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From YouTube: Bloomington Board of Public Safety, February 16, 2021
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A
I'd
like
to
call
the
february
16th
2021
meeting
of
the
board
of
public
safety
to
order.
A
B
Yeah
kim
yes,
maquiba,
yes,
luis,
yes,
trudy,
yes,.
B
Sorry
I
was
making
rafi
a
co-host,
so
he
could
join
the
meeting
kim
yes
mccweeba.
Yes,.
B
D
D
D
But
I
am
telling
you
that
this
graphic
will
have
to
be
updated
and
we
were
planning
on.
D
Doing
all
these
updates
to
our
data
reporting
anyway,
but
it's
now
an
even
better
time
to
do
it.
D
D
E
Okay
for
prevention
and
public
engagement,
we
are
still
seeing
some
some
problems
with
kovid.
We.
D
For
the
spouse
auxiliary,
so
whoever
reported
the
stats
forgot
to
add
the
three
pages
together.
D
Training
in
2021,
so
yes,
I'm
sorry.
Can
I
interrupt
you
just
very
briefly.
F
Media,
just
out
of
curiosity,
do
you
leave.
Is
the
page
set
up
that
the
public
can
comment.
F
Yes,
or
is
it
that
they
can
only
give
likes
and
dislikes
nope,
we
don't
have
it
set.
D
F
If
they're
related
directly
related
to
the
way
the
bfd
engages
members
of
the
public,
okay.
F
The
comments
it
would
be,
you
know
again,
content.
I
think
that
would
be
befitting
of.
F
F
About
things
that
and
ways
that
we
can
improve
and
certainly
comments
about,
any
existing
programs.
F
F
A
So
so,
just
to
clarify
you
look
because
social
media
is
such
a
you
highly
used
medium
now.
A
Understanding
yeah,
I
I
think
essentially
and
looking
at
the
the
the
data
that's
reported,
you.
F
F
F
F
Improve
the
program
or
excuse
me
certain
certain
ways
that
you
know
bfd
can
be
more
effective.
F
F
Are
in
agreement
with
me,
like
hey
rafi,
sounds
like
a
great
idea.
You
know
that
sort
of
thing
yeah.
D
I
would
say
that
this
is
being
displayed
to
kind
of
show
our
media
reach,
so
facebook
likes
are.
D
D
You
know
45
000
engagement
on
our
numbers
for
engagement
from
our
our
social
media
feed,
so.
D
That
information
and
chief
yeah,
I
wouldn't
look
at
it
as
kind
of
a
kind
of
a
inaccurate
source,
but.
F
F
F
Accuracy,
reliability
and
support
of
social
media
so,
and
I
don't
want
to
drag
this
out.
D
Okay,
thank
you.
The
last
last
one
I
had
was
our
training,
which
is
above
the
minimum
and.
D
I
want
to
point
out
that
we
are
focusing
on
core
skills
and
we're
also.
We
do
have
a
new.
D
D
A
A
General
business,
okay
for
general
business,
if
it's
okay,
if
I
may
just.
D
We
are
working
on
some
social
media
posting
with
everything
that
is
doing
with
the
snowstorm.
D
And
we're
getting
good
engagement
on
that,
but
beyond
that
I
do
have
six
current
firefighter.
D
D
The
only
thing
is
something
that
we
mentioned
last
month
with,
with
delays
with
snow,
we're.
D
Million
dollars
other
than
that,
I
don't
have
anything.
That's
on
my
list
for
tonight.
G
D
H
H
H
H
H
System
which
all
law
enforcement
agencies
are
being
required
to
change
to
per
the
fbi
guidelines.
H
And
so,
if
you
notice,
we
had
decreases
in
crimes
against
persons
and
crimes
against.
H
H
H
H
A
slight
increase
in
burglaries
and
in
frauds
and
in
motor
vehicle
thefts.
H
Used
to
perpetrate
a
crime,
four
or
four
out
of
the
five
homicide
cases
we
had
involved
the.
H
H
So
you
can
see
for
the
city
of
bloomington.
In
2019
we
had
799
permit
requests
and
in
2020.
H
Firearm,
which
means
they
don't
have
a
criminal
background
that
would.
F
And
I
I
think
I'd
also
add,
too,
that
I
know
that
to
obtain
a
permit
in
2020.
I
believe
it.
H
There's
a
slide
in
there
on
training.
In
2020
we
had
a
total
of
8943
hours
of
in-service
training.
H
Which
is
over
three
and
a
half
times
and
that's
multiplied
out
by
the
officers?
That's.
H
H
In
that
slide,
some
examples
of
the
types
of
instruction
that
officers
received
last
year.
H
Some
information
on
training
for
2021
there
is
a
there's,
a
page
in
your
packet
that
goes.
H
H
People
that
we
deal
with
are
not
injured
as
a
result
of
that
training,
so
you
can
go.
You
can.
H
F
Can
you
perhaps
hint
at
some
discussion
about
you
know
the
changes
in
terms
of
policies.
F
And
practices
as
a
result
of
any
of
this,
this
new,
these
trainings,
like
you
know
so.
F
If
there's
been
any
changes
relative
to,
I
guess
internal
things
within
the
police
department.
F
That
training
that
law
enforcement
does
get
is
kind
of,
I
think,
compliant
with
the
state.
F
H
F
Yeah,
but
that
and
and
again
I
know
that
would
be
also
something
that
I'd
like
the
board
to.
F
Consider
collectively,
I
think
you
know,
certainly
as
we
get
information
and
about
training.
F
City
city
employees,
what
subsequently
does
that
mean?
You
know
from
a
perspective
of.
F
Change
or
looking
excuse
me
looking
at
this,
these
training
opportunities
as.
F
I
I
Accountability,
if
something
happens
after
this
officer
have
completed
this
training
like.
H
Training,
I
will
send
you
some
materials
that
that
will
kind
of
go
over
that
and
what.
H
H
Had
no
community
engagement
because
we
still
are
not
doing
any
of
that
because
of
covid.
H
Of
adding
two
more
social
workers,
we're
just
finishing
up
the
the
hiring
process
on
that.
H
That
process,
the
other
slides,
are
just
some
more
monthly
statistics
that
I
I
will
let
you.
A
For
commendation,
we
had
twitter
in
your
packet,
one
was
recognizing
officer,
brian
warner,
for.
H
Bank
downtown
and
the
other
one
was
for
officer
justin
tabor,
for
it
was
from.
H
A
detective
in
lawrence
county
involving
a
case
that
he
helped
that
detective
with.
H
I
have
no
other
general
business.
I
touched
on
the
public
safety
press
conference
already,
which.
A
And
lastly,
personnel
issues:
you
had
a
special
session
last
week,
where
were
all
six
people.
H
Accepted
the
conditional
offer
of
employment
to
be
police
officers,
so
we
will
be
finishing.
H
I
For
your
department,
yes,
okay,
how
many
okay,
so
we
have
92
current
92
people
currently
adding
six.
H
Gets
us
to
98.,
we
were
capped
at
a
hundred,
so
we
still
have
two
openings
and
there
are.
H
Probably
two
officers
that
may
be
leaving
the
department
in
the
next
month
or
so.
Okay,
thank
you.
F
That
you
mentioned
are
they?
Are
they
they
outside
of
they're,
not
they're,.
H
Not
considered
the
officer,
so
that's
outside
of
the
the
officer
hirings.
Okay,
thank
you.
H
It's
correct
for
the
police
department
and
it
is
correct
for
fire.
Thank
you.
A
Get
some
context
from
chris
for
this
before
so
I
just
wanted
yeah.
Thank
you.
C
This
is
chris
wheeler
assistant
city
attorney,
city
of
bloomington.
I
I
just
wanted
to
say.
C
C
C
C
C
C
Next
step,
it's
a
non-binding
arbitration,
so
it's
likely
that
this
is
not
the
last
stop
for.
C
This
discussion,
but
tonight
the
board
gets
to
hear
these
two
grievances
and
the
steps
that
we.
C
Will
follow
are
as
follows:
we're
going
to
hear
the
matter
of
fire
member
welch.
I
think
I'm.
C
Fire
member
welch
initially
and
what
we
will
do
is
have
the
union
representative,
and
that
is.
C
Jordan,
canada,
who
is
here
tonight
he
will
speak
first,
giving
a
presentation
of
of.
C
C
Questions
so
when
jordan,
canada
is
finished,
the
board
may
ask
questions
of
jordan,
canada.
C
After
all,
questions
and
discussion
is
over.
The
board
will
then
have
its
discussion
and.
C
Make
a
motion
on
either
to
uphold
or
deny
and
then
we'll
move
on
to
the
next
one
and
we'll.
C
J
So
we
had
two
members
who
filed
a
grievance,
as
chris
said
it
has
now
got
to
step
four.
J
Of
our
contract,
this
grievance
is
based
on
vacation
days
and
benefit
time
in
the
past.
J
J
And
if
mcwhorter
wants
to
to
talk
as
well
he's
able
to
he's
our
vice
president,
he
can
help.
J
Me
get
the
facts
cleared
up,
but
these
two
guys
had
set
up
their
time
to
leave
just
like
anyone.
J
In
the
past
has
by
scheduling
their
coming
in
working
and
then
taking
their
allotted
days.
J
Which
I
believe
in
the
materials
that
we
submitted,
that
is
section
8.05.
J
J
J
J
And
felipe
guthrie
and
our
request
was
to
to
get
these
guys
just
paid
their
vacation
days.
J
So
now
we
are
here
to
the
step
four
of
the
grievance
process
from
our
past
practices
that.
J
J
The
employee
handbook,
which
differs
from
our
cba
and
if
mccorder,
has
any
comments.
C
K
Robert
mccarter
junior
vice
president
of
the
local
586
union,
I've
been
involved
with
this
step.
K
K
K
K
Much
retire,
robert,
I'm
sorry,
could
you
clarify
what
a
kelly
day
is
so
kelly
day?
Is
the
easiest.
K
Way,
it's
earned
every
16
weeks,
I
believe,
and
so
for
instance,
my
kelly
day
is
on
a
monday
and
then.
K
I
won't
get
that
monday
off
until
another
16
weeks.
Later,
I
believe,
is
the
actual
timeline,
so.
K
K
K
And
then
they
got
denied
to
take
their
vacation
days
in
the
city,
like
jordan,
said,
stated.
K
In
the
employee
handbook
805,
which
is
employees
resigning
in
benefit
time,
I
believe,
but
I
also.
K
K
J
As
it
is
stated
in
our
contract,
I
believe
it
is
every
42
days
we
receive
a
kelly
day.
J
For
but
we
are,
you
know,
vacation
days
are
big
and
then,
as
bobby
said
with
the
section
point.
J
It
also
states
that
we
are
covered
by
our
cba
and
then
another
example
of
as
bobby
was.
A
Each
of
these
folks
individually,
because
there
are
different
circumstances,
so
it
would
be
clearer.
C
Yeah,
the
first
item
on
the
agenda
was
to
discuss
chris
welch,
so
it
would
be
helpful
to.
J
Our
vacation
days,
we
have
to
pick
them
by
december,
mid-december,
maybe
december
15th
or
just.
J
Went
through
step,
one
of
the
grievance,
which
was
initially
denied
because
there
had
not
been.
J
A
he
had
not
been
informed
yet
that
he
was
officially
denied
those
days.
J
Which
got
denied
when
step
two
denied
step?
Three
and-
and
here
we
are
at
step
four.
J
But
I
cannot
remember
when,
because
he
had
turned
in
a
it
was
march,
4th
is
his.
J
A
member
resigning
is
staying
in
the
perf,
so
essentially
he
is
leaving
maybe
to
go
elsewhere.
J
To
continue
to
work
to
get
his
pension
as
someone
who
retires
typically
puts
in
for
a
drop.
J
Which
is
deferred
retirement
option
plan
and
that
is
set
out
one
to
three
years
in
advance
and.
J
Retirement
and
I
see
that
mr
welch
originally
requested
a
resignation
not.
I
J
F
One
for
mr
canada-
and
I
think
it
was
mr
gold,
so
I
want
to.
I
also
want
to
make
sure
that
we
are.
F
Not
talking
about
clothing
alone,
are
we
only
talking
now
about
vacation
days
and
kelly
days.
F
Because
when
you
spoke,
you
did
earlier
when
you
introduced
yourself
to
us,
you
did
not
mention.
F
Asking
for
so
thank
you
for
the
clarification,
the
other
and
again,
I'm
looking
at
the
information.
F
That
we
were
sent,
it
sounds
as
if
we
know
that
there
it
was
a
policy
in
place.
F
That
it
looks
like
the
city
I'll
say
that
properly
so
the
city
attorneys
chief
moore.
F
And
others
it
was
brought
to
their
attention
that
you
needed
to
work
two
weeks
to
the
whatever.
F
Your
last
day
of
employment,
if
that
was
pushes
me
in
in
the
case
of
a
resignation
when
did.
J
F
And
this
is
forgive
me
if
I'm
not
familiar
with
all
to
the
language
within
the
cba.
F
F
Number
of
days
correct,
yeah.
So
after
your
first
year
you
get
five
vacation
days.
F
Or
excuse
me,
I
think
our
fiscal
period
ends.
It's
is
it
june
30th
to
july
1st
right.
J
I
believe
the
policy
that
has
been
cited
after
july
1st
or
on
july
1st,
then
they
when
we
have.
J
F
K
K
J
F
Vacation
days,
but
that's
I
guess,
that's
also
including
the
kelly
days,
so
it
would.
J
F
J
F
Chief
chief,
more
city's
attorneys
knew
was
illegal
or
excuse
me,
they
were,
it
was
being.
F
Applied
erroneously,
they
made
corrections
to
that
policy
that
have,
in
this
case
negatively.
F
That's
essentially
what
this
meeting
that
happened,
I
believe,
on
the
on
the
on
december
17th
or.
F
But
essentially
the
city
proper
legal
chief
moore
so
forth,
found
out
that
they
learned
that.
F
F
J
F
Of
how
this
policy,
or
or
I
guess,
how
they've,
from
your
perspective.
F
E
E
K
K
K
E
E
E
E
L
Just
trying
to
I
I
agree
with
what
luisa
just
said
actually,
and
I
just
wanted
to
step
back
to.
L
The
discussion
about
her
cool
and
things
like
that,
so
I'm
just
trying
to
understand.
L
Some
of
the
other
arguments,
so
when
you
said
that
after
one
year
of
service,
somebody
is.
L
And
then
they
have
five
days
that
they
can
take
at
that
point
in
time
suppose
they
were
not.
L
L
L
A
Ms
lloyd
hi,
thank
you
as
jordan
and
bobby
made
pretty
clear.
There
are
issues
that.
M
Are
a
part
of
both
grievances
that
are
common
and
I'm
gonna
talk
about
those
in
in
in
one.
M
You
had
a
memo
that
I
sent
to
you
and
it's
not
my
intention
to
rehash
that
point
by
point.
M
But
there
are
three
things
that
I
want
to
kind
of
cover.
First
of
all,
explaining
the
relationship.
M
And
third,
I
want
to
talk
about
mr
welch's,
grievance.
Okay,.
M
M
M
M
Does
specifically
address
this
issue
and
in
14.04
that
mr
mcquarter
cited.
M
M
M
M
M
M
The
past
practice
allowed,
as
I've
said
out
in
the
in
the
memo
to
you,
it
was
called
terminal
leave.
M
This
was
not
done
according
to
any
agreement.
According
to
the
collective
bargaining
agreement.
M
M
The
fourth
one
was
somebody
who
left
under
very
turbulent
circumstances,
and
I
will
flat
out.
M
Say
that
we
got
it
wrong
with
that
one
employee.
We
did
pay
him
some
vacation
time
that
he
was
not.
M
How
we
discovered
that
we
had
a
problem
was
that
captain
coover
and
mr
welch.
M
M
M
M
M
So
this
happened
in
mid-december.
That
takes
us
to
where
we
are
right
now
and
mr
welch
and
captain.
M
M
M
Mr
canada,
mr
mcwhorter
had
with
hr
director
caroline
shaw
and
corporation
council
philippa.
M
Guthrie
and
me
on
december,
17th,
to
discuss
the
issue
and
in
in
response
to
one
of.
M
The
questions
that
came
up
earlier,
the
ques
the
issue
about
whether
or
not
you
had
to
work.
M
M
M
M
M
Not
accurate
and
mr
mcmurder,
mr
canada
asked
if
there
was
anything
that
could
be
done
in
if.
M
M
On
december,
31st,
chief
moore
sent
both
mr
welch
and
captain
cooper.
A
memo
explaining.
M
And
I
want
to
make
a
note
about
something
that
I
said
to
you
in
my
memo.
I
said
that
he.
M
Of
five
vacation
days
and
one
sick
day
on
his
2021
time
cards,
mr
welch
started
the
year.
M
He
did
work
on
january
1st,
as
he
had
indicated
that
he
planned
to
and
he
in
his
first.
M
Pay
period
which
ran
from
the
end
of
december
to
january
11th,
he
used
three
vacation
days
out
of.
M
And
he
was
paid
for
those
three
days.
The
second
pay
period
happened
ran
from
january.
M
M
M
M
And
and
a
sick
day,
and
then
after
that
on
january
20th,
he
quit
without
prior
notice
of
that
date.
M
In
his
final
paycheck,
he
was
paid
for
the
sick
day
he,
but
because
he
had
changed
his
last.
M
Date
of
work
from
march
4th
to
january
20th,
he
was
only
entitled
to
two
vacation
days.
M
Time
coming
to
him
he's
wrong,
even
if
he
were
correct
on
the
merits
of
his
argument.
E
M
M
Section
on
how
much
time
off
you
get
based
on
what
what
how
how
long
you've
worked.
E
E
E
E
M
F
Distinguish
between
whether
or
not
the
discussion
of
of
the
resignations.
F
And
then,
essentially,
what
I
would
consider
to
be
the
25th
hour.
I'm
learning
that
oh.
F
To
be
in
compliance,
you
know,
certainly,
as
a
city
of
you
know,
what's
considered
legal.
F
To
earn
the
vacation
time
in
order
to
kind
of
be
able
to
be
allotted
their
vacation
days.
But.
F
F
F
F
And
subsequently,
you
know
leave
the
department
under
these
circumstances,.
F
F
F
Error
discovered
because
of
this
case,
and
if
so,
then,
why
can't
the
decision
be?
Okay,
all
right.
F
F
F
F
Hey
his
case,
welch
wasn't,
he
was,
he
was
resigning,
he
wasn't
retired.
So
the
other
two
were.
M
Was
that
we
had
a
situation
where
two
employees
were
announcing
that
they
had
a
resignation.
M
M
Well,
you're
not
supposed
to
do
it
for
retirees
and
and
that's
how
we
got
to
the
point.
F
This
new
understanding
of
how
the
city
would
now
be
interpreting
the
policy
or
you.
F
M
Then
going
to
your
question
about
equity,
about
people
making
decisions
based
on
what
they.
M
M
Pri,
you
know
over
a
year
prior,
and
that
was
a
situation
where,
up
until
that
point
and
at
the.
M
M
I
I
have
a
question:
can
you
define
give
me
a
better
understanding
of.
M
You're,
not
you
know,
we're
all
under
a
pension
plan
you're
not
at
either
an
age
or
a
decision.
M
The
good
life
somewhere
else,
but
the
retirement
you
may
be
doing
all
of
that,
but
you
are
also.
M
Going
through
the
the
perf
process
and
and
using
your
it
activating
your
pension
benefits,
okay,.
I
M
So
that
the
city
could
prepare,
to
the
extent
that
it's
able
to
prepare
for.
M
J
C
I
L
L
But
not,
but
then
the
two
individuals
who
were
resigning,
you're,
saying
that
there
was.
F
Well,
luis,
I
wouldn't
necessarily
say
that,
because
I
can
understand
how
one
I
guess.
F
The
how
how
you
know
a
decision
could
be
made
on
essentially
just.
F
Discussion
being
brought
to
us,
you
know
from
a
perspective,
I
think
attorney
lloyd
does
lay
it
out.
F
F
Or
or
stands
in
when
there
is,
I
guess,
the
absence
of
information
in
the
cba.
F
But
but
I
think,
but
I
think
there's
a
series
of
decisions,
though,
and
again
without
having
like.
F
At
a
place
where
okay,
like,
if
I
was
asked
to
be
making
a
decision,
I
want.
F
You
know
attorney
lloyd
is
not
being
truthful
with
us,
but
you
know,
maybe
you
know
firefighter.
F
E
E
E
E
C
Chris
wheeler
city
legal,
if
you
have
more
questions
of
miss
lloyd,
then
let's
direct
our.
C
C
F
To
luis
and
yeah,
I'm
not
sorry,
I
don't
know
I
mean
I
think,
like
part
of
it
is
like
we're
getting.
A
No
okay
can
I,
and
so
at
this
point
kim
I'm
gonna
jump
in
one
more
time.
Mr
canada
had
one.
C
The
one
thing
that
he
was
wanting
to
bring
up
during
miss
lloyd's
conversation
with
sure.
J
J
J
J
M
But
that
was
not
it
didn't
come
into
play
in
this
situation.
That's
what
I'll
say:
okay,.
A
And
then
we
can
discuss
it
after
the
motion
is
made
so
again
and
chris
just
for
clarification.
F
This
is,
if
I
so
move
on
this.
This
is
not
my
consent
that
we
should
deny
it,
but
that
we.
E
C
Roll
though,
let's
hang
on
a
second
kim,
the
next
step
is
okay.
We
have
a
motion
and.
E
F
I
don't
have
the
information
that
I
would
need
in
order
to
do
that
and
based
on
that,
you
know.
F
F
Don't
have
enough
information,
I
just
don't.
I
I
as
much
as
I
do
not
at
all
agree
with
the
conduct.
F
Without,
like
you
know,
some
sort
of
evidence,
let
me
stop
talking
so.
F
Sure
you
got
quiet
towards
the
end,
so
I
didn't
know
if
you
were
done
or
not.
For
me.
I
I
Is
being
brought
upon
is
the
good
standing
portion,
and
so
that's
kind
of
what
I'm
looking
at.
L
What
we
are
being
asked
to
do
is
just
decide
on
the
terms
of
the
grievance
that.
C
C
You
have
to
wrestle
with
at
this
point.
There
is
a
motion
on
the
table
that
would
suggest
that.
C
A
C
Arbitration.
This
brings
us
now
to
the
next
grievance,
which
is
mr
coover's
grievance.
J
Talk
about
this
and
bobby
is
is
prepared
to
speak.
On
this
I'll
hand,
it
over
to
him.
K
Thank
you
guys
for
your
time
tonight.
I
know
this
has
taken
longer
than
what.
K
K
Cooper
had
originally
shined
up
to
resign,
as
we
were
talking
about
resigning
employees
and.
K
To
retire
and
mark
his
retirement
date,
he
still
has
that
date
currently
and
then
so
that
is.
K
Pretty
much
steve
coover's
grievance
there.
I
will
say
that
this
isn't
the
first
time.
K
K
K
I
Mr
canada
did
you,
mr
canada
was
invited
to
speak
if
he
had
anything
to
add.
Okay.
J
Coover
is
now
retiring
and
just
as
before,
he
was
told
that
his
days
were
going
to
be
prorated.
J
He's
he's
one
guy
who's
retiring,
the
other
guy
is
is
chris,
welch
is
resigning,
so.
I
A
Okay,
just
wanted
to
clarify,
since
we
we
brought
that
individual
up.
Another
question.
I
J
Okay
and
in
the
municipal
code,
it
states
that
we
are
covered
by
that.
J
I
I
There's
different
there's
different
penalties.
Were
you
able
to
like
talk
to
him
about.
J
That
is
out
there.
The
union
that
we
are
covered
by
is
the
american
federation
of
labor.
L
L
There's
somebody
who
left
earlier,
but
there
was
just
a
mistake,
made
she
wouldn't
she
would.
J
Have
to
answer
that:
okay,
okay
and
then
the
other
question
I
have
is.
It
sounds
like
currently.
L
That
they
want
to
pay
him
for,
and
the
union
and
mr
coover
has
another
calculation.
J
M
To
what
was
afforded
to
retirees
in
the
past
practice-
and
we
talked
about
the
fact
that
we.
M
Did
make
an
exception
for
two
employees
who
are
in
a
situation
that,
where
they
had
basically.
M
Pre-Scheduled,
their
retirement
based
on
information
that
nobody
knew
was
inaccurate.
M
The
the
issue
with
george
cornwall,
his
name
has
come
up
several
times.
He
is
another
employee
who.
M
Left
the
fire
department
and
went
to
monroe
fire
district
and
that
happened
in
2018..
He.
M
Left
several
weeks
she
left
his
last
day
was
in
march
of
2018.
I
believe,
excuse
me
2019
and.
M
Believed
to
be
a
retiree
until
it
went
until
he
left.
So
that's
the
story
of
mr
cornwall.
M
Decisions
is
subject
to
the
policy
that
we've
discussed
at
length.
We
believe
that
he,
you.
M
We're
going
to
allow
him,
you
know,
obviously
he
will.
He
will
be
able
to
use
the
time
that
he.
M
I
Mr
canada,
sorry
I
have
a
question
for
about
the
afscme.
What
is
bmc.
I
2.22.030.,
what
is
that?
Well,
that
is
a
bloomington
municipal
code
provision.
M
And
if
you
give
me
a
minute,
I
can
pull
it
up.
Take
your
time
thanks.
M
I
M
M
It
is
a
section
that
had
been
cited
to
in
prior
submissions
by
the
union
and
by
mr
coover.
M
It
does
not
because
if
you
go
further
down
in
that
section,
there
are
definitions.
M
Of
terms
used
with
within
that
part
of
the
ordinance,
and
one
of
them
is
what
is.
M
I
Union
that
doesn't
mean
that
he
they
are
not
you
with
a
union.
So
if
they're
not
part
of
this.
M
All
mr
coover
is
absolutely
part
of
the
union
he's
just
part
of
the
opinion.
That's
not
asked
me.
A
G
Now
and
I
wanted
to
address
the
argument
that
the
probation
is
applicable
to
part-time
employees.
L
And
I
guess
the
argument
is
based
on
under
8.05
a
it
talks
about
an
employee.
If
an
employee
should.
L
L
That
right,
that's
yes,
so
yeah,
and
what
was
your
question
specifically
about
the
argument.
L
That
the
pro-rated
sections
are
supposed
to
apply
to
part-time
employees,
not
all
employees.
M
In
artfully
written
because
they're
ambiguous
as
to
they
can
be
interpreted
two
ways
right:
they.
M
Can,
however,
the
the
language
of
of
the
sentence
that
you
read
part-time
employees
maximum
shall
be.
M
Prorated,
based
on
scheduled
hours
and
calculated
as
follows,
I
I
think
that
sentence
is
intended.
M
Of
this
paragraph
are
to
be
pro-rated
in
this
sense,
and
that's
as
identified
by
the
line
that.
M
Follows
it
says
the
employee
shall
be,
and
in
looking
at
this
and
trying
to
recognizing.
M
Is
not
applicable
specifically
to
the
fire
department.
The
language
does
serve
as
a
guide.
M
It
just
states
that
the
the
proration
gets
applied
in
accordance
with
section
8.05,
so.
I
L
L
L
L
At
eight
section
805.
so
then
I
would
go
to
the
municipal
code
right
and
then,
where
is
that.
L
M
M
C
C
E
L
I
have
is
the
two
point:
three
four,
I'm
just
kind
of
2.22.030,
four.
M
Correct
and
I'll
draw
your
attention.
Well,
you
don't
have
it
in
front
of
you,
so
I
can't.
M
Draw
your
attention,
but
in
the
personnel
manual
itself,
at
the
beginning,
section
1.02.
M
M
M
I
That
the
time
remains
unused,
so
what
is
that
time
remain
unused,
so,
under
the
city's
position.
M
And
not
by
the
firefighter
he,
I
believe
his
two
of
his
four
pro-rated
kelly
days
won't
fall.
M
Within
the
time
of
within
the
the
three
months
that
he's
there
so
that
those
two
kelly
days.
M
I
It's
basically
protected
for
him
to
get
that
entitlement
for
those
12
vacation
days
is.
I
That
correct
no
well,
first
of
all
so
so
mr
cooper's
representatives
had
the
meeting
at.
M
A
Jennifer,
I
just
want
to
clarify
it
says
in
your
memo
in
the
paragraph
right
before
the
conclusion.
A
M
A
E
E
Conclusion-
and
this
is
where
we
are,
is
that
fair?
Yes,
okay!
Thank
you.
I
just
had
one
more
question.
L
I
just
wanted
to
clarify
the
timeline,
so
you
were
saying
that
mr
coover
was
notified
of
the.
L
His
representatives
were,
and
then
I
I
know
we'd
ask
early
on
about
there-
were
these
two.
L
L
M
Are
are
also
scheduled
to
retire
in
march.
They
had
to
commit
to
that
date,
a
long
time
in
advance.
L
Committed
to
the
date
in
advance
of
notification
about
the
the
proration
policy,
or
that
the.
L
L
C
Additional
comment,
but
certainly
mr
mcquarter,
mr
canada,
do
you
have
additional
comment.
I
J
States
that
we
are,
I
didn't
see
the
page
where
it
says
it's
only
to
ask
me
only.
J
J
It's
a
little
frustrating
on
my
end,
especially
when
section
1.01
says
that
the
person
when
we.
M
K
K
At
the
department
everybody,
mr
mcquarter,
are
you:
are
you
going
to
specifically
address
what.
C
Miss
lloyd,
just
said,
yeah
with
our
cba
how
and
how
she's
saying
our
cba
silent,
because
we
have.
K
Policies
here
vacation,
would
you,
mr
mcquarter,
would
you
please
direct
us
to
the
section
of
the.
C
Cba
that
discusses
what
happens
when
you
resign.
There
is
right
and
or
and
okay,
so
there
isn't
any.
I
Previously
and
something
I
think,
the
city
and
if
the
city
and
the
union
should
have
a
discussion.
I
L
Understand
it
now,
this
is
after
reading
memos
and
all
this
discussion,
and-
and
I
I
completely
see.
L
And
and
that's
why
I
was
also
thinking
not
only
of
the
language
but
sort
of
the
equity.
L
Involved
and-
and
I
do
think
that
and
again
I
don't
know
if
I'm
agreeing.
L
Moving
forward
in
a
way
that
everybody
understands
the
consequences
and
some
of.
L
E
E
E
E
E
E
E
E
E
E
F
Related
to
you
know
the
way
firefighters
acquire
vacation
time.
F
And
again
we
don't
have
information
as.
F
That
is
requiring
us
to
take
a
side.
Then
I
guess.
F
From
the
vote,
I'm
sorry
I
interrupted
you,
I
didn't
look
like
you
were
about
to
talk.
F
A
You're
still
there
aren't
you
yeah,
thank
you
and
robert.
You
know
you
have
an
opportunity.
A
You
know
in
in
you
know,
citing
resignation
and
retirement
policies
and
how
they
might
align
so.
E
E
E
E
L
With
that
and
say
that
I
I
do
feel
like
we're
in
a
position
where
we're
deferring.
L
Reasonable
understandings
of
what
was
going
on,
and
so
that's
that's
where
I
come
down
in
terms
of.
B
Yes,
kim
yes,
maliba,
no
luis,
you
are
muted,
luis
trying
to
be
nice
to
people.
Yes,
trudy,
yes,
rafi.
C
All
right,
the
vote
is
three
yeses
one.
No,
and
one
abstention.
C
The
motion
carries
the
grievance
as
filed
is
denied.
This
grievance
may
be
taken
up.
A
Do
we
have
any
comments
from
the
public
yeah?
This
is
the
petitions
and
communications.
C
Section
so
folks,
who
wish
to
give
comment,
have
three
minutes
to
speak,
correct
and,
as.
F
And
again,
nicole,
if
you
can
indicate
that
you
can
type
a
message
in
the
chat.