>>> GOOD MORNING POINT TODAY IS
THURSDAY, APRIL 14, 2019.
THE HOUSING, HEALTH, ENERGY AND
WORKING RIGHTS COMMITTEE.
IT IS 9:33 AM.
I AM TERESA MOSQUEDA JOINED BY
COUNCILMEMBER GONZALES.
WE WILL HAVE LEGISLATION WE ARE
CONSIDERING TODAY.
WE HAVE TWO ITEMS ON THE AGENDA
FOR TODAY FOCUSED ON WORKERS
RIGHTS.
THE FIRST IS A DISCUSSION OF
THE HOTEL EMPLOYEE ISSUES AND
THE SECOND IS A DISCUSSION ON
PAID SICK AND TIME OFF LEAVE
FOR SEATTLE SCHOOL DISTRICT
EMPLOYEES.
I'M VERY EXCITED TO HAVE WITH
US THE HONORABLE SCHOOL BOARD
MEMBER ZACHARY DEWOLF TO TALK
ON A SECTION RELATED TO THAT
ISSUE, AS WELL.
WE WILL START WITH PUBLIC
COMMENT AND AS A REMINDER FOR
THOSE WHO ARE IN THE AUDIENCE
AND OUR VIEWING COMMITTEE AND
VIEWING PUBLIC, THERE WILL BE
TWO MINUTES ACCEPTED FOR EACH
PERSON WHO IS HERE TO SPEAK.
WE LIKE YOU TO BEGIN YOUR
COMMENTS AS USUAL BY
INTRODUCING YOURSELF AND OUT OF
YOU WISH TO SPEAK TO.
THERE WAS SOME CONFUSION THE
LAST FEW MEETINGS ABOUT WHAT
OUR COUNCIL RULES ACTUALLY SAY
ABOUT PUBLIC COMMENTS SO WANT
TO USE THIS OPPORTUNITY TO
CLARIFY.
ACCORDING TO OUR COUNCIL RULES,
ITEM 3, COUNCIL COMMITTEE SHALL
ACCEPT PUBLIC COMMENT STANDING
AND SELECT COMMITTEE MEETINGS.
PUBLIC COMMENT AT COMMITTEE
MEETINGS SHALL BE LIMITED TO
MATTERS WITHIN THE PURVIEW OF
THE SPECIFIC THE ITEM OR LISTED
ON TODAY'S AGENDA.
AND THE PRESIDING OFFICER AT
THE COMMITTEE MEETING SHALL
ENSURE ALL PUBLIC COMMENT IS IN
ACCORDANCE WITH RULE SIX C THREE
A. JUST TO CLARIFY AND REMIND
FOLKS.
THE FIRST PERSON WE HAVE HERE
TO SPEAK IS MR. ZIMMERMAN.
YOUR TIME HAS STARTED.
>> MY NAME IS ALEX ZIMMERMAN.
I WANT TO SPEAK ABOUT HOTEL
WORKER PROBLEM YOU HAVE RIGHT
NOW.
YES ALL MY LIFE I FIGHTING
AGAINST DISCRIMINATION AND
SEXUAL HARASSMENT AND BECAUSE
MY EXPERIENCE EXTREMELY BIG YOU
KNOW, I CAN SHARE MY INFORMATION
ABOUT MY EXPERIENCE. IT IS NOT
ABSOLUTELY IDENTICAL BUT -- I
HAVE DISCRIMINATION AND SEXUAL
-- WHO GAVE ME THIS?
A WOMAN.
LIKE GONZALES -- MOSQUEDA --
>> PLEASE KEEP YOUR ITEMS
SPECIFIC TO THE AGENDA ITEM.
REGARDING HOTEL WORKERS.
>> I HAVE EXPERIENCE WITH
SEXUAL HARASSMENT IN THIS
CHAMBER AND GIVE YOU MY
EXPERIENCE SO YOU -- BECAUSE
WHAT HAS HAPPENED HERE IN THIS
CHAMBER ONLY SHOWS HOW DEEP
SEXUAL HARASSMENT AND
DISCRIMINATION -- IT IS ALL
CATHOLIC.
>> I DON'T THINK THIS PUBLIC
TESTIMONY IS RELEVANT TO AN
AGENDA ITEM.
>> MR. ZIMMERMAN, YOU HAVE BEEN
WARNED.
>> BUT THIS IS MY EXPERIENCE IN
THIS CHAMBER.
WHEN THIS CHAMBER OF THE
>> YOUR TIME IS UP.
>> MR. ZIMMERMAN, I WANT YOU TO
KEEP IT TO THE TWO ITEMS ON THE
AGENDA.
IT WAS NOT RELATED TO WHAT WAS
ON THE AGENDA.
YOUR TIME IS UP.
THE NEXT PERSON THAT WE HAVE TO
SPEAK -- THANK YOU.
THE NEXT PERSON THAT WE HAVE TO
SPEAK IS CHARLIE LEMBERG AND
I'M SORRY IF I PRONOUNCED YOUR
NAME WRONG, CHARLIE.
OUR FRIENDS FROM MARTIN LUTHER
KING LABOR COUNCIL SAYS OKAY,
WE MAY GO AHEAD AND LET THEM
KNOW THEY WERE CALLED AND IF
THEY HAVE TWO MINUTES THEY CAN
SHARE.
ANYBODY ELSE WOULD LIKE TO
SHARE SOMETHING SPECIFIC TO
TODAY'S AGENDA ITEM? OKAY.
GREAT.
SO WE WILL CLOSE PUBLIC COMMENT
FOR TODAY.
THANK YOU VERY MUCH VICE CHAIR
GONZALEZ FOR BEING HERE.
LET'S GO TO THE FIRST ITEM ON
THE AGENDA.
THE FIRST ITEM OR TODAY, COULD
YOU READ IT INTO THE RECORD AND
WHILE SHE IS DOING THAT COULD
WE HAVE OUR FRIENDS WERE GOING
TO BE PARTICIPATING IN TODAY'S
CONVERSATION, ABBY LAWLOR AND
SOME OF THE WORKERS FROM THE
HOTEL INDUSTRY JOIN US AT THE
TABLE?
>> AGENDA ITEM 1, HOTEL
EMPLOYEE ISSUES FOR BRIEFING
AND DISCUSSION.
>> WELCOME.
COME ON UP.
ANTONIO, ARE YOU GOING TO BE --
FOR OUR VIEWING AUDIENCE WE
ALSO HAVE ANTONIO REUVEN WILL
BE INTERPRETING FOR ONE OF OUR
PANELISTS TODAY.
THANK YOU SO MUCH FOR BEING
HERE TO SHARE YOUR STORIES.
I JUST MENTION THE
COUNCILMEMBER GONZALES AND I
ARE EAGER TO HAVE FOLKS AT THE
TABLE WHO SPEAK IN VARIOUS
LANGUAGES AND WE ARE LUCKY TO
BE ABLE TO UNDERSTAND SPANISH
SO LOOKING FORWARD TO THE
PRESENTATION.
WE WILL STILL TRANSLATE IN
SPANISH FOR OUR VIEWING
AUDIENCE AND HOME.
IN ENGLISH FOR OUR VIEWING
AUDIENCE AT HOME.
THANK YOU FOR BEING HERE.
>> THANK YOU SO MUCH MEMBERS OF
THE COMMITTEE FOR THE
OPPORTUNITY TO JOIN YOU TODAY
AND I KNOW YOU HAD A BRIEFING
LAST WEEK ABOUT THE CONTENTS OF
THE INITIATIVE WAS FIRST PASSED
IN 2016 AND THE CURRENT LEGAL
STATUS SO WE ARE HOPING TODAY
TAKE THE OPPORTUNITY TO TALK
ABOUT WHERE THAT LAW CAME FROM
AND THE ISSUES THAT WERE PRESENT
IN THE HOTEL INDUSTRY IN
SEATTLE, IN PARTICULAR HEAR
SOME STORIES FROM WORKERS IN
THE INDUSTRY ABOUT WHAT THEIR
EXPERIENCES HAVE BEEN, BUT
REALLY TO BACKGROUND WHY THAT
INITIATIVE WITH SO NEEDED AT
THE TIME AND WHY WE NEED TO
SAVE ACTION TO MAKE SURE THOSE
PROTECTIONS STAY IN PLACE FOR
WORKERS.
I WILL INTRODUCE THE FOLKS THAT
ARE HERE WITH ME TODAY.
AND THEY WILL INTRODUCE AND SAY
WHAT THEY LIKE WOULD LIKE TO
SAY BUT WE ARE EXCITED THAT
FOLKS WHO CAN SPEAK DIRECTLY TO
SOME THESE ISSUES THAT HAVE
BEEN REAL LEADERS IN THEIR
WORKPLACES ON A NUMBER OF
IMPORTANT ORGANIZING EFFORTS
THAT WORKERS HAVE UNDERTAKEN
OVER THE LAST SEVERAL YEARS.
TO MY RIGHT IS -- MIN WAN TO MY
LEFT AND STELLIANO. IS THERE
ANYTHING ELSE YOU WANT TO STAY
IN WAY OF INTRODUCTION?
>> [SPEAKING FOREIGN LANGUAGE]
>> THANK YOU FOR HAVING ME HERE
AND FOR UNDERSTANDING ME AND
GIVING ME THE OPPORTUNITY TO
SPEAK. I'M HERE TO TALK ABOUT
SOME OF THE THINGS AND THE
EVENTS THAT CAN HAPPEN IN THE
HOTEL SITUATIONS AND THE
CONSEQUENCES THAT CAN CARRY FOR
EMPLOYEES. I WAS ACTUALLY
INVOLVED IN A VERY UNPLEASANT
CASE INVOLVING A GUEST AND WHEN
IT CAME TO CLEAN HIS ROOM, HE
REMOVED HIS CLOTHES AND WAS I
WAS SIX MONTHS PREGNANT AT THE
TIME SO IT WAS AN EXTREMELY
DIFFICULT SITUATION POINT
NOTHING REALLY HAPPENED TO BE
ON THAT, BUT THE FOLLOWING DAY
WE REPORTED THE INCIDENT TO MY
UNION AND THE MANAGEMENT OF THE
HOTEL AND GOT THE SUPPORT I WAS
HOPING OR AND THE GUEST WAS
DISMISSED, BUT I WAS PLEASED
THAT SOMETHING WAS DONE ABOUT
úTHIS PARTICULAR EVENT.
>> PLEASE INTRODUCE YOURSELF
AND SAY WHO YOU ARE AND WHERE
YOU WORK.
>> GOOD MORNING EVERYONE.
I AM WORKING --
>> CAN YOU GET THE MICROPHONE
CLOSER TO YOU?
THERE YOU GO.
>> I AM WORKING IN THE WESTIN
HOTEL FOR 27 YEARS AND I'M
WORKING IN A HOUSING APARTMENT.
HOUSEKEEPING IS A VERY HARD JOB.
EVERY DAY WE CLEAN 15 ROOMS PER
DAY.
>> CAN YOU INTRODUCE YOURSELF?
>> HELLO MY NAME IS STELLIANO
AND I'M A BANQUET HOUSEMAN.
LIFE IS NOT EASY THERE BUT
WHAT IS EVEN HARDER IS THE
MEDICAL PLAN AND AS WE KNOW
MEDICAL PLANS ARE EXPENSIVE
EVERYWHERE AND THEY ARE GETTING
FUNNY.
IT'S FUNNY I SAW ONE COMMERCIAL
ON THE BUS IT WAS SAYING,
FIXING ONE ARM AND ONE LIKE
DOESN'T ALWAYS COST MORE WHICH
IS VERY EXTREME, I WILL SAY.
SO I HAVE THESE PAYCHECKS WITH
ME, PAY STUBS, THAT SHOW HOW
MUCH I PAID FOR LAST YEAR.
IT WAS 156 .41, EACH PAYCHECK,
FOR MEDICAL PLAN.
EXPENSIVE, BUT THAT IS WHAT I
NEEDED TO COVER MY NEEDS AND
THIS YEAR I CHANGED IT BECAUSE
IT IS VERY EXPENSIVE FOR ME.
I CHANGED IT TO A CRAPPY PLAN,
WHICH IS LIKE $50 OR SOMETHING.
IT DOES NOT COVER ALL MY NEEDS,
BUT IT IS WHAT I CAN AFFORD
RIGHT NOW, AND FOR THIS I'M
TRYING TO DO SOMETHING BECAUSE
WE'LL HAVE OUR MEDICAL PROBLEMS
. I'M ALONE AND DON'T HAVE
SOMEONE ELSE TO HAVE A MEDICAL
PLAN TO COVER ME SO I HAVE TO
COVER MYSELF AND I WOULD LIKE
SOMETHING TO CHANGE.
>> THANK YOU.
AND I SHOULD ALSO SAY, WE HAVE
NATALIE KELLY HERE WHO WAS AN
ORGANIZER WITH UNITE HERE LOCAL
8 , WORKER ORGANIZER AND THEY
ALSO JUMPED IN WITH STORIES SHE
HAS HEARD FROM WORKERS ABOUT
THESE ISSUES.
I GUESS WITH THAT INTRODUCTION
FROM FOLKS WE CAN GET INTO THE
DIFFERENT SUBJECTS UNDER THE
INITIATIVE AND I WANT TO SAY
THANK YOU TO THE FOLKS WERE
ABLE TO JOIN US LAST FRIDAY AT
THE LIBRARY TO HEAR ADDITIONAL
STORIES FROM MEMBERS . WE HAD
ABOUT 50 SADDLE HOTEL WORKERS
AND WE HAD POWERFUL STORIES
ABOUT THE ISSUES COVERED IN THE
INITIATIVE.
THERE IS A POWERPOINT WE WILL
GO THROUGH THAT WAS ORIGINALLY
DESIGNED FOR THAT MEETING,
APOLOGIES, THE FONT IS VERY FUN,
BUT --
>> I JUST WANT TO WELCOME
COUNCILMEMBER LISA HERBOLD,
COSPONSOR OF THE WORK WE'RE
DOING HERE.
I WANT TO ALSO RECOGNIZE AND
THANK YOU FOR THE INVITATION TO
THE EVENT LAST FRIDAY AND I KNOW
COUNCILMEMBER HERBOLD'S WRAPPER
OFFICE WAS REPRESENTED AND
GONZALES AND MYSELF HAD A
CHANCE TO ATTEND SO THANK YOU
FIRST AND FOREMOST ARE YOUR
MEMBERS TIME AND THE FOLKS WERE
WORKING IN THE HOTEL INDUSTRY
FOR SHARING THEIR STORIES.
I FEEL LIKE WE HAVE SO MUCH MORE
OF YOUR STORIES TO SHARE TODAY
AT THIS TABLE AND THAT WAS JUST
AN INTRODUCTORY COMMENT SO WE
DO HOPE TO HEAR MORE ABOUT YOUR
STORIES AND ANY OF THE ITEMS
YOU WOULD LIKE TO SHARE AS YOU
GO THROUGH THE PRESENTATION, SO
WITH THAT, THANK YOU. I KNOW IT
TAKES A LOT OF COURAGE TO SHARE
THOSE STORIES.
>> THANK YOU.
AS WE WALKED THROUGH THESE
PIECES, I WANT TO EXPRESS HUGE
THANKS AND APPRECIATION TO
PUGET SOUND -- WORK THEY HAVE
DONE OVER MANY YEARS AROUND THE
HOTEL INDUSTRY IN SEATTLE.
FIRST IN 2012 IN THE REPORT OUR
PAIN NO GAIN AND OUR PAIN OF
THEIR GAIN, AND MORE RECENTLY
THROUGH THE PUBLICATION OF A
SURVEY THAT OUR MEMBERS WORKED
ON WORKPLACE INJURY AND SEXUAL
HARASSMENT AND DOWNTOWN HOTELS.
I THINK BOTH OF THOSE ARE
IMPORTANT RESOURCES AND WE WILL
BE HAPPY TO PROVIDE THOSE TO
COUNCIL AFTER THIS MEETING.
TWO IMPORTANT BACKGROUND POINTS
TO MAKE AS WE TALK ABOUT THESE
ISSUES, FIRST HOTEL WORKFORCE
IN SEATTLE IS A MAJORITY OF
PEOPLE WHO WORK OF COLOR AND
IMMIGRANTS, PEOPLE WHO WORK IN
HOTELS ARE MOSTLY FEMALE, 15%
BLACK AND AFRICAN-AMERICAN, A
SUBSTANTIAL MAJORITY OF WORKERS
IN INDUSTRY DON'T CURRENTLY
HAVE THE BENEFIT OF A UNION
CONTRACT.
I NEEDED SOME HISTORY LAST WEEK
BUT I THINK THOSE WERE THE
BACKGROUND CONDITIONS.
IN 2016 THE BALLOT INITIATIVE
THAT WAS PASSED WAS 77% OF THE
VOTE TO CREATE SOME ADDITIONAL
PROTECTIONS AROUND WORKLOAD
WORKPLACE SAFETY AROUND SEXUAL
HARASSMENT, ROUND HEALTHCARE
ACCESS AND AROUND JOB SECURITY.
SO WE WILL GET INTO WORKLOAD.
IN 2012 THEY FOUND HOTEL
HOUSEKEEPERS HAD A HIGHER RATE
OF INJURY THAN COAL MINERS, OR
CONSTRUCTION WORKERS.
I WAS BACK IN PREPARATION FOR
THIS TO SEE IF THAT STILL HELD
TRUE AND A NUMBER OF YEARS
LATER IT DOES.
HOTEL HOUSEKEEPING IS MORE
DANGEROUS THAN OCCUPATIONS THAT
I THINK THERE SEPARATELY PUBLIC
PERCEPTION OF BEING MORE
DANGEROUS WORK. I WOULD LOVE TO
TURN IT BACK OVER TO MEN TO
HAVE HER TALK ABOUT THE WORK
SHE DOES DAY-TO-DAY IN THE
EXPERIENCE AND IMPACT THAT HAS
HAD ON HER BODY.
>>
OUR DEPARTMENT EVERY DAY,
HOUSEKEEPING CLEANS EVERYDAY 15
ROOMS. WE ARE RUSHING TO FINISH
THE ROOMS. WHEN YOU HAVE A LOT
OF CHECKOUTS YOU HAVE TO MAKE
MORE TIME FOR CLEANING THE ROOM
BECAUSE EVERYTHING HAS TO BE
CLEAN WHEN THE GUEST CHECKS
INTO THE ROOM. WHEN I WAS
RUSHING, I HAD A LATE CHECK OUT
AND WHEN I LIFTED THE BED I HAD
AN INJURY IN MY SHOULDER.
>> WHAT DID YOU HAVE TO DO TO
GET BETTER FROM YOUR INJURY?
>> AFTER THAT, I STAYED HOME
AND I WORKED LIGHTER DUTY FOR
TWO MONTHS AND AFTER THAT I
STAYED HOME AND THEN I TOOK A
REST AND -- WORK. WHEN I WENT
TO CHIROPRACTOR, AFTER I WAS
FEELING BETTER I WENT BACK TO
FULL DUTY WORK. THANK YOU.
>> THANK YOU.
>> MASSEY SOMETHING REALLY
QUICKLY?
MIN, WHAT TO SAY THANK YOU FOR
SHARING YOUR STORY . I JUST
WANTED TO ACKNOWLEDGE THAT THIS
IS SOMEWHAT OF AN UNCOMFORTABLE
ENVIRONMENT. I DON'T FEEL
COMFORTABLE HERE VERY OFTEN. IF
IT MAKES YOU FEEL ANY BETTER.
>> I HAVE A HARD TIME TO SAY --
>> YOU ARE DOING --
>> WHEN I WORK IN THE HOTEL.
>> I WANT TO THANK YOU FOR
THAT.
I KNOW THIS IS SORT OF A WEIRD
SPACE AND ENVIRONMENT BECAUSE
IT IS VERY FORMAL AND OFFICIAL
AND IT'S IMPORTANT TO US TO
MAKE SURE WE HAVE REAL PEOPLE
JOINING US IN CHAMBERS TO TALK
TO US ABOUT SOME OF THESE
ISSUES AND YOU FOR SHARING YOUR
STORY AND ANYTHING WE CAN DO TO
HELP YOU MAKE YOU FEEL
COMFORTABLE, YOU LET US KNOW.
>> YOU'RE WELCOME.
>> IS THERE ANYTHING YOU WOULD
LIKE TO ADD ABOUT YOUR
EXPERIENCE DOING THE WORK OF
HOUSEKEEPING AND CLEANING?
>> OR LANGUAGE
>>
IT IS HARD WORK AND HAVE BEEN
DOING THIS BARELY 3 YEARS.
IT IS EXTREMELY HEAVY WORK AND
I'M LUCKY I HAVE AN EMPLOYER
WHO ACTUALLY LOOKS AFTER US.
>> FOR LANGWOOD TWO [SPEAKING
FOREIGN LANGUAGE]
>> THE NUMBER OF ROOMS THAT I
HAVE TO CLEAN VARIES DEPENDING
ON WHETHER THE CHECK GUESTS
HAVEN'T CHECKED OUT OR NOT AND
IT VARIES BETWEEN 10 AND CAN BE
UP TO 13. ORDINARILY IT IS
ABOUT 11 ROOMS IN AN EIGHT HOUR
SHIFT.
IT IS STILL BETTER THAN MANY
OTHER HOTELS, BUT ONE OF THE
REASONS I WANT TO BE HERE IS TO
HELP OR TO SPEAK FOR OTHER
PEOPLE WHO ARE LESS FORTUNATE
THAN I AM.
>> [SPEAKING FOREIGN LANGUAGE]
>> IT IS A REALLY HARD WORK AND
SOMETIMES I'M TOLD WHEN YOU ARE
YOUNG YOU CAN HANDLE IT AND
THAT REALLY MAKES NO DIFFERENCE
. AFTER YOU HAVE TO CLEAN 11
ROOMS, YOU ARE ABSOLUTELY
DESTROYED. IT IS REALLY REALLY
A LOT.
I KNOW SOME PEOPLE WHO HAVE
BEEN DOING THIS FOR 40 YEARS
AND THEIR BODIES REALLY SHOW IT.
THEIR BODIES ARE OFTEN DEFORMED
BY THE STRESS, THEIR SHOULDERS,
THEIR FINGERS, THEIR NEEDS, THE
NEEDS ESPECIALLY GET REALLY
SWOLLEN. IT IS REALLY HARD WORK.
>> TO PICK UP ON A FEW OF THE
PIECES THAT HAVE BEEN MENTIONED
IN THE SURVEY WE DID OF
HOUSEKEEPERS IN SEATTLE HOTELS,
97% REPORTED PAIN AS A RESULT
OF THEIR WORK AND FOR MAJORITY,
THEY SAID THAT PAIN COST THEM
TROUBLE SPEAKING SLEEPING AND
MADE IT HARD TO COMPLETE
ROUTINE TASKS LIKE EATING,
WALKING, EXERCISING, OR TAKING
CARE OF THEIR FAMILY MEMBERS.
THAT PAIN WORKERS ATTRIBUTE
BOTH TO THE VOLUME OF WORK THEY
DO IN THE NUMBER OF ROOMS THERE
REQUIRED TO CLEAN AND ALSO
PACE, THE SPEED AT WHICH THOSE
ROOMS ARE REQUIRED TO BE
COMPLETED. HOUSEKEEPERS ARE
TYPICALLY ASSIGNED A QUOTA,
NUMBER OF ROOMS THEY NEED TO
COMPLETE BEFORE THE END OF
THEIR SHIFT AND THAT CAN RANGE
SIGNIFICANTLY FROM HOTEL TO
HOTEL AND THERE'S OFTEN A LOT
OF FEAR AROUND DISCIPLINE IF
YOU DON'T COMPLETE YOUR ROOMS
IN THE TIME THAT IS ALLOTTED TO
YOU AND THAT STRESS AND ANXIETY
ALSO CONTRIBUTES TO SOME OF THE
PHYSICAL PROBLEMS THAT WORKERS
ARE EXPERIENCING AS A RESULT OF
THEIR WORKLOAD.
IT IS SOMETHING THAT IS
DAMAGING TO OVERALL HEALTH AND
I THINK IS ALSO CAME UP IN MIN
STORY, AND IS A THREAT TO A
FAMILY'S ECONOMIC SECURITY WHEN
WORKERS ARE FORCED TO TAKE PAID
OR UNPAID LEAVE, HAVE
ADDITIONAL MEDICAL COSTS, SOME
OF WHICH ARE COVERED BY WORKERS
COMP AND SOME ARE NOT.
THEY ARE NO LONGER ABLE TO DO
THEIR JOBS BECAUSE OF INJURY
THAT HAS AN IMPACT ON THEIR
HEALTH BUT ALSO ON ECONOMIC
SECURITY OF THEIR FAMILIES.
I THINK LOOKING AT THE SURVEY
RESULTS AND THE STORIES WE HAVE
HEARD THERE IS A CLEAR NEED FOR
SOME LIMITATION TO THE OVERALL
WORK THAT IS BEING ASSIGNED TO
HOUSEKEEPERS. I WILL SEE IF
THERE ARE ANY QUESTIONS ON
WORKLOAD OR ON THE STORIES
FOLKS SHARE BEFORE WE START
TALKING ABOUT SEXUAL HARASSMENT.
>> THANK YOU TO BOTH OF YOU FOR
SHARING YOUR STORIES AND THE
STORY EARLIER.
I WANT TO REITERATE THIS IS A
SAFE PLACE AND YOU ALL HAVE
YOUR UNION REPRESENTATIVES WITH
YOU, BUT WE WANT TO MAKE SURE
YOU FEEL SAFE IN TELLING YOUR
STORY.
SO THANKS AGAIN FOR YOUR
WILLINGNESS TO RELIVE THESE
EXPERIENCES WITH US.
WE KNOW IT IS NOT EASY.
ONE OF THE THINGS I HEARD
REALLY STUCK WITH ME FROM THE
PRESENTATION LAST WEEK WAS THE
CONVERSATION AROUND THE TYPE OF
STRESS THAT IS CAUSED BOTH
MENTAL STRESS AND PHYSICAL
STRESS AND HOW THAT HAD INDUCED
MISCARRIAGES. I THINK IT IS A
TREND WE ARE SEEING A LOT OF
PRECARIOUS POSITIONS, UNSAFE
WORKING CONDITIONS FROM HOTEL
WORKING TO AMAZON WAREHOUSE WORK
, WE HEAR REPEATED STORIES OF
MISCARRIAGES BEING REPORTED AND
WE ALSO KNOW THOSE ARE
UNDERREPORTED.
DO YOU MIND REITERATING SOME OF
THE STORIES YOU HAVE HEARD OR
THE ONE YOU SHARED WITH US FROM
LAST WEEK BECAUSE I THINK AS
WOMEN, AS PEOPLE WHO ARE
FIGHTERS FOR WORKERS RIGHTS AND
HEALTHCARE CHAMPIONS, THIS IS
SOMETHING THAT IS A REALLY
IMPORTANT TREND WE CONTINUE TO
EXPOSE BECAUSE IT HAS A DIRECT
CONNECTION OF PEOPLE'S HEALTH
AND HEALTH OF WOMEN AND HELP OF
FUTURE BABIES.
THE MIND REPEATING FOR US THE
STORY THAT ONE OF YOUR MEMBER
SHARED ABOUT MISCARRIAGES?
>> SURE.
THERE ARE REALLY SPECIFIC
LIMITATIONS ABOUT WHAT KIND OF
PHYSICAL LABOR YOU SHOULD DO
WHILE YOU ARE PREGNANT.
LIFTING LIMITATIONS, I THINK
SOMETIMES IT IS 10 POUNDS IS
THE MAXIMUM.
THERE IS VIRTUALLY NO PART OF
HOUSEKEEPERS JOB THAT REQUIRES
LIFTING LESS THAN 10 POUNDS.
SO SOMETHING THAT UNIT
HOUSEKEEPERS ABOUT FOR HIS
WORKLOAD REDUCTION DURING
PREGNANCY AND LAST FRIDAY A
WORKER FROM THE EMBASSY SUITES
HOTEL SHARED HER STORY OF
HAVING MULTIPLE MISCARRIAGES ON
THE JOB AT A JOB SHE HAS BEEN
OUT FOR A YEAR.
SHE SUFFERED A MISCARRIAGE, A
WELL ANOTHER OF HER COWORKERS
WAS PREGNANT AND WHILE SHE WAS
IN HER THIRD TRIMESTER OF
PREGNANCY, SHE WAS BEING GIVEN
EXTRA ROOMS EVERY DAY.
BEYOND THE 5000 SQUARE-FOOT
LIMITS.
SHE ONLY HAD ROOM REDUCTION
WHEN THERE WAS AN OUTCRY OF HER
COWORKERS AND FROM HER UNION
REPRESENTATIVES TO GET HER
WORKLOAD REDUCED.
SHE GOT HER WORKLOAD REDUCED
AND WOMAN WHO SPOKE ON FRIDAY
TRY TO GET TO HAVE A BABY AND
WAS PREGNANT ONCE AGAIN LOST IT
BECAUSE THERE WAS NO WORKLOAD
REDUCTION FOR HER.
SHE IS TRYING TO FIGURE OUT
WHAT SHE SHOULD DO BECAUSE HER
MOTHER AND HER HUSBAND ARE BOTH
SAYING, YOU HAVE TO STOP THE
JOB AND IT IS HURTING YOU, BUT
THIS IS THE JOB SHE USES TO
SUPPORT HER FAMILY SO SHE
EXPRESSES SHE KNOWS SHE SHOULD
QUIT AND SHE KNOWS SHE SHOULD
DO THE WORK BUT SHE FEELS SHE
DOES NOT HAVE A CHOICE BECAUSE
THIS IS HOW SHE SUPPORTS HER
FAMILY.
>> THANK YOU FOR SHARING THAT,
SOMEONE WHO ALSO HAD A
MISCARRIAGE LAST YEAR, I KNOW
IT IS EXTREMELY PAINFUL AND TO
THINK ABOUT SUFFERING THROUGH
THAT MULTIPLE TIMES, ESPECIALLY
KNOWING THAT YOUR WORKLOAD IS
CONTRIBUTING TO THAT STRESS
PHYSICALLY AND MENTALLY, IS NOT
ONLY TRAGIC BUT SOMETHING THAT
DEMANDS ATTENTION AND DEMANDS
TO BE STOPPED.
SO PLEASE REITERATE OUR
APPRECIATION FOR SHARING THAT
VERY TOUGH STORY AND I THINK A
LOT OF PEOPLE CAN UNDERSTAND
THAT PAIN BUT A LOT OF PEOPLE
CANNOT IMAGINE HAVING THE PAIN
BE REPEATED MULTIPLE TIMES AND
HAVE IT BE IN PART DUE TO THE
WORKLOAD, SO THANK YOU FOR
SHARING THAT WITH SEATTLE, AS
WELL, AS WE THINK ABOUT WHY IT
IS SO IMPORTANT NOT JUST FOR
THE HEALTH OF THE ECONOMY AND
HEALTH OF INDIVIDUALS STABILITY
FOR THE HEALTH OF OUR
POPULATION.
IT IS THE IMPORTANT CRITICAL
CONNECTION ESPECIALLY WITH
HEALTH AND LABOR.
ANY OTHER QUESTIONS?
>> I HAVE A QUESTION ABOUT
COMPLIANCE WITH THE INITIATIVE
AS IT HAS BEEN ENACTED DESPITE
THE FACT IT IS BEING
CHALLENGED.
WHAT ARE WE FINDING GENERALLY
IN HOTELS WITH COMPLIANCE AS IT
RELATES SPECIFICALLY TO THE
SQUARE FOOTAGE ROLE?
>> I THINK WE HAVE SEEN A WHOLE
RANGE OF DIFFERENT APPROACHES
TO IMPLEMENTING -- SOME OF
WHICH ARE COMPLIANCE AND SOME
ARE NOT.
I THINK A PARTICULAR PIECE THAT
WE WOULD WANT TO FLAG AND THINK
MORE WITH YOU ABOUT AS WE THINK
ABOUT THE FUTURE OF THIS POLICY
IS WHETHER OR NOT A WORKER
CLEANS ADDITIONAL SQUARE
FOOTAGE BEYOND THE LIMITS AND
THE LAW, IF THAT IS SOMETHING
THAT IS DONE VOLUNTARILY OR
SOMETHING THAT CAN BE REQUIRED
BY EMPLOYERS.
I THINK THE LANGUAGE IN THE
INITIATIVE WAS CLEAR THAT HIS
VOLUNTARY DECISION THAT A
WORKER MAKES THAT THEY HAVE THE
CAPACITY TO CLEAN ADDITIONAL
ROOMS AND WE SAW SOME EXAMPLES
WHERE WORKERS WERE NOT ACTUALLY
GIVEN THAT CHOICE TO DECIDE IF
THEY WANTED TO DO ADDITIONAL
ROOMS.
THEN THEY WERE TOLD THEY HAD TO
DO THAT, SO THAT IS A
PARTICULAR COMPLIANCE ISSUE WE
HAVE SEEN AND WE WOULD LIKE TO
THINK ABOUT HOW TO ADDRESS IT.
>> WE CAN MOVE INTO TALKING
ABOUT SEXUAL HARASSMENT BY WAY
OF BACKGROUND AND I WILL SAY
THERE ARE NUMBER OF REASONS
THAT HOTEL WORKERS, IN
PARTICULAR, ARE AT RISK FOR
SEXUAL HARASSMENT AND ASSAULT,
SOME HAVING TO DO THE
ENVIRONMENT IN WHICH THEY WORK,
SOME HAVING TO DO WITH
DEMOGRAPHICS OF WHO WORKS IN
THE INDUSTRY.
ACCORDING TO THE EEOC THOSE
RISK FACTORS INCLUDE CULTURAL
OR LANGUAGE DIFFERENCES IN THE
WORKPLACE, REPLACES WITH
SIGNIFICANT POWER DISPARITIES,
REPLACES THAT RELY CUSTOMER
SERVICE OR CLIENT SATISFACTION,
AND ISOLATED WORKPLACES. WE
ALSO NO SOCIOECONOMIC STATUS,
RACE, ETHNICITY, GENDER
IDENTITY, THESE OTHER FACTORS
ALSO PUT WORKERS AT PARTICULAR
RISK OF A WORKPLACE SEXUAL
HARASSMENT AND ASSAULT -- I
WILL PAUSE FOR A SECOND TO SEE
IF THERE IS ANYTHING ELSE YOU
WANT TO SHARE?
FROM YOUR EXPERIENCE WHY YOU
THINK THAT THAT HAPPENED TO YOU
AND SORT OF WHAT FACTORS
INFLUENCED THE OUTCOME FOR YOU.
>> [SPEAKING FOREIGN LANGUAGE]
[SPEAKING FOREIGN LANGUAGE]
>> SO I WANT TO SPEAK ABOUT MY
CASE BECAUSE THIS IS SOMETHING
THAT HAPPENS A LOT, ESPECIALLY
TO WOMEN.
LITTLE IS DONE OFTEN BECAUSE
THEY ARE AFRAID ABOUT MANY
THINGS.
THEY ARE AFRAID THEY MAY LOSE
THEIR JOB, THEY ARE AFRAID OF
THEIR IMMIGRATION STATUS, MAYBE
IT IS THEIR ONLY JOB, MAYBE IT
IS HARD FOR THEM TO FIND
ANOTHER ONE IF THEY ARE
DISMISSED AS A RESULT OF THIS.
THEY HAVE LITTLE OR NO
INSURANCE, SO USUALLY THEY STAY
AND SAY NOTHING. IN MY
PARTICULAR EVENT AS I MENTIONED
EARLIER I WAS 5 TO 6 MONTHS
PREGNANT AND I CAME TO CLEAN
THIS PARTICULAR ROOM AND THE
MAIL GUEST SAID THAT HE WAS
BACK FROM BREAKFAST AND WHEN
SHE WENT INTO THE ROOM SHE
INQUIRED IF HE NEEDED THE ROOM
CLEANED AND HE SAID YES NO
PROBLEM, I'M JUST GOING OUT, SO
SHE WENT BACK TO THE CAR TO
RETRIEVE HER CLEANING SUPPLIES
AND THE GUEST CLOSED THE DOOR
SO WHEN SHE CAME BACK SHE
KNOCKED ON THE DOOR A FEW TIMES.
HE WOULD NOT REPLY INITIALLY.
HE KNEW SHE WAS COMING BACK, SO
THIS WAS REALLY DELIBERATE.
WHAT HAPPENED NEXT, HE FINALLY
OPENED THE DOOR AND WAS
COMPLETELY NAKED EXCEPT FOR A
TOWEL. I SAID, DON'T WORRY, I
WILL BE BACK LATER TO CLEAN
YOUR ROOM LATER AND CLOSE THE
DOOR.
SHE CONTINUED HER SHIFT, HEAD
OF THE ROOMS TO CLEAN, SO SHE
WORKED MAYBE ANOTHER HALF AN
HOUR OR AN HOUR, BUT SHE KEPT
THINKING, I'M REALLY SHAKEN BY
THIS, I NEED TO COME BACK AND
CLEAN THE ROOM.
IT IS IN MY SCHEDULE.
SO WHAT IS GOING TO HAPPEN?
ARE WE GOING TO HAVE A REPEAT
OF THE SAME SITUATION.
SO SHE SPOKE WITH HER
SUPERVISOR AND SHE SAID NO,
THIS IS TOTALLY UNACCEPTABLE.
I WILL GO IN WITH YOU AND THE
TWO OF US WILL DEAL WITH THIS
AND CLEAN THE ROOM IF
NECESSARY.
WHEN THEY CAME IN, THE GUEST
WAS ALREADY GONE, SO THE
COMPLETED THE CLEANING AND LEFT
IT AT THAT.
BUT THE FOLLOWING DID ISSUE
CAME UP AGAIN AND SHE SPOKE
WITH HER UNION REPRESENTATIVE
AND SHE SAID NO, THIS IS
TOTALLY UNACCEPTABLE.
DID YOU ASK ANYTHING -- I'M
SORRY, DID YOU REPORT THIS
EVENT TO ANYONE?
SHE SAID NO.
SO KEEP IN MIND THIS GUEST IS
STILL AT THE HOTEL AND THIS
COULD REPEAT, THE SITUATION
COULD REPEAT ITSELF OR WE COULD
HAVE WORSE EVENT, SO WE REALLY
NEED TO SPEAK WITH A MANAGER,
WHICH I DID AND THE CASE WAS
DISMISSED.
>> I'M REGRETTING THAT LAST ..
YOU SAID THE CASE WAS DISMISSED.
>> [SPEAKING FOREIGN LANGUAGE]
>> SO THE FOLLOWING DAY, AFTER
I SPOKE WITH MY UNION
REPRESENTATIVE, WE SPOKE TO THE
MANAGER AND HIS REACTION WAS
IMMEDIATELY, YOU SHOULD HAVE
TOLD ME IMMEDIATELY HOW, DID
NOT HAPPEN.
HE MENTIONED OR REMINDED ME
THAT EMPLOYEES ARE EXTREMELY
IMPORTANT TO THE BUSINESS AND
THAT IT IS ALL, TO SAY THE
GUEST IS ALWAYS RIGHT, IN THIS
CASE THE EMPLOYEE IS SOMEONE
WHO HAS BEEN WORKING THERE FOR
A LONG TIME AND IS WELL KNOWN
AND THE CLEARLY THE SITUATION
úWAS NOT RIGHT AND IT SHOULD'VE
NEVER HAPPENED.
HE ASKED IF I WAS FEELING OKAY
AND WHETHER I WOULD WANT TO
TAKE THE REST OF THE DAY OFF OR
NEED ANY PROFESSIONAL HELP,
PSYCHOLOGICAL HELP TO DEAL WITH
THE EVENT.
HE ALSO POINTED OUT THAT THE
GUEST WAS DISMISSED, THROWN OUT
OF THE HOTEL, AND TOLD TO NEVER
RETURN.
AND THE GUEST APPARENTLY --
ACCEPTED HE HAD DONE SOMETHING
IMPROPER.
SO I FELT REALLY GOOD THAT MY
BOSS REACTED, MY EMPLOYER
REACTED IN THIS WAY.
PART OF THE REASON ESPECIALLY
IS BECAUSE SHE FEARED IF SHE
CAME FORWARD WITH THE STORY
THAT SHE MIGHT NOT BE BELIEVED
AND TOLD MAYBE SHE WAS
INVENTING SOMETHING AND IT WAS
IN HER HEAD.
IN THIS CASE SHE WAS
IMMEDIATELY BELIEVED WITHOUT
QUESTION AND THE ISSUE WAS
DEALT WITH.
>> [SPEAKING FOREIGN LANGUAGE]
>> SO THANK YOU FOR LETTING ME
SHARE MY STORY.
THIS WOULD BE ALL, BUT I ALSO
WANT TO REFER TO ANOTHER VERY
TROUBLING INCIDENT THAT
HAPPENED TO ANOTHER FELLOW
EMPLOYEE OF MINE. IN THIS
PARTICULAR SITUATION, THE
EMPLOYEE KNOCKED ON THE DOOR OF
A PARTICULAR ROOM AND THE GUEST
, ANOTHER MALE, TRY TO ACTUALLY
PULL HER IN AND FOR A FEW
INSTANCES IT WAS ACTUALLY A
PHYSICAL STRUGGLE BETWEEN THE
GUEST AND THE EMPLOYEE . SHE
CRIED FOR HELP , BUT FORTUNATELY
SHE WAS ON THE FIRST FLOOR AND
THERE WERE OTHER PEOPLE ABOUT
AND THE POLICE WERE SUMMONED
AND THE GUEST WAS DEALT WITH,
THROWN OUT, AND THE ISSUE WAS
RESOLVED. HER CONCERN IS IN
THIS CASE SHE WAS LUCKY BECAUSE
SHE HAPPENED TO BE IN AN AREA
THAT WAS ACCESSIBLE AND WITH
SOME FOOT TRAFFIC BUT IF SHE
HAD BEEN ON THE FOURTH OR MAYBE
SHE WOULD NOT HAVE BEEN SO
LUCKY.
YOU KNOW, ONE READS ABOUT ALSO
PEOPLE BEING ARMED, AND SO THE
CONCERN OF PHYSICAL AGGRAVATION
AND ASSAULT IS A VERY REAL ONE.
PANIC BUTTONS ARE GOOD, THAT IS
A GOOD STARTING ., BUT I WOULD
HOPE THERE IS A MORE EFFECTIVE
WAY OF DOING THIS, MAYBE
SOMETHING THAT ALSO NOTES THE
LOCATION OF THE EMPLOYEE AND
ANOTHER PARTICULAR PERSON SO
THE RIGHT AMOUNT OF HELP CAN BE
SUMMONED IMMEDIATELY.
>> THANK YOU VERY MUCH.
I JUST WANT TO REMIND YOU WE
HAVE ABOUT 15 MORE MINUTES.
THANK YOU AGAIN FOR
INCORPORATING THE STORIES. WE
APPRECIATE IT.
I WILL JUST QUICKLY PROVIDE
SOME QUANTITATIVE DATA ABOUT
SEXUAL HARASSMENT THAT CAME FROM
THE SURVEY WE DID OF MEMBERS.
>> WE HAVE 53% OF HOUSEKEEPERS
REPORTING SOME EXPERIENCE OF
SEXUAL HARASSMENT OR ASSAULT
OVER THE COURSE OF THEIR WORK,
BY FAR THE MOST COMMON
INCIDENTS WAS BEING FLASHEDOR
EXPOSED TO NUDITY FROM A GUEST,
OTHER WORKERS REPORTED BEING
GROPED OR CORNERED, HEARING
LEWD REMARKS OR COMMENTS, BEING
PROPOSITIONED HER OFFER MONEY
FOR SEX, AND 51% OF WORKERS
SURVEYED SAID THEY WOULDN'T OR
DIDN'T REPORT SEXUAL HARASSMENT
THAT THEY HAD EXPERIENCED.
AGAIN, THIS IS ALSO AN ISSUE OF
ECONOMICS AND SECURITY FOR
FAMILIES, ACCORDING TO DATA
FROM THE NATIONAL COUNCIL FOR
RESEARCH ON WOMEN.
WOMEN ARE NINE TIMES MORE
LIKELY TO QUIT THEIR JOBS, BUT
ARE MORE LIKELY TO TRANSFER,
AND THREE TIMES MORE LIKELY TO
LOSE JOBS BECAUSE OF WORKPLACE
SEXUAL HARASSMENT . 80% OF
WOMEN WHO HAVE BEEN HARASSED
LEAVE THAT JOB WITHIN TWO YEARS.
SO AGAIN IT IS BOTH A WORKPLACE
SAFETY ISSUE BUT ALSO SOMETHING
THAT HAS AN IMPACT ON THE
ABILITY FOR WOMEN HOTEL WORKERS
IN PARTICULAR TO BE ABLE TO
SUPPORT THEIR FAMILIES AND I
THINK WE HAVE SEEN FROM THE
STORIES AND DATA A CLEAR NEED
FOR ADDITIONAL TOOLS TO PREVENT
WORKPLACE SEXUAL HARASSMENT AND
TO ALLOW WORKERS TO RESPOND TO
HARASSMENT WHEN IT DOES OCCUR.
WITH THAT, I WILL MOVE INTO
TALKING ABOUT HEALTHCARE ACCESS.
STELLIANO, DO WANT TO START US
OFF AND TALK ABOUT DAMAGES YOU
FACED BEING ABLE TO ACCESS
HEALTHCARE FOR YOURSELF AND
YOUR FAMILY?
>> OKAY.
NOT ME PERSONALLY, BUT THERE
ARE SOME PEOPLE ON THE BANQUET
WORK IN SEVERAL PLACES. ON-CALL
WORK, PART-TIME, THAT MEANS
THEY DON'T GET MEDICAL INSURANCE
, ANY OF THEM, IT DOES NOT
MATTER IF THEY WORKED 80 HOURS
OR 120 HOURS OR MORE.
THAT IS AN ISSUE, TOO.
I PERSONALLY DON'T HAVE THAT
ISSUE, BUT I STILL HAVE SOME
ISSUES EVEN AS A FULL-TIME
WORKER.
SOMETIMES I DON'T GET FULL TIME
HOURS BECAUSE THE BUSINESS
DEPENDS ON SEASONS, DEPENDS ON
WHETHER, AND SO ON.
SOMETIMES THERE ARE RISKS THAT
IF YOU DON'T WORK A CERTAIN
AMOUNT OF HOURS, YOU MIGHT LOSE
YOUR MEDICAL INSURANCE FOR A
MOTHER TO TWO.
IT IS COMPLICATED.
I GUESS THAT IS ALL.
>> DO WANT TO DESCRIBE THE KIND
OF PLAN YOU HAVE NOT X
>> IT HAS AN EXPENSIVE
DEDUCTIBLE. I PAY LESS AND IT
COVERS LESS, OBVIOUSLY. I HAVE
NOT USED IT YET, EVEN THOUGH I
AM PAYING FOR IT.
IT IS ENOUGH FOR WHAT I NEED
BECAUSE I HAVE A LOT TO DO WITH
MY BODY.
I HOPE I WILL BE OKAY.
>> WHAT IS YOUR DEDUCTIBLE ON
THIS PLAN?
>> $3500.
>> WHILE. WOW.
>> HOW MUCH DO YOU PAY PER
MONTH?
>> WHAT I KNOW IS $54 . THAT
IS THE CHEAPER ONE BECAUSE OF
THE EXPENSIVE ONE WAS VERY
EXPENSIVE.
>> IT IS AN ALMOST IMPOSSIBLE
DECISION TO CHOOSE WHICH HEALTH
PLAN.
I REALLY LIKE THE FOUNDATION
THAT WAS EARLIER SET IN THE
CONVERSATION AROUND THE
INITIATIVE BECAUSE REALLY WE
KNOW THAT THE GOAL GOLD PLAN IS
THE BEST PLAN THE FOLKS COULD
CHOOSE BUT HAVING TO THINK ABOUT
HOW YOU COULD AFFORD THAT JUST
ON YOUR OWN IN EXCHANGE IS
ALMOST IMPOSSIBLE.
I TOTALLY HEAR YOU.
A LOT OF PEOPLE DECIDE TO PAY
LESS PER MONTH BUT IF SOMETHING
HAPPENS IT IS SO MUCH MORE
EXPENSIVE AND THAT IS SCARY AND
STRESSFUL.
>> THERE ARE TWO THINGS HERE.
IF YOU DON'T HAVE A MEDICAL PLAN
AT THE END OF THE YEAR WHEN YOU
PAY THE TAXES, YOU WILL STILL
PAY FOR IT, EVEN THOUGH YOU DID
NOT HAVE IT.
THERE IS ANOTHER THING THAT
OTHER EMPLOYEES SAY ALSO, THAT
IF YOU HAVE AN EXPENSIVE ONE,
YOU WILL PAY A LOT AND YOU WILL
NOT USE IT.
ALL OF THE BENEFITS. I WAS
ABOUT TO SAY SOMETHING ELSE, IT
RAN OUT OF MY MIND.
>> I HATE IT WHEN THAT HAPPENS.
>> ESPECIALLY WHEN YOU ARE
LIVE.
>> I THINK THE THING YOU'RE
SAYING IS REALLY THE ACCESS
ISSUE WAS THE MOST IMPORTANCE.
IT IS ONE THING TO SAY YOU HAVE
INSURANCE BUT IF IT IS NOT
ACCESSIBLE AND IT IS REALLY NOT
A PIECE OF MINOR SAFETY NET.
THANK YOU FOR SHARING THAT AND
BRINGING YOUR EXAMPLE PAY
STUBS.
THAT IS FOR EXAMPLE HELPFUL.
>> I FEEL AT THE BUREAU OF
LABOUR STATISTICS NATIONALLY
ABOUT WORKER ACCESS TO EMPLOYER
OFFERED HEALTHCARE WORKERS
ACCOMMODATION AND FOOD SERVICES
ESTABLISHMENT HAVE THE LOWEST
RATE OF MEDICAL CARE ACCESS,
THE LOWEST RATE OF
PARTICIPATION AND PLANS WHEN
THEY ARE OFFERED, AND THE
LOWEST RATE OF -- LESS LIKELY
TO HAVE ACCESS TO PLAN AND LESS
LIKELY TO TAKE IT WHEN IT IS
AVAILABLE. I THINK FOR A LOT OF
THE REASONS YOU JUST HURT,
EITHER PREMIUM COSTS ARE TOO
EXPENSIVE FOR DEDUCTIBLES AND
OTHER COSTS ARE SO HIGH IT JUST
DOESN'T MAKE SENSE AND FOLKS
ARE UNABLE TO TAKE THOSE COSTS
ON.
I THINK UNFORTUNATELY THERE ARE
REAL LIMITATIONS TO WHICH --
EXPANDED ACCESS FOR WORKERS OF
THE CHALLENGES WHERE EMPLOYERS
OFFER MINIMUM VALUE PLANS BUT
THAT MEANS WORKERS ARE UNABLE
TO ACCESS SUBSIDIES, TAX
CREDITS, WHEN YOU GO TO THE
EXCHANGE TO PURCHASE EITHER A
HIGHER LEVEL OF INSURANCE OR
INSURANCE FOR THEIR FAMILIES.
SO THEY ARE SORT OF STUCK IN
THIS POSITION WITH THE PLAN
THAT IS AVAILABLE TO THEM
THROUGH THEIR EMPLOYER IS NOT
ONE THAT ACTUALLY CREATES
HEALTHCARE ACCESS BECAUSE THE
ASSOCIATED COSTS ARE TOO HIGH
AND THEY ARE NOT ABLE TO GET
HELP TO PURCHASE A DIFFERENT
INSURANCE PLAN.
WE SEE A CLEAR NEED FOR SOME
ADDITIONAL COMPENSATION FOR
WORKERS TO BE ABLE TO ACTUALLY
ACCESS CARE.
>> THANK YOU, COUNCILMEMBER
GONZALEZ.
>> ON THIS ISSUE I THINK THE
VALUE IN WHICH THE PROVISIONS OF
124 ARE ROOTED IN IMPROVING
MEDICAL CARE AND IS SUPER
IMPORTANT.
IN MY READING OF THE NOW
LEGISLATION, IT DOES NOT SEEM
TO HAVE A REQUIREMENT THAT THE
MONEY ACTUALLY BE USED TO
PURCHASE HEALTHCARE. TO ME IT
MAKES SENSE TO TRY TO FIGURE
OUT HOW TO MARRY THE TWO, IN
PARTICULAR, BECAUSE I THINK I
GET CONCERNED ABOUT THERE BEING
READILY AVAILABLE MONEY AND
WHEN YOU'RE ALREADY MAKING NOT
A LOT, IT IS TENDING TO TAKE
THE MONEY AND THEN IF THERE IS
AN ACTUAL REQUIREMENT TO
PURCHASE HEALTHCARE INSURANCE,
I THINK THE INTENSE, THE
UNDERLYING INTENT OF THE LAW,
WHICH IS TO CREATE ACCESS TO
HEALTHCARE IS POTENTIALLY BEING
UNDERMINED IN A WAY THAT WAS
NOT INTENDED. CAN YOU TALK A
LITTLE BIT ABOUT THE POTENTIAL
GAP THERE BETWEEN THE INTENT
AND THE ACTUAL LETTER OF THE
LAW?
>> YEAH, FOLKS CAN DISAGREE
ABOUT WHETHER IT IS OR CHILI OR
UNFORTUNATELY, BUT THERE ARE
SOME LIMITATIONS AROUND WHAT
THE CITY CAN STIPULATE IN TERMS
OF HEALTHCARE PROVISIONS. I
THINK A CLEAR OBJECTIVE OF THE
ORIGINAL INITIATIVE WAS TO MAKE
SURE THAT WORKERS WERE
RECEIVING ADDITIONAL
COMPENSATION THAT GENUINELY
REFLECTED THE AMOUNT OF MONEY
THEY WOULD NEED TO ACTUALLY GO
OUT AND PURCHASE HEALTHCARE PLAN
BECAUSE IF WORKERS WERE TO GET
AN ADDITIONAL TWO OR THREE
DOLLARS PER HOUR TOWARDS
HEALTHCARE, THAT'S GREAT, THAT
MAY NOT ACTUALLY GET THEM THAT
FAR IN TERMS OF ACTUALLY
ACCESSING THE HEALTHCARE THEY
WOULD NEED FOR THEIR FAMILIES.
I THINK WE CERTAINLY TRY TO
ADDRESS THAT CONCERN IN THAT
THE PAYMENT IS STRUCTURED TO
ACTUALLY REFLECT THE COST THAT
FOLKS WOULD FACE BASED ON THEIR
INSURANCE NEEDS.
BUT I THINK WE WOULD BE VERY
OPEN TO THINKING MORE ABOUT THE
WORKER SIDE WHAT CAN BE DONE TO
BE SURE THAT FOLKS ARE ACTUALLY
USING THAT MONEY TO ACCESS THE
CARE.
>> I'M NOT CALLING INTO
QUESTION THE VALUATION AROUND
THE COST OF THE INSURANCE.
BUT I DO HAVE CONCERNS ABOUT
MAKING SURE WE ARE CONNECTING
THE AMOUNT OF DOLLARS THAT ARE
BEING PROVIDED TO WORKERS TO
ACTUALLY ALLOW WORKERS TO BE
ABLE TO PURCHASE HEALTH
INSURANCE AND WHATEVER MARKET
THEY CHOOSE, SO I THINK FOR ME
THERE IS A LITTLE BIT OF A
DISCONNECT CURRENTLY AROUND
VERIFYING THAT THE EMPLOYEE
ACTUALLY UTILIZED THE MONEY TO
ACCESS HEALTHCARE AND ULTIMATELY
I THINK THAT IS THE SHARED
GOAL, RIGHT?
WE WANT A HEALTHIER WORKFORCE
THAT HELPS TO ADDRESS WORK
INJURY ISSUES THAT WE HAVE BEEN
HEARING STORIES ABOUT AND YOU
HIGHLIGHTED IN YOUR
PRESENTATION.
AND WE'RE NOT TRULY ALLOWING
WORKERS TO ADDRESS THOSE
FUNDAMENTAL IS A GOAL MENTAL
HEALTH ISSUES WITH INSURANCE IF
THE MONEY IS GOING TO BE USED
TO PURCHASE OTHER STUFF THAT
MEET BASIC NEEDS, BUT AREN'T
HEALTHCARE INSURANCE.
>> THE OTHER THING I WOULD SAY
IS LOOKING AT OTHER CITIES THAT
HE THOUGHT ABOUT THESE ISSUES
AND GET SOME KIND OF ACTION,
SAN FRANCISCO PARTICULAR, DID
INVOLVE SIGNIFICANT
INFRASTRUCTURE FROM THE CITY IN
ORDER TO ESTABLISH A SYSTEM
WHERE FOLKS ARE MORE DIRECTLY
ACCESSING CARE.
>> YEAH, AND I THINK IN THE
MINIMUM WAGE CONTEXT, THERE WAS
SLIGHTLY DIFFERENT KIND OF
RUBRIC TO CONTAIN IT GREATER
INCENTIVE AMONG EMPLOYERS TO
PROVIDE THAT, MORE AFFORDABLE
INSURANCE DIRECTLY TO EMPLOYEES
SO THAT MIGHT BE A POTENTIAL
FOR US TO EXPLORE IN TERMS OF A
MODEL HERE.
>> I WOULD DO A QUICKTIME
CHECK.
WE HAVE ABOUT TWO MINUTES.
>> I THINK FOLKS TEND TO THINK
OF HOTELS AS BUSINESSES THAT
MAKE MONEY THROUGH OPERATIONS
AND THINK THEY ALSO SERVE AS
REAL ESTATE ASSETS AND ARE
BOUGHT AND SOLD FROM THAT
PERSPECTIVE, AND SO WE SEE
PRETTY FREQUENT TURNOVER EITHER
IN THE ENTITY THAT OWNS A HOTEL
OR THE ENTITY THAT IS OPERATING
THE HOTEL. OFTEN THOSE TWO ARE
VERY DIFFERENT ENTITIES. EITHER
OF THOSE CHANGES CAN BE VERY
DISRUPTIVE TO THE WORKFORCE AT
THE HOTEL AND CAN RESULT IN
FOLKS WHO HAVE HAD FIVE, 10, 20
YEARS OF EXPERIENCE LOSING
THEIR JOBS BECAUSE THE NEW
OPERATOR WAS A CLEAN SLATE AND
WANTS TO BRING IN WORKERS AT A
LOWER WAGE AND BENEFIT LEVEL.
AND FOLKS OF BORN WITNESS TO
SOME OF THE FIGHTS OUR UNION
HAS HAD IN THE SITUATION TO
MAKE SURE THAT AN EXISTING WORK
HORSES ABLE TO RETAIN THEIR JOBS
DURING A CHANGE OF OWNERSHIP,
SO THERE IS A QUICK LIST OVER
THERE IN THE INDUSTRY PROBABLY
HAS BETTER DATA THAN US ON THIS
BUT THIS IS OUR RECORD OF THE
HOTEL SALES JUST IN THE LAST
THREE YEARS IN SEATTLE AND THE
NUMBER OF WORKERS IMPACTED.
THE LAST PIECE OF THE
INITIATIVE AND THE PEACE WHERE
WE REALLY SAW ACTION NEEDED FOR
WORKERS WAS TO MAKE SURE THERE
WAS WORKER RETENTION SO FOLKS
ARE ABLE TO MAINTAIN THEIR JOBS
AND MAINTAIN THEIR ECONOMIC
STABILITY WHEN THE HOTEL WAS
BOUGHT OR SOLD.
I WILL END THEIR TURN IT BACK
TO YOU.
>> THANK YOU.
THANK YOU ONCE AGAIN FOR ALL OF
YOUR TIME AND YOUR STORIES.
WE HAVE TALKED ABOUT -- THIS IS
ONE OF A SERIES OF MEETINGS WE
PLAN TO HAVE THE SPRING AND
EARLY SUMMER.
I WILL SEE IF ANY OF MY
COLLEAGUES HAVE ANY COMMENTS
BEFORE I WRAP UP ON THE
SECTION?
NO?
>> I REALLY APPRECIATE YOU
JOINING US AT THE TABLE AND
HELPING US CRAFT GOOD POLICY
THAT REPLICATES THE INITIATIVE
THAT YOU ALL WORKED SO HARD ON
GETTING PAST AND MAKING SURE
THE CITY IS SUPPORTING YOUR
EFFORTS TO BE SAFE AND SECURE
AND HAVE ACCESS TO HEALTHCARE
IN YOUR JOBS.
THANK YOU.
>> I WILL REITERATE TO PLEASE
TELL THE FOLKS WE DID MEET ON
FRIDAY AND BEFORE THAT AND ON
CHRISTMAS EVE I THINK I SAW A
NUMBER OF PEOPLE WHEN THE NEWS
WAS COMING OUT ABOUT THE
LAWSUIT, SO WE REALLY
APPRECIATE PEOPLE BEING WILLING
AND ABLE TO COME TO THE TABLE.
AGAIN, WE APOLOGIZE FOR THE
FORMALITY OF THIS BUT IT IS
VERY HELPFUL FOR US TO HEAR
THOSE STORIES DIRECTLY.
JUST A FEW REMINDERS BEFORE WE
WRAP UP THE SECTION, WE ARE
DEFINITELY INTERESTED IN
TRACKING SOME OF THE NEWS WILL
BE COMING OUT WE BELIEVE LATER
TODAY ABOUT THE RULING ON
INITIATIVE 124. WE KNOW WE ARE
SUPPOSED TO HEAR BACK OF THE
SUPREME COURT'S DECISION ON THE
APPEAL LATER TODAY, IF NOT
TOMORROW. I THINK WE WERE ALSO
THINKING IT MIGHT GO YESTERDAY.
SOME OF THE CURRENT PROTECTIONS
INCLUDED IN INITIATIVE 124 ARE
NOT BEING ENFORCED BUT IT IS
GREAT TO HEAR SOME OF THE GOOD
EXAMPLES OF SOME OF THE
EMPLOYERS ENFORCING ELEMENTS
LIKE MAKING SURE PEOPLE ARE
GETTING KICKED OUT IF THEY ARE
BEHAVING POORLY AND HARASSING
OR INTIMIDATING AND ASSAULTING
PEOPLE.
WE ARE VERY INTERESTED IN
CONTINUING TO HEAR ADDITIONAL
INFORMATION THAT COMES FROM YO
FROM FOLKS THAT UNITE HERE
ANOTHER WORKERS YOU WORK WITH,
SPECIFICALLY ELEVATING THE
VOICE OF WOMEN AND PEOPLE OF
COLOR, OF FOLKS WHO ARE
IMMIGRANTS, PREDOMINANTLY
WORKING IN THIS HOTEL SECTOR.
WE WANT TO MAKE SURE THAT VOICE
IS CLEAR AND PRESENT IN OUR
CONVERSATIONS AROUND THE POLICY
MOVING FORWARD.
I WANT TO REITERATE THAT WE ARE
DEFINITELY GOING TO HAVE SOME
OF OUR FRIENDS FROM THE HOTEL
SECTOR COME IN MAY TO SHARE
SOME PERSPECTIVES.
THIS IS PART OF WHAT WE DID
DURING THE DOMESTIC WORKERS
BILL OF RIGHTS DISCUSSION
HAVING EMPLOYERS AND WORKERS OF
THE TABLE HELPS US IN THE END
COME UP WITH SOLID POLICY
SOLUTIONS, SO THAT WILL BE
FORTHCOMING IN MAY.
I JUST WANT TO CLOSE BY SAYING
THANK YOU TO THE WORKERS, THANK
YOU TO MY COUNCIL COLLEAGUES,
WE ARE WORKING HAND-IN-HAND
WITH THE MAYOR'S OFFICE AND WE
WILL BE HAVING ADDITIONAL
CONVERSATIONS WITH THE HOTEL
FOLKS AND WILL CONTINUE TO
ENGAGE WITH YOU AS THE
REPRESENTATIVES AND DIRECT
WORKERS IN THE HOTEL INDUSTRY
TO MAKE SURE WE PUT SOME VERY
COMMON PLACE PROTECTIONS BACK
IN PLACE AND IN STATUTE IN OUR
CITY.
SO THANK YOU, AND WITH THAT WE
WILL CLOSE THE SECTION AND MOVE
ON TO ITEM TWO.
BEFORE DO THAT, I DID SEE THERE
WAS ONE OTHER PERSON WHO I
CALLED EARLIER, CHARLIE, WE DID
HAVE TIME FOR PUBLIC COMMENT
AND I WILL OPEN THAT UP IF
YOU'RE STILL INTERESTED IN
MAKING A FEW COMMENTS BEFORE WE
GET INTO ITEM NUMBER TWO.
WE ARE OPENING BACK UP, COMMENT
. FROM THE LABOR COUNCIL,
WELCOME TO THE MICROPHONE.
>> I WILL BE BRIEF.
IT CANNOT TODAY BECAUSE I
WANTED TO THANK ALL OF YOU FOR
WORKING ON THIS ISSUE.
WE ALL KNOW VOTERS
OVERWHELMINGLY PASSED I 124
JUST LIKE THEY HAVE PASSED SO
MANY OTHER WORKER PROTECTIONS
BECAUSE THE CITY CARES ABOUT
PROTECTING OUR WORKERS,
ESPECIALLY THEIR MOST
VULNERABLE WORKERS, AND SO WE
KNOW IT IS AN INJUSTICE THAT
úTHIS LAW IS BEING HELD UP IN
THE COURTS, SO AGAIN, ON BEHALF
OF THE WHOLE LABOR COMMUNITY
FROM HOTEL WORKERS TO JANITORS
TO SECURITY OFFICERS, WE WANT
TO JUST THANK YOU FOR REALLY
TAKING THIS ON AND WRITING THE
INJUSTICE AND MAKING SURE THESE
WORKERS GET CEMENTED IN LAW,
JUST LIKE THE VOTERS ATTENDED
IN 2016.
THANK YOU.
>> THANK YOU VERY MUCH.
IS THERE ANYONE ELSE FOR PUBLIC
COMMENT?
THAT WILL CLOSE OUR PUBLIC
COMMENT AROUND OFFICIALLY FOR
TODAY.
THANK YOU FOR SHARING THAT.
>> COULD YOU READ THE SECOND
ITEM OF BUSINESS INTO THE
RECORD AND WHILE SHE IS DOING
THAT, COULD I BE JOINED BY DAVE
WESTBERG AND MIKE McBEE FROM
IOUE FROM OUR FIRST PANEL.
AGENDA ITEM 2, PAID SICK LEAVE
IN TIME UPPER SEATTLE SCHOOL
DISTRICT EMPLOYEES FOR BRIEFING
AND DISCUSSION.
>> THANK YOU SO MUCH AND IT IS
GOOD TO SEE YOU MR. WESTBERG.
IT HAS BEEN A WHILE.
THANK YOU FOR BEING HERE.
TOO LONG IS RIGHT.
I HAD THE HONOR OF WORKING WITH
DAVE WESTBERG IN THE HALLS OF
OLYMPIA FOR NUMBER OF YEARS AS
WE WORKED ON LABOR PROTECTIONS
WHEN I WAS WITH THE STATE LABOR
COUNCIL AND IT IS A GOOD SEGUE,
THANK YOU CHARLIE FROM THE CLC
AND MAKING SURE WE ARE
PROTECTING THOSE BECAUSE ONE OF
THE THINGS WE WORKED ON RIGHT
HERE IN SEATTLE A VERY LONG
TIME AGO WAS PAID SICK AND SAFE
LEAVE AND WE KNOW SOME OF THE
WORKERS WHO ARE AROUND SOME OF
OUR MOST VULNERABLE POPULATIONS
BEING KIDS NEED TO HAVE ACCESS
TO SICK LEAVE AND APPROPRIATE
AND ROBUST SICK LEAVE.
THIS IS ONE OF THE FIRST ISSUES
THAT I HAVE THE CHANCE TO TALK
WITH YOU ABOUT WHEN I GOT
ELECTED AND I WILL ADMIT IT IS
BEEN FAR TOO LONG IN THE MAKING
THAT WE'RE GETTING TO THE STATE
BUT I'M REALLY EXCITED TO BE
WORKING WITH YOU TO CORRECT
SOME SMALL PIECES, TECHNICAL
FIXES FOR ME TO PUT INTO PLACE
TO MAKE SURE YOUR WORKERS ARE
KEPT WHOLE SO I INVITE YOU TO
INTRODUCE YOURSELF AT THE TABLE
HERE SO FOLKS HAVE YOUR NAME
FOR THE RECORD AND WE WILL GET
STARTED.
>> I'M MIKE McBEE, BUSINESS
MANAGER . THANK YOU.
MIKE McBEE, BUSINESS MANAGER,
LOCAL 609.
THANK YOU FOR HAVING US.
>> DAVE WESTBERG, RETIREE , 609
RETIREE CLUB.
>> REALLY?
>> I JUST ELECTED MYSELF.
>> CONGRATULATIONS.
>> 10 MINUTES AGO WE DID NOT
HAVE A RETIREE CLUB AND NOW WE
DO.
>> GOOD.
DAVE TOLD ME A COUPLE WEEKS AGO
THAT ALTHOUGH HE IS RETIRING,
HE IS NOT LEAVING UNTIL THIS
ISSUE IS BUTTONED UP.
>> BUT WE DON'T WANT PEOPLE TO
JUMP ON THE BANDWAGON FOR THAT
REASON, BUT WHEN YOU BELIEVE IN
SOMETHING IT IS HARD TO RETIRE
AND JUST MOVE ON TO THE NEXT
CHAPTER.
THIS IS AN UNRESOLVED CHAPTER
FROM MY YEARS WITH THE UNION
AND REPRESENTING -- SEATTLE
SCHOOL DISTRICT.
WE HAVE 600-5700 MEMBERS
DEPENDING ON HOW MANY VACANT
POSITIONS WE HAVE IN A
PARTICULAR WEEK.
OUR MEMBERS AND OTHER WORKERS
AT SEATTLE SCHOOLS DON'T GET
COVERAGE FOR PAID SAFE AND SICK
TIME AND WE'RE NOT ASKING FOR
SAFE AND SICK TIME, WE ARE
ASKING FOR A MEANS OF ENFORCING
AND HAVING A PLACE WHERE WE CAN
GO COMPLAIN.
EQUAL PROTECTIONS UNDER THE LAW
IS WHAT WE ARE SEEKING AND I
KNOW I'M DOING ALL THE TALKING
SO FAR, SO MICHAEL CAN STOP ME
IN A MOMENT.
THE ORGANIZATION IS HIGHLY
STRATIFIED AND HIERARCHAL LIKE
THE SCHOOL DISTRICT AND IT
VALUES EDUCATION AND PRIMARILY
VALUES HAVING MATRICULATED IN
EDUCATION, WE SOMETIMES OFTEN
OVERLOOK THOSE PEOPLE AT THE
LOWER END OF THE ECONOMIC SCALE
AND I THINK THAT IS WHAT
HAPPENED HERE. FOR ONE REASON
OR ANOTHER, WE ARE NOT DOWN
HERE OFTEN.
WE GENERALLY HANDLE OUR OWN
PROBLEMS THAT IS HOW WE PREFER
TO DO IT, HOWEVER, THERE ARE
TIMES WE HAVE HAD THIS IN THE
LAST COUPLE OF YEARS PRIMARILY
WITH WOMEN, IMMIGRANTS,
MINORITIES, WHO MAKE UP THE BULK
OF OUR LARGEST, SECOND-LARGEST
GROUP OF 200 IN ATTRITION. THEY
GET VERY UNSETTLED BY THE WAY
THEY ARE TREATED AT THE SCHOOL
DISTRICT WHEN THEY HAVE SERIOUS
MEDICAL CONDITIONS. I CAN
RATTLE OFF NAMES BUT WE DID NOT
BRING A GROUP HERE TODAY AND
THEY WOULD HAVE TO TAKE OFF THE
JOB.
WE HAVE NOT LOST ANYBODY, BUT
WE HAD TO CALL UPON OFF-LINE
WORKAROUNDS, IF YOU WILL, TO
PROTECT THESE WOMEN AND HAVE
HER
>> WOMEN AND ONE MAN NICKNAMES
TO REMIND MYSELF OF THEIR
STORIES, BUT THEY GET VERY UPSET
AND THEY ARE TOLD, IF YOU RUN
OUT OF LEAVE, YOU JUST HAVE TO
QUIT AND RESIGN AND COME BACK
AS AN ENTRY LEVEL PERSON AND
WHEN YOU WORKED FOR AN
ORGANIZATION FOR 20 YEARS OR
MORE, THAT IS NOT HOW YOU
EXPECT TO BE TREATED.
ONE OF THE LADIES THAT LISA MET
HERE A FEW WEEKS AGO, I DID NOT
GET A CHANCE TO TELL YOU, BUT
SHE LIVES RIGHT ACROSS THE
STREET FROM THE SCHOOL.
SHE IS SO PROUD OF THAT HIGH .
HOUSE OF HERS THAT SHE CAN WALK
ACROSS THE STREET AND WALK HER
DOG AND SHE THOUGHT ABOUT
GETTING BACK IN THERE GETTING
BACK TO WORK FROM SEPTEMBER
UNTIL MARCH SEVENTH WHEN SHE
CAME BACK OFTEN.
IT IS HARD TO AVOID THAT WHEN
IT IS RIGHT OUTSIDE YOUR HOUSE.
AND WE WANT TO GIVE PEOPLE THE
INCENTIVE TO GET THROUGH
MEDICAL EMERGENCIES AND COME
BACK TO WORK WITHOUT THE THREAT
OF LOSING THEIR JOBS OVER IT.
THAT IS THE PROBLEM IN A
NUTSHELL.
>> THANK YOU, JUST FOR CONTEXT
HERE, I WANT TO REMIND FOLKS,
THIS IS RELATED TO AN EFFORT
THAT IS BEEN IN THE WORKS FOR A
LONG TIME, PAID SICK LEAVE AND
TIME OFF TO ENSURE ALL EMPLOYEES
IN THE CITY HAVE ACCESS TO PAID
LEAVE AND TIME TO CARE FOR
THEMSELVES OR THEIR FAMILY AND
I'M REALLY EXCITED THAT OUR
CITY CONTINUES TO GET
NATIONALLY ATTENTION FOR
LEADING THE WAY ON THE SICK AND
SAFE LEAVE EFFORT.
WE USE THIS MOMENTUM AND
INITIATIVE 1433 TO TAKE
STATEWIDE COMMITMENTS THAT
EVERY WORKER SHOULD HAVE ACCESS
TO PAID SICK AND SAFELY.
WE ALSO KNOW WITHOUT ADEQUATE
ENFORCEMENT, THOSE WORDS COULD
JUST BE BE PAN ON A PIECE OF
PAPER AND WE NEED TO KNOW THAT
WORKERS CAN KNOW THE RIGHTS AND
ACCESS THE RIGHTS AND HAVE A
PLACE TO GO TO IF THOSE RIGHTS
ARE BEING VIOLATED.
UNFORTUNATELY WE SEE
DISCREPANCIES WITH HOW THE
CLASSIFICATION OR CATEGORIZATION
OF SCHOOL EMPLOYEES ARE BEING
APPLIED IN THE SITUATION, SO
TODAY WE'RE REALLY EXCITED TO
HEAR FROM YOU AS YOU THINK ABOUT
THE WORK THAT IS TO COME HERE.
WE HAVE SOME OPPORTUNITIES TO
HAVE SOME TECHNICAL FIXES TO
MAKE SURE WE ARE APPLYING PAID
SICK AND SAFELY TO THE SCHOOL
DISTRICT AND AS YOU HEARD WE
WILL HAVE AN OPPORTUNITY TO
HEAR FROM SCHOOL NUMBER ZACHARY
DEWOLF WAS ISSUED INTERESTED
IN THIS ISSUE, AS WELL.
TELL US MORE ABOUT WHAT IS ON
YOUR TO DO LIST HERE FOR US AND
WE LOOK FORWARD TO WORKING WITH
YOU.
>> ESTATES AND WE ARE EXCITED
TO THE OPPORTUNITY TO GET THE
SEATTLE SCHOOL DISTRICT UNDER
THE UMBRELLA OF THE CITY
ORDINANCE AND I THINK IT WAS AN
OVERSIGHT AND IT IS SOMETHING
WE CAN RECTIFY AND WE SHOULD.
AS DAVE SAID, WE HAVE SICK
LEAVE AND ARE MEMBERS ACCRUE,
FEDERAL AND STATE ACCESS THAT
THEY CAN TAKE TIME OFF, BUT THE
LOSS, THE LACK OF ENFORCEMENT
IS WHAT IS REALLY HURTING US.
THERE'S ALSO THE ABILITY AS
DAVE SAID, A LARGE PERCENTAGE
MINORITY AND A LARGE PERCENTAGE
IMMIGRANTS, THE ABILITY FOR THE
UNION TO BRING ISSUES FORWARD
ON BEHALF OF OUR MEMBERS AND IT
IS LOST TO US OF THE STATE
LEVEL AND WE LOOK FORWARD TO
THAT OPPORTUNITY AT THE CITY
LEVEL.
THE INVESTIGATORY PROCESSES
THAT ARE COVERED UNDER THE
ORNAMENTS, AS WELL AS PENALTIES
, WE OFTEN TIMES SEE THE SCHOOL
DISTRICT CITY EMPLOYER AS IF I
HAVE TO GIVE SOME BACKPAY HERE
AND THERE BUT IT HURTS WHEN
THERE IS A FINDING AGAINST THEM
. WE ARE A SMALL LOCAL AND WE
REPRESENT OUR NUMBERS VERY WELL.
WE HAVE LABOR AGREEMENTS AND
ARBITRATION AND WHATNOT BUT
ANOTHER AVENUE TO RECTIFY THESE
WRONGS IS ALWAYS WELCOMED FOR
OUR MEMBERS.
NOT EVERY CASE IS SOMETHING
THAT YOU WANT TO TAKE
ARBITRATION AND NOT EVERY CASE
IS UNFAIR LABOR PRACTICE, BUT
THAT DOES NOT MEAN THAT SICK
AND SAVE TIME DAYS IN A
CRITICALLY IMPORTANT TO OUR
MEMBERS AND THE ABILITY TO HAVE
AN AGENCY ASSIST THE WORKER IN
RECTIFYING THOSE WRONGS THEY
MAY BE SUBJECTED TO HIS
CRITICALLY WRITTEN TO US.
>> I DO SEE REPRESENTATIVE FROM
THE OFFICE OF LABOR AND
STANDARDS IN THE AUDIENCE.
I WANT TO THANK YOU FOR BEING
HERE AND YOU'RE ALWAYS WELCOME
AT THE TABLE.
I THINK ONE OF THE THINGS YOU
JUST SAID IS REALLY IMPORTANT
AS WE THINK ABOUT OUR LESSONS
LEARNED FROM LABOR STANDARDS
ENFORCEMENT, SPECIFICALLY
AROUND WAGE THEFT.
IT IS IMPOSSIBLE TO BE IN EVERY
INDUSTRY OR EVERY BUSINESS, BUT
JUST THE ABILITY TO KNOW THERE
IS AN ENFORCEMENT MECHANISM TO
FALL BACK ON OFTEN DETERS
VIOLATIONS FROM OCCURRING AND
SO I THINK IT IS NOT JUST
EDUCATION AND ENDORSEMENT, BUT
THE FACT THAT THIS WILL NOT BE
SOMETHING THAT YOU CAN REFER TO
SO HOPEFULLY IT WILL BE A
PREVENTATIVE MEASURE.
I LOVE THAT YOU BROUGHT THAT UP.
COMMENTS OR QUESTIONS?
>> APPRECIATE THE CLARIFICATION
THAT YOU ALL ARE RECEIVING THIS
YOUR EMPLOYEES ARE RECEIVING
THE LEGALLY MANDATED SICK AND
SAFE LEAVE.
THAT SAID, IT OCCURS TO ME THAT
SOME OF THE EXEMPTIONS IN THE
ORNAMENTS WERE OUT OF AN
UNDERSTANDING THAT REGULATIONS
WERE IN PLACE THAT REQUIRE THE
EMPLOYER TO PROVIDE SICK AND
SAFE LEAVE.
WITHOUT THE UNDERSTANDING AT
THE TIME, THAT THE ORDINANCE
SERVED TWO PURPOSES, NOT JUST
TO REQUIRE THE EMPLOYER TO
PROVIDE BELIEF BUT ALSO TO
CREATE THE MECHANISM FOR THE
ENFORCEMENT LOCALLY BECAUSE
SOMETIMES IT IS HARD TO GET
OTHER JURISDICTIONS TO ENFORCE
THE OBLIGATIONS.
I REALLY APPRECIATE YOU GUYS
BRINGING THE THIS FORWARD AND I
APPRECIATED THE MEETING WITH A
TEACHER AT WEST SEATTLE HIGH.
>> THANK YOU.
>> I'M WONDERING IF THERE ARE
OTHER EXEMPTIONS THAT WERE PUT
IN THE LAW THAT MIGHT HAVE THE
SAME PROBLEM FOR THEIR
WORKFORCE.
>> I LOOKED AT IT A LOT AND I
DON'T THINK THERE ARE.
NOT WITH THE SAME
CHARACTERISTICS AS THE SEATTLE
SCHOOL DISTRICT, WHICH IS HOLY
REALLY CONTAINED WITHIN THE
CITY OF SEATTLE.
I CAN UNDERSTAND -- UNIVERSITY
OR COUNTY OR THE PORT, ANY OF
THESE THINGS, THESE ARE
EXTERNAL ENTITIES TO THE CITY
EVERY MEMBER WORKS IN THE CITY
OF SEATTLE AND THIS IS THE .
FOR PROTECTION.
SO DON'T GET ME STARTED, BUT
THE NATURE OF OTHER WORKERS
HERE TODAY, THE NATURE OF THIS
WORK PRIMARILY IN ATTRITION OR
FOOD SERVICES, YOU ARE WORKING
JUST THE SCHOOL YEAR AND PERHAPS
WORKING SHORT HOURS, MORE THAN
SHORT, AND THEY FALL TO THE
MEDICAL FAMILY LEAVE ACT, 1250
HOURS PER YEAR WORKED, THAT IS
A LOT OF HOURS FOR SCHOOL YEAR.
FULL-TIME IS 2000.
SUE HAVE TO WORK MORE THAN HALF
TIME TO QUALIFY THERE.
WASHINGTON LAW AGAINST
DISCRIMINATION IS VERY STRINGENT
THAT WE HAVE IN OLYMPIA HERE A
FEW YEARS AGO.
IT DOES NOT APPLY TO DEPENDENTS,
SO I HAVE ONE LADY THAT RIGHT
NOW HAS AN ADULT SON WITH COLON
CANCER, STAGE IV, SHE IS TRYING
TO TAKE CARE OF HIM AND HIS
LUNGS ARE LEAVE WILL LAST,
UNFORTUNATELY WE TRY TO USE AN
ARGUMENT FOR WASHINGTON LAW
AGAINST DISCRIMINATION AND IT
DOES NOT COVER DEPENDENCE, AND
SO THERE IS A NUMBER OF
DIFFERENT PITFALLS.
I'M NOT AWARE OF OTHER
EXEMPTIONS BUT THERE ARE A LOT
OF EXEMPTIONS AROUND LAWS THAT
NEEDS TO BE FIXED AFTER WE DO
THIS ONE.
>> OUR FRIEND FROM OLS HAD TO GO
BUT THERE IS AN ONGOING
CONVERSATION ABOUT HARMONIZING
AT THE MACRO LEVEL.
ON THIS MICRO EXAMPLE, BECAUSE
OF THE NARROW SCOPE OF THE
CORRECTION WE ARE TRYING TO
ELUDE, MY HOPE IS THAT WE WILL
BE ABLE TO CIRCULATE TO YOU ALL
DRAFT LEGISLATION BEFORE THE
END OF THE WEEKS WE MAY
CONSIDER THIS AT OUR NEXT
MEETING IN TWO WEEKS.
IS THERE ANYTHING ELSE YOU
WOULD LIKE TO SHARE?
>> I WANTED TO ASK ABOUT
INTRODUCTIONS.
NEXT STEPS.
AT THAT MEETING IN TWO WEEKS,
WOULD YOU LIKE US TO BRING AN
EXAMPLE OF ONE OF THE LADIES
THAT IS BEEN HARMED BY THIS?
>> DEFINITELY, WE WILL FOLLOW-
UP WITH YOU ON THIS AND IF
FOLKS ARE COMFORTABLE WE ALWAYS
WELCOME DIRECT VOICES OF
WORKERS OF THE TABLE AND BRING
YOUR UNION REPRESENTATIVES, AS
WELL.
ANY OTHER THINGS YOU WOULD LIKE
TO ADD?
OKAY.
WE REALLY APPRECIATE YOU BEING
HERE WE DO HAVE ONE MORE PANEL,
SO WE THANK YOU AND WILL FOLLOW-
UP WITH YOU WITH THE
LEGISLATION AT A SPECIFIC TIME
IN THE NEXT MEETING.
THANK YOU BOTH.
AT THIS TIME WE WOULD LIKE TO
WELCOME BOARD MEMBER ZACHARY
DEWOLF WHO HAS BEEN VERY KIND
TO ENGAGE WITH US ON THIS TOPIC
AND I REALLY APPRECIATE IS
ONGOING COMMITMENTS TO LABOR
STANDARDS, LIFTING UP WORKERS,
ESPECIALLY WORKERS OF COLOR,
WOMEN, THE LGBTQ COMMUNITY, AND
IMMIGRANTS AND REFUGEES.
ZACHARY, IT'S GREAT TO SEE YOU
AGAIN.
BOARD MEMBER ZACHARY DEWOLF
THANK YOU FOR BEING AT THE
TABLE WITH US.
WE ARE THRILLED TO HAVE THE
OPPORTUNITY TO SEE YOU ALMOST
EVERY OTHER NIGHT IN 2017.
WE HAVE NOT HAD A CHANCE TO SEE
YOU AS MUCH LATELY, BUT WE'RE
GLAD YOU'RE HERE THANK YOU FOR
BEING HERE.
GO AHEAD AND INTRODUCE YOURSELF
AND TELL US YOUR PERSPECTIVE.
>> THANK YOU EVERYONE FOR
INVITING ME TODAY.
MY NAME IS ZACHARY DEWOLF ,
PORT DIRECTOR WITH THE SEATTLE
PUBLIC WALLS AND I REPRESENT
DISTRICT 5 WHICH COVERS CAPITOL
HILL, DOWNTOWN, INTERNATIONAL
DISTRICT, CENTRAL, SO BASICALLY
THE LAKE TO THE SOUND AND THE
CUT TO THE 90.
I COME TO WITH SOME EXCITING
NEWS.
LAST YEAR IN 2018 IN SEPTEMBER
IS GRATEFUL -- LABOR PARTNERS
FROM THE BUILDING AND
CONSTRUCTION TRADES COUNCIL AS
WELL AS OTHER FOLKS FROM THE
LABOR COMMUNITY TO BEGIN
EXPLORING WAYS OUR SCHOOLS
MIGHT JOIN PARTNERS FROM THE
CITY, THE COUNTY, THE PORTS,
AND SOUND TRANSIT AND A
COMMITMENT TO WORKERS AND OUR
COMMUNITIES AND WORKERS FURTHEST
AWAY FROM ECONOMIC JUSTICE BY
LAMENTING OUR OWN WORKFORCE
AGREEMENTS.
WE BROUGHT CWA CONVERSATIONS TO
THE SCHOOLS AND WE WILL LOOK
FORWARD TO BRINGING MORE LIGHT
TO THIS WITH A RESOLUTION AND A
TASK FORCE TO SEE HOW CWA MIGHT
BE STRENGTHENED BY ONE RESOURCE
WE HAVE AT THE SEATTLE PUBLIC
SCHOOLS, WHICH IS STUDENTS.
WE TRY TO FIGURE OUT WAYS CWA
MIGHT BE ENHANCED HAVING THAT
GREAT RESOURCE.
AS FAR AS BOTH OUR SIX IN
PARTNERSHIP AND OUR LABOR
PARTNERS THAT CONTRIBUTED TO
THE PUBLIC SCHOOLS, THEY ARE
SOME OF OUR GREATEST
CONTRIBUTORS TO OUR STUDENT
SUCCESS AND WE DO STRONGLY
SUPPORT OUR WORKERS AND UNIONS
AS PART OF THE PATCHWORK OF
FOLKS WHO HELP OUR DISTRICT RUN
SMOOTHLY.
AS I UNDERSTAND, YOU HAVE JUST
MENTIONED A MINUTE AGO THERE IS
WORK ONGOING ON LANGUAGE AROUND
THE AMENDMENT AND I THINK WE
WOULD OBVIOUSLY WANT TO MAKE
SURE WE HAD STAFF HERE --
DEEPER CONVERSATIONS BUT WE'RE
GOING TO WORK WITH YOU ON WAYS
WE MIGHT ENSURE WORKERS ARE
SUPPORTED AND CAN RELY ON THEIR
EMPLOYERS LIKE US AT SEATTLE
PUBLIC SCHOOLS FOR SUPPORT WHEN
IT COMES TO PAID SICK TIME,
PAID SICK LEAVE AND TIME OFF,
SO WE ARE LOOKING FORWARD TO
BEING A PARTNER IN THAT WORK.
>> I APPRECIATE YOU SAYING THAT
AND I ALSO RECOGNIZE THAT YOU
ARE IN A DIFFERENT
JURISDICTION, SO THIS
PARTNERSHIP IS REALLY CRITICAL
AND I HAVE REALLY APPRECIATED
YOUR INTEREST IN THE TOPIC AND
YOUR INTEREST IN WHAT WE'RE
TRYING TO DO AS WELL, WHICH IS
LEAD BY EXAMPLE AS PUBLIC
EMPLOYERS.
I THINK IT IS REALLY IMPORTANT
FOR US TO SHOW THE REST OF THE
CITY THAT IT IS IMPORTANT TO
IMPLEMENT THE RULES AND
POLICIES AS WE PASSED THEM AT
THE CITY LEVEL.
WHEN WE HAVE DONE SO AROUND
MINIMUM WAGE AND SICK LEAVE
QUITE LITERALLY THE SKY HAS NOT
FALLEN.
PEOPLE WERE CONCERNED AND THE
HEADLINE ACTUALLY SAID THAT IN
THE SEATTLE TIMES.
THERE IS GREATER ECONOMIC
ACTIVITY.
I THINK THIS IS NOT ONLY GOOD
FOR THE WORKERS WHAT GOOD FOR
THE BUSINESS AND AS PUBLIC
EMPLOYERS, WE NEED TO SHOW THAT
THIS IS ABSOLUTELY THE RIGHT
THING TO DO AND WHEN WE DO THAT
TOGETHER, I THINK IT SHOWS
UNIFIED FORCE I'M REALLY EXCITED
THAT EVEN THOUGH YOU ARE IN A
DIFFERENT JURISDICTION AND WE
CAN TELL YOU WHAT TO DO, IT IS
REALLY CRITICAL THAT WE DO HAVE
HARMONY AND WE STANDARDIZE
THESE APPLICATIONS OF THE RULES
AND AS YOU HEARD FROM THE
EARLIER PANEL, WE ARE NOT
CREATING EXCLUSIONS FOR WORKERS
IN OUR CITIES.
IT IS EXCITING TO SEE YOU HERE.
ANY OTHER COMMENTS?
>> IT SEEMS PRETTY
STRAIGHTFORWARD.
>> YEAH, A LOT OF FOLKS THAT
WORK IN OUR UNION JOBS ARE ALSO
PARENTS AND FAMILY MEMBERS SO
OBVIOUSLY WE DO WANT TO SUPPORT
THEM.
>> EXCELLENT.
WE ARE EXCITED ABOUT THAT AND
KNOW YOU GUYS HAVE A CHANCE TO
WORK ON THE LIMITATION OF THE
EDUCATION LEVY RECENTLY, SO IT
IS A CONTINUATION OF THIS
STRONG PARTNERSHIP. ANYTHING
ELSE THAT YOU WANT TO GIVE US
AN UPDATE ON IN YOUR WORLD?
>> WE HAVE A LOT OF STUFF
WORKING ON AND PASSED OUR
STRATEGIC PLAN, AN INNOVATIVE
ONE, WITH A STRONG CENTERING ON
STUDENTS OF COLOR, PARTICULARLY
BLACK AND AFRICAN-AMERICAN MALES
SO WE THINK WE ARE GOING TO DO
SOME REALLY GREAT WORKS WE ARE
LOOKING FORWARD TO THAT.
>> EXCELLENT.
A GOOD NOTE TO END ON.
THANK YOU TO YOU AND OUR
EARLIER PANEL FROM THE
LEADERSHIP OF 609 AND WE WILL
BE BRINGING THIS LEGISLATION
FORWARD TO OUR MEETING ON APRIL
18 AND WILL GET A DRAFT OUT TO
FOLKS TO LOOK AT IDEALLY BY THE
END OF THIS WEEK AND WE SHOULD
BE ABLE TO HAVE THAT ON THE
AGENDA FOR OUR NEXT MEETING
ALONG WITH A HIGH LEVEL
BRIEFING ON YET ANOTHER HOUSING
AND LAND USE ISSUE FOR LAWTON.
WE WILL HAVE ANOTHER
COMPREHENSIVE OVERVIEW OF THE
PLAN AND LAND-USE PROPOSAL.
AND THAT SHOULD BE A PRETTY
FULL AGENDA.
>> WE DO NEED MORE SCHOOLS AS
WE CONSIDER ADDITIONAL DENSITY.
WITH THAT, TODAY'S MEETING I
THINK WILL STAND ADJOURNED
UNLESS THERE ARE ANY OTHER
COMMENTS. SEEING ON, THE
MEETING IS ADJOURNED.
THANK YOU FOR BEING HERE TODAY.