our agenda. Thank That puts stress on the hiring practices. cdl drivers the truck drivers count since those type jobs still remain difficult to fill. On the other side, there are some some jobs just aren't popular. A police officer. Those remain difficult to On the positive side. Sometimes market reacts better Saul for decades. It was very difficult to hire it. Folks. While the supply of polls has improved. So that's not quite as bad as it was previously. So does go both ways. The labor market. So here's an interesting for the first time in my experience, working for the city of Saint Paul, we have decided to do a market study. We have hired an outside
agency to come into a professional evaluation of some of positions. It's not all of them, but we talk to the directors and said, what are your ones that you're really concerned about? We had ones that in human resources we're concerned about. And we asked them to look at those and we're going through it. One of the weaknesses of pattern bargaining is that it applies to everybody. It doesn't account for major shifts in the marketplace. So MAY have just gone through the roof where b and c have not changed at all. But we're still applying the same increase to all 3 jobs. You MAY also have a situation where quite frankly the market doesn't value jobs. At al. And we're still pay for that one. So now we're going to be high on that job. So what the market study will do is go through and look at everything and say, okay, this is where we think you're out
of line with market place and that would give us a chance to kind of reset. Gives us a chance to to look at everything in a more local scale. One of the interesting things and this goes back to the previous slide on the labor market. As you can have the greatest wage rates around. But if you're hiring practices, don't allow you to go out and get those folks. You still have a prop and the city of Saint Paul has a I so will serve Israel system that dates back to about 1940. This is the mayor of hiring process. This is something that you want to have if you want prohibit political patronage. However. And me in my time here and I've spent about 25 years here. We have not had a full-scale review of these rules. We have tinkered with them. We have made some changes, but we cannot continue with the same hiring practices that we have in the
1980's doesn't work anymore. This workforce. So all we have been meeting regularly with a number of stakeholders going through say how can we change sometimes it's as easy as just saying, why do we have this archaic language? So with as an example in our discipline section, I can't even understand what are you talking about? Let's list some of the actual sites now, as you recall, we did make a change to like the length of the lists that were available. We went from one year down to 6 months. Well, that's an improvement. Means a lot more work for h r. However, it's still a reactive and not for the marketplace. That type of thing that we need to look at again and say, are we in the
best place because waiting for someone have expecting someone to wait 6 months for a job. Not a great spot to saw. Those are the kind of changes we're looking at. We are near completion of that. We will be coming around. We will talk to the council about this one. This isn't negotiation item. However, you must give notice to the unions on. So we will be talking to the as we go through with the proposal. But ultimately this body is responsible for approving changes to the civil service rules and she did So we'll be coming back to Final thoughts? Negotiations is really competing interests. It is going to be contentious. I cannot make this all happy place. It's going to be conflict.
However. In Sint Paul, where actually blessed to have well funded. Well organized you that means. Typically they've negotiate hard, which they're supposed to for the membership. And there will be competing interests on. That's all, you know. It is going to be difficult at some point. However. It does get through. I don't need to tell this group that what is going on on the national scene also complicates it adds stress to this process, which is it's not something that's needed, but it happens. So that's also going drive some of things that happened in negotiations. This route. We can't get around that. But what I would say to you is this is a process. You have to let it work through. And ultimately there is an end game to it
either. We will come to a decision. If we need to. There is the opportunity. The unions have a right to strike. The unions have a right to arbitrate. It will get resolved. Might not always be pretty, but we will get to a resolution of this and will keep the workforce intact. Johnson. I don't sit in the corner You know, it. Over there. That's a long s it can use to share a little bit about like how so if the department, you sure kind of like you touch base with departments, but the department or even let's say the council has like questions or thoughts about maybe a particular thing in the union agreements or something that
we want Forest Department Human Resources to look into. How do we what is that process look like from a initiation standpoint, is that just something that I call you up were like, hey, that's something I want you to note for. Whatever the negotiations come back around or is there something? Is there a formal process to achieve that? Council council members. So what I would say as we can, that's all of the department's on this. And this is also a department. So, you can absolutely make requests of these kind of things. You have represented employees that work within the council. So you have just as much right to express your opinion on that as any other department page.
That's key. Thank you. Chair really appreciate this. This breakdown. I even in my time as don't know, but I specifically sought presentation about this item or if I did. Are not remembering I particularly in curious about early on. You spoke to some of the difference between the trade-in traditional and I want to make sure I'm appreciating the full picture on the trade side. One small element I was curious about, I noticed the operating engineers and Labor's and Labor's, obviously part of the trial counsel. We're considered part of traditional, I think in like conversational anecdotal conversations, I think I've found them to be grouped with the trades, but I'm assuming they're sort of historical context for why they wouldn't be. And that trade group. Yes, Councilmember saw my
response to that would the Tri Council. So that is made up of the labors, the Teamsters and the heavy equipment operators. Those in the outside world. Those are probably considered more of a trade group. However, here they are considered more traditional because we negotiate terms and conditions of employment with them. We are not party to an outside agreement like electrician. So again, that electrician, what have the same weight rate, the same benefits crossed all the contractors here. They would be very specific to the city of Saint Paul. Salt Lake to Labor's also operate in Minneapolis. They would have a different contract if it were a true trades set up, we would have the same way. It's the
same benefits as Minneapolis front. It's it is a historical context to call this a So you're correct. And thank you, Chair Yang my and then more just to make sure I fully appreciate that's very helpful. And so to make sure I'm I'm fully processing this correctly. All of those trades and folks who are built into the trades versus traditional category all of the negotiation and contract with the city does is through the actual local and those folks wuld be considered, too. Even if there are city workers. Are we is it sort of I'm I'm just curious to make processing this correctly. You mentioned we're not paying benefits in the same exact way. You know, all the things are categorized sorted slightly differently and just trying to make sure appreciate sort of what that
categorization means in terms of that relationship with ok Saul. Cherry all take a step back. Yeah, let's look let's look at the electric up. Temperatures are open this Okay. So the carpenters carpenters union. We pay the outside rate. So that is one number. Let's just say it's $90 in in that $90 an hour. It has broken down into wage health and welfare vacation, pension. Public couple other things. We don't care what. The breakdown us. We only care about that top line. So we sent that $90 an hour for every employee we have to the union, ok? And then they deal with it. That is their wages and benefits. Right? Okay. Now all take. Let's take Absent a
traditional union for that roof. We are negotiating their wage rate. W are negotiating their health insurance contribution, their pension, a separate. But let's uniform reimbursement any shift differential. Any of those kind of things. So we don't really have a true outside rate or total package number. We can certainly figure it out, but it would be different for each job whereas an electrician or a carpenter. You have one homogeneous group and you're paying this amount. With the It's still not getting where, you know, I know super helpful. I mean, in my in my head, I'm trying just to make sure I know how to internally categorize and I think even talking about. That macro global rate versus all of the micro individual numbers to go
through is a good way for me to sort it, right, want to get complex. You know, I can only handle so much even that even that simplicity is actually really helpful if it's very complex for us well. And what I would say is the the negotiations with the true trades are typically less contentious because oftentimes that happens on the outside. And that's where you once in a while, you will actually see a strike for carpenters on the outside or a group. We're kind of at the tail end of that. Now there are are unsafe and 6, some of those type benefits we do have to put it. However, that what you really think of as the terms and conditions of employment are already established by the outside agreement that total package
numbers. Whereas all the other groups we negotiate every aspect of the total are of te agreement in a tentative agreement. Any terms and conditions. Those are negotiated by the 3 negotiators approved by this body. That's right. Thank you, I had a question about the you talked like. Just interest arbitration or strikes and said we had had a streak since. The 170's. But have we had interests arbitrations with the any of the essential social groups? Council chair council member. Yes, we have hd interest arbitrations. In fact, I wasn't around for the last round of negotiations, but there was actually an interest arbitration with the firefighters. Local 21 union
in the last round. Typically we do not have a lot of And again, that goes to the pattern bargaining process that want to establish an rate. It's pretty wll locked for all groups and that that provides labor stability. That is something that you want to have. However, some groups feel no. The market says that we sould be up the street and that's where you get the comparison peace. And that's the balance that. Patton bargain. But it doesn't mean everyone is going to get exactly the same. You have to pay attention to market focuses. You have to pay attention to the little things that happened. So sometimes you will get different rates. What I would say is essentially. The rates that are provided are equivalent, not equal. That makes And again, councilmember sometimes. I will say on the
union side that they want arbitrate. The membership MAY be riled about something. It MAY be something that we did. That might be something that you did. It might be something that's just happening in the environment. It's not I don't view it as a negative effect. It is part of the process that we go through. We are well prepared. The city attorney provides very good support when we go through this process, Christie will work like crazy when we go through this because she's going to be digging up all the information that the attorneys will be providing will go through and we will get a decision. Both parties need to understand that that arbitrator might give you a decision. Both of you are going to hate and we have had
that in the past. We have had some unions that have gone to interest arbitration and come out were spots and then what they were offered in negotiations. And part of that is. That that's a good thing, too. I don't mean to malign some unions on that. But you have to understand that it's expensive. It's time consuming and you might not get what you want. It is better. It is always better to have a negotiated agreement. But sometimes you can't get to that point and you will need an outside party to make that decision. Every. It just to speak to extreme strength we haven't had made because you have a friends of the new Biden talk about the last 53 years Leeds of streets. Certainly so. In the city
of Saint Paul, again, it is a contentious one of the patterns that has been developing oer the last few years. And I've talked to the commissioner of the bms about this is there are more intent to strike notices that have been going on. But they're actually not as many actual strikes. Strike is a huge step for both parties to take because employees are not paid during that period. That's a huge hardship for employees to go through on the city side or on the employer side. You're doing without the labor now we can will. And if that ever happens, we will be in the position to manage it. The best that we possibly can. But it will be ugly. So what I would say is we have experienced a number of notices. So remember, I talked
about when you get to that period where you can't come to a tentative agreement. He go to the Bureau of Mediation Services. They are going to beat up both parties trying to get to an agreement because we want that if that doesn't happens, basically the the Bureau of Mediation Services will say, ok, you 2 are now at impasse. 10 days cooling off period. Ad then union, you have a right to strike the union has a right to strike for the next one set 10 days is over. They have a right to strike. I believe it for the next 30 days. Make. What and as an union might do it right before a big event or might do it laboring group maybe before a snowstorm, they're going to use that kind of pressure. That's that's the right there. Being smart about
it. But they don't have wonder if they give an intent to strike. It means they have the ability to they're primed. They're ready to go. That is happening a lot more in the state of Minnesota. More and groups are getting to the point where we're not happy with you. We don't like this. This is our intent to strike. But ultimately there are not that many strikes are as many unionized employees as there are in the city and the state of Minnesota and Minnesota is one of the more heavily unionized states. We still have strikes. She's positive, but ultimately it's part of the process. It can happen. very vocal teacher. Thank you, Chair Thank you, Jason wife of question. I know it came in and when you're talking about the civil
service rules out of curiosity, just because I know and the city Council so civil service rules apply in terms like the central staff. I'm just curious what her like the positions that the civil service rules apply to unlike other positions were does not like, for example, you know, see like our l a's appointed position and like those also include like department heads with if there is a change in administration and the mayor's office are those positions protected by civil service rules as well? County chair Councilmember. The civil service rules essentially applied to the certified positions in the city of Saint Paul. And when I say certified, what that means
is you have taken some sort of exam. Whatever that MAY be written interview, whatever to become a certified employee. That would not include department directors and most deputy directors. That's when I go back to those are the non rep folks in the city of Saint Paul. So they have no ability to be a union. They are not covered by the civil service rules. And again, this is set up as a to prevent political patronage. But state also recognizes that want to invest ration comes They want their own folks in the top positions. So typically it is just that top layer that would not be covered by the civil service rules group chooses to
negotiate away. The civil service rules. That is an example for the traits. So all of the trades are not part of the civil service process. So it means great deal, more flexibility in hiring process we're still a merit system that's in the chart that we must be a merit system. But the civil service rules that prescribe step abc. You know how you hire. That doesn't apply. So we can actually hire a lot faster with the trades in place. What we are talking about, Henry forming the civil service rules is not the elimination we still need a process to go through. But again, we don't want to be in the 1980's hiring, but it
doesn't work aymore. It's not responsible enough to the marketplace. We need to make changes. There will be individuals that will not be happy with this because it's change. The city has changed. It's time to put a new set of rules in place. All right. For customer thanks, Jerry MR. Sith that the other. I'm curious. You mentioned at the top and then it was referenced again. The 98% unionize. And the 25, you know, I'm curious even for contacts. You said a lot of the times and once we get to arbitration into more formal process, the comparisons given would be like a Ramsey County in Minneapolis, a state of Minnesota, even we want, you know, not to qote you on these numbers. But what's the ruff's scale of? But either like their unionization percentage or like number of
units compared to Council to council member. It really depends who you're talking about. Cell. All answer it this way. So I previously worked for the Metropolitan Airport Commission and down there a ball. They have about 700 employees that actually work for the airport. Half of them. We're organized now. They had police unions. They had a fire. You that they had. a local, 70 operating engineers tape Union. The organizations that don't have as heavily unionized workforce have a lot more ability to make changes separate. We are still going to be compared That's just how it happens. Especially the biggest one. Police and fire are homogeneous groups. Okay. So a firefighter here is
essentially a firefighter here is essentially firefighter here. Have ATMs or so. They're a little bit different. But we will be compared to Minneapolis. We will be compared even in those situations looming Those comparisons are made. And as much as we are going to say, are you kidding me? We're you know, much bigger organization. You still are compared especially happens. The hardest comparison is probably with police officers. The union that represents our police officers, their attorney typically takes the rates of every police officer and just goes to a 30 year career and says Ball, your number. 29, can this be? Well, okay, not quite the same, but
it is a comparison. Saul. Those kind of things are going to happen. So there's part of why we're doing a market study is to have some outside experts that are going to come in and say, yes, you are comparable to these or there's not enough comparable. So one of the things that we did is compare some of the executive type positions. Well, there's not enough finance directors in the state to compare to hear that are equivalent sold. That comparison went to the Midwest. So are also comparing to some different similarly sized organizations. What is our finance director doing? What is our economic director do to make those kind of comparisons. So we will go wide. I would tell you that in arbitration, the arbitrators typically focused mainly on Minnesota, not as inclined to go further than that.
And this to speak to number. He is represented Minneapolis and County compared to. I wouldn't exactly. I do know Minneapolis has got a similar number of unions, but I do not believe that there is heavily unionized as So what that means is they might have 20 unions as well over there. So they have asignificant labor presence. But if only two-thirds of your workforce is unionized, it's not the same situation. And being heavily union. It's not a bad thing. I mean, unions, they represent employees. They advocate for them. They actually hold our managers accountable because you you can't do dumb stuff on your manager because he is going to be there and there that attract those kind of things that isn't a bad thing. It
does mean that you can't necessarily change everything on you are going to have to work through certain processes. That's not. Excuse me. That's not a bad thing. Customer thanks to you sorry for being late. Thanks so Marcia. don't answer that question. If you already have. But I have to imagine that there are a number of factors that go into negotiations besides just part of the the cold, hard objective negotiations over things like wages and benefits. You mentioned here, there's a lot of other terms and conditions of employment at and thinking about that scenario in which those negotiations happened, how people are coming to the table probably has a lot to do with some of those managerial decisions you're talking about and just sort o the way that the parties are feeling about employment when they come to the table in the first place.
And you've been with us for a long time. So I'm curious if you can just from your perspective, what is the relationship? What is the state of affairs between labor and management right now in general. And what are some of the what are some of those cultural or workplace environmental issues that make negotiations harder or easier depending on how those are going on a day-to-day basis. So council members what I would say again. The national scene has an impact on what we do It adds stress to the process. It increases the anxiety of the employees. And to be blunt, when we're talking about federal grants being cut. That culd trickle down to jobs because we are reliant on that. So all those kind of things will put. And
the added item on the table that want to talk more about layoff language. They MAY want to talk about severance pieces. So you cannot negotiate a vacuum. Just doesn't happen. That's an example of an impact. What I would say is. This is a contentious You have to have a fairly thick skin to work in this line of business. But employees should of sell union representing its their interests and and we like and that I talked to new employees at new employee orientation. I actually encourage them to get involved in their union. It is your future that we're talking about here. And it's just like the people that don't vote. If you don't vote, you shut up. You know, you have to be part
of the process and have your voice heard. What that does mean for negotiations. And it depends upon the union sometimes a union will not put any filter on the issues that come into negotiations. So there are certain groups that will come in with 40 issues and they know that there. If you if you come to me and you try and say we want to go after this management right, you're not going to get very far with I will nt negotiate away our rights. We have to be able to manage the city. But that is going to delay negotiations. That's going to be more difficult. Saul I have been here long enough to know most of the people that represent the union's a lot of the PRESIDENT's a lot of the employees and think we have built up a reputation that you might not like. What I have to
say, but I'm I'm not here to. Make your life more difficult. We have ajob to do. We need to be responsible to the taxpayers, but we have an organization to Sul. Part of that is you need to pay people appropriately. You need to have the appropriate rules in place. But you also need to be able to manage it. And I can't give you an answer of. What will come out of this round of negotiations. It is challenging the economic environment to start all over the place. We know what some of the other jurisdictions of subtle that. But it does come all over the board at this place right now. So I'm optimistic that we can get through this process too nation, but it should be very difficult. You just don't know at this Thank I have a few comments to make Harry First. Want to
say thank you, Jason it for that baseline knowledge that you are sharing to the council here about her bargaining process. 7 years ago, I was a former union steward of America. Take Action, Minnesota. So everything you have shared just brings up so much nostalgia for me. And I really commend you. All means a team 3 released hearings, such an important process here on behalf of our city. This is the body that approves that contract. Stunning. I sort of imagine that when you are at the bargaining table, you are really considering, hey, this is our budget and the city. And here the budget implications for whatever we MAY decide to settle on and so is wondering if you would be able to share a bit about what are some of those, you know, budget rlated considerations that you have to think about when you at the table knowing that we haven't passed a budget for the next year yet for sure. Like I said, there's
budget implications with decisions that are made, counts What I would say as we typically go into negotiations with a game plan. So we're looking at the market place and where we have to be to attract and retain talent. That is balanced with our own economic environment and what we are able to do. So again, I would look to the mayor's office ad the Office of Finance of what kind of planet are as we're looking at here and what can we reasonably expect negotiations now that May all South very quickly, depending upon what the unions expectation. Yes, in those negotiations stall. Mean, what answering is that? I mentioned previously we prefer a three-year agreement. So oce we have a 3 year agreement, we know what we are
managing to. And that MAY create more budget pressure might freight last budget pressures all when we settled with the police a couple of years ago, we were out 3 years. So the settlement that we have for 2026 is now in place and that. That kind of forms or pattern moving forward unless everything goes to and that we have to make some changes. So. That's kind of how we work the process out its staggered. So we know where we're going. As to what those actual rates are. Again. Take my direction from the mayor and where he wants us to go on those kind of things. Knowing that if we get into 8 potential strike situation or we get into an interest arbitration. The arbitrator will not care. The arbitrator can make the decision based on
what he or she feels is appropriate. So you MAY have settled every contract. 3%. The arbitrator can literally say no 5 is appropriate and you have no recourse. Interest arbitration is not something you go into lightly and that's why we have our position approved by the council. Before we go into it. Thank you. And just one last question for you from me. I know earlier you mentioned we as council members, we can have conversations with you. Sounds like pretty much about things that we're hearing from from city workers, which very common. Me, even when we have our budget public hearing process on the community. We're also seeing city staff come and testify to. I know that sometimes that that might be out of the the up are getting that process. And and
that's ok, and I basically I'm wondering the I know that in the presentation here and even based my experiences during the council here, that tere is it clearly lays out the role that we play as a council, which is approving the contracts. And you mentioned we can come to you can have discussions with you to what, Ari, your thoughts, though, about how the council can get involved. Not in a way where we're at the bargaining table with But but like I would just say in general, you know, because we are hearing from folks and I know we can certainly have conversations with the about it. But are there other ways to that? The council here can show up to the the in. I would see involved more collaborative and also to just really
showcase that or not is here doing the traditional thing of approving contracts that come our way. Automatic Lee. But then, you know, if folks are wondering what more we can do like, what are those culture council members. What I would say to that is again, I'll go back to the the original slide is the mayor's office is in charge of the day-to-day operations setting that strategy. However, your relationship with the mayor and how you interact and the roles play would be a question, much better directed to him about how that process can work. What I would say is that we have there are several unions that have a high percentage of employees that actually live in the city of Saint Paul. So they're going to have these
other rights that might be outside of the negotiation process, but that's their Democratic right to come here and talk to local as well. That's not negotiations. That is active Thank you. Come, the PRESIDENT Thinks just to follow up on that. So it sounds like what you're saying is there are informal conversations that we can have that the formal council influence is the vote on the contract. Look. What would happen if we did not approve the contract. chair council members, so if the city did not approve the agreement, it would go back to the negotiations process since it has been reached in good faith. That would be a question that could be raised by the union. That would be a legal process that would happen. I would prefer
that the city attorney on where we would to but similar to negotiations that happened. The union has to have their Sorry. We have to have our agreements approved its walls. All my perspective as a negotiator, I would simply go back to the table. That's per Thank chair. Kind of similar question. So. Was reading it says, like in here that by resolution of 2 readings, approval of the collective bargaining agreements. That's where those will be approved by the council. And in the in the code, it says kind of we're talking. What is the council does have the final responsibility for the collective bargaining unit says that it's approved and ratified by administered of ordinance. So is that and I if you know the answer this
question, but does that mean that it's you know, an ordinance being 3 readings because I just haven't seen that happen before in Social Security. Us about about that process. Council chair council members. My understanding is and I have seen some memos out of the city attorney's office and the is that. It is basically governed by the 2 documents I listed. No, I believe there are some changes that would require 3 readings. I can. I'm sorry off the top of my head. I cannot come up with those. But the collective bargaining agreement. Memorandums of understanding is wage rates. Those are done by resolution, which is 2 Thanks more question that council chair Yang and maybe think about like, you know, we're when we're in the budget process and a lot of like in
this last budget, what was already in the budget was based on previous agreements that had already been decided that we, you know, we we are part of this process. It it looks like, you know, because we approved resolution or ordinance. These agreements. But I think just thinking that, you know, we. We would want to be involved in some way just because it's related to to the budget. I don't know really what that would look like. But it can be challenging for us when you know like this this past year, the majority of the the levee was to to like wages and salaries and those things that we we want to part of which I think that makes sense because, you know, this negotiated in good faith and 3 agreement everybody comes to. But just if you can put us in a little bit of a challenging position and I don't know like what this looks like in the past or what how we've been
involved been able to do. But that was just something that I recognize past year. Telstra Councilmembers. I do appreciate that. Part of it. Again, I will go back to the chapter. 23 defines the mayor is in charge of labor relations. So I'm gonna take my direction from him in your relationship with the administration and how that works something to be worked out by the 2 Cause for Billy. Thank you. Chair Thank you. Deputy Director. I'm Jason. I just want to piggyback off of comments unlike the questions, particularly around the informal and formal process. And I guess just like give an example to make it kind of like real in terms of like how councils is figuring out our role even last year with the budget. That we had voted You know, one of things that we
saw was was there's increase in salaries and also with the overtime and one of those things that informed it was the police contract, right, that we voted on. And but getting a FEBRUARY and you know, many of us a new body coming on the wave of. You know, who and everything the police contracts. It was labor contracts that was in the consent on the consent agenda. So I'm just wondering, particularly, you know, as a body like if we can move forward with getting more effort into around getting those briefings because that police contact that we voted on and never received a briefing on you know, something pretty pretty
serious. It And, you know, I understand like the thoughts that went into it in a good faith that went into it to make our law enforcement officers positions more attractive and increasing those wages and, you know, you know that something that, you know, see like reasonable in terms of advocating for it. But I'm just wondering, I understand the context of like the mayor's authority. Bt I think also what I'm hearing is that council at least want to be briefed about agreements has taken place. And so leave there. But also I want to highlight something that's on the agenda and think part of the labor relations is item number item. 11, which is approving memorandums of agreement between the city of Saint Paul on ask me and it's like piloting a equitable language compensation premium and heard briefly about it.
When I was at a meeting at Rondo Community Library. But that's just like kind of another example where a lot of these contract agreements are on consent. And I mean, unless we have to pass the and interests, but I think that's something that we should bring for, whether it's the Budget Committee. Our Committee of People are interested. Council, PRESIDENT Maker things cheering as really appreciate that, that I was having a similar line line, a fight about. Just what information is delighted in the agenda is that we get once we actually get to the point of approving a contract. And to your point, it's not its on consent. And it's a really big decision that affects our budget. That
affects are even just our understanding of the public's understanding of the union. So we have the negotiations that we go through. So I would certainly be in favor of the fathers were interested in this and having contract approvals not automatically be on consent but the and discussion and have have a brief staff report that just highlights what happened in that negotiation. What's included in the contract? I i appreciate MR. Saying about these contracts happening, you know, between the 2 parties in good you know, I would hesitant step in at the last minute and do any of that. But I do think understanding what happened what we're approving, what implications that they have, what Iran might be useful. Thanks, Jerry Yang. I would agree with.
With council PRESIDENT Maker and I really appreciate Councilmember bringing that up because even in my days as an aider look, early days as a member, those items feel so fully cooked or fully baked that I actually traditionally haven't even asked, you know, the way relations seem to come in. I mean, I to do a briefing like that. And actually just the awareness part is the part that I most like. Being familiar with the new strategy, a new pilot program or a new elementary been hearing about how the discussion went. I think that that information sharing for sure is something I agree with just of you can tell by the basic nature of my original question. So very lean. I am and appreciating the nuances of this. So I think even on our own like asking for those briefings are really smart.
Thing that definitely take Counsel for Johnson. And I guess just and regards to that, are you really? I think the part of your question of whether or not that's a part of the labor agreements. So for item number. And I-11, its resolution, 25, 4, 6, 6, I'm just wondering, is that a part of the labor negotiations? That's on the item today for Council. So council members. What I would say a collective bargaining agreement is typically what you'll see and that encompasses all of the agreements that were reached between the parties. memorandum of Understanding or Memorandum of Agreement. Is typically something that is happens during the pendency of the collective bargaining
agreement. Varies the terms of the collective bargaining agreement. So it's a it's a not a binding agreement reached between the parties that basically says, you know what, the contract says acts, but we're actually gonna try why for whatever period. Can suppress thanks to this is why these committee meetings are so helpful. Would it be possible? MISTER Schmidt, some available to date to speak to number 11 other agenda, what it is and what I can present. I can certainly coming And any other questions or comments. It will. It will just close after committee meeting here by sharing that I am very supportive of. Getting I would say, like we caps of the contract that you come before us. I am. Mean, I know that you all if remember correctly, you do it
attachments, but even just getting like bullet points on here, the highlights of what in front of you so that I will have a conversation of point about that comes PRESIDENT Since that's those items that come on the official council Councilmember Johnson. Sorry. How is that possible to get like the calendar or like the dates timelines for all of the budget and bargaining negotiations and actions like a went ahead like a 2025 here, multiple things that we anticipate coming out from the different bargaining unit negotiations or like a projected timeline either for this year as we head into 2026. To kind of know, it's a little hard for me to know like when like mkes coming up or when the police seen this coming back to the council, like some of those things that
I should be usually until they get in front of our our agendas, always hard to know what is coming do we have like like when things are expiring and when terms are got to be reconsidered. So council chair council members, I do have a document that Ican certainly share with with the council that lists the status of each individual with the help for you to see. One of the other things you often see coming through our for those treats contracts that I talked about every year. We are required to come back to you with the adjustment. So we MAY know that. The cntract, the total package goes from, say 90 to 92. The city attorney has determined that w need to come back and show you where that $2 is going. So that's
why you'll see more of those. So that will also be on the document. Okay. Thank you. I think that would just be really easy. It would be easier to anticipate. And I see the you we have 25, but we have 2 unions and 22 bargaining unit. But I wouldn't know that the timelines of when they're going to coming through in, I would say on the relationship them point like understand appreciate your reference to chapter 23. It's easier for me to talk to the mayor about an upcoming it bargaining negotiation. If I know it's coming so if I can get the timeline space, I think it'll be really easy for me to be able to make that adjustment speed, if he come to the Yes. I think things that I want to last year and everything 2024 as buyer for me had a baby inside of a member since Right before I went attorney leave, w didn't briefings with you out except
for we did with council. Jalali remember less goodness, councilmember we will need to do that. Grieving with you all in that hand out that we gave you has that that timeline of when the contracts came up. So you have you do have it and we're happy to provide to you I think that that would be helpful. And so that was the purpose of those briefings that we had to both talk to you about the civil service rules. But to give you kind of a mini version of this of what, what, Jason, just today. So I just wanted to remind you of the fact that you have access to that we can provide it to you again. But it does highlight what that timeline is. The other thing that I want to lift up. I just that Jason highlighted what we're talking, the rules and responsibilities who's on
first and was on second as it relates to contract negotiations. We all understand that. I think it's important just to highlight again to for the elected talk at the level of about how we want to proceed in the plans because we're at the staff level do with the mayor told us to do right. And I think there's opportunity to coordinate and to collaborate for sure, because you are going to be faced with those those questions from the use in lobby and say, hey, Jason, that manage a and a Tony and what are we going to do about it? Right? And we know that this can happen and we don't want to put you in position of. We don't want to be in a position where we don't operate in good faith with getting to a settlement, which is our ultimate goal. So I think that there's an
opportunity there and just to highlight what we do on the staff level with across departments is we do have to and negotiate Jean strategy session of some sort case and does bring and collaborate with the department directors and asked what do you want what you want? And I think that there's an opportunity there because you all was in this case seen as a department, so to speak. But then you have that added layer with the with the elected. So my recommendation is for u in order to start this and be intentional and to collaborate across the board. If you and the mayor, you all of this body and the mayor had a conversation about how we proceed and then for Jason and I, just a matter of how you all are included because it's going to be tricky with Jason didn't say, but was kind of saying I thi it's kind of the elephant in the room
around this is that the use of in a lab? You all? We're on the other side, right? And it can become very contentious. And so how do you all show versus how we all up? So it's very tricky up how we negotiate, how we navigate through that. And we want to be respectful of that because you know, the unit and in cherry and know you have experience of being unions. They will if they're seeing that some and divide it a sort of like we're not the same page, they MAY come in is a will. I heard this. This is what's going on and we want to make sure that we're operating not only in good faith with with the passes for their reach, agreement that we have a tansparent process and that everybody can be in there certain roles and and perspective without jeopardizing are making appearance something is going
on Halloween night on the same page with things and so. I do recommend that you will have that conversation with with the mayor. Obviously, we will as well. But we do want to lean into the opportunity, said to collaborate and do think that that is something that should happen o the last thing that I want to say about the briefings with council. Jason talked a lot about the civil service rules and we do. We are going to be coming back to all of briefings and that the timing of when we do that, we'll also be the timing of budget. We'll also be that I needed to go. She Asians, so lots of things are going to be happening at the same time. So it's going to be really important, as we mentioned to you all when we brief the last summer that we that, you know what's going on, you MAY disagree with but you know what's going on and that you have information that that you
need. And so I just wanted to lift up a few of those tings is Jason talked about, but we're here too. Collaborate with you all as as as much as possible with that. But just want to make sure at the top levels here level with the mayor that we know we understand have an agreement about what's how we do for them to proceed. Knowing what I different roles are and they were happy to come to it and collaborate with you all that's needed. Thanks to actor PRESIDENT Thanks, Jerriann. Just one request when it comes to the information at the civil service rules because I recognize that's going to be a significant change. It's probably going to be a lot for us all to digest as well. And to your point about it happening potentially at the same time as negotiations and budget, I would just ask that. You get that information to us with plenty of time for us to think about it and go back and forth with you because I think
Adam, lately, there have been instances where we've gotten information very late in the game making decisions that we're down to the wire to make them. And then that's really not a good. Environment in which have those top of conversations. Sre. Council PRESIDENT Chairing council PRESIDENT. Definitely understand that. That is a part of our plan. As we mentioned you all last summer, we need you to know what's going on because you're going to be voting on We need you to have enough time to digest it influence it. Whatever junction that you see fit. And so it is part of a plea in addition to that within to be engaging with the unions will be engaging with staff as Jason talked about with other stakeholders. And then you all are part of that process well in advance because we know Jason mentioned earlier, and as we
said it or briefings last summer, really with this is a nervous time rate is going to be rally tricky. To do this because these rules are brought 1940 and then we haven't made significant changes since that time. And so we understand the sensitive nature of it. And we want to give you time to be able to digest. So no, no issues with Love to hear from us. I I will commit to anything, you know, with Jason in front of But relatively soon. Thank you for allowing me to step into for Jason's. Well, thank you for the opportunity where we haven't asked to do this type of presentation very often. And it's so important. We've been like if it because we want, you know, you're voting on things and you need to know what you're voting on, tearing
considerably talk about you came in in FEBRUARY. You know, say happened then we want you to know is not just like a, you know, just approving things and not knowing that we want you to know that because the union members in the folks are going to come in, ask you about it and w want you to have the right information. So we have a vested interest it. Interesting that along with you all. Last fr questions or comments. Well, thank you for the rich presentation and the conversations around the table today. We are adjourned.