►
Description
Docket #0459 - Biannual review of the Boston Employment Commission/ Boston Residents Jobs Policy
A
Workforce
development
I'm
joined
here
by
my
colleagues
did
you
go
first
redwoods
council
redwoods,
yes,
councillor,
Janie,
O'malley
and
council
red
Flynn.
Thank
you
very
much.
I
want
to
remind
you
that
this
is
a
public
hearing
and
being
recorded
in
broadcast,
live
on
Comcast
8
and
RCN
82,
Verizon,
1964
and
strained
on
streamed
on
boston.com,
slash,
City,
Council
TV.
Please
silence
your
cellphone's.
A
We
will
also
take
public
testing
them
testimony
and
would
appreciate
it
if
you
would
sign
in
and
check
the
box
the
box,
if
you
wish
to
testify,
please
state
your
name
and
affiliation
or
residents
and
limit
your
comments
to
a
few
minutes
to
ensure
that
all
comments
and
concerns
can
be
heard.
Today's
hearing
is
on
docket
number
zero.
Four,
five,
nine
order
for
a
hearing
regarding
biannual
review
for
the
Boston
Employment
Commission
in
Boston
residency
job
policy
and
with
that
we'll
open
up
to,
as
anybody
have
an
opening
statement.
First
councillors.
B
A
B
C
C
D
Hammond
Baker
and
thank
you
to
councillor
Janie
and
councillor
Edwards
for
your
leadership.
All
three
of
you
on
this
important
issue.
I
wanted
to
follow
up
on
what
councillor
Edwards
mentioned
on
wage
theft.
That's
a
very
serious
issue
in
my
district
as
well.
It's
an
important
issue
across
the
city.
I
do
see
a
lot
of
workers
being
exploited
by
business
owners
by
companies
that
are
paying
them
a
decent
wage,
they're,
not
giving
them
health
care
a
lot
of
them
in
my
district.
D
Are
our
immigrants
too
so
they're
exploiting
our
immigrant
community
I
work
close
with
a
China
Chinese
progressive
Association
on
this
issue,
so
I
take
that
issue
very
seriously
and
I
know
the
administration
does
as
well.
I
also
know
that
the
attorney
general
Maura
Healey
has
a
task
force
on
on
this
issue
and
she's
doing
great
work,
but
I
would
like
us
to
stay
on
top
of
this
issues,
to
make
sure
that
our
workers
that
work
hard
receive
a
decent
wage,
receive
healthcare,
safe
working
working
conditions,
training
in
protection
and
when
there
is
wage
theft.
D
A
E
Well
good
afternoon,
chairman
Baker
councillors,
Edwards
Jamie,
Flynn
and
O'malley.
My
name
is
selina
varios
Milner,
director
of
equity
and
inclusion
for
the
mayor's
office
of
Economic,
Development
and
I'm
joined
to
my
left
by
Chris
Brown
manager
of
the
Boston
residents,
jobs
program
and
Travis
Watson,
chair
of
the
Boston
Employment
Commission.
Thank
you
for
inviting
us
to
speak
about
the
Beck
and
B
rjp,
both
of
which
are
priorities
under
the
Walsh
administration.
E
I
want
to
thank
you
for
your
ongoing
partnership
in
the
city
council,
as
well
as
to
all
our
community
partners
here
in
the
room
that
really
bring
this
work
to
life
everyday
in
their
neighborhoods
and
at
all
of
the
Beck
hearings,
they're
there
to
make
sure
that
workers
and
residents
in
their
neighborhoods
are
getting
on
these
construction
projects.
So
thank
you
all
for
for
your
partnership
on
this
work.
I
have
a
presentation.
I,
don't
know
if
we're
able
to
if
it's
working,
Ron
or
if
I
should
wait,
but.
E
So
you
know
where
we
are
with
the
new
platform
that
we
talked
about
last
meeting
and
we're
gonna
end
with
Beck
highlights
before
turning
it
over
to
Travis,
so
to
start
with
I'm,
going
to
turn
it
over
to
Chris
Brown,
to
just
give
us
a
snapshot
of
where
we
are
with
the
projects.
We're
currently
monitoring.
F
My
mic:
okay,
that's
better!
So
I'm
gonna.
Thank
you
for
having
us
today,
we're
very
excited
to
be
here
and
to
talk
about
all
the
progress
that
we've
made
over
the
last
six
months.
I'm
gonna
start
by
going
over
the
numbers
from
the
last
six
months.
This
would
be
from
April
20
19,
until
September
2019
we've
had
98
construction
projects
that
are
under
the
new
ordinance
within
that
time
span.
Five
of
those
projects
have
been
developmental
impacted
projects.
Those
are
projects
that
are
over
a
hundred
thousand
square
feet.
F
Ninety-Three
of
those
projects
have
been
city
of
Boston
projects.
Those
are
projects
that
have
received
some
type
of
funding
from
the
city
and
the
public
facilities.
Department
we've
had
36
projects,
parks
and
recreation
department,
20
public
works,
department,
28
and
Department
of
Neighborhood
Development
we've
had
nine.
E
So
I
want
to
bring
us
back
to
the
Salesforce
platform,
we're
developing
and
just
remind
you,
the
purpose
behind
rolling
out
this
new
system.
So
we
are,
for
the
first
time
unifying
both
the
B
PDA
and
city
of
Boston,
B
rjp
teams
into
one
centralized
system
and
business
process
we're
enhancing
the
current
compliance
process
to
reflect
the
requirements
in
the
ordinance.
So
if
you
recall,
with
our
pre-existing
system,
we
are
only
able
to
track
two
of
the
compliance
efforts
that
go
into
determining
sanctions.
E
With
this
new
system,
we'll
be
able
to
track
all
seven
and
we'll
be
able
to
provide
real-time
reporting
and
analytics
for
all
stakeholders
involved,
so
we're
all
looking
at
the
same
numbers.
At
the
same
time,
both
from
the
monitoring
team,
the
contractors
and
the
community
will
have
access
to
the
same
information
and
the
same
the
same
data
that
we're
all
looking
at
right
now,
just
to
bring
you
up
to
date
on
what
we've
done
since
we
last
met.
E
We
then
went
into
our
second
phase
of
training,
which
was
training
for
the
general
contractors
and
subcontractors
that
we'll
be
using
the
system.
We
had
three
large-scale
trainings
over
at
dry
dock,
on
which,
where
we
were
able
to
train
over,
we
were
able
to
train
143
general
contractors
and
subcontractors,
and
the
folks
that
came
to
those
trainings
were
the
the
people
on
their
team
that
handled
compliance
payroll.
E
So
it's
really
the
people
that
will
be
using
the
system
day-to-day
now
we're
moving
into
our
pilot
project
phase,
where
we're
putting
live
projects
into
the
system
and
ensuring
that
the
system
is
working
as
it
should
before
we
get
all
of
our
active
projects
on
there.
So
this
is
starting
next
week
with
the
two
GCS
that
were
working
with
our
nei
general
contractors,
as
well
as
Suffolk
construction,
we'll
be
putting
the
indigo
block
project
in
Roxbury
on
in
the
system,
as
well
as
25a,
Murray,
Street
and
Jamaica
Plain,
and
then
with
Suffolk.
E
We'll
be
putting
a
hundred
and
twelve
shamah
tab
in
the
South
End
and
we
chose
projects
that
have
different
that
will
test
different
parts
of
the
system.
One
is
prevailing
wage,
just
making
sure
that
that
that
module
is
working,
large
projects,
small
projects,
cities
and
private.
So
we're
trying
to
through
our
pilot
phases,
hit
all
the
different
types
of
projects
that
the
system
will
be
required
to
track
and
then
a
new.
E
The
new
feature
that
we're
most
excited
about
is
that
we'll
actually
be
able
to,
as
I
mentioned,
track
towards
around
the
compliance
efforts
and
we'll
be
able
to
track
sanctions
and
the
reporting
on
that,
and
so
it's
probably
too
small
for
you
to
read.
But
this
is
just
a
view
from
the
from
the
website
where
you're
able
to
see
this
is
an
example
where
someone's
payroll
is
late,
so
you
would
create
an
actual
case
similar
to
the
cases
we
develop
in
different
departments.
E
Well,
someone
needs
their
sidewalk
plowed
or
someone
needs
some
kind
of
city
service.
We're
gonna
be
creating
cases
for
sanctions
where
we
highlight
what
the
what
the
particular
violation
is
at
that
time
and
how
late
the
payroll
is.
This
will
also
trigger,
and
this
will
these
sanction
cases
will
be
created
after
the
monitors
are
triggered
for
a
payroll
being
late
or
a
resident.
That's
not
verified
or
any
of
the
other
measures
that
we
track.
E
And
then
I'll
bring
you
to
our
outreach
and
engagement
effort,
so
we're
continuing
our
commitment
to
developing
the
pipeline
of
Boston
workers
that
are
ready
to
work
so
we're
offering
our
CSL
prep
course
that's
starting
off
in
our
second
round
of
it
is
starting
November
5th.
The
first
session
lasted
four
weeks.
We
held
it
at
Roxbury,
Community
College,
and
we
had
11
participants,
eight
men
and
three
women
and
the
course
is
a
value
of
three
hundred
fifty
dollars
per
person.
E
Tonight
we
are
partnering
with
realized
Boston
to
offer
a
training
for
contractors
on
energy
efficiency
standards,
and
so
this
is
part
of
our
really
future-looking
work.
We
know
that
the
city
of
Boston
is
moving
towards
carbon
neutrality.
We
know
that
all
of
our
contractors
that
are
in
affected
trades,
including
mechanical
electrical
plumbing
carpenters
and
insulation,
we
really
want
them
to
get
a
piece
of
that
work.
That's
gonna
be
going
on
throughout
the
city
of
Boston,
both
through
city
projects.
E
But,
as
you
all
know,
mayor
Walsh
has
called
on
the
the
entire
city
of
Boston
private
sector,
included
to
make
sure
that
their
buildings
meet
carbon
neutrality
standards,
so
we're
trying
to
preempt
that
demand
and
make
sure
that
our
existing
contractors
that
are
Boston
based
women,
people
of
color
are
ready
to
deliver
on
these
energy-efficient
trades
and
so
that's
being
held.
It's
a
six-week
series.
E
It's
starting
tonight
over
at
Madison
Park,
High
School,
and
this
is
a
pilot
we're
seeing
how
this
goes,
but
we're
really
trying
to
identify
opportunities
for
for
future
work
and
not
just
existing
projects
and
then
I'll
end
with
just
some
highlights
from
the
Boston
Employment
Commission,
which
commissioner
Watson
will
go
into
more
in
depth.
But
since
we
met,
we
talked
about
at
the
last
hearing
that
we're
going
to
be
holding
our
first
back
retreat,
which
involved
the
back
commissioners
as
well
as
the
city
of
Boston
and
BPD,
a
monitoring
team.
E
So
we
held
that
retreat,
which
was
really
great
to
all,
get
on
the
page
and
ensure
we
all
clearly
understand
the
role
of
the
back
and
how
we
can
best
leverage
that
body
to
ensure
that
we're
getting
workers
into
these
jobs.
We've
also
made
some
enhancements
in
reporting
at
the
back,
we're
now
much
more
focused
on
the
compliance
measures,
and
so
every
monitor
and
project
that
goes
before
the
back.
E
So
we're
trying
to
make
sure
that
we're
making
those
connections
at
the
back
and
using
that
space
to
lift
up
best
practices
and
is
fear
there
on
and
any
of
the
meeting
things
out
in
the
hallway
you'll
see
a
lot
of
lively
discussion
after
people
present.
So
I
think
it's
becoming
a
really
good
space
for
for
that
work
and
with
that
I
turn
it
over
to
Travis
to
talk
about
the
Boston
Employment
Commission.
G
Good
afternoon
councillors,
thank
you
for
the
invitation
to
speak
today.
I
had
the
honour
to
speak
before
the
council
in
November
of
2018
during
what
was
the
first
biannual
review
of
the
Boston
Employment
Commission
in
Boston
residents,
jobs
policy
at
the
time
I
spoke
a
bit
about
the
purpose
of
the
back
of
my
role
as
chair.
Additionally,
I
addressed
the
nuanced
nature
that
construction
industry
overall
challenges
that
the
Bekaa
faces,
as
well
as
keys,
who
are
successfully
having
more
residents,
people
of
color
and
women
working
on
construction
projects
in
Boston.
G
But
before
doing
so,
I'm
gonna
share
a
story
with
you
that
highlights
the
type
of
environment
that
we're
creating
at
Beck
hearings.
At
the
hearing
earlier
this
month,
a
black
Boston
residents
shared
some
words
with
the
Commission
I'm
paraphrasing
here,
but
he
said
this
might
not
be
the
appropriate
place,
but
I
heard
about
these
meetings
and
I'm
a
licensed
plumber
who
can't
find
work
right
then
Barry,
Katie,
this
agent
for
plumbers,
local
12
and
a
vital
partner
to
the
Beckham
beer
GP
offer
the
man
membership
in
his
local
better.
G
Yet,
within
the
hour,
Barry
had
made
a
call
to
a
union
plumbing
company
and
secured
the
young
man
a
job
which
I'm
told
he
should
be
starting
Monday.
In
the
coming
months.
We
plan
to
better
coordinate
with
more
locals,
as
well
as
non-union
allies,
to
replicate
this
type
of
direct
connection
at
the
Beck
hearings,
I'll
now
segue
into
two
ways
to
strengthen
the
Boston
residents,
shops
policy
benchmarks
and
bid
law
reforms,
the
Boston
residents
Jobs
policy
was
established
in
1983
to
set
employment
standards
for
construction
projects
in
Boston.
G
Several
articles
have
been
published
about
the
challenges
of
meeting
policy
goals.
People
are
missing
the
two
most
significant
factors
contributing
to
non-compliance:
the
lack
of
a
baseline
for
the
total
number
of
residents.
People
of
color
and
women
employed
in
construction
in
Boston
in
the
massachusett
bid
law.
So
the
first
challenge
I
want
to
look
at
here.
G
When
construction
projects
in
Boston
failed
to
meet
the
brj
peak
goals,
it
is
at
times
due
to
the
lack
of
available
Boston
residents,
people
of
color
and
women
to
check.
We
need
to
divide
the
total
number
of
residents,
people
of
color
and
women
working
by
the
total
number
of
residents,
people
of
color
and
women,
currently
import
employed
in
construction.
We
need
a
baseline.
We
judge
construction
project,
compliance
in
two
ways
assessing
the
process
by
which
a
project
tries
to
reach
there
be
rjp
employment
goals
in
analyzing,
actually
results
versus
the
goals.
G
Judging
the
process
is
straightforward.
A
project
either
did
or
did
not
follow
the
best
practices
provided
to
them
by
the
city.
Judging
actual
results
versus
the
goals
is
nearly
impossible
without
a
baseline,
for
example,
if
a
project
is
achieving
25%
resident
participation
versus
the
51%
goal,
then
one
of
two
things
is
happening:
either
the
project
isn't
hiring
residents
as
it
shouldn't
or
there
aren't
enough
residents
available
to
work
to
reach
the
goal.
Without
a
baseline,
we
can't
confidently
determine
what
that
25%
truly
represents.
G
Creating
a
baseline
is
challenging,
though.
First
there
are
two
forms
of
construction,
Boston,
Union
and
open
shop.
Union
construction
doesn't
collect
residency,
ethnicity
or
gender
information
from
their
members,
and
if
non-union
firms
do
it's
firm,
specific
and
sporadic
at
best.
Second,
that
information
is
private
and
companies
are
not
obliged
to
provide
it.
Additionally,
construction
workforces
are
fluid.
Each
company
has
a
core
crew
or
permanent
employees,
but
the
total
number
of
ploys
employees
on
a
given
project
varies
depending
on
its
size
and
need
for
additional
temporary
labor.
A
recommendation.
G
G
Lock
public
bid
law
states
that
public
construction
project
contracts
must
be
awarded
to
lowest
responsible
and
eligible
butter,
with
responsible
meaning
possessing
the
skill
ability
and
integrity
necessary
to
perform
the
work
in
eligible
meaning
a
bidder
who
shall
certify
that
he
or
she
is
able
to
furnish
labor
that
can
work
in
harmony
with
all
other
elements
of
Labor
employed
or
to
be
employed
on
the
work
in
2018
44
of
the
239
be
rjp.
Projects
were
public
facilities,
department
projects
which
are
subject
to
the
public
bid
system
when
bidding
for
one
of
these
jobs.
G
Contractors
are
made
aware
of
the
b
rj
p
b,
rj
p
employment
goals.
However,
their
past
compliance
with
the
goals
is
not
taken
into
consideration.
When
contracts
are
awarded.
Much
like
history
work
force
compliance
often
repeats
itself.
Past
performance
with
brj
p
goals
needs
to
become
a
part
of
the
public
bid
selection
process.
The
system
is
broken
and
poses
a
real
challenge
to
projects
that
are
trying
their
best
to
adhere
to
the
brj.
People's
second
recommendation
is
to
update
the
definition
of
responsible,
including
history
of
brj,
p
compliance.
G
We
should--we
a
contractor's
ability
to
provide
residents.
People
of
color
and
women,
with
employment
as
equal
to
their
skill,
ability
and
integrity
between
the
lack
of
a
workforce,
baseline
and
the
public
bid
law.
One
might
argue
that
that
the
brj
p
operates
in
a
dysfunctional
system
mark
Ehrlich,
former
executive
secretary
treasurer
of
the
New
England
Council.
The
carpenters,
however,
argues
that
quote
if
there's
a
dysfunctional
system
and
it
keeps
staying
in
place
at
point-
it's
not
dysfunctional,
because
it's
functioning
for
somebody,
the
current
purgatory
that
we
have
has
served
many
people
extremely
well.
G
Marc's
words
resonate
with
the
system
which
the
BR
JP
operates
as
it
stands
today.
The
construction
system
is
functioning
exceptionally
well
for
contractors
that
have
no
intention
of
hiring
residents.
People
of
color
women
under
the
bay
are
JP.
Moreover,
these
same
contractors
continue
to
win
contracts
to
work
in
Boston,
often
be
a
public
bid
to
truly
determine
compliance
with
their
bear
JP.
We
need
to
have
baseline
data.
The
data
will
help
inform
whether
compliance
or
lack
thereof
is
due
to
a
shortage
of
available
workers
or
failure
to
hire
them.
G
We
also
need
a
public
bid
law
that
incorporates
BR
JP
compliance
into
the
award
process.
These
two
recommendations
will
create
a
system
that
can
both
accurately
determine
compliance
efforts
and
award
firms
that
hire
residents,
people
of
color
and
women
with
future
contracts.
Thank
you,
I
welcome
your
feedback
and
questions.
A
A
E
E
This
shows
them
how
to
use
the
system.
It's
really
once
they
set
up
their
their
initial
payroll.
It's
really
easy
and
you
can
even
do
it
from
your
phone
in
the
field
once
it's
set
up
so
yeah
we're
we're.
We've
been
doing
the
trainings,
but
now
we're
trying
to
get
people
in
there
to
actually
see
how
it
is
yeah.
A
E
A
G
A
E
A
E
And-
and
it
also
is
a
prerequisite
that
people
buy
the
books
to
take
the
test,
cuz,
it's
a
whole
set
of
books,
and
that's
also,
you
get
people
that
are
really
committed
to
doing
it
because
they
bought
the
books.
They've
invested
in
it,
and
this
is
sort
of
like
a
prep
course
to
get
them
ready
for
the
exam.
So.
A
E
That
one's
more
entry
level,
because
I
think
for
anyone
to
get
on
a
construction
site,
you
need
the
OSHA
10.
So
even
if
you're
coming
in
as
a
laborer,
you
don't
you
don't
have
any
kind
of
license
or
anything,
but
you
still
just
to
get
on
the
site.
You
have
to
have
done
your
your
10
hours
of
OSHA
training.
They
call
it
OSHA
10,
and
so
that
one
is
a
much
wider
net
of
people
that
that
would
be
able
to
just
walk
in
take
that
test
and
get
their
card.
E
A
E
Yeah
and
we
we
actually
did
a
pre
pilot
on
one
project
with
Turner
construction
before
the
system
was
fully
built
out
and
help,
and
and
that
was
extremely
instructive
and
seeing
where
the
glitches
are
and-
and
we
kind
of
we've
got
a
project
on
and
we
ended
up
taking
it
off,
because
there
was
just
too
many
things
that
that
needed
to
be
fixed
day
to
day
so
now,
I
mean
the
thing
with
Salesforce.
It's
an
amazing
tool,
but
this
is
a
completely
custom
built
platform
for
these
purposes.
E
It's
not
been
used
for
this
particular
purpose
in
any
other
city
yet,
and
so,
and
it's
interesting
because
now
other
cities
that
we
talk
to
frequently
like
New
York
and
they're
they're
like
okay
as
soon
as
it's
done.
Let
us
know
because
it
yeah
so
so
yeah
it
is
it
is.
We
are
trying
to
get
it
to
do
new
things,
so
it
was
really
great
for
Turner
to
step
up
and
offer
to
put
the
project.
E
But
we
learned
a
lot
through
that
and
that's
why
I
mean
when
to
be
frank
when,
when
we
came
here
before,
we
thought
that
that
we
have
would
have
already
gone
live
with
the
system
at
this
point,
but
we're
trying
to
be
mindful
of
not
putting
something
out
that
isn't
a
hundred
percent
ready
and
we're
learning
a
lot.
So
that's
why
we
extended
the
pilot
phase
to
start
phasing
in
projects
little
by
little
before
we
get,
you
know
all
the
projects
you
see
before
you
on
there
at
once.
Okay,.
A
B
Gonna
start
my
comments
with
just
highlighting
some
I
think
put
some
very
positive
things
that
you
pointed
out
then
I'm,
gonna
I
have
some
suggestions
and
some
questions
and
then
I
wanted
to
just
ask
additional
questions
following
up
on
what
Travis
had
brought
up
so
just
in
general
I
wanted
to
say
the
I
think
I'm
very
excited
about
the
Salesforce
coordination.
I
think
that
that's
going
to
be
a
game-changer
and
you
had
committed
to
that
and
in
that
six
months
you
got
it
done
so
I
want
to
say
thank
you
for
that.
I
remember.
B
You
were
just
talking
about
how
it
could
possibly
happened,
so
to
see
the
responsiveness
and
to
get
that
done.
I
want
to
thank
you
all
the
CSL
training,
especially
it
was
great
I.
Think
I,
don't
know
if
you
said
it
out
loud,
but
to
see
the
CSL
training
go
from
was
eight
men
to
eight
men,
but
from
three
women
to
fourteen.
That's
wonderful
for
your
next
class
to
see
that
you
know
more
than
triple
the
amount
of
women
who
are
gonna
be
taken
to
CSL
licensing.
So
thank
you
very
much.
B
I've
also
wanted
to
highlight
I
think
the
new
ordinance
requires
about
40%
of
people
of
color
on
the
jobs,
it's
51%
for
Boston
residents,
40%
people
of
color,
12%
women
and
so
to
see
the
numbers
for
the
new
projects
under
the
current
ordinance
at
39%
for
people
of
color
I
wanted
again
congratulate
and
say
thank
you
for
for
your
steadfast
in
commitment.
I
know
the
other
numbers
were
still
working
on
them,
but
they
are
going
up.
B
So
I
think
that's
worth
highlighting
some
positive
things
when
it
comes
to
the
CSL
course,
because
I
think
that's
a
huge
game-changer,
because
you
know
it's
not
just
even
getting
on
the
job,
but
this
is
literally
providing
a
whole
new
future
for
this
person
because
they
are
able
to
take
that
license
and
either
open
up
their
own
business
partner
with
other
businesses
and
make
themselves
available.
So
it
is
you're
hitting
it
on
so
many
different
levels.
B
Is
there
any
way?
I?
Don't?
Maybe
if
you
feel
it's
necessary,
but
is
there
any
way
to
have
some
form
of
financial
aid
for
the
books?
I,
don't
know
if
a
Boston
Public
Library
has
them.
Maybe
you
need
to
see
that
commitment
that
they
can
afford
it.
I
will
trust
that
to
your
judgment,
if
you
feel
it,
you
know
the
books
but
I'm
wondering
if
that's
a
possibility.
B
We
brought
this
up
before
and
I
think
you
guys
had
mentioned
you're
working
on
it,
but
because
it
was
still
kind
of
new
the
actual
places
where
you
have
the
training
having
babysitting
or
child
watching
of
some
form
and
food.
We
had
mentioned
that
that
might
help
with
they
continue
to
croute
meant,
though
again
I'm
encouraged
by
the
fact
that
you're
already
gone
from
3
to
14
women
I
think
that
those
are
things
and
making
the
training
spaces
more
inclusive,
also
I'm,
not
sure.
B
If
you
have
the
trainings
in
more
than
one
language,
Spanish
force,
ESL,
Chinese
I'm,
you
know
you
can
address
that,
and
the
other
thing
was
the
locations.
Are
you
gonna
take
the
show
on
the
road.
I
know
it's
at
RCC
right
now,
but
is
it
possible
to
have
a
training
up
in
the
four
four
or
five
weeks
in
each
Boston?
We
have
a
very
diverse
community
in
East,
Boston
or
Matapan,
and
just
to
move
that.
That's
that
your
trainings
around.
B
E
345
yeah,
so
so
it's
a
trade
off
and
we
also
did
want
people
to
have
a
commitment.
You
know
coming
into
the
class
because
you
know
so:
we've
looked
at,
we've
tried
to
think
of.
Should
we
do
partial
scholarships
so
that
you
know
people
put
in
a
little,
but
then
we
complete
so
we've
been
looking
at
that
we
would
be
really
limited
in
the
number
of
iterations
we
could
offer.
E
If
we
were,
we
were
covering
even
partial
cost
of
books,
but
we
have
talked
about
potential
philanthropic
partners
or
something
beyond
our
own
budget,
but
it
is
something
that
keeps
coming
up,
and
this
is
our
second
round
so
we're
gonna
see
you
know
the
feedback
that
we
get
from
folks
and
how
much
that
was
a
limitation
for
them.
But
we
definitely
echo
that
that
desire
the
other
pieces.
We
always
provide
food.
So
if
you
know
us
we
never
have
any
event
without
food
and
the
food
is
always
from
from
the
community.
So
it
is
always.
E
You
know,
Charisse
organizes
all
of
these.
She
doesn't
mess
around.
There's
rice,
there's
salad,
there's
all
kinds
of
courses
and
we're
also
supporting
a
local
business
in
the
process
so,
and
we
do
welcome
people
to
bring
you
know,
it's
always
child-friendly
bring
crayons
and
coloring
sheets,
and
that
kind
of
thing
we
can't
at
this
point
provide
our
own
child
care
because
of
different
licensing
requirements
and
everything.
E
But
we
do
encourage
there
to
be
a
child-friendly
environment
and
that's
another
thing
we're
looking
into
because
I
believe,
depending
on
where
you
provide
these
courses
like
if
it's
at
a
at
a
community
center
or
there's
places
where
the
childcare
might
be
able
to
be
provided
by
that
staff,
and
so
we
we
have.
We
are
definitely
continuing
to
look
into
that
open
to
doing
trainings
in
other
parts
of
the
city
and
in
other
languages.
We've.
E
B
You
and
then
for
Travis
I
want
to
thank
you,
I
think
if,
as
the
kids
say,
I
felt
like
you
kept
it
real
and
you're
very
direct
about
where
we
need
to
go
and
and
what's
in
the
way
of
getting
there.
So
I
wanted
to
thank
you
for
that.
The
union
data
part
was
particularly
interesting
to
me
so
and
I
want
to
make
sure
I'm
clear
about
what
you're
saying
you're,
not
getting
it
they're,
not
collecting
it
in
terms
of
the
the
demographics.
What
is
what's
what's
going
on
so.
G
B
G
It'd
be
very
helpful,
so
I'll
be
very
brief
here,
but
oftentimes.
If
a
subcontractor
is
out
of
compliance
with
the
goals
of
the
BR
JP,
we
look
for
some
sort
of
Correspondence
back
to
either
a
union
hall
or
some
sort
of
training
partner.
So
say:
if
it's
a
union
project
carpentry,
they
are
at
20
percent
Boston
residents.
They
need
to
be
at
50.
Typically
one
of
the
best
practices.
Is
you
submit
a
letter
or
a
request
to
the
union
hall
saying
so
until
project
we
need
to
hit?
G
50
percent
residents
were
only
at
20
percent
oftentimes.
The
only
correspondence
we
receive
in
the
packet
is
the
correspondence
out
to
the
Union.
Rarely
we
get
the
correspondence
back.
The
other
challenge
of
that
is
that
we
all
know
that
that
the
benches
the
available
workers
changes
on
a
daily
basis.
So
while
they
may
have
sent
that
letter
on
Tuesday
on
Friday,
there
could
be
available.
Workers
would
be
a
lot
easier
is
if
we
all
knew
the
Commission
and
the
staff.
G
If
we
knew,
for
example,
there
was
100
Union
carpenters
in
Boston
and
that
there's
10
projects
going
on
and
those
ten
projects
are
each
requiring
10
carpenters.
Well,
then,
there's
zero
Union
carpenters
available.
So
if
a
project
comes
to
us
with
0%
Boston
residents
in
the
carbon
tree,
we
have
that
baseline
number.
We
say
well,
okay.
That
makes
sense.
G
So
then
for
me,
that
would
be
a
effort
working
in
the
unions
to
increase
the
amount
of
Boston
residents
within
that
local,
but
it's
very
challenging
without
that
baseline,
because,
where
we're
taking
people's
words
for
it
here
and
oftentimes
again,
it's
just
a
letter
going
out,
say:
I'm.
You
know
the
GC
of
this
project,
I
or
I'm,
the
subcontractor
I'm
requiring
or
requesting
these
certain
amount
of
workers,
and
it
just
ends
up
staying
there.
Thank.
B
G
So,
there's
a
number
of
criteria
to
be
selected
under
the
file
sub
bid
process,
and
it's
my
understanding
that
any
contractor
that
is
going
to
be
submitting
a
bid
for
a
public
bidding
process
project
right.
They
have
the
contract
and
they
have
the
BR
JP
standards
included
in
the
information.
But
nowhere
in
their
response
back
to
the
city
are
they
sharing
their
past
history
with
respect
to
their
buried,
BR
JP,
or
it's
also
managing
that
that
the
city
is
also
not
looking
at
the
past
performance
of
these
contractors.
G
So
oftentimes
I
I,
look
at
it
as
it's
an
award
to
work
in
the
city.
It's
something
that
we
want
to
award
good
contractors
and
when
I
say
good
I
mean
contractors
that
are
working
within
the
BR
JP
office,
trying
to
create
opportunities
for
residents,
people
of
color
and
women
and,
while
I
think
Salesforce
is
going
to
help
us
really
dig
down
into
the
data.
G
What
I've
seen
and
my
couple
years
is
being
chair
is
the
projects
that
constantly
give
me
headaches
and
those
are
the
projects
that
have
subcontractors
that
routinely
are
not
adherent
to
the
goals
many
times.
Those
contractors
are
awarded
contracts
to
the
file
submit
system,
so
they
get
these
projects
and
again
for
me,
it's
an
award
to
work
in
the
city
of
Boston.
G
They
get
the
contracts
and
I
would
say
that
the
response
to
the
Commission,
with
many
of
the
files
had
big
contractors
borderlines
on
a
bit
flippant
kind
of
not
a
lot
like
yeah
when
I
asked
them.
You
know
why?
What
are
your
challenges
with
hiring
women
or
what
are
your
challenge
with
hiring
people,
colors
kind
of
like
yeah,.
H
G
There's
not
really
any
real
mechanism
right
so
and
then
you
go
to
the
the
sanctioning
rubric
nowhere
and
that
sanctioning
rubric
does
it
directly
address
we
hold
on
a
second.
You
have
worked
60,000
hours
in
the
last
three
years
in
the
city
of
Boston.
That's
a
lot
hours
on,
say,
seven
different
projects
over
the
course
of
those
projects,
you've
only
hired
10%
versus
the
50%
goal
for
residents,
10%
versus
the
41%
for
people
of
color
in
1%
women.
Why
on
earth
these
folks
repeatedly
coming
before
the
backing
being
rewarded
with
contracts?
G
B
Workforce
development
and
you
and
you
both
are
under
the
same
umbrella
organization.
So
if
they,
if
how
can
we
increase
that
kind
of
conversation,
at
least
and
if
there's
been
a
complaint
filed
against
them
with
the
city
of
Boston,
I,
think
you
should
know,
and
how
do
we
make
sure
that
that's
part
of
your
analysis,
yeah.
E
And
I'm,
sorry,
that
is
something
that
that
we
we
still
need
to
figure
out
a
mechanism.
I
think
that,
if
we're
looking
at
any
policy
interventions,
I
don't
know
if
we
can
address
both
the
just
reviewing
past
history,
both
in
terms
of
VR
JP
performance
and
then
prompt
payment
of
workers
or
I
could've.
Okay,
you
know
I,
don't
know
if
there's
a
way
that
that,
if
that
would
fit
into
the
same
type
of
policy
intervention,
but
I
do
think
we
need
the
tool
to
be
able
to
do
that.
Okay,.
A
G
I
see
it
and
I
don't
want
to
oversimplify
it.
Sometimes
it
disconnect
between
procurement,
folks
that
are
actually
purchasing
out
these
contracts
and
project
managers
or
executives.
I
see
that
at
times,
there's
two
different
tracks.
One
is
like
I
need
you
to
get
the
my
GMP
for
this
project
is
ten
million
you
need
to
hit
ten
million
or
under,
and
then
project
manager
might
have
other
outside
factors
shaping
there
and.
E
G
Hi
where's
may
just
briefly
address
the
wage
theft,
so
thank
you
so
I
think
there's
two
different
tracks.
So
this
is
something
that's
near
dear
to
my
heart,
I
think,
as
well
as
what
I'm
hearing
from
yours
as
well,
so
there's,
there's
the
private
developers
and
then
there's
the
public
developers
right
so
I
think
in
my
opinion,
one
track
would
be
to
what
director
Nolan
our
burials
just
mentioned,
and
it's
kind
of
incorporating
into
the
responsible
bidder,
language
and
looking.
G
G
Lots
of
delays
in
the
price
of
the
project
goes
up,
so
I
think
the
clearer
and
easier
we
can
make
this
formation
available
to
all
the
developers,
just
as
a
tool,
I
think
as
they're
vetting
out
potential
contractors
I'd
be
hard-pressed
to
find
many
of
our
developers
going
with
a
contractor
who
has
repeated
which
that
violations.
If
there's.
A
C
You
so
much
I
would
love
to
continue
on
the
same
line
of
questioning
just
trying
to
understand
more
in
terms
of
your
recommendations,
commissioner,
Watson
and
so,
and
you've
highlighted
them
here,
as
well
as
in
earlier
pieces
that
you
have
done
to
share
the
challenges.
I'm
wondering
if
you've
had
any
conversations
with
Brian
Doherty
at
the
building
trades
hi.
C
Is
there
then
and
I
know
you've
got
your
recommendations,
but
is
there
some
movement
happening
that
we
should
know
about
in
terms
of
him
and
who
he
represents
coming
together,
along
with
others?
Many
who
are
here
who
care
about
this
issue
deeply
around
making
some
recommendations
to
get
this
changed.
So
we
don't
have
this
baseline
issue,
not
understanding
how
many
residents,
people
of
color
or
women
are
in
the
unions,
so.
G
I
haven't
started
to
have
those
direct
next-step
conversations,
but
I
will
say
that
Brian
Doherty
myself,
some
members
in
the
audience
here
from
the
Boston
Jobs
coalition,
have
started
to
meet
to
be
to
do
some
collective
thinking
around
these
issues.
However,
we
have
not
I,
have
not
dug
deep
into
these
two
specific
points
in
terms
of
okay.
Now
we're
going
to
do
for
next
steps
I'm
at
the
recognizing
okay.
These
are
my
two
major
challenges,
or
these
are
our
two
major
challenges
right
now
and
I
think
currently
we're
at
the
okay.
Now
what
next?
G
C
In
terms
of
what
you're
thinking,
what's
the
timeline
or
what's
the
immediate
next
step,
and
where
would
you
like
to
become
of
the
year
and
where
will
we
be
next
spring
versus
a
year
from
now
like
what
will
when
we
have
this
hearing
next
fall?
Where
would
we
what
would
have
happened
between
now
and
then
and
and
what
you
would
like
to
see
happen.
G
Sure
so
so
I
I
think
a
reasonable
approach,
so
I'll
break
it
up,
so
I
think
a
reasonable
approach
for
getting
a
better
count
on
the
actual
workers
is
looking
at
the
core
crews.
So
those
are
the
folks
that
are
like
the
full-time
employees
of
these
companies
who
do
business
repeatedly
in
Boston
and
I.
Think
it's
an
ask
again:
I
do
not
have
a
legal
background,
so
I
don't
know
I
don't
have
like
a
legal
lens
on
if
we
ask
and
they
don't
provide
it
answer.
C
Gay
people,
so
what
I'd
like
us
to
get
away
from
is
the
core
crew
gets
everything
and
then,
if
there's
anything
left,
the
crumbs
can
go
to
the
folks
who
are
demanding
that
it
be
residents
of
Boston
people
of
color
and
women.
So
you
know
in
terms
of
your
conversations
with
Brian
or
others
beyond
what
we're
asking
people
in
terms
of
identifying
who's
in
their
core
crew.
How
do
we
get
at
this?
G
My
line
of
questioning
is
identical
to
your
questions
right
now
and
those
are
the
kind
of
the
next
series
of
conversations
I
have
with
Brian.
I
will
say
that
in
my
years,
knowing
Brian,
particularly
in
the
last
three
I,
have
seen
the
Union
Building
Trades
as
an
ally
as
a
partner
in
this
work
and
I'll
say
that
he
and
many
of
the
business
agents
I
had
mentioned
Barry
Kitty
earlier.
My
in
my
testimony
are
active.
C
I
think
that's
great
and
I
think
they
need
to
be
part
of
the
solution,
particularly
if
we're
going
to
tackle
like
the
bidding
process
as
well.
So
could
you
kind
of
talk
us
through
again,
where
you
see
in
terms
of
a
timeline
next
steps
to
changing?
What
we
all
would
agree,
I
think,
is
a
challenge
in
terms
of
reaching
our
goals,
so
you've
got
some
recommendations
around
the
bidding
process
as
well.
So
how
do
how
do
we?
How
do
we
actualize
that
so
a
year
from
now
we're
not
having
the
same
conversation
sure.
G
Look
like
so
I
think
that
should
be
done
immediately
as
long
as
it's
legally
okay
to
ask
that
information,
right,
I
think
on
the
the
file
sub
bid
recommendation
that
I
made
that's
gonna
require
some
legislation
to
move
which
is
outside
of
my
area
of
expertise.
But
again
it's
really
frustrating
from
my
perspective.
G
When
I
see
these
these
subcontractors
come
into
the
Boston
and
I,
don't
as
for
lack
of
better
term
I,
don't
say
they
don't
they
don't
care
about
the
goals,
but
when
you
got
six
seven,
eight
projects
with
over
with
tens
of
thousands
of
hours.
My
conclusion
is
that
you
don't
really
care
about
the
goals
and
you're
continually
getting
awarded
so
I
think
that
that's
something
that
needs
to
happen.
E
Changing
these
are
I
mean
the
legislation,
I
think
it's
something
we
would
really
like
to
partner
with
you
all
on.
If
there's
a
if
there's
something
we
can
put
together
in
terms
of
the
core
crew
makeup,
those
are
conversations
that
and
I've
been
involved
in
with
them
in
them
with
with
Commissioner
Watson
and
our
community
partners.
So
yeah
I'm
happy
to
to
move
the
next
steps
internally
in
terms
of
getting
legal
guidance
on
in
terms
of
the
the
body
of
the
BEC.
C
G
Thank
you
and
if
I
may
add
so
another
challenge
to
this
piece
is
that
a
lot
of
my
comments
have
been
around
Union
building
trade
construction.
We
got
this
whole
other
entities,
the
the
open
shop,
the
non
you
world,
so
one
of
the
my
recommendation
for
the
core
crews
is
because
every
contractor,
regardless
of
union
affiliation,
has
a
core
crew.
What's
gonna,
be
very
challenging.
I
think
for
us
is
to
get
a
sense
of
the
non-union
landscape.
G
How
many
residents
people
of
color
and
women
are
in
the
non-union
construction
field
and
have
the
qualifications
to
work
on
city
of
Boston
projects,
because
there's
not
a
an
umbrella
organization
that
really
represents
them
all.
There's
mass
ABC,
that's
kind
of
a
non-union
organizing
entity,
but
doesn't
truly
represent
the
workers
that
work
on
city
of
Boston
projects
close
to
the
extent
that
the
union
trades
do.
C
Wonderful
in
terms
so
I
think
as
I'm
sure
you
know
the
frustration
that
many
people
feel
is
that
these
are
good
jobs
here
in
the
city
of
Boston
they're
not
going
to
Boston
residents,
people
of
color
or
women
and
and
I
do
want
to
echo
and
celebrate
the
39%
people
of
color
and
being
very
close
to
meeting
that
goal.
But
I
know
if
we
peel
back
that
onion
and
we
look
trade
by
trade,
we're
gonna,
see
big
gaps
and,
and
the
frustration
is
that
we
know
this.
C
We
know
folks
are
showing
up
with
their
core
crew.
That
does
not
reflect
the
diversity
that
we're
seeking.
We
know
that
there
are
bad
players
that
continue
to
bid
low,
get
these
jobs,
and
then
we
also
know
that
they
continue
to
do
so
without
any
kind
of
sanction
from
the
city
of
Boston.
So
I
want
to
kind
of
take
us
back
to
that
process
and
and
see
where
we
are.
C
My
understanding
is
that
no
one
has
been
sanctioned
if
you
could,
just,
though,
for
folks
who
may
be
watching
at
home
kind
of
take
us
through
what
the
criteria
are
so
I
know
you
look
at
like
payroll,
then,
if
we
could
kind
of
dig
deeper
and
understand
what
percentage
of
payroll
has
not
been
submitted
and
who,
like
what
the
steps
are
being
taken
to
make
sure
that
we
have
all
the
information
that
we
need.
But
we
know
that
people
are
in
violation
on
a
regular
basis,
but
still
don't
get
sanctioned.
C
E
So
to
walk
through
the
compliance
efforts
that,
under
the
amended
ordinance,
make
up
the
the
compliance
determination
rubric.
We
have
pre-construction
meetings.
So
that's
that's
a
straight.
You
know.
Attendance
of
the
meeting
is,
if
you
don't,
if
a
subcontractor
doesn't
attend,
you're,
subject
to
a
one-time,
fine
and.
C
E
C
F
So
every
contractor
before
starting
work
on
the
city
of
Boston
project,
we
have
pre-construction
meetings
at
that
meeting.
We
go
over
the
scope
of
work,
the
amount
of
workers
that
they're
going
to
have
on-site
the
trade
and
whether
their
workers
are
Boston
residents,
people
of
color
and
female,
and
we
also
act
for
a
what
we
call
a
work
force
projection
form.
C
So
if
we
know
that
folks
are
coming,
particularly
if
these
are
the
people
with
the
lowest
bid
and
they're
getting
the
job-
and
we
know
that
their
core
crew
is
not
reflective,
so
when
they
come
and
say
here's
our
so
then
what
is
there
some
pushback
or
challenge
like
how
do
we
make
this
real,
with
some
real
teeth?
Yes,.
A
F
F
So
there
there
is
a
corrective
action
meeting.
So
what
the
monitors
do
is
the
contractors
start
to
work
a
week
later,
they're
out
of
compliance,
we
can
bring
them
in
for
corrective
action
meeting.
We
also
recommend
them
to
different
work
force
agencies
if
they're
Union
we're
asking
them
to
go
back,
go
to
the
Union
and
and
come
back
with
the
right
personnel,
and
if
the
Union
doesn't
have
let's
say
a
Boston
resident.
We
recommend
that
that
comes
go
to
a
tree
such
as
building
pathways,
to
try
to
bring
in
a
person
and
train
a
person.
F
F
F
F
Talked
about
the
entire
database
and
we've
been
tracking
going
back
years.
I
would
say
we
have.
You
know
800
individuals
in
the
database,
but
some
of
and
most
of
the
most
most
individuals
are
working.
Some
are
in
different
industries.
So
if
you
want
to
look
at
the
entire
database
going
back
years,
800
names
800
individuals,
but
if
you're
just
looking
at
the
most
recent
activity,
I
would
say
it
would
be
20
to
25
individuals.
G
I
just
want
to
to
supplement
so
Chris
had
mentioned
the
the
work
force,
projection
forms
again:
I
I
don't
have
a
degree
in
Labor
Studies,
but
this
is
my
current
understanding.
So
a
number
of
years
ago,
a
couple
decades
ago,
many
of
the
Union
locals
in
Boston
used
to
be
just
that
they're,
very
local.
So
if
you
take
like
the
carpenters
or
equipment
operators,
so
if
a
project
was
out
of
compliance
and
they
went
to
the
hall,
that
hall
is
very
local,
meaning
that
they
represented
Boston
residents.
G
So
if
you
went
to
the
union
hall
near
to
Boston
resident,
well
guess
what
that
Union
Hall
had
Boston
residents
now,
they're,
very
regional,
so
some
of
our
biggest
challenges,
for
example,
is
like
with
the
equipment
operators.
So
you
met
with
them,
and
equipment
operators
don't
clone
this,
but
I
believe
they
represent
Massachusetts
part
of
New
Hampshire,
part
of
Vermont
part
of
Maine.
C
I,
don't
want
to
take
too
much
time
because
I
know
we've
right.
We've
got
other
colleagues
who
want
to
weigh
in,
but
I
want
to
make
sure
that
we
wrap
up
a
question
around
sanctions.
What
are
the
things
in
place
that
that
these
contractors
need
to
adhere
to
and
then
are
they
or
not
in
who's,
really
out
of
compliance
way
out
with
the
percentages?
And
then
what
are
we
thinking
that
we
need
to
do
to
kind
of
tighten
that
up
yeah
and
then
I
will
yield
and
I
can
come
back
for
any
follow-up?
That's
fine!
C
E
I'll
just
run
through
the
the
criteria-
the
attendance
we
said,
pre-con
meeting
attendance
of
a
corrective
action
meeting
attendance
when
they're
called
to
the
Boston
Employment
Commission,
the
weekly
payroll
submissions.
It
means
submitted
within
seven
days,
seven
business
days
of
the
week
ending
date,
so
our
current
system
can
track
the
payroll
submissions.
E
Another
effort
is
confirming
workforce
projections
and
requests
so
just
confirming
that
they
made
the
the
attempt
to
get
the
workers
needed
that
fit
our
goals,
jobs,
Bank
referrals
and
in
Boston
resident
verification.
The
resident
verification
is
the
other
measure
that
we
currently
track
in
our
existing.
What.
E
One,
the
Boston
resident
verification,
which
is
critical
because,
if
you're
telling
us
you
have
this
number
of
workers
that
are
residents,
we
need
to
know
that
you've
actually
verified
that.
So
we,
our
current
system,
can
only
track
the
payroll
submissions
and
the
resident
verification.
The
rest
is
being
tracked
by
the
monitors
in
their
individual
files
that
they
have
for
each
project.
So
it's
not
the
other
five
measures.
We
can't
pull
from
the
system,
so
we
can't
say
who's
out
of
compliance
on
all
seven
who's
out
of
compliance
on
six
out
of
seven.
E
So
we
do
it.
We
we
monitor
that
week
to
week
and
we're
flagging
if
someone
is
fallen
in
or
out
of
compliance,
but
it
was
my
the
decision
I
made
when
I
came
on
board,
since
Salesforce
was
already
something
that
was
coming
down,
the
line
that
would
be
able
to
not
just
be
able
to
track
the
seven
measures,
but
do
so
in
a
transparent
manner.
Cuz
right
now,
there's
a
lot
of
back-and-forth
about
our
numbers
versus
your
numbers
and
there's
different.
E
E
C
A
F
F
If
you
have
the
skills,
if
you
have
the
skills
you're
working,
if
you
a
plumber,
you
have
a
license:
you're
working
and
the
individuals
that
we're
running
into
the
unskilled
individuals,
individuals
that
are
trying
to
get
themselves
in
a
position
where
they
could
have
a
trade
or
license
and
a
steady
career.
We
were.
F
Correct
we
we
refer
them
to
different
schools,
Benjamin
Franklin.
We
refer
to
individual
Benjamin
Franklin.
Also,
we
partner
with
like
Madison
Park
development,
a
lot
of
projects
that
are
within
the
Roxbury
and
Dorchester
neighborhood.
We
we
partner
with
Katrina
Conrad,
so
there's
a
number
of
things
that
we're
doing
for
workers
that
are
unemployed
but
again
they're,
mostly
non-union
laborers.
Let's
go
in.
F
For
15
years,
so
some
individuals
are
even
retired,
so
you
get
a
different.
You
get
a
bunch
of
different
scenarios
when
you
recall,
but
we've
made
phone
calls
and
again
I.
Would
that
800
list
I
would
say
most
individuals
are
working.
Definitely
if
they
have
a
license
or
some
sort,
but
it's
the
unskilled
individuals
be
my
running
I
would.
If
I
had
to
estimate,
we
call
25
individuals.
We
might
run
into
one
person,
that's
seeking
employment,
yeah.
D
Thank
you,
counsel,
a
baker
and
thank
you
for
the
panelists
for
being
here.
I
also
want
to
acknowledge
councillor
Turner
as
well
for
your
work
on
a
support
issue.
I
wanted
to
go
back
to
an
issue
that
my
colleagues
focused
on
is
wage
theft.
That's
always
been
an
important
issue
in
in
our
city,
and
we
do
see
a
lot
of
people
being
exploited
in
our
city
by
unscrupulous
companies
that
hire
a
lot
of
vulnerable
workers
and
take
advantage
of
them
and
not
pay
them
a
decent
wage.
E
It's
not
my
area
of
expertise,
so
I
want
to
get
back
to
you
on
that,
but
it's
my
understanding
that
and
councillor
Edwards.
He
might
have
a
better
idea
that
there
has
to
be
a
finding
by
the
Attorney
General.
There
has
to
been
a
legal
process,
so
not
just
the
allegations
of
wage
theft,
but
so
I
there
has
to
be
a
legal
determination
and
last
time
I
spoke
with
workforce
development.
E
D
Worked
on
a
couple
actually,
two
companies
that
were
doing
this
in
my
district
in
thank-you
to
the
help
of
the
Chinese
progressive
Association.
But
you
know
they
basically
settled
out
of
court
before
finding
was
issued.
They
exploited
workers
for
for
a
long
period
of
time
and
then
and
then,
as
the
law
was
catching
up
with
them,
they
settled
out
of
court
and
paid
back
wages.
I
wonder
if
that
type
of
situation
would
place
them
on
a
list
of
a
company
that
still
withholds
wages
from
workers,
even
though
they
settled
out
of
court.
D
E
D
And
I've
heard
some
great
comments
on
a
lot
of
great
community
outreach
that
you're
doing
for
us
and
I
want
to
say
thank
you
for
for
doing
that.
What
is
some
of
the
when
you
doing
that
community
outreach?
What
are
some
of
the
comments
that
you
hearing
back?
How
can
we?
How
can
we
improve
or
streamline
the
process
or
what
are
some
of
the?
What,
if
some
of
the
general
comments
that
you
you
guys
might
be
hearing
I.
E
Think
because
this
the
you
know,
these
courses
have
been
very
much
geared
towards
a
specific
certification
or
getting
a
a
car
to
be
able
on
the
site.
I
mean
the
participants
are
really
thankful.
There's
been,
we've
had
to
open
more
classes
because
things
will
sell
out
and
we
had
our
first
round.
We
actually
created
the
second
class
because
there
was
so
much
overflow
in
the
first
round.
E
So
it's
been
really
positive
feedback
about
the
value
of
the
class
and
we're
so
glad
the
city's
doing
this
I
don't
know
about
the
the
specific
challenges
people
have
getting
on
to
jobs,
but
it's
something
we
in
general
are
trying
to
figure
out
the
best
way
to
track
both
the
quantitative
and
qualitative
data
we're
getting
from
these
workers
that
were
training
so
that
we
can
track
their
their
growth
and
success
through.
Not
just
this,
not
just
our
courses,
but
just
with
all
the
different
efforts
they're
taking
and
want.
D
To
follow
up
on
Council
Edwards
comment
on
on
the
books
that
the
potential
work
or
our
trainer
might
need
to
pay,
and
if
you
said
around
$500
I
would
love
to
see
a
lot
of
these
developers.
Construction
companies
pay
for
that
fee.
It
shouldn't
be
coming
from
someone,
that's
unemployed.
Looking
for
work,
you
know
have.
Can
we
reach
out
to
some
of
these
great
Boston
construction
companies?
D
E
I
think
that
that's
a
really
good
idea,
I
think
we
have
to
see
how
we,
how
we
make
that
a
so
that
it's
open
and
anyone
that
that
wants
to
support
it.
But
we
definitely
we're
definitely
looking
into
ways
to
to
finance
that
and
again
partnering
that
with
commitment
from
the
participant,
because
we
want
to
make
sure
that
that
people
really
are
really
going
to
pursue
this
opportunity.
Do.
D
D
I
know
I
would
never
want
to
see
someone
not
attend
the
course
because
they
don't
have
money
for
books.
Is
there
something
during
the
budget
season
that
the
City
Council
needs
to
do?
If
these
construction
companies
don't
want
to
pay,
it
is
maybe
maybe
it's
on
the
on
the
Boston
residents
too,
to
pay
for
it.
That's
something
I
would
I
would
support
yeah.
We.
E
D
Thank
you
and
I
want
to
say
thank
you
to
counsel
Baker,
Edwards
and
Janie.
If
you
for
your
work
into
the
administration
to
Mayor
Walsh
and
his
administration,
but
also
to
the
residents
of
Boston,
for
working
closely
with
with
the
residents
and
with
with
city
government
with
community
labor
united,
it
plays
an
important
part,
important
role
as
though,
as
do
the
building
trades-
and
you
know
the
unions
so
I
think
we
are
making
progress.
D
E
You
know
we
definitely
want
to
partner
with
you
all
on
that
piece,
both
in
terms
of
having
events
in
your
districts
to
any
workers
that
you
come
across.
That
say
just
like
this
gentleman
that
showed
up
at
the
back
I
mean
it
was
so
great
that
he
came
and
point
people
to
the
back
as
a
place
that
hey,
if
you,
if
you're
looking
for
construction
work,
that's
a
place
where
you
see
the
actual
projects
that
are
not
meeting
these
goals,
and
you
can
make
that
connection
right
away.
E
D
A
A
I'm
not
sure
who
this
question
will
be
for,
but
how
many,
how
many
corn,
out
of
the
98
jobs,
how
many
contractors
have
multiple
jobs?
It's
not
98
contractors
net!
Well,
are
you
any
sense
of
that
and
within
there
and
within
there,
and
this
may
be
subjective,
but
are
there
any
any
like
who
the
contract
is
in
there
that
we
need
to
work
with
that
need
to
perform
better,
and
so
what
I'm
trying
to
say
is
how
do
how
do?
How
do?
F
We
encourage
that
we
encourage
the
private
developers
and
also
city
line
departments
to
use
the
website
that
we
have.
We
have
all
we
have
the
data
from
all
of
the
construction
projects
on
the
website.
We're
also
able
to
provide
it's
what
we
call
history
reports
and
that
would
be
a
history
of
a
contractor's
performance.
So
that's
something
we
do
on
a
regular
basis
and.
G
A
A
G
In
one
strategy
that
we've
been
working
on
in
the
last
six
months
or
so
is
identifying
the
subcontractors
with
the
most
amount
of
hours
working
in
the
city,
yeah
and
we've
been
meeting
with
them,
so
there's
been
maybe
four
or
five
they
were
met
with,
and
it's
not
a
corrective
action
meeting.
It's
not
a
project
specific
meaning,
but
it's
just
hey
Travis
Watson
carpentry
you've
worked
a
hundred
thousand
hours,
you're
really
deficient
in
female
participation
resident
participation.
Let's
talk
about,
how
can
you
do
better?
What's
your
core
crew
look
like?
What's
your
outreach
methods
and.
A
B
Of
clarifying
points
for
the
questioning
that
council
firm
is
doing
another
resource
that
might
be
worth
talking
to
in
terms
of
being
able
to
at
least
find
out
who
are
the
bad
actors,
because
you're
right
in
many
cases
they
settle
or
they
pay
after
they've
denied
someone
wages
for
you
know,
I,
don't
know
a
year
and
fought
that
so
one
set
of
I
don't
know
if
you
communicate
regularly
with
worker
centers,
but
I
used
to
work
at
a
worker
center
brazilian.
It
was
at
the
time
the
brazilian
immigrant
center
we
kept.
B
We
kept
a
log
of
everybody
that
came
in
to
our
center
the
names
of
the
companies.
How
much
we
sent
the
complaint
for
to
the
attorney
general's
office
and
what
happened
with
that
complaint,
and
so
we
have
hundreds,
if
not
thousands,
of
those
complaints
that
are
logged
in
and
many
of
the
worker
centers
keep
their
own
tabs
on
bad
actors
and
companies.
So
it
might
be
worth
the
partnership
to
see
if
you
could
work
with
them
because
they
are
on
that.
B
They
are
usually
those
most
vulnerable
workers
that
are
coming
in
and
they
don't
feel
comfortable
to
come
to
the
city.
They
won't
be
going
and
finally
claim
to
the
attorney
general's
office.
Many
of
them
don't
speak
English
as
a
first
language,
they'll
go
to
the
worker
center
and
that's
where
a
lot
of
we
can
a
lot
of
the
where
you
guys
should
be
or
could
be.
The
other
I
think.
A
lot
of
the
questions
that
counsel
Flynn
had
about
the
enforcement
on
the
subcontractors
might
be
something
worth
looking
at
with
our
wage
theft.
B
Those
fines
might
be
used
to
build
a
stronger,
more
diverse,
Boston
bench
for
training,
so
taking
that
money
that
they
have
to
pay
in
or
as
part
of
their
being
a
better
neighbor
better
after
literally
just
requiring
them
saying.
Not
only
are
you
not
complying,
here's
a
fine,
but
you
also
could
pay
for
the
next
class
of
individuals
to
take
this
ESL
course.
C
Just
quickly
because
I'm
really
anxious
to
hear
from
those
who
have
been
patient
and
who
wanted
to
testify
publicly
just
to
clarify
with
you.
Mr.
Brown,
you
mentioned
that
the
majority
of
people
who
are
looking
for
work
are
like
the
unskilled
folks
and
I
you're
talking
about
the
jobs
bank
right
because.
C
People
who
are
black
and
brown
in
this
city,
who
were
doing
some
work,
you
know,
may
have
their
license
as
a
plumber
or
as
electrician,
who
are
not
necessarily
getting
a
lot
of
work
or
being
able
to
benefit
from
this
building
boom
in
our
city,
so
you're
speaking
specifically
to
the
jobs
Bank.
That's.
F
C
It
is
so
important
to
have
the
advocates
in
the
room
be
part
of
the
solution,
and
so,
as
we
continue,
this
conversation
around
changes
to
the
bidding
process.
Looking
at
baselines,
I
know
you're
working
with
Brian,
which
I
think
is
great.
We've
got
to
make
sure
that
the
union
reps
are
there.
It
is
also
important
to
make
sure
that
the
advocates
are
there.
C
I
have
the
pleasure
of
monitoring
construction
jobs
in
my
district,
it's
been
a
long
tradition
and
district
seven,
starting
with
councillor
Turner,
then
to
councillor
Jackson
and
myself,
and
when
these
eyes
are
on
these
projects,
it
does
make
a
difference.
The
first
time
we
met,
commissioner
Watson
was
at
a
Beck
meeting
and
I
discovered
two
public
projects
that
were
doing
an
awful
job
in
terms
of
compliance
with
meeting
the
goals,
one
of
which
was
the
Dudley
library.
C
Since
that
time
we
started
monitoring
the
deadly
library,
and
while
we
have
not
achieved
the
goals
as
set
before
us,
we
have
made,
or
the
library
has
made
some
gains
in
meeting
or
getting
closer
to
meeting
some
of
the
goals
because
of
the
people
in
this,
and
so
I
want
to
highlight
that
that
it
is
important
and
encourage
that
to
happen.
Hopefully
in
other
communities
we
are
still
have
a
long
way
to
go.
C
Dudley
did
not
meet
its
goals.
Vine
Street
was
even
worse
and
I
highlight
this,
because
it's
a
public
project
and
what
we
do
with
our
public
dollars
and
in
terms
of
living
up
to
our
own
goals
is
really
important,
and
if
we're
not
doing
it
with
these
public
projects,
then
we
have
no
credibility
when
we're
asking
the
private
sector
to
do
the
same
thing.
And
so
that's
all
I
want
to
say
for
now,
because
I
really
do
want
to
get
to
public
testimony.
If.
G
I
may
just
briefly,
I'll
show
that
I
we
I
am
committed
to
continuously
meeting
with
the
folks
from
the
Boston
Jobs
Coalition.
In
addition
of
Brian
I,
grew
up
I
kind
of
cut
my
teeth
at
the
Dudley
Street
neighbor
initiative,
I'm
an
organism,
I
trade,
I
echo
everything
you
said,
and
yet
this
work
would
be
going
nowhere
if
it
wasn't
for
the
work
of
the
advocates.
Absolutely
great.
A
Thank
you,
everybody,
so
we're
gonna
call
the
next
panel
down,
but
in
the
meantime,
I'm
gonna
call
some
names,
dick
dick
monk's
brother,
low
and
Priscilla
Flint
banks.
If
you
want
to
come
down
and
testify
and
in
the
meantime,
we're
gonna
call
down,
Catrin
could
Katrina
Conrad
and
councillor
Chuck
Turner
to
come
to
the
panel.
I
A
I
K
K
When
the
BJC,
the
Boston
jobs
coalition,
decided
to
rewrite
the
BR
JP
in
2014,
there
were
two
priorities
among
the
many
changes
that
needed
to
be
made.
First,
the
the
people
of
color
percentage
of
hours
work
portrayed
needed
to
be
changed
from
the
25%
established
in
1983
to
a
percentage
relevant
to
our
population.
K
Since
the
unions,
as
we
all
unfortunately
knows,
the
unions
and
the
non-union
forces
had
have
Naughton
had
not
recruited
enough
boston
workers
of
all
races
and
genders
people
of
color
and
women
to
fulfill
the
standards
throughout
the
city.
There
has
never
been
any
penalties
for
contractors
who
did
not
meet
compliance
standards,
while
the
BR
JP
monitoring
team
put
compliance
pressure
on
the
industry.
K
Although
the
key
to
compliance
is
for
unions
and
the
non
unions
to
bring
into
their
ranks
enough
Boston
workers,
people
of
color
and
women-
to
meet
compliance
on
every
project
in
this
city.
Yet,
despite
our
hopes
and
expectations
when
the
ordinance
passed
and
when,
as
it
developed
for
a
sanctions
being
used
to
stimulate
improvement
in
contractors,
subcontractors
performance
three
years
after
passage
of
the
revised
or
of
the
revised
ordinance
there.
As
you
heard,
Lou
Alko
is
not.
K
There
has
not
been
a
sanction
Lemery
levied
over
those
three
years,
despite
the
fact
that
we
all
know
that
of
the
existence
of
violations
of
the
regulations.
As
we
have
worked
with
the
staff
to
understand
the
lacus
of
sanctions,
we
have
come
to
appreciate
the
complexity
of
the
technical
problems
they
are
facing.
K
However,
problems
in
developing
a
system
is
no
excuse
for
not
for
not
developing
it
enough
in
an
effective
way.
We
believe
that
there
are
a
number
of
steps
that
must
be
taken
in
order
to,
in
fact
set
up
the
system.
Why
did
you
pass
the
ordinance
with
sanctions
with
penalties
for
sanctions
if
we
aren't
going
to
put
all
our
energy
behind
working
to
develop
that
system?
It's
not
there.
Now
you
just
heard
a
few
minutes
ago:
it's
not
there.
K
Now
the
question
for
all
of
us,
not
just
the
staff
for
you
all
for
the
community
for
the
staff
is.
How
can
we
work
together
to
build
this
system?
If
we
don't,
the
people
of
Boston
are
going
to
wonder
why
it
hasn't
happened.
There
was
a
lot
of
focus
on
this.
A
new
system
we're
going
to
create
something
new.
Everybody
was
very
positive
and
happy.
However,
given
the
fact
the
system
has
not
been
developed,
yet
there
are
questions
that
are
floating
out
there
and
those
questions
will
grow
over
time.
K
K
I
was
pleased
when
it
was
brought
up,
but
it
seemed
like
was
brought
up
is
just
just
one
of
the
many
issues
the
sanctioning
system
is
key.
It's
a
new
system.
Resources
have
been
put
into
developing
it.
The
council
shouldn't
treat
it
just
as
part
of
the
overall
system.
We
believe
that
the
BR
JP,
when
they
are
called
to
testify,
need
to
be
instructed
to
give
this
kind
of
in-depth
presentation
on
the
system
if
it's
not
working,
why?
What
are
the
problems?
What's
your
approach?
K
When
do
you
think
it's
going
to
be
working
and
you'll
have
any
opportunity
to
answer
questions?
If
it
is
working,
then
we
can
self
celebrate
and
talk
about
how
it's
improved
the
system,
the
system
that
we
have
or
not
the
second
one
is
equally
in
the
SEC
recommendation
for
the
council,
we
believe
is
equally
important.
K
You
have
a
responsibility
to
work
with
the
mayor
to
assure
that
the
BR
JP
has
the
technical
staff
in-house
to
handle
the
technical
problems
that
the
staff
is
encountering.
There
are
a
lot
of
technicians.
You
know
in
this
city,
as
you
all
know,
but
we
shouldn't
have
the
BR
JP
having
to
call
on
a
technician
over
in
this
department
or
calling
on
a
technician
another
department.
The
council
should
work
with
the
mayor
in
creating
the
resources,
so
the
BR
JP
can
hire
technicians
who
work
with
them.
K
As
you
have
an
in-depth
discussion
with
them,
you
see
that
it's
a
very
complex
and
confusing
problem
that
they're
dealing
with
they
need
technical
assistance.
You
can
help
to
provide
it
and
by
doing
that,
you're
fulfilling
the
ordinance
that
a
key
aspect
of
the
ordinance
that
you
passed,
there's
one
other
area,
a
short
presentation,
but
probably
the
most
important-
and
that
is
let
me
move
from
a
focus
on
the
technical
problems
that
are
blocking
the
development
of
an
effective
data
system
that
can
not
only
monitor
performance
but
also
sanction
non
performance.
K
Ironically,
the
core
problem
that
we
have
today
is
the
problem
that
stimulated
us
to
develop
the
system
40
years
ago
in
this
in
the
70s.
The
same
problem
is
there.
What's
that
problem
we
knew,
and
those
of
us
who
are
around
in
that
period
knew
that
the
through
the
70s
that,
if
we
didn't
take
action,
Boston
workers
of
all
races
and
genders
would
continually
would
continue
to
be
left
out
of
Boston's
construction.
K
When
the
unions
and
the
non
unions
formed
an
alliance,
took
their
union
money
and
non-union
money
and
took
the
issue
to
the
Supreme
Court,
we
were
able
to
in
fact
win
that
case
and
have
the
Supreme
Court
acknowledge
the
right
of
Boston
workers
to
have
a
fair
share
of
the
work
that
was
happening
in
Boston.
That
was
1983
a
Rehnquist,
a
Republican,
a
Republican
Chief
Justice
said
yes,
a
mayor
has
a
right
to
establish
a
policy
that
says
that
the
people
of
his
City
have
a
right
to
share.
K
If
you
don't
do
that,
there
are
problems
about
relationships
that
come
up.
Judge
Rehnquist
pointed
you
know
pointed
out.
Yet
if
you
examine
the
data
over
the
last
ten
years,
you
will
see
that
each
and
every
year
the
Union
and
non-union
trades
average
25
percent
boston
workers,
even
though
the
standard
is
51
percent.
That's
across
the
board.
You
know
we're
not
pointing
fingers
at
the
union,
the
non-union.
This
trade
that
trade,
it's
across
the
board,
the
data
are
the
BR
JP
data.
K
We
thought
the
passing
of
an
ordinance
that
would
set
up
a
commission
that
would
require
the
unions
and
non-union
forces
to
meet
periodically
to
examine
why
they
had
such
a
bismil
performance
numbers
for
boston
workers.
However,
we
decided,
after
some
experience,
that
we
don't
need
a
new
ordinance.
Given
you
all
suggestions,
we
don't
need
a
new
ordinance
to
bring
the
unions
and
the
non-union
forces
together
to
talk
about
us,
the
boston
workers
you're.
Here,
that's
one
of
the
your
responsibilities
as
you
look
at
the
BR
JP.
K
Wouldn't
start
it
wouldn't
wouldn't
start
in
a
way
to
solve
the
problems.
We
don't
even
have
any
representatives
of
the
unions,
or
maybe
we
do,
but
we
don't
have
many
representatives
of
the
construction
industry
here.
You
need
to
have
a
process
where
you
not
only
encourage
them
to
count,
but
you
put
them
into
a
situation
where
they
can
talk
with
you
all
and
with
the
people
of
Boston
about
why
the
people
of
Boston
still
aren't
getting
their
fair
share
from
from
them.
K
We
understand
that
the
bureaucratic
issues
that
undoubtedly
will
need
to
be
worked
out.
However,
given
your
election
to
serve
the
people
of
Boston,
it
essential
that
you
focus
on
the
question
of
why,
during
a
period
where
the
economic
gap
is
growing
among
all
of
us,
regardless
of
race
were
being
driven
out
to
this
city
on
not
based
on
race
but
based
on
money,
and
in
that
situation,
it
seems,
like
all
of
us,
have
a
responsibility
to
think
of
every
way
that
we
increase
the
income
of
Boston
workers.
K
What
better
way
than
to
focus
on
the
brrap
and
what
the
Union
and
the
non-union
role
is,
because
they
are
not
meeting
their
responsibilities.
Now
they
have,
they
haven't
met
it
of
less
ten
years,
and
we
believe
that
you
can
play
a
key
role
in
in
fact
bring
the
justice
that
Judge,
rented
Chief
Justice
Rehnquist,
said
in
1983
that
we
had
a
right
to
fair
share.
Thank
you.
Thank.
A
H
Name
and
affiliation,
please,
yes,
sir.
Thank
you.
I'm
Katrina,
Conrad,
workforce
diversity,
project
manager
for
Madison,
Park,
Development
Corporation,
as
well
as
owner
of
Conrad
&
associates,
so
Thank
You,
Boston
City
Council,
for
allowing
me
to
share
in
my
experiences
monitoring,
labor
compliance
on
local
projects
as
workforce
diversity,
project
manager
for
Madison
Park,
as
well
as
owner
of
karma
and
associates.
I
have
dedicated
my
time
to
ensure
more
Boston
residents.
People
of
color
and
women
are
being
recruited
for
developments
in
Greater
Boston.
H
H
Requirements
before
this
shovel
even
hits
the
ground
and
I
feel
that
this
process
here
is
a
great
way
to
start.
Overlooking
that
whole
thing,
assuming
that
the
overwhelm
be
rjp
office
staff
can
monitor.
This
lack
of
cooperation
is
insane
particularly
note
in
the
vacant
role
of
the
job
bank's
coordinator.
In
light
of
the
disparity
study
and
the
upcoming
n-double-a-cp
convention,
Boston
would
need
to
get
in
front
of
the
issues
in
order
to
master
the
lack
of
diversity
on
its
that
development
project.
H
A
couple
of
recommendations
I
would
like
to
name
off
the
use
of
a
core
crew
forum,
currently
in
my
role
as
Madison
parks,
workforce
development,
using
workforce
diversity,
project
manager,
I
use
a
core
crew
forum
to
identify
all
the
members
of
the
subcontractors
they're
coming
out
on
my
site.
Many
yes,
I,
can't
many
Barbossa.
My
monitor
he'll
definitely
testify
to
this
that,
because
we're
using
this
form
right
now,
I
can
honestly
say
that
all
of
our
projects,
our
monitoring,
are
at
45%
Boston
residents,
75%
people
of
color,
8.2
percent
Fehmi.
Excuse
me
8.2
percent
females.
H
Another
recommendation
will
be
continued
engagement
of
outside
agencies
for
the
be
rjp
office,
particularly
when
it
comes
to
job
banks,
referrals
and
best
faith
efforts.
Currently
I
have
a
database
that
Madison
part
development
that
I've
been
utilizing
for
the
last
four
years.
I
have
over
70
115
750
Boston
residents,
who
actively
looking
for
employment
in
the
building,
trades
and
I.
Think
it's
safe
to
assume.
Over
the
last
two
years,
I
have
unofficially
called
myself.
H
The
Boston,
Jobs,
Bay
and
I
have
been
working
with
different
contractors
in
and
around
Greater
Boston,
in
helping
them
identify
folk
who
are
qualify
and
work
ready
to
be
assigned
to
their
projects.
Another
thing
that
I
feel
this
should
be
highly
recommended
before
you
all
today
is
the
tracking
of
apprentices.
According
to
the
Massachusetts
Division
of
Apprentice
standards
back
in
2015,
four
hundred
and
twenty
five
women
were
registered
as
first-year
apprentice
across
the
state
is
2019.
H
What's
the
size
of
those
four
hundred
and
twenty
five
women
today,
so
we
can
bypass
asking
the
unions
for
this
information
just
simply
go
through
the
Massachusetts
Division
of
apprentice
standards
to
get
that
information.
A
fourth
recommendation
that
I
would
like
to
make
is
the
issuance
of
a
certificate
of
compliance
of
Good,
Standing
I
know
as
a
developer.
We
are
often
asked
to
retrieve
our
certificate
of
Good
Standing
when
seeking
public
funding
on
any
of
our
projects,
it
would
be
dice
to
the
be
rjp
office.
H
Could
issue
the
same
as
far
as
having
something
of
this
sort
accompany
all
beers
when
competing
for
any
public
funding
projects.
Making
this
information
available
to
all
will
allow
more
oversight
of
the
ordinance
and
obviously
create
more
accountability
for
all
that
we
encounter.
Thank
you
very
much
for
your
time
today.
Thank
you.
Thank.
A
A
Chuck
I
think
well,
I
think
we
will
do
counts.
Return
are
based
on
the
based
on
when
the
feedback
comes
back
with
who
those
who
those
contractors
are
for
the
for
the
98
jobs
based
on
that
will,
we
can
send
out,
invites
to
those
contractors
and,
in
particular,
I
think
so.
That's
how
will
how?
How
me
is
the
chair
and
we'll
also
reach
out
to
the
unions,
to
see
if
we
can
get
them
here
for
our
April
meeting
with.
A
Ninety-Eight
projects
that
will
that
we're
looking
at
here
now
so
I've
asked
for
a
list
of
those
projects
and
a
list
of
the
contractors
I'm
sure
some
of
those
jobs
will
overlap.
Multiple
contractors
probably
have
multiple
jobs,
so
we'll
we'll
pick
from
that
list
just
send
invites
to
those
companies
in
particular
or.
K
A
I
A
B
A
H
H
B
Recommending
you
to
be
the
first
recipient
of
the
certificate
of
compliance
in
good
standing,
you
are
setting
a
model
and
I
think
that's
wonderful,
so
I
just
wanted
to
say.
Thank
you
because
too
many
times
it's
about,
we
just
don't
know
how
there's
no
pathway
forward.
We
need
a
sample,
you
are
doing
the
thing
and.
H
C
Listen
I
wanna
I
want
to
thank
you
both
particularly
you,
councillor
Turner
for
your
leadership
over
the
many
years
many
decades
in
this
fight.
You
mentioned
mayor
white,
so
that's
just
an
indication
of
how
long
you've
been
in
this
struggle
and
you've
been
a
great
mentor
as
I've
taken
on
monitoring
the
construction
jobs
in
in
Roxbury
and
miss
Conrad.
You
have
been
absolutely
amazing.
C
You
know
I'm
a
big
fan
and
I'm
so
grateful
that
you
have
been
able
to
participate
in
this
hearing
and
offer
some
real
concrete
examples
of
what
we
can
do
to
move
the
needle
forward
and
in
many
ways
people
know
the
jobs
Bank
here
in
Boston
has
not
been
operating
to
its
fullest
capacity,
some
staff
changing,
etc.
Yes,
you
have
stepped
in
and
filled
that
void.
So
I
really
do
appreciate
the
work
that
you
were
doing
to
make
sure,
and
it's
not
just
the
jobs
banks
and
connecting
people
you
do
the
jobs
fairs.
C
You
do
the
trainings
I
mean
you're.
On
top
of
it,
I
look
forward
to
receiving
the
items
that
you
highlighted
in
your
testimony.
Yes,
because
I
think
there
are
going
to
be
some
useful
tools
that
we
can
use
to
move
forward.
Okay,
thank
you
so
much
both
of
you
and
thanks
to
everyone
else,
I'm
looking
forward
to
hearing
four
more
folks
testifying.
Thank
you.
Thank.
A
L
L
One
of
the
first
projects
I
got
involved
in
was
the
rewriting
of
this
Boston
residency
jobs
policy.
It
obviously
achieved
some
goals
in
its
first
incarnation
back
in
the
80s,
but
it
needed
more
strengthening.
He
needed
more
weight
in
it
and
that's
what
we
did.
That's
what
we
worked
on
for
a
long
time,
a
lot
of
community
members.
People
were
hopeful
that
what
the
new
provisions
primarily
the
sanctions
would
do
would
be
the
shine
the
light
on
the
problem
so
that
we
could
then
take
it
an
even
another
step.
L
I'm
encouraged
today,
by
what
I'm
hearing
from
the
previous
panel
Travis
a
commissioner
Watkins
and
Cellino
llaha,
barrows
and
Chris
on
what
they've
learned
so
far
and
that
I
believe,
especially
with
Travis,
he's
even
coming
up
with
some
suggestions
about
what
that
really
do.
Come
from
the
the
talks
that
the
BJC,
the
trade
unions
and
Travis
have
had
around
what
the
core
problem
is,
and
that's
encouraging
that
they're
now
being
aired,
I
think
Chuck
has
also
councillor.
L
Turner
has
also
highlighted
and
given
us
some
real
steps
to
be
taken,
the
way
we
can
change
these
meetings
to
really
have
some
content
and
have
some
back-and-forth
like
today
had
more
than
I've,
usually
used
to
seeing
and
I
think
it's
been
encouraging
to
me.
But
we
need
to
do
a
lot
more
when
we
first
finished
rewriting
the
Gov,
the
ordinance
and
we
started
taking
it
around
the
community
and
informing
people
about
it.
L
I
was
a
little
bit
surprised
that
the
lack
of
enthusiasm,
because
we
came
out
of
this
work
feeling
like
we
had
actually
accomplished
something,
and
now,
after
three
years
of
it
being
in
place,
I
understand
that
skepticism
people
from
the
community
are
not
confident
that
any
new
legislation
or
ordinances
will
actually
make
a
difference.
They've
seen
a
time
after
time,
for
too
many
years
where
promises
are
made,
laws
are
written
with
all
these
great
promises
are
within
within
them
and
then
in
fact,
they
fall
flat
on
the
face.
That's
what
we're
we're
worried
about
here.
L
That's
why
we've
reached
a
point
where
we
feel
like
we
have
to
make
some
very
concrete
steps,
or
else
once
again,
once
again,
the
community
is
let
down
and
that's
not
something
that's
going
to
be
helpful
to
anybody.
I
I
just
want
to
again
say
I.
Think
councillor
Turner
has
shown
the
kind
of
leadership
that
I'm
hoping
others
will
take
after
these
three
years
and
nothing
happened.
There
has
been
a
lot
of
discouragement,
a
lot
of
anger
in
the
community
around
this
council.
L
The
Turner
could
easily
have
said,
throwing
up
his
hands
and
said:
that's
it
I'm
out
of
here.
This
isn't
working,
but
he
didn't
do
that.
He
took
the
time
to
look
at
the
problem
to
discuss
the
issues
of
many
people
within
our
community
within
the
organization
and
without
and
came
in
here,
I
think
today,
with
some
very
concrete
suggestions
that
could
make
a
difference.
I'm
really
asking
for
the
leadership.
L
Now
you
all
city,
councilors
you're
here
today,
so
I
respect
that
tremendously,
but
we
also
need
to
push
further
Commissioner
barrows
and
his
department
and
the
mayor
too,
also
because
these
solutions
are
gonna
our
big
problems
and
what
single
act
is
not
going
to
do
it.
We
need
bold
leadership
across
the
board
and
I
urge
you
all
to
step
up.
Thank
you.
Thank.
J
J
Also
a
retired
employee
of
the
city
of
Boston
I
ran
the
payroll
for
the
City
of
Boston
full
of
17
years
as
a
chair
of
the
Boston
jobs
coalition,
I'm
frustrated,
because
we
basically
had
been
working
on
this
for
the
last
five
years
and
the
fact
that
note
since
2017,
when
the
new
ordinance
was
approved,
no
one
has
been
sanctioned.
That
is
sad.
It
really
is
I
mean
it.
We
spend
all
this
time
we
come
down
here.
We
testify
we
meet
with
all
the
the
different
economic
office.
J
It's
a
process.
I
know
it's
a
process,
however
thick.
This
should
be
a
way
that
we
can
really
look
at
sanction
in
these
people
who
are
out
of
compliance
as
well
as
debar,
and
some
of
these
people
who
continually
continually
get
the
projects.
Will
you
have
other
folks
who
are
trying
to
get
in
to
get
the
projects
and
they
can't
get
the
projects
because
we
continue
to
give
the
bad
apples
the
project,
so
that
really
needs
to
be
looked
at?
How
can
we
disavow
the
bad
apples
as
well
as
they
said,
there's
only
five
monitors.
J
How
can
five
monitors
monitor
all
these
projects?
A
few
years
ago,
when
we
first
started
looking
at
looking
at
changing
the
boss,
amends
and
job
policy
I
came
up.
I
said
that
we
should
maybe
have
monitoring
committees
in
all
the
districts.
That
way
you
have
people
to
get
involved.
People
will
know
what's
going
on,
because
you
can,
you
know,
never
hire
enough
monitors
the
monitor
all
these
projects,
so
I
think
that
something
that
should
be
looked
at
there.
Each
district
council
should
look
at
and
Kim
you've
done
a
great
job.
J
I
know,
I've
missed
a
lot
of
meetings
back,
but
I'm
still
I'm
still
involved,
and
we
have
to
thank
council
churna
as
well,
because
he
has
been
steadfast
and
unmovable.
This
is
up.
You
know
it's
just
sad
that
things
just
take
so
long,
because
people
have
come
and
gone
come
and
gone,
and
we
still
don't
have
sanctions.
We
still
don't
have
people
good
people
working
on
these
jobs.
You
know
and
I
just
I
have
to
say
this.
J
I
know
it's
not
about
this,
but
I
just
have
to
say
this:
the
fact
that
we
only
got
half
a
percent
of
664
million
dollars
and
procurement.
It's
terrible!
It's
a
disgrace,
and
we
as
a
city.
We
need
to
be
embarrassed
because
there's
no
need
for
it,
because
there
are
people
out
there
that
do
good
work.
We
just
have
to
incorporate
them
and
include
them
in
the
process.
So
I
want
to
thank
you.
I!
Don't
really
have
no
recommendations,
except
for
the
fact
that
you
look
at
doing
monitoring
throughout
this
throughout
the
city.
J
A
I
I
Your
eye
on
me
yeah,
so,
first
of
all,
I'm
bothered.
Oh
I
just
want
to
sit
all
the
others
on
that
previous
stuff.
So
I'm
gonna
set
that
aside,
because
the
I'm
a
person,
that's
more
concerned
with
results,
results
and
I,
don't
know,
I
mean
I.
Also
I
want
to
thank
two
people.
I
want
to
thank
that's
over
here
to
my
right.
One
is
Chris.
Brown
Chris
Brown
has
been
around
for
over
I,
don't
know
30
years
or
so,
and
also
Janet,
who
monitors
the
for
30
years.
I
So
well.
I
mentioned
them,
because
I
am
a
recipient
of
that
job.
As
Bank
I
was
a
pile
driver,
okay
and
how
I
got
the
job
was
because
there
was
no
black
men.
Well,
I
won't
say
none,
but
was
never
enough.
Black
men
in
the
power
drivers,
union
and
I
was
able
to
get
on
and
I
enjoyed
and
loved
what
I
was
doing.
I
But
when
I
look
at
the
fact
that
Chuck
Turner's
sitting
to
my
left
here
and
we've
been
fighting
this
fight
for
over
20
years,
it's
not
rocket
science.
We
can't
figure
it
out
how
to
employ
black
men
in
the
construction
industry,
bosses
and
right
now.
Boston
is
booming.
I
have
to
laugh
to
keep
from
crying.
To
be
honest
with
you,
Boston
is
booming.
I
Billions
ain't
time.I
millions,
billions
of
dollars
in
construction
is
going
on
in
Boston
and,
as
you
know,
construction
works
on
a
booming
and
bus
economy.
Eventually
that
boom
is
gonna
start
to
go
down,
but
in
the
meantime
you
know,
I'm
gonna
talk
about
Marty
Marty
Walsh
to
me
when
he
got
elected.
I
had
great
hopes.
Why?
Because
I'm
saying
oh
wow,
this
guy's
a
union
guy,
he
was
the
head
of
the
unions.
He's
gonna
know
how
to
make
it
work
so
that
black
men
and
our
community
can
get
work
and
women.
I
You
know
if
Kim
tell
me
say:
men
and
women
yeah,
but
I
didn't
see
that
I,
don't
see
the
results,
I
don't
see,
I
mean
and
you
can
look
at
all
the
numbers-
and
you
know
to
me,
is
smoking
mirrors.
This
is
my
friend
is
why,
because
it's
it's
gonna,
take
us
20
years
to
get
this
done
and
I'm
not
talking
about
the
little
small.
You
know.
Okay,
we
got
a
percentage
of
more
on
a
piece.
You
know
we
wrote
we
co-wrote
the
ordinance
and
since
we
did
no
one
has
been
sanctioned.
I
Nobody
and,
prior
to
that
now
look
at
this.
The
fact
that,
prior
to
the
ordinance,
all
the
past
people
get
a
bye,
you
see
them
saying
the
past
people
before
the
date
that
the
ordinance
kicked
in
the
rest
of
them
get
a
bye.
So
all
those
people
there
are
compliance.
It's
not
a
problem.
I
got
a
problem
with
the
fact
that
we
allow
contractors
who
come
before
us
year
in
year
out
out
of
compliance,
but
still
able
to
get
a
job
here
in
Boston.
I
got
a
problem.
Big
word
problem
with
that
Frank.
I
If
I
came
in
your
store
and
stole
something
and
I
keep
coming
your
stores,
stealing
stuff,
you
ain't
gonna.
Let
me
in
your
store
at
some
point,
correct
you
don't
saying
so
we
should,
and
you
know
what
what
kills
me
is
this
when
they
sign
the
contract
and
Chris
will
tell
you
when
they
sign
the
contract.
They
already
know.
Okay,
I'm
gonna
get
X
amount
of
minorities.
I'm
gonna
I
have
been
on
the
project
when
they
first
started
the
ground
and
they
one
day
out
of
compliance.
I
I
On
top
of
you
Frank,
this
is
topic,
and
racism
is
a
topic
in
Boston,
always
been
a
topic
and
see
the
problem.
Is
we
don't
want
to
talk
about
it?
That's
part
of
the
problem.
You
know
that's
part
of
the
problem.
Frank.
We
got
to
talk
about
it.
How
many
people
have
you
employed
in
your
black
men
in
your
community?
How
many.
A
I
A
I
I
I
From
the
beginning
kind
of
drift,
so
Barry,
so
bailing
me
I,
said
they'll,
listen
to
you
guys
since
I've
been
here
right.
Okay,
so
treat
me
like
I'm
gonna
treat
you
so
so
what
has
been
done
every
time
we
come
to
these
meetings
for
20
years.
Okay,
before
he
was
even
here,
it
was
a
Jim
Kelly
I
said
here:
watch
Jim,
Kelly
fight,
Chuck,
Turner
and.
I
Yet
see
what
has
changed
is
didn't.
You
know
how
many
his
that
ones
ago,
what
has
changed
since
then?
A
few
more
you
know,
Samuel
Gompers
said
a
minuscule
I
mean
what
I'm
saying
is.
We
have
to
do
more
to
make
things
happen
and
we
can
talk
about
it
and
we're
gonna
lead
place,
we're
gonna,
leave
this
place
and,
and
it's
not
another,
gonna
change.
What's
the
plan,
what
are
we
are
we
dealing
with
this
on
a
regular
basis?
I
Cuz?
This
has
to
be
focused
on
and
dealt
with
till
there's
a
problem
is
resolved.
We
have
had
the
highest
rate
of
unemployment
in
Roxbury
Dorchester
Mattapan
for
over
20
years
over
20
years,
I'm,
not
talking
my
West
Roxbury
I'm,
not
talking
more
Charlestown.
What's
the
difference
between
West
Roxbury
and
Roxbury,
it
ain't
the
West.
I
Okay,
the
problem
is,
there's
a
different
clientele
out
there
and
we
could
talk
about
people
in
black
Roxbury
Mattapan
Dutchess,
don't
vote,
but
they
pay
taxes,
they're
citizens,
they
need
their
work.
Also.
So
you
know
and
like
I
said,
I'm
scuse
me
because
I
like
it
when
I
get
excited
I
kind
of
go
off
a
little
bit
so
I
appreciate
y'all,
you
know
being
patient
with
me,
but
I
don't
see
it
I,
don't
see.
I,
don't
see
here
in
Boston,
Frank
I.
Don't.
I
See
I
didn't
hear
nothing
new
and
there's
a
matter
of
fact.
What
I
did
don't
like
was
the
fact
that
when
he,
when
Flynn
and
Bruce
bowling
was
part
of
the
original
architects
design,
this
in
the
first
place
rains
land,
not
Eddie,
plain
right.
It
was
designed
around
workers
right
now.
It's
not
designed
around
workers,
we've
gotten
away
from
the
workers
and
I
think
I.
I
We
fell
asleep
on
that,
because
the
whole
purpose
of
this
the
whole
purpose
of
the
Boston
Employment
Commission,
see
me
about
employable
how
much
how
many
people
really
employed
so
in
mind.
You
may
say
all
the
percentage
is
going
up
there,
no
from
22%
to
23%
that
doesn't
affect
my
community
that
doesn't
reflect
in
my
community
a
lot
of
people
that
you're
talking
about
come
from
other
communities,
which
are
my
Boston
residents.
I
There
was
a
sign
at
one
time
uses
a
Boston
for
Boston
residents.
We
don't
hear
that
now
so
not
to
belabor
things,
but
you
know
I'm
really
bothered
by
the
fact
that
I
hope
that
we
don't
have
to
go
through
this
another
two,
three
four
five
years.
You
know
I
really
hope
that
some
solutions
come
up
and
you
know
what
I
think
if
Chris
was
given
the
resources
and
people
listened
to
him
and
lockers
Amos
I've
seen
this
man
and
it's
only
with
so
much.
I
He
can
do
I've
seen
him
only,
but
so
much
can
do
and
I
think
the
sister
from
Madison
Park,
because
we
had
to
get
her
case
to
before
she
was.
He
don't
wasn't
all
so
it's
a
beautiful
thing
now
that
they've
turned
over
but
I
want
to
see
that
reflected
in
City
Hall
I
want
you
guys
to
be
and
I
don't
know
how.
Often
you
guys
meet
and
talk
about
this
topic
and
I
know,
there's
a
lot
of
different
things.
I
You
guys
got
to
do,
but
this
needs
to
be
focused
on
because,
as
you
know,
gentrification
is
running
us
out
and
you
can't
afford
the
livia
you're
not
gonna
live
here
if
you're
not
getting
to
play
a
decent
wage.
You
can't
stay
here
and
that
affects
our
community
immensely.
It
really
affects
our
community,
so
I'm
gonna
finish
up
I.
I
Okay,
so
on
the
serious
side
of
things
you
know
like
I,
said:
I'll
benefit
an
offer.
I
would
like
to
see
more
people,
and
you
know
what,
when
the
pilot
problems
is
this
MBE
and
WBE
s
who
are
working
hire
people
from
our
community,
so
we
should
be
talking
about
increasing
MBE,
wbe
participation,
more
people
of
color
with
jobs,
okay,
pass
those
jobs
down.
Okay
and
one
of
the
problems
too,
is
the
unions,
keep
saying
and
I
think
you're,
all
afraid
of
the
unions.
I
know
y'all
are
scared
of
Ewings
y'all.
I
Don't
lessons,
but
anyway
the
unions
are
saying:
oh,
we
can't
find
the
people
we
can't
find
them.
Well,
if
you
started
training
people
wait,
that's
gonna
that
would
open
the
doors
you
can
find
them
if
you
start
training
them,
and
why
can't
we
go
Frank
Wright
to
Kim
Lydia?
Why
can't
we
go
the
high
schools
and
getting
them
out
of
the
high
schools
that
we
really
want
start
training
people
what's
wrong
with
that?
What's
wrong
with
that
and
I
think
in
in
not
East
Boston,
but
someone
else
did
they
were
going
to
it.
I
The
Union
came
to
the
the
school
and
they
you
know
they
did
that.
But
that's
that
doesn't
happen
here
so
to
bring
it
home.
You
know
I,
really,
I,
don't
want
to
be
doing
this
I've
been
doing
this
for
a
long
time.
You
know
and
I
am
frustrated
because
we
I
don't
I,
don't
it's
like
our
progress
has
not
been
enough.
Nowhere
near
enough.
So
I
hope
this
isn't
the
last
time
and
I
know
it
won't
be
the
last
time
we're
gonna
have
this
meeting
but
I
hope,
there's
some
hope
matter
of
fact.
I
They
may
be
honest
with
you
one
of
the
things
that
they
scare
us
about.
It's
all.
You
know
you
can't
sue,
because
if
you
sue
then
this
cities-
but
you
know
I'll,
be
honest
with
you
I
think,
because
the
fact
that
our
community
has
been
damaged
and
I
think
we
should
go,
get
Suffolk
University,
get
some
students
at
Suffolk,
University
to
study
and
make
a
case
and
maybe
sue
the
city
of
Boston
I,
think
there's
been
damages
and
I.
Think.
If
we
look
at
it,
we
can
show
that
there
has
been
damages
in
my
community.