►
Description
Docket 0296 - Hearing regarding Biannual review of the Boston Employment Commission and Boston Residents Job Policy
A
Boston.Gov
and
will
be
made
a
part
of
the
record
and
available
to
all
counselors
hearing
is
on
docket
0296
order
for
a
hearing
regarding
the
bi-annual
review
of
the
boston,
employment,
commission
and
boston
jobs,
residency
policy
we
are
joined
by
the
following
panelists
panel:
one
is
andre
lima,
deputy
director
of
supplier,
diversity,
slash
brjp
unit,
christopher
brown,
manager
of
the
boston
jobs,
residency
policy,
jc
cole,
burton
of
the
the
boston
employment
commission,
charlie
cofield
of
the
boston
employment
commission
and
panel
to
our
advocates,
angela
williams,
mitchell
of
the
boston
jobs
coalition,
renee
dozier
from
ibe
w
103
and
garcia
jones
roxbury
community
organizer.
A
I
will
just
also
note
that
we
are
going
to
move
things
along
and
we're
going
to
be
really
tight
on
time
and
I'm
going
to
just
give
an
opportunity
to
the
lead
sponsors
to
open
up
with
welcome
remarks
and
then
hand
it
over
to
my
colleagues,
and
you
could
incorporate
your
own
opening
remarks
and
questions
at
that
time.
So
we're
going
to
kick
things
off
with
the
lead
sponsor
counselor
louisian.
Now
you
have
the
floor.
B
Awesome,
thank
you
councillor,
mejia,
for
chairing
this
hearing.
I
also
want
to
thank
members
of
the
administration
and
the
boston,
employment
commission
and
advocates
who
are
here
to
give
testimony.
I
you
know
we
are.
We
filed
this
hearing
as
part
of
the
biennial
review
of
the
boston
resident's
job
policy,
which
is
the
you
know.
The
city
council
has
been
mandated
to
review
to
make
sure
we
are
complying
and
living
up
to
the
promise
of
the
boston
residence
job
policy.
B
We
wouldn't
be
here
without
the
likes
of
chuck
turner,
who
really
spearheaded
this
effort
to
make
sure
that
people
in
our
city,
black
folks,
women,
boston
residents,
could
share
in
the
prosperity
of
a
very
wealthy
city
when
we
are
talking
about
construction
jobs
and
we've
seen
the
boston
residents,
job
policy
evolve
in
2017
and
we've
seen
some
progress,
but
we
there
are
continued
challenges
in
ensuring
that
that
residence
here.
B
That
people
of
color
are
able
to
work
on
these
very
lucrative
jobs
and
you
know,
have
family
sustaining
careers,
and
so
I'm
really
excited
about
the
folks
who
are
here
today
the
the
outlook
that
the
sponsors
of
this
are
myself:
tanya,
fernandez,
anderson
and
brian
rorrell,
all
three
new
city
councilors-
and
I
think
this
is
an
important
opportunity
for
us
to
really
learn
about
where
the
city
is
with
the
boston,
residence
job
policy.
B
You
know
the
current
requirement
under
the
ba
br
jp
city,
funded
projects
and
private
construction,
jobs
of
50
000
square
feet
or
more
are
required
to
have
a
workforce.
That's
at
least
40
people
of
color,
12
women
and
51
boston
resident.
B
We
know
that
there's
been
progress
on
some
of
those
numbers
and
some
of
those
numbers
are
more
challenging
to
me
and
that
in
2021
a
gbh
news
study
found
that
of
the
150
projects
in
boston
in
the
last
five
years,
less
than
a
third
met
racial
equity
goals
and
then
met
the
goals
for
women
and
three
and
three
projects
met
the
goals
for
city
city
residents.
So
there's
a
lot
of
work
to
do,
but
I'm
really,
I
take
everything
as
an
opportunity.
B
We
have
a
new
administration,
we
have
city
councils
really
rooted
in
the
work
of
equity
and
making
sure
that
our
residents,
who
have
been
historically
excluded,
especially
black
folks
from
these
projects
and
from
the
shared
prosperity
of
the
city,
can
really
buy
in,
and
so
you
know
we
take
this
as
an
opportunity
to
really
see
where
we
can
lean
in
and
do
the
work
of
getting
more
people
on
these
jobs
of
getting
more
people
into
the
trades
of
improving
madison
park
and
and
improving
job
training
opportunities.
So
I'm
really
excited.
B
We
have
people
on
this
panel
who
have
been
in
this
game
and
at
this
work
for
a
long
time,
so
I'm
excited
to
learn
from
you
all
and
see
what
we
can
do
and
how
we
can
actually
make
these
biannual
reporting
how
we
can
make
it
meaningful
and
how
we
can
have
attainable
goal
setting.
So
I
want
to
thank
everyone
for
being
here
and
excited
for
the
conversation.
A
A
A
so
if
you
don't
get
through
your
entire
presentation
during
your
time
know
that
there
will
be
an
opportunity
for
you
to
add
during
the
question
and
answer
portion
of
it
and
in
the
spirit
of
trying
to
keeping
things
along,
I'm
going
to
move
over
now
to
counselor.
You
now
have
the
floor.
D
Thank
you,
madam
chair,
and
thank
you
to
my
co-sponsors,
counselor
louis
jen
and
councillor
anderson
and
thank
you
to
the
panel
and
for
the
advocates.
That's
doing
this
great
work.
The
black
and
brown
economic
empowerment
agenda
is
my
number
one
priority
and
focus
on
focusing
on
creating
systems
that
are
producing
economic
mobility
for
black
and
brown
communities.
Centered
around
data
accountability,
engagement
and
collaboration
is
how
I
believe
we
get
there.
The
structures
we
create
needs
to
produce
equitable
results
that
we
are
defining,
and
that's
here
in
this
ordinance
to
no
surprise.
D
My
community
needs
these
good,
paying
jobs.
The
jobs
at
these
construction
sites
are
great,
paying
jobs
with
benefits
that
equip
individuals
with
skills
that
they
can
take
anywhere.
I
would
also
like
to
know
that
it's
not
just
enough
to
have
a
diverse
work
workforce.
There
are
instances
where
black
and
brown
workers
make
it
on
the
job
site
are
given
the
lowest
paid
jobs.
D
According
to
a
report
in
the
new
york
times,
there
is
a
stark
difference
in
jobs
that
whites
and
people
of
color
people
of
color
get
workers
of
color
in
2020
did
70
of
the
work.
Removing
asbestos
where
the
mandated
mandated
base
was
way
separate
projects
like
that
at
the
like,
like
the
city
hall,
renovation,
is
usually
around
forty
dollars
an
hour.
By
contrast,
workers
of
colors
only
got
22
percent
of
the
plumber
hours,
which,
which
paid
around
60
an
hour.
D
I'm
looking
forward
to
having
a
conversation
around
increasing
the
diversity
in
our
unit
unions
and
what
penalties
we
can
enact
on
contractors
that
are
non-compliant
increasing
resources
to
the
boston,
employment,
commission
and
learning
from
those
unions
that
have
diversified
and
from
union
members
that
have
successfully
gone
through
the
apprenticeship
apprenticeship
program.
This
will
help
us
understand
what
supports
processes
and
outreach
needs
to
be
done
in
order
to
reach
the
goal
of
having
more
bostonians
and
more
black
and
brown
communities
benefiting
from
the
development
of
our
city.
Thank
you.
A
Thank
you,
council,
rural,
I'm
council
tonight,
tonya
fernandez
anderson.
You
now
have
before
thank.
E
You,
madam
chair,
and
thank
you
to
my
co-sponsors,
casual
legion
and
council
morel,
welcome
everybody.
I'm
so
excited
about
this
hearing
order
and
looking
forward
to
speaking
with
you.
Thank
you
to
the
administration
partners
who
have
been
doing
this
work,
and
hopefully
we
can
start
talking
about
exactly
how
to
partner
with
the
council.
E
I
have
to
thank
miss
dorothea
jones,
miss
angela
williams,
as
well
for
the
oversight
committee
that
in
the
work,
mr
and
all
of
the
members
for
the
oversight
committee
who've
been
doing
this
work
for
years
and
just
I
have
to
say
that
the
data
looks
extremely
concerning
and
again
looking
forward
to
learning
about
why
that
is
and
exactly
how
we
can
do
that
to
remedy
that
situation.
Thank
you
so
much
and
let's
do
the
work.
A
Thank
you
so
much.
I'm
gonna
turn
the
conversation
now
over
to
the
panel
and
we'll
start
by
hearing
first
from
the
administration
presentations
from
the
administration
and
the
boston
employment
commission,
followed
by
questions
from
our
council
colleagues,
and
we
will
then
hear
testimony
from
our
second
panel,
followed
by
questions
we'll
close
out
the
public
testimony.
A
I
asked
that
our
panelists
please
keep
their
remarks
to
no
more
than
five
minutes
and
you
will
be
timed,
as
we
have
a
large
number
of
people
speaking
here
today
and
we're
trying
to
keep
the
conversation
moving.
So
I
will
start
off
with
andre
lima,
the
deputy
director
of
supplier
and
diversity
and
for
the
brjp
unit.
You
now
have
the
floor.
F
Thank
you,
counselor,
I'm
having
a
little
bit
of
trouble
sharing
my
screen.
We
prepared
some
slides.
I
don't
know
if
chris
or
anyone
else
has
those
that
might
be
able
to
share
on
the
sort
of
like
on
the
on
the
council
side,
I'm
just
having
a
little
bit
of
trouble
doing
it
from
my
computer.
A
A
F
That
that
thank
you
so
much
so
I'll
just
say
slide
when
when
we
can
move
to
the
next
slide,
I
really
appreciate
that
the
help
great
so
my
name
is
andrei
lima.
I
am
the
deputy
director
of
the
city's
supplier,
diversity
program
and
the
boston
residence
jobs
policy
office.
I'm
joined
by
christopher
brown,
who's,
the
brjp
manager
before
we
dive
into
some
of
the
project
data.
F
I
kind
of
wanted
to
give
a
brief
overview
of
the
ordinance
itself,
although
counselor
louis
jean
has
actually
already
provided
a
really
great
summary
of
that.
So
I'll
try
to
move
through
this
pretty
quickly.
We
can
move
to
the
next
slide.
F
Great
so
again,
just
a
brief
history
in
1983
the
original
ordinance
was
approved
and
which
set
employment
standards
for
boston
residents,
people
of
color
and
women,
construction
workers,
the
original
ordinance
applied
to
private
development
projects
over
a
hundred
thousand
square
feet
and
any
public
projects
those
projects
have
to
had
to
meet
the
following
employment
standards.
F
F
In
1985,
the
ordinance
was
extended
by
executive
order
and
then
on
january
25th
2017,
the
ordinance
was
amended
and
new
employment
standards
were
set
so
for
the
ordinance
that
we
are
now
working
off
of
private
development
projects
over
50
000
square
feet
in
any
public
development
projects
must
meet
a
new
set
of
employment
standards,
which
are
fifty
one
percent
of
total
work
hours
going
to
boston
residents,
forty
percent
to
people
of
color
and
twelve
percent
to
women
and
additionally,
the
new
ordinance
sets
goals
for
apprentices.
F
So
where
apprenticeship
programs
are
in
place,
the
share
of
apprentices
on
a
project
should
mirror
those
employment
standards.
51
40
12.-
and
I
think
it's
worth
noting
here.
We
use
this
term
total
work
hours.
The
unit
measurement
for
performance
on
brjp
projects
is
actually
hours
worked
by
boston
residents,
people
of
color
and
women.
That's
just
a
point
of
clarification
to
give
the
council
a
sense
of
how
we
actually
like
track
track
the
performance
of
contractors
on
brjp
projects,
so
we
can
move
forward.
One
slide.
F
Additionally,
the
updated
ordinance
established
seven
compliance
measures
that
contractors
must
perform.
These
are
attending
pre-construction
meetings,
providing
weekly
certified
payrolls,
that's
the
the
vehicle
through
which
we
collect
those
work
hours
so
that
we
can
judge
performance
against
the
employment
standards
attending
corrective
action
meetings
appearing
at
beck
hearings.
When
requested
providing
communications
and
confirmations
to
construction
monitors
who
are
monitoring
the
projects
providing
referrals
to
the
jobs
bank,
we
will
get
into
the
jobs
a
little
bit
later
and
verifying
boston
residents
who
are
working
on
on
monitored
projects
as
boston
residents.
F
I
wanted
to
take
a
moment
to
pause
here
just
because,
just
to
clarify
that,
with
respect
to
compliance
with
the
ordinance,
we're
actually
talking
about
a
contractor's
compliance
or
non-compliance
with
these
seven
compliance
measures
and
not
and
not
achievement
of
the
51
40
12
percent
employment
goals,
so
practically
speaking,
that
does
mean
that
there
may
be
contractors
who
are
below
the
employment
standards.
So
for
a
given
project,
that's
monitored
by
brjp.
F
A
contractor
might
not
be
achieving
that
51
40
12
demographic
split,
but
if
they
are
meeting
these
seven
compliance
requirements,
they
are
technically
in
compliance
with
the
ordinance
and
that
that
that's
that's
sort
of
one
of
the
nuances
of
this
ordinance
that
I
just
wanted
to
call
out
before
continuing.
So.
At
this
point,
I'm
going
to
hand
it
over
to
christopher
brown
who's
going
to
take
us
through
the
actual
project
data
for
the
past
six
or
so
months
since
our
last
biannual
hearing.
So
we
can
move
forward.
G
All
right,
excellent,
thank
you,
andre,
so
I'm
just
going
to
jump
right
into
the
numbers.
These
percentages
are
from
the
last
six
months,
and
so
what
you're
looking
at
now
is
you're.
Looking
at
all
the
projects
that
were
active
from
october
2021
up
until
march
of
22.,
we
had
97
total
projects
within
that
period
of
time.
27
of
those
projects
were
developmental
impacted
projects,
those
are
the
private
projects
and
in
general
those
are
like
the
skyscrapers
right
in
the
seaport
area.
G
Those
projects
are,
you
know,
over
a
hundred
thousand
square
feet.
We
had
70
city
of
boston
projects,
those
are
the
public
projects
and
those
are
the
projects
that
receive
some
type
of
funding,
either
in
full
or
partially.
So
we
had
seven,
you
see
all
the
different
line
departments
that
we
have
for
public
projects.
We
have
public
facilities
department,
that's
that
deals
with
city
buildings
we
had
18.
Then
we
have
parks
that
you
know
relates
to
city
parks.
G
We
have
six
projects,
public
works
that
would
be
sidewalks
and
streets
so
forth,
and
so
on.
We
had
13.
and
the
department
of
neighborhood
development
line
department.
We
had
33
projects
and
those
are
like
the
housing
projects
that
you,
you
know
you
see
within
the
neighborhoods.
So
then
you
have
a
breakdown
of
private
projects.
Those
are
the
projects
that
are
over
hundred
thousand
square
feet
in
general
each
year,
the
private
projects,
because
they're
so
big
they
log
in
most
hours.
G
As
you
can
see,
with
this
last
six
month
period,
we
had
2
million
hours,
2
million
600
hours,
and
you
know
they
came
in
at
24
residents,
34
people's
color
and
8
female.
Then
the
public
projects,
their
hours
are,
you
know,
as
a
as
a
whole
are
lower
and
the
percentage
of
30
percent
boston,
reset
48
people
of
color
and
seven
percent
female.
G
So
when
you
add
the
private
and
public
projects
together,
you're
going
to
get
the
total
and
we
had
over
3
million
hours
within
this
last
six
month
period
and
the
grand
total
of
all
projects
is
the
numbers
26
26
boston
rather
than
37
people
of
color
and
eight
percent
female
and
I'm
happy
to
say
that's
the
first
time
that
we
really
meet
that
met
that
eight
percent
mark
the
numbers
in
the
women
category
has
been
going
up,
especially
within
I
would
say
the
last.
G
You
know
seven
to
ten
years,
so
the
women
numbers
are
really
going
up.
Can
we
go
to
the
next
slide?
Please?
G
So
those
are
all
different
neighborhoods,
I'm
not
gonna.
You
know
go
through
each
one
of
them,
but
you
can
take
a
look
where
all
the
projects
reside
down
at
the
bottom.
You
see
you
have
various
locations.
G
Those
are
typically
the
public
works
projects,
so
you
might
have
a
public
works
in
sidewalks
and
streets
that
you
know
the
contract
might
contain
projects
that
you
know
on
different
streets
so
that
that's
why
they
would
be
classified
as
various
locations
next
slide.
Please,
and
so
what
you
have
here.
These
are
the
770
public
projects
that
were
active
that
I
spoke
about
earlier,
and
this
is
the
breakdown
by
line
department,
the
neighborhood
development.
G
Again,
that's
the
housing
over
four
hundred
thousand
hours,
thirty
four
percent
resident
fifty
one
percent
of
people
of
color
six
percent
female.
They
have
parks,
neighborhood
parks,
24,
000
hours,
37,
47
cents,
the
city
buildings,
public
facilities,
174
000
hours,
19,
resident
41
people
of
color,
eight
percent
female.
Then
you
have
the
public
works,
that's
the
street,
sidewalks
etcetera,
sixteen
thousand
dollars,
thirty
percent
resident
thirty
nine
percent
people
of
color,
eight
percent
female.
F
Yeah,
I
I
can
take
it
from
here.
Thank
you,
chris.
So
the
other
important
part
of
the
brjp
office's
work
is
pipeline
development,
that
is,
that
happens
primarily
through
our
jobs
bank
and
our
wonderful
jobs
bank
coordinator,
janine
mclaren.
The
purpose
of
the
job
jobs
bank
is
quite
straightforward.
F
It's
to
connect
trades
people
who
are
available
to
perform
work
with
opportunities
on
construction
sites
in
the
city
of
boston,
that's
achieved
through
a
variety
of
means,
one
of
which
is,
you
know,
one-on-one
consultation
with
the
jobs
bank
coordinator
herself
and
then
through
in
community
events.
We
had
a
construction
opportunity,
fair
recently
that
I
wanted
to
just
highlight
on
april
7th
of
this
year,
for
this
particular
opportunity.
F
Fair,
we
actually
featured
a
contractor,
so
demio
construction
was
on
site
and
again,
the
purpose
of
the
event
was
to
connect
available
trades
people
with
opportunities
on
vimeo
construction
projects.
We
held
the
event
at
work,
two
headquarters
in
nubian
square.
There
were
about
80
people
in
attendance
with
you
know
many
partners
in
attendance
as
well.
We
can
move
to
the
next
slide.
F
F
If
we
move
forward
one
more
slide,
I
wanted
to
call
out
that
we've
made
some
changes
to
the
way
that
the
jobs
bank
works
recently,
one
of
which
is
sort
of
approaching
this
in
a
in
a
in
a
way
that
we
think
will
give
us
a
little
bit
more
reach.
F
F
So
that's
just
a
quick
snapshot
of
the
jobs
bank
and
if
we
move
forward
one
slide,
I
think
the
last
piece
of
the
presentation
is
just
a
quick
update
from
the
boston
employment
commission,
but
I
of
course,
will
we'll
you
know
hand
it
over
to
commissioner
burton
who
can
give
sort
of
a
more
in-depth
update,
but
I
did
want
to
mention
after
we
move
forward.
One
slide.
F
That,
in
november
of
2021,
the
boston
employment
commission
adopted
a
sanctions
policy.
The
sanctions
policy
doesn't
create
the
enforcement
mechanism
of
the
boston
employment
commission.
Rather
it
sort
of
lays
out
procedurally
how
sanctions
or
fines
are
levied.
F
So
it
lays
out
the
process
whereby
the
boston
employment
commission
can
receive
a
formal
recommendation
that
a
contractor
be
sanctioned
for
non-compliance
and
then
the
process
whereby
the
commission
considers
the
merits
of
the
recommendation
and
then
determines
the
final
amount
of
the
fine
pursuant
to
limits
that
are
actually
set
in
the
ordinance
itself
in
terms
of
the
scale
of
the
fine.
So
that
policy
was
adopted
last
fall,
as
I
mentioned
in
november,
and
I
just
wanted
to.
F
I
wanted
to
mention
that,
because
I
think
our
biannual
our
second
biannual
hearing
of
last
year
happened,
I
think,
before
this
sanctions
policy
was
adopted.
Although
I
think
in
that
hearing
we
did,
you
know,
offer
an
update
about
the
the
upcoming
vote
on
the
sanctions
policy.
So
I
just
wanted
to
follow
up
there
and
I
think
that
that's
all
of
our
slides.
So
I'm
happy
to
hand
it
over
to
commissioner
burton.
G
F
H
H
That
policy
was
expanded
to
include
women,
that
it
was
expanded
to
re
to
be
redefined
as
people
of
color.
Then
it
was
also
expanded
to
have
just
a
nuance,
where
there's
a
way
that
you
can
just
comply
by
providing
people
that
live
in
boston
and
they
do
not
have
to
be
women
or
people
of
color.
But
we
cannot
forget
by
which
we
first
started.
H
It
is
these
underserved
communities
that
are
at
the
core
of
our
human
suffering
here
in
boston,
and
there
are
opportunities
that
our
trade
contractors
that
our
partners
that
our
subcontractors
have,
that
our
unions
have
to
be
able
to
make
a
difference
here
in
the
city.
As
you
know,
year
after
year,
we
missed
the
mark
and
we
missed
the
mark,
not
necessarily
because
we
are
not
trying.
We
missed
the
mark
because
there's
not
necessarily
an
intentionality
across
the
board
with
all
of
our
partners
that
are
required
to
do
this
work.
H
I
have
27
years
of
construction
experience,
most
of
which
is
outside
of
this
marketplace,
and
what
I
do
bring
is
a
pathway
of
being
able
to
look
at
things
differently,
being
able
to
provide
recommendations
and
strategies
that
will
help
to
increase
our
numbers,
as
the
commonwealth
starts
to
expand
on
additional
goals
that
it
has
set
forth
to
decarbonize
the
city.
We
too
have
to
make
sure
that
we
are
including
people
of
color
and
women
in
our
boston
residents
in
all
the
strategies
and
projects
that
will
be
coming
about
in
the
massachusetts
2050
decarbonization
plan.
H
The
city
has
made
some
huge
changes
in
its
office
of
economic
development
and
inclusion,
and
my
role
here
as
shares
to
make
sure
that
the
data
keeps
moving
in
the
right
direction.
H
And
lastly,
it's
by
the
general
community.
We
need
a
seat.
Not
only
do
we
need
a
seat,
we
have
earned
it
and
it's
our
goal
to
make
sure
that
we
can
make
to
have
all
comply
with
that,
as
we've
heard
earlier,
that
there's
a
chance
to,
for
the
first
time
to
really
look
at
sanctions
and
how
to
penalize
companies
that
are
not
missed
that
are
not
meeting
the
mark.
H
The
sanctions
are
administrative,
in
most
part,
administrative
as
andre
alluded
to
earlier,
and
so
we,
this
year,
are
embarking
on
a
new
opportunity
to
see
how
we
can
to
apply
sanctions
to
those
that
are
missing,
not
only
that
that
are
missing
either
the
administrative
marks
or
the
compliance
marks
for
for
workforce.
H
At
the
same
time,
we're
tightening
our
ropes
on
sanctions
we're
seeing
a
little
bit
of
a
movement
upfront
with
contractors,
and
our
carpenters
in
our
in
our
unions,
we're
seeing
that
contractors
are
taking
us
seriously
and
they
are
now
starting
to
develop
their
own
pipeline
of
opportunities
in
creating
what
you
heard
a
little
bit
from
with
works
2,
which
is
a
kind
of
a
construction
resource
center.
H
There
are
also
other
organizations
that
are
a
front
that
are
trying
to
get
catalyzed
and
help
black
and
brown
construction
companies
scale
largely
we're
seeing
a
change
because
we
are
starting
to
track
data.
One
of
our
mo
important
partners,
as
you
know,
are
the
unions
and
there's
been
a
great
example
at
the
carpenters
union
and
with
the
under
its
leadership,
are
tracking
the
women
participation
on
project
there's
an
entire
subset
of
programs.
The
carpenters
union
has
just
for
women
in
construction
and
we
applaud
both
these
efforts.
H
These
are
efforts
that
we
know
will
make
a
transformational
change
and
that
will
change
the
tide
of
what
we
have
here
and
we
not
don't
need
a
tie
to
be
changed
tomorrow,
but
we
need
to
make
sure
that
these
the
projects
in
all
projects,
all
contractors
and
subcontractors
and
our
trade
partners
can
start
to
make
have
make
implementation
to
start
to
catalyze
the
implementation
for
change
today.
A
I
Thank
you
and
good
morning,
and
I
I
do
appreciate
the
opportunity
to
to
come
before
you
this
morning,
jc
thank
you
so
much
and
to
all
of
our
city
councilors.
We
appreciate
your
efforts
just
to
talk
briefly
about
some
of
our
challenges.
First
of
all,
let's,
let's
make
it
perfectly
clear
that
this
is
not
union
versus
non-union.
I
This
is
about
who's
playing,
fair
and
who's,
not
and
about
accountability
for
all
the
boston,
residency
job
policy
is
a
it's
a
wonderful
component
here
in
the
city
of
boston
to
hold
people
accountable,
but
the
boston
residency
numbers
have
fallen
short
where
we
used
to
be
absolutely
not,
but
we're
definitely
not
where
we
want
to
be,
and
the
part
of
the
issue
today
that
I
see
with
the
boston
residency
numbers
being
not
being
met
installing
out
somewhere
around
30
to
35
percent,
comes
from
workers
being
brought
in
from
outside
the
city.
I
That's
why
our
minority
numbers
are
being
met
and
our
boston
residency
numbers
are
low
and
there's
no
nothing
against
any
other
ethnic
group
ever,
but
african
americans
are
being
excluded
from
these
jobs
and
bringing
in
workers
from
outside
the
city.
That's
how
I
see
it,
that's
what
I'm
looking
at
out
on
the
job
sites
etc,
and
we
really
need
to
be
very
intentional
about
talking
about
african
americans
that
live
here
in
the
city
getting
on
to
some
of
these
jobs.
I
Now
we're
doing
a
a
much
better
job
here
in
my
organization,
the
north
atlantic
states,
regional
council
of
carpenters
and
other
trades,
but
this
is
not
just
about
union
trades
people.
This
is
about
other
jobs
that
are
not
being
talked
about
in
this
city,
and
these
numbers
not
being
met
the
stalling
out
at
the
30
to
35,
maybe
37
percent
boston
residents
should
definitely
be
coming
up.
I
The
women
numbers
are
great
as
they're
climbing,
but
definitely
not
where,
where
we're
hoping
that
they
would
be
at
this
time,
especially
with
the
pipeline
of
women
that
we
have
available
and
the
pipeline
of
workers
as
a
whole
within
the
unions.
I
know
the
contractors
are
saying
that
we
don't
have
the
pipeline
of
people,
carpenters,
union,
local
327.
We
have
over
200
on
the
bench
which
brings
us
to
most
of
those
200
on
the
bench
residents
and
minorities
within
the
city
of
boston.
I
We've
got
to
do
better.
These
jobs
down
at
the
seaport
need
to
be
held
better
accountable
for
who
works
on
these
jobs.
The
boston
residents
and
minorities
should
not
just
be
pushed
into
some
of
these
jobs
that
are
in
in
the
roxbury
dorchester
area.
We
want
to
go
down
on
the
seaport
as
well,
so
we
need
to
make
changes
in
those
areas
and
the
level
of
accountability
needs
to
increase.
I
Now
the
the
fine
and
sanction
process
within
the
city
of
boston
seems
like
there
are
some
glitches
in
there
with
legal
and
the
fear
of
being
sued.
If
we,
if
we
start
handing
out
fines
and
sanctions,
I
think
the
we
need
to
take
a
better
look
at
taking
a
look
at
rewriting
this
whole
ordinance
and
holding
another
level
of
accountability.
All
the
way
around.
I
I
can,
I
can
say
more,
but
I
know
my
time
is
limited.
I'd
love
to
be
involved
in
any
conversations
that
are
being
had.
That
is
my
testimony.
Thank
you,
ruth
rutzi,
for
making
sure
that
I
was
a
part
of
this
conversation.
A
Great
thank
you.
Thank
you.
So
much
charlie,
I'm
gonna
now
move
over
to
my
council
colleagues
for
questions.
I'm
gonna
start
off
with
the
lead
sponsor
counselor
illusion.
You
now
have
the
floor
and
I'm
going
to
set
the
timer
for
five
minutes.
B
A
A
Priscilla
good
to
see
you,
as
always,
you
not
have
the
floor.
K
I'm
sorry,
are
you
talking
to
me?
Yes,
my
love
you,
okay,
good
morning.
First
of
all,
I
am.
I
am
no
longer
a
commissioner,
so
that
yeah
I'm
no
longer
a
commissioner
at
this
time,
but
thank
you
good
morning,
city
councillors.
K
I
want
to
thank
you
for
having
this
hearing
and
I
want
to
thank
you,
counselor
rootsy,
for
inviting
me
to
testify
today.
My
name
is
priscilla
flint
banks.
I
am
the
president
and
ceo
of
flint
and
associates
co-founder
of
the
black
economic
justice
institute,
bg
beckma,
the
black
boston,
kovic
19
coalition,
louisville
carter
planned
the
commission,
the
marcus
anthony
hall
educational
institute,
I'm
a
licensed
minister,
a
broadcast
at
boston,
praise,
radio
and
tv
and
a
published
author.
I
am
a
retired
employee
of
the
city
of
boston.
K
I
ran
the
payroll
in
general
service
department
for
almost
20
years
and
retired
in
2010
after
being
discriminated
by
my
supervisor,
I'm
here
today
to
testify
about
the
non-compliance
of
the
bljp.
As
members
of
the
boston
jobs
coalition.
We
work
with
the
late
chuck
turner
to
strengthen
the
bijp,
so
it
could
be
enforced.
K
We
work
with
the
former
administration
and
creating
the
good
jobs
standards,
the
new
bijp
ordinance
in
this
bi-annual
meeting.
I
am
very
disappointed
with
the
non-compliance
of
this
ordinance
that
has
been
on
the
books
since
1983.,
for
you
new
city
councils,
who
may
not
know
me
or
the
work
I
have
done.
I
have
been
an
advocate
and
activist
for
a
long
time
trying
to
make
sure
boston
residents.
People
of
color
and
females
are
on
these
projects.
K
I'm
sorry,
I
just
lost
my
place,
I'm
sorry
with
all
the
construction
that
is
going
on
in
this
city.
There's,
no
reason
why
these
developers
and
contractors
are
not
in
compliance.
I
led
many
protests
in
boston,
attended
many
beck
meetings
for
years
before
I
was
appointed
to
the
commission
by
former
mayor
kim
jamie.
K
I
do
not
believe
that
the
ordinance
cannot
be
enforced
where
there
is
a
will.
There
is
a
way
the
unions
play
a
part
in
this
problem
as
well.
The
unions
will
not
come
forward
to
let
us
know
how
many
people
of
color
boston
residents
and
females
they
have.
Yet
we
don't
see
many
people
who
look
like
me
in
the
unions.
K
K
K
K
A
few
months
ago
the
bec
voted
on
appliance
sanctions,
but
I'm
not
sure
if
any
sanctions
have
been
applied,
because
I
resigned
in
december
because
the
best
really
does
not
have
any
power.
It
is
frustrating
to
attend
meetings
every
month
and
continue
to
hear
the
same
old,
sorry
excuses
from
the
developers
and
the
contractors.
K
K
A
B
You
and
thank
you
to
everyone
who
has
come,
who
came
responded
to
our
emails.
I
want
to
thank
the
administration
for
being
here
and
really
setting
the
tone.
It
sounds
like
I
just
want
to
shout
out
and
chris's.
Chris
brown's
presentation
really
is
showing
how
some
of
the
numbers
have
improved,
but
that
there's
still
a
a
long
way
to
go.
I
guess
my
first
question
would
be
andre.
You
aligned
you
outlined
that
the
seven
compliance
targets
are
what
the
fines
are
tied
to
right.
B
The
fines
aren't
tied
to
whether
you
have
41
percent
people
of
color,
50
boston,
residency,
12
woman,
but
we
haven't
been
finding
anyone.
My
question
is
whether
the
seven
targets,
the
seven
compliance
targets,
whether
they're
too
easy.
If,
if
developers
and
contractors
have
been
meeting
them
and
we
haven't
find
anyone,
should
we
be
doing
something
surrounding
those
compliance
targets
to
make
or
should
we
should?
We
tie
them
closer
to
the
the
targets.
If
we
want
to
be
able
to
like
to
find
people.
F
I
think
that
you
know
in
so
far
as
these
seven
compliance
targets
are,
for
the
most
part,
purely
administrative.
I
do
think
that
there
could
be
compliance
targets
that
hew
closer
to
the
intent
of
the
ordinance.
Exactly
what
those
would
look
like
to
ensure
that
you
know
the
enforcement
of
the
sanctions
is,
is
legal
and
possible
and
defensible?
I'm
not.
F
I
can't
say
right
now
what
those
would
be,
but
I
I
would
agree
that
these
compliance
targets
are,
I
don't
know
if
easy
is
the
right
word,
but
they
are
certainly
within
reach,
given
that
they
are
administrative
in
nature,
almost
entirely
administrative
and-
and
you
know
attendance-based,
some
of
them
are
for
attending
pre-construction
meetings
back
hearing
so
on
and
so
forth.
So,
yes,
I
would
agree.
B
An
administrative
in
nature
and
oftentimes
that
tends
to
disadvantage
smaller
contractors
and
developers,
who
also
tend
to
be
black
and
brown
so
like
we.
We
want
to
be
careful
about
that
right.
F
B
And
the
legality,
I
I
do
understand
the
concern
there
regarding
the
legality
of
the
targets,
but
I
do.
I
think
that
we
can
do
a
better
job
of
data
collection
to
to
be
able
to
to
show
that
we
need
to
have
the
the
fines
targeted
closer
to
the
to
the
goals
of
the
ordinance,
but
even
with
that,
even
with
the
administrative
fines
that
that
are
permissible
under
the
ordinance,
we're
not
finding
people
who
don't,
who
aren't
even
complying
with
the
administrative
goals.
B
So
can
you
explain
why
we
haven't
been
fighting
folks
and
then,
even
after
you
know
the
enactment
of
the
sanctions
policy?
Have
we
find
anyone
since
then,
and
I
and
I
did
see
your
answers
and
the
answers
are
no,
we
haven't
find
anyone
prior
and
we
haven't
found
anyone
since.
But
my
question
is:
why
why
why
not.
F
I
think
there
are
a
few
reasons
and-
and
I
can
I'll
start-
and
I
can
pass
this
over
to
chris-
if
he
has
anything
to
add-
I
mean
I
think
one
one
reason
is
because
the
procedural
elements
of
the
sanctions
policy,
which
lay
out
sort
of
what
needs
to
happen
between
the
point
at
which
a
subcontractor
is
in
a
state
of
non-compliance,
whether
that's
for
missing
a
pre-construction
meeting
or
for
not
submitting
weekly
payroll.
F
The
process
from
getting
of
getting
from
there
to
an
actual
determination
of
a
of
a
fine
in
its
amount
by
the
by
the
commission,
is
a
fairly
new
set
of
procedures.
I
think
it
takes
time
for
a
commission
or
a
body
like
this
to
exercise
those
new
muscles
to
a
certain
extent,
and
again
it
does
require
that
a
construction
monitor
bring
a
recommendation
of
sanctions
to
to
the
boston
employment
commission.
F
I
will
say
that
there
were
several
several
recommendations
made
at
the
end
of
last
year,
just
as
the
sanctions
policy
was
adopted
for
instances
of
non-compliance
that
occurred
in
the
summer
of
2021,
and
we
determined
that,
because
the
power,
the
sanctioning
power,
can't
apply
retroactively
that
we
wouldn't
sanction,
or
the
commission
determined
that
they
wouldn't
sanction
for
that
particular
offense.
F
But
I
do
think
that
we
are
at
a
point
now,
where
should
a
should
a
monitor,
bring
forward
a
a
recommendation
for
a
sanction
that
we
would
be
in
a
position
to
to
move
forward
potentially
slowly
because
again,
it's
the
first
time
we've
exercised
this
power,
but
I
do
think
we
are
in
a
position
to
do
that.
F
Another
another
sort
of
another
sort
of
tension
with
sanctions
that
I
want
to
bring
up
is
that
the
the
the
policy,
the
ordinance
is
a
little
bit
interesting
in
that
the
the
non
the
the
sort
of
instances
of
non-compliance
will
occur
at
the
level
of
a
of
a
subcontractor
for
the
most
part.
So,
for
example,
if
a
subcontractor
fails
to
submit
their
weekly
payroll,
that
constitutes
an
instance
of
non-compliance.
F
Although
the
fine
that
the
commission
ultimately
votes
on
moving
forward
with
or
not
will
apply
to
the
prime
contractor
as
opposed
to
the
subcontractor,
however,
one
of
those
seven
compliance
efforts
is
attending
corrective
action
meetings.
So
there
is
an
incentive,
particularly
for
smaller
subcontractors,
whose
non-compliance
is
potentially
a
not
so
much
a
factor
of
their
being
not
committed
to
meeting
the
goals
of
the
ordinance,
but
rather
a
lack
of
capacity,
potentially
maybe
they're,
a
smaller
contractor
that
doesn't
have
back
office
staff
and
so
they're
consistently
missing,
weekly
payroll
submissions.
F
There
is,
you
know,
an
incentive
and
part
of
the
role
of
a
construction
monitor
is
to
try
and
assist
that
subcontractor
in
becoming
compliant.
So
there
is
a
little
bit
of
attention
there,
which
is
that,
where
possible,
we
do
want
to
help
particularly
smaller
subcontractors
be
compliant
as
opposed
to
non-compliant
before
we
move
forward
to
a
point
where
we
are
sanctioning
or
or
finding
so
that
that
does
represent
a
little
bit
of
attention
like,
I
think
you
know
the
the
spirit
of
the
of
the
the
sanctions
policy
and
the
compliance
measures.
F
Is
that
like
where
we
can
bring
a
subcontractor
into
a
state
of
compliance,
we
will
will
push
to
do
so
and
that's
one
of
the
reasons
we
have
construction
monitors.
I
don't
know
if
that
fully
answered
your
question
counselor
illusion,
but
I'm
also
happy
to
pass
it
over
to
christopher
to
provide
anything
that
I
missed.
A
Andre
thank
you
for
for
co-hosting
and
co-facilitating
alongside
me,
but
I
just
wanted
to
just
note
that
our
time
is
up
for
the
five
minutes
and.
A
On
the
second
round,
yeah
we're
gonna
have
a
series
of
other
questions
so,
but
I
will,
in
the
sake
of
just
kind
of
chris,
if
there's
anything
that
you
want
to
just
chime
in,
so
that
we
can
wrap
up.
This
particular
section,
then,
by
all
means,
do
so.
G
G
There
is
a
legality
part
of
it,
and
one
of
the
things
that
we
did
see
in
the
past
is
a
lot
of
the
contractors
and
workers
at
this
ordinance
were
was
put
together
to
support
when
we
did
look
at
potential
fun.
You
know
the
fines
of
contractors,
a
lot
of
those
ended
up
being
black
and
brown
companies,
and
one
of
the
reasons
is
because
when
you
have
these
larger
companies,
they
have
back
office
staff,
you
look
at
the
turners
and
and
jmas
the
suffix.
All
they
have
back
office
staff.
G
They
can
come
to
the
meetings
they
can
keep
up
with
the
paperwork.
The
man
with
with
the
truck
he's
out
on
the
job
site.
So-
and
you
know
the
paperwork
part,
it
might
be
a
challenge
to
them,
but
we're
ready
to
bring
the
majority
companies
the.
G
Companies
we
we
get
it
we've
heard
it
from
the
community.
We
we
know
that
the
fines
you
know
the
community
wants
the
funds
to
take
place,
we're
ready
to
bring
those
projects
forth
and
proceed
with
the
finding
process.
A
H
I
just
wanted
to
add
one
more.
Thank
you
counselor.
I
appreciate
it.
I
just
want
to
add
one
more
component,
which
is
what
mr
brown
was
saying
is
that
sometimes
we
have
found
that
the
black
and
brown
companies
are
under-resourced,
and
so
in
in
administering
sanctions.
We
want
to
be
certain
that
we
are
not
penalizing
those
that
had
less
resources
to
do.
The
work,
that's
needed
and
documentation
should
not
necessarily
be
the
only
pathway.
H
The
important
documentation
is
the
notion
that
the
resident
is
verifying
payroll,
so
we
can
verify
the
wages
to
be
paid
and
then
also
verify
that
the
physical
location
by
which
people
live.
So
those
are
the
two
components
that
we're
still
trying
to
make
sure
we're
working
through.
We
did
have
a
whole
host
of
firms
that
we
wanted
to
or
subcontractors
we
want
to
make
sure
that
we
could
find,
and
that
would
happen
the
way
that
andre
described
it.
H
The
subcontractors
are
the
ones
that
are
at
fault,
the
ones
that
are
implying
the
workforce,
but
the
contractors
are
the
ones
that
have
the
the
financial
instrument
and
the
relationship
with
the
city
that
would
that
would
hold
the
fine.
So
we
are
certainly
planning
on
moving
forward
and
looking
and
looking
forward
to
being
sure
that
we
can
provide
both
the
carrot
and
the
stick
and
the
stick
is
one,
and
we
think
that
we
should
we'll
be
changing
both
hearts
and
minds.
Around
inclusion
on
construction
projects.
A
Thank
you
jc
for
that.
I'm
gonna
now
move
on
to
counselor
morrell.
You
have
the
floor
and
five
minutes.
D
Awesome.
Thank
you,
madam
chair.
Mr
lima,
can
you
tell
me
if
there's
data
around,
because,
as
I
mentioned
before,
it's
one
thing
getting
them
on
the
site,
but
it's
also
the
other
thing
to
make
sure
that
we're
being
paid
the
same
on
these
sites.
Is
there
any
data
around
wages
on
your
graph?
You
showed
hours
of
work.
Do
you
have
any
information
on
how
much
you
know,
people
of
color
have
been
getting
paid,
how
much
women
have
been
getting
paid
on
those
projects.
G
Right
so
some
of
our
projects
are
what
we
call
prevailing
wage
projects,
so
we
do
track
wages
and
that,
I
would
say,
that's
you
know,
probably
20
percent
of
the
projects
they
send
in
the
dollar
amount
that
workers
being
paid,
but
like
the
larger
projects
like
the
the
projects
like
the
profit
projects,
we
don't
track
the
wages
of
of
those
workers
they're
not
required
to
submit.
You
know
the
dollar
amount
that
the
workers
are
being
paid.
D
All
right
is
that
something
that
you
think
we
can
you
know
collect
or
because
I
would
like
to
make
sure
that
you
know
wages
are
equitable
across
the
board
for
each
sub.
Each
group.
G
Right,
so
that's
something
I
would
have
to
check
with
that
would
be
a
larger
data
request
that
I
would
have
to
check
with
the
I.t
department
to
see
whether
they
can
you
know,
put
those
numbers
together
and
get
back
to
you.
But
I
see.
A
K
Okay,
so
there
is
a
there
has
been
problems
with
wages.
I
remember
when
tropical
foods
was
built
and
tropical
foods
and
madison
park
cdc,
put
in
their
rfp,
that
they
were
going
to
pay
workers
50
an
hour
construction
workers
and
they
wind
up
paying
them
11
to
15,
and
that's
why
we
came
up
with
the
good
job
standards
and
we
had
to
fight
for
it
and
it
just
does
not.
You
know
the
these
laws.
This
ordinance
is
just
doesn't
make
to
me
the
paperwork.
K
K
So
I
mean,
if
they're,
paying
people
construction
workers
eleven
dollars
an
hour.
While
the
union
people
are
getting
fifty
and
sixty
dollars
an
hour,
that's
a
problem.
They
paid
the
people
that
were
building
the
parking
lot
sixty
dollars
an
hour
because
it
was
it
was
union,
and
so
the
whole
thing
needs
to
be
looked
at
and
restructured
and
and
and
did
done,
did
do
something
different.
D
I
see
mr
colfield
has
his
hands
raised
as
well.
I
don't
know
if
you
wanted
to
answer
the
question.
I
Yes,
absolutely
so
so
the
you
know,
the
unions
are
always
being
held
accountable
for
wages.
We
have
set
wages
and
the
other
the
other
construction
that's
going
on
in
the
city
is
just
completely
and
totally
overlooked.
As
far
as
being
held
accountable
for
consistent
pay
rates,
we
have.
I
We
have
records
here
with
our
research
team
that
can
show
the
inconsistency
with
wages
on
a
lot
of
the
non-union
sites,
and
when
I,
when
I
first
started
my
prior
answer,
that
this
is
not
about
union
non-union,
it's
about
who's,
playing,
fair
and
who's,
not
the
underground
economy
in
this
city
is
out
of
control.
I
Nobody
wants
to
take
a
look
at
it.
The
city
of
boston
has
jobs
going
on
in
this
city,
with
the
city
of
boston
signs
on
the
lawn,
where
they
have
no
boston
residents
where
people
are
being
exploited,
payroll,
fraud,
tax
fraud-
there
are
a
number
of
things
going
on
here
that
are
totally
being
overlooked
in
the
unions
are
low-hanging
fruit,
so
you
beat
up
on
us
all
the
time,
instead
of
looking
at
some
of
the
more
serious
problems
where
people
haven't
been
paid
for
weeks.
A
Thank
you
concert
I
just
want
to
let
you
know
if
you
want
to
ask
one
more
question,
you're
more
than
welcome
to
do
so.
I
also
just
want
to
acknowledge
that
we've
also
been
joined
by
my
colleague,
counselor
flaherty.
When
it's
your
turn,
we
will
have
an
opportunity
for
remarks
and
your
questions
all.
D
Right
so
this
will
be
my
last
question
and
I
would
love
to
hear
what
miss
williams
mitchell
has.
This
has
to
say
as
well,
but
I
love
the
idea
of
the
jobs
bank.
Is
there
any
way
that
we
could,
you
know,
get
those
qr
codes
and
also
the
boston
investment
job
policy?
D
On
those
you
know,
every
time
you
pass
by
a
a
a
a
site,
there's
a
there's,
a
building
permit
that
has
you
know,
that's
like
it's
a
large
building
permit
that
everyone's
looking
at.
Is
it
possible
to
put
the
qr
code
for
the
boston,
job
resident
policy
or
the
job
bank
on
that
on
those
permits
and
also
what
the
job
resident
policy
is.
So
our
residents
and
community
knows
you
know
what
we
should
be
looking
out
for
and
also
get
connected.
Yeah.
F
Absolutely
I
think,
I
think,
that's
certainly
possible.
I
can
say
that
the
the
intent
of
the
qr
code
is
to
do
exactly
that
right
to
have
these
have
a
them
posted
at
job
sites
so
that
they
are
easily
accessible.
So,
but
but
your
your
point,
council
royale
about
an
explanation
as
to
you
know
what
the
jobs
bank
is
and
what
the
boston
residence
jobs
policy
is
in
addition
to
that
is
well
taken.
F
So
I
can
certainly
talk
with
our
team
janine
mclaren,
our
jobs
bank
coordinator
about
including
that,
in
sort
of
like
the
standard
post
on
a
job
site.
D
F
I'm
happy
to
follow
up
with,
like
the
complete
list
of
sort
of
the
the
the
outreach
network
that
janine
uses
for
the
jobs
bank.
I
won't
be
able
to
list
them
off
the
top
of
my
head
right
now,
but
I'm
happy
to
follow
up
with
that
information.
A
Yeah,
just
one
quick,
second
counselor
just
so
also
just
so.
You
know
that
angela
is
part
of
the
second
panel,
but
have
something
that's
specific
to
the
conversation
that
we're
having
right
now
before
you
have
your
welcome
remarks,
go
ahead
and
answer
specifically
the
question
that
we're
talking
about
here.
J
Thank
you
very
much
thanks
laurelle
to
mr
bruno.
My
question
is:
can
you
hear
why
some
project
why
the
wages
on
some
projects
or
trent
and
others
are
not
because
the
mr
coalfield
point
that
is
huge?
This
is.
We
are
not
here
to
beat
up
on
the
union
on
the
unions,
but
we
are
here
to
find
out
what
loopholes,
what
weak
links
need
to
be
tightened.
So
can
you
expound
on
why,
as
well
as
how
can
that
be
improved
and
what
resources
you
would
need
to
make
that
happen.
G
Absolutely
so,
in
terms
of
enforcement
of
wages
by
the
brjp
office,
we
only
have
power
to
enforce
wages
on
prevailing
wage
jobs.
So
what
makes
a
project
prevailing
a
prevailing
wage
project
is
all
based
off
the
funding
and
it
would
be
federal
funding.
So
when
a
project
receives
federal
funding-
and
you
know
it
all-
depends
on
the
type
of
funding
and
also
the
size
of
the
building
so
forth,
and
so
on
that
kicks
in
the
wage
rate
on
a
project.
Those
are
the
only
projects
that
we
have.
G
Now,
if
we
have
a
worker,
that's
working
on
a
project
and
they're
receiving
nine
dollars
an
hour
and
we're
not.
We
don't
have
that
enforcement
power.
We
would
direct
them
to
the
department
of
labor
if
the
worker
is
not
being
paid
at
all
or
if
they're
being
underpaid
and
and
that
underpayment
would
be
based
off
of
whatever
the
state
requirement
is
for
the
minimum.
The
minimum
wage
that
there
to
be
to
receive.
A
Yeah
sorry
angela,
I
just
wanted
to
just
be
super
mindful
of
kind
of
like
the
time
and
also
the
process.
So
I'm
going
to
counsel
rural
I'm
going
to
continue
with
council
with
our
colleagues
for
questions
and
then
angela.
We
cannot
wait
to
get
to
the
second
panel
because
I
know
you're
going
to
bring
in
the
heat.
So
let's
go
to
counselor
tonight,
antonio
fernandez
anderson.
You
now
have
the
floor
in
five
minutes.
A
Okay,
we'll
come
back
to
counselor
fernandez
anderson
in
the
order
of.
A
Okay,
so
counselor
hernandez
anderson.
What
I'll
do
is
I'm
going
to
go
next
to
counselor
lada
and
hopefully
you
can
get
your
oh.
I
think
you're
back
on
go
ahead.
E
I'm
sorry
I
was
having
issues
with
my
mic
and
going
back
and
forth
sorry.
So
I
think
one
of
the
issues-
and
I
again
I
appreciate
the
community
members.
Thank
you
so
much.
Madam
chair,
sorry,
I
appreciate
the
community
members
who
have
been
over
this
back
and
forth.
Looking
at
the
metrics
that
is
used
to
sort
of
figure
out.
E
You
know
how
many
people
of
color
how
many
black,
how
many
women
and
we
all
agree
that
those
whatever
metrics
you're
using
is
not
very
user
friendly,
and
so
it's
very
hard
to
read
it's
very
hard
to
track,
and
we
want
to
work
with
you
to
figure
that
out
in
a
way
that
it's
more
legible
in
a
way
that
you're
not
like
these
job
sites
are
not
filtering
people
over
and
over
and
over
and
basically
hiring
and
what
you
what
they
do,
is
they.
E
They
lay
off
the
same
group
of
people
and
then
seasonally
bring
back
the
same
people
in
order
to
meet
the
quota,
and
so
there's
a
pattern,
and
then
we've
looked
at
it
and
it's
very
clear
that
this
systemic
systemic,
racist
method
that
is
being
used
is
does
not
work
right.
It's
it's
it's.
Actually,
it's
not
equitable
and
it's
not
working.
E
We
can
say
all
the
pretty
words
about
you
know
what
the
intentions
are,
but
the
reality
is
the
bijp
oversight
in
roxbury
has
been
looking
at
the
stat
and
following
it,
and
we
are
completely
dissatisfied
with
again
the
the
the
metric
that
you're,
using
or
at
least
the
format
of
the
chart,
and
we
want
to
redo
that
so
that
it's
more
legible
and
that's
so
in
creating
transparency
that
you
are
posting
it
or
updating,
folks
on
on
a
on
a
regular
basis,
as
opposed
to
us
waiting
for
a
meeting
until
we
go
after
the
information-
and
I
think
those
are
sort
of
my
concerns
in
terms
of
you
know-
reporting
the
stuff
out
and
of
course,
obviously
to
my
colleagues
points
your
efforts
to
reaching
out
and
finding
people
of
color
or
women
to
work
in
this
in
this
business.
E
A
Thank
you,
professor
anderson
fernandez,
I'm
just
fernandez
anderson,
I'm
just
curious.
If
anyone
wants
to
respond
to
any
of
the
comments
that
the
counselor
has
made.
F
I
I
would
just
like
to
say
that
I
would
welcome
an
opportunity
to
work
with
your
office
counselor
to
determine
sort
of
how
we
can
structure
the
reporting
and
metrics
that
we're
producing
as
a
part
of
the
brjp
monitoring
effort
in
a
way
that's
more
accessible.
As
someone
who
spent
a
lot
of
time
in
the
department
of
innovation
and
technology
working
on
making
the
website
more
accessible,
I
know
that
you
know
the
the
way
that
we
present
data.
F
The
way
that
we
present
information
to
the
public
is
really
important
and
can
mean
the
difference
between
something:
that's
not
understandable
to
the
general
public
and
something
that's
really
accessible
and
helps
folks
sort
of
intuitively
understand
what
they're
looking
at.
So.
I
would
welcome
the
opportunity
to
sort
of
pick
that,
apart
a
little
bit
more
understand
sort
of
what
areas
we
could
be
improving
on
and
and
yeah.
I
just
wanted
to
respond
saying
that.
E
Thank
you.
I
look
forward
to
that.
I
we
can
have
our
team
contact
you
and
we
can
get
together
with
the
roxbury
team
as
well.
A
E
I
I
don't
know
if
I
missed
this,
but
is
there
what
what
are?
What
are
you
working
on
now
to
go
beyond
or
how
are
you
investing
in
capital
in
funds
to
create
efforts
to
reach
the
quota
that
you
claim
that
is
so
difficult
to
reach.
A
I
I
We
have
ms
doser
on
the
on
the
line
here
as
well
from
the
electricians
and-
and
there
are
so
many
others
that
are
that-
are
really
striving
to
make
sure
that
that
we
change
the
culture
of
of
construction
with
union
trades
within
the
industry.
Are
we
like,
I
said
before?
Are
we
where
we
want
to
be
absolutely
not?
I
But
you
know,
just
like
counselor
anderson
spoke
of
the
systemic
racism
that
has
occurred
in
the
boston
area
and
commonwealth
of
massachusetts
and
all
over
the
country
has
has
got
to
improve.
I
mean
as
as
far
along
as
we
are.
We
have.
We
have
such
a
ways
to
go.
I'm
supposed
to
be
off
this
call,
but
this
this
conversation
is
so
important
and
near
and
dear
to
my
heart
I
get
I
get.
I
I
get
worked
up
with
when
I,
when
we
start
talking
about
this,
because
I
have
this
passion
and
everyone
on
this
call.
I'm
sure
has
the
passion
to
do
this
work
and
we
want
to
see
better
results,
regardless
of
who
we
have
to
hold
accountable
and
need
to
hold
accountable.
I
I
am
on
a
team
of
people
here
in
the
council
of
carpenters
here
on
dorchester
avenue,
where
we
have.
We
actually
have
a
diversity
plan
here
within
our
council
and
people
on
our
board
that
are
making
sure
that
we're
committed
to
this
work
so
please
hold
us
accountable.
Please
call
us
and
tell
us
what
we
need
to
do
to
help
in
the
industry,
as
well
as
the
competency,
yeah.
A
Thank
you,
charles
and
you
know
we
we
so
much
appreciate
your
passion,
I'm
in
your
dedication
to
this
work
and
then
the
time
that
youtube
to
be
here
with
us
today.
The
good
thing
is
this
is
being
recorded
so
that
you
can
go
back
and
listen
at
your
leisure
and
also
follow
up
with
our
office.
If
you
have
any
other
follow-up
questions
and
making
sure
that
you're
in
deep
community
in
conversation
with
the
lead
sponsors
as
well
and
other
things
that
we
can
do,
I
know
that
we
do
this.
You
know
twice
a
year.
A
I
think
that,
as
we
continue
to
have
these
conversations,
what
I'm
realizing
is
that
we
have
a
lot
of
really
great
ideas
and
ordinances
and
places,
but
what
we
have
a
problem
with
is
our
execution
and
implementation
plan
and
accountability
to
that
work,
and
I
think
that's
where
the
opportunity
really
lies,
as
we
continue
to
move
forward
with
this
conversation,
it's
the
accountability
factor
where
I
think
and
the
implementation
that
we
often
get
sidetracked.
I
A
Right
times
a
year
is
not
enough
and
that's
why
the
maintenance
that
happens
in
between
is
going
to
be
key
to
the
success
of
this
effort.
So
I
am
going
to
thank
you
for
for
being
here
with
us
today,
and
I
am
going
next
to
my
colleague,
councillor
lada,
from
district
six
for
opening
remarks
and
your
questions,
my
love,
you
now
have
the
floor.
A
C
You
so
much
chair
and
a
big
thanks
to
the
makers
for
sponsoring
and
calling
this
hearing.
I
don't
want
to
be
repetitive
in
terms
of
everything.
That's
already
been
said:
the
boston
residence
job
policy
is
a
transformative
policy
and
with
all
of
the
changes
and
all
of
the
updates
and
all
of
the
tweaks
that
that
we
need
to
make
to
make
it
better.
C
I
you
know
it's
a
sound,
it's
a
sound
policy,
but
it's
only
a
sound
policy
if
one
it
works
and
if
we
have
an
enforcement
mechanism
and
what
we've
heard
from
people
over
and
over
again
for
years
is
that
we
don't
have
a
strong
enforcement
mechanism
when
it
comes
to
the
boston,
resident
jobs
policy.
I
I
don't
know
if
this
has
changed,
but
you
know
there.
C
We
just
couldn't
find
any
evidence
that
the
city
has
ever
issued
any
formal
sanction,
and
this
ordinance
is
nearly
40
years
old
and
I
think
that
a
big
reason
about
why
we've
been
unable
to
sanction
folks
is
because
we
can't
ultimately
legally
prove
that
there
is
a
pool
of
workers
available,
one
that
we're
not
using
or
that
people
from
out
of
town
are.
You
know
taking
the
jobs
of
people
who
work
here,
so
we
don't
know
how
many
local
construction
workers,
people
of
color
or
women
we
have
available
to
join
the
job
sites.
C
Unions
are
not
required
to
collect
and
report
racial
and
gender
data
on
their
members.
That
doesn't
mean
that
some
unions
don't,
but
it's
not
a
requirement
and
not
all
construction
workers
are
union
members
anyways.
So
we
ultimately
don't
have
a
baseline
to
measure
against.
We
have
our
stories.
Like
our
people,
see
we
walk
around
the
construction
sites
and
we
see
what's
happening,
but
that
is
that
is
that's.
You
know,
that's
not
enough.
C
That's
enough
for
the
city
to
know
that
there's
a
problem,
but
it's
not
enough
to
actually
enforce
it,
and
so
we
need
to
start
collecting
baseline
data
on
the
total
number
of
residents.
People
of
color
and
women
in
the
city
who
are
available,
and
so
my
take
on
the
issue
is
that
it's
very
clear
we
have
been.
You
know,
maybe
considering
some
kind
of
construction
worker
registration
in
the
city
of
boston
where
people
can.
You
know
like
come
in
and
register,
and
we
have
this
data
and
this
information
available.
C
And
I
guess
that's
one
of
my
questions.
My
questions
are
around
recommendations
and
the
viability
of
the
recommendations
right.
So
one
can
we
get
people
who
are
construct
construction
workers,
union
or
otherwise
that
once
they
get
certified
to
be
workers
and
they
live
in
the
city
of
boston
that
they
register
and
that
we
have
a
database
in
the
city
of
boston
that
tells
us
how
many
people
we
have.
So
when
we
see
that
there
are
contractors
and
construction
workers
who
are
not
working
in
compliance.
C
We
can
say:
hey
you're,
saying
that
there
are
not
people
in
the
city
who
can
fill
these
jobs
and
there
are,
and
we
have
the
proof
that
there
are
and
we
can
sanction
them,
because
we
know
we
can
you
know
we
can
tell
the
legally.
At
least
we
can
tell
the
story
of
why
these
folks
are
not
complying
with
our
city's
ordinance.
Are
we
asking
construction
companies
who
are
working
in
boston
to
provide
baseline
data
about
the
people
who
they
have
employed
as
their
core
crews
right?
C
Do
we
have
the
demographic
data
for
the
court
crews
in
the
city
of
boston?
Can
we
do
that
and
also
when
we
talk
about
what
are
responsible
right
in
our
definition
of
what
a
responsible
construction
company
or
whatever
responsible
contractor,
is,
I
think
that
we
need
to
start
looking
at
including
the
history
of
the
brjp
compliance
as
a
part
of
defining
them
as
responsible
contractors,
because
if
that's
going
to
make
a
dent,
ultimately
in
whether
or
not
they're
considered
to
be
responsible
contractors,
then
we're
going
to
see
much
more
compliance
with
folks
there.
C
And
so
I
say
all
that
to
say
that
you
know
I
have
a
lot
of
questions
in
terms
of
data
that
we
want
around
total
work
hours
in
the
city
bec
and
your
ability
to
hold
the
owners
and
general
contractors
accountable
when
they're,
not
in
compliance
number
of
work
hours
for
minority
and
women-owned
companies
that
have
worked
on
these
projects
in
the
past
and
looking
at
work
hours
to
be
broken
down
by
union
versus
non-union
jobs.
C
You
know
we
talked
about
the
contracts
and
how
people
will
say
that
they're
going
to
pay
people
60
an
hour
and
then
they'll
skirt
and
not
do
it.
It's
very,
very
obvious
that
unions
protect
our
workers
and
every
construction
worker
in
the
city
of
boston
is
not
going
to
be
a
union
worker
and
we
need
to
protect
our
workers
anyways,
whether
they're
in
a
union
or
whether
they're
not
in
a
union.
So
I
those
are
that
those
are
my
questions
ultimately
about
like
these
recommendations.
C
What
is
the
viability
of
implementing
those
kind
of
programs,
whether
it
be
registering
our
workers,
our
construction
workers
in
the
city
who
live
in
the
city
of
boston,
so
that
we
cap
that
baseline,
asking
for
baseline
information
about
core
crews
and
changing
the
definition
of
what
we
consider
a
responsible
contractor
or
a
construction
company
to
include
brjp
compliance?
In
that
definition?.
A
Excellent
questions
I'm
wondering
who
wants
to
take
a
stab,
I
see
andre,
you
got
off
me,
so
go
ahead.
F
Yeah
I'll
I'll
take
a
second
answering
some
and
then
I
can
hand
it
over
to
chris.
If
he
has
something
to
add,
I
I
will.
I
will
say
that
I
agree
counselor,
that
that
baseline
number
sort
of
the
denominator
is
incredibly
important,
that
that
availability
metric
is
something
that
we
don't
have
a
sense
of
right.
Now,
the
not
just
the
total
available
pool
of
you
know
construction
workers
in
boston,
but
I
think
to
achieve
the
end
that
we
want
to
achieve.
F
F
Essentially,
a
construction
worker
census
is
sort
of
the
first,
the
first
step
towards
a
disparity
study
for
construction
in
the
city
of
boston,
which
I
think
would
would
be
a
very
a
powerful
tool,
depending
on
what
we
would
find
as
a
as
as
the
in
terms
of
the
the
utilization
as
it
compares
to
availability
of
workers
that
fall
into
those
categories:
boston
residents,
people
of
color
and
women.
I
think
to
conduct
a
disparity
study
like
that.
F
We
would
need
obviously
disclosure
from
unions
to
make
sure
that
the
picture
of
the
availability
is
representative
of
all
the
workers
that
are
working
in
the
city
of
boston,
whether
they're
union
or
non-union.
But
I
do
think
that
the
the
idea
of
a
disparity
study
or
at
least
sort
of
doing
a
little
bit
more
to
dig
into
the
availability
of
workers
of
different
types
in
the
city
of
boston
is
something
that
we
are
discussing
currently.
F
So
I
I
did
want
to
mention
that
I
I
can
pass
it
over
to
chris
to
answer
any
of
the
other
questions,
although
I'm
not
sure
how
many
of
them
I
just
answered
but
or
responded
to.
G
But
yeah,
I
just
have
a
couple
of
comments
in
terms
of
the
registration
process.
I
I
think
that's
a
good
idea.
I'm
not
sure
how
that
would
work.
I
think
we
would
probably
have
to
do
some
research
to
see
whether
we
could
you
know
implement
a
type
of
registration
type
of
program
for
workers.
But
one
comment
I
would
like
to
say:
is
that
not
all
projects
and
that
not
all
prizes
that
you
that
the
public
sees
in
boston
are
subject
to
the
boston,
residence
jobs
policy?
G
C
G
50
000
square
feet
or
the
project
has
to
receive
some
funds
from
the
from
the
city
right.
C
C
G
Fifty
thousand
fair
street
or
fifty
thousand
square
feet
or
above
or
the
project
has
to
you
know,
receive
some
type
of
city
funding
that
that's
what
makes
it
subject
to
be
our
jp.
So
you.
A
And
and
council
a
lot
I
just
wanted
to
let
you
know
that
we
are
over
time,
but
I
see
that
priscilla
has
her
hand
up
and
in
the
spirit
of
just
making
sure
that
we
create
space
for
people
to
speak
here,
I'm
going
to
have
priscilla
just
if
you
could
just
share
and
then
I'm
going
to
move
on
to
counselor
flynn.
K
I
just
want
to
say
real
quickly.
I
like
that
idea
of
registering
as
well,
and
I
would
think
that
maybe
the
job
banks
that
might
be
a
place
where
it
could
sit
because
janine
is
already
gathering
on
boston
residents
and
people
who
are
looking
for
work.
So
that
might
be
I'm
not
trying
to
put
no
more
work
on
her,
but
that
might
be
a
place
where
that
that
registration
could
could
be.
You
know,
so
I
just
wanted
to
say
that.
A
Thank
you
for
that,
and
I
think
that
these
hearings
really
give
us
an
opportunity,
and
I
really
do
appreciate
council
lada's
ideas
and
some
of
the
things
that
we've
heard
so
far
from
our
colleagues,
because
the
goal
is
here
is
to
work
in
partnership
and
recognize
that
we're
all
trying
to
get
to
the
same
place.
And
if
we
could
do
so
collectively,
then
I
think
that
that's
what
it
all
hands
on
deck
is
all
about.
A
So
really
do
appreciate
the
spirit
and
the
energy
that
is
here
today
and
I'm
going
to
move
on
to
counselor
flynn
from
district
2.
Our
council
president
for
questions
and
any
remarks
and
then
followed
by
counselor
at
large
flaherty
and
then
we'll
move
on
to
our
second
panel.
L
Thank
you
councilman
here
and
thank
you
to
the
to
the
sponsors
council
of
royal
council
lujan
and
councillor
fernandez
anderson
as
well
for
the
important
work
you're
doing
as
well
as
you,
madam
chair.
I
want
to
say
thank
you
to
the
activists
and
the
neighborhood
leaders
that
have
been
involved
in
this
issue
for
for
many
years,
going
back
to
82
81
when
it
was
when
it
was
enacted
in
83.
Actually,
then,
in
86
it
was
strengthened
under
mayor
flynn
to
in
to
to
establish
the
boston,
employment
commission,
and
then
it
was
further.
L
Extended
by
mayor
walsh
in
2017
revising
it
to
increase
the
standards,
but
I,
but
I
just
wanted
to
highlight
the
importance.
The
important
work
that's
going
on.
This
bi-annual
review
is
critical,
because
if
we
don't
have
the
numbers
in
place-
and
we
don't
know
exactly
what's
happening,
you
know
we
need
to.
We
need
to
make
sure
we
have
a
good
data,
but
the
the
the
laws
are
in
place,
but
you
know
I
I
think
we
just
don't
do
a
good
job
of
enforcing
those
laws
and
how
do
we?
L
How
do
we
make
sure
that
companies
across
greater
boston
are
are
abiding
by
these
by
this
city
policy?
So
I
think
there's
a
lot
of
work
we
we
have
left.
I
know
mr
cofield
from
the
cop
in
his
union
and
in
in
the
103,
is
doing
great
work.
L
I
also
know
that
the
building
trades
are
making
great
progress
as
well,
but
what's
important
is
that
we,
we
all
continue
to
work
together
and
try
to
make
sure
that
those
living
in
boston
and
communities
of
color
and
women
have
equal
access
and
fear
access
equity
to
to
these
important
jobs
in
in
the
job
training
programs
as
well.
So
I
just
want
to
say
thank
you
to
you,
madam
chair.
F
I
I
would
just
say
that
we
are
certainly
trying
to
sort
of
solve
the
enforcement
puzzle
actively.
We've
talked
a
little
bit
about
it
on
this
call
several
times
about
what
that
entails,
but
we,
you
know,
we
understand
that
there
is
a
discrepancy
between
sort
of
the
compliance
measures
on
the
administrative
side
and
what
the
ordinance
is
intended
to
achieve,
which
is
you
know,
equity
in
the
construction
in
the
construction
industry,
in
terms
of
jobs
for
boston
residents,
people
of
color
and
women.
F
So
you
know
that
is
something
that
we
are
discussing
actively
about
how
to
close
that
sort
of
disjuncture.
So
I
appreciate
president
flynn,
your
your
your
comments.
A
Thank
you
thank
you,
and
I
also
just
want
to
acknowledge
that
we
are
also
have
been
joined,
he's
not
a
city
councilor,
but
he's
definitely
in
the
trades
building
trades
ahead
of
it
is
brian
doherty's
also
here
with
us.
So
thank
you
for
for
being
here
with
us
this
morning.
Unless
counselor
flynn,
you
don't
have
any
other
questions
or
comments,
I
can
move
on
to
counselor
flaherty.
If
that's
okay
with
you.
M
Madam
sharon,
good
morning,
everyone
thank
our
friends
and
labor
for
being
here,
obviously
andre
chris
and
jc,
and
always
good
to
be
in
the
presence
of
priscilla.
Of
course,
she's
been
on
this
since
day,
one
as
have,
and
just
to
be
fair.
The
great
work
of
bruce
bowling
former
mayor
ray
flynn
and
my
former
colleagues
chuck
turner
mike
ross
and
ayanna
presley
have
done
a
lot
of
work
in
the
space
to
try
to
move
the
dial,
I'm
on
record
a
long
time
ago.
M
M
We
should
be
pushing
the
envelope
on
this
and
get
back
to
court
and
make
our
case
that
this
should
be
considered
a
compelling
state
interest
to
allow
folks
to
to
lift
themselves
up,
to
be
in
a
position
for
home
ownership
and
to
eliminate
those
gaps,
particularly
around
food
insecurity
and,
and
so
I'll,
continue
to
bang
the
drum
that
we
should
continue
to
push
the
envelope
on
this
and
get
to
a
position
where
it
gets
challenged
and
we
succeed
in
declaring
this
a
compelling
state
interest.
M
That
said,
the
areas
I'd
like
to
touch
on
in
this
space
is
our
friends
and
labor.
Obviously,
I
would
love
to
see
them
share
their
census
data
with
us,
so
that
we
can
actually
be
targeted
with
our
outreach
and
our
recruitment
and
to
help
grow
those
opportunities
within
the
various
trades
and
unions.
M
Some
are
obviously
doing
a
better
job
than
others,
and
we've
recognized
that
in
this
hearing
and-
and
I
think
that
by
having
the
census
we
can
identify,
you
know
who
needs
to
sort
of
do
more
work
and
how
we
can
be
helpful,
as
district
and
at
large
council
is
connecting
them
to
and
connect
and
introducing
them
to
residents
and
in
our
neighborhoods
and
in
our
city
that
may
want
that
opportunity
and
help
close
close
those
gaps
within
the
respective
unions.
M
Two,
I
would
like
to
lift
up
the
city's
program,
the
city
academy
and
I'm
biased.
As
a
former
teamster,
there
are
lots
of
teams
for
jobs
available
today,
however,
those
teamster
jobs
require
cdl
and
hoisting
license,
and
the
city
academy
helps
folks
get
cdl
in
hoisting
licenses
along
with
ems
training.
M
So
I
want
to
make
sure
that
folks
know
on
on
this
at
this
hearing
that
there's
tremendous
opportunity
that
currently
exists
and
again
teamster
jobs
are
good,
paying
jobs
with
good
wages
and
good
benefits
both
on
the
health
side
and
the
retirement
side,
and
often
times
gets
overlooked.
M
The
focus
as
it
pertains
to
the
boston,
residency
job
policy
seems
to
be
on
our
trades,
but
there
are
other
participating
unions,
particularly
local
25,
where
what
I'm
most
familiar
with,
of
course,
and
I'm
happy
to
make
those
introductions
and
obviously,
lastly,
when
I
was
chair
of
the
opera
funds-
and
I
want
to
make
sure
that
any
funds
that
are
coming
in,
that
we're
complying
with
the
boston,
residency
job
policy
and
making
sure
that
we
track
the
bad
actors
who
and
hold
them
accountable
and
we've
seen
it
the
it's
the
I
call
it
the
llc
shuffle
and
hustle,
where
you'll
have
a
company
come
in
and
they
get
called
out
or
something
happens
or
they're,
not
compliant
in
six
months
or
a
year
later
same
principles
and
same
parties
behind
the
company,
but
it
just
has
a
new
name
and
a
new
hashtag
and
a
new
llc
attached
to
it
so
identifying
you
know
again
the
bad
actors
and
who's
playing
fast
and
cute
with
being
held
accountable.
M
I
think
that
we
need
to
keep
a
watchful
eye
on
it,
so
this
hearing
obviously
has
been
very
helpful.
I
do
concur
with
mr
cofield.
Probably
should
do
it
more
than
twice
a
year,
but
again
we've
got
tremendous
partnerships
in
our
city
and
our
friends
and
labor
are
a
key
piece
of
this.
And
and
it's
folks
like
the
labor
leaders
that
are
on
this
call,
as
well
as
our
residents
folks,
like
priscilla
flint
banks
that
continue
to
to
to
keep
our
feet
to
the
fire.
M
So
look
forward
to
working
with
all
of
you
look
forward
to
working
with
our
chair
in
identifying
ways
again
to
create
more
opportunities
within
all
of
the
trades
and
all
of
the
unions
holding
bad
actors
accountable
and
making
sure
that
any
precious
funds,
whether
it's
opera
or
any
funds
that
come
down
the
down
the
pike
that
we're
using
to
put
people
to
work
that
we
do
so
and
we
comply
with
the
spirit
and
the
intent
of
this.
M
And
finally,
I
think
it
should
be
pushed
to
a
compelling
state
interest
because
I
firmly
believe
in
it
and-
and
I
and
I
know
everybody
on
this-
zoom
does
as
well.
So
thank
you
very
much,
madam
chair.
A
Council
flaherty
and
yes,
we
are.
I
think
this
is
one
of
the
reasons
why
we
love
being
in
in
these
spaces,
because
lots
of
great
ideas
come
a
bit.
The
question
now
is:
how
do
we
coordinate
to
make
sure
that
we
bring
those
ideas
to
life
and
nobody
does
that
work
better
than
the
advocates
who
have
been
living
these
realities
and
so
we're
going
to
move
on
to
our
second
panel?
I
just
want
to
thank
my
colleagues.
A
B
We
usually
do
a
second
round,
so
I
I
I
have
a
few
more
questions.
Two
more
questions.
I'd
like
to
ask
the
administrator
absolutely.
B
I
want
to
thank
everyone
again.
I
think
this
has
been
a
really
fruitful
conversation
again
to
figure
out
how
we
can
bring
more
people
into
a
fault
to
share
in
the
city's
prosperity.
I
have
two
questions.
Mr
charlie
cofiel
brought
up
a
really
great
point
and
I
think
when
I
spoke
to
administration
previously,
when
it
comes
to
the
people
of
color
data,
do
we
actually
have
that
broken
down
disaggregated
by
black
latinx?
G
We
do
and
again
that
would
be
something
that
I
would
have
to
reach
out
to
the
I.t
department.
So
when
payrolls
are
sent
to
us,
they
you
know
they
they
identify
whether
the
person's
hispanic
person
is
black,
cape,
verdean
caucasian
so
forth,
and
so
on.
I
would
check
with
it
to
see
you
know
where
that
happened.
Everything.
B
Great,
thank
you
so
consider
this
a
formal
request
for
us
to
get
that
data.
I
think
that
would
be
really
really
helpful
because
I
think
mr
cofield's
comment
was
really.
B
You
know
just
want
to
make
sure
that
we
get
that
data
so
that
we
know
where
the
work
is
that
we
got
to
do
right,
because
if
we
you
know,
we
see
the
people
of
color
numbers
are
maybe
increasing,
but
we
also
want
to
make
sure
that
we
are
living
up
to
the
spirit
of
the
fight
that
chuck
turner
and
the
boston
jobs
coalition
initially
fought.
So
if
we
could
have
that
disaggregated
data
would
love
that,
so
that
can
again
consider
that
a
formal
request.
B
The
second
question
I
have
is,
I
think,
jc
had
mentioned
a
work
to
a
job.
There's
like
a
job
pop-up
at
work
too,
and
we've
been
we've
been
to
multiple
job
pop-ups.
I
see
a
lot
of
the
great
folks
on
this
call.
Often
at
those
pop-ups
or
where
you
know
a
contractor
developer
is,
you
know,
has
a
job
fair,
and
I
think
those
are
great
I
was
thinking.
Is
there?
B
What
have
we
learned
from
those
pop-ups
from-
and
I
think
you
know,
there's
a
question
later
also
for
the
advocates
to
more
systematize
job
recruitment,
to
make
it
more
formal
to
be
more
present
in
community?
Does
that
mean
maybe
having
like
a
pilot
spot
for
the
city
or
in
partnership
with
a
unions
or
whoever
in
nubian
square
or
in
the
heart
of
our
city,
so
that
we
have
recruitment
that
is
consistent
either
into
our
unions
or
for
these
projects
or
both
like?
What
does
that
look?
B
G
Right,
so
what
I've
seen
with
the
job
fair,
the
opportunity
fairs
is,
you
do
have
individuals
coming
in
looking
for
work,
but
because
there's
a
lot
of
construction
now,
a
lot
of
individuals
with
if
you
have
a
license,
a
lot
of
skilled
workers,
they're
they're,
already
working
for
the
most
part
when
people
are
walking
into
these
opportunity
fairs,
they
they
might
be
working
a
different
career
and
they're
interested
in
becoming
a
construction
worker,
but
they
don't
have
any
experience.
G
So,
but
you
know,
opportunity
fairs
are
they're
good
because
it
exposes
people.
You
know
workers
people
to
different
trades,
but
I
think
something
that
I've
mentioned
before-
and
I
mentioned
at
this
time
since
I
have
the
floor,
is
that
personally,
I
think
boston
needs
to
build
a
vocational
school.
That's
what
I'm
seeing.
People
are
not
calling
us
looking
for
work,
we're
not
getting
emails,
we're
not
getting
people
calling
chris
brown
or
jamie
janine
clarence,
who
has
experience
and
for
that
fact
we're
not
even
getting
non-experienced
laborers
are
checking
in
with
us
nowadays.
G
So
I
think
if
you
have
skills
and
a
lot
of
people
that
are
interested
in
construction,
know
about
construction
they're
working,
I
think
the
the
void
is
training.
If
you
want
to
be
an
accountant,
you
have
to
go
to
school
to
get
a
license
to
be
accountable
same
as
construction
you're,
not
going
to
walk
on
a
construction
site
and
be
electrician
without
having
a
license.
So
I'm
a
big
big
advocate
of
the
city
investing
in
a
vocational
school
and
it
could
be
the
you
know.
G
I
want
to
get
into
the
funding
aspect,
but
I
think
the
the
programs
that
we
have
now
they're
good,
but
I
don't
think
they're
enough
and
I
think
we
need
to
build
a
vocational
school
and
market
it,
and
you
know
and
put
hundreds
of
individuals
through
those
type
of
program.
At
least
they
can
get
a
certificate
right.
You
get
you
go
through
the
program.
It's
a
year
program.
G
You
get
a
certificate,
you
show
up
one
time,
you
get
the
basics
about,
you
know,
being
an
electrical
worker,
and
then
you
have
electrical
companies,
saying
okay,
cool
this
person
right
here
at
least
they
have
the
basis
they
showed
up
one
time,
I'm
willing
to
train
this
person
further.
So
I'm
a
big
advocate
of
the
city,
investing
in
vocational
school.
I
I
just
I
just
have
a
real
quick
comment
to
make
about
the
you
know
about
training,
so
if
we
have,
if
we
have-
and
I
have
to
I
have-
this-
has
to
go
to
a
plug
for
union
for
trades.
Okay,
we
have
training
programs
when
you
start
putting
people
out
on
these
other
jobs
that
have
no
training
programs.
I
I
They
can
leave
our
apprenticeship
programs
debt-free
with
a
with
a
career
in
front
of
them
and
as
far
as
the
trade
schools
go,
I
think
if
collectively
we
all
put
more
time
and
effort
into
supporting
the
the
trades
at
the
madison
park
high
school
first
before
we
start
looking
at
building
another
trade
school,
then
we're
gonna
have
a
better
opportunity
to
serve
our
people.
The
way
we
serve
them.
We
we
talk
about
another
trade
school,
how
about
putting
some
time
in
at
madison
brock.
K
A
My
chairmanship
role
to
just
say
yes
to
all
of
that
charles
go
ahead,
priscilla
and
then
I'm
gonna
ask
my
colleagues
again.
If
you
have
questions
for
our
panelists
in
this
round,
please
raise
your
hand,
so
I
can
make
sure
we
give
you
an
opportunity
to
do
so
because
we're
gonna
be
moving
on
to
the
second
panel.
K
I
just
want
to
say
real
quick
charlie
is
right
that
that
we
they
do
need
to
be
trained
and
a
lot
and
one
of
the
problems
with
the
unions
is
that
they're
not
bringing
the
people
in
to
train
them,
so
the
people
have
to
go
somewhere
else
to
get
trained
and
then
with
madison
park.
Madison
park
can
be
used
in
the
evening
to
do
training
for
for
people
that
school
is
there.
It
took
the
place
of
girls
and
boys
trade.
Why
aren't
we
utilizing
it
more
for
training.
A
Yeah
thank
you
for
that.
I
know
that
renee
is
on
one
of
our
panelists
and
I
know
that
local
103
has
been
doing
an
amazing
job
in
their
partnership
with
madison
park
and
really
uplifting
and
creating
many
pathway
opportunities
for
young
people.
So
I
cannot
wait
to
create
some
space
for
you
to
talk
a
little
bit
about
that,
because
I
think
that
you
guys
have
really
done
a
great
job
at
in
those
partnerships
and
also
through
your
apprenticeship
program.
A
So
I'm
gonna
move
on
to
our
second
panel
and
we're
to
kick
things
off
with
you.
Renae.
N
All
right
now,
thanks
for
having
me
everyone.
Thank
you,
madam
chair.
Thank
you
ruxy
for
I'm
sorry,
thank
you,
council
louisiana
for
inviting
me.
N
A
And
I
also
just
want
to
make
note
for
the
record
that
I
had
angela
lined
up.
She
was
supposed
to
be
next,
but
I
got
ahead
of
myself
because
I
was
already
talking
about
local
103.
So
angela
is
that,
okay,
if
we
can
just
move
in
with.
Thank
you
my
love.
Oh
thank
you.
Angela.
A
Brooke,
just
so
you
know,
I've
sent
you
five
different
requests
to
be
promoted
to
a
panelist.
Can
you
just
accept
one
so
that
you
can
get
on
in
here?
Okay,.
N
Yes,
can
you
hear
me?
Okay,
all
right,
so
my
name
is
renee
dozier.
I
am
a
21
year
member
of
local
103,
and
I'm
I'm
thankful
to
be
here
today,
because
this
is
just
this
is
important
work
and
we
it
needs
to
get
done,
and
I'm
just
thankful
to
be
a
part
of
this
conversation,
and
I
want
to
be
a
part
of
the
solution
as
well.
N
So
I'm
here
with
this,
this
slide
here
is
ibw,
raising
the
standards
for
what
we're
doing
to
raise
the
standards
for
our
dei
efforts
in
the
in
the
construction
industry.
Next
slide.
Please.
N
Okay,
so
93
of
women
starting
their
electoral
careers
in
massachusetts,
have
chosen
local
103's
apprenticeship
program,
so
you
can
see
from
2016,
there's
18
and
up
to
2022
we
have
31,
so
we
are
progressively
getting
better
and
also
90
of
people
of
color
starting
an
electrical
career
in
massachusetts
choose
to
join
local
103's
apprenticeship
program.
We
know
this
information
because
we
have
to
register
our
apprentices.
We
have
to
get
licenses
so,
okay,
thank
you.
Next
slide,
please,
okay!
N
So
here's
just
something
from
the
globe:
congresswoman
presley
and
the
greater
boston,
labor
council,
one
of
our
wonderful
partners
in
in
darlene
lambos.
They
were
highlighted
in
talking
about
local
103
in
our
progress
being
made.
N
We
still
know
that
we
have
work
to
be
done,
but
we
are
making
progress
next
slide,
please,
okay,
so
we
have
partnered
with
millennial
partners,
and
we
have
these
opportunity
recruitment
campaigns
going
on
and
we
set
the
stage
across
boston
construction
industry
to
for
outreach
for
more
residents
and
more
black
and
brown
folks.
N
So
this
multimedia
campaign
achieved
historic
results
by
leveraging
geo
targeted
advertising
social
media
billboards,
in
addition
to
traditional
print
advertising
and
clean
and
key
outlets.
N
Through
the
opportunity
campaign,
we
nearly
doubled
our
numbers
of
city
of
boston,
residence
application.
That's
what
everybody
wants
to
hear
right.
I
know
people
this
everything
else
is
important,
but
the
residents
part
in
the
people
of
color
and
and
women.
So
you
see
2018.
We
have
687
as
opposed
to
2017
352.
N
Next
slide,
so
this
this
right
here
I
like
the
visual
of
this
because
I'm
a
picture
person.
So
you
see
this
is
our
applicant's
total
applicants,
452
57
women
of
color
and
85
women,
so
most
minority
applicants
ever
for
boston
construction
union,
so
our
local
103.
We
we
like
continuing
this
model
since
we
it's
been
working
next,
like
this
and
another
article
reported
favorably
for
our
our
efforts.
N
Next
slide,
please,
okay!
This
is
the
the
geo
targeted
ads
because
you
know
a
lot
of
the
young
folks
like
the
snapchat
and
youtube
and
face
not
so
much
to
facebook,
but
you
know
different
ways
of
of
letting
people
know
what's
available.
So
it's
t,
you
know
tv,
facebook,
pandora
and
in
it
we
target
certain
zip
codes,
so
you
know
trying
to
keep
it
boss
and
targeted
next
slide.
N
Please
here's
a
sample
of
some
of
our
our
things
that
we
sent
out
on
snapchat
facebook,
pandora
and,
if
you
guys
watching,
I
don't
personally
watch
but
if
you're
watching
the
the
baseball
games
you
can
you
see
our
ads
there.
We
have
lots
of
our
apprentices
and
journey
folks,
call
us
and
say:
hey.
I
was
on
the
on
the
fenway,
whatever
commercial
boston,
residence
next
slide,
please,
okay!
So
here's
some
of
our
targeted
neighborhoods,
matapan,
roxbury
dorchester,.
N
I
hope
you
guys
see
him
around,
and
here
we
go.
We
have
one
of
our
this
woman
right
here,
she's
electrician,
her
son
actually
just
applied
for
the
for
the
program-
boston,
residency,
so
yeah.
This
is
something
to
be
proud
of
right
here.
N
Next
slide,
please,
and
here
is
how
our
work
is
still
continuing.
One
of
these.
Ladies
here
she
is
a
madison
park
graduate
we
have
some
millennial
partner
apprentices
and
some
of
some
women
in
our
prefab
shop.
That
did
not
quite
pass
the
exam,
but
you
there's
another
way
to
get
in.
That's
the
cw
program
and
we'll
talk
about
that
later.
But
in
this
picture
here
we
have
our
boston
residents
just
to
say
we
have
our.
N
All
right-
and
this
is
the
rcw
program
I
was
mentioning
so
if
someone
doesn't
pass
the
mandated
test
to
get
into
our
local
from
the
state
of
massachusetts,
we'll
give
them
an
opportunity,
they
can
try
it
out
like
a
test
drive
of
the
electrical
program,
so
it
serves
the
introduction
to
the
to
the
trade
and
allows
individuals
to
just
try
it
out
and
see
how
they
feel
about
working
in
the
elements
early
morning.
You
know
and
they
still
get
the
same
benefits
they
still
get
the
same:
the
wages
as
our
apprentices
get.
N
So
this
is
another
way
to
get
in
next
slide.
Please,
and
this
is
the
advantage
of
local
103..
I
get
paid
the
same
amount
as
the
white,
the
white
man
across
the
way,
and
that's
just
this-
everything
is
equal
across
the
board.
This
is
what
closes
the
the
the
gap,
the
wage
gap.
This
is
what
we
fought
for
for
so
long
to
get
these.
You
know
to
get
these
standards
and
requirements
put
in
place,
so
we
have
protected
working
conditions,
debt
free
education
earn.
N
While
you
learn
industry,
leaning,
I'm
sorry
industry
leading
wages
but
help
best
health
care,
strong
pension,
we
continually
get
wage
increases.
As
you
know,
the
years
go
and
we
have
the
best
training,
unlimited
advancement,
opportunities,
discounted,
associate
degree
programs
with
wentworth
and
benjamin
franklin,
and
we
are
community
of
brothers
and
sisters
that
have
each
other's
back.
N
We
also
have
a
zero
tolerance
policy
for
disrespect
on
each
tweet
to
anybody
on
the
job
or,
if
anything
happens,
you
speak
up
for
trying
to
kill
that
culture
of
you
know,
don't
say
anything
if
something
happens,
and
so
we
have
a
zero
policy,
zero
tolerance
policy
for
discrimination,
harassment,
bullying
and
so
forth,
and
these
stickers
are
in
our
they're,
hard
hat
stickers,
they're
in
our
bathrooms,
they're
on
the
job
sites
and
so
on.
Next
slide,
please
uh-huh-
and
this
is
some.
N
Okay,
I'll
wrap
it
up,
so
we
have
women,
community
committees
just
same
thing:
union
women
get
paid
the
same
as
our
male
counterparts.
We
have.
You
can
go
to
the
next
slide.
Please,
and
this
is
we
have
minority
caucuses.
So
if
there's
any
issues
we
can
we
handle
it
in-house.
We
have
any.
You
know
we
uplift
each
other.
We
help
each
other,
get
educated
and
all
kinds
of
initiatives
and
it's
truly
a
of
a
brotherhood
next
slide
and
now
I'll
wrap
it
up.
N
I'm
sorry-
and
this
is
our
empower
dei
initiative-
we
hired
a
full-time
dei
coordinator
to
help
bridge
the
gaps,
so
we
can
get
out
from
the
cw
level
apprentice
level
to
our
to
get
folks
to
open
their
own
businesses,
our
minority-owned
businesses
and
women-owned
businesses,
and
so
we
want
to
make
sure
that
everybody
has
a
fair
shake
at.
A
Thank
you,
rene.
Are
you
you're
done
yeah,
pretty
much
yeah.
Thank
you
and
then
don't
worry
there'll
be
an
opportunity
for
you
to
expand
during
the
q
a
portion
of
it.
So
if
you
didn't
get
to,
thank
you
go
through
it
all.
There's
definitely
a
lot
of
time
for
you
to
do
so
in
the
round
of
questions.
Okay,
thank
you.
A
So
I'm
gonna
move
on
next
to
angela.
Thank
you
so
much
for
your
grace
and
do
really
appreciate
you
allowing
our
nade
to
go
first
so
and
angela.
You
now
have
the
floor
and
five
minutes.
Okay,.
J
I'm
gonna
try
to
keep
with
the
five
minutes.
Young
lady.
Thank
you
good
morning,
elected
members
of
the
boston
city
council,
members
of
the
committee,
the
administration
dependent
the
panel
and
all
who
have
tuned
in
to
learn
what
is
going
on
in
our
community
and
how
you
can
get
involved.
None
of
this
work
is
done
in
isolation.
J
We
must
stand
up,
speak
out
for
changes
and
accountability
before
I
get
in.
I
want
to
to
embrace
the
focus
of
a
working
group,
because
I
too
feel
that
twice
a
year
is
not
enough.
There's
so
many
things
that
happen
within
that
six
months
that
and
we
know
that
changes
need
to
take
place.
So
there
should
be
a
focused
working
group
as
it
relates
to
janine,
and
the
the
human
capacity
within
the
that
workforce
office
should
be
increased.
J
J
Another
thing
that
was
touched
on,
although
the
ordinance
was
revised
on
the
former
mayor
walsh,
the
legal
team
at
the
time
did
not
support,
including
the
wage
matrix
in
the
amendment.
So
that
is
why
the
federal
has
accountability,
but
the
state
doesn't.
So
that
is
something
we
definitely
need
to
revisit,
as
well
as
a
man
along
with
any
other
things
that
comes
out
of
this
because
sitting
at
the
table
within
in
roxbury
with
the
monitoring
committee.
J
It
is
extremely
frustrating
to
the
point
that
priscilla
brought
up
earlier,
because
we
keep
asking
for
the
same
thing,
especially
miss
dorothea
jones,
we'll
ask
when
she'll
ask
for
the
same
thing
over
and
over
and
every
time
we
get
together,
we're
still
at
ground
zero.
So
this
becomes
very
important.
J
40
years
later,
the
boston
resident
construction
employment
standard
have
yet
to
meet
its
employment
goals
for
boston
residents
and
the
boston
employment
commissions
have
yet
to
issue
any
sanctions
to
developers
contractors
who
have
been
non-compliant
over
the
years
when
asked.
Why
is
this
happening?
The
reply
is
the
city
does
not
have
the
authority.
J
As
a
matter
of
fact,
to
quote
ms
barrius
milner
at
a
commissioner
monthly
meeting.
She
stated
the
city
simply
cannot
enforce
the
workforce
participation
goal.
The
ordinance
lays
out
another
response
to
the
question.
Why
is
this
like?
This
john
barrier
spoke
to
gbh
news
regarding
the
legal
challenge
for
the
city.
He
stated:
if
we
don't
do
it
right,
we
end
up
losing
potentially
risk
losing
entire
programs.
J
The
employment
standard
policy
sets
goals
for
residents
of
boston
to
be
employed
on
construction
projects,
whether
union
or
open
shop
sites
and
the
developers
private
or
not
receive
some
form
of
benefits
from
the
city.
Unfortunately,
while
residents
of
boston
continue
to
endure
the
insecurities
of
insufficient
funds
to
meet
their
daily
basic
standards
of
living
due
to
the
exclusion
and
access
to
jobs
on
the
construction
in
the
construction
field,
project
developers
contractor
subs
continue
to
benefit
from
the
ongoing
financial
boom
in
and
around
boston.
J
There
are
numerous
concerns
from
the
community
regarding
accountability
and
the
lack
of
all
inclusive,
effective
oversight
of
the
boston
resident
jobs
policy,
employment
standards
ordinance.
There
is
a
phantom
fundamental
need
for
change
together.
Let's
make
that
change.
Let's
make
the
change.
The
policy
was
intended
to
bring
about
40
years
ago.
We
cannot
expect
change
if
we
keep
embracing
the
same
non-functional
practices.
J
J
This
hearing
is
to
review
the
boston,
employment,
commission
and
the
boston
residents
jobs
policy.
The
intent
of
the
review
is
to
examine
its
purpose,
assess
its
outcome
and
institute
changes
where
necessary,
after
40
years
of
non-compliance,
practices
and
no
record
of
science,
sanctions
and
polls,
the
boston
job
job
coalition
recommends
the
following.
A
I'm
sorry
angela,
I
know
I
I
just
I
wanted
you
to
know,
I'm
giving
you
a
little
bit
of
extra
grace,
but
if
you
could
just
I
don't
know
how
many
recommendations
you
have,
but
if
you
could
just
how
many
are
there
and
how
much
more
time
you
need,
because
I
have
to
see
josiah
jones
who's
lined
up
next
and
then
we
also
have
a
special
guest
that
was
not
intended.
J
Confirmative
recommendations
we
need
to
address
the
developers,
contractors
bonafide
address
of
employees
or
these
contractors
living
in
or
outside
of
the
city
of
boston,
compliance
to
the
projects,
the
trades,
the
union
open
shops.
It
is
important
and
in
all,
in
order
for
us
to
be
able
to
make
changes,
we
have
to
have
a
benchmark
and
right
now
we
don't.
A
O
I
am
going
to
try
to
comply
with
the
five
minutes.
I
want
to
say
good
morning
everybody
and
thank
you
for
allowing
me
this
opportunity
to
speak.
My
name
is
martha
jones
and
I
am
a
member
of
the
roxbury
strategic
master
plan
oversight
committee
and
under
that
committee
they
created
dan
richardson
and
darnell
williams,
who
were
co-chairs
of
the
oversight
committee.
They
charged
me
with
starting
a
monitoring
committee
which
monitors
the
construction
projects
and
developments
in
the
nubian
square
area,
and
I
have
been
doing
that
with
others
for
at
least
15
years.
O
Some
of
the
projects
that
we
have
monitored
are
the
area
b
police
station,
the
bowling
building,
whittier
street
health
center,
the
dudley
elderly
building
on
washington
street
madison
park,
developments
on
washington
street
tropical
foods,
as
well
as
bartlett
yard.
Some
of
these
projects,
especially
if
they
had
an
affirmative
action
officer
on
on
on
the
site.
They
were
able
to
make
sure
that
they
kept
records
of
who
was
applying
for
jobs.
Who
was
job
ready?
O
O
When
you
look
at
what
the
br
jp
does
or
is
supposed
to
do,
it
looks
fine
on
paper,
but
in
reality
it
is
a
dismal
failure.
The
policy
if
it
seeks
to
further
economic
inclusion
for
and
provide
and
promote
economic
opportunities
for
boston
residents,
people
of
color
and
women.
They
fail
100
percent
in
the
nubian
square
area.
We
have
a
5151
15
policy,
51
people
of
color
people,
51
boston
residents
and
15
women
and
oftentimes.
O
We
don't
meet
that
goal
and
we
don't
meet
that
goal
because
we
do
not
have
the
force
of
the
city,
the
awarding
authorities,
the
bjrp
or
any
other
entities
that
are
are
speaking
out
and
supporting
the
policy
in
the
way
that
they
need.
It's
the.
O
If
the
policy
is
an
opportunity
for
city
residents
to
participate
on
city-funded
construction
projects
and
to
be
able
to
direct
if
the
city,
council
and
others
are
want
to
direct
city
public
expenditures
to
our
city
residents,
so
that
they
can
get
jobs
and
training,
it
is
a
complete
and
dismal
failure.
In
my
opinion,.
O
There
needs
to
be
employment
opportunities
on
all
of
the
construction
projects.
There's
no
reason
there
are
not
opportunities
to
bring
apprentices
on,
because
you
have
a
four
year
level
of
apprentice
and
you
can
bring
apprentices
on
and
they
don't
need
training.
O
They
can
be
bought
on
and
begin
to,
work
towards
building
a
profession
for
themselves
and
for
their
families,
and
one
of
the
things
that
I
would
recommend
just
like
our
monitoring
committee
is
based
on
volunteers.
O
I
think
that
in
every
section
of
the
city,
where
matapan,
dorchester
and
roxbury
continuing,
I
think
there
should
be
monitoring
committees
and
the
city
councilors
should
set
up
committees
of
community
residents
that
want
to
monitor
the
jobs
in
their
community
to
see
how
many
of
those
residents
are
being
employed
on
these
construction
sites.
O
We
can
say
a
whole
lot
of
pretty
words,
but
if
we
don't
do
the
actions
that
are
going
to
uplift,
our
people,
we
all
fail.
The
city
fails.
The
leadership
fails,
the
the
awarding
authorities
fail
the
bjrp
office.
If
they
are
not,
they
said
that
they
had
seven
seven
compliant
measures,
two
of
which
are
the
pre
pre-construction
meetings.
Getting
the
certified
payrolls
and
collective
actions
and
I'm
focusing
on
those
three
because
pre-construction
meetings,
if
they're
held
they
are
not
held
with
all
subcontractors.
O
None
of
them
are
making
sure
that
the
policy
is
followed
and
that
citizens
of
this
city,
and
especially
black
people,
are
not
being
hired
on
the
jobs.
And
I
see
that
you
want
to
say
something
quick
to
me
and
I
want.
I
have
a
lot
to
say,
because
I've
been
hearing
a
lot
of
a
lot
of
words
coming
out
and
everybody
is
trying
not
to
step
on
people's
toes.
O
Sometimes
you
have
to
step
on
people's
toes
if
you're
going
to
make
change.
If
you
don't
want
to
make
change
and
you
want
to
sit
and
say
pretty
words
and
sound
and
make
it
sound
like
there
is
something
being
done,
then
by
all
means.
Do
that,
but
I'm
not
that
kind
of
a
person
don't
intend
to
be
and
never
will
be.
I
write
some
leadership.
O
I
want
leadership
to
step
up
and
be
accountable
to
the
people
that
are
electing
them.
If
you
can't
do
that,
then
I
think
everybody
needs
to
go
home
and
figure
out
a
way
where
they
are
going
to
be
accountable
to
the
most
vulnerable
of
the
people
that
live
in
our
community
so
that
they
can
be
uplifted
and
they
can
they
can
share
in
the
wealth
and
the
resources
of
this
great
city.
Yes,.
A
A
You
can
review
the
tape
that
everybody
had
an
opportunity
to
go
a
little
bit
over
and
because
I
think
this
is
something
that
you
know
it's
important
for
us
to
recognize
that
accountability
is
360
and
as
the
council
we
approve
the
budget,
and
so
we
also
need
to
recognize
the
role
that
we
have
played
in
getting
us
here
right.
So
the
administration,
the
city
council,
the
contractors.
A
A
I've
been
asked
and
advised
by
council
louisiana
that
we're
going
to
add
one
more
person
to
the
panel,
so
I
am
going
to
ask
brooke
wilson,
you
are,
you
will
have
the
floor.
You
are
the
director
of
the
director
of
the
trade
partner
at
the
diversity
for
suffolk
construction.
A
P
Okay,
thank
you,
madam
chairwoman,
and
thank
you
council
luigi
for
inviting
me
to
speak
today.
I
have
a
long
history.
With
this
program.
I
got
my
professional
start
working
for
bruce
bowling,
who
has
been
acknowledged
as
the
author
of
the
brjp
ordinance
and
then
I
was
also
ran
the
br
jp
office
for
many
years
working
with
people
like
dorothea
jones.
One
of
the
things
that
we
did
is
we
did
open
up
that
process
of
how
the
monitoring
gets
done.
P
I
co-chaired
the
access
and
opportunity
moderating
committees
with
chuck
turner
at
the
b2
high
school
at
the
bowling
building
and
through
that
processes.
I
know
everyone
is
still
highly
frustrated
where
the
numbers
are
overall,
but
I
would
say
I've
seen
the
trajectory
where
the
numbers
for
people
of
color
and
women
through
brjp
has
gone
up.
If
you
look
back
to
the
numbers
that
were
presented
at
the
beginning
of
this
hearing
to
see
that
women
are
almost
at
10
percent
and
people
of
color
over
30
percent,
that
was
really
unthinkable
when
we
started
doing
this
work.
P
P
P
Priscilla
approached
me
several
months
ago
about
the
evening
program
at
madison
park.
She
indicated
it's
fine,
that
we
train
these
kids,
but
we
have
all
kinds
of
adults
in
the
community
who
aren't
working.
So
I
worked
I'm
working
with
charlie
cofield
right
now
to
get
the
graduates
of
that
program
into
apprenticeship
opportunities.
P
So
I
think
you
know
again,
I
get
I
get
the
passion,
the
energy,
but
I
think
we
have
to
step
back
at
some
point
and
look
at
some
of
the
progress
that
has
been
made
and
then
regroup
and
think
about
how
we
can
proceed,
and
I
I
really
appreciate
the
leadership
of
the
new
members
of
the
city
council
council.
Warrell
has
reached
out
to
me
on
several
occasions.
Obviously,
council
louis
jen
has
councilman
here.
This
is
the
second
time
I'm
before
your
committee,
so
I
know
you're,
leading
on
these
issues.
You're
driving
these
issues.
P
We
want
the
change,
I
think
we
can
get
there.
I
I
appreciate
it
local
103,
showing
those
slides
where
they
talked
about
our
project,
winthrop
center
and
the
things
we're
doing
with
local
103.
There
are
tremendous
efforts
here.
They
just
need
to
be
better
coordinated,
I
think,
and
they
need
to
be
driven
to
scale
a
bit
more,
so
we
can
really
move
the
needle
on
getting
more
boston
residents
working
on
these
projects.
Thank
you
for
having
me.
A
I
love
it
and
you
bring
a
lot
of
historical
perspective
too
right,
and
so
I
just
want
you
to
know.
You
got
two
more
minutes
and
I
would
love
to
you
know,
give
you
an
opportunity.
If
you
have
anything
else
to
say,
and
if
not,
I
would
create
an
opportunity
for
my
colleagues
for
being
asking
questions,
but
I'm
so
glad
that
you
came
on
as
an
as
an
addition
to
to
this
panel
because
I
think
the
historical
perspective
and
also
the
long,
the
longevity
right.
A
It's
like
we
need
to
think
about
the
outcome,
but
I
believe
the
process
and
how
we
go
about
getting.
There
is
just
as
equally
as
important
and-
and
I
think
you
being
in
the
space
for
as
long
as
you
have
and
now
being
in
the
position
that
you're
in
can
really
help
move
that
I.
P
A
Thank
you.
Thank
you,
so
much
so
with
that
said,
I'm
going
to
move
on
to
questions
from
my
council
colleagues
and
we're
going
to
start
off
with
the
lead
sponsor
which
our
counselor
luigen,
followed
by
brian
morrell,
then
counselor,
tania,
fernandez,
anderson
and
then,
if
any
of
my
colleagues
are
still
with
us,
I'll
make
sure
to
call
on
you
so
council
louisian.
You
now
have
the
floor
and
five
minutes.
B
Mistake,
thank
you,
madam
chair,
and
I
also
just
want
to
thank
everyone
for
being
here.
It
is
a
wide
diversity
of
thought
and
people
that
we
brought
together,
and
that
was
very
intentional
because
I
think
there
are
folks
with
a
lot
of
institutional
knowledge
and
a
lot
of
different,
takes
on
the
successes
and
or
failures
of
brjp.
B
So
you
know
shout
out
to
the
boston
jobs
coalition
to
the
union.
Folks,
on
the
line,
I
guess
my
question.
My
first
question
I
think,
would
be
directed
towards
angela
and
dorothea
regarding
rebuilding
out
the
capacity
of
the
office
and
what's
needed
there.
If
you
have
thoughts
on
you
know
what
we
can
be
pushing
for
from
within
city
hall
when
it
comes
to
capacity
building
around
brjp,
I
know
angela
had
mentioned
you
had
you
had.
I
just
wanted
to
make
sure
that
I
we
had
clarification
around.
J
Understanding
is
that
in
the
workforce,
development
area
janine
is
by
herself.
I
have
attended
a
few
workshops
and
the
level
of
work
that
is
needed.
The
level
of
attention,
the
data
collection,
the
outreach,
the
putting
together
of
these
various
job
fairs.
J
That
is
not
a
one-person
job
and
right
now
she
is
sober.
So
I
think
it's
when
I
first
spoke
with
her
or
heard
about
it.
I
was
like
this
is
his
this
office
is
being
set
up
to
fail,
because
it's
you,
you
can't
do
the
level
of
outreach
that
you
need
to
do.
O
I
think
that
one
of
the
things
there
has
to
be
more
collaboration
with
the
unions
to
make
sure
that
people
from
different
trades
are
getting
the
kind
of
training
and
skill
building
needed
to
go
on
construction
sites.
It's
easy
for
the
carpenters
union,
the
laborers
union,
and
maybe
a
little
more
so,
but
still
under
the
level
of
carpenter
and
laborer
for
the
electrical
workers
union.
But
there
are
many
many
trades
that
are
used
on
construction
sites
and
most
of
those
trades
are
not
training
people
from
within
our
community.
O
They
are
not
training
women.
Maybe
it's
a
lack
of
information
coming
to
them
in
a
timely
manner,
but
whatever
it
is,
I
think
that
needs
to
be
altered.
I
think
also
these
awarding
agencies
like
parks
and
recs
and
public
utilities.
O
I
think
they
do
a
very
poor
job
of
making
sure
that,
on
the
projects
that
they
are,
the
awarding
authority
that
there
are
not
enough
people
of
color,
boston
residents
and
women
on
those
jobs
and
one
of
the
things
that
has
been
habitual
in
the
15
plus
years
that
I
have
been
monitoring
construction
projects
is
the
people
of
color
are
mostly
coming
from
outside.
A
A
O
O
I
would
also
say
that
the
city
councilors
have
a
responsibility
to
their
constituents.
Please
do
not
leave
your
constituents
who
have
been
left
out
and
marginalized
for
decades
upon
decades
with
this
city,
please
speak
up,
for
them
take
action
for
them
so
that
they
can
feel
that
this
city
also
belongs
to
them.
B
Thank
you
dorothy.
I
think
you
brought
up
a
good
point
and
we
were
looking
at
the
data.
We
actually
saw
that
the
compliance
numbers
the
percentages
were
higher
on
private
projects
than
they
were
on
public
projects
and
you'd
expect
us
to
be
getting
it
a
lot
better
than
on
our
project.
So
I
think
that
is
a
really
valid
point
and
something
that
my
office
will
definitely
be
looking
into.
A
Another
question
I
just
wanted
to
just
be
mindful
of
just
want
to
just
let
you
know
that
the
timer
has
gone
off.
If
you
have
one
more
question
you're
more
than
welcome
to
ask,
but
I
want
you
to
know
that
we
have
the
two
other
co-sponsors
that
are
on
deck
for
questions.
So
I
just
want
to
make
sure
that
if
you
do
have
another
question,
if
you're
going
to
ask
a
second
round
of
questions,
it'd
be
good
to
know
that
as
well.
A
B
Thank
you.
This
question
is
targeted
towards
brooke
and
renee,
and
mr
cofield,
if
you're
in
a
place
where
you
can,
you
can
speak,
I
know
you
were
in
transit,
but
you
know
you
all
talked
to
us.
You
know
I'm
sure,
there's
obviously
successes
still
at
you
know,
challenges
still
within
south
fake
and
within
ibw
and
the
carpenters,
but
to
accept
that
you
present
data,
the
things
that
you
guys
are
getting
right.
What
are
your
counterparts?
B
What
are
you
doing,
that
your
counterparts
aren't
doing
either
in
construction
or
in
unions
to
make
sure
that
we
are
getting
those
numbers
up
or
what
makes
it
easier
for
you
to
be
able
to
do
that
compared
to
others.
P
I
really
can't
speak
about
others.
I
know
one
thing
at
suffolk
and
dorothea
brought
this
point
up.
It's
really
important
that
each
and
every
subcontractor
working
on
the
project
does
have
a
pre-construction
meeting
where
all
these
requirements
are
gone
are
reviewed
and
they
have
to
submit
a
plan
for
how
they're
going
to
do
it.
They
have
to
submit
projections.
P
We
do
that
on
all
our
projects,
with
our
contractors
right
everybody's
responsible
for
hitting
the
goals
right.
So
not
just
relying
on
certain
trades
to
somebody
else
made
the
point.
It
might
even
been
dorothy,
it's
not
just
the
labor.
It's
not
just
the
carpenters.
We
have
to
get
the
mechanical
trades
to
be
more
diverse.
P
That's
why
again
I'll
beat
on
the
same
drum.
You
know
it's
really
important,
that
we
train
boston
residents
for
these
highly
skilled
licensed
trades,
which
are
not
the
easiest
ones,
but
they're,
often
the
most
lucrative
ones.
P
So
it's
the
plumbing
it's
the
electrical
103
is
a
great
partner
right,
they're,
doing
incredible
things
with
diversity,
but
that's
really
where
we're
going
to
move
the
needle,
but
it
it
it
is
really
each
and
every
tier
that
needs
to
participate.
If
we're
going
to
get
close
to
meeting
these
goals
when
it
comes
to
boston
residents,.
N
I
agree
and
I
really
can't
speak
on
what
other
people
are
doing.
You
know
what
I
mean,
but
I
can
say
that
we've
been
throwing
this
word
intentional
around
a
lot
today
right,
but
we
are
intentional
about
who
who
we
target
right.
So
we
go
into
madison,
but
we
have
partners
with
madison
park
and
we
look
at
that.
N
We
go
to
job
fairs
around
the
city
and
in
the
in
the
community
centers
and
the
churches
and
the
schools
and
just-
and
it
really
is
just
letting
folks
know
that
this
is
available
to
you
and
telling
the
moms
and
the
dads
that
you
know
some
folks
want
their
children
just
to
go
to
college.
But
you
know
we
have
partnerships
with
college.
So
it's
that
just
just
getting
that
getting
people
exposed
to
the
opportunity,
because
that's
and
then
we
have
a
once
a
year
application.
N
So
it's
in
november
and
sometimes
people
will
get
frustrated.
They
don't
want
to
wait
till
november
and
then
you
know
so
it's
just
it's
a
process.
It
really
is,
but
I
can't
speak
to
what
other
people
do,
but
I
do
know
that
we
are
intentional
about
the
mentoring
piece
and
the
recruit
recruitment
piece
and
just
making
sure
that
folks
know
that
there's
someone
before
you
and
you
got
to
pull
up
someone
behind
you.
So.
I
I
I
We
can't
bring
everybody
in
because
we're
not
getting
the
phone
calls
from
all
of
the
contractors
for
for
manpower
needs
because
they're
trying
to
bring
folks
in
from
other
other
places,
not
that.
C
I
Accepting
what
they're,
what
you
know,
sometimes
what
they're
trying
to
do
and
but
we're
letting
them
know
that
we
have
to
meet
these
goals
as
well
as
our
partnerships
with
all
the
other
trades.
We
work
we're
working
together
with
all
the
trades
so
much
closer
than
we
have
in
the
past,
and
we
are
one
team.
I
If
they
don't
want
to
come
in
the
carpenters,
we
point
them
to
the
electricians:
plumbers
pipefitters,
ten
knockers
whatever,
and
making
sure
that
there's
a
place
for
everybody.
Thank
you.
B
Thank
you.
I
appreciate
that
charlie
and
I
know
that
a
lot
of
the
trades
are
out
there
doing
the
great
work
and
overnight
at
ibmw,
has
hired
a
dei
a
di
person,
who's
committed
who's
in
and
in
communities.
B
So
I
just
thank
you,
for
you
know
there
are
lots
of
challenges,
but
there's
also
some
progress,
and
I
thank
you
all
for
you
know
your
commitment
to
being
in
these
spaces
that
you
know
also
are
not
difficult
for
you
all,
and
so
I
appreciate
the
work
and
the
effort
that
you
all
are
putting
in.
Thank
you.
A
Thank
you,
council
illusion,
I'm
going
to
move
on
now
to
councillor
morrell.
You
now
have
the
floor.
D
Thank
you,
madam
chair,
and
I'm
excited
to
see
so
many
fierce
and
passionate
advocates
fighting
for
jobs.
You
know
for
black
and
brown
people
right
here
in
the
city
of
boston,
very
important,
and
I
know
in
past.
In
past
hearings
there
was
in
the
idea
of
an
advisory
committee.
Was
that
ever
established
and
if
it
wasn't,
I
would
love
to.
You
know,
try
to
help,
establish
and
convene.
D
You
know
whether
it's
the
unions
to
talk
about
best
practices,
the
advocates
to
give
us
the
policy
recommendations
that
way
we're
having
a
discussion
to
everyone's
point
more
than
twice
a
year.
The
other
other
point
I
I
would
like
to
make
too
is:
I
believe
that
vote
tech
should
be
in
every
school
in
the
city
of
boston.
You
know
we
just
looked
at
some
data.
D
I
think
yesterday,
there's
15
364
9
to
12th
graders
inside
the
boston,
public
schools
and
yes,
madison
could
be
a
pivotal
pivotal,
a
real,
critical
part
of
it,
but
I
believe
that
option
needs
to
be.
You
know
available
to
all
of
our
boston
public
school
students,
but
yes,
just
wanted
to
see.
If
you
know
the
advisory
committee
was
that
ever
established
from
last
year's
conversation
and
if
not,
I
would
love
to
work
with
everyone
in
this
group
to
help
create
that.
So
this
discussion
is
ongoing.
O
I
will,
I
think,
an
advisory
committee
is
a
great
step
forward,
but
I
think
if
the
advisory
committee
is
not
going
to
press
the
city,
then
I
think
an
advisory
committee.
I
mean
everybody
gets
tired
of
just
saying
words.
We
really
I'm
I'm
almost
80
years
old.
O
Are
we
going
to
fight-
and
I
mean
fight
for
these
young
people
so
that
they
are?
You
know
here
we
have
all
of
these
contractors
that
are
making
money
head
over
hands
benefiting
from
the
boston
jobs,
residency
policy.
What
benefit
are
our
young
people
gaining
from
it?
None
and
that's
where
we
need
to
put
up
the
fight.
We
need
to
charge
these
developers
that
come
into
the
city.
Many
of
them
don't
live
in
the
city,
have
no
intention
of
living
in
the
city
and
don't
even
have
an
intention
of
hiring
people
from
our
city.
O
D
Yeah-
and
I
saw
andre
mr
lima
come
off
of
come
come
on
camera,
I'm
not
sure
if
you
wanted
to
weigh
in.
F
I
just
wanted
to
respond
to
the
comment
about
the
advisory
committee.
I
I'm
happy
to
follow
up
with
counselors
about
that.
I
think
this
is
the
first
time
that
I'm
hearing
about
the
prospect
of
an
advisory
committee,
though
I
imagine
that
this
has
been
the
these-
were
conversations
that
were
had
either
last
year
or
before.
I
was
in
this
role,
but
I'm
happy
to
explore
that
with
counselors
in
the
future
to
bring
some
more
input
into
the
the
rjp
and
back
process.
F
Although
the
the
boston,
employment
commission
hearings
are
public
meetings
that
occur
every
every
month
and
the
commissioners
do
a
wonderful
job
of
making
sure
that
voices
are
heard
there.
So
I
do
want
to
call
out,
commissioner
burton
commissioner
cofield
and
other
commissioners
who
are
not
with
us
today
and
they're
in
their
attempts
and
success
in
making
those
hearings
open
to
the
public
and
a
conversation.
K
Yes,
I
like
the
idea
of
the
advisory
committee,
but
I
mean
that's
just
more
people
having
to
come
out
for
more
meetings
and
we
dorthia
angela
myself.
We
have
been
attending
these
meetings
for
years
and
we
don't
see
no
change,
that's
the
issue.
When
are
we
going
to
see
some
change
and
I
agree
with
dorothea
about
our
children,
our
children
out
here,
shooting
and
killing
each
other,
because
they
can't
find
work
and
it's
not
fair
and
it's
not
right
and
something
has
needs
to
be
done
for
real
for
real,
no
more
talk.
Talk
is
cheap.
A
Talk
is
expensive
these
days
because,
right
now,
when
nothing
happens,
it
costs
us
every
single
cent
right
now,
and
so
I
I
appreciate
that
council
overall,
I
just
want
to
be
really
super
mindful
that
the
time
has
gone
off.
D
And
the
last
thing
yeah,
the
last
thing
man
of
miss
williams-
mitchell,
if
you
can
send
me
those
lists
of
recommendations
or
anyone
on
this
cough
list
of
recommendations.
D
I
love
to
explore
those,
and
just
also
want
to
advocate
to
revising
the
boston
resident's
job
policy
to
at
least
include
wage,
and
you
know
strengthen
that
more
so
we
can
enforce.
You
know,
heftier
fines
and
hold
those
not
in
compliance
accountable.
Thank
you.
A
Will
do
thank
you.
I'm
gonna
move
on
now
to
counselor
tanya
fernandez
anderson.
You
now
have
the
floor
in
five
minutes
and
we're
still
gonna
do
public
testimony
and
I'm
gonna
ask
central
staff
to
see
if
we
have
any
and
just
to.
Let
us
know
so
that
we
can
give
an
opportunity
for
my
colleagues
to
do
closing
remarks
and
we
can
move
things
along
counselor,
tony
fernandez
anderson.
You
now
have
the
floor.
E
Thank
you,
chairwoman.
I
actually
don't
have
any
questions.
I
think
that
you
know
I'm
looking
forward
for
whether
this
is
going
to
go
to
a
working
session
or
next
hearing.
I
rather
reserve
my
energy
for
us
to
actually
dive
into
this
and
figure
out
solutions
on
ensuring
that
we're
actually
doing
what
we
are.
E
What
we
need
to
do,
I'm
not,
I
won't
say
what
we
are
supposed
to
be
doing,
because
I
think
that
people
have
good
intentions
and
may
be
working
to
the
best
of
their
ability
with
the
resources
offered,
and
sometimes
it
means
that
we
have
to
re-strategize
the
formula
and
recreate
the
metrics
or
whatever
we
have
to
do
or
or
implement
efforts
that
actually
are
more.
E
You
know
best
practice
proven.
So
I
think
you
know
with
that.
With
that
in
mind,
hopefully
we
are
all
looking
to
do
the
right
thing
and
ensure
equity
in
in
in
the
city
of
boston.
I
look
forward
to
that
work
and
again,
like
I
I
just
don't
want
to.
I
just
want
to
keep
talking.
I
just
want
to
get
to
it.
I
just
want
to
see
what
what
is
the
problem
and
what
can
we
do
about
it.
A
Thank
you.
I
know
that,
and
I
so
appreciate
your
eloquence
and
your
call
to
action,
because
that's
exactly
what
I
think
this
moment
requires,
and
I
see
that
renee
you
have
your
hands
up
and
would
love
to
give
you
the
floor.
N
Thank
you.
I
I
I
can
feel
the
frustration
and
I'm
with
you
with
everybody,
with
the
frustration
and
I'm
a
construction
worker.
So
I
like
to
work
with
my
hands.
I
like
to
see
what
I've
done
with
my
hands.
I
like
to
see
the
results,
but
I
think
everybody
here
is
on
the
same
page
and
I
really
think
relationships
should
I'm
new,
I'm
a
newbie
right.
N
So
I
know
you
guys
have
been
here
a
lot
longer
than
me,
but
relationships
is
the
way
that
we
can
close
the
gap,
because
I
personally
am
I'm
I'm
biased
to
unions.
I've
been
a
you,
I'm
a
union
com.
I
raised
my
family
in
union
blah
blah
blah,
but
I
think
that
that's
the
best
way
to
close
the
the
wage
gap,
and
I
think
that
relationships
and
if
you,
when
we
brian
doherty,
has
so
many
with
the
greater
boston
labor
council.
N
We
have
so
many
so
many
opportunities
and-
and
he
has
a
list
of
when
the
apprenticeship's
open-
and
you
know
just
flooded
into
everywhere
with
any
that
we
need
to
like
there's
a
way
to
get
to
to
fix
this.
I
know
it
and
maybe
I'm
being
young
and
naive,
but
I
feel
like
we
could
fix
this
and
we
could
do
better
and
I
just
I
feel
the
frustration
and
rightfully
so,
but
we
I
feel
like
we
can
fix
it.
N
A
There's
a
lot
of
things
already
happening,
but
we
are
all
working
oftentimes
in
our
own
silos
and
I
think
we
have
an
opportunity
to
really
break
down
those
walls
literally
and
get
to
working
and
rebuilding
as
a
collaborative
instead
of
fighting
and
doing
this,
like
we
do
all
the
time
is
that
everybody
here
has
a
role
to
play
in
in
moving
this
work
forward,
and
I
think
that,
in
the
true
spirit
of
collaboration
is,
is
the
way
that
we
need
to
move,
and
I
look
forward
to
not
only
continuing
this
conversation
but
to
the
comments
that
I
made
earlier
is
that
you
know
this.
A
Every
two
years
is
not
enough,
and
I
do
agree
with
charles-
and
my
hope
is.
Is
that
there's
another
committee
that
I
chair,
which
is
government,
accountability
and
transparency
and
accessibility,
and
I
think
through
that
lens
that
we
might
have
an
opportunity
to
dive
in
a
little
bit
deeper
into
some
of
the
the
accountability
factors
and
pieces
that
does
not
relate
to
the
specific
bi-annual
situation.
A
So
that's
I'll
be
looking
at
that
with
my
team
to
see
if
we
can
work
alongside
the
lead
sponsors
to
kind
of
really
shepherd
this
work
along
in
a
way
that's
going
to
be
forward
moving.
But
I
would
love
to
give
to
check
in
with
the
central
staff
to
see
if
we
have
any
public
testimony,
and
I
also
would
like
to
give
my
colleagues
an
opportunity
if
they
have
closing
remarks
to
raise
their
hand
and
and
and
if
you're
interested
in
closing
remarks.
A
A
I
I
don't
think
we
have,
I
I
don't
know
if
we
have
any
public
testimony:
okay,
central
staff,
if
you
can,
is
anyone
signed
because
I
don't
see
anyone?
A
A
Where
we,
where
we
land
and
we're
here,
for
the
work
and
and
and
working
in
partnership
with
the
gu,
so
I'm
not
gonna
hog
up
the
mic,
I'm
gonna
take
it
over
to
counselor.
Whoever
wants
to
have
any
closing
remarks.
Just
thank
every
the
panelists
for
your
thought.
Leadership
for
your
passion,
for
your
commitment
to
this
work
and
we're
going
to
keep
this
in
committee.
But
I'd
like
to
ask
my
colleagues
if
they
have
any
closing
remarks.
This
would
be
the
time
to
raise
your
hand
to
share
them.
B
Thank
you,
madam
chair.
I
just
want
to
thank
everyone
again
who
came
to
this
space
to
work
towards
attaining
the
you
know
the
spirit
of
brjp,
and
I
just
want
to
make
sure
that
we're
working
towards
attainables
so
that
six
months
from
now
right.
This
is
buying
a
review.
B
We're
not
asking
the
same
questions
so
that
we
feel
like
we're
moving
the
ball
forward,
and
so
the
things
that
you
know
hopefully
between
now
and
then
we
hope
to
be
able
to
explore,
is
and
and
know
more
about,
is
the
segregation
of
of
data
by
race
regarding
those
compliance
numbers.
B
Also,
I
I
heard
also
council
flaherty
mentioned
this-
the
city
and
the
administration's
ability
to
lean
into
the
ordinance
a
bit
more
and
be
less
fearful
of
drawing
those
lawsuits,
because
what
good
is
an
ordinance,
if
you're
not
willing
to
back
it
up
and
go
to
map
for
it.
So
hopefully
we
can
work
alongside
the
administration
to
get
there.
Also,
some
other
really
great
ideas
around
exploring
advisory
committee.
So
hopefully
that's
something
that
we
can
talk
about
again,
not
for
us
more
talk
if
it's
not
leading
to
anything.
B
But
if
it's
a
serious
proposal
you
know,
I
also
want
to
shout
out
jc
the
new
commissioner
of
back.
I
think
we
heard
with
her
when
she
spoke
incredible
intention
to
really
use
the
carrots
and
sticks
of
the
brj
pita,
hopefully
move
the
needle
and
you
know
a
lot
of
intentionality
around
madison
park.
So
hopefully
we
can
lean
in
there
and
continue
to
do
the
work.
I
think
in
terms
of
the
capacity
building
of
the
office.
B
It's
something
that
I
want
to
look
into
in
partnership
with
a
lot
of
dorothea
suggestions
around
community
monitors.
So
I
just
want
to
thank
everyone
for
bringing
their
honesty
and
their
work
to
the
space
as
we
try
to
make
sure
that
people
in
the
city
of
boston,
black
folk
people
of
color
women
are
able
to
you
know,
be
at
the
table
and
not
just
on
the
menu
and
really
participate
in
the
prosperity
of
the
city.
So
thank
you.
Everyone.
A
Just
curious,
if
any
other
of
my
colleagues
are
interested
in
closing
remarks,
you're
more
than
welcome
to
do
so.
I
see
brian
council
over
all
your
hands
up,
so
you
not
have
the
floor.
D
All
right,
thank
you,
madam
chair,
and
I
won't
belabor
a
point,
but
I'm
here
to
get
to
work,
so
please
feel
free
to
give
me
a
call.
Send
me
the
emails.
Let's
do
this:
let's
do
this
because
our
our
community,
our
people,
are,
they
need
it
and
they're
expecting
us
to
do
it.
So
I'm
here
to
fight
so
I'm
here.
K
A
As
you
can
see
the
sleeves
to
get
the
work
done,
and
I
really
do
appreciate
dorothea
specifically
calling
us
out
in
calling
us
into
action,
so
we
hear
you,
we
appreciate
you
and
trust
that
we
will
be
doing
the
work
in
collaboration
with
community
and
those
other
stakeholders.
So
thank
you
all
for
being
here
without
further
ado.
As
the
chair,
I
will
move
to
recommend
that
this
ought
to
stay
in
in
our
committee,
but
for
now
I'm
going
to
call
this
hearing
to
a
close.
Thank
you
so
very
much.