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From YouTube: December 29, 2020 City of Minneapolis Press Briefing
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A
B
C
C
Thank
you
to
the
press
and
our
city
leadership
for
joining.
Today
with
us,
we
have
chief
medera
aradando,
our
city
attorney,
jim
router,
interim
civil
rights,
director,
frank
reed,
litigation
manager,
tracy,
fussy
and
assistant
city
attorney,
sarah
lathrop
with
them
they
bring
decades
worth
of
experience
in
their
respective
areas.
C
So
today
we
are
marking
another
very
important
step
in
our
broader
commitment
to
creating
a
more
fair,
a
more
just
and
accountable
police
department,
and
so
here's
what
we're
doing.
First,
we
are
embedding
a
city
attorney
on
the
front
end
of
police
misconduct,
investigations
to
increase
investigation
integrity.
C
C
While
we
can't
predict
or
control
how
arbitrators
will
act,
what
we
can
do
is
continue
exercising
control
over
our
internal
processes
and
enhance
the
integrity
of
our
investigations.
In
other
words,
we
want
to
take
every
reason
that
stems
from
city
hall
for
overturning
a
disciplinary
decision
off
the
table.
I'll
say
it
again:
we
want
to
take
every
reason
that
stems
from
city
hall
for
overturning
a
disciplinary
decision
off
the
table.
C
C
Chief
ardando
and
I
have
issued
a
number
of
new
policies
and
we've
moved
quickly
in
partnership
with
the
state
to
advance
a
handful
of
others.
Successful
implementation
of
these
policies
will
rely
on
very
clear
on
precise
training
materials.
To
ensure
instructors
are
successful
in
imparting
the
necessary
knowledge
and
tactics
to
the
officers.
It
doesn't
it's
not
enough
good
to
just
pass
a
policy.
We
need
to
make
sure
that
it
is
instilled
embedded
in
our
training
and
so
having
another
set
of
experienced
eyes
on.
C
The
content
will
certainly
help
ensure
that
all
trainings
are
consistent
with
mpd's
values.
With
our
city's
values
and
fostering
a
culture
of
accountability
and
professionalism,
these
changes
will
ultimately
help
hedge
against
profound
consequences
simply
because
an
I
wasn't
dotted
or
a
t
was
left
uncrossed.
C
Our
communities,
especially
our
communities
of
color,
have
too
often
paid
the
price
for
internal
shortcomings
and
we
as
a
city,
cannot
allow
a
file
languishing
on
an
overworked
investigator's
desk
to
boost
the
odds
of
a
bad
cop.
Getting
put
back
on
the
street,
we've
seen
the
consequences
and
we
know
that
they
can
be
traumatic
and
it's
our
obligation
to
correct
any
gaps
in
the
process.
C
Our
city
city,
attorney's
office
should
be
better
embedded
in
these
processes.
They've
seen
arbitration
decisions
overturned
when
they
shouldn't
have
been
they've,
seen
the
city
defend
officers
who
should
have
been
removed
from
the
department
long
ago.
They
know
where
the
pitfalls
are
and
they're
uniquely
situated
to
address
them.
C
So
what
we're
laying
out
today
is
a
product
of
many
long
and
hard
conversations
a
whole
lot
of
hard
work
from
a
ton
of
people,
but
I
really
want
to
call
out
our
city
attorney's
office
and
specifically
tracy
fussy
and
sarah
lathrop
for
taking
new
ideas
and
running
with
them
and
our
newest
city
attorney
and
jim
router
for
really
encouraging
them
to
do
so.
I'm
really
glad
that
this
work
is
now
coming
forward
and-
and
I'm
I'm
certainly
proud
to
partner
and
work
with
them.
C
So
those
are
some
of
the
basics.
I'm
gonna
turn
it
over
to
our
resident
experts
in
their
respective
areas
to
give
a
rundown
of
where
we
go
from
here
and
why
this
is
so
important
and
I'll
be
handing
it
off
to
chief
ardando
who
has
extensive
experience
in
this
work
and
I'll
note
he
served
as
the
commander
of
the
internal
affairs
unit.
I
believe
it
was
back
in
2012
and
2013,
so
he
has
a
first-hand
glance
at
how
this
work
functions
and
where
gaps
are
and
where
improvements
can
be
made.
Chief
ardando.
B
Thank
you
so
very
much
mayor
fry
for
our
callers
on
the
line
today.
I
want
to
say
that
I'm
so
appreciative
of
the
support
myself
mayor,
frye
we've
been
working
on
transformative
change
at
the
minneapolis
police
department,
since
I
stepped
into
my
role
as
chief
about
three
years
ago,
and
that
work
continues.
B
B
This
integrity
is
so
vitally
and
critically
important
to
our
residents,
our
community
members
and
also
for
due
process
for
those
officers
who
are
named
in
a
complaint,
and
so
we
cannot
take
shortcuts.
But
when
you
have
capacity
challenges,
sometimes
that
work
can
come
to
it
becomes
very
slow
and
and
and
that
can
also
create
challenges
with
community
trust.
So
I'm
very
excited
about
the
additional
resources
we
as
an
mpd
and
certainly
our
internal
affairs
investigative
team.
B
They
work
very
closely
with
city
attorney,
rogers
assistant
city
attorneys,
and
so
that
work
will
be
ongoing.
But,
as
mayor
frye
indicated,
one
of
the
things
that
we
have
not
done
is
we
have
not
really
had
their
guidance
and
input
at
the
front
end,
and
so
that's
very
important
from
the
time
that
the
investigators
receive
the
initial
complaint
so
as
they're
working
that
case
until
its
ultimate
outcome,
or
certainly
that
case
when
it's
completed
comes
on
my
desk.
And
so
so.
I
think
this
is
very
important.
B
We
are
lucky
that
we
have
a
the
capacity
now
with
the
assistance
of
the
city
attorney's
office.
To
do
this
work
and
I
think
it
will
be
very
helpful,
and
so
again
these
these
new
initiatives
and
additional
resources
will
help
in
those
processes
and
at
the
alt
at
the
end
of
the
day,
we
want
to
make
sure
that
we
have
that
we're
thoroughly
investigating
these
cases,
that
are
those
that
brought
these
cases
forward.
B
These
complaints
forward
that
they
know
that
they're
being
done
in
a
thorough,
complete
way
and
that
those
employees
that
are
involved
in
these,
that
they
know
that
they're
getting
the
due
process
and
they're
being
looked
upon
thoroughly
as
well.
So
I'm
excited
about
this
new
change
and
look
forward
to
us
enacting
this
very
soon.
With
that
mayor,
frye
will
turn
it
over
to
our
city
attorney
jim
rotter.
D
Thank
you,
chief
and,
and
thank
you
mayor
frye.
You
know.
The
first
thing
that
I
committed
to
doing
when
I
first
arrived
to
this
role
in
late
august
was
to
listen
and
learn
from
the
very
talented
and
dedicated
individuals
on
the
city
attorney
office
team
and
in
this
respect,
I've
learned
a
lot
from
the
experiences
of
our
litigators,
particularly
on
managing
attorney
tracy
fussy's
civil
litigation
team
who
have
been
involved
with
managing
police
misconduct,
litigation
and
also
from
our
human
resource
lawyers
who
defend
police
disciplinary
decisions
in
the
grievance
and
arbitration
process.
D
So
our
goal
here
is
ultimately
to
be
as
proactive
as
possible
in
our
legal
work
at
the
city
attorney's
office,
and
this
is
a
great
opportunity
to
put
to
good
and
effective
use.
The
experiences
and
legal
knowledge
of
our
attorneys
here
to
help
the
chief
and
the
city
enhance
the
quality,
speed
and
effectiveness
of
internal
investigations
and
resulting
disciplinary
decisions.
E
Good
afternoon,
everybody,
my
comments
are
going
to
be
brief.
I
wanted
to
let
everybody
know
exactly
what
opcr
office
of
police
conduct
review
is,
and
what
we
do
is
a
neutral
agency
within
the
city
of
minneapolis
that
investigates
allegations
of
police
misconduct,
and
we
work
very
hard
at
doing
that
work.
It
is
the
beginning
point
in
a
very
long
process
to
keep
officers
who
are
involved
in
misconduct
accountable
with
that.
E
E
C
F
Very
supportive
of
this,
and
in
fact
his
first
conversation
I
had
with
him
he's
like
great.
When
is
this
happening,
and
we've
had
only
incredible
experiences
with
the
chief
and
his
commitment
and
to
have
the
support
of
you
mayor
and
your
staff
and
and
the
city
attorney,
and
the
chief
and
director
reed
working
through
how
the
logistics
of
this?
F
C
Thank
you,
miss
fussy,
both
you
and
miss
lathrop
and
mr
ratter
have
done
just
incredible
work
throughout.
I
appreciate
the
work.
I
also
appreciate
miss
fussy,
your
willingness
to
jump
on
and
speak
to
this
when
I
inadvertently
called
on
you
out
of
the
agenda
here.
So
thank
you
for
that
as
well.
So
we're
we're
new
to
this
here
in
terms
of
of
the
I.t
of
this
situation,
but
we're
going
to
open
it
up
to
questions
and
for
those
logging
on
with
teams.
C
G
Hi,
I'm
mayor
fry
and
chief
arredondo.
Thank
you
for
taking
my
question
chief,
you,
you
said
good
police
officers
do
not
want
bad
officers
on
the
mpd,
and
you
pointed
to
arbitration
as
a
reason
why
bad
officers
stand
the
force,
and
I
wonder
if
you
can
just
tell
me
how
many
bad
officers
or
people
who
you
think
are
unfit
for
being
on
the
minneapolis
police
department
are
currently
on
the
force.
B
They
do
this
work
out
of
a
love
of
service,
and
so
they
don't
want
any
employee
to
to
do
anything
to
discredit
those
values,
the
oath
and
the
hard
work
that
they're
they're
doing
so.
What
I
will
say
in
response
to
that
is
when
it
comes
to
my
attention,
whether
that
be
through
a
a
complaint
that
is
filed
and
it
is
found
that
an
employee
has
committed
misconduct,
then
they
have
to
be
held
accountable
and,
and
so,
but
I
think
that's,
I
think
again.
B
If
you,
if
you
talk
to
officers,
they
don't
want,
they
don't
want
anyone
on
this
job
to
make
their
to
make
their
service
to
diminish
their
service,
to
erode
the
trust
that
they've
worked
so
hard
for
in
their
communities,
and
so
so
anytime.
We
have
an
employee
that
has
found
to
have
violated
the
oath
to
have
engaged
in
misconduct.
Then
we
have
to.
We
have
to
make
sure
there's
measures
there
to
hold
them
accountable.
B
Yeah,
so
no,
I
I
look
at
it
that
everyone
who
wears
this
badge,
who
comes
into
work
every
day
should
be
fit,
should
should
have
made
the
decision
when
they
took
that
oath
that
day
that
they're
going
to
serve
in
a
way
that
is,
that
is
honorable.
That
puts
their
communities
first
and
would
not
do
anything
to
violate
the
the
community
trust.
And
so
that's
that's
how
I
approach
that.
H
Can
you
help
us
understand
in
the
past
at
what
point
were
the
city
attorneys
getting
involved
in
this
discipline
process?
Was
it
the
very
end?
Was
it
somewhere
in
the
middle
and
at
what
point
will
we
see
these
changes
start
to
come
online
and
do
you
have
to
shift
staff
or
money
to
get
this
new
effort
working.
F
D
D
C
I
J
C
That's
a
huge
part
of
the
underlying
reasoning
for
moving
forward
right.
Now,
too
often,
our
city's
attorney,
the
city
attorneys,
have
only
been
involved
on
the
back
end
prosecuting
an
officer
through
an
arbitration
hearing
and
they've
seen
gaps
in
the
process
or
shortcomings
where
we
can
improve
by
instilling
them
and
embedding
them
in
the
process
from
the
get-go.
C
We
can
make
sure
that
we're
actually
seeing
accountability
and
seeing
it
through
and
disciplinary
decisions,
have
a
a
better
likelihood
of
sticking
from
the
get-go,
and
you
know
we
have
a
full
and
incomplete
line
of
questioning
through
the
investigative
process
to
make
sure
that
we're
touching
on
all
the
correct
items
having
an
additional
having
an
additional
individual.
That
is,
that
is
prepared
and
ready
to
review
the
summaries,
ensure
that
the
right
questions
have
been
asked.
I
mean
that
can
only
be
fruitful
in
ensuring
additional
accountability.
I
C
I
can
I'm
very
limited
on
what
I
can
say,
of
course,
regarding
the
negotiations
themselves
of
the
union
contract.
As
you
know,
the
old
contract
has
expired,
but
remains
in
place
I'll
direct
that
perhaps
to
our
our
city
attorney,
who
can
elaborate
even
further,
but
I
I
don't
think,
there's
a
lot
more.
We
can
say
other
than
that.
We're
we're
actively
working
through
the
process
right
now,.
D
Yes,
you're
correct
mayor
yeah.
I
think
the
only
thing
I
might
add
is
obviously
to
where,
at
the
end
of
this
year,
in
the
last
council
session,
we
received
approval
from
the
council
to
take
advantage
of
some
additional
support
from
the
jones
day
law
firm
and
specifically,
that
support
is
going
to
assist
our
office
as
well
as
the
labor
relations
team,
with
with
the
ongoing
process
on
the
negotiations
as
well
as
grievance
and
arbitration
activity.
C
Yeah
and
I'll
add
to
it
that
this
contract
with
the
jones
day
law
firm,
helps
to
give
us
some
additional
muscle
in
an
area
where,
due
to
you
know
50
percent
of
the
decisions
being
overturned,
you
know
we
needed.
We
needed
some
additional
help.
We
needed
some
additional
muscle
and
they'll
they'll
certainly
be
providing
that
in
the
coming
months.
G
C
Well,
it's
it's
an
excellent
question.
I
was
speaking
as
a
generality
and
not
regarding
any
one
specific
case
I
mean
when
you
go
through
the
investigative
process,
there's
a
number
of
bureaucratic
hurdles,
many
of
which
are
entirely
necessary
to
ensure
the
integrity
of
the
process
and
to
ensure
that
every
single
rock
is
being
turned
over.
Some
of
that
happens
through
opcr.
C
I
C
F
I
sure
can,
I
think,
maybe
an
analogy
to
kind
of
what
we
currently
do
in
the
litigation
department
works.
When
we
have
a
big
case,
we
don't
have
one
attorney
on
the
file
running
the
show.
We
have
multiple
attorneys
on
the
file,
because
we
can
get
more
work
done
more
efficiently.
We
can
brainstorm
the
process
and
work
together.
That's
when,
when
you
have
another
set
of
eyes
on
it,
that's
when
you
find
out
what
the
problems
are.
Everyone
is
going
to
miss
things.
F
Absolutely
everyone
is
going
to
miss
things,
but
if
you
have
another
person
there
that
you're
working
with
that
can
point
that
out
to
you,
then
you
can
get
it
done
at
a
time
when
it
matters
not
after
an
arbitration
is
overturned,
and
so
what
my
thought
process
is
initially
there
prop.
There
could
be
very
well
a
learning
curve
where
it
takes
a
little
more
time.
You
know
to
adjust
to
a
kind
of
a
more
rigorous
schedule
in
how
an
attorney
would
handle
it,
but
I've
worked
I've.
F
I've
met
the
you
know,
investigators
in
opcr
and
they're
all
incredibly
intelligent.
They
will
pick
up
the
the
new
process.
Work
with
us-
and
I
think
the
focus
should
be
on
the
quality
of
the
investigation
rather
than
running
through
them
more
quickly
and
more
efficiently.
I
mean,
obviously
we
want
to
be
efficient,
but
we
don't
want
to
be
quick
for
brevity's
sake.
F
I
A
Is
a
question
I
believe
for
mr
router,
but
I
may
have
a
follow-up
for
the
chief
and
the
mayor.
Our
reporting
from
last
summer
identified
a
pattern
in
which
officers
have
been
found
to
have
lied
or
misled
in
their
reports
about
their
use
of
force
or
had
omitted
key
details
about
their
use
of
force
or
did
not
disclose
it
all.
Together,
we've
identified
that
several
officers
are
still
on
the
force
today.
A
D
D
D
I
think
we
also
have
to
look
at
consequences
for
that
behavior
in
say,
litigation
and
I'm
not
so
sure
that
that's
something
we've
focused
on
in
the
past,
but
it's
certainly
something
we're
going
to
focus
on
going
forward
that
truthfulness
and
straightforwardness
in
in
these
internal
investigations
regarding
conduct
is
going
to
be
paramount
and
it's
it's
not
a
it's,
not
an
ask.
It's
a
requirement
and
we
will
work
with
our
partners
here
to
to
address
those
instances
going
forward
in
a
very
direct
and
appropriate
way.
D
A
Following
up
on
that,
then
for
the
chief
chief
as
the
former
head
of
the
internal
affairs,
what
is
the
appropriate
discipline
for
an
officer
who
is
not
truthful
or
is
misleading
in
their
report
or
does
not
disclose
their
use
of
force
and
is
later
found
to
have
their
version?
Events
of
events
completely
discredited
by,
let's
say,
video
evidence.
What
is
the
appropriate
discipline
to
those
officers.
B
B
I
don't
want
to
place
a
blanket
statement
over
this,
but
if,
but
clearly
and
by
the
way
within
our
policy,
if,
if
an
employee
is
known
to
have
intentionally
lied,
that
is
that
is
of
the
most
egregious
in
terms
of
our
discipline.
We
call
it
discipline
guideline
or
matrix,
and
that
is
a
terminal
offense,
but
again,
there's
there's
not
there's
there's
instances
and
there's
different
situations
that
have
occurred
where
it
was
deemed
that
the
the
employee
was
not
intentionally
trying
to
lie.
B
They
may
have
forgotten
something,
and
then
the
record
was
corrected
later
so,
but
but
intentional
lying
in
and
of
itself.
We
actually
in
our
policy
that
can
be
a
terminal
offense
and
again
it
has
to
run
through
the
process.
Just
because
I
give
an
outcome
of
decision
and
discipline,
there's,
as
you
know,
there's
a
grievance
process,
there's
an
arbitration
process
and
all
of
that,
but
clearly
we
have
to
truthfulness.
That's
the
cornerstone
of
the
work
that
we
do.
C
B
C
I
have
consistently
advocated
for
reform
in
the
arbitration
process
and
specifically,
we
wanted
instances
of
either
egregious
use
of
force
or
lying
on
a
formal
document
to
not
be
questioned
by
the
arbitrator.
So
in
other
words,
where
discipline
is
seen
or
terminations
are
had
because
of
one
of
those
two
instances
we've
been
advocating
for
they're
not
to
be
not
to
go
through
the
typical
arbitration
process
and
instead
for
those
decisions
to
remain
in
place.
A
Next,
I
appreciate
that
mayor
just
a
one,
quick
follow-up
on
that,
though,
because
I'm
not
really
speaking
to
the
arbitration
process
necessarily
but
the
internal
process
preceding
the
arbitration
process
and
chief
going
back
to
your
comments,
you
kind
of,
are,
I
guess,
suggesting,
there's
some
ambiguity
there
on
what
intentional
line
is.
My
question,
I
guess
you
know
a
hypothetical
if
an
officer
describes
their
use
of
force
as
x
and
then
video
shows
why?
What
does
that
mean
for
you
who
has
to
review
and
decide
how
to
discipline?
That
officer.
B
That's
a
great
question
that
that's
a
great
question,
and
so
I
have
to
look
at
everything
that
the
investigators
prepare
in
that
case
report
and
and
it
gets
to
my
desk-
did
I
have
to
make
that
decision
based
on
that
information
that
I
have
and
so
again
I
know
you're
talking
hypothetical
so
in
in
generalities
I
have
to.
I
have
to
look
at
all
of
that
information
that
is
presented
to
me
and
then
and
then
make
the
ultimate
decision
on
that.
K
Hello,
mayor
fry
thanks,
guys
paul
bloom
here,
fox
9
news,
just
a
quick
question
kind
of
random,
but
just
you
know
the
reference
to
capacity
right
now
resource
I'm
just
wondering
as
it
stands
you
know
currently,
chief,
are
you
loath
to
take
a
cop
off
the
street
at
the
minute,
just
because
of
of
current
numbers
and
staffing
levels
around
the
city?
Are
you
can
you
bend
somebody
or
pull
someone
back
if,
if,
if
the
discipline
warrants
it
right
now,.
K
B
K
H
Yeah,
I
know
there
was
a
lot
of
talk
about
what
happens
after
a
civilian
files,
a
complaint
with
opcr.
If
the
police
department
sees
something
on
its
own
either
in
body
camera
or
in
witness
statements
or
whatever,
when
the
city
attorneys
also
get
involved
in
those
kinds
of
discipline
decisions,
or
is
this
only?
Is
this
change
only
taking
place
after
civilian
files,
a
complaint.
F
No,
absolutely
not.
We
should
be
there
whenever
there's
a
complaint
filed,
we'll
work,
we'll
support
ia
and
we'll
support
opcr
from
wherever
the
complaint
comes
from
that
that
shouldn't
be
an
issue
in
determining
whether
we're
supporting
it
in
terms
of
the
level
of
support
that
we
want
to
provide,
I
think
we're
all
in.
F
C
Well,
thank
you
so
much
everybody
to
all
of
the
press
that
have
joined
us
here
today
to
our
department,
leaders
and
staff.
Who've
done
an
incredible
amount
of
work
and
bringing
this
particular
policy
shift
to
fruition.
We
appreciate
you
and
to
the
extent
the
press
have
additional
questions.
I
think
there's
still
maybe
a
couple
hands
raised.
Please
don't
hesitate
to
reach
out
to
tara,
since
we
in
some
cases
we
may
not
have
been
able
to
get
back
to
you.
Thank
you
so
much
and
I
look
forward
to
talk
with
you.