►
Description
Michael Yang Show, City Mpls, with Civil Rights Office of Police Conduct Review and Complaints Investigation Division.
Mloog sibtham txog lub Nroog Minneapolis lub chaw ua haujlwm Civil Rights txoj luag huajlwm ntsuab xyua kev sib foob vim kev ntxub ntxaug. Tsis tag li, los mloog txog yuav ua cas koj thiaj li tso tau npe mus ua ib tug sawv cev nyob hauv lub comission on police conduct.
A
B
C
C
C
C
D
Thanks
so
much
for
having
me
today,
yes,
my
name
is
Kayla
makanandera
and
I'm,
the
director
of
the
investigations
division
within
the
Civil
Rights
department,
and
we
are
the
division,
that's
tasked
with
investigating
discrimination,
cases
and
I'll
get
into
that
a
little
bit
more
as
we
go
through
the
interview
but
I'm.
A
lawyer.
I
have
a
law
degree
from
Mitchell,
Hamlin
and
I've,
been
with
the
city
for
about
seven
years,
total
with
the
Civil
Rights
department
and
two
years
in
this
particular
role
as
the
Director
of
the
complaint
investigations.
Division.
F
Yes,
my
name
is
John
Jefferson
and
I'm.
The
director
for
the
office
of
police
conduct
review.
My
background
is
that
I
have
34
years
of
law
enforcement
prior
to
coming
into
this
position.
Back
in
November
of
2022
I
was
an
FBI
agent
for
22
years,
pretty
much
in
conducting
investigations,
not
only
throughout
the
United
States,
but
throughout
the
world,
and
prior
to
that,
I
was
a
Indiana
State
Trooper
for
12
and
a
half
years.
E
E
C
Thank
you
to
both
John
and
Kayla
for
being
my
special
guest
on
Mong
radio
today
and
also
to
queue
for
our
Hmong
language
Specialists.
Thank
you
so
much
Kayla.
Can
you
help
us
understand
folks
who
don't
have
a
lot
of
knowledge
about
the
civil
rights
Department,
especially
the
complaint
and
investigation
division?
C
D
Yes,
absolutely
so
the
complaint
investigations
division
works
to
prevent
and
prohibit
discrimination
in
the
City
of
Minneapolis,
and
we
do
this
by
receiving
and
investigating
complaints
of
discrimination
that
people
have
experienced
members
of
the
public.
That's
who
can
file
complaints
with
us?
We
encourage
anyone
who
believes
that
they
have
been
discriminated
against
within
the
city
to
file
a
complaint
and
you
can
file
a
complaint
a
few
different
ways,
so
you
can
call
3-1-1,
which
is
the
city's
General
number
to
file
a
complaint.
You
can
also
submit
a
complaint
online.
D
City
Hall
I
also
want
to
highlight
the
fact
that
we
have,
among
speaking
investigator
within
our
division,
and
we
also
have
a
couple
pretty
new
videos
that
are
up
on
our
website
that
describe
what
discrimination
is
under
the
Minneapolis
civil
rights
ordinance
and
then
also
what
our
processes
and
kind
of
what
all
is
entailed
with
filing
a
discrimination
complaint
and
both
of
those
videos
are
also
available
in
multiple
languages,
including
Hmong.
So
that's
a
great,
a
great
kind
of
starting
place
for
folks.
E
C
D
Yes,
so
anyone
who
feels
like
they've
experienced
discrimination
can
and
is
very
much
encouraged
to
to
file
a
complaint.
What
we
have
jurisdiction
over
to
investigate
is
discrimination
that
has
happened
within
the
City
of
Minneapolis,
so
the
city
limits
itself
and
within
the
last
year,
so
anyone
who's
experienced
it
during
that
time
frame
and
and
in
the
city
is
very
much
encouraged
to
apply
to
explain
a
little
bit
about
what
discrimination
kind
of
looks
like
what
we
mean
by
if
you've
experienced
discrimination.
D
We're
talking
about
things
based
on
your
protected
class,
protected
classes
are
defined
in
our
city,
civil
rights,
ordinance
and
just
kind
of
on
the
most
General
level.
A
protected
class
is
something
about
yourself
that
you
cannot
or
should
not
be
asked
to
change.
So
this
is
things
like
race.
Any
race
qualifies
as
a
protected
class,
sex
or
gender
disability
national
origin,
so
where,
wherever
you
come
from
and
more
there's
also
and
I
apologize
The
Interpreter.
Would
you
like
to
interpret
that
part
first
before
I
move
on?
Oh.
D
The
Discrimination
also
needs
to
be
in
protected
areas,
which
is
also
described
by
our
ordinance.
So
most
of
the
cases
that
we
see
are
in
employment,
housing,
public
accommodation,
which
is
your
interactions
at
like
a
shop
or
a
gym,
or
another
business,
Public
Services
things
like
the
action
of
police
officers
or
of
housing
inspectors
and
more.
D
We
have
some
more
protected
areas,
but
those
are
the
ones
we
see
more
often
and
the
the
kind
of
biggest
thing
that
I
want
to
highlight
is
that,
even
if
you're
not
sure
if
whatever
you've
experienced
is
covered
by
the
ordinance,
we
still
very
much
encourage
people
to
file
a
complaint,
because
even
if
we
can't
investigate,
we
will
do
our
absolute
best
to
help
you
find
the
right
place
to
go
to
address.
Whatever
you've
experienced.
D
Sure
absolutely
so
protected
classes
they
really
can
be
all
sorts
of
things
so
the
best
way,
maybe
to
explain
this
is
with
like
a
hypothetical
situation.
So,
for
instance,
if
you
were
to
apply
for
a
job
say,
you're
a
woman
applying
for
a
job
and
it's
in
a
field
where
the
vast
majority
of
people
who
work
in
that
field
are
men,
and
you
have
a
lot
of
experience,
that's
really
relevant
for
the
job.
D
D
Also
in
your
field,
who
has
10
years
less
of
experience,
say,
got
hired
for
the
position
and
you're
a
little
confused
as
to
why
that
is
and
you're
worried
that
maybe
it's
because
you're
a
woman
that
would
be
the
type
of
thing
that
you
could
file
a
complaint
about
that
you
feel
like
you
were
treated
poorly
or
negatively
because
of
your
protected
class
in
being
a
woman.
Is
that
helpful.
E
C
D
So
if
someone
files
a
complaint
and
we
conduct
an
investigation-
and
we
do
determine
that
discrimination
did
happen
in
this
particular
situation,
we
do
what's
called
conciliation,
which
is
where
we
bring
together
the
person
who
filed
the
complaint.
So
the
person
who
experienced
discrimination
and
the
entity
that
engaged
in
the
Discrimination.
So
maybe
it's
an
employer,
a
landlord.
Something
like
that.
D
We
also
bring
them
to
the
table
and
then
we,
as
the
Civil
Rights
department,
is
there
as
well,
and
we
all
discuss
and
try
to
find
a
solution
or
a
settlement
that
will
close
out
the
case.
Settlements
really
are
based
on
the
particular
facts
of
the
case.
So
what
happened
that
we're
trying
to
address
or
fall,
but
a
lot
of
times,
they're
monetary
in
nature.
D
So
a
lot
of
times
it's
the
the
discriminator
so
like
the
employer
or
the
landlord
who's,
actually
paying
money
to
the
person
that
experienced
discrimination
and
that
can
compensate
them
for
things
like
lost
wages
for
moving
expenses
if
they
had
to
leave
their
housing
for
summary
season,
and
it
can
also
be
for
for
any
of
a
number
kind
of
Damages
like
medical
expenses.
Something
like
that,
depending
on
what
happened
as
a
result
of
the
discrimination
and
one
thing
I
want
to
highlight.
D
We
really
hit
a
really
great
milestone
in
2022,
because
we
collected
500
000
more
than
five
hundred
thousand
dollars
actually
for
folks.
That
did
experience
discrimination,
compensating
them
for
all
sorts
of
different
things,
depending
on
what
happened
in
their
particular
experience
and
case,
and
also
these
settlement
agreements
can
also
include
non-monetary
things.
E
E
D
So
a
few
of
the
the
most
recent
cases,
one
was
a
transgender
person
who
received
a
verbal
job
offer
from
an
employer
but
was
rejected
or
never
actually
received
that
job
shortly
after
they
informed
their
employer
that
they
were
transgender
and
objected
to
the
bathroom
use
policy
that
the
employer
had
and
thought
that
it
was
discriminatory.
That
was
a
case
where
we
found
discrimination
had
occurred.
D
We
had
another
case
where
there
was
a
woman
in
her
60s
who
worked
at
an
employee
leasing
company
and
whose
manager
subjected
her
to
repeated
comments
about
her,
her
sex
being
a
woman
and
her
age
and
excluded
her
from
work
assignments
in
favor
of
less
experienced
male
employees.
That
woman
reported
her
experience
to
kind
of
the
higher
ups
in
her
company,
and
yet
there
was
no
action
taken
to
address
that.
D
We
also
had
another
case
where
there
was
a
black
woman
with
a
disability
who
was
working
at
a
non-profit
and
she
was
terminated
on
the
day
she
was
set
to
return
from
medical
leave,
but
prior
to
meeting
just
prior
to
meeting
that
medical
leave.
She
had
raised
concerns
about
racism
in
the
company
culture,
so
very
concerned
about
retaliation
for
bringing
those
sorts
of
things
up
and
then,
lastly,
we
had
another
woman
in
her
50s.
D
She
was
an
executive
in
food
manufacturing
and
she
was
excluded
from
valuable,
employee
perks
that
were
made
available
to
younger,
less
senior
male
employees,
and
then
her
position
was
eliminated
and
she
was
laid
off
and
yet
the
company
went
and
hired
a
younger,
less
experienced
male
into
a
very
similar
role
after.
This
is
just
a
very
small
example
of
the
types
of
cases
we
see
where,
after
investigation,
we
determined
that,
yes,
just
discrimination
did
occur.
D
Investigative
process
that
can
take
can
take
some
time
when
we
bring
people
together
to
mediate.
They
do
have
to
if
they're
going
to
come
to
an
agreement.
It
has
to
be
something
that
everyone
can
agree
to,
but
we
are
providing
it
really
early
in
the
process,
now
an
early
mediation
program
that
we
have,
where
we
every
case
as
soon
as
it
becomes
a
charge
of
discrimination,
which
is
very
soon
after
a
complaint
is
filed.
We
bring
the
parties
in
to
start
that
conversation
going.
D
That
can
be
really
helpful
one
because
it's
it's
efficient
and
saves,
saves
people
time
and
gets
a
solution
on
the
table
for
folks
really
early
on
in
the
process,
but
it
also
can
be
really
helpful
for
maintaining
or
forming
positive
relationships.
So
it
can
be
really
good
for
folks
that
are
believe
they're
experiencing
discrimination,
but
they
still
work
there
and
they
still
want
to
continue
working
there
or
someone
that
still
lives
in
housing
and
is
having
an
issue
with
their
landlord.
D
It
can
be
particularly
helpful
for
that
and
what
comes
out
of
mediation
is
settlements
very
similar
to
what
I
talked
about
in
conciliation.
After
we
find
discrimination
occurred,
it
can
be
for
monetary
things,
so
money
that's
paid
out
to
whoever
filed
the
complaint,
or
it
can
also
be
for
for
other
things,
such
as
staying
in
housing,
getting
a
job
back
or
staying
in
a
job
and
asking
for
training
to
ensure
that
discrimination
doesn't
happen
again
in
the
future.
C
C
F
The
office
of
police
conduct
review
opcr-
that
is
what
is
known
by,
is
a
neutral
agency
that
investigates
allegations
of
police
misconduct
made
to
the
City
of
Minneapolis.
We
should
try
to
ensure
that
the
police
service
are
delivered
in
the
lawful
and
non-discriminatory
manner,
providing
the
public
with
meaningful
and
participatory
oversight,
police
misconduct,
and
with
that
said,
we
conduct
research
out
of
projects
on
emerging,
Trends
and
issues
with
police
with
the
police
department,
and
we
provide
input
and
feedback
to
MPD
policies,
writing
and
reviews.
F
We
also
try
to
provide
various
data
to
the
community,
to
the
community,
commission
and
supportive
research
and
other
study
projects.
Most
people
are
probably
wondering
well
how
there
is
an
allegation
against
the
police
officer.
How
do
you
go
about
filing
an
allegation?
So
there
are
so
different
ways.
You
can
file
a
allegation
of
misconduct
against
the
police
officer.
One
is
online.
F
There's
a
police
officer,
Complaint
Form
that
you
can
fill
out,
and
that
goes
straight
to
our
intake
box.
The
second
is
by
mail.
You
can
download
the
complete
the
police
complaint,
form
and
mail
it
to
us,
and
the
third
is
also
in
person
when
you
come
straight
to
our
office
and
also
file
a
complaint
as
well.
E
E
F
First
of
all,
the
the
allegations
have
to
fall
within
a
certain
period
of
270
days
and
also
within
within
our
jurisdiction.
It
has
to
be
an
allegation
of
misconduct.
Once
we
get
that
information
comes
into
our
what
is
called
our
intake
investigation.
We
have
investigators
who
gather
information,
it
could
be
body
camera
recording
it
could
be.
The
the
police
report
dispatch
logs,
whatever
evidence
that
they
can
gather
to
support
the
case.
F
Now,
once
the
the
all
that
information
is
gathered,
it
is
prepped
for
an
analysis
to
go
to
what
is
called
a
joint
supervisor
review.
We
look
at
that.
The
joint
supervisory
supervisor
review
consists
of
myself
also
the
commander
supervisor
from
internal
affairs
and
the
two
intake
officers
who
received
this
information,
who
put
this
information
together.
They
present
the
information
to
us
with
a
possible
allegations
that
we
may
look
at
at
that
time.
The
supervisors
decide
okay,
first
of
all,
is
it
within
our
jurisdiction?
F
If
it's
not
in
our
jurisdiction,
say
it's
in
another
city.
We
may
refer
this
information
to
the
other
city
or
the
other
police
department,
and
they
can
look
at
it
and
it's
up
to
them.
If
they
want
to
investigate
it,
also,
we
look
at
if
the
complaint
that
the
person
files
is
is
making
some
type
of
some
type
of
substantial
claim
has
to
be
something
that
that
is
a
allegation.
That
is
a
claim.
F
F
We
also
look
at
the
fact
that,
okay,
what
does
this?
What
type
of
complaint
is
it
does
it
file?
Is
it
something
that
we
are
going
to
look
at
it
as
a
means
of
a
low-level
violation
where
the
the
commanding
supervisor
or
the
lieutenant
can
take
a
look
at
it
and
it
meets
a
level,
a
violation
where,
for
instance,
maybe
the
police
officer
failed
to
put
his
seatbelt
on
while
driving
to
a
scene
or
something
of
that
nature?
F
That
would
be
a
low
level
violation
and
where
we
would
send
that
information
back
over
to
that
person's
commanding
officer,
lieutenant
or
Sergeant
for
that
Precinct
and
they
would
coach
the
person
on
the
policy
that
they
may
have
violated.
So,
like
I
said,
it
has
to
be
a
little
bit
of
a
violation
now
from
there.
If
it's
not
a
low
level
violation,
we
The
Joint
supervisors
will
look
at
the
investigation
or
look
at
the
allegations
and
we
look
at
opening
up
a
either
a
preliminary
investigation
or
a
full
administrative
investigation.
F
Now
a
preliminary
investigation
once
again
we're
just
Gathering
more
facts
to
support
the
allegation.
Now,
once
we
get
all
that
information
that
preliminary
information
can
turn
to
a
full
investigation
now,
when
I
say
a
full
investigation,
that
is
an
administrative
investigation,
engagement
where
we
conduct
investigation
of
all
Witnesses
the
focus
officer
in
or
all
the
all
for
all
of
the
focus
officers
that
may
have
been
involved
in
the
allegation.
F
Now,
once
we
can
complete
that
information,
that
information
is
written
up
by
the
investigators
and
it
is
presented
to
a
panel
and
that
panel
consists
of
right
now,
two
sworn
police
officers
which
are
lieutenant
or
higher
into
civilian
Personnel
from
the
community.
Now
that's
about
the
change
in
April,
with
our
our
new
ordinance.
E
C
F
It
gives
the
the
community
you
know
that
insight
and
that
engagements
were
they.
They
can
speak
up
about
certain
things
in
regards
to
how
the
oversight
committee
is
running,
how
you
know
maybe
have
some
input
in
the
research
and
Analysis
of
different
things
that
we
do
in
regards
to
policing
and
help
creating
policies.
F
Now
the
we
just
stood
up
the
application
process,
this
past
Monday
to
for
anyone
to
apply,
and
the
new
oversight
committee
is
called
the.
If
anyone,
if
you
don't
know,
it's
called
the
community
Commission
on
police
oversight,
the
ccpo,
so
the
two
other
oversight
committees
that
were
there
before
have
been
dissolved.
So
now
this
is
going
to
be
the
new
oversight
committee
Just
for
information
for
everyone,
who's.
Listening,
we're
really
excited
about
this.
It's
great
to
have
Community
engagement
and
Community
feedback,
and
people
involved
in
this
oversight.
F
Committee
and
I'm
really
really
excited
about
it
and,
getting
you
know,
people
more
engaged
in
what's
going
on
with
the
police
department,
how
you
know
they
can
make
this
better,
not
only
for
the
police
department
for
for
the
community
as
well.
But
here
are
some
of
the
qualifications.
If
you're
interested
in
applying
to
this
oversight,
one
you
must
be
18
years
to
vote
must
pass
a
background
check,
not
be
a
current
employee
with
the
City
of
Minneapolis
and
not
a
licensed
police
officer
as
well.
F
This
oversight
committee
right
now
we're
looking
for
approximately
15
people
and
to
apply
to
fill
these
positions
and
each
person
will
come
from
each
Ward
will
have
a
person
from
each
Ward.
But
we
still
look
for
15
people,
because
we're
looking
to
some
people
may
not
be
able
to
make
the
panels
to
make
the
decision
process
on
the
the
the
police
allegations
and
embarrass
and
no
merits
so
we're
looking
for
15
people
to
to
rotate
in
and
out,
if
need
be,
foreign.
C
F
We're
looking
for
a
whole
cross-section
of
people,
we're
looking
for
people
who
have
been
formally
incarcerated,
people
with
different
abilities,
LGBT
Community
individuals,
black
indigests
and
other
individuals
of
color,
so
we're
looking
for
just
a
whole
cross-section
of
people
and
I.
Think
when
you
have
a
whole
cross-section
of
people,
and
just
you
know
you
have
everyone's:
it
represents
the
community.
You
have
everyone's
input.
F
I
I
think
it
gives
the
community
a
a
chance
and
to
have
a
serious
impact
on
police
policing
and
the
the
liaison
or
the
the
relationship
with
police
and
the
community.
You
get.
You
have
an
opportunity
to
work
on
possible
research,
different
policies
that
can
can
possibly
shape
the
police
department
and
be
at
Advantage
for
not
only
police
department
but
for
the
community
as
well.
E
C
Thank
you,
dearwood
show,
thank
you
so
much
to
you,
John
and
Kayla
for
coming
around
out
and
and
on
this
very,
very
important
topic.
So
it's
a
hard
topics,
but
very
important
topics
for
our
community,
I'm,
pretty
sure
the
listeners
our
listener
in
Monkey
media.
Very
appreciative
of
the
word
that
you
guys
all
do
for
all
of
the
residents
in
the
City
of
Minneapolis,
especially
a
shout
out
to
Botha
John
and
Kayla
and
our
civil
rights
department.
So
thank
you
so
much.