►
From YouTube: Committee on Labor and Civil Service 12-10-2019
Description
The Committee on Labor and Civil Service of the Council of the City of Philadelphia held a Public Hearing on Tuesday, December 10, 2019, at 1:00 PM, in Room 400, City Hall, to hear testimony on the following items:
190794 Resolution authorizing the Committee on Labor and Civil Service to hold hearings regarding service providers and employers honoring existing and prior worker contract agreements.
Immediately following the public hearing, a meeting of the Committee on Labor and Civil Service, open to the public, will be held to consider the action to be taken on the above listed items.
A
I
councilman
Alan
dime
to
my
right
and
counts.
A
woman
Helen
gam
to
my
left
I
do
have
some
opening
remarks,
but
before
I
proceed,
I
want
to
ask
my
colleagues
whenever
you
have
any
opening
remarks
with
that
being
said,
particularly
for
the
benefit
of
those
of
you
who
are
just
not
seated
in
the
chambers,
but
those
of
you
who
are
at
home.
It's
very
important
to
me
that
I
give
you
some
context
about
why
we're
hosting.
A
Why
we're
hosting
this
hearing
in
the
first
place,
what
seems
to
have
begun
as
a
drip
drip
drip
a
few
years
ago,
has
now
turned
into
a
flood.
What
I'm
talking
about
is
this
new
era
of
outsourcing
mergers,
acquisitions
and
the
role
of
private
equity,
particularly
in
the
health
care
industry.
I
know
this
is
happening
in
other
industries,
but
perhaps
the
health
care
industry
in
Philadelphia
is
so
acutely
aware
of
what's
happening
here,
because
we
are
a
city
of
Ed's
and
meds
and
and
immense
being
the
operative
word.
A
Every
representative,
who
we've
invited
to
testify
here
today
has
been
negatively
impacted
in
this
new
era.
I
also
want
to
make
it
clear
that
we
are
having
this
hearing
today
because
of
their
activism
and
because
they
explicitly
reached
out
to
me
to
request
my
action
as
chair
of
City
Council's
Committee
on
labor
and
civil
service.
I
am
frequently
reached
out
to
by
various
unions
and
industry
representatives
about
issues
that
are
affecting
their
workers.
So,
as
we
give
some
foundation,
I
want
you
to
just
bear
with
me
for
the
record.
A
This
means
that
they've
had
two
different
owners
in
this
calendar
year
alone
and
three
different
owners
in
about
three
years.
The
next
foundation
for
this
hearing
is
when
Chris
Wood's,
the
new
president
of
District
Council
1199
C,
sent
me
a
letter
over
the
summer,
explicitly
asking
me
to
hold
hearings.
As
the
chair
of
Labor
and
civil
service
to
examine
the
fact
that
Sodexo,
it
was
a
facilities
management
corporation
that
lost
its
contract
at
Hahnemann
in
2018,
they
refused
to
pay
out
paid
sick
leave
and
vacation
days
to
their
workers.
A
Now
I'm
also
submitting
that
letter
as
a
part
of
the
public
record
today
and
then
finally,
the
last
foundation
for
this
hearing
was,
when
a
past
nap
reached
out
to
our
office
in
early
October.
Their
request
was
to
discuss
the
fact
that
Saint
Chris's
new
owners
did
not
intend
to
recognize
their
collective
bargaining
agreement.
A
In
particular,
their
new
owner
are
going
after
their
safe
staffing
contract
language
and
refusing
to
recognize
their
members
accrued
paid
time
off
prior
to
the
bankruptcy
when
passed,
Knapp
reached
out
with
their
request
for
discussion,
I
invited
them
to
testify
this
hearing,
since
the
topic
was
so
relevant
to
the
issues
they
wanted
to
discuss.
I
wanted
to
provide
this
background
information
as
to
how
this
hearing
came
about
to
demonstrate
to
those
who
are
watching
at
home
that
this
hearing
really
has
grassroots
origins.
It
comes
directly
from
the
workers
themselves
and
their
own
advocacy
SEIU
healthcare.
A
1199
see
in
passing
that
all
independently
reached
out
to
us
asking
for
assistance,
there
was
no
coordination
amongst
these
three
entities.
It
was
just
what
their
individual
respective
members
were
experiencing
in
their
different
industries.
What
I
find
so
striking
is
that,
despite
the
lack
of
coordination,
they
all
are
dealing
with
simular
issues
and
workers
who
are
being
negatively
impacted.
All
of
them
worked
in
the
healthcare
ground
again.
A
The
fact
that
there
are
healthcare
workers
may
be
because
the
medical
industry
is
such
a
large
industry
in
our
city,
but
there's
also
a
very
strong
chance
that
these
workers
are
what
we
will
call
the
canary
in
the
coal
mine
in
Philadelphia
and
that
the
issues
that
they
are
facing
due
to
outsourcing
mergers
and
acquisitions
can
and
do
impact
other
workers
and
other
industries
in
this
city
from.
In
conclusion,
the
purpose
of
today's
hearing
is
solely
investigative.
A
Once
we
get
all
of
the
testimony
on
the
record,
we
will
be
working
with
the
city
of
Philadelphia's
law
department,
our
technical
staff,
to
figure
out
what
legislative
remedies
we
can
proffer
legally
as
the
local
governing
body
that
could
assist
and
protect
workers
in
the
future.
We're
going
to
hear
directly
from
workers
and
unions.
We
are
then
going
to
hear
today
from
the
mayor's
this
of
Labor
and
a
representative
from
spear
wild
German,
a
union
side,
labor
law
firm
about
what
can
be
done,
particularly
at
the
local
level.
A
So
we
really
thank
you
for
being
here
and
thank
you
for
letting
me
just
take
some
time
to
provide
some
context
up
for
this
hearing.
In
the
meantime,
I
want
to
acknowledge
the
presence
of
more
members
of
the
committee
who
are
here
to
my
left,
vice
chair
of
the
Committee
on
labor
and
civil
service,
Brian
O'neill,
a
council
member
aljalja,
burger
to
my
right
council,
member,
derek
green
majority
leader
councilmember,
bobby
heenan
and
Councilwoman
Maria
can
known
as
Sanchez.
Thank
you
so
very
much
for
your
presence
and
clerk.
B
D
Thank
you
very
much,
madam
chair
and
I
really
appreciate
the
ability
to
listen
on
these
important
hearings.
Last
week,
City
Council
passed
a
pretty
historic
bill
that
requires
hospitals
to
work
with,
with
the
city
of
Philadelphia
mandates,
advance
notice
of
any
closures
of
any
Hospital
emergency
room
or
maternity
ward,
and
in
that
plan
that
they
have
to
deliver,
they
also
have
to
talk
about
what
they
do
with
collective
bargaining.
That
is
a
very
essential
and
important
part,
especially
as
we
know
that
what
happened
at
Hahnemann
was
an
outrage.
D
It
was
certainly
out
of
character
for
for
what
we
can
see
with
hospital
closures,
but
it
will.
It
may
not
be
the
last
one
that
we
see.
One
in
five
rural
hospitals
is
expected
to
close
in
the
United
States
across
over
the
next
few
years.
There
are
48
other
hospitals
in
the
state
of
Pennsylvania,
in
worst
financial
conditions
than
what
hanaman
was
over
the
summer.
This
is
an
important
hearing.
It's
an
important
issue.
The
federal
government
has
largely
had
hands
off.
D
We
really
do
need
partners
at
the
state
level
to
strengthen
laws
around
hospitals,
collective
bargaining
rights
in
the
event
of
these
kinds
of
things
happening.
We
want
to
make
sure
our
folks
are
protected.
We
want
to
make
sure
that
new
people
who
come
in
don't
try
to
utilize
collective
bargaining
rights,
paid,
sick
leave,
Medicare
or
malpractice
insurance
as
means
of
trade
and
bankruptcy
agreements
to
extract
the
most
amount
of
profit.
D
A
A
C
But
we
have
stuck
there
through
all
of
it
because
we
love
the
kids.
We
love
taking
care
of
there's
a
population
of
kids
and
it
means
a
lot.
We're
really
scared,
because
they're
not
honoring
our
contract
Tower
has
said
we
have
tried
multiple
times
to
meet
with
them,
to
honor
our
contract.
For
the
faith,
staffing,
which
we
fought
very
hard
to
get
into
our
contract
prior
to
the
state
staffing,
you
would
be
a
nurse
you
would
pulled
to
other
areas
of
the
hospital
that
you
had
not
any
familiar
with.
C
I
work
in
the
neonatal
intensive
care
unit,
but
I
could
be
pulled
to
take
care
of
an
18
year
old
kid
with
sickle-cell
who
I
have
no
knowledge
base.
So
ever
since
we
got
the
state
staffing
like
the
NICU
nurses
would
only
take
care
of
three
and
under
and
the
assignments
were
appropriate
and
we
kind
of
felt
secure,
like
you,
weren't,
anxious
every
day
going
to
work
so
tower,
just
they
just
kind
of
ignore
or
ignoring
our
safe
staffing.
They
won't
recognize
it.
C
So
the
nurses
at
the
hospital
that
have
stayed
through
the
bankruptcy
stayed
all
summer.
Not
no
one
was
going
to
happen
or
really
scared
and
we're
scared
too,
that
we're
gonna
lose
more
nurses
and
it's
going
to
create
more
unsafe
conditions.
The
other
thing
was,
a
lot
of
us
have
earned
a
lot
of
like
PTO
time
and
I
have
been
there
for
27
years
and
I
have
never
not
had
any
time
and
they
have
deducted
all
our
time.
C
Where
we're
once
again
we're
the
Tier
one
will
be
either
we
have
to
go
to
Chestnut,
Hill
or
reading,
which
is
like
50
miles
from
some
of
us,
and
if
not,
then
we
are
tier
two
and
our
deductibles
and
our
co-pays
are
so
high
that
people
are
really
getting
nervous.
I
am
thinking
it's
really
going
to
affect
the
retention
and
we're
just
very
upset,
because
we
really
want
to
take
care
of
the
kids.
C
A
lot
of
nurses
have
been
there
for
years
like
twenty
years
thirty
years,
and
they
stuck
out
through
all
this,
and
then
they
saw
hanaman
clothes
and
so
they're
scared
that
that
could
happen
to
us
also.
So
that's
basically
the
most
of
it.
We
were
hoping
that
tower
would
come
in
as
a
non-profit
except
our
staffing
language
and
adopt
our
contract
because
they
got
us
at
like
bargain
rate,
and
we
did
make
over
the
money
that
they
acquired
us
for
last
year.
C
3/4
I
think
it
was
like
three
quarters
a
year
we
made
58
million,
they
bought
us
450
million
and
they
won't
even
value
us
or
honor
the
nurses.
Their
attitude
to
us
is
like
you're.
Lucky
that
we
bought
you
that
you
saved
you
and
you
have
a
job
like
they
don't
seem
to
even
value
the
nurses,
experience
or
the
professionalism
or
anything,
and
the
nurses
they're
very,
like
upset
about
this.
C
C
A
E
Okay,
okay,
all
right
good
afternoon,
my
name
is
Dion
Gary
and
I'm,
a
proud
to
be
an
administrative
organizer
for
district
11
99c
national
union
of
health
care
and
hospital
workers.
I
appreciate
the
opportunity
to
testify
today.
District
11
99c
is
one
of
the
largest
health
care
unions
in
the
Commonwealth
of
Pennsylvania.
We
have
over
13,000
members
throughout
the
Philadelphia
region.
These
workers
are
mainly
employed
in
hospitals,
long-term
care
facilities
and
other
parts
of
the
growing
healthcare
industry.
I
work
closely
with
our
members
at
Heineman
University
before
it
was
shut
down.
E
I
also
worked
at
Heineman
for
over
16
years
before
joining
the
staff
of
district
11
99
City
I
am
here
today
to
provide
information
to
City
Council
about
the
treatment
of
our
workers.
Busted,
that's
a
major
facilities
management
corporation
with
contracts
throughout
Philadelphia,
specifically
district
11
99c,
is
deeply
concerned
about
how
Sodexo
has
treated
our
workers,
who
are
employed
at
Heineman,
University
Hospital.
Prior
to
being
closed.
Our
members
were
treated
very
unfairly
busted
at
home,
and
we
want
to
know
if
what
occurred
was
an
isolated
incident
or
part
of
a
pattern
of
misbehavior
by
Sodexo.
E
That
should
be
informed
contract
and
decisions
in
the
future.
Here's
what
happened:
Sodexo
had
a
contract
to
provide
both
dietary
and
environmental
services
to
Heineman
hahnemann,
yes,
with
members
of
district
11
1990
during
the
actual
work.
According
to
the
contract,
these
workers
had
the
right
to
earn
sick,
vacation
and
personal
time.
However,
when
Sodexo
lost
the
contract
in
2018,
they
refused
to
pay
out
to
earn
sick
time
to
our
members.
E
This
is
particularly
outrageous
because
many
of
the
same
workers
who
were
shortchanged
by
Sodexo
a
Heineman
law,
their
jobs
when
the
hospital
closed
and
the
corporate
owners
declare
bankruptcy.
However,
it
should
be
noted
that
Sodexo
is
not
bankrupt.
In
fact,
the
decks
will
remains
a
very
profitable
company
and
lucrative
contracts
throughout
the
Philadelphia
region.
Sodexo
can
certainly
afford
to
pay
our
members,
the
second
vacation
time
that
they
were
old
under
the
pre-existing
contract,
especially
as
many
of
them
are
struggling
in
the
aftermath
of
losing
their
jobs
economy.
E
If
so,
we
hope
that
our
local
government
officials
will
hold
this
company
accountable
and
make
sure
they
do
not
continue
to
profit
off
the
backs
of
workers,
especially
those
we
have
lost
their
child
through
the
corporate
greed
of
Heineman
owners.
Once
again,
thank
you
for
the
opportunity
to
testify
today's
hearing.
I
welcome
any
questions.
F
Hello,
my
name
is
henrique
announcement
and
I'm
a
certified
nursing
assistant
at
Summit,
a
nursing
and
rehabilitation
center
here
in
Philadelphia.
Thank
you
for
inviting
me
to
speak
to
you
today,
I'm
here
on
behalf
of
my
co-workers
and
my
residents
at
Summer,
Sun
Center
I
haven't
spent
25
years
caring
for
people
in
my
nursing
home.
Those
people
are
my
family.
My
co-workers
are
my
family
and
someone
needs
to
speak
for
them
today.
Much
like
Hanneman
hospital,
our
nursing
home,
was
recently
sold.
In
fact,
it's
been
sold
twice
in
the
last
three
years.
F
Each
time
a
new
owner
took
over
operations
at
our
home,
our
contract
was
cancelled,
I
will
say
in
our
time
offer
cut
retic
dramatically
and
our
healthcare
costs
skyrocket
and
became
unaffordable.
For
most
of
us.
This
sort
of
upheaval
and
uncertainty
for
ourselves
was
nothing
compared
to
what
our
residents
vote.
F
Each
new
owner
cuts
the
services
and
supplies
and
hardships
for
the
vulnerable
people
who
look
to
us
to
provide
comfort
and
care
residents
have
gone
without
ice
when
the
hot
is
deep,
because
our
ice
machine
is
broken,
essential
supplies
like
washcloths
and
towels
are
allowed
to
run
out
because
having
more
clean
than
it
will
cost
more
money.
Broken
outdated
equipment
gets
the
bare
minimum
of
appearance
instead
of
being
replaced.
F
We
even
heard
rumors
that
our
ambulance
company
was
chart
was
changed
because
our
previous
company
was
old,
money
and
bills
went
on
PE.
Many
of
my
co-workers,
myself,
included,
haven't
taken
a
vacation
in
three
years.
If
we
can
take
a
sick
day
or
personal
day
is
unpaid,
because
each
new
owner
continues
to
cut
our
time
off
thanks
to
pay
cuts,
an
impossible
insurance
cost
health
care
has
become
out
of
reach.
F
For
many
of
my
co-workers,
one
of
my
co-workers
has
worked
at
some
extent
for
over
20
years
and
she
can't
get
the
important
life-saving
medication
she
needs
because
she
can't
afford
it
anymore.
How
can
we
be
expected
to
care
for
residents
who
badly
need
us
if
we
can't
even
take
care
of
ourselves
or
our
families?
F
Those
are
those
of
us
who
do
this
job.
Do
it
because
we
care
we
have
compassion
for
the
people
who
need
us.
No
one
is
trying
to
give
rich
working
in
the
nursing
home,
but
it
seems
like
it's
all
about
money
for
the
companies
that
keep
buying
us,
and
this
isn't
just
happening
at
my
nursing
home.
It's
not
happening
here
and
Philadelphia
is
the
story
that
repeats
itself
again
and
again
across
Pennsylvania
and
across
the
country.
F
It's
been
reported
on
now
and
countless
stories
and
newspapers
and
on
TV,
and
yet
this
keeps
happening,
no
one
seems
to
be
doing
anything
about
it.
That's
why
I'm
here
today
today
for
help
Pennsylvania
has
an
updated
regulations
for
nursing
homes
in
over
20
years,
and
while
they
may
be
talking
about
it
now,
we
know
that
Harrisburg
moves
slowly.
You
can
do
something
to
help
people
here
in
Philadelphia.
You
can
make
things
better.
F
We
need
law
stuff
for
technical
home
residents
and
those
of
us
who
care
for
them
from
these
companies
that
want
to
come
in
and
find
a
way
to
squeeze
money
out
of
our.
We
need
laws
that
say
you
have
to
continue
to
invest
and
direct
care
for
residents.
We
need
laws
that
say
you
have
to
pay
a
living
wage.
F
We
need
someone
to
be
watching
when
the
nursing
home
gets
sold
to
some
unknown
out-of-state
company
and
then
follow
up
and
make
sure
that
they
are
being
responsible
to
the
resident
into
the
workers,
and
we
need
someone
to
hold
companies
accountable
when
they
aren't
living
up
to
those
responsibilities.
Everyone
deserves
to
age
with
dignity.
I'm
asking
you
to
respect
that
I'm,
asking
you
to
protect
our
most
vulnerable
communities.
F
G
Good
good
afternoon,
my
name
is
Wendell
oyster
I'm,
the
vice
president
of
SEIU
Healthcare
Pennsylvania,
and
we
service,
45,000,
nursing
home
workers,
hospital
workers
and
home
health
care
aides
across
the
state
of
Pennsylvania.
I
would
like
to
say
thank
you
for
giving
me
the
opportunity
to
speak
here
today
on
the
behalf
of
thousands.
G
I
would
like
to
say
thank
you
for
giving
me
the
opportunity
to
speak
here
today
on
the
behalf
of
thousands
of
nursing,
home
thousands
of
nursing
home
workers
and
the
countless
people
that
who
rely
on
us
to
care
to
care
and
passion
here
in
the
greater
Greater
Philadelphia
area.
These
people
need
your
help.
The
long-term
care
industry
in
this
country
is
failing
them.
G
It's
filling
all
of
us,
like
hahnemann
nursing
homes
across
the
state
of
Pennsylvania,
are
being
sold
off
to
bad
actors,
to
investors
that
focus
on
profits
and
to
neglected
landlords
whose
sole
goal
is
to
squeeze
every
last
dime
out
of
the
workers.
However,
residents
and
their
families
and
out
of
our
communities
Somerton
center
is
the
sad
example
of
disturbing
trend.
G
I
would
like
to
take
this
time
to
let
you
know
that
this
is
personal
for
me,
because
I
come
from
Somerton
Center
I
was
worker
at
Somerton
center
25
years
ago,
when
this
contract
came
about
summit
in
center
holds
a
special
quiet
place
in
my
heart
and
I
started
off
as
a
housekeeper
26
years
ago.
It
was
that
Somerton
center
that
I
first
learned
to
use
my
voice
to
create
a
change
it.
It
could
make
things
that
I
can
make
things
better
for
the
co-workers.
G
In
my
residence
it
was
summer
10
that
I
learned
to
the
power
of
the
Union.
Now
the
Union,
my
Union
brothers
and
sisters
and
residents
that
they
care
for
are
under
attack
summer
10
had
has
had
three
different
three
different
owners
in
many
years
in
as
many
years
and
each
time
in
so
the
workers
have
much
of
what
they
the
workers
have
much
of
what
they
fought
for
taken
away
from
them.
G
This
type
of
ownership
change
is
extremely
disruptive
to
both
the
residents
and
the
caregivers,
and
it's
almost
always
leads
to
weaken
in
the
standards
of
every
for
everyone,
and
yet
the
workers
continue
to
stand
up
and
fight
for
what's
right
and
the
workers
to
protect,
and
they
are
workers
to
protect
the
residents.
They
are
fighting
for
each
other.
G
These
workers
and
the
workers
like
development
and
nursing
homes
all
over
Philadelphia
needs
your
help.
They
need
you
to
fight
for
them.
The
state
is
a
struggling.
The
state
is
struggling
when
it
comes
to
oversight
and
enforcement
of
existing
laws.
There
is
a
need
for
more
resources
and
tools
to
investigate
the
potential
buyers
and
and
hold
these
operators
accountable
and
when
they
fail
to
live
up
to
their
their
promise
of
providing
quality
care.
G
This
lack
of
need
of
oversight
and
enforcement
of
laws
was
there.
It
was
directly
responsible
for
like
a
catastrophic
skylight
fiasco
that
we've
seen
just
happen.
Many
of
you
can
remember
the
shock
Intel's
of
the
nursing
homes,
the
nursing
home
workers,
unpaid
for
weeks
and
spending
what
little
money
they
had
to
buy
food
and
water
for
the
residents.
G
When
the
owners
of
their
nursing
home
skylight
healthcare
stopped
paying
their
bills
to
feed
medicate
their
residents,
skyline
was
permitted
to
operate
these
homes
for
more
than
14
months
before
the
negligence
of
the
criminal
behavior
was
brought
to
light.
This
isn't.
This
is
exactly
why
we
need
more
involvement.
Former
law
makers
like
yourselves,
we
need
more,
we
need
what
we
need
is
more
transparent,
transparency
and
effective
oversight
of
potential
buyers.
G
Potential
buyers
should
should
be
an
investigator
for
financial
stability
and
sustainable
financial
structures
that
ensure
continuous
quality
care
for
our
residents,
stakeholders,
including
workers
residents
and
their
families.
Taxpayers
lawmakers
like
yourself
to
have
the
opportunity
to
weigh
in
or
potential
buyers
with
the
public
hearing.
With
the
public
hearing,
we
need
requirements
for
new
owners
to
freeze
the
conditions.
That's
on
the
ground
when
they
take
over
the
control
of
recent
purchase
homes,
they
should
agree
to
maintain
existing
wages
and
other
staff
with
staffing
standard
Florida
doesn't
need
a
period
of
time
to
assure
a
smooth
transition.
G
What
we
need
is
more
involvement
at
every
level
from
responsible
leaders
like
yourselves
right
now.
The
Department
of
Health
is
reviewing
Pennsylvania
nursing
home
regulations,
including
the
oversight
overseeing
the
changes
of
ownership.
I
strongly
encourage
you
to
reach
out
to
your
colleagues
and
Philadelphia
delegation
and
I
urge
them
to
weigh,
in
with
the
governor,
to
strengthen
the
oversight
of
the
nursing
homes
and
ownership
changes.
G
We
are
continuing.
We
are
continue.
We
are
counting
on
you
to
live
up
to
the
faith
and
the
trust
that
your
consistency,
which
have
put
you
in
to
fight
for
us,
to
protect
us
and
to
lead
their
time
so
I
protected
them
from
their
time
of
need.
Thank
you.
Sorry
for
stuttering,
I
was
a
little
nervous.
Don't
worry.
G
A
Your
testimony-
and
let
me
just
say
for
the
record
specifically
to
miss
Nelson
and
mr.
mr.
Royston-
the
reason
why
your
testimony
was
so
important
because
you
affirmed
for
us
that
this
is
not
simply
about
closures.
This
is
not
simply
about
closures
when
we
think
about
how
this
is
overall,
impacting
the
industry.
This
is
also
about
outsourcing.
This
is
about
mergers
and
acquisitions,
so
we
can't
just
focus
solely
on
the
issue
of
closures.
We
have
to
think
about
when
these
new
owners
come
in.
So
thank
you
for
your
testimony.
A
We
have
Councilwoman
Sanchez,
councilman,
green
and
counsel,
Montalban,
burger
and
cube,
but
one
quick
question
from
passing
that,
because
I
know
you
have
to
go,
you
say
that
they
are
going
after
your
safe
staffing
contract
language
and
for
the
benefit
of
somebody
who
is
watching
at
home.
If
we're
talking
about
patients
and
there's
ratio,
explain
what
that
is
on
the
record.
C
My
name
is
Joe
Fleming
I'm,
a
nurse
at
st.
Christopher's
Hospital
in
the
NICU,
so
we
have
staffing
grids
for
every
unit
at
a
hospital
based
on
where
we
work
so
I
work
in
a
neonatal
intensive
care
unit.
So
we
have
like
two
to
three
patients
per
nurse,
but
also
in
our
staffing
grids.
We
have
an
extra
nurse
who
is
like
a
resource
nurse
who
will
help
out
like
if
you
need
like
to
get
meds,
cusan,
retaping,
breathing
tubes,
doing
trade
changes
and
stuff
like
that.
Prior
to
this,
we
didn't
have
that.
So.
C
Does
that
baby
need
just
one
nurse,
you
know:
does
that
baby
anymore,
like
intensive
care
than
other
babies,
so
they
it
was
like
they
were
also
emitting
babies,
the
charge
nurse,
so
they
weren't
overseeing
and
able
to
do
their
job
prior
to
having
this
resource
nurse.
So
this
kind
of
just
puts
that
in
place,
and
it
also
puts
in
place
that
nurses
that
are
not
critical
care
certified.
They
can't
just
come
to
the
NICU
and
take
care
of
a
critical
care
baby
or
the
ICU.
C
So
it
kind
of
kept
all
the
critical
care
nurses
in
one
section
in
the
hospital
the
ER
was
closed
off,
so
they
have
their
own
unit
because
if
you're
a
nurse
on
the
floor,
you're
not
used
to
taking
care
of
an
ER.
So
how
could
you
possibly
function
with
no
training
or
anything
in
that
situation?
So
it
just
put
these
safeguards
in
place
that
you
know
you
weren't
just
used
wherever
they
need
to
do
so
they
could
give
more
people
often
to
state
money
for
staffing.
So,
finally,.
A
C
Of
time
so,
prior
to
the
bankruptcy,
we
were
told
that
they
would
recognize
any
time
accrued
between
July
and
December
when
they
bought
the
hospital.
So
the
staff
already
had
their
like
plan
summer
vacations
and
everything,
and
then
a
lot
of
us
did
cash
in
which
we
were
allowed
to
in
our
contract
our
time
so
in
started
using
that
money.
That
was
our
compensation
that
we
earned
four
years.
They
have
deducted
it
from
that
period
of
time
when
they
said
at
July,
1st
went
our
didn't
even
own
us
we're
still
getting
paid
text
from
HS.
C
Our
paychecks
are
still
showing
that
everybody
got
positive
balances
yet
they're.
Coming
back
and
saying.
No,
this
is
wrong
and
nobody
has
addressed
it
to
us.
Nobody
has
fixed
it.
Nobody
has
been
truthful
about
it,
so
we've
been
kind
of
kept
in
the
dark.
Until
now,
when
they're,
taking
over
on
for
and
they're
saying,
well
they're
gonna
balance
everybody
out,
and
since
everybody
is
negative,
we'll
keep
everybody
at
zero,
so
they
have
essentially
no
time-
and
this
was
time
earned
prior
to
the
bankruptcy.
That
was
part
of
our
compensation.
C
H
Thank
you,
madam
chair
I,
want
to
thank
the
committee
for
having
this
discussion.
If,
if
we
learned
anything
from
the
hahnemann
situation
is
that
we
do
have
to
be
very
diligent
I
just
for
the
records
of
my
so
that
my
colleagues
understand
st.
Christopher's
Hospital
is
such
an
important
Hospital
to
the
city
of
Philadelphia,
and
if
you
work
at
st.
Chris,
you
want
to
be
a
think
forest.
We
have
some
of
the
best
doctors
and
best
nurses
who
can
work
anywhere
and
make
a
whole
lot
more
money
and
they've
chosen
to
be
in
st.
Christopher's.
H
What
makes
thank
perseveres
unique
is
the
specialty
surgeries
which
is
conducts,
and
we
want
to
make
sure-
and
we
want
to
commit
to
both
past
Knapp,
1199
C
and
all
the
members
over
at
st.
Chris,
that
we
are
going
to
make
sure
that
the
new
owners
hear
from
us
about
the
value.
San
Chris
cannot
just
be
a
traditional
hospital
or
Medical
Center.
It
is
a
specialty
hospital
and
it
is
those
specialties
that
allow
and
support
all
the
other
community.
Preventive
work
that
happens.
St.
H
Chris
is
one
of
my
largest
employers
and
I
want
folks
to
know
that
this
council
and
I
know
this
mayor
will,
as
he
has
been
in
the
past,
are
going
to
keep
our
eyes
on.
What's
going
on,
we
want
to
thank
passed,
Knapp,
1199,
C
and
other
than
the
doctors
for
all
being
United
around
that,
and
we
will
definitely
do
our
part
in
sending
a
message
that
they
have
to
not
only
honor
the
wording
but
honor
the
values
are
by
which
tankers
we
have
been
created
and
which
we
have
been
successful.
H
We
have
gone
through
five
owners
at
the
time.
I've
been
elected,
I've
been
through
several
owners
and
I
have
many
times
been
outside
in
the
picket
lines
and
in
the
protest
lines
with
with
the
unions,
and
we
will
make
sure
that
your
work
is
valued
and
the
the
work
that
is
conducted
as
and
crisp
is
valued.
We
do
not
expect,
and
we
are
completely
understand
the
issue
with
IBC
Health
Partners
and
the
referral
system,
and
we
know
that
no
one
from
North
Philly
is
going
to
ready
to
get
any
surgery.
We
are
very
clear
about.
H
They
don't
need
to
go
to
Redding
right.
We
have
all
the
specialty
here,
so
we
thank
you
for
your
advocacy
and
we
look
forward
to
working
with
you
through
this
transition.
I
know
the
next
few
months
are
going
to
be
bumpy,
I
know
for
the
doctors
and
the
specialty
doctors
who
are
there,
who
want
to
be
there
they're
extremely
concerned,
and
it
is
all
of
you
being
together.
H
I
You,
madam
chair
I,
thank
this
panel
attempt
for
your
testimony
today
to
me
this
is
an
issue.
That's
not
only
an
important
issue,
as
my
colleague
councilman
Marikina
Sanchez
said,
who
represents
that
district
in
reference
to
st.
Christopher,
but
this
is
an
issue
for
the
entire
city
of
fidelity,
not
just
from
a
healthcare
perspective,
but
also
for
economic
development
spectrum
I'm
in
the
city
of
Philadelphia.
But
for
me
it's
also
a
personal
issue.
Many
people
in
this
room
know
that
my
son
is
an
autism
spectrum
for
over
12
years
on
developmental
pediatrician,
with
a
st.
I
Chris.
So
one
of
the
main
motivations
for
me,
not
only
from
my
role
in
this
body
but
participating
in
activity
we
had
this
summer,
was
on
a
personal
nature
of
the
great
care
than
my
family's
received
from
st.
Christopher's.
But
this
issue
is
what's
interesting.
Is
that
when
I,
listen
to
the
testimony
of
the
panel
I
heard
about
a
lot
of
different
things
that
were
troubling
with
new
owners
come
in?
I
But
what
I
didn't
hear
was
patient
experience
and
my
wife
has
worked
in
health
care
for
about
25
years
actually
about
30
years
and
every
Hospital
talks
about
we're
trying
to
enhance
the
patient
experience.
But
when
these
new
owners
coming
in
from
what
I'm
gathering
from
your
testimony,
I'm
curious.
If
you
can
reflect
on
that,
has
there
been
any
discussion
of?
How
do
we
enhance
the
patient
experience?
I
So
from
your
perspectives,
when
these
new
owners
have
come
in
other
than
try
to
reduce
expenses
and
reduce
benefits
to
them,
people
that
work
there
have
you
heard
any
conversation
about.
How
do
we
enhance
the
patient
experience
and
because
the
reason
I
ask
that
question
is
because,
when
they're
not
talking
about
that
and
they're
impacting
you,
that's
gonna
impact.
Someone
like
me:
who
has
a
child,
that's
gonna,
say
Chris.
C
Just
that
they
don't
like
our
staffing
grids,
they
want
to
be
able
to
do
what
they
want.
So
I
mean
that
would
directly
infect
the
patient
experience.
You
know,
I
mean
you
don't
want
somebody
taking
care
of
your
child
who's,
not
trained
in
that
area.
You
know,
but
nothing
about
that
that
we've
heard
of
we've
been.
We
haven't,
heard
anything
just
really
that
they
don't
like
our
staffing
grids
but
they're,
not
really
explaining
why
they're
nonprofit,
so
people
were
very
hopeful
and
happy
that
a
non-profit
was
finally
going
to
take
over
st.
Chris.
I
C
A
And
and
I
know
that
you
know
you
guys
are
in
court
over
there.
So
I
know
that
there's
you
know
a
very
limited
amount
about
what
you
can
say,
but
what
what
kind
of
response
or
explanation
did
the
firm
give
to
you
all
about
why
they
can't
afford
the
payment
members
you
know,
even
though
they
did
not
declare
bankruptcy
and
and
they're
in
the
black?
Did
they
give
you
an
explanation?
Well,.
E
That's
part
of
the
problem:
no,
they
didn't.
They
just
figured
since
the
hospital's
going
bankrupt
their
day
to
got
them
off
the
hook
and
they
wasn't
accountable
to
pay
any
little
people
the
time
of
day
accrue
by
working
under
them.
The
hospital
is
bankrupt,
but
their
company
is
not.
They
have
counsel
all
over,
even
as
some
of
our
other
places,
so
through
efforts
of
us
trying
to
get
them
to
do
some
type
of
effects,
bargaining
or
something
like
that,
which
we
wasn't
successful.
E
J
Chair,
thank
you
very,
very
much
and
panel
I.
Thank
you
for
your
really
insightful
testimony
on
issues
that
we,
we
really
need
to
know
about,
and
miss
Gary
1199
see
I'm
a
big
admirer
of
mr.
woods
and
your
Union
as
a
whole,
because
I
think
you
do
great
work
in
an
area
that
a
lot
of
people
don't
realize
how
important
that
work.
It's
and
educating
the
public
and
and
representing
these
union
members
I
think,
is
very,
very
vital.
I
do
have
a
couple
questions
with
Sodexo
you.
E
E
J
J
E
J
J
J
E
It
don't
just
happen
at
closures
when
they
lose
the
account
and
maybe
another
subcontract
to
come
in
and
they
go.
They
won't
pay
the
sick
time
and
the
personal
time
to
the
employees.
So
when
they
start
with
this
new
company
they
starting
with
zero,
even
if
they
have
five
years,
ten
years
or
thirty
years,
our
service,
they
are
starting
with
no
sick
time,
so
they
can't
even
get
sick.
Even
though
nothing
is
change.
J
That's
generally
one
of
their
sort
of
business
practices
as
bad
as
it
is,
so
they
lose
the
contract
they're
out.
And
yes,
you
know
they
just
like
disappear
off
the
face
of
the
earth.
It's
an
awful
business
practice
and
beings
are
still
in
Philadelphia,
I
think
you
know.
We
as
a
city
government,
should
make
sure
that
the
world
knows
about
this,
and
certainly
our
city
government.
That
is
about
it.
Yes,.
E
A
You
councilman
topham
burger
for
your
line
of
questioning
very
much
needed
and
do
know
that
we
do
have
our
law
Department
right
now.
Councilwoman,
Jim
and
I
were
just
talking,
trying
to
figure
out
a
legal
way
for
us
to
hold
firms
that
engage
in
this
kind
of
behavior
accountable.
Before
we
hear
from
my
colleague,
Councilwoman
Helen
gam
and
pass
that
I
know,
you're
gonna
have
to
go
so
just
bear
with
us
for
a
second,
you
successfully
negotiate
a
successorship
language
with
simple
University
Hospital
now,
but
also
we're
not
familiar
with
that.
A
C
C
C
I
guess
the
other
thing
was
we
didn't
feel
like
I
guess
we
didn't
do
that
because
they
had
just
bought
our
company.
They
were
only
bought
our
company
for
like
18
months
and
now
they're
already
bankrupt.
So
I
guess
nobody
imagined
that
was
gonna
happen
after
the
negotiation,
because
it
was
such
a
short
period
of
time.
Thank.
D
You
councilman
yeah,
yes,
thank
you,
madam
chair
and
I,
really
do
also
want
to
acknowledge
this
group
with
1199,
C
and
SEIU
healthcare,
and
has
nap
you've
been
at
the
forefront
of
some
of
the
most
serious
issues
that
are
facing
our
nation
right,
but
especially
coming
home
and
hitting
our
city.
We
stood
together
with
you
through
multiple
fights.
We
certainly
are
going
to
be
even
stronger.
D
D
These
are
really
important
areas
of
new
rights
that
we
want
to
see
established
as
not
just
something
that
exists
and
breeze
within
just
you
know
one
particular
one-off
contract,
but
is
really
a
standard
that
we
try
to
meet
and
certainly
I
think
as
as
folks
that
bargain
based
kinds
of
buyouts
do
not
give
you
the
right
to
abridge
the
rights
of
your
employees.
This
is
not
where
we
try
to
to
try
to
make
your
bottom
line
or
your
profits.
Work.
D
I'm,
really
thankful,
miss
Nelson
and
sorry
that
your
dedicated
years
to
a
profession
that
has
brought
comfort
protection,
health
care
to
so
many
needy
communities
is
a
matter
of
starting
over
and
over
again
like
hitting
a
reset
button.
Every
time
a
company
comes
in
my
colleagues,
and
we
know
that
the
health
care
industry
is
fragile.
D
I
also
wanted
to
put
on
the
record
that,
in
the
fair
scheduling
law
that
we
were
able
to
work
with,
which
was
an
expanded,
labor
rights
law
for
part-time
workers,
we
made
sure
that
collective
bargaining
units
were
not
were
not
eliminated
from
that
protection
and
the
reason
why
is
because
it's
a
fundamental
constitutional
right
that
you
cannot
actually
bargain
a
way
right
that
have
been
later
established.
You
can
maybe
in
the
future,
negotiate
them,
but
you
should
not
be
carved
out
by
law
of
rights
that
should
be
afforded
to
the
broader
public.
D
A
G
It
was
more
than
125
folks
actually
that,
because
they
deplete
it
their
benefits
of
going
to
school,
you
know
because
they
had
education.
Training
fund
with
employer
put
in
1%
of
you
know
their
payroll
for
folks
to
go
to
school,
so
folks
won't
know
hope
for
that
money.
You
know
to
finish
college
and
stuff
like
that,
but
it
was
much
more
than
125
at
that
time
and.
A
The
reason
why
I
wanted
you
to
make
sure
that
you
put
that
on
the
record
is
because
we
have
to
assume
that
there's
been
like
a
churning
with
the
whip
with
the
staff.
Either
you
quit,
you
retire,
you
leave
for
better
opportunities,
or
you
say
now,
I'm
going
to
just
have
to
go
back
to
school,
but
as
a
result
of
this
transition,
people
have
had
to
find
a
way
to
make
ends
meet
another
way
and
I
wanted
to
make
sure
that
you
put
that
on
on
the
record
for
those
remaining
staff
that
are
left
behind.
A
F
F
So
you
not
to
be
able
to
go
on
vacation
with
your
family
for
years
and
years
all
because
of
these
companies
keep
taking
over
we're
trying
our
best
to
just
stick
in
here,
because
we
love
our
residents,
but
the
things
that's
happening
and
that
this
company
is
not
you
know,
honoring
our
contract
and
that
the
company
do
not
care
about
the
resident
or
the
staff.
It's
like
it's
hard.
It's
really
hard
working
here.
You
never
know
what's
going
to
happen
after
it
was
sold.
F
A
I,
just
also
want
to
note
for
the
record
again
when
I
got
engaged
with
this
issue.
This
was
about
a
year
ago,
and
that
was
when
I
wrote
my
support
letter
to
the
Vida
healthcare
group
and,
in
my
letter
I
noted
that
some
employees,
wages
have
been
slashed
about
30
percent
about
30
percent
and
I.
Don't
want
anyone
to
be
shocked
when
I
say
this,
but
that
wealth
of
workers,
health
care,
deductibles
had
gone
up
to
$10,000
I.
Want
you
to
think
about
what
that
would
be
like.
A
If
you
are
going
to
work
every
day,
and
you
know
you
may
get
sick
when
you
need
access
to
health
care,
and
you
realize
that
you
have
$10,000
deductible,
it
was.
It
was
really
just.
It
was
unbelievable.
How
long
did
it
take
at
the
negotiating
table
to
reach
a
contract
for
workers?
Tell
me
for
the
record.
If
you
can.
F
Well,
under
Vita
it
took
us
six
months
now
since
we're
under
Imperial.
It's
probably
like
another
six
months,
so
that'll
be
like
a
year
that
is
going
to
take
for
us
to
even
settle
a
contract,
but
once
we
once
we
settle
the
contract
on
the
Vita,
it's
like
we
got
one
read,
and
that
was
it
and
then
it
was
sold
to
Imperial.
So
now
we're
back
at
the
table
again
trying
to
negotiate
a
contract
again
like
we
just
did
six
months
ago.
A
G
G
A
A
B
My
name
is
Amanda
Simcoe
good
afternoon,
chairperson
Parker
and
members
of
the
committee
I'm
Amanda
cheb
go
and
I
am
the
Compliance
Manager
in
the
mayor's
office
of
Labor,
specifically
the
office
of
benefits
and
wage
compliance.
I
appear
before
you
today
to
testify
on
resolution
number
one:
nine,
zero,
seven,
nine
four.
This
resolution
will
authorize
the
Committee
on
labor
and
civil
service
to
hold
hearings
regarding
service
providers
and
employers
honoring
existing
and
prior
worker
contract
agreements.
B
It
is
a
highly
disruptive
practice
that
clearly
violates
the
spirit
of
collective
bargaining
rights
and,
in
some
cases,
may
also
violate
the
law.
This
administration
believes
that
new
ownership
should
always
honor
pre-existing
contractual
relationships
with
their
employees.
On
behalf
of
Mayor
Kenny
I'd
like
to
thank
you
for
taking
this
opportunity
to
shine
a
light
on
this
disruptive
practice,
I'm
happy
to
answer
any
questions
that
you
may
have.
K
Good
afternoon
madam
chair
Inc
and
council
members,
my
name
is
Samuel
Speer
I
serve
as
outside
counsel
for
SEIU
Local
32bj
I'm,
the
founding
partner
of
the
law,
firm
spear,
wildermann,
PC
and
I've
been
practicing
labor
and
employment
law
exclusively
on
behalf
of
workers
and
labor
unions.
In
Philadelphia,
for
40
years,
local
32bj
has
been
at
the
forefront
of
fighting
for
justice
for
all
workers
for
almost
90
years.
K
We
know
firsthand
the
injustice
'as
workers
face
from
employers
who
try
to
skirt
the
law,
the
displacement
of
workers
following
the
transition
to
a
new
employers,
not
anything
new.
We
agree
it's
terrible.
It's
a
way
that
employers
try
to
cut
wages
and
it
impacts
the
overall
well-being
of
the
worker
and
the
workplace.
After
working
on
one
job
for
decades,
a
worker
shouldn't
have
to
start
from
ground
zero
with
respect
to
wages
and
benefits.
K
Thankfully,
a
number
of
years
ago,
Philadelphia
enacted
to
displace
building
service
worker
ordinance,
providing
crucial
job
protections
to
vulnerable
workers
and
ensuring
that
buildings
are
maintained
and
protected
by
the
most
experienced
and
qualified
employees.
To
be
sure,
the
law
doesn't
stop
every
bad
actor.
For
example,
in
2016
CB
Richard
Ellis
purchased
the
luxury
apartment
building
at
2116,
Chestnut
Street
and
hired
a
new
management
company
gray
star
who
refused
to
hire
the
local
32bj
members
who
had
maintained
that
building
for
years.
But
the
ordinance
is
nonetheless
a
crucial
protection
for
building
service
workers
in
Philadelphia.
K
There
are
steps
that
City
Council
can
take
within
their
authority
to
provide
to
further
protect
wages
and
benefits.
The
good
first
step
would
be
to
broaden
the
displaced
worker
ordinance
to
apply
to
other
industries
and
the
best
protection
against
lowering
of
standards
during
an
employer
transition
is
to
create
strong
standards
across
the
board,
like
council
and
Parker,
and
others
did
with
the
paid
sick
leave
and
fair
scheduling
ordinances.
K
In
addition,
council
could
expand
that
just
cause
minimum
staffing
prevailing
wage
in
21st
century
minimum
wage
ordinances
and
adopt
other
minimum
employment
standards
such
as
paid
bake
and
family
leave.
The
strides
of
the
city
has
already
taken
to
protect
the
livelihoods
of
its
citizens
proves.
It
is
truly
the
City
of
Brotherly,
Love
and
sisterly
affection.
K
Local
32bj
is
gratified
that
City
Council
has
been
at
the
forefront
in
understanding
that
improving
the
working
conditions
of
all
employees
than
if
it's
not
just
the
workers
but
enhances
the
city's
economic
and
social
climate
and
improves
the
lives
of
all
the
citizens
of
Philadelphia
local
32bj
pledges.
It's
full
cooperation
of
efforts
by
this
council
to
continue
to
raise
standards
for
working
people
in
their
communities.
I
appreciate
the
opportunity
to
testify
on
this
very
important
matter.
A
K
A
Very
much
the
experience
that
you
that
you
bring
to
the
table
and
as
we
work
with
the
administration
along
with
our
law
department,
we
definitely
because
we
have
a
few
things
that
are
in
the
pipeline
as
we
speak,
but
you
know
how
how
delicate
these
situations
are,
and
we
want
to
make
sure
that
whatever
we're
proffering,
although
anyone
can
challenge
it
in
court.
We
want
to
make
sure
that
we're
on
sound
legal
ground
and
sound
leader.
K
A
K
B
A
We
wanted
to
make
sure
that
we
got
that
on
the
record
again,
because
sometimes-
and
this
has
happened
quite
frequently
in
this
body-
the
private
sector
will
think
that
we
as
a
legislative
body,
are
simply
attempting
to
recommend
implementation.
And/Or
passage
of
legislation
to
protect
workers,
particularly
low-wage
workers,
and
talk
about
this
number
Philadelphia
is
the
largest
poorest
big
city.
A
You
know
in
the
nation
and
when
we
hear
testimony
like
we
just
heard
from
the
prior
panel
as
local
elected
officials,
our
goal
is
to
find
a
way
to
to
protect
the
the
quality
of
life
of
workers,
because
we
want
them
to
be
homeowners
in
neighborhoods.
We
want
them
to
be
parents
who
are
going
to
PT
a
means,
and
if
you
can't
figure
out
how
you're
going
to
make
ends
meet
because
you
don't
have
any
Economic
Security,
that's
just
not
a
problem
for
you
and
your
household.
A
That
becomes
a
problem
for
the
city,
so
that
when
we
do
proper
and
we're
gonna
make
sure
again
private
sector
labor.
You
know
administration
counsel
everyone's
going
to
be
at
the
table
as
we
work
on
putting
our
legislative
initiatives
together,
but
I
want
this
record
to
reflect
on
today
that
this
is
not
born
or
a
knee-jerk
reaction.
What's
going
to
be
proper,
that
council
will
just
engage
and
it
is
a
response
from
the
ground
up
and
and
just
wanted.
That
noted
for
the
record.
The
chair
recognizes
Councilwoman
Gill.
D
Thank
you
very
much,
madam
chair.
So
one
of
the
questions
that
I
had
was,
if
you
could
explain
a
little
bit
about
how
an
employee
may
may
be
told
one
thing
about
like,
for
example,
they're
under
a
collective
bargaining
agreement,
for
example,
sold
to
another
company.
What
would
like
what
would
make
the
employer?
D
B
Should
be
if
you,
if
we're
talking
about
good
actors
and
I'll,
let
sort
of
the
experts
answer
a
little
bit
more
of
the
technical
questions,
but
without
success
or
language
in
a
contract.
There's
something
called
the
clear
dr.,
a
clear
success
or
doctrine,
and
if
and
a
new
buyer
comes
in
and
they
make
it
very
clear
that
they're
not
going
to
honor
the
current
collective
bargaining
agreement.
That's
all
they
have
to
do.
B
All
they
have
to
do
is
to
be
very
explicit
that
they're
not
going
to
honor
it
and
that-
and
they
don't
have
to
if
they
don't
make
it
very
clear
that
they're
not
going
to
honor
it.
There
there's
potentially
some
wiggle
room
for
unions
and
workers
to
fight
and
mandate
that
they
do
honor,
but
I
defer
to
some
of
the
experts
on
the
panel.
L
Great
afternoon
my
name
is
Ben
Patton
I'm
with
the
city
law
department
and
the
labor
unemployment
unit
and
again
I'll,
just
I
guess
expand
a
little
bit
I'll,
let
mr.
Speer
jump
in
if
he
wants
to
but
I.
Think.
Generally
speaking,
the
successor
doctrine
is
governed
by
the
federal
National
Labor
Relations
Act
and
under
the
National
Labor
Relations
Act
there
are
it's
mostly
a
new
company
can
come
in
and
not
be
considered
a
clear
successor.
L
They
were
very
slim
and
even
slimmer
in
2019,
based
on
a
recent
NLRB
decision,
but
there
are
slim
tunes
where
an
employer
would
be
deemed
a
clear
successor
but
I
think
absent
that
there's
no
obligation
when
the
new
employer
comes
in
to
an
honor
of
the
previous
employers
terms.
I
just
want
to
take
a
step
back
and
just
say
on
behalf
of
all
Department.
We
are
committed
and
available
to
work
with
Council,
as
this
process
goes
on
and
hopefully,
hopefully
reaching
a
resolution.
Yeah.
D
No
I
appreciate
that
I
mean
you
know
traditionally
in
any
kind
of
a
merger
or
purchase
of
a
company.
You
know
that
new
owner
looks
at
existing
obligations.
Debt.
If
you
could
take
a
look
at
it,
look
at
it
also
assets
as
well.
It
just
seems
surprising
that
collective
bargaining
agreements
which
extend
beyond
the
life
of
you
know
that
that
merger
can't
you
know,
can't
be
seen
in
some
ways
as
being
part
of
a
responsibility
and
an
obligation
that
is
protected
and
that
you
know
it
just
becomes
something
that
they
can.
D
Both
the
seller
and
the
buyer
can
unilaterally,
without
without
collaboration
with
the
Union,
can
just
abrogate.
You
know
just
it's
over.
It's
done
we're
not
gonna.
Do
it
now.
Obviously,
someone
can
sell
and
buy
and
make
independent
choices,
but
it
seems
strange
when
the
two
are
able
to
do
that.
Obviously,
that's
federal
law,
that's
not
what
we
have
the
right
to
do.
D
It's
also,
nor
you
know,
good
human
behavior
and
get
business
practices
also,
which
we
are
not
able
to
necessarily
legislate,
but
but
we
can't
set
a
floor
and
I
think
what
we're
looking
at
is
not
studying.
You
know
to
feeling
like
the
best
and
most
you
know
perfect
thing
that
you
can
do,
but
we
do
need
to
have
floors
when
it
seems
that
there
needs
to
be.
D
There
are
clear
abuses
that
are
happening
and
if
employees
are
not
aware
that
in
the
sale
of
a
merger
that
they've
simply
lost
retirement
benefits
health
care
benefits,
you
know
wages
that
have
been
previously
collective
bargaining.
You
know
I'd
like
to
continue
that
conversation
I'm,
not
a
lawyer
though,
and
I'm
not
in
the
federal
and
I
will
leave
it
to
you
as
an
expert.
D
Does
the
mayor's
office
explain
to
and
I
mean
we're
just
expanding
with
them
with
the
mayor's
office
of
labor
and
we're
really
excited
I
mean
the
to
have
you
there
and
your
team.
But
has
there
been
discussion
about
the
need
to
inform
employees
in
mergers
and
closings
of
what
their
labor
rights
are?
I
know
they
are
also
represented
as
well,
but
what
the
city
can
do
or
should
be
doing.
B
D
And
we
appreciate
that,
as
we
kind
of
move
forward
on
this,
and
we
look
at
something
like
our
paid
sick
leave,
which
does
carve
out
collective
bargaining
units
from
the
paid
sick
leave
law
that
is
otherwise
granted
to
every
other
Philadelphian
and
a
requirement
of
Philadelphia
employers.
Do
you
think
we
should
be
reviewing
that
law
for
whether
collective
bargaining
units
should
be
eliminated
from
that
we
would
be
in
support
of
them
a
review?
Yes,
a
paycheck
and
other
laws
that
would
carve
that
out
and
from
the
city
solicitor's
office?
L
D
I
mean,
as
I
said
this,
we
worked
with
the
city
solicitor
office,
pretty
carefully
around
Fair
Work
week
to
make
the
case
about
why
collective
bargaining
units
should
not
be
exempt
from
existing
labor
laws.
They
can
always
opt
out.
They
can't
be
carved
out,
however,
so
I
would
look
forward
to
be
working
with
you
on
that
as
well
sure.
Thank
you
thank.
K
You
I
could
add
a
comment
to
what
we
just
asked
again.
As
I
said,
this
city
has
been
very
good
under
this
administration
in
trying
to
to
help
workers,
but
it
submitted
a
backdrop
of
course
it's
dramatically
different
nationwide,
because
we
have
a
current
presidential
administration,
which
is
at
war
with
workers
and
especially
at
war
with
unions
and
I.
K
Don't
want
to
to
preach
here,
but
but
it's
very
true
that
the
National
Labor
Relations
Board
has
made
enormous
strides
in
the
last
two
years
to
really
cut
back
on
on
many
workers
rights
and
there's
no
sign
that
it
will
stop
until
there
is
a
new
administration
if
there
is
a
new
administration.
So
so,
with
that
backdrop,
it's
very
important
I
think
for
state
and
local
governments
to
try
to
pick
up.
You
know
the
burden
of
trying
to
supply
some
of
these
protections.
That
federal
law
is
simply
stripping
away
from
workers.
A
J
Chair,
thank
you
very
much
in
previous
testimony
given
by
mrs.
ms
gray
or
cozbie,
miss
Gary
from
the
district
1199
C
she's,
an
administrator
for
that
Union
and
she
had
stated
Sodexo
and
hanaman
lost
the
contract,
and
then
they
refused
or
reneged
on
paying
over
two
hundred
eighteen
thousand
dollars
in
compensation
to
employees
that
worked
for
them.
While
they
had
that
contract.
J
B
So
without
all
the
facts,
it
was
hard
to
answer,
but
if,
if
in
fact,
the
workers
were
not
made
aware
that
there
were
going
to
be
changes
to
the
terms
of
the
agreement
and
that
that
that
the
owner
took
over
assuming
the
contract
and
then
just
didn't
follow
through,
there
could
potentially
be
some
wage
theft
that
we
couldn't
look
into.
Yes.
But
it's
hard
to
know
what
exactly
is
going
on
there
and
that's
what
the
current
laws
that
we
have
obviously
there's
potential
to
expand
worker
protections
beyond
that.
J
J
They
owe
two
hundred
eighteen
thousand
dollars
to
the
employees
and
then,
which
was
a
part
of
a
contract,
and
they
just
walk
away
now,
of
course,
they're
taking
it
to
court,
but
are
there
are
other
things
that
can
be
done
from
the
city
administration,
particularly
when
the
company
likes
a
daxo
about
the
visa.
Daksa
continues
to
operate
the
city
of
Philadelphia.
D
K
Are
there
are
some
obligations?
It
depends
on
how
many
workers
have
been
hired
by
the
new
owner,
what
proportions
so
that,
as
was
said
before,
current
doctrine
says
that
if
you
hire
majority
of
the
workforce
they're
not
to
get
into
detail,
but
generally
there
can
be
some
obligation
to
bargain
with
the
union
that
represented
the
workers.
If
a
majority
has
been
hired.
That
having
been
said,
I
also
come
back
to
what
I
just
said
about
the
Trump
labor
board.
K
K
Yeah
and
that's
even
even
though
there
have
been
a
number
of
Supreme
Court
decisions
on
that
doctrine
over
the
over
the
decades,
but
those
only
depend
on
the
underlying
rationale
that
the
NLRB
used
to
use.
If
they
switch
gears
now
and
say,
you
know,
we've
reconsidered
it
and
we
just
rather
do
something
different.
That's
not
to
say
that
this
Supreme
Court
wouldn't
say.
K
Okay,
all
those
old
cases
are
kind
of
irrelevant
right
now,
because
now
the
NLRB
is
taking
a
different
tack
and
the
spirit
of
just
saying
you
know:
new
employers
have
the
right
to
do
anything.
They
want
I,
don't
see
that
that
might
not
be
the
law
in
the
next
few
years,
regardless
of
what
the
previous
union
representation
status
might
have
been
of
the
workers.
Thank.
A
They
have
been
awesome
as
we've
gone
through
some
of
the
growing
pains
as
you
are
expanding,
but
I
want
to
note,
for
the
record
that
I
think
I've
been
around
for
a
few
years
between
local
and
state
government
in
the
city
of
philadelphia
has
never
taken
such
an
aggressive
stance
in
attempting
to
protect
the
rights
of
workers
that
we've
seen
over
the
last
four
years
from
this
administration
and
mayor
kenny
and
his
team
are
to
be
commended.
For
that.
Are
there
any
more
questions
for
members
of
this
panel
there
being
none?
A
Is
there
anyone
here
wishing
to
testify
on
this
resolution
there
being
no
one
else
here
to
testify
on
this
resolution
is
concludes
the
business
of
the
committee
on
labor
and
civil
service,
but
today
this
public
hearing
on
resolution
number
one
nine,
zero.
Seven,
nine
four
is
recess
to
the
call
of
the
chair.
Thank
you
all
very
much
for
your
testimony.