►
From YouTube: BLUE RIBBON COMMITTEE 081722
Description
BLUE RIBBON COMMITTEE 081722
A
C
B
E
A
A
E
A
A
B
B
E
I
don't
believe
we
have
anyone
signed
up
for
public
comment,
but
I
don't
know
if
you
wanted
to
use
this
time
to
have
lpd
provide
a
little
bit
more
information
on
their
program
and
how
it's
partnered
with
me.
C
So
we
just
started
this
basically
division,
which
is
called
with
the
mental
health
unit.
It's
with
the
georgia
police
department,
which
is
starting
in
january,
and
basically,
what
we
have
going
on
is
taking
into
account
how
the
service
calls
come
into
the
police
department,
a
lot
of
them
tied
to
mental
health
or
otherwise
are
behavioral
issues
on
the
criminal
aspect.
Size
and
our
authority
has
always
been
one
extent
to
the
other,
with
either
doing
an
emergency
detention
with
somebody
in
crisis
or
no
emergency
detention.
C
It
was
one
one
end
of
the
spectrum
to
the
other.
What
we're
working
on
with
this
new
division
is
the
networking
and
directing
of
everybody
in
between
to
these
resources,
be
it
scan
the
program
with
the
city,
be
it
a
taylor,
be
a
border
region
just
to
make
sure
that
we're
not
going
to
allow
any
more
people
to
fall
through
the
cracks
of
one
extreme
to
the
other.
We
can
help
who
we
can.
C
We
at
least
know
where
to
send
them
and
also
training
our
own
officers
to
make
better
identification
with
people
who
may
have
these
behavioral
disabilities
so
that
they
can
address
it
differently
and
not
just
the
gun
whole
response
of
I'm
gonna
arrest.
You,
I'm
not,
you
know,
or
you
don't
belong
about
your
way
just
so
we
can
do
a
better
job
with
retraining
our
officers.
It's
going
to
consist
of
training
specialized
training
for
people
in
our
division.
C
A
C
What
we
were
discussing
earlier
is
that
at
this
point
about
a
week
ago,
there
was
a
budget
workshop
with
the
city
of
laredo
that
was
going
to
be
introduced
with
part
of
this
division
to
be
established
as
a
permanent,
permanently
funded
division
and
for
whatever
reason
I
think
we
got
swept
under
with
the
very
broad
brush
where
they
said,
pd
is
not
gonna,
get
anything,
no
permanent,
funded
positions,
that's
basically
where
we're
at
so
we're.
Still.
We
have
a
lot
of
support.
C
We
have
a
lot
of
support
as
far
as
again
advocacy
groups
and
the
agencies
that
are
there
so
basically
in
in
a
in
a
better
aspect,
I
guess
is
that
we
are
basically
looked
at
right
now,
as
the
reduction
of
the
enforcement
on
the
criminal
side.
A
C
Anybody
with
with
mental
health
needs,
and
also
we're
also
the
middle
man
to
make
sure
that
people
get
to
where
they
need
to
go.
And,
aside
from
that,
looking
inside,
like
I
said,
we
have
to
retrain
our
officers
and
anyone
who's
talked
to
a
room
full
of
police
officers
and
trying
to
get
them
to
change.
C
If
you
want
to
come
to
the
numbers
come
to
a
ride-along,
so
you
can
see
particularly
mondays
mondays
are
very
busy
with
everything
that
he
makes
over
the
weekend
so
and
we're
talking
resources
where
we're
sorting
out
policies
we're
sorting
out
protocols
not
only
with
us
with
all
these
with
all
these
agencies,
we're
also
sorting
them
out
with
our
hospitals.
Hospitals
have
a
big
part
in
how
we
we
address
these
mental
health
needs
both
hospitals,
doctors
and
and
an
mc.
So
that's
basically,
where
we're
at
right.
C
Now
and
we're
still
developing,
the
thing
is
that
we,
we
are
modeling
after
san
antonio
abilene,
which
do
have
a
lot
more
resources,
but
we're
not
there
yet
it's
overdue
with
way
overdue
on
so
many
levels,
but
but
we're
working
there.
The
good
thing
is
that
we're
starting
from
scratch.
We
start
from
spread,
so
there's
a
lot
of
leeway
that
we
have
there.
F
I
have
a
question
davis
and
I'm
a
provider
and
a
collaborator
and
a
contractor
with
the
state
of
texas.
F
Vocational
rehab,
in
those
components,
do
you
have
components
also
to
address
the
needs
of
your
deaf
population
and
your
individuals
with
doctors.
C
So
again,
it's
one
of
those
where
we're
spread
a
little
thin,
but
we're
open.
If
you
can
get
us
information,
we
are
the
best
free
advertisement.
F
And
the
reason
I
say
that
is
because
those
two
populations
are
are
very
because
very
delicate
population,
one
because
you
know
you
stop
someone
and
say
your
officer
usually
says:
can
you
provide
your
name
and
they
don't
carry
a
sense.
A
F
And
the
population
with
autism
they
have
sensory
issues
lies
sounds
fear
all
those
things
that
come
into
play
and
for
our
population
as
it
grows,
the
numbers
increase
and
the
number
of
individuals
with
autism
are
driving,
and
I
can
tell
you
from
working
with
them
on
a
direct
basis,
the
fear
of
driving
the
sounds
every
single
thing.
Much
more.
So
if.
G
And
training
the
police
officers,
the
control
unit
have
to
have
half
of
them
have
been
trained
right.
G
Thirds
imagine
and
then
I
just
got
we
trained
on
last
thursday,
the
cadets
okay,
and
they
have
a
lot
of
questions
and
they're
very
good
questions
about
sensory
about
how
do
we
communicate
their
biggest
concern
is
always
the
concern
that
parents
have.
I
mean
if
they're,
not
verbal.
What
am
I
gonna
do
man,
if
they're,
not
verbal,
and
that's
the
next
step
that
we're
going
into
you,
know
the
police
department.
G
So
if
there's
any
way
that
this
committee
can
actually
help
this
department,
because
we
are
now
because
of
councilwoman
pettis
and
all
the
other
members
that
are
coming
along
now,
we
are
big
into
mental
health,
which
should
have
been
done
a
long
time,
but
it's
okay.
You
know
now
it's
a
time
for
them
to
be
funded.
G
C
Very
appreciative
bringing
in
that
training.
We
welcome
any
training
that
we
can
give
our
our
personnel,
because
a
lot
of
times
it's
and
I'll
be
pronounced
with
you
and
anybody.
Anybody
that
knocks
a
badge
or
will
probably
tell
you
the
same
is
that
they
basically
go
off
of
whatever
recommendation.
The
person
is
selling,
and
this
is
for
my
experience-
and
this
is
how
I
handle
that.
But
we
all
know
that
it's
not
a
cookie
cutter.
C
Not
it's
just
something
that
you
can
adapt
and
mold
ourselves
to
the
situation
and
that's
where
training
such
as
what
mrs
woodman
has
provided
has
been
very,
very
beneficial
to
us.
We
also
started
a
program.
We
actually
unified
the
registry
forward
program
where
we
have
forms.
I
know
that
after
davos
has
we
unified
this
program
where
it's
it's
between
ourselves,
the
the
health
department.
C
I
know
we've
worked
with
christine
on
it
and
the
fire
department,
it's
the
registry
forum,
so
that
way,
it's
voluntary,
where
the
families
have
the
opportunity
to
provide
the
information
for
anybody
who
might
have
a
disability.
You
know,
I
think,
that's
cool
yeah.
C
Submitted
it's
a
front
and
back
form
you
get
sent
back
into
our
dispatch
services,
our
dispatch
services
they're,
the
ones
that
send
out
buyer
ems
and
fire
and
and
police.
So
anything
that
comes
in
there
should
get.
If
there's
time
to
disseminate
that
information,
they
will
get
notified
that
whoever
they're
responding
to
there
is
somebody
there
with
special
needs,
and
it's
a
it's
a
little
bit
better
for
them
to
understand
what
kind
of
a
response
you
know.
So
it's
it's!
Hopefully,
if
it's
something
that
can
benefit
us,
maybe.
H
F
I
I
I
basically
cover
the
component
for
the
blind
and
visually
impaired,
but
we
gave
like
an
overview
of
all
disabilities
what
it
is,
but
that's
actually
a
great
idea
to
because
for
for
our
customers
for
the
most
part,
it's
individuals
that
are
already
wanting
to
go
back
into
the
workforce
or
they
don't
want
to
lose
their
jobs
or
they
want
to
to
some
retraining.
I
But
it's
individuals
with
disabilities,
so
maybe
they
might
want
to
disclose
themselves.
Like
hey,
you
know
in
case
you
know
there
is
some
issues
that
they
foresee
happening.
That
would
be
a
good
idea.
H
Maybe
after
the
presentation,
if
I
could
just
I
know,
we've
worked
with
and
discussed
sparse
trainings
in
response
to
idd
we're
currently
working
on
that
project,
where
it's
acog,
which
is
alamo
city,
to
bring
in
t
cole
accreditation
and
then
I
believe.
Last
year
we
brought
in
deaf
and
hard
of
hearing
center
to
do
also
a
t-cult
training
for
pd.
H
They
did
an
encounter
from
like
how
sergeant
garcia
was
mentioning
an
encounter
or
had
an
experience
where
there
was
miscommunication
or
communication
barriers,
but
they
just
wanted
to
be
proactive
and
get
that
training
so,
like.
I
recommend
pd
for
that
as
well.
So
they
had
that
training
I
believe
last
year
and
it
was
again
like
acog.
They
received
these
grants
to
come
and
travel
to
area
regions.
H
For
instance,
ours
is
region
11
to
offer
these
free,
trainings
free
of
cost
and
then
try
to
work
with
shifts,
because
I
know
people
have
different
shifts
multiple
days
and
then
provide
them
with
the
tpo
accreditation
that
they
need
for
those
trainings.
C
There's
actually
been
policy
implemented
outside
of
the
mental
health
unit.
Is
anybody
that
any
personnel
comes
across
during
any
service
call
or
any
type
of
interaction,
where
the
we're
obligated
to
provide
that
resource
for
anybody
with
with
any
impairment
you
know
being
deaf
or
otherwise
those
resources
available
to
affect
that
communication?
So
that's
even
outside
it's
something
that
we're
actually
having
face
with
our
lpd
policy.
B
Your
question
you
mentioned
that
three-fourths
of
your
officers
have
been
trained.
C
No,
that's
that's
just
a
presentation
that
we
have
right
now:
it's
not
equal
certified,
so
it's
not
going
to
escape
mandate.
This
is
just
the
informative
presentations
that
we're
getting
from
sentences.
C
From
the
cit
trainings
that
we
have,
which
are
that
cft
one
was.
D
A
critical
concern
training.
I
know
I
had
it
last
year,
so
they're
giving
it
to
the
officers
who
still
need
it
they're
getting
that
training.
A
B
They
used
to
do
the
40-hour
training
and,
of
course,
it
was
open
to
all
law
enforcement
agencies,
rights
to
the
sheriff
for
everybody,
the
schools,
everyone,
but
one
of
the
obstacles
to
that
is
that
we
didn't
get
enough
officers.
A
B
Come
in
because
of
your
ships
right
right
and
in
most
communities
in
those
larger
cities,
what
they
do
is
they
have
several
mental
health
officers
on
staff
during
every
shift.
Okay,
I
know
that.
That's
something
that
we
probably
don't
have
here,
and
so
I
was
asking
about
the
40-hour
training,
because
I
know
that
you
guys
go
through
a
16-hour
training
for
your
certification.
C
Right
so,
basically
on
the
the
mental
health
officer
certification,
we
should
have
gone
to
that
in
may.
The
only
reason-
and
that
was
going
through-
is
the
police
department,
which
is
basically
the
temple
of
the
mental
health
unit
here
in
texas.
So
we
were
gonna,
go
through
them
about
a
month
or
less
and
away.
It
was
cancelled
because
there
was
a
change
in
the
curriculum
for
the
t,
gold
standard
that
changed
and
we're
basically
just
waiting
to
go
back
to
them,
and
that's
going
to
be
specific
to
our
unit
right
now.
C
The
other
cit
training,
that's
something
that's
state
mandated
for
the
certifications.
We
also
have
another.
We've
been
working
with,
and
communication
with
mr
lao
from
the
border
region
for
the
veterans
affairs
and
that's
another
training
that
we're
going
to
get
two
of
those
people
again,
that's
specific
to
themselves
for
the
veterans,
but
we're
just
any
training
that
we
can
get
out
there.
C
C
And
also,
we
welcome
any
presentation,
any
type
of
of
training
that
you,
you
feel,
might
be
beneficial
to
our
division
or,
if
there's
something
that
we
need
to
come
in
and
talk
to
anybody
about.
If
it's
reciprocal.
B
One
of
the
major
obstacles
is
that
we
need
people
to
understand
rather
community
stakeholders,
to
understand
mental
health,
individuals
and
mental
health
issues
and
they're,
not
always
very
understanding,
because
they
lack
the
comprehension
of
how
to
approach
and
how
to
deal
with
it.
And
I
know
officers
are
trained
to
protect
themselves
at
whatever
cost.
B
A
B
And
I
understand
why?
Because
you
guys
are
risking
your
life
and
your
health
and
your
well-being,
but
I
think
that
one
one
of
the
most
important
things
is
that
people
need
to
understand
or
how
their
mental
health
individual
operates
and
how
they
they
function
and
that's
not
always
clear
to
people
and
and
for
them
and
for
the
provider
or
the
service
provider.
It's
very
critical.
We
have
a
volatile
person
in
the
office
and
one
of
my
biggest
challenges
with
the
sheriff
saying
where
the
police
department
was.
D
B
B
B
The
sergeant
of
whoever
I
was
you
know,
I
need
your
help.
Okay,
and
I
think
we've
got
this
situation
and
we
used
to
help-
and
I
think
that's
what's
real
important-
that
that
mental
health
unit
be
in
existence.
Okay,
that
you
all,
because
I
understand
the
typical
officer
says:
that's
not
my
job.
My
job
is
not
to
go
out
there
and
catch
the
bad
guys
right
and.
B
Who
beat
up
his
mother
last
night?
That's
not
my
job,
okay,
and
so
we
understand
that,
but
it's
real
critical,
that
the
police
department
have
a
unit
specifically
assigned
to
deal
with
mental
all
cases.
For
that
reason,
okay,
because
it's
not
only
you
and
the
provider
and
the
person,
but
it's
it's
the
entire
community.
That
needs
to
understand
why
those
kinds
of
individuals
with
those
specialty
training
talents
should
be
involved.
B
Okay,
so
yeah.
I
said
that
you
could
give
me
that
direction,
but
you
know
we
did
it.
We
need
to
get
it
because
I
think
that
there
are
many
communities
out
there
that
have
very,
very
have
very
large
mental
health
divisions.
Of
course
they
have
a
lot
of
money,
people
from
houston.
They
show
up
the
patches
and
the
distribute
stuff.
A
J
This
town
born
and
raised
here,
but
it's
been
a
long
time
coming,
because
mental
illness
has
been
around
a
long
long
time
and
we're
always
being
reactive
instead
of
proactive
right.
So
we
need
to
be
have
a
more
proactive
approach
to
make
our
community
better
because
there's
been
deaths
right,
I
mean
you've
seen
due
to
the
individual.
Was
you
know,
retaliating
or
whatever,
but
the
officer
or
that
person
was
not
aware
that
the
individual
had
some
type
of
special
needs.
J
So
it's
good
to
hear
that
we're
moving
in
the
right
direction,
but
I
think
if
you've
got
enough
stakeholders,
as
mr
festival
mentioned
on
board,
you
know
you
shake
the
tree
from
the
top.
Things
will
happen.
C
B
The
other
thing
is
that
sometimes
between
law
enforcement
agencies,
there
seems
to
be
the
lines
are
not
growing.
Very,
very
well
right.
H
B
B
C
Agree
and
and
that's
that
those
are
the
kind
of
conversations
that
the
tough
conversations
that
we
need
to
have
and
and
divini
this
is
our
responsibility,
is
your
responsibility.
This
is
how
we
can
help
each
other
get
to
where
we
need
to
grind
and
a
lot
of
times
like
we're.
Going
back
to
the
you
know
having
somebody
that's
in
crisis,
and
somebody
needs
to
be
restrained.
C
The
hospitals
also
have
that
responsibility
where
basically,
as
somebody
in
crisis
for
mercy
detention,
there
are
our
line
ends
at
the
admittance
of
that
person,
once
they're
secured
with
a
responsible
transfer
beyond
that,
we
will
help
we
will
help,
but
it
becomes
an
issue
to
where
the
hospital
takes
custody
of
that
person.
B
Sometimes
spend
18
12
hours
there.
That's
nothing,
and
I
know
that
happened
when
the
hospitals
are
on
diversion
right.
There's,
no
there's
just
no
hospital
bed,
some
people,
those
are
you
okay.
So
the
mental
there
are
no
beds
at
the
public
hospital
system
and
you're
trying
to
get
them
hospitalized
into
a
private
hospital
right
and
then
the
meantime.
You
have
them
at
the
hospital
in
the
emergency
room
and
the
hospital
wants
their
room
back.
A
B
C
And
part
of
the
part
of
the
one
of
the
issues
that
we
have
had,
and
I
think
this
communication
between
staff,
medical
stuff,
because
you're
saying
the
hospitals
want
their
room
back
and
they
have
there's
some
misconceptions
along
the
way
where
they
don't
recognize
mental
health
as
a
medical
emergency,
but
according
to
the
federal
law
and
talent.
Anybody
that
has
a
the
facility
that
has
a
an
overnight
area.
If
they
they
can
provide
overnight
stay
for
a
patient
and
they
have
an
emergency
room
area.
C
Then
they
are
obligated
to
accept
these
people
and
the
behavioral
issues
being
mental
health.
That
is
a
medical
emergency
and
that's
something
that
that's
where
we
get
into
little
civil
wars
between
officers.
Yes,
no,
yes,
no,
and
it's
just
a
matter
of
getting
everybody
on
the
same
page
and
holding
people
to
what
they're
obligated
to
do
and,
like
I
said
those
are
the
conversations
that
we
need
to
have
and
we've
been
having
them
and
we're
making
progress.
But
it's
just
sometimes
things
need
to
be
said.
Sometimes
it
works
both
ways.
C
J
C
We're
open
to
it.
The
good
thing
is
that
we're
here
now
and
we're
talking
about
you
know
the
pilot
program,
we're
looking
we'd
love
to
get
training
all
day
long,
but
step
one.
The
root
of
it
is
to
get
funded
by
our
own
city,
our
own
department.
C
F
I
I
worked
as
a
dispatcher
for
pd
in
1980.
A
F
F
I
mean
people
like
you
who
come
over
and
participate
in
meetings
like
this
really
make
a
difference,
because
you
keep
us
informed
and
organizations
such
as
the
one
that
is
collaborate
with
you
and
you
allow
them
to
come
in,
makes
a
big
difference
for
us,
because
we're
actually
touchy-based
with
the
people
that
you
want
to
help,
which
is
a
smaller
population
than
the
normal
population,
but
a
very
important
part
of
the
foundation.
B
Okay,
can
I
move?
Somebody
has
another
question.
H
H
We're
planning
to
continue
to
work
with
fema
to
supply
our
families
with
free
emergency
preparedness,
information
and
resources.
With
september
around
the
corner,
which
is
emergency
preparedness
month,
we're
currently
planning
our
yearly
outreach
to
assist
our
children,
young
adults,
special
health
care
needs
families,
and
I
just
brought
an
example.
I
know
it's,
we
usually
put
these
in
the
bags
and
it
has
everything
from
spanish
to
english,
there's
even
a
dvd
and
social
stories
and
emergency
family
planning,
and
it's
a
lot
of
information.
H
It's
been
very
helpful
everything
from
an
active
shooter
to
a
fire
preparation
or
fire
disaster.
Texas
disasters,
natural
disasters,
so
everything
is
in
that
folder
for
families
to
prepare,
and
we
give
one
to
each
family
that
comes
into
our
program,
and
we
usually
do
these
events
with
a
pd
and
fire
department
so
that
we
can
help
host
and
get
the
children
from
their
familiarized.
H
With
these
organizations
and
agencies
that
help
us
along
the
way
for
emergency
preparedness,
so
there's
an
example
in
kissing
our
program,
our
staff
receive
seizure
recognitions
and
first
aid
certification,
certifications
from
the
state
and
state
partners
from
the
epilepsy
foundation.
This
past
week,
we
also
connected
with
region,
11's,
texas,
health
subcontractors
for
dshs.
H
H
H
You
know
research
does
inform
us
that
the
majority
of
children
and
young
adults
with
the
special
healthcare
need
specifically
developmental
disabilities,
all
under
obesity,
so
we're
trying
to
connect
them
with
this
resource.
So
that
again
we
focus
on
all
aspects
of
health
and
well-being,
for
the
families
as
being
a
family
involved
activity
and
then
also
for
the
child
and
young
adult
this
specific
project.
Once
we
refer
them,
it's
for
ages,
5-12
to
help
prevent
obesity,
type,
2,
diabetes
and
complications
of
diabetes.
H
H
H
105
in
total
that
we
serve
at
least
once,
but
that's
not
saying
if
they,
if
they
do
come
back
and
call
and
say
you
know
we
need
this
resource.
Can
you
help
us
our
state
report
at
the
end
of
the
year?
We
do
have
a
bigger
number,
of
course,
because
some
clients
might
need
multiple
resources
or
assistance
or
guidance
on.
H
So
we
really
do
try
to
connect
the
families
as
fast.
What
I
try
to
do,
I
say
we,
but
it's
only
me,
but
what
I
really
try
to
do
is
as
soon
as
the
family
reaches
out
to
us
in
regards
to
a
resource
we
get
it
within
the
week
and
give
them
that
information.
So
luckily,
we've
been
able
to
receive
email,
emails
and
text
via
text
messages,
so
we
send
them
both
any
communication
that
we
can
have
with
them.
H
We
send
it
through
that
method
and
it's
links
education
as
well
as,
if
they're
trying
to
attend
our
webinars
and
workshops.
We
connect
them
through
that.
H
H
H
You
can
work
with
me
and
we've
always
been
happy
to
help
in
any
way
that
we
can
and
and
also
just
coordinate
with
families,
because
I
understand
some
work
night
shifts
some.
You
know
our
you
know
therapies,
schools
and
that
so
our
program
has
been
we've
been
really
I've
been
able
to
assist
the
families
and
being
able
to
coordinate
with
them
to
make
it
convenient
for
them
and
accessible
to
them,
and
I
know
when
it
comes
to
the
state
surveys.
That's
one
of
our
biggest
questions.
B
E
E
And
a
very
frank
discussion
of
what
we
envisioned
for
this
coalition.
This
is
a
special
sub-project
that
would
incorporate
an
autism
and
special
needs
master
plan.
We
did
share
a
link
to
a
very,
very
rough
draft,
just
kind
of
what
we
think
the
framework
should
look
like
to
address.
E
You
know
anything
that
would
be
pertinent
for
that
special
population
in
our
community
and,
of
course,
your
feedback
will
always
be
encouraged.
We
did
get
some
additional
guidance
from
council
member
perez
that
she
does
want
to
see
participation
from
economic
development
from
the
school
districts
from
the
private
sector,
so
we
will
be
reaching
out
to
those
agencies
to
hopefully
expand
the
participation
and
ensure
that
the
feedback
is
provided.
E
E
We're
pending
direction
from
city
management,
on
the
location
date
and
time
for
that
tom
hall,
but
as
soon
as
as
it
is
confirmed,
we'll
go
ahead
and
provide
that
to
the
committee.
E
Programs
that
we
have
available
or
that
we
have
been
in
partnership.
Of
course,
the
health
department
has
been
supporting
with
workforce
their
summer
earn
and
learn
program
and
their
adults
paid
work
experience
we
continued
to
do
so.
This
year
we
participated
in
seal
and
had
four
participants
here.
They
just
finished
off.
They
didn't
want
to
leave,
but
we
don't
want
them
to
leave
either,
but
and
then
we
do
have
two
members
at
the
health
department
for
the
adult
paint
work
experience
and
to
others
in
other
departments
with
the
city.
E
So
of
course
we're
working
to
further
expand
that
to
other
departments
with
the
city
of
laredo,
we're
working
in
partnership
with
ms
linda
diante
who's.
Now
the
hr
director
on
what
other
initiatives
can
be
brought
to
to
encourage
additional
or
integrating
people
with
special
needs
into
the
workforce,
especially
with
such
a
large
employer
that
we
are
here
at
the
city
of
laredo.
We,
as
the
health
department,
provide
our
best
practices.
What
you
know
things
learned
and
just
the
success
stories
that
we've
had
here
by
you
know
having
participated
in
this
program.
E
I
know
there's
also
been
conversation
about
maybe
putting
additional
measures
to
the
onboarding
or
the
application
process
on
the
hr
end.
I
know:
there's
legality,
there's
self,
you
know
self
disclosing,
so
we
have,
you
know,
made
them
aware
of
that
as
well.
But
if
the
committee
would
like
to
discuss
and
maybe
provide
some
additional
recommendations,
we
could
definitely
work
towards
that,
so
that
the
mayor
city,
council
and
management
has
that
message
from
the
committee.
F
If
I
may
add
to
that,
the
placements
that
were
done
with
the
city
currently
were
done
through
the
our
agency.
Let's
go
texas
and
I
I
was
sharing
with
miss
martinez
yesterday.
It
was
yesterday
in
prehistory.
A
F
You
can
see
the
difference
between
those
individuals
who
have
worked,
and
I'm
talking
about
staff
from
the
city
who
have
worked
with
individuals
with
special
needs
over
someone
who
hasn't
they're
in
the
emergent
phase,
and
this
group
who's
worked
with
them
for
several
years
because
of
seal.
It's
like
embracing
face.
F
Okay,
so
it
really
really
does
make
a
difference
when
we
have
individuals
who
are
not
afraid
anymore,
because
the
greatest
fear
from
having
someone
come
onto
your
workhorse
is
the
fear
that
you
don't
know
what
to
do
not
so
much
that
they're
gonna
do
something
wrong,
but
you
you're
afraid
of
not
knowing
what
to
do
if
something
happens,
but
we're
seeing
where
the
initiative
that
we
started
the
health
department
and
again
I
give
credit
to
the
health
department,
because
this
is
where
we've
seen
the
greatest,
even
the
collaboration
and
the
initiative
to
get
things
going
with
this
group
of
individuals
that
we
work,
we
have
working
right
now
came
straight
from
the
health
department.
F
A
F
You
have
a
workforce
that
also
could
provide
a
work
experience.
The
work
experience
basically
is
an
opportunity
for
someone
to
gain
the
skills
to
be
able
to
transition
into
the
workforce.
That
means
you
don't
pay
for
them
to
come
on
board,
but
you
allow
them
to
come
in
and
assist
either
filing
or
whatever
it
is
that
they
have
there
and
they're
not
in
the
police,
cars
driving,
a
car
or
anything
like
that,
but
you
know
developing
those
skills,
so
I
think
it'd
be
an
amazing
opportunity
for
you
to
sit
down
with
me.
E
D
J
F
E
E
E
B
B
The
reason.
Why
is
that,
in
terms
of
some
of
my
first
experiences,
was
I
didn't
know
how
to
act?
I
didn't
know
because
they
were
not
acting
normal
with
me,
so
I
was
like
okay.
So
how
am
I
supposed
to
handle
this?
Am
I
supposed
to
contradict
him
and
correct
them,
or
do
I
just
they
slide
and
do
I
continue
and
that's
one
of
the
things
that
all
of
us
are
designed
to
work
with
rational,
reasonable
logic?
Okay,
and
when
you
complain
somebody
who's
not
responding
the
same
way.
B
A
B
B
And
that's
it
and
you
move
forward
and
most
of
the
times
you
can
get
through
it,
but
that's
the
biggest
obstacle
for
all
humanity
is
how
do
you
deal
with
that?
And
it's
because
we're
not
designed,
we
were
never
we're,
not
we
weren't.
We
weren't
brought
up
to
respond
to
situations
that
are
not
rational,
logical
and
reasonable,
okay,
and
so
sometimes
or.
B
What
words
so
that
becomes
a
challenge,
and
so
so
I
think
the
biggest
obstacle
is
people
need
to
understand
that
they
just
need
to
they're
humans.
And
then
you,
just
you,
do
your
best
and.
B
F
Save
the
date,
okay,
we
have
an
event.
Your
your
organization
has
participated
in
the
past.
I
believe
you
might
miss,
I
don't
know,
but
I
think
you
might
have
been
there.
We
had
a
night
to
shine
activity,
it's
a
problem-like
event
for
individuals
with
disabilities
between
the
ages
of
14,
all
the
way
to
when
god
keeps
them
home,
and
we
provide
limousine
red
carpet
food
everything
is
free,
but
we
do
ask
the
community
to
be
part
of
it.
F
A
few
years
back,
we
had
the
police
department,
the
fire
department,
the
dps,
and
it
was
interesting
because
they
all
clustered
into
little
groups.
He
had
the
pdps
and
the
fire
department.
Everyone
was
there
and
we
had
over
300
individuals
with
disabilities
that
came
in
that
night.
It
was
an
amazing
event
february.
F
The
10th
please
save
the
day,
if
you
can
provide
us
with
some
officers
that
are
willing
to
have
an
amazing
time,
go
to
us
on
the
floor
and
become
part
of
the
community
and
remove
that
element
of
fear
from
a
lot
of
our
customers
because
they
see
a
uniform.
And
so
I
remember
them
coming
in
on
that
particular
night,
and
they
asked
me
what
do
I
do.
I
said:
go
around
the
tables
and
tell
them
hi
my
name's,
so,
and
so
I'm
here
to
help
you
if
you
need
anything.
F
So
it
removes
that
element
of
fear
and
that
it
makes
it
easier
to
navigate
the
community
when
you
know
that
the
person
who's
wearing
a
uniform,
isn't
an
enemy
but
a
friend
right,
so
that.