I was employed for two weeks moving scooters from sidewalks and parking spots. I am being refused to get paid for the amount of time that I worked. What do I need to do to receive my paycheck? Thank you for your help.
When is the city going to match the County for work hours/hours worked? Closing at 4pm makes public meetings available to start earlier in the evening, reduces traffic stress on roads as a major employer (remote work accomplishes this too), and creates less confusion on need of City versus County services and what hours they can be reached.
Some comments ahead of budget approval: Are staff members being considered throughout this budget cycle? This question comes up frequently from the employee perspective, but it does not seem to be at the forefront of council, the administration, or even HR’s agenda. Staff are continually told how valuable their benefits are while being grossly overworked and underpaid, often carrying the duties of multiple positions because this organization cannot keep a full staff employed. Employees and citizen onlookers watch this dance every year as the mayoral and department head staff continue to get inflated wages while the vast majority of workers are severely underpaid with high expectations of their output. Yet promises are made during the approval of each budget for things that will benefit staff, however staff never reap the benefits. The staff health clinic has yet to have even a proposed plan discussed to internal staff but was promised last year, a compensation study was to commence yet the results have not been provided internally to staff and the amount allocated is laughable seeing as there are still LARGE wage gaps between the work performed at the same pay grade level accross roles within the organization let alone just in individual departments (pay data is public after all), the bonuses were delayed in getting released to staff via paychecks let alone the other health benefit reimbursements that are constantly delayed in processing, and alleged “progressive” benefits such as paid parental leave (in which the city is just behind in offering such a benefit) are still currently a “trial” so no one employee can actually calculate the value of the “benefits” because they don’t exist or do not apply to them (i.e. the bike cash out program that the majority of staff members cannot even use due to location of where they live, yet this is the topic of concern?). It seems that the organization is constantly asking how can we get people to stay in their roles, when the answers are right in front of them every year - skills based hiring, retention pay incentives, and adequate market/competitive pay. Our municipal counterpart in the County and federal roles work less hours (often closing at 4pm), have more paid holidays, have remote and hybrid work options without repercussions, retention incentives, higher pay rates, larger bonus incentives, and continue to float higher cost of living adjustments than the City. When did it become the case that City civil servants should bare the brunt of public backlash and demand, yet make so little that they cannot afford to live in the city they work for? It is very concerning to watch on every year as the average worker in this organization falls off of the organization’s top priority list. After all, how are citizens’ needs and demands going to be met if there are no people running the city each day? It’s really sad to see that the only individual throughout this process so far to discuss the employees’ treatment is the Clerk. This organization should be doing better than this, and set the same priorities for employees with the newly incoming administration. Someone truly needs to address the large pay gaps, the systemic staffing issues, etc. because it has yet to be accomplished.
County is getting 16 paid holidays and discussion of 8.5% COLA raise with starting salaries already at a higher wage than most comparable positions within the City, in addition to many roles working 8am-4pm. Will this continued deficit in pay and benefits be addressed in the upcoming budget decisions for City staff?
I filled out an online application, everything is filled out, but when I try to submit it the application will not forward and a box says fill out all required fields. But, the box or program does not identify the missing field that is not filled out. It is for the possition of Operations Office Coordinator. Please, write back and show me the field that is not filled out and fix the program so it shows applicants where information is missing
What benefits are to be applicable to all employees in the upcoming year? This information is not easily available as certain programs were passed and allocated funding for apparently only a “trial basis”. Is paid parental leave still occurring? No information about this has been provided to staff or public for 2024. Additionally, where are the results of the salary study that was supposed to inform this upcoming years budget (voted on in 2023)? This information will already be behind, and the COLA is behind as it is not keeping pace with inflation or similar employers (see the County at 8.5% raise for 2024). Is any information going to be provided about how these things previously voted on by council are implemented, working, not working, etc.?
Where is information about the new commuter program? Is it true that electric vehicles get money back but hybrids don’t? There is still a cost barrier to most for getting electric vehicles so that doesn’t seem inclusive. Additionally, it seems many employees do not live in city limits and cannot afford to. Where is data on this? Most would not have access to biking routes or bus route. Is an alternative being thought of for those groups not eligible for this commuter program?
Where is information regarding commuter benefits and alternatives for those who don’t/cannot afford to live in city limits? Heard there is an incentive for electric vehicle trips but not hybrid vehicles. As well, is it true that carpool trips for dropping off children/dependents at school counts towards this reimbursement? That seems to be an interesting policy choice rewarding individuals with dependents and not prioritizing those dependents instead utilizing school bus transit. Will there be inclusivity and care for employees who make less, don’t have proximity/access to walk or bus into work, and certainly cannot afford an electric vehicle? This policy seems to continue to reward only a select group and has barriers.
Is city going to be closed for solar eclipse? Seems all orgs in BTown aside from essential services will be yet this hasn’t been announced yet… why the delay?