►
Description
Labor, Workforce & Economic Development Hearing - Docket #0296, BRJP review
A
A
Large
Julia
Mejia,
the
chair
of
committee
on
labor
workforce
and
economic
development.
It
is
Monday
November,
21st
2022,
and
we
are
here
today
for
a
virtual
hearing
on
docket0296
order
for
a
hearing
regarding
the
biannual
review
of
the
Boston
Employment
Commission
and
Boston
residence
job
policy
sponsored
by
Council,
routzi,
luigien,
counciloral
and
counselor
Anderson.
The
doctor
was
referred
to
the
committee
on
February,
the
16th
2022
chapter
8,
section
8.9
of
the
municipal
code
requires
that
the
council
to
hold
biannual
hearings
in
April
and
October
on
reports
of
the
Boston
Employment
Commission.
A
However,
due
to
redistricting
process
this
year,
we
were
unable
to
hold
a
hearing
in
October,
and
so
thank
you
so
very
much
for
your
patience
in
accordance
with
chapter
107
of
the
acts
of
2022
modifying
certain
requirements
of
the
open
meeting
law
and
relieving
public
bodies
of
certain
requirements,
including
the
requirement
that
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
virtually
via
zoom
and
it
is
being
recorded.
A
This
enables
the
city
council
to
carry
out
its
responsibilities
while
adhering
and
ensuring
public
access
to
its
deliberations
through
adequate
alternative
means.
The
public
may
also
watch
this
hearing
via
live
stream
at
www.boston.gov
City,
Dash,
Council
TV,
and
on
Xfinity
Xfinity
8
RCN
82
files
964..
It
would
also
be
rebroadcasted
at
a
later
date.
Written
comments
may
be
sent
to
the
committee
email
at
ccc.labor
boston.gov
and
will
be
made
part
of
the
record
and
available
to
all
counselors.
If
you
wish
to
sign
up
for
public
testimony
and
have
not
done
so.
A
A
The
sponsors
of
this
order,
I'm
Council,
Louisiana
and
counselor
Laurel
and
public
testimony
will
be
by
Priscilla
Flint,
the
commissioner
of
the
Boston
Employment
Commission
Aisha
Francis
president
and
seal
Benjamin
Franklin
Commons
Institute,
alongside
the
administration
panel,
which
is
Andre
Lima
who's,
the
director
of
the
Department
of
supplier
and
Workforce
diversity,
mayor's
office
of
Economic
Opportunity
and
inclusion
and
Christopher
Brown
manager
of
the
Boston
jobs.
Residency
policy.
I
am
so
excited
to
dive
into
this
conversation
and
we'll
start
with
some
opening
remarks
from
the
lead
sponsors,
Council,
Louisiana.
B
Thank
you,
counselor
Mejia,
and
thank
you
everyone
for
being
here,
I'm,
going
to
keep
it
brief.
I
also
believe
that
the
chair
of
the
Boston
Employment
Commission,
JC
Burton,
will
also
be
joining
The
Advocates
panel
and
I'm
incredibly
excited
to
have
this
panel,
because
I
know
that
our
commissioners
on
the
Boston
Employment
Commission,
are
really
keen
on
really
moving
us
forward
on
the
Boston
residents
job
policy
to
get
us
to
compliance,
but
also
to
you
know
getting
at
the.
B
Strengthening
the
brjp
and
holding
contractors
accountable,
holding
everyone.
Who's
involved
accountable,
holding
our
unions
accountable,
so
that
we
can
continue
to
build
a
thriving
Workforce
that
really
centers
black
Tradesmen,
that
centers
women
and
the
trades,
and
that
really
centers
our
Boston
residents.
And
so
I
want
to
thank
the
chair
for
finding
Comics
that
we
could
have
this
hearing
and
I
look
forward
to
the
discussion.
C
C
I
know
we
revised
it
back
in
2017
on
those
numbers,
maybe
we're
revising
those
numbers
again
on
on
on
on
what
percentage
you
know
go
to
black
and
brown,
how
many
hours
go
to
black
and
brown
people
I
mean
I,
always
go
to
city
of
Boston
residents.
It
also,
you
know
just
want
to
kind
of
dive
in
a
little
bit
deeper
on
the
non-compliance
list.
You
know
where's,
that
being
published
how's,
that
being
shared.
How
can
we
make
more
public?
C
A
Thank
you,
counciloral
I'm,
not
sure
if
any
of
my
other
colleagues
are
here,
but
I'll
just
quickly
just
add
a
few
open
remarks
before
I
turn
it
over.
You
know
this
is
my
what
two
and
a
half
years
on
the
council
and
I
feel
like
this
is
one
of
those
conversations
that
our
front
center
in
our
office
and
I'm
really
excited
for
us
to
dive
in
a
little
bit
deeper
into
the
data.
A
But
my
hope
is:
is
that
as
we
navigate,
this
particular
conversation
is
that
we
keep
a
number
of
things
button
Center
one
is
that
you
know
the
livable,
the
wages
that
we're
paying
folks
right.
What
we
know
is
that
a
lot
of
people
can't
afford
to
live
in
the
city
anymore,
and
that
makes
it
harder
for
you
all
to
be
able
to
retain
to
recruit
and
retain
Talent.
A
So
would
love
to
hear
a
little
bit
about
how
you're
grappling
with
this
and
then
I'm
also
curious
and
interested
in
knowing
who
are
to
council
Royal's
Point,
the
the
Bad
actors
who
who
are
continuously
violating
the
Boston
jobs,
residency,
ordinance
and
curious
about
what
is
being
done
about
that
and
I'm
also
interested
in
learning.
And
as
you
do
your
presentation,
these
are
some
things
that
I
want.
You
know
to
unpack
a
little
bit
further
I'm
curious
about
what
what
do
we?
A
What
are
we
doing
to
ensure
General
contractors
and
the
general
managers?
The
some
of
these
construction
sites
are,
are
led
by
people
of
color
so
curious
about
what
enforcements
and
and
opportunities
you
all
are
doing
to
increase
that
and
I
also
just
want
to
acknowledge
that
Renee
Dozier
is
also
here
from
103,
so
happy
to
see
you
as
well,
not
sure
if
you're
going
to
be
participating
as
a
panelist
us
but
you're
here,
and
we
may
call
upon
you
so
I.
A
Just
let
you
know
once
you
show
your
face,
you're
part
of
the
you're
part
of
the
squad
here.
So,
thank
you
for
for
being
here,
I'm,
going
to
turn
it
over
to
I
believe
we're
in
the
order
that
I
have
listed
in
my
script
that
we're
gonna
start
off
with
public
testimony
I
believe
Priscilla,
Flint
who's.
A
E
A
A
A
H
Okay,
so
my
name
is
Priscilla
Flynn
Banks
I
am
a
Boston
employment.
Commissioner
I'm
also
the
executive
director
for
the
Marcus
Anthony
Hall,
Educational,
Institute
and
I'm,
also
retired,
to
be
a
Boston
employee.
I
ran
the
payroll
for
the
city
of
Boston
for
over
20
years,
and
I
also
helped
write.
The
I'm
a
co-founder
of
the
black
economic
Justice,
Institute
and
I,
was
part
of
the
rewriting
of
the
Boston
resident
job
policy.
H
H
H
I'm,
sick
and
tired
of
hearing
about
building
pathways,
I'm,
sick
and
tired
of
hearing
about
these
other
organizations
that
don't
really
do
anything
building
Pathways
is
is
not
the
end
of
the
be-all
operation
exit.
These
organizations
do
not
put
jobs
in
our
community.
We
have
developers
that
are
making
billions
billions
of
dollars
in
this
city,
and
yet
our
children
out
here
killing
themselves
shooting
themselves
dying
in
the
streets.
H
H
If
someone
don't
send
their
payroll
in
on
time,
I
don't
care
if
they
don't
come
to
a
correction
Action
meeting,
because
the
correction
action
means
don't
do
anything
I
don't
care
if
they
don't
come
to
a
a
a
construction
meeting.
I
care
that
my
community,
my
black
brother
and
sisters
are
dying
in
the
street
are
homeless.
H
A
Thank
you
Priscilla.
We
really
do
appreciate
your
testimony
and
keeping
us
accountable.
So
thank
you
for
for
being
here.
I
also
want
to
note
that
we've
been
joined
by
not
showing
the
order
of
arrival,
but
we
have
been
joined
by
councilor
Murphy,
councilor
Lara
and
president
Council
Flynn
wondering
if
any
of
my
colleagues
would
like
to
have
any
opening
remarks,
and
if
you
do,
please
raise
your
remote
hand,
so
that
I
can
acknowledge
you.
D
Thank
you,
madam
chair.
It's
an
important
discussion,
we're
having
today
and
and
you're
exactly
right.
It's
it's
about
the
enforcement
of
of
the
policy,
making
sure
that
residents
of
Boston
have
equal
opportunity,
equal
access
to
jobs.
It's
not
necessarily
the
policy
itself,
it's
the
forcement!
So
that's
the
critical
piece
of
it.
It's
important
that
we
hire
women,
we
hire
people
of
color
and
Boston
residents
and
that
it's
enforced.
I
Thank
you
chair,
so
just
feeling
the
same
way
that
you
know
we
often
say
how
we
drive
past
work
sites
and
we
see
New,
Hampshire
plates
and
others
on
the
trucks
we
want
to
make
sure
and
I
do
feel
like
it's.
Our
role,
also
to
work
alongside
the
unions
shout
out
to
the
union
members
I
see
here.
I
know:
Renee
does
a
wonderful
job
in
others
to
make
sure
that
we
also
are
empowering
our
citizens
and
our
residents
to
know
that
there
is
a
pathway
there
is
there.
I
These
jobs
are
here
so
also
take
it
as
my
responsibility
to
work
alongside
my
colleagues
on
the
council
and
in
my
community
across
the
city
to
make
sure
that
we're
helping
people,
you
know
sign
up
for
the
apprentices
programs
and
know
that
and
in
our
schools
too
right
that
we're
making
sure
our
kids
know
at
a
young
age
that
this
career
path
is
a
great
one.
And
how
do
we
get
them
on
that
path
early
enough
so
that
they
know
when
their
sophomores
juniors
seniors
in
high
school?
I
That
this
is
a
great
next
step
after
high
school.
So
they
feel
like
there's
hope
and
purpose,
and
it's
a
good
paying
job
that
you
know
that
all
of
our
citizens
deserve
our
residents
so
happy
to
be
on
this
call
and
part
of
the
conversation
and
want
to
be
part
of
the
solution
too.
So,
thank
you.
Everyone.
A
It's
from
my
colleagues
I'm,
not
sure
if
anyone
else
has
arrived
yet,
but
at
this
point
I'm
going
to
turn
it
over
to
Andre
Lima,
and
you
know,
I
I
want
to
be
super
mindful
that
My
Hope
Is,
as
we
continue
to
have
hearings
that
yes,
we
do
appreciate
PowerPoints
right
I.
Just
don't
want
us
to
spend
too
much
time,
because
a
lot
of
this
information
is
public
right.
There's
ways
that
we
can.
A
K
All
right,
sorry
about
that
I'm
councilmania
we
have
about
18
slides,
although
we
can,
we
can
move,
we
can
move
quickly
through
them.
What
will
happen
is
I'll
just
do
a
brief
introduction.
Chris
will
take
us
through
some
of
the
employment
data
from
April.
Until
now,
and
then
we
will
talk
a
little
bit
about
some
of
the
Outreach
and
engagement
efforts.
We've
been
working
on
as
well
as
sanctions,
so
I'll
try
and
keep
it
as
a
brief
as
I
possibly
can.
K
G
K
Thank
you
I
think
the
the
host
needed
to
unmute
me.
Thank
you.
Sorry
about
that.
Again.
My
name
is
indire
Lima
I'm,
the
director
of
supplier
and
Workforce
diversity
for
the
city.
One
of
the
teams
in
our
department
is
the
Boston
residence
jobs
policy
office.
Before
we
jump
into
the
employment
data,
I
am
just
going
to
run
through
some
of
the
brjp
history.
That
I
think
is
germane
to
this
conversation.
K
As
commissioner
Flint
mentioned,
the
original
ordinance
was
passed
in
1983
with
the
employment
standards
below
50
total
work,
hours
to
Boston
residents,
25
to
people
of
color
and
10
to
women
and
in
1985,
and
then
subsequently
upheld
in
2017.
Those
employment
standards
were
changed
to
51
Austin
residents,
40
people
of
color
and
12
of
the
total
work
hours
going
to
to
women.
K
So
those
are
the
current
employment
standards
and
again,
these
are
for
public
construction
projects
and
private
development
projects
over
50
000
square
feet.
In
the
updated
ordinance.
There
are
seven
compliance
measures
they
are
listed
here
on
the
screen.
These
are
the
compliance
measures
that
enforcement
is
tied
to
as
per
the
ordinance.
So
when
we
talk
about
sanctions
later
in
this
presentation
and
talk
about
fines,
non-compliance
with
these
seven
measures
is
what
constitutes
an
instance
of
non-compliance
in
with
respect
to
the
ordinance
and
a
sanctionable
offense.
K
L
Counselors
and
good
afternoon
to
the
public
and
everyone
else
so
I'm
just
going
to
quickly
go
through
the
breakdown
on
the
project,
the
breakdown
of
the
projects
and
the
percentages.
This
is
from
the
last
Boston
city
council
meeting
that
we
had
in
April,
so
these
numbers
are
from
April
22
up
until
September
2022.
we've
had
119
total
active
projects.
27
of
those
projects
are
developmental
impacted
projects
which
are
private
projects
and
92
of
those
projects
are
city
of
Boston
projects.
L
Those
projects
are
funded
either
entirely
or
portionably
be
a
city
funds.
So
we
have
the
four
line
departments
that
we
have
on
the
public
facilities,
Department,
Parks
and
Rec.
Public
works
department,
the
mayor's
office
of
Housing,
and,
as
you
can
see,
the
mayor's
office
of
housing,
which
is
mainly
deals
with
affordable
housing
in
the
neighborhoods.
We
had
33
of
those
projects
which
led
All,
City
departments.
L
So
when
we
look
at
when
we
look
at
the
actual
data,
the
actual
numbers,
the
private
projects,
those
are
the
projects
that
are,
you
know,
100
000
square
feet
are
over
to
about
three
million
hours.
They
came
in
at
23,
Boston
resident
35.
People
of
color
eight
percent
female
in
the
public
projects,
there
was
other
projects
that
are
funded
through
the
city
taxpayer,
money
about
750,
000
hours,
26,
Boston,
resident
46,
people
of
color,
77
women's
and
the
grand
total.
L
So
this
is
a
quick
breakdown
of
all
neighborhoods
that
the
projects
we're
in
I'm
not
going
to
go
over
every
neighborhood.
Typically,
the
Dorchester
neighborhood,
which
is
you
know,
probably
the
largest
neighborhood.
It
typically
has
the
most
projects
and
typically
includes
affordable
housing,
and
you
know,
parks
and
also
the
the
roadways,
roadways
and
sidewalks.
So
it's
really
Dorchester.
It's
really
always.
You
know
in
first
place
in
this
category
and
Boston
Proper,
that's
the
area
where
you
have
the
skyscrapers
for
sale
per
se.
L
The
projects
that
are
over
a
hundred
thousand
square
feet,
the
Seaport
area
downtown
Boston
next
slide.
Please,
and
this
is
a
breakdown
of
all
the
different
city
departments,
so
Public
public
facilities,
the
parks,
Public
Works,
the
mayor's
office
of
housing.
You're,
looking
at
the
numbers,
the
resident
percentages,
Public
Works
resident
percentages,
37
percent,
the
people
of
color
37
percent,
six
percent
in
the
women
category,
the
largest
department-
is
always
mayor's
office
of
housing,
which
was
formerly
Department
of
neighborhood
development.
Again,
that's
the
affordable
housing
department.
L
K
K
I
want
to
touch
on
some
plans
that
we
have
with
Boston
Public
Schools
to
do
an
event
focused
on
Pathways
into
the
Building
Trades
for
high
school
students
that
we
are
laying
the
groundwork
for
over
the
next
three
or
four
months
and
plan
on
having
an
event
in
the
spring
that
focuses
on
exactly
what
I
mentioned:
apprenticeship
programs
and
Pathways
to
the
Building
Trades
for
high
school
students.
But
this
is
a
list
of
some
of
the
the
events
that
we've
already
had
and
some
that
we
have
planned.
K
I
mentioned
this
in
our
last
update.
So
I'll
be
brief
here
that
the
jobs
bank,
which
is
our
a
program
that
helps
connect
available
laborers
with
jobs
on
job
sites,
has
sort
of
shifted
to
a
QR
code
for
a
quick
application
at
job
sites
and
then,
additionally,
the
jobs
bank
has
a
request
for
labor
form,
which
our
jobs
bank
coordinator
uses
to
do
some
of
that
matchmaking
and
our
jobs
and
coordinator
Janine
McLaren
also
holds
a
job
spec
Roundtable
with
Community
partner
Partners.
K
K
So,
finally,
a
few
updates
from
the
Boston
Employment
Commission
I
mentioned
this
in
April.
The
sanctions
policy
that
was
written
in
2021
and
adopted
on
November
I
believe
it
was.
The
16th
of
November
of
2021
essentially
lays
out
the
process
by
which
the
Boston
Employment
Commission
can
receive
a
formal
recommendation
for
sanction
that
a
contractor
be
sanctioned
from
a
construction
monitor
from
the
brjp
team.
K
A
M
Thank
you,
madam
chair,
and
thank
you
to
the
counselors
and,
of
course,
the
general
public
I
am
John
Cole
JC,
Burton
and
I
have
the
honor
of
chairing
the
Boston
Employment
Commission.
It
was
a
great
honor
that
I
chair
this
position
as
I'm
the
first
black
woman
to
to
do
so
in
this
role.
It
comes
much
responsibility
and
we
are
emerging
from
a
global
pandemic
only
to
run
ourselves
right
into
a
recession.
M
However,
this
is
not
enough,
as
you
see
by
the
Numbers,
we
fall
woefully
short
after
quarter
month
after
month
and
day
after
day,
I
heard
earlier,
where
we
were
talking
about
trucks
and
cars
from
New
Hampshire
that
are
taking
the
jobs
from
our
Boston
citizens
and,
most
recently
we
can
say
that
we
are
finally
looking
at
sanctions
for
projects.
However,
these
sanctions
are
administrative
in
this
function.
There's
not
an
opportunity
to
sanction
for
those
that
are
not
meeting
the
number
of
Boston
residents
nor
women
or
people
of
color.
M
However,
it
is
the
first
time
we'll
be
looking
at
these
sanctions
and
there
are
approximately
three
three
projects
that
will
be
under
review.
The
preliminary
review
that
two
of
the
three
projects
will
have
to
require
proper,
proper
notification
and
then
we'll
look
at
that
sanction
as
Andrea
mentioned
on
December
14th.
But
as
we
look
ahead,
this
can't
be
enough.
We
need
the
city
to
help
and
partner
with
our
labor
organizations
to
open
up
more
opportunities.
We
don't
know
who's
available
and
who's
on
the
bench
in
any
of
our
labor
unions.
M
M
Some
of
my
colleagues
as
you'll,
hear
from
later
on,
have
suggested
that
we
have
a
more
Collective
approach
to
the
economic
impact
that
it
means
for
these
jobs
to
lose
to
to
be
lost
from
citizens
of
Boston
and
actually
exit
the
state.
We'll
look
at
what
that
Revenue
looks
like
in
with
this
next
upcoming
year
and
lastly,
I
would
like
to
make
sure
that
we
certainly
understand
that
there's
ideas
and
thoughts
about
how
we
increase
the
number
of
young
people
working
in
construction.
M
Not
everyone
wants
to
be
on
a
construction
site
and
there
is
a
whole
host
of
Professional
Services
that
are
available,
and
we
want
to
make
sure
that
we're
evaluating
those
opportunities
and
help
attracting
as
many
people
as
we
can
as
possible.
Lastly,
I
want
to
provide
a
little
bit
of
testimony
about
my
colleague,
Charlie
Cofield
Charlie's,
not
here,
to
testify
today,
but
he
has
provided
37
years
of
experience
and
for
those
that
have
been
around
the
real
estate
development
construction
field.
M
Are
you
doing
in
the
Outreach
in
any
neighborhood
in
the
state
of
Boston,
know
that
he's
given
more
than
900
000
hours
of
his
time
to
this
city?
His
impact
is
actually
Priceless.
Charlie
will
leave
this
commission
this
year
after
service
after
his
retirement
from
the
Carpenters
Union.
However,
he
will
enter
as
into
the
workplace
for
a
private
firm
I
want
to
make
sure
that
we're
noting
his
work,
because
if
without
Charlie,
there
would
be
no
progress
within
the
carpenter's
union
and
we
know
that
he
he
is
a
valuable
asset.
A
N
Thank
you
so
much,
commissioner
counselor
I'm
really
glad
to
be
here
today.
I
really
wanted
to
say
thank
you
to
Andre
and
Christopher
Brown
and
their
team
for
helping
me
get
up
to
speed.
Chief
Nguyen
is
sorry.
She
could
not
be
here
today
as
we
work
out
the
details
of
the
full
transition
of
the
Boston
resin
jobs
policy
program
into
the
new
cabinet,
for
which
Chief
win
is,
is
the
leader
is
providing
leadership?
I'm
happy
to
answer
some
questions.
N
I
know:
we've
been
learning
a
lot,
not
only
from
the
program
here
in
Boston,
but
looking
to
other
places
with
similar
resident
job
policies
in
San,
Francisco
Pittsburgh
D.C,
to
try
to
see
what
we
can
learn
from
places
that
have
similar
programs
with
different
results.
I
know
that
we
are
very
committed
to
really
using
the
power
and
scale
of
the
city's
Contracting
and
procurement
to
drive
fair,
safe
labor
standards
and
equal
access
to
jobs
to
to
the
highest
extent
possible
and
we're
also
with
the
Boston
resident
jobs
policy
moving
into
the
cabinet.
N
Looking
for
opportunities
to
have
oversight
of
all
the
labor
policies
living
wage,
Boston,
resin
jobs,
policy,
wage
theft,
how
can
we
make
sure
that
those
contractors
seeking
work
in
Boston
are
meeting
the
complying
with
and
meeting
the
goals
of
all
the
different
policies
that
the
city
has
laid
out?
So,
thanks
for
being
here
today
and
again,
Chief
command
is
sorry
that
she
could
not
be
here
but
we'll
definitely
be
joining
in
April.
When
we
report
back
to
the
counselors.
A
Thank
you
Jody
before
I
turn
it
over
to
my
colleagues
for
for
questions,
we're
going
to
start
off
with
the
lead
sponsors
and
then
make
our
way
through
Andre.
You
had
mentioned
some
of
the
job
fairs
that
you
posted.
Can
you
talk
to
us
a
little
bit
about
the
turnout,
like
how
many
people
participated?
What
was
that
return
on
the
investment
in
terms
of
the
time
that
you
put
into
it
and
kind
of
walk
us
through
a
little
bit
about
the
results
of
those
efforts.
K
So
I
am
happy
to
follow
up
with
specific
numbers
as
to
turnout
and
some
of
the
results.
I
will
say
that
we
for
several
events,
didn't
have
as
great
a
turnout
as
we
would
have
liked.
Although
we,
where
we
can
focus
on
trying
to
make
the
events
a
meaningful
experience
for
every
event,
goer
I'm
happy
to
follow
up
with
specifics
and
about
how
many
folks
attended-
and
you
know
which
Community
Partners
were
in
attendance,
but
off
the
top
of
my
head.
G
A
M
I,
do
I
just
want
to
add
that
in
most
cases
there
is
a
member
of
the
Boston
Employment
Commission
that
has
participated
in
those
in
all
of
those
meetings
and
we
do
so
informally.
It's
not
part
of
our
role,
but
we
are
interested
in
seeing
who's
sending
in
all
cases.
Most
of
the
events
are
well
attended
by
people
as
long
as
there's
enough
notice.
The
feedback
that
we're
getting
is
that,
yes,
they
like
the
QR
code
for
an
opportunity
for
quick
access
of
application.
M
But
then
there
are
some
that
still
would
like
an
opportunity
to
make
sure
they
can
write
their
responses
down
and
fill
out
a
paper
application,
and
sometimes
that
may
be
due
to
translation,
needs
and
or
requirements
of
having
information
provided
in
several
different
languages.
So
we
have
provided
that
information
back
to
director
Lima
and
he
has
certainly
been
working
on
making
sure
that
we
can
provide
opportunities
for
inclusion
by
folks
that
can
fill
out
an
application
in
multiple
different
languages.
A
A
You
know
that
we
interface
with
so
I'm
just
curious
about
what
your
Outreach
and
engagement
strategies
have
been
with
the
offices
of
Eternal
citizens,
the
black
men
and
boys,
commission
and
other
departments.
Can
you
talk
to
us
a
little
bit
about
how
you
are
interfacing
with
other
departments,
to
help
support
your
efforts.
A
I
also
just
wanted
to
know
that
there's
also
the
women's
commission
so
I
just
want
to
note
that
they
they
should
also
be
included
as
part
of
your
Outreach
and
I.
Think
you
know
the
more
as
we
continue
to
move
through
these
conversations.
It
would
be
my
hope
that
in
April,
when
we
do
this
review
again,
that
there
is
some
intentionality
around
this,
this
should
be
an
issue
that
interfaces
with
all
of
our
departments.
A
M
Thank
you
for
bringing
up
the
opportunity
to
provide
jobs
for
returning
citizens
and
women,
and
also
people
of
color
I.
Think
that
one
of
the
challenges
that
we
have
in
the
cities
that
we
have
to
talk
about
really
clearly
is
our
role
of
our
partners
within
our
organized
Labor
part,
organized
labor,
Partners,
I
should
say
there.
I
know
that
there
has
been
a
concentrated
effort
to
returning
citizen
groups.
M
Many
of
them,
however,
what
the
challenge
may
be
is
that
they're
not
necessarily
able
to
have
our
apprentices,
apprenticeship,
jobs
or
being
accepted
as
an
apprentice
with
our
organized
labor
organizations,
and
so
that
leaves
them
working
with
someone
on
only
our
residential
projects,
and
while
we
see
it
uptick
in
in
residential
projects
in
Roxbury,
we
know
that
this
may
or
may
not
sustain
itself,
and
they
need
other
opportunities
just
other
than
to
work
in
a
Roxbury
residential
projects.
So
we
certainly
are
at
least
thinking
about
from
the
from
the
commission
side.
M
I
should
say
thinking
about
how
we
can
make
sure
that
we
are
bringing
everyone
to
the
table,
especially
those
that
are
returning
home
from
being
incarcerated,
as
well
as
those
that
are
just
here
may
have
a
different
language
as
a
first
language
and
then
also
the
women
that
we
know
that
we
need
to
continue
to
look
out
for,
but
thank
you
for
bringing
up
those
organizations.
I
just
want
to
make
sure
that
we're.
We
are
noting
that
some
of
our
challenges
are
working
with
our
organized
labor
partners.
A
A
K
A
K
K
M
Thank
you
again,
I
know
that
we
do
have
I
think
there's
been
an
uptick,
since
the
city
has
started
to
have
registration
for
minority
and
female
land
construction
companies.
Looking
at
the
diversification
that's
happening
within
the
procurement
Department,
and
also
the
work
that's
been
led
by
Chief,
so
I
know
that
there
is.
It
has
been
an
uptick
in
what
we
currently
what
we
have
had
previously
to
what
we
currently
have
largely
due
to
those
to
the
efforts
in
The
Economic,
Development,
Department,.
M
Can
I
say
one
more
thing:
I'm
sorry
I
wanted
to
say
we
we
have
seen
at
the
back
that
when
there
are
women,
LED
construction
companies
or
subcontractors
and
subcontractors
are
led
by
people
of
color,
then
the
numbers
on
the
the
workforce
numbers
on
our
projects
are
higher,
there's
a
direct
correlation
between
women-led
and
people
of
color-led
participation.
That
also
leads
to
an
increase
in
Boston
residents
and
people
of
color
on
our
construction
projects.
So
there
is
a
direct
correlation.
So
I
do.
Thank
you
for
asking
this
question.
A
B
Thank
you,
chair
and
I
also
want
to
just
chamber
and
still
and
pay
for
me,
A
playbook
and
say
thank
you
to
Charlie
Cofield
for
his
service.
He
is
someone
who
cares
deeply
about
BJ
brdp
and
really
making
sure
that
we
are
introducing
more
young
people,
more
people
of
color
to
the
the
trades
and
so
I
want
to
thank
him
for
his
service
and
I'll,
make
sure
I
tell
him
offline
as
well.
B
I
know
that
when
we
had
this
meeting
back
in
April,
a
lot
of
us,
especially
new
council,
is
like
okay.
What
is
the
difficulty
in
us?
Getting
sanctions
out,
but
I
also
understand
that
the
sanctions
aren't
directly
tied
to
brjp
numbers
right
they're
about
whether
or
not
you're
meeting
these
seven
compliance
factors
which,
if
you
have
a
big
shop,
if
you
are
able
to
you,
know,
there's
an
industry
now
around
brjp
compliance.
If
you're
able
to
do
that.
B
It
looked
as
though
we're
succeeding
more
at
meeting
the
brjp
goals
on
City,
funded
projects
versus
major
development
projects
and
I'm
curious.
If
you
can
explain
like
why
that
is
and
what
we
can
learn
from
that
like
what
are
the
lessons
like
Tim
Burton
just
explained
like
when
we
have
more
people
of
color,
more
women-led,
General
Contractors,
we
see
the
brjp
numbers
go
up,
which
is
great.
L
All
right
I
can
take
that
question.
So
usually
the
the
the
city
funding
projects,
those
projects-
are
a
mixture
of
Union
and
non-union
contractors,
mostly
non-union.
So
when
you're
non-union
contractor,
you
could
quote
unquote,
hire
a
person
off
the
street
right
and
the
public,
the
private
projects,
those
are
all
most
99.
L
Those
are
99
Union
projects.
Those
are
the
100
of
the
projects
that
are
over
a
hundred
thousand
square
feet.
Those
are
the
projects
that
are
in
a
Seaport
area.
Those
are
almost
always
million
99.9
of
the
time,
so
that
that's
the
difference,
I
think
when,
when
you're
you
know
non-union
contractor,
you
have
a
little
more
leverage
on
you
know.
B
What
we
need
to
do
to
make
sure
that
labor,
like
that
organized
labor,
is
really
at
the
table
and
really
like
pulling
their
weight
here.
We
know
that
we
have
a
problem
with
Baseline
data
that
we
don't
have,
and
we
know
that
there's
like
legal
reasons
that
sometimes
make
it
difficult
for
us
to
procure
that
information.
We
know
that
there
are
some
unions
that
are
succeeding
better
at
recruitment.
Some
of
it
is
as
simple
as
having
like
a
Dei
hire
who
is
in
office.
B
I
know,
ibw
Renee
was
here,
they
have
a
dedicated
person.
They
have
that
they've
hired
who's
working
on
Dei,
also
diversifying
what
Senior
Management
looks
like,
especially
if
you
have
this
Dia
Dei
position
that
is
elevated
to
the
senior
level
like
have
we
had
and
do
we
have
those
conversations
as
a
way
of
trying
to
strengthen
the
numbers
that
we're
getting
from
organized
labor.
M
We
formally
the
Becca,
is
not
having
those
conversations
with
organized
labor
unions.
We
do
kind
of
as
part
of
all,
of
our
work.
I
know
that
my
colleague,
Priscilla
Flint,
can
can
testify
that
she
certainly
is
having
conversations
with
every
organized
labor
organization.
That's
around
you.
We
do
see
the
most
success
in
three,
which
you
mentioned.
One
IBEW
also
the
Carpenters
and
laborers
are
the
three
that
are
that
are
have
been
doing
the
most
work
and
have
been
advancing
the
engagement
of
inclusion.
M
You
know
I
this
I've
said
this
probably
publicly
and
I'll
say
it
again.
Here
construction
was
primarily
a
industry
that
was
built
for
free
by
people
of
color
that
then
changed
hands
to
you
know
Irish
people
that
were
enslaved
as
well,
and
then
somehow,
when
we
started
to
make
a
lot
of
money,
then
black
and
brown
people
were
left
out
of
the
economic
conversation.
So
we
know
that
a
lot
of
that
is
is
because
of
our
organized
labor.
M
Unions
have
not
been
as
inclusive
and
not
been
for
thinking
around
how
they
can
be
inclusive
and,
frankly,
just
not
recruiting
as
aggressively
as
they
possibly
could
for
apprenticeship
programs.
So
it
would
be
great
for
us
to
really
have
conversations
that
are
a
little
bit
deeper
than
just
the
service
level
of
us
asking
them
for
Dad
and
then
responding
back
saying.
M
We
can't
really
give
you
the
data
to
really
think
about
strategies
that
will
allow
us
to
understand
where
they're
going
I
can
say,
because
I
do
talk
to
the
Carpenters
Union,
often
that
they
that
they
have
probably
had
their
best
couple
of
recruiting
years.
The
last
couple
of
years
of
recruiting
people
of
color
and
specifically
black
people
and
latinx
people
into
their
Union.
This
past.
You
know
24
months.
M
K
You
know
the
vast
majority
of
the
brjp
monitored
work
hours
are
on
those
large
private
projects
which
Chris
mentioned
are
majority
Union
projects,
so
there
is
a
there
is
a
a
sort
of
the
the
distribution
of
work
hours
on
brj
pre-projects
is
not
sort
of
balanced
between
union
and
non-union
projects.
For
that
exact
reason,
so
I
think
you
know
any
more
insight
we
have
into
the
diversity
of
the
Building.
B
Thank
you,
I
wanna,
there's
something
that
was
mentioned.
We
mentioned
at
the
last
hearing
that
I
want
to
explore
a
little
bit
more
and
I.
Think
I
talked
to
you
in
a
little
bit
about
this
trip
Burton,
but
the
idea
I
think
these
job
fairs
that
we
do
are
are
great
steps,
but
I
think
that,
especially
in
our
communities
in
black
and
brown
communities
like
you're
thinking
about
Nubian
Square
setting
up
a
place
having
a
stationary
place
where
folks
can
go
if
they
want
to
get
involved
in
the
trades
that
it
can
be.
B
That
folks
know,
this
is
a
spot
that
we
have.
That
is
and
I
know
the
work
two
headquarters
there
has
had
they've
had
events
there,
but
a
city
a
place
that
we,
the
city,
may
be
in
partnership
with
our
trades
shut
up
to
make
it
easier
for
folks
to
enter
the
trades.
I
I'd
like
us
to
give
more
thought
to
that,
especially
with
this
new
office
of
of
of
Workforce.
B
Can
we
have
a
place,
a
physical
space
in
our
neighborhood?
That
folks
know
all
right.
You
need
a
job
whether
you
are.
You
know
formally
incarcerated
whether
you're
a
young
person
who
wants
to
get
involved
in
the
trade
like
go
here
and
that
will
and
then
they
can
spare
steer
you
in
the
right
direction.
So
many
times
for
a
lot
of
our
people
having
a
physical
place
to
go
can
make
such
a
big
difference,
a
physical
space
with
friendly
faces
and
people
to
steer
them
in
the
right
direction.
B
B
M
M
In
fact,
one
person
has
been
kind
of
this
has
been
a
brain
shot
of
is
your
own
very
own.
Christopher
Brown
who's
been
thinking
about
this
for
a
lot
of
time
about
how,
for
a
long
time,
several
years
about
how
we
actually
stand
an
organization
up
or
a
trade
organization
that
is
independent
from
a
from
both
from
from
Benjamin
Franklin,
Cummings
Institute
or
a
Roxbury
Community
College.
That's
just
solely
focused
on
how
to
teach
people
how
to
do
the
work.
M
Those
organizations
are
certainly
important
and
are
inclusive
into
most
project
strategies,
these
days,
as
well
as
Madison,
Park
and
Dearborn,
STEM,
Academy
and
other
higher
other
high
schools
that
are
in
the
area
that
are
closely
located
to
where
these
construction
projects
might
be.
However,
Chris
Brown
has
certainly
been
trying
to
Champion.
M
This
idea
of
us
standing
up
an
independent
kind
of
training
institute
for
lack
of
another
term
that
would
allow
folks
that
are
recently
incarcerated,
they're,
formerly
incarcerated,
to
have
a
leg
up,
and
that
would
perhaps
give
them
an
opportunity
to
work
directly
in
some
of
our
open
shop
projects,
but
then
give
them
an
opportunity
to
also
apply
into
becoming
a
dudes
paying.
Member
of
some
of
our
unions.
M
L
I
appreciate
it
chamber
and
yeah:
that's
what
I'm
saying
I
I
think
training
training
is
important.
You
know
you're
not
going
to
have
a
person.
There's
you
know,
walk
off
the
street
and
just
start
wiring
somebody's
house.
You
need
training,
I,
think
at
the
very
least,
entry
level,
training,
I
think
you
know,
a
non-unit
company
would
would
probably
hire
a
person
who
at
least
has
some
type
of
year
yearly
certificate
that
they
got
from
a
you
know.
L
Some
a
training
program
in
order
to
you
know,
increase
that
person's
skill
and
become
a
permanent
member
of
of
that
company's
crew,
as
opposed
to
how
hire
somebody
I
use
the
word
off
the
street
right
and
same
as
the
unions,
I
I,
think
the
unions.
You
know
they
have
application
processes
twice
a
year,
some
once
a
year,
I
think
if
we
have
you
know
some
type
of
program
where
a
person
can
go
and
at
the
very
least,
get
the
entry
level
skills.
L
Then,
when
you
have
these,
these
Electric
electrical
programs,
the
pipe
fitters
when
you
have
these
open
applications
that
person
with
that
entry
level
year,
certificate
should
automatically
get
points
just
for
attending
that
that
the
training
center
or
whatever
so
I.
That's
what
I'm,
seeing
I
I
think
it's
a
skills
gap
between
you
know:
people
who
are
unemployed
that
are
interested
the
young
people.
You
know
within
our
neighborhoods
who
really
need
skills
and
a
pathway,
I
think
the
exposure,
the
Outreach
and
the
most
importantly
are
entry
level.
L
B
H
H
K
L
Well,
I,
you
know
I
work
closely
with
Janine
I
know
she's.
We
we'll
be
we're
glad
to
provide
you
a
list
of
all
the
organizations
and
all
that
you
know
that
we've
reached
out
to
you,
know
neighborhood
people
but
she's,
really
she's,
really
developed
a
a
vast
network
of
and
she's
been
really
been
collaborating
with
mass
higher.
L
With
you
know,
all
the
neighborhood
organizations
and
non-profits
I
would
be
happy
to
provide
you
a
list
of
all
those
organizations
we've
had
like
Andre
stated:
we've
had
job
fairs
and
we've
emailed.
You
know:
we've
sent
emails
to
over
100
hundreds
of
individuals
and
organizations,
and
you
know
the
turnout
is
not
what
we
you
know
it
hasn't
been.
L
H
Have
the
exact
number
so
I
so
I
understand
so
basically,
I
heard
someone
say
something
about
I'm
going
into
the
schools
like
the
high
schools
to
like
talk
to
more
of
the
young
folks
I.
You
know
construction
workers
hard
work
but
I,
but
it
it
it.
You
get
a
good
pay
from
it.
The
unions
are
also
a
problem.
They
have
been
a
problem
and
I.
Don't
you
know
I,
don't
know
why
there's
no
type
of
a
regulation
or
anything
that
can
bring
the
unions
to
to
work
with
our
community
more
I
I.
M
M
However
they
are,
they
are
an
important
part
of
our
construction
projects
and
we'd
like
to
maybe
thinking
about
how
we
could
consider
some
of
those
ancillary
jobs
and
the
ones
that
I'm
thinking
about
specifically
are
scheduling
and
estimating
in
some
project
management
that
are
currently
not
being
counted
that
are
critical
and
important
on
all
construction
projects.
I
heard
earlier
about
the
the
citizens
flag
flagman
program,
but
that
may
be
taken
into
consideration.
M
I
also
provide
a
testimony
for
that,
and
that
too,
would
be
a
job
that
we
know
could
very
well
be.
The
energy
point
for
someone
working
on
a
construction
project
can
come
from
the
Professional
Service
side
in
or
it
could
certainly
come
from
something
as
simple
as
being
a
a
civil
service
flag
man.
That's
that's
still
working
on
a
on
the
safety
portion
of
the
project,
so
just
wanted
to
provide
that
short
Amendment,
because
we
currently
don't
count
those
jobs
right
now.
A
B
We
are
experimenting
with
these
programs
that,
like
you
know,
we'll
do
away
with
that,
and
if
we
are
thinking
about
historical
Legacy,
those
who
can
offer
the
lowest
bid.
Oftentimes
are
sort
of
the
white
contractors
that
have
legacies
here
in
the
city,
and
so
I
was
thinking
that
one
of
the
things
that
we
could,
if
we're
looking
at
the
ordinance
and
looking
at
ways
of
improving
it,
is
that.
H
Okay,
I
just
want
to
say,
I
believe
it's
called
the
Byron
where
they
you
know
you
can
stop
them
from
getting
business
in
Boston,
but
I
mean
I
started.
Monitoring
projects
in
2010
and
I
still
see
some
of
the
same
bad
apples.
So
that
is
definitely
something
that
really
needs
to
be
looked
at.
You
know,
if
you
are
not
a
compliant,
then
you
especially
if
it's
continuously,
then
you
need
to
be
the
bathroom
working
in
our
city.
A
A
So
I
think
we
have
to
go.
We're
gonna
have
to
take
that
posture
as
we
continue
to
move
through
this
conversation.
If
we're
really
serious
come
April
to
see
some
numbers
change,
I
think
that
people
are
not
going
to
take
us
serious
unless
we
take
Serious
measures
so
I'm
going
to
move
on
to
counselor
Royale,
you
not
have
a
floor.
C
K
K
But
the
reality
is
that
the
list
is
quite
large,
given
that
the
deals
and
employment
standards
are
really
not
being
met
completely.
Often,
the
the
people
of
color
category
is
a
higher
achieving
category
than
the
two
others,
but
that's
sort
of
where
we
are
with
the
the
Bad
actors
list.
The
ordinance
makes
clear
that
the
the
commission
has
the
power
to
promulgate
the
Bad
actors
list,
so
I
think
in
terms
of
circulating,
something
that
could
be
helpful
for
city
of
Boston
procurement
leads
or
the
council.
K
C
Yeah
and
I
I
just
think
about
the
the
first
stuff
that
you
mentioned,
and
you
know
as
a
District
district
council.
You
know
we
we're
constantly
meeting
with
developers
and
as
we're
meeting
with
developers,
we're
writing
letters
of
support.
So,
if
we
had,
you
know,
information
on,
you
know
who's
on
that
first
list.
C
You
know
these
are
things
that
we
can
leverage
as
a
city
councilor
to
say
this
is
this
is
what,
where
advocating
for
within
your
project,
knowing
that,
where
your
numbers
are
so
I
mean
if
that
that
price
list
could
be
shared
with
the
council,
I
think,
there's
you
know
things
that
we
could
do
immediately
on.
You
know
using
leverage.
K
There's
a
page
on
boston.gov
called
there's
actually
two
pages,
one
of
which
is
the
Boston
residency
jobs
policy
page
and
the
other
is
the
page
for
the
Boston
Employment
Commission.
The
former
has
a
section
which
includes
data
performance
data,
so
those
numbers
should
be
there
if
and-
and
we
update
those
regularly.
So
we
we
do
need
to
update
that
page
with
the
most
current
numbers
that
we
prepared
for
this
hearing.
But
that's
where
that
information
lives
publicly.
C
But
if
we
can
get
you
know
down
to
the
wages
you
know
per
per
demographic
per
category.
That
will
be
extremely
helpful
because
ours
is
one
thing,
but
we
want
to
make
sure
that
you
know
equity
and
financial
mobility
and
economic
Mobility
is
happening
when
we
are
hiring
people,
so
I
would
love
to
have
that
information
in
the
next
report
is
wages.
K
We
don't
currently
have
that
information.
We
do
have
information
on
prevailing
wage,
but
the
wages
for
each
worker
that
works
hours
that
are
monitored
by
vrjp
is
not
information
that
we
currently
collect.
Although
you
know,
I'm,
happy,
Jody
and
I
are
happy
to
to
talk
about
how
that
sort
of
visibility
into
pay
can
be
better
integrated
into
either
whether
it's
brjp
or
it's.
Some
of
the
other
programs
that
are
going
to
fall
under
the
the
cabinet
of
worker
empowerment.
So
we'll
we'll
certainly
have
a
discussion
about
that.
C
K
C
You
know
maybe
increasing
the
the
monitors
under
the
brjp
and
Professional
Services
to
be
added
to
the
language.
Is
there
anything
else
in
terms
of
if
we
are
looking
to
revise
and
strengthen
this
ordinance
that
you
know
we
would
advocate
for
it
either?
You
know
from
the
BEC
or
from
the
city
departments.
K
I
think
allows
us
to
sort
of
refine
our
efforts
to
encourage
the
participation
of
mbes
and
wbes
and
City
contracts.
It
gives
us
a
sense
of
the
total
availability
of
mbes
and
wbes
to
perform
the
type
of
work
that
the
City
generally
contracts
for
across
many
industry
categories,
counselor,
Mejia,
well,
I,
don't
think
I'm
going
to
be
able
to
give
you
the
total
number
of
those
businesses
in
Boston.
K
Having
done
that
analysis,
it
gives
that
team,
a
level
of
visibility
and
clarity
about
where
to
focus
the
work,
whether
that's
contract,
specific
goals
or
sheltered,
Market
and
I
think
that
you
know,
as
we
think,
about
the
brjp
ordinance
thinking
about
how
we
can
achieve
that
level
of
visibility
into
the
total
pool
of
available
trades
people
in
sort
of
the
relevant
geographic
area,
which
would
be
certainly
Boston.
But
we
know
that
you
know
to
councilor
mejia's
point
right.
K
We
know
that
there
are
folks
working
on
construction
projects
in
Boston
who
are
from
New
Hampshire
or
surrounding
states,
so
better
understanding.
You
know
that
number
of
available
Boston
residents,
for
example,
to
perform
work
on
the
rjp
monitor
projects,
would
help
us
better
understand
sort
of
one.
K
The
the
sort
of
the
the
resources
that
we're
working
with
and
whether
or
not
those
actual
employment
standards,
51,
40
and
12
are
are
reasonable
goals,
whether
or
not
they
need
to
be
amended
and
whether
or
not
the
problem
ultimately
lies
with
a
lack
of
effort
on
behalf
of
contractors
and
subcontractors
recruiting
laborers
or
if
there's
an
availability
issue.
You
know
we
would
be
able
to
have
visibility
into
where
pipeline
development
would
be
best
focused.
K
So
I
I
will
say
that
you,
as
we
think
about
the
the
future
of
this
ordinance.
I
can't
understate,
develop
the
value
of
having
that
picture
into
availability
because
again,
availability
against
utilization,
which
we
have
you
know,
which
we
have
data
for
it's
the
purpose
of
the
rjp,
gives
you
a
sense
of
disparity
and
I.
Think
knowing
the
disparity
is
a
better
point
from
which
to
sort
of
make
new
policy.
M
Do
I
do
agree
with
director
Lima
on
most
of
the
points.
I
think
that
one
of
the
other
components
that
we
do
need
is
to
really
look
at
the
economic
opportunities
that
are
leaving
not
only
the
city
but
the
Commonwealth
that
are
that
are
being
how
much
money
is
actually
leaving
from
our
construction
sites
and
helping
to
build
wealth
for
families
that
are
outside
of
the
city
and
I.
Think
if
funding
is
a
study
that
is
looking
at
just
the
economic
development
exit,
what
leaves
here
is
important,
I.
M
Think
having
that
information
excuse
me
helps
to
communicate
with
our
general
contractors
who
are
really
our
who
are
true
Partners
in
this
work
right.
They
are
billion
dollar,
well-run
machines
and
companies
that
will
continue
to
grow,
but
I
I
think
having
that
data
helps
have
a
different
type
of
conversation
with
them
right
now.
It
feels
like
it's
a
compliance
issue
right.
They
actually
manage
it
from
a
compliance
standpoint
when
I
first
relocated
from
Atlanta
to
Boston
four
or
five
years
ago
now,
I
heard
this
compliance
list,
I
thought
God.
M
There
are
going
to
be
some
candidates,
people
that
should
go
to
our
community
colleges.
There
are
going
to
be
some
candidates
that
should
maybe
go
to
Wentworth.
There
are
going
to
be
some
that
just
need
some
basic
training
is
Christopher
Brown
mentioned
earlier,
and
then
they
would
give
them
a
head
start.
There
are
going
to
be
some
some
that
are
re-entry
that
need
a
little
bit
of
construction
culture,
training
in
addition
to
the
work
that
they're
doing
and
I
don't
want
to
leave
out
Mill
King
Institute.
M
M
Some
other
Grassroots
organizations
that
we
we
hear
that
certainly
have
their
arms
deep
and
around
the
work
that
we're
talking
about.
So
in
addition
to
what
what
director
Lima
said,
I
think
that
a
resource
center,
that
is
a
training
institute
to
help
on
some
construction
company,
some
construction
competency,
as
well
as
funding
and
economic
development
study.
That's
looking
at
how
the
money
is
exited
and
sitting
would
be
important.
C
C
So
please
ask
any
one
of
us
and
I
believe
there's
like
what
six
seven
councils
in
this
room
where
there
was
so
that's
that's
a
good
portion
of
the
Boston
City
councilor
Council
to
to
to
get
the
Investments
that's
needed
in
order
to
make
this
work
move
forward.
So
please
do
not
be
shy.
Bring
us
your
wish
list,
because
we
we're
allies
in
this
work.
Thank
you.
A
A
We
have
new
members
of
the
Employment,
Commission
and
I.
Think
that
you
know
all
of
us
working
together,
and
you
know
we
all
wear
different
hats,
but
the
only
way
we're
going
to
get
to
where
we
need
to
be
is
if
we
all
lean
into
this
work
in
ways
that
are
solution,
focused
so
I'm,
really
glad
that
my
colleagues
are
offering
a
lot
of
really
great
suggestions,
because
that's
the
only
way
we're
going
to
make
the
change
that
we
all
want
to
see
right.
A
So
my
hope
is
that
we're
going
to
be
moving
beyond
the
dialogue,
as
commissioner
Flint
said
well,
I
think
we're
all
sick
and
tired
of
being
sick
and
tired
and
I
think
that
this
moment
calls
for
us
to
really
act
with
urgency
and
I
would
like
to
just
uplift
counselor
luigien's
Point
earlier
around.
Really.
If,
if
we're
at
a
point
now,
I
mean
this
was
written
in
1983.
A
Think
I
would
love
to
partner
alongside
you,
councilor
luigien,
on
on
those
efforts,
as
you
continue
to
give
us
some
thought-
and
you
know
I-
think
it's
important
director
Lima
that,
as
you
know,
in
as
we
prepare
for
April
that
it's
important
to
have
data
so
that
we
can
have
a
benchmark
right.
This
is
where
we
are.
A
A
I
mean
like
that's,
that's
the
level
of
of
accountability,
that
I'm,
hoping
that
we'll
start
giving
some
thought
to,
or
or
at
least
start
a
hearing
too,
because
what's
the
sense
of
having
an
ordinance,
if
it's
really
difficult
for
us
to
hold
it
accountable.
Otherwise,
it's
just
a
piece
of
paper,
so
I
think
we're
well
positioned
now
to
really
support
this
work
with
some
benchmarks
and
where
we
are
and
where
we
want
to
be
so
just
continue
to
give
some
some
thought
to
that.
G
J
J
And
if
we
had
more
legal
standing
to-
and
you
know
really
move
forth
with
more
sanctions
and
if
our
you
know
it
was
more
than
a
300
fine.
These
construction
companies
would
be
at
every
school.
They
would
be
at
every
College.
They
would
be
at
every
place
running
their
own
damn
job
fairs.
But
here
we
are
talking
about
like
how
every
single
office
here,
where
all
the
work
that
we've
been
doing,
to
try
to
fill
the
job.
J
So
all
every
place
that
we've
been
all
of
the
work
that
we
have
been
doing
to
help
these
companies
be
in
compliance
with
what
is
one
of
our
city
ordinances.
That
is
work
that
they
should
be
doing
to
this
point
about
how
much
well
and
how
like
how
much
wealth
is
being
built
off
of
the
back
and
on
the
at
the
expense
of
the
people.
J
Here
in
the
city
of
Boston,
there
is
more
than
enough
resource
or
the
people
who
are
doing
business
in
the
city
to
manage
this
work
themselves
and
the
reason
why
they're
not
doing
it
is
because
we're
not
if
we
are
doing
something
about
it,
we're
slapping
them
on
the
wrist
300
for
a
construction
company
as
a
fine
that
is
I
can
pay
that
fine
and
I
don't
own
a
business
right
like
that.
That's
not
a
deterrent
and
I
know
that
some
of
the
issues
that
we
have
had
and
again
we've
had
this
conversation
in
April.
J
J
How
my
question
and
the
question
that
I've
had
since
April
is:
how
do
we
build
that
Baseline?
How
do
we
get
you
to
that
Baseline,
and
so
you
know
less
of
how
do
we
edit
the
ordinance
which
very
much
needs
to
be
updated
in
terms
of
what
it
actually
means
and
what
it
looks
like
as
we
like?
We
can't
keep
having
conversations
twice
a
year
about
how
it's
ineffective,
I've
only
been
here
for
one
year
and
I've.
Had
this
conversation
twice
and
I'm
already
tired
of
it.
J
So
we
need
to
build
you
a
Baseline,
and
you
know
my
policy
and
research.
Fellow
is
sitting
across
from
me
and
the
whole
time
I'm
listening
to
I'm
talking
to
Clara
and
I'm
like
we
need
to
do
some
research
about
how
to
build
this
database
and
how
to
get
people
and
people
who
work
construction
in
the
city
of
Boston
to
self-register,
and
one
of
so
so
one.
That's
one
I
have
every
intention
of
working
on
that
in
my
office
in
terms
of
building
getting
getting
you,
those
Baseline
numbers,
and
how
do
we?
J
J
So
that's
one,
that's
my
that's
my
first,
the
Baseline
data,
basically
a
total
number
of
residents
and
one
of
the
ways
that
we
give
one
of
the
definitions
that
we
use.
One
of
the
terms
that
we
use
to
define
these
companies
is
that
they
are
responsible
right
and
so
the
definition
of
responsible
right
now
is
in
alignment
with
their
skill,
their
ability
or
the
their
integrity.
As
a
company.
J
We
need
to
update
the
definition
of
responsible
in
the
ordinance
to
include
history
of
brjp
compliance
so
that,
when
we're
looking
at
a
responsible
company
that
is
included
on
there
and
I
think
that
a
way
that
we
incentivize
one
of
the
things
that
we
needed,
that
we
need
these
construction
companies
to
report
the
demographics
of
their
core
Crews
to
us
and
one
of
the
ways
that
we
can
incentivize.
That
is
by
including
it
in
the
definition
of
what
a
responsible
contractor
is
in
the
city
of
Boston
right.
J
And
so,
if
we
include
that
in
there
then
we're
incentivizing
them
to
report
the
demographics
of
their
core
crew.
There
and
I
know
that
the
unions
are
not
required
legally,
but
if
we
create
a
registration
that
is
individual
and
personal,
then
we
can
get
a
lot
of
the
workers
to
you
know
give
us
their
information
on
their
own
I.
Don't
see
and
I
haven't.
You
know
we'll
do
more
research
on
how
to
make
that
happen,
but
I
think
that
that,
for
me,
that
is
the
core
of
the
enforcement
and
that's
the
information.
J
That's
going
to
be
really
integral
for
us
to
move.
This
work
forward
and
stop
kind
of
getting
stuck
at
this
25
30.
Is
there
a
reason
also
why
we
don't
have
the
numbers
broken
down
by
Union
versus
non-union
jobs?
I
know
that
chair
Burton
shared
with
us
that
there's
a
very
clear
distinction
from
unions
and
non-unions
in
terms
of
and
businesses
that
are
already
led
by
people
of
color
and
women
in
Boston
residents.
J
J
Yes
enter,
and
you
know,
with
the
same,
the
same
percentages
that
you
have
but
just
broken
down
by
Union
and
non-union,
because
I
think
that
that
is
going
to
tell
us
a
story
about
whether
unions
are
more
in
compliance.
Whether
non-unions
are
more
in
compliance
and
we
know
kind
of
like
where
to
put
our
resources
towards
so
foreign.
J
K
Was
just
going
to
say,
Chris
and
I
can
certainly
go
to
the
performance
data
and
see
to
what
extent
we
can.
We
can
essentially
structure
the
data
by
Union
or
non-union
on
projects
there.
There
will
be
I
think
we'll
have
to
check
to
make
sure
that
the
the
data
Integrity
is
solid
across
all
of
the
data
that
we
have
currently,
but
I
think
I
think
that's,
certainly
something
we
can
explore
and
I
totally
agree
would
be.
K
K
I
will
get
the
the
number
value
for
the
number
of
referrals
made
to
Janine
and
then
the
number
of
referrals
that
Janine
made
to
contractors.
We
do
often
have
an
issue
of
non-responsive
contractors.
Some
of
that
has
to
do
with
I
guess
the
fast-paced
nature
of
the
the
hiring
process,
but
I
will
follow
up
with
the
sort
of
number
of
referrals
in
a
number
of
referrals
out
and
for
for
the
referrals
where
we
know
a
candidate
was
successfully
hired
put
onto
the
job
site.
J
Thank
you
I
really
appreciate
that
and
is
there
you
said
you
made
a
comment
about
non-responsive
contractors.
Is
there
a
way
or
a
reason
why
we
can't
get
those
answers
from
the
referrals
themselves
like
through
the
workers
of
whether
or
not
they
were
placed
or
whether
or
not
they
received
jobs?
When
people
come
to
the
jobs
bank
like?
Is
there
some
kind
of
way
for
us
to
stay
in
contact
with
them.
K
J
K
K
Another
hearing
will
need
to
be
held
within
10
days
of
the
back
Hearing
in
December,
where
the
council
will
meet.
All
of
these
will
be
public,
will
be
public
meetings
and
will
be
properly
noticed,
and
they
will
hold
that
final
determination
vote
essentially
within
10
days
of
the
back
hearing
on
December
14th.
So
that's
that's.
Currently,
the
the
process,
as
as
the
ordinance
and
the
same
policy
together,
lays
out.
K
K
So
so
the
monitors
are
the
staff
of
the
brjp
that
are
in
a
position
to
observe
instances
of
non-compliance
again.
Those
seven
measures,
whether
that's
you
know,
a
subcontractor
who
begins
work
on
a
project
without
attending
a
pre-construction
meeting
or
a
failure
of
a
subcontractor
to
submit
weekly
payrolls
and
then
failure
to
correct
that
error
within
seven
days
of
the
the
ending
of
that
week.
K
So
the
monitors
will
observe
these
instances
of
non-compliance
and
the
policy
states
that,
if
they
are
unable
to
correct,
if
the
contractor
after
having
a
corrective
Action
meeting
with
the
monitor,
is
unable
to
correct
the
violation,
then
that
would
constitute
in
the
in
read
the
policy
an
instance
of
non-compliance.
And
so
the
monitors
essentially
will
observe
and
document
the
cases
of
non-compliance
and
make
a
formal
recommendation
to
the
back.
K
A
I
wanted
to
just
note
that
commissioner
Flynn
had
her
her
hand
up
in
may,
want
to
address
one
of
your
questions.
Okay,
well,
you
wrap
up
commissioner
Flynn.
You
now
have
the
floor,
and
I
also
want
to
acknowledge
that
the
third
co-sponsor
of
this
ordinance
I
mean
of
this
hearing
today.
Counselor
Anderson,
has
also
joined
us
and
will
be
going
next
to
you
for
questions.
H
Okay,
so
a
couple
of
things
I
want
to
say.
First
of
all,
this
ordinance
can
be
enforced.
The
reason
why
they
claim
they
can't
enforce
it
because
they
are
afraid
of
getting
sued,
but
there
is
a
whole
Law,
Department
and
I
know
that
there
are
lawyers
in
the
city
council,
it's
if
it's
written
a
different
way.
Maybe
the
language
needs
to
be
changed.
H
Also,
the
correction
action
meetings,
I
really
don't
see
a
a
really
holiday
corrective
action
meetings,
because
I
don't
see
any
correction
from
a
lot
of
the
contractors
and
also
the
300
fine.
We
try.
We
talked
to
now
our
governor
last
year
when
she
was
the
Attorney
General
about
fines,
and
she
said
that
we
would
have
to
go
to
the
legislation,
but
the
the
300
is
a
joke.
H
It
really
is
I
mean
for
a
large
construction
firm,
that's
nothing,
and
so
and
another
thing
too,
you
got
to
look
at
what
the
black,
what
would
work
black
people
worth?
Eight
dollars
in
this
city,
eight
dollars,
and
so
that
in
itself
should
be
a
reason
to
to
to
be
able
to
sanction
these
contractors.
These
are
billionaires
and
they've
been
getting
away
with
it
for
a
long
time,
and
it's
really
it's
really
time
for
it
to
stop
and
I
hope
with
the
new
Administration.
H
H
You
I'm
sorry
I'm,
sorry,
I,
hope
on
the
14th
that
some
of
you
city
councils
will
be
able
to
come
to
the
to
the
hands
because
I'm
telling
you
it's
very
frustrating
I've
been
doing
this
for
10
years
coming
to
these
meetings
and
it's
very
frustrating
because
I
I
do
it
for,
for
out
of
the
out
of
my
heart,
I,
don't
get
a
nickel
Diamond
quarter
for
coming
to
these
meetings.
So
that's
another
thing
you
may
want
to
look
at
too
stipend
and
the
commissioners.
You
know
there's
a
lot
of
commissions
that
get
stipend.
H
J
A
You
I'm
so
excited
that
there's
the
energy
for
that
with
our
Council
colleagues,
because
we
have
been
pounding
the
pavement
around
this
and
I
and
I
think
it
is.
We
always
find
ourselves
in
in
the
same
the
same
place
right
so
I
think
that,
in
order,
the
only
way
that
we're
going
to
fix
it
and
director
Lima,
which
is
why
I
always
ask
about
Baseline?
Where
are
we
starting
because
there's
no
way
for
us
to
really
hold
ourselves
accountable?
A
O
Thank
you,
madam
chair
good
afternoon.
Everyone,
commissioner,
flip
nice
to
see
you
here
nice
to
see
you
I,
guess:
I'm,
just
gonna
go
through
my
questions
and
I
apologize.
If
I
missed
a
portion
of
it,
it
just
seems
like
our
schedule
seems
to
be
crammed
in
the
end
of
the
year
and
being
almost
not
rookie,
it's
kind
of
difficult
to
know
these
things
beforehand.
But
here
we
are
we're
super
busy
and
I
appreciate
you,
madam
chair,
for
holding
this
and
accommodating
us.
O
K
Certainly
so
I'm
just
going
to
pull
back
up
the
numbers,
we
have
a
partition
that
we
ran
through
at
the
very
top
of
the
meeting,
but
I
will
just
briefly
review
the
employment
performance
for
projects
currently
so
across
all
projects
which
are
a
combination
of
private
projects
and
public
projects.
For
a
total
of
about
3
million
500
000
total
hours
worked,
brjp
monitored
projects
are
about
at
about
24
Boston
residents,
30
people
of
color
and
eight
percent
women.
K
K
O
K
So
the
brjp
is
essentially
the
function
of
the
brjp
office
is
at
its
sort
of
most
basic
is
to
collect
the
weekly
payrolls
of
subcontractors
that
are
working
on
brjp,
monitored
projects.
So
every
week
across
all
of
those
200
odd
projects
that
we
see
every
year,
subcontractors
who
are
employing
laborers
will
weekly
report
to
us.
K
K
So
we
post
the
aggregate
data
that
I
just
mentioned,
and
that
was
contained
in
the
presentation
that
we're
happy
to
share
with
the
council
as
well
on
boston.gov
to
the
Boston
residence
jobs
policy.
Page
we'll
need
to
update
the
page
with
this
most
recent
projection
for
the
year,
but
that,
but
that's
where
the
information
is
publicly
available.
It's
also
available
in
a
data
set
on
analyze
Boston
that
we
work
to
maintain
with
the
analytics
Department.
K
We
over
the
past
couple
of
years
have
been
transitioning
away
from
a
desktop
database
that
we
used
for
the
data
collection
and
onto
a
cloud-based
platform.
So
we
are
working
to
sort
of
transition
all
of
the
records
into
that
cloud-based
platform.
So
some
of
the
data
that's
available
on
on
on
boston.gov
right
now
is
sort
of
split
between
those
two
systems,
but
over
the
course
of
the
next
year,
or
so.
K
It's
not
in
the
form
of
a
dashboard.
However,
there
are
dashboards
that
we
provide
our
general
and
subcontractors
in
the
cloud-based
platform
that
we're
using
Salesforce
that
allowed
them
to
see
it
sort
of
their
aggregate
performance
across
all
of
their
projects.
We
could
certainly
explore
with
the
analytics
Department
how
to
create
a
dashboard
as
a
means
of
visualizing
that
data
currently
they're
available,
just
as
sort
of
the
raw
the
raw
data
and
then
reports
from
the
monthly
back
hearings
can.
L
L
Some
people
don't
want
to
hear
this,
but
I'm
going
to
say
it
anyways,
the
math
doesn't
work,
there's
not
enough
women
to
make
every
project
that
we
monitor
in
order
for
for
every
project
that
we
monitor
to
meet
that
10
12,
but
wouldn't
go
it's
not
going
to
happen
so
and
I
think
it's
the
same
in
the
in
the
in
the
Boston
resident
category
as
well.
It's
not
enough
Foster
residents
for
whatever
reason
to
make
every
company
every
project
every
company
I
have
to
meet
that
51
percent.
It's
not
gonna
happen.
O
Would
you
say
that
it's
would
you
say
that
whatever
exists
you
build
and
building
Patrick
forwards
and
the
other
programs
that
you
mentioned
I
think
you
mentioned
three
along
with
the
future
of
Madison,
Park
and
other
trades
programs?
Would
you
say
that
what
currently
exists
isn't
insufficient
yeah?
Where,
where
lies
the
issue.
L
Well,
I
think
in
the
Boston
Ransom
category
I
like
to
tell
people-
and
you
know
it's
a
moving
Target
right,
Chris
Brown
lives
in
his
mom's
basement
for
five
years
in
Roxbury,
I
get
a
good
paying
job
in
the
unions,
I
I,
you
know,
I've
been
married.
Five
ten
years
later
and
I
can't
afford
to
live
in
Boston
or
I.
O
O
K
So
I
can
take
this
or
try
to
take
this
question
and
then
Chris,
if
there's
anything
that
I
missed,
feel
free
to
fill
it
in
the
way
that
our
data
collection
works.
Is
that
we
do
we
do
track
hours
by
individual
worker.
So,
yes,
theoretically,
there
would
be
a
way
for
us
to
track
the
work
of
workers
across
many
projects.
K
We
could
certainly
dig
into
our
data
to
see
if
we
could
find
any
sort
of
observable
trends
like
that,
but
we
don't
currently
per
the
ordinance
sort
of
monitor
that
specifically
or
have
a
sort
of
limit
or
some
sort
of
hard
bright
line
that
would
prevent
a
contractor
from
to
to
use
the
word
you
use,
which
we
hear
a
lot
from
the
community
sort
of
recycle
workers
over
projects.
Although
you
know
I
think
we,
we
certainly
hear
this.
K
A
A
Think
that
again,
this
is
just
another
opportunity
for
us
in
this
hearing
to
really
identify
what
are
the
key
takeaways
as
you
all
prepare
for
around
two
in
April
around
5653,
so
that
when
you
come
back
in
April
a
lot
of
the
questions
that
you
heard
from
our
colleagues
here,
you
know
to
come
back
with
some
of
those
numbers
right
and
I.
I
really
do
think
that
the
question
that
comes
from
Anderson
asked
in
regards
to
unpacking
the
data
in
terms
of
race
is
really
important.
A
I
know
that
sometimes
we
can
say
we
have.
You
know
50
people
of
color,
but
when
you
really
unpack
that
data,
when
you,
when
you
look
at
black,
when
you
look
at
latinx,
when
you
look
at
you
know
or
you,
oh,
you
also
include
women.
It
really.
The
the
data
is
not
as
as
clean
as
it
needs
to
be
for
us
to
really
be
able
to
understand
just
the
impact
or
lack
thereof
right
so
it'd
be
really
important
for
us
to
to
do
that.
A
I
I'm
going
I'm
going
to
ask
my
colleagues
if
they
have
another
round
of
questions
to
show
by
around
just
show
your
hand.
I
do
have
some
questions
myself,
but
I
just
wanted
to
put
the
list
of
folks
who
are
going
to
ask
additional
questions
so
I
see
counselor
luigien
has
questions
comes
with
a
lot
I'm,
not
sure
if
you
have
a
second
round
of
questions,
but
I
just
want
to
gauge
who
will
be
up
next.
A
So
I'll
start
with
some
of
my
second
round
questions
and
then
move
on
to
Council
of
luigien
and
then
counselor,
Anderson
or
Lara
so
really
and
as
counselor
I
understand
has
a
second
now.
Okay,
awesome
all
right!
So
I'm
curious,
as
as
you
heard
from
our
colleagues
we're
asking
for
a
lot
but
I,
don't
think
so
we're
asking
for
the
work
that
needs
to
be
done
for
us
to
really
get
a
handle
on
this.
So
I'm.
A
Just
curious,
if
you
could
just
direct
the
Lima,
if
you
or
anyone
else
here,
who's
listening
in,
could
provide
some
insight
in
terms
of
capacity
What's.
It
gonna
take
to
get
this
done,
because
what
I,
what
I
have
a
problem
with,
is
that
when
we
come
back
then
we
hear
we
couldn't
do
it.
We
didn't
have
enough.
A
K
Yes,
I
think
that
you
know,
as
we
mentioned
and
as
you
all
know,
the
brjp
team
is
going
to
be
transitioning
into
the
cabinet
for
worker
empowerment
over
the
course
of
the
next
six
months
or
so,
and
I.
Think
that
you
know,
and
and
Jody
can
speak
more
to
this.
But
you
know
my
understanding
is
and
in
the
conversations
we've
had
you
know,
we've
really
talked
about
how
the
rest
of
this
cabinet
can
serve
as
sort
of
more
support
in
a
lot
of
areas.
K
So
I
think
that,
from
a
capacity
perspective,
I
think
that
the
the
that
effort,
that
creation
of
this
new
cabinet
is
really
meant
in
many
ways
to
to
supplement
and
increase
the
capacity
of
brjp
I.
Can
let
Jody
speak
to
more
of
that.
But
I
think
that
you
know
we're
in
the
process
right
now
of
sort
of
determining
what
that
looks
like
in
in
practice.
G
N
Can
you
hear
me
now
yep
yep,
sorry
about
that?
So
yes,
we're
we're,
really
looking
at
opportunities
to
really
have
eyes
and
ears
on
all
of
the
different
ordinances
and
policies
that
govern
what
it
means
to
be
a
responsible
contractor
and
do
business
in
Boston
and
try
to
build
capacity
to
see
and
have
a
better
picture
of
all
of
those
things.
Wage
theft,
health
and
safety,
living
wage
and
I.
N
That
is
better
connected
to
the
rollout
of
the
new
worker
empowerment
cabinet,
and
you
know,
I
think
the
data
is
there
and
I
think
there's.
Maybe
an
opportunity
to
share
the
data
without
judgment
here
are
all
of
the
contractors
and
here
is
all
their
compliance,
and
that
is
something
that
I
can
be
talking
more,
even
with
regards
to
other
issues
like
wage
theft
and
living
wage
compliance.
A
Thank
you.
Thank
you
for
that
and
I'm
curious.
You
know,
I.
Think
one
of
the
one
of
the
things
that
we
have
always
struggled
with
is
the
maintenance
and
the
how
we
follow
folks
in
terms
of
their
Journey.
So
if
you
go
to
a
work
site,
you
apply,
you
don't
get
called
like
I'm,
curious,
I
and
I
know
that
you
said
you
don't
have
a
mechanism
in
place
now
to
be
able
to
do
that.
A
Maintenance
and
that
follow-up,
but
you
know
I
just
feel
like
those
are
missed
opportunities
to
provide
people
with
some
sort
of
Direction
like
well.
You
you
haven't
gotten
a
call.
How
many
times
have
you
applied
like?
How
do
we
know
who
are
the
repeat,
participants
who
have
been
denied
x
amount
of
times
and
are
looking
actively
for
work
and
what
kind
of
feedback
is
provided
to
them
so
that
the
next
time
they
go
on
to
a
job
site
that
they
are
actually
recruited?
A
I'm
also
curious:
when
folks
do
not
respond
or
hire
people
of
color
you
know,
do
we
have
a
sense
of
understanding
what
is
shared
with
them
as
the
reason
why
that
person
was
not
I'm,
hiring
I
know
you,
you
have
just
questions
see,
but
if
you're
trying
to
reach
the
the
goal,
then
there
needs
to
be
some
sort
of
mechanism
put
in
place
for
you
to
be
able
to
scream
so
I'm
just
curious.
How
much
of
that
in
the
weeds?
Are
you
involved
with,
or
can
you
provide
some
insight
too?.
K
K
K
K
So
we
have
data
and
and
information
about
workers
who
have
been
referred
to
the
jobs
bank
and
have
then
been
referred
to
open
positions
on
construction
sites,
but
from
the
actual
contractors
and
subcontractors.
We
don't
receive
any
data
as
to
how
many
applications
they've
gotten
for
jobs.
We
we
don't
receive
that
information.
Really.
The
the
information
that
we
receive
from
contractors
is
the
payroll
data,
that's
sort
of
the
the
primary
way
that
we
collect
data
from
directors.
A
A
K
A
K
A
Thank
you,
director,
Lima
in
this.
My
last
question
is
for
Jody.
You
know
in
2020
I
believe
it
was
our
office
secured
a
new
line
item
in
the
budget
or
Workforce
Development
for
18
to
24
year
olds
and
those
dollars
have
not
been
used
just
yet
and
I.
You
know
we're
figuring
out
the
we
know
why,
but
my
hope
is.
A
Is
that
and
then
in
the
second
Year's
cycle
we
continue
to
Advocate
and
we
also
advocated
for
housing
stipends
for
18
to
24
year
olds,
specifically
targeting
student
young
people,
who
are
aging
out
of
foster
care
dys,
some
of
our
our
most
resilient
Community.
You
know
young
people
so
as
we
continue
to
talk
about
this
again,
I
want
to
like
encourage
us
to
look
at
whatever
resources
already
in
the
city
and
then
figuring
out.
How
do
we
develop
those
pipelines?
A
I'm
utilizing
existing
funding?
So
I
think
this
is
a
great
opportunity
for
us
to
look
at
those
dollars
and
partner
up
with
Madison,
Park
or
other
groups.
There's
there
are
a
number
of
different
initiatives:
I
just
don't
want
to
keep
going
back
to
the
same
Usual
Suspects,
but
to
utilize.
Some
of
these
dollars
to
be
able
to
build
a
pilot
program
that
increases
the
sort,
because
there's
no
sense
of
advocating
for
dollars
if
we're
not
going
to
be
utilizing
them
to
increase
diversity
across
the
city.
A
B
Thank
you,
chair
just
a
question
for
director
Lima
on
the
mbes
and
wbes
curious.
If
you
will
actually
be
able
to
disaggregate
the
data
to
break
it
down
into
like
you
know,
you
already
explained
how
like
it's,
not
the
catchment
area,
isn't
just
Boston,
but
that
do
we
can
we
get
the
specificity
of
like
the
general
contractor
or
subcontractor
like
which
one
and
I
know
that
sometimes
a
company
can
play
both
roles.
So
just
you
know
curious.
B
K
B
K
We
will
do
our
best
most
of
most
of
those
are
going
to
be
based
on
sort
of
like
the
description
of
Services
of
the
business
and
what
we
can
glean
from
sort
of
the
industry
codes
that
they've
used
to
describe
the
business,
but
where
possible?
Yes,
we'll
disaggregate,
that
by
you
know,
sub
versus
general
contract.
B
Thank
you.
I
appreciate
that
and
I'll
put
that
another
formal
request
to
the
chair
and
I
appreciate
that
and
I
also
just
want
to
say
that
I
know
that
we
throw
a
lot
at
you,
and
we
know
that
you
all
are
you
know
as
committed
deeply
committed
to
this
work.
I.
Think
commissioner,
Flynn
mentioned
how
long
she's
been
doing
this
I
know.
Chris
you've
been
here
for
a
minute,
so
I
just
want
to
also
show
you
the
appreciation
all
of
you
for
for
what
it
is.
B
We
all
want
and
that's
you
know
we
have
a
rich,
prosperous,
City
and
folks
need
to
share
in
that.
So
I
appreciate
that
you
know
I'm
excited,
you
know
in
a
weird
way
about
you
know
the
the
sanctions
hearing
on
December
14th,
you
know
300
a
day
for
violations
potentially
could
really
help
to
to
set
the
trend
here.
So
I
do
want
us.
I
do
want
to
see
it's
using
our
stick,
but
I
also
I
also
want
to
think
about.
B
K
Honestly,
the
the
major
carrot
that
we've
considered
so
far
is
the
carrot
of
the
actual
contract
with
the
city
of
Boston
through
the
integration
of
the
evaluation
criteria
in
the
RFP
for
the
construction
project.
I
think
the
thinking
there
is
that
we're
it's
sort
of
I
guess
both
a
characteristic
we're
sort
of
rewarding
good
behavior
as
much
as
we're
we're
trying
to
disincentivize
bad
behavior.
So
I
think,
that's
primarily
what
we've
thought
about,
but.
B
B
Okay,
I'd
be
curious
if
folks
like,
if
there
are
any
other
ideas
or
thoughts
about
carrots,
that
we
can
use
to
try
to
get
compliance,
but
just
wanted
to
throw
it
out
that
out
there
I'm
going.
It
was
been
a
long
evening
for
folks
I
think
those
are
the
majority
of
the
question
that
I
had
so
I'm
going
to
yield
my
time
unless
there's
someone
I,
don't
know
if
yeah.
M
Thank
you
for
that
Madam,
chair
and,
of
course,
Council,
losing
I.
Think
this
one
of
the
incentives
that
we
could
have
are
additional
care
to.
What
we
currently
have
is
prioritizing
review
of
projects.
This
actually
is
a
kind
of
a
the
inter-agency
approach
to
what
happens
through
the
development
process
in
our
development
cycle
that
if,
in
fact,
you're
a
developer
that
has
had
a
history
of
meeting
or
coming
very
close
to
the
brjp
goals,
two
could
in
fact
have
a
way
that
you
could
skip
your
next
product.
M
You
would
skip
up
to
the
front
of
the
line.
The
closest
front
of
the
line
for
the
next
video
project
I
think
it's
hard
to
change
the
density
issue
in
the
middle
of
the
project,
although
a
good,
a
good
idea
or
strategy,
but
there
could
be
an
incentive
for
the
next
project.
I
almost
get
a
a
Pay
It,
Forward
type
approach
to
to
that.
Most
importantly,
it
could
be
an
additional
tax
base.
M
I
think
that
sometimes,
if
a
product
is
achieving
the
goals,
and
is
there
an
additional
way
that
the
project
can
have
a
a
a
reduction
of
attacks
for
contractors
and
or
subcontractors
that
are
participating
and
well
and
exceeding
these
projects,
I
think
that
could
be
another
care
that
is
provided.
I
do
know
that
contractors
are
concerned.
There
are
some.
M
The
general
contractor
Community
is
concerned
about
winding
up
on
a
bad
actor's
list,
and
they
are
trying
to
some
of
them
are
more
concerned
than
others,
but
they
are
concerned
about
their
image
and
their
brand
about
being
associated
with
not
achieving
the
goals
or
not
being
close
and
being
called
for
sanctions.
So
I
think
that
public
embarrassment
in
some
ways
will
certainly
try
to
stabilize
the
the
way
that
we're
looking
or
talking
to
some
of
our
general
contracted
Partners
I.
Think.
M
Lastly,
though,
is
this
real
issue
with
our
with
our
organized
labor
community
and
their
Partners?
They
have
to
be
our
partner
in
this
I
know.
We
were
talking
earlier
about
how
you
know
looking
at
someone
if
they
went
to
a
job
site
and
they
were
turned
away
for
an
application.
You
know
that
flow
diagram
or
that
flow
chart
goes
differently
depending
if
it's
a
open,
shot
project
or
an
organized
labor
project,
and
so
thinking
about
how
we're
tracking
that
data.
M
It
could
be
this
way
that
the
resource
center
that
I
mentioned
earlier
could
be
that
traffic
cop
that
helps
to
guide
and
direct
people
through
a
system
and
right
now
we're
relieving
our
citizens
on
up
to
their
own
devices
to
figure
out
where
they
need
to
go
next.
If,
for
some
reason
they
didn't
get
a
good,
you
know
a
good
feedback
or
good
information
or
data
from
one
person
or
another,
so
a
city-based
resource
center
that
that
we
mentioned
that
could
provide
some
training
would
also
be
really
helpful.
H
No
I
just
want
to
say
I
totally
agree
with
a
chair
and
Christopher
that
there
needs
to
be
some
type
of
resources,
since
that
our
people
can
go
to,
because
if
they
have
been
denied,
they
would
have
someone
to
talk
to,
and
there
may
be
something
that
they
just
need
to
adjust.
You
know
they
may
need
to
get
some
training
or
they
may
need
to.
H
You
know,
take
a
course
somewhere
and
so
coming
to
the
resource
center,
knowing
you
know
and
them,
knowing
that
it
will
help
prepare
them
and
I
just
want
to
say
and
I
can't
I'm
sorry,
you
I
can't
remember,
but
when
we,
the
MB
I,
know
there's
mbes
and
wbes
on
the
reports
correct.
So
there
should
be
some
type
of
way
that
you
would
be
able
to
see
how
many
mbes
and
how
many
wbes
are
actually
on
these
jobs.
K
So
we,
the
the
office,
the
brjp
office,
doesn't
track
MBE,
wbe
status
of
of
general
or
subcontractors
in
any
sort
of
structured
way.
We
could
certainly
think
about
integrating
that
into
the
data
collection
system
and
have
contractors
that
are
already
in
the
system
opt
into
that
question.
If
we
send
it
to
them,
and
we
would
essentially
just
add
that
attribute
to
their
user
profile
in
the
system
for
submitting
data,
so
we
can
certainly
go
back
to
that.
But
but
currently
we
don't
track
that
information.
H
H
In
fact,
I
had
a
contract
of
mine
say
that
he
knew
people
that
had
licenses
and
were
bonded,
but
could
not
get
any
jobs
and
I'm
like
well
give
them
my
information,
because
it
doesn't
make
sense
that
there's
people
out
here
that
are
actually
trying
to
get
work
and
can't
get
work.
So
you
know
that
there
need
really
needs
to
be
a
way
that
we
can.
You
know,
look
at
the
way
that
we're
actually
reaching
out.
A
A
O
K
We,
our
Outreach,
is
essentially
an
FTE.
Her
name
is
Janine
McLaren
she's,
our
jobs
bank
coordinator.
Her
role
is
essentially
a
matchmaking
role,
so
you
know
the
majority
of
the
brjp
budget
is.
Is
Personnel
budget?
It's
a
small
team.
So
that's
sort
of
that
is
the
the
budget
that
we've
used
and
are
using
it's
it's
in
the
form
of
a
full-time
staff.
Member.
Her
name
is
Janine
McLaren.
K
K
Yes,
so
we
earlier,
we
covered
some
of
the
events
that
Janine
has
worked
to
plan
and
execute
with
some
of
our
Community
Partners
they
are
hold
on.
Let
me
just
pull
up
just
pull
this
up
quickly,
so
on
April
7th,
we
had
a
construction
opportunity,
fair
with
gimeo
construction
for
Alston
yards
subsequently,
another
job
bank
job
fair
on
May
26th,
with
Wayne
Griffin
Electric.
K
We
worked
with
mass
hire
to
put
on
an
event
on
the
22nd
of
June,
focused
on
Pathways
into
the
construction
Building
Trades
at
on
September
7th.
We
had
another
event
at
Mission
Maine
in
Jamaica
Plain,
and
we
are
planning
on
doing
another
Mass
hire
event
in
January
or
February
and,
as
I
mentioned,
we're
planning
our
Boston
Public
Schools
event
for
spring
of
2023.
K
We
do
not
have
funds
in
our
budget
which
would
allow
for
that
again,
our
our
department
is
actually
two
teams.
It's
the
BR
JP
office
and
the
Supplier
Diversity
Program,
and
we,
the
bulk
of
our
contracted
Services
dollars,
are
for
our
Contracting
opportunity
fund,
which
is
a
grant
program
for
mbes
and
wbes,
and
certified
businesses
So.
Currently
in
our
budget,
we
do
not
have
funds
allocated
for
that
type
of
contracted
Services,
although
you
know
I
think
as
brjp
transitions
into
the
new
cabinet.
K
O
Yeah
sounds
great:
I
I
would
love
to
see
how
that
progresses.
I
mean
it
I'm
sure
it's
frustrating
for
all
of
you
wanting
to
do
this
job.
You
want
to
do
this
job
and
I
know
that
you
are
I,
think
there's
a
shift
going
on
in
your
department
and
hopefully
you
feel
the
better,
but
to
not
have
funds
to
spend
in
the
in
that
Outreach.
O
You
don't
have
enough
funds
to
actually
support
training
programs,
you're
not
actually
working,
doing
Outreach
on
a
higher
level
in
a
macro
level,
even
to
be
able
to
reach
people
on
the
ground,
we're
not
doing
trainings
we're
not
properly
collaborating
with
schools
or
trade
schools
or
programs,
and
we're
not
requiring
unions
to
actually
Reserve
these
apprenticeships
slots
right.
So
there's
we're
not
actually
connecting,
and
it
goes
back
to
the
chairs
point
that
she
always
makes
about
working
in
silos
and
so
much
resources,
but
resource
rich
and
coordination.
O
Four
that's
right
share,
and
so
just
you
know
to
wrap
this
up.
I
think
that
you
know
I
I,
two
Council
illusion's
Point.
We
thank
you
for
your
efforts
and
obviously
you
want
to
have
the
conversation.
The
transparent
conversation
in
partnership
with
the
administration
about
what
your
budget
should
look
like
and
what
coordinations
should
look
like,
so
that
we
can
actually
build
capacity,
but
also
expand
this
to
a
level
that
we
don't
always
come
back
to
this
you're
frustrated.
O
We
appreciate
it
and
we
are
asking
again
for
the
same
thing
and
for
too
long
and
I
know
that
you
agree
with
this
Andre.
We
we've
just
not
done
a
good
job
as
a
city.
So
now
that
we're
here,
everyone
wants
to
be
on
the
same
page.
Everyone
wants
to
make
progress
with
this
I
hope
you
can
agree
Andre
right
or
else.
O
Why
would
you
do
this
job
so,
and
then
you
know
looking
at
that
data,
specifically
how
many
people
of
color
but
I,
want
to
understand
exactly
like
black
people,
specifically
how
many
of
black
people
are
getting
these
jobs
and
how
many
Latinos
are
getting
these
jobs
like
I,
want
to
understand
who's.
Getting
these
jobs
and
I
want
to
understand.
Where
are
they
coming
from
so
to
the
chair's
point
or
through
the
chair?
O
If
we
can,
you
know
review
that
again
and
I
just
wanted
to
Second
Commissioners
Flynn's
point
that
you
know
the
Commissioners
and
people
on
the
commission
should
get
some
sort
of
reimbursement.
We
should
we
should
respect
and
be
more
competitive
in
how
we
treat
our
employees
or
commissions
or
Commissioners
on
in
the
city
of
Boston,
and
certainly
hopefully
looking
forward
to
that
conversation
about
if
that's
a
possibility
as
well.
Thank
you
so
much
Madam,
chair,
Andre
and
Chris,
and
everyone
else
Madam
chair,
looking
forward
for
more
conversation.
A
H
I
just
wanted
to
say
one
thing,
but
actually
councilor
Anderson
actually
talked
about
it,
not
having
a
budget
for
that
jobs
bank.
You
know,
Janine
I,
don't
think
she
can
do
it
by
herself.
She
needs
to
help
she
she
needs
to
have
resources
and
so
I
I.
You
know
I
just
wanted
to
piggyback
on
what
you
said.
Councilor
Anderson
I
appreciate
it.
A
Thank
you.
Thank
you,
commissioner.
Flint
and
I
I
want
to
iterate
reiterate
to
councilor
Anderson's
point
in
terms
of
stipends
for
our
commissioners
oftentimes
those
who
are
living
the
realities
and
doing
the
work
are
always
asked
to
show
up
and
they're,
never
compensated
for
that
time
and
I.
Think
in
the
spirit
of
what
we're
trying
to
achieve
here,
I
think
it's
important
for
us,
as
we
continue
to
look
at
ways
that
we're
going
to
amend
this
ordinance
to
meet
this
particular
moment.
I.
A
Think
that
that's
one
of
the
additions
that
we
should
definitely
consider
adding
as
as
part
of
the
conversation
just
in
in
the
sense
of
keeping
it
competitive,
I
I'm
only
going
to
close
with
one.
This
is
a
question
that
I
just
want
to
get
on.
The
record
is
you
know
it's
one
thing
to
recruit
and
say
that
you
can
that
you've
hired
people
of
color
and
women
on
job
sites,
but
the
other
part
of
it
is
retaining
them
right.
So
do
you
just
bring
them
on
What's?
A
K
No,
no
so
again,
we
we,
our
our
sort
of
insight,
ends
with
the
the
the
job
itself
right,
so
I
think
we
don't
have
insight
into
and
I
think
one
of
the
things
that
the
new
cabinet
may
be
exploring
is
sort
of
digging
a
little
bit
deeper
into
you
know:
okay,
so
once
someone's
hired
then
what?
Next?
Because
again
you
know
it's
not
just
being
hired,
is
not
the
outcome
we
want.
K
N
I'll
just
add,
you
know
another
piece.
Another
reason
this
cabinet
is
to
look
at
healthy
and
safe
workplaces.
Construction
can
be
dangerous
work
and
a
lot
of
times
it's
those
injuries
that
can
take
folks
out
so
looking
also
to
ensure
keeping
our
eyes
on
what
contractors
are
coming
to
the
table
with
and
without
OSHA
violations
and
and
making
sure
that
they're
actually
good
actors
in
that
regard,
too,
and
and
just
I
wanted
to
add
one
piece,
which
is
that
they're.