all right good morning it is March 14th 2025 11:07 a.m we are meeting with the fire union for continuing negotiations my name is Nikki Pal HR director adam Harrison fire chief eric Gilmore public safety david Carbios local 4131 justin Markham 4131 nick Grady 4131 all right I've got a couple of things here i wasn't able to get an actual copyrighted TA but I'm going to give you what I
have go salute them which is article 10 article 13 article 19 and then I don't have article 12 but I have a table under appendix D so on article 10 you see I wrote in there I think that that the counter was the 36 hours and how that came was 72 fazi if you want to call it that is at halftime so that's
36 hours and that was kind of where that counter came from i wasn't able to get that uh as a document to TA but I figure we can discuss it verbally and um go from there and I can get something to you guys by email or whatever okay um [Music] I think it's a lot better than the Fugazi it's a lot easier to understand for guys body and
and it's just just to understand this is based upon hire you're going to get those 36 hours and then every October one correct everybody and understanding that they still fall under the 90-day rule that they can't use it for 90 days new employee right right right yeah yeah yeah just your new employee but at least it kind of gets it helps them out you know being brand new if something is to happen they have some leave already acrewed uh but that understanding they come on they get that and then every October one every member will get an additional 36 hours that's the way it's but quite frankly it's been more beneficial for you guys because you
had plenty of your members that weren't using the 72 hours this gives them an absolute full evaluation of that right um okay so that that's article 10 article 13 should be the exact same article I emailed you we had a we kind of had a verbal TA after the last session um I just we had to clean up that language and just make sure that's the correct copy there for the changes we discussed so basically have the task sign as the equivalent it's not equivalent
it's actual task like we're doing right now yeah there is no equivalence so we pulled the word equivalent out and it states basically the task book has to be signed by me okay and then and then we pulled the equivalent out for the bonus points where you had to have that right so to achieve bonus points it's not an equivalent you have to have that correct certificate yep and that's for every captain goes through every every position y that one's ready for TA if you would like to today um obviously there's no requirement but I do have that one ready to TA
you wait to go to caucus yeah definitely we'll run through it all a long article 19 we'll jump on that one real quick holidays that's still assuming the 12 hours based on uh an updated wage table um what So if you want to jump over to the wage table so that that's our basically remains the same no change same no change um so what I did based on our previous session is taking the funding that we know we have and applying it to a table and using some
of the information that we have from some of our other unions creating a table that is similar so we have something already in play um that we built that on so how is is this a working table so you know how how does it work how how does it implement so when it implements you would go so right now and then that's one thing to discuss too is it was based on years of service it was not based on time and grade um and I will say when
I did the analysis based on what you sent me I also did years in service um going back and looking at time and grade I have found that the HIS system has not been kept up with time and grade that's something that I've got my staff working on we intend to update that regardless um it's definitely something that should be in the system it's something we can get but we have to get it in from our paper files um so it's just going to take some a lift for them to go pull all of the paper files and say "This is exactly when you were hired as a firefighter
this is when you were hired full-time this is when you promoted permanently to a lieutenant position." Those type of things to put a date for a time and grade so it's based on your in service is how I did it if you will and then for implementation you would be placed in your spot on the table at whatever column of your years column of your years in whatever rank you are at that being said there are some employees who would be capped out it's about 10 or 11
employees that would be capped out and what I mean by that is they will be above the scale and so we did not include any type of of increase for them in this scale if you cap out you cap out now if they're capped say okay you got a a guy that's say a fireman at 11 years currently right now so he'll fall into that year 10 I would assume correct because he's not at the year 12 mark um say his his year year 12 comes next February he would as long as there's been no additional talks
or movement he would move to that year 12 rank so until this is further renegotiated because I think you know there's no plan going forward as far as the next two years or three years life of the contract this is just a single thing right there's no hey we're we're going to add additional 10 or 5% to keep up the next couple years this is just kind of right now that's right now yes so that's that's the table so then yes they would progress if they go from 10 to 12 they would progress at 12 years during the term of the contract okay unless it's further renegotiated yeah yes correct okay
uh is there any any talks of of year two or three of of trying to keep up and move this scale at all or is that kind of contingent upon funding that's going to be contingent upon funding absolutely so so the scale would be the scale for the term of the contract we could again come to the table for wages at at any time um is there gonna be language that so the duration article is usually the last
article that gets done it's usually done by legal and I can request language that says can be that you don't have to wait till the end of year one that you could open at any we could open wages at any point in time during year one and then you know maybe the end of year two and year it goes it reverts back okay i just I said I don't want to get stuck into something if if this is what the members agree upon right and then hey we're stuck for a whole year and then we're not thinking about the future especially if we're talking about funding issues and I mean because really like we said we're pulling from a piggy bank right at this point in time there's no
real defined plan i know there's talks of MSBU and we're trying to go to MSBU but if we don't know what we're trying to land at in year two or three how can we really appropriately ask for the appropriate amount of money to to really fund us appropriately right we're just we're kind of working it backwards if that makes sense or again hamstringing to where can we really appropriately get these where we need to be at uh because yeah we got an MSBU increase but is it really enough because I know there's capital outlay that needs to happen uh he's got to get some office staff i
know he's he's really pushing on that which is is a great opportunity for a lot of our guys as well you know to kind of move up in the ranks but all that costs money and if we don't ask for the appropriate amount of money and we haven't put a plan in place I think it's kind of thing you said hey we want a plan we want a plan this is great i mean this is similar to what we kind of presented um it definitely needs some work for sure uh but is and what we were looking at that as is it's a starting point right it gets us within the scope of what we know we have what we can push across
the table today um what we can implement at the ratification of a contract so starting point if we have a funding mechanism I think we come back to the table and we work on that and there's definitely appetite to move the ball forward when that funding is from from all parties yeah absolutely yes okay so because I mean like I said I know I know what Midway's moving to that's one guy right across the bridge there they're going to 17 in October 19 in October 26 you know you
look at South Wal and again I know that's a a little bit but we've lost guys there right and they're going 10% this coming October 8% following correct me if I'm wrong here Nick pace well what I heard at the last you know negotiation session we passed 1626 across the table as starting um I heard compression compression compression so we built the table we had to lower the starting wage a little bit to do so but this in my opinion and it is based on years of service not time and grade so do keep that in mind it addresses some of those compression issues it it I think it was
11.28% average for your members and the key word there is average average increase some some will get more some will get less okay and obviously if they're capped at zero right right and there was maybe 10 if I remember correct does this change anything with our the me too so if there's so article 12 which is what I did not give you um we are going to maintain the EMT and the paramedic at this time after talking to my staff that's too big of a lift to try to roll those in because
it requires a lot of extra work to take it out of where it's at and roll it into a wage i would say that is still a goal and that would be a let's get the funding mechanism and then we know we now know what what big how that lift looks like um so we would maintain the MT paramedic as it is with the 51 cents and the 514 or whatever um is currently in there because right now what we passed across the table previously was taking that out with the last appendix i don't have article 12 rewritten but article 12 would do the empty the paramedic and what was the question you
asked the the me too claw the me too that's where that's where your me too clause is all that would be in article 12 so we're maintaining article 12 as is just updating this pendance with the wage rates is essentially what you're saying yes so if October comes around they get two or three% every basically this chart will adjust by that percentage the chart will chart will not adjust but your members your incumbents will get whatever the board gets even if they're capped even if they're capped yes what happens that is true okay so if they're cap they get it so
back to that person they're in a year 10 and they hit their 12 mark February March next year right they move to year 12 but if they're above that rate they stay at zero even correct so So I just try to understand it to make sure yeah and and exactly what we said it needs a little bit of work but this is this is what I could build in about three days time after our last session to kind of go back and say "Here's something that works towards compression get your base rate wage up
okay maybe get you know some money in pockets with the intent to come back as soon as funding secure yeah with the intent to come back that that if that discussion extends beyond this budget cycle let let's say that discussion or that work extends beyond this budget cycle this upcoming cycle trying to determine the future mechanism and all that and this has been adopted uh in the current year it gets implemented and then a person hits their say 10 year 10 anniversary next December
this would activate they would adjust right for the term of the contract all three years all three years term of the contract unless we renegotiate um why won't we just put it in place for perpetuity and unless we renegotiate it it's always term of contract whatever the duration of the contract says it's always term of contract well a lot of
pay scales are the the structure like the structure of this is in perpetuity uh be beyond just one contract cycle that that's not in that's why I asked you can can I ask clarification on probably missed it so right no it was just reversing back it's a reversion back to how it sits currently as it is so everybody gets 12 hours regardless whether or not
and that and that's because of the cost to implement this scale that's exactly what basically we before when when it wasn't quite what it is now I was having to juggle that with current funds and so it was like okay if if we're really going to put our best foot forward with the funding we have how do we juggle that with some of the things that were on the table so that's why we kind of backed out of the the 20 hours if you work and said "Okay we're just going to stick with the flat rate let's let's use that money that we put towards raises." And I think you have a provision
where you can open additional articles so that would be something to keep keep in mind sure uh I guess technical call all right thank you guys recorder off all right we're back and the recorder's back on
you wait on anybody else yeah go ahead if they pop back on that's at least it's up okay I'll unmute it if they pop back up no problem u 13 looks good with the work equivalencies we kind of understand the whole intent of that is to make sure that they're able to test for those qualifications they've completed all those tasks right we've got a we get away from that subjective or equivalent to where it's a defined equivalency right so it's definitely immutable there 13 when got that sign as TA
uh the other three kind of wrap up together right um the hours of work of overtime that that few guys leave as as we call it um definitely a step in the right direction right the holidays understand how that's got to be kind of maintained as current practice just because of the cost of of wages um now with wages um we got promotions coming up right and that that's kind of the big question mark on this
is how do we address that um this is based off time and service so if if somebody promotes now do they just step down in that time of service or is it the the policy of 10% for the starting rate whatever is greater how is that going to be handled because we're going to have that happen in this I mean unless we're renegotiating in two months you know we get another plan done but how will we that's going to be a huge question we got 40ish people going to be testing for
promotions right so and there's going to be promotions so I think what he's asking is you know if you have a firefighter who say let's just say and he promotes normally the policy is 10% or the minimum of the new pay grade so the minimum of the new pay grade is this here but since we're using years of service would we go right here yes i mean it's going to cause a lot of compression and then I know I think you said the time and grade is kind of the ultimate
goal here just the the fact that UKG and that implementation of that screwed some things up as far as well and actually not UKG so I know that gets blamed a lot uh it was never maintained in an H system it was always maintained on the paper okay so really UKG has the capacity to put it in there we just got to get it in we just got to get it in there to be able to run those type of reports so UKG has a lot bigger capacity than what we use it for it's just having to go to the paper because that's where it was going to the paper and pulling it out and putting it in there
um how fast do you think that can be done how fast can get to those and put it in so we can like look at timing great not by our next session not just I mean in all honesty so uh I am on leave next week PCO I plan on I um not together um I plan on I actually talked to my staff this morning about this project um so when I get back
my intent was to get with them on the details of what they're actually going to have to do and a deadline to get it done by but I just briefed them this morning i had to kind of it still took me some time to wrap my head around what's in the system what's in not not in the system and how can I obtain the information to get to the ultimate goal um so I didn't honestly really didn't even think about it when I was applying it to your table last time i was applying years of service didn't really start thinking about it until I started working on this table that time and grades
should be your ultimate goal help me get there so I think if once I get back and I educate my staff member that I intend to assign this to what the need is I think it can be done within a week um for for terms of of purposes so probably to get the dates in the system to get the correct dates in the system um that would we would need so I can't speak for his schedule um he did help us
last time with the higher date stuff so he would have to kind of be the one that if got to reach out to and what we did last time when we did the hire date which is where your leave anniversary date rolls over and camp helped us with that audit he went to every station and had the guys sign off on the dates so that we had agreement essentially from the union yes that that's the date i agree with that date so so there was no question from anybody ever so I would do this I would like to do the same thing again is these are the dates that that we believe are the correct dates these
are the dates that we have on paper take that out to the to each of the stations have the guys sign off on it so that we have their kind of feedback that yes they agreed these are the correct dates um and then we we would have to rerun you know so So I mean realistically a month or so to even if I mean we're bumping on it absolutely so realistically that's going
to be in kind of the reworks of of the going forward the two and three year plan how how do you plan to handle promotions that are potentially within two or three months from now because I mean there obviously this is immediate implementation correct so as soon as we ratify upon ratification for first full pay period upon ratification is typically the wording um and and yes you know that's what I kind of brought up when we were discussing it because I have a very recently promoted VC who on this scale would fall at that 17-year mark by using
time years of service where should he really fall because he's just got promoted last week but years of service we're going to this right right and we can't say pick that one out to to I'm giving you an example right and then that's kind of so because that's going to be a question coming up with this testing process no he's asking how they get the 10% no I understand
but so they're here or here 25 25% all position sorry we're just having a slight discussion no no that's Yeah no it's a good question i mean that was that's kind of the biggest when we were discussing this was do we say it's go ahead and
stick with the 10% and work towards a time and grade but you've already caused some compression at the beginning and only compression among among ranks right you've kind of adjusted for your years of service but some compression among rankings right and then you further compress that when they promote if you leave them at years of service in that grade right so and that's kind of what is the plan for that like I said it's an important question people that are getting ready to test and promote where do I fall into this and you got some people say no no no I'm I'm at 15 years of
service and that's what this chart says so that's where I should be at well no that's again I know the ultimate goal time and grade and that would solve that right hey you get promoted you go to the bottom rank or 10% whatever is the thing you know or the scale where you're and my goal with this and I think everybody's goal was a quick turnaround for next session you know session like because we're two weeks out from our last session we met about two weeks ago was a quick turnaround of we know what the dollar amount is how can we get there in doing something for compression so
when I started running the reports I had use your your report with a years of service not a time and grade that's what I applied here but really when I started getting the nitty-gritty and and I have a whole chart to show where everybody falls was when those questions kind of started coming up of did they mean years of service did they mean time and grade um so it's never been done before that's why it's not in the system that's why no one's brought it up to to say "Hold on how do you
even write a report for that?" No I understand i get that but like there's got to be a game plan for that promotion and what is that what does it look like we're saying the ultimate goal is time and grade well okay while this is in place this is how promotion is going to be handled okay it it's county policy is 10% or the starting of the grade whatever is greater right and if that's the intent then that needs to be laid out in that wage proposal right because I've got to take this back to my members and I'd hate to say "Yeah let's TA this right now." And and because quite
frankly just having a working chart like this something we've been asking for decades and it is a huge step in the right direction but I've got to I don't want to say "Yeah we're going to sign this." And then the members say "No we don't want that when we're trying to ratify a contract." I'm going to try to take this back now and have have discussion upon it present it to them and let's have that feedback now before that way when we go verification is more of a formality right and these are questions that are going to be asked i need to be able to answer that so you know because quite frankly if we if I go to my members you know I got a meeting this afternoon with them
and I take this to them they're like "Hell yeah sign that right now could we potentially get it on for the next meeting and get it ratified?" Well I think you're going to have debates on either way you go sure and I'll give you an example of that if we say 10% because eventually that's what you want to do right so this this this offer that is there right now uh was not time and rank it allows everybody to go time and circle so quite frankly gives them a bigger bump right now as we
move forward in my opinion you would want to go to the 10% or more because the the if you follow just the chart right now and you move somebody down then you just move compression from here to the higher exactly so what you just did is you just let's do what they did with the Fox Lawson back in yeah so what's going to happen is you have a firefighter that's been here 17 years gets promoted to lieutenant and the guy that's only been here five and can test out his first time now that lieutenant that's been here for that long is making I don't I don't know what the
number would be but $57 more an hour yeah so there would be some injustice that would take place there i think with anyone there's going to be a certain amount of injustice done to someone regardless of which plan you take i would say the goal would be from after this plan's implemented at that point it would be 10% so county policies policy right and then we would hopefully do uh year once that study is done or finally put out it would be years of service so when we come
back to renegotiate do the grade or time of grade okay so the intent is maintain county policy on promotion so 10% starting and then upon No no no i I just want to make sure that it it is So right now you're from it's not actually in your contract i think it just says refer to HR policies if it's not in there refer to policies okay that's what I I think so that would be the same because I don't think it's actually written in your contract currently but I want to make a note
yeah and so you'd have to be up pretty far it's looking like there's a time in grade you have to be plus 10 years to not hit the minimum about anybody not hitting a minimum that's that's obviously not the issue you have to have five years to promote to lieutenant correct so that's already a defined longevity bump on there um and and there's an increase there so you know maybe a five to sevenyear though that range when they bump down to that first step lieutenant that's not a huge jump between the starting and the
what their longevity step is for the commenurate rank but that that 10y year 12 year 15 year while this it's still an increase and it's still I would imagine either right up close to to 10% or exceeds that that question of okay we established this scale based on seniority where when does this apply to me again or because I promoted it no longer applies to me whatsoever outside of the initial change in grade right and I think we're all on the same page i think
so and I think honestly these are conversations we've not had at the table before sure so we've talked about scales and things like that we've not had the community service or you talk in time and varied as far as coming to the table that's where I think labor management sessions are are very important we haven't had any of those but I that's where well yeah we've got this it's good start but when we start to implement it where does that leave us and this wouldn't be a problem if we weren't fixing it 30 days out 60 days out from the uh promotion process
right and and promotions that have to happen too right it's not like we're just reestablishing a list and hey we've got some time there's going to be promotions off of this process so it it stands to reason that that obviously could be anybody on there or what have you but there's a a very fair possibility that the circumstance we're talking about is is going to occur so being able to one as he explains this to the members to gain support he's got to be able to you know address that that situation i don't think there's any really dispute on the right way to do it it's
just do do we need to So we can define it in the contract you can define that promotions would be based on the current county policy but so and well yeah i mean and they wouldn't get implementation implementation will be based on implementation of this this table would be based on years of service promotions will be policy so and and something else falls into that too I'm sorry could could
you add maybe add a oneliner in there that uh and help me brainstorm this thing but if if a promotion occurs you know you follow county policy uh the your positioning in the longevity would be uh would recon like recommence after two years in grade or something like that that way they have to stay in that position for a couple of years before then they can make a jump back to their longevity step that would also create time for this to be uh renegotiated make it three years and we're done at
with the term of the contract you I mean that's something that should put under you say term of contract that your counter policy well but um if I mean if we're looking at this let's let's work through this time and grade after yeah that that 12 year say 12 year you know person jumps to the to the starting that that beats the county policy right that that aspect of it however now they've Yeah in terms of this this longevity scale seniority scale it's a there's quite a few steps
there so if they hey you have to be in grade for say 3 years before you then would readjust to your seniority scale your appropriate scale at least they're in grade at that appropriate pay the intended pay before they jumped up and it it kind of pauses the system there for a little bit would would maybe some just a a statement along those lines yeah and that kind of address that kind of gets through the term of the contract provided we don't renegotiate renegotiate we know where we're
what our goal is which is because otherwise I would argue if I'm that if I'm that 17ear firefighter or pick one 12 year 10 year whatever and I promote as as this is structured and the mechanisms work feel like there's a that's a valid argument there to say I don't have article 12 in front of you which is article 12 would be where we would define these these pieces and that is why we're trying to talk yeah and then hit appendix D so well see and the way I look at it if we're
just being open let's take uh year 12 firefighter there's a potential and we don't know what that is if they're doing me too clauses and you get two each year that's 4% sure yeah then you probably wouldn't go to the bottom of the 2078 you see what I'm saying cuz that wouldn't be 10% sure so you're going to have those right so you're going to have those problems where if you move straight down
into year 12 and you say time and not time and rank but time and service you go to the 2381 that's definitely more than 10% and would also be outside of the colas or whatever right i just Yeah it's an interesting question it warranted the conversation especially since uh sorry promotions are fixing to commit there has to be the final so I mean leave here because
obviously I got to present this to them right so we can we can do one of two things you're going to take this and present it implementation would be implementation year one years of service if you promote during the term of the contract you must spend three years uh before your time in in grade commences so you're before you move to years of service in grade before you move to years of service in grade okay not not inhibited by colas or any other yeah plan B is we cancel
the next session and try to get a time of grade report done and in the system a day or two to recalculate something probably table in a month so I'm I'm giving you two options i'm saying do you realistically you think it'd be done in two months or is it going to be more that month and a half mark i'm just trying to like be honest because I don't want to say "Hey they said we can come back in a month and it's like hey we're not quite ready yet." Uh we can have it the dates in and
it's more work on your Well the time's already done so he should have most of that yeah it's it's it's a lot of digging into the paper files and No I'm saying he's already done it we've already done it so if they did it a year or two ago and said "Hey gave up sheets." That's not what we did we did hierarchy oh I'm sorry i'm sorry that was all okay time and grade and time and grade would then apply like So right now we're applying years of service so if you were an EMT and you popped over and became a firefighter it's just years of service time
and grade would be this is when you became a full-time firefighter boom right yeah know it's like there's a lot of pieces you know that advantageous without taking into consideration the other before the next session so even realistically such best case scenario for him is probably the October 3rd agenda whatever realistic that I mean
that's if you met with everybody today they might be that's probably going to be very difficult how fast would you need to know to have it on the 25th agenda to have it on the what agenda the 25th month 25th agenda is already the date the deadline yeah it's already passed so it would be April it's April 3rd agenda be the target date anyway what day would you need to know for that let me get you the I can get you that date
wes probably walk it on there he probably would walk it on there i don't want to I don't want to commit that we've done it we've made it happen before i try not to commit that because I don't know what everybody's schedules are so if our agenda manager is going to be out of town in any way shape or form like we can't walk it on we we have to stick to the strict deadline if he's here and working we can walk on is it two weeks there's you know agenda what's the agenda it's Tuesday it's a Tuesday meeting so the But there's a the 18th is the prior Tuesday yeah so on that
agenda for the 25th shouldn't be set yesterday right no the agenda on the 25th is set yesterday agenda on April 3rd is set for March 24th so it's So either way our next session is the 27th if if we're trying to work something out at that session in terms of pay that that puts the third agenda out and unless unless we unless he's able to walk on willing to Yeah
depends on how quick you're wanting to get it done because I mean if you want to sign it the way that it is then it can probably go on the 25th April yeah might even be able to be held 25th um and if you want to work out the things afterwards as far as what we just talked about it just depends on how fast you're wanting to push it through well I mean obviously like the promotional needs to be put in there right as you discussed one one way or another like and it's like I don't know how quick I can't speak for legal on how quickly I can
get you clean copy a clean copy of 10 12 you have 19 I need to get you 10 12 and duration well is that what you're offering is is either the whole contract goes to the board or or just the pay no no we're this is the whole contract we're in contract negotiations well I I understand what are you talking about talking about there's articles that are left
for whatever reason no this is the contract she's not okay that's what I'm asking yeah so just trying to get you know those articles i have a question sorry guys go ahead are you proposing that you would prefer to keep it in time and service and just bump straight down is that what you're We were asking how it was supposed to be done because that was going to be a question to us right how what was the intent of No I I get you i just didn't know if
you had something that you're like "Hey we're going to go this this route." Well and I mean I think we're speaking based off of what we feel like is general consensus too because that's for obvious reasons that's something he'll I'm sure discuss with membership cuz cuz like we could be wrong they may be like "Yeah we don't care." Yeah cuz like we stated before regardless of which route everybody's affected differently right and and it it's it's going to cause heartburn and it's going to be great for those people that get freshly promoted and the people that have
been here a while are going "Hey wait a minute." And potentially could be getting paid more than the people that had been there for a while in that grade just have less years in service and and that's why I wanted to make sure there was a refinement because as we know we just we sit here and say "Yes hey this is what it is this is what it looks like." Blah blah blah and then we don't address these these things and then it comes up right after and we're like well uh I don't want I don't want us to be in that position of how is this supposed to work right um well it needs to be
defined you're going to be in a hard spot e or we are going to be in a hard spot either way because if we say okay we're going to allow it and let's just say this is a one-time offer everybody else goes under the 10% or you have a guy that's just gotten promoted is going to get you or know where I'm going with So it's it it compresses again that's the problem we had we were talking about last time of how it just compressed everybody together it reduces your compression among your years in service but it does push some compression into the in the ranks themselves ranks themselves
right but the intent is to to renegotiate that with the time and grade service which will decompress that going forward right which I guess is kind of my question so that addresses that to for that conversation would you would it be better to sign it and then just say "Okay we'll discuss it in the next one." Uh I don't know the answer to that that's why I said "Let me I got to take it back to them and see what they say about that because some people like yeah let's get this on the table." And that's why we're asking how fast if we were to move with this how fast could you move with it uh because that's all so if you're meeting with them
tonight and you get me an answer tonight I can get emails out before I leave to go on vacation i can make that commitment if you meet with your membership tonight and you have answers for me tonight I can get emails out direction either way right direction to start this time and grade thing while I'm gone or direction of hey uh legal can you draft these how quickly can you drop these and can you send them to Janice in my absence to send to Mr mark that's I can make that commitment
i don't leave till tomorrow yeah whatever this weekend so if you if you have a meeting this evening and you think you might have some answers you're welcome to call me you're welcome to uh shoot me an email then I could either answer the questions that obviously we can't negotiate but I can answer questions for you sure and then I can give some direction oh yeah so so let me let me reiterate this aspect we don't intend to go blow up the county policy
so if you have to talk to your members to if you're wanting to talk to them tonight and you're like "Hey this is the plan that's on the board best case scenario we stick with it all the way down this is what it's going to cause." But at at very least everybody will get the 10% promotional aspect you see what I'm saying because there there's going to be questions for those people that are either thinking they're going to get promoted or may get promoted here in the the next two or three months and so they're going to be the question is going to be well what am I going to get is it 10% is it move on this scale how is that going to be
i'm assuming that's the question you're going to get well I just wanted to know 100% where y'all wanted it to go with promotions if you do you want a county policy to to where you go to the starting or 10% and then we put the three-year thing in there and then if after three years heard that with the that would be my preference with the understanding we are we are intending to come back to the table in no less than a year that would be my my my preference okay that's okay
let's leave it there you present that preference right and if they're like absolutely not hey let's come back to the table give me a month and you're you're committing that we can be back in a month with a time yeah timing great if you if you let me know something tonight I can get some direction out to to my staff um to just go ahead and start that process while I'm while I'm luck so the slow down right so those are the two options that essentially
let you know where to buy now with that being said give me one second okay sorry go ahead i mean probably you know all right i think that's kind of weird i
mean obviously these other two wrap into this conversation absolutely so and like I said I'd much rather have a conversation now and say "Yeah let's TA something then try to ratify it and then well the members didn't want that let's have a conversation now." And I'd rather the ratification be This is the most attention stuff yeah absolutely we'd rather do that i'm going to give you a recap then okay so what I'm understanding before we walk out of this room article 10 what is on the table is basically as is but we're removing pagazi and giving 36 hours
upon hire and every October one of annual leave now let me ask that on implementation of it will members receive their 36 hours for this year or would it they wait until Huh yet some of them may already so because Okay so since we're already in that people using it this will be implemented on because you had an October one of 24 here that's why I was asking that article will
be updated whenever 25 get the final so yeah um so that's article 10 article 13 I've got right here TA article 19 is the 12-hour holidays based on funding uh article 12 the written part of article 12 that you do not have in front of you EMT would remain the same paramedic would remain the same we would add some language to say upon implementation you will be based in your years of service in your
rank um and then we would add a language that says promotions will be based on county policy you must stay in your newly promoted position for three years prior to moving two years years of service um that covers me too clause remains that would be covered in article 12 and then duration article we will add a a sentence that says something regarding opening anytime during
year one yeah there's already reference in there to two openers but I think it's one year from the close so we're going to tweak that or ask for that language to be tweaked a little bit i think you just add that uh at the end of it where it says wages take wages out of that you know wages benefits are always reopeners and then three plus you can maybe take that out and say or no I'm not saying take it out but let's reward it at the bottom leave that as intact and then add at the bottom uh for year one openers can commence immediately yeah that's
Yeah so um I think that covers everything if your membership is set on time and grade and you let me know that tonight I'll commit to sending emails to my staff to get those reports started and understand that might change then the table a little bit okay making that clear yeah
yes y'all got any questions