Is Sheriff Danita Ball from
Milwaukee County Sheriff's
Office. Danita, come on up.
Good morning.
As stated, I am Milwaukee County
Sheriff Danita Ball.
And first of all, I'd like to thank
the committee on urban
revitalization for
inviting me to be here today to
talk about the
different challenges that Milwaukee
County has faced as
it relates to
hiring as well as
retaining qualified
deputy sheriffs and correctional
officers. Is, as you know,
the strength.
And integrity of public
safety depends on
having dedicated individuals who
answer the call to serve
and protect over
900,000 residents
in the 19 counties
within Milwaukee County.
The 2,200
acre campus
at the Milwaukee Mitchell
International Airport and
patrol over 150 miles
of expressway and county
roads and over
150 parks provide security
for 47 branches of
court as well as
a daily average population
of 922
pre-trial detainees
in our care and custody.
Yet, we are witnessing
locally and across
the nation unprecedented
challenges that have
hindered our ability to
attract new candidates and
encourage experienced
deputies and correctional officers
to remain with
or transfer to our
agency.
In recent years, we have seen
drastic decline
in the number of people
seeking law enforcement as a
career choice.
Various factors have contributed to
this decrease in interest,
including the erosion of public
trust due to high
profile use of force incidents
that have occurred
in other parts of
the country.
These incidents can have
a chilling effect Whether you
are entering into
remaining in or
supporting the
profession.
And they have led to
protests, evolving
expectations, and
increased scrutiny being
placed on law enforcement.
Because frequently,
the entire profession has been
painted or tainted with
that same broad brush.
Additionally,
In the case of our deputy
shares, MCSO
is competing with
19 municipalities and
the federal government for
those who will still
view law enforcement as a
viable career choice.
However, trying to do so
with less increases
the reliance on overtime staffing,
overtime to
staff-critical.
Positions and
compromises the work-life
balance.
So many are
seeking and honestly
deserve.
These are just a few of the
factors which have
contributed to
staffing challenges and have
also affected the
culture, morale and
effectiveness of our agency.
That concludes my prepared remarks,
but I'm here to answer any questions
that you may have.
Thank you, Sheriff.
Now, you've been sheriff for how
many years in Milwaukee?
So since October of
October 27th of 2022
is when the governor appointed me
and I started my
term January 2nd
of 2023.
Okay.
And the sheriffs are responsible
for not only highway
patrol in Milwaukee County,
I might add the only county
in the state that doesn't
have state
patrol enforcement,
but you're responsible for that as
well as staffing the jail,
correct? Correct.
And then also bailiffs,
is that correct?
Correct. So we're responsible for
the courts,
the parks,
the airport.
Of course, you mentioned the
expressway and the county
roads and the jail.
Now, what is the authorized
strength of the Milwaukee County
sheriffs, and how does it,
the authorized string today compare
with what it might have been
five years ago?
So the authorized strength
is 275 deputy
chairs.
And I know you said five years
ago, but just going back even
more years than that, we had over
900 deputies.
Now they.
Now we have correctional officers
who take some of the strength
or some of the work that
the deputies used to do because
before they started in a jail
and then they were able to
go out on the highway and
go into courts and things like that.
And so five years
ago, I would say we
probably had over
maybe 3 25
And now it's down to 275.
Now it's down to 270.
And at one time it was 900.
900.
Yes, sir.
But because of
adding the position of correctional
officer that it
used to be sheriff's deputies that
were doing all of that.
Correct.
One of the things that,
you've got your own training
academy, correct?
Yes.
Yeah.
And where is that located?
It's in Franklin.
And how long is the training
period?
And what requirements are
there of individuals
who have been
chosen to go to the academy?
Do they have to have a bachelor's
degree? Do they to have any kind
of previous training
in law enforcement?
So, the training is over
26 weeks because
we had an issue with
staffing as it relates to
our correctional staff.
We do dual certification, so
they will also be
certified as correctional officers
if they didn't come to
us as a correctional officer.
So they spend
those 26
weeks and then they spend additional
four weeks as
a, in the academy.
And so one of the
requirements that you have
to have is 20,
be 21, not have a
felony Bye.
Also,
we used to have it where you had
to come with either
60 college credits or
a degree, but now we
reduced that to, or
we changed it so that
a person can get
their degree within five
years of hire.
And you mentioned you currently have
200, or your authorized strength
is 275.
Yes, sir.
And what is your
current strength, where are we at,
how many vacancies?
So we are down 31
deputy chairs.
We do have a cat Academy class
that's going down.
We have one that is
coming up in a few weeks.
But right
now we are down 31.
And you mentioned you've
got a class in the academy
currently. Yes, sir.
How many in that class?
We started out with 28, which is a
full class, and we're down to 22
now.
Okay.
Any questions or comments by
committee members?
Go ahead, Representative.
After they graduate the
uh thanks for being here today by
the way thank you my name is
representative franklin i have a
couple brothers that are in law
enforcement one's an fbi agent
the other is a detective in senate
senate in the police department so
uh i'm percent back blue
and really appreciate you all being
here thank you um
now your requirements are a little
bit different which
is no surprise as you go from
department to department I
guess my first question would be
number one is who sets
the requirements that you have to
abide by when you're recruiting
individuals and then secondly
when they graduate the 26
week program at
your academy do they go
to an FTO program how long is
that and then what does the washout
look like for you.
So the requirements
are set by our
law enforcement standards board.
And so even
the requirements that may
be different because some
jurisdictions do require
a bachelor's
degree or a degree as you
enter to
the door, they are
still set by those standards that
are set LESB so
that we can make sure that we have
uniform standards, so if someone
were to leave our agency
and go someplace else, they
still had those standards
and would maintain
those standards.
As it relates to
the training, once they do
finish, they will go
to an FTO program.
We usually start them out
in the courts and
then rotate them to
the airport as as
to patrol and
so they are on
probation for
about 18
months and
the FTO program
I believe is
about 12
weeks.
Thank you.
Go ahead, if you have any questions
about this.
Absolutely.
Thank you so much for being here.
Out of the
classes you've
taken students through,
how long do you folks stay
in the department?
And then based
off that,
has there been a train of folks
moving to
other shared departments?
Over time, and it's always
that average year long.
That's a great question because
often times we feel that we train
them and then they go some place
else and I know that was one of
the questions that you asked.
Typically, within the first
three years, we see
a number of people who
will leave.
Oftentimes, it's because
of the overtime that they have to
work, because we don't have a relief
factor.
That means that if someone calls in
sick, someone is on vacation,
someone is suspended, someone's on
military leave.
The only way that we can
feel that position is
by mandating
somebody to be on overtime.
And so, because
of the lack of work-life balance,
as I mentioned
in my remarks.
Oftentimes, they will go to
a different jurisdiction, but
sometimes they go because they
want to start out on the streets,
and we start them out,
they want start on the patrol, we
start them out in the courts.
And so some believe,
some want to be
closer to home, some
just feel
that the job is not for them.
So I don't have the exact
numbers, but we tend to
lose.
I would say anywhere in
the first one to three years,
about ten.
Got another question.
So I'm seeing a little bit of
a pattern on some of these things.
So you're with the Milwaukee County.
I see we're seeing on here.
I see West Dallas.
See where I'm going with that?
Yes, yes.
So what is the number one
thing that you
would like to see from the state
legislators that could help you
in your recruiting efforts?
That's a great question.
It would be great if
they didn't
have the ability to move from
agency to agency so
fast. But it's a choice, and
I understand that.
And we all are
fishing in the same pond.
And a lot of people have left and
gone to West Alice.
A couple have gone to Ray Seenberg
Field and so the surrounding areas.
Um, but,
uh...
Just to help us
be able to have a stable
workforce and what that looks like,
I'm not exactly
sure at this time,
but moving around from
agency to agency is not
helping us.
It helps the other agencies because
they get someone that's already
trained and they don't have to
train them or pay to have them
trained.
But it does
hamper what we're trying to
do.
Go ahead.
Representative Madison.
Can you speak more to the cost of
training and that
impact on your work?
So we're reimbursed,
so it really isn't any
impact to
us because LESB
will reimburse for
the training.
But just the fact that
we have our
deputy sheriffs.
Most of them are not assigned
to the academy, so now we have to
pay them overtime to
work and provide
those core functions,
and then the uniforms
that they have to
wear, the equipment,
and just, you
know.
Just working with them, there's
some that need more attention than
others, and so just working with
them to make sure that they're
passing the exams
and they know
what to do and have
confidence in doing it.
It does take
a lot of resources to
do that. To quantify it would
be very hard because it depends
on the level that
someone comes in and their ability
to learn and things like that.
Go ahead, Representative Gavola.
Thank you, Mr. Chair.
Thank you Sheriff for being here.
I really appreciate it and I respect
your appearance here.
I'm a supporter of law enforcement
and I find it shameful for
those that are out there dissing law
enforcement.
Thank you. So for you to be here is
a big, big step and
I appreciate it.
I want to refer
you to, and for those who follow,
could Look at
it while they're waiting assembly
bill 196 companion
bill Senate bill
170
and this is a
Regarding the rehiring
of a new intense those
that have retired from
from the law enforcement Agencies
and it's something that I have heard
for a good number of years now
from the local law enforcement
I'm just outside
So those chiefs
have all been very supportive
and have sought some
relief in this area.
And this would simply make it
more palatable or allowable
for retirees to
come back and continue
to serve in the
law enforcement environment.
So I would just, if you're not
familiar with it, I'd just throw it
out there now to look at it.
We really need to hear from
those that are in the profession
to see,
as Representative Franklin
mentioned, what can we do.
If what we are doing is the right
thing to do, or a positive
thing for it. I believe this is,
this has bipartisan support
on this bill coming
out. It's going to be exact out of
the assembly committee tomorrow.
So it's something we can see on
the floor soon.
But do you have an opinion,
just overall, on the rehiring
of annuitants?
Just a little more background.
Some of the trouble that came up
with this was a double-dipping-type
situation in the past.
But I feel that this addresses
that concern.
But would there be
an advantage, advantageous to you to
be able to hire?
Yes, it would because
they come with experience already.
We don't have to train them.
Some of them, they come from a
different agency.
Of course, we will train them
in our computer system and
the various things that they
need to function to
do, they need do to function
in the position that we put
them in.
We hire retirees right
now. We have hourly
bailers that,
you know, Many of them are retirees.
They still want to give back
to the profession,
but they don't want to work full
time. And oftentimes, they
don't want to
be out on patrol.
And so they will work 20 hours.
So they'll work one week on and one
week off.
We also have Thank you very much.
Investigators where,
background investigators, where we
can tap into that
experience that they have.
And they have been very successful
in helping us to do
the backgrounds of
people who are candidates who
are choosing to,
you know, work for us.
And so there's a need.
Oftentimes in law enforcement you
can retire at a very young
age and so you still
have you
know that desire to do the work
but maybe do it in a
different way and so I think
it is important to tap
into those resources
and we would welcome our retirees.
So you mentioned that the
20 hours, which is limited
to that actually now,
but this would open that up.
Do you have some individuals that
are doing 20 hours a week that could
be willing to do
more hours a week, which
this I think would open up that
avenue for that.
Absolutely, because there
was one person that
was hired as an hourly bailiff,
but because of other
benefits that they had,
it would interfere with that, and
so they ended up
not accepting that position.
So it would assist
us, and not
having the 20 hour
limit would
definitely help us.
Very good.
Any other questions, go ahead and
represent an avalanche.
Thank you, Sheriff, for being here,
and thank you for your dedication to
public service. We do appreciate
that. I apologize for my
tardiness. I might have missed what
you had to say on the subject, but I
read through your testimony and talk
about increased
scrutiny being placed on law
enforcement.
I'm wondering, Todd,
could you maybe elaborate on that
and what do you think we can
do from a public sector
standpoint to address that,
if anything?
So when I mention
the increased scrutiny,
you have high profile use of
force incidents that occur
across the country.
And so everybody is
considered to,
or painted, like I said, painted
with the same brush that we all
are the same.
And that's not
the case.
I'm not sure what you can
do because it's a matter of
public trust.
And so I'm just showing your
willingness to support
public safety and provide
us with the resources.
And to speak out because oftentimes
it's the minority that
is speaking out.
You have a handful of people that
everybody seems to
listen to. But when I go to
the town hall, I have town hall
meetings, or if I go the
other meetings, the people are
so supportive of law enforcement.
But oftentimes, you can't
tell that just because
of those people who
have a megaphone and
are willing to speak out.
And oftentimes, it's
not.
Um.
You know, in support of what we're
trying to do. We're trying provide
public safety for everyone.
And so I
get it that money
needs to go to mental
health because oftentimes people
in our care and custody
have mental health issues.
But if they are
creating or they are,
you know doing something
that's criminal.
We have a job to do, we have
to arrest them as well,
and so I think working
hand in hand with
you as well as
just increasing
the public trust will go a long way.
But as far as the legislators doing
something to reduce the scrutiny,
I'm not sure that there's anything
that you can do.
I just think that we have show up
every day to do our job.
To the highest standards
and then hopefully
those people who
don't trust law enforcement
will eventually, you
know, turn around and,
you know, realize that we're
here to help and not to harm.
I know one of the things you
mentioned was you trained
an officer or
a sheriff's deputy and
then a month after the training
they are hired by
someone else, they leave, and I know
that is a concern
as well in the
city of Milwaukee.
Am I
understanding you correctly?
I think you mentioned you'd
like to see some state legislation,
if possible, to
curtail that or at least
create a
situation where if
an individual is trained by
one department and leaves
to go to another.
At the very least, that individual
might have to pay back that
community.
The cost of the training,
the expenditures involved and
so on. Is that something that
you're interested in seeing?
Absolutely, but I'm being selfish
and it would definitely help
stabilize our workforce because we
tend to see people
leave, but like
I said, some of that is on us with
the overtime. But we have put
steps in place to reduce
that overtime. But, you know,
going from agency to agency,
to agency to agency, you now,
it's just...
I'm sure it's not helpful
for the other agencies
who are looking for stability as
well. They're looking for someone
that they don't have to
train that is highly qualified,
and we do that.
We provide that service,
unfortunately, but yes, it would
definitely help us because
of the fact that we're running an
academy and we're competing with,
again, the 19 municipalities
and the federal government for
these resources.
Any other questions or comments
by committee members?
If not, oh, I'm sorry, go ahead.
I just wanted to create an
opportunity for you to
speak to how you,
as Sheriff, have been
in a deep relationship with
the public.
If you'd like to share.
That was one of the things that
the platforms that I ran on
was to increase
my relationship not only
with my law enforcement partners,
but also with the public.
And we do that by holding
those,
myself as well as those who
work for the Sheriff's Office to a
high standard. And I'm
always willing to have...
Town hall meetings to give
a report card as to
what we are doing and where
we are We had the
jail audit and so
yes, there were some things
that didn't have us, you know
and a great light,
but we made those changes.
So I was willing to stand
before the community and
let them know this is
what we have done.
And you can ask any questions that
you want to ask.
Even my first
year in office,
I had a town hall meeting.
And to my knowledge, no other
sheriff in Milwaukee County has done
that. And so I
have just tried
to foster that relationship
When I'm asked to come
and appear, I try to
come, or I have my
Chief Deputy or someone in higher
authority who can speak on my behalf
to be there, but most of the time,
I am there because I believe
that if we're
going to change the minds and
hearts of people that at
the very least, I need to
show up and be
willing to.
Ask those hard questions.
Very good.
Any other questions or comments by
committee members?
If not, Chair, thank you so very
much. We appreciate you taking the
time.
Good luck and let's talk
more about some possible
legislation.
Thank you, sir.
That hopefully can at least
help a little bit in the
challenges you're up against.
Thank you, thank you
Next is Sheriff Roger
Bradner from the Badger
State Sheriffs Association and
Wisconsin sheriffs and deputy
sheriffs association and
also the sheriff of the county
accountant.
Yes, good morning.
Good morning.
Thank you, Chairman Donovan and
committee members for just
having an open dialog and listening
to the law enforcement leaders on
this very important topic.
It's much appreciated that
we can even have that dialog.
I have Sheriff Grantner from
Columbia County.
I represent the Badger sheriffs.
They represent all 72 sheriff's
departments, sheriff's offices in
the state, but also the Wisconsin
Sheriff's and Deputy Sheriff's
Association.
And that's all of our deputy
sheriffs. That's all our jailers
and it encompasses a wider
larger group of our professionals
in law enforcement I've
been in law Enforcement 34 years
sure for seven and
we have really seen this recruitment
and retention concern
Just grow and it's
Know the larger departments are
here, but I would like to speak for
all those sheriff's offices
that you know Have the 12
15 20 deputies
or run a jail or a dispatch center
as well Because it's just not
our street officers that we're
seeing the struggle and recruitment
and retention But it's
the jailers and especially for us
that run sheriff's offices and
have the only PSAP public
safety answering point in their
county running dispatch centers has
really been a concern the last
couple of years, so thank you.
County law enforcement of Wisconsin
varies as much as our state does
from large urban counties such
as Milwaukee, Dane, and Brown
to the smaller rural counties
of Florence, Bayfield and
forest and those like mine
that fall somewhere in between.
Sheriff's offices are facing the
same fundamental challenge, not
enough people to fill the critical
role of deputy sheriffs,
jail officers, and 911 dispatchers.
The demand for qualified
professionals in each of these
positions is high, yet the
competition for workers in
today's job market makes it
increasingly difficult to attract
and retain staff.
You know, Sheriff Ball spoke
of that.
We're seeing that in every
law enforcement jurisdiction across
the state.
You will hire someone, you will
train them, and they
will move for 50 cents more
an hour,
better equipment, or
just for whatever reason.
And when I started 34
years ago, it was a
career. It was to retire in that
jurisdiction that you started in.
And every law enforcement
agency is seeing these officers
switching departments sometimes
every couple of years.
So that is a huge challenge.
Sheriff's statewide continue to
report persistent vacancies
and significant recruitment and
retention challenges.
While agencies have implemented a
variety of strategies to draw
new hires and keep experienced
staff, the pool of
candidates is too small to meet the
demand.
This reality has created a strain on
public safety that is felt in
every county across Wisconsin.
For each of these areas, there are
both fiscal and policy options
for the legislature to implement
that could alleviate the hiring
constraints.
There are more straightforward
options such as the $10 million
fund at the Department of Justice
as proposed in the 23 to 25
state budget to support recruitment
and retention efforts for local law
enforcement.
Recruitment efforts are also
challenged by the cost of training.
Some counties hire jailers who are
not law enforcement standard board
certified and sponsor them through
the training programs paying
higher wages once the certification
is achieved.
While this creates opportunities for
these young men and women, it also
means counties bear the
financial and fiscal burden when
sponsoring a candidate that then
leaves the agency a short time
later.
Reimbursement for LESB
training at the state level would
reduce the strain and strengthen the
workforce statewide.
See, there is a financial burden
for all of our smaller departments
especially.
It cost me $53,000
to hire a deputy
sheriff to get them to solo
patrol, which means they're out and
about.
They're actually serving the
community. They're doing something
productive.
That's $53,000 every
time someone leaves and goes to
another agency into a different
field or retires early.
And with that $53000,
yeah, we do backfill some of those
overtime shifts to make sure our
communities have that adequate
staffing.
Let's be honest, most of the time
we're just running short and we're
not providing that coverage
that our communities and our
citizens deserve.
There is also legislation, AB
138 SB 105,
currently pending in the legislature,
which would allow retired law
enforcement officers and jailers to
return to duty without jeopardizing
their pensions.
This change would provide an
immediate and practical way to
strengthen staffing by bringing back
experienced professionals who
are ready to serve their communities
once again.
It is a long overdue
reform and we urge the legislator to
act on its session.
And I know that the question came up
with Sheriff Ball.
It is especially important for
all of us that
don't have a couple hundred officers
or deputies in their department.
Cannot tell you how important that
would be I run court services.
We run four branches.
I've got 13 gun carrying
Deputies and they're all part-time
all retired law enforcement from
before and yes are limited
to the 1200 hours Many
of them could do more But
they can't because of the current
laws and rulings
But on the law enforcement
side we have not been full
staffed in
many, many years.
These law enforcers that retire
at 50,
51, they're getting additional
jobs. They're getting other jobs to
support their families.
So we talked about the double dip
and I heard that and and I get
it But if they're
trained they're willing they're
capable to do so
Instead of working in the private
sector making the money Why not come
back in another law enforcement
agency and maybe help that
department that community for a
couple years?
Nowhere is the staffing shortage
more visible than in our county
jails After more than
a decade of advocacy,
2023 Wisconsin Act IV finally
created a pathway for county jail
officers to receive protected
status, granting them early
retirement eligibility and access
to duty disability insurance.
While this was a significant step
forward, Act IV also required
jail officers to bear the full cost
of this change.
Faced with this financial burden
more than 65 percent
of all county jail officers in this
state have opted out of
act for 90
percent opted out in Columbia County
Because the jailers tell
me they live truly check-to-check
and they couldn't afford that extra
burden of paying into The
retirement protected status, so they
just don't do it So I
think the intent was good.
I think there's more work to
potentially be done if we want
to retain those jail officers.
Compounding this problem act for
prohibited counties from covering
the additional costs on behalf
of jailers Even though counties are
permitted to pay those Contributions
for other protected status employees
this restrict restriction
has left counties unable to
support their jail Staff
in the same way they support
deputies other protective
status positions The
unintended consequences of act for
have been heightened by the sizable
state funded salary increase for
the Department of Corrections and
state prisons where correctional
officers have protected status.
This is especially burdensome
in us counties or our
counties that have state prisons
in their jurisdictions like Columbia
does.
County jails cannot compete with the
state even if counties increase
salaries.
There remains that uneven playing
field with the Department of
Corrections getting protected status
and our jail staff not.
Our organizations deeply appreciate
the legislature's work on these
issues, and we acknowledge the
fiscal realities that counties
face.
We also recognize there may not be
a single, simple solution,
but the current system is not
working.
The workforce challenges in
county law enforcement and jails are
real, they are urgent,
and they jeopardize the
ability of every sheriff's office
across Wisconsin to keep their
communities safe.
Just to give you a snippet of
what it looks like in our county, we
have 128 employees.
Just in the past three years, we've
completed 124
background investigations for new
staff.
Each one of those background
investigations take one of
our investigators about four to five
days.
One of our investigations for three
years in a row has been doing
nothing but background
investigations to hire
staff to try to get us to full
staff. That's taking them away from
act of.
ICAC investigations for our child
pornography and sensitive crimes
against children, our drug cases,
other criminal investigations.
We're just not as proactive as we
used to be because we're trying to
fill our staff to get full staff.
Fifty percent of our jailers have
less than two years with Columbia
County.
88% of our dispatchers
have less than three years with our
county, and 47%
of our deputies have less in three
years.
I hear concerns like this from
almost all the sheriff's
departments, especially the ones
up north.
We have increased the pay,
implemented incentives locally
for longevity and retirement,
changed their hours of work, but the
struggle of constant hiring
processes continues.
I have seen many law enforcement
departments lower their hiring
standards, but that is a dangerous
and risky reality But
it's a reality I've
seen a number of these officers
these deputies that we have
terminated get hired in other local
departments Because these
four or five ten men and
women law enforcement agencies
across this state They're
not finding law enforcement.
So they're not getting the cream of
the crop like some of the sheriff's
departments are
This is going to take a
multi-faceted approach with help
from the state where our
citizens will continue to suffer
with a lack of professional and
adequate law enforcement staffing.
And I just want to mention dispatch
for a minute.
I
think finally
The communities, law enforcement in
general, are looking at our
dispatchers as professionals.
The traumas that these men and
women face every single day
answering these calls for service is
real and it's concerning.
This is the area that I hear
is now taking over
the number one concern of filling
the jail, is filling our
dispatch centers.
And the reason this is so important.
When your mom, your dad,
your neighbor, your son, your
daughter call 9-1-1 and we don't
have adequate dispatching, we don't
have those centers filled up with
staff, trained staff,
there's going to be a delay in
getting the appropriate first
responders to those communities,
to that incident.
We're seeing it already.
I know of a lot of departments that
are looking at AI for
helping with their dispatch,
phone trees.
I think all that really
delays some of that,
you know,
critical time of getting our first
responders to that scene.
So I don't know all
the solutions because it's a
relatively new problem for us just
in the last couple of years.
But I just want to mention the
dispatch centers across this
state because I don't know too
many of them are full staff right
now And for example, we had
we took on the Wisconsin Dells
Police Department's dispatch center
two years ago.
It was expensive
They decided they were going to run
a dispatch center by state statute
They don't have to that falls on the
burden of the sheriff then so we had
to just take that over Well, we've
been short four to five dispatchers
for over two years now since we
took that on We still have to take
their calls for service.
We still help their officers out on
the radio, dispatch their fire and
EMS.
But we've been doing it short
staffed. Our dispatchers are
averaging about 20 hours of overtime
every pay period.
You want to talk about burnout,
that's where we're seeing it in our
dispatch centers.
Thank you for the opportunity again
to share this perspective today.
I'd be glad to answer any questions
that you may have.
Well, thanks, Sheriff, I appreciate
your comments and I think you
had some very good suggestions
for legislation that
hopefully we can
work on.
What's changed?
Would you say that things have
become...