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From YouTube: Citizen Police Review Commission Meeting - 8/5/2020
Description
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A
Okay,
so
if
you
are
a
member
of
the
committee,
please
make
sure
your
camera
is
on
so
that
we
can
make
sure
we
capturing
you
and
the
link
we're
still
trying
to
figure
all
this
out,
but
we're
getting
through
it.
I'm
more
of
a
zone
person
than
a
google
meets
person,
but
anyway,
who
would
have
thought
a
year
ago.
That's
what
we'll
be
saying
all
right
so
with
that
being
said,
I'm
going
to
go
ahead
and
share
my
screen,
so
we
can
be
getting
started
to
meet
start
of
the
meeting.
A
Yes,
too
much
to
share.
B
C
A
A
D
B
B
August
5th,
6
30
p.m.
Thank
you.
A
And
I'm
going
to
do
a
roll
call
because,
as
part
of
the
governor's
executive
of
the
executive
order
issued
by
the
governor's
office,
suspending
in-person
of
attendance
requirements
for
public
meetings,
the
rules
committee
will
be
I'm
sorry.
The
assistant
police
review
commission
will
be
participating
in
this
meeting.
Remotely
due
to
health
concerns,
residents
will
not
be
able
to
residents
will
be
able
to
provide
public
comment,
but
just
not
in
person.
Of
course
they
may
do
so
by
virtual
meeting.
A
Do
I
hear
I
have
to
do
a
roll
call
to
agree
to
these
terms
of
the
meeting?
So
do
I?
I
will
just
do
a
roll
call,
so
whoever,
if
you
can
please
make
sure
you
are
muted
if
you're,
not
a
committee
member
that'll
be
helpful
again,
I
am
not
really
real
verse
in
google,
so
I
think
we're
gonna
be
moving
to
zone
at
the
next
meeting
so
anyway.
Jamal
graham,
are
you
present.
A
D
A
C
F
A
Thank
you,
oh
everyone's
present,
and
so
today,
from
staff
point
of
view
would
be
myself
kimberly,
richardson
and
aaron
warnick
is
here
sergeant.
Aaron
warnick
is
here
representing
ops,
and
I
did
see
chief
cook
on
the
call
to
our
staff
present
with
that
said.
If
we
can
go
ahead
with
the
approval
of
the
draft
minutes
for
july
22nd,
2020.
A
Please
can
someone
move,
I
moved
to.
E
C
A
On
to
public
comment
tonight
we
have
two
members
of
the
public
that
sign
up
for
public
comment.
The
first
individual
will
be
daisy.
A
You
had
you
have
signed
up
for
public
comments.
I
was
giving
you
your
the
time
for
you
to
speak
ma'am.
E
No,
I
didn't
sign
up
for
public
comment.
Let's
sign
up
to
join
the
meeting
which
took
a
while
to
get
here-
okay.
Well
you,
so
I
haven't
heard
anything
that
I
need
to
give
public
comments
on,
because
the
last
meeting
you
had
before
I
wasn't
able
to
get
into
so
I
don't
know
why
that
was
because
I
followed
all
of
the
instruction
on
the
website.
E
A
Thank
you,
daisy.
A
All
right
well
with
that
those
are
the
only
two
individuals
that
signed
up
for
public
comment.
A
So
if
we
want
to
go
ahead
to
proceed
with
the
meeting,
I
will
go
ahead
with
for
approval
of
the
2020
meeting
schedule.
As
per
this
state
of
illinois
public
meetings
act,
this
commission
has
to
set
a
meeting
time
and
date,
and
so
that
schedule
was
provided
to
the
group,
and
I
want
to
go
ahead
with
approval.
C
Ai
emotion
that
I
have
motioned
that
we
approve
the
schedule
for
the
meetings
for
the
remaining
of
the
year.
G
A
A
G
I
moved
to
approve
janita
shambi
as
chair
of
this
committee.
D
Was
doug
whitmore
thank.
A
You
all
right
with
that
being
said,
ms
shamby,
I
will
let
you
take
over
the
meeting,
as
we
are
on
item
number
five
overview
of
the
citizen
police
complaint
process.
That
aaron
will
be
providing
that
presentation.
B
D
H
All
right
committee,
chair
and
committee
members
good
evening,
I'm
just
gonna,
go
through.
We
put
down
some
basic
stuff
to
go
over
with
you.
If
you
have
questions,
please
stop
me
and
let
me
know
and
I'll
try
to
answer
them
to
the
best
of
my
ability.
The
first
thing
that
I
think
is
important.
If
you
haven't
had
time.
I
H
H
And
you
met
sergeant
faizon
last
week,
the
two
of
us
worked
directly
for
the
chief.
We
have
an
administrative
assistant
who
actually
helps
the
chief
out
with
a
lot
of
stuff
too.
Currently
we
have
three
deputy
chiefs
field
operations,
which
does
our
patrol
we're
currently
on
12-hour
shifts.
So
we
have
four
12-hour
shifts
going
on
right
now.
Each
shift
has
a
commander
and
two
sergeants
and
16
officers,
and
then
we
have
a
k-9
officer
who
works
a
staggered
schedule.
H
H
H
We
have
our
adult
a
juvenile
bureau,
which
is
headed
by
one
commander
and
two
sergeants,
one
overseeing
the
adult
side
and
one
overseeing
the
juvenile
side.
We
have
20
detectives,
some
of
the
detectives
are
specialized.
We
have
six
juvenile
detectives
and
14
on
the
adult
side,
with
two
of
them
working
domestic
violence
and
they
work
with
our
social
workers,
and
we
do
have
social
workers
work
out
of
city
hall.
Currently
the
special
operations
group
commander
spot
is
vacant.
Currently,
the
detective
bureau
commander
is
overseeing
that
our
net
unit
is
the
neighborhood
enforcement
team.
H
That's
our
gang
and
drug
unit,
that's
staffed
by
one
sergeant,
nine
detectives,
which
includes
also
an
intelligent
officer
and
a
civilian
crime
analyst.
We
also
have
our
attack
unit
in
the
sog,
and
that's
one
sergeant
and
four
detectives
and
the
tac
unit
does
a
lot
of
pattern.
Crimes
like
burglaries,
robberies
things
like
that.
So,
if
something's
happening
they
shift
over,
so
their
their
hours
change
a
lot,
they
do
a
lot
of
things
based
on
what's
happening
in
the
city.
H
Then
we
move
on
to
our
support
services,
deputy
chief,
that
deputy
chief
is
in
charge
of
the
office
of
administration,
which
is
one
training
sergeant.
We
have
our
manager
of
budget
and
finance
and
our
administrative
coordinator
also,
our
communications
bureau,
which
has
a
coordinator
and
one
assistant
coordinator,
also
16,
telecommunicators
or
dispatchers.
H
H
H
G
H
That
is
correct.
We
do
not
have
on
our.
We
have
an
animal
warden,
which
I
know
in
a
lot
of
towns.
The
community
service
officer
deals
with
a
lot
of
animal
control
issues,
but
we
do
not
have
any
community
service
officers
no.
H
D
H
All
right
so
we'll
move
on
to
the
types
of
complaints,
types
of
investigations
that
we
do
so
the
types
of
investigations
are
broken
down.
Basically,
the
form
that
I
had
showed
you
guys
and
I'll
we'll
go
over
it
in
a
minute.
The
complaint
register
and
that's
that's
our
citizen.
Complaints
are
broken
down
as
complaint
register
and
departmental
inquiries.
H
So
a
complaint
register
is
when
a
citizen
comes
in,
they
fill
out
the
form
and
they
do
a
sworn
affidavit
now.
This
is
typically
comes
in
as
a
formal
complaint.
It's
something
like
excessive
force
and
illegal
search,
they're
being
harassed
by
an
officer,
so
that
comes
in
we'll
investigate
that
I'll
go
over
the
flow
of
how
we
investigate
it.
Now
that,
typically,
we
start
off
with
that
being
formal
investigation.
H
Now,
depending
on
what
we
discover,
we
speak
with
the
chief
about
it
and
if
it
is
something
that
is
not
going
to
be
egregious
in
any
way,
even
though
it
was
a
sworn
affidavit,
we
could
put
it
as
a
departmental
inquiry.
If
the
chief
approves
it,
it
has
to
be
the
chief
that
approves
it.
H
If
it's
something,
if
a
citizen
comes
in
and
it's
something
that
major
the
citizen
just
kind
of
wants
to
bring
it
to
our
attention
or
the
citizen
wants
to
be
anonymous
or
the
citizen,
does
the
complaint
register,
investigation
form
or
the
complaint
register
complaint
form
and
then
does
not
want
to
come
in
and
swear
under
oath
to
it
or
go
on
tape
we'll
do
it
as
a
departmental
inquiry.
We
investigate
it.
The
same
now
you'll
be
reviewing
both
of
those
the
complaint
registers
and
the
departmental
inquiries,
because
those
are
based
off
citizen
complaints,
hey.
H
H
If
there's
body
camera
footage
available
I'll
talk
to
either
myself
or
sergeant
faison
or
talk
to
the
complainant,
listen
to
what
they
have
to
say
and
if
we've
got
we're
at
the
point
where
they're
willing
to
come
in
and
speak
with
us,
which
most
of
the
time
people
are,
are
pretty
good
about
coming
in
to
speak
with
us,
we
will
have
them,
do
an
interview
with
us
and
then
during
that
process,
we'll
have
them
notarize
it.
H
We
have
notaries
at
the
police
station,
so
we
notarize
it
right
there
when
they're
in
there
with
us.
So
it's
done
it's
kind
of
a
one-stop
they
can
come
in.
We
can
get
their
interview
on
tape
and
we
can
have
it
notarized
and
it's
it's
all
good
to
go
if
they
choose
not
to
do
that,
even
if
they
come
in
and
want
to
do
the
interview
and
not
do
it
we'll
make
it
a
departmental
inquiry.
H
Now
that
being
said,
if
we
do
departmental
inquiry-
and
we
start
looking
into
it-
and
it
looks
a
little
more
serious
than
the
citizen
even
thinks
it
was-
or
we
find
something
else
about
out
about
it-
we
can
make
it
a
formal
investigation.
Now
the
difference-
and
I
know
this
is
a
lot
of
information
coming
at
you
guys.
H
The
difference
for
us
with
a
formal
or
informal
investigation-
and
I
don't
know
if
anybody
watched
on
monday
but
went
over
a
lot
of
this
stuff-
is
that
a
formal
investigation
leads
to
three
or
more
days
of
discipline,
all
the
way
up
to
termination
for
an
officer
and
with
that
comes
officer,
rights
and
there's
the
yupota,
the
uniform
police
officers
disciplinary
act
that
we
have
to
abide
by.
H
So
if
we,
if
it's
gonna,
be
less
than
three
days,
it's
typically
an
informal
investigation.
So
just
because
it's
a
departmental
inquiry
doesn't
mean
that
we
can't
step
it
up
if
we
feel
that
there
is
a
violation
that
is
deemed
serious
and
the
other
investigations
we
have
are
the
administrative
review
now.
Typically,
a
lot
of
that
is
like
if
someone
gets
in
a
car
crash,
they're
late
for
work,
they
miss
court.
You
know
they're
not
not,
handling
a
call
properly
or
we're
doing
a
video
review.
We
do
random
video
reviews
in
each
unit.
H
H
So,
every
month,
each
sergeant
so
the
way
it's
broken
down
in
patrol
and
in
each
unit
officers
are
assigned
to
one
administrative
sergeant.
So,
even
though
there's
three
sergeants
on
the
shift,
all
those
officers
are
divided
between
those
sergeants
and
the
sergeants
responsible
directly
for
them,
whether
it's
evaluations,
video
reviews,
things
like
that
so
every
month
the
supervisors
need
to
do.
I
believe
it's
four
video
reviews
per
officer
and
it's
just
a
random
sampling
of
video
reviews.
H
You
just
go
through
and
it
could
be
in-car
cameras
or
it
could
be
the
body-worn
cameras
and,
if
there's
an
infraction,
that
would
come
up
if
they
find
an
infraction
on
that.
That
would
come
up
also
what
we
use
with
that
you
could
use
it
for
training.
You
know
it's
it's
a
good
opportunity!
If
you
see
somebody
using
you
know
the
way
they
approach
a
vehicle
is
not
safe.
H
You
know
we
could
call
call
that
officer
in
and
kind
of
go
over
the
video
with
them
and
let
them
know
you
know
the
way
you're
walking
up
to
the
cars
and
safe
or
the
way
you're
positioning
your
car
doesn't
help
if
your
car
gets
struck.
You're
too
close.
It's
gonna
end
up
striking
somebody
else's
car
things
like
that.
So
the
video
review
is
to
it's
essentially
just
to
make
sure
that
our
officers
are
in
compliance
with
the
body-worn
camera
policy.
F
D
F
Officer
is
that
four
random
per
officer
per
year,
or
is
it
no.
H
Per
month
per
month,
okay,
yes,
every
month,
that's
done
and
then
that's
submitted
to
their
commander,
and
then
it
goes
to
the
deputy
chief,
okay
to
review
and
then
finally,
we
have
other
investigations
which
are
gonna,
be
like
our
use
of
forces,
a
resisting
arrest
or
obstructing
or
anything
else
that
the
chief
asks
us
to
investigate
now,
with
the
use
of
force
resisting
obstructing
pursuits
things
like
that,
they
typically
will
not
go
to
the
commission
unless,
through
that,
through
the
use
of
force,
somebody
calls
our
office
or
makes
a
complaint
with
their
aldermen
or,
however,
they
lodge
a
complaint
and
it
gets
to
us
we'll
investigate
it.
H
F
H
Statistically,
I
don't
know
what
I
mean
it's
it's
this
year.
I've
had
one
complaint
register
come
through
our
office.
Okay
and
you
guys
are
gonna,
get
to
review
that
when
it
comes
through
and
it
was
not
a
use
of
force.
Okay,
so
that's
that's
coming
through.
I
think
a
lot
of
times
with
the
body
camera
things
being
recorded.
H
Officers
are
handling
themselves
differently,
and
I
think
that
you
know
every
now
and
again,
a
citizen
will
come
in
and
watch
the
video
and
decide
that's
well.
You
know
actually
this.
This
is
something
I
see.
I
see
you
know
what
I'm
saying
and
what
happened
is
is
not
not
in
in
line
but
okay,
guys
yeah
typically
I
mean
the
use
of
force
is
independent
of
it.
H
So,
but
if
someone
does
logic
complaint,
we
will
obviously
investigate
it
as
a
complaint
register,
especially
if
it's
an
excessive
force
or
someone's
making
a
complaint
that
they
were
injured
on
a
use
of
force.
We
will
take
a
look
at
that
for
sure.
Okay.
D
B
D
Normally
driven
towards
us,
but
when
you
do
those,
when
you
do
those
video
reviews
do.
B
H
D
H
Well,
not
unless
there's
something
that
that
is
deemed
a
rule,
violation
or.
H
Policy
violation,
if
that's
the
case
yeah
I
mean
if
we
see
something
where
we're
doing
an
investigation.
So
if
we
open
up
an
administrative
review
down
in
patrol,
say
a
patrol
officer
goes
and
they
get
into
it
with
a
citizen
and
they're
arguing
and
the
citizen
just
never
makes
a
complaint,
but
that
their
administrative
sergeant
ends
up
bringing
up
that
video
for
review
and
sees
it.
They.
H
The
sergeant
may
call
that
citizen
just
to
get
a
witness
statement
to
see,
depending
on
on
the
severity
of
what
they're,
seeing
that's
just
an
example
of
something
that
may
happen
typically.
H
I
mean
a
lot
of
the
administrative
reviews.
Are
the
late
for
work,
the
crashing
of
a
squad
car
things
like
that?
Most
of
the
time.
F
F
Yeah,
the
in
the
administrative
review,
the
failure
to
follow
radio
procedure,
it
kind
of
seems
as
if
there's
potential
there
from
an
administrative
standpoint
that
it
may
roll
up
similar
to
inquiries
to
the
register
right.
So
I
guess
I
guess
it
is.
Everything
is
open
to
potentially
get
to
the
register.
If
it's
the
as
an
issue
right,
it
could.
H
Yes,
so
I
mean,
if
well
the
administrative
review
unless
a
citizen
ends
up
complaining
about
it.
So
so
the
top
two
are
only
citizen
complaints,
so
administrative
review.
We
may
find
something
and
then
talk
to
a
citizen
and
it
escalates
up
to
a
citizen
complaint
or
we
may
see
something
and
it
may
take
a
citizen
a
few
days
to
call
us.
You
know
they
go
home
and
they're
just
thinking
about
it
and
you
know
it's,
it's
bothering
them
and
they
call
us
and
they
tell
us
about
it.
C
H
It
typically
doesn't,
but
you
know
typically,
people
are,
will
call
us,
at
least
in
my
experience
I
mean
we,
I
get
calls
almost
daily
at
least
questions
people
want
to
know,
and
you
know,
I'm
pretty
transparent.
H
So
we
take
everything
that
comes
in
and
look
at
it,
and
that's
also
why,
too,
we
do
not
put
down
any
recommendation
for
discipline
at
all.
So
even
when
it
comes
back
to
us,
the
chief
has
a
final
say,
but
we
don't
do
anything
with
discipline,
we're
just
basically
independent
investigators
and
we
send
it
down
to
their
shift
or
their
unit
to
review.
So
getting
back
to
that,
the
departmental
inquiry
and
the
complaint
register
are
really
what
you're
going
to
see
unless
administrative
review
becomes
something
that
turns
into
a
citizen
complaint.
F
H
J
H
So
typically
will
a
lot
of
times
like
as
far
as
administrative
review.
That
typically
starts
with
the
unit
that
the
officer
was
working
in.
We
typically
do
not
start
administrative
reviews,
that's
something
that's
caught
on
a
level
that
we're
just
not
on
a
day-to-day
with
these
officers.
H
Okay,
because
mostly
what
I
deal
with
and
what
sergeant
faizon
deals
with
are
citizen
complaints,
we'll
we'll
get
the
administrative
review
when
it
comes
through
and
we'll
look
it
over.
We
look
over
every
case
that
comes
through
we
issue
once
the
discipline
is
decided
by
the
chief.
We
issue
the
paperwork
for
the
discipline
and
we
log
it
and
we
file
it,
but
typically
the
administrative
review
is
done
at
a
level,
that's
outside
of
our
office.
So
by
the
time
it
gets
to
us,
it's
typically
done.
H
The
investigation
is
done
now
if
it's
something
that
is
going
to
become
a
formal
investigation
like
I
said,
if
we
think
it's
going
to
go
over
three
days
of
discipline
and
we
want
to
give
them
notice
of
investigation
and
let
them
invoke
their
their
rights
and
do
all
that,
then
we
will
take
over
the
administrative
investigation.
H
If
it's
something
that
ends
up
being
egregious
and
serious,
we
would
investigate
it,
because
that
would
that
would
end
up
going
on
video
or
in
that
video
but
recording
and
we
get
transcripts
and
do
that
kind
of
what
we
do
with
the
complaint
register.
H
Yeah
so
like
a
departmental
inquiry,
you'll
see
one
that's
coming
through
that
was
handled
down
in
patrol
and
the
patrol
sergeant
handled
it
and
wrote
it
up
and
sent
it
up
a
lot
of
times.
It
comes
through
our
office.
H
A
lot
of
supervisors
will
send
the
complaints
up
to
us
rather
than
handle
them
occasionally
we'll
send
the
complaint
back
down
to
them
to
handle,
if
it's
nothing
that
seems
too
complicated
for
them
them
to
take
care
of
like
an
officer's
attitude
or
something
like
that,
but
it
you
know
if
a
citizen
calls
our
office
I'll
and
I
talk
to
them
and
I
make
the
first
contact
I'll
typically
take
the
investigation.
H
If
and
honestly,
if
you
have
any
questions
too
after
this,
I
believe
everybody
has.
My
contact
info
feel
free
to
email
me
or
call
me,
and
we
can
go
over
some
stuff
too,
and.
I
H
H
F
H
All
right
now,
we'll
move
on
to
the
complaint
register
form
itself,
so
this
was
just.
This
is
a
pretty
new
form.
We
had
an
older
forum
and
there
was
a
committee
that
came
up
with
this
forum
and,
if
everybody
kind
of
goes
through
it,
what's
up.
A
Sorry
aaron
can
I
just
acknowledge
the
committee
that
came
up
with
that
forum.
Was
the
committee
that
reviewed
the
assistant
police,
citizen
police
complaint
process
yeah?
They
were
the
committee
that
we
were
the
ones
that
made
the
recommendation
to
revamp
this,
the
previous
citizen,
police,
advisory,
citizen,
police,
advisory,
commission
or
board
that
was
functioning
prior
to
this
committee
structure,
and
so,
as
part
of
that
recommendation,
they
requested
an
update
to
the
employee
complaint
register.
E
A
Also
to
how
the
register
is
being
submitted
so
that
people
were
not
only
having
to
submit
to
the
police
directly
but
to
additional
staff
through
the
city
that
may
feel
a
little
bit
comfortable,
more
comfortable
to
submit
their
complaint
if
they
did
not
want
to
enter
the
police
department.
So
I
just
wanted
to
give
some
context
since
aaron
was
not
a
part
of
that
process.
At
that
time,.
H
Yes,
so
that
and
kimberly
you,
you
were
part
of
that
correct.
B
H
Yeah,
so
my
predecessor,
though
the
commander
who
trained
me
jody
hart,
was
part
of
that,
I
believe
at
least
towards
the
end
of
it.
So
I
I
think
this
form
honestly
is
is
really
good.
They'd
spend
a
lot
of
time
going
over
this
like
going
over
ideas
and
came
up
with
this,
and
you
know
I
like
what
it
says
on
top
how
to
submit
it
and
you
can
do
it
online
through.
So
the
form
online
is
a
little
different
and
we
also
have
pamphlets.
H
I
have
told
at
least
the
front
desk
and
patrol
supervisors.
Someone
comes
in.
You
can
give
them
the
pamphlet,
because
it
has
a
ton
of
information,
but
this
form
is
ultimately
what
we'd
like
to
have
filled
out,
because
this
form
at
the
very
bottom
has
the
affidavit
so
where
they
sign
the
verification
there.
That's
where
we
have
the
notary
notarize
it
so
definitely
like
this
form
to
be
filled
out,
if
possible,
a
lot
of
times.
H
I
I'll
get
the
form
to
somebody
or
we'll
leave
it
at
the
desk,
the
front
desk
for
somebody,
you
know
if
they
call
in
and
they
want
to
go
through
with
a
complaint
register,
departmental
inquiry,
even
though
it
says
employee
complaint
register,
even
if
it's
departmental
enquiry
we'd
like
them
to
fill
out
the
form,
if
possible.
Now,
like
I
said,
we'll,
take
an
anonymous
complaint,
we'll
take
really
any
complaint
that
comes
through
to
us,
which
is
a
lot
more
than
than
a
lot
of
police
departments.
H
So
you
could
submit
it
in
person
by
coming
to
the
police
station
and
getting
the
form
or
you
could
do
it
online,
and
it's
on
the
city's
website
essentially
has
all
the
same
boxes
you
fill
in
and
then
that
gets
emailed
to
us
directly
to
officer
professional
standards.
So
we
get
that
as
soon
as
it's
submitted
and
like
kimberly
said
you
can
right
now.
I
don't
think
you
can
go
to
the
civic
center,
but
I
know
at
least
during
the
city
council
meetings.
H
I
know
we
saw
them
at
braithwaite
has
said
you
know.
If,
if
you
have
a
complaint,
you
feel
comfortable
going
to
your
aldermen,
that's
fine
too!
Occasionally
an
alderman
will
come
in
with
somebody,
and
you
know
we'll
take
the
complaint
we'll
take
it
via
email,
I'll,
take
it
with
the
phone
call.
However,
however,
it
comes
in
we'll
take
it
and
we'll
we'll
look
at
it.
So,
ultimately,.
G
A
And
I
know
we
are
identifying
another
location
for
outside
police
drop
off.
It's
just.
As
you
all
know,
the
civic
center
is
currently
closed
to
the
public,
and
so
we
have
to
identify
once
we
kind
of
figure
out
what
the
lay
of
the
land
is
going
to
look
like
long
term
with
regards
to
our
customer
service
facing
offices.
A
H
I
H
H
You
can
use
this
form
or
you
can
make
a
complaint
on
and
we
will
take
a
look
at
it
and
obviously
the
more
information
that's
filled
out
on
it.
The
better-
and
I
mean
we
use
this
and
this
form
ends
up
going.
You'll,
see
it'll.
If
it
is
a
complaint
register
form
filled
out.
You
guys
will
see
that
in
your
packet
that
submitted
to
you.
B
A
H
Great
and
I
know
that
the
form
that
you
have
up
there
kimberly,
I
found
a
typo
and
I
fixed
it
and
sent
it
back
into
the
into
the
drive.
So
there's
there's
two
typos
on
this,
so
forgive
me.
I
found
it
and
I'm
currently
in
the
process
of
putting
this
into
an
actual
flow
chart,
so
it'll
be
a
little
easier
to
visually
see.
H
H
We
usually
get
a
statement
from
the
accused
officer.
Now
it's
different
if
we're
doing
a
complaint
register
and
it's
under
oath
we'll
serve
them
and
it's
a
formal
investigation,
we'll
serve
them
with
paperwork
and
the
statement's
different
than
if
it's
an
informal.
If
it's
informal
we'll
do
our
investigation
and
we'll
have
their
supervisor,
ask
them
for
a
memorandum
and
they
will
submit
a
memorandum
as
their
statement
and
we'll
also
get
statements
from
any
witnesses,
we'll
review.
H
All
the
reports-
videos,
any
additional
evidence
which
you
know
could
be
like
a
call
for
service
like
a
cad
tickets
or
a
computer-aided
dispatch
ticket.
H
The
division
commander
will
pen
a
memo
and
send
that
to
the
deputy
chief.
The
deputy
chief
will
also
review
it
and
give
a
disposition
of
what
they
feel
their
recommendation,
and
then
it
goes
to
the
chief.
Now
the
chief
has
the
final
say:
the
chief
can
give
more
discipline
or
less
discipline
and
in
the
city
of
evanston,
the
chief
and
the
city
manager,
the
only
two
people
who
can
really
give
final
discipline.
H
I
in
all
my
time
I
don't
know
that
I
think
one
time
I
was
at
city
hall
for
an
arbitration,
but
typically
the
what
the
chief
issues
stands,
and
so
once
it
comes
back,
it'll
end
up
coming
back
to
us
once
the
chief
approves
or
looks
at
it.
If
there
is
discipline,
we
will
do
a
disciplinary
action
form,
which
is
a
form
that
the
officer
will
get.
H
H
Well,
the
committee
will
give
recommendations
and
the
chief,
so
by
the
time
the
committee
sees
this,
the
discipline's
typically
going
to
be
issued.
H
So
if
the
committee
or
this
commission
ends
up
seeing
something
and
gives
an
opinion
or
gives
recommendations,
that's
something
that
the
chief
can
take
going
forward
and
implement
if
he
so
feels
that
it's
warranted,
and
I
think
this
commission's
it's
it's
good
oversight.
It
keeps
the
process
honest
too,
because
there's
no
sweeping
things
under
the
rug
not
like
that
was
happening,
but
it
puts
it
out
in
in
public
view.
H
So
I
think
that
the
reason
for
the
commission,
but
just
the
way
it's
set
up,
is
that
the
chief
does
have
the
final
say:
he's
the
the
defining
internal
arbitrator,
as
he's
called
so
he's
he's.
The
final
say.
J
I
like
that,
I
like
to
add
to
that.
Yes,
but
we
have
had
cases
that
went
up
for
review
and
when
they
got
to
human
services,
they
wanted
us
to
take
a
look
at
some
additional
things
and
then
we
go
back,
and
you
know
it's
possible
at
that
particular
point
that
we
readdress
or
re-evaluate
our
decision
but
to
what.
What
what
I
have
instituted
since
I've
been.
The
chief
is
not
a
one
look
at
a
particular
situation.
J
With
respect
to
discipline,
I
will
sit
down
with
sergeant
ornik
and
sergeant
faizon
and
then
we'll
we'll
hammer
out
what
we
think
is
appropriate,
so
so
you'll
have
more
eyes
on
on
it
and
then
we'll
come
up
with
a
recommendation.
That's
that's
pretty
solid
when
it
gets
to
human
services.
C
J
Well,
you
all,
are,
you
all
are
a
subcommittee
of
human
services,
and
you
know
we're
here
to
listen.
That's
what
I'm
here
to
do.
You
all
may
have
a
different
perspective
about
what
discipline
was
issued
or
why
it
was
done
like
that.
That's
why,
when
it
gets
to
you
all,
it
hasn't
gotten
to
the
officer
yet
and
we
can
adjust
if,
if
that
need
to
be
done,.
H
You
thanks
chief,
so
once
that
happens,
if
there
is
discipline
that
is
issued,
the
disciplinary
action
forum
is
handed
down.
If
there
is
no
discipline,
we
let
the
accused
officer
know
that
the
investigation
is
done.
H
We
also
send
a
disposition
letter,
we
will
call
the
complainant
and
let
them
know
that
as
to
what
had
happened
with
the
complaint,
whether
or
not
discipline
has
been
issued,
we
also
send
a
letter
via
certified
mail
and
in
that
letter,
so
the
letter
will
go
out
after
the
your
commission
reviews
the
report
or
reviews
the
the
investigation
and
before
it
goes
to
human
services.
So
the
complaint
has
has
a
chance
to
go
to
human
services
and
speak
to
the
complaint
and
the
finding.
If
they
so
choose.
D
Now
I
have
a
question
based
on
that
they
don't
get
a
letter
and
say
that
their
case
is
up
before
human
services.
If
there's
been
some
sort
of
punishment
or
disciplinary
action,
or
is
that
for
anything?
Is
that
their
way,
almost
their
way
of
kind
of
like
appealing
the
the
ops
decisions.
H
Well,
yeah:
it's
not
the
ops
decision.
I
want
to
make
that
clear.
Yeah,
it's
the,
but
yes,
the
regardless
of
the
finding,
whether
it's
an
unfounded
exonerated
or
it's
sustained.
They
will
get
a
letter
telling
them
what
the
finding
is
and
they
will
have
a
chance
if
they
so
choose
to
go
to
human
services
and
speak.
A
H
I
they
do
not.
We
do
not
send
a
citizen
to
the
cprc,
so
they'll
be
notified
after
the
final
disposition
comes
down
as
to
the
discipline.
D
H
Yeah,
so
typically
what
had
happened
in
the
past-
and
this
is
all
new
with
the
cprc,
so
the
cpac
decided
right
then,
and
there
and
the
discipline
was,
was
done
at
that
point,
so
they
knew
so
after
human
services.
H
H
D
H
Okay,
very
good,
and
if
there's
anything
you
know
you
see
or
you
think
that
is
not
being
addressed
properly,
please
let
sergeant
faizon,
myself
or
chief
cook
know.
You
know
this.
This
doesn't
work
if
we're
not
communicating
with
each
other.
So
please
we
won't
be
offended.
Trust
me.
So
these
are
the
case
dispositions
that
will
be
found
so
exonerated
as
the
incident
actually
occurred,
but
it
was
lawful
and
proper,
not
city
related
means.
The
complaint
was
not
related
to
any
official
conduct.
H
H
A
policy
failure
is
the
allegation
is
actually
true,
but
the
officer
followed
our
policies
by
and
in
a
result
the
complainant
was
harmed
so
typically
with
a
policy
policy.
Failure
we'll
obviously
review
that
and
fix
that
going
forward
and
as
far
as
an
sol,
that's
meaning
unresolved
complainant
refused
to
to
cooperate
any
further.
So
they
lodged
a
complaint
and
there's
really
nothing.
We
can
do
we're
not
getting
anything
from
them.
H
We're
not
getting
any
information,
so
the
complaint
kind
of
fizzles
out
there
sustained
is
that
the
allegation
it
was
supported
so
the
the
complainant
came
in
with
some
evidence
or
came
in
with
a
told
us
what
happened
and
there's
enough
there
to
support
their
claim
and
unfounded,
as
the
allegations
were
proven
false
or
there
wasn't
credible
evidence
to
support
them
and
withdrawn,
is
when
the
complainant
decides
that
they've.
They
don't
want
to
go
through
with
it
at
all,
and
we
will
withdraw
the
complaints
at
that
point.
H
If
it's
something
that
isn't
egregious
and
something
that
does
not
require
an
administrative
review,
we
will
end
up
just
stopping
the
complaint
right.
There.
H
D
What's
the
what's
the
burden
of
proof
in
a
matter
of,
in
a
matter
of
saying
that
the
complainant
needs
to
present
evidence
in
order
to
have
their
complaint
actually
the
same?
Well,.
H
They
don't
have
to
actually
provide
evidence;
they
just
have
to
come
in
and
tell
us
what
their
complaint
is.
We'll
do
our
job
as
as
sergeant
faison
and
my
my
job
is
to
pull
the
evidence
like
look
at
body.
Camera
footage
do
interviews
and
basically
you
know
we're
coming
at
it
as
independent
investigators.
H
You
know,
I'm
gonna
give
both
sides
of
the
story
and
we're
going
to
give
you
all
everything.
That's
there
and
the
sergeant
that
it
goes
to
is
going
to
review
all
that
and
all
the
way
up
the
chain,
so
it
isn't
up
to
the
actual
complainant
to
provide
any
evidence.
All
the
complainant
has
to
do
is
tell
us
that
this.
This
is
what
happened
to
them,
and
this
is
why
they
feel
they
need
to
file
a
complaint,
and
we
will
do
the
rest
from
there.
J
But
aaron,
I
think,
maybe
maybe
she's
speaking
of
you
know
if
we
look
at
a
complaint
and
we
see
some
criminality
in
there
and
we
want
to
prosecute
the
police
officer
dude,
you
know
we're
looking
at
a
burden
of
proof,
that's
51
versus
if
we
looking
at
it
from
an
administrative
standpoint,
we're
looking
at
it
as
a
preponderance
of
the
evidence
right.
H
So
when
ops
or
the
the
supervisor
who's
doing,
an
investigation
ends
up
reviewing
the
complaint
going
over
everything
and
putting
it
together,
we'll
go
through
this
section,
eight
of
the
employee
manual
and
we'll
look
at
the
rule
violations
and
see
what
fits
the
complaint
typically
rules.
One
and
two
are
in
most
complaints.
You
know,
like
a
rule,
six,
that
incompetent
inefficiency
tends
to
be
for
something
a
little
more
serious.
H
H
We
see
that
quite
a
bit
you
get
to
some
of
the
other
stuff
like
rule
24,
smoking
or
tuned
tobacco
gum.
That
kind
of
thing.
Typically,
we
don't
get
citizen
complaints
on
that,
but
if
we
do
have
a
complaint
from
a
citizen
rules,
one
and
two
really
cover
just
about
anything
they're
the
catch-alls
and
then
we
kind
of
look
to
see
if
there's
anything
else
that
was
violated
and
all
the
way
down
to
rule
74,
which
is
harassment
and
discrimination.
Prejudice
based
on
protected
class.
H
H
So
we
use
this
for
kind
of
the
the
beginning
of
our
discipline,
we'll
always
look
at
the
prohibited
conduct,
and
so
you
guys
will
get
to
see
a
lot
of
these
role
violations.
So
this
is.
This
is
a
document
that
take
a
look
through
because
you
will
see
this
again
the
rule
violations
and
then
from
there
we
also
have
the
lexapol
policy.
H
H
Lexical
policy
violations,
as
well
as
the
rule
violations,
so
I
know
there's
a
ton
of
them
in
there
I
listed
on
that
that
form
that
kimberly
has
up,
probably
the
ones
that
you
should
familiarize
yourselves
with
and
read
through.
These
are
the
ones
that
you
will
probably
end
up,
seeing
the
most
now
granted,
there's
there's
other
ones
that
that
may
come
through,
that
you'll
see
and
you'll
have
time
to
review
them.
H
So
if
you
have
questions
while
you're
reviewing
them,
please
feel
free
to
get
in
touch
with
myself
or
sergeant
faison
to
go
over
it,
but
especially
the
use
of
force.
The
handcuffing
things
like
that,
the
resisting
the
body
worn
camera,
so
the
mobile
audio,
the
portable
audio
recorders,
things
things
of
that
nature
are
good
to
review
and
then
the
personnel
complaints.
H
So,
like
I
said,
there's
there's
about
1500
pages.
This
is
probably
I
don't
know,
maybe
maybe
50
to
100
pages
listed
there
but,
like
I
said,
you'll
see
the
the
violations
that
will
either
be
the
rule
or
alexa
pull
policy
or
a
city
city
policy,
violation
and
you'll
get
that
actual
violation.
The
lexical
policy.
It
will
be
printed
so
you'll
you'll
read
it
it'll
come
with
the
complaint,
so
you'll
actually
get
to
see
it.
We
put
it
in
every
complaint.
So
the
memorandum
that
we
prepare
has
that
in
there
so
you'll.
J
Have
it
yeah
now
one
one
other
thing
you
should
know
about
the
lecture
poll
policies
they
change
as
new
laws.
You
know
each
year,
normally
in
january,
we
get
new
laws
enacted
in
the
state,
so
lexapol
will
update
specific
policies
that
are
affected
by
state
law
change
and
also,
you
know,
with
the
justice
and
policing
act
which
is
in
both
both
sides
of
congress.
J
H
And
and
to
that
note,
if,
if
there
are
changes
and
updates,
that's
something
either
myself
or
sergeant
faison,
we'll
we'll
update
we'll
send
in
or
drop
into
the
google
drive
on
an
updated
version
of
the
lexapol
policy
for
you.
So
you
have
up-to-date
information.
F
I
think
this
is
a
good
overview.
Is
there
a
a
preceding
document?
That's
an
executive
summary
that
kind
of
helps
us
tie
this
together,
just
like
you
by
by
practicing
no
and
then
you
know
innately
right,
but
is
there
a
document
that
kind
of
ties
it
together
as
well.
H
There
isn't
I
mean
the
the
the
flow
chart
or
the
flow
list
is
kind
of.
I
think
what
brings
it
together
the
most.
I
honestly
think,
once
you
see
the
complaints,
this
will
all
make
a
lot
more
sense
and
kimberly-
and
I
talked
before
this-
and
I
know
this
is
a
lot
of
information
coming
at
you,
but
once
once
you
get,
I
think
we
we
talked
there'll,
be
at
least
three
complaints
for
next
meeting
for
you
to
review.
H
So
once
you
get
those
if
you
look
through
and
you
have
questions
please,
please
give
me
a
buzz
if
there's
something
I
can
put
together,
I
mean
all
this
information.
That's
here
you
guys
have
in
the
google
drive,
so
it's
it's
all
there
I
mean
the
dispositions
you'll
see
are
on
every
case
and
the
types
of
investigations,
you're,
you're,
typically
or
all
you're
going
to
see
are
the
departmental
inquiries
and
the
complaint
reviews.
So
we
did
go
over
a
lot
of
it,
but
really
you're
only
going
to
see
those
two.
H
That's
how
that's
going
to
come
through
to
you,
the
rule
violations
and
the
lexical
policy.
That's
all
going
to
be
listed
in
the
memorandum
too,
so
I
think
once
you
actually
see
an
investigation
come
packaged
to
you,
it's
it's
all
gonna
make
a
lot
more
sense,
because
I
know
I
mean
I
was
even
though
I've
been
a
police
officer
for
a
long
time
in
evanston
until
you
until
you're
up
in
this
position.
H
F
F
So
what
what
I'm
looking
for,
and
and
and
thanks
for
your
feedback
on
that,
I
just
want
to
make
sure
that
we
have
a
good
understanding
of
our
expectation
and
like
when
we
review
what's
supposed
to
be
be
put
in
our
plate
in
september.
F
What's
the
expectations
as
far
as
turnaround
time
with
the
us
collectively
to
review
something
that,
since
we
haven't
done
it
before,
I
don't
think
the
expectation
is
for
us
to
go
to
a
meeting
and
review
one
or
two
complaints
in
the
same
meeting
right?
Is
it
hey?
Here's
a
complaint,
it's
under
review,
and
then
we
have
a
wonder
of
time
to
review
it
or
what's
the
what's:
what's
the
normal
expectation
of
most
cases
and
reviews.
A
There's
two
there's
two
points
to
that
question
one.
I
think
that
when
doug
and
janitha
and
I
meet
to
talk
about
the
committee's
bylaws,
there's
another
aspect
to
the
ordinance.
That's
new
to
this
commission
is
that
they're
supposed
to
be
a
report
generated
with
this
disposition
or
with
their
committee's
review.
A
Ops
that
you
all
have
the
time
to
take
that
opportunity
to
do
so
and
we'll
see
what
happens
at
the
september
third
meeting.
If
there
seems
to
still
be
a
need
to
take
our
time
for
the
first
couple
months,
we
will
do
what
we
have
to
do
to
make
sure
that
you
all
are
leaving
that
decision.
Whatever.
That
might
look
like
feeling
like
you've
done
a
thorough
review
of
what's
in
front
of
you.
A
So
the
hope
is
that
you're,
given
a
month's
time
to
review
these,
because
we've
made
it
so
that
it's
the
way
that
we
structured
the
meeting
schedule
it's
a
month
between
when
you
all
meet
and
when
it
goes
to
human
services.
So
in
that
time
span.
The
hope
is
that
we
can
use
that
month
to
allow
for
a
little
bit
more
length
of
time
for
you
all
to
review.
A
So
when
it's
time
for
you
to
meet,
it's
you've
had
a
chance
to
actually
digest
the
information
and
be
prepared
to
ask
questions
and,
in
addition
to
when
we're
reviewing
these
meetings
and
if
there
is
something
that
you
all
want
to
have
additional
review,
such
as
the
the
footage
of
the
body
cam.
That
is
when
we
can
go
into
exact
session,
for
you
all
to
then
have
a
chance
to
review
and
then
I'll.
Let
the
chief
speak
more
to
that.
J
No,
I
think,
that's
great,
and
you
know
with
the
with
the
video
you
know
if.
J
H
Yeah,
if
you
just
reach
out
to
us,
we'll
we'd,
be
happy
to
accommodate
you
and
it,
like
the
chief
said,
we
do
have
a
big
screen
in
one
of
the
offices
that
we
review
video
on.
I
don't
know
what
we'd
have
over
at
well
we're
virtual
right
now,
so
I
don't
know
how
it
how
it'll
work
otherwise
kimberly
with
the
executive
session.
A
We'll
have
to
go
to
the
zone
platform
to
do
that,
so
you
and
I
will
have
to
just
practice,
like
figuring.
J
J
Right
yeah
because
the
video
could
be
a
you
know
sometime,
you
know
when
we
have
a
disciplinary
action,
we're
looking
at
multiple
body
cameras.
You
know
you're
getting
perspectives
from
different
angles
from
different
officers.
Body
cameras.
H
And
I
think
too,
to
kimberly's
point.
This
is
new
for
everybody,
not
just
you
guys.
This
is
new
for
us,
the
cprc.
This
is
we're
learning
just
as
much
as
you
are
with
it.
So
obviously,
any
feedback
we're
open
to
as.
C
C
H
Yeah
so
typically
at
least
with
the
cpac
they
were
provided
and
and
that's
what
will
happen
here
is
we'll
provide
you
with
the
complaints
to
review.
You
can
read
them
over,
you
can
make
notes,
do
whatever
you
have
to
do,
and
then
you
guys
will
discuss
them
as
a
commission
together
and
from
there.
You'll
come
up
with
the
report
and
obviously
that'll
have
to
come.
H
I
mean
everything's
done
in
the
same
format,
so
you'll
know
what
to
look
for
and
and
see,
and
then
it'll
make
sense
too,
once
once
you're
putting
the
body
camera
with
it,
and
and
seeing
that,
I
think
that'll
help
out
a
lot,
but
you'll
have
time
to
digest
everything
before
so.
You
guys
are
not
gonna
meet
and
then
have
to
like
read
through
all
this
in
front
of
each
other
and
do
all
that,
and
so
hopefully,
by
the
time
you
meet.
You'll
have
be
well
versed
in,
in
the
case,
all
right,
good,
excellent.
A
And
also
just
so
that
we
are
complying
with
the
opus
meetings
act.
I
ask
that
you
do
not.
You
know,
you
know,
discuss
this
outside
of
the
committee
on
the
commission
structure.
If
you
need
to
have
any
questions,
direct
them
to
myself
or
to
aaron
and
also
janita
asked
to
chair.
She
too
can
be
a
part
of
that
dialogue,
but
please
just
refrain
from
engaging
in
back
and
forth
with
your
colleagues
on
the
commission
just
to
ensure
we're
not
going
to
violate
any
open
meetings.
H
E
H
Kimberly
does
that
go
for
video
reviews
too.
So,
if,
if
one
one
person
comes
in,
can
two
people
come
in
together
or
we
should
we
do
it
individually
if
they
want
to
come
to
the
station.
A
But
any
more
than
two,
I
I
just
wouldn't
be
mindful.
Okay
of
deliberating
around
a
case
I
mean.
A
Lucky
you
I'm
still
in
my
office,
so
we
are,
if
there's
no
further
the
conversation
and
there's,
of
course,
there's
really
no
new
business.
We've
already
confirmed
our
next
meeting
schedule,
you
know
janita.
I
will
turn
over
to
you
as
now
the
chair
and
what
I
will
do
is.
I
will
email
you
and
doug
separately
to
schedule
a
time
where
we
can
sit
down
kind
of
figure
out
like
what
to
do
regarding
bylaws
and
this
form
and
just
meeting
structure
and
so
forth.
Moving
forward.
F
F
All
of
us
on
the
board
are
going
to
have
have
to
review
that
information
and
then
once
we
review
that
information.
If
we
have
any
questions,
those
questions
are
to
go
to
kimberly,
aaron
or
janitha,
and
then
you
know
have
dialogue
or
whatever
get
any
feedback
back
and
be
ready
by
september
3rd
for
collective
discussion
right.
H
And
I
I
do
have
three
cases
we
have
more,
but
I
think
are
you
guys
comfortable
with
three
to
start?
H
C
A
I
was
just
gonna
speak
to
that,
so
anything
that
is
information
that
is
pertaining
to
like
a
packet,
either
myself
or
aaron,
will
send
an
email
and
just
have
a
link
in
that
email
to
direct
you
to
where
that
is
in
the
folder.
So
you
know,
I
would
say,
look
out
for
those
emails
from
aaron
or
I
if
we're
going
to
update
the
folder
I'm
similar
like
to
today.
A
You
know
I
just
want
to
make
sure,
because
I
do
recognize
that
we're
not
always
paying
attention
to
updates
so
anything
like
when
the
kate,
when
we
have
cases
for
you
to
review
or
there's
changes
in
the
law
agenda,
all
those
things
bylaws.
You
will
get
an
email
and
it'll
just
direct
you
to
that
folder
and,
and
then
we'll
get
a
reminder.
A
So
we
will
try
to
figure
out
what
that
should
look
like,
and
we
will
discuss
that
as
part
of
the
bylaws
as
well.
So
there's
understanding
of
expectations
even
from
moving
forward
as
a
commission,
but
if
you
have
any
suggestions,
please
do
not
hesitate
to.
Let
me
know
I
like
efficiency,
so,
however,
I
can
help
you
all.
I
will
gladly
do
it.
H
So
kimberly
can
we
decide
at
least
for
the
next
meeting,
how
many
cases
you
want
me
to
put
in
there,
because
I've
got
cases
that
are
going
back
and
I
know
hsc
obviously
wants
stuff
done,
but
now
that
we
have
the
commission
up
and
running
it's,
it
should
go
through
the
commission.
H
A
D
I
H
Let's,
let's
just
do
the
three
and
if
because
you
also
have
to
do
a
report
and
you
guys
will
decide
how
that
looks,
and
I
don't
want
you
to
have
to
spend
you
know,
I
think
three
three
is
is
probably
a
good
number,
especially
if
you
have
to
review
video
and
if
it,
if
you
do
start
looking
at
them,
and
you
guys
decide
this
it's
too
much.
H
We
can
just
put
two
on
the
agenda
for
hsc
and
table
one
of
them
to
the
next
meeting,
but
I
would
say
we
would,
if
we
start
with
the
three,
not
not
to
add
we'll
just
go
with
the
three
and
we
could
always
scale
back
and
then,
if
that
you
guys
are
good
with
adding
for
the
next
meeting,
we
could
add
more.
E
J
H
J
Because
some
of
these,
some
of
these
investigations
can
be
a
little
lengthy
okay,
so
we
we
will
converse
with
each
other
and
make
sure
we
ain't
overloading
yeah.
A
And-
and
I
will
keep
in
contact
with
you
jenita
to
for
us
to
kind
of
figure
out-
you
know
at
some
point
we
will
have
to
call
and
we'll
have
to
send
out
some
notification
of
where
everyone's
at
get
a
feel
for
have
everyone
review
them
and
feel
like
they
have
adequate
enough
time
to
review.
So
we
will.
A
B
H
E
H
I'll
make
I'll
make
notation
out
tomorrow
when
I
go
into
the
office
I'll,
send
these
out
and
I'll
indicate
what
and
it's
going
to
be.
The
only
thing
that's
going
to
be
the
determination
is
the
time
so
we'll
go
chronologically
from
the
one.
That's
the
oldest,
the
newest,
I
guess
is
probably
the
best
way.
F
J
We'll
help
you
understand
the
case,
you
know
it's
really
a
lot
of
reading
and,
and
you
know
a
lot
of
it,
you
know
with
your
life
experience,
you
you'll
know
if
something
was
wrong
or
not,
or
if
something
you
needed
to
ask
a
question
about
it,
we'll
we'll
be
available
to
answer
those
questions.
B
H
If,
if
it
does,
if
you
you
start
reading
through
and
you
think
to
reach
out
to
janitha
and
let
her
know,
you
know
what
I
think
two
is
sufficient
for
this
meeting
and
if,
if
everyone's
in
agreement,
then
we'll
just
proceed
with
two
to
go
to
human
services
or
one,
even
if
that's,
if
that's
what
you
guys
decide,
I
would
much
rather
you
you
do
what's
expected
of
you
and
you
do
it
well,
then
you
know
rush
through
or
feel
stressed
out
about
it
because
that's
not
nobody's
gonna
have
a
benefit
from
that.
So.
F
Okay,
I'll
do
I'll
defer
my
future
questions
forward
to
janita,
but
I
just
wanted
to
make
sure
from
you
know:
I'm
a
process
guy,
so
I
understand
projects
quite
well
and
I'm
a
resource
guy
as
well.
So
I'm
looking
at
the
impact
of
all
our
resources
here
and
the
time
between
now
and
september
3rd,
with
everyone
being
told
on
this
call,
let's
do
three
cases
and
be
ready
by
september
3rd.
That's
that's
my
feedback,
so
I
look
forward
to
getting
the
information
to
review
great.
G
If
I
could
interject
to
address
what
clarence
brought
up,
I
think
we
really
don't
know
until
we
see
the
case
how
much
time
this
will
take,
because
we
may
be
looking
at
a
case.
That's
quite
simple,
where
it
involves
a
citizen
complaint,
and
you
know
maybe
video,
maybe
not,
and
then
we
maybe
be
looking
at
a
at
a
situation
where
there's
five
or
six
body
cams
involved,
citizen,
videos
involved
and
mountains
of
paperwork.
So
we
really
clarence.
G
We
have
no
idea
until
we
start
looking
at
these
and
then
really
seeing
them
on
an
individual
basis.
Some
of
them,
I
think,
will
breeze
right
through
as
a
team
and
other
ones
will
have
to
communicate
with
one
another
and
say
wow.
This
is
really
taking
up
too
much
of
my
time
and
we
may
only
make
it
through
one
in
a
month
and
another
month.
We
may
all
breeze
right
through
that
and
be
able
to
do
five.
It's
just
gonna
depend
on
what
we're
looking
at
and
we
won't
know
that
until
we
see
it.
G
So
I
think
communication
with
one
another
and
having
genetha
be
our
chairperson
and
getting
all
that
information
back
to
her
is
gonna,
be
critical.
C
H
I'll,
let
you
guys
know
we
if,
if
there's
a
case,
that's
super
involved,
we
won't
overload
you
with
a
ton
of
stuff,
because
we
we
know
too
based
on
the
investigation,
if
something's
heavy
and
there's
a
lot
of
video
and
there's
a
lot
of
a
lot
that
went
into
it,
it's
going
to
take
a
lot
to
review
it.
So
we
won't
give
you
you
know
it
like.
Like
shauna
said
it
might
just
be
one
for
that
that
month,
if
it's
something
that's
heavy,
but.
J
Yeah
you
you'll
see,
you
know.
F
E
J
Review
all
of
those
cases-
and
it's
just
you
know,
I
think
that
the
group
will
be
able
to
do
it.
Some
of
them
can
be
lengthy,
so
I
think
we'll
be
able
to
work
it
out.
C
A
D
No,
I
don't
have
any
any
further
questions
or
comments
on
this
and
if
no
one
else
does
then
can
I
have
someone
emotion
to
adjourn.