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From YouTube: March 8, 2023 Minneapolis 360 - KMOJ 89.9 FM
Description
Learn about the City’s Civil Rights Department Complaints Investigation Division’s work. Also, learn how you can apply for a new commission on police conduct.
A
B
A
A
It
why
not
embrace
it,
that's
the
truth,
y'all,
hey
and
if
y'all
y'all,
y'all
thinking
like
me,
man
like
hit
us
up.
Let
us
know
some
of
these
little
snowstorms
I.
Think
it's
important
y'all,
but
listen,
hey!
We
gonna
talk
about
some
things
today
and
I'm
gonna
I'm
gonna
get
right
into
it.
Y'all
you
know
a
lot
of
times.
We
do
a
lot
of
updates.
I
want
to
save
a
lot
of
that
for
last.
A
If
we
can,
it's
only
a
30
minute
show
so
I
kind
of
want
to
dig
into
this
pretty
deep
and
again
the
topic.
Today
everybody
is,
we
got
the
Civil
Rights
department
on
they've,
been
on
here
quite
a
bit
a
few
times
over
the
the
five
plus
years
that
I've
been
on
the
studio
and
they've
come
and
dropped
a
lot
of
Knowledge
from
the
leadership
of
director
Gillespie,
coming
on
the
show
and
just
blessing
us
with
a
lot
of
information.
A
Being
able
to
talk
to
somebody
getting
things
done
in
your
community
if
it
happens,
and
also
too
I
want
to
talk
about
a
civil
Community
commission
to
help
out
with
some
of
the
things
that
are
happening
in
the
city
and
I
won't
give
all
the
whole
deal,
because
this
is
my
little
monologue.
But
I
want
to
bring
on
my
guests
to
talk
about
that
and
we're
going
to
talk
about
that
today.
So
we
can
see
how
folks
can
help
themselves.
A
A
Absolutely
and
I
think
this
is
just
a
really
really
important
topic
and
I
want
to
dig
into
it,
because
a
lot
of
folks
take
some
some
hard
hits
and
they're
not
really
supposed
to
right
Kim.
You
know
we're
talking
about
discrimination.
We
talk
about.
Sometimes
our
police
ain't,
doing
right
by
us
right.
How
can
we
be
able
to
to
help
and
navigate
that
and
get
those
complaints
to
people
right.
B
A
B
C
C
I'm,
a
former
FBI
agent
I,
have
a
34
years
of
law
enforcement
experience
with
the
Indiana
State
Police
and
with
the
FBI
and
I've
prior
to
that.
I
was
conducting
operations
throughout
the
world
and
throughout
the
United
States.
And
what
brought
me
here
was
that
my
last
nine
years
as
the
FBI
agent
I
conducted
internal
investigations
involving
employee
misconduct
and
Insider
threat,
so
I'm
trying
to
bring
that
great
experience
that
I
have
with
the
FBI
into
the
great
City
of
Minneapolis
Oh.
A
D
So
what
we
need
to
do
our
work
is,
we
need
people
to,
let
us
know
what
they're
experiencing.
So
we
really
encourage
anybody
in
the
City
of
Minneapolis,
who
believes
that
they've
experienced
discrimination
to
reach
out
and
file
a
complaint
and
there's
a
few
different
ways
to
do
that.
We
try
to
make
it
as
accessible
as
possible,
depending
on
people's
preferences
of
how
they'd
like
to
to
communicate
with
us,
so
they
can
call
3-1-1
if
they'd,
rather,
if
they'd
like
to
provide
their
complaint
over
the
phone,
we
also
have
an
online
discrimination.
Complaint
Form.
D
If
you
go
to
the
city's
website
and
just
search
the
word,
discrimination
you'll
be
able
to
find
that
we
have
forms
available
in
English,
Spanish,
Somali,
Hmong,
Lao
and
aromo,
and
then
you're
also
very
welcome
to
come
to
our
office.
So
we're
in
room
239
in
City,
Hall
and
happy
to
to
take
walk-ins
and
talk
to
folks
and
try
to
understand
what
their
care
experiencing
and
see.
If
we
can
provide
some
service
and
some
tools
to
address
that.
D
Right
absolutely
so,
anyone
who
feels
they've
experienced
discrimination
can
and
is
very
much
encouraged
to
file
a
complaint.
So
we
have
jurisdiction
to
investigate
discrimination.
That's
happening
within
the
city
limits
of
Minneapolis
itself
and
within
the
last
year
to
give
you
just
kind
of
an
idea
of
what
we're
talking
about
when
we're
talking
about
discrimination
under
the
Civil
Rights
ordinance,
it's
generally
a
negative
action.
D
That's
taken
against
you
because
of
your
protected
class,
so
first
to
talk
about
what
that
kind
of
negative
action
looks
like
it's
things
like
losing
a
job
being
denied
housing
or
maybe
being
refused
Service
as
some
sort
of
business
and
then,
when
we
talk
about
protected
class
and
that
the
Discrimination
has
to
be
based
on
protected
class.
How
I
like
to
explain
that
is
it's
something
about
yourself
that
you
either
cannot
or
should
not
be
asked
to
change.
D
So
these
are
things
like
race,
sex
or
gender
disability,
national
origin,
religion
and
more
they're,
all
all
that
in
the
Civil
Rights
ordinance,
and
then
we
have
jurisdiction
over
this
type
of
discrimination
in
certain
areas.
So
the
most
common
things
we
see
are
discrimination
in
employment
and
housing.
We
also
see
it
in
public
accommodation,
so
that's
things
like
interacting
with
like
a
business
trying
to
get
a
service
going
to
a
restaurant,
trying
to
use
a
gym,
something
like
that
and
then
also
public
services.
So
we
can
investigate
potential
discrimination.
D
That
might
have
happened
like
with
your
interaction
with
a
city
employee,
whether
that
be
a
police
officer,
a
housing
inspector
or
someone
else
that
works
for
the
City
of
Minneapolis.
One
of
the
things
that
we
really
encourage
people
to
do
is
even
if
you're
not
quite
sure,
if
what
you've
experienced
falls
under
what
we
can
investigate.
We
really
encourage
you
to
still
file
a
complaint
because
one,
hopefully
we
can
investigate
it
and
can
help
you
out,
but
also
we
can
help
guide
you
to
resources
and
maybe
another
place
where
you
could
file
a
complaint.
A
And
I'm
glad
we're
talking
about
this
topic,
because
I
I
think
there's
a
lot
of
people
who
are
experiencing
discrimination
in
this
city
and
all
of
these,
these
defined
protected
ordinance,
I
think
are
important
right.
You
talk
about
employment,
talk
about
housing
and
there's
just
a
lot
of
unscrupulous
people
who
live
and
work
in
this
community,
and
one
of
the
things
that
I
think
is
important.
Kayla
is
to
talk
about
like
what
happens.
A
D
Yeah,
so
so
the
our
whole
process
investigative
process
allowed
for
both
the
person
who
experienced
discrimination
to
tell
us
about
what
happened
to
them.
But
then
we
also
get
a
response
from
whoever
is
is
alleged
to
have
engaged
in
the
Discrimination.
So
the
employer
is
a
property
owner,
whoever
it
might
be,
depending
on
the
circumstances
of
a
case.
But
if
we
do
our
whole
investigation
and
we
determine
that-
yes,
it
does
look
like
discrimination
happened
here,
we
conduct
what's
called
conciliation
and
what
that
is.
D
We
we
bring
in
the
person
who
made
the
complaint
of
discrimination
as
well
as
whoever
discriminated
against
them
like
an
employer
or
a
landlord,
and
then
we're
present
there
too,
as
the
Civil
Rights
department,
and
we
try
to
come
together
and
reach
some
sort
of
settlement
agreement.
That
will
conclude
the
case
so
the
things
that
we're
normally
seen
in
settlement
agreements,
it
really
is
dependent
on
any
particular
case
and
and
the
folks
that
are
involved,
but
usually
there's
some
sort
of
monetary
element.
D
So
whoever
discriminated
you
know
often
pays
some
sort
of
money
to
to
the
person
who
experienced
discrimination.
This
can
compensate
them
for
things
like
lost
wages,
moving
costs,
medical
expenses,
other
things
that
were
related
to
the
Discrimination
they
experienced
and
we're
pretty
excited,
because
in
2022
we
really
had
kind
of
a
banner
year
for
this.
D
So
we
were
able
to
facilitate
more
than
five
hundred
thousand
dollars
in
monetary
settlements,
for
victims
of
discrimination,
which
is
the
most
that
we've
actually
ever
been
able
to
get
on
behalf
of
folks
who
have
had
these
experiences
since
we
started
tracking
back
in
1993,
so
we're
pretty
excited
about
that.
I'll
also
highlight
that
these
sort
of
settlement
agreements
can
be
really
helpful
in
things
that
are
outside
the
money
too.
D
So
things
like
someone
getting
their
job
back
being
able
to
remain
in
housing
and
big
picture
items
that
hopefully
are
trying
to
to
prevent
discrimination
happening
in
the
future.
So
that's
things
like
policy
changes
and
anti-discrimination
training
and
I
can
also
just
to
give
people
kind
of
an
idea
of
the
cases
that
we're
seeing
and
where
we're
seeing
discrimination
occurring
in
those
cases
so
I
can
I
can
highlight
just
a
few
kind
of
sets
of
facts
that
we've
seen
over
the
last
year.
D
So
one
was
a
transgender
individual
who
received
a
verbal
job
offer,
but
that
job
offer
was
revoked
shortly
after
they
informed
the
the
employer
who
was
going
to
hire
them
that
they
were
transgender
and
they
objected
to
bathrooms
a
bathroom
use
policy
by
this
employer
as
potentially
discriminatory.
So
that's
a
situation
where
we
found
discrimination
occurred
and
we
did
enter
into
this
conciliation
process.
We
had
another
case
where
it
was
a
woman
who
was
in
her
60s.
D
She
worked
at
an
employee
leasing,
company
and
her
manager
subjected
her
to
repeated
comments
regarding
her
sex
and
age
and
then
excluded
her
from
work
assignments
in
favor
of
less
experienced
male
employees,
and
she
had
reported
this
to
her
supervisors
to
other
folks
within
the
company,
and
yet
they
they
didn't
take
any
action
to
help
her
or
to
to
remedy
kind
of
that
situation.
That
was
occurring.
D
We
have
another
case
where
there's
a
black
woman
who
had
a
disability
and
was
working
at
a
non-profit
and
she
was
actually
terminated,
lost
her
job
on
the
day
she
was
set
to
return
from
a
medical
leave.
She
had
raised
concerns
right
before
she
had
to
go
on
that
medical
leave
about
racism
in
company
culture
and
so
that
another
situation
where
we
found
that
discrimination
had
in
fact
occurred
in
her
being
being
terminated
from
her
job
and
then
the
last
one
I'll
highlight
is
we
had
a
woman
in
her
50s.
D
She
was
an
executive
in
food
manufacturing
and
she
was
excluded
from
valuable,
employee
perks,
available
to
younger,
less
senior
male
employees,
and
then
her
position
was
eliminated.
She
was
laid
off,
but
then
the
company
turned
around
an
entire
day,
younger,
less
experienced
male
into
a
very
similar
role.
So
that's
just
kind
of
a
smattering
of
the
types
of
cases
that
we
see
where
we
do
investigations
and
we
do
find
that
discrimination
occurred
and
then
help
facilitate
a
positive
outcome
for
these
folks.
A
B
A
Exactly
a
hundred
percent
into
that
camp
that
question
Kim
like
just
real
quickly
Kayla.
How
can
folks
like
protect
from
retaliation
right
so
I
I
mean
that's
something
that's
I
think
is
important
to
to
to
talk
about
right
like
being
scared
to
be
retaliated
against
their
their
employer
or
housing
like
how
can
folks
be
protected
in
this
process.
D
So
I
really
appreciate
that
question,
because
we
hear
that
from
folks
a
lot
too,
so
we
do
have
a
specific
provision
in
the
Civil
Rights
ordinance
that
does
protect
folks
from
retaliation.
So
if
you,
if
you
file
a
complaint
with
us
and
then
anything
negative
happens
to
you
kind
of
in
response
to
that,
so
whatever
that
might
be
like,
maybe
you
you've
been
your
job
is
terminated
or
something
after
you
file
a
complaint.
That
is
something
that's
a
part
of
what
we
can
enforce.
D
So
that's
something
that
we
would
investigate
and
that
you
could
for
lack
of
a
better
terms,
win
a
case
on
saying
that
you
had
been
discriminated
against
and
retaliated
against,
and
then
we
can
help
help
navigate
that
positive
solution
to
that.
That's
also
something
that
the
whoever
is
engaged
or
alleged
to
have
engaged
in
discrimination
is
made
aware
of
so
when
they,
when
they're
made
aware
that
a
charge
has
been
filed.
A
Yeah
I
just
wanted
to
make
sure
that
that's
clear,
because
there's
a
lot
of
things
out
there
that
happen
in
intimidation
and
those
type
of
things,
so
I
wanted
folks
to
understand
that.
There's
some
Protections
in
that
and
I
appreciate
you,
you
talking
about
that
and
I'm
going
to
ask
you
one
more
question:
I'm
going
to
bring
John
on
to
talk
about
the
officer
police
conduct
review,
but
mediation
is
possible.
Is
that
correct,
Kayla.
D
In
our
cases,
all
the
time
and
mediation
is
an
opportunity
for
the
party,
so
whoever
filed
the
complaints
of
discrimination
and
then
whoever
is
alleged
to
be
discriminating
against
them
can
be
brought
together
with
a
mediator
who
who
functions
kind
of
as
a
neutral
facilitator
of
communication,
to
try
to
come
to
an
agreement
on
terms
that
both
sides
can
agree
to.
We
have
a
new
in-house
of
well.
D
We
have
in-house
mediators
that
provide
this,
and
we
also
have
a
fairly
new
program
for
early
mediation,
where
in
every
case,
where
we
file
a
charge
of
discrimination,
we
offer
mediation
right
away
and
one
of
the
really
positive
things
about
that
is.
It
provides
hopefully
very
efficient
outcomes
right,
because
this
is
very
early
on
in
our
process,
where
we're
coming
together
to
potentially
come
up
with
a
solution
that
hopefully
helps
folks
out
moving
forward.
But
it
also
can
be
really
important
for
preserving
or
forming
open
and
understanding
relationships.
D
We
find
this
to
be
extremely
helpful
in
situations
where
someone's
still
engaged
with,
whoever
they
think
is
discriminating
against
them.
So
say
you
know,
you're,
concerned
about
how
your
employer
is
treating
you,
but
you
still
work
there
and
you
want
to
keep
working
there,
and
so
you
want
to
come
to
some
sort
of
agreement
where
you
can
move
forward
in
a
more
positive
way.
D
We
really
find
that
mediating
these
faces
early
on
in
the
process
really
can
be
helpful
with
that
and
just
to
highlight
too
you
know
what
do
you
get
out
of
mediation
kind
of
what's
the
final
product
if
you
have
a
successful
mediation,
it's
very
similar
to
the
things
I
talked
about
with
conciliation,
so
it
can
really
be
anything
that
you're
looking
for
that.
The
other
side
is
willing
to
agree
to.
So
maybe
it's
you
know
making
sure
you
can
keep
that
job.
D
Maybe
it's
making
sure
that
there's
some
anti-discrimination
training
that's
happening
at
your
work,
to
prevent
these
things
happening
in
the
future.
Maybe
it's
being
able
to
stay
in
your.
Your
housing
really
depends
on
the
particular
case
and
the
facts
at
hand
and
what
you're
experiencing,
but
it
really
can
help
provide
Positive
Solutions
for
folks.
So
it's
something
that
that
I,
really
I
really
am
proud
of
the
fact
that
we
can
offer
that
to
people
and
excited
about
about
that
as
kind
of
a
newer
tool.
A
That
we
can
use
yeah,
Kayla
I,
appreciate
that
lots
of
good
information,
lots
of
good
information
and
thank
you
and
John
I-
want
to
bring
you
in
here.
Man,
because
I
think
it's
important
that
we
talk
about
this
I'm
going
to
give
you
the
rest
of
our
nine
minutes
to
kind
of
get
this
off
John,
because
it's
important
so
talk
about.
What's
the
office
of
police
conduct
review.
C
Okay,
thank
you.
The
office
of
police
conduct
review
we're
a
neutral
agency
that
investigates
allegations
of
police
misconduct
made
into
the
City
of
Minneapolis
with
those
allegations
when
we
could
conduct
these
investigations.
We
were
also
looking
to
conduct
research
in
audit
projects
that
may
lead
to
like
emerging
Trends
and
issues
within
the
police
department
that
maybe
the
police
department's,
not
aware
of,
and
we
try
to
provide
that
feedback
to
MPD
in
regards
to
policy,
writing
and
review,
and
also
we
take
that
information
and
we
can
create
various
data
to
the
community.
A
A
C
The
police
officer,
Complaint
Form
or
you
can
do
a
download
of
the
police
officer,
Complaint
Form
or
you
can
come
here
in
person
at
room
239
between
hours
at
8,
00
a.m
and
4
P.M
to
file
a
complaint.
And
if
you
need
additional
assistance
you
can
call
3-1-1
or
612-673-3000.
So
you
know
people
can
file
a
complaint
in
those
those
different
ways.
So
most
people
like
well
what
happens?
You
know
after
I
file
a
complaint.
So
first
thing
it
has
to
fall
on
the
opcr
jurisdiction.
C
It
has
to
be
within
a
270
days.
You
know.
So
if
you
file
a
complaint,
it's
got
to
be
within
the
time
frame
of
270
days
that
it
occurred.
It
has
to
be
yes
allegations
against
a
PD,
MPD
officer
and
allegations
of
some
type
of
misconduct.
So
what
we
do
is
once
that
complaint
comes
into
our
intake
investigation,
We
Gather,
all
the
possible
information
that
we
possibly
can
it
could
be
body
camera
recordings.
C
It
could
be
police
report,
dispatch,
logs
public
videos
and
so
on,
and
so
we
put
that
together
and
we
present
that
to
the
the
joint
supervisors
and
the
joyson
professors
will
look
at
the
information
and
the
allegations
against
maybe
a
police
officer,
and
they
determine
what
direction
it's
going
to
take.
Now,
some
things
are
dismissed
and
the
reason
why
they're
dismissed
is
because
there's
no
jurisdiction,
for
example,
it
may
be
with
another
city.
It
happened
in
another
city
or
something
of
that
nature
not
really
involving
empty
MPD.
C
It
may
be
sent
to
that
agency,
though,
that
information
may
be
sent
to
the
agency
for
referral.
So
maybe
they
can
do
a
follow-up
on.
You
have
to
be
able
to
stay
the
claim,
and
sometimes
we
just
find
no
bias
for
they're.
It's
not
fitting
into
any
allegation,
and
also
maybe
on
the
Reckoning
period
of
270
days
so
has
to
fall
within
those
270
days
that
the
situation
happened.
Once
we
look
at
the
information,
it
can
go
to
several
different
levels.
C
It
can
go
to
mediation,
it
could
go
to
coaching
now.
People
are
like
well
what's
coaching
well,
coaching
is
involving
like
a
level
complaints
so,
for
instance,
if
a
police
officers,
this
is
just
an
example
of
police
officers
driving
down
the
road
fast
for
whatever
reason-
and
maybe
they
didn't
have
their
seat
belts
on.
So
it's
not
a
high
violation,
but
that
is
a
violation
by
not
wearing
their
seat
belts.
C
So
what
we
do
is
we
sent
that
information
to
their
precinct
for
them
to
resolve
it,
so
their
supervisor
will
resolve
the
situation
with
the
officer
sit
down
with
the
officer.
Explain
to
them.
Hey,
look
you're
you're
violating
this
policy.
Let's
make
a
correction
and
put
that
in
this
file.
Okay,
so
now
we're
gonna.
Did
you
have
a
question
yeah.
A
So
if
the
chief
is
the
only
person
who
can
holds
these
these
disciplines-
and
it
may
be
something
that's
dismissed,
is
there
transparency
in
the
process
with
the
other
person
who's
alleging
this
and
all
of
a
sudden,
it's
dismissed
or
just
I
want
to
just
be
clear
with
folks,
because
a
lot
of
times
I
think
that
there's
questions
about
like
this
whole
the
whole
process,
because
I
would
hate
to
have
a
discrimination
complaint
on
misconduct,
and
then
it's
just
dismissed
and
I
have
no
idea.
Why
right.
C
So
I
think
here's
where
the
transparency
comes
in
and
I'm.
You
know
we
try
to
do
a
very
good
job
and
and
we're
we're
very
neutral
when
we're
conducting
investigations.
But
here's
where
the
transparency
comes
in
and
I
think
people
are
hearing
about
the
the
community
Commission
on
police
oversight
that
went
into
effect
where
it's
passed
in
December
13
and
we're
in
the
process
of
setting
that
up,
and
you
can
go
online
to
follow
the
application
for
right
now,
and
so
with
that.
C
Here's,
where
the
transparency
comes
in,
because
with
the
community
commission
police
oversight,
we
have
we'll
have
three
civilians
sitting
on
this
oversight
committee
and
two
sworn
officers
and
what
they
do
is
they
have
an
opportunity
to
review
these
cases
that
before
they
go
to
the
Chief
and
they
can
they
can
when
they
review
the
cases,
decide
if
it's
a
merit
or
no
merit.
So
this
gives
the
community
a
lot
of
transparency.
I'm
really
excited
about
the
program.
C
A
Yeah
and
I
appreciate
that
I,
you
know:
I
I,
I
I,
understand
what
you're
saying
bro
I
think
a
lot
of
people
do
I
just
want
to
make
sure
that
I
ask
some
questions
that
people
might
be
thinking,
that's
right
in
their
car.
Listening
on
their
phones
about
this,
because
I
I
can
imagine
that
there's
folks
who
have
experienced
this
and
I
just
want
to
be
clear,
and
especially
the
stuff
that
Kayla
talk
about
well
like
protections
and
transparency,
I
mean
those
are
questions
that
I
hear
in
community.
A
C
C
Okay,
so
we're
looking
we're
we're
looking
for
15
members,
13
will
be
commissioned
or
appointed
by
the
city
council
and
two
would
be
appointed
by
the
mayor.
So
we're
looking
for
individuals
who
are
18
years
and
older
people
who
have
to
be
able
to
pass
background
check,
we're
looking
for
people
from
all
different
walks
of
life,
whether
you're
black
lgbtq
have
been
incarcerated
before
we're.
Looking
for
all
members.
Anyone
who
wants
to
be
part
of
this,
this
great
ordinance,
that's
been
passed
and
to
participate.
A
Absolutely
so
people
who
are
formally
incarcerated
people
with
different
disabilities
lgbtq
intervals,
black
and
Indigenous
folks,
are
welcome
to
to
be
a
part
of
this.
This
committee
and
again
Minneapolis,
if
you
want
to
apply
for
this
committee,
go
to
www.minneapolis.gov,
slash,
government,
slash
boards
and
commissions
current
openings.
You
can
always
y'all
call
3-1-1,
we've
been
plugging
3-1-1
forever.
In
a
decade
they
gonna
get
you
to
the
right.