►
Description
Minneapolis Public Safety & Emergency Management Committee Meeting
https://lims.minneapolismn.gov
A
Good
morning,
everyone
welcome
to
our
regularly
scheduled
public
safety
and
emergency
management
committee.
Today
is
Wednesday
October
16th,
my
name
is
alundra
Cano
and
I.
Am
the
chair
of
this
committee
and
I
am
joined
today
by
councilmembers
Ellison,
Jenkins,
Fletcher,
Palmisano
and
Cunningham.
Together
we
are
a
quorum
of
this
committee
and
therefore
we
can
conduct
the
official
business
before
us
today.
Our
agenda
has
three
items:
item
number
one
is
a
public
comment
receiving
in
file
public
comments
from
the
community
and
I.
A
Remember
too
is
a
consent,
authorization
for
a
joint
joint
powers,
agreement
with
the
police
department
and
the
Department
of
Public
Safety
in
the
Bureau
of
Criminal
Criminal
Apprehension
to
conduct
state
and
federal
fingerprint-based
background
checks
and
item
number
three
is
a
discussion
item
which
is
a
receiving
file
of
the
annual
report
from
the
office
of
police
conduct
review.
Are
there
any
questions
on
this
agenda?
A
Seeing
no
questions
all
those
in
favor
of
approving
the
agenda,
please
say
aye
all
right,
so
we
shall
take
up
item
number
one
which
is
a
receiving
public
comment
from
the
community.
Regarding
public
safety
issues,
we
have
a
timer
here
of
two
minutes
per
speaker,
so
we
can
allow
everyone
to
get
a
chance
to
speak.
A
B
Madam
chair
chapter
zoo
committee
members,
a
Chuck
Turek
since
its
inception
seven
years
ago,
I
have
found
that
getting
the
office,
so
please
conduct
review
to
answer
informational
questions
is
like
pulling
teeth.
For
example,
I've
asked
what
it
means
when
the
OPC
our
manual
says
the
OPC,
our
supervisors
check
coaching
documents
to
make
sure
they
are
complete
and
comprehensive.
Does
it
mean
the
forms
were
filled
out
completely
by
the
precinct
supervisor
or
doesn't
mean
the
investigation
was
complete
four
times.
B
I
have
asked
that
question
in
writing
without
any
response
or
take
the
requirement
for
serving
on
the
police
conduct
review
panel
of
not
having
filed
a
complaint
against
an
MPD
officer
for
the
past
five
years.
Three
years
ago,
this
committee
asked
that
the
OPC
are
consider
removing
that
as
a
requirement
which
I
think
it
did.
But
now
it's
back
I've
written
the
OPC
ARS
joint
supervisors
asking
how
come
no
response
or
take
my
informing
OPC,
our
staff,
that,
despite
their
complaint
filing
experience,
study
of
three
years
ago,
the
front
desk
officer
at
the
second
Precinct.
B
This
August
had
no
clue
where
the
complaint
forms
were
telling
me
I
had
to
go
downtown
to
file
a
complaint,
then
telling
me
I
had
to
do
it
online
again.
No
response
from
the
OPC
are
or
take
a
recent
mediation
I
had
with
a
Minneapolis
police
officer
I
ask
that
it
be
gun-free
which
I
thought
was
a
rather
low
bar
for
mediation
between
equals.
B
When
it
became
clear
that
was
not
going
to
happen,
I
asked
whether
my
complaint
would
be
dismissed
as
a
result
of
that,
because
there's
a
rule,
you
have
to
negotiate
or
mediate
some
good
faith.
The
outside
agency,
this
conflict
resolution
center
that
the
OPC
our
uses
answered
immediately.
The
OPC
are
refused
to
answer
the
mediation.
It
was
a
lieutenant
Bob,
Kroll
and
I
say
without
any
hesitation
that,
from
my
experience,
lieutenant
Kroll
in
that
mediation
was
far
more
rational,
far
more
reasonable,
far
more
responsive
and
responsible
than
the
OPC
our
or
for
that
matter.
B
C
C
These
resources
address
the
concerns
that
we've
been
hearing
as
a
coalition
for
the
past
three
years
or
more,
but
as
a
community,
for
you
know
at
least
ten
years,
and
these
will
come
as
no
surprise
to
you-
things
like
a
lack
of
public
restrooms,
open-air
drug
dealing,
needles
and
other
little
litter
sexual
exploitation
unsheltered
homelessness.
The
list
goes
on.
C
We
believe
that
a
ten
million
dollar
investment
in
street-level
resources,
specifically
things
like
a
robust
outreach
program,
a
street
stand
program
and
a
public
restroom
fund
is
a
necessary
step
for
equity
in
the
city
of
Minneapolis,
and
we
look
forward
to
discussing
it
further
and
we
also
hope
that
you'll
consider
in
the
coming
months
as
we
approach
budget
season
and
are
in
the
middle
of
budget
season,
ways
that
you
can
start
to
invest
in
some
of
those
resources.
Thank
you.
Thank.
D
Morning
and
thank
you,
council
members
for
hearing
me,
I
emailed
all
of
you
on
the
8th
this
month
asking
a
question
about
Amy
ceci
I
asked
if
you
are
aware
that
there
were
707
overtime
slots
for
the
rest
of
October,
which
adds
up
to
one
thousand
four
hundred
and
twelve
hours
of
overtime.
That's
before
anybody
calls
out
or
has
to
go
home
early
or
come
in
late.
D
Just
tell
people
at
the
end
of
the
shift
you're
staying
you're
staying
you're
staying,
so
it
doesn't
danger
the
public,
it
does
endanger
the
responders
themselves
and
it
does
endangering
employees
of
the
center.
It's
very
stressful,
like
to
see
you
guys,
get
more
involved
in
this
and
put
some
pressure
on
these
direct
the
director
to
slash
that
overtime
budget.
D
One
of
the
ways
they
can
do,
that
is
to
take
the
step
back
from
combining
both
positions
from
call
taker
and
dispatcher
people
are
specialized
in
their
knowledge,
and
everybody
coming
into
the
center
needs
to
really
understand
how
to
take
a
call
before
they
even
approach
dispatching
so
I
appreciate
your
time.
It
does
add
into
the
whole
overall
tone
of
what
we're
talking
about
today.
Thank
you.
Thank.
E
Good
morning,
I'm,
chair
and
council
members
on
zona
Martinez
I
work
with
all
eight
Street
Council.
It's
the
Business
Association
I
also
live
in
Ward
12
in
the
city
of
Minneapolis,
so
our
office
has
been
working
on
safety
initiatives
for
many
years
now.
Just
yesterday
we
had
a
meeting
in
Uptown
with
more
than
50
stakeholders
that
attended,
and
it
was
quite
impressive
to
just
see
the
the
lack
of
knowledge
of
the
budget
system
and
how
important
voices
are
during
this
time
and
inspector
yesterday
mentioned
that
the
budget
proposal
has
14.
E
New
officers
that
are
coming
are
hopeful
to
come
to
the
Minneapolis
Police
Department
and
inspector
mentioned
in
the
fifth
precinct
that
none
of
them
will
be
allocated
to
that
area
and
what
what's
uptake
and
homelessness-
and
you
know
the
opioid
there's
some
valid
concerns
in
that
area
of
what's
taking
place
in
Uptown
and
all
along
Lake
Street
I've
come
here
before
to
speak
about
you
know,
Midtown
and
East
Lake,
so
I'm
gonna
focus
uptown
today.
So
the
officer
wellness
is
also
a
huge
priority
to
us.
E
As
we
know,
as
officers
have
long
shifts,
they
are
overtired.
They
can't
perform
to
the
extent
that
they
should
be
able
to
and
and
serve
the
public,
and
we
consider
that
a
high
concern,
and
so
we
refill
the
need
that
we
really
need
to
prioritize
the
Minneapolis
Police
Department
budget,
as
well
as
resources
to
serve
our
under
representative
communities,
especially
in
the
Midtown
area
of
late
Street
as
well.
E
F
And
so
we
believe
that
we
have
a
basis
to
have
a
voice
in
this
and
are
asking
you
guys
to
work
with
us
this
time
around.
This
is
the
police
union
contract.
It's
about
95
pages,
I've
read
the
whole
thing
several
times,
and
this
this
is
the
one
or
two
pages:
it's
it's
two
pages
that's
front
and
back
it's
called
an
executive
summary.
We
don't
know
who
wrote
it
the
last
time
the
contract
was
up
the
review
and
it's
there's
things
on
here.
F
That
aren't
even
correct
so
like
this
is
what
you
guys
were
using
in
the
past
to
approve
the
contract
without
having
read
it
and
we're
asking
just
the
things
be
better.
This
time
we
have
gone
through
and
scrubbed
the
conflict
contract.
We
have
come
up
with
14
recommendations
that
we
are
asking
you
guys
to
adopt
and
advocate
for
and
use
your
voice
to
influence
the
top
three
on
the
front.
These
are
all
over
there
and
one
of
the
things
that
we're
asking
for
is
a
firm
cap
on
hours
worked
by
the
police.
F
G
Hello,
I'm,
pica,
modest
and
I
am
part
of
the
racial
justice
network,
and
we've
been
working
with
a
coalition
of
groups
and
formed
MPLS
for
a
better
police
contract
and
we're
here
today
to
talk
those
recommendations.
Kim
mentioned
one
of
them
just
at
a
high
level.
The
three
main
ones
are
eliminate
officer.
Fatigue
can
talked
about
that
mandatory
mental
health
screenings
and
then
more
flexible
staffing
model
and
I'm
going
to
get
into
a
little
bit
more
detail
on
that
one.
G
What
we're
seeing
today
is
that
officers
aren't
we're
not
able
to
put
them
where
they're
needed
and
also
meet
the
needs
of
the
skills
and
talents
that
they
have,
and
so,
as
you
know,
even
downtown
Minneapolis
there's
open
positions
that
have
already
been
funded
by
you
as
council
members
and
we're
just
not
able
to
fund
them
or
fill
those
positions
with
officers.
And
so
before
we
talk
about
adding
more
officers
and
I
know.
Some
of
you
are
supporting
that.
G
In
summary,
this
is
a
very
unique
opportunity
and
a
lot
of
councilmembers
today
have
been
elected
for
their
desire
to
make
changes
to
public
safety
and
reform
the
police
department
and,
as
I
know,
like
the
the
council,
doesn't
have
direct
control
over
the
police
department.
But
there
are
two
ways
that
you
do,
as
you
know,
the
budget
and
the
contract,
and
so
we're
asking
you
to
exert
your
influence
and
your
ability
to
detail
the
contract
if
these
recommendations
aren't
in
the
final
document.
Thank
you
very
much.
Thank.
A
H
H
You
know
the
losses
and
the
overturns
and
I
believe
that
was
a
request
for
what
disciplines
followed
the
losses
and
as
a
longtime,
you
know
Union
steward
and
protect
her
rights
and
the
target
and
victim
of
some
termination
tries
I,
didn't
understand
what
was
meant
by
the
question
like
what
was
done
for
discipline
in
the
overturns,
I.
Think
arbitration.
You
know
it's
you
lose.
You
lose
I
just
want
that
understood.
That
there's
seemed
like
a
bad
question.
H
Lastly,
around
the
time
and
I
hasten
to
battle
with
Cameron
Gordon,
but
he
posted
a
Facebook
post
around
May
24th,
showing
a
drop,
a
dramatic
drop
in
a
top
line
of
the
nine
UCR
crime,
but
that's
very
movable
if
the
citizenry
just
isn't
reporting
crime,
property
crime
isn't
valued
if
your,
if
your
thresholds
for
problem
property
rise
so
high
and
I
experienced
this
firsthand,
because
I
had
trouble
on
my
block
and
I
had
to
interview
myself.
Thank.
A
I
Hi,
thank
you
for
having
me
today.
My
name
is
dawn,
drew
yard,
I'm.
The
chef
and
co-owner
of
a
business
located
in
south
Minneapolis
were
called
fabulous.
Catering
we've
been
in
business
for
20
years,
we've
been
in
our
location,
20900,
13th,
Avenue
South
for
10
years.
We
own
our
property
I'm
here
to
very
much
mirror
the
South
Minneapolis
Public
Health
Council
that
you
just
came
in
I,
guess
to
really
to
raise
awareness
more
than
anything
and
to
kind
of
really
put
some
strong
words
behind
the
the
real-life
situation
that
is
happening
down
in
our
neighborhood.
I
I
The
situation
down
there
has
gotten
it's
kind
of
beyond
the
pale
of
what
we're
seeing
on
a
daily
basis,
drug
dealing
out
in
the
open
prostitution,
human
trafficking.
We
call
911
as
we're
able-
and
it
is
set
to
the
point
where
I'm
here
in
front
of
you
imploring
you
to
try
to
put
some
focus
into
the
neighborhoods,
because
us
as
business
owners,
we
love
being
a
part
of
Minneapolis.
We
love
that
our
neighborhood
is
in
the
inner
city.
I
J
My
name
is
Eden
Fitzgerald,
I'm,
business
partners,
Madonn
I'm,
the
co-owner
of
fabulous
catering
and
I
just
want
to
say
that,
like
we
have
so
enjoyed
being
part
of
Minneapolis
and
the
community,
and
it
is
really
concerning
to
us
when
I
have
to
look
at
a
staff
member
and
say
I,
don't
want
you
to
come
to
work
and
not
feel
safe.
If
that
means
that
you
need
to
get
a
different
job,
then
I
may
have
to
tell
you
that.
That's
what
you
need
to
do
for
your
own
mental
health,
and
it
is.
J
We
are
believing
the
coalition
and
putting
resources,
and
we
don't
have
the
answer.
We
just
want
to
bring
the
attention
to
the
issue
and
that
it's
so
hard
when
we
come
to
work
and
our
property
is
just
littered
with
needles
because
we're
not
there
all
night
and
we
don't
know
how
we
just
want
to
raise
awareness
and
to
say
that
we
do
really
like
being
part
of
Minneapolis.
We
both
live
in
Minneapolis,
our
families
are
here
and
that
we
would
like
to
encourage
the
city
to
take
progressive
steps
to
tackle
the
issue.
Thank
You.
K
Hi
I'm
Cheryl
personnel
I
am
a
30-year
resident
of
Minneapolis
this
week
in
the
Dallas
Morning
News
coat.
They
quoted
a
expert
on
criminal
justice
who
said
increasingly
police
academies
and
departments
are
focusing
initial
and
subsequent
training
on
the
fact
that
officers
can
be
hurt
or
killed
at
any
time.
It
foap
exponentially
focus
on
the
risk
of
officer
safety.
K
They
have
very
heightened
stands
as
a
result.
They
have
a
very
heightened
sense
of
danger
and
risk
and
it
is
further
easel,
although
policing
is
inherently
dangerous,
we
all
know
that
officers
tend
to
go
into
situations
feeling
their
lives
are
constantly
in
danger.
Rather
than
focusing
on
assessing
and
engaging
with
other
human
beings
system
change
starts
with
good
agreements.
System
change
starts
with
healthy
commitments
to
each
other.
These
contract
negotiations
need
to
be
more
than
tweaking
a
few
employment
terms
and
changing
the
dates
at
the
top
of
the
page.
K
This
negotiation
is
an
opportunity
to
equip
every
officer
with
the
expectation
and
the
rights
to
more
enlightened,
healthy
policies
and
practices.
This
negotiation
is
an
opportunity
to
begin
to
reset
the
focus
on
true
community
policing
versus
a
militaristic
fear
and
intimidation.
I
heartily
endorse
all
14
recommendations
put
forward
by
the
coalition.
As
a
member
of
the
racial
justice,
Network
I
ask
you
to
do
better.
Our
offices
deserve
better
and
our
communities
deserve
better.
We
all
deserve
better.
A
L
Am
Nancy,
Peterson
and
I
live
in
Falcon
Heights.
We
all
need
Minneapolis
to
work
for
everyone
and
I
endorse
all
the
recommendations
that
our
Coalition
is
bringing
in
today
and
especially
what
Cheryl
just
said
about
the
importance
of
the
council
really
engaging
in
the
discussion
of
this
document.
If
you
don't
do
that,
I
can
tell
you
from
personal
experience
that
you
end
up
with
a
dead,
meaningless
document
that
cannot
help
with
any
of
the
circumstances
that
it's
intended
to
address.
L
If
you
do,
and
you
know
we're
setting
a
historic
precedent
by
bringing
community
input
so
we're
hoping
that
you
meet
that
with
a
historic
president,
precedent
for
the
amount
of
City
Council
involvement
and
creative
involvement
in
making
this
a
living
document
that
actually
maybe
looks
ahead
a
little
bit
to
see
what
kinds
of
things
might
come
up
and
not
only
deal
in
what's
right
now,
I
mentioned
personal
experience.
I
live
in
Falcon
Heights.
We
contract
out
for
police
services.
Our
contract
with
st.
L
A
M
Good
morning,
City
Council
members,
thank
you
all
for
who
who
came
out
in
support
of
the
TRO
recommendations
that
the
Coalition
has
put
forward.
I
am
here
representing
the
racial
justice
network
I'm.
Also
a
community
member
who
resides
in
North
Minneapolis
I
also
have
businesses
in
North
Minneapolis
as
well.
There
are
two
things
that
I
want
to
speak
about
other
12
recommendations.
M
The
first
is
eliminating
officer
fatigue,
so
in
many
professions,
the
medical
profession,
airline,
pilots,
even
truckers,
there's
a
limit
put
on
the
number
of
hours
that
they
can
perform,
simply
because
it's
unsafe,
if
they
on
that
and
so
I,
don't
want
an
airline
pilot
who's
fatigued.
Flying
me
to
my
vacation
place.
M
That
leads
into
the
other
point
that
I
want
to
speak
about,
and
that's
the
mandatory
mental
health
screening
I
am
a
mental
health
practitioner
and
one
of
the
businesses
that
I
own
is
a
mental
health
practice
and
so
to
have
an
individual
that
is
struggling
with
a
mental
health
issue,
a
regular
citizen
right.
None
of
us
believe
that
they
should
have
access
to
a
deadly
weapon.
It
can.
We
agree
with
that.
I
think
we
all
agree
on
that
again:
police
officers
outside
of
the
position
that
they
hold.
M
N
I
know
that
there
are
concerns
with
homelessness
with
drug
addiction,
unemployment
and
those
issues,
but
at
the
same
time,
I
was
appalled
to
hear
the
women
say
that
they're
constantly
having
a
call
nine-one-one.
The
problem
is
that
911
too
often
has
led
to
a
death
sentence
for
people
out
on
the
streets
who
are
struggling
with
mental
health
issues.
So
we
need
alternatives.
Why
would
we
invest
in
14
new
officers
when
those
officers
do
not
have
a
background
in
social
services
or
mental
health
they're
not
going
to
be
able
to
solve
the
problems?
N
What
they're
going
to
do
is
take
people
to
jail,
which
means
more
cost
to
the
city
in
the
county
and
when
people
are
back
on
the
streets,
we
have
the
same
problems
happening.
So
please
do
your
job.
We
stand
in
solidarity
with
you
and
we're
asking
you
to
look
at
the
contract.
Take
it
seriously
and
add
the
recommendations
of
the
coalition.
Thank.
O
Hello
Dave
picking,
South
Minneapolis,
Ward
8.
We
need
better
policing,
not
simply
more
policing.
This
issue
with
the
contract
comes
up
at
the
same
time
as
there's
discussion
of
the
police
budget.
You'll
notice
that
most
of
the
recommendations
in
this
contract
are
basically
cost
neutral.
We
don't
have
as
a
coalition
and
interest
in
the
pay
and
benefits,
but
we
are
looking
for
better
policing.
O
Almost
all
of
that
is
focused
on
downtown
crime
and,
at
the
same
time,
because
of
limitations
in
the
contract,
you
don't
have
as
many
officers
as
the
police
department
would
like
to
have
downtown
because
of
the
Federation
contract.
Changing
the
contract
is
a
heck
of
a
lot
cheaper
than
hiring
more
officers
and
it
puts
the
officers
where
they
belong.
Some
officers
shouldn't
be
on
the
street.
Some
officers
are
very
good
at
Community
Relations
or
dealing
with
that.
There
should
be
the
flexibility
to
do
that.
That
would
help
the
other
thing.
O
I
want
to
address
quickly
is
with
a
contract.
You
have
to
be
willing
to
walk
away.
The
Union
can
say
our
members
aren't
going
to
stand
for
this.
The
city.
Is
there
saying
we're
going
to
ratify
this?
No
matter
what
it
is,
we
aren't
even
going
to
look
at
it.
You
know
if
you're
in
the
market
in
Latin
America-
and
you
start
bargaining
for
something
that
you
want.
O
If
you
aren't
willing
to
walk
away,
at
least
for
them,
to
know
that
you
are
willing
to
walk
away
you're
not
going
to
get
a
very
good
deal,
I've
been
there
yeah
I
say:
oh
now,
I
don't
I,
don't
want
it
at
that
price
and
I
walk
away,
people
practically
run
after
you,
oh
we
can
I
can
sell
it
to
you
for
this.
Well,
that's
the
same
way
with
the
contract.
You
have
to
be
willing,
on
the
back
end,
to
veto
it
if
the
contract
is
not
what
it
should
be.
Thank
you.
P
I
know
councilmembers
I'm,
Stacy,
Gary
and
Sherman
I'm
here
to
support
the
police
recommendations
as
a
resident
of
Ward
9
as
an
attorney
and
is
a
very
strong
Union
member.
Although
I
don't
speak
for
my
Union
I,
am
a
union
steward
with
the
Minneapolis
Federation
of
Teachers
local
59,
with
the
educational
support
professionals
I'm
also
on
the
the
the
district
and
union
contract
negotiating
team.
P
I
know
what
it
takes
and
I
know
how
hard
it
is
to
go
through
union
negotiations
and
I
want
you
to
know
that
we
when
we
want
and
scrub
this
contract,
we
undertook
this
not
as
an
anti-union
effort,
not
as
an
effort
to
make
police
accountability,
something
negative.
We
took
it
upon
ourselves
to
make
this
a
very
positive
effort.
We
met
every
Friday
for
two
to
four
hours
throughout
the
summer
throughout
the
fall
in
a
very
diligent
citizen
and
resident
effort,
because
police
accountability
comes
from
a
balance
of
management
rights
and
union
rights.
P
It
comes
from
making
sure
our
sisters
and
brothers
in
the
police
federation
union
are
taken
care
of,
and
that
is
the
best
way
to
take
care
of
our
community.
These
are
preventative
measures.
We
have
got
to
stop
having
a
reactionary
effort
when
we
see
things
that
happen
with
police
brutality,
police
killings,
we've
got
to
understand
the
stressors
and
the
difficulty
of
being
on
the
streets
and
support
our
union
members,
our
Federation
members,
through
a
contract
that
makes
sense
the
is
a
contract
that
makes
common
sense
and
dollars
and
cents.
P
We
believe
that
it
doesn't
add
any
cost
and
it
will
substantially
save
costs
in
lawsuits
in
domestic
violence
calls
both
within
the
community
and
within
the
family
of
our
sisters
and
brothers.
This
is
a
stressful
job.
We
need
to
take
care
of
police,
so
we
can
take
care
of
our
community.
Thank
you.
Thank
you.
Q
Police
talented
good
morning,
chair
cano
and
committee
members.
Thank
you
for
this
opportunity
to
speak
to
you
this
morning.
Public
employee,
collective
bargaining
agreements
exist
to
ensure
that
employees
are
treated
fairly,
but
they
also
exist
to
benefit
the
community
that
these
employees
serve.
The
Police
Federation
contract,
however,
has
been
an
exception
for
years.
Q
These
recommendations
provide
you
with
an
opportunity
to
have
great
input
into
the
Police
Federation
contract.
They
even
made
it
easy
for
you,
because
we
didn't
just
give
you
the
overview
we've.
Given
you
an
eight
page
document
with
the
actual
wording
that
we
correct
the
kind
of
clause
in
the
contract.
So
we
did
the
work
and
we
brought
it
to
you
and
now
we're
asking
you
to
do
your
part,
and
your
part
is
that
you
have
influence.
Q
Yes,
I
recognize
that
you
won't
be
sitting
necessarily
at
the
negotiating
table,
but
you
have
great
influence
about
what
items
are
to
be
negotiated
in
the
contract.
And
then
you
have
veto
power
if
those
items
don't
make
it
into
the
contract.
So
you
have
a
lot
of
power,
and
this
is
an
important
place
for
you
to
be
to
exercise
that
power,
and
so
again
we
ask
you
to
bring
forward
these
14
recommendations
and
to
not
accept
the
contract
if
they
don't
include
them.
Thank
you.
Thank.
A
A
R
Right
hi,
my
name
is
Kevin
Chavez
and
I
live
in
Ward,
10
and
I'm.
A
member
of
ops
me
SEIU
and
DSA
I'm,
also
chairperson
of
our
evolution,
Twin
Cities,
which
has
long
advocated
for
police
accountability.
Our
initial
demand
to
you
was
making
fifty
million
dollars
of
the
police
budget
contingent
on
them
voluntarily
adopting
a
civilian
review
board
to
review
cases
of
misconduct
whose
recommendations
would
be
implemented.
R
In
every
case,
the
police
have
seen
your
failure
to
hold
them
accountable
and
are
now
publicly
backing
a
pathological
liar
and
white
supremacists
for
twenty
twenty
last
week,
when
their
president
was
in
town,
he
said
our
representative
Ilhan
Omar.
She
said
of
her
how
the
hell
did
that
ever
happen?
How
did
you
have
such
a
person
representing
you
in
Minnesota
I'm,
very
angry?
R
Are
you
people
right
now
and
he
walked
away
from
the
mic
in
disgust
at
his
own
audience
moments
later,
Minneapolis
police
officers
spoke
praising
his
book
praising
him
and
took
photos
with
their
red
shirts.
Is
this
what
police,
accountability
in
Minneapolis
looks
like
emboldened
o--'s,
who
have
nothing
but
hatred
for
the
people
they
claim
to
serve
and
protect?
We
deserve
a
safe,
just
a
sustainable
City
and
the
contract
proposals
we
are
bringing
for.
You
will
help
us
get
there.
R
You
will
see
these
how
our
common-sense
proposals
you
have
the
power
to
make
staff
directives
and
veto
any
tentative
agreement
do
not
pretend
lack
power.
The
Republican
president
says
he
wants
to
close
borders
to
stop
immigrants
until
we
can
figure
out
what
the
hell
is
going
on.
If
you
need
more
time
to
get
a
good
contract
continue
bargaining
for
months
until
you
can
figure
out
what
the
hell
is
going
on
with
the
police.
Take
your
time
and
get
that
contract
done
right,
Thank.
S
Good
day,
my
name
is
Daphne
Brown
I'm,
a
member
of
Twin
Cities
Coalition
for
justice
for
Jamar
Clark
and
I
support
the
racial
justice,
Network
and
I'm.
Here
on
behalf
of
the
people,
we
do
support
the
mandatory
mental
health
screenings.
However,
I
think
that
the
screening
should
be
every
three
months,
as
opposed
to
every
three
years.
We
have
officers
out
here
with
weapons
taking
our
lives,
there's
no
need
for
them
to
be
tested
every
three
years.
S
That
makes
no
sense
to
us
the
people
out
here,
not
only
that
the
antibiotic
testing
should
be
added
to
the
drug
and
alcohol
testing.
Our
testing
should
be
added
for
officers
for
our
safety
out
here.
You
know
we
are
unsafe
in
our
homes
on
our
streets
and
I
was
fooled
everywhere
we
go
as
soon
as
we
wake
up
in
the
morning
they're.
The
first
thing
we
see
and
the
last
thing
we
see
and
we
need
your
support
and
your
solidarity
out
here.
We
are
suffering
extreme
circumstances
out
here
and
being
with
twin
cities.
S
Coalition
for
justice
for
Jamar,
an
extreme
measure
would
be
to
help
us
get
our
police
accountability
Council.
We
need
it.
Now
we
need
some
power
ourselves,
so
we
come
and
ask
for
y'all
solidarity
and
y'all
support,
but
if
not,
we
will
go
by
means
to
get
it
ourselves.
We
are
tired
being
hunted
down
out
here
in
the
streets
when
y'all
are
supposed
to
ensure
that
they
are
protecting
us,
but
that's
not
happening.
S
So
that's
why
I
come
up
off
the
couch
and
got
involved
and
we
all
are
gonna,
come
and
get
involved.
So
try
to
work
with
us.
Let's
work
together,
we
all
have
children.
We
have
a
problem
with
police
brutality
in
this
country.
Minnesota
knows
we
have
a
problem
and
backyard
help
us
fix
it
or
let
someone
sit
down
that
wheel.
A
Speaker
are
there
any
other
speakers
that
would
like
to
come
and
address
the
council
this
morning?
This
is
the
last
person
I
had
on
the
list,
all
righty.
That
is
the
first
section
of
our
agenda,
so
all
those
in
favor
of
receiving
and
filing
the
public
comments
from
the
community
regarding
public
safety
issues.
A
Please
say:
aye
aye,
all
those
in
favor
of
approving
our
consent
item,
which
is
a
joint
powers,
agreement
with
the
police
department
and
the
Department
of
Public
Safety
Bureau
of
Criminal
Apprehension,
please
say
aye
and
now
we
are
on
to
our
third
item,
which
is
a
discussion
item,
a
presentation
by
the
office
of
police
conduct
review.
This
is
part
of
our
annual
report.
So
if
we
could,
please
have
city
staff
join
us,
introduce
yourself
for
the
benefit
of
the
public
and
get
us
started.
T
Okay,
good
morning,
chair
Kondo,
vice-chair
Fletcher
council,
vice-president,
Jenkins
and
council
members.
My
name
is
a
manager
fire
I
am
the
director
of
the
office
of
police
conduct
review
and
today
I'm
pleased
to
present
our
inner
report
to
you
so
just
an
overview
of
what
we're
gonna
cover
today,
we're
gonna
talk
about
complaint
volume
and
outcomes
and
give
you
some
numbers
on
what
the
Year
looks
like
we're,
also
going
to
go
through
some
body
camera
review
efforts.
T
You
invited
us
here
and
made
to
present
about
body
cameras,
and
we
wanted
to
give
you
an
update
on
what
some
of
those
Zilpha
numbers
look
like.
Now.
We're
also
going
to
talk
about
collaborative
efforts,
obstacle
ease,
conduct
reviews
worked
with
other
departments
in
the
city
on
some
pretty
meaningful
projects,
and
we
wanted
to
highlight
that
today.
We
also
wanted
to
give
you
a
little
snapshot
of
what's
ahead
for
the
coming
year.
So.
T
First
is
the
complaint
volumes
and
outcomes
so
we're
the
bracket
we're
looking
at
is
quarter
for
2018
two
quarter,
three
2019.
We
are
at
six
hundred
eleven
complaints.
This
is
an
8
percent
increase
from
a
similar
time
line
that
we
covered
from
last
year
and
it's
the
highest
previous
year
on
record,
so
that
is
a
66%
increase
over
the
prior
average
in
quarter,
3
2019
set
the
record
for
the
most
complaints
filed
at
181
complaints.
T
The
increase
in
complaints
appears
to
be
a
steady
trend
so
last
year,
when
we
covered
this
ground
one
year,
probably
isn't
statistically
good
enough
to
say
you
know
it's
going
to
kind
of
be
at
this
level,
but
now
after
two
years
it
appears
that
this
is
a
steady
trend
in
complaint
filing
in
the
next
slide.
What
we
wanted
to
do
was
break
it
down
by
year.
T
Four,
after
this
presentation-
and
you
can
see
that
there's
that
181
and
2019
in
quarters
at
three
so
one
thing
that
has
really
helped
office
police
conduct-
review,
build
public
trust
as
the
amount
of
time
after
someone
files
a
complaint
for
it
to
actually
go
through
the
intake
process.
An
intake
process
is
when
the
joint
supervisors
have
sit
together
to
actually
review
a
complaint.
So
we
have
civilian
investigators
on
staff
who
actually
put
complaints
together
to
be
presented
to
the
joint
supervisors
to
determine
a
track
for
the
case.
T
T
So
coaching,
as
we've
discussed
before
in
this
committee,
is
a
really
important
tool
for
lower
level
violations,
so
lower
level,
language
and
attitude,
things
that
be
can
be
corrected
by
a
conversation
with
a
supervisor.
So
what
we
wanted
to
do
is
cover
the
coaching's
that
were
sent
out
in
the
past
year,
so
you
can
see
in
2018
the
joint
supervisors
utilize
the
coaching
tool
quite
a
bit
at
138
cases
right
now
in
2019,
there's
72
cases,
but
there
will
be
more
they're
still
in
process.
T
One
really
positive
thing
that
we
did
with
coaching
is
we
actually
launched
a
SharePoint
site
so
that
the
precincts
can
easily
get
the
coaching
documents,
another
leadership
and
MPD?
It's
been
really
a
nice
tool.
So
there's
not
a
lot
of
email
going
back
and
forth.
We're
hoping
that
after
that
gets
fully
implemented.
It
is
in
all
of
the
precincts
in
command
stack
now
that
once
people
get
used
to
using
it,
it's
actually
going
to
improve
the
coaching
timelines,
because
it's
just
a
better
way
to
share
documents.
T
We
did
implement
a
few
years
ago,
SharePoint
for
our
review,
piano
cases
and
that
actually
helped
efficiency
in
the
review
panel
as
well.
So
you're
probably
wondering
you
know
what
happens
to
the
coaching's
after
we
send
them.
Do
officers
actually
get
coached
by
their
supervisors,
and
the
answer
is
that
they
do
you
can
that,
especially
in
2018
and
2019
majority
of
cases
that
go
to
coaching
actually
result
in
the
supervisor
sitting
down
with
their
employee,
they
do
fill
up
paperwork
for
coaching
that
captures
the
conversation.
They've
had
whether
or
not
there's
a
policy
violation.
T
That
paperwork
all
comes
back
to
our
office
and
if
anything
is
not
satisfactory
or
we
don't
agree
with
the
decision
on
coaching,
we
actually
send
it
back.
So
those
things
are
reviewed,
but
you
can
see
in
91
cases
last
year
coaching
that
they
were
coached
and
then
29
were
not
this
year.
You
know
of
the
36
that
are
there.
26
have
been
coached
and
we
still
have
37
that
are
in
process
right
now.
T
T
Cano
vice-chair
Fletcher,
so
it
can
be
a
variety
of
things,
a
lot
of
times
where
we
have
an
incident
where
we
can't
identify
an
officer
at
all.
We
may
send
it
out
to
the
precinct:
that's
a
pretty
common
practice,
saying
unknown
officer.
They
may
do
a
small
investigation
to
try
and
locate
the
person
and
see
what
happened.
Sometimes
it
turns
out
it
wasn't
a
Minneapolis
Police,
Department
officer,
and
so
then
that
case
goes
on
coached
other
times
it's
unclear
from
the
complaint.
What,
if
the?
T
But
the
unknown
officer
issue
does
come
up
quite
a
bit,
but
at
the
precinct
level
they
do
have
the
ability
to
look
at
the
cases
and
some
of
the
ones
we
send
were
really
asking
them
to
take
a
closer
look
to
you're
out.
If
coaching
needs
to
happen,
we
do
put
recommendations
and
guidance
in
the
documents
when
they're
sent
so
cases
that
really
do
need
to
be
coached.
It's
actually
pretty
clearly
articulated
saying
this
incident
happened.
We
recommend
two
acts
and
for
the
most
part
the
precincts
do
take
that
recommendation.
T
Thank
you.
So,
in
the
review
panel
this
year
we
have
25
allegations.
They've
been
reviewed,
two
in
split-decision,
13
merit
decisions
and
13
no
merit
decisions.
We
have
27
cases
that
are
currently
being
scheduled
for
panel
with
the
large
events
in
the
city.
It
created
a
little
bit
of
case
in
Moore
case
in
the
queue
that
we're
then
were
used
to,
but
we
actually
just
trained
a
new
crop
of
sworn
panelists
to
review
cases,
we're
going
through
the
commission
and
appointment
cycle
right
now
for
review
panel
and
our
commissioners.
T
So
once
we
will
be
at
full
staff,
my
prediction,
as
those
cases
will
roll
through
fairly
quickly
so
discipline
in
the
same
amount
of
time,
there's
11
corrective
actions
over
the
year
five
coaching's
four
letters
of
reprimand,
two
suspensions
and
four
terminations
coming
out
of
cases
out
of
the
office
police
conduct
review.
There
are
16
outstanding
cases
for
the
chief
to
decide
still
so
there
may
be
more
discipline
coming
before
the
close
that
last
quarter
in
2019.
V
T
Connor
councilmember
Cunningham-
it
varies
its
varied
year
by
year
for
the
amount
of
cases
I
think
that
sometimes,
when
large
transitions
happen,
an
MPD
that
can
impact
when,
in
that
time
of
year
that
there
may
be
cases
that
need
to
be
decided
and
if
there's
changes
that
have
happened
in
the
office.
Large.
T
So
I
think
you
know
a
major
transition
of
leadership
and
MPD
to
not
happen
that
long
ago
and
so
I
think
now
process
is
being
implemented.
There
was
promotions
and
movement
again
and
that
affects
the
latter
mill
hearings
and
when
they
happen,
that's
not
something
that's
in
control
of
our
office,
but
what
it
will
affect
when
cases
get
decided
so
I
think
with
the
timing
of
some
of
the
events
that
this
seems
to
be
reasonable
to
me
for
the
amount
of
cases
to
be
decided.
T
And
now
we're
on
to
body
camera
observations.
These
numbers
are
intended
to
dovetail
with
the
presentation
that
we
gave
you
in
May
to
give
you
kind
of
an
update
on
those
numbers.
So
right
now
we
have
one
body
camera
analyst
on
staff,
and
this
is
his
assessment
of
how
long
it
takes
him.
Now
you
can
see
that
there's
a
broad
range
and
things
all
the
way
from
locating
a
correct
case,
downloading
the
video
watching
the
videos
and
categorizing
and
summarizing
the
videos.
Now,
why
might
that
be?
Well?
T
That's
because
the
number
of
officers
that
may
report
on
a
call
varies,
and
so
sometimes,
when
we're
looking
at
it
incident,
there
may
be
10
officers,
body
cameras
to
watch
and
it's
important
to
look
at
those
to
make
sure
we're
getting
the
right
angle
and
we
can
see
what's
happening
on
other
calls.
There
may
be
two,
so
that's
why
the
broad
ranges
of
viewing-
and
you
can
see
even
watching
the
videos
can
take.
You
know
one
to
eight
hours
once
a
really
important
function
of
the
body.
T
Meanings
relevant
body
cameras
reviewed
and
then
we
make
a
decision
should
a
case
go
to
investigation
should
it
be
handled
on
another
matter,
so
you
can
see
that
you
know
the
the
body-cam
reviewing
it
does
kind
of
filter
all
the
way
through
specially
in
the
civilian
arm
of
the
office.
Please
conduct
review
now
a
few
observations
from
what's
happening
as
a
result
of
the
body
camera
viewing.
So
one
is
that
a
complaint
about
a
singular
issue.
Often
we
find
other
issues
a
classic
example
of
this
is
activation.
T
So
someone
complains
about
something
we're
going
in
to
locate
the
video
our
body.
Camera
analyst
says
there
is
no
video.
So
what
happened
so
now,
body,
worn
camera
activation
violation,
is
tagged
on
where
something
else
is
seen
in
the
video
that
the
policy
violation,
because
we're
not
you
know,
expecting
the
public
to
understand
the
entire
policy
and
procedure
manual.
But
if
something
is
spotted,
that's
brought
to
the
joint
supervisors
for
consideration
as
an
additional
allegation
on
to
the
complaint
allegations.
T
You
know
the
allegations
hakuna
complete
processing
for
drink
supervisor,
review
those
have
risen,
possibly
due
to
the
over
600
complaints
in
2018,
there's
quite
a
bit
of
body
camera,
that's
being
viewed
by
all
of
us
as
part
of
complaint
processing.
You
know,
personally
from
my
time
in
the
office
I
think
it's
a
very
useful
tool
because
it's
helpful
to
be
able
to
see
the
incident
have
discussions
about
whether
or
not
it's
a
policy
violation
moving
away
from
discussing.
If
something
actually
happened
or
not,
it
gives
a
lot
more
context,
I'm
even
for
case
investigation.
T
So
what
happens
when
you
see
trends?
Those
can
be
referred
to
the
OPC,
our
auditing
function.
We
also
the
PC
OSI
audits,
lead
2,
which
is
the
police,
conduct,
oversight,
Commission
audits
and
issues
that
they
pick
up
our
staff
access
staff
for
the
PC
OSI,
so
they
will
then
start
watching
body
camera
related
to
whatever
the
issue
is
they're
looking
at,
and
that
can
also
lead
to
bigger
issues
that
can
be
analyzed
and
positive
recommendations
to
come
out
of.
They
oftentimes
in
both
forms
of
audits,
identify
additional
policy
and
procedure
that
can
be
addressed.
T
In
addition,
MPD
is
actually
monitoring
body,
worn
camera
on
the
precinct
level,
and
a
nice
system
has
been
set
up
that
we
worked
on
that's
electronic
notification.
So
if
a
supervisor
sees
something
now,
it's
not
just
on
them
to
handle
it
internally
and
hope
it
resolves.
They
actually
refer
to
the
issue
to
OPC
our
internal
affairs
route
through
OPC
are
we
handle
it
like?
We
would
handle
any
other
complaint
and
that
that
is
tracked
and
captured.
T
So
now,
I'd
like
to
talk
a
little
bit
about
the
collaborative
efforts
that
OPC
r
has
worked
on.
I
think
sometimes
there's
a
lot
of
focus
on
some
of
the
reports
that
we
presented
to
the
council,
but
sometimes
we're
in
partnership
situations
where
there's
actually
been
a
lot
of
good
work
being
done.
So
one
of
our
major
partners
is
internal
audit
and
some
of
the
projects
we
worked
on
with
internal
audit
this
year,
our
equity
and
recruitment
off
duty
and
a
body
worn
camera
audit.
T
Now
the
equity
in
recruitment
study
I
think,
is
a
great
example
of
how
we
try
and
work
alongside
other
departments
when
issues
arise.
At
the
same
time,
internal
audit
had
on
their
work
plan
that
they
were
interested
in
looking
at
equity
and
recruitment
issues
to
diversify
the
Minneapolis
Police
Department
are
they,
you
know
really
getting
the
broadest
range
of
candidates?
At
the
same
time,
the
police
conduct
oversight
Commission
also
started
raising
the
issue
that
they
really
wanted
to
look
at.
How
are
people
being
hired?
T
What
about
women,
especially
what
about
people
of
color,
so
that
issue?
It
appeared
that
both
both
entities
were
coming
to
it
at
the
same
time,
so
that
resulted
in
a
really
positive
partnership.
That's
actually
taking
a
long
range
look
at
equity
and
hiring,
and
how
can
things
be
improved
to
hopefully
recruit
and
retain
more
diverse
candidates
in
the
Minneapolis
Police
Department?
One
thing
that's
already
been
implemented
is
a
change
in
testing
standards
and
I
hope
that
women
and
minority
candidates
won't
exit
that
process
very
early
and
we'll
have
more
episodic
becoming
a
police
officer.
T
There
will
be
more
things
developing
on
that
and
we
will
report
that
to
you.
As
it
happens,
the
off
duty
study
is
kind
of
looking
at
best
practices
for
off-duty
what's
happening
now,
what
can
be
improved
and
the
body
worn
camera
audit,
which
is
something
we
participate
with
internal
audit
every
single
year
as
subject
matter,
experts
and
our
analysts
will
review
a
lot
of
body
camera,
looking
specifically
at
force
incidents
to
make
sure
that
audit
is
fully
informed.
T
The
Minneapolis
Police
Department
is
obviously
a
partner
in
artwork,
and
we,
where
we
work
closely
with
them
some
of
the
positive
projects
that
we've
worked
on
with
them
this
year
include
the
co
responder
program.
As
many
of
you
already
know,
the
police
conduct
oversight
Commission
actually
created
the
idea
for
the
Co
responder
program
in
one
of
their
studies.
That
was
then
picked
up
by
the
Minneapolis
Police
Department,
and
then
it
was
implemented
first
as
a
pilot
and
approved
by
the
City
Council
the
mayor,
and
now
it's
been
on
its
way
to
a
full-fledged
project.
T
That's
in
all
the
precincts
one
very
nice
feature
about
the
launch
of
that
Co
responder
program
is
that
in
all
of
the
interviews
in
all
of
interviews
for
staff
to
work
on
Co
responder
in
some
of
the
ideation
meetings,
both
PC,
our
analysts
were
actually
included
in
that
process,
and
that
was
really
nice.
That,
after
having
been
at
the
beginning
of
the
idea
to
kind
of
help,
see
it
through
with
the
police
department
and
have
them
take.
Our
offices
input
the
body
worn
camera
policies,
something
that
was
worked
on
very
early
through
the
commission.
T
T
Another
major
project
with
the
Minneapolis
Police
Department
that
I
don't
know
if
it's
on
a
lot
of
people's
radar
is
actually
the
discipline
matrix.
The
discipline
matrix
is
a
really
important
tool
that
informs
the
Chiefs
decisions
on
discipline.
It
had
been
quite
some
time
since
it
had
a
large
overhaul.
T
So
looking
ahead
for
the
next
year,
one
is
just
trying
to
plan
out.
You
know
always
doing
systematic
process
improvement
and
as
increasing
complaints
seem
to
be
the
norm
for
the
new
normal
for
OPC
are.
How
do
we
handle
that?
How
do
we
best
use
resources
and
that's
something?
That's
an
ongoing
discussion
in
our
office,
also
body
camera,
wonderful,
the
policies
have
changed,
officers
are
wearing
body,
camera
work,
but
also
it
leads
to
more
body
camera,
viewing
kind
of
talking
about
our
best
practices
for
viewing
body
camera,
we're
using
it.
T
How
we
can
keep
sustain
what
we
have
now
more
OPC
R&P
COC
programmatic
audits.
There
are
ideas
and
good
things
that
are
happening
that
are
in
their
infancy
now
and
hopefully,
within
the
next
year,
we'll
be
able
to
bring
reports
to
you
on
the
issues
that
we're
working
on
and
just
sustaining.
The
positive
growth
in
office.
We've
gotten
a
lot
of
positive
feedback,
and
it
appears
that
you
know
some
people
can
look
at
a
rising
complaint
level
as
something
that's
negative.
You
could
also
look
at
it
that
people
are
more
aware
of
the
system.
T
They
understand
what
can
happen.
They
understand
there
can
be
accountability
and
I
wanted
it
closed
on
a
positive
note
to
share
something
with
you.
We
participate
in
the
National
Association
of
civilian
oversight
for
law
enforcement.
Our
office
was
recognized
at
the
National
Conference
by
the
agency
for
excellence
in
oversight
for
the
last
year.
It
was
really
nice
to
be
recognized
on
national
stage
as
the
city
of
Minneapolis
with
positive
oversight.
T
A
W
You
started
to
kind
of
get
at
it
at
the
end,
but
I
was
wondering
if,
if,
if
you
had
any
sort
of
thoughts
on
why
the
on?
Why
you
do
think
that
the
the
complaints
are
increasing
because,
as
you
said,
it
could
be
positive
or
negative
and
just
kind
of
wanted
to
see
what
your
professional
opinion
is
sure.
T
It's
still
viewed
by
body
camera
analysts
intake
investigators,
the
commander
of
Internal
Affairs
and
myself,
and
that's
a
lot
of
review
for
something
so
I
like
to
think
that
a
lot
of
those
targeted
efforts
and
that's
a
staff
effort,
I
think
some
recognition
like
this
doesn't
happen
with
one
person
we've
had
you
know
a
dedicated
staff
who's
been
with
us
for
a
significant
amount
of
time
he's
been
putting
a
lot
of
work
into
making
sure
that
people
understand
that
it's
a
professional
organization,
that's
dedicated
to
hearing
people's
issues.
Thank
you.
W
For
that
I
questions
on
the
the
average
days
to
complete
an
intake
slide.
I
know
that
we're
looking
at
the
averages,
but
how
long
and
I'm
happy
to
see
them
coming
down
dramatically
since,
since
the
new
staff
was
hired,
the
investigator
was
hired.
How
long
can
some,
let
you
know,
can
some
of
these
intakes
drag
out
if
we're
looking
at
the
averages
here.
T
Chair
Cano,
councilmember,
Cunningham
I,
kept
Samar,
Ellison
I.
Think
the
issue
is
that
it's
I
think
the
averages
you're
looking
at
about
right
now
we're
at
about
a
month
I
mean,
of
course
we
want
it
to
be
lower,
and
you
can
see
that
even
you
know
this
whole
graph
here
I
was
here
this
entire
time,
and
you
know
it
was
really
of
importance
to
us
at
the
beginning.
T
You
know,
I
think
that
it's
probably
I
would
say
just
anecdotally
from
looking
at
the
month,
it's
probably
about
a
month
from
when
someone
files
a
complaint,
but
if
we're
able
to
get
to
it
quicker
and
always
priority
cases
are
flagged
and
routed.
So
you
know
that's.
If
there's
something
that
is
an
emergency,
it
gets
heard
that
week
and
so
that
can
sometimes
push
other
cases
who
that
may
not
be
as
emergent
back
a
little
bit,
but
we
really
try
and
stay
within
that
month.
Thank.
W
You
and
I
ask
that
just
also
curious
about
how
do
four
cases
that
might
be
taking
a
little
longer
how
we
make
sure
we're
staying.
What's
the
communication
like
to
the
person
who
made
the
complaint
so
that
they
do
know
in
this
case
might
be
taking
a
little
longer,
but
we're
still
actually
working
on
it,
because
you
know
that
affects
trust
as
well.
Right.
T
Chair
Cano,
councilmember,
Ellison
I
think
the
hard
thing
about
that
is
the
Minnesota
Data
Practices
Act
really
restricts
what
we're
allowed
to
tell
complainants
I
can
tell
you
personally
from
coming
in
more
of
an
advocacy
role,
my
previous
work.
It
is
quite
frustrating
to
not
be
able
to
give
updates
to
people
or
finally,
in
complaints
that
you
would
like
them
to
know
so
a
lot
of
times.
I
cannot
tell
people
what's
going
on.
T
We
try
and
give
people
general
information,
though,
if
they're
calling
my
intake
investigators
are
really
very
good
with
talking
to
community
members
you're
calling
to
ask
about
their
complaints,
but
they
have
to
give
them
more
general
information
like
generally,
it
will
take
this
amount
of
time
to
be
heard,
but
we
tell
people
what
we
can,
but
we
are
very
severely
limited
by
the
data
Practices
Act
and
what
we
can
share
about
cases
that
are
being
processed.
Thank
you,
yeah,
wonderful,.
A
Thank
you,
I'm,
not
seeing
any
more
comments
or
questions
so
I
appreciate
your
presentation
and
thanks
to
everyone
who
joined
us
this
morning
for
their
public
testimony
so
without
further
business
before
us.
Let's
move
to
receive
and
file
this
presentation
from
the
office
of
police
conduct
review
as
there
a
report
all
those
in
favor,
please
say
aye
aye
and
we
are
adjourned.
Thank
you
very
much.