We are left. Well, welcome to, uh, uh, financial negotiations with DPS. My name's Andy. I'm a TU president. Arturo Aguilar, international Vice President, Doris Stuard, financial secretary, a TU 1563. Afternoon, I or uh, Northeast. And uh, thank you very much for introducing yourselves. Uh, we're very honored to be here at the table with y'all to discuss financial negotiations. On the DPS side, we have, uh, Lauren Garcia, labor Employee Relations, Mari Shepler, compensation,
Lanie Rodriguez terminal, uh, director of Transportation, Albert Executive, director of Transportation. And then we have a few people on line if you wanna introduce yourself. Uh, Gabe was there for a minute too. Tyler May, director of Operations. Thank you. I'm not sure if Jason gonna go. So let's go ahead and get started. Okay. I've, uh, put together some economic proposals. Yes. Once he gives the mail, then I'll give you a vehicle. Do you need me? So in the first one on the non CD dollar increase
to the classifications, we've been discussing this for the last three years, that right now they're making under what a paraprofessional mix. Three years ago when I asked to reopen, it was declined by yourself to reopen for negotiations. 'cause there are paraprofessionals that are now working with, the drivers are making more than our non CDL drivers, which in the aspect, if we could drive a bus without a para, we do it on a regular basis. We move that bus, Hey, move that bus. You don't need a para. You don't have a para, but you can't drive a bus without a driver.
So being the $2 would bring 'em above the paras starting with on the base pay. That's, I I know there's being something that we had discussed and my response with Albert and everybody was, well, don't you have finances coming up? So this is why it's being addressed now at financials, would you like questions at the end or as we go, uh, at the end or, okay. Yeah. So that, that's the reason. This one's on top of the, on top of, uh,
the list because they've been waiting three years and there's nothing we should, we had to wait for financial send down to open the second one, the mechanics, the ASAs, ASCs. So Gabe could speak a little bit more on that. That's asking that they get their wage increase. So we wanna make it to where we have a couple mechanics who struggle getting their ASEs, which is certifications. And um, for the mechanics
or the vehicle maintenance techs, uh, you have to get an As, SE to get a step increase. We wanna make it more attainable for those who have a hard time passing those tests, whether that's just a annual step increase or something to that effect. We'd like to maybe try to change that a bit. The third one, the wage increase for all classifications. Well, which is CDL and RZ L we're asking for the 8% just because cost of living, everything has increased at least by 11%. So we're asking straight for the 8% and, and for the top rate drivers receiving additional wage
of what it means, why the wage in threes? Plus, because of the three, uh, MOU we were in for the three years, the top wage payer, uh, drivers or anybody in the top wage would get a lump sum payout. So we didn't get that addition into our salary. We got it in one lump sum payout. So we're asking for 2% on top of that to compensate for that lost wage in the last three years. So That makes sense. Compensate. And then the cafeteria plan.
We discussed this when we were in contract negotiations, but we were told that we had to wait till financial, it was a financial, so this is the same thing that we addressed when we went into contract agreement. It's just an increase in our, uh, benefit dollars. So this, this hasn't changed from what we had asked for in the contract. Just removing it over to now. Financial, I mean financial. And it's, uh, each additional math, there's a 20% increase that we're asking in these dollar amounts. So That pretty much covers
what at is proposals. Tha thank you for going over your proposal. We appreciate that. I think the, uh, number five is the easiest to understand because it's basically the same language and we, we had already talked about. So thank you. Um, I just wanna go through the top ones, make sure I understand. I, I think I understand number one, and that's just adding $2 to each of the sales for the non CDL drivers. Correct. We only have our non CD LS only have two scales and add $2 to each of them with bring them. Okay. And so thank you for that. The mechanics, the, I I understood you saying about taking the ASC
as the way that people get the steps. This says here to increase to the max. I just wanted to know what that meant. Does that just mean that the steps are available to you, the, the max of the schedule or is that something different? I believe what we were when we put that there, um, so pretty much anybody who we have as mechanics now bump 'em to the, to the max and then get rid of ASCs. Right. Is that correct? Correct. Pretty sure. That's what we're trying to get out there because we do have some mechanics who've been here, you know, 20 plus years and you know, they, we'd like to get them to the highest level. They, we
Can. So for example, right now, one would be capped out on step 13 because they don't have their ASEs and then they'd be able to go all the way up to step 18. Yes. I Thank you for explaining that. Um, and maybe this is just my ignorance, I don't know, maybe the team that's better than me because they're involved with transportation is top rate drivers. Is that a, a group that we already have defined or is that something new? No, I think, I think that language is going back. Are you, are you going back to the language of what we used to call Full-time part-time?
No, I'm just talking about on the scale. On our scale shop rate drivers, which, um, salary on 12, like that's the top rate. That's the highest we can go. Okay. Highest level, highest level, top rate. So that's what I'm referring to. So someone who's maxed out on steps. Correct. Gotcha. Correct. And the additional 2%, That's because being maxed out in the last three units that we were in, the MOU, we were maxed out. So we would get one lump, one time lump sum. We didn't get the whole full, say the percentage was 3%. We didn't get the whole percentage. We got it in a lump sum.
So the 2% is in compensation for those three years that we didn't get the full sum. We got one lump sum that didn't go into our To your base salary. To our base salary, correct. So this is in the base salary. Correct. Those are all my questions. Does anyone else have any questions? So I do, so number three, you're asking for an 8% across the board. Is that on top of the $2 for the, The non CDL or prior to, let's see how No, you're right. It's, it is compounded on top. Okay. So she wants, so they want the $2 increase and then,
and then 8% on top of that. Yeah. See, because the $2 increase is just gonna bring 'em right now above the Pariss. Right. Where Paris but base pay is, so say, because I know everybody's in negotiations right now, that the parents get another 3% increase without that $2, they're still gonna be the low parents. Okay. So I'm just trying to get 'em above before we actually start doing the 8%, which would go across the board and keep 'em above, if that makes, okay. Now, oh, I'm sorry. You need need a little, we can share.
We, we can share. You sure? Yeah. Okay. Uh, he's, she's gonna go around, make more coffee. Sorry, I didn't know how many was coming on. No problem. Um, I apologize. We do not have paper. We can print some up for you. Oh, your proposal. Oh yeah. I'm used to killing pepper stone and chisel, bro. Stone chi. Well, well, Lonnie and Albert should know that I'm used to the all this is, I'm still paper You, you can still email it, but you don't mind. Yeah, of course. Our copies, um, are we okay to go over it like this or do you want credit to go through as we go over? Did you already email it to us? No,
I have not. So you want just go over and give us the copies afterwards? Yeah, you can. And then we'll just wait for Copies. Okay. And as soon as soon as we finish going over it, we take copies, we'll get copies and give 'em to you. Okay. How many copies? Uh, five. Five. We got it. Let's do Five. I will let Mari take, uh, take it away. Right? So here's our, um, compensation proposal. So just as a PR brief overview of what y'all's current schedule looks like. Um, so here's what the bus drivers look like. Um, then the technicians technician one and technicians two.
Then our vehicle maintenance. These are just current work. Yeah, these are all the current, yeah. And then the parts and tools. Alright. And so this is what our proposal is for year one for the bus drivers. So, Well, once we Schedule all the numbers, yeah, numbers can go ahead and go to the, the technicians. So here's the tech technicians one and two as well. You want the questions at the end as well or Yeah, off? Sure. That's correct. Okay. And then, um, there's maintenance and the total parts.
So, um, what we're proposing is a 2.1% total increase, which is a 0.87%, um, increase applied to the current schedule. Um, and that's with the cost of a step. I wanna go to the next one real quick. So that includes a cost of a step, which is 1.23%. Sorry, you want to back up? So what our projected basic pay increases, our medium pay increase would be 2.68%. Our lowest will be a 0.87% and our highest base pay increase will be at 3.39%.
And then for year two we are proposing um, cola minus like CPI minus step up, uh, the cost of a step. So if we go to the next slide, you can see that all the cost out. So, um, a 0.87% COLA is 81,861. Um, and then our steps are 1.23% or 115,254. Then the total cost is two point, uh, 1% at 1 97, 1 15. And then with benefits it's 2 0 1, 2 37. Um, so the step of a co like a cost of a step is like
for everybody who is eligible for a step this year getting that step. And so you just see like the difference between the steps And then this end, the proposal, this stuff, we don't really have to go over much detail. We just included it for your all's reference. And that is, we've already signed an MOU for the uh, para TrueUp dollars. So that's 2.55%. So it just includes that with the schedules we already gave you. Why is the TrueUp included in any of this? The MOU, there's separate entities there. Well, and that, that's why it's the end of our proposal. We're not including in the proposal. We're just showing what
that plus our proposal ends up being at the end of the day come September. The salary schedule Should that even have been addressed, being that it's a whole different entity because right now it hasn't been addressed to the members as far as the para or anything like that. So should you have even mentioned that that percentage to financial argument shouldn't have even been brought up? What I'm saying? 'cause it's all different entity. No, I know it's a different entity, but at the end of the day, that's gonna be part of your salary schedule. We're just trying to show, but that
Well should been separate. Well, once we took care of this, then we could could've added that 2.55 into as a separate entity. So say we take that, then at the end you'd make that salary schedule with both the 2.55 and the three point not already In there. That's why we ended the proposal here. And I'm not going over, I'm just showing you that that's the reference. The, uh, wage salaries you were showing, was that just with your increases or was that with the 2.55 and then adding the increase your proposal? These here during the, in the proposal are just what we've proposed.
It's not adding the 2.5. That's not five five. After the proposal we included that for y'all's reference, but we're not going over it here. I got another question. Yeah. Why do you go out three decimal points? Uh, our system is set up on the dollar rate. It goes out three decimal points. You wrapped up. Um, we just, the system just rounds it. Yeah, No, no, no, but I'm saying, so for example, on our proposal, uh, it was yeah, On the, so only the average, oh there It's, so the 48 4, I'm sorry, the 48 41 0.04,
we added 20% and going out the two decimal places, it actually went to 58 0 9 0.25. So I'm just, my question is, do you round up if it goes our, our our system has always used three decimals melts? Yeah, we've always posted, it's always Been three decs. Okay. I'm just making sure you round up though. If it goes, so for example, 36 78, if that was on the left side, number one, uh, or let's go hourly. So it says hourly 24.522. So if it was 24.525,
would it round up to five three? We would, we would use these specific rates. Multiply times the number of hours. Then at the end if it goes up, yes, it runs up. What do you mean if it goes up, why not? If if if it ends up five or higher for the last decal, then yes it does run up. Okay. Just making sure. But these are the actual rates calculated for the multiplying the you one of the rare ones that still goes out that many now I saw like I think I was just curious. I know. No worries. And that's just with the system, so yeah. Okay. You have any other questions? Okay, so I, do you wanna do this besides get us the printed copy?
Uh, no. We should probably take caucus so we can discuss your proposal. Y'all can talk about our Okay. We, um, get these copies to you. Okay. Appreciate it. Oh, uh, any thoughts on timeframe? Won't get 30. Yeah. 30 enough for you guys? If not just Or you want more? Uh, let's talk. How about two 15? Okay. John two 15. No, there wasn't. I know, and I'm thinking that's something that somebody would backtrack on pretty fast. I know. Like, okay, where was I? But you know. Yeah, exactly. You know, so that one, the old people, maybe they,
And I apologize, we didn't label the paper copy number two or the time will do that in the future. So it's Oh, no problem. So we've, we won't go through all the details. We gave you the complete thing again. Uh, here's where you'll see the change in the proposal, the non CDL drivers. So we're willing to increase those by a $2 per sale as was requested in your proposal. But we ta that well just the $2 increase, not the, not the uh, percentage increase. No, it's, it's a total package. There we go again. Anything else? Uh, are we on? Yes. Yes. Okay.
We're, but that, that is our proposal there. So the uh, 1 8 7 plus the $2 increase for the uh, schedule. Hold on. Current schedule, sorry. It should say for those not on the CDL schedule You talking it should say for those not Yeah, CL on C-D-L-C-D-L or non C. Right. Supply current schedule Or non CDL drivers. Well that's for everyone Says not the CDL. Both them Stop.
Oh Should be for everyone. Not on the CDL. Sorry everyone. I get you. You're just separating. Oh, bullet number one. Yes. Bullet number one should be for everyone not on a C. They are non, not CD non CDO. Okay. Our line is we're adding the $2 in our proposal and then doing call after that at 0.87%. Okay. Do you have any questions on what they just gave us? I say no. Yeah, I don't have any questions. I'm Still on the first one. Why did you come up with that 2.48 total increase in that?
So when you increase the non CDLs by the $2 plus the 0.87%, it increases the cost of that. It's 38 6,743 point or 0.39%. So that's just the overall increase now that you're increasing the cost of this non CDLs, it overall increase, it increases the overall increase for the whole, the Whole group. But I'm talking in general, so you have to re-explain that to me. But the 2.48% where it says the total increase, where did that number? So that goes for the COLA increase of the 0.87.
Um, plus the cost of a step, which is 1.23, but also now above 0.39% for that for the non CDLs. So adding those three things up together. Okay, let, let's, let's go back or you keep asking, So you, you took the 8.7, that's the Kohler increase Their proposed, Yeah, their proposed Kohler increase and you added the 1.23% and then you added full number three, the 0.39% and that came up with the 2.58.
Yes. So where'd you get the 1.23 and the step? Yeah, so that was, so just to do the, so we took everybody on this year's schedule, say they all got a, whoever was eligible for a step, we gave them the step and the percentage difference between those. So you're saying 1.23% is for example, the drivers one through 12, It's all of them combined the overall, so you're Doing an aggregate amount of their salary or their hourly rate. Yeah. So anybody who is eligible for a step, that's like
the cost of it take to give everybody a step this year. Okay, We're Gonna back up because not me. All The place. That's what I was, sorry. You Ready? So then people on the top, you at the top of the salary schedule or maxed out, I guess does the 1.23, is that gonna be to the base salary for the people maxed out or is that, so that's The 0.8. That's the cost of the step. Yeah. So, but so if somebody does isn't eligible for step, like if they're maxed out or are you guys doing the same thing as last time linked the stipend? That Is not In our proposal. That's not okay.
But yeah, I understand you have Question. Oh, I got time question for you. I just wanted to see where they came up with that 2.4 and he's got a question or Correct. So coming off what Gabe saying, so I'm kind of understanding. So people who are max out wouldn't be getting anything. So they would get the 0.8 because you're adding the 0.87 to the schedule. So they would get the 0.87% priest if you're like, say you're capped on step 12. Yep. So is that, that would've been my next question to you since you asked that out. So the uh, projected base pay increase.
So you have medium lows to highest. So that what you just explained just now, so this is how it would go based on the step increase. So I was gonna ask you to explain medium base pay, lowest based pay and highest based pay. Yeah, so just that, so the, the lowest is those who are capped out and going to be eligible for a step. At the point the meeting is um, roughly the average increase that the group would get and then the highest is the largest increase. And so you'll see those numbers did increase because with the, but with the non CDL drivers to add
that $2 plus the 0.87 increase sum of the highest one would get 12.48%. Did you understand that? You did? I I did. And that's What I'm trying to Okay. Tell you, let's start from the beginning. Can we go to your original proposal? Yes. I haven't had a chance to look at the second one. So I'm gonna go off my questions off the first one. So first and foremost, just so everybody's clear and people who are watching if they true is not negotiative, correct? Correct. Correct. Lawrence.
Oh, we just lost it. The first one up. Oh, okay. No, I thought we lost the feed. No, I was just putting the first proposal. Tell the request. I see your question. I'm sorry. So my question is the fair true is not negotiable. We're that's done. That's done, that's done. So what we're asking for is you did a graph with the original rate of pay. The current rate of pay, we're asking for a graph showing August 1st 'cause that's when it's implemented, correct? It's August 1st. Yes. When it takes effect. Yes. So the 2.55 gets added at that point.
So on top of whatever we do here, correct. In the upcoming negotiations? Yep. Okay. So that's the starting point. Okay. So having said that, if you go to cell six and go to number 12 is the highest for bus drivers, right? Mm-hmm. So if you take their current rate, which is 32 54 9 and you add 2.55, it's more than 32.831. But if you add the 0.87 to it, it's less than that.
So how did this number come about? So that's just taking their current schedule, no para at all. So it's just taking their current schedule. Okay. And then the 0.874. Okay. Okay. So without the, so that's why I would like to start with the parat true up because that's, that's in play regardless of what we do. Now that's in play. That's what at the end of the proposal. No, no I got you. But that's what made it confusing when I started checking these numbers.
'cause I was trying to figure out how you got to this note on this, on this slide six and you explained it. I appreciate that. So if go to sell 10, 'cause I still don't understand, it says medium base pay increase. How and where or what do you determine who's low, medium and high. Yep. So that's taking their current step placement in their current pay and then moving 'em over to the proposed schedule of the 0.87% increase only and like whatever, either their current step
or their new step, that's what their increase would be if they got the step and the new schedule or just the new schedule if they were maxed out. Okay, but where do you determine where's the Mason Dixon lines? So if you line them up from smallest to biggest. So the median is the one right in the middle. So if we take the driver's chart, and I'm gonna use the current one she just gave me, you got 12 slots. Lowest one current is 26 75, the highest is 32 54. You're saying number six is the medium? No, we're, that's the middle. We're talking, hold on.
We're talking about lining up all the employee increases. We're not talking about on the particular schedule. The increase itself the employee did right in the middle. That's the one that would be the median based pay increase. So you take all the employees, correct. Not just drivers, in other words you don't break 'em for classification. Correct. Same thing with the low, is it low entry? So you do an, do you do an average rate? Is that what you're saying? No, somebody's max out on steps. The only thing in articles they've received is the cola. That's why it's 0.87. So the only they get is the 0.87. They don't get No, no high,
no, no. I'm sorry. Well wait a minute. So low is 0.87. Mm-hmm. That's an entry level area? No, that's someone maxed out on six. That's someone maxed out. Okay. So like these drivers that are at the top rate, all you're offering them is 0.87. We're offering them 0.87 cole. Okay. And then the ones at the bottom that just hired in their average is gonna be 3.39. I don't know exactly who, which employee would've to look at that one. Well I know I'm just asking because that's what I was trying to figure out
where your nine edge is. I mean usually when I do this, this complicated, I mean when I normally do, and I just did it with with, we just did it straight across the board, uh, uh, three and a half percent or 3% wage increase straight across the board. With the exception of the top. You guys are are like, I'm not gonna say it. So That's what I was trying to understand. So we understand. So the lowest is the maxed out one. So the highest is the the and you're somebody who just started not
Necessarily right? We don't know that. Okay. So it's just in that that range though, from one year to say five years or so. Yeah. In there. So I'm just trying to understand for myself because where this range is coming from, the maxed out the lowest because we read the boards backwards. So Awesome. Go ahead. So For us to better understand what you're trying to do with this, I'd like to see your, your breakdown, who's in which level?
Because like I negotiate rates increases. Usually, like I said, it's straight above the board. It's not where if you're here, you're here, you're here. It's just, okay, we're doing 3% and it goes straight on down the line. And then the step increases would activate as they completed their time. Well it's the same thing. We're doing the 8.87% straight across, like you said, for everyone. And then the steps are what alter this base pay increase. I still want us. And then you offered a year two. Yes. Our proposal originally was only year one because the contract only says one year
unless we agreed to uh, uh, an extended version. So our idea and you know, you know, please give us feedback, but our idea was to align this up with the contracts that we're bargaining altogether the same, the same time finances and the contracts. So can can, it's safe to say if we come to an agreement that from here on out, every time we do negotiations, we're doing the full bulk wages and and language. We think that would, that would make sense to us. That's why we're trying to align it with the two year. Okay. I mean in, in the past we, like last time we did a three year deal that didn't align
and that caused some, some complications last time we negotiated. And so we think would be easier to line them up. And as far as your budgeting, my understanding is here in Colorado you get your budget every year. So that's why you guys hold off to do it every year. It it, it's changed over time. It used to be before Tabor, it used to be multi-year deals. Tabor came along and went to one year deals like you're talking about. And then I don't know if it was a lot of bargaining groups and the district got tired of doing it every year or if it was just cumbersome. You know, I, I'm not sure the exact reason,
but then there was a point where we started going to three year deals and they typically aligned with the contract here and both parties agreed to do that. And so there's language in the financial agreements on multi-year deals, it's table language. It says if in the adoption of the budget the district's unable to meet these obligations, we can reopen negotiations. But that's because of para. We've only done that once. That was during COVID, um, a few years ago when we did three years ago in our last financial agreement, there was a big push, it was called the Road to 20 to increase people primarily,
uh, food service workers, uh, custodians, uh, paraprofessionals to get 'em up to over $20 an hour either in b dealer within the next three years of life with that agreement. So a lot of people at that time had three year deals and we got really got off cycle. So now we're trying to get everybody back on cycle where it's with the agreement. Appreciate that. Sure. Uh, another question on slide 10. You put in proposal year two cola equals CPI minus step cost. Can you explain that? Sure. The uh, CPI is used in school finance act for school funding. That's we're taken as a CPI know whatever the step cost is.
So in this year it was uh, 1.23, we'd subtract that off from the rest coast to cola. Why would you take that off? Because that's the cost that we have to pay. We have to pay. My understanding is your district is the one that received the, I won't say wealthiest increase out of all the districts in Colorado. I right or wrong? Uh, I I think you're incorrect on that. We, um, we we're in the middle of declining enrollment, which hurts our increases. I mean we're getting the same percent increase as other district's venue. When you balance that, we get a little bit
more for title one. Uh, some things like that, I mean, balance that out with declining enrollment, that really hurts us pretty good. Well, graph I saw you guys were like, other than a, I think it was a charter school t remember who was right above you, but you guys were lying number two and then every other district was right below it and it showed that you had the greatest increase for the state. I'd love to see that data. Okay, so if I show it to you or I give my money, no, but I'd love to see your data. I I mean I, I would, I would assume. I mean it's no secret. I I got it from that's who I deal with as well.
No, that's fine. And they, and they showed me the graph for the state and you guys were, were up in aggregate dollars since we're the largest school district. That might make sense as far as percent increase. I don't think that's because I heard that all changed for all the districts as far as the students for the price. Okay. I don't I think there was another question that, Yeah, I was gonna say, is it fair to say, um, everybody besides the people who are uh, capped out is getting actually a 2.1% cola because I, I added the, uh, step increase, the 1.23 plus 0.0
or the 0.87. That was 2.1. So it seems like every point, or you gotta assume ural max step, so Ann would get 0.87 and let's say Anthony's not. So he gets 2.1. Is it, does that make sense? The, the steps are not all uniform. They're close to that but they're not the the 1.23 to get to that 2.1 is an average costing of all steps. And so the steps in some areas are bigger than the steps in others. Like the drivers are all fairly uniform at about one point something. Yeah, have The top.
But when we, when we factor in all the groups as far as, 'cause we have multiple schedules. We have the vehicle maintenance tech one and two, then we have the vehicle maintenance technicians. I think, am I saying that correctly that we just have a lot of different schedules. The CDL schedules, they're not all uniform. That's how we get the differences as far as percentages. Why do your parts clerks need to get ASCs? That goes all the way back to 2010. That was a happened in 2010 when ASEs were rolled out to mechanics and uh, the parts clerks ASEs used to be pretty robust actually in the ASEs at the time.
There was an opportunity to take the test and make more wages and so they, it was introduced into the, Even though they weren't turning wrenches. Well the expertise, the expertise still comes from the same process of taking a test and ASEs at the time were offering those tests for, for particular too. You know what I learned between last negotiations today and another property know what a C stands for as someone else. 'cause majority of people are really good at taking tests when it comes to hands-on. They can't turn that wrench. So is this, since it was back,
is this still applied now to do they need the AFCs for that position Right now? They don't need 'em. They, if they achieve them, it puts them into another step. Right. They get an increase To get an increase And right now that increase is only available if you take those tests. So, so it applies for the two the same whether it does at your mechanics? Yeah. As long as they're taking the tests and, and it uh, according to the contract it's an annual every year they just, you take those tests tests every three years, however they go year to year proving that you have those tests And we only have two kits
and there's not no position they actually need this. My question to you is do we actually need this on two techs are two classrooms. There's no opening for them. Do we need this many steps? Steps in that classification? Is there some way to eliminate this um, amount of steps for two people? 'cause there's no openings for other people in that classification. Correct. So you're only gonna maintain two. Why not northeast when it comes? So do we actually need this many of steps
for those two people that are not able to be interested in take away those other steps and just give 'em an increase like everybody else? Or they don't need an a SE to turn a wrench. They would just go every step shortness. Correct. If I add to that to, there's two ASCs, I believe two ASCs that pertain to actual parts, correct? Yeah. But the salary schedule you have to get at least five. So some of the like, uh, one of the parts guys we have now, he's taking like school bus, air breaks, uh, body systems, stuff like that. Stuff he doesn't really need to know.
I think at one point in time there was more parts of ASCs but over time they've gotten rid of 'em. So they're having to take tests outside of their actual job description, if that makes sense. That what just I wanted to add to that too is also it's like in order to take an As SC, you have to have shop experience. Like your manager has to sign off and say, this guy's been doing this amount of work and that allows you to take that as SC. So when we're just allowing people to take ASCs with without their experience now, kind of doesn't seem right. You know what I mean? Because like when you apply for an A SC, you have to have experience.
You can't just do it, do perfect. But if you were It's two years. Yeah, yeah. Two years. Just like, uh, just like Colorado department education. It's two years. I was just, I don't question, I was reviewing all your counters. I don't see anything on our proposal as far as the benefit credits. That's Correct. So that's not gonna be part of the discussion or finances or Um, that's not part of our proposal at this point. At this point. If So we didn't even get a response to say that's not up for discussion now. I was just asking.
Well, I'm not saying it's not up for discussion. It's not something that we're agreed to. You have no counter for the medical at all. Right? Language. And even though I heard the medical's going up 11%, It went up 11%. So in the language here, there's, there's language about if someone started before 2019, uh, they're eligible to receive cash in loop. And I know that, that this is a tough discussion, especially because in isolation with one bargaining unit it doesn't make as much sense. But between all of our bargaining units, not knowing
what you're specific, if like could look it up and figure it out. But between all of our barn units in central office, the money that goes out in cash is $7.7 million. That if, if we didn't have cash flow going out, that would buy down our benefits by 10%. Check with Morton. So sorry, I missed that last part. If you didn't have the, if we didn't do cash in lieu for people hired before a certain date, that's would be 7.7 a million. If we applied that to benefits, we would buy down the benefits by 10%, which would make the increase this year very minimal. So I just wanna share that information as far as that's one, that's one difference between us in a lot
of districts is we've had this cash and money going out the door that's not used for benefits. So you're paying employees to not take the benefits that's costing you seven mil. So if they weren't taking it, you would, the the increase would be less. That's correct. That's no brainer. You have 'em all take the medical. If that's gonna save you money, why are you gonna make the employees that need the medical and want the medical have to pay that 11% increase more? So, I mean if that's something you're willing to agree to for you, we'd be happy to Well it's not gonna make up 7 million
'cause I don't think they make that doesn't that many employees. No, but but still it comes down. That's why we ask for a 20% increase because one, to absorb that 11% and have the cushion for tomorrow. 'cause every year medical goes up as, I don't think it's either, it's either been frozen or gone up, never gone down. So that's why we're trying to put a little padding in there for you for the employee so they don't have to pay an additional cost. 'cause that what'll happen is your, your employees will start dropping out of the medical or only have themselves covered if you have the single married family plan. And, and that could be spurs.
You wanna make sure your family's healthy too. That way you can come to work. You don't have to call out and take care of your, your child or your spouse. Mm-hmm. So the other thing is on your 0.87, uh, uh, the response and there was a couple members in here, um, they were a little upset, perturbed because a 0.87 is, is, I mean nothing, you know, and, and these employees have been here working for you, providing a service. So, uh, and our second year is 8%.
If you wanna do a second year, we're asking for an 8%. Okay. You want to write it with, and we have no problems going with two years, but we have to make sure that it's, it's it's tight and, and it's an incentive for the importance. We'll look at your other one, but the other one, the only change you said is the $2 for and and we have no problem with that. We have a problem with everything else. Okay. And until I see, I wanna see how you do your, your, your formulas. It's driving me batty because I've, I've been dealing with numbers for a while
and like okay, that's why I wanted to ask 'cause I'm not grasping and doing it in my phone. So we can get that. We can probably, when's our next date? We haven't set one yet. Oh, this is the Thursday. You know Danielle? Yeah. Go back to the, the non CDL with eight. The $2 plus the eight that, what was that? Oh, you wanna see the slide? Yeah. So I wanna see, let Switch it.
Um, Which slide did you turn to see The, your counter proposal with the, With the $2 tax Dollars for the non CDLs plus the, yeah, right there. So on that second bullet, you're willing to give 'em the $2, but they have to take the eight, the 0.8% percent along with that in order to get the $2 they have to take, we have to agree to that percentage. We're we're, we're we're negotiating a percentage for everyone that we're not, like we're not trying to bargain their percentage separately from anybody else's. Correct. But what I'm saying that $2 should have been something
separate from their percentage. Why is it included in this one? Why did you include you? It should have been off the bat that hey, the $2 raise just to get 'em at an arguing point with you now at our negotiating point with you, I should say. So it should have been $2 increase. So that puts 'em at a base pay above the Paris, then we start negotiating the 8%. So if I say yeah, okay, they're getting the $2, I'm locking myself into that 8% for them. The way you have it written here. Correct. We're we're still willing
to talk about the percentage of it. I No, no, no. But her question is based on your proposal, you included the 0.87 with the $2. Correct. Her her question is or statement is we wanted the $2 as add the $2 to them and then that's the starting point. So whatever we negotiate as far as a percentage increase will be automatically included on top of the $2. Correct. That that's what we're doing as well. Right. You just put the 87 in there just for, because that's your proposal right now, right?
We're not, we're we're talking this our intentions same that you're saying. So if that's not represented here, I apologize for that. Yeah. 'cause that's not the way I was reading it. I was Reading No, what what their proposal is right now has not changed. There's still a 0.87. Correct. I Understand that proposal is 0.87 plus $2. Correct. So Notice you don't see yours out there. I've given you a percentage increase of the template. So I just need clarification on that to see why they were showing together when it should have just been, We could have just put 0.87% call $2 increase to current scheduled for not CDL drivers.
Okay. Done the second way. Yeah, that Yeah. No, I know what you said. So, so that answers my question why they're showing together. Why aren't you willing to increase? Well I guess my two-part one, why aren't you willing to increase straight across the board the same percentage? I know the quickest answer is it's gonna cost more money. But secondly, why aren't you rewarding your top rated operators or drivers? Well I believe we are increasing at the same rate. That's what CO is, which is the 0.87. And we can argue that that's enough, not enough that that's fine.
But we are increasing across the board that that is the case. Um, as far as the top rate drivers, a salary schedule is just, that's a salary schedule. You don't continually add steps onto it at the top. If you're maxed out, you're maxed out. That's what a schedule is. You get the goal in any salary schedule is get to the top salary as quick as you can 'cause they're gonna maximize your life earnings. But at the top salary schedule doesn't move. Eventually your bottom is gonna catch up to the top. No, the top moves by saves everybody else. Yeah, but it doesn't work as much as fast. So if you're offering only 0.87 to the top right,
but you're offering, let's just take that one number at 3.34. Isn't it increasing faster? We're not increasing the schedule by 0.3, 0.3 0.84. We're increasing every settle schedule by 0.87%. So the ones at the top are actually gonna increase more because it's percent of a higher number. Oh no, I got where the percentage works, but correct. Main from wrong. Where's my share? What? Oh, here it's in here In your first one. Well, you're on the second one. Correct. That's your account proposal. So it says here, the highest base pay
increase equals 3.39%. Explain that how that works. Then three point on slide, page 10, slide 10. It says projected base increases. Highest base pay increase equals 3.39%. Okay. So we're on the other one when you No, I'm on the second one. I pulled the second one out. No, you are right. That is the first one. Lemme go to the second one. My bad. Of course. Highest
base pay increase. 12.48%. Yeah, that's even more when, when we're giving $2 additional for each sale. That's base pay when people get a step that's base pay. But the $2 are only going to non CDL. Correct? Yeah. So you're not giving $2 to everybody. No, this isn't a true number then it says the highest base pay increase. So there are people that are gonna get this increase in the bargain unit. That is correct. Okay. That that's why I like to, I'm lost right now.
No, I I I understand what he's doing. Yeah. Right. 'cause right now we only have 17 non CDLs in existed. No, no, no. I I I'll explain. I know now it's Well we're, we're, we're way off. 'cause you're only offering 0.87. We're way off. So I don't know what you wanna do. Um, well we gave our calendar, so I believe the ball's in your court for our calendar. Okay. Can we get some dates on the calendar? Sure. Because as of right now, I got nothing open until the end of July and August is
already halfway gone. So if we can pick dates in advance and if we don't need 'em, we don't need 'em, we come to a resolution, great. But as long as we have meet dates, I I really would appreciate it otherwise, you know, and if we go past August 1st, we're gonna want the virtual and that, that's, that could be a challenge with our new HR system to be honest with you. What do mean new HR system? I have a new HR system might make a back date and those requests hard to do. How? Explain that to me. There's problem with back dating. I'm going get into detail. Well wait a minute. So computer was made by math
so anybody could go in there and change something. You're telling me that if we go to September 1st and we get whatever percentage we get, you're not gonna make it retro? That's stuff for discussion. Well, I'm asking right now. I wanna know because, because look it, we, I know she asked for dates and the only day we got was today. And that's 'cause I cleared my calendar for her to come in here today to take care of this, to get this started. June, I'm done. July, I'm done. I mean the last week of July, the 28th, 29, 30 first are, are open.
The first is already gone. So I mean, sir, are you about getting this done? I understand that we are available, you're the one who's not. Right. But we offer dates in advance and you guys have not accepted. So we're here. So it works both dates. I just wanna make sure you understand. If we get a deal done and it goes past August 1st we're expecting retro. We don't get retro. We're gonna be at an impasse again and we'll let the mediator decide. I want to make, can we, uh, the mediator doesn't decide mediator works between parties to come to an agreement. Well, I think the mediator will, but, but can we Have a caucus bar view?
I need to, I'd like to speak with I sure in there. Sure. Can I have caucus? Yeah, of course. Uh, Give us about three 30, about half an hour. Sure. Three 30. Yeah. 3 30, 25. What was the lake? What position are you never met You. Nice to meet you. I'm the lake relations manager and we are back on. All right, well thank you for the time. So did you hand it out? Okay. No. Going around the table now. Our counter proposal to you. Thank you. So to save you the time and the interest. Two changes we've made. We're in number two.
We're ask, we share with, oh, you need one more? We're good. It's okay. I did we miss count? I think we miscounted one. No. Yeah, they went up to six. My bad. I was still stuck at five. Uh, so number two, instead of just make mechanics all maintenance to inferring to get rid of the ASCs also for the parts department, my understanding is they are part of maintenance. So that's why we just wrote it that way. And then the second thing is, uh, if you want the second year we counted our se our encountered with the 7% per year
and for each year that we negotiate. So if you want a two year deal, we're asking for 7% for each year. Okay. That's it. And dates. We can get dates. Any questions? Comments? All right. I Have a quick question to your number two. Um, you say no more a SC levels, are you saying that we should stop at 15? Mm-hmm. Or are you saying that we still have one through or whatever the last number is? We just don't have a SE requirements as a part Of those steps? Yes. Yeah. So you would still retain 10 through 18 for them 10 through 18. Yeah. But Yeah, you would not have to have
to take an As SC to get that step. Okay. So the steps stay. So, so you say no more as SC bubbles, but Correct. But you would have those steps. They just wouldn't have an As SC To them. Correct? Well, and of course we want 'em at the higher rate, not at the lower rate, not the, if you eliminate the As SC, we don't want them going to the non A SC rates. We wanted to stay at the A SC rates just no longer a SC required. Okay. On both, on all the classifications that require as C. Okay, thank you. How would you have Two? How would you have two rates if there were no ASCs?
Eliminate The high. Oh, you just eliminate, Eliminate the lower of the two. Yeah. Thank you. Yeah, I mean, are we left? You got a guy who's changing oil and he gets paid one rate and the other guy's changing oil. He gets paid another that, that causes problems in the shop. I'm sorry, Lawrence, any questions or anything? Yeah, just on this proposal, like if someone has a level three A SC and then let's say they, they were to go away under your proposal, does that mean they stay at the, the current step they're on
and then just keep moving each year? Or do, when it says go to the max, does that mean they automatically go to the max and schedule? We'd like to move everybody right now, currently to the max level. And the reasoning for that is because like I said before, there's a lot of guys been here 20 years, 20 plus years, and because of the a SE, it's kind of been like a, it's been blocking, you know, they've never been able to actually get to, to top of the pay scale like a senior driver has. And so we would just like, part of this, uh, proposal is just, yeah, bring everyone up to the max and then get rid of the a SE requirement.
And you know, you have new people coming in, you can, they'll, they'll start at, you know, wherever you guys agree to, to hire them at and then they'll move through the steps after that. So we still wanna keep like the step schedule, just remove the a SE requirement and move above all the mechanics we have now that are in vehicle maintenance tech to that top page. Okay. And thank you. Question dates. What we have pick a date? Yeah, what are, what are we looking at? I have July 21st through the 24th open.
That's Monday through Thursday. And I have 28, 20 ninth and early first open. You'll do the July 1st one's in July? Yep. July 21st. You said 22nd. 21st. 22nd. You want me to do two dates? 21st, 22nd back. That work? Well, does that work for you? Can we make that work? Let's do that. Okay. You good? Are you on vacation or no? In June is, uh, we're going open. Remember you mentioned something. Yeah. Okay, so then we're set. Full days. Full days. Beautiful.
Appreciate it. We start at nine 10. What? Let's do it with you. Can we out to the locations? Do you think we can arrange? No. Hilltop's gonna be in, I don't know if Hilltop's Construction's gonna be over. Oh yeah, yeah. They're do They have, they have to abate on that other side. So there's a s there. Oh yeah. So it's probably best for here, 21st and the 22nd of July. Okay. I just want, yeah. So here start at nine or 10? 10. Six. Six. I, I probably with me it is her nine or ten's fine.
Whatever time works we'll up 10 works. 10, 10, 10, 10 to four, 10 to five. Yeah. Okay. So when, uh, July, Monday, July 21st and July 22nd. Yes. What time? Oh, 10 till when? Till. What time do you gotta leave? You got 10 to five. 10 to five. 10 to five. Work with everybody. That's great. Yeah. Awesome. Appreciate you. Thank you. No problem. Interesting. First day. But it was good. I think we made it, it. Well, I appreciate the counter and we'll look forward to providing one way Start. Okay. 21st. All righty. Well thank you. Yep.
Okay, now that we're off camera, I mad.