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From YouTube: Committee on Government Operations on November 5, 2020
Description
Docket #0427 - Hearing Regarding Biannual Review of the Boston Employment Commission and Boston Residents Jobs Policy
A
Bi-Annual
review
of
the
boston
employment
commission
in
boston,
residency,
job,
boston,
residence,
job
policy,
the
lead
sponsors
of
this
is
my
colleague
council
president
kim
janey
who's
just
joining
us.
Well,
as
council
of
lydia
edwards,
the
mata
was
referred
to
the
committee
back
on
february,
the
26th
of
2020,
and
there
was
a
hearing
on
this
docket
this
past
spring
on
april
30th
2020..
A
So
the
body,
obviously
in
the
city,
is
grateful
for
this
work
on
this
initiative
and
many
other
activists
and
councilors
who
pushed
this
work
forward,
can
rest
assured
that
we
continue
to
do
the
best
we
can
to
adhere
to
this
and
to
make
sure
we
continue
to
push
for
equity
and
collusion
on
all
fronts,
as
particularly
as
if
it
came,
customers
and
job
policy.
So
before
I
go
further,
I
have
to
read
some
procedural
information
into
the
record.
A
In
accordance
with
governor
baker's
march
12
2020
executive
order,
modifying
certain
requirements
of
the
open
meeting
law
and
relieving
public
bodies
of
certain
requirements,
including
the
requirement
that
the
public
bodies
conduct
its
meetings
in
a
public
place
that
is
open
and
physically
accessible
to
the
public.
The
city
council
will
be
conducting
this
hearing
via
zoom.
This
enables
the
city
council
to
carry
out
its
responsibilities
while
adhering
to
the
public
health,
accommodations
and
ensuring
public
access
to
its
deliberations
through
adequate
and
alternative
means.
The
public
may
watch
this
via
live
stream
at
www.
A
City
hyphen,
council,
hyphen
tv,
it
will
also
be
rebroadcast
at
a
later
date
on
xfinity
8,
rcn,
82
or
fios
964.
for
public
testimony.
Written
comments
may
be
sent
to
the
committee
email
us
at
ccc.go
at
boston.gov,
and
that
will
also
be
made
part
of
the
record
and
available
to
all
members
of
the
council.
We
also
take
verbal
public
testimony
at
the
end
of
this
hearing.
A
We
do
have
a
few
people
already
signed
up
if
you
have
not
emailed
christine
o'donnell,
yet
to
request
the
zoom
link
to
have
your
name
added
for
the
public
testimony
list.
We
encourage
you
to
do
so
now
by
emailing,
christine
with
the
c
dot
o'donnell
at
boston.com,
the
boston
residency
job
policy
was
implemented
back
in
1983
and
sets
employment
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
construction
workers
over
the
years.
A
There
have
been
many
amendments
of
this
ordinance
most
recently
in
2017,
which
changed
the
employment
requirements
to
a
minimum
of
51
percent
of
work
hours,
trade
by
trade
being
performed
by
boston
residents,
40
people
of
color
and
12
percent
women.
Non-Compliance
of
the
boston
residency
draw
policy
can.
B
A
The
bec
has
final
decision-making
power
regarding
application,
penalties
for
non-compliance,
the
boston
residency
job
policy
office,
which
is
the
office
which
sits
within
the
office
of
economic
development,
is
responsible
for
planning
implementation
and
overall
coordination
of
compliance
monitoring
of
all
covered
projects,
including,
but
not
limited
to
major
development
projects.
Some
covered
projects
are
monitored
by
the
bpda
compliance
office
as
well.
A
And
if
that
is
the
case,
then
we'll
make
sure
that
once
we
get
through
our
colleagues,
get
that
testimony
and
allow
for
colleagues
to
ask
whatever
questions
is
necessary
and
then,
at
the
appropriate
time,
allow
those
individuals
to
to
to
go
to
their
other
commitments.
But
ask
that
someone
from
the
administration
be
left
to
participate
for
the
remainder
of
the
hearing.
So
with.
B
C
Thank
you.
Thank
you.
So
much.
Thank
you,
mr
chair,
while
she's
not
able
to
be
here
today,
I
want
to
start
by
lifting
up
my
sister-in-service
counselor
edwards.
I
want
to
thank
her
for
her
partnership
on
this
hearing
order.
We've
been
working
jointly
on
these
bi-annual
reviews,
since
we
both
joined
the
city
council
two
years
ago,
and
I'm
grateful
for
her
leadership.
C
Certainly
as
you
did,
mr
chair
have
to
give
credit
where
credit
is
due
and
lift
up
the
amazing,
incredible
work
by
former
city
councilors
for
district
seven
bruce
bowling
and
chuck
turner
for
their
amazing
leadership
and
advocacy
on
this
issue,
and
I'm
really
grateful
and
honored
and
humbled
to
be
able
to
carry
on
that
tradition
for
district
seven,
as
did
my
predecessor,
teeter
jackson.
So
I
want
to
thank
him
as
well,
I'm
very
proud
to
continue
in
this
work
and
to
continue
to
partner
with
so
many
advocates.
C
So
I
want
to
thank
the
many
advocates
who
work
on
this
issue
diligently,
certainly
folks
from
the
boston
jobs
coalition.
There's
the
monitoring
committee
that
I
convene
in
district
7
and
we
look
at
roxbury
projects
in
nubian
square
in
particular.
So
many
labor
organizations-
certainly
the
administration-
want
to
thank
you
for
being
here
and
your
work
throughout
the
back.
For
me,
this
has
always
been
continues
to
be
an
issue
that
is
deeply
rooted
in
economic
and
racial
justice.
C
The
wealth
gap
in
boston
between
white
and
black
households
is
enormous,
as
everyone
knows,
and
black
and
brown
communities
in
large
part
have
been
left
out
of
the
city's
economic
boom.
Covid
has
obviously
made
things
worse,
and
so,
as
this
pandemic
persists,
I'm
still
very
much
concerned.
As
I
know,
many
folks
who
are
are
tuning
in
and
who
have
been
working
on
this
issue,
I'm
very
concerned
about
how
covet
has
exacerbated
the
existing
inequities.
C
How
you
know
the
pause
in
construction
has
impacted
numbers
here.
We
know
that
for
low-income,
low-wage
hourly
workers
in
communities
of
color
that
they
have
been
hit
hardest-
and
this
is
true
during
covid-
but
also
they
were
the
ones
who
are
most
likely
to
be
left
out
pre-covered,
and
so
as
construction
jobs
are.
C
I
appreciate
the
efforts
that
are
underway
in
terms
of
training
and
there's
a
lot
of
work
that
is
happening
even
outside
of
the
administration.
So
again
I
want
to
thank
you
know
the
the
many
community
partners
who
are
in
this
space
who
are
doing
workforce
development,
who
are
doing
the
job
fairs,
who
are
doing
their
own
kind
of
jobs,
banks
to
make
sure
that
there
is
more
equity.
We
are
still
far
from
the
goals.
C
There
is
a
deep,
deep,
deep
level
of
frustration
that,
despite
not
hitting
the
goals
that
sanctions
are
still
not
being
applied,
we
we
watch
these
numbers
closely,
particularly
for
district
seven.
I
watch
them
as
the
district,
seven
counselor.
I
look
at
the
numbers
for
for
big
construction,
jobs
or
projects.
C
What
we're
doing
for
folks,
who
already
have
some
skills
but
are
not
getting
work,
how
we
can
make
sure
that
they
are
getting
some
work?
We've
got.
We
know
we
have.
You
know
construction
companies
that
have
their
own
crew,
that
they'd
like
to
keep
working,
and
I
can
appreciate
when
you've
got
a
good
team.
You
want
that
team
to
work,
but
how
are
we
feeding
and
getting
a
more
diverse
pipeline
and
there
and
how?
C
A
Very
good,
thank
you,
madam
president,
and
we've
been
joined
by
our
colleagues
in
order
of
their
arrival
city
council,
liz,
braden
city,
council,
red
flynn,
city
council,
andrea
campbell
city,
council,
kenzie,
barr
city,
councilman,
julia
mejia
in
city,
council,
matt,
o'malley,
and
I
know
that
we
have
time
constraints
from
the
administration.
So
I'm
going
to
go
right
to
the
administration
panel
and
allow
my
colleagues
when
they
get
recognized.
They
can
give
a
brief
statement
and
then
get
right
into
their
questions.
A
So,
chief
great
to
see
you
appreciate
the
work
that
you've
been
doing
throughout
the
course
of
the
pandemic
and
obviously,
as
this
now
starts
to
tick
back
up
again,
your
schedule
obviously
is
has
to
be
crazy.
As
you're
trying
to
guide
us
through
the
economic
portion
of
this,
the
fallout
obviously
has
been
devastating
to
a
lot
of
businesses
in
boston,
particularly
our
small
local
businesses.
A
So
the
work
you're
doing
the
work
your
team
is
doing
is
you
guys
are
doing
yeoman's
work
so
appreciate
your
attention
to
detail
on
that,
and
I
know
that
you're
joined
by
selena,
barrios
milner,
christopher
brown
and
thomas
watson
good,
to
see
all
of
you
and
again
appreciate
all
the
work
that
you
guys
are
doing
so
with
that
I'll
turn
it
over
the
floor
is
yours
chief.
In
order
of
how
you
want
to
introduce
folks
or
the
presentation,
I
know
that
our
colleagues
are
in
receipt
of.
D
Also
great
to
see
you
and
good
afternoon
vice
chair
flaherty,
for
thanks
for
your
leadership
and
partnership.
President
cheney,
president
j
for
your
leadership
and
legacy
as
you
as
you
talk
about
district
seven,
the
leadership
that's
come
out
of
there
counselors
flynn
breedon.
I
see
counselor
campbell
bach
mahia
o'malley
asabi
george.
Thank
you
for
for
all
of
your
partnership.
D
As
as
we
try
to
address
the
inequities
in
our
in
our
economy
and
make
sure
that
people
can
participate
for
the
record,
my
name
is
john
barrows.
I
am
chief
of
economic
development
for
the
city
of
boston
with
me.
Today
is
travis
watson,
chair
of
the
boston,
employment
council,
selena
barrios-milner,
director
of
equity
and
inclusion
for
the
office
of
economic
development
and
chris
brown,
boston
residents,
jobs
policy
manager.
D
D
That
also
applies
to
the
dozen
of
community
activists
who
regularly
participate
in
the
bijp
process,
who
do
this
work?
Who
monitor,
who
bring
back
information
and
who
push
on
behalf
of
the
residents
of
the
women
and
people
of
color
of
boston?
Thank
you
for
your
work
prior
to
turning
it
over
to
selena
to
discuss
the
latest
numbers.
D
As
you
know,
a
critical
component
to
implementing
the
updated
brjp
ordinance
is
to
be
able
to
push
forth
the
new
goals
of
the
ordinance,
and
I
just
want
to
frame
this
a
little
bit.
We
changed
the
ordinance
goals,
as
indicated
by
by
vice
chair
flaherty
in
2017,
because
we
were
hitting
those
goals,
and
these
new
goals
are
helping
us
to
stretch
diversify
the
ecosystem
of
those
who
are
working
on
construction
jobs
and
be
more
inclusive,
and
so
we
are
in
the
process
of
pushing
towards
consistently
hitting
those
new
goals.
D
So
one
one
component
that
is
critical
in
implementing
new
procedures
is
the
use
of
salesforce
a
new
data
platform.
So
I'm
pleased
to
report
that
the
historical
data
that
has
been
migrated
and
the
new
projects
that
are
being
inputted
in
real
time
through
salesforce
will
allow
us
to
share
in
a
transparent
way
how
each
project
is
doing
it's
critical,
but
as
with
any
technology
overhaul,
however,
there
are
new
issues
that
continue
to
arise.
So,
therefore,
the
city
has
contracted
a
boston-based
mwbe
contractor
to
support
the
brj
brjp
team
in
its
use
of
salesforce.
D
D
D
In
order
to
do
this,
we
will
work
with
chairman
watson
to
create
two
new
subcommittees
within
the
next
60
days,
led
by
chair
watson.
That
includes
other
stakeholders.
The
subcommittees
will
be
charged
with
creating
a
a
regulatory
framework
for
the
beck
to
determine
an
appropriate
and
universal
correct,
cr
corrective
action
plan
for
projects
in
non-compliance.
D
This
does
not
currently
exist
and
is
necessary
to
ensure
a
fair
and
consistent
transact
sanctioning
process.
Moving
forward
now
I'll
remind
everybody
that
that
is
all
hinging
on
us
having
transparent
data
on
the
salesforce
platform.
So,
as
you
hear
from
director
celina,
you
will
hear
where
we
are
on
the
on
that
platform.
It's
super
important
that
we
have
the
data
available
to
everyone.
We
will
also
be
establishing
a
second
subcommittee
to
create
a
record
of
non-compliance
for
companies
that
do
not
adhere
to
brjp
once
created.
D
Furthermore,
we
are
in
active
discussions
with
dcam
or
the
division
of
capital,
asset
management
and
maintenance
at
the
state
level
to
make
a
non-compliance
of
bj
direct
directory
available,
so
they
can
consider
it
for
their
certification
process.
We're
super
excited
to
have
that
conversation
with
dcam
and
their
willingness
to
work
with
us
on
this.
D
I
am
now
going
to
turn
this
over
to
travis
watson,
the
chair
of
the
boston
employment
commission.
Vice
chair
flaherty,
as
you
stated,
I
do
have
a
heart
stop
for
one
o'clock
because
I
chair,
I
co-chair
the
health
inequities
task
force
for
for
the
city
and
we
do
have
our
our
standing
meeting
at
one
but
looking
forward
to
robust
conversation
before
that.
A
Thank
you
chief,
obviously,
and
thank
you
for
addressing
some
of
the
housekeeping
issues.
We
were
going
to
start
with
the
questions
from
the
chair
around
the
sales
force
platform,
as
well
as
the
construction
monitoring
positions
as
well
as
the
subcommittee,
so
those
are
going
to
be
the
questions
right
out
of
the
gate.
So
I
appreciate
your
attention
to
detail
to
sort
of
tackle,
tackling
sort
of
the
leftover
items
for
the
last
hearing.
A
E
E
I'll,
let
others
speak
on
this
more,
but
some
quick
highlights
include.
We
now
have
a
full
seven
member
commission
that
it
was
a
majority
of
women
of
color,
as
chief
barros
added
the
mayor's
recently
added
capacity
to
to
the
br
jb
team
and
the
office
of
economic
development,
hired
an
mbe
firm
to
help
with
sales
force.
E
E
I'm
going
to
use
the
remainder
of
my
time
talking
about
racial
equity,
it's
those
of
you
who
don't
know.
Besides,
sharing
the
beck
I'm
the
director
of
racial
equity
and
community
engagement
at
the
massachusetts
housing
investment
corporation
there.
I
help
ensure
that
the
construction
projects
that
we
finance
maximize
workers
of
color
and
mbes,
so
I
bring
a
racial
equity
lens
with
me.
E
As
chair
of
the
back
and
let's
not
forget,
and
I'm
quoting
the
ordinance
establishing
the
boston,
residence
jobs
policy,
here
quote,
whereas
black
hispanic,
asian
and
native
american
residents
of
the
city
of
boston,
as
well
as
female
residents,
have
historically
been
systemically
excluded
from
the
construction,
trades
and
unions
in
the
history
of
boston.
Today,
boston
is
a
majority
minority
city,
but
zero
construction
unions
in
boston
have
a
person
of
color
in
a
senior
leadership
position.
E
Zero
construction
unions
in
boston
will
disclose
how
many
people
of
color
they
have
as
members
and
I
believe,
with
the
information
that
is
available
to
the
public
and
from
what
I
see
that
roughly
95
of
greater
boston's
mbes
are
non-union
and
the
boston's
construction
union
membership
is
only
two
to
three
percent
black
two
to
three
percent
black.
If
I'm
wrong,
please
unions
show
me
the
data
and
prove
otherwise.
I
love
what
unions
represent,
but
my
love
for
racial
equity
is
far
greater
and
at
least
one
of
these
other
hearings.
E
I've
heard
a
city
counselor
to
mention
quote:
this
is
a
union
city,
and
while
that
may
be
true,
I
hope
the
following
testimony
will
help
those
listening
understand
what
that
means
to
so
many
people
of
color
and
what
we
need
to
do
to
make.
The
mantra
of
this
is
a
union
city,
something
everyone
can
embrace
regardless
of
race.
E
According
to
joe
corbett
who
joined
the
carpenters
union,
the
ba
sent
two
of
us
out
one
morning
for
a
job,
an
englishman
and
myself.
The
contractor
put
the
englishman
on
the
job
and
told
me
in
no
uncertain
terms.
That
quote
is
a
disgrace
for
an
n-word
to
come
and
apply
for
a
job
in
the
shop
and
n
words.
E
76
two
to
three
thousand
white
union
construction
workers,
marched
on
boston
city
hall,
demanding
the
city
council
defund,
the
clearinghouse
1980
former
construction
worker
earl
quicker
calls.
That
quote.
I
got
my
book
in
1980,
I
went
down
to
the
hall
and
I
sat
there
for
months.
White
guys
would
come
in
and
go
right
into
the
business
agent's
office
and
they'd
get
out
then
they'd
get
work
and
me
and
the
rest
of
the
other
black
guys
would
just
sit
there.
E
I
never
did
work
in
boston
1980,
a
federal
court
in
boston
found
that
the
oral
section
of
the
exam
given
by
the
iron
workers
was
so
subjective
and
so
open
to
abuse
that
it
had
almost
no
bearing
on
the
ability
to
do
the
job
and
for
some
reason,
the
court
also
found
whites
almost
always
passed.
The
test,
but
blacks
almost
always
failed
in
83
earl,
quick
states
that
when
he
did
work
the
union
man
on
the
job,
dropped
bolts
on
him
and
called
him
the
n-word
and
sunshine
1986.
E
According
to
mark
ehrlich,
a
well-respected
former
white
union
carpenter
quote
the
affirmative.
Action
campaigns
have
changed.
The
industry,
though
not
dramatically
many
white
union
leaders
and
rank
and
file
workers
continue
to
express
resentment
at
the
presence
minimal,
as
it
is
of
people
of
color
in
the
trades.
I
want
to
be
very
clear
here.
Over
a
number
of
decades,
while
boston's
construction
unions
were
building
some
of
the
nation's
most
impressive
buildings,
many
of
their
white
members
were
simultaneously
building
one
of
the
nation's
most
powerful
and
deeply
entrenched
systems
of
racism.
E
E
E
He
responded
with
a
rambling
email
that,
amongst
many
things
named
my
hometown,
where
I
live
with
my
wife
and
two
small
children
four
times,
and
then
he
signed
the
email
quote
good
night.
What
time
does
the
sun
set
in
rise
and
falmouth
make
sure
you
lock
your
doors,
let
that
sink
in
the
international?
E
Vice
president
of
ibew
wrote
good
night.
What
time
does
the
sun
rise
and
set
in
falmouth
make
sure
you
lock
the
doors
to
me
in
response
to
an
article
where
I'm
quoted
expressing
my
frustration
with
union
contractor,
not
even
in
his
trade
for
not
hiring
residents,
people
of
color
and
women
consistent
with
their
contractual
obligation
to
the
brjp?
In
other
words,
my
family
was
threatened
for
doing
my
job.
My
volunteer
job,
so
I
asked
myself
if
he's
comfortable,
putting
that
in
writing
from
his
ibew
email
address.
E
What
is
he
saying
to
people
off
the
record
to
those
less
senior
to
him?
Are
there
other
mics
out
there
in
union
construction?
If
so,
how
many
look?
I
have
mixed
feelings
on
cancel
culture.
However,
I
am
one
hundred
percent
behind
cancelling
out
the
mic
man,
the
mike
monaghans
of
the
world.
It's
2020.
E
E
Many
white
men
live
life
reaping
the
benefits
of
white
privilege
and
have
for
whatever
reason,
fail
to
recognize
how
prevalent
systemic
racism
is
in
our
society.
It
must
be
further
challenging
if
you
are
someone
who
genuinely
believes
that
boston's
union
construction
industry
doesn't
have
a
history
of
racism.
E
Construction
is
complicated
and
nuanced
right,
because
the
thing
is
some
union
members
such
as
brian
doherty,
charles
cofield,
craig
ransom,
mary
vogel,
barry
katie,
andrew
d'angelo,
just
to
name
a
few.
Both
understand
union
construction
union
construction's
past
history,
accept
that
history
and
are
trying
their
hardest
to
move
forward
to
a
path
of
racial
equity.
So
we
need
to
support
the
work
of
the
brian's,
the
charles
craigs
mary's
barriers
and
andrews
out
there.
At
the
same
time,
we
need
to
be
pushing
those
that
are
living
in
a
pass
out
of
relevance.
E
E
And
with
that
said,
they
have
a
lot
of
work
to
do
to
get
with
the
times.
Look
charles
cofield
and
craig
ransom,
who
I
just
mentioned
are
two
black
union
carpenters
combined.
They
must
have
well
over
50
years
of
dues
paying
union
union
membership
they're
both
well
respected
within
union
construction
in
the
cities
and
communities
that
they
work.
They
should
both
be
in
senior
leadership
positions
period.
It's
shameful
that
they
aren't
taking
a
step
back.
E
Here's
the
dilemma
I
feel
like
this
is
starting
to
feel
like
the
who's
going
to
be
the
who's
going
to
sign
jackie
robinson
and
be
the
first
baseball
team
to
integrate
baseball
of
union
construction,
which
local
is
going
to
be
the
first.
I
feel
like
once
it's
done
in
a
person
of
color,
it's
put
into
a
senior
leadership
position.
Others
will
follow
suit.
E
The
biggest
stain
on
boston
sports
history
is
being
the
last
team
to
sign
a
black
player
heck
jackie
bradley
jr,
is
about
to
hit
free
agency
and
will
thus
leave
the
current
red
sox
team.
Without
a
black
american
player,
one
of
the
greatest
outfielders
in
my
generation
tori
hunter
had
a
full.
No
trade
clause
to
boston
in
his
contract
due
to
the
amount
of
racist
language
directed
at
him
and
other
black
players,
while
he
played
for
the
minnesota
twins.
E
Much
like
earl,
quick,
who
I
mentioned
earlier,
neither
man
ever
worked
in
boston
for
one
main
reason:
racism.
I
hope
the
similarities
end
there
and
that
it's
not
a
sign.
That
boston
will
also
be
the
last
city
in
the
country.
With
a
black
person
in
a
senior
leadership
position
within
union
construction,
we
can
do
better.
E
Let's
step
up,
come
together
and
be
leaders
here,
but
to
be
honest,
I'm
about
50
50,
then
in
the
next
10
years
a
person
of
color
will
be
promoted
to
a
senior
leadership
position
within
boston's
union
construction,
50
50.,
I'm
starting
to
believe
more
and
more
with
labor
and
civil
rights
leader
tyree
scott.
When
he
stated
quote,
you
can't
leave
those
who
created
the
problem
in
charge
of
the
solution.
E
Boston,
union,
construction,
volunteer,
racial
diversity
and
equity
initiatives
aren't
cutting
it
they're
moving
too.
Slowly
and
again,
I
want
to
be
very
clear.
I
love
what
unions
represent,
but
my
love,
love
for
racial
equity
is
far
greater
and
this
one
shocks
a
lot
of
people,
but
I
believe
in
it
deeply
critiquing
construction
unions
does
not
make
you
anti-union.
E
In
fact,
I
believe
strongly
that
not
only
is
it
my
right
as
a
free
black
man,
but
my
obligation
as
chairman
of
the
boston
employment
commission,
to
raise
awareness
and
do
everything
in
my
limited
power,
create
access
and
opportunity
for
every
resident
person
of
color
and
woman.
But
let's
get
real
and
stop
talking
about
construction
unions
like
there's
some
holy
institution.
That's
leading
the
way
in
diversity
initiative.
E
They
have
a
ton
of
potential
with
some
strong
white
allies
and
positions
to
help
create
change,
but
they
still
have
leaders
in
place
like
mach
monahan
and
thanks
to
bob
holder's
recent
article
in
the
globe.
Titled
far-right
militias,
heed,
trump's
call
for
poll
watchers
and
law
enforcement
is
worried.
At
least
one
union
member
that
was
quote
denied
membership
in
his
local
three
percentage
branch
because
he
was
deemed
too
militant
and
when
asha
democratic
presidential
nominee
jobin
won
the
election,
he
said
quote.
I
see
tierney
getting
ready
to
steer
her
constitutional
freedoms.
E
Now,
the
solutions
to
move
forward
towards
a
place
of
racial
equity
within
boston's
construction
unions.
This
is
what
needs
to
be
done
immediately.
For
starters,
I
recommend
the
following:
establish
a
working
committee
consisting
of
members
representing
union
construction,
the
brjp
community-based
organizations
and
residents
to
explore
and
implement
a
framework
for
racial
equity
transparency.
E
E
Let's
take
a
look,
a
deeper
look
at
why
this
is
so
important.
Even
some
well-intentioned
union
construction,
diversity
and
equity
work
is
well
off
the
mark.
For
example,
a
union
advocate
recently
emailed
me
to
let
me
know
that
quote:
union
member
data
isn't
collected
by
any
unions
building
trades
are
otherwise.
What
is
collected
is
a
mass
apprenticeship
data
program,
a
program
data
with
a
breakdown
by
program.
This
data
reflects
a
new
workforce.
E
The
place
where
we
can
make
gains
end
quote
this
strategy
for
diversifying
union
labor
appears
to
be
more
smoke
and
marriage
than
meaningful
systemic
change.
Let
me
explain,
say
the
mass
apprenticeship
program
has
50
new
black
members
in
2021
for
those
50
people
and
their
families.
That
apprenticeship
means
a
stable
job
that
provides
financial
security,
training
safety
and
the
potential
for
shared
prosperity.
It's
commendable
work,
however,
without
knowing
the
baseline
for
the
total
number
of
black
union
members.
We
don't
know
how
much
that
50
black
apprentices
increase
the
overall
number
of
black
union
members.
E
If,
for
example,
50
new
black
members
increase
the
total
percentage
of
black
union
members
from
5
to
10,
that
shows
some
results,
but
if
that
50
is
only
increasing
overall,
black
membership
from
say
2
percent
to
2.2
percent.
Well,
then
that
program
needs
some
tweaks
for
more
significant
impact.
And
again
I
want
to
be
clear
here:
50
new
black
and
brown
apprentices
are
fantastic,
especially
if
you
look
at
it
in
the
micro,
those
50
individuals
are
potentially
in
a
position
for
a
career
that
pays
fair
wages,
offers
top-of-the-line
training
and
benefits.
E
We
need
to
know
how
previous
classes
of
apprentices
are
faring,
in
other
words
of
the
x
amount
of
black
and
brown
apprentices
from,
say,
2015.
How
many
are
still
in
the
union.
How
many
worked
enough
hours
to
move
to
a
journey
person?
How
do
the
total
number
of
hours
worked
by
those
black
and
brown
workers
compared
to
their
white
peers
from
the
same
year?
This
is
the
type
of
data
needed
to
determine
whether
current
efforts
are
having
impact
needed
to
create
measurable
change
in
racial
equity.
E
We
need
to
know
how
many
members,
each
local
has
and
how
many
of
them
are
blocking
around.
Otherwise,
it's
impossible
to
tell
whether
the
number
of
new
black
and
brown
apprentices
is
making
the
type
of
change
needed,
and
if
it's
not
the
impact
that
we
need
for
real
change,
systemic
change,
let's
figure
out
a
way
to
get
there
and
from
a
compliance
standpoint.
The
question
then
becomes
who's
at
fault
here.
E
Until
we
can
honestly
answer
that
question,
then
we
are
spinning
our
wheels
and
at
great
risk
for
punishing
those
for
offenses
outside
of
their
control
regarding
sanctions,
a
long
way
down
the
road.
I
want
to
see
us
move
to
a
place
where
fines
or
sanctions
are
automatic.
It
should
be
incumbent
upon
the
contractor,
in
violation
to
pay
or
dispute
with
the
brjp
office.
If
there's
not
a
remedy
there,
then
they
should
come
to
the
back.
We
shouldn't
need
to
hunt
them
down.
E
A
A
C
Sure,
thank
you.
I
think,
though
the
presentation
is
ready.
I
I
would
like
to
get
to
a
question
around
sanctions.
We
heard
chair
watson
bring
that
up.
I
brought
that
up.
It's
something
that
comes
up
every
hearing,
so
I
don't
know
if
you
want
to
briefly
say
anything
about
that
before
selena
gets
in
with
the
presentation.
C
The
frustration
chief
is
that
every
six
months
we're
at
this
hearing
every
six
months,
we
have
cases
and
examples
of
folks
who
are
out
of
compliance
at
least
around
brjp
goals
for
diversity,
but
the
way
the
language
is
worded
if
they
submit
whatever
paperwork,
and
so
something
has
to
give.
So
I
guess
a
question
is
I
heard
you
say,
chair
watson,
you
wish
it
was
automatic.
Well,
I
think
we
all
do.
C
How
do
we
get
to
that
place,
because
the
frustration
is
that
people
are
not
complying
yet
they
still
get
all
of
these
jobs
from
the
city
or
they
get
to
continue
to
work
on
private
companies
with
no
consequence
for
not
adhering
to
the
goals.
Can
you
just
speak
to
the
sanctions
piece
before
we
move
on.
D
D
One
of
the
challenges
for
how
we
do
this
work
is,
as
you
know,
we
we
can't
sanction
on
performance
of
being
able
to
meet
the
goals
we
sanction
on
people's
defined
best
efforts
to
work
with
us
in
meeting
the
goals,
and
so
there
are
seven
categories
that
we
find
by
at
present
day.
When
we
looked
at
this,
that
we
did
a
quick
analysis
before
the
the
the
completion
of
the
sales
force
application.
D
And
so
we
just
need
a
little
bit
more
time
to
both
be
able
to
come
up
with
with
the
data,
analysis
and
regulations
that
allow
for
us
to
defend
us
in
court,
while
at
the
same
time
not
being
counterproductive
to
people
being
able
to
meet
the
goals
but
not
meet
the
seven
compliance
areas
that
we
have
and
figure
out.
How
we
reconcile
the
two
and.
C
C
So
if
it's
frustrating
for
me
in
my
three
years
as
a
counselor,
imagine
how
frustrating
it
is
to
the
advocates
who
have
been
at
this
for
decades
and
then
imagine
how
frustrating
it
is
for
the
people
who
can't
eat
because
they
can't
get
the
job
because
it
keeps
going
to
these
other
folks.
So
I
think
I
don't
know
if
we
need
to
revisit
the
language
so
that
it
has
more
teeth.
I
don't
know
if
it
is
these
subcommittees
that
have
to
get
off
the
ground.
C
I
think
we
need
to
really
I'd
like
to
spend
some
time
getting
deeper
into
this
issue
with
some
folks.
I
don't
know
if
we
want
to
call
a
working
session
on
this
so
that
when
we
come
to
our
next
bi-annual
review,
we've
we're
in
a
much
better
place.
But
my
frustration
is,
I
feel,
like
we
are
having
the
same
conversation
every
six
months,
yeah.
G
C
D
Yeah,
madam
president,
your
frustration
is
shared.
It's
been
expressed
publicly
by
chair
watson,
members
of
the
back
staff
and
myself
and
members
of
the
city
and
so
selena's,
going
to
give
a
presentation
on
where
we
are
the
things
we've
done,
the
additional
capacity
that
we've
brought
to
this
and
give
you
a
sense
of
next
steps
on
what
we
need
to
do
to
make
sure
that
we
have
clarity
and
sanctioning.
A
F
Thank
you
so
much
for
having
me
here
today,
I'm
selena
barrios,
milner,
director
of
equity
and
inclusion
in
the
office
of
economic
development.
Thank
you
so
much
councillor
flaherty,
madam
president,
jamie
and
all
the
counselors
that
are
so
committed
to
this
work
and
that
are
here
today.
I
also
really
want
to
thank
chairman
watson.
F
He
just
recently
started
his
second
two-year
term
at
the
beck
and
as
chair
and
as
chair.
He
shoulders
a
lot
of
the
leadership
of
the
commission
and
he
is
by
far
I
don't
even
know
like
when
I
know
that
he
has
this
other
full-time
job.
That
he's
amazing
at
he's
an
amazing
parent,
amazing
and
responsive
to
community
advocates
to
contractors
who
are
looking
for
guidance.
I
just
can't
underscore
enough
how
much
we
appreciate
you
and
how
much
I
believe
us
moving.
F
F
I've
had
about
half
my
family
has,
thankfully
survived
the
virus,
and
I
have
two
family
members,
one
of
them
in
construction
that
have
lost
their
employment
due
to
the
current
economy.
So
I
personally
am
feeling
the
impact
of
this
pandemic,
and
I'm
reminded
daily
of
how
differently
me
and
my
family
experience
either
prosperity
or
crisis,
depending
on
where
we're
situated
so
I'll.
Take
you
through
how
we're
doing
today,
but,
more
importantly,
what
we
can
do
to
do
better
in
partnership
with
all
of
you
so
to
get
started
on
the
project
data.
H
Thanks
selena
good
afternoon,
everyone
christopher
christopher
brown
manager
for
the
brjp
office.
So
I'm
just
going
to
give
you
a
quick
breakdown
of
going
back
six
months
from
the
last
hearing
that
we
that
we
had
so
from
april.
Until
up
until
september,
we've
had
127
total
projects
active
projects,
92
of
those
projects
have
been
public
projects.
Those
are
city
of
boston
projects,
the
public
facilities
department
has
had
32
parks
and
recreation
department,
8
public
works
department,
25
department
of
neighborhood
development,
27.,
so
the
percentages.
H
H
We
have
about
two
million,
so
it's
cut
the
work
hours
in
half
so
workouts
for
new
orleans
projects,
one
million
seven
hundred
and
seven
thousand
twenty
six
percent
resident
forty
percent
people
of
color,
seventy
seven
percent
women
and
all
projects,
so
new
orleans
and
the
projects
are
under
that
are
under
the
old
ordnance.
We've
had
about
two
million
projects,
I
mean
two,
I'm
sorry,
two
million
work
hours
and
so
26
residents,
39
people
of
color
and
7
women.
H
Can
we
move
to
the
next
slide?
Please,
and
so
this
gives
you
a
breakdown
of
where
the
projects
are
located
at
127
active
projects,
the
downtown
projects,
34
projects
are
usually
like
the
skyscrapers,
the
projects
that
are
in
the
seaport
area,
the
winthrop
center
project
and
the
roxbury
projects
are
more
so
housing
projects
and
also
dorchester
projects
or
housing
projects.
But
all
they
also
include
public
works
projects
as
well.
H
So
you
have
a
breakdown
by
the
different
city
departments.
Here
the
neighborhood
development
prop
department
is
always
the
department
with
the
most
hours.
That's
the
department
that
has
the
housing
projects
in
roxbury,
dorchester,
matt,
penn,
primarily
304
000
hours,
30
percent
resident
68
people
of
color
and
five
percent
female.
H
Then
we
have
a
parks
department
project
they
deal
with
like
parks,
renovation
of
parks,
playgrounds,
usually
a
small
department
about
eight
projects
a
year,
sixteen
thousand
hours,
thirty
five
hundred
resident
hours;
three,
that's
twenty
two
percent
resident
twenty
six
percent
people
of
color
and
four
percent
women.
Then
we
have
public
public
facilities,
department,
that
department
deals
with
city
buildings,
city
properties,
renovations
and
so
forth,
and
so
on,
92
000
hours,
35
percent,
boston,
resident
42
people
of
color
and
9
women.
B
H
B
F
F
The
big
challenge
we're
having,
which
is
really
the
the
crux
of
of
the
functionality
of
the
platform
for
for
compliance
purposes,
is
pulling
the
right
reports.
The
reports
that
you
all
are
used
to
if
you've
attended
a
bec
meeting
that
have
both
the
statistics
of
the
current
projects,
as
well
as
a
look
back
on
how
specific
contractors
or
trades
have
done
in
the
past.
F
F
The
city
lost
some
key
resources
and
are
now
investing
to
to
make
sure
that
we
have
the
the
technology
assistance
that
we
need.
We
feel
we're
we're
close
in
terms
of
fixing
some
of
those
problems
on
the
back
end
we'll
be
you
know,
this
was
all
shared
before
so
I
won't
get
into
it,
but
we
did.
We
have
had
an
incredible
experience
with
the
contractor.
F
Next
slide.
This
is
the
part
I
really
am
passionate
about.
I'm
passionate
about
all
of
it,
but
developing
the
pipeline
so
that
I
never
have
to
hear
there
isn't
a
worker
available
for
a
particular
trade
is
something
that
I
know
chairman
watson
has
raised
and
something
I'm
also
really
passionate
about.
So
thanks
to
really-
and
I
know
this
is
something
counselor
flynn-
a
recommendation
he
made
and
counselor
edwards.
F
While
we
have
folks
sidelined,
let's
make
sure
to
to
not
only
offer
more
more
csl
prep
courses,
so
people
that
maybe
are
working
can
become
their
own
own.
Their
own
company
with
their
construction
supervisor
license.
So,
let's,
let's
not
just
offer
more,
but
let's
make
sure
we
cover
the
cost
of
those
materials
which
is
350
for
the
set
of
books
that
you
need
to
be
able
to
not
just
learn
but
to
take
the
exam.
F
So
we've
taken
your
recommendations
to
heart
and
have
been
able
to
offer
three
cycles
of
this
class
since
the
pandemic
began,
they've
been
sold
out
each
time
and
now
we're
just
trying
to
allocate
resources
to
do
the
next
one
and
then
next
slide.
Please
this-
and
this
really
came
out
of
our
last
city,
council,
hearing
and
counselor
edwards,
really
and
and
counselor
flynn,
as
well,
really
talked
about.
How
are
we
developing
the
the
youth
pipeline?
F
And
so
this
was
an
eight-week
class.
There
were
87
bps
high
school
students
that
were
broken
down
into
five
cohorts.
There
were
expert
facilitators
that
that
made
sure
that
it
was
a
quality
experience.
There
was
never
more
than
20
people
in
the
small
group
conversations
and
really
exciting
were
industry
experts
who
shared
their
first
hand,
experience
in
architecture,
design,
serving
management,
business
real
estate,
all
the
different
parts
of
construction.
F
The
first
week
of
december
we
haven't
finalized
the
date.
It's
going
to
be
virtual,
especially
as
case
numbers
are
going
up.
We
want
to
make
sure
and
stay
safe,
and
we
want
to
we're
partnering
with
shamat,
which
is
a
general
contractor,
as
well
as
the
building
trades,
the
union,
training,
centers
and
building
pathways,
because
right
now
the
the
trades
that
are
mobilized
on
the
on
the
job
are
all
mostly
union
trades.
F
And
so
we
want
to
make
sure
that
this
becomes
an
entry
point
for
people
outside
of
the
regular
application
process
or
outside
of
the
regular
workflow
for
getting
into
a
union,
and
so
this
will.
This
will
be
an
opportunity
for
people
that
are
licensed
or
skilled
or
want
to
become
licensed
or
skilled,
to
connect
directly
and
get
some
of
their
hours
on
on
our
own
projects.
F
So
this
is
going
to
be
the
first
week
of
december
and
then
we're
going
to
offer
another
one
in
the
spring
for
the
the
trades
that
will
be
mobilizing
at
that
time,
which
are
going
to
be
a
lot
of
non-union
trades,
so
it'll
be
a
different
set
of
partners.
This
also
coincides
with
there's
a
about.
A
third
of
the
unions
do
their
enrollment
between
january
and
february.
F
So
we
want
to
make
sure
this
is
an
opportunity
for
people
to
or
not
their
enrollment,
but
their
application
process
for
people
to
find
out
and
and
get
connected
in
time
as
well
as
building
pathways,
does
a
new
class
starting
in
january.
So
we
want
to
just
you
know,
make
it
very
concrete
for
people
not
just
throw
up
a
bunch
of
resources
on
a
website,
but
really
through
this
one
job
opportunity,
hopefully
expose
them
to
a
broader
range
of
options
for
their
careers.
F
Next
slide,
please
a
couple
more
updates
related
to
the
the
beck
next
slide.
I
know
we
mentioned.
We
have
a
chairman
watson
mentioned.
We
have
a
new
slate
of
commissioners,
the
folks
you
see
here.
Some
of
them
are
in
this
picture.
You
also
see
some
monitors
and
some
other
folks
testifying
at
the
back.
F
F
You
know,
what
what?
What
are
all
the
tools
that
the
ordinance
gives
us
and
how
do
we?
How
do
you,
as
commissioners,
play
a
role
in
this
enforcement
picture
next
slide,
just
some
staffing
updates,
if
you
haven't,
had
a
chance
to
meet
her,
we
have
an
incredible
new
jobs
bank
coordinator,
janine
mclaren.
She
actually
came
from
the
veterans
department
where
she
was
focused
on
connecting
veterans
to
employment
opportunities,
so
this
is
really
her.
F
Her
passion
and
her
expertise
and
she's
bringing
a
lot
of
good,
fresh
thinking
to
this
role
and
she'll
be
helping
a
lot
with
these
outreach
events
that
that
I've
mentioned
and
then
we're
in
the
process
of
hiring
two
new
construction
monitors.
So
these
are
different
than
the
investment
of
two
additional
ones.
F
These
were
filling
existing
vacancies
from
folks
that
that
retired
or
moved
on,
so
we
should
have
two
new
construction
monitors
onboarded
before
the
end
of
the
year,
and
that's
it
for
for
just
my
updates
here
to
help
answer
any
questions
and
really
looking
for
your
partnership
in
both
continuing
to
find
workers
and
connecting
them
to
opportunities
and
also
continuing
to
refine
our
processes
to
make
sure
that
we
can
be
as
effective
as
possible
and
any
other
partnerships
you
all
want
to
do.
I
know
you
have
great
ideas
all
the
time.
A
Thank
you,
selena,
and
obviously
thank
you
to
to
travis
and
to
chris
brown
as
well
for
their
testimony
and
selena.
To
your
point.
I've
said
this
from
my
earliest
involvement
with
the
boston
residency
draw
policies
that
part
of
my
frustration,
I
think,
would
go
a
long
way
in
helping
this
is
that
you
know
getting.
A
You
know
our
our
unions,
particularly
our
trades
to
to
to
to
share
or
to
get
to
take
a
census
of
their
membership,
to
identify
how
many
you
know
how
many
city,
kids
they
have
working
for
them.
How
many
people,
how
many
women
until
we
get
that
and
the
frustration
is
that
that
we
don't
have
that
data,
so
we're
not
able
to
sort
of
put
pressure
on
them
to
hit
those
benchmarks
so
that
we're
able
to
supply
that
labor
force
to
a
specific
job?
A
And
I
do
know
one
of
the
issues
just
from
dealing
with
the
unions
is
that
the
person
will
start
out
as
a
city
kid
and
then
they
they
move.
They
get
married
or
in
search
of
better
schools
for
their
kids
or
a
parking
space
or
a
driveway
or
a
front
and
back
yard.
That
we
don't
often
get
living
in
the
city,
so
their
membership
is
constantly
churning.
A
So
there
may
be
a
good
partnership
with
that.
Your
organization
in
boston
year
13.
So
that
said
I'll
turn
it
over
to
the
lead
sponsor
for
some
questions.
I
know
our
colleagues
have
been
extremely
patient
in
waiting
to
ask
their
questions,
and
I
know
that
we
do
have
some
folks
that
have
signed
up.
I
know
miss
priscilla
flint
banks.
Black
economic
justice
institute
has
signed
up
for
public
testimony,
as
has
mr
norman
stembridge
co-chair
of
the
roxbury
strategic
master
plan
oversight
committee.
A
So
I
want
to
obviously
give
them
the
courtesy
and
mention
that
they've
been
waiting
patiently
as
well.
So
with
that
with
respect
to
this
panel.
If
the
lead
sponsor
has
any
questions
you
have
the
former
council
president
and
then
we'll
go
right
into
the
order
of
arrival.
That's
council,
braden,
council,
flint
and
council
campbell
council
bach
comes
from
the
kia
councilor
maddie
malley
councilor
niece
cersei
george
and
councillor
ricardo
arroyo.
C
A
C
Thank
you,
mr
chairman,
and
I
certainly
want
to
be
mindful
that
my
colleagues
also
have
questions.
So,
if
you
have
a
timer
feel
free,
I
think
for
me.
I
really
want
to
dig
a
little
deeper
into
the
salesforce
issue.
Understand
what
the
challenges
are
of.
Why
we're
still
talking
about
that?
My
third
year
in
the
sanctions
piece
still
huge.
What
what
do
we
need
to
revisit?
Looking
at
the
language
of
the
ordinance?
Is
there
something
that
we
need
to
do
to
update
the
the
ordinance?
C
Should
we
be
monitoring
or
looking
at
different
things,
but
I
think
the
sanctions
piece
I
agree
with
chair
watson.
I
would
like
to
understand
the
membership
of
our
labor
unions
better.
I
think
that
is
an
important
data
information
that
we
need.
I'm
not
sure
how
we
get
there
other
than
to
continue
to
build
and
to
have
partnerships
with
with
organizations
that
are
willing
to
kind
of
work
with
you,
like
the
carpenters
union,
and
to
try
to
continue
to
build
around
diversity.
But
I
think
we
do
need
those
numbers.
C
The
jobs
bank
is
another
place
that
I
like
to
focus,
and
why
don't
we
start
there?
You
mentioned
a
new
hire,
which
is
great,
would
love
the
opportunity
to
to
sit
and
meet
with
her.
I
think
for
me
in
my
little
experience
here
on
the
council.
It
wasn't
just
an
issue
of
whether
or
not
we
have
an
individual
in
that
role.
C
F
Yeah
absolutely
and
chris
feel
free
to
jump
in.
If
I,
if
I
miss
anything
because
I
know
you
work
a
lot
more
closely
on
this,
but
it
is
you
know,
janine
has
been
taking
a
new
applications
and
checking
against
we're
not
really
carrying
over
data.
That's
too
old
we're
trying
to
to
vet
what
we
have
just
to
make
sure
we
know.
Are
you
still
looking
for
a
job?
What
is
your
skill
set?
F
C
Do
we
collect?
Are
we
collecting
that
information
in
the
jobs
bank
to
see
which
skill
sets
which
licenses
which
certificates,
which
whatever
folks,
have
so
that
when
these
opportunities
are
presenting
themselves,
we
have
a
much
better
data
pool
to
draw
from?
Are
we
collecting
that
data
now
the
certificates.
H
H
So
we've
been
getting
about
10
a
month
about
10
workers
or
individuals
looking
for
work
filling
out
their
application
on
the
website,
and
it
comes
directly
to
us
on
a
directly
populates
on
the
spreadsheet
that
we
have
that
the
jobs
bank
coordinator
has
and
most
of
the
individuals
that
we
get
that
fill
out.
The
application,
they're
non-union
individuals,
99
of
them-
and
I
would
say,
95
of
them-
are
laborers
with
really
limited
skills,
so
we're
looking
to
pair.
So
you
have
a
question
about
you
know
the
new.
H
You
know
what
what
the
new
jobs
bank
person
is
going
to
be
doing,
we're
going
to
try
to
set
up
a
bi-weekly
matchmaking,
so
to
speak,
a
virtual
meeting
with
the
workers
that
she
has
in
her
database,
the
ones
that
are
filling
out
this
online
application
and
we're
gonna.
Try
to
identify
underperforming
companies
contractors
and
have
them
show
up
at
that
bi-weekly
virtual
interview
or
whatever
you
want
to
call
it
to
see
whether
we
can
make
a
match
a
lot
of
times.
It
is
up
to
the
contractor.
C
E
C
Historically,
it's
been
kind
of
the
the
the
lower-skilled
kind
of
laborer
position.
How
are
we
taking
that
pool
of
people
who
are
saying
I
want
to
work
and
helping
them
to
then
develop
more
skills
where
the
real
money
is.
So
I
see
this
not
just
of
a
matchmaking
between
construction
companies
that
are
just
going
to
have
them
sweeping
up
the
floor
and
making
12
an
hour.
That's
not
what
I'm
talking
about,
I'm
talking
about
a
real
pathway
and
real
opportunity
for
folks
to
be
able
to
take
care
of
themselves
and
their
families.
C
So
I
you
know
what
you
shared
in
the
presentation
director,
barrios
milner
was
lots
of
opportunities,
for
I
thought
I
saw
to
develop
their.
You
know
to
get
a
certificate
or
a
license
that
you
were
also
doing
that.
Is
there
then,
that
kind
of
matchmaking
happening
with
the
jobs
bank,
to
not
just
the
the
jobs
but
to
the
skills
that
would
get
them
the
better
job.
F
Yeah,
that's
a
big
part
of
our
commitment
and
that's
what
janine
is
trying
to
stand
up
is
is
both
making
sure
to
connect
them
to
our
offerings.
But
obviously
our
offerings
are
limited
and
not
available
every
week
and
also
understanding
what
other
resources
there
are
to
connect
them
out
to
those
resources
in
the
community
or
with
other
partners.
C
F
Yeah,
absolutely
it's
all
all
interconnected.
Our
data
are
not.
We
don't
have
the
same.
We
don't
have
the
ability
to
track
the
compliance
measures
with
our
legacy
reporting
system,
and
so
it
would
be.
You
know
it
took
a
lot
of
manual
analysis
to
say
you
know
we
know
payroll,
we
know
who's
submitting
their
payroll
on
time
and
we
know
who's
verifying
their
residence,
the
90
or
above
that
we
can
pull
from
our
legacy.
But
you.
C
But
but
but
I
I
just
I
don't
mean
to
interrupt
yeah,
we
know
we
all
everyone
on
here
knows
and
can
probably
name
someone
who's
a
bad
player.
So
even
if
there's
a
capacity
issue
to
kind
of
figure
out
how
we
track
this
with
everyone
in
the
long
haul,
why
aren't
we
being
a
little
more
laser-like
focused
on
at
least
trying
to
go
after
here's
been
the
big
moby
dick
who
keeps
getting
away
with
doing
all
this
crazy
stuff?
Why
aren't
we
going
after
that
person?
C
Even
if
we
don't
have
the
capacity
to
kind
of
do
it
more
broadly,
as
because
part
of
the
thing
is
people
just
think
this
is
a
show.
People
just
think
this
is
a
game
in
a
show,
because,
no
matter
what
happens,
people
will
hire
who
they
want
to
hire
and
it's
their
own
boys,
their
their
home
boys
that
have
been
with
them
forever.
C
C
So
I
you
know
at
this
point
someone
has
to
there
needs
to
be
sanctions,
because
too
many
folks
are
not
adhering.
Not
only
to
the
diversity-
and
I
know
the
way
the
ordinance
is
written-
you
can't
get
a
sanction
for
the
lack
of
diversity.
I
know
that
maybe
lots
of
other
people-
don't
maybe
that's
part
of
the
frustration
but
the
lack
of
reports.
I
have
been
to
several
monitoring
committee
meetings,
where
ex
contractor
has
failed
to
submit
reports
for
x
number
of
weeks
and
still
nothing
happens.
F
Yeah
absolutely
you're
absolutely
right
about
that,
and
what
what
we
find
is
whenever
we
move
to
say
well,
this
person
is
clearly
out
of
compliance.
Then
you're
always
going
to
find
someone,
that's
less
and
compliant.
You
know
so
it
becomes
this
like
if
we
can't,
if
we
we
have
to
kind
of
draw
a
line,
everyone
that's
here
and
below
is
going
to
get
sanctioned.
F
If
not,
we
we
look
like
we're
playing
favorites
or
picking
out
projects
in
certain
parts
of
the
city
and
that's
what
we
keep
coming
across
is
that
when
we
get
to
a
point
that
we're
like
okay,
this
is
clearly
black
and
white
wrong.
Then
there's
always
the
one
well,
they
can
point
to
well,
this
other
person
is
doing
worse
or
this
other
sub
is
doing
worse
and-
and
I
think
that's
the
complexity
too.
F
Each
of
these
projects
have
dozens
of
subs
right,
and
so
you
can
find
like
one
bad
sub,
but
maybe
the
when
you
roll
it
up.
The
project
is
overall,
not
doing
that
poorly,
and
so
it's
the
data
piece
is
really
complex
and
we
we
invested
in
the
system
to
take
out
the
complexity
to
take
out
the
subjectivity
so
help
me.
C
Understand
that
piece,
what
do
we
need?
What
does
what
do
we
need
in
terms
of
sale
force
and
what
is
that
timeline
so
that
come
april,
when
we
have
this
hearing
again
we're
not
still
talking
about,
we
got
to
get
salesforce
up
and
running
and
off
the
ground
and
hire
this
person,
and
all
of
that
like
when
are
we
going
to
get
to
the
place
where
we
feel
like
we've
got
salesforce
in
place?
We've
got
reliable
data
and
now
we're
ready
to
hit
whatever
that.
C
F
Have
a
sense!
So
what-
and
this
is-
and
I
hope
I'm
not
taking
people
too
into
the
weeds
salesforce-
is
traditionally
a
database,
a
database
you
would
use
in
a
campaign
or
as
a
salesman
saleswoman
it's
a
it's
something
that
tracks
you
know
identifying
information
and
then
you
say,
and
it
was
designed
for
folks
doing
sales.
Hence
the
name.
C
C
Yeah
so
now
we've
got
a
position
has
been
created,
a
person's
going
to
be
hired
at
what
point
the
end
of
the
year.
We're
going
to
be
where
we
need
to
have
everything
in
place
so
that
we
can
start
2021
being
able
to
really
monitor
and
hold
folks
accountable,
like
I'm
trying
to
get
a
timeline
chief
barrows
mentioned
in
a
little
while
we'll
be
able
to
I'm
trying
to
understand,
define
what
that
little.
C
While
is
so
that
you
know,
obviously
I
don't
want
us
to
still
be
having
conversations
come
april
like
I
want
to
understand
how
it's
working
come
april,
and
now
we
know
we've
got
this.
We've
got
that,
but
I
still
feel
like
we
are
working
out
some
of
the
bugs
or
trying
to
so.
When
is
there
a
timeline
that
you
could
say
by
the
end
of
the
year?
You
think
it
will
be
there.
C
F
Hope
to
be
able
to
have
a
developer
or
administrator
in
place
by
the
end
of
the
year
that
can
help
us
fix
these
bugs
it
is
really
close
to
being
there.
We
can
see
a
lot
of
great
information,
we're
just
trying
to
pull
the
reports
that
that
everyone's
used
to
seeing
and
that
part
has
been
challenging,
but
as
a
dashboard,
it's
there
like
you
go
there.
C
G
C
A
I
I'm
still
here,
thank
you.
Thank
you.
I
just
said
I'm
I'm,
I'm
learning
so
much
about
this
conversation
in
this
conversation
this
morning
and
I
really
value
all
the
great
information
that
I've
I've
gotten.
I'm
excited
to
hear
about
the
the
youth
program,
the
summer
program
and
I
was
wondering
you
had
78
high
school
students
signed
up
in
five
cohorts.
F
I
And
also
in
terms
of
the
youth
pipeline,
I'm
wondering
in
terms
of
what
are
our
partnerships
with
the
madison
parks.
Vocational
technical
high
school,
like
it
feels
like
that.
That
should
be
a
source
of
that
should
be
a
really
robust
pipeline
in
which
to
do
to
develop
and
bring
and
bring
young
people
into
the
trades
in
boston.
H
I
Okay,
that
seems
like
a
really
big
missed
opportunity
when
you,
when
you
see
some
of
our
vocational
technical
high
schools
in
the
suburbs
and
further
out
in
the
state
they
they
are,
are
generating
a
pipeline
of
young
people
ready
to
go
into
the
trades
and
it's
something
we
need
to
pay
more
attention
to.
I
feel
in
in
boston.
F
And
councillor
brayden
I
put
up
the
participant,
demographics
and
unfortunately,
what
I
have
is
a
racial
breakdown.
I
don't
have
the
gender
breakdown,
I
I
do
believe
it
was
pretty
balanced
and
some
of
the
I
don't
know
I
I
sent
an
older
version
of
the
presentation,
but
we
did
have
some
participant
testimonials
and
a
few
of
them
were
women,
saying
it
was
great
hearing
from
women
in
construction,
because
it's
not
a
common.
You
know
it's
not
something,
you
see
a
lot
so,
but
I
will.
I
will
get
that
to
you.
I
Yeah
I
mean
I
really
feel
that
we
can't
let
that
one
slide
off
either
because
it's
it's
a
great
opportunity
for
young
women
to
get
into
the
trades
and
the
balance
is
slightly
off
at
the
moment
or
we're
not
we're
not
coming
close
to
the
targets
in
that
area
either.
So
I
know
there's
lots
of
folks
with
questions,
so
I
won't.
I
will
just
take
you
my
time
and
let
my
next
colleague
ask
questions.
Thank
you.
J
Yeah,
thank
you,
council.
Thank
you.
Councillor
flaherty,
and
I
want
to
say
thank
you
to
my
colleagues,
council
of
janey
and
council
edwards
as
well
for
their
work
on
this
on
this
issue
into
the
mayor's
team,
john
barrows
and
the
and
mr
brown
and
celina
and
and
travis
as
well.
My
my
what
I
wanted
to
focus
on
is
relating
to
what
council
janie
discussed.
J
J
J
Are
you
actually
reaching
out
and
hiring
communities
of
color
and
construction
and
that
that's
what
that's
one
question
in,
and
the
second
question
I
had
is:
if,
if,
if
companies
are
not
in
compliance,
whether
it's
submitting
a
a
report
or
if
they're,
not
hiring
women
or
communities
of
color,
what
sanctions
do?
Does
the
city
of
boston
have
if
they're
bidding
on
a
city
of
boston
construction
project?
I
would
assume
that
that
company
would
not
get
the
the
project
is.
Is?
Is
that
accurate
to
say.
F
J
F
Is
we're
allowed
to
take
that
into
account
when,
when
we
say
we
have
to
take
the
lowest,
responsive
and
responsible
bidder,
which
I
know
we've
talked
about
this
a
lot
in
these
hearings
and
we
have
been
given
the
green
light
to
say
that
that
is
a
fair
definition
of
not
not
responsible.
So
that's
why
we
really
want
to
establish
this
list
that
we
can
give
to
our
city,
buyers
and
say
this
month.
This
is
who's
out
of
compliance.
Please,
please
do
not
go
to
the
next
highest
bidder.
F
J
J
K
Hi
everyone,
first
of
all,
thank
you
travis
for
that
incredible
presentation,
specifically
laying
out
the
historical
context
here,
which
most
people
don't
know
and
what
drives
the
fight
today,
not
only
for
the
work
or
around
equity,
but
to
also
get
people
to
understand
why
it's
so
critically
important.
So
just
wanted
to.
Thank
you
with
respect
to
that
presentation
and
your
leadership,
and
I
of
course
want
to
continue
to
thank
the
makers
of
this.
K
This
work
as
well
our
president
janie
and
council
edwards,
of
course,
who
couldn't
be
with
us
for
for
continuing
to
press
this
issue
and
picking
up
on
what
councilor
janie
said.
I
too
remain
frustrated
because
this
has
been
a
conversation
since
I
joined
the
council
five
years
ago
with
congresswoman
presley,
then
pushing
and
pushing
for
us
to
do
better,
pushing
for
changes
with
advocates
to
expand
the
legislation
to
expand
the
numbers
etc.
K
Some
of
them
are,
but
we
have
this
apparatus
and
this
legislation
in
place.
But
what
good
is
it
if
there
is
no
teeth
that
there's
no
accountability
or
enforcement?
And
so
I
think
it's
still
unclear
to
me-
and
this
is
now
an
hour
and
a
half
in
what
you
know.
Travis
just
recommended
ways
in
which
we
need
to
be
more
transparent
in
ways
in
which
we
need
to
be
more
accountable
in
our
in
in
our
enforcement,
I'm
so
confused,
even
as
a
lawyer,
why
we
can't
have
automatic
enforcement.
K
K
What
can
we
do
like
tomorrow
with
respect
to
the
sanctions
piece
with
respect
to
changing
any
legislation
filing
any
new
legislation,
in
order
to
be
able
to
enforce
this
ordinance
in
such
a
way
that
people
don't
continue
to
ignore
it?
Because
if
we
don't
get
that
right,
it
literally
it
doesn't
matter,
you
know
the
ordinance
we
put
out
there.
Who
cares,
and
so
that's
my
that's
my
first
question
and
then
the
second
is
on
this
transparency
piece.
K
F
Yeah,
so
to
your
first
question,
I
want
to
make
it
clear,
which
I
don't
think
I
did
a
good
good
job
of
this-
that
there
is
a
lot
of
monitoring
and
compliance
work
going
on
short
of
sanctions
every
single
day,
and
so
one
of
the
tools
we
have
with
city
of
boston
projects
is,
we
routinely
withhold
payments
for
anyone
who
owes
us
any
reports,
and
that
gets
the
reports
in
right
away.
So
there's
a
lot
of
corrective
actions
that
we
take
every
single
day.
One
of
our
monitors
had
four
corrective
action
meetings.
F
Yesterday
and
often
after
those
meetings
you
see,
people
get
in
line,
sometimes
it'll
be
a
new
sub
that
it's
their
first
brjp
project
and
then
they're
like
oh
okay
got
it.
Let
me
have
that
additional
one
on
one
time,
and
so
that
happens,
that's
what
our
monitors
do
every
single
day
right
they
meet,
they
call
they
email,
they
pester
right
and
a
lot
of
things
do
turn
around.
F
I
think
chairman
watson
mentioned
one
of
the
one
of
the
contractors
who
we've
seen
turn
turn
their
act
around
and
the
other
really
strong
enforcement
piece
that
we
have
is
the
beck
itself
and
coming
before
the
back
and
oftentimes.
In
those
conversations,
specific
recommendations
are
made
and
heated
we've
seen
you
know.
Wayne
griffin,
for
example,
has
started
running
ads
in
the
banner
and
doing
you
know
reached
out
to
all
the
different
outreach
sources
we've
recommended
and
community
partners,
and
so
I
do.
F
I
don't
want
to
make
an
excuse
for
not
doing
sanctions,
because,
ultimately
we
need
that
lever.
We
need
to
not
award
contracts
when
people
are
out
of
historically
out
of
compliance,
and
so
those
are
levers
that
we
need-
and
I
think
are
some
of
the
strongest
ones.
But
I
also
want
to
underscore
that
there
is
compliance
conversations
happening
every
single
day
that
I
believe
are
effective.
K
Celine,
I
do
hear
you
my
only
concern
with
the
corrective
action
that
is
whether
it's
through
the
back
or
some
of
these
these
meetings.
It's
you
know
whether
it's
consistent
across
the
board
right,
you
know
you
could
it
could
all
be
relational
and
we,
you
know
the
importance
of
when
you're
pushing
for
equity
is
to
have
sound
policies
and
procedures.
So
it's
not
relational.
K
K
F
Right-
and
I
think
it
I
think
you
sort
of
in
in
what
you're
saying
in
terms
of
equity
and
and
making
sure
that,
there's
that
every
contractor,
every
subcontractor
every
project
is
being
treated
the
same
way.
That's
why,
for
us,
the
data
piece
is
so
vital
to
make
sure
that
that
we're
comparing
apples
to
apples-
and
it
is
the
data
piece
is-
is
crucial
and
it's
something
that
that
that
we
need
for
our
day-to-day
work,
let
alone
to
move
to
to
sanctions
or
any
other
of
the
enforcement
actions
that
we're
tasked
to
do.
F
Barrier
so
that
we're
talking
about
that
too.
Yes,
there
are
seven
compliance
measure
that
are
measures
that
are
laid
out
within
the
brjp
ordinance,
and
so
the
two
most
most
well-known
ones
are
payrolls
and
residency.
Verification.
That's
what
we
talk
about
all
the
time,
but
there's
five
others
are
you?
Do
you
have
a
way
for
people
to
apply
for
work
at
your
job
site?
Are
you
reviewing
those
applications?
F
Are
you
attending
the
meetings
we're
inviting
you
to
and
all
of
those
other
pieces?
We
don't
have
a
data
way
to
pull
that,
and
so
someone
might
be
meeting
the
first
two,
but
out
of
compliance
on
the
other
five
and
we
can't
hold
them
accountable
on
that
and
that's
why
we're
building
the
system
that
can
track
all
seven
and
that
can
also
track.
F
When
was
the
last
time,
there's
a
site
visit
to
this
project
like
things
that
can
be
all
of
that
any
of
our
monitors
can
tell
you,
but
it's
not
something
we
can
pull
or
that
we
can
show
to
the
public
which
is
really
important
to
us,
and
so
we
feel
like.
We
need
that
that
level
of
analysis
and
data
to
be
able
to
treat
every
project
equitably.
K
But
it's
it's
beyond
frustrating
we're
past
the
point
of
frustration
with
folks
who
have
been
working
on
this
for
decades
and
who
care
so
deeply
about
this
issue,
and
why?
Because
we
all
need
economic
stability,
particularly
in
this
moment
in
time
when
we
were
seeing
that
that
is
not
the
case,
and
so
this
seems
like
the
low-hanging
fruit,
because
we
have
the
legislation
we
have
the
apparatuses
there,
but
that
we
are
not
for
some
reason
getting
over
the
hurdles
to
get
to
the
transparency,
accountability
and
sanctions
piece.
K
B
Thank
you,
mr
chairman,
and
thank
you
to
the
whole
oed
team
for
being
here
and
to
travis.
I
want
a
second
thanks
for
your
remarks
and
also
for
just
your
tireless
work
on
this,
because
I
know
I
I
there's
there's
a
lot
of
frustration.
Lots
of
councils
have
expressed
and
that
you've
expressed
about
kind
of
where
we're
stuck,
and
I
just
appreciate
that
you
keep
putting
your
shoulder
to
the
wheel
on
this.
B
I
guess
I
I'll
try
to
also
keep
my
questions
brief,
because
I
know
how
many
folks
are
in
line.
I
just
want
to
say
selena,
I'm
really
heartened
to
hear
about
the
legal
opinion
that
we
can.
We
can
consider
non-compliance
with
bjrp
in
issuing
contracts
and
that,
as
soon
as
we
have
a
kind
of
you
know,
ready
refreshable
list
that
we
can
share
with
zcam
that
they
will
also
take
that
into
account,
because
I
really
think
that's
the
only
way
to
that's
the
only
way
to
really
change.
B
This
is
if
people
think
that
they
won't
get
new
jobs
because
they're
out
of
compliance
and
the
flip
side
is
that's
a
that
could
be
a
very
effective
way.
So
I
I'm
that's
the
thing
that
I've
heard
today
that
makes
me
think
that
maybe
we
won't
be
in
the
same
place
in
april
next
year.
So
so
that's
good
to
hear,
I
guess
in
terms
of
getting
that
list
what
I'm
hearing
you
say,
I
I
actually
once
jerry-rigged
a
salesforce
database
for
a
purpose
it
wasn't
designed
for.
B
So
I
have
some
familiarity
with
the
insanity
of
of
what
that
looks
like
in
the
back
end.
But
if
I
went
into
a
record
right
now,
because
it's
a
crm
database
of
one
of
your
construction,
you
know
one
of
the
contractors
would
I
would
I
be
able
to
look
at
the
individual
record
level
at
all
seven
of
those
indicators
or
are
we
not
like?
Do
we
not?
Are
we
not
even
right
now
keeping
track
of
that
at
an
individual
record
level?.
F
Yeah,
so
salesforce
actually
doesn't
provide
any
like
customer
support
that
you
would
think
of
what
they
do
is
they
like,
so
they
don't
have
like
in-house
technicians.
They
they
provide
the
licensing
and
training
so
that
other
people
can
do
it,
and
so
that's
what
we're
looking
to
hire.
We
did
have
two
people
within
the
city
that
were
doing
it
as
a
way
of
so
that
we
wouldn't
have
to
put
something
out
out
and
spend
money
on
it.
So
we
had
internal
resources,
one
from
bpda
and
one
from
dmd.
F
One
was
a
salesforce
developer,
the
other
was
an
admin
level
and
they
have
both
moved
on,
and
so
we
had
sort
of
they
and
they
were.
They
were
never
they
were
sort
of.
They
were
supposed
to
build
it,
not
maintain
it
because
they
work,
they
have
other
projects
and
other
departments,
and
so
that's
why
we
want
someone
in-house.
That's
just
working
on
this.
For
us.
F
No,
we
have
to
so
that's
what,
because
we're
we
are
developing
the
scope
for
that.
Based
on
what
the
current
state
of
the
system
is,
we
had
a
scope
for
building
the
system,
which
is
what
we
did
in-house
and
and
work
didn't
need
to
hire
outside,
but
now
we
need
an
updated
scope,
which
is
what
our
sort
of
training
contractor
that
came
on
that
we
mentioned
is
helping
us
develop
that
scope
of
what
what
are
the
links
that
need
to
be
fixed.
F
B
I
see
all
right
so
yeah.
Well
I
I
just
that
seems
like.
Then
we
still
got
a
little
bit
of
a
road
because
we
have
to
hire
that
person.
They
have
to
get
inside
of
our
system
and
then
they
need
to
set
up
this
new
and
then
you're
also
going
to
need
to
collect
data
for
a
certain
period
of
time
before
that
right
before
that
is
a
sortable
useful
list
right.
F
Yeah
the
data
I'm
not
worried
about
because
our
monitors
are
monitoring.
You
know
through
the
access
system
which
we're
able
to
migrate
great
data
into
it.
So
it's
not
like
they're,
not
monitoring
it
in
absence
of
its
system,
so
then
it'll
be
about
transferring
whether
it's
from
a
system
or
from
their
files
into
the
new
system,
so
that
I'm
less
worried
about.
B
F
B
F
I
believe
so
that
was
before
my
time,
but
I
believe
there
was
a
thorough
look
and
also
the
the
bpda
is
doing
the
same
type
of
monitoring
and
they
do
have
you
know
their
own
I.t
department,
and
this
was
you
know
jointly.
What
was
decided
was
the
best
solution
for
the
nuance
of
what
we're
trying
to
monitor.
F
B
Yeah,
I
I
certainly
like
I'll
ask
around
in
the
world
of
folks.
I
know
who
work
on
salesforce
about.
You
know
whether
there's
like
some
wizard
out
there,
who
we
should
be
hiring,
but
it
just
sounds
I
I
I'm
just
yeah.
I
think
this
is
this.
Is
it
has
so
much
promise
to
be
the
critical
piece
if
we
can
have
that
list
and
we
can
feel
confident
that
list
and
generate
it?
B
But
I
also
I'm
nervous
about
the
timeline
on
this,
so
I
will
happily
follow
up
and
then
the
one
other
question
I
have
is
just
you
know
to
counselor
janie's
point
about
that
big
pool
jobs,
pool
and
how
it's
a
lot
of
folks
who
kind
of
would
fall
into
the
laborers
category.
I
mean
they're,
not
union
laborers,
right
right
now,
but
in
terms
of
their
skill
profile
and
my
understanding.
B
So
it
really
feels
like
we
need
a
whole
alternative
apparatus
for
getting
people
into
the
high-paying
licensed
roles
and
a
piece
of
that
counselor
braden's
100
right
about
right.
A
piece
of
that
is,
we
should
be
getting
people.
People
should
be
coming
out
of
madison
park
having
taken
their
first
licensing
exam,
and
I
don't
feel
like
we're
we're
quite
there
right
now.
B
But
I
just
wonder
if
you
could
update
us
a
little
bit
on
where
the
department's
conversation
is
on
that,
because
I
do
think
it
is
a
piece
of
the
puzzle
to
plug
folks
at
the
kind
of
labor
level
into
job
opportunities
and
right
now
in
a
recession.
That's
an
important
piece
of
the
puzzle,
but
I
know
that
the
aspiration
and
the
attention
on
this
industry
is
about
the
the
strong
wages
that
could
be
earned.
F
Yeah,
I
think
you
know
chris,
would
have
more
expertise
on
this
as
well
as
travis,
because
I
think
this
is
part
of
where
the
union
conversation
comes
in,
because
if
you're-
and
this
is
where
my
expertise
is
limited-
but
if
you're
in
a
union,
then
then
your
training
and
everything
is
done
through
that
union.
And
so
that's
why
they're
sort
of
and
chris
you
know
just
just
correct
me,
because
I
always
get
the
terminology
wrong.
F
But
you
know
that's
why
there
is
a
push
like
what
we're
doing
with
the
city
hall
plaza
to
get
people
onto
a
job,
but
through
a
union
because
then,
like
they're,
you
know
they
can
rise
from
labor
to
take
their
necessary
skill.
You
know
tests
and
and
put
in
the
hours
so
that
they
can
get
licensed
but
feel
free.
I
know
chris
and
travis
have
much
more
expertise
on
this.
H
Yeah
so,
in
my
opinion,
what's
what's
missing
is
training
right,
so
access
to
training
and
the
biggest
training
facility
or
our
organization
right
now
in
the
city
of
boston,
are
the
unions
they're.
You
have
like
you,
you've
built
boston
like
building
pathways,
they're,
not
they're,
not
really
providing
hands-on
training
they're.
Just
you
know
talking
about
construction,
you
know
introducing
everyone
to
construction,
but
it's
really
the
really
the
training
organization.
Right
now
is
the
unions.
B
Right
and
the
challenge,
as
I
understand
it,
and
I
want
to
say,
I
feel
strongly
that
the
solution
here
needs
to
be
diversifying
our
union
workforce,
because
I
think
it's
important,
for
I
think
it's
important
for
us
to
you
know
be
a
union
town
in
boston,
but
that's
not
just
a
sort
of
line.
It's
more
like
what
unions
do.
B
Is
they
keep
these
wages,
we're
talking
about
good
and
they
keep
they
keep
these
jobs,
good
jobs,
and
so
what
we
want
to
do
is
be
getting
people
of
color
into
people
who
live
in
boston
right
into
these
good
and
women,
into
these
good
jobs
and
so
yeah.
So
I
I'm
a
bit
familiar
with
building
pathways,
because
I
came
up
through
the
housing
authority
and
and
also
appreciate,
I
think
reference
was
made
earlier
to
the
carpenters
and
their
diversity
as
a
union.
B
But
I
think
the
challenge,
as
I
understand
it,
selena,
is
that
you
don't
really
progress
like
the
laborers
union
is
great.
You
progress
up
the
food
chain
in
the
laborers
union,
but
you
don't
progress
from
being
a
laborer
to
being
a
plumber
like
it's
a
whole
separate
vertical,
and
so
it
sounds
like
travis.
Is
it
fair
to
say
that
part
of
part
of
what
we
need
is
an
apprentice
and
training
program
really
focused
on
specifically
the
highly
paying
license
trades.
E
I
I
think
that
could
certainly
help
if
I
take
a
step
back
like
the
30
000
foot
level.
You
know
I've
been
trying
to
better
understand
folks
entry
points
into
the
unionized
trades
for
a
number
of
years,
and
I
think
we
need
to
work
with
them
to
help
simplify
the
process.
It's
not
clear
right
now,
for
example,
some
of
these
hvac
or
these
mechanical
trades
that
we're
talking
about
it's
not
like
some
of
these
folks
from
dorchester
roxbury
can
get
on
the
mbta
to
go
fill
up
the
application.
E
E
I
believe
the
carpenter's
unit
as
an
example
is
the
only
union
that
has
people
of
color
as
the
actual
instructors.
So
there's
a
lot
of
work.
I
think
we
can
do
to
help
make
the
process
more
transparent
so
that
any
student
in
bps
who
identifies
hey,
I
might
want
to
do
a
trade
in
fifth
or
sixth
grade,
knows.
Okay,
if
I
want
to
be
a
plumber,
I
get
the
application
downtown
boston.
I
take
my
test
at
the
bowling
building
and
I'm
ready
to
go.
E
L
Thank
you,
councillor
flaherty,
and
thank
you
to
president
council
janie
for
her
ongoing
what
it
seems
like
ongoing.
Everlasting
fight
in
this
space
really
do
appreciate
how
hard
you
go
on
this
issue.
It
really
goes
to
show
that
boston
has
such
an
amazing
opportunity,
and
I
think
that
oftentimes,
we
lack
the
the
coordination
and
sometimes,
sadly,
the
political
will
to
move
people
out
of
poverty,
and
so
I'm
really
happy
to
be
here-
and
I
do
have
some
questions
and
thank
you
to
the
administration
for
all
your
hard
work.
L
I'm
still
stuck
on
this
whole
database
situation.
I
just
feel
like
I
can
create
a
google
form
and
get
all
the
data
that
I
need
and
be
able
to
track
it
right.
So
I
just
don't
understand
how
difficult
it
is
to
really
get
some
numbers
in
terms
of
where
we
stand,
and
I
understand
that
we're
going
through
a
new
sales
force
and
but
I
just
feel
like
it
feel
to
me.
L
It's
like
this
hurry
up
and
wait
and
we're
still
it's
like
drip
drop
traction
here,
and
so
I'm
curious
about
the
tracking
process
that
we
have
and
whether
or
not
there
is
an
option
to
see
from
when
a
person
gets
into
the
database
from
the
time
that
they
get
a
job
are
do
do
you
have
that
capacity?
Is
that
something
that
you're
tracking
from
the
moment?
And
how
long
does
someone
sit
in
that
database
without
getting
any
type
of
communication?
So
I'm
just
curious:
does
that
data
exist.
H
L
But
where
does
that
person's
name?
I
I'm
talking
about
like
the
way
I'm
envisioning.
This
is
that
I'd
like
to
see
it
in
some
sort
of
a
dashboard.
So,
let's
just
say
you
know
a
person
an
id
name.
Maybe
we
can't
put
their
name
out
there,
but
at
least
some
way
of
us
being
able
to
track
the
progress
and
also
I'd
like
to
be
able
to.
This
is
just
some
recommendations.
L
You
don't
necessarily,
if
you're
doing
it
now
great
and
if
not,
it
would
be
great
to
have
in
the
future
that
we
know
that
person
a
entered
the
the
the
resource
bank
got
a
job
finished
that
job
and
then
was
able
to
get
another
job
at
another.
At
another
contract.
I'd
like
to
see
progress
and
I'd
like
to
be
able
to
track
that
so
that
we
have
that
that
data
to
measure
it
in
terms
of
your
long-term
outcomes.
L
So
I'm
just
just
something
for
you
all
to
consider
and
whether
you
do
it
or
not.
If
you
don't
do
it,
you
should
be
doing
it,
and
if
you
can't
do
it,
you
got
to
go
to
google
forms
and
figure
out
how
to
do
it,
because
this
is
something
that
I
think
is
worth
us.
Knowing
I'm
also
curious
about
whether
or
not
that
the
tools
on
the
trade,
the
tools
of
the
trade
program,
is
it
a
paid
internship,
great
and
and
after
they
get
after
they
complete
that
program?
Where
do
they
go?
L
F
So
the
the
design
we
had
in
mind
is
is
exactly
that
and
partnering
leveraging
the
summer
jobs
program
so
that
folks
are
getting
paid
but
partnering
with
private
sector
partners.
This
launch
was
done
virtually,
and
so
it
limited
and
that's
why
people
were
like
literally
like
taking
them
through
their
work
site.
So
they
could
see
what
it
looks
like
and
what
it
feels
like.
But
it
was
all
done
virtually
this
time,
but
we
hope
to
to
add
an
in-person
component
and
to
continue
to
offer
this
program
when
young
people
are
on
breaks.
F
L
F
L
The
database
I'm
going
back
to
the
database,
I'm
obsessed
with
it
and
how
you
know.
How
often
is
it
upkept
like
to
counselor
president
janie's
point
in
terms
of
like
there
could
be
somebody
there
that
no
longer
even
lives
in
boston
like
is
there?
Do
we
do
proof
for
residency?
How
do
we?
How
do
we
track
whether
or
not
someone
is
actually
really
from
boston
is?
Is
there
is
that
there
is
that
accountability,
that's
happening.
H
L
And
how
often
do
you
do
that,
because
I
know
you
know
everybody
knows
how
to
scam
the
system
right,
so
I
can
put
a
whole
bunch
of
folks
who
live
in
boston
the
first
week
and
then
let
all
those
them
go.
Is
this
something
that
you
do
on
a
regular
basis
like?
Do
you
keep
status
of
these
on
a
regular?
You
know,
weekly
basis.
Is
that
what
I'm
hearing
you
say
chris.
H
L
Okay,
well,
that's
good!
That's
that's
good!
I'm
happy
to
hear
that
that's
happening
on
a
regular
basis
and
then
I'm
also
just
curious
about
these
sanctions,
and
I-
and
I
think-
and
I
would
have
to
echo
the
advocacy
that
my
colleagues
have
been
saying-
is
that
people
you're
not
gonna,
really
change
behavior.
Unless
you
really
are
serious
about
corrective
behavior,
and
I
think
that
you
know
we
can
continue
to
say:
oh,
we
want
we
want
to
increase,
but
we
need
talent.
L
L
L
And
then
it
would
be
great
if
there
is
a
way
for
us
to
provide
them
with
some.
You
know,
I
know
we
the
sanction
situation,
but
like
some
building
of
their
capacity
right
like
we
need
to
have
people
who
are
going
to
be
willing
to
want
to
work
with
the
city.
So
perhaps
you
know,
maybe
we
help
incentivize
them
or
provide
them
some
technical
assistance
as
to
why
they
should
be
doing
the
right
thing.
E
I've
found
oftentimes
that
there
is
a
huge
disconnect
from
a
project
manager
on
a
on
a
project
that
might
have
requirements
or
expectations
for
diversity
on
a
project
huge
disconnect
with
that
individual
and
the
procurement
department.
Folks,
I
typically
have
worked
with
in
procurement
departments,
are
looking
straight
at
numbers.
They
want
to
hit
a
budget
and
that's
what
they
do.
I've
seen
that
happen
to
an
earlier
question
within
even
the
city
of
boston.
E
So
I
think
that
on
some
projects-
and
this
gets
to
your
question-
counselor
may
hear
a
bit
around
the
file
subid
project
and
the
that
process.
So
a
lot
of
our
public
facilities
projects
are
not
100
percent
file
submit.
So
I
think
so.
My
recommendation
would
be
better
coordination
between
the
city
of
boston's
procurement
department
and
this
list
of
either
good
and
bad
players
so
that
the
procurement
department
is
they're.
Looking
at,
like
you
know,
jim
jones
painting
and
all
of
a
sudden
he's
on
the
top
10
worst
offenders
for
hiring
women.
E
So
my
understanding
is
that
the
the
public
law,
it
states
that
you
know
the
contracts
must
be
awarded
to
the
lowest
responsible
and
eligible
bidder,
and
then
they
kind
of
go
on
to
explain
what
what
responsible
means
it's
possessing
skills
ability.
I
think
they
go
to
like
integrity.
So
maybe
this
is
oversimplifying
it,
but
my
recommendation
would
be
to
update
the
definition
of
responsible.
E
A
history
of
brjb
compliance
right,
so
we
should
be
weighing
a
contractor's
ability
to
provide
residents,
people
of
color
and
women,
with
employment
as
equal
to
their
skill,
ability
and
integrity.
That
kind
of
legislation
is
outside
of
my
skill
set,
but
I
think
that
if
we
can
get
some
sort
of
language
there
for
at
least
folks
to
consider
that
it
would
at
least
be
a
step
in
the
right
direction.
L
L
Let
me
find
out
chris
y'all
gonna
have
to
get
those
translators.
We
I
you
know:
okay
I'ma,
let
it
go.
I'm
gonna
send
this
right
back
to
you
flaherty,
but
I
just
think
that
we
need
to
fight
for
for
language
access.
Language
access
is
language
justice,
and
I
also
really
want
to
be
super
mindful
and
I'll
just
get
on
my
little
soapbox
real,
quick.
It's
not
just
about
interpretation
and
translation.
L
There
are
a
lot
of
folks
who
can
work
but
don't
know
how
to
read
and
write
eating,
even
in
their
own
native
language,
and
we
just
have
to
be
really
super
mindful
of
how
we're
building
the
workforce
and
being
really
intentional,
intentional
about
making
sure
that
everybody
has
access
and
and
and
information,
so
y'all
better
get
in
april.
When
I
ask
this
question
again,
chris,
you
better
act
like
you
know
and
give
me
a
yes
okay,
you
better
go
talk
to
marty
about
that.
A
It's
a
great
question.
Obviously
that's
something
that's
solvable,
so
I
think
that's
a
take
away
moving
forward.
So
I
know
in
our
carly
ricardo
arroyo
is
next
he's
been
very
patient
ricardo.
Just
one
point
is
selena
has
to
join
a
two
o'clock,
call
she's
running
a
little
late.
You
have
anything
specific
for
her.
You
could
address
that
right
out
of
the
gate
other
than
that
we're
going
to
release
selena
to
a
prior
commitment
and
then
we'll
continue
with
your
your
testimony.
G
G
F
Thank
you.
Thank
you
before
I
I
jump
off.
I
wanted
to
mention
to
counselor
mejia's
question
about
data.
We
do
have
currently
on
our
website,
which
is
boston.gov
brjp.
We
do
have
compliance
statistics
and
what
you'll
see
is
a
static
pdf,
which
is
what
we're
trying
to
move
away
from,
but
it
goes
all
the
way
through
the
end
of
september
and
what
you
can
see
is
for
every
project
what
their
workforce
numbers
look
like.
It's
not
going
to
have
those
that
compliance
information
that
we
were
talking
about
like
did.
F
They
submit
their
paperwork
on
time,
but
you
can
definitely
see
a
number
of
all
the
projects
that
are
there
and
that
goes
through
the
end
of
september
and
then
there's
now,
we've
added
a
link
to
the
analyze
boston
data
set
which
connects
to
the
access
system.
Where
you
can
see
live
data
if
you're
looking
for
a
particular
project,
so
there
it
is,
there
is
some
information
there.
I
want
to
make
sure
you
all
are
aware
of,
and
I
can
definitely
in
a
follow-up,
send
direct
links
to
you
all.
A
F
G
Your
afternoon
council
arroyo,
you
have
the
flaw,
thank
you
and
most
of
my
questions
were
already
sort
of
asked,
and
some
of
my
concerns
were
already
aired,
and
so
I
won't
retread
that
I
do
want
to
thank
chair
watson
for
your
advocacy
in
your
presentation,
and
I
have
two
questions.
I
I
don't
believe
we're
dived
into
so
I'm
going
to
ask
these
two
things
and
then
see
the
rest
of
my
time.
G
The
presentation
by
the
administration
basically
broke
down
in
four
areas:
neighborhood
development
parks,
public
facilities
and
public
works.
What
the
breakdown
was
for
resident
percentage,
people
of
color
percentage
and
women
percentage,
and
I
know
they
may
note
that
on
every
single
one
of
those
four
things
the
women
percentage
was
off,
but
there
were
several
where
the
percent,
for
instance,
parks,
has
it
off
on
all
of
them.
G
It's
at
22
for
residents
26
for
people
of
color,
four
percent
for
women,
and
when
you
go
to
public
works,
they
meet
the
requirement
for
residency,
but
not
the
one
for
people
of
color
and
they're
at
three
percent
for
women
30
for
people
of
color,
and
so
I
just
want
to
know
if
there's
anything
specific
and
those
also
are
the
two
smallest
brackets
of
work
hours.
So
I
I
acknowledge
that.
But
also
is
there
an
explanation
for
why
that
is
true.
H
Yeah,
well
typically,
with
the
parks
parks,
projects,
they're,
really
small
projects,
you
might
have
a
playground,
a
swing
set
or
that's
being
refurbished
or
replaced.
So
those
contractors
that
are
working
on
those
projects
are
typically
smaller
contractors
and
unfortunately,
it's
the
smaller
contractors
that
tend
not
to
have
women
working
for
them.
So
you
might
have
two
two
owner.
You
know
brother,
two
brothers,
that
own
a
company.
They
would
be
the
ones
working
out
there
and
they
would
not
just
wouldn't
have
a
woman
working
for
him.
G
E
If
I
may
just
jump
into
from,
from
my
perspective,
I've
been
asking
similar
questions.
Some
of
the
responses
that
I've
received
is
that
many
of
these
public
facilities
projects
do
it
here
to
the
file
sub-bid
process,
so
those
firms
right
off
the
bat
you
get
with
what
you
kind
of
have
to
take
with
whatever
you're,
given
the
remaining
contracts
that
are
up
and
available,
there
absolutely
can
be
better
coordination
between
procurement
departments
and
the
compliance
departments,
and
I
think
last
just
as
a
small
example.
E
We
did
have
a
project.
I'd
say
in
this
last
calendar
year
with
terrible
numbers.
So
I
went
in
expecting
to
be
a
bit
heavy-handed.
It
was
a
skateboard
park,
the
geez
I'm
going
back
to
my
early
days,
but
the
the
half
pipe.
I
believe
it's
called
on
the
skate
park,
the
way
that
the
concrete
was
poured.
I
believe
that
there's
only
three
companies
in
in
the
country
that
actually
did
this
style
of
skate
park.
So
in
that
case
we
were
stuck
with
the
firm
and,
I
think
they're
from
california.
E
G
26
is
just
not
good,
especially
if
we're
talking
about
smaller
bids
and
what
I
hear
all
the
time
is.
We
don't
have
people
of
color
available
to
take
on
these
bigger
projects,
but
you
know,
because
they're
all
small
shops
and
hearing
that
these
are
smaller
projects
and
we're
not
seeing
that
diversity,
which
doesn't
include
obviously
the
issue
with
women.
But
it
is
something
that
I
noticed
right
off
the
bat
with
parks
and
is
that
similar
to
what's
happening
in
public
works
are
those
mostly
small
projects?
H
E
Council
arroyo
and
into
your
earlier
point
I'll
just
answer
that
directly
that
these
folks
aren't
being
high.
So,
yes,
there
are
mbes
wbs
out
there.
There's
women
workers
that
people
of
color
work,
particularly
in
boston.
These
firms
are
not
being
hired
because
it's
a
choice
of
the
developer
not
to
hire
them.
Sometimes
it's
a
conscious
choice
like
I'm,
I'm
uncomfortable
with
them,
because
I
don't
know
them
I've
seen
that
come
up.
Sometimes
it's
like,
I
don't
know
they
exist,
but
there
are
also
tough
conversations,
and
you
know
I.
E
H
G
G
H
G
I
would
agree-
and
just
one
of
the
things
that
that
brings
me
to
my
second
and
last
question
in
the
people
of
color
percentage
breakdown,
are
we
tracking
exactly
who
we're
talking
about
when
we
say
people
of
color?
In
other
words,
what
is
the
latino
percentage
of
that?
What
is
the
african-american
black
percentage
of
that?
G
Are
we
tracking
what
what
is
making
up
that
percentage,
because
if
we
have
a
people
of
color
higher
rate,
for
instance,
with
the
dnd
that
says
68,
but
then
we
get
into
what
that
68
percent
is,
and
it's
mostly
latino
in
a
vast
majority
latino
and
it's
not
african-american
black,
that's
an
imbalance
for
me.
If
it's
the
other
way
around,
then
that
tells
me
we.
We
have
to
do
more
outreach
there,
and
so
we
are
we
deeping.
Are
we
digging
deeper
into
those
those
numbers
or
is
it
just
people
of
color?
H
G
G
That's
going
to
be
a
problem
for
me,
and
so
you
know
that
just
saying
people
of
color
as
a
as
a
plethora
without
breaking
down
who
we're
talking
about,
doesn't
allow
me
to
know
what
communities
are
being
let
out
of
these
opportunities
and
what
communities
are
being
brought
in.
And
so
that's
that's
a
real
problem
for
me,
because
these
numbers
are
sort
of
deceptive.
G
In
that
way,
when
I
look
at
26
percent
for
parks,
I
don't
know
if
that's
26
entirely
made
up
of
african-american,
blacks
and
and
there's
like
maybe
a
small
percentage
of
latinos
or
if
it's
a
majority
latinos
or
if
we're
looking
at
a
50,
50
split
and
so
those
kinds
of
numbers
matter,
because
they
they
identify
different
problems.
And
so
I
would
love
to
see
that
data
broken
down
in
a
much
better
way
than
just
you
know,
people
of
color
as
a
whole.
Does
it
include
asians?
E
I
agree
100
and
at
the
risk
of
being
reckless
without
actual
data
in
front
of
me
being
in
the
weeds
as
much
as
I
am.
If
we're
talking
just
answer
your
question
directly,
if
we're
talking
a
union
project
and
we're
talking
about
people
of
color
participation,
I
am
very
confident
that
that
number
is
70
percent
latino
and
much
higher,
I'm
talking
very,
very
low
percentage
of
who
would
identify
as
black
americans
very
extremely
low.
G
And
that's
my
concern
and
so
that's
what
I
want
to
see
what
these
numbers
really
are,
because
when
we're
talking
about
you
know
the
averages
in
the
city
and
what
they
should
look
like.
You
know.
Obviously
the
the
number
of
people
colors
on
these
jobs
should
be
higher
than
this.
So
it's
not
a
matter
of
just
allotting
40
and
saying
20
for
you
20
for
you,
but
it's
a
matter
of
saying.
G
E
G
Can
they
be
mandated
to
do?
That
is
basically
my
question:
is
that
something
that
legally
we
can
mandate
if
we
wrote
an
ordinance
or
did
some
of
that
nature
to
get
that
data
collection?
Is
there
a
legal
reason
why
they
would
just
say
people
of
color?
If
you
can
tell
me,
you
got
people
of
color,
it
would
wouldn't
seem
the
reason
you
can't
tell
me
who
exactly
they
are
in
terms
of
percentages.
So
is
there
a
way
to
handle
that
if
anybody
knows.
G
A
And
carrie,
if
you're
on
there,
anyone
in
the
waiting
room
looking
to
offer
public
testimony.
If
that's
the
case,
if
you
can
allow
them
onto
the
floor,
so
I
do
know
that
we
had
miss
priscilla
front
blank.
Banks
has
had
requested
and
I
think
mr
norman
stemridge
had
either
offered
to
testify
or
was
sending
in
a
written
testimony
which
I
believe
that
we've
got
a
copy
of
for
colleagues.
A
But
if
there's
anybody
from
the
public
who
is
still
with
us
and
obviously
appreciate
their
patience,
we're
about
two
and
a
half
hours
in
looks
like
they
see.
Kim
odom
is
joining
us
as
we
speak
so
and
if
kim,
if
you
can
hear
please
unmute
yourself,
you
have
the
floor.
Just
introduce
yourself
for
the
record
any
affiliation
and
you
have.
You
can
offer
testimony.
E
A
C
Thank
you.
Thank
you,
mr
chairman,
and
I
will
be
brief.
I
want
to
echo
your
thanks
to
chris
and
to
travis
for
staying
on
the
entire
time.
I
did
have
some
follow-up
questions
that
I
wanted
to
ask
regarding
the
slide
that
breaks
down
the
dnd,
the
parks,
the
public
facilities
and
public
works.
But,
given
the
questions
and
comments
of
my
colleague
councillor
royal,
I
won't
go
too
much
into
the
weeds
there.
C
C
There
were
two
actual
developers
in
my
district
who
were
just
way
off
base
and
we,
you
know
caught
this
at
the
tail
end
of
of
the
projects,
but
you
were
certainly
giving
them
the
business
which
I
appreciate,
and
since
that
time
we
began
monitoring
what
is
now
the
roxbury
public
library
and
the
numbers
did
improve.
I
don't
know
that
they've
hit,
you
know
we
always
do
the
overall,
but
you're
not
getting
kind
of
the
trade
by
trade
and
that
building
is
now
open
for
for
takeout
anyway.
C
So
that
is
great
and
wonderful
that
we've
kind
of
come
to
the
end
of
that.
But
I
want
to
emphasize
the
importance
here.
I
think
in
closing
there
were
some
important
nuggets
that
we
heard
from
the
panel.
So
again
I
want
to
thank
the
entire
panel,
not
just
chris
and
travis,
but
chief
barrows,
and
certainly
selena,
who
was
here
and
I
think
she
came
back,
but
maybe
she's
gone
again,
but
also
from
my
colleagues
and
I'm
sorry
that
we
couldn't
hear
from
priscilla
and
norm.
C
I
know
they
are
both
huge
advocates
in
this
space
and
have
done
a
lot
of
work
in
this
space,
and
they
may
also
have
some
good
solutions
for
us
moving
forward,
but
I
think
in
terms
of
salesforce,
we
heard
some
good
nuggets.
I
think
we
do.
I
agree
with
council
arroyo,
I
think
a
breakdown
of
what
we
mean
by
people
of
color
and
if
we're
still
at
the
building
phase
of
this
collection
of
data,
I
think
we
have
an
opportunity
to
kind
of
go
deeper
in
what
we
collect
there.
C
I
think
we
may
need
to
look
at
you
know
amending
the
current
ordinance
or
filing
new
legislation
around
a
number
of
things
that
we
heard
today,
and
I
look
forward
to
working
with
my
my
colleagues
with
all
of
the
advocates.
Certainly
the
administration
in
the
back.
I
want
to
mention
the
bec
specifically
just
so,
I'm
not
sure
if
you
consider
yourself
part
of
the
administration,
but
all
the
folks
who
have
been
working
so
hard
on
this
space.
Certainly
the
boston
jobs
coalition,
the
various
carpenters
people
mentioned
the
carpenters
union.
C
Specifically,
they
have,
I
think,
a
model
program
where
young
people
can
go,
spend
four
years
with
them
and
get
paid
to
do
it
and
then
have
a
good
job
and
they
are
diverse
and
they
also
not
only
the
painters
I
think
are
in
madison.
I
think
the
carpenters
are
at
madison
as
well,
so
I
think
there
are
real
opportunities,
but
we
have
to
be
laser-like
focused
around
racial
equity,
around
boston
residents,
around
women
around
connecting
the
dots
around
our
own
political
will
to
challenge
and
be
willing
to
face
the
lawsuit.
C
I've
said
it
from
year,
one.
If
this
is
the
thing
folks
want
to
sue
on,
let
let's
have
it,
let's
go,
and
I
think
now
more
than
ever,
let's
go
so.
I
I'm
looking
forward
to
continuing
this
conversation
with
all
of
you
and
hoping
that
we
will
have
much
better
results
in
terms
of
closing
some
of
these
loose
ends
or
tight
and
tightening
up
these
loose
ends
around
salesforce
around
some
language
for
sanctions
or
going
deeper
into
the
numbers
around
race
and
ethnicity.
A
Good,
thank
you,
madam
president,
obviously,
for
the
role
in
co-sponsoring
with
our
colleague
council,
lady
redwoods,
and
thank
you
to
all
of
my
colleagues
who
participated.
Thank
you
to
the
panelists
and
also
the
unsung
heroes,
fernando
ortiz
and
caitlin
pacifaro,
as
sort
of
government
affairs
liaisons
behind
the
scenes
pulling
everything
together
as
well,
working
with
our
council
staff,
kerry
and
christine
o'donnell.
A
So
with
that
said,
prepared
to
adjourn
the
hearing
at
this
point
with
respect
to
talking
zero
four,
two,
seven
order
for
a
hearing
regarding
bi-annual
review
of
the
boston,
employment,
commission
and
boston
residency
job
policy.
The
committee
on
government
operations
is
adjourned.
Thank
you
all
have
a
great
afternoon
and
try
to
catch
some
of
this
great
weather.
While
it
lasts,
you
too
have
a
great
day.
God
bless
everybody.
Thank
you.
Everybody
thanks
for
your.