all right good morning it is uh January 16th 2025 10:03 a.m. we meeting with PBA for a continued bargaining session U my name is pal HR Director W Moro count administrator Chief corre J deputy director HR Charles sow Ro Comm Jason Santos Sergeant at the road prison John P sh will David Holland pris I think you guys already EMA a couple of times but this is the everything except
for 13 and 17 in there and those are all the ones I think we discussed and pretty much Happ on so if you guys want to talk us or anything that's fine and then 13 and 17 for discussion so 13 I believe and don't have just gave my copy me pull it
up that so I emailed these to chase back in October I believe it was he actually called me a couple weeks ago reference 13 and 17 asking if we would essentially come
to the table with something different than what I emailed so on 13 you'll see entally we reverted back all the language on 13 from our previous proposal but we maintained the provision that you guys asked for in j which is the uh 750 hours of to be able to convert some
over then in 1309 that's just some clean up to the language of how the practice is actually done for the holiday pay and 1310 was aage nck all know this is a great one to get this done for that is ukg already able to do this
for man is this a manual option 13 there's really this clean it's all clean up it's the way it's already done okay I was talking about the the conversion I'm sorry is there anything that yes I'm sorry I just need know okay yeah I notic there was a underlying section in 1305
for funeral leave adding that was your request okay here I'll yeah the the number of days on the funeral leave is capped regard l so that's kind of you know what one half do the other take a minute to look that but if we want to run through 17 so then 17 17 maintains the provision of the do however in allowing the do we do need to take the epsa into
consideration so our previous proposal was to do a twoe cycle with the 8575 and no do Chase when he called asked to for a proposal that maintain the do this does maintain the Dr but it does the 28 day cycle with the overtime after 160 which means you have to work the that's where you earn the and then overtime is after 16 so it's a little bit of um how the intent of the do and that's how the intent of the do
was I know in the past it's kind of just been willy-nilly bringing it cleaning it back up to maintain the then you're going to follow the flsa which is the 28 day cycle you have to do the 160 which is where you earn the do and then the overtime is after 160 so
that we can ensure everyone is actually being paid properly if we maintain the do yeah that's fine and was there any updates to uh any of the appendix I know that there is across the cost living adjustments do you have the I to you the last page I'm
sorry was no changes it's just incorporating the most recent that we did for wages we I gave them my cop you have your C yes we
have BNC yeah you got BNC a you guys have to provide that's the deduction we'll go ahead and take all right we are back from caucus all right I don't believe we have any questions about Article 13 okay um that seems
to be kind of in line with what we were talking about previously um as far as article 17 goes u in terms of kind of how that would would um would play out or how that would work um like if if somebody were to take comp time because I know we're talking about consent of days hours work and the maintaining of the do um if you could walk me through kind of how that would work in terms of somebody taking a day of of uh annual leave during that pay period or they of time that so
they would have to do 12.25 in order to earn the time towards the do and that so when the when the jail was under the Sheriff's Office and I can go back to that time period it's essentially how it was done and then the overtime was paid at the end of the 28 day cycle so that everything was done in accordance of the law basically so when we shifted over to and and I can't speak for the road prison
I was never really involved until we shifted over to the county and uh the contracts kind of merged together I believe that uh the day of R just kind of got lost in the transition so we're just trying to bring it back and if we're going to maintain it instead of paying four hours work we're going to maintain it we're going to do it back law so we can make sure 100% that everybody is being paid properly so with the leave I'm just trying to clarify so we have to take 12.25 hours
of annually if we take a day annual ma whatever it is thank you um because those 0.25 hours go and count towards the the do I have a calculation um just on a little spreadsheet that I can show you guys if you want to walk it over there but um shows how those hours add up and those hours actually only add up to 15925 for fiscal hours worked so then that's where the overtime doesn't
apply till after 160 um the 28 cycle for FSA is 171 this because there's a do inclusive is if you physically work the hours you would have worked 159 + 12 you would work the 170 something um not physically working the hours you work the 59 you physically work 15925 with those some of
those hours being applied to get it basically paid for an 8 Hour do so that just the that overtime that you're speaking of only is the do is what you're talking about so the do the do is a you'll work 15925 hours you are in a do working that number of hours so then after the 160 all in 128 after 160 is when overtime applies so on the and overtime doesn't apply to nonworking hours
so if you do take a day of there that time does count torture do but not torture overtime yes that's how we always been yeah do I that's how I understood it the it says here like as far as the 12 hour shifts shall be worked in exess as a normal scheduled workout so I don't take I just want to clarify so I know cuz I'm know I'm going get questions yeah so if I I take one do on that
28 day cycle just the deor I didn't take any day with or anything like that and I work overtime I still get that overtime only counts for that pay period correct 20 28 day cycle here it say huh for the month for the 28 day so I so if I take so if I on the front side it's on the back side so it's excess of your work period your work period is defined as a 28 day cycle that's what I want
that's what I want to clarify [Music] yeah so like I was saying I think we'd be ready to TA off on everything other than 17 and for now I think article 17 we may return with the status quo it is costing us not just man hours a lot of amount of money right with the Staffing coming
up it's kind of what I kind ofed to earlier with the Staffing coming up availability for shifts availability for overtime is going to very very quickly um on top of the cost that it's costing us to back fill for that do because it's not it's not just a random guy off today it's a random guy off that I got now fill that hole because we're not at maximum Staffing even if even at then
we'd still be back filling that post cuz it's a post that has to be seated so it's not just costing us that it's costing us the overtime to fill that vacancy as well when they're off when they're by The Manning Report is they're supposed to be at work I would rather just go to actual hours work be paid for compensated as you work and then set the overtime rate at 85.7 86 to pay the 85.5 8575 and pay because it is costing us a drastic loud of money to
give that overtime or give that do because 75 defines it like a twoe work right period go to a two because there's a lot of people that can work overtime this pay areer not the next and that's where the 208 cycle becomes kind of counterproductive for some folks and I'm just I can't negotiate for you guys I'm just trying to make sure you guys understand nlsa in what actual hours work means uh in both Cycles um because we've got to get it right I mean there's been a
lot of money spent to accommodate we had to make man I get that everybody had to make man and we have want to create the most safe environment we can that's why we put the incentive and do the Recruitment and everything but my concern is a little bit of shortsightedness on some folks maybe to not understand the complexity of we need to fix um so as you guys take a look at this flsa actual offs worked is is where I would be focused at to understand what that
truly means and how it impacts the staff again I'm not telling you how to negotiate or how to how to manage your PBA members I'm just saying from a management perspective I know what it has cost the county to get where we're at and we can't continue we just can't um being being paid just a there's a lot of things we got to do on man side clean up some things and the stff increase and is going to help us come up as well um so I just really encourage you to take a deep
dive in FS say for as worked uh because I think that's the biggest mement to staff and get paid for the hours at work and we definitely appreciate your position Chief um this is something that's as part of the contract it's something that's discussed every every year in reopener um as it pertains to what's being paid and and the benefit conferred by uh how this is set up right now I think this is a step in the right direction something that we can we can work towards um
but as of right now as is written we would be standing on status qu at least until we discuss it um if you want to TA what I've given you other than 17 um we can just leave article 17 open for now because I don't think we're going toe the stat quo you want to make sure that and if you want to take it back and discuss with your membership further because we we need to do this right
and it's not been it's not been done correctly the officers are not earning it they're not um they're just basically we're giving away time they're not earning that time that they should be earning and calc the system is doing some of the calculation for us the ukg timeing system is doing some of that calculation for us but really you can't even apply it to a two week cycle if
you're going to keep a do it has to be on a 28 day cycle it has to be processed on a 28 day cycle so that because otherwise in that second pay period if you're going to pay it correctly you're going to be taking money back from people or adding additional Ms if you keep it on the so we we initially proposed something that that would um do away with the do and it did come with
an increase in salary but our understanding is that the county did not want to move on salaries or was unable get the we're moving to making sure that it is compensated and trapped accordingly right and in in some cases for some individual this would be in effect um doing away with the benefit of the D that they have receiv um now we can take this back and discuss it with our
membership and we can set another date for this um ta off on everything except for 17 um but this is something that it is in contract and we it has been in place for a while now and we do need to have a serious discussion about it we understand there's something that doesn't need to be fixed we understand the position that the count is and what's in the contract is just the parties agree to maintain the day of the day day of rest is not defined it's not uh it's not defined in the
contract there's no standard operating procedure for it I have the standard operating procedure from Commander Whitlock who was the commander when the jail came over way way way long time ago that's how it was processed initially under uh at some point and then the contract was renegotiated with a little bit different language that maintain the do but then change the work periods so we're
going back to the correct work period for a corrections facility which is a 40 hour for 8 and 10 and then a 28 day cycle for a 12 hour or you can go to the twoe work period which is the 8575 or even if you do a 40 hour you just go a 40 hour hour for everybody and then anything over over 40 in the okay um so we'll go ahead and have a discussion about that um again
the questions whether or not this is something that we can fix today or in terms of our path forward but we can see off on for now [Music] sign also put keep in mind also you go to a twoe paysite 5.75 hours 5.75 hours back in
your off paycheck twice a month money they're not earning right now so Nikki if you could U I know you said you had some some data that you were looking at in terms of how the pay would be different based off of the different schedules that have been proposed if you could provide that to us to how that might play out for the membership that may helpful in terms of coming to a decision is too and what we can ratify because again it has to be the membership
that's why we're having conversations and the more information you guys can provide us that yeah I just worry about staff that gr accustom to to being paid at the rate that they're being paid which isn't a guaranteed pay with with with Staffing going up ability for over time going down for for
a signature block would be helpful as well so I don't have to write my titles either okay 1195 and get St yeah should ask the attorney if that's a legally
acceptable is a wet signature there I don't signature signature block is
status quo
no sir I don't I don't get that well I go in there and aggravate Miss Tina or Jenny and get me a cook but they weren't in this morning when I come in yeah aree station
it's behind the locked door yeah I yeah we got a couple locks let's just H it up next time change
lock see one of the HR ladies I know she got I think we gave one one year you think
name shirt off your back you don't want to do that either I don't think you know that be a sweater a sweater right off
the all you need to do is put his name in Star
like closing on mortgage huh for
for
for for
going down hug [Music]
it's Beau to do the Dan for
[Music] s just going to say a couple of my ladies here okay go C HR
all right what I'll do is I will get uh M Marena to sign all of these I will scan them to you so you have your copies with his signature um I'll send you some analysis on 17th and then we'll schedule another dat thank you guys turn off the recorder