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From YouTube: Personnel Committee Meeting - August, 31 2023
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B
C
F
Good
evening,
so
this
is.
G
Our
correction
officers
contract
we've
come
to
a
an
agreement.
Six-Year
six-year
contract,
obviously
22-23,
are
over.
Three
percent
raises
the
remaining
days.
Twenty
five
hundred
dollar
retention
bonus.
It's.
F
H
H
G
G
This
is
you
know,
it's
not
a
whole
heck
of
a
lot
of
money,
but
you
know
what
it's
a
it's
a
Forum,
so
they're
very
appreciative.
I
can
tell
you
I.
I
I
have
a
question
I'm
for
it
too,
but
I
is
it
the
same
as
the
other
bonus
we're
discussing,
or
is
this
a
different
retention?
This
is
a.
I
It's
not
the
one
that
we're
talking
about
later.
No
okay,
okay,.
I
B
G
Same
contract,
they
just
reworked
the
numbers.
A
little
bit
as
you
can
see
one
year
is
a
2.75,
but
there's
also
some
additional
money
in
there
to
probably
mix
up
for
that
steps
were
adjusted.
We
shortened
the
amount
of
time
to
get
to
the
top
so
again,
I'm
hoping
that
this
helps
us
with
retention.
We've
been
struggling,
we
we're.
F
I
I
So
someone.
G
G
G
I
G
Dramatic
for
the
top
coming
in
the
local
PDS
are
about
six
seven
thousand
more
right
off
the
bat
and
then
the
top
step
as
well
is
usually
about
10
to
15
000,
more.
B
J
This
is
for
human
resources
information
system.
This
will
help
streamline
access
for
benefit
to
payroll,
we're
currently
using
a
munis
system,
and
this
is
proposed
to
work
in
tandem
with
that
system,
but
help
create
a
more
efficient,
more
accessible
employee
access.
Any.
H
J
I
You
Mr
chairman
I,
have
a
question
good.
Does
this
allow
you
mentioned
the
phone?
Are
they
able
to
clock
in
using
their
telephone
or
like
using
their
PC?
Let's
say
if
they
work
at
a
desk.
J
So
right
now
departments
are
transitioning
to
being
able
to
clock
in
at
their
desktop.
If
they
have
a
you
know
a
portable
or
report
system
top
they
can
access,
Kronos
and
clock
in.
They
also
still
have
some
department
store
advances
to
the
main
plunge
clots,
but.
C
I
J
K
You
yeah
okay,
well,
sort
of
a
technical
question,
but
having
living
through,
granicus
and
and
also
with
Kronos,
this
is
631
thousand
dollars
for
one-time
implementation.
K
Is
there
an
I
got
a
couple
of
questions?
Is
there
an
annual
Char
licensing
charge
that
will
happen
in
year?
Two.
J
Payroll
and
so
up
front
that
charge
we're
hoping
diminishes
as
we
can
streamline
our
our
services
and
payroll,
but
it'll
be
a
per
payroll
fee.
J
I'm
sorry,
an
annual
cost
of
one
point
one.
If
we
go
2200.
K
J
K
Minutes
so
it's
good
it's
this
number
for
implementation
and
the
balance
of
this
year
and
then
1.1
million
dollars
per
year
thereafter,
if
you're
just
doing
2200
checks
per
week.
Okay
is
this
enterprise
software?
Are
you
buying
like
a
basic
core
package
off
the
shelf
that
they
sell
to
100
municipality.
J
K
J
J
J
J
K
J
We
know
yes,
the
changes
actually
because
we're
going
to
be
it's
ever
changing
we're
going
to
be
adding
new
pay
codes,
adding
new
Technologies
and
it
evolves
with
it,
because
it's
customized
specific
what
we're
doing
so.
We
will
have
to
change
frequently
like
we
do
now.
Only
it
won't
cumbersome
and
difficult
unless
they're,
always
okay,.
K
J
K
Okay,
I
guess
what
I
would
ask
for
me:
I'm,
not
a
member
of
this
committee,
but
I
I
would
like
to
know
how
much
latitude
you
have
within
the
contract.
That's
been
bid
for
customization
once
you
get
this
631
thousand
dollars
up
and
running
so
that
if
you
do
want
to
make
changes
next
year,
what
might
we
expect
is
covered
by
the
the
1.1
million
dollars
and
what
is
in
excess?
What
could
potentially
be
in
excess
of
that
that'd
be
great
yeah
Todd.
F
F
D
F
I
J
J
J
But
it's
all
inclusive
they're
running
W-2s,
they're
processing,
all
of
those
benefits,
including
their
their
accessing
all
employee
benefits,
they're,
creating
accessibility,
employees.
The
check
is
just
the
methodology
they're
using
for
administer
ing
fee,
but
it
is
not
just
fee
for
payroll.
So.
I
What
efficiencies
does
this
create?
In
other
words,
where
do
we
lose
a
service
or
something
like
that
or
a
fee
by
bringing
these
guys
in
and
paying
this
extra
money?
Where
do
we?
Where
do
we
gain
efficiency
here?
I
understand
that
usability
for
the
employees
I
get
that
part,
but
from
a
organizational
standpoint,
where
do
we
gain
efficiency?.
J
Outreach
me
on
the
phone,
and
we
search
for
here,
W-2s
in
in
way
out
of
systems,
so
the
efficiencies,
although
you
know
I,
know
what
you're
saying
you
would
like
to
see
a
removal
of
something
else
it
actually
just
creates
for
employees.
J
I
F
E
At
adding
a
system
like
this
is
because
there's
our
department
has
had
an
earlier
contract,
I
think
earlier
in
the
year
or
end
of
last
year
that
we
had
h.
I
s
I
hissy
they
go
through
it's
specific
to
our
Pharmaceuticals
and
they've,
been
able
to
show
so
much
savings
on
the
Pharmaceuticals
in
the
street
of
cash.
Try
to
find
other
efficiencies,
Department
right.
I
J
For
information
is
very
cumbersome
currently.
I
L
I'm
always
up
for
modernization,
I
the
RFP
questions
looked,
you
know
pretty
thorough
to
me
and
but
the
one
thing
that
I
didn't
notice
is:
if
this
program
could
do
additional
the
other
programs
I
use
at
my
other
work.
You
know
we
can
sign
off
on
documents
that
we've
seen
them
so
through
the
Paylocity.
So
if
I
want
to
see
the
employee
manual
once
a
year,
I
have
I
could
sign
off
right
in
that
program.
So.
J
L
J
J
I
I
Factual
reason
you
that
would
prevent
you
from
doing
my
weekly
payroll
I'm
just
curious.
C
H
E
So
Mr
chairman
members
of
the
committee,
this
is
a
request
to
approve
a
one-time
retention
statement
for
all
non-union
employees
on
payroll.
As
of
the
passage
of
this
resolution,
so
this
would
be
for
three
thousand
dollars
per
non-union
employee.
The.
E
On
this
was
as
you've
seen
with
every
one
of
the
Union
contracts
that
have
come
through
they've
either
had
a
2500
or
a
three
thousand
dollar
signing
bonus,
the
union
negotiation
process.
They
look
at
everything
as
a
whole,
so
one
of
the
things
that
was
put
up
was,
if
there's
a
if
there's
a
signing,
bonus.
Obviously
they'll
settle
for.
You
know
you
can
take
a
little
off
some
somewhere
else.
So
in
terms
of
out
your
savings
I.E,
the
three
percent
that
we
locked
them
in
at
that.
E
C
C
C
M
In
favor
of
anything
to
retain
our
employees,
we're
having
a
hard
enough
getting
the
tracking
them
I
think
it's
important.
We
do
retain
them
and
I
know
that
all
of
our
it
seems
like
all
of
our
contracts
have
had
a
retention
stipend
in
them,
but
most
of
the
ones
that
I've
seen
are
twenty
five
hundred
dollars.
M
E
E
Yeah,
we'll
just
get
into
both
the
minority
majority,
because
I
think
it's.
You
know
well
interested
in
looking.
M
At
this,
if
we
do
have
to
put
in
I
know
the
unions
bargain
they
go
to
table
Bargains,
but
I
think
it's
important
that
we
try
to
keep
some
kind
of
ability
in
our
Workforce
on
both
both
ends
of
it.
E
L
C
H
Begin
with
retention
and
I
appreciate
the
conversation
we
had
earlier,
Dave
we're
just
going
to
disagree
on
some
of
these
things.
Retention
is
not
just
about
salary.
It's
about.
Do
I,
like
my
boss,
do
I
get
along
with
my
co-workers.
Do
I
see
the
value
in
my
work?
Am
I
recognized
for
my
work.
There's
the
room
for
advancement.
All
of
these
things
affect
retention,
and
this
County
doesn't
pay
enough
attention
to
those
criteria.
H
We're
always
saying
we've
got
to
pay
our
people
more
in
order
to
keep
them
so
I
think
we
have
an
incomplete
picture
on
retention
now,
I
didn't
realize
all
the
union
contacts
the
retention.
There
was
no
schedule
for
this
retention
bonus.
The
whole
point
of
a
bonus
is
to
keep
people
there,
but
of
course
what
I
understand
here
is
they.
This
is
going
to
be
paid
immediately.
H
H
To
get
to
get
rid
of
employees
to
give
you
a
handout,
and
then
you
leave
so
I,
don't
think
paying
them
as
an
alarm
sum
right
away
without
any
requirement
to
its
state
is,
does
anything
for
retention
and
combined
with
the
other
things
a
couple
of
questions
I
want
to
ask
probably
Dave
we
talked
about
this.
We.
H
E
F
H
But
because.
C
H
E
Driving
force
behind
this
was
the
tree
to
give
parody
between
the
unions
and
then
so
that's
where
the
structure
came
from.
None
of
the
you
know
these
comments
about
you
know,
extended
time
periods,
you
know
picking
and
choosing
one
employee
over
another
based
on
you
know,
work
output.
None
of
the
unions
have
any
of
those
qualifiers
on
theirs.
That's
why
this
was
modeled
in
the
same
same
fashion,
yeah.
H
H
H
For
example,
should
be
2500
and
not
three
thousand
that's
an
interesting
point.
Legislative
award
raised,
but.
H
I
I
Were
talking
about
employee
retention
as
a
primary
factor-
and
you
know
Mark
mentioned
I'm
not
going
to
get
into
that.
But
if
you're
worried
about
and
I
hear
a
lot
from
departments
we're
worried
about
losing
promising,
particularly
younger
employees,
to
the
state
or
to
private
corporations,
because.
F
C
I
The
opportunity
to
make
more
money
they
have
whatever
and
if
these
people
are
Dynamic
workers
that
are
bringing
value
to
their
departments
into
the
county
into
the
taxpayers
right.
If
these
people
are
really
doing
a
great
job
and
probably
I,
would
argue
being
more
productive,
okay,
but
they're
also
stuck
on
kind
of
a
pay
scale
that
that's
set.
You
really
can't
do
a
lot
about
it.
It
would.
I
F
I
Employees
that
work
for
the
county,
who
are
doing
some
work,
that
most
of
us
wouldn't
do
I'm
thinking,
nursing
home
right
now,
right
and
other
people
that
are
in
the
trenches,
making
limited
money
not
pulling
down
six
figures
I'd,
rather
give
them
six
thousand
dollars,
okay,
I'm
being
brought,
but
we
have
an
opportunity
to.
Somebody-
has
dug
up
a
million
eight
under
a
mattress
and
said.
Okay,
we
want
to
use
this
to
bulwark
our
employment
from
where
I
stand,
I'm
worried
about
having
people
to
care
for
my
elderly.
I
C
I
E
F
I
Making
22
Grand
a
year
versus
122,
you
know
five
percentage,
you
get
3
000
bucks
at
that
level.
It's
a
minimal
change
in
your
household
budget,
okay,
but
if
you're
making
22
000
you
get
three
thousand
or
five
thousand
or
six
thousand
dollars.
It's
a
tremendous
increase
in
your
household.
You
know
available
thoughts,
it's
much
more
impactful
on
the
lower
end
of
the
scale.
So
much
like
most
of
our
tax
system,
everything
we
do
in
government
I
really
think
this
should
be
scaled
in
the
same
way.
I
I
That
just
says
this
is
how
you
do
it,
but
what
I'm
asking
for
consideration
on
is
there
have
got
to
be
people
who
are
difficult
to
replace,
because
no
one
wants
that
job
or
whatever
or
people
who
are
really
promising
in
a
job
where
you
want
to
keep
them
there,
and
some
level
of
discretionary
funding
is
unsuggested.
So
if
you
have
a
million
eight
and
you
take
a
million
five
and
you
buy
that
out
and
then
do
the
300
you
know
in
in
line
items
that
are
very
difficult
to
fill
or
whatever
I
mean
it's.
E
I
Because
Union
people
in
the
union
have
the
union
to
live
and
die
by
okay,
so
they
they
elect
leaders
or
point
leaders.
However,
they
do
it,
you
know
what
I
mean
and
those
people
make
their
deal
for
them.
The
non-union
people
thought
they
have
us
right
where
the
policy
makers
you're
their
boss,
James
or
boss.
Whoever
some
of
these
are
bought
right.
They
have
those
people
in
their
corner.
I
D
I
Like
no,
this
is
what
we're
doing.
So.
That's
why
I'm
bringing
my
concerns.
My
question:
do
you
think
the
county
executive
thought
everything
you're
talking
about
now?
It's
not
the
same
things
you
are.
You
know
what
do
you
think,
because
Mr
Riley's
here
to
tell
us
that
would
I
know
what
how
would
I
know
I'm.
A
I
A
You
I
appreciate
it
yeah.
Well,
a
couple
things:
the
the
union
non-union
comparison,
the
fact
that
the
unions
and
jump
in
and
correct
me
or
whatever
on
any
of
this
collectively
bargain
they
make
a
deal
that
basically
says
we
treat
we're
going
to
treat
everybody
the
same.
That's
the
deal
that
they've
made
these
non-union
employees.
Don't
have
that
thing
to
do
so,
there's
no
reason
we
couldn't
depart
from
that
Paradigm
with
respect
to
the
non-unitive
employees.
E
F
E
A
A
What
do
you
think
that
person
thinks
of
oh
I'm
getting
a
three
thousand
dollar
bonus,
but
so
is
my
peer
who
I
know
doesn't
work
nearly
as
hard
as
I
do
yeah
right
like?
Was
there
some
consideration
of
that,
because
it
was
when
in
the
private
sector,
where
I
spent
my
whole
career
bonuses
are
generally
handed
out.
It's
not
arbitrary
to
the
same
bonus
to
everybody.
It's
a
recognition
of
of
kind
of
going
above
and
beyond,
and
and
usually
the
bonus
amount
is
tailored
to
the
performance
of
the
employee.
E
A
Get
it
I
just
wonder
if,
but
but
the
whole
point
is
that
we're
trying
to
and
I'm
not
saying
this
vote
against
this
I'm
just
trying
to
kind
of
explore
some
of
these
things
we're
trying
to
retain
people
and
the
the
kind
of
I
think
arguably
arbitrary
nature
of
this
I
don't
know
if,
if
that's
the
best
way
to
retain
people,
I
don't
know
if,
if
the
whole
idea
that
I'm
talking
about
which
is
everybody's
getting
the
same
thing,
no
matter
what,
if
that's
the
best
way
to
retain
people
or
if
it
wasn't
to
have
some
kind
of
recognition
that
we're
going
to
reward
the
the
people
who
are
working
the
hardest
and
perform
English
the
best?
A
Because
that's
how
you
retain
the
best
people,
you
want
to
somehow
motivate
them
to
stay
here
and
to
and
not
only
to
stay
but
to
keep
working
so
hard,
because
when
I
do
I'm
going
to
get
a
little
more
I'm
gonna
assume
that
you
guys
have
thought
about
all
these
things.
A
But
but
it
certainly,
it
does
raise
some
questions
in
my
mind,
just
given
the
same
bonus
across
because
I'm
not
sure
if
it's
ultimately,
if
it
might
not
be
counterproductive
and
discourage
people
to
leave,
because
it's
like
this
is
so
arbitrary
everybody's,
just
getting
the
same
thing
regardless
of
performance.
So
some
thoughts.
K
First
of
all,
I
I
am
much
more
supportive
bonus
structure
because
I
look
at
it.
As
you
know,
if
your
top
level
civil
servant
got
a
2500
bonus
and
management
didn't
get
anything,
you
have
compression
between
the
various
layers,
which
is
somewhat
unfair,
so
I'm
somewhat
sensitive
to
that.
But
I've
heard
every
person
that
speaks
so
far.
K
Talk
about
retention
and
I
am
very
very
concerned
about
what
Mark
said,
which
is
on
make
up
a
date.
November
1st
everyone
who's
there,
it's
three
thousand
dollars
and
then
by
November
15th,
five
percent
of
that
Workforce
leaves
I.
Don't
think
that's
fair,
because
this
is
about
retention,
I
would
suggest,
and
once
again
I
would
like
to.
This
is
something
I
would
like
to
vote
for
and
I
don't
mean
what
I'm
suggesting
now
but
I.
You
know
I
believe
in
the
bonus
to
keep
the
parity
levels
between
civil
service
and
management,
but.
C
K
Would
like
to
see
a
callback
provision
that
says
hey
if
you
leave
before
one
year
we're
going
to
take
your
three
thousand
dollars
back
or
whatever
portion.
It
is
from
your
accrued
sick
time
and
vacation
time,
so
we're
going
to
get
made
whole.
So,
if
you're
really
serious
about
this
being
a
retention
measure
and
not
a
sweetener
for
early
retirements,
G
I
picked
my
money
and
run
get
there
before
the
frost
hits
and
we
can
be
a
Florida
by
then.
You
know.
F
K
M
Sean
yeah
I'm.
We
have
to
keep
in
mind
all
these
comments
today,
you're
very,
very
good
and
very
appropriate,
but
we
are
in
a
public.
We
are
in
a
public
setting
here
and
we
abide
by
Civil
Service
law
and
we
have
people
like
titles
where
you
can't
you
know.
Merit
doesn't
really
come
into
play,
even
though
you
know
a
group
you're
saying
Jeff,
it's
kind
of
tough.
You
know
if
one,
you
know
one
person
the
same
title
as
you
is
not
putting
the
effort
in
that
you
are
and
getting
the
same
thing.
M
You
know,
and
the
other
thing
is
I
think
I,
don't
think
bonus
is
common
word
or
a
legal
word
in
public
Public,
Law.
So
I
think
that
might
be
the
reason
why
it's
being
called
call
their
retention
rates.
But
it's
you
know,
let's
be
real
about
it.
It's
a
bonus
for
people
who
stuck
around
hopefully
do
stick
around
I
have
no
objection
to
some
kind
of.
M
They
do
it
with
police
officers.
Now
you
know
you
know,
like
man,
it's
a
small
town,
you
would
and
Sheriff
app
will
tell
you
another
greatest
thing
they
can
do
is
get
appointed
as
a
police
officer,
deputy
and
and
they
get
trained
because
then
they're
very
valuable
to
the
Suburban
communities.
They
pay
a
lot
more
and
we've
lobbied
the
state
and
we're
successful
in
getting
the
state
to
pass
the
Callback
provision
where
we
could
be
paid
back
for
an
appropriated
share
of
training
if
they
left
before.
M
I
can't
remember
if
it
was
three
years
five
years
whatever
so
I
I
have
no
objection
to
looking
at
some
kind
of
a
callback
provision,
but
I
do
believe
that
this
is
important
for
our
employees
and
and
and
I'm,
not
one
that
believes
that
the
salary
is
everything
and
marketing
makes
you
and
I
talk
about
that
all
the
time.
People
don't
stay
just
for
salary,
but
right
now
our
salaries
have
always
been
vote.
M
Counting
salaries
have
always
been
lower
and
it's
very
easy
for
the
statement
to
come
in
and
even
local
governments
to
come
in
and
grab
our
employees
and
take
them
somewhere
else
and
pay
them
a
lot
more
or
makes
their
family
life
a
little
more
stable
and
they're
in
the
same
pension
system.
So
so
I
definitely
understand
that
and
I
am
in
favor
of
this,
and
you
know
I
am
in
favor,
but
I
do
you
know
I
have
no
objection
of
looking
at
some
kind
of
a
quarterback
provision.
You
know
it's
something.
We
talked.
E
F
M
And
they
bargain
for
us
when
you're,
when
you
talk
about
those
unions,
most
of
them
were
two
years
out.
So
when
you're
talking
retroactive
pain,
their
contract
started
two
years
ago.
They
got
a
retro
check
and
they
got
this
correct.
So
our
employees
that
we're
talking
about
now,
you
know
the
non-union
employees
we're
talking
about
right
now,
so
I.
C
M
M
I,
don't
even
know
why
not
well
I
know
it's
done
and
you.
M
F
M
C
Retention,
you
may
not
have
a
bonus
attached
to
our
performance
evaluation
system.
I
know
with
the
state.
I
was
with
the
state
for
like
78
to
2000
of
the
supervisors
from
Haiti
I
was
a
management
confidential,
so
it
was
not
Union.
Pep
got
about
five
thousand
more
in
the
nuts,
but
we
did
have
a
bonus
built
into
people.
M
I
would
love
to
see
it.
We
have
in
the
past,
though,
I've
been
in
a
Personnel
committee
for
28
years,
we
haven't
passed
during
the
budget
process,
looked
at
individuals
that
have
taken
on
more
caseload
or
workload
that
were
non-union
employees
and
giving
them
a
bump
themselves.
E
L
L
Of
thank
you.
You've
been
you've,
been
here
for
this
long
when
the
unions
put
it
in
there.
It's
because
they've
just
spent
the
two
years
working
for
us
and
it's
at
the
end
of
that
time.
They
get
the
bonus.
So
the
clawback
thing
you
know
like,
if
it's
a
risk
that
you
take,
that
they're
not
going
to
be
there
for
the
rest.
L
But
that's
the
same
risk
that
you
take
every
day
when
you
don't
have
any
Merit
pay
based.
You
know
intrinsic
in
your
payroll
system,
so
you
know
to
me:
it's
it's
six
or
one
half
a
dozen
of
the
other
I
would
like
I
would
like
to
say
thank
you
to
the
employees
who
stuck
it
out
with
us
during
the
the
whole
pandemic,
and
it's
been
really
difficult
for
some
of
them
and
imagine
what
managing
places
and
you
know
all
of
our
services
must
have
been
like
during
all
that
period.
L
E
M
H
Okay,
one
time
Mark
looks
yes,
just
a
fun
balance.
I
want
to
talk
about
that,
because
I've
always
been
leery
of
a
huge
fund
balance,
because
people
have
the
inclination
to
spend-
and
this
is
what's
happening.
The
fund
balance
is
supposed
to
be
for
emergency
situations
or
when
have
a
bad
year,
and
now
we're
coming
up
with
a
1.86
million
dollars
in.
L
H
I,
really
don't
I
didn't
Envision
the
fund
balance
for
that
purpose.
So
that's
one
of
the
questions
I
had
and
I
do
like
the
idea,
I'm
in
fact,
I'm
prepared
to
propose
an
amendment
that
we
give
the
bonuses
1500
immediately
and
then
another
1500
a
year
later.
That
will
have
so.
H
It
will
at
least
do
something
in
the
books
for
retention,
which,
of
course,
everybody
is
concerned
about.
B
F
B
D
It
can
be
amended
on
the
floor,
but
typically
here
in
order
for
their
Amendment,
the
person
or
the
legislator,
that's
proposing
the
legislation
would
have
to
agree
to
the
amendment.
Yes,
if
they
don't
agree
to
the
amendment,
so
you
can
have
a
conversation
would
be
with
the
proposer
and
say.
Would
you
like
to
amend
that
this
this
splitting
1500
1500?
If
he
or
she
doesn't
want
to
do
it,
then
it
would
go
to
the
floor
as
written.
B
M
I
I'm
prepared
to
move
this
now,
but
I
do
have
that.
One
reservation
that
everybody
does
about
about
fallback
I
do
not
Mark
respectfully,
don't
don't
agree
with
you,
because
what
that
does
in
Frank
just
yelled
in
my
ear
as
soon
as
it
was
proposed
that
it
gets
us
into
another
budget
year
with
a
new
body
that
might
not
honor,
and
then
you
know
even.
D
M
M
M
A
legal
term
for
but
a
lot
of
wine
is
that
I'm
in
favor
of
this
you
know
I'm
prepared
to
both
yes
board
but
I.
You
know:
I
do
I'm,
just
asking
Dave
to
bring
us
back
to
the
executive's
office,
because
we
ask
you
if
it's
their
proposal,
but
all
due
respect
I
think
we
talked
is
that
much
more.
We
can
do
except
take
a
motion,
okay
and
vote
on
four
or
against
her.
No
recommendation
I'll
make
the
motion
that
we
move
into
our
favor.