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From YouTube: Athens City Council - October 25, 2021
Description
Athens City Council - October 25, 2021
A
Current
pay
band
is
what
people's
current
pay
ban
is,
as
of
now
so
before,
council
approves
a
new
pay
ban.
This
is
what
people
are
currently
in,
so
there's
12
bans.
The
new
pay
band
is
what
we
are
proposing
to
put
employees
current
pay
range,
the
minimum
and
maximum
of
those
pay
bans.
The
new
pay
range
is
the
proposed
new
pay
ban
for
pay
steps
1
to
12..
A
That
is
a
recommendation
from
clement
clemson
nelson
from
2020.
What
I
did
with
that
is,
I
added
2.4
percent
for
the
consumer
index
for
the
minimum
and
the
maximum
range
of
those
pay
grades
to
get
the
2021
total
position
movement.
If
it
says
no,
the
employee
doesn't
change
steps
stays
in
the
same
grade
if
it's
yellow
with
the
word
up,
they
go
up
a
grade.
One
person
moved
up.
Two
current
pay
rate
is
what
a
person
is
currently
making
difference
to
minimum.
If
it's
green,
there
is
no
change.
B
A
With
a
number
in
it,
that's
what
it
will
cost
the
city
to
get
employees
to
the
minimum
range
of
the
pay
band.
That
they're
in
so,
for
example,
chief
city
prosecutor,
recommended
to
move
up
current
rate
of
pay
of
37.29
difference
to
minimum
is
zero,
since
they
already
fall
within
that
range
of
the
new
pay
range.
A
A
16
of
the
58
positions
are
currently
paid
above
market
average,
so
42
of
our
non-union
employees
are
not
paid
they're
paid
at
or
below
the
market
average,
and
then
40
45
of
the
58
employees
are
staying
in
their
same
pay
grade
or
equivalent
pay
grade.
A
Seven
of
the
58
positions
are
requested
to
move
through
the
existing
or
new
pay
ban,
based
on
experience
or
other
factors.
I've
met
with
each
department
head
isn't
one.
I
will
meet
with
that
person,
probably
sometime
this
week,
but
those
those
requests
are
from
the
department
heads
and
they
range
from
the
police
department
to
the
law
director
to
some
of
the
administrative
support.
The
public
works
mayor's
office,
things
of
that
nature.
Those
are
all
listed
on
the
back
page
second
page
at
the
bottom.
A
In
this
big
orange
block
law,
director
prosecutor
engineering,
public
works,
the
wastewater
treatment
plant
manager.
A
My
goal
was
to
do
two
things.
Number
one
was
expand.
The
bands
so
that
some
of
our
staff
that
were
reaching
the
top
of
their
current
pay
band
would
not
get
capped
when
an
employee
gets
capped
based
on
council's
non-union
increase,
they
would
get
a
stipend
if
they're
capped
that
stipend
does
not
count
towards
their
highest
years
of
opers.
A
A
A
Our
wastewater
treatment
plant
manager
has
been
at
that
position
for
six
years
and
is
making
31
dollars
in
one
cent.
That's
a
12
cents
difference,
so
we're
asking
council
to
move
that
position
through
the
pay
grade,
based
on
years
of
experience
so
trying
to
address
those
types
of
things.
With
this
pay
study,
one
position
will
be
removed
from
the
non-union
compensation.
A
C
Yeah,
thank
you
for
being
here
director
lucas.
My
one.
One
of
my
questions
is
the
example.
You
just
used
about
the
wastewater
treatment,
plant
manager
and
the
water
treatment
plant
manager,
one
being
here
relatively
fresh
or
a
lit
less
than
a
year
and
one
six
years,
but
12
cents
different.
Will
this
reorganization
of
the
pay
bans
keep
that
from
happening
in
the
future
or
or
might
we
encounter
something
similar?
A
I
think
it
can
happen.
One
one
way
it
could
happen
quite
often
are
in
positions
that
are
the
same
title
but
multiple
people.
A
The
people
that
are
currently
through
the
pay
band
are
going
to
stay
where
they
are
and
the
new
person
is
going
to
all
of
a
sudden
make
the
bottom
of
the
paper
which
is
going
to
be
higher
than
it
was
before.
So
you
would
probably
want
to
try
to
move
those
senior
staff
through
the
pay
band
a
little
bit.
C
A
Probably
not,
but
I
do
think
that
it
is.
It
is
very
helpful
in
terms
of
helping
us
move
solve
those
problems.
Having
a
system
like
this
in
place,
it
helps
us
solve
those
problems
because
we
can
move
instead
of
having
a
set
pay
band
that
you
go
to
every
year,
you
actually
have
a
range
that
you
can
work
with
to
try
to
help
bridge
some
of
those
inequities.
D
I
know
I
could
tell
a
lot
of
work
went
into
this.
Certainly
in
support
of
evaluating
this.
D
This
makes
a
lot
of
sense
sounds
like
you
said
you
do
this
every
five
years
and
it
this
has
come
up
recently,
where
we
have
we've
had
this
discussion
about
looking
at
pay
bans
and
how
does
it
match
the
current
market
rate,
so
that
makes
total
sense
couple
questions
first,
one:
how
did
we
justify
or
how
did
the
consultant
justify
going
above
market
rate
like
how
did
they
figure
that
piece
out
for
some
of
these
positions
where
it
goes
over
market
rate,
so.
A
A
lot
of
those
positions
that
are
above
the
market
rate
we're
already
making
that
so
it's
it's.
It's
not
intended
to
take
people
back,
you're,
not
you're,
not
wanting
to
pay
people
less,
so
the
market
average
is
based
on
some
of
the
highest
people
in
that
similar
job
title.
Also,
the
lowest
people
in
that
job
title
service
safety
director
would
be
a
good
one
to
look
at
you,
compare
it
to
a
city
manager
and
if
you're
taking
market
averages,
sometimes
you're
looking
at
not
only
full-time
but
sometimes
part-time
city
managers.
A
You
know
so
there's
a
difference
in
terms
of
that
max
min.
You
want
to
look
at
the
median
so
that
median
is
kind
of
where
the
sweet
spot
is
and
that
spot
for
a
position.
Let's
use
the
surface
safety
director's
one
45
average.
The
service
aid
director
is
currently
making
above
that.
So
that's
how
that
was
determined
it
wasn't.
It
wasn't
when
you're
using
it
when
you're
using
those
market
averages
you're
looking
at
the
whole
for
the
job
and
then
the
person
that's
already
in
the
job
got.
D
D
See-
and
I
think
you
probably
already
answered
this-
but
in
no
in
no
instance
or
is
someone
going
to
earn
less
in
this
proposal-
correct,
okay,
my
other
question,
I
guess
a
comment
when
we're
talking
about
those
individuals
in
the
orange
box
adjusting
their
pay
band
or.
F
D
The
number
of
the
pagan
I
just
would
would
want
to
see
good
justification
for
that.
Not
I
just
get
concerned
to
justify
it
by
saying
you
know
they've
been
here
a
long
time
and
we
should
be
able
to
help
them
with
their
opers.
You
know
I
I'd
want
to
see
something
more
like
their
responsibilities
are
x,
y
and
z,
not
so
much
what
their
operas
contributions
will
look
like.
Does
that
make
sense.
A
Yeah,
I
guess
it
does
make
sense.
The
oprah's
com,
the
oprah's
part,
is
only
for
people
that
are
going
to
be
topped
out
yeah,
so
and-
and
that's
for,
I
think,
there's
five
positions
in
the
city
that
had
that
risk
where
they
would
get
top
some
are
already
there
will
get
topped
out,
and
then
they
get
that
stipend.
These
positions
that
are
in
this
orange
box-
I
don't
think,
are
in
that.
D
D
Well,
even
when
we're
talking
about
topped
out
people,
I
think
it's
just
important
that
we,
I
don't
know
I
I
in
my
opinion.
I
think
it
should
be
more
about
what
the
responsibilities
are
for
the
position,
not
necessarily
their
contributions
to
opers,
so
that
so,
when
we're
talking
about
those
who
do
top
out,
I
think
it's
a
matter
of
determining
if
the
position.
B
D
And
then
one
last
question:
if
we
see
someone
go
from
a
one,
pay
grant
pay
ban
to
a
lower
pay
band
that
doesn't
necessarily
mean
lower
pay.
It's
just
correct.
A
G
Given
that
we
have
some
employees
that
are
that
are
maxing
out
topping
out,
I'm
wondering
if
it
really
makes
any
sense
to
even
have
a
ceiling
like
that,
I
mean,
if,
if
we
have
to
compensate
them
some
way,
whether
it's
a
bonus
or
a
stipend
or
whatever
word,
you
want
to
call
it.
G
A
So
the
theory
is
is
that
there
won't
be
a
max
because
we
are
going
to
adjust
based
on
time
and
consumer
index
and
things
of
that
nature
we're
supposed
to
do
in
a
three-year
review,
not
a
five
and
that's
that
would
help
with
that.
So
we
do
a
three
year
review
and
that
the
recommendation
is
to
adjust
the
scale.
A
You
would
do
that.
One
part
of
one
important
part
of
keeping
a
cap
is
when
you're
talking
about
percentage
through
the
grade.
So
when
we
have
someone
that
is
going
to
move
10
through
the
pay
grade,
we
need
to
be
able
to
figure
that
out.
You
know,
and
you
do,
that
by
subtracting
the
minimum
from
the
max
and
dividing
by
100.
You
get
your
percentage
so
having
that
top
number
helps
us
pay
people
what
they're
you
know
either
earning
or
if
we're.
A
D
H
That's
my
head
was
coming
from.
There
are
several
jobs
positions
within
that
that
payment.
I
I
yeah
and
I'm
you've
talked
about
the
pay
bans
before
I
think
I
understand
I
think,
and
it's
a
consolidation
of
different
pay
bans.
So
there
are
less
pay
bands
now,
no.
I
B
I
A
C
H
A
C
Okay,
so
I
had
that
13
in
my
mind,
that's
what
I
had
heard
before,
but
what
I
wrote
down
in
my
notes
was
just
what
you
said,
as
this
was
going
on,
is
that
communication
with
staff
is
going
to
be
key
so
that
they
understand
when
they
see
their
pay
grade
change.
Yes,.
C
Remember:
smelly.
Okay,
I
have
a
few
other
sort
of
questions
and
I
apologize
if
this
was
on
your
slides.
Did
you
factor
a
cost
into
these
changes.
A
Yeah
2.4
percent
was
given
to
20
the
2021.
The
the
the
the
new
pay
range
was
2.4
percent
at
the
minimum
maximum
2.4
percent.
More
than
what
clemson
nelson
proposed
last
year.
C
Okay,
I
ask
because
I
know
that
we
are
considering
a
number
of
different
programs
for
our
non-union
staff,
who
I,
which,
which
are
all
quality
programs-
that
I
think
we
should
consider,
but
it
will
change
the
the
city's
finances.
We
are
going
to
be
spending
for
these
programs,
including
the
necessary
review
of
payband.
A
C
J
Just
a
little
bit
more
on
your
comments
about
the
market
average,
and
I
appreciate
the
summary
notes
that
we
have
36
positions
currently
paid
below
market
average.
16
positions
currently
paid
above
market
average.
I
imagine
we'd
like
to
be
at
or
above
market
average
as
often
as
possible,
and
I
was
hoping
you
could
comment
on
what
kind
of
processes
help
us
increase.
The
number
of
positions
that
are
currently
paid
at
or
above
market.
A
That's
a
good
question,
so
the
market
average
is
derived
from
a
number
of
resources.
Hundreds
of
nelson
was
the
primary
one
that
looked
at
comparable
cities
and
comparable
positions
in
those
cities
to
determine
what
a
market
average
was
and
then
using
tools
at
my
disposal,
including
indeed
salary.com,
scale.com
and
serb.
A
Looking
at
public
sector
work,
comparable
positions
being
a
key
word,
because
it's
sometimes
hard
to
find
instrument
technician.
For
example,
you
know
out
there
in
the
world,
so
you
have
to
kind
of
meld
other
technical
positions
to
figure
out
what
that
person
should
make
in
terms
of
how
our
pay
scale
relates
to
market
average.
When
we're
below
there
could
be
some
factors
in
play
there
one
could
be.
A
A
You
will
see
that
there's
some
nas
on
here,
particularly
the
chief
information
officer,
should
be
struck,
but
deputy
director
lanes
of
buildings
is
struck.
Assistant
director
apr
is
struck.
You'll
also
see
a
number
of
positions
that
have
n
a
that
are
like
deputy
clerk
court
security
bailout
things
of
that
nature.
A
Tanya
die.
I'm
sorry
clerk
record
to
die
asked
if
I
could
do
her
positions
as
part
of
the
pay
study
just
so
she
could
see
if
her
people
were
fairly
compensated.
So
I
agreed
to
that
and-
and
I
met
with
her
today
and
her
positions
are
we
did
we
did.
We
did
the
jq's
correctly
for
her
division,
so
that
was
just
a
favor
they're,
not
a
part
of
the
non-union
staffing
ordinance.
So
you
see
those
if
they're
court
related.
It's
there's,
there's
typically
a
tell
deputy
clerk.
A
G
Yes,
remember:
mccary
shot
in
my
head
a
little
bit
in
the
figuring
of
the
market
average
by
looking
at
different
cities
and
looking
at
their
employees
and
their
salaries
and
wages,
and
so
on
was
any
consideration
given
to
the
other
benefits
that
an
employee
at
some
at
another
location
may
or
may
not
be
receiving.
That
would
be
comparable
with
the
benefits
that
the
city
does.
G
G
A
Regarding
their
benefits
and
and
they're
all
over
the
place,
exactly
like
you
said,
there's
some
that
have
competitive
benefits
and
some
that
are
tough,
so
not
directly.
To
be
honest,
with.
K
A
Questions
not
directly
reflected
in
these
numbers,
but
with
the
salary
ranges
that
clements
and
nelson
provided
it
was
a
part
of
what
they
did
in
2020
to
make
the
pay
rates
okay.
So
I
didn't
directly
put
that
in
here
when
I
was
thinking
two
point:
four
percent
for
the
consumer
index.
I
wasn't
thinking
like
what
is
health
care
worth,
what
is
over's
worth
our
country
regionals
or
things
like
that?
What's
our
community
center
membership,
where
all
our
benefits
that
we
get.
G
C
Anyone
else
need
to
chime
in
on
this.
Yes,
mayor
I'll,
be
brief,
but.
H
I'm
sure
that
council
has
identified
this
again
it's
worth
reiterating,
and
that
is
that,
with
this,
the
new
payband
one
you
know,
starts
at
15
15.37,
an
hour
which
is
wonderful
in
getting
us
to
where
our
all
of
our
employees
are
receiving
a
living
wage
versus
what
it
used
to
be.
H
C
D
A
So
I
did
have
a
number,
and
after
I
met
with
the
department
heads
that
changed
a
little
bit,
that
difference
to
minimum
number
should
be
the
answer
to
your
question.
Council
numbers.
Finally,
so
all
together,
though,
add
those
together
and
multiply
them
by
2080
should
be
the
answer,
and
I
don't
I
don't
know
with
these
seven
positions
in
terms
of
how
you
know
those
are
just
proposals.
You
know
further
discussions.
A
C
Okay,
well,
we
are
still
on
agenda
item
number
one
and
we
will
move
on
now
to
compensation
and
benefits
and
if
I
understand
correctly,
clerk
walker
will
be
discussing
the
maripo
in
this
program.
Under
this
item
exactly.
E
A
Essentially,
this
is
something
that
I
I
just
wrote
in
procedure
form
because
it
helps
me
process
it,
so
the
the
gist
of
it
is
is
trying
to
find
an
opportunity
for
our
our
non-union
staff
to
to
seek
further
training,
not
only
from
a
college
standpoint
university
standpoint,
but
also
professional
certification
or
licensure
standpoint.
A
There
are
a
number
of
professional
certifications
and
licenses
and
degrees
that
people
can
get
that
are
directly
related
to
the
betterment
of
their
work.
So
with
that
said,
the
college
there's
two
parts:
there's
the
there's,
the
educational
incentive
for
the
degree.
A
So
if
a
person
is
required
to
have
an
associate's
degree
to
have
the
job
to
get
the
job
of
the
city,
they
would
not
be,
they
would
not
qualify
for
the
educational
incentive
for
the
degree,
but
if
they
went
on
to
get
their
bachelor's
in
a
program
that
is
related
to
their
work,
they
would
be
eligible
for
a
annual
incentive
for
their
degree
750,
and
that
would
be
broken
down
over
26
pay
periods.
It
would
be
a
part
of
their
hourly
wage
instead
of
a
stipend.
A
You
get
credit
for
one
educational,
one
degree.
So
if
someone
has
17
degrees,
they
get
paid
for
one
their
choice,
same
thing
with
the
professional
certification
or
licensures.
So
if
you're
required
by
your
job
to
have
a
certain
professional
certification
or
license,
then
you
wouldn't
be
eligible.
If
you
had
that
license,
it's
part
of
your
job,
but
if
you
would
get
another
level
of
that
license,
let's
say:
wastewater
3
is
required
to
get
the
job.
A
If
the
person
gets
their
four,
they
would
be
eligible
for
a
search,
a
stipend,
250,
stipend
and
then
same
thing
that
would
roll
into
the
26
pay
periods
per
hour.
Their
early
wage,
a
person
can
get
credit
for
up
to
two
professional
certifications
or
licenses
again
I'll
use
the
number
17.
If
someone
wants
to
go
out
there
and
get
17,
certifications,
certifications
and
licenses
and
more
power
to
them,
but
they're
getting
you
a
page
or
two
in
this
proposal.
A
This
eliminates
people
from
getting
a
certificate
in
a
program
that
is
done
one
and
done
it
has
to
be
something
that
you
maintain
over
time
with
ceus
or
equivalent,
it
could
be
hours
in
a
piece
of
equipment
has
an
equivalent
that
that's
something
that
happens
in
in
construction
or
the
police
department.
C
D
B
Thank
you,
member
crowd.
I
was
curious.
How
is
it
for
determining
like
specifically
with
the
professional
certification
and
license
to
share
it?
How
is
it
determined?
Is
it
just
like
best
judgment
like
if
they
get
something
that
is
seems
to
be
related
to
the
field?
They
would
need.
B
Gotcha,
okay,
that's
interesting
yeah!
I
just
my
own
brain
went
to
just
having
a
medical
background,
the
idea
of
like,
like
our
firefighters,
potentially
if
they
wanted
to
getting
like
an
emt
basic
certification
like
and
that
sort
of
thing
I
mean
to
me.
That's
that's
a.
I
would
love
it
if
we
could
offer
an
incentive
for
them
to
have
that,
because
that's
a
great
tool
to
have
in
their
pocket.
L
I'd
like
to
see
programs
similar
to
this
for
people
who
are
part-time
or
seasonal,
you
look
at
a
lot
of
our
seasonal
people.
They
have
have
to
have
licensure
and
certification
to
be.
You
know
to
work
with
kids
to
work
with
the
at
this
like
being
lifeguard
and
those
sort
of
things,
they're
professional.
L
They
have
to
take
certification
requirements,
and
they
should
you
know,
be
seen
as
professional
and
wanting
to
make
those
positions
also
as
high
quality
as
possible,
because
they
are
very
front,
are
front,
face
forward
base
front
forward.
One
of
those
sorry
thank
you.
C
C
J
A
Yeah
we
have
a
tuition
policy
reimbursement
policy.
We
also
have
some
licensure
pay
in
our
union
contracts,
so
there
is
some
history,
but
from
the
non-union
standpoint,
from
a
professional
certification
and
and
licensure,
I
think
what
engineer
is:
is
a
stipend
and
and.
A
H
If
I
may
please
to
kind
of
add
to
that,
the
firefighters
also
if
they
get
their
fire
inspector
certification,
they
also
get
seven
dollars
and
fifty
cents
per
pay
added
on
as
an
incentive
to
get
their
firefighter
fire
inspection
certification
through
the
fire
academy.
That's
great.
C
M
M
No
because
we
have
a
firefighter
who
has
taken
advantage
of
that,
it's
been
a
place
for
a
long
time.
I
can
send
that
out
to
easily
and
it
goes
right
along
with
what
ron
is
presenting.
M
If
you
want
to
get
a
degree,
a
dance
degree,
the
city
will
pay
for
it.
It
does
need
to
be
related
to
your
position
and
that's
basic.
I
mean,
let
me
tell
you
more
about
it,
but
we
don't
have
a
lot
of
people
to
take
advantage
of
that,
but
we
do
have
someone
right
now
and
so
yeah
okay,
so
we
already
have
that
in
place
for
people
to
do
that
and
for
the
city
to
pay,
for,
I
think
that's
the
other
thing.
It's
not
really
addressed
in
ron's.
B
E
M
J
It
might
be
just
that
I
need
clarification
on
having
a
university
lens
when
it
comes
to
incentive
programs,
professional
development
funds
and
merit
based
increases.
There
are
times
when
we're
doing
well
financially
and
those
things
are
in
place
and
they
happen
annually,
and
then
there
are
times
where
it's
years,
where
we
don't
so
this
to
me
indicates
that
there
would
be
funds
to
do
such
a
thing,
and
that's
good
news
is
that
a
correct,
read.
A
When
I
wrote
this,
I
I
didn't
take
that
in
consideration.
You
know
I
wasn't
thinking
the
funds
that
we
have
available,
so
I
I
don't
know
how
it's
going
to
impact.
I
don't
even
know
what
it's
going
to
cost
without
doing
some
guesses.
You
know
so.
I
A
D
N
Well,
auditor
hector
answered
my
primary
question,
which
was
that
you
know
about
whether
or
not
the
the
city
would
pay
for
the
cost
of
the
continuing
education
or
licensure,
and-
and
I
think
that
that
is
a
a
great
policy,
because
it's
really
invaluable
to
encourage
our
employees
to
continue
their
education
and
to
be
sure
that
that
everyone
stays
current
in
a
wide
range
of
things
relevant
to
their
field.
So
I
I
just
I
appreciate
the
effort
that
has
gone
into
this
and
the
recognition
of
the
value
in
in
rewarding
continuing
education.
N
So
that's
that's
my
primary
comment
and
I
I
like
that
that
we're
working
to
acknowledge
the
value
of
of
these
incentives
for
our
non-union
employees
as
well.
Thank
you.
C
So,
just
to
make
the
obvious
point,
I
think,
which
is
that
having
been
lead
certified
for
a
while
and
needing
to
get
continuing
education
hours
for
that
certification
that
can
get
costly
as
well.
You
know
is
that
if
you,
if
you
are
going
to
take
the
online
course
which
gets
you
those
hours
and
you
need
12
hours,
you
know
that
adds
up
too.
So
there
are
costs
to
all
of
these
things
and
remember
mccary's
question
about:
can
we
pay,
for?
C
It
is
my
big
question
and
there's
lots
of
programs
that
we're
considering
here
and
lots
of
changes
and
there's
a
bottom
line
here
that
we
all
need
to
keep
our
eye
on,
even
though
it's
great
and
our
employees
deserve
it,
and
all
these
incentives
are,
are
our
good
things
to
keep
a
up-to-date
city
and
continuing
education
and
learning
more
and
you
know,
but
there's
a
cost.
C
Okay,
anything
else
on
the
incentive
program,
other
questions
or
other
city
administration.
C
Okay,
yes,.
N
Please
remember
grace
number
five
to
sort
of
bring
my
comment
and
your
comment
together,
perhaps
clarifying
in
the
language
that
there
is
a
a
set
limit
to
the
number
of
not
just
the
number
of
certifications
that
an
employee
could
be
like
that
their
their
wages
would
increase
for,
but
also
a
limit
to
the
number
of
courses
and
certifications
that
the
city
will
pay
for
someone
to
acquire
as
multiple
continuing
education
courses
are
certainly
expensive.
C
Okay,
still
on
agenda
item
one
we
also
have-
and
I
I
don't
know
if
this
came
from
so
that.
A
This
is
the
sas
ordinance.
I
was
I
I
I
updated
yeah
ordinance
to
there's
a
big
sheet
and
there's
a
smaller
sheet.
That's
excited.
A
C
Sorry,
we
have
one
more
program
to
consider
under
compensation
and
benefits
before
we
get
to
staffing.
G
A
A
Okay,
so
the
the
merit
bonus
program
is,
I
have
a
slide
here,
the
the
explaining
the
the
purpose
and
then
kind
of
like
a
a
process
that
we
were
wanting
to
use.
A
So
the
merit-based
program
would
provide
an
opportunity
for
our
department,
heads
and
supervisors
to
tie
them
fully
evaluation
into
a
stipend
which
would
be
a
real
stipend.
The
bonus,
instead
of
something
that's
tied
into
the
hourly
rate,
and
this
this
would
allow
our
supervisors
to
provide
a
bonus
to
employees
with
a
percentage
that
was
approved
by
council.
A
What
we're
proposing
is
pay
grades,
one
to
seven
will
have
a
range
of
zero
to
five
percent
that
supervisors
departments
could
use
for
merit
base
and
pay
grades.
Eight
to
twelve
would
be
zero
to
two
percent
that
council
could
approve,
and
this
would
be
a
percentage
given
from
an
employee's
annual
performance
evaluation.
E
A
The
the
information
to
the
author's
office
so
that
the
the
merit
base,
the
the
merit
bonus,
would
be
given
at
the
beginning
of
the
year.
So
it's
not
proposed
for
calendar
year
2021,
it's
proposed
to
begin
in
2022,
so
I
also
wrote
a
procedure
on.
A
As
well
so
again,
eligibility
for
full-time,
regular
employees
that
have
been
here
for
one
year
mayor
bonus
is
not
retroactive
for
terminated
employees,
things
of
that
nature,
and
so
that's
the
that's
the
gist
of
that
and
on
the
back
of
the
proposal
has
some
cost
estimates.
This
one
actually
came
from
the
honors
office
with
our
current
pay
grades.
A
A
This
chart
has
what
that
would
cost
and
if
you
add
all
these
up,
that
would
be
the
total
cost
for
all
pay
grades,
one
to
seven
getting
five
percent,
eight
to
twelve
getting
two
percent.
C
A
A
A
M
A
G
G
The
gist
of
it,
though,
is
that
this
type
of
merit
scheme
doesn't
really
do
much
to
improve
employee
morale.
It
doesn't
do
much
to
really
increase
productivity,
especially
in
the
service
industry,
which
is
what
what
we
are
we're.
Not
we
don't
make
a
product
where
you
could
actually
measure
the
output
of
an
employee.
G
When
I
worked
for
exxon
rule
number,
one
was
never
tell
anybody
how
much
money
you're
making
it
would
hurt
their
feelings.
That's
the
idea,
but
here
everybody
knows
it's
all
public
record.
So
some
people
are
it's
inevitable.
You're
going
to
have
situations
where
people
say
wait,
a
minute.
Why
are
they
getting
that?
I.
E
G
I've
seen
them
work
they're,
not
that
good,
I'm
just
as
good.
How
come
I
didn't
get
a
bonus.
In
other
words,
morale
gets
affected
and
I
just
don't
really
see
how
this
is
going
to
help
anything
yeah.
A
one-time
shot
bonus,
that's
nice,
but
is
the
employee
motivated
by
the
idea
I'll
get
a
bonus
at
the
end
of
the
year
or
or
I
might
because
it's
competitive
now
you've
created
a
situation
where
everybody's
competing.
G
Now
you
could
just
give
everybody
a
bonus
at
the
end
of
the
year.
I
don't
see
anything
here
in
this
plan
that
says
you
can't,
but
you
can't
do
that.
I
mean
we
could
blow
the
budget.
We
can't
do
that.
So
I
just
see
how
I
I
see
more
problems
here
than
it's
actually
worth.
I
mean
I
mean
right
now
for
better
for
worse,
we
have
a
system
that
is
working.
G
G
I
think,
according
to
this
study,
that
when
you
actually
interview
people
about
what
makes
you
get
up
in
the
morning
to
go
to
work,
pay
comes
down,
maybe
reason
number
four
or
five.
G
It's
more
of
I
enjoy
what
I'm
doing.
I
believe
it's
important.
I
like
the
working
environment.
I
like
doing
what
I'm
doing
as
opposed
to
okay.
Here's
a
two
thousand
dollar
check
at
the
end
of
the
year.
So
that's
my
criticism
of
it.
I
just
say
this
is
a
proposal,
but
that's
where
I
stand.
I
mean,
as
it
stands
right
now.
I
would
vote
against
this
I'll,
be
honest,
I'll,
be
up
front.
There.
M
I
understand
what
you're
saying,
but
that's
not
what
we
are
finding
from
what
people
say.
I
think
the
mayor
would
agree.
We've
heard
a
lot
about
morale
in
the
city
and
I
think
the
problem
now
is:
there
are
people
who
are
working
really
hard
and
there
are
people
who
take
every
other
friday
off
who
come
in
late
every
day.
M
Don't
really
push
themselves
sitting
next
to
someone
who's,
making
the
same
amount.
So
the
way
it
is
now
well,
that's
fair,
but
it's
not
and
right
now,
in
a
way
we're
punishing
the
people
who
do
work
hard,
who
do
go
above
and
beyond
and
and
letting
the
other
people
kind
of
slide
and
know
it
isn't
all
about
the
money.
M
But
that's
the
other
part
about
this
is
years
ago
we
did
evaluations,
supervisors
did,
and
so
this
would
involve
an
annual,
regular
evaluation
that
supervisors
would
do
and
that's
where
you
would
let
your
employees
know
what
they're
doing
well
and
what
where
they
need
to
improve,
and
then
you
show
them
that
and
yeah.
You
know
what
so
I
have
five
people
under
me
and
and
yeah.
They
might
all
get
a
bonus.
It
might
only
be
one
percent.
M
If
you
tell
me,
you
want
to
give
everybody
in
your
office,
five
percent,
then
I'm
gonna
say
no,
you
know
come
back
and
and
redo
these,
because
I
know
that
they
don't
all
necessarily
deserve
it.
That's
not
a
reward
either
and-
and
you
know,
as
far
as
being
subjective
right
now,
the
subjectiveness
is
is
weighed
against
the
people,
who
do
work
really
hard
and
go
above
and
beyond,
and
the
people
who
don't
get
the
same
annual
cola
raises
as
everybody
else
so
where's
their
incentive
to
improve
themselves.
G
Well,
there's
two
parts
to
your
argument.
I
see
one
is
an
evaluation
of
employees,
your
performance,
which
naturally
any
business,
would
want
to
do
that.
You
know
sit
down
and
say
well,
this
is
what
you're
doing
right
or
wrong
right,
but
then
the
other
part
is
you're,
saying
well,
okay,
because
I
believe
you're
doing
much
better
than
anybody
else.
Here's
some
extra
money,
yes
yeah,
but
so.
G
G
M
G
Yeah
you,
I
know,
you've
got
five
people
and
you
you
supervise
them
and
you
look
over
their
shoulder
and
you
say
yeah
you
guys
are
coming
in
on
time
and
if
someone
doesn't,
I
know
you
you're
going
to
be
right
on
top
of
them
and
say:
hey
get
your
act
together
or
you're
out
the
door,
which
is
what
every
supervisor
really
should
be
doing
so
I
mean,
are
there
exam?
Can
you
give
give
us
examples
so
far.
G
M
M
You
know
when
they
you
know
deal
with
other
people
who
aren't
is
just
not
it's
just
not
enough
in.
You
know
my
opinion,
but.
D
I
I
can't
help
but
feel
that
I
agree
somewhat
with,
but
member
reisner
only
because
you
know
we
have
these
e,
these
measurable
metrics
that
we're
using
to
look
at
the
pay
bands
and
the
measurable
metrics
to
look
at
the
tuition
and
the
furthering
your
education,
and
those
are
things
that
we
can
quantify
and
look
at
and
you're
going
to
find.
D
Probably
the
people
you're
talking
about
who,
who
you
say
are
deserving
of
these
merit
bonuses
who
are
going
to
pursue,
pursue
those
things
and
they're
going
to
be
rewarded
for
that,
and
but
if
we're
talking
about
people
who
are
doing
their
jobs
versus
people
who
are
not
doing
their
jobs,
it
sounds
like
we
need
to
be
addressing
the
people
who
are
not
doing
their
jobs
in
some
way,
either
discipline
or
having
a
side
conversation
or
something
to
bring
them
up.
What
do
we
do
to
help
bring
them
up?
So
we're
not.
M
Well
and
again,
I'm
not
sure
I
agree
that
someone
else
getting
a
merit
raise
and
they
don't
is
an
incentive
if
they're
gonna
bring
bring
their
what
they
improve.
What
they're
doing
you
know
there
has
to
be
something
to
motivate
them
if
their
pay
isn't
going
to
change,
because
it's
set
in
in
our
thing,
you
know
what's
gonna,
why
should
they?
You
know
because.
G
G
First-Class
employees
is
dangling
as
a
carrot.
At
the
end
of
the
year
I
mean.
If
someone
is
such
a
slacker,
you
think
two
thousand
dollars
is
going
to
make
them
better.
G
M
Maybe
not
maybe
we'll
make
them
think
about
it.
I
I
don't
know
yeah,
I
don't
know,
but
that's
the
whole
thing.
This
is
the
the
annual
program
that
council
has
control
over
just
like
they
have
control
over
what
the
coal
is
going
to
be
from
year
to
year
and
how
they
want
to
set
it
up
and
and
the
percentages
and
yeah
there
just
are
people
that
really
work
very
hard
and
go
above
and
beyond
what
their
basic
duties
are.
That
should
be
recognized,
and
you
know
that's.
M
M
Tuition
policy
in
place,
for
you
know
quite
a
while,
and
you
know
it
it's
hard
for
people
to
do
that.
I
work
full-time,
I'm
not
going
back
to
school,
you
know
and-
and
it
would
be
great
and
I
like
the
idea
of
the
certifications,
which
is
what
ron
really
likes.
That
can
are
a
little
bit
less
of
a
commitment
but
could
improve
your
diff
say
for
me,
one
that
I
could
get
is
cpim
credits,
which
is
a
certified
public
investment
manager,
because
I
work,
but
it
it
involves
several
classes.
M
It
involves
the
license
and
and
continuing
out,
and
you
know
something
that
would
help
me
in
my
position
and
actually
be
a
certificate.
Now
I
don't
qualify
for
this
stuff,
but
you
know
as
an
example.
M
As
far
as
you
know,
going
back
to
college
is
a
big
commitment
and
I
would
love
to
see
more
people
do
it,
but
it
just
doesn't
happen
that
often.
N
M
We're
not
going
to
have
a
big
flood
of
people
trying
to
get.
You
know
this
extra.
These
extra
rates,
a
lot
of
what
we
pay
extra
for
in
the
other,
like
union
contracts
and
stuff
are,
are
things
that
are
required.
If
you
have
a
certain
number
of
licenses,
you
know
level
one
level,
two
level
three,
you
know
it's
based
on
that,
but
they're
required
for
the
position
and
if
an
associate's
degree
is
required
for
your
position,
as
in
my
office,
they're
not
going
to
get.
N
M
N
Okay,
so
I
have
a
lot
of
concerns
about
this
approach
to
incentivizing
work
in
general.
It
is
not
just
within
the
city
in
nearly
every
field
of
work.
Right
now,
morale
is
very
low.
People
are
burned
out,
people
are
stressed,
people
are
tired.
People
have
this
never-ending
feeling
of
doom
and
gloom.
They
don't
know
when
the
pandemic
is
ending
and
they
are
exhausted.
N
It's
it's
something
I
work
with
every
day
in
my
other
job,
and
so
I
I
want
to
to
just
raise
that
that
that
workers
are
tired
and-
and
we
definitely
need
to
acknowledge
that,
but
with
that
comes
the
the
way
we
honor
all
of
our
staff
and
all
of
our
employees,
and
respect
that,
maybe
that
person
who
sits
down
at
eight
o'clock
and
is
has
their
code
on
at
4
pm
it's
because
they
have
a
whole
lot
in
their
world
outside
of
work.
N
Maybe
they
have
sick,
family
members
other
things,
and
we
should
not
be
telling
people
boy.
You
have
to
go
above
and
beyond
your
job
description.
To
get
this
bonus,
be
I,
I
think,
expecting
people
to
do
what
is
expected
of
their
job,
what
they
were
hired
to
do
and
reaffirming
we
value
that,
and
that
is
enough.
N
We
appreciate
the
work
you
are
putting
in.
You
are
doing
your
job
and
if
there
is
someone
who
is
not,
that
needs
to
be,
we
need
to
be
having
evaluations
with
supervisors
with
department
heads
managers,
whoever
is
in
that
supervisory
role
for
employees,
they
need
to
have
evaluations
and
they
need
to
be
reaching
out
to
staff
and
saying
hey.
N
You
know
what
you're
kind
of
struggling
with
your
workload.
I
see
that
what
can
we
do
to
help?
What
what
additional
information
do
you
need?
What
facilitations?
What
is
what
is
causing
the
struggle
right
now?
What
can
we,
as
a
team,
do
to
support
you
and
the
people
who
choose
to
work
longer
hours
or
go
above
and
beyond
yeah?
We
can
say
boy.
N
I
appreciate
that,
but
I
I
we
live
in
a
society
that
tends
to
incentivize
all
work,
our
lives
or
work
work
work
and
I
don't
think
we
want
to
add
pressure
to
people
to
say
just
just
doing
what
is
expected
of
you
is
not
enough.
We
want
to
make
it
a
competition,
because
if
everyone
is
doing
slightly
more
than
expected,
then
who's
going
to
stand
out
to
to
get
the
this.
This
extra
bonus
and
if
we
we've
stated
we're
not
going
to
just
say:
okay
boy,
everybody
gets
maximum
bonus.
N
M
M
M
You
know,
as
I
said,
doing
other
things
or
you
know,
but
we
have
highs
and
lows
for
workload
in
our
office
and
there
are
times
when
we
expect
everybody
to
pitch
in
opening
mail
say
at
tax
time.
You
know
and
then,
when
you
have
people
that
don't
do
it
and
it's
not
because
they're
too
busy
in
their
duties.
You
know-
and
it's
just
and.
N
M
N
M
N
L
I
remember
when
ou
did
their
incentive
benefit
thing
and
in
the
departments
that
were
collegial
and
got
along
cause
friction
and
in
those
departments
where
they
weren't
getting
along
at
all.
It
caused
huge
amounts
of
problems,
because
people
saw
favoritism
happening
and
all
these
other
things.
I
think
that
we
need
to
realize
that
a
lot
of
merit
right
now,
especially
when
you
talk
about
merit.
L
Some
employees
are,
they
have
an
easier
time
meeting
those
because,
like
sales,
those
sort
of
things,
that's
when
you
start
getting
logical
ways
of
making
merit
if
you
are
an
absolutely
great
salesperson,
but
in
a
lot
of
ways,
especially
with
the
city
you're.
Dealing
with
a
lot
of
people
who
are
doing,
inter,
like
this
person
over
here
may
be
awesome
at
getting.
The
person
who
has
come
in
the
citizen
has
come
in
who's,
complaining
about
the
water
they're
awesome
at
being
able
to
talk
people
down
now,
that's
not
a
metric.
L
So
I
think
that
we
need
to
look
at
that,
especially
especially
when
we're
looking
at
our
on
our
non-union,
because
that's
something
that
they've
already
been
dealing
with,
and
I
think
that
it's
very
important
to
look
at
that,
especially
when
it
comes
to
supervisors,
because
there's
always
issues
with
that.
J
Thanks
two
questions:
I'll
try
and
be
quick.
The
first
actually,
maybe
I
can
combine
them
and
either
of
you
might
prefer
to
take
this.
But
can
you
summarize,
what's
already
done
procedurally
in
terms
of
evaluation,
to
address
poor
performance
and
then
the
second
question
is:
are
there
employee
satisfaction
measures
that
we
already
know
that
would
give
us
clearer
indicators
about
issues
like
morale,
so
we're
getting
there.
A
A
A
Did
so
yeah,
so
there
are
some
numbers
that
we
did
have
from
bamboo
in
terms
of
employees.
Feelings
58
did
not
feel
valued
according
to
the
results
from
the
the
bamboo
system.
J
A
A
C
Director
lucas
is
that
a
one
time
a
year.
I
know
that
this
process.
A
The
check-in
process
is
an
annual.
We
could
do
more
check-ins.
That
would
be
a
something
that
we
could
certainly
look
at
in
terms
of
doing
quarterly
reviews
or
opportunities,
but
the
current
evaluation
structure
is
annual.
C
C
It
just
seems
to
me
that
there
are
some
processes
that
need
to
be
tested
and
piloted,
and
we
have
an
effective
evaluation
system
that
might
might
coordinate
with
a
merit-based
program.
That's
just
one
of
my
concerns
other
questions
from
other
council
members
on
the
merit-based
program
committee,
administration.
C
A
A
So
we
have
a
third
of
a
person
getting
paid
out
of
general
fund
and
that
same
person
might
be
paid
out
of
the
street
pot.
You
know,
for
example,
so
just
all
this
all
the
positions
are
included
on
this.
The
yellow
highlights
are
changes
to
the
current
stacking
ordinance.
So
you
might
look
now
through
there.
You
will
see
different
positions
and
where
they're
proposed
to
be
paid
from
some
positions
might
be
struck.
A
For
example,
the
project
assistant
at
the
street
department
is
that
that
position,
eddie
pw,
is
getting
struck
and
there's
a
proposal
to
create
a
new
position
that
will
do
those
duties
and
some
others.
So
that's
what
this
document
includes.
A
The
city
as
a
whole
and
for
recreation,
community
center
programs,
so
that
would
include
the
pool
or
daycare
summer
camp
things
of
that
nature.
The
proposal
is
the
current
rates
and
I'm
sorry,
I
didn't
include
the
current
rates
on
here.
The
current
rate
was
nine
to
three
dollars
above
this
proposal
was
11
to
250.
Above
for
most
positions,
the
auxiliary
police
staff
is
different,
their
pay
is
tied
to
full-time
police,
salary
and
then
on
the
community
center
recreation
program.
Personnel.
A
The
same
concept
for
the
majority
is
11
to
250
above
so
11
to
13.50
an
hour
would
be
what
we
were
proposing
to
pay.
The
seasonal
and
recreational
staff
head
lifeguard
would
be
12
to
250
above
personal
trainer
13
to
3.
Above
so
that's
how
this
document
reads.
Basically,
if
there's
a
yellow
line,
it's
a
proposed
change.
A
A
Multiple
responsibilities
include
implementing
diversity,
equity,
inclusiveness,
programming
into
the
city,
also
being
a
training
coordinator
for
all
of
our
full-time
seasonal
training,
opportunities,
cpr
workplace
violence,
sexual
assault,
sexual
violence,
things
of
that
nature
that
we
have
annually
that
we
need
to
get
done
and
then
also
some
hr
coordinator
type
responsibility
as
well.
So
the
thought
process
is
that
that
position's
probably
going
to
score
at
around
a
pay
grade.
Six
and
then
the
construction
engine,
construction
manager,
working
out
of
engineering
public
works
is
thought
to
probably
score
somewhere
around
the
pay
grade.
A
Eight
just
for
reference
pay
grade.
8
is
kind
of
reserved
for
assistant
director
type
positions.
That's
why
there's
not
a
whole
lot
of
people
in
it,
because
we
don't
have
a
whole
bunch
of
assistant
directors.
We
have
one
so
this
position
once
the
job
description
is
built.
It
will
probably
score
in
that
range.
A
So
those
are
those
are
why
those
positions
are
there
and
the
job
descriptions
and
the
job
analysis
questionnaires
aren't
complete
yet,
but
it's
my
feeling,
based
on
the
other
jq's
that
I've
done
and
what
I
think
those
positions
are
going
to
do.
They'll
score
in
that
area.
C
I
think
a
dei
training
coordinator
is
a
very
important
position
for
the
city.
We
do
have
a
diversity
and
inclusion,
robust
training
coming
up
for
all
city
employees.
Will
this
position
like
continue
those
you
know
conversations
or
be
involved
in
that
training
or.
A
H
You
there
I
do
yes
with
the
the
national
league
of
cities,
race,
equity,
leadership,
council
training
that
we
are
going
to
be
going
through
as
council
is
aware.
There
will
be
is
part
of
the
contract
that
we
are
currently
under
with
the
national
league
of
cities
that
there
will
be
the
train,
the
trainer
component
to
it,
and
this
individual
would
become
one
of
those
trained
training
instructors
which
will
be
helpful
for
us
when
it
comes
to
onboarding
new
employees.
It
will
be
helpful
for
us
for
annual
refresher
training
as
we
continue
down
this
journey.
H
One
of
the
things
that
I
have
also
requested
of
the
hr
director
is
that,
and
this
is
a
tall
bill
to
fill,
but
it's
also
going
to
be
someone
who
is
going
to
serve
as
our
ada
coordinator
for
the
city
of
athens
as
well,
and
understand,
ada,
understand
accommodations
that
we
have
to
provide
in
hiring
someone
with
a
disability,
whatever
that
that
may
be
for
all
people.
So
it's
going
to
be
there's
going
to
be
a
lot
of
responsibility
for
this
particular
position
and
as
ron
indicated,
it
would
be.
H
You
know
the
dei
and
ada
in
my
mind
when
I
started
thinking
about
the
workload
that
the
hr
department
is
under
right
now
with
two
employees
that
we
we
need
to
create
a
position
with
these
particular
areas
at
the
fore
with
them
moving
forward.
H
I'll,
I'm
sure
there
probably
are.
I
can
certainly
engage
with
the
ohio
mayor's
alliance.
They
would
probably
be
my
first
go-to
with
what
are
the
bigger
cities
doing
the
some
of
the
more
diverse
communities?
What
are
they
doing?
I
can
also
reach
out
to
the
mayor's
partnership
for
progress
and
see
what
my
southeast
ohio
counterparts
what
they
have.
H
I
suspect
I
don't
have
any
knowledge
on
this,
but
I
would
suspect
that
there
are
very
few
positions
of
this
nature
in
our
part
of
the
state,
largely
because
these
are
you
know.
The
city
of
athens
is
the
largest
city
in
southeast
ohio
and
that's
not
to
say
that
we
can't,
you
know,
create
this
position,
but
I
will
certainly
get
to
work
tomorrow
and
start
talking
to
my
colleagues
on
the
ohio
mayor's
alliance
and
see
who
has
a
position
and
it's
likely
in
the
larger
cities.
C
Thank
you,
council
first
committee.
First
other
questions
about
this
or
other
staffing.
Yes,
member
grace.
N
I
I
just
wanted
to
say
that
I
I
know
some
people
who
live
in
westerville
ohio
and
they
have
recently
added
a
diversity,
equity
and
inclusion
director
for
the
the
city
of
westerville,
which
is
yeah
slightly
larger
than
athens,
but
but
just
as
a
city
that
has
recently
added
that
to
their
their
city,
staffing.
I
thought
that
might
be
one
to
look
into.
J
You
I
understand
that
this
position
does
not
yet
exist.
I
am
curious,
though,
about
any
preliminary
thoughts
about
the
support
it
would
have.
I
see
that
some
positions
have
interns,
I'm
curious
about
even
commissions
that
already
exist.
That
can
help
with
this
kind
of
work,
like
our
athens
community
relations
commission-
and
I
guess
I'm
wondering,
though,
when
we
have
things
like
performance
evaluations
that
only
get
like
an
83
complete
rate,
and
we
have
a
three
module
training
that
we're
trying
to
get
all
employees
to
do.
J
What
can
we
do
to
set
this
position
up
for
success?
Support
wise,
like
how
do
we
actually
make
this
person
be
able
to
get
all
these
people
through
all
these
trainings
over
that
much
time
when
we
are
having
similar
challenges
with
like
just
completing
performance
evaluations,.
H
H
And
I
agree
with
what
you're
saying
your
comment
and
that
way
this
is
a
position
as
we
stir
it
up
that
we
do
need
to
provide
support
and
possibly
having
several
other
interns,
or
you
know,
an
intern
or
two
to
help
and
assist.
H
I
also
feel
that
you
know
this.
This
person
will
probably
engage
quite
frequently
with
the
racial
equity
coalition
and
that's
part
of
the
in
my
mind,
the
beauty
of
this
position.
Now
we
have
a
direct
link,
we're
just
always
going
on,
although
I
engage
with
the
racial
equity
coalition.
Often
this
is
going
to
be
someone
who's
dedicated
to
providing
that
continuity.
C
Other
comments,
I
believe,
for
the
construction
manager
director
lucas.
There
are
a
number
of
project
assistants
in
street
and
sewer
and
water.
That
will
be
shifted
over
to
really
to
really
become
that
not
to
become
that
position,
but
funding
wise,
correct
okay.
So
some
of
the
the
project
assistant
is
actually
going.
C
A
Yes,
I
I
just
had
one
more
document
it
all.
This
is
it's
it's
it's
it's
a
simple!
It's
a
simple
read,
but
basically
this
takes
all
of
the
blue
yellow
green
document
and
makes
it
a
nice
little
one
paper.
So
you
can
just
see
the
current
k
band
versus
the
new
and
then
who
always
do
that
what
all
positions
are
in
there.
So
this
has
been.
C
Questions
about
that
final
document,
okay:
we
are
done
with
item
one
on
finance
and
personnel's
agenda.
Tonight
we
will
move
on
to
item
which
is
third
party
health
insurance
administrator
the
contract.
I
believe
we
have
the
2021
contract
on
our
drive
and
I'm
assuming
this
is
rolling
this
over
and
having
the
same
contract.
I'm
not
sure
exactly
what
the
item
does
the
city
administration
care
to
discuss
the
third
party
health
insurance
administrator
contract?
C
That's
what
I
assumed-
and
we
heard
from
member
eisner
about
the
quality
of
the
city
of
athens
health
insurance
program,
so
that
does
cover
the
these
next
two
items
and
then
we
are
on
to
item
number
four,
which
is
to
reduce
the
2021
year.
End
appropriations.
Yes,
I'm
sorry
mayor.
H
Just
back
to
the
tpa,
you
know,
I
I
feel
extremely
comfortable
with
our
tpa.
Our
current
tpa.
Our
tpa
has
done
an
outstanding
job
in
helping
the
city
identify
cost
savings
in
a
number
of
different
ways,
and
so
this.
C
C
C
M
Was
an
issue
brought
up
by
our
auditors
several
years
ago
and
they
asked
that
we
do
this,
that
we
not
leave
appropriations
on
the
books.
So
if
we
appropriate
200
000
for
supplies
in
a
fund
and
our
revenue
doesn't
come
in
to
cover
that,
even
if
we
only
spend
100
000,
because
we
didn't
have
the
revenue
to
to
pay
for
any
more
than
that,
it
looks
like
we
could
have,
which
is
against
the
law.
M
We're
not
allowed
to
spend
money,
we
don't
have,
and
so
they
like
us
to
bring
the
appropriations
back
down
so
that
they
are
under
what
what
you
know
they're
more
in
line
with
our
actual
revenue.
D
Just
one
quick
question:
auditor
heck:
were
there
any
surprises
in
terms
of
what
you
had
to
bring
back
down
or
were
there
were
you
anticipating
those
adjustments.
M
Well,
no
I'd
say
over
the
years
we
look
at
this
stuff
a
lot
more
closely.
The
budget
we
put
out
there
and
approved
this
year
was
a
lot
less
than
than
it
was
the
year
before
because
of
covet
and
all
the
different
things
that
were
going
on,
and
we
also
do.
M
Came
you
know
spring
and
summer
after
things
kind
of
blew
up,
you
might
say
in
march,
so
it
can
happen
anytime
and
then
I
those
usually
happen
specifically,
but
this
one
will
be
pretty
much
every
appropriation
that
that
isn't
really
in
line
with
the
budget
for
every
department,
and
so
our
books
are
a
lot
cleaner.
At
the
end
of
the
year.
C
Thank
you,
okay
and
the
last
item
on
our
agenda
for
tonight
are
appropriations
and
transfers.
There's
only
really
one
transfer
that
the
finance
and
personnel
committee
needed
to
discuss.
There
were
two
others
that
will
be
covered
under
traffic
transportation,
but
for
us
the
engineering
and
public
works
department
has
requested
a
transfer
of
39
thousand
dollars
for
valve
replacement
at
the
wastewater
treatment
plant.
C
I
Thank
you
president.
Thank
you.
Yes,
what
we'd
like
to
do
is
go
with
committee
of
the
whole
recognizing
that
there's
a
discussion
and
somebody
here
in
the
audience
who
may
have
information
to
present
on
the
sustainability
action
plan
and
adding
a
biodiversity
conservation
plan,
so
you've
waited
a
long
time.
I
B
I
Because
I
think
you
have
a
lot
of
the
information
we
were
presented
with
a
a
summary,
a
very
nice
summary
and
then
also
the
full
conservation,
the
biodiversity
conservation
plan
that
council
members
have
hopefully
had
time
to
scan
through
to
look
at
it.
C
Yes,
the
athens
sustainability
plan
focuses
on
a
number
of
very
specific
areas
within
the
city
and
a
few
years
ago
now,
chair,
deluck
amy
delock
joined
our
our
environment,
sustainability,
commission
and
she's
been
a
a
fabulous
leader
of
the
of
the
commission
and
her
expertise
is
in
these
areas
of
biodiversity,
conservation
and
so,
after
being
on
the
commission
for
a
bit,
she
asked
us
about
adding
a
biodiversity
conservation
piece
to
the
sustainability
action
plan
and
we
were
all
very
eager,
and
then
she
did
most
of
the
work
with
another
member
too,
of
the
of
the
commission,
and
I
came
up
with
a
robust
plan
for
a
feedback
that
we
worked
on
at
the
commission
for
some
time
and
finally
came
up
with
the
final
document
which
you
all
have
on
your
drive,
and
we
have
ms
delock
here
tonight
to
tell
us
about
this
if,
if
she
can
join
us,
thank
you
thank.
F
You
everyone
thank
you
for
your
interest
in
this
topic.
Again,
my
name
is
amy
delek.
I've
been
an
athens
resident
for
about
four
years,
but
prior
to
that,
we
lived
in
the
dc
area
for
about
20
years,
and
I've
actually
worked
for
a
dc
based
biodiversity
conservation
organization,
called
defenders
of
wildlife.
Since.
E
F
So
I
do
have
a
fair
bit
of
expertise
in
conservation
and
I
think
when
we
look
at
the
current
athens,
environment
and
sustainability
plan,
which
was
developed
before
I
got
to
athens
that
had
anything
to
do
with
the
committee,
but
that
plan
does
a
lot
of
wonderful
things.
For
you
know,
conservation
of
resources
really
starts
to
address
the
climate
crisis,
but
our
biodiversity
crisis
is
happening
in
parallel
with
our
climate
crisis.
The
two
are
interlinked:
they
feed
off
of
each
other.
F
We
are
at
risk
of
losing
up
to
a
million
species
globally
over
the
next
century.
Over
the
last
50
years,
we've
seen
a
75
percent
decline
in
insect
populations
worldwide,
three
billion
fewer
birds
now
than
there
were
when
I
was
born
50
years
ago
and
70
percent
decline
in
large
biomass,
large
mammal
biomass
worldwide.
F
So
we
really
started
to
think
about
what
can
the
city
do
to
do?
Our
small
part
in
helping
the
bio
address
the
biodiversity
crisis,
and
so
this
plan
is
geared
towards
a
number
of
things.
Fortunately,
we
have
a
wonderful
partner
in
the
university.
That's
really
already
doing
a
lot
of
this
work,
particularly
and
also
to
add
other
non
local
nonprofits,
like
rural
action,
are
doing
kind
of
these
assessments
and
inventories
of
what
our
biodiversity
is.
There's
all
kinds
of
species
lists
that
people
are
working
on.
F
I
naturalist
so,
like
you
know,
continuing
to
inventory
what
we
do
have
locally
continuing
to
assess
and
understand
the
threats
to
biodiversity,
which
include
climate
change,
habitat
loss,
invasive
species,
pollution
over
exploitation,
probably
not
as
big
of
a
deal
in
athens
as
some
of
those
other
ones,
but
certainly
you
know,
pollution,
pesticides,
loss
of
habitat
and
then
thinking
about
what
we
can
do
to
both
restore
and
protect
habitats
locally,
and
also
to
put
in
place
measures
that
help
some
of
the
species
that
are
compatible
with
urban
life
and
and
to
you
know
up
the
numbers
of
some
of
those
species,
including
bird
species
like
chimney,
swifts
bats,
which
are
very,
very
important
pollinators
and
insect
eaters
and
are
declining
precipitously
for
a
couple
of
different
reasons
globally
and
nationally.
F
So
this
this
plan
really
encourages
doing
things
like
protect
restore
habitats.
I
think
it
fits
very
nicely
with
the
b
city
b
campus
initiatives
that
have
been
going
on
which
again
try
to
address
that
insect
apocalypse
by
protecting
and
restoring
pollinator
habitat
and
reducing
use
of
pesticides.
F
So
this
is
a
you
know.
This
is
a
plant
that
would
fit
in
as
an
additional
piece
of
the
existing
sustainability
plan.
I
don't
see
it.
You
know
requiring
city
resources,
it's
really
more
of
just
a
framework
of
the
kinds
of
things
that
we
can
do
the
kinds
of
projects
that
we
can
suggest
to
master
students
and
honors
thesis
students
who
might
want
to
do
you
know
a
study
or
a
restoration
project.
It
can
help
us
guide
things
like
well.
F
Why
do
we
care
about
getting
rid
of
the
invasive
species
along
the
hocking
river
corridor,
because
that's
an
important
habitat
area
that
would
be
better
for
wildlife
and
species
if
it
was,
you
know,
restored
and
had
those
kind
of
species
removed,
and
I
think
in
general,
protecting
habitats,
enhancing
habitats
making
our
city
a
more
wildlife-friendly
place
is
also
a
really
good
way
to
just
sort
of
raise
the
profile
of
athens
as
a
wonderful
place.
To
live
so
I'm
happy
to
take
any
more
questions.
I
hope
that
that
helps
illuminate
the
plan
a
little
bit.
F
J
Thank
you.
That
was
a
really
really
helpful
and
appreciate
your
dedication
to
the
work
curious
from
your
perspective.
How
do
we
measure
progress
toward
these.
F
Sorts
of
goals,
great
questions,
so
I
did
put
a
number
of
metrics
in
in
the
plan
in
each
each
of
those
things.
So
you
know
for
for
calculated
number
of
species.
It
would
be
how
many
bioblitzes
does
rural
action
organize?
You
know
how
many,
how
many
groups
does
the
wayne
national
forest
take
out
to
identify
species?
How
many?
How
is
the
number
of
species
we
have
growing?
You
know
so
you
know.
Are
we
finding
the
species
that
we
have
there's?
F
F
There
are
things
like
acres
of
restored,
pollinator
habitat
or
number
of
restored
pollinator
habitat
projects,
for
instance,
our
arts
west,
is
considering
putting
in
a
native
pollinator
garden.
The
solar
project
that's
being
contemplated
right
now
is
also
thinking
about
doing
some
pollinator
habitat.
So
there
are
metrics
like
that
within
the
plant.
C
D
Medley,
thank
you,
member
crowl.
Thank
you
so
much
for
being
here
tonight
and
it
it's
a
great
way
to
kind
of
capture.
As
you
mentioned,
a
lot
of
things
that
are
already
happening
created
like
a
one
snapshot
baseline
of
where
we
are-
and
I
just
wanted
to
express
my
appreciation
for
you
to
bring
your
expertise
and
be
able
to
kind
of
and
and
give
us
this
gift,
essentially
of
something
that
we
can
look
at
and
consider
and
and
then
find
shortcomings.
D
D
C
Thank
you,
ms
delac,
and
I
I
just
want
to
say
too
that
member
fall
taught
me
years
ago
on
council
that
that
sometimes
we
make
statements
we
we
make.
We
have
initiatives,
we
might
do
a
one
reading
resolution
and
we're
not
really
sure
of
the
impact,
we're
not
sure,
but
it's
important
to
to
make
these
statements.
It's
important
to
be
a
leader,
and
sometimes
we
just
hope
we
reach
southeast
ohio.
C
We
we
did
the
b
campus
usa
and
and
the
b
city
usa,
initiatives
partially
in
consultation
with
the
village
of
amesville,
which
already
was
a
b
village,
usa,
affiliate
and
mayor
gary
goosman,
who
was
very
helpful,
and
so
we
hoped
you
know
to
kind
of
spread
knowledge
of
these
programs
at
least
regionally
or
at
least
in
our
area.
C
E
H
This
as
well,
one
of
the
things
that
I
have
been
hearing
is
you
know
when
you
look
at
all
of
these
shrubs
that
are
all
over
the
place
when,
in
fact
those
shrubs
are
honeysuckle
and
autumn,
all
of
whatever
you
know,
that's
creating
habitat
when
in
fact
it's
actually
choking
out
other
other
natives.
That
could
be
thriving,
but
they
can't,
because
you
know
this
micro
tree
canopy
is
overwhelming
their
ability
to
grow,
and
you
know
we
see
this
in
a
lot
of
places
around
the
city
and
in
a
lot
of
the
city
lands.
C
H
We
see
them
being
overwhelmed
by
invasives
and
there
are
a
lot
of
invasives
out
there.
I'm
not
just
saying
you
know
the
quantity,
I'm
saying
types,
and
so
I
I
really
appreciate
this.
H
You
know,
as
we
go
down
this
path,
I
see
a
lot
of
opportunity
for
educating
the
younger
individuals
in
our
community
and
creating
something
where
they
understand
what
invasives
are
and
the
negative
impacts
that
invasives
have.
We
also
have
a
rather
large
tree
bank,
you
know
to
where
we
can
be
taking
a
lot
of
the
tree
bank
and
where
we
may
have
to
clear
an
area,
none
of
the
trees
of
the
invasives
and
everything
supposed
to
look
kind
of
naked.
H
If
you
will-
and
we
can
start,
you
know
supplacing,
that
with
smaller
diameter
diameter
trees
native
shrubs
things
of
that
type
to
to
bring
it
back,
but
also
creating
something.
That's
educational
for
the
youth.
F
Yeah
one
of
the
sustainability
commission
members,
you
probably
know
jasmine
facoon,
very
active
on
education
about
the
river
and
the
creation
of
those
new
educational
signs
and.
F
Like
to
mention
stefan
gleissberg,
I
believe
that
the
fight
or
she
plan
was
his
idea
originally,
and
I
kind
of
ran
with
it,
but
he's
definitely
a
big
part
of
it.
L
I
think
that
this
goes
to
something
that
that
the
city
needs
to
think
about
in
the
future,
we're
gathering
a
lot
of
pieces
of
conservation
land,
and
I
think
that
at
one
point
we're
going
to
have
to
do
a
lot
more
management
and
writing
of
management
plans
for
these
particular
pieces
working
with
other
organizations
to
not
replicate
the
the
wheel
and-
and
I
would
suggest
that
working
with
rural
action
and
athens
conservancy,
because
the
athens
conservancy
has
a
whole
program
to
deal
with
invasives
on
their
project
areas,
and
so
they
have
a
lot
of
expertise
with
both
working
with
the
the
federal
program
that
you
can
get
grants
to,
but
also
coordinating
with
a
lot
of
different
people
and
volunteers
and
those
sort
of
things.
L
So
I
could
see
different
projects
going
together
with
those
sort
of
things,
but
I
think
we
need
to
definitely
write
some
management
plans
for
the
the
city
wilderness
areas,
but
they're
not
willingness
areas.
There
are
wonderful,
amazing,
open
areas,
parks
and,
and
also
some
of
the
other
potential
areas
in
there.
Thank
you.
C
And
I'll
just
finish
up
by
just
the
education
and
the
the
young
people
in
our
community.
C
Ms
delac's
college
age
daughter,
has
just
joined
the
the
campus
usa
committee.
She
is
a
student
employee
in
the
office
of
sustainability
and
and
is
a
budding
expert
in
biodiversity
and
pollinator
species,
and
she
has
a
lot
of
knowledge
and
we
we
welcome
her,
the
deloc
family.
Thank
you
all.
I
N
This
is
a
50
page
document
and
chapter
13
is
a
27-page
document,
and
so
this
has
involved
a
great
deal
of
of
work
and
research
by
by
the
law
director's
office
and
partnered
with
our
clerk
of
council
to
to
keep
us
all
on
the
same
page
and
coordinated,
and
I
sincerely
appreciate
all
the
work
that
they
have
put
into
this.
N
So
what
this
will
do
is
is
well
directly
explained:
it's
updating
our
city
code.
The
reasons
for
this
is
that
our
local
criminal
code
and
traffic
codes
have
become
very
outdated
and
it's
important
that
we
update
these.
So
they
reflect
current
standards
and,
as
anyone
knows,
anyone
who
has
looked
at
ohio
revised
code.
N
There
are
a
lot
of
things
in
ohio,
revise
code
that
are
not
in
athens
city
code
and
they
do
not.
All
everything
does
not
need
to
be
an
athens
city
code,
but
the
things
that
either
we
current
members
of
council
or
our
predecessors
on
council
have
chosen
to
codify
in
our
local
ordinances
and
in
our
local
city
code,
need
to
be
updated
to
align
with
the
matching
state
ordinances
and
in
the
ohio,
revised
code.
So
an
explanation
or
an
example
of
something
is,
for
instance,
the
ovi
language
obis
often
refer
to
duis.
N
The
laws
around
ovi's
have
changed
significantly
over
the
years
as
far
as
what
the
maximum
breathalyzer
levels
are
for
different
levels
of
offenses.
What
the
minimum
mandatory
sentences
are
for
convictions
on
these
different
issues
and
our
local
city
code
is
seriously
outdated
and
does
not
at
all
match
what
the
current
state
code
is.
N
So
some
of
the
changes
to
certain
sections
are
pretty
insignificant
but,
for
instance,
7.02.12,
spotlight
and
auxiliary
driving
light,
so
it
specifies
that
a
motor
vehicle
may
be
equipped
with
not
more
than
one
spotlight
and
so
very
specific
terms
regarding
what
could
be
on
a
motor
vehicle.
The
biggest
change
is
that,
in
fact,
we've
added
section
c
that
says
whoever
violates
this
section
is
guilty
of
a
minor
misdemeanor
and
in
our
current
local
code,
the
level
of
a
violation
like
whether
it's
a
minor
misdemeanor
or
a
mystic
meaner
of
the
first
degree.
N
Second,
third
fourth
degree
is
not
necessarily
stated
with
each
description
of
the
offense
and
so
an
individual
who
perhaps
is
charged
with
an
offense
or
is
representing
someone
charged
with
an
offense
in
anyone
who
is
curious.
What
is
the
level
of
criminality
of
a
specific
offense
would
have
to
possibly
search
through
pages
of
code
and
searching
through
entire
chapters
to
try
to
find
and
match
up.
Where
does
it
specify
what
this
offense
is?
N
So
that's
something
that
just
really
increases
clarity
and
transparency
of
our
code
and
the
third
thing
that
is
achieved
by
these
changes
and
is
certainly
not
the
least
important,
is
that
it
makes
the
language
of
these
sections
of
our
city
code,
gender
neutral,
and
I
think
that
that
is
an
important
step
to
take
as
we
update
our
code.
N
So
I
tried
to
cover
that
if
anyone,
so
several
several
pairs
of
eyes
have
read
over
these
77
pages,
I
encourage
you
to
read
through
them.
If
you
spot
any
any
things,
any
things
that
that
we
have
missed
certainly
notify
myself
or
clerk
walker,
but
I
think
that
that
this
is
is
a
a
really
important
process
for
our
city
to
go
through
just
to
keep
our
code
up
to
date.
N
L
Member
hall,
I
want
to
say
a
huge
huge
thank
you
to
our
law
director.
This
has
been
one
of
her
bucket
lists
for
working
for
her
for
a
long
time,
and
the
office
has
just
really
worked
a
huge
amount
and
so
has
our
clerk
of
cork.
Thank
you.
J
Thank
you,
yeah,
so
appreciate
the
work,
and
I
know
just
october
20th
was
international
pronouns
days
we're
having
more
conversations
about
gender,
neutral
language
and
such
I.
I
only
caught
one
flag,
man
in
702.11
lights,
on
slow
moving
vehicles,
and
I
think
I've
just
noted
that
we
have
36.8
percent
of
all
construction.
Flaggers
are
women,
so
that's
a
2021
statistic
that
we
can
use
to
inform
this
change,
but
thank
you-
and
I
just
would
ask
if
you
have
any
comments.
N
This
well,
this
one
is
easy
to
make
an
update
in
a
a
lot-
many
many
pages,
because
it's
as
as
member
phil
stated
a
particular
priority
for
our
law
director.
This
is
a
project
that
she
has
been
working
on
for
quite
some
time
and
and
really
wanted
our
our
codes
to
to
be
updated.
Otherwise,
I
think
when,
when
we
are
making
updates,
say
we're
likely
going
to
have
a
an
update
to
our
staffing
ordinance
coming
through
soon
as
these
as
ordinances
are
being
drafted
in
incorporate
that
language
member
fall.
L
Well,
I
think
something
we've
talked
about
with
numerous
ordinances
that
have
gone
through
is
with
a
review
time,
because
I
think
a
lot,
especially
if
we're
doing
some
kind
of
new
model
or
something
we
need
to
put
those
in,
so
that
it's
it's
calendarized
right
and
that
a
review
of
this
would
be
would
make
sense
to
to
go
through
and
and
review
every
time
a
new
ordinance
comes
up
for
review
or
needs
to
be
updated.
It
should
automatically
go
through
some
kind
of
review.
Thank
you.
N
I
do
not
know
that,
but
I
do
know
that
we
are
introducing
this
now
to
so
that
we
can
go
through
this
process
and
have
three
readings
and
have
everything
finished
and
approved
in
time
for
it
to
be
incorporated
into
our
regular
january
update
of
the
munich
code.
H
It's
probably
worth
reminding
council
and
and
as
I'm
reminding
myself
when
we
decided
to
enter
into
the
racial
equity
and
leadership
training
with
the
national
league
of
cities,
it
cost
ninety
thousand
dollars.
But
you
know
for
the
changes
that
are
being
made.
Some
of
it
is
updating,
but
but
also
you
know,
being
respectful
of
everyone's
identity.
You
know
put
a
price
tag
on
that.
G
L
L
I
G
Let
everyone
get
settled
in
just
three
items:
transportation
committee
has
to
look
at
west
union
street
to
amend
ordinance,
6621
slip,
repair
bikeway.
I
believe
this
on
armitage
road
and
an
lpa
state
project
on
stenson
avenue.
B
I
think
I
was
looking
up
to
see
which,
which
it
was
I
don't
know
if
I
necessarily
have
a
ton
of
information
on
specifically
what
it
is,
but
it
it's
related
to
I'm
not
sure
what
the
new
language
is,
but
it's
the
the
what's.
It
called
the
easement
whatever
over
on
on
west
unit
with
the
city
be
purchasing,
it
was
like
it
was
a
100
thousand
dollar
thing
for
around
west
union
with
the
updates.
We
were
going
to
do
there,
but
I'm
not
sure
what
the
new
language
is.
G
G
C
Yeah,
I
can
show
you
a
picture
here,
real
quick.
I
went
up
to
take
a
look
at
this
a
few
weeks
back.
C
You
know
we
have
this
new,
wonderful,
northwest,
bikeway
spur
that
connects
armitage
road
up
to
university
estates
and
because
of
the
connection
from
the
hawk
hawking
adena
bikeway
over
the
river
by
little
fish,
you
can
now
get
up
to
university
estates
from
from
anywhere
in
the
in
the
city.
From
on
on
your
bicycle,
which
is
a
wonderful
thing,
the
bikeway
spur
is
rather
new.
C
There
was
a
delay
in
completing
that
project.
Those
of
us
on
the
county,
bikeway
committee
were
very
pleased
to
see
it
get
completed
and
I'm
not
sure
exactly
of
all
the
reasons
for
the
slippage.
I
think
that
there
is
a
water
line
issued
there
too,
and
I
would
have
to
look
at
it.
You
know
the
slip
is
significant
in
terms
of
of
the
of
the
of
the
of
the
spur
kind
of
sinking
down
the
hill
and
the
and
the
relatively
new
pavement
being
broken
and
slipping.
H
H
You
know
what
the
soil
condition
was
underneath
where
it
had
been
graded
to
put
the
bikeway
in,
but
I
can
get
certainly
more
details
for
council
on
the
slip
repair
from
the
assistant,
engineer,
jessica,
knight,
right.
G
G
Appropriation
increase
the
authorization
appropriation
by
two
hundred
thousand.
G
E
G
I
have
to
be
humble
anything
else
to
say
about
it:
okay,
lpa
state
project,
stimson,
new
pavement
and
guardrail
replacement,
and
we
have
a
document
on
our
drives
that
talks
about
the
preliminary
legislation
of
the
lpa,
which
stands
for
local
public
agency,
a
major
rehabilitation
project
with
new
pavement
on
stenson
avenue.
Work
also
includes
guard
rail
replacement,
begin
work
at
0.037
miles
west
of
rock
riffle
road
and
in
work
at
the
leave
athens
corporation
limit
total
length
of
work
in
the
city
of
athens
is
0.02
miles.
O
So
this
might
address
an
issue
that
I'm
aware
about
rob.
Delac
live
on
morris
avenue
in
the
city
here
the
bikeway
connector,
the
stimson
that
comes
off
the
hock,
talking
media
bikeway
right
near
the
stinson
bridge,
has
been
receiving
a
lot
of
erosion
and
mud
anytime,
there's
a
rain
and
that's
a
damaged
guardrail
right.
There
that's
causing
the
problem.
Apparently
it
happened
during
some
construction
or
something
and
the
contractor
hadn't
fixed
it.
I
don't
know
what
the
background
is
exactly
on
it.
O
O
G
Yeah
I'm
reading
the
document
itself
and
it
doesn't
specifically
say
anything
about
the
bicycle
path.
O
K
O
G
I
guess
we
get
the
information
to
you
somewhere.
Remember,
fall.
L
I'd
like
to
remind
when
they're
doing
this
that
that's
a
very
popular
pedestrian
route
that
goes
over
to
bong
hill,
and
this
is
something
that
we've
been
concerned
about.
I
know
it
was
like
patrick
mcgee's.
One
of
his
chief
concerns
is
that
there's
no
accounting
for
pedestrians
and
we
know
pedestrians
go
in
that
area
and
there's
no
way
we're
going
to
not
have
pedestrians
in
that
area.
So
they
need
to
think
about
that
when
they're
doing
some
of
this
stuff,
I
hope
thank
you.