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From YouTube: Collective Bargaining Meeting 082422
Description
Collective Bargaining Meeting 082422
A
A
So
we're
working
on
those
but-
and
we
should
have
all
those
costs
costed
out
and
in
the
financials
to
share
at
the
next
meeting
is
what
my
goal
is,
and
I
anticipate
and
discussing
with
my
team
that
we
will
be
able
to
accomplish
that.
The
other
thing
is
that
we
have
had
a.
We
need
some
more
time
on
some
of
the
economic
part
on
some
proposals
that
we
have,
that
we're
working
on
placing
on
the
table
to
make
changes,
and
we
have
received,
as
I
understand,
an
arbitration
award.
A
That
raises
some
issues
that
I
think
both
sides
need
to
look
at,
and
it
may
affect
some
of
the
articles
in
the
collective
bargaining
agreement
that
we
had
not
previously
looked
at.
So
there
may
be
a
need
for
both
parties
to
look
at
and
maybe
propose
changes.
I
know
that
the
award-
I
have
not
I've,
only
skimmed
it.
I
have
not
studied
or
analyzed
it
yet,
but
the
award
did
mention
that
there
were
some
issues
that
should
be
discussed
at
the
collective
bargaining
table,
and
I
think
that
we
should
take
the
opportunity
to
do
that.
A
A
A
A
A
There
specifically,
I
know
there's
a
lot
of
dates
that
are
incorporated
in
that,
so
that
may
need
to
be
updated,
and
we
also
need
to
look
at
the
health
and
life
insurance
provision
and
see
if
there's
any
other
issues
that
need
to
be
addressed
at
the
table.
So
we
will
be
proposing
that
so
our
list
of
proposals
will
be.
A
B
A
D
A
E
A
A
Okay,
so,
based
on,
we
do
have
some
proposals
and
counter
proposals
that
we're
working
on
finalizing
to
present
today
after
a
caucus,
but
there
are
going
because
of
the
arbitration
procedure
or
the
arbitration
award.
Rather,
as
I
discussed,
and
some
economic
items
that
we're
still
working
with
specifically
on
article
article
16
is
the
only
economic
articles
still
left
that
we're
going
to
make
a
proposal
on,
but
we're
fine
we're
working
through
that
our
ground
rules
had
indicated
under
section
five.
The
scheduled
presentation
for
proposals,
letter
c.
A
The
party's
goal
is
at
the
fourth
bargaining
meeting,
beginning
from
the
first
bargaining
meeting,
so
be
the
last
meaning.
Any
new
initial
proposals
may
be
submitted
in
writing,
represented
by
either
negotiation
team
subject
to
any
mutually
agreed
modification
of
the
schedule
and
what
the
city
is
asking
is
because
of
the
need
for
further
economic
member,
crunching
and
evaluation
and
putting
together
our
proposal
because
they're
very
important
proposals.
We
want
to
make
sure
that
we
get
everything
right
and
seeing
is
how
we
got
the
new
arbitration
award.
A
I
think
that
both
parties-
I
know
that
the
city
side,
would
like
to
evaluate
it
and
look
at
the
award
and
propose
any
changes
that
need
to
be
addressed
pursuant
to
that
award.
If
there's
any,
there
were
several
articles
that
were
that
were
addressed
in
that
and
if
there's
any
ambiguity
or
we
need
to
fix
something
or
just
discuss.
B
A
Think
that
we
need
to
at
least
have
an
additional
day
to
make
those
proposals,
so
the
city's
asking
that
we
like
at
least
have
an
additional
session
to
propose
the
new
new
actual
specific
proposals.
We
will
have
already
indicated
what
which
articles
that
we're
going
to
be
placing
on
the
table
and
I'd
still
need
to
finalize
the
concepts.
Otherwise,
I
would
discuss
them
today,
but
they're
not
prepared,
because
there's
information
that
we
need
to
finish
obtaining
and
finalizing
and
obtaining
authority.
A
So
that
is
the
city's
request,
and
I
know
that
you
can
take
that
back
to
caucus
and
discuss
with
your
team,
of
course,
as
we
discuss
as
we're
requesting
that
it
would
apply
to
both
pardons
it's
not
just
for
us,
it
would
be.
Both
sides
would
still
have
the
ability
to
place
a
new
proposal
on
the
table
as
necessary.
D
A
I
don't
know
if
there
may
be
another
article
that
may
be
implicated.
I
need
to
meet
with
my
team
in
the
city
of
the
city,
staff
and
management,
so
I
can't
I
can't
necessarily
identify
it,
but
it's
not
going
to
be
we've
already
ta
the
stuff
that
has
no
changes.
I
look
through
it
and
I
don't
believe
that
anything
that
has
been
ta
would
be.
A
A
A
A
He's
doing
it
on
his
phone
already,
let's
see
oh
and
the
let's
see
that
one,
the
arbitration
procedure,
I
think
we
need
to
include
a
timeline
for
the
issuance
of
the
award
number
one.
I
guess
so,
but
but
we've
already
identified
that
you
have
something
on
the
table
that
will
be
part
of
our
our
counter
proposal.
A
D
A
And
I'll
go
through
the
like
the
tentative
agreements,
don't
seem
to
be
impacted
by
the
arbitration
whatsoever
or
the
economic
issues
that
we're
describing
that
it's
the
article
one
preamble
article,
two
intent
and
purpose.
I
think
that
those
the
article
five
non-discrimination,
that's
t8.
I
don't
believe
that
that's
impacted
nine
time
off
to
vote.
That's
a
ta
thirteen
residents
who
require
fourteen
probationary
period.
That
should
not
be
impacted.
A
Nineteen
longevity
paid
that
one's
been
ta
and
you
don't
intend
to
open
that
one
up.
Twenty
21
holidays
that
was
t8
24
court
leaves
that
one
pa
28
payroll
deduction
abuse
that
was
tentatively
freed.
Article
33,
no
striker,
lockout,
34
defensive
civil
suits,
35
official
bulletin
boards,
36
contract
copies.
Those
are
all
tentative
agreements
and
we
don't
intend
to
raise
loans.
39
stability
agreement
and
40
savings
cause.
Those
are
tentatively
agreement.
I
don't
believe
we're
impacted.
A
A
A
That
was
going
to
be
a
counter
proposal,
so
that
won't
be
a
new
proposal.
I'm
talking
about
when
we're
talking
about
initial
proposals,
articles
that
haven't
been
addressed,
that
we
want
to
make
sure
that
that
they're
all
and
if,
if
you
review
them
and
there's
no
changes
in
that,
then
you
know
that
that
be
it.
But
I
think.
B
F
A
A
Okay,
well
at
this
time,
the
city
on
our
side,
we
make
that
request,
y'all,
consider
it
please
and
then
we're
gonna
go
back.
I
guess
when
we're
done
in
this
session,
we're
gonna
go
back
and
caucus
and
finalize
our
the
proposals
and
kind
of
proposals
that
we
can
present
today
and
keep
you
advised
on
that.
A
E
D
Might
be
able
to
be
tied
into
article
10,
so
you
know
I'll
have
to
work
out
or
not
or
just
purpose
it
as
a
brand
new
article.
This
is
under
employee
rights.
The
city
shall
not
publish,
make
or
enforce
any
regulations
or
directives
that
will
interfere
with
personal
lives
or
off-duty
activities
or
firefighters,
except
to
the
extent
that
such
activities
substantially
affect
the
firefight.
The
firefighter
job
performance,
while
on
duty.
A
A
Okay,
is
there
a
concern
that
raised
this
particular
article
or
some
issues,
because
you
know
we
do
have
like
drug
testing
and
things
like
that
that
have
that
that
do
kind
of
I
guess,
determine
whether
some
off-duty
activities
would
be
hindered
the
operations
or
the
performance
of
a
firefighter
duty.
So
that
is,
that
meant:
that's
not
meant
to.
D
Along
those
lines,
that's
understood
that
those
off-duty
activities
are
not
what
we're
living
into
this
more
refers
to.
The
recent
potential
procedure
put
out
to
basically
dictate
an
all-encompassing
kind
of
carte
blanche,
power
of
the
variety
to
be
able
to
dictate
what
can
and
can't
be
done
after
the
hours
pertaining
to
basically
exchanges
paybacks
time
off
vacations,
where
we
will
need
to
find
fire
approval,
any
activities
that
we
will
be
conducting
on
our
own.
A
D
We
under
understanding
under
under
injury,
injury
therapy,
we
are
limited
to
what
we
can
do.
We
can't
work
part
time
under
that
under
those
circumstances,
but
it
basically
avoiding
that
any
other
to
be
able
to
dictate
what
our
leave
is
being
taken
for
or
what
can
and
can
be
done
during
our
e
within
the
legal
aspects
of.
D
A
So
is
this
all
this,
I
heard
you
say
relates
to
outside
employment
as
well.
Yes,
okay!
So
what
what
right
now
and
just
because
I
I
don't
know
about
the
what
the
police,
the
potential
policy
is
or
what
the
procedures
are.
I
know
that
the
city
generally
has
an
outside
employment
policy,
but
I'm
not
familiar
with
it
and
how
it
applies
directly
to
the
firefighters.
How
does
that
work
now.
D
A
A
D
D
A
D
D
G
What
we
do,
including
volunteer
work,
that
we
do
or
any
type
of
compensation,
whether
you
own
a
business
you're
on
any
boards
anything
I
mean.
Basically,
it's
calling
confidence
in
your
policy
that
he's
coming
out
with
and
then
he's
also
trying
to
limit
what
the
reason
why
we
can
do
an
exchange,
okay,
a
very
narrow
definition
of
what
we
can
do
on
an
exchange.
A
G
D
It
count
towards
over
time
there's
certain
small
instances
where
they're
of
different
rank
when
they
were
assigned
as
an
acting
rank
for
that
different
amount
of
time,
so
he's
an
assistant
director,
if
he's
assigned
that
to
explore
the
notice,
he's
basically
encompassing
the
driver
role.
So
at
that
time
I'm
allowed
to
change.
D
A
A
I
guess
are
there
situations
where
somebody
would
work
on
outside
employment?
Somebody
would
work
24-hour
shift
and
then
maybe
do
is
there
some
other
outside
employment?
That
also
has
24-hour
shifts
where
you
wouldn't
get
a
rest
period.
That
may
be
a
concern.
I
just
don't
know
if
that
happened.
You
know
if
that
has
a
potential
for
happening.
G
A
A
What
the
dynamic
looks
like
or
what,
what
kind
of
outside
employment
issues
you're
dealing
with?
Okay,
you're,
good?
Okay,
what
I'll
do
is.
I
will
probably
have
a
lot
more
questions
on
this
once
I
visit
with
my
team,
so
we'll
we'll
come
back
to
this
one
and
at
the
next
meeting
I'll
probably
have
a
little
bit
more
questions,
but
we
will
look
at
this
and
I
think
I
understand
where
this
is
coming
from
and
what
what
this
is
trying
to
accomplish.
H
A
D
It
states
that
you're
the
fire
primarily
in
situations
to
particularly
properly
name
that
disaster
configuration.
It's
understood
that
you
know
under
these
extreme
circumstances,
we
are,
you
know,
abide
by.
This
is
your
primary
job
and
we
have
to
respond
here
to
perform
our
duties
that
never
came
into
question.
The
question
was
the
outreach
beyond
that?
What
considers
the
state
of
emergency?
D
G
D
Or
61
that
we're
at
full
staff,
except
those
two
debts
aren't
coming
out.
The
first
class
doesn't
pronounce
everybody
the
end
of
january.
The
next
one
is
probably
in
the
summer
june
july,
but
they're
saying
that
because
of
the
short
staff,
you
know
where
this
is
going
to
correct
that
short
stuff
I'll,
be
only
attempting
to
limit
the
off-duty
capabilities
of
our
of
our
members.
H
Yeah
that
probably
could
have
been
overwhelmed
because
of
the
if
he
didn't
just
somebody
even
talk
to
him
about,
instead
of
just
being,
you
know
just
putting
it
out
there
without
conversing
with
them,
especially
during
negotiations.
But
you
know
the
statute
itself.
Only
174
allows
them
to
go
the
negotiation
of
those
conditions
of
employment
and
working
conditions.
So
you
know
it's
just
kind.
This
is
kind
of
like
what
we're
talking
about
in
the
grievance.
D
D
B
A
D
F
So
if
we
have
no
current,
I
guess
it
doesn't
it's
not
really
a
trust
in
our
contract
in
a
specific
manner,
and
I
think
we
wanted
to
change
that
by
proposing
some
language,
we've
had
more
females
join
our
department
and
we
want
to
make
sure
that
we
address
this
for
the
future.
That
way,
it's
kind
of
more
clear.
D
G
I
So
they're
they're
allowed
to
go
eight
to
five.
They
get
they're
given
the
option.
You
know
maybe
to
come
here
and
do
some
work
here,
but
I
guess
you
know
they're
exposed
to
a
lot
of
stuff
on
the
line
you
know
being
a
firefighter
with
their
firefighter
gear,
but
at
the
same
time
you
know
them
being
here
at
the
administration
center.
You
know
you
still
get
a
lot
of
ambulances,
a
lot
of
fire
trucks
that
come
through
the
building.
I
You
know
we
pick
up
supplies
here
so
at
the
same
time,
they're
kind
of
exposed
to
those
same
same
substances
that
they
were
exposed
on
the
line.
You
know
so
I
and
we
want
to
have
something
where
they're
allowed
to
stay
home
and
not
be
exposed
not
expose
their
their
their
their
feet
is
to
some
of
the
same
chemicals
that
you
know,
firefighters
are,
you
know,
usually
have
a
high
risk
of
contracting.
I
And
I
think
you
know
I
think,
with
with
city
employees,
you
know
that
they
have
avenues
to
maybe
do
certain
different
things
around
the
city,
but
I
think
when,
when
it
comes
to
female
firefighters,
their
line
of
work
is
a
little
different
they're
exposed
to
different
things.
You
know,
so
I
think
you
can't
really
sometimes
group
them
into
you
know
having
the
same
policy
in
place
for
them
to.
B
A
D
E
F
A
A
F
A
A
Changing
all
that-
and
I
think
one
of
the
the
main
the
main
reason
that
we
were
proposing
changes
was
because
we
were
having
some
problems
where
or
not
problems.
We
were
having
situations
where
a
supervisor
did
not
know
who
was
coming
in
and
when
somebody
else
came
in,
they
were
surprised
or
there
may
be
somebody
missing
or
running
late,
just
you
know,
and
they
needed
to
know
how
to
fill
those
positions
for
for
duty.
That
day,
okay.
A
Okay,
I
need
to
get
on
that
particular
one.
I
need
to
talk
to
the
chief
about
it
and
I
don't
know
that
I'll
be
able
to
get
in
before
the
end
of
the
day,
so
he's
not
so
yeah.
So
I
would
need
to
get
clarification
from
him
before
we
could
confirm
that
and
then
like
we
can
work
on
the
additional
percentage
that
you're
requesting
yeah.
D
D
E
D
A
D
G
E
B
D
I
B
E
D
G
E
G
September
first
he'll
be
paying
me
back
24
hours,
12
hours
that
he
owes
me
from
this
date.
So
I'm
saying
that
information
in
the
morning
district
she's
putting
on
the
official
roster
it
puts
that
says
payback.
So
you
know
it's
this
day
you
go
to
the
individual's
name.
If
you
were
to
wanted
to
audit,
you
could
easily
audit
those
sheets
in
the
in
our
individual
files
yeah.
They
used
to
be
paper
formed
10
years
ago
and.
D
Or
identify
exactly
what
reason
you
can
get
an
exchange
for
which,
as
I
understood
as
long
as
it's
you
know,
remember
from
member
right
for
right
with
the
understanding
that
there's
nothing
back
into
being
sometimes
do
is
called
the
clear
plan.
So
I
show
up
one
day
earlier.
The
guy
would
show
up
one
day
later,
just
because
he
knew
that
day
or
because
he
didn't
know
him.
D
Up
to
four
months,
if
the
day
needs
to
be
extended,
that's
where
the
the
whole
forward
request
on
a
paperwork.
You
advise
your
supervisor
here.
You
know,
mr
that's
not
gonna,
come
in
for
me
today
after
all,
but
he's
gonna
pay
me
back
following
this
week:
change
right
there
like
okay,
so
let
me
know
they
are
gonna
show
up
that
that
was
gonna
show
that
day
and
the
payback
won't
happen
until
later
and.
A
So
this
is
the
city
of
laredo's
proposal,
article
37
and
I
was
fighting
with
the
formatting.
So
if
there's
something
missing
or
kind
of
off,
it's
not
intentional,
the
red
part
is
what
what
the
post
changes
and
really
it's.
In
addition
to
the
grievous
procedure
it
is
to
allow-
and
let
me
just
read
it
the
step
one
if
we're
adding
another
step,
and
it's
step
one
and
it's
prior
to
submitting
a
grievance
in
order
for
the
city
to
have
notice
and
an
opportunity
to
correct
any
alleged
in
unintentional
violations
of
this
agreement.
A
A
E
A
It
allows
the
the
firefighter
to
get
to
their
chain
of
command,
allow
it
to
go
up,
but
yet
still
allow
them
the
time
that
they
need
in
order
to
prepare
their
grievance.
If
they
see
that
it's
not
getting
resolved,
so
it
doesn't
take
away
anything.
It
just
adds
a
little
element
of
like
okay.
Well,
let's
see
if
we
can
work
this
out
before
it
goes
through
the
flow
process
and
then
it
can
and
then
the
process
continues.
A
F
D
A
Whole
entire
agreement's
procedure
is
something
that
could
normally
get
resolved,
pretty
quick
and
there
may
be
other
instances
and
stuff
that
could
still
be
resolved
within
that
when
you're
informally
going
up
the
chain
of
command.
Just
like
hey
I've
got
this
problem.
Can
we
fix
it?
You
know,
and
if,
if
the
union
representation
needs
to
get
involved,
then
then
they
usually
get
involved
anyway,
you
know
I'm
not.
I
don't
think
that
there
should
be
any
issue
with
that,
especially
if
it's
agreement,
it's
not
a
disciplinary
matter.
It's
a
grievance
issue
so.
D
D
With
the
practices
how
it's
happened
or
the
request
I
achieved
the
way
it
is,
would
limit
the
interaction
of
the
association
during
those
five
days
because
I've
been
directed,
I
I've
been
directed
and
I'm
pretty
sure
the
previous
president
has
been
there.
Where
there's
an
issue
we
go
directly
to
the
fire
chief.
D
D
A
H
H
A
H
And
so
you
know
I've
done
this.
A
few
years
I've
lived
under
agreements
procedure
for
25
years
and
worked
with
other
cities
here
in
the
state
for
the
last
18.,
most
grievance
procedures,
you're
not
going
to
have
any
decision
making
power
given
at
a
a
company
officer
level
or
even
a
battalion
chief
level.
Those
aren't
going
to
be
there's
not
going
to
be
any
ramifications
or
decisions
made
by
those
individuals.
So
normally
the
next
step
goes
to
the
chief
or
the
department.
H
H
A
That
may
be
something
some
of
the
things
that
I
was
thinking.
The
example
that
I
was
thinking
of
does
allow
the
people
in
the
chain
of
command
to
actually
resolve
something
that
they
have
the
ability
to
resolve
say
there
was
a
scheduling,
error
and
it
didn't
show
or
an
error
in
the
exchange
and
somebody's
not
getting
paid
the
correct
amount
or
something
like
that,
and
it's
something
that
can
be
fixed
administratively
or
at
that
level.
So
it
doesn't
have
to
go
all
the
way
to
the
top
yeah.
A
Why
I
guess
we're
looking
at
okay
who's?
What
line
of
supervisor
do
we
go
to?
Because
if
we're
going
to
go
to
the
chief,
then
at
that
point,
maybe
then
there
should
be
the
ability
for
once
it
gets
to
once
an
actual
grievance
is
filed.
If
it's
not
something
that
can
be
resolved,
and
this
is
for
unintentional
yeah.
H
I've
had
improvements
processes
that
have
that
language.
The
agreements
will
be
attempted
to
be
resolved
at
the
lowest
level,
which
is
company
officer
and
one
of
my
lieutenant
lieutenant
they
shorted
me
on
this.
His
reply
is,
I'm
sorry.
I
can't
do
that.
So
I
just
wanted
to
kind
of
get
an
idea
of
where
the
issue
is,
and
maybe,
if
you
have
an
example
of
an
issue
with
laredo,
you
know
that
something
like
that's
happening.
A
When
talking
about
this
article-
and
the
proposed
change
was
not
when
I
was
speaking
to
my
team
and
the
city
was
not
necessarily
to
identify
or
address
a
specific
issue,
because
I
don't
believe
there
has
been
any
it's
to
open
the
line
of
communication
and
allow
for
informal
early
resolutions
on
items
that
can
be
resolve,
informally
and
early.
That's
not
always
the
case.
You
know
if
somebody,
if
two-party,
if
we
each
have
a
different
understanding
of
a
provision
in
the
contract-
and
we
don't
agree,
that's
not
something.
A
G
But
the
way
it's
written,
it
doesn't
give
us
the
option
to
just
skip
this
step
actually
put
in
the
step
that
limits
us
to
five
days,
because
it
doesn't
say:
oh,
you
have
the
option
to
go
step.
Two
disregard
this
step,
you're
making
us
go
through
a
step
like
I
said
earlier,
to
go
up
the
chain
of
command
where
you
can
follow
death
death,
either
so
you're
kind
of
taking
that
ability
away
from
us
to
grieve
in
something
that
way.
True.
A
B
A
The
intention,
and
if
there's
better
language,
that
would
that
would
have
helped
address
that
or
more
than
willing
to
here
to
to
consider
it.
But
that's
not
the
intention
at
all.
The
intention
is
not
to
inhibit
or
frustrate
the
prop
process
in
any
way.
It's
to
allow
for
communication
on
the
items
that
that
can
be
resolved
early
on.
D
A
H
A
I
think
we
have
another
yeah
and
the
reason
the
main
reason
that
I've
kind
of
shortened
like
hey,
you
need
to
notify
your
supervisor
quicker
was
because,
if
you
could
resolve
that
before
the
end
of
the
12
days
and
that
that
takes
away
the
necessity
to
follow
the
grievance,
but
still
the
process
keeps
moving,
the
intention
is
not
to
stop
the
process
or
have
that
requirement.
If
you
tell
your
supervisor-
and
it's
already
going
up,
you've
already
fulfilled
that
element.
So
do
you
know
what
I
mean?
It
is
just
to
you're.
H
D
A
Can
you
fix
this
and
I
don't
want
some
firefighters
to
think
that
they
have
to
wait
to
get
the
association
involved
either
to
get
it,
but
we're
not
saying
that
they
can.
But
we
just
want
to
make
sure
that
the
lines
of
communication
are
open
and
that,
if
it's
something
that's
inverted
or
not,
intentional,
that
it
can
just
be
resolved.
A
A
A
So
the
initial
of
38.2,
the
original
language
read
the
arbitrator,
shall
not
have
the
power
to
add
to
amend,
modify
or
subtract
from
the
provisions
of
this
agreement
and
arriving
at
his
or
her
decision
on
the
issue
or
issues
presented
and
shall
confine
his
her
decision
to
the
interpretation
of
the
scene.
The
arbitrator
shall
decide
only
the
precise
issues
submitted
for
arbitration
shall
no
authority
to
determine
any
other
issue
not
so
submitted.
A
So
I
moved
the
art
authority
up
and
I
I
played
I
didn't
play.
I
redid
just
a
little
bit
more
a
little
bit.
This
is
language
that
I
I
have
used.
That
says
the
same
thing.
That
is,
I
think,
maybe
a
little
bit
more
clear
and
I
think
we
have
agreed
to
this
in
other
fire
contracts,
but
it
says
the
arbitrator's
authority,
the
arbitrator's
authority,
shall
be
limited
to
the
interpretation
and
application
of
the
terms
of
this
agreement.
A
The
arbitrator
shall
have
no
authority
to
add
to
subtract
from
or
modify
the
applicable
provisions
of
this
agreement
in
deriving
the
decision
at
a
decision
on
the
issues
present
issue
or
issues
presented,
the
arbitrator
shall
confine
their
decision
to
the
interpretation.
Application
enforcement
of
this
agreement,
as
applicable
to
the
facts
and
circumstances
presented
the
arbitrator
shall
confine
themselves
to
the
issues
properly
submitted
to
the
arbitration
shall
have
no
authority
to
determine
any
issues
not
properly
submitted
by
the
parties.
A
A
A
There's
some
arbitrations
that
take
week
a
week
or
two
weeks,
it
just
depends
on
what
the
issue
becomes
and
it
gives
both
sides
the
opportunity
to
either
say
they
do
want
closing
briefs
or
say
they
don't
a
lot
of
you
know,
and
it's
been
half
and
half
from
the
arbitrations
that
that
we,
that
I've
done
where
we
either
do
them
or
we
don't
sometimes
when
the
evidence
is
so
much
and
the
arbitrator
actually
asked
for
briefs.
Sometimes
they
even
ask
for
transcripts
to
help
them
come
up
with
this.
A
You
know
come
up
with
the
award.
We
want
the
ability
to
do
that.
I
think
it's
her
both
part
and
benefits
both
parties
to
be
able
to
to
at
the
end.
If
you
don't
like,
we
don't
do
it
verbally
present
to
the
arbitrator.
Your
your
closing
argument,
with
the
evidence
that
you
believe
supports
your
case
in
light
of
that
on
end
of
the
close
of
the
hearings,
arbitrators
will
ask
whether
parties
have
any
further
proof
to
offer
the
witnesses
to
be
heard,
are
closing
briefs
to
be
submitted
upon
receiving
negative
replies.
A
Our
the
arbitrator
shall
declare
and
know
that
the
hearing
is
closed.
So
if
there
are
some
closing
groups,
usually
the
arbitrator
will
set
a
time
limit
in
either
a
week
or
two
weeks
to
turn
those
in
and
then
once
those
are
turned
in
then
the
hearing
would
be
closed.
They
would
declare
the
hearing
close
and
they
usually
send
out
a
written
communication
on
that.
A
A
A
A
I
think
that
is
extremely
important,
as
we
just
recently
saw
it's
very
it's
very
important
and
very
critical
that,
when
we're
dealing
with
the
of
an
important
contractual
issue
that
is
subject
of
agreements
and
an
arbitration
that
we
find
out
as
soon
as
possible,
you
know
what
the
answer
is
and
that
way
we
can.
We
can
address
it
and
fix
it
and
follow
that.
Sometimes
it
involves
money.
Sometimes
it
doesn't,
and
it
involves
a
lot
of
you
know,
everybody's
time.
That
was
the.
A
Well,
sometimes
the
arbitrator
has
you
know
if
you
do
briefs,
it
helps
the
arbitrator
with
the
evidence
and
the
arguments,
especially
if
it's
a
complex
and
large
arbitration.
I
think
it
helps
focus
them,
and
I
have
had
a
great
success
in
getting
awards
done
very
quickly
within
the
30
days.
After
submitting
a
closing
brief
and
usually
closing.
H
A
So
so
I
have
always
found
that
it
helps
expedite
the
process
and-
and
I
have
been
the
winner
and
loser
of
awards
in
both
of
them,
so
it
doesn't
it.
You
know
I
I
don't
have
any
any
bias
towards
it.
I
just
think
it
helps
the
process
and
it
helps
all
the
parties
involved
with
regard
to
r
on
the
effect
of
the
award
and
the
appeal
we
have
added
this,
the
arbitrator's
award
is
to
matters
properly.
Grievable
under
this
article
shall
be
final
and
binding
on
the
parties
that
has
not
changed.
A
This
is
the
addition
that
we
have
with
regard
to
how
the
very
limited
instances
where
you
may
be
able
to
appeal,
not
just
because
you
don't
like
the
award.
That's
not
that's
not
one
of
these
instances.
It's
with
whether
the
the
the
arbitrator
goes
outside
that
authority
and
and
some
other
soul
instances.
The
party
under
the
parties
understand
and
agree
that
violent
agreements
concerning
the
matter
properly
agreeable
under
this
article
constitutes
an
election
of
remedies.
A
A
party
may
file
an
appeal
to
the
arbitrators
award
in
the
district
or
county
board
of
web
county
texas,
strictly
and
solely
limited
to
the
following
grounds:
number
one
the
arbitrator
exceeded
his
or
her
authorities
provided
under
this
agreement
say
you
know
that
they
did
not
stick
to
the
issue
or
the
added
modified
or
subtracted
from
our
contract.
That's
that's
what
they're
not
allowed
to
do.
The
arbitrator's
decision
was
somehow
procured
by
fraud,
collusion
or
other
unlawful
means.
A
I've
actually
never
seen
that
and,
of
course,
that's
a
high
threshold,
but
this
protects
the
integrity
of
the
process
and
the
award
and
the
in
the
arbitrators
award.
But
the
arbitrator
decision
represents
a
clear
and
manifest
error
of
the
law
said
that
there
is
a-
and
this
is
also
a
high
burden.
It's
not
something
that
hey!
A
I
don't
agree
with
this
if
there
was
something
that
just
really
sets
forth
that
this
is
a
clear,
manifest
error
of
the
law
that
we're,
you
know,
there's
an
issue
on
the
application
of
this,
but
it's
in
violation
of
the
federal
labor
standards
act
and
the
arbitrators
award
requires
the
city
to
do
something.
That
would
be
in
violation
of
the
federal
labor
standards
act
and
where
you
know
that's
something:
we're
like
okay,
we're.
You
know
we're
bound
by
this,
but
it
violates
the
federal
law
enough.
B
A
A
He
worked
on
it,
but
he's
yeah
he's
the
one
that
added
that
one,
the
form
of
award.
So
so
that's
those
are
the
very
limited
reasons
for
appeal
and
it's
very
hard
to
reach
those
levels
of
appeal.
It's
if
necessary,
it
provides
protection
for
all
all
parties
involved
as
the
form
of
the
award
we're
adding
before
the
award
was.
It
was
in
writing
but
was
only
a
summary.
A
We
added
the
arbitrator
shall
issue
a
written
opinion
and
ruling
with
respect
to
the
issues
presented.
I
think
it
is
important
enough
to
go
to
an
arbitration
on
a
grievance
regarding
the
interpretation
of
a
contract.
I
think
it's
really
important
for
both
parties,
no
matter
what
the
award
is
to
understand
why
the
arbitrator
awarded
with
the
argument
award
how
the
evidence
you
know
everybody
here.
Each
side
have
our
position,
but
the
arbitrator
is
the
final
one
binding
the
decider
of
our
issue,
and
I
think
it
is
important
to
understand
how
the
evidence
came
into
play.
A
It
keeps
hopefully
keeps
that
mistake
from
happening
again.
You
know
history
repeats
itself,
so
if
there's
already
something
in
place
and
it's
something
similar
or
they
can
see
what
the
evidence
or
the
circumstances
was,
it
will
help
in
that
scenario
on
t
delivery
of
awards
for
the
parties
we
added
were
fmcs,
and
we
also
added
that
email
service
is
the
acceptable
way
of
delivery.
A
H
So
let
me
ask
you
this:
just
just
looking
at
this
number.
One
is
the
30-day
period
to
require
that
I
know
the
issue
here
is
took
almost
12
months
or
eight
months,
whatever
it
was
to
get
the
award
back.
That's
that's
how
many
months
10
months,
so
that's
one,
that's
one
glitch
and
maybe
perhaps
opening
up
the
the
organizations
that
provide
arbitrators,
a
pathway
to
that.
C
A
Delay
and
that's
why
I'm
actually
asked
I've
asked
for
an
additional
session
in
order
to
be
able
to
fully
analyze
and
view
this
to
figure
it
out,
but
in
my
review
today,
one
of
the
one
of
the
issues
that
I
saw
was
that
when
I
looked
at
this
arbitration
award,
I
don't
have
any
history
in
it.
I
don't
know
the.
I
don't
know
the
event
that
prompted
disagreements.
I
don't
know
the
players
in
this
grievance
or
the
the
witnesses.
A
I
don't
know
the
relevant
facts
and
when
I
read
this
award
as
somebody
who
is
dealing
with
your
contract
and
trying
to
understand
okay,
what
what
was
the
issue
and
what?
How
did
the
arbitrators
award?
What
did
she
find
was
the
intent
of
the
provision
and
what
the
provision
means.
I
didn't
get
any
of
that
information.
I
have
no
idea
what
happened
other
than
it
was
an
issue.
A
A
I
think
that
is
extremely
important
when
we're
arguing
about
the
the
intent
and
the
meaning
of
a
provision.
That's
in
the
current
contract,
that's
subject
to
the
grievance
procedure,
because
if,
if
there's
a
finding
on
this,
for
instance,
okay,
there's
a
finding
on
this
and
the
provision
stays
and
it
stays
for
30
more
years.
You
know
because
we've
had
an
understanding
people
along
the
way
may
forgive
and
not
the
they
may
not
be
able
to
find
the
record
that
says
what
we
intended
and
if
they
and
then
they
see
this
arbitration
award
and
the
arbitration.
A
A
I
think
that
it's
not
so
much
a
problem,
but
I
foresee
a
problem
when
we
get
an
arbitrator
that
just
goes
outside
of
the
authority
of
being
able
to
interpret
this
contract
and
then
either
party
gets
stuck
with
the
arbitration
award
as
the
ads
modifies,
subtracts
or
totally
does
something
outside
that
authority,
and
there's
no
mechanism
currently
to
be
able
to
address
that.
So.
H
H
Didn't
take
me
all
that
much
I'm,
not
a
rhodes
scholar,
but
I
you
know
I
I
did
understand
it,
the
issue
that
you
keep
bringing
up
and
I
it
confused
me
because
I've
never
seen
a
lot
of
stuff,
but
it
says
to
clear
up
any
and
all
confusion,
vagueness
or
ambiguities
concerning
the
phrase
and
the
appropriate
uses
for
abl
now
and
in
the
future.
The
party
should
certainly
address
this
issue
during
the
next
contract
negotiations.
For
the
reasons
stated
and
explained
above
this
grievance
is
sustained
and
it's
basically
I
mean
it's
a
simple
award.
H
H
Or
assistant
chief
or
anybody
who's
going
to
say
that
that's
outside
of
the
the
law.
That
said,
I
mean
I
I've.
I've
seen
a
lot
of
contract
grievance
processes
that
come
up,
and
then
I've
done
three
contract
movements
this
year
in
laredo
and
had
no
problems
with
the
process
at
all.
I've
had
a
couple
disciplinary
issues,
but
we'll
take
what
you're
proposing
and
give
it
a
good
look.
H
H
B
H
A
H
H
H
Was
just
because
of
the
arbitrator,
and
I
mean
the
30-day
you
could
try
that,
but
I
I
know
arbitrators
that
will
call
and
ask,
and
you
probably
have
the
same
thing
yeah.
I
need
an
extension,
maybe
two
weeks
30
day
or
two
weeks
and
then
two
weeks
they
call
it
another.
Two
weeks
I've
had
long
awards.
I
guess
that's.
H
B
H
Mean
if,
if,
if
it's
the
length
of
time
that
this
eight
months
or
ten
months
took
to
get
this
award,
that
was
not
part
of
this
contract
issue
or
any
of
the
or
the
grievances
process.
That
was
all
on
the
arbitrator's
shoulders,
and
I
think
if
we
can
try
it,
we
can
try
putting
a
time
limit
in
there.
But
we'll
look
at
the
rest
of
the
stuff,
we'll
consider
it
we'll
compare
it
and
we'll
you
know
we'll
get
you
a
powder
or
a
share.
A
The
items
that
we're
talking
about,
because
that's
the
purpose
of
sitting
in
this
table
and
trying
to
make
this
contract
better
than
it,
was
trying
to
make
the
procedure
or
fine-tune
it.
And
if
we
can,
if
we
can
address
problems
that
are
foreseeable,
because
we
don't
control
the
arbitrators,
what
we
can
through
our
provision
and
what
the
authority
is
and
what
we
can
do
with
regard
to
them.
Going
outside
the
authority.
If
you're
texting,
both
parties
and
and
that's
really,
what
we're
just
looking
to
tie
up
right.
A
H
G
A
A
A
A
Method
for
resolving
disagreements
between
the
parties
regarding
the
interpretation
of
the
provisions
of
this
agreement,
only
matters
involving
the
interpretation
obligation
or
alleged
violation
of
a
specific
provision
of
this
collective
argument.
Agreement
shall
be
subject
to
disagreement
procedure.
A
So
that
identifies
that
first,
paragraph
in
37.1,
out
of
the
grievance
procedure,
identifies
what
is
what
is
the
proper
agreement?
What
is
the
submit
and
properly
submitted
agreements,
and
you
have
to
go
through
the
agreements
procedure
and
then
the
and
then
we
wind
up
with
the
arbitration
procedure,
so
yes,
that
is
a
good
point.
You
know
the
the
chain
of
command
deal
is
not
meant
to
frustrate
or
make
the
process
harder
in
any
way
it
was,
it's
meant
to
maybe
make
the
process
feel
quicker
in
certain
circumstances.
A
I
know
that
there's
there's
going
to
be
certain
circumstances
where
the
grievance
will
not
get
resolved
or
can't
get
resolved
at
that
level
when
we
go
through
the
process,
but
yes
that
that's
what
proper
means
is
what
the
definition
of
that
grievance.
What
follows
this
procedure?
That's!
What
that
properly!
Now
on
the
first
one
point.
D
A
The
arbitrage
authority
is
identified
in
38.1d
and
says
all
they
can
do
is
tell
us
how
the
interpretation,
how
the
application,
how
you
apply
those
terms
of
the
agreement.
You
can't
say
that
you
know
well,
because
they've
already
been
doing
this
now,
your
the
city
or
union
is
not
obligated
to
do
this
additional
thing,
even
though
it
was
not
specified
in
here.
You
know
that
that's
different
from
an
interpretation,
so
they
can't
modify
theory.
They
can
split
the
baby.
A
So
to
say
you
know
if,
if
there's
something
there,
an
arbitrator
could
possibly
say
well,
you
know
you're
you're,
right
and
you're
right
or
you're
both
wrong.
So
I'm
going
to
split
the
baby,
even
though
that's
not
what
the
contract
says.
That's
something
that
goes
outside
the
scope.
We're
not
asking
for
that!
We're
asking!
Can
you
just
tell
us
what
this
provision
means
so
that
we
can
follow
it
and
that's
it?
So
we
can,
if
there's
better
language,
to
help,
explain
that
would
be
happy
to
consider
it.
D
A
A
A
E
A
A
A
A
A
A
We
don't
that's
what
we're
trying
to
figure
out
so
we're
trying
to
figure
out
a
structure,
and
I
don't
have
without
the
finalization
of
the
numbers.
I
don't.
I
don't
have
the
answer,
but
we're
looking
to
we're
not
looking
to
take
away
we're
looking
to
restructure,
make
sure
that
we
can
have
the
proper
funding
and
budget
for
it
and
make
sure
that
it
remains
sustainable.
A
Yes,
absolutely
and
so
we're
looking.
You
have
to
look
at
that
in
conjunction
with
the
annual
base
pay
and
then,
of
course,
the
other
we're
having
the
all
the
other
economic
proposals
that
have
been
placed
on
the
table
or
the
proposals
that
have
some
sort
of
economic
aspect
to
it.
To
make
sure
that
we
address
consider
the
proposals
address,
it
look
at
what
can
be
done
and
that
we
can
come
up
with
our
proposals
and
find
our
proposals.
A
D
A
A
If
you
agree
to
just
let
us
place
the
artic
say
that
we're
going
to
propose
a
change,
possibly
in
conjunction
with
article
15,
that
we
just
need
the
time.
We
want
to
make
sure
that
we
can
have
the
ability
to
propose
a
change
if
necessary,
and
that's
what
we're
looking
at
and
identifying
while
we're
passing
out
article
15
and
the
other
economic
articles.
C
B
A
B
D
A
E
A
A
B
D
D
E
So
on
in
article
29.6,
hoping
to
clean
it
up
a
little
bit
and
define
it
for
you,
it
is
a
little
bit
of
ambiguity
as
far
as
how
who's
paying
for
what
so
there's
there's
a
section
there
that
the
city,
the
silly
pay
the
people
should
never
demonstrate
they
get
the
age
of
65.
Then
at
that
point
there
they
go
into
what's
called
the
medical
supplemental
plan
program,
so
we're
just
going
to
clean
that
up.
E
There's
also
a
portion
under
where
the
dependent
fire
dependent
fund
pays
a
portion
of
the
retirees
dependents
and
then
the
retirement
pays
186.16
on
their
coverage.
So
we're
just
going
to
clean
that
up
that
language,
on
that
one
proposing
adjustment
of
the
actual
pay
of
it
or
what
exactly?
Is
it
we're
going
to
cost
out
of
some
of
the
numbers,
our
medical
plan,
as
you
are,
where
goals
are
every
year
and
it's
I
guess
up
for
discussion
to
see
where
we
want
to
go
with
it?
D
E
So
right
now,
what's
gonna
happen
is
those
rates
are
rates
are
gonna?
Our
premium
rates
are
to
be
changing
here.
So
what
happens
is
since
the
the
fund
faced
more
of
your
dependent
coverage
at
some
point
it's
going
to
even
out
and
maybe
exceed
that
cost.
So
it
might
differ
back
and
talk
about
it.
We
can
get
you
the
rates,
I
don't
mind
in
august.
E
But
that's
what
we're
wanting
to
do
is
just
clean
it
up
a
little
bit
and
exact
exactly
what
you
said,
these
sections,
the
paragraphs
that
are
behind
there.
It's
not
relevant
to
this
concept
anymore,
so
it
might
be
some
strikeouts
just
to
say
this
is
not
relevant
anymore
and
it
needs
to
be
cleaned
up
and
I
think
that's
pretty
much
it
we're
covering
the
dental
of
the
medical
health
clinic
that
the
contract
has
stipulated
the
life
insurance
is
in
place.
D
G
G
E
Your
fund
is
good,
however,
then,
in
more
retirees
that
go
into
that
dependent
fund,
that
dependent
fund
is
going
to
pay
a
higher
amount.
So
if
you're
looking
at
30
year,
so
this
one,
when
you
run
some
numbers,
you're
going
to
have
30
additional
retirees
that
have
dependence
behind
that
right
now,
your
fund
is
healthy.
There's
going
to
be
a
point
where
it's
going
to
do
this
and
then
you're
not
going
to
have
enough
in
that
time
to
collaborate.
So
those
are
the
numbers
that
we're
moving
toward
right
now
and
and
and
as
mr.
D
Depleted
it
doesn't
have
to
mean
get
addressed,
because
we
know
the
fact
that
it
can't
come
in
between
the
contract
where
the
city
comes
back.
Hey
the
fund
is
getting
a
little
bit
on
the
low
side
for
whatever
x
amount
of
reasons,
either
increasing
rates
or
decreasing
in
the
membership.
It
would
just
recently
happen.
A
So
that
so
that
what
I'm
hearing
that
the
the
changes
that
we
propose
are
mainly
just
clean
up
and
clarification
and
then
just
getting
an
overall
update
of
where
the
help
of
the
fund
is
and
that
way
we
can.
We
can
at
least
anticipate
if
and
when
during
the
term
of
this
next
contract,
that
it'll
need
to
be
addressed
and.
B
F
A
We
need
to
look
back.
You
know
we
just
got
the
award.
I
got
it
yesterday
afternoon
and
I'd
like
to
look
at
the
history
of
it
and
maybe
edu.
We
could
provide
an
education
to
everybody
about
what
would
the
maintenance
standard
means
how
it
was
negotiated,
what
the
intention
was
and
and
to
you
know
to
that
way.
If
everybody
understands
it
could
prevent
the
future
grievance,
if
we
have
it
on
the
record
and
a
little
bit
more
clear
about
what
it
encompasses.
E
A
And
then
we
have
a
possible
new
article
and
that
one
we're
looking
at
a
nepotism
issue,
and
so
that's
that's
the
new
article
that
we're
looking
at
proposing
we're
working
on
that
and
I
have
to
work
with
the
management
in
my
team
and
it's
something
that
just
came
about.
I
think
so
so
we're
working
on
that
and
we
want
the
opportunity
to
be
able
to
place
that
on
the
team.
A
Somebody
has
proposed
it
and
it's
to
prevent,
prevent
conflict
of
interest
issues
and
nepotism
with
regard
to
hiring
your
promotions
or
things
like
that,
and
I
I
don't
know
all
the
details
on
the
issue
and
I
need
to.
But
it
has
been
brought
to
my
attention
by
my
team
and
I
need
to
to
be
able
to
discuss
that
firmly.
A
A
You
were
going
to
put
a
proposal
on
so
when
we
got
noticed
it
was
at
the
eve
of
the
budget
workshops
and
some
people
covet
that
were
essential
to
helping
work
on
that,
and
so
that
was
one
of
the
challenges
and,
as
I
explained,
and
so
we
were
expecting
to
be
able
to
look
at
that
article
on
a
counter
proposal
from
you.
So
that's
that's
one
of
the
reasons.
Otherwise
we
would
have
been
working
on
it
at
the
you
know.
E
D
D
A
And
that's
because
article
15
is
more
straightforward:
it's
not
just
on
the
base
wage.
So
that's
a
pretty
straightforward
issue
with
article
16,
we're
talking
about
different
kinds
of
ad
pays,
which
include
education,
benefit
certificate,
pay
assignment,
pays.
What
we're
doing
is
we're
looking
at
the
costing
of
the
pays.
A
All
of
these
pays
are
well
there's
there's
some
that
are
flat
rate
pays
and
some
that
are
percentage
rate
pays
and
those
percentage
rate
pays
are
a
percentage
of
the
base
salary
and
that
percentage
of
the
base
salary.
As
I
understand
it
also
applies
to
overtime
pay,
which
you
know
we
don't
have,
control
of
over
time
is
going
to
happen
as
it.
It
needs
to
to
fulfill
the
operations
and
the
duties
or
to
fulfill
the
operations
of
the
department
and
have
all
the
duties
filled.
So
we're
looking
at
that
again.
A
The
intention
is
not
to
look
we're
trying
to
figure
out
understand
what
the
cost
is
of
this,
because
this
does
tend
to
be
a
large
cost,
as
it's
a
percentage
of
the
base
paid,
for
instance,
some
of
the
there's
one
particular
ad
pay.
That
is
ten
percent.
Actually
two
separate
three
separate
ad
pays
that
I
see
that
are
ten
percent
of
the
base
pay
and
things
like
that,
and
the
intention
here
is
not
not
to
take
away
but
just
to
evaluate
and
see
if
there's
an
ability
to
restructure.
A
Somehow
this
system
or
this
ad
paid
where
it
is
easier
to
easier
to
anticipate
the
funding
and
the
budget
needed
in
turn,
including
in
terms
of
overtime
and
the
anticipated
overtime
that
that-
and
I
mean
I
need
my
budget
people-
to
run
calculations
on
on
the
anticipated
over
time
with
the
retirees
that
are
expected,
the
cadets
that
are
coming
in
you
know
when
they're
being
turned
out
things
like
that.
So
so
that's
what
we're
looking
for.
A
So
I
don't
know
if
the
what
we
need
to
do
is
run
the
numbers
and
see
whether,
when
we
calculate
something
like
this,
whether
it
is
you
know,
you
know
a
year
or
a
shorter
term
rather
than
the
life
of
the
contract
or
figure
out.
If
there's
a
of
some
sort
of
we're
working
on
figuring
out
okay,
how
can
we
structure
this?
That
benefits
everybody
because
number
one
we're
not
we
don't
want
to
take
it
away
or
not.
F
A
And
see,
and
we
need
to
run
the
calculations
on
that
and
I
need
to.
We
need
to
understand
the
cost
that
way,
and-
and
it
may
be,
that
you
know
it-
I
mean
I
need
jesus
to
run
the
costs
and
the
calculations,
and
we
need
to
just
figure
it
out
and
that's
what
we
just
want
to
be
able
to
put
a
proposal
on
the
table
and
put
a
discussion
on.
F
A
F
A
The
goal
here
is
to
be
able
to
bargain
in
good
faith
on
the
items
that
are
the
conditions
of
employment
in
the
wages,
and
so
in
order
to
do
that,
we
just
need.
Then
we've
asked
and
I'll
point
blank.
You
know
that
when
we
had
the
last
bargaining
session,
we
were
going
into
the
budget
issues
in
the
budget
workshops
and
we
are
the
budget.
A
The
budget
department
is
working
on
a
very
short
staff,
and
so
they
were
dealing
with
that
and
then
we
were
supposed
to
have
a
meeting
last
week,
which
was
never.
I
don't
believe
it
was
ever.
We
talked
about
it,
but
I
don't
think
that
it
was
actually
confirmed
to
be
said,
and
I
myself
had
a
personal
item
that
came
up
so
other
than
that
you
know.
A
That's
that's
just
the
way
things
happen
and
there's
nothing,
but
good,
good
faith
intentions
here
and
in
trying
to
make
sure
that,
when
we're
dealing
with
the
pay,
which
is
extremely
important
to
the
firefighters
and
the
city,
that
we
get
it
right
and
then
we
completely
understand
it.
And
so
that's
that's.
Why
we're
asking
for
that?
What
we
had
expected
was
that
we
would
get
not
only
the
base
pay
article,
but
we
we
had
expected
the
article
16
based
on
what
the
union
he
told
us.
A
E
E
D
E
D
D
A
The
controlling,
because
the
ad
page
or
percentage
of
that.
So
it's
important
on
that,
and
we
need
to
take
that
into
consideration
when
we're
doing
kind
of
proposals
and
negotiating
in
that,
and
we
don't
want
to
leave
16
out
because
that
has
that's
a
critical
part
of
the
monetary
and
economic
evaluation.
Well,.
H
It
is,
it
is
a
critical
part,
and
every
every
article
that
we
put
on
the
table
is
critical.
Both
sides
have
the
responsibility
of
finding
out
what
they
need
to
do.
What
they're
going
to
look
at
and
putting
that
on
the
table.
We
have
come
to
the
table
every
time
prepared.
I
understand
the
constraints
with
the
city.
When
was
when
was
it
that
we
gave
the
pay
proposal
number
15
was
that
in
the
end
of
july,.
H
To
take
a
wild
guess
and
say
you've
had
at
least
20
days.
The
city
has
to
formulate
some
sort
of
applicable
change
to
article
16,
to
put
it
out
there.
Now,
I
I
don't.
I
don't
want
to
belabor
this
anymore.
Ground
rules,
as
we
know
from
corpus,
is
fiasco
with
their
city
manager
taking
it
to
court.
They.
H
Have
any
kind
of
legal
standing?
It's
just
the
agreement
and
the
relationship
building
component
of
what
I
I
think
is
important
at
the
contract
negotiations
like
the
statute
says
we
can
present
anything.
We
need
to
we'll
present
them,
we'll
look
at
them,
but
we
don't
have
to
agree
to
anything.
So
we
understand
your
concerns,
we,
you
know,
we
wanted
some
more
specifics,
and
you
know
these
these
guys.
I
was
watching.
I
watched
them
and
I
participated
in
their
preparation
for
this.
H
They
looked
at
each
of
these
articles
stringently
to
see
what
they
wanted
to
do
and
what
they
wanted
to
bring
forward.
I
was
hoping
that
the
city
was
doing
that
and
I
understand
the
short
short
staffing,
but
in
reality,
negotiations
the
letter
to
the
attempt
to
negotiate
started
in
may
become
correct
because
I
remember
being
copied
on
it
from
carlos,
but
I
mean
it
we're
not
trying
to
be
do
a
bad
faith
thing
here.
You
know
hold
you
guys
accountable
for
anything.
They
just.
H
They're
just
looking
for
a
reprieve-
and
I
understand
that
you
know
this-
has
been
a
long,
a
long
going
process.
The
intent
was,
and
that
was
part
of
the
fiasco
of
you
know
us
not
getting
notified
last
week.
Wasn't
that
bad
I
mean
I
ended
up
being
in
texas
city
the
next
day,
but
you
know
we
planned.
These
dates,
two
dates
all
the
way
out
till
I
think.
H
H
A
A
A
Our
final
proposal
is
prepared
for
the
for
the
next
session,
and,
and
so
I
want,
I
want
to
re
to
reiterate
that
we
have
been
working
hard
on
our
side,
there's
a
lot
of
costing
a
lot
of
moving
parts
involved,
and
I
appreciate
the
time
that
you're
putting
in,
but
we
have
also
been
putting
in
a
lot
of
time
on
our
end,
and
there
are
just
some
final
issues
that
we
need
to
tie
up
before
before
I
have
the
authority
to
actually
put
something
in
writing
on
the
table.
That's
our
intention
and.
D
A
Because
cost
is
going
to
be
15.
so,
and
I
understand
that
I
just
want
the
opportunity
to
be
able
to
put
something
put
a
proposal
down
for
16
while
we're
doing
it
while
we're
working
on
50..
I
don't
want
to
lose
that
opportunity
for
the
city
and
that's
that's
where
our
issue
is
because,
if
you're
not
going
to,
if
you're
saying
that
we
can't
get
to
60
until
15,
then
how
you
know,
how
am
I
ever
going
to
be
able
to
do
a
proposal
within
you
know
the
goal
that
we
had
anticipated.
A
H
H
C
H
B
H
As
much
time
as
we
have
and
with
ground
rules,
that's
important
because
that's
that
that
time
period
that
you're
given
each
each
site
is
given
to
present
proposals
is
always
important
and
it
creates
a
an
environment
of
trust
right.
So
right
now,
what
I
guess
on
outside
the
trust
factors
is
slipping
away,
because
you
know
just
just
things
that
are
happening
and
it
may
be
beyond
our
control.
H
H
H
A
H
But
it's
unfair
that
the
city,
really
if
this
this
issue
is
so
important
to
the
city,
it's
unfair
that
the
city
relied
on
this
union
proposing
a
an
article
of
change
and
then
they
didn't
the
city
should
have
had
the
due
diligence
to
have
their
proposal.
You
had
your
other
proposals,
just
not
that
we.
A
A
You
know
we're
the
ones
that
are
and
we're
the
ones
that
are
costing
those
out
and
we
want
to
make
sure
that
they're
accurate
and
we
have
all
all
the
proper
data.
So
when
it
comes
when
something
like
article
16,
which
is
a
percentage
of
a
base
wage
and
we
were
expecting
a
proposal
from
the
union,
because
that
was
what
was
indicated
at
the
beginning,
the
costing
for
that
is
tends
to
be
very
different.
A
So
when
we
and
it
takes
a
lot
of
time,
it
takes
a
lot
of
time-
a
lot
of
resources
from
the
city.
So,
rather
than
expend
resources
and
the
the
limited
resources
we
have
currently
and
the
time
from
the
city
from
costing
something
when
we
were
already
expecting
something
like
okay.
Well,
let's
see
what
they're
adding
let's
work
off
of
that,
and
then
we
could
toss
that
that
shifted.
When,
on
the
last
meeting
you
you
indicated
well,
we
actually
have
none.
So
now
we
have
to
start
from
the
other
side
and
say:
okay.
A
H
H
And
we
didn't,
we
didn't
present
it,
because
so
so
now
that,
in
our
opinion,
that
section
of
the
contract
is
done
with
for
us,
if
the,
if
the
city
needed
that
worked
in
there,
they
should
have
had
some
sort
of
language
or
proposal
if
the
the
ground
rules
mean
anything.
The
fourth
meeting
was
last
week.
A
I
I
A
Is
you
know,
we
need
one
more
session
to
get
all
our
stuff
crunched
put
this
together
and
be
able
to
place
the
items
that
we
that
the
city
needs
to
place
on
the
table
for
good
fitness
negotiations,
and
that's
that's
what
we're
asking
and
yet
and
we've
been
asking
since
this
morning,
and
here
we
are
at
the
end
of
the
day,
past
five.
I
don't
even
know
what
time
it
is.
F
A
A
B
D
D
G
A
Yes,
that
I
mean
our
intent
is
to
get
all
of
our
articles
on
there,
we're
costing
out
all
of
the
articles
that
we've
replaced
that
have
the
economic
perspective
or
economic
impact
to
the
contract
in
terms
of
new
money,
because
there's
a
lot
of
there's
a
lot
of
articles
that
are
have
changes
that
require
new
money
to
be
funded
to
the
contract.
So
we're
looking
at
that-
and
you
have
to
remember
that
when
we're
looking
at
the
economic
impact,
we
have
to
look
at
the
economic
impact
as
a
whole.
A
So
we
do
have
to
consider
all
of
that
and-
and
we
will
be
looking
at
that
and
working
on
counter
proposals.
Like
I
said
in
order
to
work
on
16,
we
have
to
work
on
15..
So
that's
one
of
the
the
priorities
that
we're
looking
at
you
know
that's
a
big
issue
and
a
big
issue
that
we
need
to
talk
about.
So
we
we're
working
on
that
when
you're
talking
about
the
setup
of
the
meetings
or
just.
D
The
budget
here
in
the
budget
workshops
and
the
fact
that
the
budget
was
already
boom,
so
we're
selling
that
similar
boat,
where
we
need
to
we
need
to
get
this
result.
We
have
been
you
know
in
contact
since
may.
We
have
been
proposing
things.
You
know
the
last
all
the
last
proposals
we
had
since
basically
at
least
three
weeks.
A
Yeah
and
we
have
placed
proposals
on
the
table
and
we
have
the
the
final
ones
that
I
listed
that
we're
going
to
propose
we're
working
on
counter
proposals
and,
like
I
said
we
should,
we
should
have
a
lot
of
the
work,
a
lot
of
the
economic
work
and
crossing
done.
Of
course,
you
have
to
remember
that
when
we
come
to
the
table,
we're
going
to
have
to
come
make
sure
that
we
have
the
authority
from
the
city
from
from
the
city
as
a
whole.
A
No,
no-
and
I
want
to
make
sure
that
that
I
okay,
so
I'm
not
a
decision
maker
each
individual
person
here
is
not
a
decision
maker.
We
have
to
make
sure
that
I
have
the
authority
on
behalf
of
the
city
as
a
representative
city,
to
be
able
to
place
an
article
on
the
on
the
table
and
that's
that's
what,
when
we
put
something
on
it's
something
that
we
can
that
we're
going
to
stand
by
and
negotiate
on.
H
A
Or
not
or
they
could
not,
so
my
intent
is
to
negotiate
a
contract,
have
both
parties
vote
on
it
and
and
get
it
approved.
So
so
we
will
work.
We
need
to
set
the
meetings.
I
don't
know
I
need
to
have.
Of
course
the
critical
part
of
my
team
for
economics
make
sure
that
that
he
can
be
here
for
next
week.
So.
B
A
The
things
that
happened
is
that
we
were
not
communicating
with
confirming
the
meeting,
because
I
think,
on
the
last
time
we
were
discussing,
we
had
discussed
tentative
dates
and
we
we
and
I
just
don't
think
that
there
was
any
communication
to
finalize
them.
Is
that
we
need
to
commit
to
do
that,
and
I
will
commit
to
do
that
in
sending
out
emails
phone
calls,
and
I
need
a.
I
want
a
commitment
from
you
as
well,
so
that
we
can
make
sure
to
set
that.
A
So
we
can,
I
have
a
hearing
in
the
morning,
but
we
can
get
on
the
phone
in
the
afternoon
and
start
getting
the
calendar
dates
or
if
we
can
send
emails.
I
know
the
I
know
I'm
not
available
on
september
1st,
but
I
also
need
to
confirm
with
my
team
to
make
sure
that
we
can
number
one
have
the
time,
because
if
we
meet
on
monday,
I
don't
know
that
that
gives
us
enough
time
to
crunch
all
the
numbers
that
we
have
to
and
get
everything
prepared.
A
Trying
to
get
in
contact
with
our
respect,
so
one
of
my
team
members
went
home
ill,
and
so
I
don't
know
that
I'll
be
able
to
get
that
today
and
then
one
is
on
a
plane
and
unavailable
right
now.
So
I
I
just
I
just
don't-
have
the
the
ability
to
communicate
with
them
here
in
the
next
you
know
hour
or
so,
and
so,
but
I
will
be
able
to
communicate
with
them
in
the
morning
and
tomorrow
and
we
can
set
something
so
that
we
can
set
a
schedule.
A
D
D
B
H
A
Talk
individually:
well,
that's
the
thing
like
chapter
174
sits
forth
number
one.
Then
we
have
good
faith
negotiations
that
have
to
follow
the
state
rules
for
open
meetings,
which
is
the
texas
open
meetings
act
right.
Secondly,
174
also
allows
the
city
to
designate
its
designating
bargaining
representative,
whereby
the
negotiations
are
going
to
go
through.
The
city
has
designated
me
as
their
new
lead
negotiator
in
this
team,
and
the
union
has
their
designated
team
and
we
sit
here
at
the
table
during
an
open
meeting
to
discuss
it
through
the
designating
bargaining
representative.
A
H
A
B
D
D
H
So
let
me
just
interrupt
just
a
little
bit
so
so
the
issue
is
just
to
talk
to
them.
Right
now.
Do
I
understand
it
is
city
elections
are
coming
up
in
november.
This
has
been
drawn
out
for
a
while.
They
have
to
talk
to
their
city
officials
that
they
are
endorsing,
because
under
texas
local
government
code,
zero
they're
allowed
to
participate
in
political
action.
Nobody.
H
H
D
Because
my
my
thing
is
not,
I
guess
this
has
to
do
a
lot
with
the
timing
of
this
contract.
These
prior
council
members,
which
is
what
is
your
clients,
have
the
impression
that
they're
going
to
vote
on
this
contract
by
the
way
that
the
dates
have
drawn
down.
That's
no
longer,
you
know,
that's
not
no
longer
guaranteed
this.
Might
you.
D
We've
been
we've
been
meeting
since
may,
and
this
is
three
months
now.
I
understand
the
official
four
meetings
didn't
start
to
you
know
july,
but
we've
been
at
this.
You
know
preparing
for
this
going
through
it
since
may,
when
we
first
met
the
councilman,
like
I
said
before
we
signed
our
country,
our
brothers
had
the
understanding
that
this
was
going
to
get
done
and
they
were
going
to
be
the
ones
voting
on
it.
D
Pretty
much
all
of
them,
because
we
let
them
know
that
we're
currently
in
contract
we're
not
we're
going
to
go
into
contract
negotiation.
They
asked
me,
are
we
going
to
be
voting
and
I
guess
well,
my
term
is
at
the
end
of
you
know
this
coming
year.
I
understand
that,
but
by
then
you
know
we
should
have
it
ironed
out
good
to
go
and
it
can
be
explained
to
you
now
it's
getting
a
lot
closer
to
that
time.
D
A
A
Took
two
meetings
to
get
the
ground
rules,
so
we
had
that
we
had
the
meetings,
the
initial
purpose,
we're
still
in
initial
proposals,
we're
pursuing
to
the
ground
rules
and
we
still
we're
we're
still
have
time
and
we're
meeting
and
we're
we're.
Negotiating
we've
touched
almost
every
single
one
of
the
contracts
and
we've
already
even
done
ten
different
agreements
to
proposals
that
you
have
put
on
there
and
a
proposal
that
we
put
on
there.
I
mean
I
think
that
we've
been
doing
a
lot
of
work
and
moving
forward.
A
So
when
we
talked
about
the
ground
rules
and
talking
to
the
council,
I
it
was.
I
thought
it
was
abundantly
clear
that
we
weren't
preventing
you
from
talking
to
the
council
as
a
citizen
or
as
a
in
a
political
sense
where
you're
going
to
endorse
them.
But
the
understanding
was
that
you
that
any
discussion
about
the
subject,
matters
of
bargaining
that
are
on
the
table,
which
we've
talked
about
all
the
articles,
are
not
discussed
with
them.
A
A
H
H
H
And
two
days
for
ground
rules
is
kind
of
long
because
and
I'm
sure
it
was
it
was
certain
centered
around
here
and
I
don't
want
to
get
into
all
that.
But
that
said
this
is
what
they're
asking
so
they're
asking
permission
to
exercise
their
first
amendment
right
and
talk
to
city
council
people
not
about
city,
not
about
negotiation,
proposals
and
stuff
like
that,
but
just
talk
to
them
in
the
performance
of
political
action
under
texas,
local
government
code,
150.
right.
H
A
A
H
A
They're
they're,
not
you
know,
they're,
not.
We've
had
discussions
about
this
they're
not
prohibited
from
you
know,
talking
to
a
council,
member
or
saying
hi
or
say
hello
or
whatever
they
just
you
know
the
subjects.
The
subject
matter
of
negotiations
and
negotiations
itself
are
just
are
not
are
not
things
that
they
can
discuss
at
this
point,
because
the
negotiations
are
open
and
they're
in
there
subject
to
the
open
meetings.
A
H
Historically,
what
has
happened
here
in
the
past
or
what
is
perceived
to
have
happened
or
whatever
I
don't
know.
I
don't
know
personally
because
I
wasn't
here
every
minute,
but
I
understood
that
there
was.
That
was
part
of
the
reason
for
the
lengthy
two-day
ground
rules.
Basis
normally
groundworks
take
about
15
minutes.
H
D
A
E
A
D
Kind
of
a
little
bit
of
explanation,
instead
of
kind
of
putting
it
on
position
machine
guys,
I
mean
I
understand
we
have
to
go
directly
to
it
and
make
sure
everything's.
You
know
the
correct
numbers,
correct
language
and
everything
we're
on
a
time
constraint
here,
like
I
said,
we've
already
pushed
back
our
efforts
as
much
as
we
can
it's
kind
of
going
beyond
what
we've
seen
what
we've
been
allowed
to
do,
and
this
isn't
even
from
association
point
which
tales
to
our
pension
and
the
time
frame
that
they
need.
H
A
When
we
sit
down,
I
want
to
make
sure
when
I,
when
we
sit
down,
I
want
to
make
sure
that
we
can
present
all
the
articles
that
we
need
to
present
and
then
encounter
proposals
if
possible,
and
that
way
it
gives
you
time
to
give
come
back
and
and
maybe
possibly
the
next
week.
We
could
have
two
meetings
if
that,
if
we
have
enough
time
to
work,
be
working
on
simultaneously
counter
proposals,
there
you'd
be
happy.
If
I
won't.