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From YouTube: 2022 Negotiations 6-10-22
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A
So,
due
to
the
unprecedented
inflation
that
we're
all
suffering
and
not
knowing
exactly
what
items
are
gonna
be,
this
is
actually
we
had
a
couple
of
spots
where
your
your
proposal
was
five
percent
a
couple
of
spots,
so
we
remove
that
to
all
spots.
D
Well,
the
gray
zone
moved
to
3.5,
which
increased
a
couple
of
the
base
amounts
for.
A
B
B
Okay,
thank
you,
sir,
and
then
moving
it
down
to
step
13,
which
is
golden
rod.
Yeah,
okay
and
I've
heard
that
the
proposed
language
would
be
increasing
the
three
and
four
percents
to
a
five
percent.
A
A
Are
you
have
a
two
percent?
Yes,
sir,
and
some
of
them
are
three
point:
five
or
3.4,
and
some.
E
A
A
I
I
think
that
these
numbers
are
actually
they're,
not
even
what
the
inflation
rate
is.
At
this
point,
the
inflation
rate
today
was
8.6
and
that's
the
highest
in
41
years
this
this
stuff.
This
gets
a
little
over
half
that,
assuming
that
the
stipends
would
take
care
of
that
other
spot.
Basically,
all
you're
doing
is
spinning
your
wheels
because.
E
A
Basically,
you're
getting
as
much
as
what
the
inflation
rate
is,
and
I
just
looking
at
the
way
the
fed
is
looking
at
this
problem
and
not
doing
a
whole
lot
about
it.
I
think
it's
going
to
continue
whatever
they
come
out
with
the
rate
change
next
week
that
will
kind
of
determine
whether
or
not
they're
serious
about
inflation,
but
so
far
they
haven't.
B
A
E
B
C
A
F
F
Our
previous
salary
schedule
did
not
allow
for
this.
It
appears
neither
does
yours
because
really
when
you
look
at
so
that's
why
you
probably
there
was
different
percentages
on
different
cells
right,
because
when
we
made
the
salary
schedule,
we
said
two
percent
on
each
step,
because
in
our
opinion,
my
quiet
well,
my
question
to
you
really
and
it's
my
opinion.
It's
really
a
question
to
you
is
a
person
moving
from
step
five
to
step.
Six.
F
Is
that
step
movement
worth
more
than
someone
moving
from
step,
six
to
step?
Seven,
because
really
that's
what
we
have
right
now,
where
the
the
salary
schedules
it
has,
as
it
has
been,
it's
a
varied
percentage,
moving
from
step
to
step.
So
for
me
just
wondering
what
is
the
association's
opinion
of
those
step
movements?
What
is
it
worth
because-
and
I
haven't-
I
mean
just
looking
at
this
receiving
this
now.
It
just
looks
that
you
took
the
21,
22
salary
schedule
and
place
five
percent
on
each
cell.
Is
that
what
I'm
correct?
F
Okay,
all
right,
I
just
want
to
be
sure,
so
that
would
mean
still
if
we
did
that,
then
someone
moving
from
and
not
I'm
just
using
hypothetical
step
movements,
because
I'm
not
looking
at
that,
but
but
knowing
that
someone
going
from
a
five
to
six
or
a
six
to
seven
could
truly
have
more
of
an
increase.
Just
by
virtue
of
the
fact
of
where
they're
sitting
on
the
salary
schedule
does
that
make
sense?
Am
I
explaining
that
we
took?
We
took
the
placement
so
like
what
we
did
in
step.
Five.
G
Yeah,
what
I
hear
you
saying
is
what
you
are
attempting
to
do
with
the
very
percentages
is
make
it
that
when
you
go
from
four
to
five,
it's
gonna
be
two
percent.
Nothing
else
involved
from
five
to
six.
It
would
be
two
percent
correct
from
six
to
seven.
It
would
be
so
there's
a
standard
movement
throughout
the
whole
thing
between
each
step.
That
is
consistent
throughout
the
whole
thing.
Thank.
F
D
So
like
what
we
did
is
we
started
with
step
four
of
the
21-22
at
the
va,
okay
and
then
what
we
did
is
we
took
that
multiplied
it
by
1.05
and
that's
where
we
got
the
ba
on
our
proposal.
C
C
B
E
H
E
F
D
D
F
D
G
G
G
That
person
isn't
having
as
much
of
a
boost
as
the
person
who's
getting
the
4
or
the
5
or
the
7
to
face
that
same
amount
of
inflation,
because
they're
still
living
in
that
box,
and
so
that's
why
we
were
trying
to
make
it
more.
You
know
equal
across
the
board
now,
even
though
each
step
is
not
there
yet
is
because
for
to
look
at
this
and
see
those
low
blocks,
those
little
rows
local
areas.
G
You
know
those
were
we're
negotiating
for
those
people
too,
and
so
sure
right
that
person
was
getting
the
four
or
five
because
they're
at
least
getting
half
of
that
inflation,
and
that
and
enough
boost
to
deal
with
the
gas
prices
and
the
insurance
and
all
the
other
expenses
they
experience
in
their
life.
But
those
low.
E
G
E
D
But
in
that
non-movement
area,
what
happens
is
because
you
give
them
a
boost
to
the
base
just
for
you
know,
cost
of
living
raise
or
whatever
you
want
to
call
it
it.
And
then,
when
you
start
going
across
the
board
to
these
areas
that
can
move
and
they're
making
these
jumps,
some
of
them
are
hitting
some.
You
know
six
seven,
eight
percent.
D
Absolutely
based
on
the
state
building
that
out,
but
but
not
everybody
may,
unless
you
do
stipends
again,
like
you
have
done
not
ever
not
that's
not
flowing
back
through
to
those
people
that
earned
it.
F
F
A
F
I
appreciate
that
I
do.
I
appreciate
that,
but
again
we're
negotiating
in
today's
dollars
with
today's
funding
and
with
today's
priorities.
F
F
It's
based
on
a
funding
allocation
that
was
put
in
place
four
years
ago
when
the
career
ladder
started,
because
if
you'll
recall,
that
statute
came
into
place
and
it
was
set
for
the
next
five
years,
so
we're
dealing
with
a
five-year
salary
schedule
that
will
that
the
allocation
is
in
statute
today.
So
that's
where
so,
I'm
just
wanting
to
point
out
that
that's
those
are
the
dollars
that
we
deal
with,
that.
We
have
available
number.
F
I
can
share
a
spreadsheet
with
you
that
shows
the
cost
of
the
21-22
salary
schedule
as
it
stands,
based
on
the
number
of
employees
where
they
were
on
the
scattergram
compared
to
the
cost,
with
the
movement
of
everyone,
a
step
with
our
current
salaries
proposal,
and
so
you
can
see
the
cost.
I
mean
that's
easy
to
do,
and
so
that's
why
I
didn't
know
if
that
was
something
you
could
provide
here
based
on
what
your
proposal
is,
what
is
the
cost?
F
Because,
as
you
know,
because
we
made
a
benefit
offer
and
you
wisely
said
we
need
to
wait
right.
We
need
to
wait
until
we
hear
your
salary
offer
absolutely
agree,
because
it's
a
package,
it's
a
compensation
package.
So
what's
involved
in
that
compensation
package,
is
the
stipend
that's
given
to
those
employees
who
qualify
for
the
ap
one
two
or
three,
the
recertification
stipend
is
part
of
that
compensation.
F
F
Right
so,
if
an
offer
comes
back
with
a
different
cost
value
on
a
salary
schedule,
then
we
will
have
to
go
back
and
caucus
and
see
what
does
that
look
like
and
how
does
that
impact
the
entire
compensation
package?
Does
that
make
sense?
I
just
want
to
be
sure
everybody
understands
what
I'm
saying
and
I
listen.
Maybe
you
can
say
it
a
different
way,
because
we
do
that
a
lot
in
our
office.
B
Mr
davis,
to
that
point,
did
you
have
a
counter
proposal
for
the
insurance
proposal?
B
A
Wondering
if
there
was
an
independent
look
to
this
insurance
thing,
because
we
we
as
far
as
we
know
nafta,
did
an
independent
look
at
their
whether
what
to
get
on
the
state
insurance
was
correct.
F
So,
in
speaking
with
their
chief
financial
officer,
who
is
our
finance
director,
what
do
you
call
us
business
manager,
we're
all
the
same
people
they're
doing
things
a
lot
of
different
ways?
I
mean
I'm
not
so
I
I'm
going
to
believe
that
they're
increased
because
they're
sort
of
this,
because
they
are
start
part
of
the
state
pool-
was
a
9.8
increase
on
the
premiums
that
they're
currently
paying.
F
So
what
I
provided
you
with,
which
we
in
we've,
given
you
right
now
the
resources
I
I
sent
the
information
to
mr
davis,
I'm
not
quite
as
formal
to
eric.
So
so
you
could
see
where
the
information
came
from
right.
So
the
information
from
the
office
of
insurance
that
that
data
is
on
their
website,
that's
verifiable.
C
B
If
we
were
to
buy
into
our
state
healthcare
plan,
just
please
be
aware
that
633,
plus
the
waivers,
means
that
we
would
be
held
financially
responsible
for
people
who
opt
out
currently.
B
So,
for
example,
if
you
have
melissa
legging
who
currently
chooses
to
opt
out,
despite
that,
the
district
would
still
be
held
responsible
to
pay
for
melissa
lennon
to
be
a
part
of
the
plan
that
isn't
available
in
the
healthcare
state
healthcare
option.
Whereas
now
we
don't
pay
from
melissa
langen
she's
up
in
her
own
doing
her
own
thing.
B
B
A
A
F
But,
as
melissa
said,
that's
coming
down
further,
but
we
wanted
to
just,
but
I
I
guess
I
need
to
go
back
to
your
question.
I'm
sorry
I
need
I
need
clarifying
when
you
say
have
we
had
an
independent
look
at
our
insurance.
I
want
to
know
what
you're
asking.
B
You
please
so,
mr
coe
again
going
back
to
this
document,
you'll
notice
that
at
the
top
it's
caldwell
school
district.
So
while
I
agree
that
perhaps
the
murray
group
got
the
ball
rolling
for
us,
miss
burton
went
through
and
confirmed
confirmed
numbers
so
to
see
if
we
had
an
independent
person,
not
necessarily.
However,
miss
burton
did
go
back
to
confirm.
B
B
So
this
this
document
here
is
reflection
of
the
work
that
ms
burton
did
on
behalf
of
global
school
district.
To
cross-reference
information
shared
prior
to
the
district
and.
E
F
F
Wanted
to
be
sure,
because
I
I
appreciate
the
concern
I
I
do
appreciate
x
and
I
express
that
to
mr
davis,
but
I
wanted
you
to
know
that
I
really
do
believe
it's
important
for
you
to
see
the
source
documents
of
where
the
information
was
obtained.
Now,
what
is
not
included
in
this
packet
from
an
official
document
yeah
is
the
murray
groups
in
premium
costs,
but
that
was
that
was
shared
in
a
previous
meeting,
but
it
is.
It
is
part
of
that
insurance.
F
Okay,
the
group.
You
know
these
numbers
right
here
are
based
on
the
blue
cross
plans
and
the
increases
that
are
verifiable
through
the
benefit
trust,
if
you
would
like
it
that
right
now,
the
murray
group
is
our
broker.
That
provides
that,
on
behalf
of
the
trust,
okay,
so
and
then
so
I
just
hope
that
would
help.
And
then
I
have
a
question
because
I
said
districts
can
choose
from
two
different
premium:
models:
pay.
I
B
So
melissa
langan,
mr
davis
melissa
lange
could
still
choose
to
opt
out.
However,
the
district
would
still
be
held
financially
responsible.
Despite
my
absence
or
my
non-participation
with
the
rest
of
the
group.
B
F
C
So
then
it's
a
matter
of
april
was
saying
it's
a
matter
of
financially
what
is
going
to
be
the
least
impactful
lead
or
best
cost
effect.
So
is
it
paying
24
000
or
is
it
oh
six
times
1200,
you
know
7
200,
okay,
so
it
might
be
better
for
us
to
pay
the
1200
per
employee
using
part
of
it
and
they
can
still
stay
opt
out.
C
D
F
F
F
F
B
However,
mr
davis,
I
think,
what's
a
point
worth
noting-
is
that
if
melissa
lennon
is
currently
not
opting
in
to
our
district
operate
insurance
plan
because
of
a
better
policy
with
joel
langen,
if
this
were
to
be
on
the
table
as
an
offer,
then
the
wondering
might
be.
B
Thank
you
for
clarifying
and
then
mr
coast,
we're
going
back
around
to
your
1.7
question.
Looking
at
the
first
page,
if
you
look
at
table
number
three
excuse
me
moving
back
up
just
real
briefly
to
the
deficits
in
one
and
two.
The
culmination
of
that
is
the
3.6
number.
F
D
B
You
can
see
what
the
numbers
show
there
and
then
finally,
and
there
that
shows
the
and
then
below
that
excuse
me,
are
all
the
expenditures.
F
Because
last
week
you
would
ask
what
were
we
spending
the
1.7
on
and
that
it's
a
fair
question
valid,
but
I
thought
it
might
be
easier
just
instead
of
speaking
at
showing
that
the
increased
cost
right
now
from
prior
year,
just
based
on
the
9.8
percent
and
the
current
proposal
we
have
on
the
table
of
the
district
paying
for
the
covering
the
employee
only
cost.
That's
an
additional,
almost
seven,
six
hundred
thousand
dollars
all
right.
D
That
was
talking
about
that,
because
I
didn't
see
this
on
this
before
that
they
already
have
the
funding
from
the
age
house
bill
443.
I
thought
that
that
wasn't
on
there.
G
And
that,
what's
a
support
unit,
what
is
considered
a
support
unit.
D
I
I
would
probably
mess
it
up,
but
it's
basically
support
units
are
different
than
fte
for
a
support
unit.
They
give
you
it's
based
on
the
student
enrollment.
It's
not
based
on
actual
employees.
F
So
the
state
has
has
said
that
a
support
unit
is
really
the
makeup
of
a
classroom.
It
provides
funding
for
the
teacher,
provides
funding
for
the
administrator
and
provides
funding
for
the
classified
staff
right.
So
that's
really
based
on
the
allocation
of
our
average
daily
attendance
or
our
ft.
Enrollment
they've
said
based
on
the
students
that
you
have
at
your
school
on
any
given
year.
F
And
it
only
pays
so
within
that
support
unit.
It's
you
it's!
So
it's
there's
a
multiplier,
and
I
can
I
can
give
you
more
information.
We
had
this
conversation
earlier.
That's
why
shannon
is
giggling
back
there,
but
that's
basically
that's
how
the
funding
is
determined
for
all
of
our
salaries
right
and
for.
D
Right
so
so
you
get
you
get
a
portion
of
an
administrator
portion
of
that.
But
when
you
look
at
the
way
the
funding
is
it's
per
employee
or
for
insurance
right,
but
when
they're
funding
it
where
the
issue
came
is
because
they
funded
this
off
of
a
support
unit
that
if
you
look
at
4
500
per
support
unit
but
there's
potential
a
share
of
five
different
people.
F
F
C
F
In
the
general
fund
and
that's
what
and
that's
a
conversation
that
we've
been
having,
I
think
just
letting
you
know
that
the
federal
funds,
the
title
people
are
funded
out
of
title,
your
instructional
coaches,
funded
out
of
title
ii,
they're,
not
even
part
of
that,
and
so,
if
those
programs
can't
support
that
those
staff
members,
we
have
a
choice
to
reduce
staff
or
support
that
through
the
general
fund.
C
C
That
278
and
then
she
took
the
19
000
of
the
state
abortion
this
year
through
the
new
legislation
times
per
support
unit.
That's
where
she
gets
the
5
million
the
difference
between
what
it
has
been
and
what
it
would.
What
we
expect
is
that
1.7,
which
brian's
been
asking
about
so
what's
going
to
happen
to
the
1.7,
because
it's
more
than
what
we've
had
in
the
past,
it's
not
enough
to
cover
the
3.5
right.
C
I'm
talking
for
her,
but
I
I
feel,
like
I
have
been
sitting
really
quiet
lately
anyway,
take
take
some
of
those
that
funding
and
pay
for
the
increased
cost
of
insurance.
That
night
9.8
percent
increase
in
insurance
costs
through
blue
cross
and
then
all
the
plan
to
that
the
district
pays,
the
entire
cost
and
the
employee
doesn't
pay
any,
and
the
25
goes
away
right,
so
that
employee
only
is
better
for
the
employee
only
and
then
use
some
of
those
funds
to
improve
the
classified
employee
schedule.
C
A
F
F
I
have
always
used
part
of
that
allocation
for
discretionary
funding,
because
there
just
is
not
enough
funding
for
salaries
right.
We
are
not
funded
for
any
of
our
athletics
there's,
absolutely
no
funding
for
that
it
just
all
the
money,
the
supplemental
levy,
all
these
funds
just
go
into
that
pot,
and
so
it's
just
like
I'm
going
to
use
these
funds
where
we
need
to
balance
our
budget
to
provide
the
services
that
we
have
been
that
we've
had
for
all
of
our
different
programs
in
the
general
fund.
C
A
E
F
So,
yes,
there
were
several
things,
so
the
career
ladder
funding,
as
I
mentioned,
has
been
in
statute
since
inception.
It
has
not
changed.
You
can
go
back.
You
can
see
what
the
years
were
compared
to
where
they
are
now.
I
think
it
ends.
Maybe
next
year
yeah.
I
think
it
is
one
more
year
that's
set
in
statute.
What
the
governor
provided
was
a
seventh.
So
not
the
government.
The
legislature
approved
a
seven
percent
increase
in
the
funding
for
administrators
to
their
base,
because
they're
funded
differently
and
to
the
base
of
the
classified.
F
F
Oh
right
and
again
like
anything
else,
these
are
allocations
so
right
now
sorry,
administrators,
there's
not
a
proposal
for
a
seven
percent
increase.
Just
saying.
H
F
A
D
That
the
the
state
teacher
allocation
only
goes
through
eight
years,
because
you've
got
the
you've,
got
the
yes
right.
So.
D
F
Remember
it's
an
average
right,
we're
not
funded
dollar
for
dollar,
so
I'm
not
funded
equally
for
every
employee
who
may
be
on
the
state
allocation
of
step,
five
at
the
50
plus
right,
I'm
not
funded
for
that.
What
I'm
funded
for
is
the
average
of
where
our
staff
falls.
So,
if
you
have
a
lot
of
new
staff
there,
that
is
going
to
change
the
makeup
of
your
average,
and
so
it's
again
it's
not
a
dollar
for
dollar.
F
What
we
have
done
is
we've
done
a
couple
things
that
not
every
district
does,
and
you
may
or
may
not
be
aware
when
we
get
our
allocation.
Part
of
the
allocation
is
based
on
where
a
teacher
is
with
their
bachelor's
or
bachelor's,
plus
24
or
their
masters,
and
that
just
sits
on
their
salary
schedule
right.
F
We
have
passed
through
the
2000
and
the
3
500,
which
other
districts
have
not.
I
won't
say
all
I
don't
I
mean
I
don't
have
everybody's
salary
schedule
committed
to
memory,
but
I
will
tell
you
that
the
coal
school
district
has
made
a
decision
to
pass
that
through
other
districts
may
not
be
giving
any
type
of
stipend
for
the
advanced
placement.
F
The
caldwell
school
district
has
decided
to
do
that.
If
you
meet
the
criteria
year
after
year
to
be
on
that
advanced
placement
in
the
career
letter,
you
will
receive
that
additional
stipend
for
two
thousand
dollars.
But
again
all
of
those
things
are
part
of
the
current
proposal
right.
So
all
of
those
were
taken
into
consideration.
B
Mr
davis,
to
clarify
your
candle
proposal
that
was
documented
on
this.
This
guy
is
this.
Let
me
think
about
how
to
ask
this:
is
this
influenced
no
not
influenced?
Is
this.
B
Is
is
this
proposal.
F
B
Well,
mr
davis,
mr
coe,
I
would
offer
that
while
the
murray
group
certainly
initiated
the
conversation
based
on
miss
burton's
research
and
confirmation
of
the
numbers,
they
just
definitely
got
that
number
ball
rolling
for
us,
but
they
were,
they
were
confirmed
so.
B
A
B
B
G
H
G
F
Correct
that
is
the
cost.
Thank
you,
mr
davis,
for
clarifying
the
cost
of
this
plan
going
to
the
state.
Yes,
because.
F
F
The
75
million
yeah
the
613,
so
let's
just
talk
about
the
3
million.
Let's
forget
the
600,
because
we
would
have
to
determine
what
our
resources
would
be
for
the
one-time
buy-in
right.
So
let's
just
take
that
off
the
table,
because
really
we
need
to
talk
about
ongoing
so
for
us
to
go
to
the
state
plan
based
on
what's
been
proposed.
What
I
know
is
the
renewal.
F
Our
current
plan,
renewal
cost
is
4.8
million
for
us
to
join.
The
state
plan
is
7.9
million
dollars,
so
the
three
million
dollars
that
we
would
be
needing
to
pay
to
come
up
with
there's
a
lot
of
things
that
would
have
to
be
looked
at
for
for
in
order
for
us
to
do
that
plan-
and
I.
D
F
So
that's
why
my
recommendation
was
to
stay
with
the
with
our
idaho
benefit,
we're
at
part
of
the
idaho.
Oh,
my
gosh
trust
trust
used
to
be
the
state
pool,
but
it's
idaho
trust
where
we
are
the
murray,
so
they
they
provide
the
rates
to
us,
and
I
can
provide
that
straight
from
the
trust.
I
have
a
document
if
that
would
make
you
feel
better
right
and
which
I
appreciate
that
this
is
coming
straight
from
the
trust.
F
The
trust
sent
out
a
letter
that
said
your
premiums
went
up
9.8
from
last
year
has
nothing
to
do
with
the
murray
group.
It's
just.
This
is
your
premium
based
on
your
plan,
it's
a
9.8
increase,
so
we
looked
at
that.
We
also
had
the
murray
group
give
us
several
proposals
which
I
think
have
been
shared
of
different
offers.
We
looked
at
as
a
750,
deductible
thousand
dollar
deductible,
and
then
the
request
came
back
as
well.
What
would
it
look
for
the
state
so
by
a
member
of
the
association?
F
F
And
mr
code,
you
had
asked
for
who
was
on
the
plan,
so
I
provided
that
data
on
the
very
last
page
of
what
the
different
classifications
of
employees
that
participate
on
our
insurance
and
are
they
employee
only?
Are
they
family
spouse,
employees
and
spouse?
So
that
is
the
data
that
is
provided
on
that
daily
last
sheet,
that's
probably
easier
to
look
at
than
one
line
with
a
big.
F
A
A
The
state
plan,
so
no
I
mean
you
just
you
were
recommending
that
we
stayed
with
the
insurance
that
we
have
now
that.
F
You
know
what
I'm
oh
so
this
plan.
Are
you
talking
about
the
the
state
plan?
Yes,
okay,
this
is
the
state
plan
right.
These
are
the
rates
of
the
state
plan.
It's
right
on
their
website.
You
can
see
the
roof
of
the
source.
This
is
our
new
fy
23
rates.
Okay,
so
this
goes
back
to
the
conversation
about.
We
would
make
a
decision
based
on
the
waivers
right.
F
We
would
it's
either
going
to
cost
either
I'm
going
to
pay
for
melissa
langen
or
I'm
going
to
charge,
I'm
going
to
pay
a
thousand
dollars
extra
for
all
the
rest
of
the
employees
right
and
that's
just
a
mathematical
decision
that
we
have
to
make
when
we,
when
we
get
to
the
point
of
going
to
our
open
enrollment.
If
we
were
to
go
to
this
plan
right,
if
we
were
to
go
to
that,
the
district
would
make
a
decision.
F
F
What
what
changes
have
to
be
made
to
programs
in
order
to
afford
that
three
million
dollars
this
year
that
that's
just
this
year,
I'm
taking
out
the
buy-in
we're
taking
the
buy-in
out
completely?
That's
a
whole
different
conversation
and
most
likely
we
would
have
to.
We
would
just
definitely
talk
about
that.
So
right
now
my
recommendation
is:
we
can't
afford
the
three
million
dollars.
F
So
that's
why
I've
said:
let's
stay
with
our
plan
that
we
have
keeping
our
plant
exactly
as
it
is
trying
to
ease
some
of
the
burden
of
to
the
employee.
I
realize
it
isn't
much,
but
if
we
were
to
ease
the
burden
by
paying
for
the
employee
only
that
will
help
that's.
I
know
it's
25
a
month.
It
isn't
much,
but
that's
because.
F
But
it
also
is
the
increase
that
that's
the
other
thing.
We
have
an
increased
cost
of
the
9.8
percent,
but
in
with
that
proposal,
though,
came
our
salary
proposal
right,
so
those
jointly
were
determined.
Those
were
calculated
at
the
cost
for
both
of
those
proposals.
A
E
F
F
G
I
think
a
lot
of
people
well,
a
lot
of
people
have
talked
to
me
about
this-
are
looking
at
this
on
the
website
and
they're.
Looking
at
the
premiums
and
they're
like
wow
for
my
family,
I'm
only
going
to
have
to
pay
418
versus
the
800.
Whatever
I
pay
now,
that's
like
that's
a
savings
up
to
them
of
400
a
month
I
mean
for
some
people,
that's
like
half
or
more
mortgage
sure.
You
know
when
you're
paying
more
for
insurance
than
you
are
your
mortgage,
then
it
makes
people
question.
Why
aren't
we
doing
this
sure?
G
Because
for
the
majority
of
people
that
aren't
just
themselves,
this
saves
them
so
much
money
that
you
know,
and
then
we
have
to
be
able
to
excuse.
People
then
explain
to
those
people
who
then
ask
well.
Why
aren't
we
switching
it's
gonna,
save
me
so
much
money.
This
would
make
my
life
so
much
better.
B
B
I
D
A
I
think
that
the
money
side
of
this
is,
I
don't
remember
exactly
what
the
top
is.
Is
it
840?
Something
is
that
correct.
A
F
E
D
D
B
E
F
A
D
D
Math,
what
I'm
saying
is
is
like
employee,
so
the
where
the
employee,
where
you're
covering
all
the
all
the
employees,
you
would
still
cover
the
employees
for
the
family
part
but
family,
and
then
probably
employees
plus
children,
the
higher
ones
anyway,
mainly
what
I'm
looking
at
is.
Is
there
a
way
to
bring
down
that
for
the
employee.
D
D
I
April
may
ask
a
question
real
quick,
so
are
we
allowed?
I
just
made
a
copy
of
the
thing
you
sent
us,
but
since
this
came
from
the
marina.
I
F
I
I
372.!
So
I
was
saying,
like
you
know,
if
you
raised
372
to
400
the
deduction
from
the
employee.
F
So
how
it
works
is
we
have
our
plan.
Our
plan
is
set
up
as
what
is
our
deductibles
right?
What
are
we
offering?
We
offer
a
1500
deductible
for
individual
3000
for
families
right
so
that
plan
so
based
on
the
benefits
that
we
offer
through
the
plan.
Yes,
right
drives
the
cost
of
the
premium
based
on
the
individuals
that
are
choosing
coverage
so
right
now
our
coverage
is
just
how
you
hear
it's
employee
only
voice
thousand
function
right.
F
C
F
Could
and
honestly,
because
we,
yes,
dr
french,
so
how
the
premiums
are
driven
is
based
on
that
coverage
right.
So
we
didn't
ask
them
to
give
us
a
higher
deductible,
because
we
felt
that
we
were
really
look
trying
to
compare
to
the
state
right,
because
we
knew
that's
what
that
was.
The
the
conversation
of
the.
I
F
D
F
So
when
so
in
order
to
have
a
reduced
premium,
here's
the
other
thing.
I
think
we
will
say
well
how
many
plans
can
we
have,
because
the
state
has
several
plans
right.
They
have
several
options.
We
only
have
two.
F
So
what
what
we
know
is
for
every
additional
plan
we
offer
we're
gonna
pay
a
two
percent
increase
on
the
premiums
for
all
plans
because
of
the
administration
fee.
That's
then
put
on
to
from
blue
cross
right,
and
so
we
haven't
built
into
our
plan
over
the
years
more
than
two
plans.
To
my
knowledge,
I
I
mean
could
have
happened
years
ago.
I
don't
know,
but
just
in
the
last
few
years
and
what
we
saw
from
the
1516,
it
looks
like
we've
only
offered
a
high
deductible,
the
health
savings
account
and
the
ppm.
F
So
we
could
reduce
overall
premiums
if
we
said
instead
of
a
fifteen
hundred
dollar
deductible
we're
going
to
go
to
a
three
thousand
dollar
deductible
and
then
it
would
be
3006
as
opposed
to
1500
and
3
000
for
the
family.
So
those
we
could
absolutely
go
back
and
have
the
murray
group
quote
from
the
trust
what
those
premiums
would
be.
F
D
F
Change,
all
of
them
correct,
that's
what
I'm
saying
they're
all
standalones.
Typically
now
I
can't
speak
to
them
all,
but
typically
we
have
a
choice.
Every
time
we
put
together
that
insurance
plan,
it's
like
okay.
Well,
we
could
we
look
at
all
those
different
categories
and
have
proposals
on
every
one
of
those
like
we
can
have
a
different
prescription
plan,
yeah,
so
they're
all
they
could
all
be.
F
Remember
this
is
so
didn't
look
for
a
higher
deductible
plan,
looked
at
the
current
coverage
and
tried
to
look
at
what
a
lower
deductible
would
be
by
improving
our
benefits.
What
impact
did
that
have
on
our
premiums
because,
as
you
can
see,
with
the
state
plan
with
their
lower
deductibles,
there
is
there?
Is
that
high
cost?
That's
where
it's
like?
Thirteen
thousand
dollars
per
employee
per
coverage
we've
been
throwing
out
12
because
it's
best
we've
been
using
round
numbers,
but
the
actual
numbers
are
what's
listed
here.
So.
F
Maybe
I
think
what
we?
What
we
have
heard,
that
the
larger
districts
in
the
state
are
not
interested
and
they're
not
interested
for
many
reasons,
because
when
you
go
to
the
state
plan,
you
have
absolutely
no
ability
to
go
back
and
change
your
plan
there,
there's!
No,
you
don't
get.
I
don't
get
to
pick
and
choose
right.
The
state
plan
says
this
is
our
plan.
This
is
what
we
offer.
This
is
what
you
take.
F
Your
employees
take
one
of
these
three
different
plans,
but
if
we,
if
we
don't
go
with
the
state
plan
or
those
districts
that
choose
not
to,
they
have
the
ability
to
negotiate
their
own
plans,
they
don't
have
to,
they
could
change
their
deductible,
they
can
change
their
prescription,
they
can
change
them.
But
if,
once
you
go
to
the
state
plan,
you
only
have
their
options
and
you're
locked
in
for
five
years.
Remember
once
we
join
the
state
we're
there
for
five
years,
regardless
of
the
increases.
Now.
F
Will
the
legislature
fund
that
probably
possibly
I
don't
know
that,
but
it's
most
likely
because
they
fund
all
the
other
state
agencies
who
are
using
the
state
insurance
plan.
So
you're
saying.
F
I'm
saying
there's
a
possibility,
I'm
saying
I
have
no
idea.
I
don't
believe,
there's
discussion,
I
mean
I
can't
guarantee
you
that
74
million
is
going
to
increase.
I
can
tell
you,
you
know
the.
I
can't
guarantee
any
of
the
buy-in
rates.
All
I
know
right
now.
It's
just
been
that
allocation
from
the
legislature
and
it's
in
statute.
As
far
as
what
the
4
500
contribution
is.
C
Okay,
I
would
say
too
disgusting
with
some
of
the
larger
districts
in
treasure,
valley
and
napa
did
not
speak
to
it.
That
there
is
concern
about
retirees.
C
F
There's
plans
out
there
right,
they
will
offer
some
sort
of
retirement
right,
but
what
is
the
coverage
and
like
and
that's
what
that
was
full
disclosure
I
have
done.
I
have
not
looked
into
that
at
all.
That's
not
been
in
any
of
the
things
that
I've
even
looked
at
just
because
it
changed
at
first.
There
was
nothing.
Then
it
was
then
there
were
certain
dates
that
were
set
criteria
that
if
you
went,
came
to
work
after
2006
or
nine
you
weren't
eligible.
F
E
B
When
it
was
first
being
discussed-
and
there
was
a
worry
about,
if
we're
all
fighting
for
the
same
pot
of
money-
and
it's
first
come
first
serve-
should
we
be
first
rather
than
until
they
all
run
out,
then
the
way
it
fleshed
out
is
that
I
mean,
I
think,
the
last
child
we
checked.
B
There
were
five
districts
choosing
to
opt
in
some
school
district,
as
you
mentioned,
as
well
as
smaller
districts
who
have
a
employee
to
funding
ratio
that
are
quite
in
line
with
one
another,
not
they're,
not
over
they're
small
and
if
they
con.
F
Some
districts
contract
out
some
of
their
services
like
custodial
and
transportation,
so
they
have
fewer
classified
staff
to
cover
right
on
the
plan
which
had
could
have
an
impact.
They
have
to
make
that
you
know
so
it
might
be
more
feasible
for
them
to
join,
based
on
what
their
makeup
of
their
staff
is.
B
Break
and
I
would
like
to
caucus
until
3
40,
if
that's
okay,
3.
C
F
B
G
Where
the
district
is
covering
the
25,
if
we
ask
those
employees
to
pay
that
25-
and
I
am
in
that
group-
so
you
know
I
feel
comfortable
with
this-
we
could
take
that
money
which
the
77
would
be
770
a
month.
G
The
347
would
be
the
eight
thousand
six
hundred
seventy
five
dollars
a
month
for
a
total
of
nine
thousand
four
hundred
forty
five
dollars
a
month
that
is
not
being
paid
by
the
district
for
those
redistribute
that
money
divided
between
the
55
people,
which
are
the
circled
numbers,
which
is
four
employee
spouse
in
the
ppo
or
the
economy
and
nine
family,
and
then
15,
employee,
spouse
and
27
family
in
the
standard,
which
is
a
total
of
55,
which
would
give
them
a
savings
of
170
172
a
month,
which
is
the
amount
that's
written
in
the
green
column.
G
Okay.
So
that
would
because
they
they're
paying
so
much
more
for
insurance,
and
that
would
give
them
some
relief
to
help
out
with
the
costs
of
insurance.
The.
G
Redistributing
those
the
two
groups
that
pay
the
smallest
amount,
which
is
asking
them
to
make
us
a
small
sacrifice,
but
that
would
really
help
out
the
employee
spouse
and
the
family
sections
which
are
paying
the
the
higher
amounts
each
month
and
it's
the
same
as
last
year,
and
then
that
would
put
them
close
to
what
they
were
paying
before.
B
So
this
is
lily
to
summarize,
or
if
you
were
swatching
copies
would
be
reintroduced
or
maintained.
I
suppose
the
ten
dollar
code
pay
for
employee
only
who
are
utilizing
the
health
savings
account
in
addition
to
the
employee.
Only
on
the
current
plan
with
a
fifteen
hundred
dollar
deductible
would
maintain
their
25
copay.
E
G
Okay,
so
that
would
just
like
again
just
give
them
some
relief.
You
know
where
they're
paying
you
know
over
600
and
over
800.
That
would
just
help
bring
that
money
that
they're
losing
out
of
pocket
every
month
down,
okay,
to
make
it
more
affordable
for
them
to
to
continue
with
this
interest
rate
and.
B
Then,
mr
davis,
mrs
lilly,
a
clarifying
question,
for
example
the
folks
with
the
1500
deductible
for
a
family
which,
in
in
our
language,
was
811
60
cents.
B
F
I
don't
think
we
can
do
that
exact
amount,
because
we
have
to
look
at
the
employees
because
again,
I
think
there
was
a
formula
problem:
let's
do
the
math.
So
when
you
look
at
the
two
employee,
family
and
two
employee
family
categories,
their
deduction
is
not
only
a
hundred
and
three
dollars
right,
so
we
would
need
to
factor
those
additional
14,
those
additional
two
into
that
category.
G
G
F
B
That's
very
true,
does
burton
do
you
have
any
clarifying
questions
about
the
proposed
language
for
salary
proposal
at
this
time
or
no.
E
F
F
Well,
the
only
change
that
I
mean
just
for
beginners.
We
couldn't-
we
couldn't
add
language
like
this,
because
this
is
negotiating
for
a
year
out.
So
just
just
for
the
record,
I
just
think
that
we're
just
ignoring
that,
but
it's
not
something
that
we've
been,
because
this
is
language
for
the
23
24
and
we're
only
dealing
with
22
23..
I
appreciate
the
intent,
but
just
so
not
having
had
long
enough
to
truly
calculate
what
your
proposal
would
cost.
F
F
We
could
use
yeah,
it's
gonna
take
some.
I
I
don't
know
that
I
would
have
it
done
in
50
minutes
to
have
a
proposal
to
you.
I
F
I
can
I
can
print
out
the
cost
of
our
salary
proposal.
Okay,
just
so
we
can
see
that
absolutely
so
you
can
compare.
I
do
think
just
preliminarily
I
just
I
did
have
some
questions
just
about
your
the
percentages,
because
I
tried
to
plug
them
into
a
formula
that
I
have
and
I'm
not
sure
that
we're
exactly
at
the
five
percent.
There
were
some
cells
that
looked
like
they
were
more
than.
I
appreciate
what
you
were,
what
you
your
proposal
is
based
on
step
and
base
increase,
is
five
percent
and
just
preliminarily.
B
F
Correct
yeah,
so
it
looks
like
there's
a
couple
of
it
looks
like
from
10
to
11.
It's
actually
nine
percent,
it's
three
percent
to
the
v8
zero,
but
it's
nine
percent.
D
So
when
we
get
down
past
seven
because
everything
at
step,
seven
on
down
it,
the
base
becomes
the
ba12
sure
you're
looking
at
the
master's
premium
and
then
the
ambassador's.
C
F
B
H
D
E
D
B
It
be
helpful
just
given
the
fact
that
we
just
have
a
couple:
a
handful
of
cells,
not
a
lot
but
a
handful
of
cells,
that
we
can
make
a
copy
of
you
for
you
and
your
team
to
reference
as
you.
So
we
all
work
together
to
make
sure
five
looks
like
five
that
way:
you're
not
like
a
far
needle
in
a
haystack.
E
E
C
Thursday
is
there
I
I'm
completing
some
employee
evaluations
so
monday,
tuesday
and
wednesday
are
full
of
employee
valuations
that
have
to
be
finished
with
administrators
and
district
administrators,
I'm
thursday's
my
most
open
day
after
11
a.m.
C
I
C
I
E
B
Mr
davis,
as
we
call
conclude,
not
collude
conclude
today's
meeting,
we
would
ask
that
you
formalize
your
insurance
proposal
on
a
formatted
version
of
this
of
article
two.
Okay,
so
just
put
this
and
then
transfer
it
into
this
guy.
F
F
B
And
then
for
the
record,
we
received
your
clarification
of
your
salary
proposal
and
we
will
take
that
with
us
and
then
we
will
reconvene
right
on
tuesday.
Four
o'clock
is
that
what
we
landed
on
tuesday
at
four
o'clock
in
the
district
job
store
right,
keeley.