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From YouTube: Collective Bargaining Meeting, 04/21/2023
Description
Collective Bargaining Meeting, 04/21/2023
A
127
p.m:
Friday
April,
21st,
we're
here
for
contract
negotiation
between
the
City
of
Laredo
and
the
fire
Union
right
now
to
save
Laredo
has
a
packet
for
the
polls
with
regards
to
some
of
the
economic
articles
and
I
guess
we'll
start
the
presentation.
First,
with
the
costing
out
of
the
last
proposal
that
was
given
by
the
Union
to
the
city,
Laredo
with
regard
to
contract
increases
and
contributions
from
the
city
to
the
pension.
B
B
B
C
D
C
C
B
B
B
E
H
B
B
D
E
E
A
The
slides
off
so
I
guess
just
to
just
so
we
can
verbalize
it
this
year
would
be
for
the
remaining
of
the
Year
it'd,
be
2200
2200
in
a
and
really
that's
just
a
calculation
of
1.1
million
dollars
that
two
percent
would
be
and
it's
distributed
evenly
through
your
membership,
okay
and
then
starting
October
1st
of
this
year.
That's
when
you
get
two
percent.
B
H
A
A
A
Okay-
and
this
would
be
with
the
with
the
add
case-
and
the
numbers
are
fine-
it's
obviously
those
dates
are
going
to
be
off,
like
the
other
slide
yeah,
that's
how
it
should
be
with
the
ad
page
and
you
all
have
it
there.
So
you
want
to
go
to
the
next
slide
sure
unless
you
had
a
question
Tony,
you
have
a
question.
C
G
F
G
D
D
B
But
with
advice
as
you'll
see
we're
proposing
that
touching
the
ad
days
for
current
memberships,
okay,
again,
there's
a
1.25
we're
just
asking
for
one
citizen
board
members
independent
of
both
sides,
one
with
financial
background,
regardless
of
of
you,
know,
affiliation
one
side
or
the
other,
or
you
know
we
have
two
citizen
non-members,
that's
fine,
yeah!
Well,
just
the
ideas
just
have
a
different
voice,
different
stakeholder,
separate
from
our
sites
right.
B
C
B
B
H
G
G
F
F
A
B
C
So
it's
been
up
already
yeah
whoever's
watching
it
won't
stand
whoever's
doing
Snapchat
or
whatever
it
is.
You
posted
we're
asking
for
32
million
and
I'm
sure
that's
what's
going
to
come
out
we're
asking
for
32
million
it's
just
funny
how,
over
and
over
again
somehow
we
mislead
somehow
we're
not
giving
the
right
figures
and
even
when
we
eat
David.
G
I
There
were
clearly
that
what
we
outlined
for
you
all
that
met
you,
all's
original
constraints
of
what
you're
willing
to
work
with,
and
we
still
Keen
to
be
just
sweeping
it
under
the
rug
over
and
over
again
for
your
proposal
for
year
five
year
for
year,
three
year
for
year,
it's
it's
over
and
over
and
over
again
we
come
to
you
with
the
constraints
and
the
restrictions
and
good
faith
to
come
to
you
with
with
a
proposal
clear
as
day,
and
then
we
come
here
with.
We
have
long
dates,
okay!
I
C
We
went
back,
we
didn't,
we
did
the
homework
assignment.
We
we
hey.
Let's
work
together
by
all
means.
We
came
to
the
table
learning
in
good
faith
trying
to
reaching
agreement.
You
know,
do
you
say
let's
do
a
homework
assignment?
Okay,
let's
do
a
homework
assignment.
We
went
back,
we
worked
on
it
right.
We
went
back
to
our
Hall.
We
went
back
to
our
place.
Did
what
you
asked
what
you
were
requesting
and
that's
fine,
it's!
Okay,
all
right!
So
you're
saying
that's
fine!
We'll
give
you
a.
C
I
have
no
issue
if
we're
both
parties
are
trying
to
work
out
an
agreement,
but
it
doesn't
seem
like
that
size
trying
to
work
out
an
agreement
or
does
it
seem
like
we're.
We've
mentioned
this
since
the
get-go.
What
does
chapter
174
say
it's
bargaining,
good
faith,
trying
to
reach
an
agreement.
So
when
we
make
a
proposal
and
then
you
just
constantly
what
is
it
pay
cut
or
whatever
it
is
and
really
and
then,
when
you're
asked?
What's
the
reasoning,
oh
I'm,
sure,
there's
some
reason.
F
D
G
H
C
Yesterday,
you
presented
a
slideshow
that
only
left
a
misconstrued
pie
chart
that
added
fire
trucks,
apparently
in
there,
when
the
fire
trucks
aren't
purchased
out
of
that
fund,
and
you
left
it
up
there,
but
we're
the
ones
who
missed
it
in
the
public,
and
this
is
our
point
yesterday,
the
slide
somehow
on
it
doesn't
work
and
today
look
at
it.
It's
working,
perfect
and.
C
F
One
of
the
reasons
that
the
folks
are
in
there
is
because
every
time
we
sell
CEOs,
we
have
to
take
money
from
operations,
so
it
moves
money
from
operation
from
The,
Debt,
Service
and
the
CEO.
So
there
is
an
impact,
even
though
it's
a
seal,
so
he
just
mentioned
in
there.
Any
savings
that
we're
trying
to
do
is
because
we're.
D
F
If
I
may
and
I
I
worked,
some
of
the
numbers
I
worked
most
of
the
numbers
that
are
the
costing
and
last
and
in
our
last
meeting,
and
let
me
tell
you
I'm
not
trying
to
confuse
anybody
that
in
the
meeting
in
the
last
meeting
we
you,
the
numbers
that
you
gave
us
back
were
in
writing.
So
I
worked.
You
know
we
only
had
four
hours
to
come
up
and
kind
of
class.
Like
you
even
asked
you
you
all
mentioned.
H
C
F
Three
and
three
he
wrote
him
down.
He
wrote
him
down
like
four
or
five
times
because
we
were
getting
it
from
you.
This
was
done
within
the
last
couple
of
minutes.
We're
trying
to
get.
You
were
trying
to
get
us
your
your
planet,
proposing
it
so
when
we,
when
we
work
on
that,
when
that's
what
I
understood
was
5.4
333
and
three
that's
five
years.
That's
that's
what
I
understood
when
I
cross-checked
with
them
I
didn't
have
anything
in
my
phone.
F
Well
and
I
guess
things
I'm
the
one
working
on
the
numbers
but
you're
mentioning
that
we're
trying
to
confuse
the
public-
and,
let
me
tell
you
I
I,
wasn't
trying
to
confuse
it.
I
picked
up
what
we
had
in
there.
Normally
when
you
give
it
in
with
that
in
the
past,
we
give
it
to
me
and
I
run
those
numbers.
The
way
you
give
it
to
me.
We've
never
had
issues
with
the.
A
B
G
D
C
A
A
So
for
the
new
firefighters
coming
in
they
get
10
and
just
using
today's
numbers,
they
make
seventy
thousand
dollars
they
get
10
of
that,
and
this
is
without
overtime.
Time
is
about
anything
so
that
it
would
be
what
else
about
seven
thousand
dollars
a
year.
Those
guys
on
the
ambulance
would
make
six
six
hundred
dollars
a
month
times.
Twelve,
that's
around.
A
E
H
D
B
E
F
E
A
C
Only
bring
up
buyer
engines
that
are
not
working
and
fire
stations
for
firefighters
in
the
community
safety
under
174.
We
don't
bargain
for
fire
station.
You
don't
want
to
build
a
fire
station,
don't
build
it,
you
don't
want
to
fix
it,
don't
fix
it,
you
don't
want
to
buy
a
new
fire
truck,
don't
buy
it,
you
can
deal
with
Administration
and
they
can
explain
to
you
why
they
need
it
and
then
you
can
cost
out
whatever
they
need
to
with
them.
C
C
C
B
E
A
I
mean
that's
open,
that's
open
for
negotiation.
If
you
think
that
it's
more
beneficial
for
your
future
members,
we
haven't
decided
that
we
just
we
just
wanted
to
incentivize.
If,
if
there
was
going
to
be
some
form
of
reduction
or
new
membership,
we
wanted
to
sort
of
even
it
out
the
best
way
we
could
with
a
third
ad
pay.
That's
all.
B
Right,
this
is
for
background
information
here
or
tax
rates
looking
at
the
comparable
cities,
not
that
we're
prepared
we're
just
saying
that
population
versus
taxable
value
you
know
Laredo
is
is
near
the
bottom
of
this
group,
but
you
know
we're
doing
the
best
we
can
right.
We
want
you
guys
to
prosper.
B
G
E
I
In
a
previous
example,
where
you
all
asked
us
to
make
some
comparisons
based
on
what
we
do
with
the
negotiation
process
in
comparable
cities,
even
using
the
ones
that
you
all
suggested
to
us
living
in
the
high
on
the
ones
we
met
you
all
there,
you
didn't
like
that.
You
said
we
can
stay
away
from
comparing
to
other
cities
and
in
two
occasions
already
post
that
comment
on
your
side.
You
have
used
examples
at
your
benefit,
at
your
benefit,
to
prove
something
once
again.
Okay,
you.
I
C
G
G
G
I
H
G
A
Okay,
so
now
we
have
Okay
so
all
right
again,
the
the
comparable
word
I
know
it's
a
bad
word
at
the
stable
and
and
I
understand.
No
look
it's
okay,
I
understand.
So
the
reason
why
we
have
this
comparable
is
not
so
that
we
can
say
sit
here
and
say:
oh
no,
we
want
to
give
you
San
Antonio's
contract.
We
want
to
give
you
purposes
contract,
that's
not
what
we're
trying
to
do.
We
need
a
benchmark.
Those
cities.
Those
cities
equate
to
market
value
for
certain
ad
pays
that
are
being
paid.
H
A
A
I
will
say
this:
we've
I,
don't
want
to
say
that
this
is
comparable.
This
is
just
a
benchmark.
Okay,
now,
in
terms
of
getting
a
comparable
raise
to
some
other
jurisdictions,
there's
certain
information
that
that
I
would
like
to
know.
For
instance,
I
know
that
you
got
a
5.4
average
raise
right
from
13
from
13
cities.
Okay,
now
what
I?
The
information
I
don't
have
is
what
were
their?
What
was
their
pay
before
these
larger
raises?
I
want
to
know.
Was
it
something
comparable
to
the
City
of
Laredo
fire
department?
That's
the
first
question.
A
C
A
A
C
A
Little
lower
15
million
right,
okay,
well,
this
proposal
that
we're
proposing
today
is
worth
14.
over
five
years
over
five
years
over
over
five
years,
four
years:
okay,
fair
enough
fair
enough-
and
that's
why
we're
here
we
can
talk
about
those
things
but
I'm,
pretty
sure
we're
getting
close
to
where
your
first
proposal
was
now.
A
A
E
E
So,
in
our
first
proposal
we
tried
to
break
it
down
as
clearly
as
concisely
as
possible
so
that
we
were
comparing
Apples
to
Apples
and
when
I
say
that
we
were
taking
their
longevity
pay
and
our
lack
of
longevity
paid,
for
instance,
and
or
percentages
and
their
advantages
of
Warrant
percentages
and
trying
to
put
them
together
to
where
we
came
up
with
a
you
know,
some
type
of
of
cohesive
understanding
of
way
we're
going
to
look
at
this.
Yes,
what
I?
E
That
makes
up
their
paper
ad
page,
the
longevities,
their
seniority,
all
those
all
the
aspects
of
their
paid
guaranteed
raises
at
certain
years,
Milestones
of
years.
Multiple
step
increases
that
you
know:
Insurance
caps,
Insurance,
that's
another
big
one,
yeah
Insurance
caps
and
stuff
the
amount
of
contributions
to
the
pension.
When
we
don't
look
at
all
of
that
in
its
totality
we're
doing
an
injustice
and
whoever
is
listening
to
this.
B
I
I
came
in
a
little
later,
so
I
I
believe
that
when
he
presented
your,
your
big
emphasis
was
to
to
dispel
the
the
myth
that
you
guys
are
highest
paid
in
the
state
and
we
we
stipulated
that
and
all
when
we
bring
up
the
comparables
I
agree
with
you.
You
can't
compare
apples,
apples,
that's
what
we
said
last
time
or
the
two
times
ago.
All
we're
trying
to
show
kind
of,
like
you
were
trying
to
say,
you're,
not
the
high
speed,
we're
trying
to
show
we're
not
trying
to
harm
your
guys
post.
E
It
even
comes
close
to
keep
it
as
relevant.
Is
our
our
incentives
being
a
percentage
when
you
take
the
percentage
away
and
you
put
them
as
stipends
for
10
years,
because
now
you're
taking
our
low
base
pay
and
then
taking
third
low
incentive
pace
and
combining
them?
Of
course
it
makes
us
go
down.
That's.
B
C
To
be
some
gray
area,
the
fact
that
the
city's
proposal
doesn't
even
include
all
those
payouts
right,
that's
still
negotiable,
even
if
we
said
okay
we'll
entertain
this
idea,
we'd
still
have
to
negotiate
when
our
firefighter
retires
or
you're
going
to
pay
out
days
on
there.
If,
if
the
end
of
the
year
say
the
city
decided
to
buy
it,
are
you
gonna?
Are
you
included
overtime?
Are
you
going
to
include
it
so
now,
even
if
we
entertained
an
idea
like
this,
we
still
have
to
negotiate
three
or
four
other
areas.
C
H
C
Changing
the
my
if
I
work
every
day
on
my
regular
shift,
okay,
yeah
you're,
saying
I
really
won't
change
it,
but
if
I
sell
back
at
the
end
of
my
career,
if
I
work
overtime,
that
proposal
doesn't
include
it.
That's
a
monthly
stipend
that
says:
I
already
paid
you.
So
if
you
work
extra,
that's
on
you
and
you're
only
getting
based.
E
E
G
A
So
guys,
if
I
may,
if
this
is
something
and
that's
why
we're
and
David
yeah
no
and
that's
fine
and
that's
why
we're
here
if
these
are
things
if
these
are
things
that
you
feel
that
could
take
you
to
a
place
where
you
feel
comfortable
changing
to
this
ad
Pace
system.
That's
why
we're
here
bring
it
into
the
table
so
and
and
I'll.
Let
you
know
right
now:
I
mean
there's
how
many
years
of
firefighter
experience
at
this
table
right
now.
A
A
So
it's
it's
probably
two
decades
right
more
than
two
decades.
Okay,
so
I'm
realistic.
What
what
I'm
trying
to
say?
What
I'm
trying
to
say
is
that,
in
my
in
my
ignorance,
all
right,
I
didn't
know
that
these
are
other
issues
that
deal
with
with
that
pace.
So
I
appreciate
this
body
coming
at
the
table
and
bringing
this
information
that
we
can
take
it
into
consideration
right.
A
C
B
C
D
D
G
H
G
E
Have
yes,
okay,
okay,
I
did
I
brought
up
a
question
last
time
we
were
here.
Yes,
sir
I
asked
in
the
last
10
years.
Could
you
please
tell
me
how
much
the
fire
department's
budget
has
gone
up
minus
contract
contractual
obligations
of
races,
the
operation
side?
Yes,
how
much
has
the
operations
budget
gone
up
in
10
years.
A
Also,
and
also,
and
also
to
be
fair
with
your
proposal,
there
wasn't
a
breakdown
of
the
AC
systems
for
every
single
City,
even
though
you
have
that
information,
it
was
not
provided
you
basically
what
you
said
in
your
proposal
and
just
just
no.
No
forgive
me
the
last.
The
last
meeting,
the
meeting
where
you
gave
your
15
million
dollar
proposal
in
that
information
was
I,
believe
it
was
a
bar
graph
of
all
the
different.
C
No
we're
not
we're
all
those
cities,
so
you
can
see
all
their
ad
Pace.
You
can
see
their
percentage
on
Pace
because
again
sure
the
only
ones
with
percentages
you
can
see
dollar
amounts
and
everything
that
they're
offering
right.
So
that
way
you
can
see
and
then,
if
I'm
almost
taken,
the
team
even
explained
that
they
didn't
put
the
on
that
chart
maximums
they
just
put
kind
of
an
average
if
they
took
an
associates
and
we
didn't
go
to
the
highest
level.
C
D
E
You're
not
asking
for
that
yeah
two
millions
ago,
but
you
mentioned
that
we
wanted
Personnel
Staffing.
We
wanted
fire
truck,
we
wanted
stations
we
wanted
raises
and,
and
all
of
those
ones
were
expensive
and
we
never
asked
for
those
things.
You
brought
it
up.
So
we're
just
telling
you
we
want
to
make
sure
that
we
never
asked
I
get.
B
It
but
from
our
discussions
back
and
forth
right,
the
community
is
growing.
You
all
need
the
service.
Community
have
the
capacity
to
do
so
and
be
well
equipped,
well
trained,
and
then
the
additional
ftes
will
help
with
the
pension.
So
we're
saying
these
are
things
that
would
benefit
the
community
benefit
the
city
and
and
the
firefighters.
C
C
D
H
G
G
E
G
F
C
C
Right
and
you
know,
and
just
so
that
I
mean
you
can't
even
go
there-
we're
not
requesting
the
power
station
we're
not
requesting
all.
We
are
requesting
it
what's
already
in
the
CBA
and
that's
why
I
asked
if
those
addition
ftes
are
for
new
stations
that
the
city
and
the
fire,
Administration
and
people
way
above
me
are
making
decisions
on,
or
is
that
just
to
replace
what
we
should
have
because
of
this
to
be
support?
G
C
A
And
and
just
for
the
record,
I
and
I,
just
don't
want
to
get
I
want
to
get
clarified
with
what
was
provided
by
the
Union
to
the
city.
There
is
a
pot.
There
is
a
a
bar
graph
with
the
firefighter
pay
with
incentives
and
there
is
a
breakdown
of
the
different
cities,
but
they're
just
numbers.
It's
a
lot
of
it's
not
a
breakdown,
that's
not
what
we're
going.
C
H
H
D
A
Is
the
end
of
it
just
so
just
so
just
to
work
here?
What
we're
proposing
in
year,
one
in
base
pay
is
a
2200
lump
sum
and
in
the
next
four
years
would
be
two
percent,
and
that
would
equal
to
about
12
million
dollars
in
new
money
for
the
next
five
years
and
we're
and
for
the
pension.
It's
one
point
two
five
percent
over
five
years.
A
That
would
be
an
obligation
for
the
city
for
as
long
as
it
takes
care
of
the
pension
which
is
going
to
be
probably
forever
1.6
million
dollars
for
a
grand
total
of
14
million
six
hundred
thousand
five
thirty
nine.
Your
first
proposal
in
your
last
contract,
with
your
in
your
print
proposal,
ended
up
to
be
what
15.
A
That'll
be
our
home,
and
this
is
contingent
on
something
done
about
the
ad
Pace
again.
The
ad
page
would
not
be
effective,
it
would
not
be
affecting
it
would
not
be
affecting
the
current
membership,
it
would
just
be
for
new
members
and
those
issues
that
you
had
with
regard
to
questions
that
you
had
with
the
new
proposed
ad
Pace
system,
we
would
like
what
those
questions
are,
so
that
we
can
go
and
caucus
and
talk
about
them
and
come
up
with
some
answers
for
you.
A
A
But
we
would
like
to
know
what
is
the
I
guess?
Does
the
union
have
a
a
proposal
for
fixed
rate
ad
pays
for
for
current
membership,
new
membership
or
just
new
membership?
We
would
like
to
know
because
it
is
an
issue
for
the
city.
This
is
something
that
we
don't
have
one
so
not
right
now.
Is
it
possible
for.
C
G
A
So
after
the
union,
I'm
sorry
go
ahead
after
after
costing
out
based
on
a
clarification
made
by
the
Union
on
the
length
of
the
contract
and
when
these
amounts
are
going
to
be
pulled,
it
went
from
35
million,
which
you
know
was
the
the
wrong
time
frame.
We
got
the
clarification
now.
The
proposal
from
the
union,
their
last
proposal,
costed
about
to
23
million
dollars,
578
000
over
it
looks
like
three
and
a
half
years
am
I,
am
I
correct
in
that
I
know.
C
A
C
A
C
A
D
F
A
C
C
That's
more
in
lines
of
what
cities
on
the
border
South
Texas
are
getting
are
have
already
signed
three
percent
across
the
board.
Some
cities
have
gotten
more
but,
like
we
said
time
to
come
again,
we're
not
going
to
chase
of
what
some
other
street
is
getting.
We
know,
there's
there's
a
lot
of
factors
to
it,
but
we
feel
the
three
percent
across
the
board.
D
C
C
The
statute's
pretty
clear,
there's
a
case
law
and
I
know
the
pension
board
has
already
thought
it's
around
with
their
attorneys
and
things
like
that.
So
we
we
feel.
Maybe
that
should
be
brought
up
there.
That's
very
restrictive
for
us
to
the
but
those
kind
of
rules
on
the
pension
board
itself.
We
know
that
there's
a
money
request,
that's
just
a
mechanism,
that's
been
in
place
for
decades.
So
it's
why
so
the
pension
board
tells
us
this
is
what's
needed.
So
this
is
why
2.67.
A
C
C
C
Okay,
we
heard
you
out
on
the
education
and
things
like
that
add
incentive
pace
or
we
wanted
to
add
the
education
pay
I
think
you
guys
proposed
200,
400
and
600.
We
threw
in
the
PHD
in
there
and
just
as
a
declaimer,
you
can
write
in
language
that
the
current
firefighter
that
had
the
PC
would
not
get
it
just
for
any
future.
Firefighter
receiver.
C
A
E
C
A
C
A
C
On
the
incentives
we've
proposed
that
we
capped
all
incentives
at
today's
rate
for
everyone
just
the
way
they
put
it
up,
every
rank
Captain,
whatever
the
incentive
is
wherever
they're
at.
So,
if
someone
promoted
tomorrow,
they
would
move
up
to
that
incentive
package
right.
So
if
and
we
didn't
write
it
out,
we
can't
write
it.
We
want
to
introduce
it
because
we
would
spend
a
long
time
running
it
out
and
then
it's
not.
C
C
D
C
C
C
C
Wording
we
would
kept
all
the
incentives
right
per
rank
or
position
like
their
current
position,
and
we
have
some
stipulations
and
I'll
start
with
the
wording.
This
cap
will
remove
and
go
to
today's
percentages
if
any
of
the
following
are
removed
are
changed
in
the
life
of
the
contract
or
new
contracts.
Right
and
I
know
you'll
get
to
the
contract
negotiations
the
next
contract.
But
if
I
change
to
that
articles
made,
it
would
automatically
release
the
the
cap
on
the
incentives
so
I'm
going
to
go
over
those
like.
C
C
It
does
entire
future
contracts
for
the
life
of
this
contract,
but
the
next
negotiations,
if,
if
you
open
the
one,
can
it
opens
the
other
way
right?
So
then,
if
now
you
go
back
to
the
10
if,
if
it's
proposed,
so
it's
not
time
enhanced
and
anyone
in
the
future
could
remove
it,
but
with
the
understanding
of
the
language
there
once
one's
removed,
the
other
one
remove
that.
B
C
C
So
here
are
the
conditions.
Well,
this
one
is
not
it's
just.
We
propose
this
before
this.
We
Implement
article
12
as
proposed.
We
don't
believe
it
has
a
cost
Factor.
The
contract
already
holds
us
to
400
nfts.
All
we're
asking
is
the
470s
be
hired
and
if
they're
not
hired
within
the
time
period
that
we
proposed,
then
those
accounts
are
paid.
Basically
the
pension
and
stuff
like
that.
Only
as
a
again,
it's
a
protection
for
the
funding
to
be
there
right.
C
C
C
C
We
would
prorate
all
incentives,
the
value
of
them
so
pretty
much
if
I
make
a
dollar
and
currently
the
incentive
packages.
I
have
value
12
and
a
half
cents.
Every
dollar
I
make
you
would
prorate
12
and
a
half
cents
to
any
overtime,
any
sellbacks,
BuyBacks
or
anywhere.
In
any
articles.
We
look
through
at
the
CBA
language
contemplates
or
emphasizes
that
the
incentives
would
be
there.
Then
we
would
cap
retiree,
dependent
insurance
coverage,
retires
tax
refund
insurance
coverage
at
150
a
month.
C
Also,
the
department
has
to
offer
all
certifications
to
any
firefighter
who
wants
to
get
them
and
basically
cannot
block
or
deny
their
education.
So
we
heard
your
plea
on
education
and
experience.
We
agree.
We
just
believe
they
should.
Firefighters
should
be
incentivized
to
a
certain
degree.
In
order
to
go
get
that
education.
We
we
believe
it
adds
a
huge
amount
of
value
for
the
fire
department,
the
service
we
provide
to
the
community
and
the
community
in
itself,
which
is
believed
that
there
should
be
some
type
of
incentive,
So,
currently
I'm,
sorry
I'm,.
C
On
the
the
department,
the
department
has
to
offer
all
certifications
right
and
it
wouldn't
be
paid
unless
the
firefighter
does
get
certified
and
holds
the
certification,
because
it
won't
expire
to
any
firefighter
or
employee
that
wants
to
get
that
certification.
The
department
cannot
deny
the
request,
I'm
sure
it's
like
I
want
to
go
today
on
my
day
of
work.
No,
you
have
to
come
on
your
day
off.
C
D
G
A
C
So
we
think
this
request
and
we're
not
we're
not
in
agreement
on
the
amounts
and
time
frames
I
understand
that.
But
we
think
this
request
encompasses
every
point
that
the
city
has
mentioned
and
every
point
that
we've
mentioned
and
I
think
it
would
be
the
city
wants
to
cap
it.
Then
we
would
would
want
some
to
see
some
of
these
things
in
place
and
I
give
you
the
perfect
example.
C
Even
if
there
was
such
a
great
offer
that
we
would
cap
sellbacks
at
the
end
of
our
careers,
the
amount
of
firefighters
they
would
leave
before
this
thing
was
signed
would
be
detrimental
to
the
services
to
the
city
to
the
department
itself.
It
would
collapse
every
system
that
we're
currently
know.
So
we
can't
just
agree
with
something
like
that,
because
it
would
a
quarter,
you
would
lose
a
quarter.
I
mean
we're
short,
we're
20
farming
right
now
you
would
lose
maybe
another
100.
C
We
kept
the
incentives
and
it
wasn't
allowed
that's
what
we're
asking
just
for
to
be
prorated.
It
won't
increase
in
the
future
as
far
as
the
incentives
goes,
the
percentage
right,
the
one
compound,
but
if
we
capped
it-
and
we
didn't
allow
a
52
year
old,
fireman
right
now
with
a
certain
approvals
and
we
were
going
to
take
away
his
incentives.
F
C
But
we're
not
saying
that
we're
going
to
we're
not
proposing
to
take
away
what
the
paramedic
on
the
Eminence
that
rotation
pay
right.
Okay,
so
they
get
Point.
What
is
it
25,
a
paycheck
plus
five
dollars
if
they're
on
we're
not
proposing
to
take
that
away
if
they
ride
the
ambulance,
they
get
that
x-ray.
That
doesn't
count
as
another
incentive.
That's
just
because.
E
C
The
fire
engine
rolls
out
and
it
has
meds
IVs,
so
you're
utilizing
the
paramedics,
major
accidents,
Cardiac
Arrest,
there's
not
only
two
paramedics.
There,
you
have
four
or
five
paramedics
working
the
cardiac
arrest
and
the
reason
why
is
because
everyone's
a
paramedic
now
for
the
day-to-day
I
cut
my
finger?
Nosebleeds
yeah
everything,
the
paramedics
and
the
parts?
Really
don't
roll
out
to
that.
But
in
occasions
there
are
they
do
roll
out
because
we
do
not
have
enough
ambulance
to
to
handle
the
cold
water
right.
G
A
C
Everything
right,
yes,
sir,
so
for
pay
raises.
We
are
proposing
June
1st
2023
83
pay
increase
across
the
board
on
October
1st
2023,
we're
proposing
a
three
percent
pay
increase
across
the
board
on
October
1st
2024.
We
are
proposing
a
three
percent
pancreas
across
the
board.
October
1st
2025
we're
proposing
a
three
percent
pay
increase
across
the
board.
It
would
be
a
four-year
contract
that
would
the
new
contract
would
commence
we're
anticipating,
hopefully
June
1st,
but
we
are
not
asking
for
any
back
pay
on
the
pay
raise.