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From YouTube: Citizen Police Review Commission - 09/01/2021
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B
All
right
so
I'll
open
it
up
to
public
comment,
and
I
see
in
the
chat
that
karen
has
a
public
comment,
so
I
will
turn
it
over
to
karen
hi.
C
Thanks
very
much
I
I
was
not
able
to
watch
the
entire
video
from
your
meeting
in
july,
and
I
appreciate
that
you
were
discussing
where
I
had
to
leave
off
in
order
to
join
this
meeting.
C
Full
disclosure
that
you
were
discussing
the
importance
of
your
conveying
your
point
of
view
as
a
commission
to
the
police
chief,
so
that
final
disposition
in
terms
of
discipline
for
the
officers
in
the
case
of
the
young
white
driver
who
was
not
disciplined
whenever
that
was
a
year
ago.
I
think-
and
I
just
want
to
underscore
that
that
I
and
and
applaud
you
for
pushing
back
on
epd
on
this
and
continually
sending
it
back.
C
I
don't
disagree
that
the
investigation
is
thorough
at
this
point.
I
agree
with
many
of
you,
if
not
all
of
you,
that
the
disposition
is
not
was
not
sufficient.
I
don't
know
what
happened
at
the
end
of
your
meeting,
and
it
is
precisely
this.
You
are
representatives
for
the
entire
city
of
evanston
in
providing
structured
and
official.
If
you
will
feedback
from
the
citizens
point
of
view
and
you've
got
such
a
great
breadth
of
experiences
as
attorneys
as
former
law
enforcement
officers,.
C
As
city
leaders-
and
I
just
want
to
make
sure
that
you
know
that
there
are
people
out
here
who
are
counting
on
you
to
stand
firm
on
that
and
make
sure
that
your
voice
is
heard
by
the
chief
who
does
has
the
final
say
on
this-
and
I
say
this,
as
I
hope
commander
glue
knows,
with
complete
respect
for
the
work
of
the
department,
but
when
errors
are
made,
this
transparency,
at
least
in
so
far
as
it
gets
to
you
all,
is
critical,
and
so
please
keep
keep
up,
keep
doing
that
and
again
kudos
for
doing
so.
B
That
said,
hearing
none,
we'll
move
on
to
new
business
and
the
I
the
singular
item
up
under
new
business
is
a
review
of
complaint
registered
21-01,
and
I
will
turn
it
over
to.
I
think
commander
glue
to
give
the
summary
of
that.
D
E
All
right
good
evening,
everybody,
so
this
case
came
from
april
april
18th
of
this
year.
It
was
a
differential
response,
call
which
is
a
telephone
call.
Where
officers
don't
respond
in
person.
It
was
handled
over
a
cell
phone.
It
was
a
telephone
harassment,
complaint.
E
The
victim
and
her
aunt
spoke
with
the
officer
regarding
a
harassment
by
an
ex
paramore,
actually
ex-paramour's
current
wife,
the
complainant
informed
the
officer
she
was
afraid
for
her
safety,
and
the
officer
said
this
would
be
followed
up
on
by
a
detective.
The
initial
call,
three
days
later,
the
officer
called
the
complainant
from
his
personal
cell
phone
and
told
her
that
he
was
checking
up
on
her.
He
suggested
that
they
meet
for
coffee,
the
complainant
agreed
to
meet
outside
of
her
residence,
believing
that
he
was
there
to
discuss
the
case.
E
The
complainant
entered
the
vehicle
to
discuss
the
case
and
at
some
point
the
officer
advised
her.
He
was
a
single
man
which
upset
her.
She
became
uncomfortable
with
the
encounter
and
said
she
had
to
go
to
work
and
left
the
vehicle,
and
it
was
confirmed
that
the
officer
was
off
duty
during
this
incident.
B
All
right,
and
so
from
there
I
know,
we've
all
reviewed
the
the
complaint
register,
any
feedback
and
comments.
I
guess
before
we
do
that.
I
want
to
note
that
the.
B
The
final
review
by
the
or
the
findings
and
recommendations
from
the
deputy
chief
found
violations
of
rules,
1
2,
3,
20,
38
and
lexapol
321
0.5.4
and
the
recommended
actions
were
two
days
of
suspension
with
options,
mandatory
ethics
training
and
then
a
three
months
of
probationary
extension.
B
F
I
I
guess
I'm
going
to
interject.
I
don't
have
any
problem
with
the
findings.
I
think
the
investigation.
Thank
you
very
much
commander
glue
and
new
commander
wernick.
You
guys
did
an
incredibly
thorough
investigation
of
this
and
I
think
it
made
it
really
easy
for
all
of
us
to
review
and
get
the
full
picture
of
it.
My
issue
is
not
really
actually,
even
with
this
case,
I
think
the
final
disposition
from
the
chief
is
appropriate.
F
My
issue
is
with
consistency
and,
and
I
don't
mean
to
beat
a
dead
horse,
but
I'm
gonna
beat
a
dead
horse
for
a
minute,
because
I
can
it's
just
inconsistent.
We
have
a.
We
have
a
rookie
officer,
he
he
did
something
unprofessional
out
of
line
inconsistent
with
his
training
and
what
he
knows,
what
how
to
what
to
do
and
the
entire
book
is
thrown
at
this
guy.
But
we
just
watched
in
our
july
case
as
karen
just
brought
up
a
white
female
officer,
walk
away
completely
unscathed,
no
problems.
F
Everything
was
blamed,
she's
new,
she
doesn't
understand
the
ropes
and
all
the
officers
with
her
no
problem
there
for
them
to
be
bystanders.
So
I
guess
I
have
a
little
bit
of
a
problem
that
he
was
originally
looking
at
11
days
of
suspension
with
options
that
was
knocked
down
to
two.
F
Yes,
he
said
he
was
single,
but
he
said
that,
in
context
of
he's
a
single
father,
my
daughter
just
went
to
college
and
got
the
exact
same
speech
from
the
head
of
security
that
he's
a
single
man
and
a
father
of
of
daughters
and
that
he's
gonna
treat
those
girls
like
he's
gonna
treat
everyone
else.
My
other
issue
with
this
case
is
that
we
are
looking
at
a
young
woman.
Who
is
the
daughter,
and
am
I
understanding
this
correctly?
The
daughter
and
niece
of
nypd
sergeants
is
that
is
that
correct,
sergeant,
warnock.
E
F
So
it
again,
this
is
my
soapbox
moment.
I
would
think
that
any
daughter
that
doug
has
I
have
a.
I
have
a
college
age
daughter
commander
glue.
I
can't
remember
how,
if
you,
if
you've
got
daughters
or
sons,
but
our
kids
are
different
and
some
of
the
language
in
this
that
she
is
afraid
and
triggered
and
traumatized
by
a
police
officer
approaching
her
in
a
professional
manner
it
just
this.
F
This
whole
case
seemed
a
little
inconsistent
and
I
am
a
woman
who
is
believing
other
women
and
I
validate
her
feelings
with
whatever
happened
with
this
officer,
and
I
am
not
condoning
him
going
someplace
off
duty
to
check
up
on
someone
when
that
is
not
his
job
to
do,
but
it
does
seem
like
he
was
being
a
little
bit
overzealous
and
not
hitting
on
her
and
now
he's
facing
suspension
and
three
more
months
of
probation,
it's
appropriate.
F
But
let's,
let's
start,
let's
start
fresh,
I
guess
now
we
you
know
we
we
made
ourselves
heard
in
july,
but
let's
start
fresh,
because
this
this
is
completely
inconsistent
with
our
july
case
this.
If
this
is
what's
appropriate,
I'm
good
with
that.
F
But
it's
just
inconsistent
with
what
we
saw
last
case
completely
inconsistent
he's
got
seven
months
on
the
job.
I
believe
the
la
the
officer
on
the
last
one
had
four
or
five
months
on
the
job
and
everything
was
blamed
with
her,
not
knowing
how
things
go
because
she's
new
to
the
job.
Well,
so
is
this
guy?
So
I
don't
know,
that's
it.
That's
that's
my
soapbox.
I
will
mute
myself
because
I
I'm
gonna
keep
going
so
I'm
just
gonna
mute
myself.
D
I
just
wanted
to
well.
There
is
going
to
be
another
layer
of
review
of
this
case
that
will
be
with
the
chief.
This
is
before
the
chief
reviews.
It
you
guys
look
at
it,
make
sure
that
it's
complete.
We
have
this
meeting,
then
chief
barnes
will
ultimately
make
the
decision
for
a
final
discipline.
D
So
maybe
some
consistency
issues
maybe
worked
out
at
that
level
and
as
far
as
the
two
investigations
go,
this
investigation
was
done
primarily
by
sergeant
warnock
and
then
mice
with
my
assistance.
D
So
it
is
done
with
all
people
and
from
ops
for
the
last
investigation
we
had
was
a
di,
so
it
was
largely
down
to
patrol
level.
We
are
going
to
be
working
for
working
with
our
patrol
officer
or
patrol
sergeants
and
commanders
to
bring
up
some
of
that
consistency
and
kimberly,
and
I
and
aaron
have
already
started
working
on
that.
So
consistency
is
also
a
concern
for
us.
D
B
You
I
just
want
to
say
I
completely
hear
you
on
the
consistency
point
I
think,
and
I
don't
know
you
know
I
I
don't
have
any
direct
insight
into
this,
but
just
looking
at
it.
From
my
vantage
point,
I
think
the
potential
difference
in
in
how
these
were
treated
is
that
there
could
have
been
some
legal
ramifications
if
this
hadn't
received
any
any
kind
of
disciplinary
action
versus
the
situation
with
the
the
officer.
B
Basically,
you
know
not
following
through
on
on
protocol
they're
they're
they're,
potentially
so
that
could
could
explain
some
of
the
the
difference
in
in
treatment,
not
saying
that
that's
you
know
proper
and
I
I
think,
as
we've
discussed
and
nadia,
that
there
should
have
been
disciplinary
action
against
the
the
officer
in
the
previous
case,
but
just
wanted
to
bring
up
that
the
that
could
have
been
the
the
reason
why
this
one
was
given
some
some
sort
of
different
treatment.
B
I
do
have
a
question,
though,
for
I
guess
sergeant
or
commander
wernick
regarding
the
the
difference
in
the
recommended
actions
between,
I
think
the
patrol
sergeant
and
then
as
it
progressed
to
the
patrol
commander
and
then
the
deputy
chief.
So
the
initial
recommendation
was
21
days
of
suspension,
11
with
options
and
10
without
and
then
it
got
knocked
down
to.
I
think
two
days.
E
Yeah
I
mean
a
21
day
suspension
commander
glue
and
I
had
talked
about
this
and
and
just
to
reiterate,
ops
doesn't
have
any
saying
in
discipline
being
administered.
You
know
we
don't
decide
that
being
said.
21
days
for
and
commander
glue
has.
We've
spoke
at
length
about
this
and
it's
his
belief,
and
I
I
do
agree
with
him
that
if
you're
going
to
suspend
a
probationary
officer
for
nearly
a
month,
you
should
be
seeking
termination,
and
I
don't
know
that
this
is
egregious
enough
for
a
termination.
E
I
think
what
this
is
is
you
know
a
learning
curve
and
there
was
a
mistake.
I
think
you
know
we
want
this
officer
to
learn
and
you
know
you
listen.
Have
you
listened
to
the
phone
call
we
haven't
listened
to
that
yet
have
we.
I
think
we
should
probably
listen
to
that
too.
I
don't
know
what
you
think
planner.
E
Oh
okay,
very
good.
Well,
as
you
can
see
from
the
investigation,
you
know
he
was
pretty
professional.
I
I
listened
to
the
whole
the
call
he
was
super
professional,
so
it's
not
the
the
issue.
For
me
with
the
discipline,
the
21
days
seems
pretty
harsh.
E
I
think
two
days
is
more
in
line
now,
whether
the
the
chief
agrees
with
that
or
not
that's
up
to
her
for
final
determination,
but
you
know,
I
think,
to
the
sergeant
as
a
newly
minted
sergeant
who
decided
that
the
21
days
so
there's
also
a
learning
curve
there,
as
well
as
far
as
how
you
discipline.
B
E
Oh,
you
lost
a
finger,
you
get,
you
know,
10
grand
type
of
thing,
it's
no!
It's
kind
of
we
we
try
to
be
consistent.
We
look
at
past
discipline,
that's
been
administered
and
and
try
to
keep
it
consistent
with
that
sorry,
commander.
D
Yeah,
I
know
a
lot
of
exactly
what
aaron
said
we
you
know
we
want
independent
review
of
these
things
as
they
go
through
the
process.
That's
going
to
bring
a
number
of
different
perspectives
to.
A
D
Sometimes
that
does
lend
itself,
but
we're
going
to
have
some
outliers
and
yeah.
I
think
21
days
is
an
outlier
probationary
employees
that
are
committing
violations
worthy
of
a
21
day.
Suspension
are
probably
earning
themselves,
a
termination,
I
think
objectively.
This
is
not
a
21
day
suspension
we're
more
in
line
with
what
it
is
and
21.
E
Sure
so
with
options
is
that
that
means
the
suspension.
Time
can
be
taken
from
your
comp
bank.
So
your
you
have
comp
time
holiday
bank.
You
can
give
time
and
actually
work
so
you're
not
you're
losing
time.
So
you
are
losing
money,
but
a
hard
suspension
day
with
no
options
means
you
don't
come
to
work
and
that
doesn't
hit
your
paycheck.
E
D
Also
hard
days
will
put
your
anniversary
date
back.
So
if
you
have
a
hard
suspension
day
or
how
many
hard
suspension
days
you
have
throughout
your
career,
it
pushes
your
credible
time
back
some
agencies.
I
don't
I
don't
know
how
it
was
with
a
state
police,
dog
and
some
agencies.
Don't
do
that,
there's
a
certain
threshold
you
have
to
hit.
B
Yeah,
I
agree
that
the
the
investigation
was
thorough
and
I
agree
with
the
the
recommendations
on
in
the
findings
in
here
any
input
from
anybody
else
on
this
one.
G
B
And
kimberly
just
a
quick
question
on
the
executive
session
portion
of
it.
Is
it
because
the
we
don't
have
like
the
little
blurb
to
read
on
the
agenda,
or
it
has
to
be.
A
D
And
you
know
aaron's
having
some
some
wi-fi
problems,
a
little
pixelated,
so
I'm
just
going
to
touch
on
the
video
or
the
real
quick
and
give
you
a
quick
one-on-one,
a
quick
one-on-one.
The
video
itself
did
not
capture
the
since
it
was
off-duty
did
not
capture
the
actual
area
of
the
complaint,
but
it
it
gave
a
little
background
as
to
their
first
contact
and
their
first
contact
was
very
business
was
very
professional.
D
I
wouldn't
would
say
that
there
was
no
indication
given
by
the
complainant
the
time
that
she
was
making
the
report
that
this
was
a
there
was
nothing
on
the
lines
of
hey.
Give
me
a
call
later.
You
know
something
initiating
content
later.
The
call
was
very.
B
Was
on
did
anyone
have
an
need
to
see
the
video
before
we
vote
on
on
moving
this
to
to
the
human
resources?
Commission,
commission
committee.
F
It's
just
audio
and
I
think
that
the
the
report
was
really
thorough
and
and
talked
about
how
professional
he
was
in
the
audio.
So
I
think
what
we're
missing
is
the
part
where
he
calls
her
up
and
the
conversation
that
they
had
after
that,
but
again,
a
very
thorough
report,
very
thorough
recordings
of
what
they
what
they
both
had
to
say.
Afterwards.
F
You
know
I
it's
not
really
for
us
to
figure
out
whether
or
not
his
intentions
were
clear
or
not,
but
I
don't
think
if
this
was
a
female
officer
who
did
what
he
did,
that
it
would
be
perceived
very
differently.
But
I
do
think
again.
You
know
back
to
what
I
said
that
the
two-day
suspension
with
options
and
the
three
months
of
added
time
and
and
definitely
the
the
mandatory
ethics
training
is
really
appropriate.
F
B
All
right
so
will
someone
make
a
motion
that
we
move
cr2101
on
to?
I
guess
it
goes
to
hrc
first
right.
F
I'd
like
to
move
to
send
2102
to
hrc.
A
We're
we're
just
asking
you
to
move
for
the
we're
just
moving
forward;
thoroughness
that
you
are
that
you
all
all
agree
that
the
the
cr2101
has
been
thoroughly
reviewed.
A
Yes,
so
we
can
make
a
motion
for
the
review
thoroughness
of
the
review
and
then
we
can
have
a
second
of
that.
F
Sorry,
I'd
like
to
move
that
we
confirmed
that
cr2102
has
been
thoroughly
investigated
and
reviewed.
A
A
B
All
right,
the
next
item
on
the
other
is
old
business,
which
we
have
none.
I
have.
A
To
make
under
that,
I
just
want
to
acknowledge.
We
have
two
members
of
our
committee
leaving
us
this
evening,
and
one
being
jamal
jamal
has
been
with
us
at
the
beginning
of
this
duration
of
this
new
committee.
His
term
is
now
up,
and
so
with
all
his
great
life
accomplishments
moving
forward.
We
wish
you
jamal
the
best
of
luck
with
school
and
so
forth,
and
we
hope
to
see
you
around
still
engaged
and
involved
and
also
to
currently
sergeant,
but
very
soon,
commander
aaron
warnick
for
his
help.
A
In
standing
up
this
committee
over
the
last
year,
he's
been
wonderful,
a
colleague
to
work
with,
and
we
really
appreciate
how
you've
been
able
to
really
help
us
navigate
as
we
try
to
do
the
best
we
can
as
a
committee
commission
and
then.
Lastly,
I
want
to
invite
and
introduce
sergeant
charlotte
hart,
who
will
be
taking
over
in
ops
and
will
be
attending
our
meetings
in
the
future.
She
is
the
new
aaron,
but
she
is
not.
She
is
she
is.
A
She
is
charlotte,
but
has
been
a
great
colleague
to
work
with
the
previous
iterations
of
our
interactions.
So
I
know
she
will
be
a
wonderful
addition
to
this
committee
and
so
she'll
be
taking
over
aaron's
role
and
making
sure
you
guys
are
informed
and
and
provided
with
the
materials
prior
to
meetings.
And
again,
we
look
forward
to
working
with
you
charlotte.
F
We
are
adjourned
if
I
could
just
real,
quick
jamal.
Thank
you
very
much
for
your
service.
It
was
a
pleasure
working
with
you
and
welcome
sergeant,
hart
and
aaron
the
last
time
I
worked
with
a
commander
wernick.
F
We
were
starting
nortaf,
so
I
know
somebody
who'd
be
very,
very
proud
of
you.
Somebody
was
very
proud
of.
G
F
I'll
be
proud
to
to
know
you
as
the
next
commander
wernick
in
line.
D
Real
quickly,
I'm
sorry,
I
can't
talk
about
this
when
we
adjourn,
but
we
have
one
finishing
up
one
internal
investigation.
Now
I
don't
know
if
it's
gonna
be
through
the
review
process
for
the
october
meeting.
D
It
is
a
little
bit
longer
than
normal,
so
we
may
want
to
give,
may
give
you
guys
a
little
bit
more
time
to
review
erin.
E
E
D
E
A
Anything
changes
we
will
keep
you
posted
okay
with
that.
The
next
meeting
will
be
october,
6
2021
and
at
6
30.
It
will
again,
probably
still
be
virtual.
It
will
continue
to
be
in
the
world
we're
in
currently
with
that
being
said,
I
was
getting
over
to
tonight's
chair
to
adjourn
the
meeting.
All.
B
Right
well
jamal.
Thank
you
for
your
service
on
the
committee
and
best
of
wishes
too
in
the
future
and
sergeant
hart
welcome
and
with
that.
We
are
adjourned.