►
Description
Docket #0459 - Hearing regarding a biannual review of the Boston Employment Commission and Boston Residents Jobs Policy
A
Lippman
I'm
joined
by
my
colleagues,
counselor
lydia,
redwoods
and
council
Kim
Janey
I,
want
to
remind
you
that
this
is
a
public
hearing
as
being
recorded
in
broadcast,
live
on
Comcast,
eight
NRC
nad
to
Verizon,
1964
and
streamed
on
Boston
gov,
slash,
City,
Council
TV.
Please
silence
your
cell
phones
or
any
other
devices
myself.
A
We
will
also
be
taking
public.
Testimony
would
like
to
appreciate
it
if
you
would
sign
in
check
the
box
if
you
wish
to
testify
and
when,
when
you're
speaking,
please
state
your
name
and
affiliation
or
residence
and
limit
your
comments
to
a
few
minutes.
This
is
for
public
testimony
and
to
ensure
that
all
comments
and
concerns
can
be
heard.
Today's
hearing
is
on
docket
number
zero.
B
C
Just
briefly
so
I
want
to
thank
you,
mr.
chair,
and
certainly
to
my
colleague,
councillor
Edwards,
for
her
partnership
and
her
leadership.
I
want
to
acknowledge
former
city
councilor
Chuck
Turner,
who
was
in
the
chamber,
hello
Chuck
for
his
ongoing
work
on
this
issue,
not
just
from
when
he
was
a
counselor,
but
continuing
on
to
this
day.
I
want
to
acknowledge
the
late
Bruce
bowling,
who
was
also
a
former
city
councillor
for
district
7
and
his
work
on
the
council.
C
There's
been
a
lot
of
important
work
on
the
council
and
certainly
in
the
mayor's
office,
but
more
can
be
done
to
make
sure
that
these
jobs
are
going
to
Boston
residents
to
people
of
color
into
women.
That's
what
I've
tried
to
do
in
my
16
months
on
this
body
work
very
closely
with
members
and
the
to
this
community.
C
The
advocacy
community
people
from
the
monitoring
committee
of
the
rock
spread
strategic
master
plan,
Oversight
Committee,
to
really
monitor
all
of
the
jobs
in
my
district,
particularly
those
in
Roxbury,
to
ensure
that
these
good-paying
jobs
are
going
to
to
residents
in
our
city
to
people
of
color
into
women.
I
want
to
thank
the
panel
for
their
work
in
helping
to
monitor
these
jobs
and
looking
forward
to
having
a
fruitful
conversation.
Thank
you.
A
D
I
want
to
thank
the
councillors
for
your
ongoing
leadership
and
partnership
as
we
push
to
ensure
that
all
Boston
residents
are
participating
in
the
economic
growth
of
our
city.
I'd
also
like
to
thank
the
numerous
community
partners
that
have
been
important
to
this
work.
Some
are
ready
cited
that
join
us
here
in
the
chamber.
D
They
have
become
true
partners
in
achieving
our
collective
goals
and
ensuring
Boston
jobs
for
all
Boston
residents.
As
we
discussed
in
our
last
hearing
together,
we
made
important
updates
to
the
BR
JP
ordinance
and
now
the
city
is
improving
and
increasing
capacity
to
be
able
to
implement
and
oversee
the
ordinance
which
and
if
it's,
an
essential
part
of
of
that
is
implementing
a
new
content.
Man
system
to
strengthen
our
ability
to
monitor
and
report
on
and
compare
jobs
going
live
on.
D
May
7th
is
the
new
Salesforce
system
that
will
allow
us
to
effectively
an
efficient,
efficient,
Lea
monitor
projects
in
real
time.
You
will
hear
more
about
that
shortly.
This
data
will
allow
the
city
to
create
a
transparent
process
by
which
to
report
on
what's
going
on,
but
to
also
have
a
transparent
process
to
find
those
projects,
not
in
compliance.
D
Admittedly,
people
have
pressured
and
continue
to
ask
us
to
move
forward
on
the
fining
part
and
I'm,
confident
that
this
system
is
a
major
step
forward
in
allowing
us
to
face
that
issue.
Following
the
May
seventh
launch,
we
will
create
a
subcommittee
that
will
be
led
by
the
chair
of
the
boss,
an
employment
commission
that
was
asked
for
by
the
Boston
Employment
Commission
to
look
at
fining
for
at
least
one
city
project
the
project
at
W
library.
D
The
subcommittee
will
then
make
recommendations
back
to
the
Boston
Employment
Commission,
for
how
we
deal
with
fines
and
the
recommendation
on
fine
for
that
project.
The
group
will
use
the
new
data
set
to
determine
an
appropriate
and
universal
corrective
action
plan
for
projects
not
in
compliance
as
it
relates
to
fines.
Currently,
there
is
too
much
inconsistency
in
the
history
of
fining
and
how
we've
come
to
that
determination.
The
new
ordinance
allows
us
to
have
real
clarity.
D
The
new
data
allows
us
to
do
the
comparison
on
the
on
the
matrix
and
the
7/7
areas
of
compliance
that
we
came
up
with
this
process
will
ensure
that
most
egregious
offenders
are
penalized.
We
do
have
some
good
news.
Through
the
economic
development
center,
we
have
launched
a
new
equity
and
inclusion
training
series
called
tools
of
the
trade
that's
dedicated
to
supporting
Boston
residents.
Looking
for
good
jobs
in
construction,
since
the
February
kickoff,
we
have
had
over
125
workers
interested
in
construction,
attend
workshops
and
courses
to
help
them
reach
their
career
goals.
D
These
are
exactly
the
types
of
programs
we
need
to
better
support
our
residents
and
their
attainment
of
good
jobs.
Too
often
we
hear
from
contractors
that
they
cannot
find
the
people
to
put
on
the
jobs
and
more.
We
can
do
to
identify
talent,
prepare
talent
and
create
a
pipeline.
The
closer
we
will
be
to
hitting
all
of
our
goals.
I'm
now
going
to
turn
this
over
to
my
colleague,
Celina
Barrios
Miller,
director
of
equity
and
inclusion,
to
discuss
the
progress
we
have
made
and
go
into
specifics
on
the
future
of
the
be
rjp
program.
Just.
E
Good
morning,
thank
you
for
inviting
us
here
today.
My
name
is
Selena
Barrios
Milner
I'm,
the
director
of
equity
and
inclusion
in
the
mayor's
office
of
Economic
Development.
If
you
could
turn
to
your
presentations,
I'm
first
gonna
start
with
the
numbers.
That's
why
a
big
reason
why
we're
here
today
is
our
biannual
report
on
how
we're
doing
so.
I
want
to
start
with
the
reality
of
where
we
are
today.
We're
currently
we're
gonna,
be
vice
just
get
dim
its
gloomy,
the
numbers.
E
So
we
have
we're
reporting
on
the
last
six
months
from
October
2018
to
March
2019.
We
are.
We
have
four
private
projects
right
now
that
are
new
ordinance
projects
and
45
city
of
Boston
projects,
those
fall
in
the
following
departments:
public
facilities,
there's
13,
Parks
and
Rec,
five
Public
Works
16,
Neighborhood,
Development,
10
and
property
management,
one.
E
The
total
number
of
work
hours
for
the
last
six
months
is
200
92177
of
those
hours.
34
percent
have
been
worked
by
Boston
residents,
47
by
people
of
color
and
7%
women.
Underneath
you
can
see
the
total
for
all
projects
and
that
counts.
The
projects
were
monitoring
that
are
under
the
old
ordinance
as
well,
so
it's
a
close
to
four
million
work
hours,
27%
residents,
34
people
of
color
and
34%
people
of
color
and
6%
women.
E
So
that's
where
we
are
today,
but
what
I
want
to
talk
about
is
where
we're
going,
because,
where
this
hearing
comes
at
a
time
when
we're
on
the
cusp
of
a
major
change
through
our
not
only
the
implementation
of
our
Salesforce
platform,
but
we're
also
looking
really
at
our
process
and
all
the
tools
we
have
at
our
disposal
and
how
we
can
better
leverage
those
to
get
more
residents,
people
of
color
and
women
working
in
constructions.
So
beyond
Salesforce
we've
also
started
a
new
outreach
and
engagement
series
with
Jeep,
which
Chief
Faris
mentioned.
E
What's
really
new
about
this
series
is
we're
doing
workshops,
but
we've
also
added
courses,
so
we're
actually
just
wrapping
up
our
OSHA
10
certification
course
and
workers
walk
out
with
our
OSHA
10
card
that
they
can
get
on
the
site
with
that,
and
so
we're
really
trying
to
find
what
are
the
tools?
What
are
the
gaps
that
workers
need
where
there
might
be
financial
or
other
barriers,
we're
also
enhancing
our
Boston
Employment
Commission
and,
as
chief
mentioned,
we're
developing
for
the
first
time,
a
sanctions,
evaluation
and
enforcement
protocol?
E
So
first,
let's
talk
about
the
Salesforce
platform
and
I
want
to
really
highlight
that
this
platform
has
been
a
Club
and
interagency
collaboration
with
the
BPD,
a
and
neighborhood
development
as
well,
where
we
leveraged
internal
resources
to
both
create
a
better
product
that
that
builds
off
of
institutional
intelligence,
but
also
saves
money
that
we
can
really
put
into
some
of
our
programming
and
monitoring.
So
the
first
goal
was
to
unify
two
agencies
into
centralized
system.
E
As
you
may
know,
currently,
the
BR
JP
projects
are
monitored
both
in
this
in
our
economic
development
office,
as
well
as
the
BPD.
A
also
has
a
B,
our
JP
turn
unit,
so
this
platform
is
really
to
get
us
all
on
the
same
page,
so
that
contractors
have
the
same
experience
and
community
and
other
stakeholders
have
centralized
data
they
can
pull
from.
We
are
enhancing
the
current
compliance
process
to
reflect
requirements
and
the
amended
ordinance
and
we're
also
providing
real-time
reporting
and
analytics
for
all
stakeholders
involved
and
I'll.
E
Give
you
a
couple
of
examples
and
screenshots
moving
forward,
so
you
can
see
what
it's
going
to
look
like.
So
to
take
you
a
view
into
the
past
there
you
can
see
a
photo
of
one
of
our
monitors
desks
as
you
can
see,
it's
very
organized,
but
there's
lots
of
paper
and
that's
what
the
reality
is
of
VR
JP
database
today.
The
way
that
the
system
work
is
works
as
contractors
send
their
weekly
timesheet
to
our
monitors
via
email.
Those
emails,
then,
are:
there's
data
entry
done
to
put
them
into
the
system.
E
E
The
other
piece
that
I
really
wanted
to
highlight
is
that
reports
can
only
be
pulled
by
one
of
the
seven
compliance
measures
currently,
so
we
can
only
easily
pull
reports
which
you'll
often
see
at
the
back
that
detail
payroll
submission
time,
but
all
of
the
other
six
compliance
measures
are
more
complex
to
pull
at
a
moment.
So
it's
the
monitors,
stay
on
top
of
that
by
manually
tracking
this
data,
but
in
the
future
the
Salesforce
platform
will
we'll
get
rid
of
this
process
of
emailing
uploading
data
entry.
E
So
this
is
just
so
you
see
how
it
currently
works.
This
is
the
home
screen
that
we
currently
have
in
the
Access
database
and
it's
very
transactional.
You
kind
of
there's
a
finite
number
of
reports
and
fields
that
you
can
pull
and
you
push
those
and
then
you
get
a
PDF
print
out
that
you
cannot
easily
manipulate
in
the
future,
which
is
just
around
the
corner.
On
May
7th,
we'll
have
a
home
screen,
that's
really
interactive
and
action
driven
for
the
monitors.
E
Unfortunately,
it's
not
yet
populated,
but
what
they'll
see
there
is
it'll
say
you
know
today,
all
of
the
following
payrolls
are
due
make
sure
they
get
in
these.
Are
you
have
three
site
visits
scheduled
for
today?
So
once
you
finish
those
site
visits,
you
enter
your
site
visit
report,
so
you
see
everything
at
their
fingertips
and
the
information
is
pushed
to
them,
rather
than
them
having
to
pull
it
or
manually,
pull
it
out
of
files
and
tabulate
data
in
the
past.
E
Anyone
that's
gone
to
the
Boston
Employment
Commission
or
any
of
the
community
meetings
about
our
projects.
You're
familiar
with
this
layout
there's.
These
are
fixed
reports,
so
in
in
any
Beck
presentation,
for
example,
you
would
have
a
report
that
con
that
that's
the
stat
report,
which
is
the
B
rjp
report,
number
eight
that
goes
through
all
the
different
contractors
on
site
and
how
they're
doing
then
you
can
pull
those
same
reports
by
trade
and
then
you
can
pull
those
same
reports,
a
historical
report
for
specific
contractor
to
say
well,
they're
not
doing
well
on
this.
E
How
have
they
done
in
the
past?
So
these
are
all
sort
of
very
transactional.
It's
one-way
information,
so
you
press
the
button
you
get
that
report,
but
moving
forward,
you
can
see
that
there
will
be
a
lot
more
data,
visualization
and
you'll,
be
able
to
see
all
of
this
data
for
a
particular
project
or
contract
or
interacting
with
each
other.
So
it's
not
just
a
static
PDF
printout
that
then
you
have
to
really
analyze,
but
the
information
will
be
there
and
visualized
through
a
whole
lot
of
different
views.
E
This
is
just
one
example,
but
it'll
it'll
be
a
lot
more
visual
and
easy
to
act
on
the
other
piece
that
I
really
want
to
highlight
about
this.
Salesforce
build-out
is
that
we've
been
very
inclusive
of
users
and
stakeholders
with
the
system
in
its
design,
so
we've
taken
feedback
from
from
community
stakeholders
as
well
as
Beck
commissioners.
We
had
a
demonstration
last
week
that
was
attended
by
16
leaders.
We
have
a
contractor
demo,
this
Monday.
Any
of
you
are
welcome
to
pop
into
that.
If
you
would
like
to,
we
have.
A
E
So
the
contractors
yeah
because
I've
been
talking
a
lot
about
the
monitors
and
but
for
the
contractors,
they're
actually
going
to
be
entering
data
straight
into
the
system,
so
they're
not
going
to
be
emailing
stuff
to
us,
and
so
they
really
need
a
deep
training
on
how
that
will
work
from
their
end.
What's
the
job
of
the
contractor?
What's
the
job
of
the
subs
and
how
all
of
that
works,
so
they're
going
to
get
trained
on
that
and
basically
they'll
be
creating
a
timesheet.
E
E
Ultimately,
we
need
the
data
that
we
need,
and
so
they're
gonna
be
coming
on
Monday
for
a
demo,
but
we're
also
going
to
be
offering
trainings
for
contractors.
As
we
start
to
migrate
projects
onto
the
Salesforce
system,
we
would
like
to
also
offer
an
in-state
internal
stakeholder
demo.
We
don't
have
a
date
for
that,
but
you
all
would
be
a
city
councilors.
You
all
would
be
invited
to
that
to
see
how
the
system
works.
E
I
think
this
is
one
of
those
things
that
you
kind
of
have
to
see
it
to
really
understand
how
it's
going
to
transform
the
way
we
do
our
work
and
there's
going
to
be
ongoing,
training
and
adaptation.
That's
one
of
the
that's
really
the
beauty
of
having
an
internal
team
is
that,
if
something,
if
we
start
using
it
and
something
isn't
working
or
or
we
want
to
add
a
feature,
we
have
folks
in
house
that
can
really
help
us
modify
that
system
and
then
moving
on
to
outreach
and
engagement.
I
just
want
to.
E
So
this
is
just
so
you
get
an
idea
of
the
types
of
sessions
we've
been
doing
as
part
of
tools
of
the
trade.
The
the
first
one
here
was
are
looking
for
a
good
job
in
construction
session,
and
there
we
had
representatives
of
various
unions
and
apprentices
there
to
talk
about
the
benefits
of
this
type
of
employment
and
how
to
enter
into
it,
and
we
had
our
our
monitors
presenting
about
the
VR
JP
program.
We
also
like,
as
I
mentioned,
we
had
the
OSHA
10
course,
which
was
such
a
huge.
E
It
was
you
know
we
had
a
cap
on
registrations
because
we
had
the
the
class
only
works
with
a
certain
amount
of
people
in
the
room,
and
we
had
to
open
up
a
second
class
in
June,
because
the
interest
was
so
high
and
right
now,
I
don't
have
a
photo
in
there,
but
we
are
doing
we're
starting
in
May.
Our
construction
supervisor
license
training,
which
is
another
really
popular
one.
That
people
have
shown
great
interest
in.
A
E
Of
the
trade
yeah
the
this
first
round,
we're
doing
everything
the
our
very
first
event
where
you
saw
the
union
representatives
I
was
actually
at
the
bowling
building,
but
the
classes,
because
you
know
our
CC
has
a
classroom
set
up
and
computers
if
needed,
and
everything
the
courses
are
happening
at
at
our
RCC
classrooms.
Okay,.
A
E
So
the
last
piece
under
outreach
and
engagement
is
just
a
photo
from
our
opportunity,
fair,
and
this
was
a
really
great
opportunity
for
women
and
minority-owned
contractors,
businesses
that
to
find
out
about
projects
coming
up
with
the
city
and
and
contracts
coming
up
with
a
city.
So
it's
a
really
great
way,
both
for
people
to
learn
about
the
benefits
of
certification,
if
they're
minority
contractors,
and
also
what
opportunities
there
are
both
to
bid
on
or
to
partner
on
projects.
E
The
last
piece
I'll
leave
you
with
is
our
new
BEC,
because
we
have
two
new
commissioners.
We
have
Canal
Broome
Steen,
who
is
the
business
agent
for
IBEW
Local,
103
she's,
the
first
woman
of
color
business
agent
there
and
it's
we
have
her
voice
and
and
her
advocacy
with
us,
and
we
also
have
Stephanie
Everett,
an
attorney
who
brings
a
wealth
of
expertise
and
also
community
experience.
So
I
think
you
know
there
have
been
months
in
the
past
where
we
weren't
able
to
get
quorum.
E
E
E
When
you
go
to,
if
you
go
in
person
to
any
of
the
Boston
Employment
Commission
hearings,
you
get,
you
know
basically
an
encyclopedia
of
reports,
and
they
said
you
know
why
isn't
this
available
online
I'd
love
to
see
this
before
the
meeting
I'd
love
to
share
it,
after
with
people
that
couldn't
make
it,
and
so
we've
put
all
of
that
information
on
our
website.
So
you
can
have
both
past
and
present
agendas
all
of
those
reports
that
go
along
with
it
and
we
send
out
public
notices
for
for
each
of
them.
E
A
You
does
anybody
else,
have
anything
to
offer
okay,
so
whoever
this
question
is
for
after
know,
before
I
do
that
I
would
like
to
acknowledge
him
already
did,
but
former
counsel,
Chuck,
Turner
and
also
reading
for
the
record
from
council
president,
dear
colleagues,
regretfully,
I
am
unable
to
attend
today's
hearing
on
docket
zero,
four,
five,
nine
order
for
a
hearing
regarding
a
biannual
review
of
the
Boston
Employment
Commission
in
the
Boston
residency's
job
policy.
I
thank
counsel
Baker
for
his
leadership
on
this
topic
and
look
forward
to
reviewing
the
update,
updates
and
next
steps.
A
So
thank
you
we're
a
week,
oh
and
also
we've
been
joined
by
counsel
and
a
source
Abbey
George,
the
the
tools
when
we're
sending
people
through
the
training
are
we
connecting
them
onto
jobs?
On
the
back
end
like
in
the
tools
of
the
tools
of
the
trade
there
in
particular,
we
have
a
pathway
to
connect
them
on
to
jobs,
and
this
is
and
when
I
asked
what
asked
it's
for,
whoever
wants
to
step
up
and
yeah.
E
So
the
for
the
tools
of
the
trade
we
invited
folks
that
had
applied
to
our
jobs
bank
to
come
to
the
training
and
we
had
contractors
there
and
that's
where
you
know
the
monitors
asked
their
contractors
who
are
having
trouble
getting
people
on
jobs.
They
said
come
to
this
session.
We're
gonna
have
workers
there
available.
So
it
was
an
opportunity
for
them
to
interview
in
person,
people
that
were
interested
in
working
and.
A
E
F
G
A
E
A
E
So
any
any
of
the
projects
that
we're
monitoring
have
have
an
option
for
walk-on
people
that
want
to
walk
onto
those
jobs
and
part
of
the
BR
JP
new
ordinance
is
that
those
walk
ons
then
also
get
forwarded
to
the
jobs
Bank,
and
so,
if
they
can't
get
them
to
work
on
that
particular
project,
then
they
send
them
to
us.
That's
part
of
that's
one
of
those
pieces.
We
really
need
to
strengthen,
because
it's
really
hard
to
know
like
did.
They
have
walk-on
applicants
and.
E
A
Side,
no,
can
you
send
this
this
this
committee,
some
specific
information
on
the
jobs
like
where
it
is
when
it
is
and
I
think
it
might
be
good
if
we
could
maybe
open
that
up
to
smaller
contractors,
because
that's
a
lot
of
the
people
that
are
looking
that
are
looking
for
the
labor
and
it
might
be
a
good
entry
point.
Yeah.
B
The
presentation
is
great
and
having
worked
with
Salesforce
before
when
I
was
in.
Oh
s,
I
know
the
it's
literally
night
and
day
about
your
efficiency
and
your
ability
to
push
out
data.
So
I
think
it's
great
I'm
happy
to
see
that
you
are
also
I
guess
taking
away
that
excuse
from
some
of
the
contractors.
We
can't
find
anybody
you're,
creating
pipelines,
which
I
think
is
wonderful,
so
you're
hitting
on
both
ends
both
holding
them
getting
the
getting
the
data
getting
it
real-time
data,
but
also
saying
here's
a
pipeline.
B
So
we
don't
want
to
hear
I,
guess
how
you
don't
can't
find
anybody
here.
They
all
are
I.
Think
that's
wonderful
I
want
to
thank
you
for
that.
I
think
that
you're
also
helping
with
making
sure
that
the
folks
are
getting
on
real,
not
real
jobs.
I,
don't
want
to
ever
come
across
as
though
I'm
dismissing
or
characterizing
one
as
a
really
tough
job
and
another
job
on
the
construction
side
is
a
better
job,
but
I
do
think
it
does
matter.
B
You
know
if
everyone,
what
leadership
positions
people
are
given,
what
the
demographics
look
like
who's
running
the
show
who's
able
to
who
just
grabbing
the
tools
and
who's
actually
doing
the
work.
So
I
think
it's
wonderful
that
you're
doing
the
CSL
training
I.
Think
that
really
you're
helping
more
people
become
contractors
so
I
have.
You
know,
I'm
very,
very
encouraged
by
a
lot
of
what
I've
heard
today.
I
look
forward
to
also
getting
information
about
the
jobs
bank.
B
I
will
absolutely
be
promoting
it
in
my
district
as
much
as
possible
to
make
sure-
and
hopefully
maybe
you
can
do,
one
in
East,
Boston
Northend
like
taking
a
road
show
I
would
love
that
I
know
it's
at
our
RCC
or
it's.
They
can
walk
up
bowling.
I'm,
sorry
at
the
bowling,
but
I
would
love
to
see
you
actually
take
it
to
the
districts
in
terms
of
following
up
then.
So
that's
I
have
you
know
pop,
but
this
is
about.
B
You
know
what
we're
we're
gonna
follow
up
on
when
some
things
that
were
left
on
well
left
unanswered.
Last
time,
so
I'm
gonna
follow
up
on
some
of
those
things.
The
number
one
thing
that's
pressing
me
is
about
the
the
coordination
with
your
partners
in
the
wage
theft
division.
I
know
we
have
an
executive
order.
I
brought
that
up
last
time
and
I
have
a
real-life
example
of
what
just
happened
on
a
city.
Project
contractor
worked
has
not
paid
the
workers,
there's
now
a
lien
on
that
city
project.
B
So
this
contractor
got
this
job
and
they
had
the
diversity.
That's
the
thing
they
have
the
diversity,
and
so
now
I've
got
a
lot
of
folks
who
are
diverse,
who
didn't
get
paid
so
I
need
to
know.
I
brought
it
up
last
time
how
that
communication
works
when
you're.
Judging
a
contractor,
not
just
looking
at
the
data
and
saying
wow,
we
got
I
think
it's
almost
a
hot
team
of
Dominican,
so
it's
a
hundred
percent
people
of
color
on
that
job
and
they
didn't
get
paid.
B
So
we
met
one
component
of
the
jobs
residents
policy
and
but
to
what
end
and
so
I
had
asked
and
I
hope.
You
know
now
that
you're
coordinated
in
your
it
was
unified
with
the
BPD,
a
your
colleagues
in
the
same
Department
right
under
your
leadership
chief
barrows.
Are
you:
when
will
you
start
to
communicate
with
wage
theft,
division
to
make
sure
that
the
bad
actors,
when
they
don't
pay
their
employees,
don't
turn
around
to
be
cleansed
by
and
become
good
actors,
because
they
got
a
bunch
of
women
or
a
bunch
of
people
of
color?
B
That
was
one
of
the
follow-ups
I'd
asked
for
to
hear
about
today.
Another
follow-up
was
about
I
think
at
the
time
you're
talking
about
several
folks
who
were
on
probation
in
October
some,
some,
not
several
you
had
mentioned.
There
are
some
contractors
who
were
getting
final
warnings
and
dealing
with
certain
age.
Now
I
understand
from
your
presentation.
B
You
might
be
looking
to
make
your
system
more
efficient
before
you
turn
around
and
do
those
fines
I
understand
that.
But
I
still
want
to
hear
about
those
folks
who
are
on
probation
in
October.
What
what
did
you
say
to
them?
How
are
you
making
them
rise
to
the
occasion?
Obviously,
they
should
not
be
able
to
shirk
the
law.
B
Just
because
we're
trying
to
come
up
with
a
more
efficient
system,
so
we
have
the
wage
theft
the
follow
up
on
the
those
who
are
on
probation
and
then
curious,
I
love
the
fact
that
you're
gonna
have
real-time
data.
Is
it
it's
real-time
data
for
the
entire
public
to
see
as
well
right,
excellent,
excellent
and
then
so,
wage
theft,
fines
and
then
finally,
because
you're
now
partnering
or
not
now
partnering
I'm,
sorry,
you've,
you
unified
it
in
your
data.
B
You
were
always
partnering
with
the
BP
da,
but
you're,
now
unified
in
your
data,
a
little
bit
more
streamlined.
I'm.
Really,
you
know
Suffolk
Downs
huge
project
coming
in
East,
Boston
right,
14,000
construction,
jobs
expected
25,000,
permanent
jobs.
I
know
right
now
in
the
PDA.
That's
the
planning
development
agreement
project
I'm.
Sorry,
there
is
a
mention
of
the
Boston
jobs
policy,
I'm,
just
curious
again
when,
with
with
projects
that
large
I'm
talking
about
the
Seaport
now
I
would
you
could
argue
the
data?
B
It
doesn't
really
demonstrate
compliance
with
even
the
old
jobs
policy,
with
even
the
old
Boston
jobs
policy.
So
there
was
a
gap.
I
mean
a
massive
project.
Lots
of
money
made
didn't
you
know
how
we're
gonna
make
sure
that
we
don't
repeat
that
with
Suffolk
Downs,
so
I,
just
some
three
major
areas:
wage
theft,
the
fines
update
on
that
and
then
also.
How
do
we
make
sure
that
we
don't
repeat
what
we
did
in
the
Seaport?
B
H
The
pipeline
issue
is
concerned:
that's
something
that
we've
been
working
on
extensively
all
the
monitors
with,
especially
the
repeat
contractors,
the
general
contractors
when
we
meet
with
them.
We
are
we're
always
encouraging
them
to
reach
out
to
different
training
programs
such
as
the
building
pathways,
YouthBuild
Boston,
so
most
individuals
that
are
skilled
in
today's
economy,
they're
working
now,
and
so
we
think
that
by
having
these
workshops
and
seminars
and
also
reaching
out
to
the
young,
the
younger
generation
high
schools
in
other
areas
that
young
people
are
in
that
that's.
H
This
is
a
real
opportunity
with
the
way
the
economy
is
now.
This
is
a
big
opportunity
to
expose
individuals
who
normally
would
not
be
exposed
to
the
trades
and
to
talk
to
them
about
the
sign-up
process
and
also
walk
them
through
the
process.
We
deal
with
a
lot
of
business
agents.
We
deal
with
all
the
unions,
so
we
I
personally
and
as
a
department.
H
We
think
it's
a
pipeline
issue
and
it
is
really
about
getting
the
information
out
to
individuals,
especially
in
certain
neighborhoods,
that
just
they
just
historically
haven't
been
aware
of
the
process
like
a
seaport
project
at
the
Seaport.
You
just
can't
walk
onto
that
project
and
fill
out
application
and
get
hired
and
start
working.
So
there's
you
it's
a
union
process,
so
they
have
to
go
to
the
Union
first.
They
have
to
sign
up.
H
They
have
to
give
them
get
accepted
to
the
unions,
there's
documentation
that
they
have
to
bring
in
terms
with
the
application
in
order
to
get
accepted
into
the
Union.
So
these
are
the
type
of
things
that
we're
explaining
to
younger
generation
and
there's
anyone
that
that's
looking
to
get
into
the
industry
that
there
is
a
process
and
we're
helping
them
helping
them
with
the
process.
We're
educating
contractors
we're
talking
about
the
importance
of
being
a
good
neighbor.
H
If
you're
working
in
Boston
and
I
think
we've
made
some
progress,
I
know
of
one
project
personally
like
I,
guess:
I
can
name
the
name.
It's
the
harvest
science
project
they've
contractors
have
taken
on
approximately
20
individuals
that
are
Boston
resident
that
come
from
a
training
agency
contractors.
Various
contractors
take
those
and
took
those
individuals
on
as
apprentices,
and
now
they
have
a
chance
to
establish
your
career.
H
D
B
D
We
we
don't.
We
don't
have
to
make
that
an
issue
of
this
conversation,
but
I
would
love
to
follow
up
with
you
on
the
specific
site.
We
we
do
have
I
think
important
that
we
work
together
to
figure
out
how
we
might
want
to
amend
the
procurement
laws
to
allow
us
to
both
way
way.
Past
past
activities
when
we
are
selecting
contractors
at
this
point
we
can
and
pass
activities
I
think
would
we
would
associate
that
with
wage
tough.
D
We
could
associate
that
and
should
associate
that
with
performance
on
VR
JP
right,
but
at
this
point,
I
think
we
would
need
to
work
together
passing
the
right
legislation
to
give
us
the
ability
and
the
tools
to
wage
that.
But
I
still
want
to
follow
up
with
you
on
this
piece
here,
because
I'd
like
to
work
on
that
person
on
on
Suffolk,
Don
you're.
B
D
Me
get
back,
let's,
let's
come
back
together
on
this
gets
a
fix
on
how
but
I
think
on.
I
would
I
would
add
to
PR
JP
performance
right.
That
I
think
the
city
should
have
the
ability
to
consider
past
performance
on
projects
as
we
select
contractors,
both
on
wage
theft
and
brg
performance
and
I.
Think
we
would
need
to
work
together
on
that
to
give
us
the
tools
and.
B
And
with
that
you,
we
would
have
a
tool
when
it
comes
to
direct
city
contracts.
However,
your
jurisdiction
is
for
also
private
contracts
is
well
over
a
hundred
thousand
square
feet,
or
something
like
that.
So,
let's
talk
about
where
the
amendment
or
language
needs
to
go
to
allow
for
I'm
at
least
monitoring
monitoring,
since
they
have
to
give
you
data,
you.
D
Remember
the
in
the
last
hearing.
In
fact,
we
talked
about
the
act.
The
actions
that
we
take
when
someone
is
behind
would
love.
If
somebody
could
actually
give
us
a
update
on.
What's
transpired,
I,
don't
know
the
exact
organism
projects
that
was
transpired
since
last
time
and
now
in
general,
on
a
specific
one
that
the
Veck
asked
for
a
Subcommittee
on
the
Dudley
Library
at
the
BEC
meeting,
it
would
deal
with
to
back
meetings,
I
believe
that
happened
before
the
the
BEC
said.
D
Okay,
we
now
need
to
figure
out
how
we
send
a
stronger
message,
and
so
now
that
subcommittee
will
meet
we're
in
it'll
meet
in
timeline
to
have
the
data
that
is
necessary
for
them
to
do
a
comparison
that
can
that
project
with
other
projects
and
begin
to
really
create
the
protocol
by
which
we
find
right.
We
have
that
we
have
the
standards,
you
know
what
the
seven
are
and
we've
got
to
now
figure
out.
D
What's
an
infraction
and
$300
in
how
and
how
do
we
add
it
etc,
based
on
their
performance
and
the
other
performance,
and
the
data
is
gonna.
Allow
us
to
do
it,
but
if
you
can
get,
if
somebody
give
the
counselor
a
quick
update
on
some
of
the
work
that
we've
done
with
the
folks
who
have
been
out
of
compliance
today,
yeah.
E
So
we
started
an
initiative,
and
this
is
through
the
the
leadership
of
Beck
chair,
Travis
Watson,
who
couldn't
make
it
today
he's
out
of
town,
but
but
he's
definitely
wants
real-time
updates
on
on
the
hearing,
but
so
we're
one
of
the
best
practices
that
that
has
been
pointed
that
has
been
developed
by
the
PGT
I,
which
is
the
policy
group
on
trades.
Women's
issues
is
to
focus
on
what
they
called
hip,
which
is
high
impact
poor
performers.
So
looking
at
who's
working
the
most
hours
in
the
city,
that's
performing
the
worst.
E
That
tends
to
be
in
trades
where
there
aren't
a
lot
of
so,
for
example,
concrete,
there's
two
contractors
that
do
all
the
concrete
in
the
city
right,
and
so
we
brought
in
one
of
those
SNF
concrete
for
a
conversation
about
what.
What
are
the
barriers
to
you,
diversifying
your
workforce
and-
and
we
came
up
with
an
action
plan
out
of
that
and
those
are
documents
that
will
be
available
moving
forward,
we're
still
sort
of
working
with
like
a
template
of
an
action
plan,
but
we're
starting
that
that
was
last
month.
E
I
believe
that
we
brought
them
and
so
we're
starting
to
bring
them
in
systematically
looking
at
the
data
who
are
those
high-impact
poor
performers
sitting
down
what
are
the
barriers
and
giving
them
goals
to
set
for
themselves
to
improve
that?
In
that
particular
case,
the
ownership
had
changed
from
father
to
a
son,
and
the
son
seems
you
know,
he's
been
there
a
few
years
now,
but
much
more
engaged
in
diversifying,
and
he
also
told
us
about
some
of
the
structural
limitations
of
their
industry
and
what
you
know
what
the
challenges
are.
E
So
out
of
that
one
of
the
lessons
we
learned,
which
is
very
applicable
to
Suffolk
Downs,
is
that
they're
really
finalizing
their
workforce
about
a
month
before
the
shovel
goes
in
the
ground,
even
if
they
have,
even
if
they're
planning
a
project
for
four
years,
who's
gonna
be
on.
That
site
is
really
being
decided
about
a
couple
months
to
one
month
before,
and
so
that's
the
opportunity
to
do
job
fair
on
the
site
with
the
community.
These
are
the
people
we
need.
E
Not
just
you
come
before
the
back.
You
have
bad
numbers
and
then
keep
it
moving
right.
So
we
want
to
really
start
loving
sanctions
with
our
new
information,
but
also
have
these
working
meetings
to
really
zero
in
on
what
for
that
trade?
That
contractor?
What's
the
intervention
they
need
to
really
diversify
their
workforce.
C
Acknowledged
you
Selena
for
the
good
opportunity,
fair
iets
into
that
fair
a
couple
of
months
ago,
at
the
bowling
building.
That
was
wonderful.
I
also
want
to
give
a
shout
out
to
the
compliance
monitors,
at
least
the
ones
that
I
work
with
Robert
from
your
office
and
then
Stacey
from
BPD
a
for
their
good
work.
One
of
the
things
that
is
highlighted
when
we
have
these
discussions
around
reviewing
the
numbers
at
the
monitoring
meetings
are
the
timesheets
and
some
of
the
companies
having
what
seems
to
be
difficulty
getting
the
timesheets
in
in
a
timely
manner.
C
And
so
one
of
the
things
that
I
hear
with
your
new
platform
is
that
they'll
be
able
to
just
do
that
online
versus
sending
an
email
both
involve
taking
time
to
sit
at
a
computer,
and
do
that
so
I'm
wondering
one.
Do
you
really
anticipate
that
this
will
make
things
easier
for
those
folks
and
then
to
I?
Think
with
some
of
our
smaller
players?
There's
a
capacity
issue
and
I
wonder
what
role
the
city
can
play
in
helping
to
build
the
capacity
of
some
of
the
smaller
companies
so
that
they
can
be
in
compliance.
C
So
they're
not
necessarily
bad
actors
in
terms
of
diversity
numbers,
but
it's
hard
to
know
what
the
data
says
if
they're,
not
turning
in
their
timesheets,
and
so
one
idea
that's
been
floated
is
having
you
know,
a
central
person
that
could
do
this,
like
maybe
a
consultant
could
come
in
and
do
it
for
all
of
the
smaller
players
and
not
necessarily
that
it's
the
city's
job
to
to
pay
for
that.
But
to
help
facilitate
that,
how
do
we
ensure
that
we're
building
the
capacity
of
some
of
the
smaller
players?
So
that's
one
issue.
C
C
E
G
There
is
an
option
in
regards
to
the
subcontractors
way
of
manipulating
the
system.
The
general
contractors
are
the
people
who
have
the
basically
the
responsibility
to
the
City
of
Boston
in
order
to
report
so
it'll
be
on
the
general
contractor
to
actually
report.
If
the
sub
has
the
capacity
to
do
so,
they
can
do
so,
but
we
are
relying
more
on
the
general
contractor
to
help
with
the
reporting,
and
that
goes
actually
through
the
general
contractor
first,
just
so
that
they
have
more
accountability.
C
C
Excellent
excellent:
let's
talk
about
I,
guess
shifting
over
to
the
back,
so
it's
great
to
have
canal
and
stephanie
on
the
back.
That's
wonderful!
You
mentioned
someone
mentioned
I,
don't
remember
who
it
was
a
problem
with
getting
a
quorum
at
many
of
the
meetings.
How
many
open
spots
are
available
now
on
the
back,
if
any
we're
at
full
capacity
of
seven
okay
and
what
is
the
policy
then
around
absenteeism
and
and
are
we
still
having
a
challenge
in
that
regard,
even
with
the
new,
the
two
new
appointees,
so.
E
C
C
There
was
a
lot
of
discussion
about
deadly
library,
which
is
in
my
district
and
a
project
that
I've
been
monitoring
closely
one
because
it's
in
my
district
too,
because
it's
a
multi-million
dollar
project
and
and
three
it's
a
city
project
and
the
city
should
certainly
be
leading
I,
see
a
bunch
of
different
numbers.
Every
time
I
get
a
report
about
Dudley
Library,
the
total
in
terms
of
just
the
dollar
amount
shifts,
so
I've
got
12
million
here,
I
think
last
week
we
were
at
a
capital
budget
hearing
and
it
was
17
million.
Could
we
get?
C
D
So
I
think
so
so
it
is.
We
have
it
on
record
as
twelve
twelve
point
to
twelve
point:
two:
seven:
five.
We
we
might
not
have
all
of
the
any
in
any
changes
that
need
to
be
made
in
order
to
keep
up
with
any
additional
costs.
So
it
could
be
that,
like
other
projects,
the
dougie
library
is
costing
more
than
the
original
estimates.
G
C
H
C
So
one
thing
I
want
to
highlight
here
is
something
that
I've
observed
is
that,
while
with
the
people
of
color
category,
we
see
so
number
one,
let's
start
here.
Those
are
the
overall
numbers
and
we
really
need
to
see
good
numbers
trade
by
trade.
So,
let's
all
we
all
agree
to
that.
But
that's
what
the
ordinance
says
and
we
need
to
see
a
trade
by
trade
and
I'm
not
going
to
ask
you
to
give
me
trade
by
trade
right
now
in
this
hearing.
But
the
other
thing
that
I
think
is
important
to
just
highlight.
C
Is
this
pattern
at
least
said
I'm,
seeing
if
that
is
that
we
seem
to
be
doing
a
better
job
in
some
of
these
projects
with
people
of
color
but
are
seeing
sharp
declines
in
terms
of
residents
and
I?
Wonder
and
it's
you
know,
it's
only
speculation,
how
much
of
that
is
due
to
the
rising
cost
of
living
in
our
city
and
the
number
of
residents
who
are
being
forced
to
look
outside
of
our
city
for
housing,
who
maybe
people
of
color?
C
So
maybe
we're
doing
a
good
job
at
keeping
those
numbers
up
in
terms
of
people
of
color,
but
not
doing
a
good
job
of
making
sure
that
we're
actually
getting
Boston
residents
and
specifically
people
of
color
from
Boston
on
these
jobs.
And
so
I.
Don't
know
if
you
have
any
insight
or
thinking
about
how
we
can
up
the
numbers
for
Boston
residents
to
make
sure
that
these
jobs
are
going
to
people
in
our
city.
Yeah.
D
I
think
your
observation
is
correct:
yeah,
it's
it's
correct!
Currently,
it's
correct,
historically
and
in
fact,
resident
numbers
have
have
trailed.
The
mayor
increased
the
red,
the
resident
percentage
on
B
rjp
in
the
last
ordinance
to
make
just
make
a
statement,
it's
important
right
and
so
moved
it
up
to
51%,
knowing
that,
historically,
it
is
trailed.
So
we
we
need
to
get
back
to
you
on
how
we
continue
to
gather
work
on
making
sure
that
residents
are
more
a
part
of
the
new
jobs.
D
Anecdotally
I
will
chime
in
and
ask
folks
to
chime
in
when
we've
asked
a
question,
we
hear
a
lot
about
residents
being
able
to
pick
and
choose
on
some
of
the
jobs
that
are
happening
here.
We
hear
a
lot
about
the
it's
nice
to
be
on
a
long
job
like
the
COS
casino
job
and
that's
that's
made
it
a
challenge.
C
And
on
the
pipeline
piece,
which
I
think
is
so
important
so
I
do
want
to
make
sure
that
we're
doing
much
more,
it's
encouraging
to
hear
your
work
Celina
with
the
concrete
company
that
you
mentioned,
that
they
are
trying
to
do
more
to
make
sure
that
they
are
being
that
they're
hiring
diverse
workers,
which
is
great,
but
we
need
to
do
a
lot
more
in
terms
of
the
pipeline.
I'd
like
to
more
about
the
jobs.
Bank
I
appreciate
the
questions
from
my
colleagues
earlier
when
you
say
office
hours.
Where
is
this
office.
C
Okay
and
I
would
suggest
that
perhaps
having
some
office
hours
that
rotate
out
in
different
communities
may
be
something
to
think
about
making
that
this
much
more
accessible
to
the
people,
at
least
that
I'm
trying
to
help
in
my
community
know
about
this.
Have
access
to
the
information
I
think
that's
that's
helpful.
I
would
like
to
know
how
many
people
are
currently
in
the
jobs
Bank,
how
many
people,
who
have
been
hired
already,
how
many
people
are
in
the
pipeline
getting
ready
to
go
on
a
job?
Do
you
have
those
numbers
for
us
right.
H
So
in
general,
I
think
the
job
spec
database
database
consists
of
about
18
800
different
individuals,
so,
but
this
is
going
back
years.
So
what
happens?
Is
a
person
who's
seeking
employment?
They
either
fill
out
application
on
a
job,
one
that
one
of
the
BR
JP
jobs
or
online,
and
so
that
person's
information
populates
onto
the
jobs
bank,
into
a
spreadsheet,
with
the
transplant
coordinator
and
most
of
those
individuals
are
laborers,
unskilled,
laborers,
I
would
say
95%
of
the
individuals
there
that
are
seeking
employment
through
the
jobs,
Bank
or
unskilled
laborers.
H
C
And
then
how
do
we
funnel
more
people
into
that
particular
one,
so
I
think
just
really
important
to
kind
of
understand
how
I'm
really
interested
in
understanding
whether
or
not
we
are
tracking
what
is
happening
with
these
800
people,
I
venture
to
guess
that
all
800
people
aren't
currently
looking
for
construction
jobs
so
that
many
of
these
folks
may
have
a
job
somewhere
else
or
maybe
they've
given
up
on
construction.
You
know,
I,
don't
know
what
they're
doing
so,
I
think
the
more
that
we
can
understand.
C
E
So
the
monitors
have
regular
interactions
with
those
projects
and
that's
part
of
their,
especially
for
the
larger
projects
where
there's
quarterly
quarterly
meetings.
They
that's
one
of
the
pieces
I
check
in
about
so
show
me
that
you've
requested
a
worker
show
me
any
share
any
applications.
You've
had
usually
it
happens
or
email
in
between
meetings,
but
they
are,
you
know,
on
the
side
in
their
faces
on
the
phone
all
the
time
and
that's
one
of
the
things
that
they
check
in
about
I'm.
C
D
Subcommittee
was
charged
with
looking
at
the
possible
fines
for
the
dutty
library
branch
project
and
returning
recommendations
to
the
committee.
The
check
committee
will
the
the
Sacramento
will
be
chaired
by
the
chair
of
the
Beck.
There
will
be
another
back
member
on
it.
It
will
also
have
legal
counsel.
There
will
be
staff
present.
Do.
D
From
the
boss
of
jobs
coalition,
there
was
a
recommendation
we've
in
the
conversation
we
had
well.
Actually
she
is
from
the
Boston
job
coach.
There
was
a
recommendation.
I
have
a
community
person
on
it.
Yes,
but
that
was
the
recommendation.
It
happens
to
be
a
person
that
is
from
the
Boston
jobs
coalition,
except
we
haven't
contacted
them
yet
so.
C
D
D
So
the
subcommittee,
essentially
the
subcommittee-
is
right
after
the
May
7
launch.
As
soon
as
we
have
a
comparison
that
we
can
put
in
front
of
subcommittee
to
look
at
this
project
versus
other
projects.
We
want
the
subcommittee
to
meet
right
and
then
so
this
project,
so
that
this
subcommittee
can
look
at
the
totality
of
projects
and
begin
to
say
here
is
how
we
should
be
doing
fines
and
their
charge
is
to
come
back
to
the
Beck
committee,
with
the
presentation
and
recommendation
on
fines,
mm-hmm.
C
So
great,
that's
encouraging.
One
concern
that
I
have
is
that
the
city
is
not
doing
enough
to
hold
the
bad
players
accountable
and
I.
Think
there
are
certain
tools
that
we
have
in
our
toolbox,
but
I
feel
like
we
shy
away
from
using
those
tools,
so
I'm,
looking
forward
to
hearing
the
recommendations
of
the
subcommittee
of
the
Beck.
Are
those
meetings
open
to
the
public?
Yes,.
C
F
D
D
If,
if
a
company
is
engaging
in
some
of
those
practices,
we
you
know
one
thing
I
urge.
The
support
of
the
council
on
is
to
provide
us
the
tools
to
be
able
to
then
use
that
use
that
information
in
making
decisions
on
whether
the
company
frankly
does
business
with
the
city
ever
again
or
in
the
next
practice
right
until
they
can
shore
up
that
practice
and
right
now,
the
procurement
laws
do
not
afford
the
city
the
ability
to
weigh
that
information
in
the
selection
of
a
contract.
Okay,.
F
Thank
you
thank
you
John,
and
is
there
anything
that
I
can
do
what
a
City
Council
can
do
also
in
terms
of
helping
our
our
men
and
women
that
are
returning
from
from
jail
and
prison
that
want
to
get
more
involved
in
the
construction
trades?
What
else
can
we
do
again?
I
know.
Other
labor
unions
are
doing
a
great
job,
but
is
there
anything
specifically,
the
City
Council
can
do
to
help
help
you
on
on
any
type
of
issues.
So.
E
We
work
closely
with
operation
exit
and
I.
Think
it's
a
really
great
program,
they're
starting
a
new
forget
what
it's
called
a
new
program
that,
because
the
way
their
program
works
is
for
people
who
are
formerly
incarcerated,
but
they
have
a
new
program,
that's
working
with
people
that
are
currently
incarcerated
and
coming
out,
and
so
we're
partnering
with
them
so
that
we
can
get
to
know
folks
that
are
looking
for
work
and
keep
them
in
mind
for
for
projects,
but
I
think
any
efforts
to
support
both
their
work
and
the
office
of
returning
citizens.
E
F
You
and
I
guess
my
final
comments.
It's
really
it's
not
question,
but
can
we
make
sure
that
we
do
some
more
outreach
as
well
to
our
residents
that
are
in
public
housing
on
this
important
issue?
Maybe
do
some
more
recruiting
drives
and
you
know
I
I
represent,
along
with
my
counselors
here,
a
large,
a
large
percentage
of
people
living
in
public
housing.
So
that's
an
important
issue
for
us
to
make
sure
that
those
those
residents
as
well
have
you
know,
benefit
in
the
boom
this
boom
in
Boston
economy.
F
A
E
Have
that
available?
That's
something
we
can
followup
on,
because
it's
something
we're
in
partnership
with
and
we
present
we
present
to
them
about
the
jobs
bank.
We
get
people
signed
up
directly
onto
the
computers
and
we
invite
them
to
all
these
workshops
that
we're
doing
but
I,
don't
know
the
numbers
of
their
programming.
I
wouldn't
have
that
available.
Maybe.
A
D
B
To
make
sure
I'm
clear
on
what
we're
gonna
follow
up
with
me
offline.
Well,
my
general
comment
is
thank.
You
I
really
appreciate
the
update.
The
efforts
and
I
do
want
to
acknowledge
that
I've
seen
that
in
your
work,
seen
especially
I-
think
it's
great
deputy
director,
wonderful,
thank
you.
So
much
I
do
want,
hopefully
to
follow
up
on
some
actual
dates
and
locations
for
the
job
banks
to
come.
B
What
are
the
problems
we've
also
seen
with
that
recruitment
is
when
East
Boston
folks
come
over
there
there's
the
capacity
concern,
not
just
with
the
skill
set,
but
with
English
yellow.
So
if
you're
going
to
be
providing
certain
things
and
services,
the
wait
list
is
long.
The
city
is
doing
a
good
job.
Maybe
another
partner
is
the
immigrant
advancement
or
and
making
sure
that
we
provide
capacity
job
related
capacity
for
English
learners
to
make
sure
that
they're
coming
as
construction
workers
ready
to
go
documents
everything.
B
But
she
one
of
the
women
didn't,
have
the
English
capacity
to
clean
rooms
so
work,
let's
work
on
that
total
package
and
then
also
we'll
follow
up
specifically
on
the
wage
theft
on
the
city
property,
but
in
general,
how
we're
gonna,
marry
and
monitor
the
best
ways
statutes
to
our
ordinances
to
amend
for
private
and
public.
So
thank
you
so
much
Thank.
C
D
C
That's
helpful,
I,
guess
and
I.
Don't
don't
take
my
sense
of
urgency
as
me
wanting
to
rush
the
process
and
do
a
sloppy
job
with
the
process,
but
I
do
think
it's
important
to
have
more
clarity
around
what
the
scope
to
charge
and
the
timeline
of
when
we
can
have
this
work
completed
so
I,
don't
know
if
it's
one
meeting
two
meetings,
three
meetings
but
I
think
it's
important
to
really
kind
of
think
through
and
not
just
because
we
want
to
have
these
recommendations.
I
think
you
also
want
to
respect
people's
time.
C
I
wonder
you
know
when
I
talk
with
anyone,
whether
it's
monitoring
the
jobs
or
meeting
with
development
teams,
we're
talking
about
community
benefits
the
importance
of
making
sure
that
we're
doing
more
to
pay
it
forward
around
jobs
and
building
that
pipeline
I
wonder
what
opportunities
are
available
for
Madison
Park,
high
school
students,
for
example,
would
love
for
your
office
to
be
thinking
about
that,
as
well
as
we're
talking
about
jobs
Bank
as
we're
talking
about
pipeline
development,
how
we're
really
kind
of
tapping
into
to
that?
And
then?
Finally,
just
how
really
important
this
is.
C
I
think
it
was
the
last
hearing
that
we
had
on
this
topic,
where
we
shared
that
there's
nine
billion
dollars
in
construction
happening
currently
another
six
billion
in
the
pipeline.
We're
talking
15
billion,
though
that
is
probably
now
not
even
the
accurate
numbers,
probably
even
more
than
that.
Now
possibly
more
than
that,
and
we
need
to
make
sure
that
that
15
billion
dollars
is
going
into
the
to
the
hands
to
the
pockets,
to
the
households
of
people
in
this
city.
People
of
color
in
women
and
so
I
look
forward
to
our
continued
work.
C
Together
with
my
colleagues
on
the
council,
but
with
all
of
you
as
well
and
making
sure
that
we're
doing
exactly
that,
as
well
as
all
of
the
folks
in
the
public
who
have
been
amazing,
advocates
on
this
issue,
so
I
think
that's
it
for
questions
I'm,
looking
forward
to
hearing
the
public
testimony,
if
that's,
where
we're
going
next
Thank
You.
Mr.
A
Just
a
suggestion
with
we're
in
order
to
have
updates
in
April
and
October,
we
should
probably
proactively
set
an
October
meeting
yeah
between
maybe
Ron,
or
we
can
figure
that
out
figure
that
it
will
proactively
set
in
October
and
if
I
can
ask,
if
you
guys
can
just
remain
seated
for
a
little
while
we
only
have
three
people
that
are
testifying,
so
there
might
be
some
sort
of
question
that
you
guys
could
help.
So
with
that
being
said,
I'd
like
to
invite
down
I
think
it's
Derek
monks
or
D
monks,
dick
monks.
D
Chairman
Baker's,
as
they
come
down,
I'd
like
to
excuse
myself
only
because
we
are
celebrating
the
60th
anniversary
of
the
first
sister
city
agreement
ever
signed
here
in
Boston
with
the
city
of
Kyoto
Japan
and
the
mayor
of
Kyoto
Japan
is
upstairs
and
we're
about
to
kick
off
the
signing
ceremony
at
2
o'clock.
And
so,
if.
A
A
A
J
That's
very,
very
encouraging
from
both
sides,
the
panel
here,
as
well
as
councillors,
and
also
going
in
looking
and
I'm
gonna,
addressing
to
specifically
the
issue
around
Boston
residents,
which
I
think
already
has
been
highlighted,
as
as
a
concern
around
the
whole
policy,
be
rjp
policy.
So
again,
thank
you,
councillor,
Baker,
Cheney
and
Edwards
for
having
this
timely
session
again.
My
name
is
dick
monks,
I'm
a
Boston
residents
I'm
a
member
and
activists
of
city
life,
feeder,
ivana
and
also
the
city
life
representative
on
the
steering
committee
of
the
Boston
Jobs
coalition.
J
J
I'd
like
to
start
with
a
very
short
history,
though
it
has
been
referenced
earlier
today
in
the
50s
and
60s,
the
Building
Trades
Union
space
was
predominantly
white
and
mail
and
Boston
residents,
but
the
1970s.
However,
that
base,
though
remaining
mostly
white
male,
no
longer
were
Boston
residents.
The
move
or
some
would
call
flight
to
the
suburbs,
was
widespread,
especially
in
white
neighborhoods.
J
While
during
that
time,
Boston
residents
have
had
almost
no
growth
in
the
compliance
numbers.
The
current
BJP
calls
for
51%
of
hoursworked
to
be
performed
by
Boston
workers.
The
data
that
is
available
shows
that
on
all
projects,
whether
union
or
non-union,
the
numbers
fall
from
20
to
even
30
percent
below
the
required
51%.
Why
is
that?
How
can
that
be
with
both
people
of
color
and
female
numbers
rising?
Why
are
in
Boston
resident
numbers
up
as
well?
J
This
is
the
problem
we
are
asking
a
city
council
to
address
through
these
hearings,
the
poll
of
the
building
trade
unions,
the
primary
provider
of
labor
for
much
of
Boston's
construction
industry
are
aware
of
these
discrepancies
and
have
many
training
and
apprenticeship
programs
and
outreach
practices
in
place.
Trying
to
deal
with
this
problem.
The
non-union
sector,
which
has
a
growing
presence
during
this
current
Boston
building
boom,
has,
for
the
most
part,
very
little
in
place
in
terms
of
training
and
outreach.
J
We
therefore
are
requesting
that
this
biannual
City
Council
review
of
the
BI
JP
asks
the
hard
questions
to
both
the
Union
and
the
non-union
sectors
as
to
why
this
lack
of
compliance
is
so
consistently
poor.
Solving
the
problem
of
the
low
numbers
of
Boston
residents
actually
working
to
build
the
new
Boston
is
not
an
easy
fix.
J
We
know
there
is
no
one
answer
or
a
simple
solution
to
this
problem.
It's
multifaceted,
and
we
are
also
aware
that
many
of
you,
as
we've
heard
today,
have
been
grappling
with
it
for
some
time
now.
We
have
a
suggestion.
The
one
suggestion
we
have
in
doing
this
in
doing
this
yearly
evaluation
is
that
you
and
I
really
mean
we
set
real,
seemingly
achievable
goals,
both
short-term
and
long-term.
J
Excuse
me
this
means,
of
course,
that
attention
must
be
paid
as
to
the
numbers
and
demographics
of
the
current
pool
of
construction
workers.
Then
we
can
see
a
year-to-year
basis
a
year
later
how
much
or
less
progress
has
been
made.
We
can
only
evaluate
if
we
look
deeply
into
these
numbers
to
see
what
changes
have
been
made.
We
do
this
yearly
evaluation
to
improve,
not
to
blame.
J
These
hearings
are
bringing
all
the
stakeholders
together,
though,
I'm
a
little
surprised
and
disappointed
that
that's
only
slightly
true
today
to
solve
a
problem
not
just
to
review
and
lament
on
how
little
progress
is
actually
happening.
And,
yes,
we
should
praise
the
successes
in
the
product
and
the
progress
that
has
been
made,
but
that's
only
part
of
the
work
we
can
do
better.
Thank
you.
I
As
you
all
know,
mayor
wall
signed
an
ordinance
raising
the
brbr
JP
standard
for
employing
Boston
residents
on
covered
projects
from
fifty
to
fifty
one
percent,
the
standard
for
people
of
color
from
25
to
40
percent,
a
big
change
and
the
standard
for
women
from
ten
to
twelve
percent
a
sadly,
even
with
this
new
ordinance
and
these
new
standards,
the
poor
results
against
the
B
rjp
standards
leading
up
to
2017
have
not
budged.
We
might
conclude
that
ordinances
don't
solve
the
problem
in
2018.
I
Among
the
five
million
construction
worker
hours
logged
on
dip
projects,
the
biggest
category
of
covered
projects,
only
26%
of
our
were
logged
by
busting
residents,
the
versus
the
51%
standard
29.9%
of
the
hours
were
logged
by
people
of
color
versus
the
forty
percent
standard
and
five
point.
Four
percent
of
hours
were
logged
by
women
versus
the
twelve
percent
standard.
We
see
the
same
pattern
in
2017,
2016
2015,
no
change,
no
change.
The
results
have
been
flat.
I
The
1.2
million
hours
logged
on
the
public
projects
did
better
against
the
standard
for
people
of
color,
but
still
felt
way
short
of
the
standards
for
Boston
residents
and
women.
Veterans
of
this
effort
can
tell
you.
This
problem
goes
back
a
whole
lot.
Further
I
recognize
that
lots
of
people
are
involved
in
this,
be
rjp
compliance
project
process.
But
what
we're
doing
today
clearly
is
not
working.
I
I
can
imagine
coming
to
this
hearing
three
four
five
years
from
now
and
seeing
the
same
sad
results,
something
different
needs
to
be
done
by
everyone
with
a
role
in
the
system.
We
think
the
construction
trade
unions
are
key.
They
provide
more
than
95
percent
of
the
workers
on
the
dip
projects
and
across
the
25
or
so
unions.
They
vary
dramatically
in
how
poorly
they
meet
the
standards.
Some
of
the
in
meeting
the
bus
and
residents
standards
summer
at
30
percent
summer
10%
12
13
%.
I
What
can
the?
What
can
the
unions
do
here
are
a
few
ideas.
There
are
certainly
many
more
first
if
they
have
roadblocks
and
bringing
in
Boston
residents.
People
of
color
and
women
identify
what
those
roadblocks
are
Union
by
union.
Okay
and
standard
by
standard
they're
different
each
union
is
different.
Each
standard
is
different.
Each
union
meeting
a
standard
is
different
and
figure
out
how
to
break
through
those
roadblocks.
These
are
not
problems
unique
to
the
world.
This
can
be
done.
I
Secondly,
they
can
analyze
the
actions
they
do
take
today
to
bring
in
these
classes
of
workers,
and
they
do
they
do
take
actions.
They
can
accelerate
the
actions
that
are
working,
kill
off
the
ones
that
now.
Thirdly,
since
some
unions
come
much
closer
to
meeting
the
standards
than
others
determine
what
those
unions
are
doing
right
and
replicate
those
actions
in
the
unions
that
are
doing
poorly
there's
lessons
to
be
learned
right
across
all
the
unions.
They
could
apply
those
lessons,
but
the
unions
are
not
the
only
players.
I
All
the
contractors
have
an
obligation
to
dig
deeper
to
figure
out
how
to
meet
the
standard.
They
need
to
be
motivated
to
do
so.
Open
shop
contractors
in
particular
have
the
control
in
their
hiring
to
meet
the
standards.
They
need
to
dig
more
deeply.
The
PR
JP
staff
and
the
BEC
can
decide
that
this
pour
level
of
compliance,
has
gone
on
long
enough
and
build
in
a
little
more
fire
under
the
people
who
can
really
change
the
results.
The
city
supports
only
two
small
training
programs
and
the
construction
trades
they've
been
mentioned
here
today
this.
I
What
you
asked
for
the
numbers,
this
small
they
could
do
more.
The
city
should
recognize
the
economic
value
to
the
city
just
to
the
city.
None
of
the
people
just
to
the
city
of
preparing
a
person
for
a
well-paying
job
in
the
building
trades,
who
was
now
unemployed
or
underemployed
or
heading
for
a
dead-end
job.
I
Does
the
city
or
the
state
provide
access
to
unemployed,
busting
construction
workers
beyond
the
jobs
bank?
Are
there
unemployed,
Boston
construction
workers
that
are
tagged,
someplace
else
in
a
state
system
or
a
city
system?
How
those
workers
given
access
to
the
unions
and
the
employers?
I
just
don't
know.
We
haven't
asked
that
question
and
then
there's
the
City
Council.
Okay,
here
you
are
conducting
this
hearing.
Thank
you.
Thank
you.
I
We're
most
appreciative,
what's
your
purpose
in
doing
so,
hopefully
it
is
to
achieve
compliance
with
the
BR
JP
standards
that
are
so
important
to
so
many
Bostonians.
You
have
an
opportunity
here
to
take
leadership
across
these
involved
entities.
There's
a
lot
of
involved
entities
and
shake
things
up,
set
a
new
path
of
compliance,
get
us
out
of
the
rut,
we're
in
I
hope
you
take
it.
Thank
you
very
much.
K
K
K
So
we
built
that
into
the
draft
that
we
gave
to
the
mayor,
because
we
thought
it
was
the
next
step
forward
in
terms
of
thinking
he
agreed
and
the
staff
Carolyn
Chris,
others
really
built.
What
we
felt
was
a
very
strong
ordinance
that
had
seven
standards
in
them
that
made
sense
and
a
process
around
those
standards
that
made
sense
and
sanctions
if
the
same,
if
the
standards
weren't
met.
K
Our
concern
today
is
that
the
process
around
the
new
ordinance
started
in
the
field
in
2018
we're
now
in
2019
almost
into
May,
and
there
hasn't
been
one
sanction.
We
that
we
don't
believe
that
sanctioning
is
the
answer,
but
we
believe
that
having
contractors
and
developers
take
those
issues
seriously
is
a
significant
part
of
the
answer.
So
we
think
we
were
pleased
this
afternoon
to
hear
a
discussion
about
how
the
the
city
administration
is
going
to
move
forward
to
develop
a
pause,
a
practice
Aram,
the
sanctioning
of
contractors
who
don't
comply
with
those
standards.
K
But
at
the
same
time
we
have
to
acknowledge
that
it's
two
years
later,
since
the
ordinance
was
what's
passed
and
two
and
a
half
years
later,
almost
and
it's
really
time
to
move
forward,
work
is
going
on.
There
are
billions
of
dollars
that
are
being
made,
and
so
we
just
urge
all
the
administration
of
the
city
to
move
forward
quickly
on
making
sure
that
the
sanction
issue
it's
being
dealt
with.
K
Because,
if
we're
going
to
have
this
policy
met,
there
have
to
be
enough
workers
in
fact,
to
have
the
standards
met
and
that
isn't
there
now
and
Boston
workers.
The
Boston
community
is
losing
millions
and
millions
of
dollars
of
wages.
Because
of
the
lack
of
that
we
suggested
in
ordinance,
there
has
been
an
hearing
on
that
ordinance.
K
As
we've
looked
at
it,
a
final
decision
hasn't
been
made,
but
we
think,
as
we
look
at
it,
we
think
perhaps
this
committee,
the
only
aspect
of
city
government
that
is,
provides
the
public
a
chance
to
look
at
here
and
then
testify
about
what's
happening
on
these
critically
important
issues
that
perhaps
this
committee
is
really
the
appropriate
place
for
that
conversation
that
we
were
thinking
of
having
through
an
ordinance
to
take
place.
You
know
you
are
the
body
that
sets
the
policies
around
the
around
the
standards.
K
You
are
deeply
concerned
about
them,
so
why
should
we
set
up
an
ordinance
that
brings
a
committee
that
you
could
that
you
at
a
point
in
to
deal
with
it?
Why
don't
we
think
about
the
position
of
asking
you
to?
In
fact
play
the
role
that
we
were
looking
to
the
ordinance
to
play.
We
know
the
unions,
don't
want
the
ordinance,
and
so
why
put
something
on
them
that
they
are
adamantly
opposed
to?
K
And
then
at
the
April
session,
come
back
and
just
report
on
how's
that
moving
forward
what
problems
can
be
seen.
And
then
at
the
October
session.
The
next
October
session
say
what
happened
where
the
strengths
were,
where
the
problems
were
and
what
revisions
can
be
made
for
the
the
coming
year.
So
we
we
think
it
would
really
be
very
important
for
you,
as
the
committee,
the
city
of
the
cities
committee
for
accountability
around
this
program,
to
think
about
whether
you
are
the
body
that
should
be
playing
the
role
that
we
saw.
K
The
ordinance
playing
and
whether
the
unions
and
the
non-union
sector
should
be
expected
to
come
and
share
a
portion
of
the
time
of
each
of
those
hearings
to
talk
about
the
extent
to
which
there
is
compliance
around
Boston
workers,
compliance
particularly
around
moving
the
compliance
on
Boston
workers
up
if
this
policy
is
not
assuring
that
Boston
workers
get
their
fair
share
its
failed.
Thank
you.
A
When
we
talk
about
the
hours
you
get,
you
get
an
actual
hours
worked
in
two
categories.
Is
it
possible
that
one
hour
is
being
charged
three
times?
Oh
can
you
can
you
talk
to
me
about
about
how
that
would
work
out?
So
what
so,
if
I,
if
Oh
Austin
resin
woman
of
color,
is
on
the
Dudley,
Dudley
library
and
she
works
one
hour,
is
that
our
actually
being
charged
three
times?
That's.
B
We
want
to
make
sure
that
the
train,
the
trainer's,
that
you're
picking,
are
also
diverse,
I,
didn't
hear
I'm
sure
they
are,
but
I
didn't
hear
that
in
terms
of
who's,
doing
your
OSHA
tens
who's
doing
your
CSS.
So
do
you
don't
have
to
give
me
the
data
now
I'm
sure
that
you
are
but
I
think
it's
a
wonderful
opportunity
also
to
employ
Kree
partnership,
make
sure
the
train,
the
trainer's
reflect
the
diversity
we're
trying
to
create
yeah.
E
B
B
Be
huge
in
terms
of
your
equipment
for
women
is
some
form
of
child
care.
I
know
it
the
meetings
I
had
there
was
someone
to
partner
with
there's
a
local
co-op.
There's
some
body
5:09
coordinates
they
have
they
organized
the
childcare
in-home
facilities,
but
their
childcare
workers.
It's
a
whole
union.
Many
of
them
are
women,
or
most
of
them
are
women,
most
of
them
people
of
color,
but
still
there's
opportunities
to
partner,
with
already
organized
care,
to
provide,
at
least
for
this
two
or
three
hours
that
you're
doing
the
trainings
I.
E
Yeah,
it's
something
we
we've
looked
at
right
now
we
have
child
friendly,
and
so
we
have
activities
for
the
kids
to
do.
The
childcare
is
a
bit
more
complex,
given
all
the
other
licensing
required.
So
we're
trying
to
figure
out
if
there's
a
way
to
do
that
in
partnership
with
B
COF
or
something,
but
it's
something
that
we
do
want
to
meet
that
standard.
But
in
the
meantime,
we're
child-friendly.
Okay.
A
C
Yeah,
just
briefly
and
the
payroll
filing
of
the
payroll
again
do
we
have
a
sense
of,
and
if
you
don't
have
the
numbers
this
morning,
that's
fine
but
I'd
like
to
have
that
data.
If
you
could
just
how
many
are
out
of
compliance
in
terms
of
turning
in
payroll,
how
how
late
it
actually
is
and
what
analysis
do
we
have
in
terms
of
the
types
of
companies
that
are
turning
in
late
payroll?
Is
it?
Is
it
the
smaller
companies
that
need
some
backroom
support?
C
Are
there
other
players
who
are
not
doing
a
good
job
in
that
area?
So
if
you
could
provide
that,
that
would
be
helpful,
particularly
as
we're
looking
to
really
tighten
up
and
strengthen
things
in
your
office
in
terms
of
this
new
platform,
I
think
looking
at
that
payroll
looking
at
the
pipeline
development
looking
at
the
jobs
banks,
making
sure
that
we
have
a
way
to
track
and
really
ensure
that
we're
getting
to
the
desired
outcomes
that
we
all
want
to
see.
I
think
that's
important.
C
So
I
would
just
ask
that,
and
thank
you
for
talking
to
the
concrete
company.
I
would
suggest
that
there's
another
concrete
company
that
gets
a
bunch
of
work
that
needs
it
to
up
and
two
as
well,
so
perhaps
bringing
them
and
I'm
sure
you
know
who
I
mean
so.
Thank
you
and
again,
thank
you
for
all
your
your
work
that
you
do.
Thank
you.
A
A
I
know
just
like
two
more
minutes:
the
the
training
programs
that
we're
working
with
the
building
pathways,
so
they're
brick-and-mortar.
They
would
use
the
union
halls
of
the
Union
training,
centers
YouthWorks.
They
have
a
training
facility
right
there
in
Mission
Hill
do
they
in?
Are
they
so
like
training
for
carpentry
training
for
electrical
and
those
sort
of
things
that
we
working
with?
A
A
A
They
don't
really
I
think
we
have
an
opportunity
here
and
just
something
they're
getting
in
your
mind
that
if
we're
taking
that
that
a
lower
bar
entry,
meaning
it
isn't
necessarily
necessarily
sign
up
for
for
Benjamin,
Franklin
or
or
even
youth,
build
some
place,
a
drop-by,
a
stop-off
place
where
you
know
we're
teaching
people
how
to
work
and
then
and
then
that
that
entry
level
becomes
building
pathways
becomes,
you
know,
I
think
we
need
to
start
as
a
city.
Looking
at
that
we're
weird
training,
brick
and
mortar,
you
know
and
it
could
be
copter.
A
It
could
be
these
other
things,
but
we
have
to
have
people
be
able
to
come
in
and
we
and
we
know
who
we're
dealing
with,
because
we're
also
I
believe
missing
out
on
the
opportunity
of
the
private
development.
That's
happening
that
smaller
development
that's
happening
all
in
my
day,
because
those
are
the
people
that
I
see
and
talk
to
a
lot
that
can't
can't
find
people
through
the
work
we
talk
to
her
someone
mentioned
about
trying
to
find
a
female
plumber.
Just
try
and
find
a
plumber,
never
mind
a
female.