mr. riffkin can speak about it, but they have a numbers person who has been deployed there, an experienced hr professional that's not part of the hr team, who's able to address the team and she's been listening to complaints and coming up with recommendations and dealing with that. probably the biggest impact from my perspective and my team that are here, we need to really pursue for aggressively the conduct complaints and make sure people know where to go with them. >> yeah. and so this person is where? in what department? >> so there is

mr. riffkin can speak about it, but they have a numbers person who has been deployed there, an experienced hr professional that's not part of the hr team, who's able to address the team and she's been listening to complaints and coming up with recommendations and dealing with that. probably the biggest impact from my perspective and my team that are here, we need to really pursue for aggressively the conduct complaints and make sure people know where to go with them. >> yeah. and so this person is where? in what department? >> so there is an ombudsman person, a retired official from the city, who's kept active over the years, and the mayor asked her to go in and assist mta. she's been at mta for long time. she's been doing a lot of listening to employees. did they make a complaint? did they get heard? making sure systems are in place so people have a place to go. to me, it's an combination of ensuring the systems are in place, people have a place to go, and the accountability for when they do complain. sometimes it's just suspicion, but a lot of times it's probably not. and certainly the c