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Visibility, especially during time of shelterinplace and during this pandemic. We have taken staff within other units within h. R. We have five different areas that i mentioned and five different Business Units in h. R. We assigned them and put them in our return to work so we can provide better visibility and Better Customer Service to our employees. It was interesting to note that from march to october, during the covid19 shelterinplace, really intense period, they return to work team has respond to over 9000 emails from march to october. In october alone, have responded to 425 calls. For fy 19 and and 20 they responded to 5500. Thats is a staff of six people who done that. Its interesting, i heard lot about staffing and you mention that one of the things was the shortage in staffing. There has been and the team has been dedicated to make sure to try to provide enh ....
Morning and case number 19123, fulton v. The city of philadelphia. Ms. Windham. Mr. Chief justice, and may it please the court. The courts below made a simple error. They failed to understand where Employment Division versus smith controls and what doesnt. Smith doesnt control when the government uses a system of individualized exemptions or when it makes other exceptions that undermined its rules or when it changes the rules to prohibit a religious practice. Philadelphia made all three of those errors here. The city still cant identify a neutral, generally applicable attempts. Fter six it now acknowledges its decisions are subjective and individualized. Yet the courts below still applied smith. Even set Smith Wouldve be a dead letter if petitioners prevail. That. That demonstrates the confusion and instability smith has caused. Respondents, rather than defend smith, aske ....
Finalized theres a process and theres a lot of things already baked into provide checks and balances. Moving down, we also have from a more kind of Performance Management framework struck youre, we have our competency model which ive mh370 to and i believe even jenny rice has come to this commission to talk more about the competency model and its basically a Performance Management framework that shows to every employee what success in the job, in their job, looks like. Its also a way for them to understand, how can i progress in my career. Then you can see what kind of competencies may be required for jobs that you are interested in. And so, we are developing this framework and its currently underway and been underway since want to say 2014. Through out our organization and that is such an important thing to show people what success looks like so discipline is ....
Okay. So, madam secretary, can you call the next item. Clerk yes. Item 4 is board of directors new and or old business. Im not aware of any, and directors would indicate if they had something at this point. I see no hands. All right. Shall we call your next item . Yes, please. Clerk all right. Item 5 is the executive directors report. Good morning, directors. First, i would like to update you on our continued efforts to reopen during the continuing covid19 health crisis. As you probably know [inaudible] with the most uptodate information. The city has advised that informing people that properly Wearing Masks can make a significant difference. We have ample signage, we make regular announcements, and we have trained all staff to communicate this. Compliance for mask wearing throughout the Transit Center has been very good result. Enhanced cleaning protocol remains in place. In ....