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A
And
for
some
like
today
agenda,
so
we
don't
have
an
agenda,
we
don't
have
a
quorum.
Excuse
me,
I'm
stranded
resisting
and
but
you
know
I
could
we
can
start
with
reviewing
and
approving
the
minutes
of
June
19th
2019
there.
You
should
have
a
copy
of
those
minutes
before
you
don't
have
a
copy.
Let
us
know
masado.
A
A
A
A
A
Want
to
go
to
a
comment
if
I
could
just
barely
above
the
last
meeting
that
we
had,
we
did
have
it
at
the
Alamo
Drafthouse
and
mrs.
and
mr.
they've
got
those
efforts.
We
were
able
to
see
a
movie
I
guess
primarily
interpreting
through
a
voice,
okay
and
through
description,
which
was
quite
different
than
what
we
typically
most
of
us
are
used
to
doing,
and
we
lazily
sit
there
and
we
just
listen
and
look
and
so
and
so
I.
Thank
you
for
that
experience.
We
show
that
you
know
you
had
a
full
house.
A
B
B
Congratulations
to
you
for
almost
a
hundred
persons
with
the
Lions
Club
from
work
force
that
the
ribbon
committee
and
the
public
and
the
children
just
attended,
and
so
the
mayor
wanted
me
to
to
share
with
you
that
he
was
very
thankful
that
you
did
that
and
to
count
on
his
support
in
a
little
bit.
You
hear
a
little
bit
more
what
the
city
is
doing,
but
but
certainly
this
the
Cole
interim
city
managers
also
express
their
support
and
apologies.
B
F
C
C
F
B
A
Saying
that
the
manor
has
always
been
very
supportive
of
this
committee
and
all
the
efforts
in
anything
that
we've
ever
asked
him
to
help
us
accomplish,
though
it
didn't
surprise
me
that
he
he's
a
project
see,
but
he
has
no
need
to
apologize.
We
know
he's
always
been
the
poorest
and
so
I'm
very
thankful
that
my
current
mayor
is
so
supportive
of
the
efforts
and
looks
out
for
the
residents
with
disabilities,
and
so
it's
just
conveyed
to
him
or
thanks.
But
there's
no
apology
needed.
B
We
will
mr.
chair
and
mossad.
Oh
thank
you
too,
because
you
you
brought
to
the
attention
five
years
ago
the
whole
issue
of
theatres
accommodating
people
with
disabilities
and
we
met
you
all
met
the
blue-ribbon
committee
with
with
the
the
track
house
management.
Oh,
yes
and
I
think
you
know
that
that
made
a
difference
leading
up
to
the
great
success
that
now
mr.
the
gala
did
with
the
premiere
of
the
movie
and
inhabiting
the
public
we
blindfolded
too.
So
they
can
feel
what
it
is.
B
I'm
glad
mr.
chair,
through
the
god,
brings
that
up
because
that,
at
the
state
level
she
works
for
a
representative,
tracy
king,
but
you,
the
rudiment
committees,
many
times
been
informed,
and
you
all
know
that
our
state
delegation
is
very
committed.
Centers
about
eating
passing
bills
this
year
for
getting
coaches
to
be
paid
to
work
with
people
with
disabilities,
because
some
of
the
coaches,
don't
and
representative
Raymond
and
representative
King
very
committed
as
well
for
legislation
for
people
with
disabilities
and
certainly
will
be
disappear.
Understand
of
representative
Tracy
again
supported
this
event.
Yes,.
C
A
You
Sam
there
another
comment.
So
can
we
go
on
to
item
4,
which
is
discussion
possible
action?
Our
next
steps
for
updating
on
showing
of
public
service
announcements
to
hire
persons
with
disabilities
and
I
think
that
two
individuals
that
I
have
primarily
worked
on
it
has
been
Erica
as
well
as
dr.
rotator
and
so
you're,
probably
the
very
position.
Anyone
else
discuss
the
progress
that
you
are
never
have
accomplished
so
far.
Along
with
that.
D
F
D
G
The
one
that
we
had
already
completed-
and
we
show
to
the
committee
a
couple
months
ago-
was
the
one
where
the
student
is
being
interviewed.
We
will
have
one
with
highlighting
the
vocational
program
of
the
districts
and
encouraging
the
community
to
to
reach
out
if
they're
interested
in
those
services
through
to
either
district,
we
will
have
one
with
an
employer
and
then
the
last
one
was
another
student.
Yes,.
D
And
you
know
what
the
film
that
we
got
from
the
OIC
was
really
good.
I
mean
the
kids
did
so
well,
and
the
video
shows
their
abilities
and
how
well
they
work
with
others.
You
know
the
employers,
of
course,
had
nothing
but
positive
things
to
say.
So
it's
all
good
one
of
the
things
that
we
found
when
we
were
actually
doing
this
is,
it
does
not
say
anywhere
in
anybody.
No
one
said
that
these
kids
go
out
and
work
with
the
support
of
a
job
coach,
no
cost
to
the
employer.
H
D
H
B
Mr.
chair
and
very
the
what
has
already
been
created,
it's
good,
so
we
we
journey
from
you
all
to
give
us
the
goal,
so
we
can
air
it
and
thank
you
to
the
city's
public
assets.
This
channel
could
other
ones
who
who
developed
it
and
dr.
ruling
America
working
on
addition.
It
was
done
and
what
was
taped
so
far
is
very
excellent.
B
D
F
F
H
H
D
Is
three
is
a
federal
law
that
mandates
all
school
districts
to
identify
children
before
the
age
of
three
and
have
an
individualized
program
specifically
for
their
needs
before
their
third
birthday?
There's
a
problem
with
that
you
can
imagine
if
you
put
yourself
in
the
school
district
shoes,
how
do
you
get
the
word
out?
D
Have
to
have
an
IEP,
an
individualized
program
specifically
to
the
needs
of
the
child
by
their
third
birthday.
So
there's
there's
like
a
time
pressure
on
school
districts
that
they
need
to
not
only
find
the
children
but
assess
their
needs
and
then
meet
with
the
parents
and
others
like
the
diagnosis.
H
D
H
B
We
can
help
promote
that
family
thing
with
dress.
I
was
going
to
ask:
did
the
school
districts
work
with
the
Tami
you
program?
They
have
a
program
that
is
training,
technicians
and
caseworkers
developmental
milestones
of
children
to
really
target
hearing
deficit,
motor
skills
deficit
sight
deficit
at
our
early
age,
because.
D
The
earlier
easy,
I
has
an
impetus
to
do
that.
Early
childhood
intervene,
missa
program
out
there.
Third
identify
said
right
now:
I
spoke
to
pack
months
in
this
week,
SLP
and
she
told
me
they
lost
to
SLPs
and
that
they're
feeling
the
time
crunch,
because
three
strengths
and
they're
trying
to
identify
kids
with
any
kind
of
speech
problem.
But.
G
D
B
D
A
D
The
first
ones
strict
about
the
next
three:
we
have
to
actually
get
what
path
we
already
have
the
scripts.
We
have
the
scripts,
we
wrote,
wrote
the
scripts,
we
know
what
we
want
to
do.
The
voiceovers
on.
We
have
we've
edited
and
found
the
pieces
of
video.
If
you
will
the
content?
Okay,
so
we
need
to
do
is
actually
have
we
didn't
have
the
wherewithal
to
do
it
here.
We
need
to
do
it
in
pack,
so
that's
the
next
piece
so
use
that
every.
G
D
G
A
Okay,
we
can
move
on
to.
The
next
item.
Is
the
update
on
the
diversity
council
action
to
develop
it
we'll
use
for
an
internship
job
experience
and
to
assure
your
persons
with
disabilities
in
any
matter?
Related
and
I
am
sorry
that
hiding
to
this
earlier
mr.
cub
said
the
section
I
might
pronouncing
your
name.
Well,
don't
count.
Chocula
I,
know
you're
here
representing
the
HR
city
department,
yes,
okay
and
so
I'd
like
to
introduce
you
to
the
group
and
I'm,
assuming
that
that's
what
other
reason,
sir.
J
So
what
we're
currently
doing
is
there's
three
aspects
that
we're
working
on:
one
that
we've
already
completed
for
this
some
so
I'll
start
with
that
one.
The
summer
earn
and
learn
with
Texas
Workforce
Commission
the
program
started
last
month.
This
is
the
final
week
of
those
individuals
that
have
participated
in
total.
We
had
15
individuals
participate,
go
out
the
city
15
in
total,
but
then
to
had
to
drop
out
of
the
program.
So
we
had
a
total
of
13.
We
had
eight
departments
participate,
so
we
had
the
convention,
Visitors,
Bureau
engineering,
environmental
commander,.
B
F
F
A
From
the
HR
department
for
the
work
from
the
city
of
Laredo
and
she
who
was
just
starting
her
presentation,
so
I
know
that
of
all
the
members.
I
know
that
you're,
the
one
who
had
Weston
interest
an
enormous
amount
of
the
one
wanted
to
make
some
kind
of
changes
within
the
city.
So
you're
calling
that
a
very
good
moment:
okay,
okay,
I'm.
J
So
continuing
I
was
describing
the
departments
that
participated
in
the
suit,
which
was
the
Convention
and
Visitor's
Bureau
engineering,
environmental
health
department,
our
IT
department,
Library
tax
and
traffic
department.
We
had
a
total
of
eight
departments
that
participated
in
this
summer,
an
intern
who
to
repeat
the
first
four
shirts
but
Convention
and
Visitor's
Bureau
engineering,
environmental,
health,
IT
got
it
a
couple.
Yeah.
J
In
traffic
okay,
so
it
was
a
very
good
success.
Their
last
day
of
participation
is
this
Friday
July
the
19th
and
that's
when
the
program
ends
and
to
provide
counsel
just
to
recognize
those
individuals
that
participated
since
it
was
done.
City
blind
and
we're
hoping
that
next
year,
we'll
have
more
participation
for
more
departments.
I.
D
Mean
it
would
be
great,
as
you
say,
then
I'm
thinking
is
another.
You
know
it's
tape,
they
videotape
it,
but
wouldn't
it
be
great
if
KTMs
did
a
spot
for
the
news
where
the
voice-over
saying
something
like
you
know
the
these
students
they're
not
students,
these
individuals,
individuals,
ok,
these
individual,
it's
not
their
students,
I'm,
sorry,
because
it's
participated
in
the
earn
and
learn
program
with
the
city
of
Laredo,
promoting
hiring
people,
blah
blah
blah.
Maybe
that.
F
F
F
J
We've
finalized
the
MOU
Memorandum
of
Understanding,
with
let's
go
Texas.
That,
like
is
yes,
that
one
is
going
to
Council
on
August,
the
fifth
for
approval
and
once
council
approves
it.
That
program
should
begin
contact
person
for
that
program
is
Monica
phonus
from
human
resources
department,
so
she's
going
to
be
spearheading
that
program.
J
J
It's
a
non-paid
experience.
I
know
that
there's
some
individuals
that
are
already
lined
up
to
begin
the
program,
one
at
the
finance
department
through
accounting.
He
is
an
accountant
and
another
one
here
at
the
health
department
and
obviously
there
may
be
other
individuals
that
may
partake
in
other
departments
within
the
organization,
but
it
will
allow
them
to
work
for
20
hours
a
week,
non-paid
experience
in
that
way.
They
can
put
that
as
part
of
their
resume
that
gave
them
the
experience
through
municipal
government.
B
Mr.
cherien
and
for
the
city
of
of
this
is
a
milestone
and
we
were
gonna
it's
up
to
the
brewery
committee
and
City
Council
meeting
when
this
is
presented
for
to
have
members
of
the
brewer
event
as
well,
because
certainly
individuals
with
gathers,
but
you,
mr.
chairman,
with
the
others
and
Masami
getting
met
with
the
city
managers,
to
discuss
that
and
and
also
sensitivity,
training
for
city
employees
and
then
with
disability
and
then
David.
Mr.
Carroll
has
information
on
that
too.
We
welcome
it,
but
here's
your
opportunity
also.
B
B
G
I
I
mean
it
would
be
I,
think
good
timing,
especially
of
this
other
items,
also
going
to
be
presented
with
the
MOU,
and
that
way
we
can
extend
that
invitation
or
remind
the
the
committee
to
attend
to
support
those
two
items.
I'll
try
my
best
to
get
it.
Okay,
let
me
know
if
you
need
help
with
anything
talking.
B
D
E
B
With
each
other
mr.
chair,
one
again
going
back
to
miss
minimal,
is
a
new
HR
director
and
wanting
to
sit
down
and
dialogue.
That's
typically
what
I
mentioned
the
cherished
Center
and
so
we're
gonna
try
to
give
and
have
a
fight,
so
we
can
go
to
is
be,
is
an
excellent
training
program
for
kids
with
disabilities,
and
so
she
needs
to
see
that
talking.
We,
you
all,
have
seen
in
several
times
and
it's
a
great
training
program
so
again.
A
J
F
J
G
Year,
so
the
health
department
has
participated
in
the
last
two
years
and
we
had
the
opportunity
to
solidify
that
agreement
citywide
this
year.
So
that
was
why
it
was
opened
up
for
the
rest
of
the
department.
So
here
at
the
health
department,
we
had
two
part
one
we
had
four.
Originally
the
ones
that
dropped
out
were,
unfortunately
in
our
department,
for
you
know
whatever
reason,
but
we
still
have
two
two
participants
that
are
doing
very
well.
F
B
B
Mr.
Chen,
the
third
item
here
is
the
the
mayor
is
working
with
the
city
managers
and
we're
waiting
for
the
new
HR
director
to
start
to
look
at
giving
the
same
designation
as
we
do
with
veterans
to
allow
us,
and
mr.
kettle
is
here
from
HR-
could,
if
she
might
be
able
to
shed
some
information
too,
but
to
also
consider
them.
Just
like
the
veterans,
at
least
for
an
interview
not
necessary
to
hire
you.
B
What
what
the
mayor
got
a
little
bit
apprehensive
was
when
we
had
at
the
Alliance
conference,
we
had
one
of
the
commissioners
from
work
force
and
in
the
mayor
asked
him.
You
know
we
want
to
do
this.
We
want
to
do
a
designated
priority
to
what
he
actually
said
higher
and
so
the
Commissioner
sent
him
a
letter
that
has
caused
some
some
discussion.
That
said,
we,
the
city,
could
not
guarantee.
B
J
F
B
And
now
going
back
to
you,
because
the
mayor
asked
me
that
again
now
clear
enough
to
HR
and
tour
city
managers,
it's
not
tired,
so
there's
no
preference
to
hire,
because
that
opens
up,
as
mr.
Kittel
said,
a
lot
of
questions
for
persons
who
don't
have
disabilities.
But
it's
to
interview
it's
gonna
be
just
to
interview
and
so
to
you,
you
all
disgust,
then
and
now
and
in
maybe
not
today,
to
answer
it
and
this,
but
the
others
miserable
to
join
in
is
how
do
how
do
we
disclose
that
they
have?
B
From
you
Liz
we
don't
force
them
is
that
they
want
to
I.
Don't
know
that's
up
to.
You
are
the
Blue
Ribbon
committee.
It
miss
McKenna
is
a
contractor
with
with
work
force.
Unfortunately,
work
for
force,
folks
aren't
I'm
here,
but
that's
the
mayor
is
now
asking
for
urine.
How
do
we
handle
that?
Because
you
certainly
want
to
protect
and
know.
G
That
issue
price
right
and
I
mean
if
I
can
a
doctor
once
unless
this
was
an
idea,
derived
I
mean
solely
from
mayor.
He
was
the
one
that
posed
that
question
to
the
Commissioner
about
any
type
of
preference
or
how
to
flag
or
signal
to
to
provide
at
least
the
opportunity
for
an
interview
and,
of
course,
there's
other
things
that
that
come
come
about
when
trying
to
sort
out
the
details.
So
again
we
want
to
be
compliant,
but
we
want
to
make
sure
everything's
in
line
I
know
the
commissioners
in
that
email.
G
The
commissioners
recommendation
was
to
focus
on
recruitment
rather
than
hiring
or
and
I
feel
like
some
of
those
activities.
Kind
of
are
already
in
motion
with
these
mo
use
with
these
partnerships
with
workforce.
It's
just
so
that
finally
strengthening
those
bonds
with
with
workforce
and
getting
a
little
bit
creative
us
to
again
how
we
develop
that
pipeline
to
whatever
work
experience,
whether
paid
or
unpaid,
into
actual
employment.
G
G
A
You
know
going
back
how
the
all
this
begins.
The
region
began
with
the
idea
that
that
it
was
felt
that
there
was
some
ball
bite
kind
of
its
with
a
disability
that
had
been
presented
and
had
applied,
and
they
had
not
been
called
for
an
interview.
Okay,
so
all
on
it's
been
about.
How
do
we
get
in
bed
is
the
interview.
It
was
never
about
preferred
their
friends,
for
if
you
have
a
disability
year,
528
of
everyone
else.
If
that
was
never
the
issue,
the
idea
was
you
know
this.
A
We
don't
want
a
ball
playing
field,
were
they
can
at
least
be
happy
to
interviewed
when,
in
fact,
some
of
the
individuals
had
a
long
history
of
experience
in
that
field
already
and
probably
would
have
been
the
best
qualified.
Yet
they
were
never
called.
So
that
was
one
one
of
our
concerns
as
to
how.
Why
is
it
that
these
individuals
were
not
called
in
even
for
an
interview
when
they
have
so
many
years
of
experience
to
contribute
with.
A
J
F
D
B
Chary,
you
explained
it
perfectly
and
I
think
now,
with
the
city
managers,
the
mayor
that's
been
cleared
up
and,
and
with
a
with
the
director
of
HR
that
were
brewery,
Ribbon
committee
was
recommending
an
interview.
The
dilemma
now
is
the
finding
out
that
you
are
so
you
can
be
interviewed,
and
at
this
point
it
has
to
be
solely
what
we're.
Looking
to
your
recommendation,
no
mayor
that.
J
D
J
I
I
The
question
always
comes
up:
are
you
a
TANF
recipient?
Are
you
recipient
of
VR
services?
Are
you
a
veteran
all
those
those
questions
come
in
place
and
so,
if
the
senior
letting
go
and
I
believe
they
do
because
we've
done
several
applications
of
the
city,
can
we
haven't
been
able
to
place
anyone
yet,
but
we
have
done
several
applications
with
the
city
and
when
it
happened,
as
that
happens,
you
see
that
question
come
up.
So
will
we
do?
Is
we
educate
the
customer
as
to
how
to
answer
that
question?
I
F
G
D
Think
my
my
one
suggestion
that
I
think
would
have
a
huge
result.
God
willing
is
if
we
could
get
the
VA
seized
from
both
districts
together
to
talk
to
HR.
We
can
open
up
that
pipeline
of
communication.
It
would
be
far-reaching
because
that's
never
exist
from
work
to
learn
knowledge
that
has
never
existed
before.
What.
D
Adjustment
coordinators:
these
are
folks
that
work
with
the
schools
and
they
train
coaches,
coach,
but
they're
working
coaches.
You
know
they
teach
kids,
whatever
skills
are
necessary
at,
for
example,
she
mentioned
Walmart,
Target
or
whatever
business
out
there,
whatever
it
is
that
they
need
these
job
coaches
go
out
with
people
from
students
from
the
high
schools
that
need
training
on
specific
work
skills
and
what
they
do
is
whatever
the
business
needs.
They
train
the
kids
to
do
within
parameters.
D
Of
course,
we
don't
want
them
in
danger,
but
you
know,
for
example,
a
beauty
salon
at
the
mall.
For
that
thing,
the
name
they
need
someone
to
wash
the
towels
fold
them
neatly
and
put
them
away.
Well,
we
can
send
some
kids
out
there
to
learn
that
skill
with
their
job
coach
and,
what's
great
about
that,
is
it
costs
that
beauty
salon
it's
nothing
and.
H
H
H
B
A
J
G
J
Yes,
because,
currently
right
now
regarding
we
do
have
a
veteran
preference
program.
I'm
always
asked
the
question
are:
have
you
ever
been
in
the
Armed
Forces
military,
yes
or
no?
And
now
that
we
have
a
preference?
We
ask.
Ok,
if
you
have
what
for
what
branch
of
service
and
for
them
to
provide
us
their
DD
214
so
but
DD
214
is
how
we
verify
that
they
were
a
bad
trend
that
they
were
honorably
discharged.
F
J
Ever
that
it
was
ok,
so
what
happened
with
that
is?
It
was
incorporated
in
how
did
she
hear
about
this
position?
Okay,
I
had
added
an
area
where
so
that
is
there.
We
had
to
remove
it
because
Jeannette
and
when
he
could
did
not
feel
comfortable
doing
that,
because
then
you're
pinpointing
that
the
person
has
a
disability,
it
can
come
back
for
discrimination.
J
J
D
J
A
J
J
The
department
level
is
for
interview
aspects
if
the
department
is
going
to
interview
between
one
to
six
individuals
and
they
have
veterans
within
that
pool.
At
least
one
needs
to
be
a
veteran
from
that
pool
of
individuals.
If
it's
seven
or
more,
it's
a
percentage,
I
believe
it's
20%
has
to
be
from
the
ones
that
are
veterans
to
be
interviewed,
and
that's
it
it's
just
for
interview.
It
doesn't
guarantee
a
job,
it's
just
that
they
will
get.
B
F
B
D
H
A
J
Me
kind
of
like
it.
If
you
want
me
to
explain
our
process
very
quickly.
We
are
a
division
of
four
members,
including
myself,
because
I
also
scream
I
scream
from
higher
level
positions
up
to
city
manager
level,
and
so
they
individually
look
at
each
application.
It
comes
in
and
ensure
that
they
meet
the
minimum
qualifications
that
are
set
forth
on
the
Job,
Description
and
other
areas.
J
You
know
ensure
that
they
have
a
driver's
license
if
they
can
provide
proof
that
they
can
work
in
the
United
States
if
they
have
any
type
of
criminal
background
that
they
answered
all
the
questions
that
we're
looking
for
that
are
there.
We
review
that.
There's
no
nepotism,
issues
no
code
of
ethics
violations,
so
we
look
at
all
of
that
aspect
and
we
sent
only
the
qualifying
ones
to
the
department.
So
we
are
the
filters
for
all
29
departments
for
the
city.
We
on
average
receive
yearly
more
than
15,000
applications
a
year.
G
J
G
B
D
F
D
But
really
you
know
all
year
long,
because
now
we
have
this
beautiful
facility
and
one
of
the
things
we
talked
about
is:
is
there
someone
who
has
the
education,
the
preparation
of
the
experience,
a
proven
person
that
might
be
able
we
might
be
able
to
tap
their
brain
for
curriculum
and
instruction
on
these
types
of
activities
and
I
just
gave
the
information
to
Erica
and
I
decided
to
call
him
first
to
let
him
know
that
I
was
going
to
do
that.
So
I
asked
her
permission
and
he
said,
of
course,
I'd
love
to
help
out.
D
G
D
D
B
D
B
B
C
H
G
F
C
G
G
B
D
H
A
That's
item:
we
have
hearings
the
accessible
parking
and
I
left
there
right
now.
Oh
yeah,
discussion
with
the
city
regarding
increasing
the
accessibility,
parking
spaces,
purr,
purr,
purr,
business
or
property,
etc
and
I
know
that's
a
twenty
eight
challenge,
because
I
guess
different
invested
interest
there,
okay
about
whether
they
should
or
shouldn't
or
whether
they
can
I
don't
want
to.
But
I
do
think
that
regardless
I
think
that
the
numbers
have
not
changed
and
they
remain
the
same.
At
least
they're.
Just
as
convincing
okay
subscribe
number
of
people
out
there
with
accessibility
parking
placards.
A
Okay,
then
we
know
on
early
basis,
I
think
it
was
14500
that
are
like
oil
they
are
received.
Those
brackets
are
good
for
four
years,
because
you're
talking
about
at
least
sixteen
twenty
thousand
blackbirds
have
to
present
in
our
own
deaths,
we're
not
even
talking
about
the
individuals
from
Mexico
or
coming
across
and
also
have
placards
and
so
on,
there's
quite
a
bit
of
individuals
that
are
a
lot
more
mobile
than
they
weren't
ten
fifteen
twenty
years
ago,
and
so
that's
probably
something
that
an
item.
A
Well,
then,
we
probably
need
to
go
back
and
try
to
figure
out
how
we
can
maybe
you're
not
totally
get
what
we
want,
but
at
least
at
our
increase
okay,
but
it
probably
needs
to
be
changed
a
bit
because
I
think
the
minimal
standard
is
twenty
one,
twenty
five
spaces,
or
something
like
that,
sometimes
just
alone.
If
that
company
organization
has
an
individual
somebody
on
their
work
person
who
is
already
using
that
space,
and
maybe
it's
no
space
for
anyone
else,
it's
right.
Literature.
B
B
It
may
be
a
good
thing
to
do
to
bring
them
back.
I
know
he
gave
a
very
good
presentation
last
time,
but
it's
been
a
while
so
to
bring
him
back
and
refresh,
have
him
and
he's
very
wedding.
You
know
to
come
back
and
discuss
the
different
strategies,
because
in
this
one
the
committee
in
making
a
formal
motion
would
have
to
also
meet
with
the
the
committee
that
oversees
any
chain
to
build
and
construction.