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IT'S FOUR O'CLOCK.[CALL TO ORDER]
THE SPECIAL MEETING OF THE CIVIL SERVICE EMPLOYEE APPEALS COMMISSION TO ORDER.CAN WE HAVE ROLL CALL, PLEASE? COMMISSIONER
[ROLL CALL]
ALAR.SO WE HAVE ONE ITEM BEFORE US TODAY.
COULD I HAVE A MOTION ON ITEM ONE, PLEASE? SO MOVED.
THE MOTION TO THE MOTION IS, UH, IS A RECOMMENDATION TO IMPROVE THE HUMAN
[1. 26-56111 Recommendation to approve the Human Resources request for Order of Layoff. Suggested Action: Approve recommendation. ]
RESOURCES REQUEST FOR ORDER OF LAYOFF.WE, WE'LL, WE'LL GET TO THAT IN JUST A SECOND.
UM, SO WE HAVE A MOTION BY VICE PRESIDENT GARNER AND A SECOND BY COMMISSIONER OWENS.
DO YOU WANT ASK YOUR QUESTIONS NOW OR WOULD YOU RATHER WAIT UNTIL HUMAN RESOURCES? DOES IT PRESENT? YEAH, I'M NOT PRESENT NOTE ON THAT.
SO HERE IF WE'RE, WE'RE MAKING A MOTION TO NO, NO, NO.
THAT WE, IT'S JUST FOR DISCUSSION.
WE MAKE A MOTION FOR DISCUSSION.
THAT SOUNDS WHAT I WAS ASKING.
DO YOU WANT TO ASK YOUR QUESTIONS BEFORE HR DOES OUR PRESENTATION? OKAY.
SO, GOOD AFTERNOON, COMMISSIONERS.
I'M THE DIRECTOR OF HUMAN RESOURCES AT THE CITY LONG BEACH, UH, IN ACCORDANCE WITH, UH, CIVIL SERVICE RULE SECTION 93.
I'M HERE TODAY TO DISCUSS THE REQUEST SUBMITTED TO THIS COMMISSION TO APPROVE AN ORAL LAYOFF ON SEPTEMBER 8TH, 2026.
THE CITY COUNCIL ADOPTED THE FISCAL YEAR 27 BUDGET, AND UNFORTUNATELY, THERE ARE CLASSIFICATIONS, UM, THAT HAVE BEEN IDENTIFIED FOR ELIMINATION.
SO I WANT TO GIVE YOU SOME BACKGROUND, BUT I'LL GO OVER SOME ADDITIONAL INFORMATION.
AND THE STAFF REPORT SUBMITTED TO THIS COMMISSION, THERE WERE APPROXIMATELY 16 IMPACTED CLASSIFIED CLASSIFICATIONS IDENTIFIED AS PART OF THIS REQUEST.
PLEASE NOTE THAT WITH THE ADOPTION OF THE FISCAL YEAR 27 BUDGET, TWO OF THESE, UH, 16 CLASSIFICATIONS, LIBRARY ASSISTANT AND LIBRARY CLERK WERE RESTORED.
THUS SPRING WOULD HOLD DOWN TO 14 CLASSIFICATIONS.
ADDITIONALLY, OF THE IMPACTED CLASSIFICATIONS, THERE ARE APPROXIMATELY 32 EMPLOYEES IMPACTED BY THIS REQUEST FOR THE ORDER OF LAYOFF.
PLEASE BE ADVISED THAT THIS TOTAL HAS BEEN UPDATED AGAIN AFTER THE RESTORATION OF THE TWO CLASSIFICATIONS I PREVIOUSLY MENTIONED REGARDING, UH, COMMUNICATION, UH, FROM THE PROPOSED FISCAL YEAR 27 BUDGET ON JULY 20, UH, EXCUSE ME.
ON JULY 30TH, 2026, THE PROPOSED FISCAL YEAR 27 BUDGET WAS RELEASED.
THE HR TEAM NOTICED THE IMPACT OF LABOR UNIONS AND INVITED EACH TO PARTICIPATE IN A MEET AND CONFIRM PROCESS TO DISCUSS THE IMPACTS OF THE 10.
LABOR UNIONS NOTICED FOUR DID NOT REQUEST TO MEET AND CONFER WHILE SIX REQUESTED TO MEET AND CONFER.
AS OF TODAY, THREE OF THOSE SIX LABOR UNIONS HAVE CLOSED OUT THE MEET AND CONFER PROCESS.
UM, WHILE WE ARE CONTINUING TO ENGAGE IN THE MEET AND CONFER PROCESS WITH THREE LABOR UNIONS, HR WILL CONTINUE TO MEET AND CONFER WITH THE REMAINING LABOR UNIONS TO DISCUSS THE IMPACTS OF THE FISCAL YEAR 27 ADOPTED BUDGET.
ADDITIONALLY, SINCE THE RELEASE OF THE PROPOSED FISCAL YEAR 27 BUDGET, HR HAS CREATED A FISCAL YEAR 27 REDUCTION IN FORCE, UH, EMPLOYEE PORTAL ON THE CITY'S INTRANET, INTENDED TO PROVIDE INFORMATION AND RESOURCES TO ALL EMPLOYEES.
SPECIFICALLY, THESE RESOURCES INCLUDE PROVIDING EMPLOYEES WITH INFORMATION ON THE REDUCTION OF FORCE.
FREQUENTLY ASKED QUESTIONS, A LIST OF, UM, I BELIEVE CLOSE TO EIGHT OR NINE PAGES OF FREQUENTLY ASKED QUESTIONS.
THE EMPLOYEE ASSISTANCE PROGRAM, THE REDUCTION OF FORCE IMPACTED CLASSIFICATIONS.
THESE WERE LIST OF CLASSIFICATIONS THAT WERE IDENTIFIED TO BE IMPACTED BY THE PROPOSED, UH, FISCAL YEAR 27, UH, REDUCTIONS AND INFORMATIONAL SESSIONS WITH THE LONG BEACH WORKFORCE INNOVATION NETWORK.
THE HR TEAM ALSO CREATED A QUESTION, UH, INQUIRY FORM WHERE EMPLOYEES CAN SUBMIT QUESTIONS DIRECTLY TO HR, UM, AND RECEIVED RESPONSES, UM, UH, FROM ANALYSTS.
THESE QUESTIONS INCLUDED INFORMATION REGARDING SENIORITY, THE REDUCTION IN FORCE PROCESS, AND OTHER, UH, QUESTIONS, UH, REGARDING BENEFITS, UM, THAT MAY HAVE OCCURRED.
ONE OTHER, UM, PIECE OF EMPLOYEE ENGAGEMENT.
THE HR TEAM, UH, CREATED WEEKLY OFFICE HOURS WHERE EMPLOYEES COULD SHOW UP DIRECTLY.
UH, WE TOOK INTO ACCOUNT THAT NOT ALL EMPLOYEES HAVE ACCESS TO EMAIL, SO THEY CAN SHOW UP DIRECTLY AND ASK QUESTIONS OF HR STAFF.
UH, AND THAT BEGAN, UM, THE FOLLOWING WEEK FROM THE RELEASE OF THE PROPOSED BUDGET.
SHOULD THIS COMMISSION APPROVE THE ORDER OF LAYOFF, LAYOFF NOTICES WILL BE SENT TO THE CLASSIFIED AND UNCLASSIFIED
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EMPLOYEES AS THESE LAYOFFS NEED TO OCCUR PRIOR TO THE START OF THE NEW FISCAL YEAR, UH, WHICH IS OCTOBER 1ST, 2026, TO REDUCE FURTHER FISCAL IMPACTS TO THE CITY'S BUDGET FOR UNCLASSIFIED EMPLOYEES WHO HAVE PRIOR CLASSIFIED SERVICE, THOSE EMPLOYEES WILL NOT BE LAID OFF AND WILL BE PLACED IN THEIR MOST RECENT CLASSIFIED CLASSIFICATION.WHILE REMAINING IMPACTED EMPLOYEES, LAY NOTICES WILL BE SENT TO IMPACTED EMPLOYEES WHO HAVE FIRST PROVISIONAL STATUS, ANY EMPLOYEES WHO ARE ON A PROBATIONARY STATUS, AND THEN THE EMPLOYEES WHO HAVE THE LEASE SENIORITY IN THE IMPACTED CLASSIFICATIONS.
WHILE WE'LL NEED TO LAY OFF EMPLOYEES, THE HR TEAM HAS BEEN PARTNERING WITH DEPARTMENTS TO REDUCE THE TOTAL NUMBER OF LAYOFFS BY FINDING PLACEMENT OPPORTUNITIES ACROSS THE CITY.
THAT STARTED FIRST WITH LOOKING AT VACANCIES WITHIN, UH, THE EMPLOYEE'S CURRENT DEPARTMENTS, AND THEN LOOKING AT OTHER VACANCIES ACROSS THE CITY.
THOSE DISCUSSIONS WITH EMPLOYEES ARE, UH, OCCURRING THIS WEEK, AND I'M HOPEFUL THAT WE CAN REDUCE THE TOTAL NUMBER OF LAYOFFS THROUGH THIS PROCESS.
SO, IN CLOSING, THIS CONCLUDES MY PRESENTATION, AND I'M HAPPY TO ANSWER ANY QUESTIONS THAT YOU MAY HAVE.
DOES SOMEBODY HAVE A HARD COPY OF YOUR MEMO THAT WAS SENT TO US LAST NIGHT? IT'S COME TO MY ATTENTION THAT SOME OF THE COMMISSION MEMBERS HAVEN'T ACTUALLY SEEN IT, SO IF WE COULD GET THEM COPIES OF THAT.
YOU NEED A COPY, RIGHT? A HARD COPY WOULD BE NICE.
LEY, DO YOU NEED A COPY? OKAY.
SO IF WE COULD GET THREE COPIES.
GREG, YOU WANT WE, WE CAN PRESS THEM.
UM, YOU WANNA, YOU WANNA TAKE A FIVE MINUTE BREAK UNTIL THEY GET THERE? SO YOU CAN PARTNER, PREPARE YOUR QUESTIONS ONCE YOU SEE IT.
TAKE A FIVE MINUTE REALLY QUICK.
DID YOU SAY 15 OR 16 CLASSIFICATIONS ARE EFFECTI? I COULDN'T, 14.
SO NEITHER ONE THAT I HEARD
14 IS AFTER LAST NIGHT'S BUDGET ADOPTION BECAUSE THERE WERE TWO CLASSIFICATIONS THAT WERE RESTORED, UM, THROUGH THE BUDGET OVERSIGHT COMMITTEE AND THEN ADOPTED BY COUNCIL LAST NIGHT.
AND THAT WAS THE LIBRARY CLERK AND LIBRARY ASSISTANT? CORRECT.
SO JUST TAKE A COUPLE MINUTE BREAK UNTIL WE GET THOSE COPIES IN
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PRESIDENT MORALES AS A A POINT OF ORDER.MAY I DO A BRIEF, UH, ROLL CALL BEFORE WE GET STARTED AGAIN? CERTAINLY.
ARE YOU READY THEN? YEAH, WE'RE READY.
WHO WOULD LIKE TO START ASKING QUESTIONS OF MR. TYLER? I'M HAPPY TO JUMP IN.
UM, WELL, FIRST AND FOREMOST, I'D LIKE TO KNOW, UH, WHO IS IN THE ROOM RIGHT NOW.
I SEE THAT WE HAVE SIX PEOPLE HERE.
AND JUST WONDERING IF YOU CAN JUST, UM, UH, SHARE YOUR NAME AND, UH, THE NAME OF ORGANIZATION AND ROLE CITY.
ROBERT WILLIAMS ADMINISTRATIVE, I WANT FOR THE
AND I HAVE BEEN ASSISTING WITH, UH, THE REDUCTION OF FORCE PROGRAM, UH, THROUGHOUT THANK PRESSER ACTING CHIEF OF LABOR RELATIONS HUMAN RESOURCES.
AND I HAVE BEEN LEADING THE MEETING CONFER WITH THE LABOR ASSOCIATIONS ON THE FY 27 BUDGET AND PROPOSED REDUCTION FORCE.
YOU, SASHA MORAR, BUSINESS REP WITH THE IAM.
LOOKS LIKE ALL OF OUR CLASSIFICATIONS LISTED HERE, EXCEPT ONE.
MY NAME IS CARLA OLIVA JORDAN.
I'M ALSO AN, I AM BUSINESS REP REPRESENTATIVE TO MAJORITY OF THE LOSS OF FUNDING, OR SORRY, OX IN THIS CASE, UM, POSITION.
SALVA VASQUEZ, THE PRESIDENT OF THE DISTRICT.
I OVERSEE CITY OF LONG BEACH AND ALL THE AFFECTED CLASSIFICATIONS HERE.
SO WE ARE A SIGNIFICANT IMPACT BY ANY DECISION YOU ALL MADE.
AND SO I AM NO, NO, YOU DON'T ASK QUESTIONS.
IAM COULD YOU JUST SHARE THAT NAME? WHAT, WHAT IS IT? WHERE IS THAT, UH, ACRONYM STAND FOR? THAT'S, THAT'S THE NAME.
IT'S THE INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS, COMMONLY REFERRED TO AS THE IAN.
YOU CAN IMAGINE WITH A WORKFORCE AS LARGE AS A CITY OF LONG BEACH, AND IT IS JUST, YOU KNOW, HUNDREDS OF THOUSANDS OF, UM, RESIDENTS.
UM, MY ROLE AS A PUBLIC MEMBER IS TO ENSURE THAT I'M, I'M KNOWLEDGEABLE AS AN ASKING QUESTION.
UM, SO BASED ON THE, UM, UH, UH, RIGHT, MR. TAYLOR, BASED ON THE NUMBER OF EMPLOYEES IMPACTED, UM, UH, AFTER YESTERDAY'S, UM, SOUNDS LIKE COUNCIL MEETING, UM, AND IT SOUNDS AS THOUGH TWO CLASSIFICATIONS WERE REMOVED.
WHAT ARE THE TOTAL NUMBER OF EMPLOYEES THAT'LL BE IMPACTED NOW? SO NOT CLASSIFICATIONS, BUT NUMBER OF EMPLOYEES? CORRECT.
SO CURRENTLY WE'RE PROJECTING THAT THERE WILL BE AN IMPACT TO 32 EMPLOYEES.
HOWEVER, THERE'S SOME CONTEXT I'D LIKE TO ADD TO THAT.
SO TWO OF THOSE EMPLOYEES ARE PROVISIONAL EMPLOYEES.
UM, AND THOSE ARE EMPLOYEES WHO DON'T HAVE, UH, PERMANENT STATUS WITH THE CITY.
SO UNFORTUNATELY THEY WILL BE LAID OFF THE REMAINING 30 EMPLOYEES.
UM, WE ARE, UM, STILL CURRENTLY WORKING ON PLACEMENT OPPORTUNITIES, UH, FOR THESE INDIVIDUALS ACROSS THE CITY.
UM, AGAIN, THESE WOULD BE OPPORTUNITIES OUTSIDE OF THE EMPLOYEE'S CURRENT DEPARTMENT.
SO WE WOULD BE LOOKING TO PLACE 'EM IN SIMILAR CLASSIFICATIONS AND GRADES IN OTHER CITY DEPARTMENTS.
UM, THE 30, THE 30 THEMSELVES.
SO YOU ARE COMMITTED TO PLACING THE 30 ENVELOPE.
SO THAT IS OUR FIRST ATTEMPT TO MINIMIZE THE IMPACTS OF THE LAYOFF PROCESS.
IF WE ARE SUCCESSFUL IN THAT PROCESS, THEN WE WILL NOT NEED TO GO INTO SENIORITY OR BUMPING, UM, 'CAUSE THAT WOULD BE THE NEXT, UM, EFFECT COMING OUT OF THIS PROCESS.
SO, FOR EXAMPLE, IF WE MAKE, UH, A PLACEMENT OFFER TO AN EMPLOYEE AND THEY DECLINE THAT OFFER, THEN WHAT WE WOULD NEED TO DO IS WE, AND WE'VE ALREADY IDENTIFIED THE LEAST SENIOR PERSON IN THAT CLASSIFICATION, AND THEN THAT INDIVIDUAL WILL BE BUMPED OUT OF THAT CLASSIFICATION.
IF THEY HAVE PRIOR CLASSIFIED SERVICE, WE WOULD PUT THEM INTO THEIR MOST RECENT CLASSIFIED, UH, POSITION.
IF THEY DON'T, THEN THEY WOULD BE LAID OFF.
SO WE'RE TRYING TO MINIMIZE THIS FROM THE FIRST OPPORTUNITY TO PLACE THE INDIVIDUAL.
UM, BECAUSE THE WAY THAT THIS PROCESS WORKS, THERE ARE THE, THE CLASSIFICATIONS, THE POSITIONS THAT HAVE BEEN IDENTIFIED FOR ELIMINATION, THAT DOESN'T NECESSARILY MEAN THAT THE PERSON SITTING IN THAT SEAT WILL BE THE PERSON WHO IS LAID OFF.
SO IF WE'RE SUCCESSFUL IN PLACING THE EMPLOYEES, UH, WHICH I'M COMPLETELY OPTIMISTIC THAT WE CAN DO THIS, THEN
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WE WON'T NEED TO LAY OFF THOSE INDIVIDUALS.SO THEORETICALLY, THAT NUMBER OF IMPACTS THAT EMPLOYEES COULD GO DOWN TO ON THE CLASSIFIED SIDE, UM, AS MANY AS TWO, IF WE ARE ABLE TO SUCCESSFULLY PLACE THE 30 IN PLACE, AND AGAIN, THESE ARE JUST CLASSIFIED EMPLOYEES BECAUSE WE WILL HAVE LAYOFFS ON THE UNCLASSIFIED SIDE OF THIS PROCESS.
SO TODAY WE ARE GOING SIMPLY ON THE CLASSIFIED, CORRECT? THAT'S CORRECT.
BECAUSE THAT'S THE ONLY, UH, PART OF THIS PROCESS THAT REQUIRES ORDER OF, UH, AN ORDER OF LAYOFF THAT COULD INCLUDE, UH, THE BUMPING SENIORITY PROCESS THAT I JUST REFERENCED.
JUST FOR A REFRESHER, CAN YOU, CAN YOU DELINEATE CLASSIFIED VERSUS UNCLASSIFIED? ABSOLUTE.
SO THE CLASSIFIED, UH, EMPLOYEES HAVE, UM, FOR LACK OF A BETTER PHRASE, PER LIKE, UH, PROPERTY STATUS TO THEIR POSITION, WHICH MEANS THAT THEY WOULD NEED TO HAVE EFFECTIVE NOTES BEFORE THEY WERE RELEASED FROM THAT POSITION.
THIS WOULD BE IN ALL INSTANCES, INCLUDING, UM, ISSUES RELATED TO PERFORMANCE OR DISCIPLINE OR IN LIKE THIS CASE, UH, LAYOFFS FOR AN UNCLASSIFIED EMPLOYEE, THEY'RE CONSIDERED TO BE AN AT WILL EMPLOYEE.
SO THEY DON'T HAVE THOSE SAME PROTECTIONS.
UM, AND ULTIMATELY THEY WOULD BE IN A SITUATION LIKE THIS, UH, LAID OFF.
HOWEVER, IF THEY HAD PRIOR CLASSIFIED SERVICE BEFORE, ASSUMING THAT CURRENT CLASS, UH, UNCLASSIFIED ROLE, THEY STILL HAVE THOSE REVERSIONARY RIGHTS TO THAT PRIOR CLASSIFICATION BASED OFF OF THAT, UH, PROPERTY RIGHT.
THAT, THAT'S, UM, VERY HELPFUL.
AND SO AS I'M LOOKING AT, UM, THE LIST, UM, AND IT SOUNDS AS THOUGH TWO PROVISIONAL EMPLOYEES, MEANING THAT THEY ARE AT SOME TYPE OF PROBATIONARY STATUS.
CORRECT? YOU SAY PROVISIONAL? YEAH.
I'LL HAVE EXPLAIN PROVISIONAL.
A PROVISIONAL EMPLOYEE DOES NOT EVEN HAVE PROBATIONARY STATUS.
SO PROBATIONARY EMPLOYEE IS HIRED OFF OF AN ELIGIBLE LIST.
IT WAS CREATED BY THE EXAMINATION PROCESS.
IF THE CITY USES FOR CLASSIFIED EMPLOYEES, PROVISIONAL EMPLOYEE IS AN EMPLOYEE WHO WAS HIRED, WHO MEETS THE MINIMUM REQUIREMENTS, BUT DID NOT HAVE TO COMPETE IN THE MERIT BASED EXAMINATION PROCESS, BUT THERE WAS SUCH AN URGENT NEED, UH, AND THERE WAS NO ELIGIBLE LIST IN PLACE TO HIRE THAT INDIVIDUAL.
THEY'RE HIRED WITH BY MEETING THE MINIMUM REQUIREMENTS.
AND THEN WHEN THE TALENT MANAGEMENT GROUP RUNS THE EXAMINATION FOR THAT CLASSIFICATION, THEY ARE TO APPLY AND THEN COMPETE IN THAT PROCESS.
AND THEN ULTIMATELY, SHOULD THEY PASS THE EXAM, GET PLACED ON THE ELIGIBLE LIST OF DEPARTMENT HAS THE OPPORTUNITY TO HIRE THEM.
SO THE BIG DIFFERENCE BETWEEN THE PROBATIONARY EMPLOYEE AND THE PROVISIONAL EMPLOYEE IS THE PROBATIONARY EMPLOYEE HAS APPLIED THROUGH THE MERIT BASED PROCESS, HAS PASSED THE EXAM, WAS CERTIFIED TO AN ELIGIBLE LIST, AND THEN WAS HIRED OFF OF THAT ELIGIBLE LIST.
THE PROVISIONAL EMPLOYEE WAS NOT, THEY JUST MERELY MET THE MINIMUM REQUIREMENTS, AND THEY WILL GO THROUGH THAT PROCESS WHEN THE EXAMINATION IS ADMINISTERED.
AND SO, UM, AS I'M LOOKING AT THE CLASSIFICATIONS, UM, I WILL SHARE WITH YOU THAT I'M CONCERNED OF THAT, UM, THERE ARE POSITIONS THAT ARE, NOW THAT YOU'VE TAKEN OFF THE LIBRARY ASSISTANT AND THE CLERK, UM, LOOKING AT, UM, TITLES THAT HAVE A, UM, OF COURSE, ANALYST POSITION IS A VERY GENERALIST POSITION, UM, LOOKING AT SPECIALIST, UM, ASSISTANT POSITIONS.
SO WHEN I LOOK AT MEN VERSUS WOMEN, UM, MY RESEARCH TOLD ME THAT DISPROPORTIONATELY WOMEN ARE IN ROLES THAT ARE IN AID OR ASSISTANT POSITIONS.
UM, AND THAT'S, THERE'S, THEY'RE VERY, YOU KNOW, LOTS OF REASONS FOR THAT.
CAN YOU PLEASE TELL ME WHAT IS THE RATIO OF MEN VERSUS WOMEN IN THESE POSITIONS? UM, I WILL NEED TO GET BACK TO YOU ON THAT.
UNFORTUNATELY, WE DON'T HAVE THAT INFORMATION AVAILABLE.
I, I WILL GO JUST HIGHLIGHT THAT.
UM, I DEFINITELY UNDERSTAND YOUR QUESTION, UH, RELATIVE TO SOME OF THOSE HISTORICAL PAINTING CONVENTIONS, HOWEVER, THESE CLASSIFICATIONS ARE NOT LIMITED TO CERTAIN GENDER, CERTAIN ETHNICITIES.
THEY'RE REALLY BASED ON THOSE INDIVIDUALS WHO HAVE, UM, COMPETED AND BEEN ON ELIGIBLE LIST AND SELECTED FOR THESE POSITIONS.
AND THAT WOULD VARY FROM THE CATEGORIES THAT YOU JUST REFERENCED.
I, I JUST KNOW AS A, AS A THREE, SEVEN AND A HALF YEAR PUBLIC SERVANT, I WOULD SAY THAT, UM, MANY TIMES WHEN YOU HAVE PUBLIC SERVANTS, UM, THEY ARE DEDICATED TO THE ROLE AND AT THE SAME TIME, UM, BREADS AND THE FAMILIES.
AND SO YOU CAN IMAGINE THAT MY, MY, UM, HEIGHTENED CONCERNED CONCERN AROUND THE, THE, UM, FACT THAT WE'RE TALKING ABOUT LAYING OFF EMPLOYEES.
AND WHILE I'M VERY GRATEFUL TO HEAR THAT, UM, THERE ARE POSITIONS THAT YOU'RE LOOKING FOR PLACEMENT, I ALSO, UM, TOOK THE TIME TO LOOK AT, UM, THE HR REPLACE, UH, RECRUITMENT, UM, LIST FOR HR OPPORTUNITIES, AND FOUND THAT THERE WAS, WHAT I WOULD SAY, A VERY HEALTHY NUMBER OF RECRUITMENTS THAT ARE HAPPENING,
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UM, AT THE CITY AT THIS TIME.AND SO, COULD YOU EXPLAIN TO ME, UM, AS WE'RE TALKING ABOUT LAYOFFS, HOW, HOW ARE WE, UM, JUST, JUST GENERALLY AND JUST THINKING ABOUT, UM, YOU KNOW, HOW IT LOOKS, UM, AS FAR AS REPUTATIONAL THAT WE'RE, WE'RE STILL HIRING, AND THEN WE'RE TALKING ABOUT LAYOFFS TOO.
SO COULD YOU EXPLAIN TO ME HOW THOSE RECRUITMENTS FALL, UM, IN LINE OR HOW THEY IMPACT THE, THE, UM, LAYOFF, UM, CONVERSATION THAT WE'RE HAVING? SURE.
SO, UM, I'LL TAKE IT BACK PROBABLY, UM, SOMETIME IN JUNE OF THIS YEAR, UM, UH, COLLABORATION WITH THE CITY MANAGER'S OFFICE, UH, PUT INTO LIKE A HIGHER HIRING EXTENSION PROCESS.
SO THAT WAS REALLY AIMED AT, UM, LOOKING AT CLASSIFICATIONS, UM, THAT WERE STILL BEING RECRUITED AND, AND HOW DEPARTMENTS WERE FILLING THOSE VACANCIES.
AGAIN, UH, THE CITY HAS OVER 6,000, UH, POSITIONS.
UM, THERE STILL ARE A NUMBER OF VACANCIES THAT THE CITY WE'RE TRYING TO BUILD TO BUILD CREDIT.
HOWEVER, AS WE WERE GOING THROUGH THIS PROCESS, WE WANTED TO BE MINDFUL OF NOT HIRING INDIVIDUALS, UM, AND IN THIS PARTICULAR WINDOW, UM, BECAUSE ULTIMATELY THOSE WOULD BE INDIVIDUALS WHO WOULD BE SQUARELY IMPACTED IF, YOU KNOW, WE WOUND UP IN THIS SPACE.
AND AGAIN, UM, UNDERSTANDING THAT THERE ARE, YOU KNOW, AND WE SHARED WITH CONCERNS WITH HAVING TO HAVE ANY EMPLOYEES.
BUT HOWEVER, DUE TO THE FISCAL, UH, DEFICIT THAT THE CITY IS UNDER, UM, THIS WAS, YOU KNOW, ONE OF THE IDENTIFIED SOLUTIONS TO ADDRESS THAT ISSUE.
UM, SO ULTIMATELY THERE ARE STILL A NUMBER OF RECRUITMENTS THAT WILL BE UNDERWAY, UM, THAT DOES NOT CHANGE, YOU KNOW, KIND OF THE PROCESS OF FILLING OUT THEIR VACANCIES.
UM, ALSO, I'D LIKE TO HIGHLIGHT THAT THROUGH THIS PROCESS, SHOULD THERE BE ANY EMPLOYEES WHO HAVE PASSED A PROBATIONARY STATUS AND ARE LAID OFF, THOSE INDIVIDUALS WOULD GO ONTO WHAT'S KNOWN AS A PRIORITY LIST.
SO THE PRIORITY LIST, UM, WOULD BE FOR THAT CLASSIFICATION.
AND ANYONE WHO WAS LAID OFF, IF THERE'S, UH, A, A, A VACANCY IN THAT CLASSIFICATION IN THE FUTURE, THE DEPARTMENTS WOULD NEED TO START WITH THAT PRIORITY LIST BEFORE GOING TO, LET'S SAY A NEW ELIGIBLE LIST.
SO THAT WOULD STILL GIVE THOSE INDIVIDUALS AN OPPORTUNITY TO RETURN, UH, TO THE CITY IN THAT, UH, PREVIOUS CAPACITY.
UH, AND THAT'S KIND OF PART OF THIS, UH, ORDER OF LAYOFF PROCESS.
IT'S NOT INTENDED TO JUST LAY OFF INDIVIDUALS WITHOUT, UH, POTENTIALLY CREATING A PATHWAY BACK.
ALSO FOR INDIVIDUALS, UM, WHO MAY BE IMPACTED BY THIS, THEY STILL HAVE OPPORTUNITIES TO APPLY FOR OTHER POSITIONS WITHIN THE CITY.
ONE OF THE THINGS THAT I THINK IS HELPFUL IS, AGAIN, IDENTIFYING SOME OF THOSE VACANCIES THAT ARE OUT THERE.
THAT CROSS HIRING EXEMPTION PROCESS HAS ALLOWED US TO SLOW DOWN HIRING IN CERTAIN CLASSIFICATIONS THAT WE KNEW, UH, WE WOULD HAVE SOME OPPORTUNITIES TO TRY TO FIND, UH, PLACEMENTS FOR THESE IMPACTED EMPLOYEES.
AND LASTLY, I'LL SHARE THAT, UM, BEING A RESIDENT IN THE CITY, I RECOGNIZE THAT THERE ARE A LARGE NUMBER OF CAPITAL IMPROVEMENT PROJECTS THAT ARE HAPPENING THROUGHOUT THE CITY.
AND SO AS WE LOOK AT EMPLOYEES BEING IMPACTED, AND, UM, CLASSIFICATIONS BEING LISTED ON MEMOS, I ALSO WONDER, UM, IF YOU KNOW WHAT TYPE OR PERHAPS, UM, THEIR COLLEAGUE KNOWS, UM, IF THERE HAS BEEN ANY CONSIDERATION ON DELAYING CAPITAL IMPROVEMENT PROJECTS THROUGHOUT THE, SO I THINK YOU'RE, YOU'RE MIXING APPLES AND ORANGES THERE, BUT THE MONEY'S THE SAME.
MY EXPERIENCE, SO I'LL JUST SHARE WITH YOU.
MY, I'M, I'M JUST ASKING A QUESTION THOUGH.
AND THEY'RE NOT THE FINANCIAL EXPERTS.
IF WE NEED TO GET SOMEBODY HERE FROM THE CITY MANAGER'S OFFICE TO TALK TO YOU ABOUT THAT, WE WILL.
BUT THE CAPITAL PROJECTS COME FROM VERY DIFFERENT PROJECT FUNDS.
MOST OF THE PROJECTS THAT YOU'RE TALKING ABOUT NOW ARE MEASURE A FUNDS, MEASURE A FUNDS ARE DESIGNATED FOR SPECIFIC CAPITAL IMPROVEMENT AND CANNOT BE USED FOR HUMAN RESOURCE COSTS.
SO IF YOU, BUT I ALSO, I ALSO WONDER, AND, AND MAD CHAIR, IF YOU LET ME FINISH, I ALSO WONDER ABOUT THE NUMBER OF PROJECTS THAT ARE ALSO GOING ON, WHETHER IT'S WHICH, WHETHER IT'S FUND A OR PROP A, OR WHETHER IT'S, I'M TALKING ABOUT THE GENERAL FUND, BUT WE STILL HAVE PROJECTS THAT ARE HAPPENING.
SO PERHAPS, GARY, YOU CAN HELP ME TO UNDERSTAND AND WE CAN MEET, TO TALK ABOUT, UM, JUST DETAILS SO THAT I'M PRIVY SO I'M NOT ASKING, UM, WRONG QUESTIONS.
BUT YOU CAN IMAGINE THAT I WE'RE TALKING ABOUT PEOPLE'S LIVELIHOOD HERE.
I THINK I UNDERSTAND WHAT YOU'RE, WHERE YOU'RE GOING, BUT I ALSO WOULD POINT OUT THAT SOME OF THE PROJECTS THAT ARE ONGOING HAVE BEEN FUNDED FROM SOURCES WELL BEYOND TODAY.
AND SO, UM, IF I UNDERSTAND WHAT YOU'RE ALLUDING TO, STOPPING THOSE PROJECTS NOW THAT HAVE FUNDED, DELAYED, OR DELAYING THEM WHEN THE FUNDING SOURCE WAS IDENTIFIED SEVERAL YEARS AGO, I'M NOT SURE THAT DEFINITELY, I'M NOT SURE.
THAT DEFINITELY ADDRESSES THE STRUCTURAL PROBLEM THAT WE'RE FACING NOW IN TERMS OF THE BUDGET.
AND I GUESS, UM, IN MY EXPERIENCE, I, I FEEL THAT IT DOES IN SOME WAY, UH, IT DOES IMPACT
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THE FUNDS THAT YOU HAVE AVAILABLE FOR HIRING, BECAUSE THERE'S WORK THAT NEEDS TO BE DONE WITH PROJECTS.CAN I JUST ADD ONE THING TO THAT? THE DIFFERENCE IS THE STRUCTURAL, AND THE ONE TIME A PROJECT IS ONE TIME FUNDING THAT ONCE THAT'S FUNDING IS GONE, THERE'S NO MORE FUNDING.
STRUCTURAL MEANS THAT IT'S IN YOUR BUDGET EVERY YEAR.
SO THAT'S WHY YOU CAN'T INTERMINGLE ONE TIME FUNDING WITH STRUCTURAL 'CAUSE FUNDING RUNS.
AND I'M NOT, I I WAS JUST TRYING TO CLARIFICATION ON THE CITY'S BUDGET, BECAUSE I HAVE DEALT WITH CITY'S BUDGET FOR MANY, MANY YEARS.
BUT I'M NOT TRYING TO, TO CUT YOU OFF OR NO, I, I, I'LL JUST SAY THAT I'M OBVIOUSLY SENSITIVE TO THIS ISSUE.
UH, HAVING EXPERIENCES MYSELF.
I WILL SAY THAT I'M VERY CONCERNED THESE EMPLOYEES, WHETHER IT'S TWO EMPLOYEES OR 30.
SO THAT'S WHERE OUR END THANK YOU VERY MUCH.
AND, AND I AM, I AM TRULY THANKFUL THAT IT IS, IF IT IS, IF IT DOES ONLY BECOME TWO EMPLOYEES, THAT IT'S NOT THREE.
I ALSO WANNA MAKE, UH, UH, CLARIFICATION ON THE TERMS LIKE GENERAL MAINTENANCE ASSISTANT.
UH, THAT WAS ONE OF MY MAIN, UH, CLASSIFICATIONS THAT WORKED FOR ME.
AND I DO UNDERSTAND THAT THAT IS A MOSTLY MALE DOMINATED, UH, CLASSIFICATION AS YOU'RE TALKING PLUMBING, ELECTRICAL, CARBON TREE, AND THINGS OF THAT NATURE.
SO I DO UNDERSTAND THAT THE, UH, NAMES BEHIND THE CLASSIFICATION REALLY DOESN'T DETERMINE THE GENDER.
UH, THE QUESTIONS THAT I HAVE HERE FOR NOW IS ALL POSITIONS THAT I JUST, SO, UH, SHE ASKED THE QUESTION, BUT I WANNA MAKE SURE I'M UNDERSTANDING, IS HERE BEFORE US, THERE'S NO TIME, LIKE IN SIX MONTHS YOU GUYS COME BACK AND THAT 32 TURNS INTO 64.
THE BUDGET IS THE BUDGET, AND THESE ARE THE ONLY EMPLOYEES THAT WILL BE AFFECTED THIS YEAR IN THIS BUDGET.
SO I'LL SAY THAT THAT IS, THAT IS THE PLAN.
UM, IF THIS ISN'T IMPLEMENTED BY OCTOBER 1ST, AGAIN, THERE MAY STILL BE ADDITIONAL FISCAL CONSIDERATIONS THAT MOVE FORWARD.
UM, THIS IS US BRINGING YOU A REQUEST FOR AN
AND AGAIN, WE ARE PLANNING FOR THOSE WORST CASE SCENARIOS, BUT HOPEFUL THAT WE ARE NOT NECESSARILY LAYING OFF THIS NUMBER OF EMPLOYEES ON THE, ON THE CLASSIFIED SIDE.
WE KNOW THAT WILL HAPPEN ON THE UNCLASSIFIED SIDE BECAUSE AS WE TALK ABOUT FUNDING, A LOT OF THOSE, UH, NUMBERS ARE INTEGRATED INTO THE FULL-TIME EQUIVALENT, MAYBE HOURLY, UH, EMPLOYEES.
SO, YOU KNOW, ONE FULL-TIME EQUIVALENT CAN EQUAL UP TO FOUR OR MORE EMPLOYEES.
SO THAT'S WHY YOU SEE A HIGHER COUNT ON THE UNCLASSIFIED SIDE.
BUT AGAIN, UM, WITH THE ADOPTION OF THE BUDGET LAST NIGHT, THAT IS LOOKING AT SOLVING SOME OF THE STRUCTURAL DEFICIT ISSUES THAT HAVE BEEN IDENTIFIED FOR FISCAL YEAR 27.
THIS DOES NOT MEAN THAT IN THE FUTURE, WE MAY NOT RETURN WITH AN ADDITIONAL REQUEST.
THE HOPE IS THAT WE DON'T HAVE TO DO THAT.
BUT AGAIN, IT'S HARD TO PREDICT THE FUTURE, ESPECIALLY LOOKING AT, YOU KNOW, THE PAST, UH, I'LL JUST SAY A YEAR AND A HALF.
'CAUSE THAT'S LONG, UH, THAT I'VE BEEN IN THIS ROLE.
UM, WE'VE HAD ISSUES SUCH AS LOSS OF FUNDING AND OTHER THINGS THAT WERE NOT ANTICIPATED IN TERMS OF IMPACTING EMPLOYEES AND THEIR STATUS.
AND THEN MY NEXT QUESTION, WHICH YOU ALLUDED ME TO IS, IF THIS IS NOT RATIFIED TONIGHT, THAT JUST MEANS THAT THE IMPACT IS GOING TO COMPOUND AND OR WILL YOU TELL ME WHAT THE IMPACTS ARE IF, IF WE DON'T RATIFY IT AND IT GOES ON, LET'S SAY A HALF A YEAR? SURE.
SO THIS, UH, REQUEST IS NECESSARY TO PROCEED WITH ACTUAL NOTICES TO EMPLOYEES RELATIVE TO THE LAYOFF.
IF THIS COMMISSION DOES NOT APPROVE THE ORDER OF LAYOFF, WE'RE NOT ABLE TO MOVE FORWARD IN THE TIME THAT WE HAVE BEEN GOING THROUGH THE PROCESS.
AND, YOU KNOW, PROVIDING INFORMATION TO EMPLOYEES IN TERMS OF IMPACTED CLASSIFICATIONS, THAT'S AS MUCH INFORMATION AS WE COULD PROVIDE BECAUSE WE COULDN'T SUPERSEDE OR GET OUT IN FRONT OF COMING TO THIS COMMISSION TO SEEK THE AUTHORITY TO MOVE FORWARD WITH LIFTS.
ALSO, WE COULDN'T COME TO THIS COMMISSION SOONER BECAUSE WE NEEDED FOR THE COUNCIL TO ADOPT THE BUDGET, WHICH OCCURRED LAST NIGHT.
SO WE HAVE BEEN PREPARED TO COME AND SEE YOU, WHETHER IT BE TODAY, WHICH WE'RE GLAD WE'RE HERE TODAY, UM, OR NEXT WEEK.
'CAUSE NEXT WEEK WOULD'VE BEEN THE LAST WEEK THAT THE COUNCIL HAD BY THE CHARTER TO ADOPT A BUDGET.
SO WE WERE PREPARED IN EITHER OF THOSE SCENARIOS TO BRING THIS REQUEST FORWARD, IF I MAY, COMMISSIONERS, WE'VE BEEN ACTIVELY MEETING AND CONFERRING WITH THE IMPACT OF LABOR ASSOCIATIONS, ONE OF WHICH YOU HAVE HERE TODAY, REPRESENTING THE IAM.
AND ONE OF THE BIG QUESTIONS THAT THEY'VE HAD IN THE MEETING CONFER MEETINGS IS, CAN YOU TELL US EXACTLY WHO IS GOING TO BE IMPACTED? AND THAT'S WHAT THIS,
[00:30:01]
THIS ITEM THAT'S BEFORE YOU TODAY, THE APPROVAL OF THAT ORDER OF LAYOFF THEN OFFICIALLY APPROVES THE SENIORITY AND ALLOWS US TO CONTINUE MEETING WITH THIS GROUP AND TELLING THEM SPECIFICALLY WHAT EMPLOYEES WITH NAMES, WHAT OUR PLANS ARE, WHERE WE CAN MOVE THEM, HOW WE CAN UTILIZE THE CIVIL SERVICE RULES AND REGULATIONS THAT WE HAVE IN ORDER TO KEEP THESE FOLKS EMPLOYED WITH THE CITY.THERE'S OTHER OPTIONS LIKE PERMANENT ASSIGNMENT TO A DIFFERENT JOB CLASS IN LIEU OF LAYOFF AND MR. TYLER MENTIONED.
BUT WE NEED THIS ORDER OF LAYOFF IN ORDER TO START FACILITATING THAT MOVEMENT AND CONTINUING TO BE WITH OUR PARTNERS HERE.
I'M SORRY, I GOTTA JUMP IN REAL QUICK.
AND, YOU KNOW, DON'T ENVY THE WORK THAT Y'ALL HAVE BEEN DOING THE LAST SEVERAL MONTHS ABOUT THIS, BUT, UM, IT SEEMS TO ME THAT YOU'RE SUGGESTING THAT THE MEET AND CONFER CAN'T FINISH UNTIL WE APPROVE THE ORDER OF LAYOFF.
RIGHT NOW, WE HAVE A REQUEST FROM THE UNION TO IDENTIFY THE SPECIFIC INDIVIDUALS.
WE DON'T HAVE THE SPECIFIC INDIVIDUALS ANY SORT OF OFFICIAL CAPACITY UNTIL THE COMMISSION APPROVES THAT ORDER.
SO WE WILL CONTINUE MEETING WITH THIS GROUP AFTER WE PROVIDE THEM WITH THOSE NAMES, AND THEN LOOK AT THE STAFFING PLAN THAT THERE IS FOR THE CITY WITH WHAT'S GONNA HAPPEN TO THESE IMPACTED EMPLOYEES.
SO THE, THE, THE CONCERN THAT I HAVE WITH THAT IS, IS ONCE, ONCE WE APPROVE THE ORDER OF LAYOFF, THEN, THEN THEY'RE SORT OF, THAT, THAT SORT ACTUALLY TAKES AWAY THE BARGAINING RIGHTS, DOESN'T IT? NO, IN THIS CASE, WE HAVE, WE HAVE ADDITIONAL OPTIONS, RIGHT? LIKE A D PERMANENT ASSIGNMENT AND RULE OF LAYOFF.
THAT'S WHERE YOU HAVE AN EMPLOYEE WHO'S THE LEAST SENIOR IN THEIR JOB CLASS.
THERE'S NO OTHER POSITION IN THE CITY.
WE CAN LOOK AT PLACING THEM IN A DIFFERENT JOB CLASSIFICATION IF THEY'VE NEVER BEEN IN, THEY'VE NEVER APPLIED FOR, WE NEED THIS ORDER OF SENIORITY IN ORDER TO IDENTIFY WHO THOSE FOLKS ARE.
WE NEED THAT ORDER OF, UH, THAT ORDER OF SENIORITY IN ORDER TO DETERMINE WHO'S GONNA BE IMPACTED BY ANY SORT OF BUMPING.
SO WE HAVE ALREADY COMMITTED AND DISCUSSED WITH THE IAM THAT WE WERE COMING HERE TODAY TO THE COMMISSION TO ASK FOR THIS ORDER OF LAYOFF, AND THEN WE'RE COMMITTED TO CONTINUING TO MEET WITH THEM AFTER WE IDENTIFY WHO THESE EMPLOYEES ARE SUCH THAT WE CAN THEN FIND, LOOK FOR POTENTIAL SOLUTIONS.
I THINK, WE'LL, WOULD YOU LIKE TO HEAR FROM IM AND PUBLIC COMMENT BEFORE WE GO FURTHER? I CAN WE, CAN WE SPLIT UP PUBLIC COMMENT AND HAVE THEM DO PUBLIC COMMENT NOW AND THEN AGAIN, UH, LATER? OR DOES IT ALL HAVE TO BE AT ONE TIME? I WOULD RECOMMEND ONE PUBLIC COMMENT.
SO THE STAFF IS DONE WITH THEIR PRESENTATION AND THERE ARE NO MORE QUESTIONS.
YOU CAN GO TO PUBLIC COMMENT NOW.
UM, SO WE'LL, WE'LL, WE'LL PUT A PIN IN, WE'LL PUT A PIN IN THAT WHEN WE'LL HEAR FROM THE UNION.
UM, AND JUST A LITTLE BIT TO SEE, TO SEE IF THEY HAVE THE SAME PERSPECTIVE ON THAT.
UM, I WILL SAY FROM MY EXPERIENCE, UH, I, I THINK THAT YOU, YOU KNOW, FROM, FOR US TO APPROVE SOMETHING BEFORE A MEET CONFER IS DONE IS SORT OF BACKWARDS.
UM, THE AGREEMENT SHOULD ALREADY BE MADE AND THEN WE COME, WE CAN APPROVE IT OR NOT APPROVE IT AND THEN SEND BACK TO, WE CONFERRED FROM MY EXPERIENCE, THAT'S HOW IT'S WORKED.
UM, BUT WE'LL, WE'LL HEAR FROM THE UNION ON THAT IN JUST A LITTLE BIT.
AND I THINK JUST ADD ONE QUICK POINT ON THAT.
UM, SO I'LL USE LAST YEAR'S, UH, BUDGET PROCESS.
I MEAN, YOU KNOW, COMMONLY NOTICE THE UNIONS EVERY BUDGET CYCLE ON THE BUDGET AND OPEN MEET AND CONFER TO DISCUSS THE IMPACTS.
IN LAST YEAR'S PROCESS, WE DID NOTICE THE UNIONS AND CONTINUED THE MEET AND CONFER PROCESS WELL AFTER THE BUDGET WAS ADOPTED IN SEPTEMBER.
THAT IS SOMETHING, AGAIN, AS A COMMITMENT TO CONTINUE THAT DIALOGUE IN DISCUSSING THE ACTUAL IMPACTS WE HAVE DONE IN THE PAST AND WILL CONTINUE TO DO.
I I JUST WANTED TO SHARE THAT AS CON ADDITIONAL CONTEXT, NOT TO, YOU KNOW, UH, SAY THAT THAT IS SOMETHING THAT IS STANDARD PRACTICE, BUT AGAIN, WE'RE LOOKING AT THAT GLOBAL IMPACT TO ALL EMPLOYEES.
AND AGAIN, AS THAT THE PAST, YOU KNOW, THE NU FISCAL YEAR, THAT FISCAL DEFICIT WILL CONTINUE TO GROW IF INDIVIDUALS ARE IN KIND OF THAT
I, I DON'T THINK IN LAST YEAR'S BUDGET CYCLE THERE WERE LAYOFF THOUGH, RIGHT? NO.
THE, THE REASON WHY I, I USE THAT AS CONTEXT OF THIS TO SHOW THAT EVEN IN A YEAR IN WHICH THERE AREN'T LAYOFFS, WE'RE CONTINUING TO HAVE THOSE DISCUSSIONS MM-HMM
UM, WITH THE UNIONS THAT ARE REQUESTING THAT LEADER.
SO WE'RE NOT, WE'RE NOT OPPOSED TO CONTINUING THAT IN THIS CYCLE AS WELL.
UM, DID, DID YOU HAVE MORE QUESTIONS? NO, I DON'T.
SO YOU DON'T, UH, YOU SAID YOU DON'T ACTUALLY HAVE THE NAMES OF THE PEOPLE THAT WOULD BE LAID OUT.
THERE'S NO PROPOSAL OF NAMES FOR THESE POSITIONS.
WE HAVE DONE RESEARCH TO IDENTIFY INDIVIDUALS THAT ARE AT LEAST SENIOR CLASSIFICATIONS.
UNFORTUNATELY, WE CAN'T HAVE THOSE LEVEL OF DISCUSSIONS UNTIL AN ORDER OF LAYOFF IS APPROVED, BECAUSE AGAIN, WE'RE NOW TALKING ABOUT SPECIFIC NOTICES TO EMPLOYEES, AND WE WANT TO NOTICE THE EMPLOYEES DIRECTLY SO THEY HAVE AS MUCH NOTICE TO UNDERSTAND WHAT THOSE NEXT STEPS ARE.
[00:35:01]
YOU KNOW, YOU, YOU'RE WORKING WITH THEIR COLLECTIVE BARGAINING GROUP, RIGHT? YOU KNOW, TALKING TO THEM IS, IS, YOU KNOW, THEY'RE THE ELECTED APPROVED GROUP TO BARGAIN FOR THOSE INDIVIDUAL EMPLOYEES.AND SO, UM, I'M NOT, I'M NOT NECESSARILY BUYING THAT.
YOU CAN'T DISCUSS THOSE WITH THEM.
THEY, THEY, THEY ARE THE REPRESENTATIVES OF THOSE EMPLOYEES.
UM, SO YOU DO HAVE THE NAME, YOU DO HAVE THE NAMES OF THE ONES THAT WOULD COINCIDE WITH, WITH THESE FOLKS RIGHT HERE AND WHERE IT'S TO BE APPROVED.
SO WE, WE HAVE, UH, I'LL JUST SAY TWO SETS OF NAMES.
WE HAVE NAMES OF THE INDIVIDUALS THAT ARE IN, IN THE SEATS THAT ARE IDENTIFIED FOR ELIMINATION.
THOSE ARE THE INDIVIDUALS THAT WE PLAN ON REACHING OUT TO AND MAKING THE OFFERS OF THE PLACEMENTS AND THE OTHER OPPORTUNITIES.
AGAIN, THE SAME CLASSIFICATION, THE SAME GRADE LEVEL.
WHAT'S DIFFERENT WHEN YOU GET INTO AN OR OF LAYOUT PROCESS, AND I DIDN'T EXPLAIN THIS EARLIER, IS THAT WHEN YOU DO GET INTO THE SENIORITY, IN THE BUMPING PROCESS, THE GRADE LEVEL, UH, DOESN'T MATTER.
ALL THE CLASS, ALL THE CLASSIFICATIONS AT THAT POINT BECOME CONDENSED.
SO THERE'S, FOR EXAMPLE, ADMINISTRATIVE ANALYSTS.
SO THERE'S A GRADE ONE, A GRADE TWO, A GRADE THREE.
IF AN INDIVIDUAL DECLINES THAT PLACEMENT OPPORTUNITY, AND LET'S SAY THEY'RE A GRADE THREE, BUT THE LEAST SENIOR PERSON IS A GRADE ONE, THEY WOULD THEN BECOME A GRADE ONE ADMINISTRATIVE ANALYST BECAUSE YOU DON'T MAINTAIN THAT GRADE IN AN ORDER OF LAYOFF PROCESS.
SO WE'RE LOOKING, AGAIN, OUR PRIMARY FOCUS IS TO TRY TO PLACE EMPLOYEES IN THE SAME CLASSIFICATION IN THE SAME GRADE, BECAUSE IN TERMS OF IMPACT TO THE EMPLOYEE, IT'S LESSENED.
YES, THERE MAY BE A CHANGE IN THE DEPARTMENT, BUT THERE'S NOT A CHANGE IN THEIR COMPENSATION.
HOWEVER, WE'RE IN THIS ORDER OF LAYOFF PROCESS, WHICH WE WILL NEED TO FACILITATE AFTER THIS COMMISSION APPROVES IT.
THAT THEN COULD CHANGE IF THAT EMPLOYEE ORIGINALLY HAS, BECAUSE NOW IT'S NOT THE EMPLOYEE WHO WE FIRST HAVE THAT, UH, THAT LIST OF NAMES.
IT'S NOW THE SECONDARY LIST OF NAMES OF THE LEAST SENIOR EMPLOYEES WHO WOULD BE BUMPED OUT OF THE CLASSIFICATION.
AND THEN, SO, UM, THANK YOU FOR THAT EXPLANATION.
UM, AND THEN YOU ALREADY MENTIONED THAT THEY DO GET SOME, SOME LEVEL OF RECALL, RIGHT? UH, IF, IF THEY'RE LAID OFF, IF THERE'S A LAYOFF, AND AGAIN, THIS WOULD BE ONLY FOR EMPLOYEES WHO HAVE COMPLETED THAT PROBATIONARY PERIOD.
SO FOR THE PROVISIONAL EMPLOYEES, WE MENTIONED EARLIER THEY WOULD NOT BE PLACED ON A PRIORITY LIST, BUT IF SOMEONE IS ULTIMATELY LAID OFF AND THEY HAVE THAT, THAT STATUS, THEY WOULD THEN BE PLACED ON THE PRIORITY LIST.
AND AGAIN, THE ORDER OF THE PRIORITY LIST WOULD THEN BE THE MOST SENIOR PERSON WOULD BE RANKS NUMBER ONE, AND THEN SO ON AND SO FORTH.
SO THAT NEXT OPPORTUNITY THAT COMES UP IN THAT CLASSIFICATION, THEY WOULD RECEIVE A PHONE CALL, UM, IN TERMS OF COMING BACK TO THE CITY IN THAT CAPACITY.
UM, 'CAUSE, BECAUSE ONE OF MY QUESTIONS IS, AND THIS, AND THIS CAME UP AT CITY COUNCIL, UM, UH, THERE'S, THERE'S ONE, ONE WOMAN WHO WORKS HEALTH AND HUMAN SERVICES.
UM, SHE WORKS WITH THE HOMELESS POPULATION, AND SHE WAS TALKING ABOUT SHE'S ONLY A COUPLE MONTHS AWAY FROM BEING VESTED IN INTER PENSION.
UM, FOR THOSE, YOU KNOW, THAT'S ONE OF THE MAIN REASONS YOU WORK FOR A PUBLIC ENTITY IS YOU KNOW, THAT YOU'RE, YOU'RE, YOU'RE, YOU'RE GETTING A PENSION, SOME SORT OF RIGHT.
A DEFINED BENEFIT, NOT A DEFINED CONTRIBUTION, BUT A DEFINED BENEFIT PLAN.
UM, SO HOW MANY, HOW MANY OF THESE FOLKS HERE ARE WITHIN A STRIKING DISTANCE OF BEING A ION? UM, AGAIN, THAT WOULD BE INFORMATION WE'D HAVE TO GO BACK AND RESEARCH.
UM, WE'RE NOT LOOKING AT THAT INFORMATION, UM, UH, THROUGH THIS PROCESS FOR VARIOUS REASONS.
AND AGAIN, UM, PART OF THAT IS, UH, WITH RETIREMENT, THAT'S A PROCESS RUN AND HELD BY CALPERS.
WHILE WE CAN MAKE GENERAL KIND OF GUESSTIMATES AROUND THAT INFORMATION, THERE MAY BE DIFFERENT, UM, CALCULATIONS THAT CALPERS USES, AND WE WOULD ALWAYS, UH, RECOMMEND THAT EMPLOYEES WORK DIRECTLY WITH THEM PRIOR TO MAKING ANY DECISION REGARDING RETIREMENT.
SO TO GET THAT LIST, IT, IT MAY NOT, YOU KNOW, NECESSARILY GIVE YOU THE, UH, TOTAL COUNT OF INDIVIDUALS WITHIN THAT SPACE.
AND AGAIN, UH, THAT EMPLOYEE WHO YOU WERE REFERENCING WAS IN AN UNCLASSIFIED POSITION.
UM, SO AGAIN, IT'S, THIS IS, IT IS NOT A SITUATION WHERE, YOU KNOW, UM, I, I THINK ANY OF US WANT TO BE HERE REQUESTING THIS.
UM, BUT I THINK JUST GIVEN THE NATURE OF WHERE WE ARE CURRENTLY, UM, OBVIOUSLY THAT IS A, A CONCERN.
NOW THAT DOESN'T MEAN THAT, UM, THAT INDIVIDUAL COULD LOOK FOR OTHER OPPORTUNITIES.
I KNOW, ESPECIALLY WITHIN THE HEALTH DEPARTMENT.
UM, THAT'S BEEN ONE OF OUR DEPARTMENTS WHO'S SEEN A SIGNIFICANT NUMBER OF THESE IMPACTS, AGAIN, OVER THE LAST YEAR.
UH, SO WE'RE, WE'RE FULLY AWARE AND, UM, WE WERE ABLE TO, UH, LAST YEAR DO SOME, SOME EFFORTS IN FINDING SOME PLACEMENTS FOR EVEN UNCLASSIFIED INDIVIDUALS.
BUT UNFORTUNATELY WITH THE CURRENT BUDGET, UM,
[00:40:01]
SITUATION, WE WEREN'T, YOU KNOW, ABLE TO DO THE SAME ON THE UNCLASSIFIED SIDE.SO YOU CLARIFY THAT A LITTLE BIT WHEN YOU SAY, UM, VESTED, CAN YOU ELABORATE ON THAT A LITTLE BIT? BECAUSE YOU, UH, HE ASKED HOW MANY PEOPLE ARE IN THAT POSITION, AND I WANNA MAKE SURE EVERYBODY HERE UNDERSTAND WHAT THAT POSITION IS.
SO I THINK THE QUESTION WAS SPECIFIC TO HOW MANY INDIVIDUALS ARE, UM, EITHER VEST OR CLOSE TO VESTING.
UM, AND AGAIN, THAT'S THE, UH, PERIOD OF TIME IN WHICH AN INDIVIDUAL'S RETIREMENT, THEY, THEY MET A CERTAIN NUMBER OF YEARS OF SERVICE RELATIVE TO WHICH IS FIVE.
SO IN HIS CASE, IF THEY SAY TWO MONTHS OUT, THAT'S FOUR YEARS AND 10 MONTHS.
SO I JUST WANT TO CLARIFY THAT, THAT IT'S NOT A TON OF PEOPLE THAT ARE AT THAT PARTICULAR POINT.
THAT IS A HORRIBLE, UM, THAT IT, IT WOULD BE HORRIBLE TO HAVE THAT PERSON BE FOUR YEARS AND 10 MONTHS, AND HR DOESN'T FIND SOMEWHERE FOR 'EM.
BUT I KNOW THAT THAT PER THE RULES, YOU DON'T HAVE TO 'CAUSE THEY'RE NOT VESTED.
WELL, THEY'RE ALSO NOT CLASSIFIED EARLY.
YOU NOT CLASSIFIED PEOPLE, UH, RETIRED.
WE'RE NOT DISCUSSING ON RETIREMENT BEING CLASSIFIED HERE TODAY, ABLE TO RETIRE.
AND YOU, DEVIN, WHEN DEVIN RAISED THAT PERSON, HE DID NOT KNOW BY WHAT HAPPENED YESTERDAY IN THE COUNCIL MEETING THAT THAT PERSON WAS ON AN UNCLASSIFIED POSITION AND HE THOUGHT THEY MIGHT BE ON OR DID WELL.
IT'S REALLY, IT'S ABOUT WITHOUT A PENSION.
BUT WE ARE NOT TALKING ABOUT UNCLASSIFIED POSITIONS TODAY.
UNCLASSIFIED POSITIONS SCHEDULED FOR LAYOFF ARE NOT COMING TO US BECAUSE THEY DO NOT HAVE CIVIL SERVICE PROTECTION.
SO THE, SHE WAS, SHE WAS AN EXAMPLE.
UM, IT'S CERTAINLY POSSIBLE THAT OTHER FOLKS ON HERE ARE IN A SIMILAR SITUATION THOUGH.
BUT I THINK, I THINK ONE THING THAT MAY HELP IS TO, TO FOLLOW UP WHAT BRYCE WAS SAYING.
IT'S REALLY A CALPERS CALCULATION OF HOW MUCH TIME SOMEONE HAS JUST 'CAUSE YOU'VE BEEN WORKING FOR THE CITY FOR LET'S SAY FIVE YEARS, WHICH IS THE MAGIC NUMBER FOR VESTING.
CALPERS MAY SAY YOU'VE BEEN ON FMA FOR NINE MONTHS.
SO THOSE FIVE YEARS REALLY AREN'T FIVE YEARS, IT'S FOUR YEARS AND A COUPLE OF MONTHS.
SO THERE ARE LOTS OF DIFFERENT THINGS THAT ARE TAKEN INTO CONSIDERATION WHEN DETERMINING WHETHER SOMEONE HAS ACTUALLY HIT, HIT THE MARK FOR SERVICE FOR BESTING.
THAT'S THE CALPER CALCULATION TIME.
UM, MAYBE, YOU KNOW, I THINK THAT'S SOMETHING, YOU KNOW, THIS ONE LEADS INTO THE NEXT QUESTION, SO I'LL, SO I'LL, I'LL MOVE IT ALONG TO THAT.
UM, WHEN WE'RE, WHEN WE'RE LOOKING AT THESE, UH, ORDERS OF LAYOFF, UM, ARE THERE SPECIAL SKILL EXCEPTIONS OR THEIR HARDSHIP EXEMPTIONS OR ANYTHING LIKE THAT BEING CONSIDERED? UH, NO.
SO AGAIN, UM, JUST TO KIND OF, UH, REITERATE THE PROCESS, THE INDIVIDUALS SITTING IN THESE SEATS THAT ARE, UM, NOW, UH, APPROVED FOR ELIMINATION MAY NOT NECESSARILY BE THE INDIVIDUALS WHO ARE IMPACTED BY THE LAYOFF.
AND AGAIN, THAT'S WHY I TRY TO, UM, HIGHLIGHT THAT THERE ARE TWO DIFFERENT LISTS OF NAMES, BECAUSE IT'S NOT A, A STRAIGHT LINE TO SAY, AND IT, AND IT MAY BE THAT PERSON, BUT, UM, THROUGH OUR RESEARCH, I THINK WE'VE IDENTIFIED THAT THERE, UM, AREN'T ANY CLASSIFICATIONS THAT ACTUALLY HAVE THE PERSON THAT'S IN THAT SEAT THAT'S THE LEAST SENIOR PERSON.
SO AGAIN, THIS WOULD BE LOOKING AT THE, THE ENTIRETY OF THE CLASSIFICATION, ALL THOSE GRADE LEVELS, AND IDENTIFYING THE LEAST SENIOR PERSON, UM, FOR, FOR THAT BUMPING.
SO IF SOMEONE HAS, UH, LESS THAN A YEAR OF SERVICE AND THEY'RE THE LEAST SENIOR TO THAT CLASSIFICATION, THE INDIVIDUAL SITTING IN THE SEAT THAT'S SLATED FOR ELIMINATION WOULD BUMP THEM OUT OF THE SEAT.
SO IF JOHN WAS, UH, UH, UH, ADMIN ANALYST, UH, THREE, AND, AND JACOB WAS ADMIN ANALYST TWO, BUT JOHN'S POSITION WAS ELIMINATED, HE WOULD MOVE OVER TO JACOB'S POSITION AND JACOB WOULD BE, WELL, NOT NECESSARILY 'CAUSE OF THE TWO OR THE THREE BECAUSE OF SENIORITY.
SO IF JOHN'S LONGER, JACOB WOULD BE OUT BECAUSE HE DIDN'T HAVE SENIORITY.
SO, SO THE JOB, HE WOULD JUST TAKE OVER THAT JOB.
AND I'LL JUST OFFER, THIS COULD BE THE CASE IF THERE'S A LOT OF DIFFERENT OPTIONS WHEN IT COMES TO SENIORITY AND BUMPING.
WHEN I WAS LAID OFF FROM THE CIVIL SERVICE DEPARTMENT IN 2008, I TOOK AN OUT OF ORDER LAYOFF.
SO I WAS NOT THE LEAST SENIOR PERSON IN THE DEPARTMENT, BUT I TOOK A JOB WITH ANOTHER DEPARTMENT, MOVED TO ANOTHER CLASSIFICATION THROUGH THE PERMANENT ASSIGNMENT IN LIEU OF LAYOFF PROCEDURE IN ORDER TO SAVE SOMEBODY ELSE IN THE DEPARTMENT.
SO WE HAVE A LOT OF STUFF THAT WE DON'T KNOW REALLY WHAT'S GONNA HAPPEN UNTIL WE START TALKING TO FOLKS IN EFFECTUATING, THIS ORDER OF LAYOFF, SOME OF THESE FOLKS MAY BE RETIREMENT ELIGIBLE, THEY MAY BE INTERESTED IN RETIRING AND TAKING AN OUT OF ORDER LAYOFF IN ORDER TO PRESERVE SOMEONE ELSE'S JOB.
THERE'S JUST A LOT OF OPTIONS.
AGAIN, WITH THE PERMANENT ASSIGNMENTS, THE
[00:45:01]
OUT OF ORDER LAYOFFS THAT MOVES TO A DIFFERENT JOB CLASS.THERE'S, THERE'S A LOT OF STUFF THAT CAN HAPPEN WITH THE, THE INTENT ULTIMATELY TO TRY TO RETAIN AS MANY PEOPLE AS POSSIBLE.
AND, AND I WILL OFFER, ONE THING I DON'T THINK WE TOUCHED ON BEFORE.
I'VE MENTIONED A COUPLE TIMES THE PERMANENT ASSIGNMENT IN LIEU OF LAYOFF, YOU MOVE TO ANOTHER JOB THAT YOU HAVEN'T HAD BEFORE, YOU STILL END UP ON A PRIORITY LIST FOR YOUR PREVIOUS JOB CLASSIFICATION.
SO WHEN I WAS A PERSONNEL ANALYST IN CIVIL SERVICE, AND I TOOK AN ADMIN ANALYST JOB AT PUBLIC WORKS, I WAS STILL ON A PRIORITY LIST, EVEN THOUGH I'D TAKEN AN OUT ORDER LAYOFF BECAUSE I'VE BEEN DISPLACED FROM MY PERSONNEL ANALYST CLASSIFICATION.
SO ANYTIME THERE WAS A REQUISITION TO FILL A VACANCY, THEY HAD TO CONTACT ME AND ASK ME IF I WAS EXIT IN THAT POSITION.
THANK YOU FOR CLARIFYING THAT MORE CLEAR.
UM, AND SO ONE OF THE, ONE OF THE TOOLS YOU WILL BE IMPLEMENTING THEN IS ASKING FOR VOLUNTARY RETIREMENTS OR VOLUNTARY MOVING AROUND THEN.
SO, SO WE WON'T ASK EMPLOYEES DIRECTLY.
WE WE'RE, WE'RE NOT ALLOWED TO.
BUT YOU, YOU BROADCAST THAT, THAT YOU'RE OPEN TO THAT.
UM, BECAUSE AGAIN, WE'RE NOT, WE'RE NOT ALLOWED TO.
SO I, THAT QUESTION HAS BEEN A QUESTION THAT'S COME UP, UH, THROUGH THE PROCESS, YOU KNOW, SUCH AS, WILL THE CITY OFFER WHAT'S REFERRED TO AS THE GOLDEN HANDSHAKE? SO THE ANSWER TO THAT QUESTION IS NO.
UM, IF AN INDIVIDUAL DECIDES TO RESIGN OR RETIRE, WE'VE HAD FOLKS DO THAT.
UM, THAT'S OF THEIR OWN CHOICE.
WE'RE NOT GOING TO, UH, PURSUE THAT IN TERMS OF, OF AN OPTION FOR THIS PROCESS.
I THINK TO RUSS'S POINT IS THAT IF WE, YOU KNOW, UH, ARE MOVING FORWARD IN THIS PROCESS AND CONTACT THE EMPLOYEE AND SAY, THIS IS WHERE AN OPPORTUNITY IS BECAUSE YOU ARE IN A SEAT THAT YOU KNOW IS SLATED FOR ELIMINATION, UH, THEN THAT EMPLOYEE MAY MAKE A DECISION TO RE RETIRE OR RESIGN.
IF THEY MADE THAT DECISION, THEN ULTIMATELY, AGAIN, THAT SOLVES THE, THE NEED TO, UH, YOU KNOW, UH, DO BUMPING OR SENIORITY AT THAT POINT IN TIME BECAUSE IT'S GOING TO THE SOURCE.
AND A NUMBER OF OTHER INSTANCES IN TERMS OF, UH, VACANCY PLACEMENTS WITHIN DEPARTMENTS ALREADY, WE'VE BEEN ABLE TO PLACE INDIVIDUALS IN A VACANT POSITION OF THE SAME CLASSIFICATION AND SAME GRADE, WHERE NOW THAT POSITION THAT'S SLATED FOR ELIMINATION IS NO LONGER TECHNICALLY FILLED, BUT IS STILL SLATED FOR ELIMINATION.
SO AGAIN, THAT'S ONE LESS SCENARIO IN WHICH WE WILL NEED TO LOOK AT OR EXPLORE WHO'S THE LEAST SENIOR IN THE DEVELOPING PROCESS.
UM, SO YOU SAID THAT YOU'VE CLOSED THREE, THREE OF THE SIX, UM, MEET CONFERS WITH THE DIFFERENT UNIONS.
UM, YOU ALREADY STARTED THE PROCESS OF NOTIFYING THE MEMBERS OF THOSE OTHER UNIONS AND, AND, UM, WHY HAVE WE NOT SEEN THEIR OR LAYOFF IF THEY'VE ALREADY COMPLETED THE MEETING FROM FIRST? SO THE, THE ORDER OF LAYOFF IS NOT BY UNION.
UM, IT'S THE, BASED ON THE POSITIONS THAT ARE IDENTIFIED FOR ELIMINATION MM-HMM
WE SEND OUT THE, UH, THE NOTICE TO ALL, UH, IMPACTED UNIONS TO SEE IF THERE, UM, IF THEY WANT TO PARTICIPATE IN THE MEET PER PROCESS.
SO I KNOW I MENTIONED THERE ARE THREE REMAINING.
UM, TECHNICALLY THERE HAVE BEEN, I WANNA MAKE SURE MY NUMBERS ARE RIGHT, BUT TECHNICALLY WE HAVE CLOSED OUT BECAUSE THERE WERE FOUR WHO ORIGINALLY DIDN'T WISH TO, UM, MEET, CONFIRM, SO THAT THAT IS TECHNICALLY CLOSURE AS WELL.
SO THERE ARE SEVEN WHO HAVE CLOSED OUT IN THE PROCESS.
THE THREE REMAINING MAY HAVE QUESTIONS THAT WE ARE CONTINUING TO MEET AND CONFIRM AND DISCUSS THOSE QUESTIONS.
BUT I THINK, UH, AGAIN, AS RUSS MENTIONED, THERE'S SOME SPECIFICITY THAT WE'D BE ABLE TO PROVIDE AFTER THIS COMMISSION WERE TO APPROVE AN ORDER OF LAYOFF THAT CAN OCCUR WITH CONTINUED MEETING AND CONFIRM, UM, AFTER, UH, THIS MEETING HERE.
WELL, I'M, I'M JUST SAYING THOSE OTHER CONTRACTS THAT, THAT HAVE CLOSED OUT, UM, THEIR MEMBERS AREN'T, UH, FOR, FOR LAYOFF.
UH, THERE ARE, THERE ARE MEMBERS WHO ARE, IT'S JUST THAT THIS PARTICULAR, UH, GROUP IN TERMS OF IM HAVE THE MOST IMPACTED MEMBERS BECAUSE ALSO IT'S OUR BIG, OUR OUR BIGGEST LABOR UNION IN THE CITY.
SO, SO YOU, BUT YOU, SO THEN, OKAY, BECAUSE, AND THIS, THE, MY, MY QUESTION HERE IS, I GUESS I'M JUST NOT UNDERSTANDING, UM, WELL, LET'S, YOU KNOW WHAT, DEVIN, LET'S DO THIS.
YOU ARE, YOU ARE THE LABEL PERSON.
AND CAN YOU TELL US WHO EACH OF THESE CLASSIFICATIONS ARE REPRESENTED BY? I KNOW YOU SAID YOU HAD THE MOST OF THEM.
LET ME JUST TAKE A QUICK PEEK HERE.
ADMINISTRATIVE AID IS I A, A ADMINISTRATIVE ANALYST AS IAM ASSISTANT ADMINISTRATIVE ANALYST.
IS IAM BUSINESS SYSTEM SPECIALIST? IS IAM PRO TYPIST? IS IAM CUSTOMER SERVICE REPRESENTATIVE? IS IAM CUSTOMER SERVICE SUPERVISOR? IS IAM DEVELOPMENT PROJECT MANAGER? IS I AM GENERAL MAINTENANCE ASSISTANT? IS IDDW, UH, GEN LIBRARY ASSISTANT? IS IAM LIBRARY CLERK? IS IAM MAINTENANCE
[00:50:01]
ASSISTANT? IS IBEW NEIGHBORHOOD SERVICES SPECIALIST IS, I BELIEVE IM CORRECT ME IF I'M WRONG, OFFICE SERVICES ASSISTANTS AND OFFICE SERVICES SUPERVISOR ARE CURRENTLY UNREPRESENTED AT THE MOMENT.THEY'RE BETWEEN LABOR ASSOCIATIONS.
UH, AND THEN THE RECREATION ASSISTANT IS IAM.
SO AND SO THEN I'M, I'M GONNA PRESUME THAT THE OTHER UNIONS POSSIBLY ARE, ARE ONE OF, THEY WOULD, WOULD THEY REPRESENT THE CLASSIFIED EMPLOYEES? MOST UNIONS HAVE BOTH CLASSIFIED AND UNCLASSIFIED EMPLOYEES.
AND, AND I WOULD ALSO, UM, HIGHLIGHT THAT THE CLASSIFICATIONS BEFORE YOU ARE THE CLASSIFICATIONS THAT STILL HAVE NOT BEEN SOLVED IN TERMS OF OTHER MOVEMENTS.
SO AGAIN, UM, THERE WERE OTHER CLASSIFICATIONS WHERE WE'RE ABLE TO MOVE FOLKS INTO POSITIONS, UH, SUCH AS IN THE POLICE DEPARTMENT REPRESENTED BY POA, THAT THEY'RE NOT IN FRONT OF YOU.
YOU DON'T SEE THESE CLASSIFICATIONS, UM, BECAUSE THOSE HAVE ALREADY BEEN TAKEN BECAUSE YOU MOVE PEOPLE, THEREFORE THERE WILL BE NO LAYOFFS.
BECAUSE YOU, YOU WERE SAYING THAT YOU CAN'T START MOVING PEOPLE UNTIL WE APPROVE THIS FOR THESE POSITIONS, BUT YOU WERE ABLE TO MOVE PEOPLE THAT WEREN'T APPROVED BY THIS BOARD FOR OTHER POSITIONS, UH, OUTSIDE OF POA.
OBVIOUSLY THEY, THEY'RE SAFETY IS HANDLED BY SOMEONE ELSE, BUT I'M JUST, I'M JUST VERY CONFUSED.
POA MOVED EMPLOYEES WITHIN THE POLICE DEPARTMENT INTO, WELL, P OUTSIDE OF P OA.
SAME, SAME WITH THE FIRE DEPARTMENT, BECAUSE THE FIRE DEPARTMENT HAD VACANCIES.
SO FOR THE POSITIONS THAT WERE BEING CUT, THEY WERE ABLE TO MOVE FIREFIGHTERS, FIRE CAPTAINS, AND BATTALION CHIEFS IN THE VACANT POSITIONS IN THOSE SAME CLASSIFICATIONS, INTERDEPARTMENTALLY.
SO WE DIDN'T HAVE TO DO ANYTHING.
WHAT ABOUT S-E-I-U-S-E-I-U? THERE'S NO IMPACTS.
UM, WHAT, WHAT, WHAT OTHER, WHAT OTHER UNIONS ARE IMPACTED? I, WE CLOSED OUT WITH, UM, LBMA, WHICH IS OUR MANAGEMENT ASSOCIATION.
WE'RE STILL WORKING WITH THEM.
STILL WORKING WITH IM UH, STILL WORKING WITH ACE, WHICH IS THE ASSOCIATION OF CONFIDENTIAL EMPLOYEES ALREADY CLOSE.
I THINK I CLOSED THAT ONE, PROBABLY JUST MEMBER AFTER ANOTHER.
AND CAN YOU, UH, WHAT, CAN YOU LIST THE ONES THAT HAVE CLOSED OUT? IBW IS ONE OF 'EM.
IBW, FIREFIGHTERS ASSOCIATION POLICE OFFICERS ASSOCIATION, LIFEGUARDS WERE NOT IMPACTED THIS YEAR, SO WE DIDN'T NOTICE THEM.
UM, IT, CITY ATTORNEYS, UH, ASSOCIATION, CITY PROSECUTOR'S ASSOCIATION, UH, THE ASSOCIATION OF ENGINEERING EMPLOYEES, UH, ACE, WHICH IS THE ASSOCIATION OF CONFIDENTIAL THAT WE TALKED ABOUT AS WELL AS IDEA.
AND SO WITH THE EXCEPTION OF, OF LIFEGUARDS, UH, FIREFIGHTER ASSOCIATION OF POA.
SO THERE WERE NO, UM, CITY ATTORNEYS OR CITY PROSECUTORS, UH, FACING LAYOFF.
AND THERE'S, UH, UH, A EP IS WHAT AGAIN? THE ENGINEERS ASSOCIATION OF ENGINEERING.
AND THEY'RE, THEY'RE NOT FACING LAYOFFS.
AND ACE IS NOT FACING LAYOFFS.
OR NO, SORRY, WE CLOSED OUT, BUT YES, THERE WERE POSITIONS IMPACTED WITH THIS.
SO, SO, SO ONCE AGAIN, I'M JUST, I'M JUST CONFUSED AS TO WHY WE DIDN'T SEE THOSE ORDERS OF LAYOFF.
AGAIN, JUST TO, TO REITERATE, THE ORDER OF LAYOFF IS NOT BY UNION.
I I UNDERSTAND IT'S NOT BY UNION.
WHAT I'M, WHAT I'M ASKING YOU IS THERE'S STILL CIVIL SERVICE EMPLOYEES WHO WENT, WHO ARE UNDERGOING AN ORDER OF LAYOFF, AND WE ARE THE CIVIL SERVICE AND EMPLOYEE RIGHTS COMMISSION.
AND WE DIDN'T, WE DIDN'T SEE THOSE.
BUT NOW YOU'RE ASKING US TO, TO APPROVE THIS BEFORE YOU CLOSE OUT WITH ANOTHER UNION.
I THINK MAKE THE QUESTION IS, THERE WAS SOME MOVEMENT OF EMPLOYEES WITHIN THE DEPARTMENT THAT DID NOT REQUIRE RIGHT.
IT'S ONLY WHEN THE EMPLOYEES ARE MOVING FROM ONE DEPARTMENT TO A DIFFERENT DEPARTMENT IS APPROVED FROM THEIR COMMISSION REQUIRED.
SO IF THERE'S MOVEMENT WITHIN, YOU CAN PLACE AN EMPLOYEE WITHIN THE DEPARTMENT WITHOUT COMING BACK TO CIVIL SERVICE.
I THINK THAT'S THE POINT THEY'RE TRYING TO MAKE.
WELL, I CAN TRANSFER A POLICE OFFICER FROM ONE DETAIL TO ANOTHER.
WELL, WE HAVE NO, WE HAVE NO JURISDICTION OF POLICE OFFICER.
'CAUSE THEY'RE CLASSIFIED FULL REPORTS.
JUST NOT, JUST NOT FOR DISCIPLINE.
AND THE, THE OTHER POINT IS THAT THOSE CLASSIFICATIONS AREN'T IMPACTED ANYMORE.
SO AGAIN, THIS REQUEST IS BECAUSE WE DON'T HAVE VACANCIES WITHIN THE DEPARTMENTS FOR ALL THESE EMPLOYEES TO BE ABLE TO MAKE THE SAME MOVEMENT.
THE MOVEMENT IS NOT BASED ON, UH, UNION REPRESENTATION.
IT'S BASED OFF OF THE VACANCY AND THE VACANCIES WITHIN THE DEPARTMENTS.
SO THIS IS, AGAIN, KIND OF GOING BACK TO AN EARLIER POINT.
WE ARE PUTTING CLASSIFICATIONS ON HERE FOR THE WORST CASE SCENARIO, RIGHT.
IF WE FIND PLACEMENTS, WHICH WE HAVE ALREADY FOUND FOR
[00:55:01]
THESE INDIVIDUALS, THIS IS REALLY A BACKSTOP.IF THOSE INDIVIDUALS SAY, NO, I DO NOT WANT THAT ASSIGNMENT, BECAUSE WE WOULD STILL NEED THE ABILITY TO THEN LAY OFF EMPLOYEES IF WE COULDN'T FIND A SPACE FOR THEM.
SO THAT DOESN'T MEAN IN WHETHER IT'S THAT PRIMARY BUMPING OR POTENTIALLY A SECONDARY BUMPING THAT WE WOULDN'T HAVE THE OPPORTUNITY.
WE HAVE TO HAVE THIS AUTHORITY TO BE ABLE TO THEN MOVE FORWARD WITH THE, IF WE'RE UNABLE TO FIND IN REPLACEMENT.
I THINK, I THINK, YOU KNOW, GARY, YOU DEFINITELY HELPED CLARIFY THAT, AND THANK YOU FOR THAT.
UM, YOU'RE NOT, YOU'RE NOT MEETING CONFERRING PER DEPARTMENT, YOU'RE MEETING CONFERRING PER UNION THOUGH, RIGHT? LIKE ONLY ONE MEETING FOR PER UNION? WELL, FOR PROCESS SESSIONS AS IT TAKES
UH, SO AS WE'RE LOOKING, AS WE'RE LOOKING AT THESE, UM, RIGHT PARTS AND REC UH, ADMIN A, UM, ADMIN ANALYST FROM HEALTH HUMAN SERVICES STUFF, CAN WE, CAN WE LEARN THE ACTUAL IMPACTS OF THE POSITIONS THAT ARE BEING PROPOSED? MEANING LIKE IF IT'S A HOMELESS SERVICES PERSON, WHAT, WHAT TYPE OF IMPACT IS THAT GONNA HAVE FOR THE COMMUNITY? I WANNA MAKE SURE THAT I'M UNDERSTANDING THE QUESTION.
ARE YOU, ARE YOU REFERENCING THE IMPACTS TO THE COMMUNITY IN TERMS OF SERVICES PROVIDED? CORRECT.
UM, SO THERE WILL BE AN IMPACT IN TERMS OF LESS EMPLOYEES, YOU KNOW, ABLE TO PERFORM OR PROVIDE THOSE SERVICES.
HOW, HOWEVER, UM, IN TERMS OF ASSIGNMENTS, I, THIS INFORMATION IS CONTAINED RELATIVE TO THE CLASSIFICATIONS IMPACTED.
WE HAVE TO GO BACK THROUGH EACH OF THE DEPARTMENT'S BUDGET PROPOSALS ESSENTIALLY TO, YOU KNOW, FILL IN THAT BLANK WITH THAT LEVEL OF DETAIL IN TERMS OF THE INFORMATION AND WHAT THE DEPARTMENT'S PLAN IS TO ABSORB THE WORK.
UH, WE, UH, HAD TO ELIMINATE POSITIONS WITHIN THE BE HUMAN RESOURCES DEPARTMENT.
WE ARE NOT, UH, UH, IN ESSENCE LOOKING TO CONTRACT OUT THAT WORK.
WE HAVE TO ABSORB IT INTERNALLY.
SO THAT JUST MEANS THAT THAT WORK IS EITHER GOING TO, YOU KNOW, THERE MAY BE A SLOWDOWN TO THAT, BUT THERE WILL BE ADDITIONAL WORK, UM, FOR THE REMAINING STAFF WITHIN THE DEPARTMENT IN THOSE PARTICULAR AREAS.
AND SO I'M, I, AND I KNOW THIS MIGHT BE DIFFICULT, BUT AS WE'RE, AS WE'RE LOOKING AT ORDERS OF LAYOFFS, SO WE'RE THE CIVIL SERVICE AND EMPLOYEE RIGHTS, RIGHT? SO WE'VE BEEN DISCUSSING A LOT ABOUT EMPLOYEE RIGHTS, I THINK SO FAR MM-HMM
UM, BUT NOW FROM A CIVIL SERVICE, UH, PERSPECTIVE OF, YOU KNOW, BEING THE COMMUNITY OVERSIGHT OF THE CIVIL OVERSIGHT OVER THE HIRING, FIRING PRACTICES AND DISCIPLINARY PRACTICES OF THE CITY FOR CLASSIFIED EMPLOYEES, I THINK ONE OF THE THINGS THAT'S INCUMBENT ON US TO LEARN IS IF WE'RE GONNA APPROVE THESE LAYOFFS, WE SHOULD KNOW WHO'S BEING IMPACTED MOST BY THOSE LAYOFFS.
RIGHT? WE, I FEEL LIKE THAT'S OUR BASE DUE DILIGENCE.
YOU MEAN THE PERSON OR THE NO, NO, THE WHAT, WHAT SERVICES ARE GONNA BE IMPACTED? LIKE WHAT COMMUNITY MEMBERS ARE GONNA BE, NOT, NOT SPECIFICALLY, I THINK PROGRAMS AFFECT COMMUNITY MEMBERS.
ONE STAFF MEMBER OUTSIDE OF A PROGRAM.
IF YOU DON'T CLOSE DOWN A PROGRAM, I DON'T THINK THE COMMUNITY SEES THAT.
ONE OF MY MAINTENANCE ASSISTANTS IS NOT AT WORK.
ANYTIME WHEN YOU HAVE ONE LESS HOMELESS SERVICES PERSON OUT THERE, IT TAKES 17 TOUCHES FROM A HOMELESS SERVICES PERSON TO MAKE SURE THAT THEY CAN ACTUALLY GET SOMEONE INTO, UH, UH, ANY SORT OF HELP, RIGHT? THEY TAKE BY, ON AVERAGE 17 CONTACTS WITH A HOMELESS PERSON TO GET THEM INTO SERVICES.
AND SO IF YOU HAVE ONE LESS HOMELESS SERVICES PERSON OUT THERE, THAT MEANS THAT FEWER PEOPLE ARE GONNA GET CONTACTED 17 TIMES WITHIN A CERTAIN AMOUNT OF TIME THAT THEY NEED IN ORDER TO ACCEPT THOSE RESOURCES.
NO, BUT I, I JUST WANNA MENTION ABOUT 17.
SO IF YOU GOT THAT INFORMATION, WHAT WERE YOU WITH THAT INFORMATION THAT, THAT SEEMS LIKE INFORMATION THAT WAS PROVIDED TO THE CITY COUNCIL AND I WAS UNDER YOUR PURVIEW TO MAKE THOSE DECISIONS ON THE IMPACT TO THE COMMUNITY VERSUS NOT OURS? WELL, IF, IF IT WAS PROVIDED TO THE CITY COUNCIL, IT SHOULD BE ABLE TO JUST COPY AND PASTE AND GIVE IT TO US.
IT SHOULDN'T HAVE TO BE LIKE A WHOLE NEW RESEARCH PROJECT IF THEY WERE, IF THEY PROVIDED THAT TO THE CITY COUNCIL.
BUT MY POINT IS, WHAT WOULD YOU DO WITH THAT INFORMATION IF YOU THAT? WELL, IT'S, UM, I FEEL IT'S IMPORTANT BECAUSE IF WE'RE, AGAIN, WE'RE APPRO, ARE WE JUST A RUBBER STAMP OR ARE WE APPROVING ORDERS OF LAYOFF? ARE WE CREATING PRIORITIES FOR THE COMMUNITY AS WELL? BECAUSE IF WE'RE JUST A RUBBER STAMP, I'M NOT SURE.
SO ON, GARY, OUR ROLE HERE TO DE'S QUESTION, ARE WE A RUBBER STAMP? ARE WE HERE TO MAKE SURE THE PROCESS IS FOLLOWED? OR ARE WE HERE TO QUESTION WHAT THE CITY IS DOING? YOU ARE DEFINITELY NOT A RUBBER STAMP.
YOU HEAR THE QUESTION AND MAKE SURE THAT THE CITY IS DOING,
[01:00:01]
UM, WHAT THEY NEED TO DO.YOU'RE ALSO HERE TO HEAR FROM ANYONE WHO MAKES ANY PUBLIC COMMENTS.
I MEAN, THIS IS A GOOD DISCUSSION THAT YOU'RE HAVING.
YOU'RE, YOU'RE HEARING FROM THE CITY, AND IN A MOMENT WE'RE GONNA HEAR FROM THE UNION AND HEAR YOUR SIDE BEFORE ANY DECISIONS ARE MADE.
SO YOU'RE NOT A RUBBER STAND AND YOU'RE, YOU'RE ASKING THE QUESTIONS, BUT, BUT KIND OF LIKE THE DISCUSSION THAT DEVIN AND CHRIS WERE HAVING, YES.
THE CITY COUNCIL HAS OBVIOUSLY ALREADY MADE THE DECISION THAT FUNDING FOR THESE POSITIONS IS GOING TO BE ELIMINATED OR HAS BEEN ELIMINATED IN THE BUDGET.
THE BUDGET'S ALREADY BEEN ADOPTED.
THAT, SO THEY MADE, YEAH, THEY MADE THE DECISION.
BUT THE BUDGET IS FTE E WHEN IT'S PRESENTED.
IT'S, THEY'RE, THEY'RE NOT, THEY'RE NOT AT A GRANULAR LEVEL SAYING THIS POSITION AND THIS POSITION AND THIS POSITION.
THAT'S, THAT'S REALLY WHAT OUR ROLE IS.
TO BE MORE GRANULAR? NOT NECESSARILY, NO.
I MEAN, I THINK TO, TO THE POINT THAT WAS BEING MADE WHEN THE, WHEN THE CITY WAS CONSIDERING THE BUDGET ADOPTION LAST NIGHT, THEY LOOKED AT WHAT SERVICES WOULD BE IMPACTED, WHAT SERVICES WILL BE CUT.
SO THAT QUESTION'S ALREADY BEEN ANSWERED BY THE BUDGET BEING ADOPTED.
NOW IT'S THE QUESTION OF, YOU KNOW, WHO'S GONNA BE STAFFING, WHO'S LEFT TO STAFF IF THIS MOVES FORWARD IN TERMS OF THIS REDUCTION IN FORCE, BUT THE SERVICES QUESTION THAT'S ALREADY BEEN ADDRESSED WITH THE BUDGET ADOPTION.
SO TWO, TWO THINGS REAL QUICK IN, IN RESPONSE TO THAT.
NUMBER ONE, UM, IF IT IS ALREADY BEEN PRESENTED, IF THE INFORMATION IS ALREADY COLLECTED AND CORRUGATED AND, AND PUT IN THE PRESENTATION FORM, I DON'T SEE, I DON'T SEE WHAT THE, THE DIFFICULTY IN, IN, IN GIVING US THAT INFORMATION IS.
AND SECONDLY, EVEN IF THERE IS A DIFFICULTY IN THAT OR AN ISSUE WITH THAT, DOES THIS NOT FALL UNDER FOIA? WOULD THIS NOT BE SOMETHING THAT WE WOULD HAVE ACCESS TO? NOT AS A COMMISSION ANYWAY.
WAY, I MEAN, THE BUDGET, THE BUDGET WAS A PUBLIC MEETING.
AND, AND THAT'S WHAT I'M SAYING.
SO LIKE, IF THE INFORMATION IS ALREADY THERE, IT'S ALREADY COLLECTED.
IT'S ALREADY COORDINATED, IT SHOULD JUST BE ABLE TO PRINT IT OUT AND HAND IT TO US.
LIKE, I'M NOT, I'M NOT ASKING 'EM TO GO THROUGH, BACK THROUGH THE SPREADSHEETS AND, YOU KNOW, DO WHATEVER PEOPLE GONNA DO WITH SPREADSHEETS GO TO HER.
I THINK, I THINK CHRIS WAS JUST ASKING, BEING FROM THE INSIDE, AND WE UNDERSTAND CITY BUDGETS, LIKE WHAT WOULD WE DO WITH THE INFORMATION THAT WE'RE REQUESTING? NOT THAT WE CAN'T GET THAT INFORMATION.
ONCE WE MAKE THEM DO THE LEGWORK TO GET THE INFORMATION, WHAT WILL WE AS A, AS A COMMISSION DO WITH IT? THAT'S WHAT I HEARD 'EM ASK.
BUT I HAD, I I WANTED TO CLARIFY ON THE 17, UH, CONTACTS THAT IT TAKES TO GET A HOMELESS INDIVIDUAL IN THE SERVICE.
THAT DOES NOT MEAN IF I TAKE ONE HOMELESS INDIVI, ONE OF OUR HOMELESS EMPLOYEES OUT, THAT THAT'S AFFECTING THE 17 TIMES, ANOTHER HOMELESS STAFF IS GONNA HAVE TO COME INTO CONTACT WITH THAT SAME INDIVIDUAL TO GET HIM.
IT'S NOT BECAUSE WE DON'T HAVE ENOUGH STAFF.
IT'S COMING INTO CONTACT WITH THAT ONE SINGLE INDIVIDUAL 17 TIMES AND AN AVERAGE BEFORE THEY TAKE THE SERVICE.
IT'S NOT LIKE IF WE HAD WAY MORE STAFF, THAT GUY IS GONNA TAKE IT ON A SECOND TIME.
SO I WAS TRYING TO GIVE CLARIFICATION ON THE 17 CONTACTS BEFORE SOMEONE TAKES SERVICE.
IF YOU HAVE 10 PEOPLE WHO CAN PRODUCE 10 A DAY, YOU CAN PRODUCE A HUNDRED WI A DAY, RIGHT? NO.
IF YOU HAVE NINE PEOPLE WHO PRODUCE 10 A DAY, RIGHT.
BUT MY NO COMMISSIONS, MAY THEY MAKE A RECOMMENDATION.
CAN I JUST ASK, ANSWER THAT ONE QUESTION? IS IT A QUESTION OR A STATEMENT? I, I WANTED TO ANSWER WHAT HE HAD JUST ASKED ABOUT HAVING 10 PEOPLE AND BECAUSE I, THIS, THIS IS, WE CAN, WE CAN AGREE TO DISAGREE.
I DON'T THINK HE'S GONNA AGREE WITH YOUR I GOT THAT.
LET ME MAKE A RECOMMENDATION TO YOU.
IT'S BEEN AN HOUR AND I KNOW I AM HAS BEEN HERE PATIENTLY WAITING.
DO YOU WANT TO GO AHEAD AND OPEN UP PUBLIC COMMENT FOR, TO SPEAK NOW? AND YOU CAN ALWAYS GO BACK AND ASK QUESTIONS OF THE, OF THE STAFF.
BUT I AM HAS BEEN WAITING, SO I, I I THINK THAT WOULD BE A GOOD IDEA.
YOU HAVE THE FLOOR AND YOUR THREE MINUTES BEGINS NOW.
YEAH, I, YOU KNOW WHAT, CAN WE, CAN WE SUSPEND THE THREE MINUTES PLEASE? WE CAN, YES.
SO, UH, THIS IS A REFLECTION ON, ON SPECIFICALLY A COMMENT THAT HAS MADE HERE ABOUT THE BUDGET AND HOW THE, IM HAS BEEN INVITED TO REVIEW THE BUDGET, UH, THE LAST COUPLE OF YEARS.
UM, REVIEWING IT AFTER IT'S ADOPTED, IT'S CLOSING THE BARN DOOR, UH, OR IT'S, IT'S, IT'S REVIEWING, CHASING THE HORSE AFTER THE BARN DOOR IS CLOSED.
SO WE ASKED FOR THIS YEAR'S BUDGET TO BE ABLE TO, UH, HAVE THE BUDGET REVIEW PRIOR TO ADOPTING THE BUDGET.
SO THESE POSITIONS, THE POSITIONS THAT THEY'RE TALKING ABOUT IMPACTING, WE COULD HAVE SOME INFLUENCE ON.
[01:05:01]
BUT WITH EVERYTHING THAT'S BEEN GOING ON, WE DIDN'T, WE HAVEN'T GOTTEN THROUGH THAT PROCESS.AND NOW THE BUDGET'S ADOPTED AND WE STILL HAVE, UH, SOME OPEN QUESTIONS IN SOME OF THE DEPARTMENTS AND A COUPLE OF DEPARTMENTS THAT WE HAVEN'T EVEN COMPLETELY GONE REVIEWED OVER THAT.
SO THAT, THAT WAS, THAT WAS BROUGHT UP EARLIER IN THIS CONVERSATION ABOUT THAT BEING A, AN ISSUE.
THE WHOLE OVERALL ISSUE THEN, WHEN IT COMES TO THE LAYOFF ISSUE, IS THAT WE'VE BEEN GETTING, WE'VE BEEN SEEING THIS, THE COMMISSION'S GOTTA DO THIS.
THE CITY COUNCIL'S GOTTA DO THAT.
OKAY, WELL WE WANT THE INFORMATION THAT THEY'RE USING TO MAKE THESE DECISIONS.
WHAT ARE THE POSITIONS? WE JUST GOT THE IDENTIFICATION OF THE POSITIONS YESTERDAY.
SO WE, AND SO IT'S BEEN VERY CHALLENGING TO SAY THE LEAST FOR US TO BARGAIN AND GOOD FAITH WITH THE CITY.
IT'S CREATED A LOT OF CHAOS AND PANIC.
OUR MEMBERS, OUR OUR, OUR CALLING US, EMAILING US, WHAT'S GOING ON? DO I HAVE A JOB? ET CETERA, ET CETERA.
SO THAT'S FROM OUR STANDPOINT, THIS IS, THIS HAS NOT BEEN WELL EXECUTED IN OUR RELATIONSHIP, IF I MAY, COMMISSIONER MM-HMM
S SPEAKING, THE PRIMAL COMMISSION, THE REASON THE COMMISSION WAS, WAS CREATED WAS BECAUSE OF THIS, RIGHT? WE HAD THESE CLASSIFIED WORKERS THAT HAVE RIGHTS.
NOW WE'RE TRYING TO STRIP THOSE RIGHTS AWAY BECAUSE WE'RE TRYING TO FAST TRACK THIS PROCESS.
WHEN WE ENGAGE IN THIS MEETING, CON CONFIRM, GARY KNOWS 35, 3500, WE SAID, LET'S MEET ABOUT THIS.
WE WANT TO HAVE THE, THE LIST OF FOLKS IMPACTED SO WE COULD SEE IF, IF THEY TRULY ARE IMPACTED.
THIS IS A DECISION BE MADE BY DEPARTMENT WITHOUT GIVING US DUE PROCESS.
MEANING, WITHOUT ACTUALLY SEEING ALL THE FACTS.
WHO'VE IDENTIFIED VARIOUS SITUATIONS WHERE THEY'RE UTILIZING TEMP SERVICES.
THEY'RE ATTEMPTING WORK OUT THAT POTENTIALLY COULD BE DONE BY THESE WORKERS.
RIGHT? WHEN THEY INITIATED THIS WHOLE PROCESS WITH CIVIL SERVICE, THEY SAID THERE WERE SO MANY VACANT POSITIONS, THERE WERE SO MANY OPENINGS, THEY WERE GONNA HIRE SO MANY PEOPLE.
WHERE ARE THEY AT NOW? WE'RE TALKING LAYOFFS.
SO I WANNA MAKE SURE THAT THIS COMMISSION HAS ALL THE INFORMATION IT TRULY NEEDS IN ORDER TO SEE IS THIS, IS THIS VIABLE, IS THIS REAL OR IS THIS JUST, WE NEED TO CUT BODIES BECAUSE WE'RE NOT GETTING ANY INFORMATION FROM HR.
AND IT SEEMS LIKE, OH, WE HAVE TO GO THROUGH THIS BEFORE WE EVEN GIVE YOU THAT INFORMATION.
WE HAVE TO MAKE A DECISION, TALK TO THESE PEOPLE, DISCUSS THESE THINGS THAT ARE GONNA AFFECT THE SOLE BREAD GIVERS TO THESE POSITIONS, RIGHT? THESE FOLKS ARE GOING TO BE ELIMINATED OR POTENTIALLY DISPLACED.
IF THE CITY WAS TO REALLY ENGAGE IN A TRUTHFUL AND MEANINGFUL MEANING CONFERRED PROCESS, WE COULD POSSIBLY GET IT DONE.
BUT THEY'RE NOT SHARING INFORMATION.
THAT'S WHY WE'RE BEFORE YOU TODAY FOR YOU ALL TO HEAR FROM US.
WE'RE STILL WAITING FOR INFORMATION.
THEY'RE TELLING US IF YOU APPROVE IT, THEN WE'LL START.
THEY'RE START GIVING US INFORMATION.
I JUST DON'T SEE THAT BEING A REALITY.
I THINK THEY'RE GONNA GIVE US AN ULTIMATUM, SAY, HERE'S A LIST, DO WITH IT WHAT YOU WILL, BUT IT'S GONNA HAPPEN OCTOBER 1ST.
AND THAT'S WHAT WE'RE TRYING TO PREVENT.
THAT'S WHY THESE PEOPLE HAVE RIGHTS.
THEY COMMITTED THEMSELVES TO THE CITY.
THEY'VE EARNED THE RIGHTS TO BE CLASSIFIED AND THEY DESERVE THAT RESPECT.
UM, CARLA PINEDO JORDAN, I WAS A 23 CITY OF LONG BEACH EMPLOYEE IN THE HEALTH DEPARTMENT.
I HAVE GONE THROUGH LOTS OF FUNDING WITH MY COLLEAGUES FOR THE LAST FOUR YEARS.
WE'VE DONE MULTIPLE MEETING COME FIRST AND LOOKED AT EVERY SINGLE IMPACT OF THE EACH WORKING IN DISHES, WHICH CASCADES INTO THE PROGRAM.
THE PUBLIC HEALTH RISKS GOING THROUGH THIS LAYOFF IS VERY DIFFERENT.
THEY'RE TREATING ONE, ONE LOSS OF FUNDING DIFFERENTLY THAN LAYOFFS.
I HAD AN EMPLOYEE ABOUT FIVE MONTHS, THREE MONTHS AGO FROM A WHITE PROGRAM BEING CUT, BUT THEY'RE NOT BEING OFFERED THE SAME BENEFITS OF SIX MONTHS OF COBRA.
THERE ARE DIFFERENT CORRELATIONS HAPPENING AT THE SAME TIME.
AND I'M HAVING TO MAKE A DECISION, LIKE MAKE THE RIGHT, UH, ASK THE RIGHT QUESTIONS.
I WAS IN A DEPARTMENT, AS YOU SAID, MANAGERS MAKE DECISIONS.
I CAN TELL YOU THE IMPACT IN THE HEALTH DEPARTMENT FOR EVERY SINGLE DEPARTMENT.
I KNOW HOMELESS SERVICES, I KNOW HOUSING AUTHORITY, I KNOW THE CLINICAL SERVICES DIVISION.
I CAN EVEN TELL YOU ONE REGISTERED NURSE FOR IMMUNIZATION CLINIC, WHICH IS A VACANCY THAT WAS LIMITED AND PROPOSED IN THIS BUDGET, IS GOING TO IMPACT THE COMMUNITY FOR A HUNDRED PERCENT OF THE IMMUNIZATIONS.
ALL THE COVID VACCINES, ET CETERA, THAT IS NEEDED FOR OUT THREE.
SO THERE ARE A LOT OF QUESTIONS THAT I PERSONALLY HAVE.
I'VE SUBMITTED, I HAVE A LOT OF QUESTIONS ABOUT THE OUTSOURCING SERVICES THAT THEY KEEP HIRING, UH, CLERKS AND APPLE ONE TEMPS AND ALLURE ATTEMPTS TO TAKE OVER POSITIONS WITHIN A CERTAIN DEPARTMENT WITHIN JUST HEALTH DEPARTMENT FOR THE LAST TWO TO THREE YEARS.
AND I'M STILL WAITING FOR THAT INFORMATION.
I JUST HAD THAT MEETING YESTERDAY BEFORE WE DID THE BUDGET HEARINGS.
THERE'S A LOT OF QUESTIONS THAT WE HAVE AND OUR
[01:10:01]
MEMBERS HAVE, MY ANALYST IN THE DIVISIONS THAT ARE BEING CUT IN THE HEALTH DEPARTMENT HAVE THE SAME QUESTIONS.THEY WERE, THEY WERE HANDLING 13 TO 15 PROGRAMS. WHERE ARE THOSE IMPACTS GOING TO OCCUR? I NEEDED TO KNOW, I NEED TO KNOW WHERE THE IMPACTS WHICH OTHER COWORKERS ARE GONNA TAKE OVER.
DEALING WITH 13 GRANTS ON TOP OF THE 20 GRANTS THEY'RE ALREADY DOING.
THESE ARE THE QUESTIONS THAT WE HAVE IN THESE DEPARTMENTS AND GRANTS ARE SUPPOSED TO BE SUPER IMPORTANT.
AND THE ANALYSTS ARE ALL THE ONES THAT ARE FACILITATING THE GRANTS AND THE BUDGETARY PROCESS IN ALL OF THE DEPARTMENTS.
BUT AT THE SAME TIME, WE NEED TO UNDERSTAND THE IMPACT AS A NEED CONFER PROCESS FOR US TO BE ABLE TO MAKE THE RIGHT DECISION AND BARGAIN FOR OUR MEMBERS.
I DON'T THINK WE HAVE TO GO TALK TO THEM, HEY, THIS IS OCCURRING IN THIS UNIT.
WHAT DO YOU, WHAT DO YOU THINK? WE HAVE TO GET FEEDBACK FROM OUR MEMBERS AND THEN WE COME BACK TO THE TABLE.
AGAIN, WE ARE HERE TODAY TO ASK YOU TO BE MORE OPEN AND UNDERSTAND THAT WE ARE STILL GOING THROUGH THIS PROCESS.
WE'RE NOT SAYING WE DON'T, WE NEED A LIST, BUT I DON'T UNDERSTAND WHY THEY CAN'T JUST GIVE IT TO US LIKE THEY HAVE WITH LOSS OF FUNDING AS THE SAME PROCESS THAT WE HAVE BEEN DOING.
I WAS IN AN UNCLASSIFIED POSITION FOR 23 YEARS.
SO THERE IS A POSSIBILITY THAT UNCLASSIFIED POSITIONS HAVE BEEN IN THOSE POSITIONS FOR THAT LONG.
BECAUSE I WAS UNDER THE DIFFERENT MANDATED PROGRAMS. I WAS PART OF THE TB HOMELESS OUTBREAK.
AND THEN ALSO I WAS PART OF FACILITATING TRAINING THE NEW STAFF, WHICH IS HAVING IN TB CONTROL PROGRAM AS JUST A HEALTH EDUCATOR HELPING THE NEW NURSES COMING IN, ALL THESE THINGS.
SO WE'RE JUST HERE TO ASK YOU TO MAKE THE RIGHT DECISION.
UM, IT IS HARD FOR ME BECAUSE THESE ARE MY COWORKERS.
I WORKED WITH 'EM ABOUT EIGHT MONTHS AGO WHEN I TOOK ON THIS POSITION AS A BUSINESS REP.
NOW TO ADVOCATE THEM AT A BETTER, AT A HIGHER CAPACITY TO BE ABLE TO HAVE THESE CONVERSATIONS WITH YOU.
AND, YOU KNOW, JOVANNA HOMELESS SERVICES, SHE WAS ONE THAT I HAD TO HAVE A MEETING WITH AND WE HAD TO HAVE CONVERSATIONS.
AND EVEN THOUGH SHE WAS UNCLASSIFIED, IT STILL HURTS.
THESE ARE IMPACTFUL, YOU KNOW, IT IS GONNA HAPPEN.
SO YES, WE ARE GETTING PHONE CALLS EVERY DAY, EVEN FROM A POSITION THAT HAS 10 YEARS.
AND THAT'S THE REALITY THAT WE'RE LIVING IN RIGHT NOW.
SO, SOLID NOTE, THE PUBLIC COMMENT.
WHEN YOU'RE GONNA SPEAK ON ITEMS ON THE AGENDA, YOU ONLY GET ONE CHANCE.
SO IS THERE ANYTHING ELSE YOU AND YOUR, OR YOUR TEAM WANTS TO SAY? YOU ONLY GET ONE OPPORTUNITY TO SPEAK IN PUBLIC COMMENT.
THE COMMISSION, I KNOW YOU, YOU ALL HAVE A, OBVIOUSLY YOU HAVE TO WAIT JUSTICE.
RIGHT? THE ONLY THING I WOULD LIKE YOU OUGHT TO CONSIDER.
WE THOUGHT IT WAS, IT WAS TRANSPARENT AND WE'RE REALLY OFFICIALLY WORKING TOGETHER AND WE DIDN'T HAVE ALL THESE CONCERNS.
WE WOULD BE TRYING TO BRAINSTORM A BETTER WAY OF COMMUNICATING WITH EACH OTHER, BUT WE DON'T SEE THAT HAPPENING.
'CAUSE THEY'RE GIVING YOU THIS THINK TO SIGN OFF ON WHAT WE HAVE ALL THESE UNANSWERED QUESTIONS AND WE JUST WANT TO DO DILIGENCE TO BE THERE.
AND YOU'RE HERE TO PROTECT AND PRESERVE THE RIGHTS OF THESE WORKERS.
NOT JUST SIGN A BLIND CHECK AND THEN LET THEM CASH IT.
THAT'S THE CONCERN THAT I HAVE DECISION WITH.
NO INFORMATION IS JUST THAT IT'S NOT, DOESN'T MAKE SENSE.
UM, I 34 YEAR COUNTY EMPLOYEE, THESE ARE ALWAYS THE TOUGHEST TIMES WHEN THE FISCAL REALITIES DON'T MEET THE REALITIES OF PROVIDING SERVICES TO OUR CONSTITUENTS.
AND, UM, AT THE LEAST FAVORITE TIMES.
UM, BEFORE I GO BACK, I WANNA, I WAS GONNA WANT TO MAKE SURE I'M UNDERSTANDING WHERE WE ARE AND IN, IN MY MIND, WHEN YOU GIVE THEM A LIST NEXT, IT WILL HAVE NAMES ALONG WITH THE ITEMS, THE CLASSIFICATIONS.
SO, SO I, AND I UNDERSTAND YOU AS THE CITY NEED TO TELL THE EMPLOYEE, YOU NEED TO BE THE, THE ENTITY THAT TELLS THE EMPLOYEE THIS IS GOING TO IMPACT YOU.
AND SO AT THE SAME TIME, YOU'RE LETTING THE EMPLOYEE KNOW, YOU'LL BE LETTING THE UNION KNOW WE, WE WILL PROVIDE THAT COURTESY.
AND I, IF I COULD JUST WANT TO CORRECT, UM, I KNOW THERE WAS REFERENCE TO JUST RECEIVING MELISSA CLASSIFICATIONS LAST NIGHT.
LIST IMPACTS CLASSIFICATIONS WERE PROVIDED TO EACH UNION.
UM, THE PROPOSED BUDGET WAS ON JULY 30TH.
SO WE DID PROVIDE LISTS OF IMPACT CLASSIFICATIONS.
THE DIFFERENCE IS AT THAT POINT IN TIME, WE WERE, AS WE HAVE SHARED WITH EMPLOYEES, ALL THE INFORMATION IS PROPOSED BECAUSE AGAIN, YOU CAN'T GET OUT IN FRONT OF WHAT THE COUNCIL MAY OR MAY NOT DO.
WE DID NOT KNOW, UH, THAT THE COUNCIL WOULD RESTORE, UH, THE POSITIONS THEY RESTORED, UH, YESTERDAY.
SO AGAIN, THE CHANGES PHYLLIS OCCURRED AT THAT POINT IN TIME.
SO I JUST WANT TO CLARIFY THAT.
[01:15:01]
THE OTHER POINT I WANT TO CLARIFY, UM, IS I, WE DISAGREE RESPECTFULLY THAT WE ARE NOT TREATING THESE EMPLOYEES WITH RESPECT.I CAN TELL YOU THAT COMING, UM, INTO THIS ORGANIZATION AND ALSO HAVING, YOU KNOW, PRIOR, UH, PUBLIC SERVICE EXPERIENCE, IT'S VERY IMPORTANT FOR ME TO BE TRANSPARENT AND PROVIDE EMPLOYEES WITH AS MUCH INFORMATION AS POSSIBLE.
I THINK SOME OF THE THINGS THAT I LISTED EARLIER IN TERMS OF THE STEPS THAT WE'VE TAKEN TO SHARE EMPLOYEES IS NOT TO, YOU KNOW, DIMINISH THE CONCERNS THAT EXIST.
IT WAS ACTUALLY TO TRY TO GIVE AS MUCH INFORMATION TO EMPLOYEES.
SO AT LEAST THEY HAD AWARENESS OF WHAT WAS FORTHCOMING.
DEPARTMENTS ALSO HAVE HAD CONVERSATIONS WITH EMPLOYEES WERE IN THESE IMPACTS OF POSITIONS AND WHILE THEY CANNOT TELL 'EM WHAT THE OUTCOME WOULD BE, THERE WAS NOTICE PROVIDED TO THOSE INDIVIDUALS TO SAY THIS IS HAPPENING.
THERE HAVE BEEN DISCUSSIONS HAPPENING AND I CAN TELL YOU WHY I WASN'T IN THE ROOM WITH THOSE DEPARTMENTS WHEN THEY WERE HAVING DISCUSSIONS.
I HAVE HAD DISCUSSION WITH, WITH DEPARTMENTS ABOUT THOSE IMPACTS AND PROVIDING THAT LEVEL OF INFORMATION TO EMPLOYEES.
SO SOMETHING THAT MY TEAM CAN SHARE IN TERMS OF WANTING TO OVER COMMUNICATE.
WE HAVE NOT PREVIOUSLY HAD, UH, WEEKLY OFFICE HOURS OR HAD AN INTAKE INQUIRY FORM FOR EMPLOYEES.
AND AGAIN, THE GOAL IS NOT TO TRY TO DO THESE THINGS AS CHECKING BOXES TO TRY TO CREATE SPACES FOR EMPLOYEES TO COME FORWARD AND ASK QUESTIONS, PROVIDE AS MUCH INFORMATION AS POSSIBLE.
I WILL SAY WITH ALL THE INQUIRIES THAT WE RECEIVE, PROBABLY OVER 95% OF THOSE INQUIRIES HAVE BEEN RELATED TO SENIORITY.
SO THERE ARE A NUMBER OF EMPLOYEES WHO KNOW WHAT THEIR SENIORITY IS.
WE WOULD NOT SAY YOUR SENIORITY IS X OF HOWEVER MANY PEOPLE ARE IN THE CLASSIFICATION.
'CAUSE WE DON'T SHARE THAT INFORMATION.
BUT I THINK WE'VE BEEN VERY DILIGENT IN TERMS OF PROVIDING THAT, UH, INFORMATION AND ALSO RESPECTING OUR COLLEAGUES IN THE, THE, ON THE LABOR SIDE, UNDERSTANDING THAT WE HAVE BEEN IN MULTIPLE MEET AND CONFERS, UM, AND IN A VARIETY OF, OF WAYS, AND I WON'T GO INTO DETAILS OVER THAT, BUT THE GOAL IS TO TRY TO PROVIDE AS MUCH INFORMATION TO THEM AS WELL BECAUSE WE UNDERSTAND THAT WE WANT TO WORK WITH THEM AS PARTNERS TO MAKE SURE THAT THESE EMPLOYEES KNOW THAT IT'S NOT JUST US TELLING THEM WHAT'S GONNA HAPPEN, BUT THEY CAN ALSO GO TO THEIR UNION FOR ADDITIONAL INFORMATION AS WELL.
AND WE WILL CONTINUE THAT EFFORT FROM THAT PROCESS MOVING FORWARD, PAST TODAY, THIS DOES NOT CHANGE WHAT WE WILL DO IN TERMS OF THAT PARTNERSHIP.
I JUST WANNA MAKE SURE TO, TO, YOU KNOW, HIGHLIGHT THOSE POINTS.
AND, AND I APPRECIATE THE WORK THAT YOU AND YOUR STAFF HAVE DONE IN TRYING TO ANSWER OUR QUESTIONS ABOUT THESE ITEMS. WHEN YOU WERE NOT THE PEOPLE THAT IDENTIFIED THE POSITIONS THAT WOULD BE PRESENTED TO THE COUNCIL FOR POSSIBLE ELIMINATION, THOSE DECISIONS WERE MADE BY THE DEPARTMENTS BASED ON THEIR OPERATIONAL UNDERSTANDING AND WHERE THEY THOUGHT THEY COULD BEST ABSORB THE CUTS THAT THE CITY MANAGER ASKED OR KNOWING WHAT FUNDING WAS NOT GOING TO BE COMING TO THEM.
AND I'LL GET TO YOU IN JUST ONE SECOND.
UM, FOR FULL TRANSPARENCY TO THE OTHER COMMISSION MEMBERS, I WANT YOU TO KNOW THAT AS SOON AS WORDS STARTED COMING OUT, THAT THERE WERE GOING TO BE CUTS AND KNOWING THAT SOMETHING WAS GONNA HAVE TO COME TO US.
CHRIS AND I HAVE BEEN HAVING CONVERSATION WITH GARY.
UM, THIS IS OUR FIRST YEAR IN FULL OPERATION.
THIS IS OUR FIRST TIME HAVING TO GO THROUGH SOMETHING LIKE THIS.
AND I THINK THERE WAS STILL SOME CONFUSION ABOUT WHAT OUR ROLE IS IN THIS.
AND I THINK THERE'S STILL SOME CONFUSION AMONGST ALL OF US OF EXACTLY WHAT OUR ROLE IS.
AND IN MY OPINION, OUR JOB IS TO MAKE SURE THAT THE CITY IS DOING WHAT IT NEEDS TO DO TO ENSURE THAT THE RIGHTS OF THE EMPLOYEES ARE BEING RESPECTED.
IT, IT IS NOT TO QUESTION WHETHER THERE'S GOING TO BE ENOUGH SERVICES TO BE PROVIDED, WHETHER THE FUNDING IS IN THE RIGHT PLACE.
THAT'S THE COUNCIL'S DECISION.
OUR ROLE, IN MY OPINION IS TO, TO MAKE SURE THE WHOLE HR SPEAK TO THE FIRE AND MAKE SURE THAT THEY ARE FI THEY ARE FOLLOWING THE PROCESS THAT HAS BEEN SET OUT IN CITY POLICY FOR ADVISING EMPLOYEES WHO ARE GOING TO BE IMPACTED AND THAT THEY'RE WORKING WITH THE UNION PARTNERS IN MAKING SURE THAT EMPLOYEES HAVE OPPORTUNITIES TO FIND OTHER POSITIONS.
SO I, I THINK, UH, MY ISSUE I HAVE IS I DON'T FEEL LIKE, I FEEL AS THOUGH THE INFORMATION IS STILL SHIFTING.
I THOUGHT OUR ROLE WAS TO COME HERE TODAY AND HAVE NOT ONLY THE POSITIONS THAT YOU WOULD'VE ALREADY IDENTIFIED AND OBVIOUSLY COMMUNICATED THAT WITH THE LABOR PARTIES MM-HMM
AND I THINK THAT FOR ME TO KNOW THAT YOU'RE ASKING ME TO VOTE ON SOMETHING AND THEN TO STILL HAVE SHIFT SHIFTS HAPPENING.
I MEAN, I, I DON'T KNOW IF I'M VOTING ON 30 OR TWO AND THAT DOESN'T FEEL REALLY GOOD.
AND I THINK THAT I WOULD REALLY URGE HR TO PLEASE TAKE THE TIME IN YOUR, UH, WORKSHOPS THAT YOU'RE
[01:20:01]
HAVING OR YOUR ONE-ON-ONE APPOINTMENTS OR WHAT HAVE YOU.THAT, UM, THE OPTIONS THAT ARE AVAILABLE TO EMPLOYEES FOR THEIR SUPPORT, WHETHER IT'S COBRA OR OTHERWISE.
AND OBVIOUSLY, UM, CALPERS, YOU KNOW, GIVE THEM THE, THE 800 NUMBER THERE, UM, YOU KNOW, 1-800-CALPERS OR, UM, TO AT LEAST PROVIDE 'EM WITH OPPORTUNITIES FOR EAP.
THIS IS A VERY EMOTIONAL DECISION THAT'S, THAT'S BEING TASKED HERE AND ALL, ALL OF US CONCERNED IN THIS SPACE.
AND, AND I WILL JUST SAY THIS, THAT THERE'S A, THERE'S JUST A LACK OF TRANSPARENCY THAT YOU'RE ASKING ME TO VOTE ON SOMETHING PREMATURELY AND I, I DON'T KNOW, I DON'T, I DON'T KNOW HOW MANY PEOPLE I'M VOTING ON AND, AND SO WELL, I THANK YOU FOR ALL THE DUE DILIGENCE THAT BE TAKEN.
I THINK THAT THERE'S A LITTLE BIT MORE THAT CAN, THAT CAN HAPPEN.
AND SO I LOOK FORWARD TO THE INFORMATION THAT WE ASKED FOR UPFRONT.
UM, I BELIEVE I ASKED FOR MEN VERSUS WOMEN.
I BELIEVE THAT THERE WAS, UM, QUESTIONS REGARDING, UM, THE, UM, THE IMPACTS.
UH, AND UM, THEN ALSO TO JUST THE FINAL OUTCOME.
I THINK IT'S REALLY IMPORTANT THAT AT SOME POINT WE HAVE INFORMATION THAT COMES BACK TO US TO LET US KNOW WHAT WAS THE OUTCOME.
AND SO I KNOW THAT'S FOR A FUTURE MEETING OR, OR INFORMATION WE CAN, WE CAN PUT THAT IN SO WE HAVE A MOTION TO CONSIDER TO, UH, APPROVE THE REQUEST.
WE CAN AMEND THAT AND ASK THAT HR COME BACK ONCE THE PROCESS HAS BEEN COMPLETED WITH A REPORT THAT SHOWS THE ACTUAL POSITIONS THAT WERE IMPACTED, THE ACTUAL NUMBER OF EMPLOYEES THAT WERE MOVED TO OTHER POSITIONS.
IT COULD ALSO INCLUDE THE INFORMATION THAT YOU REQUESTED IN THE NUMBER OF MEN VERSUS WOMEN.
UM, AND WAS THERE ANYTHING ELSE WE ASKED FOR? WAS THERE SOMETHING YOU WANTED DEVIN? UM, YEAH, I, I WOULD LIKE THE, THE THE IMPACTS OF SERVICES.
UM, NOTHING, NOTHING NEW, JUST WHAT'S ALREADY BEEN, UH, PRESENTED.
UM, AND, AND THAT WOULD NOT BE HR, BUT WE COULD, GARY, YOU COULD ASK THE DEPARTMENTS.
SO I WAS GONNA ADD, SO, UM, VICE PRESIDENT GARTER MADE THE ORIGINAL MOTION AND THERE'S A PROPOSED AMENDMENT THAT'S BEING, UM, PLACED ON THE FLOOR COURT ORDER.
I THINK WE'RE EVEN BEFORE THAT, I THINK, I THINK WE HAVEN'T EVEN GOTTEN AN DISCUSSION YET.
I THINK WE'RE STILL DISCUSSION, GATHERING INFORMATION, RIGHT? YES.
NO, WE WERE TALKING ABOUT AMENDING THE ORIGINAL MOTION.
TO ADD SOME ADDITIONAL INFORMATION.
WE CAN KEEP AMENDING AS WE'RE GOING.
WHERE ARE WE NOW THOUGH? WITH THE MOTION? WE, SO THE MOTION ON THE FLOOR RIGHT NOW IS A RECOMMENDATION TO IMPROVE THE EIGHT HUMAN RESOURCES REQUEST FOR THE ORDER OF LAYOFFS.
THAT WAS THE MOTION THAT WAS, WAS MADE BY COMMISSIONER GARDNER, PRESIDENT GARDNER.
COMMISSIONER GATO GOODE HAD BEEN ASKING FOR SOME ADDITIONAL REPORTS.
I WAS SUGGESTING THAT WE COULD ADD THAT INTO THE MOTION.
WELL, THOSE THE MAKE OF THE MOTION.
YOU DIDN'T KNOW ME GET THERE YET.
WOULD THAT BE OKAY WITH, BUT I WAS, I WAS TRYING TO SEE IF THERE WAS ANY OTHER INFORMATION ANYONE ELSE WANTED BEFORE I MAKE SURE, BECAUSE I WANNA MAKE, I WANNA KINDA GET IT ALL IN THERE AT ONCE.
I'D RATHER, SO THAT WE'RE ALL CLEAR, DO ONE OKAY.
SO ARE, SO, SO COMMISSIONER GAR.
WHAT WAS THE INFORMATION THAT YOU WANTED TO ADD INTO THE, THE NUMBER OF, THE FINAL NUMBER OF EMPLOYEES, UM, THAT WERE PART OF THIS ACTION? MEN VERSUS WOMEN? AND THEN, AND THEN, UM, I ALSO SECOND WHAT, UM, MY COLLEAGUE, UM, UH, DEVIN WAS SAYING AROUND THE IMPACT OF SERVICES, THAT INFORMATION MAY HAVE BEEN PROVIDED, BUT I, I FEEL THAT THE, UM, FINAL OUTCOME MAY BE DIFFERENT AND I JUST, I DON'T KNOW WHAT THAT LOOKS LIKE.
IT JUST, THIS FEELS VERY GREAT TO ME.
ARE YOU OKAY IF WE AMEND YOUR ORIGINAL MOTION WITH THAT? HOLD ON ONE SECOND, CHRIS.
I'M TRYING TO, I'M TRYING TO FIGURE OUT WHAT WE WOULD DO WITH THIS INFORMATION POINT OF ORDER.
IT'S IMPORTANT TO ME, I THINK.
I THINK THAT IF WE'RE, IF THE AMENDED MOTION WOULD TO UM, UH, PAUSE ON THE APPROVAL UNTIL SAID THINGS ARE PROVIDED A BOTH TO THE UNION AND OH, NO, NO, I'M NOT WILLING TO DO THAT.
SO, SO WELL, SO THE, WE HAVE A MOTION IN DISCUSSION.
SO, ALRIGHT, SO IN DISCUSSION HERE, IF WE WERE TO APPROVE THIS AND THEN ASK FOR THAT INFORMATION, WHAT WOULD, WHAT THE, WHY WOULD WE ASK THE INFORMATION AT THAT POINT? SO, SO I, I THINK COMMISSIONER GUYO GOOD RAISED SOME QUESTIONS AND BASICALLY WHAT I SEE HER ASKING FOR IS A CLOSEOUT REPORT OF WHAT HAPPENS ONCE THIS IS ADOPTED FINAL REPORT.
BUT I BELIEVE THAT SHE'S ALSO ASKING THAT THE UNION BE MADE PRIVY TO ALL THE INFORMATION THAT THEY, THAT THEY CLOSE OUT THEIR MEET CONFIRM BEFORE WE VOTE ON IT.
IS THAT CORRECT? I WANT, I WANT THE INFORMATION.
I THINK IT'S IMPORTANT THAT US AS
[01:25:01]
A COMMISSION ARE, ARE PRIVY TO WHAT OUR ACTIONS IMPACTED, LIKE WHAT WEBUT BUT ARE YOU, ARE YOU SAYING THAT YOU WANT THE INFORMATION AFTER WE VOTE TO APPROVE? OR DO YOU WANT THE INFORMATION BEFORE WE VOTE TO APPROVE? SHE'S ASKING FOR HOW MANY PEOPLE ARE ACTUALLY IMPACTED.
SO WE CAN'T, THAT'S PUTTING THE CART BEFORE THE HORSE.
WELL I FEEL LIKE, I FEEL LIKE IF WE VOTE ON IT BEFORE WE HAVE THE INFORMATION THAT'S THE CART BEFORE THE HORSE.
BUT THEY FURTHER BUT THEY CAN'T DO ANYTHING IF THEY DON'T HAVE OUR AUTHOR.
I JUST HAVE TO SAY, HAVING GONE THROUGH THE MEET CONFER PROCESS A NUMBER OF TIMES HAVING BARGAINED WITH THE CITY, UM, HAVING BEEN AT, AT THE CITY COUNCIL LEVEL AND HAVING BEEN AT THE ADVOCATE LEVEL OF THIS BUDGET BUDGET PROCESS, UM, THE, THE REALITY IS, IS THAT EVERY OTHER UNION, UH, GOT THE INFORMATION ABOUT WHO WAS AT RISK BEFOREHAND.
BUT THAT IS WHAT, THAT IS WHAT, THAT'S NOT WHAT THEY SAID, DEVIN.
THAT IS NOT WHAT THEY SAID IT.
BUT I'LL ALSO SAY THAT YOU, WE, YOU COULD NEVER SIGN OFF ON A MEET AND CONFER IF YOU DON'T EVEN EVEN HAVE THE INFORMATION OF WHAT'S HAPPENED.
YOU'RE SUPPOSED TO BARGAIN OVER THE IMPACTS DURING CONFER IF YOU DON'T HAVE THOSE IMPACTS.
IF YOU DON'T KNOW WHO'S BEING IMPACTED, YOU CAN'T BARGAIN OVER IT.
SO WELL THAT, AND THAT'S WHAT THEY SAID.
THEY, THEY HAVEN'T, THE UNION HAS NOT CLOSED OUT THEIRS BECAUSE THEY DON'T KNOW WHICH EMPLOYEES ARE WELL THEY'RE, THEY'RE, THEY'RE CRE AND I'M SORRY AND I HAVE A LOT OF RESPECT FOR WHAT YOU ALL DO, BUT HAVING WORKED WITH LONG BEACH HR BEFORE, I'LL TELL YOU THE AMOUNT OF TIMES THAT THEY, THEY HAVE SORT OF THE SNAKE EATING THE FAIL ON THIS.
AND THEN AS SOON AS WE, AS SOON AS WE APPROVE THIS, ALL THAT INFORMATION, EVERYTHING ELSE IS DONE.
ONCE WE APPROVE IT, THERE'S NO MORE THEY CAN BARGAIN, BUT IT'S NOT REALLY BARGAINING THAT ALL OF THEIR LEVERAGE IS IN WHETHER OR NOT THEIR MEET CONFER HAS WEIGHT WITH OUR, WITH OUR COMMISSION.
IF THEIR MEET AND CONFER HAS NO WEIGHT WITH OUR COMMISSION, THEN THEY DON'T HAVE A REAL MEET AND CONFER.
IT'S A MEET CONFER AND NAME ONLY A MEET CONFERRED.
SEE, COUNCIL CAN'T MOVE FORWARD WITH SOMETHING.
SO JUST WITHOUT, WITHOUT THAT.
SO COMMISSIONER GARDNER, DO YOU ACCEPT THE AMENDMENT? SOME OF IT? SOME OF IT.
SO I I I HAVE NO PROBLEM WITH IF YOU WANT THE INFORMATION ON THE MALE VERSUS FEMALE.
I HAVE NO, I SUPPORT THE FINAL REPORT.
WE SHOULD GET THAT INFORMATION.
THAT'S WHAT'S BEEN DISCUSSED FOR THE PAST MONTH WITH THE CITY COUNCIL.
AND IN MY MIND THAT WAS THEIR ROLE IS TO CONSIDER THE IMPACT ON SERVICES WHEN THEY MAKE THEIR DECISIONS LAST NIGHT.
UM, I DON'T WANT TO IMPLY THAT OUR COMMISSION IS GONNA GET INVOLVED IN SOMETHING THAT IN MY MIND IS NOT REALLY OUR PERVIEW.
THAT'S THEIR WELL, I I REPRESENT THE PUBLIC AND I I SAW DISAGREE WITH YOU BECAUSE NOT EVERYBODY GOT TO WATCH THE CITY COUNCIL MEETING.
SO STAFF WANTS TO BE ABLE TO SHOW, TO PROVIDE US WITH THAT INFORMATION.
SO YOU CAN ASK FOR THAT OFFLINE.
SO ONE THING WE CAN DO IS THAT I'M ASK FOR IT IN PUBLIC SINCE, SINCE THE AMENDMENT HAS NOT BEEN ACCEPTED, UM, COMMISSIONER BARBARA GOOD.
UM, SAME WITH YOU COMMISSIONER ALER, YOU HAD MENTIONED THIS IDEA OF A PAUSE BEFORE TAKING ACTION.
YOU BOTH HAVE THE OPTION TO HAVE A SUBSTITUTE MOTION ON THE FLOOR AND SEE IF ONE OF YOUR COLLEAGUES WOULD SECOND IT.
I I MEAN I I SECOND HIS MOTION TO PAUSE HIS ACTION UNTIL WE WHAT IS HIS MOTION? OH, HIS MOTION WAS TO PAUSE UNTIL WE HAVE THE INFORMATION AND AND THEY HAVE THE INFORMATION AND THEN I I I JUST FEEL LIKE I DON'T HAVE ENOUGH INFORMATION TO GO ON THIS.
THAT'S, AND AND, AND I WILL, I WILL SAY IN, IN, SO I DO MOVE THAT VENTURE FOR THE SECOND.
UM, I'M OKAY WITH US MAKING THIS AN EXPEDITED PROCESS.
I'M NOT SAYING WE COME BACK NEXT MONTH OR TWO MONTHS FROM, FROM NOW, RIGHT? NO, WE CAN BACK.
YEAH, I'M OKAY TO COME BACK IF WE HAVE TO COME BACK TOMORROW OR FRIDAY OR TUESDAY OR WHATEVER, WHATEVER DAY WE CAN CON WE CAN MOVE THIS PROCESS FORWARD.
BUT I WOULD LIKE TO SEE THAT THE UNION ACTUALLY HAS INFORMATION THEY NEED TO BARGAIN WITH AND THAT WE HAVE THE INFORMATION WE NEED TO MAKE THIS DECISION.
BECAUSE OTHERWISE IT'S JUST TO REPRESENTATIVE.
SO THERE'S A FIRST AND SECOND ON THIS NEW MOTION BY COMMISSIONER GAR.
DO YOU WANNA CALL THE BILL ON THIS? ON, ON THIS, THIS MOTION AND THIS IS TO SORRY, THIS IS THE SUBSTITUTE.
I'M WHAT IS SUBSTITUTE MOTION? IT'S YOUR SUBSTITUTE MOTION TO WHAT? TO TAPE TO TABLE OUR DECISION TODAY UNTIL WE CAN GET ADDITIONAL INFORMATION AND INFORMATION.
HAVE AN OPPORTUNITY TO FINISH THEIR MEETING AND FOR THEM TO FINISH THE MEETING CONFER, BECAUSE I DON'T FEEL LIKE I HAVE ENOUGH INFORMATION.
WELL, I'LL SAY WHEN YOU SAY FINISH THE MEETING CONFERRED, WHO KNOWS HOW LONG THAT WOULD TAKE? WELL THEY NEED TO GET THE INFORMATION THOUGH.
GARY, I UNDERSTAND WHAT YOU'RE SAYING, BUT JUST I NEED TO GET THE INFORMATION.
OKAY, LET ME JUST TAKE THAT BACK.
I NEED THE INFORMATION BEFORE I COULD VOTE.
SO I'M GONNA ASK THE TABLE THIS DECISION TODAY AND SO UNTIL FURTHER INFORMATION IS PROVIDED.
SO WE CALL REQUEST I ACCEPT THAT AMENDED.
SO, AND JUST TO BE CLEAR, YOU'RE ASKING FOR THE FINAL NUMBER OF IMPACTED EMPLOYEES AND THE NUMBER OF EMPLOYEES THAT ARE MALE VERSUS FEMALE, CORRECT? CORRECT.
THAT'S THE, AND THEN, AND THEN I WILL SPEAK TO STAFF AFTERWARDS ABOUT PROVIDING US THE INFORMATION THAT WAS PROVIDED TO CITY COUNCIL AROUND THE
[01:30:01]
IMPACT OF SERVICES BASED ON THE, UM, PROPOSED LAYOFF ORDER.ALRIGHT, EVERYONE'S CLEAR ON WHAT THE ISSUE IS AT THIS POINT? MM-HMM
NOW REBECCA, THE ORIGINAL MOTION THAT WAS MADE BY COMMISSIONER, UM, GARDNER, WE CALLING FOR THE QUESTION ON THAT, WHICH IS THE SUPPORT OF THE STAFF RECOMMENDATION TO, UH, SUPPORT THE ORDER OF LAYOFF.
CAN WE, CAN WE, BECAUSE HE DID ACCEPT HER AMENDMENT ON A FINAL REPORT.
DO YOU WANNA RESTATE YOUR MOTION, CHRIS? YEAH.
SO MY MOTION WOULD BE TO, UH, APPROVE THE, UH, REQUEST FOR THE ORDER OF LAYOFF.
UM, ASK FOR A REPORT ON THE FINAL, UH, CLOSEOUT, UM, INCLUDING A LIST OF A MALE VERSUS FEMALE NUMBER OF EMPLOYEES IN PACKAGE.
BUT NOT TAKE, STILL APPROVE THE ORDER OF BAIL.
CORRECT? IS EVERYONE CLEAR ON WHAT THE MOTION IS? YES.
[ANNOUNCEMENTS]
UM, YEAH, I I HAVE A, A COUPLE OF THINGS.UM, I WOULD LIKE, UH, UH, IN REGARDS TO THIS, I WOULD LIKE, UM, A PRESENTATION AT SOME POINT WITHIN THE NEXT, UH, UH, TWO MONTHS IF POSSIBLE.
UM, ON WHAT CONSTITUTES CLASSIFIED UNCLASSIFIED SO THAT WE'RE CLEAR ON EXACTLY WHAT OUR ROLE IS, UH, AS, AS A CLINICIAN.
UM, AND THEN, UH, ON A, ON A SECOND, ON A SECOND ANNOUNCEMENT OR SECOND THING I'D LIKE TO BRING UP, AND THIS IS SOMETHING I THINK THAT WE ACTUALLY WILL HAVE SOME AGREEMENT ON HERE.
UM, A LOT OF THE CASES THAT WE'VE SEEN ARE, UH, FOLKS WHO HAVE NOT HAD ANY PERFORMANCE EVALUATIONS, WHO HAVE, THEY CAN'T TELL US EXACTLY WHAT TRAININGS AND STUFF THEY'VE HAD RECENTLY.
AND SO I WOULD LIKE A, A REPORT FROM HR ON, UM, WHAT, WHAT IS GOING ON WITH, WITH, WITH PERFORMANCE EVALUATIONS, WHO'S GETTING, WHO'S ADMINISTERING THEM? WHAT GRADES ARE THEY GETTING AND WHEN ARE THEY GETTING THOSE GRADES ON THEM? UM, AND AND ALSO ON WHAT TRAININGS ARE AVAILABLE FOR, FOR EMPLOYEES AS WELL.
MEANING NOT JUST ETHICS, BUT ALSO ON THEIR JOB FUNCTIONS.
YOU WANNA KIND OF BREAK THAT UP? THE REPORT? 'CAUSE THAT'S A LOT OF INFORMATION
SO LET'S MAYBE FOCUS ON, LET, SO OUR, WE HAVE A BIG CONCERN ABOUT PES BECAUSE WE'VE HAD A COUPLE OF, OF, UM, CASES COME IN WHERE THE EMPLOYEES, I MEAN, ONE EMPLOYEE DID NOT HAD A, A PERFORMANCE EVALUATION AT ALL.
SO IF YOU COULD GO OUT AND COME BACK AND TELL US THAT ALL DEPARTMENTS, EVERYONE IS CURRENT ON ALL OF THEIR PES, THAT WOULD BE GREAT, BUT WE DON'T EXPECT YOU TO HEAR THAT.
BUT WE WOULD REALLY LIKE THE MESSAGE STARTING TO GO OUT TO THE DEPARTMENTS THAT PES NEED TO BE DONE.
IT'S A BASIC RIGHT OF EVERY EMPLOYEE TO KNOW WHERE THEY STAND.
SO IF YOU COULD GET US THAT FIRST AND THEN KIND OF DEVIN, ARE THERE DEPARTMENTS THAT YOU'RE MOST CONCERNED ABOUT SO THAT ON A ROLLING BASIS THEY CAN ASK THE DEPARTMENTS TO PROVIDE US A LIST WHERE YOU WANT IT BY CLASSIFICATION OR, UM, I THINK, I THINK MY DEPARTMENT WOULD BE GOOD BECAUSE THAT'S STILL THE CHAIN OF COMMAND, RIGHT? MM-HMM.
UM, I THINK THAT, UH, PUBLIC WORKS AND PARKS SHOULD PROBABLY BE ON, ON TOP OF THAT LIST.
UM, AND THEN, UH, UM, UH, I, I WOULD PRIORITIZE THOSE TWO AND THEN, AND THEN MOVE ON DOWN THE LIST FROM THERE.
UM, I KNOW THAT THOSE ARE TWO OF THE BIGGER DEPARTMENTS AND SO HOW MUCH TIME DO WE WANT TO GIVE THEM? THIS IS PRIORITY RIGHT NOW, OBVIOUSLY.
SO MAYBE BY THE END OF THE YEAR LET US KNOW HOW PE MAYBE BY JANUARY WE HAVE THAT.
DON'T THEY ALREADY HAVE THE, THE, THE PERCENTAGE OF COMPLETION BY DEPARTMENT? NO.
IS THAT, IS THAT VERY TRACK? JUST, I JUST WANNA REITERATE HOW THAT THE PERFORMANCE POINT PROCESS IS VERY MEDICAL.
SO WE WOULD HAVE TO ENGAGE WITH EACH DEPARTMENT TO GET SOME DATA AND SOME STATISTICS BECAUSE I, I DON'T WANT TO BRING YOU HALF INFORMATION.
AND AGAIN, I SHARE THE CONCERNS ABOUT PERFORMANCE EVALUATIONS, BUT WE, WE WOULD NEED TO DIG INTO IT.
'CAUSE I DON'T WANT JUST REPORT DATA.
I ALSO TO APPLY TO HOW WE WILL ADDRESS THAT.
AND IF I COULD JUST ADD SOMETHING REALLY QUICKLY, UH, OVER THE PAST FEW YEARS, THE CITY MANAGER HAS MADE IT HIS DIRECTIVE TO GET CAUGHT UP ON EVALUATIONS FOR DECADES.
THAT PROBABLY WAS NOT THE CASE.
WE CAN'T GO BACK AND FIX WHAT HAS ALWAYS BEEN
[01:35:01]
WRONG, BUT WHEN THEY COME BACK, UH, AT LEAST IN 2024 WHEN I LEFT THE CITY MANAGER, NOT ALL DEPARTMENTS CONCURRED, SO WE STILL NEED TO SEE THAT.BUT IT WAS A HUGE PUSH FROM THE CITY MANAGER'S OFFICE TO GET THOSE, UM, UM, DELINQUENT, UH, PES AND, AND GET EVERYTHING UP TO STUFF.
BUT THEY, THEY GOT A LONG, LONG, LONG WAY TO GO.
AND, AND, BUT I, I BELIEVE THAT, YES, DECEMBER, JANUARY, I, I WOULD SAY I THINK IF, IF BY END OF JANUARY, BECAUSE THAT'S A LOT OF INFORMATION IF THERE'S PAPER BY END OF JANUARY.
BUT I WOULD ALSO JUST KEEP IN MIND THAT IF, YOU KNOW, A, IF THE CITY MANAGER'S PUSHING THIS, THAT'S FANTASTIC.
THAT MEANS THAT WE WILL BE ABLE TO FIND ALIGNMENT WITH, WITH, UH, CITY PRIORITIES.
AND OBVIOUSLY THIS IS SOMETHING, UH, THAT I KNOW, YOU KNOW, YOU BROUGHT UP BEFORE IS IMPORTANT TO YOU.
UM, I THINK THAT IT, IT WOULD BE IMPORTANT FOR US TO, TO GET OUR EYES ON HOW THAT SYSTEM A WORKS.
SO IF WE COULD ACTUALLY GET A PRESENTATION MAYBE SOONER THAN THE END OF JANUARY ON EXACTLY HOW THE PAPER SYSTEM WORKS AND WHAT, WHAT THAT LOOKS LIKE, THAT WOULD BE GREAT.
AND THEN BY THE END OF JANUARY, A PRESENTATION ON THE DIFFERENT DEPARTMENTS AND WHERE THEY'RE AT.
SO IF, IF YOU'RE OKAY WITH THIS, 'CAUSE AGAIN, I WILL TAKE THIS BACK.
UM, ANY INFORMATION THAT WE CAN GET THE DATA SOONER, UM, WE WILL COORDINATE OR COMMUNICATE WITH THE COMMISSION TO LET YOU KNOW THAT.
UM, ALSO, I JUST WANT TO FLAG THAT, UM, WE ARE GOING INTO THE MANAGEMENT PERFORMANCE EVALUATION PROGRAM STARTING.
SO THAT IS THE TEAM THAT WILL BE WORKING ON COLLECTING THIS DATA THAT WILL BE KIND OF A PRIORITY FOR THAT TEAM FOR THE NEXT FEW MONTHS.
UM, SO WE WILL STILL WORK ON GETTING THIS DATA, BUT I, I JUST WANT TO GIVE YOU SOME CONTEXT AROUND SOME OF THE TIMING BEHIND THAT.
UM, AGAIN, COMING THROUGH THIS BUDGET PROCESS, UM, WE'RE STILL FOCUSED ON MAKING SURE THAT THIS IS NOT JUST A PLACEMENT PROCESS, BUT THAT WE'RE ALSO, UH, BEEN WORKING ON TRANSITIONING AND TRANSITION PLANNING FOR OUR EMPLOYEES GOING INTO NEW ROLES AND ASSIGNMENTS.
AND, AND THIS WILL BE SOMETHING THAT YOU WILL BE HAPPY TO HEAR.
WE WILL BE TALKING ABOUT THINGS SUCH AS PERFORMANCE EVALUATIONS AND MAKING SURE TO COMMUNICATE THAT WITH THOSE EMPLOYEES IS, AGAIN, OUR GOAL IS NOT TO SET EMPLOYEES UP FOR FAILURE.
WE WANNA SET THEM UP FOR SUCCESS.
SO THIS IS SOMETHING THAT WE'RE ALREADY ENGAGING DEPARTMENTS ON.
I JUST WANTED TO ADD SOME CONTEXT IN TERMS OF WHAT WE'RE CURRENTLY WORKING ON AS A PRIORITY, AS PART OF COMING BACK WITH THE INFORMATION YOU'RE REQUESTING.
SO YOU'RE ALREADY GONNA, ONCE YOU HAVE THE, THIS, UM, BUDGET, IF I MAY UNDERWAY, WE'RE JUST UNDER THE ANNOUNCEMENT SECTION RIGHT NOW, SO WE SHOULDN'T BE HAVING A, A DIALOGUE BACK AND FORTH.
UM, YOU CAN, YOU CAN SEND SEND EMAIL.
SHOULD COPY SHOULD BE COLLECTING THOSE I ANNOUNCE.
ANY OTHER ANNOUNCEMENTS? ONE ANNOUNCEMENT.
AND, AND JUST FOR CONTEXT, FROM WHAT I REMEMBER, WE GOTTA REMEMBER, COVID WAS A FEW YEARS AGO AND FOR A LONG TIME HR WAS WORKING REMOTELY AND A LOT OF THINGS SLOWED DOWN AND STOPPED.
SO WHERE WE MAY THINK THAT THERE'S NO EVALUATION, NOT ON THE ONES THAT WE'VE JUST SEEN, BUT IT MAY BE PAPERWORK REALLY HASN'T CAUGHT UP OR GOT LOST, DIDN'T GET INTO FILES AT THE END OF MY CAREER, I WAS, I I WAS SHOCKED AND SURPRISED THAT, YOU KNOW, UH, SOME OF THE DAMAGE THAT COVID HAD DID TO, UH, AND I WOULD LIKE TO, THAT'S DISCUSSION.
THAT WAS A STATEMENT ON LEY SIDE.
[PUBLIC COMMENT Opportunity to address the Civil Service Employee Rights and Appeals Commission on non-agenda items. Each speaker is limited to three minutes to make their comments unless extended by the President.]
THINGS ARE NOT ON THE AGENDA.YOU TOOK THIS FOR ANYTHING THAT'S NOT ON THE AGENDA.
DO YOU HAVE ANYTHING ELSE YOU'D LIKE TO SAY? NO.
I, I DO HAVE A COMMENT TO BRYCE'S STATEMENT.
OH, YOU CAN HAVE THAT COMMENT AFTERWARDS.
SO WE WILL ADJOURN THE MEETING AT
[ADJOURNMENT]
FIVE 30.