►
Description
City of Boston Human Rights Commission Public Meeting 1-19-2022.
B
B
A
So
so
my
suggestion
is
why
don't
we
make
those
additional
whatever
additions
or
corrections?
We
have
and
we'll
just
take
a
final
look
at
them
before
we
we'll
vote
on
both
of
the
this
meeting
minutes
and
the
december
meetings
together
more
formal.
So
we
have
a
final
final
draft
to
vote
on
at
the
next
meeting.
That's
fine!
Okay,
okay!
So
next
we
have
a
report
of
the
executive
director
and
the
chair
bandra.
Why
don't
you
go
first,
and
I
don't
have
really
that
much
to
say
so.
B
B
B
We
were
supposed
to
have
a
meeting
as
you
as
you
know
tomorrow,
but
we
move
it
to
today.
So
perhaps
I
want
to
note
that
perhaps
we
should
reconsider.
We
just
have
you
know
one
or
two
conversations
later
in
the
day
about
the
meeting
date.
Does
it
work?
Does
you
know
the
third
thursday
of
monday
work
work?
Do
we
go
to
the
last
thursday?
Did
we
go
to
wednesday?
B
B
So
I
would
like
to
again
address
that
and
confirm
that
I
can
send
an
invite
to
her,
and
the
other
thing
too
that
I
want
to
fly
for
the
commission
or
commissioners
is
that
the
staff,
except
for
me,
have
been
working
from
home
over
the
past
two
weeks
and
will
be
going
essentially.
This
whole
month
is
at
least
due
to
cover
19.
As
you
know,
the
current
variant
has
taken.
You
know
it
looks
like
at
least
I
read
it
early.
B
That's
time
declined,
but
it's
been
certainly
picked
up
over
the
last
couple
weeks.
So
that's
the
other
thing
that
I
want
to
sort
of
flag
for
you
all
and
obviously
you
know
the
the
agenda
is
not
packed
by
substantive
in
terms
of
what
we
want
to
cover
today,
and
in
that
note
we
do
have
two
guests
or
both
here
and
you
know
the
second
portion
of
the
agenda.
B
B
Obviously
you
know
during
last
month's
meeting
there
was
some
unfortunate
confusion
and
miscommunication
regarding
the
beyond
the
pride
initiative
and
I'm
currently
having
discussions
with
the
staff
and
certainly
to
be
honest
with
with
the
new
administration
about
that
initiative
and
what
they
intend
to
to
do
in
that
space.
If
you
will
overall-
and
you
know
rather
not
discuss
that
issue-
excuse
me
that
initiative
today,
but
beyond
that,
and
certainly
the
commissioners
and
others
can
can.
You
know-
can
talk
to
me
offline
about
this.
B
But
beyond
that,
madam
chair,
as
I
said,
I'd
rather
sort
of
just
go.
We
have
danielson
tavares
who's
here
to
talk
to
us
about.
You
know
particularly
the
issue,
another
issue,
the
initiative
related
to
the
bpd
reform
task
force,
and
then
we
have
a
will
on
noha
and
I
can
do
a
more.
You
know,
sort
of
thorough
introductions
of
them
in
the
topic,
but
I
kind
of
wanted
to
go
start
there
with
them
get
them.
B
You
know,
have
a
discussion
with
each
of
them
and
then
sort
of
dive
into
the
other.
You
know
initiatives,
including
the
letters
that
we
have
drafted
for
for
digital
divide
and
certainly
the
letter
that
and
rooster
commissioner
and
rooster
suggested,
but
I
wanted
to
so
to
really
start
with
you
know,
particularly
with
bpd
reform
task
force.
Talk
about
you
know.
Obviously
I
sent
a
letter
a
couple
days
ago.
I
know
perhaps
you
have
the
chance
to
look
at
it.
B
If
not
so,
to
have
a
brief
discussion
about
it,
get
some
get.
Some
input
have
donnie
sort
of,
I
think,
highlight
some
some
things
that
that
can
help
us
in
that
space
and
then
move
on
to
the
next
one
in
in
in
housing.
We
will
know
how,
from
from
the
fair
housing
commission,
then
we'll
go
into
the
other
two
or
three
spaces,
that's
sort
of
how
I
thought
this
could
work
all.
B
B
A
Me
about
something
else,
so
I
can
update
where
she
is
on
that
and
so
we'll
just
put
those
together
the
letter
and
an
update
on
broadband
together.
Just
two
things
about
the
meeting
last
week.
I
think
we
want
to
say
that
there
is
no
recommendation
from
the
human
rights
commission
on
establishment
of
lgbtq
office.
A
I
think
there's
just
an
assumption
that
there
that
these
are
good
people
trying
to
do
good
things,
and
I
think
all
of
us
have
that
assumption.
If
we
may
disagree
about
some
things,
but
people
have
worked
very
hard
and
I
think
all
of
us
agree
that
the
staff
have
worked
very
hard
and
good
work
and
there
may
be
some
confusion
about
how
it
happened
and
where
it
happened.
A
B
Start
with,
thank
you
again
for
those
remarks
and
I'll
start
with
the
bpd
reform
task
force,
which
obviously
is
it's
an
initiative,
a
matter
that
we've
been
over
here
focusing
on
and
the
last
bit
of
thing
that
happened.
Is
we
during
the
last
meeting,
we
discussed
one
lilo
presented
on
this
final
report,
including
some
which
included
some
data
and
that
we
were
looking
from
bpd.
You
know.
Looking
at
that
letter.
Excuse
me
this
report.
B
Obviously,
after
the
last
meeting,
I
met
with
him
a
couple
of
times
that
expressed
about
some
of
the
data
that
we're
looking
for,
particularly
what
the
letter
says,
and
you
know
based
on
these
his
sort
of
remarks
and
thoughts.
I
thought
perhaps
he
can
come
in
and
help
us
understand
a
little
bit
about
some
of
the
data,
facts,
data
and
facts
around.
B
The
excuse
me
specifically
the
the
cadet
program,
and
I
also
thought
that
he
had
some
very
good
insight
related
to
sort
of
like
the
certification
process
right
language
certification
process.
That
was
another
way
in
which
sort
of
bpd
can
hire
individuals
that
essentially,
you
sort
of
bypass.
If
you
will
the
the
service
exam,
which
you
know,
if
I'm
incorrect,
you
can
tell
me
donnie,
but
you
know
at
this
point
I
certainly
want
to-
and
I
think
you
know.
B
I
also
want
to
give
a
brief
update
relating
to
a
meeting
I
had
with
the
current
executive
director
of
the
opat
office,
which
we
all
know
is
the
office
of
police,
accountability
and
transparency.
I
had
a
meeting
with
stephanie
attorney
stephanie
average
this
morning,
so
you
know
and
then
again,
as
I
said,
we'll
discuss
housing
discrimination.
We
will
know
how
so
perhaps
you'll
have
10
minutes
also
with
with
with
donnie
so
donnie.
I
see
that
you're
here
so
feel
free
to
take
it
away.
C
Thanks
for
having
me
andrew
hello,
everyone
thanks
for
having
me.
I
think
this
might
be
easier
if
I
just
kind
of
do
a
brief
introduction
and
then
open
it
up
for
questions
to
kind
of
guide,
the
dialogue
a
little
bit,
and
so
in
my
role
as
chief
diversity
officer,
I
work
with
all
city
departments
to
try
to
help
diversify
the
city
workforce
when
we
took
over
around
about
37
percent
of
our
workforce
were
identified
as
people
of
color
and
for
us.
C
Obviously,
that
number
wasn't
good
enough
thinking
about
where
sort
of
the
city
is
in
terms
of
representation.
So
I've
been
working
with
department
heads
over
the
years
to
get
those
numbers
up,
particularly
the
boston
police
and
the
boston
fire
department.
These
are
two
two
departments
that
have
unique
challenges
right.
When
we
look
at
officers,
we
don't
have
the
ability
to
say
hey.
We
want
to
diversify,
so
we're
looking
for.
You
know
x,
you
know
what
whatever
percentage
you
want
to
put
on
it.
C
There
is
not
much
diversity
there,
and
so
you
will
have
to
allow
that
list
to
trickle
down
before
you
get
to
civilians,
which,
for
diversity's
sake,
creates
a
lot
of
issues
for
us.
So
there
are
tools
we've
used
to
sort
of
help
in
this
regard.
One's
tool
is
a
cadet
program.
The
cadet
program
calls
for
boston
residents
between
18
and
24
years
old
to
apply,
and
after
two
years
of
service,
they
get
a
preference,
that's
equatable
to
the
veteran's
preference.
C
So
it's
another
tool
for
us
to
get
get
kids
onto
the
onto
the
force.
We're
on
our
fourth
cadet
class
now
about
60
of
those
kids
have
been
kids
of
color.
We've
had
classes
where
we've
been
able
to
put
on
50
women,
which
is
which
is
remarkable
and
in
other
tools
we've
used
is
evaluated.
Alluded
to
this.
C
A
little
bit
is
what's
called
the
language
certification
process,
which
is
a
tool
that
our
public
safety
agencies
can
petition
the
state
to
say:
hey
we're.
Looking
for
you
know,
officers,
we
have
to
demonstrate
the
need,
but
we're
looking
for
officers
who
speak
a
second
language,
because
you
know
it's
the
consistency
we
deal
with
and
we've
been
doing
more
of
that
and
just
kind
of
a
a
little
side
note
we
are
replicating.
C
We
got
state
approval
for
this
last
year,
but
we're
replicating
the
cadet
program
in
the
boston
fire
department
and
and
and
we've
also
lately
been
using
the
language
certification
exams
which
have,
let's
are
our
most
diverse
classes
in
the
last
10
years.
Right
and
that's
due
to
the
language
certification
process.
So
just
happy
to
open
up
to
any
questions
that
you
all
may
have
and
we'll
take
it
from
there.
E
D
A
C
Sure
absolutely
yeah,
so
one
thing
I
can
provide
immediately
and
I'll
send
this
over
to
boundro
is
that
is
the
list
of
all
of
our
cadets.
Now
what
I'd
have
to
follow
up
with
boston
police
is
the
attrition
how
many
kids
are
still
on
the
force
or
so
that
that's
the
information
we'd
had
to
double
back
on.
A
C
Yeah-
and
I
think
it's
important
to
hear
directly
from
bpd,
because
just
on
that
one
point,
one
thing
to
consider
is
and
I've
seen
this
over.
The
is
the
kid's
eye
to
the
cadet
program
I
find
are
kids,
who
really
really
want
to
get
on
the
force
like
they're,
demonstrating
the
commitment
right
but
they're,
also
the
kids
who,
while
they're
applying
for
the
cadet
program,
they're
applying
for
the
recruit
classes,
so
we've
had
instances
where
someone
could
be
in
a
cadet
program,
simultaneously
a
recruit
class
and
gets
into
the
academy.
C
A
C
Needed
legislative
approval
to
have
a
cadet
program
created
at
the
fire
department.
Bpd
has
historical
context
in
terms
of
the
cadet
actually
former
commissioner
billy
evans
was
a
cadet
former
commissioner.
Willie
grass
was
a
cadet,
so
the
cadet
program
has
been
in
bpd's
history,
but
not
the
fire
department,
and
so
we
received
legislative
approval
to
get
it
created.
It
was
budgeted
and
approved,
and
so
now
it's
just
a
matter
of
implementation.
C
G
How
you
doing
I
just
want
to
I'm
familiar
with
the
cadet
program.
I
think
it's
an
amazing
opportunity,
I'm
glad
that
it
was
reconstituted
under
the.
I
believe,
commissioner,
gross
or
evans,
probably
evans,
and
I
worked
with
paul
johnston,
who
was
actually
the
the
original
creator
of
the
cadet
program
and
the
original
advisor
and
such
the
cadet
program
back
when
it
started
in
the
late
70s,
early
80s
and
one
of
the
challenges
when
they
created
the
legislation
for
our
opportunities
or
challenges
when
they
created
the
legislation
in
the
cadet
program.
G
Originally,
was
that
I
believe
the
commissioner
has
the
authority
or
ability
to
appoint
up
to
one
third
of
an
academy
class
with
people
who've
successfully
completed
the
cadet
program.
Historically,
some
of
the
people.
I
don't
know
if
the
representation
of
people
who
successfully
complete
the
cadet
program
and
are
appointed
to
the
academy,
always
achieved
the
diversity
that
I
was
originally
created
for
and
when
we
look
at
over
time,
since
there
was
a
long
pause,
I
think
that
the
cadets
probably
stopped
when
I
stopped
so
probably
in
the
mid
90s.
G
I
think
that
program
stopped
for
a
long
period
of
time
and
there
were
still
people
who
had
satisfied
that
that
obligation
to
the
department
and
we're
not
we're
not
appointed,
even
though
they
had
no
kind
of
like
marks
against
them,
so
to
speak.
So
I
do
think
it's
important
while
we're
putting
out
the
cadet
program
as
an
excellent
path
as
it
was
originally
created
to
achieve
more
diversity
and
more
city
kids,
who
graduated
from
city
schools
getting
on
the
department.
G
I
do
think
it's
important
to
recognize
that
has
not
always
been
they
didn't
achieve.
The
achievements
wasn't
always
lined
up
with
the
goals,
so
I
just
think
that's
if
we
can
start
when
we'd
like
looking
at
the
data,
since
you
said,
there's
been
four
classes,
so
we
take
two
year
cycles.
It'll
take
a
while
before
there's
a
good
pool
to
a
point,
but
I
do
think
it's
important
to
recognize.
They
are
political.
It's
a
political
discussion
of
how
much
the
new
police,
commissioner
and
the
mayor
want
to
appoint
cadets
yeah.
C
I
just
want
to
put
that
in
the
mix.
Just
at
that
point
I
think
that's
a
great
point,
and
so
that's
that's
actually
been
a
point.
That's
been
highlighted
to
me
by
a
lot
of
folks
at
the
fire
department.
How
do
you
guarantee
that
we're
gonna
achieve
the
goals
we
set
by
with
this
cadet
program
right?
So
so
one
thing
I
will
say
is
when,
when
we
worked
with
bpd,
our
first
directive
to
them
was
we're
not
gonna.
We're
not
gonna
pick
these
kids
but
we're
gonna
set
some
criterias
here.
C
You
know,
and
one
thing
we
wanted
was
we
wanted
neighborhood
representation
and,
and
we
and
we
wanted,
and
we
wanted,
you
know
you
know
we
we
wanted
kids
who
spoke
spoke
a
second
language.
We
looked
at
the
needs
of
bpd
to
figure
out.
Historically,
what
are
some
of
the
where
what
are
some
of
the?
What
are
some
of
the
groups
that
has
had
are
historically
left
out,
and
so
what
we
did
is
you
know
we
worked
with
bpd
once
that
list
was
finalized.
C
One
thing
I
found
troublesome
during
the
they're
in
the
cadets
selection
process
is,
you
know
we
create
these
sort
of
risk
assessments
for
for
these
kids,
and
so
you
know
we
we
could
have
a
kid
from
keith
street.
You
know
no
criminal
record.
No,
no
sort
of
you
know
no
running
with
the
law.
A
straight
shooter
but
may
have
you
know
a
brother
who
was
getting
affiliated
or
a
cousin
who's
getting
affiliated,
and
so
we
put
these
risk
assessments
on
these
kids
and
they're
automatically
eliminated
right.
C
So
so
those
are
some
of
the
policies
that
I
start
to
worry
about
right
and
I
think
that's
where
we
can
make
an
impact
with
bpd.
You
know
you
talk
about
how
many
kids,
you
know
there
was
an
article
talking
about.
You
know
the
lack
of
applicants
in
civil
service
and
I
and
and
to
me
I
would
attribute
that
to
you
know
I
talked
to
plenty
of
kids
who
have
just
given
up.
You
know
you
could
have
a
driving
infraction
you're,
not
getting
it.
C
So
I
think
we've
got
to
look
at
the
entry
point.
You
know
why
are
kids
getting
bypassed?
You
know
oftentimes.
It
feels
like
we're
holding
higher
standards
than
the
kids
who
are
applying
to
the
department,
well,
the
kids,
to
higher
standards
than
some
of
the
officers
once
they
get
in
so
for
me,
I
would
love
to
see
that
process
addressed
to
figure
out.
You
know
what
are
the
criterias
making
sure
we're,
not
you
know
eliminated
or
petty
crimes
that
they
committed.
A
I
just
have
a
a
couple
of
just
last
things.
We
really
appreciate
your
being
here
with
us.
Is
I
wonder
if
we,
if
boston
has
done
anything
about
what
framingham
did,
which
is
get
out
of
the
veteran's
preference
and
and
a
preference
for
for
residents
and
graduates
of
boston
schools,
and
that's
something
we
should
recommend
to
the
mayor?
A
So
those
are
three
things
that
that
I
think
would
make
a
huge
difference
and
I
think
you're
saying
the
same
thing:
you're
not
you're,
not
making
these
decisions,
I'm
not
blaming
you
for
it.
We'd
like
to
be
helpful
in
any
way
we
can-
and
you
should
know
my
background-
I
sued
police
departments
in
five
departments
all
over
the
country
for
race
discrimination,
so
fire
departments
are
like
real,
tough,
tough,
and
do
you
know
about
the
report
that
was
done
on
the
fire
department
four
or
five
years
ago?
C
It's
two
quick
points
just
because
I'm
so
interested
in
this
conversation,
the
fire
department
got
the
verse
now
that
when
the
cassette
decree
was
issued-
which
I
think
is
a
great
point
that
folks
don't
highlight
now
and
then
the
second
point
is
brookline.
There
was
actually
an
article
in
the
globe
today
about
the
mayor.
Yeah,
fine,
because
they're,
not
a
civil
service,
and
I
know
a
lot
of
cities
and
towns
around
the
commonwealth-
have
done
that
and
it's
an
interesting
conversation
for
boston
to
have.
C
A
A
A
A
B
B
Perfect
and
before
I
move
on
to
to
will,
as
I
mentioned
briefly,
I
did
have
a
very
a
now
conversation
with
executive
director,
stephanie
everett,
which
was
the
an
attorney
and
no
hire
if
you
will
who's
leading
the
opet
office
that
she
made.
It
gave
me
some
updates
that
I
really
gave
me
a
sense
that
things
are
progressing
significantly
in
our
office.
She's
hired
a
total
of
nine
people
right
now,
including
two
investigators
that
plan
to
hire
two
more
intake
persons.
B
She
has
a
deputy
director
chief
of
staff
and
some
other
admins
they've,
been
taken.
They've
been
taking
complaints
already
since
since
october.
I
believe
and
another
thing
that
she
mentioned,
that
I
thought
was
useful
and
we'll
circle
back
on
that
she
said
she
has
a
regular
meeting
with
bpd
regarding
you
know,
updates
to
the
policy
right,
which
you
know.
B
I
think
we
talked
about
diversity,
and
so
you
know
the
diversity
committee
or
that
they
they're
supposed
to
start
which
they
did
already
by
the
way,
and
she
said
she'll
invite
me
to
those
meetings.
So
I
think
there
will
be
an
avenue
for
me
to
sort
of
keep
tabs
on.
What's
going
on
and
and
report
to
the
commission
and
finally,
she
did
say
that
she'd
be
willing
to
come
and
talk
to
the
commission
and
give
more
in-depth
status
about.
You
know
the
work
that
she's
doing.
B
So
if,
if
you
know
again,
another
thing
that
I
want
to
put
to
put
it
to
you
all
is:
if
you
want
me
to
invite
her
to
come,
talk
to
us
next
meet
on
the
meeting
after
certainly
she's
up
to
it
so
I'll
close
in
in
that
space
for
now,
but
I'm
here
to
answer
any
further
questions.
I'll
go
to
go
ahead.
Did
you
just
want.
B
B
B
E
I
was
listening
to
the
work
you
guys
been
doing
so
far,
and
I
mean
it's
really
amazing,
really
good
work
and
something
to
be
very
proud
of.
You
know,
especially
at
this
time
in
our
city
or
in
our
country,
where
there's
a
lot
of
changing
or
moving
things
that
are
changing,
especially
when
we
cut
when
we
talk
about
diversity
and
police
reform
and
football,
so
that
I
mean
that
was
very,
very
interesting
and
encouraging
stuff
and
anything
I
could
do
to
help
you
guys
out
with
that.
E
Please
let
me
know
so
my
name
is:
will
inoha,
I
am
the
executive
director
of
the
office
of
fair
housing
and
equity.
It
is
a
pleasure
to
be
here
with
you,
as
I've
said
before,
our
organizations
are
brother
and
sister
organizations.
You
know
we
we
are
just
we
are.
We
are
just
different
sides
of
the
same
coin.
E
E
You
know
to
to
say
the
least,
for
example,
the
seaport
west,
roxbury
charlestown
and
other
areas
of
the
city
of
boston
or
neighborhoods
that
are
predominantly
white.
You
know,
and
we
what
we
have
found
you
know
which
has
been
no
secret
to
us,
is
that
there
is
a
lot
of
discrimination
that
is
happening
to
people
of
color.
E
You
know
throughout
the
city
of
boston,
and
now
this
isn't
news
to
anyone,
but
rather
what
has
happened
is
we
are
now
taking
a
very,
more
proactive
approach
to
really
desegregate
boston
and
also,
as
part
of
president
biden's
mandate,
which
the
city
of
boston
has
met
to
do.
What
is
something
you
guys
might
have
heard
about
within
the
last
year
called
firmly
furthering
fair
housing,
which
has
now
been
added
to
the
city
of
boston's
zoning
code,
which
is
a
tool
that
we
are
now.
E
A
lot
of
the
work
we
have
done
has
been
very
enforcement.
Heavy
all
the
individuals
to
date
that
we
have
investigated
have
all
started
with
a
ten
thousand
dollar
fine
and
up
for
all
of
them
who
have
had
cases
that
where
we
did
find
housing,
discrimination
was
taking
place,
and
this
has
been
the
the
the
focus
of
our
work
for,
like
I
said
for
the
last
year
and
a
half
it's
been,
it
has
proven
to
be
very
fruitful.
It
has
proven
to
be
very
effective.
E
There's
a
lot
more
work
to
be
done.
One
of
the
things
that
has
been
happening
is,
we
have
also
been
able,
through
the
work
we've
done,
be
able
to
connect
with
the
greater
boston
real
estate
board.
Why
them?
Because
you
know
that's
a
boy,
that's
extremely
powerful,
extremely
political
and
one
of
the
things.
If
we're
going
to
fight
housing
discrimination
that
needs
to
happen
is
we
have
to
have
partners
beyond
the
city.
E
It
takes
the
real
estate
boards
and
other
organizations
that
do
deal
with
housing
to
partner
with
us
in
order
to
make
it
real,
and
so
we
have
been
able
to
push
legislation
over
the
last
year.
That's
still
at
the
state
house,
but
we
have
kind
of
got
an
early
jump
on
it
or
an
early
head
start.
If
you
will,
by
training
all
real
estate
brokers,
who
are
members
of
the
real
of
the
greater
boston
real
estate
board.
E
A
lot
of
our
cases
obviously
are
private
because
they're
ongoing
investigations
and
I'm
I'm
sure
at
a
later
time,
when
we're
not
being
recorded,
I
can
go
into
deep
details
about
a
lot
of
the
things
we
do
do
so
it'll
be
news
or
it'll,
be
at
least
held
private
between
the
commissioners
that
are
here.
Executive
director
cavallo
will
be
attending
our
next
meeting
with
suffolk
school
of
law,
because
we
would
love
to
see
how
the
human
rights
commission
can
also
get
involved
as
a
partner
in
the
work.
E
We're
doing
reason
being
is
that
you
guys
have
one
of
the
most
powerful.
In
fact,
I
believe
you
have
the
most
powerful
ordinance
in
the
city
of
boston,
and
so
you
have
the
ability
to
do
things
that
other
organizations
or
other
city
departments
cannot
do,
and
that-
and
that
means
you
can
also
offer
additional
sanctions
to
perpetrators
or
landlords
or
developers
who
are
found
to
be
in
violation
or
who
are
found
to
engage
in
discriminatory
practices.
It's
something
I've
been
talking
to
director
cavallo
about.
I
know,
he's
excited
about
it.
E
I
know
you
guys
have
a
lot
on
your
agenda,
but
because
this
is
something
that
is
near
and
dear
to
not
only
my
heart
but
to
the
work
that
we're
trying
to
do
the
city
of
boston.
I
do
believe,
there's
a
lot
of
room
for
the
human
rights
commission
to
currently
get
involved,
and
you
know,
assist
us
with,
and
it
and
as
a
sister
agency
help
us
with
this
work
that
we're
currently
doing
discrimination
obviously,
is
a
big
thing,
and
it's
not
something
that
can
be
done
by
one
organization.
E
A
D
A
D
A
Yeah,
so
we
we
will,
as
you
know,
it
says
we,
this
has
been
one
of
the
things
on
our
list
is.
Obviously
housing
is
one
of
the
things
that
I
don't
know
who
in
boston
does
not
talk
about
housing,
affordable,
housing,
housing,
discrimination
in
in
boston.
We
all
know,
I
think,
stories
that
are
shocking
in
today
that
still
go
on
that
are
blatant
hard
to
believe,
but
you
know
really
blatant
discrimination
on
race
on
vouchers,
yeah
and
I
guess
from
the
beginning.
A
A
They
go
well,
it's
a
one-off,
but
these
are
not
one-offs.
These
are
you
know,
constant
and
sometimes
ideologically
in
a
in.
Only
I
don't
have
to
tell
you
you
know,
so
we
look
forward
to
to
working
with
you
hand
in
hand
to
to
find
a
couple
of
these
when
you're
ready
with
your
advice
to
to
go
forward.
E
Thank
you,
madam
chair,
for
saying
that,
in
fact
that's
one
of
the
things
I
wanted
to
really
implore
your
commission
about
this
evening
because
we
we
do
the
a
very
deep
dive
investigation.
So
we
have
a
lot
of
these
folks
who
have
a
history
and
a
pattern
of
doing
this.
So
I
guess
my
question
to
you
or
what
I
would
like
the
human
rights
commission
to
consider
is
if
you
could
join
us
in
sanctions
and
what
I
mean
by
that,
is
you
wouldn't
really?
E
You
know
it
is
within
your
ordinance
and
your
power
to
also
add
additional
sanctions,
as
you
see
fit,
you
know
to
these
perpetrators
and-
and
you
know
madam
chair,
you
know
better
than
anyone
else
that
for
a
lot
of
these
folks,
you
get
their
attention
by
hitting
them
in
the
pocket
right.
You
you.
You
know.
E
This
is
the
reason
why
our
fines
start
at
ten
thousand
dollars
and
then
go
up
and
then
obviously
there's
compensatory
damages
and
civil
damages
and
all
that
kind
of
stuff
that
can
be
added,
but
you
too,
as
a
commission,
have,
as
I
said,
and
as
I've
read
your
ordinance.
You
know
I
still
believe
the
most
powerful
ordinance
in
the
city,
because
you
can
go,
you
can
cut
across
anything
police,
fire,
education,
anything
you
know
and
us
attacking
it
from
a
fair
housing
standpoint,
and
then
you
attacking
it
from
a
human
rights
standpoint.
E
E
E
Some
things
are
still
ongoing
in
their
investigations,
but
I,
but
what
I
can
tell
you
is
once
I
present
them
to
director
cavallo
and
he
presents
it
to
you
if
you
like
it
in
that
fashion,
the
evidence
is
beyond
damning,
you
know,
and
some
of
it
is
really
disheartening,
but
nevertheless
again
I
see
you
guys
as
a
very
powerful
organization
that
can
do
things
and
can
make
a
splash
that
I
don't
think
any
other
city
department
can
do
you
know.
So.
E
I'm
super
excited
and
eager
to
work
with
the
commission
this
year
share
all
of
the
same
information
we
have
and
even
see.
Perhaps
other
measures
you
might
be
able
to
take
to
employ
sanctions,
and
I'm
not
sure
if
the
commission
has
talked
about
that
yet,
but
I
know
you
certainly
have
the
power
to
do
it
and
yeah.
A
A
A
You
know
we
can
add
support
the
staff
and
what
they
do
with
different
kind
of
expertise
and
background.
So
you
know
we're
ready,
we're
ready
to
see
two
or
three
of
those
pattern
and
practice
cases.
So,
let's
move
forward
because
I
I
I
can't
think
of
anything
that
we
hear
more
about
than
than
housing
in
this
city.
You
know
so
thank
you
will
for
all
you
do
and
for
joining
us
again
and
we
we
hope
we
hear
from
you.
A
B
Like
I'm
sorry
I
was
speaking
about,
I
was
on
mute.
I
just
certainly
want
to
thank
will
for
for
his
partnership
and
in
the
update
and
looking
forward
to
to
work
with
them
as
well,
and
I
guess
at
this
point
I
I
was
thinking-
perhaps
managing
we
can
go
into
the
the
digital
divide
letter
as
well
as
the
update
in
that
space,
and
I
actually
just
pulled
up
the
letter.
I
could
sort
of
summarize
it
briefly
but
in
but
you
know,
the
information
we're
looking
for
again
primarily
came
from.
B
And
I
will
give
certainly
credit
to
to
roy
in
this
space,
where
you
know
he
sort
of
broke
it
down
into
the
zip
codes.
He
found
those
zip
codes
himself.
So
certainly
he's
worked
closely
with
me
and
it's
both
letters
actually
that
we
actually
discussed
so
far
but
happy
to
to
pass
the
book
to
you
to
discuss
some
of
the
updates
and
then
again
we
can
talk
more
about
the
letter
and
then
certainly
want
to
engage
to
lear
as
well.
B
D
B
B
B
A
You
go
through
a
rule-making
progress
process
which
is
really
regulations
following
legislation
on
january
7th,
the
last
day
of
the
rulemaking.
All
the
interim
rulemaking
had
those
that
language
in
it.
They
abandoned
those
two
words
unserved
and
underserved
and
broadened
it
so
that
this
money
is
going
to
the
states
and
now
the
language
says
a
proven
need.
A
A
So
it's
very
disappointing
and
what's
also
disappointing,
is
you
haven't
seen
a
thing
on
television?
The
newspaper
about
what's
happened
on
january
7th,
like
you
know,
who
cares
right
so
I
mean
that
was
a
big
big
thing
that
went
from
people
who
didn't
have
internet
or
were
interest.
You
know
underserved
to
like
anybody
who
has
a
need
for
better
quality
broadband
could
be
ever
everybody.
I
could
use
better
quality
broadband
right
who
couldn't
use
better
quality
broadband
right.
A
So
actually
I
I
talked
to
the
ended
up
talking
to
the
mayor
today
and
told
her
about
this,
how
disappointing
it
was
and
what
it,
what
what
what
this
is
going
to
mean
in
the
state
unless
we
pay
attention
to
it,
for
particularly
urban
districts
like
ours,
you
know
the
springfields
and
the
bostons
and
the
lulls
as
well
as
rural
areas
out
in
western
mass,
I
mean
you
can
go
far
enough
in
western
mass.
You
don't
get
any
broadband.
A
You
know
you
have
to
drive
and
stand
on
a
hill.
You
know
even
for
cell
service
or
or
broadband
whatever.
So
anyway,
that
was
sort
of
my
update
unfortunate
update.
So
so
the
the
letter,
I
think,
is
fine.
We
may
add
a
little
to
it,
but
that's
that's
sort
of
where
we
are.
I
think
the
second
thing
I
want
to
say
is
after
we
finish
this
letter.
I
think
we
ought
to
be.
We
think
talia
roy
want
to
think
about
together.
Think
about
are
there
things
that
the
city
could
do
now?
A
A
You
know
that
would
make
a
difference,
because
certainly
it's
one
of
the
things
the
mayor
has
been
interested
in
for
a
long
time.
So,
let's
see
if
we
can
help
her
and
think
about
things
that
the
city
might
be
able
to
do
now.
So
I
would
put
that
on
our
agenda
to
maybe
gather
a
group
of
us
and
outsiders
to
sort
of
you
know
a
couple
of
us
a
couple
outsiders
to
sort
of
think
together
about
other
things
that
we
could
do
now.
A
B
A
B
And
the
deadline
I
was
thinking
about-
I
didn't
put
that
in
there,
but
it
was
essentially.
I
was
gonna,
give
him
30
days
which,
depending
on
you
know,
maybe
short,
maybe
too
long,
but
you
know
I
figured
by
the
next
meeting
right.
If
you
will-
and
you
know
obviously,
depending
on
when
we're
able
to
finalize
this
thing,
you
know
it
could
be
for
next
meeting.
It
could
be
the
next
week
and
after
that.
B
B
So
the
second
letter
was
the
dpd
letter
and
then
the
third
letter
is
the
letter
that
commissioner
anne
suggested
that
we
send
to
to
the
judiciary
committee
on
on
beacon
hill
to
support.
Essentially,
the
the
overhaul
of
the
you
know:
hate
crime,
statues
in
the
state,
and
I'm
sure
I
welcome
certainly
in
to
to
to
to
add
more.
But
you
know
from
what
I
saw
I
actually
was
somewhat
familiar
with
it.
This
is
something
that
the
attorney
general
had
been
pushing
as
part
of
our
big
package
of
policy.
B
Essentially,
you
know
there's
barriers
within
the
laws
that
prevent
people
from
reporting,
and
you
know
so.
The
letter
specifies
the
two,
the
two,
the
statue
at
least
the
bills-
the
bills
numbers
that
that
are
associated
with
this
with
this
bit
with
this
sort
of
overall
and
asking
them
to
support
and
essentially
vote
out
of
committee
right.
B
These
letters
are
not
unusual,
certainly,
for
you
know,
for
legislation
legislatures
to
get
them,
and
I
think
you
know
in
our
space
as
human
rights
commission,
albeit
obviously
this
is
not
necessarily
in
one
of
the
initiatives
of
we
could
say
it
could
be
related
to
the
aapi
hate
incidents
increase
that
we
worked
on
and
continue
to
work
on
it.
Could
it
certainly
relate
to
the
work
that
we're
doing
so.
You
know
I
just
wanted
to
bring
you
before
the
commission.
B
D
A
B
A
B
A
A
B
G
A
G
B
B
It's
called
the
black
men
and
boys
commission
to
focus
on
issues
relating
to
you
know
the
advance
of
black
men
and
boys
in
the
city
and
in
fact
a
new
director
was
appointed
to
serve
in
that
capacity,
and
I
believe
actually
I
think
this
is
public.
So
don't
quote
me
on
this,
but
I
think
this
this
this
new
well.
B
This
work,
I
just
didn't
common
sense
to
me
at
least
felt
that
you
know,
let's
sort
of
get
get
them
help
them
get
off
the
ground,
let's
figure
out
how
to
partner
with
them
instead
of
getting
ahead
of
them.
If
you
will,
if,
since
they're
dedicated
to
this
issue,
so
that's
where
it's
that
in
terms
of
I've,
met
with
the
guy
and
and
we
will
follow
up
very
soon-
I
think
he
started
two
weeks
ago
a
week
ago.
B
Sometimes
we
bring
these
two
issues
at
the
same
time
and
I
don't
want
to
just
make
it
seem
like
it's
a
competition,
but
I
do
think
that
you
know
there's
some
work
that
we
can
sort
of
do
right
away
in
the
space.
The
aabi
hate
initiative
that
you
know
we've
been
that
we
did
particularly
over
the
spring
and
summer.
If
you
remember
correctly,
we
had
a
listening
session
with
mayor
kim
janey.
B
Then
that
talked
you
know
that,
had
you
know
employees
from
city
hall
to
meet
with
the
mayor
to
talk
about
how
they
were
feeling
and
as
you
I'm
sure
I
saw
this
past
weekend.
An
horrific
thing
happened
in
new
york,
where
asian
woman
was
pushed
in
the
train
tracks
in
on
in
new
york
and
in
fact
mayor
wu
tweeted
about
it.
B
So
I
think
you
know
susan
and
I,
in
fact
met
with
oh
talk
with
some
of
the
folks
that
we
that
we
have
been
partnering
with
in
this
space
and
I
think
there's
some
some
work
to
be
done
here.
So
I
would
sort
of
want
to
update
the
commission
to
say
that
you
know
we're
gonna
try
to
move
forward
with
this.
While
we
we
work
with
the
new
black
men
and
boys
initiative
and
coming
up
with
the
plan
together
with
them
and
how
we
tackle
that
issue.
A
B
So
there
I
I've
actually
good
question.
I've
looked
at
the
ordinance,
and
you
know
it's
very
specific
in
a
sense-
and
I
forget
how
many
members
many
I
mean
what
the
board
member
will
look
like
if
you
will
many
people
be
involved,
but
to
be
honest,
actually
our
commission
and
I
I
think
it's
actually
misspelled,
not
misspelled,
but
they
mentioned
the
civil
rights
commission
in
it.
We're
supposed
to
work
hand
in
hand
with
them,
but
you
know
their
their.
You
know
their
job.
I
think
it's
sort
of.
B
I
don't
want
to
call
it
advisory
board,
but
it's
sort
of
you
know
hit
there
to
to
help.
You
know
highlight
the
issues
that
affect
black
men
and
boys
and
to
advise
the
mayor
on
those
issues
and
so
on.
So,
but
you
know
I've
just
kind
of
taken
a
brief
look
at
it,
but
obviously
this
is
the
job
of
the
new
ed
and
hopefully
you
know
we'll
start
getting
a
better
sense
of
what
what
it
will
be
doing.
A
Yeah,
well,
they
were
created
by
the
city
council,
I
know
and-
and
they
have
some
role
in
appointment,
but
I'm
wondering
they'll
be
curious
as
to
what
what
it
is
they
hope
to
accomplish.
Is
it
just
advising
the
mayor
on
these
issues?
Is
there
anything
else
as
you
go
along
it'll
be
interesting
to
see
you
know.
A
B
I
sort
of
when
I
think
of
that
off
that
commission,
if
you
will,
though
it's
called
commission,
you
know
I
sort
of
think
of
it
more
or
less,
and
this
is
just
me
spitballing
like
what
the
immigrant
advancement
does
right
yeah.
You
know
it's
sort
of
just
advanced,
like
literally
advanced,
you
know
the
the
bla,
the
the
knees
and
you
know,
and
issues
of
black
men
and
boys
in
the
city
right
and
what
that
could
look
like
and
actually
even
mayor.
B
The
moyer
has
an
advising
advisory
committee
too
that
that
they
work
with
so
I
think
of
it
kind
of
again
same
thing
as
we
have
the
women's
advancement
right.
It's
just
sort
of
you
know:
there'll
be
liberty
to
sort
of
put
in
this,
create
new
initiatives
partner
with
outside
organizations.
That's
how
I
sort
of
envisioned
it,
and
actually
you
know
I
I
was
not
heavily
involved,
but
I
attended
some
of
the
ceremony.
At
least
you
know
with
the
city
council.
B
I
know
julia
city
council,
large,
julia,
maher
sort
of
spearheaded
this,
and
actually
even
your
home,
alpha
johnson
former
city
council
was
the
one
that
first
filed
it
years
ago.
So
there's
some
history
there,
but
I
just
look
at
it
as
office
to
advance
the
needs
and
issues
of
black
men
and
boys
in
the
city
and
it's
up
to
them.
So
to
come
up
with
what
the
initiatives
and
what
the
concerns
are.
I
would
think.
B
B
B
B
B
A
A
lot
in
city
hall,
if
you
got
everybody
who
is
involved
in
the
issues
of
lgbtq
or
women,
or
you
know
black
men
or
you
know
you
would
have
to
gather
from
a
lot
of
different
places
and
if
they
all
work
together,
they'd
probably
get
a
lot
done,
and
you
know,
as
the
new
mayor
comes
in
and
starts
appointing
people
and
moving
things
around.
It's
probably
one
of
the
things
that
might
happen
because,
as
you
do,
that
coordination
becomes
possible,
you
know
new
things
and
then
you
start.
B
B
You
a
brief
sort
of
status
on
that,
but
I
did,
I
think
you
know.
I
think
there
was
one
thing
that
I
wanted
to
mention
in
this
topic
as
as
we
move
on,
I
think
there
is
an
african,
a
liaison,
but
not
sort
of
african-american
right
to
sort
of
focus
on
african
issues.
That's
at
least
my
understanding
of
it.
B
As
you
know,
july
1st
and
our
budget
request
was
essentially,
you
know
so-called
maintenance
budget,
nothing
necessarily
alarming
or
new.
Two
requests
in
you
know:
75
percent
of
our
of
our
budget,
which
essentially
it's
upwards
of
700
000.
Now
in
terms
of
where
the
overall
budget
is
and
75
of
that
essentially
goes
to
pay
staff
and,
as
you
know,
we
have
you
know.
Thankfully,
now
we
have
five
full-time
employees
and
we
do
have
a
sixth
role.
B
B
Again
75
of
the
budget
requests
is
personnel
the
non-personnel
budget,
similar
to
last
year
or
this
year,
current
fiscal
year's
budget-
and
we
have
you
know,
requested
to
continue
a
location
about
a
hundred
thousand
dollars
for
in
what
we
currently
have,
which
you
know
to
do:
anti-discrimination,
support
and
work.
And
so
that's
that's
another
request.
I
also
requested
thirty
thousand
dollars
to
help
us
cover
the
costs
of
the
amazing.
B
I
see
them
in
the
meeting
with
us
today
the
interns
that
we
that
we
keep
having
on
on
the
you
know
two
at
a
time.
You
know
that
helps
us
keep
thirty
thousand
dollars
for
fiscal
year;
f,
fy,
twenty
three
to
cover
those
costs
and
and
a
couple
other
things,
including
actually
five
thousand
dollars
for
a
a
case
management
program
which
the
city
currently
already
uses
called
timeshare.
Just
to
help
us
sort
of
track.
B
Our
cases
you
know
as
they
come
in
and
they
have
to
be
honest,
been
increasing,
and
I
think,
as
we
get
out
there
more
and
more
we'll
see
increase
of
cases
and,
as
I
talked
to
the
investigator,
I
think
you
know
this
this.
It's
called
time
matters
that
the
city,
the
law
department
currently
uses.
It's
not
it's
not
very
expensive.
B
That
is
not
obviously
not
just
the
human
rights
commission,
but
all
of
the
various
agencies
and
departments
and
that's
part
of
the
city
and
that's
going
to
happen
between
now
and
perhaps
march
in
by
april.
In
the
months
of
april,
we'll
go
testify
april
and
may
she
will
go
testify
before
the
city
council
and
then
in
june.
You
know
the
the
this
well
I'll
skip
a
step
where
the
the
mayor
submits
the
budget
to
the
city
council
and
then
you
know,
there's
a
final
vote
in
june.
B
B
A
Discuss
something
we
haven't
seen,
but
I
was
just
to
send
it
out
and
also
you
know,
this
is
the
kind
of
thing
that
the
commission
should
get
involved
in
in
terms
of
you
know,
should
we
be
asking
for
other
things?
This
is
a
you
know.
The
question
is:
what
are
the
priorities
for
the
commission
for
the
next
12
months
and
what
do
we
need
to
meet
those
priorities?
So
do
we
need
you
know?
What
do
we
need
to
make
that
happen?
A
If
we're
going
to
take
on
a
major
housing
case,
who's
going
to
do
that?
What
kind
of
skills
do
people
need
and
who's
going
to
do
that
you
know?
So
when
we
talk
about
these
things,
we
talk
about.
You
know
the
police
of
the
fire
department.
We
talk
about
a
housing
case,
who
has
the
skills
in
the
staff
to
do
those
things,
and
so
we
don't
at
the
moment
we
don't
have
anybody
doing
communications,
outreach
or
education.
A
I
don't
know
what
we're
going
to
do
about
that.
So
I
mean
I
think
we
started
to
have
a
discussion
in
terms
of
the
some
of
the
robust
things
we're
talking
about
how
we're
going
to
do
them,
and
I
think
you
ought
to
think
about
how
we're
going
to
do
them
because
we're
we're
talking
aspirationally
here.
But
if,
as
you
look
at
the
staff
and
the
staff
skill
set,
does
it
match
what
we're
talking
about
yeah
I
mean
I
I
I.
B
B
We
we
have
someone
on
the
team
to
do
that,
and
certainly
you
know
the
the
skills
that
amber
brings
to
the
table
along
with
my
skills,
and
it
certainly
can
lean
on
you
and
others
to
to
sort
of
answer,
and
certainly
the
you
know
will
and
his
team
as
he
indicated
early,
I
think
we
can
do
those
investigations.
Another
item
that
I
felt
you
know
obviously
failed
to
mention
as
well
is
that
we
have
a
little
bit
of
money
for
consultants
as
well.
B
If
we
need
to
bring
on
people
as
we
do
now
to
bring
on
people
to
help
us
understand
particular
invest,
you
know
whether
it's
more
housing,
you
know
data
and
things
like
that,
but
I
I'm
confident
that
that
the
staff
that
we
have
now,
at
least,
is
you
know
it's
sort
of
is
enough
to
get
started.
I
mean
it's
sort
of
it's
difficult
to
make
your
prediction
of
the
future.
B
When
you
know
we
sort
of
like
we
haven't
been
doing
it
right,
so
it's
hard
to
kind
of
say:
okay,
I
think
we
need
abcde,
but
I
think
we
have
enough
to
get
started
in
most
of
these.
You
know
perhaps
issues
and
investigations
that
we
may
embark
on,
but
that's
not
to
say
that
we
don't
need
more
and
to
some
extent
that's
how
we
sort
of
build
the
budget
for
next.
You
know
for
next
year
right,
if
we
were
doing,
we
had
done
a
couple
of
these
housing
pattern.
B
Investigations,
and
certainly
you
know-
and
you
and
everybody
could
see
some
weak
points-
that
we
need
to
build
capacity.
So
then
it's
sort
of
like
okay,
let's
look
at
perhaps
add
another
investigator
or
do
we
need
to
sort
of
train,
certainly
amber
it
to
go
to
training
for
this
thing
or
that
thing
that
which
exists.
So
I
think
the
staff.
B
A
So
you
know,
I
don't
know
amber's
skill
set
but
she's
an
investigator,
and
I
don't
know
whether
she
knows
how
to
investigate
pattern
and
practice
cases
which
is
what
we're
talking
about.
But
I
think
I
would
just
suggest
you
might
want
to
spend
a
little
more
time
matching
who
we
have
and
that's
no
reflection
on
who
we
have
it's
a
reflection
on
aspirational.
B
A
And
the
police
and
the
fire
department
you
know,
and
and
also
to
recognize
the
the
work
that's
been
done
up
to
now
has
been
done
by
in
terms
of
analysis,
statistics
and
writing
has
been
done
by
interns
and
reyes
and
me
and
not
the
staff.
So
you
know
and
we're
switching
over
now
that
we
have
five
people
to
use
them
and
we
don't
know
what
people
are
capable
and
that's
not
saying
they're
not
capable.
A
I
just
think
you
you
need
to
spend
some
time
figuring,
matching
the
skill
set
to
the
aspirations.
That's
all
and
come
back
to
us
with
your
recommendations.
That's
all
so
we
can
do
what
we
think
we
want
to
do
so.
Give
you
a
chance
to
think
about
that,
because
this
would
be
the
time
all
right.
So
next
steps-
let's
you
know
we
said
we
wanted
to
do
maybe
annie.
Might
I
think
she
offered
herself
up
terrible
thing
to
do.
Annie
it
offered
herself
up
that
she
might
join
you
in
a
meeting
with.
A
Will
she
has
such
a
great
deep
background
in
housing?
That
would
be
great.
I
think
I
think
we
talked
about.
Maybe
we
could
do
a
meeting
on
is
this
something
the
city
could
do
more
immediately
immediate
meeting
in
the
near
term
on
broadband,
and
maybe
we
could
bring
together.
Somebody
from
tech
goes
home
and
ann
schweiger
and
talia
and
reyes
and
me,
and
whoever
roy
whoever
evander,
whoever
from
the
staff
to
talk
about
what
that
might
look
like.
A
I
think
that
would
be
a
great
opportunity
to
do
that
so
ivandro,
whoever
you
know,
whoever
wants
you
and
roy
or
whoever
and
and
and
and
theo
and
talia
and
reyes-
and
I
I
mean,
and
whoever
else
you
think
should
be
involved.
I
think
that
would
be
a
great
sort
of
just
an
opportunity
to
throw
some
ideas
around.
D
E
D
B
In
all
categories
I
was
thinking
we
could
do
that
quarterly
at
the
end
of
each
quarter,
to
look
back
and
say
what
we'd
what
we
we've
been
doing
up
to,
and
we
obviously
collected
that
information
now
and
again,
hopefully
in
the
future,
when
we
get
the
the
new
database,
it'll
be
even
more
helpful
to
sort
of
track
everything,
but
we
certainly
in
the
last
week
or
two.
I
even
you
know
before
that
there's
been
a
steady
stream
and
I
I
I
think
it's
going
to
increase
as
we
go.
A
Right
right
right,
all
right
so
robert
you
you've
agreed
to
talk
to
lilo.
I
think
that'd
be
very
helpful.
Obviously,
you've
got
deep
knowledge
in
that
that
none
of
the
rest
of
us
have
so
might
as
well
use
the
expertise
we
have
sitting
around
this
virtual
table
here.
So,
okay,
all
right,
we
all
have
jobs
so.
A
About
yeah
members
of
the
public
will
now
have
an
opportunity
to
ask
questions.
Provide
public
comment
to
do
so.
Please
raise
your
hand
or
type
your
question
in
the
chat
in
the
application
via
the
zoom
meeting
platform.
If
you
are
calling
in
and
cannot
use
the
platform,
you
can
press
mine
to
raise
your
hand
or
you
can
send
your
questions
to
staff
via
email
at
susan
hemley
boston.gov.
B
A
I
think
we
said
it's
fine.
What
I
had
knew
was
that
you
look
at
the
third
thursday
to
make
sure
we're
not
running
into
some
big
something
on
third,
that
third
thursday,
as
as
you
know,
but
let's
just
assume
that
the
next
the
next
meeting
is
the
third
thursday
and
assume
we're
the
third
thursdays
and
and
if
there's
something
that
you
see
of
andro
in
terms
of
third
thursday,
coming
up
for
the
next
six
months
or
whatever
it
is
through
june.
Let
us
know.