►
From YouTube: Committee on Government Operations on October 20, 2020
Description
Docket #0945 - Ordinance amending Chapter 12-9 of the City of Boston Code, Ordinances, regarding human rights
A
B
C
Afternoon,
everyone
started
as
soon
as
we're
waiting
for
councillor
campbell
right,
she's.
D
B
Okay,
all
right,
let's
get
all
right,
so
I
have
counselor
campbell.
Just
confirming
you
can
hear
me.
We
can
hear
you.
C
Yes,
I
can
thank
you.
You're
welcome
all
right,
all
right,
all
right,
so
I'm
gonna
go
ahead
and
start
this
hearing
very
excited
good
afternoon.
Everyone,
I'm
city,
council,
lydia,
edwards,
chair
of
the
committee
on
government
operations.
It
is
tuesday
october
20th
2020,
and
we
are
here
today
for
a
virtual
hearing
on
docket
0945,
an
ordinance
amending
chapter
12-9
of
the
city
of
boston
code,
ordinances
regarding
human
rights,
councilor,
andrea
campbell
and
counselor
council.
C
President
kim
janey
sponsored
this
proposal,
and
it
was
referred
to
the
committee
on
august
19
2020.,
in
accordance
with
governor
baker's
executive
order,
we're
modifying
our
meeting
to
allow
for
this
process
to
happen
on
zoom.
This
helps
us
balance
public
health
issues,
but
also
allows
us
to
do
our
jobs.
This
the
public
may
watch
this
meeting
via
live
stream
at
www.boston.gov
city
council
dash
tv,
and
it
will
be
re-broadcasted
at
a
later
date
on
comcast,
slash,
eight
or
comcast
8
rcn82,
slash
verizon
1964
for
public
testimony.
C
Written
comments
may
be
sent
to
the
committee
email
at
ccc.go
boston.gov
and
will
be
made
part
of
the
record.
This
proposal
amends
the
city
of
boston
code,
chapter
12-9
by
adding
new
sections
that
would
prohibit
covered
employers
from
discriminating
against
employees
or
applicants
based
upon
credit
history
information
and
imposes
penalties
for
violations.
C
Locket
0954
contains
exemptions
for
a
position
or
employment
classification,
where
credit
information
is
an
established
bona
fide
occupational
requirement
and
the
city
of
boston's
human
rights
commission
would
have
the
authority
to
enforce
the
provisions
of
this
proposal
with
us
today
from
the
administration
are
vivian
leonard
director
of
human
resources,
city
of
boston,
alvandro,
cavallo,
executive,
director
of
the
boston
human
rights
commission,
of
the
city
of
boston
lynn,
sanders
deputy
director
of
the
mayor's
office
of
workforce
development
city
of
boston.
Also
joining
us
is
nadine
cohen,
from
greater
boston
legal
services.
C
I
think
I'm
not
sure
if
nadine's
come
on
yet,
but
she
will
and
I'll
just
go
ahead
and
introduce
her
she's
again
from
the
greater
boston
legal
services.
So
I'm
going
to
turn
it
over
after
I
introduce
all
of
my
colleagues
who
are
here
today.
I
will
turn
it
over
to
the
lead
sponsors
for
opening
remarks
and
then
we're
going
to
get
to
business.
We've
been
joined
also,
I
have
two
blue
hands
by
michael
flaherty
and
julia
mejia.
C
Okay,
okay,
so
joining
us
today
we
have
counselor
liz,
braden,
counselor,
ed
flynn,
counselor
kenzi,
bach,
counselor,
kim
janey,
the
co-sponsor
counselor
campbell,
co-sponsor
julia
mejia
and
counselor
flaherty.
C
I'm
going
to
go
ahead
and
turn
it
over
to
the
lead,
sponsors,
counselor,
janie
and
counselor
campbell
for
any
opening
remarks
we'll
go
through
very
briefly,
I'm
going
to
move
this
along
because
I
think
this
is
such
an
exciting
moment,
but
I
don't
want
us
to
be
kind
of
caught
in
the
moment.
I
really
want
us
to
get
the
work
done
so
to
counselor,
janie
or
council
campbell,
whoever
you
would
like
to
go.
First.
E
All
right,
thank
you,
madam
chair,
and
thank
you,
madam
president,
honored,
to
co-sponsor
this
ordinance
with
you.
It
continues
the
work
actually
that
I
did
with
now,
congresswoman
presley
back
in
2016..
E
We
went
back
and
forth
and
this
is
sort
of
bringing
it
back
to
the
forefront,
and
I
think
it's
a
critical
time
to
do
so.
E
Ordinance
in
simple
terms,
establishes
protections
against
unlawful
credit
discrimination
in
employment
practices
in
the
city
of
boston,
credit
checks
have
proven
to
be
a
barrier
to
employment,
for
individuals,
burdened
with
student
loans,
medical
bills
or
those
who
have
been
involved
with
the
criminal
justice
system.
This
legislation
would
make
it
unlawful
in
a
discriminatory
practice
for
an
employer
to
seek
procure
or
use
credit
information
regarding
an
employee
or
applicant
in
connection
with
hiring
discharge,
tenure,
promotion,
discipline
or
any
other
condition
of
employment.
E
There
is
no
evidence
that
one's
credit
history
is
determinative
of
one's
success
as
an
employee
and
that's
a
critical
point,
because
already
we've
heard
from
folks
that
suggest
that
this
is
critical
information
to
determine
one's
character
or
success.
It's
not
true.
However.
What
we
do
know
is
credit.
History
can
be
a
significant
barrier
to
someone
who
is
looking
to
obtain
a
job,
especially
for
those
in
our
black
and
latinx
communities,
who
are
more
likely
to
report
bad
credit
which
they
often
attribute
to
debt
for
medical
bills.
E
Obviously
we
are
in
the
midst
of
covet
19,
and
these
issues
are
only
going
to
get
worse
as
people
are
facing
high
unemployment
rates
or
losing
their
job.
I
should
say,
or
of
course,
are
in
fear
of
being
evicted
or
having
other
things
turn
up
on
their
credits,
credit
score
or
anything.
With
respect
to
medical
costs,
this
is
going
to
prove
an
even
more
significant
barrier
to
folks
obtaining
employment,
which
we
know
is
critically
important,
not
only
for
an
an
individual
and
a
resident
to
be
employed.
E
It's
important
to
close
the
racial
wealth
gap,
it's
important
for
the
community
and
it's
important
for
the
city's
economy
and
by
eliminating
barriers
to
most
jobs.
This
legislation
makes
access
to
employment
opportunities,
more
equitable
in
the
city
of
boston,
and
would
I
think-
and
I
think
my,
madam
president
and
co-sponsor
would
agree-
be
one
solution
to
close
the
profound
racial
wealth
gap
here
in
the
city
of
boston.
E
Other
cities
such
as
new
york,
chicago
philadelphia,
have
done
this,
and
so
I'm
looking
forward
to
a
robust
conversation
with
the
administration,
and
I
appreciate
you
guys
being
here
as
well
as
with
my
council
colleagues
and
advocates,
I
will
tell
you
there
were
some
folks.
We
have
been
engaging
on
this
issue
who
have
been
doing
some
of
the
work
who
could
not
make
the
hearing
today
so
we'll
make
sure
that
we
get
testimony
and
information
from
them
which
can
also
inform
this
conversation
as
well.
E
So
thank
you,
madam
president,
for
your
partnership
and
thank
you,
madam
chair,
for
scheduling
this
so
quickly
and
for
your
leadership.
Thank
you.
D
Thank
you
so
much
madam
chair,
and
I
want
to
start
by
thanking
my
sister-in-service
counselor
campbell
for
her
partnership
on
this
ordinance
to
outlaw
discriminatory
credit-based
practices
used
by
employers,
but
also
for
her
leadership
on
this
issue.
I
thank
you
for
bringing
our
former
colleague
congresswoman
ayanna
presley
into
this
space
certainly
want
to
recognize
her
leadership
as
she
continues
to
fight
on
this
very
issue.
D
As
a
counselor
I
have
really
and
as
an
organizer,
I
have
really
centered
racial
and
economic
justice
issues
and
all
of
my
work.
This
is
no
different.
We
know
that
using
credit
checks
can
unfairly
penalize
individuals
who
are
burdened
with
student
loan
debt.
We
had
a
good
hearing
about
that
last
night,
people
with
medical
bills
or
otherwise,
who
just
have
bad
credit
history
and
more
often
than
not,
it
is
poor.
D
Black
and
brown
folks,
who
are
often
disproportionately
impacted
by
these
issues
and
so
credit
checks,
can
then
be
a
barrier
to
employment,
which
then
could
you
know
if
they
don't
get
the
employment
that
they're
seeking,
then
how
are
they
ever
going
to
pay
back
any
of
these
loans?
D
One
thing
that
I'd
like
to
just
mention
and
and
counselor
campbell
talked
about
other
cities
and
what
other
cities
are
doing,
and
so
there
is,
there
are
models
to
look
to
one
of
the
things
that
we
know
because
of
covid
and
and
the
impact
that
it's
having
on
on
residents
and
their
ability
to
maintain
employment,
there's
also
an
uptick
in
scams
and
I've.
D
I'm
recently
a
victim
of
identity
theft-
and
I
know
others
in
our
city-
are
experiencing
the
same
thing,
and
so
we
really
don't
want
to
see
people
who
have
had
their
credit,
adversely
impacted,
whether
it
be
student
loan,
debt,
medical
bills
because
of
covet
or
for
other
reasons
or
who
are
otherwise
being
scammed,
also
have
this
burden
of
not
being
able
to
get
gainful
employment.
So
I
think
this
is
a
very
timely
conversation.
I'm
glad
to
see
so
many
of
my
colleagues
here.
D
G
Thank
you,
madam
chair,
and
thank
you
to
the
sponsors
of
this
very
important
ordinance.
I
look
forward
to
the
conversation
this
afternoon.
G
I
think
this
is
a
really
critical
issue,
as,
as
our
colleagues
have
just
outlined
it
is,
it
is
an
impediment
to
people
to
make
progress
and
it's
something
that
needs
to
be
fixed,
so
I
hope
we
can
make
progress
and
and
get
this
done.
Thank
you.
H
Thank
you.
Thank
you,
council
edwards,
for
chairing
this
hearing
and
to
council
campbell
and
councillor
janie
for
sponsoring
this,
and
for
your
leadership
on
this
as
well.
I
believe
that
we
should
do
what
we
can
to
ensure
that
job
seekers
are
afforded
employment
opportunities
based
on
their
ability,
not
in
something
like
credit
history.
H
H
H
I
also
filed
a
hearing
order
with
councillor
campbell
in
council
edwards
on
the
human
rights
commission
and
use
a
lot
utilizing
it
to
prevent
and
investigate
discrimination.
I'm
glad
that
I'm
glad
the
human
rights
commission
is
playing
a
part
in
this
hearing
today
and
I
want
to
recognize
evandro
for
his
leadership.
He's
someone
I
have
great
respect
for
as
well.
I
look
forward
to
discussing
how
we
can
best
work
with
the
human
rights
commission.
Thank
you
for
everyone
for
being
here,
and
I
look
forward
to
learning
more
about
this
about
this
issue.
I
Thank
you,
madam
chair,
and
thank
you
so
much
to
the
sponsors.
I
think
this
is
fantastic
work
and
I
just
think
it's
really
important
to
highlight
the
ways
in
our
society
in
which
we
sort
of
tie
everything
up
together
and
make
it
so
that
it's
harder
for
somebody
to
simultaneously
right,
it's
harder
to
get
a
job,
it's
harder
to
get
housing.
It's
like
we.
I
We
have
a
lot
of
systems
where,
as
councillor
campbell
said,
your
credit
history
is
irrelevant
to
how
you're
going
to
perform,
and
yet
we
sort
of
drag
people
down
into
these
interconnected
nets,
and
I
think
each
of
those
silos
has
major
problems
in
the
way
that
and
major
racial
equity
implications,
in
the
way
that
we
classify
people.
But
it's
even
worse
that
we
let
these
things
sort
of
seep
across
those
silos.
So
I
think
anything
we
can
do
like.
I
I
would
like
to
see
us
reform
the
whole
credit
history
system,
but
anything
we
can
do
to
at
least
make
it
not
also
have
these
negative
implications
for
people
in
employment
is
really
important
to
the
work
so
grateful
for
this,
and
thank
you,
madam
chair.
B
Counselor
mejia.
J
Yes,
thank
you.
Can
you
hear
me.
J
I
am
so
incredibly
grateful
that
I
am
serving
on
this
council
alongside
you
all,
because
when
we're
talking
about
disruption,
this
is
what
it
looks
like
I'm
just
incredibly
super
inspired,
but
before
I
go
too
off
script,
let
me
go
back.
J
We
heard
from
one
student
borrower
who,
because
of
some
problems
with
his
sallie
mae
pavement
payment
had
his
credit
score,
dropped
150
points
in
one
day,
okay,
under
the
current
law,
that
single
error
could
be
used
against
him
when
he
goes
to
apply
for
jobs.
J
As
the
chair
of
the
committee
on
small
business
and
workforce
development,
I
fully
support
this
initiative
and
look
forward
to
offering
my
thoughts
on
this
matter,
and
I'm
just
just
again
going
back
to
how
grateful
I
am
to
in
in
partnership
with
conversations
that
are
really
going
to
help
disrupt
the
way
we
do
business
and
how
we're
gonna
really
create
a
pathway
out
of
poverty.
For
so
many
folks
here
so
really
happy
to
be
joining
counselor,
janie
and
campbell
on
this
effort.
So
thank
you
so
much
for
hosting
this.
K
J
K
Chairwoman
edwards
good
afternoon
everybody
for
for
participating
and
for
the
lead
sponsors.
As
we
all
know,
last
year
we
held
a
hearing
on
a
proposed
ordinance
relative
to
the
establishment
of
an
independent
commission
on
equal
opportunity
in
the
elimination
of
systemic
bias
in
the
workplace.
That
was
sponsored
by
you,
madam
chair,
along
with
council
campbell
and
then
our
former
council
of
josh
zaikum.
K
And
during
that
hearing
we
talked
about
the
role
of
the
human
rights
commission
and
how
the
mayor
had
reactivated
the
hrc,
which,
as
some
of
us
remember,
was
created.
I
know
vivian
can
attest
to
this
and
obviously
council
flynn,
because
I
think
his
dad
was
mayor
at
the
time
created
the
ordinance
back
in
1984
and
it's
good
to
see
director
cavallo,
who
was
also
at
that
meeting
and
testified
on
behalf
of
the
role
the
commission
in
the
expected
timeline
to
bring
the
hrc
back
to
full
operating
speed.
K
And
so
god
godspeed
to
to
to
director
cavallo
and
best
of
luck
and
we'll
look
forward
to
continue
working
with
both
you
and
vivian.
In
the
space
and
the
time,
the
council,
at
the
time,
voiced
support
for
hrc's
work
and
emphasized
how
we,
as
a
body,
should
ensure
that
the
hrc
maintains
its
independence
and
to
be
fully
funded
to
achieve
all
of
its
goals
and
objectives.
K
So
I
look
forward
to
this
discussion
today,
particularly
as
it
pertains
to
the
unlawful
credit
discrimination
that
is
taking
place
and,
more
specifically,
what
role
the
hrc
can
do
to
prevent
this
from
happening
in
our
city
and
using
our
buying
ability
using
our
banking
relationships
should
obviously
play
a
key
role
front
and
center
on
this,
but
would
love
to
hear
from
folks
that
see
it
on
a
day-to-day
basis,
be
it
cavallo
or
vivian
and
or
any
other
representative
from
the
administration.
B
C
You
I'm
very
excited
to
be
part
of
this
conversation
as
we
make
history
as
a
council
that
is
historic
in
its
own
right
and
just
wanted
to
note.
You
know
so
much
of
what
people
are
suffering
with
ends
up
on
their
credit
record.
You
know
whether
you
were
able
to
pay
the
medical
bills,
whether
you
were
able
to
pay
or
your
student
loans,
whether
you
are
able
to
pay
for
for
costs
with
dealing
with
an
emergency.
C
You
know
that
also
ignores
the
fact
that
people
are
are
are
victimized
and
there
are
predatory
lenders
out
there
that
come
out
of
their
way
to
target
poor
people,
people
of
color
and
communities
and
and
ruin
their
lives
by
making
them
I'll
put
about
put
them
on
a
hamster
wheel
of
debt
that
they
will
never
be
able
to
get
off
of,
and
if
they
do,
they
lose
everything.
C
C
I
I
look
forward
to
the
conversation
today
because
I'm
I
would
love
to
talk
about
how
how
you
know
the
jurisdiction
for
employers
with
six
or
less
folks
when
we,
you
know,
want
to
be
consistent
with
some
of
the
laws
we
pass
or
domestic
workers.
It
goes
down
to
fewer
than
six.
I'm
curious,
honestly,
if
there's
any
way
to
apply
this
discrimination
protected
class
to
our
housing
market,
so
that
credit
scores
aren't
used
to
prevent
you
from
becoming
a
tenant.
C
I'm
curious
if
there's
ways
in
which
we
can
include
or
add
eviction
as
part
of
this,
so
that
your
your
prior
evictions
also
won't
be
a
reason
as
to
why
people
can't
employ
you.
Those
are
just
questions
that
I
have
to
make
sure
that
this
is
when
we
say
credit
scores,
shouldn't
define
you.
C
We
mean
in
all
aspects
of
your
life
in
boston,
except
for
the
exceptions
that
the
co-sponsors
had
already
laid
out
where
it
is
a
bonafide
qualification
for
your
job
or
your
housing,
but
I
don't
know
where
it
would
be
just
want
to
remind
folks
in
a
rent-burdened
city
where
people
are
struggling
often
times
the
reason
why
their
cred
their
credit
score
is
off,
is
because
they're
paying
their
rent
and
the
other
bills
don't
get
paid.
C
E
C
The
work
you
do
every
day,
thank
you,
so
why
don't
we
go
ahead
and
start
with
with
vivian
and
then
avondro
and
then
lynn,
and
I
don't
think
that
nadine
is
here
yet.
L
I
L
L
We
continue
to
refine
the
process
and
to
partner
with
such
partners
as
the
mayor's
office
of
workforce
development
to
create
and
open
doors
of
opportunity.
So
I'm
happy
to
say
that
we
don't
do
credit
checks.
We
do
do
quarries,
so
the
office
of
human
resources
performs
quarries,
where
applicable,
on
all
for
all
city
departments,
with
the
exception
of
the
police
department
and
the
boston
public
schools,
in
accordance
with
massachusetts
law.
L
So
we
have
been
of
the
opinion
and
continuing
to
look
at
our
process
and
refine
our
process
that
if
there
are
issues
with
respect
to
someone
not
being
able
to
perform
a
particular
aspect
of
their
job
as
it
relates
to
a
quarry,
then
you
know
we
will
look
at
it
at
that
point
in
time.
But
just
so
you
have
a
little
bit
more
background
as
a
part
of
the
application
process.
L
What
we
do
is
we
post
on
the
job
posting
so
that
individuals
or
applicants
would
know
that
in
applying
for
this
job,
if
you
are
made
an
offer-
or
you
are
considered
to
the
best
candidate
at
the
end
of
the
process,
then
we
will
seek
your
authorization
in
order
to
perform
a
quarry,
and
it's
only
at
that
point
in
time
that
we
would
perform
a
quarry
so
for
individuals
that
work
in
say
a
financial
position,
whether
it
be
our
treasury
department,
our
auditing
department,
our
budget
office,
those
individuals
are
bonded,
so,
in
addition
to
being
bonded,
we're
performing
queries
on
them.
L
A
Figured
out
working
from
home
technical
difficulty
issues,
but
essentially
you
know.
Obviously
I
want
to
say
thank
you
to
amber
van
der
kravallo
for
those
who
do
not
know
I
am.
I
have
the
privilege
of
being
the
executive
director
of
the
boston
rights
commission.
You
know.
First
of
all
I
want
to
thank
the
counselors,
the
lead
sponsors
for
inviting
me
to
come
here
to
speak
about.
You
know
this
important
issue.
A
I
want
to
thank
all
the
counselors
that
are
present
and
particularly
those
that
have
continually
showed
supporting
interest
in
the
human
rights
commission.
I've
obviously
had
the
privilege,
you
know
I've
read
the
essentially
I
read
the
ordinance
and,
and
I'm
here
to
also
listen
right.
Obviously,
I
read
and
saw
that
the
ordinance
empowers
the
human
rights
commission
to
implement.
You
know
essentially
the
the
changes
right
once
this
is
if
this
is
becomes
a
law
in
the
city
of
boston.
A
So
you
know,
obviously
in
general,
I
guess
the
human
rights
commission
met.
I
guess
I'll
take
a
quick
history
of
the
the
commission,
not
a
big
history,
but
just
to
say
that
obviously
I
started
a
year
ago
and
been
here
since
august
and
trying
to
get
the
human
rights
commission
off
the
ground
we
in
january
we
finally
had
the
commissioners
appointed.
We
have
seven
excellent
people
on
the
commission.
A
We
obviously
earlier
this
year,
coveted
hit
and
things
became
even
more
hectic
for
all
of
us,
and
the
commission
has
been
meeting
online
like
you
are,
have
we've
met
a
few
several
times,
I
believe
at
least
four,
and
we
have
our
next
meeting
coming
up
on
the
30th.
I
believe
next
week
and
you
know
we're
looking
for
ways
the
commissioners
keep
talking
about
ways
that
we
can
impact
equity
and
inclusion
in
the
city
of
boston.
That's
the
struggle
that
we
are
in
this
public
space.
Trying
to
do
so.
A
I'm
here
with
essentially
on
behalf
of
the
commission,
listen
to
see
how
we
can
help
this
this
initiative
and
hopefully
report
back
to
the
commission
and
get
a
sense
of
what
we
can
do
to
help.
Actually.
The
meeting
is
october
28th,
which
I
believe
is
next
wednesday.
So
that's
my
opening
statement.
If
you
will,
I
mean
open
arms
and
I
want
to
engage
and
learn
more
about
this
issue
and
hopefully
you
know
be
benefit
to
this
initiative.
C
Thank
you
and
lynn
sanders.
M
Hi,
I
am
lynn
sanders
deputy
director
for
the
mayor's
office
of
workforce
development,
as
others
said
that
I'd
like
to
thank
the
city
council
for
inviting
me
to
to
talk
about
this
important
issue
today
and
to
learn
more
about
the
ordinances
being
proposed.
M
The
mayor's
office
of
workforce
development
is
the
city
agency
that
seeks
to
promote
economic
self-sufficiency
and
ensure
the
full
participation
of
boston
residents
in
the
city's
economic
vitality
and
future,
and
connect
low-income
residents
with
job
training,
employment
opportunities
and
promote
lifelong
educational
pathways
and,
as
a
part
of
this
work,
our
office
has
been
involved
by
under
mayor
welsh
in
20.
2017.
M
Launching
launching
the
boston
builds
credit
initiative
with
in
recognition
of
many
of
the
issues
posed
by
credit
histories
that
have
already
been
discussed
as
a
as
an
effort
to
support
residents
to
with
who
do
not
have
good
credit
scores
to
improve
those
credit
scores
in
partnership
with
united
way
list
boston,
and
there
are
25
community
and
employer
partners
that
aren't
part
of
that
initiative
and
as
well
as
just
in
2020,
the
office
of
workforce
development
launched
project
opportunity
to
speak
to
other
barriers.
M
Project
opportunity
is
based
on
individuals
who
have
query
records
and
that
becomes
for
their
employment,
so
that
has
launched
a
in
partnership
with
office
of
public
safety
office,
of
returning
citizens
and
store
boston
and
is
providing
quarry
stealing
and
expungement
counseling,
as
well
as
virtual
panels.
Quarry
training
and
information
sessions
so
far
that
has
helped
over
190
residents
impacted
by
quarry
and
400
participants
have
been
in
the
virtual
events
and
we'll
be
hosting
a
virtual
job.
M
Fair
for
residents
impacted
by
cory
coming
up
on
in
a
week
on
october
27th,
and
I
am
happy
to
speak
more
about
those
initiatives
office
or
anything
else
that
city
councillors
would
be
relevant
to
the
ordinance.
Today.
Thanks.
C
Thank
you,
so
I
just
made
it
clear
for
my
colleagues:
is
it
and
then
I
don't
know
if
you're
prepared
to
say
it
today.
The
administration
is
supportive
of
of
this,
maybe
not
word
for
word,
but
I
I
I
want
to
make
sure
I'm
clear
you
know.
Are
we
still
convincing
you
that
that
it
should
be
removed
as
a
point
for
employment?
Just
I,
if
you're
anybody
from
the
administration
is,
I.
A
I
can
pitch
in
briefly
counselor
I,
from
my
end
right
from
the
executive
director's
point
of
view
of
boston
rights,
commission,
it's
more
or
less
the
the
what
we
haven't
done
right.
Obviously
I
got
an
invitation
for
this
meeting
last.
I
believe
earlier
last
last
week
and
I'm
here
now,
but
the
the
decision
more.
So
I
think
it's
more
I'm
leaning
more
on
what
the
commissioners
want
to
do
right
more
so
than
if
you
will
directly
from
the
administration.
A
So
when
I
bring
that
back
to
them,
then
we'll
discuss
and
then
have
a
point
of
view
from
that
point
right,
I'm
not
sdd.
In
a
sense,
I
I
don't
feel
that
I
have
the
you
know
the
will
or
the
power
to
come
and
say
yeah.
We
support
this
and
we
don't
support
this
right.
We
got
obviously
we're
department
of
the
city
and
we're
invited
to
this
meeting
that
pertains
to
the
ordinance
that
obviously
changes
parts
of
the
human
rights
commission,
which
makes
it
relevant
for
me
to
be
here.
A
A
C
Yes,
so
from
vivian
or
from
len.
L
So
counselor
edwards.
Thank
you
for
the
question.
I
can
say
that
the
city
of
boston
and
the
administration,
I
think,
has
been
at
the
forefront
of
this
issue,
which
is
why
we
currently
do
not
do
credit
checks.
We
made
that
decision.
I
think
there
was
a
hearing
sponsored
by
councillor
campbell
in
2016
and
at
that
point
prior
to
that
hearing
we
had
made
the
decision
and
that
continues
to
be
the
case.
We
feel
like
we
have
a
process
currently
in
place.
That
does
not
involve
credit
checks.
L
That
is
meeting
our
needs
and,
as
I
stated
earlier,
we
continue
to
work
with
various
partners,
including
the
mayor's
office
of
workforce
development,
in
terms
of
looking
at
ensuring
how
we're
opening
doors
and
creating
opportunities
so
with
respect
to
the
quarry
panels
that
they've
been
sponsoring.
I've
been
participating
in
that
and
just
making
sure
that
we
are
opening
those
doors
for
individuals
in
our
community,
especially
people
of
color,
and
allowing
them
to
take
advantage
of
what
is
offered
by
the
city
of
boston
and
as
a
resident
and
a
native
of
boston.
C
Wonderful,
so
I
I
don't
hear
yes,
we
support
this
quite
yet,
but
I
hear
we're
willing
to
work
on
something
together
and
acknowledge,
and-
and
I
do
want
to
acknowledge
the
city's
leadership
and
already
eliminating
this,
except
when
as
a
bona
fide
process
or
part
of
the
job
qualification.
So
why
don't?
We
then-
and
I
just
want
to
be
clear-
that
my
colleagues
and
two
folks
who
are
watching
the
reason
why
I
lost
this-
is
while
great
the
city
of
boston
is
taking
the
leadership.
C
This
will
apply
and
I
want
to
be
clear
to
employers
in
boston.
An
employer
means
any
individual
partnership,
association,
corporation
trustees,
public
charity
foundation,
political
subdivision
board,
department,
commission
agency
or
any
other
person
which
engages
and
controls
the
services
of
an
individual
in
the
city
of
boston
in
exchange
for
monetary
or
other
valuable
consideration.
C
It
goes
beyond
the
city.
It
goes
to
anybody
with
at
least
six
people
in
their
employment
in
the
city
of
boston.
So
the
question
is:
while
the
city
is
willing
to
hold
itself
to
that
standard,
are
we
as
council,
or
is
the
city
comfortable
with
holding
all
the
other
employees
with
six
or
more
employees
to
this
standard?
That
is
the
question
that
you
know
I'm
putting
out
there,
and
so
I
just
wanted
to
make
sure
that's
clear.
C
We
don't
have
an
absolute
yes
for
that
particular
question,
but
so
that's
what
I
wanted
to
make
sure
it
was
clear.
So
we
can
go
through
the
line
of
folks
from
my
colleagues
starting
again
with
order
of
arrival
for
any
questions
that
they
have
for
the
administration
or
for
the
lead
sponsors.
You
should
each
have
a
copy
of
this
ordinance
in
front
of
proposed
ordinance
in
front
of
you
to
question
about.
You
know:
definitions
of
financial
institution,
credit
information.
What
does
that
all
mean?
C
That
should
be
also,
you
know
any
suggestions.
You
also
have
for
language
so
going
in
order
of
arrival,
counselor
liz,
braden.
G
E
Jurisdictions
I'll
say
no
we're
that's
something
that
you're
working
on.
So
thank
you,
councillor
brynn
for
the
question
and
so
can
circle
back
on
that
particular
piece
outside
of
just
sort
of
anecdotal,
anecdotal
work.
There's
more
work
to
do
to
determine
whether
or
not
this
is
effective.
E
I
do
think
we've
we've
heard
and
we're
waiting
for
some
of
the
dbls
folks
to
get
on
right
now
with
respect
to
this
issue
that
it
is
effective,
and
I
wanted
them
to
speak
to
that.
So
hopefully
she
can
join
us
in
panel
too
yeah.
D
D
So
there
is
some
data
to
support
this.
This
was
again,
you
know
a
small
piece,
but
we
need
to
continue
to
gather
data
and
I
hope,
hopefully,
nadine
will
be
able
to
join
us.
G
Yeah,
I'm
really
excited
about
this
initiative
because,
as
we've
already
talked
about,
healthcare
indebtedness
and
student
loans
are
a
huge
burden
for
people
and
and
that
burden
should
not
become
an
impediment
to
gainful
employment.
So
really
applaud
this
initiative
and
and
look
forward
to
learning
more.
Thank
you.
H
Thank
you,
council
edwards.
I
had
a
similar
question
as
council
braden
did
maybe
for
council
campbell
or
councillor
janie.
I
think
council
braden
may
have
referenced
it,
but
were
you
researching
other
major
cities
across
the
country
to
see
if
they
have
if
they
have
this
in
their
in
their
ordinance
in
their
bylaws,
and
if
they
do?
What
are
some
of
the
pros
and
cons
that
maybe
we
have
that
we
could
have
learned.
E
Some
folks,
so
I
so
I
don't
see
necessarily
any
cons.
What
we
were
seeing
is
that
people
were
doing
an
assessment
of
what
are
the
barriers
to
people
obtaining
jobs
and
some
of
it.
Sometimes
it
was
in
the
context
of
closing
racial
wealth
gaps,
creating
greater
wealth
in
communities,
so
that
study
that
president
janey
referenced,
which
isn't
necessarily
specifically
done
by
say,
philadelphia.
You
know
we
have
this
ordinance
and
here's
our
study.
E
It
was
looking
at
the
array
of
barriers
that
keep
people
from
getting
employment,
so
whether
it
was
a
consumer
report,
a
credit
report
corey,
but
sometimes
corey
reports
include
credit
information
too.
So
that
was
going
to
be
some
of
my
questions
for
the
administration
is
how
often
they're
hearing
about
this
when
they're,
looking
at
quarries
in
particular,
how
much
of
it
connects
to
not
just
criminal
history
but
also
credit
history,
so
it
was
more
pros
than
cons.
E
It
was
how
do
we
remove
barriers
with
respect
to
this,
and-
and
I
I
do
want
I'm
hoping
frankly
that
nadine
can
join
us,
I'm
not
sure
where
she
is
we're
trying
to
trying
to
find
her
to
speak
to
to
this,
because
when
we
held
this
hearing
back
in
2016
gbls
was
with
us,
and
there
was
a
lot
of
concern
from
them.
E
How
do
we
do
something
locally
after
we
had
just
left
a
conversation
with
senator
warren,
based
on
her
work
at
the
federal
level
to
eliminate
this
particular
piece
in
terms
of
people
obtaining
employment
and
really
sort
of
diving
into
a
more
robust
conversation
on
what
are
the
barriers
that
people
tend
to
use
that
connect
to
ace
a
system,
not
necessarily
evidence-based,
that
exclude
people,
and
this
was
one
of
them.
No
one
could
point
to
a
reporter
study
that
absolutely
connected
your
financial
credit
report,
with
you
being
effective
as
an
employee.
E
So
then
the
question
was:
why
are
we
continuing
to
have
this
be
a
barrier
and
in
2016
it
came
out
of
the
conversation
based
on
national
data.
So
a
lot
of
my
questions
are,
for
the
administration
have
to
do
with
what
they're,
seeing
or
hearing
from
from
folks
who
come
to
us
as
to
this
particular
issue.
H
No
thank
thank
you,
council
campbell.
The
the
answer
was
excellent.
It
was
very
helpful.
Thank
you
for
your
response.
Council
edwards.
I
have
no
further
questions.
Thank
you.
C
And
the
counselor
block
asked
us
to
push
back
her
questions,
so
I'm
going
to
go
ahead
and
go
through
the
order
and
come
back
to
counselor
bach
counselor
janie.
Did
you
have
any
questions
or
comment
you're
on
mute,
counselor,
janie.
D
Thank
you
so
much,
there's
a
lot
of
noise
back
here.
So
I
one
thing
I
want
to
point
out
and
I
I
want
to
start
by
again
thanking
the
panel.
Thank
you
for
your
your
your
intros
and
and
more
important.
Thank
you
for
the
work
that
you're
doing
on
behalf
of
boston
residents
and
city
and
boston
employees.
D
You
know
every
single
day,
not
just
for
being
here
in
this
hearing,
and
one
thing
I'm
hearing
is
that
in
practice
there
are
some
good
things
happening
and
while
it's
good,
when
good
things
are
happening
in
practice
and
when
there
are
some
good
people
in
place
to
make
sure
that
that
happens.
D
But
you
know
our
job
as
a
legislative
body
is
to
ensure
that
that
practice
is
codified
with
policy
and
legislation
and
just
as
we
had
to
pass
an
ordinance
to
ban
facial
recognition
in
the
city
of
boston,
a
tool
that
our
boston
police
department
was
not
using
at
the
time.
But
we
felt
it
important
enough
because
that
technology
exists
and
it
is
prevalent
in
other
places,
and
we
knew
the
harm
that
it
would
do
here
in
boston.
D
So
it
was
incumbent
upon
us
as
a
legislative
body,
to
ban
that,
even
though
we
weren't
doing
that
in
practice-
and
I
use
that
example,
because
even
though
I
hear
you
saying
miss
leonard-
that
we're
not
using
credit
checks,
at
least
in
the
city
of
boston,
I
think
I
heard
you
say
that
in
your
opening
and
that's
great
like
I
applaud
that.
But
I
think
we
want
to
go
a
step
forward
further
and
for
me
it's
what
we
do
here
in
as
a
city
and
how
we
lead
here
with
our
employees.
D
But
for
me
this
is
goes
beyond
that.
We've
got
to
make
sure
that
employers
all
throughout
our
city
are
doing
the
right
thing,
and
so
I
am,
I
guess
one.
I
wanted
to
make
that
point,
but
two,
you
know,
I
think
it
is
important
that
we
have
some
sort
of
indication
of
how
we
might
move
forward
like
if,
if
there's
an
opening
of,
we
think
we're
doing
good
work
now
and
we're
open
to
having
conversations
about
this
legislation
and
how
we
might
move
forward.
D
What
I
really
need
to
know,
then,
is,
if
there's
a
specific
issue
with
some
of
the
language.
If
so,
what
that
is?
How
can
we
tackle
it?
If
there's
something
missing,
you
know
what
what
is
it,
let's
put
it
in
there
if
there's
something
that
is
worrisome,
let's,
I
want
to
make
sure
that
we're
getting
at
that
conversation.
For
me,
we
are
beyond
the
conversation
as
to
whether
we
need
it.
D
We
are
still
gathering
evidence
and
we
can
make
that
case
for
folks
who
need
us
to
make
that
case,
but
I
think
it
is
very
clear
for
people,
at
least
in
the
zoom
call
that
that
credit
checks
and
and
that
disproportionately
impacts
poor
people,
particularly
black
and
latinx
folks,
who
are
burdened
overly
burdened
with
medical
debt.
D
Student
debt
are
less
likely
to
be
able
to
get
home
loans
less
likely
able
to
get
out
of
that
cycle
of
bad
consumer
debt,
much
more
likely
to
be
renting
furniture,
and
you
know
doing
their
banking
and
cash
check,
cashing
places,
etc,
and
so
that
evidence
is
clear.
I
don't
want
to
continue
to
debate
whether
or
not
credit
checks
will
hurt
a
potential
employ
employees
opportunity
for
employment.
I
think
that's
clear.
I
want
to
get
down
to
the
nitty-gritty
around
this
language,
this
ordinance.
D
What
the
administration
likes
and
thinks
is
great.
What
the
administration
thinks
is
more
problematic
and
might
need
some
tweaking.
So
that's
the
conversation
that
I
hope
to
have
with
this
and
hope
that
someone
on
the
panel
representing
the
administration
could
respond
on
to
that.
L
Absolutely
so,
with
respect
to
looking
at
this
as
an
employer,
I
would
say
that
there
is
definitely
some
ballot
points.
I
don't
think
you
know
we
are
at
odds
on
that
at
all.
I
just
think
that
it's
looking
at
this
as
a
whole,
especially
when
you're
talking
about
other
employers.
L
We
just
want
to
make
sure
that
we're
on
the
same
page
we're
proceeding
appropriately-
and
you
know
we'll-
definitely
have
to
review
the
overall
at
the
end
of
this
whole
discussion
and
take
in
all
of
the
recommendations
and
look
at
what
we
have
here
for
recommendations,
written
documents
and
how
to
proceed.
What
the
next
steps
are-
and
you
know,
review
it
with
the
mayor
with
legal
counsel.
C
Other
comment:
okay.
I.
D
Wonder
with
the
relationships
that
we
have,
and
this
might
be
for
miss
sanders
the
relationships
we
have
with
employers-
I
don't
know
it
might
be
with
you
miss
leonard
with
employers
in
our
city.
I
know
that
there
are
some
networks
that
happen
and
we
try
to
encourage
these
employers
to
either
hire
young
people
bps
students.
L
D
Right
so
so,
but
do
we
have
a
sense
of
how
many
of
the
employers
in
our
network
that
we
work
with
through
summer
jobs
or,
however,
we're
working
with
them
are
using
credit
checks
through
their
employment
process?
For
example,
that's
one
question
of
all
of
those
how
you
know
what
percentage
or
how
many
are
not
doing
it?
How
many
are
doing
it
but
may
be
open
to
a
change
like
I?
I
guess
I'm
just
trying
to
understand
how
we
move
it
forward.
L
So
I
can
tell
you
that
the
employers
that
hire
the
summer
youth
and
work
with
us
in
partnership
they're
not
performing
credit
checks,
because
we
are
doing
the
quarry
checks
here
at
the
city
of
boston.
For
all
those
youth
that
do
get
hired.
D
Yeah,
I
guess
what
I
would
and
then
I'm
gonna
yield
my
time.
I'm
sure
there
are
other
questions,
madam
chair.
They
may
not
be
doing
it
for
the
young
people
that
we
are
in
partnership
when
asking
them
to
hire,
but
they
may
do
it
as
part
of
their
practice
for
all
their
other
employers
and
employees.
D
If
I
have
additional
questions,
madam
chair,
but
thank
you
miss
leonard
and
unless
miss
sanders
wanted
to
throw
something
in
there
to
the
mix,
I
would
yield
more.
M
D
You
and
perhaps
it's
something
that
we
can
get
answered
when
nadine
joins
us
as
well,
but
thank
you,
madam
chair
of
my.
C
Time
for
those
of
you,
nadine
and
I
have
been
texting,
she
just
is
looking
for
the
zoom
link.
So
for
someone
who
has
access
to
ellie's
send
her
the
zoom
link
to
her
gbls
account
perfect.
C
You're
welcome
counselor
campbell.
E
So
my
you
know,
one
of
my
questions
is
obviously
we
started
this
conversation
back
in
2016
and
vivian.
I
do
appreciate
your
leadership
with
respect
to
you
know
where
we
have
control
right
now,
directly,
of
course,
the
city
of
boston,
and
so
I
I
guess
I
have
two
questions
in
related
to
one
is:
are
we
hearing
from
us
as
clients
or
residents,
are
coming
to
us,
whether
it's
through
office
of
workforce
development
for
programs
or
talking
about
concerns
related
to
the
quarry?
E
How
often
or
how
often
are
you
hearing
do
we
do?
We
have
any
information
whatsoever?
You
know
we
track
our
constituent
cases
in
our
office,
so
we
can
say
there's
a
decent
amount
of
people
concerned
about
credit,
hindering
their
ability
to
get
a
job.
So
I'm
curious
from
your
department's
perspective,
and
maybe
this
is
more
a
question
for
lynn
as
well.
E
Given
the
programs
you
guys
do
or
vandro
based
on
the
work
you're
doing
with
the
commission,
what
you're
hearing
from
community
with
respect
to
this
concern
being
a
problem,
and
then
the
second
is.
How
does
cory
relate
to
this,
because
when
I
was
doing
research,
you
know
whether
it's
a
credit
report
consumer
report
quarry.
We
often
use
these
words
they're.
E
Sometimes
interchangeable
they're,
not,
but
all
of
them
can
contain
information
related
to
one's
financial
history
and
that
be
the
problem
that,
for
example,
prohibits
them
from
getting
a
job,
but
it's
wrapped
up
in
something
else.
So
I'm
curious
if
we're
seeing
any
of
that
from
the
city's
perspective
with
respect
to
the
type
of
reports
and
where
credit
information
where
financial
information
can
live.
L
So
counselor
campbell.
Thank
you
for
that
question.
That's
a
very
good
question
from
the
perspective
of
quarries.
Unless
there
is
some
type
of
crime
that
is
affiliated
with
credit,
we're
not
seeing
that
on
the
quarries.
So
if
someone
has
outstanding
debt
student
loans,
that
does
not
appear
on
the
quarry
and
to
be
quite
frank,
I
can't
recall,
in
the
recent
past
seen
anything
that
was
pertaining
to
finance
or
credit
on
a
quarry.
E
Accountable,
I
got
muted
really
quickly
and
I
do
know
there
are
some
federal
restrictions
right
on
what
can
exist
where
and
all
of
that.
But
that's
a
question
that
comes
up
and
I'm
curious
from
your
perspective,
lynn
and
avondro.
What
you're
hearing
from
constituents
from
advocacy
organizations
you
know
we
obviously
are
hearing
that
people
have
debts
that
they're
really
concerned,
but
this
specifically
showing
up
in
the
employment
context
based
on
where
you
guys.
M
M
I
actually
don't
think
I
can
really
speak
specifically
to
credit
as
as
a
barrier
that
that
has
come
up
a
lot
in
the
context
of
employment.
Employment.
Conversations
I
feel
like
cory
is
definitely
one
that
generally
has
been
more
prevalent
for
me
in
terms
of
what
is
causing
a
barrier
for
people
and
often
the
credit
conversations
are
more
related
to
general
financial
well-being
and
being
able
to
get
loans
and
and
buy
homes,
and
all
that.
M
But
I
could
follow
up
more
with
our
partners
in
boston,
builds
credit
and
see
bring
back
some
more
information
about
what
evidence
and
of
the
folks
that
have
been
coming
to
to
improve
their
credit.
How
many
of
them
it
is
because
employment
is
a
concern
for
them.
A
B
A
Go
ahead,
it
just
took
me
off
a
little
bit,
but,
okay,
all
right,
so
you
know
I
just
want
to
say
this
right.
I
think
you
know
one.
I
don't
want
to
leave
you
with
the
impression
that
the
human
rights
commission
is
not
interested
in
the
issue.
In
fact,
this,
this
ending
desperate
treatment,
sort
of
things
like
this
systematic
approach
to
issues
is
what
we're
looking
at
right
now
and
it
fits
our
mission.
A
B
A
Here
you
know
we're
not
branded
we're
not
out
there
yet,
so
I
wouldn't
go
off
of
that.
But
but
I
do
say-
and
this
is
just
me
speaking
myself
as
director
and
based
on
what
the
commissioners
want
to
do-
I
do
see
an
opportunity
potentially
here
for
for
some
basic
gathering
of
information
right.
I
think
it'd
be
helpful.
A
It
sounds
like
at
least
it
would
be
helpful
if
we
could
get
information
from
major
employment,
employers
in
the
city
or
small
employees,
maybe
50
or
100
and
say
tell
us
what
your
policy
is
on
this
right
in
in
if
they
are
asking
people
for
whatever
they're
getting
that
information.
If
they
are
looking
at
the
at
the
credit
history
of
individuals
and
making
decisions
or
whatever
decisions
they
are
based
on
that,
then
to
me,
then
we
have
a
real
problem
right
that
we
we
should.
We
should
tackle
head
on
that.
A
I
would
believe
the
commission
would
be
interested
in
right,
but
I
do
think,
and
that
there
is
I
don't
get
like
I
feel
like.
We
need
to
know
more
based
on
this,
at
least
from
what
I'm
hearing
that
that
we
need
to
sort
of
if
we're
going
to
be
impactful
with
a
policy
like
this
right
and
again
take
it
with
a
grain
of
thought.
A
This
is
just
me
speaking
and
I'm
not
speaking
technically
on
behalf
of
administration
and
so
something
said
even
on
behalf
of
the
commission
by
amd's
epic
director
and
I
I
have
been
presidents
present
on
these
meetings
and
know
what
we're
looking
for.
I
do
think
this
could
fit
the
bill,
but
you
know
and
minimal.
I
think
we
want.
We
want
to
know
the
data.
A
If
you
will
right
not
that
again,
it's
something
that
we
all
as
policymakers
want
to
talk
about,
but
it
would
be
helpful
to
say:
okay
in
dorchester,
this
is
happening
to
communities
of
government
and
we
know
there's
so
many
other
issues
that
are
impacting
all
of
us
now,
but
it'll
be
more
helpful
for
me,
at
least.
If
I
know
you
know
if
whether
it's
through
the
city
or
to
the
city
council,
any
other
department
can
get
this
sort
of,
we
can
get
some
sort
of
baseline
right.
A
B
E
About
today,
no-
and
I
appreciate
you
being
very
candid
there
of
andro
with
respect
to
this,
but
I
think
it
goes
back
to
president.
I
B
E
This
being
a
barrier,
some
folks
may
not
even
know
it's
a
barrier
or
could
be
a
folks
barrier
talked
about
the
inaccuracies
in
these
reports
and
even
with
the
lack
of
tracking
data,
it's
still
a
problem
and
a
barrier
to
folks
obtaining
employment,
even
though
there's
no
evidence
right
that
it
is
useful
to
determining
people's
success.
B
E
Of
course
want
to
be
proactive
in
eliminating
that
barrier,
but
it's
also,
of
course,
helpful
too,
to
have
more
information
on
on
how
it
may
show
up
in
the
employment
context.
We
do
know
it
shows
up,
so
it
was
more
of
a
question
around
what
are
you
guys
hearing
from
where
you
sit
given
your
connection
to
the
advocacy
organizations
who
are
talking
about
just
debt
generally
for
communities
of
color,
but
also
the
program?
We
do
our
residents?
Actually
speaking
to
you
guys
about
some
of
these
these
concerns.
E
So
I
just
appreciate
that
I
do
know.
I
was
just
looking
back
at
some
of
my
previous
notes
from
the
2016
hearing
of
folks
talking
about
not
only
is
it
used.
Sometimes
people
are
using
this
now
in
lieu
of
a
quarry
to
prohibit
folks
from
getting
employment.
Gbs
spoke
to
that
candidly
in
our
26
hearing
2016
hearing.
They
also
talked
about
how
parents
are
also
affected
right,
they're,
taking
out
loans
or
assisting
their
children
and
how
that
play
with
them.
So
I'll
defer
my
time,
council
edwards.
E
J
Thank
you
for
this
informative
conversation.
I
am
I
I
just.
I
think
it's
so
interesting
that
this
conversation
started
in
2016
and
it
just
seems
like
we
keep
having
the
same
conversations.
Just
keep
get
dressed
up
in
a
different
era
in
a
decade,
and
the
only
thing
that's
changing
is
our
hairstyles
of
anything,
but
our
people
are
staying
in
the
same
space,
and
I
am
so
over
all
of
that.
J
So
I'm
so
incredibly
grateful
that
we
have
this
opportunity
here
today
to
really
push
a
little
bit
further,
having
grown
up
in
the
city
of
boston
as
well.
For
me,
this
is
something
that
I
think
if
we're
really
serious
about
moving
the
needle.
Now
is
the
time
to
do
so
and
without
any
hiccups,
let's
just
keep
it
moving.
J
I'm
just
really
curious
about
this.
If
a
person
is
denied
a
job
because
of
their
credit
score,
which
is
in
violation
of
the
law,
there's
not
much,
we
can
do
to
make
that
company
hire
them.
How
can
we
use
this
ordinance
in
a
way
that
trains
employees
to
know
their
rights?
I'm
also
curious
about
the
fine
listed
in
the
ordinance
is
hundred
every
time
an
employer
violates
this
law.
How
did
the?
J
How
did
we
come
up
with
this
number
and
I'm
just
curious
about
the
big
companies
in
the
city
of
boston
who
can
discriminate
against
folks
just
take
that
100
loss?
Maybe
maybe
we
need
to
make.
B
J
You
know
we
want
to
hit
them
where
their
pockets
hurt,
and
then
you
all
know
I'm
the
queen
of
dashboards,
because
every
single
hearing,
I'm
always
talking
about
is
there
a
dashboard,
but
I'm
just
curious
if
there's
a
way
that
we
can
keep
a
public
log
of
companies
that
have
been
fined
as
a
result
of
this
law.
Just
so
that
we
can
keep
the
you
know
this
visibility
and
and
hope,
hopefully,
that
prospect
employee
employees
know
to
stay
clear
of
some
of
these
folks
and
then
I'm
also.
J
The
last
thing
is
that
I'm
curious
about
what
the
current
human
capacity
is
within
the
human
rights
commission
and
how
would
this
law
impact
that
and
how
will
we
need
to
support
you
to
make
this
happen
and
again,
you
know
abandon
I.
J
I
really
do
appreciate
the
fact
that
you
can't
you
know
you're
speaking
as
the
executive
director,
but
I'm
gonna
be
honest,
like
mayor
walsh
appointed
you
into
this
position
right
and
you
have
leadership
right
and
honestly,
what's
the
sense
of
having
people
in
positions
of
power,
if
those
who
are
in
position
of
power
can
exude
that
power
and
speak
on
what
what
it
is
that
they
want
to
support
and
and
and
want
to
see
right.
J
So
I
really
do
appreciate
you
know
your
the
the
administration
and
the
folks
who
are
here
who
have
some
reservations
about
saying
this
is
something
that
they
can
support,
but
I
do
know
that
mayor
walsh,
hired
you
all
and
appointed
you,
because
he
trusts
you
and
your
leadership,
and
I
hope
that
you
all
step
into
your
power
and
seize
the
these
moments
and
these
opportunities
to
to
dive
in
and
and
to
embrace
what
it
is
that
we're
trying
to
do
and
and
figure
out
how
we
can
do
it
together.
J
C
Well,
why
don't
we
leave
the
there's
the
two
questions
about
well
about
fines
and
punishment,
because
I
believe
it's
under
the
jurisdiction
of
the
hrc,
to
counsel
or
to
director
or
cavallo,
and
then
let's
leave
the
the
question
about
the
dashboard
actually
also
to.
I
think
we
can
leave
it
to
lynn
and
to
vivian
specifically
about
how
we're
collecting
data
on
bad
actors.
I
assume
it
is
so.
Let's
start
with
that,.
C
Okay,
so
right
now,
in
the
current
language,
the
both
human
rights
commission
retains
the
right
to
issue
a
complaint
and
to
follow
investigative
procedures.
There's.
A
C
A
fine
of
a
hundred
dollars
that
would
be,
I
guess,
also
part
of
the
human
rights
commission's
jurisdiction.
The
question
was:
why
is
it
a
hundred
dollars.
A
I
mean
certainly,
obviously
the
tosan
said
that's
not
in
in
our
purview
right.
We
if,
if
if
this
is
done
right,
obviously
this
is
hopefully
one
that
made
a
conversation
on
this,
but
you
know
the
fine
could
be
100
and
if
the
fan
says
a
hundred
dollars,
that's
what
we'll
have
to
to
do
right,
but
it
could
go
as
counselor.
He
alluded
to,
it
could
be
a
thousand,
it
could
be,
it
could
be
500,
it
could
be
250,
but
I
think
that
language.
E
So
anytime,
we
want
to
actually
do
a
higher
a
higher
penalty.
We
saw
this
in
in
maybe
it
was
a
lobbying
ordinance,
some
other
one.
It
says
you
have
to
do.
You
have
to
go
through
the
state
for.
I
E
E
Behavior
right,
we
want
to
encourage
and
incentivize
employers
to
to
to
not
use
this
information
and
if
they
refuse
to.
Obviously
we
have
this
to
go
to,
but
the
goal
is
not
to
penalize
outside
the
gate.
It
really
is
to
have
a
dialogue
in
conversation
about
how
this
continues
to
be
a
barrier
for
so
many
people
in
communities
of
color.
So
that's
why
we
started
there,
which
was
similar
to
some
other
types
of
ordinances.
When
I
think
where
we're
trying
to
shift
behavior.
A
No,
I
it
makes
sense
I've.
Obviously
I
guess
to
some
extent
that
the
position
that
you
should
put
me
into
is
to
kind
of
to
kind
of
make
the
law
right,
which
is
why
we're
not
here,
I'm
not
here,
to
do
what
it
says
right
if
the
ordinance
said
hundred
dollars,
then
that
that
would
be
the
case
right.
But
the
human
rights
commission,
by
design,
as
you
alluded
to
a
counselor
campbell,
is,
is
sort
of
focused
on
mediation,
trying
to
resolve
issues
instead
of
of
going
the
fine
way
or
the
hard
way
right.
A
If
you
will
so
that
that
again,
this
would
fit
right
into
the
mission
of
the
commission
and
to
speak
a
little
more
about
another
point
that
counselor
may
have
had
in
terms
of
the
capacity
of
the
commission.
We're
right
now
we're
we're
a
team
of
two.
In
fact,
the
executive
assistant
is
susan,
hellman
she's
again
the
first
one
individual,
that's
in
the
attend.
A
These
lists
she's
here
to
help
me
take
notes,
but
we
are
planning
over
this
fiscal
year
to
hire
seven
individuals,
including
investigator
outreach
and
community
engagement,
constituent
services
as
well
as
education
coordinator,
and
these
again
this
is
based
on
the
the
the
funding
that
we
got
over
500
thousand
dollars
in
the
budget
and
to
try
to
execute
it
under
this
fiscal
year
and
obviously
you
know
through
covet
and
all
of
that,
so
we're
we're,
hopefully
going
to
build
the
capacity
to
to
do
the
type
of
work
that
this.
A
C
A
Obviously,
you
know
one
of
the
positions.
One
of
the
roles
of
the
commission
right
is
to
study
discrimination
and
to
gather
reports.
So
if
this
again,
if
this
became
law,
the
the
commission
could
collect
try
to
collect
at
least
the
complaints
that
we
get,
that
sort
of
thing
right,
so
we
could
track
data
that
we
get
right
out
of
the
the
ordinance
if
you
will,
but
I'm
not
sure,
if
that's
what
you
were
trying
to
get
to.
J
J
Kind
of
I
mean
I'm
thinking
about
when
we,
when
we
think
about
collecting
data
and
sharing
it,
it's
really
more
about
a
public.
It's
just
a
public
log
right
that
people
can
go
in
and
be
able
to
screen
and
and
and
filter
and
sort
through.
Who
are
the
the
main
folks
who
who
haven't
been?
Who
aren't
like
the
best
teammates,
the
team
players
right,
the
ones
who
are
the
ones
who
are
violating
this.
J
Thank
you
yeah.
You
know
so
that's
kind
of
where
I
was
looking.
A
At
yeah
I'm
sorry
I
I
would
have
to
get
back
to
you
on
that.
I'm
not
sure
I'm
not
100
sure
how
we
would
do
that
in
a
sense.
C
C
I
don't
know
if
you've
gone
through
the
docket
itself
and
had
some
suggestions
for
the
language
or
the
you
know
to
ban
to
contract.
I
know
I
have
more
questions,
I'm
so
glad
you're
here,
because
I
have
questions
about
how
it
can
or
cannot
be
expanded.
C
So,
just
to
let
folks
know
nadine
is
a
massive
resource.
She's
been
working
on
this,
the
supportive
of
the
oh,
no,
don't
no
name.
You
are
before
before
yvonne
and
other
folks
use
that
lawyers
committee
for
civil
rights.
This
is
you
know
racial
justice
and
eliminating
barriers
to
opportunity,
not
just
in
the
affirmatively
furthering
for
a
housing
world,
but
in
life.
C
Nadine
has
been
part
of
a
lot
of
those
conversations
so
how
we
can
construct
the
best
bill
and
how
we
can
make
sure
that
this
advances-
those
goals
I
just
wanted
to.
Let
everyone
know
18
is
a
huge
resource.
So
what
we'll
do
nadine
is
I'm
going
to
go
ahead
and
finish
the
list
of
folks?
C
That
includes,
I
think,
clarity,
myself
and
bach,
and
then
we'll
turn
it
kind
of
over
to
you,
if
that's
okay,
with
the
lead
sponsors
to
let
nadine
kind
of
give
a
purview
of
her
thoughts
about
credit
and
it
being
a
barrier
to
employment.
That's
okay,
lead
sponsors.
Before
we
go
into
our
second
round
absolutely.
C
He
may
have
stepped
off
counselor
bach.
I
Thank
you,
madam
chair,
and
thank
you
for
rearranging
the
order.
I
guess
the
main
question
I
wanted
to
ask
of
the
sponsors
and
I'm
happy
to
leave
further
conversation
of
it
to
another
time,
because
I
think
you
suggested
this
might
be
in
your
opening
comments,
but
whether
the
sponsors
are
open
to
kind
of
looping
the
housing
piece
in
here
or
or
if
you
want
to
be
keeping
these
as
two
separate
things.
I
I
just
think
I'm
just
thinking
about
how
much
we
heard
at
our
fair
housing
hearing
last
week
about
how
the
credit
score
is
a
it
has
a
disparate
impact
on
lots
of
these
categories.
It's
totally
keeping
people
out
of
housing,
it's
an
enormous
issue
for
bha
voucher
holders
in
terms
of
accessing
apartment
stock,
and
I
just
think
that
it's
so
in
it's.
I
So
in
the
same
vein
that
there's
a
large
part
of
me
that
sort
of
thinks
like
oh,
it
would
make
sense
to
have
this,
be
a
a
joint
thing
and
kind
of
work.
Obviously,
you
know
you
need
some
new
additional
language,
but
I
I
wanted
to
hear
from
you
as
the
sponsor
is
kind
of
how
you
are
thinking
and
feeling
about
that.
E
I
think
jane
and
I
are
both
like
well,
I
will
say
obviously
we
filed
this
before
we
were
entering
this
crisis
and
as
we,
I
was
just
texting
back
and
forth
with
lydia
recently,
as
we
were
fielding
hundreds
of
calls
from
fearful
tenants
and
homeowners
with
respect
to
being
displaced
or
evicted
during
this
time,
I'm
absolutely
open
to
it.
I
think
it's
a
great
idea.
E
It
connects
to
the
issue,
of
course,
and
when
you
pull
apart,
when
we
talk
about
a
credit
report,
consumer
report,
all
of
this
information
is
how
people
get
debt,
which
is
what
the
hearing
was
last
night
with
counselor
counselor,
janie
and
council
mejia.
So
yes,
absolutely
open
open
to
continuing
that
conversation
and
I'll.
Let
my
co-sponsor
weigh
in
as
well.
D
Yeah,
I
would
say
the
same
thing
clearly
huge
need.
The
thing
that
I
would
want
to
be
mindful
of
is
is
where
we
are
in
our
legislative
calendar,
whether
or
not
we
can
get
this
through
and
do
we
come
back
and
be
more
thoughtful
and
intentional
about
what
we
do
on
that
front.
D
I
want
to
do
the
thing
that
would
make
sure
that
we
are
getting
some
work
done
in
this
legislative
cycle
with
this
particular
docket,
but
I
am
open
because,
ultimately,
the
issue,
whether
we
are
going
to
revise
this
particular
docket,
to
include
it
here
or
whether
we
need
to
have
a
whole
nother
piece
of
legislation.
D
I
am
with
100
percent
supportive
of
that
and
want
to
continue
to
work
with
you
and
the
rest
of
my
colleagues
on
how
we
respond
to
that
need,
so
I'm
open
to
whether
it's
here
or
whether
it's
elsewhere,
but
I
just
want
to
make
sure
that
we
are
moving
forward
in
the
most
intentional
thoughtful
strategic
way
possible.
So
that's
it
for
me.
I
Great,
no,
that
all
makes
a
lot
of
sense
and-
and
I
think
the
one
other
thing
that
I
want
to
flag
and-
and
I
just
want
to
say
I'm
very
happy
to
work
with
everybody
on
that
and
and
be
guided
by
you
guys
as
sponsors
and
by
the
chair
in
terms
of
like
what
makes
sense
from
a
legislative
calendar
perspective.
I
I
also
want
to
flag
that
I
do
think
as
we're
having
this
conversation.
I
We
should
be
looking
at
any
capacity
in
which
the
city
uses
credit
scores,
because
we
obviously
heard
this
good
testimony
about
the
fact
that
we're
not
using
it
for
employment.
I
mean
I
really
appreciate
that
from
the
administration,
but
I
know,
for
instance,
that
we
we
do
collect
it
from
applicants
for
idp
units
and
that's
actually
something
that
that
new
york
recently
moved
away
from
doing
and
they
and
basically
allowed
people
to
provide
their
rent
history
instead
in
lieu
of
their
credit
history.
I
So
it
shows
that
you're
paying
your
rent,
but
it
doesn't
bring
your
credit
card
debt
kind
of
into
the
conversation,
and
I
just
think
that
when
we're
especially
like,
if,
if
we're
going
to
pass
legislation,
that
sort
of
puts
it
on
the
record
for
our
human
rights
commission
that
we
think
there's
a
lot
of
disparate
impacts
to
the
way
that
credit
history
gets
used,
we
should
do
a
sort
of
thorough
scan
across
all
city,
backed
programs
and
policies
to
like
see
where
we're
using
credit
history
and
whether
those
instances
are
sort
of
up
to
snuff
and
defensible
or
something
that
we
should
be
changing.
I
C
So
much-
and
I
think
so
just
for
people
folks,
I'm
mindful
of
all
folks,
I'm
mindful
of
the
legislative
calendar,
and
I
have
every
intention
of
making
sure
again.
This
historical
council
makes
history
this
year
with
this
particular
ordinance,
especially
so
what
will
happen
is
there
will
be
a
working
session
and
now
that
we
have
ideally
the
kind
of
world
in
which
we're
going
to
be
working
in
we're
going
to
get
to
business
there
and
make
some
very
you
know
you
know
good
decisions
as
written.
C
The
question
really
before
us
is:
you
know
what
what
do
we
think
we
need
to
add
or
what's
missing
with
that
being
said,
I
mean
I
mentioned
in
the
opening.
Kenzie
brought
it
up
and
I'm
you
know
bringing
it
up
again.
This
is
credit
scores
and
using
that
to
judge
a
person's
worthiness
of
housing,
of
employment
or
of
other
things
right
is,
is
questionable.
It's
a
questionable
how
useless
or
how
useful
that
really
is.
C
Now
again,
there
are
carve
outs
specifically
already
in
this
legislation
that
I
think
we're
balancing
that
need,
and
I
just
I
couldn't
help.
Couldn't
be
more
excited
about
kenzie's
suggestion
that
the
city,
as
it's
already
taking
leadership
as
vivian,
has
noted
the
city's
already
taking
leadership
in
this
particular
matter,
take
additional
leadership
and
examine
where
it's
using
credit
scores
right
beyond
the
bona
fide
exceptions
for
employment,
if
we're
using
it
in
housing,
if
we're
using
it
in
any
other
other
area,
take
the
leadership
and
go
ahead
and
remove
that
if
it.
G
C
Nothing
to
do
with
those
things
idp,
especially
trying
to
get
into
an
affordable
unit,
and
then
using
your
credit
score
to
stay.
You
can't
get
into
come
on
that
doesn't
make
any
sense.
The
other
area,
I'd
love
the
city
to
look
at
and
start
to
gather
data
is
to
follow
up
on
counselor
janie's
point.
C
So
when
we
go
to
have
contracts
with
employers
with
contractors
with
with
businesses
out
there
to
note
we
don't,
we
don't
appreciate
specific
practices
that
would
exclude
your
employees
from
employment
if
they
have
a
bad
credit
score,
that
their
credit
score
should
be
even
a
part
of
that
conversation
right
and
and
saying
that
you
know
we're
going
to
get
a
bunch
of
these
folks
who
are
going
to
be
vendors
for
the
city
of
boston,
the
tune
of
600
million
dollars.
C
Our
city
dollars
are
passing
into
those
employees
ultimately
into
their
paychecks
right
and
so
just
basically
saying
part
of
our
policy
when
we're
contracting
is
that
we're
gonna
look
at
how
you
put
up
obstacles
to
employment
and
if
it's
got
something
to
do
with
the
credits
or
we
don't
agree
with
that,
and
the
city
of
boston
could
lead
again
without
legislation.
By
saying
that,
though,
this
legislation
could
also
require
that
as
well
and
then.
Finally,
I
again
wanted.
C
I
agree
with
the
working
session,
especially
because
I
think
it's
important
as
avandra
brought
up
to
get
employers
beyond
the
city
of
boston.
In
this
conversation
you
know
I,
I
am
curious.
What's
the
opposition's
argument,
I
don't
know
I
can't
I
mean
I
can't
think
of
one
right
now,
but
I
mean
I'm
sure
they
may
have
something
and
and
what?
Whatever
argument
they
have,
that
we
couldn't
come
up
with
a
balanced
exception
to
help
them
with
whatever
supposed
need
that
they
have.
C
As
expansive
as
it
is,
but
I
don't
see
how
we
could
come
up
with
a
way
into
balance
of
interest,
so
a
working
question
is
to
come
to
work
within
these
things
and
hearing
that
there
is
no
opposition
or
that
there
you
know
the
lead,
sponsors
don't
mind,
credit
credit
scores
being
removed
or
as
part
of
a
housing
policy
or
something
we
can
come
up
with
that
legislation
as
well.
I
think
there's
already
protected
categories
and
I
think
we're
just
creating
you
know
one
more
more
form.
C
I
don't
know
if
we're
protect,
creating
a
protected
category
so
much
as
saying
this
can't
be
used
to
discriminate,
qualify,
otherwise
qualified
individuals
for
housing
or
employment.
That
might
be
the
language
we
need
to
kind
of
play
with,
but
I'm
I'm
excited
for
it.
I
think
this
is
something
you
know
I
rarely
try
to.
I
really
prompt
something
in
the
middle
of
the
hearing.
C
I
try
to
be
neutral,
but
this
is
so
necessary
and
the
amount
of
people
whose
credit
scores
are
impacted
by
this
moment
living
off
their
credit
cards
right
now
to
pay
bills
living
off
trying
to
pay
rent
when
they
can't
pay
their
utilities.
I
mean
this
is
this:
is
this
is
about
how
people
are
going
to
rebound
from
this
moment
as
well
in
the
city
of
boston,
so
nadine,
as
I
mentioned,
I
would
have
you
kind
of
come
in.
After
summarize,
your
thoughts
about
credit
scores.
F
Well,
thank
you
counselor
edwards,
and
really
thank
all
of
you,
I'm
honored
to
be
invited.
I
know
I've
worked
with
a
lot
of
you
over
the
years
and
you
really
are
the
leadership
of
our
city
and
I
so
appreciate
it,
and
I'm
also
sorry
I
was
late.
There
is
so
much
going
on.
That's
impacting
low-income
people.
I
can
keep
everything
straight.
F
So
this
is
a
really
critical
issue
and
one
in
four
residents
in
massachusetts
has
a
debt
in
collection
and
when
you
look
at
communities
of
color
that
almost
doubles,
so
the
impact
on
people
is
really
great.
If
you
have
a
debt
and
collection,
your
credit
score
is
totally
shot,
and
this
is
an
issue
that
we
have
tried
to
work
on
for
so
many
years.
F
I
worked
with
byron
rushing
for
many
years
on
state
legislation
where
we
tried
to
get
a
similar
bill
passed
and
we
had
a
big
coalition
with
the
national
consumer
law
center,
the
aclu,
the
national
employment
lawyers,
association
and,
amazingly
enough.
We
were
never
able
to
get
that
passed
on
the
state
and-
and
I
must
say
I'm
really
encouraged
to
see
all
of
you
focusing
on
this
now,
because
it's
something
that
I
think
is
critical
and
if
we
can't
get
it
done
now,
when
can
we
get
it
done?
F
I
mean
this
is
the
most
critical
time
and
I
think
you
know
you
probably
know
the
statistics
more
than
I
haven't
been
looking
at
this
closely
enough,
but
probably
more
than
50
percent
of
employers
do
credit
checks
in
employment
and
for
jobs
that
don't
you
know,
involve
dealing
with
money
or
you
know
anything
where
it
should
matter
at
all,
and
I
think
what
counselor
edward
says
it
really
is
in
some
way
a
pretext
for
discrimination,
and
I
think
the
city
really
has
an
obligation
to
ensure
that
any
of
the
companies
that
they're
doing
business
with
do
not
use
credit
scores
to
discriminate
against
against
job
applicants.
F
And
you
know
we're
living
in
such
impossibly
difficult
times
that
to
keep
someone
who
might
be
able
to
get
a
job
from
not
getting
that
job
because
they
had
been
laid
off
and
had
a
hard
time
paying
their
credit
card
bills
that
just
really
doesn't
make
sense.
So
what
I
would
like
to
offer,
I
have
not
read
your
bill
really
carefully.
I've
looked
at
it,
it
looks
great.
F
I
would
love
to
pull
out
the
old
state
legislation
and
compare
it
and
maybe
add
some
pieces
that
maybe
are
not
in
here
and
but
I
on
behalf
of
the
low-income
clients
of
gbls,
and
I
will
tell
you
probably:
ninety
percent
of
them
have
lousy
credit
scores,
if
not
a
hundred
percent
and
those
are
the
people
who
need
jobs
the
most
and,
if
we're
prohibiting
them
from
getting
it.
F
I,
I
think
that's
shame
on
us,
so
I
would
be
very
happy
to
work
with
you
all
and
I'm
sorry,
I'm
not
more
prepared
now,
but
we
gave
testimony
at
the
state.
I
remember
I
gave
testimony
at
the
state
house.
It
must
be.
I
don't
know
seven
eight
years
ago
now
and
the
other
thing-
and
I
think
you
all
know
this-
that
many
other
states,
new
york
and
california
and
others
do
have
similar
legislation
when
we
were
working
on
ours.
F
I'm
pretty
sure
new
york
city
passed
similar
legislation,
so
I
will
pull
out
all
my
old
materials
and
I'd
love
to
work
with
you
on
it,
and
you
know
help
in
any
way
that
I
really
can
and
thank
you
again
for
everything
you
guys
do.
D
Thank
you.
Thank
you
so
much
nadine
for
for
being
here
and
for
all
of
your
work
over
the
many
years
on
this
important
issue
and
on
the
many
important
issues
I
know
I've
had
the
pleasure
of
working
with
you,
as
many
of
my
colleagues
have
as
well.
You
know
one
I'd
be
interested
just
in
more
little
nuggets,
so
you've
offered
the
one
and
four
in
boston
have
a
debt
and
collection
and
that
doubles
for
communities
of
color.
D
If
there
are
other
data
points,
though,
that
was
part
of
the
earlier
discussion
in
the
hearing
hearing,
some
of
our
colleagues
were
looking
for
more
of
those
nuggets
and
not
that
you
have
to
recite
a
bunch
of
stuff
now,
but
if
there
was
something
that
you
could
submit
to
this
committee
so
that
we
could
get
it
out
to
all
the
colleagues,
I
think
that
would
be
helpful.
D
The
other
thing
is
that
you
offered
to
kind
of
look
up
this
legislation
that
you
and
and
representative
rushing
were
working
on
years
ago
to
kind
of
do
the
side
by
side
comparison,
and
I
was
just
wondering
your
thoughts
in
terms
of
timing.
As
I
know,
the
chair
of
this
committee
is
anxious
to
reconvene
and
have
a
working
session,
and
I
think
that
might
be
a
good
place
to
kind
of
get
any
of
those
gaps.
If
you
see
that
there
are
gaps
missing
that
might
be
in
that
state
legislation.
D
That
is
not
here,
that's
going
to
be
the
place
to
really
have
that
kind
of
in
the
weeds
conversation.
So
I
just
wanted
to
get
a
sense
from
you
on
timing
as
to
when
you
thought
that
could
be
so
that
this
committee
could
reconvene
and
we
could
make
sure
that
we're
moving
forward
and
not
to
put
pressure
or
rush.
I
know
we're
all
busy
just
wanted
to
get
a
sense
so
that
the
committee
could
then
plan.
F
I
I'd
love
to
say
right
away
and
I
will
try
to
do
as
much
as
I
can,
but
there's
a
little
election
coming
up
and
I'm
I'm
doing
some
voter
protection
work
in
florida
and
somehow
they
gave
me
this
big
job
and
so
I'm
really
have
to.
I
have
to
focus
a
little
bit
on
that.
I
have
the
panhandle
county,
so
it's
very
odd,
but
I
will
what's
your
time
frame
I
mean
I'll
try
to
do.
Is
I
just
have
to
get
my
old
files
together
and
look
at
it.
F
D
Would
ask
my
co-sponsor
and
the
chair
of
the
committee
to
chime
in
on
on
on
the
time
the
just
to
follow
up
on
miss
cohen's
question.
C
Just
note
that
we
really
the
election
is
in
two
weeks
or
so,
and
then
we
have
probably
a
couple
weeks
of
hearings
to
to
get
stuff
done.
We
take
thanksgiving
week
off
and
then
we
have
two
weeks
in
december
and
then
our
session
is
over.
So
you
know
we.
I
am
committed
to
having
the
working
session
to
allow
for
people
who
disagree
or
would
like
to
another
exception
to
have
that
conversation.
C
So
what
might
be
helpful
nadine
is
if
you
go
ahead
and
give
us
the
link,
or
at
least
a
copy
of
that
draft
of
legislation.
C
I
don't
expect
a
memo
or
anything,
just
the
the
thing
and
highlight
you
know
what
you
think
is
very
important
in
that
it
might
already
be
in
it
might
be,
but
if
we
can
go
from
there
and
then
also
you
know
what
we've
been
doing
like
with
affh,
we
have
conversations
we
talk
and
then
we
bring
that
conversation
to
the
public.
So
we
get
a
lot
of
the
work
done.
C
I
would
encourage
you
to
do
the
same
you
or
with
the
stats
of
or
directly
with
the
counselors
campbell
and
janie,
to
move
this
along,
but
I
do
I
even
just
knowing
that
we
probably
really
have
very
little
six
seven
weeks
of
real
work
to
get
this
done.
C
So
counselors
we
can
go
back
on
a
second
round
of
questions.
Oh
sorry,
counselor
campbell
has
her
hand
raised
and
I
would
encourage
all
the
other
counselors
who
have
questions
or
would
like
another
set
of
questions
to
ask
to
raise
their
hands.
It's
about
2,
30,
4.
5.
Excuse
me
so
I
tend
to
like
want
to
run.
You
know
finish
at
three.
E
Yeah
you're
right
counselor
want
to
be
respectful
of
folks
time,
particularly
administration
for
staying
on,
really
appreciate
it.
No,
we
have,
I
think,
in
a
previous
file
that
byron
wright
was
absolutely
a
leader
with
respect
to
this
legislation.
We
had
pauline
come
to
our
2016
hearing.
Gbls
has
been
at
the
forefront
of
this
issue
for
a
long
time
and
was
very
helpful
in
that
2016
hearing
and
frankly,
the
hiccup
was
legal.
You
know
our
corporation
council
kind
of
pushing
back
on
what
we
could
file
what
we
couldn't
file.
E
We
made
some
edits
in
this
version
and
that
would
allow
for
some
of
those
legal
barriers
or
potential
barriers
to
go
away
and
and
came
up
with
a
better
version
that
I
think,
could
work
at
the
city
level,
while
the
state
frankly
drags
its
feet,
could
work
legally
at
the
city
level.
So
nadine,
I
think
what
would
be
helpful
is
any
file
you
send
not
just
draft
legislation
but,
of
course,
information.
So
a
lot
of
the
current
the
data
we
have
is
from
2016
is
from
that
hearing.
E
E
great
has
anyone
talked
to
had
meaningful
conversations
in
the
advocacy
world
around
the
effect
of
that
legislation?
That's
a
question
that
continues
to
come
out.
Well,
we're
still
digging
and
not
necessarily
getting
the
responses
we
would
like,
and
so
any
information
you
could
bring
with
respect
to.
That
would
be
very,
very
helpful.
But
for
me
I'm
all
for
getting
this
done.
E
We've
been
talking
about
this
for
years
there
was
some
legal
hiccups,
but
I
think
we
have
gotten
past
those
and
over
those-
and
now
it's
just
a
question
of
whether
or
not
the
administration
and
the
mayor
would
be
supportive
of
this,
and
if
we
have
time
to
loop
in
some
of
the
other
things
we've
heard
with
respect
to
evictions
in
the
housing
crisis
and,
of
course,
wanting
to
get
more
employers
to
participate.
E
E
The
only
thing
I
really
heard
at
least
recently
2016
and
came
up
recently
is
employers
who
have
concerns
around
taking
this
this
metric
away
or
this
criteria
away
as
a
way
in
which
to
determine
someone's
character
or
how
they
show
up
on
the
job,
and
I
just
pushed
back
on
that-
I
mean,
but
that
has
been
a
concern
that
continues
to
come
up
and
I'm
saying
point
to
some
study
or
some
evidence,
you've
used
where
this
actually
is
true,
and
I
have
yet
to
receive
such
information,
and
I
think,
if
we
as
a
city
of
boston,
as
vivian
talked
about
earlier,
can
be
taking
the
lead
and
not
using
this
information
and
clearly
our
employees
are
doing,
I
think
quite
well,
then
we
should
hold
other
employers
to
the
same
standard
so
happy
to
to
participate
in
that
working
session.
E
Of
course,
madam
chair,
I'm
done
talking,
this
is
great
and
thank
you
to
all
the
folks
from
the
administration
for
being
on
here
for
so
long,
and
thank
you
nadine
for
joining
us.
I
know
how
swamped
you
are
so
thank
you.
E
G
Thank
you.
I've
been
googling
and
and
researching
while
we're
listening
to
all
this.
I
see
that
in
in
july
of
2019,
the
house
financial
services
committee
led
by
maxine
waters
of
them
of
california,
considered
restricting
the
use
of
credit
cards
for
employment
decision
credit
reports,
credit
checks
for
employment
decisions,
act
that
might
be
another
source
of
some
good
data.
Some
good
information
that
we
could
draw
into
this
conversation.
E
And
I
would
say
no
you're
exactly
right,
there's
a
lot
of
information
there
and
and
also
from
senator
warren's
office,
some
of
it's
a
little
old
and
national,
but
very
useful,
but
senator
warren
also
was
a
leader
on
this
and
they
helped
us
with
a
lot
of
data
as
well.
So
thank
you
for
your
email
liz.
I
saw
it
thank.
G
You
I
have
to
jump
off
for
another
meeting,
so
thank
you
so
much
and
consider
me
on
board
for
moving
this
forward.
Thank
you.
B
C
You
so
much
so
just
to
know
for
folks
the
working
session
we
will,
I'm
just
taking
notes
we'll
be
discussing
employer
concerns
beyond
the
city
of
boston,
how
this
can
or
cannot
be
married
with
some
housing
protections,
removing
credit
scores
or
credit
checks
as
a
means
of
housing
and
indirectly,
I'd
probably
get
some
of
the
eviction
as
well,
because
evictions
impact
your
credits
for
as
well,
so
that
so
this
might
help.
Then
there's
the
city
policy
in
general.
C
Hopefully
we
can
get
some
information
about
our
idp
policy,
as
councilor
bach
noted,
when
we're
doing
lotteries
and
idp
policies,
your
credit
score
is
analyzed
for
the
affordable
units.
I
brought
up
city
contracting
with
employers
and
how
we
should
be
letting
them
know.
You
contracted
the
city
of
boston.
This
is
not
a
criteria.
We
appreciate
you
using
on
your
employees
and
then,
finally,
just
in
general,
if
we
can
get
some
background
for
state
city
and
federal
policy
to
help
us
really
con
construct.
C
The
best
version
of
that
here
and
I
think
that's
a
good
amount
of
work
to
get
done
in
the
working
session
and
and
also
in
many
conversations
in
between
so
that
again,
we
shine
this
to
be
the
brightest
light
that
we
can
make
with
this
ordinance
and
present
to
our
colleagues
before
the
end
of
the
year.
I
don't
unless
anybody
else
is
raising
their
blue
hand,
to
make
additional
comments
or
questions.
C
I
could
close
out
today's
session
and
we'll
get
right
to
work
and
making
sure
that
this
is
the
brightest
one
all
of
the
folks
from
the
city.
Thank
you
so
much
for
being
here
today.
We,
we
really
appreciate
you
taking
the
time,
and
we
know
you-
you
are
in
the
position
of
of
you're
committed
to
do
the
work.
I'll
say
that
you
can't
make
a
commitment
overall
for
the
administration,
but
what
we
see
in
your
hearts
and
your
being
here
today,
you
are
committed
to
do
the
work.
So
thank
you
for
that.
C
Thank
you,
nadine
for
coming
as
well
again,
I'm
going
to
go
ahead
and
conclude
unless
I
get
a
blue
hand
once
twice:
okay,
no
blue
hands!
All
right
guys,
thank
you,
so
much
for
your
time.
Take.