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From YouTube: Special Countil Meeting 1 11 2019
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A
C
D
D
A
Right,
thankfully,
we
have
a
have
a
quorum,
so
we
can
move
forward.
The
first
item
on
the
agenda
is
public
comment.
Is
there
anyone
who
cares
to
speak?
See
none
I'll,
move
on
second
item
is
approval
of
the
agenda?
Is
there
motion?
Second
for
approval.
Oh
reveal
horror,
any
discussion
all
in
favor
signify
by
saying
aye.
Those
opposed
signify
by
saying
nay
motion
carries
item
three.
A
Is
resolution:
number
19,
0
approving
the
settlement
of
the
collective
bargaining
negotiations
between
the
city
of
Watertown
and
local
union
to
for
a
date
of
the
American
Federation
of
State,
County
and
Municipal
Employees
afl-cio.
So
look
for
a
motion,
second
for
approval.
So
sorry,
Roby
second,
by
Albertson
and
I,
would
like
mat
Roby
to
explain
Thank.
E
You
mayor
first
at
the
outset,
I
just
wanted
to
publicly
thank
the
unions,
all
three
of
the
unions
at
police
fire
and
asked
me
on
behalf
of
Kristen
and
Audra
and
I
for
the
collegial
process
that
we
went
through
the
last
four
months.
We
certainly
had
disagreements,
of
course,
but
it
was
amicable.
We
had
amicable
ways
to
solve
those
disagreements
and
we
got
through
the
process,
and-
and
here
we
are
so
with
that
I
also
first
before
we
get
into
the
each
individual
contract.
E
I
just
wanted
to
have
Kristin
touch
on
again
what
was
agreed
to
with
the
Health
Insurance
Committee,
because
that
is
consistent
throughout
all
three
contracts
that
was
previously
approved
by
council,
but
it's
also
in
the
union
contract.
So
I
just
wanted
her
to
remind
the
council
what
we
did
agree
to
as
far
as
the
health
insurance
plans
and
payments
from
the
city.
B
Okay,
to
go
over
what
Matt's
had
each
of
the
contracts
that
we
have,
the
three
different
unions
does
spell
out
the
insurance
committee.
That's
a
process,
that's
in
there
for
each
one
of
them,
and
we
did
do
that
going
in
before
these
were
even
kind
of
completed
during
that
process.
This
was
the
year
that
we
determined
to
go
from
the
two
tier
to
the
four
tier.
B
So
in
each
one
of
these
you
will
see
it's
the
breakdown
of
the
95
percent,
City
contribution
to
the
single
and
then
the
75
percent
contribution
for
the
employee
plus
child,
employee
plus
spouse
and
then
the
family
coverage,
and
that's
for
the
three
thousand
dollar
deductible
plan
and
for
the
fifteen
hundred
dollar
deductible
plan.
The
city
will
remain
at
the
dollars
that
are
that
go
along
with
the
three
thousand
plan,
so
that
one
didn't
have
the
percentage
breakdown.
B
The
other
thing
that
we
did
change
in
each
one
of
the
union
contracts
was
the
amount
that
the
city
contributes
to
the
retiree
insurance.
There
again,
we
had
to
go
for
the
the
four
tier
being,
as
we've
only
ever
been
on
the
two,
so
it
used
to
be
sixty
two
dollars
and
fifty
cents
is
what
the
city
contributed
to
a
single
plan
and
two
hundred
to
a
family.
So
we
kind
of
met
in
the
middle,
so
the
retiree
only
which
is
the
single
the
city,
will
contribute
$60
a
month.
B
The
retiree
plus
spouse
will
be
a
hundred
and
forty
dollars
a
month.
Retiree
plus
children
would
be
a
hundred
and
twenty
dollars
a
month,
and
then
the
family
coverage
still
will
be
the
two
hundred,
so
we
basically
stayed
right
in
where
we
were,
but
we
allowed
for
there
to
be
the
the
extra
additional
coverage
labels.
So
that's
like,
as
matt
said,
that
will
be
consistent
through
all
three
these
agreements.
So
thank
you.
Okay,.
E
Then,
with
that
we'll
move
back
to
the
current
agenda
item,
which
is
the
AFSCME
contract
I'm
just
going
to
go
through
and
touch
on
a
few
of
them
kind
of
the
more
substantive
points
that
we
agreed
to
with
the
Union
there.
There
were
many
house
cleaning
and
cleanup
type
items
that
were
done
this
time
around
Audra
put
in
many
hours
going
through
and
kind
of
trying
to
clean
things
up
as
well
as
Kristen
the
last
couple
days,
especially
with
some
formatting
issues,
one
of
them
all
look
real
consistent,
but
anyway.
E
D
E
Will
take
effect
January
first
11
days
ago
and
will
expire,
December
31st
2021
the
couple
of
items
to
point
out
here
we
did
agree
to
extend
the
family
permissible
uses
of
family
sick
leave
from
56
hours
to
80
hours.
We
did-
and
this
is
an
item-
that's
also
consistent
amongst
the
three
unions.
We
have
agreed
with
the
three
the
three
unions
to
rearrange
a
little
bit.
The
sick
leave
bank
request
process,
so
sick
leave.
Bank
requests
coming
from
the
unions
will
no
longer
come
to
the
council,
but
with
the
four
exempt
employees.
E
The
current
process
of
requesting
that
of
the
council
is
still
in
place
until
we
would,
if,
if
and
when
we
would
change
the
personnel
policy
in
the
future.
So
so
with
ask
me,
there
is
a
procedure
now
that
they
would
fill
out
a
form
to
request
a
sick
leave.
Bank
committee
of
two
management,
two
Union
and
HR
would
make
the
determination
as
to
whether
or
not
that
would
be
approved.
E
E
E
E
We
did
agree-
and
this
is
also
consistent
amongst
the
contracts
to
increase
longevity
pay
from
five
twenty
five
per
month
to
five
seventy
five
per
month.
Longevity
pay
as
a
reminder
kicks
in
after
fq,
been
with
the
city
five
years
and
then
increases
every
year
thereafter,
as
long
as
you're,
with
employed
with
the
city
and
other
than
that,
unless
christen,
our
auditor
believe
I'm
missing.
Something
of
significance
in
the
ask
me
contract.
That
kind
of
is
the
the
highlights.
If
you
have
any
specific
questions,
we'd
be
glad
to
answer
them.
C
B
B
C
B
E
Absolutely
now
keep
in
mind.
These
are
only
for
union
positions.
So
if
you
know,
if
we're
seeking
to
hire
somebody
from
outside
of
the
Union
into
a
management
level
position
or
a
supervisory
position,
currently
it's
from
steps
one
to
seven
or
higher,
with
council
approval
and
so
there's,
certainly
more
longitude
latitude.
I
guess.
B
C
We
could
get
two
examples
that
I'll
use
is:
we
could
get
a
law
enforcement
person
or
a
fire
rescue
person
that
may
have
a
significant
background
and
experience
in
their
profession.
That
would
maybe
want
to
come
to
work
here.
That
is,
we
probably
worthy
of
a
much
higher
step
than
where
they're
at
so
we
probably
not
going
to
get
those
people
there.
E
Is
so
the
step
3
limitation
is
specific,
to
ask
me?
Fire
and
police
are
a
little
different,
so
there's
a
little
bit
more
latitude
with
those
with
those,
but
what
we
did
bring
up
that
point
and
and
some
of
the
feedback
we
got
in
specifically
regarding
those
two-
is
that
each
community
kind
of
has
their
own
way
of
doing
things,
and
so
I
mean
there
was
almost
some
thought
that
we'd
rather
have
a
fresh
face
than
a
20
year
veteran
in
some
cases,
but
I.
C
D
A
Item
number
four
is
resolution:
number
19,
o3,
approving
the
settlement
of
the
collective
bargaining
negotiations
between
the
city
of
Watertown
and
the
Watertown
Police
Officers
Association
I.
Look
for
a
motion,
second
for
approval,
moved
by
Ville,
Howard,
second
by
l'olam
and
Matt
again
I'll.
Let
you
please
explain
this
to
the
council.
Thank.
E
A
E
Again,
we,
the
health
insurance,
is
in
the
contract,
as
Kristin
discussed.
As
far
as
wages
go,
we
agreed
to
a
3%
increase
for
2019
with
the
police.
However,
we
agreed
to
reopen
the
contract
for
wigeon
ago.
She
ations
for
the
years
of
2020
and
2021.
There's
a
lot
of
discussion.
You
know
regarding
our
upcoming
wage
study
that
we're
gonna
be
completing
wage
benefits
and
job
classification,
study
and,
and
the
police
are
willing
to.
E
You
know
not
set
a
floor
for
2020
21,
so
basically
we'll
once
the
wage
study
is
complete,
we'll
begin
discussions
with
the
police
and
and
the
fire
as
well
that
he
asked
me
chose
to
lock
in
those
rates,
but
with
the
police
and
fire.
We'll
begin
discussions
again
depending
on
the
outcome
of
that
wage
study.
E
B
Okay
for
the
police,
when
it
comes
to
their
just
because
we
were
kind
of
talking
about
that,
so
they
have
in
their
contract
that
we
they
can
go
up
to
a
step.
Two,
that's
a
two
percent
if
they
are
South,
Dakota
certified
and
not
yet
working.
So
if
they've
received
the
certification
from
the
state,
but
not
yet
working
in
law
enforcement
that
bring
him
to
a
step
two
step,
three,
which
would
be
a
four
percent,
would
be
that
they
are
a
South
Dakota.
B
Certified
officer
and
they've
been
working
with
an
agency
for
up
to
two
years
and
then
a
step
four.
They
would
be
a
South
Dakota,
certified
officer
working
with
an
agency
from
the
two
to
five
year
range
and
then
the
max
would
be
the
eight
percent,
and
that
would
be
if
they
are
a
state
certified
officer
and
they
have
five
plus
years
of
experience.
So
that's
how
the
the
police
department
agreed
to
allow
for
more
more
movement
of
a
new
hire
was.
E
D
E
A
Anyone
else
there
questions
alright
I'll,
look
for
action,
all
those
in
favor
signify
by
saying
aye.
Those
opposed
signify
by
saying
nay
motion
carries
item.
Five
is
resolution
number
19-0
for
approving
the
settlement
of
the
collective
bargaining
negotiations
between
the
city
of
Watertown
and
the
local
union,
1724
of
the
International
Association
of
firefighters,
representing
the
Watertown
Fire
Department
I'll.
Look
for
a
motion.
Second,
for
a
move.
D
E
You
mayor
again,
we
are
proposing
a
three-year
contract
with
the
firefighters.
One
item:
that's
a
little
different
here.
They
wanted
something
in
the
contract
and
we
agreed
to
it
with
the
consent
of
the
department
have
with
the
fire
chief
as
well
that
we,
basically
we
provide
for
two
usable
sets
of
bunker
gear
per
firefighter
bunker
gear
is
what
they
use
to
go
into
the
homes.
It
sounds
like
there's
a
couple
fire
fighters
occasionally
that
that
don't
have
two
that
fit
them,
and
so
they
wanted
to
ensure
that
they
are
always.
E
They
always
have
two
at
the
ready,
because
after
a
fire,
they
have
to
clean
them
and
if
there's
a
back-to-back
fire
there's
issues
there,
so
it
doesn't
mean
new.
It
doesn't
mean
that
the
fire
chief
will
have
to
buy
a
bunch
of
new
equipment.
It
just
means
that
they
have
to
be
usable,
and
so
I
just
mean
each
firefighter
has
to
have
two
usable
sets
of
bunker
gear.
E
We
also
agreed
to
purchase
and
maintain
particulate
flash
hoods
for
each
firefighter
and
EMT
along
those
same
lines
again
with
the
family
sickly.
We
increased
that
from
56
to
80
hours
per
year
or
24
to
120
hours
for
those
working
24-hour
shifts.
We
did
some
clarification
and
all
three
of
the
contracts
in
regards
to
how
we
pay
out
our
sick
leave
when
people
retire,
there's
kind
of
been
some
questions
and
changes
recently.
As
far
as
South
Dakota
retirement
system
go
as
a
special
early
early,
regular
retirement
all
those
types
of
things.
E
So
we
did
had
some
discussions
on
all
three
contracts
regarding
that
and
when
we
pay
out
our
sick
leave
or
and
when
we
don't-
and
so
particularly
with
the
firefighters
they
they
asked
and
we
agreed
to
have
a
minimum
of
years
service
with
the
city.
So
you
have
to
have
at
least
10
years
service
with
the
city
as
well
as
be
eligible
for
retirement.
E
In
order
for
us
to
pay
out
the
any
unused
sick
leave
as
a
as
a
payment
upon
that
retirement
again,
they
establish
a
separate
procedure
for
the
sick
leave
bank
similar
to
the
procedures
that
was
for
ask
me
I,
believe
right,
yep,
okay
and
then
the
insurance.
Again.
As
far
as
wages,
we
agreed
to
a
three
percent
increase
with
the
firefighters
as
well,
and
we
also
agreed
to
reopen
the
contract
for
wage
negotiation
similar
to
the
police
department,
unique
to
the
firefighters
and
the
firefighters
and
paramedics.
E
We
did
increase
the
paramedic
pay
from
two
thousand
two
hundred
and
sixty
four
dollars
annually
to
three
thousand
dollars
annually.
Taking
effect
in
January
1st
of
this
year
and
that'll
remain
the
same
throughout
the
three
years
of
the
contract,
unless
there
are
changes
consistent
with
the
wage
study
and
finally
I'm
the
longevity
piece.
We
did
also
agree
with
them
to
increase
the
longevity
pay
from
525
to
575
any
particular
questions
on
the
firefighters.
C
Of
a
comment
than
anything
else,
it
seems
like,
as
we
have
periodically
go
through
these
union
contracts.
Items
come
up
that
are
agreed
to
and
two
examples.
I'm
going
to
use
is
the
turnout
gear
and
the
particulate
hoods
that
I'm
bothered
by
the
fact
that
those
are
not
handled
in
the
budget
process,
because
both
of
those
items
in
my
mind,
are
necessity,
items
for
them
to
most
effectively
do
their
job
safely.
I
would
hate
to
see
them
not
bringing
these
things
forward
as
they're
identified
and
needed,
and
waiting
for
contracts.
C
It
just
seems
to
me
like
there
are
certain
things
historically
that
I've
seen
that
you
know
maybe
a
uniform
or
something
that
that
really
is
more
of
a
nicety
and
a
want,
and
it
is
a
true
need
and
I
would
hope
that
these
things
as
they're
identified
within
their
departments
that
they're
bringing
them
forward
and
they're
working
through
the
council
in
the
mayor
through
the
budget
process
and
not
through
the
negotiation
of
the
of
their
their
union
contracts.
So
just
comments
person,
I.
B
Will
comment
on
that
in
this
I
think
the
reason
this
was
put
in
is
just
so
that
it's,
the
usable
is
there,
but
I,
don't
think
there
has
been
any
concerns.
I
do
believe
that
chief
crayons
has
it
pretty
spelled
out
in
the
rotation
they
kind
of
have
a
life
span
of
their.
The
turnout,
gear
does
and
I
know
he
kind
of.
B
E
That
could
be
something
the
labor-management
committee
could
hash
out
and
the
interim
and
could
result
in
a
Memorandum
of
Understanding
until
the
next
contract,
and
then
we
would
solidify
it
in
the
next
contract.
Of
course,
there's
always
there's
also
the
grievance
procedure
which
we
never
want
to
get
to.
But
all
the
contracts
do
allow
for
grievances
to
be
filed
as
well.
D
Questions
on
all
three
just
in
general,
because
we
only
go
through
this
every
three
years.
This
is
the
last
step.
In
the
words
the
unions
have
already
ratified
these
agreements.
Is
that
correct?
In
other
words,
were
the
last
step
in
the
process?
No
okay
and
then
also
you
know,
we
passed
the
2019
budget
several
months
ago.
These
numbers
still
fall
in
line
with,
within
the
bounds
of
where
the
budget
was
that
we
passed
several
months
ago.
That's.
D
A
A
A
Okay,
where
are
we
item
6
resolution
number
19,
0
5,
providing
for
the
classification
and
salaries
for
certain
city
of
Watertown
employees
and
officers
for
the
period
commencing
January
1
2019
I.
Look
for
a
motion,
second,
for
approval,
move
along
I'm,
second
by
V,
Lauer
and
Kristin.
Do
you
want
to
take
this
one
or
Matt?
Okay,.
B
Thank
You
mayor
resolution
1905
the
one
before
you
is
for
actually
all
of
the
exempt
staff.
So
this
is
all
the
employees
that
do
not
fall
under
one
of
the
three
bargaining
unions
that
we
just
discussed.
So
in
this,
this
is
what
will
establish
the
wages
for
those
positions
from
January
1st
to
December
31st
of
this
current
year.
These
resolutions
we
actually
do
each
year,
so
this
is
to
cover
2019.
D
A
Okay,
any
other
questions
or
comments
all
those
in
favor
signify
by
saying
aye
aye.
Those
opposed
signify
by
saying,
nay,
motion
carried
item
number
7
is
resolution
number
19,
oh
6,
providing
for
the
classification
and
salary
guidelines
of
certain
city
of
Watertown
employees
for
the
period
commencing
January
1st
2019.
Look
for
a
motion
for
approval.
B
Thank
you
Mary,
and
this
resolution
is
the
one
that
actually
does
cover
all
the
ones
that
we
just
discussed
in
the
union's,
but
this
would
take
effect
if
any
new
employees
comes
on
in
on
the
current
ones,
its
establishes
their
grades
and
then
what
they
are
receiving
for
the
2019
fiscal
year.
So
all.
A
C
That
going
that
that's
going
to
be
a
long
process,
probably
more
so
once
the
informations
received
and
to
determine
how
it's
implemented
over
over
time.
Probably
so,
what
were
we
thinking
in
regards
to
kicking
that
off
determining
who's
going
to
do
the
study
and
setting
out
the
plan
for
them?
I
could.
B
Tell
you
a
little
bit
of
how
I
have
it
kind
of
in
my
head
is
Audrey
and
I
will
be
working
this
month
to
get
the
RFP
ready
to
go,
and
our
hope
is
that
by
the
end
of
January
we
have
our
RFP
ready
to
be
sent
out
and
then
we'll
get
the
proposals
back
sometime
in
February
and
at
that
point,
we'll
kind
of
form.
A
committee
there'll
be
some
management,
some
other
people
involved
in
determining
what
company
we
will
be
going
with
and
then
based
off
of
what
company
we
choose.
B
The
timeline
we've
kind
of
been
under
the
impression
and
heard
from
other
communities.
It's
a
kind
of
a
I
would
say
what
two
to
three
month
process
is
that
about
right,
Audra
so
about
a
two
to
three
month
process
from
the
time
that
they
actually
start
and
get
through
everything
until
they
give
the
results
and
then
based
off
of
when
we
get
the
results,
then
of
course
that's
when
we'll
all
have
to
be
putting
our
heads
together
to
see
what
we,
what
we
need
to
do
at
that
time.
B
C
B
Hope
would
be
that
by
I
would
say
by
May
we
have
a
pretty
good
understanding
of
where
we're
kind
of
where
we're
sitting
and
then
I
think
that's
kind
of
nice,
because
we
then
start
our
budgeting
process
to
about
the
June
July.
So
this,
my
hope,
is
that
we
can
have
our
numbers
by
May
and
then
we
can
really
really
look
everything
over
as
we're
going
into
the
budget.
A
Alright,
well,
we
do
have
reason
to
go
into
an
executive
session,
so
we'll
do
that
in
order
to
discuss
and
consult
with
legal
counsel
on
contractual
matters,
and
we
do
not
expect
to
take
any
action
when
coming
out
so
I'll
look
for
a
motion,
second,
to
go
into
executive
session,
move
by
vill
Hauer.
Second,
by
solemn,
any
discussion,
all
those
in
favor
signify
by
saying
aye.
Those
opposed
signify
by
saying,
nay
motion
carries.