good evening, everyone. My name is Chris to Carly know I'm the chair of the investigative Committee. I'm joined by my colleagues this evening. It is Thursday. 5/29/2025. We are in room to 21 and we will begin tonight's meeting with introductions from counselors beginning to my left. MADAM Chair, Josh being district. 21. Thank you. MADAM Chair, Brian Mowery District. 25, thank you. MADAM Chair, Renee Allen 15, thank you. CHAIRMAN Andy Nielsen District 14. Thank you. MADAM Chair, Kristin Jones District 18. Thank you. CHAIRWOMAN Jessica McCormick District 16 and again District 11 Krista Carlino. We have one item on our agenda this evening to receive the official update and final report from the Fisher Phillips law firm which we have retained I can see technology is working well. So
I'll begin with a brief opening statement. As many of you know, last year, my colleagues and I on the council made it clear and firm commitment. Harassment in the workplace will not be tolerated. In the city of in Indianapolis and with unanimous support from. Sides of the aisle. We establish an investigative committee. And we are going to take action on that commitment. Our primary role was to hire an independent out of state law firm. With no political ties to Indianapolis. After reviewing several farms and with unanimous support from this committee, we retained Fisher Phillips, one of the nation's top 10 employment law firms. They come to us by respected and trusted. And their field and they were tasked with investigating how the mayor's administration responded to harassment allegations involving a former
Cabinet member and with providing policy recommendations to strengthen and create more robust reporting mechanisms and protections for city employees. I want to be clear, this committee has not been involved in the investigation itself. That responsibility rested solely with the Fisher Phillips teen as intended. We understood from the beginning that retaining a law firm with the qualifications would come with a cost. But we also understood that ensuring accountability and preventing future incidents of harassment had to be our top priority. Today. We're here to receive the final report. As I indicated, and to protect the integrity of the process. The report was not shared in advance with council or members of the public allowing the Fisher Phillips team to present their findings directly and without influence. I'd like to now turn it over to the Fisher
Phillips team to present the final report. Hello, Daniel, how are you? We can hear It's not the best. Chair and all not sure. You sound much better. I'm going to mute myself. I'm just I was just going amateur me of myself. Turn off my microphone. You can you have the floor. Thank you. MISS Case any way see law they see So they that law, partner law for last 6 outs. For them to whole lot of it for place are that to All the same household administration is policies. This is U.S. Us a The 41 station or it's less
Council. Points a sophomore. There. This out We can see if you could maximize screen or present it. So that's clearly, you know, for those at home. And in the audience. For a couple will star. Can you move to the second slide? So what is Biden is sets we will post from the a summer, say yes, have with they say works community. That? Of the wasn't for that We is whole wholesale. We also us at or Pierce. We're having really serious difficulty hearing here up here. I don't know if it's the same is for members of the audience. But it's quite difficult. For me. It
says here Should we let her know you're going to restart the meeting? Okay. We're going to restart the meeting. Daniel. Virtually it seems like the connection is maybe poor on your and so but let's try and do a restart. I think my colleagues would agree that it's important that we hear everything as crystal clear as possible. And then yes, larger as person. Const, you. Maybe speak a little bit more was garbled at the end. Danielle. Is there. Can do Daniel, would you mind saying a few words? We're going to try to produce a transfer caption? This is The sound is not better. We your words. If you turn camera
off and maybe her connection. That's a fair point. Thank you for that. And then try to present your sights once again. Please. Not have behind the It All right, Daniel, let's let's try this. Issue for can so. So say I didn't Ace also live for This face face Address. This in that. Shut it is that's to He a voice. Else staff. I was. Some of some place. A it's The Saudis say it's still very well. We can still hear you. Well to Thank you. Course, the former chief play as a station for us. It place okay. There a We also that Wells who left
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solution lazy or that the city, also seems to especially trying to the only sources are fighting for were workplace relationships. It's actual wrestle. A lot And that's is or the city county believes a lot the software. It's equally back to it I think this It's our systems and policies were suspicious of the border. Look at. This is see. A No less a station Actions cases are Asian. To support a fruitless of the city's is a special policies. Easy to see more effectively handle. A lot of silence is. The first a way it's in this in calls. Souls as necessary. Here. This. Some case, as U.S. Is obvious. And that. A point of if you look it and allowed a asked me I
can I want to able of these recommendations I. Point of order. Alicia, power and call. Mistrial. If missed any out that you pause for a moment, please. MADAM Council have We're going to pick up a survivor. I want to hear the report going take out the a fine for not here the business of the committee and the members of the public to hear this report. Please allow us to hear the report and I would love to allow you to talk in the future. Please let us hear this report tonight. This is not this is destructive of our public meeting. MADAM Chair, speaking. We're going to have
a recess. Communication from Archie. Communications officer that tonight's presentation, the report will be made available online the thought of and we have. To look more like 3 more slides from the Fisher Phillips team and seeing as how I pulled us back and we will continue. I believe you, first conclusion page Daniel. I on a first Yes, Yes, I believe this first page stories conclusions for things the council should consider. And then the second estimate is for the executive Thank you. Say that the or that. Us our investigations. Is a important a sexual harassment policy and procedures for first this is a is set Israelis and safety all
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The center Base rate a r we here, you can see for additional support. Ball. Thank you, Daniel. We have in our packets counselors. Hard copy of that presentation for you to review. And then a hard copy of what is a 54 page. Report and at this time I will open up the floor, 2 comments or questions from counselors. Council Houston. Thank you, CHAIRMAN That's just going to point information before. I do have some comments. But I think at this point. 2020, can we get the report out? Please? Clicks. And so it's just publicly available at this
point in time. Okay. Okay. Well, I would I would ask that whoever is sitting yeah, great. Thank you. Yeah. So. Yeah, I have a few comments I want to thank council staff and the Fisher Phillips team. And my colleagues for their efforts on this investigation. And to the survivors and the victims for your strength and fortitude. I recognize this process has taken some time. But it is in line with the proposal that created this committee and mandated a truly independent and thorough investigation into these very serious allegations. I know we're all just getting this report still to come through
this, we have a lot to her. Lot to learn. Think in end the presentation a number of questions that lead us 2 creating this committee. Regarding these allegations when they occurred and how they're handled by the mayor and the administration have been addressed. I recommend that this report be reviewed by the applicable and appropriate administrative bodies. Law enforcement for thoroughness given the nature of the allegations and that these entities have their own purview. What is clear from a matter of policy and good management. Is that MR. Cook should have been fired well before he left the enterprise. There is no avoiding this conclusion and not doing so. Was a clear lack of judgment. His behavior was inappropriate and abuse of power, jeopardizing the public's
trust in institutions we should and must hold to the highest standard. As are formal investigation draws to a close. With the focus on the set of reforms that demonstrate we have actually learned from this acknowledge it is unacceptable protects City County employees, insurers, taxpayer dollars from being spent on lawsuits. Investigations like these. I will be focused in particular on a few of these and I don't want to get into it. But just want to emphasize the need for a true independent h r system and process. Second. And I know that this was highlighted in the report and the presentation, but in line with number one is the creation of an accountability structure. Should allegations being made against county executive. This has been something I know we have talked a lot about in
this committee before and we need to consider pursuing legislative remedy so let it executives. Don't go unchecked. And 3rd and finally. And I know this was also highlighted, but I really just want to emphasize this. Now we need to strengthen the city's non freighters ation policy and its implementation. To leave. No question that we agree with hr best practices that can central Renta in sexual relationships cannot exist between supervisor and a subordinate. Full stop. The imbalance and powers to create when someone can control both the financial and Kercher career success of another individual. We should use the full extent of the law to make it clear fireable offense. Dominican Central ran to collate relationship with a subordinate or supervisor without an extremely clear, no tolerance policy. I worry. History could repeat itself.
And at some point with me, right back here. However, this is the work ahead. And again, thank you to all those involved for your hard work. Karen Courage, thank you. Thank you. Council Nielsen. Other comments, questions Councilor Maine. Thank you. MADAM Chair, Daniel and throughout the course of your investigation. Do you feel that the administration and their law firm Viguerie or Transparent and you received all the relevant information and all information the requested. I? Do you believe the respondent? Was asked to leave the administration at an appropriate time for city of bin. Asked to leave at an
earlier date. That or science was legally compliance as live with it is, able process he was working that and were especially important just do it because I said that wasn't like you you know, that the city county was involved projects relating to Cares Act's. Thank you council thing. Cancer McCormick. Thank you. MADAM I agree my colleague council Nielsen. Had a lot of really points. I want to confirm an just state again that those of us sitting up here we just received this when we sat down. So we have not had time to look through. So I want everyone to know that tonight. It's getting this information we have now have our job is starting. To
look at this recruit digest what it says so and then make policy to ensure this doesn't happen again. So decisions cannot be made tonight because this body can't make a single decision. We would have to write, right? Right. Knee policy. And so it we will. We now have the charge to do that and we are ready to do it. And I think my colleagues and our staff and Fisher Phillips for the work that they've done and I look forward to. Ensuring protecting the safety of City County employees act and holding folks accountable. We'll back. Thank you. Thank you. MADAM Chair, other comments. Questions. I think you said it best that our work is just beginning. As chair I commit to that work. Moving
forward. Yes, Councilmember. Thank you. MADAM Chair, Daniel, question for you regarding the contact attempts to the complainants, the said lose that you contact them and never heard back. Many of them. Is that correct? Weather. There's also a separate and that yeah, this that's a start. I because I think the recent the individual who former chief of staff, that the minute were some point this side of state Chris, I we're not able to see what I decide contests. We did see a foot it too. That's what I And receive information and documents from them. Thank you. And just out of curiosity, kind of what was the nature of those conversations and from those conversations, what actions
were then taken to? You know, I mean, got this whole report here, but obviously haven't had time to look at Just got it. About an hour So where are we at happened once he spoke to the implants? So just be play is everything that's hurting. A communique signed up for, you time stop it them. Progressive documents, we meet compliance multiple times you know, based interests that and the like. How proceed with us. We thought they See documents from as well. If you follow ups believe that under siege, all that need to find a situation. Can place Thank you. I appreciate you. Elaborate on that. And you know, I I will be completely honest. And frank with you, said here this my colleagues as well as the that for almost
half a million taxpayer dollars, those really kind disappointed you guys were able be here in person tonight. I would think with that much money would be able figure out how to accommodate issue down here. Actually present this have an have to go through the the zoom call or teams call whatever it is and have this interference, technological interference that we experience here. So I'm hoping in the future if this ever happens again, i would hope it doesn't. But, you know, I help you find partner that will actually show up in person. Thank either a citizen science. Appreciate your comments. Funding could advocate a better thank you for any comments. Council Thank you, MADAM Chair. You know, just trying to process all this
because again, we've had in an hour to look through this and you know what, go through this. And it talks about, you legal standards being met. It's like maybe maybe this is just dawning on me now. Maybe there's different standards of legal standards that I guess that's standards that I guess there's moral standards. I kind of your most one, I No. The lull. Use a little differently right now. But I think legally, I don't know how the city didn't fall short, though this report says that they. But they I think morally and ethically. We fell way short. You know, when I look at this and on page, 23 of the reporters, the
respondents overall behaviors impacted the work environment of other personnel do not reflect business or professional practices. Nor did they instill a feeling of respect and others. But yeah, look at the back of the report. And says all the legal standards were I can't help but find. Find somewhat conflicting. And again, maybe its just cause. You know, I view gold. We will moral standards on one. But you know, I don't. No help beneficial. This report will be at the end of the day, certainly good things that are being recommended. And this
council has to take those up. As the CHAIRMAN Said, I fully agree that our work. Is just beginning. You counselor I actually wrote in my in my notes. The of conduct. So I appreciate that comment. Daniel, when you refer to being legal being lawful, you're referring, I assume 2, both federal and Indiana state law. Is that correct? Investigation centers? Well, as reported side that process. Do the same question to workplace ca here, guys, Yeah. Next thing that that does not fall under the always on the factors that all us. What we're saying is are signed surveys was Which? Is more stringent in cases like this federal law or state law. In
terms of like days to report It means that states know you're a They for say sexual grass. Council member. Thank you, MADAM Chair. I just want to Echo Council vents a sentence there. You know, as you see, one of the things I thought of was you're absolutely right with you. Line draw on it. I can't help but think that this happened and the private sector does it get? Kicked down the road for so long as they get ignored for so long. Do they actually? Take action and tell that person you're out of here. Still pack your stuff. You're not going to kill another 68 days. You're done. Unfortunately, that was not happened in this case. He was
allowed to say for 68 days and then find employment. Then benefit and his previous work with the city and And that can't be tolerated in the city we can't tolerate that is governing body. We have to set a standard. We have to show people we're going to be better. And I'm hoping from this report. Why I'm not shocked by its findings. I wish I wish it was a little different. But small is this point and we can't change that. Well, we can do is look at how we can reshape some of the policies and and looking to the future, be able to protect these people from these sort wrong behaviors of people in power, people that are overseeing them. This is my hope for that. We can now take this back and really make change. But to say shocked and
the finding is not that You know, I am commissioner do have a shot by sticker price that we pay for this report. You know, these are taxpayer dollars continues elsewhere have not been dealing with someone that had. And And I would hope that, you know, we move forward in the right direction. And for the survivors sake, I hope they get a copy of this MAY have an opportunity to really digest this and view this with their appropriate contacts. Thank you. MADAM Chair. Thank you. Other comments. Daniel Fisher Phillips I appreciate your hard work as well through this process. It's been it's been a long, several months and similar to counselor Nielsen want to thank our staff. Council peers for for your time and attention as we work through this period of time.
It's not been an easy process at all. And I know the wait has been excruciating. For those survivors. The real work begins now, though. Our commitment on this committee is to work too. Take into consideration these recommendations and findings. Implement policy to create a safer harassment, free work environment for current and future city employees. Our primary role is complete, but the secondary role. Begins. And with that, I move to with with summer study and work