►
From YouTube: Committee on Law and Government 10-30-2018
Description
The Committee on Law and Government of the Council of the City of Philadelphia held a Public Hearing on Tuesday, October 30, 2018 to hear testimony on the following item:
180649 An Ordinance amending Title 9 of The Philadelphia Code, entitled "Regulation of Businesses, Trades and Professions," by adding a new Chapter to require certain covered employers to provide "Fair Workweek Employment Standards" for certain employees, including but not limited to reasonable notice of schedules, rest time between shifts, and opportunities for additional hours, and providing for enforcement and penalties, all under certain terms and conditions.
Committee on Law and Government
Chair: Councilman Bill Greenlee (At Large)
Vice Chair: Councilman Derek Green (At Large)
A
B
Number
one:
eight
zero,
six:
four:
nine
in
ordinance
amending
title,
nine
of
the
Philadelphia
Code
entitled
regulation
of
businesses,
trades
and
professions
by
adding
a
new
chapter
to
require
certain
covered
employers
to
provide
fair,
workweek
employment
standards
for
certain
employees,
including,
but
not
limited
to
reasonable
notice
of
schedules,
rest
time
between
shifts
and
opportunities
for
additional
hours
from
providing
for
enforcement
and
penalties
all
under
certain
terms
and
conditions.
Thank.
C
C
Vice
president
of
aft
I
want
to
thank
President,
Wendell
young
of
USC
W,
Jed
Dodd
and
Dave
Ingersoll
who's,
the
new
general
chair
of
Brotherhood
of
maintenance,
of
way
workers,
Mick,
Barrett,
general,
chairman
of
the
commune,
or
a
lemn
Anthony
Sassa
Pennsylvania
Federation
of
Teamsters
president
Pat
iding
from
the
afl-cio
President
Fred
Wright
district
council
47,
president
Maureen
Mae,
a
path
nap,
Cecily,
Harwick
and
Shallah,
oka,
muffin
tireless
organizers,
at
1:00,
PA
and
so
many
of
our
partners.
So
I
want
to
thank
everybody
for
being
out
here
because.
A
Please
I
know
some
some
of
you
think
your
speaking
low,
but
when
forty
people
speak
low,
it
ain't
low,
no,
more
okay.
So
please,
please,
if
you
need
to
have
any
conversation,
please
go
outside
in
the
hallway,
because
it's
hard
for
us
to
hear
and
for
the
stenographer
to
take
the
wording
down.
Thank
you.
Thank.
C
You,
mr.
chairman,
so
I
heard
from
working
moms
who
incurred
childcare
costs
or
lost
childcare
subsidies
because
their
shifts
and
paychecks
change
so
drastically.
From
week
to
week,
I
heard
from
a
college
student
who
has
had
to
choose
between
staying
in
school
or
working
at
the
job
that
paid
for
that
school
and
had
to
drop
out
I
heard
from
families
who
can't
predict
their
rent
or
put
food
on
the
table
because
they
don't
know
how
many
hours
at
work
or
when
their
shifts
will
get
cut.
And
so
we've
heard
your
stories.
C
Over
the
past
10
months,
I've
driven
a
robust
engagement
process,
meaning
with
more
than
80
businesses
held
business,
labor
and
community
roundtables,
and
we
changed
edited
and
evolved.
This
bill
to
its
current
state.
I
want
to
thank
the
many
business
leaders
in
this
room,
uncle
Bobby's
cake
life,
so
many
more
who
support
this
bill
because
they
know
that
caring
for
their
employees
is
not
only
good
for
workers.
It's
good
for
business
businesses.
C
Businesses
have
not
only
been
heard,
they've
been
at
the
table
and
the
dozens
of
amendments
before
this
committee
reflects
the
sincere
respect,
engagement
and
collaboration
that
our
office
has
had
from
the
start.
But
today
it's
time
in
this
city
in
our
city,
in
the
city
of
Liberty
and
on
whose
grounds
democracy
was
born,
poverty
is
not
going
to
be
inevitable
for
our
people.
Poverty
is
not
inevitable.
C
At
the
City
Council,
we
can't
raise
the
minimum
wage
in
the
city,
though
we
sure
as
heck
would,
but
we
can
make
sure
the
folks
making
the
lowest
wages
have
schedules
and
hours
that
they
can
count
on.
I
want
to
thank
this
committee
chairman
bill
Greenlee,
who
has
championed
labor
rights
for
working
people
in
Philadelphia
throughout
his
tenure
I.
C
And
I
also
thank
my
committee
members,
with
whom
we've
met
and
worked
with
to
move
this
bill
out
of
committee.
So
we
are
here
today
to
say
yes,
yes
to
working
families,
yes,
too,
smart
business,
yes
to
our
people,
we
are
here
on
your
side.
We
thank
you
for
your
stories,
it's
time
for
a
fair
work
in
our
city.
Let's
get
started.
A
Thank
You
cats,
woman,
you
sure,
know
how
to
draw
a
crowd.
I'll
give
you
that
chair
well,
I
mean
the
record.
Will
fleece
reflect
councilman
Oh,
a
member
of
the
committee
is
present
and
also
councilman,
Reynolds
Brown
and
Councilwoman
quinones
Sanchez.
If
there
are
no
other
comments
at
this
present,
do
you?
If
there's
no
other
comments
at
this
present
time?
Please
miss
Marconi,
our
first
witness,
please
congressman.
A
D
Thank
you,
Thank
You
councilman,
for
inviting
me
here
and
for
having
this
committee
hearing
and
Thank
You
councillor
gin
for
introducing
this
bill
and
why
councilman
councilman,
Jones,
councilman,
Oh,
councilman,
green
councilman,
council
lady,
how
are
you
gonna
win
this
and
also
Blondell
round
those
brown?
Thank
you,
I
said
really
Greely
seat.
That
does
that's.
No
indication
don't
mean
anything
you
just
let
me
sit
there,
but
I
also
have
a
statement
that
I
would
ask
if
the
sergeant
I
would
pass
it
out
used
to
be
my
job
to
do
this.
D
Also
have
a
letter
that
I
sent
to
every
every
council
person
expressing
my
support
for
this
bill.
I'm
probably
worked
for
decades
to
ensure
that
Philadelphia
is
a
working
town.
I
sit
before
you
today
to
express
my
full
support
for
the
fair
scheduling
bill
introduced
by
council
image
in
henan,
Greenlee,
Winona,
Sanchez,
Cuellar,
Johnson,
Blackwell
and
Jones
bill.
D
106
49
would
provide
basic
protections
to
service
sector
workers
across
our
city,
whose
pay
is
too
low
much
too
low
as
exist
today,
and
who
cannot
support
their
families
because
it
felt
unpredictable
and
the
stable
work
schedules
can
be.
Every
working
person
should
have
a
fair
work
week,
reliable
hours
that
decent
pay.
So
we
can
care
for
us
to
prepare
and
support
our
families
and
build
thriving
communities
rather
than
understanding
the
real
lives
of
working
people.
D
Too
many
employers,
especially
big
corporations,
have
been
treating
employees
as
a
cost
to
be
contained
rather
than
as
the
people
drive
their
success
as
the
Fair
Work
REIT
at
decent
pay
with
enough
reliable
hours
is
key
to
working
people
being
able
to
care
for
and
support
their
families,
keeping
healthy
and
build
thriving
communities.
This
bill
provides
truly
protection
that
all
workers
should
have.
Workers
should
have
advance
notice
of
their
schedules.
Workers
should
have
the
ability
to
rest
care
for
themselves
and
care
for
their
families
between
shifts.
Let
me
be
clear:
all
call
scheduling
is
abusive.
D
Workers
should
be
compensated
for
the
last-minute
scheduling
changes.
Workers
should
have
access
to
more
hours
in
the
Commonwealth
that
refuses
to
raise
the
minimum
wage
new
hours,
some
slipped,
our
brothers
and
sisters
out
of
poverty.
This
is
a
common-sense
legislation.
It
is
our
responsibility
as
the
lawmakers
to
guarantee
protection
that
many
of
us
take
for
granted.
This
bill
was
also
good
business.
Many
of
our
small
business
tribe
because
of
their
commitment
to
fair
work,
work
to
Fair,
Work,
Week
standards
and
many
corporations
are
already
adopting
many
of
the
provisions
in
this
bill.
D
Studies
have
shown
that
when
workers
have
a
Fair,
Work,
Week
profits
put,
the
productivity
and
retention
will
grow
up
while
Seattle
San,
Francisco,
New,
York,
San
Jose
in
the
state
of
Oregon
I've
already
beat
us
to.
The
punch
totally
has
a
responsibility
to
provide
the
same
basic
standards
that
are
provided
to
workers
in
these
cities.
Philadelphia
has
unique
responsibilities,
also
guaranteed
hotel
workers
who
experienced
considerable
instability
and
constant
scheduling
changes
with
fair
scheduling
protections.
With
this
bill,
City
Council
has
the
opportunity
to
stand
with
workers
plain
and
simple.
D
The
legacy
of
Philadelphia
as
a
working
town
depends
on
you.
Please
stand
with
me
and
support
fair
work
week,
protections
for
service
sector
workers.
Mr.
chairman,
you
know
that's
my
statement,
but
I
also
want
to
say
a
few
things
that
need
to
be
said.
You
know
we
have
a
minimum
wage
at
725.
More
than
half
of
the
states
in
the
United
States
are
higher
than
that.
That's
a
disgrace
in
itself
and
that's
an
argument
for
hopefully
some
other
day.
D
D
D
Most
most
important
is
our
families
or
family
suffering.
Nobody
knows
better
than
me
that
I
had
to
you
know
we
have
a
schedule
and
they
break
it.
Costly
dental
Washington
I
had
a
work:
New
Year's,
Day,
New,
Year's,
Eve
Christmas,
how
to
work
Easter,
and
it's
not
so
much
that
I
gotta
be
there,
but
I
think
my
family
believe
it
or
not.
May
miss
me
may
miss
me
when
I'm
home
and
want
me
back
home.
That
should
not
happen
in
the
city
of
Philadelphia
with
it
with
the
responsibility
we
have
responsibility
of
as
lawmakers.
D
A
E
You
mr.
congressman
for
your
important
voice
this
morning
on
an
issue
that
councilman
Gilliam
has
been
very
very
circumspect
and
thoughtful
and
they're
traveling
down
this
road
I
want
to
hear
your
thoughts
around
collective
bargaining
agreements.
The
the
industry
concern
that
has
been
brought
to
the
attention
of
many
members
of
council
and
I
quote
a
union
employees
and
employers
will
both
face
uncertainty
over
whether
the
contract
or
the
ordinance
controls.
E
Employers
will
be
subject
to
contract
sanctions
if
they
comply
with
the
law
and
with
regulatory
sanctions.
If
they
comply
with
the
collective
bargaining
agreement
and
then
union
leadership
has
expressed
concerns
as
well.
Seattle
effect
opted
out
of
the
bill
around
the
collective
bargaining
agreements.
So
can
you
just
share
with
us
your
thoughts
and
what
you
believe
we
should
consider
as
we
look
at
this
important
issue.
Well,.
D
As
you
all
know,
I've
been
involved
in
many
union
disputes
throughout
the
city,
full
of
you
and
I
found
that
every
union
member
and
every
representative,
every
labor
leader
every
president
vice
president
treasurer
that's
involved
with
any
union,
is
out
for
the
benefit
of
the
working
men
and
women
and
if
they
could
put
collective
bargaining
where
they
can
have,
the
schedule
be
put
in
I'm
sure
that
they
would
because
I'm
sure
that
every
union
in
the
city
is
for
that.
That
would
be
a
good
thing
to
do.
D
That
would
take
it
out
of
your
hands,
put
it
into
collective
bargaining
agreement
that
they
have
a
schedule
that
every
worker
has
and
I
think
that
our
unions
for
the
most
part
for
the
whole
part
I'm
sure
off
for
that,
and
if
I
can
be
helpful
toward
them
to
try
to
help
negotiate
that
one
any
other
would
any
of
their
employees.
I
will
do
that
too.
Okay,
thank
you.
Thank.
A
D
A
All
right,
while
they're
being
seated
if
I,
could
have
everybody's
attention
on
this,
we
have
an
extremely
long
list
of
witnesses.
We
have
at
least
eight
panels
and
there
might
have
been
more
people
signed
up.
What
I'd
like
to
I
want
everybody
to
get
their
point
across,
but
I
really
ask
that
you
try
to
be
as
concise
as
possible.
I
also
ask
that
if
you
have
written
testimony
that
you've
submitted
and
I
know,
a
lot
of
people
have
that
will
be
made.
A
Part
of
the
record
I
would
just
ask
that
you
just
not
sit
there
and
read
that
if
you
could
summarize
that,
so,
if
you
have
written
testimony,
if
you
could
work
on
that,
to
summarize
it
I
think
about
three
minutes,
for
everybody
makes
sense.
I
have
a
timer
here.
I
will
resist
using
that
unless
it
seems
like
we're
getting
way
too
far
in
people's
testimony,
because
again,
I
want
to
be
fair
to
people
who
are
sitting
there
and
waiting
to
to
testify.
So
with
that,
whoever
I'd
like
to
go
first
I
think
miss
Bly.
A
E
Hi,
my
name
is
earlene
Bly
and
I've
been
a
housekeeper
for
the
past
25
years
and
I've
been
at
the
Windham
historic
district
for
the
past
nine
years.
No
matter
what
hotel
you
work
at
being
a
housekeeper
is
hard.
Okay,
you
usually
have
about
30
minutes
to
clean
each
room.
That's
including
a
bathroom,
no
matter
what
condition
is
in
it's
physically
demanding
and
it's
one
of
the
most
injury-prone
jobs
in
the
country.
It
takes
a
toll
on
your
body.
Believe
me,
I
know:
I
just
had
a
double
hip
replacement
a
few
months
ago.
E
Okay,
one
thing
I
can
say
about
my
hotel
is
that
I
can
leave
work
when
my
shift
is
over.
Okay,
I'ma
say
it
one
more
time.
I
can
leave
work
when
my
shift
is
over.
You
know
that
might
sound
obvious
to
you,
but
these
days,
I
spend
a
lot
of
time
talking
to
other
housekeepers
at
other
hotels
throughout
the
city.
I
found
that
many
workers
don't
have
the
right
to
leave
work
when
their
shift
ends.
They
show
up
in
the
morning
and
they
stay
until
the
work
is
done,
no
matter
what
time
it
is.
E
Sometimes
it
might
not
be
until
seven
or
eight
o'clock
at
night
or
even
later,
sometimes
you
know
there
are
women
cleaning
rooms
right
now,
just
a
block
away
from
here
who
don't
know
what
time
they
will
be
leaving
tonight
I've
talked
to
mothers
who
have
to
pay
a
dollar
a
minute
in
late
fees
from
their
daycare
when
they
can't
get
out
of
work
on
time
they
say
you've
got.
Let's
say
you
got
two
kids
in
daycare
and
you're
30
minutes
late
to
pick
them
up.
That's
$60
that
you
have
to
pay.
E
Even
if
you
work
a
little
bit
of
overtime,
it's
not
going
to
be
enough
to
make
up
for
those
late
fees,
especially
when
it's
two
or
three
times
a
week.
You
know
some
hotels
might
say
might
say:
there's
no
way
to
make
the
fair
work
week
for
their
business.
But
why
is
that?
Is
that
my
hotel
workers
leave
on
time
and
there's
no
problem,
but
at
other
hotels
they
can't.
It
makes
no
sense
to
me.
Some
might
argue
that
hotel
workers
earn
too
much
money.
I
mean
come
on.
That's
funny,
I
mean.
E
That
just
blew
me
off
sorry,
we
don't
make
that
much
money.
Let's
imagine
you
earn
$16
an
hour
and
you
get
35
hours,
16
dollars
an
hour
and
you
get
35
hours
a
week.
That
might
put
you
a
step
above
the
lowest
paid
workers
in
the
city,
but
you're
still
only
earning
$29,000
a
year.
That's
less
than
half
the
area,
medium
income.
According
to
her,
that's,
not
just
low
income,
that's
considered
very
low
income
for
our
area.
This
guy
is
not
going
to
fall.
E
E
A
A
F
My
name
is
Lakeisha
Wheeling's
I've
lived
in
Philadelphia.
My
whole
life
I
want
to
thank
you
for
hearing
my
testimony
today,
because
I
wasn't
sure.
I
was
going
to
be
able
to
attend
until
just
a
few
days
ago,
because
I
only
get
48
hours
advance
notice
of
my
schedule
from
one
work
week
to
the
next,
but
I'm
glad
I
could
be
here
today.
F
For
the
past
12
years,
I've
worked
as
a
cook
at
the
Philadelphia
Marriott
Downtown,
the
largest
hotel
in
Pennsylvania
in
my
kitchen,
there's
so
much
work
to
be
done
and
not
enough
people
to
do
it.
For
the
past
five
years,
occupancy
in
my
hotel
has
gone
up,
but
the
hotel
has
cut
over
100
jobs.
The
total
number
of
hours
worked
by
the
hotel's
employees
is
down
17%
I
made
$5,000
less
in
2017
than
I
did
in
2016
because
of
reduced
hours,
last-minute
scheduling,
maybe
a
good
business
for
my
employer.
F
But
let
me
tell
you
as
an
employee:
it
creates
a
lot
of
challenges.
My
youngest
set
of
twins
were
5
years
old
when
I
started
working
at
this
hotel.
My
oldest
set
of
twins
were
15.
It's
hard
to
raise
a
family
with
no
control
over
your
schedule,
often
I'm
not
home,
to
help
them
with
their
homework.
I
have
to
get
relatives
to
come
help
out
most
days,
I
leave
for
work
when
they're
in
school
and
I
come
home
when
they're,
asleep
I
love.
F
My
job
I
do
and
I
know
that
I
have
to
do
this
to
take
care
of
my
family,
but
I've
made
a
lot
of
sacrifices
working
in
the
hotel
industry.
I've
had
to
apologize
to
my
children
for
not
being
able
to
go
on
trips
with
them.
Events
will
come
up
and
I
just
have
to
get
the
money
instead
of
going
with
them.
I've
even
had
to
apologize
for
not
being
able
to
tuck
them
into
bed
at
night
and
give
him
a
kiss
I
tell
him.
Mommy
had
to
do
this
to
pay
bills.
F
We
work
hard
at
Philadelphia.
You
can
see
that
the
city
is
growing
in
so
many
ways.
Hotels
and
tourism
are
important
part
of
that,
but
sometimes
it
feels
like
we're
not
getting
ahead.
Implementing
a
Fair,
Work
Week
is
the
way
forward
for
our
city.
I.
Understand
that
some
in
the
hotel
industry
may
not
think
it's
fair
to
ask
employers
to
give
workers
advance
notice
of
their
schedule
and
access
to
full
time
hours.
F
A
G
Hello,
my
name
is
Juan
milette
I'm,
23
years
old
and
I
come
from
a
family
born
and
raised
philadelphians.
My
parents
got
divorced
when
I
was
a
kid,
so
I
grew
up
between
the
Northeast
and
North
Philadelphia
I
graduated
from
Franklin
learning
center
and
I've
been
trying
to
make
ends
meet
since
then
was
service
jobs
just
like
130,000
other
workers
in
the
city,
my
first
retail
job
was
forever21,
where
I
worked
full
time
when
I
told
them
I
was
going
back
to
school
at
Community
College
of
Philadelphia.
G
My
manager
screamed
at
me
at
for
changing
my
availability.
I
was
only
going
to
school
for
two
days
a
week
and
I
already
had
got
2
days
off
per
week.
So
I
didn't
understand
what
was
the
problem,
but
they
come
me
down
to
one
day
a
week
as
a
punishment
and
I
couldn't
live
on
one
day
a
week,
especially
making
750
an
hour.
My
manager
told
me
they
didn't
fire
people,
they
just
cut
them
off
the
schedule.
So,
when
I
stopped
getting
put
on
the
schedule,
I
knew
I
had
to
look
for
a
new
job.
G
I
started
working
at
a
small
cafe
where
I
work.
Now
my
manager
texts
me
on
a
Sunday
night
to
tell
me
my
hours
for
the
week
starting
the
next
day,
I
can't
schedule
a
doctor's
appointments,
so
I
haven't
had
a
physical
in
two
years.
I
wanted
to
get
braces,
but
I
couldn't
schedule
appointments
to
get
my
cavities
filled,
so
I
got
Invisalign
instead
because
they
were
sent
to
you
in
the
mail.
G
I
did
that
when
I
was
working
full
time
to
summer
and
I
could
afford
the
$80
a
month,
but
then
the
owner
hired
a
bunch
of
more
employees
and
my
hours
got
slashed
last
week.
I
wasn't
even
on
the
schedule
and
I'm
a
month
behind
on
my
payments.
They
work
with
me
but
I'm
up
to
$2,000
on
my
credit
card
bill
and
they
don't
wanna
work
with
me
anymore,
I'm,
behind
on
my
phone
bill
and
every
time
I'm
late,
they
add
another
fee.
G
G
If
I'm
getting
my
schedule
sent
to
me,
randomly
I,
don't
know
how
much
I'm
going
to
get
paid
I'm
stressed
out
all
month,
because
I
don't
know
whether
or
not
I'm
going
to
be
able
to
pay
my
bills.
If
I
had
a
Fair,
Work,
Week
I'll
have
so
much
less
stress.
I'll
be
able
to
go
to
the
doctor,
see
my
friends
and
help.
G
My
mom
out
I,
wouldn't
be
constantly
stressed
about
all
the
late
fees
I'll
be
able
to
focus
better
in
school
I'm
in
school
for
theater
and
I
dream
of
moving
to
LA
to
be
an
actor,
but
I
can
barely
pay
my
bills,
yet
alone
save
up
to
pursue
my
dreams.
This
affects
so
many
people.
I
know
like
my
sister
who
I
work
at
Dunkin
Donuts
for
10
years.
Without
a
raise
and
my
brother
who
I
worked
at
Rita's
behind
me,
our
signatures
from
thousands
of
philadelphians
who
have
support
this
bill.
H
Good
afternoon
my
name
is
raymond
ortiz
I'm,
a
fast-food
worker
in
New,
York,
City
and
I'm,
a
member
of
a
fast
food
justice,
an
organization
advocating
for
fast-food
workers
in
New,
York,
City
I
want
to
start
by
thanking
the
Philadelphia
City
Council
for
hearing
my
testimony
today,
fast-food
worker
fast
food
justice
is
not
is
a
nonprofit
organization
of
fast-food
workers
who
came
together
to
tackle
the
workplace
and
community
issues.
We
have
a.
We
have
over
2,600
members
and
continues
to
grow.
H
I
joined
the
fast
food
justice
and
encouraged
almost
my
entire
store
to
join
as
well
while
ffj
is
a
new
fast-food
workers
in
New,
York
City
have
been
coming
together
to
improve
their
lives
for
over
four
years.
Several
years
ago
we
won
luggage
legislation
and
that
increased
the
fast-food
minimum
wage
from
725
to
what
will
be
15
an
hour
by
the
end
of
2018.
H
Fast-Food
workers
also
for
for
it
for
a
for
and
one
fair
week,
which
took
effect
into
in
November
of
2017
the
fair
week,
laws
have
changed
and
my
co-workers
lives
for
the
better,
and
that
is
why
I
thought
it
was
so
important
for
me
to
come
here
from
New
York
City.
To
testify
the
day
before
we
had
a
fair
week.
Laura
our
lives
were
chaotic.
We
weren't
getting
schedules
in
advance,
so
we
could
never
plan
ahead
for
doctor's
appointments
classes
or
even
making
dinner
arrangements.
H
I
would
wait
around
took
I
would
wait
around
for
a
phone
call
to
come
into
work
and
if
I
didn't
get,
one
I
will
lose
a
whole
day.
Our
schedules
will
change
at
the
last
minute,
so
we
never
knew
how
much
money
we
were
bring
home.
We
were
getting
enough
hour,
we
weren't
getting
enough
hours
and
we
waited.
We
watched
new
people
get
hired,
even
though
we
needed
those
hours
the
fair
week.
Law
requires
employees
to
provide
our
schedules
and,
in
writing
two
weeks
in
advance
pay
us
our
premium
pays
pairs
for
last
minute.
H
Schedule
changes
ensure
that
we
get
enough
rest
between
shifts
and
that
we
and
that
the
current
employees
get
more
hours
before
new
hires
are
brought
on
after
the
laws
were
passed.
Ffj
organised
organizers
came
to
the
store
and
acts
workers,
whether
the
fair
week
law
were
being
followed
and
and
organized
to
have
work
files
complaint
with
the
NYC
Department
of
Consumer
Affairs,
the
city
agency
that
enforced
the
fair
week
laws
I
went
to
be
it
BCA
with
many
of
my
co-workers
and
we
file
complaints
about
the
fair
week
violations.
H
The
DCA
has
been
conducting
investigations
and
things
that
have
started,
and
things
have
started
to
change
because
of
those
fair
week,
laws
and
because
of
fast-food
workers
that
came
together
to
ensure
they
are
being
enforced,
I
can
finally
say:
I
can
finally
schedule
my
life
outside
of
work.
I
came
I
can
make
time
for
doctor's
appointment,
spend
more
time
with
my
family.
I
get
my
schedule
two
weeks
in
advance
and
I
can
say
no
to
last-minute
shift
change.
We
also
taken
a
bold
step
to
transform
the
workers.
H
A
B
A
A
H
You
good
afternoon,
chairman
Greenlee
and
members
of
the
long
government
committee.
My
name
is
Richard
laser
deputy
mayor
for
labor
for
mayor
Jim,
Kenney
I'm
joined
here
today
by
Sylvie
Galya
how're,
the
first
deputy
commerce
director
who
is
available
to
answer
any
questions
you
may
have
thank
you
for
the
opportunity
to
appear
before
you
today
to
testify
on
bill
number
one:
eight:
zero,
six:
four:
nine,
which
amends
title
nine
of
the
Philadelphia
code
to
add
a
new
chapter
that
will
require
covered
employees
to
provide
fair,
workweek
employment
standards
for
their
employees.
H
The
administration
supports
the
goal
of
a
Fair
Work
Week
for
philadelphians.
We
believe
that
one
full-time
job
should
be
enough
for
an
individual
to
provide
a
life
for
themselves
and
their
families.
Our
administration
has
taken
multiple
steps
to
address
the
issue
of
systemic
poverty
in
Philadelphia
like
expanded
pre-k,
Community
Schools,
the
investing
in
our
office
of
Workforce
Development
and
our
plan
fueling
Philadelphia's
talent
engine.
H
Everyday,
we
are
working
to
develop
new
and
more
effective
ways
to
help
those
living
in
poverty.
That
is
why
we
agree
that
a
Fair
Work
Week
for
retail
food
service
and
hospitality
workers
across
Philadelphia
well
advance
our
shared
goal
of
reducing
poverty
and
will
go
a
long
way
to
ensuring
our
hard-working
citizens
have
the
dignity
of
stable
employment
and
the
steady
schedule
with
that
said,
we
must
ensure
that
this
new
regulation
will
actually
achieve
the
intended
result
and
does
so
without
having
a
negative
impact
on
our
ability
to
retain,
attract
and
expand
businesses
and
employment.
H
Here
in
Philadelphia,
we
support
the
aim
of
ensuring
more
predictability
for
employees
in
these
industries.
We
must
ensure
that
the
framework
of
this
legislation
meets
the
unique
needs
of
Philadelphia.
Given
the
structural
and
economic
challenges
we
face
in
our
city.
By
striking
a
balance,
the
legislation
can
provide
more
can
provide
important
protections
for
workers,
while
also
allowing
businesses
the
latitude
to
make
decisions
that
match
their
individual
needs.
H
We
understand
that
there
continue
to
be
productive
conversations
on
the
right
way
to
implement
the
Fair
Work
Lee
legislation,
and
we
stand
ready
to
provide
any
assistance
and
support.
We
can
to
get
that
to
help
with
that
effort,
as
the
lead
sponsor
of
the
legislation.
Councilman
Kim
and
her
team
have
put
to
get
a
great
deal
of
hard
work,
facilitating
meetings,
roundtables
and
conversations
where
businesses,
advocacy
groups
and
even
other
municipal
legislators
have
had
a
chance
to
meet
face-to-face
and
talk
through
their
concerns.
H
We
would
like
to
thank
councilman
Jim
on
her
continued
leadership
on
this
matter,
and
we
commit
to
continuing
to
work
with
all
parties
to
move
bill
number
one
806
49
forward.
We
believe
that
a
Fair,
Work
Week
will
bring
us
closer
to
a
fair
and
equitable
Philadelphia
for
all
workers.
Thank
you
for
the
opportunity
to
testify
here
today.
Sylvie
and
I
are
happy
to
answer
any
questions
that
you
may
have
Thank.
A
A
I
You
very
much
for
your
testimony
so
that
I'm
clear
it
sounded
to
me
as
though
the
testimony
was
that
the
administration
supports
the
aims
and
goals
understands
that
there
has
to
be
a
proper
balance
truck
between
employers,
employees
and
therefore
encourages
continued
collaborations
to
reach.
That
balance.
Is
that
correct
or
incorrect?
So.
H
I
mean
I
think
part.
It
is
correct
too.
We
do
agree
with
the
bill.
We
do
agree
that
there
has
been
numerous
conversations
on
all
sides.
We
know
the
council
has
been
in
continuous
contact
with
us
and
with
different
groups.
So,
like
I,
said,
I
think
the
goal
is
to
combat
poverty
and
we
feel
like
this
legislation
will
do
that
and
help
folks
get
additional
hours
and
predictable
schedules.
H
H
I
H
A
E
Afternoon,
I
just
have
a
quick
question:
I
think
that
the
the
city
overall,
we
have
a
problem
with
enforcement.
So
while
this
is
a
piece
of
legislation
that
is
needed
for
a
lot
of
different
reasons
and
a
lot
of
good
things
in
here
with
some
of
the
amendments
I
wanted
to
know,
how
will
the
city
have
we
thought
about?
E
Have
we
given
consideration
to
enforcement,
because
you
know
the
fact
of
the
matter
is
we
have
a
lot
of
really
good
ordinances
on
the
books
that
we
do
not
enforce
right,
and
so
we
want
to
make
sure
that
this
is
something
that
you've
given
some
some
thought
to
and
in
terms
of
how
you're
going
to
make
sure
that
we
don't
just
pass
something
out
that
it's
actually
something
that's
going
to
make
a
difference.
No.
H
Definitely
I
appreciate
that
question,
so
so
the
office
now,
where
you
are
hiring
a
new
person
to
run
the
office
that
would
handle
this
legislation.
We
have
two
employees
in
there
now
and
Councilman
Greenlee
always
saw
our
Chairman
greenly
always
helps
me
every
year.
Try
to
fill
it
on
that
office
through
the
budget
process,
but
in
the
legislation.
If
moving
forward,
we
would
like
to
try
to
get
additional
staff
into
that,
and
then
we
will
spend
time.
H
We
usually
work
with
the
advocacy
groups
and
on
the
business
side
to
try
to
create
regulations
where
the
implementation
of
it
and
then
we
roll
up
that
and
there's
a
period
of
time
and
then
we
just
kind
of
do
like
a
soft.
You
know
making
sure
there's
a
lot
of
times
in
the
very
beginning
when
we
do,
legislation
wants
to
really
paid
sick
leave
and
waits
to
have
some
businesses,
don't
maybe
know
all
the
technical
pieces
of
it.
H
E
H
E
A
Thank
you.
That's
him!
Thank
you.
Thank
You
Councilwoman,
then
just
to
expand
a
little
bit
on
what
mr.
Lee
lazer
said.
I
know
that
was
an
issue
with
paid
sick
leave,
em
wage
stuff
when
we
passed
those
legislation
and
I
think
we
kind
of
learned
as
time
went
on,
that
it
might
take
a
little
bit
more
staff
to,
and
certainly
with
another
piece
of
legislation
we'll
take
some
more
but
I
think
we
certainly
have
moved
forward
in
that
and
I
think
the
good
thing
about
this.
A
What
they
have
done
is
they
try
to
work
when
there
appears
to
be
violations,
they
try
to
work
instead
of
being
punitive
right
away
to
see
them.
Everybody
understands
what
the
laws
are.
It's
not
you
know.
We
know
it
because
we
live
it
every
day,
but
some
people
don't
and
I
think
they've
worked
real
hard
and
trying
to
work
that
out
and
I
think
what
additional
staff
I
think
it
can
work
even
much
better
and
much
more
smoothly
and
I.
Think.
H
Just
to
add
on
that
I
think
the
other
piece
was
under
the
before
this
administration.
Things
were
kind
of
scattered
in
different
areas.
Comm,
you
know,
mvo
had
a
piece
so
I
think
the
goal
this
my
office
and
the
goal,
but
mayor's
always
the
labor
is
kind
of
trying
to
pull
all
these
work
force,
protection
laws
and
enforcement
under
one
body
which
we
have
done
and
now
that
we're
building
off
staff
to
do
that
as
well.
Okay,
I.
E
You
know
I
have
no
doubt
that
we
can
do
it.
You
know
like
I
know
that
with
paid
sick
leave
and
with
other
things
that
have
been
done
by
the
city,
we
you
know
we
can
do
what
needs
to
be
done.
But
it's
just
you
know
like,
like
I
said
we
have
a
lot
of
laws
on
the
books
that
really
do
not
get
the
level
of
enforcement
that
they
need
and
they
affect.
You
know
they
affect
the
lives
of
our
citizens,
so
I
just
want
to
make
sure
that
there
is
the
enforcement
in
place.
Thank.
E
Good
afternoon
administration,
I'm
gonna,
punctuate,
Councilwoman
Bass's
point
because
that
was
raised
and
discussed
extensively
when
we
met
with
the
representatives
from
New,
York
and
Seattle,
because
ultimately
good
law
is
good,
but
it
means
nothing
if
you
don't
have
the
both
the
tools
and
the
personnel
on
the
other
side
of
government
to
make
it
real.
So
I'm
pleased
to
hear
that
the
administration
has
looked
carefully
at
that
part
of
this
pie.
E
H
Thank
you
for
that
question.
So
I
know
we
spoke
today.
We've
gotten
these
concerns
as
well,
and
we
spoke
to
the
Councilwoman
about
it.
Also
members
of
organized
labor
that
have
been
helpful
in
this
piece
of
the
legislation
and
we
support
the
way
it
is
because
I
think
they
feel
that
this
will
be
a
full
protection
for
them,
and
it'll
have
to
have
buy-in
from
the
labor
organization
to
opt
out
of
the
bill.
So
it
won't
just
be
a
blanket
out
that,
like
paid
sick
leave,
okay.
E
H
H
J
A
J
Name
is
Sylvia
galley,
Howard,
first
deputy
with
the
Commerce
Department.
Thank
you
so
I
think
you
know.
We
still
need
to
see
what
the
final
amendments
are.
The
business
community
has
provided
a
list
for
pages
of
amendments
that
they
would
like
to
see,
and
you
know
they
may
not
get
all
of
those
amendments,
but
I
think
we'd
like
to
see.
J
Certainly
they
have
some
concerns,
and
so
council
has
done
a
lot
to
to
move
the
bill
along
and
put
a
lot
of
amendments
in,
but
there's
still
a
lot
of
concerns
and
we
want
to
make
sure
that
this
works
for
everyone
from
the
respect
of
the
commerce
department.
We
have
work
force
and
business
development
all
in
our
mission-
and
you
know
I
kind
of
always
had
this
mantra.
Poverty
cannot
be
addressed
without
a
thriving
business
sector
and
you
can't
attract
businesses
to
a
city
with
poverty.
So
we
kind
of
constantly
have
this
issue.
K
J
E
Said
it
right
striking
a
balance
looking
for
a
win-win
and
I
want
to
publicly
acknowledge
again
that
Councilwoman
Gilliam
has
been
very
circumspect
and
how
she
has
approached
this,
and
that
matters
and
and
nothing
is
a
hundred
percent.
Nobody
gets
all
of
what
they
want,
but
if
we
can
improve
the
outcome
from
and
move
the
ball
from
where
we
are
to
where
we
started
to
further
down
the
road,
then
that
needs
to
be
recognized
at
the
door.
Thank
you,
Thank
You,
mr.
chair
Thank,.
F
You
and
to
continue
that
line
of
questioning
from
the
Commerce
Department.
You
know
when
we
did
wage
equity
sick
leave,
even
when
we
did
some
of
the
new
restaurant
regulations.
What,
if
anything,
is
commerce
doing
to
be
proactive
and
informing
and
educating
people
the
facts,
because
I
think
in
all
of
these
debates
the
facts
sometimes
get
lost.
So
what
is
it
that
we've
learned
from
those
that
we
can
do
here
to
be
more
proactive
and
informing
and
educating
small
businesses
about
a
good
business
practice?
F
F
Pass
laws
right
so
I
mean
I,
think
deputy
mayor
laser
alluded
to
it
that
you
know
when
you
have
different
departments
working
in
silos,
you're
supposed
to
be
the
face
of
business
or
the
city
right.
So
what
are
what
is
it
that
we're
doing
proactively,
as
it
relates
to
the
other
laws
that
we've
learned
so
that
in
this
one,
we're
informing
folks
of
the
facts
right
so.
J
We
have
we
have
the
business
legislation
advisory
group
that
sends
out
emails
every
week
that
tells
the
business
community
about
legislation
that's
been
introduced.
We
have
quarterly
meetings
where
we
discuss
those
bills
with
regards
to
different
pieces
of
legislation
they
get
introduced.
We
research
how
it's
been
applied
in
other
cities.
So
with
this
bill
we
looked
very
closely
at
the
other
C's.
We
had
conversations
with
some
folks
in
other
cities,
and
you
know
it's
different
in
every
city.
This
is
legislation
and
every
city
is
different.
Our
poverty
level
is
so
much
higher.
J
Cialis
is
13
percent.
Ours
is
26%,
San
Francisco's
12%,
so
we
really
have
to
make
sure
we
have
a
bill.
That's
good
for
Philly,
just
like
San
Francisco,
so
make
sure
they
have
a
bill,
it's
good
for
San
Francisco.
So
we
look
at
all
those
factors
and
we
talk
to
the
business
community.
We
have
a
lot
of
dialogue
and
honestly,
the
business
community
has
moved
a
long
way
in
terms
of
themselves
advocating
for
their
needs
and-
and
you
know,
being
part
of
the
discussion
well.
F
F
But
again,
just
like
my
colleagues
I
want
to
make
sure
that
we're
setting
this
up
that
these
all
of
these
pieces
of
legislation
for
bad
actors
right,
because
good
good
employees,
they're
they're
gonna,
be
able
to
do
this
right.
They're
gonna
be
able
to
implement
it.
You
have
a
good
collective
bargaining
agreement.
You're
gonna
be
able
to
do
it.
It
really
is
about
the
exploitation
of
workers
and
people
working
80
hours,
three
jobs
right
to
make
ends
meet.
So
what
did?
F
What
did
you
hear
from
the
other
cities
that
you
feel
are
still
not
addressed
or
have
not
been
part
of
the
countless
meetings
and
discussions?
Anything
that
springs
up
I
mean
I've
met
with
the
industry.
Folks,
there's
some
points
that
I
can
see
their
perspective.
I
can
disagree
with
it.
But
what
do
you
feel
that
it's
still
not
there.
J
So
I
know
that
from
the
other
cities,
one
of
the
things
is
about
the
this
legislation.
I
mean
it's
really
new
in
most
places,
but
from
from
the
findings
so
far,
it's
created
in
some
in
some
cases,
more
tension
between
the
employer
and
the
employee,
more
rigor
and
so
less
flexibility
in
terms
of
employees
being
able
to
just
change
their
schedule
when
they
need
to
so
you
know
well,
I,
certainly
appreciate
a
my
mama
for
kids.
I,
certainly
appreciate
the
need
for
predictability.
J
The
other
side
of
that
is
if
your
kid
gets
sick,
you
need
flexibility
and
that
has
been
hindered
according
to
what
we've
heard.
So
that's
you
know.
The
other
thing
is
employers
here
in
Philadelphia
right
now,
we're
experiencing
a
wave,
a
momentum.
You
know
we're
in
a
good
economy,
and
employers
want
to
be
able
to
add
shifts
if
they
suddenly
decide.
You
know,
oh
within
that
two-week
period.
Oh
look,
you
know
this.
It
looks
like
we're.
J
Gonna
actually
need
more
employees,
they
want
to
feel
like
they
can
create
those
extra
hours
and
certainly
in
a
city
like
ours,
people
need
those
hours
and
we're
people
who
want
those
hours
without
having
to
pay
those
extra
fees.
Because
when
you
look
at
the
restaurant
industry,
it's
four
to
seven
percent
is
the
profit
margin.
It's
not
like
they're
earning
tons
of
profit,
so
these
types
of
policies
can
hit
their
bottom
line
and
can
mean
they
hire
fewer
people.
J
So
you
know
I
certainly
agree
with
the
Councilwoman
that
we
need
a
minimum
wage,
that's
much
higher
than
what
we've
got,
and
you
know
that
has
to
happen.
Unfortunately,
the
state
level
absolutely
agree
with
that.
But
if
you
look
at
the
most
poverty
stricken
areas
such
as
your
district,
one
of
the
main
factors
is
there's
not
enough.
Businesses
and
jobs
only
occur
with
businesses,
so
we
have
to
make
sure
that
we
are
creating
and
fostering
environment
where
you
can
have
businesses,
they
create
those
jobs.
F
F
I'm,
just
I
have
a
hard
time
with.
How
do
we
message
that
right?
Because
every
time
you
know
and
and
obviously
you
know
every
time-
we're
legislating
businesses
we're
anti-business
right?
We
have
400
million
dollars
in
tax
cuts
in
our
five-year
plan,
but
we're
anti
business.
You
know
we
vote
for
every
Keystone
opportunities
over
where
anti-business
we
vote
for
every
tempo,
we're
inside
business.
F
I
think
I
just
think:
there's
the
one
thing
that
I've
learned
as
we've
done.
This
legislation
is
that
we
got
to
get
more
proactive
and
you
know
and
I
know
the
sustainable
sustainability,
Network
and
others
have
done
a
good
job.
You
know,
when
do
we
get
to
to
send
the
message
that
being
a
good
business
and
having
loyal
customers?
I
It
out,
please
thank
you
very
much,
mr.
chairman,
so
just
for
clarification
so
that
we're
not
having
a
private
conversation.
You're
talking
about
opposition
from
the
Greater
Philadelphia
Chamber
of
Commerce,
the
National
Retail
Federation,
the
Pennsylvania
restaurant
and
Lodging
Association,
the
Greater
Philadelphia
Hotel,
Association,
711,
Pennsylvania,
food,
Merchants,
Association,
American,
staffing,
Association
and
other
business
entities.
Entities
that
represent
employers
is
that
correct,
so.
J
I
mean
I,
believe
it
there's
a
list
of
associations
that
have
said
that
they
oppose
there's
also
a
number
of
businesses
that
have
said
that
they're
willing
to
come
to
a
compromise
and
that
they
are
willing
to
pay
additional
dollars
for
when
they
cut
ours.
But
they
would
like
to
reach
a
deal
where
they
don't
have
to
pay
additional
dollars
to
be
adding
extra
hours.
Already,
there's
been
some
concessions
made
that
that
they're
happy
about,
but
I,
think
they're
looking
for
it
to
go
further
in
order
to
make
it
work
for
them.
I
J
But
certainly
the
businesses
that
we've
been
talking
to
have
said
to
me
and
to
members
of
council
if
we
get
these
things,
we
can
live
with
this,
even
if
it
costs
us
money
because
they
do
understand
and
support
the
spirit
of
the
bill,
but
there's
certain
things
they
need
to
make
it
work
for
their
businesses
and
sumit.
Don't
support
and
there's
probably
some
that
do
support
it.
J
J
I
This
to
this
extent,
if
you
could
answer
this
question,
I
mean
I
carry
my
bank
in
my
pocket.
I,
don't
know
the
last
time
I
went
to
a
bank
honestly
I
mean
at
two
o'clock
in
the
morning,
I'm
depositing
checks
and
then
I
think
about
how
many
people
are
not
working
in
a
bank,
because
I
am
basically
banking
on
my
phone.
The
technology
is
very
convenient
for
me.
It
doesn't
cost
anything
same
thing
for
shopping,
Amazon,
other
plate
stores
that
are
opening
Sam's
Club,
no
cashiers
the
technology
makes
it
convenient
for
the
customer.
I
The
customer
is
better
served
many
times
when
technology
doesn't
work
for
them
with
the
human
being.
There's
many
things.
Technology
can't
do
that
a
human
being
does,
and
then
we
have
the
employers
who
create
the
jobs,
pay
and
take
the
risk.
So
the
balance
you're
talking
about
it's
a
balance
between
the
customer,
the
employer,
the
worker
and
then
there
is
government
kind
of
like
they're.
The
role
of
government
in
this
kind
of
equation
of
what
is
fundamentally
I.
I
Think,
where
you
I
do
agree,
is
we're
looking
at
jobs,
especially
what
low-wage
jobs,
low-wage
jobs
and
how
to
keep
them
retained
them
and
to
grow
them
and
ensure
that
they
have
a
future
here
in
Philadelphia.
What
is
the
dynamic
that
you're
looking
at
that,
you
would
like
to
see
come
from
this
entire
process
of
employers,
businesses,
council,
people,
workers?
What
balance
are
you
looking
for?
I
mean.
J
I
think,
ultimately,
a
balance,
but
that
allows
for
predictability
for
workers
that
also
allows
for
flexibility
for
workers
that
doesn't
hurt
the
business
bottom
line
to
an
extent
that
they
have
to
close
or
cut
shifts
or
jobs
or
hours,
so
really
something
that
everybody
can
work
with.
That,
ultimately,
would
be
a
win-win
overtime.
All.
I
First
of
all,
let
me
give
a
lot
of
credit
and
applause
to
dothis
legislation
for
putting
this
forward
so
that
we
can
begin
the
dialogue.
Let
me
also
thank
the
business
community
for
being
willing
to
sit
down
with
you
and
negotiate
a
lot
of
the
key
points
and
I'm
I
know
we
kind
of
get
stuck
on
certain
points,
but
we
are
close
to
the
credit
of
the
Business
Committee
to
the
credit
of
members
of
council
and
the
author
of
this
bill.
I
We
have
negotiated
our
way
to
close,
but
I
hear
some
of
the
same
arguments
that
we
heard
when
we
were
talking
about
paid
sick
leave
and
how,
if
this
bill
passes,
the
sky
is
going
to
fall,
businesses
are
going
to
close
and
the
world.
As
we
know
it
is
going
to
shift
off
this
axis
and
spiral
out
of
control.
I
remember
when
we
talked
about
a
living
wage
bill
for
the
airport
and
I
see
some
of
the
faces
that
were
out
there.
I
Fighting
for
that
and
I
was
told
that
planes
would
stop
flying
that
the
airport
would
close
and
that
life,
as
we
know
it,
would
change
forever.
I
want
us
to
stop
using
the
politics
of
the
drastic
and
come
together
like
we're
doing
on
the
politics
of
this
sensible
and
things
that
we
can
agree
on.
I
want
you
to
know
that
I've
been
to
Seattle
when
we
were
talking
about
the
Amazon
thing.
I
We
had
that
conversation
about
why
I
was
a
little
reluctant
about
signing
that
letter
and
the
reason
was
when
I
met
with
hotel
workers
when
I
rode
in
a
cab
uber.
Now
they
were
telling
me
that
and
they
make
$15
an
hour,
yet
some
of
them
could
not
afford
the
local
rents.
The
average
rent
here
in
Philadelphia
I
believe
is
$1,100
a
month
without
predictability.
I
I
If
you
know
me,
that's
my
lineage,
but
we
cannot
not
keep
pace
with
the
realities
of
what
it
costs
to
live
in
this
city
and
push
our
workforce
further
and
further
out
to
have
the
highest
number
of
sheriff
sales
sheriff,
says
and
evictions
for
renters
and
not
adjust
the
dial
a
little
bit
in
this
way.
So
for
me-
and
you
know,
I
have
to
leave
early
I'm
gonna
get
an
opportunity
to
be
the
first
one
to
vote
on
this
bill.
I
A
N
L
K
N
L
Lowest
percentage
of
any
major
urban
area
of
jobs
in
our
city,
are
we
concerned
about
not
just
this
building
in
general,
having
laws
that
are
specific
to
Philadelphia,
where
I'd
rather
have
laws
that
are
specific
to
the
whole
state?
Okay,
but
we
concerned
about
laws
that
are
specific
to
Philadelphia.
They
will
put
us
in
an
uncompetitive
position
with
attracting
jobs
to.
A
Hold
it
hold
it
hold
it
hold
it
all
right.
Everybody
here,
certainly
including
council
member,
has
a
right
to
ask
the
question
without
being
shouted
down.
All
right,
I
hope,
that's
clear.
You
I
think
most
people
know
where
I
stand
on
this
bill,
but
if
somebody
has
a
difference
of
opinion,
they
have
the
absolute
right
to
do
it
without
being
interrupted.
All
right,
I
hope,
that's
clear,
I'm,
sorry,
councilman,
it's
okay,
I.
J
Mean
I
think
shut
up
yet
is
always
in
a
position
where
all
cities
but
filled
up.
It
always
worries
a
little
bit
about
that,
because
we
do
have
New
Jersey
Delaware,
all
the
states
around
us,
and
so
the
cities
in
those
states
have
higher
minimum
wage.
A
lot
of
them
have
lower.
They
don't
have
as
much
of
a
tax
burden
as
we
do
so
we
always
are
trying
to
be
more
competitive
and
try
to
make
it
easier
to
do
business
and
a
better
place
for
employees.
J
You
know
what
I
would
say
is
that
Philadelphia
we
were
managing
decline
for
many
decades,
we're
now
in
a
place
where
we're
managing
growth,
but
we're
still
anemic
in
comparison
to
other
cities.
So
we've
seen
1.5
percent
job
growth,
whereas
New
York
seen
almost
3%
San
Francisco's
gene
war
point
3
percent
the
sales
per
capita
in
Seattle
is
63,000.
Ours
is
7900,
so
you
know
the
reality
is.
J
We
are
we're
very
much
hamstrung
by
our
poverty
rate,
which
is
why
we
need
to
make
sure
that
we're
measured
in
terms
of
this
type
of
legislation,
I
talked
to
someone
in
Emeryville,
which
is
a
tiny
little
city
where
this
passed
and
they
actually
have.
They
passed
a
bill
and
they've
stripped
things
from
the
bill
since
passing
the
bill,
because
it
has
not
worked
for
the
business
community.
J
I'd
rather
us
be
in
a
position
where
we're
measured
and
we
do
things
gradually
see
that
they
work
see
if
they
don't
work
and
if
we
need
to
make
changes,
we
don't
go
backwards.
We
go
forward
and
you
know
even
New
York
for
retail.
They
only
require
72
hours,
advance
notice,
not
two
weeks.
Now.
That's
nothing
but
I.
Don't
know
why
New
York
did
that,
but
that
tells
you
something
Philadelphia's
gonna
do
two
weeks:
New
York
to
72
hours,
New
York
by
the
way,
has
11,000
retail
sales
per
capita.
J
A
Counselor,
if
I
could
interrupt,
if
you
have
another
question,
I
promise
councilman
Jones.
We
go
through
this
procedure.
If
I
could
okay
bear
with
us
out
there,
we
were
temporarily
going
to
suspending
the
hearing
of
the
Committee
on
long
government
go
into
a
public
meeting.
We
have
a
quorum
present
and
the
chair
recognizes
councilman
Jones
Thank.
I
A
For
the
record,
councilman
Jones
will
be
voted
will
be
recorded
as
ruining
I
on
bill.
One
eight,
oh
six,
four,
nine.
As
amended.
The
amendments
will
be
offered
at
that
at
the
public
meeting.
We
are
now
come
out
of
a
public
meeting
go
into
back
into
our
public
hearing,
councilman
Tommy
self
questions.
I
have
a
question:
do
we
have
the
amendments
that
are
going
to
be
offered?
I
A
D
N
J
H
A
Right,
if
there's
no
further
questions
again
and
miss
Lee's
I
just
want
to
go
on
record.
As
you
stated
earlier
that
you,
your
office,
has
brought
together
I
think
very
well,
the
various
labor
related
bills
before
they
were
all
kind
of
all
over
the
place
and
now
yeah.
So
I
just
want
to
recognize
the
efforts
you
have
done
to
try
to
constrain
this
a
little
more
concise
and
we
keep
trying
and
I
appreciate
all
you
effort
and
certainly
I
person.
H
J
O
C
Council
members
who've
raised
concerns
about
collective
bargaining
agreements.
We've
circulated
into
the
record
a
memorandum
from
McCracken
Zimmerman
and
hols
berry.
That
makes
it
very
clear
that
the
bill,
as
currently
stated,
allows
for
flexibility
and
clear
protections
for
both
the
bargaining
unit
and
the
and
the
employer,
and
that
it
is
both
a
common
and
beneficial
practice
to
offer
an
opt-out
in
which
we
can.
C
The
the
two
parties
can
both
mutually
determine
whether
to
accept
increase
in
the
floor
of
standards
which
do
not
kern
currently
exists
around
a
lot
of
scheduling
laws,
or
they
can
waive
the
portions
of
the
bill.
That
is
their
right.
It
is
both
common
and
normal.
The
Supreme
Court
has
ruled
on
this.
As
long
as
that,
the
waiver,
which
is
clear
and
unmistakable,
is
in
the
record
this
thing
the
the
way
that
the
bill
is
currently
written,
passes
clear
legal
muster
and
should
be
considered
as
such.
Thank
you
thank.
A
D
D
I
went
to
employ
Councilman,
Councilwoman,
Jim
and
her
colleagues
for
having
such
an
open
and
inclusive
process
for
this
bill.
I
think
that
we,
we
would
have
a
lot
more
progress
in
in
the
city
if
members
of
City
Council
would
continue
to
be
continued
as
this
approach.
This
shift
the
shift
project,
a
national
date
of
collection
effort,
led
by
two
professors
from
the
University
to
California,
recently
published
a
study
that
really
helps
put
these
workers
issues
in
perspective.
D
The
study
of
1,346
Philadelphia
area
hourly
workers,
found
that
77%
of
these
workers
surveyed
want
a
more
stable
and
predictable
work
schedule.
Half
of
the
total
number
of
worked
workers
surveyed
our
parents
and
not
have
any
predictable
work
schedule
has
made
in
and
it
has
a
major
impact
on
their
family
and
quality
of
life.
Where
can
people
deserve
fair
conditions
and
pay
for
their
labor
it?
It
is
with
that
in
mind
at
the
Philadelphia
Council
afl-cio
has
elected
to
support
this
campaign
for
a
Fair,
Work
Week.
D
The
same
report
from
shift
projects
has
found
that
workers
with
unpredictable
schedules
are
more
likely
to
experience
food
insecurity.
They
have
gone
without
eating
because
they
aren't
getting
enough
hours
and
can't
afford
to
buy
enough
food
for
their
families
and
themselves.
This
initiative
fits
into
what
we
believe
Philadelphia
is
about
truly
the
City
of
Brotherly
Love
and
sisterly
affection,
a
wonderful
city
where
we
take
care
of
each
other.
D
A
A
P
It
is
election-year
and
your
actions
will
not
go
unnoticed
when
I
spoke
last
in
these
chambers
to
support
the
one
hundred
and
thousand
one
hundred
thirty
thousand
retail,
fast
food
and
hospitality
workers
in
our
city
who
get
virtually
no
notice
of
their
schedule,
who
have
no
idea
how
many
hours
they
work
and
who
have
no
path
out
of
poverty.
Despite
showing
up
to
work
every
day,
I
mentioned
James
4:17.
P
P
P
The
audience
is
filled
with
two
different
types
of
people
here
today:
your
constituents,
the
people
who
elected
you,
who
you
took
an
oath
to
represent,
and
then
there
are
some
people
in
here.
The
few
amount
that
are
powerful,
who
are
paid
to
make
sure
that
this
bill
doesn't
advance.
They
are
the
minority
in
this
room.
P
They
are
here
to
represent
corporations
that
make
billions
of
dollars
each
year.
They
will
tell
you
that
this
is
bad
for
business,
bad
for
Philadelphia's
economy,
but
what's
worse
for
Philadelphia's
economy
than
keeping
our
people
poor
and
desperate
the
pennsylvania
retail
Association
released
a
so-called
report
saying
that
everything
is
good
and
workers
are
happy
and
everyone
should
just
move
on.
Then.
Why
is
this
room
full.
P
Actual
research
funded
by
the
National
Institutes
of
Health
and
the
US
Department
of
Labor
support
what
our
workers
are
saying:
50%
of
retail,
fast
food
and
hospitality
workers
are
parents,
not
high
schoolers,
as
industry
would
have
us
to
believe.
50%
of
workers
with
unstable
schedules
in
this
city
have
gone
without
food
because
they
couldn't
afford
it.
That
means
too
many
of
the
people
in
this
room
struggled
with
hunger,
their
children
struggle
with
home.
There
are
some
people
in
this
room
right
now
who
are
hungry.
P
50%
of
workers
with
unstable
schedules
have
had
to
leave
their
kids
in
less
than
ideal
circumstances.
These
unstable
schedules
increase
the
risk
that
children
ages,
0
to
4,
will
be
left
in
care
of
their
siblings.
Do
not
ignore
their
stories.
Do
not
look
away.
Do
not
ignore
Tory
story
of
walking
miles
to
work
in
the
dead
of
winter,
because
there
was
no
money
for
carfare
or
Shahin
who
was
fired
for
speaking
up
or
robbed.
Who
was
a
retaliated
against.
P
P
A
A
P
And
council
people,
my
name
is
Frederick
Wright
president
asked
me
district
on
47
I
represent
city
employees,
the
worker
and
the
private
nonprofit
sector.
Here
in
Philadelphia,
and
some
brotherhood
sisters
working
outside
the
city
I'm
here
today
to
speak
in
favor
of
bill
number
one.
Eight
zero,
six
49
Fair
Work
Week.
This
bill
will
provide
protections
for
workers
in
retail,
food
service
and
hospitality.
Industry
have
union
workers
regain
workplace
related
protections
for
a
member
of
through
collective
bargaining
and
recover
laws
pass
protect
the
rights
of
union
workers.
P
We
know
that
when
the
rights
of
workers
are
protected,
it
is
a
plus
for
all
of
us.
We
believe
in
worker
solidarity
and
support
fairness
for
certain
worker
rights
in
all
workplaces.
We
know
that
people
need
a
clearer
sense
of
whatever
they
will
be
required
to
work,
how
much
of
they
were
paid
for
working
their
hours
and
when
they
are
sick
they
will
have
health
insurance
to
pay
for
their
doctors
and
hospital
visits.
P
Having
these
concerns
backed
by
law
and
will
of
having
the
ability
to
point
out,
inconsistencies
in
the
application
of
the
laws
without
being
penalized
and
being
removed
from
the
job,
then
raising
those
concerns
are
very
important
for
workers.
One
of
the
reasons
of
union
organizing
historically,
has
been
to
protect
the
rights
of
workers
on
the
job
from
arbitrary
and
unreasonable
actions
on
the
part
of
employers.
We
realized
that
the
137
workers
in
the
retail
food
hospitality
workplaces
do
not
have
the
benefit
from
protections
that
we
received
and
members
of
ask
me
District
Council
47.
P
We
support
City,
Council
and
considering
this
legislation
that
will
provide
better
protection
for
their
workers.
We
urge
you
defensive
legislation,
because,
with
our
mothers
and
fathers
with
children
to
have
a
better
sense
of
when
they
can
pick
them
up
from
school
and
daycare,
we
urge
you
to
pass
your
legislation
that
will
help
children
know
when
the
mother
and
father
will
be
home
to
help
them
with
their
homework.
We
urge
you
to
pass
legislation
that
would
enable
some
people
to
have
a
second
job,
so
they
can
better
provide
for
their
families.
P
B
Thank
you
good
afternoon,
members
of
the
City
Council
I
want
to
thank
you
for
allowing
me
the
opportunity
to
speak
to
you
today.
My
name
is
Mary
Katherine,
Ricker
and
I'm,
a
national
board
certified
middle
school
English
teacher
by
licensed
currently
serving
as
executive
vice
president
of
the
1.7
million
American
Federation
of
Teachers
Union,
including
representing
the
educators
who
belong
to
the
Philadelphia
Federation
of
Teachers,.
B
B
I
speak
for
a
vast
majority
of
our
members
when
I
say
that
in
my
13
years
of
family
teacher
conferences,
I
never
once
but
a
family
member
who
didn't
care
desperately
about
their
children,
I
did
meet
family
members
who
couldn't
be
as
involved
in
school
as
others,
because
they
were
faced
with
the
untenable
choice
of
working
to
provide
support
for
their
children
versus
showing
up
to
school
to
provide
support
for
their
children.
Mom.
Can
you
come
to
my
choir
concert?
B
Can
you
come
on
my
field
trip?
Can
we
go
to
the
Book
Fair
tonight?
Can
we
go
to
my
8th
grade
promotion
ceremony.
I
have
listened
to
heartbreaking
reactions
of
uncertainty
from
parents
who
care
desperately
about
their
children
and
want
to
show
up
but
know
that
an
uncertain
work
schedule
was
the
only
barrier
between
being
as
involved
in
their
child's
education
as
they
wanted
to
be,
and
I
applaud
the
city
of
Philadelphia.
For
that
there
is
a
solution
to
this
problem
and
you
are
determining
that
solution
today.
B
We
are
not
asking
businesses
to
do
everything,
but
we
are
asking
businesses
to
do
something
and
to
work
with
us,
because
when
we
decide
to
be
worker
friendly,
when
we
decide
to
be
worker
friendly,
we
are
deciding
to
be
family
friendly,
which
means
we
are
telling
our
students
that
they
matter.
Thank
you
very
much.
Thank
you.
A
A
I
I
want
to
repeat
what
I
said
earlier:
I
think
we
have
your
written
testimony.
I
think
you
submitted
that
if
we
could,
because
we
really
are
far
behind
here,
if
we
could
summarize
your
statement
to
it,
you
know
I
really
appreciate
it
and
your
full
statement
will
be
made
part
of
the
public
record.
Thank
you.
Please.
Identify
yourself
from
C
is.
Q
This
on
it's
on
oh
hi,
I
am
Anna
Haley
I'm
an
associate
professor
at
Rutgers
School
of
Social
Work
found
in
New
Brunswick
New
Jersey,
my
thanks
to
councilmember
Greenlee
and
other
committee
members
for
the
chance
to
share
my
research
relevant
to
this
committees.
Consideration
of
the
Fair
Work
Week
bill
I
have
studied
low
wage
and
hourly
jobs
and
their
conditions
for
both
employer
and
employee
perspectives.
Q
For
the
last
16
years,
the
professor's
Susan
Lambert,
Kristin
Harknett
and
Danielle
Schneider
I
lead
the
research
team
funded
by
the
city
of
Seattle
to
evaluate
the
implementation
of
Seattle's
new
secure
scheduling,
ordinance
professor
Lambert
and
I
are
investigating
the
implementation
process
from
the
employer
side
of
that
ordinance.
As
harkonnen
Schneider
have
found
Philadelphia's
hourly
service
workers,
much
like
their
counterparts
around
the
u.s.
that
we've
now
seen
for
probably
a
decade
and
research
face
scheduling
conditions
on
the
job
that
often
destabilize
their
income
and
ability
to
combine
work
with
other
obligations.
Q
I'm
not
gonna,
repeat
that,
because
it's
been
summarized
and
I
know,
you
all
know
the
shifts
project
data
research
has
well
documented
further
that
the
negative
impacts
of
such
employer
different
schedule,
practices
for
workers
and
their
families
are
substantial.
In
my
own
work,
I
found
that
women
and
hourly
service
jobs.
Ironically,
it
was
a
study
of
school
engagement
as
the
one
of
the
last
speakers
just
referred
to.
Q
Employers
sometimes
respond
by
describing
the
volatile
business
conditions
they
face
and
resultant
need
for
labor
flexibility,
and
there
is
no
doubt
it
is
really
really
hard
running
a
business
in
the
service
sector.
Yeah
research
suggests
the
labor
demand
is
not
vastly
unpredictable
there.
This
is
particularly
sorry
because
business
needs
and,
in
turn,
need
free.
Labor
actually
show
a
fair
amount
of
consistency
over
time.
My
colleague,
Susan
Lambert,
has
found
that
in
her
work.
In
addition,
today's
forecasting
systems,
including
scheduling
technologies,
can
anticipate
much
of
the
remaining
variation
in
demand
as
well.
Q
Some
variation
corresponds
with
business
decisions
that
can
be
substantially
planned,
but
further,
not
all
firms
in
the
service
sector
rely
equally
on
labor
flexibility
practice
practices,
even
when
sharing
the
same
operating
conditions.
Professor
Susan
Lambert's
in
my
research
over
many
years
and
the
retail
food
service
and
hospitality
sectors
has
found
striking
variation
and
how
frontline
managers
schedule
workers.
This
is
the
case
not
just
in
different
cities,
in
different
industries
and
in
different
chains,
but
often
within
the
same
cities,
the
same
industries
and
even
within
sites
of
the
same
chain.
Q
The
big-box
retailer
Costco
provides
a
striking
case.
Study
of
a
company
that
appears
very
committed
to
delivering
scheduled
stability
for
their
employees,
Costco
has
not
generally
been
a
fan
of
scheduling
regulation.
Indeed,
to
be
clear,
however,
we
found
in
our
case
study
of
the
firm
for
which
they
generously
allowed
us
to
use
their
name,
that
Costco
guarantees
minimum
weekly
hours
to
its
employees,
thirty-eight
for
full
time,
24
for
part
time,
and
thus
incentivizes
managers
to
concentrate
hours
on
existing
employees.
Q
Employees
scheduled
dis,
sometimes
very
week
to
week,
but
Costco
posted
work
schedules
at
least
two
weeks
in
advance,
so
they
could
plan
accordingly
and
while
managers
carefully
tracked
labor
cost
the
sales
ratios
like
their
retail
counterparts.
When
customer
traffic
was
slow
in
a
given
departments,
employees
were
rotated
to
busier
departments
rather
than
having
their
hours
cut
or
a
manager
asked
for
volunteers
to
leave
early,
but
if
they
didn't
get
any
nobody
went
home.
Q
Such
strategies
are
not
limited
to
large
footprint
stores
in
Myra
study
of
restaurant
employment
that
included
sites
of
two
national
us-based
low-end
chains,
restaurant
chains
in
suburban
Seattle,
Chicago
and
Vancouver
in
Canada
staff.
Reallocation
was
also
used
to
deal
with
business
fluctuations
like
slow
times
and
Vancouver
managers
at
sites
of
two
chains
covered
by
a
minimum
daily
pay
law
carefully
forecasted
the
need
for
labor
in
two
schedules
in
advance
and
then,
when
shifts
came
up
slow,
they
assigned
waiters,
deep-cleaning
or
food
prep
tasks.
Q
Q
Q
Q
For
you
would
notice
studying
the
six
sites
of
the
same
chains
in
Seattle
and
Chicago
prior
to
her
apps
in
the
law.
Those
protections
did
not
exist.
Those
practices
did
not
exist.
Rather,
you
had
workers
sent
home
early.
So
in
that
case,
we
find
in
our
research
that
many
firms
simply
do
not
voluntarily
act
to
provide
predictable
work
hours
for
their
employees,
necessitating
some
sort
of
regulation.
I
do
want
to
make
the
point
at
some
points
about
these
laws,
which
I
currently
study
in
Seattle
and
my
research
with
Susan
Lambert
they're.
Q
The
proposed
laws,
including
Philadelphia's,
do
not
restrict
employers
ability
to
schedule
employees
for
hours
days
or
shifts
that
vary
from
one
posted
schedule
to
the
next.
Employers
still
have
that
freedom.
Adjustments
to
the
work
schedule
are
also
not
generally
prohibited.
Instead,
the
laws
require
employer's
to
pay
some
premium
for
late
changes
that
initiate
should
the
proposed
bill
pass
here.
Philadelphia
managers,
like
their
counterparts
and
cities
with
these
laws,
told
us
have
two
routes
to
compliance
across
most
of
the
provisions
they
could.
Q
They
could
avoid
scheduling
practices
that
are
now
more
costly
under
the
law
due
to
the
imposed
premiums
or
they
can
opt
to
pay
the
premiums
in
exchange
for
greater
labor
flexibility.
This
is
akin
to
how
employers
respond
to
overtime
and
not
wanting
to
pay
overtime.
You
know
give
employers
employees
more
than
40
hours.
Basically,
the
principle
of
these
laws
is
to
fairly
more
fairly
split
the
cost
of
that
flexibility
between
employer
and
employee,
rather
than,
as
is
the
case
now
pre
regulation,
it
being
borne
solely
by
the
employees.
Q
Okay,
let
me
summarize:
we
have
ongoing
research
in
Seattle
about
implementation,
and
we
find
that
there
is
variation
across
firms
in
their
reliance
on
labor
flexibility.
We
will
hear
loudly
when
the
regulations
are
being
considered
that
labor
flexibility
is
uniformly
needed
and
applied.
That
is
not
will
be
fine
in
Seattle.
We
would
argue
that
is
the
case.
That
is
likely
to
be
the
case
in
other
cities.
All
right.
Thank.
A
R
Wait:
okay,
Mary,
that's
better
hi!
So,
yes,
I
am
doctor
Sabrina
Speights.
Thank
you
so
much
for
the
opportunity
to
offer
testimony
today.
I'm
an
assistant
professor
of
business
and
management
at
Wheaton
College
in
Norton,
Massachusetts
and
I've
studied
the
temporal
boundaries
between
work
and
non-work
domains
throughout
my
graduates
that
I
recently
completed
my
PhD
at
the
University
of
North
Carolina
at
Charlotte,
I,
investigated
schedule
and
stability
in
my
dissertation
work.
R
My
interest
in
schedules,
spurred
from
my
observation,
that
the
literature
on
work-life
balance
in
general
and
workplace
flexibility
specifically
captured
the
experiences
of
high
status,
well-educated
professionals,
but
did
not
reflect
the
experiences
of
individuals
in
other
occupational
categories.
So
my
dissertation
I
distinguished
between
employee
and
organizationally,
driven
flexibility,
the
employee
driven
flexibility,
is
what
we
often
think
about
having
control
and
discretion
over
your
work.
Conversely,
organizationally
driven
flexibility
does
not
make
central
the
preferences
of
the
employee,
and
instead,
flexibility
is
focused
on
the
interests
of
the
employer
and
is
driven
by
the
organization.
R
Often
in
response
to
consumer
demands,
an
external
competition.
Thus,
employee
employers
may
create
flexibility
in
their
labor
by
altering
schedules
and
work
hours
to
meet
these
organizational
demands.
So
using
this
organizationally
driven
flexibility,
we
see
that
in
day-to-day
life,
unpredictable
schedules
are
attributable
to
employer
practices
specifically
providing
providing
limits
at
advanced
notice
of
schedules,
often
less
than
one
week.
R
This
idea
of
work
family
conflict
because
of
those
time
demands
which
makes
it
difficult
to
plan
family
activities
and
other
non
work
activities,
because
future
planning
is
constantly
undermined
by
a
consistently
changing
schedule
and
also
it
increases
stress
and
strain
that
increase
emotional
exhaustion
and
hot
tempers
at
home.
That
can
also
make
it
difficult
to
engage
in
family
activities,
but
on
predictable
schedules.
Influenced
workplaces
as
well,
although
varied
scheduled
are
varied,
schedules
are
assumed.
Are
an
assumed
part
of
doing
business
in
many
sectors?
Stress
from
unpredictable
schedules
can
decrease
job
performance
and
morale
at
work.
R
The
issue
of
scheduling
in
hours
is
seen
as
a
component
of
fairness
in
the
workplace,
because,
when
employees
have
contributed
by
performing
their
jobs
well
showing
up
on
time,
they
expect
to
have
at
least
some
of
their
scheduling,
preferences
honored
and
when
they
are
not,
expectations
are
violated.
Negative
emotions
and
stress
increase
and
some
employees
want
to
leave.
It
is
these
unforeseen
costs
and
negative
employee
attitudes,
an
ultimate
exit
from
the
organization
that
is
not
considered
by
employers,
who
assumed
varied
flexible
schedules,
are
required
to
increase
profits.
In
fact,
a
recent
extent.
R
Rigorous
intervention
with
the
gap,
the
clothing
retailer
focused
on
providing
employees
with
more
stable,
predictable
schedules.
The
total
costs
for
the
gap
up
for
the
intervention
was
thirty
one
thousand
two
hundred
dollars
to
hire
additional
staff
and
also
the
time
commitments
of
managers
to
devote
to
meetings
and
and
rolling
out
the
intervention.
The
result
of
this
of
the
stable
scheduled
intervention,
however,
was
a
7%
increase
in
sales.
Well,
above
the
one
to
two
percent
assumed
growth,
which
was
which
was
calculated
to
be
2.9
million
in
revenue,
definitely
worth
the
initial
investment.
R
So,
overall,
the
data
demonstrate
that
unpredictable
schedules
make
it
harder
to
coordinate
plan
and
meet
responsibilities
outside
of
work.
These
challenges,
increased
stress
and
negative
outcomes
for
individuals,
families
and
businesses.
Now,
although
different
families
and
lifestyles
may
require
more
adjustments
to
work
schedules,
unpredictable
schedules
are
driven
in
large
part
by
employers,
practices
of
limited
notice
of
work
and
last-minute
changes
to
schedules
that
have
already
been
posted.
It's
really
important
to
note
that
much
of
this
research
has
been
done.
R
That's
done
on
unpredictable
schedules
are
found
in
occupations
where
unpredictable
schedules
are
somewhat
expected,
like
amongst
nurses
or
retail
employers
like
I
just
described,
and
so
this
suggests
that
the
general
awareness
of
unpredictable
schedules
does
not
eliminate
the
negative
effects
and
that
more
attention
must
be
paid
to
the
practices
that
occur
within
organizations
and
how
employers
are
increasing
the
uncertainty
and
the
lives
of
their
employees.
Thank
you.
Thank.
S
Yes
hi,
my
name
is
Derrick
Jones
with
deputy,
it's
an
honor
to
testify
before
you
here
today.
The
reason
I'm
with
you
is
my
role
with
deputy
I
have
first-hand
experience
helping
hundreds
of
local
businesses
adapt
to
predictable
scheduling
and
fair
workweek
regulations
across
the
country.
Software
is
available
to
support
and
streamline
compliance
with
scheduling
laws
such
as
those
proposed
in
Philadelphia.
We've
worked
with
the
mix
of
mom
and
pop,
as
well
as
Fortune,
100,
retail,
fast
food
and
hospitality
companies
in
this
effort.
But
let
me
first
start
with
what
is
a
workforce
management
software?
S
My
direct
role
at
deputy
is
to
monitor
federal,
state
and
local
wage
and
hour
regulations
and
then
to
translate
those
rules
into
our
software.
Now
I'd
like
to
share
four
things
that
we've
learned
when
deploying
deputy
and
jurisdictions
that
have
passed,
Fair,
Work,
Week
regulations,
number
one
when
the
rule
is
practical.
Complying
is
not
as
hard
as
it
seems
yet.
S
I
certainly
understand
the
definition
of
practical
can
be
subjective.
Let
me
tell
you
what
that
means
to
us
software
people.
It
means
eliminating
as
much
paper
as
possible.
Paper
is
a
step
backwards
and
causes
complexity,
not
only
for
the
business,
but
with
auditors
who
are
trying
to
enforce
the
rule
and
number
two
software's
role
should
be
to
facilitate
and
automate
the
set
of
rules,
instead
of
software
being
a
requirement
for
the
rule
being
so
complex
that
it
can
only
be
solved
through
software.
S
After
reviewing
the
recently
amended
set
of
rules
for
Philadelphia's
Fair
Work
Week,
we
feel
confident
we
can
facilitate
the
changes
in
our
product
number.
Two.
What
we've
learned
there
are
benefits
to
the
employers.
What
I've
witnessed
in
most
retail
hospitality
and
fast
food
operations
is
that
they
value
their
employees
and
treat
them
with
respect
and
dignity,
but,
just
like
this
set
of
rules
is
passed
to
prevent
a
few
bad
actors
from
taking
advantage
of
employees.
S
There
are
situations
where
the
new
set
of
rules
just
don't
work
for
some
employees
in
exchange
for
providing
more
predictable
schedules
and
therefore
paychecks
employers
are
able
to
keep
employees
a
bit
more
accountable
to
work.
The
schedules
that
are
posted
and
to
show
up
on
time,
and
it
also
pushes
the
admin
burden
of
the
scheduling
managers,
who
are
often
hourly
workers
themselves.
Many
times
the
people
are
creating
the
schedules
or
hourly
workers
themselves.
It
pushes
the
burden
from
taking
these
calls
at
night
to
the
schedules
being
changed
and
self
directed
by
the
employees
number
three.
S
What
we
have
actually
found
is
once
a
software
system
is
used,
there
is
actually
a
net
decrease
in
the
penalty
payments.
When
we
deploy
our
software,
it's
a
complete
re-education
of
the
law
and
how
to
operationalize
with
technology.
In
a
recent
analysis
of
our
work
in
New,
York
City,
we
saw
premium
counts,
fall
from
6
percent
to
1
percent
across
the
major
fast-food
brand
once
they
adopted
the
technology
and
retrained
all
their
employees
on
how
to
manage
the
new
rules.
The
number
4
thing
that
we've
learned
deploying
our
tool,
labor
forecasting,
is
more
accurate.
S
Labor
forecasting
is
the
process
of
predicting
how
much
labor
a
business
needs
in
the
future.
In
one
scenario,
deputy
has
supported
a
fast-food
company
with
recalling
their
labor
forecasting,
which
we
anticipate
will
result
in
nearly
a
hundred
thousand
dollars
of
savings
per
year.
Had
the
business
not
been
forced
to
look
at
their
labor
standards
simply
put
how
they
determine
how
many
and
when
each
employee
needs
to
come
in
during
the
day
they
might
not
have
uncovered
this
hidden
cost
savings.
I
might
also
add
this
isn't
a
pure
reduction
in
hours.
S
It's
a
reallocation
of
hours
during
the
right
times
when
customers
are
coming
in.
Finally,
I'd
like
to
share
three
details
on
how
our
workforce
management
system
actually
helps
solve
for
the
rule
number
one.
We
have
an
electronic
communication
feature
that
sends
out
the
advance
notice
of
schedules
in
the
good-faith
number
two,
what
we
call
active
attestation.
S
This
is
a
real-time
compare
of
the
clock
in
and
clock
out
of
what
was
scheduled
so
when
an
employee
walks
up
to
clock
out,
we
identify
if
they're
leaving
early
are
checking
out
late,
and
we
ask
the
employee
to
attest
that
the
change
was
made
by
themselves
and
not
the
manager.
We
also
notify
scheduling
managers
if
they're,
making
a
change
that
might
trigger
a
premium
or
a
penalty.
In
most
cases,
the
scheduling
manager
just
isn't
aware
that
they
are
breaking
a
rule.
So
a
simple
pop-up
will
prevent
the
issue
from
happening.
S
In
summary,
practical
Fair
Work
Week
regulations
can
be
solved
with
current
workforce
management.
Software
there
are
benefits
to
employers
and
using
software
has
actually
resulted
in
big
decreases
in
premium
paid
payments
versus
the
paper
methods.
Okay,
thank
you
inviting
for
us
to
speak
today
and
I.
Welcome
your
question.
I
A
A
I,
just
repeat
two
things:
I've
said
before:
please:
if
we
have
your
written
testimony,
if
you
could
summarize,
we
appreciate
it
as
we
keep
trying
to
move
on,
and,
secondly,
everyone
will
testify
without
being
interrupted
in
any
way.
Thank
you
very
much,
please.
Whoever,
if
you
interrupt
you'll,
leave
it's
real,
simple,
okay!
A
E
F
A
E
And
we're
charged
with
bringing
overseas
visitors
but,
more
importantly,
meeting
these
conventions
and
trade
shows
to
the
city,
so
in
essence
of
time,
and
certainly
making
sure
that
we
get
through
this
in
a
thoughtful
manner.
I
would
just
really
stress
these
three
key
points.
The
first
point
is
certainly
the
flexibility
in
hotels
having
been
a
general
manager
for
ten
years
and
having
come
from
Hyatt
Hotels,
where
I
worked
for
21
years,
I'm
very
familiar
with
last-minute
occurrences
that
pop
up
so
from
a
convention
standpoint.
E
Not
only
do
we
compete
with
neighboring
cities
and
states
like
New,
York
and
DC,
but
in
terms
of
the
country
it's
very
competitive,
and
so
the
concern
that
we
would
have
with
this
legislation
is
that
it
would
inhibit
our
hotel
partners
from
having
an
opportunity
to
schedule
on
a
service
basis.
So
we
have
things
like
the
NCAA
so,
for
example,
the
year
with
Villanova
when
they
went
to
the
championship
had
Villanova
played
here,
we
wouldn't
have
had
as
many
hotel
rooms.
E
If
there's
an
out-of-town
team,
that's
playing,
we
have
the
ability
to
bring
them
to
the
hotels
and,
of
course
those
are
also
last-minute
decisions.
Similar
to
an
Eagle,
playoff
game,
same
type
of
scenario,
it's
always
last-minute
and
we
want
to
make
sure
that
we're
providing
the
best
possible
service.
The
other
thing
that
I
would
also
say
is
that,
as
we
look
at
hotel
development
that
comes
into
the
city,
which
makes
Philadelphia
competitive
from
a
convention
standpoint,
we
have
a
convention
and,
as
we
speak,
if
5,000
rooms
on
peak
they
have
over
15,000
attendees.
Here.
E
What
makes
Philadelphia
unique
is
the
affordability
of
our
hotel
package.
Almost
every
major
city
has
a
Convention
Center
and
they
all
have
a
hotel
package.
What
sets
Philadelphia
apart
is
the
ability
for
us
to
be
an
affordable
City
when
it
comes
to
hotel
rooms.
So
those
are
the
key
points
and
obviously
the
rest
of
it
is
in
my
testimony.
Okay,.
A
I
D
A
Hi
hold
on,
let
me
make
it
real
clear:
okay,
everybody's
gonna
have
the
right
to
testify
out
up
here
without
being
interrupted.
Okay,
if
there
is
interruptions
to
these
people,
we're
gonna
call
off
the
hearing
and
the
bill
will
not
move.
Everybody
understand
that
and
you
know
where
I
stand
on
this
I'm
a
co-sponsor
I
believe
strongly
in
the
bill,
but
I
believe
strong
that
everybody
has
the
right
to
speak.
If
there's
another
interruption
as
the
chair,
I
will
stop
the
hearing
all
right.
Please
thank.
I
I
would
like
to
stress
that
our
opposition
to
the
bill
does
not
seek
to
discount
our
team
members,
hard
work,
determination
and
dedication
to
their
jobs
from
housekeeping
a
banquet
staff
to
guest
service
agents.
We
treat
our
team
members
like
they're
part
of
our
family,
which
is
why
we
already
offer
them
competitive
wages
and
an
extensive
set
of
benefits
at
the
last
council
I'm
hearing
on
this
issue.
I
Councilwoman
Gill
spoke
eloquently
about
how
Philadelphia
needs
more
good
jobs
that
pay
a
living
wage
and
offer
enough
hours
and
benefits
for
poor
Philadelphians
to
rise
out
of
poverty.
The
hotel
industry
couldn't
agree
more
and
already
does
exactly
that,
and
not
just
because
it's
the
right
thing
to
do,
but
also
because
it's
good
business
our
goal
is
to
attract
and
retain
the
best
talent
at
every
level
and
in
every
department.
I
In
a
very
competitive
hiring
market,
Philadelphia
hotels
employ
over
11,000
individuals,
80%
of
whom
80%
of
whom
are
philadelphia
residents
living
in
every
neighborhood
of
the
city.
Our
employees
look
like
Philadelphia,
because
G
PHA
works
closely
with
agencies
such
as
Philadelphia,
oh
I,
see
Philadelphia,
Academy,
zinc
and
others
to
ensure
a
diverse
workforce
from
the
frontline
employees
to
upper
management
based
on
an
yearly
wage
survey
of
Philadelphia
hotels.
I
When
a
shift
becomes
available,
we
go
through
the
list
and
offer
the
opportunity
to
everyone,
and
no
hotel
has
ever
punished
someone
for
turning
down
a
shift.
We
consistently
hear
feedback
from
our
employees
that
they
want
to
work
when
there
is
work
to
be
done
and
tips
to
be
made
when
there
are
additional
shifts.
There
are
workers
who
want
the
hours
for
every
employee
I
have
that
may
want
a
desire
or
desire
a
mandated
two-week
schedule.
I
Another
would
prefer
much
more
flexibility,
as
that
is
why
many
choose
to
work
in
the
hospitality
industry
and
they
tend
to
stay
in
the
industry.
Many
of
our
employees
have
been
with
the
hotel
for
several
decades.
Hotels
are
constantly
surveying
our
employees
and
they're
telling
us
they
are
very
pleased
with
their
jobs
and
that's
why
we
work
so
hard
to
keep
them,
because
every
day
a
new
hotel
down
the
street
will
try
to
steal
them
away.
These
are
the
reasons
why
no
other
city
in
the
country
has
included
hotels
when
they
passed
addictive
scheduling
legislation.
I
N
N
Eight,
oh
six,
four
eight
on
behalf
of
my
hotel
and
the
80
hotels
and
11,000
employees
and
the
greater
Hotel
Philadelphia,
Association
and
I
also
want
to
say
that
you
know
we
wake
up
every
morning
wanting
to
make
it
a
great
place
to
stay
in
our
hotels
and
also
a
great
place
to
work,
and
we
do
everything
we
can
to
make
sure
we
meet
those
endeavors.
So
the
care
is
paramount
to
our
employees
each
and
every
day.
The
reality
of
the
hotel
piss
is
that
the
only
thing
that
is
certain
is
the
uncertainty.
N
We
offer
a
hotel
guests,
a
great
deal
of
flexibility
to
cancel
or
change
their
plans.
While
this
is
great
for
guests,
it
can
cause
unexpected
changes
to
our
schedules
and
staffing.
We
do
our
best
to
provide
our
staff
with
as
much
notice
as
possible
about
their
schedules.
Team
members
receive
their
schedules
with
a
minimum
and
is
a
minimum
of
one
week.
Advance
notice
and
we
always
aim
and
I
think
most
successfully
adhere
to
the
posted
schedules.
However,
due
to
the
flexibility,
we
offer
our
guests
a
two-week
schedule
with
zero
tolerance
is
not
realistic.
N
N
The
industry
standard
is
any
time
you
have
an
event
in
a
hotel.
You
have
three
days
to
make
any
changes.
You
can
add
attendees
you
can
deduct
in
10
DS,
you
can
add
services
such
as
additional
bars
or
action
stations
which
require
additional
staffing,
and
because
of
that,
we
need
to
bring
on
additional
people
or
sometimes
maybe
not
have
as
many
additional
people.
We
also
know
our
business
that
things
can
quickly
move
in
the
other
direction.
N
N
If
this
in
this
legislation
that
this
bill
will
all
not
only
would
the
hotel
lose
revenue
from
the
room
block
that
they
saw
disappear,
but
it
will
also
have
compounded
the
financial
loss
due
to
the
additional
predictability
pay
that
would
be
required
upon
them.
Our
hotels,
adjacent
to
the
airport
would
be
especially
impacted
by
this
bill.
I've
worked
the
to
such
hotels
in
the
past,
and
I
can
tell
you.
There
be
days
of
a
go
to
work
and
we'd
be
40,
30
percent
occupied
in
a
matter
of
hours.
The
hotel
will
be
oversold.
N
It
could
be
because
of
this
year,
severe
weather
storm
in
Chicago,
for
example,
that
would
impact
Philadelphia
and
those
Philadelphia,
Airport
hotels,
be
booked
and
the
restaurants
will
be
full,
but
they
wouldn't
have
staff
to
accommodate,
because
you
would
have
to
pay
the
predictability
pay.
There's
no
way
to
legislate
that
type
of
occurrence
that
it
happens
in
our
hotels
on
a
regular
basis.
If
this
bill
passes,
that
will
negatively
impact
our
businesses
by
burdening
our
administrative
operations
and
putting
a
financial
strain
on
our
bottom
line.
I
think
most
of
us
already
have
automated
time.
Clocks.
N
The
paper
part
is
no
longer
present,
so
that
would
not
really
help
us,
because
our
business
is
much
more
unpredictable
than
any
other
industry
in
the
city.
Under
this
legislation
we
would
often
be
paying
predictability
pay
to
our
employees.
Doing
so
will
impact
our
profitability
and,
as
a
result,
our
room
rates
may
go
up,
and
suddenly
we
were
less
competitive
with
the
hotels
in
the
city
that
do
not
have
to
comply
with
this
legislation
because
they
are
independently
owned.
N
Such
increased
expenses
also
means
would
feel
pressure
from
our
owners
to
decrease
expenses
elsewhere,
and
that
would
be
discretionary
spending
that
we
do
like
our
many
periods
and
it
appears
in
our
industry
or
many
charitable
contributions
to
the
city
and
broader
community.
Those
expenses
would
have
to
be
reviewed.
This
bill
would
also
hurt
our
ability
to
be
competitive
in
our
bids
to
increase
tourism
and
group
bookings.
N
The
Philadelphia
hotel
industry
has
experienced
moderate
growth
since
the
recession,
but,
according
to
tourism
economics,
our
growth
is
behind
as
being
outpaced
by
comparable
cities,
including
Washington,
DC
and
Boston,
as
well
as
us.
Overall,
our
industry
is
highly
competitive,
both
between
hotels
in
the
city
and
with
other
cities,
as
we
vie
for
group
and
leisure
bookings.
If
we
continue
to
put
constraints
on
Hotel
abilities
to
manage
their
own
work
for
some
budgets,
our
city
may
fall
further
behind
and
make
this
less
competitive
in
the
overall
market.
N
N
Quickly,
thank
you
please.
Another
concern
is
that
we
will
strain
our
current
administrative
staff
due
to
the
extensive
record-keeping
necessitated
by
this
bill.
Many
of
us
hire
additional
staff
person
or
redeploy
other
employees
to
fulfill
these
administrative
duties
to
keep
the
records
and
track
each
and
every
shift
change.
This
is
yet
another
way
that
bill
will
wreak
havoc
with
our
ability
to
budget
our
hotel
operations
ultimately
answer
to
the
owners
of
my
hotel
and
have
to
explain
the
account
for
even
the
smaller
shifts
in
expected
margins.
N
Hotels
are
completely
different,
is
a
different
business
model
than
any
other.
We're
open,
24/7
with
a
standard
of
service
where
we
strive
flirt,
is
closer
to
perfection
at
all
possibility
times.
There
are
reasons
why
no
other
city
in
the
country
has
included
hotels
again
when
they
pass
predictive
scheduling
legislation.
This
bill
might
make
sense
for
some
industries,
but
the
arguments
for
certainly
do
not
apply
to
the
hotel
business,
and
we
ask
that
you,
please
amend
hotels
out
of
the
legislation
and
again,
thank
you
for
your
time.
Thank
you.
Patients.
A
N
O
O
You're
not
aware
Pet
Smart
is
the
largest
pet
specialty
retailer
in
the
country
in
the
country
with
over
55,000
associates,
as
well
as
a
significant
investment
in
Pennsylvania
having
our
one
of
our
distribution
centers
here
in
Pennsylvania
fifty-seven
stores
across
the
state
and
six
stores
right
here
in
the
city.
As
a
result,
we
closely
follow
policies
that
could
impact
our
business
and
store
operations,
and
we
thank
you
for
the
opportunity
to
testify
of
those
178
associates
that
we
have
here
in
Philadelphia.
O
They
call
Pet
Smart
their
work
place
and
made
a
decision
to
join
pet
smart
because
of
their
passion
and
love
for
pets,
as
well
as
our
employee,
friendly
culture
benefits
and
flexibility.
Over
the
last
thirty
years,
we
have
continually
made
changes
to
our
business
practices
to
support
our
associates
while
also
meeting
the
daily
needs
of
our
business.
O
That
said,
at
Petsmart
we
work
diligently
with
our
associates
to
support
their
personal
commitments
by
making
scheduled
estimates
as
needed,
while
many
other
retailers
and
businesses
will
focus
on
the
merits
of
predictive
scheduling.
We
won't
do
so
at
Petsmart.
We
provide
ten
days
notice
on
schedules,
so
that's
not
an
issue
that
we
need
to
deal
with,
and
the
majority
of
scheduling
changes
within
that
time
frame
are
actually
dictated
by
associate
requests
themselves,
we'll
be
focusing
on
select
operational
challenges
of
enforcing
the
bill
as
it's
written
at
the
moment.
O
In
reviewing
the
bill,
we
see
a
few
obstacles
with
operational
compliance
that,
if
modified,
could
still
make
for
a
very
fair
work
week,
policy
for
all
of
the
residents
of
Philadelphia
in
reference
to
section
9
for
5:09
subsection
1,
it
states
that
it
is
presumed
that
the
employer
has
violated
the
chapter
absent,
clear
and
convincing
evidence.
Otherwise,
we
think
that
this
misses
the
symbolic
nature
of
the
relationship
that
we
try
to
cultivate
with
our
associates.
O
Petsmart
stores
would
not
operate
without
our
qualified
associates
and
we're
able
to
attract
our
talented
associates,
because
we
do
everything
we
can
to
try
to
accommodate
their
schedules
within
the
business
that
we
are
trying
to
run.
The
presumption
of
the
statute
is
inconsistent
with
this
approach
to
scheduling
we
diligently
work
with
jurisdictions
across
the
country
in
all
areas
of
compliance
and
the
presumption
of
guilt
should
not
be
the
starting
point
for
any
proposed
legislation.
We
respectfully
request
that
that
wording
be
removed.
O
Additionally,
with
regard
to
section
945,
1,
1
2
years
is
an
extreme
amount
of
time
to
collect
complaints
to
be
filed.
By
that
time,
we
have
lost
nearly
all
opportunity
to
internally
collect
and
retain
pertinent
information
about
the
complaint
and,
more
importantly,
to
use
this
situation
as
a
teachable
moment
for
store
leaders,
that's
murder,
associates,
or
sometimes
with
us
for
a
short
amount
of
time,
such
as
seasonal
associates,
college
students
or
associates
who
work
between
other
jobs.
O
It
would
be
an
incredible
challenge
for
us
to
collect
data,
and
course
corrects
after
2
years
have
passed
and
some
of
those
associates
are
no
longer
with
us.
We
would
recommend
90
days
as
a
much
shorter
timeframe
so
that
we
can
collect
the
information,
is
most
readily
available
and
top
of
mind
for
all
of
those
who
are
involved.
O
Lastly,
as
it
relates
to
changes
in
schedule,
if
schedules
are
modified
after
the
advance
notice
period
required
by
the
bill,
it
requires
written
consent.
According
to
section
nine,
four,
six:
zero.
Three
at
Petsmart
we
work
to
streamline
our
business
processes
and
have
found
that
verbal
consent
has
always
worked
for
our
business.
Additional
paperwork
required
by
written
consent
and
the
retention
of
those
records
causes
additional
unnecessary
steps.
O
Our
position
is
that
verbal
consent
is
validated
by
the
employee
showing
up
for
their
shift
and
that
should
be
considered
sufficient,
as
I
mentioned
before,
Petsmart
has
invested
in
the
philadelphia
community
and
pennsylvania
at
large
and
we're
working
to
provide
our
associates
not
only
a
great
workplace
culture,
but
also
to
have
opportunities
for
growth.
Any
obstacles
to
these
goals
would
hurt
the
residents
of
the
city,
and
we
thank
you
for
your
time
today
in
considering
the
changes
that
we've
suggested
and
I'm
happy
to
answer
any
questions.
Ok,.
A
T
Mr.
chairman
John
Howe
executive
director
of
the
Pennsylvania
Retailers
Association,
very
much
appreciate
the
opportunity
to
come
before
you
today
as
well.
The
other
members
of
the
council
I
just
like
to
start
by
saying
that
the
you
know
the
business
community
and
it
there's
been
a
lot
of
discussion
earlier
about
the
Coalition-
has
offered
numerous
amendments.
In
fact,
there
are
five
core
issues
of
which
those
amendments
revolve
around
and
unfortunately,
the
amendments
that
you're
going
to
be
considering
today
do
not
address
any
of
those
core
issues
or
we're
very
troubled
by
that
fact.
T
In
fact,
I
believe
that
the
amendments
I'd
be
enough
today
make
the
bill
actually
worse,
so
I
think
we're
heading
in
the
wrong
direction.
We
do
appreciate
Councilwoman,
Jim's
openness
and
willingness
to
meet
with
us
and
discuss
our
concerns
as
well
as
all
the
members
I
think
we've
met
with
every
member
of
the
council
several
repeatedly,
so
we're
very
native
of
the
offer
to
discuss
those
concerns.
Unfortunately,
we
feel
those
are
at
this
moment
of
falling
on
deaf
ears.
T
None
of
the
amendments
being
considered
address
any
of
the
core
issues
that
we've
brought
forth
to
to
the
council.
So
at
the
bottom
line,
is
you
know
the
amendments.
The
bill
as
it
states
stands
right
now,
does
not
offer
any
balance
between
predictability
and
flexibility.
The
predictability
pay
penalize
employers
from
any
situations
that
are
out
of
their
control,
and
this
also
interferes
and
will
interfere
with
our
ability
to
hire
new
employees,
and
one
of
the
things
I
think
is
most
troubling
I.
Think
it's
part
of
the
new
amendments.
T
This
is
creating
several
new
liabilities
for
businesses
that
will
clearly
lead
to
frivolous
lawsuits,
and
it
will
allow
third
parties
to
file
civil
actions
and
that's
quite
troubling
in
that
regard.
The
bottom
line
is
owners
and
store.
Managers
are
the
best,
are
in
the
best
position
to
understand
and
respond
to
the
needs
of
their
employees
and
the
community.
The
legislation
of
scheduling
practices
will
will
take
time,
attention
and
resources
away
from
managers,
duties
to
train,
to
coach,
to
hire
and
to
lead
and
councilmen.
T
Oh
I
think
you
were
starting
to
get
on
this
point
earlier,
as
consumers,
shop
and
access
goods
and
services
through
multiple
channels,
including
in-store
online,
and
on
their
mobile
phones,
Philadelphia
retailers
we
further
disadvantaged
by
this
bill
online
retailers
without
any
physical
presence,
may
sell
to
city
residents
and
avoid
all
compliance
with
this
new
regulation.
Enacting
this
proposed
bill
will
disadvantage
Philadelphia
store
owners
and
the
jobs
that
they
provide.
A
Thank
you
Bob.
Let
me
just
say:
argumentative
here
might
want
to
move
on,
but
you
know
I
hear
that
you
know
owners
and
business
owners
have
the
the
best
ideas
about
how
to
how
to
run
things,
but
a
lot
of
ones
that
don't
run
quite
right
and
we've
heard
from
workers
I
heard
that
when
I
did
sick
leave,
you
know
well
let
the
let
the
business
owners
figure
this
out.
But
you
know
a
lot
of
them.
A
A
Now
again,
this
is
this
is
tough
I
think
it's
probably
unfair
to
just
dismiss
all
those
amendments
the
Councilwoman
gimm
is
putting
in.
She
could
speak
for
herself,
but
and
just
to
dismiss
them
at
that
they
don't
deal
with
the
subject
and
make
it
harder
I.
Just
don't
I,
don't
think.
That's
fair
I
sat
through
some
of
the
meetings
she
had.
A
A
And
even
if
we
pass
this
bill
out
of
committee
today,
that's
not
the
end
of
it.
There
still
can
be
more
work
sponsor
and
others
have
pledged
that
we're
going
to
keep
working
on
this,
but
I
don't
think
we.
She
went
through
all
this
and
the
rest
of
us
I
worked
on
this
went
through
this
just
to
say
no,
you
know
we're
going
we're
going
through
something
and
I'll
just
put
that
on
record
for
the
hotel.
For
me,
respond.
T
T
Been
put
in
dishes
additional
issues
that
were
never
addressed
or
discussed
with
any
members
of
council
in
any
meetings,
I
was
with
and
I've
talked
to
some
of
the
other
coalition
members
issues
that
were
never
brought
up
that
have
now
been
put
in
an
amendment
that
we
received
on
Friday
night
and
it's
making
the
bill
worse.
All
I'm
asking
is
the
business
community
has
come
to
the
table,
has
offered
very
reasonable
amendments.
This
legislation,
none
of
it
been
none
of
that-
has
been
taken
to
consideration.
A
That's
your
opinion
and
the
people
have
different
opinions
on
that
on
the
hotel.
So
let
me
just
just
asked
a
real
quick
question:
I
know
accounts
where
no
husband
has
a
question
now
I
understand,
I,
understand
it
state
Oregon's
much
different
from
the
city
of
Philadelphia
and
I
know
they
do
include
hotels,
correct
and
I
have
been
told,
and
they
have
not
done
it
yet,
but
that
that
New
York
City
is
considering
including
hotels
in
legislation
I'd
like
to
see
if
there
is
a
some
place
and
I
understand.
Hotels
are
different.
I,
hear
everything.
A
Guess
I
just
ask
you
to
consider
if
there's
some
kind
of
middle
ground,
where
we
understand
the
differences
that
Hotel
us
have
do
uniqueness,
maybe,
but
we
also
understand
the
needs
of
workers
in
those
hotels,
so
I
just
throw
that
out.
There
I
just
asked
you
to
keep
considering
that
and
again
just
not
say
no,
we
don't
want
to
be
included
at
all
that.
A
N
N
A
I
Thank
you
very
much.
Chairman
I
received
a
letter
yesterday,
I
guess:
I'm
gonna
read
it
in
part:
it's
from
the
Pennsylvania
restaurant
and
Lodging
Association.
It
says:
we've
been
negotiating
in
good
faith
on
the
language
that
was
originally
introduced
and
are
disappointed.
That
know
not
only
where
our
amendments
not
considered,
but
broad
new
provisions
were
included
in
the
released
amendment
that
were
never
part
of
previous
Congress.
Is
this
what
you're
referring
to?
I
I
I
I
If
these
amendments
are
included
in
the
bill,
if
you're
able
to
discuss
them
and
from
what
I've
heard
from
the
administration,
they
have
testified
that
they
believe
there's
room
for
conversation.
Is
that
something
that
you're
looking
for?
Are
you
poor?
Are
it
does
it
not
matter?
In
other
words,
the
bill
is
no
good
or
the
bill
is
okay
with
the
amendments.
What
is
I'm.
T
I
Heard
from
workers
we've
heard
from
advocates,
we've
heard
from
academics.
What
they've
basically
said
is
that
you
are
exercising
a
business
practice
that
is
not
really
based
in
intelligence,
you're,
just
doing
something
you
always
do,
and
with
the
help
of
software,
your
business
will
be
better
with
predictive
scheduling,
I
will
say
so
you
don't
have
to
go
through
this
I
do
object
to
all
these
penalties
and
presumptions
of
guilt,
and
all
that
extremely
unusual.
I
It's
really
not
even
in
my
opinion,
like
the
basis
of
American
law,
where
brought
about
presumption,
two
years
city
running
lawsuits,
all
kind
of
crazy
stuff
in
there.
However,
that's
my
opinion
chairman,
but
having
said
that,
what
is
your
response
to
the
fact
that
you
can
just
use
software?
Do
the
predictive
scheduling
and
that
you
don't
have
to
follow
these
outdated
business
practices?
Why
can't
you
just
adopt
the
software
and
then
move
along
with
this,
so.
O
We
use
predictive
scheduling
software
so
it
for
us.
It's
not
an
issue
of
that.
It's
an
issue
and
he
used
the
language
of
balancing
predictability
with
flexibility
right
because
flexibility
for
one
person,
who
might
you
know
my
daughter,
gets
sick
and
I
need
to
be
out
to
take
her
to
the
to
the
doctor.
That
impacts
all
the
other
workers
in
the
store.
We
don't
have
you
know.
In
our
case,
we
we
have
a
position,
that's
required
to
feed
animals
in
the
morning.
O
O
It's
an
issue
of
the
allowing
us,
the
flexibility
within
there,
because
there
are
so
many
circumstances
that
are
unpredictable
frankly
right
between
the
other
associates,
who
all
create
a
domino
effect,
and
you
only
have
so
many
who
are
trained
for
particular
jobs
as
well
as
things
like
in
the
retail
industry.
We
have
you
know,
trucks
that
come
in
at
3:00
a.m.
O
we're,
relying
on
trucking
companies
that
have
to
deal
with
weather
or
with
the
stop
before
us,
because
you
have
multiple
stores
on
a
truck
and
maybe
at
that
store
the
forklift
was
broken
and
it
delayed
them,
and
so
now
they're
delayed
getting
to
our
store
right.
So
it's
a
domino
effect
of
things
that
aren't
always
in
our
control.
That's
the
issue,
I
think
with
the
punitive
nature
of
some
of
this.
When
things
are
beyond
our
control,
so.
I
T
If
I
just
depend
on
that
hum
at
one
point
please,
you
know,
retail
is
one
of
the
most
competitive
industries
that
exists
and,
unfortunately,
you've
seen
a
lot
of
major
brand
names
disappear
in
recent
years.
Because
of
that
competitive
nature
and
I
can
tell
you
if
a
retailer
can
find
efficiencies
and
run
their
business
in
the
most
effective
manner
possible.
They're
going
to
so
to
say
that
you
know
up
just
do
this
computer
program
and
it's
and
it's
the
cure
for
everything.
It's
just
not
simply
not
the
case.
T
A
A
P
Councilman
Greenlee
and
members
of
City
Council
I'd
like
to
thank
you
for
the
opportunity
to
testify,
in
the
very
important
topic
of
improving
work
standards
for
employees
here
in
the
city
of
Philadelphia.
We're
very
excited
to
see
action
taken
on
this
legislation
of
fully
support,
Councilwoman,
gims
efforts
in
this
process.
We
believe
the
latest
amended
version
of
Councilwoman
Gibbs
legislation
is
a
compromise
that
will
greatly
improve
the
quality
work
for
tens
of
thousands
of
Philadelphians.
My
name
is
Wendell
young
and
president
USD
W
local
1776,
Keystone
State.
P
We
are
35,000
member
Union,
representing
employees
and
food
processing,
manufacturing
health
care
facilities,
the
pennsylvania,
wine
and
spirits
shops,
public
sector
jobs,
including
nursing
homes,
as
well
as
convenience
stores
and
others
in
retail,
grocery
and
pharmacy.
We
represent
members
across
the
entire
state
of
Pennsylvania,
and
our
international
union
represents
1.3
million
workers,
most
of
whom
are
employed
in
retail.
Here
in
Philadelphia,
our
union
represents
8,000
members
employed
primarily
in
retail
work
sites
in
terms
of
our
Philadelphia
membership.
P
We
represent
employees
at
Acme,
markets,
shop
rate,
Rite,
Aid,
fresh
grocer
and
our
state's
wine
and
spirits
stores
working
at
a
hundred
and
fifty
eight
locations
here
in
Philadelphia
in
those
158
locations
we
represent
full-time
and
part-time
retail
employees
who
all
have
different
stories
and
backgrounds.
Retail
grocery
jobs
are
often
perceived
as
a
teenagers
first
job
a
possible
side
gig
to
make
a
little
extra
cash
or
a
extra
income
for
someone
who
recently
retired
from
the
workforce.
P
Many
of
the
concepts
discussed
around
better
scheduling
practices
would
lift
up
the
working
standards
for
retail
employees
in
the
city.
The
economic
benefits
are
clear,
but
so
are
the
ideas
of
investing
in
this
city's
workforce.
Their
families
and
their
livelihoods
filled
off
employees,
especially
those
who
work
for
big-box
retail
employers
that
continue
to
grow
and
expand
in
the
city
should
demand
this
legislation
be
considered
so
that
there
is
a
shared
responsibility
with
their
employer
for
more
predictability
in
their
own
schedules.
P
I
would
like
to
point
to
Walmart
and
their
business
practices
as
an
example
of
why
these
legislative
efforts
are
important
here
in
the
city.
As
many
know,
Walmart
is
the
largest
employer
in
the
United
States,
at
about
1.4
million
workers.
Here
in
the
city
of
Philadelphia,
five
Walmart
or
Walmart
supercenters
exist.
P
Walmart
has
a
long
history
of
low
wages,
little
health
care
and
unfair
work
practices
in
2014,
for
example,
Walmart
terminated
health
insurance
for
about
30,000
workers
in
this
country,
reducing
the
hours
below
30
hours
a
week
to
ensure
that
they
did
not
have
to
cover
their
part-time
associates.
How
did
walmart
reduce
hours
yet
keep
the
same
level
of
store
operations
in
their
worksite?
Temporary
workers
Walmart
both
proudly
boasts
about
their
commitment
to
hiring
temporary
workers
instead
of
providing
decent,
permanent,
full
and
part-time
positions.
This
is
directly
from
Walmart's
website.
P
Walmart
invested,
this
is
the
quote
from
their
website:
Walmart,
invest
heavily
in
temporary
associates
and
that
one
of
our
primary
goals
is
to
temporary
services.
This
is
a
great
example
of
why
concepts
of
fair
scheduling
legislation
such
as
additional
hours
offered
to
part-time
employees
before
new
hires
are
made
are
incredibly
important
to
improve
the
standards
of
all
retail
workers.
P
This
legislation
will
provide
a
level
playing
field,
I
would
say
more
level
playing
field
so
that
employers
who
are
providing
adequate
scheduling,
notice
and
doing
their
best
to
help
their
employees
maximize
hours,
are
not
put
at
a
disadvantage
of
competing
with
large
retail
powerhouses
who
are
not
scheduling
our
employees
with
a
level
of
fairness
in
advance
notice.
I
would
like
to
close
by
reiterating
that
this
is
about
fairness
for
workers
and
a
level
playing
field
for
employers
that
are
doing
the
right
thing.
P
I
can
speak
to
the
members
I
represent
and
tell
you
that
we
fight
hard
to
reflect
the
bargaining
to
provide
them
with
a
schedule
that
is
fair
and
that
cannot
be
adjusted
on
them
at
the
last
minute.
Our
contracts
protect
against
this
type
of
unfair
practice
of
switching
and
employees
schedule
with
little
or
no
notice
or
reducing
hours.
At
the
last
minute.
P
Our
members
know
the
work
schedule
and
can
budget
their
time
and
income
and
family
needs
appropriately,
but
as
we
continue
to
see
the
growth
of
big-box
retailers
that
clearly
have
the
means
and
resources
to
open
new
stores
in
areas
of
the
city
and
are
not
investing
in
their
employees
at
the
same
level,
we
also
see
a
race
to
the
bottom.
These
scheduling
concepts
provide
that
level
playing
field
that
is
so
needed
for
workers
and
employers
in
Philadelphia.
U.S.
CW
local
1776
wholeheartedly
supports
those
efforts
and
I
would
be
happy
to
answer
any
questions.
P
P
Was
here
for
most
of
the
earlier
testimony,
although
I
had
to
step
out
and
miss
some
of
what
the
folks
from
the
last
panel
had
to
say,
but
I've
heard
a
few
things
here
today.
First
of
all,
the
the
technology
that
exists
today
that
all
these
retailers
are
using
gives
them
a
lot
of
predictability.
This
is
not
like.
It
was
20
30
years
ago,
where
retailers
really
don't
know
what
to
expect
day
to
day
sure
there's
some
variances
and
that's
the
nature
of
the
business,
but
their
budgets
are
built
in
weeks
and
months
in
advance.
P
They
predict
ahead
way
beyond
a
week
or
two
and
what
their
scheduling
needs
are
gonna
be,
and
they
have
the
capacity
and
the
capability
in
the
current
technology
to
do
the
right
thing
here
and
meet
the
needs
of
this
by
not
changing
this
to
allow
the
status
quo
to
continue.
This
just
keeps
people
poor
and
working
in
a
poverty
level,
and
it
disproportionately
affects
women
and
people
of
color
know
these
same
employers
who
come
here
and
tell
you
that
they
can't
adjust
the
minimum
wage
and
tell
you
they
can't
do
this
act.
P
P
The
way
they
do
here
in
Philadelphia,
they
are
a
lot
more
accommodating
there
and
evidence
of
it
is
I.
Went
to
that
meeting
at
Bill,
sass
OHS
office
that
he
and
Pat
I
D
had
I
sat
at
a
table
with
a
number
of
major
retailers,
others
I
know
at
the
other
tables
reported
the
same
thing.
I
heard
everything's
fine,
they're
already
doing
what's
in
this
bill
and
more
it's
the
way
they
practice.
P
B
My
name
is
Donna
Cooper
I'm,
the
executive
director
of
public
citizens
for
children
and
youth
and
I
want
to
thank
the
committee
and
the
committee
chair
for
his
patience
and
running
efficient
hearing
and
giving
me
the
chance
to
testify.
Our
reason
to
be
here
today
is
to
first
thank
the
eight
sponsors
of
the
bill
and
to
urge
a
yes
vote
coming
out
of
this
committee.
I
will
be
very
brief.
B
We
are
only
here
because
we
believe
that
when
parents
have
a
work
schedule,
they
can
be
good
parents
and
when
they're,
good
parents
they're
good
workers
in
Prior
testimony,
we
pointed
out
that
66%
of
the
people
in
the
service
sector
don't
have
schedules,
have
schedules
already.
I
apologize
and
40%
of
them
already
have
schedules
two
weeks
in
advance.
There
are
lots
and
lots
of
employers
in
the
service
sector
that
are
already
doing
this
and
the
ones
who
aren't
are
behind
the
times
it
costs
$1,500
for
every
worker
turnover
in
the
retail
sector.
B
And
yet
you
heard
earlier
today
you
could
drive
down
your
turnover
rate
from
6%
to
1%.
By
being
respectful
of
your
employers
and
doing
predictable
scheduling.
Employers
will
save
money
by
using
this
kind
of
scheduling,
software
and
being
respectful
of
their
employees
before
coming
here
today,
I
spoke
with
the
HR
professionals
that
I
know
informally,
with
a
big-box
store,
a
big-box
food
retailer
and
a
big-box
manufacturer
/
retail
they're,
all
operating
in
Philadelphia
one.
That's
national
said
we
have
no
problem
with
this
happening
in
Philly.
B
We
already
have
to
do
it
in
so
many
other
cities.
As
long
as
things
are
uniform,
it's
better
for
us,
but
they
are
already
putting
scheduling
software
in
place
in
one
of
the
biggest
electronics
sales
companies
in
this
city,
one
of
our
biggest
Ford
food
companies
already
asked
their
managers
to
do
one-month
schedules.
What
they
say
to
me,
councilman,
Greenlee
and
Councilman,
oh,
is
that
their
biggest
challenge
isn't
asking
their
managers
to
give
employee
schedules.
B
It
is
the
shortage
of
qualified
workers
that
is
making
scheduling,
challenging
for
them,
and
we
could
do
better
job
in
delivering
workers
through
our
workforce
system.
They
have
no
problem
with
doing
two
weeks,
let
alone
one
month
of
scheduling
and
the
final
industry,
which
is
a
locally
owned
retailer
that
has
multiple
locations
in
Philadelphia
said
they
already
do
it.
They
are
a
Philadelphia
company,
they
are
growing
and
they
do
it
with
scheduling
software.
So
you
know
I,
think
that
the
question
of
people
being
able
to
say
that
this
is
a
cost
to
business.
B
Businesses
will
save
money
by
decreasing
turnover,
but
the
more
important
question
for
us
here
is
the
loss
of
child
care
resources.
When
parents
do
not
a
predictable
child
care
work
schedules,
they
can
a
predictable
child
care,
it
costs
them
money.
One
worker
already
talked
about
being
late,
but
you
can't
maintain
your
state
subsidy
for
child
care.
If
your
hours
fluctuate
radically
weekly
by
week,
we
say
to
poor
people
go
get
a
job,
that's
the
pathway
out
of
poverty
for
those
mothers.
B
A
G
Thank
you:
apologies
for
being
late,
chair,
greenly
and
chair
vice-chair
green
and
members
of
the
committee.
Thank
you
for
having
me
here
today
to
speak
in
support
of
bill.
One
eight
zero,
six,
four
nine.
My
name
is
on
a
ship
and
I'm.
The
executive
director
of
the
sustainable
business
network
of
Greater
Philadelphia
SPN
is
a
community
of
locally
owned
independently
held
businesses
who
practice
every
day
the
triple
bottom
line.
G
Every
day
our
members
implement
policies
and
practices
that
prove
a
business
can
be
successful
while
providing
strong
benefits
to
their
employees
and
communities
and
protecting
the
environment.
Sbn
brings
together
these
business
leaders
to
exchange
learnings
and
best
practices
and
to
advocate
in
favor
of
a
just
green
and
thriving
economy
in
our
region
for
work
week.
Policies
provide
benefits
to
both
employers
and
employees.
Research
has
shown
that
businesses
who
implement
these
policies
have
seen
higher
profits,
reduce
turnover,
lower
rates
of
absenteeism
and
improved
worker
performance,
an
example
in
from
the
Center
for
popular
democracy.
G
The
xix
gap
stores
that
participated
in
a
study
on
stable,
stable
schedules
earned
an
additional
2.9
million
dollars
in
revenue
over
an
eight
month
period
and
increased
sales
by
an
average
of
seven
percent,
which
is
three
more
times
the
average
yearly
sales
increase
that
most
retailers
aim
for,
and
they
also
saw
five
percent
increase
in
labor
productivity,
stable
employees
are
happy
employees
and
they
work
harder
and
they
stay
longer.
Another
study
found
that
providing
employees
with
enough
hours
to
live
on
significantly
reduced
turnover
which,
to
your
point,
can
also
cost
businesses
20%
of
annual
pay.
G
Employees
who
have
a
say
in
the
development
of
their
schedules,
are
compensated
fairly
for
short-term
changes
in
schedule
and
you
are
allowed
to
adequately
rest
between
shifts
are
more
engaged,
healthier
and
perform
better
than
those
do
not
as
the
poorest
big
city
in
this
country.
It
is
critical
that
we
implement
policies
that
support
an
equitable
and
inclusive
economy.
When
employers
treat
workers
as
the
assets,
they
are
workers
and
our
economy.
All
benefits.
G
Businesses
today
have
the
resources
necessary
to
shift
to
Fair,
Work,
Week
scheduling
and,
more
importantly,
there
are
clear
economic
benefits
for
both
workers
employ
and
employers.
And
again
we
see
this
every
day
within
our
membership.
I
commend
the
committee
for
taking
action
on
this
important
legislation
and
urge
you
to
vote
in
favor
of
this
bill
and
help
us
take
one
more
step
towards
the
just
green
and
thriving
economy
of
our
future.
Thank
you.
Thank.
A
L
T
A
We've
been
trying
to
get
every
organization
to
have
one
speaker
in
all
fairness
and
I
wanted
to
be
fair
to
the
other
people
that
we
only
allowed
one
two
so
I
think
really
only
if
we
can
have
one
from
Wendy's
and
one
from
Aramark
I
think
we
want
to
be
fair.
Okay,
all
right.
Whoever
would
like
to
speak.
Whoever
would
like
to
do
that
because
again,
I
cut
off
I
got
other
people
and
saying
they
could
not.
We
could
have
a
whole
lot
of
people
come
up
here
on
that
from
the
same
group.
M
Good
afternoon
to
all
my
name
is
Xavier
valise,
as
a
general
manager
of
the
Wendy's
restaurant
located
in
Queens
Village
New
York
I
have
faced
many
challenges
in
our
business
regarding
the
new
restricted
scheduling
law
that
was
passed
in
New
York
City
last
year,
I
worked
side-by-side
daily
with
my
entire
crew
team
and
management
team
together
and
have
met
our
business
goals
and
personal
growth
goals.
However,
as
of
November
26
2017,
the
scheduling
law
was
put
into
effect
and
a
lot
of
things
has
changed
and
have
hurt
employee
morale
and
the
flexibility
of
our
operation.
M
In
our
attire
team.
Before
this
law
we
had
a
flexible
family
culture
and
environment
in
our
restaurants.
If
a
crew
member
needed
to
change
their
schedule,
they
could
calling
a
bank
speak
to
a
manager
and
the
manager
could
make
a
change
to
their
schedule.
They
could
also
swap
a
shift
with
a
fellow
crew
member
and
advise
management
of
the
change,
and
then
management
will
update
the
schedule
now
with
a
new
law
crew
members
cannot
be
flexible
with
their
schedule
and
cannot
make
any
changes
at
last
minute
in
case
of
an
emergency.
M
It
causes
more
challenges
regarding
scheduling
and
making
sure
that
the
crew
member
have
the
required
hours
for
the
week.
I
had
an
employee
who
was
worried
about
being
late
for
her
shift
because
of
the
scheduling
law.
She
was
running
late
for
work
when
a
police
officer
pulled
her
over
and
gave
her
a
ticket.
She
came
into
the
work
crying
because
she
was
speeding,
wouldn't
clucking
late
and
get
a
notation
which
breaks
my
heart.
She
couldn't
have
worried
about
being
a
few
minutes
late,
for
her
shift
will
resort
in
a
write
up.
M
I
really
feel
that,
instead
of
protecting
our
crew
members,
it
is
making
things
worse
for
them.
We
have
similar
stories
of
high
school
students
and
crew
members
who
don't
know
in
advance
when
appointments
or
school
activities
will
arise
for
the
restricted
schedule.
In
long,
a
schedule
need
to
be
made
three
weeks
in
advance.
Sometimes
our
crew
member
have
to
miss
their
appointments
or
activity
because
they
know
they
are
responsible
to
work.
M
The
New
York
law
now
has
limited
our
ability
to
keep
those
teammates
previously
hired
employee
I
know
when
I
was
studying
this
business
I
was
a
student
working
part-time
for
three
years,
while
attending
college.
That
was
only
way
for
me
to
have
extra
money
to
pay
for
books,
clothes
and
lunch.
Money
storing
need
this
job,
but
they
also
need
flexibility
and
the
law
doesn't
allow
us
to
give
them
that
anymore.
The
working
bar
is
no
longer
a
family
fun
place
to
work.
Not
only
is
scheduling
a
concern.
M
There
is
so
much
documentation
and
paperwork
that
has
to
be
done
on
a
daily
basis.
Documentation
is
required
for
every
situation
for
lateness,
for
schedule,
change
for
staying
past
your
schedule,
time
for
wanted
to
live
early
due
to
bad
weather
or
being
able
to
come
into
work
because
of
bad
weather
for
being
sick
for
living
due
to
emergency.
M
Any
changes
to
the
crew
member
schedule
required
the
commutation
and
signature
from
the
crew
member
more
workload
and
pressure
are
added
in
we're.
Faced
with
a
possibility
of
losing
that
great
teammates,
we
now
have
a
city
law
that
prevents
employers
from
making
last-minute
decisions
for
the
well-being
of
their
staff
management
will
get
penalized
for
adjusting
or
calling
someone
in
to
work
in
order
to
retrieve
to
relieve
pressure
and
stress
from
those
that
I'll
be
invaluable
and
lawyer
to
their
job.
The
restricted
scheduling
has
been
extremely
hard
to
manage.
M
Teammates,
don't
feel
the
need
to
work
many
hours
anymore,
which
has
increased
the
number
of
cold
out
and
requests
to
live
early
and
management
has
to
document
these
changes
which
require
more
paperwork.
The
crew
member
feel
as
though
they
are
the
integral
of
their
job
and
jeopardy
management
has
explained
the
law
over
and
over
and
how
it
is
a
company
policy,
but
New
York
law,
but
the
crew
members
do
not
see
it.
This
way,
our
organization
has
a
culturing
is
being
jeopardized
by
this
new
law.
M
My
personal
opinion
is
that
business
will
not
survive
with
this
new
restricted
law,
so
our
crew
member
working
in
these
tense
atmosphere
will
seek
other
employment.
It
is
my
hope
that
Philadelphia
learns
from
this
mistake
that,
having
made
in
New
York
City,
our
crew
members
have
found
that
the
law
has
made
their
life
worse,
not
better.
We
lost
many
good
teammates
because,
while
there
enjoy
working
with
us,
they
needed
more
flexibility
with
a
schedule
and
were
longer
allowed
them
to
give
them.
M
That
console
has
an
opportunity
to
improve
this
bill
and
make
it
better
for
businesses
that
operate
in
the
city
and
for
worker
who
wants
the
flexibility
to
set
or
change
their
schedule
based
on
their
things
that
come
up
in
their
life.
I
hope
our
COO
members
in
Philadelphia
will
not
have
to
deal
with
the
problems
that
where
the
law
has
created
for
our
teammates
in
New
York.
Thank.
A
L
Good
afternoon,
chairman
I'm
Brian
Hastings
district
manager
at
iron
markets,
with
responsibility
for
Citizens,
Bank,
Park,
Lincoln,
Financial,
Field,
Wells
Fargo
and
the
Pennsylvania
Convention
Center.
Thank
you
for
the
opportunity
to
testify
on
bill
number
101,
806
49
our
mark
is
one
of
the
many
businesses
has
been
engaged
with
Councilwoman
Councilwoman
Jim
on
the
proposed
legislation.
Since
May
our
mark
has
participated
in
multiple
business,
roundtable
discussions
and
meetings
with
council,
woman,
Jim
and
other
members
of
council.
L
A
L
Amendments
acknowledge
and
preserve
the
bill's
core
goals,
while
balancing
compliance,
negative
impacts
to
employees
and
operations
at
every
one
of
these
roundtable
meetings
and
events.
Our
mark
has
raised
the
need
for
ticketed
events
exception
to
the
bill.
Language.
Implementing
such
an
exception
was
included
in
the
proposed
amendments
that
the
business
community
Coe
waste
around
and
provided
to
council
a
ticketed
event
exception
is
not
unprecedented.
The
recently
enacted,
Oregon
addictive
scheduling
law,
contains
just
such
an
exception.
The
contrast
Seattle
secured
scheduling
law
does
not
contain
the
exception
and
I
think
our
Mark's
experience
in
the
city.
L
It's
important
for
the
committee
to
understand,
as
it
considers
the
bill
I,
would
like
to
share
with
you
the
significant
difficulties
that
might
counterpart
with
responsibilities
for
the
Seattle
sports
entertainment
market
has
faced
since
the
city
has
passed.
A
very
similar
law
in
Seattle
iron
wok
provides
services
at
many
NCAA's
Yvette's
start
times
of
these
vents
are
not
always
announced
14
days
in
advance,
because
we
must
post
schedules
14
days
in
advance.
L
However,
we
have
to
guess
at
the
timing
of
the
events
when
we
guess
wrong,
which
is
most
of
the
time
we
owe
every
employee
working
that
event
an
hour
of
predictability
pay.
Similarly,
when
an
event
runs
longer
than
scheduled,
for
example,
a
football
game
going
into
overtime,
we
must
send
folks
running
through
the
stadium
to
secure
written
consent
from
each
employee
to
stay
longer.
Then
we
have
to
pay
each
employee.
We
who
chooses
to
stay
and
our
predictability
pay
there's
a
huge
administrative,
operational
and
financial
burden.
L
There
was
another
group
of
employees
have
been
heard
to
see.
I'd
only
be
hurt
in
Philadelphia.
The
bill
passes
in
its
current
form
boys,
who
want
to
work
more
hours.
This
is
ironic
because
perhaps
they
are
the
primary
group.
Both
laws
were
intended
to
help
in
Seattle,
we
are
now
forced
to
staff
every
covered
event,
location
from
a
Huskies
football
game
to
a
museum
gift
shop
as
leanly
as
possible
before
the
law
passed.
L
If
business
was
strong,
everyone
benefited
if
business
was
slow,
we
would
respond
by
giving
some
people
the
option
to
go
home
early
because
of
the
predictability
pay
requirements.
However,
that
is
no
longer
realistic
up
option
financially
now,
on
busy
days,
customer
service
and
revenue
suffer
employees
miss
out
on
shifts,
they
once
would
have
worked
and
they're
short-staffed
co-workers
have
to
work
harder.
Similarly,
before
the
law
passed,
we
would
often
allow
employees
eager
for
more
hours
to
stay
later
than
scheduled
and
help
after
an
event.
L
Now
we
have
to
turn
those
employees
down
because
an
extra
hour
at
the
end
of
an
event,
actually
costs
us
two
hours
of
pay
as
a
Councilwoman
proposed
to
amend
it
on
Friday
bill
number,
one,
eight,
zero.
Six,
four
nine
will
have
the
same
negative
impact
on
sporting
events
in
Philadelphia
business
reality
is
that
we
will
be
forced
to
staff
morally
need
to
avoid
predictability
pay.
This
would
be
a
particularly
irony
because
Aaron
marks,
thousands
of
workers
at
the
stadium
have
already
negotiated
their
own
solution
to
scheduling
through
their
unions.
L
The
collective
bargaining
agreements
between
iron
mark
and
those
employees
addresses
the
unique
aspects
of
our
business
and
strikes
a
balance
between
our
marks
operation
and
the
needs
of
its
employees.
If
we
send
an
employee
at
the
stadium's
home
are
already
then
scheduled.
This
is
slow,
he
or
she
is
still
guaranteed
to
be
paid
for
a
full
shift
when
a
Phillies
game
is
canceled
within
two
hours
of
game
time,
our
employees
still
receive
two
out
two
and
a
half
hours
of
pay.
L
Our
employees
at
the
Wells
Fargo
Center
allowed
to
call
out
from
schedule
shift
for
any
reason
or
no
reason
up
to
nine
times
per
season,
with
no
consequences.
These
are
only
a
few
of
the
examples
of
protections
built
into
our
CBA's.
After
many
rounds
of
careful
negotiations,
it
doesn't
make
any
sense
to
throw
out
this
custom-built
solution
in
favor
of
one-size-fits-all
approach.
In
closing,
I
would
ask
the
committee
to
carefully
consider
not
just
the
goals
of
the
bill
which
our
admirer
will.
Please
consider
the
actual
mechanics
of
it
and
the
unintended
consequences.
L
Those
mechanics
will
have.
Our
mark
in
the
business
community
have
been
careful
consideration
to
these
consequences
and
the
amendments
presented
to
Council
by
the
PR
la
do
much
to
mitigate
them,
while
preserving
the
primary
aims
of
the
bill.
Thank
you
for
the
opportunity
to
testify
Oh
bill,
one.
Eight,
zero,
six,
four:
nine!
If.
A
A
L
A
A
Miss
fields
I
think
your
name
is
Cole
first
you'd
like
to
go
first
or
whoever
right.
Okay.
At
this
point
and
I
appreciate
your
patience.
I
know
it's
been
almost
three
hours,
but
you
know
trying
to
move
it
fast
as
we
can
and
still
get
folks
and
get
the
point
across.
So
please
miss
fields,
please.
Okay,.
F
Afternoon
my
name
is
Vanessa
field
and
I
am
speaking
on
behalf
of
the
Philadelphia
Commission
for
women,
where
I
am
a
commissioner
and
the
co-chair
of
the
policy
and
Advocacy
Committee
I
also
represented
the
Commission
at
the
public
hearing
regarding
this
legislation
and
the
Commission
sponsored
a
town-hall
meeting
last
week
regarding
this
topic.
So,
as
you
can
see,
the
Commission
clearly
supports
this
very
important
piece
of
legislation.
F
The
Philadelphia
Commission
of
women
is
charged
with
promoting
civic
educational
and
economic
policies
for
women
and
providing
advice
and
recommendations
to
the
mayor
and
city
council
on
policies
and
programs
that
advance
equal
rights
and
opportunities
for
women
in
the
city,
unstable
work
schedules
primarily
impact
women
and
their
children.
The
Commission
thanks
Councilwoman
Ginn
for
her
leadership
and
crafting
legislation
that
addresses
unstable
work
schedules,
there's
been
allowed
to
talk
about
Philly's
increase
in
millennial
population
and
it's
building
boom.
However,
there's
one
title:
the
city
can't
shake
Philly
remains
the
poorest
large
city
in
the
United
States.
F
Most
of
these
poor
households
are
headed
by
women.
Most
of
these
women
work
in
retail
food
service
and
the
hospitality
industries.
These
industries
are
often
time
low,
paying
jobs
with
unstable
work
schedules,
unstable
work
schedules
exasperates
these
woman's
ability
to
effectively
address
their
own
health
needs
ability
to
parent
effectively
and
move
out
of
poverty.
This
legislation
will
enable
these
women
to
manage
their
lives
and
hopefully
move
out
of
poverty.
Imagine
manage
their
lives,
something
that
you
and
I
and
others
take
for
granted.
Every
day.
F
These
women
would
be
able
to
manage
their
lives
and
develop
a
plan
of
power
out
of
poverty.
They
could
obtain
their
GED
a
college
degree
or
other
training
that
would
enable
them
to
obtain
a
better
paying
job.
So
City
Council
members,
if
you
are
sincere
in
addressing
poverty
in
Philly,
if
you
want
to
get
rid
of
the
stigma
of
Philly
being
the
largest
port
city
in
America,
you
will
support
endorse,
vote
favorably
on
this
legislation
that
addresses
unstable
work
schedules.
Thank
you.
Thank.
B
Afternoon,
thank
you
as
City
Council
members,
two
of
you
for
the
opportunity
to
testify
today
on
bill
number
1806
449.
My
name
is
Nina
admin
and
I'm.
The
former
president
of
the
Philadelphia
chapter
of
the
National
Organization
for
Women
known
as
now,
and
currently
a
board
member
of
the
National
Board
of
now,
as
a
grassroots
arm
of
the
women's
movement,
now
is
dedicated
to
its
multi-issue
and
multi
strategy
approach
to
women's
rights
and
is
the
largest
organization
of
feminist
grassroots
activists
in
the
United.
B
States
now
advocates
for
a
wide
range
of
economic
justice
issues
affecting
women,
including
welfare
reform,
livable
wages,
job
discrimination,
pay,
equity,
housing,
Social,
Security
and
pension
reform
and
much
more
low
wages
can
make
it
hard
for
workers
to
support
themselves
and
their
families,
and
increasingly
women
make
up
the
majority
of
low-wage
workers.
However,
wages
are
not
the
only
problem.
The
collateral
damage
of
low-wage
work
are
the
scheduling,
challenges
and
their
consequences.
The
work
schedule
in
these
jobs
are
often
unpredictable,
unstable
and
inflexible.
B
Some
require
working
nights,
weekends
or
even
overnight,
and
many
offer
only
part-time
work.
Despite
many
workers
need
for
full
time
hours,
women
are
disproportionately
affected
by
this
problem,
since
they
have
significant
responsibilities
outside
the
job,
including
caregiving,
pursuing
education,
workforce
training
or
holding
down
a
second
job.
The
unpredictable
hours
and
volatile
income
has
a
deep
impact
on
childcare
and
its
effects
are
most
vulnerable.
Philadelphians,
our
babies,
low-wage
workers
ability
to
access
quality,
affordable
and
stable
childcare
is
often
compromised
by
challenging
work
schedules
with
unpredictable
weekly
schedules.
B
Childcare
becomes
an
ad
hoc
situation
cobbled
together
at
the
last
minute,
since
many
centers
require
caregivers
to
pay
a
weekly
or
monthly
fee,
regardless
of
how
often
the
child
attends
holding
a
spot
in
childcare,
centers
often
infeasible
for
workers
who
do
not
know
when
or
if
they
will
work
that
week.
Further
workers
with
unstable
schedules
may
not
qualify
for
childcare
subsidies
due
to
fluctuations
in
income
and
work
hours
to
qualify
in
Pennsylvania.
Parents
must
work,
20
or
more
hours
or
work
10
hours
or
go
to
school
for,
or
training
for
10
more
hours.
B
Relying
on
family
friends
and
neighbors
to
provide
childcare
as
most
workers
in
low-wage
jobs
must
do
is
complicated
by
the
fact
that
the
childcare
providers
may
also
be
balancing
an
unpredictable
part-time
work
schedule
at
their
own
jobs
with
providing
childcare.
In
one
studies,
forty
to
forty
to
sixty
percent
of
workers
who
reported
missing
work
due
to
childcare
problems,
also
reported
losing
pay
or
benefits
or
being
penalized
in
some
way.
B
Expanding
hours
for
the
underemployed
is
an
important
step
towards
helping
more
working
Philadelphians
move
out
of
poverty.
Although
this
legislation
would
help
all
low-wage
workers,
women
and
people
of
color
would
be
primary
primary
beneficiaries.
Women
are
still
the
primary
caregivers
of
young
children
who
makes
the
arrangements
for
childcare.
Medical
care.
Unpredictable
schedules
are
a
heavy
burden
for
women
trying
to
juggle
work
schedules.
I
would
like
to
thank
the
sponsors
of
this
bill.
Councilwoman
Jim,
Heenan,
quinones
Sanchez.
B
H
E
So
I
would
like
to
say
that
and
I'm
talking
to
community
members
everyday
and
even
my
co-chair,
who
was
co-chair
of
Southwest
chapter,
is
unable
to
come
to
meetings
and
unable
to
come
out
because
she
doesn't
get
her
schedule
until
the
Sunday
before
her.
We
start
so.
I
just
want
to
speak
to
that
as
well.
So
my
sister
states,
Here
I,
am
I,
am
one
out
of
73%,
of
Philadelphia
workers
and
in
this
sector
whose
family
experiences
chronic
stress
from
a
result
of
my
work
schedule,
other
other
than
working
I
couldn't
live.
E
I
had
no
time
to
go
to
doctors,
because
I
was
always
trying
to
pick
up
more
shifts
to
pay
bills.
If
I
didn't
have
enough
money
for
childcare
on
a
certain
day,
I
couldn't
go
back
to
work,
which
obviously
made
the
problem.
Worse.
I
even
tried
to
withhold
information
and
I
was
a
parent
in
job
interviews.
When
employees
hear
that
they
have
a
mom
employee,
they
side-eye
her
and
assume
that
if
they
give
her
50
or
more
hours,
she
won't
be
able
to
work.
E
She
won't
be
able
to
come
into
work
because
she
has
to
take
care
of
her
child.
But
if
moms
like
me
got
consistent
hours,
we
could
more
adequately
plan
for
whatever
may
come.
I'll
come
up
with
our
children.
Now
I
am
NOT
a
parent,
but
I
worked
several
retail
positions
and
I'm
just
here
to
say
that
from
people
that
are
speaking
on
behalf
of
college
students,
I
needed
a
prime
needed
a
predictable
schedule.
E
I
was
working
full
time
in
a
school
full
time
so
for
the
people
that
stood
here
today
and
said
that
college
students
love
flexibility,
no
I
was
like
me
and
other
college
students
who
actually
the
first
in
our
family
to
go
to
college,
are
holding
down
40
hours
a
week
and
also
trying
to
balance
a
schedule
in
college,
so
actually
college
students
need
a
schedule
that
they
can
rely
on.
So
that
makes
no
sense
at
all.
E
Seeing
my
sister
work
hard
endlessly
and
how
and
having
to
drop
out
of
college
to
take
care
of
my
five-year-old
niece
flaw
tears
to
my
eyes,
because
we've,
both
graduated
from
John
Bartram,
high
school
and
I,
was
able
to
graduate
from
Temple
University
and
a
lot
of
times
having
unpredictable,
predictable
scheduling.
Cost
me
my
jobs,
I
had
to
choose
between
going
to
class
or
going
to
work.
Like
I
said
I
graduated
from
John
Bartram
high
school,
the
school.
That
is
still
very
much
underfunded.
E
So,
if
they're
trying
to
engage
with
their
local
electors
and
if
they're
trying
to
come
out
to
community
meetings
and
find
about
to
find
out
about
what
is
being
voted
on
they're
unable
to
even
come
out
to
that,
because
they
don't
know
what
their
schedule
is
going
to
be.
If
we
want
to
have
a
Democratic
Society
here
in
Philadelphia,
and
we
want
to
have
constituents
who
are
on
up-to-date
about
what's
going
on,
we
have
to
support
them
in
their
work
as
well.
E
E
A
We,
if
there's
no
questions.
Thank
you.
Thank
you
all.
We
have
no
other
panelists.
That
will
conclude
our
public
hearing.
I.
Think
we've
heard
from
a
lot
of
people
here
today.
Okay,
on
both
sides,
we
will
go
into
a
public
meeting
and
we're
going
to
lay
that
meeting
and
just
hang
in
there.
Okay,
well
we're
gonna,
try
to
work
some
things
out
here:
okay,
so
we're
now
in
a
public
meeting.
Thank
you.
K
K
L
A
A
Trust
me
I
share
your
applause
as
I
stated
earlier.
We
are
in
a
public
meeting
of
the
committee
along
government
for
the
record.
We
have
a
quorum
with
councilman,
green
Councilwoman,
Jim,
councilman
bass,
councilman
O'neil
and
Councilman.
Oh,
so
we
well
above
the
quorum
level
that
we
have
worked
out
some
amendments
and
I'm
recognizing
the
sponsor
Councilwoman
Jim.
To
describe
briefly.
C
Among
the
changes
that
have
that
are
being
recommended
to
the
committee
are
a
phase
in
from
up
to
14
days,
a
ticketed
limited
change
in
exceptions
for
ticketed
events,
there's
been
a
minor
adjustment
to
the
length
of
clopin
ease
with
still
a
strong
protective
measure
in
place.
There
are
no
broad-based
exemptions
within
the
bill
and
that
there
is
an
exception
for
serious
and
documented
disciplinary
actions
from
predictability,
pay.
I
think
with
all
of
these
amendments
to
the
bill,
I
believe,
first
of
all,
I
want
to
thank
very
seriously
every
single
member
of
this
committee.
C
I
absolutely
want
to
thank
especially
chairman,
Greenlee
I,
want
to
thank
council
majority
leader,
Bobby
Heenan
vice
chair
Derek,
green
council
member
Cindy
bass,
Brian
O'neill,
David,
O,
Curtis,
Jones
jr.
for
all
being
engaged
and
thoughtful
about
what
is
an
appropriate
build
that
both
protects
our
employers
and
their
best
practices,
but
fundamentally
puts
us
a
huge
step
forward
in
ensuring
the
rights
of
workers
in
the
city
of
Philadelphia
and
I.
Want
to
thank
everybody
in
this
audience,
and
especially
my
colleagues
who
helped
make
this
possible
Thank.
A
A
T
A
Rude:
it's
been
moved
and
seconded
that
the
bill
be
reported
out
of
this
committee
with
a
favorable
recommendation
with
no
suspension
all
in
favor.
Also,
council
councilman
Jones
should
be
recorded
as
voting
aye.
As
previously
stated
any
opposed
opposed
count.
The
record
reflect
councilman,
O'neill
and
Councilman
o
vote
in
the
negative.
The
majority
voting
favorably
bill
number
one
806,
forty
nine,
as
amended
his
report
house
committee
with
a
favorable
recommendation.