►
From YouTube: August 15, 2022 Policy & Government Oversight Committee
Description
Additional information at:
https://lims.minneapolismn.gov
A
A
C
A
Absent
up
council
member
excuse
me
vice
chair
wonsley,.
B
A
A
Here
we
have
six
present,
let
the
record
reflect
that
we
have
a
quorum
and
my
colleague
council
member
vital,
has
let
me
know
that
they
are
in
and
out
of
other
official
city
business.
So
if
you
see
councilmember
vita
take
off
it's
not
because
she
doesn't
enjoy
pogo,
it's
because
she's
handling
other
city
business,
important
business.
So
on
behalf
of
the
city,
so
thank
you
for
the
heads
up
councilmember.
A
There
are
seven
items
on
consent
on
the
consent
agenda
today.
I'll
now
read
those
items
for
the
record
item
number
one
is
the
collecting
collective
bargaining
agreement,
t
teamsters
911s
supervisor
unit
from
2021
through
2023
item
number:
two
is
a
retention
incentive
for
non-represented
appointed
and
politically
appointed
employees.
A
Item
number
five
is
a
contract
amendment
with
urban
ventures
inc
for
the
pathways
gun
diversion
program
item
number:
six
is
a
contract
amendment
with
primer
electrical
corporation
for
electrical
work
for
the
public
service
building
item
number:
seven
is
a
legal
settlement,
kelbro
company
versus
crown
underground,
llc
and
the
city
of
minneapolis.
A
Not
seeing
any
discussion,
and
so
I
will
move
to
approve
the
consent
agenda
and
I'll
do
a
voice
vote.
So
all
those
in
favor
say
aye
aye,
all
those
opposed,
say,
nay,
and
that
motion
carries
and
the
consent
agenda
is
approved.
A
Our
next
item
is
a
report
compiling
the
city's
second
quarter,
staff
purchasing
letters
and
joint
purchasing
letters.
This
is
a
regular
receiving
file
and
I
understand
we
have
staff
available
for
questions,
but
that
not
necessarily
a
presentation,
and
so
are
there
any
questions
from
my
colleagues
all.
D
A
And
so
on
the
discussion
we
have
three
discussion
items
today.
The
first
is
the
passage
of
a
resolution
establishing
a
city
policy
regarding
city
participation
in
amethyst
briefs
I'll
now
invite
eric
nielsen
our
civil
division
deputy
in
the
attorney's
office.
To
give
a
brief
explanation
on
this
item.
Thank
you,
chair.
D
Ellison,
so
yes,
this
is,
this
is
a
resolution
that
would
provide
more
of
sort
of
quote,
unquote,
blanket
authorization
to
the
city
attorney's
office
to
participate
as
support
or
filing
amicus
briefs
in
cases
of
national
cases
and
the
the
resolution
is
very
clear
that
the
parameters
established
are
that
the
city
would
only
join
or
support
a
position
in
a
lawsuit
when
it's
in
line
fully
in
line
with
adopted
city
policy.
D
This
committee
and
and
committee
of
the
whole
can
think
of
a
couple
recent
examples
within
the
last
couple
months
where
we
had
to
walk
items
on
to
the
agenda
in
this
type
of
scenario,
the
requests
often
come
sort
of
somewhat
last
moment,
and
we
do
usually
we
have
to
get
council
authority
to
to
join,
and
so
we've
had
to
walk
those
items
on
there's
also
past
precedent,
starting
in
I
believe,
2019
was
the
first
year,
but
it
might
have
been
before
that,
where
the
city
attorney's
office,
with
in
in
this
case
with
the
office
of
immigrant
and
refugee
affairs,
submitted
a
joint
rca
requesting
this
type
of
authority
in
immigration
related
lawsuits,
so
that
we
could
join
them
in
support.
D
Throughout
the
year,
without
each
time
having
to
come
to
council
to
ask
for
that
support,
and
that
was
approved
by
previous
councils
each
year
on
an
annual
basis,
I
believe
there
was
also
a
similar
authorization
in
a
past
year
in
the
area
of
environmental
sustainability.
So
this
just
provides
a
little
bit
more
of
a
wider
purview.
There
will
be
transparency
at
the
back
end.
D
We
will
always
furnish
the
briefings
to
the
to
the
council
as
they
are
entered
and
supported,
and
so
every
everyone
will
be
fully
informed
of
those
and
in
any
situation
where
there's
any
question
whatsoever
about
alignment
with
city
adopted
policy.
D
We
will
of
course,
reach
out
to
council
leadership
first,
and
if
there
is
any
question
from
there,
then
we
could
take
the
step
of
coming
to
the
council
on
that
case-by-case
basis,
to
ask
for
your
your
approval,
but
this
will
just
make
it
easier
for
us
to
join
these
instead
of
this
last
minute
rush,
which
unfortunately,
we've
had
to
do.
I
try
to
avoid
that
at
all
costs,
but
we've
had
to
do
it
a
couple
times
now,
even
within
the
last.
I
think
two
months
so.
A
Thank
you,
mr
nelson,
and
real
quick
for
the
public.
I
know
that
I
know
the
the
last
one
we
were
just
we
were
that
was
up
for
discussion
was
around
voter
rights
and
access
for
the
public.
Would
you
be
able
to
just
give
a
brief
sort
of
like
in
recent
memory,
the
last
two
or
three
amicus
briefs?
We've
we've
filed
as
a
city.
D
It's
okay
here,
elsa
you're
correct,
so
there
was
a
there
was
a
voting
rights
act
case.
We've
also
joined
in
support
of
the
state
of
colorado
in
the
in
the
case,
which
is
seeks
to
resolve
the
tension
between
first
amendment
practices
and
anti-discrimination.
D
Provisions
of
you
know
a
civil
rights
ordinance,
the
the
other,
let's
see
the
third
most
recent
case.
If
I
recall,
I
think
the
third
most
recent
case
was
an
immigration
related
case,
and
I
can't
remember
the
the
specific
issues
involved,
but
it's
those
kinds
of
big.
D
A
Just
wanted
folks
at
home
to
know
the
kinds
of
things
that
we
might
file
in
america,
amicus
brief
for,
so
that
they
have
some
some
frame
of
reference
for
this,
for
this
decision
and
and
and
what
it
could
lead
to,
and
I
think
that
everything
that
we've
we
followed
before
in
the
past
is
really,
as
you
said,
really
in
lockstep
with
the
city's
values.
So
are
there
any
questions
from
colleagues
all
right?
Seeing
no
further
discussion,
I
will
move
approval
of
this
item.
A
Our
next
discussion
item
is
the
passage
of
a
resolution,
updating
the
city's
paid
parental
leave
policy,
and
I
will
now
invite
staff
to
come
forward
and
give
us
a
brief
presentation.
C
C
So
increasing
our
paid,
increasing
our
paid
parental
leave
to
12
weeks
provides
a
benefit
that
will
differentiate
us
from
other
employers
and
help
us
to
achieve
our
one
of
our
goals
of
being
an
employer
of
choice,
as
well
as
recognizing
family
work-life
balance.
As
an
important
and
vital
to
the
success
of
our
employees
and
to
the
city
of
minneapolis.
C
C
C
Eligibility
of
paid
parental
leave
is
not
tied
to
family
and
medical
even
differs
in
a
couple
of
ways.
First,
employees
don't
have
to
be
here
for
any
length
of
time
before
having
their
child
to
be
eligible
for
paid
parental
leave,
and
they
don't
have
to
work
on
a
certain
number
of
hours
in
the
year
before
those
are
both
elements
of
family
medical
leave
that
are
different
from
in
the
paid
parental
leave.
Secondly,
if
both
parents
are
employees
of
the
city,
they
both
receive
this
leave,
as
opposed
to
family
and
medical
leave.
C
Hr
is
working
actively
with
communications
on
a
communication
plan
and
will
begin
the
communicating
and
educating
of
employees
and
supervisors
on
this
leave
as
soon
as
passed
and
is
effective.
This
includes
specifying
that
exact
date
of
that
12-12
week,
look
back
that
we
will
determine
once
it
is
published.
C
A
Thank
you
so
much
for
the
brief
presentation
I
see
we
have
vice
chair.
Wansley
is
in
queue.
Do
you
mind
if
I
I'm
gonna
pass
it
to
councilmember
johnson,
real
quick
to
have
first
word
as
the
primary
author.
E
Thank
you,
mr
chair.
I
really
appreciate
that
I'm
happy
to
move
this
item
and
I
just
want
to
extend
my
gratitude
and
thanks
to
our
staff
in
the
hr
department
and
budget
as
well,
amy,
ricka,
josie
and
others
who
are
involved
in
this
work
in
this
policy.
It
is
just
so
so
important
and.
C
E
We
can
think
about
it
in
terms
of
our
employee
wellness
as
well
right
of
being
able
to
get
that
leap,
so
you
can
form
that
bond,
but
I
also
think
about
it
as
that
outcome
of
that
child
and
that
family
itself
right.
The
research
shows
that
this
is
so
critical
for
the
bond
between
a
parent
and
a
child.
E
The
research
shows
this
is
so
critical
for
the
connection
and
the
relationship
between
partners
during
this
really
momentous
moment
in
their
lives,
and
the
research
shows
that
this
is
so
formative
for
that
baby
and
growing
up
in
terms
of
how
they
develop
cognitively,
socially,
even
down
to
their
immune
systems
right
and
whether
they're
healthy
individuals
moving
forward,
and
so
when
we
think
about
this.
This
is
truly
the
smallest
price.
We
could
pay
for
such
a
large
benefit
for
that
individual
for
that
family
and
for
the
way
that
it
impacts
society
by
that
change
in
trajectory.
E
For
this
additional
time.
I
think
this
is
a
great
step
moving
to
12
weeks.
I
also
think
we
should
be
looking
ahead
and
thinking
about
how
we
can
move
even
further
on
this.
So
I
would
be
very
interested
in
continuing
this
conversation
after
today
and
thinking
about,
for
instance,
six
months,
probably
as
the
next
step,
we
wouldn't
be
the
first
to
make
that
leap.
E
I
know,
there's
other
even
nations
that
are
going
much
further
in
that
regard,
but
the
research
is
out
there
that
really
establishes
that
the
return
on
that
investment
is
absolutely
worth
it
and
at
the
end
of
the
day,
I
think
that
that's
a
way
that
the
city
can
really
contribute
to
the
next
generation
of
our
city
and
the
residents
of
our
city
and
then
beyond.
What
we're
doing
here
today
for
our
four
thousand
city
employees.
E
I
hope
that
this
action
also
helps
inspire
the
private
sector,
non-profit
sector
or
other
governmental
partners,
to
move
as
well
and
to
offer
and
extend
these
benefits
to
their
employees,
because
I,
I
truly
hope
that
everyone
in
the
city,
every
parent
in
the
city,
has
access
to
leave
paid,
leave
like
this
and
even
more
than
this,
so
that
they
can
also
reap
the
benefits
and
that
society
can
reap
the
benefits
as
well.
So,
thank
you
so
much.
It
does
have
a
very
meaningful
impact.
E
You
know
149
families
that
have
benefited
from
this
over
the
last
year.
The
thing
is:
that's
a
number
right
behind
each
one.
There
are
children,
149
plus
in
some
cases,
there's
twins
right,
maybe
even
triplets
right
so
more
than
I,
I
see
our
deputy
city
attorney,
who
who's
very
well
aware
of
that
right.
So
we
we,
we
have
more
than
149
children
who
whose
lives
are
truly
better
off
and
their
trajectories
better
as
a
result
of
this
work
and
their
families
as
well,
and
so
there
are
real
people
behind
it.
E
That
are
are
grateful
for
the
work
of
our
staff
and
my
thoughtful
colleagues
who
have
co-authored
this
as
well
and
who
carry
this
value
and
know
that
it's
important
work,
so
thank
you
all
again
so
much
and
let's
find
opportunities
to
go
even
further.
Thank
you.
A
Thank
you
councilmember
johnson,
and
thank
you
for
making
the
motion
vice
chair
wonsley.
Thank.
B
You
chair
ellison.
Of
course
I
want
to
thank
our
amazing
staff
as
well
as
councilmember
johnson,
for
spending
many
years
in
conversation
about
how
to
move
our
city
forward
and
advancing.
This
very
specific
policy,
which
I
want
to
know,
is
a
definite
win
for
our
working-class
employees.
B
Pay
parental
leave
is
something
that
I
want
to
share.
You
know
our
federal
government
should
be
setting
on
the
parameters
for,
but
unfortunately
like
so
many
other
important
issues
that
have
been
resolved
at
the
national
level.
Municipal
cities,
like
minneapolis,
now,
is
having
to
take
the
lead
on
important
working-class
issues,
while
also
contending
with
your
you
know:
resources
in
our
national
governmental
agencies,
but
by
ensuring
that
our
city
employees
are
able
to
utilize
12
weeks
of
pay
parental
leave.
B
We
are
exhibiting
our
firm
commitment
to
our
values
and
setting
the
standard
of
how
employers
should
be
treating
their
employees
starting
at
the
city
of
minneapolis
pay.
Parental
leave
is
such
a
critical
part
of
supporting
workers,
workers
and
businesses,
and
I'm
glad
that
minneapolis
is
taking
the
lead
and
setting
a
strong
standard.
B
There
has
been
many
more
times
and
I
can
count
where
I've
been
told
that
you
know
this.
The
statements
that
we
make
up
here
on
this
diocese
as
a
city
are
often
disconnected
from
our
actual
commitments
and
our
actions,
and
I'm
so
extreme
extremely
excited
to
be
part
of
supporting
this.
B
This
policy
that
actually
demonstrates
you
know,
alignment
between
our
words,
our
commitments
and
our
actions
and
glad
that
many
several
well,
a
few
hundred
of
our
city
employees
will
get
to
reap
the
material
benefits
of
you
all
labor
and
our
council
members
labor
and
making
this
happen.
So
I
just
want
to
uplift,
you
all
and
just
know
one
of
the
most
exciting
things
that
I'm
glad
pogo
could
be
able
to
bring
forward
to
our
our
communities.
A
Thank
you
so
much
vice
chair
is
any
other
questions,
any
other
statements.
You
know,
I
guess
I'll
just
close
just
by
thanking
staff.
You
know,
I
think,
often
it's
you
know,
elected
officials
who
are
up
here
and,
as
you
can
tell,
we
all
feel
very
passionately
about
this
issue,
but
often
it's
it's
like.
Oh,
the
elected
officials
set
the
the
the
terms
and
and
and
the
guideposts
and
staff
sort
of
do
the
work,
and
I
feel
like
here
just
from
our
from
our
briefings
and
everything
this.
A
I
feel
like
you've
taken
on
not
only
the
role
of
executing,
but
you
really
have
engaged
with
the
enterprise,
and
I
think
that
this
work
is
is
is
is,
is
more
yours
than
anyone's
and
so
we're
we're
honored
to
be
able
to
vote
on
it
up
here,
but
just
want
to
say
that
we
really
see
the
the
immense
amount
of
work
that
went
into
this,
and
and
thank
you
for
advocating
for
it,
and
thank
you
for
briefing
all
of
us
on
it
and
excited
to
take
this.
A
Yes,
we
probably
should
just
applaud
our
staff
for
this.
This
is
excellent
work
great
well,
not
seeing
any
more
discussion.
I
will.
I
will
on
council
member
johnson's
motion
to
approve
this
item.
All
those
in
favor
indicate
by
saying
aye
aye,
all
those
opposed,
say,
nay,
perfect
and
that
motion
carries.
Thank
you
so
much.
A
Our
next
item
is
a
presentation
and
staff
direction
on
police
misconduct
and
public
data.
This
item
and
the
related
staff
direction
was
original
was
originally
on
our
july
18th
agenda,
but
it
was
delayed.
A
few
cycles
till
today
I'll
first
introduce
our
two
presenters.
A
First
is
professor
rachel
moran,
who
you've
seen
in
pogo
before
and
and
abigail.
Sarah
professor
moran
is
an
associate
professor
and
founder
of
the
criminal
and
juvenile
defense
clinic
at
the
university
of
saint
thomas
school
of
law.
The
2020
graduating
class
selected
her
as
the
law
school's
professor
of
the
year.
Congratulations
moran
focuses
her
scholarship
on
issues
pertaining
to
police,
accountability,
policing
reform
and
public
access
to
records
for
police
misconduct.
A
A
She
is
an
attorney
with
a
long
professional
career
that
includes
being
an
assistant
public
defender
with
the
hennepin
county
defender's
office,
an
investigator
with
the
minneapolis
civil
rights
department
and
a
practicing
attorney
with
private
firms
and
businesses,
and
so
I'll
now
invite
our
presenters
up.
I
think
professor
moran
will
be
presenting
first,
so
thank
you
so
much.
G
Good
afternoon,
chair
ellison
vice
chair,
wansley
council
members.
Thank
you
for
having
me
here,
I'm
one
of
the
relatively
few
scholars
nationwide,
who
specifically
studies
laws
governing
whether
and
in
what
context
the
public
can
access
information
about
police
misconduct.
G
G
My
goal
here
is
to
just
provide
information
to
hopefully
educate
and
be
a
source
of
information,
so
that
you
all
my
council
members,
can
help
the
city
move
forward.
Let
me
start
with
a
little
background.
Information
minnesota
has
a
state
statute.
Many
of
you
may
be
familiar
with
it's
statute.
13.43
that
governs
what
type
of
government
employee
records
are
accessible
to
the
public,
in
other
words,
public
records
and
with
respect
to
claims
of
misconduct
by
government
employees,
which
is
what
I
have
on
this
slide
in
front
of
me.
The
statute
says
two
important
things.
G
The
things
that
are
public
are
that
subsection
for
the
existence
and
status
of
complaints
against
the
employee
and
when
they
say
status,
they
just
mean
whether
the
complaint
is
open
or
closed
and
whether
it
was
resolved
with
or
without
discipline,
subsection.
Five.
If
the
the
complaint
resulted
in
discipline,
then
the
public
can
also
access
information
about
the
specific
reasons
for
the
discipline,
the
investigation,
data
documenting
the
basis
of
the
investigation
and
the
decision
to
discipline.
G
What
I
think
is
important
for
folks
to
understand.
There
is
there's
a
lot
more
publicly
accessible.
If
discipline
is
imposed,
there's
very
little,
that's
accessible
to
the
public
if
no
discipline
is
imposed
just
the
fact
that
a
complaint
was
filed
and
that
it
was
closed
with
no
discipline,
the
city
of
minneapolis
civil
service
rules
also,
they
provide
for
five
different
types
of
discipline
that
I've
listed
on
the
slide
warning,
written
reprimand,
suspension,
demotion
and
termination,
because
these
are
forms
of
discipline.
G
Maybe
this
feels
obvious,
but
these
are
all
forms
of
discipline,
and
so,
if
a
city
employee
were
to
this
were
to
be
imposed
against
a
city
employee,
that
would
be
a
matter
of
public
record.
That's
where
the
civil
service
rule
interacts
with
that
state
state
statute,
13.43
in
the
context
of
policing,
the
minneapolis
police
has
long
resolved
a
percentage,
a
fairly
high
percentage
of
complaints
with
something
other
than
these
five
types
of
discipline
here
that
they
use
a
practice
that
they
refer
to.
G
As
coaching
and
I'll
point
you
to
the
minneapolis
police
department
policy
manual-
and
this
is
a
quote
allegations
which
only
describe
minor
or
low-level
infractions
by
sworn
employees.
Aka
police
officers
may
be
referred
to
the
employee's
supervisor
for
coaching
in
december
of
2020,
the
minneapolis
police
amended
its
policy
manual
to
add
this
second
sentence
here
that
says
coaching
is
not
discipline,
so
this
is
a
form
of
a
response
to
complaints
or
allegations
of
misconduct.
G
That
is
considered
not
discipline
and
therefore
not
a
matter
of
public
record
you'll
see
the
policy
manual
does
say
that
coaching
is
limited
to
minor
or
lower
level
infractions.
G
There's
strong
reason
to
believe
that
the
minneapolis
police
department
has
previously
used
coaching
for
more
than
that.
There's
data
gathered
between
2013
and
2021..
I
did
not
gather
the
data.
This
is
a
combination
of
data
gathered
by
the
minnesota
coalition
on
government
information
and
the
minnesota
reformer,
but
it
suggests
that
the
minneapolis
police
department
has
used
coaching
to
resolve
hundreds
of
complaints.
G
G
So
coaching
is,
I
won't
get
into
the
motivation
for
it,
but
as
a
practical
matter,
the
effect
of
using
coaching
as
a
way
of
resolving
complaints
is
that
information
is
not
accessible
to
the
public.
So
if
a
complaint
was
filed,
we
would
know
that
it
was
resolved,
no
discipline.
We
don't
know
if
it
was
no
discipline
because
it
was
found
to
be
not
sustained
or
a
false
allegation
or
if,
in
fact,
the
investigation
concluded
that
the
complaint
was
valid,
but
that
coaching
resulted.
G
I
am
a
proponent
of
transparency
and,
if
you
read
my
writing
on
this
topic,
you'll
see
I've
written
a
lot
about
this.
I
think
the
the
starkest
way
to
illustrate
this
and
many
other
people
have
used
this
illustration,
but
unfortunately,
is
the
case
of
derek
chovin.
We
know
from
the
attorney
general's
filings
that
mr
chauvin
had
is
alleged
to
have
used
similar,
dangerous
methods
of
force
in
at
least
seven
prior
cases,
all
of
which
were
resolved
with
no
discipline.
G
So
we
don't
know,
did
the
minneapolis
police
investigate
those
and
conclude
that
they
were
not
valid
complaints
or
did
the
minneapolis
police
conclude
that
this
was
some
a
coachable
matter?
We
know
that
at
least
one
of
those
cases
we
now
know
involved
a
criminally
excessive
amount
of
force.
That's
the
teenager
that
mr
shulvin
later
pled
guilty
to
violating
his
civil
rights,
but
as
a
member
of
the
public,
I
would
not
be
able
to
know
what
happened.
What
was
the
thoroughness
of
those
investigations?
What
were
the
precise
claims
leveled
against
mr
shulman?
G
What
did
minneapolis
police
do?
Did
they
decide
that
this
was
a
matter
appropriate
for
coaching?
I
just
can't
know
these
things
because
they
were
resolved
without
discipline,
so
that
state
statute
matters
a
lot
and
especially
when
it's
interacting
with
the
minneapolis
police
department,
coaching
practices,
derek
shelvin,
is
of
course
notorious,
but
he
is
not
the
only
officer
with
a
history
of
misconduct
allegations
that
resulted
in
discipline
in
no
discipline.
G
G
G
There
are
approximately
20
states
that
make
most
or
all
police
misconduct
records
public.
There
are
a
very,
very
tiny
minority
of
states.
I
think
it
right
now
is
just
one
or
two
that
make
all
police
misconduct
records
inaccessible
to
the
public
and
you'll
see
we've
got
a
lot
of
states
left
minnesota
falls
into
this.
G
G
In
recent
years,
there's
been
a
significant
trend
in
favor
of
transparency.
California,
new
york,
maryland,
colorado
and
illinois
are
just
five
states.
I
can
immediately
name
that
in
the
past
three
years,
or
four
years,
perhaps
have
changed
their
state
laws
to
expand
at
public
access,
and
I've
testified
in
front
of
legislatures
in
a
number
of
other
states
that
are
considering
similar
bills.
So
this
issue
is
a
hot
topic
and
most
states
and
jurisdictions.
Cities
that
do
have
the
ability
to
decide
are
moving
in
favor
of
transparency.
G
G
I
tried
to
do
a
lot
of
research
on
this
and
there's
there's
quite
a
bit
of
variety
here:
south
bend,
indiana
you
have
a
disciplined
matrix.
That
verily
clearly
says
coaching
is
discipline
in
milwaukee.
Coaching
is
not
discipline.
Some
some
jurisdiction,
some
police
departments,
use
something
called
a
verbal
reprimand
that
feels
very
similar.
G
Pitting
people
in
favor
of
transparency
against
police
officers
or
police
administrators,
and
I
did
a
survey
published
a
piece
two
years
ago-
called
law
enforcement
perspectives
on
public
access
to
misconduct
records.
I
regret
the
title
it's
too
long,
but
it's
it's
freely
accessible
on
the
internet
if
you're
interested
in
reading
it
what
the
survey
involved
was.
It
was
a
survey
of
nearly
an
anonymous
survey
of
nearly
350
law
enforcement
administrators.
G
To
this
the
slide
I
just
showed
you
is
excerpts
from
that
new
disciplinary
matrix
to
indicate
that
coaching
should
only
occur
for
conduct.
That
is
an
isolated
incident
and
had
or
may
have
a
minimal
negative
impact
on
operations
of
the
minneapolis
police
department
and
the
examples
they
listed
you'll
see
there
include
wearing
improper
attire,
losing
equipment
or
failing
to
show
up
for
court.
G
The
new
disciplinary
discipline
matrix
also
indicates
it
provides
a
example
of
conduct
eligible
for
termination
and
it
states
that
acts
of
bias,
discrimination
or
retaliation,
as
described
in
both
mpd
policy
and
the
city's
anti-discrimination
harassment
and
retaliation
policies.
Those
are
examples
where
termination
could
be
appropriate.
I
will
note
that
the
matrix
still
gives
quite
a
bit
of
discretion
to
the
chief
to
make
the
ultimate
decision,
and
so
the
matrix
is
showing
presumptively.
G
The
recent
department
of
human
rights
investigation
criticized
both
the
city
attorney's
office
and
hennepin
county
attorney's
office.
I
will
say
I'm
especially
troubled
by
the
hennepin
county,
attorney's
brady
policies
which
are
woefully
lacking,
I
think,
was
the
quote
from
the
department
of
human
rights
investigation
and
which
I
would
concur
with.
G
These
are
issues
in
part
that
the
city
and
county
attorneys
need
to
figure
out,
but
also
your
decisions
about
what
kind
of
conduct
should
result
in
discipline
or
what
discipline
even
is
how
to
define
it
could
impact
how
the
information
that
is
ultimately
disclosed
about
officers
to
people
and
criminal
case
to
defense,
attorneys
or
defendants
in
criminal
cases
I'll
stop
there.
I
don't
know
if
you
want
me
to
seed
the
floor
now
or
answer
questions.
A
I'll
stop
to
see
if
there
are
questions
from
colleagues,
but
there
also
might
be
questions
after
the
after
both
presentations.
So.
A
A
So,
thank
you,
professor
and
next
I
will
invite
up
abigail
sarah.
F
Chairmansley,
my
name
is
abigail
sarah,
I
am
an
attorney
in
minneapolis
and
I
was
a
former
hennepin
county
public
defender
former
commissioner
and
chair
of
the
minneapolis
police
conduct,
oversight,
commission
or
pcoc,
and
actually
a
former
employee
of
the
city
of
minneapolis.
So
I
would
just
like
to
say
kudos
for
passing
that
paid
parental
leave.
That
would
have
been
a
huge.
C
D
F
Family,
so
I'm
really
happy
to
hear
that
I'm
here
today
to.
A
F
I'm
here
today
to
share
my
experience,
both
as
a
public
defender,
criminal
defense
attorney
as
a
commissioner
as
a
resident
of
minneapolis
and
I'm
happy
to
answer
all
questions.
I
believe
I've
met
with
many
council
members
individually,
but
sometimes
it's
beneficial
to
have
a
a
panel
discussion
if
you
will
so
perhaps
I
should
just
start
by
saying
how
I
encountered
brady
encountered
the
issue
of
coaching,
so
I
never
heard
the
word
coaching
until
2020
when
I
was
serving
on
the
pcoc.
D
F
It
is
sort
of
part
and
parcel
of
being
a
criminal
defense
attorney
brady
brady
data,
brady
material
you'll
hear
those
two
terms.
That
is
a
really
it's
a
it's
a
universe
of
data
that
can
come
into
a
criminal
trial.
It's
basically
in
summary,
anything
that
is
helpful
to
the
defense,
and
that
just
means
helpful.
It
doesn't
mean
you
have
to
get
a
not
guilty
verdict.
It
just
means.
Maybe
your
culpability
is
less,
so
your
sentence
should
be
reduced,
something
along
those
lines.
F
Brady
derives
from
the
united
states
constitution
from
due
process,
so
it
is
the
very
highest
law
of
the
land.
Nothing
is
higher
than
brady
constitutional
due
process.
Nothing
else
can
conflict
with
it.
So,
even
if
there
was
a
state
level
or
city
ordinance
that
would
have
more
restrictive
data
or
something
along
those
lines
that
would
have
to
cede
or
you
know,
take
a
back
seat
to
the
constitutional
brady
requirement.
F
So
how
does
this
come
up?
Well,
under
brady
prosecutors
are
obligated
to
work
with
all
agencies
that
are
participating
in
any
given
criminal
case
in
order
to
collect
and
disclose
brady
data
that
virtually
every
single
time
means
working
with
the
police
officers,
because
that's
who
investigates
crimes
and
that's
who
comes
forward
as
witnesses
under
the
constitutional
law,
defense
attorneys,
don't
even
have
to
ask
for
it.
F
The
united
states,
until
this
problem
is
fixed,
that's
something
that
we
all
as
a
community
just
really
need
to
listen
to
and
respond
to,
and
so
from
the
mdhr
report.
What
they
were
saying
is
that
the
the
city's
brady
system,
like
the
mechanism
for
collecting
brady
debt
and
disclosing
it
was
woefully
lacking
even
before
2017.
So,
even
in
the
before
times,
if
you
will
it
was
problematic
and
that
it
frankly
hasn't
improved.
F
Of
course,
there
are
problems
with
the
hennepin
county
attorney's
office,
which
this
body
cannot
impact,
but
improving
brady
data
collection
at
the
city
level
will
be
incredibly
helpful
and
impactful
at
the
county
level
as
well,
because,
of
course
95.
F
F
So
what
that
means
for
the
police
department
in
the
city
attorney's
office
is
that
it's
very
important
to
capture
record
and
disclose
police
misconduct,
because
very
often,
if
not
always,
that
can
be
relevant
as
brady
material
in
a
criminal
case
and
again,
that's
not
an
optional
thing,
that
is
the
u.s
constitution,
highest
law
of
the
land
due
process,
you
got
to
turn
it
over.
Even
if
you
don't
like
it,
you
got
to
turn
it
over.
F
So
I
I
think
there
is
some
difficulty
in
just
putting
brady
data
into
one
place
so
that
it
is
easily
accessible.
I
have
to
believe
that
some
prosecutors
that
I
had
worked
with
in
the
past
would
have
made
different
charging
decisions.
F
F
F
Perhaps
it
would
be
false
testimony
by
a
police
officer,
or
perhaps
everyone
is
watching,
the
body
camera,
video
and
everyone
sort
of
sucks
in
their
breath
and
they're
like
woo.
That
was
not
what
was
supposed
to
happen
there.
You
know
that's
something
that
should
be
recorded,
and
since
it
was,
it
happened
in
court
and
it
wasn't
the
subject
of
a
internal
affairs
investigation
or
something
like
that.
It's
not
captured
unless,
of
course,
the
prosecutor
sort
of
saves
it
in
their
own
file
or
the
defense
attorney,
puts
it
in
her
briefcase
and
walks
out
with
it.
F
You
know
something
like
that.
So
to
have
a
centralized
database
where
prosecutors,
judges
clerks,
could
disclose
that
kind
of
information
or
at
least
submit
it
to
internal
affairs
for
review.
I
think,
would
be
very
helpful
to
all
of
the
people,
interacting
with
the
court
system,
and
I
just
want
to
take.
I
made
a
note
to
myself
to
make
sure
I
say
this.
I
I
don't
want
to
come
across
saying
you
know.
F
F
That
lowers
the
credibility
of
that
officer
and
it
lowers
the
credibility
of
every
officer
testifying
that
doesn't
do
anyone
any
favors.
It's
not
good
for
police,
it's
not
good
for
the
defense.
Obviously,
it's
not
good
for
criminal
justice,
and
I
also
want
to
say
that
discipline
is
good
for
good
cops.
F
When
we
were
reviewing
some
some
cases
on
the
pcoc.
We
found
instances
where
one
minneapolis
police
officer
was
bullying
another
minneapolis
police
officer.
So
in
that
instance,
the
misconduct
that
was
occurring,
the
victim
was
another
police
officer
and
when
there
was
no
discipline
and
no
accountability,
the
bullying
not
only
continued,
but
it
was
almost
encouraged.
It's
kind
of
saying
like
this
is
our
culture,
and
this
is
how
we're
gonna.
This
is
how
we're
gonna
be
so
officers
who
are
just
showing
up
to
work
and
doing
their
job
subject
to
bullying
sexual
harassment
even
racial
epithets.
F
F
So
those
are
just
a
few
things
I
wanted
to
call
out
now
back
to
the
coaching
piece.
As
I
said,
as
a
public
defender,
I
would
request
brady,
but
I
never
even
heard
the
word
coaching
now.
I
know
that
I
never
even
heard
the
word
coaching,
because
the
city
does
not
consider
it
discipline,
so
it
is
not
public
data,
and
so
you
know
everything
kind
of
flows
from
that.
F
However,
coaching
is
very
prevalent
in
the
city
of
minneapolis.
When
I
was
sitting
on
the
commission
and
we
were
looking
at
complaints.
90
percent
of
sustained
complaints
resulted
in
coaching,
so
ninety
nine
zero.
Ninety
percent
of
sustained
complaints
resulted
in
coaching
and
I
wanna
call
out
that
these
were
sustained
complaints.
They
weren't,
you
know
nonsense,
allegations
or
just
proven
false
or
nothing.
This
is
there
was
an
investigation
and
somebody
you
know
the
chief
or
whomever
said
this
was
misconduct
and
it
resulted
in
coaching.
So
then
we
as
the
commission
said.
Okay,
that's
a
lot.
F
What's
coaching
and
the
response
we
received
is
that
coaching
is
something
that
is
not
discipline,
it's
a
verbal
conversation
between
the
officer
and
supervisor,
chief
or
whomever,
and
that
they
talk
about
what
the
misconduct
was,
how
to
improve
it
in
the
future
and
that
there's
a
specific
form.
F
It's
called
coaching
documentation,
cd
that
is
filled
out
to
document
that
that
conversation
happened
and,
as
we
were
discussing
this,
our
attention
was
also
called
to
minneapolis
civil
service
rule
11.04,
which
lists
the
type
of
disciplinary
action,
and
the
first
type
of
disciplinary
action
is
a
warning
and
I
want
to
say
kind
of
warning
with
a
capital
w.
You
know
a
disciplinary
warning
and
let
me
read
to
you
what
disciplinary
warning
is.
F
F
Any
misconduct
is
subject
to
discipline
pursuant
to
the
civil
service
rules
because
they
already
exist
they're
already
part
of
the
bargaining
unit.
You
don't
have
to
go
back
to
the
bargaining
table
or
anything
like
that,
and
you
know
there's
a
warning
through
termination.
So
no
one
would
be
saying:
oh
you're
late
to
work
you're
out
of
here,
you're
fired.
No
one
will
be
saying
that
whatsoever.
F
There
is
the
warning
option
and
it
still
gives
full
or
quite
a
bit
of
discretion
to
the
chief
or
internal
affairs
to
give
a
lower
level
of
discipline
if
they
felt
it
was
appropriate.
So,
for
example,
a
police
officer
writes
a
poor
police
report
with
with
incorrect
facts
and
that
results
in
some
bad
charges
and
the
chief
says
what's
going
on
here.
What
am
I
going
to
do
with
you
and
the
officer
says
I
was.
F
I
was
experienced,
I
was
having
trouble
drinking
and
I
have
since
entered
myself
into
treatment,
and
I
accept
responsibility
for
this
particular
police
report.
That
might
be
a
really
great
reason
for
the
officer
or
the
chief
to
drop
that
down
and
not
suspend
or
fire
the
officer,
but
to
issue
a
warning
and
say
hey.
F
That
would
also
help
with
brady,
and
let
me
tell
you
why,
because,
in
the
event
that
a
prosecutor
doesn't
turn
over
brady
data
voluntarily,
it
happens.
The
defense
attorney
could
at
least
make
a
public
data
request
and
try
to
get
all
the
public
data
and
they
would
at
least
be
able
to
find
this
information
today.
F
This
was
investigated
and
there
was
an
action
taken
without
that
it
starts
to
get.
You
know
again,
even
good
officers
who
have
a
lot
of
complaints
that
are
closed,
no
discipline.
Well,
the
public
can
start
to
wonder
how
many
of
those
are
coaching
or
not
coaching.
I
mean
it
really
undermines
the
whole
process
of
transparency.
F
F
We
did
a
random
audit
of
cases
that
was
part
of
our
commission
work
and
it
would
say
what
the
complaint
was,
what
the
findings
were
and
what
the
resolution
was,
and
we
encountered
cases
I
don't
know
from
what
years,
because
they
took
the
the
years
out
of
it,
but
we
encountered
cases
where
an
officer
forced
entry
into
an
apartment
with
no
justification
of
doing
so,
and
that
resulted
in
coaching,
an
officer
broke
the
door
jam
and
didn't
report
that
physical
damage
to
the
apartment,
and
that
resulted
in
coaching
and
as
a
former
renter
I
can
say
that
would
have
been
incredibly
impactful
to
my
life.
F
If
your
door
jam
is
broken,
you
could
get
evicted,
you
could,
you
know,
be
on
the
hook
for
this
cost.
That
would
be
something
that's
important
and
if
it's
not
reported,
when
you
call
up
the
city
and
make
a
complaint
and
say
I
want
my
door
jam,
fixed
they're
going
to
say
what
are
you
talking
about?
This
never
happened
so
to
have
coaching
in
that
instance.
We.
You
know
that
was
an
example
of
something
that
we
thought
hey
this.
This
is
not
appropriate
this.
This
was
being
misused.
F
Here
we
saw
it
where
an
officer
threatened
a
victim
of
domestic
violence.
Certainly
that
is
something
that
we,
as
a
commission
thought,
was
more
serious
conduct
and
other
things
like
that,
we
didn't
see
a
single.
You
know
uniform,
infraction
or
anything
like
those
just.
No
one
complains
about
that.
No
one
cares
about
that
kind
of
thing
that
wasn't
what
we
were
seeing
at
all.
Also,
we
saw
zero
warnings,
not
one
warning
none.
F
So
what
I
believe
is
happening
is
that
the
city
is
using
formal
coaching
instead
of
warning
and
the
the
result
is
the
same
for
the
officer.
The
officer
gets,
the
feedback
gets
the
documentation
whatever,
but
the
result
is
very
different
for
the
public
because
they
don't
know
what
happened
and
it's
very
different
for
criminal
cases,
because
that
data
is
not
being
turned
over.
F
It's
not
being
collected
because
it's
not
being
considered
disciplined
and
it's
not
being
turned
over
and
defense
attorneys
or
pro
se
people
pro
se
means
you
represent
yourself.
You
don't
have
an
attorney.
They
don't
have
a
way
to
access
that
and
they
should
so
there's
quite
a
few
issues
around
coaching
and
I'm
just
going
to
take
a
moment
to
check
my
notes.
We
did
speak
of
officer,
derek
chauvin,
and
I
I'm
very
glad
professor
moran
did
that.
F
Oh,
I
I
wanted
to
say
that
commissioner
sylvester
and
I
did
look
at
arbitration
in
particular
and
we
did
a
deep
dive
on
instances
in
arbitration
where
an
officer
was
fired
by
the
police
administration,
but
then
rehired
there
was
ten
such
cases
in
one
out
of
the
ten
new
evidence
was
discovered
and
the
officer
was
appropriately
exonerated.
So
let's
put
that
over
here,
because
that
officer
didn't
do
the
thing,
but
in
nine
out
of
ten
the
officer
was
reinstated
because
the
city
didn't
follow
their
own
internal
procedures
for
progressive
discipline,
meaning
they
didn't
file.
F
F
Inappropriate
language
around
the
officer
being
somali-american
in
another.
This
was
the
instance
where
one
officer
was
bullying.
Another
officer
and
sort
of
filing
complaints
against
another
officer
so
again
having
a
rigorous
disciplined
system
helps
with
arbitration.
So,
if
god
forbid,
an
officer
needs
to
be
fired
in
the
future.
There
would
be
the
you
know:
the
documentation
you'd
have
your
file
all
ready
to
go
and
that
termination
would
probably
stick
as
it
is.
This
calls
it
to
question,
and
I
realize
I've
been
talking
for
quite
a
long
time.
Thank
you
for
your
time.
A
B
Yeah
I
just
want
to
first
thank
our
presenters,
professor
moran
and
abigail
sarah
just
first
to
also
do
some
level
setting.
As
you
know,
our
office
requested
this
presentation.
I
know
it's
credibly,
incredibly
important
and
absolutely
critical.
You
know,
as
his
body
continues
to
advance
public
safety
initiatives
and
build
credibility
with
our
residents,
who
have
felt
frustrated
with
what
they've
seen
as
a
lack
of
transparency
and
accountability
as
it
relates
to
mpd
in
the
city
of
minneapolis.
You
know
as
a
whole.
B
I
know
my
office
has
also
had
many
conversations
with
constituents
in
my
ward
community
partners,
as
well
as
national
experts,
like
professor
moran,
about
how
we
can
move
a
system
of
public
safety
that
is
not
only
just
beyond
policing
but
can
rehabilitate
a
police
force
that
has
had
a
long,
documented
history
of
systemic
racist
behavior.
That
has
resulted
in
unmeasurable
harm
to
our
community,
and
this
was
documented
in
the
mdhr
findings.
B
So
that
said,
I
wanted
to
level
set
if
you
know
with
what
we
just
received
the
information
from
our
pro
presenters
and
for
the
public
about.
Why
we're
having
this
presentation
and
the
unique
opportunity
that
this
body
can
take
up
since
my
office
initial
conversations
with
our
community
partners
about
how
we
can
improve
transparency
and
police
accountability?
B
There
have
been
significant
changes
within
the
landscape
of
city
hall,
and
I
think
you
know
we
have
the
opportunity
to
advance
better
policy,
as
was
shared
some
of
those
opportunities
today
that
we
can
take
up
as
a
legislative
body.
B
So
you
know,
I
also
know
part
of
those
changes
includes
which
we
heard
in
the
budget
today
was
you
know
the
creation
of
an
office
of
community
safety
and
now
having
a
commissioner
that
is
being
charged
with
oversight
authorities
over
our
mpd
police
workforce
and
is
gonna
be
charged
with
carrying
out
and
policies
that
also
advances
this
rehabilitation.
That
will
also
be
extended
to
the
consent
decree
process
that
might
be
finalized
by
the
end
of
the
year.
B
We've
also
heard
the
announcement
of
a
new
city
attorney
in
the
next
couple
weeks.
I
know
we
are
going
to
be
asked
to
you
know:
ask
this
new
nominee
questions
to
understand.
You
know
what
their
vision
is
going
to
be
for
the
city
attorney's
office,
in
helping
us
advance
a
comprehensive
public
safety
system.
B
So
just
knowing
that
this
information
will
help
us
to
really
be
clear
of
what
changes
we
can
bring
forward
in
the
changes
that
our
constituents
are
looking
at
us
to
bring
forward
in
regards
to
what
we
can
use
our
authority
to
do
as
it
relates
to.
You
know:
transparency,
around
accountability
for
both
mpd
and
all
of
our
city
employees,
and
we're
going
to
have
a
series
of
major
decision
making.
B
You
know
events
over
the
next
several
weeks
where
this
information,
where
we
just
heard,
can
really
be
brought
to
the
surface
and
materialize,
so
I
at
least
wanted
to
do
some
of
that
level
setting
to
share.
You
know
the
intentionality
behind
my
office
for
bringing
or
requesting
this
presentation,
as
well
as
bringing
the
staff
direction
forward.
That
will
allow
our
employees
to
also
share
with
us
how
we
can
you
know,
move
these
steps
forward,
as
we
just
saw
earlier
today
with
passing
the
pay
parental
policy
that
was
initiated
by
our
staff.
B
We
trust
our
staff,
our
experts
and
being
able
to
get
us
to
it
and
go
the
end
goal
here
is
more
transparency,
and
I
trust
that
our
staff
can
do
that
work
and
bring
that
information
back
to
this
body
for
us
to
make
an
informed
decision.
So
I
at
least
want
to
do
that
level
setting
and
allow
other
folks
to
ask
questions
before
I
dig
into
my
eyes.
A
Thank
you
vice
chair,
wansley,
councilmember,
johnson,.
E
Thank
you,
mr
chair,
and
I
didn't
have
any
questions
specifically,
but
I
really
really
appreciate
the
presentations.
I
thought
it
was
very
compelling
and
extremely
helpful
and
offers
a
lot
for
the
council
in
terms
of
next
steps
and
pursuing
greater
transparency
and
equal
and
fair
justice.
So
this
is
more
just
a
comment.
I
know
we
have
a
staff
direction
on
here
and
I'm
not
looking
to
amend
it
or
anything
like
that,
but
just
for
our
staff.
E
I
think
it
would
be
really
important
to
come
back
to
committee
with
not
just
this
information
that's
being
requested
in
the
staff
direction,
but
also
some
history
on.
Why
we're
in
this
place
that
we
are
around
utilizing
coaching
why
these
policy
changes
were
made
to
mpd's
policies
and
procedures
manual,
especially
you
know
how
we
reconcile
the
civil
service
rules
with
this,
because
I
thought
it.
E
A
lot
of
questions
were
raised
as
a
result
of
these
presentations
and
I
think
they're
important
ones
for
the
public,
and
I
think
it's
important
to
understand,
understand
that
and
understand
you
know,
is
this
currently
the
position
of
the
administration,
or
do
they
see
an
opportunity
here,
maybe
amend
current
practices
and
what
they're
doing
based
off
of
this
critique?
I
think
that
would
be
really
helpful
for
us
to.
D
E
In
this
regard,
I
thought
it
was
a
very
apt
point
by
ms
sarah
around
how
having
this
level
of
transparency
also
benefits
our
employees
that
don't
have
any
braiding
material
and
don't
have
that
coach
ability
that
it
it
elevates
their
credibility
and
trustworthiness,
and
you
know
I
understand
that
there
might
be
some
concerned
around
who
have
experienced
coaching
as
well
around
you
know.
Maybe
their
understanding
was
that
this
is
data,
that's
not
public,
and
maybe
it
ends
up
becoming
public,
but
I
also
think
you
know
most
everyone.
E
If
not,
everyone
acknowledges
that
we
are
all
human
as
well,
and
humans
are
prone
to
mistakes
and
we
all
make
mistakes,
and
there
are
certainly
instances
where,
especially
once
we
have
that
transparency
into
the
coaching
in
the
the
history
as
well.
That
I
think
that
bears
out
and
people
can
see
that
as
well.
If
you
forget,
for
instance,
to
report
damage
or
something
along
those
lines,
I
think
it's
something
that
people
can
understand.
E
A
Thank
you,
councilmember
johnson.
We
have
questions
from
councilmember
vita.
H
Thank
you,
chair
ellison,
just
a
couple
quick
questions.
The
first
one
is,
I
don't
know
who
the
question
may
be
for,
but
I'm
just
wondering:
does
the
city
council
have
a
role
in
discipline
for
mpd
like
do
we,
I
I
thought,
like
under
the
charter
commission,
that
it
allows
only
for
our
civil
service
commission
to
have
so.
Maybe
it's
a
question
for
our
attorneys.
B
D
Sure,
chair
ellison,
councilmember
vito,
the
post
government
structure
charter
mounted
post
executive
mayor
legislative
council
charter
amendment.
The
charter
does
provide
that
the
city
council
has
authority,
except
in
those
areas
where
the
charter
specifically
reserves
it
for
another
board,
commission
or
officer,
and
so
that
would
include
powers
that
are
within
the
ambit
of
the
civil
service
commission
that
the
city
council
would
not
have
the
ability
to
wade
into
that.
But
again,
perhaps
a
discussion
for
another
time.
Okay,.
G
G
The
city
council
cannot
actually
discipline
officers,
but
it
can
amend
the
civil
service
rules,
for
example,
in
a
way
that
would
impact
things
like
whether
coaching
is
a
form
of
discipline
or
that
would
impact
whether
discipline
must
be
imposed
for
certain
types
of
offenses,
and
so
I
would
say
it.
You
have
an
indirect
role
that
that
still
affects
the
ultimate
discipline,
but
you
you
can't
discipline
officers
and.
H
Then
my
next
question
is
about
coaching.
You
know:
I've
been
working
with
the
with
the
staff
on
this
next
contract,
coming
up
for
the
police
union
and
isn't
coaching
a
part
of
that
union
contract
in
like
most
all
union
contracts.
So
it
wouldn't
be
something
that
we
could
remove
it's
it's
like
you
know
it's
a
part
of
that.
What
is
standard
in
union
contracts.
G
You
know
I
have
the
union
contract
the
current
version
of
the
union
contract
in
front
of
me.
I
don't
believe
it
addresses
anything
pertaining
to
coaching.
It
certainly
does
have
an
article
on
settlement
of
disputes
and
it
has
an
article
on
discipline,
both
of
which
the
discipline
in
particular.
G
That
article
could
be
relevant.
I
could
imagine
this
issue
coming
up
in
a
union
contract
negotiation,
but
I
don't
believe
that
coaching
is
referenced
anywhere
in
the
union
contract.
H
F
A
Thank
you,
councilmember
vita,
viceroy,
wansley,.
B
Thank
you,
chair
ellison.
First,
I
wanted
to
note
thank
you,
councilmember
johnson,
for
some
of
the
additions.
You
would
like
to
see
the
staff
consider
and
their
report
back
out
to
us
about
next
steps
in
advancing.
You
know
any
changes
that
we
can
take
up
as
a
legislative
body
related
to
the
information
that
we
heard
today
around
accountability
and
public
data.
B
I
do
also
want
to
note
clearly
it
has
a
date
on
here
that
has
surpassed
it
says
august
1st
2022
we're
not
going
back
in
time
here,
so
I
wanted
to
actually
amend
that
worked
with
our
clerks
for
two
cycles
from
now
september.
19
2022.,
so
just
wanted
to
state
on
record
that
that's
going
to
be
updated
for
our
staff
to
return
back
information
to
us.
B
B
You
both
highlighted
that,
as
it
pertains
to
brady
material
specifically,
there
is
definitely
an
emphasis
on
hennepin
county,
but
I'm
also
curious
to
see
if
there's
any
practices
you
know
at
the
city
where
you
know
well,
yes,
you've
named
one
of
them
and
I
will
also
state
you
know
for
this
record
that
our
office
has
worked
to
to
try
to
strengthen
the
handling
of
braiding
materials
or
just
the
transparency
around
that
I
know
during
the
arpa
budget
process,
we
brought
forth
amendment
to
support
external
database
in
in
helping
us.
B
You
know
reach
that
point
from
my
understanding.
I
know
our
city
attorneys
eric
nelson
also
councilman
member
vital
noted
that
we
do
have
space
internally
with
our
I.t
department
to
work
on
framing
that
and
we'll
be
following
up
with
them,
and
hopefully
that
could
be
part
of
this
report
back
on
where
we
are
in
the
status
of
working
with
it
for
that
database,
but
would
love
to
hear
if
you're
also
seeing
models
across
the
country
that
are
doing
you
know
or
have
some
really
best
practices
as
it
comes
or
relates
to
branding
material.
G
Sure,
thank
you
vice
chair
wensley,
I
can
get
us
started
at
least,
and
miss
sarah
may
have
ideas
as
well.
I
actually
have
a
a
lot
journal.
Article
coming
out
called
brady
list
that
does
address
a
variety
of
different
practices
and
issues
around
brady
collection
nationwide.
A
few
suggestions,
one
would
be.
G
The
current
memorandum
of
understanding
between
the
city
of
minneapolis
city,
attorneys
and
police
department
is
pretty
much
entirely
reliant
on
the
police
department,
collecting
information
and
providing
it
to
the
minneapolis
city
attorney's
office,
and
my
understanding
is
that
nothing
goes
on,
whether
you
call
it
a
brady
list
or
a
database
of
information
they're.
Looking
through
for
information
about
officers,
nothing
goes
on
it
unless
there
has
been
an
investigation
and
a
sustained
finding
by
internal
affairs
or
the
opcr.
G
G
That
would
be
something
that
the
prosecutor's
offices
in
some
jurisdictions
would
record
and
would
add
to
their
brady
database.
So
it's
not
information
that
came
from
internal
affairs.
It
didn't
come
through
a
formal
complaint.
It
came
from
a
judge
saying
here
are
my
reasons
why
I
think
this
officer
was
lying.
Dishonesty
is
a
really
important
thing,
perhaps
the
most
important
thing
to
have.
G
If
you're
a
defense
attorney
is
trying
to
assess
whether
or
if
you're,
a
prosecutor
trying
to
assess
whether
this
officer
is
credible,
you
want
to
know,
do
they
have
a
pattern
of
anything
from
lying
about
how
they
collected
evidence
to
planting
evidence?
So
dishonesty
is
incredibly
important
and
I
have
a
concern
that
the
limited
nature
of
information
we
even
record
here
in
minneapolis
would
omit,
for
example,
judicial
findings
of
misconduct.
G
You
could
have.
I
don't
see
anything
in
the
memorandum
of
understanding
indicating
that
a
individual
city
attorney
could
review
body
camera
and
say
hey.
I
have
major
problems
with
how
the
officer
they
could
certainly
review
that
and
dismiss
a
case,
but
I
don't
see
anything
indicating
that
that
would
then
go
in
a
brady
database
and
it's
possible,
like
I
said
it's,
sometimes
a
little
opaque
figuring
out
what
is
in
the
city
attorney's
brady
database.
So
maybe
that
information
is
collected.
But
I
have
concerns
that
it's
not
being
collected
at
a
formal
level.
G
There
are
so
one
of
my
biggest
problems
actually
is.
We
seem
to
rely
only
almost
exclusively,
if
not
completely
exclusively,
on
the
internal
investigation
into
complaints,
and
then
we
rely
on
the
police
to
provide
us
that
information,
rather
than
having
offices
that
proactively
collect
information
from
a
variety
of
sources.
F
F
They
civilians
cannot
impose
discipline
and
they
cannot
make
formal
findings,
but
they
can
make
recommendations
and
that
recommendation
might
be
important
to
professor
moran's
point
that
this
officer
is
perhaps
not
credible
or
perhaps
acted
inappropriately
or
whatever.
That
might
be
something
to
include
in
the
database
and
before
I
go
any
further.
F
I
should
just
raise
a
flag
here
and
say
just
because
something
is
brady
data
and
in
this
database
one
assumes
that
the
database
is
like
locked
down
like
fort
knox,
and
this
isn't
just
you
know,
flying
around
this
is
limited
to
very
specific
criminal
cases.
Only
individuals
with
a
need
to
know
have
access
to
this
to
this
information
and
only
for
certain
officers
or
certain
cases,
or
what
have
you
so
there's
a
lot
of
levels
of
protection
and
then
even
in
a
criminal
case.
F
Even
if
I
were
to
receive
an
officer's
brady
data
that
might
result
in
a
plea
agreement
wherein
the
individual
would
plead
guilty
and
there
would
not
be
a
trial.
So
there
would
not
ever
be
a
public.
Recitation
of
this
officer
did
x,
y
and
z,
but
it
might
result
in
a
you
know
like
a
lower
charge
or
the
plea
being
changed.
Something
like
that.
So
just
to
say,
brady
is
not
to
say
public,
and
I
just
want
to
alleviate
any
fears
that
may
be
had
on
the
council
so
improve
that
database.
F
So
what
I
would
advocate
for
is
that
the
city
attorney
at
least
have
an
internal
procedure
where
they
commit
to
disclosing
brady
at
the
before
trial
and
before
a
plea
so
that
that
individual
can
make
an
informed
decision
about.
Am
I
pleading
guilty,
or
am
I
going
to
fight
the
case?
What
am
I
going
to
do?
I
had
another
recommendation,
but
it's
gone.
I'm
happy
to
email,
you
all.
I
email
you
plenty
I'll
email,
you
if
I
think
about
it.
Thank
you.
A
I
really
want
to
thank
our
presenters
and
I
I
was
going
to
ask
you
know
to
get
for
you
all
to
give
some
examples
of
what
what
what
constitutes
a
brady
violation,
but
I
think
that
throughout
the
presentation
you've
talked
quite
a
bit
about
it
and
I
think
that
the
one
that
I've
heard
the
most
is
is
around
that
honesty
around
you
know.
Has
this
person
been
caught
falsifying
evidence?
Have
they
have
they
lied
under
oath?
Have
they?
You
know
given
false
testimony
those
kinds
of
things,
and
so
these
can
be
very
dense.
A
You
know,
I
think,
like
trying
to
parse
out
for
the
public.
You
know
what
is
and
it
isn't
a
violation
of
the
fifth
amendment
of
the
constitution.
Is
you
know?
That's
you
know.
Sometimes
that
can
be
a
bigger
topic
than
the
council
usually
takes
on,
but
I
really
appreciate
you
all
giving
this
presentation
and
and
making
it
really
accessible
for
us,
and-
and
I
see
we
got
one
last
question
from
our
from
vice
chair
and
then
I'll
I'll
I'll
close
out
with
a
few
few
thoughts.
A
But
but
yeah
we'll
have
one
last
question
from
our
vice
chair.
B
Sorry
one
last
thing
that
came
up
based
off
of
something
you
said
attorney
sarah
and
also
building
on
something
you
noted
professor
moran.
Just
thinking
of
would
it
be
helpful
if
you
know
we
explored
also
doing
an
audit
of
misconduct
and
coaching
cases,
especially
you
know,
and
so
we're
really
sure
as
we're
moving
forward
with
our
existing
workforce
like
there
is
not
any
existing,
derek
shelvins.
F
F
However,
that
commission
is
no
longer
meeting
because
it
doesn't
meet
quorum,
but
I
believe
once
they
meet
again
that
will
continue,
and
I
believe
that
was
also
recommendation
of
the
mayor's
work
group
that
they
recommended
an
audit
of
coaching
and
how
it's
used
and
how
it's
been,
how
it
has
been
used
and
how
it
should
be
used
in
the
future.
So
looking
both
ways
and
then
finally,
I
would
just
like
to
say
again
discipline
or
no.
F
It
is
something
that
needs
to
be
turned
over
as
brady
data
and
to
my
knowledge,
it's
not
being
collected
in,
I
don't
know
if
there
is
a
brady
database
or
what
it's
not
being
collected,
it's
not
being
disclosed
so
at
a
minimum.
It
needs
to
be
collected
and
turned
over
in
criminal
defense
cases
and
then
there's
the
other
audit
piece
of
which
he
spoke.
A
Thank
you
vice
chair
wensley.
I
want
to
thank
our
presenters
and
also
just
wanted
to
address
just
a
a
few
things
that
I
think
were
really
important.
That
came
up
on
the
diets
from
colleagues.
You
know
one
or
one
was
around.
A
You
know
this
is
a
topic
area
that
would
typically
go
to
public
health
and
safety
committee,
and
I
know
that
while
we've
talked
a
lot
about
police
misconduct,
I
think
that
the
reason
it's
landing
here
in
pogo
is
because
we
what
we
can
control
as
council,
really
really
is
this
data
portion
of
it
and
even
there
there
are
some
constrictions
there
restrictions
there
because
of
state
statute
because
of
all
these
other
other
things,
but
really
what
we're
talking
about
is
data
and
we're
talking
about
disclosure
and
how
we
discuss
data,
and
I
think
that
that's
really
important
to
talk
about
why
this
this
presentation
is
landing
here
at
the
pogo
committee,
and
I
also
think
it's
really
important
to
sort
of,
I
think
address
one
of
the
concerns
that
council
member
vital
brought
up,
which
is
you
know,
what's
the
delineation
of
power
here,
you
know:
do
we
have
authority
here?
A
I
think
it's
a
good
question
and
one
that
I
don't
know
has
a
really
clear
answer.
I
think
what
I'm
hearing
from
our
presenters
and
what
I'm
hearing
from
from
colleagues
is,
you
know
we
certainly
have.
We
certainly
should
explore
what
our
opportunities
are
when
it
comes
to
addressing
issues
of
transparency
and
accessibility
to
information.
A
I
also
will
admit
that
you
know,
I
think,
that's
a
question
that
I
have
as
well,
which
is
what
is
what
is
the
clear
delineation
of
power?
And
you
know
and
and
I
think
that
until
some
we've
been
able
to
work
through
some
due
diligence,
I
don't
know
that
I'll
be
convinced
that
there's
an
opportunity
for
the
council
here,
but
I
hope
that
there
is
one
because
I
think
that
this
this.
I
think
that
this
issue
of
transparency
and
data
accessibility
is
really
important,
but
but
councilmember
vitals.
A
I
think
concerns
are
correct,
because
I
think
a
lot
of
the
public
will
have
that
same
question.
If
they're
watching
this
right
didn't
we
vote
to
say
that
the
council
didn't
have
any
authority
here,
and
I
think
that
when
it
comes
to
the
day-to-day
operations
that
managerial
authority,
you
know,
I
don't
think
that
that's
really
what
we're
discussing
here
right.
We
don't
have
authority
over
that.
A
We
won't
and
the
public
thinks
we
shouldn't,
which
is
which
is
fair
enough,
but
but
how
people
have
access
to
information,
whether
or
not
warnings
which
are
which
are
disciplined
and
coaching,
which
aren't
have
the
same
definition.
That
is
a
concern
to
the
public
and
and
if
there's
significant
overlap
there.
That
does
have
to
be
reconciled,
and
I
think
that
this
council
has
to
play
a
role
in
making
sure
that
that
is
reconciled.
A
That's
one
example
of
the
many
things
that
were
brought
up
and
so
just
want
to
again
thank
our
presenters,
and
I
think
that
there
is
a
tremendous
amount
of
opportunity
here
and
I
would
be
remiss
to
if
I
didn't
mention
that.
I
do
think
that,
from
a
practical
standpoint
at
some
point,
buy-in
and
consent
from
the
executive
branch
is
going
to
make.
A
These
is
going
to
be
the
difference
between
these
things
being
not
possible
and
being
possible
right,
even
if
there
is
sort
of
like
a
a
strict
authority
that
can
be
drawn
between
the
council
and
the
executive
branch.
I
think,
from
a
practical
matter.
A
The
mayor's
gonna
have
to
be
taking
these
issues
just
as
seriously
as
the
council
in
order
for
us
to
to
to
reach
some
reconciliation
on
these
issues
that
were
brought
up
here
today,
and
I
hope
that
we
can
get
there
and
and-
and
I
think
that
we
can,
the
the
the
mayor's
own
rec
work
group
has
has
been
involved
in
recommending
some
of
the
things
that
were
discussed
here
today,
and
so
I
think
that
that
that
that
presents
a
good
opportunity
for
some
bridge
building.
A
So
thanks
again
to
our
our
presenters-
and
I
will
pass
it
over
to
vice
chair
wansley,
because
I
cannot
remember
if
you
formally
made
your
motion
yet.
B
Cher
ellison
with
that,
and
you
know
just
with
the
information
presented
for
us,
I
feel
pretty
confident
about
making
the
motion
to
move
the
staff
direction
forward
so
that
we
can,
like
you
said,
get
see
what
are
the
options
from
our
own
staff.
You
know
have
that
be
presented
around
how
we
can
reach
some
some
end
goals
that
creates
alignment
between
the
legislative
branch
and
the
executive
branch,
especially
around
some
of
these
transparency
and
public
data
measures,
so
yep
aye,
aye
motion.
A
Vice
chair
wansley
has
moved
her
staff
direction.
Is
there
any
discussion
seeing
no
discussion,
all
those
in
favor
say
aye
aye,
all
those
opposed,
say,
nay,
and
that
motion
carries.
Thank
you
all,
and
so,
with
that
we've
concluded
all
the
business
come
before
the
committee
today,
and
so
without
objection
we
are
adjourned.
Thank
you.
Everyone.