►
Description
Docket #1398 - Order for a hearing regarding biannual review of the Boston Employment Commission and Boston Residents Jobs Policy.
A
Today's
hearing
is
on
docket
number
one:
three,
nine
eight.
In
order
for
a
hearing
regarding
a
biannual
review
of
the
Boston
Employment
Commission
in
the
Boston
residents,
jobs
policy
I
ask
that
when
you,
when
you
do
give
you
testimony,
please
state
your
name
first
clearly
and
your
affiliation.
At
this
point,
I'd
like
to
open
up
with
with
opening
statements
from
the
councillors
consignee.
B
Good
morning
or
good
afternoon,
thank
you
for
being
here.
Thank
you
for
convening
this
mr.
chair
and
I
certainly
want
to
acknowledge
and
thank
councillor
Edwards
for
her
partnership.
I
also
want
to
recognize
that
we
are
joined
by
former
city
councilor
Chuck
Turner,
who
has
been
a
strong
advocate
on
this
issue,
making
sure
that
we've
got
construction.
Jobs
that
are
going
to
Boston
residents
to
people
of
color
into
women
is
very
important,
particularly
if
we
are
talking
about
ensuring
economic
opportunity
for
people
in
our
community
and
making
sure
that
we
are
closing
the
wealth
gap.
B
There
are
a
number
of
jobs
like
construction
sites
going
on
through
our
city
because
of
this
economic
boom,
and
we've
really
got
to
do
all
we
can
to
make
sure
that
those
jobs
are
going
to
our
people
and
so
I'm
glad
that
we
have
this
panel
before
us.
I'm,
certainly
grateful
for
the
work
of
the
back
and
making
sure
that
that
is
happening.
I
have
the
pleasure
as
being
the
district
councillor
for
Roxbury
South
in
Dorchester
and
Fenway
to
monitor
jobs.
B
So
I
won't
take
up
a
lot
of
time
here.
I've
got
a
lot
of
questions
and
I
know
that
there's
a
video
and
panel
presentations,
but
just
wanted
to
once
again
thank
the
panel,
thank
all
of
the
advocates
in
the
room
and
and
just
kind
of
clearly
state
my
commitment
to
making
sure
that
we're
doing
all
we
can
to
again
for
Boston
residents,
people
of
color
and
women
in
the
construction
industry
and
that
were
actually
meeting
the
goals
set
forth
by
the
city.
So
thank
you.
B
A
C
You
I
just
wanted
to
make
my
comments
brief.
Thank
you
for
your
work.
Thank
you
for
coming
out
here
to
continue
this
conversation
and,
as
I
understand,
it'll,
be
a
continued
conversation
that
we
have
regularly.
So
it's
just
wonderful
to
set
the
bar
high
and
to
make
sure
that
we
have.
We
set
a
rhythm
that
we
all
consisting
for
transparency
and
making
sure
that
we
continue
to
advocate
and
work
for
the
same
goals.
This
is
what
the
hearings
were
looking
forward
to:
it's
not
an
adversarial
one
for
one.
We
all
want
the
same
thing.
C
It's
it's
wonderful
to
see
the
work
that
you're
putting
in
and
so
I
wanted
to
acknowledge
other
partners
who
are
also
in
the
room
or
would
want
to
be
in
this
room
as
well
as
we've
already
recognized.
The
former
elected
I
would
also
like
to
recognize
some
folks
who
are
in
the
trade
and
working
really
hard
in
their
own
leadership
canal,
Bronstein
from
local
103,
one
of
the
leaders
there,
who
is
making
sure
that
people
of
color
women
have
continued
pathways
in
the
trades
which
is
again
important
for
our
our
growth.
I.
C
Do
know
that
the
Boston
building
trades
was
wanted
to
be
here
or
may
also
be
providing
a
statement
in
support.
We've
heard
from
the
Teamsters
heard
from
several
other
locals
as
well
also
to
acknowledge
some
developers
who
are
interested
in
this
Clayton
Turnbull
Richard
Taylor,
who
were
very
much
excited
about,
assuring
that
the
workforce
is
diverse
as
they
continue
to
grow
in
the
city
of
Boston,
so
I'll
leave
it
at
that.
I'm
excited
to
hear
what
you
have
to
say.
Thank.
A
You
and
just
for
the
record
I'd
like
to
read
something
from
council
president
Andrea
Campbell,
dear
chairman,
Baker
and
colleagues
of
the
Committee
on
jobs,
wages
and
workforce
development
tool
to
a
long-standing
obligation.
Erica,
regrettably,
cannot
attend
today's
hearing
regarding
talk
at
one
three:
nine,
eight,
a
biannual
review
of
the
Boston
Employment
Commission
in
Boston
residents.
Job
policy
I
am
grateful
to
the
makers
of
this
hearing
order.
A
Council,
Edwards
and
council
Jeanne
for
emphasizing
the
importance
of
complying
with
the
Boston
residency
jobs
policy
and
look
forward
to
working
in
partnership
to
ensure
that
the
council
receives
regular
reviews
and
data
collection.
I
will
be
able
to
I
will
be
able
IRA's
nted
by
of
my
staff
members
at
today's
hearing
and
I
look
forward
to
reviewing
the
committee's
report
in
any
recommend
a
recommended
next
step:
sincerely
Andrea
J,
Campbell,
Boston,
City,
Council,
District
4,
and
with
that
I
turn
it
over
the
piano,
John
I
assume
you're,
going
to
sign
Thank.
D
A
D
Please
it
just
names.
Yes,
sir
John
Barrow
is
chief
of
economic
development
for
the
city
of
Boston.
Thank
you.
I
want
to
first
recognize
the
partnership
that
we
have
with
the
council
on
this
and
that-
and
we
want
to
thank
you
for
setting
the
bar
high
and
looking
forward
to
at
least
being
in
front
of
you
twice
a
year
to
make
a
plug
presentation
on
something
that
we
believe
this
is
is
truly
important.
D
It
is
a
priority
of
Mayor,
Walsh
and
administration
to
increase
equity
in
the
construction
and
real
estate
development
industries
and
ensure
good
jobs
for
all
Bostonians,
which
is
why
we
have
a
full
team
here.
I
am
extremely
honored
to
have
the
work
of
the
BR
JP
and
Beck
within
the
economic
development
cabinet,
and
the
leadership
that
you
see
here
at
the
table
carries
out
that
work
and
I
want
to,
and
you're
gonna
be
hearing
from
everybody
at
the
table
in
our
brief
presentation,
but
wanted
to
acknowledge
to
my
right.
D
The
chair
of
the
Boston
Employment
Commission
Travis
Watson
I,
want
to
recognize
Chris
Brown
to
my
far
left
who's.
The
be
rjp
manager
recognize
Kim
Odin.
Who
is
the
the
back
coordinator
and
I
also
want
to
recognize
Charisse
Hearns,
who
is
deputy
director
and
and
I?
Think
you
know,
we've
had
ongoing
conversations
about
the
city's
own
capacity
to
monitor
this
work.
D
We've
had
ongoing
conversations
about
our
ability
to
communicate
the
numbers
data
et
cetera,
so
what
I
wanted
to
bring
to
your
attention
and
I'll
I'll
use
the
slide
a
little
bit,
so
people
can
follow
along
with
some
of
this
information.
Those
are
the
folks
who
are
testifying
today
or
presenting
today.
D
D
D
I
also
want
to
recognize
I
just
started
walking
in
the
work
of
our
former
director
of
Economic
Policy
and
research,
and
that's
Carolyn
Crockett,
who
did
amazing
work?
Yes,
she
did
and
continues
to
be,
a
partner
with
the
city
on
the
disparity
study
from
across
the
river
and
at
MIT.
I
want
to
recognize
some
of
the
partners
that
are
here.
D
Some
have
already
been
recognized,
but
the
work
of
the
city
is
done
best
in
partnership
with
our
residents
and
our
activists,
and
there
are
those
who
have
been
pushing
and
advocating
in
this
area
continue
to
push
and
advocate
in
this
area.
I
want
to
recognize
the
importance
of
that
former
city.
Councilor
Chuck
Turner
is
here
members
of
the
of
the
monitoring
committee
from
the
Roxbury
strategic
master
plan
oversight
process.
D
D
So
what
we
see
is,
even
though
we
have
a
robust
economy
with
over
nine
point,
three
billion
dollars
of
active
development
under
construction.
Right
now,
in
the
city
of
Boston,
we
still
have
huge
disparities
in
2018.
We
add
another
suite.
We
we
currently
have
approved
6.8
billion
dollars
of
new
development
in
the
pipeline.
D
We
have
fifty
five
point:
four
million
square
feet
of
new
development
worth
twenty
six
point:
five
billion
dollars
that
have
been
improved
approved
since
2014,
and
you
know
through
September,
we've
already
matched,
in
fact
a
2017
approvals.
So
we
are
in
a
record-setting
year.
We
are
in
a
record-setting
four
years,
we're
seeing
unprecedented
growth.
Nearly
20%
of
housing
approved
is
income
restricted,
four
thousand
two
hundred
and
ten
units
of
that
eight
hundred
and
sixty
six
units.
D
Excuse
me
out
of
the
four
thousand
two
hundred
and
ten
units
that
we've
approved.
Eight
hundred
sixty
six
units
are
restricted,
jobs
are
at
historic,
unemployment
is
at
a
historic
low
right
now
in
Boston,
unemployment
is
at
three
percent
Massachusetts
at
three
point,
two
percent,
and
in
some
of
our
neighborhoods
that
have
had
you
know,
double-digit
growth,
unemployment
numbers.
D
Construction
accounts
for
two
point:
four
percent
of
Boston's
workforce
between
2010
and
2016
construction
jobs
grew
just
under
five
thousand
positions.
While
those
positions
represent
a
strong
economy
and
bustling
development,
we
know
that
doesn't
tell
the
whole
story,
not
everyone
is
working
and
even
though
unemployment
is
down,
when
you
start
to
cut
those
numbers,
we
have
growth
disparities
and
in
unemployment
our
workforce
is
stretched
thin.
D
Because
of
lack
of
preparation
and
lack
of
access,
however,
not
everyone
is
part
of
the
workforce,
labor
labor
pool,
and
so
the
data
doesn't
tell
the
whole
story.
We
still
have
to
push
and
we
have
a
lot
of
work
ahead
of
us
to
make
sure
more
Bostonians
are
being
in
plate.
But
that's
the
labor
force
numbers
that
we
do
have.
D
It
is
important
that
we
look
at
the
numbers
that
we
have
historically
and
then
also
understand
the
work
that's
being
done
because
of
the
new
ordinance
think
about
what
we've
done
in
the
past
and
and
learn
from
that
and
think
about
what
we
can
do
better
in
the
future.
So
this
first
presentation
we'd
like
to
delineate
a
little
bit
and
talk
about
the
overall
vrj
P
numbers
and
then
then
talk
about
the
new
brj
P
numbers
and
think
about
the
new
tools
that
we
have,
how
they're
going
to
be
implemented,
etc.
D
So
you're
gonna
hear
from
members
of
the
BR
JTP
team
and
then
you're
also
going
to
hear
from
the
chair
of
the
back
in
that
regard
at
during
2018
august
of
2018.
These
are
the
numbers
we've
seen
for
the
vrj
p
compliance
in
august
2018.
We
saw
really
low
numbers
coming
into
the
back
earrings
of
an
average
of
19%
on
residents,
14%
on
people
of
color
and
6%
on
women.
D
D
This
is
2018
in
fact,
I'm,
so
I'm
presenting
this
so
I'm
presenting
this
as
if
it's
a
whole
hearing.
This
is
right.
This
is
so
this
is
2018,
sorry
I'm
actually
presenting.
Thank
you
Charice.
This
is
a
2018.
This
is
one
project
as
an
example.
This
is
the
Dudley
library
project.
This
is
not.
This
is
not
the.
This
is
not
the
summary
of
all
of
them,
so
the.
D
D
So
this
work
is
not
the
point
being.
This
work
is
not
going
to
be
accomplished
because
we
have
an
ordinance.
This
work
is
not
going
to
be
accomplished
because
we
have
a
new
way
of
doing
business.
This
work
is
only
going
to
continue
to
move
forward
because
we're
paying
attention
to
it,
we're
sitting
in
front
of
people
with
calling
people
in
and
and
paying
attention
to
what
they're
doing
and
talking
about
best
practices
in
what
they're
doing
so
they
can
continue
to
do
it
better.
D
So
that
said,
I
want
to
pass
it
on
to
members
of
the
team
here
so
that
we
can
talk
about
the
new
ordinance,
the
difference
between
the
old
ordinance
and
the
new
ordinance,
the
process
that
we
use
in
monitoring,
so
that
you
guys
understand
the
work
that
we
do
and
some
of
the
challenges
and
some
of
the
the
benefits
and
the
work
that
we
do
talk
about
the
Beck
in
the
work
that
the
Beck
does
and
the
hearing
and
then
open
it
up
for
question
and
answer.
I.
E
Thank
you,
chief
chief
barrows.
We
appreciate
the
opportunity
to
appear
in
front
of
you
today
to
talk
about
all
the
be
the
work
that
the
BL
JP
office
does
to
ensure
that
Boston
residents,
people
of
color
and
females
are
working
on
City
projects.
So
the
first
item
that
I'm
going
to
talk
about
is
the
new
ordinates
January
25th
under
2017,
a
new
PR
JP
ordinance
word.
It
was
passed
and
the
overall
workforce
percentages
are
for
Boston
residents
to
be
51%.
E
E
E
E
E
E
Seven
compliance
efforts,
so
these
are
seven
compliance
efforts
that
were
in
the
old
ordinance,
but
they've
been
recognized
as
a
key
monitoring
to
in
order
to
enforce
and
make
sure
that
people
of
color
residents
and
females
are
working
on
city
projects.
The
first
item
that
we
have
is
attending
pre-construction
meeting,
so
all
contractors
that
work
on
city
projects
are
subject
to
attending
pre-construction
meetings
be
at
least
two
weeks
before
that
contract
to
start
to
a
site.
E
If
the
contractor
doesn't
does
not
attend
a
pre-construction
meeting,
then
they
could
be
subject
to
a
$300,
fine,
so
moving
on
to
payrolls,
so
we
collect
payrolls
for
each
company.
Each
contractor
that
works
on
city
projects.
The
company
is
required
to
submit
up
a
rose.
That's
the
way
that
we
determine
whether
company
is
making
an
effort
to
meet
the
goals
or
not
so
there's
there's
what
we
call
the
cumulative
find
on
payrolls.
So
we
expect
those
payrolls
to
be
within
our
office
within
seven
business
days.
E
If
those
payrolls
arrive
after
seven
business
days,
then
they
would
be
subject
to
a
$300
fine
per
day.
The
next
item
is
corrective
action
meters.
So
when
you
have
companies
that
are
not
complying
for
whatever
reason
it
could
be
because
the
paperwork
submission
it
could
be
because
of
low
numbers,
we
invited
them
in
to
have
a
corrective
action
meeting,
to
explain
the
process
and
any
type
of
issues
pertaining
to
getting
workers
or
submitting
payrolls
or
whatever.
The
issue
is,
there's
a
three
hundred
dollar
fine.
E
If
that
company
does
not
show
up
to
that
corrective
action
meeting
per
contractor,
we
have
the
boss,
employment,
Commission
meeting.
That's
a
seven
member
board.
We
have
these
meetings
every
month.
We
invite
contractors
and
projects
to
that
meeting.
If
you
have
a
contractor
or
developer.
That
does
not
show
up
to
that
meeting.
It's
a
three
hundred
dollar
fine,
so
we
also
have
providing
communications
and
confirmations,
so
that
would
include
workforce
projections,
work
for
work
forms
and
compliance
items.
If
we
do
not
receive
those
items
that
contractor
could
be
subject
to
a
$300
a
day.
E
Fine,
we
have
a
jobs
bake,
so
we
have
workers
that
walk
on
we're
expecting
to
see
those
applications
within
our
office.
We
have
we
have
a
jobs
bank
coordinator
if
we
find
or
think
that
that
company
is
not
taking
applications,
applications
to
contractors
and
that
worker,
if
we're
not
getting
those
applications
back
in
the
office,
then.
E
F
Process
with
you,
so
we
receive
the
Boston
residents
contract
employment
plan,
which
is
basically
the
contract
that
a
developer
is
given
or
signed
to.
Let
them
know
that
their
project
would
be
monitored
by
the
be
RDP
office.
That's
what
starts
our
interaction
with
each
developer
for
each
project
once
that
documentation
is
received,
the
monitor
and
the
be
rjp
manager
would
then
do
a
kickoff
meeting
with
the
developer
to
discuss
all
preliminary
concerns
issues.
They
discussed
the
process,
everything
that
will
be
monitored
all
the
details
of
how
the
monitoring
is
done.
F
Then
they
also
have
a
pre-construction
meeting.
That
pre-construction
meeting
then
brings
in
all
of
the
subcontractors
that
are
going
to
be
working
on
that
project,
as
well
as
the
general
contractor
to
again
go
over
all
the
regulations.
The
beard
is
beard
ap
policy,
the
way
that
the
preconceptions
are
held
kick
off.
It
just
explains
everything
about
how
the
project
would
be
monitored
moving
forward
once
the
construction
starts
on
the
project,
there's
several
things
that
begin.
F
As
far
as
the
communications
and
confirmations
that
Chris
just
talked
about,
and
several
things
start
to
happen,
they
submit
weekly
payrolls.
The
back
review
starts
to
happen.
The
monitors
are
visiting
the
site
on
a
regular
basis.
Those
corrective
action
meetings
start
happening
and
quarterly
review
starts
that
happen
during
that
process.
That's
pretty
much
when
the
construction
is
going
on
from
twenty-five
percent,
all
the
way
to
about
75
percent,
almost
100
percent
complete
on
the
project.
What
we're
looking
for
is
then
the
certificate
of
occupancy
to.
F
F
E
E
E
If
the
submission
of
the
project
notification
form
is
after
January,
25th,
20
2017,
then
that
project
would
be
subject
to
the
new
ordinance.
Okay,
thank
you
for
the
housing
projects
is
just
currently
the
different
line
of
departments
put
out
projects
at
different
times,
and
so
essentially,
if
a
project
goes
out
today,
then
there
would
be
something
to
so.
D
E
E
E
C
E
A
E
All
right,
so,
let's
talk
about
the
new
ordinance
under
the
new,
the
new
ordinance
projects
for
the
last
year
and
we're
really
just
getting
getting
under
way.
With
these
new
ordinance
projects,
I
would
say
that
the
entire
the
projects
that
we
have
mines
right
now
I
would
say
an
estimate
is
about
25%
20
to
25%
of
the
projects
are
under
the
new
ordinance.
Some
are
still
under
the
old
ordinance.
They
have
to
go
through
the
processing.
E
E
E
E
E
E
D
D
Take
this
very
seriously
and
have
been
working
with
us.
The
partnerships
are
important.
Developing
new
and
stronger
partnerships
is
something
that
we
all
need
to
focus
on
and
look
forward
to
working
with
the
council
on
that.
At
this
point,
I'd
like
to
turn
it
over
to
our
Boston
employment,
Council
I
mean
Commission
coordinator
Kim,
oh.
G
Kim
Odom
I
am
the
Boston
Employment
Commission
coordinator.
I
can
just
give
a
little
overview
of
what
the
Beck
is.
Is
the
boss
Employment
Commission,
is
the
seven
member
board
was
established
by
an
ordinance
passed
by
the
City
Council
on
July
30th
1986
and
signed
by
the
mayor
of
the
city
of
Boston.
The
Commission
was
created
for
the
purpose
of
ensuring
that
findings
with
respect
to
compliance
of
the
Boston
residents.
Jobs
policy
are
determined
in
a
manner
that
is
comprehensive,
consistent
and
fair
for
all
parties
involved
meetings
are
held
third
Wednesday's
of
each
month.
G
A
public
notice
is
posted
on
the
city's
website.
One
week
prior
to
the
hearing
be
rjp.
Construction
monitors
make
recommendations
of
projects
to
go
on
the
agenda
and
the
agenda
is
prepared
with
consideration
to
the
project.
Size,
duration,
dollar
amount
developer
in
GC
history
and
more
notification.
Letters
are
emailed
to
the
developers
GCS
and
includes
a
back
facts
sheet,
which
is
a
frequently
frequently
asked
questions
sheet
that
gives
overview
of
what
Beck
is
how
to
prepare
and
what
to
expect.
G
The
developer
in
GC
is
expected
to
plan
to
attend
with
requested
subcontractors
and
the
monitors
prepare
Beck
reports,
which
include
stats
of
five
trait
five
top
of
top
five
trades
top
5
contractors
highlights
and
concerns
and
recommendations,
and
that
is
email
to
the
developer
in
GC
one
week
prior
to
the
hearing
during
the
hearing
special
presentations,
which
usually
we
have
about
two
to
three
special
presentations
on
the
agenda.
The
special
presentation
is
just
to
introduce
the
project
and
is
usually
a
three
to
five
minute
presentation.
G
The
project
review
is
to
show
how
the
project
is
performing
overall
and
usually,
there
are
about
four
to
five
project
reviews
on
the
agenda
which
take
about
five
to
ten
minutes
of
presentation
and
then
there's
about
ten
to
fifteen
minutes
that
the
the
Commission
will
ask
questions
of
those
giving
those
presentations.
The
dip
projects
are
reviewed,
starting
at
the
twenty
five
percent
mark
debt,
meaning
developmental
impact
project
plan.
Those
are
the
private
projects.
Developer
and
GC
is
expected
to
be
prepared
to
discuss
any
concerns
listed
in
the
notification
letter
and
the
Beck
report.
G
Monitors
are
expected
to
present
the
Beck
report
and
they
give
overall
numerical
compliance,
highlights
and
concerns
and
recommendations,
and
whatever
else
might
be
current
that
day,
the
develop
after
the
hearing.
The
developer
in
GC
is
expected
to
perform
actions,
action
items
that
have
been
riemann
recommended
by
the
back
and
the
monitors
are
expected
to
follow
up
with
the
developer
GC
within
one
week,
and
I
assist
in
that
as
well.
D
Thank
You
Kim
before
I,
pass
it
on
to
chairman
Watson
I,
wanted
to
recognize
in
an
earlier
response
to
chairman
Baker's
answer
question
around
who:
what
triggers
our
compliance?
Which
egg
is
the
ordinance
and
particularly
the
new
numbers?
The
dates
around
was
the
only
project
that
filed
before
the
date.
Reference
by
Chris,
that
is
under
the
new
ordinance,
is
the
winter
squared
garage
project
and
madam
vice
chair,
if
you
remember
when,
when
that
project
was
being
reviewed,
they
voluntarily
subjected
themselves
to
the
new
numbers
prior
to
the
date
of
the
ordinance,
and
so
they
are.
H
Travis
Watson
chair,
Boston,
Employment
Commission
vice-chair
Presley
councillor
Jani
Council
Edwards.
Thank
you
for
the
invitation
to
be
here
today
as
chair
of
the
boss.
Employment
Commission
I
assist
the
mayor's
office
of
economic
development,
specifically
the
equity
and
inclusion
Union
to
maximize
the
participation
of
Boston
residents,
people
of
color
and
women
on
private
and
public
development
projects
in
the
city
of
Boston,
the
ordinance
in
the
mayor's
executive
order
established
the
Boston
Employment
Commission,
in
fact,
as
ELISA
as
the
liaison
committee,
to
make
recommendations
to
the
brj
P
and
B
PDA.
H
Regarding
enforcement
of
the
ordinance,
the
Commission
meets
the
third
Wednesday
of
every
month
at
3
p.m.
and
room
801
at
Boston,
City
Hall
to
review
brj,
P
and
B
PDA
reports.
The
Commission
has
made
up
of
seven
members
selected
by
the
mayor.
The
Commission
has
a
lot
of
work
to
do
to
ensure
that
the
economic
growth
of
our
city
is
one
that
provides
inclusion
and
equity
for
all
of
Boston's
residents.
We
have
made
great
strides
in
recent
years
with
more
work
to
come.
However,
I
want
to
be
very
clear
here.
H
The
economic
development
of
our
city
and
inclusiveness
are
not
mutually
exclusive.
At
the
same
time,
it's
important
to
recognize
the
unique
time
we
find
ourselves
in
that
positions.
Us
ahead
of
many
other
comparable
cities
struggling
similar
issues.
We
have
leadership
from
the
top,
with
Mayor
Walsh's
economic
and
inclusion
agenda.
We
have
an
amended
Boston
residents,
jobs
policy
and
now
developers
proposing
to
develop
city
owned
parcels
must
include
a
diversity
and
inclusion
plan
and
their
proposals.
We
have
an
engaged
City
Council
in
a
2017,
past
equity
and
opportunity
for
city
contracting.
H
We
have
an
active
community,
participate
and
monitoring
of
construction
sites,
and
some
funders
of
construction
projects
now
require
the
involvement
of
residents,
people
of
color
women
and
minority
and
women-owned
firms
as
part
of
their
financing
criteria
that
plus
the
construction
boom
that
we
find
ourselves
in
equals
a
special
moment.
One
of
the
Commission's
number
one
goal
should
be
helping
our
contracting
world
join
us
as
we
work
towards
being
on
the
right
side
of
history,
one
that
ensures
an
equitable
and
inclusive
construction
and
development
industry.
H
It
was
a
significant
statement
from
Mayor
Walsh
when
he
amended
the
BR
JP
ordinance
in
2017.
Community
activists
are
excited
about
the
ability
of
the
Commission
to
sanction
contractors
for
non-compliance.
However,
creating
access
and
opportunity
for
our
residents,
people
of
color
and
women
is
more
nuanced
than
merely
sanctioning
those
who
are
non-compliant.
The
amended
jobs
ordinance
has
laid
the
groundwork
for
a
unique
approach
to
the
work
at
the
BEC,
with
an
emphasis
on
a
collaborative
approach
to
the
work.
H
Sanctions
are
an
excellent
tool
and
a
welcome
addition
to
the
ordinance,
as
many
contractors
have
gotten
a
little
too
comfortable
with
stern
warnings.
Sanctions
don't
create
jobs
but
they're
there
if
needed.
More
importantly,
the
new
sanctions
have
brought
developers
and
contractors
to
the
table
with
a
sense
of
urgency
to
work
on
better
compliance
with
their
be
rjp
goals,
which
in
turn
will
help
ensure
that
Boston's
economic
development
will
benefit
all
of
its
residents.
H
They
honestly
see
the
sense
of
urgency
is
the
most
significant
win
so
far
as
it's
substantial
construction,
like
any
business
at
the
end
of
the
day,
is
all
about
relationships.
The
more
that
we
can
help
build
these
relationships
with
workers,
contractors,
advocacy
groups,
training,
programs,
unions
and
apprentice
shops.
The
better
position
the
city
will
be
to
continue
to
be
a
leader
in
inclusive
and
diversity
in
the
trades.
Another
critical
aspect
of
this
work
is
community
oversight.
I
can't
stress
this
enough
resident
activists
like
Janet
Jones
who's
here
today.
H
Janet,
would
you
please
raise
your
hand,
volunteer
hundreds
of
hours
to
monitor
city
projects,
even
with
the
added
capacity
that
Mayor
Walsh
has
added
to
the
equity
and
inclusion
team,
the
Office
of
Economic
Development
with
the
construction
industry
as
busy
as
it
is.
You
can
never
have
enough
eyes
on
a
project
ensuring
that
residents,
people
of
color
and
women
are
working
in
accordance
to
the
BR
JP.
H
If
there's
a
project
in
Dorchester,
Roxbury
Janet
on
our
own
time,
free
of
charge
and
for
the
greater
good
of
the
city
we'll
make
sure
that
V
Archie
P
goals
are
met
and,
if
not
she'll,
make
sure
that
the
Beck
knows
Janet
attends
practically
every
Beck
meeting.
In
addition
to
many
other
construction
oversight
committees,
this
work
is
all
about
collaborations.
H
The
Union
Building
Trades
have
been
another
great
ally,
Brian
Doherty
secretary
treasurer
and
general
agent,
and
many
business
agents
attend
the
Beck
meetings
and
are
there
to
help
connect
their
members
with
contractors
in
need
of
workers
to
meet
the
goals
of
the
BR
JP.
A
big
part
of
the
work
of
the
Becket
is
finding
out
what
projects
are
not
in
compliance
with
their
BR
JP
goals
and
rubric
and
holding
those
accountable
equally
as
important
as
the
who
is
the.
H
Why
making
connections
between
poorly
performing
projects
and
resources
is
essential
not
to
oversimplify
things,
but
I
always
remind
contractors
that
it
was
a
business
decision
to
work
in
Boston,
particularly
today
in
a
booming
industry.
Contractors
have
a
lot
of
choices
where
they
work,
but
if
you
are
in
Boston,
the
expectation
is
that
you
comply
with
their
BR
JP
goals.
I
stress
that
one
we
are
merely
holding
them
accountable
to
what
they
signed
up
for
and
to.
We
want
to
help
them
meet
the
goals
and
we're
here
as
a
resource.
H
A
large
part
of
the
work
is
out
of
a
convenient
it's
about
getting
people
together
in
a
room,
putting
individual
egos
aside
and
working
together
to
address
challenges
and
needs.
Sometimes
it's
as
easy.
As
contractor
8-week
on
meet
business
agent,
X
other
times
it's
more
nuanced
and
takes
an
understanding
of
the
broader
industry
and
the
challenges
that
some
trades
face.
I
will
note.
I
will
now
speak
on
two
lists.
H
The
first
highlights
what
I
have
seen
as
keys
to
the
Beck
being
able
to
increase
residents,
people
of
color
and
women
working
on
construction
projects
in
the
city.
The
second
list
outlines
what
I
see
a
significant
challenges
for
the
work.
First,
I'm
gonna
start
with
the
keys
to
success.
As
I
mentioned
earlier,
the
leadership
from
our
elected
officials
has
been
tremendous.
Second,
the
BR
JP
staff
has
been
outstanding.
H
Repeat:
bad
customers
continue
to
be
a
challenge.
Some
of
these
companies
continue
to
be
awarded
contracts,
even
though
hate
they
have
performed
poorly
with
the
goals
of
the
BR
JP
many
being
awarded
through
the
file
sub
bid
system
file
sub
in
a
public
procurement
law,
not
specific
to
the
BR
JP
office,
allows
contractors
that
don't
meet
the
BR
JP
goals
to
work
in
Boston.
H
Worse,
it
will
enable
repeat
offenders
to
continue
to
win
bids
at
the
end
of
the
day,
with
change
orders,
the
contractors
that
win
vias
file
sub
bid
often
cost
more
than
other
firms
that
bid
usually
firms
with
better
trekkers,
with
meeting
calls
of
the
BR
JP
to
well
I.
Understand
that
it's
the
nature
of
the
work,
not
knowing
what
the
total
number
of
workers
is
residents.
People
of
color
women
makes
determining
compliance
complicated.
It's
working
on
a
problem
without
a
denominator.
We
don't
have
a
baseline.
For
example,
say
a
project
has
100
carpenters
on
site.
H
The
goal
is
40%
people
of
color.
That
means
we
expect
to
around
40
people
of
color
on
site.
However,
because
we
don't
know
how
many
people
of
color
in
each
trade,
it's
tough
to
determine
whether
40
people
of
color
is
realistic,
3,
it's
good
to
think
that
the
industry
is
booming.
However,
as
a
result,
it's
tougher
for
projects
to
meet
their
goals.
Now
is
the
time
to
focus
on
training
the
next
generation
of
workers.
As
why
programs
like
building
pathways
operation,
exit
and
youth
build
Boston
are
so
important.
H
Female
participation
can
you
continues
to
be
a
challenge?
The
casinos
are
an
excellent
model
that
I
hope
is
replicated
in
other
projects,
the
Pazzi
group
on
trades
women's
issues
and
build
a
life
MA
our
allies
and
as
part
of
the
work
we
need
to
be
strategic
while
we
introduce
people
to
careers
and
construction
and
be
prepared
to
support
them.
When
the
industry
inevitably
slows
down
residents,
people
of
color
and
women
brought
into
the
trades
to
help
the
industry
be
more
inclusive,
cannot
be
the
first
people
out
of
work
when
things
slow
down.
H
Shifting
gears
a
bit
and
as
I
wrap
up
I
will
briefly
explain
the
trim,
tab
principle,
one
of
the
guiding
principles
of
my
work
as
chair
of
the
boss,
Employment
Commission,
the
great
design
scientist
Buckminster
Fuller,
used
the
image
of
a
large
ocean-going
ship
traveling
at
high
speed
through
the
water
to
explain
the
trim,
tab
principle.
The
mass
and
momentum
of
the
vessel
are
enormous
and
significant
forces
required
to
turn
its
rudder
and
change
the
ship's
direction.
H
In
the
past,
some
large
ships
had
at
the
trailing
edge
of
the
main
rudder,
another
tiny
rudder,
the
trim
tab
by
exerting
a
small
amount
of
pressure.
One
person
could
easily
turn
the
trim
tab.
The
trim
tab
then
turned
the
rudder
and
the
rudder
turned
the
ship.
Every
system
has
one
or
more
places
where
the
leverage
of
trim
tabs
can
be
applied.
Trim
tabs
may
be
the
physical
artifacts
or
manifest
themselves
as
social
innovations,
policies
or
programs.
H
Each
construction
project
has
a
trim,
tab
or
trim
tabs
that
will
help
it
meet
the
goals
of
the
BR
JP
ordinance
and
ensure
that
we
are
creating
an
inclusive
and
equitable
construction
industry.
It's
up
to
us
to
identify
and
to
use
them.
The
time
is
now
mayor,
Walsh,
his
administration,
the
Boston,
City
Council,
community
activists
and
funders
are
all
working
to
ensure
that
today's
booming
construction
industry
provides
meaningful
employment
to
Boston
residents,
people
of
color
and
women.
The
challenge
is
for
us
to
work
together
and
maximize
this
unique
incredible
situation.
H
It's
easy
to
be
critical
about
projects,
not
meeting
the
meeting
to
be
rjp
goals,
and
we
should
not
let
them
off
the
hook
easily.
But
if
we
take
a
step
back
mayor,
Walsh
has
helped
position
us
to
make
real
inroads
to
inclusion
and
diversity
in
the
construction
industry
and
ensure
that
Boston's
economic
growth
is
both
inclusive
and
equitable
for
all
its
residents.
The
work
of
the
Beck
is
not
just
about
doing
the
right
thing.
H
It's
about
recognizing
that
we
as
a
city
have
an
opportunity
to
change
residents,
lives
for
the
better
and
help
transform
the
way
in
industry
or
profession
does
business
by
holding
projects
accountable
to
their
be
rjp
goals.
Thank
you
for
this
opportunity.
I
welcome
your
feedback,
questions
and
comments
that.
C
Wanted
to
thank
you
for
your
presentation,
incredibly
informative
and
very,
very
helpful
and
shaping
you
answered
some
of
the
questions.
I.
Had
you
lost
me
a
little
on
the
ship
analogy.
I.
Could
you
know
I
I,
don't
know
I,
don't
I'm,
sorry
so,
but
I
get
the
overall
gist.
Is
that
it's
it's
a
wave
effect?
It's
the
impact
is
for
many
people
and
I
appreciate
your
your
breaking
down,
especially
where
you're
finding
the
opportunities
and
what's
working
well
and
also
where
the
challenges
are
cuz,
I,
think
being
totally
honest.
C
We
should
be
totally
transparent
again
all
having
the
same
goal,
we're
here
to
work
together
to
figure
out
how
we
support
each
other.
So
thank
you.
So
much
I
have
a
couple
questions
of
regarding
the
the
punishments
or
the
the
incentivizing
I.
Guess,
if
you
want
to
call
it
and
I
wonder,
I
know
it's
set
by
statute,
but
do
you
find
that
some
people
find
it
it's
just
cheaper
to
pay
that
than
to
comply
with
with
the
ordinance
I
mean?
C
D
D
D
We
can
attest
to
the
ordinance,
at
least
by
the
numbers
and
the
teeth
to
the
ordinance,
creating
urgency
and
creating
a
responsiveness
where
we,
the
Commission,
recommended.
We
look
a
couple
at
a
couple
of
projects
for
refining
for
sanction
and
in
fact,
what
we
did
was
we
brought
him
in.
We
told
them
specifically:
I
want
to
be
specific
to
one
project,
Dudley
library,
which
is
the
case
that
was
using.
We
can't
we
can't.
D
We
brought
him
in
and
said
you
about,
to
get
you
about
to
get
fined
what
they
did
was
dramatically
change
their
behavior
in
providing
us
all
the
documentation
that
was
missing
and
being
super
responsive
and,
in
fact,
is
I
wasn't
expecting
their
numbers
dramatically
increased
and
so
not
having
had
even
sanctioned
them.
The
threat
to
sanction
proved
to
be
super
effective.
We
do,
however,
anticipate
finding
people
very
shortly
under
the
new
ordinance,
and
so
we
will
have
better.
D
C
You
um
so
I'm
curious
one
of
the
biggest
issues
I
also
find
with
the
wealth
disparity
is,
is
wages
and
wage
theft
and
I
know
that
we
have
an
ordinance
on
the
books,
an
executive
order?
Actually,
if
that
mayor,
Walsh
also
pushed
through
that
applies
to
projects
that
are
twenty
five
thousand
dollars,
I
think
so
it's
actually
more
expansive
than
the
back
and
I
might
my
concern
or
what
I'm
curious?
Is
your
communication
about
wage
theft
and
repeat
offenders
in
that
realm?
C
What
I
would
hate
to
see
is
that
a
person
is
complying
by
having
51%
folks
from
Boston
exceeding
with
folks
of
color
over
40%
exceeding
with
women,
but
not
paying
them
right.
So
so,
how
are
you
talking
with
the
way
I
know
they
have
their
own
enforcement.
So
I'm
not
asking
you
about
how
you're
going
to
enforce
on
that
I'm,
not
asking
about
your
enforcement
I'm,
asking
about
your
communication
to
make
sure
that
someone
who
doesn't
pay
their
workers
but
manages
to
meet
all
the
demographics
that
we
want
doesn't
slide
under
your
realm.
So.
F
Typically
right
now,
the
only
place
that
we
see
the
wage
violations
would
be
on
a
city
run
project,
and
it's
not
necessarily
a
repeat
offender
situation,
but
part
of
what
our
office
does
is.
Make
sure
that
if
there
is
a
wage
violation
discovered
that
we
go
after
the
contractors
to
make
sure
that
they
actually
pay
the
money
is
owed
to
the
worker.
Yes,.
D
C
C
C
Right
so
so,
and
I
think
that
that's
that's
great,
that
your
office
handles
both
so
I
think
it's
an
easy,
easy
way
to
coordinate
the
communication
so
and
I'll
turn
over
shortly.
That's
okay,
but
just
one
last
question,
and
and
when
it
comes
to
women
and
industry
night,
one
of
the
challenges
that
I've
also
heard
outside
of
the
challenges
that
you've
listed
has
to
do
with
child
care
and
access
to
affordable
child
care.
C
We
want
to
have
those
numbers,
but
I
do
think
you.
You
know
having
a
conversation
that
includes
that.
Might
be
worth
it
for
you
when
they're
when
they're
genuinely
not
the
not
the
bad
actors
when
they
are
genuinely
looking
at
you
and
I,
think
they
look
to
your
leadership
for
helping
how
we're
gonna
meet
those
numbers.
So
I'll
turn
it
over
to
my
colleagues
for
now,
I
was.
H
Just
absolutely
and
I
think
the
one
thing
that
I've
heard
in
addition
to
the
affordability
is
the
hours
in
which
the
daycare
providers
are
in
operation
oftentimes.
Many
of
them
start
at
6:30
or
7:00
is
opening
many
of
our
trades.
Men
and
women
need
to
be
on-site
a
lot
earlier
than
that.
So,
in
addition
to
affordability,
is
hoping
working
with
the
hours
to
be
a
little
bit
more
accommodating
as
well.
B
Thank
You
Jamie.
Yes,
so
in
my
opening
remarks,
what
I
failed
to
mention
were
the
compliance
officers
that
the
monitors
themselves,
who
are
great
partners
in
this
work,
so
I
just
wanted
to
acknowledge
them,
and
today
we
have
did
he
just
leave.
So
Robert
was
just
here,
so
I
definitely
want
to
acknowledge
the
important
work
that
they're
doing
I
wanted
to
come
back
to
the
deadly
library
project.
B
It
was
the
April
BEC
meeting
when
I
first
saw
you
in
action
and
certainly
Janet
was
there
that
I
decided
to
bring
the
deadly
library
as
well
as
Vine
Street
before
the
monitoring
committee,
so
that
we
could
keep
eyes
on
that
and
so
any
improvement
that
we've
seen
I
think
as
a
direct
result
of
folks
actually
putting
some
eyeballs
on
their
numbers.
I
show
up
unannounced
to
their
job
site
all
the
time
I've.
B
Let
it
be
known
to
them
that
if
you
know
a
new
company
is
coming
on
site,
if
they
don't
have
the
numbers,
they
shouldn't
come
on
site
and
I'm.
Gonna
show
up
at
7
a.m.
to
see,
in
fact,
if
they
come
on
site
and
if
they
do,
if
they're
coming
on
site
with
the
right
workers,
so
I
think
it's
important
just
to
kind
of
clarify
that
now
you
mentioned
Dudley
Library
as
an
example.
B
Is
that
twelve
point,
eight
million
dollars
that
we're
talking
about?
And
this
is
a
city-owned
project.
So
I
also
want
to
make
that
known
that
these,
both
Vine
Street
and
Dudley
library
were
city-owned
projects
and
we're
talking
about
people
not
being
in
compliance.
We're
talking
about
the
city
not
being
in
compliance,
and
so
when
you
talk
about
Dudley
library
being
threatened
with
fines,
who's
actually
getting
the
fine.
So.
D
I
want
to
want
to
be
clear
that
this
work
is
done
in
collaboration
exciter
ship,
with
the
car
with
the
council
and
council
Janey
I.
You
know
we
appreciate
your
leadership.
It
was
really
important
in
calling
out
the
library,
so
I
think
there
was
a
there
were
a
lot
of
actors
in
on
that
one
and
want
to
appreciate
the
community
activists
and
want
appreciate
the
back
in
in
all.
In
you
know,
Robert
was
was
ringing
the
bell.
He
was
ringing
a
bell.
D
B
D
The
GC
gets
the
fine
okay,
the
GC
gets
the
fine
and
so,
in
fact,
I
think.
You
also
know
that
we
had
alerted
everyone
that
we
were
stopping
the
Vine
Street
project
by.
She
was
out
of
compliance,
they
weren't
being
responsive,
and
so
we
went
to
the
community
and
we
started
with
the
community
meeting
and
it
alerted
the
folks
at
Mount,
Pleasant
Vine
Street
that
were
shutting
down
the
Vine
Street
project,
brought
them
in
and
had
a
conversation
or
so
so
you're
absolutely
correct
these
projects.
D
B
So,
for
me
very
important
that
the
city
play
a
leadership
role
and
that
the
city
in
fact
adhere
to
the
standard
and
it's
very
difficult
than
to
hold
private
development
accountable
if
the
city
isn't
doing
the
same,
so
I
certainly
appreciate
your
leadership
and
that
it
does
take
collaboration
in
partnership,
and
so
certainly
I
mean
that
was
the
first
time
I
saw
you
Travis
was
calling
them
to
task
and
decided
to
bring
them
before
the
community.
To
do
the
same
so
certainly
appreciate
that
Robert
you
missed
the
shout-out
I
gave
you
but
you're
back.
B
So
if
you
would
just
wave
and
say
thank
you,
I
mean
I'm
saying
thank
you
to
you.
I
want
to
start
with
the
money,
so
you
mentioned
earlier
that
it's
nine
billion
dollars
so
billion
with
a
be
active
development
and
6.8
billion.
That
is
in
the
pipeline,
so
more
than
15
billion
construction
dollars,
and
we
often
look
at
the
construction
hours.
You
know
how
many
of
the
hours
are
going
to
residents
people
of
color
women.
We
absolutely
should
but
I'm
very
much
interested
in
how
much
of
this
money
is
going
to
residents.
B
People
of
color
and
women,
particularly
when
we're
talking
about
MBEs
and
w
bees
and
so
right
now,
I
know
we
don't
track
that,
but
I
think
it's
very
important
to
track
that.
So
I
could
have
a
hundred
hours
going
to
people
of
color
and
ten
hours
that
are
not
going
to
people
of
color
and
those
ten
hours
could
be
worth
more
money
on
the
table
than
those
hundred
hours.
D
Thank
you.
We
will
work
on
that.
We
will
begin
to
work
on
that
I
think
we
are
get.
We
are
with
the
new
diversity
language
in
the
RFPs,
diversity
of
participation
and
language
in
the
RFPs.
We
will
be
able
to
come
back
and
give
you
on
city
owned
land,
specific
numbers.
On
that
question
we
are
tracking
it,
we've
asked
for
it.
We
are
now
weighing
it
and,
in
fact,
we'll
be
selecting
upon
that
criteria
really
really
important
on
the
private.
D
J
B
And
I
appreciate,
certainly
your
work
and
your
leadership
along
with
councillor
woo,
but
I
want
to
make
sure
that
we're
building
it
in
as
we
talk
about
construction
dollars,
certainly
we
need
to
be
looking
at
all
the
MBE
and
WBE
s
and
all
the
money
that
the
city
spends
and
who's
who's.
Getting
that
and
so
I
certainly
appreciate
your
work.
I
just
want
to
know
that
when
I'm
monitoring
this
every
other
week
with
the
community
that
it's
not
that
I'm
not
just
looking
at
ours,
I
want
to
break
down
of
dollars.
B
B
But
you
know
we
have
to
do
both.
We
have
to
hold
folks
accountable
now,
as
well
as
build
the
bench
you
know.
My
worry
is
that
by
the
time
we
get
the
bench
built
that
this
boom
is
going
to
be
gone,
and
so
that
15
billion
that
we're
talking
about
I
need.
We
need
to
make
sure
that
people
are
participating
in
an
equitable
way
and
that
15
billion.
So
let
me
just
ask
some
questions
and
I
know.
B
E
B
And
I
should
shout
out
Claudette
as
well
as
Stacy,
who
was
not
here.
So
thank
you
for
that.
So
what
has
to
happen
so
then
what
happens
after
that?
So
just
take
us
through
the
process.
So
you
you
have
a
corrective
action
meeting.
Do
people
suddenly
get
their
act
together
in
terms
of
submitting
payrolls
or
meeting
the
the
numbers?
What
happens
so.
E
Like
a
chief
chief
beryl
stated
with
this
new
ordinance,
no
one
wants
to
get
fined
so,
for
example,
the
Delhi
project.
We
brought
a
man,
we
met
with
them,
they
came
in
front
of
the
back,
we
explained
to
them,
listen
you're
in
violation,
you're
gonna
get
fined
and
directly
afterwards.
The
payroll
started
being
submitted
on
time,
and
we
also
saw
an
increase
in
numbers
as
well
and.
E
B
E
D
B
B
Think
also
important
well,
the
overall
numbers
on
projects.
You
know
whether
they've
improved
over
time
and
we
look
at
totals.
Sometimes
the
total
numbers
are
looking
good
still,
trade
by
trade.
There's
a
lot
of
work.
There
are
certain
companies
who
continue
to
get
jobs
in
the
city
who
are
not
that
we
all
know
don't
meet
the
requirements
and
they're
not
making
the
numbers.
So
there
are
some
folks
who
come
in
and
they
come
in
quick
they're
only
there
for
a
short
period
of
time,
not
a
lot
of
work
hours
and
then
they're
out.
B
B
D
So
we're
walking
out
the
corrective
action
process
first
right
and
on
Dudley
they
weren't
responsive
and
so
because
they
weren't
responsive.
We
got
a
recommendation
to
find
we
presented.
That
recommendation
would
in
fact
how
much
we
were
gonna
find.
We
called
him
in
that
we're
gonna
find
and
immediately
they.
They
responded
with
all
the
documents.
They,
you
know,
checked
all
the
boxes
and
we
we
were
ready
to
find
on
Dudley
because
we
feel
like
there
were
enough
meetings.
There
were
enough
people
that
had
reached
out.
D
We
given
them
some
resources,
so
we
ready
fine,
we
were
ready,
fine
and,
and
then
they
they
change
their
tune
and
change
their
behavior
I
anticipate.
There
will
be
fine
shortly
because
we've
now
had
enough
time
to
do
emails.
Meetings
calls
calls
with
the
BA
calls
with
the
G
with
the
subs
cut.
You
know,
meetings
with
the
subs
and
right,
so
we
feel
like
we
have
enough
and
we're
doing
great
documentation
so
that
we
are
when
we
are
challenged.
D
K
B
Yes,
so
how
many,
how
many
GCSE
or
developers
have
you
threatened
to
find
or
had
to
have
these
tough
conversations
and
back
and
forth
with
the
emails
and
the
meetings
like
who?
What's
that
low-hanging
fruit?
So
when
you
come
back
and
report
to
the
council
in
April
I'm
assuming
between
now
and
then
there
will
be
some
fines.
Who
are
those
folks?
Well,
you
don't
have
to
name
people
specifically,
but
are
there
a
number
of
people
who
are
companies
that
are
going
to
be
fined?
Yes,.
D
I
want
to
I
want
to
go
on
record,
to
say
a
couple
of
things.
One
is
we
have.
We
have
called.
We
have
had
corrective
action
meetings
with
GCS
on
a
variety
revered,
variety
of
projects,
both
covered
by
the
old
ordinance
and
the
new
ordinance,
and
on
record
I'm
being
very
consistent
in
letting
all
of
them
know
that
we
will
find
it's
not
like.
D
D
B
D
B
I
appreciate
that,
let
me
continue
to
move
on
chief
if
I
may.
So
what
is
the
system,
assuming
that
we
were
collecting
fines?
Where
is
that
money
going
to
go?
Who
gets
decide
who
gets
to
decide
where
the
money
goes?
Is
the
money
being
used
to
kind
of
build
the
pipeline?
Is
it
if,
if
there
are
a
lot
of
fines
or
people
out
of
compliance
in
a
certain
neighborhood
with
that
neighborhood?
Would
that
money
be
used
to
kind
of
support
the
workforce
development
in
that
neighborhood?
What's
the
system
in
place
so.
F
B
And
I'd
be
interested
and
and
and
making
sure
that,
certainly
it
goes
to
workforce
development,
job
training
that
were
really
focused
on
building
the
bench
of
folks,
particularly
you
know
the
women
numbers
whatever
project
you
look
at
the
women
numbers
tend
to
be
always
lower,
and
so
is
there
there's
a
new
data
tracking
system
in
place.
There's.
D
D
B
B
B
D
We'd
have
to,
we
would
have
to
get
a
report
to
look
at
construction
jobs,
but
in
general,
the
breakdown
in
linkage,
payments
to
the
Housing
Trust
in
the
job,
trust-
and
don't
quote
me
and
I'll,
get
you
I'll,
get
you
the
actual
numbers,
but
it's
something
like
eight
dollars
and
something
goes
to
the
housing,
affordable,
housing,
trust
and
a
dollar.
Something
goes
to
the
workforce,
trust
and
I'll
get
you
the
actual
numbers
on
that.
Okay,.
B
Yeah
I'd
be
interested
to
see
you
know,
what's
going
specifically
to
the
construction
side,
just
kind
of
to
your
point
earlier
around
building
the
pipeline,
one
of
the
things
that
I've
noticed
in
monitoring
these
construction
sites.
These
projects
is
that
you've
got
folks
who
have
their
core
crew.
Maybe
they
bring
on
a
woman.
B
Maybe
they
bring
on
a
person
of
color
or
resident
to
meet
the
requirements,
and
then
they
let
the
person
go,
go
off
to
the
next
job,
and
so
you
see
this
shuffle
of
people
who
are
being
hired,
but
then
being
let
go
because
they
you
know,
want
to
keep
their
core
crew
intact
and
I.
Understand
that
it's
a
kind
of
a
nuanced
thing
where,
if
you're
doing
this
work,
you've
got
people
you've
been
working
with
who
you
like
their
work.
You've
got
a
rapport.
You've,
you
know
them.
B
You
trust
them
to
get
the
job
done
to
show
up
on
time,
whatever
it
is.
But
how
do
we
kind
of
cut
through
that
to
ensure
that
we're
not
playing
this
shuffle
game
around
just
hiring
people
temporarily
to
meet
some
sort
of
requirement,
then
going
about
your
business
elsewhere
and
that
people
are
not
really
having
the
opportunity
to
work
on
other
jobs?
Have
you
guys
thought
about
that?
I.
E
E
At
that
company
to
make
sure
that
that
company
still
has
that
female
and
that
companies
not
checkerboarding
or
that
companies
not
just
hire
a
person
to
put
some
numbers
on
the
paper,
so
I
think
extra
emphasis
on
tracking
on
companies
and
actually
tracking
workers
and
making
sure
that
certain
workers
that
companies
are
training
these
workers
and
they're
keeping
these
workers.
So
we
see
the
same
companies.
B
L
B
You
know-
maybe
you
know,
we've
need
more
time
to
kind
of
think
about
what
some
of
those
solutions
might
be,
but
and
I'm
certainly
glad
that
your
your
office
is
thinking
about
that.
But
that's
you
know
one
of
the
things
that
we
see
is
that
folks,
you
know
perhaps
they're
bringing
on
someone,
but
it's
kind
of
a
temporary
thing
for
this
particular
job
site
and
then
the
person
is
cut
loose,
and
so
you
know
they're
missing
out
in
an
opportunity
to
kind
of
really
build
and
hone
in
their
own
skills
and
and
get
you
know.
B
B
D
C
Question
in
terms
of
how
folks
are
chequered
or
put
in
their
boxes,
so
I
go
to
work
under
the
back
right.
There's
a
woman
of
color.
So
what
an
employer
be
able
to
kind
of
double
dip
in
that
I
made
my
woman
quota
and
then
I've
also
made
my
person
of
color
quota
so
instead
of
she
counts
for
the
women,
so
we're
gonna
have
to
make
added
effort
to
increase
people
of
color.
How
does
that
work?
Cuz?
That
I've
been
considered?
Well
me
like
we,
we
have
you
know.
C
Half
of
our
folks
are
people
of
color.
Half
of
them
are
women
and
you'll
go
in
there
and
it's
you
know
I'm
not
upset
to
see
a
bunch
of
you
know
women
of
color
holding
it
down,
but
I'm
thinking
it
wait
a
second
now
you
you
you've,
not
you
could
have
had
a
bigger
number,
so
Mike
Mike.
You
know
for
those
of
us
that
you.
C
D
D
M
D
C
C
It's
okay,
all
right!
So
right
now,
I
can
fall
under
several
boxes
and
as
opposed
to
putting
me
under
one
box,
women
and
then
having
to
still
increase
or
make
the
quota
for
people
of
color
and
Boston
residents
right.
Okay-
and
you
see
how
to
me
that
actually
allows
for
an
employer
to
do
less
under
this
ordinance.
J
J
C
D
J
Just
wanted
to
to
thank
the
makers
of
this,
this
order
for
their
leadership
and
their
vigilance
and
for
your
robust
and
thoughtful
line
of
questioning.
Most
of
my
questions
were
asked
and
answered,
but
I'm
just
going
to
do
a
couple
and
then
I
think
we
want
to
move
to
public
testimony
because
folks
have
been
very
patient,
but
I
can't
say
anything
without
first
acknowledging
the
foundational
work.
That's
been
done
here
and
I.
J
We
know
every
law
is
only
as
good
as
its
enforcement.
So
to
those
who
have
been
a
partner
in
community
and
making
sure
that
we
are
enforcing
the
law,
every
budget
cycle
I've
initiated
a
letter
and
had
colleagues
sign
on
to
push
for
a
greater
investment
in
compliance,
monitors
that
are
in
keeping
and
commiserate
with
the
building
boom
that
we
are
in
the
midst
of
and
I'm.
J
Do
we
believe
that,
right
now,
our
compliance
monitors
are
commiserate
with
the
level
of
building
that
we
are
doing.
It's
my
recollection
that
the
last
time
we
were
experienced
going
to
press
in
a
building
boom
I
think
we
had
10
monitors
or
10
more
than
we
have
currently
so
I
just
wanted
to
better
understand
what
is
currently
allocated
in
the
line-item.
D
Thank
you
we
it
is,
it
was
it's.
It
has
been
on
the
table
at
the
topic
of
conversation
with
the
advocates
and
those
who
help
us
look
at
the
ordinance
and
in
the
work
that
we
do.
We've
gone
back
and
forth
about
the
you
know,
sort
of
city's
role
and
responsibilities
and
what
we
really
should.
We
all
are
public
right
in
terms
of
what
we
should
be
doing,
I
think
beyond
policy.
We
are
advocates
and
have
talked
to
some
of
the
foundations
that
support
advocates
because
they
call
in
and
check
in
so
I.
D
You
know,
I
just
want
to
say
and
I've
never
said
it
to
the
advocates,
but
but
foundations
will
call
and
they'll
check
in,
and
we
are
we're
staunch
advocates
and
saying
these
people
are
critical,
not
just
for
you
know,
monitoring
these
sites
and
coming
back
and
communicating,
but
also
for
their
vigilance
and
their
research
around
the
things
we're
doing.
Other
cities
are
doing,
I
mean
comparing
us
and
talking
to
their
colleagues
around
the
country.
So
I
just
want
to.
J
E
I
can
answer
that
I've
been
around
here
for
about
25
years
now
and
I
think
this
is
toward
the
highest
levels.
I
can't
yes,
at
least
in
to
these
two
more
monitors
than
we've
had
in
the
past,
and
we
also
have
additional
support
staff.
It's
just
not
the
monitors.
We
also
have
additional
support
staff,
the
staff-
that's
that's
greater
than
we've
had
in
the
past,.
J
D
We
just
added
mutters,
we
added
a
new
program
monitor
to
our
team.
I
forgot
to
call
out
Jessica
who
is
sitting
in
staff
right
now.
We
just
hired
a
new
outreach
coordinator
and
construction
monitor
so
and
you're.
Through
your
your
help
with
the
budget,
we
also
was
able
to
bring
in
a
new
director
of
the
equity
inclusion
unit,
so
we
have
more
capacity
we've
ever
had.
D
N
J
Okay,
so
getting
back
to
the
disparity
point,
you
know
since
ultimately,
I
think
the
goal
here
when
we
talk
about
a
more
inclusive
economy
is
really
not
just
about
people
getting
an
equitable
piece
of
the
proverbial
pie,
but
an
equity
and
opportunity
to
contribute
to
it
just
a
benefit
from
the
city's
prosperity,
but
to
contribute
to
it.
And
so
and
ultimately,
this
is
about
addressing
what
we
all
espouse
we
care
about,
and
that
is
the
wealth
and
wage
gap
in
this
city
which
continues
to
widen
and
so
from
a
workforce
development.
J
So
I'm
not
really
sure,
but
in
the
same
way
that
our
Boston
Police
Department
is
not
representative
of
the
city
and
overwhelmingly
aging
and
non-ethnic,
and
we
are
having
to
be
intentional
about
how
to
to
cultivate
this
next
generation
of
police
officers,
which
is
why
we
have
reinstated
the
cadet
Academy
and
things
like
that.
I.
Just
wonder
if
we
know
that
our
population
is
going
to
be
growing
by
a
hundred
thousand
people
by
2030
and
we
have
goals
and
plans
for
around
climate
around
transit
around
how
much
housing
that
we're
building.
J
We
know
we
are
going
to
need
this
workforce.
So
do
we
have
workforce
in
training
goals,
commiserate
with
the
population
growth
and
our
building
and
our
development?
And
then
how
are
we
meeting
that?
Because
programs
like
operation
exit
and
building
pathways
and
great
the
great
programs
that
are
happening
out
of
EE
W?
And
things
like
that?
You
know.
Ultimately,
if
we're
not
aggressive
and
intentional
about
the
capacity
growth
of
those
efforts,
we
won't
have
this
workforce
and
I
want
to
know
specifically
how
Madison
Park
is
factoring
into
all
of
this
right.
D
So
I
want
to
agree
with
your
assessment
of
the
importance
of
workforce,
I,
think
oftentimes.
We
talk
about
displacement
and
gentrification.
We
talk
about
accessing
the
portability.
We
don't
talk
about
financial
mobility
and
financial
stability
and
the
importance
of
the
wage
gap
importance
of
the
the
wealth
gap
right.
It's
really
an
important
fact.
Owners
want
to
also
recognize
the
council's
worked
in
helping
us
move
this
along.
So
we
have
I
would
say
with
the
new
ordinance
with
the
new
good
jobs
wording
in
our
RFPs.
D
We
would,
we
would
frankly,
all
like
to
see
more
haven't
been
done.
I
want
to
I'd,
say
Boston
as
a
leader
and
all
that
we
have
done
and
in
the
players
in
the
ecosystem.
In
doing
this,
all
that
said,
we
need
to
hurry
up
right
and
city
government
moves
slow
and
is
deliberate,
and
we
have
to
be
be
so
that
we
can
be
good
towards
behalf
of
the
people.
But
but
this
kind
of
hearing
and
our
kind
of
partnership
allows
do
that
Dappy
and
said:
there's
a
lot
more
to
do.
D
Sadly,
a
lot
of
that
was
driven
on
the
fact
that
it
is
the
only
dedicated
source
that
we
have
coming
out
of
the
construction
boom
for
Workforce
Development,
and
it
is
grossly
in
my
mind,
this
is
a
chief
economic
development
speaking
that
it
is
the
proportion
of
money
going
to
Workforce
Development
over
for
the
housing,
which
is
critical,
shows
that
the
attention
to
this
conversation
of
displacement
and
how
we
have
anti
property
approaches
is
disproportionate
to
creating
access
and
opportunity
around
housing,
which
is
important,
and
we
need
to
do
more
around
workforce
development.
So.
J
Right
now
is
it
possible,
so
we
don't
have
finite
goals
in
terms
of
Workforce
Development
in
training,
specifically
for
these
trades
right.
Okay,
so
we
have
an
investment
in
Workforce
Development,
but
we're
not
necessarily
counting.
So
we
have
so
many
community
partners
and
you
know
some
might
be
graduating
30
and
some
are
graduating
80
and
summer.
You
know
I,
wonder
if
that's
something
that
you
know
right.
D
Look
forward
to
having
further
conversations
on
this
I
think
to
chairman
Watson's
point:
we
are,
we
might
be
able
to
count
input,
but
without
without
having
real
information
on
the
baseline.
Okay,
we
don't
know
how
much
impact
we're
really
having,
and
so
we
need
to
do
more
work
in
this
area
to
be
able
to
answer
your
question.
J
Just
picking
up
on
counselor
Edwards
point:
oh
I'm,
sorry
to
talking
two
quick
things:
there's
a
coalition
of
folks
at
Council,
Ross
and
I,
worked
with
for
two
years
and
and
a
lot
of
those
folks
that
worked
with
you
to
amend
the
BR
JP
and
one
of
the
things
we
push
for,
where
these
recommendations
from
the
trades
women
group
to
be
codified.
These
best
practices,
I
did
a
quick
look
on
the
on
the
website
and
I
didn't
see
it
there.
I
just
wanted
to
make
sure
that
we
are.
J
It
is
easy
for
contractors
to
say
that
we
don't.
We
can't
find
people
or
we
know
you're,
using
propping
up
this
project
as
a
best
case
practice,
but
we
don't
know
how
to
do
what
they
did,
and
that
was
the
whole
reason
to
get
those
best
practices
codified.
As
a
part
of
this
ordinance,
I
just
want
to
make
sure
that
those
best
practices
are
readily
available
and
it's
not
up
to
the
does
the
employer.
J
F
J
All
right,
then,
the
last
thing
is
on
the
issue
of
child
care.
We
did
actually
end
up
establishing
a
working
group.
You
know,
based
on
the
insight
that
we
did
receive
from
Janet
and
others
that
we
had
grown
the
number
of
women
in
the
trades
building.
Specifically
50%
of
that
workforce
was
now
women
of
color.
J
It
was
three
times
bigger
than
it
had
been
in
large
part
because
of
the
transparency
that
we
brought
through
the
amendment
to
the
to
the
BR
JP,
prompting
the
back
to
have
to
put
all
this
data
online,
but
no
childcare,
and
we
have
in
the
Massachusetts
seventh
I'm.
Sorry
we
have
in
Boston.
You
know
almost
40%
single
female-headed
households
and
we
want
more
women
to
see
this
as
a
viable
path
to
self-sufficiency
and
economic
mobility.
J
But
if
these
are
single
female-headed
households
and
even
if
they're,
not
the
issue
of
child
care,
we've
been
pushing
other
employers
to
a
new
building
to
create
on-site
childcare,
but
that's
not
an
option
for
these
sites
because
it
isn't
safe
and
then
again
the
other
issue
of
non-traditional
non-standard
work
hours.
So
we
train
these
women
we've
gotten
them
in,
but
then
they
can't
keep
the
job
because
there's
no
provider
that
is
working
those
hours.
So
we
do
have
an
ad
hoc
working
group,
that's
working
on
recommendations
and
things
we're
working
with
providers
on
that.
O
J
B
So
one
of
the
things
that
we
see
that
these
these
sites
may
not
be
the
most
welcoming
weather
to
people
of
color
or
to
women
and
I,
don't
know
if
you're
looking
at
that,
but
just
making
sure
that
when
we
do
get
women
on
the
jobs
or
if
we
get
people
of
color
that
they're
in
an
environment
where
they
feel
safe
and
welcomed
and
can
can
do
the
job
and
that
they're
being
supported,
I
had
a
specific
question
for
around
the
jobs
Bank.
How
many?
What
does
that
pool?
B
E
Right
so
that
pool
mainly
consists
of
neighbors
we're
not
seeing
skilled
individuals
who
are
reaching
out
who's,
who
are
filling
out
that
online
application
most
are
individuals
who
are
working
at
a
low
wage,
job
and
they're.
Looking
for
better
pay
and
they're,
seeing
that
construction,
my
offer
better
pay,
but
we're
not
seeing
skilled
workers
we're
seeing
laborers
and
we're
not
seeing
a
lot
of
them
I
think
online
application.
E
E
E
B
And
then,
lastly,
you
know
you
know,
the
purpose
of
this
is
to
kind
of
check
in
twice
a
year
kind
of
go
through
the
numbers,
see
where
we're
doing
a
good
job
and
then
see
where
things
can
be
improved,
and
so,
if
you
have
any
kind
of
last
thoughts,
just
really
90
seconds
around,
maybe
some
low-hanging
fruit
or
next
steps
that
are
solution,
oriented,
certainly
interested,
and
if
not
now
you
know
at
a
later
date.
This
is
an
ongoing
issue
that
we
all
need
to
be
watching.
B
So
I'd
certainly
appreciate
any
insight
that
you'd
want
to
leave
us
with
in
terms
of
solutions
moving
forward
to
increase
residents,
people
of
color
and
women
in
these
areas
and
again
no
pressure.
If
you
don't
have
anything
now,
but
hope
that
we
continue
to
think
about
that
actively.
So
I
think
now
we're
going
to
go
to
public
testimony.
You
want
to
that
first
name.
So.
D
C
C
P
P
For
the
past
six
years,
the
black
economic
justice,
along
with
the
Boston
Jobs
Coalition,
has
been
fighting
for
good
jobs
in
our
community
construction
and
permanent
jobs.
With
let's
and
joined
several
protests
in
Roxbury
Jamaica,
Plain
South
and
East
Boston
in
Dorchester,
we've
made
the
community
away
of
non-compliance
of
the
Boston
medicine
job
policy.
We
helped
rewrite
the
be
ijp
new
ordinance
and
we
are
continuing
to
work
with
the
be
ijp
office
and
the
bet
commission
to
ensure
that
it
is
enforced.
P
We
have
been
monitoring
seven
construction
project
sites
in
Roxbury
for
the
past
six
years.
We
know
the
needs
of
the
community
and
we
are
here
today
because
of
those
needs.
We
are
working
together
to
ensure
people
from
our
community
on
these
job
sites.
We
attend
the
back,
means
and
hear
the
excuses
that
come
from
the
developers
and
contractors
about
why
they
are
not
in
compliance.
We
attend
the
back
meetings
and
see
half
of
the
commissioners
don't
show
up.
We
see
there
are
not
enough
monitors
for
the
projects
that
are
being
done.
P
We
see
major
construction
going
on
and
yet
our
people
are
not
on
these
jobs
in
the
year
2018.
It
is
sad
that
the
construction
industry
is
still
predominantly
in
all
white
male
industry
and
it's
controlled
mostly
by
the
unions.
We
feel,
like
the
unions,
should
be
accountable
to
the
city
of
Boston
as
they
bring
in
mostly
all
white
males.
P
Some
of
the
unions
are
changing
the
way
they
operate
and
I
bringing
in
people
of
color
women
in
Boston
residents,
but
some
are
still
stuck
in
the
eighteen
and
1900s
I
am
here
today
to
ask
you
to
adopt
the
economic
justice
commission,
so
we
may
be
able
to
break
this
continuance
cycle
of
black
and
brown
residents
being
left
out.
Boston
should
be
embarrassed
to
be
the
most
gentle
faience
city
in
the
country.
Boston
should
be
embarrassed
to
be
named.
The
most
racist
city
in
the
country,
Boston
should
be
embarrassed
to
know.
P
P
It's
our
gas
that
we
use
to
go
to
these
meetings,
and
it's
our
mind
that
would
that
we're
bringing
in
helping
the
the
city
so
I
would
just
like
for
you
all
to
think
about
that.
There's
some
kind
of
way
that
the
monitors
can
be
compensated.
As
far
is
a
stipend
I'm,
not
asking
for
a
salary
we're
just
asking
for
sniper.
Thank
you
all
very
much.
N
K
My
name
is
Chuck
Turner
on
coordinator
of
the
Boston
jobs
coalition,
want
to
begin
by
thanking
thank
thanking
you
for
calling
this
hearing.
That
is
part
of
the
revised
Boston
residency
job
policy.
Think
these
twice-yearly
hearings
on
the
policy
and
the
Beck
operation
are
critically
important,
not
just
in
terms
of
seeing
whether
the
details
of
the
ordinance
are
being
worked
out,
but
also
looking
at
the
policy
issues,
because
the
Boston
residency
job
policy
should
not
be
seen
as
a.
K
A
stone,
a
element
that
is
solid
and
to
be
implemented,
but
it
should
be
seen
as
a
living
framework
for
bringing
equity
to
the
city
of
Boston,
and
so
these
hearings
with
the
council
playing
its
role
as
a
monitor
both
of
the
carrying
out
of
the
ordinance
as
well
as
thinking
about
other
policy
issues.
It's
critically
important.
K
What
I'd
like
to
do
is
just
briefly
look
at
some
the
issues
of
policy
change
that
would
be
be
important
on
to
for
the
council
to
look
at,
discuss
and
think
about
how
to
how
to
move
forward
Howard
before
that,
I
thought
it
might
be
helpful
just
to
give
a
little
context
of
where
the
boss
in
residency
job
policy
came
from
in
19
in
May
5th
1975,
two
thousand
white
workers
marched
on
Boston
City
Hall
and
demanded
the
defunding
of
the
what
was
called
a
third-world
jobs.
Clearing
House.
K
The
thought
was
that,
if
we
don't
find
a
way
of
linking
the
problems
of
the
white
workers
in
the
city,
with
the
problems
that
we
are
having
as
workers
of
color,
that
the
unions
will
always
be
able
to
play
us
off
against
each
other
and
politically,
we
won't
be
able
to
move
forward.
And
because
of
that
recognition,
we
said
what
what
we
need
to
do
is
to
link
residency
with
the
idea
of
affirmative
action
for
workers
of
color
and
women
and
to
to
us,
that's
still
important
as
a
framework
of
thought.
K
K
Worker
Boston
is
not
the
same
thing
as
it
was
thirty
and
forty
years
ago,
when
a
fifty
years
ago,
when
the
base
of
the
unions
were
here
in
Boston,
now
it's
in
the
suburbs,
and
so
that
means
that
the
workers
white
workers,
the
suburbs,
are
in
a
better
position.
Given
that
history,
they
just
say
that
from
76,
when
the
community
came
up
with
the
concept
of
the
residency
program
to
1980
when
mirror
Flynn
adopted
it
as
a
policy
as
executive.
K
Our
policy
during
a
very
tough
election
to
the
Supreme
Court,
our
discussion,
where
the
Supreme
Court
said.
Yes,
this
is
a
policy,
that's
constitutional
to
the
development
passage
of
a
br
JP
ordinance
in
1983,
with
some
councillors
who
had
said
they
would
never
support
affirmative
action.
But
when
it
was
linked
to
residency,
said
of
course,
and
moved
forward
with
it,
improving
it
primarily
because
it
made
the
link
I.
Think
if
it
had
just
been
a
question
of
workers
of
color,
it
would
never
have
never
passed.
K
K
That's
going
on,
as
Priscilla
said,
the
Commission
on
economic
justice
which
the
BJC
is
presenting,
and
we
appreciate
that,
it's
being
who
has
filed
that
there's
going
to
be
a
hearing
on
it
and
we
think
we
it's
important
that
people
acknowledge
that
there's
a
major
problem
in
terms
of
compliance,
because
if
we
don't
have
people
color
boston
workers
and
women
who
are
in
the
unions
and
in
the
large
nonprofits,
then
the
reality
is
compliance
isn't
going
to
happen.
That
is
we're
going
to
head.
K
The
larger
non-union
contractors
need
to
work
with
them
to
have
their
there
them
open
their
ranks
for
Boston
workers,
workers
of
color
and
women,
and
we
believe
that
the
Commissioner
economic
justice
is
a
vehicle
to
do
that.
A
second
issue
is
was
touched
on,
and
that
is
that
the
city
of
Boston
should
have
the
provide
the
leadership
role
in
terms
of
the
implementing
of
this
policy.
K
You
know
the
private
private
contractors
look
at
the
actions
are
taking
place
on
city
of
Boston
projects
and
don't
see
it
being
enforced
in
the
way
that
would
say
that
the
city
is
truly
committed
to
it.
Then
they're
going
to
believe
that
they
could
pull
back
in
order
to
have
that
relationship
between
the
public
facilities,
Commission
and
the
departments
who
are
financing
the
work.
That's
going
on
in
terms
of
construction
in
the
parks
in
schools
other
as
fire
stations,
police
department,
other
aspects
of
our
public
work.
K
In
order
to
have
that
work,
move
forward
in
a
very
focused
way,
the
department's
as
the
accounts,
as
the
representatives
mentioned,
there
has
to
be
a
close
working
relationship
between
the
departments
and
public
facilities
and
the
staff
that
has
the
responsibility
of
monitoring.
For
that
reason,
I
think
you
ought
to
consider
for
your
April
2019
hearing.
You
ought
to
consider
inviting
representative
of
the
public
facilities
department
to
come
and
discuss
the
coordination
of
the
work
of
the
departments
with
the
Marne
committee
for
the
department
to
come
and
look
at
the
compliance
numbers.
K
What
are
the
numbers?
Compliance
numbers
for
the
various
city
departments
that
are
letting
contracts
under
the
aegis
of
the
public
facilities
Commission
and
by
having
that?
As
part
of
the
discussion,
we
can
a
clearer
picture
of
whether
the
the
city
is
really
not
just
talking
about
the
mantras
that
staff,
but
the
city,
that's
letting
those
contracts
are
really
playing
their
role
in
terms
of
the
enforcement
on
private
projects.
K
We
want
the
developers
there
because
the
developers
are
playing
a
key
role
with
compliance,
not
just
the
contractors
well
on
city
projects,
we
ought
to
have
the
developers
of
those
of
those
projects
playing
a
equally
strong
and
persevering
role,
so
the
so
in
the
next
hearing.
I
hope
we
could
see
representatives
of
the
city
here
talking
about
their
compliance
a
if
we
look
at
the
ordinance.
You
know
we
see
that
there's
language
when
you
look
at
the
SEC
sanctions
aspects
of
the
ordinance.
K
There
are
there's
a
language
that
says
that
there
will
be
the
requirement
that
both
for
city
projects
and
private
projects,
the
there
will
be
a
record
of
compliance
that
can
be
used
to
determine
future
contracts.
It's
very
encouraging
language,
but
I
think
the
question
that
we
all
need
to
be
raising
is:
how
does
that
get
implemented?
How
do
we
begin
to
identify
those
companies
that
have
historical
track
record
of
non-compliance
and
we
have
a
process
where
it
can
be
more
and
more
difficult
for
them
to
get
to
get
contracts?
K
The
language
is
very
inspiring,
but
if
there's
no
process,
then
it's
just
read
rhetoric.
One
thing
that
could
happen
immediately.
One
thing
that
could
happen
immediately
is
that
the
council
could
ask
the
mayor
to
issue
an
order
to
the
departments
that,
whenever
a
contract
is
being
issued,
that
you
request
aid
through
the
Salesforce
data
process
at
Urich,
that
you
request
a
five-year
compliance
history
for
that
particular
organization
that
comply.
That's
complying
our
that
applying.
K
That's,
not
the
aunt
that
total
answer,
but
if
contractors
begin
to
understand
that
their
past
history
of
compliance
is
a
factor
in
terms
of
getting
contracts.
If
contractors
can
see
that
the
contractors
that
are
getting
the
contracts
have
a
history
of
better
compliance
and
they,
then
that
will
begin
to
improve
the
situation.
My
time.
J
Point
of
information
I
was
curious
if
the
Coalition
is
supporting
senator
chang-diaz
is
legislation
bill
one
six,
eight
four,
which
is
state
legislation
that
ostensibly
offers
when
you're
proposing
if
you're
aware
of
it?
Basically
a
grading
system
will
look
back
if
you've
already
been
proven
that
you're
a
bad
actor,
then
you
shouldn't
even
be
considered.
Yes,.
K
Definitely
we
haven't
looked
at
in
detail,
but
that
concept
is
a
concept
that
we
support
and
that
we
think
the
city
of
Boston
could
implement
it
in
January.
What
is
going,
what
stops
the
department's
from
assessing
the
history
or
we
have
the
Salesforce
data
system
that
is
amazingly
effective
system
of
pulling
that
data
together,
putting
for
it
before
you,
so
the
excuse
of
well,
it's
too
much
work.
K
We
don't
think
is
any
longer
done
and
we
think
that
coming
out
this
hearing,
there
ought
to
be
at
least
one
priority,
and
that
is
that
every
department
does
a
five-year
check
on
the
history
of
compliance
so
that
we
can
begin
to,
at
the
very
least,
know
the
nature
of
those
who
are
being
hired.
A
second
another
area
is
the
area
of
Boston
workers
of
color.
You
heard
that
the
numbers
that
the
mr.
barrows
stated
51
for
public
projects,
51%
workers
of
color,
21%,
Boston
residents
and
6%
women.
K
What
those
numbers
say
to
us,
if
we
really
think
about
it,
is
that
if
the
workers
of
color
are
at
51%,
but
the
city
of
Boston
is
at
21%,
what
that
means
is
those
of
us
in
Boston
who
are
construction?
Workers
are
again
being
left
out.
That
is,
if
you
have
more
workers
of
color
than
you
do
Boston
workers
in
general,
then
then,
obviously
that
means
that
the
workers
of
color
are
coming
from
the
suburbs.
If
they
were
coming
from
the
city,
then
the
numbers
of
city
compliance
would
be
up
in
the
40
50
percent.
K
We
asked
accounts
of
mrs.
Crockett
to
put
a
feature
into
this
ordinance
that
would
specify
a
percentage
for
Boston
workers.
It
wasn't
done
for
various
technical
reasons
and
we're
suggesting
to
the
council
that,
as
you
think,
about
amendments
to
make
in
the
ordinance
it's
essential
I
think.
If
we're
concerned
about
workers
of
color
in
Boston
getting
a
fair
share,
then
they
have
to
be
identified
as
a
specific
group
that
has
a
right
to
a
percentage.
That's
calculated
along
with
people
of
color
in
general,
but
Boston.
K
K
The
other
the
other
issue
had
raised
a
lot
of
issues,
but
it
was
touched
on
the
relationship
between
Madison
Park,
vocational
high
and
the
unions.
There
is
only
one
union
to
my
understanding
that
gives
credit
to
applic
to
applicants
in
the
painting
industry
who
graduated
from
the
Boston
from
Madison
Madison
Park
carpenters.
K
Now,
it's
not
that
except
the
painters
and
if
the
city
of
Boston
could
use
its
power
of
influence
to
say
to
the
unions,
you
have
a
responsibility
in
fact,
to
have
the
education
that
goes
on.
I,
add
Madison,
be
a
first
step
into
your
union
application.
Then
I
think
we
that's
another
way
of
coming
at
the
issue
of
how
do
we
get
more
Boston
workers
of
color
into
the
unions
and
into
the
larger
non-union
contractors?
So
thank
you
very
much
and
just
keep
up
the
good
work.
Q
Good
afternoon
my
name
is
dick
monks.
I'm,
a
member
of
city
life,
meter
abana
in
the
designated
representative
on
the
Boston
Jobs
coalition,
as
well
as
a
monitor
on
the
Jaypee
rocks
multiple
projects
that
are
turning
Washington
Street
into
a
Canyon
I,
say
all
that
because
and
I
know,
this
council
is
very
concerned
about
disparity
and
about
economic
justice
and
racial
justice
and
I
find
that
that
I'm,
emphasizing
city
life,
as
you
know,
is
a
housing
justice,
primarily
organization.
But
it
understands
a
big
part
of
our
displacement.
Q
Policy
is
good
jobs
and
so
we're
involved
as
a
city
life
in
trying
to
support
and
work
with
those
efforts.
So
understanding
the
the
breadth
of
what
you're
taking
on
is
really
important
when
the
ordinance
the
new
ordinance
was
written.
It
was
very
specifically
and
thought-out
to
say
that
we
want
these
hearings
twice
a
year
and
I
think
today
showed
why
that's
so
important
and
I
was
very
encouraged
and
impressed,
but
not
surprised
that
you
all
were
pushing
the
envelope
in
the
very
first
meeting
and
bringing
up
questions
and
perspectives
and
ideas
around.
Q
How
and
one
of
the
shortcomings
when
we
talked
about
the
wages
into
we're,
not
monitoring
the
wages,
that's
not
part
of
the
ordinance.
You
talked
about
the
wage
theft
possibilities.
It
talked
about
the
lack
of
childcare
for
women.
You
talked
about
the
checkerboard
effect
of
shuffling
people
around
to
meet
the
numbers.
Q
These
are
all
really
important
issues
and
it's
encouraging
to
me,
but
at
the
very
first
meeting,
you've
all
have
noticed
that
and
I've
addressed
that
and
I'm
just
followed
shucks,
there's
really
not
much
more
to
say
and
I
wouldn't
try
to
improve
on
what
he
said.
I
am
speaking
specifically
about
the
economic
justice
commission.
That
you're
aware
was
before
you
and
I
think
today
showed
why
that's
important
what
and
you
all
were
trying
to
get
behind
the
numbers.
Q
You
know
too
often
the
history
of
the-
and
this
is
not
at
all
a
criticism
of
the
current
leadership
of
the
Jaypee,
but
has
been
just
a
recitation
of
the
law.
What
the
numbers
are
and
thank
you,
goodbye
and
I
think
you're
pushing
for
the
facts
and
the
figures
and
the
reasons
behind
the
number
behind
the
numbers
is
what
exactly?
Why
we
want
we
need
and
want
this
body
to
take
responsibility
on
implementing
and
the
much-needed
Boston
residency
javis
Polly.
So
thank
you
very
much.
R
O
My
name
is
Don
Carlson
I'm,
testifying
as
a
concerned
residents
not
representing
any
organization.
I
spend
more
than
40
years,
consulting
with
a
wide
range
of
domestic
and
international
organizations
in
a
number
of
areas.
Most
of
my
work,
centered
on
strengthening
their
workforce
and
their
organizational
culture.
I
was
a
partner
in
it
was
Hamilton
and
it
spent
several
years
working
in
McKinsey
and
company.
O
In
the
matter
at
hand,
my
fundamental
concern
is
to
helping
help:
reverse
the
bleak
economic
situation
of
communities
of
color
in
Boston,
so
I'm
delighted
to
see
the
City
Council
conducting
a
hearing
to
review
the
Beck
and
the
BR
JP,
which
are
important
elements
of
economic
development
for
communities
of
color
and
can
be
more
so
and
we've
heard
a
number
of
ideas
on
how
it
can
be
more
so.
Jobs
in
the
building
trades
are
good
jobs
in
terms
of
pay
benefits
and
hours
meeting
the
BR
JP
standards
as
a
positive.
O
All
the
way
around
there
is
no
downside
meeting
the
standards
has
obvious
value
for
Boston
residents,
but
also
for
the
city.
Higher
earned
income,
save
the
city
money
and
increase
the
tax
base.
The
BR
JP
holds
much
promise,
but
the
results
have
been
lacking
through
2017
I
tried
to
get
year-to-date
2018
results
with
no
success.
We
heard
a
little
bit
about
it
today,
but
I'm
not
sure
I,
quite
understood
what
the
data
was.
Hopefully,
there's
been
an
uptick
in
2018,
but
based
on
the
data
we
have
there's
been
a
constant
shortfall.
O
I've
met
members
of
the
Beck
and
the
BR
JP
team,
I'm
sure
they
are
quite
dedicated
to
their
work,
but
the
results
are
flat
even
with
a
new
higher
standards
introduced
in
January
of
last
year.
Something
different
needs
to
be
done,
needs
to
be
added
to
this
effort.
More
creative
thinking
is
needed
to
break
out
of
the
pattern
of
consistently
weak
results.
We
need
to
better
understand
the
roadblocks
to
achieving
the
standards
of
the
BR
JP
and
figure
out
how
they
can
be
overcome.
O
If
a
roadblock
for
employers
is
finding
willing
workers
in
Boston,
then
let's
find
ways
to
help
them
identify
Boston
residents
who
want
to
work
in
the
building
trades.
If
a
roadblock
is
lack
of
skills
and
willing
workers,
let's
find
ways
to
build
those
skills.
The
city
funds,
a
few
programs
in
the
building
trades,
but
they're
tiny.
They
don't
meet
the
need
and
the
opportunity.
O
If
nothing
else,
we
should
recognize
the
economic
value
to
the
city
just
to
the
city
of
preparing
a
person
for
a
well-paying
job
in
the
building
trades,
who
was
now
unemployed
or
underemployed
or
heading
for
a
dead-end
job.
If
a
roadblock
is
entry
to
Union
apprenticeship
programs,
let's
understand
why
and
figure
out
what
can
be
done
if
some
unions
are
welcome
diversity,
what
is
unique
about
their
leadership,
their
membership,
their
goals
and
their
culture?
O
How
can
we
encourage
and
spread
that
viewpoint
if
some
unions
resist
diversity?
Why
is
that?
How
might
they
be
converted?
The
Commission
for
economic
justice
proposed
by
the
Boston
jobs
coalition
that
I
understand
the
council
would
consider
next
month
can
help
in
that
respect,
there
are
probably
several
other
roadblocks
so
I
wish.
I
could
come
here
with
a
list
of
solutions,
but
you
all
know:
that's
not
the
way
it
works.
O
When
you
have
a
long-standing
and
complex
challenge
that
has
not
been
met
when
a
big
corporation
or
government
entity
would
ask
my
old
firm
to
solve
a
problem,
they
couldn't
solve
themselves.
You
know,
there's
no
easy
answer.
You
have
to
figure
it
out,
typically
by
doing
research
and
analysis
and
getting
the
right
people
together
to
develop
and
test
and
hone
ideas.
We
need
the
city
to
assume
leadership
on
this
issue.
No
other
entity
has
the
combination
of
power,
moral
suasion
resources
and
I
hope.
O
The
motivation
needed
to
crack
this
nut
we're
talking
about
residents
of
the
city
of
Boston
who
need
help.
What
can
the
city
do
unless
officials
have
been
holding
back
on
magic
solutions?
The
city
can
launch
an
effort
to
create
solutions.
I
suggest
the
starting
point
would
be
to
form
a
working
group
of
people
both
from
inside
by
the
administration
and
outside
people
who
have
familiarity
with
the
issue
and
a
dedication
to
finding
solutions.
Have
them
conduct
the
research
and
analysis
to
understand
the
roadblocks
and
provide
the
basis
for
developing
ideas.
O
The
lack
of
data
is
a
constant
frustration
to
those
of
us
involved
in
this
issue.
Then
get
them
thinking
about
how
to
achieve
the
standards
in
the
BJ
be
rjp
figure
out
what
the
city
by
itself
can
do,
but
also
what
the
city
can
do
through.
Unions,
employers,
schools,
nonprofits
and
others
in
the
community
then
turn
those
ideas
into
action
to
get
us
out
of
this
rut
that
we've
been
in
for
so
many
years
and
help
the
Boston
residents
who
want
to
find
good
jobs
in
the
building
trades.
Thank
you
for
your
attention.
L
This
is
it
Janet
Jones,
Dorchester,
Roxbury,
labor
committee,
Boston,
Jobs
coalition,
I
think
that
many
of
the
testifiers
and
you
counselors,
who
have
asked
all
the
really
key
questions
here
but
I
could
just
add
a
few
notes
from
the
field
we
got
started.
I
just
think
a
little
history
is
always
important
from
different
parts
of
the
city,
so
the
Dorchester
Roxbury
Committee
came
into
its
own.
L
When
Charlotte
Ricci
set
up
issue
committees
in
Dorchester
and
as
a
part
of
her
advisory
committee,
we
filled
a
hall
early
on
in
albums
corner
to
encourage
male
and
female
workers
of
color
to
apply
to
work
on
the
Boston
Convention
Center,
which
was
the
big
project
of
the
time
I
was
not
present.
I
was
busy
at
the
sign-in
table
when
Joan
iGrow
announced
to
an
enormous
roomful
of
workers,
male
and
female,
almost
all
of
color.
Well,
he
said
here
you
are.
Where
have
you
all
been?
L
It
was
one
of
the
more
insulting
remarks
that
has
ever
been
made
in
that
hall.
Improvement
has
been
made
since
then,
and
many
hard-working
staff
and
persistent
activists
have
been
involved
in
diversifying
the
building
trades.
Yet
the
statistics
that
many
of
us
are
all
too
familiar
with
do
not
meet
even
the
prior
diversity
standards,
let
alone
those
required
by
law
under
the
new
er
JP
ordinance.
We
heard
a
lot
about
that
today
and
a
lot
of
questions
were
very
well
directed
to
that
particularly
sad
situation.
L
So
those
of
us
that
are
here
today
and
and
attend
regular
oversight
meetings
both
in
our
communities
and
right
in
this
building
request
that
this
review
process,
which
is
beginning
now
be
thorough
and
finally
produce
the
desired
results,
results
in
union
membership
with
access
to
training
and
the
good
paying
jobs
with
benefits
that
are
right
that
are
rightly
those
of
the
workers.
I
want
to
say
just
as
a
side
note
that
I
have
been
working
in
my
own
community
of
bode
in
Geneva
part
of
Dorchester
on
projects
that
fall
below
the
requirements
of
the
plan.
L
So
I
have
been
instituting
some
safety
regulations
asking
about
workforce
and
trying
to
pressure
them
in
whatever
way
I
can
to
hire
folks
of
color.
There
are
very
few
female
workers
of
color
who
want
to
have
the
new
non-union
jobs
and
that's
another
issue.
I
think
we
could
address
safety
on
those
jobs
for
women
and
better
pay
for
all
the
workers.
Thank
you.
N
M
Thank
you,
city
councillors,
for
taking
the
time
to
be
here
and
calling
this
hearing
and
I
also
want
to
thank
my
colleagues
for
the
hard
work
and
the
diligence
they
have
been
fighting
to
do
this
and
also
Chris
Brown
and
his
group
we've
been
fighting
with
Chris
for
a
long
time
and
he's
been
there
he's
been
diligent
about
trying
to.
You
know
be
on
the
same
page
as
we
are
about
making
things
happen,
and
I
also
just
want
to
say
that
mr.
M
Flynn
I
appreciate
you
being
here
also
because
the
our
problem,
when
our
problems,
the
construction
industry,
as
you
know,
is
dominated
by
white
males
and
if
the
other
city
councillors
could
have
been
here,
it
woulda
made
me
feel
like
they
were
more
interested
in
this
very
important
issue.
You
know-
and
this
is
to
me,
is
a
very
important
issue
and
I
like
to
also
speak
about
the
people
that
were
talking
about
employing
they
oftentimes
say
they
can't
find
people
well
in
our
efforts
to
do
recruiting.
M
We
find
it
quite
difficult
sometimes
to
recruit
people
males
and
females
from
our
communities
because
they
feel
like
getting
in
the
construction
industry.
It's
not
a
path
for
them.
They
don't
really
believe
that
it's
the
doors
the
union
is
gonna
open
up
the
doors
and,
as
you
know,
the
units
have
been
a
problem
and
we
hope
that
the
unions
would
find
it
a
way
to
try
to
open
the
doors
and
allow
more
employment
and
training
in
our
community.
And
one
of
the
things
we
have
to
talk
about
is
seriously
about
training.
M
You
know
you
can't
you
can't
open
the
doors.
If
for
people
who
are
not
trained,
I
mean
if
I'm
a
contractor
and
I
got
a
person,
that's
not
skilled,
I'm,
somewhat
reluctant
to
bring
them
on
just
because
just
to
meet
the
numbers,
but
if
we
increase
the
training,
you
know
in
our
community
people
of
color
black
and
brown
people,
we
can
open
up
the
doors
and
provide
and
there's
a
lot
of
people
in
our
community
who
have
skills.
M
K
K
K
It
came
out
the
creativity
of
that
team
and
the
staff
that
they
had
there
so
I
think
we
really
have
to
be
say
how
much
we
appreciate
the
work
they've
done,
and
now
it's
up
to
us
to
make
sure
that
we
make
make
sure
that
that
work,
that
they've
done
to
improve
the
situation
for
those
of
us
in
the
city
city
can
keep
going
forward
because
of
the
push
that
the
council
and
others
are
doing.
Thank
you.
J
C
Briefly,
thank
you
all
for
coming
here.
Thank
you
to
the
administration
for
your
testimony
and
also
staying
throughout,
to
listen
to
folks.
I,
really
appreciate
that
I
look
forward
to
April's,
update
hearing
and
making
sure
that
we
again
we
set
a
standard.
Today
we
had
some
questions
and
again
I
think
it's
to
acknowledge
it's
the
first
time
we're
doing
this
and
that
it
will
only
increase
and
get
better.
C
B
You
so
much,
madam
vice
chair
and
certainly
want
to
again
say
thank
you
to
councillor
Edwards
for
her
partnership
on
this
important
issue
certainly
want
to
acknowledge
your
amazing
work
on
Carolyn,
Crockett
and
and
all
of
the
folks
from
the
administration
who
were
here
and,
last
but
not
least,
the
individuals
who
were
here
and
not
present
in
the
chamber
who
I
get
to
partner
with
on
this
important
issue
every
other
week
as
we
monitor
construction
jobs
in
Roxbury.
This
is
an
important
issue
all
across
our
city.
B
It's
not
just
about
Roxbury
jobs,
but
making
sure
that
we
are
closing
the
income
gap.
The
wealth
gap,
making
sure
that
people
in
Boston
people
of
color
and
women
have
every
opportunity
to
these
good
jobs.
These
are
good
jobs
and
we
need
to
make
sure
that
there's
equity,
so
I'm
really
grateful
to
the
individuals
who
were
here
that
I
get
to
partner
with.
Thank
you
for
your
advocacy
for
your
commitment
and
just
keep
pushing
forward.
We've
got
a
lot
more
work
to
do
and
thank
you
so.