►
From YouTube: Committee on Government Operations on April 21, 2021
Description
Docket #0567 - Hearing Regarding Biannual Review of the Boston Employment Commission and Boston Residents Jobs Policy
A
A
A
Good
morning,
everyone,
I'm
city,
councilor,
lydia
edwards.
I
am
the
chair
of
the
committee
on
government
ops.
It
is
wednesday
april
21st,
2021
and
we're
here
today
for
a
virtual
hearing
on
docket
0567
order
for
a
hearing
regarding
bi-annual
review
of
the
boston,
employment,
commission
and
boston
residents,
job
policy.
A
A
The
ordinance
establishes
standards
and
compliance
requirements
for
applicable,
city-funded
construction
projects,
where
a
percentage
of
the
workers
must
be
boston
residents,
people
of
color
and
women.
The
last
hearing
the
committee
discussed
city's
progress
in
achieving
the
objectives
of
the
ordinance,
as
well
as
programs
and
initiatives
implemented
by
the
city
to
improve
the
numbers.
The
committee
discussed
the
use
of
salesforce
as
a
data
platform,
the
csl
prep
course,
the
jobs
bank
and
the
creation
of
hiring
of
a
full-time
sales
force,
administrator
and
adding
construction
monitors
to
ensure
that
projects
aren't
in
compliance.
A
The
committee
also
discussed
the
city's
efforts
in
creating
pipelines
to
the
trades
potential
changes
in
the
state
law
and
the
legal
standards
that
are
used
when
awarding
contracts.
I
will
also
note
a
perpetual
theme
throughout.
Most
of
our
hearings
is
a
question
of
discipline
and
enforcement,
the
other
so
in
accordance
with
governor
baker's
march
12
executive
order.
We're
modifying
the
open
meeting
law.
Therefore
we're
having
this
hearing
on
zoom.
This
allows
us
to
balance
the
public
safety
of
the
moment,
but
also
allow
us
to
do
our
jobs.
A
The
public
may
watch
this
hearing
via
live
stream
at
www.boston.gov
city
dash,
council
dash
tv
and
on
expenditu
xfinity,
8,
rcna,
2
and
verizon
964
will
also
be
rebroadcasted
at
a
later
date.
Written
comments
may
be
sent
to
the
committee
email
at
ccc.go
at
boston.gov
and
will
be
made
a
part
of
the
record
and
available
to
all
counselors.
A
If
you
would
like
to
offer
public
comments
and
have
not
signed
up
to
do
so.
Please
email
christine.odle
boston.gov,
for
the
link
participating
today
on
behalf
of
the
administration.
Administration
is
selena,
barrios-milner,
chief
of
equity
and
inclusion,
christopher
brown
of
the
boston
policy,
res
boston,
residence,
job
policy
manager.
I
thi
is
kim
as
well
kim
odom
is
as
you'll
be
testifying
today,
no
okay,
you're
on
backup,
but
you're.
A
Here,
okay
got
you
you
got
excuse
me
kim
odom
on
on
backup
is
also
available
and
to
answer
any
questions
and
travis
watson,
who
is
also
going
to
be
testifying.
Boston
who
is
from
the
back,
is
back
austin
employment.
Commission
chair,
so
I
think
that's
it
from
the
administration
joining
me
with
me
today
from
my
colleagues
is
councillor
braden
councillor,
flaherty,
counselor,
mejia
and
counselor
flynn.
Have
I
missed
anybody.
A
And
then
we
will
have
public
testimony.
I
know
that
there's
several
people
who
and
I
want
to
apologize
to
them-
they
didn't
acknowledge.
They
noted
that
they
were
a
little
bit
disappointed
with
the
lack
of
notice
to
get
them
to
adjust
their
schedules.
So
my
personal
apology
to
you,
dick
and
to
those
who
have
who
made
this
conversation
possible,
made
it
stronger,
and
I
want
to
acknowledge
that
and
we
will
do
better
and
I
will
do
my
best
to
get
you
the
october
or
fall
hearing
date
much
earlier
and
maybe
set
a
rhythm.
A
C
D
E
Mejia,
yes
good
morning,
thank
you
for
hosting
this
hearing,
I'm
looking
forward
to
diving
into
the
data.
I
think
that
it's
great
to
do
this
on
a
quarterly
basis,
so
it's
an
opportunity
for
us
to
learn,
reflect
and
figure
out.
Where
do
we
move
from
here?
I
am
going
to
be
looking
into
more
on
the
accountability
and
data
transparency
piece.
So
looking
forward
to
diving
in
thank
you.
F
Thank
you.
Thank
you,
council
edwards.
Thank
you
to
the
administration
team.
That's
that
is
here.
Thank
you
to
the
community
leaders
also
for
their
ongoing
support.
I
strongly
support
this
policy.
I
knew
the
history
of
it
very
well
with
councillor
bowling
council,
councillor
turner
and
in
mayor
flynn
as
well,
but
what
what
I'm
con?
F
Let's,
let's
ask
for
it
and
let's
see,
let's
ask
the
city
council
in
the
mayor
to
say
that
we
need
more
support
from
the
city
to
effectively
monitor
this
program
and
it's
our
job
as
city
council
is
in
the
mayor
to
make
sure
that
money
is
in
the
budget,
so
we
can
effectively
administer
this
this
important
initiative.
Thank
you.
Council,
edwards.
A
G
G
G
Thank
you,
council,
chair,
edwards,
councillor
braden,
councillor
flynn
and
councillor
mejia
for
being
here
today
and
councillor
edwards,
for
your
commitment
to
ensuring
that
we
stay
on
top
of
enforcement
and
realizing
this
ordinance
and
making
sure
that
we
gather
twice
a
year
to
to
work
together
on
this.
So
thank
you
all.
G
G
We
are
all
committed
to
the
full
participation
of
local
residents,
women
and
people
of
color
in
our
construction
industry,
especially
at
this
moment
in
time
when
we
know
that
the
covet
pandemic
has
had
a
devastating
impact
on
those
particular
communities.
Boston
has
been
hit
particularly
hard
by
unemployment,
and
we
know
that
those
have
that
have
weathered
the
greatest
brunt
of
both.
G
The
health
and
economic
impact
of
the
pandemic
are
people
of
color
and
so
we're
committed
to
making
sure
that
they
can
have
opportunities
in
their
backyard
and
and
not
just
for
work,
but
for
meaningful,
life-sustaining
jobs,
and
so
we
we
continue
to
be
committed
to
that
and
with
mayor
janie,
there's
a
transition
in
leadership-
and
you
know
you
all
know.
This
is
an
issue-
that's
very
important
to
her,
and
so
we're
committed
to
continuing
to
work
together
with
you
to
realize
the
full
potential
of
this
ordinance.
G
So
I
will
sorry
my
windows.
There
we
go
okay,
so
I'll
go
ahead
and
get
started.
I
know
that
you
all
are
interested
in
hearing
some
of
the
data
updates,
and
so
I
will
go
ahead
and
turn
it
over
to
chris
brown.
Our
brjp
manager
who's
going
to
go
through
the
brjp
project,
data
breakdown
and
then
I'll
share
some
updates
on
salesforce
and
pipe
pipeline
development
efforts
before
turning
it
over
to
chairman
watson.
For
his
remarks.
B
B
The
new
ordinance
was
signed
in
2017
january
20,
25,
25,
2017.,
and
so
the
new
on
this
projects
about
95
of
the
proj,
the
public
projects
are
under
the
new
ordinance
all
right.
So,
within
the
six
months
period
it
ended
up
being
about
a
million
hours
and
the
percentages
are
27
percent
boston,
resident
35
people
of
color
and
7
female
all
projects,
including
new
and
old
ordinance
projects.
We
had
about
3.5
million
work
hours,
26
percent,
boston,
resident
38
people
of
color,
seven
percent
women.
B
B
The
development
neighborhood
development
always
have
has
the
most
projects
in
terms
of
work
hours.
So,
as
you
can
see,
there's
574
000
work
hours,
30,
boston,
resident,
68,
people
of
color
70
female,
for
the
department
of
neighborhood
development.
Then
you
have
parks,
which
is
a
small
department.
It's
like
renovation
of
city
parks,
playground,
basketball
court.
They
usually
have
about
eight
projects
a
year
and
their
numbers
are
22
percent
resident,
26
people
of
color
four
percent
women.
G
Thank
you
chris.
So
now
we're
going
to
walk
you
through
some
updates
on
the
salesforce
platform.
Since
we
last
met
last
time
we
met,
we
reported
the
investment
in
a
new
contractor,
a
full-time
position
to
support
salesforce
and
that
person
has
since
been
hired.
So
now
we
have
these
four
projects.
Are
our
pilot
projects
on
salesforce
we're
continuing
to
correct
some
of
the
standard
reports?
G
I
know
counselor
flynn
raised
capacity
and
and
what
we
need-
that's
something
we
desperately
needed
was
kind
of
that
technical
support,
and
we
have
that
in-house
now.
So
we
can
try
and
troubleshoot
there's
still
a
significant
amount
of
cleanup
that
needs
to
happen,
but
as
we're
doing
that
also
kind
of
retraining
or
troubleshooting.
G
G
Since
we
last
met,
we
have
grown
as
a
monitoring
team
and
so
we've
hired
four
new
construction
monitors.
Since
we
last
met,
two
were
to
fill
vacancies
and
two
new
monitor
positions
were
created.
So
we
now
have
a
monitoring
team
of
seven
construction
monitors,
which
is
the
largest
team
we've
had
since
the
brjp
was
started
in
the
early
80s.
G
G
Right
now,
and
so
you
know,
as
you
all
know,
construction
is
a
real,
just-in-time
industry.
It's
like
certain
trades,
are
mobilized
at
different
times.
They
come
on
projects,
they
come
off
projects
and
so
we're
trying
to
do
some,
real-time
matchmaking,
so
for
projects
that
are
currently
not
meeting
their
goals.
Those
contractors
are
going
to
meet
with
job
seekers
that
we've
identified
through
the
jobs
bank,
but
definitely
invite
you
all
to
to
help
refer
anyone
that
you
know
that's
looking
for
construction
work.
This
is
a
really
good
opportunity,
because
these
are
all
active
brjp
projects.
G
And
then
just
some
summary
data
about
the
jobs
bank
work.
Since
we
last
met,
we've
had
33
new
workers
sign
up.
30
workers
referred
to
current
projects.
That
doesn't
mean
they
got
work
on
current
projects,
but
they
were
referred
out
based
on.
You
know
their
availability
to
work,
and
then
we've
been
working
closely
with
the
following
resource
partners,
because
you
know
when
people
come
to
us
looking
for
work,
they
often
need
can
use
other
types
of
resources
as
well.
G
So
we
we
regularly
refer
out
to
the
benjamin
franklin
institute,
madison
park,
training
to
trades
program
and
the
other
organizations
listed
here
so
that
we
can.
We
can
make
sure
that
they're
not
just
sitting
and
waiting
for
us,
but
but
that
we
can
connect
them
to
other
resources
that
can
help
them
find
meaningful
work.
H
Good
morning
counselors,
it's
an
honor
to
be
here
with
everybody
today,
albeit
in
this
virtual
space.
As
you
know,
it's
school
vacation
week.
I
also
have
a
back
hearing
later
today,
so
I'll
need
to
excuse
myself
in
an
hour
so,
but
with
that
said,
I'm
going
to
jump
right
in
and
we'll
try
my
best
to
be
briefed
well.
The
brjp
doesn't
have
explicit
goals
for
businesses
owned
by
black
and
brown
people.
It's
directly
connected
to
the
hiring
of
local
workers,
people
of
color
and
women.
H
H
H
According
to
the
recent
disparity
study
between
2014
and
2019,
the
city
awarded
approximately
2.2
billion
in
contracts.
Roughly
half
the
city's
budget
was
spent
on
construction,
986
million
plus
or
minus.
These
were
mainly
all
union
projects
of
that
986
million
920
went
to
white
owned
companies.
That's
93,
93
of
construction
dollars
were
paid
to
companies
owned
by
white
men.
The
vast
majority
of
these
companies
aren't
even
based
in
the
city,
so
what's
happening,
is
business
owned
by
white.
H
Men
are
accounting
for
the
largest
chunk
of
the
city
spending
and
in
most
cases,
taking
the
money
and
spending
it
elsewhere
of
the
city's
986
million
construction,
11.8
million
or
1.2
percent
went
to
businesses
owned
by
black
brown
people,
so
olmsted
green
alone
has
contracted
11.6
million
to
black
and
brown
owned
companies.
That's
a
construction
project
going
on
right
now,
granite,
lena
and
whittier.
Two
another
two
construction
projects:
14
million.
H
H
They
still
won't
disclose
the
number
of
black
members
they
have.
They
don't
have
a
single
black
person
in
a
senior
leadership
leadership
position.
This
has
crossed
every
trade
and
they
also
clearly
demonstrated,
via
the
disparity
study,
that
they
are
incapable
of
working
with
black
home
businesses.
The
businesses
are
there.
The
study
proved
that
they
aren't
being
awarded
contracts
because
they
are
owned
by
black
and
brown
people.
H
Therefore,
I
recommend
the
following:
first
form:
a
council
of
black
and
brown
gcs
and
subcontractors
to
advise
the
administration
on
how
to
create
access
and
opportunity
for
their
companies
piggybacking
off
of
counselor
royer's
comments
from
our
last
hearing.
We
need
to
separate
people
of
color
in
the
way
that
we
track
them
under
the
ordinance
into
black
latinx
and
so
on.
The
disparities
amongst
black
brown
people
are
different
and
the
causes
and
fixes
aren't
a
one-size-fits-all.
H
I
think
next,
regarding
the
city's
sanctioning
rubric
and
late
payroll,
fines
this,
whether
intentional
or
not,
is
designed
to
hurt
smaller
companies,
many
of
which
are
owned
by
black
and
brown
people.
So
as
it
stands,
companies
are
required
to
submit
payroll
weekly,
that's
really
easy
for
a
large
union
shop.
However,
many
smaller
firms
operate
on
a
two-week
pay
cycle
and
should
incur
added
expenses
just
to
work
in
the
city.
H
What
ended
up
happening
on
99.9
percent
of
union
projects
that
are
not
in
compliance
is
the
following:
I've
chaired
many
of
these
sessions,
so
the
company
out
of
compliance
is
represented
typically
by
a
white
man.
He
then
reaches
out
to
a
construction
union
again
99
of
the
time
to
another
white
man,
to
ask
for
help
locating
a
black
or
brown
person
for
an
industry
that
is
well
documented
in
discrimination
against
black
and
brown
people.
This
makes
absolutely
no
sense.
H
A
Thank
you
is
that
the
last
from
the
administration,
sorry
I'm
having
a
technical
difficulty,
I'm
trying
to
give
my
camera
a
little
break.
But
if,
if
you'd
like,
we
can
turn
over
to
oh
sorry,
we've
been
joined
by
counselor
sabi
george
as
well,
but
we
can
go
straight
to
public
testimony
or
a
little
bit
of
public
testimony,
and
then
we
can
go
through
the
counselors.
Does
that
work.
I
After
a
year,
you
think
you'd
learn
by
now
to
do
that,
but
anyway,
thanks
for
the
opportunity,
thank
you,
council,
edwards
and
the
other
council
is
here
listening
and
to
the
the
staff
of
the
brjp
and
all
the
different
aspects
that
you're
doing.
I
wanted
to
start
quickly.
My
name
is:
stick
monks,
I'm
a
member
of
boston,
jobs
coalition,
I'm
also
a
member
of
city
life,
peter
albana,
so
we
have
a
I'm
involved
in
both
a
housing
and
a
jobs
organization.
I
We
have
a
common
slogan,
saying
a
strong
jobs.
Good
jobs
means
strong
communities.
We
can't
separate
the
two
in
this
era
at
all.
I
also
want
to
start
by
thanking
travis
for
your
your
presentation.
I
thought
clearly
you're
you're
you're,
looking
at
trying
to
solve
a
problem
and
not
just
be
frustrated
by
it,
and
I
think
that's
something
that
we
all
need
to
be
thinking
clearly
about.
I
I
Maybe
yes,
solutions
and
I
I
was
encouraged
by
both
ms
celina
and
travis
and
you're
looking
for
solutions
to
the
problem,
so
I'm
going
to
say
something
that
we've
talked
a
little
bit
about
in
boston
jobs
coalition
as
an
idea-
and
I
think
it's
using
the
data
that
is
now
becoming
more
available.
Hopefully,
salesforce
will
continue
to
eventually
be
something
that
is
universally
used
throughout
the
city,
but
the
data
that
we
show
that
we
now
have
can
show
clearly
the
contractors
that
are
doing
better
and
continually
doing
better
around
meeting
the
number.
I
The
compliance
numbers
required
by
the
brjp,
and
we
also
that
same
data
can
expose
the
companies
that
are
not
doing
better
and
have
no
indication
that
they're
trying
to
do
better
and
we
think
that
and
whoever
this
would
be.
But
we
think
there
needs
to
be
a
calling
of
a
a
meeting
between
those
counselors.
I
The
key
question,
I
think,
is
what
they
are
doing
it
and
how
they
are
doing
it,
and
and
and
have
the
cross-section
of
companies
that
are
not
present
and
then
from
that,
let's
make
all
companies,
if
especially
those
who
are
not
meeting
the
requirements,
come
up
with
a
business
plan,
I'm
calling
it
a
business
plan,
but
it's
a
plan
about
how
they're
going
to
reach
it.
Not
I'm
going
to
try
harder.
Yes,
I'm
going
to
call
the
jobs
bank
because
we
know
those
are
good
but
they're
not
sufficient.
I
I
I
If
it's
white
guys
talking
to
white
guys,
we
know
what
the
results
going
to
be,
but
I
think
anyway,
that's
our
suggestion
that
that
we
make
these
companies
sit
down
and
actually
talk
it
out,
learn
from
each
other
and
then
come
up
with
a
business
plan
that
they
have
to
produce
at
the
time
they're
bidding
on
a
contract
and
I'd
like
to
do
the
same
with
the
unions.
You
know
when
you
look
at
the
numbers,
and
this
is
something
that
counselor
turner
taught
us
about.
I
So
a
contractor
can
say
well
gee,
I
called
the
unions
and
they
didn't
give
anybody.
I
called
the
jobs
bank
and
they
didn't
have
anybody
for
me
so
they're
in
compliance.
Well,
that's
just
isn't
good
enough
anymore.
I
think
what
we
have
to
do
with
the
unions
is
the
same.
We
do
with
the
companies
bring
them
in
here.
My
guess
is
that
none
of
them
are
here
today.
I
So
we
bring
these
two
kinds
of
unions
who
have
different
approaches
about
how
they
staff
and
how
they
develop
membership
again
talking
to
each
other,
learn
from
each
other
and
again
set.
We
need
to
set
some
specific
goals
on
the
unions
as
to
how
they're
going
to
develop
their
membership.
I
know
I've
shared
the
frustration
with
travis
of
trying
to
get
numbers
from
the
unions
and
they
just
aren't
forthcoming,
but
I
think
we
need
to
step
up
somehow
of
saying
that
doesn't
work
anymore.
I
I
Numbers
have
increased
like
I
said,
but
they're
just
not
good
enough,
but
it's
I
think,
they've
increased
only
because
eyes
are
on
it
and
that's
what
this
hearing
helps
to
do.
So
I
appreciate
the
hearing
I'd
like
to
see
some
presentation
from
the
people
who
are
actually
working
in
the
industry,
both
contractors
and
unions
here
next
time,
but
again,
thank
you
for
the
time
and
the
presentation
and
that's
it
for
now.
Thank
you.
A
Thank
you
before
I
go
on
to
additional
public
testimony.
I
wanted
to
just
respond
one.
I
we
we
put
out
a
public
notice
and
what
we
should
do
and
can
do
for
the
fall
and
for
all
of
them
is
to
make
sure
that
the
public
notices
go
out
not
only
to
the
advocates,
but
that
the
unions
in
general,
the
building
trades,
be
invited.
So
if
there
their
lack
of
presence,
is
here
I
I
will.
I
will
own
that
I
did
not
put
out
a
general
invitation
to
them.
A
Specifically,
I
went
to
the
administration
because,
for
me
the
administration
is
who
is
enforcing
who's,
creating
the
structure
behind
this
and
who
also
has
to
comply
with
the
with
with
this
and
actually
make
it
work,
so
so
not
that
they
shouldn't
be
here,
it's
more
like
if,
if
there's
someone
to
blame
for
their
their
absence
right
now,
I
will
take
that
blame.
The
other
thing
is
I
want
to,
and
I
mean
that
for
the
unions
and
for
contractors.
A
A
So
I
wanted
to
acknowledge
that
my
apologies,
the
second
part
and
just
dealing
with
a
lot
of
balls
in
the
air
on
zoom,
has
probably
a
little
bit
off
my
game,
but
I
will
do
better
in
the
fall.
I
also
wanted
to
just
make
sure
we're
also
clear
on
what
the
goals
are.
I
don't
think
anyone
presented
really
what
the
and
boston
jobs
policy
requires.
So
if
I,
if
I
recall
by
memory,
it's
51
people
of
color
excuse
me
51
boston
residents,
40
people
of
color.
I
I
I
I
A
Thing
for
those
who
are
watching,
I
think
we
saw
an
average
of
26
of
the
boston
residents,
which
is
really
disappointing,
because
that's
you
know,
I
would
want
that
more
than
anything
is
that
boston
folks
are
working
on
these
projects.
Then
you
had,
I
think,
like
35
people
of
color
that's
closer
to
the
40,
but
still
not,
and
then
we
saw
consistently
six
and
seven
percent
of
women
for
the
past.
We've
even
seen
that
before
and
so
there's
I
wanted
folks
to
know
in
general
what
the
goals
were,
what
the
law
is.
I
A
J
J
I
wish
my
camera
was
on
then,
because
I
was
dancing
because
you
are
hitting
every
mark
on
the
head
and
it
is
so
important
for
us
to
understand
that
written
words
they
matter,
but
now
it's
the
execution
and
there
is
too
much
money
going
around
the
city
for
it
not
to
be
shared
and
deliberately
and
consciously
feared.
So
I
thank
you,
miss
mr
watson.
In
any
time
you
need
help.
Call
me
at
the
boston
job
coalition,
because
I
am
definitely
in
your
corner.
K
A
G
A
You
very
much
okay,
then
so
we'll
go
in
order
of
arrival
for
and
then
we'll
go
from
an
order
of
arrival
from
the
counselors
all
the
way
to
the
advocates
who
said
that
they
had
questions
that
includes
wawa
and
angela.
So
we're
just
going
to
go
straight
down.
Okay,
all
right,
then
so
we'll
start
with
counselor
braden
and
again,
because
we
have
folks
on
I'm
going
to
encourage
my
colleagues
to
be
brief
in
your
questions.
So
we
can
actually
for
the
advocates
to
have
the
floor
as
well.
C
Thank
you,
madam
chair.
It
was
mentioned
that
some
unions
are
doing
better
than
others.
Could
we
possibly
enlarge
on
that?
I'd
like
to
get
a
better
understanding
of
which
unions
are
doing
better
at
better
jobs?
I've
been
taught,
we've
been
talking
to
a
lot
of
unions
about
this
issue
and
I'd
just
like
to
get
the
lay
of
the
land
and
who's
doing
better
and
and
who
needs
to
improve.
C
B
G
So
we
I'd
say
we're
at
the
beginning
stages
of
that
part
of
what
we're
doing
is
having
those
those
fairs
where
people
can
find
out
about
the
requirements.
The
you
know
what
what
kind
of
pre-qualifications
there
are,
etc,
and
so
we're
we're
doing.
You
know
an
ongoing
effort
with
the
boston
building
trades
to
try
to
just
get
those
conversations
happening,
but
I
do
think
to
your
point.
H
And
if
I
may
just
add
briefly
some
of
the
conversations
that
we've
been
having
over
the
years
with
locals,
so
I
think
one
of
the
number
one
challenges
amongst
many
is
when
applications
are
accepted,
where
they're
accepted
it's
very
confusing,
it's
not
on
a
regular
basis,
oftentimes,
it's
not
on
public
transportation.
It's
in
the
evening,
not
workable
hours
for
many
of
the
folks
that
they
should
be
targeting.
C
Yeah,
it
seems
like
there's
some
sort
of
very
basic
barriers
that
that
could
be
could
be
fixed
now
and
in
terms
of
equipment
and
and
documentation.
I
I
also
heard
from
someone
who
works
in
workforce
development
that
sometimes
the
need
for
some
basic
equipment
like
steel,
tasty,
capped,
shoe
boots
and
and
some
equipment
can
be
a
barrier
to
particip
getting
into
the
into
the
pipeline.
So
to
speak
as
well
is
have
you
any
any
understanding
of
that.
H
The
only
comment
that
I
would
have
and
I'll
put
I'm
a
board
member
of
youth
build
boston,
so
just
for
full
disclosure,
but
I
think
it's
you
really
need
in
that
situation.
The
pre-apprenticeship
programs,
like
youthbuild
boston,
who
offers
that
sort
of,
I
would
say
more,
of
a
hands-on
approach.
It's
because
the
pre-apprentice
and
also,
I
believe,
a
building
pathways
model.
H
You
know
what's
modeled
after
pre-apprenticeship,
also
offers
that
I
can
say
that
there's
not
enough
there
and
if
there
is
some
way
to
partner
with
one
of
these
big
companies
like
a
timberland
boots,
to
donate
some
steel-toed
boots
to
a
501c3
with
a
direct
pipeline
through
the
city
for
some
well-deserving
young
people
entering
the
trades.
I
think
that
that'd
be
huge.
C
Thank
you,
I
think,
there's
many
there's
many
different
aspects
to
this
and
I
think,
even
those
very
basic
pre-print
at
that
very
basic
pre-apprenticeship
level
we
need
to.
We
need
to
work
on
really
building
that
pipe,
a
really
robust
pipeline.
So
thank
you
so
much
for
your
work.
It's
really
really
important.
Thank
you.
Everyone.
A
You
before
I
go
to
counselor
flaherty
I
saw
and
for
folks,
if
you
have
a
comment
or
response,
if
you'll
raise
your
hand
on
the
zoom,
I
did
happen
to
see
dick
raise
his
physical
hand,
but
I
don't
have
all
of
you
on
my
screen.
So
I
will
miss
somebody
if
you
just
if
you
don't
raise
your
actual
hand
to
answer
so
dick.
If
you
had
a
brief
answer,
let's
turn
it
to
you
and
then
we're
going
to
go
to
michael
our
counselor
flaherty.
I
D
Thank
you,
madam
chair.
Just
real
similar
in
the
lines
of
council
braden.
Just
wanna,
I
guess
identify
you
know
which
unions
are
are,
are
doing
great
job
with
obviously
recruitment
and
retention,
and
which
ones
need
to
do
a
little
better
job.
And
you
know,
can
we
get
some
census
information
from
each
of
the
unions
and
also
talk
maybe
about
a
mentorship
program.
I
know
for
a
lot
of
unions.
D
It's
you
know,
folks
get
introduced
to
it
because
their
father
was
there
or
their
uncle
or
their
cousin,
and
I
think
it's
important
that
when
we
introduce
a
trade
to
an
individual
that
there's
also
some
responsibility
on
that
individual
to
encourage
you
know
his
family,
his
friends,
kids,
that
you
know
he
grew
up
with,
so
she
grew
up
but
to
enter
into
that
trade
because
a
lot
of
it's
either
familial
or
it's
because
they
know
someone
that's
in
that
particular
union.
So
I
want
to
make
sure
we
put
some
emphasis
on
that.
D
You
know
as
we're
recruiting
or
when
someone
obtains
a
job
in
a
particular
union
is
really
an
onus
on
them
to
also
sort
of
give
back
to
their
community.
To
some
respect
and
reach
out
and
open
up
and
introduce
their
network
to
that
particular
trade,
so
I
want
to
see
if
there's
any
efforts
on
sort
of
a
mentorship
portion
of
this
as
well.
So
since
this
and
mentorship.
I
Really
just
had
to
find
a
mute
thing
here.
I
just
wanted
to.
I
think
those
are
the
good
suggestions.
Counselor
council
flaherty,
there
was
a
number.
There
was
a
number
of
meetings
with
the
boston
jobs
coalition
in
the
in
the
boston
building
trades
and
also
with
travis
that
we
tried
to
do
exactly
what
you
just
suggested
counselor,
and
there
is,
I
want
to
say
real,
but
I
think
the
the
correct
word
would
be
total
resistance
into
sharing
those
kinds
of
numbers.
I
We
had
a
simple
proposal
that
we
just
asked
the
unions
to
give
us
the
breakdown
of
the
numbers
and
then
set
some
goals.
Even
if
it's
a
lower
low
is
you
know,
five
new
people
of
color
coming
into
the
union
this
year
I
mean
those
kinds
of
structure
and
the
unions
just
were
not
into
that.
Taking
that
approach
they
have
their
methods.
Some
of
their
methods
are,
are
more
progressive.
Like
we've
talked
about,
others
are
non-existent,
so
I
don't
know
what
kind
of
measures
could
be
taken
to
get
those
kind
of
numbers.
I
You
know
they
are
private
organizations,
they're
not
required
under
any
law
that
I
know
of
to
give
those
numbers
whether
or
not
the
city
can
position
himself
to
put
more
pressure
on
them.
I
is
would
be
welcomed
and
I'm
speaking
as
a
member,
a
long-term
member
of
the
operating
engineers,
one
of
the
worst
ones
who,
in
terms
of
meeting
their
requirements,
so
I
understand
from
a
union
side
why
they
don't
do
it,
but
from
a
community
side,
it's
inexcusable.
D
Had
the
means
and
was
concerned,
obviously
about
trying
to
find
quality,
educational
opportunities
for
their
children
or
in
some
instances,
just
the
parking
space
or
off-street
parking.
So
they
don't
have
to
compete
every
night
for
a
parking
spot
in
front
of
the
home
and
a
lot
of
them
move
to
the
you
know
to
the
suburbs
or
the
south
or
the
north
shore,
or
western
mass
and
they're
still
city,
kids
per
se,
but
they've
moved.
I
think
that
that
excuse
the
numbers
a
bit
as
well,
so
just
food
for
thought
on
the
boston,
residency.
D
J
A
A
We
don't
have
a
direct
ordinance
that
controls
the
membership
of
unions.
They
are
individual
organizations,
we
don't
have
organ
ordinances.
I
don't
know
that
we
have
the
legal
jurisdiction
to
control
the
membership
of
private
organizations
anyway,
but
the
indirect
way
is
to
say
when
it
comes
to
our
money
when
it
comes
to
our
projects
when
it
comes
to
our
zoning
and
when
we,
when
it
comes
to
what
we're
looking
for,
you
need
to
meet
these
standards
contractor
and
they're
supposed
to
then
turn
around
and
push
on
the
unions
or
open
shop
or
whoever.
A
And
I
that's
my
understanding
if
the
city
wants
to
add
to
that.
The
frustration
I
can
understand,
then,
is:
if
the
city
doesn't
push
on
those
contractors
or
the
contractors
aren't
doing
it
and
they
still
get
contract,
then
what's
the
incentive
to
to
follow
the
law,
so
I
can
turn
it
over
to
anyone
if
anyone
from
the
city
or
travis
wants
to
add
to
that.
But
okay.
I
I
I
also
do
want
to
say,
though,
that
we
need
to
also
make
sure
you
mention
it
at
the
end
that
I
think
it's
important,
not
just
the
union
side
of
this
in
terms
of
the
supply
the
labor
supply
end
of
it.
It's
also
the
the
non-union
are
their
records
are,
for
the
most
part,
even
worse
than
the
union
numbers.
So
we
shouldn't
just
completely
ignore
that
factor
and
then
to
go
to
council
of
flaherty's
comment.
I
But
now
we
find
that
more.
The
problem
is,
and
this
gets
into
another
area
people
can't
afford
to
live
in
boston.
It's
it's
a
it's
turned
around,
and
so
it
doesn't
really
impact
on
this
conversation.
But
I
think
we
need
to
be
aware
that
it's
a
moving
target
as
to
reasons
why
people
working
people
especially
are
are
not
living
in
boston
as
much
as
they
used
to.
E
Yes,
thank
you,
I'm
so
glad
that
we
do
this
regularly,
because
I
think
it's
an
opportunity
for
us
to
really
think
about
how
we're
going
to
get
to
these
goals,
and
so
I
really
do
appreciate
the
administration
and
the
advocates
for
leaning
in
right.
I
don't
think
anybody
wants
to
feel
like
they're
being
tolerated,
obligated
or
regulated.
I
think
this
is
just
you
know
an
opportunity
for
us
to
really
think
about
a
culture
shift.
It
seems
like
to
me
in
a
lot
of
these
spaces,
particularly
when
it
comes
to
the
unions.
E
E
I
also
think
it's
really
important
for
the
unions
who
who
know
that
this
is
happening
and
they
don't
make
it
a
point
to
participate
in
these
conversations
is
on
them
too.
So
I
just
want
you
to
know
as
much
as
I
appreciate
you
owning
it.
I
just
wanna.
I
think
it's
important
for
especially
for
folks
who
know
how
important
this
is
to
show
up
so
with
that.
E
I
just
have
a
few
questions:
I'm
curious
about
madison
park
and
and
the
role
that
the
city
is
playing
to
kind
of
like
think
about
this
as
a
pipeline.
What
what
does
that
look
like
in
terms
of
increasing
the
number
of
opportunities
and
jobs
and
career
explorations
for
students
really
looking
into
madison
park?
You
know
I'm
curious,
also
about
accountability.
You
know,
we've
been
talking
a
lot
about
that,
but
I'm
curious.
E
If
this
I
and
I'm
I'm
not
even
sure
if
this
is
legal
or
not,
but
if
there's
a
way
for
us
to
tax
these,
these
businesses
or
the
businesses
who
are
not
hiring
folks
is
there.
Is
there
a
way
to
say
you
know
for
every
single
time
that
you
don't
comply?
Here's
what
it's
gonna
look
like
we're
going
to
we're
going
to
sanction
you
with
your
dollars,
because
we
know
that
when
we
talk
about
money,
people
usually
tend
to
react
to
that
impact
through
their
financial.
E
So
if
they
don't
think
that
equity
is
important,
maybe
they'll
figure
that,
through
their
financial
situation,
they
may
want
to
be
a
little
bit
more
moved.
Is
there
a
way
to
consider
what
that
may
look
like,
and
you
know
I'm
also
curious
about
the
disparities
between
certain
projects.
It
seems
like
some
of
them
are
100
people
of
color
and
then
some
of
them
are
zero
percent.
So
I'm
just
curious
about
what
the
highs
and
lows
are
there
and
it's
great
that
the
city
is
publishing
data.
E
E
Is
there
a
way
to
provide
feedback
to
the
folks
as
to
why
they
didn't
receive
their
contracts
like?
What
are
we
doing
to
ensure
that
we're
not
just
sharing
information
but
we're
also
building
the
capacity
of
folks
who
didn't
receive
these
contracts?
And
I'm
just
curious?
You
know
this
is
one
last
thing
that
I'll
say
is
that
we
went
through
the
data
and
found
that
mario
susie
and
son
and
company
is
one
of
the
biggest
non-compliant
contractors
in
the
city.
E
So
I'm
curious,
why
are
we
still
hiring
them,
and
can
you
talk
a
little
bit
more
specifically
about
what
the
construction
monitors
will
do
and
how
will
they
communicate
with
the
city
when
contractors
are
not
complying
with
the
boston,
residency,
jobs
policy?
And
the
last
thing
that
I
will
say
to,
I
think
it
was
someone's
point
in
regards
to
the
housing
situation.
E
Maybe
we
utilize
that
those
dollars
to
support
a
program
that
will
help
offset
the
financial
cost
of
living
here
in
the
city
of
boston?
Those
are
just
some
things
to
think
about.
I
know
I
said
a
lot
y'all.
I
don't
know
what
you
can
answer,
but
I
would
love
to
get
some
feedback
on
some
of
the
things
that
I
shared.
A
A
But
one
of
the
things
the
city
countered
and
said
we
need
to
do
was
to
make
it
easier
to
submit
the
payroll
and
that's
what
the
sales
force
conversation
you
heard
a
lot
about
that
at
the
beginning
is
trying
to
rectify
so
that
when
it's
almost
you
can't
you
don't
have
an
excuse
not
to
you
can't,
say
it's
in
the
mail.
You
can't
say
the
paperwork
is
coming
or
so
on
and
so
forth.
A
We
can
just
enforce
this
law
and
stop
giving
them
contracts,
and
that's
where
that
we
can
go
to
your
direct
question
about
that.
I
remember
something
in
sun's:
the
name
of
the
company,
I'd
love
for
you
to
bring
that
up,
and
maybe
the
city
to
address
that
particular
repeat
non-compliant
company
and
why
they're
still
getting
contracts.
G
G
G
So
if
I
want
to
work
with
the
city,
I
have
to
do
this
and
then
other
people
are
watching
you
know,
so
I
think
that
that's
one
of
our
greatest
tools
that
we've
yet
to
leverage
so
definitely
welcome
partnership
with
you
on
that
we're
looking
to
to
stand
up
a
process
to
do
that,
but
any
ideas.
I
know
this
is
a
passion
of
chairman
watson's
as
well,
and
so
I
I
do
think
that
we
have
additional
teeth
that
we
have
yet
to
use.
H
Got
the
hand
down
on
mute
counselor
my
hand,
thank
you
for
your
questions.
I
was
trying
my
best
to
multitask
and
I
believe
I
failed,
but
I
tried
my
hardest
to
get
some
of
your
questions
down.
So
so
one
suggestion
and
I
believe
the
administration
is
working
on
this
is,
and
you
had
mentioned
it
is
this
bad
player.
Repeat
offender
list
right,
so
people
who
are
habitually
not
complying
with
the
boston
residence
jobs
policy,
just
based
on
the
data
alone,
are
put
somewhere
very
publicly.
H
I
think
that
this
would
help
in
a
way
in
that
many
of
the
developers
that
I
work
with,
they
want
the
lowest
price
right
and
they're
trying
to
save
a
buck,
and
they
don't
always
take
these
things
into
account,
particularly
if
they're
not
public.
So
what
they're
looking
at
is
like
how
low
can
I
get
my
plumbing
contract?
But
if
how
low
can
you
get
my
plumbing
contract
and
please
take
into
account
these
other
factors?
I
think
that's
a
reasonable
ask.
H
I
believe
you
asked
the
difference
between
some
of
the
people
of
color
hours
that
you
saw
some
of
the
projects
were,
you
know
close
to
90
people
of
color
and
others
were
close
to
zero
in,
in
my
experiences
that
had
a
lot
to
do
with
the
location
of
the
projects.
Again,
it
goes
down
to
the
union
non-union
thing.
H
A
lot
of
the
100
percent
people
of
color
are
close
to
or
more
neighborhood
based,
affordable
housing
projects,
with
some
of
the
smaller
to
mid-size
mbes
operating
in
that
space,
a
lot
of
the
zero
percent
or
some
of
the
union
contracts
that
are
downtown,
and
you
had
mentioned
mario
stussy.
I
believe
so.
Forgive
me.
H
I
don't
have
the
data
in
front
of
me
and
my
memory
is
not
the
best,
but
I
do
recall
and
we'll
work
on
getting
the
data
that
mario
susie
and
company
was
a
contractor,
who
has
historically
done
an
awful
job.
To
your
point,
I
do
recall,
having
a
very
candid
conversation
with
him
at
a
boston
employment,
commission
meeting
and
subsequent
to
that
meeting.
If
my
memory
certainly
right,
I
believe
his
next
his
last
two
projects
showed
considerably
increase.
So,
for
example,
I
think
he
did.
I
was
just
looking
through
my
notes.
H
E
Yeah,
no
one
who
talked
to
did
anyone
answer
around
the
what
what
the
construction
monitors
are
going
to
do.
I
mean,
and
I
think
this
boston
jobs
residency.
It's
not
just
about
construction.
I'm
thinking,
there's
other
questions
that
I
have
in
terms
of
just
city,
employees
too,
but
I
don't
know.
If
that's
part
of
this,
I
don't.
I
don't
want
to
get
too
in
the
weeds
council
edwards.
E
B
B
Four
monitors
started
within
the
last
three
or
four
months,
they're
being
onboarded
right
now
and
as
soon
as
they
get
on
board
they're
gonna
they're
gonna
receive
a
set
of
projects.
All
the
monitors
have
have
a
set
of
projects
that
they
monitor.
So
what
this
is
going
to
do
is
we're
going
to
be
able,
instead
of
a
monitor,
having
20
projects,
as
we
have
monitors
that
have
20
projects.
B
A
That's
good
news.
Thank
you.
Thank
you.
So
I
don't
know
if
that
answered
your
question,
they
go
on
site.
They
basically
check
in.
They
actually
see
the
numbers
and
the
payrolls
match.
What
who
are
physically
there
doing
the
work,
and
I
didn't
realize
we
had
so
few
until
now.
I
think
seven
is
actually
still
a
small
amount.
E
B
Yeah,
it's
okay,
so
we
have
corrective
action
meetings.
So
what
happens
is
a
monitor?
They
monitor
the
payrolls
right,
we're
looking
at
the
project,
we
see
a
contractor,
that's
not
in
compliance.
The
first
step
is
to
send
an
email
to
the
general
contractor.
Hey,
listen.
Chris
brown
painting
is
not
in
compliance.
What's
going
on
how
many
more
hours
on
a
project
you
know,
are
they
bringing
they're
low
in
the
boston
resident
category?
B
When
can
they
bring
additional
boston
residents
onto
the
project?
So
the
first
interaction
is
is
via
email,
and
so
when
we
get
the
response
back,
if
it's
not
sufficient,
you
know
the
contractor
might
say
yeah.
Okay,
I
have
somebody
out
on
site
next
week
right,
but
if
they
send
something
back
saying
saying
basically
I'm
not
going
to
do
it,
then
we
call
them
in
for
a
corrective
action
meeting
a
physical
meeting,
and
then
we
addressed
the
topic
at
that
meeting.
E
Yeah,
I'm
sorry,
so
this
is
more
not
just
from
my
own
benefit
from
the
people
who
are
tuning
in
and
trying
to
figure
out
how
you
all
function.
I'm
curious,
though,
at
some
point
you
know
where,
where
where
is
the
shutdown
list
where's,
the
shutdown
notice
comes
in
like?
Is
there
in
terms
of
accountability
and
monitoring?
Where
does
this
say
hey
because
people
can
buy
time?
I
know
people
can
dance
around
an
issue
and
finish
the
the
work.
E
B
B
A
Back,
I'm
taking
it
back,
so
a
couple
questions
and
some
things
that
I
had
brought
up
before
one
my
biggest
concern
and
I've
heard
it.
You
know
you've
heard
this
from
me
before
and
I'll
just
again,
and
I'm
I've
been
asking
for
this.
I
know
that
we,
we
don't
have
chief
barros
anymore,
but
he
was
one
of
the
folks
that's
pushing
on
the
most,
which
was
wage
theft,
and
I
I've
seen
it
happen
in
my
district
on
a
it
was
a
city
project,
so
they
were
compliant.
A
They
were
not
boston
residents,
they
didn't
meet
the
women's
component,
they
were,
but
they
were
people
of
color
men
of
color
and
they
ended
up
having
to
put
a
lien
on
the
city
project
to
get
paid,
and
so
that
this
is
a
concern
of
mine
and
I'll,
say
this
I
if,
if
they
were
organized
in
a
union,
I
do
know
that
they
would
have
had
at
least
an
intermediary
who
would
have
gone
on
that
like
it
would
have
been
loud.
You
didn't
pay
anybody,
they
did
not,
and
so
they
had.
A
You
know
greater
boston,
legal
services,
they
had
some
friends
in
the
who
contacted
me
because
I
used
to
work
there
it
it
shouldn't
have
been
that
way
again.
It
was
a
city
project,
and
so
you
know
at
the
time
still
I
think
at
the
time
at
the
time
I
brought
this
up
and
I'm
bringing
up
again
workforce
development
and,
and
they
live
in
the
same
house
under
the
same
economic
development
home.
A
So
there
was
a
list
of
bad
actors
not
only
in
not
complying
with
this,
but
I
wanted
a
list
of
bad
actors
who
don't
pay
their
workers,
and
I
didn't
want
them
to
be
getting
any
more
contracts
as
well,
and
so
I
bring
that
up
again
as
a
and
that
that
is
that's,
that's
not
a
hard
list
to
find
you
can
find
who
filed
it
at
the
attorney
general's
office.
What
liens
are
put
on?
I
can't
think
of
a
greater
immediate
urgent.
A
I
I'm
just
going
to
say
that
again
I
can't
I
it
was
so
just
it's
behind
my
house,
it's
so
disappointing
and
it's
boston
that
that
happened
and
I'm
gonna.
You
know
I've
not
really
gotten
a
satisfactory
kind
of
answer,
which
you
know
I'm
asking
to
marry
the
two
lists.
If
you
have
a
company
ever
that
has
been
proven
not
to
pay
its
workers
ever,
I
don't
want
to
hear
about
how
they're
bidding
and
still
able
to
get
contracts
with
the
city
of
boston
to
take
our
money
to
not
pay
people.
A
I
can't
and
I
it's
not
been
married.
It's
not
been
part
of
this
conversation
and
and
it's
not
been
part
of
the
denial
of
contracts,
and
I
could
check
on
that
company.
I
hope
that
god,
that
that
company
didn't
get
another
contract
after
that,
I
can
check
and
see,
but
I,
if
I
find
that
they
did,
I'm
gonna,
I'm
gonna
wonder
what
the
hell.
So
that's
my
frustration.
A
The
other
thing
is,
you
know:
let's
talk
about
the
other
big
opportunity
that
we
don't
self,
which
is
the
pla
for
suffolk
downs
project,
labor
agreement
for
the
entire
compass
campus
of
suffolk
downs,
right,
161,
acres
in
east
between
east
boston
and
revere,
and
they
have
a
completely.
The
entire
thing
will
be
union
built
the
entire
thing-
and
I
supported
that.
A
I
know
I
see
you
travis
okay,
I
did
okay,
I
wasn't
sure
if
that
was
for
what
that
was
about
okay,
cool,
I
misread
it
misread
the
you
know,
so
I
did
support
it
and
I'm
proud.
I
supported
that
the
campus
be
union
built,
we're
talking
about
20
years
of
union
work
and
construction,
build
out
right.
You
could
build
an
entire
middle
class
in
a
city
with
that
and
my
biggest
push
had
been.
A
A
The
world
is
here
right
now
they
have
not
broke
ground
on
boston,
yet
they're
working
in
revere,
that's
different,
but
they
are
going
to
come
to
boston
side.
So
what
what
is?
If
we
have
the
opportunity
we
do?
Actually
we
now
have
the
opportunity.
What's
the
pipeline
you're
talking
about
now.
Of
course,
I'm
only
looking
at
east
boston.
I
know
you
guys
are
going
to
look
city-wide
but
I'll.
A
I'm
gonna
look
for
to
feed
my
district
first
and
make
sure
my
kids
get
those
jobs,
no
offense
to
everybody
at
the
district
city
councilor
viewpoint,
but
we
have
the
diversity
in
east
boston
to
also
help
to
do
that,
but
so
now
here
it
is
so
I'd
love
to
meet
with
all
of
you
to
talk
with
all
of
you,
because
if
we're
at
we're
now
we
talk
about
the
pipelines,
we
talk
about
all
these
ideas.
We
talk
about
all
these
like
innovative
ways.
A
We
have
a
million
dollars
going
to
job
training
and
building
out
built
building
boston.
What
is
it
building
pathways
alone?
We
have
another
million
dollars
going
to
ell
training
in
east
boston.
It
was
fought
for
that's
it
like
just
those
two
major
things
to
to
build
the
capacity,
and
then
we
have
the
high
school
of
course.
Of
course
we
have
a
couple
charter
schools
as
well
charter
high
schools
as
well
and
they're
they're
extremely
diverse
as
well
in
east
boston.
A
You
know,
if
you
have
all
of
this
together
in
one
community,
show
me
that
your
ideas
will
work.
Let's
see
how
this
works,
you
know,
let's
do
it,
and
so
I'm
I
want
to
sit
down
with
you.
I
want
to
figure
out
how
we
get
the
traits
in
the
table
at
that
particular
table
before
the
the
shovels
hit
the
ground,
because
that's
a
private
property,
it's
completely
private.
So
it's
different
in
terms
of
where
the
way
the
city
works.
A
A
I
Okay,
now
I
got
it,
I
mostly
I
just
say
call
me
up.
Bjc
is
more
than
anxious
to
be
part
of
that
conversation.
I
think
there's
a
lot
to
explore.
I
mean
it's,
it's
you.
You
clearly
understand
it's
not
just
a
simple
meeting
to
sit
down
and
make
that
make
the
adjustments
and
we're
all
set
it's
going
to
be.
I
A
H
A
A
The
the
carpenters
have
actually
been
part
of
meeting
with
the
the
tenants
of
the
housing
development
and
they
have
been
pushing
for
job
pipelines
for
folks
who
currently
are
in
public
housing,
be
part
of
building
the
newer
building.
So
I'm
very
happy
about
that,
but
you
know
intense
are
intentions
is
what
we
have
a
lot
of
is
what
we're
seeing
so
again.
Maybe
that's
another
meeting
and
a
group
of
folks
to
coordinate
with,
and
oh
counselor
braden.
You
raised
your
hand.
C
C
We
are
constantly
citing
the
the
boston
jobs,
residency,
residency
policy
and
trying
to
you
know,
raise
raise
the
the
level
and
make
sure
that
you
know
our
local
boston
residents
will
benefit
from
this
huge
amount
of
development.
That's
in
the
that's
in
the
horizon,
and
again
it's
a
bit
like
suffolk
downs.
It
probably
has
a
15
to
20
year
pipeline.
C
You
know
project
duration,
but
it
is
a
huge
amount
of
work.
So
thank
you.
I
look
forward
like
I'd
love
to
meet
with
with
dick
and
and
travis
and
again
continue
that
conversation
and
and
it's
an
exciting.
I
think
we
have
it
what
happened
accidentally.
It
has
to
be
very
intentional
and
we
have
to
really
push
to
get
it
to
happen.
So
count
me
in
thank
you.
A
H
Was
already
thank
you
counselors.
I
will
be
extremely
brief
here.
Yes
to
bps,
I've
actually
been
on
an
advisory
committee
with
the
dearborn
stem
academy
and
some
of
their
career
pathway
partnerships
that
they're
trying
to
establish
over
there
fits
directly
in
with
kind
of
the
pipeline
and
the
construction
industry,
and
it
also
goes
to
soft
class
architectures
architects,
engineers,
environmental
engineers,
things
like
that,
and
I'm
not
trying
to
bring
too
many
friends
to
your
party
and
crash
it.
H
A
Thank
you
in
terms
of
it's
about
11
30..
I
wasn't
sure
if
anyone,
if
you
would
want
to
raise
your
hands,
if
you
had
any
additional
questions
or
comments,
if
not
I
have,
I
have
some
homework
to
do
and
just
for
folks
to
know
we
will
have
the
second
hearing.
We
have
this
twice
a
year
in
the
fall
and
by
then
I
think
we
will
put
out
these
questions
to
a
lot
of
stakeholders
and
expect
them
to
come
at
the
next
one.
A
With
some
answers,
I
think
that's
what
the
best
I
can
do
right
now
and
make
sure
that
we
have
the
numbers
and
hopefully
by
then
I
know
we
always
ask
about
how
many
sanctions
have
been
given
out.
How
many
you
know
what
what
what
movements
have
made,
what
contracts
have
been
denied
and
I'll
just
put
it
to
the
city
that
for
the
by
the
fall,
I
hope
to
see
that
there
are,
but
where
that
movement
is
on
that.
Specifically,
since
we
know
about
some
non-compliant
folks.
A
A
K
Yeah,
I
just
wanted
to
add
real,
quick
just
to
councillor
mejia's
point
for
the
compliance
part.
I
don't
know
if
people
are
using
the
br
jp
compliance
determination
rubric
to
evaluate
some
of
these
non-compliant
contractors,
because
it
clearly
outlines
what
the
sanctions
should
be
for
pretty
specific
non-compliance
factors.
B
Yeah,
so
we
are
using
the
rubric,
but
the
current
database
that
we
have
the
access
database.
It
doesn't
allow
us
to
specifically
track
every
form.
You
know
that
we
need
to
be
on
good
footing
if
we
do
try
to
find
a
contractor
at
this
point.
So
that's
why
we
move
into
salesforce,
which
is
a
better
tracking
platform,
so
we'll
be
able
to
get
to
the
point
where
we
can
find
a
contractor,
and
if
someone
wants
to
take,
you
know
any
type
of
action
against
us.
B
K
B
Yeah,
so
that's
a
good
question,
so
yeah,
that's
what
the
monitor's
jobs
are.
We
do
site
visits,
so
they
send
us
paperwork
right.
They
say
chris
brown
is
working
on
a
project
down
the
street,
and
so
the
monitor
one
one
part
of
their
job
is
to
go
actually
go
out
to
the
construction
site
and
look
for
chris
brown,
along
with
collecting
other.
You
know
proof
that
they
live
proof
of
driver's
license
that
they
live
in
a
certain
address.
B
K
E
B
Right
not
not,
and
again
it's
I
think
you
know,
I
don't
know
if
you're
aware
about
a
lot
of
these
programs,
and
this
is
not
an
excuse.
A
lot
of
these
programs
have
been
challenged
in
different
cities.
So
when
we
do
get
to
the
point
where
we
are
going
to,
you
know
find
someone
or
sanction
someone.
We
just
want
to
make
sure
if
someone
pushes
back
on
us
that
legally
we
have
a
good
foot
to
stand
on.
A
We're
always
looking
for
him
before
we
conclude
I
I
regret
I
just
received
the
letter
from
council
campbell.
I
just
want
to
read
this
into
the
into
the
record.
Dear
chairman,
edwards
and
colleagues
from
the
committee
on
government
operations.
I
regretfully
cannot
attend
today's
hearing
on
docket
zero,
five,
six,
seven
order
for
a
hearing
regarding
biannual
review
of
the
boston,
employment,
commission
and
boston
residents,
job
policy.
Thank
you
to
chairwoman
edwards
for
sponsoring
this
hearing
and
continuing
to
review
these
critical
policies
that
ensure
that
the
growth
of
our
city
is
equitable.
A
It
is
critical
that
we
provide
oversight
on
policies
like
the
boston
residence
job
policy
to
make
sure
that
goals
are
met.
I
will
be
able
represented
by
a
member
of
my
staff
at
today's
hearing
and
look
forward
to
reviewing
today's
hearing,
reporting
and
committee
report,
I'm
working
with
the
committee
on
any
recommended
next
steps:
sincerely
andrea
j
campbell
boston
city
council
or
district
4..