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]

[microphone cut off] [microphone cut off]

[shouting] [microphone cut off] [applause]

>> thank you. thank you. [applause] >> oh, boy. i don't think i need to even say anything after that. my name is salina keen. i go by ms. k. i'm with the human service agency. i just got elected as vice president for the 1021 chapter of my agency. i've witnessed and within a victim of discrimination. just like a lot of the other individuals that spoke here. i think my question at the end of the day is really what the board is going to do about this. >> yes. yes. >> i don't think i really even need to say anything else. what do you guys plan to do about it? you said it's blatant. disparity is out of control. i mean, one of solutions i actually brought up, even with the hiring process, is just

basically return the hiring process back to d.h.r. and get it out of the agencies because the agency's gonna discriminate anyway. [applause] because it's all the family and friend plan. if you aren't part of those circles, regardless of your background, your education, what you know about that job, it doesn't matter. >> amen. >> ok? so what are you guys going to do about it? i've met a couple of you personally. but it's time. this is ridiculous. why do we have to keep carrying on for another decade, the same old thing every day, day in-day out? ok? the other thing i thought of, just in case you don't do that, which makes a lot of sense to return it back to the d.h.r. and get it out of the hands of the agencies is to basically put oversight committees over each agency, manned by people like me, to ensure that this discrimination doesn't continue or that we can catch this to help out the shop stewards. ok?

help out our unions. ok? so we can stop all this. because this is totally ridiculous. why do you guys want to keep on repeating this? what are you guying to do about it? >> ok, sister. >> ok? at tend of the day, stop unnecessary -- [microphone cut off] >> thank you. [applause] >> hello. thank you for your service, supervisors. i'm kind of nervous. i don't usually do this. but my name is vernelle boyd. i'm a 9132 transit fare inspector in the proof of payment unit. i'm here today because our department, for the last couple of years is under new management and has really failed us. when lou lamatello was our commander-in-chief, proof of payment ran so smoothly. for the last couple of year,

it has been a hostile environment. our assistant manager has retaliated against us. he has disgusting comments about women. there's been sexual harassment in our department. and there has been suspensions because we didn't bring in seven citations. and for me there is no quota for proof of payment. we -- i have followed the chain of command, and like i said, i usually don't speak up. but these derogatory comments against women, there's five of us, and it's bad. so i followed the chain of command and then i just thought to come up here and speak. what can we do? because obviously nothing is getting done over there. to me, if there is sexual harassment or something against a woman or talking about a woman's breasts or ass, excuse my language, i think he should be on administrative leave.

and nothing -- nothing's happening. you know, i know donald ellison is doing his best. i spoke to ed riskin and now i'm here to speak to you because you are going to be shocked. out of 52 proof of payment officers, guess how much are working? 25. that's it. and it's because of this harassment, the stress, everything we're going through. nothing is happening. so i really hope -- like i say, i don't really talk much. but i really hope that when -- [microphone cut off] >> thank you. and i actually didn't know that don ellison from sfta is also here to listen to members of the public. thank you for pointing that out. >> hi. my name is shelby and i'm here to speak on behalf of brightline defense a public policy nonprofit thats has advocated for local hire, good paying jobs and work force developments that impact sfairns in san francisco.

nine years ago in 2009, the african american migration task force found that san francisco was rapidly losing its african american middle class. and this trend has not been reversed. meaningful nondiscriminatory employment opportunitis are essential to ensuring that african americans are able to remain in san francisco. as a second largest employer in the bay area, the city and county of san francisco must work to end discrimination in its workplaces and ensure access to jobs for black san franciscans. this hearing and mayor breed's directive are a first step to ending the discrimination against the black population. brightline is here to listen today and we hope to continue to work to support san franciscans black community. thank you. >> thank you. >> good afternoon. thank you all for having this hearing. but i hope that something will come of it to change things. my name is norma nelson and in

2012, i was constructively terminated from the port of san francisco by the current executive director of the port of san francisco. i had worked there for seven years and had not had any disciplinary issues at all. however, i did slip and fell on my back in the lobby of the port and injured my back and while i was out on disability leave, i was required to still do my work enhave -- even though i was out on disability leave. once my doctor didn't release me back, i requested the opportunity to have light duty or transfer to another department. i was denied any opportunity to return to my job. finally i was -- the reason i say i was constructively terminated is because i had no place to go and my health would have been jeopardized if i would have continued to work in

the hostile work environment that i was suggested -- subjected to. the hostile work environment came as a part of my duties as an 1824. i was responsible for contracting activities at the port. i uncovered a number of inappropriate contracting activities that were going on there. and specifically discrimination against african american contractors and consultants. when i brought this to the attention of my supervisors there, rather than to try to rectify the situation, i was then investigated for unfairly selecting the -- helping the staff elect the consultant that they wanted to hire and they did not look like me. and so i was constantly sundayed to hostile -- [microphone cut off]

>> thank you, ms. nelson. [applause] >> hello. any name is yeva johnson. i just wanted to say one, i'm a human being. i'm a black person. i'm a woman. i'm a lesbian. i'm a jewish person. i speak spanish. i speak some french. i am a physician. i am a family physician. i'm the first family physician or any physician in my family. i've lived in san francisco most of my adult life. i work for the city and county of san francisco. for all but two of the last 28 years, mostly in the department

of public health with the exception of six short months of the department, the human services agency. the reason i'm here today is because one of my colleagues at laguna honda hospital where i currently work, an environmental services worker gave me the flyer so i just came as a support person for sciu. i'm in the uapd union of american physician and dentists. my qualifications are as a person who has an m.d.and an m.p.h. from berkeley and received a complete scholarship from berkeley for my leadership in public health is to run a public health department and that used to be my aspiration. i currently came today just to be a support and sit here in support. but i came up to speak because another speaker said to you a supervisors -- and thank you to her -- that you looked her in the eye and that was a trigger for me that, unfortunately,

that is something that's incredibly needed is for people to be looked in the eye, that basic human dignity. and the other reason i came in terms of policy is that when you have trainings, for me these trainings are a trigger. the trainings of humility and harassment tell what should be done and for those people, i have colleagues -- all kinds of colleagues -- [microphone cut off] >> thank you. thank you, ms. johnson. [applause] >> hello, i'm christopher christianson with the ilwu local 10 as wells as the district council and labor council delegate. first off, let me start to say

that the international longshore and warehouse union has a zero -- less than zero tolerance policy on racial discrimination, sexual discrimination, sexual assault and all kinds of things. i've heard from all of these sciu 1021 members. so i ask why are we not helping these members? why are we not helping these members just go to work? provide for their families. live a happy existence. have a happy co-existence at their jobs. you should feel safe and secure. at your job. not afraid. and on edge. and with that being said, i just also want to say that the ilw local 10 and all i.l.w. supports in any kind of rally, mobilization, any kind of fight that they have, that nay need us for, we will be standing in solidarity arm in arm. [applause]

>> thank you, mr. christianson. >> i'm going to keep this very brief and try not to make it too personal. i'd like to start off by saying my heart goes out to everyone here who has been discriminated against. who has a family member who has been discriminated against. i thought i was in this by myself. my name is edward simple. i started my career as a 9-1-1 dispatcher for the city and county of san francisco in 1988. i resigned in 1993 due to what we're talking about here, retaliation, discrimination, harassment, etc. once the department went civilianized, i'm not sure of the exact year, i came back in 1999 and i resigned last friday, september 14. this is a job i love. i was born and raised in san francisco.

i went tos private schooling my entire, you know, curriculum in san francisco. private schooling. graduated from archbishop high school in 1984. i love this city. and i love my job. i was told by three chiefs of police in san francisco over the radio, when they pulled me to the side in private and told me i was the best dispatcher they ever heard over the radio. i've been told by numerous officers that i've been the best dispatcher they've heard in their entire career. if you've ever gotten me as a call taker on the phone, i was told i am the nicest dispatcher in san francisco. i love my job. so for me to have resigned twice from the city due to harassment, due to discrimination, due to just unfair treatment, it says a lot

and i have a piece of paper here. i would like to hand -- [microphone cut off] >> thank you. we'll take that. >> good afternoon, supervisors. my name is terrence hall. i'm secretary treasurer for transport workers local 258. we represent the muni operators 7410 automotive service workers, 9132s, which ms. brown spoke on and city workers also. where do we start? ha. so our members, african americans and brown and all, are subjected to seniority violations. they're subjected to working at a classification where they're hired off of one list and given dutis that they shouldn't be doing.

the sfmta, with their hiring practices in what they've done in contract negotiations, has put a ceiling on your advancement. they put in different levels, used to come in as -- i'm speaking for all departments. we don't have anyone -- we have a human resource director and safety. we're african american. everyone else is not. when this agency was great and your service was great, you hired from within with people who knew something about it. now it's exempt and they bring in people from alabama, atlanta, new york to try to run this city and that is why your service so poor. so, if you could reach out to me, i know supervisor brown you are, thall@twsf.org. reach out, we need to talk. because there are other problems that need to be resolved. as far as all other departments

that work, we have public health workers that can't get -- their jobs are being outsourced and contracted out. and they can't get advancements. all of these things are happening with the city. since i've been here since 2000, it's just gotten progressively worse. so if you're serious about doing something, reach out and talk about -- [microphone cut off] >> thank you. >> thank you, mr. hall. [applause] [please stand by] [please stand by]

had >> good afternoon. my name is daniel, i'm -- daniel becker, field representative for san francisco general hospital miscellaneous workers. i want to start by thanking you for giving our members the opportunity to speak about their experiences with racism and discrimination in the city. as you've heard, this is an ongoing issue and it needs to stop immediately. i would like to add that seiu

fully supports these members and a world without racism and discrimination, not just in the workplace but everywhere. we have made a request to prove what we already know. people of color, especially african american workers for the city and county disciplined higher levels than the white counterparts. this information has been kept from the union until recently. i'm pretty sure i know why. right now i think it's important to just point out the obvious. the city and county of san francisco would like to brand itself as a beacon of equality but it is plagued with white supremacy, and it's important to point out that white supremacy is not just swats -- swastikas and donald trump, repeatedly deny them when they are doing

out of class work. disproportionately disciplining people of color. white supremacy, dismissing allegations of racism in the workplace and then disciplining the members who bring up these issues. it is removing these people from probation at a much higher rate than anyone else. delaying information that what the members are saying is the absolute truth. i see these examples happening every single day. i know who gets disciplined and fired from probation. i know -- >> supervisor kim: thank you. thank you. thank you. >> good afternoon, supervisors, and i really appreciate this

grassroot effort. i'm not in the union, but i'm retired, and i've lived in san francisco about 27 years. it's admirable that san francisco as the previous speaker said tends to want to be the hallmark across the nation in this current administration of being inclusive, and unbiased. but this hearing today with an overflow room of folks, we have a lot of work to do as far as looking deeply in our hearts, and in our structures if they are supporting systemic racism in any form. in the years that i've been in san francisco, i've always sensed, as another speaker said, that the condo i live in that makes me such a target for, are you supposed to be here, i dare to live well black in the city that again supposedly the beacon of inclusiveness, it's just

recently that some of us in my community, which is south beach, mission bay, got together and we did have our own little safety -- safety forms that are based on welcoming communities. we looked at some of the barriers to embracing every person in the city as equal, but were not attended very well because i live in a very wealthy area, where real estate seems to be more valuable than the lives of people who has been san francisco. i do appreciate the hearing today by the city itself. i do hope we can look into ways of structuring things so everyone does feel quite included. and i do hope that we'll use also this period of reviewing the collaborative effort by san francisco and the police department in it we are retraining law enforcement officers -- [microphone cut off]

>> my name is mary, a former employee of the human rights commission. i worked 16 years for the city in various departments. because as you know, the human rights commission is a regulatory body. i worked those years with no promotion. i showed an attorney my personnel file, and she said well, why did they get rid of you? i said for various personal reasons. she's black, she doesn't support the things that the human rights commission supports so and so forth. and they took me off of all three jobs that i worked on, the last time they put me on, caused so much pressure on the optic nerves of my eyes that my primary doctor, took me off the

job a year, and when i came back to work they destroyed the stuff in my cubicle, and do you think you can do the job if we put you back to work, and i don't know, we are going to send a questionnaire to your doctor as what you can do. doctor had stated don't increase the amount of typing, eliminate some of the typing, 8 to 10 hours a day is too much pressure on the optic nerve. what the department said, and this is d.h.r., under mickey callahan, very nasty to me, said she cannot perform the essential functions of her job. so, we are going to transfer her to e.o.c. transferred me over there, and that, attempted to downgrade me as a clerk from a contract compliance rep to a clerk. this is what the board of supervisors and the unions need to address. the civil service commission allows city departments to

downgrade you if they don't have any work in your field, or right, in your field. or any work in your classification. what you need to look into is to change that -- [microphone cut off] >> supervisor kim: thank you. thank you. thank you. >> good afternoon, supervisors. david williams. president of the west bay retirees chapter of seiu 1021, members and retirees come to the meetings to talk about how they have not been accommodated in

trying to return to work, what troubles they have, how the departments do not facilitate getting them back but rather obstruction. likewise, they talk about how they have been bullied and pushed out because of ageism, and forced to retire after working for many years when they are not ready to. you've heard all the rest of the stuff. what really needs to happen here is this meeting, this hearing needs to be taken to the full board, every supervisor, all 11 supervisors need to hear this, they need to hear all this and need to respond. they need to tell us what they are going to do. they need to direct the managers and the department heads as to what they expect of them, and we expect change and we expect the whole board to facilitate that happening. thank you. >> hello, gail romly, unit clerk at laguna honda hospital.

been there three years. when i first came to work, in the first week i was told to report to the nursing station every time i left the nursing station. other two unit clerks on the same classification of me asian, were not told the same thing. i was told not to speak with case managers from outside hospitals, did so one time, was reprimanded for it, my other unit clerk, same classification as me, did the same thing two days later, no reprimand. so, since then when i complained i have been the target of discrimination, retaliation, a hostile working environment. they also did the same thing to the other two unit clerks before i started, one was of african american descent, the other hispanic. they left. i said i'm not going to leave.

look at my face every single day until i'm ready to go somewhere. i reported to e.e.o.c. last year, nothing has been done about it. so i have a daughter who is 27 and 3 grandchildren. that i have to stay for. because if i leave, they lose. and the perpetrators win, so i'm not going anywhere, i'm going to stay there and i'm going to fight you until it stops. >> supervisor kim: thank you miss brown. >> i want to thank you you -- >> i can't let you speak again, public comment -- >> i can't say nothing again, i wasn't aware of that. even if it's one minute? >> no. >> why not? >> we have to afford each speaker the same amount of time, if the -- if you would like to speak, i'll start a time. >> read that right there. >> speak up.

>> i filed an e.e.o.c. complaint after 180, after 180 days. i followed up weekly after three weeks. they administratively closed my claim without further investigation. the department stated earlier that -- earlier they have dismissed, 5% of black workers for cause and he is right. the cause is because -- the cause is because we are black and we are black and that is unacceptable. i understand here -- i stand here with my head held high to

ask you, the board of supervisors, please don't turn a blind eye. it is time to take action. thank you. >> supervisor kim: thank you very much. [applause] you can also submit for mr. bryant all the letters. thank you. >> hi, tandra, very short. i just wanted to say houston, we have a problem in san francisco. i'm tired of getting look at a research and experiment as a project. i was the one that left that miss brown was talking about, been trying to get a job with the city and county since 2012. got an opportunity for a year and a half, left my kaiser job to come, got dismissed. after that, try to pull boots with the straps, applied for welfare, they knew me so well, they would not give me that. i had a strategy to get into the

p.s.p. program. out of the four interviews, three tried to hire me, they would not hire me, somebody sid said -- i don't know what they said. i'm ok now but discriminated against the city and county. went to make a complaint, went to brandon lamb, he did not see nothing. hally albert, she didn't see nothing. went down to do a complaint last august, august 2016, just got reply from michael brown signed by mickey callahan saying they did not see a problem, but i believe we have a problem and i'm here to fight. >> supervisor kim: thank you. >> hi, my name is cindy wong. i did not come prepared but as i watch, i want to bring up my case. something about bullying at the workplace. so, i work at a health center in

the department of department health, and the nurse manager, you know, very subtly does things to bully me. and highly value assistant, she can look at the situation and become a poor employee. so, i went through the chain of command, i went to medical director and also i call the d.p.h. -- d.p.h. director and then we have conversation and said you know, talk to the union. but the problem is, i did not have any union representation. so, my case started 2016. and because of all this bullying and, so i came down with a very serious illness. and i just returned to work back in june, and the manager throw me, you know, first remove me

from my position, from working with medical director, and from the patient, going on serving them over five years and after removal of the fourth day i've been trying to work, she just like gave me assignment and said everybody does five clinics so you have to do five clinic. although the doctor said you know, it would be advisable to work in a less stressful environment. anyway, i just want to conclude that you know, this situation has not been resolved. and i got a letter from mickey callahan, and saying that you know, my case is not grounded, but there was never a meeting, you know, for me to -- [microphone cut off]>> supervisor kim: thank you for speaking. next speaker.

mr. wright, i'm -- i'm so sorry, but i have to go to the next speaker who has not spoken yet. >> mallory branch, i want to say i think it was wrong for the city of san francisco to fire her, she got injured on the job and it was not her fault. so, there. thank you. >> mr. wright, i can't -- you already spoke. i understand. are there any other members of the public that would like to speak? seeing none, public comment is closed. i -- i understand, mr. brown, i wanted -- i -- so, we have 15 minutes remaining for the hearing, and i did want to give supervisors the opportunity to actually ask some of these questions that's come up. unfortunately, only 15 minutes,

i will lose -- i have to adjourn the meeting after that. we did extend and i got them to stay additional hour and a half than we had slated for the hearing, thank my colleagues for staying for that. i just want to first of all start off by saying that yes, we will have staff come up. that this hearing was incredibly disturbing and deeply painful. and to hear that so many members of our -- of our city and county and our employees have similar stories to share, i just think speaks to a deeper trend and pattern here at the city and county than honestly i had even anticipated today. i do want to thank seiu 1021 for asking me to call this hearing in june, it's been a pleasure to work over the last two months. and for u just the beginning, and it was incredibly important to get all the stories and i know two minutes was incredibly

short for the years of experience people have been encountering. i do want to give -- i had a very long list of questions being that we only have 15 minutes remaining. i wanted to give supervisor brown and fewer an opportunity to ask questions but i have to limit the time. so begin with supervisor brown. >> i just want to say that an hour and a half -- hour and a half -- >> supervisor kim: i only have 15 minutes. >> nothing compared to years of racism and discrimination that we have -- >> supervisor kim: you could not be more correct. i completely agree. >> supervisor brown: thank you, chair kim. i'm kind of overwhelmed by all of the different testimony here today. and i just want to let you know that i hear you. i feel that we really, it's kind of the tip of the iceberg. and i think we need to open this up more. i think we also need to open up

how people are being trained to deal with disputes, how people are really looking at them and looking at them fair. i also agree everyone can go to a bias training, but does not mean that changes them a lot of times. and so we -- i just feel like we really need to open up how things are working and really what's not working. i think that's the big thing. what's not working. and that's it. so, i think this definitely needs to go forward. >> supervisor fewer: so, thank you chair kim. and thank you everyone who came out and gave testimony. yeah. so, this is pretty disturbing. i just think that you know, it's -- a lot of questions, actually.

and i don't think there's enough time to really address them and actually i think it's going to require sort of a really a lot of data. so, but what is disturbing, i want to say off the bat, is that it is not an isolated incident what we are hearing from a single department. it is -- the district attorney, d.p.a., general hospital, laguna honda, sheriff's department, police department, medical examiners, m.t.a., rec and park, we are hearing it throughout all of our departments in the city and county of san francisco and i have to say it's extremely disturbing, when i hear of an isolated incident i see that sometimes as an isolated incident and i get it. but when i hear repeatedly about the lack of investigation on some of these complaints, that they have no merit, that people are being harassed to the point of physical deterioration, when i hear it's not possible to go

back into the workplace because of the hostility in the workplace, i agree with some of the speakers that this is, these are issues that actually people marched and lost their lives over in the 1960s and so it is -- it is concerning. i also think that it's probably time that we actually looked at, you know, i guess i want to say the solution isn't just that we hire more african americans because clearly we are hearing here from people who have already been hired by us. so, i think it goes back to some of the questions i had about retention. i -- i have a list of data points that i think that would be important for me to really understand the full context of it and the city. i also want to talk about the salary discrepancy. and when we talk about race and talk about racism, then we must

definitely have the data that shows disparities between racial groups, and i have, i think i would like to see that type of information around promotionales again when we look at who is being dismissed, do you do an exit interview, is there any information that you can give us when people are actually severing their ties with the city employment with the city and county of san francisco. are we capturing that information. and where is a safe place for folks, we are hearing about retaliation, retaliation quite frankly is a very real thing and i think some of the stuff that we are talking about is subtle. and also to address the issue that san francisco claims to be the most progressive city in the united states, racism here is very systemic. but it is very sophisticated. and so because it is so, and so well designed, that it takes actually i think a lot of

looking at the root causes of it, and also dismantling some of of the policies that we have that are racist and inequitable, and how do we know that, because the out comes are racist and inequitable. i will be sending a list i think to, around some data points and it's unfair to put that on you today. i think in order for us to tackle this problem, and i do believe the city and county of san francisco, that there is the desire to eliminate this type of racial bias and discrimination within our departments, i think is really about do we have the moral fortitude to do it. it may mean breaking down some systems that we have used and rework them in a way that weeds out inequity and the loopholes in a system such as ours. as serving the city and county

of san francisco you are right to bring this to the attention of the elected officials to the city and county of san francisco, but be sure, these are systems that have been in place for decades here and i know and supervisor kim knows from the school district, that undo them, we wrote the resolution to restorative practices after looking at the disproportionate amount of african americans students disciplined for things like disobedience or not jumping to a command, and so we recognize that, i think the city and county has a desire to be a better employer for everyone, but particularly for a group that is much more vulnerable because the population in san francisco is already diminishing and there isn't a cohort i think of support that is political but also that has power in the city. so, i will be sending a list of data, i am asking the chair to

continue this item to the call of the chair so that maybe we can continue this conversation once we submit hard data and i'll call it out that it could be time that the city of and county of san francisco actually has an office of racial equity that we can actually have data that is collected and is held in-house. so, anyway, thank you very much for coming out, thank you to city departments for coming out also and thank you for supervisor kim for chairing this. >> thank you, supervisor fewer and we look forward to getting the questions and happy to respond. we heard our citizens, heard our employees, and their concerns, it's loud and clear and evident we need to do more. we are committed to it and meeting with the labor partners, and also meeting with community members and other stakeholders. thank you.

>> supervisor kim: so, unfortunately, the supervisors on committee were not able to ask all the questions that we wanted today, so clearly we have to continue this hearing and hear it again. it's more than a three-hour hearing. as supervisor fewer said, we are talking about decades of systematic discrimination and racism and i'm concerned around what we heard today around gender and other categories that i see through our settlements and closed session. i'm glad to see that mayor breed has issued her executive order. there's clearly a lot of work to do beyond the executive order but i would like to work very closely with seiu 1021 to come up with a portfolio of proposals of what we can do to change the systematically, and i know many members of the public could not stay and took time off from their own work schedule to be

here because it was so important to shed light on the experiences of what our employees are facing. so, thank you for coming and spending that time on educating the elected officials on what is going on here through our employment practices. i agree that videos are not enough, as a supervisor, that's required to watch some of these videos. i don't think that they really actually change behavior or practices, and so we have to do a lot more than that, and there has to be a 0 tolerance policy and i have not seen that. and certainly have not seen that in our settlements that we get here. when mayor breed was supervisor and supervisor peskin sat on committee with me, i can't tell you how frustrated we were at every single settlement we read about and the facts of what many of our employees were undergoing, and there are some here today at committee that are deeply, deeply disturbing. and so we have to change, you

know, we have to be a role model employer for the private sector here in the city and county, and we know that government jobs frequently are better at hiring a more diverse work force and this is true throughout the country, in fact. african american middle class jobs throughout the country have been government jobs and so if we can't figure out how to create an environment that is welcoming to all members of our community, then we are really failing and the city is really one of the last vestiges in the city of middle class jobs for any group, and one of the last institutions that support organized labor, so ensure we are taking on the issue. thank all the departments that came here today, and i want to thank you for listening. i think that's incredibly important that you all were here to listen to the public

comments. so, i will continue this to the call of the chair. i know that supervisor brown and fewer want to be actively engaged with our union and our departments on actually moving forward with some action. so, seeing no other closing comments, there was a motion to continue this item to the call of the chair and we can do that without objection. again, want to thank all the members of the public for coming out today. [applause] >> mr. clerk, can you please call item 7-14. >> clerk: agenda item 7-14, 8 ordinances settling, authorizing the settlement of lawsuits against the city and county. >> supervisor kim: for the sake of time and i just talked with supervisor brown, we will not take a motion to convene to closed session, neither of -- well -- why don't i say this. i think we can pass items 7-14.

>> clerk: madam chair, we should take public comment on the closed session deliberation. >> supervisor kim: we will take public comment on these items. if any members of the public would like to speak on item 7-14, please do speak now. seeing none, public comment -- oh, ok. >> i want to speak on this closed session that you got with the city attorney. and while you are back there, executive director of the department of public health, barbara garcia, embezzle one had you been $100,000 a year and not reporting the income from her female married companion, and by the same response, she get caught, you let her retire and keep her benefits. she should be fired, and should not get not one penny of benefits from the city and county of san francisco. that's called tax evasion, and money laundering, and fraud.

by the same response, all the blacks that's complained about complaints in the health department, to the union, that was up here today, all of them, 98% are black. you hear me, all black people complaining about barbara garcia in the health department. had me fooled thinking she was doing a good job, and she get caught embezzling $100,000 a year for the past several years, you let her retire and act like she did a damn good job. that's not cool. so, ain't no way in the world she should be allowed to retire and get benefits and you treating her like she did a good job. is that clear? and then another thing about your discrimination. disgusting that you let rules and regulations of mission where you are supposed to have 15% of those 1,500 units for low income and very low income people, who you campaigned about.

when you get hired, people you say you are going to help you refuse to help. sit up there and say they are supposed to be for low income by the people, and said the requirement about their income. so, in violation of your own rule and regulation, and it's going to come back to haunt you. [please stand by] >> thank you, mr. clerk and mr. gibner, our city attorney will read out the outcome. >> deputy city attorney john

gibner. during the closed session, the committee voted 3-0 to continue item eight to the call of the chair and to forward items seven through 14 to the full board with positive recommendation. >> thank you. and we will take -- we will take that motion and pass that and colleagues can we take a motion to not disclose our closed session? we can do that without objection. mr. clerk, are there any other items before this committee? >> there is no further business. >> meeting is adjourned. [gavel sounds]tember 6, 2018.

i would like to remind members of the public that the commission does not tolerate disruption or outbursts of any kind. please silence your mobile devices that may sound off. when speaking before the commission, if you care to, please state your name. i will take roll at this time. [roll call] first on your agenda is items proposed for continuance. 1 a and b, 2018-1356tzu and 2018-004477pca for planning zone and zoning map amendments and