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2024, 09-17 Formal B MeetingMINUTES City of Spokane Valley City Council Formal B Meeting Tuesday, September 17, 2024 Mayor Haley called the meeting to order at 6:00 p.m. The meeting was held in person in Council Chambers, and also remotely via Zoom meeting. Attendance: Councilmembers Staff Pam Haley, Mayor John Hohman, City Manager Tim Hattenburg, Deputy Mayor Erik Lamb, Deputy City Manager Rod Higgins, Councilmember Gloria Mantz, City Services Administrator Laura Padden, Councilmember Kelly Konkright, City Attorney Jessica Yaeger, Councilmember Tony Beattie, Sr. Deputy City Attorney Ben Wick, Councilmember Bill Helbig, Community & PW Director Al Merkel, Councilmember Jill Smith, Communications Manager Chelsie Taylor, Finance Director Dave Ellis, Police Chief John Whitehead, HR Director Virginia Clough, Legislative Policy Coordinator John Bottelli, Parks & Rec Director Mike Basinger, Economic Development Director Chaz Bates, Planning Manager Glenn Ritter, Senior Engineer Jenny Nickerson, Building Official Miguel Aguirre, IT Specialist Marci Patterson, City Clerk INVOCATION: In the absence of a pastor, Mayor Haley asked for a moment of silence. PLEDGE OF ALLEGIANCE: Council, staff and the audience stood for the Pledge of Allegiance. ROLL CALL: City Clerk Patterson called roll; all Councilmembers were present. APPROVAL OF AGENDA It was moved by Deputy Mayor Hattenburg, seconded and unanimously agreed to approve the agenda. SPECIAL GUESTS/PRESENTATIONS: PROCLAMATIONS: National Diaper Need Awareness Week 2024, Constitution Week Mayor Haley read the National Diaper Need proclamation and Terri Fortner with Partners Inland Northwest accepted the proclamation. Terri spoke about the need for diapers. Mayor Haley read the Constitution Week proclamation and the Daughters of the American Revolution (DAR) ladies accepted the proclamation. Janet Ulbright to spoke about the proclamation and provided background on the designation of Constitution Week. GENERAL PUBLIC COMMENT OPPORTUNITY: After Mayor Haley explained the process, she invited public comment. Mr. John Harding, Spokane Valley, Marvel Travis, Spokane Valley, and Marsha Jones, Spokane Valley all provided comments on various topics. ACTION ITEM: 1. Public Hearing: 2025 Revenues including Property Taxes — Chelsie Taylor Mayor Haley opened the public hearing at 6:23p.m. Ms. Taylor presented a detailed PowerPoint presentation Council Meeting Minutes, Study Session: 09-17-2024 Pagel of 4 Approved by Council: 11-26-2024 that included the 2025 estimated revenues and expenditures, total appropriations of $149 million with 31 total funds, full time equivalent employee count that is currently 118.25 in 2024 and decreased to 116.25 in 2025, general fund overview, property tax and sales tax overview, general fund expenditures, both recurring and nonrecurring, and general fund ending fund balance review. Ms. Taylor also spoke about the other fund major revenues that included the motor vehicles fuel tax, telephone utility tax, real estate excise tax (REET), hotel/motel tax, tourism promotion area fees (TPA), vehicle license fees, and stormwater management fees. Ms. Taylor spoke about the 2025 budget challenges and the budget timeline. Council discussed the stormwater fees and how much is collected each year and spoke about the police vehicle replacement funding. City Manager Hohman explained the vehicle replacement funding and that there are not currently enough reoccurring funds to continue that funding for 2025. Mayor Haley called for public comments; no comments were offered. Councilmember Wick spoke about the priority of the grant matching as it returns more of outside grant funding and maintains the city funding. Councilmember Merkel noted that he thought of that as purchasing an expensive vehicle. A point of order was poised by Councilmember Higgins. Mayor Haley asked to state the point. Councilmember Higgins stated that we have been down this road numerous times and there is no need to continue. Mayor Haley agreed that we have been over this topic multiple times. Councilmember Merkel requested an appeal to the ruling. With a lack of a second, the appeal request failed. Councilmember Merkel poised a point of order and Mayor Haley asked to speak to the point. Councilmember Merkel stated that the whole process is completely out of order and makes no sense and since others have used a point of order to just pontificate that he will do the same. Mayor Haley stated that we are not going to do that, and we will close the public hearing at 6:45p.m. 2. Motion Consideration: Memorial Sign Program - Jerremy Clark It was moved by Deputy Mayor Hattenburg and seconded to authorize the City Manager to apply for the Energy Retrofit Grant Program as proposed by staff. Ms. Mantz spoke about the background on the grant funding and the buildings in which the city would be able to use to apply for funding. CenterPlace is the current location for the need in replacements. Ms. Mantz reviewed the due date for the applications, the recommendation from the consultants that included an update to the boilers and chillers and not complete replacement and to update the lighting to LED. Ms. Mantz also spoke about the budget implications, Mayor Haley invited public comment; no comments were offered. Vote by acclamation: in favor Mayor Haley, Deputy Mayor Hattenburg, Councilmembers Wick, Higgins, Padden and Yaeger. Opposed: Councilmember Merkel. Motion carried. NON -ACTION ITEMS: 3. Admin Report: 2025 State Legislative Agenda — Virginia Clough, Briahna Murray Ms. Clough introduced Ms. Murray. Ms. Murray spoke about the current political climate and potential changes coming forward with the November election. Ms. Murray also reviewed the changes that may happen post November election, the 2025 legislative session that will be 105-day session, the budget context in the upcoming session to include transportation budget shortfall, capital budget with no expected increase, and the operating budget with a forecast projected decrease of $500M in the current biennium. Ms. Murray noted that the city should prioritize the items on the agenda in order to get the most movement and potential funding for the city. City Manager Hohman to outline the 2 options for focus items. One capital option is for the Plantes Ferry Sports Complex for a request of $2 million for improvements to the park. Converting a couple fields to turf with lights. Could be an opportunity to work with the county with the project - have asked the county for an update on the current state of the project and county stated that they should have more information in about 6 weeks. Looking at perhaps a joint request due to the nature of the sports complex and that the county is funding the project as well. The second option is for the Spokane Valley sports courts to be located at Balfour Park for $1 M. This would include basketball and pickleball courts and a drinking fountain. Council discussed the funding in regards to the Plantes Ferry project and the county funding. Council also noted that they would like to see Balfour Park be completed and would like to focus funding on those projects. Mayor Haley stated that the city does not own the land at Plantes Ferry and that would make it more difficult to maintain focus the funding. Councilmember Merkel poised a point of order and Mayor Haley asked to speak to the point. Councilmember Merkel stated that Mayor Haley was campaigning. Mayor Haley ruled not in favor of his point. Mayor Haley asked for consensus on option one being to focus funding on Plantes Ferry efforts and Council Meeting Minutes, Study Session: 09-17-2024 Page 2 of 4 Approved by Council: 11-26-2024 there was no consensus to for that option. Mayor Haley then asked for consensus on option two being to focus funding efforts on Balfour Park and there was a consensus of five councilmembers to move forward with that option. Ms. Murray resumed the conversation regarding the key legislative focus items that included transportation, grant funding for Balfour Playground and Spray Park, clarify admin fees collected on document recording fees and increase cannabis tax revenues distributed to cities. She also reviewed the regional items of importance to include, helicopter units for regional law enforcement, stabilization center for 23-hour crisis relief and other projects as they arise between now and agenda finalization. The final portion of the review included the policy issues, public safety and behavioral health, Housing Affordability, Local Decision -Making Authority, Fiscal Management and reducing costs through reform. Council discussed next steps and coordination of efforts with AWC. Mayor Haley called for a recess at 7:44pm for 11 minutes and that the meeting would resume at 7: 55pfu. 4. Admin Report: Cit Hall Update — Kelly Konkright, Glenn Ritter Mr. Ritter provided an update on city hall deficiencies and provided an overview of the projects that were completed due to the deficiencies. He noted that with the progressive design build we will be able to bring Garco back for additional projects later as appropriate and an amount not to exceed $4M with the progressive design build contract that is in place. City Attorney Konkright noted that currently trial set for July 7, 2025 for the litigation with Meridian, the contractor for the original build of city hall. He also noted that they do have mediation soon and will return back to city council with Executive session with litigation updates conversations regarding strategy will be done in executive session as it is active litigation. Council did not have any additional comments or questions for staff. 5. Admin Report: Fund 312 Discussion — Chelsie Tam Ms. Taylor discussed the city Fund 312. She provided an Excel spreadsheet for review and were over the potential allocation concepts that had been previously discussed by council. City Manager Hohman also reviewed some of the potential allocations and what the funding may look like for some of the projects. Council discussed the projects that included the remaining city hall repairs, the Balfour property, planning for the Barker/I-90 Interchange, local access street program fund 101, public safety campus, and the pavement preservation fund 311. While council was discussing • the potential allocation options, Councilmember Merkel poised a point of order and Mayor Haley asked to speak to the point. Councilmember Merkel stated that Councilmember Higgins was off the topic. Mayor Haley did not rule in favor of the point and allowed Councilmember Higgins to continue. Councilmember Higgins continued and noted that council may want to hold off earmarking all of the funding in the event of an emergency in the following year. City Manager Hohman noted that was very prudent to hold on to the funds that had not been allocated. Mayor Haley called for consensus on the top three items that had funding thus far being the city hall repairs for $300,00, pavement preservation fund 311 for $1,032,100 and the local access street program fund 101 for $1,750,000. Consensus was provided by six councilmembers. Mayor Haley then called for consensus for the remaining funds to held until next year and discuss further. Consensus was provided by five councilmembers. 6. Admin Report: Group Home Presentation — Chaz Bates Mr. Bates and Ms. Nickerson spoke about group homes and provided a PowerPoint discussion that included the definitions of the group homes, background on the regulations, impacts to code enforcement and emergency services and the legal considerations and limitations. Chief Ellis spoke about the calls for service at the group homes - usually medical calls, juvenile runaway, and abuse. Councilmember Merkel asked what was required by the state and what kind of ability do we have to set building code restrictions on building code modifications to a more comfortable environment to the surrounding homes. Ms. Nickerson spoke to the building codes and Mr. Bates spoke about the some of the state requirements for allowing group homes. Council further discussed the impacts to our communities and the need to be able to provide housing for all in our area. Council Meeting Minutes, Study Session: 09-17-2024 Page 3 of 4 Approved by Council: 11-26-2024 GENERAL PUBLIC COMMENT OPPORTUNITY: Mayor Haley stated that the general public comment rules still apply and called for public comments. Ms. Regina Ludke, Spokane Valley provided comment. COUNCIL COMMENTS Councilmember Merkel gave comment on local control on group homes and allowing them anywhere and stated that that is one area we could put in building codes and regulations. He also provided comment on the budget conversation and noted that it was another chance lost to fund public safety. Councilmember Higgins noted that he was curious and that as we are in litigation on the building, he wondered why Councilmember Merkel would make statements that would cause him to throw the city under the bus. CITY MANAGER COMMENTS Mr. Hohman noted that the city is currently in litigation and making public comment is irresponsible and could potentially damage the litigation. He also provided an update on the investigation with Councilmember Merkel and his use of the Nextdoor app. He noted that last week Councilmember Merkel filed a timely appeal and will be setting a hearing and there will be more information at future council meeting. He did note that the hearing must be scheduled within 60 days. In closing, City Manager Hohman gave an update on some fun news, the city will be dedicating the Rave soccer pitch on Thursday from 4-6pm and there will be prizes given out as well and we would like to invite the public to the event. It was moved by Deputy Mayor Hattenburg, seconded and unanimously agreed to adjourn. The meeting was adjourned at 8:45 p.m. TST: J uT Qte'," Marci atterson, City Clerk Pam Haley, Mayor Council Meeting Minutes, Study Session: 09-17-2024 Approved by Council: 11-26-2024 Page 4 of 4 Spokane ..;ooOValley® vrortamation City of Spokane Va& y, Washington %ationa[ 1Diaper Al eed.Awareness Week WHEREAS, Diaper Need, the condition of not having a sufficient supply of clean diapers to ensure that infants and toddlers are clean, healthy and dry, can adversely affect the health and welfare of infants, toddlers and their families; and WHEREAS, National surveys report that one in two families experience Diaper Need at some time while their children are less than three years of age, and forty-eight percent of families delay changing a diaper in order to extend their diaper supply; and WHEREAS, A daily or weekly supply of diapers is generally an eligibility requirement for babies and toddlers to participate in child care programs and quality early - education programs that enable children to thrive and parents to work; and WHEREAS, Without enough diapers, babies and toddlers risk infections and health problems that may require medical attention resulting in medical costs, and parents may be prevented from accessing childcare needed to go to work or school, thereby destabilizing the family's economic prospects and well-being; and WHEREAS, The people of the City of Spokane Valley recognize that diaper need is a public health issue, and addressing diaper need can lead to economic opportunity for the state's families and communities and improved health for children, thus ensuring all children and families have access to the basic necessities required to thrive and reach their full potential; and WHEREAS, Spokane Valley is proud to be home to trusted community -based organizations including the Partners Inland Northwest Diaper Bank that recognize the importance of diapers in ensuring health and providing economic stability for families and thus distribute diapers to families through various channels; and WHEREAS, Through their important work of addressing diaper need, diaper banks play a critical role in supportingfamilies, improving infant health and wellbeing, and advancing our local and state economic growth. NOW, THEREFORE, I, Pam Haley, Mayor of the City of Spokane Valley, on behalf of the Spokane Valley City Council and the citizens of the City of Spokane Valley, do hereby proclaim the week of September 23 through September 29, 2024, as National Diaper Need Awareness Week in the City of Spokane Valley, and I encourage citizens to donate generously to diaper banks, diaper drives, and those organizations that distribute diapers to families in need, as we work to help alleviate Diaper Need in Spokane Valley and the community. Dated this 17th day of September 2024. Pam Haley, Mayor Spokan jValleym 'Prom matio11 City of Spokane Valley, Washington Constitution Week WHEREAS, The Constitution of the United States of America, the guardian of our liberties, embodies the principles of limited government in a Republic dedicated to rule by law; and WHEREAS, September 17, 2024, marks the two hundred thirty-seventh anniversary of the framing of the Constitution of the United States of America by the Constitutional Convention; and WHEREAS, It is fitting and proper to accord official recognition to this magnificent document and its memorable anniversary, and to the patriotic celebrations which will commemorate the occasion; and WHEREAS, Public Law 915 guarantees the issuing of a proclamation each year by the President of the United States ofAmerica designating September 17 through 23, as Constitution Week. NOW, THEREFORE, I, Pam Haley, Mayor of the City of Spokane Valley, on behalf of the Spokane Valley City Councilmembers, do hereby proclaim the week of September 17 through 23 as Constitution Week and I encourage all citizens to reaffirm the ideals the Framers of the Constitution had in 1787 by vigilantly protecting the freedoms guaranteed to us through this guardian of our liberties. Dated this 17'h day of September, 2024. - (�, kq_�, '�:> Pam Haley, Mayor PUBLIC COMMENT SIGN -IN SHEET SPOKANE VALLEY CITY COUNCIL MEETING Tuesday, September 17, 2024 6:00 p.m. GENERAL PUBLIC COMMENT OPPORTUNITY #1 Please sign up to speak for up to THREE minutes and the Mayor will afford the public the opportunity to speak. The public comment opportunity is limited to a maximum of 45 minutes. NAME PLEASE PRINT TOPIC YOU WILL SPEAK ABOUT YOUR CITY OF RESIDENCE �J c��'� NA01A)6 &n) Ci U A Cf/ 95 S(%KA/J A t IJAC� t� �G— Q 11� P5 `�if�l < O l �G i C��►'� G'l Please note that once information is entered on this form, it becomes a public record subject to public disclosure. PUBLIC COMMENT SIGN -IN SHEET SPOKANE VALLEY CITY COUNCIL MEETING Tuesday, September 17, 2024 6:00 p.m. GENERAL PUBLIC COMMENT OPPORTUNITY #2 Please sign up to speak for up to THREE minutes and the Mayor will afford the public the opportunity to speak. The public comment opportunity is limited to a maximum of 45 minutes. ►�_1 LEASE PRINT r TOPIC YOU WILL SPEAK ABOUT YOUR CITY OF RESIDENCE Please Mote that once information is entered on this form, it becomes a public record subject to public disclosure. Mard Patterson From: clovers.megaton0I@icloud.com Sent: Friday, September 13, 2024 4:18 PM To: Council Meeting Public Comment Subject: Al Merkel and his nextdoor account he refuses to link [EXTERNAL] This email originated outside the City of Spokane Valley. Always use caution when opening attachments or clicking links. Greetings Mayor and Council members, As a citizen of the City of Spokane Valley I have been shocked and very concerned with Mr. Merkel's conduct and his total disregard of the city's Governance Manual and the Federal and Washington State laws that apply to an elected official for their social media account. His failure to follow the "Open Records Act" and the "Public Records Request Act" la a liability the city can not afford. He claims he doesn't post city business on nextdoor and that is why it is not neccesry for him to link his social media account to PageFreezer. Apparently he has difficulty comprehending what city business is. He took the same training everyone else did and they got it. He has been a Council member for over 9 months. That investigation should have started a long time ago. After reading the investigation regarding his social media account it is clear he is a liability to the city and doesn't care what the cost is to the city's reputation or finances. There is no transparency on his nextdoor account because he is constantly editing and deleting some of his post and comments. There is no Freedom of Speech on his nextdoor account. If he doesn't like your comments he tells that person to mute him or ignore his post. That is censorship deciding who can and cannot comment on his post. Also comments that are critical of him get removed or the owner of that account is suspended for various lengths of time or permanently banned. Because of his flagrant disregard of not only city, state and federal laws governing an elected official's social media accounts and after reading the investigation report for his social media account I strongly recommend the harshest sanctions possible, to censure him or other stringent measures that can be used. It needs to be done as quickly as possible to show he is not above the law and he needs to receive the harshest punishment there is to have accountability for his flagrant disregard over and over again for request to follow the city's Governance Manual. Thank you John & Phyllis Packwood 12616 E. Skyview Avenue Spokane Valley, WA 99216 July 5, 2024 Jenny Nickerson Spokane Valley Administrator ATTN: Spokane Valley City Council To Whom It May Concern: We are writing in regard to a group home located at 12621 E. Skyview Avenue. This is owned by a private party who rents it to the State to offer in -home residential care for troubled male youth. Apparently, Spokane Valley has no law protecting homeowners from these group homes. We were never notified about this home nor did the administrators talk with any neighbors prior to opening. In the short time the group home has been open, there have been numerous police and ambulance visits. We later found out that this home provides care specifically for youth who are violent and have numerous previous offenses. Needless to say, it is very concerning to have them placed in the middle of a quiet, residential area. There is constant traffic with the group home employees coming and going all day and night. We live kitty corner to the group home and across the street from Darren and Regina Luedke-Horner who reside at 12615 E. Skyview Avenue. From the beginning of this group home, they have been consistently harassed by the youth and employees next door. They are loud, throw things over the fence, park in front of their driveway (even though they have been asked to not do so many times), and call them names when they see them. They have been in constant contact with the group home manager trying to resolve these issues. Instead, the manager hangs up on them and even had an attorney send Darren and Regina a letter accusing THEM of harassment! There have also been several times that the youth have smashed the windows of the residence. The last time it took the administrators over a month to replace the window. Once again, the police were at this home again yesterday. We also saw several of the young men deliberately walk across Darren and Regina's driveway even though they have been told over and over again to stay off their property. It is extremely frustrating to have no legal standing to get this code changed so that these homes with violent offenders are not situated in a residential area. We ask that you consider changing the Spokane Valley code. Please feel free to contact us in regard to this issue if you have any further question or suggestions. Thank you for your time regarding this matter. Sincerely, John & Phyllis Packwood PNW Helping Hands Inc. is in need of driven and motivated Residential Treatment Coaches! PNW Helping Hands is a behavioral rehabilitation provider for at -risk youth and is seeking individuals who want to make a difference! As a Residential Treatment Coach, you will be working directly with at -risk youth to provide structure, routine, and a supportive environment. Our Residential Treatment Coaches serve as mentors for the children to help them build self-worth and overcome past events and traumas. If you are looking for a rewarding career and to make a difference in the lives of children, please read on to see if you qualify as a potential candidate! We offer multiple positions including Morning, Swing, and Graveyard in both Part Time and Full Time (Must be able to work on weekends.) ;Nature of Work: We are dealing with youth who are potentially dangerous psychologically, emotionally, and dually diagnosed children with mental illnesses and/or trauma. BRS (Behavioral Rehabilitation Work) involves processing intakes and discharges; monitoring and documenting client behaviors and activities; participating and assisting with educational, social, and recreational activities; providing a safe and therapeutic environment; interacting in a warm compassionate manner; de- escalating, and restraining clients when necessary; promoting client achievement of treatment plan goals and objectives, all performed in accordance with established policies and procedures. siring Stipulation: The youth in our programs are in a vulnerable setting and often struggle with substance abuse and delinquent behaviors. Applicants must note, if they have a criminal charge that includes; drug charges, acts of violence, abuse or negligence, etc. depending on the severity and occurrence of the crime, they will most likely not pass the first round of federal background checks. If you are able to pass the first round of federal background checks, employment based on the crimes presented will be at the discretion of the company and the Department of Children, Youth, and Family Services. Essential Functions of Work: Monitoring the behavior and activities of each client; Reporting any concerns regarding the health, safety, or wellbeing of a client to the appropriate authority. You will serve as a positive role model; Utilizing approved behavior modification techniques to help clients learn desirable behaviors; Providing positive reinforcement and support to clients; Conducting and participating in basic life skills activities; Providing clients with training or assistance with basic daily living skills such as bathing, shaving, grooming, etc.; I -earning and using a level system to reward positive behavior; Assisting in the planning and implementation of individual treatment plans; Supporting client goals; Encouraging and assisting clients in achieving their goals; Processing admissions and discharges for voluntary and/or involuntary clients; Orienting the client to the facility; Explaining the rules, policies, and procedures; Completing required program documentation; Completing reports as required, daily, weekly, monthly, etc; Documenting service activity notes daily on client activities, behavior patterns, changes in behavior patterns, and medications; Reviewing and documenting shift report logs, shift logs, companion files, etc; Obtaining required program information; and taking inventory client's valuables. :administering Medications: Taking vitals; Counting control substance medications; Supervising self- administered medications; Conducting security/safety checks; Monitoring visitors/clients for contraband such as knives, razors, and belts; Conducting searches; Removing dangerous items; Performing and/or assisting with restraints; Utilizing infection control procedures when necessary. Team members may need to shop for supplies/clothing for clients; and assist with the preparation and dispensing of snacks and meals; Participate in meetings as required; Conversing with staff on the client's progress or lack of progress; Performing general office duties; Answering telephones; communicates with the public, police, DCFs, schools, hospitals, etc.; Linking clients to needed services; makes doctor appointments; files, types, copies; receives food shipments; order supplies, etc; Perform general cleaning responsibilities such as laundry, mopping, garbage removal, etc. Attends training /in -services as required. Controls verbally and/or physically abusive and aggressive clients and performs aggression control techniques; assists with restraints when necessary. Communicates effectively with suicidal, mentally, emotionally, and/or psychologically disturbed clients in person and over the Telephone to diffuse potentially life -threatening situations. Transport clients to other agencies, hospitals, homes, community activities, AA meetings, etc. Qualifications: 'trong communication skills, both written and verbal Ability to think quickly under pressure Must be 21 years or older Must be willing to undergo a state and federal background check Must have a high school diploma or equivalent Must have 1 year experience working with youth (not related to you) in a professional capacity Pre -Employment and Continuing Requirements: Must be able to turn in a driving record, TB test, food handler's card, and proof of active license status prior to hire Must be willing to be fingerprinted as part of your background check Must have and maintain a current driver's license, current insurance, and a venicie Must be willing to attend any necessary training, such as CPR, Bloodborne Pathogens, etc. Salary: $20.00 per hour Benefits: 401(k) Dental insurance Flexible schedule Health insurance Life insurance Paid time off Retirement plan Vision insurance 1.0 Bad Overall Experience onr-jer Employee} Novem er 3 Management was the biggest problem. The benefits are terrible. You're on -call constantly because they can't retain staff, they don't pay enough to justify working there, but people stick around because of the kids. There is blatant favoritism of staff, no o, er-•y !.ttie discipline for repeat offenders, and tney don't actually care about the safety of the kids or quality provided. The state pays a lot for the children to be cared for, but money seems to be spent more on parties for upper management and lining the owners pockets. The atmosphere is Incestuous, management is rude and beuttling, and no one is I;ing to ansvwer' questions. The hours are inflexible, long, and you don't always have enough staff to keep you in legal ratio. You are expected to do more than your job description entails, and to volunteer your time and work off the clock. They don't want the staff to be friends outside of work, management plays the blame game constantly, and there is little to no confidential*ty when you go to them with problems. This just scratches the surface - I would not recommend the company to anyone. x Cons Benefits, Hours, Training 'v% as this n_v,ev: helpful' Yes 11 No 1 FN Report T Share 1.0 This company is poorly run just a bunch of drama people enjoy gossiping and don't work as a team Residential I reatment Coach (Former Employee) �)pokane 'valley, 'AA January 24, 2020 Don't work here find something better they don't pay enough for all the duties you do. It's like pulling teeth to get a day off. They cut your hours to nothing if you need a schedule change and expect you to work overtime. When you refuse to work extra hours they cut your hours as a way to punish their employees. A lot of the staff are horrible to the foster kids. There is no room for change and growth with this company as they don't value their employees. Was this review helpful? Yes No PM Report T Share 1 °~~ Management � --- 1ndepeociel it|n n iq Luurhw (Former SpokoncVu|bKVV4 August 9.2Cn9 Management does not follow policy or procedures. Upper management ignores problems at the program. Management blames rninirnUm wage employees for their decisions. No ability to grow with the company. I'vianagen-ient and upper management Eire friends and party together. Concerns are not listened to. Nms(his 'c,ie,helpful" p�Hc�� o� Yes 8 No G . ^^ 1.0 nothing good Staff (Former Employee) - Spokanc, WA - June 15, 2020 �• ._ it �, ,. Terrible company only reason owner gives raises is because state mad him. If you call in sick your in trouble. if you try and take a vacation god luck. Owner grew to fasst for the money. If the State made surprise inspections they would be shut down. Instead they tell them when there coming so they can get ready and things look so good. hey state dont tell them just show up ✓ Pros none x Cons everything Was this review helpful? Yes 3 No 2 � Report T Share 1.0 Sketchy It's just a sketchy company in a lot of ways. And vvhert You r"e working with at risk kids vr"ou just do not want to v,,ork v/ith a company- that is sketch- . House parents never know if they \vIll actually get to go i some at the end of their shift or not because they can't just leave if tney don't nave a replacement and replacements often don't show up. Kids do riot know/ if they vvill be getting enough groceries during the week or proper supervision and they push back more because of that. Program managers seem to be crazy overv,iorked. Management seems to be tryinc;, but then also seem to break their promises all tree time. I vvorked for I ielping Bands for almost six months and stayed because I loved clot of the kids, but eventually I had to find a better job that paid better and didn't run my life. Also their Covild safety is just none existent_ They placed me in homes with Covid positive kids without notifying me ahead of time. If you're looking to make a difference look at better companies and non -profits. Yes 7 P]o i � Report T Share 1.C) Do not WorK there F fr or rr,r �� lo',��') ;nr :': CI rs 40. 2 3 k/lanagement doesn't care about you as a uvorker. They want warm bodies-. You don't even have to be qualified. They teH you that you do, they don't check references or previous jobs Got tired of going hands on by myself, because the coworker is not qualified, doesn't want to do it, or does not know what to do even after being trained. ✓ Pros NJa X Cons Too many to mention. t2c�ort T �harc Yes 4 N0 1 1.0 Tiring ilay 29, 202-3 Management is over worked_ They are aivvays having to do last minute shifts. r,lanagement gets burnt out fast and the are unable to give the kids the proper care they need. Programs are underfunded, [,Aore goes in to the office then the actual programs the'�,Ids give in. No PTO. Can never take days off as there is never enough staff to cover. Admin micro manages, retaliates against staff and managers when they don't get their ti,,,ay. Pay does not equal the amount of hours you are forced to work if YOU are management. if you are a supervisor or rr,anager don't plan on having a fancily you will never see them. This can be a physical job, but make sure you don't get hurt because even if you are on L&I they ,vill schedule you during your appointments for physical -nerapy. They don't care it you are injured they just ,/ant bodies in the program. x Cons No breaks, forced overtime, micro managed. PTO is trash, over worked Report U Share 2.0 Not worth the pay UC'�Cr„ �cr ?�, c(J[_ Indeed Featured review t he most useful revie,,v selected by° Indeed l`Aon,tor the saftey of clients. Help them learn skiff's to better ft-Inction in the ,,fiord to they become adults. Help coach them on proper behavior and hygeine, etc. Pros Casual clothing, in horne environrrient, most clients are great and sometimes feel they are taking in what staff is suggesting to heCp them. x Cons Benefits suck, management dont really care nor listen to staff, clients are aggressive, staff get hurt often but staff is to not fight back cIS � Ir_, ht-,I�,4ji , Yes NO 1 Fe P�Cport U Share 2.0 Lacking Administration Emprpycel p� Inc, ,.t- January 3, 1021 I worked at Helping t lands as a Program Manager There is very little training involved regarding the leadership role and administrative responsibilities. With COVIU-19, the Rig1ht Response training tivas lacking and most staff felt ill equipped to perform these skills. PTO accumulated immediately for Program Managers but the going rate for the PTO v,,as a joke. PM's have an on call schedule where you'll likely be the Primary On -Call PM for'.3' Programs for an entire week (somet+mes two weeks in a row). You're not only on call for behaviors, but staffing as wrell. I he ratio is 1:3, but they expect PM's to be able to complete all the administrative tasks while 1 RTC manages all kids. i stayed as long as 1 did because of the kids. ✓ Pros Resilient Kids, Being Employed x Cons No Breaks, On Call Schedule, No Flexibility, Poor Admin Yes No (IiIIIIIII Report Share 1.0 Helpful expression but lots of damage to my body in the process. Residential I reatment poach (Former Employee) - Auburn. % NIA - July 27, 2023 What is the best part of working at the company? The kids, great job if your fresh out of college. What is the most stressful part about working at the company? Not enough staff and support. What is the work environment and culture like at the company? Dangerous, toxic, and very unsafe for staff and kids. What is a typical day like for you at the company:' Working short staffed and having to pull an 16+ hour shift. Watching 5 problematic kids by yourself with help. Restraining them alone! Was this revreov helpf ul' Yes 1 No 1 �111111 Report T Share 1.0 Don't work here yai .� ; ,F (F orr cr Eml) oveej - s�,�o`r �nr v'a11�>. w ;arch i �v�_ � This place has the opportunity to be something great but the lack of support tears it apart. if a client is being aggressive and hits staff. Superv,sors ask ,vny staff didn't move away. The purpose of supervisors and program managers is to be supportive and that sn't something that ,vas actually nappening. l�s an employee I shadowed three shitts and was often asked why I didn't do something a certain way. The supervisor stated they didn't want to micromanage but didn't like not knowing what was going on. The way clients are treated isn't fair. This place is a joke. ✓ Pros None x Cons No breaks. no support, having to stay late. ,1. , ._ =iOI. Yes 7 Ho } P Report T share 1.t) Choose a different job (i ormer Er,,plo{cc) They may pay veil but it isn't worth it. Clients have no respect, staff is nice but very backhanded. Management has no connection w th staff and will ignore calls. ✓ Pros Nothing x Cons Mandatory OT, no calling out, must wait 1 year before requesting time off, management doesn't talk to you, training is very minimal and limited, unfair treatment of clients by sending them to bed at 730 v,,hen they haven't been good, lots of pointless driving, 16 hour shifts shifts closing then another 16 hours opening, they work employees to death. Ycs 4 N0 2 FIN PeCort T -Share 1°0 Management --' Program Mann (Fo,mo,Emp!oyc:) Spokane. VVA August 26,Zo1s This company is ran by a bunch of friends who are clueless. They are have no idea how bad they make the work culture and it they did they wouldn't care. The burr) Out is high due to their inability to manage a decent schedule. They are Linder the impression that everyone lives to work. They will hire anyone and are blind to anything that anyone does unless n-larlagen-)ent has to work, Upper management will not work to save their lives, yours or the kids they support". This company only cares about their rrioney and Lis long as You don't create a problem they will let you do whatever you want. Management and staff gossip is the high supreme ruler and promotions are based on an inability to function as a nort-nal human. They hire friends first for n-lanagen-lent as if that is not a disaster waiting to happen. They have absolutely no protocols that offer safety tostaff and clients and nobuilt insupport for burn out oroverwork. They will work you to death and if you have any reason what so ever to need time off good luck. You can work 60 hours a week and be dead and still be told that you have to make up the hours, They require overtime and you can bet your job if you make liR n-iad. Management Is required to be on call 24//. They are the worst place I have ever worked and I have a lot of experience with this field. Great placeto work if you are all about the drarnaand want tomove our ofYour house and live with abunch ofkids that have nn rules and act like bunch ofwild, unruly kids who treat you like their maid. am warning you now if you are so desperate for a job that you take this, boundaries. Have them, ifyou don't get them, ifyou are afraid D{)NOT be. Trust rnethis isthe most important thing you can do for yourself. I did not take this nearly as serious and now I am suffering the consequences. - less Vv'a,this, ovwvhelpful I �� Ac�� 1� Share Ycs Zj No B . ^� 2°0 Hard to help and sustain a f u8l time position here | ^--Gfoup HrnLounsc\n,(+n,mc'Employcc) i akc,xzod, Vv4 November 4.zole Atfirst g|ancestart ingnny| /neyt0he|patriskteenssoundedexciting.Afterav/eek| determined that the challenges toreally helping toennpom/e/teens inthis company was going to be nearly impossible with out a leadership positions. Unfortunate y the peop e who held these positions, oversaw staffing for the hor-rie- I only enjoyed getting to know the teens and providing nnentorshipvvhen\con. �1111 RYes No eport 13 Share 1.0 Poor management and very very poor communication Hesident coadi/careqtver (former Employee) - I acofna, WA - Nuvernber 19,2019 Was fun working with the boys very poor communication between staff and managemt not enough action taken when I-Ulev,, weren't followed the boys needed more attention like talking to them and just seeing how their day went ENjs this rcvlcuv helpfuP yes 7 Pilo 4 rN Report LTj Share 1.0 Company with great intent with no structure or support | --' | ProvmuS Employee Vo,n^crEmp|ovcc' \weuc/nWash/nquon December 1s\z01y I -lead the warnings. You will come and fall in love with working with the kids but there is a genuine reason they have Such low ratings. Each prograrn has the potential to be one of the best BIRS programs in the state but only goes so far clUe to a lack of Support in Spokane, which is their main hUb and the constant reason for the poor overall company standing. They have adirect HAgeneralist niennberthat is rude, disrespectful and passive - aggressive (ironic). They continue to ignore this and it results in Pushing team members away each time with no consequence. You would think that the behavioral kids are the hardest part ofthe job butsodk/they are wonderful and often become casualties to this company They receive continuous pointers and concerns from direct staff, but ignore them and leave the direct care tearns, managers, and supervisors feeling hopeless and defeated. This often shifts the focus from caring for kids, into politics, resulting in multiple mass walkouts and large turn around rates. This also does not seemtobeaconcern for them. Their team care and benefits are also not anything to be desired. They will offer you the lowest pay (regardless of any degrees, experience, or certifications you have) in any company offering the same work. Your benefits aren-iiniMUM and only supervisors and uPreceiveanypaidtirneoftNohea|thaUow'ancespnogrornso/rnenta|heo|th support/care packages. There are also no real continued education attempts or incentives. The only certifications or Investments they make are the ones required by the state, There is a Director on the Western Washington side (Parkland, Auburn) area that is really the only team member worth working for. Genuinely cares, works hard and was always Overall if yourpassion iskids, look elsewhere because these guys will have you believe you won't find better without acknowledging they would rather hire son-ieone else to replace you than address any of real concerns within this Company. - less Vlas this review hc|cJu|/ Fe AcYes 10 No 4 pm T Share ~N �� lF��^� ��K��K��/ ^�� so disrespectful "°=° This company ` ^''—' Rehab ,If otmcntcooch(|o'mcrEmployee) Auburn.vV;\ Jonuory].Z0ZD r* fr �-,, * ThisconnVanyissodisnesoectfu|HRdmesnotcareaboutyourcnncernsespeciUyvvhen managers are best f riends. If a manager does something wrong it gets swept under the rug. They are so rude to staff. The houses are discusting. This is a level 2 facility and there was level 5 kids in them. If your property gel's sri-)ashed they dont like to fix it. The cops do not like to show up because there is nothing they can do when a child is Linder age. Managers are the biggest goa{pers Vy"I:this nviewhc|cdu|I Yes 6 No 4 ?ft Report /k Sborc 1~,~ Speechless ��ech8ess xcodc,unln,atmcnAccmchUnrroc,Employee) Aobu---- ,", January O.2O2O I worked for this cornpany for two years, the beginning was the worst with corrupt management stealing from the group homes and ignoring the Youth and staff. Finally new management arrived and corporate made it impossible for anyone to do what's in the best interest of the children. [hristnnaso12O19present were donated frorna company and weeks after they were taken away from the kids and forced to return everything they received including vvarrn jackets and winter clothing. | tried staying as long as I could for the sake of the Children but higher Lip is so beyond corrupt that I had to leave and I just hope something is done for the sake of the children. �Vas ffinI-Cxnwfie !pfuy yWpcport IT, Share 1.0 No support ——|,cvtmcn\Coach (For'ncrt:mp|oycc) �)2ok�ine,`�A, March 2.20ZU The administration and managers can have more backing of line staff. There's needs to bearevamp ofthe program rules and procedures because line staff are not cared for in the ways they should, There needs tobeachange. This isatough job! ugsthis ovievhc|pfuP Yes 5 NO 2 yUxcpom 13 Sham 2.0 Very Hostile Environment Residential f reatment Coah (Former Employee) - Spokane. WA - October 11, 2 020 *�lrtx�xc? I previously worked for PNW Helping Hands. I quit because of the lack of safety and animosity from clients. There were definitely days that I enjoyed working with the kids. However, there is an absence of professionalism and support within the work environment. Also, the kids can be both physically and verbally abusive. It can certainty take a toll on you. Also, the teenage boys are very sexist towards the female_ Irregardless, I did learn a lot about the mental health field. If I could go back in time, I would focus more on building an amiable relationship with the kids. ✓ Pros You get a generous amount of hours X Cons The job can be dangerous and emotionally draining. Was this review helpful? Yes 10 No 3 FU Report T Share 1°�� t^0N�off -No advancement ~� '' U��_ -'—^Pcfugee Kc,'dcnua!Ire o`III cn/(ion-lie ,Empioycc) Spokonc/VIA October Z5,2O2O A typical day at work lacks support from management and insults from clients. Working in this field, you need to be able to let it roll off your shoulders, but it is too Much when there are no consequences, and when there are, they may last only a day until management comes back iDand lifts it. Management doesn't take you seriously, you are dispensable and they make that clear. No time off Until you've worked there a year, you have to trade shifts but you may be asked to work 6-7 d iys a week and if not they ri-lay ask you to work doubles so trading shifts isn't always an option either it you need to go out of town. When I would turn down shifts I would feel like I was in trouble as if it were my job to ri-iake sure shifts were filied because they are constantly Understaffed. Refugee is not valued the same as BRS which is very Unfortunate because working in Ref Ligee is extremely emotionally exhausting but YOU will only make m1niMUM wage compared to BRS' $16/hr entry level with the same job requirements. No point in asking for equal pay you won't get it. Heads up there is this thing called a Stay Interview over the phone, it feels like a trap because they ask you questions about how you feel you are doing and if you bring up any concerns and they go to your prociram rT)anaqer, be prepared. I was told to quit multiple times and had a mental breakdown at work because I participated in this and told the truth and got introuble bynnyprogram manager. X Cons No breaks Unless YOU smoke, No breaks Unless YOU are in ratio and can step outside for a few. 'VVasth/sov/cmhc|p(u|) Va Report �t 5tiare Yes 4 No 2 1.0 Poor Management Residential I reatment Coach (Former'Employee) - Spokane, WA - December 13, 202 Management is highly focused on appearances - each program manager wants their program to "look good" before upper management and they do not take a client - centered approach. Behavioral interventions / treatment for clients was minimal. Clients were often unhappy about the program. Work is not delegated evenly among staff, If you are a hard worker, you may eventually feel taken advantage of. Management might lead you to believe that taking on more challenges can further your career - it does not. It is extremely difficult to get time off. PTO does not begin to accumulate until after one full year with the program. There is very high turnover among staff and those who remain have to fill in the gaps. There is an entire department for quality improvement of the programs - they do not take considerations from staff seriously and did not implement any suggested changes in the year I was with the company. Some of the clients and staff are great. I stayed as long as I did for the sake of the clients. Clients would often tell me that they felt like I was the only staff who cared about them. Was this review helpful? Yes 6 No 3 PU Report T Share "^~~ '-_Structure --- Residential |reatmcn/Worker (Current limployc:)Spokane,VVA May 6.ZO7l Some managers don't apply the structure of the program so in return is not helping the clients achieve their goals. HR doesn't actually care about your problems. Was this, review helpful? pA Report t Share 1 0 Overworked and overwhelmed —'—' mc<Fonnc,Employcd Spokane Valley, vvA January8.20Z'2 No a good place to work you will work 300 hours when your only supposed to have 173 a month. You will have to work everything cause upper management won't help SO YOU will be picking up everything this job will beyour life V,iasthis: viewhc|Pfu|! �* Report �t Yes 11 No I j Share �� `��K�th��ne =�^~~ --_'___ - _ _- --- p n (Former Employee) 'Ijzokanc)wA Apv|n.zozZ You'll be worked to the bone. That'silt. They do not care about you as a person. They do riot care if you do not want to work your tenth sl-lift in a row. On call is unreasonable, line staff dowhat they can but have rn\Uima| training sOahigh turnover (ate, it's8 high stress mbso|otsofca||oMsondexpectingyoutocoverntherpe8p|e'sshiftsbutnoonee|se ever wants to cover those shifts. ��-,; th`s re,hc|Fdui� re Report T Share 3.0 Cons outweigh the Pros Residential I reatment Supervisor (Former Employee) - Spokane, WA - January 26, 2016 rtk# '? I loved the job itself because it felt great helping others. The downside is even though you are helping others you still are doing a job and taking care of either yourself or a family and this company is just getting started so even though they do try and pay a fair salary it's still considered low for that field. Also, the children can be hard to manage due to that fact they are very pron to violent outburst making it a risky job field. ✓ Pros Amazing coworkers x Cons Pay, Hours Was this review helpful? Yes 12 No 7 FM Report T Share 1.0 Worst place to work. reatment coach (Current Employee) - Spokane, WA - October 19, 2017 *t**** One of the worst place I've ever worked at. Not enough training and you're thrown into violent and stressful situations. Not worth barely minimum wage to be attacked. ✓ Pros The kids x Cons Everything else Was this review helpful? Yes 17 No 9 FM Report T Share 1.0 Review ......... *c`idcoua||,cntmcntCoach (|orm(2,Emp|oycc) %wu October za'zun During a typical day at work you will be watching over the clients and helping thern through their treatment. You will learn a lot about behavioral modification, right response, and how to deescalate clients. The program Managers and Supervisors are great. Administration is very I -lard to work with. Very unorganized and they don't listen to their staff s concerns. The hardest part of the job is working with Administration and the scheduling/ hours. It's enjoyable to help the kids and to work alongside of the other staff. Pros Benefits, Program Managers and Supervisors, the Kids x Cons Schedualing, Hours, Organization, Pay, Adn-iinistration V,/ys th/,,c,ie~ hdpfu|l yft ReYes 2 No 1 port �t Share 2..0 Youth Kids got away with alot ofthings'even ernp|oye/s-Also not to mention manager said many things when highenedand Never happened. Some rough days fiiiIIII Report T. Share 1.0 Not Worth It I reatment Coach (Former Employee) - Spokane, WA - February 22, 2018 �s7fx�4 Terrible company and environment to work. Very shady. Majorly unorganized and not enough employees. Not surprising though because administration is horrible and staff only hear negative things about people going into their office. HR is very passive Aggressive and rude. No care for employees as a person. Never looking back. It's sad because some of the kids are great and can have potential. Some of them Helping Hands should not have accepted into the program they are way to dangerous and aggressive. ✓ Pros Eating with kids (when enough food), kids, co-workers x Cons No breaks, violent behaviors, poor management, sketchy business, pay, hours, called on day off to come in Was this review helpful? Yes 21 No 11 FM Report T Share °� �� ^��^k�� K�x�Sit`��K� "°~° Draining ' _, � This job WaSjUst not for me. I was not provided the cor rect support from t he program, nor were they worried about the well-being of their staff. This is a position for someone who has the emotional and mental stabJitytodeal with BHSyouth. thiSnamwhc|p(u|� PO Report T Share ~� �� u�� z�K�U ��k��-r��K�K��|n�t "°~� '_'° stressful Prograrr --- Su (Former Employee) facorna/WA xp'i|u6,2u1G Low pay, very stressful env ironment a rid I it t I e to no support frorn management and they are very unprofessional The management is very unprofessional, always putting down everyone, cursing and / / |'tie pay, | 1114110 \.! 1 /no U i ^1 ' ng no support, very v'Pros relaxed dress X Cons stress, notime for self care Was this review hdpfo|, y*HYes 13 No 12 cpom LT) Share � �� Former ' --- utie Staff (Former Employee) ��vy� �anuvrysU.xU�9 The off ice personnel do not care about any one but thernselves. If somthing happens Your on your own. They take forever to get you cleared, and then the kids end up being stuck cAthe house all day. wa,Oh^ovx^vhdv|uP y� gc�� ShareYc� �1 No `3 ' `� ~� �� lF�^K��l�a`ce ~�.~~ Think '' ' | --- *ccidcnt�a||,ca,mcmCoaco(i-o'mc,Employee) Washington State i-cbru^w6'2O)9 This company will hire anyone and everyone to work with their at -risk youth. The management is, for the most part, terrible. They are only worried about appearance of clients, and money. Workplace culture is extremely toxic; gossip reigns Supreme! A large majority of the staff are unprofessional, have extremely poor boundaries with the clients, and not held accountable. This company had good roots, but it's a mess. The staff are, for the ri-iost part, terrible. Wa,,|his,cvawhc|pfu|/ Yes 1S No 13 fft Report I) Shure ~�°,�� poor kids ��s ...... 4|Risk Youth Life [oach(Former Employee) Parkland, WA April 25.2Ol9 The youth run the house-, certain kids get away with everything while the others do not- staffsafetyisnctaprioritynor|»teachingrheyoungnnenondboyshovvtonespec1 adults and others. HIPPA is not followed as much as it Should be. staff gossip and pick on ��[h[�hp[�ndlhp Uth �V�|| VV|W u||W U|� yVuQ|. / breaks are not given. staff are told tobring food which the Youth sometimes try to sneak/ steal or eat whats left over after they eat. if you smoke cigarettes this would be a great way tohelp quit since you dunot get any breaks not even after ablow out. HR is barley any help and has a lot of run around with lack of corrimunications through out whole company. if You are trying to help better these kids this is not the job for You. feel bad for a few of the Youth they are put in this situation and have to hear staff complain and talk about each other, kids will know staff don't like each other before the staff do. no breaks, very hostile place Was thi�review hdpfu|/ Yes 11 No 12 ra ucm* �l Share 1.0 Terrible I reatment Coach (Former Employee) - Spokane Valley, WA - June 6, 2019 ir'G� Y? i7 tr The pay sucks, Coworker gossip is always going on. Managers and supervisors talking trash behind staff's back. Never willing to give you time off. They always make you make up your hours even though line staff aren't salary, If we miss a shift we dont get paid for it, it's simple as that. Office is ok but seem to come off as pretty self absorbed and all about themselves. Hours are awful and constantly being asked to work on days off. The kids should also be a priority but all they're seen as is another dollar sign for the company. Communication is completely gone into the garbage at some of the programs. I would never allow a friend of mine to work in this place - Pros Good house staff chemistry x Cons No breaks, Toxic work environment, Pay is Terrible, Paid only once a month, Being abused physically and emotionally daily Was this review helpful? Yes 11 No 8 rN Report T Share �� ^��K��^��^U� "°~~ Disrespect top Qc�uhoun|/rcotmcniCoach (Current Lmploycc p" �okoc. VvA June 25,2019 Terrible place to work. Supposed to be therapeutic but the Program Managers and Team Leads constantly break the therapeutic system to make it easier when they are on shift, This �� f+ � the |� � k � �u� holing m� ��VV0]UA�OuuA��DOmVD[��O�u/P�U��.�VV/0J[�//A��.`.�|Up//�.|i..��/m rehabilitation. It makes this a child/yOUth housing agency out of Lis instead of a genuine therapeutic program. Upper management turns away from this constant issue and only cares about their paychecks. Employees are chewed up and spit out like a conveyor belt. Line staff schedules are designed in a way that does riot allow time with family when it vvVu|d beeasy toimplement orotadnn schedule that Would give family time toall employees. ./Pros FreeSuper high deductible benefits Management disrespect frorn the very top down. ��,�hi�ov.00hc|pyu|� ?ft Hcpnu T Share