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From YouTube: Committee on Government Operations on November 7, 2019
Description
Docket #0188 - A hearing on an ordinance relative to the establishment of an independent commission on equal opportunity and the elimination of systemic bias in the workplace
A
Cosponsors
city,
council,
lydia
redwoods
we're
also
going
to
be
joined
momentarily
from
council
president
and
also
co-sponsor
and
that's
a
counselor,
andrea
Campbell.
We
are
here
today
to
discuss
rocket
zero
one,
eight
eight,
it's
an
ordnance
relative
to
the
establishment
of
an
independent
commission
on
equal
opportunity
and
elimination
of
systemic
bias
in
the
workplace,
and
we
this
matter
as
well.
We
we
had
a
suspension
on
the
rules
and
we
had
a
third
sponsor.
A
One
of
us
with
us
here
is
a
vine
ravallo,
the
executive
director
of
Boston,
Human,
Rights,
Commission
and
former
state
representative
from
Dorchester
and
a
colleague
of
ours,
so
welcome
to
the
aisle
chambers
of
Andrew
and
we're
gonna
turn
it
over
to
the
lead
sponsors
now
for
an
opening
comment,
city,
councillor,
lydia
redwoods,
who
will
be
followed
by
city
council,
Josh,
Zakim
and
then
hopefully
our
council
president,
will
be
back
in
time
to
offer
a
public
justice
offer
opening
comments.
She
recognizes
counsel,
Lydia,
redwoods,
Thank,.
B
You,
chairman
clarity
today,
I
wanted
to
just
care
to
reframe
the
the
initiative
and
the
goals
of
this
conversation.
Now
that
we
have
this,
we,
when,
when
I,
initially
thought
about
this
independent
commission,
it
was
due
to
frustration
of
the
way
in
which
we
handled
discrimination
investigations
in
the
City
of
Boston.
In
that
particular
case,
it
had
to
do
with
the
Boston
Fire
Department,
but
we
have
heard
about
different
departments
where
there
are
allegations
of
discrimination
and
that
doesn't
make
us
unique
as
a
city
anyplace.
B
That
we
had
come
up
with,
and
we've
had
at
least
four
reports
now
on
the
Boston
Fire
Department,
and
we
still
have
15
women
out
of
1,500,
firefighters,
now
and
and
and
and
the
the
individual
treatment
of
those
individuals
has
varied.
But
there
has
been
far
too
many
allegations
and
concerns
of
sexism
and
racism.
So
right
now,
having
heard
in
Mayor
Walsh's,
a
state
of
the
city
he's
called
to
revamp
the
Human
Rights
Commission
I
first
was
skeptical
in
terms
of
whether
that
was
an
attempt
to
prevent
this
Commission.
B
But
when
I
further
researched,
the
HRC,
its
role,
I,
would
became
very
excited,
and
so
at
this
point,
I
I
want
the
conversation
to
be
about
how
a
lot
of
the
goals
of
this
independent
commission
are
met
by
a
vibrant,
fully
funded
Human,
Rights
Commission.
And
so
today
we
invited
not
only
our
new
I'm
gonna,
get
your
title
wrong.
Sir
Commissioner
I'm,
sorry
executive
director
of
the
Human
Rights
Commission
Commission
mr.
B
Carvalho,
but
also
we
invited
lawyers
Committee
for
civil
rights
and
also
civil
rights
attorney
Rebecca
Ponte,
cos
to
come
and
testify
about
the
best
practices
in
making
this.
The
most
vibrant,
most
accessible,
most
effective,
Human,
Rights,
Commission
I
hope
from
this
conversation
to
be
very
satisfied
that
what
we
have
in
Boston
will
be
built
upon
and
be
strengthened
versus,
trying
to
set
up
an
independent
commission.
C
C
It's
going
to
address
some
of
these
concerns,
I
think
the
Commonwealth
and
its
wisdom
has
given
quite
a
lot
of
authority
to
local
Human,
Rights,
Commission's
and
I'm.
Sure
you'll
talk
a
little
bit
more
about
that.
But
the
opportunity
to
investigate
to
subpoena
to
issue
orders
is
critical.
What
we
need
to
be
measuring,
we
need
to
be
talking
about.
We
need
to
be
reporting
and
disclosing
issues.
We
also
need
to
be
remedying
them
as
they
occur
and
hopefully
preventing
future
occurrences.
So
I
think
the
goal
of
this
legislation
is
quite
clear.
C
It's
my
understanding,
cancel
every
was
saying
that
the
goals
and
the
role
of
your
office
director
are
very
similar
and
so
I
look
forward
to
hearing
that.
But
I
do
think
you
know
it's
chair
of
our
Civil
Rights
Committee
here
on
the
council,
a
role
I've
been
proud
to
have
for
several
years.
We
need
to
continue
pushing
ourselves
as
a
city
as
an
institution
as
a
community
on
these
issues,
and
we
need
to
be
be
honest
about
that,
even
when
those
discussions
can
be
somewhat
comfortable.
C
D
First
of
all,
the
bonds
are
good
to
see
you
thank
you
for
being
here
and
congrats
on
the
new
role.
I
just
want
to
thank
councillor
Edwards
and
councillors
akin
for
the
partnership
and
for
their
fierce
advocacy,
not
only
through
the
civil
rights
committee
for
the
council,
but
also
with
respect
to
some
really
troubling
issues
in
various
departments
that
have
sometimes
been
very
difficult
to
talk
about,
whether
it's
the
fire
department
or
other
departments
where
we
get
complaints
and
concerns
and
don't
necessarily
move
forward
in
a
way
that
everyone
thinks
brings
about
accountability
and
injustice.
D
And
so
this
was
happy
to
join
in
partnership
with
them.
Look
forward
to
our
bus
hearing
and
also
to
see
what
the
Human
Rights
Commission
is
doing.
That
connects
with
this
and
then
continuing
any
conversation
about
how
we
strengthen
it
and
also
get
to
the
I
think
the
great
merits
of
this
proposed
ordinance.
So
thank
you
and
thank
you
counselor
Edwards
and
councillors
a
them
thank.
E
Good
afternoon,
mr.
chairman,
thank
you
for
inviting
me.
This
was
exciting
when
I
saw
the
email
to
be
here
on
this
issue
which,
to
be
honest
over
the
past
several
months,
I
was
not
aware
of
it
just
an
extent
and
was
not
aware
of
the
Human
Rights
Commission
in
either,
but
I
am
very
I,
am
encouraged,
not
only
to
be
here
what
that
signals
for
the
City
of
Boston.
E
What
that
means
that
the
mayor
decided
to
restart
this
Commission
I'm,
also
very
encouraged,
and
when
I
thank
these
sponsors
of
this
particular
proposal,
because
we,
as
all
of
you,
have
alluded
to
it's
important,
that
we
continue
to
have
this
discussion
about
discrimination
about
bias
about
equity
in
our
city,
and
it
does
an
extent
we
have
in
discussion
this
discussion
as
a
country
I,
think
there's
there's
not
a
day.
That
goes
by
that
you
don't
see
something.
E
The
news
that
alludes
to
this
issue
right
and
I
will
I
can
start
by
saying
this
as
a
new
executive
director
of
this
of
the
Bosnia
Rights
Commission
is.
This
is
my
first
time
speaking
before
this
body,
I
will
be
speaking
with
your
permission
with
this
party
on
a
quarterly
basis
that
is
contemplated,
and
that
is
the
ordinance,
as
was
written
in
1984,
to
report
and
answer.
Questions
like
this.
E
You
know,
discrimination
in
the
workplace
is
certainly
something
that
needs
to
be
studied,
something
that,
as
I
mentioned,
not
just
in
the
city
of
Boston
but
I,
think
as
a
country.
We
need
to
improve
upon
right
before,
though
I
dive
into
the
crux
of
why
we're
here
I
wanted
to
since
when
I'm
on
the
record
and
I'll
be
at,
we
know
we
all
know
each
other.
I
did
want
to
sort
of
give
you
some
background
information.
I
understand.
E
You
probably
know
some
parts
of
my
story,
but
I
wanted
to
kind
of
give
you
an
overall
sense
of
some
relevant
information
and
I
think
can
help.
You
see
why
I'm
here
today,
why
I'm
in
this
particular
position
I?
Most
of
you
probably
already
know
this
I
wasn't
born
in
this
country.
I
was
born
in
Cape,
Verde
Islands,
and
it
came
here
particularly
to
to
Boston
in
Dorchester
at
age.
15
didn't
know
a
lick
of
English.
E
Thankfully
you
know,
with
the
help
of
my
mom
and
some
teachers
at
bps,
at
Madison,
Park
I
went
to
I,
went
to
UMass
Amherst
in
West
Massachusetts
and
studied
legal
studies
and
sociology
would
come
justise
concentration
as
well
as
african-american
studies.
That
was
one
of
the
things
minor
that
I
that
I
had
and
I
graduate
from
UMass
at
in
2004
and
I
mentioned.
That
I
was
part
of
the
FIM
studies,
because
that
to
me
was
the
genesis
to
how
led
to
me
being
here.
You
know
I've
studied
in
the
civil
rights
movement.
E
I
also
study
workers,
rights
class
with
a
professor
who
back
then
was
the
MC
D
chair.
Actually
he
was
the
MCD,
as
we
know
is
that
misuses
against
discrimination
commission.
So
then,
from
there
after
UMass
I
went
to
Harvard
School
of
Law
and
I
went
to
Harvard
School
of
Law
for
for
the
legacy
that
he
has.
I
went
to
that
school
because
of
folks,
like
Targo
Marshall,
we
all
know
was
the
first
black
Supreme
Court
justice.
It
was
a
Howard
alone,
it's
Charles
Hamilton
use,
and
we
know
at
heart
at
Harvard.
E
Here
we
have
Institute
that
does
work
on
his
name.
The
two
men
played
a
significant
role
in
development
in
establishing
of
the
integration
that
happened
during
the
civil
rights
movement
in
1950s.
They
in
fact
turtle
Marsh
I
believe
if
I'm
not
mistaken,
argued
the
Board
of
Education
cases
that
integrated
schools,
so
I
I
start
there
to
some
extent.
O'connor
give
you
a
background
of
what
brings
me
here
right
to
say
that
I.
In
fact,
one
thing
the
Charles
Hamilton
Houston
used
to
say
is
that
lawyers
either
social
engineers
or
social
parasites.
E
Some
of
you
may
be
familiar
with
them
right,
I've,
always
I'm
11
years
out
of
law,
school
I
feel
almost
seasoned
to
be.
You
know,
post
10
years
out
of
law
school,
but
I've
always
wanted
to
be
an
attorney.
That's
gonna
use
my
legal
skills
to
serve
the
public,
because
that's
what
these
gentlemen
did
right
so,
but
out
of
law,
school
I
worked
out
of
at
a
big
law
which
big
law
firm,
which
is
a
firm
actually
a
Boston
firm
as
well.
E
It's
called
Wilma
Hale
and
I've
spent
two
and
a
half
years
there
I
was
doing
I
was
part
of
the
litigation
group,
doing
internal
investigations
and
complex
litigation
of
involving
big
companies.
You
know
not
not
to
name
any
clients
but
it'll,
be
clients
that
you
could,
whether
it
was
AT&T
or
Bank
of
America.
Some
of
these
major
corporations
that
corporations
that
we
see
on
a
daily
basis,
so
I
did
that.
For
two
and
a
half
years,
then
I
decided
I
want
to
come
home
to
Massachusetts,
but
I
didn't
want
to
want
working,
be
claw.
E
I
wanted
to
be
in
a
courtroom.
I
wanted
to
be
in
Roxbury,
I
wanted
to
be
local
and
I
became
assistant
attorney
for
Suffolk
County,
a
way
I
prosecuted
cases
from
domestic
violence
to
gun
cases,
some
very
serious
charges
and
tried
cases.
In
fact,
several
cases
before
jury,
but
I
also
did
cases
that
some
of
the
other
80s
perhaps
didn't
want
that.
He
call
paper
cases
the
cases
that
involve
checks.
E
A
case
pick
the
cases
that
involved
frauds
right
the
cases
that
that
involve,
potentially
somebody
stealing
to
work
for
a
bank
that
stole
from
the
bank
right.
Those
cases
are
not
cut
and
dried.
The
witness
said,
ABC
involves
reading
documents,
sometimes
often
discovery
of
several
documents
right
and
then
I
spent
about
a
year.
Almost
at
Liberty
Mutual
I
was
in-house.
There
ended
civil
litigation,
attended
impactors,
whether
it
was
mediation
or
you
know,
or
arbitration,
or
responding
to
interrogatories
and
requesting
them
and
documents,
and
such
right
I
wanted
to
be
litigated.
E
I
wanted
to
be
a
good
litigator
in
court
in
the
rest
is
sort
of
history
in
the
sense
that
you
know
then
I
was
I,
was
elected
state
rep
for
five
years
on
Beacon
Hill
and
focus
mostly
on
criminal
justice
reforms
and
and
civil
rights
and
human
rights
issues,
as
well
as
immigration,
immigrant
rights
right.
So
that's
and
I
say
that
in
a
sense
to
sort
of
give
you
the
background
on
the
record
in
terms
of
what
I
bring
to
the
table,
that's
relevant
here
right,
which
is
someone
that
I
understand.
E
You
know
the
legal
process
understands
that
when
you
make
decisions,
particularly
during
investigation,
that
you
have
to
be
thoughtful,
do
you
have
to
be
thorough?
It
has
to
be
based
on
facts
and
the
law
that
you
have
you
know
know,
as
all
of
you
in
fact,
are
lawyers
and
know
the
ethics
that
we
are
bound
by
right.
So
now,
having
said
that,
right,
I,
then,
as
you
know,
as
you
know,
decided,
I
decided.
Actually,
the
mayor
asked
me
to
come
and
fill
this
position
and
when
I
was
having
conversations
with
him.
E
Quite
frankly,
you
know
I
didn't
know,
I
didn't
know
this.
This
existed
and
I
was
like.
Let
me
think
about
it.
The
first
thing
that
I
did
when
I
got
home
was
pool
because
he
mentioned
the
ordinance
existed
since
1984
and
I
can
depends
on
feel
free.
To
ask
me
questions
as
I
go
as
well,
or
you
can
wait
sit-in,
but
I.
Don't
want
to
give
too
much
information
or
not
enough,
but
same
time,
I
want
to
get
to
the
crux
of:
are
we
okay,
which
is
the
Human
Rights
Commission?
At
least?
E
Why
I'm
here
right
because
I'm,
the
new
IDI
of
the
Morris
Commission,
which
it
was
as
I
started
to
say,
was,
has
been
around
since
1984?
He
was
it's
in
the
chapter
12
section
9
of
the
basa
Municipal
Code,
and
it
was
designed
in
fact
the
first.
If
you
read
closely
the
first
line
in
it,
it
says
the
cold
was.
The
ordinance
was
designed
to
assure
that
every
resident
shall
have
equal
access
to
and
benefit
from
all
public
services.
E
Now,
when,
apparently
when
they
was
first
started
back
in
the
80s
there
was,
it
was
heavily
brought
forward
because
the
city
wanted
to
do
something
in
regards
of
gay
rights.
As
you
know,
even
though
it
is
what
it
is
now
back,
then
that
wasn't
the
case.
So
the
focus
was
to
sort
to
protect
he
lbgtq
residents
of
the
city.
E
You
know
we
have
a
federal
administration.
Now,
that's
just
this-
that's
been,
you
know
very,
very,
very
aggressive
aggressively
targeting
immigrant
communities
throughout
the
country.
We've
seen
an
influx
of
ice
agents,
and
you
know
almost
every
day
at
extender
you,
you
hear
the
same
issues
are
popping
up
with
you
know,
raids
happening
check-ins
are
happen
in
some
way
or
not
right.
So,
but
I
can
tell
you
this,
though,
that
the
ordinance
itself
it's
a
broad
entire,
broad
anti-discrimination
policy.
E
A
E
This
I
guess
the
question
kind
of
takes
me
fast
forward
right.
We
at
this
point
we're
not
taking
any
applications,
because
it's
me
right.
We,
as
you
know,
in
order
to
do
any
not
occasionally,
complaints
and
investigations.
Is
you
know,
I
can't
do
the
investigation
so
long,
and
so
there
is
the
the
challenge
to
some
extent
as
well,
as
is
the
benefit
of
being.
My
position
is
now
is
that
everything
has
to
start
from
scratch
right.
E
B
And
and
why
I
understand
this
conversation
to
be
again
is
to
make
this
come
to
life,
this
HRC
to
come
to
life?
So
part
of
this
is
the
partnership
we're
going
to
form
and
so,
along
with
the
infrastructure
that
you
set
up
and
that's
why
I
also,
we
have
some
folks
coming
in
on
the
panel
who
work
in
discrimination
to
give
also
suggestions,
but
one
thing
I'd
love
to
hear
in
the
next
I.
Don't
know,
probably
not
gonna
have
a
working
session,
maybe
this
year.
B
In
one
language,
also
what
I'm
not
clear
about-
and
maybe
we
need
a
smaller
I
mean-
could
we
get
more
lawyers
in
the
room
because
that'd
be
helpful
right,
but
if
we
could
get
a
conversation,
I
mean
I,
think
there's
a
real
I
am
I'm
genuinely
confused,
based
on
the
language
that
we
have
here.
What
is
the
jurisdiction
of
this
agency?
B
Is
it
just
about
people
having
access
to
city
services
equitably
or
when
I
look
at
some
of
the
language
and
it
talks
about
it
says
it
shall
be
further
in
lawful
practice
for
any
employment
agency.
So
that's
something
for
us
to
figure
out.
Is
it
any
employer
in
the
city
of
Boston,
regardless
of
whether
the
city
has
to
comply
with
this
exactly.
E
That's
my
that's
my
reading
of
it
that
not
only
does
apply
to
private
sector
in
private
individuals
in
the
capacity
of
putting
out
a
public
service
right.
That
is,
if
someone
owns
a
restaurant,
if
someone
is,
you
know,
has
a
barber
shop
in
his
hire
and
it
also
encompasses
in
fact
I'm
not
sure
exactly
which.
B
E
E
B
E
So,
let's
put
it
this
way
and
just
an
extent,
you
know
a
lot
of
this.
As
you
mentioned,
I
think
we
we
have
to
carry
on
the
conversation
to
hang
out
some
other
details.
The
way
I
read
it
that
section
in
most
of
the
other
sections,
it
said
that
again
that
any
percentual
II
prohibit
any
person
from
making
from
discriminated
in
employment.
In
that
section,
that's
already
then
I
look
at
to
what
do
they
mean
by
person
right,
which
is
why
I
was
alluding
to
to
the
definitions
right.
E
B
Think
that's
great
I'm
very
happy
about
that
expansive,
reading
and
understanding
how
again
how
powerful
this
tool
is
to
fight
discrimination
in
the
city
of
Boston,
but
again
just
making
sure
that
we're
clear
on
that
to
prevent
any
other.
You
know
lawsuits
or
legal
challenges
to
that
group.
The
other
thing
that
I
would
I
don't
know
if
it's
a
task
force
or
again
a
working
session
that
we
should
be
discussing
is
whether
we
want
to
be
as
consistent
with
the
state.
I
know
our
filing
deadlines
are
different.
Where
I
think
180
days,
you.
E
B
E
One
of
the
things
that
the
ordinance
contemplates
and
it's
clear
in
there
is
that
we're
gonna
have
to
excuse
me.
We're
gonna
have
to
work
with
the
MCD
and
the
EEOC
on
almost
on
a
daily
basis.
I
and
I'm.
Taking
steps
I
have
taken
steps
to
to
meet
with
the
authorities,
particularly
MCAD,
to
discuss.
How
do
you
know
how
we're
gonna
function
together
right,
but
but
there's
a
lot
there's
a
lot
work
to.
E
Can
tell
you
to
add
on
to
some
of
the
things
I
was
saying
earlier:
is
that
in
the
ordinance
before
we
even
go
public
with
this
is
our
process?
We
we
have
to
come
before
this
body
again
for
public
comments,
so
there's
a
lot
of
again
on
almost
on
the
court.
It
literally
on
a
quarterly
basis.
I
will
be
here,
but
one
of
the
processes
also
requires
that
before
the
procedures
and
in
rules
are
published,
the
government-
you
know
how
everything's
gonna
happen
in
our
office
that
we
come
here
for
public
discussion
of
it.
E
So
you
know
I'm,
looking
forward
to
that
point
as
well.
I
can
tell
you
to
sort
of
move
on
to
discussion
a
little
bit.
We
we're
in
the
process
of
you
know,
identified
commissioners
and
hopefully,
by
the
end
of
the
month,
the
Commission's
would
be
appointed.
So
the
Commission
is
a
big
portion
of
this
of
this
right.
The
Edie
as
Edie
I'm,
saying
myself
as
executive
director
and
the
staff,
is
the
way
that
it's
designed
as
a
DD
determines
probable
cause
of
whether
you
know
to
begin
whether
the
case
is
Islam
or
not
right.
E
The
PC,
which
all
of
you
at
lawyers,
know
it's
just
the
the
basics
to
get
in
and
then
determine
hopefully
try
to
resolve
the
matter.
As
you
know,
this
is
an
alternative
dispute
resolution
body
right,
so
the
part
of
it
is
to
try
to
mediate
and
resolve
issues,
and
then
this
contemplated
hearings
before
commissioners
to
determine,
if
you
know,
if
we
can't
resolve
a
matter
to
determine
what
happens
just.
G
E
D
E
D
To,
of
course,
be
about
this
docket,
so
I
guess
my
my
first
question
and
then
I'm
one
other
question.
My
first
question
is:
how
do
you
envision,
based
on
how
you
see
the
Human,
Rights
Commission,
being
revitalized
and
revamped
connecting
with
the
ordinance
proposed
ordinance?
That's
before
the
committee
being
incorporated
into
what
you're
doing
with
the
Human
Rights
Commission
I
can.
E
Tell
you
this
much
is
based
on
my
review
of
it
of
the
new
of
the
proposal.
It,
the
Human
Rights
Commission
in
this
proposal,
are
going
for
the
same
policy
in
the
same
goals.
Achieving
the
same
thing,
which
is
inside
I,
mean
the
Human
Rights
Commission
obviously
goes
beyond
that.
That's
not
just
an
employment
setting,
but
it's
embedded
essentially
the
same.
The
same
task
is
there
for
the
Human
Rights
Commission.
To
do
so.
D
E
D
E
G
E
D
But
that
would
be
helpful.
I
mean
just
continued
updates,
so
we
can
let
the
public
know,
because
this
is
a
good
thing
right.
The
Human
Rights
Commission
being
brought
back
given
the
level
of
responsibility
that
it
covers
and
what
you
can
be
a
what
can
be
accomplished
within
it,
incorporating,
of
course,
the
ideas
within
the
Independent
Commission
that
we
are
thinking
about
right.
But
then
you
know
there
are
folks
out
there,
particularly
who
think
they
can
go
straight
to
you.
Go
here.
D
File,
complaints-
and
these
are
current
city
employees
who
are
dealing
with
promotional
issues
at
various
departments.
I
have
some
in
my
district
longtime
city
employees
concerned
around
unfairness
with
respect
to
promotions.
They
go
to
their
Union,
they
feel
like
their
union,
it's
not
hearing
them,
they
feel
like
they
have
no
place
to
go.
So
there
is
this
idea
out
in
the
public
space
that
they
can
just
go
to
you
or
others
to
file
a
complaint.
D
E
D
D
E
It's
it's
just
an
extent.
Sometimes
you
say
you
know
stars
align
right
this
right
here
is
it's
monumental
that
we
do
it.
We
do
it
right.
So
I
am
cognizant
of
the
time
and
I
want
to
get
it
up
and
running
as
soon
as
possible.
At
the
same
time,
everything
has
to
be
done
from
scratch.
Right
so
and
I
want
to
be
thorough
as
possible,
I'm
working
with
a
law
department
and
working
different
departments
in
the
city
to
make
sure
I'm
learning.
E
You
know
the
different
offices
it
exists
is
whether
it's
the
office
of
labor
relations
or
what
age
are
does,
and
so
a
lot
of
what
I've
been
doing
is
trying
to
learn
the
city
in
its
infrastructure
and
how
we're
gonna
work
together.
But
I
am
I,
do
want
to
get
this
up
and
running
as
soon
as
possible
to
benefit
the
people,
our
Boston,
but
also
we
also
have
seen
so
many
incidents
when
there's
a
launch
the
glitches
right
so
I'm
trying
to
avoid
those
I'm
trying
to
get
a
process.
E
A
We
have
a
second
panel
that
has
time
we
have
some
time
sensitivity,
so
we're
just
gonna
perfect.
If
you
can
stay
with
this
in
the
gallery.
If
you
wouldn't
mind
when
we
get
to
the
second
panel
Rebecca
sure
one
takes
anyways,
thank
you
for
taking
the
top
very
good
Lauren
Sampson
who's,
an
attorney
with
civil
rights,
fellow
lawyers
for
still
rights
and
I
know
that
Tanisha
I
do
not
see
Tanisha
when
I
know,
Tanisha
Sullivan,
president
of
Boston's
n-double-a-cp,
inviting
I
think
she
had
a
scheduling
conflict.
A
She
may
be
joining
us
later,
so
I
wanna
thank
her
for
the
great
work
she
does
on
behalf
of
the
n-double
a-c-p
D
and
hopefully,
she'll
have
a
chance
to
join
us
or
send
in
some
comments,
but
with
that
both
Rebecca
and
Lauren
welcome
to
the
Boston
City
Council
and
if
you
could
just
state
your
name
and
affiliation
and
for
the
record,
and
you
have
the
floor
to
give
us
your
thoughts
on
on
this
proposal.
My.
H
Name
is
Rebecca
Pontius
I
am
a
civil
litigator
I
handle
employment.
Plaintiffs
claims
my
office
is
right
across
the
street.
I
have
a
particular
focus
on
gender
issues,
including
something
that
I
call
family
responsibilities,
discrimination.
That
is
a
term
that
encompasses
discrimination
against
moms
and
dads
who
are
caring
for
kids
or
children
who
are
caring
for
their
older
parents
who
may
have
dementia
or
some
sort
of
need
care
needs
at
their
end
of
their
lives.
Some
of
the
claims
involve
stereotyping.
H
So
we
see
a
lot
of
employers
who
make
assumptions
about
what
a
proper
woman
would
do.
Who
has
children
or
a
proper
man
would
do
who
has
children
so
I
bring
a
lot
of
claims
based
on
those
sorts
of
issues,
as
well
as
associational
discrimination
claims
for
people
who
are
associated
with
somebody
with
a
disability
and
maybe
need
to
care
for
that
person
and
face
penalties
and
work.
Because
of
that.
So
that's
a
little
bit
of
background
in
my
practice.
H
I
also
sit
as
the
co-chair
of
the
amicus
committee
for
the
Massachusetts
Employment
Lawyers
Association
Mila
is
an
association
of
plaintiffs,
employment
lawyers
and
we
do
a
lot
of
advocacy
both
on
Beacon
Hill
and
through
the
courts
on
behalf
of
employees
rights.
That's
that's
my
background
who
I
am
and
how
I
and
I'll
split
you
a
little
bit
once
I'll.
Let
let
my
colleague
here
introduce
herself
and
then
I'll,
explain
to
you
how
I
got
here
and
why
I'm
here
thank.
F
H
F
Sampson
I'm
the
Civil
Rights
fellow
at
lawyers
for
civil
rights,
formerly
the
lawyers
Committee
for
civil
rights
and
economic
justice.
We
foster
equal
opportunity
and
fight
discrimination
on
behalf
of
people
of
color
and
immigrants
through
creative
and
courageous
legal
action,
education
and
advocacy
and
collaboration
with
law
firms
and
community
partners.
We
have
clients
across
Massachusetts
and
surrounding
communities
and
nine
impact
areas,
including
and
particularly
employment
discrimination.
H
I
I'm
here
to
talk
about
an
experience
I
had
about
eight
years
ago,
when
I
wanted
to
use
the
Boston
Human
Rights
Commission.
As
part
of
my
practice,
I
got
an
update
that
talked
a
lot
about
local
ordinances
that
have
specific
protections
for
parents,
because
what
that
does
in
the
employment
law
context
will
mean
family
responsibilities.
Discrimination
context
is
that
it
actually
makes
cases
where
parents
are
penalized
easier
to
prove.
H
That
goes
beyond
our
state
law,
as
currently
put
together
and
I
also
wanted
to
note
that
this,
which
was
constructed
in
1984,
actually
had
gender
identity
and
expression
in
it
decades
before
the
public
was
talking
about
it.
So
this
is
a
very
forward-looking
ordinance.
I
had
someone
from
a
national
network
that
I
am
involved
with
referred
to
me,
because
this
national
network
had
done
the
research
and
I
found
out
through
them
about
this
ordinance
in
the
city
of
Boston
were
only
one
of
three
municipalities
that
have
this
sort
of
an
ordinance.
H
The
other
two
are
Cambridge
and
Medford,
and
she
wanted
to
enforce
her
rights
under
the
statute.
She
worked
for
a
large
entity
that
was
within
the
city
of
Boston
and
when
she
got
some
new
supervisors
who
found
out
that
she
had
news
small
children
who
had
asthma
and
pneumonia,
she
found
herself
stripped
of
her
duties,
disciplined
and
ultimately
fired
after
she
complained
about
being
discriminated
against.
H
So
I
looked
into
bringing
something
before
the
Boston
Human
Rights
Commission,
and
it
took
a
very
long
time
to
even
get
a
copy
of
the
ordinance
and
I
was
ultimately
told
that
the
Commission
was
defunct
and
they
were
not
accepting
complaints.
So
I
took
my
client
to
the
Commission
Against
Discrimination
at
the
state
level.
Now
I
can't
bring
at
the
Commission
Against
Discrimination
a
complaint
under
the
Boston
City
ordinance.
The
Human
Rights
Commission
can't
and
in
Boston
can
certainly
refer
such
a
complaint
and
have
the
Commission
handle
it.
H
H
Oh,
you
know,
I'm
praying
for
you
and
your
kids.
Oh,
you
know
I'm
taking
these
responsibilities
away
from
you.
No!
No
I'm
not
doing
it
because
you
have
kids,
but
you
know
this
suddenly
happened
after
issues
arose
with
her
children.
So
the
timing
of
that
makes
these
disclaimers
look
a
little
bit
suspicious.
This
woman
had
no
children
herself.
She
was
actually
not
even
in
Boston.
She
was
in
Austin
Texas,
and
so
you
put
all
of
these
things
together
and
it
looked
fairly
clear
to
me
that
this
woman's
parental
responsibilities
were
a
driving
force
in
behind.
H
Why,
after
a
decade
at
this
company,
she
suddenly
couldn't
walk
and
chew
gum.
At
the
same
time,
I
do
have
a
couple
of
suggestions
in
terms
of
following
up
with
councilor
Edwardses
thoughts
about
expanding
the
ordinance.
The
state
currently
has
a
300
day
statute
of
limitations.
Time
limit
to
sue
I
think
it
would
behoove
you
to
think
about
that.
There
are
also
discussions
going
on
with
respect
to
the
state
law,
about
expanding
it
even
beyond,
potentially
to
two
or
three
years.
H
308
we
expanded
to
300
days
because
you're
gonna
have
to
bear
me
with
me
here.
This
is
a
little.
This
is
the
scale
of
Waukee,
but
under
federal
law.
If
a
state
has
a
state-level
Human
Rights
Commission
like
the
Commission
against
discrimination,
you
have
300
days
to
bring
the
complaint
to
the
EEOC.
So
what
we
did
was
we
said
you
know
what
why
have
180
days
in
Massachusetts
when
you
get
this
expanded
period
under
federal
law?
Why
don't
we
just
make
them
both
uniform?
H
Six
months
isn't
a
very
long
time,
especially
if
we're
in
a
downturn
of
an
economy
where-
and
it
might
take
you
six
months
to
find
a
new
job.
So
it's
not
a
very
long
time.
Frankly,
300
days
isn't
a
very
long
time.
If
you
make
a
demand
on
a
company
to
try
and
resolve
the
matter
or
on
a
public
entity
to
try
and
resolve
the
matter,
the
wheels
can
move
slowly,
and
so
you
find
yourself
up
against
a
time
limit
and
you've
got
to
file
which
your
client
may
not
really
want
to
do.
H
But
you
don't
really
have
a
choice
so
we're
talking
about
expanding
it
even
beyond
300
days
at
the
state
level
and
I
think
there
are
bills
pending
right
now
in
the
state
legislature
to
expand
the
statute
of
limitations
under
Chapter
151
B
2
as
long
as
six
years,
so
it's
I
I
think
it's
critical
when
you're
having
this
conversation
with
the
Human
Rights
Commission.
To
look
at
that
statute
of
limitations.
H
H
As
a
result,
I
had
someone
come
to
me
who
pushed
very
heavy
carts
as
part
of
her
job
as
a
cleaner
in
one
of
the
local
hospitals.
Her
supervisor,
when
she
got
pregnant,
told
her.
She
should
be
able
to
push
heavier
carts
because
now
she's
two
people
and
proceeded
to
then
give
her
those
sorts
of
duties
to
the
point
where
she
just
felt
she
had
to
quit,
because
she
was
endangering
I.
D
G
D
To
yeah,
that's
because
I'm
pregnant,
but
in
inject
and
I
was
really
happy.
Council
words,
brother
DUP,
but
just
last
week
was
having
you
know.
It
came
up
in
one
of
our
departments,
someone
who
is
pregnant
and
was
having
trouble
with
a
supervisor
with
respect
to
public
accommodation,
deaths,
work
and
was
told
sorry.
You're
gonna
have
to
go
home
and
push
back
and
said.
No
I
know
my
rights
and
then
it
was
resolved
in
a
good
way,
but
you
can
only
imagine
it
has
to
come
up
with
other
employees.
H
H
That's
got
to
come
from
corporate
and
the
only
way
it's
gonna
come
from
corporate
is,
if
there's
a
law
telling
corporate
that
corporates
got
to
deal
with
it.
Otherwise
it's
very
easy
to
leave
it
to
the
line
managers,
because
sometimes
these
jobs
are
relative
low-skill
and
they
know
they
can
get.
Somebody
like
that.
So
it's
just
much
easier
to
tell
someone
to
go
home
and
come
back
when
you're,
not
pregnant
anymore.
H
I
wanted
to
actually
put
in
one
other
plug
that
I've
seen
the
commission
against
discrimination
doing
when
they
got
their
extra
funding
for
the
sexual
harassment
up
uptick
they
have
put
in
the
tea
advertisements.
That
say
your
rights
can
be
remedied
here.
Here's
our
website,
here's
where
you
go!
If
you
want
to
really
roll
this
out,
I
would
suggest
putting
in
the
budget
a
roll
out
for
some
sort
of
mass
kind
of
advertising
like
that.
There's
right
outside
you've
got
those
big
towers
with
all
the
stuff
on
them.
H
I'm
sure
we
can
convince
the
owners
of
those
to
put
up
in
the
public
interest
something
that
says
you
know.
We've
got
a
commission
now
where
you
can
come
to.
Here's
where
you
can
go
and
I
would
also
suggest
making
sure
that
any
sort
of
online
accessibility
is
able
to
be
accessed
on
like
a
smartphone
or
a
tablet,
because
people
that
are
getting
consuming
their
internet
now,
particularly
like
it's
kind
of
a
younger
generation.
H
B
G
B
Wanted
to
make
sure
yeah
so
blanket
it's
about
its
15,
it's
15
state!
You
require
six
right
unless
your
domestic
worker,
where
you
can
you
do
not
that,
doesn't
apply
to
you
right.
We
did
that
sorry
and
then,
but
the
city
of
Boston,
from
the
from
the
interpretation
of
the
language
right
here
would
apply
to
any
employer.
It
seems
is
that
your
understanding
I'm
excited
for
that,
but.
H
H
B
A
F
F
When
we
talk
about
systemic
discrimination
and
employment,
we're
not
simply
looking
at
hiring
and
firing,
but
also
things
like
the
allocation
of
overtime
hours,
how
individuals
are
promoted
and
and
how
they're
they're
treated
and
regarded
in
their
departments.
So
three
proposals
slash
questions
that
I
guess
we
have,
as
part
of
the
ordinance
and
the
structure
of
the
Commission,
we're
very
supportive
of
what
of
the
proposal
to
include
a
variety
of
voices
on
the
commission
and
to
allow
both
appointees
and
applicants.
F
We
also
are
interested
in
the
possibility
that
the
Commission
like
say
the
Attorney
General,
can
have
an
affirmative
as
well
as
responsive
role,
so
taking
the
initiative
to
initiate
investigations
into
discriminate,
systemic
discrimination
absent
a
complainant,
even
though
the
MCAD
is
technically
empowered
to
do.
This.
F
We've
noted
that
over
the
past
several
years,
that's
just
not
something
that
they've
done,
and
this
isn't
I
think
an
opportunity
for
the
Commission
to
take
on
that
more
aggressive
and
affirmative
role
and
seeking
out
and
rooting
out
systemic
discrimination,
especially
industries
where
employees
feel
like
they
can't
speak
up
particular
employees
and
industries
that
have
a
lot
of
folks
who
are
undocumented
or
otherwise
are
low
wage
workers.
The
final
step
relates
in
particular
to
the
public
records
request
of
regarding
the
degree
to
which
investigative
documents
are
going
to
be
made
available
to
the
public.
F
H
So
I
would
also
encourage
that
when
were
communicating
with
the
public
about
this,
we
try
to
get
the
legalese
out
as
much
as
possible
and
I
as
a
lawyer.
I
can
be
just
one
of
the
worst
offenders
it's
hard
when
you're
in
the
profession
and
you've
got
a
lingo
that
you
speak
in,
but
something
that
really
was
thrown
into
relief.
For
me
that
day
was
that,
because
this
individual
is
not,
he
was
very
well-meaning
and
he
was
trying
to
explain
something
to
her.
H
That
can
be
a
complicated
legal
concept
but
to
her
it
just
sounded
like
oh
well:
I
don't
have
any
witnesses,
so
I
have
no
case,
and
so
I
think
that
there's
there's
sort
of
two
levels
they'll
come
out.
The
communication
one
is
the
trauma-informed
and
the
you
know
ethnic
and-and-and,
racially
sensitive
one,
but
I
think
also
we've
got
like
an
economic.
You
know
kind
of
situational
type
of
communication
that
need.
That's
that's
I.
H
Think
equally
is
important,
because
people
think
that
well,
unless
I've
got
witness,
I
have
no
evidence
and
I
spend
a
lot
of
my
time
explaining
to
people.
Well,
you
do
have
evidence.
You
have
a
complaint
that
the
defendant
may
want
to
fight
for
a
long
time
about
because
they
think
their
person
is
more
credible.
But
you
don't
not
have
evidence
and
that's
just
that's
been
bothering
me
a
lot
for
many
years.
A
A
B
So
we
weren't
aware
when
we
drafted
and
filed
this,
that
the
HRC
was
coming
back.
So
for
the
public's
understanding,
we
did
not
know
that
this
tool
that
had
been
dormant
was
coming
back.
So
it
was
an
attempt
to
try
and
figure
out
how
we're
going
to
deal
with
ongoing
investigations.
Since
we
we
disagreed
with
how
the
one
investigation
had
gone
forward,
so
we
were
trying
to
come
up
with
an
institutional
answer.
That
is
what
we
filed.
An
institutional
answer
to
investigate
city
departments,
so
I
just
want
to
be
clear.
B
So
part
of
this
conversation
is
looking
at.
What
we
already
have
is
a
tool
with
the
Human
Rights
Commission
and
what
we
filed
and
so
turns
out.
There
is
a
lot
of
what
we
filed
is
already
existing.
It's
now
that
the
cities
turn
time
with
the
City
Council,
with
our
advocates
to
make
it
come
to
life,
and
so
here
are
the
major
differences
that
I
see
between
or
what
we
the
major
points
and
how
its
address,
or
not
addressed
in
the
HRC.
B
First
of
all,
jurisdiction
in
the
in
the
filed
ordinance
suggested
ordinance
by
myself
and
my
colleagues.
Our
jurisdiction
was
just
limited
to
city
departments
and
investigating
those
departments
and
concerns
the
HRC
actually
has
a
larger.
A
jurisdiction
is
actually
going
to
impact
more
people.
That's
existing
law
with
regards
to
investigation,
both
both
have
investigatory
powers.
The
powers
of
the
executive
director
are
actually
more
expansive
than
expected
of
the
seven
commissioners
on
the
proposed
ordinance.
Both
have
a
proposal
for
seven
commissioners.
B
The
filed
version
is
asking
for
the
commissioners
to
be
partially
appointed
by
the
City
Council.
The
current
commissioners
are
all
appointed
by
the
mayor.
The
the
other
other
major
difference
is,
of
course,
we
did
not
lay
out
any
specific
categories
of
individuals
to
be
protected.
It
was
just
to
enforce
what
we
thought
was
the
state
discrimination
laws
and
we
didn't
realize
how
expansive
the
city
already
had
protections
so
in
many
of
the
major
cruxes
of
the
ordinance
are
already
provided
for
in
the
current
Human
Rights
Commission.
B
We
invited
then
attorney
ponch
ekeus
at
a
the
lawyers
Committee
for
civil
rights
to
come
in
to
further
break
down
how
the
HRC
and
this
ordinance
together
can
we
can
fill
in
additional
gaps
to
make
them
come
to
life
and
to
really
make
it
accessible
to
Bostonians.
So
I
wanted
to
wrap
up
with
that
clarification.
This
is
a
great
conversation.
We
are
actually
all
on
the
same
team
trying
to
make
this
come
to
fruition
as
soon
as
possible.
A
D
Just
first
one
again
thank
you
to
counselors
a
command
counselor,
Edwards
and
counsel
Flaherty
for
making
sure
this
hearing
happened
today.
But
oh
one
of
the
things
that
I
have
to
stress
because
I
got
a
lot
of
emails
from
constituents
in
my
district,
not
only
excited
about
this
hearing,
proceeding
and
finally
having
the
conversation
and
excited
about
the
Human
Rights
Commission
coming
back
online,
but
the
issue
around
pregnancy
has
come
up
but
promotions
within
departments.
Our
lack
thereof
specifically
for
employees
of
color
is
a
real
issue.
D
We
hear
it
quite
a
bit
whether
it
is
police,
Public,
Works,
Parks
Department.
We
have
documented
cases
from
folks
who
have
been
working
for
the
city
for
a
very
long
time
who
feel
like
the
process
is
unfair
or
that
there
isn't
isn't
any
process
and
what
they
see
as
a
recourse
is
going
to
their
Union,
and
they
have
found
that
sometimes
the
Union
is
not
helpful
to
them.
So
I
want
to
stress
that,
because
we
have
gotten
a
lot
of
calls
follow-up
calls
over
the
years
from
several
employees
in
my
district
wanting
them
to
know.
D
D
It
doesn't
mean
I'm,
sorry
firing
anyone,
but
ensuring
that
processes
are
in
place
or
promotion,
that
it
is
fair
that
it
is
reasonable
and
that
people
have
been
working
for
this
city
for
a
very
long
time
have
the
opportunity
to
be
promoted
to
earn
more
money,
serve
their
families,
of
course,
and
so
I
just
had
to
put
that
on
the
record
as
something
that
we've
heard
quite
a
bit.
Thank
you
again,
councillor
Edwards
councillors
a
come
central
staff,
but
also
our
respective
teams
for
making
this
happen.
Today
in.
C
I
want
to
thank
counsel
explaining
sort
of
the
distinctions
between
what
was
filed
and
what
some
part
of
the
discussion
was
today
and
the
HRC
is
a
powerful
tool
and
it's
important
one
that
employees
of
the
city
and
residents
of
the
city
know
that
it's
available
to
them,
because
there
are
different
avenues
and
I.
Think
people
who
are
experiencing
discrimination
or
harassment
at
work
are
gonna,
be
have
different
levels
of
comfort
with
how
they
address
it.
C
Whether
it's
talking
to
a
direct
superior,
whether
it's
talking
to
a
lateral
colleague
whether
it's
going
to
one
of
these
agencies
or
the
MCAD
or
the
EEOC,
or
here
in
the
HRC
or
some
other
body.
It's
really
critical
and
we
need
to
you
know.
The
title
of
this
was
about
systemic
bias
and
when
there
are
individual
instances
that
perhaps
don't,
as
a
single
instance
seem
that
it's
a
big
problem
or
see
that
there's
discrimination
happening
or
bias
occurring.
C
When
we
look
at
things
as
a
whole,
we
can
see
patterns
and
we
need
to
see
how
we
have
to
be
proactive
as
legislators
as
residents
as
people
in
public
service.
So
I
just
want
to
say,
I'm
thrilled
to
have
this
conversations.
Conversation
that's
to
keep
happening,
I,
don't
think
anyone's
here,
looking
to
find
wrongdoing
or
misbehavior,
but
we
need
to
be
thinking
of
ways.
We're
gonna
measure,
our
progress
that
folks,
who
do
feel
they've
been
wronged,
have
an
avenue,
that's
comfortable
the
discussions
about
confidentiality
and
how
we're
gonna
put
this
in
place.
C
The
work
I
did
with
our
former
colleague
counselor
or
congresswoman
Presley
on
the
city
council's
own
harassment
and
reporting
policy.
These
are
all
things
we
just
have
to
be
very
deliberate
about
and
it's
easy
to
get
lost
in
the
shuffle.
So
I
want
to
thank
the
chairman
as
well
for
holding
this
hearing
for
moving
this
forward,
mayor
Walsh
and
his
team
for
really
rejuvenating
the
HRC
and
I
look
forward
to
continuing
this
work.
So
thank
you
very
much
good.
A
Thank
you
and
my
colleagues
here
pretending
and
for
the
pianos
for
participating
for
the
public
for
being
here
as
well,
and
that
will
conclude
the
hearing
with
respect
to
darken
zero
one,
eight
eight
in
ordinance
relative
to
the
establishment
of
an
independent
mission,
one
equal
opportunity
and
the
elimination
of
systemic
bias
in
the
workplace.
The
Committee
on
government
operations
is
adjourned.