>>> THANK YOU SO MUCH.
GOOD MORNING.
APRIL 12, 2022 MEETING OF THE
PUBLIC SAFETY AND HUMAN SERVICES
COMMITTEE WILL COME TO ORDER.
IT IS NOW 9:30 A.M.
I'M LISA HERBOLD, CHAIR OF
THE COMMITTEE.
WILL THE CLERK PLEASE CALL THE
ROLL.
>> MEMBER MOSQUEDA.
>> PRESENT.
>> COUNCIL MEMBER NELSON.
>> THANK YOU, COUNCIL MEMBER
NELSON.
COUNCIL MEMBER PEDERSEN.
>> PRESENT.
>> VICE CHAIR LEWIS.
AND CHAIR HERBOLD.
>> HERE.
>> WE HAVE FOUR PRESENT.
>> THANK YOU SO MUCH.
SO ON TODAY'S AGENDA WE'LL HEAR
FOUR ITEMS.
THE FIRST WILL BE
AN UPDATE FROM THE SEATTLE
DEPARTMENT ON THE STATEMENT OF
LEGISLATIVE INTENT, SLI
CBO-013-A-002 ON CITY WIDE
HIRING INCENTIVES.
WE ORIGINALLY HAD CW HARRELL,
BUT SHE IS UNABLE TO PRESENT, SO
WE WILL HAVE THE INTERIM
DIRECTOR OF THE DEPARTMENT OF
HUMAN RESOURCES KIMBERLY LOVING.
THANK YOU SO MUCH FOR JOINING US
ON SHORT NOTICE.
WE ALSO WILL HEAR AN UPDATE FROM
JUDGE GREGORY ON THE SEATTLE
COURT PROBATION EVOLUTION 2022
UPDATE.
AND WE'LL BE HEARING FROM CHIEF
DIAZ ON A STATEMENT OF
LEGISLATIVE INTENT FROM THE
COUNCIL, SPD-018-A-001.
THIS STATEMENT OF LEGISLATIVE
INTENT ASKS THE DEPARTMENT TO,
SEATTLE POLICE DEPARTMENT, TO
REPORT ON THEIR POSITION ON
SEVERAL FEDERAL TASK FORCES.
YOU'LL SEE THAT MUCH OF THE WORK
OF THESE TASK FORCES IS AN
OUTCOME OF REMOVING GUNS FROM
PEOPLE WHO SHOULD NOT HAVE THEM,
AMONG OTHER OUTCOMES.
I AM REALLY THINKING TODAY OF
HOW GRATEFUL I AM FOR THIS WORK
ON THE MORNING AFTER A MASS
SHOOTING IN A BROOKLYN SUBWAY.
LASTLY WE'LL HEAR FROM SEATTLE
CENTRAL STAFF ON THE COUNCIL
BILL 120294, THE FIRST BILL IN
THE POLICY PACKAGE WHICH
ADDRESSES MINIMUM PAY
TRANSPARENCY AND FLEXIBILITY FOR
GIG WORKERS AND CONTRACT WORKERS
WHO ARE NOT PROTECTED BY OUR
OTHER LABOR LAWS.
I WANT TO NOTE THAT COUNCIL
MEMBER LEWIS HAS JOINED THE
MEETING.
WELCOME, COUNCIL MEMBER LEWIS.
THANK YOU FOR BEING HERE WITH US
THIS MORNING.
AND WE WILL NOW APPROVE OUR
AGENDA FOR OUR COMMITTEE MEETING
THIS MORNING.
IF THERE'S NO OBJECTION, TODAY'S
AGENDA IS APPROVED.
HEARING NO OBJECTION, TODAY'S
AGENDA IS ADOPTED.
AT THIS TIME WE WILL TRANSITION
INTO PUBLIC COMMENT.
IN ORDER TO HAVE AS MANY
SPEAKERS AS POSSIBLE TESTIFY
THIS MORNING, IF THERE ARE NO
OBJECTIONS I WILL SUSPEND THE
RULES TO ALLOW ADDITIONAL
COMMENT FOR AN ADDITIONAL 30
MINUTES OF PUBLIC COMMENT.
HEARING NO OBJECTIONS, PUBLIC
COMMENT HAS BEEN EXTENDED.
I WILL MODERATE THE PUBLIC
COMMENT PERIOD IN THE FOLLOWING
MANNER: BECAUSE OF THE NUMBER
OF SPEAKERS SIGNED UP TO TESTIFY
THIS MORNING, EACH SPEAKER WILL
BE GIVEN ONE MINUTE TO SPEAK.
I WILL CALL ON EACH SPEAKER BY
NAME IN ORDER, WHICH THEY
REGISTERED ON THE COUNCIL'S
WEBSITE.
IF YOU HAVE NOT YET REGISTERED
TO SPEAK BUT WOULD LIKE TO DO
SO, YOU CAN SIGN UP FOR THE END
OF THE COUNCIL'S HEARING BY
GOING TO THE WEBSITE.
IT IS
LISTED ON THE AGENDA.
ONCE I CALL ON THE SPEAKER, YOU
WILL HEAR A PROMPT AND ONCE
YOU'VE HEARD THAT PROMPT, PLEASE
HIT STAR 6 TO UNMUTE YOURSELF.
PLEASE BEGIN SPEAKING BY STATING
YOUR NAME AND THE ITEM WHICH YOU
ARE ADDRESSING.
SPEAKERS WILL HEAR A CHIME WHEN
10 SECONDS ARE LEFT OF THEIR
ALLOTTED TIME.
AND ONCE A SPEAKER HEARS THAT
CHIME, WE ASK THAT YOU BEGIN TO
WRAP UP YOUR PUBLIC COMMENTS.
IF THE SPEAKERS DO NOT END THEIR
PUBLIC COMMENT AT THE END OF THE
ALLOTTED TIME PROVIDED, THE
SPEAKER'S MIKE WILL BE MUTED
AFTER 10 SECONDS TO ALLOW US TO
HEAR FROM THE NEXT SPEAKER.
ONCE YOU'VE CONCLUDED YOUR
COMMENT, PLEASE DISCONNECT FROM
THE LINE, AND IF YOU PLAN TO
CONTINUE FOLLOWING THIS MEETING,
YOU CAN DO SO VIA THE SEATTLE
SITE OR THE LISTENING OPTIONS
LISTED ON THE AGENDA.
WE HAVE 46 PEOPLE SIGNED UP FOR
PUBLIC COMMENT.
AND, AGAIN, I WILL READ NAMES
INTO THE RECORD ONE AT A TIME.
OUR FIRST SPEAKER IS HOWARD
KELL, AND HOWARD WILL BE
FOLLOWED BY DANIELLE ARODA.
HOWARD?
>> GOOD MORNING.
HOWARD GEL, DISTRICT 7,
COMMENTING ON OUR FAILED POLICE
ACCOUNTABILITY SYSTEM.
IT IS NOW OVER EIGHT MONTHS
SINCE CAL AND VICK AT THE SOUTH
SEATTLE PUBLISHED HER PIECE
ABOUT CORRUPTION YET WE KNOW OF
NO ACTION TAKEN BY THE COUNCIL
TO ADDRESS THESE FINDINGS AND NO
FINDINGS OF AN INDEPENDENT
INVESTIGATION.
WE'VE BECOME SO INURED TO A CITY
COUNCIL THAT DOESN'T RESPOND AND
NEVER -- A BEHAVIORAL HEALTH
CRISIS AND MURDERED BY THE SPD.
THEY HAVE NOT ONLY DISPLAYED
GROSS INDIFFERENCE AT THE
FAILINGS OF OUR ACCOUNTABILITY
SYSTEM, GONE TO GREAT LENGTHS TO
DEFEND ITS FAILINGS.
I CONGRATULATE THE SEATTLE HUMAN
RIGHTS COMMISSION BY VOTING
OVERWHELMING LAST WEEK TO SEEK
AMICUS STATUS IN THE POLICE
CONSENT DECREE FEDERAL COURT
CASE IN ORDER TO ACCURATELY
REPRESENT TO THE COURT WHAT IS
ACTUALLY HAPPENING IN SEATTLE.
>> THANK YOU.
OUR NEXT SPEAKER IS DANIELLE
ALVARADO AND DANIELLE WILL BE
FOLLOWED BY LA CRECHEA HAROLD.
>> I AM HERE TO EXPRESS OUR
STRONG SUPPORT FOR THE PAYUP
POLICY WHICH WILL PROVIDE GREAT
SUPPORT TO THOSE EXCLUDED FROM
THE LABOR STANDARDS.
ANY INCLUSION OF -- EXCLUSION
WILL -- SINGLE PARENTS.
NO ONE SHOULD BE WORKING FOR
LESS THAN MINIMUM WAGE IN
SEATTLE IN 2022.
PASSING THIS POLICY IS A RACIAL
JUSTICE ISSUE WHICH IS WHY ONE
AMERICA AND SMALLER COMMUNITY
SERVICES HAVE ENDORSED IT.
SEATTLE RESTAURANTS UNITED
SUPPORT IT BECAUSE THEY AGREE
THAT PROVIDING BASIC PROTECTION
TO GIG WORKERS IS CRITICAL TO
SHARING AN EQUITABLE LABOR
RECOVERY.
THIS IS A YEAR LONG STAKEHOLDER
PROCESS.
WORK HAS BEEN DONE.
TIME FOR ACTION.
LET'S MAKE WORKER EXCLUSIONS A
THING OF THE PAST.
THANK YOU.
>> THANK YOU.
OUR NEXT SPEAKER IS TALISHA
HAROLD AND SHE WILL BE FOLLOWED
BY MOLLY GOLD.
TALISHA.
>> HELLO.
THIS IS TALISHA HAROLD.
THANK YOU FOR HEARING ME.
I STARTED DOING GIG WORK IN --
BECAUSE MY WORK SHUT DOWN
BECAUSE OF THE PANDEMIC.
AT FIRST GIG WORK WAS MY
FULL-TIME EMPLOYMENT, BUT AS I
SAW HOW EASILY SHOPPERS WERE --
WITHOUT ADEQUATE REVIEW AND
APPEAL PROCESS AND UNFAIR PAY,
UNCONSISTENT PAY, UNTRANSPARENT
PAY, I DECIDED TO START MY OPEN
SHOPPING BUSINESS.
I STILL DO SOMETIMES SHOP MY
INSTACART IN MY OPEN WINDOWS,
BUT IT REALLY SHOULDN'T -- NOT
EVERY GIG WORKER SHOULD HAVE TO
START THEIR OWN BUSINESS SO THAT
THEY CAN ENSURE THAT THEY'RE
GOING TO BE TREATED FAIRLY BY
OPPORTUNITY, PAY, AND
TRANSPARENCY.
THANK YOU.
>> THANK YOU.
OUR NEXT SPEAKER IS MOLLY KALIN,
AND MOLLY WILL BE FOLLOWED BY
LEAF GARING.
MOLLY?
>> MOLLY, REMEMBER TO PRESS STAR
6.
THERE YOU GO.
>> GOOD MORNING.
AND THANK YOU FOR THE
OPPORTUNITY TO PROVIDE PUBLIC
COMMENT TODAY ON THE PAYOUT
POLICY.
FOR THE RECORD MY NAME IS MOLLY
JONES AND I'M THE VICE PRESIDENT
OF PUBLIC POLICY AT WTIA,
DEDICATED TO EMPOWER DRIVING
COMMUNITIES.
COMPANIES ENABLE ECONOMIC
FUNCTIONS FROM FOOD AND GROCERY
DELIVERY THAT HAVE PROVIDED A
LIFELINE DURING THE PANDEMIC, TO
CHILDCARE AT A TIME WHEN OUR
CITY IS STRAINED TO PROVIDE
RESOURCES FOR PEOPLE TO GET BACK
TO, WOULD.
WORKER EARNINGS IF IMPACTED
POORLY CAN AFFECT WORKERS,
CUSTOMERS, AND WORKERS.
WE ARE CONCERNED THAT THIS FAILS
TO INCORPORATE STAKEHOLDER
CONSIDERATIONS AT THE FOREFRONT
OF THE POLICY.
FOR EXAMPLE, WTIA RECENTLY
PARTNERED WITH LABOR UNIONS AND
OTHERS TO NEGOTIATE THE FIRST IN
THE COUNTRY STATEWIDE REGULATION
OF APP-BASED RIDE SHARING
COMPANIES.
THIS COOPERATION IS NOT ONLY
POSSIBLE IN SEATTLE, IT IS
NECESSARY FOR SUCH A COMPLEX
TOPIC.
WE WOULD BE HAPPY --
>> THANK YOU SO MUCH.
OUR NEXT SPEAKER IS LEAF GARING,
FOLLOWED BY ORLANDO SANTANA.
LEAF?
?
>> LEIF, REMEMBER TO PRESS STAR
6 TO UNMUTE YOURSELF.
>> STILL SEEING ON MUTE THERE.
HIT STAR 6 IF YOU'RE WITH US.
LEIF, STAR 6, IF YOU COULD
HIT STAR 6 SO WE CAN HEAR YOU.
CALLING ONE MORE TIME FOR
LEIF GARING.
ALL RIGHT.
WE WILL TRY TO COME BACK,
MR. GARING.
ORLANDO SANTANA IS SHOWING IS
NOT PRESENT.
SO WE'LL GO DOWN TO MAGNOLIA
CLEW, AND WILL BE FOLLOWED BY
JUSTIN HIRE.
MAGNOLIA?
>> THANK YOU FOR YOUR TIME.
MY NAME IS MAGNOLIA.
I'M A GIG WORKER IN SEATTLE AND
I'M HERE BECAUSE I REPORT THE
PAYUP POLICY AND I WANT TO SEE
ACTION ON IT NOW.
I STARTED DOING GIG WORK IN 2020
AFTER MY JOBS AND AFTER SCHOOL
PROGRAMS.
I STARTED DOING JOBS ON TASK
GRAB IT.
I USED TASK GRAB IT TO FILL THE
BEGAN AND I RELY ON IT FOR
STEADY WORK.
THIS WAS MY ONLY SOURCE OF WORK.
I WANT CITY COUNCIL TO KNOW THAT
THIS ISN'T A SIDE GIG.
I'M NOT DOING THIS TO BUY A PS5.
I'M DOING THIS TO BUY FOOD, PAY
RENT, SURVIVE.
IT DOESN'T GIVE ME A BUDGET FOR
MUCH ELSE, ESPECIALLY NOT TO
BUILD UP SAVINGS.
TASK GRAB IT CONTROLS MARKET
RATES BY SUGGESTING WHAT YOU
SHOULD CHARGE FOR YOUR WORK AND
WARNING IF YOUR RATE IS TOO
HIGH.
THIS IS FAR BELOW MINIMUM WAGE
AND EVEN BEFORE EXPENSES THIS IS
FAR BELOW A LIVING WAGE.
WE'RE STUCK BETWEEN A ROCK AND A
HARD SPOT BASIC --
>> THANK YOU, MAGNOLIA.
OUR NEXT SPEAKER IS JUSTIN HIRE
AND JUSTIN WILL BE FOLLOWED BY
BRIAN RODRIGUEZ.
JUSTIN?
>> GOOD MORNING.
MY NAME IS JUSTIN HIRE AND I'M
THE DIRECTOR OF GOVERNMENT
AFFAIRS FOR THE SAME DAY
DELIVERY PLATFORM.
I'M CALLING TO SPEAK ON ITEM NO.
4.
THE BUSINESSES THAT MAKE UP THE
SHARING ECONOMY OPERATE IN
DIFFERING WAYS, WAYS THAT FIT
THE UNIQUE CUSTOMERS AS WELL AS
THOSE THAT SEEK OUT EARNING
OPPORTUNITIES.
IT DOES NOT ACCOUNT FOR THESE
BUSINESS MODELS, CREATING
ADDITIONAL BARRIERS THAT
ULTIMATELY DRIVE DOWN THE
OPPORTUNITIES AVAILABLE TO THEM.
THIS LEGISLATION TALKS ABOUT
FLEXIBILITY, SOMETHING WE CARE
DEEPLY ABOUT.
IT'S WORTH NOTING THAT 75% OF
OUR WORKERS, NATURALLY THOSE WHO
WORK -- WE PROVIDE SHOPPERS WITH
THE INFO THEY NEED TO MAKE
DECISIONS ON WHICH OFFERS ARE
BEST FOR THEM INCLUDING THE
LOCATION, THE ESTIMATED TIME TO
TAKES TO COMPLETE AN OFFER AND A
PAY ESTIMATE OUTLINING EVEN
MINIMUM THEY WILL MAKE ON THAT
JOB.
RUNNING OUT OF TIME, SO PLEASE
REVIEW THE COMMENTS I SENT OVER
YESTERDAY.
HAPPY TO DISCUSS.
THANK YOU FOR YOUR TIME.
>> OUR NEXT SPEAKER IS BRIAN
RODRIGUEZ AND BRIAN WILL BE
FOLLOWED BY MARIA HERNANDEZ.
BRIAN?
>> HI.
MY NAME IS BRIAN RODRIGUEZ AND
I'M A DASHER BASED IN SEATTLE.
I AM WORKING TO SAVE ENOUGH TO
GO BACK TO SCHOOL WITHOUT HAVING
TO DEPEND ON PARENTS AND FAMILY.
DASHER HAS MADE IT POSSIBLE TO
REMAIN FINANCIALLY FREE ALL
WHILE MAKING IT TO CLASS ON TIME
AND NOT HAVING TO CHOOSE BETWEEN
MY EDUCATION AND MAKING MONEY
HAS MADE IT EASIER AND I WANT IT
TO STAY THAT WAY.
I STAND BEFORE YOU TODAY BECAUSE
I WORRY THAT THE CURRENT PAYUP
PROPOSAL IS PROBLEMATIC.
IF WE'RE TRYING TO PASS A
PROPOSAL TO HELP DASHERS, I WANT
TO KNOW THAT OUR LEGISLATORS
HAVE DONE EVERYTHING NECESSARY
TO MAKE SURE IT HELPS US, NOT
HURTING US.
I ASK YOU TO TAKE MORE TIME SO
YOU CAN BETTER UNDERSTAND THE
CONCEPTS OF THIS PROPOSAL BEFORE
PASSING IT.
THANK YOU SO MUCH FOR YOUR TIME.
>> THANK YOU.
NEXT SPEAKER IS MARIA RODRIGUEZ,
FOLLOWED BY ALLISON FORD.
MARIA.
>> I UNDERSTAND MARIA ACTUALLY
NEEDS INTERPRETATION SERVICES,
SO IF PATTY CAN BE UNMUTED AS
WELL.
>> THANK YOU SO MUCH.
>> MARIA, WE NEED YOU TO HIT
STAR 6 TO UNMUTE YOURSELF.
THERE WE GO.
>>
[ SPEAKING IN SPANISH ].
>> HELLO.
GOOD MORNING.
THANK YOU FOR LISTENING TO US.
MY NAME IS MARIA HERNANDEZ AND I
WORK FOR DOOR DASH.
>>
[ SPEAKING IN SPANISH ].
>> WE NEED TO HAVE A POLICY SO
WE CAN LIVE WITH MORE DIGNITY.
>>
[ SPEAKING IN SPANISH ].
>> I STARTED DOING GIG WORK IN
2019 BECAUSE I NEED FLEXIBILITY
TO TAKE CARE OF MY CHILDREN AND
BECAUSE I STARTED ATTENDING
COLLEGE.
>>
[ SPEAKING IN SPANISH ].
>> LOW TIPS AND EXPENSES ON MY
OWN VEHICLE.
>>
[ SPEAKING IN SPANISH ].
>> NOT EVEN MENTIONING THE
HIGH PRICES OF GAS.
>>
[ SPEAKING IN SPANISH ]
>> I AM LIVING IN POVERTY EVERY
DAY WITH NO HOPE IN SIGHT.
I GO TO FRIENDS AND FAMILY FOR
MONEY TO COVER BILLS AND STILL
CANNOT PAY ON TIME.
>>
[ SPEAKING IN SPANISH ].
>> AT ANY MOMENT WE CAN BE
WITHOUT A HOME.
>> THANK YOU.
OUR NEXT SPEAKER, ALSO OUR
TRANSLATOR BEING WITH US, OUR
NEXT SPEAKER IS ALLISON FORD AND
ALLISON WILL BE FOLLOWED BY
MCKENZIE ORR.
ALLISON, YOU DO NEED TO HIT
STAR -- THERE YOU GO.
>> OH, THANK YOU.
GOOD MORNING.
THANK YOU, COUNCIL MEMBER,
MEMBERS OF THE COMMITTEE.
MY NAME IS ALLISON FORD AND I AM
THE PUBLIC POLICY MANAGER FOR
UBER IN SEATTLE.
I AM PROVIDING PUBLIC COMMENT
TODAY WITH DEEP CONCERN FOR THE
PAYUP LEGISLATION AS IT IS
CURRENTLY DRAFTED.
UBER IS SUPPORTIVE OF A DRIVER
EARNING STANDARD POLICY, HOWEVER
THIS EARNING STANDARDS FORMULA
IS SO COMPLEX AND COSTLY THAT IT
WILL LEAD TO A SIGNIFICANTLY
MORE EXPENSIVE SERVICE.
IT HAS BEEN DRAFTED WITH NO
INDEPENDENT RESEARCH TO IDENTIFY
THE COST TO RESTAURANTS AND
CONSUMERS OR WHAT IMPACT IT WILL
HAVE ON DRIVER EARNING
OPPORTUNITIES.
OUR MODELLING ESTIMATES THAT
THIS STANDARD WOULD RESULT IN
THE LOSS OF THOUSANDS OF UBER
EATS ORDERS A WEEK, WHICH
ULTIMATELY HURTS SMALL
BUSINESSES, REDUCES WORK
OPPORTUNITIES FOR PLATFORM
DRIVERS, AND LIMITS ACCESS TO
DELIVERY SERVICES FOR
COMMUNITIES THAT RELY ON THEM.
WE REQUEST THAT COUNCIL
RECONSIDER THIS IMPORTANT
LEGISLATION BY TAKING THE TIME
TO FULLY UNDERSTAND THE MANY
POTENTIAL UNINTENDED
CONSEQUENCES.
>> THANK YOU SO MUCH.
OUR NEXT SPEAKER IS MACKENZIE
ORR, AND MACKENZIE WILL BE
FOLLOWED BY JAMES THOMAS.
>> HI.
MY NAME IS MACKENZIE, I WORK ON
THE GIG FROM INSTACART.
I STARTED DOING GIG WORK IN 2020
BECAUSE OF AN AUTOIMMUNE
CONDITION THAT MADE IT HARD TO
COMMIT TO A 40-HOUR WORKWEEK.
I'M SPEAKING TODAY BECAUSE GIG
WORKERS LIKE ME ARE TIRED OF
BEING TAKEN ADVANTAGE OF BY
MULTI MILLION DOLLAR COMPANIES.
WE ARE LOW WAGES AND UNFAIR
BUSINESS PRACTICES.
TO ME ANY EMERGENCY THAT MAY
ARISE MAY BE DEVASTATING.
A FLAT TIRE OR HEALTH ISSUE MAY
MEAN POSSIBLE HOMELESSNESS.
I'VE HAD CAR ACCIDENTS, INJURIES
FROM CARRYING EXTREMEY HEAVY
GROCERY AND DENIAL OF MY CLAIMS
BECAUSE NO ONE KNEW WHAT THE
SEATTLE ORDINANCE WAS FOR TWO
YEARS INTO IT.
WE NEED THE PAYUP POLICY NOW
BECAUSE GIG WORKERS DESERVE
PROTECTION.
THESE COMPANIES MAKE BILLIONS
AND THEY BENEFIT FROM GIG
WORKERS NOT HAVING A VOICE.
THEY ARE TAKING SERIOUS
ADVANTAGE OF PEOPLE AND GIG
COMPANIES --
>> THANK YOU SO MUCH.
OUR NEXT SPEAKER IS JAMES
THOMAS.
FOLLOWED BY MACKENZIE CASE.
JAMES THOMAS, THEN MACKENZIE
CASE.
>> GOOD MORNING.
MY NAME IS JAMES THOMAS.
I'M A GIG WORKER AND I'M HERE
BECAUSE WE NEED THE PAYUP POLICY
NOW.
I RECEIVE A SMALL BUSINESS LOAN
THAT IS COMING THROUGH SOON.
I BORROWED THE MONEY BASED ON
BEING PAID AT 94 CENTS A MILE BY
POST MATES THE DAY THAT I SIGNED
THE LOW AGREEMENT.
NOW THE PAY HAS BEEN REDUCED BY
OVER 22 CENTS PER MILE.
UNLIKE RESTAURANTS AND OWNERS, I
DON'T HAVE THE ABILITY TO RAISE
THE PRICES ON MY MENU.
I HAVE NO CHOICE BUT TO PAY THE
LOAN BACK OR A LONGER TIME TO
STRUGGLE TO FIT IT IN MY BUDGET.
AS DEFINED BY THE CITY OF
SEATTLE, GIG OWNERS ARE SMALL
BUSINESS OWNERS, TOO.
YOU SHOULD UNDERSTAND THE NEED
TO CHARGE ENOUGH FOR WHAT YOU
SELL TO MAKE A PROFIT.
RIGHT NOW GIG PAY IS SO LOW THAT
AFTER OUR EXPENSES WE EARN NEXT
TO NOTHING.
LARGE CORPORATIONS ARE MAKING
MONEY HAND OVER FIST AND THEY
DON'T OWN THE CARS OR HAVE THE
EXPENSES TO MAKE THE BUSINESS
GO.
>> THANK YOU SO MUCH.
OUR NEXT SPEAKER IS MACKENZIE
CASE FOLLOWED BY -- MACKENZIE?
>> GOOD MORNING.
MY NAME IS MACKENZIE CHASE AND I
AM THE POLICY DIRECTOR AT THE
SEATTLE METRO CHAMBER OF
COMMERCE.
I'M HERE TO SPEAK ABOUT
SPD-018-A-001 TO GIG WORKERS.
I'M HERE TO MAKE SURE THEY MAKE
A COMPETITIVE WAGE AS WELL AS TO
ACCESS BENEFITS LIKE THE STATE
LEGISLATION HB2076 WHICH ALLOWS
TNC DRIVERS TO ACCESS BENEFITS.
CHAMBER STRONGLY URGES YOU TO
TAKE THE NECESSARY TIME TO CRAFT
BALANCE AND THOUGHTFUL
LEGISLATION TO ACHIEVE THESE
GOALS.
AS CURRENTLY DRAFTED THIS
LEGISLATION COULD APPLY TO
DIVERSE BUSINESS MODELS FROM PET
CARE TO FOOD DELIVERY.
THESE BUSINESSES INCLUDE APPS IN
WHICH WORKERS SET THEIR OWN
RATES AND ACCESS SCHEDULED
SERVICES IN BLOCKS AS OPPOSED TO
INDIVIDUAL DELIVERIES AND JOBS.
THE VARIETY IN BUSINESS MODELS
AND WORK NECESSITATE THAT
DEFINITIONS AND CONCLUSIONS HAVE
TO BE CAREFULLY DRAFTED.
WE ALSO URGE CITY COUNCIL TO
STUDY AND ADDRESS UNINTENDED
HARMFUL CONSEQUENCES FOR LOW
INCOME RESIDENCES.
FOR EXAMPLE SOMEONE WITH LIMITED
MOBILITY.
>> THANK YOU.
NEXT SPEAKER IS CARRIE HERTAG.
CARRIE WILL BE FOLLOWED BY
HERBANE.
CARRIE?
LISTED AS NOT PRESENT.
WELL GO DOWN TO CADANE BANE,
FOLLOWED BY ASHLEY SUTTON.
CADANE?
YOU'LL NEED TO HIT STAR 6,
PLEASE, SO WE CAN HEAR YOU.
FREEZE FROMS .
LET'S TRY AGAIN.
>> CAN YOU HEAR ME?
>> YES.
WE CAN HEAR YOU.
>> MY NAME IS -- I'M WITH THE
PAY APP CAMPAIGN.
SO WE ARE STRONGLY ASKING THE
COUNCIL MEMBERS TO PUT INTO
CONSIDERATION THE HIDDEN
CONSEQUENCES WHICH IS PUTTING
TOO MUCH PRESSURE ON THE PEOPLE
WHO ARE WORKING WITH THE GIG
WORKERS.
SO THE GIG COMPANIES, THEY JUST
MAKE ALL THE MONEY, BUT THE GIG
WORKERS, THEY DON'T MAKE THAT
MUCH.
SO NOW, AS WE SEE, THE LIVING
STANDARD BETWEEN THE RICH AND
THE POOR IS GETTING WIDER AND
WIDER.
SO THE COUNCIL MEMBERS SHOULD
UNDERSTAND THE SITUATION AND
THEY SHOULD -- ESPECIALLY THE
MIDDLE CLASS IN THIS COMPANY HAS
TO CONTINUE.
SO FOR THAT MATTER THE COUNCIL
MEMBERS SHOULD UNDERSTAND ALL
THE CONSEQUENCES, ALL THE
PROBLEMS, WHAT WE'VE SEEN IN THE
CITY OF SEATTLE, SO FOR THAT
MATTER WE ARE ASKING TO PASS
THIS LEGISLATION.
ABOUT ALL THANK YOU COUNCIL
MEMBERS FOR YOUR TIME AND LOOK
INTO THESE MATTERS AND --
>> THANK YOU SO MUCH.
OUR NEXT SPEAKER IS ASHLEY
SUTTON.
ASHLEY WILL BE FOLLOWED BY
MELISSA WATTS.
.
>> GOOD MORNING.
I AM THE EXECUTIVE DIRECTOR FOR
SEATTLE NORTHWEST AND HERE TO
SPEAK TO THE PAYUP PROPOSAL.
TECH NET REALIZES THE NEED FOR
ACCESS TO -- WORK.
-- UNDEREMPLOYMENT TO GAIN
ACCESS TO WORK ON DEMAND HOWEVER
THIS PROPOSAL HAS BEEN DRAFTED
WITHOUT A SINGLE PIECE OF
RESEARCH TO SUPPORT IT SO IT IS
UNCLEAR WHAT THE IMPACTS MIGHT
BE ON BUSINESSES, GIG WORKERS,
OR THE COMMUNITY.
WE ARE CONCERNED THAT IT COULD
HAVE NEGATIVE CONSEQUENCES LIKE
HIGHER PRICES FOR CONSUMERS,
DRIVERS.
WE RESPECTFULLY ASK FOR THE
COUNCIL TO TAKE THE TIME TO
FULLY STUDY THE IMPACT OF THE
PROPOSAL BEFORE MOVING FORWARD.
THANK YOU FOR YOUR TIME.
>> THANK YOU.
NEXT SPEAKER IS MELISSA WATTS
AND MELISSA WILL BE FOLLOWED BY
DAVID HAYNES.
.
>> MY NAME IS MELISSA WATTS, AND
I'M A CAREGIVER AND A PROUD
MEMBER OF THE CAREGIVERS UNION.
I'M TESTIFYING TODAY IN SUPPORT
OF CB 120294, THE PAYUP
LEGISLATION, AND FOR ME AND
OTHER CAREGIVERS IT HITS CLOSE
TO HOME.
MANY GIG WORKERS COVERED BY THIS
LEGISLATION, HISTORICALLY
EXCLUDED FROM WAGE LAWS AND
LABOR STANDARDS.
WE RECEIVED NO BENEFITS AND NO
PROTECTIONS LIKE WORKERS COMP OR
UNEMPLOYMENT AND NO PROTECTION
FROM ANTIDISCRIMINATION LAWS.
IT SHOULD COME AS NO SURPRISE
THAT GIG WORKERS LIKE CAREGIVERS
ARE DISPROPORTIONATELY DONE BY
IMMIGRANTS AND PEOPLE OF COVER.
IN THE LAST TWO DECADES,
CAREGIVERS CAME TOGETHER AND
FOUGHT BACK, WINNING THE RIGHT
TO PROTECTION UNDER THE FAIR
LABOR STANDARDS ACT.
I'M PROUD THAT MY UNION ENDORSES
THE --
>> THANK YOU SO MUCH, MELISSA.
OUR NEXT SPEAKER IS DAVID
HAYNES, AND DAVID WILL BE
FOLLOWED BY TIFFANY ALVIDRES.
>> DAVID HAYNES, DISTRICT 7.
TWO AND A HALF WEEKS AGO MY
FRIEND DROVE THROUGH CHINATOWN
AND SHE WAS ATTACKED BY A GUY
WITH A FORK WHO JUMPED UP ON THE
HOOD OF HER CAR AT THE TRAFFIC
LIGHT, TRYING TO SMASH HER
WINDOW AND THEN TRIED TO POKE AT
HER.
CITY COUNCIL IS USING THE PUBLIC
SAFETY COMMITTEE TO BUY OFF A
VOTING BLOCK OF 30,000 GIG
WORKERS WHILE LOW LEVEL DRUG
PUSHERS DESTROY LIVES DAILY.
SEATTLE TIMES AND LIBERAL MEDIA
PULLS PUNCHES ON CITY HALL,
CLASS WAR ON INNOCENT HOMELESS
WHILE FOR SAKING THEM AND
RUNNING INTERFERENCE AND FOR LOW
LEVEL DRUG PUSHERS AND
NONPROFITS WHO POCKETED $30
MILLION AS AN ALTERNATIVE TO
PUBLIC SAFETY AFTER GEORGE FLOYD
PROTESTERS AND CITY COUNCIL WHO
WERE SQUANDERING HOMELESS MONEY
ON CRIMINALS THROUGH LEAD AND
JUST --
>> THANK YOU.
OUR NEXT SPEAKER IS TIFFANY
ALVAREZ.
TIFFANY?
>> GOOD MORNING MEMBERS OF THE
COMMITTEE.
I AM A WESTERN REGION MANAGER
FOR INSTACART.
WE ARE SPEAKING FOR THE PAYUP
POLICY PROPOSAL.
MEMBERS OF THIS COMMITTEE SHOULD
BE AWARE THAT THE UNINTENDED
CONSEQUENCES OF THIS BILL WILL
LIKELY RESULT IN DECREASED
DEMAND.
IT WILL INCREASE COSTS FOR
CONSUMERS AND WILL ULTIMATELY
JEOPARDIZE EARNING OPPORTUNITIES
FOR WORKERS.
ACCORDING TO INSTACART'S
CALCULATIONS THE FORMULA
OUTLINES IN THE ORDINANCE WILL
PUT THE MINIMUM PAY RATE AT
APPROXIMATELY 170% OF SEATTLE'S
MINIMUM WAGE, ALREADY THE
HIGHEST MINIMUM WAGE IN THE
COUNTRY.
PREMIUM PAY IS STILL IN EFFECT
WHICH REMAINS EVEN HIGHER YET NO
EFFECT TO POTENTIAL IMPACT ON
CONSUMER DEMAND AND BY EXTENSION
EARNINGS OPPORTUNITIES FOR
SEATTLE WORKERS.
WE APPRECIATE THE RIGHT TO TAKE
PART IN STAKEHOLDER NEGOTIATIONS
AND WILL BE SUBMITTING A
COUNTERPROPOSAL THAT WE HOPE
WILL BE CONSIDERED IN FUTURE
DRAFTS OF THIS ORDINANCE.
WE STRONGLY ENCOURAGE THE CITY
COUNCIL TO READ THIS.
>> OUR NEXT SPEAKER IS MANDELYN
NOYER.
.
>> HELLO.
MY NAME IS -- I'M HERE BECAUSE
OF EQUAL RIGHTS FOR -- WORKERS.
AND -- MINIMUM WAGE.
2020 GIG WORKERS BECAUSE -- NEED
TO MAKE SURE THAT ALL OF US --
--
>> THANK YOU.
OUR NEXT SPEAKER RAYMOND EVANS
IT IS SHOWING IS NOT PRESENT.
WE'LL GO DOWN TO TO --
>> YES.
MY NAME IS MARY.
I WORK FOR A PAYUP COMPETITIVE.
I WORK FOR INSTACART.
FOR A FEW YEARS.
ACTUALLY, A FEW YEARS AGO.
A FEW HOURS A WEEK ONLY.
FROM 35 TO 40 HOURS A WEEK AS A
CHARGE TRANSPORTATION WEEKLY.
IT WAS A LOT AND TOOK A LOT FOR
MY PAY.
IT WAS SQUEAKY FROM THE COMPANY.
THEY DID NOT PAY ENOUGH INCOME
WITH EXPENSES.
THEY WOULD INCREASE THE PAY AND
THEY WOULD MAKE MORE WHILE WE AS
WORKERS WOULD SHOP AND DELIVER
AND MAKING IT MUCH MORE HARDER
FOR US.
IT WAS NOT ENOUGH PAY FOR THE
EXPENSES.
THANK YOU SO MUCH.
AND I HOPE THIS PASSES, NEW
POLICY.
>> THANK YOU, MARIE.
OUR NEXT SPEAKER IS MICHAEL
MALINI AND MICHAEL WILL BE
FOLLOWED BY MICHELLE BALSER.
MICHAEL?
>> MICHAEL IS NOT SHOWING -- IS
SHOWING AS NOT PRESENT.
>> OKAY.
THANK YOU.
MICHELLE BALSER, YOU ARE UP
NEXT, FOLLOWED BY SHELBY HANSON.
>> CAN YOU HEAR ME?
>> WE CAN.
THANK YOU.
>> I'M MICHELLE BALSER, A
SHOPPER FOR INSTACART, AND I AM
ACTUALLY OBVIOUSLY IN FAVOR OF
THIS, AND THE BIGGEST REASON, IN
THE LAST FEW MONTHS I'VE SEEN A
BIG DROP-OFF IN CUSTOMER ORDERS
AND MY FEAR IS THAT WITH THIS
MASS HIRING THAT INSTACART DOES
AND A LOT OF THE GIGS DO,
SERVICE HAS KIND OF GONE DOWN
AND THEREFORE CUSTOMERS ARE NOT
REAL -- HAVE LOST FAITH IN THEIR
ORDERS AND WHAT THEY'RE GOING TO
GET.
AND I SEE PART OF IT, THE POLICY
WILL ENSURE THAT QUALITY
INCREASES BECAUSE THEY'LL PAY
FOR THE GOOD SHOPPERS, PEOPLE
SHOPPING FAST AND SHOPPING
ACCURATE.
AND SO THIS REALLY WOULD BENEFIT
THE COMPANY, THE CUSTOMER, AND
THE SHOPPERS.
WE WOULD BE ENSURED THAT THE
GOOD PEOPLE WHO ACTUALLY WANT TO
BE DOING THIS JOB AND CARE ABOUT
THE CUSTOMERS WOULD BE OUT THERE
SHOPPING AND WE WOULDN'T SEE THE
DECREASE, WE'D SEE AN INCREASE,
IF NOT STABILIZATION OF THE
CUSTOMERS AND I THINK INSTACART
WOULD SEE THE INCREASE.
>> THANK YOU SO MUCH.
OUR NEXT SPEAKER IS SHELBY
HANSON.
AND SHELBY WILL BE FOLLOWED BY
AARON POTTO.
>> HI.
I'M SHELBY AND I'M A GIG WORKER.
I'M A NEW MEMBER OF THE PAYUP
CAMPAIGN.
I WORK FOR THE ROVER APP,
SERVICE.
MY PET SITTING SERVICE WAS NOT
HONEST ABOUT THE -- OF THEIR DOG
AND MEDICAL BILLS, AND I WAS NOT
ABLE TO WORK THEIR DOGS BECAUSE
I HAD SUCH A FEAR FOR THEM.
SO WOULD ALWAYS ENCOURAGE A
WORKER -- WELL-PAID IN ORDER TO
UNDERCUT OTHER ROVER WORKERS.
THIS BASE PAY ISN'T ENOUGH TO
SUSTAIN A LIVABLE WAGE LET ALONE
TO DEAL WITH MEDICAL BILLS.
ROVER TAKES 20% OF EACH AND
EVERY JOB I DO.
-- TO STAY ALIVE ARE
TRANSPORTATION.
THIS ISN'T A WAY TO LIVE.
ROVER IS IN OUR BACKYARD.
YOU WOULD HAVE THOUGHT THEY
WOULD TREAT US BETTER.
THANK YOU FOR LISTENING TO ME.
WE NEED THE SEATTLE CITY COUNCIL
TO --
>> THANK YOU SO MUCH.
OUR NEXT SPEAKER IS AARON -- AND
AARON WILL BE OUR LAST SPEAKER.
AARON.
GO AHEAD.
>> THANK YOU COUNCIL MEMBER
MIKE.
I'M REPRESENTING THE WASHINGTON
COALITION FOR INDEPENDENT WORK.
MEMBERS OF OUR COALITION HAVE
LONG ADVOCATED FOR MINIMUM
STANDARDS FOR OUR INDUSTRY.
THEY ADVOCATED FOR THE RECENTLY
ADOPTED EARNING STANDARD IN
CALIFORNIA AND CURRENTLY SUPPORT
A BALLOT MEASURE IN
MASSACHUSETTS THAT WOULD PROVIDE
THE SAME BENEFITS FOR WORKERS.
UNFORTUNATELY THE PROPOSED PAYUP
LEGISLATION WHILE WELL
INTENTIONED IS POORLY DRAFTED.
IT INCREASES COSTS WITHOUT
REGARD FOR CONSUMERS.
BROADLY MANDATED THAT DRIVERS
PAID MORE THAN DOUBLE ON A
PER-TRIP BASIS WITHOUT REGARD TO
THE IMPACT ON BUSINESSES,
CONSUMERS AND ULTIMATELY DRIVERS
THEMSELVES OF THE IF THEY'RE
DRIVEN OUT OF REACH THROUGH
MANDATORY LEGISLATION, THEN
EVERYONE WILL BE HURT, INCLUDING
THE DRIVERS WHO WILL LOSE WORK
AS CONSUMERS CHOOSE OTHER
OPTIONS OR SIMPLY FOREGO CERTAIN
SERVICES.
THE PROPOSAL IS FAR TOO BROAD,
WOULD GO FAR BEYOND DELIVERY
SERVICES AND WOULD IMPACT SITES
LIKE ANGIE'S LIST AND CARE.COM.
>> THANK YOU SO MUCH.
I REALIZE WE HAVE OTHER PEOPLE
TO SIGN UP BUT WE WEREN'T ABLE
TO ACCOMMODATE YOU TODAY, IN
TODAY'S MEETING.
WE DO HAVE A NUMBER OF
PRESENTERS TODAY ON THE AGENDA
WHO ARE FIXED TIME FOR
AVAILABILITY FOR THEIR
PRESENTATIONS, SO WE DON'T HAVE
AS MUCH FLEXIBILITY AS WE WOULD
NORMALLY HOPE TO ACCOMMODATE
MORE.
WITH THAT, THE PUBLIC COMMENT
PERIOD IS CLOSED.
WE WILL GO INTO AGENDA ITEM ONE.
>> AGENDA ITEM NUMBER ONE.
UPDATE ON STATEMENT OF
LEGISLATIVE INTENT SLI
CBO-013-A-002, CITYWIDE HIRING
INCENTIVES FOR BRIEFING AND
DISCUSSION.
>> FANTASTIC.
THANK YOU SO MUCH.
WE'RE JOINED BY INTERIM DIRECTOR
KIMBERLY LOVING AND KEITH GULLY
OF THE SEATTLE DEPARTMENT OF
HUMAN RESOURCES.
THANK YOU SO MUCH FOR FILLING IN
TO PRESENT THIS REPORT ON THE
STATEMENT OF LEGISLATIVE INTENT
ON HIRING INCENTIVES, REALLY
APPRECIATE YOU BEING HERE WITH
US TODAY.
JUST BEFORE WE GET STARTED, JUST
A FEW -- JUST DO A QUICK
INTRODUCTION OF YOURSELF AND
THEN WE'LL HAND IT TO YOU FOR
YOUR PRESENTATION.
>> THANK YOU.
MY NAME IS KEITH GULLY.
I'M THE DIRECTOR FOR THE SEATTLE
DEPARTMENT OF HUMAN RESOURCES SO
I'M GLAD TO BE HERE FOR THAT.
PLEASURE TO MEET YOU ALL.
>> THANK YOU, COUNCIL MEMBER
HERBOLD.
THIS IS KIMBERLY LOVING, HR
DIRECTOR FOR THE CITY OF
SEATTLE, AND WE'RE HAPPY TO BE
HERE.
AS YOU KNOW, WE'RE STEPPING IN
TO TRY TO -- I THINK IS PROBABLY
THE BEST WAY TO PUT IT AS SENIOR
MEMBER HARRELL WAS UNABLE TO
ATTEND AND WE'RE HAPPY TO ANSWER
ANY QUESTIONS THAT WE'RE ABLE TO
TODAY.
>> THANK YOU SO MUCH, DIRECTOR
LOVING.
AGAIN, WE REALLY APPRECIATE YOUR
GRACIOUSLY STEPPING IN AT THE
LAST MOMENT TO DO THIS
PRESENTATION.
I WILL REQUEST THAT COUNCIL
MEMBERS HOLD QUESTIONS THAT THEY
MIGHT HAVE UNTIL AFTER THE
PRESENTATION, AND FOR THE
VIEWING PUBLIC, JUST TO ORIENT
YOU, AS DIRECTOR SAID, THIS IS I
THINK A TABLE SETTING
CONVERSATION.
THIS ITEM IS THE RESPONSE FROM
THE SEATTLE DEPARTMENT OF HUMAN
RESOURCES TO THE COUNCIL'S
REQUEST WITH THE NOVEMBER BID
PROCESS REGARDING CITYWIDE
HIRING INCENTIVES.
CONSIDERATION OF A RESOLUTION
THAT COUNCIL MEMBER NELSON IS
SPONSORING ON HIRING BONUSES IS
SCHEDULED FOR THE PUBLIC SAFETY
AND HUMAN SERVICES COMMITTEE ON
THE 26th, TWO WEEKS FROM TODAY.
BUT THIS IS THE -- A
PRESENTATION ON THE NEED OR LACK
THEREOF FOR BONUSES OR
INCENTIVES TO ENCOURAGE HIRING
IN DEPARTMENTS THROUGHOUT THE
CITY, NOT SIMPLY FOCUSED ON THE
SEATTLE -- WAS A STATEMENT OF
LEGISLATIVE INTENT RESPONSE WAS
SCHEDULED TO GO TO COUNCIL
MEMBER MOSQUEDA'S FINANCE AND
HOUSING COMMITTEE AND SHE
GRACIOUSLY LET ME HAVE THE
DISCUSSION HERE IN THE PUBLIC
SAFETY COMMITTEE, WITH THE
UNDERSTANDING THAT IT WILL
LIKELY -- SOME OF THE DISCUSSION
WILL LIKELY RELATE TO NEXT
COMMITTEE MEETING AND THE
RESOLUTION THAT I MENTIONED FROM
COUNCIL MEMBER NELSON.
AND SO WITH THAT, I'LL JUST HAND
IT OVER.
THANK YOU FOR BEING WITH US.
>> THANK YOU, COUNCIL MEMBER.
WE BOTH REALLY APPRECIATE IT.
I JUST WANT TO KIND OF JUMP IN
THE HIGH-LEVEL PORTIONS OF THIS
AND JUST KIND OF START OFF AND
LET YOU ALL KNOW THAT THIS WAS
REALLY A TEAM AND COLLECTIVE
EFFORT LED BY BASICALLY CITYWIDE
RECRUITERS AND DEPARTMENT HEADS
ACROSS THE CITY.
WHEN WE GOT THE REQUEST A FEW
MONTHS BACK, THE IDEA OF IT WAS
REALLY TO HEAR OUR STAKEHOLDERS,
GET AN IDEA OF WHAT ARE THE
CHALLENGES, WHAT ARE THE
HIGH-LEVEL PRIORITY POSITIONS
THAT WE'RE HAVING CHALLENGES
FOR.
SO WE AS RECRUITERS ACROSS THE
CITY, WE MEET EVERY OTHER
THURSDAY, AND WE REALLY FOCUS IN
ON SOME OF THOSE TRENDS, WHAT
ARE EACH DEPARTMENT SEEING, WHAT
ARE THE HEARTBURNS AROUND
DIFFERENT POSITIONS, WHAT ARE
SOME OF THE CHALLENGES, HOW WE
CAN COME TOGETHER AS A
RECRUITING NETWORK TO SUPPORT
EACH OTHER.
POSTINGS, WHETHER IT BE POSTING
JOBS ON LINKEDIN OR JUST SHARING
OUR NETWORK.
FROM THOSE MEETINGS, WE FOUND
OUT IT WAS THE -- THE BEST
PRACTICE WAS TO DO A SURVEY, AND
WE SURVEYED ALL THE CITYWIDE
RECRUITERS ACROSS THE CITY FOR
EACH DEPARTMENT AND REALLY GOT
FEEDBACK FROM THEM ON SOME OF
THOSE HIGH-LEVEL CRITICAL ROLES
TO FILL.
ABOUT FIVE DAYS LATER WE CALLED
A MEETING WITH THE DEPARTMENT
HEADS ACROSS THE CITY AND HAD A
DISCUSSION OF WHAT ARE SOME OF
THE TRENDS THEY ARE SEEING
WITHIN THEIR DEPARTMENTS AND HOW
CAN WE COME TOGETHER AND REALLY
FOCUS ON THIS THING.
SO IT WASN'T JUST A SEATTLE
DEPARTMENT OF HUMAN RESOURCES
DECISION.
IT WAS A TEAM DECISION.
AND YOU KNOW WE REALLY KIND OF
CAME TO THE CONCLUSION IN
REGARDS TO THE CITYWIDE HIRING
AND SAID WHAT THAT WOULD LOOK
LIKE FOR THE FUTURE.
I JUST WANTED TO KIND OF GO OVER
TO SET THE TABLE FOR EVERYBODY,
BUT ALSO DO KIND OF A LITTLE BIT
OF A HIGH-LEVEL REVIEW OF ALL
THOSE POSITIONS THAT CAME IN
HAND.
SO LIKE I SAID, WE REACHED OUT
TO THE CITY DEPARTMENTS,
IDENTIFIED HARD-TO-FILL
POSITIONS AND THE FACT THAT IT
WAS IMPACTING THE CITY'S ABILITY
TO HIGHER TALENT.
AT THE HR WE FOUND MANY FACTORS
THAT AFFECT THE ABILITY TO
ATTRACT FULL-TIME WORKERS.
MOST ARE FULL-TIME BENEFITS AND
FROM TEMPORARY TO FULL-TIME
EMPLOYMENT.
WE FELT LIKE THE TEMPORARY POOL
WAS THE MOST DIVERSE POOL BUT WE
REALLY TAKE ADVANTAGE OF TO FILL
DIFFERENT GAPS IN DIFFERENT
AREAS TO HELP SUPPORT STAFFING
ACROSS THE CITY.
HIRING INCENTIVES TO WHAT WE
CAME TO THE CONCLUSION ARE MORE
OF A SHORT-TERM STRATEGY TO
ATTRACT MORE APPLICANTS.
THE CITY BEGAN OFFERING
INCENTIVES IN 2021 FOR CERTAIN
PUBLIC SAFETY POSITIONS.
SEATTLE POLICE DEPARTMENT DID
NOT INCREASE AN INCREASE IN
HIRING SINCE IMPLEMENTING A
HIRING INCENTIVES IN OCTOBER OF
2021.
THE COMMUNITY SAFETY AND
COMMUNICATIONS CENTER HOWEVER
DID SEE AN INCREASE IN
CANDIDATES ENTERING THE HIRING
PROCESS SINCE THE IMPLEMENTATION
OF AN INCENTIVE IN OCTOBER OF
2021.
BASED ON THE LIMITED TIME FRAME
FOR THE INCENTIVE, THOUGH, THERE
WASN'T ENOUGH TIME TO GET
CONCLUSIVE DATA.
IN ADDITION, BASED ON THE
FEEDBACK WE RECEIVED, LIKE I
SAID, WE DID OUR ROAD SHOW FROM
THE CITY DEPARTMENT, SO LARGEST
BARRIER TO ATTRACT AND PROMOTING
AND RETAINING TALENT IS OUR
COMPENSATION PROGRAM.
THAT'S WHERE A MAJORITY OF OUR
EMPLOYEES WHO HAVE WORKED FOR
THE CITY GET STUCK, IN THE
CLASSIFICATION SYSTEM.
JUST TO KIND OF GIVE YOU AN IDEA
AROUND THAT, OUR CLASS
SPECIFICATIONS ARE FROM 1990.
THEY HAVE NOT BEEN UPDATED SINCE
1990.
SO GIVE YOU AN EXAMPLE, IF A
PERSON IS TRYING TO HIRE, SAY
THEY'VE BEEN WITH THE CITY IN AN
ACCOUNTING POSITION FOR MAYBE 15
OR 20 YEARS, WE FEEL LIKE
TRANSFERABLE SKILLS AND THE FACT
THEIR WORK EXPERIENCE CAN
SUBSTITUTE, A LOT OF TIMES, FOR
EDUCATION.
WITH THIS CERTAIN
CLASSIFICATION, IF A PERSON IS
TRYING TO GO FOR A SENIOR
ACCOUNTING POSITION, THEY HAVE
TO HAVE 24 HOURS OF SEMESTER
WORK.
AND, YOU KNOW, WE'VE HAD
EMPLOYEES GET KIND OF STUCK IN
THOSE TYPE OF POSITIONS AND
UNFORTUNATELY THEY'RE UNABLE TO
ADVANCE THEIR CAREER, WHICH
REALLY IMPACTS DEPARTMENTS TO
SOMETIMES BE ABLE TO SEE THOSE
PROMOTIONS FOR EMPLOYEES.
ABOUT TWO YEARS AGO BEFORE THE
PANDEMIC, WE DID A CITYWIDE JOB
FAIR AND WE REALLY FOCUSED IN ON
JUST CITY EMPLOYEES AND WE
INVITED ALL OUR TEMPORARY
EMPLOYEES.
AND WE HAD A HUGE, HUGE TURNOUT,
AND THE EXCITING PART ABOUT IT,
WE HAD FOLKS THAT WERE ABLE TO
GET CONNECTED UP THAT WERE IN
THOSE TEMPORARY POSITIONS FOR A
WHILE, CONNECTED UP IN THE
FULL-TIME OPPORTUNITIES.
AND WE FOUND OUT THERE WAS A LOT
OF, LIKE I SAID, BARRIERS WITHIN
THOSE PROSPECTS THAT I THINK IF
WE PUT OUR EFFORTS AND RESOURCES
IN LOOKING AT SOME OF THE CLASS
SPECS IN THE POSITIONS THAT I
WILL TALK ABOUT, THERE'S SOME
WAYS WHERE WE CAN KNOCK DOWN
SOME OF THOSE CHALLENGES.
SO WITHIN OUR RETENTION
CHALLENGES, WE CREATED A
RECRUITMENT CHALLENGES SURVEY.
I'LL GIVE YOU A LIST OF THE
FOLLOWING POSITIONS THAT WERE
LISTED AS CRITICAL CITY BUSINESS
NEEDS.
CARPENTER, PLUMBER, TRUCK
DRIVER, REC ATTENDANTS, CIVIL
ENGINEER, POLICE OFFICERS, HVAC
TECHNICIANS, CASHIERS,
ENGINEERS PUBLIC SAFETY
AUDITOR, VETERINARY, AND 911
DISPATCHERS.
THE LACK OF QUALIFIED CANDIDATES
WAS A PRIMARY FACTOR IDENTIFIED
FOR THESE HARD-TO-FILL ROLES AND
SURVEY ONCE AGAIN CAME BACK
AROUND TO MINIMUM
QUALIFICATIONS, CONSTRAINTS IN
THE CITY'S OUTDATED
CLASSIFICATION SYSTEM THAT
CROSSES THOSE BARRIERS TO
RETAIN, PROMOTE, AND REALLY HIRE
INTERNAL AND EXTERNAL WOMEN AND
BIPOC INTO THE CITY.
SO REALLY KIND OF WITH SBHR, WE
TOOK AN IDEA AND LOOKED AT SOME
OF THE TRENDS AND SOME OF THE
OTHER THINGS THAT REALLY
IMPACTED, YOU KNOW, SOME OF
THOSE CHALLENGES.
SO I GO BACK TO CLASS SPECS.
YOU KNOW, AS FAR AS THE JOB
DUTIES DESCRIBED IN THESE JOB
CLASSIFICATIONS, THEY DON'T
ALWAYS PERTAIN TO THE WORK THAT
NEEDS TO BE COMPLETED BY TODAY'S
CITY WORK FORCE.
UPDATING THE CITY'S 30-YEAR-OLD
CLASSIFICATION SYSTEM I THINK
WILL IMPROVE THE CITY'S ABILITY
TO ATTRACT ENTRY LEVEL SKILLED
TRADES AND OTHER POSITIONS WITH
TRANSFERABLE SKILLS AND LIVED
EXPERIENCE CAN BE SUBSTITUTED
FOR EDUCATION REQUIREMENTS FOR
MULTIPLE YEARS OF WORK AND
EXPERIENCE.
THE TASK TO REVIEW THE JOB
CLASSIFICATION SYSTEM IS
DEFINITELY SIGNIFICANT, BUT IT
IS AN UPDATE TO THE SYSTEM AND
EVEN IF WE START OUT WITH MAYBE
20 OR 30 CLASSIFICATIONS THAT
ARE CRITICAL ROLES AND WE'RE NOT
SEEING THE TALENT COME THROUGH
IN THE CHALLENGES OF RECRUITING,
MAYBE WE FOCUS IN ON THOSE
FIRST.
SO THIS WAS REALLY KIND OF THE
CONCLUSION IN REGARDS TO THE
HIRING INCENTIVE AND REALLY SOME
PROS AND CONS.
OFFERING A HIRING INCENTIVE IS A
SHORT-TIME STRATEGY LIKE WAS
MENTIONED EARLIER.
YOU KNOW, OF COURSE YOU'LL
PROBABLY GET A PERSON TO ACCEPT
THE OFFER, BUT IN THE KING
COUNTY AREA, OTHER LOCAL
JURISDICTIONS HAVE BEEN OFFERING
SIMILAR HIRING INCENTIVES.
WHILE HAVE DEPARTMENTS IN THE
CITY OF SEATTLE HAVE OBSERVED A
CLEAR AND POSITIVE BENEFIT, THIS
MUST BE WEIGHED AGAINST OTHER
SITUATIONS WHERE THIS CAN
APPROACH AND REALLY HAS INHERENT
DRAWBACKS AND EQUITY ISSUES FOR
BOTH EMPLOYERS AND EMPLOYEES.
SO, FOR EXAMPLE, ONCE AN
EMPLOYEE IS ON BOARD, EVEN A
STRUCTURED SIGNING BONUS WITH
ADDITIONAL PAYOUT HAS LIMITED
IMPACT ON RETENTION.
THE MONEY IS A ONE-TIME QUICK
FIX WHICH MAY NOT ADDRESS
COMPETITIVE WAGES.
LACK OF OPPORTUNITY TO DEVELOP
SKILLS AND PROMOTION.
-- EMPLOYEES PROMOTED INTERNALLY
OR ALREADY WORKING IN THE JOB
CAN REALLY FEEL UNDERVALUED OR
UNDERAPPRECIATED WHEN THE
FINANCIAL PACKAGE DOES NOT MATCH
WHAT EXTERNAL RECRUITS RECEIVE.
AND ESPECIALLY COMING OUT OF THE
PANDEMIC AND RETAINING OUR
EMPLOYEES AND MAKING SURE
THEY'RE NOT LEAVING US FOR OTHER
OPPORTUNITIES AND WITH THE
CURRENT CITY EMPLOYEES
IDENTIFIED WITH THE HARD-TO-FILL
POSITIONS IT'S REALLY HARD TO
MAINTAIN OUR FRONT LINE
EMPLOYEES AND REALLY FOCUS ON
TAKING CARE OF THEM.
SO I GO BACK TO THOSE REALLY
THINGS ABOUT THE CRITICAL ROLES
AND ABOUT THE HIRING INCENTIVE.
YOU KNOW, THERE ARE SOME OTHER
WAYS TO ATTRACT AND RETAIN
TALENT, SO I'LL GO BACK TO USING
THE RESOURCES THAT WE HAVE
INTERNALLY.
A FEW OF THOSE RESOURCES, WE
HAVE A GREAT INTERNSHIP PROGRAM.
IF DEPARTMENTS REALLY START TO
REALLY INVEST AND FOCUS IN ON
OUR COLLEGE INTERNS, OUR SYEP,
OUR HIGH SCHOOL INTERNS, OUR
APPRENTICESHIP, WE CAN BUILD
SOME GREAT PIPELINES THERE.
THROUGH SOCIAL MEDIA, WE
ACTUALLY ASKED HR APPROACHES THE
LINKEDIN WEB PAGES FOR THE WHOLE
CITY, SO ALL DEPARTMENTS CAN
TAKE ADVANTAGE OF THIS FREE OF
CHARGE.
THEY CAN BUILD LIKE A LIFE CYCLE
AND A LIFE PAGE TAB TO FOCUS IN
ON WHAT'S GOING ON IN THEIR
DEPARTMENT, TALK ABOUT DIFFERENT
OPPORTUNITIES THAT MAY BE COMING
UP, DIFFERENT LARGE PROJECTS
THAT THE CITY IS PROMOTING.
THERE'S A LOT OF GREAT WORK THAT
GETS DONE ACROSS THE CITY AND
IT'S TIME TO PROMOTE THOSE
OPPORTUNITIES OUTSIDE OF REALLY
OUR NETWORKS.
LIKE I SAID, ANOTHER WAY WOULD
BE REALLY TO FOCUS IN ON DOING
REINTERVIEWING OUR EMPLOYEES
THAT WE HAVE RIGHT NOW, DOING
THOSE FOCUS TIME, WHETHER IT BE
OUR ONE ON ONES, BUT JUST
TALKING ABOUT WHAT ARE THE
THINGS THEY WOULD LIKE TO SEE?
WHAT ARE THE CHALLENGES THAT
THEY'RE HAVING, HOW CAN WE
SUPPORT THEM GETTING PROMOTED
INTO OTHER OPPORTUNITIES?
SO LIKE I SAID, END OF THE DAY,
WE DID THIS AS A TEAM AND WE
LOOKED AT ALL THE DIFFERENT
FACTORS INTO THIS, AND I KNOW
IT'S -- IT DEFINITELY WORKED FOR
CSCC, SOUNDED LIKE THEY
EXPERIENCED SOME REALLY HIGH
RECRUITING RATES, WHICH WAS
GREAT, BUT OUR FEAR WAS IF YOU
GET THAT PERSON HERE FOR, YOU
KNOW, SIX MONTHS AND THEN AFTER
SIX MONTHS, YOU KNOW, AS FAR AS
THE PAY GOES, THEY'RE NOT GOING
TO SEE ANOTHER PAY BUMP FOR
ANOTHER YEAR, THEIR PAY IS GOING
TO STAY THE SAME.
SO WILL THEIR MORALE DROP?
CAN WE FOCUS IN ON SOME
DIFFERENT AREAS?
AND I FEEL LIKE, YOU KNOW, GIVEN
THE PERSON OBVIOUSLY A JOB
OPPORTUNITY, BUT SEEING A WAY
OUT THEY CAN PROMOTE UP THROUGH
THE CITY.
AND WE HAVE SO MANY DIFFERENT
OPPORTUNITIES ACROSS THE CITY.
I REALLY FOCUS IN ON, YOU KNOW,
WE'RE ONE CITY, BUT WE HAVE MANY
CAREER OPPORTUNITIES THAT WE CAN
OFFER.
SO A PERSON NEVER HAS TO LEAVE.
IT'S REALLY IMPORTANT FOR US TO
PROMOTE THOSE OPPORTUNITIES
INTERNALLY AND REALLY FOCUS ON
SHARING THOSE JOB OPPORTUNITIES
ACROSS THE CITY NETWORK.
SO THAT'S REALLY KIND OF A
HIGH-LEVEL REVIEW OF THE WORK WE
DID, AND REALLY, YOU KNOW, WHAT
WE REALLY RECOMMENDED GOING
FORWARD.
BUT THERE'S A LOT OF SPACE, YOU
KNOW, AROUND RECRUITMENT.
ONE THING I WILL BRING UP BEFORE
I OPEN UP FOR QUESTIONS IS
REALLY AROUND THE SUPPORT FOR
RECRUITING.
YOU KNOW, ONE THING ABOUT
RECRUITING, IT'S A TEAM EFFORT.
IT'S NOT JUST A RECRUITER'S JOB.
IT'S A TEAM EFFORT.
SO MORE WE CAN TEAM UP WITH
HIRING MANAGERS AND OUR
EMPLOYEES, YOU KNOW, WHETHER IT
BE EMPLOYEE REFERRALS AND THINGS
LIKE THAT, IT'S GOING TO HELP.
RESOURCES EVEN HAVING
RECRUITMENT FOR RECRUITERS,
FINDING MAYBE A RECRUITING TEAM
THAT JUST FOCUSES IN ON
OUTREACH.
MAYBE THAT RECRUITING TEAM GOES
TO DIFFERENT COLLEGES OR
UNIVERSITIES OR HIGH SCHOOLS AND
TALKING TO STUDENTS ABOUT CAREER
OPPORTUNITIES IN SEATTLE POLICE
DEPARTMENT, THE FIRE DEPARTMENT.
YOU KNOW, IF YOU WANT TO BE
HVAC, YOU KNOW, EMPLOYEE, THOSE
TYPE OF CRITICAL ROLES.
I THINK THERE'S SOME OPPORTUNITY
FOR US TO BE ABLE TO BUILD INTO
OUR RECRUITERS IN NETWORK RIGHT
NOW AND THEN OUR DEPARTMENTS AND
THE WAY WE CAN REALLY KIND OF
SHARE THOSE RESOURCES THAT WE
ALL NEED IN ORDER TO MAKE OUR
STAFFING A LOT EASIER.
THAT'S ONE OF THE THINGS I
REALLY FOCUS IN ON IS, YOU KNOW,
DIVERSITY AND I FEEL LIKE, YOU
KNOW, IF WE DO A RECRUITING
BONUS, IT'S A GREAT IDEA BUT
LIKE I SAID, FOCUSING IN ON THAT
LONG-TERM SOLUTION WOULD BE
LOOKING AT THOSE ASPECTS EXAMINE
THAT WILL AND
THAT'S THE WAY WE'LL BE ABLE TO
RETRAIN AND ATTRACT OUR WORK
FORCES.
>> THANK YOU SO MUCH.
I APPRECIATE YOUR ZEROING IN ON
THIS SORT OF HISTORICAL AND
STRUCTURAL BARRIER TO PEOPLE
FROM WITHIN THE CITY WHO HAVE A
LOT OF EXPERIENCE DOING WORK.
ADVANCING IS SDHR LOOKING AT
MAKING IT A -- TO THOSE
CLASSIFICATIONS TO REMOVE SOME
OF THOSE BARRIERS?
>> PLEASE REPEAT YOUR QUESTION.
>> AS IT RELATES TO THE BARRIERS
WITHIN THE CLASSIFICATIONS ON
REQUIRING DEGREES OR CLASSROOM
CREDITS AS OPPOSED TO APPLYING
FOLKS' EXPERIENCE, WORKING FOR
THE DEPARTMENT, WORKING IN A
PARTICULAR FUNCTION.
IS THIS A BODY OF WORK THAT SDHR
IS GOING TO BE ADDRESSING?
>> THIS IS THE BODY OF WORK THAT
WE CAN'T ADDRESS WITHOUT
RESOURCES.
SO THIS BODY OF WORK WOULD TAKE
AN OUTSIDE CONSULTANT TO COME IN
AND LOOK AT OUR 400-PLUS CLASS
SPECS IN OUR SYSTEM AND LOOK AT
THOSE JOBS AND LOOK AT THAT BODY
OF WORK AND BASICALLY BRING THAT
UP TO 2022.
LIKE I SAID EARLIER, YOU KNOW, I
WORKED WITH JAMES QUITE A BIT
WITH TECHNOLOGY.
WORK CHANGES BY THE MINUTE.
IN ORDER FOR US TO KEEP UP WITH
THE TIMES AND SUCCESSION PLAN
AND FOCUS IN ON OUR INTERN SHIPS
AND REALLY BUILD THOSE INTO
PIPELINES, WE HAVE TO BREAK DOWN
THOSE CLASS SPECS.
SO AS FAR AS US BEING ABLE TO DO
THAT, SDHR, IT'S A TEAM FOR
ACROSS CITY DEPARTMENTS, BUT WE
JUST DON'T HAVE THE RESOURCES TO
BE ABLE TO DO THAT.
>> CAN'T JUST ADD MORE RELEVANT
WORK EXPERIENCE TO ALL THE JOB
CLASSIFICATIONS?
>> SO THAT'S ONE THING THAT
WE'RE HERE, WE DEFINITELY DO,
TRY TO FOCUS IN ON THOSE SHARED
EXPERIENCES.
I REALLY FEEL LIKE TRANSFERABLE
SKILLS CAN -- ARE GREAT.
I MEAN, THE PROCESS THAT WE USE
RIGHT NOW FOR HIRING IS CALLED
TEA, TALENT, EXPERIENCE, AND
ALIGNMENT, AND WE REALLY FOCUS
IN ON THE TALENT, MORE THE
POTENTIAL OF THE CANDIDATE AND
THE ALIGNMENT, ALLOWING THE
MISSION AND VALUES OF THE CITY
AND WORKING FOR THE COMMUNITY
AND GIVING BACK TO THE
COMMUNITY.
AND TAKING THE FOCUS LESS ON THE
EDUCATION.
SO WHEN RECRUITERS ARE LOOKING
THEY ARE EVALUATING THAT TALENT
THAT WAY BUT THEN THE CHALLENGE
COMES IN TO ONCE A PERSON GETS
TO MAYBE THAT SCREENING STAGE
AND THEY'RE LOOKING AT THOSE
CLASS SPECS LIKE I MENTIONED
WITH THE ACCOUNTANT, THAT ONE OR
TWO THINGS IN THOSE CLASS SPECS
REALLY HOLDS THEM BACK FROM
MOVING FORWARD AND GAINING THAT
OPPORTUNITY.
>> THANK YOU.
LOOKING TO SEE WHETHER OR NOT MY
COLLEAGUES HAVE QUESTIONS.
I KNOW A NUMBER OF US HAD
QUESTIONS AFTER RECEIVING THE
REPORT ITSELF, AND REALLY
APPRECIATE THAT THE DEPARTMENT
ACTED QUICKLY TO GET US BACK
SOME OF THOSE ANSWERS IN TIME
FOR THIS COMMITTEE DISCUSSION.
PERHAPS THIS MIGHT BE A GOOD
TIME TO LIFT UP FOR THOSE
QUESTIONS AND ANSWERS IF COUNCIL
MEMBERS WISH TO DO SO.
AND I'M NOT SEEING ANY RAISED
HANDS HERE.
SO I'M JUST GOING TO --
>> I THINK SOMEBODY ELSE HAS
THEIR HAND UP.
>> OH, I'M SO SORRY.
I'M NOT SURE WHY I DON'T SEE IT.
THERE YOU GO, COUNCIL MEMBER
NELSON.
THANK YOU SO MUCH, ALEX.
>> THANK YOU VERY MUCH, CHAIR.
SO I REALIZE THAT THE DISCUSSION
ON PUBLIC SAFETY INCENTIVES IS
GOING TO BE HAD IN THE NEXT
PUBLIC SAFETY AND HUMAN SERVICES
MEETING.
HOWEVER, BECAUSE THIS DOCUMENT,
THIS TWO-PAGE DOCUMENT, HALF OF
IT WAS ABOUT PUBLIC SAFETY
INCENTIVES, I DO WANT TO SAY
THAT THIS IS ONE AREA WHERE WE
DON'T NEED A CONSULTANT REALLY
TO STUDY THE BENEFIT OF
INCENTIVES BECAUSE INTERIM CHIEF
DIAZ DID SAY IN PREVIOUS
MEETINGS THAT OTHER CITIES DO
HAVE THESE -- JUST INCENTIVES,
WHETHER OR NOT THEY BE CALLED
HIRING, ET CETERA, AND THIS IS
ONE AREA THAT WE CAN IMPLEMENT
RIGHT AWAY BECAUSE IT HAS BEEN
SHOWN TO WORK IN OTHER CITIES,
PRETTY MUCH MOST, IF NOT ALL
CITIES IN OUR REGION DO HAVE
THIS AND IT'S BEEN SAID THAT WE
NEED TO LEVEL THE PLAYING FIELD
FOR OFFERING -- BECAUSE PUBLIC
SAFETY AS WE'VE BEEN HEARING IN
THE NEWS IS SUCH A CRUCIAL ISSUE
RIGHT NOW, I DON'T THINK THAT --
I JUST WANTED TO MAKE -- TO
MENTION THAT THIS IS SOMETHING
THAT DOESN'T NEED A LOT MORE.
SO THANK YOU VERY MUCH.
>>.
>> THANK YOU, COUNCIL MEMBER.
>> THANKS SO MUCH.
AS IT RELATES SPECIFICALLY TO
THE SPD PORTION OF THIS REPORT,
I DO WANT TO HIGHLIGHT THAT
COVERED A RELATIVELY SMALL
NUMBER OF MONTHS.
THERE WAS AN EVIDENT RESPONSE IN
THE WAY OF INCREASED
APPLICATIONS AS IT RELATES TO
THE 911 CENTER AT THE CSCC,
WHEREAS THE POLICE DEPARTMENT, I
THINK SOMEONE SAID OR SUGGESTED
THAT THE BENEFIT IN OFFERING THE
BONUSES IS THAT MORE PEOPLE
APPLY TO BECOME POLICE OFFICERS,
AND, AGAIN, THAT WAS -- THAT
HAPPENED DEFINITELY WITH CSCC.
NOT APPEARED TO HAPPEN A WHOLE
LOT WITH THE POLICE DEPARTMENT.
THEY DID RECEIVE SLIGHTLY FEWER
ENTRY LEVEL APPLICATIONS PER DAY
AFTER THE HIRING INCENTIVE
ANNOUNCEMENT COMPARED TO THE
NUMBER OF APPLICATIONS BEFORE
THE ANNOUNCEMENT.
AND THEN AS IT RELATES TO
LATERAL APPLICATIONS, THEY DID
RECEIVE ABOUT THE SAME NUMBER
SINCE THE HIRING INCENTIVE
ANNOUNCEMENTS AS THEY DID
BEFORE.
IT'S NOT CLEAR FOR SPD THAT THE
BONUSES RESULTED IN MORE PEOPLE
APPLYING, BUT IT DOES APPEAR
THAT IT HAD THAT FUNCTION FOR
CSCC.
I DO WANT TO REMIND FOLKS THAT
WE ALSO HAD A STUDY ON -- A
PRELIMINARY STUDY THINK WOULD BE
FAIR TO CHARACTERIZE IT ON THE
INCENTIVE PROGRAM THAT WAS
APPROVED BY THE COUNCIL IN 2019,
AND THAT PRELIMINARY ASSESSMENT
SHOWED THAT ABOUT ONE IN FIVE
IDENTIFIED THE EXISTENCE OF THE
INCENTIVE AS BEING A
CONSIDERATION IN THEIR DECISION
TO APPLY.
THAT'S A RELATIVELY SMALL
NUMBER.
IT'S NOT -- IT DOESN'T LOOK INTO
WHETHER OR NOT THERE WAS AN
INCREASE IN APPLICATIONS, JUST
SIMPLY THAT ONE IN FIVE PEOPLE
SAID THAT THE INCENTIVE HAD
SOMETHING TO DO WITH THEIR
INTEREST IN APPLYING.
AND THEN TO CHARACTERIZE ONE OF
THE QUESTIONS I ASKED IN RUNUP
TO THIS PRESENTATION TODAY AFTER
RECEIVING THE PRESENTATION,
PERHAPS YOU CAN TALK A LITTLE
BIT ABOUT WHAT WE FOUND WHEN WE
LOOKED AT THE ABILITY OF
DEPARTMENTS TO OFFER
COMPENSATION FOR PEOPLE'S
RELOCATION ASSISTANCE.
OFTENTIMES PARTICULARLY IN
SITUATIONS WHERE WE'RE DOING A
HIRING PUSH, WE'RE LOOKING AT
HIRING PEOPLE FROM OTHER
JURISDICTIONS.
HAVING SOME ADDITIONAL
FLEXIBILITY TO PAY FOR THE
RELOCATION COSTS WHEN HE IS
DOING LATERAL HIRES FROM OTHER
JURISDICTIONS, OTHER
JURISDICTIONS THAT MAY HAVE A
LOWER STANDARD OF LIVING AND A
LOWER SALARY FOR THOSE
PARTICULAR APPLICANTS BECAUSE
THEY HAVE A LOWER SALARY WHERE
THEY ARE WORKING, THEY HAVEN'T
BEEN ABLE TO SAVE MONEY FOR A
BIG MOVE ACROSS THE COUNTRY.
SO, IT'S BEEN REALLY HELPFUL TO
THE POLICE DEPARTMENT TO USE
SORT OF WHAT WAS ORIGINALLY
DESIGNED AS SORT OF A GENERAL
BONUS INCENTIVE PROGRAM BUT
SPECIFICALLY FOR THAT FUNCTION
OF PAYING RELOCATION COSTS.
SO WHEN I HEARD THAT I WAS
INTERESTED IN WHAT THE CITY'S
POLICY WAS ACROSS ALL THE
DEPARTMENTS FOR TYPES OF JOBS.
RELOCATION COSTS FOR DEPARTMENT
DIRECTOR OR DEPUTY DIRECTOR
THAT YOU WANT TO MAYBE HAVE
COME TO THE CITY.
BUT FOR OTHER POSITIONS WHERE
WE HAVE CHALLENGES, RECRUITING,
WHAT IS THE EXISTING POLICY
ACROSS THE DEPARTMENTS AND
WHETHER OR NOT IF WE WANTED TO
SEE MORE OF THAT AND ADDRESS
WHAT I THINK MIGHT BE EQUITY
ISSUES IN THE PRACTICES THAT
MIGHT TEND TO FOCUSING THE
COMPENSATION FOR RELOCATION
COSTS TO HIGHER LEVEL WORKERS,
SORT OF -- WHERE ARE WE AT ON
THAT?
WHAT IS THE PERSONNEL POLICY
SCAN TELL US ABOUT THAT RIGHT
NOW?
>> THANK YOU, COUNCILMEMBER
HERBOLD.
WE HAVE 4.2.9 UNDER MOVING
EXPENSES.
AS YOU READ THROUGH THE RULE,
PLEASE NOTE THAT IT WILL TALK
ABOUT SALARY RANGE, 400 IN
SALARY RANGE, 300.
THESE RANGES REFER TO THE CITY
SALARY SCHEDULE FOR PAY GRADES.
FOR 2022, GRADE, 300 LEVEL
SALARY RANGE, BETWEEN 3544 TO
33176 AND GRADE 400, 52.41 TO
60.78.
SO, KIND OF READ THROUGH THE
RULE AND KIND OF GO OVER IT IN
GENERAL A BIT.
BUT THE POSITIONS IDENTIFIED IN
THE SALARY ORDINANCE AS
ADMITTED BY SALARY RANGE 400
AND ABOVE OR SALARY EQUIVALENT
OR HIGHER THAN THE TOP STEP OF
RANGE 400 WHEN NO RANGE IS
GIVEN OR POSITIONS UNDER SALARY
RANGE 400 BUT OVER SALARY RANGE
300 OR EQUIVALENT THERE TO FOR
WHICH THE EMPLOYEE UNIT WAS
ABLE R UNABLE TO RECRUIT
PERSONS IN THE IMMEDIATE AREA
THAT POSSESSED THE UNIQUE
SKILLS, EXPERTISE OR EDUCATION
REQUIREMENTS.
OR POSITIONS ASSIGNED TO APEX
SAM EXECUTIVE PROGRAM,
MANAGER'S COMPENSATION OR
STRATEGIC ADVISORY COMPENSATION
PROGRAM, DON'T MEET THE HE WILL
GUILT CRITERIA.
SO, LONG STORY SHORT, THERE IS
OPPORTUNITY HERE TO UTILIZE
MOVING EXPENSES, RELOCATION
EXPENSES BUT LOOKING AT THOSE
RANGES FIRST, ONE THING I WOULD
NEED TO GO BACK AND BASICALLY
BE ABLE TO GET BACK TO YOU AND
MAKE IT MORE CLEAR, IS THERE --
CAN WE GO BELOW THAT LEVEL,
BELOW THE 400 OR 300 LEVEL.
IT'S FOR FILLING CRITICAL AND
HASHED TO FILL POSITIONS.
OF IF THEY ARE OUT OF STATE,
IT'S A GREAT OPPORTUNITY TO
BRING IN THAT TALENT FROM OUT
OF STATE.
THAT IS ONE OF THE THINGS ABOVE
MANY, GREAT THINGS ABOUT THE
RECRUITMENTS ACROSS THE CITY,
THEY FOCUS IN ON RECRUITING
TALENT OUT OF THE STATE BUT
ALSO RETAINING OUR TALENT HERE
WITHIN THE STATE AND KEEPING
THEM HERE IF WE CAN WITH THE
CITY BUT IF THEY AREN'T ABLE TO
FIND THE TALENT, THEY CAN GO
OUT AND YOU WILL LIZ THE --
UTILIZE THE RELOCATION PACKAGES
HERE.
>> THANK YOU.
COUNCILMEMBER ? MOSQUEDA.
>> SORRY.
I AM DOING DUEL SCREENINGS WITH
MY PHONE.
MY AUDIO WAS HAVING ISSUES.
CAN YOU HEAR ME OKAY?
EXCELLENT.
I WANT TO THANK YOU FOR THE
OPPORTUNITY TO ASK THESE
QUESTIONS AND MADAM CHAIR I
APPRECIATE YOUR LEADERSHIP HERE
IN BRINGING FORWARD THIS ITEM
ON TODAY'S AGENDA AND YOUR
LEADERSHIP DURING BUDGET.
I WANT TO REMIND FOLKS ABOUT
THE REASON THAT WE ARE HAVING
THIS CONVERSATIONS.
WE HEARD FROM A NUMBER OF
INDIVIDUALS ABOUT THE NEED FOR
US TO LOOK AT WAYS THAT WE CAN
CREATE A STRONGER HEALTHIER
RECOVERY TO THE PAN AND LOOK AT
STABILITY WITHIN OUR
DEPARTMENTS.
WE HAVE A SPONSOR -- SLIDE 013-
0002 ALONG WITH COUNCILMEMBER
HERBOLD BECAUSE WE HAD YEARS OF
CONVERSATIONS OF FOLKS IN THE
CITY FAMILY, WITH FRONTLINE
WORKERS AND CITY UNIONS ABOUT
WAYS TO IMPROVE RETENTION AND
RECRUITMENT STRAITS.
CREATE A HEALTHY WORK
ENVIRONMENT, STABILITY, WAYS TO
CREATE ATTRACTIVE PLACE FOR
PEOPLE TO COME THAT ARE YOUNGER
WORKERS AND ESPECIALLY AS HE
SAID, DIVERSE WORKERS.
IT'S IN THE SPIRIT OF LOOKING
ACROSS THE CITY FAMILY TO
ADDRESS DIVERSITY AND STABILITY
IN THE DEPARTMENTS THAT THIS
SLIDE WAS BROUGHT FORWARD.
I WANT TO APOLOGIZE TO YOU ON
BEHALF OF THE COUNCIL.
I THINK THE WORK THAT YOU DID
WAS IMPUGNED BY ONE OF MY
COLLECTION THAT DEDUCED IT
TO -- I THINK IT YIELD VERY
IMPORTANT, NOT ONLY QUAN
TAKETIVE ANALYSIS BUT QUAIL
LATTIF ANALYSIS THAT SHOULD BE
TAKEN TO HEART AND WEIGHED
AGAINST ONE INDIVIDUAL'S
COMMENTS THAT IS NOT STEEPED IN
THIS WORK.
I WANT TO THANK YOU FOR THE
TEAM THAT YOU PULLED TOGETHER,
ROBUST CONVERSATIONS ABOUT WHAT
DATA DRIVEN RECRUITMENT AND I
BELIEVE RETENTION STRATEGIES
SHOULD LOOK LIKE.
I THINK IT'S IMPORTANT FOR US
TO HAVE THE CONVERSATION ABOUT
WHAT YOU HIGHLIGHTED IN YOUR
SUMMARY COMMENTS.
IF I MAY READ THAT FROM, MADAM
CHAIR, OFFERING INCENTIVE
PROGRAMS IS A SHORT TERM
STRATEGY MEANT TO -- AS YOU
SAID IN THE GOOD CHAIR REPEATED
IT DOES INCREASE THE POOL OF
APPLICANTS.
HOWEVER, YOU WENT ON TO NOTE
THAT THERE IS CLEAR EVIDENCE
THAT MUST BE WEIGHTED AGAINST
SITUATIONS WHERE THIS HAS THE
POTENTIAL AND INHERENT
DRAWBACKS AND EMBEDDED EQUITY
ISSUES FOR EMPLOYEE AND PLEASE.
WHEN AN EMPLOYEE IS ON BOARD, A
STRUCTURED SIGN ON BONUS WITH
ADDITIONAL PAYOUT TIED TO TIME
IN SERVICE HAS LIMITED IMPACT.
LIMITED IMPACT ON RETENTION.
THE MONEY IS A ONE TIME QUICK
FIX THAT MAY NOT COMPENSATE FOR
UNCOMPETITIVE WAGES WHICH WE
ARE WORKING TO ADDRESS VIA A
BUDGET ITEM THAT WE INCLUDED
LAST YEAR TO LOOK AT
COMPETITIVE PAY SALARIES ACROSS
THE BOARD.
AS THE UNIONS AND FRONTLINE
WORKERS ASKED FOR, HOW TO
CREATE STABILITY AND USE WAGES
AS A RECRUITMENT TOOL ONCE WE
ADJUSTED FOR THE WAGES WHICH
HAS BEEN ASKED FOR MANY YEARS.
THE MONEY IS A ONE TIME FIX
THAT CANNOT COMPENSATE FOR
UNCOMPETITIVE WAGES.
DIFFICULT OR UNSUPPORTIVE
WORKING CONDITIONS,
SPECIFICALLY CHILD CARE AND THE
ABILITY TO HAVE FLEXIBLE SEATED
DULLES TO PICK UP KIDDOS WHEN
WE DON'T HAVE SUFFICIENT CHILD
CARE IN THE CITY.
THAT IS WHAT WE HAVE HEARD FROM
FRONTLINE WORKERS.
IMPORTANTLY, AS YOU NOTED, IT
DOES NOT COMPENSATE FOR THE
LACK OF OPPORTUNITIES TO
DEVELOP CAREER RELEVANCE,
EXPERIENCE AND SKILLS, LIMITED
OPPORTUNITIES.
I APPRECIATE YOU EMPHASIZING
THESE BUT NOTING THAT THERE ARE
PROGRAMS IN PLACE THAT IF THEY
HAD ADEQUATE RESOURCES AND
PERHAPS INVESTMENTS OVER TIME
COULD BUILD THINGS LIKE THE
APPRENTICESHIP AND INCERTAIN
SHIPS.
WE HEARD FROM WORKERS THAT WHAT
THEY ARE LOOKING FOR IS WORK
STRUCTURES THAT ALLOW THEM A
PLACE FOR KIDDOS AND FLEXIBLE
TIME IF CARING FOR PARENTS AND
THAT IS WHAT WE ARE TRYING TO
DO AS WELL IN ADDITION TO
BUILDING A CHILD CARE ON SITE
PROMOTE AND BUILD IT ACROSS THE
CITY AND I THINK THERE IS A LOT
OF WORK TO BE DONE IN THIS
ARENA LIKE IN D.C. WHERE THEY
HAVE MADE CHILD CARE A PART OF
EACH OF THE FEDERAL BUILDINGS
TO REALLY MAKE SURE THAT
WORKERS HAVE ACCESS TO
APPROPRIATE, ACCESSIBILITY AND
AFFORDABLE CHILD CARE.
THE SIGNING BONUSES FOR NEWLY
HIRED TALENT OUTSIDE CAN
NEGATIVELY IMPACT EMPLOYEE
MORAL.
I WANTED TO COMMENT ON THIS.
IN THIS MOMENT, THIS IS THE
TIME FOR US TO BE LOOKING AT
HOW WE CAN MAKE SURE THAT
WORKERS NOT ONLY FEEL
RESPECTIVE IN THE WORKPLACE BUT
WE ARE PUTTING MONEY TOWARD
MAKING SURE THAT THEY FEEL THAT
THIS IS THE PLACE FOR THEM TO
STAY.
IN THIS HIGHLY COMPETITIVE WORK
ENVIRONMENT THAT WE HAVE AS WE
EMERGE FROM COVID, IT'S CITE
CRAWL THAT WE DO EVERYTHING
THAT WE CAN TO LOOK AT
RETENTION STRATEGIES.
I BRING UP THE INTENT OF THIS
SLIDE.
IT'S NOT JUST RETENTION
STRATEGIES IN ONE DEPARTMENT,
GIVEN A LOT OF FOCUS ON THAT,
BUT RETENTION AND RECRUITMENT
STRATEGIES IN EVERY DEPARTMENT.
NOT EVERY SINGLE DEPARTMENT HAD
HIRING INCENTIVE PLAN FULLY
FUNDED.
SPD DID.
THEY HAD THE HIRING PLAN FULLY
FUNDED.
NOT EVERY DEPARTMENT HAD A FULL
HIRING PLAN THAT ALLOWED FOR
THEM TO CONTINUE TO HAVE
GROWTH.
I THINK THIS IS THE TIME FOR US
TO LOOK ACROSS THE DEPARTMENTS
AS THE GOOD CHAIR AND I WERE
INTERESTED IN, WHAT THE
STRATEGIES AND DATA DRIVEN
APPROACHES MIGHT BE AND IT HARK
KENS BACK TO WHAT THE ORIGINAL
INTENT WAS WITH FRONTLINE
WORKERS HOW TO CREATE A MORE
EQUITABLE DIVERSE AND THRIVING
CITY, FAMILY FOR CORE
GOVERNMENT FUNCTIONS THAT
ALLOWS FOR THE LOCAL ECONOMY TO
THRIVE AND SUCCEED AS WELL.
I LOOK FORWARD TO CONTINUING
THE CONVERSATION ABOUT THE KEY
TAKEAWAYS FROM THE ANALYSIS.
IT'S SHORT IN LENGTH BUT DEEP
IN SUBSTANCE IN TERMS OF WHAT
THE POTENTIAL UNINTENDED
CONSEQUENCES WOULD BE IF WE
WERE TO BE SHORTSIGHTED AND
LOOK AT ONLY HIRING INCENTIVES
AND NOT TAKE INTO ACCOUNT THE
IMPACT ON EXISTING EMPLOYEES
AND THE WAYS IN WHICH WE CAN
DIVERSIFY OUR WORKFORCE T
STRENGTHEN THE WORKFORCE AND
CREATE A MORE STABLE
ENVIRONMENT FOR THOSE HERE AND
THE ONES WE WANT TO RECRUIT.
WHAT EXISTING PROGRAMS OR BUILT
UP PROGRAMS SHOULD WE BE
LOOKING AT FOR RETENTION IN
THAT DIVERSE WORKFORCE.
>> I SEE COUNCILMEMBER LEWIS'S
HAND UP.
>> THANK YOU, CHAIR HERBOLD.
GIVEN THAT WE ARE HAVING THIS
CONVERSATION A WEEK IN ADVANCE,
I THINK I MIGHT TAKE THE
OPPORTUNITY TO QUEUE UP A
COUPLE OF DISCUSSION ITEMS FOR
PRESENTERS TO BE PREPARED FOR
WHEN WE TAKE THIS UP AT THE
26th MEETING IN MORE DETAIL,
THIS DISCUSSION ABOUT THE, YOU
KNOW, PAY INCENTIVES FOR THE
POLICE DEPARTMENT OR WHATEVER.
>> I THINK FOR THE NEXT
COMMITTEE MEETING,
COUNCILMEMBER LEWIS WE WILL
HAVE A DIFFERENT PANEL OF
FOLKS.
>> I KNOW.
BUT I'M SURE THAT THEY ARE
WATCHING AND LISTENING TO THE
COMMITTEE NOW.
BECAUSE WE ARE GOING BACK AND
FORTH AROUND HIRING INCENTIVES,
WHAT WE ARE REALLY TALKING
ABOUT IS THE COUNCIL PUT
FORWARD A 125 OFFICER HIRING
PLAN.
I ASSUME THE ENTIRE COUNCIL OR
AT LEAST THE COUNCIL MAJORITY
WOULD LIKE TO SEE THAT PLAN
REALIZED.
THE QUESTION IS HOW DO WE HIRE
125 PEOPLE.
IT'S NOT NECESSARILY DEBATING
SQUARE PEG, ROUND HOLE ON WHAT
THING WILL GET THE 125
POSITIONS FILLED, RIGHT?
SO, WE ARE GOING TO DISCUSS AND
I KNOW THAT THERE IS SOME
EVIDENCE ON BOTH SIDES ABOUT
WHETHER THE HIRING INCENTIVE IS
SOMETHING THAT THEY CAN HELP US
REALIZE THAT GOAL.
THAT IS A DISCUSSION THAT WE
CAN HAVE AND ARE HAVING AND I
LOOK FORWARD TO HAVING AGAIN IN
A WEEK.
BUT WHAT I WOULD JUST ASK IS
THAT WE ALSO MAYBE HAVE A BIT
OF A BROADER FOCUS AND I KNOW
THAT THIS IS IN LINE WITH WHAT
CHAIR HERBOLD WOULD LIKE TO DO
IN HOW WE TALK ABOUT THIS, IN
WHAT WOULD BE HELPFUL FOR ME IS
MAYBE HEARING WHAT MAJOR
AMERICAN CITY IS ACTUALLY ABLE
TO HIRE OFFICERS RIGHT NOW AT A
RATE HIGHER THAN THE ATTRITION
OF LOSING AND MAYBE SEE IF
WHATEVER THAT CITY IS DOING GO
WORK HERE.
I AM NOT PRIVY TO ANY MAJOR
AMERICAN CITY THAT IS HAVING
THAT EXPERIENCE.
I THINK THERE IS GENERALLY AN
UNDERSTANDING IN THE MEDIA AND
PARTICULARLY IN OUR LOCAL MEDIA
THAT THIS IS A UNIQUE SEATTLE
PROBLEM.
BEYOND THAT, I THINK THERE IS
AN UNDERSTANDING THAT THIS IS A
UNIQUE WEST COAST PROBLEM,
PORTLAND.
THERE IS AN ARTICLE FROM DALLAS
NEWS DISCUSSING IN TEXAS,
DISCUSSING THAT IN THE SAME
PERIOD THEY HIRED 80 OFFICERS,
THEY LOST 140 OFFICERS.
IN THE SAME PERIOD THAT THEY
HIRED 150 OFFICERS, THEY LOST
204 OFFICERS.
IT'S PROJECTED THAT THAT TREND
WILL CONTINUE THE NEXT TWO
YEARS FOR THE DALLAS POLICE
DEPARTMENT.
I BRING THAT TO RAISE THAT
NATIONALLY POLICE DEPARTMENTS
ARE HAVING A DIFFICULT TIME
HIRING AND RETAINING POLICE.
I WOULD BE INTERESTED IN
HEARING FROM PEOPLE OBSERVING
THIS, EXAMPLES FROM MAJOR
CITIES THAT CAN ATTRACT AND
RETAIN POLICE AND WHAT THEY ARE
DOING.
THAT'S ALL I'M PUTTING OUT
THERE.
I REALLY APPRECIATE THE WORK OF
THE HUMAN SERVICES DEPARTMENT
IN RESPONDING TO THE SLIGH IN
THE FIRST QUARTER OF THE YEAR
AND I APPRECIATE HAVING THE
INFORMATION TO INFORM OUR
DECISIONS BUT I WANT TO MAKE
SURE THAT WE ARE NOT SO LIMITED
THAT WE ARE DEBATING THE
EFFICACY OF HIRING INCENTIVES
AS A STRATEGY TO REALIZE THE
125 OFFICER HIRING GOAL.
AND I THINK IT WOULD BE
INTERESTING TO SEE EXAMPLES OF
OTHER JURISDICTIONS AND SOME OF
THE OTHER THINGS THAT THEY ARE
DOING IN ADDITION TO HIRING
INCENTIVES TO MAKE THAT UP IN
CITIES THAT ARE OUTPACING --
WHERE HIRING IS OUTPACING
ATTRITION.
I WANTED TO SAY THAT IN
ANTICIPATION OF OUR NEXT
MEETING IF FOLKS ARE WATCHING
AND COMING WITH INFORMATION, IT
WOULD BE INTERESTING TO HEAR
THE OTHER STRATEGIES.
>> THANK YOU SO MUCH,
COUNCILMEMBER LEWIS.
KEITH, DID YOU HAVE A RESPONSE
TO THAT?
>> I DID.
THANK YOU FOR THAT INFORMATION.
I THINK THAT IS IMPORTANT TO
BRING IN.
AS A RECRUITER, I THINK
OBJECTIVE, LIKE WHEN I'M DOING
MY JOB, LOOK FOR TALENT,
DOESN'T MATTER WHAT DEPARTMENT
THEY ARE IN.
MY JOB ACROSS THE CITY MAKING
SURE THAT ALL OF THE
DEPARTMENTS ARE STRAFFORD AND
TAKEN CARE OF.
TRENDS ARE IMPORTANT.
I LOOK AT THE TRENDS.
THERE ARE GREAT FRIENDS AT SPD
-- NOT SPD BUT PAID TIME OFF,
FLEXIBLE SCHEDULES.
I MENTIONED ABOUT RECRUITMENT.
PROVIDING EXTRA RESOURCES FOR
THE RECRUITERS WITHIN SPD AND
HAVING THREE, FOUR POCKETS OR
FIVE POCKETS THAT ARE DEDICATED
TO OUTREACH.
I KNOW THE GENTLEMAN THAT DOES
THE RECRUITING THERE RIGHT NOW.
HE DOES THIS BY HIMSELF AND HE
TAKES OFFICERS WITH HIM BUT
LITERALLY HE IS DRIVING ACROSS
THE STATE.
IT'S THOSE LITTLE THINGS BUT
RESOURCES THAT DEPARTMENTS NEED
AND RECRUITERS NEED THAT.
IF WE CAN BUILD THOSE TEAMS.
WE CAN MOBILIZE AND GO TO
OUTSIDE THE STATE OR EASTERN
WASHINGTON OR GO TO DOWN TO --
WHATEVER IT IS.
BUT TO BRING THAT TALENT HERE.
BUT YOU CAN'T JUST DO IT ALONE
OR ON SOMEBODY'S BACK.
YOU NEED TEAM EFFORT.
THERE ARE DIFFERENT WAYS TO DO
THIS, COUNCILMEMBER LEWIS, YOU
BROUGHT UP GREAT POINTS BESIDES
THE HIRING INCENTIVES.
OTHER BENEFITS WOULD BE --
FLEXIBLE SCHEDULES OR PAID TIME
OFF, TRAVEL INCENTIVES,
SOMETHING LIKE THAT.
I KNOW IT WOULD HAVE TO BE
BARGAINED BUT THERE ARE
DIFFERENT THINGS AS FAR AS
DEPARTMENTS ARE DOING TO BE
CREATIVE.
THANK YOU.
>> CAN I DO A FOLLOW-UP REAL
QUICK.
>> QUICKLY.
WE ARE WAY PASTED TIME FOR THIS
ITEM.
THIS WAS NOT INTENDED TO BE A
DEEP DIVE.
ONLY ON THIS REPORT AND WE HAVE
OUR COUNCIL MEMBERS IN THE
QUEUE.
>> I UNDERSTAND.
IN RESPONSE TO KEITH'S
RESPONSE, THAT WAS A GREAT
RESPONSE ABOUT HOW WE CAN MAYBE
TAKE A STEP BACK AND LOOK MORE
HOLISTICALLY ON WHAT WE ARE
TRYING TO DO.
LESS A FOLLOW-UP QUESTION AN
MORE UNDER LINING I THINK THIS
CONVERSATION GETS MORE
PRODUCTIVE WHEN WE ARE NOT
INCENTIVE BONUS OR NOT
INCENTIVE BONUS.
WHEN IT'S MORE LIKE HOW DO WE
REALIZE 125 PERSON HIRING CLASS
AND LET'S PUT EVERYTHING ON THE
TABLE INCLUDING THE BONUS
DISCUSSIONS.
IT'S A MORE PRODUCTIVE
CONVERSATION.
THANK YOU SO MUCH.
>> THANK YOU, COUNCILMEMBER
LEWIS.
COUNCIL MEMBER PEDERSEN.
>> I WANT TO THANK THE LEADERS
FOR SPENDING SO MUCH TIME ON
THIS ISSUE AND WITH US THIS
MORNING.
THANK YOU CHAIR HERBOLD AND
MOSQUEDA FOR LOOKING AT THIS
ISSUE.
I'M GLAD HR IDENTIFIED THE JOB
CLASSY FIX SO IT IS IMPROVED.
THAT WILL BE IMPORTANT FOR
RECRUITING INTENTION 14 CITY
GOVERNMENT POSITIONS SUCH AS
CASHIERS, RECREATION
ATTENDANTS, ELECTRICAL
INSPECTORS AND OTHERS CRITICAL
TO THE CITY AND CHALLENGING TO
FILL.
WITH THE LOSS OF 350 POLICE
OFFICERS AND DETECTIVES THE
LAST TWO YEARS AND THE SHORTAGE
OF 911 DISPATCHERS, I
APPRECIATE COUNCIL MEMBER
NELSON'S FOCUS.
I AGREE THAT THE HIRING
INCENTIVES WEREN'T IN PLACE FOR
LONG ENOUGH.
I HAVE THE SAME AS
COUNCILMEMBER LEWIS WHAT CAN WE
DO THAT OTHERS ARE DOING.
WHAT IS THE GOAL TO MAKE SURE
THAT WE HIRE THE WHEN 120
OFFICERS THIS CALENDAR YEAR AND
WE ARE RUNNING OUT OF TIME TO
DO THAT.
I WAS GLAD TO HEAR THE CREATIVE
LINKING OF PAYING RELOCATION
COSTS AND OTHER INCENTIVES
MENTIONED TODAY.
MY QUESTION CAN YOU CLARIFY
WHETHER THE SEATTLE POLICE
DEPARTMENT IS COORDINATING
THEIR RECRUITMENT WITH THE
TALENT AND EXPERTISE AT THE --
ARE THEY LEVERAGING WITH YOU TO
DISCUSS THE RECRUITMENT
STRATEGIED.
>> THANK YOU H COUNCILMEMBER
PEDERSEN.
WE HAVE BEEN IN DISCUSSION.
THEY SIT ON THE TALENT HUB
MEETINGS WE HAVE EVER OTHER
THURSDAY WHERE WE TALK ABOUT
THE BEST PRACTICES.
ONE OF THE THINGS THAT I CAN
TALK ABOUT EARLIER, THE
LINKEDIN, SOCIAL MEDIA, THAT IS
SOMETHING THAT WE HAVE AS A
RESOURCE FOR ALL DEPARTMENTS
ACROSS THE CITY.
IT'S FRY.
THE GREAT THING YOU CAN TAKE
OVER A FULL TAB AND TALK ABOUT
YOUR SPECIFIC PROJECTS AND WHAT
IS GOING ON IN THE COMMUNITY,
HOW ARE WE SERVING THE
COMMUNITY, THOSE THINGS.
I HAVE CONVERSATIONS WITH SPD,
MIKE FILLS.
WE TALKS ABOUT DIFFERENT THINGS
AND DIFFERENT STRATEGIES.
THEY TRY TO DO DIFFERENT THINGS
TO ATTRACT TALENT.
BUT I FEEL LIKE AS BEING IN
THIS PROFESSION, RECRUITING FOR
MORE THAN 20 YEARS, YOU KNOW,
IF YOU REALLY WANT TO CHANGE
THE CULTURE IN THE FACE OF A
COMPANY, IT TAKES ABOUT FIVE
YEARS IN RECRUITMENT AND
SELECTION.
ONE OF THE BIGGEST THINGS IS
GIVING UP THE RECRUITING OR
TALENT TEAM THOSE ADDITIONAL
RESOURCES, WHEN I SAY
RESOURCES, ADDITIONAL
RECRUITERS TO GO OUT AND LIKE I
SAID WHEN I WAS A KID, SPD,
SEATTLE FIRE DEPARTMENT, THEY
WULD COME TO OUR SCHOOL.
I WENT TO SCHOOL, HIGH SCHOOL
DOWN THE STREET FROM SMT.
THEY USED TO COME TO SCHOOL AND
TALK ABOUT OPPORTUNITIES.
IT GOT YOU EXCITED ABOUT THOSE
OPPORTUNITIES.
THE MORE WE CAN EMBED OURSELVES
IN THE LOCAL HIGH SCHOOLS, NOT
EVEN IN SEATTLE BUT THE SCHOOLS
DOWN SOUTH AND UP NORTH AND IN
BELLEVUE, WHATEVER AREAS AND
THEN FOCUS IN ON COMMUNITY
COLLEGES, LOCAL UNIVERSITIES,
BUILDING RELATIONSHIPS BUT YOU
CAN'T DO THAT WITHOUT TWO OR
THREE OTHER RECRUITERS AND THEY
BECAME A TEAM TO BRING THE
TALENT BACK TO THE CITY.
>> THANK YOU.
I REALLY APPRECIATE THE
DISCUSSION.
WE WILL BE COMING BACK IN TWO
WEEKS TO THE PUBLIC SAFETY AND
HUMAN SERVICES COMMITTEE TO
DISCUSSES THE RESOLUTION THAT
COUNCIL MEMBER NELSON BROUGHT
FORWARD AND SOME OTHER OPTIONS
AS WELL.
LOW TIDE CLERK READ -- THANK
YOU, AGAIN, SDHR FOR BEING WITH
US ON SUCH SHORT NOTICE AND
YOUR WONDERFUL PRESENTATION.
APPRECIATE IT AND THE WORK THAT
YOU DO YEAR-ROUND.
WOULD THE CLERK READ IN AGENDA
ITEM NUMBER 2.
>> SEATTLE MUNICIPAL COURT
PROBATION EVOLUTION 2022 UPDATE
FOR BRIEFING AND DISCUSSION.
>> THANK YOU SO MUCH.
REALLY APPRECIATE THAT WE HAVE
SUCH A WONDERFUL PANEL HERE TO
PRESENT THE NEXT ITEM.
INTRO DISCUSSIONS, PLEASE.
>> YES.
THIS WILL BE PRESENTED BY
PRESIDING JUDGE GREGORY AND
PROGRAM AND SERVICES MANAGER
CAROL BELL.
>> THANK YOU SO MUCH.
LET'S JUST JUMP INTO IT.
NORMALLY I WOULD HAVE FRAMING
COMMENTS BUT, AGAIN, APPRECIATE
ONGOING WORK THAT YOU HAVE AS
IT RELATES TO MAKING CHANGES TO
HOW SEATTLE MUNICIPAL COURT
MANAGES THE DEPARTMENT AND IT
IS PROBATION RELATED OUT COMES
AND HAND IT OVER TO YOU.
THANK YOU.
>> THANK YOU.
FIRST I WOULD LIKE TO THANK THE
COUNCIL FOR THE INVITATION TO
PRESENT TODAY, PROBATION
EVOLUTION PROJECT.
THANK YOU, COUNCILMEMBER
HERBOLD FOR THAT.
I THOUGHT IT WOULD BE BEST IF
WE HAD AFTER OVERVIEW OF THE
COURT STARTING WITH THE
MISSION.
THE MISSION HERE IS FOR US TO
PROVIDE A FORUM TO RESOLVE
ALLEGED VIOLATIONS OF THE LAW
THAT PEOPLE HAVE IN A
RESPECTFUL, INDEPENDENT AND
IMPARTIAL MATTER.
WE HAVE SEVEN ELECTED JUDGES,
FIVE APPOINTED MAGISTRATES AND
WE HAVE AN AWESOME STAFF
WORKING HERE AT SEATTLE
MUNICIPAL COURT.
HERE AT SEATTLE MUNICIPAL COURT
WE TAKE CARE OF ALL MISDEMEANOR
AND GROSS MISDEMEANOR AND CIVIL
INFRACTION THAT OCCUR UNDER THE
COURT AND REVISED COURT OF
WASHINGTON STATUTES.
THE HIGHEST VOLUME COURT OF
LIMITED JURISDICTION IN THE
STATE OF WASHINGTON.
WE PROCESS THOUSANDS OF
CRIMINAL AND CIVIL INFRACTION
CASES FOR THE CITY OF SEATTLE.
WE CAN GO TO SLIDE 2 PLEASE.
LET'S GO TO SLIDE 3. THANK YOU.
WE PRESENTED TO THE COUNCIL
CONCERNING OUR PROBATION
EVOLUTION PROJECT BEFORE.
SINCE WE LAST PRESENTED TO THE
COUNCIL, WE HAVE MADE PROGRESS
ON THE PROJECT AND WE WILL
HIGHLIGHT SOME OF THESE
PROGRESSES TODAY DURING THE
PRESENTATION.
ONE THING THAT HAS CHANGED IS
THE DEVELOPMENT OF A SET OF
ORGANIZATIONAL VALUES.
SO, WHAT HAPPENED HERE IS THAT
OUR JUDGES AND COURT STAFF
WORKED TOGETHER.
WE IDENTIFIED AND WE BUILT A
SHARED COMMITMENT TO THE
COURT'S VALUES.
WE CAME UP WITH THE SIX VALUES
THAT ARE LISTED HERE.
FIRST WASSER VICE, SECOND IS
FAIRNESS, EQUITY AND INCLUSION
IS THIRD.
INNOVATION, EXCELLENCE AND
INTEGRITY.
THESE VALUES WILL GUIDE ALL OF
OUR WORK INCLUDING OUR
ORGANIZATIONS STRATEGIC
PLANNING.
WITH THAT, I WILL HAND IT OFF
TO YOU, CAROL.
>> THANK YOU.
GOOD MORNING AND THANK YOU FOR
THE OPPORTUNITY FOR ME TO SHARE
A LITTLE BIT ABOUT WHAT IS
HAPPENING IN OUR PROBATION
DIVISION.
BEFORE I REALLY UPDATE YOU ON
WHERE WE ARE WITH THE PROBATION
EVOLUTION PROJECT I WANT TO
SHARE HOW PROBATION WORKS AT
SEATTLE MUNICIPAL COURT.
PROBATION IS POST ADD JUDD
INDICATION OPTION THAT THE
JUDGES USE.
IT'S A CASE MANAGEMENT PROGRAM.
JUDGES HAVE THE OPPORTUNITY TO
IMPLEMENT PROBATION AT
SENTENCING.
THEY WILL ORDER SEVERAL
OBLIGATIONS OR HAVE A MENU OF
SEVERAL OBLIGATIONS TO SELECT
FROM.
THEY ARE OFTEN NEGOTIATED
THROUGH AGREED ORDERS OR PLEA
AGREEMENT BETWEEN THE CITY
ATTORNEY, THE OFFICE OF PUBLIC
DEFENSE OR PRIVATE DEFENSE
ATTORNEY AND THE CLIENT.
FOR EXAMPLE, SOMEONE WHO
COMMITTED A DOMESTIC VIOLENCE
OFFENSE MAY AGREE TO
PARTICIPATE IN A DOMESTIC
VIOLENCE INTERVENTION PROGRAM
COMMONLY KNOWN AS OUR DVIP
PROGRAM.
MANY OF YOU COUNCILMEMBERS ARE
AWARE OF THAT.
WITH THIS, PROBATION COUNSELORS
RARELY HAVE AN OPPORTUNITY TO
WEIGH IN ON WHAT SENTENCING
OBLIGATIONS LOOK LIKE.
SOMETIMES JUDGES DO CALL FOR A
PRESENTENCE REPORT TO SUPPORT
THE GATHERING AND INFORMATION
ON WHAT A CLIENT'S BACKGROUND
MAY LOOK LIKE.
ONCE A PERSON IS ORDERED TO
PROBATION, THE PROBATION
COUNSELOR'S ROLE IS TO SUPPORT
THE CLIENT IN ENSURING THAT
THEY SUCCESSFULLY COMPLETE THE
COURT ORDERED OBLIGATIONS.
SELF IDENTIFIED GOALS AND WITH
GOALS, JUST REALLY
TRANSITIONING THEM OFF OF OR
OUT OF THE CRIMINAL LEGAL
SYSTEM.
JUDGE GREGORY WILL SHARE A BIT
ABOUT THE PROBATION EVOLUTION
PROJECT.
>> IN 2020 WE BEGAN REDESIGNING
OUR APPROACH TO PROBATION.
WE TALKED TO OUR STAKEHOLDERS
AND COMMUNITY FEEDBACK AND WE
WANTED TO -- WE TALKED ABOUT
THIS TO THE COUNCIL BEFORE,
ELIMINATE DISPROPORTIONAL
IMPACT ON THOSE THAT WE SERVE,
ESPECIALLY AT THE PROBATION
LEVEL.
WE INCORPORATED THE FINDINGS
AND RECOMMENDATIONS OF THE VERA
INSTITUTE ASSESSMENT AS WELL AS
THE 2021 CITY AUDIT CONCERNING
OUR PROBATION DEPARTMENT.
OVER THE PAST SEVERAL MONTHS,
WE SPENT TIME ASSURING THAT THE
EFFORT WE MADE WAS RESOURCED
APPROPRIATELY AND WE WANTED TO
COME WITH A CLEAR UNIFIED
VISION BACKED BY THE SHARED
COMMITMENT OF OUR JUDGES.
WE HAVE PROBATION EVOLUTION
PROJECT MANAGER THAT LED OUR
TEAM TO DEVELOP THE FOLLOWING
GOAL STATEMENT FOR THE PROJECT.
IT'S LISTED IN THE POWER POINT.
BASICALLY TO TRANSFOR OUR
PROBATION AND SERVICES DIVISION
STEPPING AWAY FROM TRADITIONAL
INCARCERATION, REACTIONARY
APPROACHES TOWARD ONE THAT IS
HOPEFUL, EQUITABLE FOR THE
PEOPLE BEFORE US AND SUPPORT
THE CLIENT AND THEIR SUCCESS
AND GROWTH.
WE WILL BE WORKING IN THE
COMING MONTHS TO COMPLETE
IMPORTANT VISION WORK AROUND
THE FUTURE OF OUR PROBATION
DEPARTMENT AT SEATTLE MUNICIPAL
COURT.
WE WANT TO MAKE SURE THAT THE
WAY THAT WE GO AND THE JOURNEY
THAT WE TAKE AND THE -- ACHIEVE
OUR GOALS AND WHAT WE ARE DOING
IN SEATTLE MUNICIPAL COURT.
>> WE LEARNED A LOT.
KEEP ON LEARNING AND KEEP
LISTENING TO MAKE PROBATION
WORK FOR THE PEOPLE THAT COME
IN TO OUR PROBATION DEPARTMENT
AND THE PEOPLE THAT NEED
SERVICES.
WE WANT TO IMPROVE OUR
ENGAGEMENT WITH OUR CLIENTS SO
THAT CLIENTS CAN GET BETTER
OUTCOMES.
SO, CAROL, WHAT CHANGED IN
REGARDS TO THE PROBATION
DEPARTMNT SO FAR?
>> GREAT, SO, NOTABLE CHANGES
THAT WE MADE IN THE PROBATION
PROGRAM SO FAR IS FIRST WE ARE
FOCUSING ON PROBATION ON HIGH
RISK SITES.
JUDGES MAINTAIN THE DISCRETION
ON THE CASES THEY REFER.
CLIENTS REFERRED HAVE CASES
LIKE DUI, DV OR MENTAL HEALTH.
WE DISCONTINUED THE PRACTICE OF
MONITORING CASES FOR CRIMINAL
LAW VIOLATION CHECKS ONLY.
THIS APPLIES TO ALL CASE TYPES
WITH THE EXCEPTION OF DUI CASES
WHERE AN IID MONITORING
OBLIGATION HAS BEEN IMPLEMENTED
IN THAT MANDATE.
AS EARLY 2021, THIS POLICY
REDUCED THE CASELOAD BY 78%.
SO THAT 1,640 LESS CLIENTS
BEING SUPERVISED BY SEATTLE
MUNICIPAL COURT --
>> CAN YOU SAY THE PERCENTAGE
AGAIN?
>> IN SEPTEMBER 2020, IS MANY
OF YOU ARE AWARE THAT OUR
JUDGES VOTED TO ELIMINATE ALL
DISCRETIONARY PROBATION FINES
AND FEES.
THIS ELIMINATED THE PROBATION
SUPERVISION FEE AND RECORDS
CHECK FEE AMONG OTHERS.
THE FEES WERE OFTEN WAIVED BY
JUDGES AS THEY CONSIDER WHAT
THE CLIENT'S FULL FINANCIAL
SITUATION WAS.
BUT WHEN THEY WERE IMPOSED THEY
OFTEN TOTALED FROM $600 TO $240
A PERSON.
THE JUDGES APPROVED A CLOSE
CLOSURE POLICY.
THIS ALLOWS FOR THE COUNSELORS
TO CLOSE OUT CLIENTS FROM
PROBATION MONITORING ONCE THEY
HAVE COMPLETED THE COURT
ORDERED CONDITION WITHOUT
HAVING ANY FORMAL ACTION BY THE
COURT.
THIS IS THE AREA THAT WE REALLY
IDENTIFIED AS A BOTTLENECK IN
OUR AUDITING WHEN IT WAS
HAPPENING AND IT RESULTED IN
CASES BEING HELD ON LONGER THAT
IT NEEDED TO BE.
AFTER THIS POLICY WAS
IMPLEMENTED, THE NUMBER OF
CLIENTS ON ACTIVE SUPERVISION
WAS REDUCED BY 16%.
WE STARTED COLLECTING CLIENT
REPORTED RACE AND ETHNICITY
DATA.
THIS WAS HIGHLIGHTED IN THE AT
DISASTER THAT CAME OUT AS WELL.
THE COURT PREVIOUSLY RELIED ON
DEMOGRAPHIC DATA PROVIDED BY
LAW ENFORCEMENT.
WITH THIS IMPROVED DATA, IT
WILL ALLOW US TO BETTER
UNDERSTAND THE OUTCOMES FOR
DIFFERENT GROUPS AND ADDRESS
DISPROPORTIONATE IMPACT.
WE HAVE A CLIENT EXIT SURVEY.
ONE I WOULD LIKE TO HIGHLIGHT
IS SOMETHING THAT WE CAME OUT
IN DECEMBER, 74% OF THE PEOPLE
THAT TOOK THE SURVEY AGREED
THAT THEIR COUNSELOR HAD A
POSITIVE INFLUENCE ON THEM.
WE ARE SEEING POSITIVE EARLY
RESULTS IN THE PERFORMANCE DATA
PUBLISHED ON OUR WEBSITE.
YOU CAN CHECK THAT OUT, WE KEEP
IT UP TO DATE.
IN 2021 WE SAW A SIGNIFICANT
IMPROVEMENT IN THE RATES THAT
CLIENT WERE COMPLETING
PROBATION.
WE CAN GIVE MORE INFORMATION TO
YOU ABOUT THAT EITHER LATER ON
OR IN FURTHER CONVERSATIONS
WITH YOU ALL AS WE DO MEET WITH
YOU ALL THROUGHOUT THE YEAR.
I WANT TO SHARE SPECIFICS FOR
2022.
WE ARE EARLY IN THE YEAR.
AS JUDGE GREGORY MENTIONED, WE
HIRED A PROBATION EVOLUTION
PROJECT MANAGER.
SHE IS SERVING AS THE
ORGANIZATIONAL CHANGE MANAGER
FOR THIS PROJECT.
WE FOUND IT NECESSARY TO HAVE A
STAFF PERSON WHOSE PRIMARY
FOCUS IS TO DRIVE THIS WORK
PRODUCT.
OTHER MANAGERS REASSURING
OPERATIONS AND OTHER WORK
CONTINUES.
SHE HELPED US GET A LINE AROUND
THE REMAINING WORK TO BE DONE
AND DEVELOP A PROJECT SCHEDULE.
WE ARE EXCITED TO HAVE HER
HERE.
WE ALSO HAVE A DIVISION WIDE
TRAINING CALENDAR.
IT WILL INCLUDE TRAUMA
RESPONSIVE CARE.
IT'S TARGETED TO BE COMPLETED
BY JULY OF THIS YEAR.
MANY OF YOU ALSO RECEIVED
NOTIFICATION FROM PRESIDING
JUKE GREGORY ABOUT THE DECISION
TO ELIMINATE RISK ASSESSMENT
TOOL FOR DETERMINING PROBATION
CLIENTS REPORTING FREQUENCY.
THIS WILL WILL BE TALKED ABOUT
IN DETAIL IN THE UPCOMING
SLIDES.
WE HAVE MADE A COUPLE OF OTHER
NEW HIRES THAT WE WOULD LIKE TO
HIGHLIGHT THOUGH NOT
SPECIFICALLY TIED TO THE
PROBATION EVOLUTION PROJECT BUT
THEIR WORK SUPPORTS SOME OF THE
EFFORTS THAT WE HAVE MOVING
FORWARD IN THIS SPECIFICALLY
AND THROUGHOUT THE COURT.
WE WE COME VICTOR YALE MORELAND
AS COMMUNITY OUTREACH AND
ENGAGEMENT STRATEGY ADVISER AND
WE WELCOME OUR COMMUNITY
RESOURCE CENTER SYSTEM'S
NAVIGATOR.
THIS IS A CONTRACTED POSITION
THAT WE HAVE WITH THE YWCA AND
SOMETHING THAT YOU ALL
PERMANENTLY FUNDED IN THE 2022
BUDGET.
SO, WE ARE EXCITED TO HAVE WHAT
COME TO FRUITION.
SHE JOINED US A WEEK AGO.
NOW I WILL TURN IT BACK OVER NO
JUDGE GREGORY WHO WILL TALK
ABOUT THE WHY IN ELIMINATING
ASSESSMENT TOOL.
>> THANK YOU, CAROL.
>> RISK ASSESSMENT TOOLS ARE
USED IN MANY COURTS TO ADDRESS
THE RISK OF A HUMAN'S IMPLICIT
BIAS IN DECISION MAKING.
HOWEVER, WE FOUND THAT THESE
TOOLS OFTEN INCLUDE QUESTIONS
OR CONSIDERED FACTORS THAT
PERPETRATE BIAS TOWARD PEOPLE
OF COLOR.
EFFECTIVE MARCH 21st OF THIS
YEAR, I DIRECTED THE PROBATION
SERVICE STAFF TO ELIMINATE THE
RISK ASSESSMENT TOOLS FOR
DETERMINING PROBATIONARY
CLIENTS FREQUENCY.
THIS IS BASED ON RESEARCH ON
THESE TOOLS IN OTHER
JURISDICTIONS, COMMUNITY
FEEDBACK AND THE CONCERNS THAT
WE HAD WITH THE COURT'S
EXISTING RISK ASSESSMENT TOOL.
THE COURT'S RISK ASSESSMENT
TOOL WAS FOUND TO BE FAILING
AND DID NOT DIFFERENTIATE
BETWEEN RISK DELVES AND WAS
SHOWN TO HAVE ADVERSE EFFECTS
ON BLACK PEOPLE, AFRICAN-
AMERICANS, AMERICAN INDIAN AND
ALASKAN NATIVE CLIENTS.
SO, PROBATION IS REQUIRED BY
COURT RULE TO USE A
STANDARDIZED CLASSIFICATION
SYSTEM TO DETERMINE PEOPLE'S
COMMUNITY RISK LEVELS.
THAT IS WHAT THE MINIMUM OF
MONTHLY FACE TO FACE INTERVIEWS
REQUIRED TO BE HAD BY PROBATION
WITH THE PERSON WHO IS
CLASSIFIED AT A HIGHER LEVEL,
THE HIGHEST LEVEL.
THEREFORE, I HAVE DIRECTED THE
COURT VIA THE PROBATION AND
SERVICES DEPARTMENT TO CREATE
AND IMPLEMENT A NEW
STANDARDIZED CLASSIFICATION
SYSTEM.
I WILL HAVE CAROL TALK TO YOU
ABOUT THE DEVELOPMENT OF THAT
NEW SYSTEM.
>> WE HAVE POLICY WHERE ALL
PROBATION CLIENTS REPORT TO
PROBATION ONE TIME PER MONTH.
DUE TO COVID OPERATIONS, WE
CURRENTLY HAVE BEEN REPORTING
VIA PHONE OR VIDEO CALL.
WE ARE BEGINNING OUR EFFORTS TO
DEVELOP IN THE BEGINNING,
LOOKING AT THE EFFORTS TO
DEVELOP A STANDARDIZED
CLASSIFICATION.
WE ARE LOOKING AT THE COURT
RULE RLJ 11.2.
THIS SYSTEM WILL BE DEVELOPED
IN PARTNERSHIP WITH COMMUNITY
MEMBERS AND LEGAL SYSTEM
PARTNERS ACTIVELY TALKING TO
DIFFERENT STAKEHOLDERS IN THE
COMMUNITY AND TALKING TO THE
CITY ATTORNEY'S OFFICE, DPD AND
OTHER ENTITIES.
WE DON'T KNOW WHAT THE SYSTEM
WILL LOOK LIKE YET.
WE WILL NEED TO RELY ON THE
EXPERTISE FROM COMMITTEE
MEMBERS AND OUR PARTNERS TO
ENSURE THAT IT'S EQUITABLE,
FREE FROM BIAS AND EFFECTIVELY
IDENTIFIES CLIENT'S NEEDS AND
RISK FACTORS.
WE WILL BE USING A RACE AND
TOOL KIT AS PART OF THE DESIGN
PROCESS AND TARGET COMPLETION
DATE IS JUNE 2022.
SO YOU WILL HEAR MORE FROM US
ABOUT THAT.
SO, ALSO, FOR THE NEXT COUPLE
OF MONTHS, MOST OF OUR FOCUS
FOR THE LARGER PROGRAM PLAN
WILL BE ON THE NEW
CLASSIFICATION SYSTEM.
WE ARE WORKING ON THE COMMUNITY
ENGAGEMENT STRATEGY IN
DESIGNING THAT.
WE HAVE TALKED TO PARTNERS SUCH
AS SOCR AND VITA AGENCY.
WE WILL COMPLETE A RACE AND
EQUITY TOOL KIT TO UNCOVER AND
MITIGATE ANY UNINTENDED IMPACTS
TO AT RISK COMMUNITIES.
ONCE WE DEVELOPED THE SYSTEM WE
HAVE TO MONITOR THE INTAKE
POLICIES AND PROCESSES AND
TRAIN STAFF ON THIS NEW SYSTEM.
STAFF WILL BE TAKING IN
ADDITIONAL TRAINING CALLED
EQUITY TO ACTION AND FOCUSES ON
IMPLICIT BIAS BEFORE THE NEW
SYSTEM LAUNCHES.
WHEN THE CLASSIFICATION SYSTEM
IS IMPLEMENTED WE WILL FOCUS ON
DEVELOPING GOAL BASED
SUPERVISION POLICIES.
THIS WILL BE FOCUSED ON THOSE
THAT POSE A HIGH RISK TO PUBLIC
SAFETY.
WE HOPE TO HAVE NEW SUPERVISION
POLICIES IMPLEMENTED AND
COUNSELORS TRAINED ON THE NEW
POLICIES LATER IN THE FALL.
IN EARLY 2023 THE PROJECT WILL
FOCUS ON DESIGNING POSITIVE
REINFORCEMENT AND INTEN
INCENTIVES TO THOSE ON
PROBATION AND ENCOURAGE PEOPLE
TO ACHIEVE THE GOALS.
THE PROJECT IS TO MOVE AWAY
FROM TRADITIONAL INCAR SERTIVE
REACTIONARY APPROACHES TO
SUPERVISION AND A MODEL MORE
HOPEFUL AND CLIENTS SUCCESS AND
GROWTH.
AS THE NEW SYSTEM COMES ONLINE,
THEY WILL NEED TO BE HELD TO
PERFORMANCE METRICS.
WE HAVE TO MAKE SURE THAT WE
ARE NOT CAUSING ANY
UNINTENTIONAL HARM AND WE
ACHIEVE THE GOALS THAT WE SET
OUT TO ACHIEVE.
YOU WILL HEAR MORE FROM THIS.
WE WILL POST SOME OF THESE
THINGS ONLINE ON THE WEB PAGE
AS WELL.
>> IF I MAY, AS YOU CAN SEE,
WHAT WE ARE REALLY TRYING TO DO
IS MAKE SURE THAT SYSTEMIC
RACISM FOUND IN THE COURT
SYSTEM, THAT WE CAN DO WHAT WE
CAN TO ERASE THAT AND MAKE SURE
THAT A PERSON WHEN THEY COME IN
THE COURTHOUSE, THAT THEY ARE
BEING TREATED IN AN EQUITABLE
FASHION AND THAT WE ADDRESS THE
REASON WHY THE PERSON CAME IN
THE COURTHOUSE IN THE FIRST
PLACE.
THAT IS THE END OF OUR
PRESENTATION.
WE WILL ADDRESS ANY QUESTIONS
THAT COUNCIL HAS.
THANK YOU FOR ALLOWING US TO
PRESENT TO YOU THE PROBATION
EVOLUTION PROCESS.
>> THANK YOU SO MUCH.
I CAN'T TELL YOU -- I CAN'T SAY
HOW MUCH I APPRECIATE THE COURT
TAKING ON THIS WORK AFTER THE
VERA REPORT, AUDITOR
RECOMMENDATIONS FOCUSED ON
TRANSFORMING HOW THE CITY
REQUIRES PROBATION AND MANAGES
PROBATION FOR THOSE THAT IT
DOES REQUIRE.
I FEEL LIKE OVER THE LAST
SEVERAL YEARS YOU HAVE GONE
ABOVE AND BEYOND WHAT I WAS
HOPING OUT OF THE
RECOMMENDATIONS AND I CAN'T
TELL YOU HOW PLEASED I WAS WHEN
I SAW THE ANNOUNCEMENT A COUPLE
OF WEEKS AGO AROUND YOUR
DECISION, JUDGE GREGORY ON RISK
ASSESSMENT POOL.
AS YOU STATED IN YOUR OPENING
REMARKS THE RISK ASSESSMENT
TOOL IS DESIGNED TO BE
OBJECTIVE, TO ADDRESS THE BIAS
THAT INDIVIDUALS HAVE IN MAKING
DECISIONS ON WHETHER OR NOT
PEOPLE SHOULD HAVE PROBATION
AND THE LENGTH OF PROBATION BUT
IT TURNS OUT THAT THE ACTUAL I
AM PUTS TO THE TOOL ITSELF
REPLICATE SOME OF THE
INSTITUTIONAL BIASES OF OUR
SYSTEM.
SO, REALLY FEEL LIKE YOU ARE
LEADING THE COURT IN IMPORTANT
WORK TO ADDRESS THESE ISSUES
THAT RESULT -- IF UNADDRESSED
HAVE A RESULT OF PERPETUATING
THE DISPARATE IMPACTS AND OUT
COMES FOR PEOPLE IN THE
CRIMINAL LEGAL SYSTEM.
I ALSO WANT TO -- EVEN THOUGH
IT'S OLD NEWS, AS MUCH
SEPTEMBER 2020 BUT I WANT TO
THANK YOU AGAIN FOR ELIMINATING
WHEN THE DISCRETIONARY
PROBATION FEES AS IT RELATES TO
WORK THAT IS COMING UP SOON.
I KNOW THAT THERE ARE OTHER
FINES AND FEES NOT RELATED TO
THE PROBATION PROGRAM, SOME ARE
MANDATED BY THE STATE.
SOME ARE NOT.
I KNOW THAT THE COURT WILL BE
BRINGING US A REPORT AT THE END
OF JULY TO LOOK AT THE ONES
THAT ARE NOT MANDATED BY THE
STATE.
BUT I THINK THAT SOME OF THE
STATE LEGISLATION THAT PASSED
THIS SESSION ON LEGAL FINANCIAL
OBLIGATIONS AND CREATING MORE
FLEXIBILITY FOR PEOPLE TO HAVE
PAYMENT PROGRAMS OR HAVE LEGAL
OR FINANCIAL OBLIGATIONS WAIVED
WHEN PREVIOUSLY THEY WERE
REQUIRED BY THE STATE MIGHT
ALLOW US TO DO MORE WORK IN
THIS AREA.
JUST I WANT TO REALLY VIEW MY
MARTY FELT THANKS FOR THE --
HEARTFELT THANKS FOR THE WORK
YOU ARE DOING IN THIS AREA AND
YOU ARE SO STEADFAST IN
PARTNERING WITH COMMUNITY AND
USING THEIR EXPERIENCE AND
EXPERTISE IN DESIGNING THESE
NEW VERSIONS OF YOUR PROGRAMS
MOVING FORWARD.
JUST LOOKING TO ANY QUESTIONS
OR COMMENTS FROM MY COLLEAGUES.
COUNCIL MEMBER LEWIS.
>> THANK YOU SO MUCH, MADAM
CHAIR.
JUDGE GREGORY AND TEAM THANK
YOU SO MUCH.
ECHO ALL THE SENTIMENTS THAT
CHAIR HERBOLD RELATED.
IT'S GREAT TO WORK WITH AN
INSTITUTION LIKE THE COURT THAT
IS SUCH A PROACTIVE AND
PASSIONATE PARTNER IN THIS WORK
OF UNDOING THE SYSTEMIC HARMS
INACADEMIC TO THE CRIMINAL
LEGAL SYSTEM.
I WANTED TO ASK, GIVEN THAT
THROUGH A LOT OF THESE
PROBATION REFORMS, YOU HAVE
EXIT SURVEYS, COLLECTING DATA
FROM THE PEOPLE MOVING THROUGH
PROBATION, I THINK ONE OF THE
BIGGEST FLAWS IN A LOT OF THE
WORK THAT IS DONE IN THE
CRIMINAL LEGAL SYSTEM IS NOT
SOLICITING SIGNIFICANT FEEDBACK
FROM PEOPLE IMPACTED IN TERMS
OF WHAT THE CORE UNDERLYING
INSECURITIES RELATING TO
SYSTEMS OF RESIDE DI ADVISING
AND COMING BACK IN THE COURT,
NOT GETTING FEEDBACK ON THE
UNDERLYING NEEDS IS ONE OF THE
THINGS THAT THE SYSTEM
STRUGGLES WITH AND NOT
LISTENING TO THOSE VOICES.
I WONDER IF YOU MIGHT SHARE
BASED ON THE INFORMATION THAT
YOU ARE GATHERING, WHERE SOME
OF THE BIGGEST PROBLEMS THAT
ARE LEADING PEOPLE TO REOFFEND
AND BE ON THE CASELOAD OF
PROBATION?
>> FROM MY POINT OF VIEW NOT
HAVING ACCESS TO SERVICES,
ACCESS TO HOUSING, ACCESS TO
JOBS, JUST FROM A -- MENTAL
HEALTH COURT JUDGE AND A JUDGE
ON THE BENCH FOR 11 YEARS,
THAT'S WHAT I SEE, A LOT OF
INEQUALITY AND THE SYSTEM IN
AND OF ITSELF FOR UNEMPLOYMENT
AND SERVICES AND HOUSING.
PEOPLE DON'T HAVE A CHANCE TO
GET THEMSELVES UP, SERVICES AND
IT'S HARD FOR A PERSON TO BE
ABLE TO STOP DOING WHAT THEY
HAVE BEEN DOING IN SOCIETY.
>> I ECHO WHAT JUDGE GREGORY
SAID IN TERMS OF THE ACCESS TO
SERVICES AND HOUSING, LIVEABLE
WAGES.
ONE OF THE THINGS THAT WE ARE
TRYING TO DO IN LOOKING AT THE
TOTALITY OF THE CLIENT IN
TRANSITIONING THEM OUT OF THE
SYSTEM IS OFFERING THINGS LIKE
THROUGH THE RESOURCE CENTER
THAT WE HAVE HERE TO HELP THEM
TO TRANSITION OFF PROBATION AND
STILL HAVE SUPPORTIVE SERVICES
IN THE COMMUNITY, SO SOMEBODY
IS COMING IN AND THEY HAVE TO
BE SUPPORTED BY MEDICATION
BECAUSE THEY HAVE MENTAL HEALTH
ISSUES OR SOMETHING LIKE THAT
OR THEY HAVE TREATMENT NEEDS
THAT GO BEYOND A LOT OF PEOPLE
THAT HAVE SUBSTANCE ABUSE
ISSUES.
IT WOULD EXTEND BEYOND THE TERM
OF PRAY ADDITIONAL PROBATION.
ONE THING THAT IS IMPORTANT IS
TO HAVE THE ACCESS TO COMMUNITY
SUPPORT OR WHEN A PERSON COMES
OUT OF CUSTODY, IT'S IMPORTANT
FOR IF A PERSON HAS TO ACCESS
MENTAL HEALTH MEDS IN CUSTODY,
HAVE EITHER THE MEDICATION WITH
THEM WHEN THEY ARE
TRANSITIONING OUT OF THE
INSTITUTION OR TO HAVE READY
ACCESS TO A PROVIDER WHEN THEY
ARE COMING OUT SO THEY ENSURE
THAT THEY STAY ON THE
MEDICATION OR IN THEY ARE
HAVING THE -- THE PERSON HAVING
ACCESS TO MEDICALLY ASSISTED
TREATMENT WHILE THEY ARE IN
CUSTODY.
SOME PEOPLE DON'T -- AREN'T
PREPARED TO ENTER INTO A
PROGRAM WHEN THEY ARE OUT
ORIGINALLY.
MAYBE IF THEY HAD ACCESS WHEN
THEY WERE IN CUSTODY THEN HAVE
THE SUPPORTIVE SERVICE SET UP
FOR THEM IMMEDIATELY UPON
RELEASE.
AS WE PARTNER WITH THE
DIFFERENT FACETS OF THE SYSTEM,
WE ARE HOPING TO BUILD OUT SOME
OF THOSE OPPORTUNITIES TO
ENSURE THAT SOMEBODY HAS GAINED
THE STABILITY THEY NEED AND
DON'T COME BACK.
>> THANK YOU.
I APPRECIATE THOSE RESPONSES.
IT UNDERSCORES THAT WHEN WE
WERE NOT INVESTING IN HOUSING
AND SERVICE ORIENTED
INTERVENTIONS, IT'S NOT LIKE WE
AS A CITY ARE SAVING ANY MONEY.
LIKE THAT CASELOAD JUST GETS
PUT ON THE CRIMINAL LEGAL
SYSTEM AND ENDS UP COSTING US A
LOT MORE.
I THINK THIS IS GOOD IMPORTANT
WORK FROM A LOT OF THE REFORMS
THAT THE COURT IS DOING TO
REALLY EMPHASIZE HOW PEOPLE CAN
BE SET UP FOR SUCCESS.
I THINK THAT DATA AND
INFORMATION ABOUT HOUSING
INSTABILITY IS A BIG FACTOR AND
USEFUL FOR US.
THANK YOU SO MUCH.
>> THANK YOU.
>> IT'S NOT JUST ABOUT HOW TO
-- EXAMINING HOW WE MAKE
DECISIONS ABOUT PEOPLE'S RISK
BUT ABOUT HOW DO WE MAKE
DIFFERENT DECISIONS BY
SUPPORTING THE THINGS THAT
PEOPLE NEED WHEN THEY ARE
RELEASED FROM CUSTODY.
THE WAY THAT WE ALLOW OURSELVES
TO MAKE DIFFERENT DECISIONS,
ONCE WE ADDRESS THE
INSTITUTIONAL BIASES, ONCE WE
CAN ALLOW OURSELVES TO MAKE
MORE EQUITABLE DECISIONS
FURTHER REDUCING DISPARITY WHEN
WE INVEST IN THE THINGS THAT
HELP PEOPLE WHEN THEY ARE
RELEASED AND REALLY APPRECIATE,
AGAIN, YOU ARE GOING --
REACHING BEYOND JUST THE FOUR
CORNERS OF THE COURT IN DOING
THIS WORK.
AND I THINK IT IS GOING TO
PROVIDE REAL BENEFITS TO THE
BROADER COMMUNITY AND LOOK
FORWARD TO DOING MORE WORK WITH
YOU ON THAT.
ANY OTHER QUESTIONS FROM MY
COLLEAGUES?
>> I WANT TO MAKE A STATEMENT.
COUNCILMEMBER LEWIS YOU POINTED
OUT THAT IT WAS MYSELF AND MY
STAFF.
I WANT TO MAKE SURE THAT I TALK
ABOUT MY TEAM.
I COULDN'T HAVE DONE ANY OF
THIS WITHOUT MY TEAM PROGRAM
SERVICES TEAM AND CORE TEAM.
DURING THE PANDEMIC AS YOU KNOW
WE ARE WORKING HARD ACROSS THE
STREET AT THE COURT.
WE HAD TO CLOSE FOR A FEW DAYS.
BEYOND THAT, MY STAFF IS
WORKING HARD AND I'M PROUD OF
MY STAFF AND TEAM.
AGAIN, I DO WANT TO GIVE A
SHOUT OUT TO THEM.
WE ALL WANT TO MAKE IT A BETTER
COURT TO PEOPLE.
I THANK MY TEAM.
THANK YOU FOR RECOGNIZING THAT,
COUNCILMEMBER LEWIS.
>> YES, MANY THANKS TO
EVERYBODY WHO MADE THIS
POSSIBLE BOTH WITHIN THE COURT
AND ALSO 9 COMMUNITY
STAKEHOLDERS WHO YOU HAVE BEEN
ENGAGED WITH.
WE LOOK FORWARD TO HAVING YOU
BACK IF NOT BEFORE JULY,
DEFINITELY IN LATE JULY, EARLY
AUGUST TO GET THE REPORT ON THE
FEES AND FINES IMPOSED ON COURT
INVOLVED INDIVIDUALS AND THE
DISPROPORTIONALITY STUDY FOR
THOSE FINES RECOGNIZING THAT
YOU HAVE ELIMINATING MANY
DISCRETIONARY FEES.
>> THANK YOU.
>> MOVING ON TO AGENDA ITEM 3.
PLEASE READ IN AGENDA ITEM 3.
>> VIDEO ADDENDA ITEM THREE,
UPDATE ON STATEMENT OF
LEGISLATIVE INTENT OF SPD-018-A-
001, FEDERAL TASK FORCE
DISCUSSION.
>> THANK YOU SO MUCH.
IN THE BUDGET THE COUNCIL
REQUESTED THAT THE POLICE
DEPARTMENT REPORT ON THE
ACTIVITIES OF OFFICERS THAT
SERVE ON A NUMBER OF ENTER
JURISDICTIONAL TASK FORCES.
WE ARE JOINED BY ENTER RUPE
CHIEF DIAZ.
THANK YOU FOR JOINING US.
I WILL PASS IT ON TO PROVIDE A
BRIEF BACKGROUND ABOUT THE ITEM
AND WANTED TO REITERATE A
COMMENT I MADE AT THE START OF
THE MEETING THAT AMONG THE
OTHER THINGS, THIS WORK
INVOLVES AN IMPORTANT FOCUS ON
GUN VIOLENCE AND TAKING AWAY
GUNS FROM PEOPLE WHO SHOULD NOT
HAVE THEM.
THIS MORNING -- IT IS IMPORTANT
REMINDER OF THIS WORK.
THANK YOU SO MUCH.
I WILL PASS IT OFF.
>> THANK YOU, MADAM CHAIR.
GOOD MORNING.
GOOD MORNING, COMMITTEE
MEMBERS.
I WILL NOTE THAT WE ARE JOINED
BY ANGELA SOCHI THE FINANCE
DIRECTOR OF SPD TO TEE UP THE
ITEM.
EVERY YEAR AS COUNCIL MEMBER
HERBOLD, THE CHAIR NOTED, SPD
DETECTIVES WORK ON TASK FORCE
TO ADDRESS ISSUES OF VIOLENT
CRIME, DRUG TRAFFICKING, HUMAN
TRAFFICKING AND SEX RESULTED
CRIMES, VIOLENT SEX CRIMES
WITHIN THE REGION, AGENCIES
SUCH AS THE FBI AND DEA
REIMBURSE SPD FOR THE COST IT
ACCRUES DOING THE WORK.
MOST OF THE WORK IS DONE ON
OVERTIME.
EACH YEAR SPD REQUESTS BUDGET
RELATED OVERTIME.
THE REQUESTS ARE MADE IN THE
YEAR END SUPPLEMENTAL SO THE
DEPARTMENT CAN BEST CALCULATE
HOW MUCH IT NEEDS TO REIMBURSE
FOR THE FULL YEAR OF TASK FORCE
ACTIVITIES.
LAST YEAR ABOUT 323,000 ON TASK
FORCE WORK.
THE COUNCIL ON NOVEMBER 22,
ACCEPTED THE FEDERAL FUNDING IN
ORDINANCE 126469 AND THEN
APPROPRIATED THE FUNDING IN THE
YEAR END SUPPLEMENTAL.
AT THE TIME, THE COUNSEL WAS
REVIEWING THE YEAR END
SUPPLEMENTAL AND 2022 ADOPTED
BUDGET AT THE SAME TIME.
THERE WAS NOT ENOUGH TIME TO
REVIEW THE WORK OF THE TARS
FORCE.
SO IT WAS INCLUDED IN THE 2022
ADOPTED BUDGET, STATEMENT OF
LEGISLATIVE INTENT SPD 18 A 001
THAT ASKED THE DEPARTMENT TO
REPORT BACK ON THE ACTIVITIES
OF FIVE OF THE TASK FORCES ON
WHICH THEY SPEND ABOUT $246,000
IN 2021.
SO, TODAY, YOU WILL HEAR A
BRIEFING FROM THE DEPARTMENT ON
THE WORK OF THOSE FIVE TASK
FORCES.
THOSE ARE FIVE OF THE ONGOING
REGULAR TASK FORCES AND THE
COMMITTEE WILL, AGAIN, COUNCIL
WILL AGAIN SEE THE TASK FORCE
REIMBURSEMENT REQUESTS IN THE
YEAR END SUPPLEMENTAL FOR 2022.
SO, COUNCIL MEMBER MOSQUEDA --
>> THANK YOU VERY MUCH, GREG.
THANK YOU, COUNCILMEMBER
HERBOLD.
I WANTED TO ADD CONTEXT TO THE
WHY.
THE OUTLINE TODAY AND THE
SUMMARY OF WHAT THE PROCESS IS
IS PROBABLY MORE ELABORATE AT
THE TIME OF THE BUDGET MAKING.
WE ASKED QUESTIONS DURING
BUDGET DELIBERATIONS THIS YEAR
AND LAST YEAR WHAT THE TASK
FORCES WERE AND INFORMATION
ABOUT WHAT IT INCLUDED WASN'T
READILY AVAILABLE.
I THINK THE REASON IS TO PULL
BACK THE LAYER ON WHAT IS
ACTUALLY BEING DISCUSSED, WHO
THESE TASK FORCE ARE MADE UP OF
AND WHAT THE PURPOSE OF THEM
IS.
WITHOUT HAVING THAT INFORMATION
READILY AVAILABLE TO THE
COUNCIL, THERE WAS A BIG GASP
IN INFORMATION.
WHEN THE WORK IS BEING
PERFORMED AND WE ARE ASKED TO
REIMBURSE.
THAT WAS PROBLEMATIC.
STARTING FROM A PLACE OF
KNOWING WHAT THE TASK FORCE
ARE, WHO IS SITTING AT THE
TABLE IS A MUCH MORE
APPROPRIATE WAY TO ENGAGE IN
BUDGET DELIBERATIONS AT THE END
OF THE YEAR INSTEAD OF AFTER
THE FACT WHEN WE DON'T HAVE THE
DETAILS.
I APPRECIATE THIS HAS BEEN PUT
FORWARD AND THE GOOD WORK TO
REALLY UNDERSTAND WHAT THE TASK
FORCE ARE AND THE IMPORTANCE OF
SOME OF THE WORK, ESPECIALLY
REMOVING GUNS FROM THE STREETS
IS IMPORTANT WORK.
WITH THAT IN MIND IN TERMS OF
GOOD BUDGETING PRACTICE AND
GREATER TRANSPARENCY FOR
MEMBERS OF THE PUBLIC, I
APPRECIATE THAT THIS SLIDE WAS
TAKEN SERIOUSLY AND WE HAVE THE
FOREGOING FORWARD.
>> LET'S JUMP INTO IT.
THANK YOU FOR BEING WITH US,
ANGELA.
>> GOOD MORNING.
>> THE CHIEF IS OTHERWISE
ENGAGED BUT I AM MORE THAN
HAPPY TO KICK US OFF.
I WILL GO AHEAD AND SHARE THE
SLIDES HERE.
AS ALREADY NOTED, WE WERE ASKED
AT THE END OF LAST YEAR, PART
OF 2022 BUDGET PROCESS TO
PROVIDE FURTHER DETAIL ABOUT
OUR FEDERAL TASK FORCE
PARTNERSHIPS.
THERE WERE SPECIFIC TASK FORCES
THAT WERE IDENTIFIED BASED ON
THE REIMBURSEMENT REQUESTS THAT
WE MADE IN THE SUPPLEMENTAL
BUDGET PROCESS TOWARD THE END
OF THE YEAR.
THIS HAS BEEN -- HISTORICALLY
WE ASKED FOR REIMBURSEMENT AS
GREG HIGHLIGHTED IN HIS INTRO.
WE ASKED FOR THE REIMBURSEMENT
FOR THE FEDERAL TASK FORCE OVER
TIME, FOR HIT OR MISS YEARS
NOW.
OUR FEDERAL PARTNERS PROVIDE
THAT OVERTIME REIMBURSEMENT TO
ENCOURAGE THE PARTNERSHIP WITH
LOCAL AND REGIONAL AGENCIES
WHERE SUBJECT CRIMES THEY ARE
CROSS JURISDICTIONS OR ARE
BETTER PROSECUTED AT THE
FEDERAL LEVEL.
SO, THIS IS AN IMPORTANT PART
OF THE INVESTIGATIVE WORK THAT
IS DONE AND AS NOTED AND AS YOU
CAN SEE IN THE REPORT,
TYPICALLY THESE ARE HIGH LEVEL
CRIMES THAT ARE IMPACTING OUR
MOST VULNERABLE -- EITHER IN
THE FORM OF HUMAN TRAFFICKING,
DRUG TRAFFICKING.
YEAR NOT TARGETING LOW LEVEL
CRIMES WITH THIS TASK FORCE
WORK.
THAT'S IMPORTANT TO NOTE AT THE
OUTSET.
FOR THE FIRST ONE HERE, IS WE
HAVE THE FBI STREET TASK FORCE.
THE MISSION OF THIS TASK FORCE
IS PARTNERSHIP WITH THE FBI AND
IT INVOLVES SPD AND OTHER LOCAL
AGENTS, LAW ENFORCEMENT
AGENCIES.
IT IS TO IDENTIFY AND TARGET
PROSECUTION OF CRIMINAL
ENTERPRISE GROUPS RESPONSIBLE
FOR DRUG TRAFFICKING, MONEY
LAUNDERING, HUMAN TRAFFICKING,
CRIMES OF VIOLENCE, ROBBERY AND
VIOLENT STREET GANGS.
IN 2021 WE HAD TWO POLICE
DETECTIVES ASSIGNED, ONE FROM
OUR GUN VIOLENCE REDUCTION UNIT
AND ANOTHER FROM OUR NARCOTICS
SECTION TO THIS WORK.
SOME OF THE OUT COMES INCLUDE
45 FEDERAL INDICTMENTS FOR
TRAFFICKING WEAPONS AND MONEY
LAUNDERING, 150 FIREARM
SEIZURES AND A SUBSTANTIAL
AMOUNT OF DRUG SEIZURES AS
NOTICED ON THE SLIDE.
INCLUDED IN OUR RESPONSE WAS
SOME OF THE SENTENCING OUT
COMES AND I BELIEVE SOME OF THE
PROSECUTION IS STILL TAKING
PLACE FOR THIS PARTICULAR ITEM.
NEXT UP WE HAVE THE FBI VIOLENT
GANG TASK FORCE.
THIS IS IN PARTNERSHIP WITH
FBI.
WE HAD TWO ROBBERY UNIT
DETECTIVES ASSIGNED TO THIS
WORK.
THIS GROUP IS THE VEHICLE
THROUGH WHICH FEDERAL, STATE
AND LAW ENFORCEMENT AGENCIES
ADDRESS VIOLENT CRIME SUCH AS
MURDER FOR HIRE.
YOU CAN SEE IN THE BULLET THE
ARREST OF 12 SUSPECTS FOR BANK
ROBBERIES.
THERE WAS SEIZURE OF WEAPONS,
ROBBERY CRIME RING AND THE
ARREST OF ONE SUSPECT FOR
STEALING A BOAT, THREATENING A
WASHINGTON STATE FERRY AND
COAST GUARD VESSELS.
THERE ARE A NUMBER OF ONGOING
INVESTIGATIONS THAT ARE ALSO
ASSOCIATED WITH THIS TASK FORCE
INCLUDING TAKE OVER DISPENSARY
ROBBERIES IN SEATTLE WHICH HAVE
BEEN REPORTED RECENTLY, PATTERN
ROBBERIES AT ATM LOCATIONS AND
ARMED ROBBERIES AS WELL.
>> MY APOLOGIES.
I WAS ON THE PHONE WITH THE
MAYOR.
SO, MY DEEPEST APOLOGIES --
>> SHE DID A GREAT JOB.
GLAD TO HAVE YOU BACK.
>> THANK YOU.
ANGELA DO YOU WANT ME TO TAKE
OVER IF YOU DON'T MIND.
>> YEAH, YOU ARE PROBABLY
BETTER SUITED TO ADDRESS --
>> PERFECT.
>> -- THE GOOD WORK THAT WE
ARE DOING.
>> I KNOW THAT YOU ARE ON
VIOLENT GANG STREET TASK FORCE.
THANK YOU, CHAIR HERBOLD AND
HAVING ME PRESENT ON THE
FEDERAL TASK FORCE WORK.
I KNOW IT'S VALUABLE FOR THE
LONG-TERM INVESTIGATIONS BUT
THE ADDITIONAL RESOURCES THAT
WE HAVE BEEN ABLE TO PULL
TOGETHER AND THE STAFF AT
CRITICAL LEVELS THE TASK FORCE
ALLOWED US TO PULL ADDITIONAL
RESOURCES AND OVERTIME BUT WITH
AGENTS THAT ARE COMING IN FROM
A VARIETY OF FEDERAL AGENCIES.
AS WE GET INTO THE VIOLENT GANG
STREETS, MANY OF THESE HAVE
DIFFERENT TITLES.
SO, I KNOW THAT THIS CAN BE
SOMETIMES CONFUSING.
SO, WHAT IS THE VIOLENT GANG
STREET TASK FORCE, SEATTLE
SOUND REGIONAL TASK FORCE OR AS
YOU SEE THE ACRONYMS SRCTVF.
WE HAVE TWO ROBBERY DETECTIVES
THAT ARE ASSISTING THIS UNIT,
ON THE TASK FORCE.
AND ONE OF THE UNIQUE
HIGHLIGHTS THAT THIS TASK FORCE
HAS DONE WAS IN THE THREE MONTH
PERIOD THEY DID AN
INVESTIGATION INTO SUSPECTS
THAT TARGETED 40 PHARMACIES.
32 OF THOSE ROBBERIES TARGETED
ONE SINGLE COMPANY THAT HAD A
TOTAL LOSS OF $232,000 THERE.
WAS ABOUT 6,000 OXYCODONE PILLS
SOLD TO SEATTLE TEENAGERS.
WHEN YOU ARE PUTTING OXYCODONE
IN AN INDOOR COMMUNITY AND
BEING ABLE TO IDENTIFY SOME OF
THE POTENTIAL LOSSES, THEY
CONFISCATED TWO HANDGUNS AND
TWO LONG GUNS ASSOCIATED WITH
11 OF THE ARRESTS OUT OF THE
CASE.
A HUGE WIND THAT WE WERE ABLE
TO DISMANTLE IT IN A SHORT
PERIOD OF TIME.
AS THE HIGHLIGHT IS NOTED WE
HAD A MURDER FOR HIRE ON
FEDERAL INDICTMENT.
WE MADE 12 ARRESTS FOR BANK
ROBBERIES AND, SO, GOES THESE
ARE WINS OUT OF EACH OF THE
UNITS.
WE HAD AN ARREST FOR ONE OF THE
SUSPECTS STEALING A BOAT,
THREATENING A WASHINGTON STATE
FERRY AND ASSAULTING A FEDERAL
AGENT.
BUT I THINK OVERALL, WE JUST
HAVING TWO DETECTIVES THAT ARE
ABLE TO PARTICIPATE AS PART OF
THE LARGER TASK FORCE, THIS
DOES ALLOW US TO MAXIMIZE THE
EXTRA RESOURCES.
GOING INTO THE NEXT ONE, WHICH
IS THE HOMELAND SECURITY
INVESTIGATION TASK FORCE, THIS
IS ON MAJOR PUBLIC SAFETY
INVESTIGATIONS.
IT FOCUSED ON DISRUPTING
TERRORISTS AND TRANSNATIONAL
CRIMINAL ORGANIZATIONS AND ONE
OF THE THINGS THAT I WANT TO
HIGHLIGHT IS THAT THIS TASK
FORCE, FOR CLARIFICATION, WE DO
NOT ENGAGE IN CHECKING ON
PEOPLE'S IMMIGRATION STATUS.
WE DO NOT ADDRESS IMMIGRATION
STATUS AS PART OF THE TASK
FORCE.
THERE ARE SO MANY DIFFERENT
COMPONENTS OF HSI.
ONE OF THE AREAS THAT WE DO IS
HIGH INTENSITY DRUG TRAFFICKING
AREA TASK FORCE.
WE WORK TOGETHER TO MAKE 66
ARRESTS.
63 AND RESULTED INDICTMENT.
43 SEARCH WARRANTS AND 24
FIREARMS.
WHAT IS MORE PROFOUND, THIS
TASK FORCE RECOVERED 880,000
FENTANYL PILLS OR DOSES.
WE NOTED IN WORKING WITH ALL
THE DIFFERENT AGENCIES A BILL
COULD CAUSE AN OVERDOSE.
IMAGINE 880,000 PILLS THAT WE
RECOVERED, ENOUGH TO KILL EVERY
PERSON IN THE CITY OF SEATTLE.
THAT IS A SUBSTANTIAL AMOUNT OF
WORK WE HAVE DONE.
NINE PILL PRESSES RECOVERED OUT
OF THIS.
SOME OF THE SUSPECTS ARRESTED
FOR THESE 0 OPERATIONS HAD
CRIMINAL HISTORY OF MURDER,
RAIN AND FIREARMS IN THE
COMMISSION OF DRUG TRAFFICKING.
THIS IS LONG-STANDING CRIMINAL
ACTIVITY, CRIMINAL ENTERPRISE
WORK THAT IS ACTUAL BEING
STOPPED.
WE INITIATED A THIRD PARTY
INVESTIGATION TARGETING MONEY
LAUNDERING.
THIS LED TO ARREST OF MONEY
LAUNDERING FOCUSED ON BANK
FRAUD, WIRE FREUD AND
UNLICENSED SERVICES.
GOOD ARRESTS THAT FOCUS ON HOW
MONEY SOMETIMES IS MOVED ACROSS
STATE LINES BUT SOMETIMES
ACROSS INTERNATIONAL LINES.
ONE OF THE LAST ONES IS DEA
HIGH INTENSITY DRUG TRAFFICKING
AREAS.
OTHERWISE KNOWN AS HIDA.
IN 2021 WE MADE 55 ARRESTS AND
RECOVERED 500 FIREARMS.
WE CONTINUE TO RECOVER
NARCOTICS AND FENTANYL.
HIDA IS PREVENTIONNAL AND
EDUCATIONAL PROGRAMS.
FUNDED SUBSTANCE TREATMENTS AND
TRAUMA AS WELL.
THE DEA TASK FORCE THAT IS PART
OF THIS, WE HAVE THREE
DIFFERENT TASK FORCE GROUPS,
21, 22 AND 23 EACH HAS A
NARCOTIC DETECTIVE ASSIGNED TO
THE FARCE FORCE.
SOME OF THE ACCOMPLISHMENTS,
THEY HAVE RECOVERED OR CEASED
24 KILOGRAMS OF COCAINE,
FENTANYL POWDER.
30,000 FENTANYL PILLS.
101 KILOGRAMS OF METH.
WE KNOW EACH OF THESE TASK
FORCES DISRUPTED MANY ORGANIZED
GROUPS THAT MADE A GREAT IMPACT
ON THE COMMUNITY.
AS I MENTIONED BEFORE, THE
FEDERAL PARTNERS REIMBURSE SB
FOR THE OVERTIME COSTS FOR THE
TASK FORCE WORK.
EVERY YEAR THE DEPARTMENT
REQUESTS BUDGET REVENUES AND WE
WAIT UNTIL THE END OF THE YEAR
TO HAVE AN ACCURATE REFLECTION
OF HOW MUCH HAS BEEN USED BY
THE DETECTIVES AND THEN TRYING
TO SEE WHAT WE ASKED FOR
REIMBURSEMENT.
AS I CONTINUE TO HIGHLIGHT THE
STRUGGLE WITH STAFFING, WE ARE
AUGMENTING ALMOST EVERY SHIFT
BUT I NOTE THE AMAZING WORK
FROM THE SPECIALTY UNITS
INVOLVED IN THE ARRESTS AND
MANY OF THESE ARRESTS NOT ONLY
ADDRESS ROBBERY AND BURGLARY. A
POT SHOP ROBBERY IN WEST
SEATTLE BUT WAS INVOLVED IN A
TAKOMA HOMICIDE AS WELL.
THESE ARE PARTED OF THAT
SUPPORT THAT WE GET, SPECIALTY
UNITS.
THIS IS THE THIRD HIGHEST
AMOUNT OF GUNS RECOVERED.
IT'S THE HIGHEST AMOUNT OF GUNS
RECOVERED IN THE LAST 55
MONTHS.
THIS IS THE THIRD HIGHEST
MONTH.
THE HIGHEST WE HAD IN THE LAST
12 MONTH PERIOD IS 156
FIREARMS.
WE ARE FIVE OFF THE HIGHEST
LEVEL OF THE MONTH.
WHAT WE ARE SEEING IS IMMENSE
AMOUNT OF GUNS ON THE STREET.
MANY OF THESE ARE RECOVERED IN
SOME FASHION THROUGH THE TASK
FORCE THAT WE HAVE BEEN A PART
OF.
I WANT TO KNOW, WE RECOVERED,
PRESIDENT HAD TALKED ABOUT
GHOST GUNS.
WE RECOVERED 24 GHOST GUNS THIS
YEAR ALONE COMPARED TO THREE
THAT -- DURING THE SAME TIME
PERIOD LAST YEAR.
WE ARE SEEING AN INCREASE IN
THE AMOUNT OF GHOST GUNS THAT
ARE AFFECTING AND BEING USED IN
OUR COMMUNITY.
I THE LAST TWO WEEKS WE HAVE
HAD 26 SB LINKED ANY VAN HITS,
NATIONAL INTEGRATED BALLISTICS
WHERE WE TEST ALL OF OUR SHELL
CASINGS.
WE HAD 26 HITS IN THE LAST TWO
WEEKS.
NINE ARE LINKED TWO INCIDENTS
AND OUT OF THOSE NINE FIVE GUNS
HAVE BEEN RECOVERED.
NINE ARE LINKED TO THREE
INCIDENTS AND SO WHAT I MEAN BY
THAT, THEY HAVE BEEN LINKED
THOUGH THREE DIFFERENT
SHOOTINGS AND TWO OF THOSE GUNS
HAVE BEEN RECOVERED.
EIGHT HAVE BEEN LINKED TO FOUR
INCIDENTS.
SO, FOUR DIFFERENT AREAS THAT
OF HAVE EXPERIENCE OFF ONE GUN
AND FIVE GUNS HAVE BEEN
RECOVERED OUT OF THOSE EIGHT
LINKED INCIDENTS.
A LOT OF GOOD WORK.
BUT MARCH ISN'T DIFFERENT THAN
THE FIRST TWO MONTHS.
WE SEE INCREASE IN CRIMES FROM
SHOOTINGS TO MOTOR VEHICLE
THEFT TO LARCENY, VEHICLE
ASSAULT AND ROBBERY.
WE CONTINUE TO MAKE ARRESTS.
WE MADE THE ARREST IN THE POT
SHOP ROBBERY.
THIS IS SOME OF THE HIGHLIGHTED
WORK THAT WE WANTED TO DO FOR
THIS PUBLIC SAFETY COMMITTEE AS
WELL.
ANY QUESTIONS?
>> I DO HAVE A QUICK QUESTION.
WE KNOW FROM NATIONAL STUDIES
THAT PURCHASES OF GUNS HAVE
SPIKED.
ONE IN FIVE PEOPLE THAT BOUGHT
GUNS IN 2021 ARE FIRST TIME GUN
OWNERS.
WONDERING, SO, WE SEE A HUGE
UPTICK IN THE PURCHASE OF GUNS.
ARE THE GHOST GUNS INCLUDED
SINCE IT'S NOT DATA THAT YOU
WOULD GET FROM GUN SALES OR GUN
STORES?
I SUSPECT THAT THEY MAY NOT BE
IN THOSE STUDIES?
>> GHOST GUNS ARE UNIQUE.
SOME CAN BE MADE ON 3-D
PRINTERS.
THEY ARE DOWNLOADING THE
SOFTWARE THAT FIGURES OUT HOW
TO CREATE A FRAME.
SO, THERE IS THAT PIECE THAT
WOULD NOT -- YOU WOULD NOT BE
ABLE TO TRACK ON GUN SALES.
AND THEN THERE SHE SOME GHOST
GUN MANUFACTURERS WHICH ARE --
THE PRESIDENT DID HIGHLIGHT
THAT THEY ARE TRYING TO
REGULATE AND THOSE THAT DON'T
HAVE SERIAL NUMBERS ASSOCIATED
WITH THESE GHOST GUNS.
SO, THE FRAMES THAT ARE BEING
DONE AND THEN PEOPLE ARE
PUTTING PRESIDENT PIECES
TOGETHER TO MAKE A FULL
FUNCTIONING GHOST GUN.
SO, SOME OF THAT COULD
POTENTIALLY BE TRACKED AS FAR
AS SALES FROM THE MANUFACTURER
BUT THAT IS VERY, VERY
DIFFICULT AND NOT AT OUR LEVEL.
WE WOULD WORK WITH ATF TO DO
SOME OF THAT REGULATION ON IT.
A COUPLE OF YEARS WE DID A
TRACE DATA REPORT THAT DOES
TRACK A LOT OF GUN PURCHASES
AND WHEN WE RECOVER GUNS AND
WHERE ARE THEY BEING PURCHASED
FROM.
FOCUSING ON THE FEDERAL FIREARM
LICENSES BUT GHOST GUNS DO NOT
TYPICALLY FIT WITHIN THAT
FUNCTION.
>> SO, I THINK HIGH LEVEL WE
SEE NATIONAL REPORTS OF LARGE
INCREASES OF SALES OVER
PREVIOUS YEARS OF SALES OF GUNS
AND IT DOES NOT FULLY CAPTURE
THE INCREASE OVER PREVIOUS
YEARS WITH THE ADVANCE OF GHOST
GUN TECHNOLOGY.
COUNCIL MEMBER MOSQUEDA.
>> THANK YOU.
I DO -- THANK YOU FOR BEING
HERE.
I APPRECIATE AGAIN THE RESPONSE
TO THE SLIDE HERE.
I HAVE A QUESTION ABOUT THE
DEFINITION OF VIOLENT GANG.
I'M WONDERING IF YOU CAN TELL
ME A LITTLE BIT MORE ABOUT WHAT
CONSTITUTES A GANG, HOW THAT IS
BEING DEFINED AND THE REASON
I'M ASKING IS BECAUSE WE TALK A
LOT ABOUT INCREASED VIOLENCE
ACROSS THE COUNTRY.
THAT CAN MEAN A LOT OF
DIFFERENT THINGS DEPENDING ON
THE COMMUNITY YOU COME FROM.
UNDER THE TRUMP ADMINISTRATION
WE SAW A RISE IN WHITE
NATIONALISTS FUELING VIOLENCE
TO MANY MARGINALIZED
COMMUNITIES BUT THEY WEREN'T
CLASSIFIED AS A GANG
TRADITIONALLY.
INSTEAD OF BEING CLASSIFIED AS
DOMESTIC TERRORISM NOTABLY
ACCORDING TO THE "WASHINGTON
POST" ANALYST, THE DATA
COMPILED BY THE STRATEGIC AND
INTERNATIONAL STUDIES SINCE
2015, RIGHT WING SUPREME MAY
SIFTS HAVE BEEN INVOLVED IN 267
PLOTS OR ATTACKS AND 91
FATALITIES.
THE REPORT GOES ON TO STATE THE
NUMBER OF ALL DOMESTIC
TERRORISM WHITE NATIONALIST
PEAKED IN 2020.
VICTIMS OF ALL THESE INCIDENTS
IN RECENT YEARS REPRESENT A
BROAD CROSS SECTION OF
COMMUNITIES INCLUDING JEWISH
COMMUNITIES, BLACK COMMUNITIES,
LGBTQ INDIVIDUALS AND OTHER
PEOPLE OF COLOR WHO HAVE BEEN
ATTACKED BY THE RIGHT WING
SUPREME MAY SIFTS WIELDING
GUNS, KNIVES, ET CETERA.
THE INSURRECTION IN D.C. WAS
NOT THAT LONG AGO, JUST LAST
YEAR AND WITH HALF A DOZEN SPD
OFFICERS IN D.C. AT THE TIME
IT'S IMPORTANT PHOS TO CONTINUE
TO THINK ABOUT WHAT WE DO
LOCALLY AND PARTICIPATING IN
THE NATIONAL CONVERSATIONS
RECOGNIZING THE IMPACT IS NOT
JUST ON INDIVIDUALS BUT
MOSQUES, BLACK CHURCHES AS WELL
AS ABORTION CLINICS AND
GOVERNMENT BUILDINGS AND
INCREASED THREATS OF ARSON,
GUNFIRE AND BOMBINGS ACROSS OUR
COUNTRY.
SO, GOES IN THE FACE OF THESE
VERY REAL AND RISING DOMESTIC
TERRORISM ATTACKS AND THREATS,
IS THIS TASK FOR LOOKING AT THE
ISSUE OF DOMESTIC TERRORISM AND
IF NOT, WHICH OF THE TASK FORCE
THAT WE SIT ON ARE WE
PARTICIPATING IN AND LOOKING
INTERNALLY ABOUT HOW WE ADDRESS
GROWING DOMESTIC TERRORISM?
>> ANY OF OUR TASK FORCE IF
THERE IS A NEXUS TO THE
CRIMINAL BEHAVIOR THANK YOU
NOTED, TYPICALLY IF IT'S
INVOLVED IN DRUG TRAFFICKING OR
TRAFFICKING OF FIREARMS, YOU
ARE LOOKING AT WHITE
SUPREMACIST GROUPS COULD FIT IN
THE ALIGNMENT.
IF THERE IS A LEVEL OF BEHAVIOR
OR PRACTICE THAT WE ARE
OBSERVING AND NOTICING, THESE
TASK FORCE COME IN AND ARE ABLE
TO START WORKING ON THE
INVESTIGATIONS.
WE HAVE HAD NOT ONLY DOMESTIC
BUT ALSO WHERE WE WORKED WITH
FBI ON A CASE WHERE IT WAS A
DOMESTIC THAT HADN'T GONE
INTERNATIONAL.
THAT WAS ONE CASE, A RECENT
ARREST ABOUT THREE MONTHS AGO.
WE LOOK AT ALL THE PIECES OF
IT.
NOT ONLY -- IT'S HARD -- I
THINK WHAT I'M UNDERSTANDING,
WHEN WE DEFINE A GANG, IT'S THE
CRIMINAL BEHAVIOR THAT IS
ASSOCIATED WITH THE GROUP.
SO, THERE USED TO BE
DEFINITIONS YOU COULD SAY FOUR
OR MOTHER PEOPLE INVOLVED IN
CRIMINAL ACTIVITY BUT IT'S THE
BEHAVIOR THAT WE ARE FOCUSED
ON.
ARE THY INVOLVED IN DRUG
TRAFFICKING?
ARE THEY INVOLVED IN SOME LEVEL
OF USING FIREARMS TO FURTHER
THEIR PURPOSE?
AND THIS LAST -- NOT THIS LAST
ONE BUT ONE OF THE LAST ONES I
DID TESTIFY ON JUST HAVING
FIREARMS PRESENT AT RALLIES AND
AT PROTESTS BECAUSE WE WANT TO
MAKE SURE THAT WE DO NOT HAVE
PEOPLE USING OR PRESSURING
PEOPLE INTO THE WAY THEY THINK.
THAT IS NOT NECESSARILY PART OF
THE TASK FORCE.
WHEN WE LOOK AT THE PROTEST
ACTIVITY WE HAVE TO BE MINDFUL
AS WELL.
>> IT LOOKS LIKE YOU HAVE
SOMETHING TO ADD?
>> YES.
ONE OF THE TASK FORCES THAT DID
NOT APPEAR IN THIS SLIDE WAS
THE PUGET SOUND JOINT TERRORISM
TASK FORCE THAT RECEIVED ABOUT
$21,000 OF OVERTIME
REIMBURSEMENT IN 2021.
THAT TASK FORCE SPD DETECTIVES
WORKED WITH FBI AGENTS ON
INTERNATIONAL AND DOMESTIC
TERRORIST INVESTIGATIONS.
SO, THAT COUNCIL MEMBER MAY BE
FALLING INTO THE CAMP THAT YOU
ARE ASKING ABOUT.
>> I THINK THE TAKE AWAY, CHIEF
DIAZ, IS THAT IT SAYS STREET
GANGS, IF IT'S AN ISSUE OF
ILLEGAL ACTIVITY INCLUDING
DOMESTIC TERRORISM, INCLUDING
THE PRESENCE OF A GROUP OR FOUR
OR MORE THAT HAVE WEAPONS
INCLUDING GUNS, WHITE
SUPREMISTS, DOMESTIC TERRORISM
IS PART OF MAYBE THIS TASK
FORCE ON SLIDE 2 AS WELL AS THE
TASK FORCE THAT GREG SPOKE
ABOUT?
>> YES.
I BELIEVE IN SLIDE TWO IT DID
NOTE THAT IT DID FOCUS ON LOCAL
OR -- LET'S SEE IF I REMEMBER
RIGHT.
I WANT TO MAKE SURE THAT I --
ONE IS CRIMINAL ENTERPRISE.
THAT WOULD ENCOMPASS EVERYTHING
FROM DOMESTIC TO INTERNATIONAL
AND THEN WE HAVE THE FBI
HOMELAND SECURITY ONE WHICH WAS
DISRUPTED TERRORISTS,
EXPLOITATION OF UNITED STATES.
THEY WOULD FIT IN THAT.
WE HAVE ADDITIONAL TASK FORCE.
THE ONE THAT DOS MENTIONED IS
THE ONE THAT DID THE
INVESTIGATION THAT I MENTIONED
ABOUT THREE MONTHS AGO, MAKING
AN ARREST ON SOMEBODY THAT WAS
DOMESTIC INTERNALLY IN THE
UNITED STATES.
WE HAVE OTHER TASK FORCE THAT
ARE ASSOCIATED WITH THE
INTERNET CRIMES AND OTHER
DIFFERENT AREAS OF POLICING AS
WELL, HUMAN TRAFFICKING, ET
CETERA.
>> THANK YOU.
I APPRECIATE YOU MAKING THE
TIME.
YES DO HAVE ONE OTHER ITEM.
I SEE YOU COUNCIL MEMBER
NELSON.
IF YOU COULD HAVE YOUR
QUESTIONS FOLLOW THE MEETING
AND WE CAN COVER IT.
>> I DO HAVE ONE.
THIS IS KIND OF IMPORTANT.
>> COUNCILMEMBER NELSON.
>> THANK YOU VERY MUCH.
THE SLIDE SAYS IT'S THE INTEND
OF COUNCIL TO REVIEW THE REPORT
AND SEEK COMMUNITY INPUT ON THE
SPECIFIC TASK FORCE ACTIVITIES
BEFORE DETERMINING
APPROPRIATION AUTHORITY THAT
REIMBURSES SPD FOR ITS WORK ON
THE TASK FORCES.
THIS HAS ALREADY BEEN PAID FOR
BY THE FEDERAL GOVERNMENT.
SO, IS THAT -- ARE WE GOING TO
DO THAT?
I DON'T -- ANYWAY, THAT'S MY
QUESTION.
>> WE HAVE PRESENTED THE SLIDE
REPORT AS INTENDED.
AND IT IS WELL BEFORE THE TIME
WHERE WE ARE PLANNING TO
RECEIVE THE REIMBURSEMENT
REQUEST FROM THE DEPARTMENT.
AND WE WILL CONSIDER ANY
FEEDBACK THAT WE GET FROM THE
PUBLIC BETWEEN NOW AND THAT
TIME.
>> COUNCIL MEMBER PEDERSEN.
>> THANK YOU.
I WANT TO THANK EVERYBODY THAT
CALLED IN ABOUT THESE ITEMS.
THANK YOU CHIEF DIAZ AND ANGELA
FOR PRESENTING.
APPRECIATE THE HARD WORK OF THE
TASKS FORCE AND THANK YOU
COUNCIL MEMBER MOSQUEDA AND
PROVIDING THE SPACE TO HEAR IT.
I KNOW WE ARE SHORT ON TIME
HERE.
WHILE I WAS LISTENING TO PUBLIC
COMMENTS EARLIER.
I WAS NOTIFIED OF TWO SHOOTINGS
IN MY DISTRICT IN THE PAST 24
HOURS.
BOTH INCIDENTS OCCURRED IN THE
WALL INNING FORD NEIGHBORHOOD.
THIS IS CONSISTENT WITH THE
CITYWIDE DATA THAT WE GOT FROM
SPD.
HOMICIDE EVENTS UP 78%.
YEAR TO DATE SHOOTINGS.
SHOTS FIRED UP 91%.
SHOOTINGS UP 164%.
SEATTLE VOTERS SAY THEY FEEL
LESS SAFE THAN TWO YEARS AGO.
ONE OF THE SHOOTINGS WAS IN AN
AREA OF REPEATED CRIMINAL
ACTIVITY ON NORTH LAKE WAY
BETWEEN GAS BROOKS PARK AND I-
5. IN DICES I ASKED CHIEF DIAZ
TO WALK WITH ME AND SMALL
BUSINESS OWNERS.
I WANT TO THANK THE CHIEF FOR
SEEING THE ONGOING PROBLEMS.
BUT FOR CONSTITUENTS THAT HAVE
ONGOING CONCERNS ABOUT SAFETY
IN THAT AREA AND IN LIGHT OF
THE SHOOTING THIS MORNING I
HAVE TO ASK THE POLICE CHIEF
WAS ANY OF THE WORK BEING USED
TO ADDRESS PROBLEMS ON NORTH
LAKE WAY AND IF NOT, WHAT MORE
OF THE CITY'S EXECUTIVE
DEPARTMENT DOING TO ADDRESS THE
ESCALATING CHALLENGES ON NORTH
LAKE WAY AND ESPECIALLY AS WE
APPROACH THE SUMMER MONTHS AND
EVENTS AT GAS WORKS PARKS WHAT
IS BEING DONE TO ADDRESS THIS.
>> DURING THAT WALK, THE CITY
IS FOCUSING ON THE ENCAMPMENT
ISSUES THAT RUN ALONG THAT
STREET.
THE TASK FORCE IS NOT
ASSOCIATED WITH THIS TYPE OF
WORK.
TYPICALLY IF THERE WAS SEX
TRAFFICKING, IF WE HAD SPECIFIC
CASES, YOU COULD BRING IN
COMPONENTS OF THE DIFFERENT
TASK FORCE, ONE THAT I HAD NOT
FOCUSED ON WHICH WAS HUMAN
TRAFFICKING, SOME OF THE HUMAN
TRAFFICKING WORK THAT WE ARE
DOING AND IN THIS CASE OUR TASK
FORCE ARE NOT ASSOCIATED WITH
THIS.
THERE IS WORK THAT HAS TO BE
DONE BY THE CITY WHEN IT COMES
TO DEALING WITH SOME OF THE
ENCAMPMENT RV ISSUES BECAUSE
NOT ALL OF IT IS RESULTING IN
MORE OF A CRIMINAL ENTERPRISE
CASE.
IN THIS INCIDENT, WITNESSES DID
HEAR A VERBAL DISTURBANCE
BEFORE THE SHOTS HAD RUNNING
OUT.
OFFICERS DID RESPOND TO THE
SCENE.
UNFORTUNATELY WE WERE UNABLE TO
LOCATE -- WE HAD A SINGLE
GUNSHOT VICTIM BUT WE WERE
UNABLE TO LOCATE THE SUSPECTS
IN THIS CASE AND WE ARE STILL
WORKING ON THOSE
INVESTIGATIONS.
[ CHANGE OF CAPTIONERS ]
>>> THEY ARE GOING TO BE
TALKING TO IS MORE AROUND
ENFORCEMENT OF THE PARKING FOR
MORE THAN 72 HOURS GIVEN
VARIOUS COURT CASES THEY HAVE
BEEN WORKING ON HOW TO ADDRESS
SOME OF THE LIMITATIONS UNDER
THOSE CASES THEY WILL SOCIALIZE
SOME OF THEIR INTENTIONS WITH
US I KNOW SEVERAL OF US ARE
HAVING MEETINGS ABOUT THOSE
EFFORTS.
WE ALSO KNOW AS PD HAS DONE A
LOT OF REALLY GOOD WORK EVEN AT
LOCATIONS THAT ARE ENCAMPMENTS
OF PEOPLE LIVING OUTDOORS IN
CASES WHERE THERE IS ILLEGAL
ACTIVITY.
PREYING ON INDIVIDUALS WERE
LIVING IN ENCAMPMENTS THAT WE
HAVE SEEN EXAMPLES OF ALSO OF
CONFISCATION OF DRUGS IN TENTS.
THERE IS THIS CONCERN I THINK
AS COUNCILMEMBER LEWIS HAS
RAISED ON REPEATED OCCASIONS
THIS CONCERN THAT SOMETIMES
LOCATIONS WHERE PEOPLE ARE
LIVING IN SHELTERED, WHETHER IT
IS IN TENTS OR RVs OFTEN USED
AS WAYS TO SHIELD THE UNLAWFUL
ACTIVITY THAT IS HAPPENING
WITHIN THE CAMPS.
S PD DOES NOT -- JUST BECAUSE
IT IS AN RV OR A TENT
ENCAMPMENT.
WE WILL NOT ADDRESS COMPLAINTS
OF UNLAWFUL ACTIVITY IN THOSE
LOCATIONS.
THAT IS NOT THE POLICY OF THE
POLICE DEPARTMENT.
I KNOW MANY OF US GET
CONSTITUENT EMAILS FROM FOLKS
WHO HAVE INTERPRETED WHAT THEY
HAVE HEARD FROM POLICE OFFICERS
AS THEY WILL NOT INVESTIGATE
UNLAWFUL ACTIVITY WITHIN THESE
LOCATIONS.
THAT IS NOT THE CASE AND THERE
ARE MANY EXAMPLES OF SPD DOING
SO IN DOING SO EFFECTIVELY.
I AM TRYING TO WRAP THIS UP SO
WE CAN MOVE ON TO THE LAST ITEM
ON OUR AGENDA.
COUNCILMEMBER LEWIS YOU DO HAVE
YOUR HAND UP.
I SEE THAT.
>> I WILL RESPECTABLY MAKE A
POINT.
AS CHIEF -- HAS MADE ON MANY
OCCASIONS THESE ISSUES WITH
PUBLIC SAFETY APPLICATIONS --
RESPONSES.
THAT IS NOTHING TO DENIGRATE
THE MOTIVATION OF OUR OFFICERS
IN THESE ENVIRONMENTS BUT JUST
TO SAY THAT, YOU KNOW WE REALLY
ALSO NEED TO BE FOCUSED ON
CREATING AN ENVIRONMENT
CONDUCIVE TO NATURAL OCCURRING
PUBLIC SAFETY AND WE HAVE TO
ENCOURAGE HAVING A SUPPER
SYSTEM THAT IS PRIMARILY BASED
IN SANCTION ENCAMPMENTS IS NOT
A STRATEGY CONDUCIVE TO THAT.
I JUST HOPE FOR PEOPLE THAT ARE
WATCHING WE CAN CONTINUE TO
WORK ON THE STRATEGY WHERE WE
EXPAND TINY HOUSE VILLAGES SO
WE DON'T HAVE UNSANCTIONED
ENCAMPMENTS AND LESS
ENVIRONMENTS CONDUCIVE TO THIS
CRIMINAL ACTIVITY.
THANK YOU.?
THANK YOU.
>> THANKS FOR BEING WITH US
TODAY.
PLEASE READ AGENDA ITEM NUMBER
FOUR.
>> COUNSEL BILL ON 20294
RELATING WORK LABOR STANDARD
ESTABLISHING COMPENSATION FOR
UPDATE WORKERS WITH MINIMUM PAY
REQUIREMENTS AND RELATED
STANDARDS FOR TRANSPARENCY AND
FLEXIBILITY TO THAT 01 25 AND
6.208.020 ADDING A NEW TITLE
EIGHT 8.37 TO COURT FOR --
DISCUSSION.
>> THANK YOU SO MUCH.
A COUPLE VERY SHORT
INTRODUCTORY REMARKS.
FOR THE VIEWING PUBLIC.
WE HAVE BEEN MEETING WITH A
LARGE GROUP OF STAKEHOLDERS FOR
NEARLY A YEAR.
IT WILL BE A YEAR IN JUNE.
1113 OF THESE LARGE STAKEHOLDER
MEETINGS HELD.
THEY HAVE INCLUDED A WIDE RANGE
OF COMPANIES BEING AFFECTED BY
THIS LEGISLATION.
-- WORKERS AND COUNCIL MEMBERS
AND CENTRAL STAFF IN THE OFFICE
OF LABOR STANDARDS AND WE HAVE
ALSO HAD SEVERAL -- BRIEFING
ITEMS AS WE HAVE BEEN GOING
ALONG FOR THE PROCESS TO MAKE
SURE COMMITTEE MEMBERS ARE
FAMILIAR WITH MANY OF THE
CONCEPTS RELATED TO ISSUES AND
IT IS STILL RELATED TO MINIMUM
PAYMENT AND FLEXIBILITY ISSUES.
THERE WILL BE FUTURE BILLS TO
ADDRESS SOME OF THE OTHER
ISSUES.
BEFORE I HANDED OVER TO -- TO
GO OVER HER PRESENTATION I DO
WANT TO ADDRESS A COUPLE THINGS
IN THE COMMITTEE.
I'VE HEARD SOME FOLKS SUGGEST
THIS IS A ONE-SIZE-FITS-ALL
APPROACH TO THE DIFFERENT
ECONOMIES AND THAT IS NOT THE
CASE.
THIS PROPOSAL RECOGNIZES THERE
IS A DIFFERENCE FROM ON-DEMAND
DELIVERY COMPANIES AND MARKET
BASED NETWORK COMPANIES WE WILL
LEARN MORE ABOUT THAT IN A
MOMENT.
REFERENCE TO A BELIEF THAT THE
CITY SHOULD COMMISSION A STUDY
TO INFORM THE POLICY FROM FOLKS
WERE SKEPTICAL THAT WORKERS ARE
MAKING UNDER A MINIMUM WAGE AND
I JUST WANT TO REMIND EVERYBODY
WHEN THE CITY CONSIDERED AND
PASSED SIMILAR LEGISLATION TO
PROTECT TRANSPORTATION NETWORK
COMPANIES THERE WAS A STUDY BY
RESEARCH AND LABOR AND
EMPLOYMENT AND THE UNIVERSITY
OF BERKELEY AND THEY CONFIRMED
THAT WORKERS WERE MAKING
SIGNIFICANTLY UNDER MINIMUM
WAGE AND AFTER EXPENSES WORKERS
WERE ONLY MAKING MY DOLLARS AND
$.73 AN HOUR.
I JUST WANT TO FLOOD THOSE TWO
ISSUES AND I WILL HANDED OVER
TO EMMA CARTER.
AMY.
>> THANK YOU CHAIR -- GOOD
AFTERNOON COUNCILMEMBERS.
I'M GOING TO SHARE MY SCREEN.
CAN EVERYBODY SEE THAT?
OKAY.
MY NAME IS AMY GORE.
I AM WITH COUNSEL CENTRAL STAFF
JOINED BY MIKE COLLEAGUE
JASMINE -- SHE MAY JUMP AT THE
ANSWER QUESTIONS IF NEEDED.
TODAY I HAVE A PRESENTATION ON
COUNSEL BILL 120294 WHICH WOULD
ESTABLISH A MINIMUM PAY
STANDARD AND RELATED
REGULATIONS FOR OUTPACED
WORKERS.
THIS PRESENTATION WILL GIVE AN
OVERVIEW OF THE LEGISLATION AS
WELL AS OUTLINE SOME POLICY
CONSIDERATIONS FOR THE
COMMITTEE.
THE COMMITTEE HAS HAD THREE
BRIEFINGS ON THIS LEGISLATION
AS IT WAS DEVELOPED.
MOST OF THE BASICS OF THE
LEGISLATION WILL BE FAMILIAR TO
YOU.
GIVEN THE TIME I WILL TRY AND
GO THROUGH THIS QUICKLY WHILE
POINTING OUT CHANGES FROM THE
LAST COMMITTEE DISCUSSION BUT I
ALSO WANT TO MAKE A COUPLE
POINTS FOR FOLKS WHO MAY BE
JUST STARTING TO TRACK THE
LEGISLATION NOW THAT IT HAS
BEEN INTRODUCED SO I REALLY
APPRECIATE YOUR PATIENCE.
NETWORK COMPANIES RELY ON A
BUSINESS MODEL THAT BASED
WORKERS AND THE PINNA
CONTRACTORS.
THAT MEANS THEY ARE NOT COVERED
BY EMPLOYMENT STANDARDS
ESTABLISHED BY FEDERAL AND
STATE AND LOCAL LAWS.
THIS LEGISLATION IS ONE OF A
POLICY THAT THE COMMITTEE HAS
BEEN DISCUSSING UNDER THE
UMBRELLA TERM PAYOUT PROPOSAL.
WHICH ARE INTENDED TO ESTABLISH
LABOR STANDARDS FOR THESE
WORKERS.
THE PROPOSALS INCLUDE THOSE
LISTED ON THE SLIDE.
I WON'T GO THROUGH BECAUSE WE
HAVE TALKED ABOUT THEM QUITE A
LOT.
THIS BILL COUNSEL BILL 120294
WOULD ADDRESS THE FIRST THREE
OF THESE POLICY GOALS.
IT WOULD ESTABLISH A MINIMUM
PAY STANDARD SET TRANSPARENCY
REQUIREMENTS GOVERNING
INFORMATION THAT IS SHARED WITH
WORKERS AND CUSTOMERS IN THE
CITY, AND WOULD ESTABLISH
FLEXIBILITY STANDARDS THAT GIVE
WORKERS MORE CONTROL OVER THEIR
WORK AVAILABILITY.
IN ADDITION IT WOULD REQUIRE A
NOTICE OF RIGHTS FOR WORKERS,
ESTABLISH RECORDKEEPING
REQUIREMENTS FOR NETWORK
COMPANIES, PROHIBIT
REALIATION, AND AUTHORIZE THE
OFFICE OF LABOR STANDARDS TO
ADMINISTER AND ENFORCE THE
REQUIREMENTS.
THE LEGISLATION IN THE PACKAGE
OF POLICY PROPOSALS HAS BEEN
THE SUBJECT OF COMMUNITY
ENGAGEMENT SINCE JUNE OF 2021.
IT HAS BEEN DISCUSSED ON THE
COMMITTEE THREE TIMES PRIOR TO
TODAY.
THE FINAL BULLET SHOULD SAY
TODAY'S DATE, APRIL 12.
THERE WAS NOT A MEETING ON
APRIL 8th.
JUST IN CASE THAT IS CONFUSING
FOR ANYBODY.
THE NEXT SEVERAL SLIDES
DISCUSSED THE WORKERS FOR THE
COMPANIES THAT ARE COVERED BY
THE LEGISLATION.
COVERED WORKERS WOULD INCLUDE
WORKES ACCEPTING OFFERS TO
PERFORM SERVICES FOR PAIN VIA
NETWORK COMPANIES WORKER
PLATFORM.
THE LEGISLATION WOULD NOT COVER
WORKERS OFFERING THE SALE OF
RENTAL, SALE OR RENTAL OF GOODS
OR REAL ESTATE.
IT DOES NOT INCLUDE LICENSED
PROFESSIONAL SERVICES INCLUDING
CREATIVE WORK IN DIGITAL
SERVICES.
IT'S IT DOES NOT INCLUDE
WORKERS PROVIDING
TRANSPORTATION SERVICES THROUGH
TAXIS OR TEA AND SEASON IT DOES
NOT COVER WORKERS WHO MEET THE
DEFINITION OF EMPLOYEES OF THE
NETWORK COMPANY OR THE CUSTOMER.
A COVERED COMPANY IS ANY
COMPANY THAT HAS 250 OR MORE AT
BASED WORKERS WORLDWIDE AND USE
ONLINE ENABLED APPLICATIONS OR
PLATFORMS TO CONNECT CUSTOMERS
WITH WORKERS OR PRESENT OFFERS
TO WORKERS AND FACILITATE THE
SERVICES.
WHAT IS NOT COVERED IS ANY
COMPANY OFFERING SERVICES THAT
SIMPLY ENABLE INDIVIDUALS TO
SCHEDULE APPOINTMENTS OR
PROCESS PAYMENTS WHEN THE
COMPANY DOES NOT ENGAGE IN ANY
ADDITIONAL INTERMEDIATION OF
THE RELATIONSHIP BETWEEN THE
CUSTOMERS OF THE WORKERS.
AND DOES NOT PROVIDE OVERSIGHT
OF THE SERVICES THAT ARE
PROVIDED.
IT ALSO DOES NOT COVER ANY
COMPANIES OPERATING DIGITAL
ADVERTISING AND MESSAGING
PLATFORMS.
WITH THERE IS NOT
INTERMEDIATION OF THE
RELATIONSHIP OR OVERSIGHT OF
THE SERVICES PROVIDED.
SIMILAR TO WORKERS IT DOES NOT
COVER TAXIS OR TRANSPORTATION
NETWORK COMPANIES.
EITHER IS DEFINED BY THE CITY
OR AS DEFINED BY THE STATE.
IN ADDITION TO THE DEFINITIONS
FOR COVERED COMPANIES AS
COUNCILMEMBER -- MENTIONED
THERE ARE TWO TYPES OF NETWORK
COMPANIES WHICH ARE DEFINED
SEPARATELY IN THE LEGISLATION
AND HAD DIFFERENT REGULATORY
REQUIREMENTS.
FIRST IS ON DEMAND NETWORK
COMPANIES.
THESE ARE NETWORK COMPANIES
THAT PRIMARILY FACILITATE OR
PRESENT ON-DEMAND OFFERS.
AND ON-DEMAND OFFER IS ONE THAT
MUST BE INITIATED WITHIN TWO
HOURS OF ACCEPTANCE.
ON-DEMAND COMPANIES CAN INCLUDE
THOSE THAT FACILITATE DELIVERY
FROM EATING AND DRINKING
ESTABLISHMENTS WERE GROCERY
STORES BUT ARE NOT NECESSARILY
LIMITED IN THAT WAY.
SECOND WE HAVE MARKETPLACE
NETWORK COMPANIES.
THESE ARE NETWORKS COMPANIES
THAT OPERATE DIFFERENTLY THAN
OTHER NETWORK COMPANIES.
THEY FACILITATE PRESCHEDULED
OFFERS WHERE THE COMPANY OR
CUSTOMER IN THE WORKER EXCHANGE
INFORMATION AND THE DETAILS OF
THE SERVICE AND THEN AGREE TO A
úPRICE FOR THE SERVICES.
THE COMPANY DOES NOT MONITOR
THE OUTPACED WORKERS LOCATION,
MILEAGE, OR TIME.
AND JUST TO BE CLEAR A COMPANY
THAT IS NOT PUT THE DEFINITION
OF A MARKETPLACE COMPANY OR AN
ON-DEMAND COMPANY CAN STILL BE
CONSIDERED A NETWORK COMPANY
AND COVERED BY THE LEGISLATION.
THEY ARE NOT INTENDED TO BE
MUTUALLY EXCLUSIVE.
THE PRIMARY IMPACT OF THE
LEGISLATION WOULD BE THE
ESTABLISHMENT OF A MINIMUM
PAYMENT FOR OUTPACED WORKERS.
THE GOAL OF THE MINIMUM PAYMENT
IS TO REQUIRE THAT A NETWORK
COMPANY EITHER PROVIDE OR
ENSURE THE CUSTOMER PROVIDE
BOTH THE PAYMENT OF A MINIMUM
WAGE IN ADDITION TO EXPENSES
THAT THE AT BASED WORKER IS
COVERING THEMSELVES.
THE MINIMUM PAYMENT IS
CALCULATED USING TWO PRIMARY
INPUTS.
ENGAGED TIME AND ENGAGED MILES.
ENGAGE TIME IS THE TIME TO WORK
OR PERFORM SERVICES FOR AN
OFFER.
FOR MARKETPLACE NETWORK
COMPANIES BECAUSE TIME IS NOT
MONITORED BY THE COMPANY THE
ENGAGED TIME IS BASED ON AN
ESTIMATE AGREED UPON BEFORE THE
OFFER IS ACCEPTED.
THAT IS AGREED UPON BY THE
CUSTOMER AND THE WORKER.
ENGAGED MILES ARE THOSE
TROUBLED BY A WORKER DURING
ENGAGED TIME.
BECAUSE MARKET PLACE NETWORK
COMPANIES DO NOT TRACK MILES
TRAVELED ENGAGED MILES WOULD
NOT BE, WOULD NOT INCLUDE ANY
MILES THAT ARE TRAVELED WHEN
PERFORMING SERVICES FACILITATED
BY A MARKETPLACE NETWORK
COMPANY.
TO GO INTO A LITTLE MORE DETAIL
ABOUT ENGAGE TIME FOR ON-DEMAND
NETWORK COMPANIES OR WHEN AN
OFFER MUST BE PERFORMED WITHIN
TWO HOURS.
ENGAGED TIME WOULD BEGIN WHEN
THE OFFER IS ACCEPTED AND
ENGAGED TIME WOULD AND WHEN THE
OFFER IS COMPLETED OR THE OFFER
IS CANCELED BY THE COMPANY.
THE CUSTOMER OR THE WORKER
CANCELS THE OFFER WITH CAUSE.
WE WILL GET INTO THE CONDITIONS
WHICH AN OFFER CAN BE
TERMINATED WITH CAUSE SHORTLY.
ENGAGED TIME IS THE TIME IT
WILL TAKE TO PERFORM THE OFFER.
BUT FOR MARKET PLACE NETWORK
COMPANIES WOULD BE ESTIMATED BY
THE CUSTOMER AND WORKER PRIOR
TO THE OFFER ACCEPTANCE.
MARKETPLACE NETWORK COMPANIES
ENGAGED TIME CAN BE BOTH
FLEXIBLE, FOR EXAMPLE ONE HOUR
IN AN EIGHT HOUR AMOUNT OF TIME
OR NON-CONCURRENT.
FOR ALL OTHER OFFERS ENGAGED
TIME WOULD START WHEN THE
OUTPACED WORKER BEGINS
PERFORMANCE OF THE OFFER OR
REPORTS TO THE ASSIGNED
LOCATION.
AND THEN ENGAGE TIME ENDS WHEN
THE PERFORMANCE IS COMPLETE
WHEN THE OFFER IS CANCELED BY
THE COMPANY OR WITH A WORKER
CANCELS WITH CAUSE.
THIS SLIDE JUST SUMMARIZES THE
CALCULATION OF THE MINIMUM
PAYMENT WHICH IS THE PERMANENT
AMOUNT MULTIPLIED BY ENGAGED
MINUTES PLUS THE PER MILE
AMOUNT MULTIPLIED BY ENGAGED
MILES.
THE NEXT LIGHT I WILL GO INTO A
LITTLE BIT MORE DETAIL ABOUT
THE PER MINUTE AMOUNT AND THE
PER MILE AMOUNT.
FOR THE PERMANENT AMOUNT IT
INCLUDES THE MINIMUM WAGE
EQUIVALENT, WHICH IN 2022 IS
28.8 CENTS.
AS WELL AS AN ASSOCIATED COST
FACTOR OF 1.13 TO COVER NON-
MILEAGE EXPENSES THAT ARE
NECESSARY TO CONDUCT AT BASED
WORK AND ASSOCIATED TIME FACTOR
TO COVER THE TIME THAT AT BASED
WORKER SPENT WORKING OR ENGAGED
WITH WORK WITHOUT COMPENSATION.
THEREFORE THE TOTAL PERMITTED
AMOUNT IS $.39.
THE PER MILE AMOUNT INCLUDES
THE STANDARD MILEAGE RATE SET
BY THE IRS.
58.5 CENTS PER MILE.
AS WELL AS AN ASSOCIATED
MILEAGE FACTOR TO COVER MILES
TRAVELED WITHOUT HABITATION.
THE LEGISLATION THE PER MILE
AMOUNT IS INITIALLY SET AT
1.25.
THIS RESULTS IN A TOTAL PER
MILE AMOUNT OF $.73.
AS DISCUSSED THE MINIMUM WAGE
EQUIVALENT FOR AT BASED WORKERS
IS BASED ON OUR CITIES MINIMUM
WAGE FOR SCHEDULE ONE
EMPLOYERS.
THAT IS DEFINED IN SMC CHAPTER
14.19 AND 2022 AT 17.27 PER
HOUR WHICH WORKS OUT TO ABOUT
28 POINT EIGHT CENTS PER
MINUTE.
THIS SLIDE ITEMIZES SOME OF THE
TYPES OF COSTS TO BE COVERED BY
THE ASSOCIATED COST FACTOR.
PEER ATTACKS, STATE PAID
MEDICAL LEAVE, UNEMPLOYMENT.
AS NOTED BEFORE THE LEGISLATION
WOULD SET THE ASSOCIATED COST
FACTOR AT 1.13 INITIALLY AND IT
WOULD BE ADJUSTABLE BY THE OLS
DIRECTOR, THE OFFICE OF LABOR
STANDARD DIRECTOR AFTER THREE
YEARS.
THOUGH THE DIRECTOR COULD NOT
PRODUCE A BELOW 1.13.
THIS SLIDE, SLIDE 18 ITEMIZES
SOME OF THE COST TO BE COVERED
BY THE ASSOCIATED TIME FACTOR.
SUCH AS REST BREAKS AND TIME
REVIEWING OFFERS.
IT INCLUDES TIME TO BECOME
AVAILABLE FOR TASKS AND FOR
ADMINISTRATIVE TASK RELATED TO
THE OUTPACED WORK.
THE LEGISLATION WOULD ALLOW THE
DIRECTOR OF THE OFFICE OF LABOR
STANDARDS TO REVIEW AND CHANGE
THE ASSOCIATED TIME FACTOR BUT
COULD NOT REDUCE IT BELOW 1.21.
THIS SLIDE ITEMIZES THE COST TO
BE COVERED BY THE ASSOCIATED
MILEAGE FACTOR.
SUCH IS THE EXPENSE OF MILES
DRIVEN WHILE WORKERS NOT
ENGAGED ON A SPECIFIC OFFER.
THE LEGISLATION WOULD ESTABLISH
A MINIMUM PAYMENT PER OFFER OF
AT LEAST FIVE DOLLARS.
THAT WOULD BE ADJUSTED ANNUALLY
AT THE TIME, AT THE RATE OF
INFLATION.
THE LEGISLATION WOULD ALSO
ALLOW THE DIRECTOR TO EXCLUDE
CERTAIN OFFERS FROM THE MINIMUM
PER OFFER AMOUNT.
SO THAT MIGHT INCLUDE
ESTABLISHING A GRACE TIME
DURING WHICH A CUSTOMER CAN
CANCEL AND OFFER WITHOUT THE
MINIMUM PAYMENT.
THE LEGISLATION SPECIFIES THE
GRACE.
SET BY THE DIRECTOR COULD NOT
BE MORE THAN FIVE MINUTES AFTER
ACCEPTANCE.
AND THAT IS SOMETHING THAT IS
NEW THAT IS NOT INCLUDED'S IN
THE LEGISLATION THAT WAS
DISCUSSED PREVIOUSLY BY THE
COMMITTEE.
THE LEGISLATION WENT POSED
TRANSPARENCY REQUIREMENTS TO
PROVIDE WORKERS WITH
INFORMATION TO HELP THEM CHOOSE
WHICH OFFICE TO ACCEPT AND TO
VERIFY COMPLIANCE WITH THE
MINIMUM PAYMENT STANDARD.
IT ALSO PROVIDES CUSTOMERS WITH
INFORMATION ON THE CHARGES OF
THE OFFER AND IT PROVIDES THE
OFFICE OF LABOR STANDARDS WITH
REGULAR AND ROUTINE ACCESS TO
COMPANY RECORDS THAT ARE NEEDED
TO ENSURE COMPLIANCE WITH THE
MINIMUM PAYMENT STANDARD.
THE INFORMATION REQUIRED IS
PART OF AN OFFER HAS REMAINED
MOSTLY UNCHANGED FROM PRIOR
COMMITTEE DISCUSSIONS HOWEVER I
WANTED TO HIGHLIGHT SINCE THE
LAST COMMITTEE DISCUSSION A
DEFINITION OF UNSEALED HAS BEEN
ADDED TO THE LEGISLATION AND
THESE REQUIREMENTS HAVE BEEN
CHANGED TO ONLY INCLUDE
UNSEALED ORDER CONTENTS TO BE
DISCLOSED TO THE WORKER.
AS DISCUSSED PREVIOUSLY THE
LEGISLATION WOULD REQUIRE
ELECTRONIC RECEIPTS TO BOTH
WORKERS AND CUSTOMERS WITHIN 24
HOURS OF COMPLETION IN ADDITION
TO A WEEKLY STATEMENT TO THE
WORKER.
AS WELL IS A 14 DAY NOTICE
BEFORE CHANGES TO THE WAY THAT
PAYMENT IS CALCULATED.
THAT IS A NOTICE TO THE WORKER
I SHOULD CLARIFY.
I ALSO JUST WANTED TO NOTE THIS
SLIDE SAYS SIGNIFICANT CHANGES
HOWEVER THE LEGISLATION
CURRENTLY SPECIFIES THAT THIS
REQUIREMENT APPLIES TO MATERIAL
CHANGES.
THAT WAS SOMETHING THAT WAS
AGREED TO BY THE STAKEHOLDERS.
I JUST WANTED TO HIGHLIGHT THAT
HAS BEEN CHANGED IN THE
LEGISLATION.
THE FINAL COMPONENT OF THE
LEGISLATION IS FLEXIBILITY
REQUIREMENTS.
THE LEGISLATION WOULD REQUIRE
THAT WORKERS BE ALLOWED TO BE
LOCKED INTO THE PLATFORM WHEN
THEY CHOOSE WITHOUT LIMITATION
EXCEPT FOR HEALTH AND SAFETY
RESTRICTIONS.
AS WELL AS GIVING WORKERS THE
RIGHT TO DECIDE WORK
AVAILABILITY AND THE RIGHT TO
ACCEPT OR REJECT ANY OFFER.
THAT WOULD INCLUDE ANY TYPE OF
OFFERS OR ANY NUMBER OR
PROPORTION OF OFFERS.
FROM THE NETWORK COMPANY.
IN ADDITION THE LEGISLATION
WOULD ALLOW THE AT BASED
WORKERS TO CANCEL OFFERS WITH
CAUSE UNDER THE CIRCUMSTANCES
LISTED.
THAT WOULD INCLUDE THE OFFER
AND INFORMATION IS INACCURATE
AND THE OFFER CANNOT BE
COMPLETED DUE TO THE CUSTOMER
ACTIONS.
THAT WOULD BE IF THE CUSTOMER
IS NOT THERE UNLESS IT IS A
CONTACT LIST DELIVERY.
AND ALSO THAT THE COMPLETION OF
THE OFFERS UNSAFE OR
IMPRACTICAL OR IF THERE IS A
GOOD FAITH COMPLAINT ABOUT
SEXUAL HARASSMENT OR
DISSEMINATION.
ON BEHALF OF THE WORKER.
FINALLY, THIS IS LESS LIGHT
ABOUT THE ACTUAL LEGISLATION
OVERVIEW.
THE EFFECTIVE DATE OF THE
LEGISLATION WOULD BE 30 DAYS
AFTER SIGNING HOWEVER THE
PROVISIONS OF THE NEW CHAPTER
WOULD NOT GO INTO EFFECT UNTIL
12 MONTHS AFTER THE
LEGISLATION'S EFFECTIVE DATE.
THIS IS TO GIVE THE OFFICE OF
LABOR STANDARD MORE TIME FOR
OUTREACH AND ENGAGEMENT AND
RULEMAKING.
BEFORE I MOVE ON I WANTED TO
STOP AND SEE IF THERE ARE ANY
QUESTIONS FROM THE COUNCIL
MEMBERS ABOUT THE OVERVIEW OF
THE LEGISLATION.
OKAY.
SEE YOU KNOW AND I WILL MOVE ON
THE POLICY CONSIDERATIONS THAT
THE COMMITTEE MAY WANT TO THINK
ABOUT DURING DELIBERATION AND
THE AMENDMENT PROCESS FOR
COUNTABLE 12094.
FIRST I WANTED TO HIGHLIGHT
POTENTIAL IMPACTS TO WORKERS
CUSTOMERS AND BUSINESSES.
AS HAS BEEN DISCUSSED IN THE
COMMITTEE PREVIOUSLY THIS
LEGISLATION IS INTENDED TO
ADDRESS PAYING FOR OUTPACED
WORKERS.
BUT LIKE MOST LABOR STANDARDS
AND BUSINESS REGULATIONS WILL
LIKELY HAVE IMPACTS PARTICULAR
BUSINESSES THAT USE COMPANIES
FOR DELIVERIES AND FOR
CUSTOMERS WHO UTILIZE THE
SERVICES.
THE PAY STANDARD WOULD LIKELY
INCREASE THE COST OF OPERATIONS
FOR NETWORK COMPANIES AND THOSE
COMPANIES COULD PASS THAT
INCREASE ON TO CUSTOMERS WHO
ARE PART OF BUSINESSES.
THESE INCREASES ARE
UNSUSTAINABLE COMPANIES COULD
CHOOSE NOT TO DO BUSINESS IN
SEATTLE.
WHICH WOULD OBVIOUSLY HAVE
DETRIMENTAL IMPACTS ON
BUSINESSES AND OTHER WORKERS.
HOWEVER IT IS VERY HARD TO
PREDICT OR QUANTIFY WHAT THESE
IMPACTS MAY BE.
I DID SEARCH FOR ANY STUDIES
DETAILING IMPACTS FOR SIMILAR
REGULATIONS BUT AS YOU KNOW
THIS TYPE OF REGULATION IS VERY
NEW AND THEREFORE THERE IS NOT
SIGNIFICANT DATA OR ANALYSIS ON
PAY STANDARDS SPECIFICALLY FOR
AT BASED COMPANIES.
I ALSO LOOK FOR ANALYSIS OF THE
IMPACTS FROM PAY STANDARDS AND
REGULATIONS FOR TRANSPORTATION
NETWORK COMPANIES.
WHICH HAS SOME SIMILARITIES TO
THIS BILL OBVIOUSLY.
IN SEATTLE THE FAIR SHARE
LEGISLATION ESTABLISH MINIMUM
PAYMENT STANDARDS FOR DNC
DRIVERS THAT WENT INTO EFFECT
ON JANUARY 1st OF LAST YEAR.
THERE WERE REPORTS, MIDDLE OF
LAST YEAR FROM PNC COMPANIES
THAT THE REGULATIONS RESULTED
IN A 50% INCREASE IN COST PER
RIDE.
HOWEVER I HAVE NOT SEEN THE
DATA INDEPENDENTLY VERIFIED.
IN ADDITION THE D&C COMPANIES
REPORT DEMAND FOR RIDES IS
RECOVERING MORE SLOWLY IN
SEATTLE AND OTHER MARKETS WHICH
THEY ATTRIBUTE TO THE HIGHER
COST OF RIGHTS.
BECAUSE OF THIS THE COMMITTEE
MET WHAT TO CONSIDER ENACTING
LEGISLATION AS PROPOSED IN
FUNDING THE STUDY TO MONITOR
THE IMPACTS OF THE REGULATIONS
WITH THE INTENTION OF MODIFYING
THE REGULATIONS BASED ON THE
STUDY FINDINGS.
THE COMMITTEE COULD ALSO DELAY
ACTING LEGISLATION IN ORDER TO
FUND A STUDY TO EXAMINE AND
MODEL THE POTENTIAL IMPACTS TO
BUSINESSES AND WORKERS AND
CUSTOMERS TO INFORM DEVELOPMENT
OF THE POLICY.
THE NEXT THING I WANT TO
HIGHLIGHT IS THE LEGISLATION'S
COVERAGE OF BUSINESSES AND
WORKERS.
THE LEGISLATION CURRENTLY
INCLUDES BROAD DEFINITIONS FOR
COMPANY WORKER COVERAGE.
TO BE CLARIFIED IN DETAIL
DURING RULEMAKING.
THE BENEFIT OF THIS IS THAT IT
PROVIDES MORE TIME TO GET INTO
THE DETAIL OF DIFFERENT
OPERATIONAL MODELS AND DEVELOP
RULES WHICH REFLECT THE NUANCES
OF VARIOUS COMPANIES AND HOW
THEY OPERATE.
IN ADDITION THIS IS RAPIDLY
EVOLVING AND CREATING THIS
DETAIL AND RULEMAKING RATHER
THAN THE LEGISLATION CAN CREATE
MORE FLEXIBILITY TO MAKE
REVISIONS MOVING FORWARD.
HOWEVER SOME STAKEHOLDERS HAVE
COMMUNICATED TO COUNSEL THAT
THEY WOULD PREFER THAT
ADDITIONAL DETAIL ABOUT
COVERAGE BE DETERMINED BY
COUNSEL AND CODIFIED IN THE
LEGISLATION.
THE COMMITTEE MAY WANT TO
CONSIDER PROVIDING ADDITIONAL
CLARITY AND SPECIFICS RELATED
TO COVERAGE.
FOR EXAMPLE OFFERS BEFORE BY
WORKERS COVERED BY AN EMPLOYEE
RELATIONSHIP WHILE THEY ARE
PERFORMING THE OFFER ARE
EXCLUDED.
THE COMMITTEE COULD CONSIDER
AMENDING THE LEGISLATION TO
CHANGE THE DEFINITION OF
COVERED NETWORK COMPANIES TO
PROVIDE MORE DETAIL ON CONCEPTS
LIKE FACILITATE OR PRESENT OR
INTERMEDIATION WHICH ARE ALL
TERMS THAT ARE USED IN THE
DEFINITION OF COVERED
COMPANIES.
THE COMMITTEE MAY WANT TO AMEND
THE LEGISLATION TO PROVIDE
OTHER CLARIFYING LANGUAGE
RELATED TO -- OR THEY COULD
AMEND THE LEGISLATION TO
REQUIRE ADDITIONAL
CLARIFICATION THROUGH
RULEMAKING.
THE NEXT ISSUE I WANTED TO
BRING TO THE COMMITTEE'S
ATTENTION IS ABOUT MARKETPLACE
NETWORK COMPANIES.
AS WE DISCUSSED THESE COMPANIES
USING MODEL WHICH DOES NOT
TRACK TIME MILEAGE OR GEOGRAPHY
OF WORK.
THIS MAKES APPLYING THE PAYMENT
STANDARD VERY DIFFICULT.
THE LEGISLATION ESTABLISHES
DIFFERENT REGULATIONS FOR
MARKETPLACE COMPANIES.
FOR EXAMPLE THAT ENGAGED TIME
IS BASED ON ESTIMATES PRIOR TO
ACCEPTANCE OF THE OFFER AND
MILES DRIVEN DURING AN OFFER
ARE NOT CONSIDERED WHEN
CALCULATING THE MINIMUM
PAYMENT.
THIS MAY RESULT IN LESS
EFFECTIVE WORKER PROTECTIONS
BUT ALSO MAY NOT FULLY REFLECT
THE OPERATIONAL MODEL OF ALL
MARKETPLACE NETWORK COMPANIES.
THE COMMITTEE MAY WANT TO
CONSIDER AMENDING THE
LEGISLATION TO ADD REGULATIONS
FOR MARKETPLACE NETWORK
COMPANIES TO STRENGTHEN AND
CLARIFY THE REQUIREMENTS.
THE COMMITTEE MAY CONSIDER
AMENDING THE LEGISLATION TO
REQUIRE ADDITIONAL
CLARIFICATION THROUGH
RULEMAKING.
OR THE COMMITTEE MAY WANT TO
CONSIDER AMENDING THE
LEGISLATION TO ACCEPT ALL OR
SOME MARKETPLACE COMPANIES OR
OFFERS FROM THE MINIMUM NETWORK
PAYMENT.
I DO THINK I JUST WANT TO
HIGHLIGHT THERE ARE SOME REALLY
IMPORTANT PROTECTIONS RELATED
TO FLEXIBILITY AND TRANSPARENCY
SUCH AS THE ABILITY TO CANCEL
WITH CAUSE.
THAT OF MARKET PLACE COMPANIES
ARE EXCLUDED COMPLETELY THAT IT
IS HARD TO DO THE PAYMENT
CALCULATIONS TO THAT WOULD
EXCLUDE THEM FROM THOSE OF THE
PROTECTIONS AS WELL.
SO WE MIGHT WANT TO TALK ABOUT
THE PROS AND CONS OF THE LEVEL
OF EXEMPTION OF THOSE COMPANIES
IF THAT IS SOMETHING THAT THE
COMMITTEE WANTS TO PURSUE.
FOURTH I WANTED TO TALK A
LITTLE BIT ABOUT THE
ADJUSTMENTS TO ASSOCIATED
FACTORS.
AS DISCUSSED PREVIOUSLY THE
ASSOCIATED COST FACTOR,
ASSOCIATED TIME FACTOR, AND MY
OLD FACTOR ARE ALL INTENDED TO
REFLECT THE EXPENSES INCURRED
WHEN A WORKER IS PERFORMING
THIS WORK.
THE LEGISLATION STATES THE
ASSOCIATED COST FACTOR AND
ASSOCIATED TIME FACTORS MAY BE
ADJUSTED BY THE OLS DIRECTOR
BUT THEY MAY NEVER GO BELOW THE
INITIAL RATE SET IN THIS
LEGISLATION.
IT IS POSSIBLE THAT THE COVERED
COST COULD CHANGE
SIGNIFICANTLY.
FOR EXAMPLE IF THE STATE TAKES
ACTION TO INCLUDE AT BASED
WORKERS THE STATE UNEMPLOYMENT
INSURANCE OR PAID FAMILY
MEDICAL LEAVE PROGRAMS, THE
COST OF COVERING THOSE EXPENSES
COULD BE DECREASED
SIGNIFICANTLY FROM WORKERS.
THE COUNCIL MAY WANT TO
CONSIDER AMENDING THE
LEGISLATION TO ALLOW ASSOCIATED
FACTORS TO BE DECREASED BY THE
OLS DIRECTOR IF THE NEEDED
COMPONENTS CHANGE
úSIGNIFICANTLY.
WHERE CHANGE OR DECREASE
SIGNIFICANTLY.
IN ADDITION THE LEGISLATION
DOES NOT SPECIFICALLY AUTHORIZE
THE OLS DIRECTOR TO ADJUST THE
ASSOCIATED MILD FACTOR IN THE
COMMITTEE MAY WANT TO AMEND THE
LEGISLATION TO PROVIDE THAT
AUTHORIZATION AS WELL AS
GUIDANCE FOR ANY ADJUSTMENT
THAT THE DIRECTOR MIGHT CHOOSE
TO IMPLEMENT.
THE NEXT TO LAST ISSUE IS THE
LEGISLATION WOULD AUTHORIZE THE
OFFICE OF LABOR STANDARD
DIRECTOR TO ISSUE REVISE OR
RESCIND RULES TO MINISTER AND
ENFORCE THE MINIMUM PAYMENT
STANDARDS.
IN SOME CASES FOR MAKING IS
REQUIRED IN SOME CASES
RULEMAKING IS DISCRETIONARY.
IF YOU'RE INTERESTED IN THIS
SPECIFICS WE CAN EITHER DISCUSS
THEM LATER, THEY ARE ALSO
INCLUDED IN MORE DETAIL IN THE
MEMO.
SIMILAR TO COMPANY AND WORKER
COVERAGE DISCUSSED PREVIOUSLY
USING RULEMAKING CAN PROVIDE
FLEXIBILITY HOWEVER SOME
STAKEHOLDERS HAVE REQUESTED THE
LEGISLATION GO INTO MORE DETAIL
ON POLICIES RATHER THAN RELY ON
RULEMAKING.
THE COMMITTEE MAY WANT TO
CONSIDER AMENDING THE
LEGISLATION TO INCLUDE SPECIFIC
POLICIES RATHER THAN DELEGATING
TO RULEMAKING.
THEY MIGHT CONSIDER AMENDING
THE LEGISLATION TO INCLUDE MORE
SPECIFIC GUIDELINES FOR
POLICIES DELEGATED TO
RULEMAKING.
OR THEY COULD CONSIDER AMENDING
THE LEGISLATION TO CHANGE
WHETHER SPECIFIC RULEMAKING IS
REQUIRED OR DISCRETIONARY.
I BELIEVE THIS IS LESS LIGHT.
RELATED POLICY CONSIDERATIONS.
OLS HAS PROVIDED THE COUNCIL
WITH AN ESTIMATE OF THE COST TO
IMPLEMENT, ADMINISTER AND
ESTABLISH BY THIS BILL.
THE COST WOULD BE 1.2 MILLION
IN 2023 INCLUDING 670,000 FOR
STAFFING COSTS AND 567,000 FOR
NON-STAFFING COSTS.
IN ADDITION OLS ESTIMATES IT
WILL COST ABOUT 1.2 MILLION IN
ONGOING COSTS BEGINNING IN
2024.
I JUST WANT TO NOTE THIS IS
MORE WHAT I INCLUDED IN THE
MEMO IN THE PRESENTATION.
BECAUSE THE OLS ESTIMATE
INCLUDES FULL STAFFING IN YEAR
ONE PRIOR TO THE LEGISLATION,
LEGISLATIVE REQUIREMENTS GOING
INTO EFFECT.
I WILL CONTINUE TO WORK WITH
OLS AND CBO TO DETERMINE HOW
MUCH STAFFING WILL BE NEEDED IN
YEAR ONE TO STAND WITH THE
PROGRAM VERSUS THE ONGOING
STAFF MADE BY OLS REGARDLESS OF
WHAT THAT YOUR ONE NUMBER ENDS
UP BEING THESE COSTS CANNOT BE
ABSORBED BY THE DEPARTMENT.
THE COMMITTEE MAY WANT TO
CONSIDER INCREASING FUNDING FOR
OLS TO PERFORM THESE
RESPONSIBILITIES EITHER IN 2022
OR IN THE 2023 AND WILL BUDGET
THAT WOULD NEED TO BE DONE
THROUGH SEPARATE LEGISLATION OR
THE COMMITTEE COULD NOT
ALLOCATE ADDITIONAL FUNDING
WHICH WOULD ALLOW OLS TO
PRIORITIZE THE WORK WITHIN
THEIR EXISTING RESOURCES AS
DETERMINED BY THE DEPARTMENT.
I WANTED TO STOP YOUR AND SEE
IF THERE WERE ANY QUESTIONS
RELATED TO THE POLICY
CONSIDERATIONS THAT I'VE
OUTLINED?
>> I AM LOOKING TO SEE WHETHER
OR NOT THERE WERE ANY RAISED
HANDS.
I WANT TO REALLY THINK YOU.
THE MACK I HAVE.
>> ARENA BOWL WHO WAS ALSO --
COUNCILMAN NELSON, I'M
SPEAKING.
>> OH SORRY.
>> THANK YOU.
>> I WANT TO THINK IN GORE FOR
ALL OF THE WORK YOU HAVE BEEN
DOING, JASMINE AS WELL,
CLEANABLE.
I WANT TO COMMENT ON ONE THING
THAT I HEARD IN PUBLIC COMMENTS
ABOUT THE QUALITY OF THE WORK
AND IT WAS VERY COMPLEMENTARY,
AND I JUST WANT TO SAY THAT THE
LEVEL OF DETAIL AND
COMPETITIVENESS OF THIS VERY
COMPLEX POLICY HAS JUST BEEN
INCREDIBLE AND YOU HAVE REALLY
DELVED INTO THOSE DETAILS AND
THE COMPLEXITY AND GIVEN US
OPTIONS TO CONSIDER AND YOU
CONTINUE TO DO SO.
FOR THE VIEWING PUBLIC IF THERE
ARE ISSUES THAT MAY NOT BE
FULLY ADDRESSED IN THE
ORDINANCE THAT IS NOT BECAUSE
THE ORDINANCE IS POORLY DRAFTED
IT IS BECAUSE WE ARE
RECOGNIZING THERE ARE SOME
DECISIONS THAT NEED TO BE
MADE'S THE RULEMAKING PROCESS.
WE CAN CONTINUE TO HAVE A
CONVERSATION ABOUT WHETHER OR
NOT THE BILL AS INTRODUCED,
DOES THE JOB OF THE COUNCIL AND
THE COMMITTEE WANT AS IT
RELATES TO MAKING THE DECISIONS
ABOUT WHICH THINGS SHOULD BE
DECIDED IN RULEMAKING PROCESS
IN WHICH THINGS SHOULD BE IN
THE ORDINANCE ITSELF.
BUT THAT IS PART OF THE
DELIVERY PROCESS AND THIS IS BY
NO MEANS A FINAL PRODUCT.
I WILL TOUCH ON NEXT STEPS IN
CLOSING REMARKS.
BUT NOW OPENING IT UP TO
COUNCILMEMBERS. COUNCIL MEMBER
-- I SEE YOU HAVE YOUR HAND
RAISED.
AND IF HAD YOUR HAND RAISED.
I WILL RECOMMEND YOU FIRST.
THANK YOU.
>> THANK YOU SO MUCH
COUNCILMEMBER.
EXCUSE ME, MADAM CHAIR AND ALSO
I WANT TO THANK YOU FOR THE
WORK YOU PUT IN TO THE --
PROCESS.
I KNOW MANY FOLKS WHO CALLED
AND WERE PART OF THE PROCESS --
YOU FOR THAT BUT I WANTED TO
TAKE A MINUTE TO THANK YOU AND
-- AS WELL.
COUNCIL MEMBER LOUIS.
I WANT TO NOTE THE IRONY IN
HAVING THE LEGISLATION IN THE
STATE LEGISLATURE REFERENCE
WHEN THE LEGISLATION I ACTUALLY
HAD THE OPPORTUNITY TO SPONSOR
IN 2019 THROUGH A ROBUST
PROCESS AND MANY SIMILARLY
SITUATED COMPANIES AT THE TIME
CRITICIZE THAT PROCESS WHICH
THEN LED TO THE INTEREST OF
BEING TAKEN UP AT THE STATE
LEVEL.
SO THERE WILL ALWAYS BE CRITICS
BUT I DO THINK THE ROBUST
PROCESS THAT YOU PUT INTO PLACE
AND ACTUALLY THE TIME YOU TOOK
TO HIT PAUSE TO REALLY DO IT
ANOTHER DEEP DIVE INTO THE
POLICY IS SOMETHING THAT IS
WORTH HIGHLIGHTING AND BEING
COUPLE MATERIAL.
I DO ALSO WANT TO NOTES ON THE
LAST SLIDE RELATED TO THE
FISCAL NOTE AND IT IS MY
INTENTION TO TRY AND MAKE SURE
IN EVERY PRESENTATION ON
LEGISLATION THERE WILL BE A
FISCAL IMPACT THAT WE DO HAVE
AN OPPORTUNITY TO LOOK AT THE
FISCAL NOTE.
COUNCIL MEMBER PETERSON AND HIS
COMMITTEE I DID HAVE A CHANCE
TO ASK QUESTIONS ABOUT THE TREE
ORDINANCE LAST TIME.
NOT TO BE QUESTIONING OF THE
POLICY BUT REALLY TO MAKE SURE
THAT WE ARE SPENDING MORE TIME
FOCUSED ON THE -- PERHAPS IN
ANOTHER COMMITTEE MEETING WE
CAN DO A LITTLE BIT MORE OF A
DEEP DIVE INTO THE FISCAL NOTE
BUT I JUST WANTED TO NOTE I
THINK THERE IS AN OPTION C AS
WELL AS RELATED TO THE COST OF
IMPLEMENTATION AND ONGOING
STAFFING FOR THIS POTENTIAL
ORDINANCE.
I THINK OPTION C WOULD BE SELF
GENERATING SUPPORT REVENUE
SOURCE OF SOME KIND THAT COULD
HELP GO BACK INTO THE
DEPARTMENT.
I DON'T HAVE AN IDEA OF WHAT
THAT COULD BE YET BUT I DON'T
WANT TO ROLL IT OUT.
SO COUNCILMEMBER -- I JUST
WANTED TO NOTE I THINK THERE IS
A POSSIBLE OPPORTUNITY FOR US
TO CONTINUE TO LOOK AT THE
SUSTAINABILITY OF BOTH THE --
ON LONG-TERM THAT WOULD BE
OPTIONS A AND B. AND VERY MUCH.
THOSE ARE MY COMMENTS.
>> THANK YOU.
-- AND BUDGET CHAIR ALWAYS
KEEPING AN EYE ON THE FISCAL
IMPACTS.
IN QUEUE.
COUNCIL MEMBER NELSON.
>> THANK YOU VERY MUCH MADAM
CHAIR.
WE HEARD PUBLIC COMMENT AND I
DON'T THINK ANYBODY, LET ME
START AGAIN.
I ABSOLUTELY SUPPORT DELIVERY
DRIVERS MAKING A LIVING WAGE.
AND ALL OF OUR PUBLIC COMMENT
PEOPLE COMPANIES, I AM
REFERRING TO THE COMPANIES, THE
NETWORK COMPANIES YOU DID SAY
THEY ALSO SUPPORT MINIMUM WAGE
STANDARDS.
MY PROBLEM HAS ALWAYS BEEN THE
INEVITABLE -- CONSEQUENCES ON
THE DRIVERS, SMALL BUSINESSES
THAT ARE SUPPORTED BY THESE AND
THE CUSTOMERS.
WHEN YOU IMPOSE A SINGLE
REGULATORY FRAMEWORK ON SUCH A
WIDE DIVERSITY OF BUSINESS
MODELS.
WE GOT LETTERS THIS PAST WEEK
AND YOU FLAGGED THE NOTION OF
HAVING A STUDY.
I WILL SAY I DO SUPPORT HAVING
A STUDY TO LOOK AT THESE TWO
CONSIDER THESE PARTICULAR
IMPACTS AND I CAN GO INTO WHAT
THAT STUDY WOULD INCLUDE.
BUT I AM NOT THE ONLY ONE
SAYING THIS.
THE SEATTLE METROPOLITAN LATINO
CHAMBER SAYS WE ARE DEEPLY
CONCERNED ABOUT THE UNINTENDED
CONSEQUENCES SEATTLE PAY MAY
HAVE ON OUR COMMUNITY
SPECIFICALLY BECAUSE THERE HAS
BEEN NO THIRD-PARTY OR
INDEPENDENT RESEARCHER STUDIES
ABOUT THIS REGULATION YET.
BISHOP GARY TYSON OF THE
GENERAL BAPTIST CONVENTION OF
THE PACIFIC NORTHWEST SAYS, HE
MAKES THE NOTE THAT HIS
COMMUNITY BENEFITS FROM WEB-
BASED WORK AND SAYS, WE BELIEVE
THIS LEGISLATION MUST BE SET
ASIDE TO DO THE WORK TO BETTER
UNDERSTAND ITS IMPACT ON THE
COMMUNITIES THAT WE WORK TO
CONNECT AND EMPOWER.
HE NOTED A STUDY THAT HAD BEEN
DONE BUT THESE COMMENTS TO CALL
FOR AN INDEPENDENT RESEARCH.
SO IT ALL COMES DOWN TO, WHICH
CONSULTANT ARE YOU GOING TO
USE?
THE MINIMUM WE CAN GO INTO, THE
INCONSISTENCIES OF THE TWO
STUDIES THAT WERE DONE TO
INFORM THE FAIR SHARE.
BUT MY POINT IS THAT THERE DOES
NEED TO BE A LOT MORE INPUT AND
ANALYSIS.
OFTEN IT IS THE LINK THAT THE
STAKEHOLDER PROCESSES BROUGHT
UP.
THE APPLICANTS OF THE PROPOSAL
HAVE BEEN RUNNING THE
STAKEHOLDER OUTREACH AND
MEETINGS.
SO THERE IS A BIT OF A CONFLICT
OF INTEREST THERE.
BUT JUST IN THE PAST TWO WEEKS
A WHOLE NEW CATEGORY OF
COMPANIES HAS BEEN IN BACK DID.
MARKETPLACE COMPANIES.
AND THAT IS BECAUSE SOME VERY
NUANCED CONCERNS FROM SERVICE
PROVIDERS, AT A SERVICE
PROVIDERS.
THE COMPANIES THAT DON'T JUST
DELIVER THINGS THAT PROVIDE
SERVICES TO PEOPLE IN NEED.
THEIR CONCERNS WERE FINALLY
BEING HEARD.
REGULATIONS WERE REFINED TO
ADDRESS THOSE CONCERNS AND A
WHOLE NEW SET OF RULES WAGE
RELATIONS APPLY TO THOSE
PEOPLE.
MY POINT IS THAT IS BASICALLY
WALKABLE BECAUSE AS SOON AS YOU
SOLVE FOR ONE PROBLEM AND OTHER
PROBLEMS POP UP AND SOME OF
THESE COMPANIES LIKE ANGIE AND
KARIN.COM JUST FOUND OUT ABOUT
THIS LEGISLATION BY ACCIDENT.
THIS OUTREACH AND THIS STUDY
AND LEAVING IT TO THE FINAL
VOTE HAS TO BE MORE ROBUST SO
COMPANIES THAT DON'T EVEN KNOW
THEY ARE IMPACTED CAN VOICE
THEIR CONCERNS.
WE JUST GOT A LETTER FROM
DRIVERS AS WELL.
I AM MAKING THE POINT THAT, YES
THERE HAS BEEN A LONG
STAKEHOLDER PROCESS BUT IT HAS
BEEN INCOMPLETE.
THAT IS WHY I BELIEVE WE DO
NEED TO HAVE A LOT MORE INPUT.
I WILL TOUCH ON THE RULEMAKING
PROCESS.
IT IS DEEPLY CONCERNING TO ME
THAT SO MUCH OF THE DETAILS, SO
MUCH OF THE IMPLEMENTATION OF
THIS LEGISLATION WILL BE
DECIDED AFTER WE VOTE OUT OF
COMMITTEE.
WHAT EXPERTISE DOES THE OLS
DIRECTOR HAVE TO MAKE A LOT OF
THESE DECISIONS?
HOW WILL THEY COME, I WILL BE
COME TO THE DECISIONS ABOUT
ENGAGED TIME?
WHAT IS COMPENSABLE TIME FOR
OVERNIGHT SERVICES, ETC.?
THE LIST GOES ON.
SO ONE OPTION THAT IS NOT
PRESENTED IN POLICY
CONSIDERATIONS IS TO, MY THIRD
ONE, ELIMINATE MARKET-BASED
COMPANIES ALTOGETHER FROM THIS
LEGISLATION BECAUSE IT WAS
CLEARLY DESIGNED TO IMPACT,
RAISE THE WAGES BY DELIVERY NOT
NECESSARILY INCOME OF DELIVERY
DRIVERS.
BUT ANOTHER SUGGESTION I WOULD
HAVE IS TO PASS LEGISLATION BUT
ALLOW, DELAY ITS IMPLEMENTATION
UNTIL OLS CAN COMPLETE ITS RULE
MAKING PROCESS.
AND THAT RULEMAKING, THOSE
RULES WOULD BE APPROVED BY
COUNSEL.
SO THAT IS ONE WAY TO MAKE SURE
WE DON'T, WE DON'T MULTIPLY THE
UNINTENDED CONSEQUENCES IN THIS
LEGISLATION.
>> BEFORE I HEADED OVER TO THE
COSPONSOR OF THE BILL, I JUST
WANTED TO QUICKLY RESPOND TO A
COUPLE THINGS.
-- REFERRED TO IT AS A SINGLE
REVELATORY FRAMEWORK.
IT IS NOT A SINGLE REGULATORY
FRAMEWORK AS MENTIONED EARLIER.
THERE IS A DIFFERENT DEFINITION
FOR MARKETPLACE APPS AND A
DIFFERENT REGULATORY CENTER
THAT THEY HAVE TO MEET.
THAT IS SIGNIFICANTLY DIFFERENT
FOR THE ON-DEMAND APPS.
THE STAKEHOLDER ENGAGEMENT
WEEKLY AT ONE POINT STAKEHOLDER
ENGAGEMENT MEETINGS WERE NOT
RUN BY WORKING WASHINGTON THEY
WERE RUN BY MY STAFF WITH
SOMETIMES MY SELF ATTENDING AND
COUNCIL MEMBER LOUIS ATTENDING.
WITH THE ASSISTANCE OF COUNSEL
CENTRAL STAFF.
AND OLS PARTICIPATING.
I WANT TO ALSO REFERENCE, I
APPRECIATE WHAT THE OPTIONS IN
AMY'S MEMO RELATED TO A STUDY
AND DOES INCLUDE THE ABILITY TO
STUDY IMPACTS.
JUST STEP BACK ABOUT WHAT THE
GOAL OF THIS EFFORT IS.
IT'S ABOUT MAKING SURE THAT
PEOPLE ARE GETTING AT LEAST THE
MINIMUM WAGE FOR THEIR WORK IN
THE CITY.
SO I WOULD BE INTERESTED IN
LEARNING ABOUT THE IMPACTS OF
THAT VERY BASICS HUNDRED AND
SEEING IF THERE ARE THINGS TO
DO TO MITIGATE THOSE IMPACTS
BUT NOT AS A PREREQUISITE TO
THE LEGISLATION.
THIS IS A MINIMUM WORK STANDARD
THAT WE ARE LOOKING TO EXTEND
TO THESE WORKERS.
A LOCAL STUDY AT THE UNIVERSIY
WASHINGTON SHOWED THAT THE
INCREASE OF -- ARE $15 MINIMUM
WAGE.
DOES NOT LEAD TO HIGHER
PRODUCTS OR COST FOR PRODUCTS
FOR CONSUMERS.
AND THE DECISION OF WHETHER OR
NOT TO INCREASE PRICES ON
PRODUCTS AND SERVICES IS WITHIN
THE COMPANIES JURISDICTION.
WE KNOW THERE WERE MANY INPUTS
AND OUTPUTS OF THESE FINANCIAL
DECISIONS AND ONE IS THE
PROPHET.
AND SO YOU DON'T AUTOMATICALLY,
THE THING YOU DON'T HAVE TO
INCREASE PRICES.
I WOULD ARGUE IF YOU WANT TO
MAKE SURE PEOPLE ARE STILL
BUYING YOUR PRODUCT, IT'S NOT
REALLY THE BEST BUSINESS
PRACTICE TO INCREASE THE PRICES
IF IT'S GOING TO IMPACT THE
INTEREST OF PEOPLE BUYING YOUR
PRODUCT AND THERE ARE OTHER
WAYS TO LOOK AT ADDRESSING THE
COST FOR THIS VERY BASIC
MINIMUM STANDARD TO IMPACT
WORKERS.
I REALLY APPRECIATE ALSO
COUNCILMAN NELSON YOU ARE SORT
OF DIGGING INTO THE DIFFERENCE
BETWEEN THE MARKET PLACE AND
THE ON-DEMAND APPS.
I LOOK FORWARD TO HAVING MORE
CONVERSATIONS.
OUR THINKING ON INCLUDING THE
MARKETPLACE APPS AND THE
LEGISLATION IS REALLY IN
RECOGNITION THAT THIS
PARTICULAR SECTOR OF, OUR
WORKFORCE HAS EVOLVED
EXPONENTIALLY ALMOST AS, IN
SORT OF AN INVERSE RELATIONSHIP
TO THE INCREASE IN WORKER
PROTECTIONS.
SO AS WE HAVE PASSED MORE LAWS
TO PROTECT WORKERS THE NUMBERS
OF PEOPLE WHO WORK, WHO DON'T
GET THOSE RIGHTS HAS INCREASED.
WE DON'T WANT TO CREATE THE
SAME SORT OF DYNAMIC WITH THIS
LEGISLATION THAT BY NOT
REGULATING THE MARKETPLACE APPS
THAT WE CREATE A BIG LOOPHOLE
THAT THEN THE MODEL, THE, THE
EMPLOYMENT MODEL SHIFTS TO SORT
OF TAKE ADVANTAGE OF THAT
LOOPHOLE.
WE WANT TO MAKE SURE THAT
EVERYBODY IS PAID FAIRLY FOR AN
HOURS WORK INCLUDING COVERING
THE COST ASSOCIATED WITH DOING
THAT WORK.
COUNCILMEMBER LEWIS.
>> THANK YOU COUNCILMEMBER --
SINCE IT IS ALMOST 1 P.M.
I JUST WANT TO MAKE SOME
COMMENTS ABOUT HOW I DO THINK
THE PROCESS UP TO THIS POINT
HAS BEEN ROBUST AND VERY
INCLUSIVE.
I WANT TO VERY MUCH THINK
YOURSELF AND ALEX -- ON YOUR
TEAM FOR HIS STEADFAST WORK AND
REALLY ORGANIZING AND WORKING
THROUGH A LOT OF ISSUES WITH
STAKEHOLDERS.
I THINK IT IS IMPORTANT FOR
THIS TO NOW GO IN TO BE THE
WORK OF THE COMMITTEE TO START
SORTING THROUGH SOME OF THE
ISSUES THAT COUNCILMAN NELSON
HAS FLAGGED AND COUNCIL MEMBER
NELSON I DO APPRECIATE YOU
FLOODING THOSE ISSUES.
I THINK WHAT IT REPRESENTS IS
THAT SOME ISSUES REALLY CAN
ONLY BE RESOLVED THROUGH THE
PUBLIC DISCOURSE AND NOT
NECESSARILY THROUGH STAKEHOLDER
PROCESS.
THE STAKEHOLDER PROCESS HAS
KIND OF GOTTEN US TO A STARTING
POINT HERE FOR THE LEGISLATIVE
PROCESS.
AND I ACKNOWLEDGE THAT IT IS
DIFFICULT FOR SOME OF THESE
PLATFORMS TO, TO ENGAGE IN THE
STAKEHOLDER PROCESS TO A
CERTAIN EXTENT.
AND AT THE SAME TIME, YOU KNOW,
RESERVE THE RIGHT TO OPPOSE THE
LEGISLATION.
AND I UNDERSTAND AND RESPECT,
YOU KNOW, POLITICS IS POLITICS
AND A LOT OF THESE PLATFORMS
WOULD SOONER OR NOT BE SUBJECT
TO ANY KIND OF REGULATION AND I
UNDERSTAND THAT AND RESPECT
THAT.
BUT I WOULDN'T MISCONSTRUE THAT
TO MEAN THEY WERE NOT INVOLVED
IN THE STAKEHOLDER PROCESS AND
DID NOT CONTRIBUTE IN
MEANINGFUL WAYS TO PROVIDING
CERTAIN FEEDBACK THAT HAS
MATERIALLY IMPACTED THIS
INITIAL PROPOSAL.
AS YOU STATE THIS DRAFT
INCLUDES A FAIRLY DETAILED,
START AND KIND OF TALKING ABOUT
THESE MARKETPLACE APPS VERSUS
DELIVERY APPS FOR EXAMPLE.
AND THAT IS A DIRECT RESULT OF
ENGAGEMENT WITH THE MARKETPLACE
APPS TALKING ABOUT HOW THE
MODEL IS DISTINCT AND WHAT A
DIFFERENT ISSUES IN THE KIND OF
ACTIVITY THEY ENGAGE IN ARE.
I WILL OWN UP THAT I STILL HAVE
ONGOING QUESTIONS AND CONCERNS
ABOUT THE EXTENT TO WHICH THIS
LEGISLATION INTERFACES WITH THE
MARKETPLACE APPS BUT THAT IS
ALL PART OF OUR LEGISLATING
DISCUSSION AT -- PROCESS.
SO I JUST WANTED TO SAY I THINK
THAT DEFINITELY THIS COMMITTEE
SHOULD DELVE INTO THESE ISSUES,
FLAG THINGS FOR AN AMENDMENT
AND THEN THE OUTREACH AND
STAKEHOLDER IN SHOULD CONTINUE.
BUT I DO THINK THAT A GOOD
PROCESS WAS PUT TOGETHER BY
CENTRAL STAFF AND COUNCILMEMBER
-- AND MYSELF TO GET US TO THE
STARTING POINT WHERE WE CAN GO
THROUGH SOME OF THE ISSUES THAT
ARE STILL ON THE TABLE.
>> THANK YOU.
COUNCIL MEMBER NELSON.
>> SO TO ANSWER YOUR QUESTION,
I AM NOT SAYING THAT THE
MINIMUM PAYMENT STANDARD IS THE
WRONG WAY TO GO.
THE UNINTENDED CONSEQUENCE
WHICH HAS BEEN DOCUMENTED IS A
DROP IN DEMAND.
AND WHAT HAPPENS TO THE INCOME
OF DRIVERS WHEN DEMANDS -- NOT
PASSED ON TO CONSUMERS.
SO THAT IS WHAT I WAS TALKING
ABOUT WHEN I SAID UNINTENDED
CONSEQUENCE.
WE ALSO HAVE TO THINK ABOUT THE
CUSTOMER.
BECAUSE THERE IS A CONVENIENCE
FACTOR HERE.
WE CANNOT, WE CANNOT PREDICT
THE CONTINUED AS YOU SAID
EVOLUTION OF THESE KINDS OF
COMPANIES.
BUT IT IS BEING DRIVEN BY
DEMAND FOR ACCESS AND
CONVENIENCE.
NOWHERE IN THIS LEGISLATION IS
A CONTEMPLATED THAT WHAT IS
HAPPENING IS THE CONSUMERS WANT
A FLAT FEE.
YOU'RE DISHWASHER IS BROKEN:
SOMEBODY WILL FIX IT FOR $200.
SO THE WHOLE CALCULATION IS
MEANINGLESS.
BASED ON THE CALCULATION OF THE
BOOKS RIGHT NOW I DID THE MATH
AND IT IS ABOUT $34.35 FOR 320
MINUTE FIVE-MILE DRIVES.
CAUTION.
BECAUSE THESE ARE VERY COMPLEX
AND IF WE ARE CONCERNED ABOUT
THE DELIVERY DRIVERS, WHY NOT
JUST TAKE THAT BODY OF WORK AND
PROCEED?
AS I SAID, THE MARKETPLACE
COMPANY DEFINITION WAS JUST
INCLUDED IN THE PAST TWO WEEKS.
SO THERE IS CLEARLY A LOT OF
WORK THAT HAS TO BE DONE BEFORE
WE GET TO PERHAPS MORE ISSUE
IDENTIFICATION AT THE NEXT
MEETING.
WHEN WE WILL HAVE OTHER
IMPORTANT THINGS ON THE AGENDA.
>> THANK YOU SO MUCH.
I REALLY APPRECIATE THOSE
THOUGHTS.
ONE OTHER POINT I WANT TO MAKE.
YOU MENTIONED THE
IMPLEMENTATION FOR THE
EFFECTIVE DATE THAT IT SHOULD
NOT BE EFFECTIVE UNTIL THE
RULEMAKING PROCESS IS COMPLETE,
THERE IS SORT OF AN EFFECTIVE
DATE OF THE ORDINANCE WHICH
ALLOWS OLS TO GO FORTH AND
BEGIN THE RULEMAKING PROCESS
AND THEN THERE IS THE ABILITY
TO ENFORCE THE LAW WHICH WILL
NOT HAPPEN UNTIL AFTER THE
RULEMAKING PROCESS IS
COMPLETE.?
I AM SAYING COUNCIL SHOULD
APPROVE THE RULES BEFORE IT
GOES INTO EFFECT.
BECAUSE, HERE WE ARE JUST
PUTTING THE CART BEFORE THE
HORSE.
>> THAT IS ONE APPROACH.
I THINK IT WOULD BE GREAT IF
MAYBE WE PULL TOGETHER
INFORMATION ABOUT OLS LAWMAKING
PROCESS AND PASS BILLS THAT THE
COUNCIL HAS ADOPTED AND THE
TYPES OF RULES THAT THEY
HISTORICALLY HAVE BEEN
DELEGATED TO OLS IN THE PROCESS
FOR DOING SO.
THEY DO HAVE SORT OF THE
EXPERTISE TO GET IN THE WEEDS
AND ALSO ENGAGED WITH
STAKEHOLDERS AS PART OF THAT
RULE MAKING PROCESS.
IF THEY DO SORT OF A DEEP LEVEL
OF ENGAGEMENT BEFORE THOSE
RULES ARE -- JUST ON THAT,
HEARING YOUR THOUGHTS, AGAIN
COUNCIL MEMBER NELSON, AND I
THINK BEING ABLE TO DEMONSTRATE
OLS HISTORY WITH RULEMAKING
MIGHT BE HELPFUL INFORMATION
FOR THIS DISCUSSION AS WELL.
WITH THAT I JUST WANT TO FLAG
WE WILL HAVE TIME SET ASIDE FOR
THIS BILL IN UPCOMING MEETINGS.
THE 26th AND ON MAY 10th.
I WANTED US HERE FROM AMY.
EVEN THOUGH MY NOTES SAY THAT
WE ARE GOING TO BE PUTTING ON A
-- NEXT MEETING I DON'T THINK
THAT IS ACCURATE.
>> MY UNDERSTANDING.
IT IS HONESTLY UP TO THE CHAIR.
MY UNDERSTANDING WAS THAT THE
APRIL 26 MEETING WOULD BE A
DISCUSSION OF AMENDMENTS BUT
THERE WOULD NOT BE ABLE ON THAT
BUT THAT IS UP TO THE CHAIR.
>> I'M THINKING THE NEXT
MEETING MIGHT BE THE TIME TO
DISCUSS AMENDMENTS CONCEPTUALLY
RATHER THAN EXPECTING COMMITTEE
MEMBERS TO GET YOU LANGUAGE
FOR, THAT YOU AMENDMENTS THAT
YOU THEN HAVE THE CRAFT
LANGUAGE FOR AT THE NEXT
MEETING.
I THINK THAT IS A LITTLE SHORT
OF A TIME FRAME FOR FOLKS TO
TURN THAT AROUND.
MAYBE WHEN YOU THINK OF OUR
NEXT COMMITTEE MEETING IS MORE
OF SORT OF A DEEP DIVE INTO THE
ISSUE 80 THAT YOU STARTED VERY
HELPFULLY WITH IN THIS MEETING
AND MAYBE IF COUNCIL MEMBERS
CAN BEGIN TO THINK ABOUT WHAT
ALTERNATIVES THEY LIKE TO HAVE
DISCUSSED IN THE NEXT MEETING
AS SORT OF AN ISSUE IDEA I
THINK THAT WOULD BE A GOOD NEXT
STEP.
GREAT.
THANK YOU, EVERYBODY FOR MAKING
TIME FOR THIS MEETING.
THE NEXT PUBLIC SAFETY AND
SERVICE COMMITTEE IS SCHEDULED
FOR TUESDAY, APRIL 26th AT 930
A.M.
I JUST WANT TO NOTE THE TIME IS
12:58.
THERE WERE NO FURTHER COMMENTS
FROM MY COLLEAGUES?
HEARING AND SEEING NONE.
THANK YOU SO MUCH.
WE ARE ADJOURNED.