i think about the struggle we have had with law enforcement and community, and think about the independent oversight people yearn for out of a police commission, and then look at the civil service commission, it does not look like this room. does not look like the people in the rank and file struggling to get promoted and to advance. so, we have some systems we can improve and we have some real tangible things that can be done. and i don't -- as just an individual, i don't believe mickey callahan has all that power. i believe there is a system in place and structure that supports some of this systemic racism -- [microphone is silent] >> thank you, mr. gonzales. >> good afternoon, supervisors.

dmitrious katino, and i work for the city and county of san francisco in their water treatment facilities. as you see, this is a systemic throughout the whole city. i filed a complaint with d.h.r. and e.o., the office they took the complaint in, and threw it in the garbage, never filed it and he strung me along telling me he was investigating it when he wasn't, and his last comment to me was well, you are the only one complaining, and why should that make a difference. i think, and i went -- excuse me, ran into one white lawyer after another when i was talking to them about this, and they don't seem to have the sensibilities and what it means to be discriminated against, and what discrimination is.

complaints are going like a black hole. complaints go in and they don't come out. they don't deal with them, they don't investigate them, and this is something that needs to be looked at. i mean, the city has hired lawyers all the time. what's wrong with the person that has the masters, the bachelor's, that has went to school for h.r. or e.e.o. i mean, you know, these lawyers seem to be representing management and the city, and sweeping things under the rug, and something needs to be done about it. thank you. >> supervisor kim: thank you. before the next speaker comes up, i am seeing more people have lined up than i have called, i'll call the next round of cards as well. tony kelly, korea pearce, ford, keith, danielle, kristin, rafael dagaso, darla brown, carol

tatun, rosalind butler, kirk chiels, and tawanda bailey. thank you. >> good evening, colleagues and supervisors. my name is evelyn, and i'm the executive 1021, and vice, and work for the city and county, and i started working here as a custodian, but first retaliation, harassment, discrimination had been with my late husband working here. they didn't want him, so therefore he quit, retaliation and harassment to him. he was a professional supervisor from kaiser hospital but then come aboard, everything came loose.

as a custodian before, like one of our colleague in here, i got rear ended, but since they said the bus or the van i was driving was in a damage, was not going to be in service no more, and they said it cost $60,000. and they lied, it was not that much, i was laid up two days. and we are part of the union at that time, didn't have the station, so therefore i went to be as a union rep for myself. and hopefully helping everybody not to -- not the shoes i have right now, but even me right now, and kept going to get more, a better job. i was denied for the position, i went to school and supposed to get reimbursement to have my own experience in things, i was denied. even though for four years, the only woman on the list, i was

denied and discriminated for the position. and now that i'm a union rep and still fighting for all of this, supervisor called me as a troublemaker. every time i go to the meeting, that's my nickname now. [microphone is silent] >> supervisor kim: thank you. thank you. thank you. >> good afternoon, addressing the city and county of san francisco. my name is -- >> supervisor kim: you want to lift the mic. >> estelle yancey, a former employee who actually left the city in 2013 under stress and

durress and racism from a current boss. the my question now is, i know for a fact that there is difference in the city's behavior in treating african american individuals. myself as being a woman. i asked to be reinstated and i got several letters from you're personnel department saying they made a business decision. my question to that group is, my job is a highly technical job, it was to treat the water for 3.2 million customers and it's a job that takes time to learn. so, when i'm asking to be reinstated, they are saying that it's a business decision and i thought that business decisions were made under the guise of how lucrative something is. so, if you are going to take something, take a person off the list that has never worked in

the position over somebody who comes highly trained and was a supervisor and already knows the job, i can't see where that's a business decision. especially with the fact that all whites before me, male and female, were allowed to do this 2 and 3 times and i have the evidence. so, my question is, why am i continually applying for a job that i left under stress and durress, can only be retaliation at this point and i'm still applying and this has been since 2013, and i can come and do that job today with no hassle. so, i'm just asking for why am i being treated differently. why. >> supervisor kim: we will take all of that in our file. thank you.

>> good morning, good afternoon. thank you for the opportunity to speak out about discrimination, racism, and harassing retaliatory actions against black and brown workers at the department of public health. my name is john wadsworth, i'm a union 1021 member, vice president of a chapter, and city pharmacy tech worker at the level trauma one san francisco general hospital. i'm the health care worker that makes the i.v. medications during the graveyard shifts, often for the life-threatening emergencies that come to our hospital. the discrimination, harassment, and retaliatory actions against people of color, being head by the administrative pharmacy officer, of the san francisco general hospital pharmacy services, is impacting the delivery of services in a very

negative way. i'm here today to advocate for patient care and report to you the anti-union initiatives have been wreckless. it has led to an application of professional misconduct and led to a hostile working environment that has had bullying, harassing, retaliating, and discriminatory action against black and brown workers at s.f.m.g.h. thank you. >> supervisor kim: thank you. >> good afternoon, all. my name is larry stevens, i work for the city and county of san francisco for 28 years. i'm retired now and happy i'm retired. because it's rampant. everything my brothers and sisters have said is true. it's like the gentleman right here stated that it starts at the top. so, there's no accountability

because supervisors are doing this, and they are being promoted, and we are being demoted. the way the system works here is people of color, blacks, especially, we are the first, we are the last hire and the first fire. that's always been the fact. it's not -- it's nothing to grin about here, there were certain people in here that were in high positions grinning about the stuff. it's very serious. like one of the sisters said, you are dealing with our livelihoods, our mortgages, our children, the future, and it -- and if there's going to be change, it has to start at the top. thank you very much. >> supervisor kim: thank you. >> hello, my name is jessica brown, i work for the department of public health. i won't go into details, you've

heard it all about what's been happening in this city, i think the evidence is pretty clear. i just want to speak on the fact that you know, i'm new to the city of san francisco, i came from state services and always seen san francisco as a progressive in the policies, from your ordinance that you pass on sexual orientation and gender identity, to the ordinance for gay marriage, you have always, san francisco has been a place where that leads the way for the rest of california to act. unfortunately, discrimination against black and african americans and latinos is not a new thing. it's happening throughout california and government. i came here because of how progressive san francisco has been and that if the same issues are happening as they have been with the state. you know, my ask of you all today to really take a serious stance on these issues. hearing what people have been

saying, understanding that it's not just as a data may suggest a great way of hiring african americans and unfortunately with the stories that you have been told, retaining of this talented and diverse work force is not going to happen. there are people that are coming in to the city, coming in at lower steps, paid at a lower salary, and have been, have higher education, have had several years of work experience. when i talk about, and i'm talking about specifically african american women, i know at least several have had to fight for step increase for their salary, even though their qualifications surpassed their peers, compared to their white counterparts. so, this is just more than just people upset and being passionate about the issues, it's more, this is actually happened to them as far as like their wealth and how they are able to advance in the city. and again, me being a new person here, i don't have all the years of experience as my other counterparts that have come up

here -- [microphone is silent] >> supervisor kim: thank you, thank you, miss brown. >> hi, my name is emmy millman, i am a staff from local 21. and i stand in solidarity and share outrage with seiu. thank you so much for bringing this issue to the forefront. as a representative of the union, i wanted to just share that i've had many experiences where promotion opportunities, probationary release, and i know that can discrimination was at play. i do want to share with you jessica brown, here in front of me, there has alluded to it. in the past, six cases in one department where i became aware of people coming in, people of

color coming in with, on a lower salary staff. this is really problematic. six of those people are all people of color, and five of them are african american employees. three of them have already resolved it, and are working on a couple of them. but it's not acceptable to have six for one staff to deal with in the last year. it's outrageous and should not be acceptable to the city of san francisco. i think we can do better, i know we must do better. we should be a leader on this. and i think, and again, i thank seiu and its workers. one of my members told me once when you are black or brown you go into a room and you expect discrimination, so you work harder, you fight harder and appreciate everybody who has come here to speak their voice. i know it's not very easy, and we hope that you will, thank you for having this hearing. >> supervisor kim: thank you.

>> hello, my name is tawanda bailey. i started working for the san francisco district attorney's office in 2001. in 2015, my co-worker called me a scary nigger. i reported it to my immediate supervisor, the next day, because i was scared to report it. because i saw what happened to the other two african american girls that look like me, anything pertaining to the individual that called me the scary nigger. well, i also met with the city h.r. with my union rep. later, down the line, i received a letter from mickey callahan saying she was not going to investigate my allegations. i had a press conference 2016, and this is what the city put on the news was that while we acknowledge the extreme offensiveness of the n-word, one

comment is not sufficiently enough to cause a hostile work environment. they can't tell me what caused a hostile work environment. if i would have reacted after she called me the nigger, i would be in 850 right now, ok? so i walked away from the situation. they did no investigation in-house, the city h.r. did not do investigation. what happened was, after i reported this, after i filed an eeoc complaint, went to the h.r. manager's office and asked for a copy of the complaint/report, the h.r. officer went ballistic on me, and after that i was harassed every day. placed in a hostile work environment, retaliated against in my evaluation, and december 2015, my doctor took me off, i would have died there. my health had deteriorated, i went from taking no medications to six different medications. and i tried to go back to work

only to be retraumatized by the city and county of san francisco, so now my doctor wrote the letter in june to retire me -- [microphone is silent] >> supervisor kim: thank you. thank you, miss bailey. we do have the letter from your attorney. and so thank you for bringing that as well as a response from the city. >> hi, supervisors. my name is skyler hudak, and proud to stand here with the men and women of seiu 1021, and thank you supervisors for convening this.

i know you are doing it because you want to take over and find solutions. i want to talk about the solutions. as someone who serves on the board of the foundation for s.f. general hospital, the nurses recently came to us and applied for a grant to fund positions and scholarships for african american nurses to go get their nursing degrees and track them for jobs at s.f. general. those are the kinds of solutions that are actually going to make a difference. i also want to acknowledge one of the youngest members of our delegation here today, i believe his name is omalachi, very well will be sitting in your seats leading all of us, and one of the most important things we can do is find solutions like this, scale them throughout the city. these are the solutions that will make a difference. make sure there are jobs and opportunities, not just existing jobs but future jobs for kids and young leaders of the city

like omalachi. >> thank you very much. >> good afternoon, supervisors, including my supervisor vallie brown, happy to be here in front of all of you. my name is tammy bryant. seiu 1021 steward, and delegate. i'm here because i worked for the city five years and witnessed firsthand constant discrimination against my black colleagues. seen it in the hiring or the lack thereof. in the hiring, many black workers are not getting their foot in the door. seen it in the black of promotions from my black colleagues. seen the eligible list with names of qualified colleagues who do not get the promotions they applied for. not only is it wrong for my colleagues and right for the decent livelihood, but bad for the public they serve. do not staff the agency for what they serve, and lack of delivering the best service possible to the public. my agency treats their jobs as a

career path stepping stone, they do not value delivering the best service possible, my own friend who is black was not fairly fired. she lost her job, a young mother of two. as stated earlier, this discrimination results in a lack of quality services and in the settlements that keep costing the taxpayers money due to inept management. my agency is supposed to be participating in the equity initiative through the human rights commission, but there's been no transparency in the process, they cherry pick who they want on the committee, not disseminating information to us, not even making a meaningful effort for work. when you hear about the equity initiative, it's respect. the work is not being done. no one has talked to me or my co-workers. they cherry pick who they want and nothing will change.

look good on paper but not real change, and i'm here supporting my black colleagues. these complaints and these, what they are -- [please stand by].

i had to represent an employee, not an african american, but

it's fully the whole minority community that's suffering, but it is us, african americans especially. i have to represent one of my co-workers where a chair was physically pulled from underneath her by this manager, we have a nurse that works with our c.d.i. team that quit because -- [no audio] [microphone is silent] >> thank you. thank you, ms. hardy. [applause] >> hi. i'm from san francisco general hospital. it is not zuckerberg general hospital. [cheering] [applause] and when i -- and when i spoke out about that, when i spoke out about that, i learn what had it is like to not be white because i started to get a whole other kind of treatment from administration at the hospital. when i spoke out about

facebook's unethical research practice and how that was a threat to our patient population, here's what -- here's what happened. even when i tried to do something good, i came to speak at a meeting of about 60, 70 mostly manager there is and there was a presentation about sexual orientation and gender identity. and a training that i was invited to speak about so i spoke afterwards and i said i just want to say that i ham proud that my unions -- all these brothers and sisters here are supporting -- are supporting this and administration wants the same thing. because they're letting me do this -- teach this class. the chief nurse of the hospital stood up afterwards and said -- and i quote -- this is not a union business meeting and we don't want or need your support. it's very important to know that what happened was that i'm nearly in tears and everybody in the room sits there in stunned silence.

that's what happened. my supervisor comes to me and says how did you feel about that? i said how would you feel? if somebody shamed you like that? even when we try to do something together, to work out something, they will punish you. and if it wasn't for the fact that i'm old, that i'm older and white and i've got the union behind me, i would have been fired. they just would have taken me out of there. that is the reality of what it is like to be an ally. if you are an ally, you find out real quick what happens. thank you. [applause] >> so, thank you. i'm going to call more speaker cards because i realize that people are just coming up. salina, gail, vernelle, ela, natasha, amillha. mark harris, roxy, darlene,

yeva johnson and christopher christianson. i guess just i just called your name. if you could represent -- people have been waiting that i called prior to -- please go forward. >> thank you. board of supervisors, my name is ellen. i am a behavioral health clinician for public health for more than 10 years. i am a bargaining team member and a union delegate for public employees. the federal agents have been investigating management corruption. for many years. we have many members spoke to the f.b.i. since 2011. i was one of the workers who spoke with the f.b.i. agents for management corruption. extortion, bribery. many public employees have been

coming to civil services commissions to report extortion, discrimination, harassment, retaliation. many public employees protest in december 2015, 2016, 2017 and 2018 ongoingly for discrimination and harassment in workplaces throughout the city. specially targeted minority women, african american, asian women and latinos. i myself testify in front of the civic commissioners many, many times for discrimination, harassment, extortion and bribery. and retaliation. for example, august 15, 2016, september 18, 2017 and many other occasions. on behalf of the union, i have brought five public employees file complaints for extortion. and retaliation.

but our file has been missing from the ethics commissions. and we were told they never received it. six people still work for the city. unfortunately two months ago, one passed away because of this. yet board of the supervisors, you -- many of you can have the opportunity to make this correction. and protect our city and city workers. we all deserve to work together and treated equal -- [microphone went silent] [applause] >> good afternoon. my name is yisella ford and i work for the san francisco department of public health and i'm here in solidarity today with my black african american brothers and sisters. i'm also the health care professionals chapter president for local 21. for 15 years, i was the s.i.u. member and i'm so proud of my

brothers and sisters for having the courage to bring you this issue today and for your response and really listening to the concerns of city employees. i guess i would like to speak to the fact that a lot of my colleagues are suffering. the issue of racism and discrimination is an issue of power, privilege and resources and whos has them. and who are the decision-makers. i worked for the city and county for 20 years and i have seen a lot of people being passed up for promotions, we're encouraged to continue our education and then we don't have promotional opportunities. i started in the healed health -- in the health department as a health worker and i'm a program coordinator and striving to get another promotion. i just think that you really nao ed to look at the hiring practices, the retention, working closely with h.r. and have people that are impacted by these decisions at the i believe that. we're asking for solutions but solutions can't be made in a

closed door when there is only five people in the room who have no understanding of how this impacts people's lives. [applause] we all go home. we're suffer. we're scared. a lot of people suffer from anxiety and are afraid to come to work or just, you know, don't know what to expect. so i take heed to -- i want you to take heed to their concerns and see all of us as human beings and really reach out the your compassionate and your response to these issues. >> good afternoon, commissioners. i'm karen pearce. i'm a native san franciscan, a homeowner. i've been working at the department of public health for 20 years now. i previously worked for the city in the former department of social services and the police department. i have witnessed racism through all of those years. but what i'm witnessing now is so much worse than i've ever

seen before. while d.p.h. has adopted number of projects to address racism and equity, the culture has not changed. and there is no indication that the culture is going to change. so when you get responses and the responses are what we're doing, there may be a lot of money being spent on it, but it is not having a difference in the culture that we have to live in. [applause] development of solutions to this problem cannot be left in the hands of the executive staff that exists right now. >> yeah! [applause] >> you've heard that. you've heard that. [applause] the personal descriptions that have been given also prove that. if we are going to get to solutions, number one -- power and authority must be given to

line staff, to other staff members -- [applause] to come in and to develop these changes that are necessary and that will help us move forward. and finally, to show you what the ultimate impact is on our communities, the people we serve our residents, just check the health status in bayview runners point and the millions of dollars we spend every year and we have not seen any improvement. [applause] >> thank you. >> how y'all doing? how everybody doing? my name is queen vanessa banks. i'm a born native here of san francisco. i'm 48. i'm not 28. and so i'm really pissed off because i was employed with san francisco park and rec for six

years. and so i'm gonna have to switch over to racism. what is racism? because you got more black folks in here doing a black folks role than anybody else doing us wrong. so we'll talk about everything. you understand? because see it's two type of coons. you gotta educate a coon that think they know it all -- mm-hmm -- and you have to uneducated coon that don't know much of nothing. well i'm both. [laughter] and i'm sick of it. i had to quit my job from park and rec from being bullied for six years. i'm the only one out there doing something and you have someone like jackie battle, or whatever category you want to put her in. didn't even acknowledge me as i sit there and do everything out there at hunter's point without no pay. without no money. but then when they kill mario woods, i said something. i wasn't on their payroll that

day. i wasn't in their uniform that day. and they been black balling me every since. so, i quit. because let me tell you something. i'm 'hood and i do retaliation and you ain't scaring me and i'm not running and go make no [inaudible] which i did go to e.o.c., i went to the union, i went to h.r. department and park and rec. never heard nothing from 'em. so, you know what? they pushed me to ccff because i just on my way to get my degrees of two of three because, see, i'm just not about that life just gonna keep coming down here complaining to y'all. y'all know what this city doing to us. [applause] and the black folks in position know what they doing to us. [microphone cut off]

[bell ringing] [microphone cut off] [applause] >> thank you. >> good afternoon. my name is rosalyn butler and i'm glad i could come here and speak to the supervisors so ms. furor -- i remember you from the school district. i worked at the school district for 12 and a half years and i remember you, too, jane kim. so, 12 1/2 years with the school district, i left there because of all the hell i went through. i pray to god, and i made a decision to leave. [voice breaking] like the other woman said, one medication to almost five. and that's when i finally said enough is enough. i worked in my department for

almost three years with no supervisor. i ran that department. worked overtime without getting any pay and was the best person in that department for them to hire someone 20 years younger than me, asian, who had never worked in city and county and who had never worked in a print processing department and mail services like i did. i left and went to laguna honda. i said i would never let anyone do to me that happened at the school district. i get there, two supervisors try -- they went to h.r. over the executive director who was black and over the operations manager who was black to try to get me fired. i said the first job i could get to get me out of lou -- laguna honda, i would leave and i did. i currently work for the san francisco police department. i am the only black person in my department and i can finally say -- knock on wood -- i am stress-free at my job.

i would like the say to you guys, you know what's going on. you need to do something about it. 16 years ago my sister told me to apply for a city job. i said no. because you only get a job if you know somebody and that was 16 years ago. and here it is 2018 and it's still the same thing. you guys need to stop hiding. i am one rosalyn, a black rosalyn who is the daughter -- [microphone cut off] [applause] >> hello. my name is michelle pearce. i'm with the bay view hunter's point community advocate. >> whew! >> i'm here because these things, as we have heard, are not even hidden. we know they're happening.

and my greatest concern, as someone who does environmental justice and equity, is that these practices brought down on city government employees bleed out into the community. you have people in this city expecting services from your employees who are being treated in the same way with the expectation that there is no accountability and no repercussions. [applause] and that is unacceptable for us. we use pretty words and this is directed towards you, supervisor kim, because i use the same words. we use pretty words like "outmigration" and "displacement" and the reality is the african american community is being run out of this city. [applause] we are being targeted out of this city by employees who are just transferring their mistreatment to us. and the consequences can be seen in the numbers.

you're running out the nurses and the m.d.s who are working in our neighborhoods with our communities. why is the maternal and infant health outcome -- in san francisco -- worse than most third-world nations? [applause] worse than the south. because the health department -- this is epidemic. why are our asthma rates worse than third-world nations? than anywhere in the south. because the employees in our health department, who can acknowledge that these are epidemics, are not willing to do anything about it because there's no repercussions when. -- when we die. we have to leave. we have to outmigrate in order to survive. these are real issues for us. thank you very much. [applause] >> thank you. >> supervisors, thank you for a long overdue hearing.

i'm tony kelly. what the city is doing to its own workers, as you hear today, toward african american workers, depriving them of middle-class jobs of dignity and respect, they're also doing to the working-class neighborhoods of color in the city. just like you hear from michelle pierce. in the southeast of the city, supervisors, you probably know that there is up to a 14-year shorter life expectancy. than other zip codes in the cities. we have dispair notice on cancer, heart disease, asthma, average h.i.v. load. many other disparities. the department of public health, other cities study this. others are similar distear pis. an african american woman in san francisco has six times the infant mortality rate of white women in the city. it is the worst disparity in the country. other cities study this. our department of public health does not. they don't even collect data and still telling us in

neighborhood meetings like they will do tonight at the shipyard that its demographics or choices that lead to these disparities. like skipping a visit to the clinic for one week or going to [inaudible] instead of trader joe's. i do want to remind you that it is assurances from this departments of public health that led to the approval of the shipyard promise, including asserting in this room and in the nresz 2010 that the ground, the dirt at the shipyard, nothing was in there that could not be safely touched, breathed or eaten for 30 years. you know they're not saying that today, ladies and gentlemen. it is time for the department of public health to eat shipyard dirt. >> yeah! [applause] >> they need to live up to their responsibilities and come to terms with what they have been doing to african american workers and african american communities in san francisco. thank you for listening. [applause] >> thank you, mr. kelly.

>> it's unfortunate i'm always constantly speaking out, as they say. wisdom is speaking out in the wilderness and it is really unfortunate because in actuality, i do know that none of you here, none of you are going to be able to help us. that is the bottom line. we need to start telling the people the truth is that this corruption is going on internal, the not going to be able to help us. because you know why? the reason you can't help us is that because can't help yourself. your morals and your values are totally obsolete. it doesn't matter anymore. you feel that you can do what you want to do, say what you want to say. as long as you think that you are going to represent these people. many of you have been in how many positions all this time and the condition is getting worse. [applause] you know it's getting worse. i want to know why we playing the political game. yeah, i'm running for this office. but i'm running not ton -- to be a part of you. i'm running so you're exklutted. there is no way on earth that

we have to continue to be here and hear why women are so stressed out and we're always supposed to be self-contained and not be able to express ourselves to the truth of what is going on. so, you would be so quick when we're hurting on the inside internally for your men with your guns and you can come and shoot us at any time and incarcerate us and we're supposed to be steady quiet and see the children suffering and the low self-esteem they got because they never see us and you make it so hard with your regulations. always your regulations and your permits and ticketing us every time we park somewhere and you can't park. we don't nothing around us. we can't live, we can't's, we don't have shelter, we don't have schooling. we don't have anything constant. we don't even have a culture anymore. you took that and now you make it to even apply for this you have to speak another language. how many black people you know speak another language. but we just saw one. but if we had the right opportunities and you out of the way, i feel government needs to be taken out of the way.

[microphone cut off] [microphone cut off]

[microphone cut off] >> thank you. >> thank you. [microphone cut off] [microphone cut off] >> thank you. [applause] i -- i -- we will be losing quorum in about 20, 25 minutes. i'm trying to move on and make sure that we can extend this as long as possible. but i want -- if members of the

public can be mindful of the time that's remaining. so that everyone can speak. >> good afternoon. i'm karen fleischmann. i'm a white ally of my brothers and sisters of color and i stand in support of everything that they've said to you about what needs to change in the city and county of san francisco. i want to talk about three policies that are exacerbating the racism of my white brothers and sisters and these policies also need to change. number one, offering tax incentives to tech companies without requiring that they hire black and brown people. i moved here because my ex-husband was recruited by a tech company. i facilitate workshops at tech companies. i know what they're like inside. a sea of white and asian faces with a big black security guard outside, a latino woman as the custodian. and a white woman head of h.r. with her little flippy ponytail.

this has to change. [applause] number two, setting aside low and moderate income units in luxury residential developments does not address the housing crisis for black and brown san franciscans. [applause] all it does is set up further permit paddy situations because now you have all of these white rich people saying who is that weird black and brown person living in my building? i know, let me call sfpd on them. which brings me to number three. hiring 200 more sfpd officers without addressing the bias issues within the department, without holding accountable the killers of black and brown san franciscans is only going to lead to more alex niesos, more mario woods, and let's not forget it was white newcomers to san francisco who racial profilinged alex nieto for wearing a 49ers jacket and called sfpd and said we have a gang member here.

alex nieto was born and raised in san francisco. that was his park, not newcomers' park. and you as public officials need to hold white people accountability. [applause] >> thank you. i'm going to just call the rest of the speaker cards because not everyone that has come up has been called up. eunice, shahmon, commissioner wallton, edward, terrence and mary. those are all cards that i have remaining. if i have not called your name, please feel free to line up. >> hello. my name is natasha bell and i'm one of the 15 nurses that was severed from the city. i was a registered nurse at san francisco general for 29 years. and i was let go in june and i don't know why. and here's the thing -- my department labor and deliver, where i have worked for 27 of my 29 years, needs nurses. it puts out the call for nurses

pretty much every day. and for the last seven years, i have been an on-call nurse so i'm exactly the kind of nurse they need to fill these open positions. so i am confused. i am ready to work. i'm available to work. they need nurses to work. but i have been told that i'm not needed. aaron kramer came up earlier to address this. he is the sciu representive furs. so, my conclusion is i'm not allowed to work because i'm over the age of 50. [applause] there is -- this is so clear to me the unfairness of this situation that i've hired a lawyer who is helping me pursue my claims as age discrimination. because the issue is very clear they need nurses and i am available to work today. i would appreciate any help that you can give me and the other nurses around this issue. thank you. [applause] >> thank you, ms. bell.

>> honorable members of the committee and my fellow brothers and sisters of sciu, i'd also like to recognize the fact that the third in command and our h.r. director is here today for the san francisco fire department. but pay attention, i'm about to put you on blast. my name is keith baraka, i'm a member of the san francisco fire department, firefighters local 798 and executive of the san francisco and california democratic party and homeowner here in s.f. i believe my career -- i'm sorry, began my career on july 27, 1997 while the san francisco fire department was under a well-publy soyed ascent decree. as you're aware the department has as long history of discriminatory practices. please, by all means, count up the discrimination lawsuits against administration of joanne haze white alone. i'm certain that there is a seven figure category there. in my years of service with the department, i havensed and been

the victim of despair treatment, harassment and homophobia. having the courage to speak out on these matters almost guarantees retaliation. but in ways that are much more subtle than they used to be. the new style of retaliation involved subterfuge and is dramatically more opaque. for example, refusing to fulfill a routine uniform request or creating new work rules to hinder my ability to do my job at the department as a recruiter, case in point -- the department has ordered me not to meet with prospective candidates. take a moment to think about this. the recruiter for the department and i've been ordered not to meet with candidates. because it provides, quote, an unfair advantage. really? this new directive seems to have come about only after i made issue of a completely inappropriate, unqualified instructor that used the n-word during a training exercise. moreover, it has come to my

attention to a former request that every single member working in my division was paid at a higher rate. nearly $2 0 more per hour for -- [microphone cut off] [shouting] [applause] [microphone cut off] >> thank you, delegate baraka. >> my name is rafael picasso. i am an sciu 1021 vice president of the school chapters, negotiator and 30 years shop steward. i've seen discrimination throughout my career here. i plan on retiring hopefully in five years so i ain't got to deal with it no more. that being said, i heard h.r. earlier give a description of how they're hiring practices are.

that's all fine and dandy. you know, we all put rules together and union contracts together, too. and in our union contractses we talk about discrimination and all sorts of stuff. but do our managers follow those union contracts? no! they violate those union contracts on a daily, ok. i'm -- like i said, i've been here 34 years. i started off as a janitor. i worked my way up as an interim director. you know what i get paid? 5% more than my employee that works under me. but you know what the director that sits in the other office gets paid? a lot more than i do. why? is it because i'm a mexican with brown skin? and the person that acts as the director in the office next to me gets paid way more than i do. h.r., what's up with that? how do they do that? how do they get away with not paying a minority, whether you're black or brown, a proper salary based on, what, my color?

i mean, that is not right. over the last 20 years i've asked to put a j.a.q. in that i've done and each time got the run-around by h.r. whether it's h.r. in the school district or h.r. in the city side. that's denied me as a mexican my right to be paid as a director of my department. so you cannot tell me there is no discrimination. not just throughout the city but into the city college and the school district. thank you for your time. >> good afternoon. supervisors, my name is eunice. i'm from laguna honda hospital and seiu member. i'm here to address the evil management in laguna honda hospital. >> yeah! >> i thought i was coming to a

civilized [inaudible] to work when the federal government invited me to come here to work as nurse. and i figured it out that america somehow is not civ lied. -- civilized. i can't understand in 2018 we still talking about race that has been dealt with 200 or 300 years ago. it breaks my imagination we're talking about a human life in a government hospital. local government hospitals. county hospitals. what do i take outside united states to tell people? that this is my witness here. caring for people and you can't speak up. when you speak up in laguna honda, your job is gone. that shouldn't be. that shouldn't be in a civilized world because any one of us can lay down on that bed. you never can tell what happens. please, i want you, supervisors, not everybody has

been saying something and makes people come over here to lay complaints and nothing is done. all of you should have a conscience. if you are black, and you have a [inaudible] and wake up to know that you're black. what happens? how do you expect somebody to look at you? how do you want them to address you? how do you want them to treat you? the bible said we should always remember to treat others the way we expect somebody to treat us. if they're [inaudible] [microphone cut off] [microphone cut off]

[microphone cut off] >> thank you. thank you. [applause] [laughter] >> hi, everybody. my name is darla brown. i'm here to support my brothers and sisters at sci-1021 and all the people here who have been discriminated. i have maybe one little resolution to this whole situation. just a little tiny resolution. start off with eeoc. clean that whole house. get rid of all the team -- too many directors and not enough investigators. [applause] because none of these managers or directors have nobody to be accountable because eeoc just gives you a letter, they don't

find no findings and they just give you a letter saying, go right to sue letter. that is not resolving the issues. my name is darla brown. i was terminated my work in oakland, alameda county. i was terminated and a year later i was hired because a judge found there was no grounds to terminate me. but eeoc said they didn't find no findings. this is some of the problems right there. if the directors and managers have somebody be accountable, maybe a lot of these cases or a lot of these stories wouldn't be told like it's been told. thank you. [applause] >> thank you, ms. brown. >> thank you, supervisors, for allowing us to speak today. my name is alyssa jones-garner and mr. jyles has graciously ceded his time so i could speak today. [inhaling]

i was hired as a 1404 clerk in the office of the chief medical examiner. [voice breaking] during my hiring process, i endure add level of scrutiny reserved for police officers. including a witnessed drug test, a urine test that was administered by someone that i would be working with. [inhaling] as a clerk. [sniffing] after asking questions about the severity of this hiring process, i began to endure harassment and discrimination on an hourly basis for months. i reported these issues to

several directors whom are here today and was sent back into that office. after one incident, i reported to e.e.o. and my pay was docked for going to report it. i am now on a mandatory medical leave because the director of operations said if you are not 100%, you cannot come back here. i'm a native of san francisco. i was born and raised in district 10. i worked in district 10. i helped my community in district 10. i have almost 20 years of work experience, four degrees. and now i'm being -- [microphone cut off]