
You've
got
to
do
the
kinds
of
things
that
bill
is
doing.
F
G
A
We
are
sitting
here
just
marveling
at
the
concept
and
I
can't
wait
to
see
how
commerce
in
the
city
of
Philadelphia
and
the
Chamber
of
Commerce
interact
with
this
this
dispell
tool.
Are
there
any
others
on
the
panel
that
want
to
ask
a
question
seeing
none.
Thank
you
once
again
for
your
testimony
and
I
I
truly
appreciate
you
being
kinder:
gentler,
capitalist,
it's
okay,
it's
okay!
To
be
that
you
know
you
don't
have
to
be
ruthless
phenomenon.
You
can
be
thoughtful
and
still
make
a
profit.
A
A
K
Afternoon,
members
of
the
council,
my
name
is
Kenneth,
Wazowski
I
was
born
and
raised
and
I
still
live
in
Philadelphia
today,
I'm
a
Key
Account
Manager
for
New
Age
industries
and
I
work
in
the
advantage
care
division
is
located
in
Southampton
Pennsylvania
and
we
are
manufacture.
We
manufacture
plastic,
single-use
systems
for
the
bio
format
biotech
market.
A
new
agent
issue
is
Industries,
is
a
family-owned
business.
K
Ken
Baker's,
father
ray
Baker
I
was
in
business
since
1954,
since
2006
Ken
Baker
sold
49%
of
the
company
to
the
employees
of
the
shares
I'm,
sorry
to
the
new
age
you
sup
ensuring
economic
and
employment
stability
for
the
new
for
the
company.
These
sub
provides
me
with
a
retirement
plan.
As
a
team
member
owner,
the
sub
stock
ownership
plan
currently
owns
49%
new
age
industries.
I've
been
with
the
company
for
over
20
years,
I
started
when
I
was
young.
I
was
in
the
warehouse.
I
was
an
order.
K
K
My
job
I
interface
with
all
aspects
of
the
of
the
organization
from
product
engineering
supply
chain,
manufacturing,
prototyping
credit
management,
I
had
never
heard
of
an
esop
program
before
I
came
to
New
Age,
when
Ken
Baker
originally
told
us
that
the
he
was
moving
to
an
esop
company,
I
and
many
of
other
other
employees
were
a
little
skeptical
skeptical,
because
at
first
we
did
not
know.
We
didn't
have
the
knowledge
of
what
this
type
of
business
model
would
bring
and,
to
be
honest,
it
seemed
too
good
to
be
true.
K
Every
year
we
get
a
nice
up
statement
with
an
account
balance.
We
also
have
an
esop
month
as
well,
so
we
celebrate
the
ESOP
in
October.
The
share
price
is
determined
by
the
outside
evaluation
firm
and
is
based
on
how
well
the
company
does
over
time.
I
like
this,
because
in
a
way
I'm
I
am
in
control
of
my
retirement
benefit.
If
the
company
does
well
I
do
well
as
well
as
all
the
other
employees.
If
the
company
doesn't
do
well,
I
don't
do
is
I,
don't
do
well,
and
my
fellow
employees
don't
do
well.
K
This
makes
me
any
other
and
the
other
employees
take
our
take
our
work
very,
very
seriously
and
get,
and
we
tried
to
do
our
best
at
the
company.
I
have
no
control
over
failure
of
other
companies.
In
my
401k
statement,
I
actually
had
to
go
to
my
dad
and
ask
him
for
advice
on
my
phone
case
and
I'm,
not
the
best
400k
person.
So
I
don't
know
the
younger.
You
know
young
people
how
they
even
move
stock
around
and
do
all
that.
K
So
that's:
it
helps
having
worked
with
the
company
since
the
ESOP
from
from
when
I
started,
New
Age
industries,
but
there's
been
people
there
have
retired
they've,
actually
retired
a
few
years
before
they
actually
needed
to
retire
because
of
their.
He
stopped.
He
stopped
State.
You
stop
the
funds
they
retired,
because
they
have
a
robust,
a
robust
amount
of
cash
in
their
program
that
they
can
actually
retire
early.
K
K
He
jokes
and
he
says,
I'm
not
ready
yet
because
I'm
afraid
I'm
gonna
get
fired
when
we
go
to
100%,
he
stop,
which
can
city
will
do
someday
in
the
future.
That
will
mean
more
retirement
benefit,
more
cash
for
some
of
our
expansion
plants.
We've
already
expanded
three
times
already
do
when
we've
had
the
ESOP.
So
we
are
expanding
our
company
when
I
talk
to
customers.
I
always
mention
that
we're
EE
SOT
will
employ
your
own
company.
Our
companies.
Our
competitors,
are
big
worldwide,
publicly
traded
companies.
K
Our
customers,
like
the
fact
that
we're
employing
on
business
because
we're
going
to
stay
there
and
they're
going
to
have
us
as
a
cut
as
a
supplier
to
them,
and
they
feel
that
we're
gonna
go
above
and
beyond
and
they
feel
like
they
can
call
and
talk
to
a
person.
And
since
since
people
like
myself
were
there
20
years,
they
feel
comfortable.
They
feel
like
it's
nothing's
going
to
change.
K
Kenny
asked
me
to
come
and
tell
my
ESOP
story
to
you
because
he's
very
passionate
about
the
ESOP
and
because
he
has
seen
what
has
done
for
New
Age.
He
told
me
that
the
civil
count
City
Council,
wants
us
to
look
into
promoting
ESOP
in
the
city
to
keep
companies
and
jobs
in
the
city.
It's
a
pretty
neat
idea.
I
support
the
concept
it
would
be
great
at
the
city
had
more.
He
stopped
companies.
A
K
L
Name
is
John
Dolan
and
I'm
with
waste
gas
fabricating
our
well
members
of
City
Council,
thanks
for
having
me
today,
I
was
born
and
raised
in
this
city
and
I'm,
proud
to
be
a
Philly
guy.
I
was
educated
in
Philadelphia
school
system
and
graduated
from
Frankfort
high
school
I'm,
a
sales
manager
and
one
of
the
many
owners
of
waste
gas
fabricating
located
in
fairless
hills,
PA
waste
gas
is
a
steel
fabrication
business
which
would
be
manufacturing.
We
have
a
customer
base
of
over
400
accounts,
many
of
whom
are
located
within
the
city
of
Philadelphia.
L
We
also
have
many
suppliers
that
are
Philadelphia
based
companies
that
we
work
with
waste
copy
waste.
Gas
is
an
esop
company
that
is
100%
owned
by
its
employees.
We
currently
have
80
employees
who
participate
in
company
ownership.
We
have
12
employees
who
are
working
towards
their
goal
of
meeting
qualifications
to
participate
in
the
program.
I
for
one
am
very
proud
to
be
one
of
the
owners
of
waste
gas
waste
gas
was
founded
in
1976
by
Kyle
Clement
and
his
father
James
Clement,
as
a
small
family.
L
Employee
ownership
was
the
vehicle
that
they
choose
to
arrange
these
goals.
What
has
the
conversion
of
employee
ownership
done
for
waste
gas
at
four
points?
One
is
teamwork.
Just
like
our
Super
Bowl
champion
foot
off
the
eagles.
Everyone
plays
together
and
works
together
as
a
team.
Employee
ownership
enhances
teamwork
among
employees,
our
tenured
employees
mentor.
Our
younger
and
new
employees,
the
workforce,
helps
and
assists
each
other
when
needed,
even
if
it's
not
their
job,
our
employees
make
it
their
job
and
jump
right
in
to
accomplish
goals.
Everyone
has
a
stake
in
the
game.
L
Job
retention
and
stock
shares
employees
are
owners
and
now
have
a
vested
interest
in
the
company.
One
of
the
benefits
of
ownership
is
having
stock
in
the
company.
This
stock
is
valued
and
it's
based
on
the
company's
performance
each
year
being
an
employee.
We
all
understand
that
we
need
to
perform
our
duties
to
the
best
of
our
ability
to
make
the
company
and
the
ESOP
prevail.
Personally
I
look
forward
to
opening
my
ESOP
statement
at
the
end
of
the
year.
L
The
fact
that
I'm
being
given
this
benefit
at
no
cost
to
me,
with
the
knowledge
that
I
am
saving
money
for
my
family
and
my
future.
It
gives
me
great
sense
of
security
and
appreciation
productivity
ownership,
creates
personal
attention
and
enhances
buy-in,
I'm,
proud
to
say
our
employees
have
been
a
cut
above
over
the
years,
but
his
owners
now
we've
moved
to
another
level
of
responsibility
and
effort.
Our
attitude
towards
the
whole
business
has
evolved
into
a
more
positive
environment
of
caring
and
sharing
with
one
another.
L
We
are
proud
of
the
contribution
in
it
and
it
shines
in
our
quality
metrics
and
our
positive
customer
feedback
and
then
finally
retirement
planning,
which
is
which
is
really
tough.
These
days.
At
the
end
of
the
day,
the
East
our
program
has
been
a
blessing
for
me,
paying
the
mortgage
and
college
tuition
alone
with
the
normal
everyday
bills.
We
all
incur
make
it
difficult
to
save
money
and
think
about
retirement
without
feeling
the
pressure.
The
ESOP
has
alleviated
some
of
the
pressures
and
concerns
I
have
about
my
retirement.
L
It
has
made
my
dream
to
retire
and
own
a
home
at
the
shore
with
my
wife,
a
reality
when
I
joined
the
company
26
years
ago.
They
never
occurred
to
me
that
I
would
be
compensated
for
my
years
of
service
and
be
part
owner
such
a
tremendous
company.
The
ESOP
has
provided
me
with
peace
of
mind,
giving
me
confidence
that
in
the
future,
my
family
and
I
will
have
additional
revenue.
That
would
not
have
been
possible
without
the
vision
of
Kyle
and
Ruth
and
Klum
in
initiating
the
seesaw
program.
L
J
A
M
Our
founder
and
chairman
Chuck
penny
submitted
written
testimony
separate,
which
gave
a
lot
of
details
and
background
about
the
company
I'm
going
to
tell
a
more
personal
story
as
someone
that's
lived
through
the
ESOP,
but
before
I
do
that
I
did
want
to
recognize
some
of
my
few
co-workers
that
are
here
as
representatives
from
Pannonia.
If
they
could
stand
while
I
read
a
statement.
M
A
M
Are
several
others
who
are
here
today
now
so
please
stand
to
be
recognized,
who
have
collectively
accumulated
well
into
seven
figures
total
as
part
of
their
ESOP
retirement
planning,
as
you
can
see,
they're
at
various
stages
of
their
professional
careers
like
them.
There
are
many
other
Pannonia
employees
at
all
levels
of
the
firm
that
have
similarly
benefited
and
will
continue
to
benefit
from
the
ESOP
program.
M
M
Today,
I
will
give
an
example
of
how
that
lives
on
at
Pannonia
Benoni,
as
many
of
you
know,
is
a
multidisciplinary
engineering
firm
with
1,200
employees
working
from
35
offices
along
the
east
coast.
Our
firm
was
founded
in
1966
more
than
52
years
ago
by
Chuck
panini
and,
as
always,
kept
its
headquarters
located
here
in
Philadelphia,
Pannonia
recently
invested
one
and
a
half
million
dollars
in
a
newly
expanded
headquarter
space
at
1900,
Market
Street
and
is
looking
to
grow
by
adding
to
the
180
employees.
M
The
three
founding
goals
of
Pannonia
are
excellent:
professional
reputation,
profit
and
growth.
These
goals,
along
with
the
pillars
of
honesty,
integrity
and
service,
to
find
the
culture
of
panini,
keeping
that
culture
alive
is
the
firm
transition.
That's
ownership
to
an
esop
was
really
important.
I
can
remember
attending
a
Saturday
morning,
seminar
in
the
early
1990s
at
the
Community
College
of
Philadelphia,
to
learn
more
about
Aesop's,
as
education
is
also
extremely
important
to
chuck
Benoni.
M
He
asked
an
expert
on
the
subject
to
explain
how
many
sup
works
and
how
the
ownership
of
the
company
would
transition
to
the
employees.
It
was
the
right
choice,
as
the
culture
of
the
company
remained
unchanged.
As
the
ownership
transitioned,
this
is
often
not
the
case
if
the
owner
decides
to
sell
to
another
owner
were
outside
investors
equally
important,
the
ESOP
allowed
the
company
to
continue
to
successfully
grow
and
right
here
in
Philadelphia,
the
growth
provided
opportunity
for
employees
that
remained
with
the
firm.
M
The
growth
of
the
company
has
benefited
the
employee
owners,
who
have
seen
their
ESOP
retirement
accounts,
increase
in
value.
The
philadelphia
community
has
also
benefited
from
paninis
growth,
as
it
has
allowed
the
firm
and
its
employees
to
participate
in
and
donate
to
many
charitable
organizations
and
causes.
M
One
of
the
reasons
I'm
still
employed
upon
oniy
after
30
years
is
due
to
the
growth
and
success
of
our
business.
Unlike
friends
and
many
other
companies
I
didn't
leave,
I
did
not
need
to
leave
my
firm
to
find
opportunity.
I.
Consider
myself
fortunate
I,
don't
know
if
I
would
be
part
owner
of
a
firm.
If
I
didn't
work
at
an
esop
company,
it
has
given
me
a
retirement
benefit
that
will
greatly
improve
the
financial
stability
of
my
family.
M
It
also
makes
me
proud
to
be
able
to
work
in
the
city
that
I
grew
up
in
at
a
company
that
serves
the
community
well
with
an
esop
in
place.
We
dedicate
ourselves
to
daily
client
service
to
giving
back
to
the
community
and
to
nurturing
the
entrepreneurial
spirit
of
our
employee
owners,
there's
a
very
healthy
culture
and
attitude
of
Pannonia,
which
can
be
credited
to
its
founder
and
leadership.
M
C
You
mr.
chair
and
you're
in
the
panel
thank
the
panel
for
being
here
and
showing
representation,
and
both
the
employees
and
also
the
panelists
two
things
that
came
out
in
the
testimony
that
I
did
not
brother
thing
about
one:
the
different
types
of
Aesop's
in
reference
to
some
go:
a
hundred
percent
employee
ownership,
others
take
some
time.
The
transition
and
I
think
you
said
that
new
age
will
be
going
to
100
percent
in
this
in
the
future.
But
it's
50
is
49
percent,
correct.
C
So
was
a
strategic
decision
to
do
5149
as
opposed
to
a
400
percent,
and
then
also
you
and
I
think
others
may
have
talked
about
the
marketing
aspect
of
being
employed,
and
it
makes
me
think
of
you
know
some
years
ago
when
I
was
in
banking.
You,
the
banking
industry,
changed
dramatically
when
you
had
at
one
point:
regional
banks,
I
used
to
work
for
meridian
bank,
that
was
a
regional
bank,
that
three
smaller
banks
came
together.
But
then
you
look
at
the
late
90s
through
2000s.
C
C
People
concerned
from
a
customer
service
perspective
to
the
can't
reach
anybody
so
having
that
type
of
employee
ownership
and
when
you're
in
sales-
and
you
say,
Menten
to
your
customers,
I
think
of
the
benefit
so
I'm
curious
in
the
perspective,
how
that's
changed,
going
from
being
octamer
owned
to
now
employee
owned
for
all
the
business,
how
that's
improved
from
a
market
and
business
perspective,
as
well
as
the
diversity
of
a
hundred
percent?
Two
foot,
forty
nine
percent.
So.
K
So,
as
far
as
the
the
marketing
part
of
it
for
for
us
is
the
so
the
shares
the
shares
have
grown
so
so,
but
prior
to
that,
when
customers
will
talk
to
us
that
they
have,
we
call
them
the
big
boys
in
the
industry
where
they
just
eat
up.
They
come
in
with
their
checkbooks.
They
call
on
the
phone
ask
the
buy
buy,
buy.
We
want
to
buy
you
in
with
value
we
want
to
subsidize.
We
just
want
your
building,
which
is
want
your
land.
K
We
just
want
your
contact
lists,
so
a
lot
of
our
our
customers.
They
they
need
us,
so
they
and
and
we
and
we
do
a
good
job
for
them.
They
make
money
because
we
make
money
for
them.
So
what
happens
is?
Is
these
big
companies
will
come
in
they'll
buy
the
smaller
company,
they
lay
off
all
the
employees.
We
deal
with
the
biopharm
biotech
industry,
and
if
we
just
don't
supply
them
products,
it
causes
a
big
big
problem
for
them
with
validations
and
getting
another
and
validating
another
customer.
K
They
know
the
employees
very
well,
and
you
know
they
come
in
and
visit.
They
tend
to
talk
and
crap
out
the
ESOP.
Sometimes
then
we
even
talk
about
actually
doing
the
visits
and
doing
the
sales
calls,
because
they're
actually
interested
in
and
then
they're
actually
going
back
to
their
employees
and
saying
hey.
Why
can't
we
be
an
esop,
so
I
don't
know
if
and
as
far
as
the
the
hundred
percent
to
the
forty
nine
percent,
our
CEOs
over
there,
so
I
guess,
I
like
it
can
have
one
of
these
guys
answer
that
question.
That's
alright!
A
B
N
N
N
N
A
Your
point
is
well-taken,
you
don't
want
to
be
the
employee
of
blockbusters
at
the
end
of
the
day,
so
we
thank
you
for
for
your
testimony.
Are
there
any
other
people
here
to
testify
on
resolution
number
one?
Seven,
oh,
nine,
seven
one
seeing
none!
Thank
you
again
for
your
testimony.
Well,
the
clerk
now
read
the
title
of
the
bill
being
considered
today.
Bill.
B
A
O
You,
mr.
chairman,
this
bill
on
focuses
on
bringing
a
particular
company
at
the
airport
and
compliance
with
the
21st
century
wage
bill
that
we
passed
a
couple
of
years
ago.
We
worked
diligently
to
address
the
issue
of
raising
the
airport
workers
out
of
poverty.
When
we
talk
about
making
sure
that
here
in
the
city
of
Philadelphia,
we
are
producing
jobs
want
to
make
sure
that
we
are
producing
good-paying
jobs.
O
You
want
to
make
sure
that
individuals
who
are
working
the
fluffy
International
Airport,
what
a
backbone
of
the
airport,
have
the
opportunity
to
improve
the
quality
of
their
lives
and
not
live
check.
The
check
empowering
so
I
want
to
thank
all
of
Thank
You
counsel.
Mr.
chairman,
for
on
bringing
up
this
building
is
particularly
hearing
them.
We
all
hear
from
the
individuals
from
the
airport
we're
here
from
the
advocates
who
are
organizing
around
this
issue
and
you'll
hear
from
the
actual
company
who
hasn't
been
in
compliance.
O
A
A
D
You
good
afternoon,
chairman
Jones
members
of
the
Commerce
and
Economic
Development
Committee.
My
name
is
Jim
Engler
and
I
am
the
deputy
mayor
for
policy
and
legislation
and
I
am
here
today
to
testify
on
bill
1
7,
0,
9,
5
6,
which
revises
provisions
regarding
waivers
of
minimum
wage
requirements.
I'm
joined
here
today
by
Manny
citron,
chief
of
staff
in
the
office
of
labor
and
acting
chair
of
the
living
wage
and
benefits,
Review
Committee,
the
Philadelphia
21st
century
minimum
wage
and
benefits
standards
was
originally
passed
in
2005
and
with
subsequent
amendments.
D
This
wage
standard
has
been
applied
to
the
city
and
its
contractors
and
subcontractors,
with
the
goal
of
ensuring
workers
receive
hourly
wage
that
enables
them
to
live
with
dignity
and
increase
self-sufficiency.
The
mayor
joins
with
you
on
this
committee
and
all
of
Council
in
supporting
a
living
wage
for
all
workers
in
Philadelphia
and,
most
specifically,
those
whose
business
is
directly
tied
to
that
of
the
city
or
its
contractors.
The
code
does,
however,
envision
a
number
of
situations
that
would
allow
for
an
entity
to
apply
for
a
waiver
from
the
requirement.
D
This
includes
the
allowance
of
a
waiver.
If
there
is
a
bond
of
bona
fide
collective
bargaining
agreement,
bill
number,
1,
709
5/6
would
remove
from
the
exemption
any
agreements
governed
by
the
railway
Labor
Act.
As
a
note,
since
2016
the
living
wage
and
benefits
Review
Committee
has
granted
5
waivers
because
of
the
existence
of
a
bona
fide
collective
bargaining
agreement.
Should
this
legislation
receive
the
approval
of
City
Council,
the
administration
and
the
living
wage
and
benefits
Review
Committee
stand
ready
to
enforce
it.
D
H
C
A
A
A
A
P
You
begin
your
testimony,
so
Thank
You,
mr.
chairman
and
members
of
the
committee
on
commerce
and
economic
development.
We
applaud
the
work
of
this
committee
and
the
Philadelphia
City
Council
in
ensuring
that
more
and
more
workers
are
covered
by
the
21st
century
minimum
wage
standard.
The
expansion
of
the
minimum
wage
standard
has
transformed
the
lives
of
thousands
of
workers
at
the
airport
and
the
lives
of
their
families,
as
well
as
our
communities
in
Philadelphia.
P
P
P
P
However,
the
21st
century
minimum
wage
law,
as
currently
written,
does
not
recognize
that
difference
under
the
r-la
terms
of
a
contract
do
not
expire.
They
merely
become
amendable
in
a
long
federally
mediated
process
where
workers
do
not
have
the
right
to
strike.
That
means
that
workers
do
not
have
the
same
options
to
adapt
their
contracts
to
local
laws
upon
the
clear
expiration
of
existing
contract
terms.
In
the
case
of
LSG
sky
chefs,
the
company
has
not
agreed
to
the
workers
ongoing
demand
to
be
paid.
The
city's
minimum.
P
No
companies
should
have
the
unilateral
and
unending
right
to
impose
a
wage
below
the
city's
minimum
for
other
airport
workers.
A
simple
amendment,
as
proposed
by
councilmember
Johnson,
to
close
the
loophole
for
the
r-la
context,
would
ensure
that
workers
seeking
to
be
paid
the
minimum
intended
by
law
will
be
respected.
P
Now
LSG
sky
chefs
will
most
likely
tell
you
today
that
the
company
is
now
planning
to
pay
the
minimum
currently
required
by
the
law.
Finally,
after
four
years
of
paying
over
$4
an
hour
below
the
minimum
set
by
the
21st
century,
minimum
wage
standard,
and
only
after
the
hearing
last
December
has
the
company
now
indicated
willingness
to
pay
the
current
minimum
wage.
P
As
of
this
coming,
Friday,
April,
6,
2018,
but
true
to
form,
they
have
only
agreed
to
do
so
for
this
year,
they
have
refused
to
commit
in
writing
that
they
will
follow
the
law
next
year
or
the
year
after
that
or
the
year
after
that
for
workers
who
have
already
waited
too
long
for
a
standard
that
should
have
been
implemented
by
LSG
sky
chefs
years
ago.
It
is
simply
unconscionable
that
they
will
not
commit
to
follow
the
law
in
the
future
and
to
make
sure
that
workers
are
not
left
Hynde
again.
P
Q
Daniel
Powter
good
afternoon,
chairman
Jones
and
members,
this
committee,
as
I,
stated
Daniel
Powter
campaign
manager
for
the
Philadelphia
Council
afl-cio,
on
behalf
of
our
member
unions
and
150,000
workers
in
Philadelphia
I'm
here
to
testify
in
favor
of
bill
one
seven,
oh
nine.
Five.
Six
in
the
last
few
years,
workers
have
won
harder
and
victories
at
our
Airport,
I,
say
our
Airport
because,
as
you
know,
Philadelphia
International
Airport
is
a
city
owned
and
operated
facility,
we're
proud
of
our
world-class
airport
and
that
that
has
such
a
talented
and
diverse
workforce.
Q
We
are
proud
that
that
workforce
is
earning
a
living
wage
and
that
our
City
Council
continues
to
raise
the
standard
of
living
for
working
people,
but
this
isn't
a
story
for
all
workers
at
our
Airport.
Unfortunately,
hundreds
of
workers
at
LSG
sky
chefs
are
being
shut
out
from
the
gains
that
others
have
made.
These
workers
deserve
equity
and
fair
treatment
by
their
employer.
In
other
cities
like
Washington
DC
and
Los
Angeles
that
have
passed
similar
wage
legislation.
Q
Q
That's
why
I'm
here
to
testify
in
favor
of
bill,
one:
seven:
zero,
nine
five,
six
amending
the
21st
century
wage
and
benefit
ordinance
to
protect
all
workers
at
the
airport,
hundreds
of
workers
for
la
LSG
sky,
chefs
of
being
excluded
from
our
city's
living
wage,
and
this
body
has
the
power
to
fix
it.
I
urge
council
to
close
this
loophole
to
ensure
that
workers
aren't
being
excluded
from
the
gains
that
we
have
all
worked
for.
The
Philadelphia
Council
afl-cio
stands
with
these
workers
and
asks
you
to
pass
bill
one
seven,
oh
nine,
five.
Six!
P
Done
some
just
back-of-the-envelope
calculations
that
a
number
of
workers
have
lost,
probably
as
much
as
$20,000
over
the
last
just
few
years,
not
since
2013.
Even
we
were
looking
back
just
over
the
last
two
to
three
years
and
of
course,
as
you
know,
when
you're
earning
your
wages
are
so
low,
$20,000
is
a
lot
more
to
somebody.
That's
earning
$15,000
a
year
than
to
somebody
earning
$100,000
a
year.
Thank.
A
R
You
for
having
me
good
afternoon,
council
members
good
afternoon,
councilman
Jones,
chairman
Jones
and
members
of
the
committee
on
commerce
and
economic
development.
I
am
Felicia
Day,
Alana,
Karen,
Lewis
I'm,
the
new
Regional
Director
for
governor
fair
government
airport
affairs
with
American,
Airlines
and
I'm
here
today
to
provide
remarks
regarding
resolution
number
one:
seven:
zero,
nine
five
six.
This
resolution
would
amend
Philadelphia's
21st
century
minimum
wage
and
benefits
standard
code
by
revising
provisions
regarding
waivers
of
minimum
wage
requirements.
R
Currently,
companies
with
collective
bargaining
agreements
are
allowed
to
seek
a
waiver
from
the
city's
living
wage,
which
is
discretionary
under
the
code.
This
amendment,
however,
would
exclude
any
company
that
is
governed
by
the
railway,
Labor
Act
and
thereby
unfairly
singling
out
airline
companies
that
conduct
business
with
the
city
of
Philadelphia,
while
noticeably
silent
about
the
continued
rights
to
seek
waivers
by
all
other
companies
engaged
in
collective
bargaining.
This
amendment
unfairly
and
then
necessarily
exclusively
targets
and
penalizes
airlines
such
as
American
Airlines,
engaging
in
collective
bargaining
and
by
eliminating
any
right
to
similarly
seek
waivers.
R
It
was
not
long
ago,
American
Airlines
worked
with
the
city
to
accept
living
wage
standards
and
promote
labor
harmony.
We
agreed
because
we
work
in
partnership
with
the
city
positioning
ourselves
as
a
major
international
gateway.
An
economic
driver,
Philadelphia
region
in
short,
Airlines,
would
have
worked
directly
with
members
of
council
and
with
the
mayor
to
address.
Labor
issues
should
not
now
be
singled
out
from
the
discretionary
waiver
process
under
the
cities
living
wage
code,
as
is
so
clearly,
and
you
sleep
for
the
purpose
of
this
amendment.
Thank
you
for
the
opportunity
to
testify.
Thank.
D
D
S
S
Here
are
the
concerns
that
ls
disguises
has,
with
the
proposed
amendment,
to
the
22
Philadelphia
21st
century
minimum
wage
and
benefit
standards
ordinance.
The
current
ordinance
Allah
acknowledges
is
the
right
of
employees,
employers
and
employees
to
negotiate
in
the
area
of
wages
and
benefits
and
provides
a
venue
for
the
employer
and
the
Union
the
waive
the
ordinances
wages
and
benefits
requirements
through
the
collective
bargaining
process.
S
This
effectively
treats
the
legislatively
dictated
terms
of
employment
for
some
unionized
work
forces,
but
not
for
others.
There
is
no
legislated,
an
illegitimate
or
rational
basis
for
the
disparate
restriction
on
bargaining
for
one
group
of
unionize
employers
and
employees
over
another
carving
out
an
exception
to
the
ordinance
for
only
r-la.
Employers
may
seriously
disadvantage
certain
unionized
employees
over
the
others.
Since
the
National
Labor
Relations
Act
employers
will
be
able
to
freely
negotiate
in
the
areas
of
wages
and
benefits
in
our
la
employers
will
not
have
this
ability.
S
Employee
employees,
recruitment
and
retention
will
be
affected.
Collective
bargaining
negotiations
are
based
on
give
and
takes
of
dollars,
amounts
and
terms
and
conditions
if
wavers,
that
wages
and
benefits
are
not
subject
in
negotiation.
Because
of
these,
this
resolution
at
leaves
the
Union,
as
well
as
the
employer,
at
a
disadvantage,
because
there
is
less
area
for
the
parties
to
bargain
over
and
limits
the
flexibility
of
bargaining
parties
in
making
arriving
at
an
agreement.
S
Much
more
difficult,
LSG
sky
chefs
and
our
la
employer
has
been
negotiating
in
good
faith
with
unite
here
for
years,
and
we
believe
that
that
we're
making
progress
in
this
area.
If
the
resolution
were
to
be
adopted,
the
efforts
of
our
negotiations
will
be
severely
impacted.
Thank
you
for
listening
to
me
today,
a.
S
A
D
I
S
S
We
have
we've
been
talking
with
the
Union
about
raising
wage
rates
since
December
of
17
at
my
last
visit
here,
I
spoke
to
the
council
and
said
that
we
were
contemplating
raising
the
wages
prior
to
then,
but
our
contract
or
CBA
with
the
Union
gives
him
the
right
to
ask
for
increased
wages
every
12
months,
and
we
had
not
heard
from
them.
Let.
I
S
I
Because
last
year
in
Philadelphia
we
still
left
a
hundred
million
dollars
that
could
go
to
forty
thousand
families
who
qualify,
and
these
are
people
that
are
earning
the
minimum
wage
up
to
22,
to
23
dollars
an
hour
and
have
one
two
or
three
kids
and
get
checks
from
the
federal
government
and
fall
back
three
additional
years.
This
is
free
money,
so
at
a
minimum.
What
I
like
to
see
is
sky
chefs,
promote
this
in
their
paychecks
and
get
the
word
out.
So
at
least
the
money
from
Washington
comes
back
to
Philadelphia
I.
S
I
O
I
just
want
to
go
on
the
record
and
just
clarify
at
least
some
information
that
I
had
and
if
it's
not
correct
and
I'll,
let
the
organizers
that
come
and
correct
the
record.
But
since
December
right,
there
hasn't
been
even
been
any
real
going
in
negotiations
with
on
a
night
here.
Is
that
correct
or
not
correct
that.
O
S
O
If
the
city
of
Philadelphia
passed
a
bill
right
that
says,
here's
a
new
21st
century
wage
across
the
board,
let's
even
take
the
you
and
I
out
out
of
the
picture
right.
How
come
your
company
just
didn't?
Follow
the
law
just
for
the
simple
fact
of
following
along
and
just
say
you
know
what
okay
to
see
your
foot
off.
It
has
to
build
21st
century
wages.
Now
it's
20
hours
and
20
cents.
S
If
I
may
answer
this
and
I
don't
want
to
go
around
the
block,
whether
the
21st
century
minimum
wage
ordinance
has
been
in
several
phases,
there
was
a
phase
where
it
only
affected
people
in
the
city
and
didn't
affect
the
airport,
I
believe
and
then
I
believe
in
2015.
It
was
rolled
in
to
one
ordinance,
so
there
was
a
time
when
it
when
we
weren't
affected
by
it
and
and
then
shortly
after
the
change
in
the
ordinance
we
applied
for
a
waiver,
and
at
this
point
in
time,
waivers.
O
S
O
So
you
learned
about
this
bill
last
week,
however,
this
bill
has
been
on
the
floor
in
terms
of
me
advocating
for
it
right
and
working
with
the
night
here
for
several
months,
and
no
one
else
got
chefs
thought
it
was
right
to
say.
Listen.
Let
me
reach
out
to
the
council
person
besides
today,
to
express
your
issues
of
concern
regarding
this
issue.
We're.
Q
A
J
You,
mr.
chairman
and
special
thank
you
to
the
sponsor
district
councilman
Johnson,
whose
district
includes
the
airport
Thank
You,
councilman
Johnson
for
your
leadership.
I
was
just
asking
councilman
mr.
chairman
Jones,
for
some
clarity
regarding
this
issue,
because
I
am
a
freshman
member
here
and
in
counsels
I'm
just
trying
to
sort
of
catch
up
here.
I
just
wanted
to
make
sure
that
I
hurt
you
correctly
in
your
testimony
where
you
noted
that
if,
if
this,
if
this
legislation
was
enacted,
you
talked
about
it
haven't,
and
just
please
correct
me.
J
J
J
Okay,
what
I
will
ask
you
to
do
just
for
the
sake
of
the
record,
if
you
have
that
number
that
you
could
forward
to
chairman
Jones,
along
with
the
sponsor
of
the
legislation,
councilman
Johnson,
because
when
I
heard
you
mentioned
that
counsels,
legislative
action
here
could
potentially
have
a
negative
unintended
consequence
of
negatively
impact,
impacting
your
recruitment
and
your
retention
efforts
there.
But
then
I
looked
at
data
that
just
said
wait.
Your
turnover
rate
in
2016
was
over
80
percent.
J
That
would
seem
to
me
that
the
lack
of
stability
relic
your
workforce
had
less
to
do
with
the
action
that
council
would
take
make
here
today
and
much
more
about
the
decisions
that
the
firm
in
and
of
itself
would
make,
and
so
I
know,
councilman
Johnson,
a
chairman
chairman
Jones.
If
we
could
get
that
I
think
that
would
be
very
helpful
in
addition
to
that,
I
want
to
follow
up
on
what
councilman
DOM
adds
relative
to
wage
policies
at
other
airports.
J
S
There
are
a
lot
of
questions
in
there,
so
let
me
see
if
I
can
recall
each
one
of
them
in
the
city
of
San
Francisco,
there
is
a
minimum
quality,
Standards
Act
QSP,
it's
called
and
it
it
provides
for
wages
benefits
in
some
reporting
activity.
We
pay
the
minimum.
We
pay
at
least
the
minimum
that
meets
the
requirement
of
the
quality
standards
act.
We
have
a
wage.
J
So
I'm,
sorry
for
injecting
yeah
I
just
want
you
to
help
me
because
we're
here
and
and
I
don't
know
the
numbers.
So
if
so,
if
you've,
given
rate
raises
in
accordance
with
the
wage
policies
at
other
airports,
I
guess
for
me,
I
want
to
be
able
to
get
on
the
record.
What
that
number
is
in
San
Francisco
in
Los,
Angeles
and
I
believe
most
recently
at
Washington
Reagan
national,
if
their
numbers
so
I
can
correlate
the
number
with
the
locale.
If
you
would
have
that
handy,
I,
I.
A
A
S
J
J
Now
councilman
Johnson,
you
know
we
know
that
was
one,
not
one
for
two.
You
know
one
not
one
for
two
well
right,
but
it
is
not
one,
not
one.
For
two
alone,
these
employees
live
in
neighborhoods
across
the
city
of
Philadelphia
that
are
impacted
by
this,
and
it
is.
It
is
with
that
in
mind
that
I
don't
want
anyone
in
the
in
the
public.
Who
is
just
turning
this
on.
J
N
Afternoon,
everyone-
the
point
I
want
to
make-
is
the
last
remark
that
Councilwoman
Parker
just
shared
it
matters
to
us
to
see
how
Philadelphia
ranks
to
see
how
Philadelphia
we're
fall
off.
It
stands
with
regards
to
cities
that
mirror
us
in
population
and
ethnicity,
so
that
information
really
gives
us
a
picture
of
of
where
we
are
and
underscores.
Why
there's
an
interest
to
move
us
to
a
better
place
on
this
particular
issue?
Are
you
at
liberty
to
share
with
us,
because
I
know
that
there
are
negotiations
are
underway?
N
S
S
Welcome
your
your
interest
in
the
statistics,
one
statistic
that
I
just
did
on
the
train
here
from
Washington
to
here
was
I.
Looked
at
what
we
voluntarily
implemented
for
the
lowest
wage
rate
and
I
understand
it's
the
same
rate
that
you
have
for
your
bill.
Your
twenty
century
you
built
and
out
of
the
38
locations
that
we
have
in
the
United
States
Philadelphia
will
be
number
eight
okay,
so
the
first
of
them
are
all
West
Coast
cities,
San
Francisco,
San,
Jose,
Santa,
Ana
and.
S
Diego
then
comes
JFK,
the
New
York
and
then
it's
Philadelphia
and
it's
followed
by
LA,
etc.
So
your
your
minimum
standard
is
number
eight
and
the
hierarchy
of
the
highest-paid
minimum
standards
that
we
have.
There
are
roughly
thirty
that
are
in
a
minimum
standards
rate
ice.
If
that
answers
part
of
your
analytical
question,
the
second
part
of
your
question
and
I'm
losing
myself,
are.
S
The
impediment
to
getting
a
deal
as
I
was
told
by
the
union
is
that
they
want
in
writing
that
and
fill
it
of
you.
We
will
pledge
either
to
CPI
you
or
whatever
the
minimum
standard
would
be
in
the
future.
That
is
the
only
impediment
that
we
have
I
believe
we
have
at
this
point.
We
have
have
put
dollars
on
the
table
for
the
minimum
wage
to
be
at
or
above
what
you're
asking
now,
and
the
only
reason
we
don't
have
a
deal
at
this
point
in
time
is
that
I
don't
have
the
ability
to.
N
N
Response
to
councilman
Johnson
question:
when
you
learned
about
this
particular
legislative
measure,
what
is
the
protocol
or
or
practice
in
your
business
when
you
learn
and
hear
about
legislation?
Is
there
someone
on
the
ground
to
be
eyes
and
ears
for
you,
because
that
helps
us
an
understanding
why
these
appears?
Yes,.
S
I'm
glad
you
asked
that
question
because,
as
I
said,
we're
in
38
different
locations
with
40
different
units
and
we
normally
at
the
corporate
level-
don't
really
hear
about
it
until
it's
brought
to
our
attention
by
the
local
people
at
the
unit
saying
hey,
there's
a
possible
hearing
or
there's
a
bill,
that's
being
put
together.
We
we
do
have
a
source
that
monitors
living
wage
ordinances.
S
What
now,
but
they
come
in
so
many
forms
that
the
words
don't
usually
get
through
21st
century
would
be
something
we
wouldn't
hear
unless
we
heard
the
last
part
of
it:
minimum
wage
ordinance,
QSB
the
quality
standards
act
and
in
San
Francisco
California
that
there
is
no
way
I
could
put
a
Google
Alert
or
anything
on
that,
knowing
that
that's
their
minimum
wage
standard,
so
they
come
in
all
different
forms
and
the
best
information
that
we
can
get
comes
from.
Our
units.
Kozma
comes
from
the
local
unit,
that's
located
in
the
city
or
the
airport.
N
My
last
my
last
encouragement
is
to
councilman
Alan
dime
who's
been
exceedingly
persistent
and
consistent
and
and
reminding
us
of
the
value
of
the
ETI
see,
and
so
your
quote
was
that
I
understand
its
value?
Are
you
persuaded
to
ensure
that
your
membership,
your
your
staff,
your
organization,
gets
the
information
and
then
urge
to
do
the
follow
through
I.
S
I
M
I
Can
incorporate
that
nationwide
and
by
the
way,
just
so,
you
know
the
maximum,
you
can
get
up
to
over
six
thousand
dollars
a
year
and
filed
back
three
additional
years,
so
people
working
if
her
sky
chefs
could
get
twenty
four
thousand
dollars
in
the
federal
government.
You
just
don't
know
about
it.
Let
me
ask
you
a
question
of
trying
to
break
this
down.
Your
new
rate
is
gonna,
be.
Is
it
twelve
twenty,
an
hour's
that
they
that.
I
S
Wouldn't
be
in
the
food
cost,
most
airlines
that
I
deal
with
I'm,
sorry
that
we
deal
with
I
have
a
labor
component
in
a
food
component,
so
it
would
be
something
that
we
would
try
to
recover
from
the
airlines
now
having
13
different
airlines
at
a
location
makes
it
very
hard,
no
knocks
on
American
they've
been
pretty
good
at
if,
in
fact,
it's
legislative
in
different
fact
than
we,
we
have
a
brand
new
contract
with
them
right
now.
We
we
will
be
having
the
discussion
in
regards
to
the
additional
cost.
So.
I
I
guess
where
I'm
trying
to
go
to
it
cut
to
the
chase,
if
you,
if
you're
gonna,
pass
through
this
increase
in
labor,
I'm
sure
your
company's
not
gonna
eat
this
increase,
you're
gonna
pass
it
through
to
the
airlines,
and
then
the
airlines
are
gonna,
pass
it
to
to
the
consumers.
So
if
I'm,
the
average
consumer
going
on
a
plane
from
Philadelphia
to
Atlanta
Georgia.
What
does
that
look
like
for
me
and
my
cost
of
my
ticket
I.
S
Don't
know
precise
figures,
but
you're
under
the
assumption
or
I
may
put
you
under
the
assumption
that
all
of
our
airline
customers
are
going
to
pay.
That
I
will
tell
you,
when
you
have
international
airline
clients,
they're
very
unlikely,
to
participate
in
something
that
they
call
your
problem,
so
are.
D
I
Know
we
exist
between
Washington
DC
and
New
York.
We
exist
between
Baltimore
and
Newark.
So,
to
the
extent
all
we
do
is
pass
on
increased
costs.
We're
gonna
find
ourselves
in
Philadelphia
nan
Dunkin
position,
so
that's
a
significant
factor
and
it
seemed
that
way,
but
it's
a
significant
factor
and
our
price.
Okay.
Thank
you.
Thank
you
very
much.
Thank
you
to
the
Chairman
Thank.
D
O
S
S
D
I
understand
because
to
be
very
direct
about
it,
European
wages
are
paid
significantly
higher
than
American
wages
that,
and
that
would
be
interesting
on
what
is
done
there.
I
think
fairness
has
to
be
that's.
Why
we're
here
we'd
like
to
have
fairness,
and
at
this
moment
I
I
really
don't
see
that,
but
prove
me
that
it
is
fair.
A
E
My
name
is
Ana
Constance
I
work
at
every
she's,
a
chef
at
the
foot
of
your
airport
I'm
here
today
to
testify
especially
I,
was
here
before
another
board,
not
too
long
ago
about
turnover
the
pressure
on
workers
to
work
hard,
but
I
want
to
go
on
record
as
saying
I've
lived
and
traveled
a
lot,
but
I've
never
met
a
more
dedicated
and
hardworking
people
than
the
people.
I've
met
had
the
fortune
at
this
time.
E
In
my
life's
journey
to
meet
as
sky
chefs
that
no
matter
what
weather
conditions
they
will
show
up
for
work
and
turn
out
the
best
quality
product
for
the
service
that
is
being
rendered
by
the
company,
we
do
have
a
high
turnover
rate
and
I
believe
due
to
a
sky.
Ship
not
being
competitive,
is
like
we're
a
training
ground
for
the
airport,
American,
Airlines
and
other
services
at
the
airport,
because
being
that
they're
trained
to
run
efficiently
on
airline
schedule
time,
you
are
able
to
get
jobs
easier
at
the
airport.
E
They
don't
have
to
train
you
much
because
you're
already
at
the
level
of
being
able
to
operate
at
the
pace,
you're
supposed
to
operate
at
so
sky,
chef's,
not
being
able
to
pay
or
unwilling
to
pay
higher
to
be
competitive
with
the
airport
creates
a
problem
for
us
who
love
being
at
the
company,
love
what
we
do
the
service
we
do
render
so
that
loophole
that
is
in
the
law.
In
fact,
I
first
asked
about
the
rail
will
Act
law
and
I
did
research
about
it,
because
I
kept
hearing
about
it.
E
What
was
that
transportation
workers
somehow
are
not
supposed
to
strike
and
the
question
I
asked
the
union
was
well.
What
is
the
counter
to
that,
so
that
businesses
won't
always
have
the
upper
hand
over
workers
where,
because
they
cannot
strike,
you
are
kept
at
a
standstill
and
they
said
well.
The
city
of
Philadelphia
has
a
law
in
place,
but
there
is
a
loophole
that
can
be
closed
to
force.
Companies
such
as
Sky
Chef
to
follow
the
law
and
not
hold
its
employees
at
poverty
level.
E
The
the
kind
man
that
was
just
up
here
stated
at
the
last
meeting
that
nobody
is
forcing
the
workers
to
stay
at
that
company.
I.
Remember
him
clearly
saying
that,
and
the
chairman
of
that
committee
asked
him,
told
him:
well,
they
need
jobs
which
instills
dignity
to
individuals
nobody's
standing
here,
asking
for
a
handout.
E
We
were
asking
for
a
livable
wage
to
be
able
to
reside
in
the
area,
which
is
the
South
West
Philly
region,
which,
because
of
his
location
with
the
airport
and
freeways
that
move
easily
in
that
area,
having
easy
access
to
getting
out
of
Philadelphia
and
entering
cost
of
living
has
risen.
Rent
price
were
not
able
to
pay
that
of
what
we're
being
paid.
So
most
people
with
their
children
live
in
one
rooms
that
they
rent
from
somebody
who
has
a
house,
and
that
is
poverty.
E
Looking
at
the
city
of
Philadelphia
and
what
it
has
to
offer
called
the
City
of
Brotherly,
Love
I,
don't
think,
is
humane
to
sit
and
let
a
company
that
makes
so
much
money
deny
his
work
as
the
ability
to
pay
for
a
one-bedroom
apartment
or
two
to
be
able
to
meet
some
of
the
dreams
of
their
children.
I.
Don't
think,
that's
being
unfair
to
that
company
that
it
follows
the
law.
There
is
a
law
and
they
are
being
they
feel
that
they
don't
have
to
obey
that
law.
E
A
Alright
I
was
getting
hard,
thank
you
for
being
here
because
it's
important
to
hear
what
they
go
through
and
it's
important
if
you
value
your
labor,
you
at
least
want
to
hear.
Even
if
you
can't
do
everything
you
can
hear
and
understand
their
burden
just
to
get
to
work.
If
you
have
to
choose
between
car
fare
and
eating
lunch
or
car
fare
and
making
sure
your
kids
get
to
where
they
gotta
go.
That's
what
those
are
tough
business
and
worker
decisions
made
every
day,
I'm!
Sorry
for
interrupting.
T
My
name
is
ice
at
OCC,
I
am
utility
worker
at
the
LSG
sky,
chefs
Philadelphia
I
am
another
person
who
has
been
running
poverty,
wages
for
doing
valuable
work
at
Sky
chefs.
Let
me
tell
you:
it
has
been
very
grim
and
discouraging
to
work
as
sky
chefs
for
a
long
time
now,
if
I
and
my
co-workers
had
been
granted
the
trade
dollar
minimum
wage
back
in
2015,
each
of
of
we
would
have
an
something
like
twenty
thousand
twenty
twenty
thousand
more.
By
now,
that
kind
of
income
would
have
changed
our
lives.
T
It
would
have
allowed
us
to
be
less
exhausted
to
have
better
housing
to
improve
our
lives.
In
so
many
ways.
Three
years
later,
sky
chef
is
finally
raising
our
pea
to
the
levels
we
should
average.
He
has
a
boo.
We
are
pleased,
as
sky
chefs
are
finally
implemented.
Widgets
that
look
more
like
airport
wages,
but
I
have
to
tell
you.
There
is
something
painful
when
we
have
had
to
wait
more
than
three
but
more
than
three
years
to
finally
have
the
change
the
chance
to
be
given
the
respect
of
another
year.
T
T
Now
that
we
are
speaking
before
you,
we
are
afraid
that
if
you
do
not
act
to
help
us
secure
our
future
now
when
we
are
no
longer
in
the
spotlights
our
wages
and
our
standard
of
living
will
get
back
stock
again
and
the
problem
and
the
progress
we
have
made
will
be
lost
over
time.
Please
act
on
our
behalf,
so
we
can
know
that
we
are
treated
as
equals
with
everyone
who
makes
the
effort
walk.
B
My
name
is
Maria
Gaza
I
am
job
is
to
maintain.
They
apply
cafeteria
at
a
shaped
Philadelphia.
We
during
my
ship
is
I
see
my
coworker
of
this
have
a
change
to
raise.
They
walk
so
much
over
time.
They
are
very
tired
of
the
time
we
are
tired
of
walking
so
happy
being
poor.
We
ask
you
to
stand
up
for
us
and.
A
I
I
E
I
A
federal
program
that
helps
those
earnings
have
eight
dollars
and
ten
cents
to
twenty
three
dollars
an
hour.
If
you
have
no
children,
the
maximum
check
is
like
five
hundred
eight
dollars,
but
you
can
file
back
three
additional
years.
So
that's
two
thousand
dollars
you
can
get
from
the
government
just
by
filling
out
the
forms
mm.
If
you
have
no
children
under
age
of
18,
if
you
have
one
two
or
three
children
under
the
age
of
18,
you
can
get
checks
up
to
six
thousand
dollars.
A
I
Up
up
to
three
years
file
back
for
twenty
four
thousand,
and
let
me
just
tell
you
the
income,
forty,
four
thousand
single
parent,
with
two,
it's
51,000
for
a
couple
with
two
kids
I
mean
the
numbers
are
pretty
high
and
only
sharing
it,
because
this
is
free
money
from
the
federal
government
that
is
not
coming
to
our
people
in
Philadelphia.
So
if
you,
if
you
qualify,
fill
it
out,
if
you
know
people
and
tell
them
about
it,
will
give
you
the
forms.
Thank
you,
Thank
You.
Mr.
A
D
Good
afternoon
Darla
I'm
here
to
tell
you
that
death
of
all
my
coworkers,
we
are
tired
of
being
second-class
citizens.
Cindy
in
the
airport,
the
city
we
loved
so
dearly
gaddafi,
learns
inversely
proportion.
The
kind
of
contract
which
we
have
a
contract,
make
it's
very
hard
for
us
to
make
demands
in
all
ways
that
most
units
can
we
absolutely
need.
You
help
a
selected
labor,
labor
leaders
of
our
city
to
make
sure
that
all
workers
in
the
City
Airport
can
make
her
move
forward
together
are
treated
as
equals.
D
A
O
For
the
record,
what
a
has
for
the
bill
to
be
passed
out
of
committee
with
the
table
favorable
recommendation
without
suspending
the
rules,
so
the
two
parties
can
continue
engaging
in
their
dialogue
to
come
to
some
level
of
resolve
in
the
event
that
they
don't.
We
will
be
voting
on
it's
officially
on
April,
the
19th
Thank.
A
You
councilman
all
right.
We
will
now
recess
the
public
hearing
to
go
into
a
public
meeting
to
consider
an
action
to
be
taken
on
bill
number:
one:
seven:
zero,
nine
five:
six,
the
public
meeting,
I'm.
Looking
for
a
motion
on
bill
number,
one:
seven:
nine:
five:
six
from
Council
number,
Parker
Thank.
J
N
A
A
I
A
I
I
Need
you
to
make
a
commitment
to
get
the
word
out
about
the
Earned
Income
Tax
Credit
to
all
of
our
people,
working
at
the
airport,
at
Sky,
shafts
and
the
unions,
all
the
all
the
unions
that
are
employed
there,
because
we
still
have
40,000
people
who
are
not
getting
this
money
from
Washington,
and
you
can
see
the
three
people
who
don't
even
know
about
it.
So,
whatever
you
can
do
to
make
sure
that
happens,
we
would
appreciate,
but
I
need
a
commitment
from
you
to
make
that
happen.
You.