>>> GOOD MORNING.
THANK YOU ALL FOR BEING HERE.
TODAY IS THURSDAY, DECEMBER 6,
2018 AND THE HOUSING HEALTH
ENERGY AND WORKERS' RIGHTS
COMMITTEE WILL COME TO ORDER.
IT'S 9:33 AND I AM TERESA
MOSQUEDA JOINED HERE BY
COUNCILMEMBER BAGSHAW.
THANK YOU SO MUCH FOR BEING
HERE AND FOR ALL OF YOUR WORK
DURING THE LAST FEW MONTHS AND
THE BUDGET.
IT IS GOOD TO BE BACK IN
COMMITTEE WITH YOU.
WE WILL BE JOINED SOON BY
COUNCILMEMBER HERBOLD AND ANY
OTHER COUNCILMEMBERS ARE
DEFINITELY WELCOME.
THANK YOU TO COUNCILMEMBER
JUAREZ FOR HER ONGOING SUPPORT.
SHE WILL NOT BE HERE TODAY BUT
SHE IS PROBABLY WATCHING AT
HOME SO WE SAY HELLO.
WE HAVE 12 ITEMS ON THE AGENDA.
TWO REAPPOINTMENTS TO THE
HOUSING COUNSEL, SIX NEW
APPOINTMENTS, AND TWO
REAPPOINTMENTS TO THE LABOR
STANDARD ADVISORY CAN --
COMMISSION AND EVERYTHING WITH
A POSSIBLE VOTE ON THE NEW
OFFICE OF EMPLOYEE TO PREVENT
HARASSMENT, INTIMIDATION,
ASSAULT AND TO BUILD IN
SYSTEMWIDE TRAINING, IN PERSON
TRAINING AND SYSTEM POLICY
IMPROVEMENTS ON A BIGGER SCALE.
WE WILL THEN BE VOTING LASTLY
ON THE ORDINANCE TO COMPLETE
THE JOINT UTILITY TRENCH IN
BALL FULL FROM OUR FRIENDS AT
SEATTLE CITY LIGHT.
WE WILL TALK A LITTLE MORE
ABOUT THE CONNECTION BETWEEN
CITY LIGHT AND SOME OF THE
ISSUES WE WILL BE DISCUSSING
TODAY.
WHY DON'T WE GO AHEAD AND TAKE
PUBLIC COMMENT.
WE WILL TAKE PUBLIC COMMENT.
EACH PERSON WILL BE LIMITED TO
GET TO MINUTES BECAUSE WE DO
HAVE A FULL AGENDA TODAY.
WE ARE ASKING FOR FOLKS TO
SPEAK TO ITEMS ON THE AGENDA.
THE FIRST PERSON WE HAVE SIGNED
UP IS DENISE CROWNVILLE.
WELCOME, DENISE.
>> GOOD MORNING.
>> THANK YOU FOR BEING HERE.
>> ARE THEY WORKING?
OKAY.
I AM DENISE CROWNVILLE,
COCHAIR OF THE SEATTLE SILENCE
BREAKERS.
AS WE HAVE BEEN HERE BEFORE, WE
ARE AN ORGANIZATION OF CURRENT
AND RETIRED CITY EMPLOYEES, AND
COMMUNITY MEMBERS WHO ARE
WORKING TO CHANGE HOW EMPLOYEES
ARE TREATED AT SEATTLE -- AT
THE CITY OF SEATTLE.
ON BEHALF OF THE SILENCE
BREAKERS, I WANT TO COMMENT ON
OUR SUPPORT OF THE
STRENGTHENING OF THE OFFICE OF
EMPLOYEE PUT FORTH IN THIS
LEGISLATION.
WE WERE RELIEVED WHEN THE MAYOR
INCLUDED THE IDT IN THE
RECOMMENDATION THROUGH
LEGISLATION DEVELOPING THE OEO.
BUT WE ARE CONCERNED THE
LEGISLATION DIDN'T GO FAR
ENOUGH.
COUNCILMEMBER MOSQUEDA HEARD
SILENCE BREAKERS MAC -- SILENCE
BREAKERSS' CONCERNS.
CHANGES HAVE BEEN FORCED WHERE
THE OMBED SEES ISSUES.
WE SUPPORT THE TEETH IT NEEDS
IN ORDER TO REPORT IN 100 DAYS
AND WHAT ACTIONS THEY ARE
IMPLEMENTING AND HOW.
IN ADDITION TO EXPLAINING ANY
ACTIONS THAT WILL NOT BE TAKEN
AND WHY.
WE ALSO APPRECIATE CALLING FOR
THE OEO TO BE FREE OF UNDUE
INFLUENCE FROM ELECTORATES AND
REPORTED AUTHORITIES BECAUSE WE
STILL HAVE CONCERNS ABOUT HOW
THAT WILL BE DONE IN PRACTICE.
WE WILL BE TALKING MORE I AM
SURE IN THE FUTURE.
RELATED TO THE NEED FOR THE
OMBED AND FROM THE CITY
DEPARTMENT AND ELECTIVES,
SEATTLE SILENCE BREAKERS SEIZED
THE REPORT INTO THE ISSUES AND
CES IS EXHIBIT A. IN WHAT IS
CURRENTLY WRONG WITH CITY
INVESTIGATIONS.
I SAY THIS OF MOST DEPARTMENTS
AS WE HAVE REPRESENTATIVES FROM
ALMOST EVERY DEPARTMENT.
AS A LOCAL 17 SHOP STEWARD,
THAT WAS ESSENTIALLY THE WORST
INVESTIGATORY REPORT I'VE EVER
SEEN.
AS FAR AS AN IMPACTS RELEASE, I
HAVE HAD EMPLOYEES COME UP AND
SAY SARCASTICALLY THEY WERE
SHOCKED AT NO SERIOUS FINDINGS
BEING FOUND AND MULTIPLE WOMEN
TOLD ME THIS TYPE OF
INVESTIGATION WAS EXACTLY WHY
THEY WERE NOT COMING FORWARD TO
MAKE REPORTS.
THIS REPORT WILL HAVE THE
FURTHER EFFECT OF CHILLING
REPORTING AND OTHERS WILL BE
SPEAKING ABOUT THIS MOMENTARILY.
>> WRAP-UP, DENISE.
>> YES.
I SAY THIS TO REALLY HIGHLIGHT
WHY THE OMBED IS NEEDED.
>> THANK YOU VERY MUCH, DENISE
AND THANK YOU FOR YOUR ONGOING
WORK WITH THE SILENCE BREAKERS.
ANOTHER SILENCE BREAKERS, TIA
JONES.
THANK YOU SO MUCH FOR COMING.
>> HELLO, I WILL JUST ENLIGHTEN
YOU
ABOUT MY STORY ON WHY THE OMBED
IS IMPORTANT.
AFTER MANY CONVERSATIONS WITH
UPPER MANAGEMENT AND NO
RESULTS, THIS IS HOW THEY HAVE
TRIED TO SILENCE ME.
OCTOBER 2017 I FILED A
GRIEVANCE FOR WHICH THIS
COMMISSION AND UNETHICAL UNFAIR
LABOR PRACTICE.
NOVEMBER 2017 MY SUPERVISOR
PULLS ME ASIDE TO CONFIRM SHE
SUPPORTS MY GRIEVANCE BUT TO
NOW BE CAREFUL BECAUSE UPPER
MANAGEMENT IS LOOKING FOR ME.
DECEMBER 2017 I ESCALATE MY
CONCERNS OF WAGE DISSEMINATION,
UNETHICAL AND UNFAIR LABOR
PRACTICE TO THE DEPUTY
INSPECTOR OF SPU.
ALL I GET IS WE ARE AWARE AND
FEEL FREE TO REACH OUT TO ME AT
ANY TIME.
FEBRUARY 2018, I COME INTO WORK
WITH A FRESHLY PRINTED POLICY
LAYING ACROSS MY KEYBOARD
SAYING THAT IF I DO NOT SEE THE
NEW POLICY WRITTEN ON THE
POLICY COULD LEAD TO
DISCIPLINARY ACTION.
I INSTANTLY EXPLOITED MY CAREER
TO THE DEPUTY DIRECTOR ABOUT
THE THREATENING LANGUAGE.
THE POLICY WAS UPDATED AND
CHANGED THE NEXT DAY.
HOWEVER, THE NEXT DAY AFTER THE
POLICY WAS REMOVED COULD LEAD
TO DISCIPLINARY ACTION.
I WAS PULLED INTO A MEETING
ABOUT MY FACEBOOK POST.
ESCALATION HAPPENED WITHIN TWO
DAYS.
MARCH OR APRIL 2018, DISPUTING
THE NEGATIVELY CODED LANGUAGE
IN MY PERFORMNCE EVALUATIONS
NEEDS TO BE CAREFUL ON HOW SHE
PRESENTS HER CONCERNS AND IDEAS
TO MANAGEMENT.
ESCALATED THROUGH UNION TO OUR
HR CONTACT ABOUT DISCRIMINATION
IN CODED LANGUAGE FROM MY
PERFORMANCE EVALUATION AND A
MEETING WITH THE EMPLOYEE
RELATIONS HR SHE SAID IT'S NOT
ALWAYS ABOUT RACE DISMISSING MY
CLAIM AT THE END OF THE SAME
MEETING WITHOUT INVESTIGATION.
MARCH 2018 MANAGEMENT LIES TO
KEEP ME FROM BEING PART OF THE
IDT ANTIHARASSMENT AND DISC
COMMISSION FOR MAYOR DURKAN
SAYING I AM UNABLE TO ATTEND
BECAUSE A MAYORAL DIRECTIVE.
ALSO STARTED WORKING THAT
MONTH.
DUE NORTH -- JUNE OR JULY, MY
NEW SUPERVISOR I'M HAVING TIME
REMOVED BASED ON A NONEXISTENT
POLICY AND ASKED KING -- AFTER
ASKING FOR DOCUMENTATION TO
SUPPORT THE THEFT OF MY TIME
THIS CONTINUES TO HAPPEN FOR
MULTIPLE MONTHS AND MULTIPLE
TIMESHEETS.
STILL WITHOUT ANY DOCUMENTATION
PROVIDED.
ISSUE TWO.
SAME ONGOING ISSUE WITH MY
HEADSETS.
CUSTOMERS ARE UNABLE TO HEAR
ME.
ESCALATED HARDWARE ISSUE TO MY
SUPERVISOR WHILE ON THE PHONE
WITH A CUSTOMER SPEAKING IN
SPANISH.
THE SUPERVISOR IS HAVING -- IS
HOVERING OVER ME FOR FIVE TO 10
MINUTES.
I ASKED THE SUPERVISOR TO EMAIL
ME.
HIS RESPONSE I NEED TO SHOW YOU
SOMETHING.
COLLINS, THE NEW SUPERVISOR
PROCEEDS TO INSTRUCT ME ON HOW
TO USE THE UP AND DOWN VOLUME
BUTTON ON THE SAME PHONE PANEL
I HAVE BEEN USING FOR THE LAST
THREE YEARS.
MY SUPERVISORS NEVER ASKED
CLARIFYING QUESTIONS ABOUT
HEADSET ISSUES IN A MOMENT OF
FRUSTRATION.
I CLARIFIED IT WAS A HEADSET
ISSUE AND WALKED AWAY BECAUSE
OF HOW PATRONIZING AND
FRUSTRATED I WAS.
BECAUSE WE HAD EMAILED BACK AND
FORTH FOR SEVERAL DAYS AND HE
NEVER
TOOK THE TIME TO ASK FACT-
FINDING QUESTIONS.
WITHIN AN HOUR I HAD A MEETING
WITH MANY -- WITH MY NEW
SUPERVISOR WHO FELT
DISRESPECTED AND WOULD NOT
ALLOW OR TOLERATE THIS TYPE OF
BEHAVIOR.
JULY SEPTEMBER 2018, I.D.
RECOMMENDATIONS ARE SUBMITTED.
STARTING TO WORK WITHIN MY
DEPARTMENT, LISTEN TO MY FELLOW
COLLEAGUES WHO COMPLAINED TO ME
INDIVIDUALLY ABOUT ONGOING
MISTREATMENT FROM MANAGEMENT TO
JOIN ME AFTER WORK, TO AIR OUT
OUR GRIEVANCES AND TALK ABOUT
-- TALK AMONGST OURSELVES.
>> DO YOU MIND SUMMARIZING AND
WE WILL TAKE A WRITTEN COPY?
I KNOW YOU HAVE A LOT TO INFORM
US OF.
>> THIS WEEK I HAD A MEETING
WITH MY OPERATIONS MANAGER AS
WELL AS THAT SAME EMPLOYEE
RELATIONS MANAGER WHO THEN TOLD
ME UNSUBSTANTIATED THAT I HAD
MADE PEOPLE FEEL UNCOMFORTABLE
AND DIDN'T REFERENCE TIMES,
DATES OF THE ALLEGATIONS AND
EXACTLY WHAT THE ALLEGATIONS
WERE, AND THERE WAS NO
RESOLUTION.
SO NOW I AM BEING ISOLATED FROM
BEING ABLE TO COMMUNICATE WITH
MY FELLOW COWORKERS.
>> THANK YOU FOR SHARING YOUR
STORY.
>> THANK YOU VERY MUCH FOR
COMING I WOULD LIKE TO HEAR
MORE AS WELL.
I AM WONDERING COULD I ASK TO
HAVE THE SIDE PANELS ON THE TVS
TURNED OFF?
>> THANK YOU VERY MUCH, SEATTLE
CHANNEL FOR DOING THAT.
>> THE NEXT PERSON IS LISA
FRISINE.
THANK YOU FOR HELPING ME.
>> MY NAME IS LISA FRISINE.
I AM A MEMBER OF THE SEATTLE
SILENCE BREAKERS.
MY COMMENTS ARE REGARDING --
THANKS -- REGARDING THE CES
INVESTIGATION REPORT AND THE
DISREGARD FOR ALL THE WORK THE
IDT HAS ACCOMPLISHED.
THE FINDINGS OF THE REPORT ARE
CONCERNING BECAUSE IT IS
OBVIOUS INAPPROPRIATE BEHAVIOR
BY EMPLOYEES AT CES CREATED A
HOSTILE WORK ENVIRONMENT FOR
NUMEROUS WOMEN.
THE INVESTIGATOR DISMISSED
THESE BEHAVIORS BECAUSE SHE
CLAIMED IT DID NOT CONSTITUTE
HARASSMENT AND THEREFORE WAS
NOT ILLEGAL.
THE CITY'S PRESS RELEASE STATED
THEY DID NOT BOTHER
INVESTIGATING THE PETITION IN
SPRING OF 2017 BECAUSE THEY
STATE EVERYONE INTERVIEWED
EXCEPT WITH INFORMED THE
INVESTIGATOR -- EXCEPT BETH
INFORMED THE INVESTIGATOR THEY
DID NOT HAVE SUFFICIENT
COMPLAINTS TO NOTIFY HR.
LEADERSHIP FELT THAT 42 PEOPLE
SIGNING THE PETITION DID NOT
WARRANT IMMEDIATE
COMMUNICATIONS REGARDING
RESOURCES FOR REPORTING FUTURE
INCIDENTS OR ACKNOWLEDGMENTS OF
THE PETITION.
FOR TELLING THAT THE CITY
WAITED FOR THE WOMEN'S
COMMISSION TO ADDRESS THE
THREAT OF A LAWSUIT TO A FORMER
EMPLOYEE TO HIRE AN EXTERNAL
INVESTIGATOR.
THE PURPOSE OF THE
INVESTIGATION WAS TO DETERMINE
IF THE ALLEGATIONS OF THE
PETITION WERE TRUE.
TWO OF THE ALLEGATIONS STATED
INAPPROPRIATE BEHAVIOR CREATED
A HOSTILE WORK ENVIRONMENT AND
THERE IS NO NEED -- THERE IS A
NEED FOR SEXISM TRAINING FOR
STAFF, TRAINING FOR SUPERVISORS
AND MANAGERS TO UNDERSTAND
LEGAL OBLIGATIONS WHEN NOTIFIED
OF INAPPROPRIATE BEHAVIOR.
THE REPORT WAS WRITTEN AFTER
NUMEROUS WOMEN, SOME OF WHOM
HAD REPORTED STORIES HAD
ALREADY LEFT THE UTILITY.
FEELINGS WERE CLEAR FROM THEIR
EXPERIENCES OF UNWANTED
CONVERSATIONS REGARDING SEX,
FORCEFUL TOUCHING AND KISSING,
AND AGGRESSION THAT SOME WOMEN
FOUND IT UNCOMFORTABLE TO GO TO
WORK.
JOB PERFORMANCE WOULD BE
IMPACTED, AND CES NEEDED
TRAINING.
AS SOMEONE WHO WAS QUESTIONED
IN THE INVESTIGATION, HAD MY
STORY BEEN INCLUDED I CAN
COMFORTABLY SAY THE REPORT IS
COMPLETELY BIASED BUT NOT OF MY
COMMENTS THAT QUESTIONED WHY
CES LEADERSHIP AND LARRY WEISS
WAITED SO LONG WERE INCLUDED.
MOST IF NOT ALL OF MY COMMENTS
SUPPORTING THE WOMEN'S CONCERNS
IN THE OFFICE AND THE TARGETED
PERSON WERE EXCLUDED.
>> IT'S OKAY IF YOU WANT TO
SUMMARIZE.
WE WILL TAKE WRITTEN TESTIMONY.
>> FINE.
I WILL JUST READ THIS LAST
PARAGRAPH.
THE MAJORITY OF THE REPORT WHICH
CONTAINED LONG-WINDED OPINIONS
WRITTEN AS FACT WERE WRITTEN BY
PEOPLE IN LEADERSHIP POSITION
WHOSE JOB IT IS TO PROTECT THE
DEPARTMENT AND THE CITY.
THE FINDINGS OF THE REPORT TO
BE USED AS EVIDENCE IN THE
PENDING LAWSUIT MAKES STAFF
FEEL LIKE POND AND REMINDS US
HOW UNIMPORTANT WE ARE IN THE
GRAND SCHEME OF THINGS.
HR ONLY REACTED ONCE ALL OF
THIS LANDED IN THE HANDS OF THE
PRESS.
BAD PRESS IS THE CONCERN, NOT
MISTREATMENT OF EMPLOYEES.
HOW WOULD THINGS CHANGE IF THE
ISSUES WERE IDENTIFIED IN A
TIMELY MANNER BEFORE THE
TRUTHFUL STRANGER ARTICLE WOULD
BE FOCUSED ON HARASSMENT OR
WOULD IT STILL FOCUS ON
DESTROYING CHARACTER AND
DOWNPLAYING THE WILLINGNESS OF
MANY WOMEN WHO SIGNED, TOLD
THEIR STORIES AND RESIGNED
WITHIN MONTHS TO SACRIFICE
THEMSELVES AND THEIR CAREER FOR
THE BETTER GOOD.
>> THANK YOU FOR SHARING THAT.
WE WILL DEFINITELY TAKE YOUR
WRITTEN TESTIMONY.
THE NEXT PERSON IS KATHLEEN.
KATHLEEN MORIGAN.
IT'S GOOD TO SEE YOU AGAIN.
WELCOME.
>> HIGH.
KATHLEEN MORIGAN A RETIRED
ELECTRICAL WORKER FROM CITY
LIGHT.
THANK YOU FOR ALL THE WORK YOU
ARE DOING ON THE OMBED STUFF.
IT'S VERY IMPORTANT.
THERE IS SOMETHING YOU WROTE IN
ONE OF YOUR THINGS.
WE'VE MADE AN IMPORTANT WORK
BUT WE KNOW THE LAWS MUST
REFLECT OUR VALUES AND IT'S THE
DETAILS OF THOSE LAWS, POLICIES
AND DRIVE WITH WORKPLACE NORMS
AND EXPECTATIONS.
THAT IS TRUE BUT NOTHING SPEAKS
LOUDER THAN ACTIONS.
THE LAW ABOUT THE OMBUDS WILL
NEVER SEE THE LIGHT OF DAY WHEN
THERE IS ACTIONS LIKE THAT
REPORT ON CES.
THERE IS PROBLEMS IN EVERY
DEPARTMENT.
THERE IS ONGOING INVESTIGATIONS.
WHEN I WAS ON THE CRUISE THE
NEWSPAPER WAS HOW PEOPLE GOT
THE INFORMATION.
YOU WOULD BE STUCK IN A TRUCK
OR A LUNCH ROOM AND BEGETTING
INFORMATION IN THE NEWSPAPER OF
HOW THE CITY DOESN'T FIND ANY
REASON TO BELIEVE THERE IS
DISCRIMINATION.
THAT'S WHAT THEY HAVE NOW.
SOMEBODY GOT THE MEMO BUT THEY
DIDN'T PAY ATTENTION TO IT.
THAT'S A PROBLEM THAT NEEDS TO
BE RESOLVED AS SOON AS POSSIBLE.
THAT REPORT NEEDS TO BE
RESCINDED.
VERY PUBLICLY.
IF YOU WANT THIS TO WORK,
THAT'S GOING TO BE REALLY
IMPORTANT.
THANK YOU FOR YOUR HELP ON THIS.
I HOPE THAT YOU CAN GET THE
MESSAGE TO THE POWERS THAT BE.
IT'S GOING TO BE TWO MONTHS
PRETTY SOON.
OR ONE MONTH BEFORE THAT
REPORT.
>> THANK YOU VERY MUCH.
THE LAST PERSON WE HAVE -- OH?
THE LAST PERSON WE HAVE IS GINA
PETRI.
WELCOME.
THANK YOU.
>> THANK YOU.
MY NAME IS GINA PETRIE.
I AM COCHAIR OF THE SILENCE
BREAKERS EXPRESSING MY SUPPORT
FOR THE OMBUD AND EXPRESS MY
APPRECIATION OF THIS MOVING
FORWARD.
I WOULD LIKE TO READ THE
ANONYMOUS STATEMENT OF A
SILENCE BREAKERS MEMBER WHO
COULD NOT BE HERE.
I THINK HER STORY AND THE ONES
YOU'VE PREVIOUSLY HEARD
ILLUSTRATE THE NEED FOR THIS
ACTION.
SO IT GOES FACT.
MULTIPLE MEDIA OUTLETS PUBLISH
STORIES ABOUT HOSTILE WORK
ENVIRONMENTS ON THE CITY OF
SEATTLE.
SD HR UNDER SEASON KOSKI UNDER
CRAIG SMITH, ABOUT THE FEMALE
LIBRARY WORKERS WHO WON A
LAWSUIT AGAINST THE CITY BUT AS
A CONDITION COULD NEVER WORK
FOR THE CITY AGAIN.
ABOUT THE CITY LIGHT MANAGER
WHO WAS GIVEN THE PRIVILEGE OF
RESIGNING AFTER PLACING A
VIDEOCAMERA IN AN EMPLOYEE
BATHROOM STALL.
DISGRACED FORMER MAYOR ED
MURRAY.
THE LIST GOES ON.
THESE ARE THE TOLD STORIES.
THE UNTOLD STORIES DO NOT PALE
IN COMPARISON OR FREQUENCY
INCLUDING RACISM AND OTHER
ISMS, AND SPAN THE PROTECTED
CLASSES THAT COMPROMISE THE
DIVERSE WORKFORCE THAT THE CITY
OF SEATTLE CLAIMS TO VALUE.
FACT CITY LIGHT RECENTLY
RELEASED AN INVESTIGATION
REPORT TO THE MEDIA AND OTHERS
ABOUT THE CUSTOMER ENERGY
SOLUTIONS PETITION SIGNED BY 42
EMPLOYEES REGARDING ALLEGATIONS
OF SEXISM AND A HOSTILE WORK
ENVIRONMENT.
THE REPORT WAS COMPLETED BY AN
EMPLOYEE DEFENSE ATTORNEY HIRED
MORE THAN NINE MONTHS AFTER THE
PETITION WAS RECEIVED AND
IGNORED BY MANY CITY MANAGERS.
UNDER THE GUISE OF"
TRANSPARENCY" CITY LIGHT
DISMISSED THE BIASED REPORT TO
THE PRESS.
WE'RE DISAPPOINTED IN DEBRA
SMITH'S DECISION TO ALLOW FOR
THIS TO HAPPEN.
THIS IS NOT ABOUT TRANSPARENCY
BUT RATHER CORRUPTING THE
NARRATIVE OF HARASSMENT FACED
BY WOMEN ON THE STREET AND IN
THE WORKPLACE.
AS THE REPORT DOES SO BLATANTLY
AND DONALD TRUMP SAYS, DENY,
DENY, DENY.
FACT.
MANY DETAILS OF THE PETITION
INVESTIGATION REVEAL REPORTED
INCIDENCES OF SEXUAL HARASSMENT
IN A HOSTILE WORK ENVIRONMENT
VERY SIMILAR TO THOSE THAT
HAPPENED TWO FEMALE LIBRARY
WORKERS.
ONE HIGHLIGHTS THE ABUSIVE
BEHAVIOR AGAINST THOSE WHO COME
FORWARD IS THAT OF THE MALE
SUPERVISOR WHO CITY LIGHT
HIRED, AN EXTERNAL ATTORNEY ON
HIS BEHALF TO INVESTIGATE HIS
NONSEXUAL COMPLAINTS AGAINST
BETH ROCHA, THE MOST VOCAL AND
OUTSPOKEN WOMAN FROM CES.
THIS OCCURRED WITHIN WEEKS OF
HER NINE MONTH LONG IN-HOUSE
INVESTIGATION WHICH INCLUDED
MULTIPLE COMPLAINTS AGAINST HIM
AND MANAGEMENT LEVEL EMPLOYEES
BEING FINALIZED.
THIS SUPERVISOR AND ALL
INVESTIGATION REPORTS COMPLETED
WAS ACCUSED BY THREE WOMEN OVER
A PERIOD OF YEARS, OF MULTIPLE
UNWANTED SEXUAL PROPOSITIONS,
MULTIPLE QUESTIONS THAT WERE
SEXUAL IN NATURE, MULTIPLE
INCIDENTS OF NONCONSENSUAL
TOUCHING AND KISSING.
HE STICKS TO THE SCRIPT.
DENY, DENY, DENY AND ACCUSES
ALL THE WOMEN OF HAVING RACIST
MOTIVATIONS AGAINST HIM.
HE STILL WORKS AT CITY LIGHT.
>> DO YOU MIND SUMMARIZING?
WE ARE SHORT ON TIME TODAY.
WE WILL TAKE THE WRITTEN
REPORT.
>> I DO HAVE A WRITTEN COPY.
>> THERE IS MORE INSTANCES AND
EVIDENCE OF WHAT HAPPENED, AND
I THINK WHAT THIS ILLUSTRATES
AND OTHERS HAVE SAID IS THIS IS
A CITYWIDE PROBLEM HAPPENING IN
MULTIPLE DEPARTMENTS WHICH IS
WHY WE HAVE SILENCE BREAKERS
PUSHING FOR THE ESTABLISHMENT
OF THIS OMBUD TO TAKE ACTION.
>> THANK YOU VERY MUCH AND FOR
BEING HERE IN PERSON.
I KNOW WE HAVE A FEW ADDITIONAL
INDIVIDUALS WHO WILL BE COMING
FORWARD WHO HAVE BEEN CRITICAL
IN HELPING SHAPE THE DRAFT
LEGISLATION AND WILL BE CALLING
FOR MORE INCLUDING FROM
INDIVIDUALS WHO ARE WITH THE
PTE.
SO WITH MY COLLEAGUES' CONSENT
WE WILL OPEN PUBLIC COMMENT IN
CASE THERE ARE OTHER FOLKS WHO
WANT TO COME AND TESTIFY ABOUT
THIS SPECIFIC ISSUE ON THE
AGENDA.
I WANT TO THANK EVERYBODY FOR
TESTIFYING TODAY AGAIN.
IT HAS BEEN VERY, VERY CRITICAL
TO HAVE YOUR VOICE HERE IN
COMMITTEE AND AT THE IDT, THE
INTERDEPARTMENTAL TASK FORCE,
AND IT IS A TESTAMENT TO YOUR
COURAGEOUS WILLINGNESS TO COME
FORWARD AND TELL THESE STORIES
REPEATEDLY, BUT MORE THAN THAT
TO DEMAND CHANGE.
TODAY IS THE FIRST STEP WE WILL
TALK ABOUT BUT I WANT TO SAY
THANK YOU AGAIN FOR YOUR
ONGOING COURAGE TO COME
FORWARD.
THIS WILL NOT BE A ONE TIME
ISSUE.
THIS IS JUST THE TIP OF THE
ICEBERG IN TERMS OF THE TYPE OF
CHANGES YOU'VE RECOMMENDED.
WE WILL TALK ABOUT THE REPORT
IN JUST A BIT.
ALSO I JUST WANT TO SAY WE WILL
ALSO BE BRINGING FORWARD IN
JANUARY AT OUR NEXT MEETING A
CHANCE TO HEAR MORE ABOUT THE
SEATTLE CITY LIGHT REPORTS AND
AN UPDATE FROM THE NEW DIRECTOR
AS WELL IN TERMS OF WHAT POLICY
CHANGES ARE ON THE HORIZON AND
WHAT'S HAPPENED IN THE LAST FEW
WEEKS OR MONTH.
THANK YOU AGAIN.
MORE TO COME ON THAT.
WITH THAT, WE'RE GOING TO LEAVE
OPEN PUBLIC TESTIMONY FOR A FEW
MORE MOMENTS.
WHEN WE GO AHEAD AND READ IN
ITEMS 1 THROUGH 2 ON THE AGENDA.
>> AGENDA ITEM 1 2,
REAPPOINTMENT OF ERIC SNOW AND
FRANK F ALVARADO TO THE
COUNSEL.
>> CAN YOU GIVE US AN UPDATE ON
THE CAPITOL HILL IMPROVEMENT
COUNCIL AND SHARE A LITTLE
ABOUT THE BOOK OF -- WORK OF
MR. ALVARADO AND MR. SNOW, AND
HOW THEY'VE CONTRIBUTED TO THE
COUNSEL'S WORK?
>> THANK YOU COUNCILMEMBER
MOSQUEDA AND COUNCILMEMBER
BAGSHAW.
I WOULD LIKE TO PRESENT TO YOU
THE TWO APPOINTMENTS TO CAPITOL
HILL HOUSING.
MR. FRANK ALVARADO WHO IS A PDA
BOARD MEMBER APPOINTEE, AND
MR. ERIC SNOW WHO IS AN
APPOINTEE FOR THE SECOND TERM.
AS YOU KNOW THE CAPITOL HILL
HOUSING HAS ABOUT A 15 MEMBER
BOARD WITH THREE APPOINTED BY
THE MAYOR AND THE OTHERS
ANYWHERE FROM 8 TO 12 APPOINTED
BY THE PDA BOARD ITSELF.
CAPITAL HOUSING IS BASICALLY
DESIGNED AS ONE OF OUR PDAS TO
PROVIDE DEPARTMENT AND
COMMUNITY DEVELOPMENT SERVICES
WITHIN THE CAPITOL HILL HOUSING
AREA.
A LITTLE OVER A YEAR AGO, THE
COUNCIL PASSED A RESOLUTION OR
CHANGED AN ORDINANCE THAT
ALLOWED THEM TO WORK OUTSIDE
THE CITY OF SEATTLE WITHIN KING
COUNTY AND IN SPECIFIC AREAS IN
THERE, VARIOUS CITIES WITHIN
THE CITY, WITHIN KING COUNTY
AND JUST RECENTLY THEY HAVE
EXPRESSED AN INTEREST LOOKING
AT A PROJECT OUTSIDE THE CITY
OF SEATTLE.
THEY HAVE ALSO LOOKED IN WHITE
CENTER.
THEY'VE DONE A PROJECT IN THE
WHITE CENTER AREA SO THEY
PROVIDE A LOT OF EXPERTISE
HELPING OUT OTHER NONPROFITS
AND DEVELOPING HOUSING AND
MIXED-USE PROJECTS.
ONE THING MR. ALVARADO BRINGS
IS ABOUT 15 YEARS OF BANKING
EXPERIENCE WHERE HE STARTED
OUT WITH J.P.
MORGAN CHASE AND NOW HE IS THE
VICE PRESIDENT MANAGER FOR THE
HOME STREET BANK AND CAPITAL
HOUSING.
HE BRINGS A LOT OF BUSINESS
LENDING EXPERIENCE TO CAPITOL
HILL HOUSING AS THEY DO THEIR
REDEVELOPMENT OR DEVELOPMENT
TYPE ACTIVITIES AND THEN THE
OTHER ONE IS MR. ERIC SNOW WHO
BRINGS ABOUT 25+ YEARS OF
TECHNOLOGY AND OPERATIONS
LEADERSHIP EXPERIENCE TO THE
BOARD.
HE IS ALSO THE BASE OF A MEDIA
COMPANY CALLED COCOA BASED IN
SEATTLE AND NEW YORK.
THEY WILL WORK WITH DESIGN
FIRMS AND PROVIDE CONSULTING
WORK TO THE MEDIA INDUSTRY, AND
HE BRINGS A LOT OF KNOWLEDGE OF
CORPORATE LEADERSHIP SKILLS,
STRATEGIC PLANNING AND
DEVELOPMENT SCHOOL --
DEVELOPMENT SKILLS ALONG WITH
I.T.
BUT HAVE BEEN VERY VALUABLE
MEMBERS AND WE SUPPORT THEIR
REAPPOINTMENTS.
>> THANK YOU.
ANY QUESTIONS ON MR. ALVARADO
OR MR. SNOW?
WE DO APPRECIATE THE WORK OF
CAPITOL HILL AND COUNSEL.
WE ARE EXCITED TO HAVE THOSE
INDIVIDUALS THERE.
I WOULD LIKE TO MOVE THE
COMMITTEE TO APPROVE THE TERM
ENDING MARCH 31 2021.
CAN I MOVE AND SECOND MY OWN
MOTION?
>> SURE.
>> YOU ARE THE CHAIR.
>> ARE THERE ANY CONCERNS?
>> NONE.
>> COMMENTS?
>> I WOULD LIKE TO MOVE
RECOMMEND PASSAGE OF THE
RESOLUTION TO VOTE FOR THESE
TWO INDIVIDUALS.
ON FAVOR?>> AYE.
NONE?
>> PASSAGE IS UNANIMOUS.
PLEASE PASS ON OUR APPRECIATION
FOR THEM JOINING US.
DO YOU MIND READING INTO THE
AGENDA ITEMS NUMBER THREE
THROUGH 10 FOR THE DAY.
>> AGENDA ITEM 3 TO 10.
APPOINTMENT OF ANDREW BEANE,
BETSY McFEELY, NICOLE GRANT,
ELIZABETH FORD, ANTHONY BURNETT,
OLEA C ABOUD AND MONA SMITH TO
THE LABOR STANDARDS ADVISORY
COMMISSION THROUGH APRIL 30,
2020.
>> IF YOU COULD ALL JOIN US AT
THE TABLE THAT WOULD BE
TREMENDOUS.
WE KNOW THAT WE HAVE THREE
MEMBERS WHO CANNOT BE WITH US
TODAY.
COUNCILMEMBER BAGSHAW, I HOPE
IT'S OKAY THAT I WENT AHEAD AND
AFFIRMED THE APPOINTMENT OF MR.
SPENCER.
>> WE HAD AN SOS WITH FOUR
PEOPLE IN THE HALLWAY SAYING DO
YOU NEED US?
I WAS LIKE NO, WE ARE GOOD.
>> MR. ALVARADO AND MR. SNOW
ARE KNOWN BY OUR COMMITTEE.
DO WE HAVE ANY CENTRAL STAFF
INDIVIDUALS AT THIS POINT?
>> THANK YOU SO MUCH FOR
JOINING US.
I KNOW SOME OF YOU HAVE ALREADY
SERVED.
I BELIEVE YOU ARE A COCHAIR OF
THE LABOR STANDARDS ADVISORY
COMMITTEE.
BEFORE WE BEGIN WITH BACKGROUND
ON EACH INDIVIDUAL IF YOU COULD
ALL READ YOUR NAME INTO THE
RECORD AND MAYBE WE WILL HEAR
MORE ABOUT WHAT THE COMMITTEE
HAS BEEN UP TO LATELY.
>> I AM ELIZABETH FORD.
>> CEMENT THE GROUND.
>> ANDREW BEANE.
>> ANDREW, WOULD YOU LIKE TO
GIVE US A QUICK UPDATE ON WHAT
THE COMMUNITY -- COMMITTEE HAS
BEEN UP TO LATELY IN YOUR ROLE
AS COCHAIR?
>> SURE.
THE COMMISSION MEETS QUARTERLY.
THERE IS A COCHAIR FROM THE
BUSINESS SIDE AND FROM THE
LABOR SIDE.
AND WE MEET AND REVIEW EITHER
POLICIES THAT ARE PROPOSED THAT
IMPACT LABOR STANDARDS SUCH AS
THE DOMESTIC WORKER BILL OF
RIGHTS OR UPDATES TO SORT OF
WAGE THEFT AND ENFORCEMENT.
AND ALSO WE SORT OF HEAR FROM
THE OFFICE OF LABOR STANDARDS
ON STRATEGIES TO ENFORCE OR
SORT OF HOW THEY ARE LOOKING AT
CASES IN FRONT OF THEM OR HOW
THEY ARE LOOKING AT DIRECTED
INVESTIGATIONS.
WE ASK QUESTIONS AND DISCUSS.
IT'S AN OPPORTUNITY FOR
STAKEHOLDERS, COMMUNITY, LABOR,
BUSINESS TO GET TOGETHER AND
DISCUSS THESE ISSUES.
>> EXCELLENT.
LET'S START THIS WAY.
IS THERE ANYTHING ELSE YOU'D
LIKE TO STATE ABOUT YOUR
EXPERIENCE AND WHAT YOU ARE
LOOKING FORWARD TO NEXT YEAR ON
THE COMMITTEE?
>> SURE.
I AM NOW THE VICE PRESIDENT OF
STI YOU.
>> CONDITIONS BY THE WAY.
>> THANK YOU.
>> WE REPRESENT 45,000
PRIMARILY HOME CARE WORKERS AND
ALSO NURSING HOME WORKERS
AROUND WASHINGTON AND MONTANA.
MOST OF THESE FOLKS ARE LOW-
WAGE WORKERS.
DISPROPORTIONATELY WOMEN AND
PEOPLE OF COLOR.
I THINK THE OFFICE OF LABOR
STANDARDS HAS DONE SINCE IT WAS
INITIALLY FORMED AND I HAVE
BEEN ON THE COMMISSION SINCE
THE BEGINNING.
BEFORE THAT I ACTUALLY SERVED I
KNOW WITH YOU AND MARTY
GARFINKEL NOW THE DIRECTOR ON
THE PRECURSOR TO THAT COMMITTEE
TO REALLY LOOK AT HOW SEATTLE
CAN LEAD THE WAY AND FORCING
WAGE THEFT AND IMPLEMENTING
LABOR STANDARDS AND REALLY FILL
IN THE GAPS THAT ARE NOT BEING
MET I THE FEDERAL GOVERNMENT
AMONG OTHERS.
I THINK THE WORK THAT THE
COMMISSION HAS DONE AND THE
OFFICE HAS DONE HAS JUST GOTTEN
BETTER OVER TIME AND WE HAVE
SEEN A LOT OF IMPROVEMENTS IN
HOW QUICKLY CASES ARE HANDLED.
THINGS HAVE JUST KEPT IMPROVING
AND IT'S BEEN A LOT OF GOOD
WORK.
>> WELCOME MISS GRANT.
WOULD YOU GIVE US BACKGROUND ON
YOUR WORK AND WHAT YOU HOPE TO
ACCOMPLISH?
>> SURE.
I'M CEMENT THE GRAPHS.
WE ARE -- WE REPRESENT 40,000
STATE WORKERS NATIONWIDE AND WE
HAVE ABOUT 10,000 MEMBERS WHO
LIVE OR WORK HERE IN SEATTLE.
WE HAVE MULTIPLE INDUSTRIES
REPRESENTED HERE IN SEATTLE.
WE HAVE HEALTHCARE RETAIL
GROCERY AS WELL AS
MANUFACTURING JUST TO NAME A
FEW.
SO WE HAVE A KIND OF VERY WIDE
BREADTH OF DIFFERENT INDUSTRIES
THAT WE TOUCH ON.
WE ARE VERY EXCITED.
WE HAVE WORKED CLOSELY ON
MINIMUM WAGE AND SICK LEAVE
THROUGH THE CITY, AND ALSO
PERSONALLY I HAVE WORKED ON THE
INITIATIVE 1433 TO RAISE STATE
MINIMUM WAGE NATIONWIDE --
STATEWIDE.
WE HAVE BEEN WORKING CLOSELY
WITH THE OFFICE OF STANDARDS ON
SCHEDULING AND I AM PERSONALLY
EXCITED TO SEE HOW WE CONTINUE
TO DO THAT WORK.
THAT IS SOMETHING I AM VERY
EXCITED ABOUT.
>> I AM EXCITED TO WORK WITH
YOU ON THAT.
THANK YOU FOR JOINING US.
MISS FORWARD, DO YOU WANT TO
úGIVE US BACKGROUND ON YOUR WOR?
>> FIRST, I WANTED TO SAY THANK
YOU FOR THE OPPORTUNITY TO
SERVE ON THIS COMMISSION.
I AM EXCITED ABOUT IT BUT ALSO
FOR YOUR LEADERSHIP IN CREATING
WELL ENFORCED MINIMUM
EMPLOYMENT STANDARDS IN SEATTLE
LAND FOCUSING THAT ENFORCEMENT
BOTH IN AGENCY AND IN COMMUNITY.
THAT I THINK IS EXTRAORDINARY
AND PRESENTS AN EXTRAORDINARY
OPPORTUNITY.
SO I AM EXCITED TO SERVE ON
THIS COMMISSION BECAUSE IT'S AN
OPPORTUNITY TO REGULARLY AND
PREDICTABLY MEET WITH PEOPLE
WHO THINK A LOT ABOUT THE
EXPERIENCE OF WORKERS AND
PEOPLE WHO THINK A LOT ABOUT
THE EXPERIENCE OF RUNNING A
BUSINESS.
SO HAVING THAT CONVERSATION AND
SORT OF GETTING INTO THE WEEDS
AROUND IT IS SUPER FUN FOR ME.
SO I DO TWO THINGS.
I TEACH A WORKERS' RIGHTS
CLINIC AT THE SCHOOL OF LAW,
WHICH MEANS I HAVE A GAGGLE OF
LAW STUDENTS WHO HELP TO ENFORCE
SEATTLE AND WASHINGTON'S
MINIMUM STANDARDS.
AND I DIRECT A FREE LEGAL
SERVICES CLINIC SO WE PROVIDE
SERVICES TO LOW-WAGE WORKERS
INCLUDING HELPING THEM
UNDERSTAND THEIR RIGHTS ALL THE
WAY UP TO HELPING THEM AND
FORCE THEM IN A VARIETY OF
WAYS.
WE TRY TO GET PEOPLE'S
SITUATIONS RESOLVED AS QUICKLY
AS POSSIBLE AND ADD TO THE WORK
THAT THE OFFICE OF LABOR AND
STANDARDS DOES IN A WAY THAT IS
COMPLEMENT RAY SO THANK YOU
AGAIN FOR YOUR WORK.
>> THANK YOU FOR YOUR WORK.
I JUST WANT TO READ INTO THE
RECORD THE WRITTEN STATEMENTS
FROM THREE ADDITIONAL
INDIVIDUALS WHO ARE HERE FOR
APPOINTMENT.
FROM NICOLE GRANT WHO IS THE
EXECUTIVE DIRECTOR OF THE
MARTIN LUTHER KING COUNTY
COUNCIL SAYS IT'S BEEN MY HONOR
TO SERVE ON THE LABOR STANDARDS
ADVISORY COMMITTEE AND I AM
LOOKING FORWARD TO ONE MORE
TERM OF SERVICE.
THE WORK WE ACCOMPLISHED IS
SPECIAL BECAUSE IT'S AN
OPPORTUNITY FOR EMPLOYER AND
WORKER REPRESENTATIVES TO
INTERACT WITH CITY GOVERNMENT
AND FOR THE OFFICE OF LABOR
STANDARDS TO BE IN THE ROOM.
I AM LOOKING FORWARD TO
BREAKING NEW GROUND FOR
VULNERABLE WORKERS IN OUR
COMMUNITY AND USING THIS AS A
VEHICLE FOR EQUITY.
I WOULD LIKE TO EXPRESS
GRATITUDE TO COUNCIL MEMBERS
AND COUNCIL STAFF WHO HAVE SAT
IN ON THE LCA C PROCEEDINGS AND
SUPPORTED OUR WORK.
ALSO FROM MONA SMITH, DEAR
COMMITTEE, I WOULD BE HONORED
TO SERVE ANOTHER TERM ON
SEATTLE'S STANDARD ADVISORY
COMMITTEE.
I'M COMMITTED TO REASONABLE AND
THOUGHTFUL STANDARDS THAT
IMPROVE THE QUALITY FOR THE
EMPLOYEE WORK ENVIRONMENT AND
THE AUTONOMY NEEDED TO BE
SUCCESSFUL.
MUCH WORK LIES AHEAD TO SUSTAIN
BOTH A DIVERSE AND ROBUST
ECONOMY ATTRACTING BUSINESSES
OF ALL SIZE, THAT ALLOWS
BUSINESSES PARTICULARLY SMALL
ONES THE ECONOMY TO COMPETE,
THRIVE AND GROW.
FOR WORKERS TO HAVE INCREASED
JOB OPPORTUNITIES, A SAFE SPACE
AND TO ENJOY THE FRUITS OF
THEIR LABOR.
I LOOK FORWARD TO SEATTLE AND
THE OFFICE OF LABOR STANDARDS
INVESTIGATING -- INVESTING IN
THE RIGHT BLEND OF INNOVATION,
AND EDUCATION AND ENFORCEMENT
TO ACHIEVE COMPLIANCE WITH
CURRENT AND FUTURE LABOR
STANDARDS AND MAKE SEATTLE A
MODEL FOR OTHER CITIES.
AND LASTLY, WE HAVE A STATEMENT
FROM ANTHONYBURNETT.
ANTHONY STRIVES TO CREATE A --
AND CULTIVATE EDUCATIONAL
PROGRAMS AND VISIONARY
WORKSHOPS IN ORDER TO ENRICH
THE KNOWLEDGE SO THAT THEY CAN
MAKE PROPER LABOR DECISIONS,
ANTHONY IS PASSIONATE ABOUT
GIVING COUNSEL TO OTHER
STAKEHOLDERS, BUSINESS OWNERS
AND BY SERVING ON THIS
COMMITTEE HE CAN DONATE HIS
TIME NOT FOR HIS BETTERMENT BUT
BECAUSE HE HAS SOMETHING OF
SUBSTANCE TO SHARE AND TO GIVE
TO THE BETTERMENT OF THOSE IN
SEATTLE.
THANK YOU ALL FOR SHARING THOSE
COMMENTS.
DID YOU HAVE ANY QUESTIONS?
>> NO, BUT I WANTED TO SAY
THANK YOU TO ALL THREE OF YOU.
WE HAVE WORKED TOGETHER IN
VARIOUS CAPACITIES.
OF COURSE WITH MONA AND NICOLE,
THIS IS A FABULOUS COMMITTEE.
THANK YOU FOR SPENDING YOUR
TIME WITH US AND THANK YOU FOR
SPENDING TIME ON THE OTHER
COMMITTEES WE HAVE BEEN WORKING
ON TOO.
>> I JUST WANT TO SAY THANK YOU
FOR YOUR SERVICE.
I THINK THE WORK L USAC IS
DOING RIGHT NOW IS CRITICALLY
IMPORTANT FOR A NONTRADITIONAL
WORK ENVIRONMENT.
ESPECIALLY FOR THE WORK
ENVIRONMENTS THAT HAVE BEEN
CONSIDERED TRADITIONAL IN THE
PAST GIVEN CHANGES FROM THE
SUPREME COURT, AND THE WAYS IN
WHICH WORKERS CAN EXPRESS A
DESIRE TO HAVE A COLLECTIVE
VOICE AND HOW EMPLOYERS MAY BE
CHANGING THEIR INTERACTION WITH
EMPLOYEES.
WE WANT TO MAKE SURE WE ARE
CULTIVATING BOTH A SENSE OF
RESPECT IN THE WORKPLACE BUT
ALSO RESPECT FOR THOSE WHO WANT
TO COLLECTIVELY BARGAIN AND
WHEN WE DO SO WE KNOW FROM
STUDY AFTER STUDY THAT THAT IS
GOOD FOR THE BUSINESS AT MANY
LINES AND IT'S GOOD FOR OUR
LOCAL ECONOMY AS WELL.
SO I THINK THIS IS A WIN-WIN TO
HAVE BUSINESSES AT THE TABLE.
I APPRECIATE YOUR WORK AND I
WANT TO KNOW FROM YOU ALL WOULD
IT BE HELPFUL IF THIS COMMITTEE
THAT HAS OVERSIGHT OVER LABOR
AND LABOR STANDARDS, IF WE SENT
TO YOU SOME QUESTIONS THAT WE
HAD?
WOULD IT BE HELPFUL FOR US TO
GIVE YOU ADVICE?
DO YOU HAVE ANY OTHER THOUGHTS
ABOUT HOW WE CAN BE MORE
PRESENT?
OR IF THAT IS NOT HELPFUL AT
ALL.
WE ARE HAPPY TO STAY AWAY AND
TAKE YOUR RECOMMENDATIONS.
>> ONE OF THE THINGS WE ARE
LOOKING AT IS INDEPENDENT
CONTRACTORS, YOU KNOW WHAT THE
STATE IS DOING, WHAT THE CITY
COULD DO AND A LOT OF THAT CAME
FROM COUNCIL MEMBER HERBOLD.
I THINK IT IS HELPFUL WHEN WE
HEAR FROM COUNCIL MEMBERS ABOUT
WHAT ISSUES THEY MIGHT WANT US
TO LOOK INTO.
>> EXCELLENT.
WE WILL KEEP THAT IN MIND.
WE WOULD LOVE TO AGAIN ATTEND
ANY MEETINGS THAT YOU THINK ARE
IMPORTANT FOR US TO BE THERE
BUT PLEASE EXPRESS OUR
APPRECIATION TO EVERY ONE OF
THE L -- OF THE L USAC MEMBERS.
WE WILL HAVE A CHANCE TO HEAR
FROM BETSY McFEELY AND ELIA C
ABBOUD NEXT TIME.
WE WANT TO HEAR FROM THEM
BEFORE APPOINTMENTS AND THAT
INCLUDES WRITTEN OR IN PERSON
STATEMENTS.
WE WILL HOLD THOSE TWO FOR THE
NEXT MEETING.
AT THIS POINT, I WOULD LIKE TO
MOVE THE COMMITTEE A CONFIRM
THE APPOINTMENT OF THE
FOLLOWING.
FOR THE TERM ENDING APRIL 30,
2020.
>> SECOND.
>> ARE THERE ANY ADDITIONAL
COMMENTS?
ALL THOSE IN FAVOR.
>> AYE.
>> OPPOSED?
IT'S UNANIMOUS.
THANK YOU VERY MUCH FOR YOUR
INTEREST SERVING ON THE L USAC
AND WE WILL BRING THIS TO FULL
COMMITTEE DECEMBER 10.
WE WOULD LOVE TO HAVE YOU
THERE.
IF YOU ARE NOT THERE THANK YOU
FOR YOUR SERVICE.
BEFORE WE MOVE TO THE NEXT
AGENDA ITEM SINCE IT PERTAINS
TO THE OFFICE OF THE EMPLOYEE
OMBUD POTENTIAL LEGISLATION
DISCUSSION AND VOTE, I WANTED
TO SEE IF THERE WAS ADDITIONAL
FOLKS WHO HAD A CHANCE TO COME
THAT WOULD LIKE TO SPEAK BEFORE
WE CLOSE OUT PUBLIC TESTIMONY.
RATE AND WELCOME.
COME ON UP.
I APPRECIATE YOU BEING HERE.
>> I APPRECIATE YOU GIVING ME
THE TIME TO MAKE AN ADDITIONAL
COMMENT.
>> CAN YOU GET A LITTLE CLOSER?
>> I THINK YOU WILL FEEL BETTER
IF YOU ARE STANDING UP
STRAIGHT.
>> MY NAME IS RAY SUGARMAN.
I AM A UNION REPRESENTATIVE
WITH PROFESSIONAL AND TECHNICAL
EMPLOYEES, LOCAL 17.
I AM HERE TO TAKE -- I'M HERE
TODAY TO LET CITY COUNCIL
MEMBERS NOW THAT LOCAL 17 IS IN
FULL SUPPORT FOR THE OMBUDS
OFFICE.
AS AN ADVOCATE FOR THE CITY,
THE SEATTLE CITY WORKFORCE,
THIS IS A GREAT LEGISLATION
THAT OFFERS GREAT OPPORTUNITIES
TO THE EMPLOYEES OF SEATTLE.
IT'S A GREAT STEP TO BEING A
MODEL EMPLOYER.
WE LOOK FORWARD TO WHEN IT IS
ESTABLISHED THAT EMPLOYEES WILL
HAVE A PLACE, A NEUTRAL,
OBJECTIVE, UNBIASED PLACE WHERE
THEY CAN DISCUSS THEIR
COMPLAINTS.
THEY CAN FEEL SUPPORTED AND
HEARD.
THEY WILL BE ABLE TO LEARN
ABOUT ALL THE OTHER RESOURCES
THAT ARE AVAILABLE TO THEM.
LOCAL 17 WITH OVER 3000
EMPLOYEES FOR THE CITY OF
SEATTLE.
I WANT TO THANK YOU ALL FOR
YOUR COMMITMENT PUSHING THIS
MATTER FORWARD.
THANK YOU MEMBER COUNCILMEMBER
MOSQUEDA AND BRADSHAW.
WE ARE TRULY APPRECIATIVE AND
WE LOOK FORWARD TO SEEING THIS
ESTABLISHED AND MOVE FORWARD.
>> THANK YOU FOR COMING.
>> ANY OTHER FOLKS INTERESTED
IN PUBLIC TESTIMONY BEFORE WE
CLOSE OUT?
SEEING NONE I WOULD LIKE TO
CLOSE THE PUBLIC TESTIMONY AT
THIS POINT AND MOVE TO WHAT
ITEM IS THIS?
A NUMBER 11.
IF YOU CAN READ ITEM NUMBER 11.
>> AGENDA ITEM 11 AN ORDINANCE
RELATING TO THE ORGANIZATION OF
CITY GOVERNMENT CREATING AN
OFFICE OF THE EMPLOYEE OMBUD.
>> WE ARE JOINED BY PATRICIA
LEE AND ASCHE -- WILL YOU SAY
YOUR LAST NAME?
>> VICATROPMAN.
>> JUST LIKE IT'S SPELLED.
>> THANK YOU FOR JOINING US
FROM THE MAYOR'S OFFICE.
>> I APPRECIATE EVERYONE BEING
HERE.
I WANT TO BE HERE BEFORE WE GET
STARTED I WANT TO SAY MY
EXTREME APPRECIATION FOR ALL
THE MEMBERS THAT COME FORWARD
FRONT-LINE WORKERS, MEMBERS OF
UNIONS, INDIVIDUALS FROM THE
COMMUNITY WHO HAVE CALLED FOR
MORE ACTION AND ENSURING THAT
WE TAKE RECOMMENDATIONS ON THE
REPORT AND WE WILL TALK ABOUT
THAT IN A MOMENT BUT WE SEE
YOU, WE HEAR YOU AND WE KNOW
THIS IS THE FIRST STEP TODAY.
I JUST HAVE A FEW COMMENTS
BEFORE WE GET STARTED.
WE HAVE TALKED REPEATEDLY ABOUT
AS A CITY WE'VE MADE A
COMMITMENT TO MAKING SURE WE
ARE BUILDING AN INCLUSIVE WORK
ENVIRONMENT FOR EVERYONE WHO
LIVES IN THE CITY OF SEATTLE.
WE WANT TO LEAD BY EXAMPLE.
THOUGH WE HAVE EXPRESSED THESE
OPINIONS AND DESIRES OUT LOUD,
THE REALITY IS A LOT OF
EMPLOYEES HAVE NOT ALWAYS
TRANSLATED INTO PRACTICE.
THE POLICIES AND PROCESSES WE
ESTABLISH MUST PRIORITIZE THE
SAFETY OF EVERYONE WHO COMES
FORWARD ABOUT HARASSMENT,
DISSEMINATION AND MAKE SURE WE
ARE PREVENTING THOSE BAD
BEHAVIORS FROM OCCURRING IN THE
FIRST PLACE.
WE ARE HERE TODAY BECAUSE OF
THE HARD WORK OF THE
INDIVIDUALS WHO CAME FORWARD
SINCE MARCH OVER THE LAST 10
MONTHS AND PARTICIPATED IN
INTERDEPARTMENTAL TASK FORCE TO
ADDRESS HARASSMENT.
THANKS TO THE MAYOR FOR WORKING
WITH OUR OFFICE TO CONVENE THE
ANTI-HARASSMENT,
INTERDEPARTMENTAL TASK FORCE.
AND THE INDIVIDUALS WHO
PARTICIPATED IN THAT TASK FORCE
OVER THE LAST FEW MONTHS TO
LOOK CLOSELY AT THE CURRENT
PRACTICE, AND MAKE SURE WE ARE
DEVELOPING POLICIES TO RESPOND
TO PREVENTING HARASSMENT IN THE
FIRST PLACE.
THOSE INDIVIDUALS INCLUDE OUR
VERY OWN JOSCCREVICE OUT OF
OUR OFFICE.
THANK YOU FOR YOUR INCREDIBLE
WORK AND WORKING WITH US ON
THIS INCREDIBLE LEGISLATION.
AND ADRIAN THOMPSON FROM THE
MAYOR'S OFFICE.
THANK YOU FOR YOUR LEADERSHIP
AS WELL AND MAKING SURE THAT WE
ADDRESSED THE INDIVIDUAL NEEDS
AND ALSO SYSTEM NEEDS.
AMY BOWLES, SARA BUTLER,
FELICIA CALDWELL, EVAN CHEN,
BEE COLBERT, DEBORAH INGRAM,
SIMON GOLDMAN, NATALIE HUNTER
TIA JONES, PATRICIA LEE WHO IS
AT THE TABLE WITH US.
MARIKO LOCKHART DIRECTOR OF OCR.
MARK WATSON, MARY KIEF ON
BEHALF OF THE TEAMSTERS.
SUSAN McNABB, JANE PARK WHO IS
IN HR, ANDREA SCHIELE.
STEVE KOVACH, TRAVIS TAYLOR,
AND DID I MISS ANYBODY?
I WANT TO ACKNOWLEDGE THE FOLKS
WERE -- WHO ARE WITH US TODAY.
WE MENTIONED FELICIA CALDWELL,
TIA JONES AND TRAVIS TAYLOR.
LET'S GIVE A ROUND OF APPLAUSE
-- A ROUND OF APPLAUSE FOR THAT
GOOD WORK.
GOOD IDEA.
WHY DON'T WE GO AHEAD AND HAVE
YOU GIVE US A SENSE OF WHAT IS
IN THE LEGISLATION IN FRONT OF
US.
PATRICIA LEE AND ASCHE HAVE
BEEN LOOKING ON LEGISLATION.
WE WILL HAVE A FEW MORE
COMMENTS BEFORE WE CONSIDER THE
LEGISLATION BUT LET'S GIVE
OURSELVES A BASELINE
UNDERSTANDING OF WHAT WE ARE
DISCUSSING TODAY AND WHERE WE
HAVE COME FROM.
>> WE WILL BE DISCUSSING
119.374.
THE WAY WE PLAN TO GO THROUGH
THIS IS I WILL PROVIDE SOME
BACKGROUND LEADING UP TO THE
INTRODUCTION OF THE BILL, SOME
OF WHICH YOU HAVE ALREADY
SPOKEN TO.
WE WILL DESCRIBE WHAT IS IN THE
BILL AS TRANSMITTED BY THE
MAYOR'S OFFICE AND TALK FOR
ISSUES IDENTIFIED AND HOW
PROPOSED AMENDMENTS MIGHT
ADDRESS THOSE ISSUES.
AS YOU MENTIONED, THE IDT WAS
FORMED EARLIER THIS YEAR AND
THE REPORT CAME OUT IN JULY
2018 ABOUT PREVENTING WORKPLACE
HARASSMENT AND DISCRIMINATION.
THERE WERE A VARIETY OF
RECOMMENDATIONS IN THAT REPORT.
ONE OF THEM WAS TO CREATE AN
OMBUD FUNCTION WITHIN THE CITY.
THE REPORT DETAILED A VARIETY
OF CHARACTERISTICS THAT THE
OMBUDS WOULD HAVE INCLUDING
BEING AN INDEPENDENT ADVOCATE
FOR EMPLOYEES, ADDRESSING
CONCERNS THAT WOULDN'T RISE TO
INVESTIGATION, AND OFFERING
SUPPORT THROUGH HARM REDUCTION,
TRAUMA INFORMED CARE, AND
LISTENING WITH EMPATHY.
A FEW HIGH PRIORITY AREAS WERE
IDENTIFIED FOR IMMEDIATE
IMPLEMENTATION.
ONE OF THOSE AS RELATES TO THIS
LEGISLATION WAS TO ESTABLISH AN
INDEPENDENT IDENTITY TO SUPPORT
CITYWIDE INTAKES,
INVESTIGATIONS AND REVIEW, AS
WELL AS MAKING SURE OPTIONS FOR
ANONYMOUS CONTROVERSIAL
COMPLAINTS ARE ROOTED IN
INDEPENDENCE.
IN RESPONSE TO THE IDT REPORT,
MAYOR DURKAN X HINES -- SIGNED
AN EXECUTIVE ORDER THAT
OUTLINED HOW THE EXECUTIVE
PLANT TO REFORM AND UPDATE
ALLEGATIONS OF HARASSMENT AND
DISCRMINATION AND THEN THE
MAYOR'S OFFICE TRANSMITTED THE
BILL THAT WILL BE -- WE WILL BE
DISCUSSING TO ESTABLISH THE OEO.
IN CONJUNCTION WITH THE
LEGISLATION, THE PROPOSED BUDGET
HAD ALLOCATED ABOUT $564,000 IN
2019 TO SUPPORT THREE STAFF
MEMBERS TO CREATE THE OFFICE
ITSELF.
IT ALSO INCLUDED FUNDING FOR
CREATION OF A CENTRAL HUB TO
HOUSE THE INVESTIGATIONS UNIT
WITHIN THE DEPARTMENT OF HUMAN
RESOURCES.
COUNCIL DID NOT APPROVE THAT
EXPENDITURE OR PASS LEGISLATION
DURING THE BUDGET PROCESS,
WHICH IS WHY WE'RE HAVING THIS
CONVERSATION NOW BUT PROVIDES
THE FUNDS UNTIL THE LEGISLATION
ESTABLISHING THE OFFICE WAS
PASSED.
IN TERMS OF THE LEGISLATION
THAT WAS TRANSMITTED FROM THE
MAYOR'S OFFICE, IT ACCOMPLISHED
SEVERAL THINGS.
THE FIRST WAS CREATING THE
OFFICE, AND CREATING THE
DIRECTOR WHO THE MAYOR WOULD
APPOINT AND COUNSEL WOULD
CONFIRM.
IT CREATED THE MISSION OF THE
OEO, WHICH WAS TO ASSIST
INDIVIDUAL CITY EMPLOYEES IN
UNDERSTANDING THEIR OPTIONS AND
RESOURCES REGARDING MISCONDUCT
AND NAVIGATING THE CITY SYSTEMS
FOR REPORTING, INVESTIGATING
AND ADDRESSING WORKPLACE
CONCERNS.
IT CREATED FUNCTIONS FOR THE
OEO WHICH WAS TO PROVIDE
NAVIGATION TO EMPLOYEES ABOUT
THEIR OPTIONS, FACILITATE
DISCUSSIONS AROUND
MISCOMMUNICATIONS THAT COULD
HAVE LED TO CONFLICT AND
CREATING A REQUIREMENT FOR
REPORTING BUT BY MARCH 31
ANNUALLY TO THE MAYOR'S OFFICE
ABOUT BROAD, SYSTEMIC ISSUES,
AND THAT REPORT WOULD HAVE
INCLUDED RECOMMENDATIONS TO
IMPROVE PERSONNEL RULES,
INVESTIGATION SYSTEMS,
WORKPLACE EXPECTATIONS AND ANY
OTHER PROCESSES AND SYSTEMS.
AS REFLECTED, THE INVESTIGATION
UNIT WOULD NOT BE WITHIN THE
OEO, BUT INSTEAD THE DEPARTMENT
OF HUMAN RESOURCES.
IN REVIEWING THE BILL, CENTRAL
STAFF IN CONJUNCTION WITH THE
COUNCIL MEMBER LOOKED AT
POTENTIAL ISSUES IN TERMS OF
HOW OEO WAS ESTABLISHED WITHIN
THE BASE LEGISLATION.
WE WILL BE TALKING THROUGH SOME
OF THOSE ISSUES AND HOW THE
PROPOSED AMENDMENTS WOULD
ADDRESS THOSE ISSUES.
MOVING INTO THE AMENDMENTS, THE
FIRST ISSUE THAT WE IDENTIFIED
WAS THE COUNSEL BILL DIDN'T
FULLY REFLECT THE IDT
RECOMMENDATIONS.
THEY DIDN'T PROVIDE A LOT OF
DETAIL ABOUT HOW THE OEO WILL
FUNCTION.
THE PROPOSED AMENDMENTS TO
PROVIDE MORE DETAIL ABOUT THOSE
THINGS IS REFLECTED IN
ATTACHMENT A TO THE MEMO.
IN THE MEMO YOU WILL SEE THERE
ARE PAGE SITES TO FOLLOW ALONG
A LITTLE MORE EASILY.
SO ON PAGE 5 OF THE ATTACHMENT,
THERE IS SUBSECTION C. 315.22
STARTS ONLINE 17.
IT LAYS OUT THAT THE OEO SHOULD
SUBMIT AN IN PLAY SHOULDN'T --
BY THE 2nd QUARTER IN 2019 AND
THAT IMPLEMENTATION PLANS
SHOULD ADDRESS THE FOLLOWING
EIGHT ITEMS.
TO SEE HOW THE OEO WILL ALIGN
MORE CLOSELY WITH THE IDT
RECOMMENDATIONS AND SOME OTHER
CONCERNS.
THE LIST OF ITEMS THAT SHOULD
BE IN THE IMPLEMENTATION PLAN
INCLUDE HOW THEY WILL MAINTAIN
DATA FOR COMPLAINTS AND
INQUIRIES.
HOW THEY WILL MAINTAIN EMPLOYEE
CONFIDENTIALITY AND HOW THEY
PLAN TO RECOMMEND IN
CONSULTATION WITH THE ANTI-
HARASSMENT IDT OR SUBSEQUENT
OVERSIGHT BODY, PERTINENT LABOR
ORGANIZATIONS, AND OTHER KEY
STAKEHOLDERS REGARDING
OVERSIGHT OF THE OEO.
WHICH INCLUDES BUT IS NOT
LIMITED TO AN OVERSIGHT BODY TO
HELP WITH RECOMMENDATIONS OR
ANALYZE POLICY OR RULE CHANGES
THAT ARE NEEDED TO ADDRESS
DEPARTMENTAL OR SYSTEMWIDE
DEFICIENCIES.
>> I WILL NOTE ON THE TOP OF
PAGE 6 WHEN WE SAY KEY
STAKEHOLDERS WE ARE TALKING
ABOUT INDIVIDUALS AND
ORGANIZATIONS LIKE THE KEY
STAKEHOLDERS WE MENTIONED LIKE
THE SILENCE BREAKERS WHO HAVE
BEEN CRITICAL TO THIS WORK.
I THINK WHETHER THAT NAME
CHANGES OR THE IDT NAME
CHANGES, THOSE INDIVIDUALS WHO
PARTICIPATED IN THIS WORK WILL
CONTINUE TO PROVIDE INPUT AND
FEEDBACK.
>> WHO IS GOING TO BE
RESPONSIBLE FOR COMING BACK TO
US A YEAR FROM NOW?
>> IT WILL BE THE OEO.
THE OFFICE ITSELF THAT IS
REQUIRED TO SUBMIT THE
IMPLEMENTATION PLAN AND IT WILL
BE AT THE END OF THE SECOND
QUARTER.
>> SO, BY JULY WE WILL HAVE
THESE RECOMMENDATIONS.
AT WHAT POINT WILL WE GET TO
HAVE THE OEO STAFFED?
I KNOW PART OF THE INTEREST IS
TO BE ABLE TO MOVE THE
LEGISLATION SO WE CAN PROVIDE
THE MONEY BECAUSE WE WITHHELD IT
IN THE GREEN SHEET SAYING UNTIL
WE HAD THINGS ORGANIZED BUT AS
AN EXPECTATION THAT HIRING WILL
COMMENCE OR AT LEAST THE
PROCESS IMMEDIATELY?
>> YES, THAT'S THE IDEA.
I BELIEVE THE JOBS ARE ALREADY
POSTED FOR HIRING AND IT
PROVIDES THAT THE FUNDING IS
úHELD UNTIL THE LEGISLATION IS
PASSED.
IT'S NOT CONTINGENT ON
IMPLEMENTATION SO AS SOON AS
THIS GETS PASSED BY COUNSEL,
THAT CAN BE LIFTED.
>> I APPRECIATE THE LANGUAGE WE
INCLUDED IN THE BUDGET TO MAKE
SURE THE PRIVIES ARE DIDN'T
HOLD OF THE BUDGET OF DRAFTING
THE JOB ANNOUNCEMENT, POSTING
IT AND POTENTIALLY CONSIDERING
úAPPLICATIONS.
ADRIAN, I DON'T KNOW IF YOU
HAVE ANYTHING TO ADD BUT I WANT
TO NOTE FOR FOLKS THE OEO
DIRECTOR POSITION IS POSTED
ONLINE.
WE LINKED TO IT TUESDAY AND IT
IS OPEN UNTIL FILLED, CORRECT?
>> YES.
IT WILL BE OPEN UNTIL FILLED.
>> HOPEFULLY THAT MEANS THE
PROCESS CONTINUES ALONG EVEN
THOUGH WE ARE CONSIDERING THIS
TODAY.
>> THE INDIVIDUAL CANNOT BE
HIRED UNTIL THIS PASSES.
>> CORRECT AND THE HIRING
PROCESS TAKES SOME TIME IN THE
CITY SO AS LONG AS WE MOVE
FORWARD ON THE LEGISLATION WE
WILL BE FINE.
>> THANK YOU FOR THAT.
>> ASCHE I KNOW YOU HAD MORE.
DID YOU WANT TO GO THROUGH THE
REST OF THE LATTER REPORT?
>> THE NEXT ITEM IS FOR THE OEO
TO DEVELOP A WRITTEN DISCLAIMER
NOTIFYING EMPLOYEES OF THEIR
CONSULTATION WITH THE OEO.
IT'S NOT ACTUALLY THEM FILING A
COMPLAINT OR LEGAL ACTION.
THE OEO IS NOT AUTHORIZED TO
PROVIDE LEGAL ADVICE SO IT LETS
PEOPLE KNOW THAT THE DECISION
ABOUT WHAT TO DO NEXT IS
THEIRS.
THE OEO ITSELF IS NOT MOVING
FORWARD WITH ANY ACTIONS.
THE NEXT ITEM IS TO RECOMMEND
TO THE DEPARTMENT OF HARMON
RESOURCES -- HUMAN RESOURCES
THAT -- THAT THEY INCORPORATE
IN-PERSON TRAININGS.
BOTH UPON HIRE AND ON A ROUTINE
BASIS.
>> I WILL COMMENT QUICKLY.
I THINK MY HOPE IS THAT WE WILL
LOOK AT NOT JUST ORIENTATION
TRAININGS BUT ONGOING
TRAININGS.
AND THE REQUEST I KNOW WE HAVE
HEARD FROM FRONT-LINE WORKERS
IS THAT THIS BE IN PERSON AND
THAT THERE BE A CHANCE FOR
PEOPLE TO ASK QUESTIONS AND
PROVIDE SCENARIOS, THAT KIND OF
THING SO I APPRECIATE THIS
LANGUAGE BEING INCLUDED.
THAT WE HELPED DRAFT.
[ LAUGHTER ]
>> THAT NEXT IS FOR THE OEO TO
TAME MAYOR AND COUNCIL HOW IT
WILL COORDINATE WITH THE CITY'S
CONTRACTED EMPLOYEE ASSISTANCE
PROGRAM FOR ANY APPROPRIATE
EMOTIONAL ASSISTANCE OR
REFERRALS THEY CAN PROVIDE TO
SUPPORT EMPLOYEES THAT ARE
GOING THROUGH SOME OF THESE
PROCESSES.
OTHERS MAY BE MORE FAMILIAR
WITH THE EMPLOYEE ASSISTANCE
PROGRAM.
IN LEARNING ABOUT IT EARLIER
THIS MONTH, LAST MONTH, WHAT I
FOUND TO BE INTERESTING IS THIS
ENTITY REALLY PROVIDES AN
EMOTIONAL SUPPORT.
REFERRAL, CONSULTATION, BEING
THERE ON A PERSONAL LEVEL TO
HELP FOLKS WHO MIGHT BE DEALING
WITH CRISIS AND TO HELP
NAVIGATE THE VARIOUS OPTIONS.
I THOUGHT IT WAS A GREAT WAY TO
MAKE SURE THIS WAS CONNECTICUT
-- CONNECTING WITH OUR EAP WHO
IS CONTRACTED TO DO THIS KIND
OF WORK AND MAKING SURE ALL THE
DOTS ARE CONNECTED.
>> THE NEXT ITEM IS FOR THE
IMPLEMENTATION PLAN FOR OEO IN
THE PLAN TO REVIEW THE CURRENT
STRUCTURES IN THE CITY.
TO ADDRESS HARASSMENT,
DETERMINATION AND RECOMMEND ANY
CHANGES THAT ARE NEEDED TO THE
MUNICIPAL CODE TO ACCOMPLISH
ANY RECOMMENDATIONS THAT THEY
HAVE.
THE RECOMMENDATIONS SHOULD
INCLUDE AN EVALUATION OF WHERE
THE INVESTIGATIONS UNIT WOULD
BE BEST PLACE IN ORDER TO
ADDRESS BARRIERS TO REPORTING
AND UNDERREPORTING.
THE LAST ITEM IS FOR THE OEO TO
REVIEW ITS STRUCTURE.
POTENTIALLY AS AN INDEPENDENT
OFFICE SO THE OEO WOULD BE FREE
FROM UNDUE INFLUENCE BY ELECTED
OFFICIALS OR OTHER REPORTING
AUTHORITIES.
AMENDMENTS OF THE LEGISLATION
TALK THROUGH AND WE WILL
DISCUSS THIS A LITTLE BIT MORE.
THE OEO, EXCUSE ME.
IT COMES -- IT CLEARLY STATES
IN THE CREATION LIST IT WILL BE
FREE OF UNDUE INFLUENCE OR
REPORTING AUTHORITIES.
THIS IMPLEMENTATION PLAN WOULD
SEE HOW THEY COULD BETTER BE
INDEPENDENT WITH AN INDEPENDENT
OFFICE STRUCTURE.
>> THESE LAST TWO I THINK ARE
REALLY CRITICAL TO THE
TESTIMONY WE HEARD EARLIER AND
THE LETTER THAT WAS PROVIDED
MIDYEAR I BELIEVE FROM THE
OFFICE OF CIVIL RIGHTS, WHO WAS
REPORTING BACK TO THE IDT ON
THE TYPE OF ISSUES THAT ARE
LEADING TO UNDERREPORTING AND
BARRIERS TO REPORTING.
I THINK THESE TWO IN
COMBINATION AS WE CONTINUE TO
LOOK AT THE STRUCTURE AND THE
PLACEMENT, WILL BE ABLE TO
ADDRESS MISTRUST OF HR,
MISTRUST OF MANAGEMENT, FEAR OF
RETALIATION.
THOSE ARE THE TOP THREE ISSUES
THAT ARE RELATING TO WHY
INDIVIDUALS MAY FEEL FEARFUL
COMING FORWARD AND AS WE
CONSIDER VARIOUS STRUCTURES FOR
BOTH OF THESE ENTITIES, I THINK
OUR OVERALL GOAL IS TO ENSURE
WE ARE BUILDING TRUST AND
PEOPLE DO FEEL COMFORTABLE
COMING FORWARD AND MORE
IMPORTANTLY THAT ULTIMATELY WE
REDUCE THIS KIND OF BEHAVIOR IN
THE FUTURE.
THIS IS CRITICAL.
WE ARE LOOKING FORWARD TO
GETTING THAT INFORMATION BACK.
>> THANK YOU FOR YOUR
THOUGHTFULNESS ON THIS AND I
WANT TO SAY THANK YOU TO THE
PEOPLE THAT TESTIFIED THIS
MORNING.
IT REALLY MATTERS FOR WHAT --
TO HEAR YOUR STORIES AND TO
HEAR THE WORRIES AND CONCERNS.
THIS IS A WAY WE CAN AT LEAST
TRY TO ADDRESS SOME OF THE
FEELINGS OF DISRESPECT.
I WANT YOU TO KNOW YOU ARE
BEING HEARD AND WE ARE TRYING,
AND THAT THIS IS NOT THE END OF
THE DAY.
THIS GETS STARTED AND SIX
MONTHS FROM NOW, A YEAR FROM
NOW, WE CAN COME BACK AND FINE
TUNE IF IT'S NOT WORKING THE
WAY WE ARE ANTICIPATING.
THANK YOU TO YOU AT THE TABLE
THAT HAVE HELPED DRAFT THIS.
>> THE SECOND ISSUE THAT WE
REVIEWED THE LEGISLATION FOR
WAS THE LEVEL OF INDEPENDENCE
OF THE OFFICE.
THE RECOMMENDATIONS HAD
EXPRESSED A DESIRE FOR
INDEPENDENCE AND THE COUNSEL
BILL HAS TRANSMITTED THE
PROPOSAL THAT THE OFFICE BE
WITHIN THE EXECUTIVE BRANCH BUT
INDEPENDENT FROM THE OFFICE FOR
CIVIL RIGHTS AND APARTMENT OF
HUMAN RESOURCES.
TO STRENGTHEN THE EXECUTIVE
BRANCH THERE ARE A FEW PROPOSED
AMENDMENTS.
THE FIRST IS THE ONE I
MENTIONED ON PAGE 3 AT LINE 14
WHICH STATES THE OEO SHALL BE
ON -- SHALL BE FREE OF UNDUE
INFLUENCE.
IT ALSO REQUIRES THAT THE OEO
PROVIDE ALL REPORTS AND REQUEST
DATA CONCURRENTLY TO THE MAYOR
AND COUNCIL.
>> I THINK THAT'S REALLY GREAT,
ESPECIALLY AS WE LOOK AT
CONCURRENT DRAFTS AND LOOK AT
DATA, I THINK MOST MINES AT THE
TABLE CAN HELP IDENTIFY
PROBLEMS AND SOLUTIONS
TOGETHER.
SO I APPRECIATE THAT WITH THE
WORK WE'VE DONE WITH THE
MAYOR'S OFFICE AND THE WORK
HOLDERS WHO REQUEST THAT TYPE
OF INFORMATION.
>> THE SECOND AMENDMENT IS ON
PAGE 6 LINE 17.
THE OEO WOULD BE REQUIRED TO
SUBMIT THE IMPLEMENTATION PLAN
BUT LOOK AT INDEPENDENCE OF THE
OFFICE.
THE THIRD ITEM IS ON PAGE 6 AT
LINE 19.
WHICH WOULD REQUIRE THE OEO
DEVELOP ITS ANNUAL REPORT IN
CONSULTATION WITH THE IDT OR
SUBSEQUENT OVERSIGHT BODY LEG
OR -- LABOR ORGANIZATIONS ARE
STAKEHOLDERS.
THE THIRD ITEM IS A MINOR ONE
IN THAT IT JUST DEALS WITH WHO
HE OEO WILL ACTUALLY SE
BECAUSE THE ESTABLISHMENT OF
THE OEO WAS FIRST ESTABLISHED
IN EXECUTIVE ORDER WHICH JUST
APPLIES TO EXECUTIVE BRANCH
EMPLOYEES.
WHEN THE LEGISLATION CAME DOWN
IT WAS NOT COMPLETELY CLEARED
THAT THE OEO WOULD BE AVAILABLE
TO ALL EMPLOYEES AND ALL
BRANCHES OF GOVERNMENT SO THE
AMENDMENT JUST CLARIFIES THAT
IT MAKES COMPLETELY CLEAR THAT
IT IS AVAILABLE TO ALL
EMPLOYEES.
WHETHER OTHER BRANCHES DECIDE
THEY WILL USE THE OEO IS THEIR
OWN PREROGATIVE, BUT IT IS OPEN
TO EMPLOYEES CITYWIDE.
>> DID YOU HAVE ANYTHING ELSE
TO ADD IN TERMS OF ITEM NUMBER
TWO ON AUGMENTING THE LEVEL OF
INDEPENDENCE RELATED TO THE
LAST SECTION ON PAGE 8?
>> IN TERMS OF THE DIRECTOR?
>> YEAH.
>> YES.
I WILL DISCUSS THIS A LITTLE
BIT LATER, AS WELL BUT IN TERMS
OF THE APPOINTMENT AND REMOVAL
OF THE DIRECTOR, THE DIRECTOR
SHALL BE APPOINTED BY THE MAYOR
BUT SUBJECT TO CONSULTATION
WITH KEY STAKEHOLDERS.
STILL SUBJECT TO CONFIRMATION
BY COUNSEL.
IT CAN BE REMOVED BY A FALLING
STATEMENT OF REASONS BY CITY
COUNCIL.
THIS ISN'T A NOVEL IDEA WITHIN
THE CODE.
THIS IS THE SORT OF REMOVAL
PROCEDURE THAT IS APPLICABLE TO
THE DIRECTOR OF THE OFFICE FOR
HOUSING.
AND THE OFFICE OF IMMIGRANT
REFUGEE AFFAIRS.
SO IT WOULD JUST BE SIMILAR TO
THOSE.
>> GREAT, THANK YOU.
>> I WAS GOING TO TAKE THE LAST
SET OF AMENDMENTS.
ONE OF THE MAIN REASONS FOR
CREATING THE OEO WAS TO PROVIDE
AN IN THE -- ALL JACK -- TO
PROVIDE AN ALTERNATIVE PLACE
FROM PLACE TO GO TO IF THEY
WERE NOT COMFORTABLE WITH THEIR
DEPARTMENT HR.
THE INITIAL LANGUAGE THAT CAME
DOWN WAS AN ATTEMPT TO MAKE
SURE IT WAS NEUTRAL BECAUSE
THEY ARE GOING TO BE EMPLOYEES
-- THERE ARE GOING TO BE
EMPLOYEES BOTH SEEKING HELP FOR
MAKING AN ALLEGATION AND THOSE
WHO HAVE MADE AN ALLEGATION
AGAINST THEM.
WE WANTED TO MAKE SURE EVERYONE
FELT SAFE SEEKING ASSISTANCE.
IN ORDER TO STRENGTHEN THE
LANGUAGE AND MAKE IT MORE
ROBUST.
THE FOLLOWING CHANGES ARE BEING
SUGGESTED.
THE FIRST IS WHILE OEO WILL NOT
GIVE LEGAL ADVICE.
>> IS IT IN THIS?
>> YES.
IF YOU ARE FOLLOWING THE MEMO
IT'S ON PAGE 5 OF THE MEMO.
IT'S LOOKING AT AMENDMENTS
STARTING ON PAGES FOUR AND FIVE.
I DON'T KNOW IF YOU ARE
FOLLOWING THE MEMO OR THE
ORDINANCE.
YOU'RE TRYING TO DO BOTH.
I UNDERSTAND.
>> THE FIRST AMENDMENT WOULD BE
TO CHANGE THE LANGUAGE FROM
NEUTRAL AND IMPARTIAL
INFORMATION SO IN SECTION 315022
A IT WOULD READ "TO ASSIST
EMPLOYEES IN UNDERSTANDING AND
ASSESSING THE WORK SITUATION AND
THE OPTIONS AND RESOURCES
AVAILABLE TO THEM."
SO WHILE THEY ARE NOT GIVING
LEGAL ADVICE, WE WANTED TO BE
MORE ROBUST AT HAVING SOMEONE
THERE WHO YOU COULD TALK TO AND
HAVE A CONVERSATION TO EXPLORE
YOUR OPTIONS.
>> DO I UNDERSTAND THAT WE ARE
TAKING A PAGE OUT OF THE
UNIVERSITY OF WASHINGTON'S BOOK
HERE WITH OEO?
AND THEN DEVELOPIG OUR OWN
REGULATIONS?
>> THE UNIVERSITY OF WASHINGTON
DOES HAVE A OMBUD WHO FUNCTIONS
IN THIS NAVIGATOR ROLE.
DIFFERENT THAN KING COUNTY'S
OMBUD WHO WAS AN ACTUAL
INVESTIGATOR.
I BELIEVE CHAPEL HILL IS
ANOTHER PLACE PEOPLE LOOKED TO.
SO THAT WAS THE AMENDMENT ON
CHANGING THAT LANGUAGE AND WE
ALSO KNOW INAPPROPRIATE CONDUCT
MAY NOT RISE TO THE LEVEL OF
THE LEGAL DEFINITION OF
HARASSMENT, SO WE WANTED TO
MAKE SURE THAT OEO WAS ABLE TO
ASSIST EMPLOYEES IN TALKING
ABOUT CONDUCT THAT IS NOT JUST
LEGALLY DEFINED AS HARASSMENT
BUT MAYBE AN APPROPRIATE
WORKPLACE CONDUCT.
>> THAT'S IMPORTANT AS WE HAVE
TALKED ABOUT.
THERE IS A SPECTRUM OF
INAPPROPRIATE BEHAVIOR AND AS
WE HEARD ABOUT EARLIER, WE ARE
OFTEN ONLY LOOKING AT WHETHER
OR NOT SOMETHING WAS ILLEGAL
AND REALLY WE NEED TO BE
LOOKING AT THE ENTIRE SPECTRUM
TO CATCH INAPPROPRIATE BEHAVIOR
AT THE BEGINNING SO THAT
INAPPROPRIATE COMMENTS ON AN
INDIVIDUAL'S HAIR, BODY, SKIN
COLOR, CLOTHING, NEVER
ESCALATES TO ACTUAL GROUPING,
ASSAULT OR HARASSMENT ON AN
ONGOING BASIS.
THAT ENTIRE SPECTRUM I THINK IS
CRITICAL FROM AN INVESTIGATION
STANDPOINT BUT ALSO MAKING SURE
THE STORIES OF INDIVIDUALS
FEELING UNSAFE, HAVING
úINAPPROPRIATE COMMENTS MADE TO
THEM ARE HEARD AND THAT WE
RESPOND APPROPRIATELY.
>> I AM ALSO INTERESTED IN THE
FLIPSIDE OF THAT.
AS WE'RE TALKING ABOUT THE
CONTINUUM, SOMETIMES AN
INDIVIDUAL MAY SAY SOMETHING,
COMMENT OR SAY I APPRECIATE
YOUR NECKLACE OR YOUR HAIRCUT,
NOT MEANING IT TO BE OFFENSIVE
BUT IT IS TAKEN AS A
DISRESPECTFUL MOMENT, ARE THERE
WAYS AND OPPORTUNITIES FOR
TALKING WITH THAT INDIVIDUAL AS
WELL SO THAT IT DOESN'T FEEL
LIKE IT GOT YOU?
IT FEELS LIKE WE ARE TRYING TO
CHANGE THE CULTURE?
>> ABSOLUTELY.
I THINK THAT IS ONE OF THE
HOPES THIS OFFICE WILL BE ABLE
TO FACILITATE THAT KIND OF
UNDERSTANDING AMONGST EMPLOYEES
SO YOU ARE NOT IT -- YOU ARE
NOT EXCUSING INAPPROPRIATE
BEHAVIOR BUT MAYBE INCREASING
THE UNDERSTANDING OF DIFFERENT
PEOPLE'S PERCEPTIONS.
>> CORRECT.
>> AND IT CAN BE DIFFERENT.
ONE OF THE COMMENTS THAT WAS
MADE EARLIER THAT STRUCK ME,
YOU KNOW IF I HAD -- IF I HAD
BEEN WORKING ON A BOARD WHERE I
AM TAKING COMMENTS FOR THREE
YEARS AND NOW I'VE GOT A NEW
SUPERVISOR COMING IN WHO IS
TELLING ME HERE IS THE VOLUME
ADJUSTMENTS WHICH, JUST THAT
STORY ALONE YOU KNOW JUST PUTS
THAT HORRIBLE PIT IN YOUR
STOMACH AND THAT ANGER LIKE
WHAT ARE YOU TALKING ABOUT?
I'VE BEEN DOING THIS FOR THREE
YEARS.
IT'S MY HEADSET.
SO CAN WE FIGURE OUT A PLACE
WHERE WE CAN ACTUALLY FIX THAT
WITHOUT IT BEING ADVERSARIAL?
I LIKE THE FACT THAT WHAT WE
ARE TRYING TO ACCOMPLISH IS TO
DO GOOD WORK, AND THE REASON WE
ARE ALL HERE IS TO DO GOOD WORK
FOR THE TAXPAYERS.
IF SOMETHING IS IN THE WAY OF
THAT, LET'S FIGURE OUT HOW WE
CAN FIX IT.
THIS STRIKES ME AS A GREAT
OPPORTUNITY WHERE IS ISN'T AN
US VERSUS THEM.
IT'S ALL OF US TRYING TO FIGURE
OUT WAYS TO GET ALONG AND BE
RESPECTFUL.
>> I COULDN'T AGREE MORE.
AND KEEP IT FROM ESCALATING.
>> RIGHT.
THE NEXT THING THAT WAS LOOKED
AT WAS THE ORIGINAL ORDINANCE
SAID THE OEO WOULD INFORM THE
CITY EMPLOYEES ABOUT THE CITY
PROCESSES FOR REPORTING,
INVESTIGATING AND ADDRESSING
WORKPLACE CONDUCT, AND SECTION
3.1 5.002 B INCLUDES OPTIONS
AVAILABLE OUTSIDE THE CITY.
OUR CURRENT PERSONNEL RULES
ALSO REFERENCE THAT YOU HAVE
REMEDIES UNDER STATE AND
FEDERAL AGENCIES.
SOME PEOPLE ARE REPRESENTED IN
THE CITY.
YOU MAY WANT TO DISCUSS YOUR
OPTIONS UNDER YOUR UNION
CONTRACT.
SO WE ARE NOT LIMITING OR
PROVIDING PEOPLE WITH A FULL
RANGE OF OPTIONS THE NEXT
SECTION OF OEO IS SEEING PEOPLE
WHO ARE EXTREMELY DISTRESSED OR
UNDER STRESSED FROM WHAT IS
HAPPENING IN THERE WORKPLACE.
SECTION 3.1 5.002 WOULD ALLOW
THE EMPLOYEE TO BRING ANOTHER
PERSON WITH THEM IF THEY WANTED
TO BRING SOMEBODY THERE FOR
EMOTIONAL SUPPORT WHEN THEY
HAVE THEIR DISCUSSIONS WITH OEO.
>> CAN YOU TELL ME WHAT PAGE
THAT'S ON?
>> ABSOLUTELY.
>> IT'S PAGE FIVE OF ATTACHMENT
A.
>> THANK YOU.
>> LINES 11 THROUGH 13.
>> AND IT ALSO ALLOWS THE OEO
TO REFER EMPLOYEES TO OUR
EMPLOYEE ASSISTANCE PROGRAM.
>> I JUST WANT TO COMMENT THIS
IS A DIRECT IDEA RECOMMENDATION
THAT CAME FROM DEPARTMENT LAND
WORKERS, FROM OUR UNION
REPRESENTATIVE FOLKS WHO KNOW
THAT SOMETIMES IN THIS PERIOD
OF CRISIS, DURESS, IT'S
CRITICALTO HAVE A TRUSTED
PARTNER WHETHER THAT IS YOUR
UNION REPRESENTATIVE OR
COMMUNITY ADVOCATE WHO WORKS ON
THESE ISSUES.
BEING ABLE TO BRING SOMEONE
WITH YOU REGARDLESS OF WHETHER
YOU ARE BRINGING THE CLAIM OR
SOMEBODY HAS THE CLAIM AGAINST
YOU IS REALLY IMPORTANT AND
HOPEFULLY GIVES PEOPLE A SENSE
OF THEIR VOICE BEING HEARD.
WE DON'T WANT THESE ISSUES TO
GO INTO A VACUUM.
THEY NEED TO BE THERE SO THEY
HAVE THE CHANCE TO BE ABLE TO
FULLY EXPRESS THEMSELVES.
I THINK HAVING A PERSON WITH
THEM WILL HELP.
>> I COMPLETELY CONCUR.
I'VE DONE ENOUGH FACILITATION
AND MEDIATION WANT TO KNOW YOU
SOMETIMES JUST NEED A BUDDY.
IF YOU ARE THINKING ABOUT THE
NEXT SENTENCE, YOU MIGHT MISS
SOMETHING THAT IS PRETTY
IMPORTANT.
HAVING SOMEBODY THERE CAN
REALLY HELP FACILITATE WHERE IT
IS.
WHAT WE CAN DO TO REALLY SOLVE
THIS.
I COULDN'T BE HAPPIER WITH THIS
ADDITION.
THE NEXT AREA WE WILL LOOK AT
IS SECTION 5 OF THE MEMO ON
OVERSIGHT.
IT IS SECTION 315.002.
C 3 PAGES FIVE AND SIX OF THE
ORDINANCE.
AFTER THE I.D.
-- IDT REPORT CAME OUT, THE
MAYOR SIGNED AN EXECUTIVE ORDER,
AND IN THAT THEY OUTLINED STEPS
TO RESPOND.
THEY'VE ACKNOWLEDGED THE WORK
OF THE IDT.
FORCING A ROLE CONTINUING TO
PROVIDE OVERSIGHT OF THE OEE
IMPLEMENTATION.
HOWEVER, THAT WAS NOT REFLECTED
IN THE LEGISLATION AND IT'S NOT
CLEAR IF THE IDT IS THE
APPROPRIATE OVERSIGHT OR WHO
THE APPROPRIATE BODY WOULD BE.
SO THIS ORDINANCE AMENDMENT
WOULD REQUIRE THE OEO TO
CONSULT WITH THE IDT OR A
SUBPOINT -- SUBSEQUENT
OVERSIGHT BODY AS WELL AS
OVERSIGHT ORGANIZATION AND
OTHER KEY STAKEHOLDERS AS THEY
PUT FORWARD THEIR
RECOMMENDATIONS.
>> AND THE NEXT SECTION WOULD
REQUIRE THEM TO ALSO END THE
OEO IN THEIR ANNUAL REPORT TO
CONSULT WITH EITHER THE
OVERSIGHT BODY KEY
STAKEHOLDERS, PER -- PERTINENT
PEOPLE THAT HAVE HELPED DEVELOP
THE LEVL IS ASIAN --
LEGISLATION.
THERE IS AN ANNUAL REPORT BEING
REQUESTED OF THE OEO.
I DON'T WANT TO FRIGHTEN ANYONE
WHO IS CONSIDERING TAKING THIS
JOB.
BUT PART OF IT SHOULD BE FOR
THEM TO TAKE A POLICY ROLE AS
WELL AS AN INFORMATIONAL ROLE
SO THAT AS THEY SEE PEOPLE
COMING THROUGH THEIR OFFICE AND
THEY GET A SENSE OF THE
PATTERNS, THE PLACES WHERE
THERE MAY BE GAPS IN WHAT WE
SHOULD BE ADDRESSING, THAT THEY
HAVE THE OPPORTUNITY IN THEIR
ANNUAL REPORT TO LET US KNOW
WHERE THERE ARE PLACES THAT
COULD BE STRENGTHENED AND WE
HAVE ADDED TO THE THINGS WE
WOULD LIKE THEM TO RECOMMEND SO
WHAT IS BEING ADDED IS FOR
TRAINING SPECIFICALLY IN PERSON
TRAINING BECAUSE SOMETIMES THAT
IS MORE HELPFUL THAN SOMETHING
ONLINE.
AS I SAID BEFORE SOMETHING TO
IDENTIFY PATTERNS OR AREAS
WHERE THEY THINK THERE HAS BEEN
AN APPROPRIATE WORKPLACE
CONDUCT THAT SHOULD BE
ADDRESSED, AND WHETHER THERE
ARE SYSTEMIC CHANGES THAT
REALLY NEED TO HAPPEN IN ORDER
TO ROOT OUT KIND OF INEQUITY
AND INJUSTICE IN THEIR
PERSONNEL SYSTEMS ARE THE WAY
WE INTERACT WITH EACH OTHER.
AND BECAUSE WE KNOW EVEN WITH
OUR BEST INTENTIONS EVERYBODY
IS BUSY, AND IT'S HARD TO
RESPOND TO EVERYTHING THAT
COMES TO THE COUNCIL, WE HAVE
PUT A REQUIREMENT THAT THE
COUNCIL AND MAYOR RESPOND TO
THESE RECOMMENDATIONS SIMILAR
TO WHAT WAS IN THE DOMESTIC
WORKERS ORDNANCE.
SO WE HAVE REQUIRED THAT IN 120
DAYS AFTER RECEIPT THAT WE
WOULD RESPOND TO THOSE
RECOMMENDATIONS EITHER JOINTLY
OR SEPARATELY WITH THE MAYOR OR
IN CONSULTATION WITH THE
MAYOR'S OFFICE.
FURTHER INFORMATION WE WOULD
NEED, ANY ALTERNATIVES, OR IF
THERE ARE RECOMMENDATIONS WE
DON'T INTEND TO GO FORWARD, THE
REASONS WHY WE AREN'T SO WE ARE
RESPONSIBLE BOWL AND
RESPECTFUL.
>>
>> I LIKE THIS CALLED THE
REPORT SHALL NOT SIT ON THE
SHELF LEGISLATION.
IT WILL HAVE ACTION.
>> THERE WERE A COUPLE THINGS
WE WANTED TO POINT OUT IN THE
LEGISLATION THAT WERE NOT IN
PRIOR CATEGORIES.
SO WE CHANGED IT TO REAFFIRM
COMMITMENT TO CITY EMPLOYEES
HAVING A SAFE AND RESPECTFUL
WORKPLACE.
>> WHAT PAGE ARE YOU ON?
>> I AM ON THE LAST PAGE OF THE
MEMO AND THIS REFERS BACK TO
THE WHEREAS CLAUSE OF THE
ORDINANCE.
THIS IS AN ADDITION ON PAGE 2.
>> IT'S THE FIRST PAGE OF THE
ATTACHMENT.
>> I AM THERE NOW.
>> WE ADDED IN THE RECITALS
REAFFIRMATION OF THE CITY'S
COMMITMENT TO -- THAT ALL CITY
EMPLOYEES HAVE A SAFE AND
EFFECTIVE WORKPLACE. WE
IDENTIFIED AND CALLED OUT THE
IDT 2019 RECOMMENDATIONS.
SO THEY WERE JUST ADDITIONS TO
THE WHEREAS.
>> I THINK WE HAVE COVERED ALL
OF THE CHANGES THAT WE
SUGGESTED TO THE ORDINANCE.
YOU HAVE A VERSION 3-D THAT
INCORPORATES ALL OF THOSE
CHANGES.
>> OKAY, GREAT BEFORE WE ADDRESS
THE QUESTIONS, ADRIAN DID YOU
HAVE ANYTHING YOU WOULD LIKE TO
ADD?
>> YES.
ADRIAN THOMPSON FROM THE
MAYOR'S OFFICE.
I WANT TO THANK COUNCILMEMBER
MOSQUEDA FOR YOUR LEADERSHIP
NOT ONLY ON THIS PIECE OF
LEGISLATION BUT ALSO THROUGH
THE IDT.
I KNOW THERE HAS BEEN WORK FOR
SEVERAL MONTHS.
WE ARE VERY EXCITED TO SEE THIS
MOVING FORWARD AND THANK YOU
COUNCILMEMBER BAGSHAW FOR YOUR
LEADERSHIP AS WELL.
WHEN THE MAYOR FIRST TOOK
OFFICE A YEAR AGO, SHE CLEARLY
HEARD FROM EMPLOYEES THE VAST
COMPLAINTS AROUND HARASSMENT
AND DISCRIMINATION IN THE
WORKPLACE AND REALLY WANTED TO
DO SOMETHING THAT WAS
MEANINGFUL AND CULTURE CHANGING
IN OUR CITY AND WANTED TO BE
SUPPORTIVE OF EMPLOYEES SO WE
WERE IN FULL TO WORK WITH
COUNCILMEMBER MOSQUEDA TO
REALLY LOOK AT IT FROM ACROSS
DEPARTMENTS, LABOR, EMPLOYEES
AS WELL AS OTHER ELECTED BODIES
IN OUR CITY.
WE ARE EXCITED TO PUT FORTH
RECOMMENDATIONS GOING FORWARD
SO WE HAVE WORKED CLOSELY OVER
THE LAST MONTH ON THIS
LEGISLATION AND WE ARE EXCITED
TO REALLY SEE THE COUNSEL MOVE
IT FORWARD.
>> GREAT.
I DON'T HAVE A QUESTION.
I AM JUST SO DELIGHTED THAT YOU
HAVE ALL BEEN WORKING TOGETHER.
COUNCILMEMBER MOSQUEDA THIS IS
YOUR LEADERSHIP, YOUR
BRILLIANCE.
YOUR EXPERIENCE REALLY COMING
TO THE TABLE.
I HEARD THE STAFF WAS VERY MUCH
AND -- IN SUPPORT OF THIS.
I FELT LIKE WE HAD THE
HALLELUJAH MOMENT.
IT MAKES A DIFFERENCE.
IN 1992 I WAS A NEW LAWYER AT
METRO.
THEY DID A GREAT BIG DEAL FOR
THREE DAYS WITH EVERYBODY
WORKING FOR METRO AT THAT TIME
WENT THROUGH A CULTURE CHANGE
EFFORT.
I THOUGHT IT WAS ONE OF THE
BEST STEPS FORWARD I'D EVER
SEEN.
YET THIS IS EVEN BETTER BECAUSE
IT PUTS IT ON THE GROUND FOR
PEOPLE TO COME IN TO HAVE A
PLACE THEY CAN TALK AND WORK
THROUGH ISSUES BUT ALSO AS WE
TALKED A MOMENT AGO, IF THERE'S
TWO INDIVIDUALS THAT ARE HAVING
PROBLEMS THAT ARE JUST NOT
COMMUNICATING CLEARLY,
UNDERSTANDING EACH OTHER'S
NEEDS, IT PROVIDES THAT FOR HIM.
JUST EXTEND MY THANKS TO THE
MAYOR.
AND USHA AND PATRICIA I KNOW
HOW MUCH WORK THIS WOULD --
WENT INTO.
AMONG THE THREE OF YOU
COUNCILMEMBER MOSQUEDA AND
STAFF, THANK YOU FOR DOING THIS.
SO I THINK WE ARE ON A REALLY
GOOD PATH.
>> THANK YOU VERY MUCH
COUNCILMEMBER BAGSHAW.
YOU HAVE BEEN A STEADY
SUPPORTER OF MAKING SURE WE
TAKE THOSE VALUES AND PUT THEM
INTO ACTION.
WE RECOGNIZE THIS IS THE FIRST
STEP.
I DO HAVE A FEW COMMENTS AND I
REALLY JUST WANT TO SAY THANK
YOU TO EVERYONE HERE AGAIN.
I DON'T HAVE ADDITIONAL
QUESTIONS AND I KNOW WE WILL
HAVE A CHANCE TO CONTINUE TO
ASK QUESTIONS ABOUT OUR NEW
DIRECTOR, THE STAFFING OF IT.
AS WE GET THE REPORT BACK AT
THE END OF 2019 AND REALLY I
THINK THIS HAS BEEN A
COLLABORATIVE EFFORT BOTH WITH
THE COUNCILMEMBERS, THE MAYOR'S
OFFICE AND REALLY DRIVEN BY THE
RECOMMENDATIONS FROM SILENCE
BREAKERS, UNION REPRESENTATIVES
AND FRONT-LINE WORKERS WHO ALSO
HAVE A SENSE OF URGENCY THAT WE
NEEDED TO ACT QUICKLY.
I REALLY APPRECIATE FOLKSS' --
FOLKS PUT -- FOLKS' RECOGNITION
THAT WE NEEDED TO ENHANCE THE
LEGISLATION AND BRING FORWARD
THOSE VALUES THAT WERE EMBEDDED
BUT TO BE EXPLICIT ABOUT IT FOR
FUTURE COUNCILS, ELECTIONS TO
MAKE SURE OUR VALUES WERE
REFLECTED YEAR AFTER YEAR.
MATTER WHO IS IN THESE SEATS
THAT WE CODIFY THOSE
COMMITMENTS.
LAST YEAR I RAN FOR OFFICE IN
2017 AND IN THE LAST TWO MONTHS
PRIOR TO THE ELECTION IS WHEN
THE ME TOO MOVEMENT BEGAN TO
TAKE OVER SOCIAL MEDIA AND
TRADITIONAL MEDIA SOURCES.
HAVING HAD THE EXPERIENCE OF A
ME TOO MOVEMENT ALONG THAT
SPECTRUM LIKE MANY PEOPLE HAVE
REPORTED, WE KNEW WE NEEDED TO
ACT WITH URGENCY AND THIS WAS
ONE OF THE KEY PROVISIONS I
WANTED TO MAKE SURE WE HAD THE
CHANCE TO ADVANCE WITHIN THE
FIRST YEAR OF BEING HERE.
I THINK HAVING PEOPLE GET INTO
THESE POSITIONS WHO SAY IT'S NO
LONGER OKAY TO PUT THESE ISSUES
ON THE BACK BURNER, THAT WE
WILL BRING THESE ISSUES FORWARD
AND BE ACCOUNTABLE TO
OURSELVES, BE ACCOUNTABLE TO
THE COMMUNITY AND WORKERS IS
EXACTLY THE TYPE OF ACTION WE
NEED TO HAVE NOT JUST IN THIS
WASHINGTON BUT THE OTHER
WASHINGTON, AS WELL.
>> GOOD LUCK ON THAT BUT WE CAN
DO IT LOCALLY.
>> AND WE HAVE LEARNED FROM
COLLEAGUES TRYING TO MAKE
CHANGES IN CONGRESS, FROM THE
STATE CAPITAL, AND DOING THAT
HERE NOT JUST FOR WORKERS
WITHIN THE CITY.
BUT DOING IT CITYWIDE I THINK
HAS TAKEN THIS COMMITMENT TO
THE NEXT STEP.
WE WANT TO RECOGNIZE THAT THE
WORK BEING DONE IS NOT JUST
THROUGH A BROAD POLICY CHANGE
LENS.
BUT IT'S REALLY THROUGH THE
RACE AND SOCIAL JUSTICE LENS.
WE KNOW THEY HAVE
DISPROPORTIONATELY IMPACTED
WOMEN AND ESPECIALLY WOMEN OF
COLOR.
AND INDIVIDUALS FROM THE LGBTQ
COMMUNITY.
SO YES IT WILL BENEFIT EVERY
SINGLE WORKER BUT I'M HOPING IT
WILL HAVE A DISPROPORTIONATE
POSITIVE IMPACT ON THOSE WHO
HAVE BEEN HISTORICALLY
OPPRESSED AND KEPT OUT OF THE
POLICYMAKING TABLES WHO HAVE
BEEN EXPLICITLY INVITED IN.
I HOPE WILL BE NOT ONLY DO WE
SEE MORE PEOPLE COMING FORWARD
BECAUSE THEY TRUST THE SYSTEM
BETTER, BUT THAT WE ALSO GET
FEEDBACK FROM FRONT-LINE
WORKERS THAT THEY ALSO FEEL A
GREATER SENSE OF TRUST AND THEY
ARE SAFER, AND THAT BEHAVIOR IS
TRULY CHANGING.
I THINK THAT IS A COMMENT TO
NOT ONLY THE FACT THAT WE WANT
TO CHANGE INDIVIDUAL BEHAVIORS
BUT WE WANT TO CHANGE WORKFORCE
BEHAVIORS AND SYSTEM BEHAVIORS.
WE WANT TO LOOK AT THIS THROUGH
THE ORGANIZATIONAL LENS THAT IT
DESERVES TO MAKE SURE WE ARE
CHANGING OUR POLICIES SO
PRACTICES AND NORMS TRULY JURY
-- TRULY DO CHANGE.
THE POLICY RECOMMENDATIONS THAT
CAME OUT OF THIS REPORT
ADDRESSING AND PREVENTING
WORKPLACE HARASSMENT AND
DISCRIMINATION, YOU CAN SEE THE
FULL 34 RECOMMENDATIONS IN THAT
REPORT LOOKING AT VARIOUS
JURISDICTIONS.
THEY LOOKED AT INTERNAL RESULTS
FROM OUR CITYWIDE RACE AND
SOCIAL JUSTICE RECOMMENDATION
TO COME UP WITH 100 66
STRATEGIES.
PERSONNEL RULES, WORKPLACE
CULTURE, ANTIRACIST POLICIES,
PRACTICES AND MOST IMPORTANTLY
HOW WE CAN BE ACCOUNTABLE TO OUR
EMPLOYEES.
WE ARE CREATING THE CENTRAL
HUB.
ONE OF THE RECOMMENDATIONS IN
THE REPORT WAS TO CREATE THE
CENTRAL HUB SO PEOPLE CAN
UNDERSTAND THEIR OPTIONS AND
HAVE A BETTER CHANCE TO ADDRESS
THE SITUATIONS THEY ARE FACING
ON A DAILY BASIS.
THIS IS IMPORTANT BUT AS
COUNCILMEMBER BAGSHAW AND I
SAID THIS IS JUST THE FIRST
STEP AMONG MANY.
SO WE WILL CONTINUE TO LOOK AT
THAT REPORT.
>> I HASTEN TO SAY I KNOW I
SOUND LIKE A BROKEN RECORD BUT
WE WANT TO BE AN AGE FRIENDLY
CITY AND WE WANT ALL AGES AND
ABILITIES TO BE HONORED AND
OFTEN TIMES WHEN WE TALK ABOUT
RACE AND SOCIAL JUSTICE AS
CRITICAL AS THAT IS, I THINK WE
NEED TO TAKE THE NEXT STEP AND
RECOGNIZE AGEISM IS LIVE -- IS
ALIVE AND WELL.
I KNOW WE ARE MAKING PROGRESS
BUT PART OF THAT REASON IS WE
KEEP BRINGING IT UP AND WE SAY
WE'RE GOING TO CANNOT ONLY FOR
PEOPLE WHO HAVE IN THE PAST BEEN
GIVEN OR FELT VERY MUCH LIKE
THEY HAVE BEEN DISRESPECTED AND
I WANT TO BRING OUR SENIORS
BACK IN AND LIFT THEM UP AS
WELL.
THEY ARE VERY MUCH PART OF THE
WORKFORCE.
THEY ALSO NEED TO BE INCLUDED,
RECOGNIZED AND APPRECIATED.
>> ABSOLUTELY.
WE DID HEAR STORIES DIRECTLY
FROM THE SILENCE BREAKERS ABOUT
AGEISM AND HOW THAT HAS AFFECTED
-- AFFECTED THEIR WILLINGNESS
TO COME FORWARD AND RESPONSES
THEY'VE SEEN SO I THINK THAT'S
A GREAT ADDITION TO COMMENT ON.
>> IT'S SO EASY TO STOP AND SAY
RACE AND SOCIAL JUSTICE MEANS
RACE BUT NOT SOCIAL JUSTICE FOR
PEOPLE WHO ARE ALSO
EXPERIENCING A DIFFERENT KIND
OF DISCRIMINATION.
>> WHEN WE TALKED ABOUT AN
INCLUSIVE BIKE NETWORK WE USE
THE TERM ALLEGRO WHICH IS ALL
AGES AND AGES, ETHNICITIES,
GENDERS AND ABILITIES.
I THINK THAT CAN APPLY HERE TOO.
I JUST WANT TO THANK YOU ALL
AGAIN.
THIS HAS BEEN A REALLY
IMPORTANT FIRST STEP FOR US TO
TAKE.
THE WORK WE ARE DOING TODAY
DOES NOT ERASE THE STORIES AND
EXPENSES PEOPLE HAVE HAD.
WE HAVE YET TO PAT OURSELVES ON
THE BACK BECAUSE WE NEED TO
ESTABLISH THE OFFICE AND MAKE
URE IT'S UP AND RUNNING BUT
THIS IS A TRULY CORTICAL STEP.
THANK YOU TO THE MAYOR'S OFFICE
FOR WORKING TO SEND US DOWN A
PIECE OF LEGISLATION AND FOR
WORKING WITH US TO AMEND IT TO
INCLUDE THESE PROVISIONS.
THANK YOU COUNCILMEMBER
BAGSHAW.
THANK YOU TO CENTRAL STAFF.
I KNOW IT'S BEEN A LONG FEW
WEEKS.
I WANT TO THANK JOSCCUEVAS WHO
HAS BEEN PARTICIPATING ON THE
IDT.
OUR OFFICE WOULD NOT BE IN A
POSITION TO HELP ADVANCE THESE
PIECES WITHOUT USE OF THANK
YOU.
AGAIN TO THE SILENCE BREAKERS,
TO THE FRONT-LINE WORKERS, TO
THE UNION MEMBERS WHO HAVE COME
FORWARD AND SHARED YOUR STORIES
AND ARE DEMANDING MORE.
IT'S CRITICAL THAT WE LOOK AT
BASIC DIRECTIVES FOR THE OEO,
APPLY IT TO ALL BRANCHES OF
GOVERNMENT, MAKE SURE THIS IS
FREE FROM POLITICAL INFLUENCE
AND THAT WE HAVE CREATED AN
IMPLEMENTATION PLAN TO HOLD
OURSELVES ACCOUNTABLE, AS WELL.
THAT'S WHAT WE ARE IN THE
BUSINESS OF.
NOT JUST CHECKING THE BOX AND
WALKING AWAY SO THANK YOU FOR
ALL OF YOUR WORK.
ANY OTHER QUESTIONS OR
COMMENTS?
>> I LOOK FORWARD TO MOVING
THIS.
>> I LOOK FORWARD TO CREATING
THE OFFICE OF OMBUD.
WE ARE ALSO LOOKING FORWARD TO
THE INVESTIGATIVE UNIT FEEDBACK
IN OUR SIX-MONTH REPORT.
I WOULD LIKE TO RECOMMEND
PASSAGE AS AMENDED.
DO I NEED TO DO THAT?
>> I THINK YOU NEED TO MOVE A
SUBSTITUTE BILL.
YOU NEED TO MOVE TO SUBSTITUTE
D3 FOR THE VERSION THAT WAS
TRANSPORTED AND SO WE DON'T
HAVE TO TAKE A VOTE ON EACH
AMENDMENT.
>> OKAY.
I MOVED TO SUBSTITUTE COUNSEL
BILL 119374 VERSION D3 FOR
VERSION D 2 NO SPACE A.
>> HOUSING, HEALTH, ENERGY, AND
WORKERS
SUPPORT.
>> EXCELLENT.
ALL IN FAVOR SIGNIFY BY SAYING
"AYE.".
THIS MAKES SURE THESE CHANGES
ARE PUTTING BACK IN MECHANISMS,
ENSURING GREATER STABILITY FOR
THE OFFICE AS WE MOVE FORWARD
AND ADDITIONAL FEEDBACK
MECHANISMS AS WE IMPLEMENT THIS
NEW OFFICE, AND I AM VERY
EXCITED TO WORK WITH ALL OF YOU.
>> DO WE NEED TO HAVE A SECOND
VOTE AS AMENDED?
>> I MOVE THE COMMITTEE
RECOMMEND COUNSEL BILL 119374
VERSION D 2 NO SPACE A. VERSION
3 AS AMENDED.
I'M OF THE COMMITTEE ROKHMAN'S
PASSAGE OF COUNSEL BILL 119374
S AMENDED.
>> GOOD.
SECOND.
>> ANY FURTHER COMMENTS?ALL
THOSE IN FAVOR.
>> AYE.
>> ANY OPPOSED?
ANY ABSTENTIONS?
THE COUNSEL BILL AS AMENDED HAS
BEEN APPROVED AND WE ARE ON OUR
WAY TO CREATING THE OFFICE OF
THE EMPLOYEE.
THANK YOU VERY MUCH FOR YOUR
WORK.
THIS MOTION IS GOING TO BE
BEFORE FULL COUNCIL ON DECEMBER
10 AND WE HAVE PASSED AN
IMPORTANT FIRST STEP SO THANK
YOU ALL VERY MUCH.
>> [ APPLAUSE ].
>> WHAT YOU HAVE APPROVED IS D
THREE.
>> VERY GOOD.
>> THANK YOU EVERYBODY WHO HAS
BEEN INVOLVED IN THIS.
>> WE HAVE ONE MORE ITEM ON OUR
AGENDA AND WE STILL HAVE 35
MINUTES.
WE ARE DOING GOOD, GUYS.
>> EXTRAORDINARY.
>> IF YOU DON'T MIND READING
INTO THE RECORD ITEM NUMBER 12.
>> AGENDA ITEM 12 COUNSEL BILL
119359 AN ORDINANCE RELATING TO
THE SEATTLE CITY LIGHT
DEPARTMENT FOR A BRIEFING
DISCUSSION AND POSSIBLE VOTE.
>> WHILE YOU'RE GETTING SETTLED
IN I WANT TO WELCOME TO THE
TABLE EVERYONE WHO WAS HERE TO
TALK ABOUT THIS LAST AGENDA
ITEM.
IF YOU COULD READ INTO THE
RECORD YOUR NAMES, THAT WOULD
BE GREAT.
WELCOME.
>> WELCOME BACK.
>> DEBRA SMITH, WHY DON'T WE
START WITH YOU FOR
INTRODUCTIONS.
>> THANK YOU FOR HAVING US
HERE.
I AM DEBRA SMITH, THE CEO AND
GENERAL MANAGER OF SEATTLE CITY
LIGHT.
AGAIN THANK YOU FOR YOUR
CONFIDENCE IN ME TO LEAD THE
UTILITY AND KNOW THAT THE
ISSUES YOU JUST DISCUSSED ARE
REALLY AN IMPORTANT PART OF HOW
I AM SPENDING MY TIME RIGHT NOW
SO I AM IN THIS FIRST 100 DAYS
TALKING TO A LOT OF EMPLOYEES,
CUSTOMERS, COMMUNITY MEMBERS.
I HAVE A MEETING SET UP WITH
THE SILENCE BREAKERS BEFORE THE
HOLIDAY.
ANYWAY.
I AM LEARNING A LOT ABOUT CITY
LIGHT, THE CITY OF SEATTLE,
REALLY ENJOYING THAT AND BEING
PART OF SEATTLE LEADERSHIP.
I AM LOOKING FORWARD TO
COLLABORATING WITH YOU AS A
COMMITTEE AND NOT JUST BRINGING
YOU FORWARD ITEMS LIKE THIS
THAT ARE LEGISLATIVE AND NATION
-- NATURE BUT ALSO ANSWERING
YOUR QUESTIONS AND TALKING WITH
YOU ABOUT THE IMPORTANT ISSUES
WE BOTH OR ALL CARE ABOUT.
THIS LEGISLATION TODAY REFLECTS
THE COUNSEL'S AUTHORITY OVER
THE UTILITY TO ENTER INTO AN
AGREEMENT WITH ANOTHER
JURISDICTION TO SUPPORT AN
IMPORTANT CAPITAL PROJECT THAT
ALSO IMPACTS OUR INFRASTRUCTURE.
WE HAVE A SHORT POWERPOINT
OUTLINING THE CITY OF BOTHELL
PROJECT, THE IMPACT ON CITY
LIGHT AND THE REASON FOR AN
AGREEMENT BETWEEN THE TWO
JURISDICTIONS.
SO WE WILL PRESENT THE
POWERPOINT AND ANSWER ANY
QUESTIONS.
>> WELCOME TO THE TABLE FOR
YOUR FIRST TIME OFFICIALLY IN
YOUR NEW ROLE.
WE LOOK FORWARD TO HAVING YOU
IN JANUARY AS WELL TO ADDRESS
THE REPORT AND OVERALL HOW THE
FIRST FEW WEEKS OR FEW MONTHS
ARE GOING.
CAN WE HAVE FOLKS INTRODUCE
THEMSELVES FOR THE RECORD.
>> DIRECTOR OF ENGINEERING.
>> CLAIRE LLOYD SEATTLE CITY
LIGHT, SUBSTATION COMMUNICATION
ENGINEERING MANAGER.
>> ERIC McCONAGHY CENTRAL
STAFF.
>> IT'S EXCITING TO HAVE YOU.
ALSO YOUR FIRST TIME AT THE
TABLE.
THANK YOU FOR YOUR WORK NOW AND
IN THE FUTURE.
>> GO AHEAD, ERIC.
>> I WAS ALL DONE.
>> CLAIRE HAS ALSO BEEN REALLY
INVOLVED IN THE DENNY
SUBSTATION PROJECT.
THAT'S A HUGE ACCOMPLISHMENT,
AS WELL AS TUAN.
>> THANK YOU.
>> DENNY SUBSTATION IS IN MY
DISTRICT.
I HAVE BEEN WORKING WITH YOUR
COLLEAGUES FOR A LONG TIME.
I WANT TO SAY THANK YOU ON THE
COMMUNITY BENEFITS AND THE
CONNECTIONS YOU'VE MADE TO
GREEN UP THE STREETS.
THANK YOU FOR THAT.
>> SHOULD WE GO AHEAD?
>> PLEASE.
>> THE CITY OF SEATTLE IS
REQUESTING AUTHORIZATION TO
ENTER INTO A JOINT UTILITY
TRENCH AGREEMENT WITH THE CITY
OF BOTHELL TO UNDERGROUND 4750
FEET, APPROXIMATELY .8 MILES --
.70 MILES OF CABLE, OF
COMMUNICATION CABLE FROM ARIAL
TO UNDERGROUND.
THIS CABLE WHICH IS -- LET'S
SEE IF I CAN GET IT ON HERE.
I GUESS WE CAN'T SEE IT BUT IT
IS SHOWN IN GREEN.
BUT THE PIECE -- THE PORTION OF
CABLE WE ARE TALKING ABOUT IS
SHOWN ON THE VICINITY MAP AND
IT IS PART OF A 24 MILE LONG
CABLE THAT RUNS BETWEEN THE
BOTHELL AND NORTH SUBSTATIONS.
BOTHELL AND NORTH SUBSTATIONS
ARE BOTH OWNED AND OPERATED BY
SEATTLE CITY LIGHT.
THE CABLES NEEDED TO TRANSPORT
COMMUNICATIONS FOR SEATTLE
SUBSTATIONS AND THE SKAGIT
GENERATION PLANTS.
THIS PATH IS CRITICAL FOR
OPERATIONS AND IS USED TO
CONTROL SUBSTATION AND
GENERATION FACILITIES.
THE CITY OF BOTHELL
BEAUTIFICATION PROJECT RUNS
ALONG STATE ROUTE 522.
IT REQUIRES ALL THE UTILITIES
WITH OVERHEAD INFRASTRUCTURE TO
RELOCATE TO UNDERGROUND.
THIS UNDERGROUND RING IS PART
OF A LARGER PROJECT TO PROVIDE
ROAD IMPROVEMENTS, BUSINESS
ACCESS AND TRANSIT LINES.
THE COST UNDERGROUND SECTION
ILL BE SHARED WITH MULTIPLE
UTILITIES.
THE OVERALL COST FOR THE TRENCH
AND THE CONDUITS FOR THE SEVEN
UTILITIES IS ESTIMATED AT $2.2
MILLION AND SEATTLE'S PORTION IS
ESTIMATED AT $282,000.
THE COST WE WILL ACTUALLY PAY
WILL BE PRORATED BASED ON THE
LENGTH OF THE CONDUIT.
>> --
>> WE ARE PAYING LESS.
I THINK IT'S MORE LIKE SIX.
EVEN THOUGH THERE IS SEVEN
UTILITIES WE ARE PAYING A
LITTLE BIT LESS BECAUSE SOME OF
THE OTHER UTILITIES HAVE
REQUESTED ADDITIONAL FEATURES
THAT WE DON'T NEED.
THE CITY OF BOTHELL WILL MANAGE
THE WORK AND SEATTLE CITY LIGHT
IS RESPONSIBLE FOR INSTALLING
THE FIBER ONCE THE CONDUIT
INFRASTRUCTURE IS IN PLACE.
WE ARE WORKING CLOSELY WITH THE
CITY OF BOTHELL TO PROVIDE
SEATTLE CITY LIGHT REQUIREMENTS
FOR THE DESIGN.
AND THE FUNDING IS AVAILABLE IN
OUR COMMUNICATION BUDGET FOR
2019.
>> THAT WAS IT.
PRETTY EASY.
SORRY I STILL AHEAD A LITTLE
BIT MORE.
THE SECTION OF CABLE SHOWN IN
GREEN AS I SAID BEFORE IS THE
PART WE'RE TALKING ABOUT.
THE YELLOW PORTION SHOWN IN
YELLOW IS THE ONLY WORK WE ARE
ANTICIPATING IN THE FUTURE FOR
THIS 24 MILE CABLE.
AND IS ASSOCIATED WITH THE CITY
OF KENMORE'S BRIDGE WIDENING
PROJECT.
AND THE BRIDGE WIDENING PROJECT
IS CURRENTLY UNDER DEVELOPMENT.
THAT WILL IMPACT 500 FEET OF
CABLE.
>> A QUESTION I LOVE TO ASK
WHEN YOU BRING THE BEAUTIFUL
ENGINEERING DRAWINGS.
IS THERE ANY REASON NOT TO DO
THIS?
>> ACTUALLY, IT'S A REQUIREMENT
FOR MAINTAINING FIBER
INFRASTRUCTURE.
IT'S TO CONTROL ALL SUBSTATION
GENERATION FACILITIES.
WITHOUT IT, IT WILL BE VERY
TOUGH TO OPERATE EFFICIENTLY.
>> DO WE HAVE ANYTHING IN
WRITING REQUIRING US TO DO THIS?
YOU SAID IT'S A PHYSICAL
REQUIREMENT BUT DO WE HAVE A
CONTRACTUAL RELATIONSHIP?
>> THERE'S NOT REALLY A
CONTRACTUAL AGREEMENT BETWEEN
BOTHELL AND THE CITY OF SEATTLE
HERE.
WE ARE JUST ON THE RIGHT-OF-WAY
SO THEY ARE DOING THE ROADWORK.
WE JUST HAVE TO RELOCATE OUR
FACILITY.
>> OKAY.
>> WHENEVER YOU ARE ON A RIGHT-
OF-WAY.
THAT'S ONE OF THE ONGOING
PROJECTS WE HAVE IS RESPONDING
TO THE NEED TO MOVE MORE
UNDERGROUND.
>> ERIC, DID YOU HAVE ANYTHING
YOU NEEDED TO ADD?
>> COUNCILMEMBER CAVA INTO THE
MEETING WORKING WITH CITY LIGHT
AND YOU, I THINK A FEW OF YOUR
QUESTIONS WERE ADDRESSED.
UNLESS YOU HAVE ANYTHING THAT
REMAINS UNANSWERED I THINK WE
ARE ALL SET.
>> ONE THING I ASKED
COUNCILMEMBER BAGSHAW WAS THE
PROPORTION OF PAYMENT.
IT SOUNDS LIKE WE ARE PAYING A
SMALL PERCENT, 6% OF THE
OVERALL COST.
HOW MUCH IS THE CITY OF BOTHELL
VERSUS KENNEWICK?
SOME OF THOSE QUESTIONS HAVE
BEEN ANSWERED.
WE DO EXPECT THEM TO PICK UP
THE MAJORITY OF THE COST AND
MANAGEMENT.
>> YES.
TO THAT.
THE ANSWER THAT WAS PROVIDED
SORT OF SCALES THE LENGTH OF
THE WORK.
>> THIS IS GENERALLY STANDARD
ALLOCATIONS.
AND THEN INDIVIDUALS WHO ARE IN
THE SHARED SPACE WILL HAVE
SPECIFIC NEEDS.
IN THIS CASE IT'S COMMUNICATION
FOR US.
WE HAVE FEWER NEEDS.
>> WE ARE PAYING FOR OUR
INFRASTRUCTURE AND THE OTHER
UTILITIES WILL BE PAYING FOR
THEIR INFRASTRUCTURE.
>> THAT SOUNDS FAIR.
>> WHAT ABOUT INDEMNIFICATION?
>> THE BENEFIT IS BY USING THE
SHARED TRENCH.
DOES SIGNIFICANTLY DECREASE OUR
COST.
>> ONE OF THE THINGS WE ARE
CONCERNED ABOUT AND WE WILL BE
LOOKING OUT GOING FORWARD IS
COST OVERRIDES.
THIS PREDATES YOU SO I
APPRECIATE YOUR INTEREST.
DO WE HAVE CHECKS AND BALANCES
PUT IN PLACE TO MAKE SURE THIS
IS REALLY THE TOTAL AMOUNT?
>> THE ESTIMATE WAS PROVIDED
AND WE REVIEWED THE ESTIMATE.
WE WILL ALSO BE SUPPORTING THE
PROJECT IN REGULAR MEETINGS TO
MAKE SURE WE ARE MONITORING THE
COST ASSOCIATED WITH THE
PROJECT.
>> EXCELLENT.
WOULD LIKE UPDATES PRIOR TO
THAT BEING PUBLISHED IN THE
NEWS.
>> IF YOU HAVE A PROBLEM, LET
US KNOW.
>> THE THING IS AGAIN THIS IS
THE CITY OF BOTHELL'S PROJECT.
OUR ROLE IS WE WILL SUPPLY I'M
ASSUMING OUR INFRASTRUCTURE
THAT IS GOING IN.
WE SHARE COSTS AND WE HAVE A
ROLE HELPING MANAGE THE PROJECT
BUT IT'S A CITY OF BOTHELL
PROJECT.
>> I THINK THAT'S CLEAR IN THE
CONTRACT DOCUMENTS.
WE JUST HAVE ENOUGH PROBLEMS OF
OUR OWN MAKING THAT'S GOOD IF
WE KNOW AHEAD OF TIME.
DID WE INCLUDE SALES TAX THIS
TIME?
GOOD, THANK YOU.
>> AND WE ARE INSTALLING THE
FIBER WHICH IS A SEPARATE COST.
BUT THAT'S ALSO IN OUR EXISTING
COMMUNICATION BUDGET.
>> SO YOU'RE NOT COMING BACK
ASKING FOR MORE MONEY.
THANK YOU.
>> LET'S SEE IF I CAN GET THIS
RIGHT.
IF THERE IS NO MORE QUESTIONS I
WOULD LIKE TO MOVE THAT THE
COMMITTEE RECOMMENDS PASSAGE OF
COUNSEL BILL 119359.
>> SECOND.
>> ARE THERE ANY FURTHER
COMMENTS?
OKAY.
THANK YOU FOR THAT ROBUST
PRESENTATION.
ALL THOSE IN FAVOR VOTE
MORIGAN.
AND HE OPPOSED?
UNANIMOUS.
THANK YOU SO MUCH.
WE WILL BE BRINGING THIS MOTION
FORWARD TO FULL COUNSEL AS WELL
ON DECEMBER 10 FOR A POSSIBLE
VOTE.
>> THANK YOU.
WE LOOK FORWARD TO SEEING YOU
IN JANUARY.
I APPRECIATE ALL OF YOUR TIME
AND WILLINGNESS TO GET US UP TO
SPEED ON THIS ISSUE.
ERIC, WE LOOK FORWARD TO
WORKING WITH YOU ON CITY LIGHT
ISSUES AND OUR NEW DIRECTOR
ESPECIALLY RELATED TO SEATTLE
CITY LIGHT RATES AND THE WORK
THE REVIEW PANEL IS DOING.
>> THERE IS A LOT FOR ME TO
CATCH UP ON.
IT'S COMPLETELY FASCINATING AND
ENGROSSING.
I AM REALLY ENTHUSIASTIC ABOUT
BEING INVOLVED.
THERE IS MORE TO COME.
>> EXCELLENT.
>> WE CAN LEARN TOGETHER.
>> I LOVE THAT IDEA.
>> ARE THERE ANY OTHER ITEMS
YOU WOULD LIKE TO DISCUSS?
OKAY.
THANKS FOR STAFFING US FOR THE
ENTIRE YEAR.
WE ARE COMING TO THE CLOSE OF
HAVING THIS COMMITTEE NOW MEET
FOR A FULL YEAR.
THIS IS THE LAST COMMITTEE OF
OUR HOWL DATE -- OUR HOUSING
AND HEALTH AND WORKERS' RIGHTS
-- FOR OUR HOUSING, HEALTH,
ENERGY, AND WORKERS
COMMITTEE.
THE FIRST MEETING OF 2019 WILL
BE ON JANUARY 17.
I'M CANCELING THE JANUARY 3
MEETING BECAUSE MANY PEOPLE
WILL STILL BE ON HOLIDAY.
WE WILL HEAR FROM DEBRA SMITH,
REPORT BACK ON SEATTLE CITY
LIGHT CEO GENERAL MANAGER FIRST
FEW MONTHS IN OFFICE REPORTING
BACK FROM -- FOR US AS WELL.
AND WE WILL HAVE A PRESENTATION
BY ENTERPRISE ON THAT MAP THEY
WERE COMPILING FOR US.
WE SAW THE INTERACTIVE MAP.
EVERY PARCEL OF PUBLIC LAND IN
THE CITY WILL BE ONLINE.
WE CAN ZOOM IN TO SEE WHAT TAX
CREDIT ARE AVAILABLE, HOW HIGH
THE ZONING GOES, WHAT OPTIONS
EXIST FOR HOUSING.
AND WE WILL HAVE A PRESENTATION
I THINK BY A ECONOMICS.
>> WE ARE REACHING OUT TO THEM
AS WELL.
THANK YOU FOR ALL OF YOUR
INCREDIBLE SERVICE THIS YEAR.
>> YOU ARE AMAZING.
>> I REALLY APPRECIATE IT.
THANK YOU FOR EVERYTHING TODAY.
THIS COMMITTEE MEETING IS
ADJOURNED.
>> WELL DONE.
RIGHTS COMMITTEE -- I RIGHTS