Latest / Brian Thomas / Aaron Weiner - For City Council

Transcript

Aaron Weiner - For City Council · Brian Thomas

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  Speaker 1: I five Beat Talk station.
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  Speaker 2: It's seven twenty nine here fifty five krs DE talk station.
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  Speaker 2: Happy Tuesday. We get the inside scoop from bright bart
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  Speaker 2: News on the situation of Middle East peace. We'll get
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  Speaker 2: the Daniel Davis Deep Dive coming up in one hour.
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  Speaker 2: In the meantime. Welcome back to the fifty five CARSSE
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  Speaker 2: Morning Show run for CINCINNTI Council as a Charter Right
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  Speaker 2: candidate Aaron Weiner, who also has congratulations Aaron, welcome back
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  Speaker 2: the FOP endorsement on the heels of ken Cobra being
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  Speaker 2: on the program. Good to have you back on sir.
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  Speaker 1: Thanks for having me. It's great to be back.
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  Speaker 2: I guess one of the reasons you have the FOP endorsement,
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  Speaker 2: and again, congratulations. I think that speaks volumes right. That's
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  Speaker 2: a really good one. Now you've got an actual written
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  Speaker 2: down for all to see and read proposal, which is
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  Speaker 2: a two prong approach to deal with the police staffing
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  Speaker 2: shortage and the problems we've got going on the city
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  Speaker 2: of Cincinnati. One is the Frontline Home Advantage Program initial CAP,
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  Speaker 2: and the other the Officer Retention Incentive strategy. Break these
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  Speaker 2: down for my listeners. Because I think that, I mean,
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  Speaker 2: we need more police officers. There's a shortage of officers,
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  Speaker 2: stating the obvious for the world to hear. Everywhere, everyone
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  Speaker 2: has lost officers because of this whole crap about defunding
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  Speaker 2: police and police are all racist and nobody wants to
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  Speaker 2: be a police officer. Fine, so we're competing with every
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  Speaker 2: other jurisdiction in the land for police officers. Were already
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  Speaker 2: down a couple of hundred lires. You got hang a
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  Speaker 2: carrot of incentive out there, and I think that's what
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  Speaker 2: your program is talking about. So let's talk about the
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  Speaker 2: Frontline Home Advantage Program.
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  Speaker 1: Erin great thank you. So when I got into this,
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  Speaker 1: I wanted to actually have some plans. I didn't want
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  Speaker 1: to just have ideas get on account. So I wanted
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  Speaker 1: to make sure that I actually had a plan, and
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  Speaker 1: I wanted to use what I knew, and that's real estate.
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  Speaker 1: So the front the first prong of the Frontline Home
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  Speaker 1: Advantage program is a down payment assistance program. Let's bring
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  Speaker 1: police officers back into our city. I don't think any
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  Speaker 1: of many live in the city. And the first part
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  Speaker 1: of that is a down payment assistance program. So let's
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  Speaker 1: just say that you save up to seven thousand, five
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  Speaker 1: hundred dollars, we'll match seven thousand, five hundred dollars. All
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  Speaker 1: of a sudden, you have fifteen thousand dollars to put
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  Speaker 1: down on a property. So that's five percent of a
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  Speaker 1: three hundred thousand dollars house, which is probably about the
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  Speaker 1: average price of a house right now. The other portion
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  Speaker 1: of that is a rental assistance program. Not all officers
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  Speaker 1: are going to be in a position maybe they want
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  Speaker 1: to buy right away. So let's develop a plan where
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  Speaker 1: we give some rental stipends, you know, two hundred and
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  Speaker 1: fifty dollars up to eight hundred dollars. Let's bring in
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  Speaker 1: some of our landlords in the neighborhoods. Let's talk to
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  Speaker 1: town properties, talk to uptown and see if they can
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  Speaker 1: give us some breaks on this to bring to bring
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  Speaker 1: people into the city.
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  Speaker 2: And well, Darren, I got let me just introject real
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  Speaker 2: quick on that component. I always thought, you know, having
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  Speaker 2: a police officer in the neighborhood was a good thing.
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  Speaker 2: Like when we were selling our house in Oak Park, Illinois,
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  Speaker 2: there was a cop that lived about four doors down
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  Speaker 2: the street, and so when someone would come to our house,
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  Speaker 2: my wife would always make a point of the Hey,
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  Speaker 2: you know there's a police officer. It's just a few
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  Speaker 2: doors down. It's like, hey, you sort of have this
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  Speaker 2: built in extra protection. Not that you're volunteering a police
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  Speaker 2: officer to do law enforcement twenty four to seven, but
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  Speaker 2: I think it is sort of a peace of mind
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  Speaker 2: thing that goes along with the rental, like, hey, you
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  Speaker 2: got a cop in the building. Isn't that a good thing?
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  Speaker 1: Absolutely bring you're touching on. Really one of the one
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  Speaker 1: of the main byproducts in the holistic aspect of this
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  Speaker 1: of this program is that it addresses lots of issues
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  Speaker 1: and solving crime is not is not a quick fix.
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  Speaker 1: It's a long term process. So what it does it
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  Speaker 1: does it brings leadership into our communities all of a sudden,
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  Speaker 1: people have someone that can look up to. Maybe children
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  Speaker 1: have someone they can look up to, maybe want to
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  Speaker 1: be a police officer someday. It also brings, like you said, visibility,
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  Speaker 1: they're going to bring the cop cars home, you know what.
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  Speaker 1: Lanlard wouldn't want a police officer living in they're building,
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  Speaker 1: I know. But I think also also to what it
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  Speaker 1: does Brian, which is I don't think anyone would have
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  Speaker 1: a problem with this no matter where you are politically,
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  Speaker 1: it deals with the issue of trust, right, so all
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  Speaker 1: of a sudden, someone is your neighbor. It's hard to
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  Speaker 1: be indifferent when someone is your neighbors. So you have
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  Speaker 1: that you build that trust with with our police officers,
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  Speaker 1: which really speaks to the community policing, which is which
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  Speaker 1: is a cornerstone of our policing in the city. So
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  Speaker 1: to me, it's just so many it solves so many
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  Speaker 1: issues in this process.
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  Speaker 2: I love the idea. The only counter argument to the
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  Speaker 2: incentives you're suggesting for living in the city Cincinnati is
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  Speaker 2: does requiring a police officer to live within the city
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  Speaker 2: limits operate as a disincentive for outside lateral hires Because
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  Speaker 2: clearly we have some issues in the city of sin
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  Speaker 2: saying in terms of crime and living and all that
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  Speaker 2: kind of thing.
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  Speaker 1: Let me be clear, first of all, it's not even
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  Speaker 1: legal to require them to live here. This is an incentive.
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  Speaker 1: This is a way to it's a recruiting incentive, and
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  Speaker 1: it's a way to add a carrot to our recruiting
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  Speaker 1: process and just an incentive. And with the cost of
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  Speaker 1: rents now, especially some of the younger police officers, if
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  Speaker 1: they're getting a break on their rent, it might be
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  Speaker 1: an easy incentive for them to want to come and
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  Speaker 1: work with us. So it's absolutely not a mandate, and
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  Speaker 1: I do not want that to be misconstrued. It's an incentive.
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  Speaker 1: It's an incentive.
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  Speaker 2: It's there for the taking. If it operates as an
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  Speaker 2: incentive for a lateral higher than bully for everybody, it worked,
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  Speaker 2: So I like it. I really really like the idea
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  Speaker 2: of having a physical police officer sort of in my
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  Speaker 2: building or as my neighbor. I'll emphasize that yet again,
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  Speaker 2: let's pause. That was the Frontline Home Advantage program. There's
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  Speaker 2: another component to what Aaron's running on, and this is
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  Speaker 2: the officer retention incentive strategy. We'll break that down. We
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  Speaker 2: get back at seven thirty five right now, fifty five
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  Speaker 2: K station at fifty five r CE DE talk station
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  Speaker 2: and find them online. Help out his campaign. Aaron Winer
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  Speaker 2: on the program, returning It's Winer w E I N
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  Speaker 2: E R four f O R Cincinnati dot com. Check
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  Speaker 2: out his website. He's common sense guy and real quickly
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  Speaker 2: before leaving the Frontline Home Advantage program, providing some financial
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  Speaker 2: assistance to police officers to get a home or some
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  Speaker 2: rent assistance. You are you've been in real estate for
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  Speaker 2: I understand like twenty five years, so you understand this component.
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  Speaker 2: But the funding for this particular program you're you're suggesting
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  Speaker 2: will be from, at least in part, participating realtors with
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  Speaker 2: a reduction in their commission to help deal with that
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  Speaker 2: rent reduction. That's and the seventy five hundred dollars toward
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  Speaker 2: purchase of a home. So do you have folks who
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  Speaker 2: are willing to participate beyond you erin?
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  Speaker 1: Well, I think let's let's let's let's start with that.
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  Speaker 1: That to be candid, I would I would recuse myself
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  Speaker 1: from doing this program if I were an elected official, jute,
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  Speaker 1: just to.
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  Speaker 2: You know, avoid the appearance of impropriety.
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  Speaker 1: Yes, I get it in propriety correct, I would certainly
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  Speaker 1: be an ardent supporter of it. But yes, so as
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  Speaker 1: a realtor, we we're it's basically called an acinity program,
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  Speaker 1: and certainly they have them with the hospitals, they have
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  Speaker 1: them with with UC and we're used to if we're
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  Speaker 1: working with the relocation company bringing someone in with Procter
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  Speaker 1: and Gamble, we're used to paying a referral fee for
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  Speaker 1: that business, and certainly it's not ideal and some agents
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  Speaker 1: like to do it, some agents don't like to do it,
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  Speaker 1: but it's certainly a part of our business model. We're
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  Speaker 1: independent contractors. Either you do it or you don't. But
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  Speaker 1: these referral fees can be anywhere between thirty five and
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  Speaker 1: forty five percent of the commission that's earned in the sale.
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  Speaker 1: So yeah, people are going to say, how are you
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  Speaker 1: going to pay for this, Aaron, Well, we've got an
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  Speaker 1: industry that's willing to participate. And I'll tell you I've
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  Speaker 1: talked to local people here at Caldwell Banker. We're a
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  Speaker 1: big company. It has to go up to flagpole. But
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  Speaker 1: I talked to Scott Nelson, who's a dear friend of
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  Speaker 1: mine and a brilliant mind in real estate. He loved
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  Speaker 1: the idea. Has to obviously think through the strategics of it,
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  Speaker 1: and I'm sure sipsyclient haven't talked to them yet and
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  Speaker 1: a lot of the other agents what would have follow
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  Speaker 1: So yes, it's something that we as an industry I
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  Speaker 1: think can easily do. And like I said in the
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  Speaker 1: beginning of the show, I wanted to do something that
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  Speaker 1: I could do. I wanted to have action.
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  Speaker 2: Plans, and this is what I know clearly, and we're
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  Speaker 2: not talking about a massive volume of money here. I mean,
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  Speaker 2: how many police officers do we have collectively It's around
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  Speaker 2: nine hundred. We need about twelve hundred or so. So
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  Speaker 2: the number of people that would be able to participate
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  Speaker 2: in this is not significant in terms of loss of commission.
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  Speaker 2: So I it's sound proposal. I really do believe eron.
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  Speaker 1: Now.
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  Speaker 2: The other thing, yeah, I know it. It makes great
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  Speaker 2: sense to me and officers who choose to reside in
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  Speaker 2: Since any one final component of that plan a thousand
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  Speaker 2: dollars annual residency bonus, I think that seems to be
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  Speaker 2: quite doable.
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  Speaker 1: Absolutely, absolutely, and honestly, I want to offer this to
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  Speaker 1: the police office that are currently starving our city but
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  Speaker 1: maybe live out in the suburbs. Let's let's give let's
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  Speaker 1: let's give it to them too. Let's bring them into
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  Speaker 1: the city as well. I mean, we want people in
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  Speaker 1: the city to let let's bring them there too. Maybe
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  Speaker 1: maybe someone who lives in Green Township, they're empty nesters.
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  Speaker 1: Let's bring them to one of our condos downtown something
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  Speaker 1: like that. Let's let's let's offer that to them too.
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  Speaker 1: And I definitely want to expand on this. It's a
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  Speaker 1: pilot program. Let's let's open it up to our fire
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  Speaker 1: at some point. Let's let's maybe talk about do we
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  Speaker 1: want this for teachers again, Let's it's bringing leadership into
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  Speaker 1: the city for for these these long term goals. So
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  Speaker 1: this is this is to where I see this going
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  Speaker 1: long term. But this is my pilot right now.
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  Speaker 2: Fair enough, now we are losing experienced officers. I am
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  Speaker 2: painfully aware of people officers who are in the DROP program,
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  Speaker 2: which I think last about five years. They're just saying,
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  Speaker 2: forget about it. I'm done. I can't handle this anymore.
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  Speaker 2: I'm dropping out a DROP and I'm just going to retire,
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  Speaker 2: or they're leaving for other police forces. Going back to
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  Speaker 2: this lateral higher phenomenon, if you're a Sin Saint police officer,
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  Speaker 2: some other jurisdiction would love to have you working for them.
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  Speaker 2: So how do we deal with this? You have an
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  Speaker 2: officer retention incentive strategy to address this problem.
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  Speaker 1: Correct, correct, So there's several facets to that as well.
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  Speaker 1: And just to give a background, so you only got
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  Speaker 1: like three pages of three or four pages of this report,
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  Speaker 1: and it's a fifteen page report that we've done research
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  Speaker 1: on me and my staff, and it's working in different
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  Speaker 1: in different cities like Baltimore and Detroit and Los Angeles
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  Speaker 1: and there have you. So we're used to hearing the
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  Speaker 1: people who are getting buyouts to retire early. Well, this
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  Speaker 1: is a buy in. So this is this is sort
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  Speaker 1: of paying people to stay longer, just to give you
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  Speaker 1: some data. So let's say you're you're getting ready to retire,
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  Speaker 1: Maybe you'll get five thousand dollars if you stay an
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  Speaker 1: extra year, Maybe you stay three additional years as we
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  Speaker 1: ramp up on our staffing, up to twelve thousand dollars
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  Speaker 1: to stay instead of leave. It involves one time retention
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  Speaker 1: retention dollars. Let's say you're maybe you're working in a
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  Speaker 1: more stressful location of the city and you're thinking about
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  Speaker 1: it's a one time incentive. Targeted incentives. This is focused
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  Speaker 1: on retention for officers with the five to fifteen years experience, who,
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  Speaker 1: like you said, might be attracted to go to Blue
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  Speaker 1: ash or Green Township or Springfield Township where I grew up.
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  Speaker 1: So these are just some of the ways of keeping people,
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  Speaker 1: rewarding them for staying on and investing in our city.
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  Speaker 2: You know what an interesting concept erin. I know that
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  Speaker 2: there are private businesses out of the world who offer
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  Speaker 2: bonuses annually for you know, valuable employees. It's a wonderful
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  Speaker 2: thing to know that if you have a big bonus potential,
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  Speaker 2: it kind of keeps you on your toes and gives
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  Speaker 2: you an incentive to work a little bit harder. So
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  Speaker 2: I have no fault with paying our police officers a
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  Speaker 2: little bit more, and I like the idea of keeping
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  Speaker 2: them around longer. The experience is so so important. Aaron Winer,
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  Speaker 2: it's a Winerfroth Cincinnati dot Com. You know, how's the
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  Speaker 2: campaign going. You're running as a charter right, and I
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  Speaker 2: know you're a great alternative to the status quo we've
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  Speaker 2: got on counsel. How you feeling out there as you
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  Speaker 2: go from neighborhood to neighborhood and campaigning?
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  Speaker 1: You know, you know, I feel great, and truthfully, this
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  Speaker 1: has been has been a great experience for me. I'm
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  Speaker 1: getting a lot of good reception. I'm listening to people.
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  Speaker 1: I'm hearing their concerns. People are saying they hear they
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  Speaker 1: see they've seen my name, they've heard me on the radio,
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  Speaker 1: They've read about me, and also I you know, I'm
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  Speaker 1: immersed in a lot of different communities throughout the city,
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  Speaker 1: and I've been involved in a lot of different things
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  Speaker 1: through throughout my lifetime, so I feel like my exposure
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  Speaker 1: is good. I would say in terms of the new candidates,
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  Speaker 1: I'm probably one of the strongest, if not the strongest.
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  Speaker 1: So I feel good.
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  Speaker 2: Bold statement that's great erin I'm glad you're that it's
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  Speaker 2: all working out for you, and you an impressive resume,
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  Speaker 2: and I'll strongly encourage my listeners to check out your
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  Speaker 2: website and look what you've been up to for the
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  Speaker 2: last twenty five years. Fourth generation Cincinnati, and you're involved
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  Speaker 2: in a lot of different things, including you have a
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  Speaker 2: history in connection with the Cincinni Public Schools. Apparently your
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  Speaker 2: mom a retired special education teacher with since a public schools,
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  Speaker 2: so you have connection there, but also on the boards
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  Speaker 2: of the Jewish Community Center, the Jewish Federation of Cincinnati,
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  Speaker 2: you served on the board of governors for the Human
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  Speaker 2: Rights Campaign, on and on and on. A demonstrably strong
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  Speaker 2: record and some sound ideas for policing. Aaron, It's been
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  Speaker 2: a pleasure speaking with you again, and I hope we
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  Speaker 2: get a chance to talk again before the ELLE in November,
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  Speaker 2: and a reminder to listeners early voting is open. Get
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  Speaker 2: over to the Board of Elections, cast a vote for
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  Speaker 2: the ones that count, not all nine. I suggest maybe
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  Speaker 2: throwing a vote Aaron Winer's way. Erin good talking with you,
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  Speaker 2: great ideas, and I look forward to talking with you
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  Speaker 2: again real soon.
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  Speaker 1: Thank you, thank you for the opportunity