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From YouTube: City council meeting Feb 4 2020 Special called
Description
A special called meeting of the Biloxi City Council was held on Tuesday, Feb. 4, 2020 at 4:30 p.m. at Biloxi City Hall. To see the agenda, visit https://biloxi.ms.us/city-council-special-and-regular-meeting-agendas-for-tuesday-february-4-2020/.
B
A
Okay,
moving
on
to
the
public
agenda,
where
we
have
citizen
comments,
we
have
a
total
of
45
minutes
allotted
each
citizen
gets
three
minutes
each
to
speak.
Anyone
on
my
left,
your
right
that
would
like
to
come
up
and
speak
now's
your
time.
Anyone
on
my
right,
your
left!
Anyone
in
the
back-
it's
not
well
move
on
citizen
comments
are
now
closed,
move
it
on
to
the
policy
agenda.
Miss
Lucy,
not
even
here
I'm.
C
Ready
to
go
okay,
good,
okay,
the
purpose
of
this
workshop
was
to
discuss
the
ordinance,
which
was
a
we
did
a
first
reading
for
and
on
January
2
7th
2020.
It
was
tabled
on
January
21st
when
it
was
scheduled
for
a
second
reading.
This
is
an
ordinance
that
covers
some
changes
in
the
Code
of
Ordinances,
section
15,
which
is
personnel,
I,
have
the
Code
of
Ordinances
here
before
me.
It
is
a
large
book
with
a
lot
of
material
in
it
and
a
lot
of
it's
very
badly
out
of
date.
D
C
Picked
that
I
picked
that
one
just
to
say
one
of
the
things
the
administration
is
trying
to
do
is.
This
is
a
very
important
book,
which
is
our
set
of
rules
that
we
work
on
and
try
and
update
these
passages
to
bring
them
up
to
date,
so
will
will
see
you
through
the
year
and
ask
your
cooperation
and
and
and
help
help
in
trying
to
update
that
book.
In
this
case
we're
talking
about
the
personnel
ordinances
and
there
were
six
specific
items
in
the
ordinance
one
was
performance
increase
eligibility.
C
One
was
a
Merit
Council
one
was
the
accrual
of
sick
leave
by
part-time
employees.
One
was
unused,
leave
crediting
and
one
was
medical
leave
without
pay
to
file.
One
was
tuition
assistance,
so
six
specific
items
I've,
given
you
two
handouts
at
your
place,
one
is
a
copy
of
the
ordinance,
the
same
ordinance
that
is
on
the
table
today
and
the
other
is
a
workshop
on
proposed.
Ordinance
changes
and
I'll
use
that
to
walk
through
these
six
items.
C
The
first
one
in
the
ordinance
that
we're
asking
to
be
changed
shows
you'll
see
the
number
one
on
the
first
page
15
one.
Ten
performance
increases
to
be
conducted
on
employee
anniversary
dates.
In
parentheses,
you
see,
subject
that
the
actual
language
that
is
in
our
ordinance
book
today
reads
subject
to
appropriation
of
municipal
funds,
performance
increases
and
the
compensation
of
regular
employees
in
each
class
shall
be
based
on
an
annual
anniversary
day
determination
of
acceptable
performance.
C
My
comment
you
see
written
there
is
that
we
we're
just
trying
to
delete
the
words
anniversary
date
and
leave
the
determination
of
acceptable
performance
to
be
done
annually,
but
not
on
the
anniversary
date.
This
is
the
way
we
do
this
today.
We
do
them
once
a
year,
all
the
employees
and
fire
police,
Public,
Works
and
so
forth.
They
all
get
an
annual
evaluation
that
goes
in
their
file.
C
C
E
C
C
C
F
G
F
The
department
director
determined
by
the
department
director
to
have
performed
satisfactorily
or
better,
do
we,
and
these
are
all
common
questions.
Valuation
type
questions.
Do
we
define
what
satisfactory
is
or
do
we
want
to
say
superior
instead
of
satisfactory
there?
That's
it
just
hear
me
out
on
all
of
these,
because
some
of
them
kind
of
hang
together.
So
how
do
we
define
satisfactory
or
how
department
heads
to
find
satisfactory
since
they're,
making
that
determination-
and
it
refers
to
the
all
the
major
duties
and
responsibilities
of
the
position?
F
F
F
F
So
I'm
the
department
director
and
I've
got
43
employees
in
my
department
and
I'm
recommending
this
guy
right
here.
Just
because
he's
a
good,
satisfactory,
employee
and
I've
got
this
guy
over
here
who's
a
good,
satisfactory
employee.
Everybody
will
tell
you
that,
but
how
come
this
guy
gets
a
performance
increase
in
this
guy
dud
I
mean
how
can
we
do
this
as
objective
as
possible?
If
I
know
what
the
criteria,
if
I
know
what
the
criteria
is
and
it's
it
spelled
out
another
way
to
put,
it
would
be.
F
F
F
Well,
they
are
on
the
issue
when
it
comes
to
performance,
evaluations
or
increases,
as
always
who's
going
to
make
that
decision
and
what's
the
criteria
so
I
think
if
we
can
spell
out
the
criteria
as
best
we
can,
even
if
they're
guidelines
to
give
the
department
heads
guidance,
it's
better
than
just
saying.
Well,
you
know
my
friend
mr.
Glavine
itch
here
he's
a
good
guy
and
he
was
a
good
guy
last
year
and
he
got
that
raise
and-
and
that's
always
a
concern
of
anybody
who
didn't
get
a
performance
increase.
F
It's
all
I'm
trying
to
say
I
think
if
we
had
something
that
would
give
department
heads
a
little
more
guidance,
some
ground
rules,
some
basic
tenants
or
whatever
and
I'm
thinking
before
we
had
the
merit
council.
Maybe
the
mayor
council
had
some
input,
perhaps
into
the
criteria,
but
I
mean
that's
coming
next,
you're
gonna
speak
about
mary
council
I
think
so
anyway,
I
just
I
just
want
to
offer
that
these
are
all
common
issues
associated
with
performance
pay
or
performance
increase
and
I
know
people
get
very
touchy
about
that.
C
You
know.
Sometimes
you
have
a
employee,
a
employee,
B
and
they're
equally
satisfactorily
qualified,
but
employee
B
is
leaving
because
he's
about
to
get
another
job
right
and
maybe
he's
the
guy
that
gets
the
extra
bump
to
keep
him.
You
can't
you
can't
you've
got
to
leave
the
department
directors
have
got
to
have
them.
I
mean
you
you,
you
can't
write
satisfactory
for
a
police
officer
that
matches
a
ditch-digger.
C
You
can't
I,
don't
billy-ray
I
didn't
mean
if
you
mean
ditch-diggers,
because
we
need
them
to.
But
what
I'm
saying
is
we
can't
write
a
specific
what
this
is
satisfactory
that
will
apply
to
firemen
and
police
and
tractor
drivers
and
engineers
I
mean
I,
don't
think
you're
asking
for
something
that
we
we
can't
get
it
to
that
kind
of
detail.
Well,.
F
If
nothing
else,
could
we
not
ask
the
department
has
just
to
put
it
down
in
writing
what
their
criteria
is
and
publish
that
criteria,
so
their
buddy
that
works
in
that
department
knows,
and
it
may
be
particular
to
a
job
description
but
I'd
like
to
know
what
the
ground
rules
are.
I
might
shoot
to
be
a
superior
person
if
I
knew
how
much
effort
I
had
to
put
out
that's.
C
F
C
F
C
Some
cases,
those
are
the
ones
that
just
there's
no
availability
of
funds,
but
but
you
asked
how
do
you
know
who's
doing
better,
as
I
pointed
out
and
exceeds
expectations,
meets
expectations,
the
vast
majority
and
the
bell
curve
or
meets
expectations?
A
very
few
exceed
expectations
and
some
need
improvement.
Sure
well.
F
On
the
high
end
of
the
bell
curve
that
two
and
a
half
percent
I
would
think,
maybe
we
look
at
the
top
two
and
a
half
percent
in
every
department
which
wouldn't
be
many,
might
be
one
or
two
police
officers
a
year
for
a
performance
increase
or
not
I'm,
really
what
I'm
looking
for
is
just
something
committed
in
writing
that
everybody's
familiar
with
in
that
department.
What's
the
criteria,
I
mean
I,
understand
that
we
have
department
heads
in
some.
F
But
that's
also
why
sometimes
we
can't
hang
on
and
I
agree
with
that's
why?
Sometimes
we
can't
hang
on
to
good
employees,
so
I'll,
just
kind
of
summarize
this
really
and
say:
I
really
wish.
We
could
have
a
that.
This
would
be
the
first
step
in
a
comprehensive
overhaul
of
our
compensation
schedule
to
go
along
with
these
benefits
that
we're
addressing
today,
I
hope,
I,
hope.
F
The
council
would
spend
some
time
on
this
in
a
workshop
this
summer,
six
weeks
before
we
we
deal
with
the
budget
item
or
the
budget
deadline,
so
that
we
could
get
all
that
straightened
out
and
plug
in
the
numbers
upfront.
It's
all
I'm
trying
to
help
you
here,
I'm,
not
being
a
pain
in
the
neck.
I
just
know
that
everybody
thinks
they're
doing
a
great
job
until
somebody
says
you
know
it's
like
America
was
American,
tighten
America's,
Got
Talent.
F
A
G
Only
suggestion
I
would
make
with
item
1,
removing
and
the
anniversary
date
I
think
the
intent
of
the
statute
was
to
give
a
hard-earned
fast
time
in
which
to
do
these.
So
if
we
remove
the
anniversary
dates
instead
of
just
using
the
word
annual,
could
we
put
some
hard
and
fast
deadline,
whether
it
be
the
passage
of
the
budget
or
pick
a
fiscal
date?
You
know
throughout
the
year
right,
I'm
saying
one
day:
August
first
thing
the
end
of
the
the
fiscal
year
for
this
purpose.
G
C
Just
like
your
insurance
date,
that's
under
the
insurance
on
your
card
and
your
car
that
says,
here's
an
effective
date
and
it's
good
for
a
year.
So,
whichever
date
we
do
it
on
it's
good
for
a
year.
So
right
we
could
do
it.
You
know
in
in
the
beginning
of
the
fiscal
year.
Clearly
you
want
to
have
it
in
place
before
the
budget
starts
in
July,
so
you
want
to
have
it
at
sometime
in
the
first
six
months
of
the
year.
F
So
well
I'm
thinking
if
we
did
a
donor
about
August
first
for
that
matter,
then
you
know
you
have
some
idea.
If
you
really
want
to
get
to
get
away
from,
do
I
want
to
pay
the
employees
to
do
an
outstanding
job.
A
little
more
or
do
I
want
to
buy
a
truck.
I
would
think
if
you
made
those
recommendations
and
they
were
approved
and
we
knew
what
that
amount
was
in
August.
We
could
budget
that
effective
that
October,
that's
just
a
thought.
C
I
E
I
C
C
Well,
in
order
for
it
to
be
after
the
audit
comes
out,
which
tells
us
how
availability
of
funds
which,
which
tells
us
we
I
mean
in
January,
we
know
we
know
availability
funds,
but
it's
nailed
down
tight
once
where
the
auditors
agree
with
us.
So
so
I
would
say
pick
a
date.
I
would
I
would
use
a
date
that
was
somewhere
about
halfway
through
the
year
like
by
the
1st
of
July,
which
is
Mel,
let's
see
well
what
worries.
C
G
C
H
C
D
Because
I
have
a
question:
I've
been
trying
to
get
in
and
I
don't
talk
over
people.
I
do
have
a
problem
with
it
because,
like
I
said
my
biggest
problem
with
with
doing
it
jamming
it
all
up
at
one
time
is
what,
if
we
stole
it
pencil
whippin,
you
know
I've
seen
where
we're
gonna
do
them
all
at
one
time.
We're
gonna
jam
them
all
up
and
bill
Swift
and
we
don't
get
an
accurate
account
or
an
accurate
account
for
this
individuals
work
so
I.
B
D
C
30
days
30
day
window
to
get
it
done.
If
we
can't
I
mean
these,
the
directors
had
no
problem
at
all.
Get
these
and
last
time
we
did.
This
I
mean
we
print
the
forms
out;
they
they
fill
them
out
that
they're
hand
them
to
their
superintendents
or
there's
other
supervisors.
Those
ghost
guys
go
talk
to
the
employees,
should
supervisors
sign
them
and
the
director
size
them.
You
just
gets
done
well,
you
want
to
if
we
spread
it
over
the
whole
year,
then
we're
doing
this
every
couple
of
months.
C
It's
too
hard
to
keep
track
of
who's
had
one
who
had
one
you
do
it
all
at
once
and
get
it
done.
I
mean
I've
been
doing
this
in
the
service
for
years.
You
did.
You
always
got
your
appointments,
a
formas
review.
You
know
a
certain
time
of
the
year
and
the
boss
had
30
days
to
get
it
done
and
submit
submitted
it
yeah.
D
J
C
Here's
where
we
are
we're
trying
to
take
out
anniversary
days,
which
makes
it
different
from
all
647
employees
I've
got
a
different
date.
They
have
to
get
their
appraisal
on
we're
taking
that
out
and
making
it
annual
and
we're
saying
annual
during
a
30-day
window
that
we
get
to
do
it
I
feel
sure
that
we
can
get
him
done
in
30
days.
We
we
did
the
last
time
we
did
it
like.
We
did
it
like
in
two
weeks,
so.
C
C
Before
we
just
did,
we
just
did
one.
Last
year
in
2019
we
had
a
performance
review,
we
handle
all
out
and
gave
everybody
a
couple
of
weeks
to
get
them
in
everybody.
Everybody
got
them
done,
I
would
say:
let's
try,
it
I
mean
we've
proved.
We
can
do
it
once
before
all
at
once.
It's
a
whole
lot
easier
for
us
to
do
it
all
at
once,
and
everybody
knows
they're
getting
reviewed
everybody.
There
everybody's
getting
like
a
certain
magic
moment
in
time
that
they're
they're
getting
a
review
and
it's
fair
for
everybody.
D
And
so,
when
we
start
looking
at
making
changes,
you
know
I'm
looking
at
the
fairness
of
it,
making
sure
all
the
employees
get
treated
fairly
in
some
fashion
and
of
course
you
know,
there's
always
gonna
be
one
or
two:
that's
gonna
be
left
out
and
not
treat
it
above
board,
which
you
know
in
every
organization.
They
have
it,
which
includes
biloxi
too.
D
C
Yeah
I've,
just
I,
can't
imagine
trying
to
spread
it
over
the
year.
Just
doesn't
make
sense,
because
then
you
get
you
got
to
get
a
snapshot
at
one
point
in
time
of
how
everybody's
doing
against
each
other.
If
you
do
it
spread
it
over
the
you
know,
maybe
Jimmy,
maybe
Jimmy's.
You
know
good
and
and
April,
but
maybe
he
screws
up
in
May
and
then
and
and
Jimmy
John
is
and
in
February,
and
you
know
he
had
a
good
month
that
month.
So
he
gets
a
good
review,
but
maybe
he
screws
up.
C
D
D
D
E
A
C
Second
item
is
the
use
of
American
cyl
that
we're
trying
to
eliminate
the
word
Merit
Council
and
any
discussion
of
America
consoles.
We
have
not
had
a
marry
Council
now
for
several
decades.
In
fact,
I
can't
find
any
employee
who
can
remember
when
we
had
a
merit
council.
So
obviously
we
haven't
needed
American
soul
and
don't
think
we
need
one.
So
just
I'd
like
to
remove
that
whole
section
about
merit.
Council.
I
C
Me
so
so
so
Johnny
Johnny,
the
utility
crew
man,
he
gets
their
an
evaluation
and
that
evaluation
is
signed
by
his
supervisor.
Then
it
goes
to
his
department
head.
So
he's
getting
two
looks
at
two
looks
at
it.
The
department
had
subjected
to
make
sure
that
the
supervisors
not
playing
games
and
he's
evaluating
his
people
well
and
I.
Don't
think
we
need
a
separate
outside
Council
to
have
decided
to
help
us
on
evaluating
I
would
find
it
annoying.
C
H
H
J
H
C
H
Understand
I've
seen
those
forms
where
we
got
them
in.
You
know
out
in
the
Regular
Force
out
there,
the
business
world
and
it
simply
says
a
comment
section,
but
it
doesn't
necessarily
say:
I
disagree
with
this
and
I
want
I
want
somebody
to
take
another
look
at
it
because
I
don't
think
I
perform
badly
or
I
want
to
make
my
case
that
I
performed
exceptionally
and
that's
what
I
might
want
to
make
sure
is
that
our
employees
have
that
opportunity.
So.
F
A
C
C
K
H
K
C
Think
there's
any
problem
with
that.
One
pretty
straightforward!
The
next
item
number
four
is
crediting
unused
leave
in
the
per
system
and
you'll
find
two
very
long.
Charts
have
to
defer
to
Jill
to
explain
why.
But
basically
this
is
puts
us
in
compliance
with
hers
on
how
we
do
how
we
do
conversion
of
of
leave
and
how
we,
how
we
credit
on
use
leave.
So
while
we're
doing
is
going
we're
complying
with
pers.
C
The
fifth
item
on
this
ordinance
is
medical
leave
without
pay.
This
is
probably
the
easiest
one,
this
the
sections
sections
that
we're
eliminating
is
the
old
language
and
instead
we're
adding
and
the
city
recognizes
the
Family
Leave
Medical
Act
of
1993
under
the
under
to
this
state
statute.
Basically
we're
saying
we're
going
to
bring
our
language
in
compliance
with
the
federal
statue
on
FMLA,
so
we
don't
need
two
paragraphs
to
say
we're
complying
with
the
federal
statute.
We
just
say
we
comply
with
the
FEL
statute.
C
That's
the
change
and
the
last
item
is
number
six:
that's
tuition
assistance
and
in
the
tuition
assistance
area.
Let
me
give
you
a
little
background
on
how
much
on
tuition
assistance
in
order
for
somebody
to
get
tuition,
assistance,
which
is
one
of
our
benefits.
The
employee
engages
in
us
with
an
agreement.
I
have
a
copy
of
the
form
and
I.
Think
I
put
one
in
your
package
that
that
that
and
you'll
see
said
the
city
agrees,
the
employee
agrees
and
so
forth,
and
so
on.
C
C
K
C
One
of
the
problems
of
tuition
assistance
is
that
there's
a
law,
big
big
variety
of
schools
that
people
may
choose
to
go
to,
and
this
plays
right
into
the
sort
of
a
national
debate
about
about
paid
for
colleges
and
so
forth.
You
could
you
can
go
to
Community
College
for
$150
an
hour
or
you
could
go
to
Tulane
University
online
for
$600
an
hour.
C
So
we
just
feel
like
in
the
city
that
we
should
cap
the
amount
of
money
that
a
person
can
can
collect
from
us
in
a
given
year
and
if
the,
if
the
person
chooses
to
go
to
the
more
expensive,
the
diploma
factory
online
take
online
courses
from
a
very
expensive
school
that
they
should
shoulder
that
cost.
I
had
one.
C
We
had
one
one
employee
sure
that
billed
over
$22,000
to
us
in
tuition
assistance,
because
he
chose
to
go
to
William,
Carey
I,
just
don't
see
why
we
should,
where
the
city
can't
somehow
tech
cap
the
amount
of
money
that
we're
paying
in
tuition
assistance.
It's
a
benefit.
I
realized
we're
not
asking
take
the
benefit
away.
The
vast
majority
of
the
employees
are
not
exceeding
the
cap
that
were
that,
we're
proposing
and
the
number
that
we
chose
as
a
cap.
F
So
base
so
basically,
every
employee
in
the
city,
if
they
decide
to
go
to
college,
are
eligible
for
a
five
thousand
dollar
scholarship
from
the
city
as
long
as
they
keep
their
grades,
what
C
or
B
or
better
or
whatever,
is
there
a
graduated
reimbursement
rate
based
on
the
grade?
They
earn?
No,
it's
just
you
go.
We
reimburse
you
as
long
as
you.
L
F
L
L
F
C
L
So
let's
say
you
have
someone
in
Public
Works
that
maintenance
of
the
buildings
and
they
want
to
get
a
certification
in
AC.
That's
not
a
degree,
it's
a
certification.
So
as
long
as
that's
job-related
and
it's
approved
through
the
department
and
up
through
the
mayor,
yes,
we
will
pay
for
certain.
Sir.
F
L
F
H
L
C
K
G
C
C
G
G
E
C
F
K
Think
whenever
you
get
in
situations
where
it's
expensive,
like
that,
it
should
be
a
supplement
versus
paying
for
the
full
amount.
I,
don't
know
what
the
magic
number
is,
but
you
know
I
could
go
apply
for
Harvard
and
you'd
be
responsible
for
my
classes.
If
I
stayed
here
and
worked
for
a
certain
amount
of
time,
the
way
it's
written
now
you
know
I
could
work
here
ten
years
and
get
a
degree
from
Harvard,
and
you
know
that
could
be
very,
very
expensive.
The.
G
E
H
C
F
I
think
it's
a
very
reasonable
provision.
I
think
is
we
understand
where
the
the
odd
number
came
from
fifty
to
fifty,
then
it
becomes
taxable
and
like
I,
said
it's
basically,
there's
a
there's,
a
promise
to
each
been
here
a
year
that
you're
eligible
for
a
five
thousand
dollar
scholarship.
If
you
want
to
take
advantage
of
it.
A
I
See
why
you're
trying
to
clean
up
my
but
I,
don't
understand
why
any
director
would
allow
somebody
to
$22,000
worth
education
who
approved
all
that
talking
about
director
head
and
all
the
stuff
like
that
who
approved
somebody
20
mm,
that's
unbelievable,
my
god!
I
don't
even
make
it
20
mm
and
that
went
through
like
it
was
nothing.
Nobody
paid
attention
to
that.
I
I
H
All
right
so
I'm
gonna
make
one
more
comment
about
the
20
mm,
so
we
I
don't
know
who
the
individual
is
or
if
they've
completed
the
degree
or
they're
still
pursuing
it.
But
what?
If
they're
in
the
process
they're
pursuing
this
degree,
they've
detrimental
II
relied
on
our
promise
that
we
would
do
this
and
then
all
of
a
sudden
we're
changing
it
up
and
it
blocks
their
ability
to
get
their
degree.
Now.
Is
that
fair
and
they're,
successively
working
toward
finishing
up
that
degree?
Should
we
put
a
grandfather
clause
in
this
thing
or
not.
K
L
H
F
B
You're
talking
about
not
doing
online
courses
because
they're
too
expensive,
but
you
got
to
consider
that
firemen
work
and
policemen
work
shift
work
and
they
can't
go
to
class
when
classes
are
being
held,
so
they
have
to
use
these
online
courses.
So
what
I'm
telling
you
is?
If
you
go
down
this
road
and
help
this
one
person,
you
better
consider
helping
everybody
else.
Okay,.
G
K
D
I
think
most
organizations
now
are
going
to
the
cap
putting
the
cap
on
it
because
of
the
different
types
of
schools
that
are
out
there
and
and
I
think
my
clinic
mentioned.
You
know
you
mentioned
about
how
the
military
does
it
in
their
cap
is
2,500
a
semester.
That's
with
the
National
Guard
a
program
that
they
have
a
tuition
reimbursement,
so
2500
2500,
that's
5000
dollars
a
year
and
that's
what
most
of
them
are
going
with.
K
I
agree
with
you:
I
agree
with
Felix
on
that.
We
need
to
set
it
for
the
year,
not
a
semester,
because
you
have
some
schools
that
have
trimesters
and
things
like
that.
So
if
we
set
it
for
the
year
and
someone
decides,
they
want
to
go
to
a
school
that
charges
more,
it
becomes
a
supplement
instead
of
paying
for
their
education,
yeah.
D
Same-Sex,
whether
we
do
2500
of
what
we're
doing
50
to
50,
you
have
50
to
50
or
$6,000
cap
it
the
whole
year
if
they
use
it
the
first
semester,
and
we
still
have
some
schools
that
go
quarterly
and
I.
Think
I
was
on
the
trimester
long
as
I
got
to
that
cap
once
I
got
to
the
cap.
Everything
else
after
that
was
was
my
responsibility.
I
never.
J
F
L
K
K
G
L
It
will
cost
the
city
more
in
legal
fees
than
it
is
for
us
to
reimburse
it
to
get
the
reimbursement
back
and
we
do
it
as
a
rolling
year
once
you've
satisfied.
Let's
say:
I
go
to
school
and
I
get
reimbursement
in
May
of
this
year.
Well,
May
then
I
also
get
reimbursement
in
December
and
I
quit
in
August.
Well,
I
have
satisfied
the
may
two
years
later.
I
would
only
owe
for
the
December,
so
I
mean
it
does.
L
I
G
L
E
K
L
C
H
G
C
G
G
We
I
just
don't
understand
why
we're
paying
vacation
pay
to
attend
our
week
employee?
Why
would
I
why
we
are
obligating
herself
to
more
financial
onus
for
something
that
is
I
mean
it
may
be
a
standard
practice
for
municipalities,
because
I've
never
done
the
budget
for
any
other
municipality
of
them
Paluxy,
but
in
the
private
sector.
This
is
unheard
of
mm-hmm.
L
G
L
G
So
if
we
looked
at
it,
they
used
it
obvious
that
exposes
us
to
the
cost
to
replace
those
hours
so
every
hour
they
use
the
sick
leave
does
cost
the
city
that
hourly
wage
and
then,
of
course,
the
vacation
or
anything
else
like
that.
I'm
just
curious
to
know
how
much
money
we're
actually
spending
on
these
benefits
for
for
part-time
employees.
Is
there
any
way
to
get
to
get
a
calculation
of
that
I.
C
L
K
L
L
G
I
Agree
with
my
man
over
there
I
don't
see
where
portal
employer
and
poised
to
get
anything
they
Park
telling
people
you
had
enough
people,
the
city,
you
need
to
take
care.
I
worked
full
time.
Let's
work
with
them,
take
care
of
them.
Part-Time
people
part
telling
people
I
ever
another
job
anyway.
Job.
J
C
C
E
C
G
That's
the
nature
of
the
beast,
those
those
part-time
employees
have
other
jobs
or
other
things
that
that
provide
for
their
livelihood.
This
is
supplemental
to
earn
benefits
like
that.
Look,
I,
don't
want
to
get
into
anecdotal
or
emotional
arguments
right
now.
I
just
want
to
see
the
numbers
that
we're
spending
on
part-time.
Oh.
D
That's
that's
one
that
I
would
kind
of
support,
because
you
know
I
look
at
when
we're
in
season.
We
we
have
areas
like
the
Visitor
Center
and
when
they
have
a
lot
of
functions
there
and
some
of
them
may
exceed
the
forty
hours
of
working
throughout
the
week
and
I've
seen
them
work
there
from
sunup
to
sundown,
making
sure
the
people
are
taken
care
of,
and
if
you
have
dedicated
people
there,
that
still
listed
as
part-time,
you
want
to
hold
on
to
them
and
give
them
some
type
of
compensation.
D
L
Employees
don't
receive
their
seasonal.
These
are
what
we
call
permanent
part-time
they're
here
all
year,
long,
like
mr.
Leonard
said
for
several
years
lots
of
times
because
they
are
part-time.
Like
you
said
you
know
they
can
schedule
their
appointments
on
their
days
off,
but
sometimes
they
need
it.
A
family
member
may
be
ill
and
they
need
to
take
the
whole
week
off.
Well
then
they
could
use
their
annual
leave
and
get
so.
They
don't
miss
that
a
lot
of
these
are
retirees
or
you
know
they
don't
have
supplemental
some
em.
L
Are
you
know
or
they're
there
they're
college
students
working
out
the
night
natatorium,
you
know
being
lifeguards
and
things
like
that,
so
they
are
only
working
part-time
and
you
know
if
they
go
on
a
family,
vacation
or
or
they
get
sick.
You
know
that's
what
the
leaves
for
for
the
hours
they
would
have
been
scheduled
for
that
week.
G
So
I
I
don't
disagree
with
that.
So
the
the
difference
in
this
isn't
creating
a
system
where
everybody
gets
the
benefit
because
we're
trying
to
take
care
of
those
few
people.
So
what
we
do
is
we
use
compensation.
We
use
other
ways
to
incentivize
that
type
of
behavior,
but
if
you're
rewarding
someone
based
off
how
many
hours
they
work,
it
doesn't
protect
that
person.
G
It
exacerbates
the
exposure
of
the
city's
finances,
and
so
what
we
have
to
do
is
find
ways
to
help
the
people
that
have
been
dedicated
to
the
city
and
we
look
at
our
conversation
on
a
payer
or
other
types
of
benefits
that
we
can
voluntarily
give
to
them
on
a
different
basis.
But
when
we
only
just
set
out
a
parameter
that
everybody
falls
into
regardless
of
whether
they're
dedicated
or
filling
gaps
or
or
whatnot,
then
again,
that's
why
I
want
to
see
the
calculation
I
want
to
our
exposure.
D
G
Different
types
of
compensation
giving
them,
but
the
thing
is
what
I'm
saying
is
Felix
will
give
them
that
day
off
based
off
of
a
resolution,
we're
also
recruiting
the
day
off
for
the
other
person.
That's
not
doing
that!
That's
what
I'm
saying
so
we're
double
paying
for
that
guy
being
a
great
employee
when
we
can
actually
focus
just
on
that
guy
and
give
him
a
conversation
instead
of
creating
a
blanket
conversation
for
everyone.
That's
all.
C
Nothing
more
what
I
would
suggest
is
that
we
make
the
few
changes
and
that
we
put
the
rest
of
the
ordinance
back
on
the
on
the
on
the
agenda
at
the
next
meeting,
and
that
will
give
you
an
opportunity
to
either
to
agree
with
it.
Have
a
second
vote
or
or
tell
us,
it
still
needs
some
work
and
keep
it
on
the
table.