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From YouTube: Collective Bargaining Meeting, 09/29/2022
Description
Collective Bargaining Meeting, 09/29/2022
A
A
There's
a
couple
of
things
that
from
the
city
Side
we
wanted
to
discuss
and
and
present
at
the
table
before
we
move
it
on
to
you.
What?
Because
it's
going
to
affect
our
proposals
as
they
moves
forward
with
regard
to
I
know.
At
the
end
of
the
day,
we
had
some
discussions
about
the
Grievances
that
were
related
to
the
chief's
policy
on
secondary
or
outside
employment.
A
Yes,
they
were
pending
at
that
time
and
I
know
that
we
had
discussed
a
resolution
and
we
were
discussing
it
at
the
table.
I
believe
when
I
spoke
to
the
chief
I
believe
that
there
has
been
a
resolution
in
for
those
three
grievances
and
I
just
want
to
make
sure
that
I'm
correct
and
place
it
on
the
record
that
there
were
three.
C
A
A
B
B
B
Yesterday,
because
there
was
an
issue-
I
guess
with
the
wording
of
it,
but
it
did
reflect
how
the
previous
memo
was.
We
cleared
it
up
and
he's
gonna
make
sure
that
that
wording
is
cleared
to
his
his
command
stuff.
Okay,
so
that
basically
addresses
and
cheers
up
all
the
Grievances
from
their
being
resolved.
A
B
B
This
grievance
was
basically
he
was
ordered
to
quarantine,
even
though
it
wasn't
it
was
in
Kobe.
He
said:
hey,
okay,
to
go
back
you're
telling
me
it's
not
covered
they're
like
no.
You
have
to
quarantine,
but
you
have
to
use
your
own
leave
so
that
reason
was
filed,
then
my
opinion,
it
really
has
no
hindrance
on
the
contract
itself
that
was
actually
found
before
even
before
we
started
making
someone
mistakes.
B
B
B
E
B
Provision,
you
know
and
I've
actually,
since
that
occurrence
it's
occurred
200
times,
and
that
was
resolved
by
basically
just
the
correction
of
how
the
lead
was
how
there
was
supposed
to
be
either
placed
on
leave
or
basically
allowed
to
come
back,
and
it
was
up
to
them
if
they
wanted
to.
You
know,
stay
away
from
the
job,
just
not
to
get
anybody
else.
Sick,
okay,.
B
F
A
B
And
I
I
was
led
to
believe
that
it
was
going
to
be
resolved
in
a
certain
manner.
It
apparently
didn't
and
we
are
doing
arbitration
and
that's
why
I
haven't
been
brought
up.
Okay,
like
I,
say
it
doesn't
says
it
doesn't
affect
you
know
from
our
part
or
around
the
Department's
part
where
if
something
was
done,
that
would
affect
the
contract.
C
C
A
A
B
A
The
command
stuff
all
right
and
then
my
understanding
is
that
the
because
I
know
it
was
brought
up
earlier
about
using
abl
or
because
you
receive
a
stipend
from
the
union
or
some
sort
of
money
that
the
that
particular
policy
with
regard
to
outside
employment
does
not
apply
to
Union
business
or
your
ability
to
conduct.
You
know
to
do
the
union
stuff
such
as
being
here
today.
Is
that
correct?
Yes,
okay,.
A
D
A
A
E
E
B
E
G
D
B
E
E
C
B
Again,
there
was
an
issue,
and
even
when
we
were
he's
trying
to
recalculate
our
numbers
to
make
sure
all
the
adequate
Staffing,
the
previous
numbers
of
where
they
got
it
from
wasn't
in
other
contracts,
it
was
kind
of
some
of
them.
Were
there,
some
of
them
weren't,
so
just
kind
of
just
you
know
kind
of
earmarks
it.
So,
as
of
2018,
we've
been
at
407,
of
course,
with
the
addition
of
different
companies
so
automatically
increase.
B
G
D
D
I'm
not
saying
I'm,
not
saying
exactly
what
you
have
here.
Yes,
I
guess
this
one
is
just
to
reflect
whenever
we
add
additional
units,
you
know
what
what
Manpower
I
guess
is
specifically
for
each
unit.
You
know
evidences
we're
doing
nine,
nine,
nine
ftes
and
per
engines
or
ladder
truck
for
doing
15
years,
EMS
supervisors,
which
is
three
individuals
whenever
that
unit
is
implemented
or
a
district
chief,
three
units
as
well.
D
E
E
D
B
E
C
B
D
B
The
same
the
same
thing
with
the
with
the
EMS
surprise
review,
activate
a
new
unit.
I.
Guess
it's
more
considered
units
instead
of
the
rank
itself,
so
District
chief
unit,
a
fourth
district
and
things
like
that
where
it
encompasses
three
because
EMS
supervisor,
basically
Works
similar
to
districts
except
there's,
they're
more
spread
out.
B
D
C
C
D
E
and
it
specified
each
additional
unit
apparatus
so
I
think
it
encompasses
the
district
Chief
you're,
adding
that
additional
units
it
would
count
as
three
right
so
I,
don't
think
it
would
necessarily
I
guess
have
anything
to
do
with
a
nine-to-five
position
right
so
just
an
additional
unit.
It
already
specifies
it
there
I,
don't
know
if
we
need
to
add
it
so.
D
H
A
E
B
No,
it's
it's
a
current
practice,
I
believe
Miss
Farrell
said
it
the
second
meeting
when
we
were
covering
this,
where
that's
the
current
practice
anyways
they
just
had
never
been
put
down
on
paper.
So,
okay,
there
also
was
brought
to
my
attention.
There
was
a
discrepancy
on
the
tentative
agreement
on
12.3.
Oh.
A
C
A
But
it
doesn't
show
up
on
my
version
of
Word.
Now
it
just
shows
up
like
columns
and
if
I
tried
to
I
had
to
retype
it
and
when
I
think
when
I
deleted
the
column
it
deleted,
a
bunch
of
things,
I
didn't
realize
it
deleted,
but
the
intention
my
the
the
that
needs
to
be
corrected.
The
tentative
agreement
was
was
intended
of
no
change
of
the
current
contract
of
States
d
and
e.
But
we
will
look
through
this
and
consider
this
now.
This
doesn't
necessarily
add
an
additional
cost
to
the.
A
A
B
G
F
E
A
B
And
that's
also,
why
Tony
when
he
was
rewriting
it
on
the
just
above
the
district
Chief,
why
he
put
unit
apparatus.
It
refers
to
the
actuational
actual
physical
unit
instead
of
I,
say
you're,
not
an
additional
training,
captain
or
training
Chief
or
whatever
rank
that
can
be
activated
one
at
a
time,
because
that's
understood
it's
one
slot
the
unit
itself,
since
it
runs
on
the
shifts
it
would
automatically
trigger.
You
know
times
three.
So
if
it's
one
District
T
would
be
times
three
one,
it
means
countries
times
three.
A
E
A
A
C
D
D
Contracts
with,
as
far
as
like
boots
and
stuff
for
us
all,
they
really
do
is
you
know
I,
guess
they're
the
middleman
right,
but
they
just
check
up
the
prices.
I,
don't
know
if
the
city
could
ever
there's
a
possibility
to
just
point
directly
for
us
to
go
out
directly
and
just
hit
indirectly.
You
know
their
local
vendor
right
benefits
the
economy.
It
benefits
is,
you
know,
buying
from
somebody.
You
know
that
that
has
an
interest
here
in
the
city
that
you
know.
E
B
But
and
then
I
guess
we
we
were
trying
to
adjust
initially
was
because
we're
not
we
weren't
getting
the
better
price
you
you
know
specifically
from
Casa
Raul.
They
were,
you
know
just
using
numbers
120
for
a
pair
of
boots,
whatever
brand
of
boots
there,
but
because
our
order
of
status
was
going
through
laws,
laws
would
automatically
put
them
at
or
say
140.
B
H
B
A
lot
of
discrepancies,
even
from
their
own
website
of
their
uniforms
that
they
were
Pro.
You
know
511
technical
tactical
year,
the
t-shirts
they
were
on
their
website.
Like
I,
said
a
three
pack
would
come
out
to
thirty
dollars.
When
we
would
order
it'd
be
35,
there
was
a
constant
markup
on
all
our
equipment.
So
that's
where
the
600
is
no
longer
extended
to
the
full
extent.
It
was
constantly
we're
paying
basically
an
up
charge
for
the
same
product
that
they're
providing
not
because
they're
in
the
middleman.
A
E
As
an
exception,
yeah,
local,
locals,
but
I
think
it's
a
two
percent
or
five
percent
I'm,
not
sure
what
it
is.
Do
you
remember
I,
don't
remember
what
it
is,
but
but
there's
a
there's
a
local
discount
for
if
we
want
to
go,
if
we
work
for
the
local
vendors,
the
thing
is
they
have
to
also
submit
in
the
RFP.
That's
to
exercise
it.
D
I
think
I
know
I
know
at
this
point
right
we're
under
contract
with
whatever
entity,
but
maybe
in
the
future,
is
something
that
we
could
possibly
look
at
where
you
know
allow
firefighters
to
maybe
purchase
directly
with.
We
know
they
provide
a
lot
of
our
Footwear,
so
maybe
in
the
future
is
something
that
the
city
could
consider
that
goes
back
to
the
procurement
process.
Work.
A
A
C
A
E
A
A
A
A
Those
are
ranks
that
supervise
people
and
it
would
improve
the
department
in
terms
of
it
would
be
somebody
with
a
little
bit
or
if
it
encourages
and
promotes
more
experience.
The
first
change
on
the
first
sentence.
It
said
we'll
earn
one
point
that
was
just
changed
to
a
numerical
number
one.
It
was
previously
indicated
as
an
I,
so
that's
just
a
a
correction,
but
as
it
goes
through
the
seconds,
the
person
says
effective
upon
the
execution
of
this
agreement.
A
Each
firefighter
will
earn
one
point
for
each
complete
year
of
seniority
in
the
rank
held
at
the
time
of
the
promotional
examination
with
a
maximum
of
Five
Points,
and
we
added
for
the
ranks
below
captain
for
the
rank.
Then
we
added
this
or
proposed
to
add
this
for
the
rank
of
Captain
and
above
the
maximum
amount
of
points
will
be
10
points
and
it
continues.
Everything
else
stays
the
same.
A
firefighter
who
scores
a
70
or
greater
on
his
or
her
exempt
she'll
immediately
receive
their
seniority
points
for
this
purposes
of
the
section.
A
Change
or
the
second
proposed
change
is
on
20.9.
It
has
to
do
with
the
the
sources
and
the
source
materials
for
the
exam.
Currently,
it
says
for
promotional
exam
purposes,
there
shall
be
no
more
than
three
Source
materials.
The
fire
chief
will
select
two
Source
materials.
The
third
Source
material
will
be
selected
by
mutual
agreement
of
the
fire
chief
and
the
association.
Each
promotional
exam
will
consist
of
30
questions
from
each
book,
selected
by
the
chief
and
40
questions
from
the
source
material
that
is
selected
by
mutual
agreement.
A
The
cheat
or
the
city
proposes
to
delete
this
current
last
sentence.
The
department
standard
operating
procedures
will
not
be
included
in
the
promotional
exams.
The
city
believes
that,
from
a
from
an
operational
standpoint
that
especially
for
promotional
examinations
as
you're
moving
up
the
rank,
that
is
extremely
important,
that
the
firefighter
is
familiar
and
has
knowledge
of
the
department
standard
operating
procedures,
in
terms
of
that
helps,
make
sure
that
the
operations
are
efficient
and
that
they're
working
properly
and
it
makes
for
a
better
Department
foreign.
A
A
A
D
A
B
S
I
mean
and
that's
it's
gonna
cause
a
big
hindrance
on
the
operations
of
the
department,
because
some
guys
are
coming
in
and
have
no
college
credit
hours.
You
know
18
19.,
they
make
the
rank
of
Captain
Lottery
attending
cards,
performing
their
duties
here,
learning
or
not
once
they
promote
the
rank
of
Captain
to
obtain
160
hours.
E
A
D
Yeah
I
think
this
was
a
big
burn
on
the
firefighters.
As
far
as
you
know,
being
able
to
I
guess
Finance
their
own
education.
You
know
being
obligated
to
go
back
to
school
right
having
a
good
time
go
back
to
school
and
like,
for
example,
my
case
right
I've
been
in
the
department
for
10
years,
I'm
about
to
promote
the
captain.
I
can't
even
do
the
certification,
because
I
haven't
been
in
the
department
for
that
many
years
as.
A
B
Some
actually
go
a
lot
longer,
also
depending
on
appeals
process.
Some
of
those
lists
are
active
for
actually
more
than
a
year,
but
not
they're
active
from
a
year
but
from
the
actual
test
date
you
know
so
some
somebody
can
make
the
rank
of
Captain
a
lot
sooner
than
somebody
else
like
he
states
he
wouldn't
meet
the
criteria,
qualification
and
actually
going
against
143
the
way
it's
stated
right
now,
because.
B
Of
the
way
it
works
right
now,
according
to
the
State
statue,
is
two
years
at
the
next
lowest
rank.
So
we've
we've
understood
that
also
from
two
years
from
graduation,
a
firefighter
can
take
the
promotional
exam
for
a
fire
assistant
driver
from
then
on.
It
can
be
two
years
to
driver
two
years
to
Captain,
so
if
everything
were
to
line
up
right,
they
could
make
it
within
10
years
falling
underneath
that
requirement
beyond
that.
Also
give
me
some
yeah.
We
can
keep.
A
Talking
about
you
and
just
keep
playing
and
one
of
the
things
like
one
of
the
things,
for
instance,
if
we're
looking
at
somebody
that
was
promoting
into
the
rank
of
Captain
at
nine
years,
we've
proposed
36
months,
which
is
three
years,
which
would
equal
the
12
years
to
be
to
be
able
to
obtain
the
matter.
Master,
structural
firefighter
certification.
So
that's
something
that
would
probably
take
a
little
bit
longer
that
that
would
be
something
that
we
could
practically
consider.
A
A
So
the
idea
is
an
incentivization
to
have
a
to
educate
and
have
a
better
certified
Rank
and
file,
especially
up
in
the
supervisory
ranks
and
we'd,
be
happy
to
hear
to
further
discuss
this
and
talk
about
ideas
and
one
of
the
things
that
I
know
that
the
city
is
doing
is
providing
practice
being
proactive
and
providing
training,
training
opportunities
and
developing
a
succession
plan
so
that
there
is
movement
up
the
ranks
and
that
we
were
able
to.
You
know,
hold
academies,
feel
the
academies
move.
D
I
mean
I
think
we're
all
for
having
a
better
terrain,
firefighter
right,
but
I
think
especially
I.
Guess
looking
at
this
requirement,
right
I
think
it
faces
an
additional
burden
on
the
firefighter.
It's
a
big
retain
these
things
when
and
we
welcome
the
trainings
and
I
think
it's
something
that,
as
a
department,
the
hard
Chief
has.
You
know
within
his
power
to
be
able
to
educate
the
firefighters
with.
D
H
D
The
calls
you
know,
learning
from
your
peers,
learning
from
your
superiors,
I
think
you
know
having
a
something
like
this,
where
you
know
you're
having
a
specifically
making
a
person,
go
back
to
school
and
start
to
be
able
to
obtain
these
think
you
say
it's
not
a
punishment
right
but
I
mean
I.
Guess
there
is
a
punishment
right,
because
if
you
don't
do
it,
you
get
the
most.
C
A
And,
and
with
the
word,
we're
incentivizing
experience
like
you
said,
and
education
and
certification,
the
timing
is
not
really
the
issue
we
just
want
to
incentivize
and
make
sure
that
the
ranks
of
Captain
and
above
that
are
in
the
supervisory
capacity.
Have,
you
know,
have
better
certifications,
have
better
education,
have
better
training,
and
currently
this
is
something
that
the
Laredo
Police
Department
employs
in
their
own
contract
in
order
to
maintain
an
effective
supervisory
there's,
effective
supervisory
ranks.
H
Things
like
that,
and
not
only
that,
but
you
also
you're
balancing
a
professional
firefighter
with
the
elevated
responsibilities
according
to
those
managerial
roles,
in
addition
to
I,
want
to
add
that
and
I
know
that
most
of
our
police
officers-
and
some
are
firefighters
there
is
the
state
of
Texas,
also
compensates
the
cost
of
the
higher
education
at
Laredo
college
and
also
at
Tammy.
You
so
I
know.
Most
of
some
of
your
colleagues
have
taken
advantage
of.
D
D
Able
to
recoup
any
of
those
finances
and
I
think
overall,
the
the
firefighters
are
already
incentivized
to
get
that
certification.
You
know
because
it's
a
mixture,
an
additional
percentage
right
because
for
the
master
certification,
that's
when
you
get
at
that
10,
you
get
a
traditional
two
percent
from
your
advance,
so
I
think
the
incentive
is
already
there
for
partners
to
kind
of
to
get
that
certification.
H
And
explore
the
the
education
incentives
that
the
state
of
Texas
also
offers
so
there's
free
education
for
firefighters
and
police
officers,
First
Responders
to
the
Laredo
college
and
also
through
the
university.
It's
there
because
I
sign
off
on
them.
As
a
HR
director
I
know,
police
really
takes
advantage
of
that
benefit.
I.
D
B
Pump
operator
they
have
to
they're
made
to
go
through
that
class
and
become
that
certification,
the
drivers
and
the
captains
are
being
made
to
become
instructors.
We've
drastically
increased
our
instructor
certification
and
they're
being
trained.
You
know
through
our
policies,
so
the
Department's
already
you
know
going
through
that
process.
The
people
that
are
promoting
are
already
becoming
better
certified,
better,
better,
well-rounded
people.
The
thing
about
it
is
that
in
this
demotion
process,.
B
C
C
A
Demotions,
that's
actually
under
sub
chapter
D
with
regard
to
disciplinary
actions.
What
we're
talking
about
this
is
not
under
a
disciplinary
action.
This
is
with
regard
to
actual
promotions
and
the
eligibility
for
promotions
and
under
sub
chapter
B,
which
talks
about
classification
and
employment,
and
so
what
the
part
that
we're
looking
to
on
the
per
this
this
route.
With
this
talks
about
promotional
procedures,
this
talks
about
chapter,
which
is
addressed
by
chapter
B
classification
and
appointment,
which
is
143.021
through
143.038.
A
This
talks
about
eligibility
for
promotion,
promotional
procedures,
and
this
is
what,
within
this,
what
we're
trying
with
what
we're
proposing
to
establish
is
that
you
have
the
ability
you
know
one
through
143
and
the
changes
made
to
143
through
on
the
promotional
process.
Through
this
agreement,
a
firefighter
appointed
to
the
rank
of
Captain
or
above
has
the
ability
to
be
promoted,
but
is
given
a
certain
time
period,
whether
it
be
what
we
proposed
36
months
or
whether
it
be
48
months.
A
A
B
But
we're
going
above
and
beyond
what
the
State
statue
recommends
or
what
they
is
specifically
addressed
for
the
purpose
of
what
exactly,
because
our
officers
aren't
being
in
trained
properly
or
they're,
not
coming
out
trained
properly.
Is
that
not
fall
back
on
the
Department's
responsibility
for
have
them
properly
trained,
because
so.
A
This,
so
what
what
we're
negotiating
right
here
on
article
20
and
proposing
is
something
that
is
allowed
under
chapter
174.
The
collective
bargaining
statute
has
been
adopted
by
the
City
of
Laredo,
which
allows
us
to
make
changes
to
one
to
143
requirement
to
set
forth,
including
sub
chapter
B,
on
of
143
classification
and
appointment,
and
that's
what
these
things
do
like.
The
the
Articles
already
in
here
are
things
that
we're
we're
we're
negotiating
and
have
agreed
to
to
better
the
department.
A
C
D
I'm
sure
of
having
a
better
trained
on
things
right
and
I
think
a
lot
of
the
times.
Our
members
do
go
through
a
lot
of
certifications
and
a
lot
of
those
certifications
are
within
our
working
hours
right,
so
we
go
to
classes
and-
and
just
recently
you
know-
I
obtained
my
instructor
certification
right,
but
I
guess
what
this
would
basically
make
a
firefighter
do.
Is
you
know?
Everybody's
has
different
things
going
on
in
life
right,
different
circumstances,
as
far
as
you
know
what
they
have
going
outside.
Sometimes
our
firefighters
are
having
to
work.
D
You
know
two
jobs,
three
jobs
just
to
be
able
to
make
ends
meet
or
just
because
the
cost
of
living
and
the
railing
and
and
property
taxes-
and
you
know,
cost
of
living
or
the
height
home
prices,
so
I
think
it
basically
puts
a
I
guess
a
constraint
on
our
guys
to
have
to
go
to
these
classes
to
go
to
school
on
their
own
time
when
at
the
same
time,
they're
having
to
deal
with
family
and
kids.
You
know
so
I
I
think
we'll
look
at
it
and
we'll
talk
about
it.
Okay,.
E
A
C
C
A
B
B
C
C
A
C
A
In
a
minimum
or
to
take
away
or
not
fulfill
an
obligation,
but
there
is
an
ability
for
the
city
anytime
that
it
can
and
any
time
that
that
they
that
it
so
benefits
the
the
firefighters
to
be
more
generous
than
what
the
what
the
collective
bargaining
agreement
holds.
That
in
of
itself
does
not
create
a
past
practice
that
doesn't
create
a
contractual
obligation.
It
doesn't
create
something
that
now,
because
we
did
something
that
was
more
generous
than
this.
A
Now
we're
stuck
with
it
that
wouldn't
be
right
that,
because
that
would
create
a
chilling
effect,
you
would
have
a
city
that
would
be
hesitant
to
provide
something
more
generous
and,
and
that's
not
what
we
want
on
either
on
either
side.
So
I
just
want
to
say
that
when
we're
talking
about
past
practice,
past
practice
comes
into
play
when
there
is
an
some
sort
of
ambiguity
in
in
the
contract.
A
So
that's
why
I
say
it's
a
very
legal
issue
and-
and
those
are
are
fact-based
and
very
situational,
based
on
a
on
a
certain
incident
or
situation
that
happened.
That's
why
those
grievances
are
filed
and
those
individually
go
to
arbitration
and
they're
they're
looked
at
for
the
facts
that
that
surround
that
particular
issue.
A
A
On
the
in
incentive
on
or
the
excuse
me,
no
I'm
saying
that
on
2011,
the
requirement
of
a
master
structural,
firefighter
certification,
where
I'm
gonna
get
some
more
information
on
this,
that
that
I
need
to
share.
But
I
did
get
this
information
that
when
you
come
out
of
the
fire
academy
that
the
the
City
of
Laredo
pays
Pace
work
right,
yes,
but
the
contestants
do
not
pay
for
the
fire
academy.
The
City
of
Laredo
actually
pays
him
a
salary
to
attend.
A
C
B
Now,
to
clarify
that
the
coming
out
of
the
academy,
it
is
recognized
that
they
have
hours,
but
it's
not
through
an
accredited
college,
and
these
college
hours
have
to
be
accredited
in
order
to
for
tcfp
to
recognize
it
to
get
your
Masters.
So
there
is
a
conversion
there
and
the
conversion
has
a
fee
to
it
and
it's
a
kind
of
a
hefty
feat.
B
A
A
B
B
They're
saying
they're
missing
hours,
okay,
so
it's
not
a
it's,
not
a
full!
You
know
coming
out
because
in
the
the
medic
actually
will
carry
depending
on
the
classes
that
you
have
will
carry
an
Associates
with
it,
which
would
complete
more
than
the
60
hours,
but
they're
still
stating
that
they're
I
just
have
my
certification,
not
my
license.
B
D
Right,
just
because
I
have
60
hours
right,
so
I
think
it's
just
converting
them
I
think
it
I,
guess
it.
It
doesn't
really
I
guess
really
get
to
the
fact
that
this
person
going
to
become
a
better
person
on
the
line.
I
think
you
know,
like
I,
said
the
chief
is
able
to
implement
trainings.
You
know
classes
he's
already
able
to
do
that.
He
has
done
that.
So
I
think.
C
D
A
This
is
the
a
proposed
Edition
on
the
review
and
appeal
of
a
promotional
examination.
I
have
a
glaring
typo
that
I
thought
I
had
fixed
and
the
reason
yeah
it
actually
says.
Police
Department
is
supposed
to
be
a
fire
department.
The
reason
it
was
like
that
is
because
it's
the
exact
same
language
that
we
pulled
from
the
Laredo
Police
Department,
the
Laredo
police,
collective
bargaining.
H
C
H
C
B
B
H
That,
and
as
a
matter
of
fact,
it
was
the
it
was
the
Third
Edition.
It
was
a
revised
that
was
the
key
to
that
one.
We
also
asked,
and
they
said
that,
the
two,
the
only
difference
we
asked
the
editor
of
the
book.
What
was
the
difference?
They
said
that
it
was
two
charts
that
were
in
in
the
in
the
revised
version.
C
G
H
G
C
H
Where
this
was
the
first
time
it's
happened
and
also
I,
don't
know
if
any
of
your
members
might
have
been
aware
that
the
provisioned
revised
Edition
was
out,
but
no
one
that
ever
made
mention
of
it
as
well.
But
it's
a
learning
experience
for
the
City
of
Laredo
and
we
are
going
to
correct
it.
Moving
forward
31
days
to
prior
to
any
promotions,
we
will
make
sure
that
there
is
no
other.
A
C
H
C
H
H
B
B
Oh,
it
is
out
of
control
the
other,
both
sides,
so
I'm
saying
that
would
limit.
In
that
case,
like
I
say
it's
never
happened
before,
but
for
the
future
there
is
a
possibility
and
where
that
would
limit
it
to
these
people
like
hey,
you
just
got
the
wrong
book.
I'm.
Sorry,
you
know
you
kind
of
peel.
It.
H
D
B
Actually,
the
current
practice
right
now
is:
you
can
just
I'm
gonna
appeal,
one
through
ten,
because
I
got
one
through
ten
wrong.
You
literally
need
to
put
down
your
your
your
abandoned
argument,
addressing
the
page
number
addressing
a
chart
addressing
a
paragraph
and,
of
course,
there's
nothing
there
and
you
just
put
oh
just
because
that's
automatically
gonna
get
thrown
out,
so
the
appeals
process-
you
know,
has
you
know.
B
Actually
civil
service
has
addressed
this
issue
because
before
in
the
past
it
was
you
know,
I'm,
gonna,
I'm,
gonna
appeal,
1,
10,
15
20
and
however
many
whatever
number
I
got
wrong
and
we
would
present
it
right
there.
If
we
had
an
argument
or
not,
we
didn't
have
an
argument
on.
We
would
draw
the
appeal
if
we
had
the
argument,
we'd
step
up
there
and
actually
read
so
that
that
issue
has
already
been
addressed
in
the
past.
B
When
my
God
only
said
it
is
just
a
fact
of,
normally
people
have
scoring
you
know
below
70s
unless
they're
at
a
67,
68
69,
especially
on
cases
where
they
found
things
in
within
the
chart
within
the
book.
Where
hey
there's
a
discrepancy
here,
the
not
the
page
or
this
is
not
the
chart
that
was
used.
You
know,
whatever
the
reason
being
where
that
would
get
to
it.
Okay,
now
in
the
history
of
it,
the
last
time
that
Five
Points
have
been
given
out,
the
most
I've
ever
seen
is
three.
B
D
Process,
okay
and
understand
that
the
commission
is
a
volunteer
basis
right,
I
think
they've
launched
it
their
own
time
to
do
the
work
and
we
appreciate
that
from
them,
but
I
think
with
any
any
volunteer
basis,
I
guess
event
or
or
I
guess
committee
that
you're
involved
in
you
know.
If
you
don't
have
the
time
to
do
it,
you
know
you
usually
don't
volunteer
right.
D
So
I
think
the
the
individuals
know
what
they're
getting
into
I
think
it's
an
important
process
that
each
member
has
a
fair,
I
guess
process
to
be
able
to
appeal
their
certain
questions
and
they
feel
that
they're,
you
know,
have
a
specific
questions
that
they
were
wrong
or
that
that
could
have
been
right.
I
think
we
should
allow
those
members
to
I
guess
voice
their
concerns.
A
A
A
A
D
Those
are
I
guess,
look
at
the
numbers
accurately
I
think
that
that's
really
tied
into
you
know:
I
guess
you
know
conversation
as
far
as
you
know,
wage
increases
and
stuff
like
that.
So
I
think
it's
something
more
as
far
as
you
know
us
being
able
to
tie
it
in
at
the
end,
to
see
how
much
you
know
our
members
would
be
willing
to
increase
and
how
much
would
we
increase
with
the
retirees
I
think
you
know.
Currently
the
fund
is
healthy
and
it
will
be
healthy
for
the
end
of
the
year.
D
A
D
G
D
Year
in
the
first
year,
yes
and
I
think
it's
something
that's
in
writing
on
the
contract
as
far
as
even
as
this
and
work
the
numbers
out,
it's
not
something
that
the
city
would
be
valuable
for
I
think
we
would
continue
doing
it.
Whatever
that
goes
into
the
right
is
something
that
we're
responsible
for,
but
I
think
when
it
comes
to.
We
have
proposed
counter
proposal
and
we
haven't
received
anything
as
far
as
wages
or
anything
like
that.
A
B
G
B
F
B
A
B
F
F
F
Already
put
yes,
but
okay
and
Roxy,
what
happens
is
when
we
do
a
percentage
on
a
base,
pay
that
base
pay,
there's
other
benefits
that
are
used
that
are
tied
to
that.
So,
for
example,
if
I
have
a
hundred
dollars
and
that's
my
base
pay,
then
on
top
of
that
I
have
to
pay
a
pension
of
20.
So
for
every
that
for
every
dollar
there
I
have
to
pay
20
20
cents.
So
we
have
the
Social
Security
Medicare.
We
have
the
workers
comp.
We
have
several
benefits
that
are
percentages.
As
my
base
pay
increases.
F
F
B
B
B
B
See
even
in
there,
but
what
I'm
saying
what
I'm
trying
to
say
is
that
even
on
that
graph,
it
was
reflecting
overtime
and
in
the
base
pick
in
two
scales,
so
where
it's
inflating
the
numbers
so
I'm
trying
to
again
I'm
trying
to
get
a
breakdown
of.
How
do
we
get
to
55
million
when
it's
actually
only
less.
F
F
A
B
F
B
B
A
F
B
In
agreement
that
this
was
the
original
one
that
was
given
to
us
all
right
where
it
included
over
time,
I
had
Pace
yes
right,
but
you
just
told
me
that
in
this
calculation
includes
overtime
and
ad
page,
so
even
on
this
one,
can
you
say
you
were
removed?
It
you
didn't
remove
it.
It
was
it
stayed
in.
Here
is.
B
G
F
C
F
C
F
Initial
one,
what
I
was
trying
to
do
is
anticipate
the
overtime
because
there's
going
to
be
an
impact
and
it
was
about
approximately
I
had
472
000.
I
actually
removed
it,
because
I
wanted
to
be
conservative
and
I
removed
it
from
the
equation
completely.
But
there
is
a
component
that
when
we
have
an
increase,
whatever
overtime
is,
there's
going
to
be
an
increase
as
well,
so
that
Force
turn
into
a
hand.
F
C
F
B
F
B
F
A
B
A
B
B
B
A
B
F
C
F
Then
I
have
an
increase
on
workers
comp
because
workers
come
is
based
on
a
percentage.
So
once
you
add
those
up,
you
get
to
550
million
I'm
picking
up
vacancies
as
well,
because
I
need
to
budget
or
stay
scenario.
I
need
to
budget
worst
case
scenario.
That's
where
the
one
percent
comes
from
that
550
000
is
one
percent
of
all
that
amount.
You
cannot
get
only
base
paid
and
say:
40
million
dollars
might
cost
you
four
hundred
thousand,
because
there's
going
to
be
an
impact
for
Social,
Security
and
pension.
C
G
F
C
B
E
F
C
B
F
G
F
That's
30
numbers
the
same
starting
number.
The
thing
is
I'm,
taking
into
account
engine
workers,
comp
Social
Security,
and
that's
why
it's
an
additional
cause.
That's
why
you're
you're
just
taking
that
number
and
reversing
it
to
the
you're
backing
into
the
amount,
and
you
can't
do
that
because
there's
other
components
in
my
550
000..
Well,
that's
why
you
can't
do
that
because
act
like
I
mentioned
I
cannot
just
say
it's
going
to
cost
me
400
000
for
a
one
percent,
because
how
do
I
cover
a
first
comp
pension.
C
A
D
D
I
don't
know
last
time
we
mentioned
maybe
increasing
in
an
extra
10
on
the
on
the
incentives
or
maybe
incentivizing
the
guys
to
to
give
up
the
percentages.
I
don't
know
if
it's
something
that
y'all
had
time
to
look
at
as
far
as
numbers
and
costs,
but
it's
something
that
we're
still
working
on
typing
it
out.
F
D
Right
now
right,
you
would
increase
that
to
15
Block
in
that
amount,
whatever
it
would
give
you
and
let's
say
that
certification.
If
the
guy
had
a
an
advanced
firefighter,
they
get
an
eight
percent
currently,
so
then
you
would
factor
in
at
13
and
get
that
set
figure
and
do
it
for
each
Rank
and
see
the
only
times
that
you
would
move
up
is.
B
B
F
E
F
F
D
A
What
we'll
do
is
we'll
we'll
work
on
costing
it
out
and
we'll
during
a
caucus,
we'll
let
you
know
what
what
that's,
what
the
time
is
going
to
look
like
in
order
to
get
that
that
cost
and
the
reason
I'm
asking
is
because
I
know
that
you're
asking
for
a
counter
proposal
on
the
base
paid.
But,
as
I've
said
before,
from
the
city's
perspective,
we
only
have
a
little
a
limited
amount
of
money
that
we
can
work
with,
and
so
we
need
to
look
at
the
entire
economic
package.
A
So
if
there's
going
to
be
an
increase
to
the
ad
page,
that's
really
that
that's
going
to
affect
how
how
we,
you
know
how
we
are
going
to
deal
with
all
the
economic
issues
that
that
are
on
the
table.
So
that's
why
we're
wanting
to
have
the
discussion
so
that
we
can
have
an
educated
and
informed
yeah
be
able
to
be
educated
and
informed.
A
So
we
can
caucus
and
figure
out
where
we're
going
to
go
from
here
and
if,
if,
if
you
can
provide
the
ad
pay,
that
could
that
could
move
move
things
forward
for
up
on
our
side?
A
lot
more
and
we
can
at
the
same
time
be
getting
the
costing
and
the
information
on
the
categorization
of
of
where
those
costings
came
from.
A
Okay,
then,
oh,
the
next
big
thing
on
article
30
I
know
that
there
was
an
issue
about
the
legality.
On
from
your
side,
there
was
an
issue
brought
up
about
the
legality
of
the
citizen,
board
members
and
them
being
objective
in
this,
putting
a
condition
on
that
money.
I
had
requested
the
information
from
the
pension
attorney
that
had
that
and
I
didn't
get
it
yet
so
if
I
could
get
provided
that,
so
that
I
could
set
up
a
conference
without
attorney
and
discuss
that
with
them.
A
A
A
A
A
D
A
A
A
C
C
C
D
B
A
A
Don't
think
that
there's
ever
been
an
issue
with
that
and
it
is
clearly
established
the
Wine
Garden
that
Union
representation
is
afforded
to
the
firefighters
at
their
request
and
Garrity,
that
you
can't
self-incriminate
yourself
or
and
if
you're
required
to
in
the
face
of
disciplinary
action,
to
cooperate,
an
investigation
that
that
any
information
you
provide
will
not
be
used
in
any
other
investigation
other
than
that
one
administrative
investigation.
It
can't
be
used
in
a
criminal
investigation.
It
can't
be
used
in
any
other,
an
HR
investigation.
Anything
that's
that's
separate
and
apart.
A
C
A
A
C
A
A
A
Okay
and
as
far
as
the
costing
that
was
requested
or
the
information
requested
on
the
55
million
dollar
and
the
costing
we're
Jesus
is
working
on
that
I.
Don't
know
that
we'll
have
it
available
by
the
end
of
the
day,
but
we're
going
to
continue
working
on
it
and
we'll
email
it
to
you
as
soon
as
it
becomes
available.
It
should
be,
it
should
be
before
then.
A
We
anticipated
before
the
meeting
the
next
meeting
on
Thursday
yeah
so
and
just
yeah,
and
just
so
we
haven't
discussed
it,
but
we're
still
planning
on
having
the
next
negotiation
sessions
for
Thursday
and
Friday
I
think
the
Thursday
is
going
to
start
about
1,
1
or
1.
30
I
need
to
look
at
the
schedule
and
then
the
Friday
will
be
all
day.
So
since
we'll
be
here,
we
can
start
early
at
nine
if
necessary.
C
E
B
C
B
D
10
points,
even
though
it
doesn't
really
equate
to
really
being
a
better
firefighter
at
that
position.
Right
I
think
we
already
give
all
our
members
a
Five,
Points
and
I
think
I
had
some
experience
of
that
person
really
applies
himself
to
to
Really
study,
or
you
know,
and
so
I
think
they
already
have
an
extra
two-point
Advantage.
A
B
A
A
That
kind
of
he
has
to
go
through
because
we're
trying
to
determine
what
would
actually
show
the
better
the
estimate
right
rather
like
an
average
rather
than
per
person,
because
it
it
tends
to
be
a
pretty
tedious
and
difficult
costume.
We
want
to
make
sure
we
get
it
right,
but
we
are
working
on
it
and
we've
started
so
we'll
we'll
be
doing
that.
In
the
meantime,
I.
B
Guess,
I
guess
to
being
I
guess
be
more
time
effective
I
mean
we
understand
how
this
is
a
package.
Basically
one
affects
the
other.
If
we
can
visually
here
be
working
on
it,
you
know
in
person,
instead
of
kind
of
proposal,
kind
of
proposal
we're
just
going
back
and
forth
on,
you
know,
shooting
our
shot
in
the
Wind.
We
know
that
one's
going
to
have
effect
on
the
other,
so
we
can
work
on
it
together
on
both
articles
to
see
where
we're
getting
at
I.
A
I
think
that
the
reason
that
we're
asking
for
this
information
is
because,
from
here
on
out
my
vision
is
you
know
where
we
need
to
get
to
the
big
meaty
items
that
are
difficult
and
we
know,
and
we've
said
on
the
table
that
doesn't
be
a
pack.
You
know
it
looks
like
a
package
deal,
so
our
our
our
our
Envision
of
how
this
is
going
to
work
is
that
we're
going
to
put
package
proposals.
C
A
C
A
A
But
now
that
we're
gonna
start
doing
package
proposals,
I
think
things
can
probably,
since
all
those
are
going
to
be
intertwined-
or
you
know,
the
pieces
are
going
to
be
put
together,
that
things
can
move
a
little
bit
faster,
so
we're
working
on
putting
our
package
proposal.
That's
why
we're
hoping
that
maybe
we
could
get
some
input
or
a
proposal
on
the
ad
pays.
We
do
have
verbally
what
you're
thinking
about.
C
D
I
think
the
only
one
that
really
I
guess
that
everybody
specify
I
know
like
captains
like
the
tiers
of
captains
right
and
District
Chiefs,
there's
different
tiers
and
deputies.
So
as
far
as
that,
as
far
as
the
costume,
you
might
I
guess,
have
a
question
as
far
as,
if
you
look
at
it,
which
one
are
we
looking
with
it,
not
to
do
one
specific
for
each
one
for
each
step
increase,
basically
just
just
doing
that
that
highest
increase
on
you
proposal.
A
C
C
A
Gather
information
I
also,
you
know,
there's
a
bunch
of
other
things:
I
need
to
reach
out
to
Mr
Chapa
and
make
sure
that
I
get
the
like
the
pension
attorney.
So
we
can
work
out
that
issue,
there's
a
lot
of
different
little
issues
that
we
could
be
that
we're
going
to
try
and
work
work
out
before
we
sit
back
here
on
Thursday
and.
B
C
A
D
A
D
D
G
A
A
So
if
you
we
don't
have
anything
else
to
present
today,
because
we
have
a
lot
of
background
work
that
we're
working
on
and
and
we're
going
to
start
we're
going
to
utilize.
At
least
the
next
I'm
probably
going
to
be
here
to
we're
going
to
probably
be
here
for
another
over
an
hour
to
just
continue
our
team
meeting
utilize,
the
time
that
we
have
today
and
then
we'll
continue
working.
A
But
let's,
let's
make
an
effort
to
keep
in
touch
before
and
and
try
to
get
some
of
the
little
issues
resolved.
You
know
on
one-on-one,
with
the
that
way
when
we
sit
at
the
table,
we'll
be
talking
about
our
package
proposals
and
and
hopefully
move
back
and
forth
and
hopefully
maybe
come
up
with
an
agreement
soon,
so
hopefully,
okay,
all
right-
that's
all
I
have
for
today
and
I.
Thank
you
for
your
time
and
and
the
stuff
that
we
did
today.