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On Friday, roughly 900 million miles away, a collection of metal and electronics will crash into Saturn, disintegrating into its atmosphere. It sounds almost routine -- or at least a mere blip on the radar of importance for people grappling with hurricanes, war and political discord.But it's not routine. At least not for the more than 5,000 people who, at one time or another, worked on the Cassini spacecraft mission. For them, it's a thrilling -- and perhaps traumatic -- end to a decades-long journey."I'm now carrying around an end-of-mission handkerchief to every interview," said Trina Ray, Cassini's Science Planning and Sequencing Team deputy. She joined the mission just before its launch in 1997. "It's part of being a part of an incredible thing, and of course, everybody is so proud of the team, of the spacecraft. There's a lot of pride in what we've done." 880

On the same day the Washington Redskins announced it is considering a name change, the Cleveland Indians issued a statement saying the MLB club will look at its nickname.Cleveland’s baseball club have been known as the Indians since 1915. For much of that time, the Indians logo was known as “Chief Wahoo,” but in recent years has been mostly phased out. The Indians wore the logo for the final time in 2018.Activists say that the Indians and Redskins nicknames promote ethnic stereotyping. The National Congress of American Indians has been opposed to nicknames such as the Indians and Redskins, as it wrote in a 2013 report. "The professional sports industry, specifically the National Football League (NFL), Major League Baseball (MLB), and the National Hockey League (NHL) and the leagues’ team owners have failed to address the racist origins of deplorable race based marketing strategies of the past," the report read. "Often citing a long held myth by non-Native people that “Indian” mascots “honor Native people,” American sports businesses such as the NFL’s Washington “Redsk*ns” and Kansas City “Chiefs,” MLB’s Cleveland “Indians” and Atlanta “Braves,” and the NHL’s Chicago Black Hawks, continue to profit from harmful stereotypes originated during a time when white superiority and segregation were common place."Each of these professional sports businesses attempt to establish a story of honoring Native peoples through the names or mascots; however, each one—be it through logos or traditions (e.g., fight songs, mascots, human impersonators, and fan culture)—diminishes the place, status, and humanity of contemporary Native citizens. What is true about many of the brand origin stories is that team owners during the birth of these brands hoped to gain financially from mocking Native identity. As a result, these businesses perpetuated racial and political inequity. Those who have kept their logos and brands, continue to do so."Some colleges have previously shied away from past Native American themed nicknames, including the University of North Dakota dropping its Sioux nickname, and Miami (Ohio) University eliminating its Redskins moniker.While those schools were forced to drop their nicknames -- in North Dakota's case, by NCAA mandate -- Florida State has been in a unique situation as it has not dropped its "Seminole" nickname due to getting approval from Seminole Tribe leaders.The Indians released the following statement:We are committed to making a positive impact in our community and embrace our responsibility to advance social justice and equality. Our organization fully recognizes our team name is among the most visible ways in which we connect with the community.We have had ongoing discussions organizationally on these issues. The recent social unrest in our community and our country has only underscored the need for us to keep improving as an organization on issues of social justice.With that in mind, we are committed to engaging our community and appropriate stakeholders to determine the best path forward with regard to our team name.While the focus of the baseball world shifts to the excitement of an unprecedented 2020 season, we recognize our unique place in the community and are committed to listening, learning, and acting in the manner that can best unite and inspire our city and all those who support our team. 3381

On Twitter, the iconic Navy Pier in Chicago announced they will shut down after Labor Day due to the COVID-19 pandemic.They hope to reopen in spring 2021. 162

Officer Aja Ellis has patrolled the streets of Illinois for nine years. From Chicago to the suburbs, she decided to settle in a community called Harvey, just south of the city.With every call, she has one mission. "There’s not a lot of trust," said Officer Ellis. "My goal was to try to change the perception."It’s a challenge across the country, but in the city of Harvey, especially, trust between an officer and the community they serve is hard to build."A couple years ago, the department was raided by the FBI. The department was raided by the state police. There’s a history here that we can’t ignore, and we want to show them we aren’t the same old Harvey," said Police Chief Robert M. Collins, Jr. of the City of Harvey Police Department.With the department’s new direction, comes new technology. It's an effort, "to weed the bad ones out so that we’re able to have a police department full of officers that are here willing to come to work for the citizens," said Officer Ellis.The department now has an early-intervention system for officer behavior run by Chicago company Benchmark Analytics. "We’re going to be able to help police departments understand that pattern of behavior and intervene long before you have very problematic incidents," said the company's CEO Ron Huberman, a former officer himself.The program collects all kinds of data on officers. It tracks things like arrests, traffic stops, citizen complaints and training. It also goes beyond those data points; the app also tracks officer overtime, vacation time, officer awards and positive comments, and promotions, in an effort to not only flag the negative, but to track potential for recognition as well.Once this information is compiled, it flags officers who may be at-risk for more serious misconduct in the future."This system will identify if this officer needs to be re-trained, if there needs to be discipline, and unfortunately if that officer needs to be terminated," said Chief Collins.Officer Ellis sees this intervention not only as a chance to change the culture for police, she believes it will help in the community too. "Sometimes, you may get that coworker that you don’t want to work with because maybe their attitude or maybe how they handle things, and you’ll get to a scene and they just blow it up, and I think to look at it from that aspect, it gives us better coworkers," Officer Ellis said.She is hoping community trust will be the biggest gain. "Once they see one bad officer, it's war from there. But if they’re seeing that something’s being done about this bad officer they’ve been complaining about, they’ll say, 'Maybe we can trust them a little bit more,'" said Officer Ellis.The Harvey Police Department has only had the technology for a couple of months, so they have not collected enough data yet to see how their officers are doing. But a police department in North Carolina created their own similar early intervention system several years ago, and the chief there said it's been a big help for officer morale and mental health."A lot of times, they may be going through something others don’t see, but through our early intervention system, we might identify characteristics that allow them to open up to speak about things that are bothering them or they’re going through," said Johnny Jennings, chief of the Charlotte-Mecklenberg Police Department.But experts warn, with all the improvements technology like this can bring, comes limitations."The supervisors—they have to be inclined to use the information because they can ignore it on the system just like if it’s sitting in the drawer," said John Rappaport, a University of Chicago professor of law. "It relies on the people to use the technology correctly and honestly and to want to move the department in the right direction."For Officer Ellis, she knows in the end, it will take more than just the data to reform a department."I think it’s going to take a good while, but I'm willing to stand in the fight to see the change," she said. Real change that may come more quickly with a little help."If that technology helps out in a positive way, we have a duty to use that to make ourselves better to better serve the community," said Chief Collins. 4232

One winter afternoon last year, Duane Engebretson sat in his stepdaughter's hospital room at the Mayo Clinic in Rochester, Minnesota, trying to figure out how she could escape.Alyssa Gilderhus, 18 and a senior in high school, had been a patient at Mayo for about two months, ever since having a ruptured brain aneurysm on Christmas Day.Mayo neurosurgeons saved her life, but she and her parents were unhappy with the care she was receiving in the rehabilitation unit, and they say they repeatedly asked for her to be transferred.But they say Mayo refused to let her transfer to another hospital, even after a lawyer wrote a letter asking Mayo to make the arrangements.Alyssa and her family began to suspect that Mayo was trying to get a guardian appointed to make medical decisions for her. They were right: Hospital staffers would later tell police that they had gone to two county adult protection agencies to make guardianship arrangements.Duane and his wife, Amber Engebretson, weren't sure how to get their daughter out of Mayo. Two nurses had been assigned to watch over her at all times. 1102