The comedian Workforce Development will now reconvene before
we begin. I am conducting roll call to re-establish Coram.
all
Alderman Yancey Alderman Yancey's present Sullivan Hall
Alleman High
almond Hall is presents all reveal Alderman Chico Chico's
present Auburn Quinn Quinn is present all the person
Gutierrez Gutierrez is present Alderman Alderman Alderman
Curtis.
Roderick
Jay Rodrigo
Joe Rodriguez is present
or until
11 Taliaferro
Call Mint.
commentary
almond Taliaferro is presents.
Otis Massaro
all
Salomon esposado is presents.
We have no.
We have nine members. We have Quorum all other persons
Vasquez Ramirez Coleman and clay have requested to attend
the meeting by remote means on the route 59 and related
emergencies all those in favor of Permitting alderperson
Vasquez Ramirez Coleman in place with some remotely please
respond by saying I and you posed in the opinion of the
chairs guys have it Vasquez Ramirez Coleman and Clay will
be counted for attendance numbers today. We have
alderperson Riley Conway and Villegas.
Thank you very much for being here.
3-way reconvene R panel to answer questions on the proposed
ordinance before we get to those questions. We do have an
amended substitute every member of the committee should
have received that via the email in advance of the meeting
should have a copy as well as a substitute before you today
Alderman Hall moose accept the new substitute ordinance
that right Alderman. Thank you. So very much all those in
favor of accepting the substitute say I and your post in
the opinion of the chair the eyes have it. We have a new
amended substitute in front of us today with us again.
apology
Policy director of the workforce committee released by on
who will briefly explain the changes to the substitute
ordinance Melissa taken away.
Woodmore
Good morning. So you should have in front of you a chart
that explains the differences from the original as well as
the substitute understand now the amendment to The
Substitute ordinance, I'm just going to go over what
changes were made to the amended substitute. And so in
terms of the amended substitute ordinance again provides a
requires employers to provide both sick leave as well as
paid time off in terms of sick leave as well as paid time
off and players with one or more employees working in
Chicago will still be required to provide both sick leave
and paid time off similar to the current sick leave
ordinance employees can use sick leave or to recover from
illness take care of a family member address domestic
violence and public health emergencies and then in terms of
pay time off and employees could instill
Use it.
use it for a
Use it for any reason but the employer still has the
ability to to deny that request for paid time off. If
there's a reason in terms of the needed to continue
business operations, in terms of number of days of sick
leave and paid time off in the new amended ordinance. It
would continue to be five days of sick leave which is what
is in the current on paid sick leave ordinance. And then it
would also be five days of paid time off for 40 hours under
the which is the new amended substitute organist. All
workers will be able to earn one hour of paid sick leave
and one hour of paid time off for every 35 hours work, but
it is capped at 40 hours.
enter
In terms of usage at that did not change from The
Substitute ordinance on Monday. So sick leave can be use
after 30 days, but the minimum usage not 62 hours and then
in terms of paid time off can request an employee can
request time to use that paid time off after 90 days of
being in their job.
an end
An end again the minimum usage is not to exceed 4 hours.
in
In terms of the rate of pay and benefits that is not change
from The Substitute ordinance on Monday and please must be
paid the same rate of pay has been working and then for
tipped employees gratuities will not be included to
determine pay either for sick leave or for paid time off in
terms of notice and documentation for sick leave an
employer can require 7 days notice if they need to take the
sick leave is foreseeable or as soon as their way of the
leave and then documentation can request us a third
consecutive day that is consistent with the current sick
leave ordinance in terms of paid time off. I got an
employer can establish a pre-approval policy on to ensure
continuity of business operations, but they cannot require
any documentation.
I'm in terms.
I'm in terms of a yearly a rollover employees would be able
to roll over up to 10 days or 80 hours of sick leave which
is similar to the previous substitute ordinance. But in
terms of pay time off and employee would only be able to to
roll over two days or 16 hours of paid time off that
they've accrued and then if you know if it is to pay time
off is front-loaded. They don't employer does not have to
require or does not have to allow the employee to roll
over.
It's
Daytime hours in terms of pay out upon separation of
employment for sick leave. No pad is required that is
consistent with the paid sick leave ordinance in terms of
paid time off for businesses with 50 or less employees.
They will not be required to pay out any unused paid time
off that has been approved by the employee for businesses
with 50 to 100 employees until December 31st. 2024 will be
a maximum payout of 2 days 16 hours of unused accrued paid
leave and then beginning on January 1st of 2025 those
businesses with 51 to 100 employees will have to pay out
all unused accrued paid leave which at most under the
ordinance will be seven days are 56 hours of paid time off
and then businesses 101 or more employees will need to pay
out all
Can you?
Can you use accrued paid leave again at most under the
ordinance will be 7 days or 56 hours in terms of
enforcement and finds the old ass will be able to to
enforce both sick leave and paid time off is a 1,000 to
$3,000 fine for each separate offense that is consistent
with the substitute ordinance on Monday in terms of an
effective date in private right of action under sick leave.
It'll be effective December 31st, 2023. And in terms of the
existing musically Ordnance employees will be able to
continue to to have the rights of private right of action
for violations before December 31st of 2023 before this
ordinance goes into effect.
intern
In terms of paid time off still be effective December 31st
2023, but they will be a delay of enforcement there pyrite
of action until July 1st of 2025, but also be able to
continue to enforce on the effective date and then in terms
of there's two studies in the ordinance as well. I'm one of
them requires all us to work with stakeholders on providing
options at Hudson develop affordable pay time off for
domestic workers. That was there. I'm previously but now
there is a new study that would require all as to conduct a
report on the small employer exemption to the payout of
unused paid leave and
Packet has one.
Impact it has on the ability of covered employees to
meaningful use their paid LIPA.
Thank you.
Thank you very much.
Thank you very much to remind my car.
Thank you very much to remind my colleagues of those in the
panel. We have to hear ready to answer questions, but also
deputy mayor of Labor Bridge early. We have Chauncey rice
associate vice president for government relations for the
Illinois retail Merchants Association. We also have
sharmilee moved our Executive Vice President of policy
programs and research for women employed. We also have bred
types vice president of government relations and strategy
for the Chicagoland Chamber of Commerce. We do not have
doctor Steve ash tree this time and place we have Adrian
Rodriguez no relation from the Illinois Hispanic chamber of
commerce. We have Google or cure a policy director for the
raise the floor Alliance Hennigan assistant to the mayor
bacp commissioner. Can Mayer Taylor Griffin for the mayor's
office and my
Call Mal.
Call Malik from the legislative reference Bureau at this
time. I will take questions while before I do that. We have
two more nine can be members that I like to have just
announced for the record menabung worth and outer Leah
Sanchez. First questions to Christopher Allman make a
chairman my questions very brief. I know
is that
Stan in the ordinance that I read of October 2023 an
employer has a right to front load paid sick time as well
as well as the paid time off. They can front-loaded. I'm in
the beginning of the year given a hypothetical that that
time is front-loaded and it's used, said the employee comes
in January 2nd and wants to use his sick time as well as
paid time off in the beginning part of the year, but later
resigned or quit but he's do a last check can the employer
withdraw I ever was trying to find that in the ordinance
but couldn't find it. So can the employer withhold his
portion of his salary to compensate for the paid time off
that was front-loaded in the beginning and used?
They would not be able to identify they would not be able
to if they would not be able to.
Hey.
take out any of their final compensation regions or
Or the front-loaded paid time off, right? What would happen
is let's say the give a hypothetical and employer
front-load making up a number and 10 10 or 20 hours of paid
time off the when the employee leaves right? Let's say they
they use 5 hours of that paid time off right an employer
which would have to pay depending on when the employee left
employment. They would have to prorate what they would have
been entitled to write. So it stays late in the year to get
10 hours of paid time off. They laid in July, right? They
would be entitled to five hours of paid time off that we
need to be paid upon separation of employment assuming they
didn't use any hours.
I'm
Maybe maybe my my question was I probably use it will
confuse you any makeup of the question and I'll use myself
an example in and I'm working for you. Which I do you
decided you want to front load me my time up front my five
days and five days and I come to work.
Going to begin.
in the beginning of the year and
In the beginning of the year and tell you say I'd like to
use my sick time all of it. I haven't earned it yet, but
you front-loaded it and gave it to me. I like to use it.
and
And then I come to work in March and tell you that I'm
quitting. I haven't earned those days yet, but I've used
them.
will
Will you take a portion of my check to compensate for the
time that I did not earn but I used I hope that clears it
up. Yes. I know you wouldn't be able to instill that an
employer knows or end that the employee knows as well go
for sick leave that's never you are never required to be
out for sick leave and so you're not allowed to do that as
I guess I would say that in the ordinance. I don't think
that we explicitly say that but that's existing law like
under state law, but that you're not really allowed to do
that, but it's not explicitly in the ordinance.
Okay.
No, I think they kind of answer. I'll just I just leave it
at that. Thank you all.
thank
Thank you gentlemen, well, his question was an answer in my
understanding. So I work for an employer the flyer says
we're going to give you your days up front cuz you said you
needed in good faith. I'll give it to you now I decide hey,
guess what? I got a better job. I don't want to do it.
Whatever. My reason is. I'm quitting after I after I
learned what I should be getting. So now the employer is
not entitled to say I paid you that money now, we're going
to take it out of your check you if you we paid you I'm
just making these numbers up five hundred bucks. You never
learned that we're going to take $500 check. They can't do
that. No because you found loaded and that's the benefit of
benefit that was given to the employer up before a lawyer
to the benefit of hoot. So you front because it was
front-loaded because it was front-loaded the because the
employer front-loaded the sick time. I know that that was a
benefit given to the employee and they could
used it
Used it out. As long as they follow the employer policies
they could use that it but if he if he front loader out of
the goodness of his heart, he has a good employee that
wants to help them out for whatever reason would be and
then things didn't work out to stay with the company that
you stole that City still had to pay him.
still have
You'll have to pay I'm sorry still paying them already. So
he is now he's like well, it's almost like alone alone them
the money to loan them to pay so he's not entitled to any
compensation back for that and no because they have them
player already provided it up front. If it was a crude
overtime then you know, if it was a crude overtime that
would be differently, but because he unloaded a friend
employer's Health employees out then you don't see that.
Yes, you discourage an employer to help their employees
out.
Yes, I understand. It's the employees choice and that's
what's been existing having I don't think this ordinance
changes that because that's been an existing already in
state law for a while, but that's okay. Thank you.
keep
people in the Box
and all you got to return he's there raise your hand for
me, please.
Wow.
Well, I'm not talking a lot Turney's. I'm talking to people
that box. Okay. This is you say Jennifer was in their
chairman cuz I don't know who Jennifer is. I know she
called me Jennifer Jennifer from the
At the chamber Jennifer Rodriguez. I think it was her name.
No, there's no Jennifer in the block the Box. You said
Jennifer from what from a chamber in your lard Little
Village chamber was here. No, she's not in the box.
I saw.
I so have no attorneys over there.
I'll
Elements Massage do any questions for folks in the Box you
said is there an attorney in the box of attorneys? I'm not
the smartest guy in the room and I'm very proud of my high
school diploma. I find it difficult to believe that a a
business owner will maybe with a lot of them are
English as a second language are going to be able to
interpret this and understand this. I mean I can understand
what you're just telling me right now about the
front-loaded paid sick leave. So once again, I'm not the
smartest guy in the room.
I am very proud of my high school diploma, but I'm just I'm
just confused. So it I just I just want to have my
statuses. I understand the substitute. I don't understand
it. I mean but it's this is this is this is difficult to
understand. So that's it. That's it for now. Thank you.
and
Any other questions?
thank
Thank you Sharon. I do have a few questions. I know you
guys have been working hard on revisions to this
compromise. And so I make sure I get my questions on the
record. So like my colleague all done so I can try and
understand them picking up. We're almost pizzato left off
on a front loading paid time off based on what we were just
told it seems to me that when most employers learn about
this the practice will become denying the front loading of
time off because of exactly the situation Aldrin sposato
laid out the employer and could face says yes, you can have
this time and then the employee quits my guess is a lot of
players just we'll make it a policy not to do that, which
is a shame because I know situations where workers need
that time before they approved it. So I just want to make
that observation.
Could you explain?
Could you explain why the ordinance provides employers with
less than eight weeks notice to make pretty major changes
to their business operations while the state law loud
nearly a year from the date of Passage. Can you explain why
why you made that decision with the ordinance and just very
quickly. I so want to say Ray Phillips answers from the
mayor's office of legal team is also I was about ready to
take questions, but let me tell you want to take that or
I'll
Alderman, let me just one.
Just one more one more comment on the front loading just so
I hopefully will help clear up confusion. So as I mention,
of course of a new front loader, right you the employee to
the employer uses the time that I know in your example than
they'd leave the job again, they wouldn't you wouldn't the
employee would have to pay back the employer But ultimately
it also employer wouldn't have to like pay out that time or
anyting by quotes for use. Of course, you wouldn't pay it
out. There's no accrual. I want to be clear about that as
well. I mean, that's the benefit of doing a front loading
as well. Is that a smelly then you don't have to pay out.
Alright, but I guess the downside of front-loading is if
the employee takes the five paydays and doesn't come back
into any work. They've gotten five free days of a pay.
when they had no
When they had no intention of actually coming back to the
job and then that I think is a legitimate scenario in
certain businesses, but I appreciate you answering the
question, you know, there's also a phrase it's used in the
ordinance meaningful access and that can be a somewhat
subjective term what guidelines are standards are provided
for determining what constitutes meaningful access for
carry over rights? How does someone determine what
meaningful access is we don't have a specific definition in
the ordinance itself.
rake
Ray can you speak that please?
Thanks.
Good. Good morning, Ray Phillips on toast Sunday. I have to
switch cars Department of Law. Thanks for question. All the
men Riley you were asking about meaningful access. We would
be using a reasonable standard on that. You're right it is.
is
it's a bit of a factual back situation for example, and
animal
an employer should not have a policy which says you can
only use this time off. You know, when when the when
Mercury is in the
is an
Is in the sky or whatever, right? But the office of labor
standards. I'm sure probably with with my assistants will
be riding rules that will help hopefully help clarify the
reasonableness standard UK. So expect that. However, this
is a pretty big piece for employers and for that to be
resolved after the fact during the rulemaking process. I
could understand why that might scare some of our our
business owners here in Chicago. Will they have some amount
of input in the room making process or will that be
entirely handled by the administration?
I do.
I don't recall weather.
where
Whether it's required, but in the past we have put it out
for public comment for at least 30 days and notified people
that use the proposed rules in a please way in if you do
have comments and I do also point out that historically the
office of labor standards has given employee access my
employer trainings for free both in person and online so
that employers know what are the requirements on the Moor.
because
Because the Department of Business Affairs and consumer
protection is concerned about the both the employer
community and the employee community and provide education
to both so that everybody is on the same page going into it
and I appreciate that answer. I'm kind of a long the the
same lines and it's good to know that they will be training
obviously business owners want to comply with with our
lives. I'm thinking now less about the larger restaurant
chains, but more of the Mom and Pop's the smaller business
is a family-owned businesses that don't have sophisticated
HR systems don't have sophisticated over or even electronic
payroll system. There are some notice requirements here
that require employer's to stays on pay stubs.
What's the
What's been a crude to date some of some of our business
owners don't have that kind of Technology wouldn't it be
just as good for for the business started to keep a very
accurate record of each employee's accruals and then share
that with the employee on a regular basis or make those
records open and accessible to employees at their request
rather than mandating that it be printed on a pay stub.
employer
Employers just don't have a lot of back office, you know,
they're they're running this these things on a shoestring
they live above their restaurant, you know, they're not
been a big corporations.
Thanks for the question. All them and Riley and I
appreciate the question. However, that is a policy
question. I can answer as to what's actually in the
ordinance and I would defer that question to others who
made that decision. Could someone let me speak to the the
policy on that that's handled.
I'm sure his wife being handled that way again. I'm talking
about smaller employers. They may have more than 50
employees, but they're not necessarily a big operation in
terms of the the ordinance in requiring that an accounting
of how much time off an employee can accrue. I think the
idea was that the best way to ensure that the employee
knows that they have that that time off and that it would
be easier to come by and ensure their compliance. If it's
at each time wages are paid rather than as you're
suggesting on a regular basis because what is a regular
basis and so we know that you know every time it's it's
easier and we thought it was easier in terms of both for
the employee to know what time do the crew that they have
this right? I'm as well as for the employer to have a very
clear sort of time when they have to provide that
information, I'd appreciate that and you should know what
it what time they recruited, you know.
I never learned. My concern is is is is less about making
sure people know that they would approve time and it's more
about the Mandate that you have to print it on a pay stub
when some businesses just don't have that. I will also note
that in the ordinance. It does allow for an employer to
have some sort of system. Right so that an employee can
just go and check as well so I can hopefully that also make
it easier for smaller employers who took them but it's
optional then or is this a requirement that it be on the
pay stub? Cuz it obviously if you have a central resource
that employees can rely upon that's just as good I would
think.
Right, you're allowed they can either do to neither or so,
either they can print it out. And at least I waited there.
Here's your pay stub. Here's the amount or they can set up
some sort of system that you know, so I can log into
something or if you want to do an Excel spreadsheet that is
easier cuz you only have like no two or three employees.
You don't need the whole system as long as the employees
able to access it so they can just check that also. Thank
you. I'm glad you clarified that I didn't understand that
you have an option there. Why does the ordinance not
include a cheer opportunity for employers who might
inadvertently make mistakes? Obviously. This will be an
adjustment for a lot of folks. We seen another ordinances
that we allow for a cure that boys can pursue private
actions against their employers if they may come up
make a
Make a note.
Make an honest mistake. We do not want to set off a string
of litigation against our small business owners. Could you
speak to that person and what we after hearing from books
understood that there was a need for that to ensure that
employers can come and compliance can understand the law
and so but we also have allowed for a while last to be able
to have the flexibility of somebody files a complaint. It's
a simple mistake, right? Oh well as conservator me. Okay,
let's just make sure the worker can get paid, you know for
certain sort that out. I think the thought about not having
a current in a notice process is that currently right now,
especially if there's a mistake something something happens
if I can still go to the employer write informal leave you
like a I noticed that this wasn't the accrual rate or by
accident. You must have skipped, you know a day or whatever
it would be so it's not
employees can already do that and employers can work with
employees to already figure if you don't figure out figure
that out opportunity and I think we didn't know there was a
decision made to not have an official can cure notice
process because employees can any person already have that
informal conversation even before you don't file a
complaint contain discretion over whether or not to assign
penalties.
play
Lawyers that may have made an inadvertent mistake to have
that discussion as a currently does now another working the
ordinance. Could you explain the reasoning behind the broad
definition of employees in the ordinance give you an
example?
I don't live in Chicago. I'm traveling here for a
conference and I'm here for say three or four days. Am I
subject to this ornaments or no way, would you would you be
able to just one?
Good morning. Good morning. Dan Radcliffe Santos a city of
Chicago for the time that an employee is in the city limits
and working in the city limits than they are subject to the
Ordnance. They are so so if my employer fails to abide by
the city's cruel rate when I'm at the conference, I can see
that employer. I'm sorry. I missed this was for a
conference man in town for sale in town for a conference
over or even in town working for a week. Okay. My employer
sent me here. I don't live here, but I'm here doing work or
week. This would apply to me, correct?
Yeah.
Yes, because it applies to all employees who are in the city
of Chicago working for 2 hours or more if I remember
correctly.
the right
All right, so and let and to be clear.
and play
employ
Employee means individual that performs work for an
employer and it's covered employee. I think who who you're
more concerned about because it covered them play means
employee who in any two week. Performs at least 2 hours of
work for an employer while physically present within the
geographic boundaries of the city, which is similar if not
identical to minimum wage the minimum wage ordinance in the
city. I understood the reason I ask is I could imagine that
might be a compliance nightmare businesses that have
employees are working here sporadically, but not
permanently and actually reside in a different state. So I
just wanted to get some clarity on that.
Can you clarify this is 44 law. Also, can you clarify how
the no forfeit, your provisions of the ordinance affect
employers and employees when the employer is no longer
subject to the ordinances requirements the employee no
longer works in the city.
so
Dover exam
do frogs a
example if I'm an employer would I be required to keep
employees sick time on my books even if the employee no
longer works in the city of Chicago the employee no longer
lives in Chicago.
all the
Alderman Reilly, that's a a very fine point.
as I didn't
rights that particular portion. I have less familiarity
with it.
and a
And indeed I'm trying to remember where it is located in
the ordinance. Okay, that's why I left but I'll have one
last question. I guess thank you for your Indulgence
credible impact on the city. I just want to make sure we
all understand it but perhaps when he gets a chance he can
come back to that that question the last question I have in
this is Private Pyle.
did the
Did the administration or or anyone in the workgroup
consider doing a economic impact assessment on how this
might affect small businesses and specifically
minority-owned businesses that have typically less access
to Capital. Could you explain whether or not some kind of
analysis was performed study referenced or something like
that?
Yes to me. So in the new substitute ordinance, there is a
study. It's on the router that's on the last page where the
commissioner of business Affairs and consumer protection
would conduct a one-year study that would examine the
economic impact so it can impact of a small employer
exemption of payout see so I would say also its really
adjust to the small employer exemption on the payout on
that impact that it has on small employer. So the pap
provision that's what the study would be for. I think I'm
hearing you talk more about a larger study is that is all
understanding. I guess my question was did you do any
analysis on the front end heading into the ordinance rather
than looking backwards after it's been in?
It's 4 here. Thank you for the question. And I'm glad the
last once we get to the next folks and I appreciate the
lines of questions. We've had a number of small business
groups at the table and a number of Esso stations at the
table to negotiate this throughout.
Okay. Well, I'll be nice but we didn't conduct a study on
the front and I guess this is the is the answer. I think
there are multiple studies that were reference throughout
the whole process and that people utilize to inform their
position. I think that's exactly right. Okay chairman.
Well, I appreciate it. Did it. Did you get a chance to to
go back to that last question? I had yes. Thanks for the
opportunity to review the ordinance. I think the line that
you're speaking of is that does other than as part of a
collective bargaining agreement? No Employment contract of
employment policy shall provide for forfeiture of earned
paid leave or paid sick leave when the employer is no
longer subject to the requirements of this chapter in the
cupboard employee. No longer works in the city. Is that
weird? I believe. Yes. Okay, so
Ace
a scenario would be
Iowa
I were.
I work for IBM here in the city.
Transferred to Tulsa for a couple for a couple years
whatever I have accrued here in in Chicago. I don't lose
it. I don't have to get paid out.
at the
At that point unless there's a different part of the
ordinance that I'm not remembering or seeing right now.
by
But when I if I were transferred back I would still I'd
still be maintaining it.
So that means so I guess how long is a follow-up in and
then I'm done how long then would an employer have to
retain those records. So say you're You're gone for five or
six years does the employer here still needs to have that
accrual record somewhere in perpetuity, or
Bad, that's what that's a really good question because the
record requirement in the ordinances keep everything for 3
years. If I remember pickler's at 5. Is it 5 years? There's
a wreck requirement for 5 years New York Mets. So I don't
know if it's 6 years.
the office
The office of labor standards looks at the totality of the
evidence and what's reasonable rights, and I would really
have to consult and we'd have to talking and then think
about that further. I would not be comfortable with giving
you a a definitive answer at this time Alderman. Okay.
Alright, well, it was worth a shot. But thank you for
answering my questions. I appreciate it. Thank you Jeremy
Rodriguez.
what's
Much mr. Chair, you don't really want to start by thanking
you for reconvening this meeting today to provide people an
opportunity to get back to the table and having been
involved in some of those conversations. I know that you
all worked around-the-clock very late into the evening to
be able to get us this very thoughtful compromise today.
And so I really want to thank everyone involved including
the black caucus. I want to thank of course the Coalition
labor the labor Coalition for all the very hard work. I
want to thank of course the business groups that were at
the table working to craft this compromise. It's difficult
to find common ground, but you all did it and you all found
a way to ensure that the city of Chicago does not fall
behind on paid leave because if we don't pass this
ordinance that will happen first state law, we will fall
behind on paid leave in the city of Chicago, but you will
find a way to make sure that we don't fall.
napili
I believe there were able to provide workers with the
benefits that they need and deserve to care for their
families to be able to have healthy thriving successful
lives. But you also did it in a way that helps protect us
small businesses and the small businesses in our
neighborhood and I think the support that you all have
gotten from a community-based Chambers of Commerce and
community-based business Coalition really test is a
testament to the hard work that you all did I'm curious to
know and perhaps one of the advocates for this legislation
to answer this question and it may be sharmili may be able
to answer this question. But with this compromise who will
primarily benefit who will you know be able to benefit from
these changes.
thank
Thank you Alderman. Thank you for the opportunity to speak
to the committee again as well as chairman. I appreciate
that question because I think that we generally is a
society don't always understand. I'm particularly many of
us in the room right now what we have access to what is
available to us is not what is generally accessible to many
of the workers in the city of Chicago who keep the city
running and which is why we came to the table to help to
craft.
It's worth.
This ordinance in recognition of that. So I think one
important thing to realize is that unpaid time off is a
source of economic insecurity for many families across the
country and here in the city of Chicago the percentage of
absences that were unpaid regardless of whether you're
looking at pre covid or in the recovery time that we're in
right now. We're highest for the lowest paid workers. So
let me repeat that the percentage of time that people were
had to take that they were unpaid for was higher for the
lowest paid workers who arguably are the least able to bear
that cost.
So approximately 73% of absences among workers with
household incomes of $25,000 or less were not paid.
in
And we all know that $25,000 or less is barely if it all
making it in the city of Chicago workers who were Latin X
and in households with children are among the least likely
to receive paid-leave and in fact of the lowest-paid
workers in US Private Industry.
only 40
Only 43% have access to any of the flexible paid time off
that we are talking about here today. And this is in stark
contrast to the folks who are in the most highest paid
roles in Private Industry where they can count on 91% of
the time or more getting 10 paid days-off not paid sick
leave but paid time off or more which generally increases
after your tenure at whatever that businesses. There is
just a very Stark difference between the highest income
earners and those in our city who are lowest income earners
who are disproportionately black and Latin X and women of
color.
And and I don't know if perhaps maybe this is a question
for the attorney on the workforce committee. If we don't
pass this compromise ordinance and the state law goes into
effect. How will that impact workers in the city of
Chicago? Because it's been said we will fall behind. So if
you can sort of impact how we will fall behind question
Alderman if we do not pass this substitute ordinance before
the end of the year starting on January 1st, Chicago
workers will only have pie five access to five Pizza.
While the rest of the state will have access to pick 5 paid
paid leave days that can be used for any reason. So
essentially in Chicago if you don't do anything on January
1st, Chicago workers will have less right than the rest of
the state right Chicago worker was it only be able to take
time off if they have a crude for reasons of the sick leave
ordinance, right? So illness take care of a child Public
Health emergencies, but everybody outside of Chicago will
have the right to be able to take that same time off that
they learn for any reason without having to provide
documentation.
And perhaps this is a question for Miss Cheryl carry. When
did the negotiations with business first start? And where
was the initial starting point?
so
when we first reached out to the business community that I
believed was the day of March 14th. We've had a very very
long experience this past year working to make sure that we
are having open dialogue with the business committee with
the city of Chicago to make sure that we could all come
together and make a deal that works for workers and that
works for businesses. It's been a very very tough series of
associations I was
Associations. I want to really applaud the labor unions the
worker centers of Posse organizations that take a lot of
time in the middle of the night to meet to respond puzzles
in the business Community. I want to applaud folks for
waking up bright and early at all over the place in the
city of Chicago to have these conversations to actually
come together and strike a deal. I want to take everybody
who took time away from their families to be at these
negotiation sessions. And so to Freddy wants to sit here
and say that, you know, we haven't had real bus
conversation. We haven't been working ever been putting two
and two together it is wrong. It's absurd and I I I join
you only believe that the product that we have here
something that is going to be good to wear cuz it's going
to be good for business. And you know, I really do think
that this de prades is truly a part of a compromise
everything that you see before you here today.
as
As I said in the last in the last meeting is a product of
compromise the orbits that we brought before folks in back
in July. The weather was introduced at 15 days in terms of
how much you don't folks with Gavin. The PTO model was 15
days. We're not there anymore. That's because of the
compromise. So I want to be on your percent clear. We've
been having these conversations what is on the books now
with something that's going to work for workers. That's
good that's going to work.
business
Is the sub stick you for that question Alderman? Thank you.
And you and just looking at this comprehensive chart that
you all have provided. I mean, I think it really does Les
out very clearly how much compromiser has been, you know,
the number of days in a cruel the policy that was
introduced in July of 2023 with a lot of all dramatic
support that was 15 days of paid time off that could be
used for any reason and that would have been for every
worker in the city of Chicago and where we landed at with
this substitute is five paid sick days and 5 days of paid
time off for any reason and so I think that that is a
tremendous amount of movement. I'm not I understand that
there are cities and I don't know who could speak to this
Dynamic but if you could just give us a comparison to other
cities, you know, my other cities similar to ours that have
policies around 10 days on how do we
are Dollar City?
other cities
Oh and comparisons to other cities or probably.
I think the average they probably or probably kind of in
the middle of pack probably in terms of cities. Like, you
know, I know the San Francisco I think it was like 9 days,
So we're now he's giving 10. So I think we're kind of we're
not sort of the outlier here actually before the hopefully
if this ordinance passes I'm will be more in line with
other cities that actually give more generous time off then
if we just keep adjust the five basic thing. Thank you for
that. Cuz I think it's really important to understand is
that you know, we're not doing anything here that other
cities haven't already done in some form or fashion and
those cities continue to thrive the sky has not fallen and
workers they are doing better. And so we definitely don't
want workers in the city of Chicago to fall behind workers
and the rest of the state of Illinois. We definitely don't
want workers in the city of Chicago.
Do not.
do not have the same rights and be
Do not have the same rights and benefits as workers in
other major American cities. So again, I just really want
to thank everyone involved in crafting this compromise.
It's good for workers. It's good for small businesses
German Rodriguez. If you could just list what are some of
the business groups that ended up being at the table and
ended up supporting this compromise that got us here today
number of groups that are we're at the table numerous two
numbers 222 name, but there are a number of small
businesses that have signed on a number of Chamber Of
commerce's neighborhood chamber of commerce's in various
sectors of the city and not to leave anybody out or just
leave it there. Okay. Thank you so much for that. And then
lastly there's been some discussion about the right to cure
before private right to act.
employee
Employers don't need something and city code in order to
work with someone who's bringing litigation against them in
and resolve it prior to a going to court correct first at
any moment meet up if they're made where and play comes up
then just says you're not the end of day. Hey, I just
noticed this discrepancy. You don't let's talk about it.
Let's figure out and now it's not necessary for an employer
to to solve that issue on without having to file a
complaint of the week don't have to put that in the city
code in order for the employer to have an opportunity to
secure the issue that may lead to litigation and I think
that's really important and key.
remember to
Remember here and then we have the private.
Remember here and then we have the private right to action
in other worker bass legislation here in the city of
Chicago. Do we have any notable cases of abuse of that, you
know right to private action?
not
Knots of any that I'm aware of respond.
Now we have no cases and that's currently in the opposite
of a sentence law.
Thank you. So I think you heard it there. So if you are an
employee that's worried about this provision one it already
exists in the city code to as you just heard it there have
been no known cases of abuse of this provision and three
you have the ability to cure any situation that may arise
that always exists and quite frankly. That's probably how
this is taken care of most often. We don't even see these
cases being found that often because most of the time the
employer or less are stepping in the issues getting
resolved at that level prior to having to go to litigation.
So I guess I just want to thank everyone. I know that this
has been what almost a year in the making I know it's been
months and months and months of really tough work to get to
this point. This is a fair compromise. This is a compromise
that has the support of Labor that has the support of so
many important small businesses in our community and I just
want to commend the chair all of the sponsors everyone
involved from the Chicago Federation of Labor on down and
I'm really excited to vote for this today.
the Chicago workers don't fall behind
The Chicago workers don't fall behind in so that our
workers have imported protection so that they can continue
to thrive while our small businesses continue to thrive and
we all drive together. Thank you. Thank you very much for
the Forum. I do have present automobile and Alderman
Curtis. I believe you are online.
Yeah.
Yes, do you request added to the Quorum? Yes and with my
hand on the roof 59.
Yeah.
Yes, sir. Any objections seeing none? We will add Alderman
Curtis to the role. We have a number of other questions
from different all there's one two, three, four five six of
them and there's other matters today. It's going to courage
folks to be as quick as possible. We'll go to our
vice-chair all the woman with the address. I have a
question for we all know it's an ordinance. Of course, we
need it for Sunday.
Will I
Would like to know the efforts that your office in your
department will put in it to educate the different
businesses in the city if there's any Outreach or any plan
to develop strategies and the different languages so we can
educate and help our constituents are businesses in their
words in a business Affairs and consumer protection. Yes,
I've always said with the office of labor standards. The
most important thing is up front.
free training with
Free training which we will either do through webinars,
which we currently do, or we can come in person both for
the business Community as well as the workers, and in fact
with legislation just passed a couple weeks ago with the
two boys credible off to do some stuff for consumers into
the team is already working on that and we will obviously
due to multiple languages Alderman know so we we have the
responsibility to also help her constituents and knock on
those doors talk to her business owners answer questions
and help him as much as we can. Thank you so much
commission. Thank you.
list
Mr. Chairman, thank you. I would say this is this is a a a
difficult one for me. I'm blessed to have a strong business
and Hospitality community in my ward muscle blessed to have
many friends and family members in the in the in the labor
movement here and I've had the privilege of hearing from
all of them. I will stay over the course of the last ninety
six hours or so and I'm trying to really get my my head
around me like the cost-benefit analysis here and I say all
that to say my questions are all legitimate. These are not
for the record. These are my actual question. Do we have an
idea of what the cost is having just come out a budget
season whoever you with the cost of the city will be in 24
25 going forward from there.
I think mine again or we can meet commissioner. Kevin wants
to take this Kevin Kevin Murphy managing Deputy budget
Director City of Chicago. This legislation would have
little to no impact to current costs the city of Chicago.
Our employees have these benefits already and ninety
percent of our Workforce has organized and has long had
these benefits
are there
There's no anticipated increase in cost the city as a
result of this working, but it sounds like it would to 10%
of our Workforce is that 10% is usually the
non-represented. We also have these benefits which are
established under the salary resolution the city of
Chicago. So two employees start with the city of Chicago
accrue 13 days of paid vacation a year and a crew one day
of sick time for a month from Dave's year. So they also
have received these benefits. We've informed with the paid
sick leave ordinance establishing. These benefits for paid
leave for a part-time Personnel would would be de minimis
as it's part of their interest paid salary costs and thank
you for that opening / 2
I know there were.
I know there was questions. I think from all the Ben Reilly
about economic impact. Is there any is there any
independent study that exist and I'm asking everybody that
identifies job loss economic gain that speaks to those
items. Is there one that's been conducted.
I'm an independent group.
Give a specific individual maybe we could do that to 14.1
opponent that work totally objective question. Just want
exist.
Why?
When we left a pony cycle first and then proponents, would
you like to go to answer your breath?
and I
Jacob on Jackie
Jurassic
do I sear with it?
Tatcha rice associate vice president with the Illinois
retail Merchants Association, according to the Bureau of
Labor Statistics current cost to Chicago employees for a
leave is around 31.7 billion dollars that's currently with
the increase of 5 with the increase of 5 PTO days. We
anticipate that it's going to increase by around 8 to 9
billion dollars. And again, this is money, you know, that's
that's not going to stimulate the economy or anything like
that. This is just 9 billion dollars out of business owners
Pockets, you know, I mean 44 paid leave.
Usher money
I guess.
I guess I would have to dispute that providing paid time
off does not help to stimulate the economy particularly,
you know speaking to do the data that I provided earlier
the fact that you have people who are forced to take unpaid
time off the fact that they will be paid means that they
are in a position to spend that money and particularly when
were talking about lowest paid workers and their families
that is likely very likely to be spent and particularly in
their communities. I'm specifically to your question. First
of all, the Bureau of Labor Statistics under the category
of paid leave does not just include paid sick time and paid
vacation. It also includes paid personal days as well as
paid holidays. So we won.
Make sure that we're too.
Make sure that we're talking apples to apples when we're
talkin about cost. We don't want to expand kind of what
we're talking about if that's not comprable to what is
being discussed in this ordinance. So the Bureau of Labor
Statistics since our our colleagues here cited that the
Private Industry cost per worker on paid vacation.
fifth
56 for every out for every hour worked and then for paid
sick, it is $0.41. So there is data on how much it cost for
both Private Industry for civilian workers and for state
and local government workers that is information that's
available in terms of studies. There have been a number of
different studies done by the office of the District of
Columbia auditor that did an audit of their accrued sick
and safe Leave Act of 2008. The Main Street Alliance of the
state of Washington also has done studies related to the
Seattle economy and a better balance is actually compiled
research related to paid leave and its impact on some of
the result.
of those
Of those the studies both in Washington DC and Seattle Sade
no economic negative impacts following the implementation
of their paid sick leave laws including related to job loss
or movement of businesses out of the city a report from the
Washington d.c. Auditor, which was issued five years after
the passage of their paid sick leave Law found that the law
did not have the economic impact of encouraging any
business owners to move a business from the district nor
did the law have the economic impact of discouraging
business owners to locate a business in the District of
Columbia. And then another study of the economic impact of
Seattle sick leave Law found that a preliminary look at
available data shows. No widespread negative economic
impact of some opponents had feared major cities, which
have instituted paid sick time.
I got.
I got a house and read a little bit. I'm happy to do that.
So I will get that to the committee is to to the law
departments regarding the impact of lack of exemptions for
airline and Railroad employees. You know why I've been a
lawyer for 17 years, but I don't claim to be a
lady
Labor lawyer or anything, but just some simple Westlaw
research found some case law that would indicate that were
almost certainly stumbling into some litigation. For
example, I have National Railroad passenger Corporation.
Jisoo from a federal case and in the ninth circuit is worth
knowing I would put this is that my my aunt's happens to be
a union train dispatcher in this city. So certainly
certainly can understand but you know this particular case
or sensually says that in this case California's healthy
workplaces and Healthy Families act which required paid
sick leave was preempted by the railroad unemployment
insurance act similarly another case of
are true.
Air transportation Association V Campbell that said the
Massachusetts Massachusetts earned sick time law that
required employees to receive at least one hours sick leave
for every 30 hours worked was preempted by the federal
Airline deregulation act. There's a similar case Airlines
of America versus San Fran city of San Francisco that is
that is similar in nature that it's headed for trial a was
reversed at the 9th circuit hear your shortly and I I bring
all those up here and I don't claim to be Alan dershowitz
or or Ray Phillips on toes, but it seems based on that. It
is almost certain that.
we
We seem certain Frankie that we will go into some serious
legislation and almost certain that we would lose so
curious if the law department has had a chance to Alpine
and Ray. I'm happy to send these to you. I can't live over
here and see if they have to dance to I'm sure you can find
more and better by the way.
Good morning.
I want
Good morning. Again, Ray Phillips dentist on behalf of the
city of Chicago Alderman Conway. I would welcome those
cases. I'm always happy to look at more case law under the
in the ordinance 6 section 61 30010 the definition of
employee final sentence says employee does not include an
employee as defined in the federal Railway unemployment
insurance. Show me key point. You just put me in your page
number on that page 10 last line broke a Airlines.
Is that in?
Or is that included in that?
I remember that airlines are part of the Railway Labor Act,
which is titled to I would have to go back and look at the
railroad unemployment insurance act to see if they're
included in there as well. If that was the alderman you
think the potential for some serious litigation as result
of this without some exemptions. Thank I thank you. I'll
learn more.
thank
Thank you. And thanks for asking that question or Macon way
you took it off my place so I won't repeat it but it's
important for us to know that before Council. I will open
it up ourselves to any litigation that is that is that is
very critical to know and if so, we just need to remove
that piece out of there. Let me start by saying real quick.
I want to support this ordinance because people need to
have some time off that we get weekly rat. That's the
that's the goal that we're trying to get here. It's the
other crap that gets in a white hate that you know people
have a problem with and this is a document that can be
amended in a minute. We say that all the time and so when
we talkin about things like private right of action if it's
in a cold, he'll just take it out already told everybody.
That's a non-starter for me. I want this to happen. But if
I have small business in my community concerned about that,
I have to say
stop for them. And so and if it's in the cold and all of
that already. Just take it out of here if that's there some
abusive things happen.
it's
If some things happen, we can come back and do what the man
and I'll be the first one to put it back in its own us
that's not, you know, get caught up in this what I call
this minutiae stuff that could still get us to where we
want to be the other one. I think somebody said it's up to
Bay.
know what I was hearing
Know what I was hearing in the hallways I and I haven't
seen it in the sub should have had time to go read it. We
did something for the businesses that that's like five
employees or less of employees. What was it? What was that
change out quickly stated 50 and under are exempt from the
payouts 51 to 100. Those are great numbers have a phase-in
on on on on that you want to find is that right and policy
director committee on Workforce Development? Yes, so I'm in
terms of whether or not an employer has to pay out after
employee leaves work for businesses that are $50 or less.
There's not a requirement that they have to pay out any on
you use accrued paid time off for 51 to 100 employees for
the first year. They'll be required to pay and so the other
part 2 that is
then what I also think is a issue with the time. Do we
address the time for them to get any systems in place or
processes in place for a cruel for those employees 50 or
last? What was that time frame? They have 6 months of the
years that you did that change.
I'm so again. I'm eating supper and policy director of
community and Workforce on what we have done is delayed the
private right of action for a year. So that gives employers
time to be able to look up I was stuck with the ordinance.
So you confusing stuff. Do they have in order to do all
this? They have a instead of starting at December 31st you
saying they have a year they would still have to the
ordinance will go into effect on December 31st 2023 records
at December 31st. Yes, they're not ready all I'm asking you
I'm not saying don't do it again. Let's get this minutiae
stuff out the way that them small employees get them at
least six months. This is Sam. We want this to pass. I want
this to go through but this is this is like I said for
these employees, let's give them the six months and let's
take the private right of action. I want to vote Yes for
this those
like a bee live
Not heavy list and when we talked about what we Sacrifice
from 15 days and all that everybody been in procurement
business, you start high that's given you start high. So
don't let's say that's not get into this we gave up. Cuz if
you didn't start her that's foolish. Everybody starts
acting to get to where they want to be. So we appreciate
that but I don't I don't want to beat this. We got to get
going. I want to vote for this look at the private right of
action out of this and let's give those smaller employees.
sick
Sigma
Six months. That's all I'm asking for. Nobody have to read
but just before city council. Let's make these changes.
That's all for David to vote Yes. I want to vote yet and
I'm simple.
text
Thank you very much German. I appreciate the comment in the
clarity with any changes here want to thank everyone
involved for coming to a compromise. I know it's not easy
and 10. That's the nature of this work. I just quickly. I
know that Alderman ramirez-rosa asked about the businesses
that were involved. I know that if you could submit a list
of the chair of like the business side of the conversation
just cuz some of our local businesses have been asking who
was advocating as a negotiation. That would be helpful.
And then my second question is a follow-up on Alderman
Conway's question related to the city. So yeah, I think
about our part-time Board office staff. For example, I
guess the answer I heard is that they already have some of
these benefits but one is at the case and if so, how do
they track it?
they
They called him is Kevin Murphy office of budget management.
My understanding is that Alderman track their Ward staff
time and attendance internally to their Department. If you
need assistance working with the city on tracking their
benefit time, the cattle system is available, which is our
payroll system and we can work with your office to to
White.
Yeah, you can send that to return actually email all our
offices cuz I I am very confident. They ain't just me that
wouldn't have an idea as to what benefits the part-timers
have accrued my name we do the timesheet the time works but
being able to see how much hours in a crude for you know
paid time off or leave. I think it's important and I guess
if if the answer you gave all of my colleagues direct none
of that has any effect on her budget?
So access to Personnel time, you know, if you're talkin
about expense account staff that would need to be
encumbered by the Personnel line staff. This is and this is
part of their budgeted cost.
So I think it if you could similarly do the chairs clarify
that for folks that we do have a number of others that do
hire to their expense budget and I know that some of that
might be changed and income in years, but I didn't given
the fact that their number of us to have part-time
employees can Avail themselves of the same benefits that we
have awaited make sure we're inform people not to take
advantage of it not attract it I'm Dobby importance that we
as a city also our house of the same standard. They were
asking the rest of the city did you so that those are be my
main question is appreciate that there's been movement
identity of some of our smaller businesses reach out to us
with concerns at the hearing that you know, 50 businesses
with 50 employees are below are exempt and that there is an
implementation. For even 50 to 100. It was a private right
to ask and be moved back all I think are very reasonable
compromises. And so I look forward to supporting this.
Thank you very much. Thank you all.
thank
Thank you. Mr. Chairman. Just a quick question. I would
like to hear from the commissioner of the department with
all this debate. You know, I've never seen where we had so
much testimony, but we haven't had any testimony from the
commissioner of the city of Chicago who oversees this, you
know, I heard one side that says that you know, they had
some very hard concrete numbers in the other side. Just
read off a bunch of
point
Point but didn't answer the question as far as how this is
going to impact the city of Chicago. So I would like to
hear from the commissioner who oversees business here in
the city with her very little from on how this is going to
take the city of Chicago.
Miss
commissioner
there we go in my air conditioner City of Chicago business
Affairs and consumer protection. So we currently have paid
sick time on the books has been an ordinance since the
creation of the office of labor standards. Obviously what
this is doing is creating two buckets for paid time off and
paid sick time. We do get complaints at the office of Labor
Standard for currently on the books for the paid. Sick time
is our number three complaint. We still are number one
complaints still is folks not getting paid minimum wage and
I can do the weights that I'll buy our number second one
that is his scheduling the fair work week. So this is the
third bucket as you know, the budget process which I hope
will be voted on. I will be getting some additional staff
into the office of Labor's Terrance which in the 2024
budget which will help help us should we get onslaught of
additional?
From workers. And as I said a little bit earlier, we'll
make sure they have a very robust education Outreach
campaign both through webinars through our one pagers,
which will get out to obviously your office is our local
Chambers and hold hold those webinars for the public for
the business Community because I always believed that the
business most 90s summer summer business Community want to
be compliance and they just ignore what I want help from VA
c&p off the laborers there and get all that very pointed
questions first with your office involved in negotiations
with this ordinance assistant commissioner hear Miguel
Campos for August labor standards has been at the table
numerous times with the comedian Workforce Development in
with others. Okay. So no one that has the department done a
full analysis on how this is going to affect businesses
here in the city of Chicago on
is go
Is going to call it has your department done that there are
answers now we have not. Okay, isn't it the responsibility
of the city to when they crafty type of ordinances and
things like that to do a thorough investigation before
something is rolled out on what is going to do to effect
what is positive and negative on a city of Chicago before
we vote for something.
Yoder
You're generally when he goes through the legislative
process, we we then we will then make rules. We will then
kind of foul. Whatever the the legislative body we do. I
mean so you all have not done a thorough review on what
this is going to cost the city of Chicago upper down. Yes
or no. Yes. No specific question is the cost on the city of
Chicago. That's what I lost the call. What the business
Community Dave Some solid numbers and what is going to cost
them?
if it
If it's worth past as it is the other side red off a bunch
of bullet points that didn't answer the question. So I'm
asking the city of Chicago the commissioner has the city
done an analysis on what this is going to cost the city of
Chicago where there's going to be a positive or negative
effect. What is that dollar amount? We have gone, but
that's why there's in this order is there is a study which
we will take on at the close of 2024 in case you might be
losing business.
Will not be losing business. Is he in the city of Chicago?
ask
A study. Let me just say what we're putting the cart before
the horse a study should be done first and then an Ordnance
Road out. It ain't the other way around.
So now and I'm going to close on this.
we
We're trying to preempt the state. The state has an
ordinance is going to take effect January 1st for us to be
sitting here trying to preempt the state on something is
going hurt the city because when you look at the
surrounding boards that butt up against the suburbs, we're
already losing business and it's already hurting as we know
how it affects us On the Border Wars. This is going to make
matters worse.
If the state has something the state negotiated five years
on this we negotiate at three and a half weeks. Come on,
man. Something's wrong with this picture.
Message Cameron.
all of the
Holiday Gas
thank you. Mr. Chairman couple of things around the
rulemaking process. I've been a big proponent about having
a city version that's similar to what we do in Springfield
as well as DC for the committee on administrative rules
because in this ordinance, there's a couple of spots here
where talks about rulemaking in one part. It talks about
all the last
I have some some real making Authority and then another
section that talks about the the commissioner bacp. We have
some real making Authority. This is a huge issue and I
think the rulemaking process that's currently been in place
right now, in my opinion is not very very transparent. And
so this rule making process with this ordinance here. I
think the beat needs to be more robust. We want to make
sure that we're listening to both the opponents and
proponents around this legislation for implementation and
we're not just a long the bureaucrats the opportunity to
implement something that they feel is Phil is is in with
what they feel is needs to be done to needs to be people
that have the applied in the theory at the table around the
rulemaking process because what we don't want to do is have
this ordinance impact businesses. That's number one. So mr.
Chairman, I'd like to get it take a confirmation from the
mayor's office.
Los
law
Lobby ACP that the rulemaking process? I'm just or this is
going to be very robust that it will come back to this
committee with the members of the committee and those
members that want to participate because we want to make
sure that the rules are going to be implemented office
legislation are are going to be impactful but at the same
time not lose the spirit of the of the ordinance cuz we
alternate you want to make sure we're helping workers, but
we want to make sure we're helping businesses as well
number one. So can I get
Batman from law Commissioners, whoever that's going to
that's going to say that this role making process is going
to be robust and have the proponents and opponents at the
table.
Mr.
commissioner
not
Nike
American Commissioner of his fears, you'll have my
commitment Juliet the minimum. I was already thinking we
would post rules of publicly for 30 days. Once we make them
we all have our commitment to continue to work with the
workforce committee as we have to make sure that the rules
and I think you know, we have forty-seven thousand license
is in the business Community. We have to make sure that the
rules are also reflects well because while we can sit here
and think of every single industry, we can't we have to
make sure that the rules are flexible for the business
Community as well as protecting the workers. So what so
what I heard mr. Chairman is that the rulemaking process
for this ordinance is going to be inclusive of proponents
and opponents as well as the members of the committee and
do city council members that want to be a part of the
discussion around the world making process. Is that
accurate?
thank
Thank you.
I have a slow my cat. Yes, that's correct. And then around
this process of how this ordinance came to be and I want to
say chairman your your flexibility. I want to thank the
proponents and opponents for the robust discussion and
debate. I wish you would have started earlier. Cuz the
reality is that I heard someone talk about the discarded in
March until I was introduced but the reality is that there
was not really a lot of movement around this ordinance up
until last month early last month. And so
But no.
But never never the less my thing is that we got to a point
where there's an ordinance that's being proposed. There was
compromised not as not to compromise as I would like.
However, that being said, I am happy to see that there is a
study that's going to be conducted to my one of my
colleagues points. I wish you would have done been done
earlier, but we're here the fact that after a year BB study
will be completed and then reported back to the committee
of joint committee on both Economic Development and
Workforce because this is an economic development impact as
well to the city. I want to make sure that we're as as
legislators here that we're taking into account what the
what the impacts are.
So happy about that. I am happy about the small business
exception. I was concerned initially with the Ordnance
covering all businesses because of you if if it up and down
your quarter our business Corridor as we see that folks are
trying to live the American dream of trying to be there at
being at the corner trying to contribute to the city and we
want to make sure that we're taking those folks those
stories into account. And so I'm happy that there's a small
business exemption around the payout right? So that's I
want to be clear on that private right of action the the
the whole process with the Cure again, we should have been
more debate on it. I get it the fact that there's not a lot
of cases around this gives me some allows me to
give
the ability to at least
not be as aggressive on that issue, but I but I am
concerned that again the private right of action. Those are
things that we saw businesses bring up time and time again,
because we don't we want to make sure that we're not
punishing businesses, you know, we have to set in this time
and day right now. We're at we're trying to create revenue
for the city. We're trying to create and increase the
City's population. Like we've got to put out the welcome
mat there there were competing against Phoenix Nashville
other cities that just have a better business climate and
we've got to change that climate and I think this Committee
in my committee we can help.
Send a message out there that we want.
Send a message out there that we want to collaborate and
invite businesses here. So that way I can we can create
that Revenue City Government. We don't we don't manufacture
sell fidgets that we saw the service but we need businesses
and workers to to to be effective. So that way again we can
create Revenue that intern funds city government just to
let you know, I'm sure it's as to the folks in the audience
see that this is a big audience and I'm always happy to see
that that proponents and opponents are coming to City Hall
to to talk about the issues. So if I could can I see on the
business Community? Can you guys stand up was in the
audience here?
Thank you.
thank
Thank you. Can you who is the proponents? Can you show me
the proponents?
list
mystery
it's the reason why I did that is because I wanted to
I wanted to make sure that again both sides are here
present talking about this issue cuz this is a huge issue
that could impact the city.
so I'll be
So although I'm not in this committee. I do appreciate the
fact that does a lot of discussion again. I wish it would
have started a little earlier, but we're here. So again,
thank you for the collaboration. I'm going to take both the
proponents and opponents for having the the the willingness
to try to come to some compromise. Thank you. Thank you all
the elements pasado Quinn and Cisco Lopez and I hope that
Lawson you are okay.
Okay, I very good Moscato Curtis's. Well, thank you. Jeremy
has some of my questions are answered. I'm glad to hear
we're going to have a help center commissioner for people
to interpret some of the stuff chairman. You did say there
was a compromise but you did say there is way too many to
let us know today. So can you get that I'm going to ask if
there is a compromise and you said yes and they ask who
when you said there's too many the rattle after was the
folks involved if you can get that to me so that I could
get to the point like my esteemed colleague from the 17th
Ward would like to get to a point where I can support this
so I can see that list. So when the real vote comes down
that I've been able to support this question and I'm not
sure who this is for might be for law.
Joe
Jose p
Joe's Pizza, John Smith Works rum and he feels he got
screwed out of his time off now he wants to sue him. Is
there any one is there going to be any Progressive
discipline for this your first time here compared to a TENS
timer. And also is there going to be some sort of mediation
to sit down with the worker and the employer to resolve
this and I'm not sure who that would be for German that
question would be for
South
so this is kind of our Commissioner of Chicago Department
of Business. Because of her protection. I'm already know
first and foremost really want to make sure that the
workers getting restitution. Remember I had that Balancing
Act of work with the business Community as well as
protecting our workers, right the first and foremost. I
want to make sure that the workers getting whatever
restitution they are when it comes off as a Labour
standards for complaint. Is that just a one-off complain to
someone just not pay Ken Meier and up that place of
business or is it more widespread system be our first piece
of our investigation, right? I've always said let the
workers restore before we start piling on a bunch of fines
for the businesses out of the operate and you're being
egregious and they're ignoring us. We're going to lay on
from fines.
Okay. Well, I just want what's fair for everybody cuz
people can make honest mistakes. And listen. I'm not naive
enough but chairman to believe that there are some bed
businesses out there, but I certainly believed the fire
majority of them are good business owner and want to treat
their employees right and a happy worker was a good worker
and so on and so forth so we can there's no there's one
thing we can all certainly agree on if you happy happy
workers good workers. I have my work experience and I say
this all the time I could have had a better work experience
when I started actually lasted for 37 years almost all of
it is a part-timer and I couldn't work for better people
that treated me. Well, so and that was it. Once again. I
know some of my colleagues mention I say this all the time
I am a border Ward. This is a huge impact upon us. So we're
not the same as everybody else. And also when it comes to
businesses every every business is not the same people
Joe's Pizza is not the same as Mike's administrative office
if you're a
papa says
Papa says three workers. And then you're missing a person
you could survive with you people just like our office is
when somebody calls in sick or something. He can't make up
for today. We have no problem surviving with it. We like to
have the the three or four people in there. But if not, we
can still survive Joe's Pizza. Guess what jaw need a pizza
maker doesn't come in. You got to call somebody and you got
it. You got to hire somebody else. So there's it's a it's a
complicated issue certainly in the in the service industry
if somebody doesn't come in yet.
ring r i
Bring our other people and self with that. I look forward to
seeing this compromise list. Some people are saying there's
not a compromise. So I'm out her so she was me.
so
So I would like to see that the compromise list and with
that. Thank you for giving me a chance to speak. Thank you.
I'll drink win.
play
Thank you. Mr. Chairman, and thank you for your leadership
on this item and pushing both sides to a compromise
potential compromised my question with Midway Airport being
in my backyard and anyone answer questions about scheduling
and the impact this could have on the airlines potential
cancellations that sort of thing.
I'm a
I think Ray Phillips on toast. It speaks to the airline
issue. I don't know if you are a few likes a pentagon.
Good morning. You were inquiring as to the airlines.
Sure, and that's been.
a
AP
A point of discussion between the city and the airlines
already with regard to paid sick leave.
Ender as far as I'm aware, it does apply to the airlines.
sobia
of
Of course, there is language-specific collective bargaining
agreements in the ordinance, which the ordinance isn't
going to Trump and enacted collective bargaining agreement
and to the best of my knowledge and I'm no expert on
airlines, but they're highly organized right just so I'm
clear this soreness won't have an adverse impact on
schedule that what I'm hearing.
Mike's
Microphone Deputy Mayor Richard Hurley based on our
understanding of the workforce policies in place at the
airports including sick leave and paid leave especially the
ones under the current collective bargaining agreements.
The this will not impact the current operations much
appreciate it all them in Cisco Lopez.
thank
Thank you chairman. And thank you to everybody was here
both represented as more businesses as well as workers. I
think it's important that we get this right for the
suitability of our communities safer for me. Let me just
because some of the concerns that I have heard from some of
these small businesses from our community that are here
today. It is a ride the importance of the private right of
action that is a concern but is also why this is important
in this proposal if maybe the other kids maybe they can be
a response.
Google carry policy record for raise the floor Alliance as I
mentioned back on Monday our organization received for
Alliance, which arrived Chicago and other workers centers
of who are here are part of a we represent primarily black
and brown low-wage workers.
these
These are undocumented immigrants. These are black workers
in the South and West sides of Chicago. He's our formerly
incarcerated workers across the city of Chicago.
the
The ultimately people who have less than charitable
experiences with government at all levels. There was a
point made about wanting to remove private right of action
from the ordinance entirely. I want to be very clear your
food from the ordinance that right is gone from this
particular ordinance. You cannot you cannot see you in a
court of law. If you take that portion out of the paid
leave ordinance, so that will no longer be a remedy for for
workers. I want to be very clear again about people that I
represent. These are not folks who have a lot of trust in
institutions because they've been falsely imprisoned by
them because they've been made to live in the shadows by
them.
so if
So if you take away the ability.
So if you take away the ability for them to see gravity via
a lawyer someone who looks like them someone who has
experiences that are similar to them. Someone who deeply
cares about the outcomes of their case. They will have
essentially no ability to get any remedy under this lot
because as much and it is as great as 0ls is and as
wonderful as they are to making sure that folks can find
Salamence can find remedies some people are too scared to
go to the government because of what the government has
done to them. So we have to make an opportunity and ability
for them to not be entirely carved out of the ability to
seek remedy for this ordinance. Thank you.
and I
I'm not sure if there's it was a response to that but I
will add two and that's what I think it is important as
well. Not only for a small business is business in our
community to make sure that we have good conditions for
workers. That's one of the biggest problems that we have to
make sure that we can fulfill it was just an empty but at
the same time or business community's history about how
this process of being hurtful. I mention friends since the
situation that we have in little village with the discount
mall, but we haven't time number of small businesses and
what this month over time on the court against us. So
that's what I want to also urge from bacb on the city
departments to make sure that we make a proper locations.
formation
Formation is disseminated. So the clear the clear rules on
this more people are not hurt in the me so that I don't buy
the dichotomy of workers against the small businesses. He
does not exist.
did
Big corporations right now that benefited by these
dichotomy. So I think is in our best interest and I'm glad
that we have a response from this to make sure that the the
games that the games that we simply out in front of us. I
don't think I'm discarding what happened to the little
village and economic engine in a community. Now, we're
struggling 30% decrease in Little Village because of one
developer. Do not even follow the rules because the rules
are against kilter against many of people not really so
want to make sure that we have in our departments.
Proper communication with local Alderman as well as
business Chambers.
Because it's important that we protect the small business
is just as much as we going to protect workers. So I'm glad
to hear that why this is important. I am glad to see that
is more conversations to reach consensus because our
business is my business more workers depend on us getting
this right here. We're making good progress that we are
making compromises that are aligned. I'm being sensitive to
both because of the trust I see is from both ends and I
tell you that we have done very little to protect the small
businesses. I hear the concern this is
as well to make sure that we can
As well to make sure that we have some dishes that make
sure that we have a stable in the workplace. That's the
best way to get workers in a workplace. So thank you again
and I'm glad to hear that there's movement on this and I
look forward to holding Apartments accountable to keep us
informed to keep porch a inform to make sure that we are
okay. We got proper implementation. I'm glad to see this
movement. I'm happy to support his orders we have for
Alderman. Next up is Alderman Lost and Found by other one
Coleman. Thank you share. I agree with my colleague from
the 25th Ward. We've done very little to assist small
businesses in this city. And I think that's a real problem
and something that I exit. We should be working on more
broadly and I want to be a partner there certainly a lot of
my questions have been asked and I can be very very fast.
We mentioned that there are some cities that offer more
paid time off than Chicago. There were studies reference in
the District of Columbia and Seattle. What are they?
Saison
Dave's on tape time right now
and I
And then the follow-up question is which cities are
offering more than 10 days total. Just getting to name a
few.
all the
Alderman this is a brat seat with a shotgun Chamber of
Commerce. Our research showed that yes, you got it was at
nine days on caps and San Diego was at was at 10 days and
do any of our Pierce City's require a pee out of any kind.
That's one else. Okay. The other question I have is Chicago
exempt from the state law on paid leave was that why we
have to do this or we'll have an uneven playing field
municipalities over 500,000 language. They love by no work
force development. Yes. So under the state law on because
Chicago already had an existing ordinance related to paid
sick leave. We are exempt from the state law to pass an
ordinance that in order to do that, but that would be an
option to level the playing field for my friends that live
in The Border's right?
I want to just ask you real quick. I know we said there is
some business groups that have signed on. My phone has been
blowing up with business people and business groups that
have not can we name five groups that businesses that have
worked on this compromise that are on board with us. I know
we're going to get us a list of the chairman and can anyone
give me a couple names Hispanic chamber of the Business
Leaders.
count
Council which is a
Council which is represented by a hundred different
companies
Okay. Alright.
We heard yesterday report.
I'd
I just asked if they're there their they're I just I I work
with a lot of these organizations that work on small
business for years and years and I don't know anyone that's
on board or is it part of the compromising? Yes, my name is
it really is there a couple of today of the next Chamber of
Commerce? We recognize there for one day and getting the 15
pull your last but we still we can support these without
their pay a spider bite infection Seamus has been told so
we are still a post. Okay?
I want silicone.
I know everyone else I've already talked to the others. And
so I know that they're opposed and I guess just finally
because we had a proponent of the private right of action
speak. I would ask one of the opponents what to articulate
those concerns for the body and then that would be a chair.
frog and
Frog and bread to eat with the Chicagoland Chamber of
Commerce in our experience in and we appreciate that there
has been limited activity on this but every employment law
that has a private right of action. It is eventually abused
by the triangle Bar and Grill use it. They'll see a minor
kind of inconsistency in the statute a small business, you
know, we'll have trouble complying with it and then banned
you got a lawsuit in many different appointment laws City
County and an in-state and all we were asking for
throughout these negotiations with a process to occur
before I lost you could be filed through a wall last
evenin, you know, some kind of notice a process that was
routinely denied the language that was drafted in the fair
Work Week by the Chicago Federation of Labor for years ago.
Now they hate for my report everything. I can't tell you
why and I see the big guy standing up right now, but that's
where that's where it's at right now.
Play Bob. No, excuse me. I guess the other thing I would
just maybe point out is that I have no faith that this
won't have an impact on the city's boss. We're doubling the
office of labor standards in this budget is my
understanding to keep up with the labor laws that we passed
as someone who has done part-time time off for an automatic
office. I actually know how the
works
We are not offering though.
We are not offering those part-time employees in my office
at this level of benefit at all, and we have had no
assistance from ghr to do any of that though, and that
business will have an impact on us. I have four people. I
hire out of my expense account. Some of them are seasonal
and there's no exemption here for anyone who's seasonal,
you know, babe, you know throughout the whole city. So, I
think there's several on a Level Playing Fields here if you
match the state, maybe we'd be better off, but we certainly
have to throw a bone to some of our businesses here. Thank
you, sir. Thank you. Okay.
Call me.
Solomon Coleman chairman, I know the hour is getting late.
We have our special council meeting. I have the utmost
respect for all of the proponents opponents of Brad
Chauncey Candace and her absence all of you all
commissioner. Adrian Andrea. I hope that this is a lesson
well-learned chairman that moving forward when it comes to
our business community and definitely supporting are
working families, but in order to
How Working Families we must support our small businesses of
this great city of Chicago.
and
And I don't want to see our businesses feel as though
they're not being supported from this body in this leader
having to go to Detroit. I don't want to work family work
and we were leaving the greatest city in the world to go to
Detroit because they feel as though they have loved. I've
got to thank Alderman Yancey and all them and we'll haul a
we were able to in the ninth hour 48 hours ago to bring
some of the black restaurant tours to bring some of the
black industry into this conversation but moving for it.
We're righting that wrong never again something of this
impact.
will ever pay
Will ever pass this Council without voices of the black
African-American community of this city. Just wanted to say
that for the record.
come
Commissioner Meyer what you define as a small business in
Chicago?
that we going to
That we quantify a small business in the city of Chicago
definition. I think the federal government considers under
50 employees.
and
underfell
Under 5th.
Under 50 employees, and yes the federal government.
Brad's bread and I don't believe that number is accurate.
We need to Define what quantify what a small business is is
in the city of Chicago. I believe the federal government is
250 or 500.
is there
Is there a
Is it okay for definitions of small business in the city
code are 20 50 and 100 in the federal government 500
employees.
don't
Silver Lining we as a city need to look at what is a small
business and really take a good look at our industry all
the industries and really Define again quantify. What is a
small business because that was the debate and that was a
compromise and luckily we were able to in this new
ordinance those businesses with 50 or less employees a car
belt eerden, whatever we want to say it is I'm not really
interested in giving more trial lawyers more work. I'm
interested in getting family Working Families working in
Chicago, okay.
The Beatles
the beaded
The beat a dead horse but the right of action and it coming
up with the process and I am Gravely concerned that
commissioner Meyer that OS is or will not be able to
transition our businesses on the right path so that they
are not at fault for knowing what they don't know because
while it took 5 years before work, we've done this in you
no less than a year. Are we prepared and I want to ask the
same folks in the box and out here that we work together
and transition the businesses to this new ordinance
Amendment of the sort of paid time off in the ordinance
currently do what we have to do is we'll just change
whatever else knowing about the body will change that and
do the robust education as we do both for workers for the
business Community because as I said earlier both business
owners want to be exact when it comes
do the
there were
Do the workers and really just need the training from us,
you know here at city of Chicago and I told the other
legislation just passed and the two boys credit. We also
want inform consumers because it thinks consumers are a
little confused shipping practices.
we'll just like a
We'll just like we engage the same group's chairman. I want
to make sure that we engage some of the other businesses
that are here. I heard the business Pilsen Chamber of
Commerce even asked me CFL that we get the same groups
together.
where
work
Work with bact and work and support the business community
so that we are in Partnership together moving for it. Thank
you chairman. We have almonds.
Thank you, Tim. And you know for the last couple days, I
only had three stickers to this ordinance. And I know when
I was on hybrid on the abuse has already talked about my
second concern was like my colleague on the clan talked
about was the airport and I think I've been working with
the airport's a long time. And I know the city said that
you know, they think that the airports would be okay and
and and they have a great Labor agreement. But is there
anyone here from the airport that can speak?
I want from
Came up from the airport. And in the reason why I asked that
because
workman's back reason why I asked that is because
there's been times where where and then we may be talkin
about abuse or just time off but a baggage handler can't be
little plane fuel bad. We got to make sure those are
covered and I just want to make sure that those
conversation I actually being had with the airport. We
don't have anyone in the panel from the airport the city
did respond to the question around the airport's larger
being organized and that would Trump those collective
bargaining agreements with Trump are ordinances that
correct commissioner.
better
That is correct for members of the airlines that are part
of the collective bargaining Agreements are some airlines
that don't have them.
All right.
I end up basically.
I'm
I know that there's some employees entities agencies.
That's exempt from this ordinance. Can we have a list just
threw the chair?
Are you sure can?
They have part-time employees.
you know they were
You know, they will fall under this ordinance, but I like
all them and Lawson said that even our part-time employees
and out office can't take advantage of these days. We will
get you an explanation and an answer to that if you want to
clarify exactly what you looking for. We can make sure we
do that. That's fine. Thank you. Thank you and last but not
least Alderman Cardona.
Thank you chairman.
Just want to say or speak even though I'm not a member of
the committee. Just want to just want to say thank you to
the committee and
you know working on this was very difficult compromising
and when this was brought to me, I had a very strong
emotions because I come from a family of small neighborhood
business.
And looking at this document legal document which my
colleague in the 17th Ward said that we could always a mint
and I believe we could always do this but in the beginning
when I saw what was going on, I was not in support of this
ordinance because I was thinking of our smaller businesses
in our neighborhood and it could be on the northwest side
could be on the South Side come in the west side.
And I will say this and the Eastside, of course.
if you never worked in a small business or part of small
business, you don't know what it is to live in reason I say
that is because as an owner of a small business, you're
there working 12 hours a day.
So we got to be very understanding on that. But we also
have to be understanding that we do have employees that we
have to look after and employ because everybody knows these
small businesses during employment are the people from our
neighborhoods our residence and we know we have to give
them the support as well. And I'm glad that we have come to
a compromise. Is it is it good?
it
It's what we have but I think we can work on this and
especially you know, my question to Michigan bacp is the
training. When does this get enacted? You know the training
are we going to really do it Outreach to our communities to
our businesses to our small businesses?
all
Ottoman can my business Affairs consumer protection? Thank
you for the question. Yes. I'll look for the support of all
50 members of Chicago city council, you know, we do have a
mailing list of over 52,000 will get that out immediately.
We work with our 77 + neighborhood Chambers all across the
city of Chicago what will work with them? And obviously,
we'll push it out as we have on many other changes
throughout the years since has been created.
Okay, and all I'm hearing I'm hearing you but I'm also hear
that. You're going to have to hire more employees to do
this. That's correct in 2024, which we passed the budget.
Okay, and then you know, I have to speak like everybody
else the right of action we have to do something that's
going to benefit both, you know both Partners here. I think
we should you know, we should come back and you don't talk
about it because I know they are some bad actors, but most
of the people most of the owners are going to do right? I
think we should talk about this and have more comprehensive
communication on the right of action and probably am ending
this later on this is document. But at the end, you know,
this is we still have time I believe or if not this is it
but I just want to thank the committee to
hearing
Here in a small business a small the backbone of our
communities because it doesn't even matter. It's in
Hispanic neighborhoods and in black neighborhoods. We all
have we had we all have businesses and we all want to make
our neighborhoods better. Thank you.
Thank you Alderman and see no further questions real quick
one.
Just give me a good one. I just have one quick question.
No.
Knowing that small businesses have a 4% restaurants have a
4% profit. Margin. Do we know with both of these ordinances
with this one? And then the tip wage do we know how that's
going to fix that 4% bottom line. That is 4% very small. So
do we know if anybody can answer that Commissioners you
want a pint?
I do.
I think we've had a lot of questions today, please. What is
the question rather than 2% So we'll meet at the final
question Mister, please thank German. Thank you Alderman.
Currently we do not have that that data at this is a
consumer protection. I can say how many business or license
where they are throughout the city of Chicago. I think
these are excellent questions. I think these are things we
can put into the study that the body is asking
looks like
Legislation is acting my department to provide in a year.
Rodger
Okay. Well, I just hope you're not studying how many
businesses have been closed why you doing this process? So
I appreciate you and forgive me. It's my fault. We did have
all the woman Lenny Manahawkin work to also wanted to ask a
question to make a statement. Go ahead.
You make a chair. Thank you. Thank you. Everyone who is
here present this committee and commissioner Blackhawk has
for working on a compromised. Especially I'm a small
business owner. I'm you know, the daughter of immigrants.
I'm a person of color and a new color and I'm having a a
family business for the last 20 years. My parents also had
a restaurant and and my War the 40th ward has many small
business corridors. I was also on the board of the Chamber
of Commerce my local neighborhood Andersonville Chamber of
Commerce and their many concerns, of course, especially
from the restaurant industry who is struggling right. Now.
I'm struggling right now is a small business. We don't want
to close and so I also appreciate the time that we're
taking it. Talk about all this my question is can you
Can somebody tell me I know that you we want businesses to
stay open. Thank you commissioner for saying that really
that's the goal. We don't want businesses to close and we
want those empty storefronts to fill up. We want to attract
especially locally owned independent small businesses,
especially businesses of color, especially in my ward was
very diverse. And so I appreciate that you're going to
offer many resources to us and thank you for your
commitment commitment to working with with the Chambers of
Commerce. I really don't want this to be a war against Big
labor and small businesses. We have to work together
because Chicago needs we need to be economically attractive
for for everyone, especially again, I say small businesses
because that's what Andersonville is is about you walk up
and down the street and most of those
able
they live in the neighborhood. But also we have to protect
the workers that are there, you know, it's a very small
business owner. I am grateful for my workers who also
became part of my family who helped me with daycare. It
shouldn't be that if you're a mother and ambitious to open
up your own business that's incompatible. You should be
able to do both and so I want are working for us to be
strong, especially.
or women
Or women I also thank you for Alderman be a guest for we're
pointing out that we need to work together. So I'm asking
also for your commitment to work with me and my team
commissioner to make sure that we all of our Chambers of
Commerce understand or a Business Association. So thank you
for that commitment. My question is.
How are we all so I'll be more pointed. How does this how
how is this going to affect restaurants and tipped workers
and somebody speak on that?
Write each with a shotgun Chamber of Commerce. I just want
to point out for the record what the proposal is doing. It
is exempting small businesses from the payout function, but
it is not exempting them from the requirements or the
penalties for the private right of action. I just want to
take that for the record because it's being billed as a
small business exemption in in in in perpetuity.
How do
I need to that visitation from the olden days. When a
chamber of commerce they when they when they cost
increases.
Small businesses lose competitive. They can't compete with
large businesses. That is as something that all small
businesses know right and part of all the studies that have
been done around the benefits of pit of this ordinance.
They are probabilistic studies during that factual data. So
that is a problem because we're speaking about real cars
coming onto a small businesses that will not be able to
compete with large businesses. So and especially you would
take him to the region not just the 50 employees on the on
the payout but on the ongoing basis, of course in the risk
of of the private right of action, of course, thank you.
Albany
Auburn your question regarding restaurants in the impact
the deposit directly to Pagano. I mentioned earlier that
for you do offer Booksy working restaurants, their tips are
not included in the overall amount that gets paid out or
the overall amount that gets in terms of their yes, they
are not included so they're just make dirt which and
currently they make below the minimum wage. So the economic
impact is not going to be insane on on restaurants just to
be clear specially the ones who are smaller and yeah, I
think
fundamental
Fundamentally the the including the fact that employers
with 50 or less do not have to pay out to their employees a
lot of the restaurants, especially their shots in York to
see that kind of economic liability.
Thank you. Again. I appreciate all the work that is that
has been done on this ordinance. And I I would I am not on
this committee, but I felt it important for me to be here
to speak up on behalf of very small businesses like mine. I
want a healthy work environment for every single one of my
employees is it is difficult to be a small business owner
right now, but also we know the benefits of small
businesses, especially in the Andersonville area where we
have locally owned small businesses and we want more of
that but we want we also need to educate people on what a
healthy environment looks like it means that people are
coming in to work healthy with the supports that they need
from their employer including time off especially for
themselves and their families and as a small business
owner. I know what hard work means you have
maybe the
Maybe there is all.
Be there as Alderman Cardona said 12 hours a day or more.
You just never stopped working, but that does not mean that
our employees have to be subject to 24 hour days. It's not
right that we have to have garbage. We have to make sure
that they take the time off that they need and I've worked
with so many very dedicated people who would work, you
know, like all day for me, but we have to have guard rails
to we have to say take time off you have family. I don't
think it's right that people cannot take time off to be
with their families to take care of someone else's family.
We should all have time off and I am in support of this
ordinance. Thank you all for your time.
OKC no further questions. I just wanted to close by
thinking everyone to be a part of this endeavor. It's been
challenging but I want to also thank those who have pushed
us to move forward and compromise. So with that can I get a
motion to recommend approval of item to in the agenda
passing the substitute ordinance vice-chair Gutierrez so
moves we would be doing the work real car will start all
the Yancey.
Alderman you
Alderman Yancey is a yes Alderman Paul Alderman Paul is a
yes Alderman view Alderman Beale is a no Alderman Chico
Alderman, Chico is a yes all the Roman Ramirez.
Alderwood
older women
Oh Come
Welcome back Alderman Quinn Alderman. Quinn is a yes all
the person with the address. Alderperson Gutierrez is a yes
Alderman Coleman.
Call me.
Alma Coleman is a yes. I'll let me Curtis Alderman Curtis
is a yes Alderman Taliaferro Alderman Taliaferro is a yes
Alderman that I M. Rosa Ramirez. Rosa is a yes elements
pesado.
Auburn sposato is a no other person Vasquez. Yes Oliver for
the Vasquez is a yes all the women clay alderwoman. Clay is
a yes all the woman's Ramirez. Yes is a yes.
all
All the chairperson Rodriguez is also a yes. The vote is 12
to do 22.
in the
Indian penny the chair the vote is 12 to 2 this item
passes.
the middle
committee
Iowa
I will report this vote as a recommendation to pass at the
next city council meeting. Once again, I wanted to thank
all those who have worked very hard on this this compromise
was very difficult to achieve but it's better for a city of
Chicago to have compromised. Thank you also for very much
with there being no further business before the committee
may have a motion to adjourn Alderman Quinn. So move
hearing no objections. So ordered the meeting on the
committee of Workforce Development is now adjourned.