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From YouTube: Collective Bargaining Meeting, 03/31/2023
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Collective Bargaining Meeting, 03/31/2023
A
I
know
that
we
scheduled
this
shorter
meeting
than
usual
so
that
we
can
just
have
a
presentation
by
the
Union.
It's
it's
concerning
Article
15,
if
I'm
not
mistaken,
is
that
correct,
Article,
15,
15
and
30.
okay.
Thank
you
very
much.
So
I
guess
we'll
just
devote
the
vast
majority
of
this
session.
To
that
and
to
answer
to
you
know
any
questions
stuff
like
that:
okay,
so
whenever
you
all
want
to
begin
go
ahead,
yes,.
C
D
D
B
D
D
E
B
So
good
afternoon,
we'd
like
to
start
our
presentation
with
going
over
the
collective
bargaining
process,
you
can
go
to
the
next
slide:
Texas
local
government
code,
chapter
174,
which
in
regards
to
Fire
and
Police
employees
relation
act,
governs
the
collective
bargaining
process,
we'd
like
to
highlight
some
of
the
things
to
educate
everybody.
It's
not
a
lawyer
in
this
table
yeah
or
listening
from
home.
B
So
we
can
go
to
the
next
slide.
Texas
local
government
code,
chapter
174.0028.
The
policy
of
this
state
is
at
a
political
subdivision,
shall
provide
its
firefighters
and
police
officers
with
compensation
and
other
conditions
of
employment
that
are
substantially
the
same
as
compensation
and
conditions
of
employment
prevailing
in
the
comparable
private
sector.
Employment.
F
B
Go
to
the
next
slide,
so
practical
application
and
negotiation
process.
The
three
main
categories
of
negotiation
are
compensation
otherwise
referred
to
as
wages
and
salary
and
including
supplemental
pays
pay
time
off.
Benefits
such
as
holiday
pay,
vacation
leave,
sick
leave,
bereavement
leave
Etc
other
benefits,
such
as
insurance
coverage,
retirement
tools
and
equipment.
B
State
is
that
firefighters
and
police
officers
like
employees
in
the
private
sector,
should
have
the
right
to
organize
for
collective
bargaining,
as
collective
bargaining
is
a
fair
and
practical
method
for
determining
compensation
and
other
conditions
of
employment,
denying
firefighters
and
police
officers
the
right
to
organize
and
bargain
collectively
will
need
to
strive
and
at
risk,
consequently,
injuring
the
health,
safety
and
Welfare
of
the
public.
So
this
is
basically
highlighting
that
we
can
collectively
bargain
and
we
can
compare
to
other
fire
departments
in
the
state
that
do
similar
Services
as
ours.
B
Just
one
thing
that
we
want
to
point
out
is
in
the
private
sector:
we're
not
today
we're
not
going
to
compare
ourselves
to
the
private
sector.
We
feel
that
that
would
be
unfair
to
the
city
and
the
citizens
of
Laredo,
just
because
of
the
the
wages
and
the
compensation
that
the
private
sector
is
receiving.
Currently,
so
we're
going
to
exclude
that,
but
if
you'd
like
that
information
we'll
be
more
than
happy
to
provide
that
later
on.
F
Currently,
you
know
our
guys
are
not
per
se,
leaving
in
the
middle
of
the
career
for
another
job,
but
if
you're
alone,
we
saw
at
least
five
of
our
individuals
retire
pretty
much
as
soon
as
they
could,
because
they've
gone
on
to
work
in
the
private
sector-
and
you
know
we-
they
left
right
at
20
years
of
service
when
they
they
could
reach
the
retirement
age.
Somebody
left
at
an
earlier
age
than
the
normal
retirement
age
of
50,
because
the
private
private
entities
are
paying
so
much
higher
than
than
public
entities.
G
B
B
So
Texas
local
government
code,
chapter
174.002,
C,
the
health,
safety
and
Welfare
of
the
public
demands
that
strikes,
lockouts
and
work,
stoppages
and
slowdowns
of
firefighters
and
police
officers
be
prohibited
and
therefore
it
is
a
state's
duty
to
make
available
reasonable
alternatives
to
strike
by
firefighters
and
police
officers.
Foreign.
F
F
B
So,
either
on
174.002
D
because
of
the
essential
and
emergency
nature
of
the
public
service
performed
by
firefighters
and
police
officers,
a
reasonable
alternative
to
strikes
is
a
system
of
arbitration
inducted
under
adequate
legislative
standards.
Another
reasonable
alternative,
if
the
parties
fail
to
agree
to
arbitrate,
is
judicial
enforcement
of
the
requirements
of
this
chapter
regarding
compensation
and
Convention
conditions
of
employment
applicable
to
Firefighters
and
police
officers.
B
With
the
right
to
strike
prohibited
to
maintain
the
high
morale,
firefighters
and
police
officers
and
the
efficient
operation
of
the
departments
in
which
they
serve
alternative
procedures
must
be
delicious,
expeditious,
defective
and
binding.
So
this
just
goes
back
to
article
33.,
so
in
this
next
article
on
the
next
chart.
Sorry,
this
next
slide
we'll
see
a
chart,
so
this
chart
basically
with
the
theme
of
174.
It
basically
states
that
we
can
compare
ourselves
to
other
cities
in
the
state
in
regards
to
compensation,
wages
and
conditions
of
employment.
B
We
wanted
to
get
cities
that
more
or
less
had
similarities,
mainly
in
services,
but
we
also
looked
at
population,
full-time
employees,
square
mileage
coverage,
so
most
of
the
cities
that
you
see
there
are
within
our
range.
You
could
say
we
do
have
two
outliers
on
the
higher
end
and
two
outliers
on
the
lower
end,
meaning
the
higher
end
being
Arlington
I
mean
sorry,
Fort,
Worth
and
Austin,
and
the
lower
end
being
Georgetown
and
Baytown.
So
that's
for
the
aspects
of
population
ftes.
B
We
try
to
do
the
same
thing:
try
to
get
fire
departments
similar
in
the
services
they
have
and
address
that
by
identifying
the
amount
of
full-time
employees
that
is
contractually
obligated
to
be
budgeted
for
right
right
now,
we're
not
at
407
but
on
the
contract.
We
are
our
maximum
full-time
employees
is
407
right
and
this
is
slide
number.
What
this
is
like.
H
A
I
B
B
So
Laredo
has
a
pretty
big
square
mileage
coverage,
so
the
response
times
have
to
be
adequate
per
coverage
right
and
that
that's
the
difference
in
in
the
ft's
versus
square
miles
that
you
see
there
and
then
going
to
the
the
things
that
we
really
wanted
to
focus
on
are
certifications,
capabilities,
things
that
are
incentivized
paid
or
things
that
the
department
have
that
can
be
able
to
provide
for
the
city
right
and
their
respective
department.
So
Chapel
can
you
take.
F
F
Okay,
so
most
departments
do
have
paramedics,
but
we
do
have
some
that
that
do
not
right
and
that's
what
that's.
What
that
column's,
explaining
that
that
certification
and
that
service
that
is
offered
to
to
their
community
based
out
of
their
their
fire
department
unnecessarily
as
they
don't
offer
they
might
have
contracted
out
to
some
other
entity,
we're
just
looking
at
what
fire
and
EMS
based
fire
departments
or
what
they
carry
in
that
that
capacity.
B
So
for
the
next
one
is
bilingual
I'm.
Also,
these
cities
do
have
bilingual
incentives.
Bilingual
qualifications
here
the
Laredo
fire
Association-
is
not
asking
for
it.
That's
why
we
have
a
little
sad
face.
It's
a
real
joke,
but
we
just
wanted
to
show
that
you
know.
Most
of
our
fire
department
is
bilingual.
We're
not
asking
for
compensation.
Just
wanted
to
point
that
out
that
these
cities
do
compensate
or
incentivize
their
their
members
or
their
firefighters.
B
F
F
Then
we
have
ARF.
We
have
our
airport
rescue,
firefighters,
these,
as
well
as
the
cities.
Only
three
other
cities
inside
Florida
fire
department
has
this,
as
you
can
really
see
across
this
table
other
than
bilingual.
We
we
have
these
certifications
and
we
offer,
but
unfortunately,
when
you
offer
incentive
pay
for
two
out
of
these
ten
that
are
listed
here.
E
When
we
set
out
to
look
for
this,
we
weren't
looking
just
for
highest
paid
cities
that
wasn't
the
goal
we
were
trying
to
find
comparable
cities.
So
the
the
number
one
thing
we're
looking
in
comparison
was
services
rendered
besides
services
rendered,
then
we
tried
to
find
populations
that
were
sitting
really
we're
trying
to
find
Geographic
square
mileage
over
assembly
we're
trying
to
compare
as
close
as
we
could
applesauce
that's
what
we're
trying
to
do.
F
E
All
right
so
then
we
also
have
our
rescue
tune,
because
our
Rescue
Team
covers
things
like
Hangul
rescues
with
water
rescue
confined
space
building
collapse,
boat
operations,
things
like
that,
so
our
Rescue
Team,
while
a
few
of
the
other
departments,
have
it
that's
kind
of
one
of
our
Specialties
instructors.
Yes,
we
we
have
two
different
certified
academies
that
you
know
they
come
up
at
the
end.
You'll
have
a
fire
in-house
fire
academy.
We
have
very
announced
EMS
program.
E
E
One
of
the
main
reasons
we
do
in-house
training
is
because
we're
so
isolated,
it's
very
expensive
to
send
people
out
of
town
for
training
when
you're
talking
you
know,
months
months
along
Academy,
it's
very
expensive,
so
a
lot
of
companies
or
a
lot
of
departments
will
send
their
people
to
teach
Kern
County.
You
know
company
or
private
entities
that
will
instruct
their
Cadets.
The
writer
just
says
it's
not
afforded
that
opportunity
because
of
its
isolation,
yeah
just
consistent
in
a
situation
where
we
have
to
do
a
lot
of
things
on
our
own
here.
F
F
And
here
we
start
with
our
firefighter
base
page
this
firefighter
year,
one
this
is
a
day.
Basically
you
you
get
hired
as
a
firefighter.
This
is
what
the
starting
salary
for
all
incoming
firefighters
in
all
12
cities.
This
is
their
starting
page,
as
you
can
see
here,
we
are
in
about
sixth
place
on
on
the
list
of
12
cities.
F
And
here
it
is
our
next
step
and
we
chose
ear
three
we
didn't
show
year
two
because
year,
three,
that's
where
the
rate
of
firefighters
we
max
out
at
year,
three
As
A
Firefighter,
that
is
our
Max
base,
pay
that
we
will
get
unless
we
we
rank
up.
We
promote
up
to
another
position.
This
is
what,
where
we
max
out
at
our
at
our
base
pay,
and
at
this
point
we
drop
down
to
eighth
place
in
the
in
the
12th
City
that
we
have
chosen
here
for
this
presentation.
F
We,
like
I,
said
we
stopped
at
year.
Three
here
we
become
last
place.
Most
of
these
other
cities
average
about
a
10-step
process
for
to
get
to
their
max
pay
somewhere
higher,
but
somewhere
a
little
lower
than
10
years,
but
ten
years
is
basically
the
the
year
of
across
the
board,
where
they
they
get
to
their
Max.
At
the
firefighter
level,
like
I
said,
this
is
not
promoting
up
to
a
driver
to
a
captain
or
anything
else.
This
is
just
their
base
pay
as
a
firefighter.
A
B
So
we
also
wanted
to
highlight
a
firefighter
pay
with
incentives.
I
know,
that's
a
a
big
issue
that
the
city
has
said.
You
know
hurts
them.
We
wanted
to
show
basically
a
firefighter
here
that
sorry
we
wanted
to
show
offer
that
has
an
Associates
that
is
intermediate.
Certified
is
a
paramedic,
is
an
ambulance.
Rotation
is
bilingual
and
is
either
Hazmat
rescue
or
RF
certified
right.
We've
talked
about
it
before
there's
different
incentives
for
all
these
categories.
B
Laredo
is
kept
at
two,
so
we
wanted
to
be
as
realistic
as
possible
across
the
board
and
all
these
other
fire
departments
and
show
the
difference
what
these
incentives
will
get
us
to.
After,
as
you
can
see,
we're
still
in
last
place,
even
with
the
average
of
16
incentives
going,
you
know
and
laredo's
standard.
B
F
And
and
our
incentive,
we
chose
16
for
two
reasons:
one
is
a
10
for
a
paramedic,
and
the
other
incentive
would
be
an
intermediate
firefighter
and
that
takes
four
years
to
get
there
so
right
off
the
bat
they're,
not
at
16,
right
after
a
bad
day,
start
at
10.,
and
it
takes
four
years
to
be
four
years
of
being
after
certification.
Getting
that
certification
is
firefighter,
then
that
clock
starts
whether
you
get
four
years
and
then
they
they
can
qualify
for
six
percent
of
firefighter
certification
pay.
B
B
Yeah
I
wanted
to
point
out
Austin.
They
have
a
different
step
system.
So
that's
why
I
have
Flex
94
but
we'll
address
that
as
the
slides
go
on
also
100
point
at
the
fire.
Arlington
and
Austin
are
only
Fire
based
systems,
so
they
do
not
do
EMS.
Our
captains
have
the
flexibility
to
do
EMS
and
fire
as
well.
F
B
B
So
then
we
go
to
the
captain's
Max
base
pay.
As
you
can
see,
we're
in
the
last
wanted
to
point
out
that
the
average
it
takes
for
these
departments
to
get
there
is
around
five
years.
For
us,
our
Max
is
three,
so
just
you
guys
are
aware
and
same
thing
goes.
We
wanted
to
do
the
most
accurate
comparison
within
our
departments
by
showing
you
guys
incentives.
You
know
where
they
bring
people
up
where
they
carry
over
so
the
next
slide.
B
F
It's
Max
for
ourselves:
yes,
the
other
cities,
we
kind
of
used
the
same
outline
the
Oscar
mentioned
earlier
as
far
as
the
associates
and
and
things
of
that
nature
not
going
to
a
bachelor's
where
it
pays
more.
We
didn't
max
them
out,
but
we
maxed
ourselves
out
at
20,
even
though
you
know
we
matched
ourselves
out.
We
only
have
a
hundred
people
out
of
400
that
are
Master,
firefighters
and
that's
been
a
consistent
going
back
four
years
ago,
2018.
we
were
all
around
100.
F
B
Next
slide,
so
here
we
just
wanted
to
go
over
the
difference.
The
difference
in
rank
pay
so
just
kind
of
highlighting
that
you
know
one
rank
isn't
astronomically
different
than
the
other.
It
does
take
three
promotional
Cycles
to
get
to
your
successful
promotional
Cycles,
yes,
sir,
to
get
to
the
rank
of
Captain
and
most
of
the
Departments
is
the
same.
So
we
just
wanted
to
highlight
the
differences
in
base
page
is
26.26
and
in
Laredo,
and
it's
pretty
consistent
across
the
board.
When
you
look
at
other
cities,
so.
I
E
But
just
remember
a
firefighter
can
have
Max
of
20
percent.
So
if
you
have
a
10-year
firefighter
24
firefighter
the
the
max
is
out
at
the
Master
Level
firefighter,
we
could
have
put
it
at
20
20
for
a
firefighter,
because
we
do
have
firefighters
that
have
over
12
years,
but
to
be
more
consistent
and
be
more
fair
with
the
numbers
we
did
16
and
20
and
that's
why
there's
a
difference.
B
So
our
next
slide
over
the
fiscal
year
of
22
to
23
some
some
of
these
raises
came
in
October.
First,
some
of
these
came
in
the
calendar.
Year
varies
for
the
Department
of
department,
but
we
looked
around
the
state,
and
these
are
the
confirmed
raises
that
we
got
from
each
of
these
cities
Plano
being
at
three
percent
Frisco
at
ten
Fort
Worth
at
five
Etc.
It's
there
I
just
wanted
to
highlight
that,
since
they
are
higher
paid
departments,
the
dollar
amount
would
also
be
increasingly
High.
B
F
Okay,
here,
these
are
the
projected
cost
of
salary
increases.
Basically,
our
proposal
for
for
this
contract
we're
proposing
at
a
2.5
to
start
on
June
1st.
The
reason
we
picked
June
1st
this
is
what
we
thought
was-
could
be
realistically
possible
if
we
kind
of
kept
meeting
the
next
couple
of
weeks
in
April
and
get
this
through
Council
in
May,
so
we
thought
June
1st
would
be
something
a
little
more
realistic,
we're
not
asking
for
any
back
pay
going
back
to
October
1st
or
anything
we
just
want
to.
F
B
The
way,
the
way
we
came
up
with
our
our
projected
cost
analysis
is
we
got
our
full-time
number
of
teams
407
right.
We
got
the
amount
of
people
per
rank,
we
got
their
Max
step
and
we
got
their
annual
base
salary.
We
multiplied
that
times
the
people
in
each
rank.
We
also
added
the
21.1
percent
for
the
pension
that
the
city
contributes
the
1.45
for
Social
Security,
that
the
city
contributes
and
we
added
an
average
of
16
incentive
pay
cost
as
well.
So
that's
how
we
got
our
our
cost
s.
D
F
Right
now,
and
and
most
of
our
guys
are
not
at
their
Max
step
when
it
comes
to
Firefighters,
we
have
30
new
Cadets
are
just
graduating,
General.
No,
no!
So
we
we
did
everybody
at
their
Max
number,
so
we
did
at
the
three
year
firefighter.
We
did
the
captain
at
their
third
step,
even
though
we
promoted
with
16.
so.
H
F
F
When
we
look
at
at
the
city's
budget,
you
know
whenever
we
have
an
increase.
The
city's
budget
only
reflects
that
that
budget
increase
for
that
year,
whatever
it
may
be,
we
go
back
to
2018.
It
projected
621
thousand
dollars
the
cost
of
that
pay
increase
on
that
year
and
every
year
after
that,
it
every
year
just
shows
that
increase
and
that's
basically,
what
we're
showing
if
you're
done
next
year
will
cost
1.2
million
right.
So
we
add
that
to
the
next
step
of
our
Saturday
budget
goes
up
to
50
000.
E
F
That
you
guys
have
gotten
accelerates
for
having
a
transparent
budget
and
all
this
stuff.
So
we
just
went
to
your
budget
and
we
looked
at
how
it's
posted
and
we
posted
it
that
way
reflecting.
What
we
think
is
is
true
numbers
that
total
four
million
792
240
for
the
life
of
the
contract
going
off
our
base,
pay
increase
on
the
next
slide.
We
do
show
the
the
other
math
trying
to
become
very
popular.
H
F
J
Million
the
public
can
hear
this.
It's
not
that
and
you
talk
about
athletes.
It's
that
there's
two
different
ways
to
bring,
but
in
order
for
us
to
ensure
that
we're
negotiating
for
three
four
five
years,
whatever
it
is,
what
is
it
going
to
cost
us
in
total
and
it's
compounding?
Neither
of
them
are
incorrect.
It's
just
what
is
our
full
impact
for
these
next
four
four
years
and
that's
why
we're
saying
it's
12
million
dollars,
because
for
this
contract
negotiation
it's
going
to
be
12
million
dollar
impact.
If
the
numbers
are.
E
I
B
We
have
both
representation,
so
in
the
slide
prior
to
this,
the
4.7
million
was
going
to
be
the
increase
of
the
budget
in
2020
the
impact
of
the
increase
of
the
budget
in
2026
right
correct.
So
we
that
that
would
be
the
impact.
So
now
we
did
the
compounding,
which
is
a
12
million
dollars
right,
yeah
and
salary
increases,
so
we're
going
to
compare
it
to
a
compound
that
projected
City
budget
increases.
So
if
you
compound
increases
you
compound
salary
cost
right
right.
We
want
to
do
comparisons
that
are
equal
in
value,
in
our
opinion.
B
So
with
the
next
slide,
we've
got
the
growth
of
the
city
budget
in
the
last
three
years,
the
net
growth-
and
we
divided
it
by
the
the
we
got
the
average
out
of
that
sorry
and
it
gave
us
30
32.5
million
from
there
we
took
off
25.
You
know
to
be
conservative
projections
going
forward
and
we
got
that
number
of
24
million
375..
So
we
did
the
same
thing.
We
compounded
that
so
those
are
two
the
same
way
of
doing
things,
so
our
12
million
would
be
versus
a
243
750
000.
A
It
well
I'm
sorry,
but
doesn't
this
end
incorrectly
if
I'm
wrong?
Doesn't
this
assume
that
the
city
is
going
to
sustain
that
growth
over
five
years
like
or
for
four
years?
Forgive
me!
So
that's
a
that's
a
rather
large
assumption
for
one.
Secondly,
how
do
you
know
that
the
city
is
going
to
maintain
that
level
of
growth
I
mean
it's
a
projection
right.
B
J
I
D
J
H
C
J
Looking
at
health
and
benefits,
one
that
it's
only
for
health
and
benefits,
for
example,
you're
looking
you're,
not
comparing
this.
If
you
were
compared
to
general
fund,
we
would
have
said
yes,
but
if
you're
doing
Consolidated,
you're
you're
doing
it.
For
example,
Environmental
Services
that's
only
restricted
to
storm
water,
and
so
that's
not
something
that
we
can
say:
hey
I,.
I
H
B
C
F
Next
time,
so
our
our
next
slide
is
our
racial
City
to
firefighter
pension
contributions.
And
again
we
take
the
12
same
12
cities
that
we've
been
we've
been
talking
about
and
we've
analyzed
their
their
pension
contributions
from
the
firefighter
from
the
city
at
the
bottom
of
this
slide,
you
also
see
the
ratio
we
have
the
second
lowest
ratio
of
1.32
for
every
one
dollar.
F
Other
cities
have
a
two
to
one:
others
have
as
high
as
2.78
to
1,
and
here
the
ones
in
Gray
are
the
cities.
In
the
gray,
the
black
bars
represent
the
firefighter
contributions,
these
cities,
that
that
also
have
the
the
red
stack
on
them
and
the
top.
These
represent
Kim
RS
cities
that
that
these
departments
are
part
of
and
what
we
did
to
their
the
city's
contribution
is
we
added
their
social
security
benefit
contributions.
Now
here
we
didn't
add
the
whole
6.9
percent.
F
We
reduced
it
to
5.45,
and
the
reason
for
that
is
that
we
recognize
that
1.45
of
the
Social
Security
contribution
goes
to
to
Medicare
and
that's
something
that
City
Laredo
also
contributes
on
on
our
behalf
to
our
to
our
firefighters.
So
we
went
ahead
and
reduced
these
City's
contributions
by
that
one,
four
five,
and
only
showing
that
they're
contributing
5.45
to
the
pension,
and
the
reason
we
highlight
this
is
because
those
those
cities
that
are
part
of
that
tmrs
system.
F
Not
only
do
those
firefighters
get
a
pension,
the
material
Mrs
system,
but
they
also
qualify
for
a
social
security
benefit
going
into
age.
62
they
take
an
early
retirement
benefit
or
they
max.
If
they
wait
for
their
normal
at
67,
they
do
qualify
for
an
extra
pension,
whereas
us
that
are
in
the
telefra
fund,
urgents
in
the
same
boat
as
we
are
in
other
cities.
F
We
don't
qualify
for
that
for
that
Social
Security
pension.
If
we
only
work
for
the
City
of
Laredo
and
even
if
we
have
outside
employment,
we
would
have
to
be
employed
outside
of
the
city
for
well
over
20
years,
actually
up
to
30
years
to
really
get
the
max
benefit
of
the
Social
Security
pension.
So
we
don't
get
one
unless
we
work
at
minimum
above
20
years
of
service
outside
the
city,
but
to
really
get
the
same
pensions,
everybody
else
would
have
to
work.
F
F
Okay,
and
if
the
city
would
agree
to
this,
then
our
our
ratio
goes
from
1
1.32
for
every
one
dollar
from
the
firefighter
goes.
It
would
go
up
to
1.48
our
ratio
for
every
firefighter
dollar
and
keep
in
mind
that
this
past
year
our
firefighters
also
did
benefit
reductions
and
agreed
to
give
one
more
percent
to
our
pension,
bringing
us
up
to
16,
like
you
saw
in
the
previous
slide.
F
We
got
this
2.5
because
our
our
our
pension
actual
study
showed
that
it
would
benefit
the
pension
too
if
we
got
2.67
from
the
city
and
that
firefighters
reduced
their
their
benefits
and
give
one
percent
to
the
pension.
The
firefighters
have
agreed
to
do
those
cuts
which
basically
equates
to
about
five
percent
in
cuts.
F
B
So
this
next
slide
City
budget
versus
fire
department
budget.
So
in
this
slide
we
kind
of
we
got
the
total
budgets
from
all
these
cities
just
and
we
did
we're
missing
Frisco
and
we
got
the
total
fire
department,
budgets,
operational
budgets,
not
just
their
salary
budgets,
but
the
whole
operational
budgets,
and
we
basically
got
a
ratio
off
of
that.
So
just
keep
in
mind:
Fort
Worth,
Arlington
or
just
Fire
based
departments
Austin.
We
did
add
the
budget
from
their
EMS
services.
So
that's
what
they're
at
6.70.
B
If
you
compare
the
total
budget
to
our
total
fire
department,
budgets,
not
just
paid
but
total
fire
department
budgets,
our
percentage
is
8.4.
If
you
look
at
across
the
board,
I
mean
we're
kind
of
like
in
the
middle.
If
you
look
at
the
rest
of
the
Departments
and
then
the
69
million
for
this
year
is
including
the
five
million
dollars
in
luxon
payouts
that
they
did
with
a
record
number
of
40
retirees
that
we
had
so
I
mean.
Realistically,
it
could
be
less
on
future
years
right.
A
J
Out
loud
for
some
people
that
don't
have
an
animal
care
right
now
for
us,
Animal
Care
is
like
3.6
million
dollars
in
our
general
fund,
where
other
cities
wouldn't
have
an
animal
care
for
3.6
million
dollars,
because
it's
not
there.
It's
run
by
the
county
or
individual
or
separately,
for
example
like
in
Austin,
so
that
site
to
me
is
not
well.
E
The
reason
why
we
look
at
it
is,
if
you're
saying
that
in
that
City
the
county
pays
for
that.
Well,
we
don't
have
any
control
of
how
the
city
manages
its
funds
and
what
Pro
and
what
programs
and
what
policies
that
they
put
in
place.
But
at
other
cities
have
to
run
their
City
just
like
we
have
to
run
our
city
and
we
don't
represent
a
disproportionate
amount
of
the
total.
J
J
B
B
F
C
I
think
that's
and
I
know
I
heard
that
it
just
does
that
a
little
bit.
I
think
the
issue
here
is
that
when
we
mentioned
that
in
Council
is
fire
department
is
a
department
of
general
fund.
So
that's
why,
when
we
saved
60,
maybe
69
million
of
242
million
budget,
it's
a
higher
percentage
you're
looking
at
it
from
the
Consolidated,
which
is
820
so
you're
saying
it
only
represents
8.4
other
budget
cities
budget
at
least
a
Consolidated.
When
you
look
at
General
funds
purchase,
which
is
242,
of
course
it's
a
higher
percentage.
B
B
B
J
An
example
earns
a
hundred
thousand
dollars
and
so
does
Mr
check
back
right
hundred
thousand
dollars
we're
even,
however,
Mr
Amis
may
have
less
expenses
than
Mr
Chapa
and
it's
very
different.
He
may
have
a
mortgage
payment
and
the
other
one
doesn't
so
that's
what
I'm
saying
it
shouldn't
be
comparable,
even
if
you
both
earn
a
hundred
thousand
dollars,
it's
not
a
comparable,
because
it's
different
in
every
household,
every
environment,
in
general,
funding.
B
E
E
E
J
H
A
Keep
going
and
then
I'm
sorry
we'll
hold
the
rest
and
I
want
the
record
to
reflect
that
in
no
way
does
anyone
here
believe
that
you're
trying
to
misguide
the
public
in
your
numbers?
It's
just
it's
all
about
framing
the
issue
right,
I,
just
I,
don't
want
anyone
to
I,
don't
want
anyone
to
say
that
you.
E
B
A
F
Antonio
we
couldn't
compare
their
Medics
they're
at
a
higher
rank.
They
use
drivers
on
the
amethysts,
where
we
use
firefighters,
mostly
and
assistant
drivers,
so
that
comparison
kind
of
throws
it
off
their
salaries.
When
you're
trying
to
compare
the
Medics
and
another
thing
is
they're
hours
of
work,
they
work
24
72
off,
so
they
have
an
extra
complete
shift.
We
have
three
shifts.
They
have
four
shifts,
so
it's
kind
of
hard
to
compare
their
time
off
with
ours
and
their
hours
worked
to
ours.
You.
H
A
And
so
sorry
that's
much
lower
than
ours.
So
in
all
of
these
you're
saying
that
all
of
the
time
is
44
70
4.48
is
the
same.
So
what
about
this?
Because
they
they
just
switched
based
on
their
website
they're
switching
to
a
full
40
hour
work
week?
They
they
so
so
it
used
to
be
where
Lubbock
had
a
Kelly
shift,
which
is
similar
to
what
y'all
had.
F
Because
they're
I
think
you're
looking
at
the
paramedic
side,
the
UMC
side.
Well,
this
is
for
fire
pay.
This
is
just
for
fire
pay.
No,
but
they
use
their
their
medic,
so
they
hire
just
Medics
right
and
they
start
them
off
and
they
hire
their
firefighters
as
well,
but
I
know
I,
know
they're,
switching
and
that's
what
they're
putting
on
their
other
page
yeah.
E
But
when
we're
trying
to
prepare
services
rendered,
the
comparison
of
the
the
number
of
services
rendered
keeps
getting
reduced
to
where
they're
no
longer
compared
to
us
to
anybody
else.
Even
this
I
mean
if
you
look
at
services
rendered
and
what
we're
capable
of
and
what's
being
offered
and
being
paid
for
in
other
cities
is
not
the
same
thing.
Yeah.
F
So
we
left
some
of
our
certifications
off
this
list
and
I
can
see
we
kind
of
check
off
everything
is
incentivized
or
there's
a
certification
for
it
or
there's
some
kind
of
AD
paid
for
it,
and
and
we
have
them
all
and
then,
like
Randall,
said
now
starting
2019,
we
started
making
our
captions
instructors
and
our
drivers
instructors.
So
there's
no
ad
pay
for
them,
because
they're
not
assigned
to
either
EMS
or
firetrain
division.
F
We
were
all
required
to
become
fire
instructors
so
now
we're
all
able
to
provide
that
CE
to
our
to
our
lower
ranks
and
provide
enough
service
or
if
you
complain,
compares
to
Plano
they're
paid
a
lot
higher
than
we
are,
but
they
they
only
have
two
of
the
certifications.
We
have
McKinney
as
well.
Another.
B
H
E
H
A
A
In
terms
of
every
single
City,
that's
either
the
same
size
or
bigger
than
Laredo,
then
we're
not
in
last
place.
Okay,
what
place
is
convertible
population
in
population
we're
11,
okay,
11th,
there's
12
cities?
How
are
we
not
comparing
to
there's
there's
12
cities,
but
you
have
to
understand
not
every
city
and
going
back
to
miss
cavillo's
point.
You
can't
compare
every
city
correctly
and
that
that's
hard
for
us,
because
we're
trying
to
find
comparables.
A
A
They
have
a
lot
of
trouble
in
recruitment,
Dallas
sucks
it
all
up
man-
and
these
are
smaller
cities
and
not
and
again,
they're
having
trouble
equipment
because
they're
really
small
and
they
surround
a
larger
metropolitan
area
but
they're
also
the
cost
of
living
is
very
high.
In
most
of
these
places,.
F
J
Look
at
this
too.
You've
got
clean
up
because,
obviously,
okay,
you
know
what
I
don't
agree
with
you
on
Georgetown
67
000
in
population,
because
you
look
if
you're
hearing
all
these
in
this
particular
spot,
where
you
have
all
the
exes,
it's
okay,
fine!
You
know
what
let
me
go
with
piano,
because
piano
is
pretty
comparable
as
far
as
our
population,
but
you
can't
compare
it
because,
if
you're
looking
at
our
assessed
valuation
and
I'm,
getting
it
from
Texas
news,
only
a
survey
not
for
myself
going
in
laredo's
assessed
valuation.
J
B
J
Because
we
always
end
up
agreeing
and
we
always
use
our
the
same
index
cities,
you
use
none
of
our
same
indexes
like
Corpus
Christi.
That's
what
we
compare
Inception
of
time
that
we've
been
negotiating.
He
would
negotiate
City
for
the
fire
department
on
who
we
wouldn't
negotiate.
What
city
is
more
comparable
either?
None
of
them.
E
B
A
A
Again,
but
but
you
see
what
I'm
saying
I
give
you,
those
cities
you're
going
to
tell
me
well
they're
different
this
way.
In
the
same
token,
you're
going
to
give
us
your
city,
then
we're
gonna
say
they're
different
in
this
way,
like,
for
instance,
Plano
I
know,
Plano
has
I
if
I'm
not
mistaken,
they're
the
highest
they're,
the
highest
paid
firefighters
in
Texas,
right
right.
A
H
B
J
G
Issue
yeah
here
so
when
we're
doing
salary
surveys
and
we're
doing
benefit
salaries,
what
we're
doing
in
our
risk
management
we
always
compare
ourselves
to
comfortable
cities
to
City
of
Provider.
Corpus
is
always
part
of
it,
and
class
is
always
part
of
the
ground,
because
I
was
part
of
it.
Our
engines,
I,
was
part
of
it.
San
Antonio
is
always
part
of
it.
We
always
compare
most
of
our
benefits
and
services
to
those
cities
that
are
comfortable
to
the
city,
we're
going
to
see
if
we
are
engaging
at
the
same
amounts
in
all
our
benefits.
E
G
G
H
E
You
want
to
compare
local
San,
Antonio
Brownsville,
then
we'll
bring
up
private
sector
in
this
local
area
and
we'll
destroy
you.
Y'all,
don't
want
to
screen
private
sectors,
there's
a
reason
why
y'all
came
up
with
a
secondary
employment
policy,
there's
a
reason
why
the
fire
chief
doesn't
want
our
guys
leaving
for
six
months,
there's
a
reason,
because
the
private
sector
here.
H
B
A
H
A
Reason
why
and
the
reason
why
I
believe
it's
it's
it's
important
is
because
it's
like
anything
else
right
like
a
hundred
grand
here
in
Texas,
is
a
far
cry
better
than
100
Grand
in
California.
Right
cost
of
living
means
everything
right.
That's
why
people
in
California
may
make
a
little
bit
more,
but
at
the
end
of
the
day
they
have
to
pay
more
for
rent.
B
E
E
Right
I
do
agree
with
what
you're
saying
that
is
a
factor,
but
there's
also
other
factors
that
come
out
of
our
check.
Our
insurance,
for
example.
A
lot
of
those
departments
are
capped
at
200
250
on
insurance
per
month,
we're
over
550
on
insurance
a
month.
So
so
the
amount
of
money
that
comes
out
of
our
pocket
100
different.
E
E
A
20
on
the
firefighters
20
for
for
captains,
but
did
this
take
into
account
over
time
and
the
reason
why
I'm
bringing
up
the
overtime
is
because
when
we,
when,
when
budget
is
paying
Out
gross
salaries
for
firefighters,
the
incentive
pay,
the
percentage
doesn't
attach
to
your
base.
It
attaches
to
everything
after
your
base.
So
if
there's
overtime
and
let's
say
in
one
year,
let's
just
say
you
made
forty
thousand
dollars
in
overtime.
Okay,
so
you
take
your
base
plus
the
40
000,
and
then
you
attach
an
additional
percentage
to
that.
H
F
The
last
question
for
all
15
years:
it's
always
been
one
million
dollar
budget
for
overtime.
But
that's
always
it's
always
worth
going
over
the
one
million
dollar
overtime
budget
instead
of
fully
Staffing
inside
407..
So
there's
that
Savings
in
there.
So
even
when
you
pass
on
a
certain
day
of
the
week
overtime
one
day,
you'll
still
saved,
because
for
that
whole
year,
you're
eating
Pace
the
salaries
that
we're
missing
and
that.
E
A
E
I
A
Right
there
again,
I,
understand,
I
understand
that
overtime
is
something
that
happens
because
there
is
short
staffing,
but
but
that's
the
past.
Look
where
we're
at
now.
You
have
a
pension
that,
where
you
have
that
that's
that's
funded
by
your
ftes.
Yes,
sir,
you
have
a
shortage
of
ftes.
Now,
yes
right,
you
had
30
retirees
this
last
year,
Jesus
and
I
wasn't
saying
Jesus
yeah,
it's
not
over
there's
going
to
be
more
people
retiring,
because
even
you,
Mr
trappa,
said
that
it's
going
to
be
an
issue.
People
are
staying
less
time.
A
So
that's
what
what
I'm
trying
to
say
is.
Let's
just
forget
about
this
fact,
like
Mr
Wen
said
last
time:
let's
forget
about
that
who's,
the
highest
who's,
the
lowest
whatever.
If
you,
if,
if
you
take
out
everything,
if
you
look
at
every
City,
Corpus
San
Antonio
your
cities,
you're
at
the
market
value
and
the
reason
why
we
say
market
value
is
because
that's
what
we
did
in
the
Siegel
study
with
the
City
of
Laredo,
we
looked
at
every
position.
What
they
were
getting
paid
and
those
that
were
below
market
value
were
adjusted
so
now.
D
A
But
but
the
thing
is,
those
cities
can
obviously
afford
that
the
people
at
the
table
right
now,
budget
director,
a
deputy
city
manager,
are
telling
you
and
I'm
not
saying
that
they're
not
I'm,
not
saying
that
they're
saying
this
right
now,
but
they
may
tell
you
if
you
want
this
plus
money
for
your
pension
plus,
more
ftes,
to
combat
the
shortage
and
to
put
and
so
that
you
have
more
people,
come
put
it
into
your
pension.
Something
has
to
give.
B
I
C
That
Matthew
did
now.
Let
me
add
to
that,
because
that
was
I
almost
back,
then
you
know
certain
things
have
happened
since
then.
We've
had
the
single
study
that
we're
going
to
have
an
impact
of
10
million
dollars.
One
million
dollars
in
general
fund
we're
working
on
certain
other
things
and
I
just
have
to
get
too
much
into
details
to
not
elaborate
stuff
has
happened
since
then.
H
H
B
C
E
C
E
E
K
B
A
Is
thank
you,
so
my
idea
is
like
look
the
amount
of
so
the
the
biggest
thing
right
now,
and
one
thing
that
isn't
talked
about
in
this
presentation
is
what
are
for
the
budgets
for
these
fire
departments
in
these
cities.
What
is
the
percentage
that
goes
to
wages
versus
operations,
because,
right
now,
93
of
the
fight
of
the
of
the
budgeted
money
from
the
city
for
the
fire
department?
93
just
goes
to
wages,
okay,
whoever's
fault,
that
is
because
of
overtime.
That's
not
the
point.
The.
A
A
Understand
money
is
relevant,
I
understand
it's
relevant,
sir,
but
the
thing
is
talking
about
things
that
happened
in
the
past
doesn't
help
us
move
forward
and
what
we're
trying
to
do
at
this
table
is
hopefully
cure.
Some
of
those
deficiencies,
you're
saying
that
you
need
more
people.
Well,
if
we
spend
more
money
on
wages,
that
means
we
have
less
money
for
operations.
That
means
less
money
for
ftes.
If
we
spend
more
money
on
your
wages,
it's
less
money
for
potentially
contributing
to
your
pension,
which
is
which
is
according
to
y'all.
A
A
A
A
Depends
on
the
growth
now:
okay,
for
instance,
if
Tesla
came
tomorrow
and
and
created
this
warehousing
District
in
some
part
and
their
tax
revenue
was
crazy,
then
yes,
that
would
be
awesome
growth,
but
if
it's
a
different
type
of
growth
that
doesn't
generate
as
much
income,
then
that
growth
really
doesn't
account
to
what
you're.
What
you
think
is
that
speed.
E
K
B
G
K
F
That
budgeting
Target
about
operations,
the
operational
budget's
always
been
tiny.
It
you're
saying
there's
only
seven
percent
is
operational
well,
I
know
miscarriage,
did
a
study
four
or
five
years
ago
shows
a
one-man
crew
and
she
did
a
study.
She
said
you
guys
run
super
lean,
you're
only
nine
percent
of
back
then
of
your
budget,
so
the
city
as
it
says
it
grows
and
and
we've
become
a
bigger
part
of
the
general
funding.
It's
claimed
I,
don't
think
we
are
because
it
seems
like
you're,
taking
away
from
operations
to
pay
our
salaries.
F
There's
no
increase
into
our
our
budget.
We
pay
for
salary,
because
we've
gone
from
nine
and
I
are
saying
it's
seven.
So
what
I
see
in
my
site
is
it
means
you're
taken
away
from
operations
to
pay
for
salaries,
and
no
money
from
the
general
fund
is
going
in
now
another
thing
with
the
general
fund.
It
can
be
manipulated
extremely
well
because
and
I'll
explain
to
you
during
your
budget
talk.
F
F
Bridge
general
fund
50
only
right,
but
if
we
use
real
conservative
numbers
and
then
our
numbers
change,
because
the
tax
base
is
increased,
something's
opened
the
bridge
Revenue.
The
projections
are
always
super
conservative
and
we
always
do
better
than
our
projections
are
with
the
bridge
Revenue.
So
then,
at
some
point
in
time,
city
council
will
say:
oh,
we
can
take
out
another
10
million
and
put
it
into
some
other
fund,
so
the
city
does
have
room
to
grow
and
the
general
fund
has
Room
to
Grow.
F
I
F
Involved
the
last
12
years
and
I've
studied
the
budget.
We
were
below
200
now
we
can
say
we're
well
over
200
in
that
budget,
so
that
budget
has
room
to
grow.
And
then,
when
we
watch
city
council
we
pay
close
attention,
there's
always
money
and
said
you
know
what
we
can
take
out
more
out
of
the
revenue
and
we're
not
breaking
our
own
City
Charter,
our
own
ordinances,
because
we're
not
breaking
the
50
percent
barriers,
because
our
original
projection
was
so
small
that
that
50
percent
has
Room
to
Grow.
C
More
money
after
that,
but
some
of
that
money
goes
to
cin.
Some
of
that
money
goes
to
an
Administration
that
we
charge
and
so
ambulance,
so
so,
basically
we're
leaving
bridge
and
which
is
another
concern
that
I
have.
Is
that
we're
living
Bridge?
Our
surprise
client,
that
is
generating
money,
we're
giving
them
to
order.
K
J
H
H
H
C
It
is
growing,
but
revenues
grow
and
its
expenses
are
growing
faster
than
the
revenues
and
I.
Think
that's
a
key
Point
here
is.
We
have
programs
that
we're
trying
to
develop
the
detox,
the
homeless,
there's
other
the
fire
stations
in
there.
All
of
this
required
monies
from
general
fund
to
get
started
not
to
build
because
we
get
the
money
still
building
from
bonds,
which
then
in
essence
takes
money
away
from
operations
because
we
have
to
pay
the
bonds.
J
E
So
if
we,
if
we
go
back
to
174
and
we
and
we
talked
about
what
the
the
comparable
you
know
compared
cities
in
the
state
of
Texas
for
the
11th,
the
largest
city,
what
what
cities
you
know?
Obviously
you
want
to
prepare
the
cities
that
are
150
miles
away
and
not
200
miles
away.
What
what's
your
mild
Barrel
like?
How
do
you
come
up
with
only
San,
Antonio,
Corpus
or
Brownsville.
E
The
reason
why
I
say
is
because
in
the
old
shower
survey
and
impeding
strawberry
survey,
I've
seen
Arlington
Garden
before
I've
seen
Plano
before
so
so,
where
my
question
is,
is
why?
Because
174
says
comparable
in
the
state
of
Texas
doesn't
say
comparable
women
122
miles
144
miles?
So
what
why
are
we
limited
only
to
these
cities
near
us,
because
we
don't
always
live
it.
A
No
and
and
I'm,
not
sir,
so
so
I
guess
with
one
of
your
comparables,
the
ones
that
I
would
agree
with
in
turn
like
like,
for
instance,
I've,
always
said
it
I
mean
because
I
went
to
school
in
Lubbock,
it's
pretty
much.
It's
pretty
much
the
same.
It's
pretty
much
the
same!
It's
you
know
the
the
population
is
the
same.
It's
it's
a
Hub,
City
right,
there's
nothing
out
in
West,
Texas
other
than
Lubbock,
and
you
know
Texas
Tech,
there's
nothing
in
West
Texas.
So
it's
it's
a
similar.
A
A
E
A
A
A
No,
what
I'm
saying
is
that
do
they
do?
Is
there
competition
in
that
area
for
firefighters,
and
there
is
because
they
have
to
compete
with
not
only
the
city
of
Dallas,
the
city
of
Fort
Worth,
but
every
other
anyone
that's
part
of
the
Dallas
Metroplex
area.
So
that's
a
problem
and
then
and
then
here
in
Laredo,
we
actually
have
how
many
applicants.
A
D
E
A
correct
statement
exactly
we
all
agree
on
Arlington
their
budget.
640
million
ours
is
8.21
correct,
but
they
pay
their
their
firefighters,
more
yes,
Plano
budgets
under
ours,
but
they
pay
their
firefighters,
more
Irving,
almost
identical
we're
a
little
under
them
and
they
pay
their
firefighters.
More
I
mean
we
could
go
down
the
road.
A
B
A
An
example
the
detox
center
that
we
are
trying
to
get
here
in
Laredo
Texas.
You
know
that
we
would
be
the
first
municipally
run
detox
center
in
the
state
of
Texas.
That
means
that
no
other
city
is
going
to
have
to
budget
for
this
and
I
know
what
the
answer
might
be.
Why
have
it?
Why
have
it?
Because
there's
a
need
here
for
that
we.
A
J
E
To
go,
we
don't
we
don't
have
anything
and
that's
a
good
example
of
how
Laredo
being
isolated
away
from
everybody
else
really
reduces
the
services
that
we
have,
for
example,
help
okay
mentally
help
for
drug
problem,
help
for
firefighting,
Services
help
for
everything.
I,
don't
disagree,
laredo's
an
island,
we're
long
wins
from
everybody
and.
H
A
I
D
B
Departments
because
we're
just
addressing
fire
departments
I
just
don't
want
to
get
this
conversation,
because
we
could
talk
about
all
kinds
of
services,
compare
all
kinds
of
services,
all
day,
long
costs
and
how
we
wish
the
radar
will
grow
and
it
is
growing.
But
you
know
some
people
have
different
ideas
of
projection.
Projective
growth
and
you
know
I
project.
This
amount
of
money
is
going
to
go
every
year
and
then
people,
you
know
Council
or
city
management
or
choose
the
direction
they
want
to
grow
and
we're
just
here
and
to
make
those
decisions.
B
That's
your
job!
That's
your
guys
job
we're!
Not!
We
don't
want
to
have
that
job
right
now.
All
we're
saying
is
here
to
negotiate
and
if
you
guys
feel
this
is
an
unfair
offer,
I
mean
you
can
come
back
the
next
session
with
a
another
offer
or
a
counter,
and
we
can
dice
that
up
and
you
know
go
back
and
forth.
We
just
in
hearing
what
you
guys
said.
You
know
the
last
couple
meetings
we
felt
looking
at
the
rest
of
the
state
if
this
was
a
fair
offer.
B
If,
if
you
don't
agree
with
us,
I
mean
that
that
is
on
you,
we
just
like
I
said,
wanted
to
show
a
presentation
to
I
guess
combat
the
rumors,
the
the
the
the
things
that
you
know,
some
people
that
lack
all
of
the
information
make
assumptions
that
we
are
the
highest
paid,
and
we
are
this
and
we're
that,
and
we
feel
that
that
hinders
our
negotiations,
our
public
relations.
So
we
wanted
to
point
out
these
cities
that
we
found
and
that's
all
we
wanted
to
do,
whether
you
agree
with
the
cities
or
not.
B
K
Right
and
I
appreciate
it
and
we're
here
in
good
faith.
Just
like
you
are
just
at
first
Glimpse.
You
know
you
just
he's
yeah
I
get
it
these
comfortable
services,
but
you
talk
about
other
companies
and
just
it's
statistics
and
and
then
today,
I
think
that's
what
we
started.
There's
just
no
exact
apples.
Apples
right
so
I
appreciate
that
you're
not
just
coming
here
and
saying.
Well,
give
me
you
know.
K
I
get
that
ours
was
the
lowest
one
on
that
yeah.
So
at
the
same
time
you
know
we're
not
for
profit.
So
it's
not
like
we're
saving
money
from
you
guys.
So
we,
you
know,
you
know
basic
shareholders,
which
is
a
good
thing
right
where
you
just
all
the
money
comes
back
to
the
city
and
you
guys
deserve
what
what
you
get
our
priorities.
I
believe
are
are
shared.
K
You
know
the
pension,
the
ftes,
the
the
overall
Department
budget,
you
know
to
to
upgrade
equipment
and
facilities
and
and
staff
news
stations
so
that
we'll
come
back.
We
appreciate
what
you've
given
us
and
you
can.
You
know,
shoot
for
the
moon
and,
and
we
stipulate
it,
we
could
see
you're,
not
the
highest
paid
you're,
not
just
sitting
here.
You
know.
K
I
B
K
B
J
E
A
A
H
H
F
Y'all
need
another
coffee,
I
think
we're
good.
Thank
you.
Okay,
I'll
start
with
article
30.
and
okay
right
now
we
did
a
quick
copy
copy,
so
the
numbers
didn't
copy
over
property
and
the
table
looks
a
little
different
than
what's
in
the
contract.
That's
the
same
information,
so
basically
section
30.2
we're
just
changing
those
numbers
to
reflect
our
proposals
that
we
did
in
the
presentation
and
and
the
dates
okay,
so
that
we're
requesting
additional
2.5
for
all
firefighter
paid
towards
the
Reno
firefighters
retirement
system.
F
Effective
June
of
2023
is
that
another
0.5
effective
October
1st
of
2023
for
a
total
21.6,
an
additional
half
percent,
making
that
total
contribution,
22.10,
effective
October
of
2024
and
so
forth.
On
the
additional
half
percent,
making
that
contribution,
22.6,
effective
October
1st
of
2025,
a
one
percent
increase
for
a
total
point.
Three
point:
six
and
the
next
point
in
that
article
is
30.3.
All
we're
proposing
is
on
that
last
paragraph.
F
Military
bag
back
last
year,
when
we
made
those
pension
changes,
did
the
membership
voted
in
that?
If
you,
if
you
do,
want
our
military
service
credit
to
count
towards
your
your
pension,
that
you
do
it
in
your
first
five
years
within
date
of
hire?
Okay,
instead
of
having
an
entire
career
and
the
guys
buy
it
at
the
very
end
yeah.
So
we
just
want
to.
F
A
This
idea
of
having
for
the
citizen
participants
on
the
board
having
non-bire
firefighter
I,
guess
affiliated
people
on
the
board
is
that
something
I
mean
I.
Think
that's
something
that
the
city
would
like
to
address.
Possibly
in
a
counter
proposal.
I
looked
at
the
telephra
ACT,
there
doesn't
seem
to
be
an
explicit
prohibition
on
that.
So
just
know
that
our
counter
proposal
will
include
something
like
that.
Okay
and
and
that
way
the
city
can
have
I
guess
we
can
have
citizen
stakeholders
that
aren't
affiliated
with
fire.
A
E
Quick,
even
historically
your
mayor,
designee,
has
been
a
firefighter
because
they're
they're
heavy
to
the
information
at
hand.
These
are
non-paid
positions,
so
my
question
is:
is
if
it's
a
citizen
of
Laredo
who's,
going
to
show
up
and
not
get
paid
and
do
all
the
research
and
the
travel
and
everything
else
to
do
this,
like
you're,
creating
seats
at
the
table
that
I
don't
even
understand
who
you're
going
to
get
to
fill
these
positions.
E
A
C
Can
I
answer
it
and
I
think
the
idea
is
that
they're
not
affiliated
by
either
fire
or
CD
as
well?
So
we
don't
want
another
CD
employee
being
appointed
by
the
board
as
well.
Not
to
ask
your
question
many.
The
last
mayor's
appointment
was
Oscar
Lopez,
which
is
appointed
by
the
mayor
and
he
didn't
get
paid.
He
attended
all
the
meetings
he
just.
He
was
an
investor
as
well
I.
E
C
C
B
Does
any
decision
that
is
made
by
the
board
affect
retirees
like
if,
if
there's
a
return
firefighter
I
mean
on
the
board?
If
that's
the
example
you're
using
does
like,
is
there
positive
changes
that
affect
him?
Is
there
because,
historically
I
don't
think,
there's
ever
correct
me
if
I'm
wrong,
because
I'm
pretty
new
apartment,
considering.
F
F
C
K
E
C
Not
going
to
answer
that
question
I
mean
that's
not
what
I'm
trying
to
say
what
I'm
trying
to
say
is.
We
want
a
better
board
to
make
better
better
decisions
for
the
board.
I'm,
not
saying
that
there's
somebody
in
there
that
shouldn't
be
in
there.
I've
worked
very
well
with
that
you're
asking
me
that
question
I.
E
F
A
E
F
A
A
C
B
B
K
H
F
A
A
A
Now
so
next
week,
I
think
that's
two.
If
I
may,
Mr
may
I
think
that's
a
little
too
fast
to
have
a
turnaround.
We
need
to
cost
out
a
proposal
based
on
what
you've,
given
us,
we're
gonna
check
your
number.
It's
gonna
take
a
lot
of
work
and
the
one
who
handles
this
is
the
man
himself,
our
budget
director,
Mr
Jesus.
So
you
know
he
has
a
lot
of
other
things,
but
he's
getting
to
this
he's,
making
it
a
priority.
It's
just.
A
D
A
A
H
H
H
A
A
K
D
A
K
A
F
A
A
So
course,
in
scope
is
essentially
I
mean
I.
I
had
I
had
some
information
that
I
looked
up,
I
promised
to
bring
it
back
next
meeting,
but
to
answer
the
question
that
was
proposed
last
time
at
the
table,
there
is
no
jurisdiction
restriction
based
on
workman's
comp.
It's
all
whiz
is
what
you're
doing
in
the
course
and
scope
of
your
job
and
I'll
I'll.
Do
a
better
presentation
of
that
and
I'll
work
in
conjunction
with.
A
A
About
right,
so
it
okay!
So
if
there's
a
disagreement
as
to
what
that
course
in
scope
is,
then
you
have
guys
like
Zone
that
fight
for
you
and
they
get
you
paid
it
really.
It
goes
to
court
man,
that's
just
how
it
works
and
and
I'm
sorry,
but
every
insurance
company
they're
going
to
do
whatever
they
can
not
to
pay
like
that's
just
how
it
is.
K
C
E
E
H
E
A
K
E
Nobody
better
he's
young,
he
doesn't.
That
was
the
whole
point
of
the
statement.
Well,
if
you're
doing
what
your
officer
tells
you
like,
no
that
doesn't
cover
us
I
wish
it
did.
But
just
like
you
said
well
what,
if
it's
a
crazy
word
like
yeah,
what
would
we,
when
you
have
orders
they're?
You
know
you
don't
get
to
decide
which
ones
are
crazy,
which
ones
are.