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From YouTube: Collective Bargaining Meeting, 09/09/2022
Description
Collective Bargaining Meeting, 09/09/2022
A
Good
morning,
it's
september
9th
2022
we're
opening
the
public
session
at
9
39
a.m,
for
collective
bargaining
on
the
laredo
fire
contract,
we're
working
on
the
signing
sheets
and
we're
passing
them
around.
One
of
my
team
members
is
running
late,
so
we
will.
I
anticipate
that
she'll
be
here
within
the
hour
and,
if
so,
we'll
have
her
sign
the
sheet
when
she
comes
in,
but
before
the
end
of
the
day.
A
C
B
A
Yes-
and
I
know
that
there
was
a
concern
as
to
you
know,
24-hour
nose
or
anything
like
that.
The
way
that
I,
that
I
see
these
negotiation
sessions
is
that
there's
a
lot
of
people
that
we
have
to
bring
to
this
table
and
it's
pretty
hard
to
get
everybody
here,
because
I
have
a
lot
of
management
here
with
me,
and
so
I
don't
want
to
provide
any
limitations
that
would
prevent
us
from
getting
the
information
that
we
need
and
having
the
discussions
that
we
need
to
have
while
we're
here
at
the
table.
A
So
I
just
want
to
let
you
know
that
there
there's
no
concern
of
that
and
that's
that's
perfectly
fine,
and
I
anticipate
that
there
may
be
a
time
when
I'm
gonna
have
to
bring
somebody
in,
and
I
will
provide
note
as
much
notice
as
I
can.
But
if
we
need
somebody
that
knows
information
that
we
don't
know
here
at
the
table
that
we
all
have
the
ability
to
bring
them
in
and
we
each
side
benefits
from
that.
A
So
yesterday
we
we
placed
on
the
table.
I
think
it
was
about
seven
articles,
one
two,
three,
four:
five:
six.
Seven
articles
and
we
put
some
pretty
big
articles
on
the
table,
three,
three
of
them
being
some
major
economic
articles,
that
being
article
15,
the
annual
base
pay
article
16,
the
education
benefit,
certificate,
pay
and
assignment
pay
and
article
30
the
retirement
pension.
A
What
I
wanted
to
present
to
you
was
we
did
a
costing
of
all
the
union
proposals
that
have
been
placed
on
the
table,
because
we
wanted
to
see
okay,
how
much
new
money
will
we
have
to
commit
to
the
contract
for
each
of
the
five
years
and
then
for
a
total
of
the
five
years
in
order
to
to
achieve
what?
What
it
is
that
you're
asking
and
that's
that's
part
of
the
first
analysis
that
we
do
so
I'm
going
to
pass
around.
A
A
A
This
is
the
way
it's
done
across
the
board
and
in
all
the
collective
bargaining
sessions
and
units
and
unions
that
I've
dealt
with.
This
is
this
is
how
we
we
do
this.
For
instance,
the
first
year
the
union
proposed
a
contract
increase
of
3.25
on
the
base,
pay
and
so
across
the
board
for
the
first
year.
A
Just
on
that
particular
article
that
would
require
an
obligation
of
a
million
hundred
and
eighty
seven
thousand
five
hundred
dollar
in
new
money.
You
see
that
carried
across
the
entire
five
years,
because
we
need
to
make
sure
that,
even
though
that's
the
cost
for
the
first
year,
that
is
a
continued
cost.
That.
C
A
These
increases
the
3.25
there's
a
a
cost
component
to
that,
because
when
overtime
is
paid,
it's
based
on
the
base
pay,
which
would
include
the
ad
pays.
So
when
you
get
your
total,
when
you
get
your
gross
pay,
which
is
the
base
pay
and
all
the
ad
pays
and
you
work
overtime,
then
the
time
and
the
half
is
based
on
that.
So
when
we,
when
we
increase
that,
that
also
goes
to
an
increase
in
the
overtime,
that's
paid
out
so
and
I'll.
Let
jesus
talk
about
this.
A
I
think
we're
estimating
it
to
be
2.5
and
that's
that's
an
estimate
based,
I
believe,
possibly
on
an
average
and
I'll.
Let
him
talk
about
it
because
we
can
never
predict
exactly
you
know,
overtime
can
go
up,
it
could
go
down.
It
could
remain
the
same.
So
I
think
that
what
we'll
have
to
talk
about
that
part,
article
18
on
the
uniform.
A
A
And
that
and
and
it
does
go
up
every
year-
because
it's
also
based
on
the
3.25
increase
that
is
on
the
base-
pay,
because
the
2.67
is
a
percentage
of
the
firefighters
of
pay
and
so
the
total
the
it
starts
off
in
year.
One
is
one
million
one
hundred
twenty
five
seven
hundred
and
sixty
three
thousand
dollars,
and
then
it
goes
up
a
little
bit
more
because
of
the
increases
second
year
is
one
1.16
million.
The
third
year
is
1.2
million.
A
Fourth
year
is
one
point:
two,
almost
four
million
the
fifth
year
is
1.27
million
or
almost
12.28.
The
total
on
that
is
over.
The
five-year
contract
is
six
million,
six
thousand
seven
hundred
and
seventy
three
dollars
the
last
article
that
has
a
major
financial
impact
or
economic
impact
on
this
contract
is
the
staffing
article,
the
biggest
part,
the
biggest
cost
to
the
articles
that
you
have
proposed
is
the
minimum
staffing
which
would
require
an
additional
40
ftes,
and
that
comes
at
a
cost.
A
A
Fire
training
with
five
new
positions
would
be
two
million
eight
hundred
and
thirteen
thousand
one
hundred
and
eighty
six
thousand
dollars
or
186
dollars
and
the
rf
coordinator.
Adding
one
position
would
be
a
total
of
562
thousand
six
hundred
thirty
seven
dollars
and
the
total
for
just
the
staffing
article
that
cost
over
the
five
years
would
be
32
million
295
322,
so
that
on
the
estimated
cost
you
see
the
new
monies
that
are
obligated.
A
A
F
Well,
there's
a
pause:
am
I
correct
on
the
pension
proposal
from
the
the
association
or
are
you
plugging
in
2.67
all
on
the
first
year,
yeah?
Okay,
so
67
year,
one
year,
one
and
then
the
rest
of
the
compounding
for
the
increases
right
and
then
so
in
the
city's
proposal?
It's
0.25
additional
every
year.
Yes,.
F
A
B
A
F
G
On
all
these
calculations,
what
I'm
looking
for
is
I'm
looking
at
the
total
amount
that
is
contributing
unnecessary
number
of
firefighters,
okay
and
then
from
there
I'm
getting.
I
know
what
a
one
percent
cost
and
from
there
I'm
multiplying
that,
and
so
I'm
looking
at
the
total
pocket
that
we're
putting
in
right.
Now,
yes
at
the
current
percentage
and
then
I'm
coming
up
what
a
percentage
cost
is
and
then
I'm
multiplying
that
times
2.6.
G
G
G
G
G
B
Except,
except
on
that
one,
we
can't
go
to
430,
because
we
don't
have
the
uniformity
yeah.
They
don't
set
aside
for
the
cadets,
all
right
that
same
amount
by
the
time
they
come
out.
We're
probably
are
going
to
eat
up
through
retirees,
a
good
deficit
of
that
so
we're
it's
more
accurate
to
stay
close.
B
G
Where
we
looked
at
the
number
of
vehicles
that
we
have
the
engine
units
letters
in
the
arc,
we
have
19
vehicles.
If
you
take
19
and
right
now,
we
have
a
remain
minimum,
so
you
take
the
19
times
the
three.
It
gives
you
a
number
and
you
take
19
times
four,
because
once
we
once
we
go
to
a
mandatory
four
we're
gonna
have
to
have
four.
G
Paper,
but
when
we
look
the
other
thing
is
and-
and
we
went
through
an
exercise
on
this-
it
was
a
learning
curve
because
we
have
a
required
number
of
firefighters
that
we
have.
But
then
we
have
an
average
of
25
people
and
leave
every
day,
so
that
kind
of
depletes
the
manpower
that
we
have
so
right
now,
currently
at
the
three-man
crew
they're
about
eight
eight,
eight,
eight
ft's
short.
G
So
once
you
put
in
more
from
three
to
four:
that's
where
we're
having
to
say
we
need
more
people
either.
We
need,
we
add
more
ftes,
but
we're
going
to
have
to
pull
them
from
administration
right
and
as
I
as
I
understand
right
now,
right
now,
some
of
the
admins
staff
is
being
pulled
out
to
be
able
to
have.
You
know
enough
people
on
the,
but.
F
F
G
That's
something
that
has
to
be
discussed
because,
for
example,
right
now,
if
we
just
change
that
word,
then
we
have
to
put
four
people
in
right
and
if
you
got
25
out
and
then
and
you're
already
short
a
then
that's
where
we
came
up
with
at
40..
Actually
it's
a
little
bit
less
because
we're
taking
right
now.
F
G
G
F
B
B
C
F
Recognize
here
or
just
to
it
would
be
new
it's
to
recognize
those
fts
that
are
there
now
working
there,
because
the
contract
says
say
four
for
prevention
and
four
for
investigators,
but
currently
they'll
have
12
or
13.
and
they've
been
running
this
way
for
years,
because
they're
sitting
as
well
there's
just
not
enough
investigators.
So.
F
C
A
F
F
B
B
That's
where
and
if
I'm
not
mistaken,
that's
where
we
eat
up
those
extra
eight
that
they've
been
lacking,
because
if
the
the
positions
were
to
be
filled
either
on
the
staff
or
on
the
line
you're,
you
wouldn't
count.
You
wouldn't
have
to
account
for
both
the
people
are
already
there,
except
you
can't
split
them,
so
we're
just
staff,
one
or
staff,
the
other.
E
A
Sure,
and-
and
that's
that's,
why
we're
having
this
conversation
because
number
one?
We
want
to
make
sure
that
we
understand
the
proposals
and
then
because
you
know
these
conversations
are
important
because
we're
we're
in
these
estimates.
We
have
there's
some
certain
assumptions
that
have
to
be
made
based
on
the
on
the
objective
numbers
that
we
have
number
two
it
brings
in.
You
know
the
questions
that
you're
asking
are
extremely
important
and
relevant,
because
it's
not
just
an
easy
cause.
A
So
we
want
to
work
like
that
and
even
if
there's
a
specific,
you
know
for
each
one
of
these
things,
if
we
don't
have
time
to
do
it
at
the
table.
This
is
something
that
I
would
suggest
that
I've
done
this
before
and
it
works
out
very
well.
We
have
subcommittee
of
a
couple
of
people
from
each
side
me
go
over
the
costs
and
figure
out.
A
You
know
make
sure
that
everything
is
agreeable
based
on
on
the
objective
numbers
that
we
have
and
and
the
formulas
that
the
budget
and
finance
views,
and
then
you
know
once
we
we
do
that
background
work.
It's
it's
easier
to
discuss
the
issues
at
the
table.
So
so
that's
something
that
that
we're
open
to
discussion
with
and
we
want
to
work
on
so
and
you
know
there's
always
you
know
when
we're
dealing
with
a
lot
of
these
big
numbers
and
major
factors.
F
G
On
that,
over
time,
okay,
and-
and
let
me-
I
guess-
I'm
glad
you're
bringing
that
up-
roxy
and
I
kind
of
talked
about
that
one
and
and
we
were
trying
to
estimate
that,
but
in
all
fairness
you're,
not
necessarily
asking
for
new
order
it's
incurred
because
of
the
shortest
of
personnel
in
there.
So
it's
something
that
we're
what
I'm
gonna
do
is
I'm
going
to
pull
it
out
of
there
and
just
move
it
to
the
bottom
for
us
for
our
purposes,
because
it's
not
that
you're
requesting
additional
running
well.
F
Even
with
that
number
there's-
and
I
don't
know
what
percentage
breaks
down
to,
but
there
is
a
you
know:
there's
hours
of
overtime
where
say
a
city
councilman
has
an
event
and
we
send
out
an
ambulance.
A
couple
of
people
on
overtime
for
fireworks
displays
some
arson
investigators
and
they
pay
for
that
over
time
out
of
their
discretionary
funds.
F
F
G
The
blindfolding
numbers
out
of
the
payroll
side,
so
if
from
payroll
side
is
where
how
much
was
spent
on
all
over
time
when
we
expense
it
in
general
ledger
it
goes
into
their
line
item
for
promotions,
and
things
like
that.
So
here
it's
a
component.
We
have
it
within
one
for
the
front
number
one
big
total,
because
it's
in
the
per
second,
we
could
potentially
set
the
system
differently
or
adjust
it.
So
that
goes
over
times
go
into
a
different
line
item
by
itself
and
you
can
track
it.
F
G
G
G
G
G
We
didn't
do
it
based
on
individuals.
We
said
okay,
this
is
a
total
pot
of
money.
If
we
were
to
divide
it
up
equally
it
it
would
be.
You
know
twenty
two
thousand
two
hundred
dollars.
That
equates
more
that's
about
two
percent,
so
it
because
when
we
do
percentages,
if
you
do
a
percentage
on
a
you
know
of
a
hundred
thousand
dollars,
two
percent
would
be
two
thousand
dollars.
But
if
you
do
it
over
75,
it's
a
little
bit
less.
If
you
do
it
higher
the
percentage.
G
And
one
of
these
I
mentioned
yesterday
like,
for
example,
the
city
employees
this
year
are
getting
8.50,
so
we
wanted
to
do
something
more
comfortable.
Getting
to
a
you
know,
one
and
a
half
two
percent
amount,
not
necessarily
the
amount
that
we've
done
in
the
past,
like
we
employed
something
less
that's
budget
with
1100
this
year
is
8.50,
and
it's
only
for
employees
that
are
under
17.
G
A
Know
you
know
what
would
be
really
helpful
is
if
we
have
it
put
it
in
writing
so
that
we
make
sure
you
know
we
can
check
it
off.
I
don't
want
to
miss
something.
If
maybe
I
didn't
write
it
in
my
notes,
or
I
didn't
hear
it
right
if
we
could
get
a
list
of
the
information
or
the
analysis
that
you're
seeking
that
would
be
really
helpful.
We
can
pass
it
on
the
table
or
send
it
by
email.
C
G
A
E
A
C
G
And
and
there
might
be
more
costs,
but
this
is
a
working
process
as
well
as
we're
trying
to
get
like
a
total
cost,
and
most
of
it
is
gonna,
be
from
personnel.
So
the
only
one
that's
not
recorded
on
payroll
side
is
that
a
million
60
which
is
coming
from
that
new
refund.
That
linda
mentioned
yesterday.
G
B
G
If
we
jump
to
the
what
the
first,
the
first
one
is
the
58,
which
has
the
million
63
and
the
growth
and
benefits
the
the
57
106
770,
is
the
total
plus
the
benefits
that
we
have
there,
which
is
a
40,
the
42
569
187.
That
is
the
gross
pay
that
is
paid
to
employees
and
then
we're
adding
the
benefits
of
a
14
million
by
37
583,
and
that
would
be
the
expense
for
the
city.
G
And
then
the
the
regular
hours
were
the
next
one,
which
is
a
regular
hours,
which
is
a
31
31
million,
seven
hundred
eighteen,
nine
hundred
ninety
nine
that
has
within
that
category.
You
have
I'm
sorry
from
the
category
of
the
overtime
and
lump
sums.
The
regular
hours
of
31
million
time
is
3.5
million
dollars
that
was
spent
last
fiscal
year.
G
It
can
also
be
the
separations
that
we
have
retirees
and
separations
which
could
be
cadets.
They
don't
have
accruals
or
anybody
that
decided
to
not
retire
but
terminated
from
the
same
concept
and
then
the
next
category
is
the
ad
pace.
That's
how
much
we
paid
in
ad
pays
for
2021
6.3
million.
If
you
look
at
19
it
was
6
million
1890.
This
figure
was
5.5
million
and
17
was
5.2
million,
because
they're
they're
increasing
as
as
the
base
cost
increases
or
personnel
or
ad
pays,
are
increasing
as
well,
because
those
percentage
happens.
F
G
G
G
And
then
we
touched
on
the
benefits
already
and
then
the
last
thing
I
have
here
is:
is
the
average
ad
pay?
So
what
I
did
there
is
I'm
just
getting
the
ad
pace
divided
by
the
total
regular
ot,
which
is
a
36
million,
and
it's
just
giving
me
an
average
overall
of
17.7
the
year
before
that
was
17.3
16.8.
G
G
G
G
C
G
I
don't
know
the
the
classification,
but
let
me
see,
for
example,
you
know.
For
example,
we
have
ot
fire
major
fires.
You
know
we
spend
about
a
thousand
dollars
in
that
we
have
major
fires.
We
got
like
food
and
the
the
I
have
the
codes
for
the
specifics.
You
probably
need
to
talk
to
the
arrival
and
see
what
is
quoted
in
there
I
mean
the
annual.
Even
sickly
is
easy
to
figure
out.
G
G
We
can
we
do
it
in
both
places
right
now,
because
we're
still
utilizing
equipment
time
and
our
ace
400.
So
when
a
employee
is
out
annually
and
you're
short,
you
have
to
hire
somebody.
So
you
call
somebody
to
come
in.
He
gets
quoted
ot
because
he
has
to
be
pedal
t
because
it's
an
additional
ship
and
he
gets
quoted
annually,
because
the
person
that
was
at
was
an
annual
lead.
It's
a
way
for
us
to
kind
of
see
where
the
overtime
speed
spent.
What
was
the
amount
on
the
annual.
G
G
C
F
G
G
F
And
the
reasoning
is,
and
the
breakdown
is
so
that,
like
I
said,
we
can
adjust
other
articles
that
could
diminish
some
of
the
overtime.
So
that'll
do
so.
You
can
recognize
there's
like
cross
savings
or
maybe
even
the
lecture
projections
as
well
as
how
much
is
paid
under
the
overtime.
You
know
there's
a
lot
of
moving
parts
to
the
overtime.
F
I
mean
we
know,
there's
a
uses
that
the
department
administration
has
put
in
place,
for
example
large
fires
of
those
another
individual
to
take
food
and
gatorade
and
stuff
like
this,
we'll
be
out
there
for
over
10
hours.
Sure-
and
I
know
most
of
those-
if
not
all,
that
personnel
is
a
eight
to
five
administrative
employee,
so
they're
committing
at
night
and
they're,
putting
in
four
or
eight
hours
over
time
and
as
far
as
an
increase.
A
F
Like
the
cove,
we
can
do
an
administrative
side
and
on
this
2448
side
and
then
those
broken
down
into
because
each
one
of
those
are
going
to
have
their
different
categories
and
they
may
overlap
as
far
as
like
an
eight-to-five
personnel
helping
at
fires.
But
some
of
the
articles
can
be
touched
on
those
and
either
lemonade
or
or
shift
duties
as
well.
So
we
can
pretty
much
not
zero
out
that
line
item
but
special
assistance.
If
that's
a
million
dollars,
I'm
gonna
say.
F
B
B
Very
simple:
there
was
a
huge
undertaking
at
the
airport
when
all
the
immigration
applied
to
the
haitian
point
in
and
out
that
was
taxing
our
resources
here
that
we're
doing
first,
you
know
primary
online
person
and
after
that
it
was
triggered.
There
was
more
time
for
that
because
of
the
fact
of
just
the
constant
you
know
requiring
medical
attention,
so
that
was
a
favorite
to
be
asked
to
us,
where
normally
it's
not
going
to
reflect
on
any
time
that
would
be
considered
our
regular
overturn.
A
A
C
E
F
And
this
this
came
up
at
the
beginning
of
cover.
You
know
we
met
with
you
and
then,
mr
he's
just
here.
Our
association
has
never
taken
a
stance
that
we
wouldn't
assist
or
go
to
work.
It's
just
now
with
the
pandemic's
going.
You
know
for
the
next
one.
We
try
to
put
the
wording
in
place
so
that
there
is
no
confusion.
F
F
D
Future
negotiations
are
what
you're
asking
for.
I
don't
want
to
waste
our
time
in
discussing
things
that
we
have
no
control
over
right.
That
was
what
was
done,
whether
the
city
got
reimbursed
or
not.
We
can
provide
those
numbers
if
you
think
they're
going
to
be
beneficial
for
you,
but
we're
costing
out
what
you're
asking
for
right
for
the
future.
C
D
D
If
you
work
somewhere,
but
you
don't
notify
your
payroll
assistant
or
your
payroll
system
doesn't
do
it,
it
does
not
get
reflected
and
there
was
numerous
times
when
I
was
looking
and
I
was
looking
because
we
had
covered
money
at
the
time,
the
very
first
round
and
we're
saying
what
was
the
expense.
I
can't
believe
these
guys.
F
C
G
The
same
codes
that
we
have
in
in
the
as400
are
the
same
codes
we
have
in
except
time
probably
what's
happening
is
when
and
the
as400
the
the
girls
are,
maybe
the
ones
entering
it.
So
they
probably
know
which
ones
to
know
and
now
that
you're
in
the
field
and
you're
trying
to
do
this,
and
you
might
not
be
so
there
might
be
some
training
or
something
that
we
need
to
do
on
that.
G
F
I
bring
that
up
because
if
once
overtime
is
triggered,
I
can
have
20
individuals
on
vacation.
Again,
I
won't
quote
the
overtime
there
yet
and
then,
once
the
first
individual
is
on
association
business
leave
as
a
supervisor,
I
can
make
sure
that
the
overtime
will
reflect.
Oh
it's
because
it's
the
association
of
businesses.
G
Whatever,
whatever
is
entered
executed
time
eventually,
when
when
the
staff
over
here
runs
the
reports,
they
make
sure
that
all
the
forms
tied
back
to
it
and
that
they're
matching,
so
they
should
be
getting
quoted
correctly.
If
you
miss
code,
they
should
be-
and
let
me
I
guess-
and-
and
you
know
as
we're
having
our
conversation,
for
example,
we
have
3.5
million
in
in
in
the
overtime
right
3.5
million
in
overtime.
Coming
from
the
payroll
side.
G
When
I
look
at
general
ledger,
general
ledger
only
has
2.9,
which
is
the
difference
between
accounting,
so
the
difference
of
600
000
is
probably
having
to
do
an
overtime
that
is
expense
elsewhere.
So
it's
not
a
million,
it's
probably
closer
to
600
thousand.
So
I
can.
I
can
see
that
when
I
look
at
general
ledger
and
the
hero.
G
F
You
know,
and-
and
I
understand
that
I
I
I
bring
up
the
point
just
as
if
the
federal
government
for
some
reason
doesn't
want
to
pay
out
if
it's
not
because
it's
a
manpower
shortage,
it's
not
because
you
know
these
five
guys
went
on
vacations,
it
was
because
it
just
wasn't
paid.
It
was
something
other
than
a
manpower
shortage.
This
is
one
special.
A
F
And
like
we,
you
know
it's
just
hey
we're
going
to
do
this.
We
follow,
but
those
aren't
because
there
was
manpower
shortages
we
had
to
break
out
into
other
units
to
respond
to
the
pandemic.
So
I
just
wanted
us
to
recognize
and
see
what
was
where
and
what
boiled
down
to
what
was
a
manpower
shortage.
What
was
it
like?
I
said
we
can
tweak
the
identity
of
articles,
so
this
based
everything
up
to
25
vacancies
average
we
brought
up.
You
know
what
we
may
be
able
to
shrink
that
number.
D
C
D
What
is
happening
is
that
we,
when
someone
goes
out,
they
use
a
project
name,
a
project
called,
and
so
it
says
like
food
for
event,
blah
blah
blah
whatever
whatever,
and
so
that's
how?
If
you
want
to
know
how
much
was
spent
for
that
event,
you're
able
to
pull
it
through
that
project,
name
and
number,
but
the
overtime
number
is
still
there
because,
regardless,
at
the
end
of
the
day,
it's
still
paid
by
taxpayers,
whether
it's
the
reimbursement
by
the
council
member
or
by
the
fire
department,
it's
done
general
funding.
F
F
Say
35
40
50
of
it
is
because
whether
our
administration
or
council
took
action,
it's
just
I
I
want
to
get
down
to
it's,
not
a
manpower
shortage
or
a
staffing
issue.
It's
just
more.
We
did.
We
had
our
staffing
for
the
day.
This
is
just
extra.
We
decided
to
put
a
bunch
of
medics
on
for
the
parade
route,
and
so
it's
not
a
staffing
shortage,
because
I
hear
it
in
council
where
it's
brought
up.
The
councilmen
now
have
to
reimburse.
F
A
F
A
What
we
can
do
is
we
can
caucus
we'll
work
on
the
the
correction
that
we
have.
We
need
to
make
we'll
work
on
the
things
that
we
know
that
we
can
get
or
we
can
try
to
see
what
we
can
get
right
now.
Send
us
the
requests
and
we'll
start
working
on
them,
and
let
you
know
when,
when
we
can
make
those
available,
whether
it
be
today
or
it's
gonna
happen
or
whether
it's
gonna
have
to
be
next
week,.
B
A
A
So
what
we
had
was
we're
gonna,
discuss
this
and
then
once
we
get
past
this
we're
gonna
start
taking
some
questions
that
you
had
on
the
articles
that
we
proposed
yesterday.
I
know
we
propose
some.
At
the
end
of
the
day.
Yesterday
we
had
asked
at
the
end
whether
you
anticipated
it,
and
I
know
it
was.
We
didn't
have
a
lot
of
time
that
we
were.
It
was
towards
the
end
of
the
day
and
we
were
gonna
work
on
on
stuff.
A
If
you
had
any
questions
at
that
point,
we
may
we
can
discuss
the
articles,
the
questions
that
you
have
and
then
take
if
you
need
specific
information
like
you're
requesting
right
now
that
I
would
anticipate
that
we
discuss
what
information
you
want.
So
we
can
prepare
it
for
presentation
and
and
pass
it
along
again
and
that
way
we
can,
you
know
you
will
have
it
so
that
we
can
discuss
it
at
the
next.
The
next
meeting.
A
What
did
I
say
so,
but
yeah?
That's
that's
one
of
the
things
that
we
need
to
do
before
we
get
out
of
here,
make
sure
number
one
that
we
need
to
figure
out
what
information
we
need
to
obtain,
how
quickly
we
can
get
it.
You
know
to
you
whether
there's
any
information
we
need
and
then
be
able
to
set
our
next
meeting,
because
we
do
have
the
15-day
extension.
It
goes
up
to
what
september
26th.
F
So
I'm
sure
you
have
a
list
of
our
articles
of
our
proposals
and
proposals.
As
far
as
article
15
17.,
you
have
a
basically
a
timeline
on
which
ones
you
want
to
handle.
First,
I
mean
after
we
get
through
this,
and
it's
just
so
that
we
can
make
our
caucuses
more
effective.
We'll
know
coming
up
is
article
three
four
and
five,
so
we
don't
spend
caucus
time.
A
F
B
G
F
A
And
that's
why
we
put
the
proposals
out
there.
We
are
talking
about
the
information
because
it's
going
to
be
needed
for
further
discussion.
We
just
wanted
to
make
sure
that
we
had
a
productive
discussion
on
it
and-
and
I
know
that
there's
probably
going
to
be
more
information-
that's
going
to
be
needed
and
requested
and.
A
E
A
A
C
C
A
A
For
the
calculation
okay,
so
that
is
a
total
of
one
million
two
hundred
and
ten
thousand
eight
hundred
and
eighty
dollars
and
since
that's
a
lump
sum
payment,
that
is
only
an
expense
that
is
experienced
or
impacts
the
first
year.
So
the
total
for
that
is
that
that
sum,
the
next
four
years
are
different,
increases
the
first,
the
second
year
of
the
contract.
A
And
that's
the
total,
because
it's
just
in
that
last
year
the
total
amount
of
new
monies
that
the
city
has
placed
on
the
table
for
base
wage
increases
is
hundred
9
million
six
thousand
one
hundred
and
thirty
three
dollars
the
pension
proposal
that
the
city
has
placed
on
the
table
contemplates
and
proposes
a
.25
increase
for
the
first
second
third
and
fourth
years
of
the
contract
in
the
first
year.
That
would
be
an
ex
a
total
cost
of
105
409
dollars
for
each
of
the
five-year
proposed
contract.
A
D
A
Total
10
million
three
hundred
thirty
three
dollars,
so
we
we
understand,
we
have
we've
analyzed.
We've
understand,
we've
understood
that
you
have
placed
those
and
we're
trying
to
evaluate
what
the
city
can
afford.
What
is
fair
and
what
you
know,
what
what
is
a
fair
and
equitable
wage
and
increase,
and
these
are
the
numbers
that
we
have
come
up
with,
which
amount
to
you
know
for
the
wages
alone,
just
the
base
wages,
it's
9.5
million
dollars
and
for
the
pension,
it's
right
right
about
a
million
dollars.
F
A
G
D
B
A
So
this
chart
goes
hand
in
hand
with
the
earlier
chart
that
we
provided
the
fire
department
cumulative
register
when
we're
looking
at
the
ad
pays
as
they're
being
paid.
The
actual
ad
pays
a
loan
in
fiscal
year,
2021
that
were
paid
amounted
to
six
million
three
hundred
and
ninety
six
thousand
one
hundred
and
twenty
nine
dollars
and
that's
ad
pay
in
addition
to
the
base
pay.
A
So
when
we
did
when
we
pulled
up
the
numbers
about
which
ad
pays
or
and
who's
being
paid,
this
is
the
breakdown
there's
one
district
chief,
getting
an
associate
degree
ad
pay,
there's
109
firefighters,
receiving
the
fire
advance
certificate;
ad
pay,
there's
eight
firefighters
receiving
the
instructor
ad
pay;
there's
10
firefighters,
receiving
the
arson
investigator
ad
pay,
there's
346
firefighters,
getting
the
assignment
pay
for
emt,
there's
three
district
chiefs.
Getting
these
the
ad
pay
for
the
bachelor
degree,
there's
88,
firefighters
that
are
receiving
the
ad
pay
for
an
intermediate
fire
certificate.
A
B
A
G
A
A
Okay
and
then
right
at
about
12
55
around
there,
we
received
your
of
course
requests
and
when
we
were
talking,
let
me
pull
it
up.
This
is
a
request
for
information,
but
I
just
we
needed
some
clarity
to
this
because
we
we
looked
through
it.
We
did
a
cursory
review
because
we
didn't
have
time
to
go
and
sit
down
and
look
through
evaluate
each
of
these
requests.
A
But
what
strikes
me
at
the
beginning
is
that
some
of
them
ask
for
an
analysis
and
we
don't.
What
we
were
proposing
is
to
provide
you
with
the
information.
We
don't
have
the
manpower
to
do,
and
you
know
an
analysis
per
se
that
we
can
do
a
study
on
it
and
provide
that
to
you,
but
we
do
want
to
be
able
to
provide
you
with
the
extrapolate,
the
information
that
you
need,
so
that
you
could
do
an
analysis
with
it
and
information,
mostly
public.
A
We
can,
of
course,
do
personal,
private
information,
but
most
of
this
is
going
to
be
public,
so
we
wanted
to
go
through
your
request
for
information
so
that
we
can
understand
what
information
you're
seeking
just
off
the
bat.
There
are
some
some
items
and
some
requests
for
information
that
are
going
to
be
available
to
everybody.
A
D
Article
15,
so
we've
established
none
of
us
but
information
that
we'll
be
providing
to
you,
but
proposed
pay
increases
versus
projected
year
to
year-to-date
complete
city
budget.
Are
you
talking
about
pay
increases
for
the
fire
department
only
not
for
the
city?
Okay,
because
it
says
versus
proposed.
F
D
F
F
G
A
D
C
F
A
budget
process
right,
there's
a
projected,
you
know
we
think
we're
gonna,
bring
in
so
much
revenue
and
things
like
that.
So
we
wanted
to
go
back.
Maybe
two
three
years
before
covet
we're
gonna
cover
disruptive
things
and
then
like
for
next
year's
projections
and
kind
of
come
up
with
an
average.
You
know
we
kind
of
project
it
city
budget
will
grow
by
10
11.
F
D
C
F
F
D
C
F
A
F
G
And
it's
going
to
be
almost
almost
impossible.
I
wasn't
saying
the
word,
but
I
don't
want
to
sound
that
negative.
It's
almost
going
to
be
impossible
to
reduce
the
ot
in
the
next
contract
years
and
the
reason
is
you
know:
the
vacancies
are
driving
the
lt
right
now,
that's
that's
90
or
95
of
what
the
ot
is.
Yes,
there's
some
projects,
there's
some
other
stuff
that
gets
out.
C
C
G
Is
most
of
it
is
gonna,
be
the
the
vacancies
we
have
a
short
crawl,
so
we
have
to
call
we
have
to
fire
additional
manpower
for
that.
That's
mainly
where
the
ot
companies
come
from.
There
is
some
ot
because
of
any
deployments
for
the
closures
that
have
been
happening.
Those
are
now
less,
but
most
of
it
is
coming
from
there.
So
for
that
reason
the
city
decided
that
this
year
to
increase
the
ot
budget
by
750,
because
we.
C
G
G
We
have
some
over
highers
right
now
because
we're
at
4
30.,
so
some
of
that
for
the
407
to
the
430
actual
people
that
we
have
today.
We
already
have
some
in
phase
in
there,
but
then
we're
going
to
have
next
year
about
30,
so
we'll
have
enough
for
another
vacancy,
so
yeah.
So
I
mean
when
it's
a
schedule
when
it's
going
to
happen,
I
don't
have
a
date
here.
G
F
F
C
A
F
D
G
I
can
do
that.
I
can
there.
I
can
give
you
a
total,
because
that
report
does
have
a
total,
but,
for
example,
if
they
leave
they're
still
counting
because
they
got
paid
that
year,
so
it's
total
paid
for
the
years
like
right
now,
and
just
for
example,
just
to
get
that
you
know
I
run
a
report
and
it
has,
I
mean
not
around
the
picture,
so
I
have
a
staff
member
that
actually
sits
up
and
sets
it
one
by
one.
D
F
On
a
day-to-day
basis,
a
certain
way
if
we
were
to
change
rosters,
so
we
just
wanted
to
see
what
was
basically
put
down
and
what
was
built
for
or
reimbursed,
and
then
I
guess,
on
the
management
side,
the
infrastructure
of
the
department
of
operations,
how
we
can
play
with
the
movement
of
personnel.
An
example
is,
if
I
send,
as
a
fire
chief,
I
send
four
firefighters
to
emtf
to
go
work
for
the
state,
but
on
our
roster
I
don't
place
the
vacancy
the
overtime
as
replacing
one
of
those
emts.
F
Maybe
it
pays
maybe
a
dozen
if
I
just
move
someone
over,
but
I
hire
the
average
time
over
time
at
another
station.
I'm
not
reporting
that
the
emts
vacancies.
This
is
what
we're
talking
about
on
priorities,
whether
it's
particularly
associated
with
which
one's
causing
the
overtime.
If
we're
averaging
25.,
we
can
only
have
18
individuals
on
or
up
to
20
with
chiefs
on
vacation.
So
those
are.
F
F
D
F
No,
no
so
ninety
percent,
assuming
the
numbers
right
right
so
so,
let's
just
say,
90,
is
due
to
shortages.
Those
shortages.
Once
the
same
number
of
individuals
leave
on
any
type
of
leave.
25..
If
say,
we
require
112
firefighters
per
shift
to
operate
at
full
strength.
25
costs
x
amount
of
dollars
of
overtime.
If
we
can
somehow
limit
the
25
to
21,
then
the
90,
if
that
equals
five
million
dollars
in
theory,
can
be
reduced
to
3.5
million.
You
have
some
savings
right
exactly
so.
F
D
F
F
That
article,
we
can
shrink
the
25
number
of
firefighters
at
every
now
and
we
shrink
it
by
two
and
it's
two
every
day
and
whatever
formula
is
used
right
if
we
shrink
it
by
two
and
we
come
up
with
a
ten
percent
savings.
Well,
if
it's
five
million
dollars,
that's
half
a
million
dollars,
so
we
know
that
we
can
restructure.
Some
things
still
allow
firefighters,
their
benefit.
G
F
F
Whether
you
move
individuals
around
whether
you
move
the
cycles
around
for
overtime
up
to
150
slots,
we
only
have
about
105
right
now,
111
individuals
per
shift,
even
if
we
reduced
it
all
that's
going
to
happen,
is
instead
of
me
taking
my
vacations
in
may.
I
might
have
to
take
him
in
february,
and
this
is
a
tool
that
administration
has,
that
the
article's
actually
ordered
it.
It's
it's
a
moving
document
or
the.
B
F
G
F
G
F
G
Saying
is
that
because
the
average,
the
25
and
I
didn't-
I
didn't
come
up
with
the
numbers
by
myself
I
mean
I
did
work
with
the
department
trying
to
figure
that
out.
So
so
what
I'm
getting
is
an
average
there's
25
vacancies
into
their
annual
leave
or
safety
dimension
annually,
because
that's
one
of
the
bigger
ones.
F
G
G
F
G
G
B
F
F
And
I
knew
because
I
have
write
the
policy
and
we're
looking
at
the
roster
and
they
had
more
than
they
should
have
had
on
vacations,
so
that
automatically
was
causing
overtime.
So
I'm
what
I'm
getting
at,
if
I
can
give
you
20
days
of
four
firefighters
on
overtime
that
are
just
gone
because
of
tweaking
the
policy
it's
more
than
a
five
percent
savings
or
a
temperament
savings.
C
F
What
happened
was
those
vacation
stops
were
just
being
transferred
over
month
by
month,
without
keeping
track
of
actual
staff
per
shift?
So,
as
the
shortage
just
happened,
and
I
still
allowed
the
same
number
of
individuals
on
vacation,
it
was
causing
overtime
when
it
shouldn't
have
the
reason
we
started
looking
at.
It
was
because
there
was
an
overtime
like
on
a
monday
in
april.
Right
heck
was
leaving
on
a
monday
right,
so
we
would
look
at
it.
The
vacation
stocks
were
full.
F
E
F
G
G
C
F
Triggered
on
the
other
side
of
town,
we
should
have
left
that
personal
there
and
I
I
even
asked
a
couple
of
the
chiefs
when
I
worked
some
more
time
myself
like
hey.
Why
aren't
you
moving
these
individuals
here
and
hiring
here?
It's
like
it
was
just
easier
that
way
I
was
like,
but
we
don't
get
to
real.
We
don't
get
reimbursed
this.
If
we
get
reimbursed
this
individual's
overtime,
the
guy
that
deployed
salary
and
is
overtime,
it's
a
cost.
F
G
C
G
D
F
F
C
F
F
G
G
D
C
G
C
D
D
D
E
D
D
There's
no
exact.
What
would
happen
other
than
like
case
was
explained
when
you
buy
a
car
depends
on
your
on
your.
I
guess
your
growth,
your
your
credit
rating,
and
so
you,
if
you
get
a
higher
credit
rating,
you
get
better
interest
if
you
start
downgrading
or
have
a
lower
grade,
you
get
higher
interest
on
whatever
bond
insurances.
You
do
and
that's.
F
D
We
have
even
a
bigger
problem,
because
not
only
is
our
pension
liability
short,
we
have
something
that
we
are
mandated
now
federally
or
by
gfoa
on
what
we
call
open
other
pension
benefits
also,
and
so
that's
even
a
larger
liability
that
we
have
zero
funded,
we're
not
funded
so
overall
are
the
rating
agencies
looking
at
what
we
do
most.
Definitely
that's
why
we
don't
have
the
top-of-the-line
rating,
but
I'm
not
sure
what
what
I
can
give
you
here:
okay,
yeah.
E
It
was
just
like,
like
you
said,
interest
your
pain
on
whatever
bonds
we
have
is
based
on
the
ratings,
if
the
liability
of
not
only
the
city's
pension,
but
our
attention
goes
in
your
books
on
the
third
page,
and
it
says
this
is.
This
is
what
their
overall
liability
is
over
100
million
dollars
and
then,
what's
that
cost
to
help
connect
the
firemen
with.
D
D
D
C
F
D
G
C
D
Okay,
so
so
I
want
to
know
what
you're
looking
for.
Are
you
looking
for
building
permits?
Are
you
looking
for?
Are
you
looking
for
utility
bills?
Are
you
looking
for
because
property
taxes,
a
property
tax
owner,
doesn't
necessarily
have
to
be
laredo
a
loreto
we
could.
We
could
have
people
from
out
of
the
country
out
of
this
right.
C
D
F
And
maybe
apartment
conferences,
you're
correct,
maybe
we
can
put
those
under
commercial
we're
trying
to
see
what
the
ratio
is
as
the
city
grows
or
how
many
firemen
are
needed,
we'll
have
trends,
we'll
look
at
our
history
and
we'll
look
at
moving
forward.
This
is
a
directly
related
to
staffing
and
personnel
and
how
many
ambulances
are
needed
to
well.
D
A
C
A
A
F
D
F
F
C
D
F
F
Identify
border
patrol
like
holding
a
station,
but
we
don't
identify
whether
it's
the
international
bridge
or
whether
this
individual
had
resigned,
license
plates
or
anything
like
that.
In
the
past
we
would
ask
expiration
dean
to
maybe
break
down
our
reporting
in
a
manner
there.
We
could
track
it
better,
but
it's
never
been
done
so
we're
trying
to
compile
see
what
data
there
is
and
even
like
that,
maybe
something
that
that
can
be
discussed
as
far
as
maybe
we
should
tread
our
reporting
in
a
manner
to
see.
D
C
F
D
No,
no
but
we're
gonna
go
through
a
discussion.
Forget
about
us
getting
information,
we'll
give
you
the
information,
that's
easy!
We
have
it
it's
unlikely.
The
thing
is:
what
are
we
going
to
accomplish
because
at
the
end
of
the
day,
we're
not
going
to
be
able
to
prove
anything?
These
individuals
could
be
the
same
individual
coming
in
in
and
out
or
there's.
C
D
D
A
F
We
have
the
cba
so
there's
say
four
fps
for
fire
prevention,
four
for
fire
and
investigation,
but
the
snapshot
of
today's
official
roster
might
show
12
or
13
individuals
there.
So
we
don't
know
what
what
movements
the
department
has
made
the
last
couple
of
weeks
every
person
are
moving
in
and
out.
So
basically,
we
want
to
match
the
master.
Today's
data
boom.
F
C
F
I
guess
just
an
official
roster
of
today
where
the
fire
chief
has
everyone
assigned
me.
No
just
the
number
of
personnel
so
and
the
perfect
example
is
rf
or
ems
training.
There's
no
ems
training
in
our
contract,
but
there
may
be
seven
firefighters
there.
There
are
eight
to
five
administrative
positions.
F
D
A
Have
today,
okay,
and
thank
you
for
going
through
this
with
us-
we
really
just
needed
to
understand,
make
sure
that
we
understood
the
information
that
you
were
looking
for,
so
that
we
can
get
that
and
provide
it,
because
I
think
okay,
and
what
we'll
work
we'll
do,
is
we'll
work
on
getting
this
information
and
we're
not
going
to
wait
till
the
next
meeting,
we'll
we'll
send
you,
as
as
we
can,
get
it
prepared
and
together.
Okay,.
A
C
B
Here
the
kind
of
proposal,
once
article
15
annual
base
pay
15.1
section
a
effective
upon
ratification,
is
agreement
approved
by
city
council.
All
firefighters
in
all
ranks
will
receive
a
one-time
lump
sum
payment
and
the
amount
of
forty
eight
hundred
dollars
to
be
paid
a
pay
period
after
october.
First,
twenty
twenty
two.
B
The
annual
base
pay
shall
be
increased
by
two
and
three
quarter
percent
two
point:
seven:
five
for
all
ranks
as
history
below
since
letter
b,
effective
october
1st
2025,
the
annual
base
pay
shall
be
increased
by
three
percent
for
all
ranks
illustrated
below
and
letter
e
effective
october.
1St
2026,
our
venue-based
pay
shall
be
increased
by
three
percent
for
our
answers
illustrated.
A
A
A
B
B
A
B
D
A
A
Yeah,
the
intent
is
to
put
put
some
money
in
the
pot
in
the
firefighter's
pocket
and
try
to
out
of
the
money
that
we
do
have
to
work
with
create
the
most
value
for
that
money,
so
that
at
the
end
of
the
contract
you
wind
up
getting
the
you
know.
Some
raises
and
it'll
continue
after
that,
but
we
can
get
more
value
from
the
money
when,
when
we
kind
of
allocate
it
certain
ways,
so.
E
A
Yeah
and
we're
required
the
tax
liability
we
have
to
include
in
that
the
pension
liability
also
because
it's
an
additional
pay,
it
would
on
the
lump
sum
it's
kind
of
as
it's
just
an
additional
pay.
So
all
of
the
benefits
would
have
that
are
required
to
be
taken
out
or
deducted
and
allocated
to
the
pension
and
the
in
the
taxes.
G
F
G
E
C
C
A
C
C
B
A
Two
different
so
when
we
cost
it
we're
gonna
cost
the
first
year
as
a
lump
sum,
forty
eight
hundred
dollars
for
their
proposal
well
and
we're
also
going
to
provide
a
cost
for
a
possible.
I
guess
a
co.
Another
kind
of
proposal
they
want
to
see
is
what
a
two
percent
across
the
board
in
the
first
year.
F
C
F
C
A
A
A
B
B
E
F
F
F
A
G
D
F
E
G
Position-
and
I
think
that's
that's
a
point-
that's
actually
the
point.
I
wanted
to
point
out
the
plan.
One
brings
us
to
25
years,
which
is
the
board's
target
25..
The
additional
one
from
a
firefighter
would
just
bring
us
below
that
and
if
the
city
puts
any
money
that
would
further
bring
us
down,
I
mean
potentially-
and
I
don't
know
what
I
think
there's
some.
F
E
E
A
How
to
do
that
analysis?
I
think
it
would
have
to
come
from
whatever
the
people
from
the
board,
but
where
does
if
the
firefighters
put
the
one
percent,
and
then
we
add
the
cities,
the
cities,
one
percent
proposal-
and
I
know
you're
counter
proposing,
but
just
so
that
we
can
analyze.
Where
would
that
put
the
pension
at
if
the
city.
C
E
E
E
C
E
E
F
A
A
E
A
A
City
recognizes
that,
so
that's
why
we
we
did
a
counter
proposal
for
a
full
one
and
we
tried
to
put
it
up
front
to
see
if
that
would
help
alleviate
that
we
will
cost
out
what
you
have
proposed,
but
we
have
currently
one
percent
on
the
table,
so
we'll
evaluate
it,
and
I
may
have
some
more
questions
on
it.
Just
because
I
don't
fully
under
I'm
not
on
the
board,
and
I
don't
deal
with
it
all
the
time.
A
F
A
E
C
F
E
A
A
E
E
E
A
And
that's
why
we
we
recognize
that,
and
we
do
discuss
that.
That's
why
I
wanted
to
make
sure
that
we
got
it
out
yesterday
before
before
today,
and
you
also
have
to
remember
that
we
have
you
know
with
the
monies
are
not
the
monies
are
not
unlimited,
and
so
what
we're
trying
to
do
is
make
sure
that
number
one
we
can
afford
what
we
put
on.
A
Contractual
obligations
without
having
to
dip
into
somewhere
else
and
when
we're
looking
at
all
the
economic
issues,
we
have
to
look
at
them
as
a
whole,
but
that's
why
we
wanted
to
put
that
out
and
show
that
we
are
committed
to
helping
this
as
long
as
the
the
board
and
the
membership
are
committed,
and
that's
why
I
mean
we've
already
put
the
one
percent
on
there.
We
didn't.
You
know
we
didn't
shortchange.
It
like.
A
I
said
we're,
not
nickel
and
diming
it,
and,
but
you
know
we're
at
one
percent,
so
we
are
going
to
help
in
some
way,
and
I
hope
that
that
that
sends
a
message
to
the
membership
and
whoever's
voting
that
we're
we're
willing
to
help.
But
we
we
hope
that
they
know
that
they
have
to
make
they
have
to
make
those
changes
as
well.
Even
though
they're
difficult
changes
that
you
know,
and
so
I'm
that's.
Why
we're
asking
about
the
ballot?
We
know
it
was
pressing
and
then
we
had
to
address
it.
D
B
B
C
B
A
B
B
B
C
A
B
B
Now
this
is
a
kind
of
proposal,
your
proposal
that
was
submitted
on
article
26
political
activities.
We
did
state
where
you
stated
about
the
143.086
of
the
local
government
code,
so
our
language
right
now
mirrors
basically
verbatim.
What's
in
the
the
state
statute,
the
changes
that
were
being
proposed,
which
is
on
the
26.2
it's
here
just
as
two
okay.
B
Employers
cannot
harass,
discriminate
or
retaliate
against
any
employee
of
his
or
her
duty
off
duty
political
activities.
Firefighters
should
not
engage
in
political
activities.
One
uniform
or
on
active
duty,
active,
was
added,
a
firefighter
shall
not
use
any
city
supplies
or
equipment
for
such
activities.
B
A
A
G
C
F
A
F
Know
just
a
point
of
verification
on
the
arbitral
award-
and
I
was
mentioned
yesterday
as
far
as
what
political
activities
and
association
business
leave
and
I
think
that'll
you
know,
try
to
bring
up
to
address
it
under
association
business
in
16
years.
While
I
was
president,
we
never
even
if
it
looked
like
a
political
activities
requested
association,
business
team,
because
we
knew
that
the
jury
was
out
on
that
issue
and
there
was
no
way
we
were
going
to
put
one
of
our
firefighters
in
a
predicament
where
he
could
be
fired.
F
Careful
on,
if
it
was
perceived
as
a
anything
that
dealt
with
being
political
campaigning,
we
never
requested
association
before
I
know
that
was
the
accusations
and
I
think
those
accusations
in
the
years
was
intended
for
a
different
purpose,
but
at
the
end
of
the
day
it
was
never
requested
for
political
activity,
because
we
didn't
want
to
go
down
that
road.
So
I
just
wanted
to
clear
that.
B
Yeah
26.3
it'll
list
what
is
actually
political
activities
or
for
the
purpose
of
this
article
political
activities
shall
be
defined
as
follows:
number
one
making
a
political
speech
number
two
distributing
a
card
or
other
political
literature
number.
Three.
Writing
political
letters.
Number
four
signing
a
petition
number
five
solicity.
B
D
B
C
D
A
A
A
H
A
A
Okay-
and
I
think
for
for
purposes
of
just
further
discussing
this
article
on
political
activities,
I
need
to
find
out
information.
I
know
that
there
was
a
the
in
the
arbitration.
There
was
an
issue
with
regard
to
what
is
a
city-sponsored
event
and
what
is
a
and
does
an
elected
official
sponsored
event
constitute
a
cities
sponsored
event.
A
Information
because,
although
the
arbitrators
award
did
not
address
the
political
part
of
the
issue
or
the
allegations-
and
I
know
there
were
allegations-
or
that
was
an
issue
that
was
discussed
during
the
arbitration-
the
award
didn't
discuss
that.
But
it
said
that
we
do
need
to
have
a
discussion
at
the
bargaining
table
in
order
to
avoid
ambiguity
and
make
sure
that
the
contract
is
clear.
So
so
and
that's
the
intent
we
want.
A
We
want
to
make
sure
that
when
we
arrive
at
a
contract
that
everybody
understands
what
these
articles
mean
and
we
want
to
have
a
discussion-
and
this
is
the
time
to
do
it
so
that
when
issues
happen,
we're
able
to
go
back
and
say
well.
This
was
a
discussion.
This
is
the
understanding,
and
this
is
the
intent.
F
The
the
only
issue
with
the
way
it's
worded
in
the
also
I
know
the
difference
in
different.
The
difference
was
made
between
city
sponsors
and
elected
officials,
sponsoring
it
the
issue
that
an
elected
official
sponsoring
an
event
doesn't
make
it
a
political
activity
or
campaign.
I
think
charlie
mentioned
it
yesterday.
You
can
be
on
day
one
of
being
elected
into
office
and
you
don't
run
for
some
four
years
from
now.
F
So,
if
you're
out
cleaning
helping
clean
the
community,
you
know
planting
trees,
giving
out
backpacks,
that's
not
campaigning,
so
we
listed
definition
here
of
soliciting
votes
contributions
like
that
that
doesn't
either
that's
just
the
elected
official,
helping
out
the
community
or
helping
his
elected
or
his
representative
district.
So
I
think
maybe
we
can
discuss
some
criteria
of
there's
going
to
be
variations
of
what
would
be
defined.
A
C
A
F
F
F
A
C
C
A
D
C
F
D
D
D
H
Tested
non-tested,
the
concern
was
the
cohesiveness
of
the
group.
We
felt
that
if
you
raise
it
or
point
it
to
two
assistant
fire
chiefs,
it
would
make
it
more
cohesive,
easier
to
manage
and
dictate
whatever
the
fire
chief
wants
to
do,
and
it
lessens
the
turnover
on
the
deputy
lever
level
position,
because
there
is
a
shorter
amount
of
period
that
historically,
an
appointed
position
holds
versus
a
tested
position
in
our.
C
D
D
B
F
B
A
F
B
Seems
to
work
this
work,
I
mean
it's
by
the
changing
of
an
appointed
the
firm
I
tested
to
an
appointed.
It
doesn't
restructure
any
of
the
work
it
doesn't.
You
know
redistribute
any
of
any
of
the
the
organization.
It's
still
basically
the
same
rank
structure
so
like
what
the
that
issue
of
appointing
addresses
exactly
what
operation
was.
C
A
Item
before
I
know
that
we
don't
have
any
other
kind
of
proposals
for
today,
but
we're
working
on
the
information,
and
the
next
thing
we
need
to
work
on
are
the
dates
for
the
next.
I
think
that's
the
important
part
and
from
our
side
the
dates-
and
we
don't
haven't
confirmed
them
yet,
but
we
know
we're
on
a
15
day
extension,
and
so
we
at
least
want
to
meet.
A
A
A
A
F
A
A
What's
today,
today's
friday,
already
right?
Yes,
let's
communicate
on
on
monday
into
tuesday,
so
monday
I'll
be
available
on
and
off
tuesday.
I
will
be
unavailable
in
a
courtroom
all
day,
but
I
will
be
checking
my
emails
and
my
phone
and
so
let's
communicate
about
identifying.
I
know
for
sure
we
need
to
do
the
article
29
as
a
subcommittee
and
then
let's
work
on
identifying
any
other
issues
that
we
can
tackle
as
a
subcommittee
to
be
more
efficient
when
we
do
meet
at
the
table.
So.