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From YouTube: City Council 06 27 207
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A
District
3,
you
may
approach
him
and
district
4
Mike
Baker
Jereme,
Allen
district
6,
maybe
Woodson
district,
sudden
Walker
Garrett,
which
8
Thomas
coastline,
at-large
counselor,
10,
at-large,
council,
Oh,
Tony,
Washington,
Council
and
through
the
attorney,
demonstrate
Columbus
Georgia.
This
is
your
City
Council.
B
We
were
not
anticipating
meeting,
but
we
had
a
few
items
that
just
needed
our
attention
and
so
council
can
make
that
decision
and
they
have
and
we've
come
together
with
for
a
fairly
short
agenda
as
far
as
a
number
of
items.
But
who
knows
how
long
we'll
be
here?
So
we
appreciate
your
patience
as
always.
We
want
to
go
ahead
and
get
started.
We
always
need
a
little
prayer,
and
so
we've
got
Reverend
dr.
Ralph
huling
here
who's
with
the
st.
B
C
Maybe
we
begin
about
now
hits
most
high
god,
who
is
the
giver
of
all
good
and
perfect
gifts?
Do
you
have
a
Volvo?
We
delight
ourselves
in
the
because
of
your
many
blessings
and
your
abundant
provisions
and
all
Lord
our
Lord.
How
excellent
is
thy
name?
You
know
all
the
earth
heaven
probably
tonight.
We
just
want
to
say.
Thank
you
master.
We
thank
you
dig
our
Lord
for
your
sovereignty.
We
thank
you
for
your
omniscience
omnipotence
and
I'm,
not
presence
every
father.
C
We
pray
tonight
your
divine
presence
in
this
abode
in
this
meeting,
heaven
father
as
we
are
on
the
brink
of
a
national
holiday,
their
guard
Lord,
which
we
called
independence
day.
What
we
take
the
header
file
that
we
are
a
country
where
we
exercise
freedom
and
we
are
not
under
dictatorship,
but
we
thank
you
that
we
have
rights
and
privileges
that
other
nations
do
not
enjoy.
C
C
They
can't
go
with
thank
you
for
a
city
and
that
is
concerned
about
families,
but
we
realize
that
out
of
the
institutions
of
society
that
the
family
is
the
most
important
institution
of
all
society,
because
all
the
other
institutions
emanate
from
the
family,
so
Heavenly
Father.
We
pray
that
our
Lord
that,
as
they
make
decisions
here
at
this
council
meeting
and
all
future,
meets
DeCarlo.
They
would
consider
family
the
needs
of
families
and
helping
father
Lord.
We
just
pray
that
you
would
give
them
a
very
conscious
interest
awareness
of
your
divine
presence.
C
We
pray
for
our
safety
officials,
regard
Lord,
Chief,
boring
and
all
of
those
that
work
diligently
with
him
and
other
Public
Safety
officials
to
keep
our
city
from
being
honor
anarchy,
and
so
heaven,
father
Lord.
We
just
pray
your
blessings
upon
our
city,
DeCarlo
that
we
might
be
a
bright
and
shining
like
flower
Lord,
and
it's
in
the
matchless
name
of
Jesus,
who
is
our
Christ?
We
pray,
amen,
amen,.
B
Reverend
shilling,
thank
you
so
much
for
your
time
this
evening
and
thank
you
for
what
you
do
also
to
service
to
the
city,
not
just
through
your
faith-based
mission,
but
otherwise
we
appreciate
that
very,
very
much,
and
now
we
have
a
real
treat.
We've
got
our
Parks
and
Rec
summer
camp.
It's
here
to
help
lead
us
in
the
Pledge
of
Allegiance,
so
we're
going
to
ask
them
to
come
and
assemble
in
the
front
here.
B
F
F
E
E
B
B
B
H
B
B
I
You
mayor
and
our
meeting
last
week,
Council
appointed
counselor
Alan
councillor
Barnes
and
me
to
be
the
committee
of
council
to
do
the
oversight
with
the
recorders
court
and
we
have
met
twice
since
then.
At
both
meetings,
our
internal
auditor
efficiencies
and
forensic
auditor
have
been
there
with
us
today.
We
also
had
mr.
Larry
love,
who
is
the
interim
administrator
in
the
recorders
court
and
director
Rita
Halliwell,
who
is
our
HR
manager,
meet
with
us
to
help?
I
Give
us
some
guidance,
and
we
have
a
report
for
you
tonight,
a
it's
an
old
report,
but
we
think
that
we
are
moving
in
the
right
direction.
One
of
the
things
that
you
have
counsel
has
been
provided
with
is
a
document
that
the
top
of
it
says
chapter
six
recorders
court.
This
is
from
the
city
charter
and
this
pretty
much
outlines
the
responsibilities
and
the
requirements
for
counsel
as
to
what
I
or
oversight
and
what
our
responsibilities
with
the
recorders
court.
What
that
is,
you
will
notice.
I
One
of
the
things
that
we
found
is
we've
been
meeting
and
talking
is
that
at
various
times,
various
personnel
in
various
departments
are
called
various
things
than
they
all
do.
The
same
thing,
you'll
notice
that
we
are
charged
with
appointing
the
recorder
and
what
we
have
typically
called
of
that
position
has
been
the
judge
and
we
are
calling
that
on
our
materials
from
here
on
the
chief
judge,
recorders,
court
and
then
the.
I
Council
during
our
budget
hearings
and
adoption,
and
so
forth,
establish
the
position
of
the
clerk
of
the
court,
and
so
we're
going
to
talk
a
little
bit
about
that.
Actually
focus
often
could
we
have
the
the
organizational
chart
you
will
see
in
again.
You
have
a
copy
of
this
counsel.
You
have
a
copy
of
this
that
this
is
this
outlines
as
organizational
chart
to
do
the
lines
of
administration
and
responsibilities
for
the
various
positions
in
the
court.
I
I
We
are
in
the
process
of
writing
the
Job
Description
for
that
position,
but
that
clerk
of
court
then
reports
directly
to
the
chief
judge,
the
judges,
Pro
Tem.
You
will
recall
that
we
talked
about
when
we
were
doing
our
budget
processing,
that
the
chief
judge
different
in
a
different
manner
than
they
are
now
will
hold
court
both
the
morning
and
afternoon
sessions.
But
we
need
what
are
called
judges,
Pro,
Tem,
to
be
available
to
work
vacations
or
when
that
judge
is
sick
and
to
work.
The
Saturday
court
session.
I
Then
the
environmental
court
judge
typically
that
position
that
person
does
environmental
court
period
they
sometimes
and
they
will
be
available
in
this
setup,
also
substitute
for
the
chief
judge,
if
necessary,
but
the
judges,
Pro
Tem
and
the
environmental
court
judge
will
be
again
reporting
directly
to
the
chief
judge
and
the
chief
judge
has
the
responsibility
of
selecting
those.
We
talked
about
the
judges,
Pro
Tim,
hey,
meaning
we
need-
and
we
did
not
set
a
number
for
that.
I
However,
many
the
judge
thinks
that
that
we
need
we
can,
they
will
not
be
paid
until
they
hold
a
session,
and
so
you
know
he
can
have
as
many
people
on
that
substitute
list.
As
you
need
to
the
fourth
position
there.
That
reports
to
the
chief
judge
is
the
court
reporter.
We
currently
have
a
court
reporter
who
is
under
contract.
This
person
is
not
an
employee
of
the
City
of
Columbus.
I
This
is
a
contract
position
and
that
does
that
contract
for
the
court
reporter
was
scheduled
to
expire
Friday,
and
we
said
well,
we
probably
mean,
and-
and
so
the
finance
department
and
purchasing
department
have
extended
the
contract
of
the
current
court
reporter.
For
180
days
for
another
six
months,
so
that
we
have
a
little
breathing
room
then
to
to
hire
some
of
these
other
folks
that
we
need
to
get
hired
and
get
them
in
place,
and
then
you'll
see
that
there
are
two
divisions
in
the
recorders
court.
I
There's
the
financial
division
and
they
are
that's
the
division
that
collects
the
money
and
collects
the
fines
and
all
of
those
kinds
of
things,
and
then
there's
the
judicial
division
and,
among
other
things,
that
division
sets
the
docket
and
files.
The
report
and
those
kinds
of
things
there
are.
There
would
be
a
supervisor
there
currently
is
a
supervisor
of
each
one
of
those
divisions
and
under
the
that
supervisor
there
are
judicial
or
administrative
technicians
and
at
this
point,
I
know
that
they
are
tech
and
I.
Think
tech
3.
Is
that
right.
Mr.
I
love
and
tech
3
grade
level,
but
those
those
positions
report
to
the
supervisors,
the
supervisors
report
to
the
clerk
of
court
and
the
clerk
of
court
reports
to
the
chief
judge.
So
we
are
hoping
with
this
organizational
chart.
We
will
have
a
better
handle
on
who's
in
charge
and
who,
who
does
what,
along
that
line?
I
I
Currently,
there
has
been
posted
a
job
description
for
the
Clerk
of
Court
and
we
have
asked
the
HR
department
to
take
that
job
description
down.
We
have
tweaked
the
that
job
description
a
little
bit,
but
because
that
position
will
report
directly
to
the
chief
judge,
we
felt
like
the
chief
judge,
should
have
some
input
if
you
will
into
that
arrangement,
and
so
that
position
will
be
that
job
description
will
be
taken
down
for
the
time
being.
I
We
we
have
not
reworked
to
any
great
extent
the
the
clerk
of
councils
having
the
clerk
of
courts
position,
but
there
are
some
changes
that
we
felt
needed
to
be
made
and
we
think
might
have
more
once
we
get
the
chief
judge
put
into
place
and
then
the
final
thing
that
I
or
one
of
the
final
things
I
want
to
report
to
you
tonight.
As
you
may
remember,
we
appointed
several
months
ago
mr.
Larry
Love
as
the
interim
administrator
in
the
recorders
court,
and
he
his.
I
Agreement
with
us
is
set
to
expire
again.
This
Friday.
You
may
also
recall
that
last
week,
councillor
Henderson
suggested
that
we
do
ankle,
monitor
and
not.
Let
him
leave
well
we're
not
going
to
do
quite
that
councillor
Henderson,
but
we
have
talked
with
mr.
love
and
he
has
agreed
that
there
are
a
number
of
projects
that
are
going
on
in
that
in
the
recorders
court
that
he
would
like
to
see
through
and
so
we're
going
to
work
with
him
and
extend
his
time
with
us,
probably
for
another
30
to
60
days.
I
He
won't
be
there
every
day,
but
he
will
be
helping
us
out.
Additionally,
it's
our
intention
to
come
back
to
you,
probably
on
the
11th,
with
a
recommendation
that
we
hire
a
an
interim
clerk
of
court
until
we
can
get
the
judge
selected
and
the
new
clerk
of
court
selected
and
that
person
would
work
in
tandem
with
mr.
love
until
we
get,
he
gets
his
feet
on
the
ground
or
whatever,
but
that
will
bring
that
back
to
you,
probably
on
the
11th
we
are
meeting
as
I
said.
We've
had
two
meetings.
I
We
intend
to
meet
again
on
July
the
3rd
and
miss
glisten.
If
you
and
the
clerk
of
court
counsel
will
advertise
meeting
at
2
o'clock
on
July
the
3rd
here
in
this
facility,
it
is
a
it
is
a
meeting
that
is
open
to
the
public
if,
if
any
public
folks
want
to
come
to
that
meeting,
I
would
refer
to
councillor
Alan
and
councillor
Barnes.
J
B
I
We
would
like
to
be
on
the
agenda
on
the
11th
to
bring
you
another
report.
We've
we've
talked
about,
you
know
what
needs
to
be
authorized
by
Council
and
what
may
not
need
to
be
authorized
by
Council
books
in
as
because
we
are,
the
representatives
off
council
can
make
some
of
those
kinds
of
decisions.
But
we
would
like
to
be
on
the
agenda
then,
on
the
eleven
excellent.
B
K
Want
to
because
we
were
going
back
and
forth,
we
really
feel
appreciate
Larry
you
stand
on
during
this
nebulous
period,
just
a
virgin
type
of
period.
We
have
never
embarked
on
anything
like
this
here,
so
we
appreciate
it
and
John
and
Miss
Barfield
also
joined
on
meetings.
They
they
contributed
a
great
deal
of
information,
and
we
appreciate
all
of
their
expertise
in
this
matter
and
a
whiskey
and
Lisa
she's
not
out
there
and
we
pay
as
well
all.
B
Right
great
well,
good
job
looks
like
we
made
some
great
progress.
Thank
you
all
for
your
efforts
and
with
that
we
will
leave
the
mayor's
agenda
head
into
the
city.
Manager's
agenda,
we're
going
to
pull
forward
the
presentation
from
Angelica
Alexander
regarding
the
responses
to
the
payroll
conversion
issue,
and
it
looks
like
there's
quite
a
few
people
here:
who've
worked
a
full
day
and
I'm
sure
they'd
like
to
get
on
home.
So
with
that
just
a
manager.
Thank.
L
H
All
right
good
evening,
so
this
presentation
is
just
in
response
to
some
referrals
that
were
given
by
council
council
last
Tuesday,
and
so
first
I'd
like
to
just
start
out
with
sort
of
why?
Why
we're
here
back
in
February
of
2016
counsel,
was
advised
that
the
financial
and
budgeting
system
server
was
well
lit.
Well
beyond
its
useful
life.
This
presentation
was
made
by
a
deputy
city
manager,
Pam
Hodge.
H
Our
conversion
of
the
financial
and
budgeting
systems
were
completed
in
January
of
2017
the
very
strenuous
process,
a
lot
of
time
and
effort
put
in
by
the
finance
department
and
IT
staff
to
complete
that
conversion.
It
started
in
May
of
2016
and
we
completed
conversion
in
January.
So
it's
quite
the
feat
to
get
these
two
systems
and
converted
in
such
a
short
period
of
time,
but
conversion
for
the
human
resources
and
payroll
system
actually
began
in
February
of
2017,
and
so
once
we
get
all
three
systems
online
on
this
hosted
solution.
H
The
benefit
for
the
city
is
that
it
keeps
us
current
on
all
of
our
software
versions
and
it's
it
makes
routing
for
upgrades
a
lot
easier.
We
are,
we
have
to
upgrade
the
system
at
upgrades
become
available,
so
we'll
always
keep
up
with
the
latest
and
greatest
software
for
the
system,
and
it
also
increases
functionalities
and
self-service
capabilities
for
the
employees.
H
You'll
be
able
to
go
online
and
check
your
w-2s
check
your
paycheck
stubs
and
that
sort
of
thing,
which
is
a
functionality
that
we
currently
do
not
have
with
our
old
mainframe
systems,
so
completion
of
the
human
resources
and
payroll
system
conversion
is
crucial
because
our
IT
department
is
migrating.
All
programs
off
the
mainframe
I'm.
Currently,
the
annual
cost
of
maintaining
the
mainframe
is
more
than
six
hundred
thousand
that's
on
an
annual
basis.
The
mainframe
application
itself
is
antiquated,
it's
costly,
obviously,
and
it
and
the
functions
that
I
integrated
with
new
web-based
systems.
H
So
you
know
one
of
the
things
that
was
presented
or
mentioned
is
you
know,
taking
online
payments
and
recorder
support
and
with
the
old
mainframe
system
and
its
limited
capability?
That's
one
of
the
things
that
we're
having
difficulty
doing
outside
of
a
complete
system
overhaul.
H
So
we're
the
other
issues.
That's
critical
with
this
payroll
conversion
is
that
we
process
time
as
it's
work
and
therefore
creating
the
leg
for
the
bi-weekly
employees
believe
it
or
not.
Our
bi-weekly
employees
represents
about
82%
of
our
full-time
employees
and
that's
why
the
city
has
invested
approximately
1.75
million
to
implement
and
convert
all
three
of
these
systems
and
that's
there's
hard
dollars.
H
That's
not
including
Assaf
dollars
that
we've
invested
as
a
city
with
the
staff
within
the
IT
department,
the
finance
department,
the
HR
department,
all
the
time
that
they've
spent
on
this
project
since
February
they're
doing
the
normal
job
thrust
the
project.
So
it's
been
quite
stressful
for
us
I
know
in
finance
for
more
than
a
year,
because
this
is
the
sort
of
last
leg
of
the
major
system.
Conversions
for
us.
B
Angelica
before
you
get
into
the
referrals,
I
want
to
add
one
one
other
thing:
I
our
staff
is
so
professional
and
so
thorough
when
they
come
here
and
they
briefed
Council
on
this,
they
always
give
you
the
very
thorough
reasons
why,
when
they
speak
with
me,
they
sometimes
are
quite
candid
and
I.
Think
you
left
one
out
they
very
much
caught
my
attention,
and
that
is
our
current
software
system
is
simply
not
supported
anymore.
They
don't
support
it
anymore.
Nobody
supports
that
anymore.
Yes,.
M
B
There's
some
software
snafu
and
the
checks
aren't
printing
and
the
computer
crashes,
there's
just
somebody
where
to
pull
out
a
pen
and
some
paper
checks,
because
it's
not
going
to
be
printed
through
this
system.
So
that's
the
one
of
the
sort
of
practical
reasons
is
that
we
have
waited
so
long
to
do
this.
Nobody
supports
the
software.
If
anything
goes
wrong
with
it.
It's
just
broken
and
no
check
for
anybody.
20
people
will
be
printed,
so
that's
sort
of
a
real
world.
B
In
addition
to
all
the
other
things
of
us
wanting
to
be
best
practices
and
wanting
to
have
people
have
access
to
their
page
says
online
and
all
those
great
bells
and
whistles
the
the
primary
functionality
I
think
people
care
about
is
we're
using
a
system
that,
if
anything
happens
to
it,
no
checks
are
printed
and
nobody
can
help
us
so
I
think
that's
not
a
that's,
certainly
not
best
practices.
This
is
not
a
way
to
function,
a
city
of
the
Sun.
They
would
go
ahead,
I'm
glad.
H
You
mention
that
I
actually
live
in
tanning
to
say
about
there.
Thank
you.
So
the
first
referral
question
was
what
about
converting
weaklings
paid
employees?
What
about
I'm?
Sorry?
What
about
not
converting?
We
could
pay
it
employees
so
biweekly
pay
cycle.
So
the
response
to
that
would
be,
you
know,
eliminating
we
could
pay
cycle,
reducing
associated
costs
that
include,
but
are
not
limited
to
the
banking
fees
that
we
pay.
We
pay
per
transaction.
Every
time
we
submit
a
direct
deposit
into
someone's
bank
account.
H
Every
time
we
receive
money
back
into
our
bank
account
we're
because
it
was
returned
for
whatever
reason
those
are
bacon,
CDs,
real
bacon
fees
that
that
we
pay
and
there's
also
the
cost
of
printing.
You
know
the
pay
advices,
but,
most
importantly,
converting
the
weekly
employees
to
your
biweekly
pay
cycle.
Just
puts
all
employees
on
a
on
a
uniform
pay
cycle.
I
pulled
the
AIT
to
pull
a
current
workforce
report
and
this
report
was
pulled
as
a
January,
I'm,
sorry,
June,
21st
2017,
and
on
the
report
it
show
I'm.
Currently
on
our
workforce.
H
We
have
eight
hundred
and
eighty
six
full-time
employees
that
are
grade
12
envelopes
out
of
that
886
employees.
384
of
those
employees,
are
on
a
weekly
pay
cycle
currently,
but
the
majority
of
the
employees
at
a
grade
12
envelope,
which
represents
502
in
people.
Those
individuals
are
paid
bi-weekly,
so
we
have
more
bi-weekly
employees
that
are
grade
12
and
below.
Then
we
have
weekly.
H
And
again,
a
uniform
pay
cycle
will
help
minimize
any
negative
impact
to
employees
when
departments
fail
to
enter
employees
times
in
a
timely
manner.
We
do
have
the
capability
now
with
our
old
mainframe
system,
with
writing
manual
checks.
So
if
the
department
says
hey
I
forgot
to
put
in
this
employees
time,
we
need
to
request
a
special
check
in
the
current
mainframe
system.
We
are
able
to
do
that
so
that
employees
are
not
without
pay
for
the
time
that
they've
worked.
H
Unfortunately,
with
us
being
on
this
new
hosted
solution,
we
will
no
longer
be
able
to
issue
manual
checks
in
the
finance
department,
and
so
what
that
means
is
you
know,
with
employees
being
paid
every
week
if
there
is
a
week
for
whatever
reason
or
just
a
timing
issue
with
this
time,
keeper
for
the
particular
department
doesn't
get
this
time
entered
for
that
employee.
On
time,
we
won't
be
able
to
issue
that
employee
a
manual
check,
and
so
we
do
have
both
instances
with
particularly
the
folks
that
are
paid
on
a
weekly
basis.
We.
B
B
I
B
I
H
Are
doing
their
I
talk
about?
Why
that
might
not,
and
it's
not
that
it
may
be
the
employees
paychecks
it
could
it
be
overtime?
You
know,
maybe
the
time
keeper
forgot
to
put
overtime
hours
for
whatever
reason
on
an
employee's
paycheck
and
again,
if
that
employees
do
that
money,
we
have
a
capability
now
of
issuing
them
a
check
for
that
overtime
pay.
So
it's
not
them.
How
often
does
that
happen,
and
it
happened
well.
L
I,
if
you
want
us
to
bring
you
back,
how
often
that
happens
we'll
bring
that,
but
it
happens.
We
can't
tell
you
that
it
happens
that
they're
50
checks
every
pay
period.
No,
but
it
happens
and
if
it
happens
to
one
person,
because
we
know
what
they're
paid
that
that's
a
crisis
for
us,
we
got
to
get
that
person
paid
I.
L
L
B
B
On
Friday,
ok
Friday,
so
you
worked
overtime,
Thursday
night
might
not
be
entered
I
guess
by
Friday.
When
you
cut
the
check.
Well,
explain
us
how
that
works
went
in
weekly,
because
what
you're
saying
is
the
two
weeks
allows
time
for
people
to
get
those
those
hours
in
and
get
their
time
right
and
ng.
But
the
weekly
doesn't
necessarily
allow
that
time.
So
explain
the
timing
of
people
working
this
person
getting
it
in
and
turning
it
into
you
well.
H
The
turnaround
time
for
overtime
and
that,
particularly
in
the
instance
you
just
described,
that's
not
exactly
how
it
would
work.
Okay,
we
don't
pay.
We've
paid.
Employees
are
already
on
a
leg,
so
any
overtime
that
they
would
be
due
for
that
Friday
would
be
as
of
the
prior
week
right.
So,
but
it's
just
you
know
we
are.
We
do
what
we
can
in
a
finance
department.
Currently,
we
do
reissue
checks,
special
checks,
all
the
time
for
just
various
scenarios.
That
may
happen
with
employees.
That
was
just
actually
the
not
enter.
H
The
time
is
actually
one
example
that
I
gave,
but
it's
just
we
feel
for
the
employee,
then
we
want
to
make
sure
that
they
receive
compensation
when
it's
due
and
when
it's
expected
and
so
they're
just
there
are.
There
are
things
that
happen.
You
know
every
week
as
to
why
an
employee
you
may
not
receive
all
of
the
compensation
that
do
I
can't
say
exactly
how
often
six
specifically
that
happens,
but
it
does
happen
so
with
weekly.
J
H
Most
cases
with
bi-weekly
employees
we
have
ish,
we
don't
have
the
issue
of
not
giving
them
enough
money,
most
cases,
but
bi-weekly
employees.
We
have
the
issue
of
giving
them
too
much
money
because
they're
currently
paid
as
of
that
current
that
payroll,
so
we
process
payroll
on
Tuesday,
expecting
them
to
be
there
on
Friday
for
the
bi-weekly
people,
and
sometimes
that's
just
not
the
case.
Okay,.
H
M
N
Three
to
three
hundred
and
eighty
four
out
of
the
eight
hundred
eighty
six
to
the
page
weekly.
Yes,
yes,
that's
what
my
concern
is
right
there,
the
bi-weekly
is
a
502
also
concerned
anybody
losing
money.
At
this
point,
oh
and
reason
I
say
losing
money,
because
the
math
just
doesn't
add
up
I
keep
going
through
it
going
through
it
that
last
amount
of
money
goes
into
next
year.
They
don't
receive
it
by
December,
31st.
Well,.
L
E
L
It
was
for
the
last
five
days
of
December
and
the
first
five
days
of
the
new
year,
and
so,
if
you
really
want
to
see
what
they
made
in
that
and
let's
say
16,
you
got
to
go
in
split
to
check
and
know
that
they
got
five
days
in
December
and
five
days
in
December,
16
and
five
days
in
January
of
seventeen.
So
they.
B
L
N
L
H
N
N
Don't
think
that's
going
to
happen,
but
if
there's
something
that
says
they
can
repay
us
if
they
leave
the
city,
you
take
it
out
of
last
check
or
something
I'm
trying
to
figure
out
how
to
make
them
with
the
40
hours
right
now
in
August
everybody.
So
they
can
move
forward.
And
then
we
go
into
the
new
system
and
this
system
will
take
care
of
itself
when
they
all
get
on
bi-weekly.
We
should
be
fine.
H
O
H
H
H
Information
I'll
have
to
get
specifically
from
the
vendor.
I
mean
part
of
us
receiving
is
overall
cost
saving
of
a
over
a
ten-year
period,
because
I
mean
the
system
itself
for
what
we're
getting
we're,
getting
three
systems:
the
budgeting
system,
the
financial
system
and
the
human
resources
and
payroll
system.
H
I
mean
the
software
itself
is
robust
in
the
vendor.
That
would
you
do
deal
with
a
lot
of
municipalities,
but
what
we
purchase
for
all
of
the
items
that
we're
getting
it
with
purchase
as
a
package
and
purchase
purchase
get
us
a
baseline
product.
So
there
isn't
most
customization
that
we
can
do
to
the
product
itself
without.
O
L
Your
question,
let
me
understand,
yeah,
because
the
system
that
we
are
attempting
to
go
to
would
be
where
we
pay
all
my
employees
bi-weekly
and
so
is
your
question
whether
we
would
go
into
this
new
software
and
still
pay
the
three
hundred
and
whatever
on
a
weekly
basis
and
in
others,
and
continue
bi-weekly
for
those
who
are
currently
well
I.
Don't
I.
O
L
O
O
O
H
Meeting,
no
so
sorry,
just
reading
refer
number
two.
The
question
where
I
was
read
at
the
cost
of
only
giving
weekly
employees
an
additional
20
hours
on
top
of
the
original
20
hour
bonus,
so
the
cost
to
do
that
is
one
hundred
thirty
one
dollars
one
hundred
thirty
one
thousand
three
hundred
and
sixty-seven
dollars.
That
would
be
the
cost
to
increase
weekly
employee
to
20
out
to
forget
our
bonus
as
opposed
to
20.
Also.
H
O
Understand,
I
might
be
a
little
head
of
you
here,
but
so
what
you're
telling
me
is
that
the
concern
that
we
all
have
here
I
think
is
that
we've
got
employees
who
are
being
paid
by
the
week
or
going
to
miss
a
week
and
they
live
paycheck
to
paycheck.
It
doesn't
matter
if
they
get
an
increase
later.
It's
that
week,
that's
going
to
hammer
them
during
a
very,
very
I,
think.
O
They're
getting
a
bonus
before
but
they're
missing,
a
paycheck
they're
missing
two
hundred
and
seventy
dollars
during
that
pay
period,
they'll
get
it
when
they
get
their
next
check,
but
they've
got
to
make
up
during
that
week.
They
got
to
make
up
that
amount.
I
understand
it
so
that
amount
you're
telling
me
that
amount.
When
we
talked
about
it
last
week,
the
additional
20
hours
for
those
that
we
were
saying
that
we're
being
paid
weekly,
okay
is
the
$131,000.
That's
what
it
would
cost
to
cover
that
additional
20
hours.
Yes,.
L
B
L
O
J
Thank
you
and
Jim
come
on,
go
back
a
little
bit
to
get
a
better
understanding
of
payroll,
okay
and
how
it's
done
for
an
example
and
I'm,
using
my
my
calendar
to
kind
of
help
me
the
week,
let's
say
the
week
of
the
18th
of
June.
Okay,
let
me
take
that
back.
First
of
all,
is
there
like
a
time
sheet,
a
time
sheet
that
says
payroll
for
the
week
of
the
first
or
second
week
has
to
be
completed
by
so
until
date
in
order
to
cash?
The
check?
J
J
Holt
Hana
and
I'm
trying
to
help
you
out
and
I'm
China
and
their
plan.
At
the
same
time,
I
work
the
week
of
the
8th.
Let's
say:
payrolls
usually
starts
like
on
a
Sunday
I,
don't
know
about
here
on
Saturday,
so
the
payroll
from
Saturday,
which
is
I'm
going
to
use
June
17.
Okay,
it's
going
to
go
all
the
way
up
to
the
23rd
or
is
it
the
24th
when
the
supervisor
has
to
approve
the
time
when,
when
does
a
supervisor
approves
a
time
if
it
goes
from
Saturday
to
24
17
to
the
24th?
H
J
J
J
J
J
My
supervisor
has
to
have
it
approves
no
later,
then
Wednesday
or
Tuesday
by
5:00
p.m.
Eastern
by
5:00
p.m.
or
else
I
don't
get
a
paycheck
under
the
new
system.
If
my
supervisor
doesn't
approve
it,
I
don't
get
a
written
check
after
wait
to
the
following
pay
period
to
get
my
money
that
wasn't
approved
so
that
concerns
me
if
that
occurs
with
the
new
system.
I'm
not
talking
now
about
how
the
employees,
if
they
should
get
extra
money
or
not
get
extra
money.
J
What
I'm
concerned
is,
if
I'm
hearing
it
correct
the
new
process,
the
way
it's
going
to
be
handled
regardless
of
its
weekly
or
bi-weekly.
If
that
timekeeper
does
improve
it
on
time,
that
person
is
going
to
have
to
wait
until
the
next
pay
period.
In
my
correctly,
because
that's
what
occurs
now,
where
I
work
and
that's
a
big
problem
and.
L
J
They
can,
because
that
happens
where
I'm
at
well
with
the
new
system,
so
that
what
I'm
going
with
that
is,
and
that's
not
putting
blame
on
anybody
or
anything
where
I'm
going
with.
That
is
that
we
need
to
look
at
who
those
timekeepers
are
going
to
be,
and
we
need
to
express
to
them
that
that
should
be
their
priority
and
I
do
day
to
you.
Well,.
H
I
will
say
part
of
the
part
of
the
conversion
process.
There
is
a
group
that
we've
identified
as
very
timekeepers
from
the
various
departments
and
they're
what
we
call
our
change
champions.
The
vendor
has
part
of
the
part
of
the
conversion
process
we're
going
through
this.
This
change
management,
and
so
we've
had
meetings
already
with
the
the
timekeepers
from
various
departments
and
really
just
sort
of
trucks,
really
trying
to
figure
out
like
their
processes,
and
so
it's
an
ongoing
thing.
H
So
we
do
have
regular
communication
as
part
of
the
change
process
for
this
conversion,
with
the
timekeepers
from
the
various
departments
and
so
I
think
the
next
meeting
they're
looking
to
do
the
time
card
system,
I
think
I
think
it's
scheduled
it's
going
to
get
it
for
next
week.
I
think
it
was
scheduled
for
today
actually,
but
because
of
tonight
and
the
presentation
we
wanted
to
go
to
put
that
on
hold
now.
J
Let
me
ask
you
another
question:
when
you
finish
this
presentation,
because
I
didn't
skip
around
and
look
at
it
for
some
of
the
options
that
we
brought
up
and
discussion
last
two
things
we're
going
to
go
ahead
and
discuss
some
of
those
options
so
that
we
can
determine
what
would
be
the
best
fit.
Okay,
better.
J
Sure
but
I
want
to
make
sure
from
my
side
concern
I
know
because
it
happened
to
me.
It
was
only
a
couple
days
that
I
didn't
get
paid
and
I
was
okay,
because
I
had
some
money
saved
up.
But
that
worries
me
in
the
sense
that
whether
those
timekeepers
are
with
this
new
system
that
really
got
to
beyond
the
jail
leaders.
L
J
L
B
And
I
just
want
to
say
too,
as
we
go
onto
other
counselors,
there's
the
real
impression
being
left.
We
got
some
bad
bookkeepers
working
for
us.
So
if
anybody
has
defense,
I
mean
if
counsels
talking,
there's
head
shaking
going
on
over
here
and
you
all
may
know
why
that's
happening.
But
it's
not
being
explained
to
this
group
or
to
the
citizens
that
are
watching
and
so
there's
a
real
impression
that
we
got
a
bunch
of
incompetent
bookkeepers
who
aren't
getting
time
in
and
it's
hurting
people
and.
L
When
I
use
the
word
ain't
intentionally
to
make
a
point,
you
know,
but
but
you
know,
as
I
said,
you
know
I'm
not
if
employees
would
not
getting
paid.
I
can't
tell
you
when
they've
had
to
call
me
about
a
special
check,
because
if
it
happens,
I'm
going
to
get
a
call,
you
know
it
happens,
but
it's
not
on
a
regular
basis,
and
so
she.
B
J
I'm,
saying
is
I'm
not
saying
what's
happening
today.
That's
not
my
point
at
all.
My
point
is
what
can
happen
in
the
future?
I
wanted
to
ensure
that
we
are
careful
with
the
future,
not
today,
I'm,
not
saying
anything
about
the
bookkeeping,
because
you're
just
giving
us
what
you
have
an
assumption
of
what
it
is,
because
we
just
cut
to
off-guard
and
asking
you
these
numbers
that
you
don't
have.
J
So
please
don't
think
that
I'm
saying
the
bookkeepers
today
I'm
not
saying
that
at
all
I'm
saying
I
want
to
make
sure
when
the
new
system
comes
in
place,
we
hide
things
and
those
are
timekeepers
who
provide
whatever
you
want
to
call
them
know
that
this
is
very
important
because
there's
no
turning
back.
It's.
H
Lethal
and
I
would
like
to
clarify
because
I'm
that
was
just
one
particular
instance
as
far
as
an
employee
and
what
not
receiving
their
paycheck
there
are.
There
are
several
reasons:
it
could
be
an
employee's
accountants,
clothes.
They
didn't
notify
payroll
or
HR
that
they
change
their
account,
or
you
know
that
their
accounts
were
frozen
or
whatever,
and
we've
had
to
issue
an
annual
check
to
that
employee.
My
whole
purpose
and
saying
that,
though,
is
that,
with
the
two-week
period
it
gives
time
for
adjustment.
H
It
gives
time
to
the
timekeeper.
It
gives
time
to
the
employee
to
change
their
information.
I
mean
that's
one
of
the
capabilities
of
the
system
is
that
as
an
employee
I'll
be
able
to
go
in
and
update.
My
bank
account
information,
my
address
information
and
that
would
eliminate
some
of
the
manual
checks
that
we
issue
all.
P
H
P
Mighty
is
not
necessarily
to
delay
if
we
control
it
and
we
control
our
manual
pay
system.
Why
don't?
We
start
the
system
a
week
early,
so
there
are
times
building
up
and
still
issue
a
manual
paycheck
so
that
by
the
time
the
paycheck
gets
issued
from
this
new
system,
it's
the
same
time,
they
would
have
gotten
their
other
paycheck.
P
You
know
I'm
saying
if
we
start
the
system
early
and
we
still
issue
a
manual
paycheck
after
that
week
that
the
system
has
gone
into
effect,
then
that
week
is
passed
by
the
week
that
they
would
be
in
arrears
and
they're
going
to
miss
out
on
a
paycheck.
We
issue
the
manual
paycheck
under
our
old
system
and
basically
the
system
would
just
kind
of
a
system.
They
were
before.
You
understand
what
I'm
saying
in
Jogja
I.
H
Get
what
you're
saying,
but
that
isn't
exactly,
because
the
conversion
process
that
we're
doing
for
the
weekly
employees
will
put
them
on
a
biweekly
pay
cycle
instead
of
a
weekly
and
we
are,
we
will
run
parallel
payrolls
between
the
old
system
and
a
new
system
that
actually
will
take
place
in
the
month
of
September.
August
is
really
the
last.
H
H
P
H
P
H
P
H
I
mean
we
committed
to
a
senior
contract.
We've
already
invested
almost
two
million
dollars
for
the
implementation
of
these
three
systems
and
that
10-year
commitment
does
amount
to
6.95
Milk
95
million,
but
that
is
actually
some
one
of
the
later
referrals.
If
you,
because
we
did
I,
did
reach
out
to
the
vendor
to
get
a
response
as
far
as
the
cost
and
it's
more
than
them
just
pulling
a
number
out
of
the
air
as
an
approval
process,
they
have
to
determine
the
scope
of
the
change.
The
resources
that's
required.
H
They
have
other
projects
that
are
slated
to
begin
after-hours,
and
so
you
know
it
I
mean
it
may
work
out
to
if
there
was
a
delay
that
it
may
not
even
be
yet
our
you
know,
whatever
we
decide
to
go,
live,
and
maybe
some
some
later
date,
and
we
know
pay
for
that,
because
there
may
be
other
clients
that
you
know
there
be
focused
on.
We
have
dedicated
resources
that
come
here
every
other
week
for
this
project.
H
P
Well,
just
my
only
question
then
is:
can
they
stagger
the
system
and
I
know
you,
don't
you
can't
answer
that
I
select
the
top
your
head
I
just
want
to?
Can
we
stagger
the
system
so
that
the
week
in
arrears
basically
takes
place
while
they're
already
getting
paid
under
the
old
system
so
that
everything
can
stays
the
same.
Q
Just
going
to
I'm
not
going
to
speak
to
anything
except
how
the
conversion
process
works.
So
basically,
what
you
do
is
you
get
the
current
system
into
the
format
that
you
want
the
new
system
to
be
so
they
don't
actually
get
paid
out
of
the
new
system
at
all,
tell
after
October
October.
So
what
we're
trying
to
do
is
you
move
from
the
bi-weekly
and
the
weekly
to
every
one
bi-weekly
and
the
bi-weekly
two
arrears?
You
get
that
in
the
old
system.
Q
The
old
system
continues
to
produce
checks
and
the
testing
period
is
while
we're
paying
out
of
the
old
system
bi-weekly
everyone's
bi-weekly,
so
we're
paying
out
of
the
old
system,
monthly
monthly.
You
know
every
month,
then
you
want
to
parallel.
So
you
don't
actually
do
anything
in
the
new
system
until
you're
satisfied
that
they
match.
So
once
the
old
system
in
this
system
are
matching
bi-weekly
paychecks,
then
at
that
point
you
start
printing
checks
out
of
the
new
system.
So
you
never
at
any
point
print
out
of
both
systems.
Q
You
just
at
some
point
say:
okay,
the
old
system
and
GNU
system
match
we've
tested
three
times
four
times
every
one
to
get
paid,
and
then
you
just
quit
playing
out
of
the
old
system
and
start
into
the
new
system,
and
that's
why
you
can't
kind
of
overlap
them,
because
when
you
cut
off
the
old
system
instantly
that
day,
that
data
is
transferred
to
quote
the
new
system
and
then
they
just
moves
forward.
So
there's
absolutely
no
overlapping
time
for
the
old
system
and
new
system.
P
B
I
I
Well,
let
me
back
up
in
referral
one.
You
said
we
have
886
full-time
employees
grade
12
and
below
in
referral
to
the
figures
that
you
have
given
to
us
are
those
figures
for
all
employees
grades
7
through
whatever
the
top
grade
is
yes
and
so
the
fact
that
it
only
costs
a
hundred?
Oh,
let
me
back
up
another
another
bit.
You
said
we
had
384
employees
who
are
paid
weekly
grade
12
and
lower.
That
was
the
figure
own
own
referral
number
one.
Are
there?
Are
their
employees
above
grade
12
that
are
paid
weekly?
Yes,.
G
I
H
I
Guess
I'm
trying
to
look
at
the
Semin
and
seventy-five
thousand
dollar
difference
and
those
two
in
the
weekly
and
the
bi-weekly
and
trying
to
get
a
little
better
feel
about.
Why?
There's
that
large,
a
difference
between
the
weekly
and
the
bi-weekly
and
I
was
thinking
that
perhaps
it
was
because
there
were
many
more
people
or
there
were
many
more
above
grade,
12
or
I
mean
it
just
seems
like
there's
a
lot
of
that's
a
lot
of
money.
I
mean.
H
I
H
I
B
H
B
H
For
referring
member
three
was
what
if
we
move,
the
HRM
project
for
lab
date
from
October
to
December.
Can
I
already
talked
about
this
a
little
bit
but,
like
I,
said
I
did
reach
out
to
the
vendor,
and
they
have
advised
that
you
know
there
is
a
financial
impact
with
changing
the
go-live
date
from
October
to
December.
Additional
meetings
is
required
internally,
as
well
as
with
the
CCG
staff,
to
determine
the
scope
of
the
change.
There
is
an
actual
approval
process.
We
need
submit
a
change
order
for
the
project.
H
H
And
I
don't
say
one
other
thing
with
us:
the
without
delay
in
conversion.
You
know:
we've
already
converted
two
of
our
systems,
the
budgeting
system
and
the
financial
crystal
world
and
okay
with
this
delay
in
it
that
just
delays
the
ability
for
the
all
three
systems
to
talk
to
each
other.
It's
an
integrated
solution,
so
the
applications
are
able
to
talk
to
each
other.
H
O
H
N
H
N
N
H
H
So
the
FASTA
furrow
was
to
run
a
bonus
patient
area
from
grade
7,
employee
and
the
chart
that
I've
included
I've
wanted
to
look
at
it
and
I'm
hoping.
This
is
what
you
were
requesting
from
a
holistic
standpoint,
not
just
as
the
tax
effect,
but
we
did
take
a
grade.
7
employee,
a
real-live
grade,
7
employee
that
currently
works
for
the
city
and
determines
what
the
net
pay
would
be
with
the
bonus
added
on
the
4th
of
August
for
an
individual
that
single
with
no
withholding
allowances
for
an
individual.
H
That
single
with
two
withholding
allowances
to
you
know
account
for
any
any
children
or
a
married
individual
with
two
allowances
which
is
typically
for
the
individual
and
the
spouse,
and
so
the
rest.
But
the
additional
net
pay
because
of
the
bonus
for
these,
this
particular
grade.
7
weekly
paid
employee
would
be
an
additional
one
hundred
and
fifty-two
dollars
and
forty
three
cent,
if
you
are
a
single
individual,
with
zero
withholding
allowances
for
a
single
individual
with
two
withholding
allowances,
not
much
difference,
it's
actually
to
fit
less.
H
H
And
that
was
one
of
the
options
that
was
presented
to
Council
last
week
was
to
not
pay
the
bonus
out
on
August
the
11th.
And
if
we
get
a
concurrence
and
council,
we
intend
to
pay
the
bonus
out
early.
So
there
would
be
some
tax
savings
to
the
employees
for
the
weekly
employees.
That
would
be
paid
out
on
August
the
4th
with
a
biweekly
employees
and
we
pay
it
out
on
July
28th.
H
N
M
H
H
For
us
and
from
the
well
for
the
employee
that
we
pay
the
bonus
as
part
of
their
preceding
paycheck,
as
opposed
to
paying
it
out
separately,
where
there's
more
taxes
taken
for
all
peoples,
because
if
we
pay
it
out
on
august
11
as
a
step
and
run
it
as
a
separate
check,
there's
going
to
be
more
taxes,
because
we
can
only
apply
the
flat
25%
tax
rate.
The
system
will
not
allow
us
to
tax
it
any
other
way.
That's
the
system
right.
L
R
B
R
H
B
H
We're
for
number
five
is
what
about
advancing
twenty
additional
hours,
and
this
is
an
advance
of
pay
to
employees
and
withhold
vacation
days
as
collateral
or
give
an
advance
pay
of
some
sort
to
weekly
employees.
Only
so
you
know
with
Consultative
City
Attorney's
Office
and
pay
advances
as
suggest
it
may
create
equal
protection
concerns.
The
suggestion
is
not
advised
because
it
took
subjective
City
for
potential
litigation
and
also
pay
advances
of
any
kind
is
just
difficult
to
manage.
H
K
Clifton
explain
to
me
why
now
we've
not
even
including
I'm
talking
about
jobs,
I've
worked
on
in
advance
because
I,
you
know
I
saw
that,
but
many
times
I
had
to
go
to
payday
loans
and
all
this
other
kind
of
stuff,
so
I've
gotten
cash
advance
on
jobs.
What
is
precluding
this
government
from
doing
that.
S
The
whole
thing
we
were
caution
you
about
is
treating
to
similarly
situated
groups
of
employees
differently.
That
brings
up
an
equal
protection
argument.
Now,
if
you
want
to
pay
the
advance
to
the
weekly
employees,
only
that
we
can
defend
it,
that's
your
decision,
but
it
still
may
be
challenged
on
an
equal
protection
basis.
Okay,.
K
K
Let
me
just
cut
through
the
chase
on
this
year.
Saturday
I
met
with
many
of
these
some
of
the
employees
here
for
over
two
hours
at
my
office.
Now,
basically,
what
I
have
been
hearing
here,
mayor
and
city
manager
and
fellow
councillors,
is
that
what
this
administration
wants
to
do
I've
been
hearing.
It
has
really
good
and
glorious
things
for
this
administration.
K
K
My
fellow
councillors
are
may
look
at
this
here.
That
said,
that
a
decision
that
this
administration
is
making,
which
is
all
I've,
heard
it's
good
good,
good
good
good
for
this
administration,
is
having
such
a
negative
intense
when
our
employees
that
we
have
not
given
a
raise
in
eight
years
but
have
worked
diligently,
we
decided
to
make
this
change
without
conferring
initially
or
letting
the
employees
even
know
or
asking
them
what
impact
it
would
have
on
them
and
in
over
two
hours
they
of
conversations.
That
is
something
that
I
learned.
K
K
Everybody
got
40
hours,
okay,
that's
what
I
learned
Saturday
again
and
and
because
we
are
making
the
change
that
is
negatively
impacting
our
employees.
We
need
to
make
them
whole
because
we
have
not
only
individuals.
We
have
families
that
are
negatively
impacted
by
this
here,
so
we
need
to
come
up
with
a
solution
now.
K
This
is
what
I've
heard
just
bear
with
me
when
I
worked
with
this
technology
here,
which
are
the
solutions
that
they
came
up
with
the
solutions
that
they
came
up
with
first
suggestion
is:
don't
change
the
correct
system
if
you're
going
to
change
it
and
you
change
it
when
it
doesn't
affect
them,
make
it
retroactive,
so
grandfather
dented
it
does
not
affect
them.
It
will
affect
incoming
employees.
K
We're
making
a
change,
but
it's
affected
them
to
other
suggested,
pay
the
bonuses
of
40
hours
when
the
changes
made,
and
that
is
that
the
city
rightfully
absorb
the
course
we're
making
the
change
we
absorb
the
course.
Why
should
they
suffer
for
a
decision
that
we're
making,
especially
when
we
didn't
even
give
them
the
courtesy
or
the
respect
to?
Let
them
know
in
advance
what
we
were
going
to
do.
That's
disrespect
I
feel
greatly
disrespectful,
not
saying
anything's
done
deliberately
to
her.
It's
just
that.
Sometimes
people
don't
think
you
just
don't
think
about
the
impact.
K
The
other
thing
is
I
wanted
to
clarify
is
now
these
are.
This
is
a
decision
this
council
has
to
make
you
saw.
Could
you
raise
your
hands
again,
the
ones
who
are
negatively
impacted
by
the
decision
that
this
government
is
made?
Thank
you
so
much
I
appreciate,
so
we
need
to
make
them
whole.
These
are
our
employees
that
work
every
day
we
need
to
make
them
hold
and
not
put
them
in
a
situation
where
they
want
to
suffer
financially
them
and
their
families.
K
So
now
it's
going
to
be
up
to
this
council
for
us
to
decide
how
we
do
this
here,
because
this
should
not
happen.
This
is
what
we
need
to
be
decided
on
all
of
this
here.
There's
cutoff
point
presentation
appreciate
all
the
information
not
pointing
any
fingers
and
accuse
anyone
of
anything
when
you,
when
you
distill
it
down
to
the
bare
nitty-gritty.
We
need
to
make
our
employees
whole
that
they
do
not
suffer
for
this
change
that
we
are
doing.
The
question
is:
how
do
we
do
that
I'm,
forgetting
them
the
40
hours?
K
B
That
this
is
not
the
administration
versus
Council.
The
council
proposed
that,
because
of
this
change,
we
give
a
bonus
20
hour.
Bonus
and
council
approved
it
now.
If
we
want
to
revisit
it,
because
we
want
to
do
better,
we
can
always
do
that.
We
just
have
to
find
a
million
dollars
for
spine.
We
got
million
dollars,
make
it
below
60,
even
council,.
B
Also,
it
was
announced
in
the
mayor's
budget
letter
in
April
and
discussed
at
length
in
the
budget
hearings
at
all
sure,
I
just
want
to
make
sure
we
all
got
the
facts
straight
I
meant
include
all
right,
there's
so
long
as
the
facts
are
straight.
We've
got
a
motion
in
a
second
to
allow
all
employees
a
40-hour
bonus
at
a
cost
of
approximately
a
million
dollars
source
to
be
determined.
Later.
Let's
see,
we've
got
council
wizards
for
a
discussion.
I.
M
L
J
L
H
So
the
majority
of
that
is
in
the
year
on
fire
to
be
about
seven
hundred
and
eighty-five
thousand,
this
million
that
would
come
from
the
journal
sign
currently
I
just
want
to
just
point
out
to
Council
that
you
know
we
approved
the
budget.
Initially,
it
was
supposed
at
sixty
one
point,
four
five
days
and
file
a
budget
approval
with
sixty
point
six
nine
days,
the
value
of
that
point.
Six
nine
is
two
hundred
eighty
two
thousand
nine
hundred
and
sixty
nine
dollars.
So
that's
above
sixty
days
amount.
B
M
H
T
T
T
So
that's
what
concerns
me
and
that's
why
we
all
know
how
sensitive
an
issue
fund
balance
is
to
me,
and
this
is
exactly
why
that's
not
that
things
are,
you
know,
may
happen
they
are
going
to
happen
and
there's
no
substitute
for
extra
fund
balance
gets
through
the
day,
but
here
we
don't
have
it
so
I
really
don't
know
how
I
would
take
a
look
at
that
additional
was
an
additional
20.
Over
and
above
the
proposed
20
is.
T
M
T
Or
there
is
it
not
an
option
or-
and
you
may
have
to
come
back
with
this-
to
move
to
the
new
system?
Oh
we've
got
to
move
to
the
new
system.
We
understand
that
I
do
I,
don't
have
a
problem
of
that,
but
is
all
our
flexibility?
It
sort
of
goes
with
councillor
Davis
I
think
was
going
to.
Is
all
our
flexibility
gone
as
far
as
moving
to
the
new
system,
but
under
our
current
payroll
format,
I
mean
just
saying
that
doesn't
exist,
you
can't
do
it
I
think.
H
H
H
Sometimes
right
I
mean
so
there
have
to
be
some
change
out
you
just
for
not
me
as
but
the
issue
that
we
have
with
paying
if
I
was
employees.
Currently
we
definitely
know
for
sure
we
won't
be
able
to
do
that,
and
the
system
but
I'll
check
on
I,
don't
believe
that
we'll
be
able
to
keep
our
payroll
cycles,
as
is
with
the
new
system,
but
I'll
confirm
that
and.
H
M
H
T
A
start
of
it
and
please
understand
it's
tough
on
the
bio
weeklies.
When
you
just
step
in
and
say:
oh
we're,
just
going
to
hold
back
a
week,
I
meant
you
know,
that's
tough,
to
get
over
and
and
tough
for
them
to
to
deal
with
yeah
and-
and
you
feel
like
the
one
that
twenty
hours
would
do
it
and
you
know
I,
don't
it
didn't
sound
like
council
really
feels
like
it
does,
so
we're
just
trying
to
explore
other
options.
T
But
it's
and
I
said
it's
a
little
bit
different
when
we
went
through
the
pension
plan
reform.
You
know
we
had
this.
We
went
back
to
withholding
from
their
pensions
and
with
the
mayor's
guidance,
and
she
helped
with
some
cost
of
living
to
to
deal
with
that
health
care.
We
did
the
same
thing.
We
had
to
reform
our
health
care
system
and
we
try
to
do
some
things,
but
those
had
to
be
done.
T
Those
were
going
to
sink
the
whole
ship
if
we
didn't
fix
those-
and
that
was
a
mathematical
certainty-
and
this
is
just
a
little
bit
dicey-
just
a
little
bit
different.
It's
something
that
needs
to
be
done,
but
I
don't
know
it
rises
to
the
level
that
we
really
want
to
place
a
hardship
on
employees
to
do
it
and
then
that's
what
I'm
struggling
with.
If.
S
H
T
H
R
In
terms
of
being
able
to
manage
what
you're
describing
councillor
Baker
in
terms
of
having
another
system,
which
is
what
we're
trying
to
get
from
now,
all
of
the
systems,
the
weaknesses
through
I
will
assist
a
monthly
system
because
it
is
an
administrative
nightmare.
Right
now
from
an
HR
standpoint
with
15
employees
who.
M
R
A
tour
it's
amount
of
work
in
addition
to
the
employees
that
are
in
the
field
that
we
talked
about
the
timekeepers
to
be
able
to
manage
that
anytime.
You've
got
a
human
doing,
something
with
were
subject
to
arrow
and
that's
what
we're
trying
to
get
from
the
human
era
and
the
least
amount
that
humans
can
have
to
deal
with
it.
The
better
off
so
to
say
that
we
will
have
a
system
now
will
convert
to
the
new
system,
but
then
we'll
leave
old
system
and
allowed
to
migrate
manually.
R
H
T
O
You
mayor,
you
know
looking
at
this
company
CGI
it.
It
just
strikes
me
that
they're
quite
capable
of
making
the
necessary
adjustments
or
customizing
their
software
I.
Just
can't
understand
that
you
know
the
code
writers
here
are
the
the
ones
doing
the
software,
while
they
can't
do
two
structures
or
two
setups
and
where
you
could
phase
out
individuals,
I
mean
it's
basically
hitting
buttons
in
the
long
run.
Once
you
have
the
software,
if
it's
customizing,
it's
done
right.
You
have
a
group,
you
hit
a
button
for
you.
O
Have
another
group
you
hit
a
button
for
I.
Don't
I,
don't
understand
that,
but
ultimately,
in
looking
at
that,
I
mean
I'm,
not
ready
to
make
a
decision
might
either
I.
You
know
if
I
vote
against,
what's
being
proposed.
That
doesn't
mean
that
I'm
not
for
it.
It
just
means
that
I
came
here
tonight
to
this
is
a
work
session.
I
came
here
to
learn
more
I
came
here
to
ask
questions.
O
I
came
here
to
hear
from
my
colleagues
and
understand
from
the
staff
or
the
administration
what
what
we're
dealing
with
and
at
the
same
time
others
can
hear
as
well.
I
still
like
to
hear
from
others,
I'm
not
ready
to
to
pull
the
trigger
on
on
a
matter
that
would
have
you
know,
consequences
to
this
government.
O
Just
because
we're
trying
to
say
it's
simpler,
we've
been
doing
it
for
a
long
time
and
look
I,
respect
and
appreciate
every
one
of
our
employees
at
all
levels.
In
all
departments,
we've
been
doing
it
for
such
a
long
time.
I
mean
I,
haven't
heard
any
complaints
over
time,
even
though
it
may
be
difficult
to
do.
But
you
know
I
just
can't
believe
that
there's
you
know
with
modern
technology
that
we're
not
able
to
solve
this
problem,
especially
with
a
company
like
CI
G.
O
So
I'm
still
looking
at
that
closely
I'd
like
to
hear
if
there's
any
other
options
tonight,
that's
on
the
table,
any
my
other
colleagues
have
some
options
and
personally
I'd
like
to
have
the
opportunity
to
digest
all
this
and
continue
to
look.
It's
still
June,
so
I
think
we
still
have
time
to
work
through
this.
So
with
that
being
said,
I
you
know
again
I'm
not
ready
to
make
a
personally
make
a
decision
tonight,
because
I'm
I'm
gathering
a
lot
of
information
here
and
I
still
I
have
some
questions
that
I've
been
asking
tonight.
B
B
L
Q
Counsel's
Avis
I
was
just
going
to
and
again
I
don't
have
numbers
that
numbers
would
have
to
come
from
Finance,
but
in
any
system,
including
this
system,
we
can
you
can
customize,
we
can
customize.
We
can
have
it
customized
to
do
really
anything
that
you
want.
The
extra
expense
comes
with
every
upgrade.
So
when
you
have
a
standard
system,
when
you
upgrade
it
and
you
had
if
you've
customized
it
like
CCG,
we
have
a
side
customization
when
the
system's
upgraded.
Q
We
have
to
also
pay
the
upgrade
anything
that
we
customized
before,
whereas
now
upgrades
are
automatic,
so
that's
like
an
intangible
costs
to
give
for
each
upgrade
if
that
kind
of
makes
sense,
in
other
words,
any
customization,
you
do
it's
good
until
the
next
upgrade,
but
then,
when
we
keep
the
system
current,
you
run
a
patch
on
it.
You
run
another
security.
Q
Now
you
have
to
pay
the
vendor
to
run
that
same
thing
on
all
your
customizations
and
we
don't
really
have
a
cost.
Hard
cost
on
that.
I
know
that
finance
can
get
a
cost
on
this
customization,
but
what
I
can't
predict
is,
as
we
do,
each
upgrade
over
the
next
ten
years.
What
is
that
added
cost
over
time
to
our
customization
and
that's
really
where
the
software
being
like
when
we
use
a
baseline
system?
In
other
words,
every
time
you
customize
you
patch,
it's
all
included
in
our
cost.
Q
If
we
customize
it,
which
we
can
do,
that's
an
additional
cost,
each
patch
each
upgrade
each
security
fix
and,
of
course,
we
can't
predict
in
the
future
how
many
security
fixes
there
may
be
because
of
threats
that
are
outside
our
control,
North,
Korea,
Russia,
China.
So
that's
kind
of
why
we
try
to
stay
away
from
customization.
It's
not
that
you
can't
do
it
or
this
vendor
can't
do
it.
It's
just
the
recurring
unpredictable
cost
of
those
customizations
well.
O
In
Nagri
way,
it's
probably
going
to
take
a
cost,
because
you
don't
have
to
have
some
money
to
write
the
to
write
the
code
on
it,
but
you're
still
dealing
with
the
same
format,
you're
still
dealing
with
the
same
foundations
here
so
I.
Don't
you
know
security
of
security?
It's
already
there
I,
don't
think
we're
the
other.
O
You
know
I
mentioned
earlier
that
you
would
phase
out
and
eventually
over
time,
go
into
the
system
or
where
you're
doing
bi-weekly
I,
just
don't
see
that
being
complicated,
I
just
see
it
being
an
additional
core
already
upgrade
an
upgrade,
not
the
issue
you're
going
to
be
up,
you're
upgrading,
all
these
other
departments
and
all
we're
talking
about
one
segment,
we're
going
on
payroll.
So
you
know
that's
a
code
and
you
know
you
got
the
right
people.
They
can
work
wonders
when
it
comes
to
software
Security's.
Already
there
security
should
be
across
the
board.
O
I,
don't
see
why
you
just
implement
weekly
and
a
biweekly
pay
structure.
Why
that
North
Koreans
are
potentially
going
to
hack.
You
I
don't
see
that
happening,
but
yeah
it
would
be
a
cost,
but
the
cost
versus
what
we're
having
to
do
to
make
these
changes
it's
going
to
fall
into
well,
that's
the
party.
Q
Q
Q
Q
O
Q
And
not
they
can
do
it
and,
like
I
said,
I
have
no
idea
of
the
cost.
It's
just
that
I
can't
predict
it.
That
would
have
to
be
something
we'd
have
to
ask
the
vendor.
I
was
really
speaking
to
the
fact
they
can
customize.
If
you
customize
every
quarter
or
every
six
months
when
they
run
out
of
patch
to
the
system,
then
you're
going
to
have
to
pay
again
now
what
the
cost
is.
No.
O
And
again
in,
in
conclusion,
what
was
just
put
on
the
tables
over
two
million
dollars?
Yes,
sir:
two
million
dollars
to
fix
this
just
to
move
ahead,
so
I
mean
I'm
trying
to
find
a
good
solution
here,
and
it
seems
to
me
like
it's
quite
capable
of
hat
I
mean
it
can
make
it
happen.
I,
don't
understand
why
they
could
I'm.
Q
I
Two
questions:
first
of
all,
several
of
the
councillors
have
indicated
that
they
are
not
prepared
tonight
to
vote
on
this
motion.
If
we
don't
take
action
tonight,
what
is
the
drop?
Did
they?
When
would
we
have
to
vote
on
it
in
order
for
you,
if
the
vote
is
to
increase
the
20
hours
to
40
hours?
When
would
you
have
to
have
that
decision
in
order
to
do
that?
I'm.
H
I
If
we
don't
make
a
decision
tonight,
we
will
have
to
make
a
decision
on
the
11th.
Yes,
okay.
My
other
question
is:
we
are
currently
three
days
before
the
end
of
this
fiscal
year,
and
my
question
is:
what
what
does
our
fund
balance
for
FY
our
ending
fund
balance
for
FY
17,
look
like
as
compared
to
what
we
have
what
we
were
looking
for
in
18?
Does
that
make
sense?
How
are
we
doing
well.
H
You
know
we
always
start
the
fiscal
year,
assuming
that
we
meet
all
of
our
revenue
projections
and
that
everyone
stays
in
budget.
We
always
begin
the
fiscal
year
predicting
that
we'll
end
up
with
60
days,
but
unfortunately,
counsel
Thomas
at
this
particular
moment
in
time.
I
really
can't
give
you
where
we
at
where
we
are
from
a
realistic
fund
balance
perspective
because
being
that
were
in
the
month
of
June.
H
Yes,
our
fiscal
year
is
June
30th,
but
all
expenditures
that
occur
in
all
services
that
were
received
in
FY
17
will
be
applied
back
to
FY
17.
Even
if
that
happens
in
July
we
process
FY
17
payments
and
charge
those
expenses
to
FY
17
throughout
the
month
of
July
and
how
many
revenues
that
count
towards
FY
17.
Those
are
also
recorded
back
to
FY
17.
So
at
this
particular
moment,
I'm
I,
just
don't
I,
don't
know
where
we
are
from
the
from
balance
perspective.
I
can't
really
give
you
that
well.
I
L
So
I,
you
know,
I
think
it's
okay!
As
long
as
the
understanding
is
there
that
you
know
if
you
were
going
to
make
a
guess
as
long
as
we
understand
and
with
this
body
and
what
the
public
is
that
you
know
there
are
things
out
there
that
we
don't
know
about
yet
and-
and
you
won't
know
about
those
things
until
over
in
July
and
they
will
carry
on
through
July.
But
if
you
and
so
any
projection
that
you
mate
would
be
just
that
and
it
could
vary
five
days
this
way
five
days.
I
H
Well,
I
will
say
I'm
going
to
give
them
a
report
tonight
and
I'm
just
in
the
general
fund.
Here
today
in
revenue,
we've
collected
about
130
million
in
revenue
and
our
expenditures,
as
of
the
end
of
May,
was
128
million.
So
we
do
have
about
two
million
more
in
revenue
that
we've
collected
than
we've
expended.
As
of
the
end
of
May
and.
B
F
I
H
It
and
I
understand
that
comfortable,
giving
an
answer
to
that
specifically,
and
we
do
when
we
project
the
fund
balance
days
for
the
upcoming
year,
like
for
FY
18.
We
didn't
predict
out
where
we'll
end
up
from
a
revenue
perspective
and
where
we'll
end
up
from
an
expenditure
per
special
and
an
estimate
about
how
much
would
roll
up
into
some
balance
so
that
we
can
do
the
calculations,
so
the
upcoming
yearly
in
the
budget
process,
so
I
just
felt
really
comfortable
giving
out
those
types
of
figures,
except
what
I've
just
said.
U
You,
mayor
I,
I'm
gonna
jump
on
that
train
to
about
being
reluctant
to
vote
on
it
this
evening.
In
fact,
if
we're,
if
we're,
if
it
goes
to,
although
this
evening
I'll
vote
against
it,
even
though
I
find
it
frankly,
just
not
an
acceptable
option
to
negatively
impact,
not
just
the
folks
here
but
all
of
our
employees,
and
what
scares
me
is
that
we're
we're
slowly
winding
our
way
down
a
path.
U
That's
just
unacceptable
what
I've
heard
around
table
and
I
think
the
reason
we're
hearing
all
these
very
creative
ideas
about
the
the
mainframe
and
the
software
and
all
that
is
because
this
group
is
I.
Think
they're,
like
me,
I
can't
remember
a
time.
I've
been
more
frustrated
with
with
narrowing
it
down
to
just
two
options
that
both
stink
frankly
to
me
so,
but
if
so,
I
would
like
to
see
this
delayed
for
one
more
week
and
I'd
like
some
additional
figures
and
I.
U
I'd
also
like
to
know
what
the
projected
projected
sustainability
of
our
cash
flow
is,
with
the
change
in
the
tax
receipts
coming
in
and
and
I'd
like
to
see
that
so
that
I
can
I
can
see
whatever
the
financial
burden
is
for
correcting
this.
How
close
are
we
going
to
be
to
avoiding
having
any
short
term
credit
being
issued?
Okay
and
I?
U
We
recognize
that
we
have
to
do
this,
for
the
city
and
and
I
have
been
folks
know
me:
I've
been
extremely
hard
line
on
the
finance
side
and
have
really
not
voted
to
dip
into
the
to
the
fund
balance.
But
I
got
to
say
at
this
particular
point:
if
nothing
changes,
if
we
can't
find
some
other
alternative,
if
staff
can't
talk
to
the
software
folks,
then
that
is
the
course
that
I'm
prepared
to
take
in
this
instance,
so
I
kind
of
hope.
U
K
Those
of
you
I,
never
I,
I,
don't
hesitate
on
being
an
odd
man
out,
doesn't
bother
me
because,
if
I
feel
like
I'm
making
the
right
decision
I'm
going
to
sleep
well,
if
I'm
not
supported
by
anybody
windows
are
draw.
What
I'm
hearing
is
that
my
motion
will
not
be
supported,
which
would
mean
it
will
not
pay
us.
I
am
committed
to
putting
them
to
the
test
that
don't
show
their
vote
and
I'll
sleep
like
a
baby.
K
In
the
final
analysis,
I
want
this
to
pay
us
I
went
y'all
to
be
made
whole.
So
if
it's,
the
will
of
this
councils
media
to
wait
a
week,
I
will
but
I
will
be
bringing
it
back.
I
will
be
asking
for
council
to
dig
into
the
reserve
fund
or
whatever,
to
make
these
employees
whole.
If
that
fails,
that
I'm
going
to
make
a
motion
that
the
employees
can
get
in
advance,
I
don't
want
these
employees
suffering
and
I,
and
all
the
majority
of
you
counselors
know
me.
K
You
know
what
I
mean
I
say:
I,
don't
mind.
Bringing
this
back.
I,
don't
mind
insisted
on
a
vote
now,
but
I
will
hold
my
group
back
till
the
11th.
Is
that
when
we're
meeting
again
and
then
it's
going
to
be
show
and
tell
because
my
I'm
not
changing
its
so
Intel
time
for
this
council
to
make
these
employees
whole
so
on,
the
11th
I
will
be
coming
back.
I
will
make
the
same
motion
because
what
we've
been
hearing
from
this
government
here,
we
can't
do
this.
We
don't
know
it
might
be
this.
K
It
might
be
that
it's
keeping
all
of
you
who
have
bills,
families
and
and
concerns
in
limbo-
and
that's
not
fair
to
do
that
to
you.
So
what
I
will
do
I
will
withdraw
my
motion,
but
I
will
be
bringing
it
back
on
the
11th
and
then
it
be
time
for
this
council
to
show
and
tell
that's
just
a
bottom
line
with
me.
S
C
U
U
U
The
finance
director
understood
what
I
was
asking
I
want
to
know
what
the
liability,
the
total
liability,
would
be
if
the
additional
20
hours
have
paid
to
bring
it
to
a
full
40.
We're
offered
only
two
people,
other
than
department
heads,
and
also
only
two
people
under
a
an
18
peg
ring
just
for
information.
B
K
You
know
I
just
got
finished,
saying
I'm
going
to
bring
the
same,
make
the
same
identical
motion
knits
on
the
11th.
Now,
if
that
doesn't
pay
us,
then
I'm
going
to
ask
for
this
advance
pay.
Now
what
I
want
sense
when
you
click
on
I
want
you
to
send
to
me.
In
other
words,
it
can
happen.
You
say
it's
really
no
problem,
but
they
do
that
they
that
these
employees
can
do
that
advance.
K
I'm,
just
about
across
the
book
hurts
any
of
the
employees,
because,
according
to
what
the
city
manager
said
and
according
to
what
I
heard
in
the
community,
the
questions
I
received.
Is
that
in
correct
me,
if
I'm
wrong,
that
they
will
be
able
to
advance
vacation
pay,
they
would
be
do
it
against
their
annual
leave
over
what
your
goal
is
of
justice.
Well,.
L
L
K
L
K
K
N
I
just
want
to
say
to
the
employees
I
appreciate
your
patience.
I
appreciate
your
participation
going
forward.
Remember
this
day.
Remember
these
days
that
you've
been
here.
We
need
you
to
keep
us
informed
on.
What's
going
on
in
your
lives,
it
sounds
like,
with
a
couple
more
weeks,
a
little
bit
additional
information
for
us
to
try
to
figure
out
the
best
way
to
go.
It
sounds
like
that.
The
council
as
a
whole
is
looking
out
to
try
to
make
your
whole.
It
sounds
that
way.
It's
just.
N
They
want
to
see
if
there's
a
better
way
to
do
it
as
far
as
technology,
as
far
as
not
being
under
sixty
days
in
the
reserved
font
and
a
few
other
options.
So
just
from
me
to
you
and
from
this
council,
thank
you
for
your
participation,
and
hopefully
you
all
will
be
happy
employees
when
we
come
back
on
the
11th.
Thank
you.
I.
O
H
O
L
H
B
O
H
O
H
M
H
O
D
D
A
O
H
B
J
Thank
You
Angelica.
Could
you
two
I,
don't
know
about
anybody
else,
but
we
came
up
with
a
couple
options
here
for
July
the
11th.
Can
you
recap
those
or
send
it
to
us
for
consideration
so
that
when
we
come
Tuesday
we
know
what
options
we
have
available
because
we
said
about
advancing
individual.
We
said
an
across
40
hours
for
everyone
and
then
what
was
the
other
option?
We
are
going
to
check
with
the
vendor
to
see
if
something
can
be
in
place.
J
And
why
she's
figuring
that
out
I
hope
that
the
employees
and
the
audience
can
see
that
we
are
trying
to
make
you
whole?
It's
just
that
we
have
to
look
at
everything,
because
it's
not
just
the
weekly
employees
that
it's
going
to
affect
it's
going
to
affect
all
employees
and
just
like
you
making
a
decision
at
your
home,
you
have
to
look
at
the
impact
overall.
J
Why
we
talk
about
money,
there's
money
of
your
basic
page.
They
called
there's
more
to
it
because
you're
putting
your
benefits
and
everything
that
comes
along
with
it.
So
please
don't
feel
that,
because
we
didn't
take
a
vote
today
means
that
we
don't
care
I,
don't
think
anyone
across
this
board
was
prepared
to
take
a
vote
today,
because
today
was
supposed
to
be
an
educational
versus
for
us,
so
that
we
can
see
the
different
options
so
that
we
can
make
that
decision
that
can
benefit
both
parties
as
much
as
possible.
J
We
just
don't
know
what
the
resolution
is
and
that's
why
I'm
asking
for
her
to
and
Erica
you
don't
have
to
give
it
now,
but
if
you
can
send
us
or
send
me
because
I
to
be
able
to
make
that
decision
and
take
my
vote
for
it
should
go
I
like
to
know
the
options
that
we're
going
to
have
available
to
us
on
the
11th.
So
that
way
we
can.
J
I
If,
if
an
employee
currently
is
being
paid
weekly
in
the
month
of
August,
they
would
get
a
paycheck
on
August,
the
4th
and
if
they
had
dental
insurance,
for
example,
that
premium
would
be
taken
out.
They'd
get
a
paycheck
on
August,
the
11th
and
the
dental
insurance
would
be
taken
out.
They
would
not
get
a
paycheck
on
the
18th,
but
they
would
on
the
25th
on
that
paycheck
on
the
25th.
I
That,
if
they
miss
the
the
deal
on
the
18th,
we
are
not
going
to
make
up
for
that
and
take
it
out
on
the
25th
and
no
ma'am
have
we
notified
the
insurance
companies
that
this
is
what's
going
to
happen?
We
have
it
when
they
don't
get
the
money
for
this
person.
Rental
insurance,
their
dental
insurance,
is
not
cancelled.
Right.
H
We
pay
our
insurance
providers
as
we
make
deductions.
We
have
sent
notifications
or
I'm.
A
payroll
supervisor
has
sent
notifications
out
to
our
insurance
care
carrier
that
advising
them
that
we
are
shifting
the
pay
date,
and
so
there
is
a
one
week
shift
and
we
would
be
making
those
deductions
and
subsequently
of
when
we
ship
in
which
they
would
be
receiving
those
adduction.
So.
I
No
matter
what
we
do
about
the
40-hour
piece,
if
you
have
deductions
for
anything
coming
out
of
your
check,
it
will
not
be
doubled
under
the
new
system.
That's
correct!
Okay!
There's
one
of
safe
make
sure
that
that
that's
clear
cuz,
that's
been
one
of
the
questions
and
concerns
that
employees
have
had
not
only
that
there
would
be
a
double
up,
but
that
there
might
be
some
consequence
from
the
insurance,
whatever
okay.
B
K
So,
in
order
to
know
the
11th
is
a
day
council
meeting
so
I
know
y'all
won't
be
here,
but
you
can
rest
assured
I'm,
not
changing
what
I
say:
I'm
not
going
to
do
is
advice
is
showing
it
show
and
tell
time.
Okay,
but
I
appreciate
all
of
you
coming
here
and
a
support
notice.
Family
members
who
are
here
as
well
know
that
this
is
a
real
nice
situation.
We
are
struggling
now,
I'm,
not
struggling.
You
know
what
I
want
to
be
big
hole
but
the
rest
of
the
council.
K
Here
they
don't
have
to
decide
what
they're
going
to
do,
because
my,
but
my
point
is
not
changing.
I've
made
it
clear
I'm
only
doing
it
because
I
like
to
have
the
support.
I
really
would
like
to
have
the
support
wouldn't
want
to
see
it
sat
down.
Okay,
so
on
the
11th
there
will
be
a
resolution
of
some
kind.
Okay,
thank
you
all
for
coming
here.
K
B
Q
B
R
M
B
H
H
B
H
B
They'll
curl
them
lame
and
they're
on
the
line.
Yes,
okay,
all
right.
That
concludes
that
discussion.
Thank
you.
Council
will
consider
to
take
that
under
consideration.
We
certainly
appreciate
your
time
being
here
today
and
it
looks
like
we'll
have
a
resolution
on
the
11th.
So
thank
you
all
right,
Angelica!
You
want
to
get
to
the
financial
update
monthly
financial
update,
yes,
ma'am!
M
I
H
The
general
fund,
the
general
fund,
is
down
three
point:
nine
three
percent
there's
a
bit
of
a
timing
issue
in
the
journal,
sign
as
it
relates
to
the
recording
of
some
occupation
and
taxes.
We
recorded
last
May
that
won't
record
it
in
May,
but
in
June,
so
that
if
those
receipts
have
been
recorded
in
May
by
the
general
Fong's
will
still
be
down,
but
it
only
be
down
about
1.7
percent.
H
The
other
Local
Option
Sales
Tax
phone
is
down
3.6%
spa
water
sewer
fund
is
up
two
point:
four,
a
five
percent.
The
peasant
side
is
at
one
point
three:
four
percent,
the
more
personal
side
at
one
point:
seven:
six
percent
I'm
the
integrator
rates
on
is
up
fourteen
point:
seven,
three
percent:
the
emergency
telephone
side
is
down
one
percent,
the
Economic
Development
Authority
falling
is
up
one
point.
Seven
six
percent
on
the
debt
service
fund
is
up
five
point.
H
One
is
up
to
2011,
sent
off
locally
golf
courses
that
1.1%
misses
when
it
finally
sure
to
be
down
six
point:
nine,
eight
percent
high
and
again,
although
the
revenue
is
appearing
to
be
down,
the
expenditures
are
down
by
five
percent
when
comparing
FY,
17
FY
16.
So
far
as
the
local
option
sales
tax
signed
up
for
public
safety,
we've
recorded
as
of
May
2017
nineteen
point
four
million
dollars
in
revenue.
H
H
That
particular
bucket
is
over
budget
and,
of
course,
with
defending
several
million
dollars
in
claims.
The
Employee
Benefit
bucket
is
shown
to
be
over.
That
would
do
to
the
death
and
major
disability
benefit
payments
that
we've
made
want
to
accrue
those
expenditures
and
any
more
of
those
expenditures
in
FY
17
and
then
there's
the
part
of
the
center
left
on
the
watch
list
and
that's
founded
because
we
say
that
monthly
contract
in
advance.
So
those
are
the
operating
signs.
The
detail
behind
the
snapshot
is
available.
H
T
B
O
No
one
confrontational
as
possible,
so
right
now
we're
in
the
middle
of
election
cycles
and
all,
but
it
just
kind
of
came
to
some
of
the
council's
attention
a
while
back
that
there's
somewhat
a
loophole
in
our
system.
You
know
you
I,
think
everybody
understands
how
the
election
process,
if
you
want
to
run
for
office,
if
you're
a
government,
employee
or
anything
working
in
the
government,
you
have
to
resign.
O
Your
post
I
mean
it's
very
clear
in
the
law
and
then
and
then
you're
capable
of
running
for
office
and
what
this
ordinance
does
is
basically
make
it
fair
and
equitable
across
the
board
for
anybody.
So
if
you're
receiving
any
kind
of
funds,
I
think
the
question
came
up
that
if
you
were
receiving
funds
or
grant
funds
from
this
government,
you
should
be
treated
just
like
an
employee
of
the
city
and
so
therefore
just
trying
to
clean
up
a
small
loophole
and
make
it
equal
for
everybody
across
the
board.
O
Fair
and
everybody
be
on
the
same
level
playing
field,
and
this
is
a
draft
ordinance
I've
been
working
with
the
city
attorney
to
try
to
find
a
way
to
do
that
and
I
think
this
kind
of
basically
sobs
that
and
would
make
it
exactly
what
I
just
fair
and
equitable
for
everybody.
Everybody
we
playing
by
the
same
rules.